text:
Should Staff Contact with the Board Be Restricted?
Not all nonprofit organizations need or have paid staff. But in those that do, a frequently thorny issue is that of direct contact between staff and board members:
Should board members have contact with staff independent of the executive director? For many executive directors, this issue raises blood pressure faster than almost any other (the other one is the board in executive session without them).
Opinion is sharply divided about whether and how other staff should interact with board members. Executive directors often feel that independent board-staff contact undermines their authority and creates the potential for staff to give misleading and undermining information to the board.
Board members want to respect the authority of their executive director, but they also know that . . .
Not all nonprofit organizations need or have paid staff. But in those that do, a frequently thorny issue is that of direct contact between staff and board members:
Should board members have contact with staff independent of the executive director? For many executive directors, this issue raises blood pressure faster than almost any other.
Opinion is sharply divided about whether and how other staff should interact with board members. Executive directors often feel that independent board-staff contact undermines their authority and creates the potential for staff to give misleading and undermining information to the board. They can also worry that board members will give inappropriate information to staff, perhaps about a lawsuit settlement, a financial problem, or about what's in the budget for staff raises (or cuts).
Board members want to respect the authority of their executive director, but they also often feel that it's more efficient to meet separately with staff on some matters and that doing so spares the executive from too many meetings. Board members also value the independent viewpoint they develop when not all their information is filtered through the executive director. And when staff-board contact is prohibited, the board is often the last to know about serious problems such as financial troubles, lawsuits, and reputational issues.
It's too easy to say that there ought to be enough confidence on all sides so that executives need not be anxious about what staff might say to board members on their own. That is certainly the case with many boards and execuives, but the question must still be answered even where that confidence doesn't exist.
Staff members often attend board meetings to make presentations, to observe, or to respond to questions. For example, the board of an arts organization might ask for a presentation by the development director on the concept of audience development, or the board of a jobs program might ask the director to talk to the board about welfare-to-work initiatives. Some boards assign a board member to each program manager, although other boards feel that doing so can create "special interests" on the board.
Restricting contact between board and staff usually results in suspicion on the part of the board (that the executive is trying to keep information from the board) and resentment from the staff. The following guidelines can help clarify board-staff contact:
- There are no restrictions on board-staff contact, but the executive director must be informed about meetings. (Example: a voicemail message from the controller saying, "Hey, I just wanted you to know I'm meeting with the board treasurer next week to go over cash-flow projections. Let me know if there's anything you want me to bring up.")
- Because many meetings involve both staff and board -- such as planning a fundraiser or advising finance staff -- it would be a mistake to insist that the executive director be present at all such meetings. But both sides should keep these meetings within bounds; for example, in a meeting between a board member and the development director to discuss board member donations, it would be inappropriate for them to discuss whether the board or the executive director is acting responsibly in finance.
- Board members can request information and reports (such as another copy of the budget or last month's client statistics report), but they must stop short of directing staff work by asking for reports that are not already prepared or otherwise asking staff to perform tasks. New reports and tasks can be requested of the executive director.
- Personnel grievances must go through the channels specified in the personnel policies. Board members should direct staff complaints to those channels.
- The organization should have a whistleblower policy to protect staff and to comply with federal law.
A channel for serious complaints about executive staff
In addition, there needs to be a way for staff to raise serious concerns about mismanagement or malfeasance at the executive level; in other words, to give staff a legitimate channel other than writing to the attorney general. Such complaints might be about sexual harassment by the executive director, improper use of organizational funds, or financial problems being hidden from the board.
One way to do this is to let staff know that the board is open to hearing complaints and concerns on serious matters, but that these must go to the board chair, not to any other board member. As representatives of the public, the board needs to know if staff have serious criticisms to raise; at the same time it's only fair to the executive director and to the board chair for these to be handled in a defined way.
If board members -- other than the chair -- receive a complaint, they must direct the staffperson to the board chair (otherwise staff might start lobbying the board members they see as sympathetic). The board chair can choose to raise the concerns to the executive director or to bring them to the board for investigation. For example, if the board chair hears a complaint about sexual harassment or nepotism, he or she can convene a small investigatory group from the board that interviews staff on a confidential basis. Through these interviews the board group may decide that the charges were just the unjustified accusations of a disgruntled staff member, or they may decide that there is reason for a fuller, more formal investigation.
In short
An important role of the board is to hold the organization accountable to its constituencies and the public. They can't do that without information that comes to them directly without the mediating hand of the executive director. In addition, sometimes the damage that's done by trying to prevent contact is more of a problem that what that contact could spark. And finally: often board-staff contact results in increased appreciation for the executive director!
See also in Blue Avocado:
- The Board's Role in HR
- What are the Board's Responsibilities with Volunteers?
- Should the Board Hold Executive Sessions?
- Model Whistleblower Policy for Nonprofits
Jan Masaoka is Editor in Chief of Blue Avocado. She was once worked for a nonprofit where staff were forbidden to talk to the board, and she still remembers how strongly it made the staff distrust the executive director. This article is adapted from a chapter in The Best of the Board Cafe, Second Edition, available here.
Thanks and good food for thought
I recently became ED of a non-profit which very nearly self-destructed due to poor relationships between the previous ED, staff and board.
We are currently in the process of ensuring there is a robust performance review for the ED (my request) and pleased blue avocado is planning article about same.
I encourage the board to have in camera sessions - they need to be a team and I think
discussions/decisions about the organisation without my perpetual involvement is a good thing.
A serious issue in the previous strife within the organisation was disgruntled staff complaining to members and board members about their unhappiness with the previous ED. The response of the current board has been to adopt policy that all staff relations are through myself to the board. Issue with ED must be dealt with between staff and ED and failing that to government labour board. Seems to me that we are seriously missing a step and it is extreme circumstance to go outside the organisation to resolve issues.
I know the board are responding to the previous set of circumstances, but I think for the sake of all concerned, we need to put in place a measure that allows staff to approach chair with clearly articulated issues and a means for dealing with such. I'b interested in hearing about in-house greivence processes that are effective, clean, fair. Thanks
Very enlightening. I am particularly interested in the third bullet point: "Board members can request information and reports (such as another copy of the budget or last month's client statistics report), but they must stop short of directing staff work by asking for reports that are not already prepared or otherwise asking staff to perform tasks. New reports and tasks can be requested of the executive director." At an organization I volunteer for, a board member—the chair—who is also a member of the fundraising committee. While the board member is acting as a member of the committee, the authority possessed by being the board chair is not left at the door when the fundraising committee meets. As a member of the committee, this board member frequently requests additional work from the development staff, especially the director of development, and dominates the meetings. The director of development is not allowed to direct very little and serves as a support staff to this board member. Some other volunteers and I have been trying to find a way to support the director of development and ask the board member to step off of the committee.
This is a timely article, and an issue that requires a board to take the very important step of working with the Executive Director/CEO to develop specific guidelines on how staff/volunteers reach out to the board in the case of a serious complaint. That said, an organization can have these specific guidelines in place, and an anonymous letter writer on staff can create havoc in an organization. Even specific guidelines on anonymous letters won't preclude a whistle blower from taking the very wrong avenue of going directly to a sympathetic board member with an anonymous letter of complaint. And when you then have a misguided (although sympathetic) board member who protects that anonymity, then you really have a problem on your hands that sucks resources from the real day to day job of an organization.
So, thank you for reiterating the correct way to approach problems within an organization that involve staff and board. I hope both staff and board members read your newsletter. Knowledge is power.
Good article. I have one question related to staffing and the Board's role. You mention the Board approving the "salary schedule" but do not mention the Board's role in approving the actual position descriptions. It seems to me that this is part of the role of the Board to approve the actual position titles and descriptions. Not the day to day work but the general work. Please respond as our ED thinks that the Board should only approve the salary and not the position descriptions. Board Member
I'm with your ED on this one. If he or she is responsible to acheive yearly organizational objectives, your ED must have the authority to establish the positions that allow that to happen. The board should approve the salary and benefit line items in the budget and leave position creation to the ED. Otherwise how can they be accountable for achievement?
There is another angle to board/staff contact that should be considered but is not covered in this piece. I am a staff member and we had an issue a while back where Board members were sending invitations via Facebook to staff to "friend" them on Facebook. I think it is probably fairly common at organizations where Board and staff work together on a cause they both feel passionately about to feel a bond with each other and may want to connect with each other on social networks. This issue was actually brought to our management's attention by a staff member who had received friend requests from Board members. While the staff member liked the Board members, she pointed out that there was an inherent power differential between her and a Board member and expressed concern that declining a friend request could reflect negatively on her as a staff person. As soon as it was brought to the Board member's attention, they understood that they had put the staff member in an awkward position. Ultimately the Board adopted a social networking policy that requests that both staff *and* Board refrain from inviting one another to connect to personal accounts on social networks such as Facebook. Our organization maintains a Facebook account, and Board and staff are able to interact there if wanted.
This was an important issue for me as I really try to keep my Facebook account limited to sharing information with people who I know as part of my private life.
Almost all social network sites were launched in the first decade of the 21st century. They are still novel, and evolving rapidly. Moreover most users are still quite naïve about consequences of the casual posts they write. Most nonprofit organizations have given very little thought to managing their presence on a social network. They sometimes casually invite volunteers and staff to post and tweet about activities through their social networks, without providing any guidelines. We should be very concerned when volunteers and staff rush to post unauthorized material, often poorly written and containing misleading information as it causes more harm than good. A few large corporations and government agencies have started to block personal social networking from being used by their employees for work related activities. In my training courses and consultation assignments for nonprofits I recommend that they develop guidelines and policies to manage organizational social networking, and clearly prohibit the co-mingling of personal social networking by volunteers and staff with the organization's Online Social Network (OSN) activity. Besides the establishment of rules on what can and cannot be done, I recommend that the board orientation handbook and human resources policies be updated to incorporate policies governing the use of social networking for official business. Finally, every organization has policies and protocols to prevent unauthorized persons from issuing Press Releases or giving media interviews. The same practice should be applied to the use of social media.
The issue of trustee/staff relations is a very sensitive and delicate topic. In three different instances, I found myself working in schools that were self-destructing. The heads of these schools were able to convince the board that they had matters under control. Unfortunately, matters were NOT under control, and the staff knew it. But for some reason they remained loyal to the head and not the school; in other words, they supported the heads' assertions and claims, reassuring trustees that all was well when in truth, it was not - far from it.
I have always felt that I work for the school, not the board or the head. They may be the placeholders, but it is the school that endures. Given that sense of institutional loyalty, I answered honestly when quizzed by trustees about the state of the school - in these instances, sharp-eyed trustees were suspicious of the heads' version of reality - esp. since the numbers (enrollment, for instance) were at odds with the heads' reports.
The trustees knew me and knew my work history and were thankful for my honesty and directness. Their fears confirmed, they put into motion plans to remove both heads. One was fired; one left just before he was to be fired. In both cases, the schools were effectively "saved."
But the central issue here is institutional loyalty, the obligation that an employee has to the life of the institution, not the heads or other staff or even trustees. Never one to sacrifice the whole for one of its parts, I feel that it is incumbent on any staff member to answer any question honestly - and with the facts to support that answer. Hearsay or idle speculation has no place in these serious conversations. It is up to the staff member to know the difference and respond accordingly.
In the end the survival and success of the institution out weigh all other concerns and considerations.
All good thoughts. As a Board President of a 5 employee non-profit, for me the key is not to give any instructions to staff, only to the ED. The ED needs to know what everyone is doing and the only way to make sure is to direct all requests for action through the ED.
I am an Executive Officer (ED) and it would be a relief if my Board President thought as you do!
My Board president not only has argued passionately for the Board to be able to speak to any staff member, at any time, but during our most recent Board meeting also told me I had no right to discuss potential policies being considered by the Board until AFTER the Board had decided to go ahead with the policies.
So now I have been given the message I am expected draft policies without consultation!
The president has forged a strong friendship with a staff member, due to their working together on "projects", and the staff member is frequently singled out for effusive praise by the president, while other staff, are rarely acknowledged.
Am I looking for another job? Heck yes!
To me, this is a no brainer and I'm glad you're writting about it Jan. The staff must have some kind of access to the board. What the contact looks like is really up to the board to define. I have often recommended that boards desiginate a "staff point person" to handle these inquiries. It's up to the board...not the ED...to communicate with staff if they feel that the staff is being disrespectful or inappropriate in their communications with the board.
I can't tell you how many EDs I have interacted with who attempt to block staff and volunteer access to the board....but I can tell you there are reasons why that access is being blocked 99.9% of the time (and they're not good reasons). Also, I almost never get a good answer when I have asked: "What's wrong with the staff having access to the board?" Having served as a director myself for several years, I welcome direct communications with any staff, member, or volunteer.
I think there are appropiate times when staff should have access to the board. As the financial director of a non-profit I think if I need to speak to the treasurer, or fundraising chair, or chair themself I should be able to do so without having my ED present unless it is warranted. When I am presenting financial information I prefer it to come from my mouth instead of through another so I know my information is being conveyed accurately. It makes me uncomfortable when an ED wants me to have no individual contact with the board.
For decades, as a board member, I have asked ED's to schedule informal personal meetings for myself with key and influential staff people once or twice a year. I do not take formal notes at the meeting to create an informal meeting atmosphere. I then provide a verbal summary to the ED. All involved in 15 different organizations report the process has worked well to let the staff know that the board has a sincere interest in what it is accomplishing.The ED receives an outside perspective on the overall internal "health" of the organization, which can be helpful in many ways.
BTW: Sarbanes-Oxley legislation suggests that directors develop closer communications relationships with key operating personnel. Will this become the norm in the nonprofit sector?
Having been both an executive director and a staff member involved in fundraising activities, I understand both the need for a plan to be in place for board/staff contact (board members don't need ten different staff members talking to them about the same topic and that would be poor internal management) as well as the need for staff interaction with board members, especially as that interaction relates to fundraising. Without board members using their contacts and interacting with staff who are trying to open doors to new donors where board members may be of help, the board members' potential is not used to the fullest and staff become frustrated in not being able to move forward with prospective donors when they see a fantastic fit and a potential avenue to an introduction to the organization.
The fundraising aspect was the one item I felt was missing from the article since fundraising is a key reason for staff to be involved with board members. I am now at an organization where I was told that I would be mentored to replace the current vice president; however, a few months into the job and after having made contacts with board members -- as directed by the vp -- the vp has told me that I am not to talk to any board members and that I am also not to talk to the CEO of our organization. I have a number of years of fundraising experience and have a number of years' experience in coordinating board members' relational contacts with donors and staff for a large campaign, so at this point I feel that my skills and experience are under utilized and that my hands are tied as far as making any inroads into new funds for the organization.
Meanwhile, my vp refuses to try to engage board members with fundraising herself, so no one is performing this critical task in helping the board members be fully engaged.
Staff and board should definitely have access to each other. However, board members need to be be aware that a friendship with a staff person can develop which will totally subvert the authority of the executive director. When an ED sees some of his staff regularly going to lunch with board members or to parties at board members houses without inviting the ED, then this is really a red flag. This happened at the nonprofit where I am ED. When the inevitable employees issues arose, I immediately involved the personnel committee which has final juridiction in employee matters and grievances. This is clearly laid out in the bylaws and the personnel practices. Try as they might, the board members who were the friends of the employees involved could not overturn the decisions of the personnel committee, which really stood firm since several members were former board chairs themselves. However, it really hurt the organization and caused untold hard feelings. I really don't think that the board members involved understood how they were being used by the staff members, nor how much damage they were doing.
Our personnel practices allow staff to grieve an issue up to the personnel committee of the board. So the board becomes aware of any issues that may be hidden and the staff has an opportunity to have their say to the board. However, this is a formal process that is very transparent. There are no anonymous notes passed from staff members to board members. Everything is in the light of day. This protects everyone: the staff person, the ED and the organization. I can't begin to tell you how much of a difference this has made. It actually strengthens the authority of the ED.
I am suspect of any ED or board chair who would deny or restrict communication between staff and board members. A healthy organization encourages open, honest communication among interested parties. Such an organization builds trust among its people. I do believe that lines of authority should be recognized and protocol followed to minimize potentially damaging disregard for one another. However, every member of an organization should be made to feel like a valued contributor in word and deed. After all, in America, freedom of speech is still one of our most treasured rights. - DW
I appreciate the approach of the previous anonymous writer. Using the personnel committee for staff complaints, particularly about the ED, is what we do too. I have seen the potential for coercion where staff communicate directly to board members, when it comes to discussions between staff and the ED on compensation. In a case I've seen, a staff person who was unhappy with salary and negotiating with the ED for a raise, spoke with a board member about unhappiness with the ED. There was an implicit pressure on the ED to placate the unhappy staffer or to risk embroiling the board in personnel matters and or having a staff person undermining them to boardmembers.
Clearly this is a multivariate issue and there is no single approach or model.
The organization in question is over 35 years old and currently has an Interim ED who has been assessing the financial sustainability of the organization as we see a decrease in arts funding. Major cuts in expenses are being made (moving to a less-expensive office, Artistic Director & other staff taking pay cuts, etc) to help the organization through this rough patch. The board is looking at hiring a permanent ED at the first of the year, but the core staff sees that position as being the biggest financial drain on the organization and believes that the organization could run quite well without an ED position at all.... run, as the organization did for several years, with an Artistic Director and Managing Director.
The core stuff realizes they might not have the whole picture with regard to what the ED is actually doing, but is interested in speaking to the board chair directly about this to see if money could be saved and the organization run efficiently without that position... at least for a year, maybe more, until the org's budget can really sustain that position.
Should the core staff go directly to the board chair with this or should they go through the Interim ED?
As a professional who has served as an Interim ED more than seven times I would hope that the Interim is not a candidate for the ED job and therefore would be completely objective about your proposal. I think it would be courteous to share your ideas with the Interim and invite him/her to join you in presenting to the board.
Regarding the recommendation that staff should be able to go to the Board President with concerns, I assume that this would ONLY be after staff has followed grievance procedures -- which should be included in the Personnel Policies. When a former staff person complained about me, the new Executive Director, to the Board President it was handled in such a way that I felt ambushed. This was a long-term employee who had been promised my job by the former ED and was being held accountable for her performance for the first time. She was also distraught about a recent death in her family. We both met with the President when she gave notice, and everything seemed cordial, but when I went into my regular meeting the next week with the President, he had called in the Personnel Chair and I was 'confronted" with information about the angry call he had received. With 20/20 hindsight, I wish I had reminded the Pres that we have a grievance policy, which the employee chose not to take advantage of, and to let him know that I had actually approached this employee and expressed concern when I noticed a sudden change in her attitude. However I felt attacked and it was all I could do just to remember to breathe. This is too common -- in fact this seems to be the pattern with my board. Board members are not trained in conflict management, and fail to ask the first question: 'have you discussed this concern with the person involved, and if not, would you like me to facilitate a discussion?" If this does not resolve the problem or is not possible, then of course staff should be able to file a formal grievance. It is unfortunate when we don't take advantage of complaints and use them as learning opportunities. I think, after listening unflinchingly to their complaints about me or the agency, that my staff has figured out that they can come to me with concerns, but I don't enjoy the same luxury with the board.
Thank you for this article and the great suggested guidelines. I think one important option you may have missed is for the board to engage in a 360 degree evaluation of the ED annually. Depending on the size of the organization, all of the staff, or a selected few, have the ability to report confidentially to the board on the ED's performance. I've done this as a staff person and as a board member at different organizations and I think it can be very useful for board members to better understand the ED's overall performance. This process makes some ED's uncomfortable, but if the board handles it well and allows for an honest discussion about the feedback, I think it can be really healthy for an organization.
Forgot to ask the question: should the former staff member be able to communicate to the Board members that she left under duress? Or, do the Board members, which make up half the damn town, practically, get to think whatever they want, in perpetuity? I mean, clearly, the fantasy of a beneficent organization is very important to them.
Thanks. I also wanted to know how Board, ED and staff relations would work if a staff member is on the board? And what if the staff member that is on the board is on the personal committee, or any committee?
Several years ago I worked for a wonderful non-profit that unfortunately had an extremely firm restriction on staff/Board interaction. There was no explanation given to staff, and as far as I know the restriction came from the ED's office. A pervasive "Us vs. Them" atmosphere existed within the organization, perpetuated by the top admin, and staff were resentful. We were very loyal to the organization; admin folks were very loyal to power and their jobs. The Board Chair and the ED were chummy, so objectivity was not the flavor of the day, and HR was not looking out for the "little people," as it were. Things were happening at the top level that were not good for the organization, but no one dared talk to the ED or the Board. It was a mess and becoming messier and the Board (which was very large) was mostly oblivious to it all. It was so bad the Vice President, Development Director, and Program Coordinator even all quit at the same time, which unfortunately left the door open for further mismanagement.
I went to the Board treasurer because what I did for the organization was being severely impacted and we were losing out right and left financially. My move, of course, was one step away from unemployment, which came within three months. I was unceremoniously fired and given 30 minutes to leave. I loved that job, wanted to spend the rest of my life there, despite the goings on at the top. Over the next year or two, 22 people were dismissed, all good employees who loved their jobs. Lives were severely impacted and to this day we all have scar tissue from the experience.
My point - this is what can happen when the Board gives away total control to the ED, or wants contact with the staff to be channeled only through the ED.
It seems that clear role descriptions, codes of conduct and convention won't help when Board positions are held by people not of the calibre, emotional intelligence or wisdom to appreciate the task they have. The Chair of the Board is the ultimate authority in an NFP ( by law in Australia anyway). The Board has the right to any information at any time, and if this is causing problems, it is symptomatic of far deeper issues.But this is best done via the Chair. The Chair's role is a huge responsibility demanding independence, judgement and diligence. Unfortunately it is not always present, it seems.
But Directors and CEOs can and should work amicably and even where there is no particular personal "chemistry", you can get the job done. Its not about making new best friends but about achieving the mission of the agency. Where a Board has been captured by the CEO and/or senior management. they are failing in their duties.I am always so disappointed to hear tales of personalities getting in the way of our important work in the NFP sector.
I think that the answer to this question depends in part on the size of the NPO in question. With small or very small organizations, I believe that staff/Board contact should definitely be encouraged, although my experience tells me that it's healthiest to have someone who has a clear sense of the Board/staff divide on Board carefully monitoring what goes on during these contacts. As a former NPO E.D., I strongly feel that staff need to have free, unfettered access to Board members: Not only do they have the right to be able to provide uncensored feedback on the staff' leadership team, but they sometimes have great ideas that leadership may not have sufficiently considered, or even dismissed that will get a more open hearing at the Board level. Still, in my experience, it's not uncommon for some Board members to have a very unclear sense of the nature/importance of the Board/staff divide, and, in extreme cases, to reject this key concept altogether. This sort of distortion can, and often is, extremely destructive, and without strong corrective action, can to great harm. So I think there needs to be some sort of checks and balances in place that allow for unfettered staff access to Board members that will not allow that access to blur the staff/Board line in harmful ways.
What does it say about the nonprofit sector and our ability to problem solve effectively when the majority of individuals posting commetns list themselves as "Anonymous?"
I, too, have seen many dysfunctional board/staff relationships. One organization I worked for the board had the prior Ex. Dir. escorted off the property by a law enforcement officer, while the staff were meeting in two different "camps" during happy hour plotting to take over the board. It took a year of team building with staff and board separately, and then I introduced a board/staff strategic planning retreat that lasted an entire day. From that point forward there was a much better/healthier relationship between the two. I have continued to use the organizational "development" day (inclusive of board members) in the organizations I lead.
That day can also include training, if necessary, on board and staff roles and how we can complement and help one another. Transparency is good. Yet negotiating relationships between your "bosses" and then working with them as "volunteers or committee members" that may (or may not) need some direction can also be a sticky wicket. That and helping staff navigate the same issues always takes considerable diplomacy.
The ED needs to know what everyone is doing and the only way to make sure is to direct all requests for action through the ED. There is no other way that is effective!
Agreed! Otherwise their becomes a mixed message of who's in charge and who do the staff report to and if they don't like what the ED says all of a sudden, there is an open door to the board. It can be suttle but damagining. I've seen it happen!
should the ED of one organization be the chair of another board where the board member is the ED. Is this a conflict of interest when both sits on each other's personnel committee's?
I have been in a Director position for for a small non-profit for the past 12 years, directly under the current CEO. We have a personnel handbook, but there is no grievance committee of the Board and no guidelines for grievances at all. There is also no established pay scale. I have usually participated in human resources decisions with the CEO (hiring, firing, salaries). However, in the past year the CEO has decided to step down from that position, yet stay with the company - and has also decided that I will step down from my current administrative position and focus on one program. The company is looking for a new CEO who will assume my administrative responsibilities. The budget the current CEO has proposed for this transition includes drastic changes in current staff salaries. Some employees were given an increase of up to 50% FTE; others 9% or 20%. I am the only employee with a designated decrease (by 18%), which is about to happen. I have tried negotiating this with the current CEO who first told me to go to the Board, and then later said it was the CEO's job to recommend salaries. For a long time I was just thinking about the inequity of my own salary. Now I am concerned with the lack of human resources policy or pay scale for the organization. Should I go to the Board chair? The entire Board? Wait for the new CEO to be hired and go to her/him?


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subset: commoncrawl


text:
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THE BLACK DAHLIA MURDER have returned with the much-anticipated, new full-length album 'Abysmal', which is officially set for a September 18th release.Read More
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In a time of endless sub-genre classifications, Act of Defiance's highly anticipated debut offering simply delivers in-your-face, uncompromising heavy metal. The scathing debut, 'Birth and The Burial', is set for an August 21st.Read More
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text:
Tampa Police give leftover Republican convention lunches to Romneyville homeless camp
Janelle Irwin
WMNF Drive-Time News Thursday | Listen to this entire show:
Police presence around the Romneyville camp has been tight this week, but today they showed up not for security, but to hand out food. Hundreds of left over boxed lunches were given to people sleeping in tents in downtown Tampa.
Inside the white boxes were massive sandwiches, chips and fresh fruit. Most of the people staying at Romneyville donât have homes and often wonder where their next meal will come from. The camp had a bus that served as a kitchen, but one camper who called himself Bless said the owner left the camp this morning.
âSo, the officers were kind enough to bring us breakfast and for the most part, as you can tell, everyone appreciates it.â
Officers also handed out cold bottled water and sports drinks to a grateful and thirsty crowd. The campâs organizer, Bruce Wright said after a few days of heavy police presence, the meals were a welcomed act of kindness.
âWeâve been trying to say all along that we were peaceful protests and apparently the police are understanding that now because theyâre bringing us food and water. Itâs nice to see this kind of thing actually. Iâm pleasantly surprised as I think a lot of us are.â
Wright said he suspects the officers were glad to help out.
âSome of them Iâm sure feel like, man, this was overkill. We didnât even need to have all these police here.â
The boxed lunches were given to National Guard members earlier this week. Assistant Tampa Police Chief John Bennett was one of the officers delivering the meals. He said they didnât want the food to get thrown away when there were people going hungry. He declined to comment on tape.
Full RNC Coverage
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CommentsSecular Franscian
What a wonderful gesture on the part of the police.We can all get along.
Occcupy Kindness
Now this is what police are really for. To Serve and protect. The look on the cops face and the look on the homeless guys face say it all. Please more of this police, please. And Thank you so much.


text:
The following is an archive of a post made to our
'vox-tech mailing list'
by one of its subscribers.
Matin Hashemi wrote:
> Anybody knows what's wrong with this code?
> ***************************************
> #include <curses.h>
> #include <stdio.h>
> int main() {
> int c;
> for(int i=0;;i++) {
> c = getch();
> printf("%d : %d\n",i,c);
> }
> return 0;
> }
> ***************************************
> I can't compile it with g++ 3.2.3 under Redhat Linux:
> /tmp/cc2TgkPL.o(.text+0x1c): In function `main':
> : undefined reference to `stdscr'
> /tmp/cc2TgkPL.o(.text+0x21): In function `main':
> : undefined reference to `wgetch'
> collect2: ld returned 1 exit status
Be sure to link with the ncurses library using the -lncurses switch
I usually have a GPG digital signature included as an attachment.
See http://www.gnupg.org/ for info about these digital signatures.
Description: OpenPGP digital signature
vox-tech mailing list
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systems, remote system administration and
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based in Davis, California
and serving the Sacramento area.
"Linux" is a trademark of Linus Torvalds.


text:
What is it with the old folks of today? First it was Bruce Dickinson versus the Osbournes, and now a pair of aging punks have kicked off!
The scene was the US Embassy in London - John Lydon of The Sex Pistols et al was in the queue for a US visa. Also in the same line was Jimmy Pursey, a former member of Sham 69. With bad blood between the bands dating back to the seventies, Jimmy decided to finally bury the hatchet by offering his hand to Lydon. The iconic singer, though, reacted by throwing a cup of coffee over him.
As you can see from the below, there were slightly conflicting views on events:
Jimmy Pursey: "I knew there'd be trouble when he swaggered in so I said, 'Let's put this rubbish behind us', and offered my hand. Next thing I knew he'd thrown his coffee over me."
John Lydon: "All the usual low-rent and lies…What do you expect from a low-rent fake mockney two-bob runt?"
Stay tuned for next week's ruck when Hot Chocolate go head to head with Shalamar!


text:
26th February 2009
posted in American Politics |
It does appear that we havent posted in almost a year. I believe this will change, what with my prediction of Obama winning the Presidency.
Ayn Rand would be so very proud of her Nostradamus like predictions.
Anyways, I will begin posting again a couple times a week. I hope Logan can do the same.
-MerlywormSphere: Related Content
This entry was posted on Thursday, February 26th, 2009 at 1:38 am and is filed under American Politics. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.


text: A few weeks ago we got a peek into the food styling of The Animal Farm Buttermilk Cookbook, and a tantalizing glimpse at some of the luscious buttermilk produced on the farm. The next step, naturally, was to try one of the recipes. I'd say Heidi's ice cream is a smashing success, so join me


text:
Boys Soccer Preview: Through it all
Photo: The Kaneland Knights varsity soccer boys finished 12-7-1 last year and fell just short of their quest to clinch a second straight regional title. File Photo
by Mike Slodki
KANELAND—KHS coach Scott Parillo has seen his team go through just about everything on the pitch.
A 2010 postseason saw the Knights play nine postseason overtimes enroute to a regional championship—the first for a head-to-head sport at Kaneland in five years—before losing to Sterling in the sectional semifinal.
In 2011, the Knight roster used a late Alex Gil goal against regional host DeKalb for a win before bowing out to Class 2A State semifinalist Marmion in the regional final.
"They had two D-1 guys, and it was a good team. We were still young with a lot of juniors and sophomores, and we did well," Parillo said.
Now with nine seniors, 10 juniors and a sophomore on the opening roster, Kaneland wants to improve its win total for the second straight year, after ending 12-7-1 in 2011.
"It's nice having a lot of experience, and hopefully it works out," Parillo said.
Stability in goal is personified by senior Marshall Farthing.
"It's a shame he didn't get recognized more for how he played in the postseason," Parillo said of the returnee.
Holes to be filled include the scoring and ball-handling of All-Northern Illinois Big XII forward Jordan Escobedo and honorable mention defender Pedro Perez due to graduation.
Doing their part are returning all-NIB-12 members senior Alex Gil and junior Anthony Parillo.
Other midfield cornerstones are junior Tyler Siebert and Arsim Azemi, while defenders Sam Rymarz and Alec Koczka, another all-conference selection, take charge.
"We have seasoned vets and we're skilled. We've just got to stay healthy," Parillo said.
Parillo looks for the conference landscape to be tough.
"DeKalb is still tough; Morris' sophomores won conference, and Yorkville is getting a lot better. Rochelle is solid, so it's a solid conference," he said. "We know we can score. It's important for them to remember to possess the ball, work hard and have fun."
Kaneland's tour began on Tuesday at Marengo, and it handles the Jacobs Tournament on Friday, Aug. 24.
Soccer starts with a win
Anthony Parillo led the Knights as they kicked off their 2012 campaign with a 4-1 win over Marengo on Tuesday.
Parillo earned the hat trick, scoring twice in the first half and notching his third goal in the second. Assisting on the goals were Gil, Bohorquez and Koczka.
Gil put in the first goal of the season off an assist fromRymarz.
Varsity Roster—
Marshall Farthing, GK/Mid
Tyler Siebert, Mid/Fwd
Jarred Karr, GK/Mid
Kushstrim Ismaili, Mid/Fwd
Anthony Parillo, Mid/Fwd
Adhurim Azemi, Mid/Fwd
Don Seawall, Mid/Fwd
Alex Gil, Mid/Fwd
Ignacio Toscano, Mid/Fwd
Arsim Azemi, Mid/Fwd
Ryan Longson, Def/Mid
Jason Biddle, Def/Mid
Sam Rymarz, Def/Mid
Ben Longson, Mid/Fwd
Chris Van Dinther, Def/Mid
Alonzo Dominguez, Def/Mid
Matt Vander Sande, Def/Mid
Diego Ochoa, Mid/Fwd
Ivan Bohorquez, Mid/Fwd
Alec Koczka, Def/Mid
Head Coach—Scott Parillo
Varsity Soccer Schedule
• Tuesday, Aug. 21; 4:30 p.m.
At Marengo Community HS
• Friday, Aug. 24; 4:30 p.m.
At Jacobs Invite
• Saturday, Aug. 25; 9 a.m.
At Jacobs Invite
• Thursday, Aug. 30; 4:30 p.m.
Home vs. Geneva HS
• Friday, Aug. 31; 6 p.m.
At Hinckley-Big Rock HS
• Thursday, Sept. 6; 4:30 p.m.
Home vs. IMSA
• Tuesday, Sept. 11; 4:30 p.m.
Home vs. DeKalb HS
• Thursday, Sept. 13; 4:30 p.m.
At Morris HS
• Tuesday, Sept. 18; 4:30 p.m.
Home vs. Rochelle Twp HS
• Thursday, Sept. 20; 4:30 p.m.
At Yorkville HS
• Tuesday, Sept. 25; 4:30 p.m.
Home vs. Sycamore HS
• Thursday, Sept. 27; 6 p.m.
At DeKalb HS
• Tuesday, Oct. 2; 4:30 p.m.
Home vs. Morris HS
• Thursday, Oct. 4; 4:30 p.m.
At Rochelle Township HS
• Saturday, Oct. 6; 10 a.m.
Home vs. Plainfield East HS
• Tuesday, Oct. 9; 4:30 p.m.
Home vs. Yorkville HS
• Thursday, Oct. 11; 4:30 p.m.
At Sycamore HS


text:
November 5, 2012
in in my journal
All I'm working for right now are tickets to go back here.
Notify me of follow-up comments by email.
Notify me of new posts by email.
I'd love to meet you there, Megan. What do you say?
Bleib Treu = be true. You are such an example of being true to your dreams that I am sure you will be in Berlin before you know it.
Megan, I'm traveling to Berlin for a week with my almost 2-year-old daughter inJanuary. I know there is much to see in the city but most people talk about the nightlife and the clubs, etc – I can't seem to find any good resources on things to do with a toddler. What are you looking forward to doing with Alice? Any recommendations?
We have just arrived in New Zealand for a 3 month stay, it's taken a lot of planning with two young kids but its an adventure. And we think will be worth all the saving and planning. I hope you make your dream come true soon.
Would love to read a post about your plans are to make this happen.
Aka Logistics.
I think a lot of us, would LOVE to live abroad, but the logisitcs on things like health insurance, visas, jobs!, renting your home etc make it seem impossible.
Anyways, Congrats and I hope it becomes a reality for you very soon!
Exactly, Ally! How do we shift everything over to a new place? Or manage things back home from a distance? Moving locally is enough of a hassle that it's tough to image doing that on a bigger scale. Maybe the fantastic Chris Guillebeau has tips on this sort of thing?
June 21st, 2015 | in in my journal | written by Meg
June 17th, 2015 | in awesome friends | written by Meg
May 23rd, 2015 | in in my journal | written by Meg
May 20th, 2015 | in the big days | written by Meg
May 18th, 2015 | in awesome friends | written by Meg
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text:
Fine Woods
Photo Disclaimer
The term softwood has nothing to do with the actual hardness/softness of the wood. They are one of the botanical groups of trees that, in most cases, have needlelike or scale like growths rather than broad leaves. These trees are known as conifers.
West Wind Hardwood's softwood inventory is almost exclusively high end lumber and timber products. Our primary objective is both appearance and serviceability. Clear vertical grain is our specialty, however, we handle select tight knot material and have a limited stock of lower grade material. We supply custom lumber and timbers for yachts, canoes & kayaks and houses of all types. We offer a selection of cuts: vertical or edge grain, merchant quality and appearance grade in boards, dimensional lumber and timbers. Duplicating millwork and flooring for historical homes is just one example of the kind of project we welcome. Delivering quality lumber every time, ensuring your satisfaction is our guarantee. We invite you to browse our selection of softwood species below.
"Just a note to let you know I received the wood. Yes it is beautiful wood. I appreciate how
all was done as requested and in such short notice. You will hear from me again..."
Arnim of ShamaWood
Cedrela odorata
family Meliaceae
Brazilian Cedar
Historically, this wood came from Cuba. It now primarily comes from Brazil. Sadly it has been identified as an endangered species by the International Organization, CITES. Traditionally it is used for the making of cigar humidors, however, the presence of gum presents some difficulty in staining and polishing. Not a true cedar.
Thuja plicata
family Cupressaceae
This is a species of the Pacific Northwest with deep historical and anthropological value. The colour varies from dark chocolate-brown to salmon pink. It is much sought after for all levels of the boating industry with a density of approx. 23 lbs/ft3. The wood weathers to a silver grey; a much sought after appearance by architects. All manner of grades and sizes; from old growth to second-growth through recycled.
Complementary plywood and veneer available.
V.G. - Boat Planking
FG Canoe Stock
Carving Blocks
Misc. Sizes Carving Blocks
Shorts - Green
Wood Tongue & Groove
(V-Joint) Staving
Juniperus virginiana
family Cupressaceae
The heartwood is a uniform reddish-brown colour with an aromatic scent. This fragrant wood is used for linen and blanket chests as the "moths" do not like it.
Complementary plywood and veneer available.
Chamaecyparis nootkatensis
family Cupressaceae
This is a Pacific Northwest species that has a unique scent when worked. The heartwood is a pale yellow colour, and has a fine, even texture. The density is approx. 31 lbs/ft3.
Pseudotsuga menziesii
family Pinaceae
This is a tree from the Pacific Northwest where the climate demands a heavier, harder and stronger timber than an interior grown tree. There is a reason to request coastal lumber. The heartwood is a light reddish brown, maturing to a rich orange-red. This is fast becoming the architects' darling. The approx. density is 33 lbs/ft3.
All manner of grades and sizes; from old growth to second-growth through recycled. Try our "toredo" species.
Complementary plywood (furniture and marine grade) and veneer available.
Tsuga heterophylla
family Pinaceae
A local species that covers a broad range of needs. This has a density of approx. 31 lbs/ft3.
Otherwise known as Western yellow pine or knotty pine, this is a pale yellow wood known for it plentiful knots. In its pre-milled state, this is a wood to save you money and time!!
Pinus monticola
family Pinaceae
This is a domestically grown tree. The heartwood is a pale straw colour. It is lightweight and easily milled. We consider this as a species with value-added potential. This tree has a density of approx. 30 lbs/ft3.
Sequoia sempervirens
family Taxodiaceae
Grown in California and Oregon only. Ensure you purchase lumber from reputable, managed dealers. Why use redwood when Western Red Cedar is a more mature choice?
Picea sitchensis
family Pinaeae
Sitka is the Queen of the Pacific Northwest. She is a magnificent species that commands respect. The wood is creamy-white with a pink tinge and extremely straight grained. The wood is non-resinous and odourless with a density of approx. 27 lbs/ft3. "Trains, planes andautomobiles"………….well maybe not trains. How about boats!!
Taxus brevifolia family Taxaceae
Not to be misconstrued with the European variety, this Yew is indigenous to the Pacific Northwest. Its European cousin has a long-standing history in European warfare. Our local stock shares common values such as bending and crushing strengths; it is springy. We offer boards with a live edge and like arbutus there is some natural twist. On maturity, the colour becomes a magnificent "cognac" orange. It is Shelley's favourite.


text:
The following is an archive of a post made to our
'vox-tech mailing list'
by one of its subscribers.
On Sun, 7 Jan 2001, Henry House wrote:
> WM, etc. When runs it will start a half-dozen or so threads and daemons.
sounds like Internet Exploder...:)
and people wonder why it loads so quickly...
Hosting provided by:
Sunset Systems
Sunset Systems offers preconfigured Linux
systems, remote system administration and
custom software development.
LUGOD: Linux Users' Group of Davis
PO Box 2082, Davis, CA 95617
Contact Us
LUGOD is a 501(c)7 non-profit organization
based in Davis, California
and serving the Sacramento area.
"Linux" is a trademark of Linus Torvalds.


text:
Miami Valley , Whitewater Valley, and the I-71 corridor of Ohio/Indiana:
High pressure moves East today allowing for a return Southerly flow and rebounding temps up into the lower 70s and even some upper 70s tomorrow. Both days consist of sunshine but some increase in clouds tomorrow afternoon can be expected ahead of our next cold front. This front will bring showers and a few thunderstorms to the area tomorrow night and early Tuesday. Cooler but drier air will filter in behind the front Tuesday afternoon and night lasting into early Thursday with highs coming back down to near 60 and lows in the 30s and low 40s in many locations. Some light patchy frost may be possible early Wednesday. Another front will approach late in the week, ahead of it expect milder air to return with temps near 70 Thursday and Friday before more cooler air filters in over the weekend.
Long range:
Continued chances for mild air mixed with a few days of cooler air look likely to continue into late April. In between these air masses there will be several cold fronts with chances for showers and storms.
The following is the seven day forecast for the Dayton metro area and a 50 mile radius around it. Other metro areas like Columbus, Cincinnati, and Portsmouth are not included. For those areas please request a separate
Today 4/20 - Mostly sunny. Winds calm becoming S 5 to 10 mph. High 72.
Tonight 4/20 - Mostly clear. Winds S 5 mph. Low 46.
Monday 4/21 - Partly sunny. Winds S 5 to 15 mph, becoming SW. High 77.
Mon night 4/21 - Mostly cloudy, scattered showers and thunderstorms. Winds SW 5 to 15 mph. Low 56. Chance of rain 70%. Rainfall around a quarter of an inch, higher amounts possible in and around thunderstorms.
Tuesday 4/22 - Mostly cloudy, with a few showers early, becoming partly sunny. Winds NW 5 to 15 mph. High 66. Chance of rain 30%. Rainfall around a tenth of an inch.
Tues night 4/22 - Mostly clear. Low 38.
Wednesday 4/23 - Mostly sunny. High near 60.
Wed night 4/23 - Mostly clear. Low 40.
Thursday 4/24 - Partly sunny. High 73.
Thur night 4/24 - Mostly cloudy, scattered showers and thunderstorms. Low 56. Chance of rain 70%.
Friday 4/25 - Mostly cloudy, scattered showers and thunderstorms early, then mostly sunny. High 71. Chance of rain 30%.
Fri night 4/25 - Mostly clear. Low 40.
Saturday 4/26 - Mostly sunny. High 60.
Sat night 4/26 - Mostly clear. Low 38.


text:
Anybody remember Johnathan Bender? Former High School to NBA leaper that never really panned out in the big show? It's OK; nobody will fault you if you don't remember his story. I had to go look up his career page just to remember who drafted him, and how much time he actually spent in the NBA. Bender was drafted by the Pacers in 1999 and spent parts of seven seasons with the team before leaving the NBA for three seasons. He attempted a short comeback with the Knicks in 2009, but only played an average of 12 minutes in 25 games. Of course, his career was derailed pretty early on, as knee injuries took their toll on someone renowned for his jumping ability. But give the kid credit – he could have become one of the many stories we've all heard about former athletes who have nothing to fall back on when their careers are suddenly over. But Bender was apparently paying attention during all of those hours spent in the trainers room and in workout or physical therapy sessions. In fact, he was paying such close attention, that he has now invented a new training device for recovery from [...]
How is it a bust to play 7 seasons in the NBA? The average NBA is career is less than that. He also made $30 million in his career. More than every single employee of Yardbarker will EVER make in their entire lives COMBINED.
Really, after reading that article that is what you took out of it??? Get a life where you don't see the negative in every thing...jerk.
I agree he did well for himself. But, I think they are saying his career was a bust because he didn't live up to his expected hype coming out of high school, not because he didn't make a lot of money. If LeBron only averaged a few points a game and seven seasons, his NBA career would have been considered a bust too, no matter how much he made.
comment below viewing threshold
That's not what he took out of it. That's what he took into it. The author used "bust" to make the story more compelling and they were wrong.
As soon as I saw the picture of Jonathon Bender, I knew the writer was way off base. Injuries do not create a bust. Losers like tossing around the term bust, because it somehow makes them and the athlete on equal footing, and it makes the story more colorful, if it were true.
I'm sorry the author of this "piece" chose not to identify themselves, otherwise we would know who the real career bust is.
By the way. Awesome job JB. Way to turn a negative into a positive. I'm sure you'll make more off this invention than the yard barker rag writer's do at their...umm.. craft.
I agree with awesome job, and I live in Indy. Jonathan was never able to realize his potential, but the locals realize he had a fragile frame and was prone to injury. He did what he could.
In a period fraught with thugs and bums at the Pacers, Jonathan was not among them. I am happy he has succeeded in his post-NBA life.
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text:
Microsoft has launched a new service that allows developers to quickly create rich and interactive data mashups for their sites.Read More
Gavin Smyth at Microsoft Research, Cambridge, UK, has created a neat utility for Microsoft Outlook that prevents people from replying to all the recipients of a message or forwarding it.Read More
Microsoft is celebrating one-year anniversary of the release of Office 2010 this month. Also, Microsoft has now released Service Pack 1 (SP1) for Office 2010 that provides the latest updates for Office 2010.Read More
Microsoft Office 2010, Microsoft Visio 2010 and Microsoft Project 2010 have been released and can be purchased from more than 35,000 retail stores and several online shopping sites.Read More
Microsoft has detailed their roadmap for Office 2010′s release and upgrade path for Office 2007 customers. Office 2010 will RTM next month, business launch in May, on shelves in June 2010.Read More
Microsoft Office OneNote 2010 is an innovation masterpiece. With OneNote 2010 you can collect, enhance, collaborate and share information in ways never before seen. Microsoft OneNote 2010 will be released along with the entire Office suite later this year.Read More
Earlier today, Microsoft revealed information about Office 2010 editions and pricing.Read More
Microsoft Office 2010 Frequently Asked Questions (FAQ) tries to answer several questions about Office 2010 Beta. You can read the FAQ and decide on whether or not you want to download and use Office 2010.Read More
Let me start this review by saying that the new Word is nothing short of awesome with an assortment of irritants, of course. Sure, the annoying (for me) ribbon has been retained from Word 2007; however, with practice it does become quite efficient. The software integrates very well with the Windows 7 taskbar and performs […]Read More
You can now create office documents without using Microsoft office software.Try the new Microsoft office web apps and you can create Word,excel and PowerPoint documents right from your browser.Read More
Microsoft Word 2010 has a new feature of removing the background from any images right inside the program itself. Using this tool will make your images look absolutely beautiful.Read More
A very interesting feature in Outlook 2010 is the introduction of quick steps, this feature allows users to perform several actions quickly and easily.Read More
Earlier versions of PowerPoint did not have an option to insert/embed videos in presentations, however in Office 2010, PowerPoint has an option to easily insert videos into PowerPoint presentations.Read More


text:
Kid Rock Rips All Parties in Insane Clown Posse Glass Dildo Case
Kid Rock has fired off scathing letters to the legal teams involved in an Insane Clown Posse harassment suit after he was subpoenaed for a glass dildo.
Kid Rock has fired off scathing letters to the legal teams involved in an Insane Clown Posse harassment suit after he was subpoenaed for a glass dildo.
The festival's inaugural year promises whisky, bourbon and "gourmet man food" along with massive acts such as Judas Priest, Korn and Kid Rock.
It's going to be one rocking spring, as the Rocklahoma Festival is the latest extravaganza to roll out a lineup for 2014. This year's event will find Five Finger Death Punch, Kid Rock, Staind, Twisted Sister, Deftones and Motorhead leading the three-day music weekend lineup.
The 2014 Carolina Rebellion festival is returning to the Rock City Campgrounds at the Charlotte Motor Speedway in Concord, N.C. this May with an all-star lineup of hard rock and metal's finest. Avenged Sevenfold, Rob Zombie, Five Finger Death Punch and Kid Rock head up the two-day event.
Kid Rock has been added to the 15th Voodoo Music + Arts Experience for the annual Halloween-time weekend event (Nov. 1-3) in New Orleans. The Detroit rocker, whose latest album is 2012's 'Rebel Soul,' has described his sound as "punk rock/hip-hop/southern rock."
Leon Halip, Getty Images
Kid Rock is one of over 50 artists who have taken part in the global music campaign agit8, which turns the spotlight on this year's G8 Summit, which is taking place today in Northern Ireland
When it comes to writing massive rock anthems these days, you would be hard-pressed to find someone doing it better than Kid Rock.
With songs like "I Am the Bullgod," "Born Free," and "Ame
When most younger music fans think of Republicans, they probably envision stuffy, conservative squares sitting around talking about religion and good, old fashioned family values. But then there's Gene Simmons. The KISS bas
ROYAL OAK, Mich. (AP) -- For his Michigan finale, Mitt Romney wanted Kid Rock.
The GOP presidential candidate, after all, begins and ends almost every event with Kid Rock's song "Born Free."
So Romney'


text:
Girls, if your man had a girl who was a friend and was very attractive how would you feel?
And let's say they were friends before you and your boyfriend got together?
Would you feel jealous?
Most Helpful Opinion
My boyfriend's best friend since childhood is a girl named Bri. She is a very attractive girl. She and I have met and talked on many occasions. In high school, our boyfriends both swam so we'd go to meets together to watch. I find her to be a very genuine person.
They both have admitted to me that before I came in the picture, there was a time where they thought about dating, but never did because they decided that it would have been too weird. This doesn't bother me at all. I mean, who can honestly say they've never entertained the idea of dating one of their friends of the other gender for at least two seconds.
What Girls Said 10
Yes, I would feel jealous and very insecure.
- Show Older Hide Older
He could break up with you over anything. but that comes with any relationship
I know. But this friendship could be a good reason.
I'd give that girl her props. I wouldn't feel jealous because I understand that he has friends and I wouldn't want to overstep any boundaries. It would show insecurity in a person if they were jealous of something trivial like a cute girl friend.
Especially if she was before us then there is definitely no reason for that foolishness.
Definitely not! Take it as a compliment that a) attractive girls want to be his friend = he's an attractive guy, b) he chose you and not her.
You're the winner here in my book. The only time you have a reason to be jealous if they are doing rendezvous together without you or he's flirting back in front of you.. then you're allowed to be jealous and speak your mind!
if she is a friend before me, no jealousy at all but if she is a new friend and she is VERY attractive face and bod hmm I would be slightly worried and slighty jealous.. just slight cause looks is not everything but if I think she is really ahead of me in every aspect I will consider her a threat and that's probably the time I'd get terribly jealous.
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Other unconfirmed references date the bars back to the 1930s, when it was said to be known locally as "chocolate fridge cake". Some New Yorkers claim that it originated in New York, and refer to them as "New York Slices". One modern reference even refers to the bars existing in nineteenth century Nanaimo.
The popularity of the bar in Nanaimo lead to local residents mobilising to have it elected "Canada's Favourite Confection" in a National Post reader survey. In 1985, Mayor Graeme Roberts initiated a contest to find the ultimate Nanaimo bar recipe, and the recipe submitted by Joyce Hardcastle, a resident of Nanaimo, was unanimously selected by a panel of judges.
Recipes for similar desserts are found in various places and under various names in North America and Europe. The designation "Nanaimo Bar" is Canadian; Nanaimo Bar appears in the Canadian Oxford Dictionary but not in other language or dialect versions. The term is also common in the American half of the Pacific Northwest, next-door to BC, and has been used in places such as New York City, Los Angeles, Tokyo and Sydney because of international popularization of the bar by the Starbucks coffee chain.


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We are happy to announce that Airlift A/S in Norway is now a Gannet customer.
Both Airlift and Lundin Software consider there to be a very good fit between the companies and have high hopes for the new co-operation and expect a successful partnership for the future
We have delivered our first application for the Windows Phone 8 platform.
Faroe Ship is these days deploying a new smartphone application to be used with their logistics application developed by Lundin Software. It replaces an application that we developed in 2006.
We are very exited about the possibilities and the good results achieved and are now looking forward to announcing smartphone clients for our GANNET and OPUS products.
The first release of the smartphone app for Gannet is planned to be launched in towards the end of september and will be available for preview at the Helitech show in London.
Come to meet us at Helitech in London, England 24th to 26th of September 2013 for a software talk.
Helitech is an international exhibition dedicated to bring together helicopter service providers and buyers.
We will be looking forward to meeting you there and to show you our Gannet product.
Read more about helitech on their website
Greenland copter is now a Gannet customer.
We are happy to annouce yet another Eurocopter operator in our list of customers.
As the name suggests the company operates in Greenland, and is also the first Gannet controlled Aircraft flying in Greenland.
WOW Air in Iceland is now a Gannet customer.
This year WOW air is taking deliveries of 4 Airbus 320 Aircraft. And as part of this process WOW has chosen Gannet as their maintenance information software.
We are very happy to have our third customer in Iceland and are looking forward to working with a modern and dynamic company.
Visit WOW air's website
Varðin in Faroe Islands is our 7th OPUS customer.
The company has a large fleet of very modern fishing vessels and two processing plants in Faroe Islands.
Implementation will start with a processing plant, after which we are looking forward to finally offering
a total solution for Varðin where they can manage maintenance of all equiment in one system
Visit Varðin's website


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Lindsay Lohan and Charlie Sheen in bed for new 'Scary Movie V' clip
The fifth installment of the "Scary Movie" franchise will be in theaters soon. Like previous parts, this movie features many celebrity appearances, with most talking about cameos come from Charlie Sheen and Lindsay Lohan, who wind up in bed together.
In the new clip, which can be seen at YouTube, Lohan brags about keeping a "low profile," while asking Sheen why he has so many security cameras in his room, and why they're all pointed at his bed. It doesn't help that he has a wall filled with sex tapes.
However, before anything can happen between them, the haunted shenanigans begin. The clip is done in the style of "Paranormal Activity," which the movie heavily parodies.
Between the two of them, Sheen seems to be having the most fun at his own expense, though Lindsay is no slouch. A piece of the trailer shows Lohan making fun of her 2012 auto accident. After wrecking a car in the movie, she throws the keys to someone else, and tells them that they were driving. Classy.
"Scary Movie V" is the first in the series not to star Anna Faris or Regina Hall. Instead, "High School Musical's" Ashley Tisdale takes on the leading role. It will be in theaters April 12.
Photo/Video credit: The Weinstein Company


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Hirst, D. Eric, John Arch White Professor in Business, Associate Dean for Graduate Programs, Department of Accounting.
Eric Hirst received his B.A. and M.Acc. from the University of Waterloo, Ontario, and his Ph.D. from the University of Minnesota. His research and teaching interests include financial accounting, investor and auditor judgment, and decision theory.
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Find hotels in Hockliffe using the list and search tools below. Find cheap and discounted hotel/motel rates in or nearby Hockliffe, United Kingdom for your business or personal leisure travel. We list the best Hockliffe hotel and motel rooms. Browse the Hockliffe area hotels to find the perfect lodging! Please use the provided map of the Hockliffe hotels.The Hockliffe center is about 6 miles from City Centre Luton and 7 miles from Kenilworth Roadless.
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A publication of the Archaeological Institute of America
Frenzied reporting of supposed pyramids in the Balkans ignores the truth and embraces the fantastic.
The world's oldest and largest pyramid found in Bosnia? It sounds incredible. The story has swept the media, from the Associated Press and the BBC, from papers and websites in the U.S. to those in India and Australia. Too bad that it is not a credible story at all. In fact, it is impossible. Who is the "archaeologist" who has taken the media for a ride? Why did the media not check the story more carefully? ARCHAEOLOGY will address these questions in depth in our next issue, July/August, but for now let's at least put the lie to the claims emanating from Visoko, the town 20 miles northwest of Sarajevo where the "Bosnian Pyramid of the Sun" is located.
Semir (Sam) Osmanagic, a Houston-based Bosnian-American contractor first saw the hills he believes to be pyramids last spring. He is now digging the largest of them and plans to continue the work through November, promoting it as the largest archaeological project underway in Europe. (His call for volunteers even slipped into the Archaeological Institute of America's online listing of excavation opportunities briefly before being yanked.) He claims it is one of five pyramids in the area (along with what he calls the pyramids of the Moon, Earth, and Dragon, plus another that hasn't been named in any account I've seen). These, he says, resemble the 1,800-year-old pyramids at Teotihuacan, just north of Mexico City. Osmanagic maintains that the largest is bigger than the pyramid of Khufu at Giza, and that the Bosnian pyramids date to 12,000 B.C.
Construction of massive pyramids in Bosnia at that period is not believable. Curtis Runnels, a specialist in the prehistory of Greece and the Balkans at Boston University, notes that "Between 27,000 and 12,000 years ago, the Balkans were locked in the last Glacial maximum, a period of very cold and dry climate with glaciers in some of the mountain ranges. The only occupants were Upper Paleolithic hunters and gatherers who left behind open-air camp sites and traces of occupation in caves. These remains consist of simple stone tools, hearths, and remains of animals and plants that were consumed for food. These people did not have the tools or skills to engage in the construction of monumental architecture."
But time and again the media reports say that Osmanagic has spent 15 years studying the pyramids of Latin America. What is not included in the reports is how Osmanagic interprets those structures and the cultures that built them. Had anyone bothered to investigate, they would have found rather bizarre notions in Osmanagic's book The World of the Maya (Gorgias Press, Euphrates imprint, 2005; $29.95). I had a look at the online edition of it (accessible on Osmanagic's "Alternative History" website at www.alternativnahistorija.com).
A couple of brief passages will convey the gist of Osmanagic's beliefs:
And there it is. A self-described archaeologist, who believes the Maya and others are descended from Atlanteans who came from the Pleiades, has been accepted as a legitimate researcher by many news outlets. His ideas of early pyramids in Bosnia, which is simply not possible, has been accepted as a major discovery. How could this happen?
If you want to categorize this farce, it seems a standard-issue "amateur/maverick confounds establishment with great discovery" story, which no doubt makes it appealing to uncritical reporters looking for a big story. This kind of tale is a staple of the pseudoarchaeology or fantastic archaeology genre. And the term "pyramidiot" has been applied to those obsessed with pyramids and who offer strange interpretations of them on websites and in books and televsion programs. (See "Seductions of Pseudoarchaeology: Far Out Television").
Such stories infuriate serious scholars like Runnels. "These reports are irresponsible on the part of journalists," he says. "These claims are completely unsupported with any kind of factual evidence, such as artifacts or photographs of the alleged architectures. They have not been confirmed by archaeologists who have the training and competence to evaluate them. The person making the claims appears to have no training in archaeology and has not presented his finds in a way that would allow them to be scrutinized by trained experts. This is simply sensationalism and grandstanding and the journalists who have reported on these claims, without first fact-checking the stories with professional archaeologists, should be ashamed of themselves. People who believe these stories, especially when they are presented without evidence, are fools."
Some in the academic establishment have spoken out. They maintain that the kind of project Osmanagic is running is far worse than just misleading the gullible public. Following a report about Osmanagic in the London Times, Anthony Harding, president European Association of Archaeologists, wrote the editors, "The situation of professional heritage management in Bosnia-Herzegovina is, since the Bosnian war, in a poor state, with a tiny number of people trying to do what they can to protect their rich heritage from looting and unmonitored or unauthorised development. It adds insult to injury when rich outsiders can come in and spend large sums pursuing their absurd theories (the construction of a colossal pyramid so large that it dwarfs even those of Egypt or Mesoamerica? 12,000 years ago?), in ways that most other countries would never countenance, instead of devoting their cash to the preservation of the endangered genuine sites and monuments in which Bosnia-Herzegovina abounds."
Others fear that Osmanagic's excavations will damage real sites (the hill he calls the "Pyramid of the Sun" is said to have medieval, Roman, and Illyrian remains on it). In one of the few critical accounts of the Bosnian pyramid story, which appeared in the Art Newspaper, the University of Sarejevo's Enver Imamovic, a former director of the National Museum in Sarjevo, is quoted as saying, "This is the equivalent of letting me, an archaeologist, perform surgery in hospitals."
There is public outcry within Bosnia, and an online petition that seeks to shut down Osmanagic's project. But he apparently has backers within the federal government and the Sarejevo city government. Whether he is allowed to continue or not is unresolved for now, and his website makes no mention of any controversy. And even when the mainstream media catch up and realize that the "Bosnian Pyramid of the Sun" is no such thing, it will have entered the annals of fantastic archaeology and will have a multitude of believers and defenders.
Mark Rose is executive and online editor of ARCHAEOLOGY.


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LITTLE ROCK – UALR (19-24) topped Grambling State (13-28) by a 10-7 final Tuesday evening at Gary Hogan Field. In a game that saw both teams combine for 25 hits, the Trojans' offense totaled seven runs over the fifth and sixth innings to break a 3-all tie and pull away for the victory.
Bryson Thionnet and Tanner Rockwell totaled three hits each to lead the UALR offense. Drew McCurry and Petr Sila added two hits apiece while Thionnet and McCurry drove in three runs each.
The Trojans broke open a tie game with a pair of solo homers by Rockwell and Thionnet to build a 5-3 lead in the bottom of the fifth inning. Sila added the Trojans' third solo homer of the game – his first of the season – in the bottom of the sixth to give UALR a three-run cushion. The Trojans went on to plate four more runs in the sixth innings thanks in part to hits by Rockwell and Thionnet to take a 10-3 lead into the seventh.
The Tigers plated a run on a sacrifice fly in the top of the seventh to make it a 10-4 game. Grambling then pulled within three thanks to three runs on four hits in the top of the eighth. Following singles by Yariel Medina and Brandon Kiser, a two-RBI single by Johnathon Tineo plated both runners to make it a 10-6 deficit. An RBI single by Bell later in the inning pulled the Tigers within three, 10-7.
Grambling would get no closer, as Rockwell came on in the top of the ninth and retired the final three Tigers in order to earn his fourth save of the season.
Jake Busiek picked up his first career win after allowing one run on three hits over 2.1 innings of relief work. Grambling's Michael Martin was saddled with the loss. Martin got the start and lasted 5.1 innings, surrendering eight runs on 11 hits.
Grambling threatened in the top half of the third. With one out on the board, Johnathon Tineo reached on a throwing error by the third baseman before stealing second base. An infield single by Travaurs Bell advanced Tineo to give the Tigers runners at first and third with one out. But Ethan Schlechte was able to pitch the Trojans out of the jam, inducing a 1-6-3 double play to escape the inning and keep the Tigers scoreless.
The Trojans broke a scoreless tie in the bottom of the third inning. Sila led off the frame with a single through the left side, then moved to second on a groundout by Sam Vogel. Sila stole third base before coming home on an RBI single by McCurry.
Grambling answered by scoring three runs in the top of the fourth. Edwin Drexler led off the frame with a walk and eventually scored the Tigers' first run of the frame after a stolen base and a pair of UALR errors. Grambling followed with consecutive singles to load the bases and a passed ball allowed Juna Bueno to come home and give the Tigers a 2-1 lead. Following another walk, an RBI single by Dion Holbrook gave Grambling a 3-1 edge.
McCurry again came up big for the Trojans in the bottom of the fourth. With the bases loaded and two outs, the second baseman ripped a single back up the middle to plate Joseph Paulino and Drew Merten and tie the game at 3-all.
With his triple in the eighth inning Austin Pfeiffer exteneded his hitting streak to 11 games.
UALR will be back in action Wednesday when it plays host to Missouri State at 4:00 p.m.


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CalWORKS, EOP&S, DSPS, FOSTER YOUTH and VA students — Registration starts April 20, 2015.
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Exhibitor ProfilesWhether you are an academic press or documentary film producer, a software publisher or research institute, if your target market includes anthropologists and affiliated professionals, you can't afford to miss the opportunity to participate in AAA's 2015 Exhibition. In the enormously diverse field of anthropology, our exhibitors are respected for their superior products and services, which are purchased by top-ranking anthropologists and institutions the world over. To preview this year's event, here's a profile of the types of organizations that will be exhibiting:
Application for SpaceBooth assignments are made on a first-come first-serve basis once full payment and contracts are received. Phone requests are not accepted. Applications received after the deadline will be assigned booths on a space available basis. Please complete, sign and return the application with full payment by August 6, 2015
What Your Booth Fee IncludesBooths are 10 feet wide x 10 feet deep and include a 7 inch x 44 inch exhibitor identification sign. No walls, partitions, decoration or obstructions that interfere with the view of any other booth may be erected.
Program ListingAll exhibitors that have reserved and paid by August 6, 2015 are guaranteed to be listed in the Final Program. The association will include a 25-word description of your product or service that is sent before August 6. Any exhibitors that reserve after August 6 will be listed in the addendum.
Website Hot LinkAll exhibitors that supply their web address will be listed on the AAA website with a link to their website and their booth number. The listing will remain active until December 2015.
Assignment of Space and Rental FeesOrganizations interested in exhibiting should choose six locations in order of preference. Space is assigned as applications, accompanied by full payment, are received. If chosen locations are not available, exhibitors are notified of remaining booths. The Association must receive all applications by August 6, 2015 to guarantee your spot in the Exhibition. Applications will be taken on a space-available basis after August 6, 2015
RegistrationThree complimentary Annual Meeting registrations will be given to each exhibiting company. Exhibitors may register additional representatives at the member's pre-registration rate. All exhibitors are required to wear their badges in the exhibit area.
Exhibitor KitApproximately a month before the meeting, confirmed exhibitors will receive an exhibitor kit from service contractor. The exhibitor service manual will include order forms for furniture, accessories and any additional services you may require.
Sales in the ExhibitionAll exhibitors who conduct sales during the meeting must obtain a valid license and collect sales tax in the exhibit hall. Exhibitors must complete both city and state tax forms and requirements.
NEW: Hours and LocationTBA
The exhibits will be prominently located in the Four Seasons Ballroom Colorado Convention CenterBooth Set-Up:
Saturday4:00 p.m9:00 p.m
2014 Exhibit Hall Floor Plan & Application/Contract Sponsorship Opportunities
Exhibit Opportunities
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Preliminary Program- Coming soon!
Exhibitor Kit-Coming in September
Special Event Request- Coming Soon!