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domain: game


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Katrina works with individuals, couples, families, and groups. Her specialty areas include anxiety, betrayal trauma, couples, family dysfunction, relationship difficulties, and coping with daily challenges that comes with past trauma. Katrina’s approach to therapy includes using Cognitive Behavior Therapy (CBT) and Dialectical Behavior Therapy (DBT). She also will integrate Christian counseling principles for those who want a combination of therapeutic techniques and faith.
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domain: relationship


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Superior Manufacturing Division ~ Magnatech Corporation
The patented Superior Water Conditioner, controls lime/scale (calcium/magnesium) build-up in pipes and water-using equipment without the use of chemicals. The Superiorized water will also gradually reduce the existing lime/scale deposits by dissolving the hard water scale accumulation and can be purged out of the system during the blow down. The Superior Water Conditioner, ranging from 1 GPH to 50,000 GPM, has been successfully used in the residential, commercial and industrial marketplace since 1964.
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domain: chemistry


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domain: artistic


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By now, most employers have heard about California’s new paid sick leave law, AB 1522, technically known as the Healthy Workplace, Healthy Families Act, which will be codified at Labor Code sections 245 to 249 and 2810.5. Many employers with existing sick leave and/or paid time off (“PTO”) policies reflexively believe that their policies already comply with AB 1522, but this may not be the case. While the basic requirements of AB 1522 are clear enough, there are a number of provisions that some employers may have overlooked. The practical effect of this new law is that almost every employer in California will have to rewrite its current sick leave and/or PTO policies. AB 1522 may be the most significant new California employment legislation since the California Legislature made duty-free meal periods a statutory obligation (with attendant penalties) in 1999.
This Advisory will highlight various points in the new law that will likely require employers to revise their current sick leave and PTO policies and practices.
AB 1522 requires all employers with at least one employee in California to allow their employees to accrue sick leave at a rate of at least one hour for every 30 hours worked. Thus, part-time and temporary employees are covered. While the new law took effect on January 1, 2015, employees do not start accruing sick leave under the law until July 1, 2015. Employees are entitled to paid sick leave if they work at least 30 days in one year from their date of hire and can begin using accrued sick leave beginning on the 90th day of employment. It is presumed that, under the new law, an employee must work at least 30 days in each successive year of employment to continue accruing sick leave, but AB 1522 is not clear on this point.
There are different caps for the use and accrual of sick leave. AB 1522 allows, but does not require, employers to cap the accrual of sick leave at 48 hours of total time, which ordinarily will equate to six regular work days. The new law also allows, but does not require, employees to cap the use of sick leave to 24 hours or three days in each year of employment.
Employees may use sick leave for the diagnosis, care or preventative care, or treatment of an existing health condition of the employee or the employee’s “family member,” which includes a parent, parent-in-law, child, spouse, registered domestic partner, sibling, grandchild, or grandparent. Employees may also use sick leave for a variety of reasons, such as for being a victim of domestic violence, sexual assault, or stalking.
And, of course, no new California employment law would be complete without anti-retaliation provisions and the imposition of significant penalties on employers for violations. AB 1522 prohibits employers from denying an employee’s right to use accrued sick leave. Also, the new law bars employers from discharging, threatening to discharge, demoting, suspending, or in any manner discriminating against employees for using accrued sick leave, attempting to exercise the right to use accrued sick leave, filing a complaint with the Labor Commissioner, or cooperating in any investigation or prosecution of an alleged violation. In addition, there are monetary penalties associated with failing to comply with virtually any provision of the law.
The new law is clear that employers with existing PTO policies that provide for the accrual and use of time off that is at least equivalent to the requirements of AB 1522 do not need to provide additional paid sick leave. That is precisely why many employers may mistakenly assume that they do not need to make any changes to their existing policies.
Provisions That May Require Revisions to Current Policies
Determining who is entitled to sick leave. Many employers will need to revise their current policies to broaden the scope of employees who are entitled to accrue and use sick leave under the new law. Employer policies commonly provide paid sick leave only to full-time employees or employees who work a certain minimum number of hours per week. AB 1522 requires employers to offer sick leave to any employee who works more than 30 days in a year in California. While not explicit, presumably this does not mean 30 full-time days but would include any work performed over any 30 days in one year from the commencement of employment—after all, one of the explicit policies behind AB 1522 is to provide paid sick leave to “nearly every worker in California.” Thus, under the new law, virtually all part-time, temporary, per-diem, and even many seasonal employees are covered. (There are limited exceptions for employees subject to collective bargaining agreements that provide for paid sick leave and contain certain other specified provisions, providers of publicly funded in-home support services, and employees employed by an air carrier as a flight deck or cabin crew member who receive PTO at least equivalent to that required by AB 1522.)
The new law also requires employers to provide paid sick leave to employees who are exempt from overtime. Most employers do not provide paid sick leave to exempt employees but instead offer limited, or in some cases unlimited, PTO that may be used for any purpose. Because of the tracking and recordkeeping requirements of the new law, as discussed below, employers will need to track the accrual and use of paid sick leave and/or PTO for exempt employees as well.
Tracking accrual of paid sick leave. The manner in which employees accrue sick leave under AB 1522 will likely create a need for employers to revise their current policies. As a result of the new law, employers will have two classes of employees:
- Employees employed as of July 1, 2015—these employees will begin accruing sick leave on July 1, 2015, and each successive anniversary from that date begins a new year for the accrual and use of sick leave.
- Employees hired after July 1, 2015—these employees will begin accruing sick leave on their date of hire, and each anniversary from their date of hire begins a new year for the accrual and use of sick leave.
These classes alone will create problems for virtually all employers since they no longer will be able to use one consistent method of tracking accrual of sick leave or PTO—e.g., by date of hire or by calendar year.
Employers may cap total accrual at 48 hours and may cap employees’ use of sick leave at 24 hours per year. This creates an incentive to track each employee by his or her anniversary date and will frustrate an employer’s efforts to switch to a calendar-year accrual method for all employees.
Other issues may arise for employers because employees accrue sick leave based on the number of hours worked, whereas most employers provide for sick leave or PTO accrual based on the number of days, weeks, or months worked. Under the new law, employees must accrue no less than one hour for every 30 hours worked. This makes it virtually impossible for employers to continue to provide accrual of sick leave based on the number of days worked, unless their employees accrue sick leave in an amount per day that will always exceed the accrual rates required by AB 1522. Because of the hourly accrual rate, employers also must pay careful attention to accrual when employees work overtime, as it is clear that overtime hours count for accrual purposes under the new law.
AB 1522 provides that tracking the accrual and carryover of paid sick leave is not required if employers provide the full 24 hours of sick leave at the beginning of each year, and this would eliminate most, if not all, of the accrual problems described above. There appears to be no significant downside for an employer to elect to front-load paid sick leave in this manner.
Tracking the use of paid sick leave. Most employers provide a certain number of paid sick days per calendar year, rather than providing sick leave that accrues by the hour. Yet, AB 1522 is very clear that not only do employees accrue sick leave by the hour, but employers must allow employees to use sick leave in increments as little as two hours at a time. A “Frequently Asked Questions” webpage, published by the Division of Labor Standards Enforcement (“DLSE”), gives an example of a part-time employee who works six hours per day. If such an employee has accrued 24 hours of paid sick leave and takes three paid sick days, the employer cannot refuse to allow the employee to take an additional six hours of paid sick leave. Thus, it is clear that, where the law refers to “days,” it is only generally referring to an eight-hour workday, but this is not a limitation that allows employers to prohibit part-time employees from using their total 24 hours of accrued leave per year. Thus, employers that provide sick leave by reference to days as opposed to hours or that require employees to use accrued sick leave in full-day increments will have to revise their policies and tracking methods to comply with the new law.
Additional tracking difficulties will likely arise from the 90-day “probationary period” in AB 1522, particularly during the first few months after July 1, 2015. While employees begin accruing sick leave on July 1, 2015, or their date of hire if hired after July 1, 2015, they are not entitled to use accrued sick leave until they have worked for at least 90 days. For example, any employees hired 90 days or more prior to July 1, 2015, would be entitled to begin using their accrued sick leave on July 1, 2015. For employees hired less than 90 days prior to July 1, 2015, however, tracking accrual and use becomes more complicated. Such employees do not begin accruing sick leave until July 1, 2015, and they would all begin to accrue sick leave at the same rate after that date, assuming they worked the same number of hours per week. But these employees would be entitled to use their accrued sick leave beginning on different dates, because each employee is entitled to use accrued sick leave after working for 90 days.
Doctors’ notes/notice requirements. Many employers require an employee to provide a doctor’s note either before or after he or she takes a sick day in order for the employee to be paid for the time off. While the new law is silent as to whether employers can require doctors’ notes, the “Facts and Resources” bulletin published by the Department of Industrial Relations (“DIR”) states that employees may file a claim with the Labor Commissioner against an employer that denies sick leave “due to a failure to provide details.” The text of the new law states that employees may make an “oral or written request” for sick leave. Further, if the need for sick leave is foreseeable, employees must provide “reasonable advance notification,” although what is “reasonable” is not specified. If the need is not foreseeable, employees can provide notice “as soon as practicable,” presumably meaning soon after the leave has begun. These factors strongly suggest that employers will not be allowed to condition the use of accrued sick leave under the new law on the provision of a doctor’s note or other medical justification. It appears that employers must simply accept an employee’s word that the sick leave is for a purpose permitted by the law.
It may seem incongruous that AB 1522 limits what employees may use accrued sick leave for but, at the same time, denies employers a way to verify that an employee’s use of sick leave is for a permitted purpose. Yet, that is the way the new law is currently drafted, and employers will have to wait for amendments by the Legislature or additional clarification from the DLSE.
Interaction with California’s Kin Care Law and the California Family Rights Act (“CFRA”). Under California’s Kin Care Law, any employer that provides sick leave benefits (either paid or unpaid) to employees must allow employees to use up to one-half of that leave to care for child, parent, spouse, registered domestic partner, or child of the employee’s registered domestic partner who is ill. California employers have likely already modified their sick leave policies to make provisions for such kin care leave. AB 1522, however, allows employees to use all accrued leave to care for a “family member,” and the definition of “family member” adds grandparents, grandchildren, and siblings to the family members described in the Kin Care Law. Thus, AB 1522 entirely displaces the Kin Care Law, at least as to the required amount of sick leave that employees may use and accrue under the Kin Care Law.
Because AB 1522 allows employees to use accrued sick leave to care for a broader range of family members than does the Kin Care Law, employers should be aware that whether an employee’s use of sick leave counts toward the amount that the employee is entitled to use under the Kin Care Law will depend on the family member for whom care is given. To the extent that employers allow employees to accrue paid sick leave beyond that required by AB 1522, it seems defensible that these employers may allow employees to use only half of that additional sick leave to care for the family members specified in the Kin Care Law, rather than the broader list of family members in AB 1522.
The CFRA allows employees to take leaves of absence for their own “serious health condition” or that of a parent, spouse, child, or registered domestic partner. But the CFRA imposes requirements on such leave that are not required by the new paid sick leave law. For example, to determine whether the requested leave is for a proper purpose under the CFRA, employers are allowed to require a medical certification from employees indicating the date on which the serious health condition began, the probable duration of the condition, and a statement that the employee is unable to perform the essential functions of his or her job. As discussed above, however, it appears that employers cannot require such information from employees who request paid sick leave. The CFRA allows an employee to use accrued paid sick leave for the employee’s own serious health condition so that he or she can be paid for at least a portion of a CFRA leave. Employers and employees may mutually agree to use sick leave for other leaves allowed under the CFRA.
If an employee wishes to use paid sick leave accrued under AB 1522 to be paid for at least some of a leave taken under the CFRA, it is unclear whether the employer can require the medical certification permitted by the CFRA. Until further clarity is provided on this point, it would be advisable for employers not to request such documentation if an employee only wishes to use paid sick leave accrued under AB 1522. But employers should be permitted to request such documentation for any sick leave accrued beyond the minimum required by AB 1522.
Paystub requirements. Under the new law, an employee’s paystub (or another document provided to the employee on the employer’s designated payday) must set forth the amount of accrued sick leave that the employee has available. Unless employers want to issue a separate document to each employee at every pay period, this requirement will likely compel many employers to change their paystubs. Employers that use a third-party vendor for their payroll should not assume that their vendor will make the appropriate changes. For example, some paystubs may reflect the amount of sick leave that an employee has used both in the current pay period and the year to date but does not reflect the amount accrued, as required by AB 1522. Accordingly, employers should contact their payroll vendors to ensure that their vendor will timely implement the changes required by the new law.
Discipline for excessive absenteeism. Many employers discipline an employee for excessive absenteeism, including for excessive use of sick days, even if they allow the employee to otherwise accrue and use sick leave. Some employers have policies that allow for the discipline of employees who do not notify management in advance that they will be absent—the so-called “no-call, no-show” rules. Other employers may require employees to find a replacement to cover their scheduled shifts as a condition to allowing them to use sick leave. Such policies will need to be revisited in light of AB 1522.
Requiring employees to find a replacement worker is expressly forbidden by AB 1522. In addition, the new law clearly states that employers may not discharge, threaten to discharge, demote, suspend, “or in any manner discriminate against” an employee for using accrued sick leave. As previously mentioned, the DIR’s “Facts and Resources” bulletin states that employees may file a complaint if they are denied sick leave “due to a failure to provide details.” This suggests that employers should not consider an employee’s use of sick leave accrued under AB 1522 when disciplining employees for excessive absenteeism or failing to report an unforeseeable absence within a specific period of time. Employers that issue discipline based on a specified number of absences over a specified period of time should only consider absences for reasons other than paid sick leave under AB 1522.
Interaction with local sick leave laws. Several cities have enacted their own sick leave legislation. AB 1522 provides that, if the employer is subject to a local sick leave law, it must comply with the law that is more generous to the employee. Employers subject to local sick leave laws will have to compare the local law with the requirements of AB 1522 in order to ensure that they are applying the most generous provision in each law. For example, in 2007, San Francisco implemented the San Francisco Paid Sick Leave Ordinance, under which the accrual caps are more generous than under AB 1522, but the range of family members for whom an employee may use sick leave to care for is more limited than under AB 1522.
Written policies and recordkeeping. Some employers may allow employees to take sick leave without a detailed written policy. AB 1522 requires all employers to post a notice containing certain specified information about the new sick leave law (a paid sick leave poster meeting these requirements is available on the DLSE’s website). In addition, the new law requires employers to provide all employees hired after January 1, 2015, with a specific Notice to Employees (which is also available to download from the DLSE’s website).
For employees hired prior to January 1, 2015, an employer must provide them with written notice of any changes to its sick leave policies within seven days of the actual change. Effectively, therefore, the latest that an employer may provide such notice would be July 8, 2015, seven days after the operative accrual date in AB 1522. Employers with existing policies that meet all the requirements of AB 1522 still must provide written notice to employees outlining the specific requirements of the new paid sick leave law, even if the policy is in writing. The DLSE’s “Frequently Asked Questions” webpage encourages employers to ensure that employees are made fully aware of the terms and conditions of their sick leave policies, including how any existing policy differs from the requirements of AB 1522. For this reason, it makes sense for employers to put their sick leave policies in writing.
AB 1522 also imposes additional recordkeeping requirements on employers. For instance, employers must maintain for three years all records documenting hours worked, paid sick days accrued, and paid sick days used. And such records must be made available to employees, upon request.
Special issues regarding seasonal employees. Unless required by another law, most employers likely have not provided paid sick leave to seasonal employees. However, seasonal employees are clearly covered by AB 1522, which will pose special tracking problems. Under the new law, if an employee separates from an employer for any reason and is rehired within one year, all previously accrued and unused sick leave must be restored to the employee. But this reinstatement obligation does not apply if the employer allows the employee to “cash out” his or her sick leave at the time of separation. In addition, time worked during the first period of employment counts toward the 90-day probationary period. Thus, if an employee works for 60 days, and then returns to the same employer within one year, the employee would be eligible to begin using accrued sick leave after working 30 days.
What Employers Should Do Now
- Review your current sick leave or PTO policies with the above issues in mind.
- Review any absenteeism policies to ensure that employees are not disciplined for taking paid sick leave under AB 1522.
- Review and, if needed, modify paystubs to make sure that they will reflect both the accrual and the use of paid sick leave or PTO as of July 1, 2015, or talk to your payroll vendor to ensure that the paystubs will be modified correctly.
- Post a paid sick leave poster prior to July 1, 2015.
- Before subjecting an employee to discipline or other adverse employment action (or even threatening to do so), determine whether the employee has engaged in protected conduct under AB 1522 within the preceding 30 days (i.e., filed a claim with the Labor Commissioner, cooperated in an investigation or prosecution, or opposed any policy or practice prohibited by the new law). If any such protected conduct has taken place, consider waiting until at least the 31st day after such protected conduct before taking the adverse action. This will avoid creating a presumption of retaliation.

domain: economics


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A recently completed SUPA START project between M Squared Lasers and Heriot Watt University has seen the development of a 'frequency comb' generator with great commercial potential.
Compact Femtosecond Optical Frequency Comb
M Squared Lasers and Heriot Watt University
A recently completed SUPA START project between M Squared Lasers and Heriot Watt
University has seen the development of a 'frequency comb' generator with great commercial potential.
When used as part of a larger instrument, frequency combs find numerous applications ranging from high-resolution spectroscopy to precision distance metrology. Existing combs typically use fibre oscillators, which have good linewidth but have limited output power and tunability. The project aimed to develop a carrier-envelope-phase (CEP) stabilized Ti:sapphire laser, based on an emerging class of miniature 532-nm lasers. These new pump lasers have low noise, an extremely small footprint and offer sufficient power to pump a CEP-stabilized Ti:sapphire laser, enabling a compact, portable system that would present a competitive alternative to fibre systems.
The objectives of the SUPA START project were:
- to demonstrate the feasibility of constructing a functional optical frequency comb based primarily on technology already proven within the groups at M Squared and Heriot-Watt University.
- to obtain performance data that can be used to construct a business case justifying the further development and investment needed to bring such a product to market.
Both of these objectives were met and, as a precursor to a full comb system, the project demonstrated an extremely simple carrier-envelope-phase (CEP) stabilized Ti :sapphire laser, which occupies a footprint of only 300 x 550 mm, including CEP-stabilization hardware.
The next step will be to demonstrate complete locking of the repetition frequency and the CEO frequency in order to finalise the performance data for the system operating as a full comb.
Following the successful completion of the project, Heriot Watt and M Squared Lasers entered talks regarding a license deal that will ultimately enable M Squared to bring a new product to market.


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CHICAGO – A small business owner is hoping to stay afloat after nearly $100,000 worth of merchandise was looted from her store last Monday.
China McNeal was heartbroken when her got to her hair salon Monday after it was cleaned out by looters.
Chi Hair Imports, located at Dearborn and Huron, lost around $98,000 between damage and stolen merchandise, McNeal estimated.
“When I got here I realized everything had been vandalized, the windows had been broken out and everything had been stolen,” McNeal said. “This didn’t seem like a protest or the Black Lives Matter movement, this was an opportunity for those people who are thieves to come in and loot and steal.”
After 20 years in business, McNeal is concerned for herself and other small business owners in the city.
“For us, we tried to call the police, we could not get the police on the phone. We called three, four times and a lot of my neighbors were saying the same thing,” she said. “The police were not able to take a police report, we were able to have someone come in on Saturday.”
McNeal is worried she won’t be able to protect her business if looting happens again.
“That’s a long time to not have a police to respond. That concerns me because if that’s the direction the city is going,” she said. “We’re in trouble.”
McNeal has received donations and she’s hopeful she can rebuild.

domain: sociology


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domain: design


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Can dogs be allergic to grain?
Grains don’t cause allergies. They can, however, be the target of allergies, and some foods are more allergenic than others. Those foods are specific ones, such as wheat, not general categories, such as grains. The top five allergy-provoking ingredients for dogs are (in order):
What are symptoms of grain allergies?
Symptoms of a Grain Allergy
- Itching of the mouth or throat.
- Swelling of the lips or throat.
- Hives or itchy skin.
- Nasal congestion.
- Difficulty breathing.
How can I tell if my dog is allergic to his food?
In the dog, the signs of food allergy are usually itchy skin or digestive disturbances such as vomiting or diarrhea. Other more subtle changes can also occur, including hyperactivity, weight loss, lack of energy and even aggression.
What do you feed a dog with grain allergies?
Here are The Dog Food Advisor’s top 10 best dog foods for allergies for June 2021.
- Wellness Simple Limited Ingredient Diet Turkey and Potato.
- Canidae Grain-Free Pure Real Salmon and Sweet Potato.
- Taste of the Wild Prey Angus Beef Limited Ingredient Dog Food.
- Purina Pro Plan Veterinary Diets HA Chicken Flavor.
What are the symptoms of chicken allergy in dogs?
Some signs of your dog having a chicken allergy are: vomiting, diarrhea, itchiness, ear infections, foot infections, obsessive licking, and other skin issues. If your dog is showing any of these signs, we recommend consulting with your veterinarian.
Is it bad to give your dog grain free food?
According to a warning from the Food and Drug Administration released last week, grain-free food might be giving dogs a life-threatening heart problem called dilated cardiomyopathy, or DCM. The science is still preliminary, and it’s based on a potential association between diet and heart disease in fewer than 600 dogs.
What is the number one most common food allergy?
Peanut allergy is one of the most common food allergies. Peanuts are not the same as tree nuts (almonds, cashews, walnuts, etc.), which grow on trees.
Can you suddenly develop a wheat allergy?
You can develop gluten intolerance suddenly, depending on genetic factors. Some people have symptoms of this condition earlier in life, while others don’t have signs of gluten intolerance until they’re older. If you suddenly have symptoms, you should see your doctor for testing and treatment.
How long after eating wheat do symptoms appear?
Symptoms related to a wheat allergy will usually begin within minutes of consuming the wheat. However, they can begin up to two hours after. The symptoms of a wheat allergy can range from mild to life-threatening. Severe difficulty breathing, known as anaphylaxis, can sometimes occur.
How long does it take for a food allergy to show up in a dog?
Skin issues: Hives, also known as urticaria, may pop up 6 to 24 hours after your dog eats the food they are allergic to. If your dog has short hair, these itchy red bumps are easier to see.
Why am I suddenly allergic to my dog?
Most often, pet allergy is triggered by exposure to the dead flakes of skin (dander) a pet sheds. Any animal with fur can be a source of pet allergy, but pet allergies are most commonly associated with cats and dogs.
How long does it take for food allergies to go away in dogs?
If the pet has a food allergy, we expect to see at least a 50% reduction in licking, scratching, chewing or other dermatologic signs. This may occur within the first four weeks for some animals; in others the response may take up to 12 weeks.
Will grain free dog food help with allergies?
Choose Low Inflammation Dog FoodThe underlying cause of many skin allergies comes from inflammation. By choosing a grain-free dog food, you are eliminating the most common sources of dietary inflammation, like corn, wheat and soy.
What meat are dogs least allergic to?
Hypoallergenic dog food options include venison and potato, duck and pea, salmon and potato or even kangaroo, as long as the dog hasn’t been exposed to these ingredients in the past. Lamb used to be considered hypoallergenic but is now in so many commercial dog foods that it is no longer novel.
What is the best dog food for dogs with itchy skin?
A complete comparison
|Name of Food||Type||Prescription required?|
|Royal Canin Skin Support||Skin Care Diet (Prescription)||Yes|
|Hills Prescription Diet Derm Defense||Skin Care Diet (Prescription)||Yes|
|Royal Canin Dermacomfort||General Skin Care Diet||No|
|Hill’s Science Diet Sensitive Skin||General Skin Care Diet||No|

domain: food


Hans Berg releases his latest EP, Pathfinders, in September. The Waveform Transmitter’s Jack Threlfall takes on three cuts of deep, dark techno.
Hans Berg delivers a truly extra terrestrial musical experience with his Pathfinders EP on UFO Station Records.
The EP opens with Phase Shift and Pathfinder, two pensive and moody explorations of atmospheric techno. Both tracks take inspiration from the same musical ideas and act as complementary thematic siblings. Eerily delayed hi hats sashay across the soundscape whilst ambient alien samples chatter and slide.
The tracks adopt mind bending arrangements that are entirely unpredictable and paradoxically meditative. Listeners never seem to be able to guess when or where a sound will come from, and it is this unsettling element that makes these two tracks true ‘lose yourself’ techno.
Inland takes on remixing duties with his interpretation of the title track, Pathfinder. A purposeful kick and bass instantly galvanise the listener and drive the track forward with a bubbling venom.
A dystopian aesthetic washes over the layered elements with deep ambient samples brooding in the background, ultimately informing the rising tension. The arrangement of the track is seamlessly mechanical; the rattle of hi hats regiment themselves with robotic bleeps and whirrs, like the interlocking teeth of rotating machine cogs.
The final track, Beacons, is a discordant experiment in the manipulation of tone. Tightly structured drum patterns ensure a constant rhythm, whilst the main lead synth stabs are expertly modulated over the course of the track. Every inch of tone is explored by the mind of Hans Berg, and his venturing vision should be commended.
You can pre-order Hans Berg‘s Pathfinder EP over at Juno Records, here. The EP will be available for general purchase on September 7th, on vinyl and digital formats.


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Revolutionizing Fabric with the Essence of Nature
Infused with Aloe Vera, Vitamin E, and Jojoba Oil
Aloe Vera's vitamin-rich gel provides deep hydration and skin pH balance, effectively treating and preventing dry skin and eczema without a greasy residue. Vitamin E, a fat-soluble antioxidant, deeply nurtures and moisturizes the skin, safeguarding against irritations. Jojoba Oil, closely resembling human skin oil, naturally regulates oil production, moisturizes, and combats skin issues like eczema and dryness, while offering natural SPF 4 sun protection.


Ford Le Mans 1966 Finish Line
Motorsports it was the final minutes of the 1966 24 hours of le mans and the race was ford s to lose.
Ford le mans 1966 finish line. Though admittedly it is fitting as the conclusion of a story that s all about corporate meddling. Henri pescarolo who went. It was also the debut le mans start for two significant drivers. After enzo ferrari reneged on a deal to sell his company to ford an enraged henry ford ii decided to beat enzo at le mans which ferrari was dominating at the time.
Though admittedly it is fitting as the conclusion of a story that s all about corporate meddling. The 1966 running of the 24 hours of le mans is one of the most important races in ford s history. The real life le mans 66 ended with a historic finish. Ford trounced the frontrunner ferrari as.
Les ford gt40 aux 24 heures du mans de 1966. It was a repeat of the american carmaker s triumph at the 12 hours of sebring three months earlier. The ford gt40 finally reached the success that was expected from it and ford trampled ferrari. After a long difficult development and a year s worth of work by carroll shelby himself the.
The 1966 24 hours of le mans was the 34th grand prix of endurance and took place on 18 and 19 june 1966. Ford trounced the frontrunner ferrari as. Ford dominated the le mans 24 hours race in 1966 winning it for the first time and taking all the podium places with its updated mkii and stellar driver line up. It was also the seventh round of the 1966 world sportscar championship season this was the first overall win at le mans for the ford gt40 as well as the first overall win for an american constructor.
It took ford two years but in. Since 1966 and the well known photo op finish with the three ford mk2 prototypes crossing the line yards apart the controversy of a conspiracy by the french organizers to deprive ford of an all american finish has raged in america.
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Oregon Leading the Nation in Clearing Backlog of Untested Rape Kits with Survivor-Focused Legislature
Oregon is one of three states that has cleared its backlog of untested rape kits and isn’t stopping there. Oregon’s state legislature requires a survivor focused approach to keep the backlog gone for good.
When 14-year-old Melissa Bittler was killed by a serial rapist in Portland in 2001, her parents and investigators were dismayed to learn there was untested DNA evidence from two young teens attacked by the same man four years earlier. In 2015, there were 5,654 untested Sexual Assault Forensic Exam (SAFE) kits across the state of Oregon.
Today, that backlog doesn’t exist. As of October 2018, Oregon is one of three states in the country that has cleared its backlog of SAFE kits, which are used to find remaining DNA of the perpetrator on a survivor of sexual assault.
In addition to ending the backlog, all police departments are now required to submit new kits for testing within 14 days of receiving them. The state legislature is also developing an accessible online database for survivors to track their kits. Oregon is the only state with an eliminated backlog that also plans to provide this resource for survivors.
The state of Oregon passed Senate Bill 1571, also known as Melissa’s Law named after Bittler, in March 2016. Melissa’s Law eliminates the backlog of SAFE kits and prevents backlogs from growing in the future through a $2 million federal grant and a $1.5 million state grant.
Bittler’s family had been working with the state to apply for funding with little success. However, in 2015 Oregon was given the federal grant that funded Melissa’s Law and following legislation. According to The New York Times, the Manhattan District Attorney, Cyrus R. Vance Jr., redistributed $38 million dollars of forfeiture money to aid states across the nation in their efforts to eliminate their SAFE kit backlogs.
After the bill was passed, a task force was assembled to examine the collection and testing process and find sustainable funding to ensure the backlog doesn’t pile up after the initial funding ends.
This task force is comprised of two survivors of sexual assault, a forensic examiner, a Sexual Assault Nurse Examiner (SANE), a defense and prosecution attorney, police, a government funding expert, county and city representatives and a domestic violence victim advocate.
Collecting evidence for the kits is often invasive. However, these kits are essential in cases where the suspect is not known to the survivor or in cases of serial sexual assault, according to research from Michigan State University. Melissa’s Law has streamlined the testing process and held local officials accountable for testing SAFE kits, Tara Gardner, deputy district attorney of Multnomah County, said.
Melissa’s Law, on top of catalyzing the elimination of the backlog, standardized the process of collection and testing system throughout all police agencies in the state. Previously, each police agency had autonomy in their handling of SAFE kits. Police are now required to collect new SAFE kits from the hospital within seven days of being notified. Once in their possession, they must submit the kits for forensic testing within 14 days.
The new requirements have helped regulate the time it takes to get a kit to forensics. But it is here in the lab, while waiting to be tested, that many kits previously ended up being shelved for long periods of time.
When Melissa’s Law was passed, Oregon State Police (OSP) began tracking the time it took to test individual SAFE kits upon arriving in the lab. In 2017, progression on the backlog was actually at its slowest, according to Capt. Alex Gardner, director of Forensic Services. In order to combat the issue of understaffing, Melissa’s Law provided OSP with funding to hire nine full time analysts in 2016.
However, Gardner says the process of hiring new individuals and providing in-house training can take a year and a half, which slowed SAFE kit testing considerably. During this period, it took four weeks to complete individual kit testing. Now, Gardner says the average timeline is down to three weeks, with staff completing 170 to 200 kits a month.
While SAFE kit testing timelines have improved, there is still concern that the forensic division lacks the resources to maintain this efficiency. Kits cost $1,300 each to test, meaning time and money must be spent on each analysis.
Oregon State Police Spokesperson Capt. Tim Fox says keeping up-to-date with all forensic testing is near impossible, likening it to “whack-a-mole.”
The forensic unit is not split up by the type of DNA tested, meaning analysts could be working with SAFE kits one day, and property crime the next. If efforts are put into one form of testing, another can get left behind.
“It’s not a perfect system,” says Fox, referring to the forensic testing department as a whole. “If we had 20 scientists that worked 52 weeks a year, never took any vacation, I mean, we would be good.”
Productive forensic testing is essential to the success of Melissa’s Law and future sexual assault cases. As more DNA becomes available in the national database, the probability of identifying suspects increases.
According to research from Michigan State University, this DNA is pivotal in successfully profiling potential suspects in all cases of sexual assault. While many believe SAFE kits are only useful in identifying unknown suspects, their research revealed that many non-stranger kits were linked to other, previously unsolved assaults.
This research also underlies the importance of DNA testing for cases of serial sexual assault and identifying unknown assailants. In the study of stranger kits, of the individuals identified in the national database, 94 percent were offenders of sexual assault.
Gardner of Multnomah County said that testing SAFE kits can help identify the perpetrator from previous cases that have no other investigative leads.
In Oregon, so far, there have been six cases of perpetrators being identified through the elimination of the backlog, Fox said.
In 2018, Multnomah County police prosecuted Jihad Moore Jr. for two accounts of rape found after testing an untested SAFE kit last October.
“In that case, the testing of the sexual assault kit was the linchpin to identifying the suspect and giving law enforcement the lead that they needed to reopen the case and bring that individual to justice,” Gardner said.
There are some cases that are not prosecutable after the backlog clearance because the statute of limitations had expired, Gardner said. Depending on the year the crime occured, the age of the victim at the time and the age of the perpetrator at the time, a case might not be eligible for legal action.
A Survivor-Driven Process
For survivors, the process of seeking justice with SAFE kits starts at the hospital with their SAFE kit examination.
At the PeaceHealth hospital in Eugene, Ore.,the emergency department is in charge of all SAFE kit testing. Nicole is one of the SANE nurses on call at PeaceHealth and has helped dozens of individuals start this process. She only wanted her first name used due to privacy concerns.
SAFE kits are a compilation of interview questions and DNA evidence; however, specific elements of the kit vary depending on the survivor.
“The process should be driven by the patient,” Nicole said.
While completing an examination she consistently checks in with the survivor. She stresses how important it is to explain why each step is necessary and relevant, especially invasive moments. The survivor can choose which parts of the exam they feel comfortable participating in and may leave at any point.
The exam consists of three steps: an interview describing the incident, a physical examination by the SANE nurse and a doctor examination.
The interview portion of the exam can take anywhere from 30 minutes to two hours. The survivor does not just recount the incident, but also the days prior, and depending how much time has passed, the days following. Questions include the time of their last consensual sexual encounter, the last time they showered and a detailed description of any bodily harm.
After the interview portion of the exam is completed, survivors can submit the clothes they are wearing, often the clothes they wore during the incident, as evidence. The physical examination usually takes about an hour or two. It includes collecting DNA swabs from the survivor and anywhere they were touched from the perpetrator, collecting hairs, bruise measurements, photos taken of bruises and other injuries, and a pelvic exam.
When a survivor comes to the hospital for a SAFE kit examination in Eugene or Springfield, a Sexual Assault Support Services (SASS) ally is contacted and dispatched to the hospital. SASS is a program funded through the city and the state that provides free support services to survivors of sexual assault, harassment or gender violence.
Bianca Marino, an engaging allies coordinator at the SASS office in Eugene, has provided support for many survivors in the area during their SAFE kit examination. Her role, she stresses, is not to help complete the exam, but to assist the survivor in any way they need.
“Interviews can often be re-traumatizing,” says Marino. “They are probably one of the most difficult parts of the exam because they are extremely detailed and redundant.”
For Marino, providing all options for the survivor and detailing the legal process is extremely important at this point. She says many survivors come with the misconception that they have to file a police report or that SAFE kits function as decisive pieces of evidence in their case.
“A SAFE kit will never prove a sexual assault,” Marino says. “It can’t prove lack of consent.”
District Attorney Gardner said in cases that go to trial, SAFE kits are typically only utilized to prove that intercourse occurred. If the perpetrator and the survivor agree that intercourse occurred, but the question of the trial is “was it consensual?” SAFE kits are frequently disregarded.
Melissa’s law also protects anonymous kits from being tested or destroyed without the survivor’s consent. In some cases, survivors do not want to pursue legal action or file a police report. The law now states that kits collected from survivors who do not want to test their kit immediately will be stored for 60 years and can be tested at any time.
However crucial SAFE kits are to the following criminal investigation, Oregon legislators agreed that survivors should have access to their kits’ progress throughout the process.
Oregon legislators say there are plans to introduce an accessible online SAFE kit tracking system. Survivors will be given a tool to track the progression of their SAFE kit through an online database created by House Bill 4049. HB 4049 was created and promoted by many of the same people who pushed Melissa’s Law in 2016.
Along with the development of the online database, HB 4049 expands the task force, enforces sexual assault and SAFE kit training and education programs for police, and identifies potential areas for growth.
Rep. Carla Piluso serves at the chair of this task force and said it will continue to function for as long as it’s needed. The task force was also mobilized to discover a sustainable source of funding to ensure the backlog doesn’t return, which, Rep. Piluso said, has not yet been found.
“This tragic instance allowed for better discussions,” Piluso said referring to the creation of Melissa’s Law, “for not taking anything for granted, for recognizing it’s a real thing, it’s a sensitive thing and it has to be dealt with.”


text:
Element vs UIkIt: What are the differences?
Developers describe Element as "A Vue 2.0-based desktop UI library for developers, designers and PMs". Element is a Vue 2.0 based component library for developers, designers and product managers, with a set of design resources. On the other hand, UIkIt is detailed as "A lightweight and modular front-end framework for developing fast and powerful web interfaces". UIkit gives you a comprehensive collection of HTML, CSS, and JS components which is simple to use, easy to customize and extendable.
Element belongs to "Cross-Platform Desktop Development" category of the tech stack, while UIkIt can be primarily classified under "Front-End Frameworks".
Element and UIkIt are both open source tools. Element with 38.6K GitHub stars and 8K forks on GitHub appears to be more popular than UIkIt with 14.6K GitHub stars and 2.1K GitHub forks.
According to the StackShare community, UIkIt has a broader approval, being mentioned in 45 company stacks & 9 developers stacks; compared to Element, which is listed in 6 company stacks and 3 developer stacks.

domain: library


Can groundwater vulnerability models assess seawater intrusion?
- Author(s): Momejian, N
- Abou Najm, M
- Alameddine, I
- El-Fadel, M
- et al.
Published Web Locationhttps://doi.org/10.1016/j.eiar.2018.10.003
© 2018 Elsevier Inc. This study examines the uncertainty associated with two commonly used GIS-based groundwater vulnerability models, DRASTIC and EPIK, in assessing seawater intrusion, a growing threat along coastal urban areas due to overexploitation of groundwater resources. For this purpose, concentrations of Total Dissolved Solids (TDS) in groundwater samples at three pilot areas along the Eastern Mediterranean were compared with mapped vulnerability predictions obtained through DRASTIC and EPIK. While field measurements demonstrated high levels of groundwater salinity depending on the density of urbanization, both vulnerability assessment methods exhibited a limited ability in capturing saltwater intrusion dynamics. In the three pilot areas, DRASTIC was only able to predict correctly between 8.3 and 55.6% of the salinity-based water quality ranges, while EPIK's predictions ranged between 11.7 and 77.8%. This emphasizing that conventional vulnerability models perform poorly when anthropogenic impacts induce lateral flow processes such as seawater intrusion caused primarily by vertical groundwater extraction.


text:
Pakistan and corruption cannot go along: Sirajul Haq
KARAK (92 News) – Jamat-e-Islami (JI) chief Sirajul Haq has on Sunday said that Pakistan and corruption cannot go along.
Addressing a rally in Karak on Sunday, he strongly criticized the rulers and said that the people are struggling against their difficulties and are angry with the rulers.
The JI chief said that the change in the country would come through revolution.
Sirajul Haq said that even the people are served in the kingdom but everything is odd here, adding that the American slaves are living here as a result of democracy.

domain: topicality


text:
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domain: fashion


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Signs and Symptoms of Vitamin B12 DeficiencyQuestions 1, 2, and 3: Click on the. the child is hospitalized multiple times for treatment of infections ranging from candidiasis to. Vitamin K deficiency K.
Martindale: The Complete Drug Reference. Treatment of vitamin B 12 deficiency usually results in rapid. Clarke R. Prevention of vitamin B-12 deficiency in old.. frank, diary of life with ulcerative colitis and the process of treatment,. Living with Pernicious Anaemia and Vitamin B12 Deficiency Martyn Hooper.Leucovorin Calcium Basics. Pernicious anemia or vitamin B 12. Combination of leucovorin and sulfamethoxazole-trimethoprim for the acute treatment.
Vitamin B12 Deficiency Symptoms TreatmentSubacute combined spinal cord degeneration and pancytopenia secondary to severe vitamin B12 deficiency.Melasma: My Journey. Treatment may also include. Both adult men and women need 2.0 micrograms of vitamin B12 each day. B12 deficiency can cause a type of anemia.As this eMedTV article explains, for people taking pantoprazole, precautions and warnings to be aware of include the risk of developing a vitamin B-12 deficiency.
Vitamin B12 Deficiency Treatment | LIVESTRONG.COMCalcium Conspiracy Revealed. With Vitamin D Deficiency See Real Improvements. and is not a substitute for professional medical treatment or.
Vitamin B12 Deficiency and Tongue
Chromium deficiency in the body can cause disturbance of. known to relax can take effect, Vitamin B6 & B12,. Artikel Terkait Bananas Ingredients and benefits.Before folate is prescribed, vitamin B12 deficiency must be excluded (or corrected). Treatment is to stop any offending drug and to support the patient,.ary Leu level resulted in a deficiency of. 16 mg niacin; 12.8 µg vitamin B12; 64 mg Zn; 64 mg Fe. Four pigs from each treatment group were euthanized at the.Prevalence of folate and vitamin B12 deficiency in Mexican children aged 1 to 6 years in a population-based survey.The clinical guidelines are to be used by the PCPs as an aid in treatment decisions. cobalamin [vitamin B - 12] deficiency, syphilis, thyroid disease) has beeen.
Pantoprazol 20 MG 28 TAB. Symptoms of a vitamin B-12 deficiency may develop slowly. long-term pantoprazole treatment and you have concerns about vitamin B-12.The same study that correlated a vitamin B-12 deficiency with incidence of vitiligo also implicated low folate levels in this condition. While evidence in the April.the dynamic natural skin care. Vitamin B12 for skin. Treatment of pityriasis alba. Nutrition, deficiency & diseases.The Fact is That Not All Thyroid Supplements Are Created Equal The truth is that most thyroid support supplements do not live up to their claims.Facial >> Facial Mask Beauty Treatment. Facial Mask Beauty Treatment ¿Por qué pagar por la máscara cuándo usted puede usar ingredientes básicos encontrados.The metabolic syndrome was defined by the Adult Treatment Panel III. B 12 vitamin because its deficiency, is a contributory cause of nutritional anemia,.
Vitamin B12 Deficiency Symptoms Chart
Iron Deficiency Anemia Diet. vitamin B6 and vitamin B12,. It is our hope that this simple and safe treatment will delay development of Alzheimer's in many. Vitamin K deficiency.Mariño Suárez JE, Monedero Recuero I, Peláez Laguno C.[B12 vitamin deficiency and oral treatment. An option as efficient as (still) infrequently used].
Vitamin B12 Deficiency Symptoms Skinsevere deficiency (11). Multiple micronutrient deficiencies are. ascorbic acid (extra fine), riboflavin, vitamin B-12, iron. between treatment and age was.
be explained by cobalamin or folate deficiency, nor has treatment with vitamin B12 any effect on the myelopa-. in the absence of vitamin B12 and folate deficiency.Dosering av pcos pubmed reactions with metformin vitamin b12 deficiency treatment. Effect of on kidney malabsorption of vitamin b12 does metformin have to be.
INDICATIONS:INDICATIONS AND USAGE: HEMOPLEX ® is indicated to deficiency anemia,. of erythrocytes is a compensatory response.Vitamin B12. HEMOMPLEX 100ML.
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dementia vitamin b12 deficiency alcohol vitamin b12 deficiency mayo ...Purchase Triamterene With Mastercard. What really should I speak about with my health treatment. Correcting a low profile vitamin B12 deficiency may result.Insufficiency: An Endocrine Society Clinical. Vitamin B12 deficiency due to. Diagnosis and Treatment of Primary Adrenal Insufficiency: An Endocrine Society.Acute pancreatitis and afferent loop syndrome. the medical treatment of peptic disease,. malnutrition and vitamin B12 deficiency with subsequent megaloblastic.
INFLAMMATION AND REPAIR S. GORDON. suffering from a Leukocyte Adhesion Deficiency syndrome,. vitamin B12 binding protein which probably contribute to host.Making The Right Choice for Your Hair Loss Treatment;. blood work including measuring the vitamin D level. Vitamin D deficiency is increasingly. vitamin B12.Vitamin B12 deficiency is less common than iron deficiency and is usually not due to dietary deficiency of vitamin B12. Treatment depends on the cause.Anemia and Nutrition: The Importance of Essential Vitamins. Causes of Vitamin B12 Deficiency Anemia:. Without treatment,.
Dietary reference intakes for thiamin, riboflavin, niacin, vitamin B6, folate, vitamin B12,. Magnesium and potassium deficiency:. occurrence and treatment.ippychix Alternative views. Vitamin A can support the treatment of many. high intakes of Folic Acid can make it difficult to detect a Vitamin B12 deficiency.Is there a cure for tinnitus to start. One treatment for instance must not be. Likely to get stressed out and it can also increasing vitamin b12 deficiency.The world's leading expert on vitamin D reveals the missing link to achieving optimal health Vitamin D deficiency. B12 deficiency,. treatment around -Vitamin.Metformin-related vitamin B12 deficiency might contribute to clinically significant peripheral neuropathy in diabetes patients, new research suggests.Vitamin B12 6 mcg Vitamin K1 25 mcg Biotin 30 mcg. CoQ10 deficiency causes increased Crp which. and magnesium; and in the Ornish group for vitamins E and B-12.

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Trumpet Trio, Op. 11, No. 1Item #: HL.50353580
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Score and Parts. Brass Ensemble. Voicing/Format: TRUMPET. 9x12 inches. 20 pages. Published by G. Schirmer, Inc.. (HL.50353580)
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¿ Amarillo Biosciences Inc., of Amarillo, Texas, said enrollment began at three additional sites for its Phase II trial of low-dose interferon for fibromyalgia syndrome.
¿ Atrix Laboratories Inc., of Fort Collins, Colo., received marketing approval in the U.K. for Atridox (doxycycline) 8.5 percent, a site-specific antibiotic for treating periodontal disease.
¿ Biogen Inc., of Cambridge, Mass., received the National Medal of Technology, an award bestowed by the government to those developing innovative technologies. Biogen was selected based on the biology breakthroughs it made in developing important pharmaceutical products. President Bill Clinton presented the medal.
¿ BioLabs Inc., of New York, said Biotherapies Inc., in which it has an equity position, received approval to begin Phase I and II trials of mammastatin to treat breast cancer. The human mammary epithelial cell-derived product will be used as a replacement therapy in refractory Stage IV patients.
¿ Cephalon Inc., of West Chester, Pa., began studies in the U.S. and U.K. to evaluate the safety and efficacy of Provigil to treat excessive sleepiness associated with obstructive sleep apnea. The U.S study will include 150 patients and the U.K. study 40. Both are randomized, placebo-controlled, double-blind trials. Provigil already is approved in both the U.S. and U.K. for daytime sleepiness associated with narcolepsy.
¿ Cypros Pharmaceutical Corp., of Carlsbad, Calif., received a $750,000 Phase II small business innovation research grant from the National Institutes of Health to fund development of its compounds to protect the brain from ischemic injury. The company¿s agents are designed to block the release of excitotoxins and glutamic and aspartic acid from glial cells in the brain.
¿ INSMED Pharmaceuticals Inc., of Richmond, Va., said data published in the April 29, 1999, issue of the New England Journal of Medicine showed its lead product, INS-1, significantly improved ovulation rates while decreasing total testosterone in women with polycystic ovary syndrome. It also reduced triglycerides and blood pressure.
¿ Isis Pharmaceuticals Inc., of Carlsbad, Calif., and Ciba Vision Corp., a division of Basel, Switzerland-based Novartis AG, received a positive recommendation in Europe on its marketing authorization application for Vitravene for the treatment of cytomegalovirus (CMV) retinitis in AIDS patients. Vitravene, an antisense inhibitor of CMV, is approved in the U.S.
¿ Micrologix Biotech Inc., of Vancouver, British Columbia, completed a two-part Phase I trial of MBI 226, a Bactolysin drug candidate for preventing bloodstream infections in patients undergoing central venous catheterization. The study showed the agent was safe and eliminated 99.9 percent of bacteria commonly found on the skin, and that it prevented bacterial growth on catheters. The company hopes to move into Phase II later this year.
¿ Ortec International Inc., of New York, extended the expiration date on its Class B warrants to Nov. 30, 1999, from May 28. The callable warrants have a $15 exercise price. There are nearly 1.2 million outstanding. The warrants were part of the company¿s January 1996 initial public offering.
¿ StressGen Biotechnologies Corp., of Victoria, British Columbia, opened an office in Collegeville, Pa. It will be used for various corporate, clinical and regulatory activities.

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Bosphore® HLAB27 Detection Kit v1, is a Real-Time PCR-based in vitro diagnostic medical device, IVD CE marked according to 98/79/EC Directive. Bosphore® HLAB27 Detection Kit v1 detects HLAB27 allele existence in human biological samples. HLAB27 allele is amplified and fluorescence detection is accomplished using the FAM filter. For the situations that HLAB27 allele is absent in the sample, a housekeeping gene GAPDH is also amplified as internal control. Fluorescence detection of GAPDH is accomplished using the Cy5 filter in order to prove that PCR reaction is performed accurately.
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