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My sister is in Nice and has one more day. Any recommendations? If there's one thing she shouldn't miss what is it? (For those who are going to respond with "we don't know her interests" please don't. She likes a variety of things.) I looked up an art museum which looks nice Matisse museum and there's a restaurant need it called- cote sud. Has anyone been?
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One more day in nice- suggestions?
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*near it
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yes, the Matisse museum is good if you like Matisse, of course. I've seen a lot of his stuff everywhere and I like some of his paintings but am not crazy about the cutouts, etc. So I wouldn't say that is the one thing you shouldn't miss in Nice, I sort of think the promenade and old town area would be that as you can see Matisse in lots of museums. Or take a walk up to the park http://en.nicetourisme.com/things-to-do/92
I also think that church they have in the old quarter is historic and interesting (I think it is St Rita), as well as cours Salaya. I'd rather walk around there than go to the Matisse museum if I had a choice.
But what I really liked in Nice more was the Chagall museum, perhaps because I like Chagall better. I took the bus up there and it's on the same bus route. The website has details on hours and how to get there http://www.musees-nationaux-alpesmaritimes.fr/en/chagall/
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The Chagall Museum is wonderful, built for the paintings on display.
The Matisse Mueum doesn't have many of the artist's painitings. I heard it was due to be remodeled and hopefully become a better museum. There are some Roman ruins adjacent to the site.
She can a bus up the hill to either of these museums and walk from one to the other.
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The Matisse is nice, especially in that it has some of the original furniture that apppears in the paintings, sometimes with the painting above the furniture.
The Fondation Maeght outside St. Paul de Vence (a bus ride away) is worth a visit. Plan on lunch in St Paul itself, as it closes for lunch and has a miserable cafeteria.
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The Matisse Museum is farther out than the Chagall, and not nearly as good in terms of content.
If your sister hasn't gone up on "Castle Hill" (aka Château Rock) to see the view, that should head the list.
It's hard to recommend other things without knowing what she's already seen.
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I would hop the commuter train and head to Villa Ephrussi de Rothchild in nearby Saint-Jean-Cap-Ferrat; it is lovely and such a nice day trip when combined with lunch in Villefranche.
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If you haven't already done so, take the local bus that goes up to the village of Eze, maybe have lunch in the swanky hotel at the base. View from the beautiful Desert Garden at the very top of the village of the coastline and Cape Ferrat is breathtaking. Interesting shops and peeks into actual homes as you wind your way up this amazingly picturesque spot..
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Publications von Hendrik Poorter
return to the website of Hendrik Poorter
Journal Article
Corrections for rooting volume and plant size reveal negative effects of neighbour presence on root allocation in peaplant
Functional ecology n/a, n/a - n/a (2015) [10.1111/1365-2435.12450]
Journal Article
The limits to leaf and root plasticity: what is so special about specific root length?
The new phytologist 206(4), 1188 - 1190 (2015) [10.1111/nph.13438]
Talk (non-conference) (Other)
Lecture 1: The art of growing plants and building plant databases;Lecture 2: The minimal knowledge you need to understand growth analysis in high-throughput platforms
EPPN Spring School on Plant Phenotyping, 9-13th March 2015, Aberystwyth, UK, Aberystwyth, UK, 9 Mar 2015 - 13 Mar 2015 (2015)
Lecture (Outreach)
Lecture at (Chania), (2014)
Journal Article
Temperature drives global patterns in forest biomass distribution in leaves, stems, and roots
Proceedings of the National Academy of Sciences of the United States of America 111(38), 13721 - 13726 (2014) [10.1073/pnas.1216053111]
Poster (Other)
The anatomical determinants of leaf mass per area (LMA) strong predictiveness of a novel, explicit mathematical model across diverse species
2014 ESA Annual Meeting, Sacramento, California, USA, 10 Aug 2014 - 14 Aug 2014 (2014)
Talk (non-conference) (Other)
General patterns in biomass allocation and allometry among higher plants
Seminar at BOKU, Universität für Bodenkultur, Vienna, Austria, (2014)
Talk (non-conference) (Invited)
Plant Meta-Phenomics and the supra-cellular side of Systems Biology
University Eastern Finland, Joensuu, Finland, 11 Jun 2014 (2014)
Conference Presentation (Invited)
Plant Meta-Phenomics and the supra-cellular side of Systems Biology
Tagung der AUSTRIAN SOCIETY OF PLANT BIOLOGY (ATSPB) 2014, Lunz, Austria, 19 Jun 2014 - 21 Jun 2014 (2014)
Journal Article
Leaf mass per area is independent of vein length per area: avoiding pitfalls when modelling phenotypic integration (reply to Blonder et al. 2014)
The journal of experimental botany 65(18), 5115-5123 (2014) [10.1093/jxb/eru305]
Conference Presentation (Other)
What are leaves for in life? The area/mass debate part 2
Wageningen, Ecophysiology Working Group, Wageningen, Netherland, 13 Feb 2014 - 13 Feb 2014 (2014)
Poster (Other)
Biomass allocation differs among species
Dutch Ecology meeting, Lunteren, Netherland, 12 Feb 2014 - 12 Feb 2014 (2014)
Journal Article
The effect of irradiance on the carbon balance and tissue characteristics of five herbaceous species differing in shade-tolerance
Frontiers in plant science 5(12), 1 - 14 (2014) [10.3389/fpls.2014.00012]
Journal Article
Trait correlation networks: a whole-plant perspective on the recently criticized leaf economic spectrum
The new phytologist 201(2), 378 - 382 (2014) [10.1111/nph.12547]
Journal Article
The effects of phenotypic plasticity and local adaptation on forecasts pf species range shifts under climate change
Ecology letters 17(11), 1351–1364 (2014) [10.1111/ele.12348]
Journal Article
New handbook for standardised measurement of plant functional traits worldwide
Australian journal of botany 61(3), 167 - 234 (2013) [10.1071/BT12225]
Journal Article
How do leaf veins influence the worldwide leaf economic spectrum? Review and synthesis
The journal of experimental botany 64(13), 4053 - 4080 (2013) [10.1093/jxb/ert316]
Journal Article
Exploring variation in leaf mass per area (LMA) from leaf to cell: an anatomical analysis of 26 woody species
American journal of botany 100(10), 1969 - 1980 (2013) [10.3732/ajb.1200562]
Journal Article
Physiological mechanisms inplant growth models: do we need a supra-cellular systems biology approach?
Plant, cell & environment 36(9), 1673–1690 (2013) [10.1111/pce.12123]
Talk (non-conference) (Other)
Plant Meta-Phenomics and the supra-cellular side of systems biology
Institutsseminar, Universität Basel, Basel, Schweiz, 3 Oct 2013 (2013)
Talk (non-conference) (Other)
Plant Meta-Phenomics and the supra-cellular side of systems biology
Institutsseminar, ETH Zürich, Zürich, Schweiz, 1 Oct 2013 (2013)
Poster (Other)
Pot size matters
5th open workshop of the TRY initiative, Leipzig, Deutschland, 3 Sep 2013 - 5 Sep 2013 (2013)
Conference Presentation (Invited)
Phenomics and Meta-Phenomics at the Research Centre Jülich
5th open workshop of the TRY initiative, Leipzig, Deutschland, 3 Sep 2013 - 5 Sep 2013 (2013)
Journal Article
Variation in biomass expansion factors for China's forests in relation to forest type, climate, and stand development
Annals of forest science 70(6), 589-599 (2013) [10.1007/s13595-013-0296-6]
Conference Presentation (Invited)
Mataphenomics: turning data into knowledge
Plant Environmental Physiology Special Interest Group of the British Ecological Society, Manchester, England, 9 Sep 2013 - 10 Sep 2013 (2013)
Talk (non-conference) (Invited)
Is it boring to be a tree?
Seminar: Institute of Dendrology, Kornik, Polen, 5 Jun 2013 (2013)
Talk (non-conference) (Invited)
MetaPhenomics: turning biological data into knowledge
Talk (non-conference) (Other)
Biomass allocation to leaves, stems and roots: How functional is the 'Functional equilibrium'?
Seminar: Forest Research Institute, Warschau, Polen, 4 Jun 2013 - 4 Jun 2013 (2013)
Journal Article
Connecting the Green and Brown Worlds: Allometric and Stoichiometric Predictability of Above- and Below-Ground Networks
Advances in ecological research 49, 69 - 175 (2013) [10.1016/B978-0-12-420002-9.00002-0]
Conference Presentation (Other)
In which cases and to what extent do measurements in plant growth chambers tell us something about the reality outside in the field?
GfÖ, Arbeitskreis Experimentelle Ökologie - Workshop "Moving from the lab to the field: Putting ecology and ecophysiology in a new framework", Jülich, Germany, 18 Mar 2013 - 20 Mar 2013 (2013)
Journal Article
Meta-Phenomics, horticulture and the value of plant trait databases
Acta horticulturae 956, 317 - 325 (2012)
Journal Article
Pitfalls and possibilities in the analysis of biomass allocation patterns in plants
Frontiers in Functional Plant Ecology 3, 1-10 (2012) [10.3389/fpls.2012.00259]
Journal Article
Phenotyping Plants: genes, phenes and machines
Functional plant biology 39(10&11), 813 - 820 (2012) [10.1071/FPv39n11_IN]
Journal Article
Resource limitation, tolerance,and the future of ecological plant classification
Frontiers in Functional Plant Ecology 3, 1-10 (2012) [10.3389/fpls.2012.00246]
Journal Article
Pot size matters: a meta-analysis of the effects of rooting volume on plant growth
Functional plant biology 39, 839 - 850 (2012) [10.1071/FP12049]
Journal Article
The art of growing plants for experimental purposes: a practical guide for the plant biologist
Functional plant biology 39, 821 - 838 (2012) [10.1071/FP12028]
Journal Article
Biomass allocation to leaves, stems and roots: meta-analyses of interspecific variation and environmental control
The new phytologist 193, 30 - 50 (2012) [10.1111/j.1469-8137.2011.03952.x]
Journal Article
Plasticity as a plastic response: how submergence-induced leaf elongation in Rumex palustris depends on light and nutrient availability in its early life stage
The new phytologist 194, 572 - 582 (2012) [10.1111/j.1469-8137.2012.04075.x]
Talk (non conference) (Invited)
Meta-Phenomics: Turning data into knowledge
Pot size matters!
Talk (non conference) (Invited)
MetaPhenomics: turning data into knowledge
Talk (non conference) (Invited)
MetaPhenomics: turning data into knowledge
Conference Presentation (Invited)
Meta-Phenomics as a tool for breeders
Talk (non conference)
Specific Leaf Area, causes and consequences
Talk (non conference)
Think different; the history of trait ecology
Conference Presentation (Invited)
Meta-Phenomics, horticulture and the value of plant trait databases
Contribution to a conference proceedings/Contribution to a book
Meta-Phenomics, Horticulture and the Value of Plant Trait Databases
Proceedings of the 7th IS on Light in Horticultural Systems, Acta Horticulturae, / ed.: S. Hemming, E. Heuvelink, 2012. - 956, ISHS. - S. 317 - 325 (2012)
Talk (non conference)
Do we overestimate the adaptive value of biomass allocation and unterestimate the importance of pot size?
Talk (non conference)
Environmental gradients and plant trait responses
Talk (non conference)
Do we overestimate the adaptive value of biomass allocation and underestimate the importance of pot size?
Journal Article
Fame, glory and neglect in meta-analyses
Trends in ecology and evolution 26, 493 - 494 (2011) [10.1016/j.tree.2011.07.007]
Journal Article
TRY - a global database of plant traits
Global change biology 17, 2905 - 2935 (2011) [10.1111/j.1365-2486.2011.02451.x]
Journal Article
Leaf nitrogen productivity is the major factor behind the growth reduction by long term salt stress
Tree physiology 31, 92 - 101 (2011) [10.1093/treephys/tpq106]
Journal Article
Using log-log scaling slope analysis for determining the contributions to variability in biological variables such as leaf mass per area: why it works, when it works and how it can be extended
The new phytologist 190, 5 - 8 (2011) [10.1111/j.1469-8137.2010.03629.x]
Conference Presentation (Invited)
Meta-Phenomics: analysing plasticity of plants by dose-response curves
Meta-phenomics: capturing the plant phenome in 500 dose-response curves
Talk (non conference) (Invited)
Metaphenomics: Capturing the phenome of the plant in 5000 dose-response curves
Meta-phenomics: Capturing the plant phenome in 500 dose-response curves
Conference Presentation (Invited)
Does photosynthesis drive growth?
Conference Presentation (Invited)
Meta-Phenomics: capturing the plant phenome in 5000 dose-response curves
Meta-phenomics: capturing the plant phenome in 500 dose-response curves
Conference Presentation (Invited)
Is plant growth driven by photosynthesis?
Talk (non conference)
Meta-phenomics: capturing the plant phenome in 5000 dose-response curves
Talk (non conference) (Invited)
Der Einfluss von Lichtquantität und Lichtqualität auf das Pflanzenwachstum
Talk (non conference)
How functional is the functional equilibrium? An exercise in MetaPhenomics
Talk (non conference)
Meta-phenomics: the phenome of plants without a phenotype
Journal Article
Endogenous Abscisic Acid as a Key Switch for Natural Variation in Flooding-Induced Shoot Elongation
Plant physiology 154, 969 - 977 (2010) [10.1104/pp.110.162792]
Journal Article
Blue light dose-responses of leaf photosynthesis, morphology, and chemical composition of Cucumis sativus grown under different combinations of red and blue light
Journal of Experimental Botany, Vol. 61, No. 11, pp. 3107–3117, 2010 The journal of experimental botany 61, 3107 - 3117 (2010) [10.1093/jxb/erq132]
Journal Article
A method to construct dose - response curves for a wide range of environmental factors and plant traits by means of a meta-analysis of phenotypic data
Journal of Experimental Botany (2010) 61 (8): 2043-2055 The journal of experimental botany 61, 2043 - 2055 (2010) [10.1093/jxb/erp358]
Talk (non conference) (Invited)
Metaphenomics: about the flowers and the bouquet
Talk (non conference)
The yin and yang of meta-phenomics
Conference Presentation (Invited)
The yin and yang of meta-phenomics
Talk (non conference)
Metaphenomics: about the flowers and the bouquet
Conference Presentation (Invited)
Metaphenomics: about the flowers and the bouquet
Talk (non conference) (Invited)
Metaphenomics: about the flowers and the bouquet
Conference Presentation (Invited)
The response curves of 'plant' traits
Talk (non conference) (Invited)
Meta-phenomics: a reference framework for interpreting plant growth responses to a wide range of environmental factors
Conference Presentation
Meta-phenomics: building a unified framework for interpreting plant growth responses to diverse environmental variables
Conference Presentation (Invited)
Meta-phenomics: a reference framework for interpreting plant growth responses to a wide range of environmental factors
earlier publications
1. De Visser R & Poorter H (1984). Growth and root nodule nitrogenase activity of Pisum sativum as influenced by transpiration. Physiol. Plant. 61: 637-642.
2. Poorter H & Lambers H (1986). Growth and competitive ability of a highly plastic and a marginally plastic genotype of Plantago major in a fluctuating environment. Physiol. Plant. 67: 217-222.
3. Poorter H & Lewis C (1986). Testing differences in relative growth rate: A method avoiding curve fitting and pairing. Physiol. Plant. 67: 223-226.
4. Thalen DCP, Poorter H & Lotz, LAP (1987). Modelling the structural changes in vegetation under different grazing regimes. In: Disturbance in Grasslands. Van Andel J et al., (eds.). Dr. W. Junk. Publishers, Dordrecht, pp. 167-183.
5. Poorter H, Pot CS & Lambers H (1988). The effect of an elevated atmospheric CO2 concentration on growth, photosynthesis and respiration of Plantago major. Physiol. Plant. 73: 553-559.
6. Lambers H, Freijsen N, Poorter H, Hirose T & Van der Werf A (1989). Analyses of growth based on net assimilation rate and nitrogen productivity. Their physiological background. In: H Lambers H, Cambridge ML, Konings H, Pons TL (eds). Causes and Consequences of Variation in Growth and Productivity in Higher Plants. SPB Academic Publishing, Dordrecht. Pp. 1-17.
7. Poorter H (1989). Towards a synthesis of the functional and the classical approach in plant growth analysis. Physiol. Plant. 75: 235-243.
8. Poorter H (1989). Interspecific variation in relative growth rate: On ecological causes and physiological consequences. In: Lambers H, Cambridge ML, Konings H, Pons TL (eds). Causes and Consequences of Variation in Growth and Productivity in Higher Plants. SPB Academic Publishing, Dordrecht, pp. 45-68.
9. Poorter H & Remkes C (1990). Leaf area ratio and net assimilation rate of 24 wild species differing in relative growth rate. Oecologia 83: 553-559.
10. Poorter H, Remkes C & Lambers H (1990). Carbon and nitrogen economy of 24 wild species differing in relative growth rate. Plant Physiol. 94: 621-627.
11. Poorter H (1991). Interspecific Variation in the Relative Growth Rate of Plants: The Underlying Mechanisms. PhD Thesis, University of Utrecht.
12. Poorter H. & Lambers H (1991). Is interspecific variation in relative growth rate positively correlated with biomass allocation to the leaves? Am. Nat. 138: 1264-1268.
13. Poorter H, Van der Werf A, Atkin OK & Lambers H (1991). Respiratory energy requirements of roots depend on the potential growth rate of a plant species. Physiol. Plant. 83: 469-475.
14. Lambers H & Poorter H (1992). Inherent variation in growth rate between higher plants: A search for physiological causes and ecological consequences. Adv. Ecol. Res. 23: 187-261.
15. Niemann GJ, Pureveen JBM, Eijkel GB, Poorter H & Boon JJ (1992). Differences in relative growth rate in 11 grasses correlate with differences in chemical composition as determined by pyrolysis mass spectrometry. Oecologia 89: 567-573.
16. Poorter H & Bergkotte M (1992). Chemical composition of 24 wild species differing in relative growth rate. Plant Cell Environ. 15: 221-229.
17. Poorter H, Gifford RM, Kriedemann PE & Wong SC (1992). A quantitative analysis of dark respiration and carbon content as factors in the growth response of plants to elevated CO2. Aust. J. Bot. 40: 501-513.
18. Poorter H & Pothmann P (1992). Growth and carbon economy of a fast-growing and a slow-growing species as dependent on ontogeny. New Phytol. 120: 159-166.
19. Poorter H (1993). Interspecific variation in the response of plants to an elevated ambient CO2 concentration. Vegetatio 104/105: 77-97.
20. Poorter H & Welschen, RAM (1993). Analyzing variation in RGR in terms of the underlying carbon economy. In: Hendry GAF & Grime JP (eds). Methods in Comparative Plant Ecology - a laboratory manual. Chapman & Hall, London. pp. 107-110.
21. Van de Vijver CADM, Boot RGA, Poorter H & Lambers H (1993). Phenotypic plasticity in response to nitrate supply of a fast-growing species from a nutrient rich habitat and a slow-growing species from a nutrient poor habitat. Oecologia 96: 548-554.
22. Poorter H (1994). Construction costs and payback time of biomass: A whole plant perspective. In: Roy J & Garnier E (eds). A Whole Plant Perspective of Carbon-Nitrogen Interactions. SPB Academic Publishing, The Hague, pp. 111-127.
23. Poorter H & Farquhar GD (1994). Transpiration, intercellular CO2 concentration and carbon isotope discrimination of 24 wild species differing in relative growth rate. Aust. J. Plant Physiol. 21: 507-516.
24. Van Arendonk JJCM. & Poorter H (1994). The chemical composition and anatomical structure of leaves of grass species differing in relative growth rate. Plant Cell Environ. 17: 963-970.
25. Van der Werf A, Poorter H & Lambers H (1994). Respiration as dependent on a species' inherent growth rate and the nitrogen supply to the plant. In: Roy J & Garnier E (eds). A Whole Plant Perspective of Carbon-Nitrogen Interactions. SPB Academic Publishing, The Hague, pp. 91-110.
26. Garnier E, Gobin O & Poorter H (1995). Interspecific variation in nitrogen productivity depends on photosynthetic nitrogen use efficiency and nitrogen allocation within the plant. Ann. Bot. 76: 667-672.
27. Niemann GJ, Pureveen JBM, Eijkel GB, Poorter H & Boon JJ (1995). Differential chemical allocation in plant adaptation: a PY-MS study of 24 species differing in relative growth rate. Plant Soil 175: 275-289.
28. Poorter H, Van de Vijver CADM, Boot RGA & Lambers H (1995). Growth and carbon economy of a fast-growing and a slow-growing grass species as dependent on nitrate supply. Plant Soil 171: 217-227.
29. Poorter H & Garnier E (1996). Plant growth analysis: evaluation of experimental design and computational methods. J. Exp. Bot. 47: 1343-1351.
30. Poorter H, Roumet C & Campbell BD (1996). Interspecific variation in the growth response of plants to elevated CO2: a search for functional types. In: Körner C & Bazzaz FA (eds). Carbon Dioxide, Populations, Communities. Physiological Ecology Series, Academic Press, San Diego. Pp. 375-412.
31. Poorter H & Villar R (1997). Chemical composition of plants: causes and consequences of variation in allocation of C to different plant constituents. In: Plant Resource Allocation. Bazzaz F & Grace J (eds). Academic Press, New York, pp. 39-72.
32. Voogt P & Poorter H (1996). The effects of nutrient fertilization on growth, biomass allocation and anatomy of maize. J. Biol. Educ. 30: 67-72.
33. Poorter H, Van Berkel Y, Baxter B, Bel M, Den Hertog J, Dijkstra P, Gifford RM, Griffin KL, Roumet C & Wong SC (1997). The effect of elevated CO2 on chemical composition and construction costs of leaves of 27 C3 species. Plant Cell Environ. 10: 472-482.
34. Den Hertog J, Stulen I, Posthumus F & Poorter H (1998). Interactive effects of growth-limiting N supply and elevated atmospheric CO2 concentration on growth and carbon balance of Plantago major. Physiol. Plant. 103: 451-460.
35. Poorter H (1998). Do slow-growing species and nutrient-stressed plants respond relatively strongly to elevated CO2 ? Glob. Change Biol. 4: 693-697.
36. Poorter H & Evans JR (1998). Photosynthetic nitrogen-use efficiency of species that differ inherently in specific leaf area. Oecologia 116: 26-37.
37. Poorter H & Van der Werf A (1998). Is inherent variation in RGR determined by LAR at low irradiance and by NAR at high irradiance? A review of herbaceous species. In: Inherent Variation in Plant Growth. Physiological Mechanisms and Ecological Consequences. Lambers H, Poorter H & Van Vuuren MMI (eds). Backhuys Publishers, Leiden, The Netherlands, pp. 309-336.
38. Poorter H & De Jong R (1999). Specific leaf area, chemical composition and leaf construction costs of plant species from productive and unproductive habitats. New Phytol. 143: 163-176.
39. Poorter H & Garnier E (1999). The ecological significance of variation in relative growth rate and its components. In: Pugnaire FI & Valladares F (eds). Handbook of Plant Functional Ecology. Marcel Dekker, New York, pp. 81-120.
40. Schieving F & Poorter H (1999). Carbon gain in a multispecies canopy: the role of Specific Leaf Area and Photosynthetic Nitrogen-Use Efficiency in the tragedy of the commons. New Phytol. 143: 201-211.
41. Poorter H & Nagel OW (2000). The role of biomass allocation in the growth response of plants to different levels of light, CO2, nutrients and water: a quantitative review. Aust. J. Plant Physiol. 27, 595-607
42. Van Rijn CPE, Heersche I, Van Berkel YAM, Nevo E, Lambers H & Poorter H (2000). Growth characteristics in Hordeum spontaneum populations from different habitats. New Phytol. 146: 471-481.
43. Evans JR & Poorter H (2001) Photosynthetic acclimation of plants to growth irradiance: The relative importance of SLA and nitrogen partitioning in maximising carbon gain. Plant Cell Environ. 24: 755-768
44. Poorter H & Pérez-Soba M (2001). The growth response of plants to elevated CO2 under non-optimal environmental conditions. Oecologia 129: 1-20.
45. Hoffmann WA & Poorter H (2002). Avoiding bias in calculations of relative growth rate Ann. Bot. 90: 37-42.
46. Poorter H. (2002) Plant Growth and Carbon Economy. In Encyclopedia of Life Sciences, http://www.els.net, London: Nature Publishing Group
47. Poorter H & Pérez-Soba M (2002). Plant Growth at Elevated CO2. In: Mooney HA & Canadell JG (eds). Encyclopedia of Global Environmental Change. Wiley & Sons, Chicester. Vol. 2, pp. 489-496.
48. Cornelissen JHC, Lavorel S, Garnier E, Díaz S, Buchmann N, Gurvich DE, Reich PB, ter Steege H, Morgan HD, van der Heijden MGA, Pausas JG, Poorter H. (2003). Handbook of protocols for standardised and easy measurement of plant functional traits worldwide. Aust. J. Bot. 51: 335-380.
49. Poorter H & Navas ML (2003) Plant growth and competition at elevated CO2: on winners, losers and functional groups. Tansley review. New Phytologist 157:175-198.
50. Tholen D, Voesenek LACJ & Poorter H (2004) Ethylene insensitivity does not increase leaf area or Relative Growth Rate in Arabidopsis, Nicotiana tabacum, and Petunia x hybrida. Plant Physiol. 134: 1803-1812.
51. Vanhala T, Van Rijn CPE, Buntjer J, Stam P, Nevo E, Poorter H, Van Eeuwijk F (2004) Environmental, phenotypic and genetic variation of wild barley (Hordeum spontaneum) from Israel. Euphytica 137: 297-309.
52. Villar R, Ruíz-Robleto J, Luis Quero JL, Poorter H, Valladares F, Marañón T (2004) Tasas de crecimiento en especies leñosas: aspectos funcionales e implicaciones ecológicas. In: Valladares F (ed). Ecología del Bosque Mediterráneo en un Mundo Cambiante. EGRAF, Madrid. Pp. 191-227.
53. Wright IJ, Reich PB, Westoby M, Ackerly DD, Baruch Z, Bongers F, Cavender-Bares J, Chapin FS, Cornelissen JHC, Diemer M, Flexas J, Garnier E, Groom PK, Gulias J, Hikosaka K, Lamont BB, Lee T, Lee W, Lusk C, Midgley JJ, Navas M-L, Niinemets Ü, Oleksyn J, Osada N, Poorter H, Poot P, Prior L, Pyankov VI, Roumet C, Thomas SC, Tjoelker MG, Veneklaas E, Villar R. (2004) The leaf economics spectrum worldwide. Nature 428: 821-827.
54. Poorter H, van Rijn CPE, Vanhala TK, Verhoeven KJF, de Jong YEM, Stam P, Lambers H. (2005) A genetic analysis of Relative Growth Rate and underlying components in Hordeum spontaneum. Oecologia 142: 360-377.
55. Shipley B, Vile D, Garnier E, Wright IJ, Poorter H (2005) Functional linkages between leaf traits and net photosynthetic rate: reconciling empirical and mechanistic models. Funct. Ecol. 19: 602-615.
56. Vile D, Garnier E, Shipley B, Laurent G, Navas ML, Roumet C, Lavorel S, Díaz S, Hodgson JG, Lloret F, Midgley GF, Poorter H, Rutherford MC, Wilson PJ, Wright IJ (2005) Specific leaf area and dry matter content estimate thickness in laminar leaves. Ann. Bot. 96: 1129-1136.
57. Wright IJ, Reich PB, Cornelissen JHC, Falster DS, Garnier E, Hikosaka K, Lamont BB, Lee W, Oleksyn J, Osada N, Poorter H, Villar R, Warton DI, Westoby M (2005). Assessing the generality of global leaf trait relationships. New Phytol. 166: 485-496.
58. Wright IJ, Reich PB, Cornelissen JHC, Falster DS, Groom PK, Hikosaka K, Lee W, Lusk CH, Niinemets Ü, Oleksyn J, Osada N, Poorter H, Warton DI, Westoby M (2005) Modulation of leaf economic traits and trait relationships by climate. Glob. Ecol. Biogeogr. 14: 411-421.
59. Pierik R, Tholen D, Poorter H, Visser EJW, Voesenek LACJ (2006). The Janus face of ethylene: growth stimulation and inhibition. Tr. Plant Sci. 11: 176-183.
C11. Randerson JT, Masiello CA, Still CJ, Rahn T, Poorter H, Field CB (2006) Is the global terrestrial biosphere becoming more oxidized? Implications for trends in atmospheric O2. Global Change Biology 12: 260-271.
60. Poorter H, Pepin S, Rijkers T, De Jong Y, Evans JR & Körner C (2006) Construction costs, chemical composition and payback time of high- and low-irradiance leaves. J. Exp. Bot. 57: 355-371.
61. Villar R, Ruíz Robleto J, De Jong Y, Poorter H (2006) Differences in construction costs and chemical composition between deciduous and evergreen woody species are small as compared to differences among families. Plant Cell Environm. 29: 1629-1643.
62. Dueck TA, de Visser R, Poorter H, Persijn S, Gorissen A, de Visser W, Schapendonk A, Verhagen J, Snel J, Harren FJM, Ngai AKY, Verstappen F, Bouwmeester H, Voesenek LACJ, van der Werf A (2007) No evidence for substantial aerobic methane emission by terrestrial plants: a 13C-labelling approach. New Phytol. 175: 29-35.
63. Poorter H & Garnier E (2007). The ecological significance of variation in relative growth rate and its components. In: Pugnaire FI & Valladares F (eds). Functional Plant Ecology, 2nd edition. CRC press, Boca Raton, pp. 67-100.
64. Tholen D, Pons TL, Voesenek LACJ, Poorter H (2007) Ethylene insensitivity in tobacco unmasks a glucose-mediated down-regulation of photosynthetic capacity. Plant Physiol. 144: 1305-1315.
65. Usadel B, Gibon Y, Bläsing OE, Poree F, Höhne M, Günter M, Trethewey R, Kamlage B, Poorter H, Stitt M (2008) Multilevel genomics analysis of the response of transcripts, enzyme activities and metabolites in Arabidopsis rosettes to a progressive decrease of the temperature in the non-freezing range. Plant Cell Environm. 31: 518-547.
66. Verhoeven K, Poorter H, Nevo E, Biere A (2008) Habitat-specific natural selection at a flowering time locus is a main driver of local adaptation of two wild barley populations. Mol. Ecol. 17: 3416–3424
67. Anten NPR, Poorter H (2009) Carbon balance of the oldest and most-shaded leaves in a vegetation: a litmus test for canopy models. New Phytol. 183: 1-3.
68. Chen X, Huber H, de Kroon H, Peeters AJM, Poorter H, Voesenek LACJ, Visser EJW (2009). Intraspecific variation in the magnitude and pattern of flooding-induced shoot elongation in Rumex palustris. Ann. Bot. 104: 1057-1062.
69. Hannemann J, Poorter H, Usadel B, Bläsing OE, Finck A, Tardieu F, Atkin O, Pons T, Stitt M & Gibon Y (2009) Xeml Lab: a software suite for a standardized description of the growth environment of plants. Plant Cell Env., 32: 1185-2000.
70. Poorter H, Niinemets Ü, Poorter L, Wright IJ, Villar R (2009). Causes and consequences of variation in leaf mass per area (LMA): a meta-analysis. New Phytol. 182: 565-588.
71. Robroek BJM, Schouten MGC, Limpens J, Berendse F, Poorter H (2009) Interactive effects of water table and precipitation on net CO2 assimilation of three co-occurring Sphagnum mosses differing in distribution above the water table. Glob. Change Biol. 15: 680-691.
72. Verhoeven K, Poorter H, Nevo E, Biere A (2009) Habitat-specific natural selection at a flowering time locus is a main driver of local adaptation of two wild barley populations. Mol. Ecol. 17: 3416–3424.
73. Hogewoning SW, Trouwborst G, Maljaars H, Poorter H, Van Ieperen W, Harbinson J. (2010) Blue light dose–responses of leaf photosynthesis, morphology, and chemical composition of Cucumis sativus grown under different combinations of red and blue light. J. Exp. Bot. early access.


text:
This teaching activity is an introduction to how ice cores from the cryosphere are used as indicators and record-keepers of climate change as well as how climate change will affect the cryosphere. Students learn through a guided web exercise how scientists analyze ice cores to learn about past climate conditions, how melting sea and land ice will contribute to sea level rise, and what areas of the world would be at risk if Antarctic and/or Greenland ice sheets were to melt away.
This video segment explores whether, in principle, renewable energy resources could meet today's global energy needs of about 15.7 terawatts.
This interactive visualization is a suite of weather and climate datasets as well as tools with which to manipulate and display them visually.
In this experiment, students will observe two model atmospheres: one with normal atmospheric composition and another with an elevated concentration of carbon dioxide. These two contained atmospheres will be exposed to light energy from a sunny window or from a lamp. The carbon dioxide is produced by a simple reaction and tested using bromothymol blue (BTB).
In this activity learners work in pairs or small groups to apply knowledge of energy-wise habits to evaluate energy use in their school and make recommendations for improved efficiency. Students create and use an energy audit tool to collect data and present recommendations to their class. Further communication at the school and district level is encouraged.
A simple three-part diagram from UNEP GRID Vital Water Graphics showing what the impact of global warming will be on projected coastlines and populated areas of Bangladesh with a 1 and 1.5 m sea level rise relative to the current coastline.
This interactive visualization allows users to compare future projections of Wisconsin's average annual temperature with the actual changes of the last five decades. Text on the web page encourages students to think about the challenges Wisconsin could face if these changes occur.
In this video, students explore the work of Jay Keasling, a synthetic biologist experimenting with ways to produce a cleaner-burning fuel from biological matter, using genetically modified microorganisms.
In this video, several scientists identify and describe examples of increasing health problems that they believe are related to climate change.
In this lab activity students generate their own biomass gases by heating wood pellets or wood splints in a test tube. They collect the resulting gases and use the gas to roast a marshmallow. Students also evaluate which biomass fuel is the best by their own criteria or by examining the volume of gas produced by each type of fuel.


text:
Sunday, 2 August 2015
Last updated 2 days ago
Jan 26 2010 | 11:10am ET
Hedge fund administrator Northern Trust has promoted a firm veteran to head its multi-asset class investment management business.
Alan Robertson was named to the newly-created post of global head of sales and service at Northern Trust Global Investments. Robertson, who has been with Northern Trust for 11 years, has led the firm's multi-manager business, Northern Trust Global Advisors, since 2007.
Joseph McInerney, the chief operating officer of NTGA, has been named to succeed Robertson as CEO.
"Alan Robertson is a consummate professional who can lead our staff in delivering excellence in execution on behalf of clients around the globe," NTGI President Stephen Potter said. "He will play a key role as we continue to align our organizational structure with our strategy to provide clients with superior investment expertise, advice and service in all markets."
Jul 7 2015 | 4:03pm ET
In addition to easing capital formation for small companies, Regulation A+ has enormous...
Jul 23 2015 | 5:05pm ET
Italian sportscar maker Ferrari has taken a step closer to a stock market listing...
Jul 28 2015 | 3:01pm ET
The lifting of restrictions on foreign ownership limits in Vietnam later this year...
May 27 2015 | 2:15pm ET
Support Hedge Funds Care, also known as Help For Children (HFC), by participating in this year's raffle. All proceeds go to support HFC's mission of preventing and treating child abuse. Read more…


text: Stayed one night , ate dinner and had a wonderful experience. Since we were in a hurry to go somewhere and runniing late, we asked to get our food quick and they accommodated us. Service was fantastic and staff friendly. Food was great too. Loved the old feel of the place and all the old... read more


text:
In the November 15, 2002, edition of RF Update we reported on DTV reception tests from an alternate transmit site to the Denver market's Lookout Mountain. (See DTV stations looking at alternate sites and testing new technology.)
All of the major Denver stations are sited on Lookout Mountain. With the exception of KWGN, all are members of the Lake Cedar Group consortium.
According to John F.X. Browne, P.E., of John F.X. Browne & Associates, PC, this site was, is, and will continue to be their site of choice. We reported that a number of DTVs had their CPs revoked. This information was based on local sources and the FCC's Web site that indicated that KUSA-DT has a DTV CP rescinded.
Browne said that all DTV stations currently have valid construction permits on Lookout Mountain; the rescinded permit for KUSA-DT was based on an administrative error made by the FCC. The permit was for a change to an existing construction permit and should not have been granted because the CARE group had filed an objection to all the applications filed by the Lake Cedar Group members prior to the CP grant date; since the FCC had not disposed of that petition, it should not have granted the modification of the existing CP in the first place.
The location of KDBI - used for the DTV measurements - is not the same site as being proposed by Squaw Mountain Communications, Browne said. The site is considerably higher and approximately a mile away. Browne expressed concern about the applicability of measurements made from this site vis-à-vis real world performance from the actual site being proposed by Squaw Mountain Communications. Furthermore, the test conducted with an on-channel booster does not appear to have included areas of signal overlap (from main and booster transmitters) so the usefulness of the data is questionable.
For more information visit www.fcc.gov.
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text:
What you get
- Admission for One
- One Draft Beer
- Five Chili Tasting Tickets
If you sometimes describe the temperature using the Scoville scale instead of Fahrenheit degrees, you're probably a chili connoisseur -- and you'll want to don your Scotch bonnet and join your piri-piri-loving peers at the Chili Cook Off. With today's deal from Tastethebest.com, pay $23 for one Spicy Ticket to the January 20 event, including five chili tastes and one draft brew (regularly $43). Head to the Greenwich Village Country Club for the afternoon (noon to 3 p.m.) or evening (5 to 8 p.m.) session, then grab a cold beer to sip as you sample the aromatic chili creations that'll warm you to the core.
Fine printEach voucher is good for 1 person • Valid for ages 21+ only • Event is rain or shine • Seating subject to first-come, first-served availability; attendance of a particular session not guaranteed and subject to availability • Alcohol not discounted more then 50% • Online reservations are required at least 48 hours in advance • Merchant cancellation/re-scheduling policy of 24 hours applies; voucher subject to forfeiture • Valid on January 20, 2013 only • A refund may only be collected within 24 hours of your purchase; no refunds permitted on day of event • Entire value must be used in a single visit
Chili Cook Off: 1 Beer + 5 Tastes
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PM Borisov Seeks 10% Increase in EU Funds for Bulgaria in 2014-2020
Bulgarian Prime Minister Boyko Borisov called for a 10% increase in EU funds for Bulgaria at the EU budget summit in Brussels.
The two-day special summit ended without an agreement on the EU budget in 2014-2020 and the discussions will continue at the next meeting of EU leaders scheduled for January 2013.
After the end of the summit, Borisov told journalists that he had called for a 10% increase in EU funds for Bulgaria in the next seven-year period.
Borisov's demand means an extra BGN 601 M for Bulgaria, as compared to the current EU budget framework.
"What we called for was an extra EUR 14 per person of Bulgaria's population. I hope that we shall get support and achieve the desired increase by January" Borisov said, as cited by the Bulgarian National Radio (BNR).
Bulgaria's Prime Minister went on to comment on the failure to achieve a compromise on the EU Multiannual Financial Framework (MFF) for 2014-2020.
"A new project will be prepared to be discussed at the next meeting. The fact that no compromise was reached should not be considered a tragedy. The adoption of each new budget in each country is a much more complicated process," he argued.
- » Council of Europe anti-torture Committee Head Condemns Bulgaria's Failure to Report Police Brutality Cases
- » EU to Allocate EUR 25 M to Bulgaria, Turkey for Cross-Border Cooperation
- » EU Allocates EUR 6.3 M to Bulgaria for Recovery after Severe Winter
- » PM Borisov Highlights Bulgaria's Contribution to EU Security in Talks with Mogherini
- » EU Foreign Policy Chief Mogherini To Meet with Bulgaria's PM, President in Sofia
- » 8 Projects of 6 EU Countries among First Batch to Get Funding under 'Juncker Plan'


text:
Powder Springs, GAUSA
Hometown: Powder Springs
February 18, 2010
My second was born at home unassisted (but I support midwifery 100%).
I love to talk about all things birth & baby.
I teach childbirth classes.
I would love to share what I know about birth and learn from others.
When Grace was crowning I had my hands on her head, and I looked at my husband and felt this incredible awe that this was really happening, and I saw my feelings mirrored in his face. I'll never forget it.
I'm a childbirth educator and homebirther.
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text:
The Are you REALLY open-minded? Test
Their result for The Are you REALLY open-minded? Test ...
You scored 105% Talk the Talk and 60% Walk the Walk!
Their Analysis (Vertical line = Average)
They scored 105% on Talk the Talk, higher than 62% of your peers.
They scored 60% on Walk the Walk, higher than 60% of your peers.
All possible test results
Conservative Minded
You're not open to much. Sure, there may be an issue or two in which you're more progressive than most, but for the most part, you are a firm believer and practitioner in living a life that's as "norm... Read more
That's funny... you don't like to say you support any kind of "deviant" living, but in practice, you're pretty far out there! Then again, maybe "hypocrite" is too strong a word... mabye you just pre... Read more
You have a lot of things to say about embracing difference, but when it comes to living your own life, you keep pretty firmly on the straight and narrow. This isn't necessarily a bad thing - you're pe... Read more
Free Radical
You talk the talk, but you also walk the walk. You put your time, money, and efforts where your mouth is. It can be hard to be this open-minded both in theory and in practice... kudos! Read more
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Breakfast Casserole with Turkey Sausage, Mushrooms, and Tomatoes
By using egg whites and turkey sausage, plus low-fat milk and cheese, in this hearty breakfast casserole, you save 129 calories, 14 grams of fat, and 137 milligrams of cholesterol per serving.
Total Time:
Level: Moderate
Serves: 8
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- Olive-oil cooking spray
- 14 oz. spicy turkey sausage
- 0.75 lb. mixed mushrooms (such as cremini, shiitake, and oyster)
- Salt
- freshly ground pepper
- 1 small onion
- 8 slice bread (4 whole wheat, 4 hearty white)
- 5 oz. low-fat Jarlsberg cheese
- 1 pt. grape tomatoes
- 5 large eggs
- 5 large egg whites
- 1.50 c. low-fat milk
- Coat a medium nonstick skillet with cooking spray and heat over medium heat. Add sausage and brown, breaking up with a wooden spoon as meat cooks, about 10 minutes. Using a slotted spoon, transfer sausage to a plate. Set aside.
- Add mushrooms to skillet and cook over medium-high heat until they begin to brown, about 4 minutes, stirring occasionally. Season with salt and pepper. Add onion, reduce heat to medium-low, and cook, stirring occasionally, until onion is soft and mushrooms are well browned, about 4 more minutes. Set mixture aside.
- Preheat oven to 350 degrees F. In a medium bowl, toss bread, cheese, tomatoes, reserved sausage, and reserved mushrooms and onions. Coat a 9- by 13-inch casserole dish with cooking spray and spread mixture in an even layer in dish. In a medium bowl, beat together eggs and egg whites. Whisk in milk and pour over bread mixture. Cover dish with aluminum foil and let casserole sit for 10 minutes. Press foil down gently to ensure top layer of bread cubes soaks up liquid.
- Bake casserole for 35 minutes. Remove foil and bake 15 minutes more. Let rest for 15 minutes before serving.
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June 12, 2007 Item 4 CHAPTER 2: EMPLOYMENT 2A.2 Hiring for an Interim Appointment When an employee will be absent from work for 1-30 calendar days, the Director may appoint another current employee from a lower range to an interim position at the absent employee's range for the duration of the leave by waiving the minimum educational requirement. During an interim appointment, the appointed employee shall receive the minimum range (Step A) of the absent employee's range. If the interim employee's rate of pay is the same as or exceeds this minimum, he/she shall advance to the step in the absent employee's salary range next above the rate of compensation that he/she currently receives. Appointment to an interim position will not change an employee's anniversary date. An employee appointed to an interim position remains eligible for a step increase based on his/her original position during the time of the interim appointment. If that step increase would bring the level of pay to that of the interim position, then the necessary salary adjustment will be made in the level of pay of the interim position. If the interim appointment is for a part-time position, the number of hours budgeted for the interim position will be used to calculate holiday pay as outlined in Policy titled "Holiday Pay for Part-time Employees." Interim appointments will be initiated and made by the Director. Approved Date: 7/11/00 Effective Date: 10/31/00 Revised Date: 9/19/06, 6/12/07 2B. Annual Pay-For-Performance Review June 12, 2007 Item 4 Annual performance reviews are used to evaluate an employee's overall work performance, based upon duties listed on the position description and other standard performance indicators. These reviews are an opportunity for the supervisor and employee to review the work, conduct and achievements of the past and set goals for the future. Also see Policy titled "Merit Steps." The purpose of the annual performance review process is to promote better communications between employees and supervisors, and to improve employee job satisfaction and productivity. However, performance review is a continuous and ongoing process and must not limited to once a year communication. The annual performance review includes oral as well as written comments, conducted in private between the employee and the supervisor. All pertinent oral comments should be documented on the review. Isolated instances of good or substandard work should not unduly influence the supervisor's rating. Satisfactory job performance and reviews are required for continued employment and are a condition of receiving merit steps. The appraisal of performance of the director will be done by the Personnel Committee of the Board in consultation with the director. Approved Date: 5/13/03 Effective Date: 5/13/03 Revised Date: 6/12/07 2C.5 Reduction of Hours When public interest dictates, the Board of Trustees can authorize the Director to temporarily or permanently reduce the hours of a position or group of positions or any combination of staff. The employer will give twenty-eight (28) days notice to employees whose hours are to be reduced except in an emergency. Approved Date: 5/08/07 June 12, 2007 Item 4 Effective Date: 6/04/07 Revised Date: 2G. Attendance Employees are expected to maintain consistent starting times and to be at their workstations at the beginning of the work period. Employees are expected to be in attendance at their assignments. Failure to do so is cause for disciplinary action. Form: Employee Change Notice Approved Date: 7/11/00 Effective Date: 10/31/00 Revised Date: 5/14/02, 1/22/03, 8/27/03, 6/12/07 2I. Drug and Alcohol Testing Great River Regional Library (GRRL) has a commitment to provide a safe workplace for its employees and patrons. Recognizing that drug and alcohol abuse pose a direct and significant threat to this goal, and to the goal of a productive and efficient working environment in which all employees have an opportunity to reach their full potential, GRRL is committed to assuring a drug and alcohol free working environment for all of its employees. GRRL prohibits the use, possession, transfer, and sale of alcohol and/or illegal drugs while working, while on all premises owned or operated by GRRL, and while operating any company vehicles, machinery, or equipment. GRRL also prohibits the abuse of prescription drugs. GRRL prohibits reporting for work, and working anywhere on behalf of GRRL under the influence of alcohol and/or illegal drugs. Work-related substance abuse will not be tolerated. June 12, 2007 Item 4 Violation of the policy may result in corrective action, up to and including termination. Employees Covered by the Policy: This policy applies to all GRRL personnel, no matter what position or employment status without exception. Definitions Work-related substance abuse: the use of mood-altering drugs, including all forms of alcohol, narcotics, depressants, stimulants, hallucinogens, marijuana, or the use of prescription drugs adversely affecting work performance. Abusing prescription drugs includes exceeding the recommended prescribed dosage and/or using another person's prescribed medications. Adversely affects work performance and under the influence: these shall be determined to be present if the employee is perceptively impaired; has impaired alertness, coordination, reactions, responses, or effort; if the employee's conditions or behavior presents the appearance of unprofessional or irresponsible conduct detrimental to the public's perception of GRRL as an employer as determined by the employee's supervisor and a designated member of management. Controlled Substances: those substances whose distribution is controlled by regulation or statute including, but not limited to, narcotics, depressants, stimulants, hallucinogens and marijuana. Mood-altering or alter: changed behavior which may limit an employee's ability to safely and effectively perform their job duties, or pose a threat to the safety of the employee or others. Work Rules No employee shall report to work under the influence of alcohol, marijuana, controlled substance or other mood altering drugs which adversely affect their work performance, including their alertness, coordination, reaction, response, judgment, decision making or safety or the safety of others. No employee shall operate, use or drive any equipment, machinery or vehicle of GRRL while under the influence of alcohol, marijuana, controlled substances or other mood altering drugs. Every employee is under an affirmative duty to immediately notify their supervisor that they are not in an appropriate mental or physical condition to operate, use or drive GRRL equipment if under the influence of alcohol or drugs. June 12, 2007 Item 4 During work hours, no employee shall use, sell, possess, or transfer any illegal drug, alcohol, or any prescription drug (except as medically prescribed and directed). Employees shall not participate in these activities during their rest breaks or during overtime work hours. Such action will be reported to appropriate law enforcement officials. The following exceptions do apply: Possession of alcohol while in an employee's personal vehicle on the premises in compliance with applicable statutory requirements is not a violation of this policy. When the prohibited act is a part of a medical treatment required by a physician, the physician has advised the employee that he/she is capable of performing his/her job, and the employee has informed the supervisor of the otherwise prohibited use. When an employee is taking medically authorized drugs or other substances which may alter job performance, the employee is under affirmative duty to notify the appropriate supervisor of their temporary inability to perform the job duties of their position. Drug and Alcohol Testing Reasonable suspicion testing: An employee may be subject to drug/alcohol testing under any of the following circumstances: o GRRL has a reasonable suspicion that an employee: is under the influence of drugs or alcohol; the employee has violated GRRL's written work rules concerning drug/alcohol use; the employee has sustained a work-related personal injury or caused another person to sustain a work-related injury which required medical attention; or the employee has caused a work-related accident or was operating or helping to operate machinery, equipment, or vehicles involved in a work-related accident or a near miss accident that resulted in loss time or a personal injury that required medical attention or required written disciplinary notice. Treatment program testing: Any employee participating in a chemical dependency treatment program under an employee benefit program, or who has been referred by GRRL June 12, 2007 Item 4 for chemical abuse treatment or evaluation, may be required to submit to drug and alcohol testing at any time, without prior notice, during the period of participation and for an additional twenty-four (24) months following completion. Any employee failing to complete a treatment or rehabilitation program, or refusing to submit to testing, is subject to corrective action, including termination. General Responsibilities and Testing Procedures Substance abuse prevention is everyone's responsibility. GRRL expects all of its employees to recognize and accept this responsibility, and to do their part in assuring that, working together, a drug/alcohol-free working environment can be achieved and maintained for all employees. All managers and supervisors will receive observation training, including drug and alcohol problem identification, drug identification and internal procedures to be followed to enforce this policy. The testing procedures are as follows: Work-related accident or injury: Employees who are required to submit to drug/alcohol testing due to work-related accidents or injury will be notified by their supervisor, given a copy of GRRL's Employee Drug and Alcohol Testing Policy, requested to complete the Notification of Testing Form and escorted to the local testing site by two other employees. The drug/alcohol test specimen will be sent to an approved laboratory. While waiting for the test result, the employee is expected to return to work on the same day if not impaired, or their next scheduled workday or will be suspended with pay-as determined by the Director, Deputy Director or Coordinator in Charge. Reasonable suspicion: Employees who are in a condition which impairs their ability to perform their job will not be allowed to continue working or remain in the workplace. The impaired condition will be determined by the employee's supervisor and a designated member of management. The impaired employee will be given a copy of GRRL's Employee Drug and Alcohol Testing Policy and requested to complete the Notification of Testing Form. The impaired employee will be taken June 12, 2007 Item 4 to the local testing site for the collection of a drug/alcohol test specimen. When transporting an employee, at least two (2) other employees must be along: one of them should be of the same sex as the impaired employee. When the test is complete, the escorts will take the employee home. The drug/alcohol test specimen will be sent to a SAMSHA certified testing laboratory. While waiting for the test result, the employee is expected to return to work on their next scheduled workday or will be suspended without pay as determined by the Director, Deputy Director or Coordinator in Charge Urine drug and alcohol testing will be done except in circumstances where a blood sample may be necessary. Drug testing kits will be maintained at each branch library. These kits will be taken with the employee and given to the clinic where the test is to be conducted. The kits will include: 1) a collection kit; 2) a chain of custody form; 3) an air bill; 4) an air lab pack. Responsibilities of the Medical Review Officer (MRO) All drug/alcohol test results from a SAMSHA certified testing laboratory, will be faxed directly to GRRL's contracted Medical Review Officer (MRO) to specifically review the test results. The MRO will review the test results, check the chain of custody for accuracy and report accordingly. Negative Results: The MRO will notify the Human Resources Coordinator in writing within three working days of receiving negative results. The MRO will give a verbal report over the phone to the Human Resources Coordinator (properly identified and authorized by GRRL) upon request. GRRL's Human Resources Coordinator will also notify the employee in writing within three working days of receiving negative results by the MRO Positive Results: Upon receiving positive results from a test, the MRO will contact the employee directly, identifying the person by date of birth and social security number. If the MRO cannot reach the employee by phone, the MRO will call GRRL's Human Resources Coordinator. GRRL's Human Resources Coordinator will then contact the employee with June 12, 2007 Item 4 instructions to call the MRO immediately. The MRO will report the positive results to the employee and ask if there is any reasonable explanation for same (i.e. if the employee is on any prescription or over-the-counter medications for any surgical or dental procedures). If the employee presents a plausible, verifiable reason, they must produce the verification (i.e. prescription, bottle of medicine, name and phone number of physician performing procedure or writing prescription). If the employee is on a prescription prescribed for another person, employee must provide written authorization from the prescribing physician. The MRO will then contact that individual for verification. If all information is verified and it is deemed reasonable per the judgment of the MRO, the MRO will report the results to GRRL as negative. If there is no verification or reasonable explanation of the positive results, the MRO will report it as positive. A verbal report will be made to the Human Resources Coordinator (properly identified and authorized by GRRL). A letter verifying a positive result will also be sent to GRRL. GRRL's Human Resources Coordinator will send a copy of the results to the employee. Alcohol Test Result Thresholds: 1) With a test result of 0.020-0.039 GM/DL, documentation will be maintained in the employee's medical file. This will not be viewed as a positive result for purposes of further action under the policy unless the employee has another incident of testing 0.020-0.039 GM/DL in one year. At this point, a mandatory referral to EAP will occur. 2) With a test result of 0.040 GM/DL or above, mandatory referral to EAP will occur. Administration of Test Results All drug/alcohol test results will be received by GRRL's Human Resources Coordinator who will administer the test results as follows: Drug and Alcohol Testing Negative Results: GRRL's Human Resources Coordinator will notify the immediate supervisor of the negative drug/alcohol test results and maintain the documentation in an employee medical file. The immediate supervisor will notify the employee of the negative results. June 12, 2007 Item 4 Positive Results: GRRL's Human Resources Coordinator will notify the immediate supervisor of the positive drug/alcohol test results. The MRO will already have discussed the results with the employee. The Human Resources Coordinator and supervisor will review the positive drug test options with the employee and place the employee on a non-paid leave until they are released back to work by the MRO. Employee accepts treatment: The employee will contact GRRL's Employee Assistance Program to complete an initial assessment plan. The Human Resources Coordinator will assist in the initial contact with EAP. After the initial assessment, the EAP will coordinate their findings with the MRO regarding a specific treatment plan for the employee. The MRO will manage the return to work process and the random drug/alcohol testing program for the twenty-four month period immediately following their return to work. If the employee tests positive again on a post-treatment drug/alcohol test, their employment will be terminated. Employee must obtain negative test results in order to return to work. Employee refuses treatment: If the employee refuses treatment, counseling, rehabilitation, retesting or quits treatment at any time before being released by a counselor and/or the MRO, their employment will be terminated. Record Retention GRRL shall retain a copy of all test results from the MRO. Positive test results are kept for five years; negative test results are kept for one year. GRRL will keep written notification of random drug/alcohol screens along with any letters from employees requesting a retest. Employee Assistance Program GRRL urges individuals with substance abuse problems to seek help. GRRL is committed to providing assistance in this regard. GRRL considers drug addiction and alcoholism to be treatable diseases. The goal of GRRL's policy on Employee Drug and Alcohol Testing Policy is not only deterrence, it also is detection and treatment. June 12, 2007 Item 4 GRRL makes available to all employees a confidential Employee Assistance Program (EAP) whose ultimate goal is rehabilitation. This program is available at no cost to employees and their dependents and includes initial assessment, referral and counseling. The EAP includes family support, counseling, and re-enforcement, all of which can be critical to the successful rehabilitation of substance abuse. Any subsequent treatment after referral from the EAP to an outside treatment provider may be covered under the employee's medical plan. The costs of continuing or long-term rehabilitation services, whether covered by the employee's medical plan or not, are the ultimate responsibility of the employee. Employee Rights Employees have rights under GRRL's Drug and Alcohol Testing Policy and State law. An employee may refuse to submit to drug and alcohol testing. However, any employee refusing to submit to testing is subject to corrective action, including termination. Prior to drug and alcohol testing, the employee will be provided with a form on which to acknowledge that they have received a copy of GRRL's Employee Drug and Alcohol Testing Policy. GRRL will notify the employee in writing of negative or positive test results within three working days after receiving notice from the MRO. An employee may submit a written explanation of a confirmed positive test result within three working days of receiving notice of the positive test result. The employee may, at their own expense, have a confirmatory retest of the original sample performed by a licensed testing laboratory. They must notify GRRL in writing within five working days of receiving the initial test results of their intention to obtain a confirmatory test. June 12, 2007 Item 4 An employee may appeal any disciplinary action taken against them by submitting a written statement indicating the basis for the appeal. The written statement may include an explanation for the confirmed positive test result. GRRL will determine whether a meeting with the employee is necessary to discuss the appeal based on the written statement, any additional explanation provided by the employee and the test results including the confirmatory retest paid for by the employee. Appeals of disciplinary action based on a confirmed positive test result must be made within fifteen working days of the date the employee was provided written notice of the disciplinary action. GRRL's grievance policy will not be followed due to statutory requirements. An employee may request a copy of their test result report from any drug and alcohol test. An employee may review any information regarding confirmed positive test results and any action based on those results. Test result reports and other information acquired through GRRL's Employee Drug and Alcohol Testing Policy are private and confidential information. This information will not be communicated by GRRL to individuals inside or outside of the company without the employee's consent except to those who need to know this information to perform their job functions, and as permitted or required by law or regulation. Positive test results may not be used as evidence in a criminal prosecution against the employee. An employee who is suspended without pay will be reinstated with back pay if the outcome of the confirmatory test or requested confirmatory retest is negative. Corrective Action Any violation of this policy constitutes employee misconduct. Any employee who violates this policy or receives a confirmed positive test result is subject to corrective action. Each situation will be evaluated on a case-by-case basis depending upon the severity and June 12, 2007 Item 4 circumstances involved. An employee who refuses testing or to participate in a rehabilitation or counseling program recommended by GRRL will be terminated. An employee receiving a subsequent confirmed positive test result during the course of treatment or following treatment will be terminated. Form: Notification of Testing Approved Date: 7/11/00 Effective Date: 10/31/00 Revised Date: 5/13/03, 6/12/07 2P. Staff Association The Great River Regional Library Board of Trustees (Board) and administration recognize the Great River Staff Association (GRSA) as an organization that exists to promote communication, cooperation and fellowship among library employees. The Board also recognizes that GRSA is an advisory body for budgetary matters as they relate to staff wage and benefits as outlined in their bylaws. The elected GRSA president, or designee, is authorized to speak on behalf of library staff members regarding desired changes to staff wages and benefits. The GRSA president, or designee, will be allotted reasonable time on the agenda at a springtime GRRL Board meeting to make their wishes known regarding the aforementioned matters. To be placed on the agenda, the GRSA president, or designee, needs to inform the Director of his or her intent to present information to the Board for consideration in the budget process. Approved Date: 7/11/00 Effective Date: 10/31/00 Revised Date: 6/12/07 June 12, 2007 Item 4 2T. Solicitation and Distribution Policy In order to maintain and promote efficient operations and security, the following policy has been adopted by Great River Regional Library. This policy applies to all employees and governs solicitation and distribution of written material. All employees will follow this essential GRRL policy. Failure to obey this policy may result in such disciplinary actions, including termination, as may be appropriate. Any employee who is in doubt concerning the meaning or application of this policy is advised to consult with his or her supervisor. No employee shall solicit or promote support for any cause or organization during his or her working time. No employee shall solicit or promote support for any cause to any other employee during that employee's working time. No employee shall distribute or circulate any written or printed material during his or her working time or during the work time of the employee or employees at which such activity is directed. No employee shall distribute or circulate any written or printed materials in work areas at any time. For purposes or this policy, "working time" does not include mealtime, break time, or personal time. Approved Date: 7/11/00 Effective Date: 10/31/00 Revised Date: 6/12/07 2V. Discrimination and Offensive Behavior – policy and how to report It is the policy of the Great River Regional Library to maintain a work environment free from discrimination and from offensive or degrading remarks about or conduct related to an employee's race, color, disability, sex, marital status, age, creed, religion, sexual orientation, status with regard to public assistance, national origin, or membership or activity in a local commission. Offensive behavior prohibited by this policy also includes requests to engage in illegal, immoral or unethical conduct or retaliation for the making of a complaint. June 12, 2007 Item 4 One specific kind of illegal and offensive behavior is sexual harassment. Sexual harassment, which can consist of a wide range of unwanted and unwelcome sexually directed behavior, is defined as: Unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature when: Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, or; Submission to or rejection of such conduct is used as a basis for an employment decision, or; Such conduct has the effect of substantially interfering with an individual's work or performance or creates an intimidating, hostile or offensive working environment. Offensive behavior in the sexual harassment category may include, but is not limited to: Verbal harassment or abuse including: Unwelcome sexual remarks or compliments; Sexual jokes; Sexual innuendo or propositions Subtle pressure or requests for sexual activity Unnecessary physical contact Persistent sexually related remarks Display of sexually suggestive objects or pictures in the workplace Request or demand for sexual favors accompanied by direct or indirect threats concerning an individual's employment status or direct promises or preferential treatment Physical assault Sexually-suggestive facial expressions Kissing touching and sexual contact Offensive behavior by any employee, manager, supervisor, or non-employee is not acceptable. All employees, managers and supervisors alike, will be expected to comply with this policy and take June 12, 2007 Item 4 appropriate measures to ensure that such conduct does not occur. Appropriate disciplinary action as legally allowed for each type of employee will be taken against any employee who violates this policy against offensive behavior. Based on the seriousness of the offense, disciplinary action may include verbal or written reprimand, suspension, immediate termination, or cancellation of a contract. It is the goal of this policy to insure that all complaints of offensive behavior will be promptly, thoroughly and respectfully handled. To attain that goal, all employees are on notice that: The reporting and investigative procedures of the Great River Regional Library are designed to encourage a timely report of an act of offensive behavior. Complaints, investigations and resolution will be handled as discreetly as possible, with information being shared only with those who have a need to know, and as may be required by law. Retaliation against any person who complains, reports or testifies about offensive behavior, or participates in an investigation of an offensive behavior complaint is not acceptable. A violation of the policies described in paragraphs 1 through 3 above, or any of them, may result in disciplinary action, including immediate termination. Any person who feels he or she is being subjected to offensive or discriminatory behavior should feel free to object to the behavior and also should report the behavior to the immediate supervisor, Human Resources Coordinator, Department Coordinator, the Deputy Director or the Library Director. If the behavior involves the Library Director, a report should be made to an officer of the GRRL Board of Trustees. Any supervisor who receives an offensive behavior complaint or who has reason to believe offensive behavior is occurring shall report these concerns to the Deputy Director or the Library Director. Approved Date: 7/11/00 Effective Date: 10/31/00 Revised Date: 5/14/02, 6/12/07
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Home > News > Researchers push toward true lab-on-a-chip
February 11th, 2003
Researchers push toward true lab-on-a-chip
A group of Italian researchers is closer to moving medical research and diagnosis into the lower cost realm of lab-on-a-chip by proposing a CMOS-based device for individual cell manipulation, detection and analysis. Using this week's (Feb. 9) ISSCC conference as a platform, Silicon Biosystems (Bologna, Italy), in conjunction with the University of Bologna, proposed a biochip that it says could reduce the time period for common experiments from several days to just hours and find broad application in medical diagnostics, drug discovery and basic biomedical research.
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Harmful, unintended consequences of technological advances, such as the deadly mass strandings of whales caused by naval sonar, need to be confronted, not denied.
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In countries such as Hungary, Costa Rica and Chile, dolphins have been recognized as nonhuman persons. India's government recently followed suit and is now starting to close down dolphin parks and has prohibited catching and importing the marine mammals for entertainment purposes.
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The international community has totally failed to convince Japan, Iceland and Norway to stop hunting whales, including those facing extinction. A new proposal would allow the rogue nations to drop the pretense of scientific research in exchange for a reduction in kills, but environmentalists are skeptical.
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While some whales' hearts are as big as cars, the hearts on the Supreme Court that ruled Wednesday against a ban on high-powered sonar in Navy training exercises must be shrinking by the minute. The decision was a defeat to environmentalists, who argue that sonar panics whales, makes their ears bleed and pushes them to beach themselves.
Under the pretense of scientific research, a fleet of Japanese whaling ships is hunting the humpback whale for the first time in decades. The whaling mission plans on killing roughly 1,000 animals in all, including 50 or so humpbacks. While Japanese officials claim the purpose of the mission is to study whale organs, the meat from the animals will be sold commercially.
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PTCL offers economy package for its broadband users. This package is offered with 1Mbps speed but a monthly limit of 10GB (downloads/uploads) at a monthly charges of Rs. 499.
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The city of New York has agreed to pay $5.9 MILLION to the family of Eric Garner who was choked to death by policemen. Naturally, not a single cop has been charged with a single crime for the murder of Eric Garner. The medical examiner ruled his death to be an example of homicide, but in the world of police and bad people, there are always bad people, but never bad cops. Failure to indict a single cop for this crime is merely another example of protecting those who are charged with protecting people.
Eric Garner's last words were: "I can't breathe." The best way to protect our police forces is to get rid of those who do not live up to the most important rule for police- protect citizens!