text:
Nature | Letter
Extended leaf phenology and the autumn niche in deciduous forest invasions
- Journal name:
- Nature
- Volume:
- 485,
- Pages:
- 359–362
- Date published:
- doi:10.1038/nature11056
- Received
- Accepted
- Published online
The phenology of growth in temperate deciduous forests, including the timing of leaf emergence and senescence, has strong control over ecosystem properties such as productivity1, 2 and nutrient cycling3, 4, and has an important role in the carbon economy of understory plants5, 6, 7. Extended leaf phenology, whereby understory species assimilate carbon in early spring before canopy closure or in late autumn after canopy fall, has been identified as a key feature of many forest species invasions5, 8, 9, 10, but it remains unclear whether there are systematic differences in the growth phenology of native and invasive forest species11 or whether invaders are more responsive to warming trends that have lengthened the duration of spring or autumn growth12. Here, in a 3-year monitoring study of 43 native and 30 non-native shrub and liana species common to deciduous forests in the eastern United States, I show that extended autumn leaf phenology is a common attribute of eastern US forest invasions, where non-native species are extending the autumn growing season by an average of 4 weeks compared with natives. In contrast, there was no consistent evidence that non-natives as a group show earlier spring growth phenology, and non-natives were not better able to track interannual variation in spring temperatures. Seasonal leaf production and photosynthetic data suggest that most non-native species capture a significant proportion of their annual carbon assimilate after canopy leaf fall, a behaviour that was virtually absent in natives and consistent across five phylogenetic groups. Pronounced differences in how native and non-native understory species use pre- and post-canopy environments suggest eastern US invaders are driving a seasonal redistribution of forest productivity that may rival climate change in its impact on forest processes.
Subject terms:
At a glance
- Influence of spring and autumn phenological transitions on forest ecosystem productivity. Phil. Trans. R. Soc. B 365, 3227–3246 (2010) et al.
- Leaf-out phenology of temperate woody plants: from trees to ecosystems. New Phytol. 191, 926–941 (2011) &
- Role of Erythronium americanum Ker. in energy flow and nutrient dynamics of a northern hardwood forest ecosystem. Science 193, 1126–1128 (1976) &
- Effects of exotic plant invasions on soil nutrient cycling processes. Ecosystems 6, 503–523 (2003)
- Ecophysiology of exotic and native shrubs in southern Wisconsin. I. Relationship of leaf characteristics, resource availability, and phenology to seasonal patterns of carbon gain. Oecologia 80, 356–367 (1989) , &
- Light gains and physiological capacity of understorey woody plants during phenological avoidance of canopy shade. Funct. Ecol. 19, 537–546 (2005) , &
- Photosynthetic adaptation and acclimation to exploit seasonal periods of direct irradiance in three temperate, deciduous-forest herbs. Funct. Ecol. 15, 722–731 (2001) &
- Seasonal and diurnal patterns of photosynthetic gas exchange for Lonicera sempervirens and L. japonica (Caprifoliaceae). Am. J. Bot. 80, 1292–1299 (1993) &
- Leaf phenology and seasonal variation of photosynthesis of invasive Berberis thunbergii (Japanese barberry) and two co-occurring native understory shrubs in a northeastern United States deciduous forest. Oecologia 154, 11–21 (2007) , &
- Seasonal variation in photosynthetic rates influences success of an invasive plant, garlic mustard (Alliaria petiolata). Am. Midl. Nat. 150, 231–245 (2003) &
- The phenology of plant invasions: a community ecology perspective. Front. Ecol. Environ 9, 287–294 (2011) &
- Favorable climate change response explains non-native species' success in Thoreau's Woods. PLoS ONE 5, e8878 (2010) , , , &
- Leaf phenology, photosynthesis, and the persistence of saplings and shrubs in a mature northern hardwood forest. Tree Physiol. 18, 281–289 (1998) , &
- Differences in leaf phenology between juvenile and adult trees in a temperate deciduous forest. Tree Physiol. 23, 517–525 (2003) &
- Woody invaders and the challenges they pose to forest ecosystems in the Eastern United States. J. For. 104, 366–374 (2006) , &
- Of Asian forests and European fields: Eastern U.S. plant invasions in a global floristic context. PLoS ONE 3, e3630 (2008)
- Effects of preventing nutrient resorption on plant fitness and foliar nutrient dynamics. Ecology 73, 1868–1878 (1992) &
- Tree and forest functioning in response to global warming. New Phytol. 149, 369–400 (2001) , , , &
- An improved method of constructing a database of monthly climate observations and associated high-resolution grids. Int. J. Climatol. 25, 693–712 (2005) &
- Nitrogen saturation in northern forest ecosystems. Bioscience 39, 378–387 (1989) , , &
- Plant naturalizations and invasions in the Eastern United States: 1634–1860. Ann. Mo. Bot. Gard. 90, 77–90 (2003)
- Earthworm invasion into previously earthworm-free temperate and boreal forests. Biol. Invasions 8, 1235–1245 (2006) et al.
- Earthworm invasion as the driving force behind plant invasion and community change in Northeastern North American forests. Conserv. Biol. 23, 966–974 (2009) , &
- The extent and chronology of Cenozoic global glaciation. Quat. Int. 164, 6–20 (2007) &
- Why do temperate deciduous trees leaf out at different times? Adaptation and ecology of forest communities. Am. Nat. 124, 821–842 (1984)
- Phylogenetic constraint, absent life forms, and preadapted alien plants: a prescription for biological invasions. Int. J. Plant Sci. 164, S185–S196 (2003)
- Exchange of carbon dioxide by a deciduous forest: response to interannual climate variability. Science 271, 1576–1578 (1996) , , , &
- Net carbon dioxide losses of northern ecosystems in response to autumn warming. Nature 451, 49–52 (2008) et al.
- Altered ecosystem carbon and nitrogen cycles by plant invasion: a meta-analysis. New Phytol. 177, 706–714 (2008) et al.
- Nitrogen and phosphorus nutrition and nutrient cycling by evergreen and deciduous understory shrubs in an Alaskan black spruce forest. Can. J. For. Res. 13, 773–781 (1983)
- Light regimes beneath closed canopies and tree-fall gaps in temperate and tropical forests. Can. J. For. Res. 20, 620–631 (1990) et al.
- systematic relationship between phytochrome-controlled development and species habitat, for plants grown in simulated natural radiation. Planta 145, 253–258 (1979) &
- exactRankTests: exact distributions for rank and permutation tests. R package version 0.8-19. (2010) &
- A sharper Bonferroni procedure for multiple tests of significance. Biometrika 75, 800–802 (1988)
- An evaluation of noninvasive methods to estimate foliar chlorophyll content. New Phytol. 153, 185–194 (2002) , &
- nlme: Linear and Nonlinear Mixed Effects Models. R package version 3.1-102. (2011) , , , &
- Simultaneous inference in general parametric models. Biometrical J. 50, 346–363 (2008) , &
- 1998) , & Plant Physiological Ecology (Springer,
- quantreg: Quantile Regression. R package version 4.44. (2009)
- Fast stable direct fitting and smoothness selection for generalized additive models. J. R. Stat. Soc. B 70, 495–518 (2008)
- The distribution of solar radiation within a deciduous forest. Ecol. Monogr. 47, 185–207 (1977) &
Supplementary information
PDF files
- Supplementary Information (428K)
This file contains Supplementary Figures 1-3. Figure 1 includes spring heat accumulation over 2008-2010, Figure 2 a comparison of seasonal photosynthetic rate between native and non-native species, and Figure 3 the seasonal light distribution used in carbon gain models.
Excel files
- Supplementary Table 1 (111K)
This file contains data and metadata.

subset: commoncrawl


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Industrial Proposals Toward Cooperative Relations in Forest Land Management
There is evidence that the lumber industry is giving increasing consideration to permanent management of privately owned forest lands. This was manifested during the hearings of the Joint Congressional Committee on Forestry, of January 1940, when Wilson Compton, general secretary and manager of the National Lumber Manufacturers Association said that almost twenty years ago a brief survey of forest ownership succeeded in locating "only three large or substantial commercial timber ownerships that were deliberately and purposely attempting what we now refer to as sustained forest production or sustained yield forest management. Within ten years there were 619 and within ten years again, as of now, there are so many of them that we do not count them." The following paper was first presented before the Washington Section of the Society of American Foresters, and later, with some additions before the Western Forestry and Conservation Association at Portland, Oreg., on December 12, 1940. It is evidence of the intelligent interest stimulated by the principle of cooperation incorporated in the Clarke-McNary law. Moreover, it is built around belief of the lumber industry that good forestry is a local matter and therefore, any extensions of regulation should be local regulations administered under state law.
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No Supplementary Data.
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Document Type: Journal Article
Affiliations: The National Lumber Manufactures Association
Publication date: 1941-05-01
More about this publication?
- The Journal of Forestry is the most widely circulated scholarly forestry journal in the world. In print since 1902, the Journal has received several national awards for excellence. The mission of the Journal of Forestry is to advance the profession of forestry by keeping forest management professionals informed about significant developments and ideas in the many facets of forestry: economics, education and communication, entomology and pathology, fire, forest ecology, geospatial technologies, history, international forestry, measurements, policy, recreation, silviculture, social sciences, soils and hydrology, urban and community forestry, utilization and engineering, and wildlife management. The Journal is published bimonthly: January, March, May, July, September, and November.
2016 Impact Factor: 1.675 (Rank 20/64 in forestry)
Average time from submission to first decision: 39.6 days*
June 1, 2016 to Feb. 28, 2017
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August 18, 2017
A Wedge is a Wedge is a Wedge!
+ click to enlarge
By Jim McNaney
Recently I was having a conversation with a long time PGA Professional and dear friend. We started looking at a collection of old clubs he had in his office. One of them was a Wilson Sarazen Sand Wedge. I was fascinated by the elegance of the design. Holding it in my hand, I could feel the extra weight in the head. That extra weight made it feel like I could get out of even the deepest bunkers at St. Andrews with no trouble. That sense of confidence was intoxicating.
Much to my surprise, my longtime friend said he thought that club was one of the worst things to happen to golf and it should not have been allowed to be used in competition.
I was shocked.
I don't know why I was shocked. I know my friend likes things to be traditional. I know he would rather see things the way they used to be; and, for the most part, I do to, but not allow the sand wedge? I get that golf is supposed to be a game of skill but at what point do we say, "You know...I can use all the help I can get."
For those that don't know, a sand wedge is not a new invention. Gene Sarazen invented the club in 1935. Prior to that, extracting your ball out of a deep bunker required hands of a magician. Sarazen developed a club that would glide through the sand making it much easier to swing through fully and have the ball land softly on the green.
He accomplished this in two ways. First he added loft. Most sand wedges come with 55 or 56 degrees of loft. Second, he created a cambering on the sole he called bounce. Bounce was the critical difference in his design.
Bounce is defined as the degree of angle from the leading edge of the club head to the lowest point on the sole. It is NOT the width of the sole.
Over the years there has been debate over how much or how little bounce should a player have in their sand wedge. Until recently, determining the right amount of bounce was trial and error at best. More likely, it was pure luck that you picked the right wedge for your game. Different swings require different bounce.
Over the last 30 years, manufacturers have taken Sarazen's sand wedge and added more options. Wedges with lofts ranging from 46 degrees all the way up to 64 degrees are available with more sole and bounce configurations than I can count.
This drives my friend nuts.
"They're taking the skill out of the game." He argues
I answer, "What about the less-skilled player. They want to play the game AND enjoy it, not get beat up because they can't move the ball forward or get it out of the bunker?"
You see, I teach people to play golf. I get paid to help people learn the techniques required to play golf with some level of competence. It is my responsibility to help people play better and sometimes that means teaching them to have the right equipment in their bag.
I can't even count the number of times I've looked in a student's bag over the years and found that they do not have the right wedge for them, nor do they have enough wedges. Many times, when they do have a wedge or two, it's one they've picked up at Wal-Mart or from the lost and found bin at the course. Heck, some don't even have a sand wedge and then they come to me for lessons because they can't ever get out of the sand.
I think the main reason people don't have enough wedges (or the correct wedges) is a lack of education. Until recently, most people did not know what options were available to them. Wedges were an afterthought or "something that just came with the set." With that in mind, companies like Cleveland, Callaway and Titleist have started to incorporate full wedge fittings into their full fitting process. Not only do these fitting help determine the right lofts for your game, but the right bounce and sole configurations for your swing.
To this advancement I say THANK YOU!
In my mind this is one of the best things to happen to club fitting over the last 10 years. I am convinced that players with get better at the short game if they have the wedges that fit their swing the best. All of the different problem shots players' face around the greens requires either more skill or more options.
Unlike my friend, I believe it is easier to learn one chipping or pitching technique and change clubs based on the shot rather than learning how to hit a ton of shots with one club. Having multiple wedges allows a player to have a basic short game swing yet be able to play out of multiple situations.
Is that "taking the skill out of the game?" I don't think so. You still need a basic technique but you don't have to be Seve Ballesteroes.
My opinion...get fit for your wedges. Find out what you need and add them to your bag. You will be happy you did.
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Studio Veteran Brett Resnick Joins Allure, a Christie Company
Hiring Marks Launch of Studio Entertainment Programming for Allure's Christie Experiential Network
Allure and its Christie Experiential Network (CEN), leaders in creating engaging experiential digital experiences that transform the way exhibitors, studios, brands and their agencies connect with moviegoers across the country, are pleased to announce the appointment of veteran theatrical distribution executive Brett Resnick as Vice President of Studio Relations.
In his new position, Resnick will guide CEN strategies and activities as a key part of its continuing national rollout. He comes to the company with 20 years of distribution experience, which began at MGM, and most recently with 20th Century Fox, guiding the release of over 300 titles including Avatar; Star Wars: Episode I, II, and III; X-Men: The Last Stand; X-Men: Days of Future Past; Independence Day, and most recently Deadpool. Resnick also spearheaded the partnership between Fox and Fathom Events, bringing classics such as The Sound of Music, Planet of The Apes and The King and I, back to the big screen.
"We are excited to have Brett join our team as we launch our studio entertainment programing," said Kevin Romano, executive vice president, Allure, a Christie Company. "He brings vast studio experience and leadership to our team. His distribution and exhibitor expertise will be instrumental to support the rapid expansion of the Christie Experiential Network in North America and abroad."
Said Resnick, "I am eager to get started and play an integral role in the strategic growth of the Christie Experiential Network. Establishing a productive, mutually beneficial relationship with studios is critical in the marketing of motion pictures in-theater."
CEN installations will feature interactive and 3D content delivered on brilliant, animated Digital Posters and Experiential Displays, ranging from stand-alone units to award-winning Hero Video Walls with digital panels arranged in an 8 foot high by 14 foot wide herringbone pattern. The displays will demonstrate Christie's proven expertise in delivering sophisticated, highly effective advertising campaigns using the latest innovations in digital technology to engage with theatre audiences and enhance exhibitors' competitive advantage.
Christie is a dominant brand and partner in the digital cinema projection market with more than 50,000 installations worldwide. The company also provides premium cinema sound solutions with Christie Vive Audio, while its Network Operations Center monitors more than 32,000 devices, including nearly 4,000 digital cinema screens and 4,700 screens of on-screen advertising.
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Project Application Tool
Welcome to the Project Application Tool (PAT). This site is used by Power to Change ministries to help you apply for the various mission trips that are available. You can save your application to be finished at a later time and your reference requests are sent right from this tool.
The site uses a single sign on called The Key. Please sign up for an account with the email that you will use to communicate with Power to Change on the status of your mission trip.
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India's story if told, either by Indians or otherwise generally falls in two categories – either exalt the rich cultural diversity, great empires that ruled i.e. the India that was, or the India that was epitomized by Gandhi – the non-violent, non-cooperating, peaceful freedom seekers. It is not that there is a problem with either of the portrayals. Neither is wrong and both need the due consideration that history can give them. After all, they are indeed vignettes that can't always be viewed with a historian's perspective (especially if you happen to be Indian).
But, there is the story of another India. The India post-independence. August 15th 1947, the British decided to leave India (never mind that Lord Mountbatten chose this day to coincide with the Japan v-day). It was not that the life of the man on the street suddenly shifted from one of indentured servitude to one of unfathomable freedom. It was not that independence declared by the British meant, that India became a prosperous nation suddenly.
For the last 63 years of being independent, India as a nation worked towards changing its image from a country of snake charmers and half-naked people to be reckoned as a world force. And it is this journey that doesn't get too much attention. My guess as to why – because nation building possibly doesn't have the pizzazz of, say, winning freedom or victory in wars. To attempt an analogy (may be a little corny!), may be getting India to where it is now is like a marriage while getting its freedom is like a wedding.
And it is this humdrum, mundane, diplomatic relations, economic progress and bilateral talks (yes, most of you are yawning already) that Ramachandra Guha documents (may be documents is possibly not the best word to describe it) in the book – India after Gandhi.
If I were to attempt to write about the contents and each chapter, this blog post will grow very large. Mr.Guha tries to cover every important aspect of the business of nation building; trying to name as many civil servants that he can. And that, I think is in a way tribute to the men and women of the IAS/IFS and the various government services who toil in the background doing the hard work, while the politicians dictate policy (nope, no references to Sir Humphrey Appleby here 😉 ). But this book is not about the civil services. It is about India, its rulers, its riches, its people, the struggles, the riots, the elections, the differences, the wars and more importantly, the opinion that Indians had (and continue to have) of their country. This book might not be a thumping statement of patriotism, but this is a quiet reminder of the journey so far.
As the author very interestingly points in one of the final chapters –
Sixty years after independence, India remains a democracy. But the events of the last two decades call for a new qualifying adjective. India is no longer a constitutional democracy but a populist one
And that is also one of the central themes of India post-independence. The leaders at the helm of affairs. Some of them are well known, like Nehru, Indira Gandhi, A.B.Vajpayee; but there are a lot more who are known in their little spheres of influence. For example, Potti Sreeramulu – the man who gave up his life to allow for the reorganisation of states on linguistic basis; V.K.Krishna Menon – the defence minister when India went to war with China; J.B.Kriplani – one of the active dissidents of the Indian government and countless others, who don't popup in immediate memory when Indian politics is discussed; but each of whom have left an impact like no other.
This book is a historical. For me, this book is like viewing India the way my dad does. An India where abject poverty was a way of life, bureaucracy hassles were something you assumed to be omnipresent, riots were something you were scared of but had to deal with, elections were for some part (in the middle class) dealt with a whiff of cynicism. A life of quiet sleepy times, where growth was completely state controlled. From an India like that, to a vibrant India where things surprisingly are still pretty much the same (or sometimes worse); where politics is still considered the last refuge of the scoundrel and where the middle class' voter turnout might not (I don't have the numbers for this) be as high as it should be. But still, India moves on. One should not assume that the indifference to things is what survives this nation. Nothing could be further from the truth. But somehow, and that somehow is a mystery to everyone in the world, this nation of 1.2 billion people of various cultures, languages, religions, states are striving to stay united as one country.
And this book brings about the appreciation of the monumental effort required. A must-have for anyone who is interested in the India that it is now; and how it reached where it has. In defense of the author – the 800 pages of the book is not possible to document 63 (or 60 when the book was published) years of the country's growth. For the fact that such a book was attempted, I must thank the author.


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The first one is so awesome. I haven't seen and black aida fabric before.thanks! I got the black aida at Joann fabric...I've seen it at walmart before too. I love the way it looks but it's really hard to work with unless you have a ton of light.
I think this might be the greatest thing I've seen all day...that is the best thing i've heard in weeks glad you like them!!
I may be forced to steal these... I love them!
I hate cute stuff....I just haven't been inspired by Subversive for some reason
I hate cute stuff....I just haven't been inspired by Subversive for some reason
I kind of feel the same way about subversive...i'd love to do one and give it to my grandma, or something, just for a giggle, but once i finish one i don't really have any use for it. the bunnies etc make me want to punch babies. I've been doing entirely too much google image searching for tiny weird icons that i can turn into patterns.
well anyway, here's the pattern for the zomg one...i need to clean up the die in a fire pattern but i'll post it when it's less sloppy tho.


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Mumbai: India's higher economic growth has not translated into a superior nutritional status for the country's women and children, as the country houses the highest number of underweight children globally, the World Bank has said.
"The prevalence of underweight children in India is among the highest in the world," the bank said in its publication, 'The World Bank in India.'
"Despite experiencing unprecedented economic growth during the last decade, South Asia, including India, has the highest rates of malnutrition and the largest numbers of undernourished in the world," it said.
Citing estimates by the World Health Organisation (WHO), it said about 49% of the world's underweight children, 34% of the world's stunted children and 46 per cent of the world's wasted children, live in India.
The prevalence of malnutrition varies across states, demographic and socio-economic groups, with scheduled tribes and scheduled castes ranking highest among all.
"Madhya Pradesh, Bihar and Jharkhand have the highest malnutrition rates," it said, adding that even in urban areas, a third of the children are underweight.
"Over the past decade, progress in reducing malnutrition in India has been limited; in fact anaemia has increased," it said.
While poverty is often the underlying cause of malnutrition in children, the superior economic growth experienced by South Asian countries compared to those in Sub-Saharan Africa, has not translated into superior nutritional status for the South Asian child.
"Income inequality could help explain what average economic growth figures may conceal, yet inequality is not significantly worse in South Asia than in Africa," the Bank said.
Besides, low birth in children, undernourishment and anaemia in Indian women and poor household hygiene are some of the issues that need to be dealt with, the World Bank said.


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Shopping around Christmas time is my absolute favorite. My ultimate weakness is anything that shimmers — sequins, glitter, rhinestones, I love it all — and during the holidays, you find this splendor every corner you turn. This time of the year, I'm definitely in my element. I'm not going to make glitter bender jokes (whoops, just did) but I'm going to introduce you to the hair sensation to make your look complete this holiday season. Straight from Santa's town, 2015's newest hair trend, my Christmas miracle: the glitter roots! And yes, it really is all kinds of amazing.
This millennial hair sensation popped up at the Toronto Fashion Week Spring 2015 for the first time. Canadian designer Hayley Elsaesser, known for her eccentric designs and playful colour palettes, colored the scalps of her models with glitter before sending them down the runway. Surprisingly, it took a while before this became an actual trend. But after a slow take-off, it's the talk of beauty town now. This glitz and glam technique has been preached on social media as a way to cover up your dyed hair's grown-out roots but the amazing thing is that it's actually for everyone. Grown-out roots or not.
I think this dazzling trend looks best on soft-colored hair. Glitter roots on milky pink, baby blue or pastel purple hair is without question the most gorgeous combination!
To add a touch of magic to your hair, all you need is some clear hair wax and any (craft store) glitter of your liking. Mix the glitter and hair gel well and use a brush — like an old, unused painting brush that's lying around or a foundation brush you never use — for application. Paint the mixture from the roots down. The key to succesful glitter roots is applying it not too low, but just an inch, maybe two from the place where your hair is parted. Sprinkle a little more glitter on places you feel could use a little more party before the hair gel dries up. If you're in a creative mood, play around with sequins and other sparkly things, like those little stars.
Depending on how generous you are with the glitter, it can take 2-3 washes to get all the shimmers out of your hair. Make sure you pamper your hair with a hair mask afterwards. Your hair will thank you!
It's true that glitter roots are not for the faint of heart but it's so easy to make this style work for you: keep it classy and low-key with a subtle sparkle or make mouths fall open with a full-on festive hairstyle. It's up to you! And while these sparkling strands are not your everyday hairdo, I think it's a pretty nice idea for a holiday get-together, a 90's party or just for fun. Who dares?


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Hey, XXXXX… How are you?
Month: February 2017
The First Kiss
"What's your expectations for your first kiss?". I never really expected anything and trust me if you don't LOVE a girl it wouldn't be as special. At… Read more "The First Kiss"
NASA: REPORT 20XX 03-18-xx
//The radio turned on// A static voice came through. "Hello? Anyone alive? If you are here's a live report of what happened" "The brilliant flash of an… Read more "NASA: REPORT 20XX 03-18-xx"
Special Days
It was October 31 2027. It was me and my wife's special day. Normally you would expect a morning with your wife in your arms and both… Read more "Special Days"
Thinking about TIME
Tell me do we live to die? or do we die everyday to live?
Hangman is one of the greatest thing that I have ever seen. Why? It teaches people that saying the wrong things can, might and will hurt someone.
Human's are weird #1
It's weird how the face of a human being work. I mean, the face should show how the person feels but the only part of the face… Read more "Human's are weird #1"


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The cast of How I Met Your Mother will appear on Inside the Actors Studio.
Josh Radnor, Neil Patrick Harris, Alyson Hannigan, Jason Segel and Cobie Smulders are slated to join James Lipton to reflect on the show prior to the airing of the series finale.
The Bravo special will include Segel discussing his professional relationship with his How I Met Your Mother co-star Hannigan.
"We've gone through a journey together," Segel explained. "I mean it's the longest relationship I've ever had, surely… I learned a lot about the kind of man I wanted to be being around Alyson."
Radnor also revealed his favorite aspect of the long-running CBS sitcom.
"I've always loved [that] it's not a cynical show," he said.
"It's a show that lets people love each other, and express that love. The whole point of the show is How I Met Your Mother."
Inside the Actors Studio airs the special on Thursday, March 27 at 8pm ET on Bravo.
The interview show also recently featured an episode with the cast of Arrested Development and chats with Amy Adams and Matthew McConaughey.


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Few businesses are ready for a major change in the reporting of employment tribunal verdicts when members of the public will be able to search online for tribunal judgments.
At present, judgments are only available by request or in person from HM Courts and Tribunals Service. It is anticipated only new verdicts will be published. The service will be free to users.
The new regime will increase transparency and highlighting malpractice. The senior president of tribunals has said the online access is part of the principle of "open justice".
However, employers should be wary of the risk of reputational damage from verdicts being made available. There are no real advantages to employers – as there is little public interest when they win.
Over time, online judgments might give potential claimants the confidence to start proceedings should they spot patterns of previous litigation. Some employers might be tempted to search the tribunal database as part of the recruitment process, raising fears of unofficial "blacklisting" of previous litigants.
Claimants might feel rewarded when they see their day in court publicised, and the risk of publicity may encourage some employers to settle where cases are finely balanced.
Generally, employers shouldn't be at the tribunal if they think they are going to lose. Nearly all hearings are public - so dirty washing has always been visible to a degree. This just makes it easier for more people to find information if they have the time to trawl through.
About the Author
Philip McCabe is an experienced employment lawyer who has been advising businesses and individuals on a wide range of employment and HR issues since 2000.
He is a member of the Employment Lawyers Association, Industrial Law Society, and Law Society. He regularly writes for national publications on employment law issues and is a regular columnist in the Derbyshire Times.
Posted in: Articles
Tags: Employment Law, Tribunals, #UKEmpLaw
Can an employer re-investigate the same allegations against the same employee?
Common sense probably tells you that there is something inherently wrong with this idea. However, in some circumstances, a re-investigation and a second sanction can be fair. This happened to two social workers involved in the Baby P.
The case of Christou and anor v London Borough of Haringey [2013] EWCA Civ 178 was brought by the two social workers involved in the Baby P case. They were investigated following his death, resulting in a written warning each. A new director was appointed and after a report and further investigation of their roles, they were both dismissed. They brought claims for unfair dismissal with part of their claim being that they had already been investigated, and it was unfair that a second investigation into the same allegations was undertaken.
The Tribunal dismissed their claims. Their appeal to the EAT was also dismissed – the disciplinary procedure did not constitute an adjudication between the parties.
And then the Court of Appeal...
The two main grounds of appeal were res judicata (double jeopardy) – the matter had already been dealt with at a disciplinary hearing which should bar the second disciplinary process and that it was an abuse of process to subject the social workers to a second set of procedures.
The Court of Appeal dismissed the appeals: the first investigation had been an informal one, and not conducted under the full disciplinary procedure. Further, the first investigation had been inadequate and more allegations had been brought to light after its conclusion, such that the two investigations focused on different matters.
The court also noted that there was no legal barrier to investigating the same issue twice and doing so didn't necessarily make a dismissal unfair. The decision to re-investigate simply had to be a fair decision in light of all the circumstances.
It comes down to the same familiar principles: was the decision to re-investigate a fair one? If it was, then an employer can indeed re-investigate an employee.
Tags: Employment Law, Tribunal, #UKEmpLaw
Despite the National Minimum Wage being law since April 1999, some employers continue to flout the law. HMRC investigators have made public some of the reasons unscrupulous employers gave when quizzed on why they did not pay the legal minimum.
The list of excuses comes just months after the Government was criticised for the low number of prosecutions for not paying the wage. The maximum penalty is £20,000 per worker.
• The employee wasn't a good worker so I didn't think they deserved to be paid the National Minimum Wage.
• It's part of UK culture not to pay young workers for the first three months as they have to prove their "worth" first.
• I thought it was OK to pay foreign workers below the National Minimum Wage as they aren't British and therefore don't have the right to be paid it.
• She doesn't deserve the National Minimum Wage because she only makes the teas and sweeps the floors.
• I've got an agreement with my workers that I won't pay them the National Minimum Wage; they understand and they even signed a contract to this effect.
• My accountant and I speak a different language – he doesn't understand me and that's why he doesn't pay my workers the correct wages.
• My workers like to think of themselves as being self-employed and the National Minimum Wage doesn't apply to people who work for themselves.
• My workers are often just on standby when there are no customers in the shop; I only pay them for when they're actually serving someone.
• My employee is still learning so they aren't entitled to the National Minimum Wage.
• The National Minimum Wage doesn't apply to my business.
Tags: Employment Law, Minimum Wage, #UKEmpLaw
Some have argued that limiting an employee's access to emails outside of work hours could boost both wellbeing and productivity.
This is exactly what has happened in France where legislation has been introduced which has given workers a legal right to ignore work-related emails outside of their normal working hours. The legislation only affects businesses with more than 50 employees with the aim of encouraging staff to take a proper break and escape the 'always on' culture.
Employers need to take the health and wellbeing of workers seriously. There has been a significant increase in the proportion of tribunal claims citing work-related stress as a contributory factor. Employers should be concerned over the impact excessive job pressure could have on someone's productivity.
There are likely to be many causes: smartphones and remote access facilities have contributed to a culture where employers and customers assume that employees are available 24 hours a day.
A Harris Poll of 2,000 UK employees conducted for jobs review site Glassdoor found that over half of all participants, admitted to doing some work while on holiday. Of those employees who worked on holiday, one in ten said they were worried about getting behind with their work; a similar number said were hoping for a pay rise; whilst one in twenty were concerned they would lose their job.
The Working Time Regulations 1998 are intended to protect the health and safety of workers by making sure they take adequate rest. The equivalent French legislation specifies that the default working week should not extend beyond 35 hours (in the UK it is 48 hours with most employers taking advantage of being able to ask their staff to opt out and work longer).
Employers should ensure their workers aren't over-using digital devices during their downtime or holidays. While they may not want to go as far as enforcing a blanket ban, business should do what they can to avoid issuing instructions that require an out-of-hours response. Similarly, they should be mindful not to send instructions to employees after the working day ends, or over the weekend.
For many businesses, banning workers from accessing their inboxes or communicating with clients out of hours is simply not practical or realistic. However, employers could introduce procedures that encourage employees to take a proper break during their annual leave.
Even though legislation is unlikely to be introduced here, employers should not ignore the issues that can arise from out of hours use of digital devices and should take steps to encourage all employees to adopt a healthy lifestyle and promote work-life balance.
Tags: Employment Law, Remote Access, #UKEmpLaw
Allegations of sexual harassment are often one of the most widely reported cases when they come before an Employment Tribunal – and can be one of the most damaging. What should businesses do to try and prevent such accusations in the first place and stop them hitting the headlines?
When an employee brings a claim against a colleague for harassment, they will usually add the employer to the claim on the grounds that the employer can be liable for the actions of their employees.
However, an employer will have a defence if they can show that they have taken all reasonable steps to prevent the harassment.
Five things employers can often do better.
Employers need to make it clear that sexual harassment in the workplace will not be tolerated and if substantiated will lead to dismissal for gross misconduct.
While employees should not need this spelling out, having a policy – and making all employees aware of it makes your position crystal clear. It also means you can point to the policy should you face a claim and show the employee was aware the behaviour would not be tolerated and the consequences of misconduct.
Any policy should make clear that use of the word 'banter' to excuse sexual harassment in the workplace will not be tolerated.
It is not enough to simply have a handbook or a policy. Employers must have taken positive steps to prevent the harassment. Training needs to focus on how sexual harassment is unacceptable in the workplace. Make sure a record is kept of who attended the training.
An employer should be prepared to admit they believe the victim's allegation. Businesses will often be reluctant to thinking that it will get them into trouble. If there is clear evidence that sexual harassment has taken place then it is wise to admit it and deal with it. Otherwise, the employer is handing the victim an opportunity to argue the employer was behaving unreasonably, resign and bring a constructive dismissal claim. From experience, generally the victim is satisfied to be believed and that action is being taken without involving the employer in a Tribunal claim.
If action is not taken against a senior director found to have committed sexual harassment but a more junior employee is dismissed, then this could be an unfair dismissal.
Men can be harassed by women, or harassment can be by someone of the same sex. All such allegations should be treated in exactly the same way.
Experience in Tribunal shows that an employer will be more inclined to believe a woman in any allegation of sexual harassment against a man. An employer must treat any allegation seriously and sensitively. Harassment commonly happens without an independent witness so it will often be one's word against the other.
However, if a woman's allegation is believed without supporting evidence then this may lead to a claim for sex discrimination by the man, who will say that the employer has made stereotypical assumptions that men will always be the harassers.


text: A hitman is a person hired to kill another person, generally a high-ranking official or wealthy businessman, but they are known to target anyone, if paid enough money. They are generally associated with organized crime, such as the Mob, though some have been known to work for government agencies, in the cases of Peter Burrell and Shayes, who were actually agents of the NSA's Division department. Burrell and Shayes were ordered by Lt. Colonel Nicholas Kudrow - commander of Division - to kill then-nine year-old Simon Lynch in June 1998. On June 7, Burrell arrived at 2144 West 23rd Street, Simon's home in Chicago, under the guise of a Chicago Police detective, killing the boy's parents Martin and Jenny Lynch while searching their home, because they had "...just got in the way" of Burrell's assignment - to find, interrogate, and kill Simon. That night, Burrell again went after Simon, now as a doctor at Concordia Hospital, but his attempt to hunt down and kill the boy there was thwarted by disgraced FBI Special Agent Art Jeffries, who "kidnapped" Simon in order to protect him from the zealous Burrell. Hours later, Shayes continued Burrell's assignment by boarding the O'Hare "L" Blue Line, which Simon and Jeffries had been on for nearly an hour, after narrowly being run-over by the train while fleeing from a one-sided gun battle with Burrell on the adjoining Kennedy Expressway. Shayes was killed by Jeffries after a brief, yet bloody fistfight between the train cars, with Jeffries gaining the upper hand and throwing Shayes onto the opposite tracks just before another train passed by.


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Burger Joint Details
Swann Lounge at The Four Seasons
One Logan Square, Philadelphia, PA 19103
You might like the burger at Swann Lounge but then again you might also like being whipped with a rubber ball in your mouth. I'm not going to tell you what to like. I will tell you the burger is decent but overpriced and better burgers will set you back fewer dollars if you're willing to leave the confines of your snotty hotel.


text: The MisticRiver official hacking & modding thread (courtesy of AFI): Here Retrieved from "http://iriver.wikia.com/wiki/Hacking_%26_Modding?oldid=842" Ad blocker interference detected! Wikia is a free-to-use site that makes money from advertising. We have a modified experience for viewers using ad blockers Wikia is not accessible if you've made further modifications. Remove the custom ad blocker rule(s) and the page will load as expected. Categories: Add category Cancel Save


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Saint Melangell was born of royal Welsh lineage and was thus expected to marry. Yearning for the life of prayer and solitude, Melangell...
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