BOOM BABY

Growing up, My first loves were Elvis Presley, Donald O'Conner and Jerry Lewis...

2015-11-01T19:36:00.002-08:00

By 1990, the cost of the average U.S. film had passed $25 million.^[153] Of the nine films released that year to gross more than $100 million at the U.S. box office, two would have been strictly B movie material before the late 1970s: Teenage Mutant Ninja Turtles and Dick Tracy. Three more—the science-fiction thriller Total Recall, the action-filled detective thriller Die Hard 2, and the year's biggest hit, the slapstick kiddie comedy Home Alone—were also far closer to the traditional arena of the Bs than to classic A-list subject matter.^[154] The growing popularity of home video and access to unedited movies on cable and satellite television along with real estate pressures were making survival more difficult for the sort of small or non-chain theaters that were the primary home of independently produced genre films.^[155] Drive-in screens were rapidly disappearing from the American landscape.^-wikipedia

Spock and I

2014-11-05T15:53:00.003-08:00

Like Sheldon on The Big Bang Theory, I, too, am a devotee of the iconic Mr. Spock of Star Trek. I never confused him with the actor Leonard Nimoy until I saw the next iteration of him in Zachary Quinto, who seemed 'illogical' on some level. But, unlike Sheldon, I am a woman, and I had this mad attraction to Mr. Spock, as did my college roommate, Jane, and apparently, a million other women.

I made jokes about it, but when Star Trek (the Original TV Show) appeared on Netflix, I started binge-watching it all over again, and, again, becoming infected with my adoration of all things Vulcan and Mr. Spock. Damn you, Netflix, Damn you! Better than ever! No commercial interruptions! and ON DEMAND! I'm am only my only second cycle of the 80 or so episodes.

Now, I was a child in 1967-69 when the show aired, but I remember my older brother watching it. I caught on when I attended college in the 70s and it was on every day at 4pm after Jane and I returned from our classes at our Colorado college. We usually got high and settled in for the daily strange new frontier. Then, on Spring Break, we went to Los Angeles to visit friend Betsy of Santa Monica and she took us on a drive around Hollywood pointing out the stars' homes. Of course, we wanted to know where Spock lived, and she drove by some Brentwood estate, walled in, with no apparent entrance.

I had a flashback to that I Love Lucy episode where she jumps the wall of a movie star's home, but now in retrospect, I think Betsy was goofing on us. Her friend, a snarky surfer, kept telling us,
"Look, its Milton Berle!"
and we would whip our heads around, yelling, "Where?????"

Milton Berle, of course, was dead. We did go to Marilyn's grave, and we did see a 'star' when we passed some premier in action and Micheal York was visible. But, no Spock.
So, Jane and I went back to school and returned to our ritual Star Trek routine with bong,
and lusted like Nurse Chapel at the unobtainable Mr. Spock, too logical for romance, too emotionally distant to be a hot, passionate, steamy romance.

But, when these feeling erupted yet again via Netflix, I became a little more concerned.
I mean, I'm a baby boomer and I'm pushing 60, so this 'schoolgirl' crush caught me offguard.
I had actually seen Leonard Nimoy give a lecture at university where he was on a book tour for "I am Not Spock" and had carved out a post Star Trek career as a writer, photographer, and actor/director.I was of course, disappointed in the mundane Leonard Nimoy. I wanted Spock.

I went to my first Star Trek convention at college, too, and bought a really cool orange tee shirt with the Enterprise stamped on the front. It was later stolen. I still miss that shirt.
and, of course, I watched with interest at the various incarnations of Star Trek in the latter days, but my only interest now was to write for the show. I sent a resume to Gene Roddenberry and got a call from the Next Generation producers who asked me to submit a script, but nothing ever came of it. I wrote a script called "The Aurics," about a race of aliens who had some sort of electromagnetic powers, but in these pre-internet, pre digital days, this script, written on an IBM Selectric, got lost in space, along with my career.

My attraction to aliens waned because I met real ones walking the planet, and, while I had my fair share of romance, I was subconsciously still looking for that coolly, logical, mindmeld with a vulcan. Now, in retrospect, I see that Jane and I, probably adored the unemotional Spock since we came from alcoholic dads, and overemotional mothers, whose lives quickly disintegrated into soap operas, rather than space operas Jane and I detested stupidity and emotional displays, and now, I see why my unrequited passion for Spock and the myth of logical romance became an unrealized dream for me.

I would call it 'emotional logic, ' or a mind over matter approach to control one's passionate nature and not be controlled by it. Self mastery and self discipline became a form of self love for me in an age of excess, sexual revolution, drug and alcohol abuse, and well, all things baby boomer. I battled my own addictions and excesses, and lately, watched as alcoholism consumed the lives of loved ones in ways I could never anticipate. I long for the cool, emotional logic and self discipline of First Officer Spock, the scientific Vulcan with no apparent character flaws except for his keen logical approach, and emotional control. Spock who will remain forever - fascinating.

Baby Boomers invented the "HOOKUP" calling it FREE LOVE

2013-05-17T07:42:00.000-07:00

Editor's note: Ian Kerner, a sexuality counselor and New York Times best-selling author, writes about sex and relationships for CNN Health. Read more from him on his website, GoodInBed.

(CNN) -- For many young adults, college is a rite of passage, filled with experiences ranging from parties to all-night cram sessions to that first serious relationship.

Yet romance may be getting short shrift these days, replaced instead with quick "hookups" devoid of any real emotion. That's the argument of a provocative new book, "The End of Sex: How Hookup Culture is Leaving a Generation Unhappy, Sexually Unfulfilled, and Confused About Intimacy."

Not only are more college students hooking up -- kissing, making out and having sex -- but these experiences often leave them feeling empty, sad and regretful, author Donna Freitas argues.

But is this generation's view of sex and love really so grim?

Ian Kerner

Freitas's book is partially based on the results of an earlier Internet survey she conducted of 2,500 U.S. college students at secular public, secular private and Catholic universities.

Of the 557 male and female students who responded to a question asking how they felt the morning after a hookup, 41% of those expressed sadness, regret and ambivalence.

The problem, contends Freitas, is a culture that overwhelmingly pressures young men and women to have meaningless hookups -- even though they might not enjoy it.

When your child walks in during sex

It's an intriguing argument, but is it really accurate?

"What has really changed is that among youth we see a decline in dating culture and so most college students have had more hookups than first dates," says Justin Garcia, a sex researcher at the Kinsey Institute in Indiana.

"Our data has shown that one of the greatest contributors to hookup behavior is a desire for sexual pleasure. However, there are also a large number of college students -- around 50% in one of our studies -- that hook up because they are hoping to start a romantic relationship or want emotional gratification."

Additionally, Kristen Mark, a sex and relationships researcher at Kentucky University, has found that students tend to view casual hookups as a positive alternative to romantic relationships.

"When we discuss the topic of casual sex and the hookup culture, they talk about it in the context of being too busy now to maintain a relationship or not wanting to make a relationship a priority at this stage in their life," she says. "Without exception, they discuss a long-term monogamous relationship as their desired end goal, but for now, casual sex meets their needs."

But true hookup culture isn't just about sex itself, says Freitas.

"Students define the sexual aspect of the hookup as 'anything from kissing to sex'," she explains. "To equate a hookup with casual sex is to miss the really important part of the conversation, which is that students feel so much pressure to show they are a part of things that they'll count almost anything as a hookup."

Why you should talk about sex before marriage

In other words, today's college culture has turned hooking up into a sport that all the "cool" kids are playing -- or at least talking about -- even if they secretly hate it.

But is hooking up -- and its sometimes bittersweet emotions -- just part of life?

"Although we tend to associate hookups with college students, people of all ages are doing it," says Justin Lehmiller, a social psychologist and Harvard researcher.

"Many men and women do express regret over some of their past hookups. But this is nothing new -- for as long as people have been having sex, they've had sexual regrets. And it's important to note that people often regret their romantic relationships, too, but we don't take that as a reason people should stop pursuing love."

Freitas says she would like to see college administrators take a role in expanding sexual education programs on campus. She also encourages young people to take breaks from "hooking up," find quiet time to talk to friends about intimacy and go out on real dates.

Emily Nagoski, wellness education director at Smith College, believes a holistic approach is necessary: "To create a culture that fosters satisfying relationships and sex, we must teach students how to live inside their bodies with confidence and joy," she explains. "Sex is part of that, but so are food, physical activity, sleep and mental health. The solution is living inside your body, rather than inside your beliefs about what's expected of you."

What to do after an affair

The good news? The urge to participate in hookup culture might be fleeting.

"As people get a bit older, we also see more traditional dating practices across all age groups," says Garcia. "That will never change -- pursuit of sex and love are at the core of the human condition."

The Sugar Rush of the Century

2013-03-25T10:48:00.000-07:00

One of the most famous American candies of all time, the Tootsie Roll, was invented by an Austrian immigrant named Leo Hirschfeld who came to America in the late 1890s. Jews have always played a large role in candy making of yore, as Tablet magazine explains:
“One hundred years ago, most confections were generic, sold as penny candy from jars on shop counters. They were usually distributed by peddlers, most of them Jewish immigrants from Europe who sold a variety of goods on their rounds. Some of those peddlers arrived in the United States with little more than the clothes they were wearing and an entrepreneurial spirit, learning the candy trade from employers. Candy was a relatively easy thing for a newcomer to make. It did not require significant investment in equipment, materials, or labor, and could be made on a stove top with a few inexpensive ingredients. Ruined batches were cheap failures, and regular production helped move businesses from the kitchens and pushcarts to retail shops and factories. No other immigrant group is as central to the candy trade as Jews.”
Hirschfeld is said to have gone into the trade after learning from his father. Hirschfeld’s story, however, is not without its controversies. The official version as to how Tootsie Rolls started from humble beginnings goes like this, courtesy of Tootsie Roll Industries:
“The Tootsie Roll story began in 1896, when Austrian-born Leo Hirshfield opened a tiny candy shop in New York City. Taking full advantage of his confectioner’s background, Hirshfield hand-crafted a variety of products, including an individually wrapped, oblong, chewy, chocolate candy that quickly became a customer favorite. Sold at a penny apiece and affectionately named after Hirshfield’s five-year old daughter, Clara, whose nickname was “Tootsie,” Tootsie Rolls propelled Hirshfield’s modest corner store into burgeoning candy enterprise that has evolved in little more than a century into the multinational corporation, Tootsie Roll Industries.”
Hirschfeld is said to have arrived in New York Harbor in 1884 by steamship. His father’s trade was candy, so that’s the business he tried to get into, setting up shop in Brooklyn and selling to neighborhood children. To keep each Tootsie Roll clean, Hirschfeld reportedly wrapped each one individually in its signature red and brown wrapper, making the Tootsie Roll the first individually wrapped penny candy.
But what really happened may be more complicated than “official” version from Tootsie Roll Industries and others. Samira Kawash, a former professor at Rutgers University, lays out in her candyprofessor.com blog the myths that have shrouded Hirschfeld’s story. For one, Kawash notes that the inventor’s name, according to city records, was actually spelled “Hirschfeld,” not “Hirshfield,” as Tootsie Roll Industries writes it. According to Kawash, Hirschfeld was indeed the inventor of the Tootsie Roll, but he was far from the lone worker in bringing the candy to fame; instead, Hirschfeld was working in a Manhattan-based company called Stern & Saalberg.
Kawash believes that sometime between May 1, 1891 and May 1, 1892, Hirschfeld moved to Manhattan for a job with the company. There, he assigned a half interest to his machine patents—Hirschfeld was first and foremost an inventor—to his employers at Stern & Saalberg. He also invented one of Stern & Saalberg’s top sellers at the time, as Kawash explains:
“Well before Stern & Saalberg started selling Tootsie Rolls, they had another hot item: Bromangelon Jelly Powder. Jelled desserts were all the rage at the turn of the century. Jell-O is the only one we remember, but around 1900 you could have your pick of such temptations as Jellycon, Tryphora, and Bro-Man-Gel-On (also known as Bromangelon).”
Kawash is likely the most notable—and dedicated—researcher on the Hirschfeld found on the web. She writes in her February 3, 2010 entry:
“All the patents, trade-marks, and advertising put Tootsie Rolls in motion between 1907 and 1909. As far as I can gather from the evidence, the invention of Tootsie Rolls in 1896 in Hirschfeld’s little Brooklyn candy store is a myth.”
“Tootsie Rolls made Leo Hirschfeld very rich. He couldn’t have done it on his own, though. Without Stern & Saalberg, an established business with sufficient capital to launch a major candy line, Hirschfeld would have languished in his little Brooklyn house, selling bits of candy to the neighborhood kids. And without Hirschfeld and his inventions, The Stern & Saalberg Company would have gone on as a small candy wholesaler offering ‘Fluffy Mints’ and ‘Diamond’ brand gelatin dessert mix. But The Stern & Saalberg Company went on to become The Sweets Company of America, which in turn became Tootsie Roll Industries, a business today worth well over one billion dollars.”
That fortune came largely because of America’s love of the famed candy. Even during World War II, the Tootsie Roll was one of the few candies that remained in production due to its long-lasting qualities; it was rationed to GI troops sent overseas.
But Hirschfeld never saw the days of that scope of success, and his latter days were quite dark. Despite having invented one of Stern & Saalberg’s most prominent candies, he was unable to move past the position of vice president in the company. He was an inventor, not a businessman, as Kawash notes.
In addition, not all was well in his personal life. His wife is said to have been mentally ill, while he suffered from stomach problems.
Hirschfeld committed suicide in the Hotel Monterey at West 42nd Street in Manhattan in 1922. The New York Times obituary reads as follows:
“Mr. Hirschfeld was at his office in the morning, but left early saying that he would not be back that day. He had been suffering considerable pain from stomach trouble and was depressed by separation from his wife, who had been in a sanitarium. He went to his hotel, where had been stopping for some weeks, and from his room sent down word to the clerk asking for a headache remedy, but directed that it should not be sent up for an hour.”
“When the boy finally went to the room, he found Mr. Hirschfeld sitting in a big arm chair near the bed with a heavy caliber revolver in his lap. After the bullet had passed through his head from the front, it smashed the bedpost and buried itself in the wall.”
He left a short note saying that he was “sorry, but could not help it.”
From the obituary, we also learn that he had a daughter, who lived at 87th Street.
But Kawash thinks Hirschfeld’s death is much more complicated than the Times would have it, writing:
“By the time Stern & Saalberg reorganized as The Sweets Company of America in 1917, Stern and Saalberg were both retired. But Hirschfeld, who had been there longer than anyone else, had never risen beyond Vice-President. Others came in and took over the company. Hirschfeld was a brilliant inventor, but maybe not such a great businessman. He was pushed out at The Sweets Company of America, so he ventured out on his own to start fresh with the Mells Candy Corporation. But nothing came of it. Mells was bankrupt by 1924.”

We may never know why Hirschfeld pulled the trigger, or why myths continue about the Tootsie Roll’s humble beginnings (even Tablet magazine featured an article based on Tootsie Roll’s official version, writing “The story of Tootsie Rolls began in 1896, when Leo Hirshfield opened a little corner candy shop in New York City.”). But what is nearly certain is that the candy, largely unchanged for over a century, will continue to be one America’s favorites.
And as of 2010, Jews who keep kosher have been able to enjoy Tootsie Rolls, too.
“It’s the kind of news that rocks the kosher world, as did Oreo’s entry into the kosher marketplace in 1997 or Entenmann’s in 1989,” one blogger wrote in Jewish Journal the day Tootsie Rolls’ kosher status was announced. “There is no shortage of kosher candy—nearly all Hershey’s, Nestle, Mars and Ferrara Pan’s products are kosher, and Jewish brands like Paskesz and Bloom’s do a pretty good job of reproducing kosher versions of all the sweet, chewy, sticky stuff that kids (of all ages) crave. But even with Jelly Belly’s recent entry into the kosher marketplace, nobody comes close to imitating the chocolaty, toothy satisfaction of biting into a Tootsie Roll.”
Asked why the Tootsie Roll went kosher, president of Tootsie Roll Industries Ellen Rubin Gordon told KosherEye: “I am pleased and excited that more people will have the opportunity to enjoy the Tootsie products. Tootsie’s sister products Andes Mints and Cella’s Cherries have been kosher certified for a long time. So this decision was arrived at naturally,” before adding, “There were no ingredient changes to make Tootsie Rolls kosher; the primary change is that production is now supervised by the OU.”
Tootsie Rolls are considered dairy.
Junior Mints, Blow Pops, Tootsie Roll Pops, Caramel Apple Pops, Charms, Sugar Daddy and Sugar Babies have been kosher-certified by the Orthodox Union since 2011.

Geriatric Comedian?

2013-03-21T10:39:00.003-07:00

Roseann Brown is a fitness instructor for older adults.

By KERRY HANNON

INSIDE the lower-level studio of the McBurney Y in the Chelsea neighborhood of Manhattan, Abba’s 1970s hit “Dancing Queen” is thumping out: “See that girl, watch that scene, diggin’ the dancing queen.” Right in step to the bouncing beat is a senior squad of 40 slightly sweaty women and men, ages 60 to 85.

Enlarge This Image

Nicole Bengiveno/The New York Times

Ms. Brown leading an Active Older Adults Power class at the McBurney Y in Chelsea.

This Active Older Adults Power class is filled to capacity. The high-energy 59-year-old instructor, Roseann Brown, is not surprised. Attendance has doubled in these kinds of active adult exercise classes since she became a senior fitness instructor four years ago. Little wonder that the number of fitness clubs and gyms across the country offering these special classes is rapidly multiplying, according to fitness industry experts.

Ms. Brown has tapped into a budding field. As the population ages, jobs like senior fitness trainer and other jobs in health care, housing and other areas are on the rise. By 2050, according to Pew Research projections, about one in five Americans will be over 65, up from 13 percent of the United States population now. This demographic shift is already creating new fields and opportunities for workers of all ages.

“As tens of millions of people live into their 80s and 90s, we’ll need millions of others in their 50s and 60s and 70s to help care for them — not just within families, but through second careers,” said Marc Freedman, author of “The Big Shift: Navigating the New Stage Beyond Midlife.”

“They’ll be able to fill millions of positions we will need to fill — as nurses, home health aides, health navigators and roles we’ve yet to even define,” he said.

Certain workers are already clearly in demand, including fitness coaches like Ms. Brown, people who modify homes to make them safer, certified financial planners and people who can offer monthly help with finances and bill-paying.

How do you exploit the emerging gray-jobs marketplace?

First, you probably need to bolster your résumé with new skills. But if heading back to school for a full degree program or a master’s seems too expensive and time-consuming, there are less expensive and faster certificate programs that could fit the bill. In recent years, they have been proliferating at community colleges and universities across the country. And employers and clients are increasingly accepting professional certifications as proof of one’s expertise.

Here is a sampler of growing job sectors serving an aging population and the continuing education you may need for a job:

Home Modification Pro

A recent report from Harvard’s Joint Center for Housing Studies predicts a continued period of recovery and growth for the American home improvement industry, powered in large part by the many older homeowners who are preparing to age in place.

So the industry is likely to look different from just a few years ago. Rather than building an addition to a home or refinishing a basement, jobs are likely to involve remodeling to make homes easier for older adults to live in after retirement. “It’s a concept whose time has come,” says Esther Greenhouse, an independent consultant on elder- and disability-friendly design and policy based in Ithaca, N.Y.

Pay can start at $40 an hour, but experts like Ms. Greenhouse, 42, who teaches courses on aging in place for the National Association of Home Builders and consults for major manufacturers, charge $150 an hour.

According to the Remodeling Futures program, as of 2011, nearly half of all United States home improvement spending came from homeowners over 55 (10 years ago, they were responsible for less than a third of it).

Although most owners 55 and older have a bedroom on the first floor to avoid stairs, only a third have wheelchair-accessible kitchens, and fewer than one in six have raised toilets, lever door handles rather than knobs, or wider doorways and hallways for easier navigation, according to the Harvard report.

To prepare for this job, Certified Aging-in-Place Specialist courses from the National Association of Home Builders teach design and building techniques for making a home accessible to all ages. The program consists of three individual classes that cover such things as design basics, building standards, how to do a home assessment and the best methods to market services. Total fees for the combined courses are typically under $1,000.

Many in the program are professional builders and remodelers, but interior designers and occupational therapists enroll, too. Even landscape designers take it to help them create retiree-friendly gardens and outdoor spaces in private residences.

Surprisingly, according to Jeff Jenkins, the home builders’ association’s director of education, women make up a large share of those who attain the designation.

Courses are offered at N.A.H.B.-sponsored events like the annual International Builders’ Show and the Remodeling Show in the fall. They are also scheduled at builder association locations across the country. Every three years, continuing education is required to maintain the designation.

“There is so much more than stairs and tripping hazards,” Ms. Greenhouse said. To teach awareness of the environment and help her students understand what their clients are dealing with, she asks them to explore a living space with earplugs, or glasses with dark lenses smeared with petroleum jelly to simulate macular degeneration. They might ride around in a wheelchair or use a walker.

A profession complementary to Aging in Place home modifications is installing home automation systems. “If Grandma has a system where she can see who is at the front door via video, can unlock the front door remotely, can control her heating, cooling, window shades and lighting from a tablet, that is an enormous step for safety and independence,” Ms. Greenhouse said. Go to the Custom Electronic Design and Installation Association for training and information.

Move Manager

For those downsizing to smaller quarters later in life — usually an apartment or retirement community — a move manager can coordinate a move and configure a new home setup.

Clients need advice on choosing which furniture, collectibles and household goods make the cut to head over to the new residence. A move manager can assess what can be sold, donated or given to friends and family, and might even be in charge of shopping for new furniture that suits the new home, or organizing and running an estate or yard sale.

This job calls for configuring and cajoling, and the moves involved are fraught with emotion. A calm but take-charge demeanor is a desirable personality trait.

Fees range from $30 an hour to more than $75. Knowledge of interior design is essential. A relationship with a real estate agent can jump-start your business as well as provide a steady clientele down the road. For more information on courses and certification, contact the National Association of Senior Move Managers.

For leads on jobs, move managers can stop by real estate offices and visit retirement and assisted-living communities to ask about their future residents’ needs. Find out who is handling this type of work for them. The community’s management office usually provides arriving residents with suggestions for moving specialists to lend a hand with what can be a daunting endeavor for downsizers of any age.

Patient Advocate

Last fall, Kelly Lonigan, a 71-year-old former clinical social worker who lives in Sacramento, decided to “unretire” after five years out of the job market.

On the radio, she heard an interview with a cancer patient who said the best $4,500 he ever spent was to hire a patient advocate to help him deal with his health care.

That clicked with her. She looked up “patient advocate” online, and the patient advocacy certificate program from Empowered U.C.L.A. Extension came up on her screen. “My heart just opened. This is something I can get my heart into again,” Ms. Lonigan said.

The role of patient advocate varies. Some advocates tackle billing mistakes and insurance coverage rejections. Others might help in choosing doctors, offer guidance in treatment choices, assist in locating a specialist or hospital, go with patients to doctor appointments and keep track of prescriptions.

Job opportunities might include working privately for one person or a couple, or working on staff as an advocate or patient navigator at a hospital. Fees vary from $15 up to $150 an hour.

Empowered U.C.L.A. Extension is an online education company that offers fast-track certificate programs for older adults. These 20- to 25-student classes are taught on an iPad screen through an app that delivers audio, face-time video and discussion boards.

Once enrolled, students meet with their career counselors as often as they like, through face-to-face video chats, phone calls, e-mail and group webinars. Dedicated career counselor support will last for two years starting when the first school bell rings.

“I know I’m pushing my neurons,” Ms. Lonigan says. “And that’s a good thing at my age.”

To enroll in Empowered’s Patient Advocacy certificate program, you need a bachelor’s degree in any field, or an associate degree in nursing, respiratory therapy, occupational therapy (assistant) or physical therapy (assistant). Tuition is $7,400.

Community colleges and nonprofit organizations also are developing training and certification programs for patient advocates. Nurses, social workers, medical professionals and insurance experts are in high demand for these positions. But someone who has steered his or her own hair-pulling path, or a parent or partner’s, through the medical system might be the perfect person to take on this role.

No licenses are required, but there are credential programs available. Contact the National Association of Healthcare Advocacy Consultants in Berkeley, Calif., and the nonprofit Patient Advocate Foundation for information. The Master List of Health and Patient Advocacy Educational Courses, Programs and Organizations is a good resource for workshops and courses across the country.

Fitness Trainer

Get-up-and-go and good communication skills are prerequisites. Trainers teach group classes and one-on-one sessions that typically run 45 minutes to an hour. An understanding of human physiology, proper exercise practices and an ability to judge a client’s fitness level is essential.

Aqua aerobics is a growing specialty, as is “accessible” yoga, which adapts techniques for people with chronic illness and disabilities. Instructors tweak traditional yoga positions for people who are in a chair or wheelchair or have other physical issues.

Hours are generally flexible. Pay is $17 to $30 an hour, but in larger cities, rates can increase to $60 or more. Most health clubs collect the cost for the session from members and dole out a percentage to you.

Certification is not required by law, but most fitness clubs require it. Several groups offer some type of credential. These include the Aerobics and Fitness Association of America, the American Council on Exercise, the International Sports Sciences Association, the National Exercise Trainers Association, the National Strength and Conditioning Association, Y.M.C.A. Silver Sneakers and the Arthritis Foundation.

Such programs cost about $200 to $400 and usually consist of a written test and a practical exam. For all credentials, an additional certification in cardiopulmonary resuscitation is required. Insurance might also be necessary.

At the Y in Chelsea, Ms. Brown says fitness instructor is her dream job, after three decades working in the garment industry. She leads 17 classes a week in groups of 15 to 40 older adults at a variety of locations and earns about $40 to $50 an hour.

She is gratified when she sees a client who once was unsteady on her feet gradually growing steadier and more confident. “There’s a certain vitality that shows through in their smiles that’s hard to describe, but it’s magic,” Ms. Brown said.

Kerry Hannon is the author of “Great Jobs for Everyone 50+: Finding Work That Keeps You Happy and Healthy ... and Pays the Bills” (John Wiley & Sons)

Nixon anti-American?

2013-03-17T21:23:00.001-07:00

The other day I got one of those emails berating Jane Fonda ("Hanoi Jane") for her disrespect to Veterans because she was an anti war protestor. I should have saved it, for the irony would come a few days later in this news story:

http://www.bbc.co.uk/news/magazine-21768668
http://www.bbc.co.uk/news/magazine-21768668

From the BBC
Declassified tapes of Lyndon Johnson.
On the White House tapes we learn that Johnson wanted to know from Daley how many delegates would support his candidacy. LBJ only wanted to get back into the race if Daley could guarantee the party would fall in line behind him.
They also discussed whether the president's helicopter, Marine One, could land on top of the Hilton Hotel to avoid the anti-war protesters.
Daley assured him enough delegates would support his nomination but the plan was shelved after the Secret Service warned the president they could not guarantee his safety.
The idea that Johnson might have been the candidate, and not Hubert Humphrey, is just one of the many secrets contained on the White House tapes.

They also shed light on a scandal that, if it had been known at the time, would have sunk the candidacy of Republican presidential nominee, Richard Nixon.
By the time of the election in November 1968, LBJ had evidence Nixon had sabotaged the Vietnam war peace talks - or, as he put it, that Nixon was guilty of treason and had "blood on his hands".
The BBC's former Washington correspondent Charles Wheeler learned of this in 1994 and conducted a series of interviews with key Johnson staff, such as defence secretary Clark Clifford, and national security adviser Walt Rostow.

We now know...

After the Viet Cong's Tet offensive, White House doves persuaded Johnson to end the war
Johnson loathed Senator Bobby Kennedy but the tapes show he was genuinely devastated by his assassination
He feared vice-president Hubert Humphrey would go soft on Vietnam if elected president
The BBC's Charles Wheeler would have been under FBI surveillance when he met administration officials in 1968
In 1971 Nixon made huge efforts to find a file containing everything Johnson knew in 1968 about Nixon's skulduggery

But by the time the tapes were declassified in 2008 all the main protagonists had died, including Wheeler.

Now, for the first time, the whole story can be told.
It begins in the summer of 1968. Nixon feared a breakthrough at the Paris Peace talks designed to find a negotiated settlement to the Vietnam war, and he knew this would derail his campaign.
He therefore set up a clandestine back-channel involving Anna Chennault, a senior campaign adviser.
At a July meeting in Nixon's New York apartment, the South Vietnamese ambassador was told Chennault represented Nixon and spoke for the campaign. If any message needed to be passed to the South Vietnamese president, Nguyen Van Thieu, it would come via Chennault.
In late October 1968 there were major concessions from Hanoi which promised to allow meaningful talks to get underway in Paris - concessions that would justify Johnson calling for a complete bombing halt of North Vietnam. This was exactly what Nixon feared.

The Paris peace talks may have ended years earlier, if it had not been for Nixon's subterfuge

Chennault was despatched to the South Vietnamese embassy with a clear message: the South Vietnamese government should withdraw from the talks, refuse to deal with Johnson, and if Nixon was elected, they would get a much better deal.
So on the eve of his planned announcement of a halt to the bombing, Johnson learned the South Vietnamese were pulling out.
He was also told why. The FBI had bugged the ambassador's phone and a transcripts of Anna Chennault's calls were sent to the White House. In one conversation she tells the ambassador to "just hang on through election".
Johnson was told by Defence Secretary Clifford that the interference was illegal and threatened the chance for peace.

Nixon went on to become president and eventually signed a Vietnam peace deal in 1973

In a series of remarkable White House recordings we can hear Johnson's reaction to the news.
In one call to Senator Richard Russell he says: "We have found that our friend, the Republican nominee, our California friend, has been playing on the outskirts with our enemies and our friends both, he has been doing it through rather subterranean sources. Mrs Chennault is warning the South Vietnamese not to get pulled into this Johnson move."
He orders the Nixon campaign to be placed under FBI surveillance and demands to know if Nixon is personally involved.
When he became convinced it was being orchestrated by the Republican candidate, the president called Senator Everett Dirksen, the Republican leader in the Senate to get a message to Nixon.
The president knew what was going on, Nixon should back off and the subterfuge amounted to treason.

Publicly Nixon was suggesting he had no idea why the South Vietnamese withdrew from the talks. He even offered to travel to Saigon to get them back to the negotiating table.
Johnson felt it was the ultimate expression of political hypocrisy but in calls recorded with Clifford they express the fear that going public would require revealing the FBI were bugging the ambassador's phone and the National Security Agency (NSA) was intercepting his communications with Saigon.
So they decided to say nothing.
The president did let Humphrey know and gave him enough information to sink his opponent. But by then, a few days from the election, Humphrey had been told he had closed the gap with Nixon and would win the presidency. So Humphrey decided it would be too disruptive to the country to accuse the Republicans of treason, if the Democrats were going to win anyway.
Nixon ended his campaign by suggesting the administration war policy was in shambles. They couldn't even get the South Vietnamese to the negotiating table.
He won by less than 1% of the popular vote.
Once in office he escalated the war into Laos and Cambodia, with the loss of an additional 22,000 American lives, before finally settling for a peace agreement in 1973 that was within grasp in 1968.
The White House tapes, combined with Wheeler's interviews with key White House personnel, provide an unprecedented insight into how Johnson handled a series of crises that rocked his presidency. Sadly, we will never have that sort of insight again.

Dark Side

2013-03-10T10:49:00.000-07:00

Pink Floyd’s ‘Dark Side’: 40 Years Later, 40 Mind-Blowing Facts About The Mad Classic

By Chris Willman | Stop The Presses! –

Sure, like everybody else, you’ve listened to Pink Floyd’s The Dark Side of the Moon so many times that you can recite not just every line but every heartbeat, clock tick, and cash register ring by heart. But how much do you really know about the landmark prog classic, which is celebrating its 40^th anniversary this month?

To celebrate the 40 years we’ve been listening to what is arguably the preeminent rock album of the 1970s, here are 40 things you ought to know about Dark Side. Because lunacy breeds albums about lunacy, and albums about lunacy breed lunatic obsessions with album trivia. Let’s start with that iconic cover art, shall we?The original prism coverThe band members spent three minutes deciding on the front cover. Designer Storm Thorgerson brought seven designs into the Abbey Road studio where they were still recording. “The band trooped in, swept their gaze across the designs, looked at each other, nodded, and said ‘That one,’ pointing at the prism. Took all of three minutes,” Thorgerson recalled in liner notes for the 2011 deluxe box. In an 2003 interview, the designer elaborated, “No amount of cajoling would get them to consider any other contender, nor endure further explanation of the prism, or how exactly it might look. ‘That’s it,’ they said in unison, ‘we’ve got to get back to real work,’ and returned forthwith to the studio upstairs.”
One of the rejected designs involved a then-popular Marvel comic book superhero. Imagine how differently we’d think of the album if the Floyd members had expressed any interest in one of Thorgersen’s alternative ideas, to have the cover feature… the Silver Surfer!
The band had always hated having their photos in the artwork. “When Storm showed us all the ideas, with that one, there was no doubt,” guitarist David Gilmour told Rolling Stone in 2003. “It was, ‘That is it.’ It's a brilliant cover. One can look at it after that first moment of brilliance and think, ‘Well, it's a very commercial idea: It's very stark and simple; it'll look great in shop windows.’ It wasn't a vague picture of four lads bouncing in the countryside. That fact wasn't lost on us.”
It was keyboardist Rick Wright who was insistent that the cover not feature any photography at all, even conceptual photos. The Hipgnosis design team was famous for elaborately staged and photographed covers, like Wish You Were Here, which came out two years later. But in this instance, as Thorgerson remembers it, Wright “said, ‘Storm, let’s have a cool graphic, not one of your tatty [figurative] pictures…’ I protested. ‘Rick,’ I said, ‘I do images, I don’t do cool graphics.’… Whereupon Rick said, ‘Why don’t you try to see it as a challenge.’”
The prism design was partly inspired by Floyd’s extravagant live light shows. “The refracting glass prism referred to Floyd light shows–consummate use of light in the concert setting,” Thorgerson said in an interview for the album’s 30^th anniversary. “Its outline is triangular and triangles are symbols of ambition, and are redolent of pyramids, both cosmic and mad in equal measure, all these ideas touching on themes in the lyrics. The joining of the spectrum extending round the back cover and across the gatefold inside was seamless like the segueing tracks on the album, whilst the opening heartbeat was represented by a repeating blip in one of the colors.”The infra-red pyramids posterThe designer went to Egypt to shoot infra-red photography of the pyramids for an inside poster. Pyramids are triangular, like the prism on the front cover, so there was that angle. But Thorgerson also figured pyramids tied in with the album’s running theme of insanity, being “fantastic structures intended to elevate Pharaohs and assist in transporting worldly goods skywards to heaven—and how mad is that?”
For a while the album had a different working title. It was to be named Eclipse (A Piece for Assorted Lunatics].
The reason it had a different title for a while was because there’d just been another album come out called Dark Side of the Moon. A group called Medicine Head beat them to the punch with a 1972 release by that title, which made Pink Floyd temporarily drop it as theirs. But when the Medicine Head album flopped, the original title was a go again.
“Money” is one of the few hit singles ever to utilize a 7/4 time signature. Roger Waters has made it sound like David Gilmour wasn’t down with that weird rhythm. “Occasionally,” Waters told Rolling Stone, “I would do things and Dave would say, ‘No, that's wrong. There should be another beat. That's only seven.’ I'd say, ‘Well, that's how it is.’ A number of my songs have bars of odd length.” But part of the song does take place in a traditional time signature. As Gilmour said, "We created a 4/4 progression for the guitar solo (but) made the poor sax player play in 7/4."

Running for Pope

2013-03-09T20:19:00.002-08:00

Elmore’s Op-Ed in The New York Times

The Next Pope: A Cool Black Nun?

WHEN I was a boy, around the time Pope Pius XI died, in 1939, I remember my dad saying he could be the next pope if he got the votes. He said there were no rules saying the pope had to come out of the cardinal pool, or be a bishop or priest of some kind; he only had to be a Catholic — male, of course — of good standing in the church, to be elected. My mother, Flora, normally a kind soul, would tell Elmore Sr., “Shush, you could never in the world be the pope.” It was the only subject I remember them arguing about.

Read the rest in The New York Times.

Real Indians?

2012-10-05T13:15:00.003-07:00

http://youtu.be/LoVhgaj6PiE

Real Indians, or Native Americans have been around forever, but in fact, their numbers have greatly diminished. The US Census reports there are less than two million Native Americans left in North America, but there are some both North and South of the Border. So, US Real Indians are referred to as the 'Vanishing American'

Now, the US Census reports On the other hand, there are numerous Americans who have been real indians in a past life, myself included.

Here's an example from Psychic Silvia Brown Indian Medicine asks How many Past Lives have I had, and does the name "Inoya" have a play in any of those lives? Thank you for your time and your work for others.

Sylvia: You've had 39 past lives and Inoya was your name as a Mayan.

I, too, was a Real Indian in a past life, but way back during prehistoric times. And, I died as a small child of hunger. but, I digress, whenever there's a drought, I tell people to do a raindance. They think its funny, but little do they know, it actually works. Why? I have no idea. For some reason, whenever I have problems or stress, I like to dance it out.
That's what Real Indians do.

So, last time I looked there was 2 million Real Indians, but now in 2012, it seems there are less than two million. So, there it is - The Vanishing American.

US census calls Real Indians - American Indian or Alaska Native — Print name of enrolled or principal tribe

and here's the wiki on Real Indians

Native Americans in the United States are the indigenous peoples in North America within the boundaries of the present-day continental United States, parts of Alaska, and the island state of Hawaii. They are composed of numerous, distinct Native American tribes and ethnic groups, many of which survive as intact political communities. The terms used to refer to Native Americans have been controversial. According to a 1995 U.S. Census Bureau set of home interviews, most of the respondents with an expressed preference refer to themselves as American Indians (or simply Indians), and this term has been adopted by major newspapers and some academic groups; however, this term does not typically include Native Hawaiians or certain Alaskan Natives, such as Aleuts, Cup'ik/Yup'ik, and Inuit peoples.

So, I'm kind of a Poplulation nut, so here's the wiki on that:
but first here's to historical inaccuracies...
In the 2000 Census, respondents were tallied in each of the race groups they reported. Consequently, the total of each racial category exceeds the total population because some people reported more than one race.^[3]
According to James P. Allen and Eugene Turner from California State University, Northridge, by some calculations in the 2000 Census the largest part white bi-racial population is white/Native American and Alaskan Native, at 7,015,017, followed by white/black at 737,492, then white/Asian at 727,197, and finally white/Native Hawaiian and Other Pacific Islander at 125,628.^[22]

The Census Bureau implemented a Census Quality Survey, gathering data from approximately 50,000 households in order to assess the reporting of race and Hispanic origin in the 2000 Census with the purpose creating a way to make comparisons between the 2000 Census with previous Census racial data.^[3]

In September 1997, during the process of revision of racial categories previously declared by OMB directive no. 15, the American Anthropological Association (AAA) recommended that OMB combine the "race" and "ethnicity" categories into one question to appear as "race/ethnicity" for the 2000 US Census.

The Interagency Committee agrees, stating that "race" and "ethnicity" were not sufficiently defined and "that many respondents conceptualize 'race' and 'ethnicity' as one in the same [sic] underscor[ing] the need to consolidate these terms into one category, using a term that is more meaningful to the American people."^[4]
The AAA also stated,

"The American Anthropological Association recommends the elimination of the term "race" from OMB Directive 15 during the planning for the 2010 Census. During the past 50 years, "race" has been scientifically proven to not be a real, natural phenomenon. More specific, social categories such as "ethnicity" or "ethnic group" are more salient for scientific purposes and have fewer of the negative, racist connotations for which the concept of race was developed." "Yet the concept of race has become thoroughly—and perniciously—woven into the cultural and political fabric of the United States. It has become an essential element of both individual identity and government policy. Because so much harm has been based on "racial" distinctions over the years, correctives for such harm must also acknowledge the impact of "racial" consciousness among the U.S. populace, regardless of the fact that "race" has no scientific justification in human biology. Eventually, however, these classifications must be transcended and replaced by more non-racist and accurate ways of representing the diversity of the U.S. population." ^[4]

The recommendations of the AAA were not adopted by the Census Bureau for the 2000 Census or the 2010 Census.

Population and distribution

The 2010 census permitted respondents to self-identify as being of one or more races. Self-identification dates from the census of 1960; prior to that the race of the respondent was determined by opinion of the census taker. The option to select more than one race was introduced in 2000.^[121] If American Indian or Alaska Native was selected, the form requested the individual provide the name of the "enrolled or principal tribe". The 2010 Census showed that the U.S. population on April 1, 2010, was 308.7 million.^[122]
Out of the total U.S. population, 2.9 million people, or 0.9 percent, reported American Indian and Alaska Native alone. In addition, 2.3 million people, or another 0.7 percent, reported American Indian and Alaska Native in combination with one or more other races. Together, these two groups totaled 5.2 million people. Thus, 1.7 percent of all people in the United States identified as American Indian and Alaska Native, either alone or in combination with one or more other races.^[122]
The definition of American Indian or Alaska Native used in the 2010 census:

According to Office of Management and Budget, “American Indian or Alaska Native” refers to a person having origins in any of the original peoples of North and South America (including Central America) and who maintains tribal affiliation or community attachment.^[122]

78% of Native Americans live outside a reservation. Full-blood individuals are more likely to live on a reservation than mixed-blood individuals. The Navajo, with 286,000 full-blood individuals, is the largest tribe if only full-blood individuals are counted; the Navajo are the tribe with the highest proportion of full-blood individuals, 86.3%. The Cherokee have a different history; it is the largest tribe with 819,000 individuals, and it has 284,000 full-blood individuals.^[123]

Census 1790

In 1790, first official year of the U.S. Census, the following questions were asked, four of which had racial implications:

Number of free White males aged under 16 years
Number of free White males aged 16 years and upward
Number of free White females
Number of other free persons
Number of slaves^[7]

In 1800 and 1810, the age question regarding free white males was more detailed.^[7]

Census 1820

The 1820 census built on the questions asked in 1810 by asking age questions about the slaves who were formerly owned. Also the term “colored” enters the census nomenclature. In addition, a question stating “Number of foreigners not naturalized” was included.^[7]

Census 1830

For the 1830 census, a new question which stated “The number of White persons who were foreigners not naturalized” was included.^[7] This reflected the growth of Nativist movements in American society at this time - as well as combining the number and age question of both slaves and free colored individuals.^{[citation needed]}

Census 1850

The 1850 census saw a dramatic shift in the way information about residents was collected. For the first time, free persons were listed individually instead of by head of household. There were two questionnaires: one for free inhabitants and one for slaves. The question on the free inhabitants schedule about color was a column that was to be left blank if a person was white, marked "B" if a person was black, and marked "M" if a person was mulatto. Slaves were listed by owner, and classified by gender and age, not individually, and the question about color was a column that was to be marked with a "B" if the slave was black and an "M" if mulatto.^[7]

Census 1870

For the 1870 census, the color/racial question was expanded to include “C” for Chinese, which was a category that included all east Asians, as well as “I” for American Indians.^[7]

Census 1890

For 1890, the Census Office changed the design of the population questionnaire. Residents were still listed individually, but a new questionnaire sheet was used for each family. Additionally, this was the first year that the census distinguished between different East Asian races, such as Japanese and Chinese, due to increased immigration. This census also marked the beginning of the term “race” in the questionnaires. Enumerators were instructed to write "White," "Black," "Mulatto," "Quadroon," "Octoroon," "Chinese," "Japanese," or "Indian."^[7]

Census 1900

For 1900, the “Color or Race” question was slightly modified, removing the term “Mulatto”. Also, there was an inclusion of an “Indian Population Schedule” in which “enumerators were instructed to use a special expanded questionnaire for American Indians living on reservations or in family groups off of reservations.” This expanded version included the question “Fraction of person's lineage that is white.”^[7]

Census 1910

The 1910 census was similar to that of 1900, but it included a re-insertion of “Mulatto” and a question about the respondent's "mother tongue.” “Ot” was also added to signify "other races", with space for a race to be written in. This decade's version of the Indian Population Schedule featured questions asking the individual’s proportion of white, black, or American Indian lineage.^[7]

Census 1920

The 1920 census questionnaire was similar to 1910, but excluded a separate schedule for American Indians. “Hin”, “Kor”, and “Fil” were also added to the “Color or Race” question, signifying Hindu (South Asia Indian), Korean, and Filipino, respectively.^[7]

Census 1930

The biggest change in this year’s census was in racial classification. Enumerators were instructed to no longer use the "Mulatto" classification. Instead, they were given special instructions for reporting the race of interracial persons. A person with both white and black ancestry (termed "blood") was to be recorded as "Negro," no matter the fraction of that lineage (the "one-drop rule"). A person of mixed Black and American Indian ancestry was also to be recorded as "Neg" (for "Negro") unless he was considered to be "predominantly" American Indian and accepted as such within the community. A person with both White and American Indian ancestry was to be recorded as an Indian, unless his American Indian ancestry was small, and he was accepted as White within the community. In all situations in which a person had White and some other racial ancestry, he was to be reported as that other race. Persons who had minority interracial ancestry were to be reported as the race of their father.
For the first and only time, "Mexican" was listed as a race. Enumerators were instructed that all persons born in Mexico, or whose parents were born in Mexico, should be listed as Mexicans, and not under any other racial category. But, in prior censuses and in 1940, enumerators were instructed to list Mexican Americans as white.^[8]
The Supplemental American Indian questionnaire was back, but in abbreviated form. It featured a question asking if the person was of full or mixed American Indian ancestry.^[7]^[9]

Census 1940 (Population)

The 1940 census was the first to include separate population and housing questionnaires.^[7] The race category of "Mexican" was eliminated in 1940, and the population of Mexican descent was counted with the White population.^[8]

Census 1950 (Population)

The 1950 Census questionnaire removed the word “color” from the racial question, and also removed Hindu and Korean from the race choices.^[7]

Census 1960 (Population)

The 1960 Census re-added the word “color” to the racial question, and changed “Indian” to “American Indian”, as well as added Hawaiian, Part-Hawaiian, Aleut, and Eskimo. The Other (print out race) option was removed.^[7]

Census 1970 (Population)

This year’s census included “Negro or Black”, re-added Korean and the Other race option. There was a questionnaire that was asked of only a sample of respondents. These questions were as follows:
a. Where was this person born?
b. Is this person's origin or descent...

Mexican
Puerto Rican
Cuban
Central or South American
Other Spanish
None of These

14. What country was the person's father born in?
15. What country was the person's mother born in?
16.
a. For persons born in a foreign country- Is the person naturalized?
b. When did the person come to the United States to stay?
17. What language, other than English, was spoken in the person's home as a child?

Spanish
French
German
Other
None, only English^[7]

Census 1980 (Population)

This year added several options to the race question, including Vietnamese, Indian (East) Guamanian, Samoan, and re-added Aleut. Again, the term “color” was removed from the racial question, and the following questions were asked of a sample of respondents:
11. In what state or foreign country was the person born?
12. If this person was born in a foreign country...
a. Is this person a naturalized citizen of the United States?
b. When did this person come the United States to stay?
13.
a. Does this person speak a language other than English at home?
b. If yes, what is this language?
c. If yes, how well does this person speak English?
14. What is this person's ancestry?^[7]

Census 1990 (Population)

The racial categories in this year are as they appear in the 2000 and 2010 Census. The following questions were asked of a sample of respondents for the 1990 Census:
8. In what U.S. State or foreign country was this person born?
9. Is this person a citizen of the United States?
10. If this person was not born in the United States, when did this person come to the United States to stay?^[7]
The 1990 Census was not designed to capture multiple racial responses, and when individuals marked the Other race option and provided a multiple write in, the response was assigned according to the race written first. “For example, a write in of "Black-White" was assigned a code of Black, a write in of "White-Black" was assigned a code of White.”^[3]

In the United States, census data indicate that the number of children in interracial families grew from less than one half million in 1970 to about two million in 1990. In 1990, for interracial families with one white American partner, the other parent...was Asian American for 45 percent...^[10]

Census 2000 (Population)

Race was asked differently in the Census 2000 in several other ways than previously. Most significantly, respondents were given the option of selecting one or more race categories to indicate racial identities. Data show that nearly seven million Americans identified as members of two or more races. Because of these changes, the Census 2000 data on race are not directly comparable with data from the 1990 census or earlier censuses. Use of caution is therefore recommended when interpreting changes in the racial composition of the US population over time.

Snapshot: Race in the US Census

The 23rd federal census, 2010 ^[11] asks one ethnic and one race question (questions 1-4 not reproduced here, questions 5 and 6 paraphrased): 8. Is the person of Hispanic, Latino, or Spanish origin?

No, not of Hispanic, Latino, or Spanish origin
Yes, Mexican, Mexican Am., Chicano
Yes, Puerto Rican
Yes, Cuban
Yes, another Hispanic, Latino, or Spanish origin — Print origin, for example, Argentinean, Colombian, Dominican, Nicaraguan, Salvadoran, Spaniard, and so on.

9. What is the person's race?

White
Black, African Am., or Negro
American Indian or Alaska Native — Print name of enrolled or principal tribe.
Asian Indian
Chinese
Filipino
Other Asian — Print race, for example, Hmong, Laotian, Thai, Pakistani, Cambodian, and so on.
Japanese
Korean
Vietnamese
Native Hawaiian
Guamanian or Chamorro
Samoan
Other Pacific Islander — Print race, for example, Fijian, Tongan, and so on.
Some other race — Print race.

This census acknowledged that "race categories include both racial and national-origin groups."

The following definitions apply to the 2000 census only.^[12]

"White. A person having origins in any of the original peoples of Europe, the Middle East, or North Africa. It includes people who indicate their race as "White" or report entries such as Irish, German, Scottish, Italian, Near Easterner, Arab, or Polish.^[12]

"Black or African American. A person having origins in any of the Black racial groups of Africa. It includes people who indicate their race as 'Black, African Am.' or provide written entries such as Kenyan, Nigerian, or Haitian."^[12]

"American Indian and Alaska Native. A person having origins in any of the original peoples of North and South America (including Central America) and who maintain tribal affiliation or community attachment."^[12]

"Asian. A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam. It includes 'Asian Indian,' 'Chinese', 'Filipino', 'Korean', 'Japanese', 'Vietnamese', and 'Other Asian'."^[12]

"Native Hawaiian and Other Pacific Islander. A person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands. It includes people who indicate their race as 'Native Hawaiian', 'Guamanian or Chamorro', 'Samoan', and 'Other Pacific Islander'."^[12]

"Some other race. Includes all other responses not included in the 'White', 'Black or African American', 'American Indian and Alaska Native', 'Asian' and 'Native Hawaiian and Other Pacific Islander' race categories described above. Respondents providing write-in entries such as multiracial, mixed, interracial, We-Sort, or a Hispanic/Latino group (for example, Mexican, Puerto Rican, or Cuban) in the "Some other race" category are included here."^[12]

"Two or more races. People may have chosen to provide two or more races either by checking two or more race response check boxes, by providing multiple write-in responses, or by some combination of check boxes and write-in responses."^[12]

The federal government of the United States has mandated that "in data collection and presentation, federal agencies are required to use a minimum of two ethnicities: 'Hispanic or Latino' and 'Not Hispanic or Latino'."^[13] The Census Bureau defines "Hispanic or Latino" as "a person of Cuban, Mexican, Puerto Rican, South or Central American or other Spanish culture or origin regardless of race."^[13] For discussion of the meaning and scope of the Hispanic or Latino ethnicity, see the Hispanic and Latino Americans and Racial and ethnic demographics of the United States articles.
Use of the word ethnicity for Hispanics only is considerably more restricted than its conventional meaning, which covers other distinctions, some of which are covered by the "race" and "ancestry" questions. The distinct questions accommodate the possibility of Hispanic and Latino Americans' also declaring various racial identities (see also White Hispanic and Latino Americans, Asian Latinos, and Black Hispanic and Latino Americans).
In the 2000 Census, 12.5% of the US population reported "Hispanic or Latino" ethnicity and 87.5% reported "Not-Hispanic or Latino" ethnicity.^[13]

2010 Census

The 2010 US Census included changes designed to more clearly distinguish Hispanic ethnicity as not being a race. That included adding the sentence: "For this census, Hispanic origins are not races."^[14]^[15] Additionally, the Hispanic terms were modified from "Hispanic or Latino" to "Hispanic, Latino or Spanish origin".^[14]^[15]

Although used in the Census and the American Community Survey, "Some other race" is not an official race,^[13] and the Bureau considered eliminating it prior to the 2000 Census.^[16] As the 2010 census form did not contain the question titled "Ancestry" found in prior censuses, there were campaigns to get non-Hispanic West Indian Americans,^[17] Turkish Americans,^[18] Arab Americans and Iranian Americans to indicate their ethnic or national background through the race question, specifically the "Some other race" category.^[19]^[20]

The Interagency Committee has suggested that the concept of marking multiple boxes be extended to the Hispanic origin question, thereby freeing individuals from having to choose between their parents' ethnic heritages. In other words, a respondent could choose both "Hispanic or Latino" and "Not Hispanic or Latino".^[21]

War Pony

2012-10-02T15:45:00.002-07:00

The Password Department

2012-09-17T20:19:00.001-07:00

You can not use a password that has recently been used.

Please reset your password as follows:

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4. Intellectual Property Ownership; License

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The past, present and future Web Site content, including, without limitation, organization, graphics, text, images, audio, videos, designs, compilations, advertising copy, and the trademarks, logos, domain names, trade names, service marks and trade identities; any and all copyrightable material (including source and object code); and all other materials related to the Web Site, including without limitation, the "look and feel" of the Web Site (collectively, "Content") are protected by applicable copyrights and other proprietary (including, but not limited to, intellectual property) rights and are the property of Company, its parent, subsidiaries, affiliates, or its licensors. Except as expressly set forth in these TOU or otherwise expressly granted to you in writing by Company, no rights (either by implication, estoppel or otherwise) are granted to you. The copying, reproduction, rearrangement, sales, leasing, renting, distribution, redistribution, modification, downloading, exchanging, creating of derivative works, uploading, posting, transmitting, or publication by you, directly or indirectly, of the Content except pursuant to the express limited grant of rights hereunder, is strictly prohibited. You agree to abide by any and all additional copyright notices, information, or restrictions contained in any part of the Web Site. Copying, archiving or storing any part of the Web Site for a purpose that is not permitted by these TOU is expressly prohibited without prior written permission from Company or the applicable copyright holder as identified on the Web Site.

Subject to your strict compliance with these TOU, Company grants you a limited, personal, non-exclusive, non-commercial, revocable, non-assignable and non-transferable license to download, view and/or use a single copy of the Content (excluding source and object code), provided that you: (i) retain all trademark, copyright and other proprietary notices contained in the original Content or any copy you may make of the Content; (ii) do not allow or aid or abet any third party (whether or not for your benefit) to copy or adapt the object code of the Web Site' software, HTML, JavaScript, or other code; reverse engineer, decompile, reverse assemble, modify or attempt to discover any source code that the Web Site create to generate its web pages; or any software or other products or processes accessible through the Web Site; and (iii) do not insert any code or product to manipulate the Content in any way that affects any user's experience.

You should be aware that the Content might contain errors, omissions, inaccuracies, outdated information and inadequacies. We make no representations or warranties as to the completeness, accuracy, adequacy, currency or reliability of any Content and will not be liable for any lack of the foregoing. You agree that Company will not be responsible or liable for any loss or damage of any sort incurred as the result of any services or Content on the Web Site.

5. Links To Other Web Sites

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The Web Site may contain hyperlinks to other web sites ("Other Sites"). If you use the hyperlinks to access these Other Sites, you will leave the Web Site and your browser will be re-directed to the Other Sites. The Other Sites may have their own terms of service and privacy policy and those Other Sites may have different practices and requirements than the Web Site. Company may not have knowledge of, and is not responsible for, the content presented by any Other Site. As such, Company does not warrant or make any representation regarding the legality, accuracy, or authenticity of content presented by Other Sites. The hyperlinks to Other Sites do not constitute an endorsement by Company of any Other Site(s) or resources, or their content. The Web Site is only providing these links to you as a convenience.

6. Our Linking Policy

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Any web site that links to the Web Site: (a) must not frame or create a browser or border environment around any of the Content of the Web Site; (b) may link to, but not replicate, the Content; (c) must not imply that Company or the Web Site is endorsing or sponsoring it or its products, unless Company has given its prior written consent; (d) must not present false information about Company or its products or services; (e) must not use any Company trademarks without the prior written permission from Company; and (f) must not contain content that could be construed as distasteful, offensive or controversial. By linking to any of the Web Site, you agree that you do and will continue to comply with the above linking requirements. Notwithstanding anything to the contrary contained in these TOU, we reserve the right to deny permission to link to the Web Site for any reason in our sole and absolute discretion.

7. Acceptable Use

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When using the Web Site, you are prohibited from: (i) violating any law; (ii) violating any right of Company or any third party, including, without limitation, intellectual property rights; (iii) uploading or transmitting viruses, Trojan horses or other harmful, disruptive or destructive files or otherwise interfering with any third party's uninterrupted use and enjoyment of the Web Site; and/or (iv) using or attempting to use another's information, account, password, service or system except as expressly permitted. You represent and agree that you will comply with the above acceptable use policy.

8. User Accounts

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Registration may be required for the use of certain portions of the Web Site. Registration data and certain other information about you are subject to the CBS Careers Privacy Policy posted at this Web Site. Please read that CBS Careers Privacy Policy for information on how your data will be handled.

If you choose to provide information to the Web Site, you agree to provide only true, accurate, current and complete information. If you create a user account, you agree to accept responsibility for all activities that occur under your account or password, if any, and agree you will not sell, transfer or assign your user account. You are responsible for maintaining the confidentiality of your password, if any, and for restricting access to your computer so that others may not access any password-protected portion of the Web Site using your name, e-mail address or password in whole or in part.

9. Software

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Any software that we make available for download or use from the Web Site and/or our servers (the "Software") is the copyrighted work of Company or its licensors or suppliers. Your use of the Software may be governed by the terms of an end user license agreement that accompanies or is included with the Software (the "License Agreement"). Please carefully read the License Agreement and Paragraph 7 above to determine the full extent of conditions governing the use of such Software. WITHOUT LIMITING THE FOREGOING, COPYING OR REPRODUCTION OF THE SOFTWARE TO ANY OTHER SERVER OR LOCATION FOR FURTHER REPRODUCTION OR REDISTRIBUTION IS EXPRESSLY PROHIBITED, UNLESS SUCH REPRODUCTION OR REDISTRIBUTION IS EXPRESSLY PERMITTED BY THE LICENSE AGREEMENT APPLICABLE TO SUCH SOFTWARE.

10. Information You Submit

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From time to time, the Web Site may contain functionality through which you can upload information, data, text and other materials to the Web Site (each upload a “Submission”). Company reserves the right to suspend or terminate your access to the Web Site and pursue all legal remedies if we believe your Submission infringes another's copyright or otherwise violates any law, rule or regulation. Your Submission is your sole responsibility. This means that you, and not Company, are entirely responsible for your Submission. Under no circumstances will we be liable in any way for your Submission including, but not limited to, any errors or omissions in your Submission, or for any loss or damage of any kind incurred as a result of your Submission. You represent that your Submission is accurate and is an original work by you or you have all necessary rights in it and to submit it to Company under the terms of these TOU; and that it does not infringe upon, misappropriate or violate the rights of any third parties, including, without limitation, any intellectual property rights, rights of publicity or privacy or any other proprietary rights or otherwise violate any law, rule, or regulation. You further agree that you are solely liable for any and all costs, claims, demands, investigations, liabilities, losses, damages, judgments, settlements, costs and expenses, including attorneys' fees, connected to or arising from your breach of any representation or warranty, or other violation of the terms of the TOU.

Except as otherwise described in the posted privacy policy or other agreement on the Web Site at which you provide your Submission and except for resumes and personal information submitted solely for consideration for employment with Company, your Submission will be treated as non-confidential and non-proprietary and we will not be liable for any use or disclosure to anyone, including but not limited to claimed intellectual property owners. When you upload, submit or transmit your Submission via the Web Site, you irrevocably grant to Company, its parent, subsidiaries, divisions, affiliates, and partners a non-exclusive, worldwide, royalty-free license containing, without limitation, all right, title and interest in your Submission, including, without limitation, all patents, trademarks, service marks, trade names, trade identities, copyrights, trade secrets, logos, domain names, know-how, source code and object code, mask-work rights, inventions, moral rights, author's rights, algorithms, rights in packaging, goodwill and other intellectual property and proprietary rights whatsoever in your Submission. You further agree that Company, its parent, subsidiaries, divisions, affiliates, and partners and the directors, officers, employees, licensees and other representatives of each of them will have the unfettered right throughout the universe, in perpetuity, without any credit or compensation to you, to use, reuse, modify, alter, display, archive, publish, sub-license, perform, reproduce, disclose, transmit, broadcast, post, sell, translate, create derivative works of, distribute and use for advertising, marketing, publicity and promotional purposes, any of your Submission or portions of your Submission, and your name, voice, likeness and other identifying information, in any form, media, software or technology of any kind now known or developed in the future for any purposes whatsoever including, without limitation, developing, manufacturing and marketing products using your Submission. You hereby waive any moral rights you may have in and to any of your Submissions, even if such material is altered or changed in a manner not agreeable to you. You agree and understand that Company, its parent, subsidiaries, affiliates, and partners are not obligated to use your Submission submitted through the Web Site or otherwise, and may alternatively choose to discard, and limit or block access to your Submission without any liability whatsoever.

You agree that you must evaluate, and bear all risks associated with, the use of any of your Submission including, but not limited to, any reliance on the accuracy, completeness, or usefulness of your Submission.

11. Disclaimer of Warranties

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THE WEB SITE, INCLUDING, WITHOUT LIMITATION, ALL CONTENT AND FUNCTIONS MADE AVAILABLE ON OR ACCESSED THROUGH OR SENT FROM THE WEB SITE, IS PROVIDED "AS IS," "AS AVAILABLE, " AND "WITH ALL FAULTS." TO THE FULLEST EXTENT PERMISSIBLE BY LAW, COMPANY AND ITS PARENTS, SUBSIDIARIES AND AFFILIATES MAKE NO REPRESENTATION OR WARRANTIES OR ENDORSEMENTS OF ANY KIND WHATSOEVER (EXPRESS OR IMPLIED) ABOUT: (A) THE WEB SITE; (B) THE CONTENT ON AND PROVIDED THROUGH THE WEB SITE; (C) THE FUNCTIONS MADE ACCESSIBLE ON OR ACCESSED THROUGH THE WEB SITE; (D) THE MESSAGES AND INFORMATION SENT FROM THE WEB SITE BY USERS; AND/OR (E) SECURITY ASSOCIATED WITH THE TRANSMISSION OF SENSITIVE INFORMATION THROUGH THE WEB SITE. COMPANY DOES NOT WARRANT THAT THE WEB SITE, ANY OF THE WEB SITE’S' FUNCTIONS OR ANY CONTENT CONTAINED THEREIN WILL BE UNINTERRUPTED OR ERROR-FREE; THAT DEFECTS WILL BE CORRECTED; OR THAT THE WEB SITE OR THE SERVERS THAT MAKES IT AVAILABLE ARE FREE OF VIRUSES OR OTHER HARMFUL COMPONENTS.

COMPANY DOES NOT WARRANT THAT YOUR ACTIVITIES OR USE OF THE WEB SITE IS LAWFUL IN ANY PARTICULAR JURISDICTION AND, IN ANY EVENT, COMPANY SPECIFICALLY DISCLAIMS SUCH WARRANTIES. YOU UNDERSTAND THAT BY USING ANY OF THE FEATURES OF THE WEB SITE, YOU ACT AT YOUR OWN RISK, AND YOU REPRESENT AND WARRANT THAT YOUR ACTIVITIES ARE LAWFUL IN EVERY JURISDICTION WHERE YOU ACCESS OR USE THE WEB SITE OR THE CONTENT. FURTHER, COMPANY AND ITS SUBSIDIARIES AND AFFILIATES DISCLAIM ANY EXPRESS OR IMPLIED WARRANTIES INCLUDING, WITHOUT LIMITATION, NONINFRINGEMENT, MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, AND TITLE.

COMPANY, ITS PARENT, SUBSIDIARIES OR AFFILIATES OR THE DIRECTORS, OFFICERS, EMPLOYEES, OR OTHER REPRESENTATIVES OF EACH OF THEM SHALL NOT BE LIABLE FOR THE USE OF THE WEB SITE INCLUDING, WITHOUT LIMITATION, THE CONTENT AND ANY ERRORS CONTAINED THEREIN. SOME JURISDICTIONS LIMIT OR DO NOT ALLOW THE DISCLAIMER OF IMPLIED OR OTHER WARRANTIES SO THE ABOVE DISCLAIMER MAY NOT APPLY TO THE EXTENT SUCH JURISDICTION'S LAW IS APPLICABLE TO THIS AGREEMENT.

12. Disclaimers/Limitation of Liability

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YOU UNDERSTAND AND AGREE THAT COMPANY LIMITS ITS LIABILITY IN CONNECTION WITH YOUR USE OF THE WEB SITE AS SET FORTH BELOW:

UNDER NO CIRCUMSTANCES SHALL COMPANY, ITS PARENT, SUBSIDIARIES, DIVISIONS OR AFFILIATES OR THE DIRECTORS, OFFICERS, EMPLOYEES, OR OTHER REPRESENTATIVES OF EACH OF THEM (COLLECTIVELY, THE "COMPANY ENTITIES AND INDIVIDUALS") BE LIABLE TO YOU FOR ANY LOSS OR DAMAGES OF ANY KIND (INCLUDING, WITHOUT LIMITATION, FOR ANY SPECIAL, DIRECT, INDIRECT, INCIDENTAL, EXEMPLARY, ECONOMIC, PUNITIVE, OR CONSEQUENTIAL DAMAGES THAT ARE DIRECTLY OR INDIRECTLY RELATED TO (1) THE WEB SITE, THE CONTENT, OR YOUR SUBMISSION; (2) THE USE OF, INABILITY TO USE, OR PERFORMANCE OF THE WEB SITE; (3) ANY ACTION TAKEN IN CONNECTION WITH AN INVESTIGATION BY COMPANY OR LAW ENFORCEMENT AUTHORITIES REGARDING YOUR USE OF THE WEB SITE OR CONTENT; (4) ANY ERRORS OR OMISSIONS IN THE WEB SITE’S TECHNICAL OPERATION, EVEN IF FORESEEABLE OR EVEN IF THE COMPANY ENTITIES AND INDIVIDUALS HAVE BEEN ADVISED OF THE POSSIBILITY OF SUCH DAMAGES WHETHER IN AN ACTION OF CONTRACT, NEGLIGENCE, STRICT LIABILITY TORT (INCLUDING, WITHOUT LIMITATION, WHETHER CAUSED IN WHOLE OR IN PART BY NEGLIGENCE, ACTS OF GOD, TELECOMMUNICATIONS FAILURE, OR THEFT OR DESTRUCTION OF THE WEB SITE). IN NO EVENT WILL THE COMPANY ENTITIES AND INDIVIDUALS BE LIABLE TO YOU OR ANYONE ELSE FOR LOSS OR INJURY, INCLUDING, WITHOUT LIMITATION, DEATH OR PERSONAL INJURY. SOME STATES DO NOT ALLOW THE EXCLUSION OR LIMITATION OF INCIDENTAL OR CONSEQUENTIAL DAMAGES, SO THE ABOVE LIMITATION OR EXCLUSION MAY NOT APPLY TO YOU. IN NO EVENT SHALL THE COMPANY ENTITIES AND INDIVIDUALS TOTAL LIABILITY TO YOU FOR ALL DAMAGES, LOSSES, OR CAUSES OF ACTION EXCEED TEN DOLLARS ($10.00).

THE COMPANY ENTITIES AND INDIVIDUALS ARE NOT RESPONSIBLE FOR ANY DAMAGE TO ANY USER'S COMPUTER, HARDWARE, COMPUTER SOFTWARE, OR OTHER EQUIPMENT OR TECHNOLOGY INCLUDING, WITHOUT LIMITATION, DAMAGE FROM ANY SECURITY BREACH OR FROM ANY VIRUS, BUGS, TAMPERING, FRAUD, ERROR, OMISSION, INTERRUPTION, DEFECT, DELAY IN OPERATION OR TRANSMISSION, COMPUTER LINE OR NETWORK FAILURE OR ANY OTHER TECHNICAL OR OTHER MALFUNCTION.

YOUR ACCESS TO AND USE OF THIS WEB SITE IS AT YOUR RISK. IF YOU ARE DISSATISFIED WITH THE WEB SITE OR ANY OF THE CONTENT, YOUR SOLE AND EXCLUSIVE REMEDY IS TO DISCONTINUE ACCESSING AND USING THE WEB SITE OR THE CONTENT.

YOU RECOGNIZE AND CONFIRM THAT IN THE EVENT YOU INCUR ANY DAMAGES, LOSSES OR INJURIES THAT ARISE OUT OF COMPANY'S ACTS OR OMISSIONS, THE DAMAGES, IF ANY, CAUSED TO YOU ARE NOT IRREPARABLE OR SUFFICIENT TO ENTITLE YOU TO AN INJUNCTION PREVENTING ANY EXPLOITATION OF ANY WEB SITE, PROPERTY, PRODUCT, PROGRAM, TELEVISION SHOW, MOTION PICTURE OR OTHER AUDIO/VISUAL CONTENT OWNED OR CONTROLLED BY COMPANY AND/OR ITS PARENTS, SUBSIDIARIES, DIVISIONS AND/OR AFFILIATES OR YOUR SUBMISSIONS, AND YOU WILL HAVE NO RIGHTS TO ENJOIN OR RESTRAIN THE DEVELOPMENT, PRODUCTION, DISTRIBUTION, ADVERTISING, EXHIBITION OR EXPLOITATION OF ANY COMPANY WEB SITE, PROPERTY, PRODUCT, PROGRAM, TELEVISION SHOW, MOTION PICTURE OR OTHER AUDIO/VISUAL CONTENT OR YOUR SUBMISSIONS OR ANY AND ALL ACTIVITIES OR ACTIONS RELATED THERETO.

BY ACCESSING ANY OF THE WEB SITE, I UNDERSTAND THAT I MAY BE WAIVING RIGHTS WITH RESPECT TO CLAIMS THAT ARE AT THIS TIME UNKNOWN OR UNSUSPECTED, AND IN ACCORDANCE WITH SUCH WAIVER, I ACKNOWLEDGE THAT I HAVE READ AND UNDERSTAND, AND HEREBY EXPRESSLY WAIVE, THE BENEFITS OF SECTION 1542 OF THE CIVIL CODE OF CALIFORNIA, AND ANY SIMILAR LAW OF ANY STATE OR TERRITORY, WHICH PROVIDES AS FOLLOWS: "A GENERAL RELEASE DOES NOT EXTEND TO CLAIMS WHICH THE CREDITOR DOES NOT KNOW OR SUSPECT TO EXIST IN HIS FAVOR AT THE TIME OF EXECUTING THE RELEASE, WHICH IF KNOWN BY HIM MUST HAVE MATERIALLY AFFECTED HIS SETTLEMENT WITH THE DEBTOR."

13. Indemnity

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You agree to defend, indemnify and hold harmless the Company Entities And Individuals with respect to any and all costs, claims, demands, investigations, liabilities, losses, damages, judgments, settlements, costs and expenses, including attorneys' fees arising out of or in connection with this TOU, including, without limitation: (a) your use of the Web Site; (b) your violation of these TOU or any law, rule or regulation; (c) your use of the Content; or (d) your Submission. You will cooperate as fully and reasonably as required by Company in the defense of any claim. Notwithstanding the foregoing, Company retains the exclusive right to settle, compromise and pay any and all claims, demands, proceedings, suits, actions or causes of actions which are brought against Company herein under the terms and provisions of this Section 13 and in no event shall you settle any such claim without Company's prior written approval.

14. Governing Law

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THESE TOU AND THE INTERPRETATION OF THESE TOU SHALL BE GOVERNED BY AND CONSTRUED IN ACCORDANCE WITH THE LAWS OF THE STATE OF NEW YORK, WITHOUT REGARD TO ITS CONFLICTS OF LAWS RULES AND SPECIFICALLY WILL NOT BE GOVERNED BY THE UNITED NATIONS CONVENTIONS ON CONTRACTS FOR THE INTERNATIONAL SALE OF GOODS, IF OTHERWISE APPLICABLE.

15. Jurisdiction and Venue

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You waive all rights to trial by jury in any action or proceeding instituted in connection with these TOU and/or the Web Site. Any controversy or claim arising out of or relating to these TOU and/or the Web Site shall be settled by binding arbitration in accordance with the commercial arbitration rules of the American Arbitration Association. Any such controversy or claim shall be arbitrated on an individual basis, and shall not be consolidated in any arbitration with any claim or controversy of any other party. The arbitration shall be conducted in the State of New York, in the City of New York, County of New York, and judgment on the arbitration award may be entered into any court having jurisdiction thereof. Any matters or proceedings that are not subject to arbitration as set forth in this Section 16 of these TOU and/or for entering any judgment on an arbitration award, shall take place in the State of New York, in the City of New York, County of New York. You waive the defense of forum non conveniens.

16. Miscellaneous

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You are solely responsible for compliance with applicable laws, rules, and regulations in connection with your use of the Web Site and the Content, including, without limitation, those governing your transmission or use of any software or data. These TOU and any applicable additional terms contain the sole and entire agreement between the parties with respect to the Web Site, the Content and your Submission and supersede any and all other prior written or oral agreements between them. The section titles in these TOU are for your convenience only and do not have any legal or contractual effect. You agree that these TOU will not be construed against Company by virtue of having drafted these TOU. If any provision of these TOU shall be held invalid or unenforceable by any court of competent jurisdiction or as a result of future legislative action, such holding or action shall be strictly construed and shall not affect the validity or effect of any other provision of these TOU. No waiver on the part of Company of any of these TOU will be of any force or effect unless made in writing and signed by a duly authorized officer of Company.

17. Termination

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You understand and agree that Company will determine your compliance with these TOU in its sole discretion. Company reserves the right to deny access to all or part of the Web Site and to deny access to any person in its sole discretion without notice or liability of any kind. Any violation of these TOU may be referred to law enforcement authorities. Upon termination of your user account or access to the Web Site, or upon demand by Company, you must destroy all materials obtained from this Web Site and all related documentation.

Careers Privacy Policy

Effective Date: January 1, 2008

CBS Corporation ("Company" or "we," "our," or "us") owns this CBS Careers web site, which users may access through our various divisional web sites (the "Web Site”). This Privacy Policy only covers information collected at this Web Site, and does not cover any information collected at any other web site or offline by Company (unless specifically stated). The purpose of this Privacy Policy is to disclose to you what information we may collect on the Web Site, how we may collect it, with whom we may share it, and certain other matters related to such information, including the choices you may have regarding our collection, use, and disclosure of such information. Please read this Privacy Policy carefully. In addition, please review the CBS Careers Terms of Use, which govern your use of the Web Site. Table of Contents

Types Of Information That May Be Collected

    Web Site Usage Information & IP Address
    Information You Provide Us
    Information From Other Sources
    E-mail A Friend

How Information May Be Collected

    Cookies
    Web Beacons

How We Use The Information Collected

With Whom Information May Be Shared

    Third Parties Providing Services on Our Behalf
    Non-Personal Information
    EEOC/Affirmative Action Reporting
    Business Transfers
    Legal Protection and Law Enforcement

Correcting/Updating Personal Information

Third Party Content and Links To Other Web Sites

Consent To Transfer

Security

A Special Note For Parents Concerning Privacy

Notification Of Changes And Your Acceptance Of The Privacy Policy TYPES OF INFORMATION THAT MAY BE COLLECTED

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The following are the types of information we may collect:

Web Site Usage Information & IP Address

We may receive and store certain types of web site usage information whenever you visit the Web Site. For example, we may collect the page served, the time, the source of the request, the type of browser making the request, the preceding page view, other similar information and your IP address. An IP address is a number that is automatically assigned to your computer whenever you access the Internet, and our computers identify your computer by its IP address. We may associate your IP address with the personal information you provide. When analyzed, web site usage information helps us determine how visitors arrive at the Web Site, what type of content is most popular, and what type of visitors are interested in particular kinds of content and advertising.

Information You Provide Us

We may ask you to provide us with two types of information: (1) personal information, which is information that could reasonably be used to identify you personally, such as your name, e-mail address, and physical address; and (2) demographic information, such as gender, zip code, or similar information. We may collect this information at various places and forms on the Web Site, including when you submit information needed to consider you for potential employment opportunities, register with the Web Site, add information to your profile at the Web Site or when you communicate or otherwise interact with us. You may also be asked to choose a password in order to identify yourself during future visits to the Web Site. Providing us with information about yourself is your choice, and you can always choose not to provide certain information, but then you may not be able to take advantage of some of the Web Site's features.

Information from Other Sources

We may receive information about you from other sources; for example, we may obtain information regarding your employment interests or employment history from third parties. We may combine the information we receive from those other sources with information we collect through the Web Site. In those cases, we will apply this Privacy Policy to any personal information received, unless otherwise specifically disclosed by us at the time you provide your personal information.

E-mail A Friend

If you send a friend an e-mail from the Web Site, the information you provide (names and e-mail addresses) is used on a one-time basis to facilitate the communication and is not used for any other marketing purpose, unless we obtain additional consent.

HOW INFORMATION MAY BE COLLECTED

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Cookies

The Web Site uses standard technology called "cookies," which are small data files that are transferred to your computer when you visit the Web Site and allow your browser to accept cookies. Cookies automatically identify your web browser to the Web Site whenever you visit the Web Site, and may make navigating and using the Web Site easier for you. Also, by tracking how and when you use the Web Site, cookies help us determine which areas are popular and which are not. Many improvements and updates to the Web Site are based on data obtained from cookies. Additionally, accepting cookies may allow you to, among other things, personalize your experience on the Web Site. Cookies may also allow the Web Site to present to you advertising that may be of interest to you as well as limit how often you see certain ads that may detract from your user experience on our Web Site. If you do not want to allow information to be collected through the use of cookies, you can generally opt out of providing this information by setting your browser to reject cookies. However, please be aware that some areas of the Web Site may not provide you with an acceptable user experience if you have disabled the use of cookies.

Web Beacons

The Web Site and any e-mails sent by the Web Site may contain electronic images (generally, single-pixel ".gif" images) called "web beacons." These web beacons allow Company and third parties to monitor and collect certain information about the viewer of the web page, web-based document or e-mail message, such as the type of browser requesting the web beacon, the IP address of the computer that the web beacon is sent to and the time the web beacon was viewed. Company's use of web beacons on this Web Site, include, without limitation, the following:

    counting unique users (actually, unique web browsers), visits and page views.
    monitoring traffic and conversion patterns on the Web Site.
    personalizing your experience when you visit the Web Site, including the advertising and content you see.
    determining whether or not e-mail messages were opened, links were clicked or notifications/offers were acted upon.

HOW WE USE THE INFORMATION COLLECTED

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The information you provide to us may be used to:

    Send you e-mail communications or otherwise contact you regarding your job search
    Facilitate your job search and prepare governmental and internal statistics reports
    Contact you about the Web Site, including, without limitation, in our discretion to notify you of changes to this Privacy Policy, the CBS Careers Terms of Use, or other policies that affect your use of the Web Site
    Monitor or improve the Web Site
    Administer the Web Site’s systems and for other internal business purposes
    Comply with and monitor compliance with the CBS Careers Terms of Use and other applicable agreements and polices
    For other purposes disclosed when you provide your information.

Please note that information submitted to the Web Site via a "contact us," "help" or other similar e-mail address or form will not necessarily receive a response. We will not use the information provided to these e-mail addresses or forms to contact you for marketing purposes unrelated to your request. WITH WHOM INFORMATION MAY BE SHARED

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The following outlines the ways in which your information may be shared with others:

Third parties providing services on our behalf

We may employ third parties to perform functions on our behalf; including, without limitation, third parties that host or operate the Web Site. These third parties may have access to your personal information and/or demographic information for the purpose of performing such functions on the Web Site' behalf.

Non-Personal Information

We may share non-personal information, such as aggregate user statistics, demographic information, and web site usage information with third parties.

EEOC/Affirmative Action Reporting

In conjunction with laws and regulations enforced by the Equal Employment Opportunity Commission (“EEOC”), the Office of Federal Contract Compliance Programs (“OFCCP”) and similar state and local regulatory agencies, we may ask you to provide us with self-identifying information (such as veteran status, gender and ethnicity). Providing such self-identifying information is voluntary, but if you do provide us with such information, we may submit that information, to the EEOC, the OFCCP and similar state and local regulatory agencies for business-related purposes, including, but not limited to responding to information requests, fulfilling regulatory reporting requirements and defending against employment related complaints.

Business Transfers

Company may share the information with its parent, divisions, subsidiaries and affiliates. Company or any of it assets, including the Web Site, may be sold, or other transactions may occur in which your personal information is one of the key business assets for the transaction. In such a case, your personal information may be one of the business assets we transfer. Hence, Company reserves the right to disclose and transfer user information, including personal information, in connection with a corporate merger, consolidation, restructuring, the sale of substantially all of our assets or other corporate change.

Legal Protections and Law Enforcement

We may disclose information about our users, including your personal information, in the event we are required to respond to subpoenas, court orders, legal process or other valid law enforcement measures; to comply with a legal obligation; at the request of governmental authorities conducting an investigation; to verify or enforce compliance with the policies governing the Web Site and applicable laws; or to protect the legal rights, interests, or safety of the Web Site, our users or others. We may also use IP addresses to identify users, and may do so in cooperation with copyright owners, internet service providers or law enforcement agencies in our discretion. Such disclosures may be carried out without notice to you.

CORRECTING/UPDATING PERSONAL INFORMATION

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The Web Site may contain web pages through which you can correct or update the personal information you have provided to us through registration with the Web Site.

THIRD PARTY CONTENT AND LINKS TO OTHER WEB SITES

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When you are on this Web Site you may be directed to other sites that are operated and controlled by third parties that are beyond our control. These other web sites may send their own cookies to you, independently collect data or solicit personal information and may or may not have their own published privacy policies. If you visit a web site that is linked from this Web Site, you should consult that web site's privacy policy before providing any personal information.

CONSENT TO TRANSFER

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The Web Site is operated in the United States. If you are located in the European Union, Canada or elsewhere outside of the United States, please be aware that any information you provide to us will be transferred to the United States. By using the Web Site or providing us with your information, you consent to this transfer.

SECURITY

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Company incorporates reasonable safeguards to help protect and secure your personal information. However, no data transmission over the Internet or electronic storage of information can be guaranteed to be 100% secure. Please note that Company cannot ensure or warrant the security of any information you transmit to Company via this Web Site, and you do so at your own risk.

A SPECIAL NOTE FOR PARENTS CONCERNING PRIVACY

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This Web Site are general audience web Site. We do not knowingly collect any personal information from children younger than the age of thirteen (13) on this Web Site and we will delete any information later determined to be from a user younger than thirteen (13).

NOTIFICATION OF CHANGES AND YOUR ACCEPTANCE OF THE PRIVACY POLICY

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By using this Web Site, you acknowledge your agreement to the terms of this Privacy Policy. From time to time, Company may update this Privacy Policy. However, Company will use your personal information in a manner consistent with the Privacy Policy in effect at the time you submitted the information, unless you consent to the new or revised policy.



Career site help








Career site login page The first page you encounter in the Career site is the home page. From the home page, you can:

    Search job openings questionnaire to the organization directly*
    Create an account*
    Log in (for returning users)*

*These options may not be available to you, or their wording might be customized. If the organization career site you are accessing supports Social Media Logins, you can login with your social media credentials. See Social Media Login. While creating your account profile, you can also grant consent to receive SMS text message if the organization career site supports this feature. See Granting Consent to Receive SMS Messages.

If you are an international job seeker and see an option to Select language, please select the language you want to use from the dropdown menu.

For best results, you should be using one of these supported browsers:

    Internet Explorer 6.0+
    Firefox 11.0+
    Safari 5.0+
    Chrome 18+

After you are logged in
After your are logged in, the home page may also display links to Edit your profile, to access the Resume/CV manager, to access the Search agent manager, to the Job cart, and to view your Saved drafts. Please note that you may not have all of these options available to you. You will also have a link to Log out.

To find additional help, scroll down to find information on the topic you are looking for. Please note that not all features listed below may be available.
Searching within the Help system You can also search the Help system. To do so, hold the CTRL key and press F on your keyboard, and then type a word or phrase to search on. If you have further questions, please contact the site administrator.

As you navigate through this site, a progress bar displays at the top of the screen to show you where you are in the application or submission process. You can jump to any step in the process you have already completed by clicking the appropriate link in the progress bar.

Login Help
To log in, enter your login E-mail address or Username and Password in the Login box on the home page, and click the Log in button. .

If you forgot your password, click the Forgot your password? link and enter either the e-mail address you registered with or your username. A password recovery e-mail will then be sent to that address. If you did not enter a contact e-mail address for your profile, you can answer the security question you selected, and you can reset your password in that screen.

If you do not have an account, you can create one by clicking the link to create a new account. Information on creating a new account is detailed in a following section.

Create login

If you have the option of creating a login or are asked to create a login, you will be able to create a profile, store your resume/CV on the site, and access features, which may include a job cart and your saved searches stored in the search agent manager.

Please note that some organizations require you to agree to their privacy policy before you can create an account. If you click the link to create a new account and a privacy statement pops up, you must click the Agree button before you can continue creating an account. In some cases, a privacy policy question appears before the privacy policy is displayed, and should be answered.

To create an account, enter your Username or a login E-mail address, and then enter (and re-enter) a Password. For tips on creating a password, click the Password security tips link.

When you are asked to Select a security question, select a question from the dropdown, and enter an Answer to your security question. When you are finished entering information, click the Create button.

Once you have created a login, you navigate around the site to create and edit a profile, as well as take other actions. When creating the profile, you may also be able to build it using your ResumePal profile or your profile from a social networking site such as LinkedIn or Facebook.

Social Media Login

If the organization you are applying to has Social Media Login enabled, you can login to your profile account on a career site using your social media (SM) credentials. Social media login allows you to login to an existing talent gateway account or to create a new talent gateway account. You can map your profile account to one or all of your social media accounts, but each social media account can only be mapped to one profile account. For example, if you have three profile accounts, you can map one to Facebook (FB), one to Twitter, and one to LinkedIn (LI). Alternatively, you can map one account profile to all three social media sites. Whichever option you choose, a social media account can only have one mapping to a profile account. The following example shows how to log into your account profile using your Facebook credentials. The process is similar for Twitter and LinkedIn social media accounts with a few minor exceptions noted in this procedure.

To log into your account profile using Facebook SM credentials:

    Access the home page and select which social media account you want to map to your account profile.
    Click the social media icon for your social media account.
    Complete your credentials in the pop-up window. For FB users, the email field auto-populates.

    Note: When using Twitter and LinkedIn social media credentials, the email address does not auto populate.

    Click Log In. The FB request permission page displays.

    Note: If you have previously authorized access to your SM accounts, the FB Login and FB Permission pages do not display.

    Click Allow. The career site login and mapping page displays. If you have an existing TG profile account and the email addresses match, FB auto populates the login section (top) of this page. If the Candidate does not have a n account profile, FB auto-populates the email address in the Create Login (bottom) section of this page..
    You must complete this one-time login page. You have two login/mapping options:
        You can use the Login Section to log into your existing account profile using your account profile password. Click Login. This action maps your existing account profile account to your social media account.
        You can complete the Create Login section to create a new account profile and password and clicking Create. This action maps your new account profile to your social media account.

    Note: Candidates with more than one account profile can enter their account Username and account Password on the career site login page, and click a social media icon to map that account to their social media credentials. The procedure is the same for each additional career site/Social Media credential process.

When you have logged into your account profile using SM credentials, you can also view and change your social networking settings, including revoking SM logins on your account profiles. See Social Networking Information and Revoking Social Media Logins.

Social Networking Information

When you are logged into your account profile, you can view and change your social networking settings by clicking the Social networking information hyperlink. To view and/or change your social networking settings:

    Click the social networking information hyperlink. Your social networking information page displays. On this page you can to view your social media settings.
    The following table outlines the actions a candidate can initiate on the Social Networking Information page.


    Permission Type


    Description

    Authorize/Unauthorize


    When Authorize is active, candidate can Share (Post to Social Network) and Import (Use social media profile with job apply).

    When unauthorized, Share and Import are disabled and the Show Public Information and Allow Login checkboxes are grayed out and disabled.

    Show Public Information


    When checkbox is checked, the social media hyperlink in the candidate s Talent Record is active and the candidate s public profile can be viewed.

    When checkbox is un-checked, the social media hyperlink in the candidate s Talent Record is not active and the candidate s public profile cannot be viewed.

    Allow Login


    When this checkbox is checked, social media login is allowed.

    When this checkbox is not checked, social media login is NOT allowed.
    Click Save to save your settings.

Revoking Social Media Logins on Account Profiles.
To revoke authorization of SM credentials for account profile login:

    Click the Social Networking Information Page hyperlink.
    Un-check the Allow login checkbox.
    Click Save.

    The social media/account profile credential mapping remains active for the remainder of the login period. When the Candidate logs out of their account profile, social media credential mapping is disabled.

Granting Consent to Receive SMS Messages
If the organization you are accessing supports SMS messaging, you can grant consent to receive SMS text message when you are creating or editing your account profile, or when you complete a questionnaire while applying for a position.
To grant SMS consent to receive text messages in your account profile :

    Log into your account profile.
    Click Edit Your Profile.
    Enter your mobile phone number in the other phone field and Select the checkbox for Send me text messages about jobs. Confirmation dialog box displays.
    Click Close.
    Click Save.

    You can now receive SMS text messages from this organization.

To grant SMS consent to receive text messages during questionnaire completion:

    Complete the Other Phone field and check the SMS Consent checkbox.
    Click Next.
    Click submit. Consent settings are saved to your account profile.

    You can now receive text messages from this organization.

Search openings

The Search openings page allows you to search on specific criteria to find jobs that match your interests and qualifications. You can access the Search openings page from the Search openings link on the Home page.

To search for current job openings, enter your search criteria. The searchable criteria may include Location, Department, Education, and Language. You can search on one, multiple, or all languages that the organization supports. The more specific your criteria, the fewer jobs will be returned, so you should use broader criteria first and narrow your search only if too many results are displayed.

Depending on the organization, you may also be able to search on Keywords, as well as by when a job opening was posted. For help with keyword searching, click the Tips link. The Keywords field supports Boolean searching, which means you can use AND, OR, and AND NOT when searching. Note: Boolean operators must be in English.

If you see the field Language as search criteria, select the language to identify which job postings you would like to search. The Language button that appears as a field lets you select the specific language that a job has been posted in, which may differ from the overall language of the rest of the site.

If you see a Job match field at the bottom of the search screen, you can use it to run a conceptual search. Simply paste your resume/CV, cover letter, or ideal job description into the Job match box, click the Search button below the Job match box, and the career site will return jobs that are well suited to you. You can click on the example links to see an example cover letter or resume/CV that might be used in a Job match search.

    To select or deselect multiple items in a list, hold down the CTRL key while you click.
    For keyword searching, view these tips.

Click the Search button to find jobs that match your criteria, or click Clear to start over. Please note that there are two different Search buttons when Job match functionality is present. If you use the top Search button, any job match text that was entered is ignored. If you use the bottom Search button (below Job match text box), the Job match criteria is used.

Search results

The Search results page shows you all the jobs that matched your search criteria. If there are too few or too many jobs, or if you would like to change your search criteria, click the Refine search link.

To sort your results by a particular detail, click the hyperlinked item in the first column.

To view detailed information about a job, click its hyperlink.

To view detailed information for more than one job, select the checkboxes next to the jobs you want to view, and then click the View job(s) button.

In the search results screen, if you want to submit to one or more jobs, select the checkboxes next to the jobs you want to submit to, and then click the Submit to job(s) or Apply to job(s) button. Please note that the text of the button may have been customized. The text of this button may display something else. You can only submit yourself for ten jobs at a time. Please note that to Submit or Apply to jobs, you may be required to log in, so a Login prompt may appear when you first click the Submit to job(s) button.

If two or more jobs are selected and at least one of them has a questionnaire, then the Selected jobs page displays after clicking Apply to job(s) button.

If you see a Send to friend (or a customized equivalent) button and would like to send job listings to a friend, select the checkboxes next to the jobs you want to e-mail to your friend, and then click the Send to friend button. Enter details about yourself and your friend to send the message by clicking the Send e-mail button. You may see an optional field asking you to identify Your friend's affiliation with this organization; that information is used to prevent confidential organization information from being sent to external candidates.

If you see a Create search agent button and would like to save this search and/ or receive regular e-mail messages with the search's results, click the Create search agent button. Creating the search agent allows you to either repeat your search at a later date (for example, if you search using the same criteria every day, you can save the search as an agent so you will not have to enter the criteria every time you return to the site), or to have the results of your search e-mailed to you on a regular basis. In the Create search agent popup, enter the Search name, select the Frequency with which you want search results mailed to you, and confirm the E-mail address where you want the results sent. You can later edit or delete your agents from the Search agent manager, which displays all of your search agents. Please note that to create a search agent, you may be required to log in, so a Log in prompt may appear when you first click the Create search agent button.

If you see a Save to cart button and would like to save one or more of these jobs so you can view or submit or apply to them at a later date, select the checkboxes next to the jobs you want to save, and then click Save to cart. The job(s) will be stored in your job cart, which you can access at any time to view or submit directly to the jobs you stored there. Each job will be saved until it expires (when the posting is removed from the site because the job is no longer available), at which point it will be deleted from your cart automatically. Please note that to save a job to your job cart, you may be required to log in.

Searching by proximity

To search by proximity:

    In the Proximity search area, change or select the Country in the dropdown list as desired. The State/Province/Region field is populated with the appropriate jurisdictions for the selected country.
    Select the jurisdiction in the State/Province/Region field. Once you select the jurisdiction, the City field is populated with the cities and towns for that jurisdiction.
    Select the city.
    In the Include jobs within field, select method for measuring the distance: Miles or Kilometers.
    In the Include jobs within field, select the distance.
    Click Search.
    If you want to start a new search, click Clear to empty the fields and start again.

Note: If you select "United States" in the Country field, the page refreshes and the Zip postal code field appears. You can enter a Zip code instead of the State/Province/Region and City if you prefer. This may also be available for Netherlands locations (4-digit postcode can be entered).

Job details

The Job details page is accessed by clicking on the hyperlinked job, or by selecting a job's checkbox and clicking the View job(s) button. The Job details page displays specific information about a job, and also allows you to easily submit or apply to the job. You may also be able to post the job to your social networks.

Clicking the Submit to job or Apply to job button will begin the submission or application process to your selected job. The text of the button may have been customized. Please note that submitting or applying to a job may require you to log in.

If you are viewing multiple jobs, use the Next job and Previous job links to move from job to job.

If you see a Send to friend (or a customized equivalent) button and would like to send job listings to a friend, click the Send to friend button. To send the message, enter details about yourself and your friend. You may have the option to identify Your friend's affiliation with this organization; that information is used to prevent confidential organization information from being sent to external candidates.

If you see a Save to cart button and would like to save one or more of these jobs so you can view or submit to them at a later date, click Save to cart. Please note that saving to a cart requires you to log in, or create a login.

When you are viewing a job, a View similar jobs button may appear. Clicking that button runs a conceptual search, which finds jobs that may have a lot in common with the original job.

If you see a Post to my Social Networks button, you can post the job to your social media sites. When you are viewing a job details page, you may see a video you can play to learn more about the job. You may also see a Quick Response (QR) code on the job details page. You can scan the QR code with your smartphone or click the QR reader to view additional information about the job.
If you landed on the Job Details page by clicking a job title hyperlink in a Jobs Listing company Facebook page, you can click the Apply, Like, or Send buttons. The Apply button directs you to the TG login page or the Jobs Detail page for the selected job. The Return to Job List hyperlink returns you to the Job Listings page.

Add new resume/CV

Please note that if you are submitting your resume/CV and/or a cover letter in conjunction with a questionnaire, the resume/CV submission may just be one step in the process.

You will be offered one or more of the following ways to enter your resume/CV:

    Select a resume/CV that you had already entered or uploaded to this career site.
    Upload your (existing) resume/CV from your computer.
    Enter your resume/CV by copying and pasting the text of it into the site.
    If you don't have a resume/CV, you can create a profile containing your contact information, education, and experience.

Use a resume/CV that you have already uploaded to this site:

    Click the radiobutton to use a resume/CV from your profile.
    Select the resume/CV that you want to use from the dropdown list.
    If you want to, click the Preview button to confirm that this is the correct resume/CV.
    You must select your most recent Work experience and most recent Education before you can save your updated resume/CV even if you are not otherwise changing the information for each of these categories.
    Enter a Name and Cover letter, if you have one.
    Click the Continue button.

Please note that this option will only appear if you already have at least one resume/CV saved to your profile on this career site.

Upload your resume from your computer:

If you see the option to upload your resume/CV, you can save an existing resume/CV from your computer directly to the site.

    Click the radiobutton to Upload your resume/CV from your computer.
    Click the Browse button to find the file on your hard drive or floppy disk.
    Select the resume/CV, and then click Open.
    Alternately, you may type the complete file path (starting with the drive, such as C:\folder\yourfile.doc).
    Underneath the File to upload box, Name this resume/CV with a unique name to help you recognize it later.
    Enter a Cover letter, if you have one.
    Click the Continue button.
    The screen will refresh to show you a how your uploaded resume/CV looks. You must click Continue in order to continue your submission or application process.

Please note that resumes/CVs cannot be any larger than 3,000KB (3MB). The total maximum capacity for resumes/CVs to be uploaded is 15MB (five resumes/CVs at 3MB each).

Enter your resume by typing or copying and pasting the text of it into the site:
You can use HTML in this field. For more information about using HTML, see HTML Guidelines.

    Click the radiobutton to Enter your resume/CV by typing or copying it in.
    Open your resume/CV in your word processing program.
    In the word processing program, highlight the text of your resume/CV.
    With your entire resume/CV selected, choose Copy from the Edit menu of your program, or click CTRL and C.
    Return to the career site, and click your mouse in the empty box where it says to enter the text of your resume or CV.
    Press the CTRL and V keys. This should paste the text of your resume/CV into the textbox. If you want help with how to best format your resume, click the Resume tips help link.
    Alternately, you can type your resume/CV into the textbox, if this is easier.
    Underneath the textbox, Name this resume/CV with a unique name so you will recognize it later.
    Enter a Cover letter, if you have one.
    Click the Continue button.

HTML Guidelines

Due to security requirements, we cannot provide the list of permitted HTML tags. However, most errors are due to the incorrect use of common HTML tags.
Here are some very general guidelines:

    HTML tags must be valid. For a tag to be valid, it means that the tag must be in the official list of tags supported by the W3C (Word Wide Web Consortium). To learn more about using HTML tags, see the W3C Schools website. This is an excellent resource.
    HTML tags must be well-formed. Well-formed means that tags must include an opening tag (for example, you use to start a paragraph) and closing tag (you use
    to close that paragraph).

    Both the opening and closing tag must be correctly formed with no additional characters and spaces within them. The closing tag includes a forward slash ("/") before the tag name. Here is an example of some simple tags:

    This is the bold tag.

    This is the italic tag.

    Heading Level 1
    Heading Level 2
    Heading Level 3

Click here to create a profile

    Click the hyperlinked Click here to create a profile text. The Profile source page appears.
    Select a source from which profile information can be pulled or built. Options include "Build or select a profile using this site" (the default), or other sources such as your resumepal profile or your profile from a social networking site such as LinkedIn or Facebook.
    After choosing the source, click Continue. The Resume/CV profile information page displays.
    Building on this site: Enter all of your Contact information, Work experience, and Education, as appropriate. You must select the "most recent" entry for work experience and education, even if you enter only one example.

    If you are updating a Resume/CV profile submitted previously, please select the most recent work experience and education even if you have entered only one example.

    Resumepal: This will use your profile from your resumepal account.

    Social networking: On the contact information tab, you can click the Social networking information button to include your public social networking information from sites such as LinkedIn and Facebook. Click the icons of authorized sites to preview what recruiters would see when the information is included. Click the Authorize or Unauthorize links, as desired, to control which profiles you want included. When authorizing, you'll see a standard popup from the social networking site that asks if the Kenexa 2x BrassRing application can access your basic public information. When set, click OK to close the pop-ups.
    Click the Continue button.

Note: this option will only appear if you do not already have a resume/CV saved in the system. This option is also not available if you are submitting your resume/CV in conjunction with a questionnaire.

You will be offered one or both of the following ways to enter your cover letter:

    Select a cover letter that you have already entered and saved for this career site.
    Enter your cover letter by copying and pasting the text of it into the site.

Select a cover letter from my profile:

    Click the radiobutton to use a cover letter from your profile.
    Select the cover letter you want to use from the dropdown list.
    Click the Preview button to confirm that this is the correct resume/CV.
    Click the Continue button.

Please note that this option will appear only if you already have at least one cover letter saved to your profile on this career site.

Enter your cover letter by typing or copying and pasting the text of it into the site:

    Click the radiobutton to Enter or paste the text of your cover letter.
    Open your cover letter in your word processing program.
    In the word processing program, highlight the text of your cover letter.
    With your entire resume/CV selected, choose Copy from the Edit menu of your program, or click CTRL and C.
    Return to the career site, and click your mouse in the empty box where it says to Enter the text of your cover letter.
    Press the CTRL and V keys. This should paste the text of your cover letter into the text box.
    Alternately, you can type your cover letter into the text box.
    Underneath the text box, you should Name this cover letter with a unique name to help you recognize it later.
    Click the Continue button.

Auto-extraction

Auto-extraction will extract your contact information, education and work experience into the proper fields from your resume/CV. The language of your submission will be identified based on the first half of the resume/CV text submitted.

Some suggestions for making the process more reliable include:

For the Contact information:

    Put your contact information at the top of the resume/CV.
    Put your name on a line by itself at the top.
    List your address, phone number, and other information for contacting you below your name.
    Put all other personal information below the contact information.
    For your mailing address, use a standard postal address format for your country.

For Experience and Education, label the sections of the resume/CV to make it easier for the extraction wizard to identify the information.

Edit your Resume/CV profile information

The Resume/CV profile information page allows you to enter all relevant Contact information, Work experience and Education (degrees). Please note that this page may display with your information already entered in some or all of the fields. If information exists in the fields, please verify it.

You can easily add, change, or update your profile information at any time once you are logged in. Click Edit your profile on the main page, and edit any fields you want to change. Then, click Save to record your changes.

If the organization gives you the option (based on their configuration) to permanently delete your profile, you can click the Delete profile button. You will see a confirmation screen notifying you that your personal information will be removed from the site.

To edit or delete your profile:

    In the first tab, edit your contact information. Required fields are denoted with an asterisk. In this tab you can also change your Login information by updating your login e-mail address or username in the proper field. You can change your password by clicking the Change password link, and change your security question by clicking the Change security question link.
    To edit your work experience, click the Work experience tab. In that tab, for each job edit your position or job title, the name of the organization, your responsibilities there, your skills, and the years when the job began and ended. Select the radiobutton for your "most recent" work experience even if you have only one experience listed.
    When you have edited the information for a job, click the Add button.
    Repeat the process for up to five total jobs, entering the most recent experience first.
    Select the Edit link, then click the Update button to modify existing Work experience. Click the Delete link to remove an existing Work experience.
    To add and edit your educational experiences, click the Education tab. For each degree, enter the school or educational institution's name, your major or area of study, the degree obtained, your GPA, and the year you obtained your degree or will obtain your degree. Select the radiobutton for your "most recent" education even if you have only one educational experience listed.
    When you have added the information for a degree, click the Add button. Repeat the process for up to three degrees in total, entering the most recent degrees first.
    You can select the Edit link, and then click the Update button to modify an existing Education experience. Click the Delete link to remove an existing Education degree.
    You can view any attachments you have previously submitted by clicking on the Attachments tab. You cannot upload files from the screen, only view them or delete them by clicking the Delete button.
    Click the Save button to save your updated profile information.

Submit attachments

Some organizations let you upload your own attachments directly into their system when you submit your resume/CV. The submit attachments page allows you to browse your local directories for files, upload the file, and assign an attachment category.

If you do not want to upload any attachments in the Submit attachments page, click the Continue button at the top of the screen to continue with your submission or application.

To upload one or more attachments:

    In the submit attachments screen, navigate to the Select files section.
    If you have previously uploaded files to use as attachments, you can select them from the list by highlighting them and clicking the Select button. Once you have selected a previously submitted file, it appears in the Uploaded files section at the bottom of the page, to be submitted with your resume/CV submission.
    To upload a new file from your computer, click the Browse button, select the file on your hard drive, and click Open. When you do that, the file name appears in the textbox; click the Upload button to upload the selected file.
    If you want to upload multiple files, click the Attach more files link. A new file upload section displays, with multiple fields for you to upload multiple files. For each file you want to upload, click the Browse button, select the file on your hard drive, and click Open. When you do that, the file name appears in the textbox; click the Upload button to upload the selected file.
    As you upload files to attach with the job submission, they appear in the Uploaded files section at the bottom of the Submit attachments screen. Please note that all files displayed in this section will be submitted with your resume/CV submission. You can click on the file name to view the attachment. In the Category column, select the category for each attachment (for example, Writing samples or Design samples). If you want to remove an uploaded attachment from the current job submission, click its Remove button.
    When you are done uploading and selecting attachments to submit, click the Continue button at the bottom of the screen.

Questions and additional information

This Questions and Additional information pages appear when the organization you are submitting or applying to has additional questions for you. Some questions may be general and required for the organization's hiring process, while others may be specific to the job(s) you selected to submit or apply to. Required questions are denoted with an asterisk. When you have answered the questions on a page, click the Continue, or Submit button to continue or complete the submission or application process. Additionally, some organizations may allow you to click a Preview button to preview and edit your questionnaire answers before submission. The preview option displays the questions in plain text and does not denote required questions with asterisks.

If the Save as draft button appears, clicking it saves your information as a draft to be completed at a later time.

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Selected jobs

The selected jobs screen displays when you choose to apply or submit to multiple jobs with questionnaires attached. Jobs with the same application process are grouped together, to make the application process easier.

You can apply or submit to an individual job by clicking its Apply link. If multiple jobs use the same questionnaire, you will see an Apply to group link that, when clicked, allows you to apply or submit to multiple jobs at once. Please note that the text of the links may have been customized.

The Selected jobs page provides a record of your job submissions. If you access this page and have already applied to a job, the job will display as Completed. If you apply to a job (or jobs) from this page, at the end of the application process you will be returned to the Selected jobs page and the job (or jobs) will be marked as Completed. When all jobs listed on this page are complete, the Return to search button will change to say Continue, and clicking it returns you to the landing page.

Saved drafts

If you previously began submitting to or applying for a job and chose to save a draft, then you can retrieve the saved information and application by clicking the Saved drafts link from the home page.

When you click the Saved drafts link, you will be returned to the point in your application process from where you left off.

When you save a submission or application as a draft, the Saved drafts confirmation page that displays after you click the Save as draft button has a link or button to View saved drafts.

E-mail job to a friend

If you see a Send to friend (or a customized equivalent) button and would like to send a job listing to a friend, enter your friend's e-mail address and friend's name, plus your (the Sender's) e-mail address. Type a Subject and a Message to your friend.

You may be required to identify Your friend's affiliation with this organization; that information is used to prevent confidential organization information from being sent to external candidates.

To send the message, click Send e-mail. Your friend will receive an e-mail message with your note and the job listing.

Post job to my social networks

If you would like to post the job to one or more of your authorized social networks, click the Post to my Social Networks button (if available).

On the pop-up you can add or change the message text. That message will be displayed on your social media pages with a clickable link for your friends and contacts to view or apply to the job. When the message is set, for each authorized social network to which you wish to post this req, click the checkbox next to its icon. (Authorized social media site icons are clickable hyperlinks to your public profile on that site.)

To post to a site you have not yet authorized, click the Authorize link beneath its icon. On the resulting pop-up, log in and click the appropriate button to authorize this application (2x BrassRing) to access your account/information. For example, the LinkedIn site has an "Ok, I'll allow it" button to authorize access. The social media popup should close after authorization.

Finally, click Share to post the content of the text area to the checked social network sites.
Resume/CV manager

If you have saved a profile, you will be able to access the Resume/CV manager by clicking that link on the Home page. In the Resume/CV Manager, you can view and edit all of the resumes/CVs and cover letters you have stored on the site.

To view a resume/CV or cover letter, click its name or the corresponding View icon (binoculars). When you are done viewing the resume/CV, click the Continue button.

You can have up to five resumes/CVs and five cover letters. To add a new resume/CV, click the Add new resume/CV button. To add a new cover letter, click the Add new cover letter button.

    If you have the option to upload a resume/CV and would like to use an existing resume/CV, you can upload it directly from your computer:
        Click the radiobutton to upload your resume/CV from your computer.
        Click Browse to find the file on your hard drive or floppy disk.
        Click Open.
        Name this resume/CV uniquely so you will recognize it later.
        Click the Save button.
        The screen refreshes to show you a how your uploaded resume/CV looks. You must click Continue in order to continue managing your resumes/CVs and cover letters.
    You can copy and paste the text of a resume/CV into the box:
        Click the radiobutton to enter your resume/CV by typing or copying it in.
        Highlight your resume/CV in the word-processing program you are using.
        Select Copy from the Edit menu of your program, or click CTRL and C.
        Click your mouse in the textbox, and click the CTRL and V keys.
        Name this resume/CV uniquely so you will recognize it later.
        Select the language for that resume/CV from the dropdown list.
        Click Save to store your changes.

To view a resume/CV or cover letter's history -- information about which jobs it has been submitted to -- click the View submissions link in the History column.

To edit a resume/CV, click the pencil icon next to that resume/CV's name.

    If you uploaded the resume/CV you are editing, you will be prompted to upload a new resume/CV.
        Change the resume/CV name, if you want to.
        Click Save to store your changes.
    If you pasted in your resume/CV, you will be able to edit your resume/CV's text. You can edit your resume/CV's text directly:
        In the textbox, make the necessary edits by typing them directly into the textbox.
        Change the resume/CV name, if you want to.
        Click Save to store your changes.
    If you pasted in your resume/CV, you will be able to edit your resume/CV's text. To replace the text with new text:
        Click in the box, hold the CTRL key and press A to select all of the text.
        Press the delete key to clear the resume/CV.
        Highlight your resume/CV in the word processing program you are using and select Copy from the Edit menu of your program.
        Click your mouse in the box on the site, and hold the CTRL key and press V to paste in your new text.
        Change the resume/CV name, if you want to.
        Click Save to store your changes.

To edit a cover letter, click the pencil icon next to that cover letter's name.

    You can edit your cover letter's text:
        In the textbox, make the necessary edits by typing them directly into the textbox.
        Change the resume/CV name, if you want to.
        Click Save to store your changes.
    You can replace the cover letter with a brand new one:
        Click in the box, and hold CTRL and press A to select all the text.
        Press the delete key to clear the old cover letter.
        Highlight your new cover letter in the word-processing program you are using and select Copy from the Edit menu of your program.
        Click your mouse in the box on the site, and hold the CTRL key and press V to paste in your new text.
        Change the cover letter's name, if you want to.
        Click Save to store your changes.

To set a resume/CV or cover letter as the default, click the circle next to that resume/CV or cover letter in the Default column.

To delete a resume/CV or cover letter, click the delete icon, a trash can, in the corresponding Delete column.

Changes or updates to your resume/CV in the Resume/CV manager will not be entered into the applicant database unless they are to be the Default designated resume/CV. Otherwise, the changes will only be entered into the applicant database when you submit this resume/CV to the organization. Changes or updates to your cover letter in the Resume/CV manager will not be entered into the applicant database until you submit it with a resume/CV to the organization.

Search agent manager

If you have the option of creating search agents, you can use the Search agent manager to view all of your current search agents. Search agents are searches you have saved so that you can run them again and/or receive the search results via e-mail.

To create a new search agent, click Search agent manager link on the Home page and then click the Create search agent button. You may also go to Search openings, search for jobs using the criteria you want, and then click the Create search agent button. In the Create search agent screen, enter a name for the search, select its frequency, and confirm your e-mail address so you can be notified of the results.

To see the current results of a search agent, select Search agent manager in the Home page and click the Run link next to the agent's name. Results are returned to you in the Search results screen.

To edit the criteria for a search agent, click the pencil icon next to the search agent's name. You will be prompted to change any or all of the search agent's information. Click Save to store your changes.

To change the frequency by which the results of a search agent are e-mailed to you, select a new frequency from the dropdown list under E-mail frequency.

To change the e-mail address the search agent's e-mail messages are being sent to, click the pencil icon next to the search agent's name. You can then change any or all of the search agent's information, including the email address that the messages are sent to. Click Save to store your changes.

If you want to stop receiving search agent e-mail messages, change the frequency to None, or delete the search agent by selecting its checkbox and clicking the Delete selected search agents button.

To delete a single search agent, click the trash can icon next to the search agent's name. To delete more than one search agent, select the checkbox next to each search agent's name, and then click the Delete selected search agents button. Deleting a search agent permanently removes it from the system; it cannot be retrieved. However, you can easily search again with the same criteria and save that new search as a new search agent.

Job cart

If you have the option of saving jobs to your job cart, the cart will display all the jobs you have stored to view or submit to at a later date. Jobs remain in your job cart until they expire (which happens when the posting is removed from the site when the job is no longer available), at which point they will be deleted from your cart automatically.

To store jobs in your job cart, go to Search openings from the Home page. Search for jobs using the criteria you want, select the jobs you like, and then click the Save to cart button. Please note that this can also be done from the Job details page, which is accessible directly from Featured jobs on the Home page, and from the Search results page.

To view details for any job in your job cart, click the Job title. You can then click the Submit to job(s) or Apply to job(s) button to submit to that job.

To submit to multiple jobs in your job cart at the same time, select the checkbox next to each job's name, and then click the Submit to selected job(s) or Apply to job(s) button.

To delete a single job from your job cart, click the trash can icon next to the job's name. To delete more than one job from your job cart, select the checkbox next to each job title, and then click the Delete selected job(s) button. Deleting a job from the job cart permanently removes it from your list. However, you can easily search again to find that job and add it back to your job cart.

Communication History

You may view all communications that have been sent to you in the Communications area. You may delete messages you are no longer interested in having access to, once deleted they cannot be retrieved. To view the body of the message, simply click on the hyperlinked subject line and the full message will be displayed. If any action is required on your part, the body of the message will contain instructions and, when appropriate, clickable links.

Privacy policy

You must agree to the organization's Privacy policy to continue with your submission. If you do not accept the Privacy policy but still wish to submit your information, please contact the organization to work out a non-web submission.

Disclaimer Statement

You must agree to the organization's Disclaimer Statement to successfully continue with your submission. If you do not agree with the Disclaimer Statement, your file is not uploaded but the job submission continues. If you do not accept the Disclaimer Statement but still wish to submit your information, please contact the organization to work out a non-web submission.

Creating a free e-mail account

If you need an e-mail address to use with the job search agent or elsewhere, there are plenty of free e-mail account providers. You can do a web search for "free e-mail" to find many providers.

Word from Astrologer Wendy

2012-09-15T12:05:00.003-07:00

We are surly reaching a critical point in the Earth's evolution. The energies for change are palpable. The chasm of hatred created by the fundamentalist and extremist views, globally, are indeed reaching a feverish pitch. One often wonders what can be done?

What can I do?

We are all connected, and this week we witnessed how the misguided acts of one individual (film maker) can have a far reaching impact on others, causing a huge push back with precious lives lost and violence spreading. My question then is, if one individuals' acts can create such havoc, can one person or a large group of people with peace and love as the intent, have a counter influence on mass consciousness? There have been studies done which show that group prayer and visualization of peace can have a major impact on crime in the vicinity where the tests were conducted.

Astrologers know with the Uranus Square Pluto energies, that unrest follows as the night follows day. But can we, through our peaceful group efforts, help soften and calm these troubling times? Can each one of us do our prayerful part to promote nonviolence and a peaceful world? I feel this concept of, each one of us being an influential part of the whole, needs encouragement. I believe too, that we can make a difference if we all commit to a few focused and loving prayers each day. Let's together make this commitment and beam goodness and light throughout the world. We have nothing to lose and much to gain.

Until next time, stay positive, fearless and spread your light and love!

Wendy Cicchetti

Damn! I forgot to get Married!

2012-07-28T14:51:00.001-07:00

Jump to: navigation, search

Most Online dating sites use algorithms and if you don't know what one is _ here is the Wikipedia short and long of it:

In mathematics and computer science, an algorithm ⁱ/ˈælɡərɪðəm/ (originating from al-Khwārizmī, the famous Persian mathematician Muḥammad ibn Mūsā al-Khwārizmī) is a step-by-step procedure for calculations. Algorithms are used for calculation, data processing, and automated reasoning.

More precisely, an algorithm is an effective method expressed as a finite list^[1] of well-defined instructions^[2] for calculating a function.^[3] Starting from an initial state and initial input (perhaps empty),^[4] the instructions describe a computation that, when executed, will proceed through a finite ^[5] number of well-defined successive states, eventually producing "output"^[6] and terminating at a final ending state. The transition from one state to the next is not necessarily deterministic; some algorithms, known as randomized algorithms, incorporate random input.^[7]

A partial formalization of the concept began with attempts to solve the Entscheidungsproblem (the "decision problem") posed by David Hilbert in 1928. Subsequent formalizations were framed as attempts to define "effective calculability"^[8] or "effective method";^[9] those formalizations included the Gödel–Herbrand–Kleene recursive functions of 1930, 1934 and 1935, Alonzo Church's lambda calculus of 1936, Emil Post's "Formulation 1" of 1936, and Alan Turing's Turing machines of 1936–7 and 1939. Giving a formal definition of algorithms, corresponding to the intuitive notion, remains a challenging problem.^[10]

Flow chart of an algorithm (Euclid's algorithm) for calculating the greatest common divisor (g.c.d.) of two numbers a and b in locations named A and B. The algorithm proceeds by successive subtractions in two loops: IF the test B ≥ A yields "yes" (or true) (more accurately the number b in location B is less than or equal to the number a in location A) THEN the algorithm specifies B ← B − A (meaning the number b − a replaces the old b). Similarly IF A > B THEN A ← A − B. The process terminates when (the contents of) B is 0, yielding the g.c.d. in A. (Algorithm derived from Scott 2009:13; symbols and drawing style from Tausworthe 1977).

The Poet formerly known as Cassius Clay

2012-07-22T12:35:00.002-07:00

“Impossible is just a big word thrown around by small men who find it easier to live in the world they’ve been given than to explore the power they have to change it. Impossible is not a fact. It’s an opinion. Impossible is not a declaration. It’s a dare. Impossible is potential. Impossible is temporary.

Impossible is nothing.”

- Muhammad Ali

Caption Contest

2012-06-24T21:01:00.002-07:00

Boomer stereos and other antiquities

2012-06-24T20:58:00.002-07:00

Booze Hounds

2012-06-22T13:50:00.001-07:00

Chuck Ross ■ Posted June 15, 2012 at 8:33 AM

It was easily the most anticipated panel at this week’s 57th annual PromaxBDA international conference here in Los Angeles. PromaxBDA is the trade group for, primarily, those who have marketing and design-related positions in the TV industry.

It Should've Been the Greatest Panel in Trade Show History. Its Title Was 'Drinking Improves Creativity' -- The Sober Truth: This PromaxBDA Panel Was Somewhat Fun, But Fell Off the Wagon. Why It Was a Wasted Opportunity

The Thursday afternoon panel on June 14, 2012, was called “Drinking Improves Creativity,” and here’s how it was described in the PromaxBDA program guide: “Recent studies indicate that drinking improves creativity and aids in problem solving. In this first-of-its-kind session at PromaxBDA, we dive into this cutting-edge research (and maybe some cocktails) to get at the deeper implications for optimal work habits for creatives in the meeting and e-mail-cluttered world they find themselves in.”

The 360 seats inside Salon D at the JW Marriott, where the session was being held, were quickly filled up, and, with the remaining SRO crowd, there were easily more than 400 people in the room. Pet peeve No. 1: Why is it, at convention after convention that we all attend, at least one session that the organizers should have realized would pull a big crowd is never put in a room big enough to accommodate all who want to attend that session?

I asked the two people sitting next to me why they were in the session. Both said they were there primarily because it had been talked about as the one must-attend session all week. By the time it was over, however, it had lost its buzz factor.

Here’s how the session went: Upon entering the salon, one could see them setting up a makeshift bar on stage, complete with a bartender. That was intriguing.

Soon, our moderator -- the estimable Michael Ouweleen, senior vice president, group creative director at the Cartoon Network -- took the stage. Ouweleen, who is quite personable and has a wonderful sense of humor, drolly announced that we should all stay for the next session, “Hangovers Make You Young.” Then he showed a slide thanking the sponsor of our “Drinking Improves Creativity” session, Jagermeister.

Next he introduced stand-up comic Matt Knudsen as the first panelist. A clip of Knudsen on Conan O’Brien’s show served to introduce the comic, whose humor is as dry as a martini.

Speaking of which, Knudsen quickly took a pomegranate martini from the bartender, and took a sip as he sat down. “I’m already feeling more confident,” he quipped. Ouweleen was quietly sipping on his own drink, a dark and stormy (dark rum and ginger beer).

After kibitzing with Knudsen for a few minutes, Ouweleen introduced the next panelist, photographer, musician and skateboarder Atiba Jefferson. Jefferson asked for a Budweiser from the bartender, and poked a hole on the side of the beer can near the bottom. Holding it up to his mouth, he downed the contents within seconds, and sat down for his chat with Ouweleen.

The audience was beginning to get the pattern. Ouweleen then introduced the next panlist, Blake Hazard, a singer with the L.A. indie pop duo The Submarines. The group's songs have been featured on some TV shows and some Apple iPhone commercials.

Hazard had her guitar with her and sang a song. Then she drank some vodka.

Finally, Ouweleen introduced the final panelist, Andrew Jarosz, who, like Jeffterson, had a beer.

It was during Ouweleen’s conversation with Jarosz that we came to learn why the panel was called “Drinking Improves Creativtiy.”

As a psych grad student at the University of Illiniois at Chicago, Jarosz was the co-author of a study published in the March 2012 issue of the journal Consciousness and Cognition. The study had this alluring title: “Uncorking the Muse: Alcohol Intoxication Facilitates Creative Problem Solving.”

For years, various artists -- from writers to performers -- have had a close relationship with the bottle. But there has been precious little real scientific inquiry into any kind of correlation or connection between alcohol and creativity.

As explained in an article in Science News on March 28, here’s what Jarosz and his colleagues did: “In the study, 20 social drinkers watched an animated movie while eating a snack. Volunteers then drank enough of a vodka cranberry drink to reach an average peak blood alcohol level of 0.075 percent, just below the current 0.08 percent cutoff for legal intoxication in the United States. Another 20 social drinkers watched the same movie without eating or drinking.

“Men in both groups then completed a creative problem-solving task. For each of 15 items, volunteers saw three words -- say, peach, arm and tar -- and had to think of a fourth word that forms a phrase with each of them, such as pit.

“On average, participants at peak intoxication solved about nine problems correctly, versus approximately six winners for the sober crowd. It took an average of 11.5 seconds for intoxicated men to generate a correct solution, compared with 15.2 seconds for sober men. Both groups performed comparably on the test before the study began.”

The next question to ask is what’s going on to produce these results in the men. “Researchers have a few ideas,” according to an account of the study in The Week. “It's possible that ‘a moderate buzz loosens a man's focus of attention, thus making it easier to find connections among remotely related ideas,' says Bryan Nelson at the Mother Nature Network. Another explanation is that intoxication might aid 'verbal creativity partly by lowering the ability to control one's thoughts,' making the test subjects less afraid to make mistakes.”

Jarosz basically explained the study to us during the session. By the way, Jarosz never explained -- nor was he asked -- why they only did the study with men and not women.

Spurred on by questions by Ouweleen and by the audience in the room, various subsidiary issues were discussed by the panelists. How does one define creativity? Beyond alcohol, what drives creativity? How do you get into the creative zone?

You get the idea. At one point Atiba Jefferson, the photographer/skateboarder, displayed the following picture on the screen:

He said it was the best picture he’s ever taken and that he was plastered when he took it.

Finally, as the panel ended, Ouweleen declared that our bosses need to give us time to be more creative.

Not a bad idea and one that some enlightened companies, such as 3M in St. Paul, Minn., I believe, actually do.

But what was the point of having the panelists and our moderator jump on stage and down an alcoholic beverage before talking?

If Ouweleen and his colleagues really wanted to make the session memorable, here’s what they should have done. At various other sessions and gatherings during the week they should have been asking for, say, a half-dozen male volunteers from the PromaxBDA attendees to participate in the session. Then, they’d take half of them and start to get them up to a 0.075 alcohol level, with the three taking their last drinks during the session.

Then they could have had Jarosz replicate the study live. The three volunteers with the enhanced blood alcohol levels would play the word association game versus the three sober volunteers.

Now that would have been awesome and memorable.#

CONDEMN THIS: Clock Work and Oranges

2012-06-11T21:22:00.003-07:00

Recently, I bought a $5 DVD of Clockwork Orange by Stanley Kubrick. I watched in utter astonishment, and although I had not seen the movie since god knows when (the 70s?, the 80s?) I did not remember the - well - explicit scenes...so of course, I pause said DVD and run to

Google

and

American censorship

In the United States, A Clockwork Orange was rated X in its original release form. Kubrick later, voluntarily, replaced some 30 seconds of sexually explicit footage, from two scenes, with less bawdy action, for an R rating re-release in 1973. Current DVDs present the original X-rated form, and only some of the early 1980s VHS editions are the R-rated form.^[22]^[23]
The National Catholic Office for Motion Pictures rated it C ("Condemned") because of the explicit sex and violence. Conceptually, said rating of condemnation forbade Roman Catholics from seeing A Clockwork Orange. In 1982, the Office abolished the "Condemned" rating; hence, films the Conference of Bishops deem to have unacceptable sex and violence are rated O, "Morally Offensive".^[24]

^{Oh, my do I remember Condemned Movies....}

^{this movie is CONDEMNED...}
^{AND I'M TRYING TO FIND ALL THOSE MOVIES NOW. (i REMEMBER LIZ TAYLOR MOVIES WERE ALWAYS CONDEMNED...}

1962: The First Omen for Viet Nam War

2012-06-11T09:51:00.002-07:00

Buddhist monk Quang Duc publicly burns himself to death in a plea for President Ngo Dinh Diem to show "charity and compassion" to all religions. Diem, a Catholic who had been oppressing the Buddhist majority, remained stubborn despite continued Buddhist protests and repeated U.S. requests to liberalize his government's policies. More Buddhist monks immolated themselves during ensuing weeks. Madame Nhu, the president's sister-in-law, referred to the burnings as "barbecues" and offered to supply matches. In November 1963, South Vietnamese military officers assassinated Diem and his brother during a coup.

New York, just like I pictured it!

2012-06-03T11:55:00.001-07:00

The only guitar lick I know...

2012-06-02T14:09:00.000-07:00

Napalm Girl

2012-05-31T21:37:00.001-07:00

Send to a Friend Printable View

AP 'napalm girl' photo from Vietnam War turns 40

FILE - In this June 8, 1972 file photo, crying children, including 9-year-old Kim Phuc, center, run down Route 1 near Trang Bang, Vietnam after an aerial napalm attack on suspected Viet Cong hiding places as South Vietnamese forces from the 25th Division walk behind them. A South Vietnamese plane accidentally dropped its flaming napalm on South Vietnamese troops and civilians. From left, the children are Phan Thanh Tam, younger brother of Kim Phuc, who lost an eye, Phan Thanh Phouc, youngest brother of Kim Phuc, Kim Phuc, and Kim's cousins Ho Van Bon, and Ho Thi Ting. (AP Photo - Nick Ut) MARGIE MASON Associated Press

TRANG BANG, Vietnam (AP) — In the picture, the girl will always be 9 years old and wailing "Too hot! Too hot!" as she runs down the road away from her burning Vietnamese village.She will always be naked after blobs of sticky napalm melted through her clothes and layers of skin like jellied lava.

She will always be a victim without a name.

It only took a second for Associated Press photographer Huynh Cong "Nick" Ut to snap the iconic black-and-white image 40 years ago. It communicated the horrors of the Vietnam War in a way words could never describe, helping to end one of the most divisive wars in American history.

Beneath the photo lies a lesser-known story. It's the tale of a dying child brought together by chance with a young photographer. A moment captured in the chaos of war that would serve as both her savior and her curse on a journey to understand life's plan for her.
"I really wanted to escape from that little girl," says Kim Phuc, now 49. "But it seems to me that the picture didn't let me go."
It was June 8, 1972, when Phuc heard the soldier's scream: "We have to run out of this place! They will bomb here, and we will be dead!"
Seconds later, she saw the tails of yellow and purple smoke bombs curling around the Cao Dai temple where her family had sheltered for three days, as north and south Vietnamese forces fought for control of their village.
The little girl heard a roar overhead and twisted her neck to look up. As the South Vietnamese Skyraider plane grew fatter and louder, it swooped down toward her, dropping canisters like tumbling eggs flipping end over end.
"Ba-boom! Ba-boom!"
The ground rocked. Then the heat of a hundred furnaces exploded as orange flames spit in all directions.
Fire danced up Phuc's left arm. The threads of her cotton clothes evaporated on contact. Trees became angry torches. Searing pain bit through skin and muscle.
"I will be ugly, and I'm not normal anymore," she thought, as her right hand brushed furiously across her blistering arm. "People will see me in a different way."
In shock, she sprinted down Highway 1 behind her older brother. She didn't see the foreign journalists gathered as she ran toward them, screaming. Then, she lost consciousness.
Ut, the 21-year-old Vietnamese photographer who took the picture, drove Phuc to a small hospital. There, he was told the child was too far gone to help. But he flashed his American press badge, demanded that doctors treat the girl and left assured that she would not be forgotten.
"I cried when I saw her running," said Ut, whose older brother was killed on assignment with the AP in the southern Mekong Delta. "If I don't help her — if something happened and she died — I think I'd kill myself after that."
Back at the office in what was then U.S.-backed Saigon, he developed his film. When the image of the naked little girl emerged, everyone feared it would be rejected because of the news agency's strict policy against nudity.
But veteran Vietnam photo editor Horst Faas took one look and knew it was a shot made to break the rules. He argued the photo's news value far outweighed any other concerns, and he won.
A couple of days after the image shocked the world, another journalist found out the little girl had somehow survived the attack. Christopher Wain, a correspondent for the British Independent Television Network who had given Phuc water from his canteen and drizzled it down her burning back at the scene, fought to have her transferred to the American-run Barsky unit. It was the only facility in Saigon equipped to deal with her severe injuries.
"I had no idea where I was or what happened to me," she said. "I woke up and I was in the hospital with so much pain, and then the nurses were around me. I woke up with a terrible fear."
Thirty percent of Phuc's tiny body was scorched raw by third-degree burns, though her face somehow remained untouched. Over time, her melted flesh began to heal.
"Every morning at 8 o'clock, the nurses put me in the burn bath to cut all my dead skin off," she said. "I just cried and when I could not stand it any longer, I just passed out."
After multiple skin grafts and surgeries, Phuc was finally allowed to leave, 13 months after the bombing. She had seen Ut's photo, which by then had won the Pulitzer Prize, but she was still unaware of its reach and power.
She just wanted to go home and be a child again.
For a while, life did go somewhat back to normal. The photo was famous, but Phuc largely remained unknown except to those living in her tiny village near the Cambodian border. Ut and a few other journalists sometimes visited her, but that stopped after northern communist forces seized control of South Vietnam on April 30, 1975, ending the war.
Life under the new regime became tough. Medical treatment and painkillers were expensive and hard to find for the teenager, who still suffered extreme headaches and pain.
She worked hard and was accepted into medical school to pursue her dream of becoming a doctor. But all that ended once the new communist leaders realized the propaganda value of the 'napalm girl' in the photo.
She was forced to quit college and return to her home province, where she was trotted out to meet foreign journalists. The visits were monitored and controlled, her words scripted. She smiled and played her role, but the rage inside began to build and consume her.
"I wanted to escape that picture," she said. "I got burned by napalm, and I became a victim of war ... but growing up then, I became another kind of victim."
She turned to Cao Dai, her Vietnamese religion, for answers. But they didn't come.
"My heart was exactly like a black coffee cup," she said. "I wished I died in that attack with my cousin, with my south Vietnamese soldiers. I wish I died at that time so I won't suffer like that anymore ... it was so hard for me to carry all that burden with that hatred, with that anger and bitterness."
One day, while visiting a library, Phuc found a Bible. For the first time, she started believing her life had a plan.
Then suddenly, once again, the photo that had given her unwanted fame brought opportunity.
She traveled to West Germany in 1982 for medical care with the help of a foreign journalist. Later, Vietnam's prime minister, also touched by her story, made arrangements for her to study in Cuba.
She was finally free from the minders and reporters hounding her at home, but her life was far from normal. Ut, then working at the AP in Los Angeles, traveled to meet her in 1989, but they never had a moment alone. There was no way for him to know she desperately wanted his help again.
"I knew in my dream that one day Uncle Ut could help me to have freedom," said Phuc, referring to him by an affectionate Vietnamese term. "But I was in Cuba. I was really disappointed because I couldn't contact with him. I couldn't do anything."
While at school, Phuc met a young Vietnamese man. She had never believed anyone would ever want her because of the ugly patchwork of scars that banded across her back and pitted her arm, but Bui Huy Toan seemed to love her more because of them.
The two decided to marry in 1992 and honeymoon in Moscow. On the flight back to Cuba, the newlyweds defected during a refueling stop in Canada. She was free.
Phuc contacted Ut to share the news, and he encouraged her to tell her story to the world. But she was done giving interviews and posing for photos.
"I have a husband and a new life and want to be normal like everyone else," she said.
The media eventually found Phuc living near Toronto, and she decided she needed to take control of her story. A book was written in 1999 and a documentary came out, at last the way she wanted it told. She was asked to become a U.N. Goodwill Ambassador to help victims of war. She and Ut have since reunited many times to tell their story, even traveling to London to meet the Queen.
"Today, I'm so happy I helped Kim," said Ut, who still works for AP and recently returned to Trang Bang village. "I call her my daughter."
After four decades, Phuc, now a mother of two sons, can finally look at the picture of herself running naked and understand why it remains so powerful. It had saved her, tested her and ultimately freed her.
"Most of the people, they know my picture but there's very few that know about my life," she said. "I'm so thankful that ... I can accept the picture as a powerful gift. Then it is my choice. Then I can work with it for peace."
Online:
http://www.kimfoundation.com
http://www.kimfoundation.com
Follow Margie Mason at http://www.twitter.com/margiemasonap

Facebookistan?

2012-05-27T19:52:00.004-07:00

Leaving Facebookistan

Posted by Steve Coll

I established a Facebook account in 2008. My motivation was ignoble: I wanted to distribute my journalism more widely. I have acquired since then just over four thousand “friends”—in Afghanistan, Pakistan, India, the Middle East, and of course, closer to home. I have discovered the appeal of Facebook’s community—for example, the extraordinary emotional support that swells in virtual space when people come together online around a friend’s illness or life celebrations.

Through its bedrock appeals to friendship, community, public identity, and activism—and its commercial exploitation of these values—Facebook is an unprecedented synthesis of corporate and public spaces. The corporation’s social contract with users is ambitious, yet neither its governance system nor its young ruler seem trustworthy. Then came this month’s initial public offering of stock—a chaotic and revealing event—which promises to put the whole enterprise under even greater pressure.

There are many reasons to be skeptical about Facebook’s I.P.O., which raised $16 billion for the company. For investors, as my colleague John Cassidy has pointed out, the company’s founders and early investors are likely to do better with this much-hyped event than individual investors. The offering itself was as visible a disaster as a lead underwriting bank (in this case, Morgan Stanley) has turned in for some time: Facebook shares have fallen by more than ten per cent; there were trading screwups by Nasdaq; and lawsuits and regulatory investigations into whether Morgan and Facebook properly shared information with investors have already started.

This launch-pad explosion is also one more reason to be wary of what my colleague James Surowiecki has analyzed: Facebook’s two-tiered corporate-governance system, which ensures that founder Mark Zuckerberg retains firm control, and can’t be easily challenged by dissident shareholders, even if he steers badly off course, as highly self-confident men in their late twenties sometimes do.
Those are reasons for investors to be doubtful; at least as worrying is what the I.P.O.-palooza signals about Facebook’s sovereignty over citizens, here and abroad. Facebook has become a public square of global importance. By the end of the summer, it may have more than a billion users, or about fifteen per cent of the world’s population. Some of these people are restive and see Facebook as a substitute public space for speech and dissent that their own authoritarian regimes don’t provide. Facebook users have already helped to foment revolution in some places (Egypt and Tunisia) and are still trying, at great cost, to overthrow one of the Middle East’s most brutal regimes.
Within the United States, Facebook is a venue for all sorts of issue and political campaigns. And yet, on the site, as a practical matter, what speech is permitted or banned is determined largely by Facebook’s terms of service. The terms function as a corporate constitution binding users to the provider’s conception of what speech is acceptable. My colleague at the New America Foundation, Rebecca MacKinnnon, in her recent book “Consent of the Networked,” calls this realm “Facebookistan.” Once Facebook users sign on and accept the terms of service, their postings are subordinate to the corporation’s rules, for as long as they choose to stay. In a place like Syria, the Facebook rules users encounter are much more permissive than local laws; in the United States, that is not so clear.
You might expect dense legalese, but the terms’ language is clear and soaring, echoing the tones of constitutional documents. Some of the declaratory sentences lay out the commitments by Facebook’s royal “We.” Others describe the obligations of the subject “You.” The terms are organized into sections, like articles. One entitled “Safety” seems to self-consciously echo the Ten Commandments: “You will not bully, intimidate, or harass any user…. You will not post content that: is hateful, threatening or pornographic; incites violence; or contains nudity or graphic or gratuitous violence.” And there is this hint of Facebook’s expansive authority: “You will not encourage or facilitate any violations of this Statement.”
The terms obfuscate Facebook’s business strategies in such simple language that the deception—the sense of what is being left out—is almost poetic: “Sometimes we get data from our advertising partners, customers, and other third parties that helps us (or them) deliver ads, understand online activity, and generally make Facebook better.”
Facebook has made jarring mistakes as its leaders have learned what it means to run a profit-motivated political and public forum. In 2009, for example, the corporation exposed Iranian dissidents to danger by unilaterally changing privacy rules that allowed the Iranian authorities to see the identities of activists’ online friends. The error was corrected quickly, but in general, Facebook has encouraged its users to accept greater and greater losses of privacy. Zuckerberg believes the world will be better off if it adopts “radical transparency,” as the journalist David Kirkpatrick put it in his book, “The Facebook Effect.”
Zuckerberg’s business model requires the trust and loyalty of his users so that he can make money from their participation, yet he must simultaneously stretch that trust by driving the site to maximize profits, including by selling users’ personal information. The I.P.O. last week will exacerbate this tension: Facebook’s huge valuation now puts pressure on the company’s strategists to increase its revenue-per-user. That means more ads, more data mining, and more creative thinking about new ways to commercialize the personal, cultural, political, and even revolutionary activity of users.
There is something vaguely dystopian about oppressed peoples in Syria or Iran seeking dignity and liberation inside a corporate sovereign that is, for its part, creating great wealth for its founders and asserting control over its users.
Facebook is hardly the only corporation managing these sorts of dilemmas—Google is a target of investigations seeking greater information about how it manages customer information it collects, about which it has sometimes been opaque, and it too has broken trust with users. Facebook points out that it has been responsive to revolts and protests from within. Zuckerberg proudly told Kirkpatrick that he revelled in the ways Facebook’s users had forced him to become more democratic: “History tells us that systems are most fairly governed when there is an open and transparent dialogue between the people who make decisions and those who are affected by them. We believe history will one day show that this principle holds true for companies as well.”
That is a laudable conception. Yet for now, at least, Facebook concedes to its users only when it judges that it is in the corporation’s interest to do so; what user votes and consultations there may be are purely advisory. As MacKinnon observes, this system suggests the political control strategies of the Chinese Communist Party: periodic campaigns of state-managed openness and managed local democracy.
While talking to varied audiences recently about my new book (warning: marketing ahead), “Private Empire: ExxonMobil and American Power,” I have been reminded how uneasy Americans from of all ideological orientations are about corporate power and sovereignty these days. They believe in capitalism and market efficiencies, to be sure, but they fear heavily concentrated private power, especially where it encroaches on their economic and personal choices. They ask, “What should we do?”
Perhaps it starts with exercising citizenship. I have decided to exercise mine—in Facebookistan, that is. This seems the right time to leave such a crowded and volatile public square.
It takes a while to find it, but if you are a Facebook user, there is a small settings button entitled “deactivate account.” If you click, Facebook displays the faces of people “who will miss you.” If you are determined nonetheless to depart, and scroll further down, you are required to choose a “reason for leaving” before you are permitted to go. Unfortunately, “inadequate citizen rule” or “doubts about corporate governance” are not among the choices. From the available list, I went with “I don’t feel safe on Facebook.”
Farewell, Facebook friends. May you enjoy everywhere the full rights of free citizens.
Illustration by Kate Prior.

Regrets, I've had a few...

2012-05-22T08:28:00.004-07:00

Living a life of “no regrets” can be more beneficial than you think – for both young and old.

Whether it is regretting something you have done or haven’t done, holding on to this regret can affect the way you react and handle situations. According to Healthland, new research has revealed that while it’s normal to dwell on feelings of regret in our youth and allow them to factor in future decision making, as we grow older, “the likelihood of second chances diminishes, and feeling regretful doesn’t do as much good”.

As part of the research, the brains of 21 healthy young people, 20 healthy adults (past their middle age) and 20 depressed adults above the age of 55 were scanned and imaged while they took part in a simple video game involving money and risk. Primarily, it was a game of chance and not skill, but as it involved risk, it paved way for possible regret among the participants.

It was found that the young and the depressed tended to take more risks as they went along the trials, particularly if they failed to win the maximum amounts of money. The healthy adult participants however were quick to not let regret affect their decision-making at the next level of the game.

This was apparent in the brain responses. While all three groups displayed a reduced activity in the ventral striatum, a brain region associated with reward; this happened for the young and the depressed when they missed an opportunity to make more money, while for the healthy, it only happened when they actually lost money.

Further, when the healthy adults missed a chance to win more money, what showed was an activity increase in the anterior cingulate, a region associated with emotional control. This brain activity was not shared by depressed adults who perhaps chose to blame themselves instead.

The verdict? Here’s what the authors have the to say: “Disengagement from regret experiences at a point of life where the opportunities to undo regrettable behavior are limited may be a protective strategy to maintain emotional well-being”.

Having regrets and things, it just takes your time away.
Leif Garrett

In our opinion, although the study does not draw direct evidence to explain why healthy older adults are better at dealing with regret, it is fairly clear that depressed older adults are more vulnerable to it, and are unable to distinguish between actions they should account for and factors that they cannot control.

What does this mean? If you can disengage from experiencing feelings of regret you can help maintain your emotional well being and make choices that are not tainted by you regret. After all you cannot control or change everything so why beat yourself up over it?

What are your views about regret? How are they good or bad? How do you think you react to regret now, compared to when you were younger?

Staring at the Eclipse!

2012-05-19T12:44:00.001-07:00

http://artechno.blogspot.com/