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Related terms for "environmental noise monitoring system ":
environmental noise companies
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Kingspan Environmental is a company with an international reputation specialising in fuel and energy storage, wastewater management, solar thermal, wind energy and hot water energy storage. We also offer Monitoring and Service packages for all the products we supply, powering homes and businesses around the world. Through continued investment in research and development ...
based in Co. Armagh, NORTHERN IRELAND.
HI-Q Environmental Products Company (HI-Q) has been a leading manufacturer of Air Sampling & Radiation Monitoring Equipment, Systems & Accessories since 1973. HI-Q started primarily as a manufacturer of activated carbon cartridges and high/low volume air sampling pumps intended to be used as "Record Samplers" in the collection of radioiodine and radioactive dust ...
based in San Diego, CALIFORNIA (USA).
Environmental Monitoring (EM) are a specialist provider of environmental monitoring equipment for hire, sale or service. Environmental Monitoring has a history within measuring emissions which goes back over 25 yearsOur monitoring capability includes:remote data loggingreal time and gravimetric dust monitoring including Frisbee dust deposit gaugesVOC monitoring - Pids's, ...
based in Kendal, UNITED KINGDOM.
SoundPLAN is the leading noise and air pollution planning and mapping software for 29 years. Use SoundPLAN to map and assess any transportation, industry or leisure noise. Use it for any size project with even the smallest version. Outstanding features include the cost/benefit capabilities for Wall Design and Expert System, extensive documentation features, and it is the ...
based in Shelton, WASHINGTON (USA).
MS NOISE was created in 2005, and is focused on acoustic insulation in laboratories.MS Noise designs, produces and delivers solutions to reduce the noise generated by any kind of equipment in laboratories.MS NOISE is the leading manufacturer of noise reduction enclosures for vacuum pumps, water chillers, water coolers, ultrasonic bath, compressors,nitrogen generators.We ...
based in Sens, FRANCE.
Enviromon provides sophisticated hardware and software to measure and log a range of environmental conditions of your choosing such as temperature, humidity, air flow, voltage detection, water presence, etc. in real time. Once any of those conditions exceed parameters setup for a specific environment in your business, an alert is generated that can be delivered visually ...
based in Windsor, ONTARIO (CANADA).
Environmental Monitoring Systems, Inc. (ems) is a worldwide provider and manufacturer of environmental products, equipment and supplies for the lead, asbestos, IAQ (indoor air quality) and mold detection, abatement, and prevention industries. Environmental Monitoring Systems is the largest air sampling cassette manufacturer in the world! Privately held since the company's ...
based in North Charleston, SOUTH CAROLINA (USA).
EMS Environmental Monitoring Systems Ltd supply a wide range of instrumentation for the Environmental and Safety professional. EMS offer a full after sales service to provide peace of mind and on going support as your requirements change. EMS Environmental Monitoring Systems Ltd supply a wide range of instrumentation for the Environmental and Safety professional. ...
based in Dublin, IRELAND.
Casella prides itself on providing precision instrumentation since 1799, supplying eminent figures including David Livingstone and Charles Darwin with instrumentation for their exploration and scientific work. As you would imagine, Casella has changed significantly over these 200 plus years but remains perfectly placed to offer reliable, trust worthy and credible ...
based in Kempston, UNITED KINGDOM.
A.W.N. (Air Water Noise) Consultants specialises in assisting industry to meet their environmental obligations, through the conduct of environmental monitoring and modelling programmes and through the provision of consulting services such as negotiation with environmental authorities.
based in Ferntree Gully, AUSTRALIA.
At Enfonic we have been helping our customers solve their sound and vibration measurement problems for over 16 years. We not only hire equipment for all types of noise and vibration applications but our experience is reflected in each hired solution; offering the right equipment, at the right price at the right time - this is our HirePlus service. Our comprehensive range ...
based in London, UNITED KINGDOM.
Developers of environmental software including the well known Atmospheric Dispersion Modelling System, ADMS. The world leading ADMS-Urban calculates pollution concentrations at street level resolution over urban areas and links seamlessly to regional air quality models. ADMS 5 for industrial pollution combines state-of-the-art science with an unparalleled range of model ...
based in Cambridge, UNITED KINGDOM.
Environmental & Gas Monitoring Ltd. (EGM) is an ISO 9001:2008 approved U.K. based company specialising in the supply and hire of environmental & gas monitoring products, ranging from portable and fixed gas detection complete with calibration gases. In our recently expanded product range we are now able to supply and support noise and vibration measurement equipment, ...
based in Ayrshire, UNITED KINGDOM.
This client comment sums up what we do. We're an award winning engineering consultancy that solves noise and vibration problems using elegant engineering techniques. This in a field dominated by acousticians and academics who measure (although we do have a wealth of acoustic qualifications too…). Our engineering expertise gives us a uniquely innovative and practical ...
based in Slough, UNITED KINGDOM.
Environmental Monitoring TechnologiesAir Quality Monitoring SystemsStack Gas AnalyzersSound & Vibration AnalyzersWater Quality Analyzers
based in Ankara, TURKEY.
Cirrus Environmental provides a range of noise measurement instruments, software and support packages that enable our customers to effectively monitor, manage and control their environmental noise. We can offer advice and support on all aspects of monitoring, evaluating and managing noise, including downloading data and report preparation if required. Our managed noise ...
based in Peterborough, UNITED KINGDOM.
Exito Environmental Projects is a specialist company dedicated to environmental compliance monitoring. Services include: Isokinetic Stack samplingContinuous Emission Measurement MonitoringFallout dust monitoringMeteorological MonitoringNoise monitoringAir quality monitoring (PM10 and PM2.5)Water quality monitoringFallout dust monitoring online system
based in Johannesburg, SOUTH AFRICA.
Industrial Environmental Monitoring Instruments Inc. provides rental instruments, new and used sale instruments, equipment service and supplies for the industrial hygiene and environmental monitoring industries. Our focus is to provide the tools our customers need to provide their clients with a timely, cost effective, quality solution for a wide range of environmental ...
based in Worthington, OHIO (USA).
We specialize in Environmental and Occupational health instrumentation, calibration, and service to all manufacturers instruments. We also offer turnkey systems built to your specifications. EAS offers a diverse range of products including emissions monitoring, water quality, occupational health and safety, meteorological instrumentation, and much more.
based in Barry`s Bay, ONTARIO (CANADA).
Cronin Environmental is an Irish Company specialising in Environmental Monitoring and Occupational Health & Safety. Cronin Environmental carries a comprehensive suite of Environmental and Health & Safety monitoring equipment. Included in this equipment is TCR automatic sampling equipment, Quest Noise level metres, Land Combustion Analyser, Gilair sampling pumps, ...
based in Cork, IRELAND.
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I have high hopes for Chandler...I can see him being a Richard Jefferson type/caliber player. His offense is still raw from the perimeter but he is very young. I think he needs to work on his jump shot and shot selection and continue to develop.
What are your thoughts on Chandler? Where do you see him in terms of stats 2-3 years from now?

subset: commoncrawl


text:
All-American drops appealsRhoads decides not to sell and remain open
All American Restorative Care went to an appeal hearing before the Iowa Department of Inspections and Appeals (IDIA) on Jan 15.
According to David Werning, Public Information Officer for the IDIA, no final action has been taken on Rhoad's appeal.
Owner and administrator of All American Restorative Care Jerry L. Rhoads said he thought he didn't win the appeal. After the Jan. 15 hearing he considered taking the appeal to the next step in court but decided not to.
"We've dropped all appeals," Rhoads said, "so maybe we can just move on. We will pay our fines over time; that's what Chapter 11 bankruptcy is about. It gives you time to reorganize and get a plan together."
In December, Rhoads filed for Chapter 11 bankruptcy. He told The Journal he was looking for a buyer of both the facilities he owned in Washington and Muscatine. However, he has had a change of heart since then.
"We've decided not to sell and hope to remain open," Rhoads said. "Under the chapter 11 bankruptcy we're still reorganizing, but we're much better off than back then."
Rhoads requested the appeal hearing on Jan. 15 after a $30,000 fine the facility in Washington received on Nov. 4, 2013, from an investigation into a resident's death on June 2, 2013. The IDIA found during their investigation cardiopulmonary resuscitation (CPR) wasn't performed and should have been, according to IDIA documents.
This wasn't the facility's first fine. Another fine of $5,000 was received March 2013 for a resident who fell in January 2013, according to IDIA documents. After the IDIA investigated the resident's fall, they found the resident tried to get out of bed without assistance and was found by a staff member on the floor. The resident was taken to the hospital after complaining about having a broken hip and came back to the facility with 18 staples and surgery for a broken hip.
The facility has had three complaint revisits from the IDIA and has passed both without further citations, according to the IDIA Web site.
"We've gotten things cleaned up," Rhoads said. "It just took time."
by Bob Livington
In the 14 months since the State of Massachusetts and Boston Children's Hospital kidnapped Justina Pelletier "for her own good," her health has deteriorated to where she is now confined to a wheelchair. Justina has been subjected to psychiatric torture, imprisoned in a psychiatric ward, denied medications prescribed by her longtime physician, force-medicated by strange doctors and prevented from contact with her parents for more than one hour per week. Her parents have been charged with child abuse, gagged by the courts, financially drained and emotionally destroyed.
Isn't life grand in "free" USA for those who run afoul of the medical-industrial complex?
I first told you about Justina's plight in November. Then-15-year-old Justina — who suffers from mitochondrial disease — was under the care of a well-regarded physician and genetic specialist at Tufts Medical Center named Mark Korson, M.D. In addition to 27 years' experience in the practice of medical genetics, clinical genetics, pediatric medical genetics and pediatric medicine, Korson is board certified in clinical biochemical genetics. Those are credentials even the medical mafia usually respects.
Despite dealing with her genetic abnormality, Justina lived a fairly normal life with her parents in West Hartford, Conn. That changed in February 2013 when Justina developed flu-like symptoms and her parents took her to Boston Children's hospital for treatment.
There, doctors seeing her for the first time determined that she was suffering from a mental disorder, not mitochondrial disease, and her symptoms were psychosomatic. Without consulting her longtime physician, doctors at Boston Childrens created a new treatment plan for her. When her parents, Linda and Lou Pelletier, declined to sign off on it and took steps to remove their daughter from the hospital, hospital officials contacted the Massachusetts Department of Children and Families and accused the Pelletiers of child abuse for subjecting their daughter to invasive medical treatments and denying her mental health therapy.
The State goon squad then grabbed her from her parents, ushered them out the door and began 14 months of torture for Justina and her parents.
Two weeks ago, the Pelletiers received a little relief. A judge ordered Justina transferred to a non-medical living facility. But that facility refused to take her, fearing the media attention her case has received.
Contempt charges against Lou for violating a court gag order by speaking to the media were dropped. The judge also ordered that Korson, Justina's original doctor, be part of the medical team caring for her.
But the Pelletiers still faces child abuse charges. They still can see her only once per week for one hour, the visits are supervised and the facility is a two-hour drive each way from their home. They can't take photographs of their own daughter.
Just over a year ago, while Justina was under her parents' and Korson's care, she was a happy teenager who enjoyed going to school and visiting friends and was performing jumps and spirals at a skating show.
Under the 14-month long "protection" of Massachusetts DCF, Justina's health has declined; she has been sequestered from her parents and friends, denied an education, tortured and declared a mental patient.
"I feel like a prisoner," Justina told the Rev. Pat Mahoney, who accompanied the Pelletiers on a recent visit. That's because she is, and she has been for 14 months.
"This is a victory, but the battle is long from being over," Lou Pelletier, a financial planner with four daughters told ABC News. "The [Department of Children and Families] is still in charge, Justina is still in a psychiatric residential facility and the child abuse charges have not gone away."
And it's the parents who have been charged with child abuse?
Don't view Justina's case as an isolated one. In fact, the medical mafia is increasingly kidnapping children from their parents in disputes over medical care. Expect it to increase exponentially under Obamacare. When the state ultimately controls the diagnosis and treatment of disorders, medical tyranny will increase and submission to the prescribed protocols will be mandatory under threat of imprisonment — or worse.
Remember; there is little more devastating and more dangerous than a government program designed "for your own good."


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10.1 Timely Review and Notification
The University and the Faculty Rules and Regulations require that for regular faculty notice shall be given about renewal or non-renewal of the contract well in advance of the expiration of a term appointment. For those whose term appointments at Brown are for four years or less, notice shall be given at least eight months before the appointment expires, with one exception: untenured faculty members being considered for tenure shall normally be informed of the decision at least twelve months before the expiration of a term appointment of any duration. For those with contracts longer than four years, notice shall be given at least twelve months in advance. With respect to timely tenure notification, the University requires that the faculty member be notified by no later than the end of the seventh year (providing no contract extensions were granted) of full-time service in tenurable rank whether he/she will or will not be granted tenure. If the recommendation is positive, promotion to tenured Associate Professor is normally effective as of the next July 1.
The Dean of the Faculty will send to the Chairs/Directors of academic units the names of all faculty members who will require review for reappointment during the current academic year by the end (June 30) of the previous academic year. Notification will occur by April 1 of the penultimate year for tenure candidates. Chairs should report any discrepancies with their records immediately.
Assuming a contract end date or tenure notification date of June 30, the following guidelines apply:
- For faculty requiring eight months' notice, the review by the academic unit should be completed and forwarded to the Dean by September 15 of the final year. If the contract end date is December 31st, the dossier should be submitted no later than March 15.
- For faculty requiring twelve months' notice, the review by the academic unit should be completed and forwarded to the appropriate Dean by January 7 for candidates being reviewed for promotion to associate professor with tenure. The deadline for submitting materials for other contract renewals (e.g. Senior Lecturers) is March 1.
These deadlines ensure that there will be adequate time for review by the Tenure, Promotions, and Appointments Committee (TPAC).
The following should be noted:
- Unless an extension of contract is granted (see below), eight years of full-time service is the maximum amount of time a non-tenured faculty member may serve in the tenurable ranks of the faculty.
- In the case of a department's consideration of an untenured faculty member for contract renewal (i.e., reappointment), all of the evidence mandated for consideration by the department at the time of the individual's previous annual reviews (See Chapter 9) shall again be considered, plus any such new information of the same kind as the department and/or the candidate should deem relevant.
In the event of a departmental recommendation not to reappoint or to promote an untenured regular faculty member at the end of his/her current contract, the candidate is entitled, upon request, to receive from the department Chair a timely written explanation of the reasons for that decision, and a copy of this explanation shall be included in the candidate's dossier. The candidate should be told by the Chair that he/she has the right to appear before TPAC at the time the Committee takes up the department's recommendation.
10.2 Extended Tenure Probationary Period
As noted above, untenured faculty members may serve no longer than eight years of full-time faculty service or its equivalent in tenurable ranks at Brown University, except that extensions totaling no more than two years may be granted by the appropriate divisional Dean for care of a newborn or newly adopted young child, or for extraordinary circumstances.
The effect of extending the faculty member's current contract in recognition of either parenting responsibilities or extraordinary circumstances will be to lengthen the probationary period by the amount that the contract is extended. In no case may any combination of extensions total more than two years (four academic semesters).
10.2.1 Parenting a New Child
An untenured, tenure-track faculty member who becomes the parent of a child by birth or adoption during the probationary period for tenure is entitled to an extension of his or her contract by one year. Unless the faculty member requests otherwise, such extensions are automatically awarded by the appropriate divisional Dean at the same time as parental teaching relief (see 7.8.3) is granted. In any case where an untenured faculty member is the primary caregiver for an infant or newly-adopted child but does not make use of parental teaching relief, the faculty member must notify the Dean in writing of the birth or adoption, in order to receivethe extension. Such notification must be submitted to the Dean and to the Chair of the department as soon as possible after the birth or adoption of the child but in any case no later than September 1 of the year in which a review for reappointment would be required. For those being reviewed for tenure and promotion, notification should be made by April 1 of the year preceding that in which the review will take place. No extension is ordinarily possible in the final year of an assistant professor's appointment at Brown.
10.2.2 Extraordinary Circumstances
When faced with extraordinary adverse circumstances, an untenured, regular faculty member may submit to the Dean a request for an extension of the probationary period beyond the normal eight years. Such requests are limited to cases in which there have been reasons beyond the faculty member's control which have resulted in the fact that he or she has been deprived of reasonable opportunity to demonstrate his or her ability and potential as a teacher-scholar before the seventh year (e.g., due to a need to care for a seriously ill child or family member, because of a physical disaster affecting research materials, etc.). Such extensions may be granted by the appropriate divisional Dean following review and approval by the Tenure, Promotions, andAppointments Committee.
Requests for extensions of the probationary period must be submitted to the Dean and to the Chair of the department as soon as possible after the extraordinary circumstances justifying such a request have occurred, but in any case no later than April 1 of the academic year before which a review for reappointment or promotion to tenure would be required. The request should include a detailed description of the circumstances thought to warrant such an exception. The Chair of the faculty member's department shall submit a memorandum to the appropriate Dean outlining the department's view on the validity of the request. Such requests will be subject to the approval of the Tenure, Promotions, and Appointments Committee and the Dean. [The Alpert Medical School has a separate set of guidelines for hospital-based, full-time faculty in clinical departments.]
10.2.3 Medical and Personal Leave
Personal leaves (including medical and maternity) are not counted as part of the probationary period. See Chapter 13.6.
10.3 Reappointment Reviews
10.3.1 Assistant Professors
In the case of Assistant Professors, after an initial four year appointment, a reappointment may be offered by the University for a term of two years, or for a term of four years, or a reappointment may be denied altogether. Explanations of these outcomes follow:
- A recommendation not to reappoint is reserved for an individual who has failed to meet the standard requirements for teaching and/or scholarship and has shown himself or herself unwilling or unable to respond to the department's repeated proffered suggestions for improvement.
- A reappointment recommendation for two years signals general satisfaction with the individual's overall performance, but is meant to indicate some concern about whether the record will justify a positive tenure recommendation at the appropriate time. [On occasion, a department that is intending to undertake a tenure review shortly after the end of the first contract will choose to recommend a two-year reappointment, during which time the review for tenure and promotion will be conducted. In such cases, and in the event of a negative outcome of the tenure review, no further reappointment should be anticipated.]
- A reappointment recommendation for four years indicates that the individual is following an appropriate trajectory with respect to scholarship, teaching, and service, and that there are no concerns that need be especially addressed at this time. Of course, a reappointment for a term of four years does not guarantee a positive tenure recommendation at the end of the probationary period.
The letter of transmittal to TPAC should state in precise language the specific recommendation that is being made, including (except in the case of a negative recommendation) the date of the proposed action and, in the case of a reappointment, the length of the proposed new term. The recommendation to TPAC must contain information on the following:
- the names of the faculty who attended the meeting at which the final recommendation to TPAC was agreed to;
- the names of faculty who, though eligible to participate in this decision, did not attend the above meeting;
- the (numerical) vote upon which the final departmental recommendation is based;
- the department quorum established for such meetings;
- the academic unit's view of the importance of the candidate's academic specialty within the larger field or discipline;
- a general explanation of the reasons for abstentions (if any);
- an explanation of the views of those voting in the minority; and
- in addition to the foregoing, a full and candid discussion of the issues raised in the department meeting relative to this candidacy.
More details regarding required documentation may be found in Appendix C.
10.3.2 Lecturers and Senior Lecturers
Lecturers may be reappointed for periods of up to three years. Senior Lecturers are reappointed for terms of up to six years. The required process and documentation is the same as for reappointments of Assistant Professors.
10.3.3 (Research) faculty
(Research) faculty may be reappointed for fixed terms of no more than three years, so long as the needs of the department and the quality of performance warrant such reappointment.
10.4 Department Procedures for Tenure Review
The promotion of an assistant professor without tenure to the rank of associate professor with tenure is of course a major milestone in any academic career, indeed perhaps the single most important professional review that a career scholar is likely to undergo. Accordingly, the procedural requirements and safeguards of this review process have been developed with the greatest care and are now exceptionally well codified. For a detailed treatment of these requirements and of the specific documentation that is involved, some of which apply in all cases of consideration for promotion, to whatever rank, see Appendix C.
Prior Experience
From time to time, a candidate who has had significant prior experience as a tenure-track faculty member at another institution is appointed as Assistant Professor at Brown and subsequently reviewed for promotion and tenure. There is no formal policy for adjusting the probationary operiod to account for prior service at another institution. In such cases, TPAC pays special attention to research conducted at Brown, since recent output is a good predictor of a scholar's future trajectory. Contributions to teaching and service at Brown are likewise given greater weight because institutions can vary quite considerably in their expectations in this regard, and because the teaching environment at Brown can be very different from that at some other institutions. This should not be taken to mean that a candidate's contributions to scholarship and teaching prior to arriving at Brown are ignored. On the contrary, a reappointment or tenure decision must take account of a candidate's complete range of accomplishments over time.
The review for promotion from Assistant Professor to Associate Professor is to be conducted no later than the seventh year of the probationary period (except in cases of extension, described in 10.2). The review normally takes place during the penultimate year of the contract, i.e. during the seventh year of the eight-year probationary period. Earlier review is also possible if the record warrants this. The timing of the tenure review is thus a matter to be discussed between the candidate and the department. In considering the appropriate timing of the review for promotion and tenure, departments and candidates should bear in mind that the practice of the University is that such a review is ordinarily conducted only once. In those situations in which the candidate and the department agree to proceed with an "early" review, the end date of the contract will be adjusted to provide for one terminal year in the event of a negative review; the candidate shall be informed of this and indicate his or her agreement to the change in writing.
Normally no later than April 15 of the year preceding the penultimate year of the candidate's probationary period, the Chair of the department, in consultation with the candidate, shall appoint a tenure committee of no fewer than three persons to guide the evaluation procedure (the tenure committee may be smaller if there are fewer than three tenured faculty in the department, or appropriate faculty from other units may be included on the committee). [The chair may or may not be a member of the tenure committee. The head of the committee may be any tenured member of the department.]
Where a recommended faculty action involves more than one department, the necessary cooperation among these academic units may be differently structured. Accordingly, the Chairs of academic units anticipating such a decision are asked to consult together with the appropriate Dean well in advance of beginning work on a case, to ensure that the method of cooperation between these academic units is the most appropriate one and is well understood by all parties. Procedures for the review of such individuals are normally established at the time of the initial appointment.
As soon as the tenure committee has been selected, the Chair of the department will convene a meeting of all tenured faculty of the department and outline the procedures to be used in the evaluation for tenure. Where a candidate for tenure holds a joint appointment, each department, center or program shall have a separate tenure committee meeting and make separate evaluations and recommendations unless a different process for review has been specified at the time of the initial appointment.
The candidate shall supply the tenure committee with a list of outside individuals who would be appropriate external reviewers, as well as with a list of any individuals who s/he would prefer not be asked to serve in this capacity, along with the reasons for excluding them; the list(s) should be included in the dossier that is ultimately forwarded to TPAC. The candidate's objections to particular referees must be considered by the tenure committee but do not constitute a binding veto on the composition of the final list of referees. At the same time, the tenure committee will independently identify individuals who are acknowledged scholarly and/or educational leaders in the discipline from whom to seek confidential written comments on the quality of accomplishment of the individual under review. After reviewing the candidate's suggestions, the tenure committee will compile a single combined list of referees, which must include no fewer than three names from the candidate's list. This list, which is not to be shared with the candidate, will be forwarded to the appropriate divisional Dean along with brief biographies, for review and comment.
After the list of referees has been finalized, the department shall request confidential assessments of the candidate's scholarly work, using the standard format for such requests (a template is available on the DOF website, and in Appendix B). Note that at least eight letters are required, and that these should be from individuals who are not former advisers or close collaborators of the candidate, or persons who previously provided written evaluations of the candidate at the time of initial appointment at Brown. [For reviews other than the tenure review, i.e. for promotion from Associate Professor to Professor, it may be permissible to request letters from a small number of scholars who do not meet these requirements. However, at least five letters (of the minimum eight) are required from new referees who are not advisers or collaborators.]
The tenure committee, in consultation with the candidate, will be responsible for assembling the candidate's tenure dossier. This dossier will ultimately carry the department's recommendation on promotion to tenure to be transmitted to the Dean of the Faculty for review by TPAC, and will be kept permanently in the files of the Dean of the Faculty. When completed, the dossier should contain all the items listed in Appendix C.
Before the dossier is submitted to TPAC, a statement of its contents (as detailed on the checklist to be submitted with the dossier) shall be given to the candidate, so that the candidate may complete or supplement it with additional material, if necessary. The academic unit's recommendation shall not be made without a complete dossier for the candidate, unless the candidate fails to submit the required materials by November 15 of the penultimate academic year before the end of contract.
Documented efforts must be made to secure the maximum participation of the tenured faculty of the department, as required in the evaluation and recommendation process. The candidate's dossier and copies of any of the materials or publications held by the tenure committee shall be sent to those tenured faculty members in the department not in residence, upon request. Those tenured faculty not in residence shall be requested to send written statements concerning the candidate to the Chair of the tenure committee, but failure to receive the statements from absent members shall not prevent completion of the evaluation and recommendation process.
At a duly called meeting of the tenured faculty, with at least a week's notice, the tenure committee will present the evidence on scholarship, teaching and service. At this meeting, or at another scheduled meeting, the candidate must be given the opportunity to appear before the department's tenured members. The tenured faculty will discuss the evidence and take a vote, which will be the basis of the department's recommendation to TPAC. This recommendation shall be made in writing and indicate the quorum the department has established as necessary to make such decisions. At the time of the recommendation, the candidate shall be notified in writing what the recommendation is and, to whom it will be sent; in the case of a negative recommendation, the candidate has a right to be informed of the reasons for the department's decision. [In the event of a tie vote, the candidate is also entitled to a written explanation of the reasons.] In general, this written statement should be provided to the candidate as soon as possible. In no case should more than a week elapse between the time of the meeting and the time the faculty member receives the recommendation. The individual then has the right to present written material in person and/or in writing to TPAC.
Dossiers are to be submitted to TPAC no later than January 7.
10.4.1 Procedures for Tenure Review for Untenured Associate Professors
On occasion a faculty member's initial appointment is as Associate Professor without tenure, ordinarily for a term of no more than five years. In such cases the department will undertake a tenure review no later than the penultimate year of the contract, in order to ensure the requisite twelve months' notice. Procedures for such reviews are the same as for those for the review of assistant professors, described above.
10.4.2 Review of Formerly Tenured Brown Faculty
If a tenured Brown faculty member, having resigned from the University to take a position elsewhere, wishes to return and is recommended for an appointment at the same rank within two years, a full external review will not be required. The department making the recommendation will nevertheless be expected to submit for TPAC review a dossier explaining the rationale for the appointment, the candidate's qualifications in scholarship, teaching, and research, and summarizing the department's deliberations (including the vote). In such cases, all other procedures normally pertaining to faculty appointments will continue to be followed.
10.5 Guidelines for Other Promotion Reviews
10.5.1 Lecturer to Senior Lecturer
Academic units must have on file with the appropriate Dean an approved set of standards and criteria for promotion to the rank of Senior Lecturer, if this is appropriate in their case. (See Chapter 8). While there may be some considerations that are unique to a particular department or program, common criteria include the following: (a) excellence in teaching over several years; (b) long-term need for the appointment in light of the needs of the department; (c) service, including advising students and participating in departmental affairs; and (d) professional accomplishments and recognition. In terms of (d), it is not necessarily the case that professional accomplishment will be demonstrated through research and scholarship. Although this may be true in some cases, professional accomplishment may take different forms, e.g., participation in professional societies in the field of the candidate's expertise, work on pedagogy, development of instructional materials, and so on.
Promotion to Senior Lecturer follows the same requirements for documentation as for other promotions, including the solicitation of letters from external referees, though in this case the required minimum number of letters is five. The department should seek a similar ratio between candidate- and department-recommended reviewers as that ratio used for tenure cases, and the final list of reviewers submitted to the Dean should have two candidate- recommended reviewers. Because of the fact that the emphasis in Lecturer appointments is on teaching, it is not always necessary or appropriate to require that all letters be from referees outside of Brown (see Appendix C for recommendations on referees). In many cases, some combination of letters from outside evaluators and those from individuals at Brown (but not in the candidate's department) may provide the best assessment of the strength of the case for promotion.
Recommendations for promotion require review by the Tenure, Promotions, and Appointments Committee, and the department in presenting its candidate for promotion shall have arrived at such a recommendation only after a full review of the relevant dossier (including letters from referees outside the University), and after a vote taken at a duly called meeting of the faculty of the department, at which a quorum is present. The timing and procedures should be consistent with those followed for promotion from the rank of Assistant Professor to Associate Professor.
10.5.2 Instructor to Assistant Professor
Promotion occurs upon completion of requirements for the Ph.D. degree. The academic unit should send a letter addressed to the appropriate Dean requesting the change, with a copy of the certification of completion of the requirements for the Ph.D. degree (supplied by the faculty member's graduate school).
Change in rank will be effective at the beginning of the next semester. Change in salary will be effective at the start of next month.
10.5.3 To Associate Professor, or full Professor, Either Rank without Tenure
Promotions to the rank of Associate or full Professor, either without tenure, as, for example, in (Research) appointments, follow the same University procedures as tenure recommendations. If an academic unit intends to follow the practice of promoting to Associate or full Professor without tenure, it should establish written criteria and standards for these ranks, and ensure that this document is approved by the appropriate senior officers and relevant reviewing bodies.
10.5.4 To Professor (with tenure previously granted)
The University has applied to cases of promotion to full professorship (with tenure) the same kinds of standards as those that apply to a tenure review, the difference being that one should, for promotion to the rank of full professor, attest professional and scholarly growth beyond the level at which tenure was originally granted. The criteria for promotion to full professor are continued excellence in scholarship, teaching, and service; demonstrated distinguished influence in the scholarship of the discipline; and demonstrated distinguished influence at Brown.
There is no fixed point at which promotions to the rank of professor must occur, and there is obvious variation in the rapidity with which one's scholarship can be expected to mature. Even within a single department, different individuals may satisfy in different ways the scholarly promise upon which promotion to tenured rank was predicated. Chairs should be aware that TPAC carefully reviews recommendations for promotion to full Professor and should be certain that the dossiers of such candidates contain all the information declared necessary in the discussion following immediately on TPAC. Though the Faculty Rules do not explicitly require this, it is expected that faculty who are being considered for promotion to full Professor should be provided the same due process as is required for the more junior ranks.
A review for promotion to professor may be initiated at any time after the granting of tenure. Once a faculty member has served as Associate Professor for a period of seven years, the annual salary recommendation of the department chair or unit director to the Dean shall contain an assessment of the faculty member's readiness to stand for promotion in view of the department's or unit's Standards and Criteria, and this statement shall be communicated to the Associate Professor by the department chair or unit director.
10.6 Review by the Tenure Promotions and Appointments Committee (TPAC)
The Tenure Promotion and Appointments Committee (TPAC) obtains its authority under the Faculty Rules and Regulations.
TPAC reviews personnel recommendations coming from departments or other academic units for:
- the renewal of a faculty member's current contract, i.e., a reappointment, with or without tenure;
- a new appointment to the Brown faculty (from outside) to a rank involving tenure;
- the promotion of someone already at Brown to a rank carrying tenure, or to a rank carrying-over (i.e., continuing) an earlier grant of tenure; or
- a new appointment (from outside) or promotion (from within) to the rank of Senior Lecturer, Associate Professor (Research), Professor (Research), or Associate Professor or Professor without tenure.
Copies of the recommendation and dossier will be distributed to TPAC in advance of the scheduled meeting. The department Chair and the Chair of the Tenure/Promotion Review Committee may be asked to appear before TPAC to answer any questions from the Committee which may have arisen regarding the recommendation or associated materials. The faculty member whose case is under review will be provided an opportunity to appear before the Committee and/or present materials that he/she feels may be significant.
TPAC carries out its responsibilities with reference to the following university-wide standards and criteria for promotion and tenure:
Candidates for tenure at Brown must show evidence of outstanding scholarship. They must also be highly effective teachers, and be positive contributors to faculty governance as well as to the intellectual life of their department, university, and profession. Demonstrated ability in teaching and service are necessary but not sufficient conditions for tenure.
Peer esteem, both within and outside the university, is a valuable indicator of scholarly ability and achievement. Established scholars who come to Brown with tenure must be widely recognized as leaders in their disciplines. Younger scholars must have achieved a level of scholarly accomplishment and recognition that stands on its own, and moreover signifies great promise. In either case, the quality and not the quantity of scholarly production should be paramount.
Promotion to full professor at Brown is contingent on fulfillment of the promise on which tenure was originally granted. Specifically, full professors will have produced a distinguished body of scholarship since their previous promotion; will have achieved standards of excellence in teaching; and will have contributed regularly to faculty governance as well as to the intellectual life of their department, university, and profession.
All recommendations for appointment, reappointment, promotions and tenure at regular faculty ranks are sent to the appropriate divisional Dean.
10.7 TPAC's Right to Solicit Additional Evidence
Departments should note that pursuant to the Faculty Rules and Regulations, TPAC (and by extension the Provost and the President, as non-voting members of TPAC) may in their consideration of particular cases solicit additional information and evidence from within or without the "sponsoring group," i.e. the department or other unit making the recommendation. In such cases, the additional evidence that is solicited may include, but is not limited to, the following: (i) letters from external or internal authorities beyond those already gathered by the department; (ii) written statements from all persons participating in the department's vote identifying how they individually voted and the reasons for that vote; and (iii) additional or expanded explanations from the department's Chair of points of particular interest to TPAC, especially points that were mentioned (or perhaps not mentioned) in the department's initial submission of the candidate's dossier.
Because the gathering of such additional evidence takes time, TPAC may resolve to postpone consideration of these cases without taking a vote after the initial presentation by the department, with consideration resumed after the additional information is provided.
At the conclusion of the Committee's discussion, a vote will be taken on whether the Committee accepts the recommendation before it. The decision of the Committee shall be conveyed to the department Chair by the Chair of the Committee soon after that decision is reached, and the department Chair shall promptly communicate this information to the candidate, though underscoring for the candidate that it is not the University's final decision. In the event of a denial of the department's recommendation, the Chair of the Committee shall provide to the department Chair in writing a statement of the rationale for its decision within three weeks of the date of its decision. [For internal cases only; TPAC does not supply a written rationale for cases of new appointments that are not recommended by TPAC.]
10.8 Review of TPAC Recommendations by the Provost
TPAC recommendations regarding appointment, reappointment, tenure and promotion are forwarded to the University Provost for decision. Materials include the record of the vote, the Committee's recommendation, and all other documents in the Committee's possession. The appropriate divisional Dean also conveys his or her recommendation to the Provost. The Provost may take up to thirty (30) days to render a decision. At this point, but only then, an official letter transmitting the substance of this decision will be prepared at the appropriate Dean's office for mailing to the candidate through the departmental Chair.
Various contingencies include:
- If the department's recommendation was in favor of appointment, reappointment, or promotion, or the awarding of tenure, and if after the Committee's review, the Provost accepts the recommendation, the appropriate Dean will orally notify the department Chair concerned and will sign the official letter which will be transmitted to the candidate by the department Chair.
- If the department's recommendation was in favor of appointment, reappointment, or promotion, or the awarding of tenure but if the Provost's decision is negative, oral notice shall be given at once to the candidate and the department Chair concerned (see below).
- If the department's recommendation was against appointment, reappointment, or promotion, or the awarding of tenure, and if TPAC and the Provost find that the recommendation is procedurally and substantively acceptable, oral notice will be given at once to the candidate for promotion and the department Chair concerned (see below).
- If the department's recommendation was against appointment, reappointment, or promotion, or the awarding of tenure, and the Tenure, Promotions, and Appointments Committee, upon reviewing the recommendation, find reason to question either the substance of the recommendation or the manner in which it was reached, the Committee will ask the department to make whatever further explanations are considered necessary; or the department may be asked to reconsider its recommendation; or a specially convened extra-departmental committee may be asked to consider it. Whenever a departmental recommendation is so questioned by the Committee, final disposition of the case shall not have been made until the Provost either accepts the original recommendation or overturns it.
In the case where reappointment, promotion, or the award of tenure has been denied (whether because a negative recommendation from the academic unit has been upheld by TPAC and approved by the Provost, or because a positive recommendation by the academic unit has been overturned by TPAC and/or the Provost), the appropriate Dean will prepare and sign a letter to the candidate officially indicating this decision and providing reasons for it. The Dean's letter must inform the faculty member that the case will be reviewed by the Committee on Faculty Equity and Diversity for procedural fairness and adherence to the Corporation Statement on Nondiscrimination, and also that the candidate has the right to present materials in person or in writing to the President.
Letters reporting the Provost's decision are sent to the Chair of the department for transmittal to the faculty member under consideration. All letters will be sent in accordance with Faculty Rules regarding timely notification of faculty (See Chapter 10.1 in this Handbook.) It is understood that a letter indicating that a contract will be allowed to expire may be superseded later after review by the President.
If reappointment, promotion, or tenure has been denied to any faculty member, Faculty Rules require that the case be sent on to the Committee on Faculty Equity and Diversity for review.
The President, or in his/her absence, his/her designee, shall grant to a department chair or a faculty member under review (if dissatisfied with either TPAC's recommendation or the Provost's decision) the opportunity to discuss the recommendation with the President or other designee, or to present material in writing.
A complete copy of the dossier and all letters and review decisions will be kept in the files in the Office of Faculty Personnel. Publications and teaching evaluation forms will be returned to the department.


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Textile Mill Supplies suppliers
Filter Results Showing 1 - 3 of 3 results
CWC Instruments Ltd Distributor Wholesaler
Oakville, Ontario
For over 25 years, CWC Instruments Ltd. (formerly, Trumeter Canada Ltd.) based in Ontario, has been serving Canadian industry in the distribution of OLYMPIC cable, wire, and cordage measuring and dispensing systems. OLYMPIC meters and reeling equipment are compact and easy to operate using minimal amount of labor and space. All OLYMPIC measurers are manufactured to U.S. and Canadian National Bureau of Standards specifications and in addition, are certified for retail end use in Canada.


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My Nonprofit Reviews
91 profile views
1 reviews
Review for Kimberton Farms School Inc, Kimberton, PA, USA
I was a student at Kimberton Farms School, back when it was still known by that name. Sometime in the '90s, the name was changed to Kimberton Waldorf School. It's a wonderful place, providing an amazing education.
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My Nonprofit Reviews
119 profile views
1 reviews
Review for Hope For Paws, Los Angeles, CA, USA
I have been following their trajectory since they started, and I remain impressed not only with their hands-on work, but the way they run their organization. Great mission, lovely people.
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Role: Professional with expertise in this field


text: On Wed, 16 Nov 2005 23:52:32 +0100, David Härdeman <firstname.lastname@example.com> wrote:> usb-storage: waiting for device to settle before scanning> Vendor: I0MEGA Model: UMni1GB*IOM2K4 Rev: 1.01> Type: Direct-Access ANSI SCSI revision: 02> SCSI device sda: 2048000 512-byte hdwr sectors (1049 MB)> sda: Write Protect is off> sda: Mode Sense: 00 00 00 00> sda: assuming drive cache: write through> ioctl_internal_command: <8 0 0 0> return code = 8000002> : Current: sense key=0x0> ASC=0x0 ASCQ=0x0> SCSI device sda: 2048000 512-byte hdwr sectors (1049 MB)I think it's harmless. I saw things like that, and initially I pluggedthem with workarounds like this:/* * Pete Zaitcev <firstname.lastname@example.com>, from Patrick C. F. Ernzer, bz#162559. * The key does not actually break, but it returns zero sense which * makes our SCSI stack to print confusing messages. */UNUSUAL_DEV( 0x0457, 0x0150, 0x0100, 0x0100, "USBest Technology", /* sold by Transcend */ "USB Mass Storage Device", US_SC_DEVICE, US_PR_DEVICE, NULL, US_FL_NOT_LOCKABLE ),But perhaps we want the SCSI stack to do something about it, dunno.If you're nervous about messages, use ub, it's mostly silent :-)-- Pete-To unsubscribe from this list: send the line "unsubscribe linux-kernel" inthe body of a message to firstname.lastname@example.com majordomo info at http://vger.kernel.org/majordomo-info.htmlPlease read the FAQ at http://www.tux.org/lkml/


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The driver in a 2002 drive-by shooting that left an Athens teen and a Hall County man dead has been sentenced to two life sentences plus 45 years in prison.
Angel Mario DeLeon, 20, was found guilty by a Hall County Superior Court jury of two counts of felony murder, four counts of aggravated assault and one count of possession of a firearm during the commission of a felony.
On June 17, 2002, Mario Cavazos Hernandez, 17, of Athens, and Juan Galindo Zuniga, 18, of Oakwood were shot and killed at a birthday party at a home southeast of Gainesville.
DeLeon's defense attorney, Lee Parks, said that DeLeon drove the car but never handled the SKS assault rifle used in the shooting. Parks said that Georgia law allows a person considered party to a crime to be charged as the actual perpetrator.
''We're disappointed with the verdict under the circumstances,'' Parks said, adding the defense has already filed a motion to appeal DeLeon's conviction.
DeLeon's July 17 conviction followed the June 6 acquittal of the alleged shooter, 16-year-old Charles Douglas Graham. A Hall County jury cleared Graham of the same charges after a four-week trial.
Hall County Assistant District Attorney Jennifer Bagwell said she could not explain why the first jury acquitted the alleged shooter, yet a second jury convicted the driver.
''The jury does what the jury thinks they want to do,'' Bagwell said Monday.
Graham's defense attorney, Bradford Morris, said the witnesses against his client were not believable.
As far as the consecutive life sentences plus 45 years for DeLeon, Bagwell said the jury may have felt that justice was not served in the earlier trial for Graham.
''Our jury knew that the shooter had been acquitted, so perhaps they were upset about it,'' Bagwell said.
Hernandez, Zuniga and two girls who were wounded in the attack were standing in a crowd of about 30 people attending a birthday party when the gunfire erupted shortly after 1 a.m., according to Parks.
Following the shooting, a grand jury indicted Graham, Amado Junior Madrigal, 18, of Gainesville, and DeLeon on charges related to the shooting. Madrigal pleaded guilty to conspiracy to commit felony murder and conspiracy to commit felony assault after the jury convicted DeLeon. Madrigal was sentenced to 10 years in prison.
Madrigal agreed May 9 to plead guilty to the lesser charges in exchange for his testimony against Graham and DeLeon, according to Bagwell.
Hernandez was a student at Clarke Central High School. He was dead on arrival to Northeast Georgia Medical Center.
Published in the Athens Banner-Herald on Tuesday, July 29, 2003.
© 2017. All Rights Reserved. | Contact Us


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Vote "YES†on 30; Vote "NO†on 32
By: DeAnn McEwen, RN
A Nurse's Care Plan for California: Help STOP the Unkindest Cuts of All
Vote Vote "YES" on Prop. 30; and, "NO" on Prop. 32!
Trust me when I say that politics has become very personal this year; I'm a nurse. As nurses we ask our patients to "tell us where it hurts." There are those who are too young and too medically fragile who don't have the ability to utter a word; yet we see the result of an eroding social safety net etched on their faces and wreaking havoc on their health. It doesn't have to be this way.
Far too many of the patients and people in the community that I care for are suffering as a result of our broken economy. There is hope for them, and we all have the ability to help if we make an informed decision and vote wisely. Before we're handcuffed by lethal cutbacks and before we become accomplices of injustice and the erosion of our right to protect one another, please join nurses in voting "YES" on Proposition 30; and, "NO" on Proposition 32!
Trust me when I tell you that nurses in the State of California, have a duty as patient advocates to recognize the potential for harm, and, as circumstances require, take action to prevent harm. A "YES" vote on Proposition 30, and a "NO" vote on Proposition 32 will help prevent harm, heal California's economy, and protect nurses' ability to continue to be public advocates, whether we're fighting for a patient's life at the bedside, or working to inform healthy public policy decisions during town hall meetings and in the legislature.
Why we need to DEFEAT Prop. 32:
Historically nursing has been more than a working class profession with noble ideals. The public has placed their trust in the nursing profession's right and duty to exercise their advocacy power on behalf of the most vulnerable: patients who are sick or injured. Compelled by the ethic of social responsibility, California Nurses Association RNs sponsored the first-in-the-nation RN to patient ratio law. California's landmark legislative achievement has been widely recognized and scientifically validated as a benchmark for ensuring improved nurse and patient outcomes.
The safe staffing law is but one example of the long-standing and important public health and safety regulations that will be subject to attack should the unthinkable happen and Prop. 32 passes. Patients are our "special interest"; but if Proposition 32 passes, the ability of direct care registered nurses to safeguard hospitalized patients will be devastatingly threatened. That's why nurses like me are urging you to Vote "NO" on Proposition 32. Vote "NO" as if your life depends on it; trust me, it does!
Proposition 32 was written to limit the voice of nurses and other working people in Sacramento, while giving free reign for corporate interests and the wealthiest Californians to exert limitless influence over public policy in California. RN duties and rights will be encumbered and made subordinate to the hospital industry's for-profit business enterprise.
For nurses, that means that we would have far less ability to counter the efforts of the wealthy hospital industry, insurance companies, pharmaceutical and health technology corporations who are in the halls of the Capitol every day lobbying to roll back long-standing workplace safety regulations to increase their own profits at the public's expense.
Similarly, other public safety workers and teachers would be unable to fight effectively on issues that matter to us all—like cuts to our schools and colleges; and, police and fire response times. We can't standby silently when we recognize this threat to the health and well-being of the public.
The California Nurses Association/National Nurses United has come to represent the authentic conscience of the labor movement in California and across the nation. We should not underestimate the wealthy and powerful corporate and media pundits who want us to believe that opposing views should be given equal weight, when one of those views is dangerous and harmful to the social, political and economic interests of main street Californians.
Human beings need certain things to live; yet wealthy, self-interested special interests are trying to buy our democracy. It's more important than ever for us to rise up to reject austerity and protect humanity, by voting nurses' values for caring, compassion, and community; which at the end of the day, are the shared values of all Californians.
Non-partisan groups like the California League of Women Voters, California Common Cause, Public Citizen and Public Campaign, who advocate for policies that curb Koch Brothers and self-serving corporate influence, are urging voters to join us in rejecting Prop. 32. Public Citizen calls it "an attack on labor masquerading as campaign finance reform".
Why we need to PASS Prop. 30:
Proposition 30 is the Local Schools and Public Safety Protection Act. It will protect California's schools, colleges and local public safety programs from billions in devastating budget cuts. Our families can't succeed unless our schools have teachers, colleges are affordable, health care is obtainable, libraries stay open, and neighborhoods stay safe. This initiative puts our state's priorities back on what matters: our future, our families, and our communities.
People are longing for politics that matter and people need hope that their vote will make a difference. Teachers, nurses, and firefighters and their unions did not cause the economic collapse that has put the American Dream out of reach for most Californians. As Dr. Martin Luther King observed, "It is not a coincidence that the labor movement and the civil rights movement have the same essential origins." Out of their bold struggles, economic and social reform transformed despair into hope and progress.
My hope for California's future is that these two movements will remain united and move forward with their social pioneering initiatives. Registered nurses are the courageous and compassionate activists in a participatory democracy, responsible for promoting (each) individual's and society's holistic well-being. We have an opportunity to benefit all who live here in the process. It begins anew with a "YES" vote on Proposition 30.
Californians, please listen to your nurses. And, join us in voting: "YES" on Proposition 30; and, "NO" on Proposition 32.
Download this flyer to post and share with friends!


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Can't install updates!!
Archived topics about LMDE 1
Forum rules
- LMDE 1 has reached end of life (EOL) on January 1st 2016 and is no longer supported: http://blog.linuxmint.com/?p=2832
- Instructions for upgrading to LMDE 2: http://blog.linuxmint.com/?p=2830
2 posts • Page 1 of 1
Can't install updates!!
I have a fresh install of LMDE and when I try to install the myriad of updates available, I get a "Please fix broken packages" error message. So I run synaptic and tell it to fix the broken packages. It gives me the "dependency issues resolved" mmessage, but I still get the error message when I try to upgrade. The last time this happened, I had to uncheck the packages that were 0B in size. I did that but I am still getting the same error message. Any ideas?
Re: Can't install updates!!
Open a terminal, and try:
If that works, proceed to:
You might need to do some of these steps more than once. Please post output here if still stuck.
Code: Select all
sudo apt-get install -f
If that works, proceed to:
Code: Select all
sudo apt-get update && sudo apt-get upgrade
You might need to do some of these steps more than once. Please post output here if still stuck.
2 posts • Page 1 of 1
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Your donations keep RPGWatch running!
Dishonored - Dev Video #4, End Game
by Dhruin, 2012-09-19 01:01:43
Bethsoft and Arkane have released the fourth dev diary video for Dishonored, reflecting on the journey:
Today we've released the fourth and final developer documentary for Dishonored. In 'End Game', the team at Arkane Studios reflect on the journey of taking Dishonored from its early conceptual stage to a world ready to be fully experienced by fans.
Catch the previous Dishonored videos on our YouTube Channel and be on the look out for new videos in these final weeks leading up to the game's October 9th release.
Newsbit options: Add / View Comments (0) | Forward this newsbit | Link to this Newsbit
Information aboutDishonored
SP/MP: Single-player
Setting: Technofantasy
Genre: Shooter-RPG
Platform: PC, Xbox 360, PS3
Release: Released


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Release Date: 2009 |
Album Rating: 3.0So my plan to do a Pathology review a day failed spectacularly...
Criticism // Hate welcome as always.
Album Rating: 3.0Well thank you haha. And yes! I'm glad I'm not the only one who digs the artwork. Every album including this has the best artwork though.
Cheers, got any reviews you recommend looking at? c;
Album Rating: 3.0Their latest album's probably the best, but yeah, there's waaaay better dm out there
Album Rating: 3.0Cheers Jac :')
put out a 30-minute
I feel like this is their best effort
Bands: A B C D E F G H I J K L M N O P Q R S T U V W X Y Z


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Every Christmas when I'm shopping for gifts, I can't help but spot a few things that I would really love. I think it's being in that shopping mentality, it's just too easy to start looking. There are so many cool products for the kitchen, that I just had to share some of the great things I've put on my wish list, some that I already have and love to use, and a few that ended up under my tree this year.
OXO Good Grips Mixing Bowls. I adore this set of mixing bowls. They feature a non-slip bottom that works – very well. I've dropped or knocked over (or two, or more) mixing bowls in my day, so these are genius.
Emile Henry Pie Dish. My Dad gave me a red one of these for Christmas, and wow – THIS is a deep dish pie pan. It's substantial, high quality and beautiful.
I LOVE these Wave Edge Porcelain Bakers at Sur La Table. Such a beautiful way to go from the oven to the table.
At Christmas, I make a LOT of cinnamon rolls. Usually at least 20 pans of them – and give them to friends and family. I use (and highly recommend) The Pioneer Woman's Cinnamon Roll Recipe, which calls for butter, a lot of butter. This OXO Silicone Pastry Brush was perfect for spreading the multiple pounds of butter that had to be brushed on to the dough.
While baking for the holidays, I started longing for a measuring cup set that included 1 1/2 cup and 2 cup sizes. Yeah, I think I need this. It includes 1/8, 1/4, 1/3, 1/2, 2/3, 3/4, 1, 1-1/2, 1-3/4, and 2 cups. Nice!
I've been eying these cute Rachel Ray Bubble And Brown Stoneware Bakers.
And the cute ramekins version of them!
Love these Collapsible Mini Colanders. Colanders take up so much cabinet space, so collapsible ones make so much sense, and of course I'm a sucker for the bright colors.
Something I just ordered (after peeling carrots with a peeler that is quite possibly older than my 3rd Grader) is this peeler set from OXO.
I absolutely love my baking sheets from Crate and Barrel. Everything browns so nicely and they cook so evenly. And when they say non-stick, they mean it.
I'm looking to do more bread baking this year, and this cookbook is supposed to be an amazing guide.
I think I would be happy to have every item Le Creuset makes in the gorgeous Caribbean Blue.
I've been doing a lot of window (screen?) shopping for cake and cupcake stands. There are so many options out there, and they aren't only functional, but so cute and decorative. I am totally in love with this Cupcake Tower. Unfortunately I have no idea where I'd store it. Maybe it would just have to always be on display?
And because we wouldn't want the cakes to be jealous of the cupcakes, I adore these Iron and Glass Cake Stands. SO pretty!
There are some really fun cake and cupcake stands on Etsy…
A gorgeous rustic woodsy stand from SundayHatch…
Mini Chevron Cake Stands from AedrielOriginals…
An amazing personalized cake stand from vesselsandwares…
Super cute cupcake stand from Cupcake Stand. I love how they've used it for something other than cupcakes – what a great idea.
So many great finds. A girl can dream! 🙂


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'Ouija' Proves Michael Bay Will Make Everything Cool From Your Childhood Lame
Michael Bay's Platinum Dunes production company returns to piss all over things that you loved back in the day with their latest film 'Ouija.'
The 80s and 90s were an awesome time to grow up. There were so many uber fanboy-friendly concepts that were creative, original and risky that came to fruition in television, toys and cinema — it was sort of like a low-class renaissance period. Those types of projects are increasingly rare in today's copy and paste, business-first culture and Director/Producer Michael Bay is at the forefront of that derivativity. He has proven time and time again that his sole purpose in life is to drag your most sacred childhood memories kicking and screaming through his swamp of mediocrity and he's at it again.
First, let's do the checklist of all the formerly badass properties that Bay and his minions have managed to put his signature brand of stank on:
- The Texas Chainsaw Massacre — An Unnecessary Reboot and a Carbon Copy of Said Reboot Billed as a Prequel
- The Hitcher — Commercialized Garbage Remake of an Edgy Thriller
- The Amityville Horror — A Remake of a Beloved Horror Movie Starring Van Wilder
- Friday the 13th — A Decent, Yet Mostly Unnecessary, Reset of the Beloved Slasher Franchise
- A Nightmare On Elm Street — A Decent, Yet Completely Unnecessary Reboot of the Iconic Freddy Krueger
- Transformers — 4 (Soon to be 5) Movies Filled with Robots Embodied by One-Dimensional Racial Stereotypes and Fight Scenes That Look More Like a Hurricane at a Junkyard
- Teenage Mutant Ninja Turtles — They have lips and noses, dude
And now we can add 'Ouija' to his list of victims.
Medium to super-low budget supernatural "scare-fests" have become the new normal for horror in Hollywood. Hell, those are the only flicks that greenlit anymore because of the low-risk, high-reward potential.
'Ouija' looks to be as momentarily entertaining, yet largely forgettable as the rest in the already too-crowded genre and is based on one of the oldest cliches in horror film culture — the Ouija board. A film based on a board game? That turned out so well for 'Battleship.' The problem is that they already made this movie in the 80s. It was called 'Witchboard' and it sucked ass. At least this one will have some legit 'splosions!
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Edit Article
wikiHow to Make Grilled Cod in Harvest Moon: Animal Parade
Harvest Moon does not have ordinary grills, although, one can "grill" food over a bonfire. This is a nice approach to cooking food instead of using a regular oven. Grilled cod gives +130 stamina.
1Acquire matches. If you don't have it, you can go to the General Store and pay 480 G for it.
2Get a cod. You can get it by fishing at the following places any time of the year:
- The east shore of Toucan Island
- The southwest and southeast shores of Clarinet District
- The lighthouse, boat dock, and beach of Harmonica Town
3Have the cod in your rucksack. Ensure that your rucksack is not full, or else you cannot grill the fish.
4Start a bonfire. Use your matches on a wood stack. Press the "A" button.
5Choose the cod that you need for the recipe. Press the "A" button again and "Start" to make the dish.
Community Q&A
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200 characters leftSubmit
- You can sell grilled cod for 94 G profit.
- Always extinguish all bonfires with your watering can after use. If you don't put the fire out, it will not only make other villagers angry the next morning, but you can lose hearts in the process as well.
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The Wedding Invite (Lakeview) (Lakeview Contemporary Romance Book 7)
Today's Free Kindle eBook: The Wedding Invite (Lakeview) (Lakeview Contemporary Romance Book 7)
A jewel of a novel, sparkling with warm yet delightfully flawed characters' (Romantic Times)From the best-selling author of The Heartbreak Cafe is another contemporary story of romance and friendship featuring the pretty Irish tourist village of Lakeview.Laura has talent to burn, a brand-new jewellery design company and a wonderful husband. Nicola has independence, a job she loves and her own home. Helen has a killer wardrobe, a thriving career and a lively and engaging daughter.Then into the mix comes Chloe. She's marrying gorgeous Dan and planning the wedding of the year. But after a mix-up at the stationery store with her wedding invites, little does Chloe realise how much chaos her Big Day is about to cause…Lakeview Contemporary Romance Series THE HEARTBREAK CAFE ALL BECAUSE OF YOU NEVER SAY NEVER THE LAST TO KNOWWISHFUL THINKING THE GUEST LIST THE WEDDING INVITE CHRISTMAS AT THE HEARTBREAK CAFE SUMMER AT THE HEARTBREAK CAFE LAKEVIEW COLLECTION (save over 50%) Note: Any Lakeview novel can be read standalone and in any order as they are all separate stories set/partly set in the same Irish village community and featuring some recurring characters.
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The Wedding Invite (Lakeview) (Lakeview Contemporary Romance Book 7)
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The first in a summer concert series begins Friday with a Beatles tribute band at the Murphy Amphitheater, 550 N. Murphy Road.
The band, A Hard Night's Day, will play the first show in the Sounds at Sundown summer series.
The event is free. Food vendors will be open at 7 p.m., with the concert beginning at 8 p.m. There also will be activities for kids.


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Thor: The Dark World is a huge movie, and already was before it even opened in North America this weekend, having made $100 million already worldwide. And now it's officially much bigger than its first installment. The superhero sequel made $31.6 million on Friday, which according to The Hollywood Reporter puts it on track for an $80 million debut. That's well ahead of what the first Thor made when it premiered in May of 2011, and given that that film eventually made $449 million worldwide, you can easily chalk up another hit for Team Marvel.
And even though Thor: The Dark World can't quite match this summer's mega-debut for Iron Man 3 or even the November box office record held by The Twilight Saga: Breaking Dawn, but THR dug up some stats about Thor's audience that bodes well for its long-term success. 48% of the movie's audience is female, compared to only 40% female for Iron Man 3-- proving either that you can't show Chris Hemsworth with his shirt off too often, that Tom Hiddleston's massive Tumblr fan base is even bigger than we thought, or that Natalie Portman and Kat Dennings have major power to draw in female audiences (or maybe all three!) And Thor: The Dark World is earning a A- CinemaScore, which means it won't just be people like us telling everyone to go see it. THR doesn't have info on how many of the tickets sold are in 3D, but hopefully at least a few of you are taking our advice and avoiding the 3D upsell entirely.
As for other releases, nothing new has opened wide to compete against Thor, but both 12 Years A Slave and About Time are expanding, to mixed results. 12 Years, riding high on massive awards buzz, is on track to make $6.5 million and bring its total to $17 million, while About Time will make $5 million and come in at ninth place overall. Given that one is a harrowing drama about slavery and the other is a charming romantic comedy tinged with time-travel, those spots in the box-office pecking order are a bit odd-- but that shows you what months and months of rave reviews can do.
Let us know in the comments what you're seeing this weekend, and we'll have a full box office report to you on Sunday.
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Or maybe the best no-bake bites I've made in a LONG time! Crunchy peanut butter-y inside, dipped in chocolate and topped with mini chocolate chips and chopped dry roasted peanuts! Believe me, you want to make a batch of these bite sized treats!
Chocolate Peanut Butter Graham Balls
They are SO easy to make and who doesn't love chocolate and peanut butter?!
Mix together 1 cup + 1 tablespoon peanut butter (use crunchy!) and 1 1/2 cups of graham cracker crumbs. You can make your own graham cracker crumbs in your food processor or buy them at the grocery store (like me, ha ha!). The mixture will still be crumbly but should hold together when compressed. Adjust the peanut butter and/or crumbs as necessary.
Roll the mixture into 24 balls – I stuck mine in my mini muffin pan – and freeze for 30 minutes. Melt chocolate melts or almond bark in the microwave or a double boiler. Dip each ball in the chocolate, allow excess to drip off, move to wax paper and sprinkle with mini chocolate chips and chopped dry roasted peanuts. Allow chocolate to set before handling.
I LOVE the crunchy inside from the graham cracker crumbs and the salty peanuts on top as a nice contrast to the sweetness. These are pretty much …
Source: I pinned these to my sweet stuff Pinterest board recently. I clicked through to Baby Gizmo blog and headed over to the original recipe found at Avacado Pesto 🙂


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Greenwich Village welcomes makeup retailer
Posted April 26, 2013
E.l.f. Cosmetics (New York) has opened its first retail flagship in Greenwich Village, New York, according to Women's Wear Daily. The official grand opening is scheduled for May 22.
The 1200-square-foot space is the first of two additional stores planned to open before the end of the year. A dazzling white interior and fixtures work as a backdrop to the array of colorful merchandise, while 10 television screens play how-to's from makeup specialists. In addition, complimentary makeovers as well as free lessons from professional makeup artists are available in-store, WWD reports.


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Casinos and cigar boxes may be running rampant on the Vegas strip, but whether or not you want these to be prominently featured in your Vegas wedding, a marital shindig in Sin City should be infused with your personal touch.
Vegas has a number of uber-romantic locations for couples to tie knot, providing sweethearts the chance to enjoy views of the mock Eiffel Tower and the legendary fountains of the Bellagio.
Once the official part of the night concludes, take your wedding party for a round of gambling at any of the casinos on the Strip. There should be no shortage of diversions and fun, but the added bonus of partying in a casino is how well it lends itself to themed wedding favors.
Guests can take home themed playing cards with personalized labels so that the games can continue long after your special day is over. Custom printed wedding poker chips will also make cherished memorabilia that can either help decorate a home or be broken out after dinner. Of course, that's when dessert comes out, so treat guests to poker-themed custom cookies once they work up an appetite from all that gaming.


text: I have multiple email accounts that I read on my Note2. I prefer to sort them with unread emails on the top. When using the combined view I have to manually change the sort order. It will remember that until I click a notification to read an email. When I go back to the combined view I have to reset the sort order. Is there a control file I can edit to make "sort by read/unread" my default always?


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Credit Advice
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Click on "My Finances"
at the top of the page.
in the drop down click on "Credit Reports"
in the Left margin, Click on one of the reports "TransUnion" or "Equifax"
on the "overview" click on each of the headers to see the details. Credit Accounts, Inquireies etc.
roll over account names and click to see details.
I hate this new format to. I really liked the old one and i hope they bring it back. Till then, point and click all over the page and see what pops up. I've been surprised more than once!
Good luck
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CONSTANTINOPLE: Our Pilgrimage will take us to Constantinople, the heart of Orthodoxy. Visit the 17th century Greek Orthodox Ecumenical Patriarchate. Pray at the St George Cathedral and venerate the Holy Relics of Saints St. Gregory the Theologian and John Chrysostom. Participate in a private audience with His All Holiness Ecumenical Patriarch Bartholomew (subject to his availability). Visit the most important sites for the Greek Orthodox in Constantinople: Agia Sophia, the Church of the Holy Savior of Chora, Baloukli Monastery and its Underground Shrine of Zoodochos Peghe, Topkapi Palace housing the relics of St. John the Baptist and Panagia Blacherna were the beautiful hymn, "Te Ypermacho" was chanted over 1,400 years ago and the Grand Bazaar. Private cruise and buggy ride to Halki and visit the Theological school and have lunch by the pier.
ITALY: Our visit will take us to the mystical city of Venice. See St. Mark's Square and the Basilica, Rialto Bridge, Bridge of Sighs and Doge's Palace. Also visit the Greek Orthodox Archdiocese and the Icon Museum. Explore Ravenna and the spectacular Duomo and Baptistery in Florence en route to the ancient city of Rome. Our visit to the Eternal city includes the Vatican, St Peter's Basilica, the Scavi (subject to approval), Colosseum, St. John in Laternan Cathedral and the Holy Stairs, Santa Croce in Jerusalem, San Pietro in Chains, Santa Prassede, Santa Maria Maggiore and St. Paul outside the Walls, St. Teodoro, Catacombs, the Spanish Steps, Trevi Fountain and much more….Continue on to Bari to visit the Basilica of San Nicola to venerate his relics and visit the uncovered city of Pompeii.
For more information: http://www.cloudtours.com/


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Sometimes math can be war at our house! The math teacher in me is constantly trying to invent new ways to make math engaging and fun.
Over the past few weeks I have taken the card game War and developed several ways to play such that my son and I review his basic number sense and number bonds (addition skills).
To play War:
- Remove all the face cards from the deck. With older children you can leave the face cards in and give them values (Jack is 11, Queen is 12, King is 13 and Ace is 1).
- Divide the deck into two stacks, with the cards facing down. Give each player one stack of cards.
- Each player flips over one card.
- In the traditional game of War, the player whose card has the highest value wins and then gets to keep both cards.
- If the cards match, then each player deals out 3 more cards and flips over a 4th card. The player with the highest card value wins all the cards.
- The winner of the game is the player who has the most cards when all the cards have been used from the original stacks.
Here are some of our favorite twists:
Greater than/Less than – Similar to the traditional game, but when you play focus on the vocabulary. If I flip over a 7 and my son flips over a 5, he says "5 is less than 7." Or, I could say "7 is greater than 5."
Target Number – Before beginning the game, I assign a Target Number to both my son and myself. For example, his target number is 7 and mine is 9. If the sum of the cards flipped over match his target number then he gets to keep the cards. If the sum of the cards match my target number then I get to keep the cards. If the sum doesn't match either, then the cards go in a discard pile.
Highest Sum – Instead of flipping one card over, he and I both flip two cards over. We each find the sum of our cards. The player with the highest sum wins all four cards.
The card games are not only engaging and educational, but are a great "assignment" for an older sibling to play with a younger sibling. One of my children's favorite games is a home made version of Go Fish. I made cards with the number words ("seven") and cards with the number digits ("7"). They can also play memory with that same home made deck of cards!
These are just a few of our favorite twists – What are some of yours?
When Michele's not inventing her own math games, she can be found blogging about her journey into preparing her children for the real world just in case they don't become famous rock stars at http://rockstarthing.blogspot.com.


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History and Purpose of Core Humanities
The Core Humanities program originated in the 1980s as an interdisciplinary, two-course Western Traditions sequence focusing on the ideas, values and cultures of Western societies from ancient times to the present (Western Traditions 201 and 202). When a new core curriculum was implemented in 1989,
When a new core curriculum was implemented in 1989, University administrators added a third course focusing on American history and culture (Western Traditions 203) as a means for meeting the state-mandated U.S. and Nevada Constitution requirements. Taught by professors and graduate teaching assistants from five different departments (English, history, philosophy, political science, and world languages and literatures), the courses exposed students to the broad range of thought and approaches that exist in the humanities and social sciences, while helping them develop critical thinking and communication skills.
In 1998, the Western Traditions program received national recognition when the National Endowment for the Humanities provided a $2 million grant to assist with faculty development and other program enhancements. In response to criticisms that the focus on "Western" ideas was too narrow and to better reflect the more diverse perspectives that instructors were beginning to incorporate in their courses, Western Traditions was renamed Core Humanities in 2003.
An external review team that evaluated the University of Nevada, Reno's core curriculum in 2010 listed the required Core Humanities courses among the strongest parts of the core and noted that they were a positive experience for students. In 2015, Nevada Humanities recognized the program's achievements with an Outstanding Teaching in the Humanities award, praising its role in providing University students with "an intellectual framework and context for thriving in a changing world."
The Core Humanities sequence of courses is central to the core curriculum, emphasizing knowledge and skills that students carry with them through the rest of their studies at the University of Nevada, Reno. In keeping with this function, Core Humanities courses are rigorous and challenging. Collectively, they cover thousands of years of human history and introduce students to ideas, practices, and belief systems that may be very different from their own understanding of the world. The courses require students to engage with difficult primary source texts and include substantial writing requirements (typically 15 pages or more). There is also a discussion component that provides opportunities for practicing oral expression skills.
The focus on critical thinking and effective communication builds the foundation that students need to succeed in more advanced classes and in their careers beyond the University of Nevada, Reno. Nevada employers consistently rank the skills taught in Core Humanities (written and oral expression, critical thinking, problem solving, and working cooperatively with others) as important for University of Nevada, Reno graduates to acquire. A report published by the American Academy of Arts and Sciences in 2013 noted that, nationwide, employers in every industry highly value the characteristics instilled by broad training in the humanities: creativity, adaptability, empathy, clear expression of ideas, and complex problem-solving. The program thus helps to prepare students for life in the 21st century, instilling traits that are essential to surviving in the modern world.