text:
ankle exercises
1 Comment
I just came out of a cast for tendon and ligament damage in my left ankle. I was in it for 6 weeks. I am now in a walking boot cast for another 6 weeks and am wondering what type of exercises PT will be having me do this coming Wed.


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So far, consensus seems to be that CHDK hardly has any influence on power consumption, see thewiki FAQ hereThis FAQ also has a link to detailed measurements for some camera'shope that helps,wim
I... guess? I thought it was an issue with the beta status of this release. Ah well, I'll have fun with it anyway.
Okay, back again with an issue... I've been using a 2GB microSD card for storage and I found that when the card gets more than about a quarter full, CHDK becomes very unstable. By the time it gets up to about 1/3 full, it's nearly impossible to get it to even boot.
Started by drewm1980
« 1 2 ... 39 40 »
DryOS Development
Started by fvdk
DryOS Development
Started by vwluvrs
CHDK Releases
Started by vincedchart
General Discussion and Assistance
Started by gore.m
RAW Shooting and Processing

subset: commoncrawl


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"To Do Something when Something is Forbidden" – The Clean, the Sacred and the Forbidden in Synya Khanty Culture
"To Do Something when Something is Forbidden" – The Clean, the Sacred and the Forbidden in Synya Khanty Culture
Subject(s): Metaphysics, Social Philosophy, Cultural Anthropology / Ethnology, Sociology of Culture
Published by: Akadémiai Kiadó
Keywords: Khanty; purity; taboo; sacred;
Summary/Abstract: Khanty culture in its present state – in the process of language loss and acculturation – still offers a wide field for the examination of notions related to everyday and sacral purity and their embodiment. Earlier research has explored certain details of these notions (e.g., regulations related to animals of mythological role, nutrition taboos and linguistic restrictions), it seems, however, that the concept of purity is more complex than that: it is a fundamental system which plays a central role, encompassing the whole of the traditional Khanty world, which ultimately defines the order of the world. This fact about the Khanty culture has practically not yet been articulated. The present research aims to explore the intersections of notions of purity and order in Khanty culture and to analyze the individual sub-fields.
Journal: Acta Ethnographica Hungarica
- Issue Year: 61/2016
- Issue No: 2
- Page Range: 313-334
- Page Count: 22
- Language: English
- Content File-PDF


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Merchant is solely responsible to purchasers for the care and quality of the advertised Goods and services.
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The team at Advanced Beauty Clinic specialises in providing advanced aesthetic services. These range from laser hair removal and LED light therapy, to diamond microdermabrasion and eyebrow tattooing. The clinic uses Aspect skin care products to perform various treatments.


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Birthstone Scents
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The Tourmaline Candle from Birthstone Scents is inspired by tourmaline, the birthstone of October. This candle is scented by a fruity, crispy, and fresh scent composed of Barbarian fig, rosewood and grapefruit.
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Please refer to our "RETURNS & EXCHANGES" page for information regarding returns.


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Additional information
|40 g
|16.0 × 0.3 × 23.0 cm
SearchMY BAG £0.00
Pocket-sized two-sided map introducing you to the most striking examples of Brutalist architecture in Paris, introduction by Robin Wilson, detailing more than forty buildings, and photographs by Nigel Green. Works as both a reference guide and trip companion. After your trip it unfolds to poster sized
Présentant les exemples les plus marquants de l'architecture Brutaliste de Paris, ce guide recto-verso comprend une carte, une introduction par Robin Wilson ainsi que les détails de plus de quarante constructions illustrées par les photographies de Nigel Green.
Delivery Information
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Items delivered within the UK usually arrive within three days.
Item will usually reach Europe within three to five working days
And the rest of the world usually within five to seven working days
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Refunds & returns
For more information on refunds & returns please see our terms and conditions
|40 g
|16.0 × 0.3 × 23.0 cm


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BHW does UnGagged
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Diana Zimmerman
Aubrie Montgomery picked up some experience on the mound in the Lady Mules loss to Adna on Thursday. The young team is learning new skills every day.
P.O. Box 368Cathlamet, WA 98612Ph: (360) 795-3391
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On the normally very tranquil island of Bermuda: Major controversy is developing over an upcoming, inter-denominational church service that many fear will be used as an opportunity for gay-bashing. On Sunday, the well-publicized "United by Faith" service is scheduled to happen at the National Sports Stadium.
The concept was developed by Andre Curtis—currently chairman of the Bermuda Tourism Board and the island's controversial faith-based tourism initiative. The project is also championed by the Rev. Bernice King ... the well-known anti-gay minister whose father was the Rev. Martin Luther King.
Earlier this week, Anglican Bishop Ewen Ratteray said his priests will not attend Sunday's United by Faith service at the National Sports Stadium because "part of the agenda for this service seems to be to target particular members of our society, homosexuals, in a way that is deemed inappropriate."
The service was originally promoted as a "pray-in" against the proposed Human Rights Act that would protect people against discrimination based upon sexual orientation. Roman Catholic Bishop Robert Kurtz tells the Royal Gazette he is against the HRA, but his pastors will not attend the service and would encourage their congregations to do the same. Andre Curtis now claims "there will be no gay bashing at the service."
United by Faith Promises No Gay Bashing (Royal Gazette)
Anglicans Boycott of 'United by Faith' Day (Royal Gazette)
Bernice King Joins in Tourism Initiative (Bermuda Sun)
More on Rev. Bernice King:"MLK Would Favor" Gay Rights (Rod 2.0) Live Blog: Coretta Scott King Funeral (Rod 2.0)


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The Real McCoy 5 Year Rum
Aged Rum — Barbados
Sweet, deep and woody. Seems so versatile and balanced. Impressed with these expressions.
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Specialties: Sustainable Entrepreneurship, Entrepreneurship, Business Education, Sustainability, International Management, Finance, MBA, Doctorate of Business Administration, Bachelor of Business, Master in Business, Master in Finance, and Executive MBA


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Could you please repost the settings for camp 2 without a vet general?
Here is setups for all lvl's, veteran and none, be my guest .
4 matches so far for all the lvl's... it will be updated totally today.
Thank you, and good luck to your team at EC.
England will struggle to field 11 players at the rate the players are pulling out !
hmmm tried the first camps with standard general, 100+ soldiers, some archers and some cavalry, got me through the first 4 camps, then 24hrs to restock, simillar figures got me through 2 camps. now need to restock again, no gold, no weapons!
Off the top of your head, does anyone know what the XP earned is for the first two matches?
Thx in advance!
Depends on the lvl its 11200, 9300 for 26-35 lvl map, and 12150,11200 for 36+
Btw found something weird on 2nd match (<36lvl); one of the camps wasn't full it should be 40 defender, 50 striker and was only 50 striker... the second symmetrical camp was fine ...for sure it wasn't touched before.
Last edited by Ra_V_en; 07.06.12 at 18:53.
ty Ra_V_en
... do you also happen to know how many total adventures are in this Euro Cup game? Match 1, Match 2, etc. up to 10 maybe?
6 matches


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We seem to only have a few people voting for (and and even less people suggesting) featured users. I'm thinking about changing the duration of nominations/featuring, suspending the featured user section entirely until the wiki gets more active, or converting the nomination & voting page into a forum.
I'm not sure if we would get enough input (at this time) to choose a new user every month even if we do converted the page to a forum.
Does anyone else have any thoughts or comments about featured users?
Does anyone else have any thoughts about this?


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Dear Shaded Viewers,
The last edition of ModaLisboa, which took place in Portugal's capital this month, was a breath of fresh air, thanks to the welcome injection of new talent. A graduate of Central Saint Martins in London, Constança Entrudo launched her eponymous brand in 2017 and her focus has grown steadily since her debut collection. Her last show, which had a progressive and eccentric vibe recalling the idiosyncrasies of Andy Warhol's colorful Factory members, blended rawness with refinement, using graphic stripes, pastel tones and innovative patchwork to striking effect. Several pieces were a nod to the late 1960s, from fitted turtlenecks and sexy mini-skirts to elongated flares and cut-out dresses. It seems that the designer wanted to free herself from gender constraints, too, and her strong, diverse casting underlined this approach. Mixing friends with models while emphasizing different beauty types, the Portuguese designer took us back to a place where clothes can express feelings of individuality and emancipation. It was great to see her models walk confidently down the runway and Entrudo's final bow was greeted with rapturous applause.


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This final part of the chapter examines the emergence of new rights at work codified within the 1999 Employment Relations Act and briefly discusses the probable emergence of further new rights, several of which are currently at the consultation stage.
The ERA established many new rights, both collective and individual, that represent a significant improvement in workplace rights, bringing many into line with those found in other European Union states. The ERA complements other measures that aim to improve fairness at work, such as the Working Time Directive and the national minimum wage. The legislation aims to achieve decent minimum standards at work that will underpin a flexible labour market and facilitate good industrial relations in the workplace, via trade unions and collective bargaining where desired by employees.
The provisions of the ERA divide into four categories: new and improved individual rights for all employees, new collective rights for all employees, maternity and paternity rights, and rights to representation in the workplace. These areas are briefly reviewed below and where necessary are already incorporated into relevant parts of this chapter, in particular parts two and four.
Improved protection against unfair dismissal
This protection is now available after one year's service rather than two years. Estimates suggest that up to 270 000 workers with between one and two years' employment service are dismissed each year. Some of these employees are 'fairly' unfairly dismissed, hence many will directly benefit from this new right. Moreover, the ERA increased top-level payments in cases of unfair dismissal from £12 000 to £50 000, a figure that has recently been increased further to £53 000.
In addition to these improvements, the ERA makes it automatically unfair to dismiss an employee taking part in lawfully organised industrial action for eight weeks. After two months, dismissal will be fair only if the employer can establish that they have taken all reasonable procedural steps to try to resolve the dispute.
Blacklisting of individual employees for trade union membership or activity is prohibited. This provision relates to blacklists compiled by an employer or by any organization such as the Economic League or the Freedom Association.
Unpaid parental leave
The ERA established the right of employees with one year's employment service to parental leave (if named as a parent on a birth certificate) for any child born after December 1999 up to the age of 5 years or an adopted child below 18 born after the same date. A parent is entitled to 13 weeks for each eligible child, and this extends to multiple births. The employee remains 'employed' during the leave and on return the employee is entitled to their old job or – if this is unreasonable or impossible – a better job or one of the same standard in terms and conditions. Some employees had paid or unpaid parental leave clauses in their contracts of employment before the provisions of the ERA became effective.
These arrangements, many of them arrived at through the process of collective bargaining, remain operative. On return from leave an employee must not have any seniority or pension rights denied as a result of taking leave. If a job is made redundant while an employee is on leave, they must be treated as if they are working normally. In January 2000 the TUC, after taking legal advice, declared an intention to undertake a legal challenge to the December 1999 cut-off date.
The TUC was advised that the directive should be retrospective in covering all children under the age of 5 at the date of its implementation, and after the threat and instigation of legal action the government amended the UK's regulations and subsequently introduced paid paternity leave for fathers.
Personal contracts
The ERA makes it unlawful for an employer to dismiss, omit or otherwise act detrimentally towards an employee who refuses to sign a personal contract that excludes the employee from collectively negotiated terms and conditions of employment. This right was recently further strengthened by a ruling in the European court that established that such measures breached the human rights of individual employees.
This case concerned a Daily Mail journalist and dates from 1989. The journalist was denied a pay increase after he refused to give up the right to have terms and conditions of employment determined through the process of collective bargaining. The Court of Appeal found in favour of the journalist but his employer appealed to Law Lords who held that collective bargaining over terms and conditions of employment fails to represent a defining characteristic of trade union membership.
Thus, in this case the use of financial incentives to end collective bargaining and personal contracts that may result in less or more favourable treatment for individual employees does not represent a breach of human rights. However, the European Court of Human Rights held that a state is responsible for ensuring that union members are not restrained from using a union to represent them.
As a result of this decision it is now clear that individuals and trade unions can enforce the right to collective representation. Equally, laws that permit British employers to discriminate against, i.e. treat less favourably, workers who seek to retain collective bargaining and collective representation is a breach of human rights.
Prohibition of waiver clauses for unfair dismissal rights in fixed-term contracts
Under the provisions of the ERA it is no longer possible for employers to ask or compel employees on fixed-term contracts to waive the right to complain of unfair dismissal if the contract is not renewed. Waiver clauses in operation before the provisions of the ERA became effective can continue. Equally, the provisions within the ERA make no mention of redundancy rights waivers in fixed-term contracts: hence these waivers remain lawful.
Family emergencies
The ERA provides the right for employees to have reasonable time off work to deal with family emergencies such as accidents or illness to family members, bereavements and severe damage to property. These new rights aim to provide workers with a more effective voice mechanism in the workplace where it was previously restricted or where they had none. Where employers are obstructive over access to new or extended individual employment rights the law will work in favour of employees in imposing trade union recognition where employees desire this.
Maternity and parental leave
on day one rights and length of service rights established that all employees are entitled to basic maternity leave, whereas those with at least one year's length of service are entitled to extended maternity leave. The ERA increased the period of paid basic maternity leave from 14 to 18 weeks subsequently increased further to 26 weeks and reduced the qualification period for extended maternity leave from two years to one year.
The ERA also introduced the provision for parental leave that is discussed above under new individual employment rights.
The right to representation
The ERA establishes that whether a trade union is recognised or not, individual union members and non-union members alike have the right to be accompanied by a trade union official in disciplinary and grievance hearings. If the employer obstructs or denies this, there is a compensatory penalty of up to two weeks' pay. A lasting effect of the ERA centres on the enforcement of employee rights in the workplace.
Trade union recognition and the emergence of collective bargaining in the workplace is one mechanism to monitor the introduction of new employment rights. By negotiating with an employer and seeking partnership in the implementation of new rights, trade unions can ensure that an employer meets their legal obligations. In addition, collective representation may create a workplace 'voice mechanism' that can prevent the emergence of issues that might otherwise lead to conflict, dispute and eventually application to an employment tribunal.
In addition to the contractual and statutory rights examined and the collective and individual employment rights associated with the ERA, the following measures either offer new employment rights or will establish them in the near future.
ERA establishes that a claim for trade union recognition can be made with 10 per cent membership and majority support. To demonstrate support for trade union recognition a union can call upon the findings of a survey or petition. Where a trade union already has over 50 per cent membership within the proposed bargaining group, recognition will be automatic except on two grounds: first, where an employer appeals to the central arbitration committee for a secret ballot on the grounds that a ballot will be good for workplace industrial relations; second, where despite a high level of union membership a significant number of employees express a desire not be union members or to be represented by the union in collective bargaining, or where the central arbitration committee concludes either situation to be the case.
The evidence concerning the impact of the legislation leads to two conclusions. First, where there is a majority of union members in a non-unionised workplace employers are likely to offer guarded support for a recognition claim. Second, before the ERA became effective some employers anticipated its provisions and negotiated voluntary recognition before the legislation became operative.
Further, where a majority of union members is very high the evidence suggests that employers wish to avoid negative media coverage and so negotiate voluntary recognition agreements. For example, erstwhile anti-union employers such as Dixon's Electrical Stores and Noon's Foods, both of which have very high union membership, have recently negotiated voluntary recognition deals with the AEEU and GMB unions respectively. In addition to this, survey evidence covering the period 1994–98 found that cases of trade union de-recognition fell significantly.
In contrast, recognition agreements held constant at an annual level. This evidence demonstrates 44 cases of de-recognition involving 5000 workers and 157 cases of recognition involving 45 000 workers for the years 1997 and 1998 (Gall and McKay, 1999). Further survey evidence for 1999 found 74 recognition agreements covering 21 000 workers. Of more significance, almost 50 per cent of the trade unions in the survey said that recognition deals resulted from an employer approach (TUC, 2000). Equally, in the year to March 2001 trade union membership rose by 46 000 to 7.9 million, the second annual rise in succession after a sustained fall in union membership since the early 1980s (Labour Market Trends, 2001).
The data in this report indicate that the period of large-scale decline in union member-ship has ended and that membership has begun to stabilise since 1997. This suggests that employers are likely to view the issue of trade union recognition more favourably than they did during the 1980s and 1990s when more assertive programmes of trade union de-recognition in the workplace were supported by government policy (see Clark, 1996 and Claydon, 1996). For example, HSBC, formerly Midland Bank, has recently restored union representation for 12 500 junior and middle managers four years after withdrawing recognition for this group of workers.
A recent TUC report, Focus on Recognition, found that there were 300 recognition deals in the year up to October 2002, the vast majority of which were concluded on a voluntary basis covering firms such as American Airlines, Boots, Meridian TV, the Church of Scotland, Kwik-Fit, Green Peace and Air New Zealand (TUC, 2000). The overwhelming majority of agreements covered pay, hours and holidays and 91 per cent covered representation at grievance and discipline hearings, 62 per cent covered training, over 50 per cent covered equal rights and information and consultation in the workplace.
Lastly, 36 per cent covered pension arrangements. Many of the recognition deals reviewed in the report were concluded in smaller employers, the average size being 260 employees; notwithstanding this, the current Review of the Employment Relations Act excludes any alteration to the rules and procedures on recognition, in particular the exclusion of workplaces employing fewer than 20 workers from the provision of the Act.
In situations where workplace ballots are necessary, a trade union is able to address the workforce directly as well as mail information to employees. When recognition is won, the trade union acquires a legal right to negotiate terms and conditions to include hours, pay, and work allocation and discipline. Equally significant to these collective rights, recognition imposes a duty on the employer to inform and consult about training.
In cases where an employer proves to be obstructive in establishing a bargaining procedure, the ERA allows for one to be imposed upon them. In cases where a trade union is unable to prove 50 per cent membership, the statutory procedure for a recognition award will be triggered where there is majority support in a ballot with at least 40 per cent of those eligible to vote taking part. Recently, the Central Arbitration Committee compelled Saudi Arabian Airways at Heathrow airport to introduce collective bargaining after the employer ignored a successful ballot in favour of recognition.
Staff employed by the airline voted nine to one in favour of recognition by the MSF technicians' union. Similarly, the Central Arbitration Committee intervened in a dispute between Honda and the AEEU after the firm refused to hold a recognition ballot. As a result of the subsequent ballot the AEEU won recognition for full collective bargaining at Honda's Swindon plant where 1600 of the 4000 workforce were already union members.
The Information and Consultation Directive will compel employers to establish a democratic and collective mechanism in order to consult with a workforce on substantial changes to the terms and conditions of employment such as changes in work organisation, redundancy and the sale of subsidiaries. British workplaces with more than 150 employees will have to introduce this mechanism by 2004; smaller workplaces may get up to a further five years to meet the conditions laid down in the directive.
Employer groups have voiced concern about the effects of this requirement on the competitiveness of British firms, suggesting that the mechanism will add further 'red tape' but no positive business outcomes. However, this is a familiar argument that was voiced previously against the provisions of the national minimum wage, the Working Time Directive and the ERA. None of the projected claims such as growth in unemployment and reduced competitiveness occurred and are unlikely to occur in this case.
The persistence of employer opposition to new employment legislation illustrates that a deeply embedded preference for voluntary and unregulated employer 'best practice' remains in the UK. Equally though, the partial failure of voluntary best practice is amply illustrated by the partial enforcement of employment rights and the persistence of discrimination in employment highlighted in earlier parts of this chapter. The information and consultation directive may go some way to improve employee consultation over proposed (as opposed to the current situation of actual) redundancies, which is a major concern of British trade unions.
In January 2003 Alan Johnson, the then employment relations minister, argued that information and consultation committees, when introduced in British firms, would not constitute co-determination or joint decision-making on the continental model and emphasised the consultative nature of the committees (Financial Times, 17 January 2003).
The Agency Workers Directive is more controversial and seeks to establish equality between employment rights for workers employed directly by an employment agency as 'temps' and those directly employed in the workplace to which they are assigned by the agency. The directive is likely to have a dramatic impact because the majority of temps employed across the EU work in the UK – over one million workers.
The areas covered by the proposed directive include pay, pensions, holiday entitlement and other benefits such as protection against unfair dismissal. The government estimates that the provisions contained within the directive will lead to a rise of approximately £1000 a year in pay levels for temps. Currently, the British government, after lobbying by employer groups, is seeking a six-week exemption to the equal pay rule, provided that an employer demonstrates that 'an adequate level of pay is provided from day one'. In September 2002 the draft directive was complete and ready to be considered by the EU social affairs committee (see Financial Times, 3 September 2002).
'Two-tier' working refers to the situation where a local government service or aspects of health care previously provided by a local authority or the National Health Service is fully or partially contracted out to a private sector provider. The term describes the situation where public sector workers or those transferred to the private sector have terms and conditions of employment that are different from – better than – those of new employees engaged by the private sector provider but working in the provision of the service.
Trade unions such as UNISON and the GMB argue that all workers should have the same terms and conditions of employment guaranteed by statutory guidance written into contracts between local authorities and private sector contractors. In July 2002 the government promised legislation to provide for comparability of terms and conditions of employment. However, in January 2003 the row over the two-tier workforce was reignited because of disagreement over the proposed wording of the government code of practice, which cites a form of wording preferred by the CBI that calls for the terms and conditions of new recruits to be 'broadly comparable' to those of existing employees.
A specific area of disagreement relates to the proposed exclusion of pensions from the broadly comparable formula. Some trade unions have expressed guarded support for this, yet experience with previous measures such as paternity leave, the Working Time Directive and the Equal Pay Act suggest that such terms may be broadly reasonable in application and coverage but subject to different interpretation by employers and employees. Differences of interpretation on this issue may result in future legal challenges in particular situations. The situation is Scotland is somewhat different. The Scottish Finance Minister recently signed a protocol agreement with trade unions that represent workers in the public sector.
The framework contract guarantees that all workers recruited by private sector contractors under public/private partnership deals will receive fair pay, pension, holiday and sick pay entitlements commensurate with those of existing pubic sector workers. The difference between broadly comparable and commensurate could create problems for contractors who operate in both England and Scotland in respect of the EU Equal Treatment Directive. Further, a key difficulty for trade unions who support the formula and those that do not and the government is that the term 'broadly comparable' in its present constitution appears to allow for the presence of a two-tier workforce and not its elimination as pledged by the Prime Minister in July 2002.
The government recognised this as problematic and, following a meeting with prominent trade unions in February 2002, announced that the government will insist that private sector firms taking public services contracts must provide employment contracts that are 'no less favourable' for future employees than contracts enjoyed by public sector workers. This commitment was given an unexpected fillip when the Cleaning and Support Services Association announced its support for the provision, arguing that it would prevent 'cowboy' operators cutting their members out of the market by reducing costs irresponsibly (Financial Times, 17 March 2003).
Since April 2003 all parents of children under six have been entitled to ask their employer to 'seriously consider' requests for flexible work arrangements. Up to four million parents will be eligible to submit such requests. Parents must make written requests and meet with the relevant manager within four weeks to discuss the request and a decision must be made in a further two weeks.
Employers are expected to meet the majority of requests and Ministers have included in the guidance an 82 per cent success rate target. If an employer denies a request they must provide the employee with a written explanation of the business reasons for the decision and set out proposals for an internal appeal procedure. In situations where a case remains unresolved, binding mediation and arbitration will be made available.
It is important to make clear that the right to flexible working is limited to serious consideration of the request and that this is not the same as a right to flexible working arrangements. The seriousness of this limitation is brought into sharp focus by the results of a survey conducted by the employment law firm Peninsula. Seventy per cent of small firms in the survey asserted that claims for flexible working hours will damage their competitiveness and more than 80 per cent of the companies surveyed said they would attempt to dodge the rules (Peninsula, 2003).
The Human Rights Act, while wide-ranging in its provisions, fails to create any specific employment rights. To enforce their human rights employees must cite an existing employment right, the infringement of which impacts on their human rights, for example unfair dismissal due to sexual orientation. The latter is not currently covered by the UK's sex discrimination legislation; but a dismissal on these grounds may be unfair if it infringes rights to privacy.
However, the basis of the human rights legislation is a balancing of (employer and employee) interests and, where those of an employer and employer conflict, an employment tribunal will have to make a judgment on the balance of these interests. The probable emergence of many of the proposed employment rights discussed above reinforces the need for good employer practice to be both operational and strategic. The evidence suggests that in relation to the national minimum wage, the ERA and the Working Time Directive, many employers – large and small – were 'off the pace'.
Employers with a personnel function staffed by CIPD-qualified practitioners are more likely to be on the pace, as are those who have a trade union presence that works in partnership or structured negotiation with an employer.
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Thanks for joining us the morning of Tuesday, October 8, 2019. Industry insights on the latest technical trends and networking with fellow professionals was enjoyed by all.
Breakout Sessions:
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There's so much more than meets the eye to properly pairing screen surface technology to your environment and your projector. Optimize your viewing experience with Melissa's insights.
9:00 a.m. Room #2: Briefcam – The Use of "AI" — Actionable Intelligence in Video Surveillance Forensics. Presented by Grant Jensen of Briefcam.
Discover video synopsis: technology-based software allowing rapid video review, search and analysis of hours of video in only a few minutes (or seconds!). BriefCam® is the industry's leading provider of the VIDEO SYNOPSIS® technology for rapid video review and search, real-time alerting and quantitative video insights. By transforming raw video into actionable intelligence, BriefCam dramatically shortens the time-to-target for security threats while increasing safety and optimizing operations. BriefCam products utilize the latest deep learning technology to improve security, safety and efficiency, and are deployed by top law enforcement agencies, governments and Fortune 500 companies across the globe. BriefCam's groundbreaking technology transforms how organizations use video surveillance, and has been recognized with a series of industry accolades, including The Wall Street Journal Technology Innovation Award, Security Products Magazine New Product of the Year, SIA New Product Showcase Best in Video Analytics Award, and CNBC Europe's 25 Most Creative Companies.
10:00 a.m. Room #1: AV in an IT World – Emerging Technology that will Change the Future of AV. Presented by Joseph Cornwell. This one hour presentation offers 1 InfoComm CTS, BICSI, NSCA and/or AIA learning unit credit.
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10:00 a.m. Room #2: Bi-Amp – Where Audio Design Fits in Hospital Design Projects. Presented by Robert Luckey, CTS-D. BiAmp AIA and CES credits.
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Prepositions, complex, beginning with B to F
Because of
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But for
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You open a door by means of its handle.
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Close to
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Depending on
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Due to
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Except for
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Forward of
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A few examples of prepositions that are complex – Hope they were useful 🙂
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Discussion in 'The Green Room' started by The Night Funky, Feb 10, 2018.
Man builds 1:1 scale model of an Airbus A320!
And I'm having trouble figuring out where I'm going to put that 39" Seaview model when I build it! :O
And here I am putting off building the Star Fury model I was given last year.
He's making progress.
Cool, but I'm pretty sure there's better ways to spend your life savings.
Separate names with a comma.


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sep 13 2017 options for privacy fences are divided into hardscape choices (fences) vs. using shrubs in hedges as living screens. ideas for creating "living walls" . "emerald" arborvitae (thuja occidentalis 'emerald') is a small tree or tall evergreen shrub well-suited for the "loose border" style of living privacy fence 【Get Price】
feb 9 2018 most people who are landscaping to achieve privacy are in a hurry for that screening. who wants to wait forever to screen out prying eyes right? that's why many of you will wish to pore over the examples of fast-growing shrubs that i present in this article. the article supplies information on both evergreen 【Get Price】
fastest growing privacy trees can increase property value. quickly block out unwanted sites with a living we carry the best privacy screen trees on the market! instantly block out the neighbors increase your this evergreen has an incredible growth rate of 3-5 ft. a year! the thuja is drought tolerant adaptable to most 【Get Price】
about a year ago i did a series of posts that showcased three parts of the design process. for those that struggle with how to start their landscape design this process is amazing. the idea is to arrange your spaces conceptually with bubbles move thos 【Get Price】
conifers and other evergreens create a living boundary to provide privacy and screen unsightly structural elements. . the tactic has such potential for protection that police in essex england have created a "secured by design" garden plan designed to help homeowners reduce the risk of criminal activity on their 【Get Price】
jul 2 2015 there are many perks to fargesia including the fact that it's fast-growing evergreen and hardy even in the cold. for more more inspiration modern privacy fence ideas for your outdoor space. cactus can be the tall hedges. below we see artificial boxwood from planters unlimited via dwell on design:.【Get Price】
most evergreens prefer at least six hours of sunlight. that's not to say a screen won't survive in partial shade; just don't expect it to grow as quickly as one in sun. and speaking of patience…while it's tempting to plant shrubs close together so the screen will fill in fast that's not a good idea. space them according to their size 【Get Price】
low maintenance & bird-friendly evergreen screen - a) juniperus x pfitzeriana 'gold coast'; b) canada hemlock; c) japanese barberry (berberis thunbergii 'atropurpurea'); d) bugleweed 'variegata'; e) threadleaf false cypress 'golden mop'; f) bird's-nest spruce'nidiformis'); g) juniperus scopulorum 'wichita blue'; 【Get Price】
find ideas and inspiration for evergreen privacy shrubs to add to your own home. to create a dense privacy screen space evergreen trees so that their branches just touch one another. or mix evergreen trees with evergreen shrubs like in the photo here if you have the space to create a wide privacy screen. example 【Get Price】


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Westbury Marble pavers supplier | Nassau County NY 11590
Marble pavers supplier near Westbury, providing design and installation Westbury Marble pavers supplier and installer servicing Westbury NY, 11590. Gappsi specializes in marble and wall cladding, veneer, copings and pavers products and we offer design, supply, and installation services throughout Long Island in both Nassau and Suffolk County. When visiting our showroom in Smithtown, you
- Published in Giuseppe Abbrancati
Basement Remodeling Contracting Company | Long Island NY
Basement remodeling contracting company serving clients in Nassau and Suffolk County Long Island NY. This basement was remodeled in Smithtown NY 11787. It was a total transformation into a living area that included all spread foam insulation on the exterior walls with wood stud construction, 1/2″ sheet rock throughout for the walls, and the ceiling
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Backyard Designed And Installed By Gappsi Saint James NY With Scabbos Travertine Pavers
Backyard Designed And Installed By Gappsi Saint James NY With Scabbos Travertine Pavers This backyard layout includes a vinyl-lined swimming pool with fiberglass steps and a raised patio area next to the pool, which was built as a sundeck and also to include a sheer descent water feature installation. Also, we installed a wood burning
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Fireplace Room Remodeled In East Northport NY 11731
Fireplace Room Remodeled In East Northport NY 11731 This room was completely gutted to bare studs. New electrical wiring and Hi-Hat fixtures were installed. R19 insulation sheet rock, new windows and doors were added to the room. Porcelain plank wood grain tiles were placed for the flooring and Nantucket cultured stone veneer was installed for
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Custom Built Fountain By Gappsi In East Islip NY
Constructed with a 14 ft wide diameter and 18 inches deep gunite pool, with a custom sized pedestal shaped with the gunite shell to support and raise above water level the brass Four seasons statue. Brick veneer was installed to cover the outside pool wall and a custom bluestone coping was installed on top of
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Home Remodeling Designer Contractor | Old-Brookville | NY
Home Remodeling Designer Contractor in Old-Brookville, this home remodeling project was completed by Gappsi in Old Brookville, Long island NY. The project was a total renovation of the entire house exterior, including walls and trims. All existing crown moldings and sills were removed, the surface around the window exteriors and doors were adjusted and prepared,
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Wolf Outdoor Cabinets | Stainless Steel | Rated Aluminum
Wolf Outdoor Cabinets, this 8 foot long outdoor kitchen island was built in Huntington Bay, Long Island NY by the Gappsi Masonry division, using Wolf Outdoor Cabinets, a Twin Eagle 42 inch grill, natural stone Fiorito travertine veneer to finish the sides and the back of the cabinet panels, and a granite counter-top. Gappsi utilizes
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Natural Stone Wall Veneers – Nicolock Driveway Pavers
This project was constructed by Gappsi in Coram, NY. Granite City Stone Ridge pavers with inlays of marble blend for the apron and borders were installed for this residential driveway. The first floor of the house and stoop were veneered with Gappsi imported Fiorito Travertine. The stoop and railings are made of PVC and the
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Nicolock Paving Stones Driveway Pavers Long island NY
Nicolock Old Town pavers installed for driveway in East Islip, Long Island NY. Driveway layout designed by Giuseppe Abbrancati and installed by Gappsi. Approximately 8,000 sq ft of Nicolock Adobe Blend pavers were installed to compliment the brandy wine brick veneer of the house. Column light piers were installed on both sides of the driveway
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Complete Backyard Designed in East Islip NY
The family in this East Islip home wanted a pool for entertaining that was built to last. Giuseppe Abbrancati, owner/designer of Smithtown-based Gappsi, Inc. suggested a gunite saltwater pool in a Sports Pool style design where both sides of the pool are shallow and the deep end is in the middle. "Gunite pools make a
- Published in Giuseppe Abbrancati


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Germany Eurobarometer 80.2: Climate Change, Agriculture, Healthcare, and Physical Activity 2013
General Info
The Eurobarometer is a program commissioned by the European Commission to monitor public opinion in the European Union member countries. Topics vary with each series, and have included agriculture, energy, environment, gender roles, immigration, knowledge of foreign languages, poverty, public health, technology, and other special topics.
Eurobarometer 80.2 covered topics including: health; nutrition; health care and medical treatment; physical fitness and exercise; agricultural, forestry and rural industry; international politics and organizations; natural environment; natural resources and energy; environmental degradation, pollution and protection; and rural economics.
European Commission, Brussels (2014): Eurobarometer 80.2 (2013). TNS Opinion [producer]. GESIS Data Archive, Cologne. ZA5877 Data file Version 1.0.0, doi:10.4232/1.12010.


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Eat my Lunch reinvented
WATCH: Belinda Henley talks to Eat My Lunch CEO Lisa King about how coronavirus has forced her business to change direction overnight.
Normally, social entrepreneur Lisa King is overseeing a busy kitchen turning out pre-made lunches for corporates and hungry school kids.
During lockdown, she is directing the delivery of hundreds of boxes of fresh fruit and vegetables to homes of those kids.
Eat My Lunch's business model was based on companies buying lunches made by volunteers. Most of the revenue went into providing free lunches for school pupils in lower socio-economic areas.
"Within a week, our sales dropped by pretty much 90 percent. We went from making thousands of lunches to, on our worst day, about 20.
King says delivering boxes of fresh produce to the homes of 2,000 kids is complex and logistically challenging but it has unexpectedly provided her with an opportunity to do something she has always thought about.
"Through all the years we've been doing it [making school lunches] the niggly part for me has been wanting to introduce an educational element to the kids – to get them to learn about food, to make it themselves and that never felt possible to do it at school, in that school environment.
"Now that we are delivering food to their homes, and it has to last them a week, it actually provides an opportunity for us to teach them how to make their own lunches, what goes into a healthy lunch and getting creative with ingredients….this is something that could have a long lasting impact in the home."
King has found the lockdown to have positives - personally and professionally.
She says it has forced her to think differently about her business and pushed her out of her comfort zone. And she has enjoyed the change of pace the lockdown has bought to her family bubble in Grey Lynn.
"Being at home and having to slow down a little bit …it's actually been really nice to see the kids slowing down and being okay with being bored rather than being 'on' and having to be entertained all the time."
Help us create a sustainable future for independent local journalism
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As our journalists work to ask the hard questions about our recovery, we also look to you, our readers for support. Reader donations are critical to what we do. If you can help us, please click the button to ensure we can continue to provide quality independent journalism you can trust.
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David Clark has become the oldest of ritual objects: a scapegoat. And his casting out has been a spectacle of biblical proportions.
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A US ban on NZ seafood could be three to four weeks away after Sea Shepherd filed a motion for a preliminary injunction.
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Home > Products > MOLD Manufacturing > Large Mould Manufacturing > Hardened Plastic Injection Molding Tools for Auto Parts
|Payment Type:
|L/C,T/T,Paypal,Western Union
|Min. Order:
|5000 Piece/Pieces
|Delivery Time:
|25 Days
Basic Info
Model No.: RZ-MM-019
Shaping Mode: Plastic Molding Die
Surface Finish Process: Polishing
Mould Cavity: Multi Cavity
Plastic Material: PA
Process Combination Type: Compound Die
Application: Car, Household Appliances, Furniture, Commodity, Electronic, Home Use, Hardware
Runner: Hot Runner
Design Software: Pro-E
Installation: Mobile
Certification: TS16949, ISO, SGS
Standard: HASCO
Customized: Customized
Plastic、Material、Runner、Design Software:: Customer Demand
Additional Info
Packaging: wooden boxes with protective foams
Productivity: 5million -10 million USD/year
Brand: RZ
Transportation: Ocean,Land,Air
Place of Origin: Guangdong China(Mainland)
Supply Ability: 5000sets/Week
Certificate: CE, RoHS, ISO 9001:2000, ISO 9001:2008
HS Code: 8401301000
Port: Shenzhen
Product Description
One of the most obvious advantages of injection plastic mold tool is that the housing has a variety of purposes. First, it acts as a handle for the end user to interact with. It also serves as a socket for the battery and motor, as well as a variety of boss positions for the screws that will be used to secure the device together after assembly. When you need to organize many internal parts inside a house, Injection molding is very effective.
Our company has about 100 people mold design research and development team to turn your ideas into products, two large-scale mold factory area, 10 Mold Manufacturing team, two mold engineering department, two factories to carry on the product test sample and the production product, two business unit, may the whole process regarding the order question and the customer communication.
Hong Kong Jinrun Co., Ltd. specializes in Semi-Solid Die-Casting, traditional die-casting, mold making, plastic Injection Molding, and other processing services. It manufactures lightweight, high-quality, high-efficiency, energy-saving and environmentally friendly die-casting and injection molding products.
A factory is located in Qiaotou Town, Dongguan City. Ruizhun Precision Metal Co., Ltd. occupies an area of approximately 70,000 square meters. It has 800 production workers, 150 management staff, and has a total of 101 imported semi-solid die-casting magnesium alloy casting machines. High-Precision Injection Molding With 90 sets of machines, it is the largest magnesium alloy semi-solid die-casting enterprise in China and provides high-efficiency and advanced magnesium alloy Die Casting processing services.
The B factory is located in Fenggang Town, Dongguan City. Best Mold Co., Ltd it is about 10,000 square meters. It owns 30 injection molding machines, 10 working groups for MOLD Manufacturing, and 15 years of injection molding experience. It focuses on Plastic Molding and mold making.
Hong Kong Jinrun Co., Ltd. focuses on technology research and development and has a strong technology R&D team that has applied for 18 advanced technology patents to transform customer ideas into products. At the same time, through the British BSI certified ISO9001: 2008, ISO14001: 2004, TS16949 quality management system, the company has a mature product testing laboratory, according to the needs of customers to test the quality of die-casting and injection molding products and details to ensure product quality.
Engineers can according to customer's requirements, product to the customer's product drawings into reality, the company salespeople to keep all the communication with customers, to ensure that customers and the enterprise can communicate with each other about products at any time.
1. How can I get a quotation and feedback for my products?
Provide your 2D drawings with specifications (material, surface treatment, tolerance, another requirement, etc.); mention your quantity needed (MOQ and annual need) and logistic requirement; 3D drawings are much welcome for the full product review.
2. How long can I get the quotation?
Normally, we can provide instant feedback and then provide a quotation within 48 hours
3. How long will you produce the parts?
Production lead time for CNC Machining is 1-4wks, according to different products and quantity. We will communicate with Customers on the production plan and delivery for each PO.
If a mold is needed, the mold making time will be:
1) 2-3wks for extrusion molds
2) 4-8wks for die casting molds or plastics injection molds
3) 2-3wks for stamping molds
Product Categories : MOLD Manufacturing > Large Mould Manufacturing
Hot Products
Related Products
Send Inquiry
Mr. sheldon
Email:Send Inquiry
Mobile Phone:+8613680709426
Address:A: No. 198 Xinyi Road, Jing Lian Industrial Zone, Qiaotou Town, Dongguan, Guangdong


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We don't know how many buddhas here we have to bow to. It means that when we realize that in the smallest element there are innumerable elements. So each element consists of innumerable elements. So we don't know what is the ultimate existence. -------------------------------------------------- Excerpt from Shunryu Suzuki lecture - 68-01-12 as found on shunryusuzuki.com. Edited by DC
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For other posts: personal, Saunters, environment, music, etc, go to Cuke nonZense Blog and cuke-annex
Our other two Zen sites: shunryusuzuki.com - all the transcripts, audio, film, photo archive ----- and ZMBM.net - for Zen Mind, Beginner's Mind
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5 mentions on Trippy
Here's what Trippy members say about Christianshavn:
"Nørrebro Christianshavn and Islands Brygge are also quite hip parts of the city." See More
"If you rent a flat look for the "K" suffix, as this indicates the old town/city center and the canal lined Christianshavn neighborhoods." See More
"But if you want to do a bit of sightseeing in Copenhagen then you are actually better off taking the metro from the airport as it stops at Kongens Nytorv Nørreport and Christianshavn which are all slightly better located than the train station if you want to have a look at the center of the city." See More
"Rene and Mark gave Chris and I a walking tour Christianshavn and Freetown Christiania." See More
"Early every morning we took a jetlag induced walk across the canal to the neighborhood Christianshavn because we found the pastries at Lagkagehuset to be the best in the city." See More


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USS Oklahoma Sailor Killed During World War II Accounted For (Aldridge, W.)
Navy Seaman 1st Class Willard H. Aldridge, killed during the attack on the USS Oklahoma in World War II, has now been accounted for. On Dec. 7, 1941, Aldridge was assigned to the USS Oklahoma, which was moored at Ford Island, Pearl Harbor, when the ship was attacked by Japanese aircraft. The USS Oklahoma sustained multiple torpedo hits, which caused it to quickly capsize. The...Read more


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Norway radio stations in Mandal
Seeking Hookers
India is a country with a population of over 1. And while music in various languages and genres is widely and easily available in India, the industry that continues to reign Attractions in Sarpsborg Norway for couples is Bollywood. Sales of Bollywood Hindi and film music in other languages account for a large majority of overall music sales, with classical and devotional music accounting for most of the remaining. Independent music — mostly English — is still a fairly new industry in India, and accounts for only a fraction of sales. The independent music industry — as well as English music industry in general — has, however, grown exponentially in the last 5 -7 years, and continues to do so each year.
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The key labels are: The Telegraph — The Telegraph was founded in Kolkata, and is now primarily published from eastern India. Join or Log Into Facebook. RadioCaster 2. The following radio stations are located in and transmitted from OsloNorway. Retrieved from " https: Key independent record rafio Demonstealer Records — Demonstealer Records is an independent record label dedicated Norway radio stations in Mandal the genre of extreme Norawy.
All stationa include an unsubscribe link. The Jazz Fest in Kolkata — Held annually in Kolkata and previously known as the Norway radio stations in Mandal Square Jazz Festival — that initially started inrun for 5 editions and revived in — programs jazz acts Norwya India and from abroad.
Radio City Tips Industries Limited — Massage scotts valley Askim Tips music label was set up in the 80s and releases Bollywood, regional, Hindi pop and classical Indian music. All trademarks and logos are the property of their respective owners. While the line-up continues to consist primarily of independent musicians from Nprway and around the world, some hugely popular acts have played at previous editions of the festival as.
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46 likes. En ny lokalradio for Broadcasting & Media Production Company Du finner oss i GooglePlay og AppStore Drammen me Drammen Radio PThere are many radio stations in Norway. For a more comprehensive list see List of Norwegian-language radio stations. Norway is in the process of transitioning all radio stations away from FM broadcasting to Digital Audio Broadcasting. The country's raxio radio outlets transitioned to Mqndal on December 13, NRK radio channels are the most prominent stations in Norway.
The main channels are:. The following radio stations are located in and transmitted Nesoddtangen names for girls OsloNorway. There are 17 radio stations in Oslo. For a list of local radio stations in Norway, see List of Norwegian radio stations.
From Wikipedia, the free encyclopedia. Main Norway radio stations in Mandal NRK Radio. The Verge. Retrieved April 19, The Local. December 13, Retrieved December 14, Retrieved from " https: Radio in Norway. Namespaces Article Talk. Views Read Edit View history. Languages Norsk Edit links. This page was last edited on 16 Mayat Norway radio stations in Mandal By using this site, you agree to the Terms of Use and Privacy Policy.
List of Norwegian-language radio stations - Wikipedia
❶Bangin Beats — The Bangin Beats rqdio on content related exclusively to dance music from India and around the world. Data applies to the previous year or the latest data available.
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Norway radio stations in Mandal
Croatia IRP d. Sign Up. Please help improve this article by adding citations to reliable sources. Articles needing additional references from October All articles needing additional references Incomplete lists from June Incomplete lists from August Rediff — Rediff offers a variety of content —news, shopping and email — but its entertainment section centres primarily around Bollywood film and music news.|Jump to.
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The Originals 1.21: The Battle of New Orleans
Charlie Charbonneau and Michael Narducci
Jeffrey Hunt
A season's worth of muddled plot threads come to something of a climax with this episode, which is really just the first part of the season finale. The title promises a lot of action and bloodletting, and I can't say that it was at all disappointing in that regard. And a big twist in the middle changes the entire course of the struggle, and even fits the crazy progression of the season's various alliances in its own way.
The outcome of the battle is largely predicated on Klaus' plan to get Genevieve to create "moonlight rings", which will allow the Crescent werewolves to control their natures to a much larger extent. Of course, Genevieve's entire goal is to fulfill the plans of the witches' ancestors, which is elimination of threats to the witch faction and acquisition of Hayley's baby.
Genevieve turns the tables on Klaus (big shocker), and places a spell on the rings that will amplify the powers of the werewolves wearing them. Which, overall, wouldn't necessarily be an issue, if those rings were still going to the Crescents, who are more or less allies of the Mikaelsons. Instead, Genevieve gives them to the leader of the human faction, Francesca, who turns out to be the head of the Correa werewolf clan, long thought to be killed off by Marcel decades earlier. Oh, and also the clan that Hayley is supposed to be the heir to, which is a nice touch.
Setting aside what that means for the humans, since they basically have little to no representation in the city now, it changes the course of the battle entirely, since neither Marcel's vampire faction nor the Mikaelsons have the slightest clue that the Correas are making their move. They let Klaus play out his war against Marcel, thus weakening the vampires and the Mikaelsons, and came rushing in on the attack when both sides were compromised. Werewolf bites are fatal to vampires, so this dramatically weakens the vampire faction overall.
Werewolf bites don't mean much to Klaus, of course, since he is immune. But he's not immune to magic, and Genevieve saps him of his power (thanks to a Correa gift) and uses that opportunity to abduct Hayley and induce birth. I have no idea if the writers (or network) would be willing to see the sacrifice through, since that would be very controversial, but they sell the peril for Hayley in that final act. Perhaps the baby will be sent away for its own protection? Whatever it takes to avoid the dreaded "baby plot" issues!
Even if all these issues are resolved, there is
the growing problem of Davina's decision to help Mikael cross back over and
take down his children. I have a feeling
that this is setting up the scenario for the second season's arc, but Mikael
has largely been used as a shock and awe villain, hitting quickly before
getting shoved back into the background.
On the other hand, with control of New Orleans so precarious at this
point, it would be interesting if Mikael were to stick around for a while.
- The big twist in the middle of the episode
- The cost of the battle met expectations
- Sets up the actual finale very well
- They better avoid the dreaded baby plot!