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Evidence-based practice is a crucial element of contemporary health professional practice. Adoption of an evidence-based framework involves a profound transition in health practice. At the core are questions about what knowledge is authoritative and how to obtain and apply it. These questions are central to clinical practice, policy, research, and professional education, as well as consumer education and shared decision making.
The relevant methodologies are being continually refined, and much knowledge for informing health practice is now in hand. This is especially true for pregnancy, childbirth and newborn care practice, which was the "test case" clinical area that ushered in the era of evidence-based practice beginning in the 1970s. Unfortunately, however, many mothers and babies are not reaping benefits of the knowledge that we do have, and much uncertainty remains.
This resource directory is provided to lend a hand to those who want to plan, practice, and receive care within this essential framework. It includes the following pages:
We hope this leads you to helpful resources and improved care, and we welcome feedback on ways to improve this Evidence-Based Maternity Care Resource Directory. Additional resources for maternity care quality improvement are available on our new site for Transforming Maternity Care.
Most recent page update: 5/2/2011
© 2016 National Partnership for Women & Families. All rights reserved.
Founded in 1918, Childbirth Connection has joined forces with and become a core program of the National Partnership for Women & Families. Together, these two women's health powerhouses are transforming maternity care in the United States.
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WASHINGTON - President Obama disavowed the idea that the White House is "winning" the shutdown battle with House Republicans.
"There's no winning," Obama said on a lunchtime visit to a Pennsylvania Avenue sandwich shop with Vice President Joe Biden. "No one is winning."
The debate over who who was winning the shutdown defined the fourth day of the shutdown, as House Speaker John Boehner angrily denounced comments from an anonymous senior White House official that suggested the president sees political advantage to a shutdown. "We are winning. ... it doesn't really matter to us" how long the shutdown lasts, the official told the Wall Street Journal.
"This isn't some damn game," Boehner said after a GOP conference meeting, slamming down a copy of the newspaper. "The American people don't want their government shut down and neither do I. All we're asking for is to sit down and have a discussion ... to reopen the government and bring fairness to the American people under Obamacare."
White House Press Secretary Jay Carney said in a post on Twitter, "We utterly disavow idea WH doesn't care when it ends. House should act now, no strings."
At the sandwich shop, Obama said the shutdown "could be over today."
"I'm happy to have negotiations but we can't do it with a gun held to the head of the American people," he said. President Obama and congressional Democrats say they will negotiate on a broad, long-term budget deal after Republicans agree to end the shutdown and raise the debt ceiling.
STORY: Obama: 'No winning' in shutdown
The unnamed White House official quoted said essentially the same thing that Republican Sen. Rand Paul of Kentucky was overheard telling his Kentucky colleague, Senate Minority Leader Mitch McConnell, on a live microphone Thursday: "We're going to win this, I think."
As the shutdown ends its first work week, the impasse is beginning to do damage to the economy, economists said.
Moody's economist Mark Zandi said the first week of the shutdown would shave one or two decimal points off his estimate of 2.5% economic growth in the fourth quarter. A two-week shutdown would reduce growth to 2%, and a three-week shutdown would bring it to 1.6%
"If it goes on for a month, then growth will be closer to 1%, which I would characterize as pretty close to stall speed," Zandi said.
That assumes the debt limit is increased by Oct. 17 -- which Treasury Secretary Jacob Lew has said must be done if Congress is going to avoid a first-ever default.
"Let me be clear: If we breached the debt limit -- I think the the right word would be 'catastrophic' -- for the economy," Zandi said.
Rep. Jeb Hensarling, R-Texas, said that doesn't have to happen. The chairman of the House Financial Services Committee said Treasury should prioritize payments on debt and Social Security, and accused Obama of trying to "spook the markets."
But in an interview taped Friday for C-SPAN's Newsmakers, he also emphatically denied market-calming reports that Boehner would seek Democratic votes to raise the debt limit.
House Democrats say they've been relegated to the sidelines.
"It will take some coming together on the Republican side," House Minority Leader Nancy Pelosi, D-Calif., said in a CBS News interview. "It's very hard to negotiate with the Republicans when they can't negotiate with themselves."
The House was preparing to vote Friday on bills that would provide short-term funding for disaster relief and a program that provides food aid to women and children. Democrats have consistently rejected a piecemeal approach, preferring instead to find agreement on a bill that would reopen the entire federal government.
The Office of Management and Budget said Obama would veto the short-term measures. "Consideration of appropriations bills in this fashion is not a serious or responsible way to run the United States government," the OMB policy statement said. "Instead of opening up a few government functions, the House of Representatives should reopen all of the government."
Another House measure to ensure that thousands of federal employees who have been furloughed this week receive their pay retroactively could be voted on Saturday, when House leadership has scheduled a series of votes on smaller funding bills.
Follow @gregorykorte and @ccamia on Twitter.

subset: commoncrawl


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We now offer All-In-One Popcorn Kits!
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Chuck Orban
Orban became the most prolific linebacker in Butler football history during his four seasons of stalking opposing ball-carriers. He was a three-time, first team All-Conference performer, a two-time Butler Defensive Most Valuable Player, the 1989 Heartland Collegiate Conference Defensive Player of the Year and a 1989 third team All-American, while helping Butler to three conference championships and one NCAA Playoff appearance. The former Indianapolis Chatard High School All-State player led Butler in tackles in each of his final three seasons, and he finished his career with 11 Butler defensive records. He still owns most of Butler's records for tackles, including 181 total tackles in 1990 and 487 career tackles.


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|Riders recreating cattle trail stop in Grant
Trail riders who are recreating the Great Western Cattle Trail made a stop to visit friends Chuck and Bobi Brown whose residence is a historic building on Grant's main street. Team driver David Pabst of Colby, Kan., and rider Ken Kleinsorge of Greeley, Colo., have been friends since high school in Colby. The friends spend approximately one week on the road in a covered wagon drawn by a pair of horses. They started in St. Francis, Kan. in 2011, travel about 100 miles each year, and pick up where they left off the year before, with the goal of eventually finishing in Canada. The goal for this year's trip was Haythorn Ranch near Ogallala, but snow and cold weather ended the trip early, at the Spangler residence about six miles from Ogallala. (Courtesy photo)


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RALEIGH � U.S. Sen. Kay Hagan said Monday she's pushing North Carolina to rejoin the rest of the states to help the long-term unemployed with emergency unemployment benefits. But Republican legislative leaders - including one who wants to unseat her this fall - argue she should have done more on the issue earlier.
Hagan held a news conference in Raleigh with Democratic state legislators, where they criticized North Carolina's General Assembly for actions that led to the elimination in July of extended federal emergency jobless benefits for as many as 170,000 families.
The payments ended because the state was disqualified from the program after the Republican-led General Assembly in early 2013 approved changes to the state's unemployment insurance system that reduced weekly benefits and the number of weeks that benefits could be received.
Meanwhile, the payments ran out nationwide Dec. 28, and the U.S. Senate planned to begin considering Tuesday a three-month extension of benefits that would affect an estimated 1.3 million people. Hagan introduced a provision last month that would make North Carolina eligible again for those benefits if they are reinstated nationwide.
"The General Assembly knowingly and willingly violated federal law, and I refuse to let the people of our state suffer because of their reckless actions," Hagan said in a written statement, adding "North Carolinians struggling to get by while looking for work should receive the same benefits as citizens in other states.
Senate leader Phil Berger, R-Rockingham, and House Speaker Thom Tillis, R-Mecklenburg, later Monday blamed Hagan for failing, in late 2012 during congressional budget and tax negotiations, to find a way to exempt North Carolina from losing those benefits when the legislature changed its unemployment insurance program a couple months later.
"If she truly cared about these North Carolinians, she would have done what the General Assembly called on her to do more than a year ago," Berger and Tillis said in a statement. "But she dropped the ball and is now desperately trying to spin her way out of the damage she created."
The unemployment benefit overhaul was designed in part to accelerate the repayment of more than $2 billion in benefit payments North Carolina owed the federal government from the Great Recession. General Assembly leaders say they had asked her to grandfather North Carolina, but it didn't happen.
The emergency benefit issue is an early-year conflict between Hagan, who is seeking re-election in November, and Tillis, one of at least five Republicans seeking the Senate GOP nomination in May.
Location, ST | website.com


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July 12, 2013
IRVING, Texas - Sixteen representatives from the C-USA Student-Athlete Advisory Committee (SAAC) volunteered Friday morning at the North Texas Food Bank. The group made the visit as part of their annual meeting at the C-USA offices and led the conference's continued efforts to become the best Division I-A collegiate conference in athletics, academics and in the community.
Members of the SAAC group and their advisors split into two groups and helped sort produce for needy families. By the end of the shift, NTFB Director of Corporate Engagement Elizabeth Liser told the group they had boxed more than 300 containers, weighing 12,000 pounds and providing 10,000 nutritious meals.
Following the work, the group received a tour of the North Texas Food Bank facility and learned how they could best execute their annual campus food drives as part of their "Let's SAAC Hunger" campaign held each fall.
Conference USA student-athletes in attendance included:


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ACHICA > Quintessential > Quintessential Provence Zip Purse, Green
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Enjoy off-duty days with our pick of River Island casual wear; denim, t-shirts and knitwear all make the cut for cool casual style


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I appologize in advance for a noob question...
I am looking for a command, like mail(1) which I can use to send email from scripts on my zimbra host.
I do see sendmail as part of the zimbra install, but no mail.
I am guessing that I should just use sendmail??


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Out of Stock
Item # CON0127
Don't worry though, we have a lot more Mountain 26" Clincher Tires in stock than that.View Similar Products
Continental Race King Black Chili ProTection Tire - 26in $0.00
The Continental Race King Black Chili Protection Tire is the best choice for those looking for pure speed along with thorn battling durability. The key ingredient is the ProTection layer -- a fourth ply of rubber-wrapped, extra tough nylon casing that encompasses the entire tire.
While the tire can withstand prickly thorns, babyheads, and sharp edges better than most, its rolled shoulder profile and diamond-head arrow center tread pattern is primarily designed for superb power transfer while maintaining a very low profile so that it rolls exceptionally fast. Luckily, Continental also incorporates transitional knobs from the center to the shoulder of the tire, so that when you're making quick weight transfers, from cornering to straight-ahead power and back again, the tire remains stable and secure beneath you. The shoulder knobs are low-profile, like the rest of the tread. Along the outer edge the pattern is doubled, with a ramped leading edge followed by a block tread -- the ramps roll quickly, but the block bites into the dirt for better traction.
Here's the caveat about different types of mud: The tread pattern is fairly tight and if your home turf features stickier mud rather than the soupy variety (clay, perhaps?), a tire with a more open pattern, like Continental's X-King, would shed the slop more quickly. Or for a good pairing for most racing conditions, choose the X-King on the nose, for tauter steering control, and the Race King on the tail, for quicker acceleration and faster rolling.
The Race King Protection Tire also incorporates Continental's exclusive Black Chili Compound, tiny fragments of embedded carbon that improve grip by allowing faster rubber deformation, so you get a sensation of the tire clinging through corners rather than suddenly breaking loose.
The Continental Race King Black Chili Protection Tire is a 26" tire and comes in a 2.2" width. The casing features 4 plies totaling 240 TPI under the tread and sidewalls. The tire bead is foldable, and it comes in black on black.
Application: XC Race / Trail
Ground: Loose, Hard, Dry
Tech Specs
View more Mountain 26" Clincher Tires
Reviews & Community
Great Tire
I went to this tire after having Kenda Nevegal tires for three years and I absolutely love it. It rolls nice on pavement for cross country or street days and still handles really well in hard to medium packed dirt. You can stop really fast on it, and it rolls really nice on the downhill, especially on tight corners. For a lot of rocks/boulders or really loose dirt I don't recommend it though. I took my bike to Mammoth Mountain with these tires and overall I was stoked with how the tires performed except in really gravelly sections. Its a great tire for all around riders, but probably not great for pure downhill, but you can't beat how easy it rolls on the uphill.
Lighter, Thinner, Spinners
I went looking for a Continental tyre with a bit less rolling resistance, so I came from the Mountain King Supersonic 26x2.4s to the Continental Race King Black Chili ProTection Tire - 26in and was pretty stoked. I didn't feel a whole ton of grip difference on slightly rocky to tacky dirt while getting that extra push from less of an area of tyre on the ground.
The grip even extended to some of the more rocky areas, which was a joy for me. But, it did seem to get bogged down a bit in slightly sandy areas and where the super dry dirt has turned to dust. Will update once mud has been brought into the mix.


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So what do you guys think of this movie? Any potential?
(hope nobody made a post on this yet)
So what do you guys think of this movie? Any potential?
(hope nobody made a post on this yet)
weight: 155?
height: 5'9"
benchpress: 275x1
military press: 160x1
deadlift: 405x1
I think its going to suck. i am still going to watch it.
But from only the trailers, you can tell they have already murderd the orginal story line. I mean they arnt even vampires in the movie.
Read the 1954 classic first.
Last edited by mikey4402; 12-09-2007 at 12:05 PM.
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Right on , i didnt know that there was a book ill be sure to check it out. I really dont even understand the whole concept of the movie, i've only seen the commercials and it looks like a trip.
weight: 155?
height: 5'9"
benchpress: 275x1
military press: 160x1
deadlift: 405x1
My understanding of the movie is its a simular story line as resident evil and all the other zombie movies made in the last couple years. Man made virus gets out in new york turns everyone it mutants. I guess they would have to be nocturnal mutants to even use any of the original story line.
The book is about a plege sort of deal that turns people into vampries. There are 'dead' vampries, that are more animal like and there are living vampries, which can talk etc. And it sort of follows robert neville through out his quest to understand what happened and to possibley find a cure.
The book is by Richard matheson.
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This movie trailer reminded me a lot of omega man, I really thought this was going to be a remake the first time I saw the trailer. That would have excited the living crap out of me... the original omega man was a great movie.
I haven't read the book and don't plan to so I can enjoy this movie. Sort of like the X-Men movies... people who haven't followed X-Men that heavily like the movies but avid fans hated them. I used to watch X-Men as a kid, but that was so long ago that I forgot most things that would make me dislike the film.
I plan to see this movie though.
The omega man was partualy based off the I Am legend book.
Charlton Heston rocks!
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I was reading the book while they were filming this movie outside my workplace. They emptied out blocks of Fifth Avenue in NYC just for Will Smith to film 1 scene.
Story in the book was based in California and the main character was not black. So it's already very, very different.
"And this, is to go even further beyond!"
"Don't ever underestimate me!"
I've read the book. I'll watch the movie, it has potential whether it follows the book or not.
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The movie looks like it'll be a Will Smith version of many simlar movies released over the last few years. It does, however, look like it has some colorful shots and a decent budget.
Probably will wait until it goes to the $1 theaters.
any movie filmed in NYC has potential.
I think it's going to be pretty good.
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I think it looks good, I'm excited to go see it!
Do what needs to be done.
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Omega Man is one of my favorites. I am a huge fan of post-apocalyptic movies, so I'm sure I will enjoy this one.
looks good to me. i'll be there next weekend.
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I'm a zombie movie enthusiast, as weird as it sounds. And I do realize they aren't really zombies in I Am Legend but it's a similar premise. Omega Man was also a pretty good movie and this one looks like the only thing I might not like is the monsters. I always feel let down when I see the actual monsters in movies... they always look corny.
...........||High School||.....||July '05||.......||January '09||
Time to Get Ripped
Pictures of Me
i believe in the fresh prince!
he's always done awesome movies
I don't have time. I make time.
Im gonna check it out, Will Smith usually dont star in bull**** movies
This movie looks sweet, I'll def check it out.
My brother and I were brutal. I once chased him around the house with a spoon that I put on the burner. I burned that little pricks leg. -sharkall2003
Then I saw a little african boy sleeping, and I thought...that is little Okeke. he is tired from herding all the goats and the big goat got away today - Rock
But does anyone else find the CGI to look a bit too fake for their looks?
For some reason the whole CGI thing still hasn't impressed me yet. Even though it's fairly expensive to do, CGI is still at the point where I'm not sure it's even better than some of the old-school graphics.
...........||High School||.....||July '05||.......||January '09||
Time to Get Ripped
Pictures of Me
I'll be watching it at the IMAX this weekend if I can get tickets.
249lbs cutting to 220lbs
Bench: 250
Deadlift: 435
Squat: 350
Very Good. Enjoyed it.
Oly Lifting + Some PL
#'s will be up when I know them
Thoughts? Yeah, Will Smith is hot and I will be seeing it for that reason alone.
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235 Dead Lift........Height: 5'7"
125 Bench............Weight: 148 lbs
200 Squat............Age: 33 yrs. old.
560 Total.............Gunning for 700 this year (while on a cut-and NOT using RESULTS)
I just saw it tonight and it was pretty much resident evil with Will Smith. It ended too soon IMO. I thought they could have kept the storyline going. Does anyone know how the book ended?
I went to Rhodestown and all I got was this high cholesterol
It was good, different from the book but what movie isn't?
Will Smith looked ripped in this, plus he was an Army officer. thumbs up.
U.S. Army Infantry
Eastern Michigan University Eagle
I got ahold of the BBC radio play of it. My bet is that it completely pwnz the movie in its face.
If one person can do something, anyone can learn to do it.
Do what you've always done and get what you've always gotten.
There is no failure, only feedback.
"Journey of 1000 miles starts with a single step".--Lao Tzu
Pro-Choice...ON EVERYTHING.
In the book, the vampires capture him and execute him. By being the only human, he becomes like the boogey man to them.
U.S. Army Infantry
Eastern Michigan University Eagle


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Re: Bean variety is incredible !
Here, we have a store that sells mostly just beans.
Rancho Gordo.
The owner Steve Sando travels to Central America and seeks out regional beans and sets up co-ops in those villages to grow and ship these incredible beans to the US.
The different varieties have amazing individual flavors and textures and are very different from each other.
Beans are not "just beans".
They are heirloom varieties so you can buy a pound of beans and save 20 or 30 beans and use them to plant in your garden next summer to grow your own beans.
My recommendation is for a bean called
" Good Mother Stallard" beans . Rich and creamy. So good.
And thanks for recipe. I'm going to try it today.


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key x_item TA2214
Rope In - Colombini
Item Number: TA2214
A length of rope is cut into two pieces with the fingers. A third piece is added, resulting in a short, medium and a long rope: The ropes become the same length. The three ropes are then seen to blend into one piece. The magician counts the ends of the rope: One, two, three and four. The rope becomes two pieces. The ropes are then knotted, the knot pulled away and the two ropes are seen to magically blend into one! Complete with rope and illustrated routine.
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When using 'Find by IP range' to search for new computers in Enterprise Console, a Windows username and password are used for the Windows network search. As with the other searches, the remote computer may not be discovered if connection fails because of a lack of a username and a password. A maximum range of 65536 addresses can be searched at any one time. Please note that the scan cannot be stopped after it has been started.
Applies to the following Sophos product(s) and version(s) Enterprise Console
The 'SNMP community' is used for SNMP queries. This is the equivalent of a password used to connect to the SNMP service. If the SNMP Community field is blank, it will default to 'public'. In most cases 'public' should work, but if the computers are configured to use a different community, then that string should be entered here. If the community is incorrect, then SNMP will fail to retrieve information about the computer.
IP discovery uses a variety of techniques for detecting computers on the network. These are:
By default, IP discovery will use ICMP, SNMP and Windows networking. The following table compares the different protocols.
Different networks have different configurations, and so may require different discovery settings. IP discovery can be configured using the Windows registry. Please read the warning about editing the registry.
The registry value: HKLM\Software\Sophos\EE\ManagementTools\IPScanSettings is a DWORD that configures the IP search. This registry value is normally absent, but creating the value and restarting the Sophos Management Service will override the default settings.
NOTE: For Windows 2008 R2 Server the correct registry hive is: HKLM\Software\WOW6432Node\Sophos\EE\Management Tools
The flags that can be set are shown in the following table.
As an example, to use only the last 4 discovery methods in the table above the registry value would need to be 216 in decimal or D8 in hexadecimal. Worked out as follows: 0x08 (hex) = 8 (dec) 0x10 (hex) = 16 (dec) 0x40 (hex) = 64 (dec) 0x80 (hex) = 128 (dec) 8+16+64+128 = 216 (dec) or D8 (hex)
Related articles Summary of port configurations in Sophos applications
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An arts administration option within the baccalaureate degree program is available in the areas of art and music. The option is designed to provide the student with a curriculum in the arts combined with a minor in business. The arts administration option directs the student toward potential employment in art galleries, museums, and recital halls. It also prepares the student for potential employment in local and state arts councils and arts funding organizations.
The basis for the arts administration option is a major in studio art, art history, or music with specified ancillary requirements and a Culverhouse College of Commerce and Business Administration minor in management or business administration. The remainder of the hours required for the degree are College of Arts and Sciences requirements and electives. See "Arts Administration Option" (p. 74) and "Music Administration" (p. 105).


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ROCKFORD (WIFR) -- Rockford Police volunteers hit the streets to make a database of vacant and abandoned homes in the most crime ridden areas of the city.
They spent more than 15 hours going door to door and talking to neighbors about their concerns. They also took pictures of the properties.
Police will give the list to the city's Problem Properties Committee and use the list as a reference when solving crimes.
Hundreds of homes are empty and unsecured in Rockford. The city has been using grant money to tear down homes, but it says there's a 2-3 year backlog.


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At Tivoli User Group meetings, members talk with each other about anything from the latest TSM release to where's the next happy hour...But what if those meetings aren't often enough? What if you haven't yet found that "work buddy" who will challenge you to stay current and not judge you for asking about something that's "so yesterday."
The Tivoli User Community has a new 3Q theme focused on "Skills Optimization and Innovative Products". What products do you consider to be most innovative today? How are you keeping your skills up to date on these new technologies and in this rapidly evolving marketplace? Join the discussion! We have an open forum for your ideas, with insights from IBM, business partners and other thought leaders. Join us - read, request information, and share your thoughts.
The Tivoli
User Community's initial Community Focus on Virtualization and Cloud Computing was
a great success in 2Q. Thousands of
members took advantage of this new community program to engage with others and
learn about these hot topics through webcasts, forums and other community
resources. The 2Q Community Focus is
still accessible and has some excellent resources.
We'll continue to leverage community forums, polls, and peer networking capabilities to help members engage with each other to share their thoughts and collaborate. Some highlights for the 3Q Community Focus include
- Comedy Relief - Enjoy the new forum about an "interesting or funny class experience" from your peers
- New Resources - Product information and education links consolidated to one easy to use list
- Live Webcasts with thought leaders– there are several webcasts planned to cover innovative products, including a July 20th webcast on application performance management using Tivoli ITCAM for transactions - Register here and a number of sessions skills optimization, including a July 27th webcast on finding the Tivoli Training and Certification you need on ibm.com - Register here.
- Free Education – IBM Tivoli Education will be providing free online IBM Tivoli Monitoring Fundamentals training sessions to all members later in July. Everyone who attends this live training will receive a 50% off the Monitoring Associate Certification exam!
Get Involved! We'll be updating the content throughout the quarter so keep checking back. Our drumbeat will continue through the end of the year with a 4Q Community Focus on IT Governance and Risk Management.
The Tivoli User Community (TUC) is the largest network of Tivoli professionals in the world. With more than 30,000 members in 138 countries and 160 local and special interest groups, the TUC links a global network of users, developers, business partners, and IBM sales/technical staff. Members share a common interest in increasing the knowledge of Tivoli software and solutions to solve business problems. Membership is free and open to all Tivoli professionals, users, business partners and employees. Register here


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We invite you to spend a day at the Vitra Campus in Weil am Rhein. The remarkable ensemble of contemporary architecture brings together the commercial and cultural aspects of the Swiss furniture manufacturer: for decades, the buildings designed by renowned architects have made the production site a magnet for fans of design and architecture from all over the world. Take an architectural tour and experience the work of renowned architects such as Frank Gehry, Tadao Ando and Zaha Hadid up close. Visit the Vitra Design Museum to see one of its temporary exhibitions or take part in an event or workshop. Do you have specific furnishing requirements or ideas? Or are you looking for inspiration and some special design objects for your home? If so, then the VitraHaus, the flagship store of the Vitra Home Collection, is the right place for you. Here you can also see just how much craftsmanship goes into making an Eames Lounge Chair – your own chair, if you order one at the VitraHaus – and you can enjoy some regional specialties at the Café too.
We look forward to your visit!
Contact information & opening hours:
Charles-Eames-Str. 2
D-79576 Weil am Rhein
+49 (0)7621 702 3500
Mon-Sun: 10am-6pm
24 December 10am-2pm
Visitor Information →


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The U.S. Occupational Safety & Health Administration has ordered the Burlington Northern Santa Fe Railway Co. to pay $300,000 to a suspended whistle-blower employee.
OSHA's Seattle office said it ordered the Fort Worth, Texas-based railroad to pay the worker, whom under its policy it did not identify, more than $300,000 in back wages, compensatory damages, attorney fees and punitive damages.
The railroad's attorneys, Richard Lentini and James Shaker, members of law firm Ryan, Swanson & Cleveland in Cleveland, identified the worker as Jeanette Wallis.
According to OSHA, the worker filed a complaint with the agency stating she was suspended without pay for 30 days after notifying the company of a work-related injury that occurred on Nov. 16, 2008. OSHA's investigation substantiated the allegation and found "reasonable cause" to believe that the worker was retaliated against in violation of the Federal Railroad Safety Act's whistle-blower protection provisions, the agency said in a written statement.
OSHA said railroad managers followed the employee to the hospital and received an injury report, but later accused the worker of failing to furnish adequate information about the injury.
The railroad responded to the OSHA release with a copy of an Aug. 20, 2010, letter by the railroad's lawyers to OSHA's regional supervisory investigator in Seattle, Victoria Coleman, stating that there were "critical inaccuracies" in the information OSHA provided to the firm.
It said the railroad does not have a policy calling for the suspension or discipline of employees who have been injured, it does not deny promotion or transfers because of injuries, and its employee review process does not assign points to an employee because they are injured regardless of fault.
Wallis "was disciplined because she refused to cooperate in an investigation, not because she reported an injury," the railroad said in the letter.


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|Boy Scouting hits century mark
|Written by Chris Lee
Feb. 8 marked the 100th anniversary for Boy Scouting in America.
Scouting has been around Holyoke for 73 years. The Holyoke Boy Scout charter sponsored by the American Legion was signed Jan. 18, 1937.
The scouting program in Holyoke has seen lower numbers in recent years due to kids getting involved in numerous other activities. Current Scoutmaster Glen Fricke said it is tough when numbers are low. Fricke said there are six registered Boy Scouts and around 10 cub scouts today. He said there have been different trends in numbers over the years.
Fricke said parents play a key role in keeping scouting alive. Getting boys involved early and keeping them involved is key.
A short article in the April 25, 1946 issue of the Enterprise explains what cubbing is. The article refers to Cub Scouts and urges parents of boys ages 9-11 to get involved with Cub Scouts.
The official charter date for Cub Scouts in Holyoke was April 29, 1946 and was sponsored by the Lions Club. There were 16 boys in the pack and Joe Curtis was appointed Cubmaster.
Longtime contributor to Holyoke scouting, Pete Knight said Phillips County homesteader F.B. Flanagan's name was on both the Boy Scout and Cub Scout charters. Both Knight and Flanagan have been honored with the Silver Beaver Award for their efforts in scouting in the Holyoke area. The award is the highest council award in Boy Scouting for service to youth for adults. Knight's son Kendell has also received the award.
Knight family deeply involved
Knight has been involved with scouting in some way or another for 51 years. He served as Scoutmaster in Holyoke for 15 years beginning in 1966.
In the Feb. 20, 2003 issue of the Enterprise, it was reported Fricke presented Knight with a plaque at the Blue and Gold Banquet and said, "Knight is the mortar that holds the scouts together."
Fricke recently said Knight is the main part of the backbone of scouting in Holyoke and believes Knight and the rest of his family have done wonders for the local scouting program.
Scouting runs in the Knight family. Pete and his wife Helen spent many years serving as leaders within Holyoke's scouting community.
Their sons have also been very involved. Kendell served as Scoutmaster for 16 years. Kameron has been involved serving as Unit Commissioner for Troop 32, Cub Scout Pack 32 and Pack 34 in Haxtun in the past. Both are Eagle Scouts. Daughter Kris Gordon has also played a key role in scouting.
In 1993, the Knight family was recognized by the district as Scouting Family of the Year for their dedicated involvement to the program. Included in the recognition were Pete's wife, his father, children and their spouses and grandchildren. Grandchildren Andrew Gordon, Kolt Knight and Kade Knight were all very active in scouting. Gordon is also an Eagle Scout.
When Knight took over as Scoutmaster in 1966, there were six kids on the registry. He said the most he ever had was 31 scouts. One thing he remembers well is the bus he purchased and had painted blue for the scouting program. It was used for camping trips and also was driven in parades.
Knight said he always told the kids they were going to have good clean fun. If they learned something while having fun that was a plus.
Striving for a good scouting program was always what Knight fought for.
Knight has contacted the State of Colorado and is scheduled to have mailed to him, the American and Colorado flags that flew over the Capitol on Monday, Feb. 8, the date marking the 100th anniversary of Boy Scouts.
They will make an addition to Knight's "scout room" at his home which is home to over 51 years of Boy Scout memorabilia.
Knight said he keeps in contact with scouts he has helped throughout the years and provides assistance when needed.
"It's been my life," Knight said. "It's been fun over the years."
Boy Scouts of America (BSA) was founded by Chicago publisher William Boyce on Feb. 8, 1910. At that time there were multiple other outdoor-oriented organizations for youth.
Scouting originally began in England in 1907-08. The scouting movement was created by General Robert Baden-Powell. Several small local scouting programs were started independently in the United States and merged with BSA.
The BSA's stated purpose at its incorporation in 1910 was "to teach boys patriotism, courage, self reliance and kindred values."


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Roche leaders, however, found a way to work with government officials in Pudong, Shanghai and Beijing on this idea. First and foremost, Roche executives realized they needed a person on the ground who had credibility, was well connected, spoke Mandarin fluently, and was very trustworthy and ethical. "In China, it's all about relationships," says Lee Babiss, vice president, preclinical R&D for Roche in Nutley, New Jersey, who is responsible for oversight of the China R&D center. "You need local advocates who will work with and for you, and that's about building relationships."
Nurturing relationships over time allowed the Roche team to establish the necessary win-win approach to negotiations with Chinese officials. "The beauty in China is that you negotiate with both perspectives in mind," says Babiss. "Whereas in the West you might benefit from a win-lose situation, you will not benefit from that negotiating style in China."
"I can tell you that over the last five or six months the recruiting salary costs in China have gone up dramatically. We are also finding that the best talent is considering multiple offers in parallel. These are the people we would call MVPs [most valuable performers]. So, we have to sell ourselves to them," says Babiss.
Roche's story illustrates that the international pharmaceutical industry is not immune to the competitive wars for top talent—not just in China, but in continents around the world. This talent war is intensifying as premier international executive search firms, such as Heidrick & Struggles, expand their social networks and databases hoping to poach a dissatisfied MVP from a client's competitor. "The main challenge is that there aren't that many multicultural MVPs, so it's very competitive—a lot of companies want to go after them," says industry analyst Zhu Shen, CEO of BioForesight. As pharmaceutical executives face growing competitive pressures in global business environments, there is an increasingly strong need to identify, develop, and retain the MVPs who are critical to future business successes.


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Suspects in Sunday's deadly robbery at a Farmville convenience store went before a district court judge this morning.
Antwan Anthony of Bethel, Xavier Shamble of Farmville and Willie Whitehead of Pinetops were all denied bond and had an April 19th date set for their next court appearance.
The judge told the three the maximum penalty they face is the death penalty. The district attorney has not yet said whether he will pursue the death penalty or not in these cases.
One of the four suspects is a juvenile, so his name cannot be released to the media. His case is being handled in juvenile court.
26-year-old Nabil Almoganahi, 24-year-old David Alawi, and 16-year-old Sam Almoganahi were shot and killed at their family owned store, the Hustle Mart, during a robbery Sunday night.
One of Anthony's relatives told WITN after the court hearing that her nephew has had a very hard life, always had mental illness problems and had been on medication. Wanda Foreman says she is so sorry these lives were taken and the three killed can never be brought back.
The brief court hearing was held at the Pitt County Detention Center.
The three victims were Yemen nationals. This morning the vice consul for the Republic of Yemen was in Greenville to thank the Pitt County Sheriff's Office and Farmville police for quickly solving the case.
Authorities say they have now arrested a fourth suspect in Sunday's deadly robbery at a Pitt County convenience store.
Sheriff's Office Spokeswoman Christy Wallace says Willie Whitehead of Pinetops has been officially charged with the murders, robbery and kidnapping of the three employees of the Hustle Mart.
Earlier today, Sheriff Neil Elks announced three people had been charged with the murders. The 23-year-old Whitehead was taken into custody shortly after that announcement.
Deputies have not yet said what role Whitehead played in the robbery and murders.
Antwan Anthony of Bethel, Xavier Shamble of Farmville, and a juvenile who is also from Farmville were brought in for questioning last night. All four are now facing three counts of murder, three counts of first degree kidnapping, three counts of robbery with a dangerous weapon, and one count of conspiracy to commit robbery.
Stay with WITN News and witn.com for more on this developing story.
Previous Story
Pitt County authorities say they have made three arrests in the death of three workers at the Hustle Mart Sunday night.
Detectives say they have arrested Antwan Anthony of Bethel, Xavier Shamble of Farmville , and a juvenile who is also from Farmville. They are facing three counts of murder, three counts of first degree kidnapping, three counts of robbery with a dangerous weapon, and one count of conspiracy to commit robbery.
The three were brought in for questioning late last night and were formally charged around 10:00 a.m.
The juvenile is in secured custody while the other two are in jail awaiting a first appearance that will be held Thursday morning.
According to a Pitt County Schools spokeswoman, the Sheriff's Office informed them that the juvenile suspect is not a student in their school system.
26-year-old Nabil Almoganahi, 24-year-old David Alawi, and 16-year-old Sam Almoganahi were shot and killed at their family owned store off Highway 121 during a robbery.
Sheriff Neil Elks says he met with the family to give them the news first on the arrests. Elks says they believe to have the shooter in custody. He said the case was solved thanks to hard police work, community help and tips from CrimeStoppers.
Captain Paula Dance says they are still investigating the case. She says all three suspects played active roles in the murders.
Dance says the family was grateful to hear of the arrest.
19-year-old Shamble was convicted in October 2011 in Pitt County for selling, buying, or possessing a gun with an altered serial number, and for carrying a concealed weapon. He pleaded guilty and was sentenced to eight months in prison. State records show he was released less than a month ago, on March 12.
When Shamble was 17 years old, he was shot while sitting on a porch on Myrtle Ave. in Greenville, according to Greenville Police reports.
Anthony, who is 29 years old, has a prior conviction for assault.
Previous Story
New details are soon to be released in the triple murder in Farmville.
Pitt County Sheriff's Office spokeswoman Christy Wallace tells WITN, a news conference is scheduled for 11 a.m. at the Hustle Mart in Farmville, where three people were shot to death Sunday night.
Wallace says after the new information is released, detectives will take questions from our reporter. We will update you on the new information as soon as we get it.
WITN will air the news conference live on WITN-TV and WITN.com.
For a second day on Tuesday friends and neighbors paid their respects by laying flowers and leaving balloons outside the store where 26-year-old Nabil Almoganahi, 24-year-old David Alawi, and 16-year-old Sam Almoganahi were shot and killed at their family owned store off highway 121.
At this point it's unclear when and if the Hustle Mart will reopen.
The Pitt County Sheriff's Office has received several tips from the community. There is a $10,000 reward for information in the case.


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TASER International's Analyst Day 2013
TASER International
Tuesday, March 12, 2013 from 10:00 AM to 1:00 PM (EDT)
Event Details
Please join TASER International's Executive Team for our first TASER Analyst Day at the NASDAQ Marketplace in New York City on March 12, 2013 from 10:00 a.m. to 1:00 p.m. Eastern Time.
The agenda will include presentations from the following:
- Rick Smith, Chief Executive Officer
- Dan Behrendt, Chief Financial Officer
- Jeff Kukowski, Chief Marketing Officer & Executive Vice President of Sales
- Jason Droege, General Manager of EVIDENCE.com
- Doug Klint, President and General Counsel
Forward-looking and other material information may be discussed during the presentation. There will also be demonstrations of the TASER X26P™, TASER X2™ Conducted Electrical Weapon (CEW) and the AXON Flex™ on-officer video camera system.
For questions regarding the event please contact:
Erin Curtis, Investor Relations
When & Where
NASDAQ Marketplace
4 Times Square
New York,
Tuesday, March 12, 2013 from 10:00 AM to 1:00 PM (EDT)
Add to my calendar
TASER International
Our Mission: Protect Life. Protect Truth, through Technologies that Make Communities Safer
Our industry leading Conducted Electrical Weapons (CEWs) are used worldwide by law enforcement, military, correctional, professional security, and personal protection markets. TASER CEWs use proprietary technology to incapacitate dangerous, combative, or high-risk subjects who pose a risk to law enforcement/correctional officers, innocent citizens, or themselves in a manner that is generally recognized as a safer alternative to other uses of force. TASER technology protects life, and the use of TASER devices dramatically reduces injury rates for law enforcement officers and suspects.
TASER International is Worldwide
As of June 31, 2012, TASER International has sold approximately 760,000 TASER® brand Conducted Electrical Weapons (CEWs) worldwide to more than 17,000 law enforcement and military agencies. More than 8,000 agencies deploy TASER CEWs specifically to all members of their patrol officers. TASER devices are sold in more than 107 countries.
TASER: Protect Life. Protect Truth
TASER International's 100,000 sq-ft corporate headquarters and manufacturing facility is located in Scottsdale, Arizona.


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Welcome to Chancy Drugs!
Making a Difference One Person at a Time
Leaders in compounding with 4 locations in Georgia, we know what a truly great service is about. Our perfect formula combines expert knowledge and professionalism with compassion, personal approach and a smile. This is how we've been working since 1966!
Offering compounded medications and bio-identical hormones, medical therapy management, health education classes and more – Chancy Drugs is a family business determined to make a difference in your life!
Experience true service with a heart!
Visit Chancy today!


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Very nice job.
In this map i tried use everything that i learned in my other 3 maps, specially the art of "to wait". I did slowly and respecting the work-flow. Used a new structure of files making all my finishing stuff in one file, got with it better resolution and labels.
This map was strongly influenced by other 4 maps that i really liked:
Celare from Chashio
A map in Showcase Album from Schwarzkreuz
i have to say thanks specially to - Max - that is constantly active in my thread helping and pushing me up to keep doing the map.
And to the others that eventually checked my post and my progress, plus all that helped in http://www.cartographersguild.com/fi...-warlands.html
Still working in other maps and all the WIP was registered in http://www.cartographersguild.com/ge...agacea-17.html
Thans from aqua
Nice job Aquarits. I especially love the palette on this one.
One comment I already did on the WIP : I would have expected more forests labels since the map is mostly about forested areas and you had space to put some.
Well done.
Looking great!
I especially love the detail on that compass (I think this is the name) at the top left
Pretty good job!
I like the style of the map and especially love the mountain focal point. That curvy runic script is pretty too.


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SAN JOSE, Ca., (WUSA) -- Apple shrinks the screen on its new iPad Mini to just under eight inches. That's about two inches smaller than the previous models.
"It's not just a shrunken down iPad. It's a whole new design," says Apple's Phil Schiller.
The new size puts it in the same range as Amazon's Kindle Fire and Google's Nexus Seven. But with a starting price of $329, it's more expensive than either of those.
Marketing Chief Phil Schiller described it as a thin as a pencil and light as a pad of paper with ultra fast wireless and 10 hours of battery life.
"We were already so far ahead of the competition. Now I can't even see them in the rear view mirror," he says.
Apple's big announcement comes just about a month after the company unveiled a long line of other gadgets, including the iPhone 5.
Andrea Chang is a technology reporter for the Los Angeles Times and says there's a reason behind Apple's back-to-back announcements.
"A lot of it is because the holiday season is coming up. And any retailer, anyone who sells products, you really want to get in before the November period starts. And, then by separating these events out, you really see the extension of Apple hype over the period of several weeks," says Chang.
Apple already has sold 100 million iPads since their debut two years ago.
The company hopes when the Mini goes on sale next month, that number will multiply.


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We are pleased to announce: The Zimbra Collaboration Suite version 5.0.10 Open Source Edition!
Key Enhancements:
30387 - Allow each domain to have a default set of Zimlets zimbraZimletDomainAvailableZimlets
30644 - Per user optional appointment history logging zimbraCalendarMaxRevisions (default 1 essentially preserves non-revision behavior, 0 is unlimited)
30614 - Calendar integrity checking tool zmcalchk
30623 - separate forward filtering rules and mail forwarding features zimbraFeatureMailForwardingInFiltersEnabled
30833 - Authenticated-User: header or something similar needed zimbraSmtpSendAddAuthenticatedUser
30010 version info on 80/443 GetVersionRequest (zimbraSoapExposeVersion) & 30555 IMAP/POP proxy (zimbraReverseProxy[Imap/Pop3]ExposeVersionOnBanner) default FALSE
31157 - DNS MX validation check in Admin console (zimbraAdminConsoleDNSCheckEnable & zimbraDNSCheckHostname <> zimbraSmtpHostname default FALSE)
26652 - delete from junk should hard delete instead of move to trash
Notable Fixes:
27645 - Exceptions to recurring appointments are lost if the series is changed
30646 - CalDav will remove (hard delete invite) if you hit 'ok' in the notification
30128 - nginx: make capability list configurable zimbraReverseProxy[Imap/Pop3]EnabledCapability
31080 - 5.0.9 upgrade broke sorting on From column in Inbox
29445 - Out of RPC cache msg in AJAX client
30948 - Need custom java upgrade program for upgrading domain wiki templates (faster upgrades)
30013 - Upgrading confuses on/off status of Anti-Virus and Anti-Spam
30665 - Don't hard code credentials in slapd.conf.in
31196 - mail disabled "B is Null" error when trying to open calender item
Best practice is to make a backup before preforming any server maintenance: Backup and Restore Articles - Zimbra :: Wiki
5.0.10 Open Source Edition: Release Notes & Downloads
Be sure to subscribe to the blog - enjoy this release!
-The Zimbra Team


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Just look at the facts. Experts say, depending on the position and industry, between 10% and 30% of all job applicants distort the truth or lie on their resumes. That's about double the estimates from 20 years ago. Some exaggerate their educational or professional accomplishments; others fill in employment gaps. Many try to hide irresponsible work patterns; a few attempt to conceal a criminal background. A couple of years back, when the Port Authority of New York and New Jersey ran an advertisement for electricians experienced at working with a Sontag connector, it received 170 responses, despite the fact such a device doesn't even exist. The Port Authority placed the ad simply so it could determine how many applicants falsify information on resumes.
Horrible, but not hopeless. HR professionals like Bobbi Navarra say they have learned to look beyond the resume to know just who they're hiring. "The hiring process can set you apart from the competition," states the director of human resources administration for APCOA Inc., a Cleveland-based company that operates parking facilities at 400 urban sites, including 70 airports, in 42 states. Every time the organization considers hiring a new employee, it conducts a battery of checks. Depending on the exact position, the investigation can include driving record, credit history, criminal record, education and employment verification. But the company doesn't stop there. It also might carry out a detailed reference check and conduct an interview that probes specific issues. "The perception is a parking company would never spend the time and energy to do all this, but if you're committed to excellence, then it's absolutely necessary," says Navarra. "Nowadays, you have to know who the people are who work for you. The risk is just too great to ignore."
Better safe than sorry.
Indeed, the horror stories abound. Not long ago, for example, McDonald's Corp. found itself paying out $210,000 in damages to a family of a 3-year-old boy who was assaulted by an employee who had a previous conviction for child molestation. And a Florida furniture company recently got walloped with a $2.5 million judgment for negligent hiring after an employee—whose background hadn't been checked—returned to a home after a delivery and viciously attacked a woman with a knife, nearly killing her. At the ensuing trial, it became clear the man had an extensive criminal record and a long history of mental problems. Says Edward Niam, president of Hudson, Ohio-based Corporate Solutions Inc., a company that conducts background checks: "The entire incident would never have taken place if the company would have spent a few dollars on a criminal check."
The dollars spent for a check are nothing if you consider workplace violence and harassment cost businesses more than $4 billion a year, according to the National Safe Workplace Institute in Monroe, North Carolina. Or that workplace theft tops out at more than $120 billion annually—more than 10 times the cost of all theft that takes place in the streets of America. Or that a single lawsuit for negligent hiring can drain a company of millions of dollars and severely cripple its stability.
The companies that use background checks and other screening tools generally find themselves with far fewer problems. They find themselves reducing hiring and training costs and creating an environment in which violence, crime and sexual harassment are kept to an absolute minimum. "No system is going to eliminate every problem and no amount of interviewing or screening is going to make the workplace a perfect environment," says Niam. "It's all about reducing the odds that incidents take place. Investing dollars and hours up front can save enormous headaches later on."
The words sound convincing. The concept seems clear enough. Yet few companies screen job applicants as thoroughly as APCOA—particularly those hiring lower-paid service workers. That's because screening applicants requires serious effort and a commitment to use all available resources. And, getting reliable information about a person isn't easy. According to a recent survey conducted by Alexandria, Virginia-based Society for Human Resources Management (SHRM), 63% of all human resources professionals have refused to provide information about a former employee for fear of a lawsuit. Nearly 40% indicated that HR professionals should refuse to provide job-related information to prospective employers, even if the information is honest and factual. And while 92% of respondents in the survey indicated they do speak to an applicant's former employer, only 61% verify educational information, 42% check driving records and 25% conduct credit checks. "There's a dire need for better reference information, but fear of litigation keeps employers from providing much more than name, rank and serial number," says H. Kenneth Ranftle, chair of SHRM's board of directors.
Add to that the fact that over the last two decades, laws and restrictions have become ever more confining. One of the major issues, of course, is that Americans respect their privacy a great deal and resent others having access to what they would consider personal information. So, legislation such as the Freedom of Information Act denies access to such things as arrest, trial and conviction records. Yet, a tort—known as negligent hiring—holds employers responsible for determining an existing conviction record. In other words, not investigating a person's background can lead to a lawsuit if that person commits a crime or infringes on another individual's civil rights. Not making things any easier, 20 states have their own policies about how one can search criminal records. These laws override federal restrictions.
And that's not all. The decentralized nature of information translates into a major obstacle for any HR department going the route alone. Many records, including criminal convictions, are generally not available in a central repository. In most states, they're stored in county offices, which must be searched individually. Although an individual might have a felony conviction, there's no way to know without checking a specific locale or knowing where that person has been in the past. If an applicant has falsified information about where he or she has lived in the past, a criminal check alone isn't going to pull up any hits.
Anticipate the obstacles.
Despite all the hurdles, it's possible to legally obtain the data needed to make intelligent choices, experts insist. Perhaps the most basic but useful tool is a Social Security trace, which verifies previous addresses. Another popular tool is a motor-vehicle records check, which can show violations, convictions and restrictions—usually for the last three years. An education check can confirm degrees and offer transcripts. A credit history can show how individuals have handled money and whether they have any judgments or liens against them. And criminal conviction and court records can show civil litigation and any felonies a person has committed over the last seven years. (For a complete discussion of various background checks, please see, "How To Screen Job Candidates Effectively,").
Although each individual check can be useful, experts say it's often more important to look at how everything fits together. According to Niam, a cross section of checks can expose someone who is using a false name, has lied about the employment history or fabricated other information. He points out, for example, a Social Security trace can verify a current address, and also show where that individual has lived in the past. That information can be used to check the accuracy of employment dates and also provide a framework for conducting a county-by-county search for a criminal conviction. Likewise, the fact an applicant doesn't have a motor-vehicle record might be an indication of a suspended license due to alcohol or drug problems. With an accurate list of previous addresses, it's possible to probe deeper into that issue. The cost of conducting a background check? Depending on the firm and the scope of the check, typically $50 to $200. In a few cases, the fee can run as high as $500. Turnaround time is typically 24 to 72 hours.
Many companies take the issue seriously enough to willingly plunk down the cash. At Atmel Corp., a San Jose, California-based producer of highly specialized semiconductors and microprocessors, all prospective employees are thoroughly investigated, using a variety of methods. The 10-year-old company, which has almost 3,000 workers in the United States and overseas, has been growing at an annual rate of more than 50%. That puts tremendous pressure on recruiters to fill positions, says Bobbi LaPlante, Atmel's manager of human resources. "It's a huge challenge," she says. "The problem is nobody ever wants to think the preferred candidate can possibly have anything wrong. Recruiters often don't want to wait the three to five days needed to get the information about an individual's background. They want to make an offer immediately, and they think it might show bad faith on their part to tell a person they're checking on him or her. All it takes is getting pinched one time for you to realize you can't make exceptions. The reality is the money spent on screening is an investment.
Match the tools to the job.
Atmel—which frequently uses outside consultants—conducts different types of checks for different positions. Line employees, who typically work in chip fabrication, undergo a Social Security verification and a criminal check. Since education and financial issues aren't important for the job, the company forgoes any background check to verify that information. At the management level, the firm conducts a more detailed investigation. It verifies education, checks that employment dates are correct, conducts a Social Security check, and a criminal-record check. And, depending on the position, it sometimes requests a credit check. "The higher we go up the ladder, the more we focus on personal references," says LaPlante.
Any type of criminal violation catches HR's attention, although several issues weigh into a decision about whether to hire the applicant. For example, if an individual has a DUI (driving under the influence) conviction, it's considerably less of an issue if the person isn't going to be driving for the company, says LaPlante. However, if the individual has been convicted of criminal fraud, that eliminates the candidate from consideration altogether. And when it comes to checking the accuracy of the information that's been provided by an applicant, the same general rules apply. "If someone is a few months off in their employment record, it isn't something we're too concerned about. Obviously, you have to allow for some margin of error. We get a lot more concerned if someone has worked somewhere and doesn't put it down. Or when the person claims to have a degree or credentials and doesn't."
The company is particularly careful about who it hires for reasons that extend beyond possible violence or theft. Industrial espionage always is a concern, particularly for a technology company like Atmel. There's also some concern about an individual's employment history and what information that individual claims. Even the perception one is carrying secrets to a new company can spawn lawsuits. And then there's the general issue of finding people who are reliable and honest. "You want someone who's stable and productive," says LaPlante.
Although the firm has never had a violent incident or a problem with theft, LaPlante recently was reminded how insidious the problem can be. Under pressure from a manager who had an open position and desperately needed to fill it, the HR department allowed an engineer to begin work before all the usual checks were completed. Only a week into the new job, the background investigation revealed the person had falsified his degree, work experience and other facts. Although Atmel had to pay a week's salary, that was the least of the headache. HR also had to go back to find a new candidate to fill the position. "It reminded us a couple of hundred dollars and some patience are a good investment," says LaPlante.
APCOA's Navarra is no less committed to knowing who the company is hiring. Although it uses Hiring Authorities (the name given to managers who hire employees) to make employment decisions at its various locations, it has established a standardized process for checking on applicants. After a Hiring Authority has weeded through applications and narrowed the list of finalists, an outside company checks on the applicants' driving records and looks for criminal convictions. Additionally, management candidates are subjected to a credit history check, as well as education and employment verification. Navarra says approximately 15% of all entry-level applicants falsify information and approximately 5% of all management candidates—something that's usually apparent after a background check.
But the company doesn't limit itself to verifying information. It also conducts reference checks in-house. In some cases, that translates into a phone call and direct questions to an individual listed as a reference. In other situations, staff sends out specialized forms and then examines the responses. "Usually, a person puts someone down as a reference who's going to say something good, and many people assume there's no point in talking to them because of that. But asking the right questions can provide clues and insights into attitudes, behaviors and actions. It can open up things the reference might not otherwise discuss," Navarra explains. For example, HR managers might ask a former employer whether the candidate ever showed signs of irresponsible behavior.
At Intuit Corp., the Menlo Park, California software company that produces Quicken, reference checking has turned into something between an art and a science. The organization typically requests that applicants for management positions supply between five and nine references—occasionally a dozen. Then the HR department calls these personal and professional references and asks specific questions, such as: "What are the candidate's strengths and weaknesses? Can you describe a project in which the candidate achieved outstanding results? Can you describe a situation in which a candidate's performance was disappointing?" "We find the folks we call are pretty open and honest," says Sharyn Vucinich, staffing manager for Intuit. "The common perception that they're only going to say positive things isn't true." And if those conducting the interview—a combination of hiring managers and those from other departments—run into roadblocks, they simply ask the candidate for more references.
Even when a reference isn't overly cooperative or forthcoming with information, it's still possible to glean insights about the candidate, according to Edward C. Andler, president of Bridgeton, Missouri-based Certified Reference Checking Company. At the very least, he says, it's often possible to get some idea just by the tone of the voice and the demeanor of the person answering the questions. What's more, basic information, such as employment dates, job title and whether a previous employee is eligible for rehire, can help a great deal. He also points out there are other ways to overcome reluctant sources. One of the most effective strategies: calling one's counterpart at another company and engaging in old-fashioned networking—informal and off-the-record, if necessary. "The worst the person can do is say, 'No.'"
Regardless of whether a company conducts its own checks or contracts with an outside firm, Andler believes the crucial thing is to verify those being considered for a position are really who they say they are. He explains: "Most crimes and most problems are committed by a small percentage of people. It might be difficult to determine a top performer from an average performer, but it's relatively easy to spot the vast majority of individuals who are poor performers, dishonest or have other problems. Once you weed out the bottom 20% of the work force, quality and productivity will increase. Once you get the troublemakers out of the loop, you've solved many of your personnel problems."
Take advantage of tests.
Background checks and interviews with references can certainly go a long way toward weeding out undesirable applicants. But a diligent HR department doesn't stop there. In fact, verifying the accuracy of information is sometimes just a start. James M. Powell, a senior vice president at Charlotte, North Carolina-based Pinkerton Services Group, argues organizations also can screen applicants by using personality tests, psychological assessments and structured interviews. He also believes an individual well heeled in the art of interviewing can expose inconsistencies and potential problems. "Many companies are beginning to understand it isn't just an issue of theft or violence. They need to provide a high level of customer service and they have to find people who can do that."
One of those companies is Nordstrom Inc., a Seattle-based department store chain. It uses the Reid Survey, an integrity test, to screen for violent tendencies, drug use and dishonesty. The paper-based test takes approximately 15 minutes to complete and immediately is fed through a scanner to obtain results. It's given to anyone who a manager shows interest in pursuing beyond the application process. "Although it's only one step in the hiring process, it immediately eliminates people who are suspect," says Joe Demarte, vice president of personnel. And he has the numbers to back that statement up. When Nordstrom conducted a controlled test of 400 applicants at one store, it tracked the results of the Reid Survey. Approximately 100 weren't recommended, but the company hired them anyway. Three months later, 44% of the group had left the company, compared to a 22% turnover rate for those who scored in the appropriate range on the test.
Overall, approximately 20% to 25% of those tested aren't recommended for hire, says Demarte. "[The test] simply increases the probability of tagging those who wouldn't be acceptable employees." He explains a Nordstrom interviewer has roughly a 60% chance of screening out an undesirable applicant. With the assessment test as an additional tool, the probability rises to 90%. "Spending $5 on the test is well worth it. It's a negligible cost compared to the alternative of having employees steal and treat customers in an undesirable way," he says. Nordstrom also conducts criminal, driving and credit checks, depending on whether they're relevant for the position. It typically spends $20 to $30 per applicant for anyone being seriously considered for hire.
Nordstrom isn't the only company that has turned to testing and a more structured approach to hiring. A growing number of firms are using psychological assessments—and even personality tests—to match workers with a predefined profile of who a successful person is within that company. Says Pinkerton's Powell: "The tests can't tell you whether to hire the person or not. They simply provide insights into how that individual might function in that environment. They can show a person's strengths and weaknesses." Pinkerton's Stanton Survey, for example, gauges an applicant's attitude and provides some insights into how well the individual is likely to handle a particular position.
Don't underrate face-to-face interviews.
All the discussion about background checks and screening, however important, overshadows another important part of the process: face-to-face interviewing. It's one of the most powerful screening tools that exist, although many human resources professionals fail to use it effectively. "By asking good questions and by probing beneath the surface, it's possible to find out a lot about a person. No amount of testing can ever take the place of a human being asking questions. A trained interviewer is crucial to finding people who have the people-skills to flourish," says Demarte. Adds Atmel's LaPlante: "A good interviewer who phrases things the right way can coax a good deal of information out of someone."
One of the most effective methods is simply asking the applicant questions that are relevant to the job: How would you handle a customer who gives you a hard time? What would you do if another employee yelled at you or told you that you weren't doing your job right? Such questions can evoke responses that provide clues about how that individual might react in a stressful situation or deal with others.
Pinkerton's Powell agrees people often will provide all sorts of information, and applicants will admit to all kinds of things, if the questions are well designed. Another technique that works best, Powell believes, is a structured interview. It can eliminate many of the variables and inconsistencies that can sneak into the process—particularly at decentralized organizations that use field managers for hiring. Rather than sitting an applicant down and saying, "Tell me about yourself," the exact questions are phrased ahead—and are often linked to follow-up questions. The process is constructed to address the specific needs of a specific job and so questions are tied into job functions. Popular in the 1940s and '50s, it's now making a strong comeback.
At Ameritech Cellular Services, the Hoffman, Illinois subsidiary of Ameritech Corp., structured interviews are becoming the norm. That has created greater uniformity in the way the hiring process works and reduced the potential for legal problems. Hiring managers use a behavioral approach that focuses on past accomplishments and actions. From this, they're able to get a much better idea who the people are and what they bring into the organization. Candidates answer questions directly relating to skills and abilities. "It's not just an exercise in running down all the points of the resume," says James A. Riecks, director of human resources. "We're shifting toward competency-based systems, which really zero in on the attributes of a candidate. We're looking for specific examples of how they succeeded on previous jobs rather than examining their entire work history." In some cases, the company also uses computer-based simulations to determine if an individual has the skills to do the job.
Yet the firm doesn't overlook conventional methods. Once an applicant is considered a finalist for a position, Ameritech conducts a background check—using a variety of different methods. It also has hiring managers and staff who check references. "The philosophy is driven from a cost perspective. If you can do a better job up front, if you can select a person who has the skills and attributes to fit the organization, you're probably going to lower turnover, boost productivity and eliminate problems," Riecks explains.
Whatever method you choose, ensure consistency.
Of course, there's no single formula that works for every company in every situation. Experts say one of the keys to creating a solid screening program is to first determine what the company's needs and concerns are. A candidate for the accounting department will require a far different background check than an individual who will drive a delivery truck. A sales manager will dictate an entirely different approach than a shipping clerk. Likewise, different industries require different types of screening. Certain sectors, particularly those paying low wages and with little opportunity for advancement, are far more prone to attract candidates with questionable backgrounds.Yet, as Niam puts it: "Nobody's immune."
Whatever approaches a company takes, those on the front lines say consistency is a key to success. Not only does a standard approach ensure the organization will follow its stated policies and pursue its goals, it also reduces the odds of a lawsuit. "You don't have to screen everyone you hire," says Niam, "but anyone who you consider for a specific position should be subjected to the exact same screening procedure and background checks as everyone else." That's also true for pre-employment drug tests and post-hire physicals. Moreover, it's important to avoid tests and checks that aren't relevant for the position and could be construed as a personal invasion. In some instances, they could serve as the basis for a discrimination suit. And when it comes to psychological and attitude assessments, experts caution that a test must not be biased toward a specific race, gender, religion or age group.
Niam also points out one should never assume all information is accurate and up-to-date. Mistakes take place. Credit reports are notoriously sloppy, for example, and things aren't always how they appear on the surface. "It's important to discuss an inconsistency or a red flag with a candidate. It's crucial to give him or her the opportunity to explain why there's a discrepancy or a problem. In some cases, a person will make an admission of guilt if confronted. In other instances, an individual may have a valid explanation." Of course, there's a big difference between an employment gap of a couple of months and a criminal conviction. And that's when human judgment and expertise plays a role. No matter how sophisticated tests and checks become, HR must still weigh the results.
Finally, there's the issue of not overstepping certain boundaries in the pursuit of information. Courts have found some employers liable for collecting intrusive data about job applicants and employees. Although virtually every employer requires a release form that allows the employer to check references and background information, that doesn't provide carte blanche power to conduct an investigation and ask any question. One California company that began asking candidates about their sexual orientation and inclination to attend church found itself the target of a major class-action discrimination suit. By the time the dust had settled, the firm had coughed up $2 million for a settlement.
Of course, all the checks and tests in the world can't eliminate every problem. Crime, violence and unproductive workers always will be a part of the workscape. People with emotional problems or a poor work ethic sometimes slip past even the most careful scrutiny. Yet human resources professionals who screen applicants and conduct background checks insist the money and time invested is well worth it. "It reduces turnover, it reduces theft and it cuts down on liability," says APCOA's Navarra. "You can have the best product or service in the world. You can create an award-winning training program. But if you haven't selected the right person for the job, it's all for naught. An organization is only as good as its employees."
Personnel Journal, December 1995, Vol. 74, No. 12, pp. 84-95.


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Each weekday between now and Signing Day, we'll take a look at the latest chatter surrounding the top recruits, getting you ready for the big day. Today, we feature prospects No. 90 to 81 in the Scout100.
No. 101+ | 100-91 | 90-81 | 80-71 | 70-61 | 60-51 | 50-41 | 40-31 | 30-21 | 20-11 | 10-1
|Mike McGlinchey
No. 90 -- Mike McGlinchey, OT
Ranking: (No. 8 overall OT)
Commitment: Notre Dame
The latest: McGlinchey has been a solid Irish commitment since March, with no indications he's considering anything else. He participated in the Semper Fi All-American Bowl and performed exceptionally well.
In his words: "Obviously I'm really excited and have a great opportunity at Notre Dame. I'm beyond excited to play for them and get started, but at the same time I'm definitely going to miss home and I'm going to miss a lot of my friends and my family. So that is a little bit of the downside. But everything else has been so great that I want to take my time over the next couple of months to enjoy what I have here at home and hopefully I'll be able to stay in touch with all the people I have here when I'm in South Bend." -- Dec. 12
More coverage: Go inside for a complete story on his official visit to South Bend and much more.
|Tyrone Crowder
No. 89 -- Tyrone Crowder, OG
Ranking: (No. 4 overall OG)
Commitment: None
Interested in: Clemson, Georgia
The latest: Crowder says it'll likely come down to one of those two schools and that he plans to make the big announcement on Signing Day.
In his words: "I do not see another school entering the mix right now. I think it will be Clemson or Georgia, I just do not see anyone else right now." -- Dec. 30
More coverage: Go inside for a full report on his latest plans and much more.
|Alquadin Muhammad
No. 88 -- Alquadin Muhammad, DE
Ranking: (No. 8 overall DE)
Commitment: Miami (FL)
The latest: Muhammad announced for the Hurricanes during the U.S. Army All-American Bowl, a major get for the ACC blue-blood. The versatile pass-rushing defensive end appears to be solid in the decision.
In his words: "I felt comfortable after making my official visit. I definitely think that is a place I could show may ability. They have a great academic program and I feel like I could really do well there and be the best I can be." -- Jan. 5
More coverage: Go inside for the full story on his commitment and much more.
|Elijah Qualls
No. 87 -- Elijah Qualls, DT
Ranking: (No. 11 overall DT)
Commitment: Washington
The latest: A Washington commit since June, it hasn't stopped other programs from trying. UCLA and Nebraska are the other big names said to be after Qualls' signature, but he maintains he is still solid to the Huskies and has spoken recently about recruiting for them.
In his words: "I took my visit (to Washington) last weekend and I loved it, as I always do. I've been there so many times now and every time I go back, I find something new to love about the place." -- Jan. 22
More coverage: Go inside for the full report on his visit to Washington and much more.
|Greg Webb
No. 86 -- Greg Webb, DT
Ranking: (No. 10 overall DT)
Commitment: North Carolina
The latest: A solid Tar Heels commit, Webb recently was paid a visit by North Carolina head coach Larry Fedora that reportedly went well. There are no indications he is wavering. He was formerly a Penn State commit before flipping.
In his words: "North Carolina showed me a lot of things ... I just fell in love with it -- it wasn't like I had to rush my decision at all. And North Carolina was going to be my second choice (after Penn State), but now I see it should have been my first." -- Aug. 20
More coverage: Go inside for the full story on Fedora's visit to Webb.
|Tyrell Robinson
No. 85 -- Tyrell Robinson, LB
Ranking: (No. 5 overall OLB)
Commitment: Oregon (soft verbal)
Interested in: Oregon, USC, Ohio State, Washington
The latest: We touched on Tyrell when we discussed his twin brother Tyree in the first installment of this series. Chip Kelly's departure has opened the door for them to consider other options, and they are said to be "very open" to the possibility of another school. Wherever they choose, they will commit together.
In his words: "I would definitely be disappointed if Chip (Kelly) left. He's a great coach, he's a superstar in the coaching ranks and we really bonded well. That's who I want to be my head coach but if the staff stays, me and my brother (Tyree) will be good still." -- Jan. 7
More coverage: Go inside for more on the Robinsons, including the latest on their visit plans and much more.
|Altee Tenpenny
No. 84 -- Altee Tenpenny, RB
Ranking: (No. 14 overall RB)
Commitment: Alabama (soft verbal)
Interested in: Alabama, Arkansas
The latest: Tenpenny is committed to the Crimson Tide, but he still planned on taking some visits in January, notably to his home school of Arkansas. He also said Auburn was trying to get into the mix. Nick Saban has visited him twice, and for now at least the national champs still seem likely to land his services.
In his words: "It was great to have (Saban) down. We talked about the opportunities that I have, not just as an athlete, but as a young man going to Alabama." -- Dec. 11
More coverage: Go inside for details on Tenpenny's recruiting and much more.
|Chris Hawkins
No. 83 -- Chris Hawkins, CB
Ranking: (No. 10 overall CB)
Commitment: USC
The latest: As many commits continue to debate their statuses with the Trojans, Hawkins remains firm and plans to enroll early. There should be no reason for USC fans to sweat this one.
In his words: "It was a different side of USC that I got to see. I got to chill with a lot of the players. So I loved it. The next time I'm there, I'll be a student because I'm enrolling early." -- Dec. 9
More coverage: Go inside to read Hawkins' thoughts about heading to USC.
|Brice Ramsey
No. 82 -- Brice Ramsey, QB
Ranking: (No. 7 overall QB)
Commitment: Georgia
The latest: A long-time Bulldogs commit, it's Georgia all the way for Ramsey, who has already moved to Athens and enrolled.
In his words: "We are getting top prospects, we have great coaches, and we just need to keep trying to add speed and play-makers to this class. I think we can get in there and help take the Georgia program to that next level. Georgia has always been good, but I just want to help make it a little better." -- July 11
More coverage: Go inside for video from Ramsey's final high school game and much more.
|Derwin Gray
No. 81 -- Derwin Gray, OT
Ranking: (No. 7 overall OT)
Commitment: Maryland
The latest: By all accounts, Gray is a solid Maryland commit and has put on the recruiting hat for the Terps in recent weeks.
In his words: "Maryland is great, I love being committed to Maryland. Been a Maryland fan, I love the coaches. I'm just trying to build a team around me." -- Jan. 7
More coverage: Go inside for a full story on Gray's feelings about Maryland and much more.


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|Extension Corner
|Written by Tracy Trumper
Why prepare for financial literacy month
April is Financial Literacy Month. Financial literacy is so important to the health and well-being of individuals and of families that there is a special time that information is shared and encouraged.
So, with April fast approaching, why not start now. Just as we all have made our New Year's Resolutions for better physical health, we now have another chance to have better financial health.
Why think about financial literacy and why you should do something about it? According to the 2008 Financial Literacy Survey of adults, conducted on behalf of the National Foundation for Credit Counseling, Inc. and MSN Money:
—One in every 10 Americans with a mortgage reports being late or missing a mortgage payment in the last year.
—Seven percent of adults are either getting calls from collectors or seriously considering filing for bankruptcy.
—Only 59 percent of the young adults say they do not have any non-retirement savings. And though a majority is currently saving for their retirement, more than one-quarter are not.
—Almost half of those who closely monitor their finances are more likely to say they learned about personal finance from their parents or at home, underscoring the potential positive influence parents can have on their children financially.
—Only one-quarter expect their income to outpace inflation. And more than half of all Americans believe their income will shrink, not keep pace with inflation, or stay even.
The Hartford Financial Services Group, Inc. also discovered in their 2008 study:
—Fifty-five percent of parents with children aged 16-24 voiced concern over their children's ability to become financially independent without monetary assistance from them.
—Nearly 72 percent of the parents surveyed acknowledged they are their children's primary source of personal finance education, although 44 percent admit to needing more guidance on how to best teach their children the skills necessary to become financially responsible and successful adults.
Even more convincing is the Charles Schwab 2008 "Parents and Money" survey that revealed:
—Only about one in three parents (34 percent) has taught their teen how to balance a checkbook, and even fewer (29 percent) have explained how credit card interest and fees work.
—While 71 percent agree the best way for teens to learn about money is from guided, hands-on experience or their own example, only one in five parents (20 percent) involves their teen to a great extent in the family's budgeting and spending decisions.
—Ninety-three percent of American parents with teens worry their teens might make financial missteps such as: overspending or living beyond their means (67 percent), getting in over their head with credit card debt (65 percent), failing to save for the emergencies (60 percent) or failing to stick to a budget (57 percent). And a full third of parents (33 percent) anticipate their "golden years" will likely involve helping their kids financially.
On the more positive side, the 2008 study by the Boys and Girls Clubs of America and the Charles Schwab Foundation of teens participating in the financial education program Money Matters found:
—Teens who reported learning a great deal about goal-setting were significantly more likely to also report they had saved money for something they wanted and then purchased it (79 percent), compared to those who reported they learned little or nothing about goal-setting (58 percent).
—Teens who reported learning about managing savings and checking accounts were more likely to report having opened both types of accounts (57 percent vs. 44 percent opened a savings account; 36 percent vs. 28 percent opened checking accounts).
—Those who reported learning about saving money were more likely to save regularly (72 percent vs. 57 percent).
—Teens who learned to track spending were more likely to report having developed a budget (50 percent) versus those who learned little or nothing (29 percent) and also more likely to save money to purchase something (80 percent vs. 60 percent).
Some helpful hints to get started, whether you are an individual or the head of your household, first, set long-term and short-term goals, like retirement or college education and buying a new car. Second, develop a budget looking at income and monthly expenses. Third, start saving something from somewhere. If might start out being pocket change, but it adds up over time.
Holyoke Enterprise March 8, 2012


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The Giant Mechanical Man
Release Date: April 27, 2012
Running Time: 94 mins.
MPAA Rating: PG 13
Box Office: $5,360.00
Genre: Comedy, Drama
Janice, a woman in her 30's has yet to learn how to navigate adulthood, and Tim, a devoted artist finds that his unique talents as a silver‐painted street performer don't exactly pay the bills. Evicted from her apartment and forced to move in with her overbearing sister, Janice is on the receiving end of well‐intentioned but misguided pressure to date an egotistical self‐help guru. Everyone seems to know what's best for Janice, but Tim helps her find her own voice and realize that it only takes one person to make you feel ...


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|START Conference Manager
ASIST 2012 Annual Meeting
Baltimore, MD, October 26-30, 2012
Accessibility and Management of Information Sources in Contexts: A Case Study Among Research Engineers
Noemie Musnik and Benoit Ricard
Monday, 6:30pm
Assuming that workplace significantly affects information seeking and information management patterns, this study explores accessibility and management of information sources among a group of research engineers. The study analyses how these engineers, who belong to the R&D entity of a major energy group, require, search and manage information sources in given professional contexts. Furthermore, it strives to identify the contextual factors that shape information practices. This empirical study is based on a qualitative approach: following exploratory inquiries, semi-structured interviews and observations were conducted with 15 actors in their proper workplace. Our integration within the team facilitated the participant observation stance. The study provides an analytic cartography of the various components of the organizational and informational environments whereby the activities and tasks of the above mentioned actors take place. A wide range of practices has been identified via interviews but also through the activities and work rhythms observed. An appreciative framework has been developed to analyze the practices of access to information produced and used in a professional context; it underlines the contextual factors that may become driving dimensions to support an innovative perspective on information management structures. The study attempts to provide an innovative approach for the analysis of information practices in contexts, oriented toward the design of a facetted and collaborative information management system.