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Segafredo Intermezzo Ground Coffee
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Product Description
Segafredo's best selling retail coffee blend, Segafredo Intermezzo is back in stock for a limited period only.
100% Robusta makes this a strong, velvety coffee. Can be used in espresso machines and cafetieres.
Shopping with us
We're passionate about coffee and happy customers, which is why we aim to ship orders within 1 working day, ensuring your coffee is packaged securely and neatly. Most orders are dispatched or received within 2 working days, but we also offer next working day delivery.READ MORE HERE
About espressodrinker
espressodrinker is the one-stop online store for baristas and coffee lovers. We are specialised in selling premium coffee and coffee accessories, whether for use at home, at the office or in restaurants and coffee shops.READ MORE HERE
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If you know your coffee and want to share your thoughts to help others choose a coffee, we want to hear from you. We can talk about the composition of blends, the origin of the beans, and the tasting notes, but we want to hear from you too!READ MORE HERE
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We ship orders to customers around the world using reputable couriers including TNT, UPS and DHL, and select the shipping service that offers the most value for money to ensure you get your order quickly but pay a reasonable shipping cost. Please use our contact form before placing your order to see what the shipping costs would be.


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Offering the durability, value and ease of maintenance of Armstrong Flooring's playful Premium Excelon collection, Companion Square provides true through-pattern construction with neutral backgrounds plus solid accent color splashes to create unique floor designs in variety of high-traffic commercial settings.
We design all of our VCT flooring, including Companion Square, to effectively mask scuffs and soil in addition to being environmentally-friendly. Developed through our Continuum™ Solutions, Companion Square harmonizes with other products across the entire Armstrong Flooring commercial portfolio to help you execute your design vision.
Armstrong Flooring is primarily a domestic manufacturer, with six plants across the USA producing flooring from global and domestic content.
|General Specifications
|Available Size
|12 in. x 12 in.
(305 mm x 305 mm)
|Gauge (Thickness)
|Product: 1/8 in. (3.2 mm)
Wear Layer: 1/8 in. (3.2 mm)
|International Specifications
Class 2 Through-Pattern
ISO 10595, Type II
|5-Year Commercial Resilient
Limited Warranty
|Installation & Maintenance
|Maintenance Option
|Traditional Maintenance: Polish
|High Moisture:
Flip Spray Adhesive, 95% RH
High Moisture:
S-515, 95% RH, 7 lbs. MVER
High Moisture:
S-525, 90% RH, 7 lbs. MVER
Premium: S-750, 80% RH, 5 lbs. MVER
Standard: S-700, 80% RH, 5 lbs. MVER
|Companion Products
|Wall Base: Rubber, Vinyl
Transitions: Metal, Wood, Vinyl Stair Treads, Risers, Rubber Tiles
Product contains recycled content as defined by ISO 14021. Our products contain various recycled content levels (%) for individual products throughout the Product Guide.
Product is recyclable through the On&On Floor Recycling Program and may be subject to limitations.
EPD (Environmental Product Declarations) indicate a product that has been third-party certified (Type III) with regard to life-cycle environmental impacts that conform to ISO 14025, 14040, 14044, and ISO 21930.
Armstrong Flooring is a responsible manufacturer, implementing and using processes that are both socially and environmental responsible, including deliberate raw materials and product testing and selection for the highest quality products.
An HPD (Health Product Declaration) is a reporting tool that standardizes the disclosures of all ingredients associated with making a product.
Product has been tested and complies with the California Department of Public Health (CDPH) Standard Method V1.1 (2010) and/or the South Coast Air Quality Management District Rule #1168.
FloorScore® provides third-party certification that products are tested and comply with the California Department of Public Health (CDPH) Standard Method for Testing and Evaluating Volatile Organic Chemical (VOC) Emissions. As part of FloorScore certification, manufacturing processes, supply chain, and chemical sources are also verified and audited. FloorScore certified products meet strict Indoor Air Quality (IAQ) requirements.
Product contains no Ortho-Phthalates, with the exception of recycled content.

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"New York City has plans to create 100,000 new jobs in the tech/innovation sectors over the next 10 years, and [email protected] represents the epicenter of that plan," said Keith Amann, a project manager for WSP's Built Ecology team. "Our challenge is to create a highly-flexible building that supports the City's dynamic and growing tech industry for years to come."
The new 240,000-square-foot building is being developed by RAL Development Services and designed by Davis Brody Bond, architect. It is a privately funded project, but is being developed in collaboration with the City of New York and the Economic Development Corporation. The project is currently in the land development phase, and demolition will soon begin on a former retail building currently located on the site. Groundbreaking is targeted in early 2019, with completion of the building by early 2021.
WSP is providing integrated consulting services including mechanical-electrical-plumbing (MEP) system design, fire protection, lighting design, building technology and smart building services, commissioning, and sustainability. Built Ecology is leading the integrative design process and sustainability services, which are central to WSP's mission.
WSP will also be working to help the building achieve Leadership in Energy and Environmental Design (LEED) certification from the U.S. Green Building Council (USGBC). Amann said they are targeting LEED Gold certification at a minimum, but they have set their sights on Platinum, the highest rating by USGBC. The building is also seeking Platinum certification through Wired Score, a certification system for a buildings' digital infrastructure.
When completed, [email protected] will become a center for inclusive training, collaboration, innovation and growth. It includes a digital skills training center for New Yorkers seeking 21st century job skills, "step-up" office space for young companies that are not yet ready to invest in long-term leases, and traditional office space for established companies.
"This center will be a great place to start and grow new tech businesses within a community of like-minded innovators," Amann said.
Located at 124 E. 14th Street, near Union Square in midtown Manhattan, [email protected] will feature an elegant minimalist design that will highlight activity within the building. The façade on 14th Street will stand out in a neighborhood filled with historic and traditional buildings.
The building will include a public food hall, five floors of flexible office space and seven floors of "Class A" office space. The ground floor will include retail space that features an Urbanspace market, which will be limited to vendors with fewer than five locations in Manhattan and no space within a half-mile of the building.
[email protected] also dedicates six floors to Civic Hall, a community and collaborative work, education and event center that opened in 2015 with a goal of connecting people and organizations with opportunities to work together and advance the use of technology for the public good. Three of those floors will be dedicated to a digital skills training center for the community.
[email protected] will provide its members with a central location for technology, thought and entrepreneurship where change-makers gather to share knowledge, build tools and solve public interest problems together. Civic Hall has over 1,000 individual members and 150 organizational members, including government employees, academics, journalists and artists.
"The intention is that [email protected] is going to reflect what these innovative companies are doing out there in the community," Amann said. "While we are still in the exploration phase, that will likely include the integration of a smart sensor network throughout the building, and an app that will help occupants access the functions and programs within the building."
Those sensors will also provide building management with valuable information related to how tenants are using the building, monitoring occupants' patterns, indoor air quality, etc., and adjust to operate its systems more efficiently.
"They will be able to see where people are moving through the spaces to improve mobility, and see what is being over- or underutilized," Amann said. "It will become a dynamic building through ongoing data collection."
In the lobby, a large interactive display will help occupants and visitors present the functions and components of the building and ensure that they are using features to their maximum benefit, sharing details about energy consumption, water consumption, climate conditions, making each occupant an active participant in the building's success.
The design includes an accessible rooftop terrace that will feature vegetated gardens and a photovoltaic canopy, producing energy while also providing shelter.
WSP is leading the integrative design approach for the project, working closely with the architect, project team, and ownership from the concept phase through construction.
"Our role on projects is to enable and deliver great design solutions," said Narada Golden, leader of the WSP Built Ecology team in New York. "Over the years we have found that truly innovative projects require a well-developed design strategy to focus the project team's efforts."
On this project, aspirations to provide smart, healthy and sustainable design solutions could pull the project team in different directions, so WSP facilitated an integrated design workshop with all key stakeholders to discuss and prioritize the design vision.
"We left the workshop with a clear vision of what we are aiming for and how we are going to achieve the project goals," Amann said. "Feedback from ownership and the design team led us to develop a new interactive format for our Basis of Design [BoD], which not only articulates the project goals, but links each goal to specific design solutions and details provided by each discipline."
One way WSP has already helped RAL toward its goals was the evaluation and selection for the heating-ventilation-air conditioning (HVAC) system.
"We utilized computational design tools to help the team make smart design decisions that reduce energy use and cost," said Melissa Kelly, WSP analytics project lead. "Our analysis allowed us to identify solar impacts on the building's heat and cooling loads, assess potential daylight access for occupants, and optimize mechanical systems based on predicted demand patterns."
From an energy analysis came a plan that will result in lower energy costs for the building by using an air-cooled variable refrigerant flow (VRF) system.
"The result is an efficient HVAC system that does not require a cooling tower and condenser water system for heat rejection, which will free up space on the roof as well as shaft space on each floor," Amann said. "By evaluating the space and understanding the project goals and challenges, we were able to get a win-win, selecting a more efficient system while saving lots of roof space for building amenities."
WSP has worked with RAL as strategic sustainability advisors on previous projects, but this is the first time WSP has provided fully integrated design services for the developer. When RAL was building the design team they emphasized the benefits of hiring a single consulting firm to lead the building system design, sustainability initiatives and smart building strategy.
"This project has pushed us to use new technology and strategies for collaboration that haven't been deployed before, which is very exciting," Amann said. "We are taking on a role with RAL that extends far beyond sustainability, and there are a lot of very cool components to this project. We are excited to deliver a truly integrated solution for [email protected]"
Even before ground is broken, the building concept is getting high marks and is generating a lot of buzz in New York City.
"Mayor (Bill) DeBlasio has said how excited he is for this building to come to New York," Amann said. "Personally, it has been very refreshing to be involved with a project geared toward entrepreneurs in the innovation space who have a lot of progressive ideas, where people will interact, grow together and collaborate."
[To subscribe to Insights, contact the editorial staff at [email protected].]
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One of our favorite political stories took place during Barry Goldwater's presidential campaign in 1964. A friend was standing outside a Goldwater rally when a woman burst from the room, tears streaming down her face.
"Stop them!" he heard her say. "Stop those reporters! They're writing down every word he's saying!"
We were reminded of that tale by the curious case of Matt Bevin, a tea party favorite challenging Sen. Mitch McConnell of Kentucky in a Republican primary this spring. In 2008, Bevin was president of Veracity Funds, a money management company, and he signed a letter to his investors praising TARP, the massive federal effort to rescue banks, auto companies and other victims of the economic implosion.
That letter, unearthed by Politico, reassured Bevin's clients that "positive developments" like TARP, led by the government, "should help to stabilize asset prices and help to ease liquidity constraints in the financial system." The letter added a sharp warning: "Don't call it a bailout."
That message to Bevin's investors was prescient. TARP worked well, and McConnell is right to boast that he voted for it.
But Bevin has a problem. The gospel according to the tea party insists that TARP was a bailout, and a failed bailout at that. So he has disowned the letter, saying it was written by an underling. In fact, Bevin's camp has accused Politico and McConnell of mounting a "smear" campaign because they insist on quoting his own words back to him.
Stop those reporters!
Here's how crazy American politics has become, at least in a Republican Party whipsawed by the tea party. A candidate disavows a letter he wrote in 2008 that was clearly accurate, a letter endorsing a program that was supported by 34 Republican senators and 91 Republican House members, and signed by Republican President George W. Bush. Today that candidate embraces a position that is clearly wrong, just to satisfy the ideological prejudices of his core supporters.
Part of the problem is that incessant attacks from the anti-government right (and the anti-corporate left) have deeply distorted TARP's record. Economist Douglas Elliott of the Brookings Institution calls TARP "the best large federal program to be despised by the public."
Economic columnist Robert Samuelson of the Washington Post summed up the evidence this way: "One lesson of the financial crisis is this: When the entire financial system succumbs to panic, only the government is powerful enough to prevent a complete collapse. Panics signify the triumph of fear. TARP was part of the process by which fear was overcome. It wasn't the only part, but it was an essential part."
The accuracy of that assessment was reinforced just last week when Fannie Mae, the giant agency that guarantees home mortgages, announced it was returning $7.2 billion to the Treasury. Fannie and its cousin Freddie Mac received $187 billion in TARP funds (out of a total outlay of $609 billion), and by next month, they will have paid back every dollar.
Their turnaround is not unusual. ProPublica, a public interest journalism center, calculates that as of mid-February, the U.S. Treasury had received back $621 billion in TARP-related funds. That's a profit of $12 billion with more to come.
Of course, not every element of TARP has worked well. A program to help homeowners stave off foreclosures made little impact. And there are legitimate fears that the whole effort sets a bad precedent and could encourage banks and other entities to take poor risks in the future. A special inspector general calls this a "heads I win, tails the government bails me out" mentality.
On balance, however, TARP has been a sizeable success, and not just to the Treasury. Hundreds of thousands of jobs were saved in the auto industry alone. Without federal intervention, says Elliott, "the recession we had would have been substantially worse; millions of people would have been out of work."
But the tea party refuses to accept those facts and demands fealty to its own distorted version of reality. That's why Mitt Romney felt compelled to say in 2012 that TARP was "the wrong way to go," a misguided statement that helped contribute to his loss in key states like Ohio and Michigan.
Now Matt Bevin is facing a similar problem. As a banker, as a hard-headed businessman, he described the world as it is. Today, as a hard-line candidate, he feels compelled to abandon that view and place scripture ahead of statistics. As Romney learned, that's never a good idea.
— Steve and Cokie Roberts can be contacted by email at [email protected]
Send questions/comments to the editors.
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Centrally located in the heart of Shaughnessy, this beautiful custom 'L shape' rancher home boasts 8 bedrooms & 5,390 sq.ft. of functional livability w/evident attention to detail throughout. Featuring 2 master suites on main floor, spacious family room w/wood burning f/p, bright dining room leading to a sunny BBQ deck & grand yard beyond. Enjoy park-like views of your private luscious yard while cooking in your timeless Poggen Pohl kitchen w/adjacent wok kitchen & top of the line appliances. Fully finished bsmnt w/separate entry accentuates the privacy w/sound proofed media/entertainment room, wine cellar, bedroom & more. This home sits on a private 16,400 sq.ft. lot w/laneway access, just steps from Vancouver's best schools, amenities and only minutes to downtown, UBC & YVR.
ClthWsh/Dryr/Frdg/Stve/DW,Drapes/Window Coverings,Intercom,Jetted Bathtub,Security System,Smoke Alarm,Sprinkler - Inground,Storage Shed,Vacuum - Built In,Vaulted Ceiling, Garden, Central Location,Golf Course Nearby,Lane Access,Private Setting,Recreation Nearby,Shopping Nearby


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Be the first to know about exclusive offers and promotions by joining our mailing list.
"Lashes Baby!" Soft Synthetic Lashes are hand crafted of only the softest synthetic fibers. Each synthetic strand is tapered at each end, and designed to mimic a natural hair. The band is made of cotton thread which makes it flexible, durable, and easy to apply. Your "Lashes Baby!" Soft Synthetic Lashes can be worn up to 15 times with proper care and storage.
Please see care instructions to learn more about caring for and storing your new Pink Mink® lashes.


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TORONTO -- When it seems like it's hot enough to fry an egg on the sidewalk, the last thing you want to do is heat up the kitchen.
Television host and cookbook author Christine Cushing tries to avoid using the oven during hot weather.
"When you think of summer eating or cooking, you want it to be satisfying, but you don't want it to be heavy. That's the fine line we dance. How do you make it satisfying and not heavy at the same time?"
Her outdoor grill with its side burner is "my right-hand man, my sous chef."
"I look at everything I can make on the barbecue because it's outdoors, I don't turn on the oven inside, and I use my barbecue not only to grill but also as an oven."
The Toronto-based Cushing grills meats, fish, vegetables and desserts and suggests doing prep early in the week to make summer eating easy.
Vegetables can be grilled, refrigerated and added to salads or sandwiches or teamed with barbecued meats throughout the week. Brown rice or quinoa can be cooked ahead and used in salads. Then there's no need to turn on the stove again.
"When you're eating in the summer, look at the week a little more holistically," she says. "If I grill a bunch of veggies on a Monday or Sunday night I'll have a few leftovers for a couple of days."
The veggies, she suggests, can be mixed with a salad, combined with a can of tuna or salmon or teamed with fish, shrimp or chicken grilled just prior to eating.
She and her husband love to cook sweet potatoes on the barbecue over indirect heat while they're grilling something else. "From the charring of the grill, you get a really kind of earthy smokiness from the sweetness of the potato," Cushing says.
"We put sweet potatoes or baking potatoes in the barbecue on indirect heat in one corner, put down the lid and everything can bake in there and we don't have to worry about heating up the house. It's a really great trick.
"When you close the lid on your barbecue, which in a lot of ways is how it's meant to be used, it really turns into that oven and you get this great circulation of heat and then you can cook a lot of different things much more easily and obviously coolly."
Poke holes in the sweet potato so it doesn't get mushy from steaming. Cook extra, wrap and refrigerate. The next day chop it into salads for a hit of flavour, fibre and nutrients.
Because fresh herbs add so much flavour, Cushing has an herb garden in her backyard and cuts what she needs. Potted herbs can also be grown on a windowsill if you don't have a garden.
"I use a ton, a ton, a ton of fresh herbs because that fits the category of adding a pronounced flavour but is very light at the same time," says Cushing, who hosts "Fearless in the Kitchen" on OWN and appears on "The Marilyn Denis Show" on CTV.
As an alternative to lettuce, Cushing opts to keep many vegetables raw that might traditionally be cooked and creates unusual salads.
With kale, for instance, she washes the leaves, removes the woody stems and finely chops it. Crush it slightly with your hands to soften it -- "it makes it easier to eat and loosens its flavour." For a head of kale, mix in the juice of one lemon, drizzle with some extra-virgin olive oil, chili flakes, salt and pepper to taste and top with Parmesan cheese.
"The great thing about this is you can make it and eat it for two days. As it sits, the flavour develops and the kale really holds up to that dressing and doesn't wilt," Cushing says.
Add creaminess and contrast with avocado, colour with peppers and variety with grilled vegetables.
Dress up a can of chickpeas with "some citrus zest to kick up that flavour a lot. Add a little bit of fresh onion -- I go with a Vidalia or red onion because it's sweet (and adds) a little bit of crunch," said Cushing. "That's just a lovely salad and you can put in all kinds of grilled vegetables."
Instead of cooking pasta for salad, Cushing opts for versatile Vietnamese vermicelli, a rice noodle that can be soaked in very hot, not boiling, water for 15 to 20 minutes to soften. If you put the noodles in boiling water, they will get sticky, she cautions.
The blender and food processor are great tools to keep the kitchen cool.
Whirl the ingredients for soup in a blender. "Gazpacho is to me the quintessential cold soup that ... really feels rich and satisfying." A cold fruit soup can also be delicious and refreshing.
Raw salsas or sauces whipped up in the food processor add zip to grilled fish, chicken or shrimp.
Cushing suggests pureeing a plum tomato, lime juice, touch of chili, salt, pepper and a teeny bit of olive oil -- "sometimes I add a bit of honey depending on the texture of the tomato" -- for a fresh colourful sauce with shrimp, halibut or salmon.
A rotisserie chicken is a godsend. If you don't eat it all the first night, remove leftovers from the bone (the meat keeps better), wrap in plastic and make a sandwich with it the next day or add it to a bean, quinoa or kale salad.
For dessert, "fruit is my No. 1 go-to thing," says Cushing.
A bowl of Greek yogurt can be sweetened with honey and topped with fresh fruit and toasted nuts. "You feel like you're finishing your meal with something sweet but not too heavy."
Cushing varies the campfire favourite s'mores with bananas. Cut a peeled banana in half, insert chocolate bits into the cut ends, wrap in foil and grill. Slice over graham crackers. "It's fantastic -- a little bit ooey and gooey."


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We check over 450 stores daily and we last saw this product for A$71 at Bloomingdale's.Go to Bloomingdale's
Part of the Sorority Collection. Sisterhood • Tradition • Loyalty. Women are bonded in the deep, mysterious ways of nature. Intuitive and open hearted, they keep the Earthly balance that comes with consistently nurturing loved ones. Committed to tradition and upholding the spirit of philanthropy, sorority sisters are lifelong friends that ignite positive change. Alex and Ani's Affinity Program builds relationships with world-class companies, collaboratively creates exclusive pieces for consumers, and encourages innovative partnerships. Shop Affinity to participate in our global message of positive energy as we join forces with like-minded businesses. Details. Silver or gold-tone bangle. Adjustable sliding clasp allows for a customized fit. Colour: metallic


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These videos have been making the viral rounds today. They're a sneak peek and a draft promo video for a six-legged robotic toy in development at Wow! Stuff in the UK. And the toy is definitely a wow. The R/C walker has interchangeable weapon heads that fire foam darts, ping pong balls, poker chip-like disks, and the toys have interchangeable armor that flies off when hit by other walkers.
The developers are looking for a name for the toy and ideas for armor designs and customization pieces. They'll be giving away one of the toys for the name they choose and for any designs they use. I love this toy designer's child-like enthusiasm. We have to get him to Maker Faire!


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READ about Piers Morgan's long career in journalism here.
As part of an effort that will help "support the worldwide peace and health work of the not-for-profit" organization that is the famed Carter Center, the Hotel del Coronado in San Diego, Calif. is hosting the group's annual "Winter Weekend."
On Thursday, the man who lent his name to the center joined "Piers Morgan Tonight," sharing with the host some of the items he's donating to an auction which will serve as one of the gathering's signature events.
Known to use his own grapes to make his own wine through "traditional family methods," the 39th President of the United States is donating one bottle.
Displaying it for Piers Morgan, Jimmy Carter explained:
"For a number of years, I made wine every year, from my own grapes, and my children would come down and help me do it. So, this is a bottle of the...wine, that I give to the Carter Center to be auctioned off every year."
The auction also offers that opportunity to reel in "the big one" with the former president, as fans of the great outdoors can bid on a fly-fishing trip to "a beautiful stream in north Georgia."
A popular item, Carter says it annually lures in those willing to "get a chance to fish with me and Rosalynn [his wife.] Sometimes [CNN founder] Ted Turner goes along, because he has a next door stream. So that's a wonderful thing."
In addition to the water and wine, artwork is also on the auction block, specifically photographs taken by a well-known singer-songwriter:
"Kenny Rogers came and took a bunch of pictures of me and Rosalynn, and this was one of my favorites," said Carter of the sign photo he displayed for Morgan. "Just a picture of me, contemplating the future."
To learn more about the Carter Center Winter Weekend, visit the event's web page. Specific information about the auction items is also available by visiting The Carter Center's official listing.
» Follow "Piers Morgan Tonight" on Twitter
> Follow "Piers Morgan Tonight" on Instagram
Why did you not ask President Carter what he thought of George Bush and Tony Blair?
State Terrorism
George Bush, Tony Blair and the Century's Greatest Crime
What US and Britain did to Iraq is nothing short of state terrorism
By Linda S Heard
Go home Morgan–
How Close is Iran to Nuclear Weapons? Why do we know so little


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Download an excellent collection of questions with answers for CBSE Class 12 Physics
Question Bank in Physics Class XII
The collection will also be helpful for students of other syllabuses.
The file consists of syllabus, key points, collection of very short Answer (1 mark), Short answer type question – solved (2 marks), short answers (3 marks), Long answers (5 marks), Solved numericals and 3 sample papers.
The contents are arranged chapter-wise. Any student will find this a boon for easy preparation and to score better marks in Physics.


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Vídeos do PegaWorld 2018
Orientado a diferentes setores e produtos e contando com os principais assuntos do momento, o PegaWorld 2018 tem algo para todos. Confira os vídeos da sessão deste ano abaixo.
Pega software is at the core of how leading organizations engage their customers, automate their digital processes, and build the apps they need at...
Engage, Automate, and Build—without Limits
Spark Talk
Raytheon is a technology and innovation leader specializing in defense, civil government and cybersecurity solutions. Delivering mission critical...
Digital Transformation for Rapid Responsiveness at Raytheon
Spark Talk
As the AI hype wanes, the plateau of productivity is there for the taking. Join us for a panel discussion of Pega customers who use AI today and are...
What's Next For AI Driving Business Value?
Spark Talk
RPA is great at driving value but as a stand alone solution, it will not deliver transformation for the enterprise. Join us for real conversations...
Building and Scaling Robots that Deliver Impact: The leap from RPA to Digital Process Automation
Spark Talk
"Intelligent Automation" is one of the trending buzzwords for enterprises exploring the value of robotics, AI, and other technologies to transform...
Intelligent Automation: Hype vs. Reality
Spark Talk
Artificial intelligence, robotic automation, and data science are converging to drive the next wave of digital innovation. Yet, business and...
Adopt New Practices To Unleash Pega's Full Innovation Potential
Spark Talk
No company can be everything to everyone - so modern CRM providers must develop strong alliances to meet the needs of the complex enterprise. At Pega,...
The CRM Partner Ecosystem: Ready for 1-1, Next-Best-Everything
Product Spotlight
Employee experience is an often overlooked aspect of operational excellence and enterprise transformation. Join Pega as we discuss insights from our...
Employee Experience Insights with Workforce Intelligence
Product Spotlight


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WARNING: This is the _old_ Lustre wiki, and it is in the process of being retired. The information found here is all likely to be out of date. Please search the new wiki for more up to date information.
Difference between revisions of "Lustre Test Plans"
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This is the [http://wiki.lustre.org/images/f/f4/VBR_phase2_large_scale_testplan.pdf Test Plan for Version-Based Recovery]. The test plan's objective is to verify that the VBR feature works with a large system.
This is the [http://wiki.lustre.org/images/f/f4/VBR_phase2_large_scale_testplan.pdf Test Plan for Version-Based Recovery]. The test plan's objective is to verify that the VBR feature works with a large system.
Revision as of 03:35, 8 December 2008
Test plans for upcoming Lustre releases are now available for review and comment. As an open-source product, we invite the Lustre user community to contribute to our efforts to develop and test a more robust, feature-rich Lustre.
If you would like to comment on the posted test plans, click the Discussion tab at the top of the page and enter:
- Your name and email address
- Date of your comment
- Test plan you are commenting on (e.g., 1.6.6, 1.8, 2.0) and page number, if applicable
- Comment or suggestion. If you have a proposed test case, paste it into your comment.
The Lustre Test group will review these comments, update test plans as needed, and post updated plans to this page.
Release Testing
Test plans are available for upcoming Lustre releases.
Lustre 1.8 Test Plan
Lustre 2.0 Test Plan (coming soon)
Feature Testing
This section lists the feature test plans used by the Lustre QE team.
OST Pools
This is the Test Plan for OST Pools. The objective is to test OST Pools on a large-scale cluster to make sure the feature is scalable, and verify that file creation performance is the same (with or without OST Pools).
This is the Test Plan for Lustre Quotas. The test plan's objective is to:
- Thoroughly test the quotas feature (block and inode quotas for users and groups) for each new Lustre release (during pre-release testing)
- Focus on quotas hard limits
- Find and document problems with quotas (and add them as release blockers).
- Deliver working quotas feature code to Cray, Inc. with each new Lustre release and avoid bugs (especially regressions)
The components to be tested are:
- ldiskfs
- Lustre
- lustre quotas feature code
Lustre Security
This is the Test Plan for Security Features. The test plan's objective is to find defects in the Lustre 2.0 security features and drive the security source code to a stable, production-ready state. The test plan contains:
- Complete acceptance-small (acc-sm) run that shifts among different security flavors (null, krb5i and krb5p) between tests.
- Complete I/O benchmark (IOR and mdsrate), to run against all Lustre-supported security flavors (null, plain, krb5n, krb5a, krb5i and krb5p), gather and analyze performance data.
Version-Based Recovery
This is the Test Plan for Version-Based Recovery. The test plan's objective is to verify that the VBR feature works with a large system.


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Table of Contents
What Is the ADA?
Who Is Protected by the ADA?
What Does the ADA Require an Employer to Do?
Hiring Do's and Don'ts - Pre-Job Offer
Hiring Do's & Don'ts - Post-Job Offer
Getting Medical Information From Employees
Reasonable Accommodation and Undue Hardship
Procedures for Providing Reasonable Accommodation
Types of Reasonable Accommodations
Safety Concerns
Drug & Alcohol Use
What to Do if a Charge Is Filed Against Your Business
APPENDIX A - Federal Tax Incentives to Encourage the Employment of People with Disabilities and to Promote the Accessibility of Public Accommodations
APPENDIX B - Information on Reasonable Accommodations
APPENDIX C - Finding Qualified Workers with Disabilities
Small businesses are an ever-increasing source of jobs, many of which can be filled by individuals with disabilities who are able and want to work. The approximately 25 million small businesses in the nation represent 99.7 percent of all employers, employ more than 50 percent of the private work force, and generate more than half of the nation's gross domestic product.(1) Small businesses also provide 67 percent of all first jobs. Unfortunately, the unemployment rate of individuals with disabilities remains high. By some estimates, more than 70% of individuals with severe disabilities are not working, even though many of them are willing and able to do so. President Bush's New Freedom Initiative seeks to partner with small businesses to increase the percentage of individuals with disabilities in the workplace.
While the Americans with Disabilities Act (ADA) applies to all businesses with 15 or more employees, this handbook is intended primarily for businesses with 15 to 100 employees and smaller businesses expecting to expand to have at least 15 employees in the near future. It will provide you with an easy-to-read, overview of the basic employment provisions of the ADA as they relate to employees and job applicants.
The ADA is a federal civil rights law designed to prevent discrimination and enable individuals with disabilities to participate fully in all aspects of society.
Practice tip: The Equal Employment Opportunity Commission (EEOC) enforces the employment provisions of the ADA. The EEOC is headquartered in Washington, DC and has offices throughout the United States, including Puerto Rico. If you have any questions concerning the EEOC or the ADA, please
The ADA applies to a person who has a physical or mental impairment that substantially limits one or more major life activities (like sitting, standing, or sleeping).
The ADA also protects a person with a record of a substantially limiting impairment.
Example: A person with a history of cancer that is now in remission may be covered.
And the ADA protects a person who is regarded (or treated by an employer) as if s/he has a substantially limiting impairment.
Example: An employer may not deny a job to someone who has a history of cancer because of a fear that the condition will recur and cause the employee to miss a lot of work.
The ADA only protects a person who is qualified for the job s/he has or wants.
Practice tip: Employers do not have to hire someone with a disability over a more qualified person without a disability. The goal of the ADA is to provide equal access and opportunities to individuals with disabilities, not to give them an unfair advantage.
Employers covered by the ADA have to make sure that people with disabilities:
Practice tip: Harassing someone because of a disability is just as serious as harassing someone because of race, sex, religion, or national origin. If an employee complains to you that s/he is being harassed because of a disability, respond to the complaint right away by conducting an appropriate investigation and, if necessary, taking action to correct the situation.
As discussed in the sections that follow, the ADA also limits the kinds of medical information that you can get from a job applicant or employee and requires you to provide reasonable accommodations to the known limitations of qualified individuals with disabilities.(2)
Basic rule: The ADA does not allow you to ask questions about disability or use medical examinations until after you make someone a conditional job offer.
Practice tip: Focus application and interview questions on non-medical job qualifications. An employer may ask a wide range of questions designed to determine an applicant's qualifications for a job.
Examples of what you can't ask:
Where it seems likely that an applicant has a disability that will require a reasonable accommodation, you may ask whether s/he will need one. This is an exception to the usual rule that questions regarding disability and reasonable accommodation should come after making a conditional job offer.
Example: During a job interview, you may ask a blind applicant interviewing for a position that requires working with a computer whether s/he will need a reasonable accommodation, such as special software that will read information on the screen.
Basic rule: After making a job offer, you may ask any disability-related questions and conduct medical examinations as long as you do this for everybody in the same job category.
Practice tip: You may withdraw an offer from an applicant with a disability only if it becomes clear that s/he cannot do the essential functions of the job or would pose a direct threat (i.e., a significant risk of substantial harm) to the health or safety of him/herself or others. Be sure to consider whether any reasonable accommodation(s) would enable the individual to perform the job's essential functions and/or would reduce any safety risk the individual might pose.
Once a person with a disability has started working, actual performance, and not the employee's disability, is the best indication of the employee's ability to do the job.
Basic rule: The ADA strictly limits the circumstances under which you may ask questions about disability or require medical examinations of employees. Such questions and exams are only permitted where you have a reasonable belief, based on objective evidence, that a particular employee will be unable to perform essential job functions or will pose a direct threat because of a medical condition.
Sometimes you may have observed the employee's job performance or you may have received reports from others who have seen the employee's behavior. These observations or reports may give you a reasonable belief that the employee's ability to perform essential job functions is impaired by a medical condition or that the employee poses a direct threat because of a medical condition.
Practice tip: If an employee with a disability is having trouble performing essential job functions, or doing so safely, do not immediately assume that the disability is the reason. Poor job performance is often unrelated to a medical condition and, when this is the case, it should be handled in accordance with your existing policies concerning performance (e.g., informal discussions with the employee, verbal or written warnings, or termination where necessary). On the other hand, if you have information that reasonably causes you to conclude that the problem is related to the employee's disability, then medical questions, and perhaps even a medical examination, may be appropriate.
Example: A normally reliable employee who is making frequent mistakes tells you that the medication she has started taking for her lupus makes her lethargic and unable to concentrate. Under these circumstances, you may ask her some questions relating to her medical condition, such as how long the medication can be expected to affect job performance.
Inquiries or exams always allowed: Certain types of inquiries or examinations are always permitted, even if they disclose some medical information. For example, you may:
Basic rule: With limited exceptions, you must keep confidential any medical information you learn about an applicant or employee. Information can be confidential even if it contains no medical diagnosis or treatment course and even if it is not generated by a health care professional.
Example: An employee's request for a reasonable accommodation would be considered medical information subject to the ADA's confidentiality requirements.
Practice tip: Do not place medical information in regular personnel files. Rather, keep medical information in a separate medical file that is accessible only to designated officials. Medical information stored electronically must be similarly protected (e.g., by storing it on a separate database).
The ADA recognizes that employers may sometimes have to disclose medical information about applicants or employees. Therefore, the law contains certain exceptions to the general rule requiring confidentiality. Information that is otherwise confidential under the ADA may be disclosed:
Practice tip: If providing a particular accommodation would result in undue hardship, consider whether another accommodation exists that would not.
What we've learned - most accommodations are not expensive:
Practice tip: To offset the cost of accommodations, you may be able to take advantage of tax credits, such as the Small Business Tax Credit (see Appendix A) and other sources, such as vocational rehabilitation funding.
Regardless of cost, you do not need to provide an accommodation that would pose significant difficulty in terms of the operation of your business.
Example: A store clerk with a disability asks to work part-time as a reasonable accommodation, which would leave part of one shift staffed by one clerk instead of two. This arrangement poses an undue hardship if it causes untimely customer service.
Example: An employee with a disability asks to change her scheduled arrival time from 9:00 a.m. to 10:00 a.m. to attend physical therapy appointments and to stay an hour later. If this accommodation would not affect her ability to complete work in a timely manner or disrupt service to clients or the performance of other workers, it does not pose an undue hardship.
In addition to actions that would result in undue hardship, you do not have to do any of the following:
Example: A grocery store bagger develops a disability that makes her unable to lift any item weighing more than five pounds. The store does not have to grant an accommodation removing its fifteen-pound lifting requirement if doing so would remove the main job duty of placing items into bags and handing filled bags to customers or placing them in grocery carts.
Example: A hotel that requires its housekeepers to clean 16 rooms per day does not have to lower this standard for an employee with a disability.
Example: You do not have to tolerate violence, threats of violence, theft, or destruction of property, even if the employee claims that a disability caused the misconduct.
Example: A doctor's note indicating that an employee can work "with restrictions" is a request for a reasonable accommodation.
Practice tip: Even though you do not have to initiate discussions about the need for a reasonable accommodation, if you believe that a medical condition is causing a performance or conduct problem, you certainly may ask the employee how you can help to solve the problem and even may ask if the employee needs a reasonable accommodation.
Practice tip: You also may make an accommodation without requesting any documentation at all. You are free to rely instead on an individual's own description of his or her limitations and needs.
Basic rule: The ADA does not require an employer to have a particular type of procedure in place for providing reasonable accommodations.
Practice tips:
Consider putting procedures for providing reasonable accommodations in writing (though this may not be necessary, particularly if you are a very small employer and have one person designated to receive and process accommodation requests).
As an alternative to written procedures, you might include a short statement in an employee handbook indicating that you will provide reasonable accommodations for qualified individuals with disabilities, along with the name and telephone number of the person designated to handle requests.
You also may want to indicate on written job applications that you will provide reasonable accommodations for the application process and during employment.
And bear in mind, whether you have written procedures or not:
Basic rule: There are many accommodations that enable individuals with disabilities to apply for jobs, be productive workers, and enjoy equal employment opportunities. In general, though, they can be grouped into the following categories.
Practice tip: There are tax incentives available to many small businesses for providing some of the reasonable accommodations described below. (See Appendix A.)
Example: A medical clinic could purchase amplified stethoscopes for use by hearing-impaired nurses, physicians, and other members of the health care staff.
Example: A small retail store could lower a paper cup dispenser near the water fountain and reconfigure store displays so that an employee in a wheelchair can get water and have access to all parts of the store.
Example: If moving boxes of files into a storage room is a function that a secretary performs only from time to time, this function could likely be reallocated to other employees if the secretary's severe back impairment makes him unable to perform it.
But: You do not have to remove the essential functions (i.e., fundamental duties) of the job.
Example: Where an employee has to spend a significant amount of time retrieving heavy boxes of merchandise and loading them into customers' cars as part of his job, he probably cannot be relieved of this duty as an accommodation.
Where your workforce is small and all workers must be able to perform a number of different tasks, job restructuring may not be possible.
Example: A telemarketer, proofreader, researcher, or writer may have the type of job that can be performed at least partly at home.
But: Where the work involves use of materials that cannot be replicated at home, direct customer and co-worker access is necessary, or immediate access to documents in the workplace is necessary and cannot be anticipated in advance, working at home likely would present an undue hardship.
Example: An accountant for a small employer whose medication for depression causes extreme grogginess in the morning may not be able to begin work at 9:00 a.m., but could work from 10:00 until 6:30 without affecting her ability to complete tasks in a timely manner.
Example: It may be an undue hardship to adjust the arrival time for someone on a construction crew if it would affect the ability of others to begin work.
What to do if someone asks for leave related to a medical condition:
But: Not all requests for leave as a reasonable accommodation must be granted. For example, where a job is highly specialized, so that it will be difficult to find someone to perform it on a temporary basis, and where the employee cannot provide a date of return, granting leave and holding the position open may constitute undue hardship.
Example: If the Executive Chef at a top restaurant requests leave for treatment of her disability but cannot provide a fixed date of return, the restaurant can show undue hardship because of the difficulty of replacing, even temporarily, a chef of this caliber. Moreover, it leaves the restaurant unable to determine how long it must hold open the position or to plan for the chef's absence.
Example: A restaurant food server requests 10 to 14 weeks off for disability-related surgery with the date of return depending on the speed of recuperation. The employer must decide whether granting this amount of leave, and doing so without a fixed date of return, would cause an undue hardship.
Example: A retail store that does not allow its cashiers to drink beverages at the checkout and limits them to two 15 minute breaks per day may need to modify one rule or the other to accommodate an employee with a psychiatric disability who needs to drink a beverage once an hour due to dry mouth, a side effect of some psychiatric medications.
Example: A custodian with mental retardation might have a job coach paid for by an outside agency to initially help, on a full-time basis, the worker learn required tasks and who then, periodically thereafter, returns to help ensure he is performing the job properly.
Example: After being injured, a construction worker can no longer perform his job duties, even with accommodation, due to a resulting disability. He asks you to reassign him as an accommodation to a vacant, higher-paid construction foreman position for which he is qualified. You do not have to offer this reassignment because it would be a promotion.
Example: The host responsible for escorting diners to their seats at one of three restaurants operated by your business can no longer perform the essential functions of her position because a disability requires her to remain mostly sedentary. However, she is qualified to perform the duties of a vacant cashier position, which has the same salary, at one of your other restaurants. You must offer her a reassignment to the cashier position at the other restaurant as a reasonable accommodation.
But: Reassignment is not available to applicants; therefore, you would not have to look for a job for a person with a disability who is not qualified to do the job for which he or she applied, unless you do this for all applicants for other available jobs.
Basic rule: The ADA allows you to ask questions related to disability and even require a medical examination of an employee whose medical condition appears to be causing performance or safety problems.
Direct Threat: You also may reject a job applicant with a disability or terminate an employee with a disability for safety reasons if the person poses a direct threat (i.e., a significant risk of substantial harm to self or others). Employers have legitimate concerns about maintaining a safe workplace for all employees and members of the public and, in some instances, the nature of a particular person's disability may cause an unacceptable risk of harm.
Practice tip: You must be careful not to exclude a qualified person with a disability based on myths, unsubstantiated fears, or stereotypes about that person's ability to safely perform the job.
Examples of what to be careful about:
Example: You cannot automatically prohibit someone with epilepsy from working around machinery. Some forms of epilepsy are more severe than others or are not well-controlled. On the other hand, some people with epilepsy know when a seizure will occur in time to move away from potentially hazardous situations. Sometimes seizures occur only at night, making the possibility of a seizure on the job remote.
Example: A restaurant could not deny someone with HIV infection a job handling food based on customers' fears that the condition could be transmitted, since there is no real risk of transmitting HIV through food handling.
Food safety - A special rule: Under the ADA, the Department of Health and Human Services annually issues a list of the infectious or communicable diseases transmitted through the handling of food. (Copies of the list may be obtained from Center for Infectious Diseases, Centers for Disease Control & Prevention, 1600 Clifton Road, N.E., Mailstop C09, Atlanta, GA 30333 (404) 639-2213.)
Example: An employer may not reject an applicant who had been treated for major depression but had worked successfully in stressful jobs for several years based on speculation that the stress of the job might trigger a future relapse.
Example: A deaf mechanic cannot be denied employment based on the fear that he has a high probability of being injured by vehicles moving in and out of the garage if an accommodation would enable him to perform the job duties with little or no risk, such as allowing him to work in a corner of the garage facing outward so that he can see any moving vehicles.
Example: An employer may fire an employee who is drinking alcohol while on the job if it has a uniformly applied rule prohibiting such conduct.
But: There may be times when you may have to accommodate an employee with alcoholism. For example, an employer may have to modify a rule prohibiting personal phone calls at work for an employee with alcoholism who periodically has to contact his "AA sponsor," if the employee has a need to do so during work hours.
Basic rule: A charge means only that someone has alleged that your business discriminated against him/her on a basis that is protected under Federal equal employment opportunity law: race, color, national origin, religion, sex, age, or disability. A charge does not constitute a finding that you did, in fact, discriminate.
Practice tip: EEOC's mediation program is free. The program is voluntary and all parties must agree to take part. The mediation process also is confidential. Neutral mediators provide employers and charging parties the opportunity to reach mutually agreeable solutions. If the charge filed against your company is eligible for mediation, you will be notified by the EEOC of your opportunity to take part in the mediation process. In the event that mediation does not succeed, the charge is referred for investigation.
Example: An employee filed a charge against her supervisor alleging disability discrimination, which the employer believed to be without merit. After receiving the charge, the employer told the employee that she would be fired if she filed another meritless charge against it. The employee filed another charge against the employer and she was fired. Even assuming the charges of discrimination were without merit, the employee has a strong claim that the employer unlawfully retaliated against her.
Practice tip: Even if you believe that the charge is frivolous, submit a response to the EEOC and provide the information requested. If the charge was not dismissed by the EEOC when it was received, that means there is some basis for proceeding with further investigation. There are many cases where it is unclear whether discrimination may have occurred and an investigation is necessary. You are encouraged to present any facts that you believe show the allegations are incorrect or do not amount to an ADA violation.(3)
The Internal Revenue Code includes several provisions aimed at making businesses more accessible to people with disabilities. The following is designed to give you general information about three of the most significant tax incentives. It is not legal advice. You should check with your accountant or tax advisor to find out whether you are eligible to take advantage of these incentives or visit the Internal Revenue Service's website, www.irs.gov, for more information. Additionally, consult your accountant or tax advisor about whether there are similar state and local tax incentives.
Below are a few of the most frequently consulted resources for accommodating qualified individuals with disabilities. Many other resources exist both nationally and locally, such as organizations of and for individuals with particular types of disabilities. Finding one of these organizations in your area may be as simple as consulting your local phone book. Additionally, the federal government has a web site, www.disabilitydirect.gov, which provides links to many federal resources.
Job Accommodation Network (JAN)- provides lists based on specific disabilities as well as links to various other accommodation providers.
P.O. Box 6080
Morgantown, WV 26506-6080
(800) 526-7234 or (304) 293-7184
U.S. Department of Labor
For written materials: (800) 959-3652 (voice); (800) 326-2577 (TTY)
To ask questions: (202) 219-8412
ADA Disability and Business Technical Assistance Centers
(DBTACs) - 10 federally funded regional centers to provide
assistance on all aspects of the ADA.
(800) 949-4232
RESNA Technical Assistance Project - can refer
individuals to projects offering technical assistance on
technology-related services for individuals with disabilities.
(703) 524-6686 (voice); (703) 524-6639 (TTY)
Access for All
Program on Employment and Disability
School of Industrial and Labor Relations
106 ILR Extension
Ithaca, NY 14853-3901
(607) 255-7727 (voice); (607) 255-2891 (TTY)
Business Leadership Network
1331 F Street, N.W.
Washington, D.C. 20004-1107
(202) 376-6200, ext. 35 (voice); (202) 376-6205 (TTY)
Many businesses say that they would like to hire qualified individuals with disabilities, but do not know where to find them. The following resources may be able to help. In addition, you may contact organizations of and for individuals with specific disabilities in your area and consult www.disabilitydirect.gov.
RISKON - executive recruitment firm committed to helping people with disabilities find jobs:
15 Central Avenue
Tenafly, NJ 07670
(201) 568-7750
(201) 568-5830 (fax)
National Business & Disability Council - provides full range of services to assist businesses successfully integrate people with disabilities into the workplace:
201 I.U. Willets Road
Albertson, NY 11507
(516) 873-9607 or (516) 465-1501
Job Accommodation Network (JAN) - provides a variety of resources for employers with employees with disabilities and those seeking to hire employees with disabilities:
P.O. Box 6080
Morgantown, WV 26506-6080
(800) 526-7234 or (304) 293-7184
Employer Assistance Referral Network (EARN) - a national toll-free telephone and electronic information referral service to assist employers in locating and recruiting qualified workers with disabilities. EARN is a service of the U.S. Department of Labor, Office of Disability Employment Policy with additional support provided by the Social Security Administration's Office of Employment Support Programs:
1. Source: Small Business Administration, Office of Advocacy, http://www.sba.gov/advo/.
2. If you are a federal contractor, you will also have obligations under Section 503 of the Rehabilitation Act. This law prohibits discrimination and requires contractors and subcontractors to take affirmative steps to hire and to promote qualified individuals with disabilities.
For further information on the requirements of Section 503, contact the Office of Federal Contract Compliance Programs (OFCCP) of the U.S. Department of Labor at (202) 693-0100 (Voice) or (800) 326-2577 (TDD), or at www.dol.gov/esa/ofcp_org.htm.
3. The Small Business Regulatory Enforcement Fairness Act allows small businesses to comment about federal agency enforcement actions to an SBA Ombudsman. For information about this process and how to submit a comment, see Small Business and Agriculture Regulatory Enforcement National Ombudsman. It is EEOC policy to ensure that employers are not targeted for enforcement actions as a result of their comments to the SBA Ombudsman.
This page was last modified on February 4, 2004.
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Lights, Cameras, Pencils! Using Descriptive Video to Enhance Writing
Read and write with the movies using an innovative technology called Descriptive Video.


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Thanks mitchellsimoens.
I want to grasp over views as functionality can done. i want to make veiws of the pages as i want to do. like i want to create a view page that include
First part "html"
Second part a form for comment
Third part should be a listView of comments.
and it should be vbox vertical


text: DescriptionGeared for much more than just pedaling on the street, Pure Cycles' Gravel Adventure Pro Bike is designed to keep up wherever your adventures take you. Its gravel-ready geometry keeps you in control on loose surfaces, and disc brakes give deliver next-level stopping power. And, thanks to its 650B-compatible build, you can easily throw on larger tires for more adventurous off-roading. An upgraded edition of the Adventure Series, the Pro features 18 wilderness-ready speeds, Shimano Sora shifters, and enough mounts to bring it all with you when you roll out the door. With this deal, you can choose between two frame colors and six sizes to get the perfect bike for you; and shipping is included in the cost.


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Thousands of travellers were last night delayed in British airports after one of the National Air Traffic Services' (NATS) air traffic control computers failed. Engineers identified a problem with the Flight Data Processing System (FDPS) at West Drayton, Middlesex, and were forced to shut down the 30-year-old system and switch to manual operations for half an hour. The NATS' new £623m Lockheed Martin set-up at Swanwick relies on a data feed from the venerable FDPS, so if the latter goes down, so does the whole kit and caboodle.
Despite the short duration of the outage, restrictions on the number of aircraft entering UK airspace or taking off from domestic airports quickly created delays.
This is not the first time the UK's ATC computer system has crashed and burned. The very, very expensive Swanwick kit itself fell over last year in spectacular style, prompting us to call it "perhaps the ultimate hopeless government IT project".
And while frustrated customers may curse the cantakerous ATC kit, the airlines too may soon be feeling the effect of future cock-ups where it hurts - in the pocket. European legislation introduced today allows passengers to claim compensation for flight cancellations which means NATS could find itself at the receiving end of a bit of tin-rattling by the flyboys if they think that NATS' wobbly ATC computer has cost them hard cash.
The solution? Well, here's what the business sector has to say, according to BMC Software's Paul Arthur: ''In industries where minutes count, the timely and appropriate identification of technical failures and their impact on customer facing services relies heavily on not just having the right technical tools but also the processes and methodologies in place.
''By aligning technical components to business services the impact of an incident can be easily assessed allowing the right priority to be assigned to the problem. Applying business service management methodologies to the management of that incident means that high customer impact issues can be resolved first and the process can be tracked closely to ensure quicker resumption of customer service. Incident management is key in today's service orientated culture and is the only way to ensure that business downtime is minimised.''
Or in realspeak: "Get your bloody act together - sharpish." Enough said. ®
Related stories
Snowed-in code blamed for Comair's Xmas flight collapse
US air traffic control open to attack
UK air traffic control computer fails


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I am now an official college graduate with a Bachelor of Science in Nursing! I completed 4 years of nursing school and managed to graduate with honors. All the while keeping three kids alive, not killing the dog, and had a husband working in another state the last few months. It was hard and worth every minute! I still have to take the NCLEX to get my nursing license, but I'm going to take the test in Colorado. You see, we are in the process of relocating our family back to Colorado. It'll be good to be home, but it's a bit bittersweet. We have been here for 7 years and have made some great friends whom we will miss dearly. Anyone want to buy a 122 year old house?
This summer I am hoping to have a little bit more time to work some quilts. I squeaked out a few baby quilts this last year. I'll try to share what I've worked on and hopefully, just maybe, I can start to blog again.
The direction of my life has changed from a stay at home mom quilting and canning, and morphed into a soon to be working mom. I don't want to stop doing the things that I love. I will try to find a way to incorporate it in. I am excited to pursue nursing. It's amazing how far I've made it on my path to becoming a midwife. When I started nursing school it all seemed so far away. My next little goal is to get through grad school by the time I'm 40. I think I can do it in three years! 40... I just said 40... am I that old already?


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|You may be surprised to know that the moniker "Austin's favorite son" doesn't necessarily apply to Stevie anymore, or even a bluesman.
Music critics are now using the epithet to wax lyrical about Alejandro Escovedo, a craftsman of song whose disparate influences and experiences embody the city's modern spirit. Blues will always thrive in the Live Music Capital of the World, but the city's pulse also pumps to the beat of everything from indie creativity, country roots, die-hard punk angst, Tex-Mex rancheras, and of course, the Texas singer/songwriter tradition.
In essence, musically, Alejandro Escovedo is Austin.
The San Antonio-born son of a mariachi singer grew up in California and caught acts like the Paul Butterfield Blues Band, Buffalo Springfield and the Doors in the Huntington Beach area where he went to high school before dropping out. He went on to become a founding member of the Nuns, a late '70s San Francisco punk outfit that opened for the Sex Pistols' last gig. He was in the Rank & File, a cow punk group that is widely credited with influencing the alt-country movement. He was also in the True Believers, a critically-acclaimed roots rock/ alt-country band that burned out on the road but earned a loyal following in Austin, where Escovedo would end up after spending time as a bohemian in New York.
Escovedo's music ranges from gentle ballads with string sections to aggressive punk and everything in between, sometimes within a single song. When you see him live, one moment you're admiring his gentle touch with a Collings acoustic, and the next you're counting his full-arm Townsend windmills against an SG. (He was one swing short of 30 in a row when performing "Castanets" at the New Orleans Jazz Fest last year.) His solo work, which comprises nine albums and counting, explores a range of emotions that makes sense once you know that he escaped a near-fatal bout of Hepatitis. The experience added a depth of introspection to his music that has taken it to another level.
Today, Escovedo's fan base is exploding. His latest album, 2008's Real Animal, co-written with Chuck Prophet and produced by Tony Visconti (David Bowie, T.Rex, Thin Lizzy) led to an opening spot on a Dave Matthews tour, and appearances on Leno, Letterman, Conan and at the Democratic National Convention in Denver. Earlier in the year, Escovedo picked up Musician of the Year, Album of the Year and Songwriter of the Year accolades at the Austin Music Awards. On the same night, The True Believers were inducted into the Austin Music Hall of Fame. Other honors include performing on Austin City Limits three times and being named Artist of the Decade (1990s) by roots music authority No Depression. Escovedo is up for Artist of the Year and Album of the Year at the Americana Music Association Awards which are being held this month.
Gear-wise, Escovedo covers a lot of ground with a fairly simple signal chain. Outside of his Collings acoustic, he's largely a Gibson guy but you can't peg him on one model. He swears by his discontinued Reverend amps and, like most Austin cats, loves his Durham pedals.
I had a chance to talk to Escovedo about his gear and his career recently. Our conversation began with his penchant for Gibsons.
Growing up in a large musical family, I assume there were always guitars lying around. I take it that many of them were Gibsons.
Yeah. You know, I've been using Gibsons since I first started playing. I always had Melody Makers—a lot of early '60s Melody Makers—and I had some beautiful Juniors. There were Flying Vs, Gold Tops and a '73 Les Paul Custom that I just loved. I've always had a '69 Hummingbird and a beautiful '56 J-50. That was my main guitar for many years, until I got a ding in it. I decided to let it rest for a while, but in the studio, it's the guitar.
Tell me about your 339. I saw you use it at South by Southwest this year in number of different situations.
Man, I just love that guitar. I think it's a brilliant guitar. It's like the perfect combination of a hollowbody and a Les Paul.
When you had it in full Paul mode on the Continental Club's small stage, your distortion was incredible. I noticed you didn't have any of the feedback issues that some guys get when they do that with a semi-hollowbody.
$0I can control the feedback off the 339 better than any guitar I've ever had. It's great with my Reverends. I use two little Reverend combos with a 12 in them—a Hellhound 40/60 and a Kingsnake 20/60. They're little monsters, man. They just rip. They're a perfect combination with that guitar.
Escovedo with his Gibson Southern Jumbo at the Birchmere in Alexandria, WA. The round-shouldered Southern Jumbo shape combines elements of Gibson's Jumbo and HG Hawaiian. Photo by Carl Hutzler.
Take me through your signal chain.
I go through one of those old DOD A/B boxes to pick my amp, but the chain starts with a Boss TU-2. Then I go through a Durham Zia Drive if I want distortion and a little kick. I use it more like a boost, really. Then I go through a Boss digital reverb, the RV-5, then I go through another Durham box called the Sex Drive. For my sound, it's really a combination of the Sex Drive and the next thing in my chain, a Demeter Tube Direct Box. That's what makes the guitar able to sustain all that crunch yet, when you pick and arpeggiate, it keeps this beautiful clarity and piano-like quality.
Charlie Sexton [the pedal's namesake who worked with Alan Durham on its development] told me that it took a year and hundreds of bench hours to get that pedal dialed in.
It's a beautiful box. It's essential now for me to have that box. It works wonderfully with humbuckers. I'm really happy with this setup now.
Some of your SGs have P-94s in them. How'd you come upon that configuration?
Gordie Johnson is an amazing guitar player in Canada who has a killer rock/dub reggae hybrid band called Big Sugar. He has a signature model in a rare ebony finish with P-94s that Gibson makes for the Canadian market. It's like a '61 reissue. We were doing one of those Sunday night gigs and when I saw it I was shocked. It was funny—I wasn't quite sure how to articulate it to him, but that was the kind of guitar I had been looking for. I had been looking for a lighter guitar with the same kind of tone, or close to it, that I had gotten with my Les Paul custom. That guitar had become too heavy for me. He gave me that SG right on the spot. He said, "It's yours."
It's amazing how I just fell in love with it. I've since dropped P-94s into another SG, a reddish one that I have.


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The Radiac Appliance
By Debrah Harding, ND
Vibrational appliances are a unique contribution to alternative medicine from the Cayce readings. The first one I'll discuss is the Radiac Appliance, also called the Radio-Active Device, Impedance Device or the Radiac. The specifications for the construction of this gadget were entirely channeled from the Source of Cayce's readings. Cayce himself, knew nothing about this device, nor did this device exist at the time. Here is an image of the device.
Inside this rectangular structure are two carbon steel plates, separated by panes of glass and surrounded by carbon blocks and charcoal. Visit Baar Products, the exclusive supplier of Edgar Cayce remedies at Baar.com.
How does it work? In electrical terms it could be called a capacitor, (passive electrical component), surrounded by a resistor, (a two terminal electrical component). In other words, it would seem to be some kind of battery. Interestingly, unlike a battery, the radiac appliance offers no electrical charge or output of its own. It utilizes your own electrical currents and manipulates them in such a way as to give you back your own perfect recharge. It is truly medicine for your energy.
Does it sound far-fetched? Well Cayce recommended using the Radial Appliance over 455 times! He went so far as to say in this oft quoted saying,
"The radial appliance is very good: good for everybody! (631-2) Especially to rest tired businessmen and overtaxed ladies….and there are a few!"
(Reading 1800-16)
And this overtaxed lady can say it's amazing. I received my radiac appliance in 2003. I have been faithfully using it ever since. Results from it have become pleasantly predictable. I use it whenever I feel just plain shot. This could be after traveling, a crappy day, or lack of enough sleep. I charge it up then strap it on and lie down with it for 30-45 minutes.
Within about 10 minutes it just knocks me out…a short while later it wakes me up! I get right up (something of a miracle in itself) and I'm in a pleasant mood (ditto)...and here it is…I feel fully mental and physically recharged. There's nothing like it! I sell herbs and vitamins and can say there's no feeling I get from any of it that I get from the Radiac Appliance.
"The appliance acts as an equalizer and would only act in that same force wherein normal rest to the body becomes recuperative powers for same"
(Reading 1800-4)
Cayce says that it puts us in touch with the Creative Forces, improves our dreams, and helps to quiet us from within. All of that has been my experience. He recommended using it during meditation or while reading uplifting spiritual material.
I have used this in my practice with about 25 patients. Nearly every single one has said "It does what you said it would do". I have had patients purchase the device for spouses and parents.
It's a unique, reliable tool that you can heal your energy with every day.
Debrah Harding, ND is a Naturopathic Doctor and a graduate of National College of Naturopathic Medicine in Portland, Ore. Her private practice is in Marlton, N.J. For the past 10 years she has skillfully integrated Cayce based therapies into her naturopathic practice. To learn more visit www.DebHarding.com.


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The SAM-BA Boot program seeks to detect a source clock either from the embedded main oscillator with external crystal (main oscillator enabled) or from a 12 MHz signal applied to the XINpin (Main oscillator in bypass mode).If a clock is found from the two possible sources above, the boot program checks to verify thatthe frequency is 12 MHz (taking into account the frequency range of the 32 kHz RC oscillator). Ifthe frequency is 12 MHz, USB activation is allowed, else (no clock or frequency other than12MHz), the internal 12 MHz RC oscillator is used as main clock and USB clock is not alloweddue to frequency drift of the 12 MHz RC oscillator.
I did a design with the SAM3U a while back, and although I never built it I had the same as you for the parts you are showing.Not much help I know but at least somebody else interpreted the data sheet the same so it's likely your circuit is right (or we're both wrong).______Rob
How far did you come in your process, what kinda of problems/solutions did you stumble upon/find?
I can post the schematics it you think that will help, I think I did the same as you but you may spot something.______Rob
I got the same problem here . Using the same "minimal" Circuit.
Here's page 1 of my schematichttp://www.robgray.com/temp/SAM3U-schem.pdfProbably a lot of stuff you aren't interested in and the pin numbers will be different because its the 3U but the pin names are the same.______Rob
Yeah, I saw that document after I built my circuit Ill try to create my circuit like the "3.3V and 1.8V Dual Power Supply Schematic Example" tomorrow and see how it goes. Im planning to replace the old Atmega Chips with this one but, as you already mentioned, the Chip is very critical and stubborn
AND DON"T FORGET the by-passes... much better to have empty places than 'Hangies"... and it took me a lot of "Hangies" before I learned and a lot of 'Magic Blue Smoke" Too. I sincerely wish it didn't smell so bad, though.Bob


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10Day 7Night Georgia
9D8N Tibet by Scenic Train
10天7晚 文化艺术 东欧
Travel In Style
Mysteries of Ancient Egypt
code: 7BNE Discover
code: 10DME Discover
code: 7CMB Discover
code: 6PERPINK Discover
code: 6MNLPPS Discover
code: 11LAX Discover
code: 5VTELPQ Discover
DTB17 Discover
Travel, Travel are pleasure, relaxation, discovery and exploration, getting to know other cultures.
Vacation, Vacation is a leave of absence from a regular occupation, or a specific trip or journey. Vacations are often spent with friends or family.
Holiday, Holiday is a short break at a specific place on several day


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Peer-Reviewed Publications
Found 610 resultsTitle
Adverse events associated with a large dose of intravenous lipid emulsion for suspected local anesthetic toxicity." Clin Toxicol (Phila). 2017;55(6):603-607."
Application of a Framework to Implement Trauma-Informed Care Throughout a Pediatric Health Care Network." J Contin Educ Health Prof. 2017;37(1):55-60."
Are mHealth Interventions to Improve Child Restraint System Installation of Value? A Mixed Methods Study of Parents." Int J Environ Res Public Health. 2017;14(10)."
Association of Playing High School Football With Cognition and Mental Health Later in Life." JAMA Neurol. 2017."
Automated recognition of rear seat occupants' head position using Kinect™ 3D point cloud." J Safety Res. 2017;63:135-143."
Can Adolescent Drivers' Motor Vehicle Crash Risk Be Reduced by Pre-Licensure Intervention?" J Adolesc Health. 2017."
A Comparison of Different Slicing Planes in Preservation of Major Hippocampal Pathway Fibers in the Mouse." Front Neuroanat. 2017;11:107."
Comparison of Older and Younger Novice Driver Crash Rates: Informing the Need for Extended Graduated Driver Licensing Restrictions." Accid Anal Prev. 2017;108:66-73."
Concussion Induces Hippocampal Circuitry Disruption in Swine." J. Neurotrauma. 2017;34(14):2303-2314."
Developing a Community-Wide Initiative to Address Childhood Adversity and Toxic Stress: A Case Study of The Philadelphia ACE Task Force." Academic Pediatrics. 2017;17(7):S130-S135."
Development of a Theoretically Grounded, Web-Based Intervention to Reduce Adolescent Driver Inattention." J Sch Nurs. 2017:1059840517711157."
Emotional responses to unintentional and intentional traumatic injuries among urban black men: A qualitative study." Injury. 2017."
Executive Function Capacities, Negative Driving Behaviour and Crashes in Young Drivers." Int J Environ Res Public Health. 2017;14(11):1314."
Graduated Driver Licensing for Older Novice Drivers: Critical Analysis of the Issues." Am J Prev Med. 2017."
Healthcare Barriers and Utilization Among Adolescents and Young Adults Accessing Services for Homeless and Runaway Youth." J Community Health. 2017;42(3):437-443."
Improving Primary Care Provider Practices in Youth Concussion Management." Clin Pediatr (Phila). 2017:9922817709555."
An Initial Application of a Biopsychosocial Framework to Predict Posttraumatic Stress Following Pediatric Injury." Health Psychol. 2017."
Intentional Abuse of Loperamide: Exposure Trends Reported to US Poison Control Centers, 2011-2016." Clin Toxicol (Phila). 2017;13."
Learning to Predict Driver Behavior from Observation. Stanford University: Association for the Advancement of Artificial Intelligence; 2017.
Longitudinal Study of Driver Licensing Rates Among Adolescents and Young Adults With Autism Spectrum Disorder." Autism. 2017:1362361317699586."
Motor Vehicle Crash Risk Among Adolescents and Young Adults With Attention-Deficit/Hyperactivity Disorder." JAMA Pediatr. 2017."
Parent Coping Support Interventions During Acute Pediatric Hospitalizations: A Meta-Analysis." Pediatrics. 2017."
Pathophysiology and Treatment of Memory Dysfunction After Traumatic Brain Injury." Curr Neurol Neurosci Rep. 2017;17(7):52."
Perceived support at work after critical incidents and its relation to psychological distress: a survey among prehospital providers." Emerg Med J. 2017."
Perspectives of hospital emergency department staff on trauma-informed care for injured children: An Australian and New Zealand analysis." J Paediatr Child Health. 2017;53(9):862-869."


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UNIVERSITY PARK, Pa. -- As part of a strategic plan to better control health care costs for the University and its faculty and staff, Penn State officials announced the 'Take Care of Your Health" initiative earlier this month. In preparation for 2014 Benefits Open Enrollment, the wellness-focused initiative is designed to help employees and their spouse or same-sex domestic partner (SSDP) learn about possible health risks and take proactive steps to enhance their well-being.
Each year, benefits-enrolled employees and their spouse/SSDP will need to complete the steps of the Take Care of Your Health initiative in order to avoid a $100 monthly surcharge. Comprehensive information about the initiative is available online at http://ohr.psu.edu/benefits, including frequently asked questions, a recorded presentation and links to other important information.
The initiative encourages benefits-enrolled employees to receive a biometric screening, offered free at all campus locations. In addition, benefits-enrolled employees and their spouse/SSDP must complete an online wellness profile and attest that they have had or will schedule an annual physical exam.
Since the Take Care of Your Health initiative was announced July 11, Office of Human Resources officials have noted that as of today (July 25) more than 26 percent of available biometric screening appointments have been filled and more than 2,700 individuals already have completed the wellness profile and physical exam attestations online through Highmark.com.
"This is a positive response to an initiative that was only announced one week ago. We are pleased that employees are taking the opportunity to learn about their health in these ways," said Robin Oswald, director of employee benefits. "We have offered wellness programs on a voluntary basis for almost 20 years, and the participation rate during the last 10 days has been extraordinary compared with any one program we've ever offered."
It is important to emphasize that Penn State will not have access to an individual's health records, will never ask for those records, and will not charge an employee additional fees based on the results of any medical test or physical examination. Update: Information as of Aug. 1, provided from Highmark Blue Shield about its and WebMD's Health Services programs -- including an explanation of its concerns about privacy and security -- has been posted to the Office of Human Resources' Benefits Enrollment page under the section titled "Your Confidentiality Matters."
The biometric screening, which is required for benefits-enrolled employees only, includes a fasting full lipid profile and random glucose test, collected via finger stick; weight, height and waist circumference measurement; and a blood pressure check. All of these screenings help identify potential risk factors.
"The Office of Human Resources has provided biometric screenings to all Penn State employees on a voluntary basis many times over the years. These screenings have helped numerous employees recognize a health issue. There have been times where we have encouraged employees to seek treatment immediately due to extremely high blood pressure results," said Cassandra Kitko, assistant manager of health initiatives.
The biometric screenings for the Take Care of Your Health initiative are being performed by Highmark Blue Shield's contracted vendor, Integrated Corporate Health (ICH), and must be completed by Oct. 8. At University Park, Penn State Hershey Medical Group will assist with the program and will provide each participant with a comprehensive review of their results. At other campuses, ICH staff will provide the review. Schedules for the screenings at each campus are available at http://ohr.psu.edu/benefits/benefits-enrollment.
Mobile units from Highmark also will offer employees and their spouse/SSDP opportunities at each campus for help with the completion of the wellness profile. Instructions for completing the wellness profile and certification of the annual physical exam, as well as a mobile-unit schedule, also are available at http://ohr.psu.edu/benefits/benefits-enrollment.
Highmark Blue Shield is available at 800-914-4384 from 8 a.m. to 4:30 p.m. Monday through Friday to assist employees with this initiative and technical issues.
Employees who have questions about this or any of the initiatives are encouraged to contact their human resources representatives, or to contact the Penn State Office of Human Resources at firstname.lastname@example.com or 814-865-1473.
Employees who are a part of the University's Teamsters' collective bargaining agreement will not see any health care benefit changes during the current contract term, which expires June 30, 2014.


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Christie Stevens
Wow, I'm really grateful that my girlfriends turned me onto that website. Danny's such a nice guy, and the fact that he's going to put money in my bank account every two weeks is going to be a HUGE help, especially considering I can't find a job, and my husband's working two jobs and we're still having trouble making ends meet. And I don't mind taking care of Danny. After all, I'll be able to provide for my children, and that's what's really important.
Watch Christie Stevens Get Fucked with an Enormous Cock
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