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A Campfire Will Save Ashton & Demi's Marriage. Why Not?
On top of Kabbalah magic, and let's assume coordinated scarf-wearing therapy, Ashton Kutcher and Demi Moore reportedly attended a campfire counseling session over the weekend. Because if a pile of burning sticks and logs can't save their marriage, then maybe next time they should try tires. I hear they're medicinal. RadarOnline reports:
Two and a Half Men star Ashton Kutcher used Yom Kippur, the holiest and most solemn day of the year for Jews, to beg his heartbroken wife Demi Moore for forgiveness — at a campfire heart-to-heart in Santa Barbara, Calif., RadarOnline.com is exclusively reporting.
As these exclusive photos obtained by Star magazine reveal, the 33-year-old serial cheater used the Day of Atonement to make amends for his ultimate sin: cheating on Demi with blonde Sara Leal, 23, on September 24 — the morning of their sixth anniversary.
The fireside chat is one of the rare times the embattled pair has been seen photographed together in three months and since news broke of Ashton's wild hot-tub party awash with booze and blondes.
Reuniting at Cachuma Lake in the Santa Ynez Valley, Demi and Ashton had desperately wanted the October 8 rendezvous to remain a secret — their last ditch attempt to resurrect a faltering union.
"So, remember how I had sex with another woman on our anniversary? What if I told you I brought Smooor-errrres?"
Yup, these two'll be fine.
Photos: Splash News
The Superficial is in [email protected]! Mode this week. Normal posting resumes Mon, Oct 17.


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By >Daimaou - G.G-B
[Computex 2011] Shuttle introduces a new Range of small form Factor PCs
Shuttle Introduces four new PCs at Computex with two ultra compact models or 1.5L and 3L (1.5Liter and 3Liter) as well as a new R4 Series and H3 Series
The Smallest of all, the 1.5l or XS35GT V2 comes powered with an Intel Atom D522 CPU with an Nvidia Ion Graphics, a 320GB HDD, 4GB of RAM, HDMI out and D-SUB as well as Wi-Fi, while the 3l or XG41 comes with an Intel Core 2 Duo E8500 CPU, a 128GB Silicon Power SSD, 4GB of RAM, Gigabit LAN, HDMI+DVI, Mini-PCIE.
The R4 Series in the other hands are more "powerful" barebones PCs and comes for the first model the SH61R4 with an Intel Core i5-2500 (Sandy Bridge) CPU, a 500GB (7200rpm) HDD, 4GB of RAM, DVI-I.DVI-D Dual display Support, USB 3.0, Mini-PCIE and the usual R4 aluminum chassis.
While the SH67H3 comes powered in its High-End version by with an Intel Core i7-2600K, 320GB of HDD (7200rpm), 16GB of RAM, HDMI+DVI Dual Display, USB 3.0, eSATA, SATA III and a 300W 80 Plus Power Supply.
- - The "HDMI Powered" Shuttle is coming to Japan! (July 20th,2007 at 1:07 AM)
- - LG introduces 3 new 1.3kg Notebook in Korea with the X-Note Mini X200 and the T280 Series (February 22nd,2010 at 3:13 PM)
- - MiNEW D100 is Moneual first single Desktop Dual-PC… (February 18th,2010 at 1:44 PM)
- - [Review] Acer Gemstone AS8940G-BR101 (February 18th,2010 at 12:14 PM)
- - Sony Japan updates its Vaio Z and E to match the Vaio US announcement mad earlier this year. (February 16th,2010 at 3:24 PM)
- - Japan Probe – News from Japan (Subscribe)

subset: commoncrawl


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YESTERDAY at Swindon Crown Court, Mark Eatwell, 44, of Coronation Road, Wroughton, was jailed for four years after being found guilty of ABH and false imprisonment.
The charges relate to Eatwell abusing his former partner Jayne-Anne Murray. Overnight between April 6 and 7 last year, Murray was visiting Eatwell's home address to spend time with Mark Eatwell's son. Eatwell then proceeded to keep Murray prisoner in his home for several hours and assaulted her.
Jayne-Anne said: "I want to get across to people not to put up with domestic violence. No-one has the right to do that to you.
"I want all the victims of domestic violence to know that when you do come forward and report the abuse you will get the help you need.
"I couldn't have been happier with the support that I received from Wiltshire Police throughout the whole investigation – right through to giving evidence at court. "I urge people to report abuse - don't put up with it ."
Senior investigating officer Detective Constable Sonia Marsh said: "I am pleased with the sentence handed down to Mark Eatwell today.
"The behavior of Mark Eatwell on the night of the incident was vile and cowardly. "Jayne-Anne Murray suffered a horrific and sustained attack which has had a huge effect on her life.
"The courage she has shown throughout the investigation and during the court case is admirable.
"Wiltshire Police support victims of domestic violence and we encourage victims to come forward. "Behaviour such as that shown by Mark Eatwell will not be tolerated and the sentencing demonstrates how seriously domestic violence is taken by Wiltshire Police and the justice system."
Anyone wishing to report an incident of domestic violence should call Wiltshire Police on 101 or Crimestoppers on 0800 555 111 where information can be left anonymously.
You can also call the National Domestic Abuse Helpline 0808 2000 247 (freephone in partnership with Women's Aid and Refuge), Swindon 24 Hour Helpline 01793 610610 or visit www.speakoutwiltshire.com.


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Sep 17, 2013
Do Celebrity Chefs Really Follow Recipes?
I confess… I am a recipe rebel. Although I have scores of cookbooks lining the bookshelves in my kitchen and in my office, it's rare that I ever follow a recipe to the letter. I read a cookbook as if it's a novel; some...
Bonnie Taub-Dix, RDN
Nutrition Intuition
How to eat with instinct and insight
Tag: dining out
Jun 5, 2013
Order Ahead Now, Save Calories Later
Before you step through the doors of that restaurant, do you have good intentions to avoid the breadbasket, order dressing on the side, choose sparkling water over sparkling Champagne and split the main dish? But...


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Blue Jackets at Blackhawks
6 p.m. Sunday.
TV/radio: WGN-Ch. 9; WGN-AM 720.
Series: Tied 1-1.
Blue Jackets at Blackhawks
6 p.m. Sunday.
TV/radio: WGN-Ch. 9; WGN-AM 720.
Series: Tied 1-1.
Last meeting: Blue Jackets won 3-2 on Oct. 23 at the United Center.
Probable goaltenders: Blue Jackets, Steve Mason, 9-9-1, 3.26 goals-against average; Hawks, Corey Crawford, 11-6-1, 2.31.
Team comparison
Averages per game (NHL rank)
2.53 (22)Goals for3.14 (7)
2.85 (17)Goals against2.86 (19)
11.8 (29)Power-play pct.24.4 (1)
80.3 (20)Penalty-kill pct.78.4 (26)
Statistics through Saturday.
Chris Kuc's storyline: The Hawks are seeking their fourth consecutive victory as they conclude a five-game homestand. Goaltender Corey Crawford has a stellar.952 save percentage during the three-game winning streak. The Blue Jackets, who are led in scoring by Rick Nash's 17 goals and nine assists, have one win in their last six games and three in their last 14.


text: Description Perfect for year round entertaining or your holiday fête! - 4 inch square, letterpress printed - Sold as a set of 24 Variant Default Title - $9.00 USD Quantity Check Out Add to Cart Pin it. Gram it. Tweet it. Share it. We want to see how you're enjoying your new waiting on martha purchase!


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London, Dec 19(ANI): European champions Chelsea's tactical plans, which they used during their defeat in the Club World Cup final defeat against South American champions Corinthians, have been found out in the garbage bin of their dressing room on Sunday, according to reports.
According Brazilian website Globoesporte, the rescued crumpled up bits of paper, show details of how Chelsea were to approach both attacking and defensive corners, who was to mark who when defending and how to signal what type of corner the taker was about to send over.
"Among sandwiches, energy drinks and broken sports equipment, the British left in the dressing room simple notes about [Corinthians] and detailed explanations of what each player should do at set pieces," the Telegraph quoted Globoesporte, as saying.
If nothing else, the fact that Fernando Torres has a prime role in defending at set pieces suggests his work on the training ground that so pleased interim manager Rafa Benitez must still be going well. (ANI)


text:
This paper was presented at the 1997 CAUSE annual conference and is part of the conference proceedings, "The Information Profession and the Information Professional," published online by CAUSE. The paper content is the intellectual property of the author. Permission to print out copies of this paper is granted provided that the copies are not made or distributed for commercial advantage and the source is acknowledged. To copy or disseminate otherwise, or to republish in any form, print or electronic, requires written permission from the author and CAUSE. For further information, contact CAUSE at 303-449-4430 or send e-mail to firstname.lastname@example.com.
Distribute the Workand the Resource: Syracuse Universitys Distributed Computing Environment
Susan B. Borel, Director, Information Systems
James R. Tompkins, Executive Director, Computing and Media Services
June S. Winckelmann, Manager, Student Information Systems
Syracuse University
New York
Technology and design of client/server systems have contributed to the new role our clients take in implementing and supporting information systems. Through a distributed work model, client departments assume a broader role in system implementation by distributing work. Support for both clients and IT staff helps to ensure success of the distribution of leadership and technology from a central to a local model.
Evolving technology and the design of client/server systems have all contributed to the new role our clients take in implementing and supporting their information systems. We have witnessed a definite and deliberate shift of information leadership and technology from a central (IT) to a local (client) model.
Syracuse University is working through a distributed support model which encourages client departments to assume a broader role in system implementation by distributing more than just the work. This shift to a distributed model of computing brings with it many advantages and challenges to both client departments and the IT organization as each area adjusts to its new responsibilities. This paper will focus on two initiatives which Syracuse University has developed to address the impact distributed computing has had on the client and the IT organization.
Distributed Staff Program.
When a client department hires a business analyst and/or computer consultant, the Distributed Staff Program (DSP) provides partial funding for the new staff members salary, training and equipment, and offers regular opportunities for support and interaction with the IT organization.
Job Broadbanding Model.
The IT organization has developed job broadbanding programs with the support of the Universitys Human Resources department to encourage and reward staff members to retrain and develop new roles for themselves in preparation for a new environment.
This combination of support for both clients and IT staff helps to insure success in the distribution of leadership and technology from a central to a local model.
The New Role of IT Clients in Implementing and Supporting Information Systems
While our clients have always been very involved in the design and support of their information systems, mainframe technology constraints restricted them to be highly dependent upon the IT organization for technical leadership and delivery of information services. The client/server environment began to remove some of this dependence by providing user-friendly query tools, intuitive system development tools, and readily available desktop training for traditionally non-technical people. Software vendors jumped on the client/server bandwagon by marketing new information systems which used these new tools and which were designed to accommodate flexible rule-driven processes to be maintained by client offices. The mystery behind much of computing started to reveal itself resulting in an increase in the number of technically-savvy clients. These clients wanted to put their knowledge to use, be more involved with their information systems and supporting infrastructure, and be less dependent upon an IT organization that could not cope with the increased demand for its services. The clients gained timesaving advantages and self-sufficiency by directly interacting with their own information systems and by providing much of their own technical support.
The IT organization was not without its own incentives for encouraging the client departments to assume more system responsibility. IT had taken great pride over the years in developing first class information systems and achieving a high level of customer satisfaction. However, as clients became more computer literate and their demands for more information grew, the inflexibility of the mainframe systems became a barrier to meeting the client needs. Shrinking budgets and a decline in the centralized IT organizations computer programmer staffing contributed to the problem, resulting in a backlog of requests for services. A solution needed to be found which would distribute the work and the resources throughout the campus, transfer the systems and technical knowledge from the IT staff to the client staff, and provide appropriate incentives to encourage clients to participate in this endeavor.
Client Concerns
Most of the departments, schools and colleges which were comfortable with technology were immediately receptive to the idea of becoming more involved in their information systems and the supporting infrastructure. Some already had staff on board supporting their local area networks and academic computing clusters and were willing to take on more responsibility. Other client offices, less comfortable with technology, were apprehensive about a distributed computing environment since they could not easily see the advantages3/4 only the vision of an increased workload was coming in crystal clear. A major communication effort was launched to educate the campus about client/server computing and the new opportunities it would bring to the client. The advent of a data warehouse gave many client offices a positive first hand experience with writing their own queries. As the concept of distributed computing became more widely accepted, IT and the client offices worked as a team to help each other prepare for the future. They each recognized that distributed computing would change the way they work, but were not really prepared for the series of challenges they faced. The need and demand for department-based computer consultants and other knowledge workers exploded. Departments that wanted to operate and manage their own servers and/or information systems soon discovered how convenient it was to have someone dedicated just to them. As these computer consultants introduced information technology to more staff and faculty within the department, the need for more and improved information access grew. As the need and complexity grew, so did the need for upgraded workstations, new network connections, additional computer consultants, increased skill levels, higher salaries for technical staff - and bigger budgets. The demand for information needed to be balanced with the necessary resources. The client departments needed temporary financial support for new technical staff and updated equipment, as well as ongoing support and interaction with the IT organization during the transition.
Distributed Staff Program
The Distributed Staff Program originated several years ago when networked desktop computers were just beginning to proliferate throughout the University. The DSP was but the first of many initiatives undertaken by the central IT organization to distribute resources and support, as well as responsibilities, to the client community. The basic premise of the DSP was that as our computing infrastructure evolved from a centralized mainframe-based model to a more distributed client/server structure, so too must computing support for this structure be distributed if it is to be effective. While we recognized the importance of distributed support, we also were aware of the need to coordinate this type of support and back it up with centrally-supported IT personnel and equipment resources. The key elements of our present DSP are as follows:
- All DSP positions report to client departments as opposed to the central IT organization. Likewise, all DSP staff physically reside within the departments which they support.
- The central IT organization pays 33% of the salary for each DSP staff. The client department pays the remaining 67%.
- Job responsibilities and work assignments are set by the client department. The central IT organization plays a supporting role in defining and filling DSP positions.
- The central IT organization funds 50% of the cost for new or replacement desktop equipment for DSP staff, 50% of job-related training expenses, and 33% for other professional development expenses such as conference attendance.
Since its beginning six years ago, the DSP has grown from just two positions in 1991 to forty-six positions today that are spread across twenty-seven different academic and administrative units of the University. A majority of these forty-six are newly created positions which is quite remarkable when you consider that the University has undergone a workforce reduction of roughly 20% over the same time period. To have created all these new support positions under such difficult circumstances is indicative of the perceived value and success of this program.
The rapid growth of the DSP has certainly impacted the central IT organization. Funding for the DSP now consumes nearly 10% of the central IT budget. Most of the funding for the DSP has been derived by trading-off central IT positions on a three-for-one basis3/4 three DSP positions funded by one IT position. This was accomplished either by transferring positions or eliminating non-essential IT positions. Either way, the result is the same3/4 a smaller, more focused central IT organization working in concert with an energetic and expanding distributed support staff.
Other Support Initiatives
In addition to the Distributed Staff Program, the central IT organization has employed a number of other strategies to assist client departments faced with the increased support burden imposed on them in a distributed computing environment. Among those things we have done that departments have found most helpful have been the following.
Desktop Seed Machine Fund
We established a seed machine fund to assist departments in buying new or upgraded desktop computers suitable for use with the new client/server applications. This fund is intended to ease a departments financial burden when buying new machines. While the fund is limited and not intended to even come close to addressing the total need, it has proven very useful in certain key situations where a few new machines could greatly facilitate the effort to implement new client/server applications. Since the inception of this funding program three years ago, we have acquired a total of just over a hundred machines distributed across thirty-five departments within the University.
Centrally-Supported LAN Service Option
We introduced an optional fee-based local area network (LAN) service to university departments which we refer to as SUMMON (Syracuse University Microcomputers Managed Over Networks). This centrally-supported network, application, storage and print service is offered as an alternative for departments that are unwilling or unable to manage their own server-based LAN. The typical monthly charge for SUMMON clients, which includes internet access and the Microsoft Office Pro software suite, is $16. In the four years since this popular service was introduced, the number of SUMMON clients has grown to over 1,100. Another positive by-product of offering this LAN service is that because it is centrally-supported, it greatly facilitates ITs efforts to manage the roll out of administrative client/server applications to the desktop.
Consolidated Help Desk Facility
We resurrected our Office Technology Services (OTS) group after having disbanded this unit as part of a downsizing exercise. Not only did we revive the group, we went a step further and combined it with our Information/Help Center into a full-service help facility that is intended to serve as the initial point of contact for all of our clients3/4 students, faculty and staff. With the help of a powerful problem reporting and tracking system (Apriori), this unit is able to respond efficiently to hundreds of information and problem assistance requests every week. In addition we encouraged distributed support staff to make use of Apriori in helping them to deal with problem calls. We also invested in a site license for remote control software (Timbuktu) to enable OTS and DSP staff to diagnose and correct desktop software problems without having to make an onsite visit. We discourage onsite support visits by charging a fee ($30/hr.) whereas there is no fee for our remote diagnostic and repair services.
More Resources Devoted To Client Training
Another important step taken in recognition of the increased responsibilities that a distributed computing environment imposes on client departments was to focus more IT attention and resources on client training initiatives. We have addressed this issue in a number of ways. We established a full-time Training Coordinator position within the IT organization. We created two training clusters each equipped with desktop computers capable of running any of the Universitys client/server applications. We have arranged dozens of training classes in these facilities covering a wide range of applications and needs. More recently we have begun experimenting with the use of computer-based training materials in the training clusters as a free alternative to the fee-based instructor-led training. Finally, we have paid particular attention to training needs that must be met when implementing new administrative client/server applications. It is absolutely vital that adequate time and budget be allocated for this critical activity.
These are but a few examples of ways in which the central IT organization at Syracuse University has refocused its efforts and redistributed its resources in an effort to better support the expanding workload and responsibilities of the client community in our distributed environment.
IT Concerns
The IT organization fully supported and in some cases initiated the expanded role of the client departments. These clients view IT as an essential partner in meeting the growing information needs of the University community. While the focus was on the clients as they learned how to use the new tools and were assigned new and exciting projects in their client/server environment, the IT programming staff continued to support the mainframe systems. They saw their department shrink, with some of their more exciting job duties transferred to their clients. There was also pressure for the IT staff to keep up their mainframe skills as well as to learn new client/server skills. Many of the senior COBOL programmers were now at the same desktop skill level as their inexperienced clients. This resulted in low morale and a real fear of job loss. The IT staff needed a new program to encourage and reward them for retraining. In addition to having to learn new skills, they had to identify what their role would be in this new environment. They needed support to try new roles without fear of failure.
Job Broadbanding Model
The IT staff has made significant progress learning new skills and identifying new jobs. The increased emphasis on training has benefited the IT staff just as it has the rest of the University. However, we began to encounter problems with our existing job classifications and career paths. Most of these were established in the early 1980s and did not apply to the current environment. Here is a sample of comments from the IT staff:
- I am at the top level of my career path and have no chance for promotion so why should I work any harder?
- If I spend extra time learning new skills, how will I be evaluated?
- What do I have to do to be promoted?
- How can I be a team leader when there are other team members who are at higher pay grades than me?
- What if I try a new job and fail?
There were many aspects of this transition that were outside our control, but providing a structure that would encourage and reward high performance was achievable. With the support of the Universitys Human Resources department, we developed a proposal to pilot a job broadbanding model. This model met our objectives which were:
- to provide flexibility in matching jobs to changing technologies
- encourage and reward staff for embracing new technologies
- enable the rewarding of staff who are performing above expectations
- articulate clearly what is expected of staff in terms of performance
The concept of broadbanding is to provide broad career bands and salary ranges for staff. This provides more flexibility to respond to our rapidly changing technical environment. Our proposal covered three areas: job descriptions, the evaluation process and compensation.
Job Descriptions
We combined our former 23 job descriptions into two3/4 an IT Consultant and a Manager. Each of these jobs has a general functional description that meets the requirements of our Human Resource department. Instead of pay grades, for each description there are two bands, foundation and career, with an associated salary range. Foundation is an entry level for staff; it has a salary range that would encourage people to move on to the next level. Staff spend the majority of their work life in the career band. This band has a much broader salary range. For each of the bands there are a set of competencies3/4 a core set and a negotiated set. A series of brainstorming sessions with IT staff produced a list of competencies applicable to all staff. These were placed under the heading of core competencies. Skills such as communication, facilitation, and creative thinking are core competencies. Negotiated competencies are those things that make each persons job unique. The majority of these competencies are technical. A person is not required to have all of the negotiated competencies. IT is responsible for maintaining both lists of competencies and reviewing them annually.
Evaluation Process
The job description and competencies provided us with a base for the development of a new evaluation process. This procedure consists of goal setting and review sessions twice a year. In the goal setting session, a staff person meets with the team manager to decide which negotiated competencies are appropriate for the review. At this time goals that should be attained in the next six months are also set. These goals relate to specific project work, learning new technical skills, and professional development. At the end of six months an assessment of core competencies, negotiated competencies, and attainment of goals determines an overall performance rating. The weighting of these three categories is different in the foundation and career bands. At the foundation level, it is important to develop a solid base of technical skills for the job. At the career level, there is increased emphasis on drawing on those skills as well as developing excellent communication and creative thinking skills. This weighting reflects the reality of a distributed environment where everyone works with client staff. The new environment dictates that staff increase their non-technical skill level. Skills such as communication, teamwork, facilitation, negotiation The combination of competencies and goals also provides staff with the opportunity to learn new technologies without being penalized in the evaluation process. Maintaining the lists of competencies and goals for each individual alleviates ambiguity regarding performance expectations.
Compensation is the third piece of our proposal. The evaluation process provides a base for determining compensation. There is a direct correlation between evaluations and raises. The existing annual raise and promotion funds were combined into a single pool to be allocated differently than our old model. There are no promotions but all staff are eligible for merit increases. These increases are for those staff who are performing well above expectations based on the results of evaluations.
While we have been planning this job broadbanding pilot for some time, we actually began the pilot in July of 1997. We have completed the first round of goal setting sessions and are in the process of refining the metrics for the evaluation process. We have, however, been able to provide extra compensation to staff members who are high performers. Because they at the top of their career path in the old model, there was no chance for promotion. One part of the pilot is to obtain feedback from staff periodically. This allows us to continually improve the process. While staff still have concerns, indicators show they are much less fearful of trying new jobs.
The distribution of information technology and leadership from a central to a local model has effected many positive changes in the way clients and IT work together. We believe these changes are a positive outgrowth of initiatives such as the Distributed Staff Program and the Job Broadbanding Model. We are better prepared to migrate from a mainframe environment where client offices were dependent upon IT for computing services, to a new client/server environment where clients take more responsibility for implementing and supporting their information systems. Some key observations of the impact of this transition include:
Client Led Project Teams
System implementation project teams are frequently led by an individual from a client office as opposed to someone from IT. These teams are composed of a combination of client business analysts and computer consultants, as well as IT programmers and systems analysts. This shift in leadership has increased 'buy-in' and acceptance from the campus-wide users of the system, and has resulted in improved customer satisfaction with the delivered product.
Higher Reporting Structure for Computer Consultants
An increased number of computing professionals working within a department are now reporting directly to the academic dean or administrative director. These technical advisors work closely with their department's decision makers to incorporate technology and information solutions into the classroom and everyday business processing. Their opinions are valued and their recommendations are implemented.
Alignment of Client and IT Goals
Teamwork has played a vital role in finding solutions to information problems. The client/IT relationship is now more collaborative as both areas learn new technology and work toward the same goals. The challenge of dealing with so much change in a relatively short time frame has forced both areas to focus on priorities and work together in order to achieve success.
We believe that the distribution of work and the resources has had a positive effect on the success of implementing computing solutions on the Syracuse University campus. We continue to encourage our clients to be involved with technology and to look for additional supports that can be put in place to make change less traumatic and more rewarding.


text: The Devil Came On Horseback Trailer Using the exclusive photographs and first hand testimony of former U.S. Marine... more »Using the exclusive photographs and first hand testimony of former U.S. Marine Captain Brian Steidle, THE DEVIL CAME ON HORSEBACK takes the viewer on an emotionally charged journey into the heart of Darfur, Sudan, where an Arab run government is systematically executing a plan to rid the province of it's black African citizens. As an official military observer, Steidle had access to parts of the country that no journalist could penetrate. He was unprepared for what he would witness and experience, including being fired upon, taken hostage, and being unable to intervene to save the lives of young children. Ultimately frustrated by the inaction of the international community, Steidle resigned and returned to the US to expose the images and stories of lives systematically destroyed. THE DEVIL CAME ON HORSEBACK opens in NYC on July 25 at the IFC Center and nationwide in select cities starting in early August. « less bigpicturegroup07 July 25, 2007 1.9k Views More Info Full Credits bigpicturegroup07 Uploader Stats & Data 2Funny4Die 1,901 Views July 25, 2007 Published Category Politics Tags The Devil Came on Horseback first hand U.S. Marine Brian Steidle Journey into the Heart Devil Came Horseback Africa Darfur Sudan genocide Annie Sundberg Ricki Stern Documentary Up Next: Pickup, Truck: A Pretentious Documentary AUTOPLAY Up Next In: 10 Pickup, Truck: A Pretentious Documentary A documentary for truck lovers and lovers of truck lovers. The Devil for President Campaign Ad Talking Classics Video Game Documentary Devil Boy Follow Browse Related Comments Vaguely Related Videos Vaguely Related Pics & Words Advertisement Tags: The Devil Came on Horseback first hand U.S. Marine Brian Steidle Journey into the Heart Advertisement


text:
Welcome to E-Books Directory
This is a freely downloadable e-book.
Understanding OSI by John Larmouth
Read this book online or download it here for free
Understanding OSI
by John Larmouth
Publisher: Prentice Hall 1995
Number of pages: 250
This text aims to provide an intelligent near-beginner (as far as OSI is concerned) with an understanding of Open Systems Interconnection (OSI). Some previous acquaintance with data communications as presented in the many text books on that broad subject would be useful. The book is aimed at the reader who is curious enough to ask: "Why is it that way? What advantages does that approach give? Might there be other or better ways?" This text is not an exposition of the technical detail of the OSI Standards. Rather it aims to explain why OSI is the shape it is, and to guide the reader in a critical examination of the OSI approach to specifying rules for computer communication (computer protocols).
|Science Books Online
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text: Hotel Ganga View Quick Specs Rates $81-$162 View Large Interactive Map Address 355 Haridwar RdRishikesh, India 249201 Web http://www.ellbeehotels.com/ganga-view-rishikesh/index.html Phone + 91 135-433169 Fax Toll-free Email firstname.lastname@example.com OverviewMeeting Specs Description Total Number of Rooms: 32Rates: $81-$103 Hotel Ganga View Location & NeighborhoodIn Rishikesh. Highway, Mountain. Hotel Ganga View Rates & PoliciesHotel Ganga View rates are Daily in USDStandard: $81-$103 Suite: $125-$162 (USD) Credit Cards Are AcceptedReservations must be guaranteed with a credit cardMeals: Continental Plan Nearby AirportsJolly Grant (9.50 miles northwest)Chandigarh (98.25 miles northwest)Simla (99 miles northwest)More Airports » Hotel Ganga View Room AmenitiesHotel Ganga View amenities are in All rooms unless noted otherwiseCoffeemakerRefrigeratorInternet Access (Wireless) Guest ServicesFree Onsite ParkingRoom ServiceWheelchair Access to Common/Public AreasCommon Area Internet Access (High Speed & Wireless) On-Site RecreationHealth Spa/Massage Hotel Ganga View Meeting Rooms & Events4 Meeting Rooms holding 270 people.2,300 sq ft of Meeting Space Hotel Ganga View Business ServicesBusiness CenterMeeting Room Internet Access (Wireless) Nearby Rishikesh Hotels More Nearby Hotels Rose Valley HotelFortune Resort Grace MussoorieInn and Suites HaridwarRadisson Blu Hotel HaridwarTulip Inn Mussoorie BarlowganjAnanda-In the HimalayasEllBee Ganga View HotelShree Badrish HotelHotel Ganges Rivera, Haridwar Hoteliers! Is your listing up to date? With over 130,000 hotels in our database, no other source compares to our depth of information. Click here to review and be sure the travel professional knows your hotel's latest details.


text:
(NAPSI)—Taking the battle out of bedtime may be less of a nightmare with the help of some pediatric sleep specialists.
For example, many parents don't know that some kids have trouble falling asleep because they are too tired, says Jennifer Waldburger, LCSW, one of the co-founders of Sleepy Planet.
Some children can become overtired and some parents may be trying to put them to bed too late. Most children need to go to bed between 7 and 8 p.m., and if they don't, they may become too stimulated.
Even with an early bedtime, many children may need some activity before bedtimesome games or playtime after dinnerto help them calm down.
If your child is still stalling, he or she may want to talk about something that is causing anxiety, such as their day at school. Offering kids some choices can help. Ask which pajamas they want to wear or which stories they want you to read.
A bedtime routine can be soothing, whether it's reading together or watching a show such as Pajanimals, a series co-produced by 24-hour preschool television channel Sprout, The Jim Henson Company, and Northern Irelands Sixteen South Television. Airing on Sprout in the U.S., the series was designed to help parents and caregivers establish a bedtime routine for their preschoolers. Waldburger and fellow co-founder of Sleepy Planet Jill Spivack lend their expertise to the bedtime themes and song lyrics that cover topics such as encouraging preschoolers to stay in bed, dealing with nightmares and missing your parents at night.
Pajanimals charactersSweetpea Sue the pony, the excitable duck Squacky, the creative cow CowBella and the optimistic puppy Apollowere designed by the world famous Oscar and Emmy Award-winning Jim Hensons Creature Shop.
Parents have told us that bedtime is one of the most challenging times of the day, said Andrew Beecham, senior vice president of programming at Sprout. This new full-length series provides loveable characters modeling the typical day-to-bedtime transitions that preschoolers encounter every day.
Puppets are a great way to connect with young children and encourage them to explore their fears and curiosity, said Lisa Henson, CEO of The Jim Henson Company.ʔThese cuddly friends welcome viewers to snuggle up for a story and a song.
For more information call 1.8.SPROUT.411 or go to www.SproutOnline.com.
On the Net:North American Precis Syndicate(NAPSI)


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NEW YORK (Mar. 11)
An intensive employment recruiting effort among qualified minority group college students, announced today by the Travellers Insurance Company of Hartford, Conn., will utilize the facilities of the Anti-Defamation League of B'nai B'rith. A memorandum from the company to ADL offices throughout the country indicated that the ADL will assist the company recruiters in helping identify schools with manpower potential which has not been successfully tapped, by suggesting ways of reaching and encouraging response from minority students and by acting as intermediaries, where such help may be necessary, particularly with Jewish students.
A statement by Sterling Tooker, president of Travellers, and Dore Schary, chairman of ADL. described the recruitment plan as an important step toward providing additional people with strong management potential in insurance companies. Mr. Tooker said the program would seek to reach elements which had regarded the insurance business as lacking in real career and management opportunities for them.


text:
Uncyclopedia:VFH/HowTo:Become Stupid in 21 days
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HowTo:Become Stupid in 21 days (history, logs) (feature) (remove)
|Article: HowTo:Become Stupid in 21 days
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All the references aboot the person called "Your Mom" made this article--Moonzeppelin MUN 00:42, 4 April 2008 (UTC)
Vote rigs teh awesome nom, for great feature Robertodole 01:50, 14 April 2008 (UTC)
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On the surface, Jason Kidd's jump from the Brooklyn Nets to the Milwaukee Bucks doesn't make a lot of sense. After a rough start, Kidd found his sea legs in the second half of the season, leading Brooklyn to the second round of the playoffs and establishing himself as a legitimate NBA head coach on a perennial playoff contender. Milwaukee, in contrast, is a perennial underachiever coming off a 15-win season that hasn't made the second round since 2001.
However, if you take a closer look at the environment surrounding both teams, you can see the logic behind Kidd's thinking. As he is undoubtedly aware, an NBA head coach is hired to be fired. No matter how successful a coach has been, they can lose their job at any time. The key is expectations and the appearance of forward progress - the Bucks have nowhere to go but up, the Nets have nowhere to go but down. For a young head coach, the choice is easy.
The Nets have far more talent than the Bucks and they will almost certainly be a better team over the next two seasons, but they don't have much room for growth. After trading three future first-round picks for Kevin Garnett and Paul Pierce, they went all-in last season, only to see their best player (Brook Lopez) go down in the first two months. Kidd responded admirably in changing their identity on fly, but the limits of the approach were exposed in the playoffs.
With Pierce and Garnett aging and no other ways to add talent to their roster beyond the free agent bargain bin, Brooklyn will need Mikhail Prokhorov to continue writing monstrous luxury tax checks just to stay in place. Even if Prokhorov doesn't tire of subsidizing half of the league, what's to stop him from looking at the coaching staff for an upgrade next off-season? Kidd only needs to look at Mark Jackson with the Golden State Warriors to see how quickly the knives come out.
Milwaukee, on the other hand, is an almost ideal situation for a young head coach. After bottoming out under the old regime, they have a new ownership group looking to start over and a promising young core to build around. Last season was a perfect storm of injuries, bad free agent signings and back luck. Even without a coaching change, they are almost certain to have a dead cat bounce and regress to the mean, which will give Kidd breathing room.
When you take a look at the elite young talent under contract, the Bucks situation going forward looks even more promising. Giannis Antetokounmpo and Jabari Parker are both under 20 and have as much upside as any two young players in the NBA. Just as important, their games complement each other, which will allow them to grow together over the next 3-5 years. They could be the best two players on an elite team and Kidd gets them at the ground floor.
After only one season, Giannis already looks like the steal of the 2013 draft and possibly its best all-around player. At 6'10 210 (and growing) with a 7'4 wingspan, he has a freakish combination of length, skill and athleticism that allows him to match up with multiple perimeter positions and impact the game in a number of ways. He's a franchise-type talent - if he had stayed an extra year in Greece, he could have been a Top 5 pick in this year's draft.
And while Giannis can defend and slash to the rim, Jabari can stretch the floor and command double teams on offense. The No. 2 pick in 2014, he is an elite prospect who was also one of the safest picks on the board. At 6'9 240 with a 7'0 wingspan, Jabari already has a high-level combination of athleticism, ball-handling, shooting and feel for the game. He averaged 19 points and 9 rebounds a game on 47% shooting at Duke and should be a ROY front-runner.
The big concern for Jabari comes on the defensive end, which is what makes Milwaukee such a good fit. Not only do they have Giannis to handle the tough defensive assignments on the perimeter, they have two quality rim protectors - Larry Sanders and John Henson - to play behind him. There are spacing issues with playing Sanders and Henson together, but they should combine to protect Jabari over 48 minutes and you can always trade an athletic 6'11+ player.
The Bucks current mix is far from perfect, but there is talent up and down the roster that can be moved around in order to better complement Jabari and Giannis. That will be what next season is all about - figuring out which combination of Sanders, Henson, Khris Middleton, Ersan Ilyasova, Ekpe Udoh, Brandon Knight and OJ Mayo is worth keeping around. No matter how it shakes out, they don't have the same type of cap-killing contracts as the Nets.
For Kidd, the plan is simple. Develop Giannis and Jabari, consolidate the peripheral talent around them and add another high lottery pick - preferably a two-way perimeter playmaker and shooter - next season. With a new Big Three and one of the Henson/Sanders duo upfront, Milwaukee isn't that far off from being a playoff contender and a long-term power in the Eastern Conference. They just need to add shooting and improve defensively over the next two years.
If Kidd plays it right, he can be the Scott Brooks to their version of the Oklahoma City Thunder North. Kidd's already proven he's a more flexible strategist than Brooks, so hitching his wagon to that type of young talent could give him nearly unparalleled job security. Throughout his long career in the NBA, Kidd has been the consummate survivor, one step ahead of the pitchforks and leaving disaster in his wake. His latest move could be his greatest escape yet.


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In developing this new electronic medical imaging exchange service, the eMix technology team selected an infrastructure solution from VMware. The choice was based on VMware's ability to quickly deliver a comprehensive solution for cloud computing.
The result: Using VMware's comprehensive portfolio cloud computing technologies, eMix accelerated the reliable delivery of its medical exam-sharing service. eMix also achieved greater infrastructure flexibility and lowered its IT, energy and real estate costs.
eMix, a business venture incubated by DR Systems, enables rapid, secure sharing of images and reports between disparate institutions and physicians via the Internet. It can also facilitate associating patient images to electronic medical records (EMRs) and patients' personal health records (PHRs). This interoperable technology eliminates the need for the provider facility to burn CDs, print films, and fax reports.
VMware and eMix have a shared vision for cloud computing as the future of healthcare enterprise IT infrastructure. Cloud computing is a virtual IT infrastructure that combines the controls and security of today's data center with the agility and security required for eMix's exam-sharing innovation, at substantially lower costs.
"We are pleased to expand our partnership with eMix," said Frank Nydam, Director of Healthcare Solutions for VMware. "This business alliance is leveraging our industry-leading cloud infrastructure technologies to deliver the cloud platform for eMix - helping them achieve greater levels of reliability and agility in an environment with the highest possible requirements for data security and availability."
About VMware
VMware delivers virtualization and cloud infrastructure solutions that enable IT organizations to energize businesses of all sizes. With the industry leading virtualization platform - VMware vSphere™ - customers rely on VMware to reduce capital and operating expenses, improve agility, ensure business continuity, strengthen security and go green. With 2009 revenues of $2 billion, more than 190,000 customers and 25,000 partners, VMware is the leader in virtualization which consistently ranks as a top priority among CIOs. VMware is headquartered in Silicon Valley with offices throughout the world and can be found online at www.vmware.com.
About eMix
eMix is a business venture incubated by DR Systems, one of the most respected names in healthcare information systems. Electronic Medical Information Exchange (eMix) is cloud-based technology developed for sharing medical imaging studies and reports between disparate healthcare facilities and physicians with the speed and simplicity of email. eMix will also facilitate the inclusion of patient images into electronic medical records (EMRs) and patients' personal healthcare records (PHRs).
The business-to-business capability of eMix will be followed with the launch of a patient portal for business-to-consumer data exchanges, as well as a long-term storage feature with highly flexible user-driven storage rules and options. For more information, visit www.eMix.com or call 877-EMIX-MED (877-364-9633).
About DR Systems
DR Systems is the leading independent provider of enterprise imaging and information management systems for integrated healthcare networks, hospitals, and diagnostic imaging centers. For more than 18 years, the company has helped over 600 hospitals and imaging center sites lower their cost of operation by improving management of patient information, eliminating ancillary IT systems and interfaces, and increasing workflow speed, while also providing better clinical quality and patient care.
For more information, call 800-794-5955, or visit www.drsys.com


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Compelling sound quality
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Dynamic Bass Boost maximises your music enjoyment by emphasising the bass content of the music throughout the range of volume settings - from low to high – at the touch of a button! Bottom-end bass frequencies usually get lost when the volume is set at a low level. To counteract this, Dynamic Bass Boost can be switched on to boost bass levels, so you can enjoy consistent sound even when you turn down the volume.
Colour-coded cables, clear labelling and easy to understand documentation mean you'll be up and running in minutes
Philips has used over 75 years' experience at the leading edge of audio to create PC audio products with the same performance as our award-winning home audio systems.
Philips invented the CD, led the team that wrote the USB audio specification and has produced millions of audio systems, home cinema sets and TVs over many decades. As a leader in audio innovation, you can trust Philips to make PC sound systems of the highest sound quality.
All types of music, games, films and Internet audio sources can be played, so no matter what you want to hear, we make your multimedia experiences sound more involving than ever.
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Because the powerful magnets in speaker drivers are magnetically shielded, there is no danger of image distortion or damage when placed close to your PC monitor screen.


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Christmas is a time of traditional values and of enjoyment, a time when sharing the occasion is something to be cherished. All these seasonal traits will come together in a festive sporting fixture to be played out at Sardis Road on Boxing Day… Pontypridd versus Cardiff.
This derby encounter between two age old sporting rivals has it all – a history that lives in the collective memory, a guarantee of high drama on the present day and the perpetuation of a fierce tribalism into the future. Its what Welsh Rugby is really all about.
After the stay-at-home excesses of Christmas Day, there can be no better remedy than to take a trip to the House of Pain on the Feast of Stephen, draw a large intake of fresh air and shout your team on to a famous victory. The best Christmas present that any Ponty supporter could wish for… a win against the big city rivals.
Sardis Road will be rocking on Boxing Day – the venue for a festive firecracker of a fixture. Make sure you're there to join in the celebration of a true rugby tradition.
**Trim up for the Boxing Day bonanza at Sardis Road! Supporters are invited to turn up for the Cardiff game in festive attire - wear your santa hats, your reindeer antlers, your glowing Rudolph noses, even your Christmas present snowman jumpers! Let's all get in a merry mood for the big derby match!**
Web by Infonia


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NEW YORK — Wal-Mart Stores Inc., the world's largest retailer, said Tuesday that it is rolling out a three-part plan to help jumpstart the sluggish U.S. economy.
The plan includes hiring more than 100,000 veterans in the next five years, spending $50 billion to buy more American-made merchandise in the next 10 years and helping its part-time workers move into full-time positions.
Wal-Mart is the biggest private employer in the U.S. with 1.4 million workers here.
The move comes as Wal-Mart tries to bolster its image. The company, which often is criticized for its low-paying jobs and buying habits in the U.S., recently has faced allegations that it made bribes in Mexico and calls for better safety oversight after a deadly fire at a Bangladesh factory that supplies its clothes. Wal-Mart said its initiatives are unrelated to those events, but rather are meant to highlight that companies don't have to wait for lawmakers in Washington, D.C., to fix the economy.
"We've developed a national paralysis that's driven by all of us waiting for someone else to do something," Bill Simon, president and CEO of Wal-Mart's U.S. business, said Tuesday at an annual retail industry convention in New York. "The beauty of the private sector is that we don't have to win an election, convince Congress or pass a bill to do what we think is right. We can simply move forward, doing what we know is right."
Any changes that Wal-Mart makes to its hiring and buying practices garner lots of attention because of the company's massive size. With $444 billion in annual revenue, Wal-Mart would rank among the largest economies in the world if it were a country. But critics say the changes amount to a drop in the bucket for the behemoth, and they question whether Wal-Mart's initiatives will have a major impact on the U.S. economy.
The centerpiece of Wal-Mart's plan is a pledge to hire veterans, many of who have had a particularly difficult time finding work after coming home from Afghanistan and Iraq. The unemployment rate for veterans who served in Iraq or Afghanistan stood at 10.8 percent in December, compared with the overall unemployment rate of 7.8 percent.
Wal-Mart said it plans to hire every veteran who wants a job and has been honorably discharged in the first 12 months off active duty in Wal-Mart's stores or in its Sam's Club locations, its headquarters, based in Bentonville, Ark., or the company's distribution centers.
In addition to hiring veterans, Wal-Mart plans to spend $50 billion to buy more products made in the U.S. over the next 10 years. According to data from Wal-Mart's suppliers, items that are made, sourced or grown in the U.S. account for about two-thirds of the company's spending on products for its U.S. business.
Wal-Mart said it plans to focus on buying more in areas such as sporting goods, fashion basics, storage products, games and paper products. The commitment comes as economics are changing for making goods overseas: Labor costs are rising in Asia, while oil and transportation costs are high and increasingly uncertain.
Even with the additional $5 billion that Wal-Mart plans to spend each year — the breakdown of $50 billion over five years — the amount that the company will spend each year on buying goods in the U.S. will only account for 2 percent of its total spending in the country. In the fiscal year that ended in January 2012, Wal-Mart bought $238.8 billion in goods for its U.S. stores.
"They sound impressive when you first hear the numbers but when you begin to look at them, it's a very tiny scale that doesn't add up to much," said Stacy Mitchell, senior researcher at the Institute for Local Self Reliance, a nonprofit national research organization.
The final piece of Wal-Mart's plan is to help part-time Wal-Mart workers transition into full-time employment if they desire. Among the strategies, Wal-Mart said it will make sure that its part-time workers have "first shot" at the full-time job openings in the stores in their area.
About 75 percent of its store management start as salespeople, who earn an average of $12.47 hourly. Managers, the company said, can make an average of $50,000 to $170,000 a year.


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West Virginia University athletic director Oliver Luck is a man seemingly always on the move.
Last week he was in Irving, Texas, participating in the Big 12 meetings at the Four Seasons Resort and Club.
Over the weekend, he was in Washington, taking part in a youth concussion summit called by President Obama.
Then, on Thursday, Luck was in southern West Virginia, stopping both in Charleston for the annual WVU Classic and then in Boone County for a speaking engagement.
It's a busy time for the AD. It's a contentious time for him. (See ongoing lawsuit of West Virginia Radio Corp.) But it also must be a fascinating time for him.
Revert to his stop of last week. Most of the headlines from the Big 12 meetings centered on the league's announcement that it would divvy up $220 million to its schools from the 2013-14 academic year.
More interesting, though, were the steps taken toward autonomy for the five power conferences, which also include the Big Ten, ACC, Pac-12 and SEC.
"It was a meeting of presidents and ADs," Luck said. "Governance was a big issue. The question really is, if you want autonomy then what will you do with it? For example, on the issue of stipends, how will that work? Will there be health care after our student-athletes graduate? It's pretty clear there will be autonomy, but we began to deal with what that means."
A vote is to be taken in August on whether the full NCAA body will grant that to the power conferences. It's the cleanest solution. It probably will pass. If not, though, SEC commissioner Mike Slive has issued a warning.
"If it doesn't pass, the next move would be to go to a Division IV," Slive said at the end of his league's meetings. "It's not something we want to do."
The quote certainly didn't sit well with Central Florida coach George O'Leary, whose Knights are in the American Athletic Conference.
"They sound like the South during the Civil War," O'Leary told the Orlando Sentinel. "If they don't get their way, they're going to secede and start their own country. ... I think college football is in real trouble."
"The discussion of being in a completely different group with our own governing body is, I think, pretty radical," Luck said. "I think most of us want to stay under the NCAA umbrella. I do think, though, there will be autonomy."
Whether college football is "in real trouble" or not is a debate for another day. What is obvious, though, is this: Athletics are changing.
"Because of the [Ed] O'Bannon [lawsuit versus the NCAA] we may have to allow athletes to profit from their likenesses," Luck said. "You could have a Geno Smith making money from a football card."
That's exactly what could happen. Different models have been discussed over compensating athletes. Funds could be channeled to performer-rights companies and disbursed to athletes. An open market could be unleashed in which schools offer contracts to athletes.
But what seems the most likely is a move to an Olympic model in which college athletes aren't paid, but can make money on the side via autograph signings, commercials, endorsements and the like.
Switching gears, let's take a look at Luck's trip to D.C. Not only was the NCAA represented at the summit, but all of the nation's professional leagues as well as those from youth organizations like Pop Warner. President Obama announced a $30 million joint research effort on concussions to be carried out by the NCAA and the Defense Department. (Many soldiers, especially in training, are likewise experiencing the syndrome.)
Luck said our culture that challenges kids to play through injuries has to change.
"I'd advise parents to be aware of concussions," Luck said. "It's real. A headache could be a concussion."
On Thursday, though, the athletic director was hitting Berry Hills for the Classic. And if you don't think even that event is changing, well, you haven't seen its full name: the WVU Classic presented by MedExpress. The Mountaineer Athletic Club fundraising function included a Thursday fashion show and "Classic Cocktails," i.e. a golf pairings party. Today a round-robin tennis tournament will be held as well as the maypole activity: the golf tournament.
"It's always a nice event," Luck said.
And these are more than interesting times for the AD.
Reach Mitch Vingle at 304-348-4827, email@example.com or follow him at twitter.com/MitchVingle.


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7 May 2011
"Enough" - a book by John Naish
I couldn't put this book down and all the way through was saying, "yes, spot on" again and again and again. Having read the book I doubt any of us will instantly change our ways, but just maybe we will reflect on our culture and modus operandi and think a bit more carefully about what is REALLY important in our lives.
The book is not a dull, environmentalist tome. Rather it is full of humour and light-heartedness. A truly excellent read for western man in the 21st century. I suspect this book will be seen in years to come as the book that woke us up and brought us to our senses in much the way that Rachael Carson's "Silent Spring" did back in the 1960s.
6 comments:
- ed said...
Roger, Did it make you want to go out and buy some more books, or build some more radios or antennas?
- Sat May 07, 11:35:00 pm GMT+1
- Paul PC4T said...
Hi Roger, it looks like an interesting book. I hope there will be a translation in the future. I try to count my blessings, try to be aware of all the good things life brings to me. And indeed, enough is enough. 73 Paul
- Sun May 08, 06:01:00 am GMT+1
- Julian said...
Hmm. I'm sure the author has a point, but I can't even convince myself I have enough radios, never mind other stuff.
- Sun May 08, 09:40:00 am GMT+1
- Michael, AA1TJ said...
FB Roger and thank you.
You've heard it said there are no luggage racks in hearses. Not so long ago I heard an older, supposedly Jewish, aphorism that says funeral shrouds don't come with pockets.
To my mind we don't own material things, but those things can, and often do, own us.
What we do own is our love, our honor and our self-respect. Everything else is rented and nothing that is truly important in life comes with a bar code.
"All my possessions for a moment of time." Elizabeth I
Best wishes, Mike
- Sun May 08, 04:32:00 pm GMT+1
What if a man in the 10th century named Roger said, "enough with the striving for better and more, we have enough already!"; and everyone followed blindly...
Would we have saves billions of lives through the art and science of modern medicine? Would we have freedom of speech and religion? Would we be able to fly? Would we ever walk on the moon?
Do not fall spellbound by the beating drum of anti-Capitalism; lest it render us asunder.
73's, David WB4ONA
- Wed May 11, 02:41:00 am GMT+1
- Roger G3XBM said...
David this is not an anti-capitalist book. I agree with your comments but there is something amiss with a society that depends on pointless waste to function. We need new inventions and ideas and always will, but there is a point when consumption for consumption's sake has to be questioned. Read the book and let me know what you think. BTW thanks for the comment.
- Wed May 11, 01:50:00 pm GMT+1


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An ultra special vodka, uniquely smooth and elegant. Vodka distilled five times, one time with an old copper still for smoothness. Only select rye grains are used.
Country: POLAND
Varietal: VODKA


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Michelle Dunne
Jeffrey Brown talks with Nancy Youssef of McClatchy Newspapers in Cairo, Michelle Dunne of the Atlantic Council and Samer Shehata of the University of Oklahoma about what led up to the dramatic power shift in Egypt, how Egyptians are responding to the removal of former President Mohammed Morsi and what's next for the military. Continue reading
Effective July 1, subsidized Stafford loan rates doubled from 3.4 to 6.8 percent, increasing costs for lower- to middle-income students. Gwen Ifill talks to New America Foundation's Kevin Carey and Anne Johnson of the Center for American Progress on whether Congress will propose long-term solutions to curb growing college debt. Continue reading
An outpouring of dissent by millions of Egyptians prompted a threat of intervention by the Supreme Military Council. Michele Dunne of the Atlantic Council and Hussein Ibish, a Middle East commentator, join Margaret Warner to discuss the protests, the military's ultimatum and what it all means for Egypt and the United States. Continue reading


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27 April 2012
The Panthers decided to play it safe and take the best guy available in LB Luke Kuechly in the first round, which was a fantastic selection but there are still other needs which need to be addressed. Fortunately for the Panthers, there were some teams that reached in the first round, leaving some very talented players still on the board and Carolina could easily grab one of them with their second round pick.
The way that I see it, the Panthers have big needs at defensive tackle, defensive tackle (for pass rush), corner back and wide receiver and they can take steps to filling those holes with their pick at #40. Who are the players available right now? We will take a look at some of them after the jump.
To make things easier on the eyes, I'll break things down by position
Defensive Tackle
Brandon Thompson, Clemson - Thompson is an excellent run-stuffer and would immediately be an upgrade over just about anyone who the Panthers played at defensive tackle last season. He is quick off the line of scrimmage and has little trouble fighting off blockers to get to the ball-carrier. The issue with Thompson is that he isn't the best at rushing the passer and might not fit into the Panthers current scheme. Should the Panthers move to a 3-4, Thompson's role would be limited to holding off blockers and taking away his best asset, which is stopping the run. This is a moot point if they stick with the 4-3, but that is uncertain right now.
Devon Still, Penn State - There were many people who had Still going in the first round, but he eventually fell out of in favor of more superior players. It is hard to say that Still wouldn't be a great addition to the Panthers, though. He is a superb pass-rusher, has the ability to play at defensive end and has unreal strength & athleticism. If I was Marty Hurney, I would have Still on the top of my board because he fills a need, is versatile and was nothing but impressive in college. The one drawback is that he might be a better fit as a linebacker in a 3-4, which would put Carolina back to where they started with a hole to fill at DT. Still would at least contribute to the pass rush if anything and lord knows that area needs help.
Jerel Worthy, Michigan St.- Worthy is a proven talent at Michigan St, as he has been their top defensive tackle for the past three seasons. He has the size, strength and athleticism to be a top DT in the NFL, but consistency is an issue with him. After dominating the Big 10 for a few seasons, Worthy had an off-year in 2011 and it caused him to drop on a lot of people's draft boards. The potential is there, though and it's not just raw athleticism (*cough*Dontari Poe*cough*), Worthy has shown in games that he can be a great player but he hasn't been able to do it on a consistent basis.
Kendall Reyes, UCONN - Reyes has been a solid run defender and pass rusher at UCONN for the past couple of seasons and has also shown the ability to be effective in different schemes. His ceiling isn't as high as some of the other defensive tackles that might be available, but his versatility has to make him an attractive option to Ron Rivera and Sean McDermott.
Billy Winn, Boise St. - Winn is rated very high on NFL.com, and his ability to rush the passer effectively might be something the Panthers will look for. He isn't nearly as talented as the other names above, so he will likely be passed over but it's worth throwing his name out there.
Corner Backs
Janoris Jenkins, North Alabama - Thought by many to be a first round pick and one of the best defensive backs in this draft, Jenkins is still without a team on day 2. His character issues and off-the-field problems have a lot of teams staying away from him but it is hard to question his talent. He excelled as a shutdown corner at Florida during his first three seasons there and has the tools to do the same in the NFL. He ended up playing his senior year at Northern Alabama against weaker competition, but his performance at the Senior Bowl showed that he could definitely hang with tougher opponents. The question is whether or not the Panthers want to take a chance on a player with a lot of problems off-the-field.
Jayron Hosely, Virginia Tech - Hosely has terrific speed and coverage skills which could make him a solid #1-2 corner in the NFL. The problem with him is that he is not the biggest player out there and can easily be taken advantage of by bigger receivers. He managed to hold his ground well against some bigger opponents in the ACC, but can he do the same in the NFL?
Wide Receivers
Stephen Hill, Georgia Tech - The Panthers had one of the most dynamic offenses in the NFL last season and they can add another dimension to it by adding a weapon like Hill. At 6'4", Hill is a big target and his speed is a force to be reckoned with. Cam Newton is the type of QB who can make his receivers better, so adding a talent like Hill will make Carolina's offense even more dangerous than it is right now. He isn't Calvin Johnson, but he could turn into a #1 receiver sometime in his career.
Reuben Randle, LSU - Randle does just about everything well. He runs good routes, has solid hands and isn't a bad run blocker either. He appears to be a very safe option for teams looking for a receiver. Carolina definitely would benefit from having a player like him, but they have a similar player in Brandon LaFell already on the team. While Randle's ceiling appears to be higher than LaFell's, most of his characteristics are similar to that of a possession receiver rather than a deep threat.
Alshon Jeffrey - Jeffrey is a big man who should be a huge threat for any team's red zone offense. Carolina has struggled in that area over the last few years, so having a big target like Jeffrey would be a great addition. Jeffrey was projected to be a top-end pick sometime last year but his stock has fallen a lot recently. It has been said that he's been out of shape and hasn't been training hard enough, which is a problem when you rely more on physical play than speed as a receiver.
Brian Quick, Appalachian State - Similar to Jeffrey, Quick has good size and should be a threat in the red zone. He also has the speed and potential to be a good #2 receiver in the NFL, so I wouldn't dismiss the idea of the Panthers being interested in him. However, I do think there will likely be better players available when the Panthers are ready to make their pick later tonight.
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Seem to be having a problem with the site at the moment. We have sent out quite a few campaigns today which were all fine. We can't send out another campaign as we are getting this error message
Secure Connection Failed
An error occurred during a connection to secure.campaignmonitor.com.
Peer's Certificate has been revoked.
(Error code: sec_error_revoked_certificate)
The page you are trying to view can not be shown because the authenticity of the
received data could not be verified.
* Please contact the web site owners to inform them of this problem.
Is anyone having a similar problem? Thats in FF3 and IE7.
Today we did replace our secure certificate before it expired, but it appears certain browsers and users are receiving this error. We're looking into it right now and should have it resolved shortly. Sorry for the trouble!
Hi HD, thanks again for posting about this, the issue has now been resolved and you shouldn't have a problem making a payment. Thanks so much for your patience.
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Take CableTV.com's Advice and Make DIRECTV Your Next TV Service Provider
Looking for a new TV service? We've researched cable companies and other
paid television services available in your area to help you make an informed purchasing decision. Independent consumer surveys rate DIRECTV as the best TV service
provider among satellite TV or cable companies in Hilo, HI.
When choosing a cable package, remember that price is only one small part of what makes a provider the best cable company in Hilo, Hawaii. That's why we've compiled info on the highest rated providers available in Hilo—so you can compare and contrast the number of channels and other features offered by each company. Every cable package has its pros and cons. Most providers can deliver the major networks, but TV packages in Hilo may offer a different selection of smaller channels than you'd get with a similar package in another city. If you want to catch every Seattle Seahawks or Vulcans game, for instance, the ideal choice for you might be a premier package. Whatever your viewing needs, we'll make sure you're aware of all your options.
Two of the most important factors when choosing a TV provider are customer service and reliability, which are both accounted for in the ratings featured on CableTV.com. And when you use our recommendations, you can gain peace of mind, knowing you've chosen a cable company in Hilo, HI that offers both reliable service and a positive customer experience.


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For the Cheapest Rental Car deals in California, our competitive prices we offer are the best on the web. If you are alone or part of a larger party, we can compare both Automatic and Manual Transmission vehicles to suit your needs. The moment you get to California you may wish to collect a Mini Van, a Luxury Cruiser or a Low Cost Run About? The right Car Rental choice for you is available, so you can relax and enjoy driving in California, USA.
When you make a reservation to collect, it's good to know you're Renting A Car from a great company. We search for Low Cost Prices from trusted suppliers, such as Avis, Enterprise and Alamo, that attain the highest levels of safety, along with quality and cleanliness. When your online booking is complete, you can relax, knowing you'll be picking up a great Rental Car in California, and you can focus on more important matters.
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THE long fingers of spying can reach back many years and stretch across many countries as Bill Gages finds out two decades after he was as a boy innocently involved in a spying operation in Vienna.
An anonymous note, recalling that earlier time, leads him back into the past through continuous hints using quotes from a variety of spy novels as to what was the truth which has parallels in the present.
It is an intriguing way to develop a story that is full of twists and turns and the unexpected. But Dan Fesperman handles it extremely well to keep the reader interested and wanting to find out whether Bill Gages uncovers the truth of the past, to what extent it involved his girlfriend Litzi Strauss and how much his father was part of the spying world.
This is one of the best spy novels to be published for some time.


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Do you like explosions? Do you like Michael Bay EXPLOSIONS!?!?!? Do you like Call of Duty? Then you'll want to watch this video after the break showing what Call of Duty Elite can do for you! It's about studying maps, getting the DLC before anyone else gets them, and getting bonuses for your clan! It's a lot of SHOUTING AND EXPLOSIONS!!!!! What else could you want, n00b?
- Games: Call of Duty: Modern Warfare 3
- Developers: Infinity Ward
- Publishers: Activision-Blizzard


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RCI Considering Changes To Tipping Policy
View Single Post
Join Date: Sep 2007
Posts: 437
hi guys, from an Irish point of view, tipping just isnt standard in Ireland, well thats not correct it would be for an evening meal but most certainly not for a taxi or God forbid in a bar!!! The minimum wage here is 8.65 euro per hour. And I would think that alot of people in bars here would be on more than that. It actually might be no harm to have a lesser wage and let the barman 'earn' his wages by being courteous etc.
While on our cruises I of course tipped the staff and gave extra to our waitress who was the nicest person to us, she was so accommodating and nothing was ever a problem. I think the head waiter does NOTHING and even though I tipped him out of guilt I wouldnt tip him again to be honest. He just waltzs around and I felt we got way more attention from our waiting staff.
So in short tipping is not customary in Ireland or the UK, however it is tradion to do it in the USA. However after an evening meal most if not all Irish would tip something.
Its just one of those things, and the Irish taxi drivers would nt expect a tip, they get quite a hard time here actually and they're always complaining, Im just back from a short trip to the UK and the taxi drivers were so nice, got out of the cars opened the door, put my bag in the boot, and then at the end of the journey took out my bag again, really nice fellas - you wouldnt get an Irish taxi driver doing that! He'll just talk and talk and talk and talk....
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As a blogger, I take in a lot of content from fellow style bloggers. Most of that content is too good to keep to myself. I wrote about a few of my favorite fashion bloggers a few years ago and since then, I've added/replaced some of them. To me, these personal style bloggers do a great job not only with their personal style but being able to let their personalities shine through as well. There's only so many style blogs you can read before your eyes cross from seeing the same trend and handbag on every blogger's page. Then there are style bloggers whose life stories are interwoven beautifully into their posts, making the visit to their site a pleasant one.
7 Female Style Bloggers You Should Know
1. Frédérique Tietcheu, I Go By Frankie: I'll be honest…In my head, I dress like Carrie Bradshaw. But really, I dress like a school teacher who's rebelling. Frédérique, aka Frankie, is like Carrie Bradshaw in the 70s. Something about her smile seems purely genuine through her photos. This Parisian is funky-fab and I can dig it. (Photo via I Go By Frankie)


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Chris Pagan Photography Photographer
Corey SabaModel Male Fairfax, Virginia, US
My Website: Facebook me!
Mayhem # 277620
About Me
My name is Corey Saba, and I'm currently living in the Washington D.C. area. I'm in school full time but would love to take advantage of great modeling proposals. I'm of Lebanese/Italian ethnicity, outgoing, and open to meeting new people and friends 24/7! Feel free to message me*
I'm agency represented, so please contact for booking information. I look forward to working together. www.ryansagencyformodels.com
Have you worked with Corey Saba? Add Credits for Corey Saba! >>
Credit Notes
-I praise God for everything that I have experienced in my life-
Chris Pagan Photography Photographer
Glynn_Jack... Clothing Designer
YPS Photographer
Nik Flores Model
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Everything online journalists need to protect their legal rights. This free resource culls from all Reporters Committee resources and includes exclusive content on digital media law issues.
An amendment to Connecticut open record laws now allows state agencies to refuse to release records which are covered by a legal confidentiality privilege, regardless of whether such a privilege existed when the materials were created. For example, agencies may refuse to release records containing communications which are protected from disclosure by the doctor-patient or therapist-patient privileges.
Previously, Exemption 10 to the Connecticut open records law allowed agencies to withhold, among other things, records which are covered by only one privilege: the one between attorneys and their clients. The amendment expands this language to include records which fall under other privileges, such as those existing between doctor-patient and therapist-patient. However, the amendment also exempts records covered by "any other privilege established by the common law or the general statutes," and even those "made prior to the establishment of the applicable privilege."
"It's an avalanche on historical study," said Matthew Warshauer, Professor of History at Central Connecticut State University and co-chair of the Connecticut Civil War Commemoration Commission."Every historian will not gain access to certain information because of that amendment because it's so broadly worded. It will hit every social historian, religious historian, legal historian, medical historian."
Tom Hennick, Public Information Officer for Connecticut's Freedom of Information Commission, explained that the amendment was "snuck in" during the final 48 hours of the legislative session, an act which he said "leaves a bad taste in your mouth legislatively." He said the amendment "creates an incredible retroactivity," as a record which would now be covered by a legal privilege could be withheld even if the record pre-dated the existence of the privilege.
One person whose job is already being affected by the amendment, Connecticut State Librarian Kendall Wiggin, said a problem with the language of the amendment is that its scope is unclear. "At the moment we're going to basically shut off access to quite a few categories of records," he said, as it is "not clear as to how the law will really affect them until we get a better clarification."
James Siemianowski, Public Information Officer for Connecticut's Department of Mental Health and Addiction Services, said the amendment gives patients seeking treatment in public hospitals the same level of confidentiality as those who go to private hospitals. The Department unsuccessfully pursued a similar amendment earlier this year after the state's Freedom of Information Commission ordered it to release records documenting Civil War soldiers' post-traumatic stress disorder to Warshauer in 2010. However, he said the language in the enacted law is "broader than what [the Department] originally had proposed."
Hennick said the important thing to remember now is that this law is one of Connecticut's permissive exemptions; that is, if an agency believes the public's best interest would best be served by the release of documents that fall into the exemption, then the agency can choose to release them.


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Val Thorens snow report 05.02.2013
Here is the latest snow report from our team in Val Thorens.
There is 310cm of snow at the top of the Val Thorens ski area with 180cm in resort. The last snowfall was on Monday when 3cm fell.
All 80 ski runs are open in Val Thorens with all 30 of the ski lifts open also.
For the very first time this season we have over THREE metres of snow resting at the top peak of Val Thorens. Despite temperatures reaching as low as -15 the skiing is still close to perfect. Many of the locals have commented that they can't recall there being this much snow within the last decade. The weather forecast for Tuesday, Wednesday and Thursday promises to bring even more snow and we are looking at a record breaking February in terms of snowfall. At the highest peak in resort, the top of the Cime de Caron telesiege, Free Ride Café are offering free Bordeaux wine tasting from 11am onwards and all are welcome. For those daring enough to try out the 6km tobogganing run, there is a special twilight session held on Wednesday, Thursday and Friday evenings between 5 and 6pm this week. Hilarity will ensue!


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True freshman Jared Poché pitched a six-inning shutout, Andrew Stevenson had a three-hit outing and freshman second baseman Kramer Robertson put on a defensive show in LSU's 6-0 win over Grambling on Sunday at Alex Box Stadium.
Poché, a Lutcher native in his first college start, faced the minimum in four innings, allowed four hits and struck out three.
LSU (3-0) had nine hits, scored in four different innings and capped its three-game, season-opening weekend with its first blowout of the year over a team picked to finish last in the SWAC Western Division.
The Tigers started four true freshmen: Poché, third baseman Danny Zardon, Robertson and Dakota Dean as the designated hitter.
Robertson, who is the son of Baylo women's basketball coach Kim Mulkey, shined. He reached base in his first three appearances and made a host of web gems.
The best came in the third inning. Robertson made a sliding grab at the wall in right field while on his back.
The crowd – an announced 5,832 – roared its approval for the freshman. Robertson also scored three runs, including one on a steal. He turned a double play with shortstop Alex Bregman and made a backhand, on-the-run catch on a blooper in the sixth.
Stevenson, batting leadoff in place of Sean McMullen, opened the game with three hits, his first career three-hit game. First baseman Chris Chinea had LSU's first home run of the season, a screaming line drive just over the left field wall in the seventh inning.
LSU used five pitchers. The only real trouble came in the sixth inning. Poché allowed back to back hits to lead off the frame. He had a runner on third with one out and got out of the jam with a strikeout and groundout.
The Tigers play at Southeastern Louisiana on Wednesday.


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The Clam series of stable motor launches brings the ease and pleasure of motor boating to the Cornish Crabber brand. Ranging from 17' to 22' the Clam series are beautifully finished to the same incredibly high standard expected from Cornish Crabbers.
This boat is in Rock
Length over deck 19'3
Length waterline 17'7
Beam 7'2
Draught 1'6
Displacement 2350 lbs
Towing weight 3300 lbs
Engine Yanmar 9hp
RCD category C
The Company offers the details of this vessel in good faith but cannot guarantee or warrant the accuracy of this information nor warrant the condition of the vessel. A buyer should instruct his agents, or his surveyors, to investigate such details as the buyer desires validated. This vessel is offered subject to prior sale, price change, or withdrawal without notice.
Wadebridge, Cornwall, Cornwall PL27 6NT
United Kingdom


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05 Aug, 2009
California Pizza Kitchen Crispy Thin BBQ Pizza
Posted by: Would I Buy It Again
My first purchase of CPK from the freezer case and I was very disappointed. Very bland, dry and the crust didn't get crispy at the recommend cook time. I ended up overcooking it just a bit since the crust was still soggy. I put it right on the rack as well.
High end ingredients didn't pay off, smoked gouda?!?!?… there was no trace. There was very little BBQ sauce, but what I did taste was neither sweet or spicy. However, there was a good amount of chicken and red onion.
Also, the thin crust was not very filling. Average appetites could easily finish this entire pizza. I was disappointed by this sub par pizza. For a premium brand, it was pretty weak. I would not buy this again.
Nutrition Facts:
Serving Size: 1/3 pizza (133g)
Calories: 290
Calories from Fat: 80
Total Fat: 9g
Saturated Fat: 4g
Trans Fat: 0.5g
Cholesterol: 30mg
Sodium: 560mg
Total Carb: 35g
Dietary Fiber: 2g
Sugars: 7g
Protein: 17g
Price: $6.25
FreezerBurns is a video frozen food review show on a mission to deliver you real in-depth frozen food reviews and to make frozen entrees even better with fresh ingredients. Gregory Ng is the Frozen Food Master and acts as frozen food chef, critic, and guinea pig.
Follow Freezerburns on Twitter: http://www.twitter.com/freezerburns
Like Freezerburns on Facebook: http://facebook.freezerburns.com
Download the Freezerburns iPhone App: http://app.freezerburns.com
Buy Freezerburns merch: http://freezerburns.spreadshirt.com


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The Colorado Oil and Gas Conservation Commission's (COGCC) new groundwater regulations do not meet the balance between responsible energy development and environmental stewardship, a spokesperson for the Colorado Oil & Gas Association (COGA) told Rigzone Tuesday.
"Colorado has implemented a number of successful basin-specific water testing programs, including a statewide voluntary groundwater monitoring program that begin in January 2012," said Doug Flanders, director of policy and external affairs for COGA. "A new rule should have built off of these successes without unnecessarily hampering energy development with excessive and unnecessary requirements."
The new rule, approved Monday, will require operators to sample nearby water wells both before and after drilling activities as a way to provide assurance that water supplies are not affected by energy development and identify potential problems in the very rare instances of impact. At present, only two other states have mandatory groundwater programs in place, and no other U.S. state requires operators to take post-drilling water samples, the COGCC said in a statement Monday.
The rules will require operators to sample up to four water wells within one-half mile of a new oil and gas prior before drilling begins, and two more samples of each well between six and 12 months and again between five and six years.
Operators in the Greater Wattenberg area of northeastern Colorado will be required to sample one water well per quarter section before and after drilling. The rule is adjusted in this area due to the combination of energy development, agriculture and other industrial and residential use in the area.
The state program will exist alongside a Weld County-led program that provides water well testing to any well owner requesting it.
The rules will generate data needed to help regulators determine whether oil and gas activities have impacted drinking water or whether other factors could be affecting groundwater, COGGC said. The new rules follow a successful year-long voluntary sampling program designed by operators and regulators.
COGA supported a mandatory groundwater sampling alternate plan in which operators would have had to sample three wells up to one-half mile and to the extent allowed, sample locations would be chosen in different radial directions from the well or multi-well site. The plan would have required one sample taken before and after completion, deferred changes to the Greater Wattenberg area testing for later consideration or adopt a proposal for one test per operator per section, both before and after drilling.
This alternate plan would be binding with respect to any local regulation that stands in operational conflict with its provisions, and the installation of groundwater monitoring wells would not be required, Flanders said.
If Colorado's statewide voluntary testing program had been converted to a mandatory program, "Colorado would have been one of the most comprehensive water programs in the country, significantly exceeding many other water sampling requirements in the country in both scientific rigor and transparency," Flanders noted.
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Generated by readers, the comments included herein do not reflect the views and opinions of Rigzone. All comments are subject to editorial review. Off-topic, inappropriate or insulting comments will be removed.
Bob Willsie | Jan. 9, 2013I would think operators would want to do this anyway as a "CYA." Even if it costs $1K per existing water well for testing, being able to prove pre-existing conditions would be well worth that expense.
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Directed by Kim Jeong-min (김정민)
Screenplay by Do Soon-ah (도순아), Kim Jeong-min (김정민)98min | Release date in South Korea : 2008/08/14
Yoo-jin is a single girl with lots of boyfriends. One morning she wakes up and finds herself in a hotel room with a faint memory of having slept with a man in the previous night. She had a wild party and got drunk to the point where she couldnt tell whom she was with, so she makes a list of several potential suspects. Cheol-jin was among them, who has been one of her best friends since college, but shes convinced that it couldnt be him because hes too shy for anything like that. So then who else could it be? Still up in the air, shes lost on the incident and then happens to meet her first love, Seok-kyu to be appalled to find out
Watch NowOn DramaFever if available
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text: I have just bought 2001 VW Bora 1.9 TDI Sport and the seller said it is 115bhp with usual VW Sport extras on it. But as I log on to the internet for insurance quote for my new car, I put the reg number on it and it's show my car as 130bhp 1.9 TDi pb Sport?? Can anyone can be able to identify the engine power output? My log book was sent off and I didn't read it properly...d'oh at me!! Thanks Sean


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Lambda Chi Dark Green Ultimate Hat by The Game®
As low as $20.95! See quantity discounts below.
Our Ultimate Hat by The Game® is a Campus Classics exclusive. Custom designed, this one of a kind hat features raised 3D letters in The Game® trademarked 3 bar design on the front and a woven flag label and adjustable strap on the back. The relaxed fit and garment washed twill will make this your new favorite hat!
Below are the available bulk discount rates for each individual item when you purchase a certain amount
- Buy 4 - 9 and get $1.00 off
- Buy 10 - 19 and get $2.00 off
- Buy 20 or above and get $3.00 off
Product Reviews
Great birthday gift
Posted by Unknown on Nov 14th 2016
Purchased for my daughter's boyfriend,as a birthday present. He loved it, said it was a nice hat.
Ultimate indeed!
Posted by Unknown on Nov 6th 2015
this hat was a gift for my son. He was very happy with it. The stitching is great and the flag on the back is a nice touch!


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Science in the Service of Politicians
Isolating themselves from Israeli research can hardly be worth the 'political points' the Brussels bureaucrats thought they might score by censuring Israel.
To the EU bureaucrats in Brussels it must surely seem like a victory. They have succeeded in imposing on Israel their demand that...
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