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Speaker Leonid Reyzin
Affiliation Boston University
Host Yael Kalai
Duration 00:57:41
Date recorded 4 May 2011
Joint work with Sebastian Faust, Tal Rabin, Eran Tromer, and Vinod Vaikuntanathan
Computational devices leak side-channel information that may, and often does, reveal secret internal states. Such leakage is often not modeled properly by the analysis of security protocols, where the internals of computing devices are simply abstracted away. To make such analysis relevant, computational devices must be fully shielded from the oustide world.
We present a general transformation that compiles any circuit into a new circuit with the same functionality and on top of that with resiliency against well-defined classes of leakage. Our construction requires a small, stateless, and computation-independent leak-proof component that draws random elements from a fixed distribution. In essence, we reduce the problem of shielding arbitrarily complex circuits to the problem of shielding a single, simple component.
Our approach is based on modeling the adversary as a powerful observer that inspects the device via a limited measurement apparatus. We allow the apparatus to access all the bits of the computation (except those inside the leak-proof component) and the amount of leaked information to grow unbounded over time. However, we assume that the apparatus is limited either in its computational ability (it lacks the ability to decode certain linear encodings and outputs a limited number of bits per iteration) or its precision (each observed bit is flipped with some probability). While our results apply in general to such leakage classes, in particular, we obtain security against:
-- Constant-depth circuits leakage, where the measurement apparatus can be computed by an AC0 circuit (composed of NOT gates and unbounded fan-in AND and OR gates), or an ACC0[m] circuit (which is the same as AC[0] except that it also uses mod m gates).
-- Noisy leakage, where the measurement apparatus reveals all the bits of the state of the circuit, perturbed by independent binomial noise. Namely, each bit of the computation is perturbed with probability p, and remains unchanged with probability 1-p.
©2011 Microsoft Corporation. All rights reserved.


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|Hermosillo 5th at holiday tourney
|Written by Brenda Johnson Brandt
195-lb. wrestler Jesus Hermosillo gave an impressive performance at the Dec. 21-22 Old Chicago Northern Colorado Holiday Wrestling Tournament in Greeley, where he placed fifth in his weight division.
It was fantastic competition and a great atmosphere, said coach Jack Garrison about the highly-competitive tournament which featured 64-man brackets.
Holyoke was one of two 2A teams to compete, with highly-ranked wrestlers from 3A-5A bracketed in the tourney.
Garrison said it was a real beneficial tournament as both the young and the experienced wrestlers had a chance to see what's out there. "It lets kids realize what they can be," he added.
Dylan Kotch, at 220 lbs., was just one round out of the placings, suffering a disappointing 7-8 defeat to end his tournament with a 2-2 record. Both his losses were one-point decisions.
Nicholas Ortner, Leo Ortiz and Spencer Kotch each earned a win on the mats at the tough holiday tournament, and coach Garrison was very proud.
Pomona High School won the tourney with 228.5 points, followed by Broomfield 214.5, Cheyenne East 211.5, Discovery Canyon 189 and Windsor 188.
Next up for the Dragon wrestlers, after a holiday break, will be the Fort Collins Invitational Saturday, Jan. 5.
Individual results from the Old Chicago holiday tourney follow:
106 lbs.—Eric Rojo was pinned in :49 by Frank Martinez of Chaparral, who placed eighth; and was pinned in 2:06 by Chantell Lemus of Laramie.
120 lbs.—Issac Brandt lost a 4-11 decision to Riley Thayer of Chatfield and lost a 13-17 decision to Beau Begier of Pine Ridge.
138 lbs.—Nicholas Ortner won an 11-2 major decision over Dylan Burgett of Elizabeth, was pinned in 2:20 by eventual sixth-place finisher Blaze Cress of Cheyenne East and lost a 2-7 decision to Benito Gutierrez of University.
145 lbs.—Luke Stewart lost a 5-9 decision to Tyler Zunich of Coronado and was pinned in 1:13 by Shane Ricks of Greeley West.
152 lbs.—Ben Martinez was pinned in 3:30 by Ethan Wright of Pomona and was pinned in 4:03 by Peter Enockson of Lakewood.
160 lbs.—Leo Ortiz was pinned in 1:11 by eventual third-place finisher Connor Casady of Legacy, pinned Lane Lanier of Pueblo in 2:43 and lost a 1-5 decision to Kaleb Geiger of Castle Rock.
170 lbs.—Spencer Kotch was pinned in :52 by eventual fourth-place finisher Adrian Mack of Discovery Canyon, won an 8-7 decision over Hudsen Marker of Castle Rock and was pinned in 1:54 by Macario DeLara of Northglenn.
182 lbs.—Marques Harvey was pinned in :33 by Cody Garrett of Middle Park and was pinned in 2:22 by Tyler Parker of Berthoud.
195 lbs.—Jesus Hermosillo placed fifth. After two wins, he lost to 5A number two-ranked Joey Garcia of Lakewood in the quarterfinals. But he wrestled strong through the back door, taking three wins before meeting Garcia again to determine who would go for third/fourth. Garcia prevailed again and ended up finishing third.
Hermosillo pinned Brandon Forney of Mountain Range in :59, pinned Andres Ortega of Greeley Central in 1:09, lost a 3-14 decision to Garcia of Lakewood, won a 3-0 decision over Luke Robinson of Legacy, won a 6-2 decision over Kagen Hennig of Berthoud, won a 5-2 decision over Harley Minarez of Prairie View, was pinned in 2:13 by Garcia and won by forfeit over J.D. Rosales of Abraham Lincoln to take fifth.
220 lbs.—Dylan Kotch pinned Jonathan Delacruz of Pine Ridge in 2:43, lost a 6-7 decision to fourth-place finisher Noah Lennox of Golden, pinned Micah Bosseler of Discovery Canyon in 4:04 and lost a 7-8 decision to eventual fifth-place finisher Nick Debruyne of Lakewood.
285 lbs.—Astolfo Rojo was pinned in 1:20 by seventh-place finisher Dane Drimmer of Chaparral and was pinned in 4:25 by Luke Fowler of Lewis Palmer.
Holyoke Enterprise December 27, 2012

subset: commoncrawl


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I am pretty happy with my accomplishments so far in my life, but even i am envious of others. PewDiePie is a multimillionaire youtuber with a simple ass concept show making 6 figures a month. He is only 23 and dropped out of university. I sometimes think I wasted my life. sigh
Happy Wheels is hilarious though I will admit.


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'Ruby Sparks' is a real gem
"Ruby Sparks"
3 stars
Rated R (language including some sexual references, and for some drug use)
DIRECTORS: Jonathan Dayton and Valerie Faris
CAST: Paul Dano, Zoe Kazan, Chris Messina and Annette Bening
Opens Friday at Park Place Stadium Cinemas
"Ruby Sparks" slyly, smartly pokes holes in the romanticism of the Manic Pixie Dreamgirl. But it also toys with the larger notion of idealizing people you don't really know just because you've fallen for them and want all that warm, gooey stuff to be true.
Superficially, it's about the struggle to create, as seen through the writer's block an acclaimed novelist suffers in trying to craft his sophomore effort. But it's also about the fantasies we all create in our heads, the detours from reality that assuage us.
Delight and charm ultimately win out over any deep revelations, though, as the script from Zoe Kazan -- who also stars as the title character -- keeps things light and bright. This is also true of the brisk direction from Jonathan Dayton and Valerie Faris, the husband-and-wife team behind "Little Miss Sunshine," which was the very definition of a crowd-pleaser.
The fact that Kazan and co-star Paul Dano have been a real-life couple for the past five years provides a bit of intriguing context, but their on-screen romance is more universally relatable.
Dano stars as Calvin, a writer who achieved worldwide success and acclaim at a staggeringly young age with a novel that gets mentioned in the same breath as "The Catcher in the Rye." Years later, he's still trying to follow that up. He wakes up each day by himself, drags his lanky body upstairs to his home office and stares at an empty sheet of white paper that sits in the typewriter, quietly mocking him. (Yes, Calvin is that kind of old-school writer.)
When the words do come, they don't so much form a story but a person: Ruby Sparks, a 26-year-old painter from Dayton, Ohio. More a collection of quirks than a real character -- she's all colorful tights and homemade meatloaf -- she becomes Calvin's muse and eventually his love. He can't stand to be away from the typewriter because it means being away from her; you can feel the ache in Dano's soulful eyes, in his neurotic demeanor.
And then, one day, Ruby shows up. She just shows up in the kitchen and starts making breakfast. (Matthew Libatique's cinematography is crisp and clean, making Calvin's modern, minimalist home seem like the manifestation of his inner blankness; he's nothing until this woman comes along.)
Calvin naturally freaks out and assumes she must be a hallucination...until they go out in public and he realizes other people can see her, too. His brother, Harry (Chris Messina), a slick agent, recognizes the potential here and suggests that Calvin do a little tweaking to Ruby whenever he wants, for fun if nothing else. (Messina injects a bit of grounding in this frothy situation.)
Calvin refuses, insisting that she's perfect just the way she is...at first. But then he discovers he can make her speak French. He can make her depressed. He can make her worship him. And the scariest scenario of all: He can make her think for herself.
Because the script and lead performance spring from the mind of a woman, "Ruby Sparks" offers up and then upends all the various incarnations of stereotypical femininity. Kazan consistently finds the humor and sensitivity in this outlandish premise.
Sure, it feels like a Los Feliz hipster version of a Woody Allen movie, an updated take on "Pygmalion" for a generation that has grown accustomed to instant gratification. But maybe it'll give you something to think about as you Facebook stalk that cute girl you just met for coffee.


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Friday, August 29, 2008
No doubt some will think that it should come as no surprise that the people running the McCain campaign are incompetent morons. For those not yet convinced of this, the pen above supplies some confirmation: Student's For McCain!
The pic has been corrected at the McCain online shop. But I know people who have the uncorrected pens.
Is it too much to ask of people that they learn the difference between possessives, contractions, and plurals?
14 comments:
Their is only one mistake more damning of one's English competency. (ahem)
- August 29, 2008 at 10:50 AM
- Spiros said...
BTW: Yesterday I saw in a fast-food place a sign saying:
"We Sincerely Thank You For Not Smoking."
This strikes me as incoherent. The speech act of thanking has as sincerity as a success condition. *Sincerely thanking* is like *honestly telling the truth*. View?
- August 29, 2008 at 11:07 AM
I suppose the implication is that there are plenty of store owners who insincerely thank their patrons for not smoking (or whatever they've asked them not to do). The thought might go: you insincerely thank someone for doing something they ought to do anyways (like not beating your kid while standing in line to order), but you sincerely thank someone for doing something that is really going above and beyond (like not smoking... or masturbating in public... you know, things that require real self-control). So it follows that not smoking is something that deserves praise and sincere thanks. Maybe they should give rewards!
That said, it does seem, well, insincere to call attention to how sincerely one is thanking. Making a big show of sincerity is evidence of insincereity, isn't it?
- August 29, 2008 at 11:52 AM
Misunderstanding Jedi Mind Trick you are:
"These are not the droids we're looking for...."
Student is for McCain
Student is for McCain
Student's for McCain
High Jedi competence it is Skywalker.
- August 29, 2008 at 11:52 AM
- Spiros said...
Krinos: "Making a big show of sincerity is evidence of insincerity, isn't it?"
Is an insincere thanking a thanking?
- August 29, 2008 at 12:06 PM
- Spiros said...
Good point about the Jedi Mind Trick.
Btw: The Jedi are villains of the Star Wars films.
- August 29, 2008 at 12:07 PM
- English Jerk said...
There's a simple explanation for this pen: its target market is those whose first name is "Student," as in "Hey Student, get that pen out of your nose and open your fucking book!"
Excuse me: it's target market...
- August 29, 2008 at 12:37 PM
- Spiros said...
English Jerk:
- August 29, 2008 at 12:49 PM
Maybe this is just ingenious marketing on the part of the McCain campaign knowing their demographic.
The type of voter they are looking to recruit is one of limited intellectual rigor. From his speeches, it seems the McCain voter is also swayed by the following rhetorical key words as reduced from McCain's speeches:
noun - verb - POW
noun - verb - strong America
noun - verb - God
Of course I could be reading too much into this.
- August 29, 2008 at 3:24 PM
Oh yes, the Jedi are the villans! A shadow theocracy with veto power over a raucous democracy is in need of an army of clones descending on them with phasers ablaze. Wait... phasers?
- August 29, 2008 at 3:46 PM
- 729 said...
Am I the only one who noticed that the color of the Students for McCain Pen, dayglo-green, is probably as close as one can get to a Rave glow stick.? The online store also offers students ('s?) tee-shirts and buttons advertising "John McCain is my Facebook Friend."
What's next? CAN i HAZ A MCCAIN?
(By the way, The Obama online store only offers a pen in navy blue, not specifically targeting Ravers. And has no gear alluding to Myspace and Facebook)
- August 29, 2008 at 3:51 PM
@ Spiros: It's odd that the Jedi were the bigger villains of the Star Wars trilogy, kind of a genetic version of the divine right of kings with those midi-chlorians.
However another thought occurred to me after viewing the "new" trilogy" again. What if the reaction of the Bush administration to 9/11 was the Clone Wars? Even though 2 of the 3 scripts pre-dated 9/11, there is a core message I think Lucas was trying to get at with those plots and failed at miserably in warning people to be circumspect of the hidden agendas of leaders.
- August 29, 2008 at 11:38 PM
I think this is known as "the grocer's apostrophe" in some sociolinguistic circles. And I think I've finally found a name for my band: The Grocery Store Apostrophe's.
Rock on!
PS There's a longish piece about your favorite band in today's NYT (http://www.nytimes.com/2008/08/31/arts/music/31ratl.html).
- August 31, 2008 at 9:03 AM
A fabulous gift idea that any mom & grandma links of london sale would be glad to accept is a mother's ring. There are countless styles to pick from london links charms and every one permits each of a mother's children's birthstone to be placed in the ring so mom & grandma can remember her children wherever she goes.Jewelry links london bracelet that is personalized or engraved makes great jewelry gifts for mom. You can have a particular word or meaningful expression engraved inside a ring, necklace or bracelet links of london earrings to demonstrate to your mother the depths of your feelings.Stylish watches are an additional idea for great jewelry gifts for mom. Your mother sweetie bracelet needs a stylish watch to go with her favorite outfit and perhaps even a few to go with her entire wardrobe.Another example of mom's & grandma's jewelry that makes a great gift is mother's earrings.
- August 13, 2010 at 9:46 PM


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Help Support The Society's New Boats
Boat Sponsorship/Rowing Fund
To fund the costs of shipping the boats, trailer, blades and other equipment to Malaysia as well as insuring, storing and maintaining them, the Society is organising a fund-raising drive. Our boats are extremely well-constructed, traditionally built wooden craft but - as with any type of boat - they need proper storage and regular maintenance if they are to provide reliable service in future years. So, please help contribute to their up-keep in whatever way you can. Your donation to our Rowing Fund will help support the development of competitive and recreational rowing in Malaysia and also help many young people from local schools learn to row. Please support this worthy cause.
Sponsorship Rates
Coxless Four: RM10,000
Pair: RM5,000
Single Scull: RM2,000
Single Blade: RM200
Background to the Donation of Our Boats
We were greatly assisted in obtaining the donation of our boats by some leading figures in the world of international rowing, most notably by immediate past President of Leander, Olympic oarsman and medallist Patrick Delafield, (Jesus, Cantab '65), who rowed in the 1966, 1967 & 1968 University Boat Races and Patrick Moore, (St. Catherine's, Cantab '63), who rowed at No. 7 in the 1965 Blue Boat and founded the Patrick Moore Scholarships.
We thank them for their help, but our greatest debt of gratitude goes to the donor of the boats themselves, Mr. Bill Dobson of Benalla, Victoria, Australia for his outstanding contribution and support.
You can see our boats being loaded in Melbourne, transported and off-loaded at Putrajaya Lake in the Slideshow below:
Bill has been an avid rower for many years and is a stalwart of the Melbourne Rowing Club. Bill's endeavours on our behalf have been exceptional and we hope that his generous gift will raise rowing standards in the Society still further, allow many more members to row and make the annual boat race an increasingly significant and competitive event in the Oxbridge Malaysia calendar.
Bill Dobson in the stroke seat of the "Sir Edward Dunlop" on Lake Benalla during a recent charity event. The Four now forms part of the Society's new fleet of boats which Bill has generously donated.


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Medicines can help you feel better and get well when you are sick. But if you don't follow the directions, medicines can hurt you.
You can lower your chances of side effects (unwanted or unexpected effects) from medicines by following directions carefully. Side effects may be mild, like an upset stomach. Other side effects can be more serious, like damage to your liver.
When you follow the directions on the medicine label or from your pharmacist, doctor, or nurse, you get the best results.
Take these simple steps to avoid problems with medicines.
There are different types of medicine.The 2 main types of medicine are prescription and over-the-counter (OTC).
Prescription medicinesPrescription medicines are medicines you can get only with a prescription (order) from your doctor. You get these medicines at a pharmacy.
Sometimes you can choose between a generic medicine and a brand name medicine. Generic and brand name medicines work the same way. Generic medicine usually costs less.
Talk to your doctor, pharmacist, or insurance company for more information about generic medicines. Learn more about generic medicines.
Over-the-counter medicines Over-the-counter (OTC) medicines are medicines you can buy at a store without a prescription.
Some examples of OTC medicines include:
Drug Facts labelAll OTC medicines come with a Drug Facts label. The information on this label can help you choose the right OTC medicine for you and your problem.
The Drug Facts label also gives you instructions for using the medicine safely. Even OTC medicines can cause side effects or harm if you use too much or don't use them correctly.
Follow the directions on the Drug Facts label to lower your chances of side effects. Learn more about what's on the Drug Facts label.
Prevent problems and mistakes with your medicines.
Follow directions carefully.Be sure to read directions carefully when taking prescription or over-the-counter (OTC) medicines. Review this guide to using OTC medicines safely [PDF - 944 KB].
If you notice unpleasant changes after taking medicine, like feeling dizzy or having an upset stomach, call your doctor or nurse.
Talk to your doctor.Before you use any new prescription medicines, tell your doctor:
Be sure to keep taking prescription medicines until your doctor tells you it's okay to stop – even if you are feeling better. Get more tips for talking to your doctor about medicine.
Ask questions to make sure you understand.To use a medicine safely, you need to know:
Ask your doctor, nurse, or pharmacist questions to be sure you understand how to use your medicine.
Keep track of your medicines.
Put your medicines in a safe place.Medicines that are stored correctly last longer and work better.
Call the Poison Control Center (1-800-222-1222) right away if a child or someone else accidentally uses your medicine.
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1969 Dodge Super Bee Giveaway Car - The Timber Wolf ProjectWritten by on September 1, 2007 We've Built Them to Sell. We've Built Them to Keep. Now We're Building One to Give Away.
Writing for a car magazine can be a very rewarding career. Though none of us will get rich from the pay, our jobs are very satisfying in other ways. Giving someone an award at a car show, or telling them their pride and joy will be featured in our magazine are just two examples of how we are able to bring pleasure to members of the automotive enthusiast community. And getting paid to wrench on some pretty cool cars is a side benefit as well. So when the folks at Timber Wolf Smokeless Tobacco approached us about building a car for them to give away, we jumped at the chance. What better way to give a little back to the Mopar community than to build a cool car and give it away . . . quite likely to someone reading this magazine.
Since the people at Timber Wolf said they wanted the car to be a Dodge Super Bee, preferably a 1969, we simply chose to look for the type of car they requested. Sounds easy, right? Not so fast, while there were several '69 Super Bees on the market at the time we were looking, we had specific criteria in mind when it came to finding a car to build. Since our time is limited for this build, the car couldn't be so rough as to need major sheetmetal replacement, and since we do have a limited budget, it also couldn't be in such good shape that buying it would break the bank. What we wanted was a solid car that we could build, but not a car that was already finished. Since the value of the end product should always be considered when building a car, we also wanted the car to be a complete, numbers-matching unit.
After looking at several cars, from basket cases to finished drivers, we found the car you see here. Though externally, this Super Bee appears neglected and somewhat rough, it is a solid car with nearly all its original sheetmetal intact. Better yet, the engine is the original unit; the car is nearly unmolested, runs and drives, and has had only one paint job since new. All in all, this is a great foundation to build from, and while it is a base model Super Bee, don't worry. We're already formulating a plan to make this an awesome-looking, fast, and drivable hot rod that someone will be proud to own.
Externally, our plans are pretty simple. Since the '69 Super Bee has a classic, muscular look, we won't be detracting from it with any added-on components. Instead, we'll enlist our friends at J.D.'s Paint and Body to do what they do best-make the body panels super-straight and apply multiple coats of base/clear for a stunning paint job. Although this car came from the factory wearing a dark green color, we're leaning toward yellow with black accents for the makeover. The contrast of black on yellow is eye catching and fits the "Bee" theme of the car nicely. Outside of paint, aftermarket wheels and tires will be the only external change we perform on the Timber Wolf Super Bee.
The car's interior will also be reconditioned, but will remain stock appearing. We haven't ruled out a few upgrades, such as a good set of gauges and aftermarket air conditioning, but we don't want to stray too far from the "bare bones muscle" platform on which Chrysler originally designed the Super Bee.
A musclecar should have plenty of muscle, so we'll go through the factory 383 big-block and make plenty of upgrades along the way. We'll definitely be boosting performance with an aftermarket cam, headers, intake, and carburetor, and we haven't ruled out a cylinder head upgrade as well. Of course, a looser converter will be in order, and we'll freshen up the TorqueFlite with new internals and a shift kit. Since these upgrades will certainly improve the acceleration of our Bee, we'll ensure the car handles and stops safely by installing new suspension components where needed and replacing the drum brakes with a four-wheel disc conversion from Master Power Brakes.
Follow along as we cover the build of the Timber Wolf car until completion in upcoming issues of Mopar Muscle. When finished, this car will be one that any enthusiast would be proud to own, so be sure to enter the contest and maybe it will end up parked in your garage.
We're a long way from finished, but we feel like we've gotten a good start on our project car by stripping it and getting it to the body shop. Be sure to follow along in future issues of Mopar Muscle as we transform this Super Bee into a great looking street/strip machine.
You could win this car or one of five other classics at the Timber Wolf Speed Shop. Go to TWSPEEDSHOP.com for details.
No purchase necessary to enter or win in the Timber Wolf Speed Shop promotion.
For official rules and how to obtain a free code, visit TWSPEEDSHOP.com. Starts 12:01 a.m. CT 5/15/07 and ends 11:59 p.m. CT 11/1/07, or while supplies last. Open to legal residents of the contiguous 48 U.S. & D.C. (excluding VA & MA), 21-or-older, tobacco users, and who have a valid U.S. driver's license. Void in VA, MA, and where prohibited.
Sponsor: Pinkerton Tobacco Co. LP
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The rubber brake lines look like the originals, so we'll replace them when we install our Master Power four-wheel disc brakes. The suspension will also be thoroughly checked and get new components where needed.Electrical tape holding the brake line to the rearend housing is one of several areas of questionable engineering we found on our project vehicle. These will all be addressed and corrected during our build.Scraping 30-some years of road grime from the rearend center section revealed it was the desirable "489" case-definitely a good foundation to start with.After evaluating our project car, we began the disassembly process by draining the fluids and preparing to remove the engine and transmission.Some type of small, furry animal had decided to take up residence and make its nest in the engine bay. This is what happens when a car sits outside neglected for years.With the engine removed, editor Bolig contemplates the situation. What was it you said a few months ago, Randy? No more project cars?Though looking pretty rough with its cheap orange paint job, unfinished bodywork, and graffiti on the side, our Super Bee is actually a pretty solid foundation to build on. Evidently, a previous owner was a Duke's fan so we appropriately nicknamed our project the "General Bee."
Stripped of its engine, transmission, and interior, we took our project car to J.D.'s Paint and Body so he could evaluate the bodywork.It's always hard to tell what's hidden under a low-quality paint job. J.D. decided to strip this car down to metal to ensure the bodywork is done properly-the only way to guarantee a show-quality paint job that will last.It takes a trained eye, and even more importantly, a trained touch to identify areas that need attention during the bodywork phase of a build. J.D. pointed out several areas that would need attention and also identified the poor prep work under the existing paint. Though only painted once since new, our car would need to be completely stripped.Since we're changing the color of our Bee, the doorjambs, trunk, and engine bay will be stripped and repainted along with the rest of the car.J.D. was right about the prep work under the existing paint, the orange color literally peeled off the car. This is a sure sign that the previous job was sub-par.


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UTi Worldwide rolls out new valued-added 3PL services in Chicago area
October 04, 2013
Non asset-based third-party logistics (3PL) services provider UTi Worldwide (UTIW) recently said it is now providing warehousing capabilities for shippers that require warehousing and distribution without having their own distribution facility.
The first location where the company is doing this in Aurora, Illinois at its 200,000 square-foot facility, which provides myriad services, including: shipping, receiving, cross-dock operations, inventory management, order consolidation, materials handling, reverse logistics, packaging/repackaging and kitting, and quality inspection, and rework, UTi said, adding that the facility has 30 dock doors, two drive-in doors and 33 trailer stalls.
"Based on our existing footprint in Chicago market, client need, and flexibility in the Aurora facility, the timing is right to expand in this area," Gerald Perritt, UTi senior vice president, contract logistics for the Americas, told LM. "The business case to expand in Chicago is rock solid."
Among the things at this facility which Perritt said benefit shippers are location, an exceptional facility and a seasoned leadership team to serve various types of shippers.
"We will likely service several clients out of the facility in addition to the current 'anchor client.'" He noted. "We are geared to service most sectors from this sight to include electronics, automotive, consumer package goods, and e-commerce."
UTi has 541 total employees in the Chicago area, with 65 in the Aurora facility and occupies 3.1 million square-feet in its Chicago facilities.
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The weather is beautiful in South Bend even during the push towards the Championship! All you need is a little coverage on your arms to be comfortable in the stands while enjoying the stellar display of athleticism your Fighting Irish are laying down. This lightweight Edge half zip jacket from Cutter & Buck features an embroidered Notre Dame logo on the left chest and CB's moisture-wicking DryTec fabric for the ultimate in comfort. No matter how heated the game may get, you'll stay cool and never let the opponents see you sweat.
- 100% Polyester fabric
- DryTec technology for ultimate comfort
- Imported
- Lightweight pullover jacket
- No pockets
- Officially licensed collegiate product
- Olympic collar
- Quality embroidery
- 1/2-Zip
- Brand: Cutter & Buck
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text:
Managing Today's Immigrants (live copy)
Leavelle's district encompasses Washington, D.C., and Maryland, and parts of Virginia, West Virginia, Pennsylvania and Delaware. She's responsible for 811 stores and more than 6,700 corporate employees, who represent 70 countries. "We're Workforce 2000 today," she says. "The issues we're dealing with are global, ongoing and, at times, difficult."
Global, indeed. During Operation Desert Storm, management at Southland worried that customers might harass employees from the Middle East. Leavelle consulted a group of Middle Eastern-born field managers to help defuse problems before they occurred. They discussed ways in which employees could respond to offensive customers to avoid inflaming them further, but the managers were adamant that employees not be told to avoid the topic. After all, they reminded her, one reason people immigrate to America is to have freedom of speech.
Many HR managers face these challenges from their United Nations of employees. As millions of foreign nationals flood the U.S. (8.7 million arrived in the 1980s) and enter the labor market, they create ever-growing demands. Some estimates of immigration—both legal and illegal—reach between 30% and 40% of the annual growth of the U.S. labor force.
These foreign-born employees have distinct training needs for skills and language proficiency. Management must face multicultural issues in another dimension, a dimension that's different from that presented by the diversity of homegrown Americans. Between the concerns of language, hiring, training, managing and cross-cultural awareness, the managers of immigrants must be able to do much more than read Chinese fortune cookies, to deal with this complexity.
Who are these new Americans? The immigration wave of the early 1900s brought people primarily from Europe. Today's immigrants are more diverse. The 11 million individuals are: nurses from the Philippines; college professors from Europe; scientists and engineers from Asia and the Middle East; and hotel, bank, clerical and farm workers from Mexico, the Caribbean, Central America and Africa.
Some of these people were members of royalty, diplomats, political activists or professionals in their home countries; others lived in poverty and fear. Regardless of whether these people came to the U.S. to flee oppression, to reunite with family or to pursue economic gain, HR managers no longer can overlook their importance in—and impact on—the workplace.
Fran Eichorst, manager of personnel at Southland, agrees. More than 36% of the company's 41,000 employees (not including franchisees) are members of minority groups. "We want to ensure that the way we manage our diverse work force is fair," says Eichorst. "We need to see that people who come into the work force have the skills and appropriate training to do the job. All those HR challenges have a different twist with a diverse work force."
Break down language barriers.
Language is one of the primary and most complex issues facing corporate America and the HR professionals who manage foreign-born workers. According to Sondra Thiederman, president of San Diego-based Cross-Cultural Communication, there are more than 140 languages and dialects spoken in the U.S. She says that 11% of the population speaks a language other than English at home.
This amazing diversity creates confusion and concern for HR professionals, according to Thiederman, because language diversity in the workplace often is an issue that isn't addressed adequately. "I see a corporate responsibility to help people learn English," says Thiederman. "They need English to function effectively in our culture because it's the only way we can bond with other people—the only way we can communicate our expertise and move up in the workplace."
The first concern of managers of foreign-born workers is English proficiency. A worker may know enough of the language to get the job, but may not understand directions completely. This is especially critical when it comes to safety regulations. Many immigrants believe that it's impolite to ask questions. They may be so unsure of their language skills that they believe they might have misunderstood the instructions and are therefore afraid to act.
To counteract this problem, many companies encourage literacy programs. For example, Southland participates in the Read To Achieve program. This program encourages employees for whom English is a second language either to partake of literacy services or, if they're already proficient in English, to volunteer to help others learn English. The company publicizes the program on the paper bags in its stores in five languages: English, Spanish, Korean, Arabic, and Vietnamese. It also publishes an 800-number from which immigrants can receive information about the program in the five languages. In addition, Southland provides money and other resources to help local grass-roots organizations that are providing literacy services.
Another common language dilemma for HR is whether to allow immigrants to speak a foreign language in the workplace. When enclaves of immigrant employees gather and converse in their native tongues, speakers of English may complain that the group is being exclusionary. "For 15 years I've heard people say, 'I don't understand what they're saying. They must be talking about me. I don't trust them,'" says Thiederman. This sets the stage for potential conflict and disharmony between employees. Thiederman suggests that a little awareness training can go a long way.
Finally, even when immigrants learn the language, it doesn't prevent all the problems. Colleagues may have trouble understanding them. Still others may forget that the person is bilingual (or multilingual) and pass him or her off as uneducated or unintelligent. Accents also may keep immigrants from contributing ideas or giving presentations. On the other hand, some co-workers may find heavily accented English a symphony of sound.
Thiederman believes that organizations must offer training to both employees and managers. Employees should have courses in speaking English and should be encouraged to speak English more frequently. Managers need to learn how to help foreigners feel more comfortable about using English. (See "How Managers Can Communicate Better with Foreign-born Workers.")
Hire and train foreign-born workers.
Miami-based Burger King Corp. recruits and hires many immigrants because newcomers to the U.S. often like to work in fast-food restaurants and retail operations. The reasons are:
- Flexible work hours (often around-the-clock) allow people to hold two jobs or go to school
- Entry-level positions require little skill
- High turnover allows individuals who have initiative and ambition to be promoted rapidly.
Burger King has several systems in place to facilitate hiring foreign-born workers. For example, employment applications are available in Spanish as well as English. If the applicant speaks Spanish, he or she can be interviewed in that language. Prospective employees can bring a family member or a friend to act as interpreter during the interview.
Sondra Theiderman,
Cross Cultural Communication
Some of the company-provided training videos also are dubbed in Spanish. One eight-minute video shown to applicants before the initial interview presents the various jobs that employees perform in Burger King restaurants. It shows crew members lifting, walking, cooking Whoppers, serving customers and taking orders from drive-through customers. The video was developed to comply with a provision of the Americans with Disabilities Act (to describe the physical characteristics of specific jobs), but it works well for prospective workers who don't have disabilities. For example, after seeing the video, some foreign-born workers tell interviewers that they're uncomfortable at the front counter or drive-through window.
Another Burger King procedure deals with the legal requirements involved in hiring immigrant workers. As part of the employment application, workers must show proof of employment eligibility. "Sometimes people become a little antsy when we ask about their documents," says Ken Butler, director of employee relations for Burger King's retail division. It's a situation that the company can't ignore, however, because of the legal implications. Burger King provides a toll-free number that's staffed by people who speak Spanish, to help answer questions about documentation. An outside agency verifies that forms are filled out correctly and that the company is in compliance with the law. Another legal responsibility involves the Targeted Jobs Tax Credit (TJTC). If a company employs certain categories of workers receiving government assistance, the company gets a tax credit. However, to qualify for it, employers need to ask personal questions about family members, such as how much money they make and how many people are in the family.
Between questions about immigration status and information needed for tax credit, restaurant managers must be extremely sensitive. These two issues need careful handling because they can make prospective employees uncomfortable. As part of its management training programs, Burger King teaches managers to be conscious of these concerns.
Benefits is another area in which immigrants need special attention. Many workers simply don't understand their benefits. "My feeling is that sometimes people from other countries don't speak up enough," says Butler. "They don't ask enough questions about what they're eligible for."
For example, the term medical insurance is clear to U.S.-born workers, but someone from another country may not understand what it means. This is also true of workers' compensation. When foreign-born employees are injured, they may hesitate to report the injury because they're afraid they'll be fired. Someone has to explain workers' compensation to them. Although Burger King tries to educate its managers about these issues, Butler is afraid that employees may be missing out on opportunities.
To enable its managers to handle these situations, Burger King has extensive training programs that address these specific concerns. For example, because there's no language requirement at Burger King, interviewers must know what to expect in a bilingual interview. They take law seminars. They learn cultural sensitivity.
At Southland, training focuses more on employees than it does on U.S.-born managers who manage foreign-born workers. The company has an extensive training program called Workplace Literacy. The 60-hour course teaches workers to service customers and identify products, and gives them the specific language skills they need. For example, employees need to know how to help someone find products, how to avoid accidents and how to respond if a customer is involved in an accident. The individual needs to know what to do if a customer wants to buy alcohol after hours, is intoxicated or asks for directions. The training is conducted in English. Rather than teach remedial reading and writing skills, the organization teaches the specific communication skills that employees need for serving customers.
"These courses increase confidence tremendously," says Leavelle. "Confident employees are better employees in terms of how they work with their managers. After training, employees have the confidence to say, 'Excuse me, I don't understand the instructions.' They're able to say, 'You're asking me to do two things at the same time. Which one do you want me to do first?'" Leavelle says that the course also encourages foreign-born workers to go on to improve their language skills in more academic settings.
Although Southland has many foreign-born employees, the emphasis of the training always is in the context of business rather than culture. For instance, training issues reflect the particular goals of each store and individual. Different religious beliefs may cause one employee to feel uncomfortable when selling pork or cigarettes and another person to require certain days off. Field consultants (managers who are responsible for five to 10 stores) and their market managers (who oversee field consultants and 50 to 70 stores) communicate about the specific issues of the business environment. These managers also address training needs in this way.
Highly educated foreign-born workers need specialized management.
Southland and Burger King are good examples of companies that employ large numbers of entry-level and un-skilled immigrants. Skilled workers, however, require a different management approach. St. Louis-based Monsanto Co. hires people who have received master's degrees or doctorates in engineering, microbiology, chemistry, biology, marketing and finance. The company uses a vendor for cross-cultural consultation and assistance.
"We shouldn't assume that, just because we think that the U.S. is a great place to live, everybody is easily accommodated here," Carol F. Jones, HR specialist of international assignments at Monsanto, says. "Workers can't focus on higher-level, intrinsic values until their physical needs are met, so we put a lot of effort into logistical assistance, such as their housing and financial needs and schools for their children. It's important that they have the support they need to meet their primary physical needs."
After the foreign-born employee has been in the U.S. a few months, the consultants move into cross-cultural training, during which they examine some of the difficulties and differences between U.S. culture and the culture of the employee. Whenever possible, the trainer comes from the same background. For example, a Japanese employee may need help expressing to the Monsanto manager that he or she feels more comfortable living in an apartment than in a large house. Workers may feel guilty about leaving elderly relatives back home. They may have children who have difficulty learning or teenagers who are having trouble adapting.
"It's good to have a third party provide your cross-cultural training," says Alan C. Rowold, HR director, new products division, of the Agricultural Group at Monsanto. "Personal issues are something many foreign-born employees prefer not to talk about with co-workers."
Trainers who know the country and culture from which the employee comes can explain the customs of the U.S. more easily. For example, they may explain that in country X, the worker is accustomed to negotiating everything down to the nickel. Everything is negotiable. The trainer explains that this isn't done in the U.S.
Thiederman calls this "meeting in the middle." By that, she means teaching and learning from each other. "People don't stop at the border to take seminars on the expectations of U.S. management. We need to educate mainstream, native-born U.S. managers to adapt to them. There are simple techniques they can learn."
Thiederman offers the following generalizations, which may be helpful. Managers born in the U.S. tend to project their own cultural biases onto other people and assume that immigrants' motivations are the same as theirs. Frequently, that isn't the case. One difference is related to their respect for authority. Some foreign-born workers who don't understand what a manager expects, or who have questions, will pretend to comprehend. They do this to enable the manager to save face. "Saying, 'I don't understand,' implies that the manager explained it incorrectly," says Thiederman. "They're trying to avoid making the authority figure go through the explanation again." In other cases, an employee may giggle or nod continually. This hinders communication. Untrained managers may believe that an immigrant is lying or is stupid. Managers can clarify the situation and explain that it's all right to ask questions if you don't understand, or suggest that workers submit their questions in writing.
Another area of possible misunderstanding is taking initiative on tasks. "A person who isn't taking the initiative on tasks is considered lazy. We don't understand that in many Latin-American countries, employees don't perform a task on their own. They wait out of respect for authority," says Thiederman.
This misinterpretation carries over to the way U.S.-born managers look at other behaviors, too. Let's say a worker doesn't bring problems to his or her manager. The worker may be trying to avoid attracting attention. Participative management, for example, may make such workers uncomfortable.
Understand working relationships.
Managing immigrant workers often comes down to being sensitive to their values. Stan Bromley, regional VP and general manager at the Four Seasons Hotel in Washington, D.C., learned this lesson by experiencing what it's like to live in a foreign country. After high-school graduation, Bromley spent five years at hotel school in Switzerland. He didn't know the language. "I wasn't a rich kid going to boarding school," he says. "It was a tremendous sacrifice. It gave me an understanding that I never would have had if I hadn't been an immigrant, of sorts, in another country."
Bromley's experiences serve him well. He manages an extremely diverse group of employees from around the world, ranging from royalty to refugees. He exhibits a tremendous respect for the immigrants and the impact their experiences have on the U.S. workplace. "I think that the common thread is family. It starts with members of the first generation, who wanted to better themselves. The equation has two parts: They're unhappy where they are, and they aren't followers but leaders," Bromley says.
Bromley's employees have some pretty impressive stories. Thanh Ngoc Luu, for instance, is currently the lead engineer of the Four Seasons Hotel. Thanh (pronounced Tang) was born near Hanoi and worked in the U.S. International Development Agency under the Consulate General in Da Nang. His English was good enough for him to be an interpreter and the assistant to the U.S. official.
A month before Thanh left Vietnam for the U.S., he escaped from Da Nang with his wife, mother and four young children (all younger than nine) on a barge so overloaded that it tipped over as the people rushed to one end to get onto the rescue boat. Carrying his children, one by one, onto the boat, he wasn't even sure if he would make it off the barge in time. He sent his family ahead to the U.S. and then took another boat. He was among the last people to leave Vietnam. He floated in open sea in pouring rain for 24 hours without food, waiting for a U.S. transport ship to pick him up. Later, safe at Camp Pendleton, in Oceanside, California, he had to wait several weeks before the Red Cross could locate his family.
Thanh's State Department supervisor sponsored him, and he moved with his family to Alexandria, Virginia, where they now live. Highly educated, and in a position of authority in his homeland, Thanh Ngoc Luu took whatever work he could find here, starting as a yard worker at $3.25 per hour while attending a professional school, where he learned about heating and cooling. He later received his license. He has worked at the Four Seasons Hotel since 1979 and has been its lead engineer since 1989.
Thanh Ngoc Luu is one of the employees from whom Bromley learns. "If you talk with people who have come off a boat from Vietnam or walked across the border into California, you're talking to risk-takers; they're self-directed. Just think about it: For each of the people who immigrated to this country in the early 1900s, there were 10 people who stayed behind," he says. Managers must recognize this strength and ability. They must appreciate the difficulties employees face. If managers value the company's diversity, the tone is set for everyone.
Break down cultural barriers.
Understanding and appreciating the backgrounds and cultural issues of immigrants isn't always easy. To illustrate this fact to yourself, answer this question: There are four birds sitting in a tree. A hunter shoots one. How many are left? Three? That's a typical U.S. answer. People in some cultures, however, would say that if the hunter shoots one bird, the others will fly away. U.S. culture is individualistic, concrete and discrete. If you look at the question from the viewpoint of a collective or team point of view, you'll recognize the answer immediately. This is the point of view of many new immigrants, and it's quite different from the traditional European roots of most Americans.
The majority of immigrants today are much more group-oriented than was the case in the past. "A large part of our population growth now comes from immigration—primarily Asian and Latin-American," says Noel Osborn, president of TEAM, a San Antonio-based consulting firm that specializes in cross-cultural understanding. "We have to be able to sell our products to these people and make sure that they're happy members of our work force." In policies, perks and benefits, for example, we need to realize that these workers are significantly different from U.S.-born citizens, according to Osborn. For example, he recalls a military man in one of his workshops. The man's wife was in the hospital. He was sent to Europe. In a typical U.S. way, he went, leaving her in the hospital. "A Latin-American never would dream of such a thing," Osborn says. "Family comes first. The white, Anglo culture says that our responsibility is to our jobs. A non-European, non-Anglo-dominated culture would say, 'Maybe not.' They take care of their elders and their extended families."
Just as we think about the birds in the trees differently from many of our world neighbors, so also do we see other issues differently. American managers have to see the world from a broader perspective. We're at a disadvantage from the start. "We're accustomed to doing things the American way, and that reflects Anglo dominance, particularly Anglo male dominance," Osborn says. To move beyond that limited viewpoint, we can take advantage of the developmental models that are available. Awareness is only the first step. A typical cultural activity, such as a Mexican night or theme party, isn't enough.
"We have to go beyond awareness to acceptance, and perhaps beyond acceptance to adaptation, and perhaps beyond adaptation to immigration. We not only must know what's going on, but we also must accept it as a normal way of doing business," Osborn says. "We even may want to adapt to these different cultures so that we can blend the best of all the differences into our ways of doing things."
As Bromley's experience abroad illustrates, Osborn says that there's nothing like international experience for cross-cultural development. But that isn't always possible. In the absence of firsthand experience, he suggests the following for management and human resources professionals to consider:
- Start with a cognitive experience; read about other cultures—particularly the ones you'll be working with most closely. Develop a bibliography
- Experience that culture in some way, such as by spending time with a foreign family
- Use specialists in intercultural communication and other available resources
- Increase the numbers of minorities or nontraditional managers in the work force to bring their ethnicity into the organization and help make it more sensitive to their ethnic groups
- If managers can't spend time in the foreign country, at least use the experiences of other workers who have lived in those countries.
"I think organizations aren't in tune to using their people who have been abroad. They're a good resource," says Osborn.
Monsanto has a pilot program that has U.S. expatriates share their experiences with fellow employees, supervisors and subordinates. Management at Monsanto says that having the returning employee talk about his or her experiences is just as important for the employee as it is for the company. "We recognize that it's critical to use that knowledge and to affirm those new skills that the employee brings back," says Jones. "The result of that interaction, which is facilitated by a cross-cultural trainer, is that our domestic managers become more tolerant, more knowledgeable and more global."
Cross-cultural training, however, goes beyond traditional diversity training. Although in the U.S. there's a blending of cultures, cross-cultural awareness extends even beyond U.S. borders. As Osborn points out, diversity can be controversial and conflictive because of the long history of dominance by the traditional, Anglo-male culture. "Diversity work tends to center on gender and ethnic issues. Cross-cultural awareness broadens that focus to include hyphenated Americans (Asian-Americans, for example) and foreign-born Americans. Then it expands even more to international cross-cultural styles. We also need to know about diversity. We need to know about international differences," says Osborn.
Although working with foreign-born employees presents its share of obstacles and challenges, Leavelle and Eichorst say that it has its vast rewards as well. They say that they wouldn't have it any other way.
"It's a major advantage in business," says Eichorst. "It's the world of today. It's the world of tomorrow. Maybe it hasn't hit everywhere, but it will, and it's exciting."
Personnel Journal, February 1993, Vol. 72, No. 2, pp. 56-65.


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Member here.
Upgraded to Life Member this year. Very glad I did.
Sent from my DROID RAZR using Tapatalk 2
I'm a member. And CC, even the stick and string folks should join the NRA. They do alot for hunters in general, not just gun hunters.
Life member. The 2nd Amendment has nothing at all to do with hunting. It has everything to do with freedom and liberty. You don't have to be a gun hunter or even a hunter at all to be associated with the NRA. If you have any interest in freedom and liberty, then you should support the NRA and every other organization that is fighting to maintain it.
I read that article. It's crap! It doesn't matter if we are hunters and belong to any and all pro gun groups, we will always be seen as just gun owners and compared to gang bangers and common street thugs. They want our guns, period!
Im not a menber but for no reason really, id like to be one just havent ever done it. I think they stand for some great things.
I'm a life member, I'm young so I don't really remember the effects of previous bans but I still believe if you are not a member you need to be. Now more than ever, it is scary some of the stuff they want to do! NRA needs all the help they can get before its too late. JOIN NOW! In fact, my two kids are members as well, made them life members last month. It's THAT important.
One question to those that do not support the NRA...who do you think is doing a better job of fighting for the 2nd ammendment on a federal, state, and local level than the NRA? I have a hard time believing there are any gun owners that do not believe this is a very important issue to be supporting currently, we are "under attack."


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Greensboro, NC-- A gym project for a Guilford County High School has been put on delay.
At its Tuesday night meeting, the Guilford County School Board announced that the completion of phase one of the High Point Central High School gymnasium project will be pushed back at least a month.
In a news release the school said that KMD Construction, the contractor working on the project had informed them of the delay. School officials told parents and High Point community members about the project's delay today.
Additional information released (via news release) on the project by GCS: the gym won't be ready for basketball games until a tentative date of Jan. 17, 2013, about a month after the previous date of Dec. 15, 2012. This additional delay means the reminder of High Point Central's home basketball games will most likely be played at Southwest Guilford High. Southwest Guilford High also hosted High Point Central's basketball games last year.
Phase one of the High Point Central gym project includes a new concession stand and ticket booth as well as a new multi-purpose room and renovated locker rooms and offices.
The current contractor, KMD Construction, is the second contractor working on the project. Miles Builders was first awarded the contract in April of 2011 and the building was scheduled to be ready for games in October of 2011. The Guilford County Board of Education terminated that contract in November 2011 after delays and reports the contractor was not paying subcontractors.
For more information click on GCS.
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text:
Lovely maps JSB, I love the aged ink treatment! I'm sorry to here that the original was stolen, that's really terrible. Hope to see more of your work here in the future.
Over the years, my wandering efforts at mapmaking have come quite a long way from the humble beginnings as a middleschool fantasy cartographer to whatever I am today. (Older and wiser? Probably just the same old kid at heart...) The first map is one I drew in the style I still use, the original that was tragically stolen amongst other things three years ago. It is simple graphite on a cotton based paper, nothing too special. I thought I would post it to serve as a basis for what I now do.
The second one, the basis for a book I wrote several years back, is the same method above but retouched with india ink. Over the entire thing, I used an amber shellac to age it and seal the paper. For whatever reason, the light reflected differently on the edges and a few spots in the centre giving it the look of a shoddy treatment, but it is actually entirely covered. This map represents one of the three styles I still practise, although I have refined several of my techniques since. I use it primarily for larger scale maps, meaning kingdoms or continents or the like.
Next is a style dedicated to countryside and villages, using a more rustic approach that can accommodate farmlands and buildings. As an afterthought, I added the windmill and wall to the bottom corner, as well as the directional arrow in the top left. This map was the home village to one of the characters introduced later in the same work as used the above map, although this location has no relation (on a separate continent).
Finally, the above depicts the third style, used for cities. With the same technique of india ink and shellac on a cotton paper, this is the first map with which I did not begin with a pencil drawing. It is a prison island that is visible on the second map on the middle left (northern of the pair). I took some liberties with the runes, using the elder futhark set to write the short verse below the title, and I am generally pleased with the result.
I wrote a post on my blog that details the transformation of my style over the years since I first began. Here's a link if anyone is interested.
Thanks for looking, and any feedback would be much appreciated.
Last edited by JSP; 06-30-2013 at 08:51 PM.
Lovely maps JSB, I love the aged ink treatment! I'm sorry to here that the original was stolen, that's really terrible. Hope to see more of your work here in the future.
Thank you, Arsheesh! In a way, losing all my old maps actually made me better because it forced me to revisit them all and make some serious decisions about the direction I was headed down. I'm excited to try a few of the monthly contests, it is the perfect way to keep myself drawing!
Very nice maps!
This map style reminds me the map of "Treasure Island" by Stevenson.
I'm sorry for the original stolen map.
Last edited by AzurePlanet; 07-02-2013 at 01:20 PM.


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May 31, 2016
A Kemper County man is being charged with committing a sex crime against his daughter.
It was on March 3rd at 1:15 in the morning when authorities were called to the home of Roosevelt Griffin's girlfriend in the Jerusalem community near the Lauderdale County line. During the call Griffin's girlfriend told authorities that the 46-year-old was raping his daughter.
"This is a bad thing. To add insult to injury, that is his 14-year-old biological daughter," says Kemper County Sheriff James Moore.
Initially Griffin was facing a simple assault charge. However, after an extensive investigation, Sheriff Moore says the charge has been upgraded.
"Sexual battery in this case is the charge because he was a person of trust and the biological father," said Moore. "He had custody of her and it carries a more serious sentence."
Currently, Griffin is facing one count for sexual battery. An investigation is also underway to determine whether or not there should be more charges against him for similar activity.
"Not only are we investigating Mr. Griffin," says Moore, "but there are other people who are being investigated at this time. So, the investigation is ongoing."
Griffin made an initial appearance before a judge Tuesday. At that time bond for him was set at $25,000. His case is expected to be presented to the next Kemper County grand jury in April. If found guilty, Griffin could face up to 25 years in prison.
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text:
May 31, 2016
Preparations are being made to roll out the red carpet in Meridian for football fans for two major SEC match-ups this fall. Meridian Main Street is partnering with the Lauderdale County/Meridian Tourism Office to host two tailgating block parties in downtown Meridian. One is tentatively set for the Friday before the MSU and LSU game, and the second possibly before the game when Texas A&M faces Alabama.
"We want them to stop over on Friday night, and come to the big party with us," says Meridian Main Street Director, Karen Rooney. "We don't have all of the details down yet, but the general outline is to have a pub and restaurant crawl; to have an entertainment forum. We don't want them to bring their tailgate with them; we want them to spend their money here!"
Rooney says music will likely be provided at the events, which are expected to be held at Dumont Plaza in downtown. Currently, both tailgating block parties are expected to be held September 19th prior to the MSU vs. LSU game, and October 17th prior to the Alabama vs. Texas A&M game.
Click Here to access the online Public Inspection File
Viewers with disabilities can get assistance accessing this station's FCC Public Inspection File by contacting the station with the information listed below. Questions or concerns relating to the accessibility of the FCC's online public file system should be directed to the FCC at 888-225-5322, 888-835-5322 (TTY), or email@example.com.


text:
Signed to unsigned conversion error
This is a Vulnerability. To view all vulnerabilities, please see the Vulnerability Category page.
Last revision (mm/dd/yy): 06/3/2009
Vulnerabilities Table of Contents
A signed-to-unsigned conversion error takes place when a signed primitive is used as an unsigned value, usually as a size variable.
- Availability: Incorrect sign conversions generally lead to undefined behavior, and therefore crashes.
- Integrity: If a poor cast leads to a buffer overflow or similar condition, data integrity may be affected.
- Access control (instruction processing): Improper signed-to-unsigned conversions without proper checking can sometimes trigger buffer overflows which can be used to execute arbitrary code. This is usually outside the scope of a program's implicit security policy.
Exposure period
- Requirements specification: The choice could be made to use a language that is not susceptible to these issues.
- Design: Accessor functions may be designed to mitigate some of these logical issues.
- Implementation: Many logic errors can lead to this condition. It can be exacerbated by lack, or misuse, of mitigating technologies.
- Languages: C, C++, Fortran, Assembly
- Operating platforms: All
Required resources
Likelihood of exploit
Often, functions will return negative values to indicate a failure state. In the case of functions which return values which are meant to be used as sizes, negative return values can have unexpected results. If these values are passed to the standard memory copy or allocation functions, they will implicitly cast the negative error, indicating value to a large unsigned value.
In the case of allocation, this may not be an issue; however, in the case of memory and string copy functions, this can lead to a buffer overflow condition which may be exploitable.
Also, if the variables in question are used as indexes into a buffer, it may result in a buffer underflow condition.
In the following example, it is possible to request that memcpy move a much larger segment of memory than assumed:
int returnChunkSize(void *) { /* if chunk info is valid, return the size of usable memory, * else, return -1 to indicate an error */ .... } int main() { ... memcpy(destBuf, srcBuf, (returnChunkSize(destBuf)-1)); ... }
If returnChunkSize() happens to encounter an error, and returns -1, memcpy will assume that the value is unsigned and therefore interpret it as MAXINT-1, therefore copying far more memory than is likely available in the destination buffer.
Risk Factors
Related Attacks
Related Vulnerabilities
- Buffer Overflow (and related conditions)
- Buffer underwrite
Related Controls
- Requirements specification: Choose a language which is not subject to these casting flaws.
- Design: Design object accessor functions to implicitly check values for valid sizes. Ensure that all functions which will be used as a size are checked previous to use as a size. If the language permits, throw exceptions rather than using in-band errors.
- Implementation: Error check the return values of all functions. Be aware of implicit casts made, and use unsigned variables for sizes if at all possible.
Related Technical Impacts
Note: A reference to related CWE or CAPEC article should be added when exists. Eg:


text:
More Cities Demand Blood Tests for Suspected Drunk Drivers
Highlighting a trend that has grown more common across the United States, several cities in Texas are deciding to force suspected DUI drivers to take blood tests if they refuse to take the less-invasive breathalyzer tests.
The controversial practice—known as "no refusal" testing because suspected drunk drivers cannot refuse the blood tests—has also taken hold in several other states, including Florida, Louisiana, Missouri, and Illinois.
According to a recent report from Fox News, the practice has also upset many civil rights attorneys, who argue that forcing suspected drunk drivers to take a blood test amounts to a violation of their right to be free from unreasonable searches and seizure.
Of course, police departments strongly defend the practice. And the courts seem to think it is fine, as well. In Texas, for example, the court system has uniformly supported police officers' rights to administer the blood tests, even if the defendant refuses.
Typically, people who are pulled over for a DUI are offered a breathalyzer test, which simply involves blowing into an instrument that provides a rough estimate of the person's level of intoxication.
Suspected drunk drivers, though, are often not keen on taking the breath test, and some criminal defense experts recommend that drivers avoid them altogether in certain states.
The new policy used by Texas police officers, however, will thwart drivers' attempts to circumvent the law. The biggest downside, though is that it requires the forceful pricking of a person's finger to obtain accurate results.
Despite the invasiveness of the procedure and the complaints from civil rights attorneys, police departments often prefer the blood test to a breath test because the blood test often offers more convincing evidence at trial.
Sources indicate that prosecutors across the country find that blood tests help them win DUI convictions in almost 90 percent of their drunk driving cases. And this reality often drives DUI suspects to plead guilty to the charges before a trial even starts.
So, the blood tests appear to offer overwhelming evidence of a person's level of intoxication, and they are often administered without the driver's permission. Because of these realities, mandatory blood tests appear to be very bad news for drunk drivers.
Of course, police admit that they would also have mandatory breath tests if it wasn't so difficult to force someone to blow in a tube (in contrast, it's much easier to stick someone's finger with a needle without that person's permission).
Alas, the police are left without only one mandatory form of blood alcohol testing, although it appears to be a very valuable one.
And as more and more jurisdictions embrace the use of "no-refusal" testing, suspected DUI drivers may continue to see an erosion of their right to privacy. The question remains, though, whether this erosion of privacy is worth the benefit to public health of keeping more drunk drivers off the road.


text:
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Our hotel's proximity to the Asheville area makes it easy for guests to visit the city while still being able to stay in quiet and tranquil Flat Rock. The Holiday Inn Express® Hendersonville - Flat Rock hotel is nestled in the beautiful North Carolina mountains, so you can enjoy fantastic views and breathtaking vistas while staying in the area.
The Flat Rock Playhouse is a favorite attraction in Hendersonville, NC, and our hotel is
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The Flat Rock Playhouse is a favorite attraction in Hendersonville, NC, and our hotel is just a short drive from this theater's top-notch performances. Visitors should also be sure to spend the day exploring the Carl Sandburg House, home of the famous North Carolina poet. Since we are situated near the Asheville area, our hotel is just a short drive from Biltmore Estate and the Grove Park Inn, as well. Beautiful Chimney Rock Park and the Blue Ridge Parkway are also located near Hendersonville, NC.
Our hotel's modern facilities include a business center with copy and fax services. We also offer free high-speed Internet access throughout the hotel, which makes it easy to stay connected to the office. International Paper and General Electric are also located in Hendersonville, NC, so our hotel's guests can easily travel to area businesses for meetings.
After spending the day in Asheville, our hotel's indoor pool offers a great way to relax no matter the season. Other amenities include an elevator and the complimentary, hot Express Start Breakfast Bar.