text:
Hilarious and Poignant, Tim Urban's presentation at TED is a must-see for the Innovator, Procrastinator, or both!Read More »
TED talk: "I am not a visionary, I'm an engineer" [video]
Linus Torvalds transformed technology twice -- first with Linux, which helps power the Internet, and again with Git, the source code management system used by coders worldwide. In a rare interview with TED's curator, Chris Anderson, Torvalds discusses with remarkable openness the personality traits that prompted his unique philosophy of work, engineering and life.Read More »
Google Introduces the Self-driving Bicycle [video]
This spring, Google is introducing the self-driving bicycle in Amsterdam, the world's premier cycling city. Google wants to "make biking safer, smarter, and easier by applying self-driving technology to biking". Will they?Read More »
TED talk: The Suprising Habits of Original Thinkers [video]
After years of studying the dynamics of success and productivity in the workplace, organizational psychologist Adam Grant discovered a three powerful and unexpected habits of originals — including embracing failure.Read More »
Shape-shifting Tech Will Change The World As We Know It
What will the world look like when we move beyond the keyboard and mouse? Interaction designer Sean Follmer is building a future with machines that bring information to life under your fingers as you work with it. In this talk, check out prototypes for a 3D shape-shifting table, a phone that turns into a wristband, a deformable game controller and more that may change the way we live and work.Read More »
How Simplification is the Key to Change
Why are change and innovation so hard to achieve? It's not why you think. The reality is this: we spend our days drowning in mundane tasks – meetings, emails, reports – often self-created complexities that prevent us from getting to the meaningful work that truly matters. Using simple stories and techniques, Lisa Bodell, CEO of futurethink, shows us...Read More »
How to Design Your Innovation Organization
Practical Advice for the Chief Innovation Officer -- While it's non-negotiable that all innovation organizations should be aligned to business strategy, there are a few models for developing such organizations that provide flexibility for chief innovation officers. Which model is best for you?Read More »
How Do We Democratize Innovation? Hitendra Patel at TEDxSomerville
When it comes to big breakthrough ideas, Hitendra Patel doesn't believe in that one "Eureka" moment. He thinks that all of us have the potential to create new, great ideas and the capacity to make it reality one day. So if everyone has the potential to have great ideas, why aren't we all becoming genius inventors?Read More »
Peeking Behind the Veil of Design
A company in Dubai is asking me to teach a design thinking and innovation course in May of next year, and this was good synchronicity because I came across the video below recently. The design process is often very mysterious to people, and the way that designers pursue the design of a new object is often hard for people to grasp. But the design thinking methodology...Read More »
Do You Agree or Disagree with Samsung's Vision of the Future?
Samsung recently posted a video highlighting their vision of the future and the evolution of the Internet of Things (IoT). Samsung recently posted a video highlighting their vision of the future and the evolution of the Internet of Things (IoT). While certain of the benefits highlighted in Samsung's IOT video might be interesting, I found myself left with more questions than answers, including:Read More »


text:
Is this restaurant good for business meetings?
Is this restaurant appropriate for Kids?
Is this restaurant good for large groups?
Does this restaurant have a full bar?
Is this restaurant good for dining on a budget?
Is this restaurant romantic?
Is this restaurant good for dinner?
Is this an Asian restaurant?
Does this restaurant serve alcohol?
Does this restaurant accept reservations?
Thanks for helping!
Took a chance and stopped here for lunch while we were out and about. We had a good lunch of noodle soup. The service was very friendly with the owner stopping to chat. Would recommend this for a change for lunch.
The inside was clean and the service was speedy. The food was good. I thought the apps were expensive for the small amount you get. The inside looks like a house that was converted. I asked for spicy and my food didn't come out that way. The flavoring was good but would have been better if it was spicier.
Was so disappointed in our family dinner there last night. Food was very average tasting, service slow, and bathrooms dirty! Can only imagine what the kitchen looked like! I am not sure if they have different owners but this was not the food we once savored at Saigon City!
In a charming old home on the Post Road in Old Saybrook, the Vietnamese food is delicious
. Since Thai is available elsewhere I'd like to see more Vietnamese food on the menu although the Thai is very good. Try the Shaking Beef!
My parents had always loved it here and had not been in several years. We went recently and the food was heavily fried and all looked the same except for the shape. The overall quality of the food was just not good. The service was pleasant and we really wanted to like it, but the food was pretty bad.
The food here was just delicious! The taste was very fresh. The service was prompt and very friendly. We went for lunch and had Pad Thai and Stir Fry Wraps. They were some of the best we've had! We will definitely remember this stop next time we visit this town.
We ate dinner here one evening, a table for four. There were two other couples in the restaurant at the time so it wasn't packed nor too busy. Our boys were delighted with their Shirley Temple Cocktails! We'd high expectations, not sure why except that the restaurant had looked lovely from the outside. The food and service were okay -...
The visit started out good. We were seated at a table we requested and had 2 incredible servers making sure we had drinks and set ups. I can't say enough good about our server. She was amazing. The food was okay but not nearly as good as we had around 9 months ago. Chicken appetizers were dry and satay sauce...
Came here for the first time in June with my boyfriend, we had terrific service even though it was busy and my pad Thai was great and his duck entree was yummy. We recommended family members to go, however they returned with different impressions. They said the service was awful and food was just ok. Our first time was so...
My husband and I were pleasantly surprised with this restaurant. The food was very good, the service was friendly and there were lots of great choices. I had the hot and sour soup to start, which was delicious. I got the "small cup" and it was twice as much as I could eat. I ordered the vegetarian pad Thai and...
Own or manage this property? Claim your listing for free to respond to reviews, update your profile and much more.
any take out lunch specials?
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subset: commoncrawl


text:
- 17 Dec 2015
French Lads
French and Euro guys in their 20s through early 40s getting off in dirty sex scenes. Lots of variety of guys and scenarios: outdoor sex, rough sex, and groups. There are 470 videos to streaming and download (with restrictions) on your computer or mobile plus two weekly updates. Heaps of uncut dicks, many nice and large.
- 21 Mar 2016
Dark Cruising
Dark Cruising features mostly European men in nasty, dirty sex with lots of gangbangs, extreme ass play, gloryhole sex, piss play, skinheads, fisting, dungeon play, and heaps of uncut cocks. This 1,530 streaming videos, some of which are also offered for download. Multiple weekly updates.
Editor Pick
- 19 Sep 2014
French Dudes
French Dudes offers horny guys from France in their 20s and 30s sucking, fucking and getting nasty in all kinds of places - condos, dirty basements, locker rooms, in the open air, abandoned buildings, and more. There are 255 exclusive streaming videos, twice a week updates, and lots of uncut cocks.
Trial $1.00
- 8 Jul 2014
Out in Public
Out in Public delivers some of the best - and hottest - public and outdoor gay sex I've seen in any site. The videos and photos are of good quality and can be downloaded. The site usually updates weekly, and members get access to a big network of gay sites.
- 6 Nov 2015
Sneaky Peek
Sneaky Peek offers hot voyeur content of amateur guys in locker rooms, showering, changing in fitting rooms, or even in private homes. There are 632 downloadable videos and 728 pic sets, and the videos are downloadable. There's no update schedule, but the site has grown and made improvements.
Trial $1.00
- 18 Aug 2014
Gay Public Fun
Gay Public Fun offers horny guys sucking and fucking in public places. They're athletic, good-looking and enjoy having sex while there's a risk of being caught. The 216 exclusive videos are downloadable and come with pics, and the site updates weekly. Full members get access to 11 gay reality bonus sites from the Big Daddy network.
- 12 Jul 2016
Backroom Fuckers
Backroom Fuckers is about rough or dirty pig sex in private back rooms, dungeons, and other dark locations. You'll find many jocks, daddies, and more pigs hungry for cock, barebacking, rough action, and cum. There are 97 videos, and the site updates once a week. Some good bonus network sites including a daddy barebacking site.
- 13 Nov 2012
Gloryhole Job
Gloryhole Job offers a cocksucker who waits on his knees in front of a gloryhole. Men enter his apartment, close the door, and slide their cocks through this hole for servicing, they blow their loads, and leave. 128 streaming videos.
Trial $1.95
- 22 Apr 2015
Boys on the Prowl
Boys on the Prowl delivers horny UK guys picking up amateurs on the street and fucking them in the back seat of the van. The site offers good quality downloadable videos and tons of extras for full members. Hot reality porn and plenty of uncut cocks.
Trial $4.00
- 13 Jul 2014
Unglory Hole
Ungloryhole offers straight guys being tricked into getting gloryhole blowjobs in an adult bookstore. The theme and action are hot, the content is exclusive and there are 106 downloadable videos but alas, the site no longer updates. Even so, I think str8 guy fans are going to like what this site has to offer.
- 10 Apr 2015
Gloryhole Boy
Gloryhole Boy features horny amateur guys sucking cock through gloryholes. There are 15 good sized streaming videos with downloadable clips that are compatible with many mobiles. 23 straight and 1 tranny bonus site round out this package. No gay porn stars here - just regular guys who love sucking dick.
Trial $1.00
- 4 Oct 2013
Gay Violations
Guys caught on video getting pranked, nude or having sex in public - car and public blowjobs, sharking, guys jacking their cocks outdoors. With bonus access to a network of seven other gay sites. Site no longer updates, but some network sites do.
- 19 Jun 2014
Boy Gloryhole
Boy Gloryhole features horny Asian twinks servicing a fat uncut black dick thrust through various gloryholes. The site is on the smaller side and seems to have stopped updating, but the very good quality downloadable videos and cute Asian twinks make it worth a visit, although oddly the two most recent updates feature ladyboys.
Trial $1.00
- 23 Sep 2013
Bath House Bait
Bath House Bait puts the focus on hunky, well-built men sucking and fucking at the baths, spas and in the locker room. There are 22 downloadable videos, and while the site doesn't update, full members get access to a good-sized gay porn network with 2 weekly updates.
- 14 May 2014
Project City Bus
Project City Bus lets us watch horny amateur guys sucking and fucking on an actual bus while it drives through the city. The site offers 17 DRM-free videos but does not update; luckily there is an interesting collection of exclusive bonus sites.
- 29 May 2014
Czech Gay Solarium
Czech Gay Solarium offers exclusive videos of amateur guys undressing and lying in tanning beds, stroking their uncut cocks as they tan in 22 voyeur videos. The videos are good quality and downloadable. I like the content, but the site doesn't update; members get access to 2 more Czech site and a nice collection of feeds.


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1) Skills -- Mandatory & desired.
* Demonstrated experience in executing/ leading large scale business process re-engineering projects for Fortune 500 clients in Telecom (Service Providers, Network Operators, HW / SW- Product vendors)
* Proven expertise in successful application of process improvement methodologies viz. Lean, Six Sigma, and CEMM
* Ability to conduct Process Discovery / Improvement workshops for Telecom BSS process areas
* Ability to lead End to End Business Process Analysis/ BPR / BPM Solution Implementation Expertise
* Setup a KPI framework in agreement with the client organization to measure improvements and govern improvement initiatives
* Decompose business objectives to KPIs and subsequently to operational metrics
* Baseline current performance, analyse trends and identify initiatives to impact the KPIs
* Develop business cases for initiatives with target setting and cost vs. benefit analysis
* Understand and improve the processes that impact the agreed set of KPIs
2) Preferred education & work experience.
* Master of Business Administration with an engineering graduate degree in Communications is preferable
* An accomplished academic record with 10+ years of experience in Telecom domain consulting
* Well versed with Lean, Six Sigma, CEMM and/or other process improvement methodologies
* Extensive knowledge of Telecom industry standards (ARIS, eTOM, NGOSS Framework), Systems (OSS, BSS), and Solutions (Unified Communication, Enterprise telephony)
* Expertise on key Telecom Lifecycle Processes
o Product / Service Lifecycle management,
o Operations
CRM (Order to Activation lifecycle)
Service / Resource Management and Operations
Supplier / Partner Relationship Management
Billing & Revenue management
o Revenue assurance, Fraud/ Risk management
* Performance Management (Activity Based Costing, KPI dashboards, Balanced Scorecards)
* Substantial stints in management of improvement projects for Telecoms
Telecom Six Sigma Re-engineering Business Process Re-engineering Process Re-engineering


text:
Having unnecessary fat in numerous locations of your body can have a substantial impact on your health and self-confidence. While traditional weight loss through workout and diet plan is a great method to reduce weight overall, even the best exercises can't target issue locations like the stomach, inner thighs, arms, and buttocks. Liposuction is a time tested treatment that is utilized to eliminate excess fat from particular areas of the body, permitting an individual to shape and contour their body to their taste. Is liposuction right for you? Learn now.
Pros of Liposuction
There are lots of advantages to this cosmetic procedure, including:
• Right away visible changes. Unlike standard weight-loss, liposuction creates changes that are immediately visible in the body. Some distinction is obvious immediately, and the desired results are usually attained in just a few days.
• Proven and safe. This cosmetic treatment has actually been performed by knowledgeable cosmetic surgeons all over the world for many years and the technique has actually been fine-tuned over and again to be safe and effective.
• Healing time is typically quickly. The downtime needed after having this kind of procedure is generally much less than exactly what is needed for other types of cosmetic treatments, consisting of tummy tucks, breast reduction, and more. Individuals who have had the procedure can frequently return to work a lot more quickly than they expected and can return to living a healthy, active lifestyle.
• Weight-loss can be irreversible. With the ideal maintenance strategies, the fat that was eliminated during the liposuction procedure will not return.
• Complete control over your physique. With liposuction, a person can have complete control over how they want to look, beyond exactly what traditional diet and workout can provide. Offering people this power over their bodies enhances self-esteem and assistance people feel their best.
While there are numerous advantages to liposuction, there are naturally a few cautions that must be considered prior to making the decision to move forward with the treatment.
Cons of Liposuction
Prior to having actually liposuction done, it is very important to examine the potential drawbacks of the treatment and identify if the benefits exceed the dangers in your specific case. Your cosmetic surgeon can assist you find out more about the dangers associated with the treatment and can help you decide if progressing is the ideal thing for you.
• Issues with general anesthesia. Since liposuction is performed under general anesthesia, the treatment carries the same threats as other kind of surgical treatment where general anesthesia is used. Underlying medical conditions might increase these dangers.
• Adverse reactions. Bruising, bleeding, and pain are all to be expected, however, in rare cases can trigger more substantial issues.
• The possible to acquire the weight back. After having actually liposuction done, it is important to preserve a healthy diet plan and exercise properly as recommended by your physician. Failure to do so could lead to getting back the weight that was lost or possibly even more.
Although there are dangers associated with liposuction, for lots of people, the advantages far outweigh them. Inform yourself about the procedure by having extensive conversations with your cosmetic surgeon and think about how liposuction has the potential to affect you as a distinct person. Only you and your specialist can determine if liposuction will supply you with the results you are searching for within your expectations.
Laser Liposuction procedure is a new non invasive procedure to loose unwanted bodyfat in Elkhart Lake Wisconsin
Laser liposuction is a more recent, minimally invasive procedure that includes heating the fat cells to melting point and removing the melted fat through a small cannula. The procedure is generally done right in your doctor's workplace and is an excellent alternative for individuals who have less than 500 ml of fat to remove from any one area. Laser liposuction can be a safe, complementary procedure to weight-loss in order to shape the body you have actually constantly desired.
Contact a Surgeon in your Elkhart Lake Wisconsin today.
If you're thinking about liposuction as a weight-loss solution, it is essential that you discuss your desires with a qualified cosmetic surgeon in your area. Your specialist will carry out a complete test and health history survey to determine if liposuction can benefit you and assist you reach your physical and psychological objectives. Call today for an assessment and learn more about how liposuction can assist you achieve the body of your dreams.


text:
Topic: Agency
Norwegian Cruise Line Follows Royal Caribbean Into the Review Circuit
Incumbent Martin is not participating
By Noreen O'Leary on Apr. 7, 2015 - 3:19 PM EDT
Another cruise line account is up for grabs: Norwegian Cruise Line is reviewing its creative and media business, which The Martin Agency has handled since 2011. The assignment spans traditional and…
Benjamin Moore Debuts Its Biggest Ad Campaign Ever
$50 million effort led by The Martin Agency
By Noreen O'Leary on Mar. 24, 2015 - 5:00 PM EDT
Benjamin Moore is launching its most aggressive advertising campaign ever, spending $50 million to differentiate the brand in a commodity category where paint increasingly is just seen as color on…
Ameriprise Gets a New Lead Agency
McCann Erickson Detroit succeeds R/GA
By Andrew McMains on Mar. 24, 2015 - 1:13 PM EDT
Ameriprise Financial has found a new lead agency. McCann Erickson Detroit has beaten three other finalists to land the company's core creative account, with annual media spending of nearly $40 million.…
PHD Continues Exec Reorganization With New Midwest President
Mary Carpenter joins from Mindshare
By Noreen O'Leary on Feb. 6, 2015 - 1:12 PM EST
Mary Carpenter is the new president of PHD Midwest, moving to the Omnicom media network from WPP's Mindshare where she was managing partner of performance marketing. The appointment follows PHD's win…
Indie San Francisco Agency Hires a Former Goodby Silverstein Exec
Harold Sogard is the new president of The Hive
By Noreen O'Leary on Feb. 5, 2015 - 5:05 PM EST
Harold Sogard is back in the Bay Area ad business. The former, long-time ad exec at Goodby Silverstein & Partners is now president of The Hive, a San Francisco creative boutique whose…
Eric Silver Will Close His Agency and Join McCann as North American Creative Chief
Silver + Partners lost biggest client, CarMax, in November
By Noreen O'Leary on Feb. 3, 2015 - 10:03 AM EST
Eric Silver is back in the big leagues, signing on as the new regional chief creative officer of McCann Erickson North America. Silver, who has worked at network agencies like…
After 15 Years With BBH, Johnnie Walker Picks a New Agency
Anomaly wins Diageo's global marquee brand
By Noreen O'Leary on Dec. 18, 2014 - 10:46 AM EST
Diageo has awarded Johnnie Walker, its global marquee creative account, to Anomaly after a pitch that included 15-year incumbent Bartle Bogle Hegarty as well as BBDO, Ogilvy & Mather and…
Cheil Rounds Out Its Portfolio With Iris Deal
Welcomes a retail marketing specialist to the family
By Andrew McMains on Nov. 25, 2014 - 12:30 PM EST
Cheil Worldwide's investment in retail marketing specialist Iris further rounds out the portfolio of agencies that Cheil has amassed in the past five years. Since 2008, the South Korean company has…
After Sputtering in New York, M&C Saatchi Shifts Strategy and Invests in Another Agency
Takes a 33% stake in SS+K
By Andrew McMains on Nov. 18, 2014 - 8:03 AM EST
In taking a one-third stake in SS+K, M&C Saatchi is abandoning efforts to establish its own presence in advertising's biggest city. M&C has tried to start up in New York not once but twice.…
MDC's Assembly Creates and Fills a New Strategic Role
Paul Beck leads research operation
By Noreen O'Leary on Nov. 13, 2014 - 11:06 AM EST
Paul Beck is joining Assembly, the MDC-owned media agency launched earlier this year, in the new role of director, strategic services. Beck was most recently chief operating officer at MDC's social…


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March 16, 1959
EVERSON, APPELLANT,v.ZONING BOARD OF ADJUSTMENT.
Appeal, No. 30, Jan. T., 1959, from order of Court of Common Pleas of Lehigh County, Jan. T., 1957, No. 289, in case of Walter A. Everson, on behalf of Everson Electric Company, v. Zoning Board of Adjustment of the City of Allentown. Order affirmed.
Wallace H. Webster, Jr., with him Snyder, Webster and Worth, for appellant.
Roy A. Reabuck, Assistant City Solicitor, with him George T. Sacks, City Solicitor, for Zoning Board of Adjustment of the City of Allentown, appellee.
Before Jones, C.j., Bell, Musmanno, Jones, Cohen and Mcbride, JJ.
[ 395 Pa. Page 169]
Everson purchased Lots 1118-1126 Union Boulevard in Allentown and erected a large building in 1937 to carry on its business of repairing electric motors, generators, coil manufacturing, etc. In 1941 it constructed a 40' addition; in 1943 it added a basement and an addition of 50' x 60' to its building; and another addition was made in 1945. In 1944 it purchased Lots 860 to 890 on North Kiowa Street which adjoined its property and it erected on these lots a two-car garage and a conduit storage building adjoining the garage.
The City of Allentown adopted a zoning ordinance on March 14, 1948. Everson applied for a 15 foot setback and a variance to erect an addition - 100 feet long, 62 feet wide and 22 feet high - to its present building, contending it was merely an expansion of its non-conforming use. The Zoning Board granted a 5 foot set-back, a variance and the expansion requested but imposed numerous restrictions. The Court of Common Pleas remanded the case to the Board for additional testimony and thereafter reversed in part and sustained in part the restrictions and conditions imposed by the Board.
[ 395 Pa. Page 170]
Everson raises two questions on this appeal. (1) May the Board in granting the expansion of a non-conforming use and set-back variance impose conditions and restrictions: (2) Were the restrictions with respect to off-street parking, paving the entire parking area, and no external storage of materials, if permissible at all, reasonable, proper and lawful?
Everson in its application to enlarge its building stated that it needed a larger building because the work load on heavy equipment had increased.The proposed enlargement of its plant will require hiring additional employees, most of whom drive their own cars. Parking space in the streets adjacent to Everson's plant is limited, and Everson always insisted that if possible its employees should park their cars upon its open lot area. Everson's non-conforming use jutted into a finely developed residential area. The open area of the lot devoted to parking is unpaved, presents an unsightly appearance and in periods of heavy rain, loose dirt and gravel are washed from the lot to the area in front of neighboring residences, and in dry seasons the movement of cars into and from the lot causes clouds of dust.
The pertinent section of the Allentown Zoning Ordinance which provides for the granting of extensions of non-conforming uses is as follows: "Unless otherwise contrary to law, a non-conforming use in existence at the time of the adoption of this ordinance, 1. may be continued subsequently; 2. may be changed to another non-conforming use of the same or of a more restrictive classification; 3. may be reasonably enlarged or extended to provide for natural expansion thereof, to accommodate increased trade, business or industry, provided that such enlargement or extension shall not in any case be detrimental to or tend to alter the character of the neighborhood, and that a permit therefor be granted by the Board of Adjustment."
[ 395 Pa. Page 171]
Section 13 of the Ordinance authorizes the Board to hear and decide special exceptions and variances as follows: "In exercising the above mentioned powers, the Board may reverse or affirm, wholly or partly, or may modify, the order, requirement, decision or determination appealed from, and may make such order, requirement, decision or determination as ought to be made, and, to that end, shall have all the powers of the Zoning Officer."
This latter provision of the Allentown Zoning Ordinance is based upon the identical wording of the enabling section of the Third Class City Code authorizing cities to enact zoning ordinances: 53 PS § 39126.
The power of a Board of Adjustment to impose as a prerequisite to the granting of an extension of a non-conforming use or to the grant of a variance, reasonable conditions, or restrictions or safeguards, is inherent in a Board of Adjustment. This power has been impliedly recognized and approved by the Court in Nicholson v. Zoning Board of Adjustment, 392 Pa. 278, 140 A.2d 604; Freed v. Power, 392 Pa. 195, 139 A.2d 661; Gish v. Exley, 153 Pa. Superior Ct. 653, 34 A.2d 925; Consolidated Cleaning Shops, Inc., 103 Pa. Superior Ct. 66, 157 A. 811; and also in many decisions of lower Courts. See also to the same effect: McQuillin, "Municipal Corporations", Vol. 8, § 25.271.
The Board, in addition to hearing voluminous testimony, twice visited the premises and physically viewed the operation of the plant and surrounding neighborhood. The Board in the face of strenuous objections by neighbors, granted Everson nearly everything he requested in his application for expansion and for a variance. However, the Board did require Everson to landscape and pave the open parking lot with suitable shrubbery to protect neighboring residences from lights, noise, gas fumes, dust and gravel, and because
[ 395 Pa. Page 172]
of the limited parking areas on the streets and the additional vehicles necessitated by an increase in Everson's employees, required a paved (black top) off-street parking area for its employees. We cannot say that it was an abuse of discretion under the facts here present.
The prohibition of external storage of Everson's materials which was made by the Board after additional testimony had been taken, raises a close question. The question in this Court is not what decision we would have made had we been the Board of Adjustment or the lower Court. These cases come to this Court in the nature of a broad certiorari and we examine the record to see whether there is adequate evidence to sustain the findings and whether there has been a manifest abuse of discretion or an error of law: Silverco v. Zoning Board of Adjustment, 379 Pa. 497, 109 A.2d 147; Rolling Green Golf Club Case, 374 Pa. 450, 97 A.2d 523; Nicholson v. Zoning Board of Adjustment, 392 Pa., supra.
Everson testified in general language that he used the open area part of his lot for the storage of materials outside the building, prior to the ordinance. Some of this storage consisted of debris - oil drums and empty crates. The Board apparently found*fn* that Everson's open area usage prior to the ordinance was only cursory and was not vital or necessary and had not been sufficiently established.
Under all the facts, we find no abuse of discretion or error of law. Order affirmed; each party to pay his and its respective costs.
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Medium | Male
Hank - 2 year old male, 56 pounds, available for adoption. He has the most unique coloring and is just gorgeous. He is so and wants to be anywhere people are. He is said to be good with children, loves to play, and loves to follow you. We would always suggest a meet and greet with a potential dog you are considering bringing into your home and your current dog. He is currently in foster care. Please email firstname.lastname@example.com.


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Why settle for staid, subdued fashion accessories when you can be dazzling instead? A pair of orange cuff links from CuffSmart will make your star shine brightly, while exuding warmth and effervescence. Even if your business attire is on the conservative side, bright orange cuff links still allow you to project your unique and vibrant personality.
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C-evo HOWTO: Appendix
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This sub-article of the C-evo HOWTO has information not needed to win the game with no other nations, but is useful for finding and using features in the game that may otherwise be difficult to find.
Diplomacy Edit
To access the window that allows you to make or break treaties and other agreements with other players:
- Click on the picture of a building above the "next turn" button in the lower right corner of the screen and select "nations", or hit "F9", to open up the nations screen.
- Click on the button near top left that looks like three horizontal lines.
- Select the nation you wish to negotiate with.
- When information about that nation comes up, click on the picture of a building in the upper right hand corner of the "nations" window, just below the button marked "X".
Conscripts Edit
Conscripts are a special type of unit. Their main advantage is that they cost less than normal military units. Their main disadvantage is that, unlike normal units, they use food resources.
Some basic points:
- The "conscription" technology is needed to make conscripts.
- Any type of military unit can be conscripted.
- To make the conscripted version of a military unit visible, go to the city management screen to select a unit to build, and shift-click on the unit in question.
- There is a button that looks like a helmet with a spiderweb over it.
- Click it to make the spiderweb disappear.
- Now, leave the city's unit selection screen and re-enter it.
- The conscripted version of the unit will now be on the menu.
Science and resourcesEdit
Certain special resources are visible only when the "Science" technology is available:
Prairie with bauxite: 1 food 3 shields 1 trade Forest with bubble (mineral) 1 food 2 shields 4 trade Jungle with black ebony 1 food 2 shields 4 trade Hills with coal 1 food 2 shields 0 trade Mountains with diamonds 0 food 1 shield 7 trade Swamp with peat 1 food 4 shields 1 trade Tundra with gas 1 food 4 shields 1 trade Desert with oil 0 food 3 shields 1 trade Coast with manganese 1 food 5 shields 3 trade
You can generally pick which tiles are most likely to produce those resources. Study the pattern of existing special resource distribution (the same as in Civ1 and Civ2). Gaps are the likely places.


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decided*fn*: October 3, 1986.
ALTHEA DAVIS, APPELLANTv.STATE UNIVERSITY OF NEW YORK, ANNA BOYLE, DIRECTOR OF NURSING (DOWNSTATE MEDICAL CENTER), AND INDIVIDUALLY, LORRAINE POHUTSKY AND THERESA DELA VEGA, INDIVIDUALLY, APPELLEES
Title VII case for race discrimination in failure to promote and in discharge as retaliation. United States Magistrate John L. Caden's adverse findings in the United States District Court for the Eastern District of New York upheld except as to retaliation motives of supervisor.
Lumbard, Oakes, and Newman, Circuit Judges. Jon O. Newman, Circuit Judge, concurring.
OAKES, Circuit Judge:
Althea Davis, a black nurse, filed a complaint in the United States District Court for the Eastern District of New York in January 1982, charging her employer, Downstate Medical Center of the State University of New York ("DMC"), and certain individuals with racial discrimination in failing to promote her in late 1978. Following her discharge from DMC in April 1982, she amended her complaint to charge that she was isolated at work and eventually discharged in retaliation for bringing the discrimination charges.*fn1 After a five-day bench trial, Magistrate John L. Caden found that Davis failed to prove that defendants discriminated against her in violation of Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e-2, -3 (1982) ("Title VII"), either in not promoting her or in discharging her.*fn2 Specifically, the magistrate found that Davis's employer adequately explained its conclusion that another applicant was more qualified than Davis for the promotion and that Davis failed to show that the selection was racially motivated. He also concluded that DMC articulated several legitimate reasons for discharging appellant, including her inability to work with others and low productivity, and that Davis failed to prove that the termination was linked to her filing of charges of racial discrimination. On appeal, Davis argues that appellees' articulated reasons for not promoting her are unworthy of credence, and that the evidence shows that, as a matter of law, her discharge was retaliatory.
We summarize the facts as found by the magistrate. Davis began her employment for DMC in June 1977. At that time Davis had master's degrees in nursing and nursing education. In 1978 appellee Anna Boyle became the director of nursing services and, as such, Davis's supervisor. In the summer of 1978 the position of associate director of in-service education became vacant. A search committee screened the applicants, but its role was only advisory, the final decision resting with Boyle. The committee consisted of two white women, including defendant Pohutsky, defendant Dela Vega, who is of Philippine origin, and a black woman. After interviewing all the candidates, n.3 [Footnote Omitted] the committee recommended, in order of preference, Karen Sherman, a white woman, Cynthia Mock, and Rafello Aleto, both Asian women. The committee minutes reflect that none of the other candidates were considered "viable" for the position. Boyle interviewed the three recommended candidates and she also interviewed Davis, under the "affirmative action" policy of interviewing all in-house employee-applicants. Boyle then selected Sherman. The committee guidelines called for a master's degree in nursing; Sherman had a master's in education but had done her teaching, assignments, and papers on nursing. Boyle considered the degree to be equivalent to a master's with a clinical nursing major. Sherman's supervisory and in-service experience surpassed appellant's. The magistrate credited Boyle's testimony that she concluded that Sherman's education and experience made her the best qualified candidate.
Following the appointment of Sherman, appellant filed a complaint with DMC's affirmative action officers, who found no "conclusive evidence" of discrimination after an investigation.*fn4 She then filed a race discrimination complaint with the New York State Division of Human Rights ("SDHR"). In January 1980 the SDHR issued a finding of probable cause.
As a result of conflict between Davis and Sherman, her new supervisor, Boyle reassigned Davis in April 1979 to be an instructor in the Department of Medicine, which included a promotion in rank and salary. Conflicts soon developed between appellant and the head nurses concerning line authority and appellant's role. In an attempt to resolve this problem, Boyle assigned Davis to study the relationship between supervisory staff and those outside of line management, such as clinical specialists. After concluding her research in February 1980, Davis told Boyle that the real problem in the Department of Medicine was racial discrimination. Boyle concluded that the problems Davis had experienced were solely due to her personality. At this time, about one month after SDHR's probable cause finding, Boyle began to document conflicts between Davis and hospital staff in appellant's personnel file. She also delayed Davis's return to her former position in the Department of Medicine. In March 1980, Davis filed another complaint with the SDHR charging retaliation for her prior complaint. Appellant continued to supervise two nursing students and devoted substantial time to completing the work of a committee of which she was the chairperson. In October 1980, Davis returned to the Department of Medicine, but in a new role that did not include orienting nurses and that did not require her to interact with supervisory staff. In March 1981, Boyle prepared a performance evaluation of appellant that recommended nonrenewal of her contract because of lack of ability to work with others and low productivity, as well as poor organizational knowledge, adaptability, and judgment. In March 1982, Boyle again recommended nonrenewal of Davis's contract because of poor response to her in-service program and the absence of certification of any nurse attending her collaborative practice programs. Davis was terminated on April 22, 1982.
It is not disputed that Davis made out a prima facie case of race discrimination in the hospital's failure to promote her. See McDonnell Douglas Corp. v. Green, 411 U.S. 792, 802, 36 L. Ed. 2d 668, 93 S. Ct. 1817 (1973). The hospital, however, met its burden of producing a "legitimate, nondiscriminatory reason for the employee's rejection." Id. First, no member of the selection committee recommended appellant for the job; indeed, she was "not considered viable for this position" by the committee. Second, Boyle explained the basis for concluding at the time of her decision that Sherman was the best-qualified candidate. She also adequately explained why she considered Sherman's master's degree in education to be equivalent to a master's in nursing. Finally, the committee, as to which there was no proof of discrimination in its deliberations, recommended Sherman as its first choice. The employer need not prove that the person promoted had superior objective qualifications, or that it made the wisest choice, but only that the reasons for the decision were nondiscriminatory. See Texas Department of Community Affairs v. Burdine, 450 U.S. 248, 258-59, 67 L. Ed. 2d 207, 101 S. Ct. 1089 (1981); Lieberman v. Gant, 630 F.2d 60, 65 (2d Cir. 1980); Powell v. Syracuse University, 580 F.2d 1150, 1156-57 (2d Cir.), cert. denied, 439 U.S. 984, 99 S. Ct. 576, 58 L. Ed. 2d 656 (1978).
After the employer has shown a "legitimate, nondiscriminatory reason" for its action, the employee must demonstrate that the articulated reason is a pretext. See McDonnell Douglas, 411 U.S. at 804. The ultimate burden of persuasion remains at all times with the employee. See Burdine, 450 U.S. at 253. Ultimately, the district court "must decide which party's explanation of the employer's motivation it believes." United States Postal Service Board of Governors v. Aikens, 460 U.S. 711, 716, 75 L. Ed. 2d 403, 103 S. Ct. 1478 (1983). Appellant argues that DMC's stated reasons for failing to promote her are unworthy of credence. The magistrate, however, believed the evidence presented by appellees that Sherman was hired because she was the best candidate. The requirement of Fed. R. Civ. P. 52(a) that factual findings will be set aside only if clearly erroneous and that due regard will be given to the trial court's opportunity to judge the credibility of witnesses applies with equal force to Title VII cases. See, e.g., Martin v. Citibank, 762 F.2d 212, 217 (2d Cir. 1985). Appellant presented no evidence to show that the committee or Ms. Boyle was racially biased. In short, the reasons for hiring Sherman were not so ridden with error that appellees could not have honestly relied upon them. See Lieberman, 630 F.2d at 65. As the magistrate found, the record does not support appellant's contention that the failure to promote her was based, in whole or in part, on racial animus.
Appellant's allegation that appellees discharged her in retaliation for filing the race discrimination charges with the SDHR in violation of section 704(a) of the Civil Rights Act, 42 U.S.C. § 2000e-3(a) (1982), rests on a different footing. A finding of unlawful retaliation is not dependent on the merits of the underlying discrimination complaint. See Sims v. Mme. Paulette Dry Cleaners, 580 F. Supp. 593, 594 (S.D.N.Y. 1984) (citing EEOC v. Kallir, Philips, Ross, Inc., 401 F. Supp. 66, 70 & n.6 (S.D.N.Y. 1975), aff'd without published opinion, 559 F.2d 1203 (2d Cir.), cert. denied, 434 U.S. 920, 54 L. Ed. 2d 277, 98 S. Ct. 395 (1977)). The order of proof in a retaliation case follows the McDonnell Douglas standard. See Grant v. Bethlehem Steel Corp., 622 F.2d 43, 46 (2d Cir. 1980). Title VII is violated if "a retaliatory motive play[ed] a part in the adverse employment actions," id., even if it was not the sole cause. See, e.g., Abel v. Bonfanti, 625 F. Supp. 263, 268 (S.D.N.Y. 1985); Sims, 580 F. Supp. at 596 & n.9. The magistrate properly found that Davis made out a prima facie case of retaliation: Appellant engaged in protected activity, i.e., the filing of the state discrimination charges; appellees were aware of that activity; she suffered adverse employment decisions; and the protected activity was closely followed by adverse actions, such as denial of a merit pay increase and documentation of conflict in appellant's file. See Grant, 622 F.2d at 46; Sims, 580 F. Supp. at 598 & n.23.
Appellees then sought to demonstrate legitimate, non-discriminatory reasons for the discharge. Evidence credited by the magistrate was to the effect that Davis had serious conflict with other nurses in positions of authority. These conflicts resulted in appellant's move to the Department of Medicine in April 1979, her removal from that department in October 1979, and the postponement of her scheduled return in February 1980 until October 1980. The record also supports findings that Davis's work productivity was low, that she did not accept supervision, that she responded to conflict with angry correspondence, often over relatively trivial matters, and that staff nurses responded poorly to appellant's in-service programs.
Once the employer establishes a legitimate, nondiscriminatory motive, the presumption of retaliation drops from the case and the employee must demonstrate that the stated reasons were pretextual. See Burdine, 450 U.S. at 255 & n.10, 256. Again, the trier of fact must ultimately decide which party's explanation of the employer's motivation it believes. Aikens, 460 U.S. at 716. The magistrate explicitly stated that he believed the reasons given by the appellees for the discharge were the true reasons, and rejected appellant's claim that the stated reasons were pretextual.
It is true that the magistrate's opinion does not discuss what at first blush seems a significant admission by Boyle.*fn5 In response to a question on cross-examination as to whether appellant's filing of charges with the SDHR had any impact on what she did in her official capacity, Boyle responded:
A. I can say no or I can comment.
Q. I permit you to comment.
[A.] Then my comment would be that I would not want to de-emphasize the weight of importance or significance of Ms. Davis or anyone filing charges or cases or there being rules or there being schedules. That is terribly important. It was derrogatory [ sic ] on a personal level, on an institutional level, it was a serious problem.
But I insist that my truth is that Ms. Davis was a problem on this subject.
This testimony may be read to suggest that Boyle had retaliatory motives -- personal and institutional -- in her dealings with appellant. The question, of course, is whether these retaliatory motives "play[ed] a part in the adverse employment actions." Grant, 622 F.2d at 46. The magistrate stated that he believed appellees' explanation for the discharge, and he rejected appellant's version of events, though he did not refer to this piece of testimony as to Boyle's state of mind. The evidence otherwise supports a finding of no retaliation. While we could remand to the magistrate for further findings on this issue, a reading of the testimony immediately following that noted above clarifies what Boyle was really saying sufficiently to permit affirmance. She went on to say:
She [Ms. Davis] was not the problem.
She was not the problem.
Q. What was the problem?
A. There were two problems.
The one problem that I lived with and worked with day in and day out, I had three priorities and my first priority was to stabilize the situation.
Q. That was back in '78?
A. It was four years. It was through 1980. It was to bring a halt and closure to conflict and resolution, and while it was a stormy period, it was critical to me that I contain it to the leadership staff and not allow it to spill down and involve the staff nurses.
And some of it for the first year was role related and then it came through as an issue of racial discrimination.
While much has been said about the impact of Ms. Davis' case for me at a working level on a day-to-day basis, I must insist Ms. Davis was a problem, but not the problem.
And on the issue of racial discrimination, for me it started before I knew she filed a case with certainty.
And another individual had me totally lost to my purpose, hearing her opinions of accusations about a head nurse. And I would investigate the case. And I did that three times and I wrote massive reports of the findings of my investigations and my conclusions.
And I spent the month of August of '79 and over a Labor Day weekend, talking on the phone to the personnel officer saying I need the assistance of Ms. Ragowsky. And he would say, she is on vacation; she is away for the whole month. I asked if there was a designee or backup. He said no, she's away. What will I do with this report, that was the first. He said send it there to him and there were three. Ms. Ryan, Constance Ryan, had me being detective for a month.
When I felt it was intolerable and I shouted on the phone to the personnel officer, my third conclusions, she was creating cases. My number one, my number two, I could find absolutely no evidence to validate her opinion, and, number three, as extreme that it was, and I verbalized it to Mr. Schwalbach, my opinion was she was creating cases. And I shouted at the phone and asked why would she do that and I learned and I concluded why she would do that, because she filed an official charge at the Human Rights Association on August 10. And these cases began to pour in after.
So Ms. Davis was a problem, but she was not the problem. Ms. Ryan was the problem and she connected with Ms. Davis later and in my eyes, Ms. Davis was part of an already identified issue that at this point was not with any individual. And any charge, any case, any ruling, any schedule that was or took the issue outside of the institution for me personally or in a role capacity, was no problem, because I had the capacity to go out there and speak and be heard or be right or be wrong. It could be out there.
My purpose was to order that situation and preserve the integrity of an institution that was delivering care of a critical nature and couldn't be absorbed in the working day arguments, accusations, violence, assault, and there are stories that probably will never be heard. But it was a violent climate and I received resignations that says one could not tolerate the violent, emotional environment of this institution.
Ms. Davis was a problem. No way was she the problem.
My answer to the question is no.
Read in context and as a whole, this testimony, if credited as the magistrate did credit it in his findings, demonstrates that it was the atmosphere of acrimony threatening the integrity of the institution that was the problem for Ms. Boyle, not the filing of official charges which, as she said, "was no problem, because I had the capacity to go out there and speak and be heard or be right or be wrong."
Judgment affirmed.
JON O. NEWMAN, Circuit Judge, concurring:
I concur in Judge Oakes' thorough opinion but write separately to clarify what I believe courts mean in saying that a claim of discrimination will be upheld if discriminatory or retaliatory motive "played a part" in an employer's decision to discharge an employee or take other adverse employment action. The problem concerns dual motivation and the standards for dealing with that problem set forth by the Supreme Court in Mt. Healthy City School District Board of Education v. Doyle, 429 U.S. 274, 287, 50 L. Ed. 2d 471, 97 S. Ct. 568 (1977).
In most cases involving claims of discrimination, the issue of dual motivation does not arise. After the plaintiff presents a prima facie case of discrimination, the burden shifts to the employer to come forward with a "legitimate, nondiscriminatory reason" for the adverse action. McDonnell Douglas Corp. v. Green, 411 U.S. 792, 802, 36 L. Ed. 2d 668, 93 S. Ct. 1817 (1973). At that point the burden is upon the employee to prove that the articulated reason is a pretext. Id. at 804. See Texas Department of Community Affairs v. Burdine, 450 U.S. 248, 258-59, 67 L. Ed. 2d 207, 101 S. Ct. 1089 (1981). Typically, the issue confronting the fact-finder at this last stage of the sequence is to determine which reason motivated the adverse action -- the nondiscriminatory reason articulated by the employer or the discriminatory reason alleged by the employee. On occasion, however, the fact-finder might conclude that the employer was not motivated solely by either reason and that in truth both reasons "played a part" in the employer's decision.
In Mt. Healthy the Supreme Court faced the dual motivation issue in the context of adverse employment action taken because of both a legitimate reason concerning deficient work performance and an illegitimate reason concerning exercise of free speech rights. The Supreme Court instructed that once the employee proves that the illegitimate reason played a part in the employer's motivation, the employer loses unless the employer can persuade the fact-finder that the adverse action would have been taken even in the absence of the illegitimate reason. Or, to put it another way, the employer can prevail by proving that the adverse action would have been taken if the legitimate reason alone had existed. Recently the Court has made it clear that the Mt. Healthy approach to dual motivation applies in the context of racial discrimination. See Hunter v. Underwood, 471 U.S. 222, 105 S. Ct. 1916, 1920, 85 L. Ed. 2d 222 (1985).
Even before Hunter and Mt. Healthy the Court had indicated that a plaintiff does not win a Title VII suit simply by showing that race or other improper consideration was in the mind of the employer. Though the employee need not show that he would have been discharged solely on the basis of race, without regard to legitimate reasons, he must show "that race was a 'but for' cause." McDonald v. Santa Fe Trail Transportation Co., 427 U.S. 273, 282 n.10, 49 L. Ed. 2d 493, 96 S. Ct. 2574 (1976).
It is in light of these pronouncements that we must understand the language Judge Oakes' opinion quotes from Grant v. Bethlehem Steel Corp., 622 F.2d 43, 46 (2d Cir. 1980), to the effect that a retaliation claim is established if "a retaliatory motive play[ed] a part in the adverse employment actions." As is clear from the full sentence from which the quoted language is taken, the words "play[ed] a part" are used to explain the required causal connection between the employer's adverse action and the employee's prior invocation of Title VII protections.*fn1 A retaliatory motive "plays a part" in an adverse employment decision only when it is causally connected to the adverse action or, in the language of McDonald, when it is the "but for" cause of the adverse action. As elucidated in Mt. Healthy, the improper reason is the "but for" cause only if the adverse action would not have been taken "but for" the improper reason; the improper reason is not causally related to the adverse action if that action would have been taken in any event in the absence of the improper reason. See NLRB v. Charles Batchelder Co., 646 F.2d 33, 41 (2d Cir. 1981) (Newman, J., concurring). Only in this sense of causal relationship is a retaliatory motive significant to a discrimination claim when such motive "played a part," along with some other motive, in the decision to take adverse action.
In a case of dual motivation in the Title VII context, a question remains whether the burden is on the employer to prove that it would have taken the adverse action if only the legitimate reason had existed, as Mt. Healthy suggests in the First Amendment context, or on the employee to prove that the employer would not have taken the adverse action if only the legitimate reason had existed, as the McDonald footnote states concerning Title VII. However this issue is eventually resolved, it should be clear that a retaliatory motive or other impermissible discriminatory reason does not establish a Title VII violation unless it was causally related to the adverse action, not merely in the mind of the employer. Showing that the impermissible factor was in the mind of the employer along with some legitimate reasons only raises the dual motivation issue but does not resolve it. Of course, in many, perhaps most, cases, the existence of a retaliatory or other illegitimate motive will cast grave doubt on the plausibility of whatever legitimate motive the employer alleges motivated the adverse employment action.
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The Seasoned Traveler
Copper Canyon/Women Traveling AloneSeries Website »
Episode Guide »
Heading south of the border, George Bauer travels to Mexico for a train ride to massive Copper Canyon. While it resembles Arizona's Grand Canyon, Copper Canyon is four times larger. George rides along with some visitors on the famous Chihuahua al Pacifico railroad and explores the canyon. The program also includes a look at safety issues that women-especially older women-should consider when traveling alone to distant places. Seasoned travelers share tips for enjoying a safe and secure vacation.
CommentsShare your thoughts, questions, and comments on "The Seasoned Traveler" here.
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text:
Honey-Rum Pretzels
Becky Tank
This recipe is somewhat versatile. I like it on Quaker oatmeal squares cereal and pecans. But i bet it would be good on popcorn too, or mixed nuts. Yummy!
Featured Pinch Tips Video
- 1/2 c
- brown sugar, firmly packed
- 1/4 c
- butter, cubed
- 1 Tbsp
- honey
- 1/4 tsp
- salt
- 1/4 tsp
- baking soda
- 1/8 tsp
- rum extract
- 1/8 tsp
- maple extract
- 6 c
- mini pretzels
Directions Step-By-Step
1In a large microwave-safe bowl, combine brown sugar, butter, and honey. Microwave on high for 45 seconds to one minute, until butter melts. stir; microwave another 30 seconds, until mixture boils.
2Immediately stir in salt, baking soda, and extracts. stir in pretzels. Microwave 20-30 seconds. stir until well coated. spread on wax paper. cool before serving.
About this Recipe
Course/Dish: Other Snacks


text:
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