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Blog News
Be Kind, Rewind - A home video
Our friends Annabelle and Ryan head to Delaware.
For our most recent campaign Be Kind, Rewind
Spring 19
Film by Ryan Lumley & Annabelle Sadler
Music by Babe Rainbow
For Critical Slide
SURFAWEEN OZ and JAPAN
Halloween inspired shindigs are happening in both Oz and Japan. Get your ghoul on!Read more
Easy Slider in NZ
Last week we paddled the ditch to NZ. We surfed, we partied, we had a blast.Read more
We're Paddling the Ditch to NZ
We're paddling the ditch to NZ. Come join us, Thomas Bexon and Damaged Goods Zine for a salty good time.Read more
Gallery - A Trip to the Moon with The Ruminaters
Gallery from 'A Trip to the Moon' with The Ruminaters at The Lord Gladstone. Good Times!Read more
We catch up with designer, artist, all round good bloke, Simon Perini ahead of Friday's 'A Trip to the Moon'.Read more
A Trip to the Moon Interview - Kentaro Yoshida
Ahead of Friday Night's exhibition and party, The Sunball Machine caught up with artist, Kentaro Yoshida.Read more
Mick Rodgers and The Big Sur
Mick and photographer pal, Cole Beal jumped into the wagon a few weeks back and set the compass North.Read more
'Wheels and Waves Invitational by TCSS' - Results
Official Results and recap from the Wheels and Waves Invitational by TCSS.Read more
'Wheels and Waves Invitational by TCSS' - Event by Seb Zanella
Images from the Wheels and Waves Invitational by TCSS by Seb Zanella.Read more
'Wheels and Waves Invitational by TCSS - Ceremony' by Seb Zanella
Shots from the Wheels and Waves Invitational by TCSS winners ceremony. Shot by Seb Zanella.Read more
The Friendly Pirate - Screening
The story of Byron Bay's local Pirate, Ash Keillah and how the ocean helped him through the roughest of patches.Read more
Wheels & Waves Log Invitational
Wheels and Waves Festival Log Invitational by TCSS - uniting riders of machine and foam from across the globe.Read more
Rubber Soul by Nathan Oldfield
Shot and edited by film maker, Nathan Oldfield and featuring Mick Rodgers with music by The Ruminaters.Read more
TCSS x HENRY COUSINS
Henry Cousins is showcasing a few shots from his most recent work 'Sled City' over at Captain Sip Sop's Manly.Read more
Thalia x TCSS x Dead Kooks
Shots from our lil shindig with our good pals at Thalia Surf Shop. Tee & Boardie now available online.Read more
Greenroom Japan 2016
TCSS and Greenroom 2016. Over 60,000 Surf, Art and Music loving Japanese frothers!Read more
Shot by Ryan
A collection of eye candy from one of our favourite Photographers, Ryan Tatar aka Shakas and Singlefins.Read more
Clip - Freedom Sliders
Freedom Sliders clip, featuring Jerome Forrest, Eden Saul, The Friendly Pirate and Kai Ellice Flint.Read more
Noosa Day 1 & 2 by Spencer Edwards
Noosa Festival of Surfing. Day 1 & 2 shot through the eyes of Spencer Edwards.
Colourbands Capsule
View our Colourbands capsule collection and clip featuring the crafty ways of Deadkooks.Read more
Content with Cole Beal
Content Content Content..how important is it these days. Cole's given us a leg up with this selection of killer snaps.Read more
Photos - Down South with Woody & Pama
Pama Davies and Woody Gooch took the road South a couple of weeks ago. Woody caught the highlights.Read more
Clip - Welcome to Hotel Particular
Welcome to Hotel Particular, Summer 16. Shot and edited by Dane Singleton with Music by Third Eye Stimuli and featuring Pama Davies, Kai Ellice-Flint, Jake Pedrana & Eden Saul.Read more
Shot by Adam
Adam goes about making photos the hard way. It ain't all memory cards and click and point. The imperfections gives these photos their timelessness.Read more
Lookbook - Summer 15 'Hotel Particular'
TCSS Summer 15 is now in stores and online. View the latest campaign imagery here.Read more
Pirated goods in Taiwan
I was on my way over to Bali for the usual pumping waves, top food and spot of yoga jaunt. But a volcano got in the way.Read more
TCSS x Desillusion at Lone Wolfs, Venice CA.
Last Thursday, we pulled together a rowdy bunch for the launch of the TCSS x Desillusion capsule at Lone Wolfs, Venice. See the results here.Read more
'Apocalypse in Paradise' Spring 15
Sundrenched and un-inhibited freedom is what we seek. Welcome to Spring 15. View the Clip here.
TCSS x Desillusion shot by Life Without Andy
The snaps from TCSS x Desillusion Magazine's Soleil Noir at Beach Rd Hotel are up on Life Without Andy. Stay tuned for the Venice, CA leg.Read more
A Session with Kai & Jake
The crack of dawn my alarm is screaming at me, I can faintly hear the train tooting as it's anxiously waking the seaside San Clemente.Read more
Pama Davies feat. Love Buzz
Pama Davies taking his Hayden Shapes sled for a whirl. All shot and edited by our good pal, Dane Singleton.Read more


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Table of Content
ParMETIS is an MPI-based parallel library that implements a variety of algorithms for partitioning unstructured graphs, meshes, and for computing fill-reducing orderings of sparse matrices. ParMETIS extends the functionality provided by METIS and includes routines that are especially suited for parallel AMR computations and large scale numerical simulations. The algorithms implemented in ParMETIS are based on the parallel multilevel k-way graph-partitioning, adaptive repartitioning, and parallel multi-constrained partitioning schemes developed in our lab.
Versions and Availability
Softenv Keys for ParMetis on supermike2
|Softenv Key
▶ Softenv FAQ?
The information here is applicable to LSU HPC and LONI systems.
A user may choose between using /bin/bash and /bin/tcsh. Details about each shell follows.
System resource file: /etc/profile
When one access the shell, the following user files are read in if they exist (in order):
- ~/.bash_profile (anything sent to STDOUT or STDERR will cause things like rsync to break)
- ~/.bashrc (interactive login only)
- ~/.profile
When a user logs out of an interactive session, the file ~/.bash_logout is executed if it exists.
The default value of the environmental variable, PATH, is set automatically using SoftEnv. See below for more information.
The file ~/.cshrc is used to customize the user's environment if his login shell is /bin/tcsh.
SoftEnv is a utility that is supposed to help users manage complex user environments with potentially conflicting application versions and libraries.
System Default Path
When a user logs in, the system /etc/profile or /etc/csh.cshrc (depending on login shell, and mirrored from csm:/cfmroot/etc/profile) calls /usr/local/packages/softenv-1.6.2/bin/use.softenv.sh to set up the default path via the SoftEnv database.
SoftEnv looks for a user's ~/.soft file and updates the variables and paths accordingly.
Viewing Available Packages
The command softenv will provide a list of available packages. The listing will look something like:
$ softenv These are the macros available: * @default These are the keywords explicitly available: +amber-8 Applications: 'Amber', version: 8 Amber is a +apache-ant-1.6.5 Ant, Java based XML make system version: 1.6. +charm-5.9 Applications: 'Charm++', version: 5.9 Charm++ +default this is the default environment...nukes /etc/ +essl-4.2 Libraries: 'ESSL', version: 4.2 ESSL is a sta +gaussian-03 Applications: 'Gaussian', version: 03 Gaussia ... some stuff deleted ...
Managing SoftEnv
The file ~/.soft in the user's home directory is where the different packages are managed. Add the +keyword into your .soft file. For instance, ff one wants to add the Amber Molecular Dynamics package into their environment, the end of the .soft file should look like this:
To update the environment after modifying this file, one simply uses the resoft command:
% resoft
The command soft can be used to manipulate the environment from the command line. It takes the form:
$ soft add/delete +keyword
Using this method of adding or removing keywords requires the user to pay attention to possible order dependencies. That is, best results require the user to remove keywords in the reverse order in which they were added. It is handy to test out individual keys, but can lead to trouble if changing multiple keys. Changing the .soft file and issuing the resoft is the recommended way of dealing with multiple changes.
The user's program is written to make use of the ParMETIS library API, please refer to the Resources section for detailed usage.
Last modified: August 22 2017 15:10:53.

subset: commoncrawl


text:
Some comics you might enjoy.
1. T-Rex learns about calorie counting.
2. From Indexed (thanks to Shapeling Amy for sending this one along):
Some comics you might enjoy.
1. T-Rex learns about calorie counting.
2. From Indexed (thanks to Shapeling Amy for sending this one along):
Heh. That Indexed is hanging on my wall. That site is so smart. I love it.
I've always called A 'how much better she thinks she can do'.
Holls: but wouldn't "how much better she thinks she can do" have a negative correlation with "crap she'll put up with from him" rather than the positive correlation shown here?
Dinosaur Comics FTW! Such thought put into 90s clip art.
Yay dinosaur!
I'd like to point out, though, because I am a giant nerd, that technically, a calorie is the amount of energy required to heat one GRAM of water up by 1 degree celsius. A food calorie is a kilocalorie or a Calorie, and it's 1000 calories, therefore 1 kg of water. 2000 kilocalories a day just sounds waaaaay scarier, because it's TWO! MILLION! CALORIES!
I am now telling anyone who asks me if I know what I'm eating that it doesn't matter, because I aim, every day, for TWO! MILLION! CALORIES!
Dude, I never knew that thát's what a calorie was.
They're even more meaningless to me now. :D
I love the T-rex! I want to take the T-rex home!
I have zero tolerance policy for crap from boyfriends, and it has served me well.
Bald Soprano:
How much better she DOESN'T think she can do.
SO many awesome women beat themselves up about so many things.
Might I suggest to anyone who clicks on the cute graph posted here: Don't read the comments. Some morons thought they'd be "helpful" by explaining to the artist how EASY it is to lose weight.
(spoiler alert: eat less, exercise more!)
I'm so glad he explained it. I never would have figured it out with my aching woman-brain. Too busy thinking about expensive shoes and ways to avoid exercise.
LOL! Neck flaps!
@ Liza: that one just filled me with warm fuzzies. Should the right hand graph ALWAYS be the goal.
wow… sorry, I obviously brought the troll to Indexed, since that comic hadn't been commented on since 2008!
Erin – TWO! MILLION! CALORIES! I love that!! I wonder what that is in metric…
"Are the sum total of my accomplishments greater than a slightly heated giant bathtub?"
*That's* how I'm going to gauge my day. If the answer is no, then I am going to heat a mid-sized bathtub and go lie in it until I feel better. :~)
I LOVE the T-Rex. That just makes me giggle.
It's about EIGHT POINT FOUR! MILLION! JOULES!, but it doesn't sound as nice in metric. Boo.
I second TWO! MILLION! CALORIES!
The Indexed makes me a little sad, since right now I feel like I'm in the second frame. :(
O concur that the indexed one is sad, there is such a sad feeling to it. I Blame The Patriarchy!
Hee! I love the T-Rex!
(spoiler alert: eat less, exercise more!)
^ aw man, you wrecked the suspense!!
When I read "TWO! MILLION! CALORIES!"
I could actually hear the 50s horror movie screams behind it on the soundtrack in my head.
Apparently that's what I consider normal cause I didn't really notice anything odd, til I went back up to copy the spoiler alert and heard them again! Which did actually make me laugh out loud.
if you can't laugh at your own psychotic symptoms, what can you laugh at??
@Noelle: Brilliant!
Heee, Lily. That was excellent.
Comments are closed.


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Despite the current trend to segment your audience as much as possible it's still easy to overlook the art of meta description writing.
After all Google search still reaches all of your target market and beyond.
Here's a reminder of the important considerations for meta description writing with some examples.
Ah meta descriptions… the last bastion of traditional marketing! The only cross-over point between marketing and search engine optimisation! The knife edge between beautiful branding and an online suicide note!
It's been a long time since Google read the meta description tag and ranked your site accordingly. It is true that Yahoo & Bing do still pay some reference to it.
However, the real and most-misunderstood value in this important 156 characters of real estate is that it represents the first touchpoint with your brand to the world.
Indeed in this world of split testing and persona development one thing is still for sure: everyone uses search. Whilst you may have the right RGB to attract the C suite executive through your site, presenting yourself ineffectively in the SERPs can still spell a disaster.
SEO: Best Practice Guide (subscribers only)
What is it?
The meta description is the snippet that appears below the blue link in Google search. Words that matched the user query get pulled out in bold.
Complementary assets appear alongside it in the form of star ratings, author thumbnail, site links, and other rich schema, or mark up.
The art of writing the meta description
The art to writing the meta description is a simple one, and one which the present day author may see akin to composing a tweet, with its strict character limit (156).
There are some key elements to ensure you feature:
- Search Terms. Don't forget that keywords matching the users query will be matched in bold and therefore draw the eye's attention to your result and increase your chances of click through.
- Brand message/strap line. An important differentiator in a crowded marketplace. Really, what sells you? Be honest now.
- Compelling marketing message. AHA! The last bastion of traditional marketing! Write something that markets the contents of this page.
- USPs/value adds/discounts/offers.
- Make it unique. If you don't, Google Webmaster Tools will tell you off! It must be unique to the contents of the page.
So here's how you can put it together in 156 characters:
Search term relevant to page – why us – why now? Our name – why we're the best
Improvements here can obviously be measured (if measured in isolation) as increased click through rate.
What happens if you don't write a meta description?
In the best case scenario Google's automated system will pick up a useful string of text from the page which reads well and features search terms and helps encourage the click through.
In the worst case scenario Google will publish a suicide note. Or possibly even no meta description at all. What's better: commercial suicide or a derelict store?!
Here are 33 examples of great meta descriptions (based on Google Zeitgeist 2012).
33 examples of great meta descriptions
A couple of extra tips:
- Use the =len() function in Excel to word count your meta description in spreadsheet format.
- Use SEO Mofo's Snippet Optimizer for an online character count tool.
How local language should influence your search advertising strategies


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US Women Take Silver After Tough Loss To Brazil
Bill Kauffman
USA Volleyball Communications
Phone: 719-228-6800
Email: firstname.lastname@example.com
USAV Facebook - @USA_Volleyball
Unofficial DataVolley Stats - Official Stats
LONDON (Aug. 11, 2012) – The top-ranked U.S. Olympic Women's Volleyball Team fell one victory shy of winning its first-ever Olympic Games gold-medal for the second quadrennial in a row in an 11-25, 25-17, 25-20, 25-17 loss to No. 2 Brazil Saturday in the title match at Earls Court in London.
The U.S. Women finished the tournament with a 7-1 record and 30-2 record in 2012. Brazil, which was on the verge of not qualifying for the quarterfinals heading into the final pool day, finished with a 6-2 record in defending its 2008 Olympic Games title in a gold-medal rematch with the Americans. In the process, Brazil snapped a six-match losing streak to the United States dating back to 2011.
The U.S. was playing in its third Olympic Games title match, only to have golden dreams dashed for silver in losses to Brazil at the 2008 Beijing Games and to China at the 1984 Los Angeles Games. Team USA now has four overall Olympic women's volleyball medals that include a bronze at the 1992 Barcelona Games.
At the 2008 Olympic Games, Brazil won its first-ever women's volleyball gold-medal over the Americans as the top seed and favorite to win, while the U.S. entered the Olympics as a dark horse to win a medal. In 2012, Team USA was the favorite to win its first-ever gold.
The U.S. bolted to an early 7-2 lead in the opening set and never let up in a 25-11 victory. U.S. captain Lindsey Berg (Honolulu), who has announced her intentions to retire after the Olympics, had service runs of 6-0 and 5-0 in the set.Team USA came back from an 11-6 deficit in the second set to tie the score at 12-all, but Brazil responded with a 6-0 run en route to a 25-17 victory and controlled the rest of the match. Brazil reached a 14-9 lead in the third set and never allowed the U.S. closer than two points the rest of the way for a 25-20 victory.
"I think they made less errors," four-time U.S. Olympian Logan Tom (Salt Lake City, Utah) said. "Their serving picked up. We couldn't really run a sideout as well as we usually can, just passing. We just had a little bit of trouble in that area so they just got a string of points. It's always hard to come back in volleyball, especially against a good team when they get ahead of you."
"I'm Very proud of this team," U.S. Olympic Women's Volleyball Team Head Coach Hugh McCutcheon (Christchurch, New Zealand) said. "We didn't get the result we wanted. It's the way it goes. That's life. Kudos to Brazil, but I'm still proud of my team. You can't always get the gold, but you have to look at what you do to try and achieve it an we tried our best."
Tom scored 11 kills and three blocks for 14 points. Destinee Hooker (San Antonio, Texas) collected 13 kills and an ace for 14 points. Foluke Akinradewo (Plantation, Fla.) chipped in eight kills and three blocks for 11 points. Megan Hodge (Durham, N.C.) tallied six points on four kills, one block and one ace. Christa Harmotto (Hopewell Township, Pa.) charted three kills and a block for four points. Jordan Larson (Hooper, Neb.) added four kills while Berg totaled two points. Danielle Scott-Arruda (Baton Rouge, La.) and Tayyiba Haneef-Park (Laguna Hills, Calif.) rounded out the scoring with a point each.
"I'm happy with it," Tom said of winning the silver medal. "It's not too shabby. When you play for your country, it's not for money or fame, it's for your family, your pride, your country. You don't do it to receive stuff."
Nicole Davis (Stockton, Calif.), Tom and Hooker all recorded nine digs. Berg handled 35 running sets in the loss.
"I think in sets two and three we kind of got away from each other and got on our own little islands instead of regrouping and playing as a team," Hooker said. "I think they had a lot of great serving. They were serving hard and tough and really deep. I think our team wasn't ready for that. We adjusted the way we could. We made a few changes and tried to step it up a notch but it just wasn't enough. At the end of the day, it could have been worse. We could have not been on the podium at all. So I'm thankful for this honor."
McCutcheon started Tom and Larson at outside hitter, Akinradewo and Harmotto at middle blocker, Hooker at opposite and Berg at setter. Davis is the U.S. designated libero for the Olympic Games. Hodge started the fourth set after subbing in the second and third sets. Scott-Arruda started the fourth set after subbing in the third set. Tamari Miyashiro (Kaneohe, Hawaii) was a sub in the third set.
"They started serving much more aggressively," McCutcheon said. "They were pressing us and we didn't really respond as well as we should have done."
Scott-Arruda, Tom, Berg, Haneef-Park and Davis are all repeat Olympic medalists from the 2008 Olympics. Prior to 2012, current U.S. Olympic Women's Volleyball Team assistant coach Paula Weishoff was the only other two-time Olympic medalists in women's volleyball. Karch Kiraly, current assistant coach for the team, won two gold medals while playing for the U.S. Olympic Men's Volleyball Team in 1984 and 1988 and one playing in the inaugural beach volleyball event at the 1996 Atlanta Games.
"Congratulations to the U.S. Women's Volleyball Team on winning the silver medal today!" said Tom Tait, mayor of the City of Anaheim where the U.S. Women's National Volleyball Team trains. "We are proud of the women for their success on the court, as well as their representation of our country and their official host city of Anaheim. We look forward to welcoming them home and giving them a champion's welcome!"
Team USA held a 9-7 block advantage and a .281 to .257 hitting efficiency, but Brazil held a sizeable 63-37 advantage in digs to keep plays alive.
"They're a great team," Hooker said of Brazil, where she played professionally last season. "They were 2008 champions and now they're 2012. We hope we see them again in Rio."
Brazil's Jaqueline Carvalho led all scorers with 18 points, while Sheilla Castro added 15 points. Fabiana Claudino totaled 14 points and Fernanda Rodrigues pocketed 12 points.
"It took us out of our rhythm," Berg said of Brazil's performance in the gold-medal match. "They played well and they were out to get us. We've beaten them the last six times. After the first set they were angry and they didn't want to go out like that, but we've got a silver medal and we need to keep our heads high."
The Americans reached the title match in dominating fashion by advanced through Pool B with wins over No. 15 Korea (3-1), No. 2 Brazil (3-1), No. 3 China (3-0), No. 7 Serbia (3-0) and No. 8 Turkey (3-0). The U.S. advanced to the semifinals with a sweep over NORCECA rival Dominican Republic in the quarterfinal round, then claimed a 3-0 win over Korea to reach the title match.
Earlier today Japan won the bronze medal with a 25-22, 26-24, 25-21 victory over Korea.
The U.S. reached a 5-1 lead in the opening set with kills from Tom and Akinradewo between Brazil service error and attack errors, capped by an Akinradewo block heading into a Brazil timeout. Team USA scored a sixth straight point on Berg's serve with a Brazil attack error. The U.S. stretched its advantage to 9-3 with a Larson kill and Brazil error. Hooker notched a kill and ace on back-to-back rallies to expand the lead to 11-4. Consecutive Brazil errors pushed the American lead to 13-5 at Brazil's second timeout. Berg put up a block and Hooker followed with a kill off the block to extend the American lead to 16-7 at the second technical timeout. Team USA reached a 12-point lead at 19-7 on a Brazil error and a kill and block by Hooker on a 5-0 scoring run on Berg's serve. The Americans inched the lead to 22-8 with an Akinradewo kill and consecutive Brazil attack errors. Hooker downed a kill and USA reached set points at 24-10 on a Brazil attack error. Larson ended the set with a cross-court winner at 25-11. Hooker and Akinradewo each scored four points in the opening set and the U.S. benefited from three blocks and nine Brazil errors.
Brazil scored the first three points of the second set, but Tom and Hooker answered with kills and Brazil hit a free ball out of bounds to knot the score at 3-all. Brazil broke back with three consecutive points for a 6-3 cushion at an American timeout. Thaisa served an ace out of the break to extend Brazil's advantage to 7-3. Akinradewo put up a block to stop the 4-0 run and Larson followed with a kill to slice the deficit to 7-5. Brazil upped its margin to 11-6 on three unanswered points. Out of a USA timeout Hooker produced a kill, Brazil hit wide and Harmotto hammered a slide to narrow the gap to 11-9 at a Brazil timeout. Team USA squared the set at 12-all with a Berg kill, followed by a block and kill by Tom. Brazil went into the second technical timeout on a 4-0 run at 16-12. Brazil scored a fifth and sixth straight points at 18-12 with two more out of the break. Brazil pushed its lead to 23-15 on three unanswered points. Brazil capped the set at 25-17 to even the match at one set each. Tom and Hooker each tallied five points in the second set, but Brazil accumulated 20 kills in the set after only five in the first set.
Brazil collected the first two points of the third set, then increased its margin to 6-2 on three unanswered points going into a USA timeout. The Americans cut the deficit to 6-5 with a Harmotto block between two Brazil errors. However, Brazil reached the first technical timeout with a block at 8-5. Brazil tallied four of five points to take a 14-9 advantage. Hodge, Tom and Haneef-Park picked up consecutive kills to close the U.S. to 15-13. Brazil regained a three-point edge at 17-13 with points on each side of the second technical timeout. However, Scott-Arruda put down a kill and Tom put up a block to close to 17-15. Brazil answered with consecutive points at 19-15. Tom and Hooker hammered kills to slice the gap to 20-18. Brazil increased its lead to 23-19 after winning a long rally. Brazil finished the third set at 25-20 on back-to-back points. Akinradewo contributed five points in the third set, while Tom added four points.
Brazil scored three unanswered points in the fourth set to gain a 5-2 advantage at Team USA's first timeout. Hodge scored a block and ace to slice the gap to 6-5. Brazil tallied points on both side of the first technical timeout to stretch the lead to 9-6. Brazil upped its lead to 14-9 on three straight points going into Team USA's second timeout. Brazil went into the second technical timeout up 16-10 on a block as part of a 5-1 run. Brazil continued its charge to the title at 19-11 with three straight points. Team USA tallied consecutive points on Brazil errors and Tom put up a block to close to 19-14. Brazil reached a 23-14 advantage with four straight points. Tom connected for back-to-back kills and Brazil hit into the net at 23-17. But Brazil closed out the set and Olympic title with the last two points at 25-17.
2012 U.S. Olympic Women's Volleyball Team
# - Name (Position, Height, Hometown, College)
2 - Danielle Scott-Arruda (MB, 6-2, Baton Rouge, La., Long Beach State)
3 - Tayyiba Haneef-Park (Opp, 6-7, Laguna Hills, Calif., Long Beach State)
4 - Lindsey Berg (S, 5-8, Honolulu, Hawaii, Minnesota)
5 - Tamari Miyashiro (L, 5-7, Kaneohe, Hawaii, Washington)
6 - Nicole Davis (L, 5-4, Stockton, Calif., Southern California)
10 - Jordan Larson (OH, 6-2, Hooper, Neb., Nebraska)
11 - Megan Hodge (OH, 6-3, Durham, N.C., Penn State)
13 - Christa Harmotto (MB, 6-2, Hopewell, Pa., Penn State)
15 - Logan Tom (OH, 6-1, Salt Lake City, Utah, Stanford)
16 - Foluke Akinradewo (MB, 6-3, Plantation, Fla., Stanford)
17 - Courtney Thompson (S, 5-8, Kent, Wash., Washington)
19 - Destinee Hooker (Opp, 6-4, San Antonio, Texas, Texas)
Head Coach: Hugh McCutcheon (Christchurch, New Zealand)
Assistant Coach: Karch Kiraly (San Clemente, Calif.)
Assistant Coach: Paula Weishoff (Irvine, Calif.)
Assistant Coach/Technical Coordinator: Jamie Morrison (Dana Point, Calif.)
Technical Coordinator: Giuseppe Vinci (Casteggio, Italy)
Team Manager: Ken Sullivan (Laguna Beach, Calif.)
Consultant Coach: Marv Dunphy (Malibu, Calif.)
Athletic Trainer/Medical Support: Jill Wosmek (Silver Lake, Minn.)
Doctor: Dr. William Stetson
2012 Olympic Games Women's Volleyball Schedule
Pool A Standings:
Russia (14 points, 5-0)
Italy (13 points, 4-1)
Japan (9 points, 3-2)
Dominican Republic (6 points, 2-3)
Great Britain (2 points, 1-4)
Algeria (1 points, 0-5)
Pool B Standings:
USA (15 points, 5-0)
China (9 points, 3-2)
Korea (8 points, 2-3)
Brazil (7 points, 3-2)
Turkey (6 points, 2-3)
Serbia (0 points, 0-5)
July 28: Japan def. Algeria 25-15, 25-14, 25-7
July 28: China def. Serbia 16-25, 25-18, 25-13, 25-12
July 28: Russia def. Great Britain 25-19, 25-10, 25-16
July 28: Italy def. Dominican Republic 25-17, 23-25, 25-19, 25-15
July 28: USA def. Korea 25-19, 25-17, 20-25, 25-21
July 28: Brazil def. Turkey 25-18, 23-25, 25-19, 25-27, 15-12
July 30: China def. Turkey 25-20, 25-20, 29-31, 25-22
July 30: Korea def. Serbia 25-12, 25-16, 16-25, 25-21
July 30: Russia def. Dominican Republic 25-23, 25-15, 24-26, 25-22
July 30: USA def. Brazil 25-18, 25-17, 22-25, 25-21
July 30: Italy def. Japan 25-22, 25-21, 20-25, 25-22
July 30: Great Britain def. Algeria 22-25, 25-19, 23-25, 25-19, 15-8
Aug. 1: Japan def. Dominican Republic 25-20, 25-19, 25-23
Aug. 1: Russia def. Algeria 25-7, 25-14, 25-15
Aug. 1: Turkey def. Serbia 25-20, 25-12, 25-21
Aug. 1: Italy def. Great Britain 27-25, 25-12, 25-12
Aug. 1: USA def. China 26-24, 25-16, 31-29
Aug. 1: Korea def. Brazil 25-23, 25-21, 25-21
Aug. 3: Brazil def. China 25-16, 20-25, 25-18, 28-30, 15-10
Aug. 3: Russia def. Japan 27-25, 25-17, 20-25, 25-19
Aug. 3: Turkey def. Korea 25-16, 21-25, 25-18, 19-25, 15-12
Aug. 3: Dominican Republic def. Great Britain 25-9, 25-18, 25-19
Aug. 3: USA def. Serbia 25-17, 25-20, 25-16
Aug. 3: Italy def. Algeria 25-11, 25-12, 25-17
Aug. 5: Dominican Republic def. Algeria 25-15, 25-16, 25-13
Aug. 5: China def. Korea 28-26, 22-25, 25-19, 22-25, 15-10
Aug. 5: Japan def. Great Britain 25-19, 25-14, 25-12
Aug. 5: Russia def. Italy 26-28, 25-19, 22-25, 25-16, 15-11
Aug. 5: USA def. Turkey 27-25, 25-16, 25-19
Aug. 5: Brazil def. Serbia 25-10, 25-22, 25-16
Aug. 7: Japan (Pool A3) def. China (Pool B2) 28-26, 23-25, 25-23, 23-25, 18-16
Aug. 7: Brazil (Pool B4) def. Russia (Pool A1) 24-26, 25-22, 19-25, 25-22, 21-19
Aug. 7: USA (Pool B1) def. Dominican Republic (Pool A4) 25-14, 25-21, 25-22
Aug. 7: Korea (Pool B3) def. Italy (Pool A2) 18-25, 25-21, 25-20, 25-18
Aug. 9: USA def. Korea 25-20, 25-22, 25-22
Aug. 9: Brazil def. Japan 25-18, 25-15, 25-18
Medal Round
Aug. 11: Japan def. Korea 25-22, 26-24, 25-21 (Bronze)
Aug. 11: Brazil def. USA 11-25, 25-17, 25-20, 25-17 (Gold)


text:
20th Street Media necesitaba un nuevo diseño de logotipo y lanzó un concurso de diseño en 99designs.
Un ganador ha sido elegido entre 182 diseños de 60 diseñadores freelance.
Silva Plate
Silva Plates is an eloquent restaurant that celebrates the exemplary treasures of Latin and Asian cuisine. Located in NYC's Lower East Side, the very nexus of a cultural exchange, Silva Plates embodies the rustic ambiance of Latin America and the historic synergy and grandeur of the Far East. The sounds, the spectacle and the beautifully fragrant aromas all illustrate an authenticity that is complemented with gracious hospitality. Dedicated and inspired by the culinary expertise of grandma's kitchen, the rich and robust Latin flavors fused with the appetizingly eclectic delicacies of the Orient guarantees to spoil any complex palate.
Silva Plates exquisite take on Latin cuisine is indicative of Maria Silva's vision. Generations of recipes and tradition that was instilled in Maria as a young woman in her native Puerto Rico is well represented in each dish. The atmosphere, the décor and the sociable grace of service are highlighted by the classically refined presentations, enhancing a sense of nostalgia and making each taste a blissful event. The true savor of the Caribbean and South America that respectfully earned centuries of accolades is the foundation of the Silva Plates establishment.
The Lower East Side has a beautifully extensive history of determined immigrants striving for prosperity. But none is more storied than the Asian and Latino communities living and working side by side to sculpt out a prosperous future for their families. Combined, forging an indelible bond that ushered them through some of the most tumultuous eras in US history, ultimately creating a cultural and artistic renaissance throughout the area. A new community emerged blurring the lines of race, creed and color, with a focus in the commonalities in customs, such as home life, food and drink.
I think its best to maintain a very simple aesthetic, i imagine there being a mark ( or plate) in the middle of the words Silva and Plate. Using a chinese calligraphy might be a cool idea. I would reference http://www.taorestaurant.com/. That's the kind of look we are going for.
There must be a mark along with "Silva Plate" included.
Red/Gold or Red/Grey
The mark can be one graphic with Chinese letter inside the mark or the letters SP.
Sliva Plate should resemble the Tao logo i think but open to other ideas.
Please avoid Arial, Times New Roman, Helvetica, Garamond, etc.. (no standard fonts.)
Descubre cómo funciona un concurso de diseño u obtén más información sobre nuestros servicios de diseño de logo.


text:
Megaclickz necesitaba un nuevo diseño de logotipo y lanzó un concurso de diseño en 99designs.
Un ganador ha sido elegido entre 53 diseños de 16 diseñadores freelance.
We are setting up a new high volume Mobile ad network .
We want a fresh Logo with a unique Brand Icon and Text. We want it a mix of
web 2.0
sharp design
and Corporate Identity.
Balance and web 2.0 color choice are very Important as is the Branded icon you create that will Clearly Identify Us.
About Us
We Already Own and Market Many Mobile Downloadable Products World wide including
*Girls Gone Wild
*Cheater-Meter from the Hit Tv Show Cheaters
College Girls Exposed
As well as many more.
Winner will also have chance to work for us online on an ongoing basis If the Quality of work is what we expect.
We will also have corporate identity, business cards, web pages, wap pages Done up to Match.
We are targeting the Mobile Marketing Genre as well as being attractive to all Web and Wap designers , app designers and programmers and mobile users worldwide -particularly the age bracket 20 -40
I don't wish to limit your creativity but please fresh web 2.0 colours
black grey blue white
red black grey white
orange /charcoal
Please don't be frightened to try others though these are ones that first come to mind.
The main focus is the icon but we want a sharp balanced text that flows seamlessly from the Icon
Icon can be mobile networking related but Please if using a phone be original.
Sharp balanced fresh corporate web 2.0 best sums it up
Sometimes simple is the best and elegant.
Any Questions Please feel free to email firstname.lastname@example.com
Descubre cómo funciona un concurso de diseño u obtén más información sobre nuestros servicios de diseño de logo.


text:
CARSON, Calif. – In two seasons with the Los Angeles Galaxy, Omar Gonzalez has taken large steps forward.
After being selected with the third overall pick in the 2009 MLS SuperDraft, Gonzalez started every game with the eventual MLS Cup runners-up and walked away with Rookie of the Year honors. Last year, Gonzalez was a finalist for Defender of the Year and helped lead the Galaxy to the Supporters' Shield title.
Now, Gonzalez is hoping to take a similar rapid path towards success on another stage. He is spending January in the United States national team camp and has set his sights on further time with the USMNT in a few months' time.
"My goals are to be on [the Gold Cup] team, if not starting then helping out any way that I can," Gonzalez said.
Before suiting up for the US in June, Gonzalez will have to impress in January. While he has the opportunity to win over the coaching staff in camp, Gonzalez will have a chance to prove his mettle against an international opponent on Jan. 22, when the US play Chile at The Home Depot Center.
Gonzalez said he would determine how far he comes along in the January camp by the approach he takes.
"I've just got to focus on being myself, playing freely, not putting too much pressure on myself," he said. "If I do that, the rest will come along with it."
While blossoming into one of the league's top defenders, Gonzalez had help. He has played alongside US national team veteran Gregg Berhalter for much of his time with the Galaxy and also learned things from the club's other veteran players.
Taking the things he learned from his former and current club teammates and putting them into use with the national team is something that could also lead to success on the international level.
"The main thing is that I've always had good people around me, good friends and good teammates who can help me," he said. "That was always the main thing for me.
"All of the veteran players with the Galaxy were always there for me to talk to. It was always good but they're not here right now so just take what I've learned and be confident because I've had two good years, so just take that and keep on going with it."


text:
We Are Based Out of the High Desert & Serving Yucaipa
Dead Pigs in Yucaipa
Why People Choose Gulley's Livestock Disposal
For the past thirteen years, people in Yucaipa have picked Gulley's Livestock Disposal in the unfortunate event that they need deceased animal removal services. Here are just a couple of the reasons why we're top trusted provider of this delicate service in Yucaipa:
When your animal companion passes away, you'll probably find yourself in shock, even if the passing was a foreseeable event. In the case of an animal's unexpected passing, this shock can be stressful. It's hard to even know what to do in a situation so difficult. Fortunately, Gulley's Livestock Disposal has the practical solutions you need during this emotional time for you and your family. When you call us, we'll take care of all of the logistics and details of your deceased animal removal, so that you can process your loss and eventually, move on with your life.
Many of our customers choose to have a necropsy performed on their animals after its passing. Sometimes, this procedure is conducted at the request of insurance companies while other times, it's done in order to determine an animal's cause of death. In either case, Gulley's Livestock Disposal is honored to provide safe transport of the deceased animal from the property to the necropsy lab. There, licensed necropsy pathologists will examine the animal and deliver the final results.
Family Owned and Operated
Gulley's Livestock Disposal is a family owned and operated business based right out of the High Desert. We care deeply about the families and animals in the Southern California area and are dedicated to providing careful and dignified horse removal and other large animal removal services. We understand that this sensitive process must be executed properly for you family's peace of mind.
Affordable Dead Animal Removal Yucaipa
When you hire Gulley's Livestock Disposal, you won't be left with a heavy financial burden after the loss of your large animal. Our professional animal removal services are affordable, and we keep our prices low without sacrificing safety or cleanliness. Unlike other large animal removal services driven by profit alone, we genuinely care about the wellbeing of our customers and their animals—so much so that we treat them like family.
Local Providers Create A Circle of Care
Gulley's also works closely with local veterinarians and cremators throughout the Southern California area, creating a circle of highly skilled and caring professionals to take care of your animal during his or her final moments and beyond.
Compassionate Deceased Animal Removal Yucaipa
As horse owners ourselves, we at Gulley's Livestock Disposal understand the intense grieving process that goes along with losing a large animal who has become part of the family. Our professional dead animal removal and livestock disposal professionals are empathetic and handle your animal with respect. We're friendly and compassionate people, and we'll be there for you and your family in your time of need. From the time we answer the phone to the moment we help you say goodbye to your beloved animal, we'll offer you kind words, a friendly face, and a shoulder to lean on during the entire ordeal.
Experienced Animal Removal Company Yucaipa
At Gulley's Livestock Disposal, we've been offering our reliable and compassionate horse removal and large animal removal services since 2006. We're experts at what we do, and perhaps most importantly, we know how much it matters. Our deceased animal removal professionals treat your animal and your family with the utmost care and reverence. Our technicians are highly skilled in dead animal removal and transportation and trained to deal with grieving families.
Convenient Pick Up and Drop Off Services Yucaipa
Our convenient pickup services let you get back to your lives after the loss of your animal. Gulley's Livestock Disposal offers 24/7 emergency services, and we are equipped to pick up and dispose of any large animal. You can request same day pickup or make an appointment for prompt animal removal services. At Gulley's Livestock Disposal, we also provide safe and reliable transportation to the San Bernardino state lab for necropsy.
On Call 24/7 for Dead Animal Removal Yucaipa
At Gulley's Livestock Disposal, our customers are always our number one priority. And that's not just something we say. It shows! Our family owned and operated business is on call 24 hours a day, 7 days a week in order to guarantee we'll be available when you need us the most. Call us anytime day or night, and we'll be there right away to assist you with the professional services you and your animal deserve. Our services are timely and reliable, so you'll have an advocate you can trust in your time of uncertainty. That's just what we do.
Comprehensive Dead Animal Removal Services Yucaipa
At Gulley's Livestock Disposal, there's no job too large or complex for us to tackle. We're fully licensed and equipped to handle any deceased animal removal. Our full range of livestock removal services include the following:
- Llama Removal
- Mule Removal
- Horse Removal
- Donkey Removal
- Steer Removal
- Cow Removal
We do it all! Plus, we're also family owned and operated, and we'll treat your beloved animal like it was our very own—from the time we arrive to pick it up to the time we reach its final destination.
When you need livestock disposal services, it's not wise to call just anyone. Gulley's Livestock Disposal has over thirteen years of experience in providing professional dead animal removal services in the Southern California area. Over the years, we've built strong relationships with animal caregivers and professionals throughout Southern California. In the unlikely event that we don't have the resources to provide the service you need or desire, chances are we know someone who does and can call in a favor for you. We're also a family of horse owners ourselves, so we can relate to the unique ordeal our customers are going through after the tragic loss of a horse or other large animal that's become a beloved part of the family.
Safe, Reliable Transportation for Livestock Disposal
Take Advantage of Our Local Network of Compassionate Providers
At Gulley's Livestock Disposal, we've spent years building a trusted network of leading animal care providers, including veterinarians, cremators, and pathologists, for example. When you hire us, you'll have access to this circle of care and therefore, be able to provide your animal with the most dignified farewell possible.
Fully Licensed and Equipped Vehicles
When you trust your animal to our care after its passing, we take that responsibility very seriously. That's why we take care to choose the right equipment for the job. The vehicles we employ for large animal removal and transportation are fully licensed and insured. Plus, they undergo annual inspections to ensure they're up to the job and that they meet all federal and state regulations for safe dead animal transport. At Gulley's Livestock Disposal, we use state of the art equipment combined with good old fashioned hard work to ensure your complete satisfaction.
Skilled, Careful Drivers for Deceased Animal Transport in Yucaipa
At Gulley's Livestock Disposal, we employ only the most experienced and skilled drivers to transport your animal after picking it up from your property. These drivers are compassionate people, and they understand the importance of their delicate cargo. Whether you've chosen to have the deceased animal moved to a burial site, crematory, or necropsy lab, we'll make sure it arrives securely and without incident.
Gulley's Livestock Disposal has built professional relationships with caring and compassionate veterinarians throughout Southern California, including providers in Orange County, Riverside, Yucca Valley and Indio, Antelope Valley (Kern County), and of course, High Desert. We can even arrange for a veterinarian to be there after an animal has been put down. Some of the trusted local vets we work with on a regular basis include:
Antelope Valley (Kern County)
Wayne D. Marteney, DVM
Byerly Veterinary Services
High Desert
Wayne D. Marteney, DVM
Mojave River Equine
Orange County
Mark Secor DVM Inc.
Equine Veterinary Services
Equine Medical Associates
Yucca Valley and Indio
Rachel Reedy, DVM
Mirona D. Petrus, DVM Inc.
Desert Equine Veterinary Hospital
Dr. James H. Clark & Associates
Riverside County
Gary S. Cash, DVM
Tiffany K. Porter, DVM
Animal Cremation Services Yucaipa
Cremation is a popular choice for large animal owners after their pet's passing. With cremation, you can still have a memorial service, and you'll be offered a personalized urn containing your animal companion's ashes.
At Gulley's Livestock, we have close connections with two local cremation facilities:
Guardian Animal Aftercare
D&D Cremation Services
These local crematories have facilities large enough to handle horses and other livestock and provide the most compassionate aftercare possible for large animals and their families. They offer many different options for animal owners and will work closely with you to personalize your experience.
Together, we'll ensure that your beloved animal receives a respectful send off, no matter how you choose to say goodbye.
Livestock Removal
- Servicing Southern California areas
- Call for pick-up, pricing information and options
- Same day pick-up or appointment with 24 hours' notice
Lab Transportation
Transport for necropsy examination
You can rely on Gulley's Livestock Disposal to provide transportation to the state laboratory in San Bernardino for necropsy examination 24/7.
Our professionals will make sure that the animal is transported quickly and safely. Call us for more information.


text:
These 10 x 14mm rose gold acrylic beads are molded to look like rhinestone glitter beads. A subtle aurora borealis finish gives these rose gold sparkle beads a pretty shimmer.
Each 7 inch strand contains around 17 rose gold sparkle beads. Great for chunky shamballa-style bracelets, bold necklaces and more. One strand of 10 x 14mm rose gold glitter beads per package.


text:
Well hello all. I am certain you will all laugh and grimace as you read this but....here it goes.
Husband's company (consists of only 3 employees - 1 office, 2 forklift operators) had the A4 setup by a person who no longer here. I am computer literate but NOT database literate. We do not recognize a profit to us in this company but do keep 3 employeed in the small community. I know THAT info does not means nothing to noone but us. We have NO money to hire someone to help us get A4 to A5 (SO we are relying on my NON database skills to make this happen). We have to buy new computer which is why we are needing A5. I am literate with Excel - but only dabble once/twice in databases.
THAT being said...I attempting to "create a test A5 of our business" here at home to "get it just right" before the old computer totally crashes and we are without any backup. Testing on my home computer because it has Vista (new one we ordered is Vista). I copied the dbf files from the A4V7 into the same folder that A5 is found. I have already opened A5 created a blankdatabase and added all the dbf files as tables. NOW I AM STUCK.
What on earth do I do next? I know how all the menus appear on the old, how all the menus acted on the old....but I AM LOST as to what to do, in which step, in order to make the menu (and its actions) happen here in the new!!!
I have read alot thru the threads, other's woahs - and worked with this 8 hours on Weds, 15 hours yesterday, and now 5 hours today...feel as if I am going around in circles. HELP?????? Just what can I do to get ONE of the old menu options to work like did on the old......If only???


text:
Card making, rubber stamping techniques and project videos for papercrafters
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text:
volume 13 framed
sold out
Made from vintage cloth bound book covers.
Collaged and stitched.
The marks and fading that have occured over time are integral to the finished piece.
Float mounted in an open 3.5 cm white washed wooden box frame, no glass.
strung on the back.
hang out of direct sunlight in a dry environment.
framed size measures 27.5cm x 21cm


text:
Rimmel London show you how to create Brit Nail Art using the new Salon Pro Nail Polish created by Kate Moss. First begin by applying two coats of Salon Pro n…
Brit Nail Art Tutorial Using New Salon Pro Nail Polish | Rimmel London
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text:
Sec. 504, Rehabilitation Act of 1973, Pub. L. 93-112, 87 Stat. 394 (29 U.S.C. 794); sec. 111(a), Rehabilitation Act Amendments of 1974, Pub. L. 93-516, 88 Stat. 1619 (29 U.S.C. 706); secs. 119 and 122 of the Rehabilitation Comprehensive Services and Developmental Disabilities Amendments of 1978, Pub. L. 95-602, 92 Stat. 2955; Executive Order 11914, 41 FR 17871.
Section 504 of the Rehabilitation Act of 1973 prohibits discrimination on the basis of handicap in any program or activity receiving Federal financial assistance. The purpose of this part is to implement section 504 with respect to receiving Federal financial assistance from the Department of Labor.
(a) This part applies to each recipient of Federal financial assistance from the Department of Labor, and to every program or activity that receives such assistance.
(b) A government contractor covered by the provisions of section 503 of the Act shall be deemed in compliance with the employment provisions of these regulations if it is in compliance with 41 CFR part 60-741 (as amended after publication of these regulations) with respect to Federal financial assistance from the Department of Labor.
As used in this part, the term:
(a) Funds;
(b) Services of Federal personnel; or
(c) Real and personal property or any interest in or use of such property, including:
(1) Transfers or leases of such property for less than fair market value or for reduced consideration; and
(2) Proceeds from a subsequent transfer or lease of such property if the Federal share of its fair market value is not returned to the Federal Government.
(1) Has a physical or mental impairment which substantially limits one or more major life activities;
(2) Has a record of such an impairment; or
(3) Is regarded as having such an impairment.
(b) As used in the proceeding paragraph of this section, the phrase:
(i) Any physiological disorder or condition, cosmetic disfigurement, or anatomical loss affecting one or more of the following body systems: neurological; musculoskeletal; special sense organs; respiratory, including speech organs; cardiovascular; reproductive; digestive; genito-urinary; hemic and lymphatic; skin; and endocrine;
(ii) Any mental or psychological disorder, such as mental retardation, organic brain syndrome, emotional or mental illness, and specific learning disabilities.
(iii) The term
(i) Has a physical or mental impairment that does not substantially limit major life activities but that is treated by a recipient as constituting such a limitation;
(ii) Has a physical or mental impairment that substantially limits major life activities only as a result of the attitudes of others toward such impairment; or
(iii) Has none of the impairments defined in paragraph (b)(1) of this section but is treated by a recipient as having such an impairment.
(1)(i) A department, agency, special purpose district, or other instrumentality of a State or of a local government; or
(ii) The entity of such State or local government that distributes such assistance and each such department or agency (and each other State or local government entity) to which the assistance is extended, in the case of assistance to a State or local government;
(2)(i) A college, university, or other postsecondary institution, or a public system of higher education; or
(ii) A local educational agency (as defined in 20 U.S.C. 7801), system of vocational education, or other school system;
(3)(i) An entire corporation, partnership, or other private organization, or an entire sole proprietorship—
(A) If assistance is extended to such corporation, partnership, private organization, or sole proprietorship as a whole; or
(B) Which is principally engaged in the business of providing education, health care, housing, social services, or parks and recreation; or
(ii) The entire plant or other comparable, geographically separate facility to which Federal financial assistance is extended, in the case of any other corporation, partnership, private organization, or sole proprietorship; or
(4) Any other entity which is established by two or more of the entities described in paragraph (1), (2), or (3) of this definition.
(a) With respect to employment, an individual with a handicap who is capable of performing the essential functions of the job or jobs for which he or she is being considered with reasonable accommodation to his or her handicap;
(b) With respect to services, a handicapped individual who meets eligibility requirements relevant to the receipt of services provided in the program or activity;
(c) With respect to employment and to employment related training, a handicapped individual who meets both the eligibility requirements for participation in the program or activity and valid job or training qualifications with reasonable accommodation.
(a) Making the facilities used by the employees or participants in the area where the program or activity is conducted, including common areas used by all employees or participants such as hallways, restrooms, cafeterias and lounges, readily accessible to and usable by handicapped persons, and
(b) Job restructuring, part-time or modified work schedules, acquisition or modification of equipment or devices, the provision of readers or interpreters, and other similar actions.
(i) Deny a qualified handicapped individual the opportunity to participate in or benefit from the aid, benefit, service or training;
(ii) Afford a qualified handicapped individual an opportunity to participate in or benefit from the aid, benefit, service or training that is not equal to that afforded others;
(iii) Provide a qualified handicapped individual with any aid, benefit, service or training that is not as effective as that provided to others;
(iv) Provide different or separate aid, benefits, or services to handicapped individuals or to any class of handicapped individuals unless such action is necessary to provide qualified handicapped individuals with aid, benefits, services or training that are as effective as those provided to others;
(v) Aid or perpetuate discrimination against a qualified handicapped individual by providing significant assistance to an agency, organization, or person that discriminates on the basis of handicap in providing any aid, benefit, service or training to beneficiaries of the recipient's program or activity;
(vi) Deny a qualified handicapped individual the opportunity to participate as a member of planning or advisory boards; or
(vii) Otherwise limit a qualified handicapped individual in enjoyment of any right, privilege, advantage, or opportunity enjoyed by others receiving any aid, benefit, service or training.
(2) For purposes of this part, aid, benefits, services or training, to be equally effective, are not required to produce the identical result or level of achievement for handicapped and nonhandicapped individuals, but must afford handicapped individuals equal opportunity to obtain the same result, to gain the same benefit, or to reach the same level of achievement, in the most integrated setting appropriate to the person's needs.
(3) A recipient may not deny a qualified handicapped individual the opportunity to participate in its regular aid, benefits, services, or training, despite the existence of separate or different aid, benefits, services, or training for the handicapped which are established in accordance with this part.
(4) A recipient may not, directly or through contractual or other arrangements, utilize criteria or methods of administration:
(i) That have the effect of subjecting qualified handicapped individuals to discrimination on the basis of handicap;
(ii) That have the purpose or effect of defeating or substantially impairing accomplishment of the objectives of the recipient's program or activity with respect to handicapped individuals; or
(iii) That perpetuate the discrimination of another recipient if both recipients are subject to common administrative control or are agencies of the same state.
(5) In determining the site or location of a facility, an applicant for assistance or a recipient may not make selections.
(i) That have the effect of excluding handicapped individuals from, denying them the benefits of, or otherwise subjecting them to discrimination under any program or activity that receives Federal financial assistance; or
(ii) That have the purpose or effect of defeating or substantially impairing the accomplishment of the objectives
(6) As used in this section, the aid, benefit, service or training provided under a program or activity receiving Federal financial assistance includes any aid, benefit, service or training provided in or through a facility that has been constructed, expanded, altered, leased, rented, or otherwise acquired, in whole or in part, with Federal financial assistance.
(7)(i) In providing services receiving Federal financial assistance, except for employment-related training, a recipient to which this subpart applies, except small recipients, shall ensure that no handicapped participant is denied the benefits of, excluded from participation in, or otherwise subjected to discrimination under the program or activity operated by the recipient because of the absence of auxiliary aids for participants with impaired sensory, manual or speaking skills. In employment and employment-related training, this paragraph shall apply only to the intake, assessment and referral services. A recipient shall operate each program or activity to which this subpart applies so that, when viewed in its entirety, auxiliary aids are readily available.
(ii) Auxiliary aids may include brailled and taped written materials, interpreters or other effective methods of making orally delivered information available to persons with hearing impairments, readers for persons with visual impairments, equipment adapted for use by persons with manual impairments, and other similar services and actions. Recipients need not provide attendants, individually prescribed devices, readers for personal use or study, or other devices or services of a personal nature.
(2) In the case of Federal financial assistance extended to provide personal property, the assurance will obligate the recipient for the period during which it retains ownership or possession of the property.
(3) In all other cases the assurance will obligate the recipient for the period during which Federal financial assistance is extended or the federally-funded program or activity is operated, whichever is longer.
(2) Where no Federal transfer of property is involved but property is purchased or improved with Federal financial assistance, the recipient shall agree to include the covenant described in paragraph (c)(1) of this section in the instrument effecting or recording any subsequent transfer of the property.
(3) Where Federal financial assistance is provided in the form of real property or interest in the property from the Department, the covenant shall also include a condition coupled with a right to be reserved by the Department to revert title to the property in the event of a breach of the covenant. If a transferee of real property proposes to mortgage or otherwise encumber the real property as security to finance construction of new, or improvement of existing, facilities on the property for the purposes for which the property was transferred, the Assistant Secretary may agree to forbear the exercise of such right to revert title for so long as the lien of such mortgage or other encumbrance remains effective. Such an agreement by the Assistant Secretary may be entered into only upon the request of the transferee (recipient) if it is necessary to accomplish such financing and upon such terms and conditions as the Assistant Secretary deems appropriate.
(2) Where a recipient is found to have discriminated against persons on the basis of handicap in violation of section 504 or this part and where another recipient exercises control over the recipient that has discriminated, the Assistant Secretary, where appropriate, may require either or both recipients to take remedial action.
(3) The Assistant Secretary may, where necessary to overcome the effects of discrimination in violation of section 504 or this part, require a recipient to take remedial action:
(i) With respect to handicapped individuals who would have been participants in the program or activity had the discrimination not occurred; and
(ii) With respect to handicapped persons who are no longer participants in the recipient's program but who were participants in the program or activity when the discrimination occurred; and
(iii) With respect to employees and applicants for employment.
(i) Evaluate, with the assistance of interested persons who are selected by the recipient, including handicapped individuals or organizations representing handicapped individuals, its current policies and practices and the effects thereof that do not or may not meet the requirements of this part;
(ii) Modify, after consultation with interested persons who are selected by the recipient, including handicapped individuals or organizations representing handicapped individuals, any policies and practices that do not meet the requirements of this part; and
(iii) Take, after consultation with interested persons who are selected by the recipient, including handicapped individuals or organizations representing handicapped individuals, appropriate remedial steps to eliminate the effects of any discrimination that
(2) A recipient, other than a small recipient, shall for at least three years following completion of the evaluation required under paragraph (c)(1) of this section, maintain on file, make available for public inspection, and provide to the Assistant Secretary upon request:
(i) A list of the interested persons consulted;
(ii) A description of areas examined and any problems identified; and
(iii) A description of any modifications made and of any remedial steps taken.
A recipient, other than a small recipient shall designate at least one person to coordinate its efforts to comply with this part.
(a) A recipient, other than a small recipient, shall take appropriate initial and continuing steps to notify participants, beneficiaries, referral sources, applicants, and employees, including those with impaired vision or hearing, and unions or professional organizations which have collective bargaining or professional agreements with the recipient, that it does not discriminate on the basis of handicap in violation of section 504 and of this part. The notification shall state, where appropriate, that the recipient does not discriminate in the admission or access to, or treatment or employment in, its programs or activities. The notification shall also include an identification of the responsible employee designated pursuant to § 32.7. A recipient shall make the initial notifications required by this paragraph within 90 days of the effective date of this part. Methods of initial and continuing notification may include the posting of notices, publication in newspapers and magazines, placement of notices in recipient's publications, and distribution of memoranda or other written communications.
(b) If a recipient publishes or uses recruitment materials or publications containing general information that it makes available to participants, beneficiaries, applicants, or employees, it shall include in those materials or publications a statement of the policy described in paragraph (a) of this section. A recipient may meet the requirement of this paragraph either by including appropriate inserts in existing materials and publications or by revising and reprinting the materials and publications.
The Assistant Secretary may require any recipient that provides services to fewer than 15 beneficiaries or with fewer than 15 employees, or any class of such recipients, to comply with §§ 32.7 and 32.8, in whole or in part, when the Assistant Secretary finds a violation of this part or finds that such compliance will not significantly impair the ability of the recipient or class of recipients to provide benefits or services.
(a) The obligation to comply with this part is not obviated or alleviated by the existence of any state or local law or other requirement that, on the basis of handicap, imposes prohibitions or limits upon the eligibility of qualified handicapped individuals to receive services, participate in programs or activities or practice any occupation or profession.
(b) The obligation to comply with this part is not obviated or alleviated because employment opportunities in any occupation or profession are or may be more limited for handicapped individuals than for nonhandicapped persons.
(2) A recipient shall make all decisions concerning employment or training under any program or activity to which this subpart applies in a manner which ensures that discrimination on the basis of handicap does not occur and may not limit, segregate, or classify applicants or employees or participants in any way that adversely affects their opportunities or status because of handicap.
(3) A recipient may not participate in a contractual or other relationship that has the effect of subjecting qualified handicapped applicants, employees or participants to discrimination prohibited by this subpart. The relationships referred to in this subparagraph include relationships with employment and referral agencies, with labor unions, with organizations providing or administering fringe benefits to employees of the recipient, and with organizations providing training and apprenticeships.
(1) Recruitment advertising, and the processing of applicants for employment;
(2) Hiring, upgrading, promotion, award of tenure, demotion, transfer, layoff, termination, right of return from layoff and rehiring;
(3) Rates of pay or any other form of compensation and changes in compensation;
(4) Job assignments, job classifications, organizational structures, position descriptions, lines of progression, and seniority lists;
(5) Leaves of absence, sick leave, or any other leave;
(6) Fringe benefits available by virture of employment, whether or not administered by the recipient;
(7) Selection and financial support for training, including apprenticeship, professional meetings, conferences, and other related activities, and selection for leaves of absence to pursue training;
(8) Employer-sponsored activities, including those that are social or recreational; and
(9) Any other term, condition, or privilege of employment.
(a) A recipient shall make reasonable accommodation to the known physical or mental limitations of an otherwise qualified handicapped applicant, employee or participant unless the recipient can demonstrate that the accommodation would impose an undue hardship on the operation of its program or activity.
(b) In determining pursuant to paragraph (a) of this section whether an accommodation would impose an undue hardship on the operation of a recipient's program or activity, factors to be considered include;
(1) The overall size of the recipient's program or activity with respect to
(2) The type of the recipient's operation, including the composition and structure of the recipient's workforce, and duration and type of training; and
(3) The nature and cost of the accommodation needed.
(c) A recipient may not deny any employment or training opportunity to a qualified handicapped employee, applicant or participant if the basis for the denial is the need to make reasonable accommodation to the physical or mental limitations of the employee, applicant or participant.
(d) Nothing in this paragraph shall relieve a recipient of its obligation to make its program or activity accessible as required in subpart C of this part, or to provide auxiliary aids, as required by § 32.4(b)(7).
(a) The recipient shall provide for, and shall adhere to, a schedule for the review of the appropriateness of all job qualifications to ensure that to the extent job qualifications tend to exclude handicapped individuals because of their handicap, they are related to the performance of the job and are consistent with business necessity and safe performance.
(b) Whenever a recipient applies job qualifications in the selection of applicants, employees or participants for employment or training or other change in employment status such as promotion, demotion or training, which would tend to exclude handicapped individuals because of their handicap, the qualifications shall be related to the specific job or jobs for which the individual is being considered and shall be consistent with business necessity and safe performance. The recipient shall have the burden to demonstrate that it has complied with the requirements of this paragraph.
(a) Except as provided in paragraphs (b) and (c) of this section, a recipient may not conduct preemployment medical examinations or make preemployment inquiry of an applicant for employment or training as to whether the applicant is a handicapped person or as to the nature or the severity of a handicap. A recipient may, however, make preemployment inquiry into an applicant's ability to perform job-related functions.
(b) When a recipient is taking remedial action to correct the effects of past discrimination, when a recipient is taking voluntary action to overcome the effects of conditions that resulted in limited paticipation in its federally-assisted program or activity, or when a recipient is taking affirmative action pursuant to section 503 of the Act, the recipient may invite applicants for employment or training to indicate whether and to what extent they are handicapped if:
(1) The recipient states clearly on any written questionnaire used for this purpose or makes clear orally, if no written questionnaire is used, that the information requested is intended for use solely in connection with its remedial action obligations or its voluntary or affirmative action efforts.
(2) The recipient states clearly that the information is being requested on a voluntary basis, that it will be kept confidential as provided in paragraph (d) of this section, that refusal to provide it will not subject the applicant, employee or participant to any adverse treatment, and that it will be used only in accordance with this part.
(c) An employer who routinely requires medical examinations as part of the employment selection process must demonstrate that each of the requirements of this subsection are met:
(1) The medical examination shall be performed by a physician qualified to make functional assessments of individuals in a form which will express residual capacity for work or training. Such an assessment does not require clinical determinations of disease or disability, but shall provide selecting or referring officials sufficient information regarding any functional limitations relevant to proper job placement or referral to appropriate training. Factors which may be assessed may include, for example, use of limbs and extremities, mobility and posture, endurance and energy expenditure,
(2) The results of the medical examination shall be specific and objective so as to be susceptible to review by independent medical evaluators and shall be transmitted to the applicant or employee at the same time as the employing official;
(3) The results of the medical examination shall not be used to screen out qualified applicants and employees but to determine proper placement and reasonable accommodation. The employing official using physical or mental information obtained pursuant to this section should be familiar with physical or mental activities involved in performing the job, and the working conditions and environment in which it is carried out. If the applicant is being considered for a variety of jobs having different requirements or skills, the employing official should make a functional assessment of the physical or mental demands of the jobs in order to match the applicant with the most suitable vacancy;
(4) All of potential employees for the jobs are subjected to the medical examination;
(5) The procedures for using medical examinations or the medical information shall be constructed in such a manner that:
(i) A conditional job offer was made or the individual was conditionally placed in a job pool or conditionally placed on an eligibility list prior to the medical examination being performed; or
(ii) The results of the medical examination were considered by the employing official only after a conditional decision to make a job offer or the individual had been placed conditionally in a job pool or conditionally placed on an eligibility list; that is the medical results were the last factor evaluated by the employing officials before a final decision to make an offer of employment was made.
(6) Unless a conditional job offer is made prior to the medical examination, all potential employees for the job shall be informed at the time of the medical examination that:
(i) The results of the medical examination are the last factor evaluated by the employing official before a final decision to make an offer of employment is made, and
(ii) The medical examination results shall be transmitted to the employing official and the applicant only after a conditional decision to make a job offer has been made.
(d) Information obtained in accordance with this section as to the medical condition or history of the applicant shall be collected and maintained on separate forms that shall be accorded confidentiality as medical records, except that:
(1) Employing officials may obtain the information after making a conditional decision to make a job offer to the applicant or the applicant was placed conditionally in a job pool or placed conditionally on an eligibility list.
(2) Supervisors and managers may be informed regarding restricions on the work or duties of qualified handicapped persons and regarding necessary accommodations;
(3) First aid and safety personnel may be informed, where appropriate, if the condition might require emergency treatment; and
(4) Government officials investigating compliance with the Act shall be provided information upon request.
Recipients should request State employment security agencies to refer qualified handicapped individuals for consideration for employment.
(a) The performance of a recipient's obligations under the nondiscrimination provisions of these regulations may necessitate a revision in a collective bargaining agreement(s). The policy of the Department of Labor is to use its best efforts, directly or through
(b) To effectuate the purposes of paragraph (a) of this section, the Assistant Secretary may hold hearings, public or private, with respect to the practices and policies of any such labor union or recruiting and training agency.
(c) Whenever compliance with section 504 necessitates a revision of a collective bargaining agreement or otherwise significantly affects a substantial number of employees represented by the union, the collective bargaining representatives shall be given an opportunity to present their views to the Assistant Secretary.
(d) The Assistant Secretary may notify any Federal, State, or local agency of his/her conclusions and recommendations with respect to any such labor organization or recruiting and training agency which in his/her judgment has failed to cooperate with the Department of Labor, recipients, subgrantees or applicants in carrying out the purposes of section 504. The Assistant Secretary also may notify other appropriate Federal agencies when there is reason to believe that the practices of any such labor organization or agency violates other provisions of Federal law.
No qualified handicapped individual shall, because a recipient's facilities are inaccessible to or unusable by handicapped individuals, be denied the benefits of, be excluded from participation in, or otherwise be subjected to discrimination under any program or activity to which this part applies.
(3) If a small recipient finds, after consultation with a qualified handicapped person seeking its services, that there is no method of complying with § 32.27(a) other than making a significant alteration in its existing facilities or facility the recipient may, as an alternative, refer the qualified handicapped person to other providers of those services that are accessible.
(1) Identify physical obstacles in the recipient's facilities that limit the accessibility of its program or activity to qualified handicapped individuals;
(2) Describe in detail the methods that will be used to make the facilities accessible;
(3) Specify the schedule for taking the steps necessary to achieve full accessibility under § 32.27(a) and, if the time period of the transition plan is longer than one year, identify steps that will be taken during each year of the transition period; and
(4) Indicate the person responsible for implementation of the plan.
(1) The recipient has not acted within the timeframe specified in this section; or
(2) The recipient's procedures are not in compliance with this section; or
(3) An emergency situation is determined to exist by the Assistant Secretary.
(1) Name and address (including telephone or TTY number) of the complainant;
(2) Name and address of the recipient or sub-grantee who committed the alleged violation;
(3) A description of the act or acts considered to be a violation;
(4) A statement that the individual is handicapped or has a history of a handicap or other documentation of impairment or was regard by the recipient as having an impairment; and
(5) Other pertinent information available which will assist in the investigation and resolution of the complaint.
(1) A referral to the Department of Justice with a recommendation that appropriate proceedings be brought to enforce any rights of the United States under any law of the United States or any assurance; and
(2) Any applicable proceeding under state or local law.
(1) The Assistant Secretary has advised the applicant or recipient of its failure to comply and compliance has not been secured by voluntary means; and
(2) There has been an express finding on the record, after opportunity for hearing, of a failure by the applicant or recipient to comply with a requirement imposed by or pursuant to this part. Any action to suspend or terminate or to refuse to grant or to continue Federal financial assistance shall be limited to the particular political entity, or part thereof, or other applicant or recipient as to whom such a finding has been made and shall be limited in its effect to the particular program or activity, or part thereof, in which such noncompliance has been so found.
(1) The Assistant Secretary has determined that compliance cannot be secured by voluntary means;
(2) The recipient or other person has been notified of its failure to comply and of the action to be taken to effect compliance; and
(3) The expiration of at least 10 days from the mailing of such notice to the recipient or other person.
(a) All hearings conducted under section 504 of the Rehabilitation Act of 1973, as amended, and the regulations in this part shall be governed by the Department of Labor's rules of practice for administrative proceedings to enforce title VI of the Civil Rights Act of 1964 contained in 29 CFR part 31.
(b) For the purposes of hearings pursuant to this part 32, references in 29 CFR part 31 to title VI of the Civil Rights Act of 1964 shall mean section 504 of the Rehabilitation Act of 1973, as amended.
(c) The Assistant Secretary from time-to-time may assign to officials of other departments or agencies of the Government or of the Department of Labor (with the consent of such department or agency) responsibilities in connection with the effectuation of the purposes of section 504 of the Act and this part (other than responsibility for final decisions as provided in § 32.46), including the achievement of effective coordination and maximum uniformity within the Department and within the executive branch of the Government in the application of section 504 and this part to similar programs or activities and in similar situations.
(d) Any action taken, determination made, or requirement imposed by an official of another Department or agency acting pursuant to an assignment of responsibility under this subsection shall have the same effect as though
(a) An applicant or recipient adversely affected by an order suspending, terminating or refusing to grant or continue Federal financial assistance shall be restored to full eligibility to receive Federal financial assistance if it satisfies the terms and conditions of that order for such eligibility, brings itself into compliance with this part and satisfies the Assistant Secretary that it will fully comply with section 504 and this part.
(b) Any applicant or recipient adversely affected by an order suspending, terminating or refusing to grant or continue Federal financial assistance may request the Assistant Secretary to restore fully its eligibility to receive Federal financial assistance. Any such request shall be supported by information showing that the applicant or recipient has met the requirements of subparagraph (a) of this paragraph. If the Assistant Secretary determines that those requirements have been satisfied, the applicant's or recipient's eligibility shall be restored.
(c) If the Assistant Secretary denies any such request, the applicant or recipient may submit a written request for a hearing, specifying why it believes the Assistant Secretary to have been in error. It shall thereupon be given an expeditious hearing, with a decision on the record, in accordance with rules of procedure specified in this part. The applicant or recipient will be restored to such eligibility if it proves at such hearing that it satisfied the requirements of paragraph (a) of this section. While proceedings under this paragraph are pending, the sanctions imposed by the order suspending, terminating or refusing to grant or continue Federal financial assistance shall remain in effect.
(a) Each recipient shall maintain for a period of not less than three years records regarding complaints and actions taken thereunder, and such employment or other records as required by the Assistant Secretary or by this part and shall furnish such information in the form required by the Assistant Secretary or as the Assistant Secretary deems necessary for the administration of the Act and regulations in this part.
(b) Failure to maintain and furnish complete and accurate records as required under this section is a ground for the imposition of appropriate sanctions.
Each recipient shall permit access and copying during normal business hours to its places of business, books, records and accounts pertinent to compliance with the Act, and all rules and regulations promulgated pursuant thereto for the purposes of investigation.
Ruling under or interpretations of the Act and the regulations contained in this part 32 shall be made by the Assistant Secretary.
Accommodations may take many forms based on the type of handicap and the needs of the individual. In developing appropriate accommodations, the individual should be consulted as to particular needs.
The following is a list of possible types of accommodations provided for guidance and technical assistance. These suggestions are not mandatory, and other forms of accommodation not described herein may be required if they are appropriate to meet the needs of particular handicapped individuals.
(a) Job restructuring means the procedure which includes:
(1) Identifying the separate tasks that comprise a job or group of jobs;
(2) Developing new position descriptions which retain some of the tasks of the original job; and
(3) Developing a career ladder which builds upward from the new positions which contain the lesser skilled tasks to regular jobs. A restructured job can be clearly different from the original one in terms of skills, knowledge, abilities, and work experience
(b) Modify job or program schedules, for example, by allowing for a flexible schedule a few days a week so that a participant or employee may undergo medical treatment or therapy. Work-times or participation in program activities may also be altered to permit handicapped individuals to travel to and from work during non-rush hours. For employees or participants who become unable to perform the duties of their positions because of a physical or mental condition, recipients may be required to grant liberal time off or leave without pay when paid sick leave is exhausted and when the disability is of a nature that it is likely to respond to treatment of hospitalization. See, e.g., 339 Federal Personnel Manual-1-3(b)(1).
(c) Modify program and work procedures and training time.
(d) Relocate particular offices or jobs or program activities so that they are in facilities accessible to and usable by qualified handicapped persons. For example, an employee or participant with a respiratory ailment can be placed in a "nonsmoking" and/or well-ventilated office.
(e) Acquire or modify equipment or devices. For hearing-impaired participants or employees, this may include placing amplifiers on telephone receivers, making telephone equipment compatible with hearing aids, providing flashing lights to supplement telephone rings or installing telecommunications devices (TDD's or TTY's). For blind participants or employees, this may include providing tape recorders or dictating machines for those who cannot type. For wheelchair-users, this may include raising on blocks a desk that is otherwise too low for the employee, rather than purchasing a specially-made desk. A recipient is not obligated to acquire or modify equipment that enables a participant or employee to perform a particular job or participate in a particular program until after an employee with a need for these modifications is hired for a particular office or admitted to a program.
(f) Provide readers, interpreters, and similar assistance as needed for deaf, blind and other handicapped participants or employees. In most instances, this would not require a full-time assistant.
(g) Decrease reliance solely on one form of communication. For example, for deaf participants or employees this may include supplementing program or job orientation sessions with written manuals and other visual materials. If appropriate, a visual warning system should be installed. It may also include providing flashing lights to supplement auditory signals such as sirens and alarm bells. For blind employees, this may include making some communications available in braille, enlarged print, or on cassette recordings. A recipient should tailor the accommodations listed above to the needs of the individual participants or employees who have been admitted to a particular program or hired for a particular office.
(h) Provide human relations-sensitivity training on issues pertaining to handicapped discrimination to all recipient employees.
(i) Conduct ongoing training and planning sessions with recipient supervisors, managers, personnel, technical experts and disability rights advocates to implement and evaluate methods of reasonable accommodation.
(a) Announce program and job vacancies in a form readily understandable by mentally handicapped persons and by persons with impaired vision or hearing, for example, by making the announcements available in braille or on cassette tapes. § 32.4(e) of DOL's proposed section 504 regulations requires recipients to insure that communications with applicants are available to persons with impaired vision or hearing. Recipients shall undertake to explain, as appropriate, program and job announcements to mentally handicapped participants or employees or applicants. For example, this might entail notifying known mentally handicapped participants or employees of openings for positions that they might be able to perform and taking specific steps to clearly explain the nature of the program or job and its benefits to that individual.
(b) Provide readers, interpreters, and other similar assistance during the application, testing, and interview process.
(c) Appropriately adjust or modify examinations so that the test results accurately reflect the applicant's skills, aptitude or whatever other factor the test purports to measure, rather than reflecting the applicant's impaired sensory, manual, or speaking skills (except where those skills are the factors that the test purports to measure). This may require the extension of traditional time deadlines or allowing, for example, a blind person to answer an examination orally.
(d) If necessary waive traditional tests and permit the applicant to demonstrate his or her skills through alternate techniques and


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SKF to showcase oil & gas innovations at Offshore Technology Conference 2015
2015 May 04, 14:00 CEST
SKF will be presenting a range of innovations customized to meet the needs of the oil & gas industry at the Offshore Technology Conference 2015.
Gothenburg, Sweden, 4 May 2015: At the Offshore Technology Conference 2015, SKF will be demonstrating a range of innovations that improve reliability and efficiency in the oil & gas industry. The solutions on display at the event have been customized specifically to meet the needs of OEMs and operators in this sector.
At the show, SKF will be presenting its optimized SKF tapered roller thrust bearing, which has been designed to further improve the reliability of the top drive main thrust bearing by extending bearing service life and delivering higher load carrying capacity. This bearing features an enhanced design for increased load carrying capacity, high-wear resistance and greater ability to accommodate shocks - meeting the industry's requirement for a main thrust bearing that can perform reliably in extreme operating conditions.
Visitors to the event can also experience first-hand SKF's new Sensor bearing unit, a total system solution that combines ruggedized speed sensor technology with the simplicity of a unitized assembly for easy field retrofit in Top Drives or Drawworks applications. Containing a hybrid deep groove ball or cylindrical roller bearing, a magnetic impulse ring and a sensor embedded in the end cover with integral seals and lubricated for life, the SKF Sensor bearing unit can be installed quickly and easily and is extremely reliable, even in the harshest oil & gas environments.
Also due to be exhibited are Kaydon MTE-324T slewing ring bearings and Kaydon Reali-Slim® thin section bearings. The MTE-324T slewing ring bearing features a 4-point contact design and is ideal for use in a variety of oil & gas applications. It precisely and reliably carries radial, axial and moment loads simultaneously and has integral seals to resist contamination. Reali-Slim® thin section bearings feature a cross-section that stays constant as the bore diameter increases, providing more dynamic capacity than conventional bearings. Available in a wide range of styles and sized, benefits of Reali-Slim® thin section bearings include: space and weight savings for more compact designs; longer life than standard bearings; enhanced design flexibility; and consistently high-level performance.
SKF experts will be available to discuss the new Generalized Bearing Life Model, which has been developed as part of the SKF EnCompass Field Performance Programme. The Generalized Bearing Life Model is designed to help engineers, including those working in the oil & gas sector, to calculate a more realistic bearing service life by considering more application parameters than ever before. To address customer needs for improved bearing field performance, SKF has optimised the design of a number of its bearings. This includes SKF Explorer spherical roller bearings, which can now have a service life twice that of previous industry-leading SKF Explorer bearings, especially under contaminated or poor lubrication conditions.
Visitors will also have the opportunity to discuss customized sealing solutions for well control and valve applications with SKF experts. As a specialist provider of customized sealing solutions with a full range of proprietary NORSOK approved materials, SKF is able to rapidly develop customized seals to meet virtually any requirement. SKF's well control sealing solutions include the FS seal, patented locking T-seal, hydraulic seals for blowout preventers and a new gate valve stem seal that has been recently qualified to the new API6A 21st edition specification for 20,000 psi applications.
In addition, visitors can learn more about several new SKFS2M magnetic bearing technology innovations for turbo-machinery applications. For example, the E300V2 control system is a 300 Volt, 30 Amp digital electronic control cabinet that features a number of important new features, including remote monitoring and automatic diagnostics, greater redundancy of key components, backup UPS and a high-resolution data acquisition system. SKF S2M active magnetic bearings, which are installed at over 1,000 oil & gas sites around the world, deliver proven benefits for turbo-machinery, such as increased operating speed range, elimination of lubrication system, high reliability, no mechanical wear and lower energy consumption.
The SKF Upstream Oil and Gas Support app is now available to download from the App Store on iTunes. This helps OEMs to boost equipment reliability and performance by describing common goals, challenges and the SKF solutions on offer.
You can find the app in the Apple itunes store: https://itunes.apple.com/us/app/skf-upstream-oil-and-gas/id986679893?mt=8
The Offshore Technology Conference 2015 is the oil & gas industry's largest equipment exhibition. It takes place at the NRG (formerly Reliant) Park trade show and convention complex in Houston, Texas, on 4-7 May 2015. Visitors to the event will find SKF at Booth 2601.
Aktiebolaget SKF
For further information, please contact:
Press Relations: Monique Turner, +1 267 4366836; +1 215 801 8722; firstname.lastname@example.com
SKF is a leading global supplier of bearings, seals, mechatronics, lubrication systems, and services which include technical support, maintenance and reliability services, engineering consulting and training. SKF is represented in more than 130 countries and has around 15,000 distributor locations worldwide. Annual sales in 2014 were SEK 70,975 million and the number of employees was 48,593. www.skf.com
® SKF is a registered trademark of the SKF Group.