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April 8, 2009
WALTER MCMAHON, PLAINTIFF AND APPELLANT,v.CITY OF LOS ANGELES ET AL., DEFENDANTS AND RESPONDENTS.
APPEAL from a judgment of the Superior Court of Los Angeles County, Dzintra Janavs, Judge. Affirmed. (Los Angeles County Super. Ct. No. BS106225).
Government Code section 3306.5, part of the Public Safety Officers Procedural Bill of Rights Act (POBRA), grants covered officers the right "to inspect personnel files that are used or have been used to determine that officer"s qualifications for employment, promotion, additional compensation, or termination or other disciplinary action." (Gov. Code, § 3306.5, subd. (a).) Appellant Walter McMahon, employed as an officer in the Los Angeles Police Department,*fn1 was the subject of approximately 20 citizen complaints. The Department"s internal affairs investigation into those complaints determined they were all meritless, having been filed in bad faith by residents who were upset with the officer"s successful anti-gang efforts in and around the Imperial Courts housing project, where he regularly patrolled. The Department resolved all the complaints in favor of Officer McMahon, determining the officer was either exonerated or the allegations were unfounded. Although the Department provided Officer McMahon with the opportunity to review each of the complaints and various related documents and findings, the officer demanded to review additional materials from the underlying investigations, such as interview tapes and transcripts pursuant to Government Code section 3306.5.*fn2 When the Department refused, Officer McMahon filed the underlying petition for writ of mandate under Code of Civil Procedure section 1085 to compel disclosure.
In his timely appeal, Officer McMahon contends the trial court erred in denying his writ of mandate. We affirm the trial court"s finding that the Department complied with its obligations under POBRA in withholding the requested materials. As we explain, it appears that the Department disclosed all adverse comments made against the officer and gave him the opportunity to respond to them as mandated by POBRA. The mere speculation that underlying investigative materials might contain additional adverse comments does not support a disclosure obligation under POBRA, at least where, as here, nothing in the record suggests the existence of such comments and the undisclosed materials are maintained in such a way that the Department is not authorized to use them in making personnel decisions.
We base our statement of facts mainly on the factual summary contained in the superior court"s statement of decision. Except as noted, the operative facts are not in dispute. In 2004, Officer McMahon was assigned to the Los Angeles Police Department"s Southeast Area Gang Impact Team, where he investigated illegal gang activity, primarily in and around the Imperial Courts housing project. At that time, his employment classification was Police Officer III. His anti-gang efforts in the spring and summer of 2004 led to numerous gang-related arrests, seizures of contraband, and evictions of housing project residents who had assisted in gang activities. In a concerted effort to discredit Officer McMahon and undermine his effectiveness, beginning in July and continuing for the next seven months, residents of the Southeast Area community filed formal personnel complaints against Officer McMahon, alleging criminal and administrative misconduct. Approximately 20 complaints were referred to the Department"s internal affairs division for investigation and were consolidated into 16 separate complaints. Although Officer McMahon"s supervisors knew the citizen complaints had been filed, he was permitted to remain in his assignment because it was suspected the complaints were unfounded.
One of the complainants was Ronald Antwine, a subject of the officer"s gang investigations, whom Officer McMahon knew as a resident of the nearby Nickerson Gardens project. On September 16, 2004, while Officer McMahon was transporting a prisoner to the police station, the officer stopped to check the vehicle tags on Antwine"s car. Finding them expired, he had the car impounded for the Vehicle Code violation.
Two days later, Antwine initiated a complaint against Officer McMahon concerning that incident.
Officer McMahon"s direct superiors were informed about the incident on the day it occurred. Captain Sergio Diaz, the commanding officer of Southeast Area at that time, was concerned Officer McMahon might have been motivated by retaliatory intent in choosing to impound Antwine"s vehicle. Captain Diaz did not believe the officer committed misconduct, but felt he had exercised poor judgment and created at least the appearance of retaliatory intent. Captain Diaz "never contemplated an insubordination charge against Officer McMahon." However, given the volume and vehemence of the citizen complaints, the captain was also concerned about Officer McMahon"s physical safety in his current assignment. Captain Diaz conferred with Deputy Chief Earl Paysinger, the commanding officer of operations for South Bureau, as to whether an assignment change would be in Officer McMahon"s best interests. That same day, Harbor Area"s commanding officer, Captain Patrick Gannon, approved of the transfer to Harbor Division on a "loan" basis, which was initiated immediately. Captain Diaz did not review Officer McMahon"s personnel file or any of the complaints pending against him. The loan transfer, which was "not intended to be punitive in any way," later became a permanent transfer.
Captain Gannon, although informed of Captain Diaz"s concerns, "had no problem accepting" Officer McMahon because he knew him to be a talented and hardworking investigator. There were no insubordination complaints against Officer McMahon during his tenure at Harbor Division. There were no restrictions placed on the officer, who retained his Police Officer III grade. Captain Gannon initially placed Officer McMahon on uniformed patrol to allow him to become oriented to the new location. Within seven months, Captain Gannon assigned Officer McMahon to Harbor Division"s gang impact team as an investigator-the same assignment he had at Southeast. Captain Gannon was aware that Officer McMahon was dissatisfied with having been loaned to Harbor Division, but the captain reassured him that they were "happy to have him" there.*fn3
All of the citizen complaints against Officer McMahon here at issue were determined to be "unfounded" or "exonerated," as those terms are defined by Penal Code section 832.5. When a complaint is unfounded, it "means that the investigation clearly established that the allegation is not true. [¶] "Exonerated" means that the investigation clearly established that the actions of the peace or custodial officer that formed the basis for the complaint are not violations of law or department policy." (Pen. Code, § 832.5, subds. (d)(2), (3).) Within a month of each adjudication, the Department served Officer McMahon with each complaint, along with various other documents mandated by the Department"s internal regulations as set forth in the Los Angeles Police Department Manual-the complaint face sheet, complaint adjudication form, employee interview form, and the commanding officer"s letter of transmittal. Although Officer McMahon was given the opportunity to respond and have his response lodged with the complaint, he did not avail himself of that opportunity with regard to any of the complaints.
In November 2004, Sergeant Tonya Dummar of the internal affairs division was assigned to make a comprehensive investigation into the complaints against Officer McMahon. She detailed her investigative efforts and findings on an eight-page, single spaced document entitled "Fact Sheet," dated July 28, 2005, and served on Officer McMahon on approximately February 23, 2006, before the commencement of the underlying action.*fn4 Sergeant Dummar concluded the complaints were spurious, having been undertaken to drive Officer McMahon out of the assignment where he had been so effective.
Beginning in May 2006, Officer McMahon, through his counsel, sent demands to the Department requesting additional written and recorded materials generated by the internal affairs investigation into the 16 citizen complaints-specifically, the audiotapes and transcripts of witness interviews, surveillance notes, case notes, chronological files, summaries, and memoranda. On August 17, 2006, the Department wrote to Officer McMahon"s counsel, explaining why it would not release any additional materials for review. Among other things, the Department stated that Officer McMahon had been provided with copies of all materials used by the commanding officers who adjudicated the complaints. Also, the Fact Sheet provided to Officer McMahon gave a comprehensive summary of the complaints, including the identities of the complainants. As the officer had been provided with detailed descriptions of the complainants" accusations, he had been given adequate opportunity to respond to the accusations consistent with POBRA. Moreover, as none of the complaints was sustained, there were no adverse comments placed in his personnel file requiring a responsive comment.
On November 20, 2006, Officer McMahon filed his verified petition for peremptory writ of mandate to compel the Department to make available for inspection all the undisclosed documents and materials compiled in the course of investigating the personnel complaints against him, such as transcripts of investigative interviews, surveillance notes, case notes, and chronological files. Officer McMahon also sought to inspect two PowerPoint presentations prepared by the Department, relating to the personnel complaints against him, which were used to brief high level Department officials concerning gang enforcement activities. Without access to those materials, Officer McMahon alleged he was unable to ascertain whether his personnel records contained misconduct allegations or adverse comments that could potentially impair his career advancement or opportunity for future employment. His claim was grounded on Government Code section 3306.5, subdivision (a).
The trial court denied his petition, finding Officer McMahon had failed to present substantial evidence that the documents he sought to review had been used for POBRA"s enumerated personnel purposes or were likely to be used for such purposes in the future. The court also found that Officer McMahon did not present substantial evidence to justify his assertion that the materials disclosed to him by the Department failed to give him an adequate basis for responding to the citizen complaints.
"To obtain writ relief under Code of Civil Procedure section 1085, the petitioner must show there is no other plain, speedy, and adequate remedy; the respondent has a clear, present, and ministerial duty to act in a particular way; and the petitioner has a clear, present and beneficial right to performance of that duty. [Citation.] A ministerial duty is one that is required to be performed in a prescribed manner under the mandate of legal authority without the exercise of discretion or judgment." (County of San Diego v. State (2008) 164 Cal.App.4th 580, 593.) Thus, the question presented is whether Government Code section 3306.5 required disclosure of the investigative and other materials withheld from Officer McMahon by the Department. That determination depends on whether those requested materials qualify as "personnel files that are used or have been used to determine that officer"s qualifications for employment, promotion, additional compensation, or termination or other disciplinary action." (Gov. Code, § 3306.5, subd. (a).) In essence, Officer McMahon argues that the trial court"s decision rested on a faulty, unduly restrictive interpretation of Government Code section 3306.5. Under his proffered reading, the statute"s plain meaning entails a disclosure obligation so broad as to encompass any materials that might contain comments adverse to the officer, regardless of whether their use for enumerated personnel purposes is proscribed by statute or departmental regulation. We disagree.
The standard of review is well established. "On appeal following a trial court"s decision on a petition for a writ of mandate, the reviewing court ""need only review the record to determine whether the trial court"s findings are supported by substantial evidence."" (Lake v. Reed (1997) 16 Cal.4th 448, 457; Bixby v. Pierno (1971) 4 Cal.3d 130, 143, fn. 10.) However, we review questions of law independently. [Citation.] Where, as here, the facts are undisputed and the issue involves statutory interpretation, we exercise our independent judgment and review the matter de novo. [Citation.]" (Alliance for a Better Downtown Millbrae v. Wade (2003) 108 Cal.App.4th 123, 129.)
Our Supreme Court recently summarized the standards for statutory interpretation in a matter involving POBRA and related statutory provisions. ""It is a settled principle of statutory interpretation that language of a statute should not be given a literal meaning if doing so would result in absurd consequences which the Legislature did not intend." [Citations.] "To the extent this examination of the statutory language leaves uncertainty, it is appropriate to consider "the consequences that will flow from a particular interpretation. [Citation.]" [Citation.] Where more than one statutory construction is arguably possible, our "policy has long been to favor the construction that leads to the more reasonable result. [Citation.]" [Citation.] This policy derives largely from the presumption that the Legislature intends reasonable results consistent with its apparent purpose. [Citation.] Thus, our task is to select the construction that comports most closely with the Legislature"s apparent intent, with a view to promoting rather than defeating the statutes" general purpose, and to avoid a construction that would lead to unreasonable, impractical, or arbitrary results. [Citations.]"" (Commission On Peace Officer Standards & Training v. Superior Court (2007) 42 Cal.4th 278, 290, quoting Copley Press, Inc. v. Superior Court (2006) 39 Cal.4th 1272, 1291-1292.)
In assessing the legislative purpose behind Government Code section 3306.5, we must read it in context, as part of a comprehensive legislative scheme encompassed in POBRA. From its placement within that scheme, it is obvious the Legislature added section 3306.5 to help effectuate the related concerns of the two preceding sections, Government Code sections 3305*fn5 and 3306,*fn6 which are to provide covered officers with "the right to review any adverse comment placed in their personnel files and to submit a written response." (Commission On Peace Officer Standards & Training v. Superior Court, supra, 42 Cal.4th at p. 292.) As such, the general purpose of all three provisions is to facilitate the officer"s ability to respond to adverse comments potentially affecting the officer"s employment status. (See County of Riverside v. Superior Court (2002) 27 Cal.4th 793, 799 (Madrigal).)
Also bearing on the statute"s intended purpose is a closely related provision from the Penal Code, which instructs law enforcement departments and agencies on the manner in which records of citizens" personnel complaints are to be maintained. As pertinent here, Penal Code section 832.5, subdivision (c), provides that citizen complaints "that are determined by the peace or custodial officer"s employing agency to be frivolous . . . or unfounded or exonerated, or any portion of a complaint that is determined to be frivolous, unfounded, or exonerated, shall not be maintained in that officer"s general personnel file." Rather, they "shall be retained in other, separate files that shall be deemed personnel records" for purposes of two different statutory schemes, the California Public Records Act and section 1043 of the Evidence Code (motions brought pursuant to Pitchess v. Superior Court (1974) 11 Cal.3d 531). (Pen. Code, § 832.5, subd. (b).) By virtue of this provision, complaints found meritless are excised from the personnel file used by the officer"s employer for making personnel decisions.
As the trial court found, it was undisputed that the citizen complaints at issue, as well as the underlying investigative materials sought by Officer McMahon, were not kept in the officer"s official personnel files, but were maintained in the Department"s internal affairs files. Further, pursuant to the Department"s internal regulations, personnel decisions could be based only on materials in the officer"s official personnel files, not those maintained by the internal affairs department.
The Department"s obligation to disclose the underlying investigative materials turns on whether they qualify as "personnel files that are used or have been used to determine that officer"s qualifications for employment, promotion, additional compensation, or termination or other disciplinary action" under Government Code section 3306.5, subdivision (a). (Emphasis added.) In its statement of decision, the trial court quite properly reasoned that it was not called upon to interpret the statute"s ultimate scope in the abstract, but rather to determine whether Officer McMahon made a sufficient showing that the records he sought fell within section 3306.5. In this case, the "have been used" aspect of this statute presents no significant interpretive difficulty. We inquire whether Officer McMahon carried his burden of showing the Department used or relied on the undisclosed materials for any of the enumerated personnel purposes.
The only way Officer McMahon argues the materials identified by Officer McMahon were "used" for the enumerated purposes of the POBRA provision was for his loan and transfer to Harbor Division. However, it is undisputed that Officer McMahon retained the same rank and rate of pay when involuntarily transferred to Harbor Division. The officer presented no substantial evidence to dispute the Department"s showing that its decision was motivated by legitimate administrative reasons. In any event, the officer"s personnel files were not considered in the loan and transfer decisions. Despite the officer"s contrary speculations, the record reveals the transfer was not imposed for a punitive purpose, but for legitimate concerns reasonably believed to be in the officer"s and the Department"s best interests. Accordingly, Officer McMahon failed to present substantial evidence that the Department"s action was punitive or disciplinary for purposes of POBRA.*fn7 (Benach v. County of Los Angeles (2007) 149 Cal.App.4th 836, 843 [transfer at same rank and pay grade without a finding wrongdoing by the officer is not a punitive action].)
The mere fact that the complaints were favorably adjudicated and Officer McMahon was not disciplined, did not absolve the Department of its disclosure requirements under POBRA. (See, e.g., Seligsohn v. Day (2004) 121 Cal.App.4th 518, 525-531 (Seligson) [police officers were entitled to a copy of the complaints filed against them, even though the investigation was closed without any action being taken against the officers and copies of the complaints were not placed in the officers" personnel files]; Sacramento Police Officers Assn. v. Venegas (2002) 101 Cal.App.4th 916, 925-926 (Venegas) [agency required to disclose to officer information contained in its internal affairs files that did not result in disciplinary action against the officer].) However, this was not a case in which adverse personnel complaints were withheld from the officer. Unlike the situation in Seligson and Venegas, the Department disclosed all the complaints along with related documents that detailed the criticisms leveled at Officer McMahon.
As the trial court found, Officer McMahon could only speculate that the materials disclosed to him by the Department failed to give him an adequate basis for responding to the citizen complaints. For instance, Officer McMahon argues that absent access to the undisclosed investigative materials, he could not respond to "gratuitous accusations regarding" improper sexual conduct on the part of the citizen complainants. In fact, review of the redacted version of the Fact Sheet shows those accusations were recounted in detail, with Officer McMahon merely speculating as to the possibility that other adverse comments might be contained in the undisclosed materials. Nor does Officer McMahon attempt to explain why the complaints themselves, along with the related materials initially disclosed, were insufficient to permit an informed response. Instead, he merely speculates that the investigative materials might contain additional or different accusations of misconduct. In sum, by disclosing the citizen complaints and related documents along with the Fact Sheet, the Department not only complied with its internal regulations, but comported with POBRA"s "legislative remedy . . . to ensure that an officer is made aware of adverse comments and is given an opportunity to file a written response, should he or she choose to do so." (Venegas, supra, 101 Cal.App.4th at p. 926.)
We turn to the question of whether the undisclosed documents are reasonably subject to the "are used" aspect of Government Code section 3306.5, subdivision (a). Applying our Supreme Court"s guidelines, we read the provision so as to promote the statute"s general purpose while avoiding unreasonable, impractical, or arbitrary results. (Commission On Peace Officer Standards & Training v. Superior Court, supra, 42 Cal.4th at p. 290.) The stated purpose of Government Code section 3306.5 is to permit review of the specified files in order to discover whether the officer believes any materials "have been mistakenly or unlawfully placed in the file"-with the remedy that the "the officer may request, in writing, that the mistaken or unlawful portion be corrected or deleted." (Gov. Code, § 3306.5, subd. (c); see Commission On Peace Officer Standards & Training v. Superior Court, supra, 42 Cal.4th at p. 292 [Gov. Code, §§ 3305 and 3306 were intended to provide officers with "the right to review any adverse comment placed in their personnel files and to submit a written response"].)
It was undisputed that the Department"s internal regulations are designed to filter out all unsustained complaints from the officer"s personnel files that are used to make the types of personnel decisions listed in Government Code section 3306.5. Moreover, Penal Code section 832.5, subdivision (c), mandates that frivolous, unfounded, or exonerated citizen complaints such as the ones here at issue "shall not be maintained in that officer"s general personnel file," but must be separately maintained as personnel files for potential disclosure for quite different purposes-compliance with the California Public Records Act and disclosure mandated under Pitchess v. Superior Court, supra, 11 Cal.3d 531. Officer McMahon offered no evidence to dispute the Department"s showing that the undisclosed materials were separately maintained by the internal affairs division and not kept in the personnel files that the Department was entitled to use for making the personnel decisions listed in Government Code section 3306.5.
Therefore, it would be unreasonable and contrary to legislative intent to read Government Code section 3306.5, subdivision (c), as requiring the Department to disclose internal investigative materials that the Department is not authorized to use in making the enumerated personnel determinations. This is especially so given that the only remedy available to the officer is to correct or delete materials that the Department"s regulations had already eliminated from the kind of personnel determinations subject to POBRA. As the trial court cogently reasoned, Officer McMahon cannot bring himself within the "are used" aspect of Government Code section 3306.5, subdivision (c), unless he can make a sufficient showing that the records he seeks are officially authorized to be used for the statutory purposes. Again, Officer McMahon merely speculates that the Department"s safeguards against improper usage might prove inadequate sometime in the future.*fn8
Nevertheless, relying on Madrigal, supra, 27 Cal.4th 793, Officer McMahon asserts that if he seeks employment with a different law enforcement office, the undisclosed materials may be subject to disclosure in future background investigations pursuant to the broad definition of "employment information" as used in Government Code section 1031.1, subdivision (c).*fn9 The decision in Madrigal, however, demonstrates why that concern does not mandate disclosure of additional materials in his case. In Madrigal, our Supreme Court confronted an "unusual factual situation" in which a peace officer was provisionally hired by Riverside County, while it undertook a background investigation. That investigation uncovered a citizen complaint against the officer, made while he had been previously employed as an officer for the City of Perris-but which had never been disclosed to the officer. The County dismissed the officer and rebuffed his subsequent demands to inspect its investigation file. (Id. at pp. 795-797.) The content of the file was not made part of the record on appeal.
The Madrigal court held that POBRA required disclosure of "adverse comments in [peace officers"] personnel files," which implicated the undisclosed citizen personnel complaint. (Madrigal, supra, 27 Cal.4th at p. 804.) However, the court did not discuss whether Government Code section 1031.1 extended to the kind of investigative materials here at issue, much less whether POBRA required the disclosure of such materials. (See id. at p. 802.) Nor did Madrigal's rationale imply the existence of such a broadly framed obligation. To the contrary, POBRA was intended to give officers "a chance to respond to allegations of wrongdoing."*fn10 (Id. at p. 799.) Thus in Madrigal, the officer could not respond because he was never advised of the complaint or the results of the investigation. Here, nothing in this record indicates Officer McMahon"s opportunity to respond to the complaints was compromised in any significant degree, given that the Department disclosed to him all the citizen complaints along with other related materials including the Fact Sheet.
No more availing is Officer McMahon"s reliance on the definition of "personnel records" under Penal Code section 832.8, subdivision (e), which refers to "[c]omplaints, or investigations of complaints, concerning an event or transaction in which he or she participated, or which he or she perceived, and pertaining to the manner in which he or she performed his or her duties." The definition in Penal Code section 832.8, subdivision (e), is qualified by Penal Code section 832.5. As we have already explained, the latter provision required that the complaints here at issue "shall not be maintained in that officer"s general personnel file." Officer McMahon"s argument is thus circular and fails to address the crucial impediment to his claim: The Department provided the officer with the complaints and related materials detailing all known adverse comments, while Penal Code section 832.5 and the Department"s own regulations proscribe the Department from considering the undisclosed materials in making the personnel determinations covered by POBRA. Again, his unsupported assertion that there may be "secret, unanswered stigmatizing allegations" lurking in the internal affairs investigative files that may undermine his chances for future employment amounts to mere speculation.
Finally, we assess Officer McMahon"s argument that POBRA mandated the disclosure of two sets of materials in addition to the underlying investigative materials-
(1) the Department"s two PowerPoint presentations used to brief high level Department officials concerning gang enforcement activities; and (2) "phone packages," which Officer McMahon claims are unofficial telephone communications between Department supervisors concerning an officer"s candidacy for promotion. It was not disputed that one of PowerPoint presentations-the one related specifically to the personnel complaints against McMahon-has been misplaced or lost by the Department.*fn11 The trial court reviewed the other PowerPoint presentation in camera, as it had been lodged below under seal. It concluded the presentation was made for the informational purpose of briefing department officials on the status of gang enforcement activities and did not qualify as personnel files for purposes of Government Code section 3306.5, subdivision (a). As to the "phone packages," the court found Office McMahon"s allegations to be entirely speculative.
Officer McMahon points to nothing in the appellate record to challenge those findings. Moreover, there is no evidentiary basis to believe these additional materials (to the extent they exist) contain any relevant information beyond that contained in the complaints themselves or the Fact Sheet. Accordingly, the officer failed to satisfy his burden of showing the Department had a ministerial duty to disclose those materials pursuant to POBRA.
The judgment is affirmed. Respondents are to recover their costs on appeal.
We concur: ARMSTRONG, Acting P. J., MOSK, J.
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Page 5 of 24Across the River on Snooth
January 2015
I spearheaded this incredible custom design last month. The ambient temperature in my region is approximately 55 degrees throughout the day; ideal for harnessing the explosive potential lurking within this vast selection. The tight seal on this cellar door makes for the perfect, dank environment. I have plans to expand later this year. Okay, eno... Read More
January 2015
I used to think I just didn't like wine, but after finding one made from my FAVORITE grape on earth, the scuppernong/muscadine that happened to be made near where I lived, I fell into a snuggly affair with that one, the Duplin Hatteras Red and decided to try a few more. So far, the only other wine I've tried and liked enough to purchase again i... Read More
January 2015
Due to popular demand (don't ask where that demand came from or you'll spoil my fun), we appear to need some new wine discussion topics. This topic was only relevant to Thursday as a test case but was subsequently expanded to cover the weekend too. What ever you bring up in this topic should either occur on a Thursday - Sunday, or it could be ... Read More
January 2015
Cluny was the richest and most powerful monastic house in Europe from the end of the 10th through the beginning of the 12th century, and contributed immensely to a stabilization of society (including but not limited to the final, universal spread of Christian conversion) in the nascent nations surrounding it, as well as to increased specializat... Read More
December 2014
15 years ago, before I retired, I had a couple of bottles of Chevalier de Bayard. It was the best tasting wine I'd ever had. But now that I'm on a fixed income, I can no longer spend $25 on a bottle of wine.Does anybody have any ideas of what wines are close to it but less expensive?Thank you Read More
November 2014
Savennières is the French derivation of Latin's "vicus ... ... the window for producers across the river in Layon to cross the river and make Savennières as well. We don't see a lot of these wines in the US, nor do many export markets. The sales from the cellar door are high. And, not only do these producers sell their famous Savennières, many... Read More
November 2014
Bah humbug!Unless you're ready to sleigh some pergolas across the ocean, that is (and hopefully with some Sonoma pinot, syrah, zin, chardonnay and a couple surprise stocking stuffers in the saddle bags)... Read More
November 2014
Across the road from Old World, Fogline, pay them a visit. Tell Evan I sent you. Read More
November 2014
We're doing a long weekend in Russian River and Napa this weekend. Flew into San Francisco yesterday with no problems. Friend picked us up at the airport, definitely beats the heck out of fighting the huge crowd at the rental car counters. Why don't they have a contiguous highway from the airport to hwy 101.So what's the first thing to do in win... Read More
September 2014
Whew,,, Peter and Adam Just dodged a major bullet and Now I am wanting to reserve the 2014 Cargassaci and Keefer Pinot Noirs from Siduri..Just as the final grapes were harvested by Peter Cargassaci for Siduri Wines it started to pour Rain... The story will be told, just as I taught a Wine Class 2 days prior regarding Pinot Noir/ Burgundy.Exactl... Read More
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Erykah Badu has been going through some tough times on social media. The veteran R&B singer received a ton of backlash after sharing her thoughts on women's dress codes on her Twitter page. Now she's addressing the haters with her new track, "I Been Goin Thru It All."
The song is actually a remix of rapper Wintertime's 2015 tune, "Thru It All." For those who are unfamiliar, Wintertime is up-and-coming rhymer with a soft and melodic flow who has been generating a buzz with his aforementioned single.
Badu stays close to the original version, rapping about some of backlash she has been receiving on social media and the hate that's been thrown her way.
"I think I've been too nice / This is where the s— ends / Y'all got too relax, can't stick with the f—ing facts," she raps, adding, "All of this could've been avoided / A nigga really had to snap / 'Cause i've been goin thru it all / Ain't nobody had my back."
"Where the f— was y'all at?" she then asked her fans.
At one point in the song, the "On and On" singer referenced her front cover appearance on The Fader's "Producers" issue.
Earlier this year, Badu announced that she's working on a new mixtape called THIS $h!t TOO EASY, which is the follow-up to last year's But You Caint Use My Phone.
We are happy to hear that Erykah Badu is in the lab cooking up some good $-!t for us. Check out Medulla Oblongata's song below.


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On the other hand, the size of a child as a proportion of its mother's body size varies tremendously in the natural world. Mushrooms release nearly-invisible spores, while kiwis lay eggs equal to a quarter of their body mass. There seem to be clear benefits to making bigger offspring - they should be better competitors against their peers, they may be more likely to survive to reproduce, and they may reach reproductive maturity faster. But there are also costs, in terms of the energy a parent uses to either produce an egg with a bigger yolk, or to provision a bigger embryo in the uterus, or to feed a juvenile in the nest.
Photo by TIO....
Photo by TIO....
The classic description of this trade-off is a mathematical model developed by Smith and Fretwell in 1974 [$-a]. But the Smith-Fretwell model doesn't explain the wide variety of offspring sizes we see in nature, especially among species that seem to have more or less the same ecological requirements. In the current issue of The American Naturalist, Falster et al. propose an extension of Smith-Fretwell to better capture this variation, which follows juveniles from the moment they leave their parents, through a phase of establishment and growth, and then through a period of competition with their peers. Which juveniles survive to adulthood is determined by body size - in the final period of competition, big individuals win.
Falster et al. then use the parameters of the model - adult body size, total adult lifespan, and energy used for reproduction - to predict juvenile body sizes for mammals and plants. The model seems to predict the relationship between parental size and offspring size pretty well for mammals, not so much for plants. Which is actually not all that surprising. In mammals, adult and juvenile body sizes probably have a lot less "wiggle room" relative to each other; but adult plants can be multiple orders of magnitude bigger than the seeds they produce. So there's just a lot more variation to try and explain in plants than there is in mammals.
N.C. Ellstrand (1983). Why are juveniles smaller than their parents? Evolution, 37, 1091-4 URL: http://www.jstor.org/pss/2408423
D.S. Falster, A.T. Moles, M.Westoby (2008). A General Model for the Scaling of Offspring Size and Adult Size. The American Naturalist, 172 (3), 299-317 DOI: 10.1086/589889
C.C. Smith, S.D. Fretwell (1974). The optimal balance between size and number of offspring The American Naturalist, 108, 499-506 URL: http://www.jstor.org/stable/2459681


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Last week, we wrote an article debating the merits of live bait versus artificial lures. While both have their advantages, one of the main reasons to go with live bait is the fact that it stimulates a fish's sense of smell.
Live bait smells like something a fish would eat because it is something a fish would eat. Artificial lures, however, don't attract fish through smell. Unless, of course, you are using scented lures...
Scented lures are one of the many debated products in the fishing industry. So are they worth buying? Let's take a closer look at fish behavior and scented products to find out.
There's no doubt that most fish have an extremely keen sense of smell. Everyone knows that sharks can pickup a minuscule level of blood, but did you know that catfish can detect an ounce of dissolved scent in the equivalent of 100,000 tankers full of water?
Salmon find their home stream primarily through smell. During experiments, fish that were blinded had an easier time coming home than fish whose sense of smell was disrupted. Think about that for a second. Between thousands of different streams, somehow they can tell each one apart, all through smell.
Fish use smell to for a wide variety of purposes, including spawning, seeking shelter, and hunting. If you consider the fact that catching fish basically comes down to stimulating a fish's feeding instincts, then it only makes sense that adding smell could be useful.
Since there are thousands of fish that you can catch, and each one hunts differently, we'll stick to the most popular sport fish in America: the largemouth bass.
Bass are primarily sight-and-sound hunters. They respond the most to seeing and hearing lures, and less on smelling out prey. When a bass sees, hears, or feels the presence of a baitfish, he'll move in to investigate. As he gets closer, the smell of the fish tells him that this is something worth eating, so he moves in and strikes.
While they may not grab a bass's initial attention, adding scents can convince them the lure is worth eating. It's like the close in a sales pitch, and as Alec Baldwin said, "always be closing!"
The other advantage that scents give you is that bass are more likely to hold a lure longer, giving you an increased chance of setting the hook.
If you decide you want to try out scents, think about what fish you're after and what food is available on the water. If you're after smallmouth or walleye, a crayfish scent is probably a good choice. If you're going after redfish, a crab scent is often useful.
Don't be afraid to spray your lure heavily with the scent, and if your using pre-scented lures, go ahead and switch them out when they seem to have lost their pungent smell.
As always, experiment as much as you can with scented lures to find the right combination of scent, lure, location, and retrieve strategy. With time and patience, you just might discover that scents are a must-have tool in your tackle box.
Visit our website today and you can find excellent fishing apparel, including long-sleeve shirts, jackets, bibs, and more. You'll stay comfortable and dry when you have the right fishing apparel, so browse our large selection today.
Kyle Alsop and Taylor Bivins of Kansas State University are the winners of the 2016 Carhartt Bassmaster College Series National Championship, thanks to a series of consistent weights. They finished the tournament on Kentucky's Green River Lake with 36 pounds, 4 ounces.
The Kansas State team was the only one in the field of 89 teams to bring in more than 10 pounds every day.
You often hear the phrase there is nothing more important than a friend but like many other clichés of life especially at today's pace, many of these old time sayings are said without really understanding their meaning. As I look back at the past five decades of my life spent in blue water and at my hunting career which has taken me all over the globe, I lift both hands in front of me and start counting off the friends which I could call at any time day or night for help; those who would put their life in jeopardy to save mine, or for that matter those who I can count on in the absolute worst of situations.
America (and much of the globe) seems to have an obsession with billfish, but few species are as popular as the Atlantic blue marlin. Not that there is anything wrong with black marlin, sailfish, swordfish, or striped marlin; it's just that the blue marlin, which is the largest of the billfish group, has captured the hearts and passions of anglers for centuries.
If you want to join the ranks of anglers who've pulled up a blue marlin, you have your work cut out for you. But with the right techniques, you can add this world-class trophy to your list.


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Trending Articles
HR, Solve Business Challenges with Talent & Technology
While technology is a valuable asset to the business, it is just a means to an end, not the end goal. Yet, over the past two decades or longer, we've been conditioned to view technology as the solution to all of our problems. Think about the common challenges businesses face: under-performing sales, low customer service ratings, high turnover. Problems Technology Can't Solve. Post jobs.
Four Workplace Technologies That You Need To Know About
I was recently working with some SAP SuccessFactors customers on new workforce structure options for them. As expected, talk quickly turned to how we can use workplace technologies – robotics, artificial intelligence, machine learning, and the Internet of Things (IoT) – in their workplace. shared scenarios of the future workforce structures enabled by the use of technology.
Onboarding the algorithms
Steve Boese HR Technology
During the Ideas and Innovators session at the HR Technology Conference last month, my pal Michael Krupa gave an outstanding talk about automation and advanced 'learning' kinds of technology, and some of the implications for HR and organizational leaders who are choosing to incorporate these technologies into their people and talent management programs. Have a great week!
DigiTalent: The New Frontier For HR
Human resources (HR) organizations are experiencing a critical, yet fortuitous, moment. Digital technology and demographic upheavals are disrupting businesses – changing everything from how they are organized to how they operate. Seamless use of digital devices and decisions, based on digital analytics, is prompting a change in the way HR functions. igital HR: Revolutionizing the talent experience.
Here is how to stop blowing money on HR services and gadgets and correct employee obstacles
smarter hiring + simple training + stop buying stuff
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Turning the tables: Better-managing disengaged employees
By Kelly Allder, VP of HR Programs, Ceridian. Recently, a friend told me about her discontent with work. With the job market in her field so tough, and a mortgage, two kids, and life to pay for, she felt hand-cuffed to the organization. My friend's case illustrates an important fact: just because an employee stays with the company does not mean they are actively engaged in the job. While choice No.
PeopleStrategy® Presents to Future HR Leaders
Randy Cooper, CEO of PeopleStrategy, Inc.® a leading Software-as-a-Service (SaaS) provider of end-to-end Human Capital Management (HCM) solutions, recently shared his views on current and future trends in Human Resource (HR) technology with students at Saint Paul College , a community and technical college in St. Paul, Minnesota. The HRIS: Human Resource Information Systems class also received a comprehensive demonstration of PeopleStrategy's Enterprise Human Capital Management (HCM) solution, PeopleStrategy eHCM. About PeopleStrategy, Inc. Follow PeopleStrategy. LinkedIn: [link].
HR Technology is a Safe Investment with a Big Payoff
UrbanBound HR Tech
In just a few short years, HR technology solutions have gone from a glowing ember to a full-on blaze. Early solutions in the field were wobbly and barebones, as most software is in its infancy, and especially in areas where existing solutions don't yet exist. Now, these platforms offer robust, and more importantly, stable tools for managing multiple facets of HR operations.
The DOL Overtime Rule Has Been Delayed. What Does This Mean for Employers?
Newton Blog
Federal Injunction Blocks DOL Overtime Rule Still scrambling to prepare for the new overtime rule? Then the holidays may have just come early. In an unexpected turn of events, on November 22nd, 2016, a U.S. District Court for the Eastern District of Texas granted a nationwide preliminary injunction on the Department of Labor's (DOL) new […]. The post The DOL Overtime Rule Has Been Delayed.
HR Strategies: Best Practices for Meeting Today's Top Challenges
For all types of HR leaders to help your company to make the most of your most valuable resource - your people.,
5 Business Intelligence Vendors to Watch in 2017
Better Buys
Business intelligence (BI) solutions have changed how organizations stay competitive. Instead of relying on gut feeling, decision makers are able to turn to data and identify growth opportunities. In 2016, Gartner changed its Magic Quadrant criteria for evaluating BI and analytics solutions, allowing some newer contenders to rise in the market. We reviewed some key […]. Splunk Trillium
10 Enlightening HR Books That Will Benefit Your Career
I have this theory about quotes about books. People love quotes about books because they make them look intellectual without the work of actually reading. developed this theory based on the people I interacted with when I worked for a large public library, and I validate my claim with Pinterest boards with hundreds of quotes that all say roughly the same thing. Cynical? Oh, and that other quote?
Civil War: Slack vs Email (Part 1)
Zoho People
He's rich, he's got the latest toys and he's popular. But is he good enough to take down good ol' Cap'n? Meanwhile, email has been silently waiting and watching from the wings. Email (1971 – 201?). February 2014: Slack is launched publicly. ' has been done to death itself). But We'll get to that in a few moments. Therein, lies the problem with Slack.
5 Ways to be an Awesome Mentor for Millennials
By Eugene Peters, Director Product Management (Workforce Management) at Ceridian. With members of the baby boomer generation leaving the workforce en masse, either retiring or reducing their employment hours, businesses face an incredible challenge in limiting the exodus of their knowledge. Smart businesses recognize this risk and adapt. One approach is mentoring, passing on wisdom and insight; with millennials now representing the largest generation in the workforce, mentoring, in many cases, involves passing that wisdom and insight to a millennial. Find the time to be great. Engage deeply.
Culture that Works: How Getting Serious about Culture Unlocks New Performance
This book will help you stop wasting time debating the semantic difference between vision and mission, and start creating a more powerful organization.
Minimize Business Risk with HR Technology that Streamlines Recruiting
ExactHire HR Tech
A clean work space is just one of the advantages HR technology can provide. Other goals of technology in business are to reduce costs by streamlining workflows, eliminating manual tasks, increasing accuracy and reducing labor. These concepts can apply to any employer and any discipline within that organization. Operations, accounting, human resources, etc. HR Technology Solutions. Assessments.
CHART OF THE DAY: Managing the algorithms
Steve Boese HR Technology
It must be 'Algorithm Week' on the blog, given that yesterday I posted a piece about how HR folks need to consider carefully how algorithms and other intelligent technologies are introduced into HR and talent management practices. Here's the chart, then some FREE comments from me after the data: Three quick takes. 1. Check out the paper from MIT if you want to learn more.
Fight Commercial Real Estate Trends with Sensor Technology
Asure Software
Your office space is one of the most important aspects of your company's day-to-day life. It's where your employees gather each day to spark innovative business ideas, and since employees spend at least one third of their days at work, it can be a kind of second home. The post Fight Commercial Real Estate Trends with Sensor Technology appeared first on Asure Software. Space Utilization
Why "Free" HR Analytics Are a Myth
Embedded analytics—defined by Gartner as analytic capabilities that are " easily accessible from inside the application, without forcing users to switch between systems "—are one tactic that has been heralded as an effective approach for facilitating data-driven decisions. If the embedded analytics only include data from their HR system, the benefit they provide is very limited. Historical Data.
Doing More for Less with HR Technology Tools
Improving results and lowering costs with a Human Resource Management System.
The Recipe for a More Appetizing Candidate Experience
SmashFly Recruitment Technology Blog
Quick! Name your favorite holiday food. Is it Dad's expertly carved turkey or Mom's mouth-watering green bean casserole? Maybe it's gingerbread waffles from your favorite breakfast spot or. The post The Recipe for a More Appetizing Candidate Experience appeared first on SmashFly Blog. Candidate Experience candidate experience candidate journey Career Site Glassdoor reviews personalized candidate experience Talent Network
Executive Pay and Other Reward Innovation
Strategic HCM
In advance of today's announcements from the UK Government on executive pay here is my summary of the recent event 'Positioning Reward for the Future' where I presented a few ideas about innovating and transforming enterprise reward agendas. This was delivered to a group of senior reward leaders in a session at Microsoft's London HQ ably organised by beqom. Team level reward. Reward
When the feedback loops get shorter, the performance process can get ruthless
Steve Boese HR Technology
Quick foray into the world of sports, (Shock!), for a look at what can happen in an organization, and their view of what is unacceptable employee performance, when feedback loops, (or review periods if you like), get shorter and shorter. Internal discussions about the football program began before Saturday's loss, according to USA TODAY Sports. One 'not acceptable' year. And you're gone.
Five Ways to Use Snapchat Spectacles Around Your Workplace
A week before the Thanksgiving holiday, it was 7:00 AM and I was in my car making the trip to Dallas from my home in Oklahoma City. It's a three hour trip one way. I was in route to a meeting when I got a frantic text from my friend asking how far I was from the Blue Whale in Catoosa, Oklahoma. What's the Big Deal with Snapchat Spectacles? Zero line. They arrived on my doorstep. The
Evaluating HR Management Software
Five key factors that should guide your decision when choosing an HRMS for your midsized company.
Sometimes It's Important to Compromise
HR Bartender
During this year's Women in Technology event at the HR Technology Conference , one of the speakers made the statement, "I will not compromise my personal style." " I've been thinking about the comment for a while now. I get it, the spirit of the comment is that we should be our authentic selves. have a tendency to think of style as part of our brand.
How To Prepare Managers for Performance Appraisal "Season"
Halogen Talent Managment
Every organization has a point during the year when they are focused on the performance appraisal process. If reviews are done on a common date cycle, it would be at that time. If they are completed on employee anniversary dates, their focus might be during budget time when the organization discusses how much to budget for employee increases. Let's be clear: the annual review still has value!
A Practitioner's POV: Preparing for Revenue Recognition Changes
One of the biggest things on most finance practitioners' minds is upcoming revenue recognition changes. These are some of the most significant financial regulatory changes in the last 20 years, and the pressure is on to be prepared. I'm responsible for managing the transition to these new standards—also known as ASC 606/IFRS 15—at Workday. While complex and daunting, it's important that as practitioners we dive in and embrace these changes as they are here to stay. Like other companies, we're currently in the process of digging into the guidelines and assessing the impact.
Learn a new word: The Feature Factory
Steve Boese HR Technology
Quick shout-out to John Cutler writing at the Hackernoon site for this outstanding piece (and the source for today's 'Learn a new word' submission - The Feature Factory. What is a 'Feature Factory' in the context of a software development function?'. " How do you know if you're working in a feature factory? Success theater' around "shipping", with little discussion about impact.
5 Key Aspects to Accurate HR Software Pricing
Simplify your software evaluation process with this free HR software pricing guide!
How Young People View The Impact Of Digitization On The World [INFOGRAPHIC]
"By 2020, 46% of the workforce will be millennials, and we at SAP are actively engaging them to help us in our mission to make a positive impact on peoples' lives – through our technology, through investing in our people, and by fulfilling our corporate responsibility to those living in the communities where we do business." – Ernesto Marinelli, human resources head SAP EMEA & MEE.
The Employee Engagement Survey: 5 Reasons Why Your Program Fails
Healthcare Talent Management
The benefits of conducting an employee engagement survey are difficult to ignore. However, to support healthy levels of employee engagement, organizations must put effort into activities outside of the annual engagement survey. Here are five reasons why your healthcare organization's employee engagement survey efforts are failing, and what you (yes, you!) can and should do about it. The post The Employee Engagement Survey: 5 Reasons Why Your Program Fails appeared first on HealthcareSource Blog. Contributed Guest Post Employee Engagement Employee Satisfaction Performance Management
The One Component of the Annual Review that Must Stay
ClearCompany HRM
The traditional annual performance review has been criticized for missing the mark in specific feedback, timeliness and progress. 45% of HR leaders do not think annual performance reviews are an accurate appraisal for employee's work and only 14% of organizations are happy with their performance management system. Performance Management


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V For Vendetta Cast
Sweeney Todd: The Demon Barber of Fleet Street (2007). Directed by Tim Burton. The infamous story of Benjamin Barker, a.k.a Sweeney Todd, who sets up a barber shop down in London which is the basis for a sinister partnership with his fellow tenant, Mrs. Lovett. Based on the hit Broadway musical
*looks* *shoots arrow* *silver blur* *Hawkeye DEATH GLARE*
Mark Salling took Finn's plaque from the Glee set
Harald, Halfdan, Ivan - Vikings
FuckYeah VIKINGS
Sabrina Carpender & Rowan Blanchard, on the new hit tv show in Disney : girl meets world.
The Garrison Commander - Outlander (TV Series, 2014- ) #dianagabaldon #fanart
The Silvan Elves of Mirkwood
The Walking Dead Season 7 Episode 4 'Service' Rick and Daryl
Darren Criss on the set of Glee on April 1, 2014


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101 Dalmatians Cartoon
When a litter of dalmatian puppies are abducted by the minions of Cruella De Vil, the parents must find them before she uses them for a diabolical fashion statement
Day 1: Cruella de ville.
101 Dalmatians Watercolor Print Disney Poster Baby by InkistPrints
Disney-Tasthic-101 Dalmatians phone background
My little sister obsessed over this film (shame they missed out the bit where they had hot toast around the fire) I read the book half a dozen times while skiving from school xxx
Great 7 Snow white and the Seven Dwarfs
Disney Movie Timeline. My personal favorite Disney movies are The Lion King, 101 Dalmatians, The Little Mermaid, and the Nightmare Before Christmas.
101 Dalmatians, 1961 ((he doesn't watch hardly any tv... but Branson did snuggle up w/ Momma for a little while today to watch this!))
Daily Disney Film 17: 101 Dalmatians | Puppies
101 Dalmatians by chacckco


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We would like to introduce one of the greatest jiu-jitsu athletes of all time to our team! Welcome to the family Marcus Almeida "Buchecha" .
Shoyoroll x RVCA releases in 1hr at 10AM PST. One of our most highly anticipated projects of 2016.
Batch #60 SYR x RVCA: A project between friends PM Tenore of RVCA and Bear Quitugua of SYR featuring the Mendes Brothers. Release Date set for Sept. 23rd at 10am PST via shoyoroll.com . Video by: Change for Balance
Who is the most talented JIU-JITSU lower belts in the WORLD?
SHOYOROLL Comp Standard XVI on Sale TOMORROW!
Time: 10 AM PST via Shoyoroll.com
Colors: White and Blue
Cost: $169 white / $179 Blue
Specs: Lightweight Pearl Weave Jacket with Lightweight Twill Pants
*** Limit 1 color per customer
- Like & Share and we will be picking a random winner by tomorrow at the end of the day.
Autism Awareness along with Jiu-Jitsu: A very short video on how martial arts and jiu-jitsu helps people of all... fb.me/1uwb2aORM


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- Mobile Phones
Wednesday, 18 Dec 2013
Qualcomm Employee Admits that Apple's A7 Chip "Hit Us in the Gut"
An unnamed insider at Qualcomm has admitted that the Apple A7 did indeed cause panic attacks at the firm as no one saw it coming.
Tuesday, 17 Dec 2013
SingTel Restores SMS Services, Cause Remains Unknown
SingTel posted on its Facebook Page that some of its subscribers are facing problems receiving and sending SMS messages.
Windows Phone Store Crosses 200,000 Apps, Notification Center Likely to Arrive in Windows Phone 8.1
Here's a couple of good news for Windows Phone 8 users: the Windows Phone Store now has over 200,000 apps, and the Windows Phone 8.1 update that's due next year is likely to come with a notification center.
Five Things to Note from Investigation of Fire at Bukit Panjang Exchange
The SingTel Board has accepted and endorsed the findings and recommendations of the independent Board Committee of Inquiry (BCOI) on the fire at the Bukit Panjang Exchange on 9 October 2013. Here are the top five things to take note from the investigation.
Friday, 13 Dec 2013
Google+ Says: Let It Snow
Using an Android device? Fire up the Google Play store, for there may be a few Google apps updates waiting for you. Say, how about a fun way to add snow to your photos?
Thursday, 12 Dec 2013
Spotify: Listen to Music for Free on Tablets (with Ads) and Smartphones (with Shuffle)
Spotify has announced that it's offering free access to its streaming music catalog on Android and iOS devices, with some restrictions according to the device.
Japan Overtakes U.S. in Mobile Apps Consumption
According to a recent report, Japan has overtaken the U.S. to become the world's number one country in app store revenue, thanks to rapid adoption of smartphones and tablets.
Wednesday, 11 Dec 2013
Nokia's Android Phone is Code-named 'Normandy', This is What It Could Look Like
According to The Verge, Nokia has been building a low-end Android phone code-named 'Normandy', and this is what it could look like.
Sony Xperia Z Ultra Joins the Google Play Edition Program
The Sony Xperia Z Ultra joins the Google Play Edition program and is available for purchase in the U.S.
Tuesday, 10 Dec 2013
Download Apple's 12 Days of Gifts App and Receive One Daily from 26 Dec to 6 Jan
From 26 December 2013 to 6 January 2014, you can download one gift every day via the Apple's 12 Days of Gifts app. Hit the link to find out more.


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Round Shape Oriental Rugs, Persian Rugs, Hand-made Rugs, Silk Rugs, Home Furnishing And Decoration
Posted at: Offers to Sell and Export | Posted on: Tue 10 Jun, 2008 7:15 am | Targeted Countries: Germany | USA | Russia Product Category:
Oriental rugs
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We welcome you to browse our galleries, and are confident that you will find the perfect piece to accent
your style. If you are interested in rugs from a particular country or need a specific size, style or color scheme, please contact us today for a personal consultative appointment. We would be glad to assist you in selecting the perfect piece to meet you needs.
HENGLIDA CARPET CO., LTD, has been founded on Oct.8.1980. After several decades of hard work, it has developed into a modernized enterprise. The scope of its operation includes carpet producing, processing into order and selling. Our products are well sold to American, Europe, Asia and Africa and so on.
Our products include: 260, 300, 400, 500, 600, 800, 1000 lines hand-knotted Silk Carpet and rugs, Hand-hooked Carpet.
The Shape: Rectangular; Round; Oval; Runner; Square.
The specification:2.5X4,2X3,3X5,4X6,5X8,6X9,8X10,9X12,10X14,12X18 feet
Our company aims at Quality first, Credit Supreme and makes various kinds of economical and technical cooperation with the friends from other countries by its first-class management and service. The clients may order as they need.
If you are looking for a potential supplier, please choose us and then you will know how reasonable decision you have made. Believe us! Believe yourself! Because we have one dream for the combination of classic and perfect in life! We will save every penny for you!
We are looking forward to your Cooperation! We make miracle together
Company Contact:
Contact Name: Rose, Liu
Company Name: Henglida Carpet Co,.ltd
Tel: 86-13811035968
Fax: 86-10-65684168
Street Address: Yonganli Street 10,
Jianguomenwai, Chaoyang Area,
Beijing, China
Member name: HenglidaCarpet
Member Since: 15 March 2008
Total Leads:
354 HenglidaCarpet Import Export Business Leads
Business focus: Carpets, Silk Hand Made Carpets, Rugs
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Oriental rugs
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Provide durable protection against damage, so you can keep your phone safe on the go. Soft-touch finish mirrors the look of your phone for a sleek design.
Provides up to 6 additional hours of talk time on 4G and LTE networks or up to 8 additional hours on 3G networks.
Up to 40 additional hours of audio playback or up to 10 additional hours of video playback.
Show you how much power remains in the battery to keep you notified.
From open ports at the bottom and front of the case helps redirect sound from your phone's speakers, resulting in rich, full sound quality.
Lets you charge your phone without having to remove the case.
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Its really too early to say. Weve seen planets around several hundred actually, other stars in the last 15 years or so, but the mass of the asteroid belt is quite small. I dont think that you really have the sensitivity to test something that's that small and which is that spread out across the place that you may need a big concentrated planet which is having a gravitational influence on its host star.
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A new yellow sweet corn
from Oregon farmer/breeder Jonathan Spero of Lupine Knoll Farm.
Away from the corn belt, he is growing non-GMO, non-hybird corns for organic gardeners and farmers.
Top Hat was a favorite in our trail this year, with well-filled, plump ears and a rich, sweet flavor.
Its well-wrapped husk also seemed to resist corn earworms better than most other corns. We think you will love it.
BOTANICAL NAME: Zea mays
An early variety that can be ready by mid-Summer. Does well in many soils-does best in deep, rich soils. Good drainage and full sun important. Must be planted in a section at least 5 feet square for good cross-pollination. Sow seed 2 weeks after average date of last frost. Best planted in succession, directly into garden 15" apart. Greedy feeder so fertilize well. Don't plant same place every year. .
GROW BIOINTENSIVE® CULTURAL INFORMATION: W, H/Matures as marked/Harvest 1-2 /Yield fresh 17-68, dry 12-48/ Spacing 15"
ADDITIONAL INFORMATION :Easy to growYou have the freedom to use these OSSI-Pledged seeds in any way you choose. In return, you pledge not to restrict others' use of these seeds or their derivatives by patents, licenses or other means, and to include this Pledge with any transfer of these seeds or their derivatives.www.osseeds.org


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Description of this paper
Computer Security
THESE ARE ALL DISCUSSION QUESTIONS AND REQUIRE ENOUGH INFORMATION TO ACCURATELY ANSWER THE QUESTION. PLEASE DO NOT SEND A HANDSHAKE IF DID NOT READ THE ASSIGNMENT OR YOU ARE UNABLE TO MEET DUE DATE.;Imagine you work for a medium-sized business in the information security department and suppose you?ve determined the need to structure and implement an incident response plan and team. Propose how you would make a business case for the management team, explaining why this is a needed component of the security program at the company.;Determine how you would design the incident response team, knowing that you would use six people from your current staff to comprise the team. Identify the role that each of these individuals would take and briefly discuss the tasks each would need to absorb.;Select a law that currently governs how technology can be used and discuss it in detail utilizing your own words. Determine whether or not you believe this legislation and other laws surrounding technology are keeping up with the changes and fast paced advancement of information technology and crime. Provide a rationale with your response.;Go to the Dark Reading Website to read the article titled ?1.5M Fine Marks a New Era in HITECH Enforcement? dated March 2012, located at http://www.darkreading.com/database-security/167901020/security/vulnerabilities/232700031/1-5m-fine-marks-a-new-era-in-hitech-enforcement.html., analyze the purpose of HITECH and determine how this act is helping to shape the future of breach notification and consumer protection. Conclude whether or not you believe legislation such as HITECH forces the hands of companies when a breach occurs and whether or not this is better for the breached companies in the end.;Examine the implementation issues for IT security policy development. Determine which of these issues are the most challenging for organizations to overcome and explain why.;Propose at least three control measures that organizations can implement to mitigate the potential issues associated policy development and implementation.;Develop a list of the key elements that need to be included in a security awareness program. Analyze how security awareness programs differ from security training programs.;Examine at least four common hindrances to organizations developing effective security awareness programs and security training programs. Propose solutions to these hindrances.
Paper#63735 | Written in 18-Jul-2015Price : $22


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skin flicknoun [ C ]uk /ˈskɪn ˌflɪk/ us /ˈskɪn ˌflɪk/ US slang
Thesaurus: synonyms and related words
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Word of the Day
a period of time during which an animal or person that might have a disease is kept away from other people or animals so that the disease cannot spread


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10th Annual Harvest Party
Saturday, November 19, 2016 7:00pm-12:00am
The Warehouse - 36 GE Patterson Ave, Memphis, TN 38103
Join us for our 10th Annual Harvest Party, a fundraiser benefitting The Cotton Museum, on November 19, 2016, from 7pm to Midnight at The Warehouse (36 GE Patterson Ave). The Harvest Party is our biggest fundraiser of the year, with good times guaranteed! Guests will enjoy live music from the Earnestine & Hazel's House Band, dancing, classic Memphis food, a silent auction and, of course, an open bar.


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Check in from 12h / Check out prior to 10h
Maxim Hotel Olbia: Find photos, reviews, information, amenities and compare prices for 3 stars hotels in Olbia, Italy.
Maxim Hotel Olbia provides 3-star accommodation in Olbia. It also features bicycle rental, a tour desk and an express check-in and check-out feature.
Hotel description
The hotel provides a laundry service and a car rental desk. It also has a safe, laundry facilities and room service.
Rooms at Maxim Hotel Olbia are elegant and feature a mini bar. They provide a telephone and a private bathroom.
The hotel provides breakfast every morning, and has a bar where guests can unwind with a drink. Each evening, guests are able to relax in the comfortable lounge bar.
For guests who enjoy making the most of local dining options, there is a good selection within walking distance. The hotel's multilingual staff are available to ensure that every traveller has a hassle-free visit.
Hotel features
Room Service, Restaurant, Bar / Lounge, Air Conditioned, Mini Bar, TV, Shower, En suite, Private Bathroom
Multilingual Staff, Safe-Deposit Box, Laundry service, Bicycle Rental, Photocopier, Designated Smoking Area, Express Check-In/Check-Out, Self Laundry
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Users who viewed Maxim Hotel Olbia also viewed these 3 stars Olbia hotels:
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703 Old Town Road, Holland 49424
See more homes for sale in Holland, MI
This property has been Sold!
08/19/2016 at $251,000
In a desirable location on Holland's Northside you will find this charming home near Lake Macatawa. This lovely home features 3 bedrooms 2.5 bathrooms and a newly updated kitchen. The kitchen has been completely redone with ceramic flooring, quartz counters, stainless appliances and new recessed LED lighting. There is both a family room and living room on the main level with fireplace in the living room. The huge backyard is fenced and private and great for any season! Upstairs you will find 3 bedrooms, a beautiful master suite with completely updated tile and glass shower and large walk-in closet. There is a finished room in the lower level that could be used for an office or future 4th bedroom. Call today to make this lovely house your home!
Property Information
- Status
- Sold
- Address
- 703 Old Town Road
- City
- Holland
- Zip
- 49424
- County
- Ottawa
- Township
- Park
- Garage Desc.
- 2, Attached
- Water
- Public
- Sewer
- Public
- Year Built
- 1987
- Taxes
- $3,233
Rooms and Land
- MasterBedroom:
- 13x13 2nd Floor
- Bedroom2:
- 11x14 2nd Floor
- Bedroom3:
- 14x10 2nd Floor
- Family:
- 20x14 Main Floor
- Kitchen:
- 15x11 Main Floor
- Living:
- 17x13 Main Floor
- Dining:
- 16x12 Main Floor
- Basement
- Daylight
- Cooling
- Central
- Heating
- Forced Air, Natural Gas
- Acreage
- 0.37
- Lot Dimensions
- 105x154
- Appliances
- Dishwasher, Dryer, Garbage Disposal, Microwave, Oven, Range, Refrigerator, Washer
- Fireplace Desc.
- Family, Wood
- Exterior Materials
- Wood
- Exterior Features
- 3 Season Room, Deck(s), Patio
Listing Video for 703 Old Town Road, Holland MI 49424
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Listing Broker
Listing Courtesy of @homerealty Holland
Office Address 11539 Lakewood Blvd Ste 70
Listing Agent Luke S Bouman
Listings last updated: . Some properties that appear for sale on this web site may subsequently have been sold and may no longer be available.
Our Michigan real estate agents can answer all of your questions about 703 Old Town Road, Holland MI 49424. Real Estate One, Max Broock Realtors, and J&J Realtors are part of the Real Estate One Family of Companies and dominate the Holland, Michigan real estate market. To sell or buy a home in Holland, Michigan, contact our real estate agents as we know the Holland, Michigan real estate market better than anyone with over 100 years of experience in Holland, Michigan real estate for sale.
The data relating to real estate for sale on this web site appears in part from the IDX programs of our Multiple Listing Services. Real Estate listings held by brokerage firms other than Real Estate One includes the name and address of the listing broker where available.
IDX information is provided exclusively for consumers personal, non-commercial use and may not be used for any purpose other than to identify prospective properties consumers may be interested in purchasing.
All information deemed materially reliable but not guaranteed. Interested parties are encouraged to verify all information. Copyright© 2016 MichRIC LLC, All rights reserved.


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Makers of magnetic materials in Dongyang continue to raise production and pursue R&D to keep the city's key position in the industry.
China manufacturers of magnetic materials in Dongyang in Zhejiang province will continue to boost production and R&D in the next five years. This is in line with efforts to solidify the city's status as a key local and global hub for the segment. Dongyang accounts respectively for 37 and 15 percent of China's and the global total capacity.
|Zhejiang province's Dongyang accounts for 12 percent of the global capacity for magnetic materials.
Hengdian DMEGC Magnetic Co. Ltd has been increasing output by 10 to 20 percent in past years. It has invested $20 million in a MnZn project, which is currently under construction. Scheduled to commence mass production in December this year, the factory is expected to realize total sales of $20 million by 2012.
For this year, Hengdian DMEGC hopes export sales will surpass $100 million as product qualification rate reaches 99 percent. The country's largest manufacturer of permanent and soft ferrite magnets, it owns 16 and 10 percent share of China's total yield for the categories.
Zhejiang Kaiven Holding Co. Ltd, on the other hand, has invested close to $1.5 million in the reconstruction of its factory and the installation of new production and test equipment.
In addition, suppliers will continue to focus R&D on upscale models until 2012. They will aim for the communications, information technology and automotive sectors.
Applications cover LED products, energy-saving home appliances, 3G devices and intelligent power supplies.
Hengdian DMEGC will concentrate on updating technology used in high-performance materials such as DMR95, DMR47, DM50B and DMR24. Zhejiang Kaiven, on the other hand, has introduced upscale KV40/40 magnets, which are widely used in automotive motors.
Based on sales, Dongyang is expected to generate $1.4 billion of China's $7.4 billion total by 2015. Its exports will touch $500 million.
The city plays host to 122 manufacturers and up to 30,000 workers in the line. It boasts two dedicated zones, the Hengdian Electronic Industry Park and the Lizhai Industry Park. Both have been attracting up- and downstream suppliers of magnetic materials locally and from abroad.
Dongyang was designated as the national magnetic materials base in 2006, the national magnetic material technology innovation center in 2009 and China's magnetic materials city last year.
Overall, China churns out 830,000 tons of ferrite magnets, 480,000 soft ferrite and 120,000 NdFeB. These represent 65, 70 and 90 percent of the global total, according to statistics from the China Electronic Components Association.
Note: This article "Dongyang strengthening magnetic materials industry" was originally published by Global Sources, a leading business-to-business media company and a primary facilitator of trade with China manufacturers and India suppliers, providing essential sourcing information to volume buyers through our e-magazines, trade shows and industry research.
All price quotes in this report are in US dollars unless otherwise specified. FOB prices were provided by the companies interviewed only as reference prices at the time of interview and may have changed.
Disclaimer: All product images are provided by the companies interviewed and are for reference purposes only. Those product images featuring products with trademarks, brand names or logos are not intended for sale. We, our affiliates, and our affiliates' respective directors, officers, employees, representatives, agents or contractors, do not accept and will not have any responsibility or liability for product images (or any part thereof) which infringe on any intellectual property or other rights of a third party.


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David Jones bid09 Apr 2014
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Australian retailer recommends A$2.1bn bid from South African rival
South African retailer Woolworths has bid A$2.15bn (€1.46bn) for David Jones, in a move that could flush out rival offers for the Australian department-store operator.
David Jones said on Wednesday that its board is recommending shareholders accept Woolworths's offer of A$4 a share, which represents a 25% premium to David Jones' closing price of A$3.19 on Tuesday.
The price is higher than an October proposal by Australian rival Myer, which was swiftly rebuffed. Myer said that, in light of Woolworths's approach, it has withdrawn its proposed "merger of equals", which did not offer any premium to David Jones shareholders.