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August 6, 2010
DAIRYLEA COOPERATIVE INC.; DAIRY FARMERS OF AMERICA, INC.; LAND O'LAKES, INC.; MARYLAND AND VIRGINIA MILK PRODUCERS COOPERATIVE ASSOCIATION, INC.; DAIRY MARKETING SERVICES, LLC; AND UPSTATE NIAGRA COOPERATIVE, INC., PETITIONERSv.PENNSYLVANIA MILK MARKETING BOARD, RESPONDENTEDWARD G. RENDELL, GOVERNOR OF THE COMMONWEALTH OF PENNSYLVANIA AND DENNIS C. WOLFF, SECRETARY OF AGRICULTURE OF THE COMMONWEALTH OF PENNSYLVANIA, PETITIONERSv.PENNSYLVANIA MILK MARKETING BOARD, RESPONDENT
Argued: March 17, 2010
BEFORE: HONORABLE BONNIE BRIGANCE LEADBETTER, President Judge, HONORABLE BERNARD L. McGINLEY, Judge, HONORABLE ROBERT SIMPSON, Judge, HONORABLE P. KEVIN BROBSON, Judge, HONORABLE PATRICIA A. McCULLOUGH, Judge.
JUDGE McGINLEY
Governor Edward Rendell and Dennis Wolff, Pennsylvania Secretary of Agriculture, the Pennsylvania Farm Bureau and a consortium of dairy cooperatives representing a majority of the dairy farmers in Pennsylvania, including Dairylea, Inc., Dairy Farmers of America, Inc., Dairy Marketing Services, LLC, Land-O'-Lakes, Inc., Maryland and Virginia Milk Producers Cooperative Association, Inc. and Upstate Niagara Cooperative, Inc. (collectively referred to hereinafter as "Petitioners") petition for review from the Adjudication and Order of the Pennsylvania Milk Marketing Board (Board) entered April 1, 2009.
Milk Marketing Law
Section 301 of the Pennsylvania Milk Marketing Law (MML)*fn1 , 31 P.S. §700j-301, vests the Board with the authority and duty to "supervise, investigate and regulate the entire milk industry of this Commonwealth.including the establishment of reasonable trade practices, systems of production control and marketing area committees in connection therewith.." The Legislature declared the Board to be an instrumentality of the Commonwealth for the purpose of administering the provisions of the MML and to execute its legislative intent. 31 P.S. §700j-301.
Section 801 of the MML establishes the authority of the Board to hear petitions. It states the Board can "upon its own motion or upon application in writing.alter, revise or amend an official order defining milk marketing areas or fixing prices to be charged or paid for milk.." 31 P.S. §700j-801. Section 801 requires the Board to "base all prices upon all conditions affecting the milk industry in each milk marketing area, including the amount necessary to yield a reasonable return to producers, which return shall not be less than the cost of production and a reasonable profit to the producer. 31 P.S. §700j-801. Section 803 of the MML establishes the Board's authority to fix the prices paid to producers by dealers.*fn2 It states, "[t]he board shall fix, by official order, the minimum prices or a formula for the setting of minimum prices to be paid by milk dealers or handlers to producers for milk or milk components sold or delivered or made available on consignment or otherwise by producers to dealers or handlers." 31 P.S. §700j-803.*fn3
Section 804 of the MML authorizes the Board to fix prices for various grades of milk and for such prices to vary in different markets and may apply to the area where the milk is produced, manufactured or delivered. 31 P.S. §700j-804. Section 806 vests the Board with the authority to "fix by official order, the terms upon which milk dealers shall pay producers and others for milk, may prescribe the method of computing payment therefore, and may prescribe a form of written statement to be sent to producers with each payment." 31 P.S. §700j-806. Finally, Section 808 of the MML states the legislative intent with regard to the Board's authority to price milk produced in Pennsylvania and shipped into another State for ultimate sale. It states it is the "legislative intent that the prices prescribed by the Board for milk produced in this Commonwealth, and sold or delivered...into and ultimate sale in another state, shall not be destructive of the price structure of producers in such other state." 31 P.S. §700j-808.
This controversy concerns the Petitioners' appeal to the Board to fix the price of milk and impose an "over order premium" on milk produced and processed in Pennsylvania and sold to milk dealers in New Jersey.
Over-Order Premium
In Pennsylvania, milk produced, processed and sold within the state receives a premium above the current federal order milk price. If milk is processed or retailed in another state, the producer does not receive the premium.
The term "over-order premium" refers to an amount to be paid by milk dealers to dairy farmers for milk over and above the federally established minimum price. It has been in place since 1988 and is generally reviewed twice annually, and has been adjusted up and down by the Board in response to all conditions affecting the milk industry.
Petitioners' Proposal
On July 6, 2007, the Board was petitioned to extend the scope of its "over-order pricing" regulation to include milk produced on Pennsylvania dairy farms, processed by Pennsylvania milk dealers and sold as packaged Class I fluid milk*fn4 in those adjoining states with a state-mandated premium.*fn5 Specifically, Petitioners sought to impose and collect an "over-order premium" on Pennsylvania produced and processed milk sold to processors, wholesalers and retailers, i.e., dealers, in New Jersey. Petitioners requested that the premium be equal to the Pennsylvania's "fuel adjuster premium," not to exceed the New Jersey fuel adjustment premium.
At the time the Petition was filed, those volumes of milk produced and processed in Pennsylvania and sold in New Jersey were not subject to an over-order premium. The over-order premium was, by regulation, calculated only on milk produced and processed in Pennsylvania and sold in Pennsylvania. If accepted, the proposal would for the first time expand the over-order premium beyond milk produced, processed and sold in Pennsylvania to milk sold outside of Pennsylvania. Petitioners argued that the expansion of the Board's over-order premium was necessary to assure Pennsylvania producers "the cost of production and a reasonable profit to the producer" as required by Section 801 of the MML, 31 P.S. §700j-801. Petitioners contend that dairy farmers were not receiving the cost of production plus a reasonable profit under the Board's current price-fixing scheme. The mandatory premium they proposed, if implemented, would capture and subject substantial additional quantities of Pennsylvania produced milk to mandated premiums. That, in turn, would provide Pennsylvania producers with additional income.
The Petition was opposed by the Pennsylvania Association of Milk Dealers and the Pennsylvania Food Merchants Association ("Milk Dealers"). The Milk Dealers contested the proposal because they believed the proposed premium would have adverse competitive consequences on Pennsylvania milk dealers.
Hearings were held over four days and the Board received testimony from numerous expert and lay witnesses.
Petitioners' Witnesses
Petitioners presented four expert witnesses and one dairy farmer witness. Three expert witnesses, Edward Gallagher (Gallagher), Dennis Schad (Schad) and Michael Evanish (Evanish), opined that dairy farmers in Pennsylvania need more income to maintain their livelihoods and asserted that the Board should adopt the proposed premium to price exports to New Jersey as a means to increase additional income. Petitioners presented extensive evidence of the market conditions which affect Pennsylvania producers, including their current and future costs of production and projections as to the prices they would receive for milk if the proposed over-order premium was not in place.
Gallagher, Vice President of Economics and Risk Management for Dairylea Corporation, testified that dairy farmers are paying significantly more for feed than they were two years ago. Notes of Testimony, March 14, 2008 (N.T., 3/14/08), at 35; Reproduced Record (R.R.) at 428a. Gallagher's testimony summarized world and domestic market pressure and policies which have impacted the dairy industry. N.T., 3/14/08, at 31-34, 39; R.R. at 424a-427a; 432a. He opined that dairy farmers "need to derive additional income to assist them in managing through low milk prices, high production costs and the milk price uncertainty inherent in the global marketplace." N.T., 3/14/08, at 40; R.R. at 433a. Gallagher believed that by expanding the over-order premium to milk sold in New Jersey and increasing milk prices, the Board "can assist in improving dairy farmer income and in reducing the financial risks inherent in dairy farming." N.T., 3/14/08, at 40; R.R. at 433a.
The Board heard testimony from Schad, an expert in agricultural economics and marketing, who tracked the economic conditions of dairy farmers from 1998 to the present. Schad predicted, based on the trends he described, a decrease in milk price levels. N.T., 3/14/08, at 127; R.R. at 520a. He, like Gallagher, opined that the expansion of the over-order premium would guarantee Pennsylvania dairy farmers adequate income.
Evanish, an expert in dairy farm accounting and financial business analysis employed by the Pennsylvania Farm Bureau, testified that the costs of production were rising faster than increases in milk prices. N.T., 3/14/08 at 191-194; R.R. 584a-587a. He opined that the current milk regulations were not meeting the price needs of the average Pennsylvania dairy farmer. N.T., 3/14/08, at 189-190; R.R. at 582a-583a.
Petitioners' final expert was David DeSantis (DeSantis) who was offered as an expert in milk marketing law. DeSantis explained how to calculate the expanded premium and the amount of additional mandatory premium dollars that could be returned to Pennsylvania dairy farmers if the premium was implemented.
Milk Dealers' Witnesses
The Milk Dealers presented the testimony of Todd Rutter (Rutter), President of Dairy Division, Rutter's Dairy, who testified from the perspective of a New Jersey dealer/processor which would be required to pay the additional over-price premium. He explained that competition in the milk industry is to the "tenth and hundredths of a cent per unit." N.T. 3/14/08, at 298; R.R. at 691a. He believed that if he raised his price up a tenth of a cent per gallon to meet the over-price premium, he would lose most of his New Jersey business within 30 days because he would become uncompetitive with other milk sources that do not have to deal with the additional premium. N.T., 3/14/08, at 306; R.R. at 699a. Rutter also candidly explained that he would attempt to circumvent the proposed mandated premium by procuring milk from outside of Pennsylvania which was not subject to the state regulated premiums. N.T., 3/18/08, at 338; R.R. at 731a.
Tom Mullery (Mullery), Vice President of Clover Farms Dairy in Reading, Pennsylvania, similarly testified from the perspective of a dealer/processor that the milk market is extremely competitive with "pricing down to five decimals." Notes of Testimony, March 27, 2008 (N.T., 3/27/08), at 13; R.R. at 749a. He testified that 100% of the milk Clover Farms Dairy purchased is from Pennsylvania with about 50% sold in New Jersey and New York to distributors. He stated that the proposed premium would add five to six cents a gallon increase which he would have to charge his distributors. He would lose business because those distributors could simply buy from another dairy company in New Jersey, Ohio or Maryland not subject to the premium. N.T., 3/27/08, at 35; R.R. at 771a. In fact, he noted that a customer had informed Clover Farms that if the over-order premium went into effect, it would take its volume to a plant other than a Pennsylvania plant because the premium would make Clover Farms uncompetitive. N.T., 3/27/08, at 42; R.R. at 778a. Mullery explained that if that happened, Clover Farms would be forced to lay off farmers and employees.
Carl Herbein (Herbein), testified on behalf of the Milk Dealers as an expert in the area of cost accounting and milk cost accounting. Herbein testified that the proposed over-order premium would not result in any additional revenue to Pennsylvania dairy producers. N.T., 3/27/08, at 221-222; R.R. at 957a-958a. Herbein explained that money "is fungible." N.T., 3/27/08, at 231; R.R. at 967. He stated that Pennsylvania dealers were already paying a "voluntary premium" over and above the Board mandated over-order premium. He explained that "Bulletin 1376" which came into effect in 2005, was issued by the Board as advice to the regulated community regarding how Board Staff would treat payments labeled as "voluntary premiums" for purposes of determining whether minimum producer prices were paid by dealers. Simply stated, payments to producers labeled as some type of voluntary premium would not be included if Board Staff determined a dealer had paid a producer the minimum amount due.
Herbein testified that the level of existing voluntary overpayments could in the future simply be renegotiated or relabeled by milk processors to qualify as the expanded premium so that the expanded premium would have no impact on Pennsylvania producers. In other words, Pennsylvania dealers would decrease voluntary premiums to offset the increase in the expanded premium resulting in no net effect.
Herbein also conducted a study of ten Pennsylvania dealers that sold milk into New Jersey from January 2005 to October 2007. He analyzed product sales data and producer payment information and calculated the amount of additional over-order premium costs that would be incurred by each dealer for each month based on actual sales to New Jersey. N.T., 3/27/08, at 218-222; R.R. at 954a-958. He testified that plants physically located in Pennsylvania could be placed at a competitive disadvantage to plants located in New Jersey because the premium would make Pennsylvania's raw milk costs higher than its New Jersey competitor's. N.T., 3/27/08, at 223-224; R.R. at 959-960.
The Board's Adjudication and Order
On April 1, 2009, the Board issued its Adjudication and Order and indicated that it would not extend the over-order premium to Pennsylvania produced milk processed and sold in New Jersey. Board members were not persuaded that adopting the proposal would benefit for Pennsylvania producers. The Board rejected the Petition and found that "Pennsylvania dealers will either lose New Jersey business due to their increased costs, thus adversely affecting Pennsylvania producers, or adjust existing voluntary premiums so that they can keep their New Jersey business but at the expense of providing any net increase to producer income." Adjudication, April 1, 2009, Finding of Fact (F.F.) No. 66 at 14.
To that end, the Board accepted as credible the testimony of the Milk Dealers' witnesses, noting that the testimony of the milk processors was the only testimony before the Board that provided direct, first-hand experience from those who were actually competing for packaged milk sales to distributors and retailers in New Jersey. The Board also accepted as credible the expert opinion of Herbein.
I. Whether the Board Capriciously Disregarded Evidence of Market Conditions
On appeal*fn6 , Petitioners raise three issues. First, they contend that the Board failed to comply with its statutory mandate to assure a reasonable return to producers and to assure an adequate supply of milk to consumers. They contend the Board "capriciously disregarded" substantial evidence related to the current and projected future market conditions. This testimony, according to Petitioners, conclusively established that Pennsylvania producers have not received a Board mandated price that covered their "cost of production and a reasonable profit" as required by Section 801 of the MML, 31 P.S. §700j-801.
Petitioners argue that despite their uncontradicted evidence that Pennsylvania producers faced rising production costs and price volatility, the Board gave it no weight in its decision when it concluded that implementation of the Petition would likely cause Pennsylvania producers to be in a worse situation because either of two things might happen: (1) dealers may lose New Jersey business, and lay off Pennsylvania producers, and (2) Pennsylvania dealers may adjust voluntary premiums at the expense of providing a net increase to producer income. Petitioners assert that had the Board properly considered the evidence they presented, it could have only resulted in a finding in favor of Petitioners.
This Court has reviewed the voluminous record and the Board's Adjudication and is satisfied that the Board gave equal consideration to the interests of
(1) the producers of milk, (2) the transporters, processors, sellers of dairy products, and (3) the consuming public.
Petitioners suggest that the Board was required to accept their proposal carte blanche without considering the ramifications of the expanded premium on the remaining segments of the dairy industry. Petitioners' evidence focused primarily on conditions affecting only one segment of Pennsylvania's dairy industry, i.e., the milk producers. The Board, in contrast, and in keeping with its statutory duty under the MML, based its decision on all segments of Pennsylvania's dairy industry.
In Finucane v. Pennsylvania Milk Marketing Board, 615 A.2d 936 (Pa. Cmwlth. 1992), this Court observed that Section 801 of the MML, 31 P.S. §700j-801, authorizes the Board to set prices paid to milk producers which will be most beneficial to the public interest, best protect the milk industry of the Commonwealth and insure a sufficient quantity of pure and wholesome milk to the inhabitants of the Commonwealth..The prices set by the Board shall be based upon all conditions affecting the milk industry.
Finucane, 615 A.2d at 937 (Emphasis added). This Court went on to observe that Sections 801 and 803 of the MML vest the Board with broad discretion in setting milk prices and in the method of determining those prices. Id.
Where there is substantial evidence to support an agency's factual findings, and those findings in turn support the conclusions, "it should remain the rare instance in which an appellate court would disturb an adjudication upon capricious disregard." Leon E. Wintermyer, Inc. v. Workers' Compensation Appeal Board (Marlowe), 571 Pa. 189, 203 n. 14, 812 A.2d 478, 487 n. 14 (2002). Specifically, because an agency has great discretion when enforcing its statute, capricious disregard, like abuse of discretion, will be applied only in rare instances where the agency palpably failed to give a proper explanation faced with overwhelming critical evidence. Frog and Switch & Mfg. Co v. Pa. Human Relations Commission, 885 A.2d 655, 667 (Pa. Cmwlth. 2005).
Here, there is nothing in the record and the Adjudication that suggests the Board capriciously disregarded Petitioners' evidence. The Board considered the substantial evidence offered by the Milk Dealers and weighed that evidence against that offered by Petitioners. The Board concluded that despite the market conditions, the Board-mandated over-order premium should not be expanded to include a fuel adjuster based on New Jersey sales because of the threat to Pennsylvania producer markets. It further concluded that the proposed expanded premium would not have the desired effect of benefitting Pennsylvania dairy farmers.
There was substantial credible testimony from Herbein, Rutter, Mullery and other Milk Dealer witnesses to support these findings. For example, Rutter testified credibly about how an additional premium would induce Rutter's Dairy to change its milk purchasing decisions if the premium had the effect the Petitioners intended. Rutter had first-hand experience in the New Jersey market and a firm understanding of his milk supply situation. Rutter explained that the expanded premium would raise his costs and render him uncompetitive in New Jersey. He further explained he could easily substitute Maryland milk for Pennsylvania milk if the premium was implemented so as to maintain his competitiveness. This Court must conclude that the Board properly exercised its judgment and expertise in choosing to believe that this would indeed occur thereby rendering the expanded premium incongruous.
In the end, the Board accorded greater credibility and weight to the Milk Dealers' witnesses than it did to Petitioners' witnesses. There is no indication that the Board rejected or ignored evidence of market conditions. Rather, it is obvious that the Board considered the consequences of the expanded premium on the dairy industry and concluded that it was not a practical or prudent solution and would actually harm the industry. Contrary to Petitioners' arguments, this did not constitute a capricious disregard of evidence, but was simply the Board acting within its expertise and performing its role as factfinder.
Accordingly, Petitioners' first issue is without merit.
II. Whether the Board Erroneously Relied on Less than Substantial Evidence
Next, Petitioners contend that the Board erred when it relied on the Milk Dealers' witnesses whose testimony they describe as subjective in nature, and full of innuendo and conjecture.
Petitioners argue that the opinion of the Milk Dealers' expert witness, Herbein, upon whom the Board relied, was dependent on a misapprehension of material facts and was irrational. Petitioners argue that Herbein failed to include "Board Bulletin 1376" in his analysis which led him to grossly exaggerate the amount of over payments made by the dealers. They contend that the Board abused its discretion in finding his testimony credible and using it to conclude that no additional premiums would actually flow to Pennsylvania producers if the premium was implemented.
Again, the resolution of conflicts in the evidence and determinations as to witness credibility and evidentiary weight were within the exclusive discretion of the agency, as administrative fact finder, and are not matters for this Court. Pennsylvania Game Commission v. Pennsylvania Department of Environmental Resources, 509 A.2d 877 (Pa. Cmwlth), affirmed, 521 Pa. 121, 555 A2d 812 (1984). When, as here, an issue is technical and within the Milk Marketing Board's expertise, this Court will not disturb its finding on appeal as long as the findings are supported by substantial evidence. School District of Philadelphia v. Milk Marketing Board, 683 A.2d 972 (Pa. Cmwlth. 1996).
Here, the Board concluded that it was Petitioners who misapprehended Bulletin 1376 and mistakenly questioned Herbein about Bulletin 1376 retroactively to past payments. The Board noted that Petitioners failed to take into account that voluntary premiums may be changed in the future and that dealers would, in fact, adjust them in response to the imposition of a mandatory expanded premium. According to the Board's interpretation, nothing in Bulletin 1376 prevented a dealer and producer from negotiating existing or new voluntary premiums. In light of Herbein's and Mullery's testimony that, in the face of the desired increase, Pennsylvania dealers would seek to decrease voluntary premiums, this Court believes that the Board's conclusion was reasonable.
Petitioners also argue that the Board erred when it relied on the testimony of Mr. Herbein, Mr. Mullery and Mr. Kinser relating to the "fungible" nature of money and voluntary premiums. The Board found:
The Board finds credible and persuasive Mr. Herbein's testimony that money is fungible and that dealers would react to a mandated New Jersey premium by simply recharacterizing and relabeling existing voluntary overpayments. We note that this testimony is supported by Mr. Mullery's credible and persuasive testimony. The Board also finds credible and persuasive the supporting testimony of Mr. Kinser that Dean had lowered a quality premium while increasing the state mandated premium in such a way that there was no impact on Dean's cost of raw milk. **** Based on the testimony of Mr. Herbein, Mr. Mullery and Mr. Kinser, we believe that dealers will, in compliance with 1376, adjust the existing premiums to comply with whatever over-order is in effect, leading to no net increase in producer payments.
Adjudication, April 1, 2009, F.F. No. 65 at 14 (Emphasis added).
According to Petitioners, the testimony the Board relied on was less than substantial compared to the testimony presented by Petitioners. Their witness, Mr. DeSantis, presented data which showed the historical relationship between mandatory premiums and voluntary or market driven premiums paid by dealers to producers. DeSantis concluded that an increase in mandatory premiums did not result in a corresponding decrease in voluntary or market driven premiums. They argue that this testimony was supported by audited data, studies, historical relationships of mandated and voluntary premium interaction, "real life" proof of mandated and voluntary premium interaction and evidence of existing transportation and raw milk costs of competing milk dealers. Petitioners argue that since no witness challenged this testimony, the Board's disregard of it was error.
The Board's finding that money is "fungible" was based on substantial evidence and did not constitute an abuse of discretion or error of law. Once again, the Milk Dealers' witnesses provided substantial credible testimony regarding the fungible nature of voluntary premium payments. The Board considered this testimony in light of its interpretation of Bulletin 1376, and gave more weight to the Milk Dealers' evidence and reasonably concluded that milk dealers would have an incentive (to stay competitive) to decrease voluntary premiums paid to producers so that dealers' net costs would not increase.
Accordingly, this Court must conclude this issue to be without merit.
III. Whether the Board Applied the Wrong Standard of Proof
Last, Petitioners argue that the Board applied the wrong standard of proof.
Petitioners assert that they met their initial burden, but the Milk Dealers failed to prove their affirmative defenses, specifically, that implementation of the Petition would actually cause them to become uncompetitive or lose business in New Jersey, which in turn would have caused them to lay off Pennsylvania producers. Petitioners contend there was no actual proof that (1) there was a causal connection between the expanded premium and loss of business, or (2) that Pennsylvania dealers could simply circumvent a Board order eliminating or recharacterizing their voluntary premiums, thus resulting in no additional premium payments to Pennsylvania dealers.
As previously stated, a scrutiny of this record reflects that the Board gave equal consideration to the interests of milk producers, dealers, and the consuming public when fixing the price of milk. A review demonstrates that the Board fully discharged its responsibility and evaluated and weighed the evidence when it determined that Petitioners failed to persuade the Board that the expanded premium was appropriate when the impacts on all segments of the dairy industry were considered.
The Board's decision is affirmed.
Judge Leavitt did not participate in the decision in this case.
AND NOW, this 6th day of August, 2010, the Order of the Pennsylvania Milk Marketing Board in the above-captioned case is hereby affirmed.
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Lemony Chicken Salad (With Jell-O!)
Total Time
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A VERY unique recipe that is surprisingly delicious! Best enjoyed outside on a hot summer evening.
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The Best Thing About You Test
Their result for The Best Thing About You Test ...
Courage is your greatest virtue.
Courage, also known as bravery, will and fortitude, is the ability to confront fear, pain, risk, danger, and all that. "Physical courage" is courage in the face of physical pain, hardship, or threat of death, while "moral courage" is the courage to act awesome in the face of opposition, shame, or discouragement. And you? You are remarkable. You demonstrate courage on all fronts. All 7 virtues are a part of you, but your courage runs deepest.
Courageous famous people: Genghis Khan, The Last Starfighter, Martin Luther King, Jr.
Your raw relative scores follow. 0% is low, and 100% is perfect, nearly impossible. Note that I pitted the virtues against each other, so in some way these are relative scores. It's impossible to score high on all of them, and a low score on one is just relatively low compared to the other virtues.
40% Compassion
33% Intelligence
38% Humility
56% Honesty
25% Discipline
71% Courage
50% Passion
Their Analysis (Vertical line = Average)
They scored 40% on Compassion, higher than 35% of your peers.
They scored 33% on Intelligence, higher than 15% of your peers.
They scored 38% on Humility, higher than 25% of your peers.
They scored 56% on Honesty, higher than 40% of your peers.
They scored 25% on Discipline, higher than 25% of your peers.
They scored 71% on Courage, higher than 93% of your peers.
They scored 50% on Passion, higher than 57% of your peers.
All possible test results
Passion is an intense emotion that compels feeling, enthusiasm, or desire for anything, and that often requires action. Get that? Requires action. It's very lik... Read more
Courage, also known as bravery, will and fortitude, is the ability to confront fear, pain, risk, danger, and all that. "P... Read more
Discipline is the act of enduring that which you don't dig ("the shit"), even though you could be doing something else more fun, because the shit is better for you in the long run.... Read more
Honesty is the human quality of communicating and acting truthfully. This includes listening, and any action in the human reperto... Read more
Humility is the defining characteristic of an unpretentious and modest person, someone who does not think that he or she is bette... Read more
Compassion is the most human of the virtues. And you? Your heart has limits far beyond normal levels empathy, and your capacity for feeling the world's pain is boundless.&nbs... Read more
Intelligence (also called intellect) is an umbrella term used to describe a property of the mind that encompasses many related abilities, such as the capacities to... Read more
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This week Odin will be showing you how build Cloud's Fusion Sword from Fina...
Who will come out on top as the best Star Wars character of all time?? Our ...
It's like every other cartoon!
BackFlip Gone Wrong!
Wrong turn!
Don't Panic: You did nothing wrong
What does it feel like to tell people you're wearing a neck brace because o...
How did this happen... booziness.
CREDIT: instagram.com/betasalmon
hmm woman driver or dumb kid
There's supposed to be something wonderful about Tiggers, but whatever that...
In This Picture: Photo of Danica Patrick signing dude's tits
I dont know why it is wrong but apparently we are not supposed to talk abou...
But still oddly funny.
He's not wrong.
This Just Has Got to Go Wrong Somewhere
I have to wonder who took this photo. Maybe an Uncle.
There is no slowing down the amount of stupid in this gallery.
Said mother and father.
Just Wrong


text:
UBS funds arm ponders future of 'cash for access'
UBS Global Asset Management is reviewing its policy of using dealing commissions to pay for corporate access globally, as the European debate over how to pay for investment banking services spreads beyond the region.
The UK Financial Conduct Authority has already banned the use of client commissions to pay for access to company management, and has also thrown its weight behind European proposals - under the revised Markets in Financial Instruments directive – that would put some restrictions on the use of dealing commissions to pay brokers for research.
UBS Asset Management, which oversees assets of Sfr621 billion ($682 billion), is now deciding whether to stop using trading commissions to pay for corporate access across its business globally, according to people familiar with the matter.
A move by such a large investment house would be significant, as asset managers consider how to respond to the regulatory efforts aimed at tackling potential conflicts of interest and improving transparency.
Using dealing commissions for corporate access is still allowed in the US but asset managers in the country have started to take notice of the discussions underway in Europe.
Consultancy Integrity Research Associates published a client note last month on the ripple effects of the moves by UK and European regulators, in which it said: "We have been surprised by reactions from US asset managers… US asset managers are paying attention, and not liking what they are seeing."
Of the few to have responded so far, opinions are divided. T Rowe Price is one US manager that has already said it will only apply new rules to its UK entity.
The recent moves by regulators have forced fund managers to examine their internal compliance systems both in the realm of paying for corporate access and in understanding exactly how much they are spending on research from the sellside.
Earlier this year the FCA said that of 17 fund managers it studied since late 2013, only two had dealing commission policies in place that it deemed satisfactory.
The bigger debate on the use of dealing commissions centres on how research is paid for.
Earlier this week, UK trade body the Investment Management Association spelled out its opposition to European proposals under Mifid II that would restrict the use of commissions to pay for bespoke research.
At the heart of fund managers' fears is what one head of research an independent provider called the "nuclear option"; whereby fund managers would have to pay for research out of their own pockets instead of with client money, a move they argue would be a severe hit to their margins.
The IMA said it planned to host a conference for global regulators and financial firms to gather ideas on potential new payment models for research broadly.
The group warned that major changes in Europe or the UK could create "regulatory arbitrage" that would put the UK at a disadvantage.


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Ron Utah
- Member for
- 4 years 40 weeks
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Recent Comments
|2 days 22 hours ago
|Florida will be good. If we
Florida will be good. If we can beat a veteran, well-coached Florida team, we could easily go 11-1
|2 days 22 hours ago
|Well then we're not winning
Well then we're not winning the B1G, because Speight will be your QB
|4 days 13 hours ago
|AMAZING! Keep it up, Grant.
AMAZING! Keep it up, Grant. Hope to see you on the field soon.
|6 days 12 hours ago
|2016 Post-Spring was ON POINT
Was this your most accurate prediction ever? The only misses would be Speight over JOK and swapping Noah Furbush for someone else who got more PT as we rarely used a third true LB...Kinnel?
|6 days 13 hours ago
Young, hungry, and Harbaugh. That's how I would describe next year's roster. There will be doubters aplenty given the youth of the team, but if we can beat Florida in the season-opener, we could definitely make the playoff. In fact, even if we don't, we could make the playoff by winning out, which I believe is possible.
One thing is certain: for the first time in a decade, we have the athletes to compete with anyone in the country. Between Harbaugh and Brown, my guess is this young roster out-performs and is another borderline playoff team. I would predict 10-2, but if we beat Florida, we could easily be 11-1.
Why so optimistic? Yes, we lose nearly all of our receiving production, but Darboh and Chesson are being replaced with superior athletes that are already superb blockers. Yes, Jake Butt is probably the best Michigan receiving TE of all time, but Wheatley and Asiasi are far better blockers and will improve rapidly in the pass game, with Bunting filling in more TE slot catches. Yes, we're losing 3/5 of an O-Line, but it's an O-Line that was poorly coached for years and has under-performed its talent level--look for that trend to flip next year as Harbaugh's guys start to mature. Yes, the DL is not as deep, but it's still uber-talented and will be in year two of Brown's system. They will find adequate or better back-ups. The LBs? Gedeon was very good, but Bush will be a monster and McCray will be a year better. Peppers? Sure, he is an amazing athlete, but Brown has ALWAYS had a great SAM and has plenty of athletes to choose from. You get the point...
We have top-quality coaching, and we will have excellent QB play from day one for the first time since...Henne's last season?
Quite frankly, next year's squad reminds me a lot of the Ohio State squad the won the MNC. Young, hungry, and coached by some of the best minds in the sport. Oh, and we have MSU and OSU at home. Our toughest road games are at Penn State and at Wisconsin, though I expect Maryland will be much tougher than most would guess. That is still a VERY favorable schedule, even compared to this year. IF Florida is good enough to beat us, I expect they'll win the SEC East, which makes it a quality loss. I seriously doubt we lose more than one conference game next season. Too much talent, too much Harbaugh.
|1 week 14 hours ago
He was a very good CB, pushing Stribling who had an amazing season. He's also a great tackler. Given our youth and the lack of confidence in playing CBs (other than the starters) by the coaching staff this season, I'd say we need him at corner more than we need him at safety.
Kinnel, Hudson, Metellus, Glasgow...we'll find a starting pair from that crew that I think we'll like just fine.
I'm actually not too concerned about ANY position group on defense for next year. In fact, my only concerns are at OL. We have loads of talent everywhere else and the athletes to compete with the Ohio State's of the world.
At CB, we'll have Clark, Watson, Hill, Long, and Washinton in the mix. At LB, we'll have Furbush, Bush, Mbem-Bosse, Jones, Uche, Gil, and Wangler pushing for time.
On the DL, Gary, Winovich, Marshall, Kemp, and a pair of Johnsons will compete at DE while Hurst, Mone, and Dumfour hold down the middle.
Speight is your QB, with Peters backing him up. We have an embarrassment of riches at RB, with Evans, Isaac, Higdon, Johnson, Walker, and Davis all having potential roles, and a true freshman could easily crack the line-up (especially if Najee Harris joins the class).
WR and TE are loaded with inexperienced talent. Drake Harris, Eddie McDoom, Mo Ways, Nate Johnson, Grant Perry, and Kekoa Crawford are ready-to-play WRs, and it looks like another amazing WR haul will be arriving next fall. Asiasi and Wheatley headline the every down TEs, but Bunting, Gentry, Eubanks, and McKeon are all amazing athletes that could find their way onto the field.
And then there's the OL...will Dawson reemerge? Bredeson, Braden, and (hopefully) Cole are locks. Newsome if he can recover. Kugler, JBB and Onwenu are in there, then it's Ulizio, Spanellis, and Runyan. No idea who pans out there. OL is my biggest 2017 worry.
|1 week 6 days ago
|Wow. Those were the worst
Wow. Those were the worst questions at a press conference ever, and that is a very, very low bar to slither under. That was the Battlefield Earth of press conferences.
|2 weeks 1 day ago
|No. Indiana.
No. Indiana.
|3 weeks 2 days ago
|Too cute. We try to outsmart
Too cute. We try to outsmart the defense every play. When you're the better team, it's okay to just beat them. More basic power, traps, and Isolation runs. Fewer trick plays.
|4 weeks 12 hours ago
|That's no M00N...
That's no M00N...
Seriously. We'll never have to put up with offensive ineptitude like that with Harbaugh around.
|4 weeks 12 hours ago
|That's no M00N...
That's no M00N...
|4 weeks 5 days ago
|See my post below
MSU kept trying to use these concepts to beat us, but once Durkin had seen it, our defensive gameplan changed to stop it. So, M reacted.
|4 weeks 5 days ago
|Great defense/coaching
What many people forget about MSU's golden days on defense with Narduzzi was that they often gave up points or big yards on the opponent's first drive. Why? Because most defenses are going to come out using their best, tried and trusted plays. These plays are on tape, they are not a secret. Even UM's bad offenses often had a good first drive against MSU with Hoke.
As Dantonio did against us last weekend, you can use a defense's tendencies against them--for a drive. Once the defense has identified your gimmicks, it's back to who can outsmart and outplay the opponent.
This is where great coaching is so important--Brown and the defense adjusted and, for the most part, shut down MSU's offense for the balance of the game. The old Narduzzi units used to do the same.
While Brown is more crafty than most defensive coordinators and probably varies things more on opening drives, seeing a team move the ball effectively against us in the opening drive is no longer an accurate representation of what we can expect to see for the remainder of the game. Brown will adjust, adapt, and improvise in order to take away the opponent's scheme.
Contrast this with Durkin's approach against OSU last year--the defense showed a new look and had early success. Durkin kept running the same defensive plays, formations, and coverages. OSU adapted, Durkin did not. After early defensive success, Durkin's gameplan was annihilated by a superior opponent (both in terms of talent and scheme).
I don't expect we'll ever see that happen to Brown.
|5 weeks 3 days ago
|Get used to it
These recruits are amazing, and I agree they are a buch of difference makers. This, however, is going to be the norm with Harbaugh. Expect the 2018 class to have the quality (though not the same quantity).
|5 weeks 3 days ago
|Offense is an easy choice, but defense...
The '97 defense was probably better than this year's version, but we'll have to wait and see. It is certainly a much tighter battle than the offenses.
|5 weeks 3 days ago
Missed that and will fix. Thank you!
|5 weeks 4 days ago
|While this game may give us
While this game may give us more trouble than analytics say it should, I am not concerned about our running game against MSU.
For starters, we average about 1.5 YPC more than Wisconsin. We have two RBs in the top ten in YPC in the country. And we run a much larger playbook of runs than the Badgers. Harbuagh, Drevno, Fisch, and Wheatley know MSU's weaknesses. They will do their best to exploit them.
My point is that while Wisconsin also runs a "manball" running game, they are not nearly as good at it and they don't have nearly the same size playbook.
|5 weeks 6 days ago
|Brian Cook - Speaker for the
Brian Cook - Speaker for the Dead
Highest compliment I have ever given (by far my favorite book of all-time) to Brian.
The dead should be treated with the same respect as the living, and honesty is far more valuable than sensitivity.
|6 weeks 1 day ago
|Benjamin may be better than
Benjamin may be better than our three current commits, and I would definitely rank him above Dillon and Taylor. Don't get me wrong--we have three solid players committed, but Benjamin is a very, very good back that I believe could be one the best we've had in years. He gets to top speed extremely quickly, can cut without losing much speed, often breaks the first tackle, and has the vision to find the right hole. Watch his tape. It will change your mind.
|6 weeks 1 day ago
|Yes. Watching yesterday's
|6 weeks 2 days ago
|I would like to see him get
I would like to see him get more carries. Smith is looking slow again and I'm concerned there may be an injury issue. Higdon is our best pure runner, and Evans is probably the runner up.
|6 weeks 4 days ago
|Carol Phillips
While he does not hold-up well consistently against the run, Carol Phillips has 11 TFLs and 4 sacks this season. He deserves a star, and his match-up with JBB is probably our biggest weak point in this game.
Don't get me wrong--this game won't be close--but Phillips is an impact player. My guess is that this game is a more reasonable annihilation, say 45-3.
|6 weeks 5 days ago
|I appreciate the info.
I appreciate the info. Looking forward to seeing Nate tear it up and hopefully Perry and Harris learned their lesson.
|6 weeks 6 days ago
|Don't like it
I think Pelini would be a homerun hire from Purdue's perspective, but I still think it's a bad idea. Why? Because his ceiling at Purdue is bascially Nebraska minus. Whereas he churned-out 9-win seasons at Nebraska, in the B1G East and with a lesser program to sell, his ceiling drops a bit. If Purdue wants to be consistently decent, Pelini is a great hire. If they want to be exciting with a chance at a great year, he's a bad choice.
Purdue is at their best when they do something innovative or different. They should look for a spread-to-pass or triple option coach, IMO. Pelini is not that guy. Bob Stitt* is that guy. Troy Calhoun is that guy. Tim Walsh (Cal Poly) is that guy.
*Stitt is averaging 47 pts/game at Montana this season. The Grizzlies scored 41 points in their only loss, falling to Cal Poly by a single point.
|6 weeks 6 days ago
|My Take
My take so far:
QB - EVEN. Was someone expecting an All-American here? Speight has had a strong start with some hiccups. Most of those hiccups come under pressure, but the occasional errant throw is concerning. All that said, his QBR is high and he has made some great plays. Now we need him to have a jump in performance for the second half of the season.
RB - UP. Hard to see this any other way. Smith is the steady, tackle-breaking monster we thought he was (who is amazing in pass pro); Isaac and Higdon have taken massive steps forward; Evans is a revelation. Our best backfield in over a decade, but still without the game-breaking bell cow Michigan used to have every year.
WR - DOWN. Chesson was supposed to be an All-American. Yes, the opportunties are lacking, but there have also been drops and we haven't seen the same separation we saw last year. Darboh has been pretty damn good, but a couple of drops in there too. So while DOWN is the right answer, that's only because expectations were so high. Still the best group in the B1G.
TE/FB - UP. Jake Butt had a few uncharacteristic drops early, but he's back to himself and I expect his usage to increase against some of the better teams on our remaining schedule. Bunting's injuries are disappointing, but damn, Asiasi is a player. Hill is an exceptional Harbaugh FB and Poggi has made huge strides. Hard not to love this group overall.
OL - EVEN. I don't understand the downvote here. Sure, we lost Newsome, but we weren't even sure he was going to start. That he's been much better than expected is a bonus. His injury hurts, and is the ONLY reason this is EVEN--Kalis, Magnuson, and Braden are all playing their best football. Cole has only been good, instead of the anticipated Rimington-contender. We'll see how LT plays out, but the right side of the line has been dominant, getting Michigan back to being a team that wins most short yardage and goalline battles. About damn time.
Defense preview:
DL - EVEN. Can't get much better than predicted, which is one of the best DLs in school history.
LB - WAY UP. What was supposed to be our biggest liability is one of the best groups on the team. The depth looks spotty, but McCray and Gedeon have been amazing at everything but pass coverage, and Peppers is Peppers.
DB - EVEN. Stribilng is better than expected, Thomas is worse. Everyone else's performance is on target.
Overall, my expectations for this team are up slightly, and I now feel like 12-0 is an expectation instead of a wish.
|7 weeks 4 days ago
|This was one of my all-time
This was one of my all-time favorite OWs. Thank you, BiSB. Some highlights:
|7 weeks 4 days ago
|I thought Kemp had
I thought Kemp had played.
|7 weeks 5 days ago
|1. Ben Gedeon on defense and
1. Ben Gedeon on defense and Karan Higdon on offense.
|8 weeks 1 day ago
|This. There is nothing more
This. There is nothing more disrespectful to an opponent than not playing your best. You can put your worst players in, but you should always play your best.
|8 weeks 5 days ago
|Kicking Game
This ties in with Seth's answer, but when your offense isn't great, FGs become even more important.
The Wisconsin game was not even as close as the score indicates: even an average kicker should make 2/3 of those FG attempts, putting the score at a comfortable, spread-covering 20-7; had 'Sconsin hit that long play Stribling fell down on, it's still 20-14.
So my answer is definitely the FG kicking. Our defense should be able to limit every remaining opponent on our schedule; our offense may need help from our kicker(s) to get points on the board.
This could also be vital in The Game, where a FG could easily decide the outcome.


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Ann Wood has just put the finishing touches on what has become my favorite stuffed animal of all time, Chillingworth the owl. Made from an antique bodice and oozing with character, Chillingworth has, for me, the perfect balance of the sinister and the sublime. Check out all the pictures over at Ann's Blog.
5 comments:
Amazing, I'm loving this! :-)ReplyDelete
Fanie - Me too. I must have this owl. Ann Wood, resistance is futile. You must sell me this owl.:-)ReplyDelete
That is the most awesome stuffed owl I've ever seen. I wonder if she'd do a crow on commission for my husband? He'd dig it.ReplyDelete
Phoenyx - You should ask her. She's very nice. Thanks for the comment!ReplyDelete
Anne Wood creates amazing birds, boats and, well anything she puts her mind to. This sinister owl is one of her best. CheleReplyDelete
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Don't miss out on this beautiful 1 bedroom, 1 bathroom home in heart of Northern Liberties. You'll love living right off of 2nd. which boasts some of the best restaurants the city has to offer. Enter into the first floor where you'll find a beautiful kitchen with butcher block counter tops and stai ess steel appliances including a dishwasher, gas stove, microwave, garbage disposal, and refrigerator. Step outside to your private patio where you can relax or entertain friends. Walk upstairs to the 2nd floor, which has a full bathroom and living space, and continue up to the third level...
where you'll find the bedroom. The property has central air and heat, hardwood floors throughout, and it has a basement with washer dryer. Sorry, no pets.
|Rental Fee
|Property Type
|Single-Family Home
|Not available
|Not available
|Pets Allowed
|Please inquire
|Please inquire
|Direct Link
|Last Updated
|52 days ago
1 Year Lease
Single-family home located at N Hancock St in Philadelphia, PA 19123 has 1 beds, 1 baths and available to rent for $1,650. N Hancock St was listed on RentalSource 91 days ago by Hubert Reese. N Hancock St is in zip code 19123 which is located in Philadelphia, PA. The rental price of $1,650 is 11% lower than the average rental price of $1,866 for homes for rent in 19123 and 2% higher than the average rental price of $1,623 for homes for rent in Philadelphia, PA.Report listing | Visit website
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All information listed is provided by third parties and is deemed reliable, but should be independently verified. Price and specifications are subject to change without notice. RentalSource provides this service without representations or warranties of any kind either expressed or implied.


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Security Blog
News and Press Releases
High-Tech Bridge is proud to announce its fourth consequent qualification for Online Trust Alliance Honor Roll 2015. High-Tech Bridge's web application security testing platform ImmuniWeb® was also involved into the OTA Honor Roll security testing methodology.
High-Tech Bridge is pleased to announce that it has been ranked #65 at Cybersecurity 500, among the Top 100 of the hottest and most innovative cybersecurity companies to watch in 2015 according to Cybersecurity Ventures.
New security seal gives consumers confidence that websites have been manually tested for most complex vulnerabilities in accordance to industry standards and best-practices
At a prestigious award ceremony in San Francisco, ImmuniWeb® was named bronze award winner in 2 categories of the Info Security Products Guide 2015.
High-Tech Bridge and Telecom Luxembourg are pleased to announce a new strategic partnership to deliver on-demand web application penetration testing to Telecom Luxembourg customers via High-Tech Bridge's award-winning product ImmuniWeb®.
Frost & Sullivan publishes new Market Insight identifying hybrid web application security testing SaaS, led by ImmuniWeb®, as an emerging growth market.
High-Tech Bridge is glad to announce ImmuniWeb® Partner Program that enables various companies worldwide to add ImmuniWeb® on-demand web application penetration testing service to their information security portfolios.
We are very excited to announce that ImmuniWeb® is a finalist in the Info Security Products Guide 2015 Global Excellence Awards in two categories - "Best Security Service" and "Vulnerability Assessment, Remediation and Management" among such products as Nessus, Tripwire IP360, and Retina CS Enterprise Vulnerability Management.
High-Tech Bridge is pleased to announce that our on-demand web penetration testing service ImmuniWeb® now enables multi-user access to manage penetration testing projects via ImmuniWeb Portal.
As a result of the success of ImmuniWeb SMB, we are announcing three new product categories to help organisations of all size to accurately discover and quickly remediate all types of web application vulnerabilities.


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Interesting article. I am in constant conflict over sunscreens and whether it's safer long-term to use them or not. I read everything I can (from both sides) but am still not sure which side to bet on.
BTW, "slip, slop, slap" is the name of an Australian health campaign, not coined by the American Cancer Society! http://en.wikipedia.org/wiki/Slip-Slop-Slap
Here's the big picture: 77 percent of Americans and 97 percent of Canadians are vitamin D deficient today according to the government's own data in both countries. There is no doubt that misuse (and by misuse I mean over-use) of chemical sunscreen is the reason most of us do not get the vitamin D we need.
Chemical sunscreen should ONLY be used to prevent sunburn when sunburn is possible. Any group recommending it for daily usage is misbranding the product. That's because research does not show that sunscreen prevents skin cancer -- it simply prevents sunburn which may be a risk factor for skin cancer but we really don't know.
Consider: More studies show that sunscreen users have a greater risk of melanoma as compared to non-users. There are lots of theories why this could be, but they are really just theories.
Now consider: Sunscreen companies are not allowed to advertise that their product prevents skin cancer. That would be an FTC violation, since the product is only approved to prevent sunburn.
So since sunscreen companies cannot advertise that their products prevent skin cancer, they pay third-party groups (like the Skin Cancer FOundation, which the suncreen industry created with its own money) millions of dollars annually in grants and endorsement fees to make that statement for them.
Bottom line: There are billions of dollars made telling people to avoid sun exposure and to over-use chemical sunscreen products. And this message is the undeniable cause of vitamin D deficiency in North America today.
If the companies that sold sunscreen instead had a patent on "sunshine" and could sell that to you the marketing message created by these pharmaceutical giants would be 180 degrees different: We would be celebrating the miracles provided to us everyday by UV exposure from the sun. And avoiding sunburn and overexposure - as opposed to messages telling us to wear unnatural, toxic chemicals on our skin every day - would be mainstream.
I'm betting on using sunscreen as being the way to go - even if it does prove to have some negative aspects, there's no denying it prevents against wrinkles, and that's all I need to know! I use zinc oxide and mexoryl-based sunscreens, and ones that are oxybenzone-free. And basically I stay out of the sun as much as possible! Given that I rarely go in the sun and most people are deficient in vitamin D, I was shocked when I had my vitamin D levels checked and they were perfect.


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Cost Versus Value 2015
The "Cost versus Value 2015″ report is out, and it shows which home improvement projects make money and which don't.Read More
The "Cost versus Value 2015″ report is out, and it shows which home improvement projects make money and which don't.Read More
Neil Kelly Design Consultant Suzie Atkin shares her secrets for landing a spot on Professional Remodelers "40 Under 40″ list for 2014.Read More
You guessed it: Neil Kelly's "Kitchens! Kitchens! Kitchens!" event is all about…bathrooms! Okay, kidding–it's about kitchens.Read More
This Lake Oswego project highlights the need to home design that's trend-setting, not just trendy.Read More
Shelly was trapped. She is a gourmet cook who was trapped inside her own, non-gourmet kitchen design. There seemed to be no room to move. Another contractor had already looked at the wall between Shelly's kitchen and hallway—and he concluded it was load-bearing. That means the interior wall was holding up the roof—it was not […]Read More
Kitchen cabinets are usually the first target of a kitchen remodeling project, and for good reason: In many cases the cabinet styles were so faddish (remember—a fad is not a trend) that they are stylistically out of date. And in other cases the kitchen cabinets were so cheaply built they're simply falling apart. But recently […]Read More
What projects are worth doing if you're going to sell your home? The answers in this video.Read More
Custom cabinets made from Oregon Juniper trees are not only beautiful, but they help save the environment and the threatened Sage Grouse as well.Read More
You've likely heard the phrase "jelly side down"; the notion that if a piece of toast was dropped on the floor the majority of the time it would land "jelly side down". Well, now consider how to use this phrase in a television commercial about residential remodeling, and here's what you'll get: The whiz kids […]Read More
The Seattle Home Design Center is now open! Take the video tour.Read More


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This could be recycling, too. When you need to transfer something from a larger bottle to a smaller one, I use an old baby bottle nipple. I cut the hole bigger and in most cases, the larger bottle opening fits in just right. Works every time!
Wow, what a great idea! I'll have to try this. Very resourceful!
Wow! You are so clever! I would have NEVER though of this! I bet this works out wonderfully!
Wow! So simple! Marg from England.
Add your voice! Click below to comment. ThriftyFun is powered by your wisdom!


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Miss Anita took Labor Day off. Did you? A USA Today article reports that 41% of American employers had some staff working on Labor Day. For more interesting statistics on how much Americans work, check out "Labor Day by the Numbers."
Did You Labor on Labor Day?
06 Sep 2016 4 Comments
in Employees
When to Talk Money
30 Aug 2016 1 Comment
in Job Seekers Tags: Asking about salary, compensation, How much job pays, How much money, job interview, Pay rate, salary negotiation, Wages
Dear Anita,
I've learned to investigate potential companies prior to submitting my resume / application, and in doing so sometimes I cannot find out what the company pays. Is it alright to ask during the interview?
Dear "Show Me the Money,"
Salary DOE could mean the job is DOA when you find out it's too little for you to live on. While you may not be able to find out the salary of the exact company to which you are applying, a little research will tell you what the average wage is for the position in your geographic area. Check out sites like Payscale.com (you can search for companies' salary information as well), Salary.com, Glassdoor.com, and Indeed.com's salary search. Knowing the market pay rate for the title beforehand will give you confidence to talk about salary when it does come up.
So now that you're prepared, when do you talk about money?
When you're being recruited.
If you are contacted by a recruiter or hiring manager and have not actually applied for the position yourself, I think it is acceptable to ask (after ascertaining that you are interested in the role), "Before moving forward, may I ask about the salary range? I'd hate to waste everyone's time if it is not in the ballpark."
When they bring it up first.
The hiring company may be the first to bring up the salary. But perhaps not in the full disclosure way you were hoping ("So, we're planning on paying $80,000-$90,000 a year for this position."). It's usually more like, "So, tell me about your salary requirements." Your wage requirements may be requested in the job board posting, on the job application, or at the first interview.
When responding to a job board posting that requests you disclose your salary requirements along with your résumé, be as vague as possible. "I would expect a salary that is in line with the level and responsibilities of the position and my experience. I'm happy to discuss this further once I have a better understanding of the role and job requirements."
On a paper application, leave any past salary fields blank, and write "negotiable" if asked for desired salary. Some online applications won't submit with blank fields, so try using a range. However, you may be forced to enter only one number. (Warning: don't "adjust" any past pay rates upwards as a negotiation tactic; this can backfire when an potential employer calls and verifies past employment data.)
An interviewer may bring up the salary question if you seem to be a good fit (take that as a small win!). You may want to try answering the question with a question: "What is the salary range for this position?" If you don't feel that bold, answer without stating a figure (see job posting response above).
If asked about your salary history, The Interview Guys have a great response: "To be honest, I'm not sure that the salary I made in my last position is relevant with regard to this opportunity. It was a different position with different responsibilities, not to mention with a different company (with their own budgets and salary guidelines). More importantly, I am looking for a job that can compensate me fairly for my skills and experience."
The later the better?
"He who speaks first, loses" is a negotiation adage, but does the principle work when settling salaries? The prevailing view in the hiring world is to wait to discuss salary until later in the game. Multiple interview scenarios are quite common. Some career counselors say don't address salary negotiations until you have an offer on the table. Advice from Ladders, a career resource for $100K+ jobs, likens the initial interview to a first date and recommends not rushing the relationship (and speaking about compensation) until they have "fallen in love" with you and are ready to commit. For highly-paid big-league positions, it makes sense to take your time when tens of thousands of dollars may be on the line. But many in the minor league job pool don't have time to waste!
Before the second interview.
I agree with Liz Ryan, CEO of Human Workplace, who in a Forbes article, recommends getting the salary issue out in the open before the second interview. If you think the first interview is going quite well, but the pay rate has not been broached, use the opportunity when the interviewer asks, "Do you have any questions for me?" Now, this shouldn't be your first question, but after a few thoughtful inquiries on other topics, ask the interview, "Can you outline the compensation for this position?" Note that compensation includes more than just base pay. Typical compensation packages may include health insurance (be clear on how much an employee contributes), retirement plans, and a vacation/sick time/PTO policy. Perks like performance bonuses, gym memberships, or on-site child care could affect the base salary that you require.
What if salary was not brought up – by the interviewer or you – during the initial interview? If you don't get a call-back, the issue is moot; you weren't a good fit whatever the pay rate. But if you do receive that exhilarating request for a second interview, ensure you're not wasting your efforts. "I'm really looking for positions in the $46-$52K range. If that's possible for this role, I'm happy to schedule time for a second interview."
Readers: Tell us about how you have been the first to ask about salary in the interview… and the results.
Do you have a job-related question? Ask Anita.
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The Dreaded Salary Requirement Conundrum
Truth About Salary
Quitters Never Win… or Do They?
The True Cost of Employees
Count the Cost of Working
23 Aug 2016 5 Comments
in Employees Tags: Childcare costs, clothing, Coffee, Cost of working, Daycare rates, Employee expenses, insurance, Meals, retirement, Stay-at-home dad, Stay-at-home mom, Stay-at-home parent, Transportation, Working mother
I am about to go on maternity leave with my first child, and have been checking into day care costs for when I return after 3 months. Wow! What an eye-opener. Quality child care is pricey. I don't know if it will be worth it for me to even return to work. How can I decide?
Dear "Penny Wise,"
First, congratulations on the upcoming birth of your firstborn!
New moms – and every employed person – should be aware of the actual costs of working relative to their income, if only to be mindful of their budgets. A recent CareerBuilder study found the average U.S. worker spends $3,300 annually on work-related expenses.
Childcare: Penny Wise, daycare will be a new expense you haven't had to consider in the past. As you're discovering, quality childcare comes at a price. Of the 29% of the survey participants who had daycare expenses, more than one-third (36%) spend $500+ monthly. According to ChildCare Aware, daycare now costs more than 4 years of in-state college tuition in 31 states! (Working pet owners also spend money on dog walkers or "furbaby" sitters, but much, much less).
Transportation: There's the cost of getting to and from work. The majority of workers (84%) drive to work and almost half of those spend $10-$25 on gas, and 37% spend more than $25 weekly. The CareerBuilder survey didn't take into account an unlimited metro card or other public transportation fares, or a car payment, maintenance expenses, insurance, and parking costs. AAA estimates the average total yearly cost of a minivan – you're getting the official mom-mobile, aren't you? – is $6,482, or 81.2 cents per mile.
Work Attire: Unless your company provides a uniform, most workers foot the bill for their own clothing to wear to work (and it is not tax deductible, unless you have to pay for your own uniform). Most employees in the CareerBuilder survey spend at least $250 a year on job-appropriate clothes and shoes.
Meals & Incidental Expenses: You need to eat whether you are working or not. But restaurant meals and $5 designer coffee drinks add up a lot more quickly than preparing and eating meals at home.
The Cost of Not Working: Parents who want to stay home with their new babies – or other readers wishing to start their own business or just take a sabbatical – should consider the cons of leaving the security of their full-time positions.
Insurance: Even if part of your insurance premium is deducted from your paycheck, your employer makes a major contribution. Check your self-funded rates at www.obamacareplans.com to see if you can avoid the ACA penalty. According to Obamcarefacts.com, the annual fee for not having insurance in 2016 is $695 per adult and $347.50 per child (up to $2,085 for a family), or it's 2.5% of your household income above the tax return filing threshold for your filing status – whichever is greater. You'll pay 1/12 of the total fee for each full month in which a family member went without coverage or an exemption. (Use this ACA penalty calculator to figure the damage after your COBRA coverage expires.)
Retirement Savings. Will you be losing out on your employer's matching contribution to a 401k or other retirement plan? Short-term savings on coffee may not fund your retirement – or your new baby's college education.
Readers: Have you ever calculated the cost of going to work, or staying at home? Share your results below.
Do you have a job-related question? Ask Anita.
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A New Spin on Commuting
The True Cost of Employees
Family Leave Options
Four-Day Work Weeks
Is Telecommuting Right for You and Your Company?
11 Red Flags to Heed Before Accepting That Job
16 Aug 2016 10 Comments
in Job Seekers Tags: Accepting job, Angry boss, Chaos, Disrespectful, Follow-up, HR, interview, Low morale, Personal Development, Red flags, Vague job description, Warning signs
You talk about red flags for companies hiring employees. What about red flags for us job seekers? What should we beware of in a potential boss or company?
Dear Wary Larry,
After last week's post on what hiring managers should avoid, let's turn the tables and outline the warning signs job seekers should steer clear of in a prospective employer.
- Disrespect. A hiring manager who keeps you waiting for 35 minutes without a very good excuse is not offering you the same courtesy you showed when you arrived for your interview on time. If they seem unprepared for the interview, strike two.
- Anger Management Issues. If you overhear your future supervisor castigating a subordinate or rudely yelling at a vendor on a phone call, run, don't walk, to the exit.
- Low Morale. You may me able to sense the stress level when walking through the office, or the demoralized mood may only be apparent when you peruse workplace reviews on Glassdoor or a "rate your boss" website. Online reviews should be taken with a grain of salt, as statistics show that 95% of people who've had a bad experience will tell someone about it, and only 87% will share a good experience.
- Unclear Job Description. The human resource professional conducting the phone pre-interview may not be able to answer "What is a typical day like in this position?" But if your future supervisor is vague, how will you know if you will be a good fit, much less excel in the post?
- Tight-Lipped About Key Criteria. Unless you really do need security clearance to discuss certain aspects of a government job, your potential employer shouldn't deflect questions about success benchmarks, compensation, bonus structure, or benefits. What are they trying to hide?
- Illegal Questioning. You want to work for a company that is up to speed on employment law. Check out my post, 20 Interviewer Questions that Should Not Be Asked, to see the difference between right and wrong ways for interviewers to obtain information.
- Chaotic Environment. The hiring manager's desk doesn't have to look he has OCD, but a disorganized office can indicate a lack of business systems and a helter-skelter approach to such important duties as performance reviews, salary increase and bonus submission, and even day-to-day workflow.
- Immediate Job Offer. While being offered a job on the spot may be good for your ego, don't give an immediate "yes!" It takes an average of 9 days for employers to thoughfully fill open jobs. A desperate employer who hires the first warm body may have a high employee churn rate, and you may not last long.
- No Follow-Up. It's a pet peeve of mine when companies don't acknowledge an application or résumé submission, if only with an auto responder. A company that does not follow-up after you've taken the time to interview is not the type of company you want to work for. A hiring manager who is uncomfortable giving you the news that she's chosen someone else is not a good leader.
- No Opportunity for Growth. Make sure you are satisfied with the answer to your questions, "What kind of person gets promoted in your department?" or "What is a typical career path from this position?" If professional development is not encouraged, you may be headed for a dead-end with this job.
- Doesn't Align with Your Goals. Through no fault of the employer, you may discover after a learning more about the company that its mission statement – or just the open position – doesn't align with your career objectives.
Even if none of these red flags are present but you have a nagging feeling of unease about the opportunity, listen to your gut and decline the position. Your intuition won't steer you wrong.
Readers: Have you experienced these or any other red flags when exploring job opportunities? Tell us about it.
Do you have a job-related question? Ask Anita.
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20 Interviewer Questions NOT to Ask to Stay out of Hot Water
Declining a Job Offer Professionally
Reverse Snooping on Potential Employers
Re-Entering the Workforce after a Hiatus
02 Aug 2016 17 Comments
in Job Seekers Tags: Extended work absence, Freelance, Gap in work experience, Gap year, Gig economy, Housewife, Re-entering workforce, Rejoin workforce, Relaunch career, Returning to work, Stay-at-home dad, Stay-at-home mom, Stay-at-home parent, Work hiatus
I have not worked in over 15 years. I was a stay-at-home housewife and now I find myself unemployed, broke, and hopeless. I don't know what to do. I don't know how or where to start. Anita, can you help me?
As long as you are breathing, there is always hope! Many people exit the workforce for extended periods for reasons ranging from raising children to taking care of an elderly parent or life circumstances of all descriptions. It may be difficult, but it's not impossible to get back into the labor pool.
First and foremost, update your skills. Do you know the basics to work in today's office environment? Microsoft Word, Excel, and Outlook are commonly used in many companies. If you possess any accounting aptitude, QuickBooks knowledge is valued by many small- and medium-sized businesses. Brush up on computer programs with classes at your local community college or online at sites like Lynda.com and Skillshare.com.
Have you been a volunteer during the last 15 years? Many skills used in the do-gooder arena are transferable to the workplace (think organizational skills from chairing that charity event, or sales finesse to charm potential owners into adopting a dog from the shelter). Use a functional format when creating your résumé; it won't hide your employment gaps but will focus on your competencies.
Use a cover letter to very quickly explain why you have not worked for a few years, then go on to highlight the skills you have that match the job posting to which you are applying.
As an interim measure or a long-term alternative to a J.O.B., you could join the gig economy. Instead of getting paid by the hour, you can earn money by completing projects or tasks.
If you have talent in bookkeeping, copywriting, data entry, social media, customer service … whatever, advertise your skills on a freelancer site like Upworks.com. You could become a Tasker on Taskrabbit.com, which connects local errand-runners and chore-doers to busy folks willing to pay for someone else to buy their groceries or assemble their latest Ikea purchase. Fiverr.com is an online service where, for a starting price of five bucks, you can offer to do any number of projects, ranging from the expected, like graphic design, to the bizarre (someone will paint a message on his body and video himself dancing in a jungle for $5!). Stay-at-home moms or parental caregivers, even pet owners, can translate their nurturing experience into a gig on Care.com or by word of mouth.
Which brings us to the importance of networking. You may have heard the quote, "It's not what you know, it's who you know." Let everyone – friends, relatives, butchers, bakers, candlestick makers – know that you're looking for work, whether you wish to pursue freelance assignments or a traditional job.
Consider signing up with a temporary staffing agency. By working on assignment in various companies, you'll discover the types of work you like (and those you don't care for). Some temporary positions can even turn into full-time employment.
Readers: How have you successfully re-entered the workforce after an extended absence?
Do you have a job-related question? Ask Anita.
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Gaps in Employment
Functional Format for Résumés
Hiding the Gray on Your Résumé (and Beyond)
Take Advantage of the Outsourcing Trend
Help People Help You Find a Job
Big or Small Company
26 Jul 2016 6 Comments
in Employees Tags: Big company, Double duty, Large company, Overworked, Small business, Small company, Small office
Dear Anita,
A few years ago, I was hired in an accounting role at a small company of about 12-15 employees. I thought the company was poised for growth. As time went by, I was gradually given more responsibility in the HR area, and I'm also the head of the company's culture committee. Problem is, I'm feeling overwhelmed and burned out. I'm putting in hours on the weekend just to stay on top of the emails. I'm considering looking for a new job, but don't want to get into a similar situation in another minor-league business. Should I look for a job in a bigger corporation where I won't have to do the work of two or more people?
Some companies confuse running short-staffed with running lean. Leftover hiring freezes from the Great Recession may need to be reassessed.
You are clearly showing some of U.S. News & World Report's 6 Signs You Have Too Much on Your Plate. Before you resign from your job, schedule a tête-à-tête with your supervisor. Explain the consequences to the company of being understaffed – emails not being returned, late payments due to your workload, whatever it happens to be in your case. Provide suggestions for solutions. Can the company budget for a separate HR person, full- or part-time? Is it possible to hire an assistant? Can you use a temporary worker or a Virtual Assistant (VA)? Perhaps a payrolling service take some of the burden from your shoulders.
Really think through the decision to Stay or Quit. If you do decide to leave your company, make sure you don't jump from a frying pan into – well, another frying pan. Larger companies may (note the italics for emphasis) be more sufficiently staffed than a struggling small business.
Check out reviews for potential employers on Glassdoor.com (granted, this is easier to do for a larger organization than a mom-and-pop shop). Watch for red flag keywords like "crazy hours," "understaffed," "huge workload," "high pressure," and the like. If there a lot of employees who have worked there less than a year before leaving, it could be an indication of a toxic environment.
You may not find much feedback online for local companies. Leverage your LinkedIn 2nd or 3rd degree connections and talk to those in your local network face-to-face (or voice-to-voice on the phone) to see if you can get the inside scoop on what's it's like working for the small-town business that has a job opening.
There are pros and cons to working in a big business versus an entrepreneurial enterprise. A perk of working for a large corporation with deeper pockets is they may offer better salaries and benefits, including more opportunities for personal development – conferences, seminars, or even tuition reimbursement. The bigger the business, the more they can specialize job functions, which would be an improvement over your dual-role situation. (Or would you miss wearing many hats and the diversity of duties that a small or start-up company demands?) The structure of a megacorporation provides the illusion of security, but being part of a massive layoff at a big business can affect your pocketbook just as much as being the last one hired, first one fired at a small firm. There may be more opportunities for lateral or upward movement in a robust larger business.
Coming from a smaller, more nimble company, you may not be ready for the sluggish pace of change in a bureaucratic corporate machine. (It's easier to maneuver a speedboat than a giant cruiseship!) But a company with systems in place could be a refreshing change from a chaotic start-up mentality. If you're a people person and like the your close-knit "dirty dozen" in your small office, you may feel disconnected at a large monolith corporation where you don't know 80% of your coworkers, who may not even be in the same state… or the same country.
Being a big fish in a small company pond means your successes may be more noticeable but, on the flip side, so will your failures. While some small start-ups expect long hours from their employees, mom-and-pop establishments may be more flexible for a better work/life balance; managers in large corporations have to enforce policies more stringently to avoid the appearance of favoritism.
Being given additional tasks you weren't originally hired for can be disheartening, but look on the bright side. You can take your on-the-job HR involvement and translate into as little as a résumé bullet point or as large as a new career path.
Readers: Do you prefer working for a large company or a small business? Why?
Do you have a job-related question? Ask Anita.
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Reverse Snooping on Potential Employers
Saying "No" to Working Late
Tell the Summer Slump to Take a Hike
12 Jul 2016 1 Comment
in Managers / Supervisors Tags: Alfresco, creativity, Doldrums, Job, Outdoors, Productivity, PTO, Retreat, Summer cabin fever, Summer Fridays, Summer slump, Summertime blues, team-building, Vacation envy, work
I manage the marketing team in our corporate office. I'm noticing a summertime strain of cabin fever. My team seems to be lethargic and our meetings are not as productive as usual – the ideas just aren't flowing. Do you have any insight?
Dear "Making Hay While the Sun Shines,"
I can understand this outbreak of summer doldrums in your office. Kids are having fun at camps, emails to coworkers come back with an OOO (Out of Office) auto-reply, and friends are posting sun-drenched travel photos on Facebook. It's enough to turn anyone green with vacation envy.
Back in the 1960s, advertising agencies noticed a decrease in productivity as summer weekends approached. Taking a "why fight it" approach, agencies instituted half-day Summer Fridays between Memorial Day and Labor Day. The practice, which fanned out to other industries, has pros and cons; while an early release Friday may push employees to complete more in four hours, the casual atmosphere could lead to slacking off. If your company can't institute half-day Fridays across the board, encourage your team to take vacation days or PTO to enjoy spending time with family and friends in the glorious weather.
Your "bored" room meetings may be an indicator the team is in a rut. And who would feel inspired in a stagnant conference room? Generally geared for projectors and screens, there's little natural light. Health care tech company Epic Systems headquarters has on its campus a whimsical treehouse employees may use for a stimulating meeting space. The Japanese believe the practice of shinrin-yoku (literally "forest bathing") increases the ability to focus, among other benefits. A study in collaboration with Outward Bound found that after a four-day immersion in nature (and disconnection from technology), creative reasoning and problem-solving improved by 50%. While taking your marketing department on a four-day hike may not be feasible, simply walking your weekly meeting to a nearby park or an alfresco lunch can spur breakthrough thinking. Stanford University studies found walking increases creativity by 81%, 88%, even 100%.
A full-blown fun-in-the-sun team-building event may be the catalyst for your creative team's breakthrough. See my blog post, "Make Team-Building a Picnic," to get your staffers out of the workaday environment and into natural surroundings for a day of productive play. Infusing the event with a tropical theme (Hawaiian shirts, mocktails with umbrellas, and team sand-castle building) may help chase away that summer slump.
Readers: What's your cure for the summertime blues at work?
Do you have a job-related question? Ask Anita.
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Rewards from Retreats
The Importance of Vacations
Four-Day Work Weeks
Make Team-Building a Picnic
What to Wear to Work in Summer
05 Jul 2016 4 Comments
in Employees Tags: Attire, Color, Cooling clothes, Fabric, Heat, Hot weather, Office wear, Performance fabric, Work clothing
Dear Anita,
It's so hot and humid! How can I dress for comfort during summer yet maintain a professional image at work?
Unless you're a lifeguard, you can't get away with wearing beachwear to work. (In fact, that's a good litmus test: "Would I wear this to the beach?" If the answer is yes, don't wear it to work!)
Even though less is more when it comes to summer dressing, don't take it too far. Forgo the panty hose and tights, but make sure you don't show too much leg with a too-short mini skirt. Cropped pants or culottes may give your ankles a breeze while not ruffling feathers in the HR department. Depending on your company's dress code, sandals may be allowed, but flip-flops, in my opinion, are never copacetic for work (that thwack-thwack-thwack is so distracting!).
Bare arms may be acceptable – thanks, Michelle Obama! – but spaghetti straps are not office-appropriate. Be sure to bring a cardigan or blazer so you don't catch a cold when you enter your hermetically-sealed 68-degree air-conditioned office. (Think that's just an old wives' tale? The Wall Street Journal published an article on the effects of going in and out of air conditioning.)
When diving into your closet to select a summer wardrobe, check clothing labels, not for the designer name, but for the fabric content. Breathable fabrics like cotton or linen keep you cooler than synthetic fabrics like nylon which, because they don't absorb moisture well, can leave you feeling clammy in high temps. Seersucker is a cotton fabric woven in a puckered style so it lifts off your skin and allows air to circulate. In that vein, looser-fitting clothes (without looking sloppy) can be more comfortable than bodycon fashions. Opt for an unstructured dress rather than pencil skirt with tucked in blouse, cinched with a leather belt. That's just asking for a sweat-soaked "spare tire." Performance fabrics wick sweat away from your body. The trend started in athletic wear, but you no longer have to look like you're ready for your gym workout. These value-added textiles are going mainstream; you can now find polos and dress shirts made from performance fabrics.
Color matters, too. There's a reason white and light colors are popular in the summer. While black may be slimming, it also absorbs more heat (technically, black absorbs more light which is converted to heat). And there's just something psychological about wearing a fun summer floral that feels more refreshing than drab winter hues.
With these tips, you can avoid cooling yourself Marilyn Monroe-style over a subway grate, like viral Reddit "Cape Man."
Readers: Describe your favorite hot-weather office-appropriate outfit.
Do you have a job-related question? Ask Anita.
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Dress for Success
What's the Tress Code
Summer Job Seeking


text:
Jack Mason Iowa State Legacy Multicard Front Pocket Wallet
Price $40.00
Support your school with this genuine leather wallet. It features your school logo etched in molded metal hardware on the exterior, and an embossed logo on the opposite side card slot.
- 2.75-in. X .5-in. X 3.75-in.
- Contrast stitch trim
- Leather
- Imported
Shipping & Returns
Shipping your purchase is easy on belk.com. Depending on the destination of your package, you can expect it to arrive within 4-7 business days. Shipping Information
Returns are easy on belk.com. Easy returns


text:
Updated Desert Boot
Part of the Dr. Martens Wedge collection, the Nixon is an updated Desert Boot with better lines. In other words, it's not just for men in Texas. Black denim upper, off-white wedge sole, famously indestructible goodyear-welted sole, incredibly lightweight for the sunny seasons. 1/2" heel. Fabric upper, man made sole. Fits true to size. Size US10 (EU 43) insole measures at 10 6/8" inches or 27.5cm. Each half size is 1/4 inch or 1/2cm difference.
A Dr. Martens original.
Men's shoe. Imported.
Please Select
Last Chance
We know you want this shoe bad. Put in your request here and if we get a pair back in, we'll email you. Sometimes we do, sometimes we don't, but at least get on the list and we'll try! Many styles come in whole sizes only, so if you typically wear a half size, be sure to read the fit notes and select the closest size that will work for you.
Don't worry though, we get shipments in all the time. The easiest way to get what you want is to tell us what size and color you're looking for. We'll email you as soon as it is back in stock!
We'll email you if another pair becomes available. Fingers crossed!
Call 800.494.1260 or complete this form to request more information.
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Not sure what size to order? All sizes listed on our site are US sizes. We try on each style for you and record the approximate measurements for every size to help you decide which size to buy (because we love you and want you to be happy with shoes that fit)!
PLEASE NOTE: Fit can vary from style to style and from brand to brand, so please check the measurement we show and read the fit notes in each shoe description. Also, check each shoe description for any US to EUR size conversions that brand might have (see image below).TO FIND YOUR BEST FIT:


text:
Dominika Cibulkova has been telling the French Open site that she would either want Scarlett Johansson or Jessica Alba to play her on the big screen.
In other pointless news.. this is never going to happen!
p.s. Dominika Cibulkova just defeated (1) Victoria Azarenka at the French Open 2012 – 6-2 7-6.


text:
Rick Ross's Mouthwatering Maybach Munchies Thanksgiving Menu
If we could spend Thanksgiving hanging out with any rapper of our choosing, we would immediately select Rick Ross. Do we even have to tell you why?
For starters ... He's The Boss! And he's one of the phattest rappers alive.
But most importantly, the Teflon Don who (unlike God) never forgives, may be the most culinarily inclined MC of all time.
Here is a Thanksgiving Day feast, as prepared by Rick Ross's lyrics.
Upcoming Events
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See also:
-Top Five Phattest Rappers of All Time
-Rick Ross Smokes His Weight in Jamaican Weed: An Extremely Detailed Breakdown
-Rick Ross Becoming a Man, Makes Black Bar Mitzvah Mixtape
-Rick Ross and Mayback Music Group Giving Away Thanksgiving Turkeys in Miami
The Boss loves to talk turkey
Munchies: Turkey Bacon
Jam: "Sixteen"
The Boss Says: "Waking up to turkey bacon and my thick queen"
For breakfast: Ross's weight in bacon strips.
Munchies: Champagne, Rosé, Purple Drank.
Jam: "Hard In The Paint Freestyle," "Aston Martin Music," "Hold Me Back,"
The Boss Says: "Champagne drown a bitch till she gotta pee," 'A lot of quiet time / pink bottles of Rosé," and "Then I start sippin' purple, got my shit screwed"
Immediately following breakfast, get to the booze! We've only listed some of the Don's favorite libations. But we're sure his Turkey Day fiesta comes with, like, casino-level alcohol supply.Next Page
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