text:
Dawn Boyer
Masters in Adult Education, Training & Development (HR)
Director, Mktg, Sales, PR & HR to Gov. Clients(The company name is only visible to registered members)
- 23464 Virginia Beach
- United States
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- Wants
- Please text the Code Letters "ECA" to the phone # 21333 to help MonsterClean win the Best of the Beach (Virginia Beach) this year.
Dawn Boyer's professional experience
Apr 2009
- present
(4 years, 9 months)
(Only visible to registered members)
Apr 2009
- present
- 2007 - present
Director, Ethics Compliance & Human Resources
Chenega Advanced Solutions & Engineering, LLC, http://www.case-llc.com
Industry: Computer & Network Security, Aerospace and Defense
Dawn Boyer's education
- Sep 1985 - Dec 1989
Virginia Commonwealth University
Adult Education & Human Resources, Masters in Adult Education, Training & Development (HR)
- Sep 1981 - May 1983
Radford University
Fine Art, Bachelor of Fine Art in Graphic Advertisting & Illustration
Old Dominion University
Education, Occupational Studies & Technology, PhD
PhD (Candidate)
- Languages
- English
About Dawn Boyer
M.Ed., CDR, CIR, LSS-Green Belt
Virginia Beach, VA
• Rewrite resumes to increase the "SEO" and 'find-ability' for recruiters looking for your job skills in a format that increases your chances of ranking at the top of resume database query results from 'viewable' and 'hidden text.' (Resume "Innovator" with Black Hat coding)
SOCIAL MEDIA MANAGEMENT offerings:
• Don't know where to start with the rolling tsunami of social networking? Let me create a social network platform(s) package and enrich your profiles, so you only visit to add new content or let me manage it for you! Speciality = LinkedIn
• LINKEDIN PROFILE REVIEWS: Let an expert who has been on LinkedIn since 2004 and has advanced expertise review, analyze, and provide improvement suggestions (2 levels).
• Group Training & Development – provide training sessions on LinkedIn (small one-hour introductions to large, multiple-hour training seminars; digitally online or in-person in local Hampton Roads, VA area). Training on the use of LinkedIn to increase connections, get into the 'conversation,' accomplish recognizable levels of Subject Matter Expertise in groups where you are able to find new clients (available one-on-one or in small or large groups).
• Write your BUSINESS PLAN for optimum success, starting with your personal finances and expected business expenses and liabilities, and work your way up to a market plan that guides your efforts to a viable and profitable working business entity for MISSION ADVANTAGE.
• For small companies/businesses between 5 – 50 employees who are not yet able to hire a full-time HR manager on staff; provide auditing, instruction, human resources advice, policy and procedure writing, as well as Employee Handbooks with coverage for all employment law and liability issues to protect the business.
Specialties: OTHER SERVICES:
• Research industry salary ranges for job titles – nationally (USA)
• Research & write job descriptions
• Research & Development in-class and online education, training, and instruction
Director, Marketing, Sales, Public Relations & Human Resources to Government
Monster Clean Carpet & Upholstery Cleaning, June 2007 – Present
Virginia Beach, VA
• MonsterClean services, which specializes in steam cleaning for carpet, upholstery, tile and grout surfaces. Under marketing guidance, Monster Clean has risen to top of its class in the southeast Virginia area for services, customer service, reputation, and reliability. MonsterClean recently won the Angies' List – 2008 Carpet & Upholstery Cleaning Contractor of the year, as well as five-star ratings from Angies List™ users, Local.Yahoo™ users, Google™ local users, Norfolk CitySearch™ users, and Yellowpages.com™ users.
• Monster Clean business is so strong from repeat and referral clients it has dropped all ads in the Yellow Pages, and the customer schedule is normally packed for up to three weeks in advance while the competitors are hurting for business – even during the recent economic turndown. In working with the Dun & Bradstreet third party vendor to obtain Past Performance for the GSA schedule, survey poll results showed a 98% customer satisfaction rating. Additionally, web design techniques using organic methodology has moved Monster Clean to "Page One" ranking on Google, Yahoo, and other major search engines and local area web marketing browsers.
• Responsible for research and cold calling for marketing to GSA Contract Specialists for Federal, State, and Local levels liaison. Assists the owner in expanding marketing toward the Federal Government via the General Services Administration (GSA) for a Multiple Award Schedule solicitation as a Small Disadvantaged Business under the Service Disabled Veteran status, as a unique sole source vendor. This included meeting with Chamber of Commerce and Small Business Agency representatives to achieve the knowledge and insight to work towards the GSA award. Proposal to Solicitation expected to be submitted April 2009.
• Assists the owner with taxes, website, and accounting database (FoxPro) design. Provides Human Resources advice, consulting services, and recruiting efforts for part-time staff.
Chenega Advanced Solutions & Engineering, LLC (CASE), Norfolk, VA, 11/07 – 03/09
645 Church Street, Suite 304, Norfolk, VA 23510-1773
Ms. Boyer is responsible for Human Resources assets, staffing, training & development expenses of circa $500K annually. Responsible for transforming CASE's HR department to focus on new hire orientation, human capital investment programs, recruiting and business development, company branding, and corporate communications to customers and employees.
Acted as liaison for CASE Human Resources representative to Chenega Corporate Human Resources staff on matters relating to training, ethics, and other tasking and responsibilities including, but not limited to:
• Ethics Compliance, tracking, monitoring, training
• Communications: update of SOP's, Policies, communication templates, update of HR related web pages for EE portal
• Orientation – training modules, updates, web portal
• Process Documentation: 30+ SOP's writes and reviews/edits, updates of policies & procedures of over 180+ individual taskings ID'ed within HR department
• Drug Policy: Monitoring, policy updates
• Recruiting: Oversight, assistance, and training on tools, methods, metrics, reporting
• Business Development: assistance to and recruiting activity; proposal development
• Classification / Compensation – assurance of appropriate employee job descriptions, salaries, classifications within new hire requisitions, current employee's salaries within classification guidelines and contract parameters;
• Risk Management POC / oversight: OSHA, WC, reporting, EE notifications/postings
• Emergency Call Tree: re-established, updated, and cross-trained for updates
• Cross Training of HR staff on tasking and responsibilities
• Research: HUB Zone, HR related processes and laws
• QA: Personnel records (hard/soft); assurance of HIPPA compliance
• Simplification, design, and editing of forms to ensure faster processing
• Worked closely during 2009 realignment for HR staff to transition from the CASE HQ's in Norfolk, VA to another Chenega subsidiary, Chenega Technical Services Corporation in Alexandria, VA. She worked closely to transition processes, SOP's, and two CASE employees to physical locations and taskings. While Ms. Boyer did not transition (unable to relocate to Northern Virginia), she worked with utmost professionalism in assisting her counterpart at CTSC to absorb tasking for remaining 266 CASE employees during a business redirection.
• Convinced the Chenega Corporate office to reduce the time segments for ethics training modules, resulting in a savings of over $6.5K (based on average salary per minute for 295 employees) in non-billable hours for direct and indirect employees.
• Managed to complete actions to obtain funds from an ex-employee based on a contractual agreement that will result in payback to the company of $3K+ owed.
• Created 30+ HR SOP's, QWI's, and forms, which increased communications and efficiency, as well as created a library of processes for operational guidelines. This effort ensured ISO: 9001-2000 company standards were met for a vital June 2008 ISO external audit and recertification.
• Wrote HR related sections of proposals for Business Development bids, including writing of proposal resumes. Revised the Proposal Resume instructions, and assumed responsibility as the main conduit for evaluation resumes. The result increased the value of human asset skill, knowledge, and experience info for proposal & business development.
• Brought extensive recruiting experience to CASE, and based on metrics for 2007 post-to-hire statistics showed an average of 50-104 days to hire and increased the speed of hire for candidates to a less than 26 days-to-hire (avg.) – a 50% reduction in time-to-place. The number of hires also increased for a comparative time-period by 24% (2007 vs. 2008).
• Achieved paperwork reduction and time spent for managers' involvement in HR housekeeping functions; increased records and metric info for training and expenses. Examples are:
o Revision of the Education & Tuition Reimbursement Forms & Policies (reduction of five-page to a three-page form, reducing required info, while increasing valid info for evaluation
o Revision of Performance Evaluation Form (reducing forms from 10 to 3 pages)
o Established a training spreadsheet for employee documentation in easy-to-reach resource
• Completed a collection of CASE data for renewing the Chenega Risk Management Insurance Policy. Data collected met a tight two-week deadline for submission for the CASE IT department to use as baseline for IT equipment inventory on a go-forward basis.
• Responsible for updating the Employee Portal Web Pages related to HR, as well as updating of multiple training modules for new hires (Orientation): 1) Ethics Training Instructions; 2) Corporate Staff & Web Communications; 3) Time-Sheet Training for Employees; 4) Time-Sheet Training for Supervisors (revised Chenega's training modules for CASE specificity); 5) Intro to CASE Benefits; 6) QSM Training Module; and 7) Intro to Expense Reporting.
• Completion of Ethics Training for 305 employees within a 30-day deadline using restaurant certificate drawings for employees completing the Training with a result of 98% compliance.
• Responsible for ensuring any/all mandated training completed by new hires (Ethics & QSM/ISO)
• Trained HR staff completed for all venues, including federally mandated E-Verify regulation.
• Responsible for appropriate record housecleaning at the Corporate HQ's offices including: 1) shredding of HIPPA related documents; 2) clean-up of file-room; 3) updating of employee files, and; 4) purging of aged documents to reduce the storage foot-print; as well as 5) increasing electronic access to employee records for off-site HR staff and management inquiries.
Zel Technologies, LLC (ZelTech), Hampton, VA, 05/05 – 11/07
• As the Sr. Corporate Recruiting Manager, Managed the recruiting department; full life cycle recruiting processes; ensured all Funded & Contract Contingent requisitions posted, applicants pre-qualified, and resume packages submitted to Hiring Managers for Federal contract billets
• Worked with the Business Development Group in identifying and developing recruitment and manning needs for Contract Proposals (RFP's)
• Provided salary and other research data, as well as assessed candidate requirements including salary ranges, skill levels and ability to adapt to job requirements from SOW's.
• Directly responsible for referral and selection of candidates hired across all company divisions.
• Responsible for contract negotiation renewals for ATS and resume databases, job fairs, direct sourcing as well as to determine /assess demographics of advertising
• Acted as internal advisor to HR & Contract Manager for Compensation / Classification for policy and compensation plan structuring and updates (HR & Recruiting related: AAP, EEOC, ISO).
• Responsible for public branding to the job seeker community; targeting military and diversity community as well as managed review of applications and qualifications
• Responsible applicant communications (job duties / responsibilities, compensation / benefits, work schedules / working conditions, company / union policies, promotional opportunities, etc.)
• Managed job fair schedules – contract negotiation, cooperative advertising, premiums POC, etc.
• Supervised the oversight of the OFCCP, EEOC, and AAP documentation; as well as performed reference and background checks on applicants.
• Acted as an (Internal) HR Consultant - provided guidance and advice to HR department; provided compensation plan support, resource information; analysis & auditing
• Responsible for marketing to External Clients for Recruiting Services; managed recruiting process to solicit orders for job vacancies for specified applicants and record info about job openings to describe duties, requirements, and related data.
HR MANAGER (Corporate Specialist)
AMSEC LLC (Corp HQ's) (a LLC between SAIC and Northrop Grumman Newport News Shipbuilding), Virginia Beach, VA (Corporate Office/Virginia Beach), 01/03 – 04/05
(Subsidiary companies: Egan McAllister & Associates, PMI, M. Rosenblatt & Son, Inc., etc.)
• Managed Special Projects - legal & policy research, recruiting, retention, databases
• Managed the Performance Review and Resume Program; managed proposal resumes database.
• Wrote HR related sections for RFP / RFQ capabilities for Proposals
• Coordinator for Recruiting / Job Fair materials, POC for international media & EEOC/AAP ads
• Performed year-end analysis in regards to recruiting/budgeting for Job Fairs and resources.
• Developed forms to support internal procedures and external documentation; as well HR POC for software questions, functions, and programming issues.
AMSEC LLC (IMEG / SETS Group), 03/01 – 01/03
• HR Manager for Corporate & IMEG/SETS group for HR practices, polices, communications; for 1,350+ employees in Norfolk, Charleston, Philadelphia, Florida, etc., for Installation, Maintenance, and Engineering Group (C4I, Full Cycle Ship Maintenance, Design, Alterations & Installation)
• Managed employee relation issues for remediation.
• Responsible for research, conceptualizations, and innovative ideas for recruiting and staffing
• Supervised a staff of two+ administrators; recruiting efforts / job fairs for 50 - 100 billets (avg.)
• Consultant to management for employee relation investigations, disciplinary procedure
• Administered benefit package for standard & executive benefits, including medical, dental, vision, life, short / long-term disability, flexible spending, tuition, 401(k), and stock program.
• Coordinated strategic planning, organizing and problem solving to meet business strategic goals and objectives, while managing HR process, policy, and procedure training
• Coordinated company participation in outreach efforts and job fairs
Norfolk Warehouse Management / The Taylor Companies, 07/95 – 01/01
• Umbrella company of 8 corporations - warehousing, distribution, transportation, file management / storage, real estate management, logistics, and logistics brokering; (85+ Employees).
• Managed HR department, including recruitment; counseling; and management training
• Wrote/updated HR SOP's; and annually solicited & coordinated bids & decisions on compensation benefits; as well as coordinated employee & client parties/functions.
• Oversaw employment legal issues; audit/update personnel files, macro-programming for HR reports and divisional payroll (DTTS).
• Coordinated Workers Compensation & OSHA; consulted with lawyers on legal issues; valuable change-agent in convincing company to upgrade computer systems, software/e-mail, and internal webpage for employee portal.
• Rewrote HR documents to be more user-friendly; and computerized historic HR data & documentation. Rewrote/updated the company policy manual to reflect modern litigation issues / reduce legal ambiguities; and successfully negotiated EEOC complaints and ADA issues.
• Maintained/coordinated/updated DOT paperwork on CDL drivers for two divisions; tracked & coordinated COBRA w/ benefits; wrote employee newsletter; responsible for initiating and developing Internal Web Site for employees (benefits related),
• Responsible for the Orientation Program for New Hires, Employee Safety Committee, and Standardizing Job Specific Annual Reviews.
Metro Information Services, Inc., 12/94 - 07/95
• Privately held company {now publicly traded} with 20+ nationwide divisions; 1,200 employees.
• Worked directly for the HR Director and assisted the Director of HR in training projects, coordinate development, and standardizing company training manuals
• Wrote/edited/distributed training newsletter; designed layout/copy for nationwide ads & job fairs for technical recruiting; and conducted post-hire interviews for retention purposes
• Constructed / maintained database of 3,000+ technical course library (incl.-ordering, tracking, & billing; as well as converted 300+ WordPerfect HR documents to MS Word; designed / wrote / supplied 15+ Divisions w/ Training Certificates with documentation to database
• Responsible for tracking training; reciprocal training employment agreements; processed tuition reimbursement contracts; and designed company plaques; maintained management manuals
• Maintained and coordinated shipping of 16 laptop training computers, course manuals, & n-Views (weekly); Revised and standardized 75+ Technical Skill Interview questionnaires
Atlantic Garden Centers, Inc.; limited partnership (six Tidewater, VA locations - 01/94 - 12/94
• Worked directly for the controlling partner, managing 100 employees at peak summer sales periods and managed oversight of five stores' Assistant Office Managers.
• Responsible for recruiting seasonal staff / middle management; acting Senior Office Manager for all branches.
• Acting training coordinator for Branch Office Managers
• Marketing Coordinator for the design and editing of the weekly newspaper advertising.
Farm Fresh, Headquarters, Inc., 02/92 - 04/92
• Worked for HR Director and Security Chief of Staff.
• Rewrote a $25K training program into smaller lunch-box training blocks for communications, administration, and problem-solving.
• Researched and designed a pilferage report statistically pinpointing most likely employee pilferage dates (in general).
• Training follow-up at unique set-point dates after hire, significantly lowered employee thefts.
Virginia Beach City Schools, Va. Beach, VA, 02/91 - 05/95
• Visiting teacher for homebound students detained at home for misbehavior, illness, or pregnancy. Tutored three to five students daily during regular school sessions.
Norfolk State University, Norfolk, VA 06/91 – 09/91
• Assisted the Dean of the Physical Education department supporting office administration, as well as assisting students schedule classes during open enrollment.
Mansfield School of Business, Va. Beach, VA, 05/89 - 11/90
• General business, math, and English instructor (Subsidiary of CareerCom, Inc.).
Surrogate Mom Household Cleaning Service, 08/83 - 05/89
• Owned, operated, and managed a domestic & commercial cleaning service. Responsibilities included: bookkeeping; taxes & payroll; labor, recruiting; and marketing.
Doctor of Philosophy (Candidate), Old Dominion University, Norfolk, VA –anticipated graduation 2015; Occupational & Technical Studies, HR Training & Development
Masters Degree in Education - Virginia Commonwealth University, Richmond, VA (1989), Adult Education, HR, Training & Development, Personnel, and Staffing
Bachelors Degree in Fine Art and Graphic Illustration- Radford University, Radford, VA (1983); Graphic Advertising & Illustration, Fine Art, and Art History
• 03/09, Green Belt - Lean Six Sigma Certification
• 03/09, Government-wide Acquisition Contracts (GWAC) Overview, GSA Federal Acquisition Service, Center for Acquisition Excellence
• 11/05, Certified Diversity Recruiter, AIRS University
• 11/05, Certified Internet Recruiter, AIRS University
(240+ continuing education seminars, webinars, and other training modules since 1996)
• 04/09, COBRA Under the Economic Stimulus Legislation, Geoffrey Hemphill, Vandeventer Black LLP
• 04/09, Technology 101, Small Business Administration
• 04/09, How to Win Federal Contracts, Small Business Administration
• 03/09, Wage & Hour Liability Will Skyrocket in 2009: Practical Guide to Dealing with New Laws, a Shaky Economy, and the "Obana Effect," Reid Bowman, Esq.
• 03/09, Developing Tomorrow's Leaders: Lessons from the Federal Sector, Robert Lavigna, Partnership for Public Service & Tom Fox, Director, Annenberg Leadership Institute
• 03/09, Power up your Recognition Tool for Talent Engagement
• 03/09, How to Become a Contractor – GSA Schedules Program (SCORM)
• 03/09, Americans with Disabilities Amendments Act of 2008 and Performance and Conduct Standards Under the ADA(AA), Thomas M Lucas, Willcox & Savage, P.C.
• 03/09 – 06/2009, Studying for SHRM certification as Senior Professional Human Resources Manager (SPHR) – test scheduled for June 2009
• 03/09, Economic Imperative: Investing in Talent Innovation, Phil Newbold, CEO, Memorial Hospital & Health System, South Bend, IN
• 03/09, Best Buy's Career Site 2.0: Timothy Kutzer, Best Buy & Joshua Kahn, Accenture BPO
• 03/09, Evolution of Enterprise Social Networking: Fusing Business, Talent, and Learning, Mike Gotta, Burton Group & A.G. Lambert, Saba Software, Inc.
• 03/09, Today's Reduced Workforce = Tomorrow's Most Effective Recruiting Channel, Alumni Networks, Anne Berkowitch & Steve Kuhn, SelectMinds
• 03/09, Are You a Good Interviewer? Top 10 Interviewing Skills, Michael Blair, Embarq Corp.
• 03/09, Workplace Identity Theft and Employer Liability, Laura Millen, CITRMS, Peak Performance Group, Chesterfield, VA
• 03/09, SCHIP & Cobra: New Benefit Requirements for Employers, Gary Kushner, Kushner Co.
• 03/09, Lean Six Sigma Training & Certification, Chenega Advanced Solutions & Engineering, LLC, David Dodson, Black Belt
• 03/09, Pathway to Success, MAS Express, U.S. General Services Administration
• 02/09, Mastery Program, Certified Business-to-Government Contracting Specialist, B2G Institute
• 02/09, Creating Competitive Advantage through Enterprise WFM
• 02/09, Maintaining Brand in a Recession: How Your Talent Distinguishes the Customers
• 02/09, Selling in a Down Economy: Talent Makes the Difference
• 02/09, The 3 R's of Practical Organizational Change Management
• 02/09, Understand Your Workforce Today, So You Can Plan For Tomorrow
• 02/09, Streamlining Hiring for Single Profile, Multiple Jobs
• 02/09, Benefits and Compensation: Real-World Lessons & Best Practices
• 02/09, Achieving Strategic Compensation at Exelon
• 02/09, Turning HR Information Into HR Knowledge: Getting the Best from Data Mining
• 02/09, Best Practices For Using The Internet Within the Background Screening Process
• 02/09. Improving Your Recruitment ROI
• 02/09, Leveraging Benefits Decision Support Tools for Hard-Dollar Healthcare Savings for You and Employees
• 02/09, Workplace Conflict and Mediation Solutions, Michael E. Ornoff, Esq., sponsored by The Pinnacle Group, Virginia Beach, VA
• 02/09, Getting Your Career in Gear: Job Search Tools For a Smooth Ride
• 02/09, Hold On, You Lost Me! Using Learning Styles to Connect, 4MAT 4Business
• 02/09, Countdown to E-Verify: Instant Tools for Federal Contractors & Other Employers
• 02/09, Job Search 2.0: How to Web 2.0ize your Job Search, HR.Com
• 02/09, Immigration Visa Options: Strategically Navigate the H-1B Visa Application Process, Work Authorization Options for Foreign Workers, HR.Com
• 01/09, McNamara-O'Hara Service Contract Act, Dion Kohler, Jackson Lewis, LLP
• 01/09, Achieving Sustainable Returns on Your Workforce Management Investment in a Challenging Economy, HR.Com
• 01/09, The New I9, Stuart Brock, Womble Carlyle Sandridge & Rice, PLLC
• 01/09, Achieving Sustainable Returns On Your Workforce Management Investment In A Challenging Economy, SD Retail Consulting & Stromberg, A Paychex Company
• 01/09, Security Contract (SCA) Training, Chenega Compliance Department
• 01/09, Incorporating CPR into your Workforce, SHRM sponsored,
• 12/08, Employee Free Choice Act (review of legislation), Labor & Employment Law Seminar, Wilcox & Savage, PC
• 11/08, Employee Engagement & Performance Management Systems, Targeting Development & Growth, Goodman & Company, Norfolk, VA
• 09/08, Combating Human Trafficking in Person's Awareness Training, Basic Module, Department of Defense
• 07/08, Supervisor/Employee Training, Alcohol & Drug Recognition Training
• 07/08, Supervisor/Employee Training, Drug Training
• 07/08, Supervisor/Employee Training, Employee Training
• 07/08, Supervisor/Employee Training, Alcohol Training
• 05/08, Labor & Employment Law Seminar, Wilcox & Savage, PC
• 03/08, Business Development Workshop, Advantage Consulting
• 12/07, Ethics Compliance and Training, ELT, Chenega Corporation
• 11/07, Are We Facing Corporate Amnesia? The Impending Exodus of the Baby Boom Generation
• 11/07, Official Rules for Hiring Passive Candidates
• 11/07, Biometrics in Background Screening: What's New for 2008
• 11/07, Managing Human Capital Risks and Opportunities in Mergers and Acquisitions
• 11/07, Make the Call! Telephone Sourcing Best Practices
• 11/07, The Twain Shall Meet: The Human & Financial Sides of Capital
• 11/07, Competency Management - The Link Between Talent Management and Optimum Business Results
• 10/07, Applicant Tracking System with Job Fit Assessments -- Simple, Effective and Inexpensive
• 10/07, Starting From Scratch: Selecting and Staffing a New Customer Contact Center
• 10/07, How Leadership Development Engages and Retains Talent
• 10/07, Defining a Reporting Strategy: Hands-on Approach for Getting Results, Korn/Ferry Intl., and The Newman Group
• 10/07, Targeting Candidates in a Specific Demographic: You Won't Attract What You Don't Understand, MGM Mirage & Collier Management Services, Inc.
• 10/07, Internal Talent Pool: Accelerating Your Pipeline – T. Rowe Price Associates
• 10/07, Recruit, Retain, Rejoice: Market Jobs for Long Term – Jobs in Vermont
• 10/07, Creating & Managing through Global Performance Metrics: Nike / Kelly Services
• 10/07, Targeted Development for Improved Business Execution: Vangent, Inc., and Ace Hardware Corporation
• 10/07, Determining Job Market Rates: Tips and Approaches to Tough-to-Match Jobs, HCR Software Solutions, Judy Canavan
• 10/07, Driving Business Value: Next Generation Human Resources, Hewitt Associates
• 10/07, Creating Accountability, Leadership IQ & Michael Murphy
• 10/07, Art of the Recruiting Masters (Intro), Doug Beabout
• 10/07, Recruiting Programs: Measuring ROI, Lorman Educational Services
• 10/07, Breaking the Barriers: Make Diverse Leadership a Reality, Epic Consulting Group
• 10/07, Enhance Your Online Presence to Attract Top Quality Talent, Cytiva
• 10/07, Strategic Long-View Systems for a Talent Pipeline, The Manager's Mentors, Inc.
• 10/07, Recruiting Best Practices: Recruiting is a Competitive Advantage, Forrester Research & ZoomInfo
• 09/07, Sourcing: Understanding Tactics Used by Successful Job Seekers, Monster.com
• 09/07, Knowledge Retention, Building/Securing Organizational Brain Trust in an Age of Brain Drain, Monster Intelligence/Monster Worldwide
• 09/07, Employer Talent Networks on Facebook: Jobster
• 09/07, Is There a Doctor in the House? Diagnosing Your Recruiting Process, Adecco
• 09/07, New Technology to Revolutionize the Way You Source Resumes, AIRS
• 09/07, Improving the Employee Experience, Integrated Talent Management, Real Models That Work; Envwisen & Hershey Entertainment and Resorts
• 09/07, Is the Leadership Gap on Your Radar Screen? It Had Better Be!, Authoria
• 09/07, Raising the Bar for Corporate Recruiting, Adler Group
• 08/07, Integrated Talent Management: Real Models That Work, Watson Wyatt
• 08/07, The Past, Present, and Future of Variable Pay, Hewitt Associates
• 08/07, One Great Recruiter is Worth 100 Good Recruiters, AIRS
• 08/07, Private Label Recruiting Events: Using Career Fairs in High-Volume Hiring, Center for Employment Management
• 08/07, Student's Eye View: College Recruitment Exp., MonsterTRAK
• 08/07, What is a Talent Pipeline?, Execuquest
• 08/07, Employment Branding, The Candidate Experience, Previso
• 07/07, Best New Ideas in Internet Sourcing: AIRS University
• 06/07, Job Posting Compliance: Past & Possible Future, First Advantage Recruiting Solutions / NaviSite
• 06/07, Transforming Managers into Talent Leaders, Paradigm Learning
• 06/07, Beyond Design to Implementation: Managing in the Trenches, Hay Group
• 06/07, Next Generation Candidate Portal, Taleo, HCI
• 06/07, Taking Charge of Your HR Career, DBM Mountain District, HCI
• 06/07, Sourcing and Recruiting 2007: Trends, Challenges, and Insights, AIRS and The Newman Group
• 06/07, Talent Management to Achieve Greatest Business Impact, Bersin & Assoc and Cornerstone on Demand, HCI
• 06/07, Total Rewards Priorities To Attract & Retain Your Talent, Deloitte Services, HCI
• 06/07, Absence Management: How to Leverage Best Practices, Axium, HCI
• 05/07, Maximizing Your Return on People: Embracing Organizational Competencies, McBassi & Company, HCI
• 05/07, Attracting & Retaining Employees, Deloitte Services, HCI
• 05/07, Workforce Planning During Mergers, IBM Global Business Services, HCI
• 05/07, Differentiation – First Step in Employer Branding, Bausch & Lomb, HCI
• 05/07, Getting the Right Mix: The Palette of Assessments, PreVisor & Embarq
• 05/07, Employer Branding, Communicating the Value of the Employee Experience, Monster.com & NAS Recruitment Communications
• 05/07, Using the Right Tools for the Right Workforce, Deploy Solutions & Monster.com
• 05/07, Executing Change Through Engaged Talent, Center for Talent Retention (HCI)
• 05/07, State and Federal Laws Affecting Background Checks, LexisNexis & Littler
• 05/07, Drive for Talent: High Volume Hiring, CarQuest &, HCI
• 05/07, HR That Means Business: Focusing on Value Creation, HCI
• 05/07, Reporting on Human Capital: What the Fortune 100 Tells Wall Street About Intangible, HCI
• 04/07, Taming the Paper Tiger, Talent Management
• 04/07, Talent for the 21st Century: Who Thrives & Who Survives, Sophia Associates & Simulations International
• 04/07, Agility Meets Efficiency in Workforce Management, Aberdeen Group
• 04/07, Building an Integrated Talent Management Roadmap for Competitive Success, Newman Group & Yahoo
• 04/07, Credentials as a Talent Management & Development Strategy, HCI
• 03/07, Agility Meets Efficiency in Workforce Management, Aberdeen Group
• 03/07, Talent Hubs, The Latest Sourcing Idea, The Adler Group
• 03/07, 2007 Search Strategies – A Report from the Field, HCI
• 03/07, Controls, Policies, and Procedures, OCEG
• 03/07, Leading a Multi-Gen. Workforce, Monster.com, AARP & Claire Raines Assoc.
• 03/07, Sources of Hire, Career XRoads
• 03/07, Business Intelligence (BI) for Workforce Management, HCI& Axium Group, Workbrain & Kronos
• 02/07, You're an Employer of Choice – Now What?, HCI
• 02/07, Talent Development: Career Transition Management – Strategic HR Coaching: Successfully Advising Your Organization's Leaders, HCI
• 02/07, The Next Generation Resume, HCI
• 02/07, Best in Class Approaches to Employee Performance Management, HCI
• 02/07, Measuring Quality of Hire: You Can't Improve What You Can't Measure, HCI
• 02/07, Why Quality of Hire is Important, Taleo
• 02/07, Diamonds in Rough: Manager Accountability to Develop Tomorrow's Talent, HCI
• 01/07, From Talent Pipeline to Talent Productivity: Seamless Onboarding, HCI
• 01/07, Innovative Talent Solutions for an Aging Workforce, HCI
• 01/07, Winning the Global Talent War: Retention Strategies in Keeping Your Critical Talent, HCI
• 01/07, Getting the Word Out: Maximizing Your Employee Referral Program, HCI
• 12/06, Hiring Rules! Are you playing the Hiring Game to Win? The Adler Group
• 12/06, Employing Enterprise Workforce Management to Eliminate Compliance Risk, Axsium Group, Kronos, Inc., Cox Communications, Workbrain, Inc, by, HCI
• 12/06, Workforce Planning Metrics – Dream or Reality? Aruspex
• 12/06, Find Top Tech Talent, AIRS, Dice, HCI
• 11/06, FASB (Financial Accounting Standards Board) and Human Capital Reporting: Treating Human Capital as an Asset, ProOrbis, LLC
• 11/06, To Avoid "The Amazing Shrinking Global Talent Pool" – Build Your Own, HCI
• 11/06, How to Close Every Deal, The Adler Group
• 11/06, Innovation Through Relationship Marketing: Candidate Care, HCI
• 11/06, Quantifying Quality of Hire: Competency Based Hiring, Workstream Product Marketing
• 11/06, Employee Motivation, Compensation Program Effectiveness, HCI
• 11/06, Best of the Best in Employee Referrals, HCI
• 10/06, Strategic Recruiting: How to Win the Talent War, Jack Phillips, Ph.D.
• 10/06, Automated Performance Management: Key to Productivity & Profit, Shutterfly
• 10/06, Candidate Experience: Black Hole or North Star? Hireability & CareerXRoads
• 10/06, Getting Off the Ground with New Employees, HCI
• 10/06, Strategic Job Families, MindSolve Technologies & Palladium
• 10/06, Courting the Candidate, HCI
• 10/06, Focusing Your Talent Management through Strategic Job Families, Mindsolve
• 10/06, The Secrets of Recruiting, Goodman & Company
• 10/06, First Things First, Getting off the Ground with New Employees, HCI
• 10/06, Why Assessments Work, PAN &, HCI
• 10/06, Accelerating Performance of High Potential Leaders, HCI
• 10/06, Closing Starts at Opening, Adler Concepts
• 10/06, Turning Over Recruiting Reigns: When is Outsourcing the Right Source?, HCI
• 10/06, Strategic Recruiting: How to Win the Talent War and Show the Lessons, HCI
• 10/06, The Candidate Experience: Black Hole or North Star, HCI
• 10/06, Workforce Planning: IV, HCI
• 10/06, Beyond Job Boards: The New Age of Recruitment Advertising, HCI
• 10/06, Enterprise Workforce Management: Implementation Best Practices, HCI
• 10/06, Employee Self Service for Small & Medium Sized Businesses, HCI
• 09/06, State of Recruiting Revealed: Challenges Survey, The Adler Group
• 09/06, Anticipating Business Change within a Pay for Performance Strategy, WorkStream
• 09/06, Stop Competing on Price, Adler Concepts
• 09/06, 2006 Recruiting & Hiring Challenges Overview, Adler Concepts
• 09/06, How to use ZOOM for more Names, Adler Concepts
• 09/06, Global Recruiting, Plan the Work & Work the Plan, HCI
• 09/06, Finding Top Talent, AIRS & DICE
• 09/06, Teamwork Provides Catalyst to Integrate Learning & Performance, SABA, HCI
• 09/06, Innovation through Interaction: Virtual Career Fairs, HCI
• 09/06, Global Talent Management, HCI
• 09/06, Find Top Tech Talent, AIRS & Dice, Webinar
• 09/06, Teamwork Provides Catalyst to Integrate Learning and Performance, Saba
• 09/06, Sales Prowess for Top Performing Recruiters, Zoom Info Webinar / HireAbility
• 08/06, Performance Based Hiring for Managers, The Adler Group
• 08/06, Values and Benefits of an HRMS in Small & Medium Sized Businesses, HCI
• 08/06, The Right People Every Time: Performance Based Hiring: Adler Group
• 08/06, The Secrets of Less Active Sourcing, Adler Group
• 08/06, Implementing a Successful Competency Model, HCI
• 08/06, Republic of Google - Are You a Citizen?, HCI
• 07/06, Developing a Proactive Diversity Pipeline, Adler Group
• 07/06, Best Practices in Employee Selection - How Toyota Created a World-Class Workforce, Workforce Management
• 06/06, Guerilla Recruiting: A Weapon in the War for Talent, sponsored by Kronos, Workforce Management
• 06/06, Break through the Clutter: E-mail Techniques that Command Candidates Attention, HCI
• 06/06, Implementing Talent Investment Metrics: Getting Operations and Finance Onboard, HCI
• 06/06, Talent Segmentation within Workforce Planning, HCI
• 06/06, OFCCP Compliance, AIRS
• 06/06, Art & Science of Recruiting Techniques for Small & Medium Businesses, via, HCI
• 06/06, Supercharging Your Employee Referral Program; Dr. John Sullivan & Associates, AIRS
• 06/06. Building a Winning Team with Employee Performance Management, MindSolve Technologies, via, HCI
• 06/06, Performance Based Hiring: How to Become a Partner with Your Hiring Managers, Adler Group
• 06/06, Evolving the Recruiter Role -- The Next Generation is...Now, HCI
• 06/06, The Future of the Online Recruiting Industry, Charlene Li, Principal Analyst, Forrester Research, Zoom Info
• 05/06, Demographics and Retirement: Scenario and Workforce Planning, HCI& IBM Corporation
• 05/06, Search Lab 3.0, Find One, Find Them All: Airs University; Training for Certified Internet Recruiter
• 05/06, Business and Workforce Intelligence: Improved Decision-Making for Competitive Advantage, HCI
• 05/06, Performance Management: The Impact of Technology, Oracle, HCI& David Creelman, Creelman Research
• 05/06, Art & Science of Recruiting Technology Options for Small & Medium Businesses, HCI
• 05/06, Innovation through Sourcing: What's Next for On-line Job Posting?, Bernard Hodes Group /, HCI
• 04/06, Understanding and Managing OFCCP Compliance, AIRS
• 04/06, External Database Searches Under the New OFCCP "Internet Applicant" Regulations, Morgan Lewis via Airs University
• 11/05, Performance Based Interviewing Training, AIRS
• 11/05, What Federal Contractors Need to Know About the Labor Department's New Definition of 'Internet Applicant', by David Fortney, Esq., Fortney & Scott, LLC, SHRM
• 11/05, Hire Right or Manage Hard: Recruiting as a Competitive Advantage, ZoomInfo
• 10/05, Certified Diversity Recruiter Training, AIRS, International, HR.com
• 10/05, Finding Diversity Candidates Training, AIRS, International, HR.com
• 10/05, Working with Multicultural Teams, SHRM Hampton Roads Chapter
• 10/05, Hiring a World-Class Workforce - Lessons from Toyota, sponsored by Select International, HR.com
• 09/05, Hampton Roads State of the Workforce, Opportunity, Inc.
• 03/05, ISO 9000:2001, Auditor Training
• 12/04, Oral Proposal Training (AMSEC LLC - Proposals/Production Dept)
• 12/04, Proposal Training – Quick Response Proposal Development (AMSEC LLC - Proposals/Production Dept)
• 11/04, Proposal Production (AMSEC LLC - Proposals/Production Dept)
• 08/04, Proposal Writing, Employee Resumes (AMSEC LLC - Proposals/Production Dept)
• 05/04, So Who Is an Applicant Anyway? Sinclair Consulting, Inc. (SHRM)
• 04/04, Executive Compensation, Fair Pay Overtime Rules, United States Department of Labor
• 04/04, Professional Exemptions, Fair Pay Overtime Rules, United States Department of Labor
• 04/04, Administrative Exemptions, Fair Pay Overtime Rules, United States Department of Labor
• 04/04, Salary Requirements, Fair Pay Overtime Rules, United States Department of Labor
• 04/04, Understanding the New FLSA (Fair Labor Standard Act), (SHRM)
• 04/04, Human Resources Planning & Analysis, SAIC/Skillport Training
• 03/04, Record Retention Rulebook – Recordkeeping Requirements, Ceridian HR Outsourcing
• 01/04 – 02/04, Writing Your Novel, Writer's Digest School (Certificate)
• 01/04, Getting Started in Writing, Writer's Digest School (Certificate)
• 01/04, VISIO Software for Flow-Charting, OTJ
• 2002, Critical Issues Under the Fair Labor Standards Act (Audio Conference) Progressive Business Conferences, Malvern, PA
• 2001, Resumix Applicant Tracking System, SAIC Inc., Virginia Beach, VA
• 2001 – 2003, EON Academy, Stock Training Courses, SAIC Inc. (Telecon.)
• 03/2001 & 02/2003, Ethics Training, SAIC, Inc.
• 2001, Strategies for Effective Recordkeeping in Virginia Seminar, Lorman Education Services, Norfolk, VA
• 2001, United States EEOC Commission: Seminar: Update on EEOC Labor Law
• 1997, Certificate: Professional Human Resource Management, Old Dominion University (College of Business and Public Administration) with Society of Human Resource Managers
• 1997, Clark & Stant, P.C., Norfolk, VA: Seminar: Annual Labor & Employment Law Update
• 1997, Now Care Health & Safety: Certificate: Supervisor's Training for Suspicion of Drug and Alcohol Abuse (DOT standards)
• 1996 – 2001, Kaufman & Canoles, P.C., Norfolk, VA: 1) Seminar: 12th Annual Employment Law Update (1996); 2) Seminar: Fire Me, I'll Sue! - Minimizing Your Organization's Risk (1997); 3) Seminar: 18th Annual Employment Law Update (2000)
• 1996, Wilcox & Savage, P.C.; Seminar: The 2nd Annual Labor Relations & Employee Benefits
• AFCEA Corporate membership
• American Society for Training & Development (National / SEVA member)
• Beta Sigma Phi National and local member
• FaceBook: http://profile/to/dawnboyer/
• Faith Popcorn's Talent Bank: http://www.faithpopcorn.com/
• FriendFeed: http://friendfeed.com/dawnboyer
• Google Profile: http://www.google.com/profiles/DawnBoyerinVaBeachVA
• HR.com http://hr.com/members/Dawn.Boyer
• Ki-Work: http://ki-work.com/ki-profile/dawnboyer
• LinkedIn: http://www.linkedin.com/in/dawnboyer
• MySpace: http://www.myspace.com/dawn_d_boyer
• NAACP Member since 2005
• Networkers United Worldwide: http://nuworldwide.com
• National Contract Management Association (national member)
• PeerPower: http://peerpower.com/pub/Dawn.Boyer
• RecruiterEarth: http://recruiterearth.com/profile/DawnBoyer
• RYZE: http://www.ryze.com/go/DawnBoyer
• SHRM Society for Human Resources Managers (local & national)
• TalentBar: http://www.talenbar.com/profile/DawnBoyer
• TASC-TGIC (Tidewater Government Industry Council)
• Toastmasters (past President, Secretary, and Treasurer)
• UNYK: http://www.unyk.com/en/id/119011455
• Volunteer Hampton Roads: http://www.volunteer.org
• Xing: http://www.xing.com/profile/Dawn_Boyer4
Technical Manuals / Business Articles / Business Awards
2007 – 2009 • 30+ SOP's, Forms, and ISO 9000:2001 HR related policies for Chenega Advanced Solutions & Engineering, QSM ISO 9001-2000
2003 • Does Your Resume Give Identity Thieves a Roadmap? (Jet Observer, 11/20/03, The Casemate, 11/21/03, The Wheel, 12/04/03, The News Virginian, 12/12/03)
2000 Chamber of Commerce (Hampton Roads) Small Business of the Year Award (2000) for Taylor Document Management Company (Winner - First Place Award, Small Business of the Year for Norfolk and Hampton Roads Region)
1998 • National Association of Women in Business (NAWBO) for NWC Holding Company (First Place Award for Best Female Career-Oriented Company)
1995-2000 • Standard Operational Procedures for Human Resources Department – Norfolk Warehouse Management, Inc. (2 volume set)
1999 • Safety Manual for Norfolk Warehouse Management, Inc.
2000 • Guard Manual for The Taylor Companies
1995-2001 • Miscellaneous Technical Manuals & SOPs for The Taylor Companies
Non-Fiction / Historic & Genealogy Research
The following genealogy works are published and distributed by the Carteret County Historical and Genealogy Society of Morehead City, Carteret County, North Carolina. Currently working on updates of 20+ lineages (2009).
2000 • A History of the Taylor Family of Sea Level, Carteret County, North Carolina (Volume One—History)
2000 • A History of the Taylor Family of Sea Level, Carteret County, North Carolina (Volume Two—Lineage)
2000 • The Bell Family of Carteret County, North Carolina (Lineage)
2000 • The Ephraim Chadwick Family of Carteret County, North Carolina (Lineage)
2000 • The Frances Pigott Family of Carteret County, North Carolina (Lineage)
2000 • The Fulcher Family of Carteret County, North Carolina (Lineage)
2000 • The John Arthur Family of Carteret County, North Carolina (Lineage)
2000 • The Kitrell Mundine Family of Carteret County, North Carolina (Lineage)
2000 • The Nelson Family of Carteret County, North Carolina (Lineage)
2000 • The Styron Family of Carteret County, North Carolina (Lineage)
2000 • The Thomas Lewis, Sr. Family of Carteret County, North Carolina (Lineage)
2000 • The William Richard Whitehurst Family of Carteret County, North Carolina (Lineage)
06/97 • The Old Wino's Triumph, Richmond, The Metropolitan Monthly (under pseudonym Joyce Hensley Boyer) – 2nd Place Contest Winner, Story Writing.
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G-Dragon finally did it. He has more album sales than Super Junior! (Sidenote: ELF is the official fanclub name for Super Junior).
At the time when G-Dragon was suffering along with his YG Entertainment staff members, good news came to them. They reached 116,270 in album sales. Super Junior's "Sorry, Sorry" album was able to get 116,131 album sales. Wow. The next two in the list was SNSD's Genie and SNSD's Gee, followed by 2NE1.
I don't know if this is the TOTAL sales, because I read SNSD reached over the 100,000 total sales. However, the fact that fans still liked and bought his music despite the plagiarism accusations shows that they have faith in G-Dragon. Hopefully, this will boost G-Dragon's spirits and help YG to make more music. The reason why I like G-Dragon is that he tries to bring American music into Korea. The idea of two different countries' music being mixed into one by G-Dragon is very admirable.
However, if you think 100,000 sales is almost impossible, DBSK did the impossible. 300,000 fans preordered the Mirotic CD when it came out an year ago. Their sales in total were over 500,000! No surprise, it's not a big deal and that's not a lot…since they have over 800,000 fans registered in their official fanclub!
Congratulations to all groups that made it in the top 5 highest album sales!

subset: commoncrawl


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Home Tags
Tags: Priesthood, Sacraments, Holy Mass, calling
March 28, 1925: Priest of Jesus Christ
In the fifth week of Lent, on the Saturday before Passion Sunday, March 28, 1925, Bishop Miguel de los Santos Diaz Gómara, Bishop of Tagora, conferred priestly ordination on Josemaria Escriva in the Church of the Royal Seminary of San Carlos, Saragossa. Another nine deacons [...]Tags: Priesthood, Sacraments, Holy Mass, calling
Tags: Love of God, Beauty, Eucharist, Faith, Pope, Sacraments, Interior life
Letter to the faithful of the Prelature and cooperators of Opus Dei
Rome, 3 April 2005 May Jesus watch over my daughters and sons for me! My dearest children: We were already preparing for the painful event of the death of our much-loved Pope John Paul II, who, yet more frequently in these last years and months, offered the [...]Tags: Love of God, Beauty, Eucharist, Faith, Pope, Sacraments, Interior life
Tags: Eucharist, Priesthood, Sacraments
Priestly Holiness and Ministry: Priests that Love the Mass
A priest's worth can be measured by the way he lives his Mass.--St Josemaria When I was a young man serving Mass at my local parish, I was struck by one particular priest who was resident in the parish. He was a veteran of the [...]Tags: Eucharist, Priesthood, Sacraments
Tags: Eucharist, Jesus Christ, Sacraments
Eucharist: Sanctity and Salvation
As regards personal sanctification, Saint Josemaría did not hesitate to state that the Eucharist is the centre and root of the spiritual life, as the Second Vatican Council would later repeat. In his lifetime, Saint Josemaría encouraged hundreds of thousands of men and women to [...]Tags: Eucharist, Jesus Christ, Sacraments
Tags: Priesthood, Sacraments, Following Christ
Priestly Fraternity in the Life of Josemaría Escrivá
Bishop Javier Echevarria, who worked with St Josemaria for many years and is now the prelate of Opus Dei, explains how St Josemaria saw the priesthood and taught others to see it a life of unity and fraternity in close identification with Christ. Above [...]Tags: Priesthood, Sacraments, Following Christ
Tags: The Way, Citizenship, Contemplation, Faith, Jesus Christ, Prayer, Sacraments, Supernatural outlook, Vocation
God's instrument for the Work
The life of the founder of Opus Dei was the most eloquent application of his message. The lesson of every saint becomes explicit in the coherence between his life, his preaching and his writings. Saint Josemaría spoke of "the mute eloquence" of works: "Love [...]Tags: The Way, Citizenship, Contemplation, Faith, Jesus Christ, Prayer, Sacraments, Supernatural outlook, Vocation


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"I think when you are the parents of a gifted athlete, the best thing in the world you can do is to encourage them, in my opinion. My dad didn't push me and I didn't push my children in athletics."
Author details
Related authors
Other Bob Lilly Quotes
I think Jim Taylor was very underrated, never hear much about him. We played Green Bay every year in exhibition, and generally we played them every couple of years in regular season. And I always thought he was a fierce competitor.
Bob Lilly
57% of people like this quote
Some of the money going to the rookies can now be spent on people who have proved their worth. After all, the average playing life of a pro football player is about eight years and it is only fitting that the veterans get something for their efforts.
Bob Lilly
55% of people like this quote
Today, free agency takes away a lot of your heroes, they go somewhere else. Some of them don't but a lot of them do-take the higher offer to go somewhere else. And, it turns the fans off because they get attached to the players.
Bob Lilly
49% of people like this quote


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Embroidery Available
When you add this item to your shopping cart, you may choose to have the item embroidered.
Click the "Add to Cart w/ Embroidery" button to the right to preview embroidery options and colors.
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Can be worn alone or used for layering
Carhartt ® has developed the perfect layering shirt. This 9-oz. 100% cotton canvas shirt is lined with 4-oz. cotton flannel. Both are prewashed for softness and to prevent shrinkage. All main seams are triple-needle stitched for added durability. Two chest pockets are reinforced with rivets. Work fit design gives you better range of motion. Seven-snap front and snap cuffs. Imported. Specify color: black, brown, dark brown, midnight blue or moss; and Men's neck size: Regular M (15 - 15-1/2), L (16 - 16-1/2), XL (17 - 17-1/2) or 2XL (18 - 18-1/2) and Tall L-2XL.
NOTE: Add $4 for all talls.
See sizing chart
2013 Master Catalog: Page 167
(based on 6 reviews)
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it cooling off outside
By captnterry
from smith station al
About Me Casual Dresser
See all my reviews
Comments about Carhartt S296 Canvas Shirt Jac:
all Carhartt stuff it top quality
Carhartt makes good reliable clothing
By Safety Jim
from Burgettstown, Pa.
Good product
This is the thrid Jac Shirt I own
By Wilmer
from Lewisburg, PA
About Me Classic Dresser
Service by Gemplers is excellent
shirt jacket
By bud
from wisconsin
had one previously that was great. it was discontinued. new version poor fir much too long collar doesn't feel right.
Exelent shirt jac XL size
By Sky
from Gainesville, GA
Good jacket, size runs large, returned for Large


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Sunday, March 4, 2012
Sewing Machine Dust Cover
With my new studio coming together nicely I decided to get a little ahead of myself and started making some decor items for my studio. I thought you might like to make one as well so I turned it into a video tutorial- How to make a sewing machine cover.
It's a quick and easy project that uses fabric, Pellon fusible fleece (or batting... or felt...) and some thread. That's it! I'll show you how to make the side block panels which are a lot easier than you may think!
You can embellish your cover any way you want... applique, free motion quilting... or carve out a whole at the top for the handle... or even include a pocket to carry your foot pedal in. The possibilities are really endless and I hope you'll give it a try.
If you do make one remember to upload your pictures to my Facebook page. I just love seeing all your creations!
14 comments:
Nicely done, Vanessa! I´m just looking at my machine, covered in her ugly plastic cover, that came with the machine years ago. Thanks for the tutorial, maybe I finally will make one now :)
ReplyDeleteHola Vanessa, just I started making the cover, but then I noticed I didn't have that batting. The only one I had is the one that needs cover both sides with fabric... I have tons of felt. The fabric I am using for the main body is wool. Why it needs batting? Is it for more body ? Could I forget the batting or use another? Gracias!!!
ReplyDeleteRepliesThe batting is just to add some body to it. You could use felt for the same purpose or if the wool is thock enough you could probably do without a second layer. It's just a matter of preference. Have fun!
DeleteThanks Vanessa... you are great! I am not sure if I know how to put a double layer... I am going to check out some of your quilt tutorial, then I will try it (hope this night ;-)) I will show you the final ;-)) Thank you Vanessa!!!
DeleteHello Vanessa!!
Here my cover...! many thanks! http://goo.gl/au2LyOMG How fun are you! This is the first time I have ever seen you and I think you are just wonderful. I have been sewing since I was a young girl and have always loved it. I was looking for a site to recommend to a younger woman who wants to learn about sewing. I came across your tutorials and love them. When you said to put pretty sides together I almost feel out of my chair laughing. Just never heard it put that way and you are right...you make this so easy for those wanting to learn to sew. Thanks so much.
DeleteThanks so much! Yes, I always say pretty sides and ugly sides when referring to fabric. I always find it helps my beginner students understand it a little better and makes it less confusing. Glad you found me! Happy sewing!
I am sure you have a great fan following out there.
sewing machine reviewsThanks Vanessa for the wonderful tutorial. I have made one and you can see it here:
I am a viewer of your videos in youtube and I am trying to make quilt blocks and I will show u when I make one. Thanks for your effort for putting up the videos. I was very useful for a home maker like me to spend my leisure time more useful with great satisfaction each day. Thanks.


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For decades one of the world's great collections of ancient religious manuscripts lay slumbering, relatively forgotten, down a quiet leafy avenue in a wealthy residential neighborhood here. It opened to the public with great fanfare in 1957 as the Chester Beatty Library, but in recent years it had become an unappreciated hidden treasure. Only dedicated students and diligent tourists ventured in to see its delicate Egyptian papyri and its beautiful illuminated Korans. On dismal winter days perhaps one or two visitors came through the doors.
That is, until two years ago, when the library moved and reopened on the grounds of Dublin Castle, in the heart of the city. Visits went from around 5,000 to nearly 80,000 a year. The library rigorously reinvented itself for its new home, in a renovated 18th-century clock tower building, and did such a creative job that last month it won the European Museum of the Year Award. The library overcame competition from new or renovated museums in 21 other countries across the continent, based on the architecture of the new building, the display of the holdings and success in attracting more visitors.


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The Small Faces were one of the most influential rock groups of the 1960s. This first official documentary film features 27 complete performances filmed between 1965 and 1968, including nine songs from their legendary masterpiece "Ogden's Nut Gone Flake." Archival interviews with Steve Marriott and Ronnie Lane, along with new interviews with Ian McLagan and Kenney Jones, tell the fascinating story of this underappreciated yet groundbreaking group, who were finally inducted into the Rock and Roll Hall of Fame in 2012. Panel discussion between films with producers David Peck, Tom Gulotta, Phil Galloway and Rob Bowman and music historian Bart Mendoza.
Don't miss the rare opportunity to see this unreleased documentary! Featuring 20 full-length performances, including the Pretty Things' historic, riot-inducing R&B period; their highly influential, rock-opera/psychedelic "SF Sorrow" period; and their proto-heavy metal "Parachute" period. Between songs are new interviews with the original band members (Phil May, Dick Taylor, John Stax, Skip Alan, Wally Waller and Jon Povey) who tell stories and recount the fascinating, tumultuous and controversial history of the band. The only documentary ever to focus on the Pretty Things, one of the most significant yet unsung rock groups in history.
Lost for 50 years, these newly discovered concerts were filmed at the 1961 Antibes Jazz Festival in France and present Ray Charles in his prime with the original Raelettes and his legendary band (including David "Fathead" Newman and Hank Crawford.) These debut performances in Europe opened the door for Ray Charles to become one o...f America's most revered international stars. Produced by the Grammy-nominated filmmakers at Reelin' in the Years Productions (and distributed by Eagle Rock Entertainment), this concert is taken from original 16mm films that have been newly transferred and digitally restored. The films have been kept securely over this long period at Ina (the archives of the French Public TV and Radio) whose collection tops up to nearly half a million hours of digitized TV content of all kinds. "Seeing and hearing Ray perform so brilliantly 50 years ago in France is an inspiration and reminds us just how gifted this man was and what an amazing and special talent he had. This film is a fantastic way for us to continue to celebrate Ray Charles and his beautiful legacy." - Jamie Foxx
more info
General Admission$11.00(unless otherwise noted)
Cinematheque Members $7.00
Seniors 65+ andStudents with valid ID $9.00
Ticket Order Form Download


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High Flying Action
UPDATED 3:38 PM EST Feb 12, 2013
The Nuclear Cowboyz bring their unique brand of high-flying freestyle motocross excitement to the Tampa Bay Times Forum, February 15th through the 17th!
And MOR has YOUR chance to win a VIP Ultimate Fan Experience PLUS a fifteen-hundred dollar Gift Card for RNR Custom Wheels & Performance Tires!
From February 4th - February 14th watch Family Guy on MOR, from six to seven. Look for the clue!
Then text it to the short code or
Daily winners get a pair of tickets to the show!


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Students who study at USQ Springfield will enter a supportive environment dedicated to learning, as well as have access to a range of supportive services and facilities.
USQ Springfield has its own dedicated library to provide you with all the resources, including thousands of online books and journals. Also don't forget to take advantage of the research assistance which our library staff can help you with.
If you need a quiet place to study or space to complete a group project, the Library has a computer lab, a number of group study rooms and places for you.
Several computer labs are open for students, including one 24/7. The labs provide students access to Windows and Mac computers, scanners and printers.
USQ's wireless local area network is available to students throughout the USQ Springfield campus. Internet quota restrictions do apply.
In need of a bite to eat after a hard study session? The Central Tavern will be able to help out with a variety of hot and cold foods available during the day and into the evening. The Central Tavern is also licensed with a bar serving your favourite drinks.
Wander over to Robelle Domian and enjoy a relaxing bite to eat in the Robelle Cafe. The Orion Springfield Town Centre also has a variety of cafe, restaurant and food court options.
Student kitchenettes and common rooms are also available.
If you are finding studying a challenge or achieving your work/life/study balance difficult, USQ has a number of free services and professional staff to help you out:
It's not all work and no play, with regular social and sporting events ranging from toga parties to billy cart races held on-campus. The clubs and societies are also a great way to meet new friends. Take a look at some of our recent social events in the photo tour.
The Student Guild can also help you with professional development, legal assistance and other academic and personal matters.
At the beginning of each semester buy all your textbooks, study materials, stationery, and software from the USQ Bookshop at Springfield campus.
Like to keep fit? The USQ Springfield gym can help you with membership open to all students and staff for AUD55 a year (subject to change). The gym has free weights, pin-weighted machines, exercise bikes, elliptical trainer, rowing machine and other equipment. Contact email@example.com or phone +61 7 3470 4258.
If you are looking for childcare facilities close by, the Kindy Patch within Education City provides care for children aged 6 weeks to school age.
USQ Springfield is near to all the shopping, recreation and dining facilities that Greater Springfield has to offer:


text:
- August 6, 2013
- 5:42 p.m.
- Suggest removal
- Reply to this post
FormerNPer writes:
Have you voted out your Supervisor? No? Well you get what you elect. Money is tight, all over, but let's face it, we live in relatively clean cities (perhaps not Oxnard and parts of Ventura, but the rest of Ventura County) we have low crime rates and planned communities. You paid for all those things. Take the money away, take the pensions away and we'll end up with another San Fernando Valley.
I hate high taxes too, but at least we get what we pay for in Ventura County. Many pay the same and live in crime ridden, poorly constructed communities. If you don't like how people are paid, or how long they work, elect those who will change it. I'm just warning you there is a lot more waste in other areas of Government and if you think cutting Police and Firefighter's salaries and pensions is the easiest way to save a buck, don't come crying when Oxnard's Colonia comes a visitin'.
Want to participate in the conversation? Become a subscriber today. Subscribers can read and comment on any story, anytime. Non-subscribers will only be able to view comments on select stories.


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Historically, U.S. companies tended to purchase credit insurance when the economy was weak to gird themselves against the risk of a customer going bankrupt. In the midst of a stronger economy, however, companies still see value in credit insurance. But buyers should educate themselves on the details of credit insurance before making a commitment. By John Williams
While some companies may allow their credit and collections managers to purchase credit insurance on their own, most realize the value of having risk managers become part of the process.
Credit insurance is the guarantee of accounts receivable against nonpayment or slow payment. Policies generally cover bankruptcies, liquidations, receiverships or other insolvencies.
One of the most common reasons companies purchase credit insurance is that it allows them to increase their sales by expanding credit lines to existing customers and/or adding new customers.
Another benefit is that it can supplement a company's credit analyses through third-party evaluations of your customers' and prospects' credit risks.
If you purchase export credit insurance, for example, the coverage provides market monitoring of countries where you sell a product or a service. It also allows you to sell on open terms with international customers, reducing or eliminating the need for the letters of credit. These are often costly and time-consuming, and can even restrict the growth of your business with certain customers.
Despite the benefits, credit insurance has garnered only limited interest in the United States. Fewer then 5 percent of U.S. companies even buy credit insurance policies. But such policies have always been popular in Europe, where about 70 percent of companies routinely purchase the coverage.
"One reason for its popularity in Europe is that companies there have always tended to sell their products across borders," says Gene Ferraiolo, a partner with Trade Risk Group in Broomall, Pa., a credit insurance brokerage firm. "In addition, banking and insurance products have been intertwined in Europe for a long time, so it has been easy to bundle credit insurance with loans."
"There has always been cross-border risk in Europe," says Peter L. Aitken, vice president of trade credit for The Chubb Group of Insurance Cos., in Warren, N.J., which issues credit insurance. "On the other hand, the domestic market in the United States tended to be large enough for companies that they didn't need to export."
But that's changing now, says Aitken. That's because more companies have become aware of its availability, and the weak dollar is helping U.S. exports in a world rife with political instability. Also, companies are finding themselves selling to fewer customers due to consolidation, and that creates larger exposures. Accounting scandals and bankruptcies have also rocked large, seemingly secure companies, and Sarbanes-Oxley has left companies more accountable for their risks.
"The reason credit insurance is gaining popularity in the United States, even in these stronger economic times, is that companies are recognizing they have huge risks in their accounts receivable portfolios that need to be managed on an ongoing basis," says Chubb's Aitken.
Cookie cutter credit insurance policies don't exist. Each is unique, based on the carrier offering the policy and the needs of the client.
While a qualified broker can help lead a buyer to the right carrier and the right policy, it is important to understand the broad categories of offerings to start with.
First, there are two basic underwriting philosophies, says Marc Wagman, managing director with the credit insurance brokerage firm Cyber Risk Management LLC.
One is the "limits" approach, which quantifies risk ratings for clients. "This is suited to small and midmarket companies that want to outsource their credit decision-making process," he says.
The other is the "excess of loss" approach, which insures against catastrophes and is better suited to clients with complex internal credit procedures.
Policies also have various structures, payment options and custom endorsements. One is a "whole turnover policy" which covers the client's entire accounts receivable portfolio. Another is the "named policy," which covers a client's largest accounts. A third is "single customer" coverage.
In addition, policies can be written to cover domestic business only, export business only, or a combination thereof.
Some policies will just cover bankruptcies. Others can be broadened to cover protracted default situations, where a customer is "stringing out" the client for an extended period.
"Most insurance contracts allow claims in situations where customers are not paying, even though they are not filing for bankruptcy," says Ferraiolo. "This is under the general heading of 'protracted default.' "
Of course, if a debt is not being paid because of a dispute, the insured needs to work out the dispute before insurance would apply.
"In general, the insured can report a situation to the underwriter when a customer is 60 days past due," he says. The insured can try to collect on his own, hire a collection agency or send the account to the underwriter for collection. "The insured must act within a certain window, though, before it can be considered a protracted default claim."
If disputes have been resolved, but collection efforts are still unsuccessful, then the underwriter will typically pay off the claim. What about if a customer is staring at bankruptcy?
In the case of imminent bankruptcy, the underwriter will cover the existing business its client has with that company.
"However, it will probably not cover any new business the client may want to do with the distressed company," Ferraiolo says. "The underwriter is, in effect, sending up a red flag to the insured that this customer is no longer a prudent credit risk."
Virtually all credit insurance brokers and carriers will tell you that your company needs credit insurance, just as it needs other types of business insurance. However, there are some situations where credit insurance may not be of any value.
"You probably don't need credit insurance if you have a very broad base of customers and have no significant exposure within that portfolio," says Ferraiolo. "An example would be having hundreds or thousands of customers with none of the accounts any higher than $5,000 or $10,000 in exposure. In other words, credit insurance is best looked at as catastrophic protection."
It may not be useful if you have a lot of high-margin, low-volume accounts. In these situations, you're turning your accounts receivables quickly, and you have a high margin to begin with.
While rates will vary from carrier to carrier from year to year, based on the type of coverage you purchase rates for, domestic coverage will range in general anywhere from 10 cents to 50 cents per $100 of sales. International rates generally vary from 25 cents to one dollar per $100 of sales.
There are ways to keep premiums low. One way is to retain more risk on your own. "The more risk you transfer to the insurer, the higher the premium," says Ferraiolo. "The role of a good broker is to help the client find the balance that is right for them."
An example of risk retention is coinsurance, where the insurer pays only a percentage, such as 80 percent to 95 percent, and the client retains the remaining 5 percent to 20 percent as a copayment. Deductibles are another option. And, of course, keeping claims low should keep premiums low. Buyers who are considering credit insurance, here are several recommendations to get you started:
First and foremost, don't wait until the last minute to try to buy credit insurance, such as when you have a distressed customer.
"Credit insurance should be a proactive purchase, in that you have coverage in place before a customer becomes a credit problem," says Ferraiolo.
Decide how many accounts you want to cover. This could be all of them or just selected ones. Is there an advantage to the former? "Some clients want to cover all of their accounts, using a 'discretionary limit' feature," says Ferraiolo. "This allows the company to grow its business with smaller accounts where initial orders may be relatively small."
Decide whether you want to cover domestic and export business, or just the latter. Many companies, in fact, retain 100 percent of their domestic accounts receivables risk and only cover their export accounts.
"Export insurance is more popular than domestic," says Wagman. "In fact, 40 percent to 50 percent of our clients purchase insurance for export accounts only."
Use A Broker
Don't shop around for an insurance carrier. Instead, shop around for a good broker, who will then help you select the best carrier. A good broker can guide you to the most appropriate carrier for your needs.
In talking with your broker, determine the type of carrier with which you want to do business, in terms of how active you want the carrier to be in your business.
"You may want one that is an active partner in your credit management program," says Ferraiolo. If so, select an underwriter that offers an "explicit policy" which actively underwrites accounts and provides specific credit limits.
However, if you just want "backstop protection" in the event of an excess of loss in any given year, then ask your broker to steer you toward an underwriter that offers an "implicit policy."
Here, you have more flexibility in granting credit to your accounts, but there is more conditionality attached to coverage.
"Here, the underwriter acts as backstop protection, rather than an active partner," Ferraiolo also adds.
JOHN WILLIAMS, an Indiana-based freelance writer and author, is a frequent contributor to Risk & Insurance®.
April 15, 2005
Copyright 2005© LRP Publications
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Punit Arora
Punit Arora is assistant professor of strategy and entrepreneurship at the Colin Powell School of Civic and Global Leadership, City University of New York. He is also a strategy consultant for several business and international organizations.
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Included in your membership is representation by an affiliated attorney to challenge the 3 major national credit bureaus and force the removal of derogatory information from your credit report.
As a special member benefit, only extended to NCF Members in good standing, our affiliated attorneys will aggressively represent you with NO up front fees nor ongoing monthly fees.
Your total legal fees are only $5 per deleted or corrected item per credit report; billed and paid directly to your attorney as a "correction fee"- payable ONLY AFTER YOU ARE NOTIFIED BY THE CREDIT BUREAUS OF YOUR RESULTS.
Membership includes a membership into our National Law Club, a national network of over 25,000 attorneys in all 50 states. Most legal problems can be settled with nothing more than a phone call or letter written on your behalf by one of our plan member attorneys.
Members are encouraged to embrace the legal system and to make consistent use of our highly qualified attorneys who will help them navigate through life's unexpected legal matters. Services included at NO CHARGE are unlimited phone consultation, attorney review of legal documents, necessary calls and letters by your attorney, simple wills for you and your family, advice on representing yourself in small claims court and help with government programs; plus discounted fee schedule, contingency fees, and hourly rates for more complex issues.
We encourage our members to take advantage of all the protection our legal system offers to them. Members are able to use our highly qualified attorneys who will help them navigate through life's unexpected legal matters, such as filing for bankruptcy. Members receive a free one-hour phone consultation and a review of any legal documents.
One of our highly experienced tax law attorneys who have represented numerous consumers against the IRS will provide advice. Members receive one free hour of a telephone consultation. Members receive discounts if additional assistance is needed.
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As a Member you are automatically approved for a secured credit card to purchase computers and consumer electronics. Of course your positive payment history will be reported monthly to the national credit bureaus further helping you re-establish your credit.
NCF will provide a written credit reference at anytime for current valid members.
Members can obtain a free, no cost copy of their credit report at www.annualcreditreport.com. Those members wanting to know their scores to gauge the starting point can obtain a report at roughly 50% off other plans by authorizing NCF to obtain one for you!


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Hotel El Yaque Ranch - Isla de Margarita
Calle Principal, Playa El Yaque Isla De Margarita - Isla de Margarita
1-877-662-6988Welcome to El Yaque Ranch! El Yaque Beach, La Restinga Beach and La Caracola Beach are just a few of the attractions to be found in the region.
This El Yaque hotel offers air conditioning in public areas and a garden.
Staff are available to provide tour/ticket assistance.
We show TripAdvisor reviews for new Venere hotels that haven't been reviewed yet
Check Availability at Hotel El Yaque Ranch
Hotel Facilities at El Yaque Ranch
- Air conditioning
- Garden
- City tour
- Shuttle service
Extra-person charges may apply and vary depending on hotel policy.Government-issued photo identification and a credit card or cash deposit are required at check-in for incidental charges.
Special requests are subject to availability upon check-in and may incur additional charges. Special requests cannot be guaranteed.
El Yaque Ranch Hotel reviews by TripAdvisor
Room Details
El Yaque Ranch offers 4 guest rooms with cooking facilities. Additional comforts include air conditioning.
Distances from Hotel El Yaque Ranch
El Yaque Beach - 0.4 km / 0.3 miLa Restinga Beach - 12.4 km / 7.7 mi
La Caracola Beach - 16.9 km / 10.5 mi
San Carlos Borromeo Castle - 20.8 km / 12.9 mi
Pampatar Beach - 21.3 km / 13.2 mi
El Tirano Beach - 26.9 km / 16.7 mi
Agua Beach - 29.3 km / 18.2 mi
Manzanillo Beach - 29.5 km / 18.3 mi
The preferred airport for El Yaque Ranch is Porlamar (PMV-Del Caribe Intl. General Santiago Marino) - 2 km / 1.2 mi.
Distances are calculated in a straight line from the property's location to the point of interest or airport and may not reflect actual travel distance.
Distances are displayed to the nearest 0.1 mile and kilometre.
Transportation services Hotel El Yaque Ranch
- Shuttle service
People who looked at this hotel also looked at these other hotels in Isla de Margarita
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The Board of Directors of the Horry County Shelter Home announced Tuesday the Horry County Shelter Home will cease operations as they currently exist effectively immediately.
Since its inception in 1973, the Shelter has served more than 5,144 children.
"When the Shelter was originally established, there were very few places, if any, that served abused, abandoned, or neglected children. There was a real need for an
emergency shelter," said Brent Groome, Board Chairman.
"Over the years as we have continued to serve children, the State, through the Department of Social Services, has picked up on filling this need as well. Today, there are a number of alternatives to provide for the needs of these children."
With the needs of the community changing, the Horry County Shelter Home Board of Directors determined that the mission as originally stated had been met and the need
for the Shelter Home is no longer what it once was due to re-focusing of the placement guidelines and the changes in laws and regulations.
"Unfortunately, we find ourselves in a situation where in order to meet the state and federal regulations our operating budget for the Shelter has increased over 100 percent just in the last four years and the number of children that are being sent to the Shelter has declined drastically," continued Groome.
"That decline is due in part to new placement guidelines and the desire to prioritize placement with extended families and foster homes. The community support for the Shelter Home over these 35 years has been tremendous. Even in tough times, the United Way, civic groups, churches, businesses, and individuals stepped forward to keep us going. We certainly appreciate all of those efforts both with financial contributions and with in-kind donations. It really was a Home that the community supported."


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Duke Basketball: 3 Ways New Recruit Semi Ojeleye Will Help Blue Devils
By (Correspondent) on October 11, 2012
2,481 reads
Coach Mike Krzyzewski added to the Duke Blue Devils depth in 2013, receiving a commitment from Ottawa, Kansas small forward Semi Ojeleye in early September.
Ojeleye, ranked No. 39 on the ESPN 100, is among the top 10 recruits at the small forward position.
He, like any recruit, is not perfect and has some weaknesses to address. This is especially true on defense, where he can, at times, stop to watch the ball rather than rotating for weak-side help.
Offensively, he could stand to work on ball-handling and developing a post game with his back to the basket.
The report is not all bad, however. Semi is a solid offensive player who should have an immediate impact on the court for the Duke Blue Devils next season.
The strengths that he will be bringing to Durham, North Carolina are his offensive intangibles, three-point shooting and post presence.
Offensive Intangibles
Semi Ojeleye's junior season highlights.
Blue Devil fans may worry that scouting reports and highlight reels neglect to showcase Semi's defensive game, but offensively, there is very little to worry about.
Watching him in action, he demonstrates excellent fundamentals while shooting—whether it's in off-the-dribble, catch-and-shoot or set-shot situations. He always squares up to the basket, leveling his shoulders and shooting with proper arm mechanics.
It is also clear that Ojeleye has a great feel for the game. He has a high IQ and good court vision, often making good decisions with the ball.
As you can see in his highlight film, when he does drive to the basket and is met with a double or triple team by the defense, he has the vision and skill necessary to find the open man.
Additionally, he exhibits great body control.
When forced into taking off-balance shots or contorting his body in the lane to get a layup or short-range jumper off, his upper body always is facing the basket with level shoulders.
With Coach K's tutelage, his fundamentals will only get better.
Three-Point Shooting
At the end of the 2012-13 season, Duke will lose two of its three best three-point shooters—Seth Curry, Ryan Kelly—to graduation.
Last season, behind the shooting of Curry, Kelly, Andre Dawkins and recent NBA draftee Austin Rivers, the Blue Devils shot 37 percent from beyond the arc.
By bringing in Ojeleye, the plan is to replace the three-point production that will be leaving.
As a junior playing for the Ottawa Cyclones, Ojeleye shot 38 percent from deep.
Judging from his highlight film, Semi is a rhythm shooter. Expect Coach Krzyzewski to utilizes off-the-ball screens and baseline picks to free up Ojeleye for open jumpers and get him in a shooting rhythm.
Post Presence
Semi Ojeleye highlights.
He may not be the quickest or most athletic small forward, but at 6'6" and 220-pounds, Ojeleye is physically ready for the college game.
Semi is not afraid of contact and often takes the ball into the post on the attack. He has a great knack for drawing fouls, as he as averaged more than 11 free-throw attempts per game in high school.
He is already an accomplished rebounder as well, averaging seven per contest.
If he starts to develop a back-to-the-basket game, he should be able to take advantage of his size and create mismatches against smaller shooting guards and small forwards.
Assuming Semi continues to grow beyond 6'6", he could flourish at the college level, using his three-point shooting to stretch the floor and his size to create problems for opposing wings on the low block.
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SMU women come up short in back-to-back losses; Cardinal men can't end funk in falling to GAC, SJU
And the Cardinals were flying high. In the span of those eight days, however, the high-flying Cardinals have been grounded, as Gustavus handed SMU a 9-0 setback, St. Catherine survived three, three-set singles matches en route to a 5-4 victory, and Sunday, Saint Benedict dealt Saint Mary's its third straight loss, cruising to a 7-2 triumph. "We had so many close matches again but we still haven't been able to break through," said SMU coach Jeff Halberg of the Saint Benedict match. "We fell behind 4-0 and tried to mount a comeback, but we just couldn't quite get over the hump." Ann Leeder (Greenfield, Wis.) and Val Meschke (Pine River, Minn.) picked up SMU's two victories vs. the Blazers, as Leeder posted a three-set, 6-4, 4-6, 10-8 win at No. 2, while Meschke pushed her season record to 8-1 with a 6-4, 6-3 win at No. 3. Aubrey Hirsch (Topeka, Kan.) and Abby Cooper (La Crosse, Wis.) both went to a second-set tiebreaker, but both came up empty in falling in straight sets. "It was a much better match than the final score indicated," said Halberg. "Everyone is continuing to battle, and, hopefully, we can get some break to go our way pretty soon." TO SAY THE SMU MEN'S TENNIS TEAM HAS BEEN IN a rut would be an understatement. In fact, over the past five matches, the Cardinals have not been able to shift out of first gear. Saint John's swept all six singles matches getting straight-set wins in five of the six en route to an 8-1 victory over SMU Sunday, handing the Cardinals their fifth straight loss. "St. John's is a very good team and they played us tough," said Halberg. "I thought the guys battled pretty well, they just ran into a very good team." Tom Vollman (Oak Park, Ill.) and Stephen Grundhoefer (St. Paul, Minn.) teamed up to post an 8-6 win at No. 1 doubles to account for SMU's lone win, while Vollman was also a tough-luck loser at No. 2 singles, falling to SJU's Ted Lauer in three sets, 6-7, 6-4, 10-5. "I really thought this was a pretty tight match," said Halberg, noting that the Cardinals won at least two games in all 13 singles sets. "We're just going through a tough stretch right now, and hopefully the guys can stick together and battle through it." |


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Read user comments about the side effects, benefits, and effectiveness of Vivelle-Dot TD.
Overall User Ratings
215 Total User Reviews
User Reviews
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User Reviews
Reviewer: bmakee, 35-44 Female on Treatment for 5 to less than 10 years (Patient)
Ease of Use
I am 36. I had my total hysterectomy 09-2007 due to endometriosis. I have been on a replacement patch since I was wheeled out of the OR. I have only tried one other generic brand and didn't like it as it was larger and didn't stay on as long. I have also been on several different strengths due to hot flashes but have to remain on the .025mg as the endometriosis seems to come back on anythi
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Reviewer: ainos, 45-54 Female on Treatment for 5 to less than 10 years (Patient)
Ease of Use
Have been on this patch for over 5 years!! Absolutely great! Please do not take this medicine off the market!! Minivelle does NOT work at all!
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Reviewer: margo, 65-74 Female on Treatment for 10 years or more (Patient)
Ease of Use
I have been on the Vivelle Dot for years and years. I had a complete hysterectomy in 1986.I feel great. No symptoms of menopause. Hope to stay on it for ever!
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Reviewer: jerzzie65, 45-54 Female on Treatment for less than 1 month (Patient)
Ease of Use
I had a full hysterectomy 8 weeks ago tried oral meds no good now I am on .05 and though hot flashes have lessened I am having headaches , i feel bloated and I have gain 4 lbs and I am only on my second patch does this seem normal? I have lost 30 lbs on weight watchers in the past 10 months I am so scared to gain weight from this med.has anyone else experience these symptoms?
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Reviewer: 45-54 Female on Treatment for 1 to less than 2 years (Patient)
Ease of Use
I had great experience with this medication unfortuatly i dont have insurance to pay for it and i cant get it any one have any ideas on getting it cheap. dr used to supply with samples. but they dont get them anymore. ps:Bonus... GREAT sex life with this medication mail info jlowery po box 352
salisbury pa 15558
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Posts tagged: furniture
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What is a CSA
Community Supported Agriculture (CSA) is an arrangement made between community members and a particular local farm. In a CSA program, members purchase seasonal "shares" which entitle them to weekly food allowances. Members of the CSA then enjoy regular deliveries of the seasonal produce throughout the farming season. Members may either visit the farm to pick up their weekly share or have their food delivered directly from the farm to their home every week . The food provided is fresh, locally grown, and far superior to standard supermarket fare.
Members enjoy a number of benefits including:
Fresh, healthy produce, with all the flavor and vitamin benefits
Satisfaction for supporting local business
Knowledge of where their food comes from
Newsletter or updates from their CSA
The opportunity to visit and help out at the farm
Develop a relationship with the farmer and learn more about how food is grown
The Garden Cart CSA Details
The Garden Cart CSA focuses on staple heirloom vegetables for its shares. These include lettuce, corn, potatoes, tomatoes, peppers, etc. (A full listing of produce to be planted is shown on the Produce page) One share will typically provide enough produce for a family of four.
2012 Share Cost – $350 Due May 1st
Early Bird Discount of $50 off if paid in full prior to March 15th
Payment Plan options are available. Please contact Trudy Garvey for more information.
Planned Season length - 17-20 weeks starting early to mid June
Delivery: Wednesday evenings to Brookville, Brockway, and DuBois areas
Half shares are now being offered for $200 – if you feel that a full share is too much, this option will work for you!
Take $25 off if paid in full by March 15th.
Although $350 may seem like a lot to pay up front, members will be receiving produce for 17-20 weeks so it averages out to approximately $17 a week – now that's a great deal for farm fresh, locally grown produce delivered to you!!!


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Pole Fitness & Dance Studio
We put a spin on fitness!
Ocean City & Salisbury
We offer 8-Week Pole Sessions for Beginner through Advanced students. Plus, non-session classes in Pole, Flirty Girl Fitness, Chair Dance, and more. Our professional fitness instructors welcome women of all ages, sizes, and fitness levels. Our classes are fun and fabulous, and we will make you forget you are working out! Try a class or party, see why so many women love pole class. It's so not what you think!
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Nov 11th-Jan 5th Session
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Pole Virgins--Intro to Pole Fitness Classes
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