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In the days before the viability plan deadlines, both GM and Chrysler said they had already taken steps to meet some of the government's loan requirements.
Chrysler slashed 4,300 salaried positions in December through retirements and buyouts while GM is cutting 10,000 salaried jobs, including 3,400 in the United States. GM is also offering buyouts for 22,000 hourly workers. Some of GM's buyout packages include $25,000 for new GM cars.
GM spokesman Tom Wilkinson said that, in accordance with an agreement the automakers reached with the UAW in 2007, the workers replacing those who take the buyouts will be lower paid. That, he said, will bring down the company's average labor costs and help it comply with one of the government's loan terms -- that GM and Chrysler reduce workers' average pay so that it's competitive with U.S. wages for Toyota, Nissan and Honda employees.
GM and Chrysler have also ended their so-called job banks, which allowed laid-off workers to retain most of their salaries until they were offered new auto jobs.
Wilkinson said that GM also immediately complied with the government requirement that the company limit executive pay by slashing the salary of its CEO, Rick Wagoner, to $1. (Chrysler CEO Nardelli has been receiving a $1 salary since joining the company in 2007.)
Wilkinson conceded that GM was less successful in fulfilling another government loan requirement -- that it sell its fleet of seven private jets. The jets are up for sale, he said, but no one's buying.
"The market for used aircraft is not so hot right now," he said.
Analysts say the hardest loan requirements for the automakers to meet stipulate that the companies reduce their unsecured debt, borrowings not backed by collateral, by two-thirds and that they change the way they contribute to the UAW's retiree health care fund.
To meet the debt condition, the auto companies must negotiate with bondholders. To meet the health care condition, they need the approval of the UAW. Analysts say that both issues are likely major sticking points in the companies' negotiations and both auto companies told ABC News that, as of yesterday afternoon, they were still in talks with their stakeholders.
"It's a drama that is almost inevitable," said David Cole, the chairman for the Center of Automotive Research in Ann Arbor, Mich.
Both conditions, Cole explained, involve stock. In the case of the automakers' debts, bondholders would have to agree to accept company stock in place of debt payments. In case of the UAW retiree health care program, the union would have to agree to accept half-stock, half-cash payments instead of all-cash payments to fund the program.
Concern about the depreciation of auto stock is weighing heavily, analysts said.
"If the value of the assets are going down more then planned, all of a sudden they can't pay hospital bills for retirees," said Craig Fitzgerald, an auto analyst at Plante & Moran PLLC in Southfield, Mich.
Earlier this week, the Obama administration announced changes to the government's plans to track and guide the auto industry's recovery efforts. While the Bush administration had envisioned a single "car czar" to oversee the restructuring of the auto industry, Obama will instead establisha "Presidential Task Force on Autos."


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Many of our programs lead to teacher certification. Students wishing to become certified educators apply to the Teacher Certification Program after acceptance to the university and completion of some course work. A committee evaluates evidence of student performance regarding the knowledge, skills, and dispositions needed for their certification area. Students are required to maintain a 3.0 GPA and submit a writing sample, faculty evaluations of student dispositions, and passing Praxis I scores. In addition to the application submitted by the student, the committee also considers any feedback provided by full and part-time faculty, advisors, field practitioners, or other parties who have relevant information to share about the student. Students are accepted to the TCP upon receiving a majority of favorable votes of the members of the committee. Upon acceptance to the TCP, students may enroll in EDU, SPED, and/or RDG courses at or above the 300 level or graduate level equivalency. Students in the TCP are required to continue to meet all academic requirements as they progress through their program. Additionally, they will consistently demonstrate the knowledge, skills, and dispositions required for their certification area.
Available Teacher Certification ProgramsUndergraduate Programs:
- Early Childhood Education (Pre K-3)
- Elementary Education (K-8)
- Elementary Education with General Special Education (K-8, K-12)
- General Special Education (K-12)
- Music Education (K-12)
- English Language Literature with English Education (5-12)
- History with Social Studies Education (5-12)
- Middle School Math (5-8)
- Middle School Science (5-8)
Graduate Programs:
- Business Education (MEd)
- Curriculum & Instruction (MEd)
- Early Childhood Education (MEd)
- Educational Leadership (MEd)
- Educational Studies (MEd)
- Elementary Education (MEd)
- English for Speakers of Other Languages (MEd)
- Field Based Graduate Programs (MEd and CAGS)
- Higher Education Administration (MS)
- Instructional Design and Technology (MS)
- Reading and Writing Specialist (MEd)
- Secondary English 5-12 Certification
- Secondary Social Studies 5-12 Certification
- Special Education (MEd)
- Teaching English as a Foreign Language (MS)
- Technology Integration Specialist (MEd)
- Doctoral Program – Ed.D.
5 Year Programs:
Certificate Programs:

subset: commoncrawl


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The new Cookie Tricycle is part of Smart Trikes unique 3 in 1 concept designed for quality and functionality for a baby 10 months and up to 36 months. It converts easily from a safe and comfortable baby tricycle to an independent tricycle. Manufactured with a full steel frame this robust product includes a waist belt and a hand rest protector for security as well as a wide-grip, steerable parent handle.
Product Features
- Seat belt and safety bar
- Wide-grip removable, steerable parent handle
- Press-out clutch for freewheeling
- Non-slip pedals
- Removable hand rest protector (rigid support)
- Tipping bucket
- Foldable, retractable footrest
- Rubber wheels
- Full metal construction
- Handle bar with comfy soft-touch rubber grips
- Removable accessories, adjusted to children?s age
- Recommended for ages 10 ? 36 months
- Meets safety requirements
- Product Dimensions: 38" L x 21" W x 38" H
Additional Information
|Kent Bicycles
|Shipping Time
|Shipping Restrictions
|This item can not be shipped to APO/FPO addresses.
|Shipping Note
|Products ship in their original packaging. Please be aware that its contents will be visible to the recipient upon delivery.
|Car Seat
|Seat Color
Customer Reviews
- Priced Right, Decent Buy Review by BarberessDee
Assembly is straightforward, but requires some finesse. Parts are very thin plastic and could bend or snap easily. Handle is NOT adjustable (judging by the picture, I thought it would be) but I was surprised at how easily it steers the trike.
I think this a great buy if you only plan on using it for one child. However, if you are investing in a trike to pass down to younger siblings or family members, spend a few more bucks on a higher quality one. We aren't having any more children after this one, so I am very pleased with my purchase and my 18 month old absolutely LOVES her trike. (Posted on 6/14/2013)
Customer Q&A
Sharon Green asked: what sort of age are we talking about here?? is that a support that goes right around the baby??
Staff Answer: This item is design for children ages 10 months up to 30 months, and does feature a safety bar and seat belt for your child's safety. This 3 in 1 trike has a wide grip removable steerable parent handle, so you will be able to assist your child in the early stages of think trike and teach them how to steer themselves. In the later stages of this item, the hand rest protector bar will be easily removed, and your child will be able to free wheel with the press out clutch, and pedal as fast as they can with the non-slip pedals. This seat features many added items for your child's comfort, such as the fold able and retractable footrest, comfy soft touch rubber grips on the handle bar, as well as an attached bucket in the back for all of the extras they want to take on their ride. Available in both blue and pink, your little boy or girl will love this trike that will grow with them!
Let us know if you have any other questions!
Thank you!
Let us know if you have any other questions!
Thank you!
BabyAge.com asked: Why did you choose this?
Nicole Clark: This is the gift my sister in law wanted for my nephew.
You may also be interested in the following product(s)
Smart Trike Sport 3-In-1 Tricycle
Evenflo Triumph LX Convertible Car Seat
Smart Trike Fresh 3-In-1 Tricycle


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The Moose is now streaming live!
Keep your radio tuned to
Wednesday, July 1, 2015
For Sale 2001 Mazda Protégé, Runs great. Standard trans, no air no radio. $900.00 or best offer.
For Sale Thule Racks fits 2010 Ford Focus 100.00 or best
For Sale Hood for a 70-74 Dodge Challenger RT double scoop hood and rear Bumper pan. $ 500.00 for both
Soft tanneau cover fits 2008 F150 6 1/2 foot bed $100.00 obo
Complete set of men's golf clubs with bag $25.00 obo
Call and leave message 271-4362
Have A Heart trap 24" high and 8" wide. Squirrel size. Asking $15.00. Brand new still has tags. Call 369-8836. Item in Turin.
very nice solid oak corner hutch. measures 6'5" high and 4' wide. 2 glass doors on top , drawer in center and 2 wooden doors on bottom. If interested or would like to look at it call 376-4440.
For sale a White Samsung Galaxy Tab 4 with everything. Works great for $200.00 Text me at 7775530 or my brother at 7943799


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FOX Gives 'Back to You' a Full Season
FOX has never had any problems showing support for the comedy, which has only averaged 7.4 million viewers and a 2.6 demo rating through its first five airings (a number skewed by a strong early premiere).
The network ordered 13 episodes of the comedy, created by industry vets Steve Levitan and
"Back to You" is the first of FOX's new scripted shows to get picked up for a full season. The network has previously pulled the plug on


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New Arrivals
Tiffani Thiessen Welcomes Second Child: Holt FisherRead More » »
Jessa Duggar Shares Baby Bump PhotoRead More » »
First Glimpse
Hilaria & Alec Baldwin Introduce Newborn SonRead More » »
Happy Birthday!
Jessica Simpson: "Happy Birthday Ace"Read More » »
Jamie Lynn Spears' Bikini Birthday GirlRead More » »
Kate Middleton & Her Playful PrinceRead More » »
Celebrity Blogger
Christie Lynn Smith's Blog: "Enjoying This Crazy Ride Of Motherhood"Read More » »
Jessie James: "We Have All Of Our Children's Names Picked Out"Read More » »
Giveaway: Babyroues Letour Avant ONYX Stroller ($749)Read More » »
Archives: Maddox Jolie-Pitt
Maddox Jolie-Pitt is excited to go to school
Maddox Jolie-Pitt in his school uniform this morning
Celebrity mom Angelina Jolie brings Maddox, 6, to school today at the Lycee Francais de New York on the Upper East Side. He looks adorable in his uniform, and he still has his unique style with those sneakers. INF
Spike Lee & Brad Pitt catch a game with their boys
It's boys night out at Yankee Stadium in New York. Director Spike Lee, with his son Jackson and Brad Pitt, with his son Maddox, cheer on their team. Yahoo News
Brad Pitt has park duty
Brad Pitt takes the kids to a park on the Upper West Side, NYC, and picks up a barefoot Pax before heading off. That's the bodyguard on the phone. Flynet
Angelina Jolie takes the kids to Central Park
Angelina Jolie & Brad Pitt take the kids out in NYC
Angelina Jolie, Brad Pitt and kids (minus Shiloh) visit Lee's Art shop in Midtown, NYC once again. Afterwards Brad and Maddox get hotdogs from a street vendor for the whole family-yum! Flynet
A smiling Angelina with Maddox & Zahara
A happy Angelina Jolie is pictured with Maddox, 6, and Zahara, 2 1/2. Angie and Brad Pitt took the kids on a cruise Saturday along Chicago's Lake Michigan. People
Happy Birthday Maddox!
Maddox Jolie-Pitt, 6, gets a little pep talk from his mom Angelina during a visit to LA Studios in Los Angeles on Friday. While there, Angelina had an early birthday party for her Maddox, who turned six on Sunday. Bauer-Griffin
Brad & Maddox
Brad Pitt picks up his son Maddox, 5, from school in Prague. Flynet
Angelina shopping with Shiloh & Maddox
Angelina Jolie did some shopping yesterday (for Father's Day?) at Lee's Art shop in Midtown, NY with Shiloh, 1, and Maddox, 5. Shiloh is just so adorable, what a perfect combination of both mom and dad. Brian Flannery/Flynet
Brad gives Maddox a piggyback ride
Maddox & Pax
Brad Pitt and Angelina Jolie have 4 children: Maddox (5), Pax (3), Zahara (2) and Shiloh (1). 6/11/07 US Weekly pg. 68 and 6/11/07 Life & Style pg. 33
Pax & Maddox feed the whale
Angelina, Maddox (5) and Pax (3) feed a whale at a park in France. Angelina and Brad Pitt, also, have daughters Zahara (2) & Shiloh (1). To get Pax's T-shirt visit our style section. source: jjb
Maddox Jolie-Pitt
5/17/07: Maddox Jolie-Pitt getting picked up from school at the US Embassy in Prague. See full photo at Just Jared.
Brad takes Maddox to School
Brad Pitt takes his adopted son Maddox, 5 1/2, to school at Lycee Francais in Prague, Czech. CREDIT:flynetonline.com
Angelina, brother James & Maddox
Angelina Jolie and brother James Haven pictured in Prague picking Maddox, 5 1/2, up from school. CREDIT:flynetonline.com
Maddox Jolie-Pitt in Prague
5/10/07: Brad Pitt picks up his son Maddox (5) after school at the United States Embassy in Prague. See the full photo at Just Jared.
Jane Pitt, Shiloh & Maddox take a ride!
2/27/07 Jane Pitt enjoys a carriage ride in New Orleans with her grandchildren Shiloh 10- months, Maddox, 5, & Zahara, 2, (grandpa Bill & Zahara aren't pictured) It's cute how Shiloh is enjoying her bottle! Source-US March 19, 2007
Angie & Maddox
3/15/07: Angelina & Maddox (5) in Ho Chi Minh City. AP Photo
Angie & Maddox
3/14/07: Celebrity mom Angelina Jolie, with son Maddox, arriving at the Ho Chi Minh City International Airport in Vietnam. AP Photo
Brad & Angelina Leave India
More pictures of Brangelina family
The beautiful people, living the good life. I know most of you have seen these pictures but celebitchy had some good scans that I wanted to share. Source: celebitchy
Closer look at Brangelina Baby
Check out perezhilton.com for a closer look at the Jolie-Pitt family


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Although the cold drug control laws and tracking systems have been successful at curbing the small labs that used to be responsible for much of the meth production in the United States, Mexican drug cartels have begun to pick up on this lucrative business.
Five main Mexican drug cartels have increased operations in the United States in recent years, according to the DEA.
According to Bovet, pharmaceutical companies are standing in the way of further success in the war on meth, but the CHPA and pharmaceutical companies say that their tracking systems are far more beneficial to the public.
The battle lines are drawn, and states continue to look to Oregon and Oklahoma as models for each of these systems.


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Now Tzipoi LIvni came back and now I know she came back to her senses
If selected for publication, it will appear as soon as possible on Haaretz.com.
The Ministerial Committee for Legislation approved Sunday an amendment to the Inheritance Law that would allow members of a same-sex couple to include each other in their wills. Cabinet ministers from Hatnuah, Yesh Atid and Likud voted in favor of the change, while ministers from Habayit Hayehudi and Yisrael Beiteinu opposed it.


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950 resurrection, aka I have a lot of ongoing questions??
View Single Post
Beastly Adventurer
Joined: Nov 2009
Location: Denver
Oddometer: 1,545
Originally Posted by
Oil pump pressure relief is out side of the center cases.
Not aware of a shift drum upgrade. There may be an updated part, but that doesn't always mean you need it.
One more thing, pull all the oil jets and clean out the passages. Don't need to split the cases for this.
Thanks Zuber,
So If you were in my shoes you would not split the case regardless? Is there any down side to checking/replacing the main bearings and addressing other internal issues, other than me having more opportunities to screw something up
Have you seen 950s that have 125k+ miles on the bottom ends without any attention? I feel like I need to get at least 50k on this rebuild to make it worth my time and money
Just so people know the bike has to be 100% reliable. It will be used in very remote parts of the Western US solo most of the time and hopefully next year (maybe '15, first kid is due in a few weeks) I would really like to do a 2 up trip through baja as a belated honeymoon with my wife.
I am getting a list of 'must do" items and then optional stuff that will depend on the budget once the engine is apart. I will post up what I have along with prices and maybe that will help push me down the right road.
I hear you about main engine parts, they are stupid expensive and in my case or out of the question for the most part.
I am cautiously optimistic the engine will be in decent shape. Most of the miles came from the PO commuting to work as I understand. It has seen its fair share of off-road and long trips no doubt, but I dont think it was abused like some 950 are with the same miles.
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Originally written on Mets Merized Online | Last updated 7/5/12
According to a report on ESPN New York, Mike Baxter's recovery from a displaced collarbone is moving forward. Baxter told ESPNNewYork.com that he was heading to the Mets' Port St. Lucie, Fla., complex later in the day. Baxter said he has full range of motion in the shoulder and has started hitting off a tee, "so it's coming along pretty well." Before making his memorable no-hitter saving catch, Baxter had provided the Mets with a solid outfield option off the bench. He was batting .323 (21-for-65) in 40 games with a .392 on-base and .523 slugging. Baxter has yet to run or see live pitching, but that will be the next step after a couple of days of hitting off a tee. Barring any setbacks, he could be back in about two weeks. Before leaving for Florida, Baxter, a Whitestone native, was honored with a City Council proclamation by Council Member, Dan Halloran (R-Whitestone) at a ceremony in the Mets' clubhouse at CitiField. Here is part of the press release: "Mike Baxter is proof that if...
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This exceptional villa of unique features and high quality finishings, is located at the most privileged area of Quinta Patino, one of the most exclusive resorts on the Estoril Coast. With a contemporary design, extremely well maintained and with a fantastic living area of 483sqm2, it includes 5 + 1 bedrooms, 7 bathrooms, 1 half bathroom, living room with fireplace, dining room, terrace, kitchen and games room. The plot where it is located has a total area of 2,700sqm and has a unique surrounding landscape. The magnificent and well-tended garden includes a swimming pool. Two car garage plus 4 more outdoor parking places. The resort is set beside Estoril Golf Course, and only a few minutes from a Shopping Center, as well as from the accesses to the main urban centers.
Portugal is a country best appreciated slowly, like a sip of its vintage port wine. A founding member of the European Union and euro zone, Portugal has transitioned from an economy based on traditional industries to one based on technology. Leading international companies are investing here. En savoir plus sur les maisons de luxe Portugal


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Slide your mouse pointer over the image to see the make and range, then simply 'Click' on an image to go to the 'Detail' page
Soft floral print enhanced with pretty, femine lace detail.
Tokyo in Love is a beautiful collection consisting of vibrant colours and rich patterns combined with sumptious lace.
The Idylle Parisienne collection from Aubade is a stunning combination of luscious lace cups and decadent printed fabric.
A gorgeous mix of colours and print. The Art of Kissing collection from Aubade Lingerie is designed to give you the ultimate in style and sophistication.
This vibrant collection from Aubade is pefect for fun and sun. The Jardin des Delices is a rich combination of blues and orange, giving you a true feeling of summer.
Fleurs de Pommier by Aubade is embroidery on tulle in rich and refined colours. Each piece has a small embroidered butterfly positioned here or there to add to the charm of the range.
Aubade Lingerie is one of France's best-known brands. It is loved by women, and their partners, all over the world. This unique brand is exciting and daring and has been at the forefront of lingerie design since it's beginnings in 1875.
In 1875 Dr Bernard formed a corset-making company, yet it wasn't until the company was taken over by the Pasquier family in 1958 that the Aubade brand name emerged. They marketed the world's first strapless and halter neck bras.
The Tanga brief is the mainstay of all their collections and this is so often the theme of the popular and world famous 'lessons of seduction' photographs. These are sometimes very daring and are very much collectors items.
Each Aubade collection takes months of work, focusing on future trends, searching out the most beautiful materials, colours and print designs. Prototypes are made to allow fitting trials and to hone product features and production techniques. It takes two years to launch, from sketches right the way through to their first appearance in the stores.
Aubade expertise and craftsmanship is sewn into the very fabric of each bra; with fifteen different materials going into making each one. Every stitch is then crafted by an expert seamstress.
It is Aubade's expertise and experience that means each garment satisfies their 3 requirements; quality, comfort and seduction. The use of first class materials and designers with a natural eye for beauty is a great start. Skilled operatives in their own workshops ensure the highest quality standards are always met.
The culmination of all these factors is wonderful lingerie that fits and feels fantastic!
It's for a gift and I'm not certain of the size? - See our Size Guide page
What size would I need? - See our Fitting Room page
Can you advise on my size for this style? - See our Fitting Room page
Can I return it if it's not right? - See our Terms and Conditions page


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Christopher Henrich
Ph.D., Yale University, 2001
My interests focus on the role of contextual resilience factors in the development of children and adolescents. We are researching an array of factors--including different forms of violence exposure and social support--and how they interact in relation to youths' academic and behavioral adjustment and well-being. I am particularly interested in development over key educational and other ecological transitions, and in at risk populations. Recently completed research projects include a four-year longitudinal study in Israel on processes of risk and protection among a sample of youth from several communities in the Negev, and CDC-funded research in collaboration with colleagues at the GSU Center for Research on School Safety on the effects and prevention of bullying in upper-elementary and middle school. Current funded projects include an evaluation of after-school programs in Kansas City funded by the 21st Century Community Learning Centers Program, and NIJ-funded research on the self-determination and mental health of youth in residential placement.
I have faculty affiliations with the Center for Research on Atypical Development and Learning and the Center for Research on School Safety, both at GSU, and with the Yale Zigler Center in Child Development and Social Policy.
For a list of my publications, please see my Google Scholar profile.


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HOCKENHEIM, Germany, July 22, 2012 (AFP) - Defending champion Sebastian Vettel of Red Bull was demoted to fifth at the German Grand Prix on Sunday after receiving a 20sec penalty for passing Jenson Button.
Vettel was handed the penalty for his manoeuvre past McLaren's Button on the penultimate lap and dropped back having initially finished second 3.7 sec behind race winner, and world championship leader, Fernando Alonso of Spain.
German Vettel received a drive-through penalty after he passed Button by running off track at a hairpin exit, which race stewards found to be illegal.
"Car 1 left the track and gained an advantage when he rejoined. Breach of article 20.2 of the FIA Formula 1 sporting regulations," the stewards ruled.
Moments after the race ended, and before receiving his penalty, Vettel hurried to defend his move: "I think clearly it's not an advantage if you try to accelerate on the paint rather than on the circuit.
So as I said the only intention was not to crash and to give him enough room. I had the nose, I was a little bit in front because I was braking later and then I was pretty sure he was not giving up like that!"


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Kris Kasanova
Song & Album Downloads
Artist: Raven Sorvino
Featuring: Kris Kasanova
Song: Mona Li$a
On her new paper-chasing anthem Raven Sorvino is joined by Doley Bernays and Kris Kasanova, who together pool their talents in hopes that it earns them enough coin to buy the famous Da Vinci painting,... More
Posted 2 years ago
Artist: Chris Faust
Featuring: Maffew Ragazino | Kris Kasanova
Song: The Hellfire Club
As numerous superhero sagas have taught us, a proper sequel requires at least one added villain. On the inaugural leak off installment number two in his ongoing mixtape series, Chris Faust goes above... More
Posted 3 years ago
Song: Possessed
Someone call an exorcist—Kris Kasanova's latest mixtape leak finds the Brooklyn native Possessed by a dark spiritual presence. Fortunately for us, this demon can really spit; over... More
Posted 3 years ago
Song: Ready to Die
There are heavy tracks that drop every half hour on the net, and then there are tracks like Ready to Die. On his sophomore feature at the Booth, Kris Kasanova brings a new persona to the table, this... More
Posted 4 years ago
Song: Caviar Dreams
An ounce or two of black caviar – the good stuff – and a bottle of fine champagne can easily run you several hundred bucks. Pretty steep; but for some, the prospect of a priceless romantic evening... More
Posted 4 years ago
Sample Text - Sample Link


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The Toon Army's patience is wearing thin on Tyneside but Newcastle United still hopeful of recruitment breakthrough
In part one of our end of season survey camparison, we look back at Newcastle and Sunderland fans' reaction to last season
Magpies coach is an inspired signing who brings an impressive set of skills to the table in his new role at St James' Park, says John Gibson
Wes Saunders on how he helped Paul Gascoigne play in China, and why the Newcastle and England star went fishing with a Jammie Dodger
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Editor, The Chronicle Editor-in-Chief, Trinity Mirror North East
Darren was appointed editor of the Chronicle in September 2011, following a six-year spell as editor of the Evening Gazette in Teesside.
He has held a number of senior roles on regional newspapers across England, Scotland and Wales over the last 15 years and is now editor-in-chief of Trinity Mirror North East.


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"Russian Modernism: Cross-Currents in German and Russian Art, 1907–1917"
"One-Way Ticket: Jacob Lawrence's Migration Series and Other Visions of the Great Movement North"
"Revolution of the Eye: Modern Art and the Birth of American Television"
"From Bauhaus to Buenos Aires: Grete Stern and Horacio Coppola"
Rema Hort Mann Foundation Awards Inaugural Artist Community Engagement Grants
Nicolas Bourriaud Fired From the École Nationale Supérieure des Beaux-Arts
Maria Lind Announced as Artistic Director of the 2016 Gwangju Biennale
DePaul University's Contemporary Art Museum Appoints New Director
Six Artistic Directors of Documenta Pen Letter in Support of Activists Banned from UAE
The Whitworth in Manchester Wins Art Fund's Museum of the Year Award
Linda Yablonsky at the last days of Gavin Brown's Enterprise on Greenwich Street
Michael Wilson at LaMonte Young and Marian Zazeela's Dream House
The following guide to museum shows currently on view is compiled from Artforum's three-times-yearly exhibition preview. Subscribe now to begin a year of Artforum—the world's leading magazine of contemporary art. You'll get all three big preview issues, featuring Artforum's comprehensive advance roundups of the shows to see each season around the globe.
Taking its title from Rem Koolhaas's 1995 manifesto, "S, M, L, XL" is an examination of sculpture and scale. Scale, the relative size of one thing to another, became a preoccupation of aesthetic theory with the publication, in these pages, of Robert Morris's "Notes on Sculpture" in 1966. Fittingly, two of the four works in the show are by Morris: Portal, 1964, a post-and-lintel structure so narrow we can barely squeeze through it, and Passageway, 1961, an increasingly constricting curved corridor that funnels us to a dead end. And while Franz West's Blue, 2006, adds a welcoming "relational" element (a seat) to Morris's spiral, Kris Martin's installation T.Y.F.F.S.H., 2011, an open balloon animated by fans, allows viewers to experience the immersive scale so emblematic of today's "site-specific" sculpture.
Exactly what photography is at this point is an open question. Proliferating digital technologies and omnipresent smartphone cameras have made photographic imaging ridiculously easy, costless, and ubiquitousa flow of experiences rather than staccato decisive moments. Reflecting on the fundamental nature of the medium, a host of contemporary artist-photographers have been experimenting with the medium's obsolescing materials and practices. Some expose outdated papers, some scratch or waterlog their prints, and some reject the photographic apparatus wholesalegenerating controversy while challenging notions of what defines a photograph. This timely exhibition and catalogue showcase seven key artists in this surging debate: Matthew Brandt, Marco Breuer, John Chiara, Chris McCaw, Lisa Oppenheim, Alison Rossiter, and James Welling, alongside process-focused predecessors including Man Ray, and Henry Holmes Smith. Whether the present generation is reinventing photography or merely picking over its still-warm corpse remains to be seen.
In his seminal 1972 essay "Understanding a Photograph," John Berger wrote that "composition in the profound, formative sense of the word cannot enter into photography." Such questions regarding the medium's essential characteristics, its capabilities, and its "proper task" have been continually contested since its advent nearly two hundred years ago. But as photographic imagery becomes embedded within an ever-proliferating array of visual spaces, the contemporary viewer is even harder pressed to isolate and articulate the photograph's distinguishing qualities. Ferguson's exacting and conceptually ambitious exhibition will consider the possibility of rigorous and intentional composition in the work of such prominent contemporary photographers as Stan Douglas, Annette Kelm, Barbara Probst, Jeff Wall, and Christopher Williams. Featuring more than fifty photographs by some two dozen artists, this exhibition promises to explore the narrative repercussions of deliberate formal intervention.
This exhibition reevaluates the vital yet understudied practice of Noah Purifoy (1917–2004), an artist and activist whose melding of collage and community outreach would influence numerous succeeding practitioners. Born in Alabama, Purifoy moved in 1950 to Southern California, where he would execute his signature 1966 exhibition "66 Signs of Neon," whose works Purifoy and others crafted from the debris of the previous year's Watts rebellion, and the sprawling constellation of assemblages (1989–2004) that comprise his Joshua Tree Outdoor Desert Art Museum. "Junk Dada" will feature a selection of modes from Purifoy's diverse oeuvre, from collages to sculptures to installations, and promises to assert his importance within histories of the found object. The accompanying catalogue will include an interview with Purifoy; essays by colleagues, critics, and historians; and a never-before-published portfolio of the artist's photography.
In her photographs, Josephine Pryde frequently stages determinedly pitched, inscrutable parodies of selfhood. For her first show in a US institution, she presents a series of roughly twenty newly created images of women's hands in close encounters with their own bodies, as well as with touch screens and touch lamps. Held in suspended states of discovery, these hands are living it up, footloose and perhaps in the midst of one of the "lapses" of self-awareness suggested by the show's title. Pryde manages subtle affectations in each scene, lampooning her caricatured subjects on an almost subliminal level. Note to Bay Area readers: If you get weary padding the hoof from photo to photo, you can hop a ride aboard Pryde's miniature Union Pacific boxcar train, an interactive (yep . . .) sculpture barreling its way through the Wattis. Travels to the Institute of Contemporary Art, Philadelphia, Sept. 16–Dec. 27.
Art, science, collaborative innovation, the risks and responsibilities of patronageyou couldn't invent subject matter more fitting for the inaugural exhibition of the Harvard Art Museums this fall following Renzo Piano's extensive renovation. "Mark Rothko's Harvard Murals" will present a set of paintings commissioned by the university for its Holyoke Center penthouse dining room. In 1962, Rothko made six abstract panels, each almost nine feet high; five were hung. Reflecting his interest in creating a space rather than its decoration, he also consulted on the walls and fiberglass curtains for the room's ample windows. Despite these measures, the paintings quickly deteriorated and by 1979 were banished to dark storage. All six will reemerge, alongside thirty-two studies from 1961–62 and with the benefit of some conservation magic: The Harvard Art Museums and MIT Media Lab developed software that creates "compensation images" for projection over the canvases to virtually (and fleetingly) restore their original color. Light, once a vandal of the works, now plays the hero.


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KC Barbecue ToursRead MoreKansas City pit-masters are a bit like wizards: with dashes of sauce and wisps of wood-smoke, they summon barbecue aficionados from across the world. But tourists aren't the only ones who hunger for their savory-sweet brisket, ribs, and burnt ends??locals do, too. Bethanie Schemel, owner of KC Barbecue Tours, gives both locals and travelers insider's access to the rich history??and deep flavor??of the city's smoked-meat scene through bus-guided food tours. On these tours, groups visit famed barbecue hot-spots. They also make stops at beneath-the-radar barbecue joints. "We do have a couple smaller places on our tour that we tend to keep a secret because they are the hidden gems that not a lot of people know about," owner Bethanie Schemel told KCTV 5 News. Food isn't the only reason for booking a spot on one of KC Barbecue Tours' expeditions?participants also get a peek at behind-the-scenes preparation techniques, and can ask pit-masters for tips on what type of wood chips to use or how to build a xylophone from leftover rib bones.1205 E 85th St.Kansas City, MO US
Kansas City Fun ToursRead MoreKansas City Fun Tours visit upwards of 17 locations on every 75-minute tour of the city. Hopefully, among the mix of museums, tourist attractions, architectural sites, and shopping plazas, there will be three or four places that visitors can't wait to explore on their own. That's the challenge—and the reward—of discovering a new city, and Kansas City Fun Tours makes it so sightseers don't have to resort to any truck-stop crystal balls to show them the way. If the company's primary mission is to convey the lay of the land, its second job is to make the excursions as fun and comfortable as possible. For each tour, passengers hop aboard classic red-and-green trolleys, which are old-fashioned in every way save the air conditioning, cushioned seats, and sound system. As the trolley rolls along, charming guides narrate the entire journey, illuminating the history of Kansas City with facts and local anecdotes that you couldn't hope to find just by digging up the time capsules at a local park.30 W Pershing RdKansas City, MO US


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4 bed detached house for sale
2 bed terraced house for sale
Residential Development for sale Bodmin, PL31BODMIN - Prime residential development site, approx 3.2 acres, outline consent for 42 dwellings (25% affordable), town fringe, beautiful tree lined exclusive stand alone site, lovely views. More details ›
£1,000,000 Guide Price*
Guide Price* £1,000,000
10 bedroom property for sale 'Victoria Parc', Royffe Way, CornwallThis lot is for sale by auction as lot 220 on 16th July 2015. A Freehold Development comprising 74 Houses and Flats - 54 Units subject to Long Leases - 20 Remaining Units, Each currently subject to Assured Shorthold Tenancies - Total Current Rent Reserved £138,659.92 per annum Vacant Po... More details ›
Added on 27/06/2015 by Allsop , Auction. Call: 020 8012 1518 Local call rate
Land for sale Bodmin, Bodmin, Cornwall, PL31TO LET on a ten year FBT agreement: A flexible holding offering an excellent range of agricultural buildings and established equestrian facilities close to Bodmin. Option to rent a three bedroom detached barn conversion. 164.49 acres (66.57 hectares). Informal tenders to be received by noon, 2nd ... More details ›
3 bedroom detached house for sale Dunmere, Bodmin, CornwallFenwick Fishery includes: A detached house, with a two bedroom first floor apartment above the double garage and office, fishing lake with a further 570 yards of river frontage with fishing rights, plus further land and woodlands approaching 20 acres. (contd...) More details ›
4 bedroom detached house for sale Fletchers Bridge, Bodmin, CornwallA fantastic and rare opportunity to purchase a well proportioned family home located within half a mile of Cardinham Woods and beautifully positioned to make the most of the stunning surroundings and views on offer in an extremely tranquil location. (contd...) More details ›
£495,000 Guide Price
Guide Price £495,000
4 bedroom detached house for sale Respryn Road, Respryn Road, Bodmin, Cornwall, PL30Substantial private country residence, annexe & outsheds in extensive gardens. No forward chain. Over 25' sitting & dining rm, kitchen & breakfast rm, 26' con, study, 4 beds (1 e/s), bathrm. Integral double garage. 1 Bed Annexe. Extensive Grounds - about .80 of an acre. EPC Band E More details ›
Added on 13/05/2015 by Stags, Truro. Call: 01872 490038 Local call rate
Land for sale Pool Street, BodminTOWN CENTRE RESIDENTIAL DEVELOPMENT SITES WITH PLANNING CONSENT FOR 16 APARTMENTS More details ›
Residential Development for sale RESIDENTIAL DEVELOPMENT SITE, FORMER RICKARDS GARAGE, POOL STREET, BODMIN, CORNWALL, PL31 2 HBTOWN CENTRE RESIDENTIAL DEVELOPMENT SITE PLANNING CONSENT FOR 16 FLATS COMPRISING 15 X 2 BEDROOM FLATS AND 1 X 1 BEDROOM FLAT ON SITE CAR PARKING CLOSE PROXIMITY TO TOWN CENTRE JOINT AGENTS - WEBBERS BODMIN More details ›
5 bedroom detached house for sale Bodmin, CornwallA delightful five bedroom, detached farmhouse, with inglenook fireplace, beams and beautiful rural views on a 1.3 acre plot with triple garage and large character outbuildings with planning permission for four holiday letting units. No immediate neighbours. (contd...) More details ›
£425,000 Offers in Excess of
Offers in Excess of £425,000
4 bedroom detached house for sale Boxwell Park, Bodmin, Cornwall, PL31An architect designed house set in a desirable residential area offering beautifully presented accommodation with far reaching views. Well appointed kitchen/breakfast room, impressive galleried sitting room and dining room, 4 bedrooms (1 en-suite), bathroom. Double garage. Gardens. EPC Band D. No... More details ›
Reduced on 02/07/2015 by Stags, Truro. Call: 01872 490038 Local call rate
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All employees first hired prior to January 1, 1996 are required by legislative action to be members of the Michigan Public School Employees Retirement System (MPSERS).
Employees first hired January 1, 1996 or later who are scheduled to work at least twenty (20) hours per week and complete the necessary applications within ninety (90) days of their date of hire will be members of Teachers Insurance and Annuity Association-College Retirement Equities Fund (TIAA-CREF).
For those employees hired prior to October 1, 1998 who participate in TIAA-CREF, the University contribution to TIAA-CREF will be twelve and one-half percent (12.5%) of the first $20,000 of salary and seventeen and one-half percent (17.5%) of any salary above $20,000.
For those employees hired October 1, 1998 or later who participate in TIAA-CREF, the University shall contribute twelve and one-half percent (12.5%) of salary.
For those employees hired June 1, 2011 or later who participate in TIAA-CREF, the employer shall contribute seven and one quarter percent (7.25%) of salary. In addition, the University will provide a contribution match up to one and one half percent (1.50%) of an employee's equal contribution amount.
Employees regularly scheduled to work less than twenty (20) hours per week will not have retirement contributions made on their behalf by the University.
Any employee planning to retire should notify the Human Resources Department of such plans at least three (3) months in advance.
Effective January 1, 2000, the salary base for retirement contribution purposes will no longer include "in kind" payments (e.g., value of meals, lodging, personal use portion of an employer-furnished vehicle, etc.)
Non-Other Retirement Plan (ORP)
Effective January 26, 2006, the University shall make contributions to the Non-ORP with TIAA-CREF for MPSERS retirees who are scheduled to work at least twenty (20) hours per week and who have completed the necessary application forms within ninety (90) days of their employment date. Employees scheduled to work less than twenty (20) hours per week will not have retirement contributions made on their behalf by the Employer.
For those employees, MPSERS retirees, covered under the Non-ORP, the Employer shall contribute twelve and one-half percent (12.5%) of salary.
For those NON-ORP employees hired June 1, 2011 or later who participate in TIAA-CREF, the employer shall contribute seven and one quarter percent (7.25%) of salary. In addition, the University will provide a contribution match up to one and one half percent (1.50%) of an employee's equal contribution amount.
Those employees, MPSERS retirees, covered under the Non-ORP are not eligible for coverage under the University's hospitalization and medical program.
To be considered a retiree and eligible for retirement benefits and privileges as a retiree of Northern Michigan University, regardless of the retirement program in which an employee participates, the total of an employee's age and years of service at Northern Michigan University must equal or be greater than seventy (70) as of the retirement effective date and the employee must have a minimum of ten (10) years of full-time service with the University.
All regular full-time employees hired prior to October 1, 1998 who are actively at work or on sick leave or annual leave as of October 1 of any year shall be entitled to receive longevity pay for length of continuous service with the Employer according to the following rules and schedule of payments. Prorated payments shall be made to those employees who are on Workers' Compensation or Short-Term Disability.
a. Longevity pay shall be computed as a percentage of the employee's gross earnings for the prior calendar year (the year that ended on the December 31 preceding the October 1 eligibility date) as shown on the employee's Form W-2.
b. Following completion of six (6) years of continuous full-time service on or before October 1 of any year according to the seniority list and continuing in subsequent years of such service, each employee shall receive annual longevity payments as provided in the schedule.
c. Payments to employees who become eligible on or before October 1 of any year shall be due the first regular payday in the subsequent December.
d. Prorated payments shall be made to those employees who retire under the University retirement plan based on the prior year's Form W-2. This also applies to those employees not under the retirement plan but who are sixty-five (65) years of age at the time of their separation. In case of death, longevity payments shall be made to the beneficiary as designated on the Authorization to Disburse Earnings and Allowances form on file in the Human Resources Department. Such prorated payments as indicated above shall be based on the number of calendar months of full-time service credited to an employee from the preceding October 1 to the date of retirement, separation, or death and shall be made as soon as practicable thereafter.
e. No longevity payment as shown on the following schedule shall be made for that portion of an employee's yearly gross earnings which is in excess of $8,000.
Section A University Bookstore Discount
All employees covered under this Agreement, their spouses, and dependents as defined by the I.R.S. shall be entitled to receive a twenty percent (20%) discount on all books purchased and a ten percent (10%) discount on all other items purchased from the Northern Michigan University Bookstore. These discounts shall not apply to sale items or cap and gown rentals and purchases.
It is agreed that once the other employee groups agree to eliminate the "benefit," Local 1094 will also agree to eliminate it.
1. Tuition scholarship is awarded to employees, spouses, and dependent children (son, stepson, daughter, stepdaughter, and a legally adopted child), on a space available basis.
2. Employees, spouses, and dependent children as identified in Item #1 and in accordance with University policy, shall be allowed to take an unlimited number of credit hours per semester. Those who participate in this Program are not eligible to receive additional University-funded scholarships or grants.
3. Employees may enroll in courses up to a maximum of four (4) credit hours during regular working hours. Arrangements for such time off must be made with the immediate supervisor. All time so devoted will be made up within the same biweekly pay period through arrangements with the immediate supervisor and/or department head. If the Employer assigns a bargaining unit member to take a class offered only during the employee's scheduled work time, the employee shall not be required to make up the time. Employees may bring courses to the attention of their supervisor that are designed to facilitate staying current in areas relevant to their current job assignment and to facilitate movement within the University.
4. No employee on a leave of absence (except those receiving long-term disability benefits) or their spouse or dependent children as identified in Item #1 and in accordance with University policy, shall receive such a scholarship unless it is approved by the Director of Human Resources prior to the commencement of such leave.
5. In the event of an employee's death, the surviving spouse as long as he/she does not remarry, and dependent children as identified in Item #1 and in accordance with University policy, who are participating in the Tuition Scholarship Program as specified above at the time of the employee's death may continue in the Program until completion.
6. In the event of death to an employee who had at least fifteen (15) years of service at NMU, the surviving spouse, as long as he/she does not remarry, and the dependent children as identified in Item #1 and in accordance with University policy, when they become eligible for enrollment at NMU, may participate in the Program until they complete their course of study.
7. Northern Michigan University will abide by state and federal laws regarding the taxability of tuition benefits.
Section C Recreation Membership
All employees may acquire a single recreation membership for themselves, free of charge, by completing the annual application process. The cost of an annual family membership may, in the alternative, be reduced by the cost of a single membership for the family of such employees. Once per year, employees may sponsor one (1) person, other than their spouse, for a recreation membership at the reduced rate which would otherwise be afforded family members of employees.
The Employer will allow employees who complete the necessary forms to receive one (1) parking decal at no cost and have the cost of additional parking decal fees deducted from their payroll check on a pre-tax basis.
Two (2) members of the Union shall be representatives on the University Safety Committee. This Committee shall meet periodically during regular working hours for a period not to exceed two (2) hours for the purpose of serving as the central clearinghouse for all issues related to safety. As of 1989, the University Safety Committee acts as an advisory group to the University administration for apprising them of potentially unsafe procedures, practices or conditions; and developing and implementing recommendations for controlling or correcting problems. The Committee is charged to review compliance with current rules, codes, and regulations, discuss accident prevention methods, safety education and training, compliance inspections and investigations, hazardous material storage and removal, and compliance with the Right to Know Law. The Committee is also charged to discuss, evaluate and implement recommendations on various safety related issues brought to the attention of Committee members.
A. Employees will be informed as to the nature of business for which their supervisors may require their presence for a meeting. If the nature of the business is for disciplinary action or reprimand of a serious nature, the employee will have the right to representation by his Chief Steward or in the absence of the Chief Steward the Local Union President if the employee so requests.
B. The Employer shall not discharge employees or take other disciplinary action without just cause. When administered, it will be done in a fair and equitable manner.
C. Notice of Discharge or Discipline. The Employer agrees promptly upon the discharge or discipline of any employee to notify in writing the Steward of the district, the Chief Steward and the Local Union President of the discharge or discipline.
D. A discharged or disciplined employee will be allowed to discuss his/her discharge or discipline with the Steward of the district, and the Employer will make available an area where the employee may do so before the employee is required to leave the property of the Employer. Upon request, the Employer or the Employer's designated representative will discuss the discharge or discipline with the employee and the employee's Steward. Exception may be made to this provision when immediate action is taken by the University to remove an employee from the premises in cases involving violence or willful destruction of property.
E. Appeal of Discharge or Discipline. Should the discharged or disciplined employee or the Steward consider the discharge or discipline to be improper, the discharge or discipline will be a proper matter for the grievance procedure and will be submitted in writing to the third (3rd) step of the grievance procedure within ten (10) working days of receiving the notice of discharge or discipline.
F. Use of Past Records. In imposing any discipline on a current charge, the Employer will not take into account any prior infractions written and on file in the employee's personnel file that is maintained in the Human Resources Department that occurred more than two (2) years previously unless the infractions include suspensions of three (3) or more days in which case the Employer may use past records that occurred three (3) years previously.
Section A Union Representation
The number of representation districts in the unit shall be the agreed upon number. Unit wide, as used in this Agreement, shall mean the total bargaining unit. The Employer and the Union may redistrict the unit from time to time by agreement. Districts, as used in this Agreement, shall mean an agreed upon area of the Employer for the purposes of establishing Steward representation districts.
It is mutually recognized that the principle of proportional representation which reflects the increase and decrease in the work force is a sound and sensible basis for implementing this section of the Agreement.
Current representation districts are: District 1, Quad 1 and Quad 2; District 2, University Center Quad and University Apartments; District 3, Facilities and Intercollegiate Athletics and Recreational Sports Departments - First Shift; District 4, Facilities and Intercollegiate Athletics and Recreational Sports Departments - Second Shift; District 5, Facilities and Intercollegiate Athletics and Recreational Sports Departments - Third Shift; District 6, Facilities Department - Grounds, Trades, Power Plant; and District 7, Public Safety and Police Services.
1. In each district, employees in the district shall be represented by one (1) Steward who shall be a regular employee and working in the district.
2. The Stewards, during their working hours, without loss of time or pay, may in their own district, in accordance with the terms of this section investigate and present grievances to the Employer, upon having received permission from the Steward's supervisor to do so. The supervisor will grant permission and provide sufficient time to the Stewards to leave their work for these purposes subject to necessary emergency exceptions. The privilege of Stewards leaving their work during working hours without loss of time or pay is subject to the understanding that the time will be devoted to the proper handling of grievances and will not be abused; and Stewards will perform their regularly assigned work at all times, except when necessary to leave their work to handle grievances as provided herein. Any alleged abuse by either party will be a proper subject for a Special Conference and/or disciplinary action.
3. A Chief Steward may be designated to investigate and discuss grievances with district supervisors and/or district Stewards prior to reducing the grievance to writing. In the absence of the Chief Steward, the Local President may act as the Chief Steward. The Chief Steward or the Local President in the Chief Steward's absence may leave work during working hours without loss of pay based on the understanding that his/her supervisor has granted him/her permission to leave work, that the time will be devoted to the prompt handling of legitimate grievances and that he/she will perform his/her regularly assigned work at all times except when necessary to leave his/her work to handle grievances as provided herein. Any alleged abuse by either party will be a proper subject for a Special Conference and/or disciplinary action.
4. The Union will furnish the administrative head of the unit with the names of its authorized representatives and members of its Grievance Committees, and such changes as may occur from time to time in such personnel, so that the Employer may at all times be advised as to the authority of the individual representatives of the Union with which it may be dealing. The Employer will, in return, through its administrative heads of the units keep the Union advised as to its representatives.
A grievance is defined as a disagreement, arising under and during the term of this Agreement, between the Employer and any employee concerning (1) his employment and (2) the interpretation and application of the provisions of this Agreement. Such a grievance may be submitted only by the aggrieved employee in accordance with the procedure set forth in Section F; except that the Union President or the Union President's designated representative may submit a grievance on behalf of an aggrieved employee, beginning at Step 1 of the grievance procedure, provided the grievance is submitted within ten (10) working days following the day on which the aggrieved employee had knowledge of the facts giving rise to the employee's grievance and the aggrieved employee refuses to process his/her grievance. Such a grievance by the Union President must set forth the reasons the Union President is processing the grievance. In proper cases exceptions may be made if mutually agreed upon by the Union President and the Director of Human Resources or their designees.
A group grievance shall be defined as one in which the fact questions and the provisions of the Agreement alleged to be violated are the same as they relate to each and every employee in the group. In the event that employees have a group grievance, it shall be sufficient if one (1) employee or their Steward or Chief Steward submits the grievance on behalf of all named and similarly affected employees. Such group grievances shall begin at that step of the grievance procedure where all affected employees have a common Employer representative.
A Union grievance is defined as a disagreement, other than one which can be processed under Section C or D above, arising under and during the term of this Agreement, between the University and the Union concerning the interpretation and application of the provisions of this Agreement on a question which is not an employee grievance.
In the event that the Union has a grievance, it shall begin at Step 3 of the grievance procedure, provided the grievance is submitted within ten (10) working days following the day on which the Union had knowledge of the facts giving rise to the grievance. Such a grievance shall be submitted by the Union President or the Union President's designated representative.
Section F Presenting a Grievance
Any employee or groups of employees having a grievance in connection with his/her or their employment shall present it to the Employer as follows and provided that no grievance shall be considered unless it is presented to the first step of the grievance procedure by the employee or Steward, within ten (10) working days of the time the employee or the Union has obtained knowledge of its occurrence. In no event shall monetary adjustments of a grievance cover a period prior to one hundred and twenty (120) calendar days before the filing of a written grievance.
Grievances which by their nature are not capable of being settled at a preliminary step of the Grievance Procedure may, by mutual agreement between the Director of Human Resources or the Director's designee and the Union President or the Union President's designee, be filed at the appropriate advanced step where the action giving rise to the grievance was initiated or where the requested relief could be granted.
If an employee believes he/she has a grievance, the employee should first discuss the matter with the employee's immediate supervisor. In the event the employee is not satisfied with the supervisor's disposition of the matter, the employee may refer the grievance to the Steward of the employee's district. If the Steward believes that the employee has a legitimate grievance, the Steward may begin the formal process by presenting the written grievance to the supervisor.
The supervisor will meet with the Steward within a reasonable period of time and will give his/her written answer within five (5) working days of the meeting.
If the grievance is not thereby resolved, the employee and the Steward may confer with the Chief Steward, and then present the written grievance to the administrative head of the unit or division within five (5) working days of the Step 1 written answer.
The administrative head of the unit or division will give his answer in writing within five (5) working days of receiving the written grievance.
If the representatives of the Employer and the Union representatives do not dispose of the matter at Step 2 of the Grievance Procedure and the Union believes that the matter should be carried further, it shall then refer the matter to Council No. 25. The representatives of the Council as well as the Local President and/or Chief Steward shall meet with the Director of Human Resources and Employer representatives for the purpose of attempting to resolve the dispute(s), provided that such meeting will be requested in writing within fifteen (15) working days from the date of the Step 2 answer. The Employer will respond in writing to the Union within fifteen (15) working days of the Step 3 meeting.
If, as a result of the Step 3 meeting, the dispute(s) remains unsettled, and the Council wishes to carry the matter further, Council No. 25 will, within thirty (30) working days from the date of the Employer's Step 3 response, assign a Council log number to the grievance, name and notify the appropriate arbitrator from the panel, and notify the Director of Human Resources, or the Director's designee, by certified mail that the grievance is going to arbitration. The date of notice will be the date of the postmark. The notification to the arbitrator will be by a mutually agreeable form letter and will include both the Employer and the Council grievance numbers and the subject of the grievance.
The arbitrator shall operate under the Voluntary Labor Arbitration Rules of the American Arbitration Association to the extent they are applicable given these procedures.
3. Every grievance submitted to an arbitrator for decision shall be subject to the following terms and conditions:
a. The arbitrator shall not have any authority to add to, subtract from, or otherwise modify any of the terms of this Agreement.
b. No grievance claiming back wages shall exceed the amount of wages the employee otherwise would have earned at his regular rate less any payment the employee may have received from unemployment compensation during the period of suspension or discharge from employment with the University.
c. The arbitrator's decision shall be final and binding upon the University, the Union and the employee or employees involved. The Union will discourage any attempts of its members in any appeal to any court or labor board from a decision of any arbitrator.
d. The expense for the arbitrator shall be shared equally between the Employer and the Union.
e. Each party shall be responsible for compensating its own representatives and witnesses in an arbitration hearing. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pay for the record and make copies available without charge to the other party.
f. After a case has been referred to the arbitrator, the case may not be withdrawn except by the mutual consent of both parties.
Contingent upon acceptance of the appointments by the arbitrators, the following panel of arbitrators will be utilized:
The Employer and the Union shall select an arbitrator from the panel of arbitrators on a rotating basis. The arbitrators shall be placed on the panel in the order identified above. The first arbitrator selected shall be the arbitrator whose name is at the top of the list. After an arbitrator has been assigned a grievance, his/her name shall be placed at the bottom of the list. The arbitrator whose name is then at the top of the list shall hear the next grievance, and so on. If a selected arbitrator is not able to hear a grievance, his/her name shall remain in the same place on the list and the next arbitrator on the list shall be selected. This procedure shall continue until an arbitrator is selected. When an arbitrator is selected, the parties shall jointly ask the arbitrator to provide a hearing date (or dates). If the arbitrator is unable to offer a hearing date within twelve (12) months of selection, the parties may, by mutual agreement, select the next arbitrator on the list if that arbitrator is available to hear the grievance sooner.
If none of the arbitrators is available to hear the grievance within twelve (12) months after selection, the parties shall jointly submit the grievance to the American Arbitration Association and thereafter it shall be handled in accordance with the Voluntary Labor Arbitration Rules.
The parties may mutually agree to remove an arbitrator from the panel and select a new arbitrator. If this occurs, joint written notice shall be sent to the arbitrators.
1. The Union representatives may meet at a place designated by the Employer on the Employer's property for at least one-half (1/2) hour immediately preceding a meeting with the representatives of the Employer for which a request has been made.
2. The Local President or his/her representative shall be allowed time off his/her job without loss of time or pay to investigate a grievance he/she is to discuss or has discussed with the Employer, upon having received permission from his/her supervisor to do so. The supervisor will grant permission and provide sufficient time to the Local President or his/her representative to leave work for these purposes subject to necessary emergency exceptions. The privilege of the Local President or his/her representative leaving work during working hours without loss of time or pay is subject to the understanding that the time will be devoted to the proper handling of grievances and will not be abused; and the Local President or his/her representative will perform his/her regularly assigned work at all times, except when necessary to leave his/her work to handle grievances as provided herein. Any alleged abuse by either party will be a proper subject for a Special Conference.
3. A grievance that is not appealed from one step to another within the time limits allotted shall be considered settled on the basis of the Employer's last answer and not subject to further review.
4. A grievance not answered within the specified time limits by the Employer may be submitted to the next higher step of the grievance procedure.
5. A grievance may be withdrawn without prejudice, and, if so withdrawn, all financial liabilities shall be cancelled. If the grievance is reinstated, the financial liability shall date only from the date of reinstatement. If the grievance is not reinstated within three (3) months from the date of withdrawal, the grievance shall not be reinstated. Where one (1) or more grievances involve a similar issue, those grievances may be withdrawn without prejudice pending the disposition of the appeal of a representative case. In such event, the withdrawal without prejudice will not affect financial liability.
6. Time limits on answers may be extended with the mutual consent of both the Union and the Employer, provided that such a mutual extension shall be verified in writing by both parties within five (5) working days.
7. For purposes of this Article, working days shall mean Monday through Friday excluding Saturday, Sunday and holidays as recognized by the Agreement.
Special Conferences for important matters will be arranged between the Local President and/or Chief Steward and the Employer or its designated representative upon request of either party. Such meetings shall be between at least two (2) representatives of the Employer and at least two (2) representatives of the Union. Requests for such Special Conferences shall be made in writing and an agenda of the matter to be taken up at the meeting shall be presented at the time the Conference is requested. Matters taken up in Special Conferences shall be confined to those included in the agenda. The members of the Union shall not lose time or pay for time spent in such Special Conferences. This Conference will be scheduled at a mutually convenient time. However, such a Conference will be scheduled within ten (10) calendar days excluding Saturdays, Sundays and holidays, from the date of receipt of the written request for such Conference. This meeting may be attended by a representative of the Council or a representative of the International Union.
1. It is the policy of the University that supervisory employees shall not perform work in any job classification of the bargaining unit; however, it is understood that occasionally management personnel are required to perform manual tasks and, in those situations, the Union agrees that there is no violation of the policy herein stated.
2. Additionally, it is understood that, in emergency situations when regular employees are not available, supervisory employees may be required to perform work within specific job classifications. The same thing is true when operational difficulties are encountered or in the testing of material or equipment, or when regular unit employees do not have the ability to do the work. Likewise, instruction or training of employees may well include demonstrating proper methods of accomplishing the tasks assigned.
If the Employer wishes to subcontract work presently performed by bargaining unit employees, the Employer shall notify in writing the Union President or in the Union President's absence the Chief Steward of the proposed course of action and, if requested, provide the union with relevant information thereon. In the event that subcontracting may result in the layoff of a bargaining unit member, the Employer will provide the union with thirty (30) days' notice and will supply the union with relevant information.
All employees in the bargaining unit will receive $100 per year as a uniform allotment, payable the last payday in September. With the exception of Dining and Police Services, all employees will be required to wear University-supplied shirts and employee-supplied pants. Dining and police services employees will be required to wear University-supplied uniforms, which complies with their department policy. The University reserves the right to require that the attire worn by the employee present an appropriate appearance.
The only exception to the preceding paragraph is Dining Services' and Public Safety and Police Services' employees who will continue to have their uniforms furnished and maintained by the Employer at the discretion of the Department Head.
New employees will be given a uniform allotment of $100 at the end of the probationary period. No employee will receive more than a $100 allotment in a one (1)-year period. First year employees will receive a prorated uniform allotment on the last payday of September after hire equal to $8.33 per month for the months since the date they ended their probationary period. For example, an employee hired in March completes his/her probationary period in June. The employee would then receive a $100 allotment. The following September the employee would receive a $24.99 allotment.
Section E Use of Student Employees
Northern Michigan University and Local 1094, American Federation of State, County and Municipal Employees, recognize and agree that the employment of students is a part of the total employment program and recognize the necessity of employing students during the vacation periods including summer vacation.
Northern Michigan University recognizes its obligation to its full-time regular employees. Therefore, it will be the policy of Northern Michigan University to limit the offer of employment opportunities to student labor when all regular full-time employees who desire to work are working and they will not be hired to replace regular employees who can do the job under consideration.
It is further understood that student labor normally will be limited to students of Northern Michigan University and who shall be placed in positions traditionally held by students. Applicants will be referred to departments for approved openings in the same nondiscriminatory manner as is used for regular employees.
This section does not in any way hinder the University from hiring other temporary employees as defined in Article 1, Section B.
Section F Use of Qualified Individuals with Disabilities
In the event the University receives a grant from any outside funding agency to employ qualified individuals with disabilities, the University may place up to a maximum of five (5) such employees in newly created grant positions. The rate of pay would be negotiated with the funding agency but will not exceed AFSCME pay rates.
AFSCME employees are considered essential personnel and a vital part of Northern Michigan University. Therefore, on those days when the University officially closes, AFSCME employees, if scheduled, are to report to work. Any employee who finds it impossible to report to work due to inclement weather must notify the employee's supervisor or Public Safety and Police Services prior to the start of his regularly scheduled shift and may use a personal leave day to cover such absence without prior notification, or may use accrued annual leave or floating Seasonal Bonus Day, if applicable. In cases where the police have closed roads making it impossible to travel to the University, employees so affected will suffer no loss of pay. Those employees who do report to work/campus will be given equivalent time off with pay to be arranged with their supervisor.
Compensatory time will not be given to any employee who is on leave, annual leave, sick leave, or on University business in an area not affected by the temporary closure or local weather conditions for the period during which the University is temporarily closed.
The official sources for authorized announcements are public safety and police services (227-2777) and the NMU website determination of temporary closure will be made at the earliest practical time. For additional details, the inclement weather procedures can be accessed at the following weblink:
nclement Weather Policy & Procedures
As stated in the procedure referenced above, If the University offices are open and the employee is unable to report, the employee shall use annual leave, personal leave, or lost time.
Section H Master Agreement
The Employer shall post an electronic copy of this Agreement on the Human Resources web site after ratification by the Union membership and approval of the Board of Trustees.
Section I Union Meetings
For the purpose of attending the regular monthly Union meeting, employees working during the time the meeting is scheduled may ask their supervisor for one (1) hour off to attend the meeting. The supervisor may deny the request for reasons such as operational needs or emergency requirements. If the request is granted, an employee must make up the time at either the beginning or end of the shift on the day of the meeting.


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Great Decor in a Flash Without a Lot of Cash
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Telephone Book Wreath
By: Lisa Nelson for Condo Blues
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Instead of throwing away your old phone books, make this crafty telephone book wreath from the pages! Learn how to make wreaths and phone book crafts in this simple tutorial from Lisa Nelsen-Woods.
- Telephone book
- Square wreath form
- Decoupage medium
- Empty cardboard toilet paper or paper towel roll
- Scissors
- Craft paint
- Paintbrush
- Hot glue
- Straight pins
- Ribbon
- Cut or rip a number of pages from the telephone book.
- Rip the telephone book pages lengthwise into strips approximately one inch wide.
- Use decoupage medium to attach the paper strips and cover the wreath form.
- When the paper strips are dry, add a top coat of decoupage medium to the wreath to protect the wreath from the elements.
- Paint the toilet paper or paper towel tube with craft paint and allow it to dry.
- Smash the toilet paper roll tube flat. Use the scissors to cut six rings approximately ¼ inches wide.
- Hot glue three oval shaped rings to opposite corners the wreath.
- To make the hanger hot glue ribbon to the back of the wreath and secure each end of the ribbon with straight pins.
- Hang the wreath and admire your work!
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Jun 18, 2012
what is the paper wrapped around? A picture frame?
- WAS THIS HELPFUL? YesNo
kreed07 9722626
Apr 16, 2012
I'm a music lover and really like a vintage feel to decor. I have some old music sheet paper that I think would work well for this project. Perhaps I'll use painted cardboard music notes rather than the oval shapes. Sounds pretty simple too and inexpensive...my kind of craft!
- WAS THIS HELPFUL? YesNo
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24 year old woman | San Jose, CA, USA | Seeking men 22-33 within 30 miles
Doesn't have to be so complicated 💋👌
I am.. Determined Stubborn Caring Ambitious I love being outside, I like hiking.started getting into running. I like to try new things & find new places. I work for a huge tech company with their contractors. I use to tutor children and volunteer at the animal shelter but due to work i don't have time anymore. I'd love to do it again. I have my associates in criminal justice and furthering my schooling. Currently trying to get into some part of law enforcement. 👮 My ultimate goal is to end up counseling inmates...maybe 😉 A boy makes his girl jealous of other women. A gentleman makes other women jealous of his girl. Looking for someone to break down my guard. Someone that is just as hard working but also can be laid back. I want a real man that knows what he wants and will treat me right
Camping , Coffee and conversation , Cooking , Hobbies and crafts , Exploring new areas , Volunteering , Watching sports , Wine tasting
Aerobics, Billiards / Pool, Football, Running, Walking / Hiking, Weights / Machines, Yoga
I exercise 3-4 times per week.
I like Dogs
Downtown Campbell is where you will usually find me.
I love Psychology =) I've recently been into art, really want to go to some museums. I have a nerd side to me, I like science stuff, tech museum, car models & taking things apart and putting them back together.
During the week im trying to hit up the gym after work or if someone wants to go play tennis or hiking, im totally down. As for the weekends I finally learned what those are after 5 years =) so i've been going to bars or staying home relaxing
Z{{Cta}} {{#if HasMoreInfo}} ?{{CtaSecondary}} {{/if}}
|What she is looking for
|5'1" (154cms)
|5'3" (160cms) to 6'1" (185cms)
|Body type:
|No preference
|Black, Brown, Green, Hazel
|Dark brown
|Black, Light brown, Dark brown, Bald
|No Way
|No Way, Occasionally, Yes, but trying to quit
|Social Drinker
|Never, Social Drinker
|Law enforcement / Security / Military
|No preference
|I'll tell you later
|No preference
|Never Married
|Never Married, Divorced
|Have kids:
|No preference
|Wants kids:
|No preference
|White / Caucasian
|Latino / Hispanic, White / Caucasian
|Spiritual but not religious
|No preference
|No preference
|Associates degree
|Some college, Associates degree, Bachelors degree, Graduate degree, PhD / Post Doctoral


text:
The Journal Sentinel business department follows developments in the local retail industry
Blue Jean Bandits hit Atlanta
Reports in the Atlanta Journal-Constitution and in today's Women's Wear Daily tell an interesting story about street gangs who have been targeting boutiques in metro Atlanta.
The gangs have hit 50 stores in the past year, according to the reports, and have snatched more than $1 million worth of premium denim: high-end brands that sell for about $200. Popular labels include True Religion, Rock & Republic and Red Monkey. The gangs re-sell them for about $70, according to the reports.
If you're familiar with Atlanta and want to see a map of the stores that were hit, use this link to the Atlanta Journal-Constitution.
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Need a break from your day? Meet some puppies who need a good home at the Kingsport Animal Shelter. Today we meet: Ariel, Hardy, Czar, Billy Bob, and Marley.Comments
In Sullivan County, fireworks can be used between the hours of 2 and 10 p.m., on July 4. Fireworks must be at least 100 feet away from residences unless permission is given by the homeowner. Violators could be fined up to $500.Comments
KINGSPORT — Communities across the region will mark Independence Day with a multitude of patriotic celebrations Friday.Comments
The Bristol Pirates vs. Pulaski Mariners game begins at 7 p.m., but gates will open at 5:30 p.m. The game will be followed by a fireworks display.Comments
Children entering kindergarten in any Washington County school for the 2014-2015 school year who did not register in the spring will have another chance to get signed up later this month.Comments
The 10th annual Americana production will be presented nightly, July 5-6 and July 11-18, at the theater, located at 140 Broad Street in Downtown Kingsport.Comments
There's not much that's more American than mom and apple pie. With the Fourth of July right around the corner, start your weekend celebration early with a variety of "All-American" foods mixed with red-white-and-blue-themed recipes.Comments
According to a recent study at the University of Iowa, an average 2-year-old hears more than 430 negative statements a day and only about 30 words of encouragement. Words of praise go a long way in developing a positive self-esteem in kids.Comments
The Upcoming Events list is a public service of the Times-News. To list an event, send an email to email@example.com, fax it to (423) 392-1385, or contact the sports department after 5 p.m. at (423) 392-1323 or 1-800-251-0328, ext. 323.Comments
Each week, our Scrapbook Gallery features a collection of photos submitted by various readers. Some of the photos also appeared in the June 22 edition of Sunday Stories.Comments


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Tag: the truth
November 14, 2013 @ 5:25 PM EDT The Truth
November 5, 2013 @ 12:46 PM EDT The Truth
Sail Away.
October 22, 2013 @ 12:53 PM EDT General
Suffering From The Truth.
October 17, 2013 @ 5:18 PM EDT General
Featuring Maino.
October 10, 2013 @ 6:50 PM EDT The Truth
For his new Truth episode, YN pulls up a chair beside Danny Brown at NYC's Acme to discuss the creative process behind Old, why it may be one of the top LPs of the year, ODB comparisons and more.
October 10, 2013 @ 12:18 PM EDT Videos
My Laugh Is Better Than Yours
October 1, 2013 @ 1:54 PM EDT The Truth
Only seven days remain until the release of Pusha T's solo set and for this week's edition of The Truth, Elliott sits down with the man of the hour at the Dream Hotel. In this episode, Pusha speaks on the album and Pharrell's input.


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1799 $5 Large Stars Reverse AU53 NGC. BD-7, High R.6....
2012 August 2-5 US Coins Signature Auction- Philadelphia #1173
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Sheraton Philadelphia Downtown Hotel
201 North 17th Street
Philadelphia, PA 19103
|Printable auction results for all items in the 2012 August 2-5 US Coins Signature Auction- Philadelphia.
1799 Half Eagle , AU531799 $5 Large Stars Reverse AU53 NGC. BD-7, High R.6. Bass-Dannreuther Die State a/c. The small mintage of 7,451 half eagles struck in 1799 was split between nine different die varieties, all of them rare-extremely rare. The present coin represents the very rare BD-7 variety that is identified by the position of star 9 touching Y in LIBERTY, and the small stars arranged in an arc pattern on the reverse. The obverse die was also used to strike the BD-8 and BD-9 varieties of this date, while the reverse was only used to strike this variety. The mintage of the BD-7 variety probably consisted of just 1,000-1,500 pieces, and no more than 14-18 examples remain extant in all grades.
Very Rare BD-7 Variety
Very Rare BD-7 Variety
The coin offered here is a lightly circulated specimen, with well-detailed design elements and a few minor abrasions on both sides. The vivid green and orange-gold surfaces show highlights of peach and lilac, with satiny mint luster that mixes with prooflike reflectivity in sheltered areas. The reverse is in an advanced die state, with many dramatic die breaks. Census (for the date): 3 in 53, 43 finer (6/12).
From The Harvey Collection.(Registry values: P4) (PCGS# 98081)
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Performance Improvement Directors in the United States with more than 10 years of experience in their profession represent roughly two in three of Performance Improvement Directors. Salaries average out to around $93K per year and spread from $63K to $154K per year. Almost all enjoy medical while a large number get dental coverage. Vision coverage is also available to a fair number. Work is enjoyable for Performance Improvement Directors, who typically claim high levels of job satisfaction. Women make up the majority of Performance Improvement Directors (61 percent) who completed the questionnaire.
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A performance improvement director evaluates performance in their organization and develops and implements measures to improve it. They also ensure departments are adhering to company policies and standards, as well as all relevant laws and regulations. If company policies are hindering operations, a performance improvement director develops potential changes and suggests improvements to managers. Additionally, performance improvement directors help develop training programs as necessary and evaluate these programs' efficacy; in some cases, these directors may carry out training as well.Read More...
Performance improvement directors must develop an accurate, cost-effective methodology for gathering data for their organization; this data must be objective and accurate. Often, an automated system is used to gather at least some of the data that the performance improvement director will analyze. Performance improvement directors generally work full time in an office setting; however, they may need to travel to various parts of the company (which may be indoors and/or outdoors) depending on their organization's needs.
Generally, a bachelor's degree is the minimum educational requirement for this position. Previous experience in a related role is needed as well. Performance improvement directors must be able to work effectively on their own with minimal supervision, as well as in a team setting with colleagues. They also must be proficient with basic data-analysis tools and techniques, as well as basic computer programs such as the Microsoft Office suite.
Survey results show that Performance Improvement Directors use a fair number of skills. Most notably, facility with Six Sigma Black Belt, Lean Process Engineering, and Project Management are correlated to pay that is significantly above average, leading to increases of 28 percent, 16 percent, and 8 percent, respectively. Risk Management / Risk Control and Regulatory Compliance, on the other hand, are typically associated with much lower pay. Those educated in Regulatory Compliance tend to be well versed in Lean Process Engineering.
Median of all compensation (including tips, bonus, and overtime) by years of experience.
Experience and income seem to be closely related; in general, the survey respondents who had worked for more years reported higher incomes. Relatively untried employees who have fewer than five years of experience earn around $75K on average. People who have worked for five to 10 years can expect a higher median salary of $85K. Those with 10 to 20 years of experience under their belts can expect their paychecks to flourish around the six-figure median of $111K. Individuals who report more than two decades of experience seem to make only slightly more than folks in the 10-to-20 year range; the more senior group sees median earnings in the comparatively modest ballpark of $114K.
|Extremely satisfied
Rated 5 out of 5
based on 30 votes.
61 %
39 %
|Medical: 90%
|Dental: 83%
|Vision: 72%
|None: 7%


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31 year old man | Wakefield, MA, USA | Seeking women 18-35 within 50 miles
Take hold of what you are and wear it like a scarf!
Im not all that good at talking myself up but i'll try and do my best. I enjoy being active and outdoors more than anything. Weather its skiing, biking, hiking or rafting, if its getting me outside than chances are im loving it. That doesn't mean i dont enjoy staying in on a Sunday and having a lazy day on the couch though. I would like to find someone who would enjoy getting into some adventures and teaching or learning something new with me but also wouldn't mind a nice night at home with a good meal and just good company. I graduated from art school with a bachelors degree in printmaking and though i dont work in the art field at the time being art and creativity are a very large part of my life. I work in the Telecommunications industry which gives me the chance to do a lot of traveling and get to see a lot of the country. My friends and family are a huge part of my life and who i am. I try to spend as much time with them as possible but i also enjoy having some time to myself. It's sometimes nice to just get away from the everyday craziness to just relax and reflect on whats going on in my life. I love to joke around and have a good time with friends and even the stranger next to us at the bar or on the train/plane on the way home. So if you like to laugh and can laugh at yourself sometime then thats what im looking for. Im just looking for someone who wants to get to know someone new, have some fun times together and see where it goes from there.
Camping , Coffee and conversation , Hobbies and crafts , Movies/Videos , Museums and art , Music and concerts , Exploring new areas , Nightclubs/Dancing , Playing sports , Travel/Sightseeing , Watching sports
Baseball, Basketball, Cycling, Hockey, Inline skating, Other types of exercise, Running, Skiing, Swimming, Walking / Hiking
I exercise 5 or more times per week.
I like Dogs
Middle of the Road
Anyplave in VT especially Killington, Seattle, Beantown, on the trail or out at the beach and so many more
University of Hartford, West Hartford, CT
I like to spend as much of my free time outside as i can. weather its biking, hiking or skiing as long as it gets me on the mountains im enjoying every minute of it. I have no objections to spending a rainy day inside enjoying movies as well.
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|What he is looking for
|5'11" (180cms)
|5'0" (152cms) to 5'11" (180cms)
|Body type:
|About average
|No preference
|No preference
|Light brown
|No preference
|I'll tell you later
|No preference
|Social Drinker
|Social Drinker, Moderately
|Technical / Science / Computers / Engineering
|No preference
|$50,001 to $75,000
|No preference
|Never Married
|No preference
|Have kids:
|No preference
|Wants kids:
|No preference
|White / Caucasian
|No preference
|I'll tell you later
|No preference
|Bachelors degree
|No preference