text:
“The Centers for Disease Control and Prevention has classified prescription drug abuse as an epidemic. While there has been a marked decrease in the use of some illegal drugs like cocaine, data from the National Survey on Drug Use and Health (NSDUH) show that nearly one-third of people aged 12 and over who used drugs for the first time in 2009 began by using a prescription drug non-medically.
Some individuals who misuse prescription drugs, particularly teens, believe these substances are safer than illicit drugs because they are prescribed by a healthcare professional and dispensed by a pharmacist. Addressing the prescription drug abuse epidemic is not only a top priority for public health, it will also help build stronger communities and allow those with substance abuse disorders to lead healthier, more productive lives,” says the White House’s Office of National Drug Control Policy.
Below we examine the definition of the non-medical use of prescription drugs (NMUPD), what some of the commonly diverted medications are, the current trends in use nationally and in Massachusetts, the physical and psychosocial consequences of NMUPD, and where people are accessing prescription drugs.
Both Monitoring the Future5 and CDC’s Youth Risk Behaviors Surveillance survey6 define NMUPD as the use of a prescription drug without a doctor’s prescription.
Pain relievers, also known as opioid analgesics or opioids, are commonly prescribed for the management of acute or chronic pain, including post-surgical pain.
Stimulants are frequently prescribed for attention deficit hyperactivity disorder (ADHD), narcolepsy, or depression that does not respond to typical medication.
Tranquilizers and sedatives both fall under the category of central nervous system depressants. These classes of drugs are commonly prescribed for sleep problems (e.g., insomnia), anxiety, panic disorders, and seizure disorders.
Data from the most recent NSDUH indicate that of these four categories, pain relievers (opioids) are the most commonly misused and abused type of prescription drug, far exceeding the misuse and abuse of stimulants, tranquilizers, and sedatives.
SAMHSA’s National Survey on Drug Use and Health (NSDUH) provides one of the best population-level snapshots of prescription drug misuse and abuse at the national level among civilian, non-institutionalized individuals 12 years of age or older. The most recent NSDUH results, which cover the 2014 implementation, were released in September 2015.
NSDUH asks about four types of prescription drugs: pain relievers, stimulants, tranquilizers, and sedatives. Respondents are asked to report on use without a prescription or use simply for the feeling caused by the drug.
Lifetime non-medical use of psychotherapeutics ranged from 9.2% among 12–17 year olds to 26.3% among 18–25 year olds.
The 2014 survey marked the lowest reported lifetime use on record among this age group.
At the state level, the Massachusetts Youth Health Survey (MYHS), funded by DPH, provides selected data on NMUPD.
Note: The data points listed below are from the 2013 survey, as the report on the 2015 survey was not available at the writing of this document.
Changes in the wording of these items between the 2011 and 2013 implementations limit the ability to examine trends in lifetime misuse.
Past-year non-medical use of psychotherapeutics in the 2014 National Survey on Drug Use and Health (NSDUH) ranged from 6.2% among 12–17 year olds to 11.8% among 18–25 year olds.
Non-medical use of psychotherapeutics among 18–25 year olds peaked in 2006 at 15.7%; the 2014 NSDUH marked the lowest reported past-year use on record among this age group.
Past-year non-medical use of psychotherapeutics peaked in 2003 among 12–17 year olds at 9.2%, and the 2013 NSDUH marked the lowest reported lifetime use among this age group (5.8%).
Within NSDUH’s psychotherapeutic category, pain relievers were the most prominent type of prescription drug misused, with past-year misuse rates of 4.7% among 12–17 year olds, and 7.8% among 18–25 year olds.
Monitoring the Future (MTF) estimates past-year non-medical use of psychotherapeutics among 12th-graders at 14.8% in 2012, 15% in 2013, 13.9% in 2014, and 12.9% in 2015, indicating a downward trend in past-year use in recent years.
Broken down by type of prescription drug, MTF found past-year use rates among 12th-graders at 7.7% for stimulants, 5.4% for pain relievers, 4.7% for tranquilizers, and 3.6% for sedatives.
Limited data on past-year misuse of prescription drugs at the state level are available from the 2014 National Survey on Drug Use and Health (NSDUH), which aggregates two years of data together. The 2013 and 2014 pooled estimate from NSDUH indicates that 3.8% of individuals 12–17 years of age and 7.6% of individuals 18–25 years of age in Massachusetts misused prescription pain relievers in the past year.
Past-month non-medical use of psychotherapeutics in the 2014 NSDUH ranged from 2.6% among 12–17 year olds to 4.4% among 18–25 year olds.
Non-medical use among 18–25 year olds peaked in 2006 at 6.5% and has been lower than that rate in each successive year—the 2014 survey marked the lowest reported use on record among this age group.
Similarly, non-medical use of psychotherapeutics peaked in 2002 and 2003 among 12–17 year olds at 4.0% and has been lower than that rate in each successive year.
Within the psychotherapeutic category, pain relievers were the most prominent type of prescription drug misused, with past-month misuse rates among 12–17 year olds of 1.9%, and among 18–25 year olds of 2.8%.
Past-month misuse of pain relievers was second only to marijuana among the specific illicit drugs measured by the survey (CBHSQ, 2015).
Monitoring the Future (MTF) estimates past-month non-medical use of psychotherapeutics among 12th-graders at 7% in both 2012 and 2013, 6.4% in 2014, and 5.9% in 2015, indicating a downward trend in past-month use in recent years.
Prescription drugs all have potential acute side effects that range from mild symptoms to more severe reactions that can lead to significant morbidity and, potentially, death. Effects vary by the type of medication misused.
Common acute side effects of opioid prescription drugs include nausea, sedation or drowsiness, depressed respiration, euphoria, dysphoria, constipation, and itching.
NMUPD is associated with a greater likelihood of developing dependence,1, 15, 16 particularly for adolescents who begin use early. Opioid analgesics, which are in the pain reliever category of prescription drugs, are more likely to lead to dependence.
It is well-documented that NMUPD, particularly misuse of narcotic pain relievers, is associated with an increase in the number of emergency department (ED) visits. Between 1972 and 2011, the Drug Abuse Warning Network (DAWN) tracked drug-related ED visits in the United States.
In the final year of DAWN, 1,244,872 ED visits involved NMUPD, 366,181 (29%) of which involved narcotic pain relievers—mostly oxycodone (12.1%), hydrocodone (6.6%), and methadone (5.4%).
This constituted an increase of 117% (from 168,379 to 366,181) between 2005 and 2011, although there was evidence of a stabilization in trend between 2008 and 2011 (Crane, 2015).
Drug overdose was the leading cause of injury death in 2013, resulting in 43,982 fatalities nationwide.
Among young adults and adults (ages 25–64), deaths from drug overdose exceeded the number of deaths from motor vehicle fatalities.
Breaking down these numbers a little further, roughly half the drug overdose deaths in 2013 (52%) were related to prescription drugs (22,767 cases).
Within this group, almost three-quarters (71%) involved opioid pain relievers, and one-third (31%) involved benzodiazepines.
Within Massachusetts, DPH confirmed 1,099 opioid overdose fatalities in 2014 of unintentional or undetermined intent and estimates an additional 61–89 cases once unresolved cases have been finalized. Based on the confirmed cases alone, this constitutes a 65% increase over the number of opioid overdose fatalities observed in 2012 (n = 668).
The unintentional and undetermined intent opioid overdose death rate (including heroin deaths) was estimated at 17.4 people per 100,000).
This constitutes a 228% increase from the observed death rate in 2000 (5.3 per 100,000) and a 28% increase from the observed death rate in 2013 (13.6 per 100,000).
On a year-to-year basis, the death rate has increased in 9 of the past 14 years, with small reversals in 2002, 2004, 2007, 2008, and 2010.
The death rate has increased every year since 2010, which is the longest period of uninterrupted growth since 2000.
Hall, Howard, and McCabe22 found that among a sample of 723 adolescents in residential care for antisocial behavior, those who reported high levels of anxiety and depression also reported significantly greater amounts of sedative/anxiolytic misuse compared to adolescents who did not report high levels of anxiety and depression.
Several studies have demonstrated a link between major depressive disorder and greater rates of NMUPD;13, 23, 24, 25 however, it is unknown if this indicates a directional relationship or whether another factor might account for both conditions.
Additional research is needed to determine whether certain classes of prescription drugs are related to different types of psychiatric or other medical conditions.
Greater misuse of prescription drugs is associated with lower levels of educational attainment.27 Adolescents reporting greater rates of NMUPD also demonstrate poorer academic performance24, 30 and a greater likelihood of school dropout.23, 31 Due to the cross-sectional design of these research studies, it is not possible to rule out that poorer academic functioning occurs prior to the onset of NMUPD or that another factor is associated with both academic functioning and NMUPD.

lowercased:
“the centers for disease control and prevention has classified prescription drug abuse as an epidemic. while there has been a marked decrease in the use of some illegal drugs like cocaine, data from the national survey on drug use and health (nsduh) show that nearly one-third of people aged 12 and over who used drugs for the first time in 2009 began by using a prescription drug non-medically.
some individuals who misuse prescription drugs, particularly teens, believe these substances are safer than illicit drugs because they are prescribed by a healthcare professional and dispensed by a pharmacist. addressing the prescription drug abuse epidemic is not only a top priority for public health, it will also help build stronger communities and allow those with substance abuse disorders to lead healthier, more productive lives,” says the white house’s office of national drug control policy.
below we examine the definition of the non-medical use of prescription drugs (nmupd), what some of the commonly diverted medications are, the current trends in use nationally and in massachusetts, the physical and psychosocial consequences of nmupd, and where people are accessing prescription drugs.
both monitoring the future5 and cdc’s youth risk behaviors surveillance survey6 define nmupd as the use of a prescription drug without a doctor’s prescription.
pain relievers, also known as opioid analgesics or opioids, are commonly prescribed for the management of acute or chronic pain, including post-surgical pain.
stimulants are frequently prescribed for attention deficit hyperactivity disorder (adhd), narcolepsy, or depression that does not respond to typical medication.
tranquilizers and sedatives both fall under the category of central nervous system depressants. these classes of drugs are commonly prescribed for sleep problems (e.g., insomnia), anxiety, panic disorders, and seizure disorders.
data from the most recent nsduh indicate that of these four categories, pain relievers (opioids) are the most commonly misused and abused type of prescription drug, far exceeding the misuse and abuse of stimulants, tranquilizers, and sedatives.
samhsa’s national survey on drug use and health (nsduh) provides one of the best population-level snapshots of prescription drug misuse and abuse at the national level among civilian, non-institutionalized individuals 12 years of age or older. the most recent nsduh results, which cover the 2014 implementation, were released in september 2015.
nsduh asks about four types of prescription drugs: pain relievers, stimulants, tranquilizers, and sedatives. respondents are asked to report on use without a prescription or use simply for the feeling caused by the drug.
lifetime non-medical use of psychotherapeutics ranged from 9.2% among 12–17 year olds to 26.3% among 18–25 year olds.
the 2014 survey marked the lowest reported lifetime use on record among this age group.
at the state level, the massachusetts youth health survey (myhs), funded by dph, provides selected data on nmupd.
note: the data points listed below are from the 2013 survey, as the report on the 2015 survey was not available at the writing of this document.
changes in the wording of these items between the 2011 and 2013 implementations limit the ability to examine trends in lifetime misuse.
past-year non-medical use of psychotherapeutics in the 2014 national survey on drug use and health (nsduh) ranged from 6.2% among 12–17 year olds to 11.8% among 18–25 year olds.
non-medical use of psychotherapeutics among 18–25 year olds peaked in 2006 at 15.7%; the 2014 nsduh marked the lowest reported past-year use on record among this age group.
past-year non-medical use of psychotherapeutics peaked in 2003 among 12–17 year olds at 9.2%, and the 2013 nsduh marked the lowest reported lifetime use among this age group (5.8%).
within nsduh’s psychotherapeutic category, pain relievers were the most prominent type of prescription drug misused, with past-year misuse rates of 4.7% among 12–17 year olds, and 7.8% among 18–25 year olds.
monitoring the future (mtf) estimates past-year non-medical use of psychotherapeutics among 12th-graders at 14.8% in 2012, 15% in 2013, 13.9% in 2014, and 12.9% in 2015, indicating a downward trend in past-year use in recent years.
broken down by type of prescription drug, mtf found past-year use rates among 12th-graders at 7.7% for stimulants, 5.4% for pain relievers, 4.7% for tranquilizers, and 3.6% for sedatives.
limited data on past-year misuse of prescription drugs at the state level are available from the 2014 national survey on drug use and health (nsduh), which aggregates two years of data together. the 2013 and 2014 pooled estimate from nsduh indicates that 3.8% of individuals 12–17 years of age and 7.6% of individuals 18–25 years of age in massachusetts misused prescription pain relievers in the past year.
past-month non-medical use of psychotherapeutics in the 2014 nsduh ranged from 2.6% among 12–17 year olds to 4.4% among 18–25 year olds.
non-medical use among 18–25 year olds peaked in 2006 at 6.5% and has been lower than that rate in each successive year—the 2014 survey marked the lowest reported use on record among this age group.
similarly, non-medical use of psychotherapeutics peaked in 2002 and 2003 among 12–17 year olds at 4.0% and has been lower than that rate in each successive year.
within the psychotherapeutic category, pain relievers were the most prominent type of prescription drug misused, with past-month misuse rates among 12–17 year olds of 1.9%, and among 18–25 year olds of 2.8%.
past-month misuse of pain relievers was second only to marijuana among the specific illicit drugs measured by the survey (cbhsq, 2015).
monitoring the future (mtf) estimates past-month non-medical use of psychotherapeutics among 12th-graders at 7% in both 2012 and 2013, 6.4% in 2014, and 5.9% in 2015, indicating a downward trend in past-month use in recent years.
prescription drugs all have potential acute side effects that range from mild symptoms to more severe reactions that can lead to significant morbidity and, potentially, death. effects vary by the type of medication misused.
common acute side effects of opioid prescription drugs include nausea, sedation or drowsiness, depressed respiration, euphoria, dysphoria, constipation, and itching.
nmupd is associated with a greater likelihood of developing dependence,1, 15, 16 particularly for adolescents who begin use early. opioid analgesics, which are in the pain reliever category of prescription drugs, are more likely to lead to dependence.
it is well-documented that nmupd, particularly misuse of narcotic pain relievers, is associated with an increase in the number of emergency department (ed) visits. between 1972 and 2011, the drug abuse warning network (dawn) tracked drug-related ed visits in the united states.
in the final year of dawn, 1,244,872 ed visits involved nmupd, 366,181 (29%) of which involved narcotic pain relievers—mostly oxycodone (12.1%), hydrocodone (6.6%), and methadone (5.4%).
this constituted an increase of 117% (from 168,379 to 366,181) between 2005 and 2011, although there was evidence of a stabilization in trend between 2008 and 2011 (crane, 2015).
drug overdose was the leading cause of injury death in 2013, resulting in 43,982 fatalities nationwide.
among young adults and adults (ages 25–64), deaths from drug overdose exceeded the number of deaths from motor vehicle fatalities.
breaking down these numbers a little further, roughly half the drug overdose deaths in 2013 (52%) were related to prescription drugs (22,767 cases).
within this group, almost three-quarters (71%) involved opioid pain relievers, and one-third (31%) involved benzodiazepines.
within massachusetts, dph confirmed 1,099 opioid overdose fatalities in 2014 of unintentional or undetermined intent and estimates an additional 61–89 cases once unresolved cases have been finalized. based on the confirmed cases alone, this constitutes a 65% increase over the number of opioid overdose fatalities observed in 2012 (n = 668).
the unintentional and undetermined intent opioid overdose death rate (including heroin deaths) was estimated at 17.4 people per 100,000).
this constitutes a 228% increase from the observed death rate in 2000 (5.3 per 100,000) and a 28% increase from the observed death rate in 2013 (13.6 per 100,000).
on a year-to-year basis, the death rate has increased in 9 of the past 14 years, with small reversals in 2002, 2004, 2007, 2008, and 2010.
the death rate has increased every year since 2010, which is the longest period of uninterrupted growth since 2000.
hall, howard, and mccabe22 found that among a sample of 723 adolescents in residential care for antisocial behavior, those who reported high levels of anxiety and depression also reported significantly greater amounts of sedative/anxiolytic misuse compared to adolescents who did not report high levels of anxiety and depression.
several studies have demonstrated a link between major depressive disorder and greater rates of nmupd;13, 23, 24, 25 however, it is unknown if this indicates a directional relationship or whether another factor might account for both conditions.
additional research is needed to determine whether certain classes of prescription drugs are related to different types of psychiatric or other medical conditions.
greater misuse of prescription drugs is associated with lower levels of educational attainment.27 adolescents reporting greater rates of nmupd also demonstrate poorer academic performance24, 30 and a greater likelihood of school dropout.23, 31 due to the cross-sectional design of these research studies, it is not possible to rule out that poorer academic functioning occurs prior to the onset of nmupd or that another factor is associated with both academic functioning and nmupd.


text:
Review of the Autonomic Nervous System. In: Stringer JL. Stringer J.L. Ed. Janet L. Stringer.eds. Basic Concepts in Pharmacology: What You Need to Know for Each Drug Class, 5e New York, NY: McGraw-Hill; . http://accesspharmacy.mhmedical.com/content.aspx?bookid=2147&sectionid=161351119. Accessed April 18, 2019.
. "Review of the Autonomic Nervous System." Basic Concepts in Pharmacology: What You Need to Know for Each Drug Class, 5e Stringer JL. Stringer J.L. Ed. Janet L. Stringer. New York, NY: McGraw-Hill, , http://accesspharmacy.mhmedical.com/content.aspx?bookid=2147&sectionid=161351119.

lowercased:
review of the autonomic nervous system. in: stringer jl. stringer j.l. ed. janet l. stringer.eds. basic concepts in pharmacology: what you need to know for each drug class, 5e new york, ny: mcgraw-hill; . http://accesspharmacy.mhmedical.com/content.aspx?bookid=2147&sectionid=161351119. accessed april 18, 2019.
. "review of the autonomic nervous system." basic concepts in pharmacology: what you need to know for each drug class, 5e stringer jl. stringer j.l. ed. janet l. stringer. new york, ny: mcgraw-hill, , http://accesspharmacy.mhmedical.com/content.aspx?bookid=2147&sectionid=161351119.


text:
Blessed Sunday to you all😅, a little note to you as you prepare for church service.
I have come to believe that there is a great reason behind why “pay days” are mostly on Fridays and the beginning of a new week starts on Sunday.
You know, it is saddening that sometimes when it comes to the things of God, we intentionally select the least of what we have and render it as our offering.
Meanwhile God gave us the very best of Himself (His Son) when we were consumed by sin.
I believe that since our wages are mostly paid on Fridays and the new week begins on Sunday,(atleast my calendar affirms this), a day of which most believers meet for corporate worship, the very best of what we have should be given to God on this day, before other things come in. But what do we see?
We go to church with our wallets full of cash because we have received our wages and when an offering is being raised, we search through the cash and find the least and offer that to God.
Are we not to give God the best and use the remaining to attend to other matters?
We have reversed this by spending all our cash on other things within the week and by the time it gets to Sunday we will be left with coins! This is because we treat the day of the Lord as the last day instead of the firstday.
My point exactly is that, after all God has done and keeps doing for us, the least we can do is to repackage the blessings and gifts He gives us right back to Him.
God has blessed us with gifts for the benefit of the church and ourselves, ultimately to bring glory to Himself.
Out of the skill or talent He has given you, what are you giving back to Him? is what you are giving Him better than what you give to the world?
and everyone who was willing and whose heart moved them came and brought an offering to the Lord for the work on the tent of meeting, for all its service, and for the sacred garments.
It doesn’t matter the quantity you give to Him, it could be small but of high quality and from the willing heart.
If it was about quantity, that poor widow would not have touched the heart of Jesus by those coins she gave.
She didn’t have in abundance but she gave her all, and the very best, wholeheartedly.
Then Moses gave an order and they sent this word throughout the camp: “No man or woman is to make anything else as an offering for the sanctuary.” And so the people were restrained from bringing more, because what they already had was more than enough to do all the work.
Have you ever exceeded a target set for a godly project? Or you even complain about why those targets are set because you are unwilling to give to God?
Do reflect on these words.

lowercased:
blessed sunday to you all😅, a little note to you as you prepare for church service.
i have come to believe that there is a great reason behind why “pay days” are mostly on fridays and the beginning of a new week starts on sunday.
you know, it is saddening that sometimes when it comes to the things of god, we intentionally select the least of what we have and render it as our offering.
meanwhile god gave us the very best of himself (his son) when we were consumed by sin.
i believe that since our wages are mostly paid on fridays and the new week begins on sunday,(atleast my calendar affirms this), a day of which most believers meet for corporate worship, the very best of what we have should be given to god on this day, before other things come in. but what do we see?
we go to church with our wallets full of cash because we have received our wages and when an offering is being raised, we search through the cash and find the least and offer that to god.
are we not to give god the best and use the remaining to attend to other matters?
we have reversed this by spending all our cash on other things within the week and by the time it gets to sunday we will be left with coins! this is because we treat the day of the lord as the last day instead of the firstday.
my point exactly is that, after all god has done and keeps doing for us, the least we can do is to repackage the blessings and gifts he gives us right back to him.
god has blessed us with gifts for the benefit of the church and ourselves, ultimately to bring glory to himself.
out of the skill or talent he has given you, what are you giving back to him? is what you are giving him better than what you give to the world?
and everyone who was willing and whose heart moved them came and brought an offering to the lord for the work on the tent of meeting, for all its service, and for the sacred garments.
it doesn’t matter the quantity you give to him, it could be small but of high quality and from the willing heart.
if it was about quantity, that poor widow would not have touched the heart of jesus by those coins she gave.
she didn’t have in abundance but she gave her all, and the very best, wholeheartedly.
then moses gave an order and they sent this word throughout the camp: “no man or woman is to make anything else as an offering for the sanctuary.” and so the people were restrained from bringing more, because what they already had was more than enough to do all the work.
have you ever exceeded a target set for a godly project? or you even complain about why those targets are set because you are unwilling to give to god?
do reflect on these words.


text:
change by restoring from the dump.
Below I have attached the state of the two tables.
> plug/unplug for Guest networks process.
> 2) Take the DB dump of cloud db in case  you have to revert back.
> Let me know how it works.
>>problems. I run 4.1.1 with KVM and advanced networking.
>>NetworkModelImpl.getIpInNetwork (cf. stack trace below).
>>with id 30 in the result of the select statement below).
>>are appreciated as the system is currently unusable.
>>part of domR VM[DomainRouter|r-19-VM] start.

lowercased:
change by restoring from the dump.
below i have attached the state of the two tables.
> plug/unplug for guest networks process.
> 2) take the db dump of cloud db in case  you have to revert back.
> let me know how it works.
>>problems. i run 4.1.1 with kvm and advanced networking.
>>networkmodelimpl.getipinnetwork (cf. stack trace below).
>>with id 30 in the result of the select statement below).
>>are appreciated as the system is currently unusable.
>>part of domr vm[domainrouter|r-19-vm] start.


text:
jQuery Training for learn jQuery fast The jQuery training is designed to teach jQuery in 5 days. After taking our jQuery training you will be able to start developing Ajax based application.
The jQuery training is designed to teach jQuery in 5 days. After taking our jQuery training you will be able to start developing Ajax based application. In this jQuery training we will provide you many examples that you can use in your project. This training covers jQuery Ajax framework covers jQuery topics in detail. Every concept is illustrated with the help of examples.
Who should attend jQuery Training?
This jQuery training is meant for the web developers and website designers. You can use jQuery with all the web development technologies such as PHP, JSP, ASP, .NET, CGI-PERL, Struts, JSF etc. So, jQuery training is equally important for web developers.
This training is completed in 5 days, each day we will provide 2 hours class online. After the class we will send you the jQuery training material on your email. You can then try to run the jQuery examples discussed in the jQuery training session.
Following topics are covered in jQuery training.
to learn more about jquery.
I want to take training on jQuery. Please tell me how do I proceed. thanks.
how do i join??? wats the fee???
i want to learn about jquery for create mobile application..

lowercased:
jquery training for learn jquery fast the jquery training is designed to teach jquery in 5 days. after taking our jquery training you will be able to start developing ajax based application.
the jquery training is designed to teach jquery in 5 days. after taking our jquery training you will be able to start developing ajax based application. in this jquery training we will provide you many examples that you can use in your project. this training covers jquery ajax framework covers jquery topics in detail. every concept is illustrated with the help of examples.
who should attend jquery training?
this jquery training is meant for the web developers and website designers. you can use jquery with all the web development technologies such as php, jsp, asp, .net, cgi-perl, struts, jsf etc. so, jquery training is equally important for web developers.
this training is completed in 5 days, each day we will provide 2 hours class online. after the class we will send you the jquery training material on your email. you can then try to run the jquery examples discussed in the jquery training session.
following topics are covered in jquery training.
to learn more about jquery.
i want to take training on jquery. please tell me how do i proceed. thanks.
how do i join??? wats the fee???
i want to learn about jquery for create mobile application..


text: SKU: N/A. Category: Cheap Air Jordan 11 (XI). Tags: Air Jordan 11 Ultimate Gift of Flight Pantone, Air Jordan Ultimate Gift of Flight, Cheap Jordans 2018, Jordan 11 Ultimate Gift Of Flight For Sale, Jordans 2018 Release Date, New Air Jordan 11s, Ultimate Gift of Flight Air Jordan 11 Retro, Ultimate Gift of Flight Jordan 11.

lowercased: sku: n/a. category: cheap air jordan 11 (xi). tags: air jordan 11 ultimate gift of flight pantone, air jordan ultimate gift of flight, cheap jordans 2018, jordan 11 ultimate gift of flight for sale, jordans 2018 release date, new air jordan 11s, ultimate gift of flight air jordan 11 retro, ultimate gift of flight jordan 11.


text:
Baku. Malahat Najafova – APA. All the Azerbaijanis have been evacuated from the Yemeni capital of Sanaa, Second Secretary of the Azerbaijani Embassy in Saudi Arabia, as well as accredited in Yemen, Consul Emil Gasimzade told APA.
The consul said that the Turkish government facilitated the evacuation of the last Azerbaijanis from Yemen.
“7 Azerbaijanis were evacuated from Sana'a International Airport through Turkey yesterday. They flew directly to Istanbul by plane. There is no Azerbaijani waiting at Sana airport for evacuation,” Gasimzade added.
Two Azerbaijani citizens were evacuated from Yemen by Russian plane on April 2.

lowercased:
baku. malahat najafova – apa. all the azerbaijanis have been evacuated from the yemeni capital of sanaa, second secretary of the azerbaijani embassy in saudi arabia, as well as accredited in yemen, consul emil gasimzade told apa.
the consul said that the turkish government facilitated the evacuation of the last azerbaijanis from yemen.
“7 azerbaijanis were evacuated from sana'a international airport through turkey yesterday. they flew directly to istanbul by plane. there is no azerbaijani waiting at sana airport for evacuation,” gasimzade added.
two azerbaijani citizens were evacuated from yemen by russian plane on april 2.


text:
2" by 1-1/4" Reducing Couple, aka, pvc bells. Sch 40 Made in the U.S.A.
2" by 1-1/4" Reducing Couple, aka, pvc bells. Sch 40. Imported, Made in China, fully NSF-PW (61) and IAPMO rated.

lowercased:
2" by 1-1/4" reducing couple, aka, pvc bells. sch 40 made in the u.s.a.
2" by 1-1/4" reducing couple, aka, pvc bells. sch 40. imported, made in china, fully nsf-pw (61) and iapmo rated.


text:
WEST SACRAMENTO, CA – Raley’s, a privately-held, family-owned supermarket chain, announced today its agreement with Albertsons LLC to sell its 10 New Mexico stores, nine operating stores and one non-operating site. The sale will be completed in August 2007 when Albertsons LLC transitions the Raley’s stores to Albertsons stores.
There are roughly 840 Raley’s employees in New Mexico.
Twenty of those work in the division corporate office in Albuquerque. The remaining numbers work in the nine operating stores.
Raley’s entered the New Mexico market in 1999.
Raley’s purchased nine New Mexico stores and 19 Las Vegas stores when Albertsons’ 1999 acquisition caused them to divest American Stores.
There are currently nine Raley’s stores in New Mexico: six in Albuquerque, two in Rio Rancho and one in Taos.
Raley’s has one division office in Albuquerque, New Mexico.
With the sale of the New Mexico stores, a total of 130 stores, excluding New Mexico, include Raley’s, Bel Air, Nob Hill Foods and Food Source in Northern California, the Bay Area and Northern Nevada.
Sole owner, Joyce Raley Teel, daughter of founder, Tom Raley.
Revenue, $3.4 billion in 2007.
Raley’s was voted among the top five grocery chains in the nation by readers of a leading, national consumer magazine in 2006 and voted Number One in 1997, 2000 and 2003.

lowercased:
west sacramento, ca – raley’s, a privately-held, family-owned supermarket chain, announced today its agreement with albertsons llc to sell its 10 new mexico stores, nine operating stores and one non-operating site. the sale will be completed in august 2007 when albertsons llc transitions the raley’s stores to albertsons stores.
there are roughly 840 raley’s employees in new mexico.
twenty of those work in the division corporate office in albuquerque. the remaining numbers work in the nine operating stores.
raley’s entered the new mexico market in 1999.
raley’s purchased nine new mexico stores and 19 las vegas stores when albertsons’ 1999 acquisition caused them to divest american stores.
there are currently nine raley’s stores in new mexico: six in albuquerque, two in rio rancho and one in taos.
raley’s has one division office in albuquerque, new mexico.
with the sale of the new mexico stores, a total of 130 stores, excluding new mexico, include raley’s, bel air, nob hill foods and food source in northern california, the bay area and northern nevada.
sole owner, joyce raley teel, daughter of founder, tom raley.
revenue, $3.4 billion in 2007.
raley’s was voted among the top five grocery chains in the nation by readers of a leading, national consumer magazine in 2006 and voted number one in 1997, 2000 and 2003.


text:
The page provides the exchange rate of 19.8 Chinese Yuan (CNY) to Singapore Dollar (SGD), sale and conversion rate. Moreover, we added the list of the most popular conversions for visualization and the history table with exchange rate diagram for 19.8 Chinese Yuan (CNY) to Singapore Dollar (SGD) from Sunday, 21/04/2019 till Sunday, 14/04/2019. Latest update of 19.8 Chinese Yuan (CNY) exchange rate.
Convert currency 19.8 CNY to SGD. How much is 19.8 Chinese Yuan to Singapore Dollar? — 4.00 Singapore Dollar.
19.8 Chinese Yuan to Singapore Dollar, convert 19.8 CNY in SGD.

lowercased:
the page provides the exchange rate of 19.8 chinese yuan (cny) to singapore dollar (sgd), sale and conversion rate. moreover, we added the list of the most popular conversions for visualization and the history table with exchange rate diagram for 19.8 chinese yuan (cny) to singapore dollar (sgd) from sunday, 21/04/2019 till sunday, 14/04/2019. latest update of 19.8 chinese yuan (cny) exchange rate.
convert currency 19.8 cny to sgd. how much is 19.8 chinese yuan to singapore dollar? — 4.00 singapore dollar.
19.8 chinese yuan to singapore dollar, convert 19.8 cny in sgd.


text: The celebration of First Holy Communion in St Charles will take place on Sunday 12 May at 12pm Mass. The Circle of Friends will take place on the 7 & 14 April and 5 May at 11am in the hall, finishing in time for the 12pm Mass. We are sorry that the Circle of Friends has to take place during the school holidays, but is unavoidable. If your child will not be able to attend of those Sundays, please speak to Fr Allan.

lowercased: the celebration of first holy communion in st charles will take place on sunday 12 may at 12pm mass. the circle of friends will take place on the 7 & 14 april and 5 may at 11am in the hall, finishing in time for the 12pm mass. we are sorry that the circle of friends has to take place during the school holidays, but is unavoidable. if your child will not be able to attend of those sundays, please speak to fr allan.


text:
At ArteGia, we love to travel and stroll through the world’s flea- and antique markets, where ethnic stories are hidden in authentic pieces that inspire us in our daily lives.
While immersing in the narratives of ethnic cultures, it encouraged us to keep these stories alive. Products we come across are unique tools, appliances, utensils or adornments that play an evident role in the ethnic traditions. We believe that that these stories do not only add value to the products, but also allow you to learn more about ethnic histories.
From unique decorations that have traveled the world and are now available here at ArteGia's webshop, to handmade jewelry where ethnic shapes and symbolism are the inspiration for authentic adornments.

lowercased:
at artegia, we love to travel and stroll through the world’s flea- and antique markets, where ethnic stories are hidden in authentic pieces that inspire us in our daily lives.
while immersing in the narratives of ethnic cultures, it encouraged us to keep these stories alive. products we come across are unique tools, appliances, utensils or adornments that play an evident role in the ethnic traditions. we believe that that these stories do not only add value to the products, but also allow you to learn more about ethnic histories.
from unique decorations that have traveled the world and are now available here at artegia's webshop, to handmade jewelry where ethnic shapes and symbolism are the inspiration for authentic adornments.


text:
On our way home yesterday the boys and I made a couple of stops to pick up a few needed items. The two places I usually shop are in the same town I work because they’re easy to access on my way home and no kids in the mix with their opinions on what we should buy. The first stop was at Cub Foods. I knew I was going to pick up ice cream there because it’s about $2 cheaper than at Walmart! Then, I totally scored because I had my coupons with me! I typically don’t have coupons with me since I can never seem to find any for the products we use.
Cub Foods is a Midwest grocery store. I shop there for specific items because they tend to be more expensive than Walmart. Since I typically don’t shop for General Mills boxed dinners here I figured it would be the perfect time to check them out.
One nice aspect is that if you buy 3 Hamburger Helper products you get $1.00 off your next shopping trip! Score!
Something I learned while shopping for these meals is that there are Gluten Free and Whole Wheat! Great options for those trying to eat healthier!
I decided it was going to be easier to just get our boxed dinner here so out the front door we went!
I probably visit Walmart 2x a week picking up groceries and other necessary items. Thankfully, the boys are usually not with me because it’s just easier to shop without them. Thankfully Buddy was with me this time because it was his first time picking out deodorant and I wanted to make sure he got what he wanted.
We started off by picking out donuts for the morning. It’s a fun treat for the boys. From there we headed over to the boxed dinner aisle to see what the offering was.
Turns out Walmart has Complete Meals, which I didn’t see at Cub Foods. Good information to tuck away for future use!
After we picked up a few items we headed home for dinner! The boys like helping me in the kitchen. Stirring and pouring is their favorite. Of course stirring a hot pot is not something they’re ready for so once the meal is on the stove, it’s all mom.
What I neglected to check with our Asian Chicken Helper Chicken Fried Rice is the ingredients. This means I had no eggs to include in our dinner. Insert a frowny face!
Making Betty Crocker boxed dinners are always easy and takes very little time. This meal was done in under half an hour. And when it comes to myself and the boys, we’re last minute eaters so Betty Crocker meals fit our family perfectly! Eating meals with my boys has become something we look forward to so we can catch up on our days and just to chit chat in general. My next step is to turn the tv off as we eat. I tend to lose them about halfway through dinner time as their attention is taken away by whatever show is on.
When it comes to dinner time, do you have a hard time getting the family around the table or do they love it as much as you do?
*This shop has been compensated as part of a social shopper insights study for Collective Bias. All opinions are mine and never influenced by the company.
My kids were always starving so they were happy to get to the table, but then they were also super busy and had meetings and practices so dinner time tended to be very quick!
Great post! It's always fun to see what other moms do for meals.

lowercased:
on our way home yesterday the boys and i made a couple of stops to pick up a few needed items. the two places i usually shop are in the same town i work because they’re easy to access on my way home and no kids in the mix with their opinions on what we should buy. the first stop was at cub foods. i knew i was going to pick up ice cream there because it’s about $2 cheaper than at walmart! then, i totally scored because i had my coupons with me! i typically don’t have coupons with me since i can never seem to find any for the products we use.
cub foods is a midwest grocery store. i shop there for specific items because they tend to be more expensive than walmart. since i typically don’t shop for general mills boxed dinners here i figured it would be the perfect time to check them out.
one nice aspect is that if you buy 3 hamburger helper products you get $1.00 off your next shopping trip! score!
something i learned while shopping for these meals is that there are gluten free and whole wheat! great options for those trying to eat healthier!
i decided it was going to be easier to just get our boxed dinner here so out the front door we went!
i probably visit walmart 2x a week picking up groceries and other necessary items. thankfully, the boys are usually not with me because it’s just easier to shop without them. thankfully buddy was with me this time because it was his first time picking out deodorant and i wanted to make sure he got what he wanted.
we started off by picking out donuts for the morning. it’s a fun treat for the boys. from there we headed over to the boxed dinner aisle to see what the offering was.
turns out walmart has complete meals, which i didn’t see at cub foods. good information to tuck away for future use!
after we picked up a few items we headed home for dinner! the boys like helping me in the kitchen. stirring and pouring is their favorite. of course stirring a hot pot is not something they’re ready for so once the meal is on the stove, it’s all mom.
what i neglected to check with our asian chicken helper chicken fried rice is the ingredients. this means i had no eggs to include in our dinner. insert a frowny face!
making betty crocker boxed dinners are always easy and takes very little time. this meal was done in under half an hour. and when it comes to myself and the boys, we’re last minute eaters so betty crocker meals fit our family perfectly! eating meals with my boys has become something we look forward to so we can catch up on our days and just to chit chat in general. my next step is to turn the tv off as we eat. i tend to lose them about halfway through dinner time as their attention is taken away by whatever show is on.
when it comes to dinner time, do you have a hard time getting the family around the table or do they love it as much as you do?
*this shop has been compensated as part of a social shopper insights study for collective bias. all opinions are mine and never influenced by the company.
my kids were always starving so they were happy to get to the table, but then they were also super busy and had meetings and practices so dinner time tended to be very quick!
great post! it's always fun to see what other moms do for meals.


text:
At a recent World Economic Forum workshop on the topic of successful digital transformation, a group of executives passionately debated the challenges of managing their most important resource - human capital. The participants ranged from major global retailers employing a wide range of people (including store clerks and AI gurus) to Silicon Valley tech companies and a start-up about to open its new European headquarters.
The war for talent is not new, but the workplace is changing. Employees today increasingly demand more than a paycheck. They want to believe that their work matters; they want to be part of a culture that fits their values; and they want to be engaged and inspired by their jobs. At the same time, companies have changing needs as well. They want to operate in a more nimble fashion with a more fluid, flexible workforce, and they need employees with contemporary skills. Talent strategy needs to balance the needs of both employees and employers.
Successfully acquiring, developing and deploying talent starts with a strategy that dictates what work will be done in-house (rather than by partners), how it will get done (whether by people or technology) and by whom (whether full-time employees, contractors or partners). Next, companies need to create a compelling value proposition for talent that includes training in new skills as well as development opportunities - a New Deal for Talent. This new deal isn’t just about training and development, but also about rewards: financial, developmental, and rewards tied to mission and purpose. From there, firms can design modern talent management systems that smartly integrate digital tools to identify, recruit, engage, compensate, deploy and develop talent.
The group had a robust discussion about what motivates modern employees and what type of “deal” is required to attract and retain them. To appeal to the best and brightest, do you need to offer nap rooms, free lunches, a foosball table and a corporate mission to save the world, or will a steady paycheck suffice? The answer likely varies significantly by sector, generation and skillset, but some themes are emerging.
Today’s employees still value security, predictability and status, but the form those attributes take is changing. Security becomes less about lifelong employment and more about lifelong employability, achieved through constant acquisition of new and relevant skills. Employees are not giving up predictability, but their timelines are shortening and their willingness to experiment in different roles and functions is growing. They do still value status in the form of fair compensation, benefits and rewards for out-performance. But in today’s flatter organizations, that status often comes in the form of roles of increasing responsibility and impact, rather than a march through a hierarchy of job titles.
These changes create a new set of challenges and opportunities for employers. A renewed emphasis on development will likely entail investments in training, apprenticeship and cross-functional rotations. Employers will benefit from creating strong, clear links between employees’ work and the purpose it serves. New systems reflecting these changes will need to be developed. Pay, for example, was historically keyed to factors such as revenue growth and profitability targets, based on what both an individual and team had accomplished. Now different metrics must capture an individual’s contribution to a cross-functional group, or, in some cases, to non-quantifiable goals that span the entire company.
A big idea emerged from the conversation: increasingly, companies must understand that the needs of employees are not all the same. Employee ‘segments’ likely exist in the same way that customer segments do.
In the customer realm, we have moved to mass personalization, down to the individual “segment of one". We anticipate customer needs, rather than simply react to them. Why can’t we apply the same logic to our employees? Can we identify unique needs among our employees and serve them differently, offering individualized learning plans, tailored recruiting messages and even personalized rewards? Can we apply the same types of data and tools we use with our customers to our internal talent?
HR executives have already begun to move toward this nuanced approach. Recent research led by our Bain colleague Michael Heric found some using sophisticated digital tools to fine-tune their understanding of each employee and improve career management, career planning and performance measurement.
In talent acquisition, digital technologies can personalize the experience of recruiters and candidates while expanding the talent pool, filtering for candidates with the right skills more efficiently and effectively, and helping identify future talent needs earlier. In workforce planning, technology helps identify ideal team compositions and enhance collaboration among team members. In performance management and motivation, it helps identify the metrics that truly matter for performance, and supports continuous feedback among employees, their peers and supervisors. In the realm of learning, it pinpoints training needs earlier, and improves reach, engagement and information retention through hands-on, accessible methods.
Early results of applying data-driven insights to talent management are strong. Studies have found machine learning can be up to 17 times more accurate than other methods at predicting who will resign, for example. Natural language processing has helped recruiters at Johnson & Johnson, Atlassian, Twitter and other companies improve the quality of their job listings in order to enhance the inclusivity of their workplaces. Google’s dedicated People Analytics team is working on a wide range of challenges, from determining the best size and shape of a given department to reducing defections after maternity leave.
The report, The Digital Enterpise: moving from experimentation to transformation, is available here.

lowercased:
at a recent world economic forum workshop on the topic of successful digital transformation, a group of executives passionately debated the challenges of managing their most important resource - human capital. the participants ranged from major global retailers employing a wide range of people (including store clerks and ai gurus) to silicon valley tech companies and a start-up about to open its new european headquarters.
the war for talent is not new, but the workplace is changing. employees today increasingly demand more than a paycheck. they want to believe that their work matters; they want to be part of a culture that fits their values; and they want to be engaged and inspired by their jobs. at the same time, companies have changing needs as well. they want to operate in a more nimble fashion with a more fluid, flexible workforce, and they need employees with contemporary skills. talent strategy needs to balance the needs of both employees and employers.
successfully acquiring, developing and deploying talent starts with a strategy that dictates what work will be done in-house (rather than by partners), how it will get done (whether by people or technology) and by whom (whether full-time employees, contractors or partners). next, companies need to create a compelling value proposition for talent that includes training in new skills as well as development opportunities - a new deal for talent. this new deal isn’t just about training and development, but also about rewards: financial, developmental, and rewards tied to mission and purpose. from there, firms can design modern talent management systems that smartly integrate digital tools to identify, recruit, engage, compensate, deploy and develop talent.
the group had a robust discussion about what motivates modern employees and what type of “deal” is required to attract and retain them. to appeal to the best and brightest, do you need to offer nap rooms, free lunches, a foosball table and a corporate mission to save the world, or will a steady paycheck suffice? the answer likely varies significantly by sector, generation and skillset, but some themes are emerging.
today’s employees still value security, predictability and status, but the form those attributes take is changing. security becomes less about lifelong employment and more about lifelong employability, achieved through constant acquisition of new and relevant skills. employees are not giving up predictability, but their timelines are shortening and their willingness to experiment in different roles and functions is growing. they do still value status in the form of fair compensation, benefits and rewards for out-performance. but in today’s flatter organizations, that status often comes in the form of roles of increasing responsibility and impact, rather than a march through a hierarchy of job titles.
these changes create a new set of challenges and opportunities for employers. a renewed emphasis on development will likely entail investments in training, apprenticeship and cross-functional rotations. employers will benefit from creating strong, clear links between employees’ work and the purpose it serves. new systems reflecting these changes will need to be developed. pay, for example, was historically keyed to factors such as revenue growth and profitability targets, based on what both an individual and team had accomplished. now different metrics must capture an individual’s contribution to a cross-functional group, or, in some cases, to non-quantifiable goals that span the entire company.
a big idea emerged from the conversation: increasingly, companies must understand that the needs of employees are not all the same. employee ‘segments’ likely exist in the same way that customer segments do.
in the customer realm, we have moved to mass personalization, down to the individual “segment of one". we anticipate customer needs, rather than simply react to them. why can’t we apply the same logic to our employees? can we identify unique needs among our employees and serve them differently, offering individualized learning plans, tailored recruiting messages and even personalized rewards? can we apply the same types of data and tools we use with our customers to our internal talent?
hr executives have already begun to move toward this nuanced approach. recent research led by our bain colleague michael heric found some using sophisticated digital tools to fine-tune their understanding of each employee and improve career management, career planning and performance measurement.
in talent acquisition, digital technologies can personalize the experience of recruiters and candidates while expanding the talent pool, filtering for candidates with the right skills more efficiently and effectively, and helping identify future talent needs earlier. in workforce planning, technology helps identify ideal team compositions and enhance collaboration among team members. in performance management and motivation, it helps identify the metrics that truly matter for performance, and supports continuous feedback among employees, their peers and supervisors. in the realm of learning, it pinpoints training needs earlier, and improves reach, engagement and information retention through hands-on, accessible methods.
early results of applying data-driven insights to talent management are strong. studies have found machine learning can be up to 17 times more accurate than other methods at predicting who will resign, for example. natural language processing has helped recruiters at johnson & johnson, atlassian, twitter and other companies improve the quality of their job listings in order to enhance the inclusivity of their workplaces. google’s dedicated people analytics team is working on a wide range of challenges, from determining the best size and shape of a given department to reducing defections after maternity leave.
the report, the digital enterpise: moving from experimentation to transformation, is available here.


text:
We recently created a new highlight from a sunset wedding we did in Newport RI. So much fun!
You can watch Melissa & Mandy by going to our portfolio page, or to our Facebook page.
We still have 2018 dates available, and we are beginning bookings for 2019!

lowercased:
we recently created a new highlight from a sunset wedding we did in newport ri. so much fun!
you can watch melissa & mandy by going to our portfolio page, or to our facebook page.
we still have 2018 dates available, and we are beginning bookings for 2019!


text:
Freddy Fazbear is the titular main antagonist of Five Nights at Freddy's, who later appears as Freddy attacking the night guard after his song has ended. I JUST THINK THE FREDDY FAZBEAR'S THEME IS AWESOME. Loading editor Do you mean the Toreador March, or a fan-made song? And why is this on. This is the theme to Freddy when he is about to jump scare you in Five Nights At Freddys to use this/download this PM Freddy Fazbear Music.
Stream FNAF - Five Nights At Freddy's - Freddy Fazbear's Theme/Toreador Song Hardstyle EDM Remix by Music legends from desktop or your.

lowercased:
freddy fazbear is the titular main antagonist of five nights at freddy's, who later appears as freddy attacking the night guard after his song has ended. i just think the freddy fazbear's theme is awesome. loading editor do you mean the toreador march, or a fan-made song? and why is this on. this is the theme to freddy when he is about to jump scare you in five nights at freddys to use this/download this pm freddy fazbear music.
stream fnaf - five nights at freddy's - freddy fazbear's theme/toreador song hardstyle edm remix by music legends from desktop or your.


text: Another role on a newly picked up series, NBC’s drama Infamous, will be recast. Infamous (form. Notorious) is described as an opulent soap in which a female detective (Meagan Good) returns undercover to the wealthy and troubled Lawson family she grew up in — as the maid’s daughter — to solve the murder of the notorious heiress Vivian Lawson who was once her closest friend. The role that is being recast is that of bad boy womanizer Julian Lawson, the handsome brother of the murdered Vivian. Neil Jackson played the part in the pilot. This is the third recasting on a new NBC series. The female lead in comedy Animal Kingdom, played in the pilot by Amy Huberman, is also being recast. Additionally, the network will have to recast a role in the comedy Guys With Kids played in the pilot as a guest star in second position by Sara Rue after her other pilot, ABC’s Malibu Country, was picked up.

lowercased: another role on a newly picked up series, nbc’s drama infamous, will be recast. infamous (form. notorious) is described as an opulent soap in which a female detective (meagan good) returns undercover to the wealthy and troubled lawson family she grew up in — as the maid’s daughter — to solve the murder of the notorious heiress vivian lawson who was once her closest friend. the role that is being recast is that of bad boy womanizer julian lawson, the handsome brother of the murdered vivian. neil jackson played the part in the pilot. this is the third recasting on a new nbc series. the female lead in comedy animal kingdom, played in the pilot by amy huberman, is also being recast. additionally, the network will have to recast a role in the comedy guys with kids played in the pilot as a guest star in second position by sara rue after her other pilot, abc’s malibu country, was picked up.


text:
Travel Mug Tumbler Manufactured By Great American Products. Both Are Decorated With Hand-crafted Metal Team Logos..Now You Can Drink Coffee On The Road, In Your Home, Or.
Travel Mug Tumbler Manufactured by Great American Products. Both are decorated with hand-crafted metal.
About The Travel Mug Tumbler Manufactured by Great American Products. Both are decorated with hand-crafted metal.
Now you can drink coffee on the road, in your home, or office with this Officially Licensed NHL Calgary Flames heavy duty travel tumbler and ceramic mug combo set.
The travel tumbler holds 18 ounces while the ceramic mug holds 15 ounces.
Both are decorated with hand-crafted metal team logos.
More from Travel Mug Tumbler Manufactured By Great American Products. Both Are Decorated With Hand-crafted Metal Team Logos..Now You Can Drink Coffee On The Road, In Your Home, Or.

lowercased:
travel mug tumbler manufactured by great american products. both are decorated with hand-crafted metal team logos..now you can drink coffee on the road, in your home, or.
travel mug tumbler manufactured by great american products. both are decorated with hand-crafted metal.
about the travel mug tumbler manufactured by great american products. both are decorated with hand-crafted metal.
now you can drink coffee on the road, in your home, or office with this officially licensed nhl calgary flames heavy duty travel tumbler and ceramic mug combo set.
the travel tumbler holds 18 ounces while the ceramic mug holds 15 ounces.
both are decorated with hand-crafted metal team logos.
more from travel mug tumbler manufactured by great american products. both are decorated with hand-crafted metal team logos..now you can drink coffee on the road, in your home, or.


text:
We played here over a glorious early October weekend.
The course was in excellent shape the greens are true if a little slow.
The scenery and views from the course are amazing especially from the 4th 5th and 6th.
We were lucky to play the course on a relatively still day, and found it to be relatively forgiving. I cannot imagine what it must be like to play here when the wind is gusting off the sea!
There are some great holes, those along the top of the cliffs and the third , a par 3 with the green set in a crater! and the 18th a lovely finishing par 3.
If you are in the area well worth a visit, if the wind is blowing take plenty of balls.
The course is linked to the excellent Whitsand Bay Hotel, where a warm welcome is extended to all.
Not the hardest but deffinately worth-while. Great views, geat greens, great time.
Very special course! Cliff top, breath-taking views and very friendly. Draw-backs in lay-out easily compensated by the TOTAL experience of playing this course. Having played many of the world most famous golf courses I am coming back for the 9th year to stay and play at Whitsand Bay.
Good layout apart from the 2nd, you have to drive over what passes for a main road in the area. Good clifftop holes which are all the more interesting in the wind. Very much a hotel course. Pity.
Where is Whitsand Bay Hotel Golf Club?

lowercased:
we played here over a glorious early october weekend.
the course was in excellent shape the greens are true if a little slow.
the scenery and views from the course are amazing especially from the 4th 5th and 6th.
we were lucky to play the course on a relatively still day, and found it to be relatively forgiving. i cannot imagine what it must be like to play here when the wind is gusting off the sea!
there are some great holes, those along the top of the cliffs and the third , a par 3 with the green set in a crater! and the 18th a lovely finishing par 3.
if you are in the area well worth a visit, if the wind is blowing take plenty of balls.
the course is linked to the excellent whitsand bay hotel, where a warm welcome is extended to all.
not the hardest but deffinately worth-while. great views, geat greens, great time.
very special course! cliff top, breath-taking views and very friendly. draw-backs in lay-out easily compensated by the total experience of playing this course. having played many of the world most famous golf courses i am coming back for the 9th year to stay and play at whitsand bay.
good layout apart from the 2nd, you have to drive over what passes for a main road in the area. good clifftop holes which are all the more interesting in the wind. very much a hotel course. pity.
where is whitsand bay hotel golf club?


text:
Here we go. If its not bad enough that the hottest sneakers around are released ONLY in Asia, we have sneaker companies like Nike who continue to be influenced by Japan. Life as a sneaker head would be so much simpler if i just lived in Asia, right? That grudge aside, this sneak is influenced by the fictional Japanese character Ultraman. The back sports a metallic silver, with red accents on the heel, toebox and lace holes.
Doesn't this shoe colorway remind you of Ultraman's Suit? Of course it does. No matter how you want to slice it, this shoe looks HOT.
As per the case with nearly ALL hot sneakers, this was NOT released in the US to my knowledge. So if you want to cop a pair, go march on over to e-Bay and search for a pair in your size. It should be between $100-200 USD depending on size.

lowercased:
here we go. if its not bad enough that the hottest sneakers around are released only in asia, we have sneaker companies like nike who continue to be influenced by japan. life as a sneaker head would be so much simpler if i just lived in asia, right? that grudge aside, this sneak is influenced by the fictional japanese character ultraman. the back sports a metallic silver, with red accents on the heel, toebox and lace holes.
doesn't this shoe colorway remind you of ultraman's suit? of course it does. no matter how you want to slice it, this shoe looks hot.
as per the case with nearly all hot sneakers, this was not released in the us to my knowledge. so if you want to cop a pair, go march on over to e-bay and search for a pair in your size. it should be between $100-200 usd depending on size.


text:
The best way to deal with them is prevention. This includes knowing the rules of the game, using proper equipment and playing safe.
Injuries usually occur due to improper training, poor footwear/safety equipment and poor foot biomechanics and in teens during rapid growth.
Acute injuries usually occur from a single blow.
Overuse or chronic injuries happen over a period of time.
Ex: Repetitive movement in training, running, throwing, etc.
Prevention is the key to enjoy injury free sports. Remember to stretch before and after all activity and see your chiropodist to maintain healthy feet.

lowercased:
the best way to deal with them is prevention. this includes knowing the rules of the game, using proper equipment and playing safe.
injuries usually occur due to improper training, poor footwear/safety equipment and poor foot biomechanics and in teens during rapid growth.
acute injuries usually occur from a single blow.
overuse or chronic injuries happen over a period of time.
ex: repetitive movement in training, running, throwing, etc.
prevention is the key to enjoy injury free sports. remember to stretch before and after all activity and see your chiropodist to maintain healthy feet.


text: WELCOME TO DEMONTROND AUTO COUNTRY.....HOME OF LIFETIME POWERTRAIN WARRANTY.....FAMILY OWNED AND OPERATED SINCE 1953...JUST NORTH OF HIGH PRICES.....This vehicle won't be on the lot long! Very clean and very well priced! Chrysler infused the interior with top shelf amenities, such as: a built-in garage door transmitter, rain sensing wipers, and a blind spot monitoring system. Under the hood you'll find a 6 cylinder engine with more than 270 horsepower, and for added security, dynamic Stability Control supplements the drivetrain. You will have a pleasant shopping experience that is fun, informative, and never high pressured. Please don't hesitate to give us a call.

lowercased: welcome to demontrond auto country.....home of lifetime powertrain warranty.....family owned and operated since 1953...just north of high prices.....this vehicle won't be on the lot long! very clean and very well priced! chrysler infused the interior with top shelf amenities, such as: a built-in garage door transmitter, rain sensing wipers, and a blind spot monitoring system. under the hood you'll find a 6 cylinder engine with more than 270 horsepower, and for added security, dynamic stability control supplements the drivetrain. you will have a pleasant shopping experience that is fun, informative, and never high pressured. please don't hesitate to give us a call.


text:
Founded in 1983, Opportunity Foundation, Inc. is a non-profit corporation which provides individualized support services for people with intellectual and developmental disabilities. Originally providing supports for 16 people, today over 80 people are supported! On January 1, 2018, Opportunity Foundation merged with TriCity CARES in Stanley so now OFI provides supports in a four county area, including Williams, McKenzie, Divide and Mountrail Counties. Licensed by the North Dakota Department of Human Services & nationally accredited by the Council on Quality Leadership, we strive to provide the highest quality services possible, focusing on the choices and preferences of each person supported.
The Developmental Disabilities Division of the North Dakota Department of Human Services is our main source of referrals. People may also purchase services directly from our agency. Our mission is "Opportunity Foundation is passionately committed to providing a full spectrum of individualized supports and services to people." It is our expectation that people participate in every aspect of their lives to the maximum extent possible all of the time!

lowercased:
founded in 1983, opportunity foundation, inc. is a non-profit corporation which provides individualized support services for people with intellectual and developmental disabilities. originally providing supports for 16 people, today over 80 people are supported! on january 1, 2018, opportunity foundation merged with tricity cares in stanley so now ofi provides supports in a four county area, including williams, mckenzie, divide and mountrail counties. licensed by the north dakota department of human services & nationally accredited by the council on quality leadership, we strive to provide the highest quality services possible, focusing on the choices and preferences of each person supported.
the developmental disabilities division of the north dakota department of human services is our main source of referrals. people may also purchase services directly from our agency. our mission is "opportunity foundation is passionately committed to providing a full spectrum of individualized supports and services to people." it is our expectation that people participate in every aspect of their lives to the maximum extent possible all of the time!


text: Jonathan's relationship with an admiring editor (Megan Ward) is in jeopardy, unless he can present her with the perfect birthday gift. Mike: Bruce Kirby. Heidi: Peggy Rea. Manny: Ernest Borgnine. Jonathan: Jonathan Silverman.

lowercased: jonathan's relationship with an admiring editor (megan ward) is in jeopardy, unless he can present her with the perfect birthday gift. mike: bruce kirby. heidi: peggy rea. manny: ernest borgnine. jonathan: jonathan silverman.