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Things have been slow in the posting. I imagine everyone is busy, either working on their dolls, plus everyday work, or trying to recuperate from health issues, or just things that come up that require all, or so much of your time. I have had alot of that, as we are continuing to work on our house, and take care of problems and up keep here at my mama's house. While not working on needful things, I have been devoting all my available time to working on my dolls, which included some flour sack rag dolls, which I forgot to take pictures of tonight, but will post them soon, but here are a few of the dolls that I have been spending time with. As you know, I made some dolls out of old doll heads to use as mold makers for new doll heads. I completed this., but as I worked so long and hard on these models ( for that is what they are, as the heads are a tag to heavy to sell, I wanted to finish them out to keep, plus I might need to make some more molds of them eventually. As I went on with them, I have lavished much time and good antique fabric for their clothes. I have made a black calico dress from antique calico and a set of so pretty vintage lace Chemise and panty loons for one, I liked this so much, I went out and found some more lace to make several other dolls the same unders. My model is my little odd doll which I have kept to consider some more. Also, I made a girl doll in the likeness of the Izannah antique picture that I have had for a long time, but not sure of her fate as yet. The new molds include the small boy doll, who is the first cloth head out of the plaster mold, I did make a cloth head out of the other two new molds, but they are just in two pieces as of yet, so I didn't show them tonight, but they show great promise. It is hard to tell all that a person is working on, but I hope the summer will prove fruitful in making some nice dolls for people. I meant to make improvements in my new dolls, and I think I have in several ways. Lighter cloth heads, a better body with good weight distribution, better feet, barefoot or with shoes, which I also hope to make improvements on. Also the hands need to be slimmed down, as I make them to fat. I wanted to talk about my observations on the paint jobs on the real antique Izannahs, but I will run out of time,so a discussion for another day. Thanks for coming by. Come back and we will visit and learn together. Martha
If you are interested in finding out how to buy a doll or have one made please email me at email@example.com
Sunday, March 6, 2016
New Izannah inspired dolls and finishing up, ( making a high collar outfit.)
3 comments:
As always, your work is astounding. The painting is part of what gets me. Yay for your keeper dollies AND your new molds!ReplyDelete
Oh Martha, the dollies are adorable & and the dresses are gorgeous! Love them both, but the black is my favorite. Beautiful work as always. Handsome little boy, I look forward to seeing him finished.ReplyDelete
Martha, you have surely reached some of your goals with these lovely, lovely creations. I love them, and many times over! I am anxious to see the doll who gets to wear the beautiful antique black calico. I am certainly looking forward to the next visit here where we can "learn together."ReplyDelete
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September 27, 2012
FLO Cycilng - Living and Training with Pro Triathlete Josh Amberger
Posted by FLO Cycling at Thursday, September 27, 2012 Labels: en , Triathlon Culture
As many of you know, we sponsor professional triathlete Josh Amberger from Australia. I read an interview Josh did a couple of years ago and ended up contacting him on a triathlon forum. He was quick to reply and did a good job answering my questions. As FLO Cycling began taking shape, I remembered my conversation with Josh and thought he would be a good athlete to possibly sponsor. Josh and I started communicating on a more regular basis and it wasn't long before we decided to make him our first (and as of now, our only) sponsored athlete.
Josh's main goals for the 2012 season were qualifying for the Hy-Vee Triathlon (5150 World Championships) and the Las Vegas 70.3 (70.3 World Championships). After an absolutely stellar season with some great accomplishments, including a win at Singapore 70.3 and placing 2nd at 5150 Klagenfurt and Zurich, Josh easily qualified for both races. He shot me an email looking for a place to stay in Vegas and I gladly offered to put him up for the two weeks.
I wanted to recap the two weeks and detail what I learned living with this eccentric Aussie.
1. People Eat Kangaroos
At first I thought it was a joke. Being from Canada myself, I often tell people we eat polar ears and penguins just to see if they believe me (they often do). I figured Josh was doing the same thing with my girlfriend and me. Well, after a quick google search, I learned this wasn't a joke. Aussies really do eat kangaroos!
2. Australians Talk Funny. Or Wait, Maybe We Do?
I know we all speak English, but it took a few days to become fully aware of all of the new Australian phrases, words and pronunciations. Here are a few of my favorites:
- "Reckon" - Aussies don't think or guess, they reckon. e.g. I reckon chicken (or kangaroo) would be good for dinner tonight.
- "Have" - Aussie's don't go swimming, running, or stretch, they have one. e.g. Let's have a swim. Note: This can often be combined with reckon. e.g. I reckon I'll have a stretch.
- "Slash" - When you are out riding and nature starts calling for a number one, you don't take a leak or pee, you "have a slash". e.g. I've got to have a slash.
- "Broccol-Eye" - I know it's only accent but this is the funniest way I have ever heard someone say Broccoli. e.g. Let's have some Broccol-Eye with dinner.
3. Does the Water in the Toilet Really Spin the Other Way?!
According to Josh, toilets in Australia don't spin. The water just drops down. This may have been the most disappointing part of the two weeks. I still don't know the answer to that question!
4. Have a Chill, and if it's Not Fun, You're Doing Something Wrong
As an age grouper, I've always wondered how the pros train and I was excited to train with Josh. I'm the typical type A/engineer age grouper. I have a power meter, HRM, intervals to hit, schedules to meet, I try to never miss a workout, and I always stick to the plan. I had visions of professional triathletes blasting around at immortal paces all day and I wondered if I would be able to swim, bike, or run with Josh at all.
During the first 10 minutes of our first ride, I looked down at my power meter and thought, "he's just warming up I'm good for now." Five minutes later, nothing changed. Fifteen minutes later, still the same easy pace. I finally asked, "is this how hard you ride?" Josh's reply was, "yeah we're just having a chill, it's an easy ride isn't it?" To be honest, it surprised me. How could a guy who rode a 2:06 HIM bike split ride train this slow? His slow was slower than mine!
The other thing I noticed was that he didn't use a power meter (ever) or even an HRM on most rides. I asked, "how do you hit your intervals?" Josh laughed and said "easy is easy, medium is medium and hard is hard, it's that simple." The engineer in me wanted to panic but I thought he must have a point if he's as good as he is.
Two days later, we did race pace intervals on the bike. I'm a fairly fit guy (my FTP is 300 at 155lbs) and I could literally hold his wheel for about 45-60 second before I wanted to cry. In my 30 years as an athletic guy, I've never seen that level of athletic ability in anyone. It was unreal to say the least.
So, what's the point I'm trying to make? If you are like me, have a chill! Josh and I talked a lot about training and he couldn't stress enough the importance of listening to your body AND having dynamics. By dynamics I mean varied levels of intensity. Training hard doesn't mean ride around at threshold everyday blasting by everyone in sight. Training hard means being consistent, going easy when your body needs to go easy and going medium/hard when your body is ready to go medium/hard. If you listen to your body and you stay consistent, you will get faster. It's that simple.
My (or I guess I should say Josh's) final thought: If training isn't fun, you're doing something wrong. I was training too hard every day. I was starting to dread training and was always looking for excuses to cut workouts short. Josh told me I was missing the whole point. He said, "this is supposed to be fun." I've since began listening to my body and only pushing myself if I feel like it. It's only been a week since Josh left and I've already rediscovered a new love for training. If your training isn't fun, think about what you are doing.
5. Josh Amberger is Next Level
This is another one of those Aussie sayings. If you are "next level" it means you are awesome or great. I say Josh is "next level" because he is. When you sponsor an athlete, there is only so much you can learn about that person in an interview or through email. I guess in some ways you trust your gut instinct and hope that they are the person you want representing your brand.
After spending two weeks with Josh, it's clear to see that he's a class act. Josh is kind, well spoken, educated, good with people, insanely talented, and very keen on furthering his career. He's young (only 23), but his desire and his willingness to learn about developing his career is refreshing.
I think the success Josh has seen in this sport is only just beginning. I believe there is a very bright future ahead for this young man and I wouldn't be surprised if you see him on the top of many podiums to come. As a start-up company, we are certainly not the biggest sponsor Josh has, but I can tell you that we are incredibly proud to call him a FLO athlete.
I hope you have enjoyed this inside look at living and training with Josh Amberger. Leave your comments, thoughts, and suggestions below.
Take care,
2 comments :
- Ryan Conklin said...
Thanks for the post. Aussies in my experience are super fun people to hang with and learning their lingo is sure to make it more fun.
- August 4, 2016 at 2:19 PM
- FLO Cycling said...
You are right. I've never met an Aussie I didn't like.
- August 4, 2016 at 5:30 PM
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subset: commoncrawl


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Consider what your office-space says about you...is it cluttered or obsessively tidy, comfortable or rigid, sparse or decorated? Do you have sticky notes everywhere and family pictures smiling at you? Or do you prefer a de-personalized space to work? I've been exploring the issue of work environments as our campus has spent the past five years in FEMA trailers/temporary buildings since Hurricane Katrina struck the New Orleans area.
When I first began working in the recovery area in Fall 2007, there were 23 people in half of a FEMA building and we had library study carrels that we shared where each person had a two-drawer file cabinet stored underneath the study carrel. You couldn't fit your knees under the desk area and the computer hard drive and monitor barely fit on the work surface. We shared a single departmental phone. After a year and a half, some members were moved to rehabilitated building spaces and there were 13 of us left -- we each got two study carrels to work from, our own phone lines, and our own printers. The open working space made a loud, unproductive area in which to meet students and try to accomplish research, but the small improvements in space allocation seemed as if we could move around and really own our space a bit more than before. Despite the improvement, many of us struggled to maintain a steady pace with the research elements of our work. Just six months ago our tiny study carrels were replaced with actual desks and we received bookcases--but as my family would say, "you can put lipstick on a pig--but it is still a pig" -- and though the environment was improving, the space was rather depressing and difficult to work in, though I didn't quite realize that until today. After three and a half years, I am moving out of the shared FEMA building to a rehabilitated space on the second floor of a previously flood-damaged building. The space is an office suite with five smaller offices. Each individual office has its own door, but the walls stop about a foot shy of the ceiling, meaning the privacy is not complete. However, it is so much more than what we've had! We will no longer have to go outside and walk to another building for restrooms or water fountains (no small feat in the rain!). We will have the ability to close out the rest of the office, to not see and hear every student meeting and every phone call made by our colleagues. My whole outlook is shifting and I find myself much more content, positive, and excited about research and what I may tackle in this new space. Even though the office space is older and not truly individual, the step up is wonderful. It is a true morale boost.
My excitement over the move has startled me. I didn't realize how much my work space impacted the feelings I had when I went to work or as I tried to tackle certain elements of work.
That prompts the question, what does your work space say TO you and ABOUT you? Do you find you draw energy from the work environment? Does it motivate you? I have spent many long hours in this FEMA building and as I stare at the boxes piled around me I feel as though I am shedding several years of unrecognized sadness/frustration while embracing a bright, new outlook.
This blog examines the world of higher education through a communicative lens. Topics include: faculty life, socialization, issues faced by faculty and administrators, teaching and pedagogy, and technology in higher education. This blog candidly explores trends in higher education culture, access, information flow, and faculty life. @CommHigherEd #facultylife Views expressed on this blog are my own and do not necessarily represent the positions, strategies, or opinions of my employer.
Thursday, November 11, 2010
Communicating through and with our work environment
2 comments:
I think that as long as you feel comfortable with your colleagues and if you're having fun, then it's ok.ReplyDelete
jobs manila
I agree with J, it's all about your co-workers if they can work with you then that's good. Thanks.ReplyDelete
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text: Make India Safe India Lead India Smart India Fire & Safety Presentation MAKE IN INDIA Smart India Smart Move Are we all safe and free Sleeping My Gudget My Confidence My Safety Fire and apply Safety Safety for all Buildings External/Internal Surge Source An Arcing Fault is the flow of current through the air between phase conductors or phase conductors and neutral or ground. Concentrated radiant energy is released at the point of arcing an a small amount of time resulting in Extremely High Temperature. Fire Accident Reason Lose Contact Earthing Disorder and Lightning Sikhana to Padega Hi Follow NBC2016 Surge in Systems and Result Surge in DC Application JMV LPS Products Copper Cladded Conductor For Electrical Installation The Copper Clad Steel Grounding Conductor is made up of steel with the coating of 99.99% pure copper. These conductors/ wires or strands are equipped with the strength of steel with the conductivity and copper with the better corrosion resistance property. 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Copper Clad Steel Solid ROD and Conductor LIGHTNING FORMATION Facts about Lightning • A strike can average 100 million volts of electricity • Current of up to 200,000 amperes • Can generate 54,000 oF • 10/350MicroSec/50KA Fault Current/Discharge in Nano Sec Protection Earthing Design100KA Fault Current/Joints Exothermic /Flexible Down Conductor with Shortest Route & Less Corner • Lightning Protection Standard use in India (IS2309 Now IEC 62305-5)NBC2016 Working Principle Angullar No Compromise with Design Max Protection 30Mtrs from One No Product warrenty from Manufacturer High Maintenance Require Earthing below 10.00 Ohm Lightning Risk assessment Study is actually the measure of risk of a lightning strike and probability of damages. As Per IEC62305-2. All these calculations are based on: Lightning strike density inthat particular area(provided byOMV i.e.Ng = 8), Danger for people, Occupation coefficient of structure, Relative location of site, Fire Risk, Associated services, Electrical Lines, Lightning Protection Level, Surge Arrestor and Dimensions of installation. Lightning Safety Calculation Lightning Risk Calcuator as per IEC6305 PASSIVE PROTECTION SYSTEM The Simple Rod air terminal is composed from a metallic rod with 2 to 8 m height dominating the structure to protect, and linked to 2 down conductors minimum, and 2 earthing systems. The protection radius ensured by this air terminal which is limited to 30 m more or less (Protection level IV, height = 60 m), especially dedicated to the protection of small structures or areas like towers, hi eys, ta ks, water tower, a te a asts… The EN 0 -3 standard describes the installation procedure for these air terminals. 13 Simple Rods, 13 down conductors, and 13 earthing systems are necessary to ensure the protection below : The meshed cage protection is composed from a meshing in roof surface and in the front face around the uildi g. Surrou di g the roof surfa e, a d o high poi ts, apture poi ts are positio ed. A o du tors' network is placed at the outer perimeter of the roof. This network is completed by transverse conductors. The size of the meshing is 5 to meters, and depends on the efficiency needed for the protection. On the front face of the building, the down conductors are linked at the top to the meshing of the roof. And, down, to specific earthing systems. The distance between two conductors is 10 to 25 meters, and depend on the efficiency needed for the protection. The EN 62305-3 describes the installation procedure for this method. Generally, this method is heavy and expensive, due to the complexity of the structures to protect. 26 capture points, 26 down conductors and a grounded loop earthing system are necessaries to ensure the protection of the structure here below : The catenary wires protection is a method closed to the meshed cage principle, because it is constituted with meshing of the conductors far from the structure to protect, to avoid any contact with lightning current. Catenary wires are located over the structure to protect, connected to down conductors and specific earthing systems. The width of the meshing and distance between the down conductors must respect the same rules as for the meshed cage. The EN 62305-3 describes the installation procedure for this method. Generally, this method is heavy and expensive, due to the complexity of the structures to protect. The ESE air terminal is a terminal which enables to generate artificially an upward leader earlier than a simple rod, with an ionization system, in order to establish a special impact on its point. The capture of the lightning strike being faster than a simple rod, this technology enables to benefit from larger protection areas, ensuring protection for large dimensions structures. The ge erated protectio radius depe ds o the early strea er e issio value of the air ter i al Δt i µs , its height, and the efficiency of the protection. The protection radius ensured by this type of air terminal is 120 m (Protection level IV, height = 60 m , early streamer emission time 60µs) The NFC 17-102 standard describes the installation procedure for this type of air terminal. The installation of this type of air terminal is easy and cheaper than other technologies. 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From Now On, We All Walk Through Walls
Summertime and the research is easy. Which means I've been spending a lot of time in virtual places, namely the shattered New York of Crysis 2, the sandstorm blasted Dubai of Spec Ops: The Line, the sundrenched resort from hell of Bulletstorm... well, you get the point. Summertime. They're similar games: AAA titles released in the past few years, shooters with ambitions, and of course the use of a major city as a playground for destruction. But even if I'm deep in distraction, I can't turn my brain off, and if you'll forgive me going a little Cyborgology/BLDGBLOG here, I'd like to talk about the ethics and aesthetics of ruined urbanity in contemporary video games.
I'm not using ethics according to its commonsense definitions, and I apologize in advance. By ethics, I mean a rather literal definition of 'right action'; what can be done and what should be done in any given situation. Ethics in video games are rather constrained compared to the full set of moral possibilities in the physical world, but designers and players still have certain codes of conduct, or at least stereotypical patterns of action.
I've been playing shooters since shareware copies of Wolfenstein 3D and Doom up through pretty much every major title since then, and it's completely uncontroversial that while the games have gotten better looking, the level design has gotten a lot simpler. It used to be that you could (and frequently would) get lost in levels, circling endlessly while looking for the keys to the exit. In modern shooters, there is only one path, and it comes with one-way doors to make sure you don't get turned around.
(Image from Kotaku)
The graphical technology of these early games wasn't particularly advanced. Enemies were crude sprites and level geometry limited to simple polygons and textures, but the level design was baroque. The environments of Doom and its generation was the dungeon: a maze of twisting corridors, locked doors, hazardous floors, bottomless pits, and wandering monsters. Some of the dungeons were industrial themed, other medieval or fantasy, but pretty much all FPS games were linked dungeons. Aesthetics was secondary to ethics. The Doom comic is practically Dadaist in its approach to the subject matter, but it makes a worthwhile point about the absurd omnipresence of radioactive waste in the demon-infested Mars base. The presence of toxic waste is irrelevant to the game. What matters is that there are floors that cannot be walked on.
The ethics of the dungeon are simple: Survive. The ethical course carries you through the level as fast as possible with a minimal expenditure of limited resources like health and ammo for the room clearing weaponry. Looming over the game was a fate worse than death (which after all merely required reloading); winding up in a situation where due to unwise play, further advancement was impossible.
From a design standpoint, the goal is therefore to create dungeons that reward smart play, noticing patterns, having a good instinct for layout, and creating games that can be learned. But there's a fine line between making dungeons that are predictable and boring, or insanely punishing and frustrating. Nobody appreciates a good dungeon these days.
AAA shooter gameplay has converged to a single gameplay model; linear advancement along a corridor full of cover, with movement limited by the presence of enemies. Performing a moderately tricky hand-eye coordination task of matching wavering crosshairs with a small greyish-brown target on a brownish-grey background allows the player to advance to the next piece of cover. Taking too long to perform this task is punished with delay, either a few seconds crouching with a blurry red screen, or a few minutes restarting from the last checkpoint after 'dying'. Beating the game mostly takes persistence.
As you can tell, there's not much to this gameplay, but it sells and it's a decent way to kill a few hours. The only thing that distinguishes AAA shooters these days is the spectacle. And this spectacle, more often than not, is of the destruction of cities? What ethics does this aesthetic imply?
I believe the destruction of cities is used to inculcate a sense of amorality, allowing players to experience the vicarious thrill of breaking ethical rules in a familiar location. The breakdown of the city is a visual representation of the breakdown in society that makes it acceptable, nay required, to machinegun endless hordes of enemies.
Spec Ops does this the best of the games in the introduction. It has been critically praised for the ethical complexities of its plot, and the slow descent into madness of its protagonist. The march through Dubai, buried by endless sandstorms and inhabited by half-mad mutineers and refugees, is a perfect match for the progress of the player towards the end. Geometry and gameplay become one and the same, in a shattered wonderland that makes us question our lust for violence
Crysis 2 does this far less adeptly. New York is infected with an alien biological weapon, leaving bodybags and blistered corpses strewn in offices and Subway tunnels. Creepy Private Military Contractors hunt you down for crimes that you didn't commit. And the ground itself is broken by alien lithoships that lurk in Manhattan's bedrock, lifting chunks of the city into the sky in anti-gravity fields. But where Spec Ops was laser focused on the psychology of the characters, Crysis 2 is all over the place. The ruined city does nothing more than make us feel discomforted and vaguely patriotic as it bombards us with post 9-11 schmaltz. Like summer blockbuster The Avengers, the game plays on our sentiments rather than make a statement.
Bulletstorm is the purest of the games, boisterous and relentless testosterone fueled parody of the genre. But Bulletstorm is at least honest, and has a few gameplay innovations. Your most powerful weapon is the environment itself. Guns are an inefficient way to lay waste to the various mutant gangs. Rather, enemies can be kicked into spikes, giant cactuses, electrified wires, exploding barrels, etc for bonus points with The Mighty Boot. The skillshot system inspires a more daring, and a deeper appreciation of the game's environment compared to most shooters.
What's the point? I'm a fan of good games, and I don't want to inhabit dungeons or view senseless spectacles. The Call of Duty series' Bruckheimer-esque world tour of destruction (New York, London, Berlin, Prague, Paris…) does its job of supporting a narrative of empty jingoism, but games with literary ambitions need to have an equally strong theory of space and destruction.
This is not just empty blabber. Real soldiers think about space and destruction all the time. I want to quote Israeli Paratrooper Brigade commander General Aviv Kokhavi, from one of my favorite papers, Weizman's Lethal Theory.
"'This space that you look at, this room that you look at, is nothing but your interpretation of it. Now, you can stretch the boundaries of your interpretation, but not in an unlimited fashion, after all it must be bound by physics, as it contains buildings and alleys. The question is: How do you interpret the alley? Do you interpret it as a place, like every architect and every town planner, to walk through, or do you interpret it as a place that is forbidden to walk through? This depends only on interpretation. We interpreted the alley as a place forbidden to walk through, and the door as a place forbidden to pass through, and the window as a place forbidden to look through, because a weapon awaits us in the alley, and a booby trap awaits us behind the doors. This is because the enemy interprets space in a traditional classical manner, and I do not want to obey this interpretation and fall into his traps. Not only do I not want to fall into his traps, I want to surprise him! This is the essence of war. I need to win. I need to emerge from an unexpected place. And this is what we tried to do.
This is why we opted for the methodology of moving through walls . . . Like a worm that eats its way forward, emerging at points and then disappearing. . . . I said to my troops, "Friends! This is not a matter of your choice! There is no other way of moving! If until now you were used to moving along roads and sidewalks, forget it! From now on we all walk through walls!"'
Some of the best contemporary games let us play with space. Portal makes puzzles fun again with addition of a single wormhole. Mirror's Edge invites us to see rooftops as spaces for momentum and the flow of parkour. Bulletstorm is about aligning enemies and fatal terrain. Minecraft takes mastery of the dungeon to its logical conclusion, allowing adept players to construct their own labyrinths and monuments. Is it too much to ask our game designers to do something interesting with their virtual worlds, to let us walk through walls as well?


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The Pickmaster Precision Plectrum Cutter is the most accurate and clean cutter by Slam Design. It includes a built in sander for a cleaner finish on your homemade awesomeness, and can sit on your desk like a stapler. Cut out the Plectrometer from the packaging and hold your stack of punched picks against the scale to see how much pick-money you've saved! Pickmaster's packaging contains enough plastic to make over 50 plectrums, so you can get started as soon as you open it.
The plectrum cutter is a tool, not a toy, so it's best for older kids and adults. To ensure safety, use the right plastics! Cut pliable/thin plastic like old gift cards (up to 1mm), not thick and brittle plastic like CD cases.
Stand out at band practice and start sharing your homemade picks! Save some money and the environment, all while rocking out with cool, individualized plectrums.
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Subject: I have found a DVD that I think you would enjoy
|Hurricane on the Bayou
Actors: Dr. John, Meryl Streep, Allen Toussaint, Tab Benoit, Chubby Carrier
Directors: Glen Pitre, Greg MacGillivray
Genres: Documentary, African American Cinema
NR 2009 0hr 42min
A powerfully moving large format film unlike any other, Hurricane on the Bayou carries audiences behind today's news headlines on a journey deep into the soul-stirring heart of Louisiana - before, during and after the unpr... more »
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Great Movie!!
P. Carrier | Opelousas, LA | 03/23/2007
(5 out of 5 stars)
"If you are a fan of the really hot blues singer, Tab Benoit, you will really enjoy this movie. Wonderfully done and really moving! It's filmed around the home of Tab in Louisiana. If you get a chance to see it in an Imax Theatre, it will be well worth the price of a ticket. The fabulous sound and scenery is great to watch on the BIG screen. I can't wait to see it again in my own home. The wetlands and destruction of Hurricane Katrina will really move you."
Amazing documentary and music
Cajun Mom | St. Louis, MO USA | 05/19/2007
(5 out of 5 stars)
"Having spent most of my life in Louisiana, I can vouch for the wonderful images and authentic bayou sounds of Tab Benoit, Amanda Shaw (what an amazing young talent!), Chubby Carrier, and the other artists featured in this movie. My heart aches for the devastion and suffering that remains in New Orleans, from Hurricane Katrina. How compassionately and respectfully this movie shows it! The erosion of the Louisiana coast and wetlands is a serious issue that will impact humans and wildlife far beyond the borders of the state. Thank goodness for passionate advocates such as Tab Benoit, and others, who are trying to make a difference. I cried, laughed, felt full of pride, felt full of despair, as I watched this movie at the OmniMax, and can't wait to own a copy when it is available. Definitely see it at an OmniMax if you can. Like me, you will probably want to own your own copy. I bought the sound track at the theater, after the show. I keep it in my car, and listen to it nearly every day."
Ken N. Hailey-suggs | NYC | 12/14/2007
(5 out of 5 stars)
"I saw this powerful IMax film in New Orleans with it's target audience. It was a great experience. I am getting the DVD as a souvenir of the experience.
I have heard a criticism that the films goes light (or 'lite', if you will) on scientific information. Once again look at the target audience...it is well defined INTRO of different subjects: the bayou and NOLA culture pre-K, the science of the storm and the bayou and NOLA AFTER the storm. For the amount of time an IMAX film has, it does a great job.
I do recommend seeing it in IMAX first if possible...especially in New Orleans. You will definately want a copy of it after you see it that way."
What happens when you Fool With Mother Nature,
Wilda Beest | Kaufman TX | 08/09/2007
(5 out of 5 stars)
I saw this impressive and touching documentary, narrated by Meryl Streep, at an Imax theatre. It held my attention from start to finish because the truth was brought to light as to what happens when people fool with Mother Nature. It features enjoyable cajun music by Tab Benoit and excellent fiddle playing by Amanda Shaw, a young girl who shows concern about her surroundings and her family's welfare after Katrina. I was drawn completely into the picturesque life of the Cajun and South Louisiana people.


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If you follow your bliss, you put yourself on a kind of track that has been there all the while, waiting for you, and the life that you ought to be living is the one you are living. When you can see that, you begin to meet people who are in your field of bliss, and they open doors to you. I say, follow your bliss and don't be afraid, and doors will open where you didn't know they were going to be.
~Joseph Campbell
There came a time when the risk to remain tight in the bud
was more painful than the risk it took to blossom.
About Me
- Jessica
I am an event planner and designer who loves writing, dancing, working with children, spending time with my friends, visiting family back home, discovering delicious new vegetarian and vegan food and tackling new books.
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An Open Book by Jessica McCarthy is licensed under a Creative Commons Attribution-No Derivative Works 3.0 United States License.
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Sunday, April 1, 2012
Each spring The Volunteer Center celebrates outstanding volunteers, nonprofits and businesses at a signature event highlighting volunteerism: Hats Off: A Celebration of Volunteer Heroes! The Ascent Services Group sponsored the "Corporate Community Involvement Award" which recognizes a business that operates an outstanding employee community involvement program.
The 2012 winner was Paul Cox, from Swords to Plowshares accepting his Board Leader award from award sponsor, Diane Ratto, with Ascent Services Group.


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Vintage Steam Train will depart Melbourne, stopping at Moe (approx. 10:20am) and then Traralgon (approx. 11:05am).
Return trip: Train will depart Traralgon at 4:40pm arriving in Moe at approx. 5:15pm.
Please print your tickets and arrive 15 minutes prior to departure.
For further information please contact Latrobe Visitor Information Centre or Steamrail Victoria.


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What are the best welder boots for you? Today, we are going to compare three boots together and I want you to rank them on which boot is the best one for you. You can leave your answers in the comment section below.
Let's start with the first one:
- DR. MARTEN'S MEN'S IRONBRIDGE MG ST-Steel Toe Met Guard Boot
What do you think of this boot by looking at the picture?
The boot is strong and tough and it can surely take the heat. It's made from genuine leather and it comes with a man-made sole that's thick enough to protect your feet from any injuries that may be caused from stepping on something sharp. The boot is also water-proof and it comes with a leather ballistic mesh padded, There's also a removable smart mask insole. And the boot will also help you stand a little surer with it's rubber texture and resistance against oil, fat, petrol and even alkali. This boot is perfect for any environment that you might be assigned at.
Here is a review about it:
"I bought this because I am a welder. I use these shoes because I am not allowed on jobsite unless wearing proper protection according to OSHA and rules. Lately I dropped a T-Joint molten piece of steel and it was covered in slag onto my foot but i was wear this shoes at the time. There was no pain. no injury
When using GMAW often sticks are part-used and lie on the ground. I step on the sticks and melting sole of shoe. Sole does not withstanding this so I remove a star. When use MIG a hot wire was stuck in ground and was very hot, and I stepped on the wire. The wire went into sole, with such low resistance. When chip slag the slag was hot and melted to lace. So after 2 weeks daily using these shoes on bottom have much burns and melts. The leather will be ok because I must wear spats and I use shoe polish." – Lewis
You can buy this boot for116.71 to 150.99 US DOLLARS. If you purchase from Amazon, you will be able to avail of free returns on some sizes and colors.
This boot is made from the perfect combination of leather and textile. Unlike the first boot, this one comes with a synthetic sole instead of a man-made one. That doesn't mean that this boot is inferior to the other though. The soles of this boot can protect your feet perfectly as the first one can. The shaft of this boot measures approximately 5.75″ from the arch, while the heel measures approximately 1.5″. The platform of this boot measures approximately 7″. For your comfort, the circumference is adjustable.
Here is a review about it:
"Good boots. Lightweight (relatively speaking), not a lot of insulation so wear extra socks in the winter. They are not quite 7″, but more than 6". A lot of workplaces require an 8″ boot, my boss let these slide.
Working twelve hour shifts, it's hard to say weather or not a boot is comfortable – wearing any boot for twelve hours straight sucks, these aren't too awfully bad I suppose.." – Jason Thomas
The boots are being sold for 83.57 US DOLLARS to 154.99 US DOLLARS.
We've all known CAT to be a brand of durability, and that's why these boots will not fail you. The boot has been made from genuine leather with a matching 6″ lace-up leather shaft. As you can see in the photo, the boot has extra protection (and so does the other first two boots, now that I mention it) because of the metatarsal guard. It has s single stitched welt and it comes with a round steel toe.
The boot is able to resist chemicals and heat.
Here is a review about it:
"I bought these for where I work with a lot of steam and chemicals to wash down lime that otherwise ate the laces of my last pair of boots. I'm hoping these will work out better for me. quality is top notch, but the guard seems to bulky and the sole to narrow making me wonder if i should of had bought the wider 2E pair. The boot on arrival looks a tad to pristine in the immediate. Hopefully after some scuffing and wearing it wont look so clumsy. The metatarsal guards have a strong solid feel like a thick plastic carriage inside, also the buttons do not unclasp. will update." – Scribbles
The boot is being sold at 114.99 US DOLLARS to 172.00 US DOLLARS. If you purchase from Amazon, you will also be able to get free returns on some sizes and colors.
What do you think of the boots we featured for today? Did you like any of them? If yes, which boot did you like and why? For me, the three boots are quite good and I really can't decide which one I prefer more compared to the other two. It's just so hard to choose between quality materials.
Here at Welding Steel Tips and Tricks, we expand a little more and give you product reviews with the aim to help you make better choice when it comes to your purchases. Hopefully, our article for today has helped you even just a little bit. You can share this post to your friends and family if you think they can learn from it as well. Did you know that you can also subscribe to us? Subscribing to us is a great way to never miss a post and you'll always be the first one to know or read! We will be sending you alerts or notifications in your e-mail address every time we post something new. We don't spam! No worries! If you have further additional questions or you just want to discuss the topic, you can send a message to us or better yet, leave a comment below so that we and other readers will be able to answer your question or discuss it further. The more the merrier, right? Thanks for reading! Hope to see you here again next time! Have a nice day!


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CasesTransfer of undertakings and seconded employeesBackgroundThe EU Directive 2001/23/EG, also known as the Acquired Rights Directive (the "ARD"), applies to the transfer of undertakings through an asset transaction. In the Netherlands, the ARD Directive is incorporated in the articles 7:662-666 Dutch Civil Code.If a transaction qualifies as a transfer of undertaking as defined in the ARD, all 'engaged' employees transfer to the acquirer of the business by operation of law. In that case, all employment benefits of transferred employees will transfer to the acquirer by operation of law (with the possible exception of pension entitlements). Article 7:663 Dutch Civil Code sets the condition that, in order to be considered 'engaged', an employee should be employed by the transferor at the time of the transfer.FactsWithin a Dutch group of companies all employees are employed by X B.V. X B.V. seconds its personnel to the other companies within the group. One of those companies is Y B.V.Y B.V. transferred its business to a third party. The employees of X B.V. who were seconded to Y B.V. claimed to have transferred to the third party under the regime of the ARD/Dutch law by operation of law. The third party, however, invoked article 7:663 Dutch Civil Code, stating that there was no employment contract between the transferor and the employees at the time of the transfer.In 2006 the court decided that, in spite of the condition mentioned in article 7:663 Dutch Civil Code, the employees transferred to the third party by operation of law and thus remained entitled to the employment benefits included in their original contracts with X B.V. With reference to the Botzen and d'Urso rulings of the European Court of Justice, the court concluded that an employee who has been working for a long time (i.e. 20 years) for the same factual employer, which factual employer is part of a group of companies of which the formal employer also is a member, may rely upon the protection of the ARD.The third party appealed this decision.RulingThe appellate court recognised that the structure chosen in the above case may circumvent the (objectives of the) ARD. It therefore decided to ask preliminary questions of the European Court of Justice on this specific situation.Effect on employersDepending on the view taken by the European Court of Justice, we may see the scope of 'engaged' personnel expanded to include temp workers employed within the same group of companies.
Payment of salary to an addicted employeeBackgroundAn employer is not obliged to pay any salary for a period during which the employee has not performed any activities for the employer on a ground attributable to the employee.However, in cases of inability to work due to sickness of the employee as defined in Dutch law, the employer should continue payment of salary up to a certain extent for a maximum period of 104 weeks.FactsThe employee, a plasterer, was caught (by the employer) using drugs in the company car. It then transpired that the employee had been addicted for approximately 12 years. The employee and employer agreed that employee would have himself admitted to a drug rehabilitation centre and that employee would take unpaid leave during his stay there. On the day of his admission, the employee reported in sick.The employee claimed payment of salary (in respect of sickness) for the period of his stay in the drug rehabilitation clinic.RulingIn two instances, the court ruled that the employee was indeed unable to work due to sickness as defined in Dutch law. It also ruled that the agreement that the employee would take unpaid leave during his stay in the drug rehabilitation clinic, conflicted with the aim, nature and meaning of the sick-pay provisions in Dutch law and might therefore be nullified by the employee.Effect on employersEmployers should be aware that they may be obliged to continue payment of wages in cases of addiction, as the addiction may be seen as a sickness. Any deviating agreement with an employee may be nullified by the employee.
Work permit and seconded employeesBackgroundAccording to article 2 sub 1 of the Foreign Nationals Employment Act (Wet Arbeid Vreemdelingen; 'WAV') an employer that wants to hire an employee from outside the European Economic Area (EEA), must, prior to the employer having the employee perform any work, obtain a work permit.FactsX, a transport company, hired personnel from Z for the loading and unloading of cargo (supply of personnel). The Health and Safety Inspectorate raided the premises of X and established that 23 of the employees seconded by X from Z, did not have the required work permits. A fine of €184,000 was subsequently imposed on X.X tried to recover the fine from Z, stating that not X but (only) Z was responsible for the employees having the correct documents, since Z was the employees' formal employer.RulingThe court ruled that the term 'employer' in article 2 sub 1 of the WAV refers to both the formal employer and the factual employer. It is irrelevant whether there is a contractual arrangement or a relationship of authority between the factual 'employer' and the employee, whether there is any remuneration for the activities and/or whether the factual 'employer' is aware that a work permit is required.The court therefore dismissed X's claims for recovery.Effect on employersEmployers should be aware that they should check whether any foreign national performing any kind of work at their premises has the required work permit.Traffic finesBackgroundThe company, as license plate holder, had been confronted with fines for speeding offences committed by one of its employees whilst using a company car. Could these fines be recovered from the employee? Until recently it was held that such recovery was not possible.FactsOn 13 June 2008, the Dutch Supreme Court ruled that the license plate holder (the employer) might indeed recover the fines from the actual driver (the employee). Any different opinion would create an unjustified distinction between employee's using a company car and employee's who use their own car for business trips. Only in cases of encouragement by the employer (e.g. in cases of an impossible assignment which cannot be fulfilled unless the employee violates speed limits), may the fine not be recovered from the employee.Effect on employersEmployers should be aware that, unless they have encouraged the employee to break traffic regulations, they may recover all traffic fines from employees driving company cars.
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Tuesday, 19 November 2013
Ofsted find 10,000 children who are not at school
The main thing which strikes me about this report, is that most of the children mentioned are missing from school due to the ineptitude or laziness of those whose job it is to provide them with an education. They are children who have been excluded, children with special educational needs for which schools were unable or unwilling to cater, kids with physical and mental problems and also those of asylum seekers. There is no suggestion that any are home educated children, whose parents are not fulfilling their legal duties; more that local authorities are ignoring children who need school provision.
On the whole, I am pleased to see this report, because it ties in with what I have been looking at recently, which is to say children who are not being sent to school and are consequently at risk of harm. As long as nobody muddles this problem up with home education, then I shall be glad to see action taken to tackle what really is a scandal. A scandal it may be, but it it is not, as Barry Sheerman would have us believe, a scandal involving home education. The fifteen boroughs visited for this survey were Blackburn with Darwen, Bradford, Bristol, LB Camden, Derbyshire, East Sussex, Halton, Lancashire, North East Lincolnshire, Northumberland, Peterborough, Southampton, Telford and Wrekin, LB Wansworth and Wolverhampton.
The report, Children Missing Out on Education, may be found here:
14 comments:
- Anonymous19 November 2013 at 02:41
This looks positive - on the face of it, at least; an attempt to deal with a real problem and a clear statement that this isn't related to home education.ReplyDelete
But I don't think anyone in HE will be dropping their guard; measures taken to deal with the problem defined here by OFSTED could lead to collateral damage for HE, and that's beside any issue we might have in future with demands for registration and monitoring.
It's a welcome change, though, to see HE specifically excluded in this way; do I also detect some recognition by Simon that HE is not a part of the bigger set of issues with children's education and welfare?Replies
'do I also detect some recognition by Simon that HE is not a part of the bigger set of issues with children's education and welfare?'Delete
Unfortunately, there is a crossover group and so the two issues are linked. I would need to draw a Venn diagram to illustrate this clearly. Some of those mentioned in this report, Gypsies, travellers and Roma for example, withdraw their children from school at the end of primary and then claim that they are home educating them. Not all children listed as being home educated are actually receiving an education.
- Anonymous19 November 2013 at 03:11
I've had the Venn diagram in my head for years, and it's quite clear that the worst way of dealing with the problem is to select HE children.Delete
It's also clear that if you wish to makes sure (to use your words) that no child goes missing then you have to deal with all children and their parents or carers.
'It's also clear that if you wish to makes sure (to use your words) that no child goes missing then you have to deal with all children and their parents or carers.'Delete
This is indisputably true and could most easily be done through the use of the Unique Pupil Reference Number. This would not discriminate against any parents or carers and would not mark out home educated children in particular.
- Anonymous19 November 2013 at 03:37
"Unique Pupil Reference Number"Delete
What would you do with that? How would this help for children under about four years of age or those who never go to school?
This sounds like registration and monitoring - for HEors and almost everyone else - via the back door, with the highest-risk children (~4 or under and dysfunctional families or that very small number who hide and harm their children) being missed.
'What would you do with that? How would this help for children under about four years of age or those who never go to school?'Delete
One way would be the allocation of a Unique Pupil Number to every child at birth. It would then simply be a matter of checking that the educational provision was entered at the age of five. If the provision changed, either because the parents took the child from school to move house or deregistered her, then a designated officer in the local authority could be responsible for updating the provision within a certain time. One could even make it an offence for local authorities not to have this record updated within, say, a month of the provision changing. This might tackle all the problems outlined in the Ofsted report.
- Anonymous19 November 2013 at 10:58
Could you not use the child benefiit number, and make that their NHS number too? One number across all the systems should make it a little harder to lose children? (Although we are assuming here that people don't sometimes decide that it's easier to lose children than deal with situations...)Delete
It is a pity there are no individual statistics about each LA - I was interested to see that Southampton was an area assessed. Now they have a very efficient data entry person in the CME department who contacts families with no record of a school place to track them down, but who is also fortunately clear that once a child is identified by parents as Home ed, they are no longer missing. SCC of course doesn't have an EHE department any more, but everyone seems to cope pretty well without one. The survey appears to have looked at 3 secondary schools, the hospital school and a special school, and whilst I have no idea what is going on really at any of them, I would be surprised to find that there are many children who are being failed in this way - the PRU, which I do know, tries extremely hard with some really difficult teenagers.ReplyDelete
All in all though as everyone rightly says, this isn't about Home ed, so I am not sure why Barry S got so excited.Replies
'Southampton was an area assessed. Now they have a very efficient data entry person in the CME department who contacts families with no record of a school place to track them down,'
This is interesting:
I didn't know that there was no EHE department now in Southampton. I used to have dealings with the woman who was there in 2007. I think she was called Ruth something.
There was Pam, who apparently was well liked, but everyone in the LA seems to have been made redundant. The website still mentions visits ect, but as there are no staff , it doesn't happen! The only contact seems to be the CME check, and that is it.Delete
- Anonymous19 November 2013 at 10:08
I got so fed up with not knowing what, if anything, I needed to worry about that I emailed Graham Stuart, head of the Education Select Committee, on Saturday night. On Sunday morning he confirmed to me that this Government has NO plans for a register of home educators, but that any future Labour Government almost certainly would have.ReplyDelete
So, it would seem to me that we are back to the time honoured tactic of 'keep throwing mud and with any luck enough of it will stick to justify legislation.'
Thanks for this post, Simon.
' I emailed Graham Stuart, head of the Education Select Committee, on Saturday night.'Delete
And that Anne, is the best strategy of all. A number of times when various rumours have been floating around and home educators have been running round like headless chickens, I have done that very thing myself. Often, if you speak directly to people involved, you find out a lot more than you do by following internet lists or even reading well informed blogs like this one!
- Anonymous19 November 2013 at 11:02
Exactly, but I haven't got your tenacity or contacts so I like seeing what you come up with.Delete
And I hope you're sitting down because I want to say thank you for all you do. No matter how often I disagree with you, you get to the facts and flag up incoming problems. By arguing with you I can rehearse arguments with someone who will happily counter and correct me so if/when I have to use them in real life I've got them clear in my head.
Don't worry, I'm sure normal service will be resumed soon enough.
'I want to say thank you for all you do.'Delete
I urge you to reconsider this rash statement, Anne. You will lose all credibility as a serious home educator! But don't worry, for, as you say, normal service will indeed be resumed soon enough; of that I have no doubt at all.


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To start your submission please mail ONLY 5 retail-ready copies of your album.
"Retail-ready" means your physical product is assembled in its case and shrink wrapped if possible, ready to be sold to customers right away.
If you've uploaded your album cover artwork, the covers of your physical product MUST MATCH the image you uploaded.
We cannot accept plain discs without album cover artwork.
When we email you requesting more, please only send the number of copies we ask for. If you think we are going to need more, we understand. There are exceptions ("Help! We're going to be on The Tonight Show tomorrow!") - so if you have an extreme situation please call/email us first.
Our goal is to have a 2-3 month supply so you won't have to go to the post office every week. If you're selling copies like hotcakes, our inventory guru will advise you on how many to send.
If you send way too many (like if our guru requested 3 CDs and you mailed us 25) we will have to ship 22 CDs back to you (at your expense) or recycle them — and that makes us so sad. We love all of our artists and want to give everyone a fair shake (and space on our shelves).


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About Us
"Sweet & Sassy is the coolest place to get a sassy haircut, enjoy some spa pampering and have an unforgettable birthday celebration with a hot pink limo!"
Sweet & Sassy is a cutting-edge children's salon, trend-setting retail store and the perfect celebration place! Customers enjoy top-quality services including haircuts, up-do's, mini-manicures, mini-pedicures, ear piercing, spa and makeover packages, and a selection of great signature birthday parties.
Snip-Snap Station©
Licensed and trained stylists provide trendy boys and girls haircuts, up-dos and braids. Most stores range between 6-8 salon stations.
Pampered Place©
Girls giggle as they soak their toes in our plush purple pedicure pit. Mini-pedis, mini-manis, and mini-facials can be purchased in a variety of packages.
Glam Central©
Our Signature Parties & Mini-Parties are a big hit at Sweet & Sassy! Our Hot Pink Limo can't be missed and doubles as a form of advertising.
Sassy Shoppe©
Our retail shop has the trendiest accessories, room décor, bath products and gifts. Sweet & Sassy has developed branded Creation Stations where girls can create their own Lip Gloss, Lotions, Sugar Scrubs and more! We also have branded perfume and hair scents.


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Need a dose of cute? Celebrate National Puppy Day.
Need more cute? Celebrate Cuddly Kitten Day as well.
Near Miss Day commemorates the day in 1989 when our planet experienced a... near miss. An asteroid passed within 500,000 miles, which is next to nothing in space terms. The asteroid could have left a crater the size of Washington, D.C., USA, if it had made contact. Whew!
The theme of World Meteorological Day 2014 is, "Weather and climate: engaging youth."
OK Day celebrates a common word, or expression, that we use without thinking much about: OK or okay. You can thank Old Kinderhook for his role in helping the invented word to catch on. His campaign slogan was, "OK is OK."
Pakistan Day is observed today, in memory of the Lahore Resolution, passed in 1940.
Celebrate National Chip and Dip Day with whatever chip and dip combo suits your fancy. Go with the old standby, potato chips with onion dip, or the spicier tortilla chips with salsa, or something exotic of your own invention.
If you're fond of all foods thin and crispy, you're in luck. Melba Toast Day honors a treat created by accident, by a chef at the Savoy Hotel. Dame Melba sampled the too-thin, over-toasted bread, and at that moment Melba Toast was born.
Click to view all blog posts!


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Release Date: July 10, 2017
Expiration Date: July 10, 2020
Because many professionals working in clinical settings are unfamiliar with the specific diagnostic criteria or clinical considerations for BED, it is commonly misdiagnosed as another eating disorder, such as bulimia nervosa, anorexia nervosa, or eating disorder not otherwise specified. However, the treatment approaches for BED can differ from those used for other eating disorders and such a misdiagnosis could affect the course of treatment and treatment success for a client.
This basic-level course is designed for healthcare professionals in various clinical practice settings including psychologists, social workers, marriage and family therapists, and mental health counselors who may come into contact with individuals exhibiting BED. This course provides information to help clinicians better identify and treat individuals with the disorder. This course provides the most current information about BED, including material on the differential diagnosis of BED from related disorders, potential causes of BED, associated features of BED, negative health implications of BED, and pharmacological and psychological options for treating BED in various settings.
New Jersey Social Workers - This course is approved by the Association of Social Work Boards - ASWB NJ CE Course Approval Program Provider #52 Course #1867 from 05/03/2018 to 05/03/2020. Social workers will receive the following type and number of credit(s): Clinical Social Work Practice 3
Course Objectives
Karen R. Koenig, LCSW, Med, has been treating clients with dysregulated eating for 30 years. She is the author of six books on eating and weight, including several foreign language editions. Her articles have appeared in Social Work Focus, Social Work Today, and Eating Disorders Today. A founding member of the Greater Boston Collaborative for Body Image and Eating Disorders, Ms. Koenig has served on the professional advisory board of the Massachusetts Eating Disorder Association and has taught seminars for the Simmons College School of Social Work, the Boston University School of Social Work, the Massachusetts School of Professional Psychology, the National Association of Social Work, the Massachusetts Dietetic Association, and the National Organization for Women. A graduate of Simmons College School of Social Work, Ms. Koenig practices in Sarasota, Florida.


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Attend Intensive Tutorial for 2019 JAMB, Post UTME, WAEC & NECO, OAU JUPEB, OAU School Of Nursing And OAU Pre-Degree @ Akahi Tutors, Ile-Ife. Tutorial and Accommodation cost #10,000 per Month. Call 08038644328 Read More>>
If you are thinking of hiring a second in command, manager, or another high-ranking employee, you may have found yourself wondering if you need something to protect yourself and your business, like an employment contract. You've come to the right place.
In this article, we will provide you with a Free Employment Contract Template that you can customize for your small business.
Looking for a simple way to store employee contracts and onboard new employees quickly and easily? Gusto is a one-stop payroll and HR solution that offers small businesses online HR support, including online offer letters, and e-sign options for I-9, W-4, and custom documents like confidentiality agreements.
Please note that this article contains general information, and we suggest consulting your own legal professional before providing an employee with an employment contract.
Free Employment Contract Template
Here's a free employment contract template that you can adapt for your small business. Following the template, we'll explain in detail what to include and what to avoid in your employment contract so that you can customize it for your own business. You may also access it here as a Word Doc and here as a PDF.
THIS CONTRACT is made as of the ______day of__________________, 20__ , between Company Name (Insert DBA or Common Name), a corporation [or other business type] incorporated under the laws of (insert state) and having its principal place of business at (insert address) (the "Employer"); and [Employee Name], of [City, State] (the "Employee").
WHEREAS the Employer desires to obtain the benefit of the services of the Employee, and the Employee desires to render such services on the terms and conditions set forth.
IN CONSIDERATION of the promises and other good and valuable consideration, the parties agree as follows:
1. Employment
The Employee agrees that s/he will at all times faithfully, industriously, and to the best of his/her skills, experience and talents, perform all of the duties required of his position. In carrying out these duties and responsibilities, the Employee shall comply with all Employer policies, procedures, rules and regulations, both written and oral, as are announced by the Employer from time to time. It is also understood and agreed to by the Employee that his/her assignment, duties and responsibilities, and reporting arrangements may be changed by the Employer in its sole discretion without causing termination of this agreement.
2. Position Title
As a [Job Title], the Employee is required to perform all of his/her necessary job functions and duties, and all other duties that may be assigned to Employee from time to time by Employer.
3. Compensation
As full compensation for all services provided, the employee shall be paid at the rate of _______________ dollars ($__________) per hour/annually and will be subject to [CHOOSE APPLICABLE PERIOD: annual/quarterly/or describe other review period] review. Such payments shall be subject to normal mandatory deductions by the Employer (i.e. federal & state taxes, Social Security, Medicare).
4. Benefits
In addition, the Employee will be eligible to participate in bonuses and other employee benefit plans established by the Company for its employees from time to time. The Employer currently offers (insert benefit list, i.e. We offer a medical PPO, a dental PPO, and a vision plan. We also offer life insurance. You would still leave out exact prices.) and more details on these benefits will be provided under separate cover. The Employee is eligible for our company benefits after (insert time frame, must be less than 90 days after start date for health insurance).
5. Probationary Period
It is understood and agreed that the first 90 days of employment shall constitute a probationary period. During this probationary period, the Employee is not eligible for paid time off or other benefits [adapt this according to your business' needs].
Though termed a probationary period, the Employer retains the right to exercise at will employment at any time and may terminate the Employee at any time.
6. Paid Time Off
The Employee shall be entitled to Vacation Time in the amount of XX weeks per annum, which equals XX days or XX hours. Sick Leave is provided in the amount of XX weeks, which equals XX days or XX hours per annum. The Employer also provides Bereavement Leave if needed.
The Employee is not eligible for any kinds of leave until the 90-day probationary period has been passed successfully. Please see the Employee Handbook for more information and for appropriate use/ policies regarding all time off and leave (include this only if you have one).
The Employer reserves the right to change or otherwise modify, in its sole discretion, the preceding terms of employment.
7. At Will Employment
While we look forward to a long and profitable relationship, you will be an at will employee of the Employer, which means the employment relationship can be terminated by either of us for any reason, at any time, with or without prior notice and with or without cause. Any statements or representations to the contrary (and, indeed, any statements contradicting any provision in this letter) should be regarded by you as ineffective.
The Employee may at any time terminate this contract and his employment by giving not less than two weeks written notice to the Employer. The employee agrees to return any property of the Employer at the time of termination.
8. Non-Competition Covenant & Confidentiality
***Non-competition covenants do not hold up in California court. If you believe you need a non-compete and your principal place of business is in California, we recommend you consult your attorney and create a non-disclosure agreement & invention patent (IP) clause/contract***
It is agreed that following termination of the employee's employment with the Employer for any reason the Employee shall not hire or attempt to hire any current employees of (insert name of company). It is further acknowledged and agreed that following termination of the Employee's employment with the Employer for any reason, the Employee shall not solicit business from current clients or clients who have retained the Employer during the prior 12 month period.
As an employee of the Employer, you will have access to certain confidential information of the Employer and you may, during the course of your employment, develop certain information or inventions that will be the property of the Employer. To protect the interests of the Employer, you will need to sign the Employer's standard "Confidentiality and Intellectual Property Assignment Agreement" as a condition of your employment (keep this if you have one). We wish to impress upon you that we do not want you to, and we hereby direct you not to, bring with you any confidential or proprietary material of any former employer or to violate any other obligations you may have to any former employer.
During the period that you render services to the Employer, you agree to not engage in any employment, business, or activity that is in any way competitive with the business or proposed business of the Employer. You will disclose to the Employer in writing any other gainful employment, business, or activity that you are currently associated with or participate in that competes with the Employer. You will not assist any other person or organization in competing with the Employer or in preparing to engage in competition with the business or proposed business of the Employer.
More details will be provided in the Employer's "Confidentiality and Intellectual Property Assignment Agreement" under separate cover (keep this if you have one).
9. Integration
This contract contains the entire agreement between the parties, superseding in all respects any and all prior oral or written agreements or understandings pertaining to the employment of the Employee by the Employer and shall be amended or modified only by written instrument signed by both of the parties hereto.
10. Authorization to Work
Please note that because of employer regulations adopted in the Immigration Reform and Control Act of 1986, within three (3) business days of starting your new position, you will need to present documentation demonstrating that you have authorization to work in the United States.
11. Severability of Contract
The parties hereto agree that in the event any article or part thereof of this contract is held to be unenforceable or invalid, then said article or part shall be struck, and all remaining provisions shall remain in full force and effect.
12. Choice of Law
This contract shall be governed, interpreted, and construed in accordance with the laws of the State of (insert state name).
This contract will remain open until [Date]. If you decide to accept this contract, please sign the enclosed copy of this letter in the space indicated and return it to me. Your signature will acknowledge that you have read and understood and agreed to the terms and conditions of this agreement and the attached documents, if any.
IN WITNESS WHEREOF the Employer has caused this contract to be executed by its duly authorized officers and the Employee has agreed as of the date first above written.
SIGNED, SEALED, AND DELIVERED in the presence of:
________________________________________ _______________________
Name of Employee Date
________________________________________ _______________________
Owner/CEO Date
What Needs to be Included in an Employment Contract?
In addition to clearly describing the job an employee is being hired for and the salary you are going to pay the employee, the employment contract should also address the following:
At will employment
At will employment is the fancy way of saying that, in all states, an employer can fire an employee for no reason (as long as there is no discrimination). There are some exceptions to at will employment, which you can read about here. Every state upholds at will employment, but Montana has the most exceptions (so be cautious if you are one of our readers from there).
At will employment should always be included in an employment contract, so there are no questions as to whether or when an employee can be terminated. This works in the favor of the business owner, like you, so you can make the tough decision to terminate, worry-free, in the future if the need arises.
The employee's responsibilities
Laying out the job responsibilities in the contract sets the expectations on what an employee's role is at your company. This is essential to prevent miscommunications. Think back to your job description when you posted the job, but the responsibilities should be laid out with even more detail in the employment contract if possible.
Salary and benefits the employee will receive
Include the salary the employee will receive and on what schedule (e.g. annual, hourly, etc.).
List out what benefits the company has available, like medical, dental, and vision insurance (although you don't need plan details like premium costs–those will be provided by the insurance company). If applicable, include how much each month you will contribute to their premiums (or what percentage).
You'll also want to outline how many days of vacation, sick leave, bereavement leave, or other paid time off (PTO) you are going to provide. You don't need to outline the whole policy, but rather give an overview like:
The employee will receive 10 days paid vacation time, 5 days paid sick leave, and will be eligible for up to 4 days bereavement leave (if needed) once the first 90 days of employment is over. All paid time off is outlined in further detail in our employee handbook.
Non competition and nondisclosure clauses
A noncompete/noncompetition agreement (sometimes called an NCA) is a legal agreement, usually between an employee and an employer, that the employee cannot start a competing business or use knowledge learned from the employer for a certain period of time (usually 1-5 years). Sometimes it's called a Covenant Not To Compete (CNC), and sometimes a radius of miles is also included (i.e. for a spa, it might make sense to include a 10 mile radius so that a stylist doesn't "steal" clients upon opening her own spa).
A nondisclosure agreement (NDA or confidentiality agreement) is a legal contract that focuses specifically on the knowledge learned, materials made/acquired during employment, and items of that nature. It is typically between an employee and employer, but it could also be between companies, to a vendor or consultant, or with someone who works with your business on a regular basis, like an accountant.
NDAs can be especially important in creative fields (think writers, photographers, graphic designers, architects, and the like), where there can be an issue of who owns the work created. For example, if your employee creates a page layout for a landing page, and then wants to use the same one for a client she has on the side, is that allowed? The answer is generally yes unless you are crystal clear that any work done while working under your company's time or with your company's budget belongs to the company. So, if your graphic designer is working on your watch, you want to make it clear in your employment contract that you "own" the products that they are creatively making.
While you might have a longer, separate confidentiality agreement or noncompete depending on your industry (especially if you make a unique technology, exclusive client list, trade secrets, or a secret method for, say, social media analytics), you will want to put in a noncompete clause and a nondisclosure clause in your employment contract. If you do business in California, use a nondisclosure clause because noncompetes are unenforceable there.
For 1099's or freelancers, you'll want a separate agreement entirely that covers work product and confidentiality since you won't be providing them with an employment contract.
We recommend consulting your own attorney to have them draft a full NCA or NDA for you and your business. Only your attorney will know what you need to protect you the most.
A method for resolving any disputes that arise (i.e. legal fees, jurisdiction)
Most agreements also include what will happen should litigation arise from it, such as where legal proceedings will take place and who will pay for the costs. You should also specify the state law that will apply to the contract, which is usually (but not always) the place where the business is located.
The employee's signature & date, along with your (the business owner's) signature & date
This helps the contract to be more official and you should keep a copy, as should the employee. It also aids in enforcing the contract legally, if push comes to shove, although there are conflicting statements out there on if you truly need both signatures to enforce it. It is best practice to have both parties sign and date the contract BEFORE work begins to avoid any issues as much as possible.
What To Avoid Putting in an Employment Contract
The following is a list of items NOT to include in an employment contract and why:
Duration of the job
Putting in a timeline or job duration (e.g. we will employ you for at least 1 year) can chip away at the protection you get from at will employment. Once you put any sort of timeline into a contract, it becomes an "implied contract," which gives you less leverage to let go of an employee before this timeline is up. Several states uphold implied contracts, and this could impede on your rights as a business owner to terminate an employee, so leave it out!
Grounds for termination
Putting in reasons that an employee can be terminated can also eat away at the protection you get from at will employment. It can be interpreted that an employee can only be terminated for cause or behavioral issues. This could also create an "implied contract."
Employment Agreements vs. Employment Contracts
You might be wondering what the difference is between an employment agreement and an employment contract. In everyday speak, the terms are often used interchangeably. However, there is a legal difference. Basically, a contract is legally enforceable, and an agreement is not (however, that's not to say that an agreement will never be enforced in a court of law).
An agreement tends to be more verbal and casual than a contract as well. If you were to do an employment agreement, you might be the only one to sign it (over having the signature and date of both you and the candidate), or perhaps only the candidate would sign it.
To err on the safe side, we recommend consulting with your attorney and using the phrase "employment contract" versus "employment agreement."
Offer Letters vs. Employment Contracts
There are 3 main differences between job offer letter and an employment contract:
- An offer letter is not a legally binding contract and would not be held up in court. An employment contract that's properly drafted and signed by both parties is enforceable.
- An offer letter is the first thing you give someone you want to hire. You would provide an employment agreement or an employment contract only AFTER someone accepts the offer!
- An offer letter shouldn't provide much more details than the official offering of a position and its salary. An employment contract is more detailed.
The Bottom Line
An employment contract is a good idea to have in place if you are hiring a manager level and above. They protect your business and you, as well as set clear expectations of the role for the employee. Better safe than sorry!
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Technology trends for 2012
At the midpoint of 2012, we are seeing several technology trends that are prevalent in the marketplace. Businesses are increasingly taking advantage of opportunities to utilize advances in technology to enhance the efficiency and effectiveness of their businesses. The following are three of the most popular technology strategies that businesses are implementing as we move into the summer.
There continues to be a lot of activity in the outsourcing area, as the economy improves and many companies are starting to grow. However, many businesses don't necessarily want to hire internally, or don't have the capability as many IT positions have become highly specialized and complex. Therefore, they are looking at how technology can help increase productivity and ROI for their business. Many have begun looking at outside firms as an alternative, who can offer a full suite of services as well as security, scalability and continuity.
An outside partner can provide the applications, infrastructure or corporate performance and business process skill sets that can help businesses grow without having to fully invest in staff positions. It is a more cost-effective solution, and companies can confidently implement strategies without the fear of high turnover that is prevalent with technology positions. Scalability is also a key benefit of outsourcing specific technology positions, or even the entire IT department, as it is much easier to increase or decrease resources as business needs dictate.
Accounting software upgrades
Since Y2K, many companies have not implemented new enterprise resource planning (ERP) systems or accounting software. These companies have typically been band-aiding their systems and we are starting to see a significant amount of activity as companies need to upgrade their systems. When a company decides to upgrade, they must next determine whether they want their systems housed in the cloud, on-premise or a combination of the two. Beyond that, there are a host of other key decisions that must be made regarding implementation and system selection.
A trusted advisor can help determine the best route for your company, developing the most beneficial plan and helping to choose the right systems. There are many more choices now than there have been in the past and a partner that understands your industry and the goals for the business is imperative to making the right software decision. It is also critical to have the right infrastructure, security and risk measures in place, and people, processes and technology must be aligned in order for a new implementation to be successful.
The rapid spread of smart phones and tablets have increased expectations for access and interaction with resources. These new capabilities are driving businesses to start to evaluate the best way to give access anywhere at any time to their systems. Whether it is through dashboards or other applications, our society is increasingly expecting to work on the move and expects up to date information on analytics and key business drivers real-time with an intuitive platform.
The cloud concept and mobility ties systems and infrastructure together to deliver an application through the Web or a mobile device. It is a significant area of growth that is experiencing a lot of demand, but there are several critical areas to consider. First, you must be sure that your systems are capable of delivering the information necessary for a successful mobility platform; older systems just cannot deliver the essential information in an effective manner. There also must be a comprehensive mobility plan deployed to account for the myriad of risks if your business chooses to adopt such a strategy.
These are only three of the many technology services that companies are implementing in 2012 to cut costs, increase productivity and work more efficiently. The impact of recent advances in technology to every industry cannot be ignored. It is important to evaluate your current processes to ensure that you have the right technology strategy and capabilities in place to be truly effective and meet your business goals.
For more information, please contact Brian Becker at 319.298.5327.


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Arbor Day Specialty Coffee
Flavorful & Organic Guestroom Coffee from Arbor Day Specialty Coffee Drink a cup and change the world. Arbor Day Specialty Coffee, organically grown under the canopy of the native rain forest in Latin America delivers a full flavor and benefits to local communities. Every cup preserves 2 square feet of rain forest, provides growers with fair wages, improves local infrastructures, and increases access to local healthcare & education. Available in regular or decaf single cup pods, .05oz regular or decaf filter packs, & 1.5oz regular or decaf filter packs. Join the cause and provide a shade-grown sustainable coffee to your guests, helping to save the rainforest and change lives.
Arbor Day Coffee, 1.5oz filter pack, Regular, 42ctShade-grown Arbor Day Coffee 10 CupItem #: 7242
Quantity/case: 42 pcs$40.32
Arbor Day Coffee, 1.5oz filter pack, Decaf, 42ctShade-grown Arbor Day Coffee 10 CupItem #: 7243
Quantity/case: 42 pcs$43.26
Arbor Day Coffee, .5oz filter pack, Regular, 100ctShade-grown Arbor Day Coffee 4 CupItem #: 7238
Quantity/case: 100 pcs$34.00
Arbor Day Coffee, .5oz filter pack, Decaf, 100ctShade-grown Arbor Day Coffee 4 CupItem #: 7239
Quantity/case: 100 pcs$37.00
Arbor Day Coffee, Single Cup Pod, Regular, 250ctShade-grown Arbor Day Coffee Regular 1 CupItem #: 7745
Quantity/case: 250 pcs$62.50
Arbor Day Coffee, Single Cup Pod, Decaf 250ctShade-grown Arbor Day Coffee Decaf 1 CupItem #: 7746
Quantity/case: 250 pcs$67.50


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Pressed flowers are a fun and simple craft that even small children will enjoy taking part in. Once your flowers are neatly pressed, you can feature them on various pieces of paper art. One of the most useful pieces that you can create with pressed flowers is a set of greeting cards. Use this custom stationery to keep in touch with family and friends, or create a full set for party invitations. Five to 10 handmade pressed flower cards also make a thoughtful gift for anyone who enjoys keeping in touch with a meaningful handwritten note.
Select a variety of small flowers and leaves to use on your cards. Arrange the flowers on a clean sheet of white paper, a piece of tissue paper or a coffee filter. Once you have them laying flat in the position that you want to press them in, set a second piece of paper or another coffee filter on top and press the flowers between the pages of a heavy book.
Remove the flowers from the book when they are completely dry. This usually takes one to two weeks, depending on the thickness of the flower.
Lay a blank note card flat on a clean work surface. Carefully arrange the flowers how you want them to appear on the card. Take note of the order in which the flowers are layered. Mark their placement very lightly in pencil underneath the flowers as you remove them, to help you remember where they go.
Cover the surface of the card where you will be placing the flowers with a thin layer of glue using a glue stick. If you need to erase any pencil marks, do so before you have applied the glue. The pencil marks should only be in areas that will be covered by the flowers and leaves.
Place the flowers onto the card. Press down very lightly to affix them to the glue. Let the flowers sit for a few minutes so the glue can dry before proceeding to the next step.
Peel the backing off of a sheet of self-laminating paper. Lay the paper on top of your finished card to preserve the flowers. Set the laminating paper down very carefully, pressing air out of bubbles from the center outward.
Trim the excess laminating paper from the card. If you have trouble cutting the laminating paper to the exact size of the card, fold the last half inch of the paper over the edges and affix it to the opposite side of the card.


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LB City Prosecutor Doug Haubert To Read at First Books During First Fridays
2012-04-25 · By Editor
Join your 7th District Councilmember on Friday, May 4th from 5:30 – 6:30 PM for First Books at First Fridays, a monthly event held at Dana Branch Library as part of First Fridays.
First Books is a family friendly event where Councilmember James Johnson and his guests read their favorite children's books. This month's guest reader is Long Beach City Prosecutor Doug Haubert. Safe Moves, a non-profit organization, will also be hosting a "Bike Rodeo" for children to lean about traffic safety as they ride bicycles through an obstacle course.
Take advantage of the Library's special late hours for another fun-filled evening at the Dana Branch Library. Bring the whole family as we promote literacy in the 7th District and the City of Long Beach.
Friday, May 4th, 2012
Dana Branch Library Community Room
3680 Atlantic Ave
The big red bus will pick up in front of Dana Branch Library at 6:30pm.
For more information, contact the 7th District Council Office at (562) 570-7777 or email@example.com.


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Explore the stars, constellations and more!
SkyView – Explore the Universe is stargazing at it's finest. Simply point your device in any direction and you can see the the galaxies, stars, constellations, planets and satellites.
Do you know, Where will the Sun rise and set? Is there a Full Moon tonight? Where is the constellation Orion? Am I looking at a bright star or a planet?
Find out the answers to these questions and more with SkyView. A great way to learn fun facts about the Universe and identify galaxies, stars, constellations, planets, and satellites (including the ISS and Hubble) passing overhead at your location
SkyView – Explore the Universe implements layers of augmented reality on top of your iPhone's live camera view so you get a 3D interactive guide to everything that happens in the sky.
On the initial launch, you'll open up to your camera and the layer of AR. The AR view may or may not be calibrated, but you can adjust the calibration manually in the Settings. Since it's manual, you may need to know a bit about directions from where you are; swiping the screen left or right will adjust the augmented reality layer. If you want, adjust other settings of the AR layers as well. You can toggle the visibility of Sun, Moon, Planets, Dwarf Planets, Satellites, Stars, and Constellations; you have complete control over what you want to see in SkyView.
The size of planets and satellites can be tweaked to your liking, along with the custom date and time, in case you want to see how the sky will be next week. Another location besides your current one can be entered.
Select something on the screen by tapping the object and information will be displayed at the bottom of the screen, you can also follow the "Sky Path" – it shows where the object will be in the sky during a 24-hour period. Now you can check all of this on your Apple Watch.
SkyView – Explore the Universe also features information and tracking about the final NASA space shuttle missions, compass and horizon display, and uses the gyroscope on the iPhone 4 and iPod Touch 4th generation. The interface is also very slick and well thought out.
SkyView – Explore the Universe features:
• Simple: Point your device at the sky to identify galaxies, stars, constellations, planets, and satellites (including the ISS and Hubble) passing overhead at your location
• Night Mode: Preserve your night vision with red or green night mode filters
• Augmented Reality (AR): Use your camera to spot objects in the sky, day or night
• Sky Paths: Follow the sky track for any object to see it's exact location in the sky on any date and time
• Comprehensive: Includes thousands of stars, planets, and satellites with thousands of interesting facts
• Time Travel: Jump to the future or the past and see the sky on different dates and times
• Social: Capture and share beautiful images with friends and family on social networks
• Mobile: WiFi is NOT required (does not require a data signal or GPS to function). Take it camping, boating, or even flying
• Today Widget:Quickly see upcoming celestial events
• Apple Watch: see what objects are visible and set reminders
It's one extraordinary app that lets you View the Sky in a whole new way. I would recommend it to any person in School, Interested in the Outer Space, even Scientists, Professors, and Experts.
Download the SkyView – Explore the Universe app today, !
Android – Please check in Google Play


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Split ends in hair are caused by mechanical heating devices, chemical hair products, over-dryness, adverse weather conditions, age, and excessive and inaccurate brushing and combing. If split ends are left untreated, they can potentially damage the entire hair shaft.
Heating machines, such as blow driers, curling irons and straightening irons, dry out and damage hair. The harsh chemicals in hair dyes and perms remove the protective coating from strands of hair, weakening the shafts and making the ends prone to splitting. Excessive sun and wind also dry out hair and make the ends split. Additionally, forcing combs or sharp brushes through tangled or wet hair causes hair to tear and split.
There is no cure for split ends once they have formed. The only effective treatment is to trim hair regularly. When split ends form between trims, setting lotions and other end sealers can bind the ends together temporarily, but these remedies only hide the condition, they do not cure it. The best solution is preventive maintenance, such as using conditioners after shampooing, allowing hair to dry naturally, using wide-tooth combs and brushes with rounded bristles, and brushing hair gently by gathering it at mid-shaft before brushing out the ends. When gathering hair back, use a fabric hair tie rather than elastic or metal clips.