text:
Ms Goldschmidt is it true that you are deaf? That would really help us to meet the quota! Positive discrimination revisited
- Erica Hubbard
- 2 years ago
- Views:
1 Ms Goldschmidt is it true that you are deaf? That would really help us to meet the quota! Jenny E. Goldschmidt 1. Introduction The principle of equality was the subject of Titia Loenen s PhD, 1 and has remained one of the core themes of her work. Incorporating perspectives from different streams of feminist studies and human rights theory, she made a large contribution to this field. Our common interest here was reflected in many debates we had, mostly agreeing but fortunately also discussing and challenging different points of view. In 1989 I was invited to write a report for the Annual meeting of the Dutch Lawyers Association (NJV) on Positive discrimination, in particular the constitutional aspects. 2 This offered me an opportunity to apply the feminist legal debate on the principle of equality as it developed in the same period, mostly in the US. Some 25 years after this exercise the debate is still continuing on the obligations emanating from the principle of equality and the obligations of the State to promote de facto equality. Therefore, it seems challenging to reconsider some aspects of the views at that time against the background of the legal and actual conditions today. In this short contribution I do not intend to give a complete academic overview, but I will highlight some issues relating the development of the improvement of the position of (in particular) women to the legal development and proposed new instruments. 1 Loenen Goldschmidt 1989.
2 346 Ms Goldschmidt is it true that you are deaf? That would really help us to meet the quota! My focus will be on the situation in the Netherlands, but as Dutch equality law is closely related to the law of the European Union, this will be taken into account where relevant. 2. Positive discrimination in equality law First of all, there is a great deal of confusion about the terminology: positive action, positive discrimination, preferential treatment, affirmative action and reverse discrimination are used in different, sometimes overlapping, ways by different authors. My contribution deals with positive discrimination or reverse discrimination (I use both terms in the same meaning): this is a temporary measure where members of a disadvantaged group are given priority over the others to achieve de facto equality. Positive discrimination has to be distinguished from positive action. Positive action (which in my view is more or less the same as affirmative action 3 ), on the contrary, concerns all, in principle permanent, measures that intend to contribute to more equality, mostly by taking differences into account and/ or including different perspectives in the law. Therefore, it is an essential aspect of the positive obligation that States have to promote equality. Positive discrimination or reverse discrimination, on the other hand, is conceived as an exception to the rule of equal treatment by specific temporary measures. This does not imply that these measures cannot be seen as being equally necessary, because positive discrimination aims to accelerate the achievement of de facto equality. 4 But they are seen as temporary, not as permanent measures, and demand a specific justification, based on the extent of de facto inequality and the availability of candidates. Positive discrimination is an instrument to address a situation where the number of people from a specific group (e.g. women or the disabled) who are actually hired significantly lags behind the number of qualified candidates from that group. Because the long history of discrimination has persistent consequences even after the introduction of anti-discrimination law, it is 3 See: Bacchi 1996, at pp : sometimes positive discrimination can (temporarily) be part of the measures. 4 See also: Freeman 2003.
3 Jenny E. Goldschmidt 347 necessary to allow positive discrimination or reverse discrimination to bring the excluded, disadvantaged groups to equal positions. Opinions on whether this persisting de facto inequality of women justifies a form of positive discrimination or whether positive discrimination is just an over-inclusive measure which amounts to discrimination against men differ, and they have done so since the beginning of the debate on this issue. As a consequence, the first legal measures legitimizing positive discrimination reflected this debate and left the legislators and judges only a very narrow margin of discretion to accept it: national and international legal instruments generally accept this kind of measure, under more or less strictly defined conditions related to proportionality, transparency, and due diligence. Positive discrimination was in practice only allowed when there was solid proof of disproportionate results (in relation to the women qualified for the positions), when men were not altogether excluded, when women were at least equally qualified (giving room for stereotype interpretations of equal qualifications), procedures were strictly temporary and transparent and special circumstances could be taken into account. The legal debate focuses on these conditions and on the position of women. 5 In particular on the question whether an absolute priority, excluding male candidates altogether during a specific period, is acceptable. At the time I wrote my report in 1989 these types of cases hardly occurred and the general tendency was that preferential treatment should not completely exclude males. Similarly, quotas were not very much supported. The Court of Justice of the European Union and its predecessors reaffirmed these views and the very strict conditions defined by the Court in the cases of Kalanke, 6 Marschall, 7 Badeck 8 and Abrahamsson 9 left the national institutions with little or no room for other interpretations and more effective measures to promote equality in selection procedures. 5 See also: Goldschmidt and Loenen Case C-409/95, Kalanke v Freie Hansestadt Bremen, [1995] ECR I Case C-409/95, Hellmut Marschall v Land Nordrhein-Westfalen, [1997] ECR I Case C-158/97, Georg Badeck and others, [2000] ECR I Case C-407/98, Abrahamsson v Fogelqvist, [2000] ECR I
4 348 Ms Goldschmidt is it true that you are deaf? That would really help us to meet the quota! Only in 2012, after some years earlier (in 2006) the so-called Recast Directive 10 had reframed the provision on positive measures with a view to ensuring full equality in practice (art. 3), did the Dutch National Human Rights Institution, which succeeded the Equal Treatment Commission, use this change as a tool to broaden the scope for affirmative action and allow absolute priority for women in a case where the exclusion of women was very persistent. 11 The preferential treatment of women is not only allowed as an exception to equal treatment (as it is constructed in the EU legislation mentioned above) but can also be constructed as an obligation emanating from the principle of equality, as codified in article 4 par. 1 of the CEDAW. In both cases, whether seen as an exception or as an aspect of the general obligation, the scope of the measure is the subject of debate. 3. Diffferent approaches and theory The opinions in the debate on this issue are based on legal and more strategic arguments. The legal aspects were mentioned above: based on the requirements of proportionality and the prevention of the exclusion of others (than the preferred group). In my report in 1989 I referred to the necessity to take the differences in power between different groups in society into account. As some groups ( white male heterosexuals without a disability ) can more easily influence the general rules and policies, the general rules and practices reflect the dominant standard. The transformation of these takes time and demands more inclusive institutions where the less powerful groups are participating. These elements related to the impact and implications of male dominance in the public sphere were introduced in the legal debate by feminist legal scholars such as Ann Scales, who argued that Disadvantage has a way of replicating and reinforcing itself. 12 In this view preferential 10 Directive 2006/54/EC of 5 July 2006 on the Implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation (OJ L 204 p. 23). 11 Opinion (2012), see also the Comments of Cremers-Hartman and Vegter 2013, at pp Scales 1986.
5 Jenny E. Goldschmidt 349 treatment from a legal perspective is not seen as a measure to compensate past injustice (retrospective) but as a (necessary) step to achieve equality in the future (prospective). 13 With regard to the legal arguments I emphasized the necessity of proportionality to balance the interests at stake and to do justice. As mentioned, reasons not to support preferential treatment in its various forms can also be strategic. It seems to be quite common that women who have been appointed as a result of preferential treatment are perceived as not really good enough and certainly less qualified than the best male candidate. We need the best candidate for the job or I do not want to be selected because I am a woman but because of my qualifications are the arguments we often hear. Against this reasoning it is held that who has the best qualifications is not easily established and that the entire selection process is more often than not gendered, not because the people involved are discriminating but because stereotyped perceptions play a role, even unconsciously 14 and unintentionally. In this context I am always surprised that we never hear never a man again in cases where a very promising male candidate does not meet the expectations or even fails, whereas in similar cases when a woman was appointed (because of active policies or not), her sex is often seen as relevant for the failure. Another, and in my opinion a more viable strategic argument against various forms of preferential treatment is that women who are appointed on this basis (in particular when there is strong resistance against the policy) will not receive a fair opportunity, will have to face a hostile environment and every minor mistake will be used to reaffirm that they were not the best candidate. On the other hand, if women get no opportunity at all they lack the possibility to show their qualities. Yet another argument is that in the case of compulsory preferential policies, this may result in downgrading the qualities of the female candidates to establish the far higher quality of a male candidate (no equal qualifications) or 13 The (not mutually exclusive) arguments of both sides are summarized by Titia Loenen in her synopsis of the theoretical aspects of the Principle of Equality for students, Loenen 1998, at pp The research carried out at Leiden University by Annelies van Vianen as early as 1987 is still very interesting as it discloses the invisible barriers in a selection procedure: van Vianen 1987.
6 350 Ms Goldschmidt is it true that you are deaf? That would really help us to meet the quota! even to disqualify the women (they do not meet the necessary qualifications): this may also be combined with amending the necessary qualifications during the procedure (e.g. the requirement of a certain amount of publications is changed into international publications or publications in a certain field without a direct relevance to the position at stake). This argument can only be countered by guaranteeing and monitoring the neutrality of the procedures and thus trying to prevent any form of bias. Because this is not an easy task, more absolute forms of preferential treatment or quotas are seen as reasonable options despite the possible negative side-effects. But when it comes to more absolute forms of preferential treatment such as quotas, other aspects also play a role. Quotas will also have to be proportional, i.e. they have to reflect the under-representation of women (for instance) in proportion to the number of women who are qualified for the specific position. This is not always easy to establish: which statistics are relevant: is the national rate also applicable in a small remote village? And it remains to be seen how quotas are used: do they give real opportunities to the women who need them or do they benefit the minority of women who have already achieved much and desire to have more opportunities? In 1989 when a Dutch University had a quota for disabled staff, I had the pleasure of being welcomed by the head of the Human Resources department after selection by the Faculty: Ms Goldschmidt, is it true that you are deaf? That would really help us to meet the quota!. Because of all these legal and strategic barriers, in 1989 I supported a proportional approach, avoiding the total exclusion of male candidates and quotas, expecting that the increasing participation of women in (higher) education, the workforce, and the redivision of unpaid work between these well-educated, economically independent women and their partners who would also be happy to develop their other skills would gradually change the landscape. However, persistent social patterns of male and female capacities and roles, and stereotyped expectations, seem to be more difficult to change than I had hoped.
7 Jenny E. Goldschmidt The reality after 25 years Without giving a complete overview of the division of men and women in particular in the areas of work and education which are the areas where the debate on preferential treatment, positive discrimination and quotas usually takes place, some data may clarify the situation today with an emphasis on the European Union (after almost 40 years of equality laws). In the 2010s new figures have shed an alarming light on the lack of progress in the participation of women in the higher professions, and the persisting gender pay gap. In 2011 the European Network of Legal Experts in the field of Gender Equality published its report entitled Positive Action Measures to Ensure Full Equality between Men and Women, including on Company Boards, 15 which indicates that the gender pay gap remains at 18% across Europe, and women still have a disproportional share of unpaid work and lower participation in paid work than men, even lower when they have 3 or more children: the employment rate for women without children is 75 %, for women with three children or more it is only 54%, against 80%, respectively 85%, for men (p. 2). Women in Europe are under-represented in decision making, only 24% of members of national Parliaments are female, for example. The World Gender Gap report of 2014 explains that the gender gap now stands at 60% worldwide which means that it has closed by not more than 4 % since It will take until 2095 to close the gap under similar circumstances. 16 A remarkable feature is the fact that the gap is narrow in the field of education (94%), which also reaffirms the assumption that even an increase in qualified women does not automatically imply that they will have better opportunities. This aspect is discussed over and over again every time the alarming percentage of female professors is reaffirmed: the last monitoring in the Netherlands showed a percentage of 14.8 % Selanec and Senden World Economic Forum, The Global Gender Gap Report 2014, available at: reports.weforum. org/global-gender-gap-report-2014/. 17 Monitor Vrouwelijke Hoogleraren 2012, available at: Hoogleraren/Monitor-2012.
8 352 Ms Goldschmidt is it true that you are deaf? That would really help us to meet the quota! This gap is also reflected in the Proposal of the European Commission to improve the gender balance on company boards, published in The low number (13.7 %) of women who occupy corporate seats in the largest listed companies is the reason why the Commission proposes to impose a quota. 5. Behind the facts These facts compel me to reconsider the optimist expectations of 1989 that increasing the education and participation of women in the public sphere would contribute to the gradual elimination of discrimination. I think that two aspects can explain why this optimism was not realistic. The first aspect lies in the fact that I underestimated how the implementation of laws and policies depends on the laws and policies that dominate the field where they have to be applied. It was at a Conference on Comparative Non- Discrimination Law organised in Utrecht in 1998 by Titia Loenen and Peter Rodrigues that John Griffiths applied his theory on the social working of the law on the Dutch Equal Treatment legislation. 19 He explained that the effective implementation of the law will depend on the resistance of the (labour) organisations where the law has to be applied. Labour organisations, in particular large (multinational) companies, usually constitute a social field with its own, usually well-developed, system of formal and informal rules that apply and are enforced by official and informal mechanisms. Very often these systems of rules are largely incompatible with the demands of antidiscrimination law. For that reason it will be extremely difficult to get the latter laws accepted and even more so to make them also effective in practice. Thus, the enforcement procedures used to implement the equality legislation must take this into account and, by definition, weak instruments risk being ineffective versus the relatively strong internal normative systems. Apart from the necessity to have an adequate implementation system, it is most important to empower the groups, such as women, that invoke the equality 18 Proposal for a Directive of the European Parliament and of the Council on improving the gender balance among non-executive directors of companies listed on stock exchanges and related measures, COM(2012) Griffiths 1999.
9 Jenny E. Goldschmidt 353 legislation. It will be important for them to find partners such as social organisations, trade unions or parts thereof to increase the susceptibility of the organisation to the imposed equality legislation. Another aspect that influences the slow progress in the elimination of discrimination is the endurance and persistence of stereotypes. I mentioned above the research by Annelies van Vianen in 1998, and unfortunately various researchers since then have reaffirmed the fact that unconscious assumptions and barriers are not easily erased. The persistence of stereotypes is also increasingly related to the case law of the human rights courts in the context of achieving equal rights: Lourdes Peroni and Alexandra Timmer analysed the risk of stereotyping in the use of the concept of vulnerable groups. 20 As Titia Loenen already explained in her dissertation in 1992, substantive equality can only be achieved when the norms themselves which have to be applied equally are really neutral., i.e. not merely reflecting dominant views and patterns. 21 This will require more inclusive concepts, or, from the position of Rikki Holtmaat, a different law 22 and subsequent implementation. As we can now see, it takes more than 25 years to abolish these stereotypes and to change the dominant normative system to become more neutral, to open the eyes of those who have to apply the law to inherent stereotype mechanisms, and to open the various strong social fields that successfully resist the penetration of equality law. This forces me to reconsider my opinion that we do not need quotas, and that a well-balanced, proportional, limited possibility for preferential treatment would be enough to achieve equal opportunities for women (and other less powerful groups) in addition to the effective implementation of non-discrimination law in general. 6. Conclusion: positive discrimination revisted Some 25 years after my 1989 report on Positive Discrimination I feel somewhat sadder and wiser. Sadder because the optimism underlying my 20 Peroni and Timmer O.c. Loenen 1992, at p Holtmaat 1988.
10 354 Ms Goldschmidt is it true that you are deaf? That would really help us to meet the quota! more careful approach to proportionality and avoiding absolute priority or quotas seems to have been denied by the facts. Although I can accept that social changes need time, I cannot accept that we need 80 more years at least to close the gender gap. After all, it is about the fundamental rights of women, and about ALL of the fundamental rights of women because the gap and the stereotypes affect women in all aspects of their lives, including e.g. physical integrity: the Fundamental Rights Agency on gender-based violence repeatedly mentions the relevance of attitudes as both a cause of gender-based violence and as an essential aspect of solving the problem. 23 Equal rights are essential to achieve human rights; we cannot perceive the unequal participation of women as a violation of the principle of equality only: it is also a violation of the right to work, including equal opportunities and equal pay, the right to education and other rights. This human rights approach entails positive obligations that all possible instruments are used to achieve equality. When, as I must conclude from the facts, the more gentle approaches of proportionality and soft measures do not result in tangible improvements without objective justifications, it is not only justified but even mandatory from the perspective of the progressive realisation of human rights to take more compulsory measures. Thus, I agree with the Dutch National Institute for Human Rights, which has the role of an Equality Body, when it ruled in 2012 that the Technical University of Delft was allowed to adopt a special tenure track programme for women only, considering the enduring gap between men and women in academic positions. 24 After 25 years I agree that we need preferential treatment in a less committed way and quotas to ensure results that are in accordance with human rights. This also means that the state and other authorities have to ensure that relevant instruments exclude as much as possible concepts that, without further definition, can be interpreted in a typical way (such as equal qualifications ). For this and other reasons (the obligation is still not very strict) the proposed Directive on quotas for women (and, surprisingly, also allowing quotas for 23 European Agency for Fundamental Rights See College voor de mensenrechten, Opinion , available at: publicaties/oordelen/ /detail.
11 Jenny E. Goldschmidt 355 men) on the board of companies has been criticized as having only limited added value and many shortcomings. But, on the other hand, it is essential to take at least some steps to achieve more equality as extensively explained by Linda Senden and Mirella Visser, who provide recommendations to improve the Directive that seem to be absolutely necessary to make it effective. 25 I can only hope that after another 25 years the debate on quotas and preferential treatment will have become a non-issue because we will then have achieved justice and that gender, disability, ethnicity or other grounds that exclude groups will in no way be decisive for the enjoyment of human rights and dignity. 25 Senden and Visser 2013.
12 356 Ms Goldschmidt is it true that you are deaf? That would really help us to meet the quota! Bibliography Bacchi, C.L., The Politics of Affirmative Action, Women, Equality and Category Politics, Sage Publications, London, Cremers-Hartman, E. and Vegter, M.S.A., Geslacht, in: Holtmaat, R. (ed.), Gelijke Behandeling 2012, Oordelen en Annotaties, Wolf Legal Publishers, Amersfoort, 2013, pp European Union Agency For Fundamental Rights, Violence against women: an EU-wide survery, Main results, Report, Publications Office of the European Union, Luxembourg, Freeman, M., Temporary Special Measures: How Long is Temporary and What is Special?, in: Boerefijn, I. et al. (eds.), Temporary Special Measures, Accelerating de facto Equality of Women under Article 4(1) UN Convention on the Elimination of All Forms of Discrimination Against Women, Intersentia, Antwerp, 2003, pp Goldschmidt, J.E., Staats- en bestuursrechtelijke aspecten van positieve actie (Constitutional and administrative aspects of affirmative action), (Preadvies Nederlandse Juriste Vereniging), W.E.J. Tjeenk Willink, Zwolle, 1989, pp Goldschmidt, J.E. and Loenen, T., Inleiding Voorkeursbeleid voor Vrouwen, in: Holtmaat, R. (ed.), Betogen voor Recht en Verandering, Eva Cremers-Hartman, Kluwer, Deventer, 2014, pp Griffiths, J., The Social Working of Anti-Discrimination Law, in: Loenen, T. and Rodrigues, P. (eds.), Non-Discrimination Law, Comparative Perspectives, Kluwer Law International, The Hague, 1999, pp Holtmaat, R., Naar een ander recht, Nemesis, Vol. 4, No. 1, 1988, pp Loenen, T., Verschil in Gelijkheid. De conceptualisering van het juridisch gelijkheidsbeginsel met betrekking tot vrouwen en mannen in Nederland en de Verenigde Staten (Difference in Equality, The Conceptualisation of the Legal principle of Equality with regard to women and men in the Netherlands and the United States), W.E.J. Tjeenk Willink, Zwolle, Loenen, T., The principle of Equality, (Ars Aequi Cahiers), Ars Aequi libri, Nijmegen, Peroni, L. and Timmer, A., Vulnerable Groups: the Promise of an Emergent Concept in European Human Rights Convention Law, International Journal of Constitutional Law, Vol. 11, No. 4, 2013, pp Scales, A.C., The Emergence of a Feminist Jurisprudence: An Essay, Yale Law Journal, Vol. 95, No. 7, 1986.
13 Jenny E. Goldschmidt 357 Selanec, G. and Senden, L., Positive Action Measures to Ensure Full Equality in Practice between Men and Women, including on Company Boards, European Network of Legal Experts in the Field of Gender Equality, European Commission, Senden, L. and Visser, M., Balancing a Tightrope: The EU Directive on Improving the Gender Balance among Non-Executive Directors of Boards of Listed Companies, European Gender Equality Law Review, No. 1, 2013, pp van Vianen, A., Het selektie- interview, Over de rol van sekse-stereotypen [diss. Universiteit Leiden], 1987.
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text:
" So Jobs and Wozniak were invited to have a meeting with, as his impish business cards read, "Regis McKenna, himself.Ugg Furry Boots "After school one day, she gave me this workbook with math problems in it, and she said, 'I want you to take it home and do this.Ugg Short Making straight to this, he tapped a short Morse signal on the french window, which promptly opened a sufficient space to admit him. "Robert was very much an outgoing, charismatic guy, a real salesman," Kottke recalled.[28][34] In early 1995, Smith promoted the UGG AUSTRALIA brand on the Rush Limbaugh show, which spurred sales while the brand gained further exposure when the San Diego Chargers started wearing them. "My very first walk was to tell him to bathe more often," Scott recalled. As the UGG mark was registered, Deckers was entitled to the assumption that it was not generic, thus the burden of proof rested with Koolaburra. Ugg Boots For Toddler Girls "It was the first time in their lives they didn't have a mortgage," Jobs recalled.Www.Ugg "My very first walk was to tell him to bathe more often," Scott recalled. I wanted to be like an orphan who had bummed around the country on trains and just arrived out of nowhere, with no roots, no connections, no background.15 Recent cases In a second Australian non-use action between Deckers and Luda Production Pty. The calligraphy course would become iconic in that regard. The math for making circles usually required calculating square roots, which the 68000 microprocessor didn't support.ugg boot styleUgg Boots With Bows On Back Style Details: Relaxed pull on mid boot Water resistant Silkee Suede upper Leather lace ornately finished with hammered metal bead lace ends Synthetic braid wrapped sidewall 8 3/4" shaft height Other: This product is made in US, China, or Vietnam, varies by product.
"Like we made little posters announcing 'Bring Your Pet to School Day. Ugg Furry Boots " He put it in hardware-software terms: "It was as if something in the animal's body and in its brain had been engineered to work together instantly rather than being learned.Adirondack Ugg The calligraphy course would become iconic in that regard. That not only helped them gauge the design's evolution, but it prevented Jobs from insisting that one of his suggestions had been ignored. His mother, he later said, was a "traditional Muslim woman" who was a "conservative, obedient housewife. "The idealistic wind of the sixties is still at our backs, though, and most of the people I know who are my age have that ingrained in them forever. [Ugg Furry Boots] His glance, bright and sharp, read Kindell's face as he asked: "You bring news? You will land the fish?" He spoke in English, of which he had idiomatic control, only accent and an occasional idiosyncrasy of construction showing that he was using a foreign tongue.
But they ended up deciding not to have another encounter with the gunman, even on the off chance they could get their $150.ugg boot style Alex on December 3, 2012 I was in search for a good, high quality jacket, for these cold NYC winters. Now, a year later, he had three stores and visions of building a national chain. But when he got in to see him, Jobs was so cold that Kottke froze. It was really super. [Ugg Furry Boots] " She is absouletly 100% correct.
By the end of December 1980, Apple would be valued at $1. Ugg Boots For Toddler Girls "The current wave of industrial design is Sony's high-tech look, which is gunmetal gray, maybe paint it black, do weird stuff to it," he said. He wrestled with the issue over long lunches at Bob's Big Boy hamburgers (Woz's favorite place) and at the Good Earth restaurant (Jobs's). These are even easier to get on because of the slit down the side and more versatile also because you can fold the top down. [Ugg Boots For Toddler Girls] At one demonstration of the technology, he arrived late, fidgeted awhile, then abruptly cut off the engineers in the middle of their presentation with a brusque "Thank you.
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subset: commoncrawl


text:
Hanson's gem lifts Braves past JaysJun 9, 2012 - 11:54 PM
Hanson (7-4) allowed two runs on five hits and a walk to lead the Braves to their sixth straight win.
"I threw well, there were a ton of good plays and it was a total team effort. That's got to be one of my favorite games I've ever played in," said Hanson.
Craig Kimbrel tossed a perfect ninth inning to record his 18th save of the year.
Drew Hutchison (5-3) gave up five runs on seven hits and a walk while striking out seven over 6 1/3 innings to take the loss for Toronto, which dropped its third consecutive game.
Jose Bautista accounted for the Blue Jays' offense by smacking his 17th homer this season.
Atlanta stranded a runner on third in the first inning but was able to break through in the third when Uggla hammered a three-run home run over the center- field wall.
Michael Bourn singled and Brian McCann worked a two-out walk prior to Uggla's 11th homer of the year.
Toronto was able to close the gap to 3-2 in the sixth inning when Bautista followed Colby Rasmus' two-out single with a blast into the left-center field bleachers.
But the Braves regained their cushion in the seventh inning, starting with Andrelton Simmons leading off the frame with his first career home run.
After Jose Constanza followed with a bunt single and moved to second on a Hanson sacrifice bunt, Yan Gomes entered in relief of Hutchison and Bourn slapped his second pitch down the left-field line for an RBI double, giving Atlanta a 5-2 edge.
Hanson then tossed a perfect eighth inning before Kimbrel retired the side in order in the ninth to seal the win for the Braves.
"He just threw pitches and he mixed it up well and just threw strikes. So when you get ahead in counts and make good pitches you're going to get outs and that's what he did," Blue Jays third baseman Brett Lawrie said about Hanson.
Game Notes
Bourn extended his hit streak to nine games...Blue Jays left fielder Rajai Davis left the game in the fifth inning after jamming the middle finger on his left hand during a swing in his last at-bat...Hanson improved to 7-2 in 10 career interleague starts...Atlanta now leads the all-time series between the teams, 15-14.
Jun 9 6:41 PM
- Yan Gomes struck out swinging. None on with one out and Brett Lawrie due up.
Blue Jays 2, Braves 5 Top 8, 1 OutJun 9 6:20 PM
- 28
rootsRUWTbot Took away 15 roots
Blue Jays 2, Braves 5 Top 8, 1 OutJun 9 6:20 PM
- Tommy Hanson sacrifice bunt to first. On the play, Jose Constanza advances to second. Runner on second with one out and Michael Bourn due up.
Blue Jays 2, Braves 4 Bot 7, 1 OutJun 9 6:08 PM
- 43
rootsRUWTbot Added 10 roots
Blue Jays 2, Braves 3 Top 7, 1 OutJun 9 5:59 PM
- 33
rootsRUWTbot Took away 16 roots
Blue Jays 2, Braves 3 Mid 6Jun 9 5:46 PM
- 49
rootsRUWTbot Added 18 roots
Blue Jays 2, Braves 3 Top 6, 2 OutsJun 9 5:45 PM
- Jose Bautista two-out, two-run Home Run (17) to left center scored Colby Rasmus. Edwin Encarnacion due up.
Blue Jays 2, Braves 3 Top 6, 2 OutsJun 9 5:43 PM
- 31
rootsRUWTbot Added 15 roots
Blue Jays 2, Braves 3 Top 6, 2 OutsJun 9 5:43 PM
- 16
rootsRUWTbot Added 8 roots
Blue Jays 0, Braves 3 Top 5, 1 OutJun 9 5:24 PM
- Dan Uggla two-out, three-run Home Run (11) to center scored Michael Bourn and Brian McCann. Jason Heyward due up.
Blue Jays 0, Braves 3 Bot 3, 2 OutsJun 9 5:00 PM
- 8
rootsRUWTbot Added 8 roots
Blue Jays 0, Braves 0 Mid 3Jun 9 4:49 PM
Top 1, 0 Outs
Jun 9 4:07 PM
Related News
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- Blue Jays-Yankees Preview May 23
- Ejections aplenty for Blue Jays lately May 23
- Baseball Capsules May 22
- Hughes drops to 1-7 as Twins lose to Blue Jays 3-1 May 22
- Bautista, Donaldson homers propel Blue Jays over Twins 3-1 May 22
- Eickhoff shuts down Braves over 7 innings, Phillies win 5-0 May 22
- Eickhoff shuts down Braves over 7 innings, Phillies win 5-0 May 22
- Blue Jays manager Gibbons ejected for 4th time this season May 22
- Baseball Capsules May 22
- Braves-Phillies Preview May 21
- Offense quiet, Phillies fall 2-0 to Braves May 21


text:
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text: Tie Guy UK is refreshing. It's a site dedicated to bondage - not fetish, not BDSM, not role playing and not leather or rubber. Just bondage, a little tickling and teasing. The owner, who also does all the tying up, is Steve, and in his own words, "Bondage is the art of restraint." Not only does he do the bondage, but he also does the site updates, customer support and site design. It's pretty much a one-man show, and a labor of love. The bondage in this site is creative - often very creative. There's lots of rope bondage, duct tape, electrical tape, gags and sometimes odder things like boxing gloves. The guys who are bound are fit and from 18 to maybe 40, and they do this because they're into it - they don't get paid as the site doesn't make that much money. And to me, this just makes Tie Guy UK hotter as everyone who appears is there because it turns them on. And what could be better than that?


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Since 1928, Acton® has built its reputation by offering comfortable and quality products. Every day, our team is working hard to pursue the work accomplished by our predecessors. Every action is guided by our passion, our creativity, our innovative spirit, our pride and our energy. We develop our products not only for the consumer but with him, because his wellbeing and satisfaction are at the heart of our daily concerns. That is why we continue to innovate everyday.
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text:
NOVAtime is an automated time and attendance solution suitable for companies of all sizes, from small businesses to large enterprises.
This Web-based system offers simple online interfaces for administrators and supervisors, as well as employee self-service for time reports, scheduling and time-off requests.
An all-in-one workforce management solution, NOVAtime supports not only time and attendance tracking, but also scheduling, labor costing, leave management, incentive systems, analytics (including a custom report building engine) and more.
This vendor also offers a variety of remote devices for data collection, such as handheld scanners, wireless terminals, Web punching and phone-in solutions, which send employee data to the application in real time.
NOVAtime integrates with over 300 payroll, human resources and other business software systems.
Debbie from Cowles Company
Specialty: Other
Employees number: 501-1,000 employees
February 2017
February 2017
We've used Novatime for over 10 years. We currently run in-house with 5 clocks, phone clock in and users logging in via the employee kiosk. We do not have the system calculate accruals, however, we import them from our payroll system and do use them to keep employees from going over their earned time off. We also use the vacation scheduling feature.
Many features and once you know where to set them up it is pretty easy. Easy to import our accruals from our hr system; many reports and ability to schedule them to various users is a wonderful feature. Good notification system - we use this to notify supervisors if employees are going over 40 hours a week. Though it could be set up for many more instances. We also just set up to notify a supervisor if an employee has submitted a time-off request.
Like the ability to track where employees are punching in from - not an issue for the most part.
Because the system does so much; it can appear complicated to set up. We are too small of a company to have Novatime themselves provide support, but our vendor (who we go through for support) is wonderful and quick to get back to us.
This is a good system and when we bought it - reasonably priced. As I said we host in-house and I think they are getting away from that. This meets all of our needs and we are slowly using more of the features.
Brenda from Kortmed Marketing
Specialty: Healthcare / Medical
Employees number: 11-50 employees
October 2016
October 2016
It's been very easy to use. I like the way it tracks time and I can look at previous weeks.
Sometimes forget to punch in.
Damasia from Kortmed Marketing & Management
Specialty: Healthcare / Medical
Employees number: 51-200 employees
October 2016
October 2016
System is pretty easy to use. Anytime I need help just call the support line and majority of the time my issue is resolved on the first call.
Ability to run customized reports and the timely support provided.
Different URLs needed for the admin, for supervisor and employee. Would be nicer if all logged in to same URL and then just configured different access rights
Tatjana from Gerawan Farming
Specialty: Agriculture
January 2016
January 2016
The vendor treats it's customers as family. Phone calls and or emails returned timely; solutions, resolutions and options always available for any type of issues. Issues are limited to none per year. I have been using the software and the clocks for over 5 years now and there are years we have no issues at all but over 1000 employees swipe day in and day out. Very simple software and does not require much training.
Like them too much, cannot find anything. I wish there was something to find, but for now they are SUPER.
Test before you commit to a contract, call us for references and even do a site visit to closest location using product to make sure you are getting what you have envisioned.
Terri from Idaho Youth Ranch
Specialty: Non-Profit
December 2015
December 2015
The interface is user friendly and looks modern and clean. We have rarely (like, maybe once) had any downtime, the system is always up and running. The NOVAtime employee's I've built a relationship with are interested in helping find what works for my organization.
I can't point to any specific "dislikes" about the product. If there is a function that I wish worked a different way, I can submit a request/suggestion for that functionality, or speak to someone at NOVAtime who can point me towards different options, or talk about best practices with me.
My best advice when evaluating a prospective new software purchase is to know what you need and ask specific questions. Salesmen for any company will tell you "yes" to general questions, but drill down to specifics and don't be afraid to keep asking if you are not sure your question is being understood correctly. Ask for multiple demos and a trial, if possible.
Earlene from Shelbourne Knee Center
Specialty: Healthcare / Medical
April 2015
April 2015
Nova time use
It is Easy for employees to use and , as an administrator, it is fairly easy to make adjustments.
Getting the employee set up in the system is moderately difficult.
Try to limit the different types of groups as it relates to schedules.
Jennifer from Care Plus, NJ
Specialty: Non-Profit
April 2015
April 2015
Simple to use
It's very user friendly and the layout is clear and easy to read
When entering in my time, I would like to be able to press tab once to get to the next cell. It generally takes several tries before the cursor moves over.
I would look at the layouts of other software to see if there is possibly a more efficient design
Christian from Town of Huntington
Employees number: 51-200 employees
July 2017
July 2017
I get the benefit of being able to see when I arrive and leave work every day. I also can view all of my past and future time off requests. It is also useful for knowing how much vacation, sick and comp time I have available.
I like that I can check my history of what time I arrive to and leave work every day for any time period since we started using the product.
I don't like that after I enter a time off request I have to remember to save the request before leaving the screen or the request won't be processed.


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Just look into my eyes and you'll see that I'm a lovable boy who just needs a chance. Will you be the one to give me that chance? I've worked very hard to learn how to be someone's very special dog companion. They say I've come a long way in being comfortable with people and that I've become a friendly and happy-go-lucky dog. The folks here have been working with me to teach me things I never learned before. You see, I spent two years living on a chain and just didn't get a chance to learn some important skills. Once I had a chance to run and play I discovered how much fun that is! I especially like to play in a fenced area with smaller, gentle dogs. And I like cats, too. I have learned sit and shake with all those yummy treats they give me. I've been working on my leash skills, as sometimes I get excited when I walk by other dogs, but they say I'm making good progress with this too. I'm ready to move on to the next level, and I'd love to do that with you. I am looking for a quiet home with patient adults who can be aware when I am not comfortable and help me feel better. I can be a great companion, and I love going for car rides (sitting nicely in the back seat) and hikes. My friends here say I'm pretty handsome. I have long, soft ears that are dark brown on the ends and fade to a rich tan color on my head. Can't you picture us together? I can!
My friends at Brother Wolf have made me part of the One-Year Sponsorship club, this means that my adoption fee is waived, and for one year after my adoption date Brother Wolf will provide food, vet care through a partner vet, and behavior support! If you have any more questions feel free to call or email the staff at Brother Wolf- I'll be waiting at the adoption center until then!
All Brother Wolf animals are spayed/neutered, microchipped, and up-to-date on vaccinations before adoption (if species appropriate).
Application and counseling is required prior to all adoptions.
Individuals interested in adopting a puppy are STRONGLY encouraged to download and read this FREE ebook. Even if you've raised puppies in the past, this is an invaluable resource to help make your new addition successful!
Please note that visual breed identification of companion animals has been proven to be unreliable, so for most of our animals we provide a best guess at predominant breed or breed mix. We get to know each of our animals as an individual and do our best to describe and place pets based on personality not breed label.
Visit Our Adoption Center • 31 Glendale Avenue • Asheville NC • 28803
Adoption Center Hours • Open Every Day 9-7
Send Donations To: P.O. Box 8195 • Asheville NC • 28814
828-505-3440 • email: email@example.com
Brother Wolf Animal Rescue is a 501(c)(3) Tax Deductible Corporation
Thank You!
Your message has been sent to Brother Wolf Animal Rescue.
You'll receive a copy, too, at to help you keep track of which pets you've inquired about, and which shelters and rescues you've emailed.
NOTE: Some shelters have physical locations you can visit; some of these shelters may only have pets for a limited time, so please do not wait for a reply—just go visit the shelter! Other organizations are rescue groups run by busy volunteers who may take a while to reply. You can find information about the shelter or rescue group caring for this pet, and their adoption procedures, on the pet's details page on Adopt-a-Pet.com.


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Doctor insights on:
Pcos In One Ovary
I have pcos in one my ovaries is metformin ok to take and will it help me lose weight if I do my part or what would u recommend?
Metformin: The best and safest therapy is generally metformin, which can restore normal ovulation and fertility in up to 60% of patients. Metformin lowers Insulin resistance which is the basic metabolic abnormality in pcos. Losing weight through diet and exercise will also help. ...Read moreSee 1 more doctor answer
Polycystic Ovarian Syndrome (Definition)
See the link below: https://www.healthtap.com/#publications/2039180 It is what Dr. Khurram Rehman wrote, but has the detail of an article for those interested in ...Read more
How are hormones measured? What kind of doctor checks them? I have PCOS, one ovary left and have pressure on that side, plus breast pain. Advice?
There are thousands: of different hormones, but they are most commonly measured by blood (or urine) testing. This is combined with a good history, physical exam, x-rays (if indicated) and possibly other studies. Your primary care doc may be able to help you, or else find an endocrinologist. ...Read more
Can only one ovary be policyctic? And the other be fine. And can primolut N alone help in PCOS
Yes and Yes: One ovary can be normal on ultrasound and the other ovary can be polycystic. The cysts are follicles that have grown excessively. Abnormalities in pituitary hormone release and/or overproduction of androgens by the ovary contribute to the initial development of multiple follicles with no dominant follicle developing. Primolut N is a progesterone and can be used alone in selected patients. ...Read more
What to do about polycystic ovaries. help me, I want to have kids one day?
See GYN: Your Gynecologist can discuss options for medical and or surgical treatment for PCOS with a goal of restoring fertility. ...Read more
What about removing one of the 2 ovaries in a pcos woman to manage symptoms and suppress the testosterone production?
Would not work: Removing one of the ovaries would not help the underlying cause of PCOS. Ovarian drilling is a surgery that sometimes done to help with ovulation. Weight loss is key if the PCOS patient is overweight to correct the underlying hormonal imbalance ...Read more
On ultrasound 1 ovary measures bigger then the other one, bigger one sized 32x23x22cm ,is this normal?, I also ve condition called polycystic ovaries
PCOS ovaries: PCOS ovaries are, by the usual definition, enlarged. They will not always enlarge to the same degree just like breast sizes. ...Read more
1 year back my sonography reports showed i had pcos.I've been on meds since then but my new reports show I have a follicular cyst on one ovary.Help!
Not to worry: A follicular cyst is normal and every woman who ovulates has one (each and every cycle). The follicular cyst contains an egg and that egg will be release with ovulation. ...Read moreSee 1 more doctor answer
Have endo and now also polycystic ovaries. Left sided severe pain. Not endo related. Are 14 follicles a lot on one ovary? Could this warrant surgery?
Severe pain/surgery: Severe pain is a indication to see a MD to evaluate the source of the pain ASAP. At that visit options for resolution will be discussed. The combination of endometriosis and PCOS make it more likely then not that surgery may be recommended for resolution if they are documented as the source of the pain. ...Read more
Is there any treatment for polycystic ovaries and how can one control the growth of facial hair and obesity caused by this disease?
Yes there is : Treatment . Metformin is used and might help with the weight and spironolactone will slow hair growth. You can wax off what you have then it won't grow very fast ...Read more
Any idea why i would suddenly have been diagnosed hashimotos, uc, polycystic ovaries, duodenitis and reactive arthritis in one year? No illnesses b4
Autoiimune: Hashimoto, uc and arthritis are all autoimmune in nature and can occur all together within different syndromes. ...Read more
Ovary (Definition)
The usually paired female or hermaphroditic reproductive organ that produces ova and, in vertebrates, ...Read more
- Talk to a doctor live online for free
- Pcos pain in ovary
- Polycystic ovaries but not pcos
- Normal ovary and pcos ovary
- Ask a doctor a question free online
- Is it possible to have polycystic ovaries but not the pcos syndrome?
- Hysterectomy leaving one ovary
- Hysterectomy with one ovary left
- Periods with one ovary
- Talk to a gynecologist online for free


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Baltimore County News
Maryland Wineries Association Announced Winners
The Maryland Wineries Association proudly announced the winners of the 28th Annual Maryland Governor's Cup Competition. Boordy Vineyards in Hydes earned the Governor's Cup Best in Show for its Albariño 2015.
Regional Wine Experts Tastes over 150 Wines
Over 29 wine experts from the region tasted over 150 Maryland-grown wines on Sunday, August 14 at the Baltimore Center Club. Gold medal-winning wines competed for Best in Show and Best in Class honors. Boordy went on to win eight additional awards including a double gold medal, three gold medals and four silver. Royal Rabbit Vineyards in Parkton took home two silver medals and a bronze. Find a complete list of winners and wines online.
"We are enormously proud that our Albariño is the winner of the 2016 Maryland Governor's Cup, especially given the overall quality and number of wines entered in the competition," said Phineas Deford, vice president for Boordy Vineyards in Baltimore County.
"Maryland wineries continue to impress me, especially our Baltimore County award-winners as well as all seven of our family-owned and operated wineries," stated Baltimore County Executive Kevin Kamenetz. "Congratulations to Boordy and Royal Rabbit for their outstanding winemaking."


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Electronic Controls for Your Wheelchair Van
Those with a spinal cord injury, disabilities, limited dexterity or range of motion and other conditions may need more than low-tech or reduced effort hand controls to operate primary and secondary driving controls on an accessible or handicapped vehicle.
With adaptive electronic controls, these functions are easily accessible even for those with significant physical limitations.
Gear Selector Extension Lever
This lever provides more leverage when shifting gears for those with limited mobility. It can be used with automatic transmissions only.
Keyless Ignition
A toggle switch or "keyless start function" provides remote control of ignition for those drivers unable to manipulate an ignition key.
Left Hand Gear Selector Extension Lever
This lever attaches to the gearshift lever and crosses to the left side of the steering column. It is for use only on vehicles with automatic transmission.7d
Powered Gear Selector
This allows a driver with an upper extremity dysfunction to shift gears with a toggle switch positioned where most convenient for the driver (usually the console).
Quad Control
This provides a handy location for all accessory controls and out-of-reach switches normally found on the dash.
Remote Wiper, Horn, Dimmer Switch, Signals and Headlight Controls
TNecessary vehicle functions that are difficult to access for drivers with disabilities can be relocated to be more convenient and operated by hand, elbow, head or knee, whichever works best for the driver's specific needs.
Airbag Control Switches and Deactivation Shunts
Allows the removal or on/off control of OEM airbags when either the physical condition of the occupant or mounted equipment in the airbag deployment zone justifies this modification.
Right Hand Directional-Signal Extension Lever
This device attaches to the turn signal lever and crosses to the right side of the steering column for people unable to use their left hand.
Be sure to consult a NMEDA Dealer Member for all your automotive needs.
Manufacturers of These Products Include:
ACE Mobility / AOI Electrical, LLC / Crescent Industries / Driving Systems, Inc. / Electronic Mobility Controls, LLC / Kempf, Inc. / MPS Corporation


text:
|Message view
|« Date » · « Thread »
|« Date » · « Thread »
|"Christopher J. Bottaro" <cjbott...@academicworks.com>
|Re: nodetool repair seems to increase linearly with number of keyspaces
|Mon, 25 Nov 2013 17:36:30 GMT
We have the same setup: one keyspace per client, and currently about 300 keyspaces. nodetool repair takes a long time, 4 hours with -pr on a single node. We have a 4 node cluster with about 10 gb per node. Unfortunately, we haven't been keeping track of the running time as keyspaces, or load, increases. -- C On Wed, Nov 20, 2013 at 6:53 AM, John Pyeatt <email@example.com>wrote: > We have an application that has been designed to use potentially 100s of > keyspaces (one for each company). > > One thing we are noticing is that nodetool repair across all of the > keyspaces seems to increase linearly based on the number of keyspaces. For > example, if we have a 6 node ec2 (m1.large) cluster across 3 Availability > Zones and create 20 keyspaces a nodetool repair -pr on one node takes 3 > hours even with no data in any of the keyspaces. If I bump that up to 40 > keyspaces it takes 6 hours. > > Is this the behaviour you would expect? > > Is there anything you can think of (short of redesigning the cluster to > limit keyspaces) to increase the performance of the nodetool repairs? > > My obvious concern is that as this application grows and we get more > companies using our it we will eventually have too many keyspaces to > perform repairs on the cluster. > > -- > John Pyeatt > Singlewire Software, LLC > www.singlewire.com > ------------------ > 608.661.1184 > email@example.com >
|View raw message


text:
Brown singled out Young's reception on the 48-yard toss from RB Ramonce Taylor, as well as his 23-yard TD run to cap the drive.
"I thought his run out of the pocket was as good as I've ever seen," Brown said. "Both the quarterbacks made some plays. It's just evident that our passing game has been missing for two weeks in a row, and that's a concern. It's one that we've got to get fixed."
Young was 3-of-9 passing for 19 yards and two INT. He left the game mid-way through the second quarter after taking a shot from MU linebacker David Richard. (VY said he suffered a bruised sternum while Brown said Saturday it was his ribs.) Either way, Young is cleared to play against college football's most lethal passing attack Saturday. But will he?
"We haven't met with players yet so it's way too early to be asking questions about who's playing where," Brown said.
Mock was 4-of-10 for 39 yards but his job Saturday was primarily to get the ball into the hands of RB Cedric Benson, who finished with 150 yards on 28 carries.
"He got off to a rough start but that was just getting the edges out," Brown said of Mock. "I thought he made a great play on the screen (to Benson) even though he had a blitz around him, and the little slant on the bubble (screen) on a key third down play that kept the long drive going. Those two plays were really key."
Texas did not dominate the game statistically (Missouri outgained the Horns 358-292) but would have tacked on a couple of more scores had Benson's 61-yard TD run not been nullified by Will Allen's* holding penalty, or if Benson had not fumbled at the Tiger 10 on Texas' opening series. Brown also expected one more score from his offense but Missouri overcame a 2nd-and-17 before converting a 4th-and-four on its final scoring drive.
"Our defense was disappointed that we didn't stop them there but we came back and at least made them use the rest of the clock," Brown added.
Texas won its 18th straight conference game at home (dating back to the Kansas State loss in 1999), but can Texas get past high-flying Texas Tech with the kind of offensive performance it showed yesterday? Brown's response was non-committal: "Each game is a different entity in its own. We start the season over and take this one at a time and play as good as we can this week."
Brown praised his coverage teams (particularly Michael Griffin) but lauded junior P Richmond McGee for the second consecutive week. His third quarter boots into a stiff, southerly breeze were pivotal during the 15-minute frame when neither team scored. McGee averaged 42.3 yards on six punts.
"Missouri had outscored their opponents by a bunch in the third quarter," Brown said, "and to put them way down there, and our defense was playing well, and that gave us a chance to get on track offensively."
Awarded a scholarship just last August, McGee placed four punts inside the 15 against OU and set up RDE Brian Robison's first-quarter INT return for TD when he pinned the Tigers on their own three.
"He was not a guy, at the first of the year, that we thought was a great pooch punter," Brown said. "He's really doing a much better job at that than we've ever seen him these last two weeks. He had the wind at the end (Saturday). That's why we weren't going to throw the ball on third down. We were trying to kill as much clock as we could and make them use their time outs. They didn't use them, so we were able to waste two-and-a-half minutes there and we punted it back to them. We thought that was key. They were going to have to go 70 yards against a defense that was playing hard. We wouldn't have done that if we didn't trust Richmond or our cover teams."
Texas is now 5-1 and a Top 10 team (No. 9 in the just-released coaches' poll and No. 8 in the AP rankings) but the Horns hardly resemble a BCS-caliber squad due to an inept passing game. The first BCS poll of the season will be released Monday.
It's been a tough-growth with our young receivers and the quarterbacks and it's been tough for everyone to get on the same page," Brown said. "We've just got to keep coming. Thank goodness we won."
*The original version of this story mistakenly identified Jonathan Scott as the Texas player flagged for holding.


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SEO Andy is about sharing best practice, skills and knowledge with those who want to learn and implement it to help any business or organisation to grow.
In 2008 the concept was pretty simple and although our tone has changed our approach hasn't. Everything we publish has to be easy to understand, accessible and useful - we no longer just focus on Search Engine Optimisation, we also now look at things like Branding and Social Media - as well as looking at bigger picture items such as the digital economy of the world and big data. but don't be scared, even that is in plain English :)


text: We're flying down from San Francisco to go to the LA Louver Galley in Venice to see a Deborah Butterfield exhibit. The gallery is on N. Venice Blvd. right near the beach. Any suggestions for good lunch places? We eat pretty much everything, but have never been to the Venice neighborhood before. Not interested in pretentious places with attitude. Thanks!


text:
What to Pour
Lime SpritzersChill out with this welcome departure from syrupy-sweet daiquiris and punches. Tropical, light, and fizzy, spritzers will keep guests cool and the conversation bubbly. Free-floating lime slices, bright bendy straws, and eye-catching stirrers add a splash of color.
Step 1: Cut half a lime into thin slices. Juice the other half and pour into a cocktail shaker.
Step 2: Add 2 teaspoons of sugar and 2 slices of lime and mash gently. Add 3 ounces of white rum and 1 cup of ice and shake.
Step 3: Pour the mixture into 2 glasses filled with ice and the remaining lime slices. Top off with club soda and serve.


text:
Katerina Kachlíková
Antonin: The Dvorak Cycle: Vol. 5
This film presents a moving performance of Czech composer Antonín Dvorák's religious cantata "Stabat Mater" op. 58, featuring the Prague Symphonic Choir and the Prague Symphony Orchestra conducted by maestro Libor Pesek. Recorded at the Alte Oper Frankfurt, the performance showcases the vocal talents of soprano Eva Urbanová, mezzo-soprano Katerina Kachlíková, tenor Stefan Margita and bass Peter Mikulás.


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XML/XSL conversion for Adobe FrameMaker(repost)
Budget $30-5000 USD
This can be a great opportunity to earn good money for a person/team who likes challenges. The task is to create stylesheet file (XSL) that can be used to convert sample XML file (attached) into format (preferably XML) that can be opened in Adobe FrameMaker 7.2 and will present data in layout shown in attached doc file. Layout must be followed precisely; this includes location and alignment of images, cell- and row- spanning, header/footer location and small differences in their content on even and odd pages. Resulting stylesheet must conform to 1.1 specs (don't use features from later specifications of XSLT)and work with Saxon. We are experienced XSL/XML developers and we have spent some time on this project and have some understanding but lack of experience with Adobe FrameMaker and it's XML features doesn't allow us to complete it ourselves. The time is more important then cost for this project. With your bid please submit the timeframe you require to complete this project and I will adjust deadline accordingly. Please keep in mind that we will not tolerate delays on this project. We also expect a short explanation on how you're planning to work on this project. If you don't have experience with FrameMaker's XML features it's not a problem but we strongly urge you to try and create a proof-of-concept (POC) before submitting your bid, as this task may seem simpler then it really is.
## Deliverables
1) Complete and fully-functional working program(s) in executable form as well as complete source code of all work done.
2) Deliverables must be in ready-to-run condition, as follows (depending on the nature of the deliverables):
a) For web sites or other server-side deliverables intended to only ever exist in one place in the Buyer's environment--Deliverables must be installed by the Seller in ready-to-run condition in the Buyer's environment.
b) For all others including desktop software or software the buyer intends to distribute: A software installation package that will install the software in ready-to-run condition on the platform(s) specified in this bid request.
3) All deliverables will be considered "work made for hire" under U.S. Copyright law. Buyer will receive exclusive and complete copyrights to all work purchased. (No GPL, GNU, 3rd party components, etc. unless all copyright ramifications are explained AND AGREED TO by the buyer on the site per the coder's Seller Legal Agreement).
## Platform
XML/XSL on Saxon Adobe FrameMaker 7.2