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Literary agents are notoriously coy about interviews. So it was a pleasure to meet Danielle Svetcov, a San Francisco-based cookbook agent who's part of a New York agency, Levine Greenberg Rostan, who welcomed the opportunity.
Here's what she has to say about why she became an agent, what she's looking for in a new author, and what's new in cookbook publishing:
Q. So you're a journalist, a professionally-trained chef, and you have an MFA. How did this massive education lead to you becoming an agent?
An agent wears a lot of hats: editor, writer, reader, critic, life coach, translator, therapist, news-junkie, diplomat, lifeboat driver — you need a lot of degrees for those jobs!
Here's the actual path: age 13, request Sunset Magazine subscription, discover bologna has a fancier cousin, prosciutto; 18, fancy self a journalist and attend J-school where mantra is "if your mother says she loves you, check it out;" 22, begin freelance career, avoid crime beat, politics, and anything requiring sleep-deprivation; 25, accept job as restaurant critic for a first-wave dot.com, quickly tire of pointing out flaws in hard-working kitchens, go back to freelancing; 28, commit to becoming a "real" writer, receive an MFA in fiction, never crank out a news story again, hawk coffee and morning buns by day, write short stories by afternoon and night; 30, reply to Craigslist ad for part-time literary agent's assistant to combat growing feelings of irrelevance; 34, sell one book and then another, and then another on behalf of toiling writers I commiserate with; 41, sell my 80th book and pretend these turns were all part of the plan.
One correction: I'm not a professionally trained chef; when I was 24, I attended a "culinary camp" at Boston University, a three-month, full-time program that taught me that I lack what it takes to cook professionally; then I interned at Chez Panisse, just to be sure I was that bad; I lasted two days; the chef told me, "Don-ee-el, you talk to much, you move too slow. Time is money, space is money." I always appreciate candor; it saves a lot of time.
Q. What was the first cookbook you sold?
A. Eat Feed Autumn Winter, to Stewart, Tabori & Chang, by Anne Bramley, founder of the Eat Feed podcasts. I think I sold it in 2007. Anne is still one of the cleanest most entertaining food writers I've ever worked with. She was ahead of her time with that food podcast.
Q. Which cookbooks have been your most successful?
Oh, that's like asking me which of my children I like best.
Veg News named Feeding the Hungry Ghost by Ellen Kanner the best vegan cookbook of 2013. Karen Solomon's Jam It, Pickle It, Cure It was probably the game-changer in the DIY jamming/canning space and is still earning royalties. Same story with Vegan Soul Kitchen by Bryant Terry; and now his Afro-Vegan cookbook is killing it, selling thousands in its first weeks on shelves. I adore the concept of Root to Stalk Cooking by Tara Duggan and thinks she's brilliant for coming up with a sophisticated approach to conserving and celebrating the parts of fruits and vegetables we regularly toss.
And I'm so excited about cookbooks that will publish in the coming months and year: the flour+water cookbook, the Camino cookbook, the Brown Sugar Kitchen cookbook, The Year of Cozy by Adrianna Adarme, The Einkorn cookbook, Dandelion & Quince from Michelle McKenzie, The 52 New Foods Challenge by Jennifer Tyler Lee, State Bird Provisions' cookbook.
Damn. When I type them out in a series like that, I get extremely excited. I'm so proud to work with these folks.
Q. What about this cookbook, The Un-Constipated Gourmet, that you wrote in 2009, when you were already an agent. What did you learn about being a cookbook author?
Um, you can't really NOT have fun writing a cookbook like this. And that was the point. I wanted to laugh for a year, while learning about the marketplace for cookbooks, and the process of making them. I found a press that understood the comedy and utility of the idea and paid me an advance to write it. I hired an intern (whom the agency later represented for two of her own books; if you want to break into cookbook writing, I highly recommend interning for a cookbook author, even one who isn't also an agent), I interviewed food historians, I recipe tested and asked friends and family to recipe test, I talked strategy with my publicist. It was a lot of work. I dreamt about mistyped recipes with 2 cups of salt instead of 2 teaspoons. My house smelled like a Fry Daddy for six straight months.
It was a bit like being inside something and outside of it at the same time. I knew what to expect and how to advise myself, but I also had first-time author jitters and outsized expectations. I still want Dr. Oz to hold up the book on his show and declare it the cure for what ails us. Dr. Oz, if you're reading, please hold up the book. Short of that, Kaiser please buy 100,000 copies for all the gastro patients in your network; it'll save you money in the long-term. In short, the book is currently in a "slow and steady wins the race" cycle, and I would do it all over again.
Q. What's changed for cookbook authors, in the last few years, when it comes to working with publishing houses?
A. The biggest change in the cookbook world is that publishers are buying more cookbooks than ever, and they are making some presses rich. Chronicle Books, Ten Speed, Phaidon and Artisan are constantly redefining the American cookbook and making a lot of money doing it. They have terrific, future-looking editors who spot trends before anyone else; they make working in this space exciting; they work incredibly hard.
But at the ground level, where the author experiences things, I'd say that not a whole heck of a lot has changed, actually. Yes, some publishing houses now ask authors to hire photographers and handle that end of things (fiscally and managerially), but coming up with a fresh idea, framing it well, finding an agent to shepherd it through the process, securing a decent advance — that hasn't changed all that much.
I'd also say that blogging has made it easier to get noticed and to publicize a cookbook.You don't have to go to IACP and catch an agent in the bathroom, for undivided attention, anymore. You can just have a knock-out blog with fabulous content and photos and devoted followers. Clearly, not every food blogger is going to get a book agent and deal, but it's a really smart strategy for anyone starting up, especially if you seek to seed your aesthetic and writing style and to stake your claim to a certain topic.
Q. Are there new publishers on the scene that you're excited about?
A. Shambhala has a new crafty/lifestyle imprint called Roost that's doing some great cookbooks. Phaidon just opened a U.S. branch in New York and started a U.S.-based imprint led by Judith Regan that will almost certainly make a splash in the cookbooks space here. McSweeney's is doing a few cookbooks a year. And some of the more traditional outfits like Rodale have hired experienced cookbook editors to reinvigorate their lists and lure talent.
Q. What should an author expect when he or she engages an agent?
A. Care, call-backs in under 72 hours, hard truths, modest advances (if you're a first-time author without a restaurant or flag-ship operation), a lot of red ink spilled on your proposal, a fee of 15% of all proceeds from the sale of the book, a cheerleader, a third-round recipe tester on that salad dressing that just won't coat the lettuce, someone to call when your book-cover looks like clip art from a 1980s robot movie, a nag when you're passed your deadlines, a reader of all your guest-blogger posts on Food52, a talkative lunch date (who will not order the same dish as you) if you happen to be in the same city on the same day.
Q. Why do you lean towards first-time cookbook authors?
A. I lean toward people who don't want to be put in a box, who are constantly evolving. Most of the cookbook authors I rep, I signed for their very first cookbooks, and all of them continue to evolve, invent, think beyond trends to what is authentic and exciting. So, maybe I lean toward first-time authors or maybe I lean toward a certain type of person who just happened to be a first-time author when I tripped into their lives.
Q. What is your approach with a book proposal? Do you sometimes propose a whole crew for a the author, the designer, and the photographer, for example?
A. I don't tend to propose a set crew, but if I think a cookbook proposal will be served by a photographer, I'll recommend several and let the author choose who he/she likes best. If I think the proposal will be served by a designer, I put several in front of the author and let him/her choose. And same goes for the writer. And the recipe tester/developer (if that's not the writer). The hardest part about cookbooks is getting that team – especially if it's a group of characters who've never worked together before – to gel. Sometimes authors with big advances will hire a packager or a project manager to whip the team into shape. Project managers can be a godsend. They know where the lost photo ran off to or which version of the recipe is the tested version. In general, my approach to a book proposal is: write a really good one, and the rest will follow.
Q. What is the most important thing you can tell potential authors about finding an agent or getting a book deal?
A. Work hard. Be generous. Meet people who are kind and want to help you succeed. Be part of a food conversation.
Q. May my readers email you? If so, what must be in their email?
A. Anyone with a book idea can email me directly at firstname.lastname@example.com. A one-page note is great; a two-page note is not so great.
31 Responses to "Agent Prefers First-Time Book Authors"
Hi Danielle,
I love your time-stamped bio. Ha ha. I think most of the non-professionally-trained food industry people (wow that's a mouthful) can relate to some of your experiences. Especially the honesty dished out by chefs in high places.
As a first-time aspiring cookbook author, I appreciate all this information. Dianne always knows exactly which questions to ask!
Thank you both.
Just the other day, I crafted a query letter for a "single" cookbook manuscript I'm working on. I'm delighted to send the query your way.
Oh I recognize that face! In the Q above she doesn't mention that the intern was Rosanna Nafziger-Henderson and that the historian she interviewed was me. She introduced the two of us! And we became coauthors on two cookbooks. Hi Danielle.
What a great interview. Refreshing, generous, funny. Can totally relate to the Chez Panisse internship. Did mine there and spent a week stripping thyme leaves. They did me a favor in confirming I wasn't cut out for restaurant work. Thank you Danielle and thank you Dianne
I sure hope you don't get tired of hearing how helpful (and entertaining) your interviews are, Dianne. Thank you for introducing us to Danielle . . . what a refreshing perspective she provides on the world of cookbook publishing.
Thank you, Dianne! So generous!
I am not a cookbook author Dianne but I do so enjoy your blog and this interview. I write knitting and craft books and write an all over the place blog (I live on a sheep farm) and things are so similar. Thanks so much for what you do.
Interesting interview.
I appreciate Danielle stating that some authors are making "presses rich". The flip side is that most publishers are not making authors rich. We have to work hard, and love what we do.
I'd certainly rather write than strip thyme leaves for a week or possibly even for a day.
As I tell people, writing cookbooks and making a living at it is not for the faint of heart.
Thank you both for sharing this information.
Thank you Danielle and Dianne for such pertinent information–so helpful and generous. I have to tell you, it's very nice to read the positivity for the industry in Danielle's answers since I feel like we only hear about the struggles…not that they don't exist or should be ignored. The fact that new publishers have emerged must only mean that people still want cookbooks, and that's very exciting.
Dr. Oz: hold up the book!
What a wonderful, helpful post especially for the first time author. Danielle gave such a refreshing, candid insight on representation and book publishing. Reading this post was like getting a "breath of fresh air" in the crowded room. And she even gave her email! Wow. I hope others in the industry take her lead. Thanks for sharing this, Dianne!
Fascinating interview, Dianne. I'm not a cookbook author but Danielle's entertaining insider comments had me hooked. Refreshing, honest and funny! Thanks to you both.
Delightful interview, Dianne! I appreciate and admire how Danielle concomitantly approaches life with levity and reverence.
Thank you so much — so creative and supportive. Love your blog, too.
I was honored to buy Danielle's first cookbook with her (Eat Feed, Autumn Winter) at Abrams many years ago. And I still love working with her to this day! She has an unflappable instinct to ferret out what makes someone a great author and all I have to do is listen.
What a great interview. I'm also an aspiring cookbook author, so her sense of humor and honesty are appreciated.
How are prospects for writers on culinary topics that aren't cookbooks? "My life in…" sorts of things, or anthologies/collections? Is that a niche that Danielle occupies as well?


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Steward Resources
Q-and-A—City Carrier Assistants (CCAs)
Injured on the job. Carrier OWCP guide here.
NEW FLMA approved forms here
2012 NALC Guide to Route Inspections
Are you being 99'd soon, use this checklist: print it.
New USPS-NALC Joint Contract Administration Manual (JCAM) 2014 JCAM is now available online by clicking here
Materials reference system Index, The May 2006 MRS Index and Summaries contains summaries of key contractual documents
Grievance Checklist for Stewards re: Discipline or Contractual
The National Agreement here, use the PDF format for easy searches.
Contract CD - Library of contract-related documents on CD
Useful Links - Links to other online resources—USPS and more
Grievance Form (PS8190) download a copy here.
FMLA, links and materials
USPS, handbooks, manuals and publications. ex M-41, M-39 and ELM
Joint Statement on Violence and Behavior in the Workplace
Branch 9 BY-LAWS here
Forced Overtime resoures "WOO stuff"
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Steward Present during job discussion agreement
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Management DOIS rules, "DOIS does not replace a supervisors...repsonsibility to make decisions"
Steward Time issues? read DRT agreement here.
Sick Leave and Attendance issues? guidelines here.
Start times changing? DOIS? Read this letter and contact the branch office.

subset: commoncrawl


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West Nile virus found in Corpus Christi mosquitoes for first time in 2012
CORPUS CHRISTI - West Nile virus has been identified for the first time this year in a pool of mosquitoes collected in Corpus Christi, the health district confirmed.
There have been no cases of the virus found in humans this year.
The mosquitoes were gathered from the 400 block of Bartlett Drive on the city's Westside during a routine collection, according to reports from the Corpus Christi-Nueces County Public Health District. Every week between May and October, Vector Control collects and tests mosquitoes at 27 city sites.
Spraying started in the area and the health district will continue to monitor mosquito pool samples.
The health district urges residents to drain standing water that can aid mosquito breeding, such as flower pots, bird baths and clogged rain gutters, and to take other precautions, such as using insect repellent with DEET, dressing in long sleeves and long pants when outside and staying indoors at dusk and dawn when mosquitoes are most active.
The last human case of West Nile virus was reported in Corpus Christi in 2007, when five people were confirmed to have the disease, according to the Department of State Health Services.
The health district thought a man contracted the virus in 2010 but later discovered he had a much more rare mosquito-borne illness, St. Louis encephalitis.
Symptoms of West Nile virus include fever, headache, tiredness, body aches, swollen lymph glands and occasionally skin rashes. People older than 50 are more likely to develop serious symptoms of the virus, health district officials said. Those with symptoms should be tested by a doctor.
The Corpus Christi-Nueces County Health District urges residents to take precautions against West Nile virus using the four Ds:
Use insect repellent with DEET. Spray clothing and exposed skin.
Dress in long sleeves and long pants when outside.
Stay indoors at dusk and dawn, when mosquitoes are most active.
Drain standing water in your backyard and neighborhood by disposing of old tires, draining flowerpots bird baths, and clogged rain gutters which are mosquito breeding sites.
Source: Corpus Christi-Nueces County Health District
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Oh ho ho, Mr. Tough Guy wants to fish in the same pools as me, huh? Interesting. You got moxie, kid, but I am a grand master fisherman. You can't beat my amazing bobber skills. That's right, you like that? One cast. One cast and it's in the pool. What are you on, cast number three? Pshaw, I'm cracking up over here. Yeah, that's right, fly away. You fish with the best, you die like the rest.
I am stupidly competitive at all the wrong things. Do I care that we haven't downed the Lich King on heroic yet? I do, but not as much as I care about absolutely driving off this little turd from my fishing spots while finishing up my Accomplished Angler achievement. It boils my blood and roils my stomach when I imagine this troglodyte casting into my precious pool and stealing another minuscule chance to find the elusive magical lobster.
I know you all have gone to great lengths to ruin someone's day over something so stupid and so insignificant that you look back and wonder, how could I be so mean? So vindictive ... so much passion! Sound off in the comments about your most vindictive streak.
Update, 11:52 p.m.: I found Mr. Pinchy.


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David McIntosh faces residency questionsApril 4th, 2012 at 5:20 pm by Jim Shella under Jim Shella's Political Blog
First there was Charlie White, then it was Richard Lugar. Now a third Indiana Republican is facing residency questions. It's Congressional candidate David McIntosh.
McIntosh is a former Indiana Congressman who now lives and works in the Washington, DC area. He also has a home in Anderson, but his Virginia drivers license is now an issue. Critics point out that the application form for a Virginia drivers license requires you to declare that you are a Virginia resident.
A spokesman for the McIntosh campaign says the former Indiana congressman was forced to acquire the Virginia license. One of his GOP primary opponents, former federal prosecutor Susan Brooks, sees a bigger problem. "I call on David McIntosh to tell us where has he sworn under the penalty of perjury that he is a resident of which state?" says Brooks.
McIntosh. we're told, was unavailable to discuss the matter, even on the telephone. His campaign did share a letter it sought from Madison County Prosecutor Rodney Cummings that says he may vote and seek office here. But another opponent, Dr. John McGoff, wants to supply voters with the facts. "When I heard that he's not living here and not working here," said McGoff, "I think that is an important issue for voters in the 5th district to know."
We showed McGoff the electronic version of the the Cummings letter and he said he sees the matter as a political issue more than a legal question. "People need to know that we've got to stop this revolving door of people who are in Congress, become lobbyists and then want to come back to Congress again," said McGoff.
The campaign spokesman says McIntosh has never voted in Virginia.
Tags: Charlie White, David McIntosh, John McGoff, Richard Lugar, Susan Brooks


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The subject title says it all. To listen to some GOP'ers talk, you'd think socialism was Communism.
Views: 2143
..,factors like mobility and happiness were never considered ONLY MONEY.
I hope you aren't saying there that Communism allowed it's people mobility or that they were happy under Communism. Communist countries considered leaving their borders for almost any reason a crime against the state. As for happiness, in the USSR and in Mao's China there wasn't much to be happy about. Things are improving in China (with a long way yet to go) and the USSR died under the weight of its own mismanagement.
"I hope you aren't saying "
Yeah I guess it sounded like that. Remember, though, the virtually everything that we learned about life under communism was through the filter of capitalism. I remember learning from the nuns (in grade school) how, in Russia, the government would actually spy on its own people; and, if they didn't like what they heard they would actually imprison people WITHOUT CHARGE and for YEARS <hear gasps from 5th graders>. We were told that this is the natural outcome of communism. Bull. A dictatorship is a dictatorship. Any time a leader expects people to believe that their rights are being stomped on "for their own good" or "if you're not a criminal you have nothing to fear", it ceases to matter what name they give their economic system. As we are WELL aware, suspension of rights can occur in a "free" society (oxymoron intended).
It terrible coz the rich dont like it.. How dare you demand equality between all people.. You see god(s) chooses some people to test with their wealth and others with their patience.. its a great way to maintain the Master - Slave relationship between people (i mean captialism ofcourse) i say Anarchy
Well, I suppose they might respond that "In fact, people aren't equal. Some are smart and industrious and some are dumb and lazy, so why should what they enjoy be equal?"
I wasn't using "enjoy" in the sense you think. Substitute the word "have" for it (which is a common usage of the word) and you'll see what I was actually saying.
I didn't say that.
I don't see communism working in the long run with a larger population. Some people are driven by wanting more status (bling) than the drive to say be creative or helping others etc. Nothing wrong with that it's what makes the world go around. So long as there's a basic standard of living that the rest of the community can enjoy: basic medical care, food, clothing, shelter, safety then I think it's OK. And we all have to pull our fair share of the load. But to move forward there has to be motivation and if you take that away then unfortunately I can see many bright, resourceful people not meeting their potential due to no reward system being in place.
And honestly we already DO live in a democratically socialist nation. Fire, police, garbage collection, government, etc etc is all of us pooling together for the common 'good'. Just like you don't call a fire service and negotiate a contract when your house is ablaze, and hopefully never have to use the fire service we have, it's in the best interest of all to have these programs in place BEFORE they're needed and where everyone contributes. What's wrong with extending it to healthcare? Not an everyone-gets-everything-they-want but basic preventative medicine and pay your way into the kitty for when you need it (like fire or police etc).
I believe communist theory goes that eventually people won't live in your "large populations" but in much smaller communes.
Alaina D:
"And honestly we already DO live in a democratically socialist nation."
If you're referring to today's US of A, the owners of businesses that can hire lobbyists get socialism (i.e., bailouts by taxpayers). The rest of us get democracy only on the days we elect our oligarchs. They, our oligarchs, get democracy in legislative bodies.
I understand the very first bailout to have been the redemption at face value of the paper given to veterans of the Revolutionary War in payment for their service. Most of them sold their paper for far less than face value to speculators. The new government paid them face value.
For info on another early bailout, search on Yazoo land claims or related terms.
The US of A has had many economic crashes. Our most recent one (2008-2009) brought huge taxpayer bailouts to the same people who caused the crash.
It strikes me that you have hit squarely in the bulls-eye of this discussion. Like MOST people (the VAST majority) you seem to react more to the words "communist" and "socialist" than to the reality of the systems they represent. You seem to want everything that any good communist wants - just not the name. The idea that hugely progressive tax rates (which are one side of the "share-the-wealth" equation) serve as a major disincentive to ANYTHING has simply been proven false time and again. When I was growing up the tax rates for the very top tax bracket was 90%. And at that time there was, on one hand the greatest expansion of wealth ever in America and, on the other hand FAR less bitching by the oligarchs than now, when they are paying little or nothing. (Sends me spinning back to my theory that wealth and income disparity is the factor that contributes most to national "unhappiness".)
Hi all,
I agree with Cara Coleen,
And you know, Unseen... I've only read part of the Communist Manifesto, but it's not really that horrible as an idea, either. Now, I do not think it should be implemented, but the intention is not evil by any means. The real problem is people corrupting all great "isms" and subverting them to their own ends, and giving them bad reputations.
I would question the defensive nature of the statement:
The subject title says it all. To listen to some GOP'ers talk, you'd think socialism was Communism.
What's wrong Communism? Seriously, there is a considerable degree of merit in the idea of planned economies and one doesn't have to take all of Stalin's garbage to accept some of the basic premises of Communism, imo.
- kk
I suppose dictatorship "isn't all that horrible as an idea" until some fallible human(s) assume the role of dictator.
Explain, please, what is meritorious about a planned economy, since it takes considerable limitations on human rights to achieve it.
The problem with communism (note the small "c") is that it can only work in a dictatorial atmosphere of one party without the interference of competing parties and ideas. This is why a "dictatorship of the people," while a later accretion to the notions of communism, is also a necessary one.


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Adam Larsson is the Devils best defenseman. There is a reason that he leads the Devils in time on ice. He has played even more than Parise this year. He is a defensive defenseman a la Langway but he is being asked to provide offense since the Devils have no offensive threats on the blueline. This is not the way he was asked to play while he was in Sweden. Of course his game is going to suffer while the Devils try to alter his game. For a defensive defenseman, he leads the Devils defense in scoring. I would say he is having a pretty good year.
Rich Chere is absolutely correct. The respectful avenue would have been to make sure that Zach Parise, a player who every Devil fan knows is the face of this franchise going forward, was signed to a long term contract before signing any new free agents, especially one that plays the same position and one that the Devils were very deep at (Parise,Elias,Tedenby,Rolston). The owner wanted to compete with the Rangers for respect and it has backfired. There is no guarantee that Kovalchuk will ever get close to 50 goals again. There is a laundry list of 50 goal scorers in the NHL that were never considered franchise players like the way that Parise is. (Bullard,Leeman,Stoughton,Kerr). Some did it multiple times and though that was exciting for the fans to watch, it did not translate into any Stanley Cups for their teams. The Devils strong suit was always strong defenseman along with two way forwards that could score. The Kovalchuk signing upset the chemistry of the team. Some say that it started before the trade but you should remember that when the rumors of the trade started is when the Devils problems started to manifest. I think a lot of players felt that Zach Parise was not being shown the proper respect that he had earned while Kovalchuk was being afforded respect that was not yet warranted. It is Kovalchuk's responsibility to earn his respect through his play. There is also a long list of players that scored 40-50 goals without top tier linemates. The fact that Kovalchuk needs top tier linemates to augment his scoring shows that the signing was ill advised.
How soon do you think it will be before Kovalchuk is named Captain of the Devils?
Hopefully someone will explain hockey to you someday. I could supply a long list of players that scored 90 points in a season that did nothing to help their teams. The point was that Kovalchuk's days as a 50 goal scorer are over. The best you can hope for is 40 and if he scores 40 goals and the Devils finish dead last, people like you will still commend him for a great season. You always blame the other players around him but never him. The fact is that the Devils played better as a team before his arrival. Players that sacrifice personal statistics to lift their team to greater heights should always be more valued but there are fans like you whose love affair with certain players always cloud their logic and you can never win any argument with them. By the way, I have been around the Devils since before they were the Devils. I had friends play for the Rockies and still see many players regularly. I will be a fan long after Kovalchuk is gone.
Kovalchuk will never be a 50 goal scorer again unless the Devils trade for Marian Hossa. He is the reason that Kovalchuk had the two 50 goal seasons. There are players that make those around them better (Hossa,Parise) and then there are players that make those around them worse. Guess which one Kovalchuk is? The Thrashers were lucky to ever make the playoffs in their history. It is going to be a long 15 years.
Hedberg never disrepected the players, the team or the organization the way Kovalchuk did.
Adding Souray for Rolston would add $337,500 to the Devils miserable cap situation. Why would they want to add salary, especially an oft-injured older player. Doesn't that defeat the effort of rebuilding this team?
Adam Larsson is the guy. He is probably the best defenseman to come out of Sweden since Niklas Lidstrom and skates like Borje Salming. He is going to be good and he's big too and plays tough. I have been filing scouting reports on him all year and there is not another player in next year's draft that I would rather have.
The Dallas Stars were asking a package of Del Zotto/Stepan or Dubinsky/Girardi for Richards who makes $7.8 million. They do not want to take on salary and would like to cut $5 million in any package for Ricahrds so they would never be interested in White, Salvador or Rolston. To get Richards, it would cost Zajac and either Taormina, Merrill or next years' First Round Draft Choice and the GM too smart to mortgage the future.
Pandolfo was a true New Jersey Devil. For all the people complaining about him, you know nothing about hockey. Pandolfo did whatever it took to help the Devils win and helped them again by giving his permission to be waived. He underwent surgery this offseason and the NHL does not allow him to waived without HIS permission. He helped the team for next year by doing that so stop complaining about him. You don't think Paul Martin is watching how his contemporaries are being treated. If he is, He will follow Niedermayer,Rafalski,Gomez and Gionta out of town no matter what the Devils offer. Don't be surprised if he signs for less elsewhere like Niedermayer and Rafalski did.
Great Pick. Time will show he has what it takes. Too bad he won't make the team for two to three years but he is now the Devils best defenseman prospect.
Gordie Howe left Detroit as a Free Agent and signed with the WHA. So did Bobby Hull in Chicago. Do you really think their contributions to their teams do not matter when they leave via free agency. The fans in Detroit and Chicago didn't think so and management didn't think so either. Niedermayer is one of a few players whose contributions were so significant that if he was not on the team, the Devils may have never won any Stanley Cups. His number should be retired. How many Stanley Cups have they won since he left? How many playoff series have they won? You cannot take it personally, it will eat you up inside. Let it go, he is retired now.
I was disappointed he left too but it sounds like you took it personally. Scott Niedermayer was exactly like Orr, Potvin, Bourque, Coffey, Leetch, Lidstrom and MacInnis. He was a Norris Trophy Winner. If that was so easy than Scott Stevens and Larry Murphy might have won one.
Niedermayer is the only player to win every major North American and international championship in his career; he has won the Memorial Cup, World Junior Championship gold, IIHF World Championship gold, two Olympic gold medals, four Stanley Cups and the World Cup. If that won't get you into the Hall of Fame, then what will. It sounds like if they ran the Hall of Fame by your standards, It would be mighty empty. Niedermayer deserves it.
As far as retiring the number, My opinion is that the player should retire with the team that retires his number. ONLY MY OPINION! I think numbers are important to players and some players won't play with a team if they can't wear a certain number. Some NHL players are extremely superstitious.
I am amazed at the faith a lot of fans have in the youth and how little they have in the veterans. I cannot believe that so many think that a defense of Colin White, Bryce Salvador, Mark Fraser, Tyler Eckford, Matt Corrente and Alexander Urbom is sufficient for a winning team. Am I in the minority here? Why are so many people content to stand pat? Was I watching the same team disinegrate last year hoping for some stability and toughness on defense.
I am actually pleased with this deal even though I think a second was too much for a team desperate to shed payroll. Arnott for one year gives Josefson time to develop and take over the first or second line center slot. Payroll availability for this year is quickly slipping away though. I guess Lou doesn't figure the team will win when Brodeur retires since all his moves are designed to improve right now. He's selling out the future to win right now. I hope he is right but we NEED BETTER DEFENSE!!! You can't even count on Andy Greene or Salmela being here past next year.
Martin will command $5 mil on the open market and their are at least 8 teams interested in him and he knows it. If Lou doesn't step up, he will be another free agent departure like Rafalski, Niedermayer, Gomez, Gionta and so on. The Devils have ranked in the bottom five in the future prospects rankings the last four years. How long does everyone think that the Devils can keep winning when you have no NHL ready prospects and you keep losing your best players to free agency. There are no plans this year to discuss a contract extension for Zach Parise which is why he has yet to hire an agent. He doesn't need one. He will sign a one year and then test the free agent market like the rest of the former Devil great players. Just pray there is still enough money to pay market value. He will get no less than what Toews and Kane got. 5 years $6.25 mil a year. For everyone wanting to trade Brodeur, just remember that defense wins in the playoffs and the Devils do not have one. Philadelphia wised up and realized that all the money they were spending on offense wasn't getting the job done and went out and traded for Matt Carle, Braydon Coburn and Chris Pronger. Signing Kovalchuk will not improve the team. Offense only plays in the regular season. If you do not have the defense in front of Brodeur, you will continue to lose. Trade Brodeur for offense and you will be drafting first next year and then you can get Adam Larsson to play defense.
Jason Spezza was available at the trade deadline last year for the same package the Devils shipped to Atlanta for Kovalchuk and Spezza is signed for years. That would have been the better trade. To get him now would cost you David Clarkson, Josefson or Tedenby, Colin White and a First Round Draft Choice. That would be the package the Devils would have to trade to acquire any of the trade assets available like Spezza, Kaberle or Hemsky. Devils sacrificed the future by acquiring Kovalchuk because that was what the fans wanted. Did not work out, especially if he leaves. The Devils may be hoping to finish last this year to get a shot at one of the best defenseman prospect in years, Adam Larsson, next year. Two trades in one year is too much. If you really want to get rid of Rolston, Ottawa might be persuaded to take him for Kovalev but you would have to throw in a defenseman prospect.
Kovalchuk is already making what Backstrom will earn next year and has turned down a 12 year $101 mil contract and expects to be the highest paid player in the league next year. If New Jersey gets him to sign it will be for not much less than he turned down in Atlanta. That will make him higher paid than both Crosby and Ovechkin and playing for a team where he isn't even their MVP. The beginning of the end for New Jersey. GM Lou is not known for escalating league salaries and I hope he does not start here. Kovalchuk is not worth more than Crosby, Malkin or Ovechkin. I would take any of them over Kovalchuk. He is too one dimensional. You need to watch more tape of him. Get to know his play better. You haven't seen him enough.
I cannot believe that anyone in their right mind think that Ilya Kovalchuk is a better hockey player than Nicklas Backstrom or Alexander Ovechkin. That being said, why would you even consider offering a contract higher than what Ovechkin makes ($8.3 mil) and the fact that Kovalchuk will not accept a contract in the $6.7 mil range that Backstrom will earn next year should give you a clue as to what type of player you are dealing with. Let him go, team will be better off. Maybe with him gone the other players will be forced to step up their games and that will benefit the team.Some character types weight teams down. Kovalchuk is not a winner. Does not have a history of it and never will. He is a type 2 superstar that wants type 1 money. There have been a lot of 50 goal scorers in the history of the NHL that you just don't want on your team.
The big KHL rumor was Jagr was supposed to be signed, sealed and delivered back to the NHL and the Kings but he is staying in Russia next year. They are only considered rumors because Kovalchuk is still under contract with the Devils but the KHL is changing the league by laws so they can bring him back for one year and that is not rumor.He will still be young next year. That is when you should expect him to sign a long term NHL contract. He is waiting on a specific team to clear payroll and I have not yet been able to find out who it is. It is not any of the teams with space available this year. I wonder if it is the Rangers? As far as trades go, would you be interested in any of Chicago's other players. Toews is not available. Campbell, Ladd, Madden, Eager, Brouwer and Sharp could all be moved before training camp. The Blackhawks need to get under the cap and one or two will be traded just like Cam Barker was. The talk is that Spezza will be moved before his NTC kicks in on July 1. He has fallen out of favor in Ottawa because he ironically plays more like Travis Zajac instead of Joe Thornton and the fans feel he is overpaid. He might make a good #1 center on the Devils.


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Event is part of 29HeartDays Heart Month Celebration
After successfully breaking the world record in 2011, Palmetto Health Heart Hospital will attempt to break the world record a second time for the most people doing Zumba®. The event will be held, in celebration of Heart Month, and in partnership with the University of South Carolina, 8:30–11:30 a.m., Saturday, Feb. 4 at Carolina Coliseum, corner of Blossom and Assembly Streets.
The event is free. The only requirement will be that participants sign an event waiver and wear a red shirt —one of their own or buy a T-shirt for $10. T-shirts will be available in advance. As a proud supporter of the Boys and Girls Club of the Midlands, donations of physical activity items are appreciated.
In 2011, Palmetto Health Heart Hospital successfully broke the world record with 1,135 people doing Zumba®. This year they plan on breaking the current record of 2,012 people. The goal is to get 2,100 people to simultaneously participate in Zumba® for 30 minutes.
The event schedule:
8:30 a.m. Doors Open
8:30–10 a.m. Zumba® Demos
10–10:30 a.m. World Record Session (no late admittance to session)
10:30–11:30 a.m. Extra Zumba® Session
Zumba® is a Latin-influenced aerobic fitness program. Its addictive choreography is inspired by various dance styles including salsa, belly dancing, hip-hop and tango. Originally created by Colombian choreographer Alberto Perez, Zumba® started in the hope of taking the stress out of exercising and making it fun. Its appealing combination of international music and contagious dance moves has attracted a following of more than 10 million people.
There is no age limit to participate; however, childcare will not be provided and all attendees must be able to participate. The suggested age is middle school and older.
For more information or for a copy of the event waiver, visit 29HeartDays.com or call 803-296-CARE (2273).


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- Publisher: Simon Spotlight Entertainment
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- Publication date: 1 December 2008
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Product description
You remember your first, you remember your worst, and you should definitely remember some special moments in between. But you should also have a few memories of places where you've enjoyed "sleeping" with your partner that doesn't involve the same old place you wake up in every day. 101 PLACES TO HAVE SEX BEFORE YOU DIE provides readers with a list of real places where real people can have sex without too much difficulty (and it'll always be worth the trouble). In some instances there will only be time to round one of the bases (think "Drive-thru"); other suggestions will allow you time to re-enact that entire beach scene from From Here to Eternity (perhaps on your neighbour's kitchen floor). Each location in 101 PLACES TO HAVE SEX BEFORE YOU DIE will be accompanied by a box to check off once the reader has successfully completed the deed there, a place where they can mark whether or not they'd venture there again, and a "notes" section for commentary. In addition, helpful icons will indicate certain hazards or special considerations for each place (for instance, if there's a chance you might get arrested, if there are time constraints, if there's a risk of embarrassment, etc.). Whether you're feeling romantic, adventurous, sporty, lazy, or just plain naughty, this book is a must-have for anyone who enjoys a good romp in the hay (or in the reptile house at the zoo).
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text: Carmelo Anthony was in one of those grooves on Sunday night. The Atlanta Hawks came to Madison Square Garden and they brought with them the aggressive Jeff Teague (we only see him every few games). When he plays their offense opens up and what you saw was the Hawks shoot 60 percent for the game.


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Administrative Appointments - Terms/Conditions
Vice presidents, deans, chairs, program directors, and heads of administrative departments are appointed by the president and continue in office at the pleasure of the president. In normal cases, such appointments are for a specified term, regularly from three to five years. Appointments take effect on July 1 and continue until June 30 of the year of termination.
Appointments may be renewed by the president or terminated by either the president or the appointee, but, in any event, all such appointments will be reviewed by the president upon expiration of the stated term.
At the time a department chair is to be appointed, the vice president for Academic Affairs and dean of the faculty will consult with all members of the department to solicit their suggestions and judgments about possible candidates.
Special Provisions (associate status, release from contract, termination of appt)
a. Associate Appointment
i. Purpose
Appointment with associate status is designed to allow particular individuals to reduce their teaching responsibilities at the College for limited periods without interrupting their normal employment. The reasons for requesting associate status may include, for example, the need to fulfill familial obligations, the wish to engage more fully in scholarly or artistic projects (or other forms of professional development), or the wish to reduce one's teaching obligations for a few years before retirement.
ii. Conditions
With the exception of colleagues nearing retirement (that is, those colleagues who have passed their 60th birthday), faculty on associate status are normally expected to be in residence at the College for the entire academic year and to fulfill normal advising and service responsibilities. Colleagues on associate status who have passed their 60th birthday by September 1 of the academic year in question are required to be in residence during either the fall or spring term. Other faculty members who wish to be excused from normal advising and service responsibilities must apply for a regular leave of absence through the Educational Affairs Committee.
(a) Requests for associate status for purposes of professional development will, if granted, be treated as leaves of absence. Handbook guidelines will govern the eligibility of colleagues granted associate status for future leaves of absence. Tenure-track faculty normally will not be eligible to request associate status for the purpose of professional development until they have undergone a review for tenure. They may request associate status before the tenure review for personal reasons (e.g., familial obligations), however. In the event that a tenure-track faculty's request is approved, the tenure review schedule may be extended one semester for each year on associate status.
(b) Associate status may be requested for a maximum of three consecutive years and, normally, for no more than a total of six years during the period prior to the faculty member's 60th birthday. After the 60th birthday, faculty may remain on associate status for up to five years preceding retirement.
(c) Colleagues on associate status are expected to teach three courses per academic year, maintaining contact hours and enrollment numbers consonant with a 0.6 FTE appointment. Those courses normally will be spread out over the entire academic year, but the administration also will consider requests for associate status that call for teaching two courses in either the fall or spring term and one course taught in Winter Term. If it is beneficial to the department or program curriculum, colleagues may be permitted to teach three courses solely in either the fall or spring term. Normally, a colleague who is on associate status will receive 60% of his or her full-time salary.
(d) Colleagues on associate status will be eligible for travel and research support from the FPDF.
(e) Requests for associate status of whatever sort will be governed by a goal of maintaining from year to year, and over the years, a student/faculty ratio of 9:1. It should be understood that commitment to a multi-year associate status arrangement may affect the leave patterns of other full-time faculty, both within and beyond the department directly affected by the request.
iii. Appointment Procedures
A faculty member on regular appointment at any rank may request associate appointment for limited periods of time ranging from a year to a maximum of three years before resuming regular teaching responsibilities. Such requests will be made to the vice president for Academic Affairs and dean of the faculty (VPAA/DOF). The deadline for requesting associate appointment in any given academic year is September 1 of the year prior.
(a) Those requests that seek time off for purposes of professional development will be considered by the Educational Affairs Committee as requests for leave without pay. A letter from the department chair and the chairs of any affected programs must accompany each request. This letter should comment upon the proposal and present a strategy for replacing the colleague making the request. Time off or reduced teaching in order to complete a terminal degree will not be considered professional development.
(b) Those requests that seek time off for purposes other than professional development will be considered by the VPAA/DOF or designee, in consultation with the Promotions Committee, and a recommendation will be advanced by them to the president. The Educational Affairs Committee will be consulted where staffing implications are involved. A letter from the department chair and the chair of any affected program must accompany each request. This letter should comment upon the proposal and present a strategy for replacing the colleague making the request.
(c) The president, after appropriate consultation with the faculty member's department, the Promotions Committee, and the Educational Affairs Committee, will decide on the request. If associate appointment is agreed to, a formal letter of understanding setting forth the conditions of the appointment will be sent by the president (or designate) to the individual faculty member and the department chair. Instructors and assistant professors who move to associate appointment retain the term of appointment current at the time that change is granted. A faculty member who moves to associate appointment after the fourth year of appointment but prior to the review for tenure, and who subsequently fails to be given a tenured appointment, is normally not eligible for continuation as an assistant professor beyond the one-year terminal appointment stated in General Provisions 1.e.iv. Tenured faculty who move to associate appointment retain tenure and are reviewed on the normal schedule.
b. Release from Contractual Obligations
i. The contract of appointment of a member of the faculty of Middlebury College may not be terminated by the College prior to the expiration of the period of appointment except for adequate cause as specified in section c. below or under extraordinary circumstances because of serious financial emergency.
ii. The contract of appointment of a member of the faculty may be terminated if the faculty member himself or herself requests release. In order to receive consideration, the request must be presented in writing to the president, and it should call for an effective date coinciding with the concluding date of the academic year so as to avoid disruption of the work of the College. The request should be dispatched early enough to be in the president's hand no later than the July 1 preceding the effective date if the faculty member concerned is a professor or associate professor; no later than August 1 if he or she is an assistant professor or instructor or lecturer. Waiver of these dates may be granted by the president upon specific request in writing if, in his or her judgment, compliance with them would impose hardship upon the faculty member.
c. Termination of Appointment
i. Termination for Cause
Faculty on appointment for any term, including tenure, may have their appointment terminated prior to the terms of the appointment by special action of designated and appropriate College authorities for sufficient reason and according to the procedures outlined below.
Termination of a tenured appointment for any reason may be undertaken only in the most exceptional circumstances and only for the most compelling reasons. Tenure is a primary protection for academic freedom and contributes to the stability necessary for the development of the College. At the same time, however, tenure is not simply a guarantee of life-time appointment to retirement. Specific serious offenses may result in termination for cause. A continued pattern of teaching performance which is judged to be below minimally acceptable standards may also result in termination. In all instances of a consideration of dismissal for cause, the faculty member will be secure in his or her right to a fair and impartial hearing.
The Promotions Committee may review the appointment of any faculty member for cause at any time. Review for cause is initiated by recommendation of the vice president for Academic Affairs and dean of the faculty (VPAA/DOF) to the president. Review for cause is undertaken only when termination of employment is contemplated.
The president, if he or she deems it advisable, may designate an individual other than the VPAA/DOF to carry out the functions of that office, as set forth below.
ii. Grounds for Termination for Cause
(a) Flagrant and deliberate violations of the rules and procedures of the Middlebury College faculty; persistent failure to carry out specified teaching assignments as these are determined by a department or by the Curriculum Committee of the College. Action cannot be taken under the latter clause against a faculty member whose academic directions have not changed but who is a member of a department which has undertaken new directions and therefore has developed new needs.
(b) Abuse of authority as a teacher; actions that intimidate others or constitute a "chilling effect" on the freedom of thought necessary in an academic community; behavior which fundamentally corrupts scholarship or teaching.
(c) Actions that are willfully destructive of College facilities; serious criminal behavior.
(d) Teaching ineffectiveness. (Procedures defined below in subsection iii.)
iii. Grounds for Termination for Teaching Ineffectiveness
Tenure cannot be an impregnable barrier against sanctions for general teaching performance that is judged by competent authorities to be below a minimally acceptable level for the College. The chairs of departments, and the VPAA/DOF all bear direct responsibility to take steps to correct seriously defective teaching. If a chair has reason to believe that a faculty member's teaching performance is seriously defective, the faculty member must be directly approached on this matter and be given a written statement outlining the problems. This statement will be prepared by the chair after appropriate consultation with other members of the faculty, professionals outside the College, current students, and alumni. The chair also will consult with the VPAA/DOF in all such matters and a copy of all correspondence with the faculty member will be filed in the Office of the Vice President for Academic Affairs and Dean of the Faculty.
When there is reason to believe that a faculty member's teaching is seriously defective, the chair will not only advise the faculty member of this judgment, but will meet with him or her to see if a program can be developed which will correct the problems as perceived. The College will attempt to assist in this program.
If serious problems persist over a period of years and it is the judgment of the chair in consultation with appropriate colleagues that the faculty member has made no successful effort to correct the situation, he or she may recommend to the VPAA/DOF that action be initiated for termination for cause as set forth below in iv. (b)-(f). (In this instance, the VPAA/DOF cannot act without departmental recommendation.)
iv. Procedures in Termination for Cause
(a) When an allegation of severe professional misconduct has been made, the VPAA/DOF shall make a preliminary inquiry and shall discuss the matter with those administrative officers he or she deems appropriate. If the VPAA/DOF concludes that further inquiry is warranted, then he or she will meet in confidence with the faculty member to discuss the alleged violation. The faculty member and the VPAA/DOF may each invite a faculty adviser to attend these meetings.
If, after such discussions and meeting with the faculty member, the VPAA/DOF determines that there is no basis for a formal review of contract, the matter will be dropped with no penalty to the faculty member. If, however, the VPAA/DOF determines that a formal review of contract should be conducted, he or she will recommend to the president a review for termination for cause. If the president chooses not to accept the recommendation, the matter will be dropped with no penalty to the faculty member, contingent on final approval of the Board of Trustees. In any case in which the VPAA/DOF makes a determination that a formal review of contract should be conducted and the president thereafter recommends that the case be dismissed, the president will inform the Board of Trustees of such recommendation. If the president accepts the recommendation, the matter will be turned over to the Promotions Committee for a full review. The VPAA/DOF will inform the complainant(s) in writing whether or not a review of contract will be pursued.
(b) If the case is turned over to the Promotions Committee, the VPAA/DOF will promptly inform the faculty member, in writing, of the identity of the person or persons initiating the charge, the grounds upon which termination for cause is being considered, and the sources of any information about the case. The statement given to the faculty member will be framed with due concern for the rights of the parties involved. The VPAA/DOF will not participate in the Promotions Committee's proceedings or deliberations.
Once the Promotions Committee has begun the review, the VPAA/DOF will make available to the committee all information pertaining to the matter that he or she possesses. The president and the VPAA/DOF will cooperate with the committee in any inquiries it deems necessary. The faculty member will be given fair opportunity to prepare and present his or her defense and will be permitted to call upon a faculty adviser of his or her choice to assist him or her, or to act as counsel. In the course of the review, the faculty member will have an opportunity to confront witnesses against him or her.
The faculty ombudsperson will attend all proceedings of the Promotions Committee that incorporate interviews or testimony in the case. The Promotions Committee will also keep the ombudsperson informed of the committee's work. The ombudsperson will keep the president informed of the committee's work. A professional reporter will transcribe any interviews and testimony heard by the committee. All parties must agree to the content of the transcript before it becomes the official record of the proceedings. The faculty member and the president will each have full access to all records of interviews and testimony at the committee's proceedings as these records become available.
(c) After a full review of the case, the Promotions Committee will inform the faculty member in writing of its findings and recommendations, specifically including whether it has found cause for termination. The Promotions Committee will also present in writing its findings and recommendation to the president. If the Promotions Committee finds that there is no cause for dismissal, it will recommend either that the case be dropped, or that the faculty member be given a penalty less severe than dismissal. If the Promotions Committee recommends a penalty less severe than dismissal, it will specify the penalty that it recommends.
The president will consider the recommendation of the Promotions Committee. Within 14 days of receiving this recommendation, except where exigent circumstances require otherwise, the president will present his or her own recommendation, orally and in writing, to the faculty member and to the Promotions Committee. The written findings of the Promotions Committee and the president will be provided to the Board of Trustees. These reports will not divulge the names of the faculty member or of any individuals who participated in the review.
If the Promotions Committee recommends that the case be dropped and the president and Board of Trustees accept this recommendation, then the case will be dropped. If the Promotions Committee recommends dismissal or a penalty short of dismissal, and the president accepts the recommendation, the faculty member may appeal the decision to the Board of Trustees. If the president does not accept the Promotions Committee's recommendation, the case will go to the Board of Trustees for review. In the event of any appeal by the faculty member or any disagreement by the president with the Promotions Committee's findings and recommendation, the Board of Trustees will conduct a hearing of the case. When a case is referred to the Board of Trustees, the Board will have full access to all records of the prior proceedings in the case. The Board of Trustees will also conduct a hearing if it rejects any recommendation to which both the Promotions Committee and the president agree.
In circumstances that require the Board of Trustees to conduct a hearing, the Board will establish a Hearing Panel of at least three of its members to conduct a full review of the case. The work of the Hearing Panel will include: a review of all of the documentation of the case; a meeting with the faculty member who was charged; an interview with the Promotions Committee; an interview with the president; and all further investigations and interviews that the Hearing Panel deems necessary. The faculty member will be given fair opportunity to prepare and present his or her defense, and will be permitted to call upon a member of the College community as an adviser. A professional reporter will produce a verbatim transcript of the proceedings of the Hearing Panel. The faculty member will have full access to all records of the proceedings of the Hearing Panel. The work of the Hearing Panel must be completed within 60 days except where exigent circumstances require otherwise.
If, after a full review, the Board of Trustees disagrees with the findings or recommendation of the Promotions Committee, the Promotions Committee will have the option to respond within seven days to the Board's objections. Similarly, if after a full review, the Board of Trustees disagrees with the recommendation of the president, the president will have the option to respond to the Board's objections within seven days.
In all instances, the Board of Trustees will make the final decision whether to drop the case, impose a penalty less than dismissal, or dismiss the faculty member. The president will carry out the final decision of the Board of Trustees. If the Board of Trustees determines that the faculty member should be dismissed, the faculty member will not be offered any subsequent employment at the College.
(d) From the moment the VPAA/DOF determines that a review for termination for cause should be undertaken until the time when the Board of Trustees reaches its final decision, the faculty member may end the proceedings by resigning. When the charge against the faculty member is based in whole or in part on abuse of authority involving intentional or deliberate harm to others (e.g., harassment), however, the faculty member will not be permitted to take early retirement or resign effective at a later date in exchange for the charges being dropped. If the faculty member chooses to resign, the resignation must take effect immediately.
(e) Whenever the Promotions Committee has conducted a review for termination for cause, it will, at the last faculty meeting of the semester in which the review has taken place, report to the voting members of the faculty: (1) the general category (according to Termination of Appointment ii. (a)-(d) above) of the allegations brought, and (2) whether the committee advised the Board of Trustees that there appeared to be adequate cause for dismissal. This report will not divulge the names of the faculty member or of any individuals having participated in the review and will be entered into the records of the faculty. If a faculty member ends a review for termination for cause by resigning, the termination of the review and the reason for the termination will be reported to all individuals having participated in the review, and to the faculty, in the manner described above.
v. Institutional Restrictions on Termination
Changes in status or termination may be undertaken only on the most serious grounds. These grounds must be specific and concrete. Considerations of political opinions, race, creed, gender, sexual orientation, gender identity or expression, age, or legally recognized forms of disability are absolutely prohibited, except to the extent that they affect teaching ability. Economic considerations relating to the individual's salary level, length of contract, etc., are positively excluded.


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Division of Student Affairs & Enrollment Management
*Note: Tables provided at the fairs are six feet in length.
See your company name and logo on the giant video scoreboard at one of NIU's home football games this fall! An audio announcement will be made to all the Huskie fans at the game that your company will be recruiting for new employees and interns at the October 21 and/or 22 career fairs!
The NIU Huskie Football Team was undefeated during the regular season last year and nationally ranked in 2013. Huskie Fans and NIU Alumni are all excited for the fall 2014 season to begin!
NIU Career Services is happy to once again offer Career Fair employers the chance to increase brand recognition through the 2014 Huskie Football Career Fair Add-on Package.
This sponsorship is offered as an add-on for employers participating in the Fall 2014 Internship and/or Job Fairs scheduled on October 21 and 22.
Select one of the following game dates for your company announcement and 2 tickets:
There is a limit of 5 employers per game! Don't delay. Get your date set ASAP!
You will be contacted for your company logo and address for the tickets.
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Diane Hart
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Fall 2014
Religions of the World I
Dr. E. Perry Neel, Instructor
Office Hours: 6:15-6:30 and after class. D-128
Course Description: Studies religions of the world with attention to origins, history, and doctrine.
Objectives: The student will be able to-
a. describe in general the history of the major religious traditions.
b. explain the significant doctrines, practices, and branches of the major traditions.
c. identify and describe major figures and movements in the world's religions.
d. make comparisons among the religions regarding significant religious concepts and issues.
Texts: SCRIPTURES OF THE WORLD'S RELIGIONS, Fieser and Powers, editors (any edition). DHARMA ROAD, Brian Haycock. THE EVOLUTION OF GOD, Robert Wright. BBC website on World Religions.
Classroom Expectations: Attendance is expected. Three absences will result in automatic failure of the course. No late tests or papers accepted. No email papers accepted. ABSOLUTELY NO CELL PHONES, FOOD, OR GUM. (Drinks are permitted.) Cellphones must be off and put away. If you text, you will be asked to leave class. No laptops, unless with permission. ("I don't have pet peeves, I have deep psychological hatreds." George Carlin)
1. a. Field Trip. You may visit a worship service of a religious tradition that is new and different to the student. The student is expected to make his/her own arrangements for this visit, but may discuss the selection with the professor prior to attending. A brief three page description and analysis of the visit is to be turned in the day of the class discussion meeting.
or: b. Interview. You may interview a member of a major religious tradition that is new and different to the student. It is the student's responsibility to find the subject for this interview. A brief three page paper is due the day of class discussion
Either paper requires academic research. At least three academically credible sources must be used. This is to prepare you for your field trip observations, or to provide you topics for questions in your interview. These papers are academic essays and require appropriate quotations, reference citations and bibliography. 100 points.
2. Eight objective multiple choice quizzes. Lowest score will be dropped. 700 points.
3. Final Exam: Essay. Assignment will be explained before the end of the semester. 100 points.
Total 900 points. 90% A, 80% B, 70% C, 65% D
Arrangements can be made to accommodate students for religious holidays or representing the college in an official capacity. Please regularly check your VCCS email account for communications from the college and the professor.
Week 1 The study of religion; The Gospel According to Prum (on my website)
Week 2 Judaism (For each religion, please read the BBC section on that religion and the assigned scripture readings in preparation for class. Also the introduction to each religion in the scriptures book. See my website for BBC link and list of scripture selections.)
Week 3 Quiz on Judaism; Christianity
Week 4 Quiz on Christianity; Islam
Week 5 Quiz on Islam; EVOLUTION OF GOD I (Please read each assigned section from EOG in preparation for each class)
Week 6 EVOLUTION OF GOD II
Week 7 Quiz on EOG Iⅈ EVOLUTION OF GOD III
Week 8 Quiz on EOG III; EVOLUTION OF GOD IV
Week 9 EVOLUTION OF GOD V
Week 10 Quiz on EOG IV&V; Hinduism
Week 11 Quiz on Hinduism; Buddhism
Week 12 DHARMA ROAD (Please read DR in preparation for class)
Week 13 Quiz on Buddhism; Discussion of Field Trips and Interviews (Papers due)
Week 14 Review of the study of religion
Week 15 Final Exam Preparation
Week 16 Final Exam
"'So Merlyn sent you to me' said the badger, 'To finish your education. Well, I can only teach you two things. To dig, and love your home. These are the true end of philosophy.'" The Badger from "The Sword in the Stone," THE ONCE AND FUTURE KING, T.H. White.