text:
Backup, like security, is a well-worn mantra in the world of GNU/Linux—and even the most battle-hardened, street-wise user has, for whatever reason, thought about regular backups after disaster has already struck. It is an all too familiar story. System Administrators, by the very nature of their work, will have that imperative carved on their headstones. For them it will be a way of life. Desktop users, being responsible only for themselves, can afford to be a little more louche about such things. If it all goes a bit "arms in the air" there is no one to reproach them but themselves.
You should backup many things: the files in your home directory, configurations files in
/etc, (and there are many excellent graphical tools to do the job) but one of the simplest and best things you can do is to backup your boot master boot record (MBR). It's one thing to experience lost or corrupted files, it's quite another not to be able to bootup your computer at all. What follows may just get you out of a fix.
Windows manners
It is highly unlikely that you came to GNU/Linux as a computing virgin. You almost certainly, like me, came via Windows and therefore either installed over it or decided to attempt to dual boot. Like Bill and Steve, Windows is a bit short on computing etiquette and if you installed GNU/Linux first on a blank hard drive and then followed up with an installation of some version of Windows you will have made a painful discovery. Windows will, without so much as a by-your-leave, stamp all over your GNU/Linux boot sector with great big hobnail boots. The first lesson is to install Windows first.
However, you don't need to be dual booting with Windows to court disaster. Dual booting with several versions of GNU/Linux can lead to boot problems too. At best, only one version will boot—or worse, none and you may find yourself googling furiously to understand terse and cryptic GRUB error messages. Sometimes, boot sectors (including partition tables) can just get corrupted for no discernable reason at all. Whatever the reason, you need to prepare for all eventualities as GRUB (GRand Universal Bootloader) does not make a copy of the MBR during installation.
Backing up
The MBR, as I will refer to it hereafter, is a 512 byte segment on the very first sector of your hard drive composed of three parts: 1) the boot code which is 446 bytes long, 2) the partiton table which is 64 btyes long, and 3) the boot code signature which is 2 bytes long. These numbers are VERY important. Any careless or impulsive fingering at the keyboard of these numbers could well render your machine unbootable or the partition table unreadable. The sight of a grown man crying is not pretty. You have been warned!
The core of the backup command is
dd—which will be familiar to every system administrator, especially to those who intend to clone an entire hard disk. To see all the options type
man dd. As we want to back up only the first 512 bytes we need to append some agruments to it. Here is the full command you need (and remember to run it as the root user,
su (and
sudo for Ubuntu users):
dd if=/dev/hda of=/home/richmondg/mbr_backup bs=512 count=1
Obviously, you will need to substitute the partition where your boot sector resides and also use your own username. Now let's see just what we did there.
dd just stands for disk dump,
if means input file,
of means output file,
bs simply means bytes and
count=1 tells the command to do this just once. It makes sense to save this out to some removable device, usually a USB stick, in which case amend the file path to suit so that
/home/richmondg/mbr_backup reads, say,
/dev/sda/mbr_backup or just copy the original backup to the external device.
Or, only copy the first 446 bytes. Why?
This could be a useful tip. If you change 512 to 446 in the above command you will only save the boot sector, but not the partition table. Why would you want to do that? The reason is that if you use 512 bytes and subsequently amend your partitons for any reason and then restore the MBR it will be out of sync. So, ensure that if you have made any partiton changes since your original MBR backup that you update that backup.
Restoring the MBR
Not surprisingly, in order to restore the MBR it is only necessary to reverse that original command which saved it. If you managed to hose the MBR you will not be able to boot up, so you can use a live CD to access your hard drive and read the backup off any removable media such as a USB stick. Here is the command:
dd if=/dev/sda/mbr_backup of=/dev/hda bs=512 count=1
Again, amend
sda to read where you saved the MBR and run the command as root. If you wish to kill the MBR altogether, including the partition table, then you can overwrite it with a series of zeros:
dd if=/dev/zero of=/dev/hda bs=512 count=1
If you want to kill the MBR but leave the partition table intact then simply change 512 to 446.
There are, of course, alternatives which involve using your install CD in rescue mode to reinstall GRUB which will have the same effect (with the added advantage of not overwriting the partition table) but that is another topic in its own right. In the meantime, using the
dd command with arguments will help familiarise you with other linux commands and the file structure. Mastery of the command line is a learning curve but one that can repay huge dividends when things go wrong.
Just back up the partition table
The trouble with backing up the entire boot sector is that, if you need to restore it, it will wipe out the bootloader in the process. Not good. Instead, do something like this:
sfdisk -d /dev/sda >sda-partitions.txt
This dumps the partition table only, not the boot code. Then you can restore it with
sfdisk /dev/sda
Of course, make sure
sda-partitions.txt is saved somewhere other than on the disk whose boot sector it is. :)
Better safe then sorry
This is a great idea. I'm going to do this tonight on my two Ubuntu boxes. Actually, I guess I could do this on my Windows box too? The MBR is the MBR. Backing up is gooooooodddddd.
Thank you.
let's all play nice!
MBR-backup vs Grub
This is a good idea and a good article!
Until now, I've used a grub disk (floppy disk) to recover from MBR disaster. Logging into my unreachable Linux system from grub shell, then I can restore the MBR without problems.
However, this is a good tip to save my time.
Very Timely
This is a very timely tip. I'm about to try Linux on my Dell E310 system. Given that this is one of those systems where the only way you can restore Windows is by restoring the entire system from the special partition, I've been very nervous about making a lot of work for myself in case it all goes horribly wrong. Using a live CD to do this before hand and saving to a USB stick is a great safety net.
This is question, not a suggestion. I have read that when using dd that all drives or partitions should be unmounted. Is this the case with your use of dd?
Re: umount...????
No, you do not need to unmount your partitions to backup your mbr using this command.
However, I don't know about the need to unmount for restoring the mbr.
Only a small correction (the
Only a small correction (the original poster probably forgot to complete the line). In order to recover the partition table one would have to redirect the file containing the partition table backup, as follows:
sfdisk /dev/sda < sda-partitions.txt
which will then recover the last partition table backed up with:
sfdisk -d /dev/sda > sda-partitions.txt


text:
POSITION: Left Wing
SHOOTS: Left
BIRTHPLACE: Aneroid, SK, CAN
DRAFTED: SJS: 1997-2 overall
2014-15: Played in every game for the sixth-consecutive season...Finished 3rd on the team in goals (19), 4th in assists (38) and 5th in points (57)...T-2nd on the team in both power-play goals (7) and power-play points (24)...Ranked T-2nd on the team in game-winning goals (4) and 4th in shots (233)...Had a three-game point streak (1-3=4) from March 29 at Pittsburgh to April 3 vs. Arizona...Recorded 2-1=3 on March 26 at Detroit...Had a four-game point streak (3-2=5) from Feb. 26 vs. Detroit to March 3 at Vancouver...Scored a goal for the second straight game on Feb. 28 vs. Ottawa...Had a two assist night and +2 rating on Feb. 11 vs. Washington...Posted a goal and an assist on Feb. 7 vs. Carolina...Became the youngest player in NHL history to play in his 1,300th NHL game on Feb. 5 at Vancouver...Had a two-point night (1-1=2), was +2, and was named first star on Jan. 29 vs. Anaheim...Scored a goal, and an assist, and was named 2nd star on Jan. 21 vs. Los Angeles...Tallied two assists on Jan. 17 vs. Calgary...Had a six-game point streak (1- 8=9) from Nov. 29 vs. Anaheim to Dec. 9 vs. Edmonton...Picked up two assists on Dec. 9 vs. Edmonton... Posted two assists on Nov. 29 vs. Anaheim...Scored a goal and had an assist on Nov. 20 vs. Florida... Scored a goal and added an assist on Nov. 8 at Dallas...Recorded 2 assists on Oct. 26 at Anaheim...Tallied his 500th career assist on Oct. 23 vs. Columbus... Registered two assists on Oct. 21 at Boston... Posted a two point night (1-1=2) on Oct. 18 at New Jersey...Posted his second straight two- point game, picking up a goal and assist on Oct. 11 vs. Winnipeg...Recorded a goal and an assist on Oct. 8 at Los Angeles.2013-14: 2nd on the team in goals (33) and 3rd in points (70). T-11th in the League in goals. Recorded his seventh 30-goal season. Played in every game during the regular season for the seventh time of his career (including each of the last five seasons). Finished 3rd in voting for the Lady Byng Trophy and 7th amongst NHL LW for Post-Season All-Star Team...Scored a goal and registered an assist on April 11 vs. Colorado. Recorded a goal and an assist on March 25 at Edmonton. Scored his 30th goal on March 22 vs. Washington. Tallied two goals on March 13 at Columbus. Scored a shorthanded goal on March 6 vs. Pittsburgh. Tallied a goal and an assist on March 2 at New Jersey. Recorded two helpers on Feb. 27 at Philadelphia. Led Team Canada with 4 assists in 6 games played at the Olympics, earning a gold medal. Tallied a goal and two assists on Jan. 18 at Tampa Bay. Named to Team Canada for Olympics on Jan. 7. Recorded 1-2=3 on Jan. 4 at Colorado. Scored a goal in his 1,200th career NHL game on Dec. 19 at Los Angeles. Registered two assists on Dec. 17 at St. Louis. Recorded a goal and an assist on Dec. 10 vs. NY Islanders. Tallied 1-2=3 on Nov. 21 vs. Tampa Bay. Recorded a goal and an assist on Nov. 15 at Edmonton. Scored a goal and an assist on Nov. 12 at Calgary. Named NHL's 3rd Star of the Week for week of Oct. 20 with six points (3-3=6). Scored a power play goal and recorded a game-high eight shots on goal on Oct. 5 vs. Phoenix. Playoffs: Led the team with seven points and three goals. Carried a four-game point streak from Game 1 to Game 4 (April 17- 24) of the WCFR, recording three goals and four assists. Three of those four games were multi-point contests. Scored thegame-winning overtime goal in Game 3 at Los Angeles on April 22.
2012-13: Voted the winner of the RAM "Sharks Fan Favorite Award" for the third consecutive season. T-8th in the League in road goals (11). 2nd on the team in goals (17) and shots (150) and T-3rd in points (17- 14=31). Has a consecutive games played streak of 296 games intact (April 9, 2009 – present), which is the 2nd longest in Sharks history (Thornton – 379). T-24th alltime in game-winning goals (79). Had a five-game point streak (3-2=5) from March 10 - 18. Scored his 400th career NHL goal on March 10 at Colorado, becoming just the 30th player in history to score his first 400 goals with one team…Was named the NHL Second Star of the Month for January and was the NHL First Star of the Week for the week ending Jan. 27. Opened the season with a six-game point streak (9- 5=14). Opened the season with a five-game goal streak from Jan. 20 – Jan. 27. ELIAS: No Shark has ever begun a season with 13 points in the first five games. Both he and Joe Thornton reached that mark. ELIAS: Became the second player in the history of the NHL to open a season with four multi-goal games joining Cy Denneny of the 1917-18 Ottawa Senators. Alternate captain. Playoffs: Tied for the team lead in goals (5) and T-4th in points (8). T-4th in the League in goals after the first round (4). Led the team in shots (41) and average ice time amongst Sharks forwards (21:17). Scored the overtime, series-clinching goal in Game 4 of the WCQF vs. Vancouver; The goal, his 14th career NHL playoff game-winning goal, tied him for 10th place all-time in NHL history in playoff game-winning goals. Ranks 2nd amongst active NHL players in career playoff goals (57).
2011-12: Won the "Sharks Fan Favorite Award", as voted on by the fans, for the second consecutive season. Played in all 82 games for the third consecutive season. Reached the 30-goal mark for the fourth consecutive time and the sixth season overall. T-7th in the League in game-winning goals (8) and T-10th in road goals (18). 3rd on the team in goals (30) and points (30- 34=64). Led the team in game-winning goals (8) and 2nd in power play goals (10). Played his 1,100th game on March 6 vs. Edmonton. Scored his 76th career game-winning goal on Feb. 23 at Toronto. Recorded his 800th and 801st points with a goal and an assist at Minnesota on Jan. 10. Named the Brocade "Sharks Player of the Month" for November. Recorded his fourth career regular season hat trick (3-0=3), which is second most in franchise history, on Nov. 20 at Colorado.
2010-11: T-1st in the League in home goals (26), T-4th in game-winning goals (nine), 6th in goals, T-12th in power play goals (11), T-14th in even strength goals (24), 13th in shots (279) and T-15th in points…Led Sharks in scoring. Had 21 points (11 assists) in the last 13 games. Post All-Star Break (32 games), had 37 points (19 goals), seven game-winning goals and a plus-16. Set a franchise record with 12 shots vs. Dallas on March 31 and scored two goals. Became the first Shark to record three OT goals in a season on March 8 vs. Nashville. Scored his seventh regular season overtime goal on Feb. 22 at Pittsburgh. Scored the game-winning goal, his 20th of the season, Feb. 9 at Columbus. This marked the 10th time he's scored 20 goals. Played in his 1,000th NHL game (scored a goal) on Jan. 17 at Phoenix, becoming the youngest player ever to reach that plateau with one organization. Tied his single-game career high with four points (three assists), the first of which (an assist) marked his 700th point, on Oct. 27 vs. New Jersey. Playoffs: Ended the postseason with a sixgame point streak (eight, five goals). T-9th in the League in goals. Scored a goal and had a fighting major in WCF Game 2 at Vancouver. Scored the seriesclinching, game-winning goal in WCSF Game 7 vs. Detroit. Had the primary assist on two OT goals in WCQF vs. Los Angeles. Had two points (goals and assist), including the primary assist on the overtime winner, in WCQF Game 3 at Los Angeles.
2009-10: The Sharks Foundation "Sharks Player of the Year". His career-high 44 goals tied the second most ever scored by a Sharks player in a single season (Owen Nolan — 1999-00) and were fourth in the National Hockey League. Third in the NHL in road goals (21). 14th in the NHL in points, T-10th in game-winning goals (six), T-3rd in shorthanded goals (four) and T-13th in power play goals (12). Became the third Sharks player in history to score 40 goals in a season (Jonathan Cheechoo and Nolan) with his tally March 11 vs. Nashville. Established a career high with his 39th goal on March 4 vs. Montreal. Became the fastest Sharks player to reach 30 goals in a season (47 games), surpassing Cheechoo's mark (50 games) from 2005-06. Scored two goals at Phoenix on Jan. 12 to reach the plateau, becoming the first player in the NHL this season to reach 30, the first time a Shark has ever reached 30 first in a season. Tied franchise record for the fastest 20 goals to start a season (32 games) on Dec. 9 vs. Los Angeles, equaling Nolan in 1999-00. Appeared in his 900th game on Dec. 1 vs. Ottawa and scored two goals. Posted a nine-game point streak (16, six goals and 10 assists) from Oct. 17- Nov. 4. Named NHL Third Star of the Week by recording nine points (three goals and six assists) in four games from Oct. 19-25. Became the fastest Shark to score 10 goals in franchise history (13 games). Tied a franchiserecord for quickest goal to start a third period (nine seconds) on Oct. 10 vs. Minnesota. Playoffs: Figured in the scoring on all but one of the team's goals in the WCF (six points, five goals), including back-to-back multi-goal games. The first player in NHL playoff history to have consecutive multi-goal games in which he's scored all of his teams' goals. Ended the postseason with an eight-game point streak (10 points, seven goals). Scored the game-winning goal in the series-clinching WCSF Game 5. In his 100th career playoff game, scored the overtime game-winner in WCSF Game 3. Missed WCSF Game 1 (flu). Olympics: Won a gold medal with Canada and tied the team high with 28 shots.
2008-09: Selected as the "Sharks Player of the Year". Winner of the 2008-09 PlayStation "Three Stars of the Game" Award. Sharks nominee for the King Clancy Memorial Trophy. Second on team in points and first in goals (T-11th in NHL). T-3rd in the League in GW goals (10) and T-9th in home goals (20). T-2nd in NHL with five SH goals. T-3rd in the NHL in SH points (seven). Registered his 600th and 601st career points with two goals vs. Edmonton on Feb. 17. Named to the Western Conference All-Star Team, his third appearance (2007 and 2004) and tied for the game-high with three points (goal and two assists). Surpassed Nolan's all-time franchise record for power play goals by scoring his 76th on Dec. 4 vs. Columbus. Played in his 800th game on Oct. 17 at Anaheim. Playoffs: Scored both game-winning goals for the Sharks. Tied for team lead in goals. Scored the gamewinning goal in overtime in WCQF Game 5 vs. Anaheim. Scored the game-winning, power play goal in WCQF Game 3 at Anaheim.
2007-08: Fourth on team in goals, fifth in assists and fourth in points. T-2nd on team in takeaways (44). Scored the game-deciding goal in three consecutive games, including two gamewinners (one in regulation and one in OT) and one shootout winner from March 3-9. Registered his 500th point with three assists on Nov. 15 at Phoenix. Playoffs: T-4th on Sharks in points, T-3rd in goals and T-5th in assists. Shorthanded goals in WCSF Games 3 and 4 at Dallas are the first time a player has scored a shorthanded goal in back-to-back playoff games in the same year since Brett Hull in 2002.
2006-07: Sharks were 19-2-0 when he posted a multi-point game. 2nd on team in points and 3rd in goals. T-19th in the NHL in PP goals (14), T-4th in game-winning goals (nine) and T-16th in PP points (37). Played his 700th NHL game at Calgary on Feb. 24, becoming the eighth youngest player in NHL history to reach that mark (27 years, 162 days). Had it not been for the lockout, he would have been the youngest player in NHL history to accomplish the feat. Became the first Sharks player to record backto- back 30-goal seasons. Snapped his 172 consecutive games played streak on Feb. 16 at Columbus (upper body injury). The San Jose Mercury News "2006 South Bay Sports Person of the Year". Selected to the Western Conference All-Star Team and scored the fourth goal for the West. Narrowly missed winning the Fastest Skater Competition in the SuperSkills event, posting a laptime of 14.08 seconds…Named the "Sharks Player of the Month" for January. Earned first fighting major since Jan. 4, 2003 on Jan. 13 at Phoenix. Named "The Hockey News Player of the Week" by posting seven points in two games during the week of Jan. 1-7. Became the franchise leader in goals when he broke Nolan's mark (207) with his 20th at Los Angeles on Jan. 11. Surpassed Nolan's all-time points mark (451) with four vs. Detroit on Jan. 4. Recorded his 246th assist on Dec. 31 at Dallas, surpassing Nolan's franchise record (245). Set a franchise record for games played (672), surpassing Mike Rathje on Dec. 12 at Los Angeles. Recorded his 200th goal on Nov. 22 vs. Los Angeles. Recorded second hat trick on Nov. 9 at Los Angeles. Playoffs: Surpassed the Sharks franchise record for career postseason games (Rathje — 71) by appearing in his 72nd in WCSF Game 5 at Detroit. Scored the gametying and game-winning goals in the series-clinching Game 5 at Nashville.
2005-06: Established singleseason career highs in power play goals (20 — seventh in NHL). 44 power play points (20 goals and 24 assists) ranked 13th in the NHL. 19th in NHL in points. Third on the Sharks in points and ice time for a forward (19:55). Named NHL Offensive Player of the Week for Feb. 11. Set a career high and tied a franchise record by recording four assists against Dallas on Feb. 10. Set a career high with a seven-game assist streak (13, Dec. 2-18). Set a Sharks franchise record for points by an individual player in a four-game span with 12 from Dec. 2 at Buffalo through Dec. 8 vs. Florida (matched by Thornton). Named NHL Offensive Player of the Week, registering an NHL-high six points in three games, for the week ending Dec. 4. "Sharks Player of the Month" for November. Playoffs: At the time of elimination, led NHL in goals, T-1st in PP goals (four) and GWG (two) and T-3rd in points (13). Registered at least one goal in five consecutive games (eight) from April 23-May 7. His seven goals and four power play goals in the WCQF are both franchise records in a single postseason series (PPG tied by Pavelski in 2010 vs. Detroit). Led all NHL skaters during the CQF in goals (seven) and was T-1st in power play goals (four) and game-winning goals (two). Registered his third career hat trick, including the game-winning goal, in WCQF Game 4 vs. Nashville, making him the franchise's all-time postseason scoring leader.
2004-05: Selected to play for gold medalwinning Team Canada at the 2004 World Cup of Hockey (DNP) and the silver medal-winning team at the 2005 World Championships. Invited to Team Canada's Development Camp for the 2006 Winter Olympics.
2003-04: Led Sharks in points and T-1st in goals. Recipient of the "Sharks Player of the Year" and PlayStation "Three Stars of the Game" Awards. Played 15:11 at All-Star Game. As part of the rotating captaincy plan, was named captain for the remainder of the season on Jan. 5. Named alternate captain for fourth 10-game segment (Dec. 17-Jan. 3). Had consecutive games played streak snapped at 181, missing Jan. 17 at Colorado (ankle). Surpassed 300 NHL points on Jan. 10 vs. Atlanta (goal and assist). Played in his 500th NHL game on Nov. 26 vs. Chicago. Playoffs: T-14th NHL in points and T-3rd in PP goals (four — led Sharks). First on team in goals, second in 12 points. Posted hat tricks in WCQF Game 2 vs. St. Louis and WCSF Game 1 vs. Colorado.
2002-03: Helped Team Canada win gold medal at the 2003 IIHF Men's World Championships. First on team, third in tournament in plus/minus (plus- 11). T-1st on Sharks in goals, third in assists and points and fourth in shots (172). Led Sharks in shooting percentage (16 percent). One of six Sharks to appear in all 82 games.Tallied first career shorthanded goal Dec. 6 vs. Columbus. Named "Sharks Player of the Month" for November. Scored his 100th NHL goal Nov. 13 at Atlanta. Scored penalty shot goal Nov. 11 vs. Dan Blackburn of the N.Y. Rangers. Appeared in 400th NHL game Oct. 19 vs. Colorado, becoming the youngest active NHL player (23 years, 34 days) to achieve the feat and the youngest player since Bob Carpenter played in his 400th on April 6, 1986 (22 years, 268 days old).
2001-02: T-4th on team in goals and T-2nd in shooting percentage (17 percent) and in game-winning goals (five). Tallied first career hat trick on April 6 vs. Detroit. Playoffs: Posted points in nine of 12 games. Led team in shooting percentage (29 percent), goals, game-winning goals (three) and points. Posted points (10) in first eight playoff games, setting Sharks record for playoff point streak.
2000-01: T-2nd on Team Canada in scoring at the World Championships. Led Sharks in goals, shooting percentage (17 percent), GWGs (six) and points. Played in his 300th NHL game on March 1 at Ottawa. Playoffs: Scored Sharks lone goal in WCQF Game 1 at St. Louis.
1999-00: Co-recipient of the "Sharks Iron Man" Award. Recorded seven multi-point games. Collected his first "Gordie Howe Hat Trick" Dec. 10 vs. Atlanta.
1998-99: Represented Canada at the World Championships. Led Sharks in shooting percentage (15.7 percent), second in GWG (fourth) and third in points and T-3rd in plus/minus (plus-10). Playoffs: Posted first career points in Stanley Cup Playoffs (goal and an assist) in WCQF Game 4 at Colorado.
1997-98: Co-winner of the PlayStation "Sharks Rookie of the Year" Award, along with Marco Sturm and Andrei Zyuzin. Named runner-up for NHL Rookie of the Month for March after scoring nine points in 15 games. The youngest player in the NHL, finishing season at 18 years, seven months. T-5th among NHL rookies in goal scoring, second in shooting percentage (14.4 percent), third in points and fourth in scoring. Posted first career GWG Feb. 4 at Edmonton. Posted first two-goal game of career Nov. 24 vs. Anaheim. Registered first NHL goal Oct. 19 at Phoenix, making him the second youngest player to score a regular season NHL goal since the end of World War II (according to Elias Sports Bureau, youngest was Chicago's Grant Mulvey, 18 years, 1 month and 2 days on Oct 19, 1974). Scored first preseason goal Sept. 14 vs. Los Angeles in San Diego, the day before he turned 18. Playoffs: Youngest active player during Stanley Cup Playoffs.
1996-97: Youngest player drafted in 1997 NHL Entry Draft at 17 years, 9 months, 6 days.1997 Western Hockey League Western Conference Player of the Year. WHL's third leading scorer. Fourth in league in goals and assists. Named to WHL Western Conference First All-Star Team. Led WHL in SHG (nine).
PERSONAL: "Patty" lists these favorite: Chocolate and pasta (favorite foods); Honesty (personal quality); Baseball (sport besides hockey); Mario Lemieux (hockey idol); Chicago (road city); Slap Shot (hockey movie); Big Brother, Homeland, Dexter, Revenge, The Mentalist (TV shows); Patrick Jane from The Mentalist (TV character); Nickelback (concert attended). Refuses to eat salmon of any kind. Hidden talent is juggling. He would want to play another sport if he didn't play hockey. If he couldhave dinner with anyone in history it would be Grandpa Marleau ("I never met him"). Biggest influence on his hockey career is his father. Equipment he pays the most attention to are his sticks and skates. Favorite hockey moment was winning the Olympic Gold medal during the 2010 Olympics in Vancouver. Most exciting player to watch is Pavel Datsyuk. Fastest skater in the NHL is Marian Gaborik. Thinks the hardest hitter in theNHL is Zdeno Chara. If you change change one rule he would make smaller equipment for goalies. Pleased to say that he can't name the best teammate he's had in his career ("The list is just too long"). Feels that the Thornton's are the best couple to go on double dates with. Prefers taking a wrist shot to a slap shot, and a body check to a poke check. Thinks Don Cherry has better suits than Don Draper.

subset: commoncrawl


text: Hi there! I am looking to follow a workout routine at home alongside WW. When I first did WW I was going to the gym etc but as I am saving for a holiday now, and money is a bit tighter, I will have to make do with home! I have JM's 30 day shred DVD... and got to Level 2 last year... but if I'm honest it's quite boring to hear her repeating the SAME things again so am reluctant to get it out (even though I know it's a good one as I ached for ages afterwards and I've seen great before and after photos online!) I was tempted to just get some HIIT moves from youtube and create my own workout... but there's something quite exciting about following a routine (like 30DS) that has a specific end-date at least 1st time round! Is anyone currently/has anyone completed anything like P90X or Insanity or T25?? Would you recommend them and be able to tell me more about them ie. duration, results, equipment, space (i like in a 1st floor flat!). Many thanks!


text:
MINNEAPOLIS — The A's bullpen is back close to full strength with Monday morning's move to activate right-hander Ryan Cook from the disabled list before helping the Minnesota Twins open the season at Target Field.
To make room on the roster for Cook the A's optioned right-hander Evan Scribner to Triple-A Tacoma.
Cook, who has been the A's dominant right-handed setup man the last two seasons, reported to spring training with right shoulder tendinitis. While he was personally confident he would be ready for the opener last week, the A's took his progress slowly. He didn't pitch in a Cactus League game all spring.
After pitching in a handful of minor league spring games, Cook had a two-game rehabilitation assignment with Class-A Stockton on Thursday and Saturday, allowing two hits, two walks and two runs in 1.2 innings.
Scribner saw limited use during the first week of the season, retiring all four batters he faced. During the spring, he had an ERA of 5.25 with an opponents' batting average of .286.


text:
Integrating NetBeans for Raspberry Pi Java Development
By speakjava on Oct 25, 2013
I will assume that your starting point is a Raspberry Pi with an SD card that has one of the latest Raspbian images on it. This is good because this now includes the JDK 7 as part of the distro, so no need to download and install a separate JDK. I will also assume that you have installed the JDK and NetBeans on your PC. These can be downloaded here.
There are numerous approaches you can take to this including mounting the file system from the Raspberry Pi remotely on your development machine. I tried this and I found that NetBeans got rather upset if the file system disappeared either through network interruption or the Raspberry Pi being turned off. The following method uses copying over SSH, which will fail more gracefully if the Pi is not responding.
Step 1: Enable SSH on the Raspberry PiTo run the Java applications you create you will need to start Java on the Raspberry Pi with the appropriate class name, classpath and parameters. For non-JavaFX applications you can either do this from the Raspberry Pi desktop or, if you do not have a monitor connected through a remote command line. To execute the remote command line you need to enable SSH (a secure shell login over the network) and connect using an application like PuTTY.
You can enable SSH when you first boot the Raspberry Pi, as the raspi-config program runs automatically. You can also run it at any time afterwards by running the command:
sudo raspi-config
This will bring up a menu of options. Select '8 Advanced Options' and on the next screen select 'A$ SSH'. Select 'Enable' and the task is complete.
Step 2: Configure Raspberry Pi NetworkingBy default, the Raspbian distribution configures the ethernet connection to use DHCP rather than a static IP address. You can continue to use DHCP if you want, but to avoid having to potentially change settings whenever you reboot the Pi using a static IP address is simpler.
To configure this on the Pi you need to edit the /etc/network/interfaces file. You will need to do this as root using the sudo command, so something like sudo vi /etc/network/interfaces. In this file you will see this line:
iface eth0 inet dhcp
This needs to be changed to the following:
iface eth0 inet static
address 10.0.0.2
gateway 10.0.0.254
netmask 255.255.255.0
You will need to change the values in red to an appropriate IP address and to match the address of your gateway.
Step 3: Create a Public-Private Key Pair On Your Development MachineHow you do this will depend on which Operating system you are using:
Mac OSX or LinuxRun the command:
ssh-keygen -t rsa
Press ENTER/RETURN to accept the default destination for saving the key. We do not need a passphrase so simply press ENTER/RETURN for an empty one and once more to confirm.
The key will be created in the file .ssh/id_rsa.pub in your home directory. Display the contents of this file using the cat command:
cat ~/.ssh/id_rsa.pub
Open a window, SSH to the Raspberry Pi and login. Change directory to .ssh and edit the authorized_keys file (don't worry if the file does not exist). Copy and paste the contents of the id_rsa.pub file to the authorized_keys file and save it.
WindowsSince Windows is not a UNIX derivative operating system it does not include the necessary key generating software by default. To generate the key I used puttygen.exe which is available from the same site that provides the PuTTY application, here.
Download this and run it on your Windows machine. Follow the instructions to generate a key. I remove the key comment, but you can leave that if you want.
Click "Save private key", confirm that you don't want to use a passphrase and select a filename and location for the key.
Copy the public key from the part of the window marked, "Public key for pasting into OpenSSH authorized_keys file". Use PuTTY to connect to the Raspberry Pi and login. Change directory to .ssh and edit the authorized_keys file (don't worry if this does not exist). Paste the key information at the end of this file and save it.
Logout and then start PuTTY again. This time we need to create a saved session using the private key. Type in the IP address of the Raspberry Pi in the "Hostname (or IP address)" field and expand "SSH" under the "Connection" category. Select "Auth" (see the screen shot below).
Click the "Browse" button under "Private key file for authentication" and select the file you saved from puttygen.
Go back to the "Session" category and enter a short name in the saved sessions field, as shown below. Click "Save" to save the session.
Step 4: Test The Configuration
You should now have the ability to use scp
(Mac/Linux) or pscp.exe
(Windows) to copy files from your development machine to the Raspberry
Pi without needing to authenticate by typing in a password (so we can
automate the process in NetBeans). It's a good idea to test this
using something like:
scp /tmp/foo email@example.com:/tmp
on Linux or Mac or
pscp.exe foo pi@raspi:/tmp
on Windows (Note that we use the saved configuration name instead of the IP address or hostname so the public key is picked up). pscp.exe is another tool available from the creators of PuTTY.
Step 5: Configure the NetBeans Build ScriptStart NetBeans and create a new project (or open an existing one that you want to deploy automatically to the Raspberry Pi).
Select the Files tab in the explorer window and expand your project. You will see a build.xml file. Double click this to edit it.
This file will mostly be comments. At the end (but within the </project> tag) add the XML for <target name="-post-jar">, shown below
Here's the code again in case you want to use cut-and-paste:
<target name="-post-jar">
<echo level="info" message="Copying dist
directory to remote Pi"/>
<exec executable="scp" dir="${basedir}">
<arg line="-r"/>
<arg value="dist"/>
For Windows it will be slightly different:
<target name="-post-jar">
<echo level="info" message="Copying dist
directory to remote Pi"/>
<exec executable="C:\pi\putty\pscp.exe" dir="${basedir}">
<arg line="-r"/>
<arg value="dist"/>
You will also need to ensure that pscp.exe is in your PATH (or specify a fully qualified pathname).
From now on when you clean and build the project the dist directory will automatically be copied to the Raspberry Pi ready for testing.


text:
Acute and Chronic Bursitis Center - Hattiesburg, MS
- WebMD Physician Directory of Hattiesburg Rheumatologist Doctors
- Related Acute and Chronic Bursitis Articles
- Hattiesburg Emergency Contacts
- Nearby Hattiesburg Hospitals
- Find a Local Pharmacy on RxList - Hattiesburg
Hattiesburg Rheumatologist Doctors for Acute and Chronic Bursitis
Type of Physician: Rheumatologist
What is a Rheumatologist? A subspecialty certification by the Board of Internal Medicine; practitioners treat diseases of the joints, muscles, bones, and tendons. The rheumatologist diagnoses and treats arthritis, back pain, muscle strains, common athletic injuries, etc. The rheumatologist may work closely with other specialists such as orthopaedic surgeons and physical therapists.
Specialty: Rheumatology
Common Name:
Rheumatologist Doctors in Hattiesburg * results
- 2
Imad Bitar
Hattiesburg Clinic Internal Medicine
104 Millsaps Dr
Hattiesburg, MS 39402
(601) 288-7500
- 18 years experience
- 1 office location(s)
- 3
Portia Harris
Hattiesburg Clinic Internal Medicine
104 Millsaps Dr
Hattiesburg, MS 39402
(601) 288-7500
- 12 years experience
- 1 office location(s)
- 4
Chris H. Benson
Hattiesburg Clinic Internal Medicine
104 Millsaps Dr
Hattiesburg, MS 39402
(601) 288-7500
- 37 years experience
- 1 office location(s)
- 5
David I. Weiss
Arthritis Associates PLLC
15 Orleans Dr
Hattiesburg, MS 39402
(601) 582-7655
- 29 years experience
- 1 office location(s)
Don't see your city? Use the WebMD Physician Directory to expand your search.
Bursitis Overview
A bursa is a fluid-filled sac that cushions an area of friction between tissues, such as tendon and bone. Bursae reduce friction between moving parts of the body, such as around the joints of t...!--*ICCChunk-3737*-->
Other Related Acute and Chronic Bursitis Articles
Emergency Contact for Hattiesburg
- In case of Emergency, call 911
Nearby Hattiesburg Hospitals results
- 1Forrest General Hospital
6051 U S Highway 49
Hattiesburg, Mississippi 39401
(601) 288-700
- 2Pine Grove
2255 Broadway Dr
Hattiesburg, Mississippi 39402
(601) 288-480
- 3Wesley Medical Center
5001 Hardy St
Hattiesburg, Mississippi 39402
(601) 268-800
- 4South Mississippi State Hosp
823 Highway 589
Hattiesburg, Mississippi 39475
(601) 794-010
- 5Perry County General Hospital
206 Bay Ave
Hattiesburg, Mississippi 39476
(601) 788-631
- 6South Cntrl Reg Med Ctr
1220 Jefferson St
Hattiesburg, Mississippi 39440
(601) 426-400
- 7Covington County Hospital
701 S Holly Ave
Hattiesburg, Mississippi 39428
(601) 765-671
- 8Marion General Hospital
1560 Sumrall Rd
Hattiesburg, Mississippi 39429
(601) 736-630
- 9Stone County Hospital
1434 Central Ave E
Hattiesburg, Mississippi 39577
(601) 928-660
* Provider Directory Terms of Use:
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You are prohibited from using, downloading, republishing, selling, duplicating, or "scraping" for commercial or any other purpose whatsoever, the Provider Directory or any of the data listings or other information contained therein, in whole or in part, in any medium whatsoever.
The Provider Directory is provided on an "AS-IS" basis. WebMD disclaims all warranties, either express or implied, including but not limited to the implied warranties of merchantability and fitness for particular purpose. Without limiting the foregoing, WebMD does not warrant or represent that the Provider Directory or any part thereof is accurate or complete. You assume full responsibility for the communications with any Provider you contact through the Provider Directory. WebMD shall in no event be liable to you or to anyone for any decision made or action taken by you in the reliance on information provided in the Provider Directory.
The use of WebMD Provider Directory by any entity or individual to verify the credentials of Providers is prohibited. The database of Provider information which drives WebMD Provider Directory does not contain sufficient information with which to verify Provider credentials under the standards of the Joint Commission on Accreditation of Healthcare Organizations (JCAHO), National Committee for Quality Assurance (NCQA) of the Utilization Review Accreditation Committee (URAC).
By using the WebMD Provider Directory, you agree to these Terms and Conditions.


text:
The 2014 Hearts and Hammers annual workday will be held in collaboration with The Big Event. A second day to finish projects is scheduled for Saturday April 19.
HEARTS & HAMMERS of Pittsburg, KS is a non-profit, all volunteer organization dedicated to providing home repair & maintenance to homeowners that are physically or financially unable to do this work alone.
Volunteers needed for scraping paint, painting, raking, carpentry, trash clean-up, paint brush cleaners, tool managers, safety managers, food preparation, and food delivery.
Organizations that want to work as a team can register to work together. (Examples: Churches, NAHB, WIC, NAWIC, MCAA, AGC, PSU School Of Construction, PSU KTC, Etc.).
All volunteers must sign a release form.


text:
27 April 2007
Sometimes in April
First, it's important to note that none of the flaws of Sometimes in April carry through the entire 140 minutes of the movie. Most of the major actors have at least a few moments of sensitive, subtle acting, and Idris Elba, Pamela Nomvete, Carole Karemera in particular all seemed to navigate between the moments of awkward writing and the re-enactment of horrific events with more grace than not, and sometimes with sublime poignancy. The most embarrassing scenes are ones involving bureaucrats in Washington, D.C. -- Debra Winger is simply awful as Prudence Bushnell , and the other actors are worse, like animatronic commediadell'arte caricatures.
Sometimes in April tells the story of two Hutu brothers, one of whom, Augustin (Elba), is a soldier married to a Tutsi woman (Karemera); the other, Honoré (Oris Erhuero), is a radio commentator famous for his incendiary, anti-Tutsi remarks. The story moves back and forth between 2004, when Augustin is trying to move on with his life and Honoré is in prison, and 1994, when Augustin's family is destroyed by the genocidaires. Interwoven into this central narrative strand is the story of Martine (Nomvete), a teacher who lives through the atrocities and eventually becomes Augustin's companion, and scenes of Bushnell trying to convince somebody -- anybody! -- in Washington that the killings in Rwanda were worth doing something to stop.
One of the greatest virtues of Sometimes in April is that is manages to convey so much without being either more incoherent or more didactic than it is. Over and over again, this is a movie that portrays complex events and ideas through imagery and characters. Sometimes it stumbles, certainly, but the task Peck has set for himself, his actors, and his crew is one that is nearly impossible -- an honest and accurate portrayal of the Rwandan genocide through a fictional story for a general, and probably uninformed, audience. There are scenes of brutality and scenes of beauty, and Peck pays particular interest to characters' faces: their expressions, their dignity, their eyes. Hotel Rwanda is a more structurally satisfying film mostly because it doesn't try to do nearly as much as Sometimes in April; I don't mean that as criticism of the former so much as praise for the ambition and, indeed, accomplishment of the latter.
Peck is an admirable director and writer in that he seems determined to tell African stories from an African point of view. His Lumumba is a thoughtful portrait of Patrice Lumumba, the first (and ill-fated) prime minister of the Democratic Republic of Congo. Sometimes in April is a more epic movie, less focused on one person, and with much more material to synthesize.
Hotel Rwanda is notable not the least for being a major feature that doesn't overly concern itself with white people, which makes it a rare sort of movie, because usually films -- the ones financed by Hollywood, certainly -- don't get off the ground unless they show some whites expressing their basic goodness or discovering their inner morality (usually accompanied by an at-least-quasi-magical negro or secular African saint).* Hotel Rwanda, though, was mostly filmed in South Africa, while Sometimes in April was actually filmed in Rwanda, and many of the actors and much of the crew were Rwandan.
Sometimes in April should -- and does -- stand on its own, but I compare it here to the better-known Hotel Rwanda, not because I think either movie owes anything to the other, but because the comparison seems to reveal strengths, weaknesses, and differences of both films. Sometimes in April is more explicitly critical of the U.S., and it makes no criticism of the Tutsis or Paul Kagame (who denounced Hotel Rwanda) -- thus, the political implications of the two movies are different, despite their shared subject matter and setting. Sometimes in April is, very much, a political film (though not only that); Hotel Rwanda seems to me to be more of a celebration of its protagonist and his triumph, an ultimately uplifting story in amidst one of the most horrific moments of the horror-filled 20th Century, and political only to the extent that no story about the Rwandan genocide can avoid being suffused with politics. Sometimes in April is not uplifting; it is infuriating, devastating, and immensely sad, even as its characters try to learn, in the end, how to move on with their lives. The difference is the difference between, for instance, Schindler's List and either The Pianist or Fateless (although I think Hotel Rwanda is better than Schindler's List [about which I agree with Zizek] and Sometimes in April doesn't have the same strong writing, acting, and filmmaking as The Pianist and Fateless).
All of which is just a very long and tangential way of saying: Sometimes in April, though not perfect, is a film very much worth seeing, and one that deserves a large audience.
*An exception: Catch a Fire, though somewhat disappointing in its execution, at least focused more on the complexities of its black protagonist than the moral education of its primary white character, played by Tim Robbins. But Catch a Fire seems to have been a mostly European production, and although it was distributed by Universal in the U.S., overall it appears to have been a financial failure, which is unfortunate -- not only because it's a whole lot better than most of the top grossers of 2006, but because its financial failure just gives movie executives an excuse to ignore films about Africans in Africa.
4 comments:
- Sindi Khumalo7/14/2010 11:27 AM
After reading several books on Rwandan 1994 genocide , I have been longing to watch a movie that will give me a picture of what really happened in that country. Sometimes in April is quite impressive. Hotel Rwanda was so disappointing. You can't even compare these two movies,Sometimes in April is excellent.ReplyDelete
Hotel Rwanda falls short of what actually happened in Rwanda. This is vividly brought out clearly by the film Sometimes in April.I watch this again and again though I bought both moviesReplyDelete
Did you miss Nick Nolte's character and the lady aid worker in "Hotel Rwanda"? How are those two anything but the compulsory Good White Person Doing His/Her Best?ReplyDelete
"Hotel Rwanda" was - like "Schindler's List" - a pretty well-made but actually very bad film. "Sometimes in April" towers over it in almost every way. I agree that the Washington sequences were eminently dispensable, though.
Also, "Sometimes", of course, completely glosses over the brutal war crimes of the RPF and Paul Kagame, who committed plenty of massacres of their own; and who, having a strong force stationed in Kigali before the genocide began, could have halted it early on but chose not to.
But unless Peck followed the official Kagame line, would he have got permission to film in Rwanda? I don't think so.
I'd give "Hotel Rwanda" 3/10 and "Sometimes" 7/10. And I'm being generous to the former at that.
Hotel Rwanda has only diminished in my estimation since I wrote this post in 2007. But even here, whatever praise there is of it is pretty faint.ReplyDelete


text:
- Feel the Fury!
- Currently Unavailable
The Spaniards have reasserted their dominance over Europe.
You have the passion, they have the skill - you both wear this official jersey of La Furia Roja!
Unique for Spain, their new away jersey has been designed with sash - a staple of soccer culture. The faded sash is in the Spanish National Team's classic blue shades.
Campeones de Europa is printed inside the collar commemorating their 2008 win.
Spanish team badge, championship star and adidas logo are embroidered on the front.
100% ClimaCool polyester with mesh ventilation. Imported.
La nueva camiseta de visitante de España ahora presenta una franja difuminada en los tonos clásicos de azul que caracterizan su uniforme. La frase "Campeones de Europa" viene impresa dentro del cuello. Escudo nacional, estrella de campeón y logotipo de adi


text:
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United Nations Space Command is a clan established for the game Dead Frontier, an online zombie MMO.
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text:
Not Available
Penelope Nursery Bedding
- Overview
Rows of playful pink birds perch and pose on thin chocolate vines to create our nursery bedding's sweet, whimsical design. The strip-pieced quilt is artfully sewn with Jacquard-woven fabrics in a fresh, vertical design.
- Pure cotton.
- Quilt, bumper and sham are expertly quilted by hand and edged with pink piping.
- Appliquéd with charming birds in preppy shades perched upon embroidered branches.
- Quilt reverses to a large khaki-dot print and features a pole pocket for easy display; pure cotton fill.
- Fitted crib sheet is pure cotton percale interwoven with organic cotton fibers.
- Printed rows of tiny pink, yellow and green birds are featured across the crib sheet.
- Pleated cotton crib skirt is tailored with dobby trim.
- Quilted sham has an envelope closure; insert sold separately.
- Nursery Bumper Bedding Set includes fitted crib sheet, bumper and crib skirt.
- Nursery Quilt Bedding Set includes fitted crib sheet, toddler quilt and crib skirt.
- Images provided (left) show bumper's distinct interior and exterior patterns; always fasten securely with exterior facing outward.
- Machine wash.
- Imported.
- Dimensions & Care
- View our nursery bedding safety tips.
- Woven of soft 100% cotton.
- Quilt is filled with 270-gram-weight cotton batting.
- An Easy-Care finish ensures that crib sheet emerges smooth and soft from the dryer, and eliminates the need for ironing.
- Pottery Barn fitted crib sheets have elastic around the top and bottom only, rather than around the entire edge, a feature that makes our sheets safer for baby.
- Bumper is filled with polyester batting; features 11 pairs of ties along the top and bottom.
- Secure bumper ties to the outside of the crib. Remove bumper when baby can sit up unaided, or can pull to a standing position (6–10 months).
- Crib skirt is tailored with split corners for easy placement around bedposts; four-sided skirt fits around the entire crib.
- Sham features an envelope closure. Insert sold separately; down blend or synthetic.
Toddler Quilt
- 36 x 50"
Small Sham
- 12 x 16"
Crib Bumper
- 10 x 160"
Crib Skirt
- 28 x 52"
- 11" drop length
Fitted Crib Sheet
- 26 x 53"; fits mattresses up to 8" deep
- Wash before first use.
- Machine wash in warm water; gentle cycle.
- Use only nonchlorine bleach, if needed.
- Tumble dry on low heat.
- Warm iron as needed.
- Shipping & Return Info
This is a general shipping item.
View Our Shipping Information
Return Policy
At Pottery Barn Kids, we take great pride in the quality and craftsmanship of our products. Attention to design, materials, safety and construction is our priority. We carefully inspect your order prior to shipment; upon receipt, please inspect your purchase and notify us of any damage. We will arrange for a prompt replacement. If, within 7 days for Quick Ship upholstery and 30 days for all other products, you are dissatisfied for any reason, you may return your purchase for a refund of the merchandise value.
If your return for Merchandise Credit Cards is greater than $10,000, we will issue $10,000 in Merchandise Credit Cards to you that day, and then mail additional Merchandise Credit Card(s) for the amount in excess of $10,000 to you.
We cannot accept returns on monogrammed, personalized, special-order items, or on items damaged through normal wear and tear. We also cannot accept returns of final-sale items, which are identified by a price that ends in $0.99.
For returns of items purchased from your Pottery Barn Kids registry, we will gladly provide a refund or exchange for the merchandise within 90 days of your event or within 90 days of purchase, whichever date is later.
For assistance, please contact Customer Service at 800.993.4923, 7 days a week, 5:00 a.m. - 9:00 p.m. PST.
International Returns: Online returns are available only for items that were shipped to the United States. If you would like to return items that were shipped outside the US, please see International Returns and Exceptions.


text:
LEGO Shop Home Themes Master Builder Academy LEGO® Master Builder Academy Space Designer
LEGO® Master Builder Academy Space Designer
- Item: 20200
- Ages:8-12
- VIP Points: 0
- Pieces:178
- Retired product
Master the Art of Creating your own Spaceships!
The first LEGO® Master Builder Academy kit will boost your galactic building skills! Learn the secrets of sideways building and locking from the real LEGO Master Builders as you create 3 Space Designer models. Use your new skills to make all your models super stable and cool! Take the Space Design Challenge and create your own interstellar vehicles, then share them with other LEGO MBA members in the Space Designer gallery on LEGOmba.com.
- Includes 84-page Designer Handbook that teaches 2 Master Builder techniques and instructions to create 3 models, one at time
- 1 exclusive LEGO® MBA minifigure, a brick separator, and a brick storage box with sorting tray
- Minifigure accessories include a helmet with goggles, and a buildable jetpack
- Each book has a password to use on LEGOmba.com with access to the full Kit 1 experience including exclusive Master Builder videos, more building tips, the Space Designer gallery, and the first LEGO MBA skill test!
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Women, Girls and War
Women and girls are underrepresented among combatants but overrepresented among the victims of armed conflict. According to the United Nations Development Fund for Women [UNIFEM], 70 percent of casualties in recent conflicts have been civilians, the majority of them women and children. With the breakdown of infrastructure in conflict zones, women's struggles to provide food, water and care for their families and communities are exacerbated. Sexual exploitation, harassment and assault are common challenges for both women soldiers and civilians. Rape as a systemic weapon of armed conflict is now widely recognized as a war crime. The United Nations has passed numerous resolutions on women, peace and security (most notably UN Security Council Resolution 1325, which recognizes women's multiple roles in war and peace) and, in 2008, passed Resolution 1820 calling for more stringent measures to combat sexual violence in armed conflict.
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Munchies from marijuana festival fetch $50 online
Published: Tuesday, August 20, 2013 at 6:51 a.m.
Last Modified: Tuesday, August 20, 2013 at 6:51 a.m.
SEATTLE (AP) — A few eBay users are seeing a money-making opportunity in the free bags of chips that were given out by police over the weekend at Seattle's pot festival known as Hempfest.
An unopened Doritos bag from Hempfest had drawn eight bids by Monday afternoon, pushing the price to $58. One bag listed as "used" was fetching $50.
The nacho-cheese-flavored Doritos were a popular topic surrounding the event because Seattle police distributed them for free along with stickers designed to inform pot consumers about the state's legal pot law.
Officers handed out only 1,000 bags of chips at an event that draws as many as 85,000 people per day.
Reader comments posted to this article may be published in our print edition. All rights reserved. This copyrighted material may not be re-published without permission. Links are encouraged.


text:
Authority: Office of the Provost
Wright State University is committed to maintaining pay levels that are competitive in the marketplace, are in compliance with all applicable laws and regulations, and are internally equitable. All staff will be compensated without regard to race, color, religion, sex, sexual orientation, national origin, age, disability, or veteran status. Human Resources is responsible for policy administration of a uniform salary administration program by providing guidance to supervisors, employees and departments in its use.
Salary Administration Responsibilities
Developing the staff salary administration plan is a responsibility of Human Resources, but the effective application of the plan is a responsibility shared by all University administrators, managers and supervisors.
Human Resources:
Human Resources is charged with the overall responsibility for the design and maintenance of the compensation plan. Specific Human Resources administrative responsibilities include:
- Conducting periodic market salary analysis;
- Reviewing and approving personnel transactions in accordance with university policies and procedures;
- Staying current on and monitoring compliance with related state and federal laws and regulations including the Fair Labor Standards Act and minimum wage legislation.
- Conducting position audits and resulting classification assignments;
- Determining new position classification/salary band assignments;
- Providing specific guidelines for setting individual salaries for new positions;
- Administering a classification review process; and
- Serving as the informational resource to the university community on salary administration and compensation issues.
Department Manager/Supervisor:
The department manager/supervisor is responsible for administering the salary administration plan in his/her area. Specific administrative responsibilities include:
- Understanding salary administration policies and procedures;
- Communicating salary administration processes to employees;
- Administering the plan in compliance with University rules and regulations; and
- Keeping Human Resources and Budget Planning and Resource Analysis informed in a timely fashion of any contemplated change or reorganization which may have an impact on classification matters and/or funding sources.
Budget Planning and Resource Analysis:
Budget Planning and Resource Analysis is responsible for ensuring that the funding of positions and applicable compensation are in compliance with University budget principles. Specific administrative responsibilities include:
- Maintaining the University's position control database within the Banner system;
- Reviewing the financial impact of all employee position changes; and
- Reporting on and the distribution of position and compensation funding.
Full-Time and Part-time Unclassified Exempt Employment
It is the practice of the university that exempt employees, as defined by the Fair Labor Standards Act (FLSA), are paid on a salary basis. The employees are paid on a monthly pay cycle; therefore the pay period salary amount is determined by dividing the annual salary amount by 12 pays. The FLSA minimum salary for any exempt staff member is $23,660.00.
Exempt part-time salaries will be calculated as a percent of the full-time salary for the position. The adjusted annual salary will be divided by 12 and paid on a monthly basis. The FLSA minimum salary for any part-time exempt staff member is $23,660.00 or $455 per week. The rate of pay cannot be adjusted below this minimum for part-time hours or the employee will not retain his or her exempt status.
Reductions to Exempt Employees' Pay (Safe Harbor Rule)
Deductions to salary can only be made in accordance with University policies. Exempt employees who believe that their salaries have been improperly deducted should contact their unit administrator who will work with the Office of Human Resources to review the matter. The University will correct the pay of any exempt employee whose pay is found to have been improperly reduced.
An employee may retain his or her exempt, salaried status if the University makes a good-faith effort to comply with provisions of the Fair Labor Standards Act (FLSA) Safe Harbor Rule by: having a clearly communicated policy that prohibits improper deductions; having a complaint mechanism; reimbursing employees for improper deductions; and making a good-faith commitment to comply in the future.
Full-Time and Part-time Non-Exempt Employment
It is the practice of the university that nonexempt employees, as defined by the FLSA, are paid on an hourly basis. The employees are paid on a two week pay cycle (26 pays a year). The amount of pay an employee will receive for each pay cycle is determined by taking the hourly rate of pay and multiplying it by the number of hours worked during each week of the pay cycle. If the employee works less than 40 hours in a week and has exhausted his or her sick and vacation accrual, the employee's pay will be lowered by the number of hours he or she worked under 40 hours for that week. If the employee works over 40 hours in a week, all hours work over 40 will be paid as overtime. Employees cannot volunteer to work without pay (either on the premises or at home), nor can supervisors require or allow employees to work without pay.
Overtime Pay and Compensatory Time
Non-exempt (hourly) employees are eligible for overtime for all hours worked over forty on active pay status in a calendar week. All overtime must be approved in advance by the supervisor and then reported on the time card for the period in which it was earned. Active pay status includes sick leave, vacation leave, holiday pay, compensatory time, and hours worked. Overtime is paid at one and one-half times the hourly rate of pay for each hour of overtime worked.
Classified staff only can choose to receive compensatory time off instead of overtime pay. Compensatory time is granted at one and one-half hours for every hour of overtime worked. Federal and State regulations require that all time worked be paid, or recorded for compensatory time, on the pay date for the pay period in which the overtime was worked. Employees cannot be required to take compensatory time instead of overtime pay.
Determining the Appropriate Level of Compensation
Wright State University believes it is important to consider both internal and external factors as pay decisions are made.
- Compensation Competitiveness (External Market Analysis):
Externally, the relevant labor market(s) will be monitored to determine market movement. The external market consists of other academic institutions and general industry employers with whom the university may compete for employees with relative skills and experience.
- Classification System (Internal Equity):
Internal equity at Wright State is grounded in the establishment and maintenance of a valid job classification structure. All staff positions are assigned to a classification which is determined by the position's content rather than the capabilities of the individual employee. Human Resources is responsible for maintaining the classification system by assigning positions their classifications and by conducting market pricing analysis.
Internal equity however, does not mean everyone in a classification will be paid exactly the same salary. Other factors such as market data, experience, length of employment and performance will cause justifiable variances in individual employee rates of pay.
Starting Salaries for New Employees
New external appointees are hired at the minimum for the position as posted. The minimum pay for a position is set by the Human Resources Compensation in conjunction with the hiring manager. If a department believes that a pay rate of up to 10 percent above the posted minimum is necessary, a request endorsed by the dean or vice president and accompanied by supporting documentation must be presented to Human Resources. The Starting Salary Request form is available in Human Resources and on the department's web site. The documentation requesting the exception may include such information as: difficulty in recruiting for the position; the specialized requirements of the position; and, the candidate's experience, credentials, or other factors.
Human Resources will evaluate the request and forward its decision to the hiring manager. If the dean or vice president disagrees with the decision made by Human Resources, the issue may be presented to the Provost for adjudication. Applicants who do not exceed the minimum requirements posted for a position shall normally not be approved for a pay rate above the minimum. The Provost will communicate the final decision on the request to both the dean or vice president and Human Resources. Any request for starting salary above 110% of the posted minimum must be approved by the Office of the Provost.
Salaries up to 110% of the minimum will be funded from the University Compensation Pool. Any approved increase above 110% will be paid for by the hiring department. The Provost may make an exception to this policy and fund the entire increase from the Compensation Pool.
Position Audits
If the duties and responsibilities of a position have changed by at least 25%, a position audit may be requested by the employee who currently holds the position. All audit requests must be validated by the department/unit head and endorsed by the dean or vice president. The results of the audit will be communicated to the employee, the department/unit head and the dean or vice president. Classified Job Audit forms and Unclassified Position Review forms are available in Human Resources and on the department's web site.
If a position audit results in a reclassification, the employee who currently holds the position will receive a 5 percent increase or an increase to the minimum rate of pay for the position, whichever is greater. Human Resources will determine if the increase is due to external market analysis or by department driven changes to the position. Funding for external market driven changes will be provided by the compensation pool. Funding for internally driven position changes will be funded by the unit/department.
Annual Salary Increases
Recognizing that most staff are meritorious and deserve compensation increases which recognize their accomplishments, the University employs a system that begins with a university-wide salary increase pool and combines across-the board increases with merit increases for effective unclassified and classified staff. Merit awards should reflect real and measurable differences in individual or group performance. Increases should be denied to staff who fail to meet minimum performance standards.
A prorated annual increase may be awarded to employees hired between August 1 of the previous year and April 30 of the current year. The prorated increase amount is obtained by dividing an annual increase amount by twelve and multiplying the result by the number of months the employee has been at the University.
When an employee reaches the maximum of his or her salary range, the employee will be awarded a "lump sum" payment instead of an annual salary increase.
The annual salary increase cycle is dependent upon the University's budget and can be modified or suspended by the University as deemed necessary.
Internal Promotions
Requests for internal promotions are made through submission of appropriate documentation to Human Resources through the PeopleAdmin system by management personnel. An employee who receives an internal promotion will receive an increase to the minimum posted salary or 5% of his or her current salary whichever is greater. If the salary increase is only 5%, then the hiring manager may request to Human Resources for up to 7.5% of the posted minimum rate for this position.
The salary increase awarded to an employee who receives an internal promotion to a vacant position will be funded by the compensation pool. Any promotion awarded to an employee where there is no existing vacant position will be considered a reorganization of that unit/department and will be funded by the requesting unit/department.
An employee who voluntarily applies for and is selected to fill a posted position assigned to a pay level that is higher than their current position could also be considered a promotion.
Voluntary Reassignment/Demotion
When an employee requests, (and the request is approved by the department administrator and Human Resources, to be reassigned to a position in a lower salary band, the employee's annualized salary normally will be decreased by 5% or to the maximum of the lower salary band, whichever is the lower rate of pay.
Involuntary Reassignment/Demotion
When an employee is involuntarily reassigned to a lower position for disciplinary or performance purposes, the employee's annualized salary will be decreased. The employee's annualized salary will be determined by the AVP of Human Resources in consultation with the employee's manager.
When an employee is involuntarily reassigned to a lower level position for administrative purposes resulting from reorganization, the employee's salary will remain the same if within the new salary band or be set at the maximum of the new salary band, whichever is lower.
Special Salary Adjustments for Unclassified Staff
Wright Way Policy 4211 contains information concerning special salary adjustments.
4211.1 Purpose
The purpose of this policy is to establish a university decision-making process for all administrative (unclassified) staff base pay wage adjustments other than the general annual increases. This process includes instituting procedures to ensure that the same decision factors and priorities are consistently applied.
4211.2 Guiding Principles
Requests for special salary adjustments for unclassified positions shall be reviewed and pay adjustments may be made in January, May, and September. In general, wage adjustments for unclassified positions will not be made at any other times.
Any request for a special salary action must be based on one or more of the following reasons:
To react to shifts in the competitive labor market (i.e., hiring salary rate) for a specific position or category of positions that are affected by an inequity, and immediate action is required to retain and recruit qualified staff.
To correct pay compression that occurs when the pay difference between supervisors and their higher-level nonsupervisory subordinates becomes narrowed due to a collective bargaining settlement, similar pay adjustment for nonsupervisory employees, or due to other circumstances.
To correct an internal inequity where two or more positions in different parts of the university have substantially the same duties and responsibilities and require equal skills and effort but have substantially different pay rates.
To provide equitable compensation because of a change in the value of a position resulting from a substantial addition of more complex duties or significant expansion of responsibilities that do not constitute a promotion of the incumbent. The mere assignment of new or additional duties to an existing position is not a sufficient basis for a wage adjustment. Rather, the fundamental purpose and value of the position must be altered.
The university will establish an annual budget for special salary wage adjustments.
This process is not intended to restrict or limit the right of managers under current university policy and practices to make internal promotions of unclassified staff. An internal promotion that is not subject to this policy must meet all of the following criteria:
The promotional position is a vacant, budgeted position that is within the same department and that has been filled within the last year, and it is not a new position that is being created or shaped for the individual who is being promoted.
The person being promoted has all of the qualifications that are typical requirements or expectations for individuals who hold comparable positions within this field, both internally and externally. These qualifications generally will be specified within the position description.
If the internal promotion does not satisfy the criteria in paragraph d) above, a new position must be established in accordance with Department of Human Resources procedures. A salary adjustment shall be determined in accordance with this policy.
4211.3 Implementation Guidelines
Special salary adjustment requests for unclassified staff will be evaluated three times a year, generally in January, May, and September.
A manager who has supervisory responsibility for the position shall submit a completed Request for Special Salary Adjustment form to his/her dean or vice president. If a request is approved for further consideration, the Request for Special Salary Adjustment form shall be sent to the Department of Human Resources. An employee cannot request a salary adjustment for himself/herself.
The Department of Human Resources must receive the completed form and any additional information that supports a request not later than April 1 to ensure consideration in May, no later than August 1 to ensure consideration for September, or no later than December 1 to ensure consideration in January. The Request for Special Salary Adjustment form is available in the Department of Human Resources and on the department's web site at http://www.wright.edu/admin/humres/.
Staff in the Department of Human Resources shall communicate with appropriate departmental management to clearly identify significant changes in the position or other pay related issues.
If the justification for the request is internal or external equity with other positions, staff in the Department of Human Resources shall research and provide salary data for comparable external and university positions. A position is considered to be equal to external market rate if it is being compensated within 90 percent of the designated external market rate.
Approved special salary actions are not retroactive. They will be effective either January 1, May 1 or September 1.
Special salary action pay adjustments generally shall not exceed 10 percent of the employee's current base salary, unless there is substantiation of extenuating circumstances that justify a larger increase. Funding for market driven equity adjustments will be provided by the compensation pool. All special salary adjustments for grant funded research positions will be funded 100% by the grant. Funding for all other special salary adjustments will be funded 50% by the unit/department and 50% by the compensation pool.
Unless there are uncommon justifying reasons, managers must wait at least one year before submitting another special salary adjustment for the same, or essentially the same, position.
The Assistant Vice President of Human Resources and the Office of the Provost shall jointly have final decision making authority for all special salary action pay adjustments.
4211.4 Special Salary Adjustment for Contract Research Employees
When a perceived inequity in compensation exists, the principal investigator or supervisor shall forward appropriate documentation to the Department of Human Resources for review. If the Department of Human Resources agrees that in inequity exists, the documentation will be sent to the Vice President for Research and Graduate Studies for final approval. If disapproved, the recommendation will be returned to the college/school dean.
All salary increases for contract research employees will be funded by the grant and/or the department/unit. Only with the approval of the Provost will any costs be covered by other university funds.
4211.5 Exceptions
The process set forth in this policy is intended to apply to all wage increases for administrative (unclassified) staff, except the general annual increase and internal promotions. However, the university recognizes that there may be an unusual exception when it is in the best interest of the university to make an individual wage adjustment such as to retain a valued employee who has received another employment offer. The Provost must approve all such requests.
Classification Titles and Working Titles
A classification title is assigned by Human Resources to a position when it is evaluated and placed in the classification structure. The classification title will be the official title used by Human Resources.
Unclassified positions may also be assigned a working title. A working title is a descriptive and informative designation in addition to, or exclusive of, the position's classification title. Working titles allow individuals both inside and outside the organization to accurately identify what a specific person's role is in the organization. Working titles can be used in the unit, in general communication, on business cards and on job postings.
A working title is requested by the department and approved by Human Resources. Working titles are appropriate when the working title: does not misrepresent the job and its authority within the University; does not create a conflict of interest or the appearance of such a conflict; does not conflict with an approved classification title; or if it is needed to meet regulatory standards. In most situations the classification title and the working title should be the same.
Working Out-of-Class (WOOC) Temporary Pay Adjustments
A non-bargaining unit classified or unclassified staff employee who is temporarily assigned to duties of a position with a higher pay range than the employee's assigned pay range is eligible for a temporary pay adjustment, which increases the employee's regular base rate of pay to the greater of:
- the classification salary base rate of pay of the higher level position, or
- five per cent above the employee's regular base rate of pay.
This temporary pay adjustment shall be for a minimum of two weeks and a maximum of one hundred eighty days, except when an extension is approved by the Human Resources.
Authorization Process for Classified and Unclassified Employees:
A Working Out of Classification Authorization form must be submitted prior to the start of the pay period that includes the time worked out of classification. (Electronic copies of the form are available for completion and printing on the HR website.) The Working Out of Classification Authorization form must be completed by the supervisor, approved by the department director, and forwarded to the Compensation area in Human Resources for final authorization. The Compensation staff checks the form to ensure that the duties required of the employee are assigned to the appropriate classification and rate of pay. Then the Working Out of Classification Authorization form is forwarded to the appropriate HR Operations Analyst for input into Banner.
Supervisors and managers may consider time worked out of classification granted unless the Compensation area of Human Resources notifies them otherwise.
New Time Sheet for Hourly Employees:
When the HR Operations Analysts enter the job into Banner for an hourly employee, it causes an additional electronic time sheet to appear in Web Time Entry so that the time worked out of classification can be entered by the employee and approved by the department.
Please note: Time worked out of classification is compensation and is therefore not eligible for compensatory time accrual for classified employees.
Public Accountability Rule for Partial Day Absences
An employee of a public agency who has worked less than 40 hours in the workweek may have his or her pay reduced for absences for personal reasons or because of illness or injury of less than one work-day (partial day) when accrued leave is not used by an employee because:
- Permission for its use has not been sought or has been denied;
- Accrued leave has been exhausted; or
- The employee chooses to use leave without pay.
If an employee has worked less than 40 hour in the week and wishes to avoid a reduction in pay, he or she should use available sick or vacation hours for partial day absences.
Salary Band/Range Movement
If the University determines it necessary to change the minimums, midpoints and maximums of the salary bands/ranges, any employee who falls below the new salary band/range minimum will be adjusted to the new minimum.
Working Partial Pay Periods
An exempt employee will receive only a proportionate share of his/her regular pay in single day increments when beginning or terminating employment during a pay period.
Updated: September 2010


text:
Originally posted by scoopolard:Originally posted by karmakoolkid:
Ya know, MyTie….
"they" say the same fucking bullshit nonsense when the MINIMUM wage is raised.
A hard kick in the nutsack to all those who piss, whine, moan, wail, sob about SHARING this country's great wealth (wealth, by the way, that also IS CREATED BY the working poor) w/ those who have no REAL, SENISBLE health care.
All this crap about Obamacare is just the new bigotry.
Ya can't hate niggers,,,,
ya can't hate faggots,,,
ya can't hate Jews,,,
ya can't hate Pollocks,,,
SO, let's hate those fucking POOR PEOPLE who ought to be pulling themselves up by their own bootstraps. YEAH. They are the cause of all the problems in America. Let's blame them.
Sound familiar?
What are you talking about?
Originally posted by jhco50:
I haven't figured out half his posts, so I just ignore them for the most part.
That this is the the position of the two of you…..surprises me HOW?
And, jake-o is onto something there in the way of an answer when he sez: so I am just ignorant on them for the most part.
Originally posted by Darkruler2005:And THAT pretty much "tells the tale" of why there is soooooo fucking much bullshit in all the excuses//reasons why America can't treat its "lower classes" of citizens decently…..esp. when we are supposed to be Christian in nature AND able to leap tall builings in a single bound.
How is it possible the Netherlands (and other countries) are capable of providing health care for everyone, and the US is too poor for that?


text:
May 9, 2011
Provost John Wright, recommended a plan for phase two of USM's academic reorganization. You can read it here: Reorganization Recommendation. After months of discussions with deans and members of the faculty, the provost recommended a system of voluntary departmental consolidations and a reconfiguration of reassigned time and faculty compensation for administrative work that respects the collective bargaining agreement.


text:
Cliff Grassmick/The Daily Camera
Cliff Grassmick/The Daily Camera
NIWOT � Tad Boyle casually leaned back in his comfortable recliner, taking sips of soda as the NCAA pairings were unveiled on the television screen.
The Colorado coach hardly looked the least bit tense.
Turns out, he�s simply good at masking his emotions.
�I was sweating,� Boyle said.
Not for long, though. The Colorado players assembled in his living room soon erupted in cheers when the Buffs were announced as a No. 10 seed in the NCAA Tournament on Sunday.
That�s quite a change from two years ago, when Boyle hosted a watch party, only to have his team left out of the field.
That somber feeling had the Buffs squirming in their seats until the selection show disclosed their matchup. Colorado will face seventh-seeded Illinois in Austin, Texas, on Friday.
At 21-11 and with four wins over top-25 teams, it was hard to leave Colorado out. But the team had been in this position before, just to feel the sting of disappointment.
Colorado junior forward Andre Roberson almost didn�t show up at the gathering since Boyle�s place was almost a house of horrors to him.
Two years ago, Roberson thought the team definitely was in the field.
�But I was young and new at this, didn�t know the ropes,� said Roberson, who just recently returned to the court after missing time with a viral illness.
This time, he felt cautiously confident.
�We had a lot more success this season, so I thought for sure we were in,� he said.
But as the selection process dragged on, Roberson�s stomach began to sink.
Conference rival Oregon as a No. 12 seed? That couldn�t be good for the Buffs, Roberson thought. UCLA as a No. 6 seed? Again, not good.
�I had flashbacks to two years ago,� Roberson said. �I was really nervous.�
Angst soon turned into elation, though, with Roberson instantly jumping out of his seat to hug Boyle when his team made the field.
�What a great feeling,� said Roberson, who�s from nearby San Antonio and expects a throng of friends and family to make the trip to Austin to watch him play. �I�m glad we weren�t left out.�
The Buffs will return to the court Monday to prepare for Illinois, a team they really don�t know much about just yet.
Here�s a quick glance: The Illini are 22-12 in coach John Groce�s first season after replacing Bruce Weber, who was fired after the team missed the tournament last season. Illinois features explosive guard Brandon Paul, who averages nearly 17 points a game.
�Heck of a player,� Boyle said.
The admiration was mutual.
�They play teams like UCLA day in, day out,� Paul said. �We�re looking forward to the challenge.�
The two teams don�t have much history, meeting just four times with the Illini holding a 3-1 advantage. The last time the two met on the court was Jan. 31, 1987, in Champaign, Ill., with Illinois winning, 69-65.
The winner will face No. 2 seed Miami (27-6) or No. 15 seed Pacific (22-12).
�Quite frankly, I was hoping for a 10- or an 11-seed more than an eight or a nine because there you�re faced with a No. 1 seed,� Boyle said. �I thought certainly if you have a 10- or an 11-seed, your first-round opponent is a little bit better. Your second opponent is still going to be good, obviously Miami is the No. 2 seed, and they won the ACC and the ACC tournament, but you never know what�s going to happen.�
Back in early November, Boyle hardly believed this was a team that could make the NCAA Tournament. Given their youth, he figured they were likely a 15-win squad, maybe 17.
They beat Dayton, a then-ranked Baylor squad and Murray State to win the Charleston Classic to start the season, giving the team loads of confidence.
Along the way, the Buffs knocked off top-25 teams such as Oregon, on the road and at home, and Arizona.
�What happens is you win early, beat some good teams, you start getting greedy. You want a little bit more and a little bit more,� said Boyle, who�s turned in three consecutive 20-win seasons at Colorado. �Once that happens, my expectations, our fans� expectations, everyone�s expectations go up.
�I think this is a great step forward for our program.�
Maybe even putting the program back on the basketball map?
�That�s one thing coach Boyle wanted to do, get this program known nationally and get this respect,� Roberson said. �We�re gaining a lot of respect.�
AP Writer David Mercer in Champaign, Ill., contributed to this report.


text:
We have 2 baskets offically up. They are chainstars.
The original design was an 18 hole championship caliber course with america's only 1,000ft hole (that is what i am told).
I don't know what happened, or who decided it, but it's been down graded to 2 "horseshoe" style holes.
They are both located South West of the dorms. One is by the sidewalk and the other is closer to the pond. The pond basket is quite lower in elevation than the top basket. they are a little over 100ft apart
The groundskeeper and I slipped away from work and "tested" them out. luckily i had a few Wizards in my car.
Hopefully, If students show interest in the 2 baskets, we can make a case for a full 9 or 18 holes.
there is rumor of a modified 9 hole course around the NE pond.


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USA, 2012, 105 Minute Running Time
Genre/Subjects: Drama, Medical/Health, MusicLanguage: English
DIRECTOR: Yaron Zilberman
Producer: Vanessa Coifman, David Faigenblum, Emanuel Michael, Tamar Sela, Mandy Tagger, Yaron ZilbermanEditor: Yuval SharScreenwriter: Seth Grossman, Yaron ZilbermanCinematographer: Frederick ElmesPrincipal Cast: Philip Seymour Hoffman, Christopher Walken, Imogen Poots, Catherine Keener, Mark Ivanir, Wallace Shawn
CLICK HERE for the VIP Opening Night Package!
Actor Mark Ivanir and Director Yaron Zilberman In-Person!
When cellist Peter (Christopher Walken) quietly informs his string-quartet colleagues that he's been diagnosed with Parkinson's disease, dramatic passions rise from within their artistic souls. As this drama that explores musical expression begins, a celebrated Manhattan-based ensemble, the Fugue, is about to embark upon its 26th season. Yaron Zilberman's fiction feature debut follows the four musicians' reactions to the news that the Fugue's future must include a new cellist or possibly see the quartet dissolve. Second violinist Robert (Philip Seymour Hoffman) sees in the impending shakeup a chance to share first chair occasionally. When he suggests the idea, first violinist Daniel (Mark Ivanir) is outraged. Violist Juliette (Catherine Keener), who's shakily married to Robert, finds herself in the middle of this artistic squabble. Their cynical daughter, Alexandra (Imogen Poots), an attractive violinist who studies with Daniel, is also affected. A quarter-century of perceived slights and unspoken resentments come to the fore.
A healthy list of musical trainers groomed the four actors well, producing convincing close-ups of fingerings and string crossings as they play short phrases on screen. The soundtrack and score by Angelo Badalamenti, featuring works by Haydn, Bach and Strauss, segues smoothly into the dramatic action. Beethoven's String Quartet No. 14 in C-sharp minor, opus 131, performed by the Brentano String Quartet here, is David's passionate favorite. Badalamenti and photography director Frederick Elmes are veterans of director David Lynch's work. Set in New York's Upper East Side and Central Park, the film brings Woody Allen's favorite venues to mind.
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Skip to Content
Home > Wellness > Health Library > High-Risk Pregnancy
Your pregnancy is
called high-risk if you or your baby has an increased chance of a health
problem. Many things can put you at high risk. Being called "high-risk" may
sound scary. But it's just a way for doctors to make sure that you get special
attention during your pregnancy. Your doctor will watch you closely during your
pregnancy to find any problems early.
The conditions listed below
put you and your baby at a higher risk for problems, such as slowed growth for
the baby,
preterm labor,
preeclampsia, and problems with the
placenta. But it's important to remember that being at
high risk doesn't mean that you or your baby will have problems.
Your health plan may have its own list of what makes a pregnancy
high-risk. In general, your pregnancy may be high-risk if:
Other health problems can make your pregnancy high-risk.
These include heart valve problems,
sickle cell disease,
lupus, and
rheumatoid arthritis. Talk to your doctor about any
health problems you have.
You will have more visits to the doctor than a woman who does not have a
high-risk pregnancy. You may have more
ultrasound tests to make sure that your baby is
growing well. You will have regular blood pressure checks. And your urine will
be tested to look for protein (a sign of preeclampsia) and urinary tract
Tests for genetic or other problems also may be done,
especially if you are 35 or older or if you had a genetic problem in a past
Your doctor will prescribe any medicine you may need,
such as for diabetes, asthma, or high blood pressure.
Talk to your
doctor about where he or she would like you to give birth. Your doctor may want
you to have your baby in a hospital that offers special care for women and
babies who may have problems.
If your doctor thinks that your
health or your baby's health is at risk, you may need to have the baby
Some women will see a doctor who has extra training in
high-risk pregnancies. These doctors are called maternal-fetal specialists, or
perinatologists. You may see this doctor and your
regular doctor. Or the specialist may be your doctor throughout your pregnancy.
You can help yourself and your baby be as healthy as possible:
Your doctor may ask you to keep track of how much your
baby moves every day.
Like any
pregnant woman, you need to watch for any signs of problems. This doesn't mean
that you will have any problems. But if you have any of these symptoms, it's
important to get care quickly.
Call 911 or other emergency services right away if you think you need emergency care. For example,
call if:
Call your doctor now or seek
medical care right away if:
Other Works Consulted
Mehta SH, Sokol RJ (2007). Methods of assessment for pregnancy at risk. In AH DeCherney et al., eds., Current Diagnosis and Treatment: Obstetrics and Gynecology, 10th ed., pp. 249–258. New York: McGraw-Hill.
National Institute of Child Health and Human Development (2012). High-Risk Pregnancy. Available online: http://www.nichd.nih.gov/health/topics/high_risk_pregnancy.cfm.
Seely EW, Ecker J (2008). Medical complications in pregnancy. In EG Nable, ed., ACP Medicine, section 16, chap. 9. Hamilton, ON: BC Decker.
U.S. Preventive Services Task Force (2009). Folic acid to prevent neural tube defects. Available online: http://www.uspreventiveservicestaskforce.org/uspstf/uspsnrfol.htm.
ByHealthwise StaffPrimary Medical ReviewerSarah Marshall, MD - Family MedicineSpecialist Medical ReviewerKirtly Jones, MD - Obstetrics and Gynecology
Current as ofMay 22, 2015
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Medical Review:
Sarah Marshall, MD - Family Medicine & Kirtly Jones, MD - Obstetrics and Gynecology
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