text:
Le Royal Kraft
Gopalapuram, Chennai, Tamil Nadu
GST No. 33AHBPA5507G1Z1
Approx. Rs 1,200 / Piece Get Latest Price
|Golden, White
|Alabaster Marble
|Polished, Painted
|Carved Statue
|Product Type
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|Minimum Order Quantity
|01 Piece
|Le Royal Kraft


text:
Twitter Log: 2007-04-06
- Time to exercise and play Sims 2. Just got it today and it's looking like it will be a fun game! #
- Almost finished exercising. I haven't decided what I think about Sims 2 for the DS yet. #
- Crocheting an iPod cozy for my Nano. It will match my watch. #
- @ justsomeguy I haven't watched Lost yet. Do you think it's worth watching? I hate loose threads. #
- @ justsomeguy The 3 seasons' one… #
- @ justsomeguy I guess I better put the DVDs on the top of my queue at Netflix then. Thanx for the recommend! #
- @ justsomeguy I tend to go in binges. Haven't had a good TV binge in a while. I guess it's time. #
- @ libel_vox The real question is why anyone thought she was a "serious" journalist to begin with. #
- @ libel_vox The two of them made a great team. His writing with her "personality." Too bad it imploded… #
- @ justsomeguy Ze Frank never did it for me. I think it's his eyes. I'm stoked about the Lost DVDs, though. I have to wait until after Dland. #
- There's not enough time for me to finish my iPod cozy before I fall asleep. Nighty, night, Twitches… #
- I'm awake. Mike has been sleeping for almost 12 hours after pulling his "all-nighter." I want to wake him up just like the Talking Heads #
- @ allaboutgeorge Good morning, george! I see you out there! #
- @ allaboutgeorge Yes, "out there" is a smashing place. I think it's somewhere near the lovely downtown Burbank where Phil Donahue films. #
- @ cspencer What's that? #
- Walking to Saltimbocca for lunch with Mike. #
- Everyone welcome iportion, my dear friend in Alaska! Hi, Val! #
- @ marleigh and justsome guy Have a fun lunch! #
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subset: commoncrawl


text:
Since I began writing about autism, I've received a lot of support from friends, acquaintances, and perfect strangers. I'm very grateful to Ruminate Magazine for providing a forum for my series Notes from the Spectrum, which currently stands at four installments.
The series has had a profound effect on me already, giving me the chance to articulate aspects of autism I've pondered for a long time, as well as discover other facets through the exploratory process of writing. I've done a lot of research and reading, enabling me to see a wide range of approaches to writing about autism, from those of medical professionals to parents to many autistic authors who think quite differently about the spectrum and neurodiversity. In the midst of working through the material and crafting my own writing, I've started to get a sense of both my ideas and my voice in this particular realm.
Each post has gained a good readership; some people have read them all while others have come along later. So I'm bringing the posts together in one place for anyone interested:
Part II: Riding While Autistic
Thank you again to Brianna and Renee and others at Ruminate for giving me the space to do this work, and thanks to all who have followed and come alongside me on this journey–especially the many who've left comments or written to me privately. The support helps very, very much.


text:
Randomness Guide to London - Differences between Version 9 and Version 8 of Kulu Kulu, W1F 9TX
|Version 9
|Version 8
|== Line 8 ==
There are branches in Covent Garden (51-53 Shelton St, WC2H 9HE) and South Kensington (39 Thurloe Place, SW7 2HP). claud has been to both (although not the Soho branch) and standards are comparable, although the Covent Garden one seats about twice as many than the South Kensington one.
|== Line 21 ==
|== Line 19 ==
Conveyor belt sushi place in Soho.
It has a bit more character than the usual conveyor belt places such as Yo! Sushi and Itsu; there's more interesting stuff, and a wider range. You do sometimes have to be quick to decide - on our visit, oysters came out at one point, and I thought "mm, oysters, will grab some of the next batch" because I already had a bit of a queue; needless to say, they didn't come out again while we were there. I like this, though; it makes it feel a lot less samey, a bit more of an adventure.
Highlights include the agedashi tofu (deep-fried tofu with spring onions in a soy-based sauce), and the seaweed salad with sesame seeds and chilli. We spotted two kinds of handrolls; salmon skin, and avocado/tempura prawn. As well as the more suspect kind of gunkanmaki (something that looked like prawn cocktail, and something else that obviously involved canned tuna), tobiko (flying fish roe) and ikura (salmon roe) were also in evidence. They also have all the usual suspects - tuna nigiri, salmon nigiri, tuna rolls, inside-out rolls, California rolls.
It's not somewhere for a romantic date - the (free) green tea is dispensed by means of a hot water tank, a box of teabags, a shelf of mugs, and an invitation to help yourself; and it is pretty small (maybe 30 places around the conveyor belt, if that); and they do have notices up stating that the maximum stay at busy times is 45 minutes but if you're after somewhere central to get some interesting food with friends who live in disparate corners of London, you could do a lot worse. We paid £25/head for four people, including a beer, a bottle of wine, and a "reaching 20 plates is a challenge!" Bob.
Other reviews:
- Square Meal review
- Some photos by John Hawkins
- London Eating reviews
List all versions


text:
BOSTON, MA – 17 Mar, 2017 – BJC Branding, a full-service digital marketing agency, has been named a 2016 Solution Provider All Star Award winner by Constant Contact, part of the Endurance International Group, Inc.'s (Nasdaq: EIGI) family of brands and the trusted marketing advisor to hundreds of thousands of small organizations worldwide. The annual award recognizes the most successful 10 percent of Constant Contact's customer and Solution Provider base, based on their significant achievements using email marketing to engage their customer base and drive results for their organization during the prior year.
BJC Branding is a leading Master Certified Local Expert with Constant Contact, focused on elevating its clients' digital marketing efforts. BJC provides hundreds of small businesses with email marketing programs, mobile-responsive Squarespace and WordPress websites, conversion-focused landing pages, and social media concierge services. BJC's seasoned team of experts leverages extensive industry experience to design digital marketing programs centered around quality and results.
"We are honored to be recognized by Constant Contact for the digital marketing programs we create for our clients. We know that if you're not measuring, you're not marketing, and receiving this award cements our position as a thought leader in the email marketing space," said Bryan Caplan, CEO of BJC Branding. "It's important to recognize our clients as well. If not for them, we wouldn't be able to do what we do."
Constant Contact Solution Providers are businesses that provide services tailored to the needs of small businesses or nonprofits—everything from web developers, to online marketing consultants, to advertising agencies and more. They use Constant Contact's online marketing tools to generate more business for both themselves and their clients.
Criteria used to select this year's All Stars included the following during 2016:
• Level of engagement with email campaigns
• Open, bounce, and click-through rates
• Use of social sharing features
• Use of mailing list sign-up tools
• Use of reporting tools
"Email marketing continues to deliver the highest returns of any marketing channel. Our Solution Providers are a core extension of our business, helping those small businesses and nonprofits that need guidance and assistance with their marketing," said Jamie Waldinger, Senior Director Corporate Development & Strategy, Constant Contact. "We're thrilled to recognize BJC Branding for their commendable achievements in helping their small business customers become better marketers."
About BJC Branding
BJC Branding helps clients to elevate their marketing. With offices in Boston and Tampa, BJC works with hundreds of businesses, from solopreneurs to Fortune 500, to deliver integrated marketing solutions that drive the most visibility, engagement, and return. BJC's services include email marketing programs, mobile-responsive website design, landing page programs, and social media concierge services.
For more information, visit: http://www.bjcbranding.com/
About Constant Contact
Constant Contact, an Endurance International Group company and a leader in email marketing since 1995, provides hundreds of thousands of small businesses around the world with the online marketing tools, resources, and personalized coaching they need to grow their business.
For more information, visit: www.constantcontact.com
About Endurance International Group
Endurance International Group (NASDAQ: EIGI) (em)Powers millions of small businesses worldwide with products and technology to vitalize their online web presence, email marketing, mobile business solutions, and more. The Endurance family of brands includes: Constant Contact, Bluehost, HostGator, iPage, Domain.com, BigRock, SiteBuilder and SinglePlatform, among others. Headquartered in Burlington, Massachusetts, Endurance employs more than 4,000 people across the United States, Brazil, India and the Netherlands.
For more information, visit: www.endurance.com
Constant Contact and the Constant Contact logo are registered trademarks of Constant Contact, Inc. All Constant Contact product names and other Constant Contact brand names mentioned herein are trademarks or registered trademarks of Constant Contact, Inc. All other company and product names may be trademarks or service marks of their respective owners.
Endurance International Group and the compass logo are trademarks of The Endurance International Group, Inc. Other brand names of Endurance International Group are trademarks of The Endurance International Group, Inc. or its subsidiaries.
Video Link: https://vimeo.com/184565204
Media Contact
Company Name: BJC Branding
Contact Person: Jake Burns
Email: email@example.com
Phone: (781) 349-5444
Country: United States
Website: http://www.bjcbranding.com


text:
Ford Expands Windstar Minivan Recall By 37,000 Units
The Dearborn, Mich.-based automaker is adding 37,000 units to the original 575,000 Windstars from the 1998 to 2003 model years it recalled in August, raising the total of recalled vehicles to 612,000 in the U.S. and Canada.
The expanded recall includes 2003 model year minivans with heat-treated axles, and those sold in Utah. August's recall in the U.S. was limited to 21 states in the Northeast, mid-Atlantic and Great Lakes regions where roads are routinely treated with salt, which can cause the axles to rust.
According to the most recent figures available, 950 complaints about the axles had been filed with the National Highway Traffic Safety Administration as of September, Ford said.
The Center for Auto Safety, a consumer safety group, said the defect had been blamed for eight crashes and three injuries as of September, AP reported. Ford said none of the injuries was serious.


text:
Regulations (Standards - 29 CFR) - Table of Contents
| Part Number:
| Part Title:
|Occupational Safety and Health Standards
| Subpart:
| Subpart Title:
|Toxic and Hazardous Substances
| Standard Number:
| Title:
| Appendix:
| GPO Source:
Scope and application.1910.1045(a)(1)
This section applies to all occupational exposures to acrylonitrile (AN), Chemical Abstracts Service Registry No. 000107131, except as provided in paragraphs (a)(2) and (a)(3) of this section.1910.1045(a)(2)
This section does not apply to exposures which result solely from the processing, use, and handling of the following materials:1910.1045(a)(2)(i)
ABS resins, SAN resins, nitrile barrier resins, solid nitrile elastomers, and acrylic and modacrylic fibers, when these listed materials are in the form of finished polymers, and products fabricated from such finished polymers;1910.1045(a)(2)(ii)
Materials made from and/or containing AN for which objective data is reasonably relied upon to demonstrate that the material is not capable of releasing AN in airborne concentrations in excess of 1 ppm as an eight (8)-hour time-weighted average, under the expected conditions of processing, use, and handling which will cause the greatest possible release; and1910.1045(a)(2)(iii)
Solid materials made from and/or containing AN which will not be heated above 170 deg. F during handling, use, or processing.1910.1045(a)(3)
An employer relying upon exemption under paragraph (a)(2)(ii) shall maintain records of the objective data supporting that exemption, and of the basis of the employer's reliance on the data, as provided in paragraph (q) of this section.1910.1045(b)
"Acrylonitrile" or "AN" means acrylonitrile monomer, chemical formula CH(2)=CHCN.
"Action level" means a concentration of AN of 1 ppm as an eight (8)-hour time-weighted average.
"Assistant Secretary" means the Assistant Secretary of Labor for Occupational Safety and Health, U.S. Department of Labor, or designee.
"Authorized person" means any person specifically authorized by the employer whose duties require the person to enter a regulated area, or any person entering such an area as a designated representative of employees for the purpose of exercising the opportunity to observe monitoring procedures under paragraph (r) of this section.
"Decontamination" means treatment of materials and surfaces by water washdown, ventilation, or other means, to assure that the materials will not expose employees to airborne concentrations of AN above 1 means the Director, National Institute for Occupational Safety and Health, U.S. Department of Health and Human Services, or designee.
"Emergency" means any occurrence such as, but not limited to, equipment failure, rupture of containers, or failure of control equipment, which results in an unexpected massive release of AN.
"Liquid AN" means AN monomer in liquid form, and liquid or semiliquid polymer intermediates, including slurries, suspensions, emulsions, and solutions, produced during the polymerization of AN.
"OSHA Area Office" means the Area Office of the Occupational Safety and Health Administration having jurisdiction over the geographic area where the affected workplace is located.
Permissible exposure limits.1910.1045(c)(1)
Time weighted average limit (TWA). The employer shall assure that no employee is exposed to an airborne concentration of acrylonitrile in excess of two (2) parts acrylonitrile per million parts of air (2 ppm) as an eight (8)-hour time-weighted average.1910.1045(c)(1)(ii)
Ceiling limit. The employer shall assure that no employee is exposed to an airborne concentration of acrylonitrile in excess of ten (10) ppm as averaged over any fifteen (15)-minute period during the work day.1910.1045(c)(2)
Dermal and eye exposure. The employer shall assure that no employee is exposed to skin contact or eye contact with liquid AN.1910.1045(d)
Exposure monitoring.1910.1045(e)(1)
Determinations of airborne exposure levels shall be made from air samples that are representative of each employee's exposure to AN over an eight (8)-hour period.1910.1045(e)(1)(ii)
For the purposes of this section, employee exposure is that exposure which would occur if the employee were not using a respirator.1910.1045(e)(2)
Initial monitoring. Each employer who has a place of employment in which AN is present shall monitor each such workplace and work operation to accurately determine the airborne concentrations of AN to which employees may be exposed.1910.1045(e)(3)
If the monitoring required by this section reveals employee exposure to be below the action level, the employer may discontinue monitoring for that employee.1910.1045(e)(3)(ii)
If the monitoring required by this section reveals employee exposure to be at or above the action level but at or below the permissible exposure limits, the employer must repeat such monitoring for each such employee at least every 6 months. The employer must continue these measurements every 6 months until at least two consecutive measurements taken at least seven (7) days a part, are below the action level, and thereafter the employer may discontinue monitoring for that employee.1910.1045(e)(3)(iii)
If the monitoring required by this section reveals employee exposure to be in excess of the permissible exposure limits, the employer must repeat these determinations for each such employee at least quarterly. The employer must continue these quarterly measurements until at least two consecutive measurements, taken at least seven (7) days apart, are at or below the permissible exposure limits, and thereafter the employer must monitor at least every 6 months.1910.1045(e)(4)
Additional monitoring. Whenever there has been a production, process, control, or personnel change which may result in new or additional exposures to AN, or whenever the employer has any other reason to suspect a change which may result in new or additional exposures to AN, additional monitoring which complies with this paragraph shall be conducted.1910.1045(e)(5)
Employee notification.1910.1045(e)(5)(i)
The employer must, within 15 working days after the receipt of the results of any monitoring performed under this section, notify each affected employee of these results either individually in writing or by posting the results in an appropriate location that is accessible to employees.1910.1045(e)(5)(ii)
Whenever the results indicate that the representative employee exposure exceeds the permissible exposure limits, the employer shall include in the written notice a statement that the permissible exposure limits were exceeded and a description of the corrective action being taken to reduce exposure to or below the permissible exposure limits.1910.1045(e)(6)
Accuracy of measurement. The method of measurement of employee exposures shall be accurate to a confidence level of 95 percent, to within plus or minus 35 percent for concentrations of AN at or above the permissible exposure limits, and plus or minus 50 percent for concentrations of AN below the permissible exposure limits.1910.1045(f)
Regulated areas.1910.1045(f)(1)
The employer shall establish regulated areas where AN concentrations are in excess of the permissible exposure limits.1910.1045(f)(2)
Regulated areas shall be demarcated and segregated from the rest of the workplace, in any manner that minimizes the number of persons who will be exposed to AN.1910.1045(f)(3)
Access to regulated areas shall be limited to authorized persons or to persons otherwise authorized by the act or regulations issued pursuant thereto.1910.1045(f)(4)
The employer shall assure that food or beverages are not present or consumed, tobacco products are not present or used, and cosmetics are not applied in the regulated area.1910.1045(g)
Methods of compliance.1910.1045(g)(1)
Engineering and work practice controls.1910.1045(g)(1)(i)
By November 2, 1980, the employer shall institute engineering and work practice controls to reduce and maintain employee exposures to AN, to or below the permissible exposure limits, except to the extent that the employer establishes that such controls are not feasible.1910.1045(g)(1)(ii)
Wherever the engineering and work practice controls which can be instituted are not sufficient to reduce employee exposures to or below the permissible exposure limits, the employer shall nonetheless use them to reduce exposures to the lowest levels achievable by these controls, and shall supplement them by the use of respiratory protection which complies with the requirements of paragraph (h) of this section.1910.1045(g)(2)
Compliance program.1910.1045(g)(2)(i)
The employer shall establish and implement a written program to reduce employee exposures to or below the permissible exposure limits solely by means of engineering and work practice controls, as required by paragraph (g)(1) of this section.1910.1045(g)(2)(ii)
Written plans for these compliance programs shall include at least the following:1910.1045(g)(2)(ii)(A)
A description of each operation or process resulting in employee exposure to AN above the permissible exposure limits;1910.1045(g)(2)(ii)(B)
An outline of the nature of the engineering controls and work practices to be applied to the operation or process in question;1910.1045(g)(2)(ii)(C)
A report of the technology considered in meeting the permissible exposure limits;1910.1045(g)(2)(ii)(D)
A schedule for implementation of engineering and work practice controls for the operation or process, which shall project completion no later than November 2, 1980; and1910.1045(g)(2)(ii)(E)
Other relevant information.1910.1045(g)(2)(iii)
The employer shall complete the steps set forth in the compliance program by the dates in the schedule.1910.1045(g)(2)(iv)
Written plans shall be submitted upon request to the Assistant Secretary and the Director, and shall be available at the worksite for examination and copying by the Assistant Secretary, the Director, or any affected employee or representative.1910.1045(g)(2)(v)
The plans required by this paragraph must be revised and updated at least annually to reflect the current status of the program.1910.1045(h)
Respiratory protection.1910.1045(h)(1)
General. For employees who use respirators required by this section, the employer must provide each employee an appropriate respirator that complies with the requirements of this paragraph. Respirators must be used during:1910.1045(h)(1)(i)
Periods necessary to install or implement feasible engineering and work-practice controls.1910.1045(h)(1)(ii)
Work operations, such as maintenance and repair activities or reactor cleaning, for which the employer establishes that engineering and work-practice controls are not feasible.1910.1045(h)(1)(iii)
Work operations for which feasible engineering and work-practice controls are not yet sufficient to reduce employee exposure to or below the permissible exposure limits.1910.1045(h)(1)(iv)
Respirator program.1910.1045(h)(2)(i)
The employer must implement a respiratory protection program in accordance with § 1910.134(b) through (d) (except (d)(1)(iii), (d)(3)(iii)(b)(1), and (2)), and (f) through (m), which covers each employee required by this section to use a respirator.1910.1045(h)(2)(ii)
If air-purifying respirators (chemical-cartridge or chemical-canister types) are used:1910.1045(h)(2)(ii)(A)
The air-purifying canister or cartridge must be replaced prior to the expiration of its service life or at the completion of each shift, whichever occurs first.1910.1045(h)(2)(ii)(B)
A label must be attached to the cartridge or canister to indicate the date and time at which it is first installed on the respirator.1910.1045(h)(3)
Respirator selection. Employers must:1910.1045(h)(3)(i)
Select, and provide to employees, the appropriate respirators specified in paragraph (d)(3)(i)(A) of 29 CFR 1910.134.1910.1045(h)(3)(ii)
For escape, provide employees with any organic vapor respirator or any self-contained breathing apparatus permitted for use under paragraph (h)(3)(i) of this standard.1910.1045(i)
Emergency situations.1910.1045(i)(1)
Written plans.1910.1045(i)(1)(i)
A written plan for emergency situations shall be developed for each workplace where liquid AN is present. Appropriate portions of the plan shall be implemented in the event of an emergency.1910.1045(i)(1)(ii)
The plan shall specifically provide that employees engaged in correcting emergency conditions shall be equipped as required in paragraph (h) of this section until the emergency is abated.1910.1045(i)(1)(iii)
Employees not engaged in correcting the emergency shall be evacuated from the area and shall not be permitted to return until the emergency is abated.1910.1045(i)(2)
Alerting employees. Where there is the possibility of employee exposure to AN in excess of the ceiling limit, a general alarm shall be installed and used to promptly alert employees of such occurrences.1910.1045(j)
Protective clothing and equipment.1910.1045(j)(1)
Provision and use. Where eye or skin contact with liquid AN may occur, the employer shall provide at no cost to the employee, and assure that employees wear, impermeable protective clothing or other equipment to protect any area of the body which may come in contact with liquid AN. The provision of 1910.132 and 1910.133 shall be complied with.1910.1045(j)(2)
Cleaning and replacement.1910.1045(j)(2)(i)
The employer shall clean, launder, maintain, or replace protective clothing and equipment required by this section as needed to maintain their effectiveness.1910.1045(j)(2)(ii)
The employer shall assure that impermeable protective clothing which contacts or is likely to have contacted liquid AN shall be decontaminated before being removed by the employee.1910.1045(j)(2)(iii)
The employer shall assure that an employee whose nonimpermeable clothing becomes wetted with liquid AN shall immediately remove that clothing and proceed to shower. The clothing shall be decontaminated before it is removed from the regulated area.1910.1045(j)(2)(iv)
The employer shall assure that no employee removes protective clothing or equipment from the change room, except for those employees authorized to do so for the purpose of laundering, maintenance, or disposal.1910.1045(j)(2)(v)
The employer shall inform any person who launders or cleans protective clothing or equipment of the potentially harmful effects of exposure to AN.1910.1045(k)
All surfaces shall be maintained free of visible accumulations of liquid AN.1910.1045(k)(2)
For operations involving liquid AN, the employer shall institute a program for detecting leaks and spills of liquid AN, including regular visual inspections.1910.1045(k)(3)
Where spills of liquid AN are detected, the employer shall assure that surfaces contacted by the liquid AN are decontaminated. Employees not engaged in decontamination activities shall leave the area of the spill, and shall not be permitted in the area until decontamination is completed.1910.1045(l)
Waste disposal. AN waste, scrap, debris, bags, containers, or equipment shall be decontaminated before being incorporated in the general waste disposal system.1910.1045(m)
Hygiene facilities and practices.1910.1045(m)(1)
Where employees are exposed to airborne concentrations of AN above the permissible exposure limits, or where employees are required to wear protective clothing or equipment pursuant to paragraph (j) of this section, the facilities required by 29 CFR 1910.141, including clean change rooms and shower facilities, shall be provided by the employer for the use of those employees, and the employer shall assure that the employees use the facilities provided.1910.1045(m)(2)
The employer shall assure that employees wearing protective clothing or equipment for protection from skin contact with liquid AN shall shower at the end of the work shift.1910.1045(m)(3)
The employer shall assure that, in the event of skin or eye exposure to liquid AN, the affected employee shall shower immediately to minimize the danger of skin absorption.1910.1045(m)(4)
The employer shall assure that employees working in the regulated area wash their hands and faces prior to eating.1910.1045(n)
Medical surveillance.1910.1045(n)(1)
The employer shall institute a program of medical surveillance for each employee who is or will be exposed to AN at or above the action level, without regard to the use of respirators. The employer shall provide each such employee with an opportunity for medical examinations and tests in accordance with this paragraph.1910.1045(n)(1)(ii)
The employer shall assure that all medical examinations and procedures are performed by or under the supervision of a licensed physician, and that they shall be provided without cost to the employee.1910.1045(n)(2)
Initial examinations. At the time of initial assignment, or upon institution of the medical surveillance program, the employer shall provide each affected employee an opportunity for a medical examination, including at least the following elements:1910.1045(n)(2)(i)
A work history and medical history with special attention to skin, respiratory, and gastrointestinal systems, and those nonspecific symptoms, such as headache, nausea, vomiting, dizziness, weakness, or other central nervous system dysfunctions that may be associated with acute or with chronic exposure to AN;1910.1045(n)(2)(ii)
A complete physical examination giving particular attention to the peripheral and central nervous system, gastrointestinal system, respiratory system, skin, and thyroid;1910.1045(n)(2)(iii)
A 14- by 17-inch posteroanterior chest X-ray; and1910.1045(n)(2)(iv)
Further tests of the intestinal tract, including fecal occult blood screening, for all workers 40 years of age or older, and for any other affected employees for whom, in the opinion of the physician, such testing is appropriate.1910.1045(n)(3)
Periodic examinations.1910.1045(n)(3)(i)
The employer shall provide the examinations specified in paragraph (n)(2) of this section at least annually for all employees specified in paragraph (n)(1) of this section.1910.1045(n)(3)(ii)
If an employee has not had the examination specified in paragraph (n)(2) of this section within 6 months preceding termination of employment,the employer shall make such examination available to the employee prior to such termination.1910.1045(n)(4)
Additional examinations. If the employee for any reason develops signs or symptoms which may be associated with exposure to AN, the employer shall provide an appropriate examination and emergency medical treatment.1910.1045(n)(5)
Information provided to the physician. The employer shall provide the following information to the examining physician:1910.1045(n)(5)(i)
A copy of this standard and its appendixes;1910.1045(n)(5)(ii)
A description of the affected employee's duties as they relate to the employee's exposure;1910.1045(n)(5)(iii)
The employee's representative exposure level;1910.1045(n)(5)(iv)
The employee's anticipated or estimated exposure level (for preplacement examinations or in cases of exposure due to an emergency);1910.1045(n)(5)(v)
A description of any personal protective equipment used or to be used; and1910.1045(n)(5)(vi)
Information from previous medical examinations of the affected employee, which is not otherwise available to the examining physician.1910.1045(n)(6)
Physician's written opinion.1910.1045(n)(6)(i)
The employer shall obtain a written opinion from the examining physician which shall include:1910.1045(n)(6)(i)(A)
The results of the medical examination and test performed;1910.1045(n)(6)(i)(B)
The physician's opinion as to whether the employee has any detected medical condition(s) which would place the employee at an increased risk of material impairment of the employee's health from exposure to AN;1910.1045(n)(6)(i)(C)
Any recommended limitations upon the employee's exposure to AN or upon the use of protective clothing and equipment such as respirators; and1910.1045(n)(6)(i)(D)
A statement that the employee has been informed by the physician of the results of the medical examination and any medical conditions which require further examination or treatment.1910.1045(n)(6)(ii)
The employer shall instruct the physician not to reveal in the written opinion specific findings or diagnoses unrelated to occupational exposure to AN.1910.1045(n)(6)(iii)
The employer shall provide a copy of the written opinion to the affected employee.1910.1045(o)
Employee information and training.1910.1045(o)(1)
Training program.1910.1045(o)(1)(i)
The employer shall train each employee exposed to AN above the action level, each employee whose exposures are maintained below the action level by engineering and work practice controls, and each employee subject to potential skin or eye contact with liquid AN in accordance with the requirements of this section. The employer shall institute a training program and ensure employee participation in the program.1910.1045(o)(1)(ii)
Training shall be provided at the time of initial assignment, or upon institution of the training program, and at least annually thereafter, and the employer shall assure that each employee is informed of the following:1910.1045(o)(1)(ii)(A)
The information contained in appendixes A and B;1910.1045(o)(1)(ii)(B)
The quantity, location, manner of use, release, or storage of AN, and the specific nature of operations which could result in exposure to AN, as well as any necessary protective steps;1910.1045(o)(1)(ii)(C)
The purpose, proper use, and limitations of respirators and protective clothing;1910.1045(o)(1)(ii)(D)
The purpose and a description of the medical surveillance program required by paragraph (n) of this section;1910.1045(o)(1)(ii)(E)
The emergency procedures developed, as required by paragraph (i) of this section;1910.1045(o)(1)(ii)(F)
Engineering and work practice controls, their function, and the employee's relationship to these controls; and1910.1045(o)(1)(ii)(G)
A review of this standard.1910.1045(o)(2)
Access to training materials.1910.1045(o)(2)(i)
The employer shall make a copy of this standard and its appendixes readily available to all affected employees.1910.1045(o)(2)(ii)
The employer shall provide, upon request, all materials relating to the employee information and training program to the Assistant Secretary and the Director.1910.1045(p)
Communication of hazards—1910.1045(p)(1)
Hazard communication—general.1910.1045(p)(1)(i)
Chemical manufacturers, importers, distributors and employers shall comply with all requirements of the Hazard Communication Standard (HCS) (§ 1910.1200) for AN and AN-based materials not exempted under paragraph (a)(2) of this section.1910.1045(p)(1)(ii)
In classifying the hazards of AN and AN-based materials at least the following hazards are to be addressed: Cancer; central nervous system effects; liver effects; skin sensitization; skin, respiratory, and eye irritation; acute toxicity effects; and flammability.1910.1045(p)(1)(iii)
Employers shall include AN and AN-based materials in the hazard communication program established to comply with the HCS (§ 1910.1200). Employers shall ensure that each employee has access to labels on containers of AN and AN-based materials and to safety data sheets, and is trained in accordance with the requirements of HCS and paragraph (o) of this section.1910.1045(p)(1)(iv)
The employer shall ensure that no statement appears on or near any sign or label required by this paragraph (p) that contradicts or detracts from the required sign or label.1910.1045(p)(2)
The employer shall post signs to clearly indicate all workplaces where AN concentrations exceed the permissible exposure limits. The signs shall bear the following legend:1910.1045(p)(2)(ii)
The employer shall ensure that signs required by this paragraph (p)(2) are illuminated and cleaned as necessary so that the legend is readily visible.1910.1045(p)(2)(iii)
Prior to June 1, 2016, employers may use the following legend in lieu of that specified in paragraph (p)(2)(i) of this section:1910.1045(p)(3)
The employer shall ensure that precautionary labels are in compliance with paragraph (p)(1)(i) of this section and are affixed to all containers of liquid AN and AN-based materials not exempted under paragraph (a)(2) of this section. The employer shall ensure that the labels remain affixed when the materials are sold, distributed, or otherwise leave the employer's workplace.1910.1045(p)(3)(ii)
Prior to June 1, 2015, employers may include the following information on precautionary labels required by this paragraph (p)(3) in lieu of the labeling requirements in paragraph (p)(1) of this section:1910.1045(p)(3)(iii)
The employer shall ensure that the precautionary labels required by this paragraph (p)(3) are readily visible and legible..1910.1045(q)(1)
Objective data for exempted operations.1910.1045(q)(1)(i)
Where the processing, use, and handling of materials made from or containing AN are exempted pursuant to paragraph (a)(2)(ii) of this section, the employer shall establish and maintain an accurate record of objective data reasonably relied upon in support of the exemption.1910.1045(q)(1)(ii)
This record shall include at least the following information:1910.1045(q)(1)(ii)(A)
The material qualifying for exemption;1910.1045(q)(1)(ii)(B)
The source of the objective data;1910.1045(q)(1)(ii)(C)
The testing protocol, results of testing, and/or analysis of the material for the release of AN;1910.1045(q)(1)(ii)(D)
A description of the operation exempted and how the data supports the exemption; and1910.1045(q)(1)(ii)(E)
Other data relevant to the operations, materials, and processing covered by the exemption.1910.1045(q)(1)(iii)
The employer shall maintain this record for the duration of the employer's reliance upon such objective data.1910.1045(q)(2)
Exposure monitoring.1910.1045(q)(2)(i)
The employer shall establish and maintain an accurate record of all monitoring required by paragraph (e) of this section.1910.1045(q)(2)(ii)
This record shall include:1910.1045(q)(2)(ii)(A)
The dates, number, duration, and results of each of the samples taken, including a description of the sampling procedure used to determine representative employee exposure;1910.1045(q)(2)(ii)(B)
A description of the sampling and analytical methods used and the data relied upon to establish that the methods used meet the accuracy and precision requirements of paragraph (e)(6) of this section;1910.1045(q)(2)(ii)(C)
Type of respiratory protective devices worn, if any; and1910.1045(q)(2)(ii)(D)
Name, social security number, and job classification of the employee monitored and of all other employees whose exposure the measurement is intended to represent.1910.1045(q)(2)(iii)
The employer shall maintain this record for at least forty (40) years, or for the duration of employment plus twenty (20) years, whichever is longer.1910.1045(q)(3)
Medical surveillance.1910.1045(q)(3)(i)
The employer shall establish and maintain an accurate record for each employee subject to medical surveillance as required by paragraph (n) of this section.1910.1045(q)(3)(ii)
This record shall include:1910.1045(q)(3)(ii)(A)
A copy of the physician's written opinions;1910.1045(q)(3)(ii)(B)
Any employee medical complaints related to exposure to AN;1910.1045(q)(3)(ii)(C)
A copy of the information provided to the physician as required by paragraph (n)(5) of this section; and1910.1045(q)(3)(ii)(D)
A copy of the employee's medical and work history.1910.1045(q)(3)(iii)
The employer shall assure that this record be maintained for at least forty (40) years, or for the duration of employment plus twenty (20) years, whichever is longer.1910.1045(q)(4)
The employer shall make all records required to be maintained by this section available, upon request, to the Assistant Secretary and the Director for examination and copying.1910.1045(q)(4)(ii)
Records required by paragraphs (q)(1) through (q)(3) of this section shall be provided upon request to employees, designated representatives, and the Assistant Secretary in accordance with 29 CFR 1910.1020 (a) through (e) and (q) through (i). Records required by paragraph (q)(1) shall be provided in the same manner as exposure monitoring records.1910.1045(q)(5)
Transfer of records.1910.1045(q)(5)(i)
Whenever the employer ceases to do business,the successor employer shall receive and retain all records required to be maintained by this section for the prescribed period.1910.1045(q)(5)(ii)
The employer shall also comply with any additional requirements involving transfer of records set forth in 29 CFR 1910.1020(h).1910.1045(r)
Observation of monitoring.1910.1045(r)(1)
Employee observation. The employer shall provide affected employees, or their designated representatives, an opportunity to observe any monitoring of employee exposure to AN conducted pursuant to paragraph (e) of this section.1910.1045(r)(2)
Observation procedures.1910.1045(r)(2)(i)
Whenever observation of the monitoring of employee exposure to AN requires entry into an area where the use of protective clothing or equipment is required, the employer shall provide the observer with personal protective clothing and equipment required to be worn by employees working in the area, assure the use of such clothing and equipment, and require the observer to comply with all other applicable safety and health procedures.1910.1045(r)(2)(ii)
Without interfering with the monitoring, observers shall be entitled:1910.1045(r)(2)(ii)(A)
To receive an explanation of the measurement procedures;1910.1045(r)(2)(ii)(B)
To observe all steps related to the measurement of airborne concentrations of AN performed at the place of exposure; and1910.1045(r)(2)(ii)(C)
To record the results obtained.1910.1045(s)
Appendixes. The information contained in the appendixes is not intended, by itself, to create any additional obligation not otherwise imposed, or to detract from any obligation.
[58 FR 35310, June 30, 1993; 61 FR 5507, Feb. 13, 1996; 63 FR 1152, Jan. 8, 1998; 63 FR 20098, April 23, 1998; 70 FR 1142, Jan. 5, 2005; 71 FR 16672 and 16673, April 3, 2006; 71 FR 50190, August 24, 2006; 73 FR 75586, Dec. 12, 2008; 76 FR 33609, June 8, 2011; 77 FR 17783, March 26, 2012]
Next Standard (1910.1045 App A)
|Regulations (Standards - 29 CFR) - Table of Contents


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As senior people, decision makers and influencers, to 'be the change you want to see' and get what you want and desire, means that you have to work on yourself too 'deep-down' - engaging your thoughts around your beliefs with who you are and what you're about is important for success and to get the results you are seeking.
You have to move away from the 'downstairs part of your brain' - your conditioned fear based self and learn to access more of the best version of you.
Using your 'upstairs part of your brain' makes you more resourceful and you engage your more highly evolved thinking circuits. This includes what you are passionate about, your purposes and your true authentic identity.
To do this you need to shift from the basic values of fear, ego, survival and protection and transform these to growth based values instead - that lead to accessing your authentic self.
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Click here to check out my new Infographics library and download any of the graphics FREE for your own use. Press the button below for this graphic.


text:
Monday, March 17, 2014
Shamrock Pond Mani!
14 comments:
I love this polish effect, brilliant for a happy St Patrick's day!!! Entered your giveaway too, fingers are crossed xReplyDelete
oooh i was actually hoping you would do a shamrock pond mani!! perfection!ReplyDelete
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Very cool idea!ReplyDelete
I always love seeing your pond manis! Very cute!ReplyDelete
Love the mani and what a great flash giveaway! ♥ReplyDelete
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This comment has been removed by the author.ReplyDelete
beautiful nail! love it!ReplyDelete


text:
My Job Interview Didn't Go Well – Now What To Do?
So you had a job interview and it didn't go well. After a bad interview, what are your next steps? Is there anything you can still do to recover?
Well first … not so fast. Your interview may not have gone as badly as you think. I've heard from lots of job seekers who thought they blew the interview and still got the job offer.
So while there is no way to know for sure, check out this post and see if any of these signs help give you hope:
How Do I Know If I Did Well On My Job Interview?
But let's say you really didn't have a great interview. What now?
Recovering after a bad job interview
The first thing you need to do is shake it off. I know that sounds like I'm not understanding how awful it feels. I do. I've been there myself. And I've seen many other people go through the awful pain of not getting the job they really wanted. But I've also seen them recover and go on to find a great job.
And you can't recover until you leave what you have no control over in the past. You gave it your all and now it's up to the employer to decide. And it's up to you to turn those feelings, whatever they are – anger, frustration, self blame, embarrassment, disappointment in yourself – into determination and positive actions.
It's from action that we recover … and eventually succeed. And from remembering just how good you are. Even the best people get rejected. So take a little time to honor how rotten it feels and then get moving again!
What should you do now?
Again, you may still find out you actually got the job. I've seen this happen many times. So don't give up yet.
But sitting and hoping isn't an action plan. So, if you haven't sent a thank you note yet, by all means go ahead and do so, even if the interview felt like a bad one. Here's a sample thank you note if you forgot to send one:
If You Forgot To Send a Thank You Note After Your Interview
And after a few weeks have passed, here's a template for a follow-up note. You don't want to stalk them, but a polite follow-up note is fine and may just remind them of something about you they might like to pursue:
Template for a Follow-up Note After a Job Interview
Of course, these are only action steps to help you feel you've done all you can for this job. They won't win you the job, but they might help smooth over any rough edges from the interview. Sometimes the hiring committee is on the fence, so why not give them an extra good impression!
What if they tell you that you did NOT get the job?
If you actually get told you didn't get the job, a short, polite thank you note is still a good idea. You can't know for sure that they didn't like you. Sometimes there is just a better fit for that particular job.
So let them know you are sorry not to get the offer, but still enjoyed meeting them and wish them luck. Also let them know you would love to be considered for other positions in the future, perhaps reminding them of a few of your key strengths.
At the very least, you leave them with a good impression. And you never know. If it's really a company that you want to work for, keep watching their job postings and try again. I've known cases where it took a few times, but the person finally got there.
But it's important NOT to put all your job search eggs in one basket. So most of all it's time to move on and find a job you will be right for. How successful an interview feels to you is often about the match and not anything you did or didn't do. So please keep looking!


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threads(3) OpenSSL threads(3)Powered by man-cgi (2020-09-24). Maintained for NetBSD by Kimmo Suominen. Based on man-cgi by Panagiotis Christias.
CRYPTO_set_locking_callback, CRYPTO_set_id_callback, CRYPTO_set_idptr_callback, CRYPTO_num_locks, CRYPTO_set_dynlock_cre- ate_callback, CRYPTO_set_dynlock_lock_callback, CRYPTO_set_dyn- lock_destroy_callback, CRYPTO_get_new_dynlockid, CRYPTO_destroy_dyn- lockid, CRYPTO_lock - OpenSSL thread support
libcrypto, -lcrypto
#include <openssl/crypto.h> void CRYPTO_set_locking_callback(void (*locking_function)(int mode, int n, const char *file, int line)); void CRYPTO_set_id_callback(unsigned long (*id_function)(void)); void CRYPTO_set_idptr_callback(void *(*idptr_function)(void)); int CRYPTO_num_locks(void); /* struct CRYPTO_dynlock_value needs to be defined by the user */ struct CRYPTO_dynlock_value; void CRYPTO_set_dynlock_create_callback(struct CRYPTO_dynlock_value * (*dyn_create_function)(char *file, int line)); void CRYPTO_set_dynlock_lock_callback(void (*dyn_lock_function) (int mode, struct CRYPTO_dynlock_value *l, const char *file, int line)); void CRYPTO_set_dynlock_destroy_callback(void (*dyn_destroy_function) (struct CRYPTO_dynlock_value *l, const char *file, int line)); int CRYPTO_get_new_dynlockid(void); void CRYPTO_destroy_dynlockid(int i); void CRYPTO_lock(int mode, int n, const char *file, int line); #define CRYPTO_w_lock(type) \ CRYPTO_lock(CRYPTO_LOCK|CRYPTO_WRITE,type,__FILE__,__LINE__) #define CRYPTO_w_unlock(type) \ CRYPTO_lock(CRYPTO_UNLOCK|CRYPTO_WRITE,type,__FILE__,__LINE__) #define CRYPTO_r_lock(type) \ CRYPTO_lock(CRYPTO_LOCK|CRYPTO_READ,type,__FILE__,__LINE__) #define CRYPTO_r_unlock(type) \ CRYPTO_lock(CRYPTO_UNLOCK|CRYPTO_READ,type,__FILE__,__LINE__) #define CRYPTO_add(addr,amount,type) \ CRYPTO_add_lock(addr,amount,type,__FILE__,__LINE__)
OpenSSL can safely be used in multi-threaded applications provided that at least two callback functions are set. locking_function(int mode, int n, const char *file, int line) is needed to perform locking on shared data structures. (Note that OpenSSL uses a number of global data structures that will be implicitly shared when- ever multiple threads use OpenSSL.) Multi-threaded applications will crash at random if it is not set. locking_function() must be able to handle up to CRYPTO_num_locks() dif- ferent mutex locks. It sets the n-th lock if mode & CRYPTO_LOCK, and releases it otherwise. file and line are the file number of the function setting the lock. They can be useful for debugging. id_function(void) is a function that returns a numerical thread ID, for example pthread_self() if it returns an integer (see NOTES below). By OpenSSL's defaults, this is not needed on Windows nor on platforms where getpid() returns a different ID for each thread (see NOTES below). idptr_function(void) is a function that similarly returns a thread ID, but of type void *. This is not needed on platforms where &errno is different for each thread. Additionally, OpenSSL supports dynamic locks, and sometimes, some parts of OpenSSL need it for better performance. To enable this, the follow- ing is required: * Three additional callback function, dyn_create_function, dyn_lock_function and dyn_destroy_function. * A structure defined with the data that each lock needs to handle. struct CRYPTO_dynlock_value has to be defined to contain whatever structure is needed to handle locks. dyn_create_function(const char *file, int line) is needed to create a lock. Multi-threaded applications might crash at random if it is not set. dyn_lock_function(int mode, CRYPTO_dynlock *l, const char *file, int line) is needed to perform locking off dynamic lock numbered n. Multi- threaded applications might crash at random if it is not set. dyn_destroy_function(CRYPTO_dynlock *l, const char *file, int line) is needed to destroy the lock l. Multi-threaded applications might crash at random if it is not set. CRYPTO_get_new_dynlockid() is used to create locks. It will call dyn_create_function for the actual creation. CRYPTO_destroy_dynlockid() is used to destroy locks. It will call dyn_destroy_function for the actual destruction. CRYPTO_lock() is used to lock and unlock the locks. mode is a bitfield describing what should be done with the lock. n is the number of the lock as returned from CRYPTO_get_new_dynlockid(). mode can be combined from the following values. These values are pairwise exclusive, with undefined behaviour if misused (for example, CRYPTO_READ and CRYPTO_WRITE should not be used together): CRYPTO_LOCK 0x01 CRYPTO_UNLOCK 0x02 CRYPTO_READ 0x04 CRYPTO_WRITE 0x08
CRYPTO_num_locks() returns the required number of locks. CRYPTO_get_new_dynlockid() returns the index to the newly created lock. The other functions return no values.
You can find out if OpenSSL was configured with thread support: #define OPENSSL_THREAD_DEFINES #include <openssl/opensslconf.h> #if defined(OPENSSL_THREADS) // thread support enabled #else // no thread support #endif Also, dynamic locks are currently not used internally by OpenSSL, but may do so in the future. Defining id_function(void) has it's own issues. Generally speaking, pthread_self() should be used, even on platforms where getpid() gives different answers in each thread, since that may depend on the machine the program is run on, not the machine where the program is being com- piled. For instance, Red Hat 8 Linux and earlier used LinuxThreads, whose getpid() returns a different value for each thread. Red Hat 9 Linux and later use NPTL, which is Posix-conformant, and has a getpid() that returns the same value for all threads in a process. A program compiled on Red Hat 8 and run on Red Hat 9 will therefore see getpid() returning the same value for all threads. There is still the issue of platforms where pthread_self() returns something other than an integer. It is for cases like this that CRYPTO_set_idptr_callback() comes in handy. (E.g., call malloc(1) once in each thread, and have idptr_function() return a pointer to this object.) Note that if neither id_function() or idptr_function() are provided, OpenSSL will use (&errno) as a fallback (as this usually returns a unique address for each thread).
crypto/threads/mttest.c shows examples of the callback functions on Solaris, Irix and Win32.
CRYPTO_set_locking_callback() and CRYPTO_set_id_callback() are avail- able in all versions of SSLeay and OpenSSL. CRYPTO_num_locks() was added in OpenSSL 0.9.4. All functions dealing with dynamic locks were added in OpenSSL 0.9.5b-dev. CRYPTO_set_idptr_callback() was added in OpenSSL 0.9.9.
crypto(3) 0.9.9-dev 2008-05-09 threads(3)


text:
This section contains 288 words
(approx. 1 page at 400 words per page)
Well darlin we're eye to eye on that cause I dont want to go neither." Chapter I, p. 24).
I just have this feelin we're looking at somethin we really aint never seen before." (Chapter II, p. 46).
That's been some of that old Mexican brown dope in the back of this rig." (Chapter III, p. 74).
You show your face at the head of these stairs and I'll shoot you." (Chapter IV, p. 113).
Excuse me i wondered if you all would sell me a coat." (Chapter IV, p. 116).
Nineteen is old enough to know that if you have got somethin that means the world to you it's all that more likely it'll get took away." (sic) (Chapter V, p. 134).
The best way I can put it is that I've sort of caught up with myself." (Chapter VI, p. 173).
I've decided to make you a special project of mine." (Chapter VI, p. 185).
This section contains 288 words
(approx. 1 page at 400 words per page)


text:
Metallic Rose Glue Gun Wax
If you're planning to seal 100's of invites at a time then this is the quickest, cleanest and most efficient method. Each refill slots into a standard 1/2" glue gun, and can be used to seal 15 invites per minute.
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*Glue gun SOLD SEPARATELY
Pack of 9 (enough to make approx. 100 seals)
📦 Estimated delivery between and . Learn more
I always receive the best quality wax through Stampitude. I love the little tags on your double sided tape as well!
Works perfectly with the custom stamp I ordered earlier. I guess one could also use a regular glue gun but I liked that the temperature for this can be adjusted. It helped regulate the flow of the drip, perfect for me to time my stamping. Got enough sticks indicated for 100 seals, but they made a good 20% extra.
Just tt I had one glue gun and it already had wax in it so I had to go out and get another. I think having two would grant me the flexibility I need. Can't wait to try the new stuff! I might want to custom make a name stamp. But I'll put in the order some time. Thanks guys!
this is very high quality sealing wax. takes a bit of practice but video is very helpful. happy with the results.
I love my wax seal so freaking much. The guys at Stampitude were so helpful during the process of approving the proof for my custom stamp and even adjusted my shipping as I wanted to change it to express. The stamp itself is better than I could have hoped for, the teal hot glue wax is the perfect compliment to my brand colours and I couldn't be happier. You guys are awesome!


text:
Easy Way to Upload Pictures to Instagram
Instagram is a social networking service focusing primarily on photos, as users upload photos for other users to view. For a business, this can mean uploading photos of your company's interior, offering the reader some behind-the-scenes looks at how your product or company functions. To upload pictures to Instagram, you need either an iOS or Android mobile device as well as the Instagram application, which is available as a free download. Afterwards, you can upload your pictures directly to your Instagram account from the application using the same method no matter which mobile device you own.
Launch the Instagram application on your mobile device, and sign in to your account.
Tap the icon of a camera at the bottom of the screen to open the Camera screen.
Tap the image of a photo, located to the left of the Shutter button at the bottom of the screen, and select a photo from your device. The icon's image will always be of the most recent photo on your device.
Apply any filters or effects to your photo, and then tap "Next" in the upper right corner. You do not need to apply any filters or effects if you do not want to.
Add a caption, tag a user or select to share the photo on an additional social networking service from the Share menu. Tap "Share" when finished to upload the photo to your Instagram account.
- Tap the "Shutter" button on the Camera screen to use your mobile device's camera to take a picture, which you can then upload via the above steps.
Photo Credits
- Visage/Stockbyte/Getty Images


text:
Sexism on Set Alleged at 'Grey's Anatomy'
LOS ANGELES (CN) – ABC television fired a production tech on "Grey's Anatomy" after he accused a male cinematographer of sexism, the tech claims in court.
Timothy Day, a lighting and rigging technician referred to in the industry as a grip, sued ABC in Superior Court, alleging failure to prevent discrimination, retaliation, and failure to rehire. Day claims he worked on the show for 10 years before losing his job two years ago.
Day claims the show's director of photography (nonparty) Herb Davis made life difficult for women crew members who worked on "Grey's Anatomy."
"In particular, Mr. Davis directed his antipathy towards female directors and other female staff who were assigned to high level positions within the production," the lawsuit states. "Not only did Mr. Davis hold female directors to a different standard than the male directors, Mr. Davis would go out of his way to humiliate them by questioning their competence and making sexist jokes about them. Mr. Davis routinely referred to female employees as 'knuckleheads' and 'idiots' and said that the female directors were not qualified and, therefore, must have 'known' someone to get hired."
Day claims Davis refused to get equipment that female directors needed for certain shots, delaying production and running the show over budget.
"Mr. Day was required to discuss the shoots with Mr. Davis and, as a result, saw that Mr. Davis held female directors to a more arduous standard than the male directors by questioning their work product and their need for specific equipment," the 8-page complaint states.
When Day complained to the show's producers, Davis' behavior only got worse, according to the complaint. One woman was so stressed by Davis' behavior that she became sick, he claims.
After taking up the matter with ABC's human resources, a staff member told Day, "'We usually want to hear that he's throwing chairs, screaming at people,'" the lawsuit states.
Though Day was promised there would be no retaliation, he says he was not rehired at the beginning of the following season.
Season eight of Grey's Anatomy aired on ABC from September 2011 until May 2012, with the show's ninth season commencing in the fall of 2012. Showrunner Shonda Rhimes created the show.
Industry website IMDb credits Davis with shooting 161 episodes of the show, including episodes that aired this year.
Day seeks punitive damages and costs from defendants ABC Studios, ABC International Television, and ABC.
He is represented by David Myers with The Myers Law Group of Rancho Cucamonga.
ABC declined to comment.


text:
Cue up The Rolling Stones' "Gimme Shelter," because The Seven Five, an absolutely riveting documentary about police corruption in 1980s New York, is a Martin Scorsese picture waiting to happen. The milieu is scuzzy and richly evoked, the outlaw characters are crisply defined, the stories are hair-raising, and the police culture the film exposes has the dangerous insularity and moral corrosiveness of a mob family. (Sony has in fact bought the story rights.) Director Tiller Russell doesn't spin this gripping tale out of cinematic bravado like Scorsese—just extensive interviews with all the people involved, footage of a commission hearing after the fact, and a wealth of stock material on Brooklyn's East Side. But he paints a vivid picture all the same, one of oaths broken and tacit codes of conduct that allowed (and allow) rampant criminality to go unchecked in police departments. The film feels particularly relevant now, as cops have closed ranks around their fellow officers in cities like Ferguson and Baltimore, but Russell sets the specific context for criminal behavior that was unique to that time and place.
That time and place was the 75th District at the height of the crack epidemic, an impoverished "war zone" that owned the city's highest murder rate, and many police funerals. For rookies fresh from the Academy, the danger of the 75th taught a quick lesson in the importance of watching each other's backs, and the temptation to supplement a meager salary by skimming loose money was especially ripe. This proved a sinister combination for Michael Dowd, a cop who describes the slippery slope that led him from taking a $200 bribe on a routine traffic stop to offering protection (and police escort!) to one of the biggest drug kingpins in the city. Even before his side business escalated, Dowd had a reputation on the force for being crooked, though he could count on his fellow cops to not rat him out to Internal Affairs. Ken Eurell was warned about Dowd when he agreed to partner up with him, but he followed Dowd down the slippery slope on a lucrative deal with vicious Dominican druglord Adam Diaz, who paid out so much money for their services that Dowd confesses that he forgot to pick up his police paycheck. But Dowd's extravagant expenditures—he drove a brand-new Corvette to work—and runaway drug habit eventually became too outrageous to overlook.
Russell locked up interviews with everyone involved: Dowd, Eurell and his wife, Diaz, two more cops in cahoots with Dowd, and crucially, the owner of an Auto Installation shop who used his business as a hub for drug traffickers. Though The Seven Five is structured around Dowd's humbling testimony at a city hearing after the fact, and includes one brilliant double-back in time in the final third, it mostly relies on talking heads to tell the tale. But oh, what a tale they tell: one of vile misbehavior and police brotherhood at its most insidious, when the badge becomes a license to steal and harass, and the values and techniques instilled on Academy recruits are perverted for a life of crime. Lost in Dowd's storytelling—which still rings with an air of self-aggrandizement—are the human costs of his misdeeds, though it can be hard to quantify the lives ruined by his decision to feed the vultures preying on this ravaged community. The Seven Five doesn't let the audience forget it, however, even though Russell's dominant approach is to give these men all the rope they need to hang themselves. Then and now, the ugly side of police culture can assert itself with devastating consequences.


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The late 1700's through the early 1800's was the age of Cottage Industry. People farmed and made every attempt at self-sufficiency. If they needed to earn extra money they sold produce, eggs, milk and butter. Some sewed for others or built wagons. But a massive upheaval in the American economic system was brewing. The Industrial Revolution, which began very slowly in the late 18th century and reached its pinnacle by 1914, ushered in a strange new world, pulling men, women and children from the farm fields to the factory floor.
The Rise of the Labor Union
Labor Unions began as skilled trade union organizations in the UK and began forming in small groups in the US, one such being the Knights of Labor. The Knights became the largest and most powerful labor union in the States in the 1880's. Founded by Uriah Smith Stephens and James L. Wright as a tailors' union, the Knights enjoyed exponential growth throughout the 1880's and '90's. The collapse of the National Labor Union in 1873 had left a vacuüm the Knights were eager to fill. Their agenda was no child or convict labor, eight-hour workdays and safer working environments. Embraced by the coal miners and steelworkers in Pennsylvania, the Knights membership exploded until mismanagement shut them down in 1949.
The Age of the Wobblies
In 1905, a group of thirty union organizers, led by William "Big Bill" Haywood, formed the Industrial Workers of the World, aka the Wobblies. Most of the early members were miners and lumbermen in the West. The Wobblies were very liberal for their day, excluding no one from their ranks, including women and people of other races. The glory days of the IWW were very important for labor unions, as they gave unskilled laborers a voice in the workplace. Still in existence today, at its pinnacle it had 200,000 members. Today, the group has membership of 2,000.
Government Reactions
Between 1912 and 1918 the US government began to react to the demands of labor unions. 36 states adopted the Workers Compensation Act, and one rest day out of seven, maximum daily hours of work and minimum wage requirements for women were all implemented as policy. While the government had always tried to intervene in labor practices, actual policy change in favor of labor demands was an animal of the early 20th century.
During the Great Depression, Congress delivered six important pieces of labor legislation favored by unionists, virtually revolutionizing labor markets: Davis-Bacon (1931, requiring fair, locally competitive wages in the construction field), Norris-LaGuardia (1932, granting labor unions immunity from wrongful acts in anti-trust cases), National Industrial Recovery Act (1933, approval of collective bargaining practices), Wagner National Labor Relations Act (1935, created the National Labor Relations Board), Walsh-Healey (1936, allowed fixed minimum wages for government contract workers), and the Fair Labor Standards Act (1938, popularly known as the minimum wage law). The root of this legislation is the belief that higher wages mean better product. This actually reverses the cause and effect proving high wages are an effect of high productivity and thus wages, not a cause of them. It also gave labor unions far more leeway in their negotiating practices.
The Rise of the UAW & the Teamsters
The United Auto Workers (UAW), is a labor union which represents workers in the United States and Puerto Rico, and formerly in Canada. Founded as part of the Congress of Industrial Organizations (CIO) in the 1930s, the UAW grew rapidly from 1936 to the 1950s. Under the leadership of Walter Reuther it played a major role in the liberal wing of the Democratic party, including the civil rights and anti-Communist movements. The UAW was especially known for gaining high wages and pensions for the auto workers, but it was unable to unionize auto plants built by foreign-based car-makers in the South after 1970s, and went into a steady decline in membership.
The labor body that would become the International Brotherhood of Teamsters Union formed in 1887. Beginning that year, the American Federation of Labor, or AFL, assisted in establishing local unions of teamsters in the United States. During this time, teamsters drove teams of horses and wagons for commercial purposes. 12 years later the Team Drivers' International Union formed. A few years after that a group of local unions broke with the AFL's organization and started the Teamsters National Union. Two years later, these two organizations merged, under the umbrella of the AFL. That incarnation was the first to bear the name International Brotherhood of Teamsters.
The Teamsters history is fraught with corruption, graft and greed. Organized crime figures were major players in the Teamsters organization. Jimmy Hoffa, a Teamsters organizer from 1932 to 1975, played a major role in the growth and development of the union, though not always in an above-board way.
Hoffa, convicted of jury tampering, attempted bribery, and fraud in 1964, went to prison to serve a 13 year sentence in 1967. In mid-1971 he officially resigned the Teamsters' presidency, as part of a pardon agreement with president Nixon, to ensure his release from prison in late 1971. Another part of the plea agreement, Nixon blocked Hoffa from union activities until 1980. Hoffa tried unsuccessfully to overturn this part of the plea-bargain.
Hoffa's disappearance on July 30, 1975, after an alleged meet with two top mafiosi, did not slow down the growth and development of the Teamsters. He was declared legally dead in 1982.
The Effects of OSHA on Labor Unions
Signed into law on December 29, 1970 by president Richard Nixon, the Occupational Safety and Health Administration (OSHA) Act nullified a large part of labor unions' raison d'être. In pre-OSHA years, labor unions were the watchdogs of workplace conditions. OSHA's mission is to assure safe and healthful workplace conditions for all workers.
OSHA is responsible for enforcing its standards. The agency routinely sends Compliance Safety and Health Officers to work sites, where they carry out inspections and assess fines for regulatory violations. Planned inspections for work sites in particularly hazardous industries are the norm . Inspections can also result in response to workplace incidents, worker complaints or referrals by others. Properly applied OSHA safety standards in the modern workplace have effectively rendered this arm of labor unions obsolete, as OSHA covers over 7,000,000 industries in the US alone.
The Effects of the Fair Labor Standards Act
The Fair Labor Standards Act, or FSLA, enacted by the government to regulate a national minimum wage. It also deals with fair overtime pay practices, protection of workers under the age of 16, and oversees the Immigration and Nationality Act, which sets standards for immigrant workers, who make up a large percentage of the US workforce. The FLSA also made the hiring of children illegal, thus completely preventing child-labor in the US.
Enacted in June of 1938 by Senator Hugo Black, the FLSA was a direct result of violence between employers and striking union workers. The government opinion is, with these types of standards in place, there will be less reason for unions to organize strikes. Surprisingly, the US Supreme Court was very much opposed to the FLSA; the court had repeatedly voted against excluding children in the workforce, and felt the FLSA stance on the topic was too severe and restrictive.
The Pros and Cons of Labor Unions
The most important duty of a labor union is representing the "collective voice" of the workers to management. Labor unions are very good at negotiating pay raises and better benefits for their members. The threat of a walkout is often a very good motivator for employers and tends to speed up negotiations exponentially. Labor unions also are used to represent individual workers who feel they are being discriminated against in some way. Union representatives can provide guidance and assistance in effectively filing complaints against management without fear of the loss of employment. However, it is this fearlessness of workers protected by the union shield that contributes greatly to the dark side of labor unions. Many employers are unable to dismiss union workers who are incompetent, dishonest or ineffectual for fear of a backlash from the union.
Also, the often unrealistic expectations of wages and benefits by union workers force the employer to send work overseas, where non-unionized workers will do the same job for lower pay and few (if any) benefits. This "cheapening" of the US labor force has been a direct result of unions being allowed to run roughshod over employers. Many union shops will hire employees through temporary employment agencies as a long-term hire, to avoid offering union demanded higher salaries and benefits packages. Lastly, discrimination against women and minorities, while still an issue in some industries, is not the hot button issue it was even twenty years ago. There is little that a union does for it's members, other than charge them often exorbitant union dues for "protection".
Although an important part of the history of industry in this country, the day of the labor union is slowly drawing to a close. Government protection of employees and the quality of their workplaces has superceded the union as the watchdog of the workplace. It won't be long before labor unions, like Jimmy Hoffa, are declared legally dead.


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Andy's Fun Foods
I have worked in the FMCG sector for years (retail, manufacture, sales and merchandising) making and building brands for other companies. It was from calling to stores I seen a gap in the market for classic treats we remember from our own childhood that were locally produced. Handmade Cream Pies was the first product in the Andy's Fun Food range. I began making the Cream Pies at home for family and friends, but the one thing I kept hearing again and again from people was "they are the same as the ones I used to get when I was younger" and they could not buy them in stores anywhere.
Through my local Supervalu I approached the Food Academy. I was asked to join the Food Academy course and over a 6 month period working with them the Andy's Fun Food brand was developed. Without Supervalu and their Food Academy the huge success of our range would not have been possible. They gave me the expertise in branding, marketing, packaging, labelling, pricing. Of course the chance to sell our products in Irelands leading supermarket was the highlight for us and has given us the confidence to grow and develop beyond what we ever dreamed of.
Today we have a range of products available in stores including the original Andy's Cream Pie, our AndyCorn range of popcorn in Cinema and Sweet flavours, AndyFloss the timesless candy floss we all love, AndyCake is the classic tea cake and people simply can't get enough of our AndyBlizzards with the creamy filling smothered in chocolate and covered with irresistible coconut bits!
We would not be where we are today without the help and support of SuperValu and look forward to bringing even more new products to stores very soon.


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Google is planning to offer high-speed Internet service in Nashville, Atlanta, Charlotte and 31 other cities scattered across eight states in the company's boldest challenge yet to cable and telecommunications providers.
The ambitious expansion announced Wednesday targets Arizona, California, Georgia, Tennessee, North Carolina, Oregon, Texas and Utah. The markets span some of the largest cities in the U.S. They include: Atlanta, San Jose, Calif., Phoenix; San Antonio; Portland, Ore. and Salt Lake City. The company also hopes to bring the Internet service, called "Google Fiber," to its hometown of Mountain View, Calif.
Chattanooga was the first city in 2010 to offer gigabit-per-second Internet connections through EPB Fiber, the city-owned utility that got more than $111 million from the federal government to build its fiber network for a smart electric grid.
But unlike EPB, which offers gigabit service to all of its 170,000 customers, Google only builds fiber optic service in neighborhoods where a cerrtain threshold of residences pre-order the service, leaving communities like Kansas City split into have's and have nots. Until gigabit Internet is available throughout Kansas City, which it currently is not, Chattanooga will maintain its leadership position in community-wide gigabit service, officials say.
Similar to EPB's price, the new Google service would charge about $70 per month for just high-speed Internet service. A package that bundles the Internet service with more than 100 high-definition television channels costs about $120 per month.
Harold DePriest, president and CEO of EPB, cautioned that Google has a lot of work to do before its service is actually available in the new cities, but he cheered the announcement, saying it was "better for Chattanooga and better for the country if people have this type of speed."
"You don't want to own the only telephone on the street," DePriest said. "I would be very interested in working with Google. They're an impressive company, and are pushing what I think is the future for the American communications industry."
Currently, Google's blueprint is tentative because the Internet advertiser needs to work out logistics with government leaders in the communities where it hopes to build the networks needed to deliver its service. The company hopes to provide updates by the end of the year.
The plans are the clearest sign yet that Google, already the world's most powerful Internet company, intends to become a bigger player in providing access to the Internet, too.
Google's ownership of some the Internet's most lucrative advertising networks and heavily trafficked services such its YouTube video site gives the company a powerful incentive to make it more affordable and enjoyable to spend time online. The company is hoping it can make more money from ads and other services if faster connections and a proliferation of computing devices can make the Internet even more addictive than it already is for tens of millions of people.
With Google Fiber, people can surf the Internet at a speed of one gigabit per second, up to 100 times faster than cable and DSL broadband services. Prices for the service are comparable or below what most households already pay.
Launched as an experimental project in 2010, Google Fiber is only available in three cities so far: Kansas City, Kan.; Kansas City, Mo. and Provo, Utah. It's coming to Austin, Texas sometime this year.
Google's expansion would provide more competition to existing broadband carriers, including cable giant Comcast Corp., which last week announced plans to buy another major Internet service provider in Time Warner Cable Inc. Google says the announcement of its expansion isn't tied to Comcast's proposed takeover of Time Warner Cable, a deal already facing resistance from consumer rights groups worried that the combination will drive up prices for broadband cable TV.
If Google realizes its goal, the company will provide high-speed Internet service in these cities: Phoenix; Scottsdale, Ariz.; Tempe, Ariz.; San Jose, Calif.; Santa Clara, Calif.; Sunnyvale, Calif.; Mountain View, Calif.; Palo Alto, Calif.; Atlanta; Avondale Estates, Ga.; Brookhaven, Ga.; College Park, Ga.; Decatur, Ga.; East Point, Ga.; Hapeville, Ga.; Sandy Springs, Ga.; Smyrna, Ga.; Nashville, Tenn.; Charlotte, N.C.; Carrboro, Cary, N.C.; Chapel Hill, N.C.; Durham, N.C.; Garner, N.C.; Morrisville, N.C.; Raleigh, N.C.; Portland, Ore.; Beaverton, Ore.; Hillsboro, Ore.; Gresham, Ore.' Lake Oswego, Ore; Tigard, Ore.; San Antonio; and Salt Lake City.
Chattanooga Update: What you need to know today
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How to add teaser boxes to page
To add teaser box to your page simply click on teaser box shortcode button, that can be found integrated in default editor panel in visual mode. Use columns to set different amount of teasers per row.
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Examle with 2 columns
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Warren Buffett says there is no recession and he is buying stocks. In fact he bought some $4 billion in stocks recently. Wouldn't you like to buy 4 billion anything?
The Economic Cycle Research Institute, ECRI, says there is a recession looming. Lakshman Achuthan runs the shop and is good as there is. His group correctly called the last three recessions . If he says so then I am nervous. No one is infallible but some guys are more infallible than others. (Some are uniquely fallible, but we know who you are!)
But Lakscham was on the TV last week and made a very coherent and compelling case. Goldman Sachs says we are not there yet and their base case is for slow growth. But if recession, and odds are growing for one they feel, then unemployment could hit 12 percent. I confess to being confused by a flat base case and then maybe 12 percent unemployment. There would have to be some measure of depth of the recession, but, whatever. The point is well made that if we have a recession, the economy is weak going into it and it'll be hard and discouraging.
As for me (and don't worry if you don't care what I think. I don't care what I think.) I don't see us in the soup yet.
This morning the Institute for Supply Management, ISM, reported better than expected numbers for August with a reading of 51.6. Estimates had been for 50.4, although how you can estimate this stuff month to month confounds me. Nevertheless, it is the third month in a row of a number better than 50 and would indicate GDP growth of about 2 percent. Sluggish and vulnerable, but not off a cliff yet.
Since it's Monday and optimism is supposed to abound, the employment number within the ISM was encouraging at 53.8 compared to 51.8 last month. Last Friday's Chicago PMI (same as an ISM for our purposes) was a surprise 60, so we had guessed that today's national ISM could be better.
Construction spending was also better with a reading of +1.4 percent and the guys had guessed -.4 percent. But this number is very volatile. It does offer confirmation, however, that Q3 GDP will come in at 2 percent or maybe a touch higher.
Arguing for a US recession was the very sluggish report on income growth last week. Consumer income was off -.1 percent and spending was up .2 percent. Food and energy accounted for much of the spending increase and they are not very flexible purchases. Savings dipped to 4.5 percent.
One oddity about the savings rate was pointed out by my pal, Rich Farr of Boenning and Scattergood. Rich, ever the sharp eyed analyst, noted that employer paid health care health premiums count as savings. I get why, but they are not savings-savings as we might think of it. So the available cash really isn't there to the extent we might think. Interesting.
The rest of the world was blah, but no more than blah.
China registered 51.2 for manufacturing and a better 53 for services. The US service number comes Wednesday with the over/under at 53. The Euro zone was 48.5, as expected. Germany led the way with 50.3 and Spain lagged everyone at 43.7. I would worry more about a European recession than a US one. Or I guess I would worry first about a Euro set back.
The European Central Bank meets this Thursday and most are expecting an interest rate cut. Headline CPI readings are above target and that might hold up the decision. But I think the market would be disappointed by non-action on rates. Quite a few observers are looking for a 50 basis point cut.
And we get treated to the monthly jobs number this Friday. As always, the ADP survey will premier the official number on Friday. Estimates for both right now are for 75K new jobs. Remember, an initial unemployment reading of around 400K is consistent with job creation of up to 100K.
We'll get back to the Greeks and the Germans and that mess later. It ain't going away!
Vincent Farrell, Jr. is chief investment officer at Ticonderoga Securities and a regular contributor to CNBC.


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Update released for WHMCS Themes and Templates Available In Latest Version 7.7.1
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text: The GoatSNP50 chip utilises more than 52,000 SNP variants to provide uniform genomic coverage. The array was developed by the International Goat Genome Consortium who screened whole genome sequencing data in the following goat breeds: Alpine, Boer, Creole, Katjang, Saanen and Savanna. A total of 10 breeds were used to validate the 52k SNP content.


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Discover "The Helix Nebula – the Science Cloud" a pioneering partnership between big science and big business in Europe that is charting a course towards the sustainable provision of cloud computing for science.
A high-level European event, organised by ESA in collaboration with the Helix Nebula consortium at ESA/ESRIN on 16 January 2013, is part of an overall cloud computing initiative that is aiming to build an ecosystem initially of data providers, scientists, small and medium companies, IT and downstream industry, working together to create a open and competitive market place for science, services and business. Watch the replay.