La Cañada Presbyterian Church to Present POPS: “Rhapsody in Gershwin”

first_img Name (required)  Mail (required) (not be published)  Website  9 recommended0 commentsShareShareTweetSharePin it Singer Diane Wallace sings solo at last year’s LCPC POPS Concert.The timeless music of George and Ira Gershwin will be celebrated in song, dance and big band accompaniment when La Cañada Presbyterian Church presents POPS: “Rhapsody in Gershwin” on Friday, June 15, at 8 p.m. and on Saturday, June 16, at 4 p.m.The church’s 50-voice Chancel Choir, the Jack Lantz Little Big Band, a premier lineup of soloists and the LCPC Pops Dancers will bring to life Gershwin classics from Tin Pan Alley to Broadway to Hollywood, including “Love Is Here to Stay,” “Someone to Watch Over Me,” “Nice Work If You Can Get It,” “I Got Rhythm” and “Strike Up the Band,” as well as solos and duets from the popular musical “Porgy and Bess.”“The singing, dancing and comedy are infectious, and will send you out with a smile on your face and a song (or two) in your heart,” promised Jack Lantz, LCPC’s Director of Music and Worship Arts, who will direct the program.Soloists will include Lori Stinson and Gregory Geiger (in a duet of “I Loves You, Porgy”), Diane Wallace, Matthew Thomas, Tom Malcom, Ellen Kirstein, Deanna Murray, Lori MacDonald and Joanne Horne. The Pops Dancers will kick up their heels in a black-light dance to the Gershwin rag “Rialto Ripples” and will dance in swimming pools to “‘S Wonderful” – “People might get wet,” Lantz joked.Another highlight will be excerpts from “Of Thee I Sing,” a Gershwin satire of presidential elections from the early 1930s. It figures tobe particularly apropos in this election year.The La Cañada Presbyterian Church Sanctuary will be transformed into a Broadway theater for “Rhapsody in Gershwin,” a program that will be “a delightful blend of pops music, dance, frolic and fun, geared to the whole family,” Lantz promised.Tickets are $15 general admission, $20 reserved, $10 children under 12 and $50 for a general admission family plan. They may be purchased from Lori MacDonald at (626) 794-1522, at the church office (818) 790-6708)or at the door. La Cañada Presbyterian Church is located at 626 Foothill Blvd., La Cañada. For further information, visit www.lacanadapc.org.About La Cañada Presbyterian ChurchLa Cañada Presbyterian Church (LCPC) began in 1948 with 158 members and a vision to reach the world for Jesus Christ. That early church was built quite literally on faith and charity from remainder brick and an operating budget that turned just about all of its revenue into active ministry. Through 65 years of outreach, LCPC grew to 2,000 active attendees doing ministry throughout Southern California and in 40 countries around the world. In 2010 the church completed a campus expansion which doubled its physical base for ministry and kept its historical sanctuary as the heart of the new grounds.La Cañada Presbyterian Church, 626 Foothill Boulevard, La Cañada, (818) 790-6708 or visit www.lacanadapc.org. Make a comment EVENTS & ENTERTAINMENT | FOOD & DRINK | THE ARTS | REAL ESTATE | HOME & GARDEN | WELLNESS | SOCIAL SCENE | GETAWAYS | PARENTS & KIDS HerbeautyThis Trend Looks Kind Of Cool!HerbeautyHerbeautyHerbeauty7 Tips To Rejuvenate Winter Dry, Chapped LipsHerbeautyHerbeautyHerbeauty6 Lies You Should Stop Telling Yourself Right NowHerbeautyHerbeautyHerbeautyTips From A Professional Stylist On How To Look Stunning In 2020HerbeautyHerbeautyHerbeauty15 Countries Where Men Have Difficulties Finding A WifeHerbeautyHerbeautyHerbeautyWhat Is It That Actually Makes French Women So Admirable?HerbeautyHerbeauty Get our daily Pasadena newspaper in your email box. Free.Get all the latest Pasadena news, more than 10 fresh stories daily, 7 days a week at 7 a.m. Business News Pasadena’s ‘626 Day’ Aims to Celebrate City, Boost Local Economy Pasadena Will Allow Vaccinated People to Go Without Masks in Most Settings Starting on Tuesday Top of the News center_img Subscribe Community News Community News First Heatwave Expected Next Week faithfernandez More » ShareTweetShare on Google+Pin on PinterestSend with WhatsApp,Virtual Schools PasadenaHomes Solve Community/Gov/Pub SafetyPASADENA EVENTS & ACTIVITIES CALENDARClick here for Movie Showtimes Religious Music La Cañada Presbyterian Church to Present POPS: “Rhapsody in Gershwin” Another highlight will be excerpts from “Of Thee I Sing,” a Gershwin satire of presidential elections from the early 1930s. It figures tobe particularly apropos in this election year. Published on Friday, June 1, 2012 | 5:46 pm Your email address will not be published. Required fields are marked * More Cool Stuff Home of the Week: Unique Pasadena Home Located on Madeline Drive, Pasadenalast_img read more

Making it all add up

first_img Previous Article Next Article Comments are closed. Making it all add upOn 12 Mar 2002 in Auto-enrolment, Personnel Today Related posts:No related photos. The ‘perfect’ payroll system comes at a price – time andeffort in preparation. Only once a requirement list is drawn up in view of thewider HR picture, and departmental changes earmarked, can a worthwhileselection be made. Keith Rodgers reportsCompared to more complex enterprise applications, buyingpayroll software should be a relatively straightforward exercise. The processesare usually well established within organisations, the IT market is mature andthe basic requirements are fairly standard. The reality, however, is that many companies still fail tomake the best choice when they go through the selection process. This is partlybecause payroll options have proliferated in recent years – as well as avariety of standalone applications and modules, vendors offer a range ofoutsourcing services, from management of the entire payroll function to remote‘hosting’ of the application. But part of the blame lies with users themselves. Mostpurchasers of HR software focus on features and functionality, believing thekey task is to find the most suitable application at the best price. But to getthe maximum return from implementation, users need to tackle a far broaderrange of issues, including the total cost of ownership and management ofservice and support agreements.In many ways, the payroll function is being pulled indifferent directions. On the one hand, few would argue that these systems arestrategic – they are primarily process-based and add little value in terms ofleveraging an organisation’s human capital asset base. On the other hand, they play a central role in the smoothrunning of any enterprise – salary may not be a positive motivator for mostemployees, but when things go wrong it is invariably a negative factor. Asstatutory requirements for employers continue to grow, getting the payrollservice right becomes a delicate balance between cost constraints and the need for efficiencyin a highly sensitive HR function.Simplify the process The message from software vendors, consultants and industryanalysts alike is that many companies are making the whole process tougher thanit needs to be. Software selection, which on the surface appears an elementarypurchasing task, requires far more preparation than most organisationstypically undertake. At the same time, purchasing new payroll applications oroutsourced services presents a major opportunity for companies to streamlinetheir existing activities, cut costs and improve their operationaleffectiveness. Not every buyer is grabbing the opportunity, however.The selection process effectively boils down to fourinterconnected elements: l Understanding the organisation’s true payroll needs ● Deciding whether to run an application in-house oroutsource ● Establishing the total costs associated with theshortlisted options, including ongoing fees and ‘soft’ outgoings such asdraining of resource● Assessing the suitability of shortlisted suppliers. A fifth element – building the contractual framework for aneffective business relationship with the application or service provider –completes the purchasing process.Surprisingly, it is in the first area that most companiesfall down. David Spencer, manager at Andersen’s human capital practice in theUK, argues that a common mistake is for users to fail to understand theircurrent operations – how the payroll system is integrated with other HR andfinance applications, whether the right information is reaching the rightpeople, and whether the company is complying effectively with statutory payrollobligations.Kevin Gordon, strategic sales director at Rebus HR, says:“It is about understanding what you are trying to achieve by changing thesystem. If the company is not clear, there is not a chance in hell that the vendorcan deliver it.” As Gordon points out, all payroll applications should have thefunctional capability to handle the gross-to-net process. The key point is towork out what the unique needs of the business are. As well as helping define users’ software requirements, thisreview process should also provide a platform for internal improvements. Onevendor tells of a payroll site that historically required interfaces to twodifferent general ledger systems. Even after the financial applications were consolidated,it continued to build both sets of interfaces in the next two generations ofpayroll application, despite the fact that half that work was redundant. Companies can take the opportunity to clean up these processanomalies and measure the effectiveness of their existing operations – bycomparing the ratio of payroll clerks to employees, for example, and comparingthat to industry averages. This kind of assessment may go to the heart of theorganisational structure. Are there too many grades of pay, for instance – andif so, does that reflect a structure that has become overly complex?It is also important to bear in mind that payrollimplementation can’t be carried out in isolation – while the department itselfmay have its own wish list, the broader needs of the HR and finance departmentsmay ultimately determine what kind of application is selected. Organisationsneed to determine where they draw the line between payroll and otherapplications such as time-recording systems. Team effortTo ensure the selection process is inclusive, consultanciessuch as Andersen recommend that a working group be formed comprisingrepresentatives from payroll, HR, IT, finance and any other function with avested interest in the process, frequently reporting to the finance director.This group may need to report even further up the managementchain when it comes to determining whether payroll applications should bepurchased outright or outsourced, particularly if an organisation has acorporate policy to contract out non-strategic functions. That decision willalso have an impact on the third element of the selection equation –establishing upfront and ongoing costs – and much of the focus in theoutsourcing arena has been on comparing the relative financial models of thetwo approaches.Typically, organisations tend to focus on the cost ofone-off software licence fees when they opt to keep payroll in-house – the trueongoing cost of ownership, however, is much higher. Depending on the amount ofintegration work required between other systems and the degree to whichsoftware is customised, the licence itself may only account for between 30 and50 per cent of the total lifetime cost of the application. Additional chargescome in the form of consultancy fees, both to adapt business processes and at atechnical level, for implementation and integration services. The ratio of licence fee to implementation services willtypically be 1:1 to 1:2, depending on the scale and complexity of the project.Ongoing software maintenance fees also rack up – they are typically charged atbetween 15 and 20 per cent of the licence fee per year and cover the cost ofsoftware upgrades and some level of technical support.Other charges include the cost of training – both for ITstaff and end-users – and if necessary, an allocation for in-house IT support. The ongoing cost equation is also heavily influenced by thedegree of customisation users carry out on the application itself. While somelevel of personalisation is inevitable when a new system is installed, there isa big difference between superficial changes (such as adjusting screens) anddeeper customisation that alters the system’s hard code. Any major changes‘under the covers’ are likely to have a significant impact down the line becausethey require further customisation work each time a major software upgrade isreleased.Andersen’s Spencer says: “It becomes very expensive if youbuy off-the-shelf and customise too much. The more customisation you do, themore problems you have.” These issues are frequently highlighted by outsourcingservice providers as justification for handing payroll to a third party, eitherthrough a fully-fledged functional outsourcing agreement or through an IT-basedservices contract. The most comprehensive outsourcing offering – a facilitiesmanagement or managed services operation – sees a provider taking control ofthe entire payroll operation, including payroll staff. Application Service Providers, by contrast, ‘host’ only thepayroll application, which is accessed by the user through the internet. Bureauservices fall into the middle, hosting systems remotely but also offering arange of specialist add-on services such as payslip printing. While there aresignificant differences between the offerings, in each case one of the keybenefits is that capital expenditure is removed and ongoing charges arepredictable. Stephen Fairn, sales and marketing director at outsourcingprovider Ceridian Centrefile, says, the costs are ‘genuinely budgetable’,rising and falling in line with the evolution of the user’s business aspersonnel numbers increase or are cut back.The other side of the outsourcing equation, however, shouldnot be overlooked, particularly in the ASP business. When the ASP model firstburst onto the IT scene in the 1990s, many believed it would offer ahigh-quality service at a cut price. In reality, the prices are not usuallycheap – the service providers are taking on a large IT administrative burdenand charge a suitable fee for doing so. In addition, industry analysts andexponents of the traditional licensing model argue that the ASP route caninvolve hidden costs for unforeseen services that fall outside the strictservice contract. Tim Tobin, commercial director at Snowdrop Systems, suggeststhat users should clarify how ASP vendors handle payroll variables – fromchanges to bonus structures to business reorganisations – to ensure that theuser has the required flexibility. More significantly, take-up of the ASP model has been farbelow the initial hyped projections, and there is some cynicism in the marketabout the model. Initial experiences weren’t always good: a number ofspecialist providers collapsed, and there has been concern about the poorquality of support offered by some start-up providers. However, as the industry matures, most of these issues arebeing resolved, and many expect the ASP model to enjoy some level of resurgencethrough quality specialist providers and major vendors. The fourth element of the selection process – supplierassessment – is a combination of financial due diligence and partnermanagement. In a field where legislative requirements call for continualupgrades, vendor viability is critical, and users need to have confidence bothin their supplier’s financial standing and its ability to provide ongoingsupport and product development. Some of these long-term concerns are hard to allay – furtherconsolidation in the IT industry is inevitable at every level, and the softwaresector is littered with examples of product lines that have been dropped in theaftermath of a takeover. Purchasers can, however, do more at a practical level toensure the levels of service and support they demand from suppliers arecontractually laid out from the outset, particularly in defining a servicelevel agreement that contains practical metrics for analysing the supplier’sperformance. Partnership approachAnalysts warn that in many cases, purchasers become soobsessed with features and functionality that they fail to focus enough onthese ‘softer’ elements of the relationship. The best approach is to treat thepurchase as a partnership – vendors can only deliver results if organisationsspell out their requirements in advance. As Snowdrop’s Tobin points out, many users, particularly inthe public sector, now host an open day for suppliers where they present theirstrategic plans and perceived challenges before inviting proposals. That givesthe vendor an opportunity to understand the organisation’s unique requirementsand make an informed decision as to whether to bid. Above all, users need to be cautious about information theyreceive. Many rely on vendor presentations, but these will clearly be slantedtowards product strengths. Speaking with – and preferably visiting – existinguser reference sites is also recommended. Personal demonstrations – where theagenda is drawn up by the user, as opposed to a generic presentation from thesupplier – are also a good idea and can cut through much of the hype.In essence, much of the payroll purchasing process comesdown to common sense. But users frequently come to the table unprepared. AsRebus HR’s Gordon concludes: “Be very clear about your business, yourpriorities. Clarity is important – not the vendors’ bells and whistles.”The self-service revolution According to Kevin Gordon, strategic sales director atRebusHR, about half the enquiries coming in from potential software purchasersinclude requests for electronic payslip delivery – one of the most prominentcost-saving elements of employee self-service systems.To date, much of the focus in the self-service market hasbeen on achieving process-based cost savings. By allowing employees to enterdata directly into HR systems over a corporate intranet – be it a change ofhome address or enrolment into a new benefits scheme – HR departments can cuttheir own administrative burden and also offer a 24/7 service to employees. Data self-entry has the advantage of reducing the need forrekeying and therefore decreases the likelihood of errors – employees arelikely to be particularly cautious about entering information correctly when itdirectly affects their pay cheque. Moreover, as self-service systems evolve,they become a platform for collaborative team working and a mechanism fordistributing corporate, industry and sometimes non-vocational information. Because of the breadth of the potential for self-service HR,analysts advise that payroll implementations cannot be viewed in isolation.While distributing payslips electronically to employees’ desktops is apayroll-specific application, many other elements cross HR boundaries. Payrolldata, for example, can form the basis for more effective distribution ofmanagement reports through the self-service infrastructure in areas such asovertime or headcount analysis. Lee Geishecker, research director at consultancy Gartner,suggests: “Think of payroll as part of the bigger picture in self-service. Weare moving away from a functionality focus – it’s part of broader HR.”last_img read more

Saint Mary’s introduces Japan summer study abroad program

first_imgTags: Japanese culture, NAFSA, Ochanomizu University, Saint Mary’s College Saint Mary’s has teamed up with Ochanomizu University (OU) to provide students with new opportunities in Japan. The program was first proposed two years ago by Dr. Alice Yang, associate director for international education at the College. “[The Center for Women’s Intercultural Leadership] has been trying to offer more study abroad opportunities for our students,” Yang said in an email. “Some students expressed interest in Japan and the Japanese language in the past.”Yang said the process Saint Mary’s went through to set up its partnership with OU included a fair amount of communication with representatives from Japan. “I attended the Generation Study Abroad Summit of the Institute of International Education (IIE) in November 2016 and met Mr. Hideki Yonekawa, the [vice president] of JASSO (Japan Student Services Organization) at the conference,” Yang said. “I consulted with him and asked him to recommend a Japanese partner to us. I received an email from Ms. Noriko Watanabe, the Exchange Program Coordinator of Ochanomizu University in January 2017 telling me that Mr. Yonekawa recommended Saint Mary’s College to them.” The process to bring the schools together continued over the next couple months. “Ms. Watanabe and Dr. Yasuko Sasaki, [vice president] for International Relations of Ochanomizu University visited Saint Mary’s College in March 2017,” Yang said. “They met with the president and were impressed by our beautiful campus. They sent us their sample [Memorandum of Understanding] right after their visit and would like to sign an exchange agreement with Saint Mary’s College. After a couple of years, the agreement has been officially signed by both parties.” OU has historical significance that makes it appealing to Saint Mary’s, Yang said.“OU is located in Tokyo [the] capital of Japan. It was Japan’s first institution of higher education [for] women and is one of the top 10 national universities in Japan,” she said. There was a period of time when representatives from both OU and Saint Mary’s met to iron out the details. “The CWIL director, Dr. Mana Derakhshani, and I attended the 2018 [National Association of Foreign Student Advisers] Conference in Philadelphia and met with OU’s [vice president] for International Affairs again and her two staff members,” Yang said. “I visited OU for the site visit in October 2018, and Mr. Derek Matsuda, OU’s exchange program coordinator also visited SMC in November 2018. The Global Education Advisory Committee discussed and approved it. President Nekvasil signed the agreement in January 2019.” Yang said the exact specifications of the agreement involves the number of students that can be sent by both schools and what they’re doing. “The agreement allows Saint Mary’s to send up to four students to attend OU’s summer program while OU can send one student to study for a year at Saint Mary’s or two students study abroad at Saint Mary’s for one semester per year,” Yang said. OU has already sent several students to Saint Mary’s. “We hosted five [of] OU’s STEM students in March this year,” Yang said. “They stayed at Saint Mary’s for nine days, audited some science and math classes and attended some academic and cultural events. This was our first time to offer the International Women in STEM Program per the request of OU. The students had a great experience at Saint Mary’s College and had made friends with some Saint Mary’s Peace Belles. OU plans to send more students to study at Saint Mary’s College next year and extend the short-term program to two-weeks long.”The Japan program is open to all majors and class years. There are no Japanese language requirements, but students are welcome to take classes in Japanese, Yang said. Students are allowed four course options over the summer.“Four courses are offered over the summer,” Yang said. “Students can earn three credits by taking the Intensive Japanese course or one of the three English courses: Gender Equality and Leadership, Life Style in Japan and Evolution in Natural Science: From Being to Becoming. The English courses can fulfill some Sophia requirements [like] historical perspectives, intercultural competence A or B.” Student reactions to the Japan program have been positive, like that of Emily Tobias, first year math and computer science major. “I think it’s probably very useful for people who are interested in Japanese culture,” Tobias said. Some students, like first year environmental studies major Hannah Toepp, are also excited for the learning opportunities in Asia. “I think that’s a great opportunity to learn about a culture so different from our own, experience traditions that would seem out of the ordinary here and to learn about the advancements in technology that Japan is constantly developing,” Toepp said. Yang placed her own emphasis on the importance of studying in Japan. “Asia is one of the non-traditional study abroad destinations. The Japan summer program helps diversify our study abroad offerings,” Yang said. “The study abroad alumnae will bring back the knowledge and skills they learned in Japan and share their study abroad experiences with their peers on campus, which enriches students’ international and intercultural learning on campus.”Yang also said her main hope for students studying abroad in Japan is they make friendships and help contribute to the sharing of experiences. “I hope students will take the opportunity to learn the Japanese culture and Asian values,” she said. “I encourage them to make friends with Japanese students and international students from other countries and serve as cultural ambassadors by sharing the U.S. cultures with local students.”last_img read more

Jay Alley: A Man on a Mission

first_imgMan on a MissionThrough the heart of Columbia flows the Saluda River—a class II-IV run that’s one of the only whitewater rivers in South Carolina. A small, tight-knit community of boaters gather here, among them Jay Alley, founder of Canoeing for Kids.Born and raised on the banks of the Saluda, Alley began canoeing at a young age. The son of a pastor, Alley always had a natural affinity for all things water.“I was born a water bug,” he says.Alley started his own construction business at the ripe age of 19. “I’d work like crazy, then between projects I’d take off and go,” he says. Despite his cross-country ramblings, Alley felt there was something more he should be doing with his life.“My business was going well but I did not feel content in my soul at all,” he says. “I was really searching for what was God’s purpose for my life.”One day that purpose came to Alley as he was paddling on the Saluda. He had been volunteering with disadvantaged children, something he was not only good at but also enjoyed immensely. When he looked down at his kayak, he suddenly realized that paddling, too, fulfilled those same criteria.“I remember thinking, ‘there has to be a way I can introduce kids to boating and through boating introduce them to nature,’” Alley says.Thus, the idea for Canoeing For Kids was born. Alley knew that if he wanted to get his non-profit running, he would need funding. He began planning a 2,000-mile paddling trip that would take him from New York to New Orleans via a system of connecting rivers and watersheds. Alley kept his scheming to himself for close to a year before filling in his family on the project.“Even once I announced it, I wasn’t dead set on completing it,” Alley says, “but things happened along the way that proved to me it was something I was supposed to do.”While planning the trip, Alley put in a call to what he thought was the Chamber of Commerce in search of a map for the Allegheny River. The number turned out to be the landline of an elderly gentleman, a local who had lived by the Allegheny his entire life. The two spoke for almost an hour, and within a couple weeks, Alley received a package with maps of the river and handwritten notes about spots to avoid and places to camp.“I basically dialed the wrong number, but it was obviously the right number,” Alley says.For Alley and his 2000-mile trip, those affirmations would keep coming. Only five weeks from his departure date, Alley was struck by lightning on the banks of the Saluda. He and his friend had been out paddling that day, training for the months ahead, when a storm caused them to pull off and take cover. The two found an old tractor tire and, had Alley not been perched upon the rubber remains, it’s likely that the lightning strike would have been fatal. Alley’s partner was unscathed and was able to drag him to a house nearby, the resident of which just so happened to be a registered nurse. Many interpreted the event as a sign that Alley shouldn’t go, but he had quite a different opinion.“It was a blessing,” Alley says. “That lightning strike was the best thing that ever happened to me because it got the trip more publicity than all the other things I’d tried doing. All of a sudden I was that guy who got struck by lighting.”After three days in the hospital and weeks of physical therapy, Alley and his crew left on August 14, 1993, for New York. Over the next eight weeks, friends and family from home met Alley along the way and swapped duties. One person was always in the canoe with Alley while at least two were in a support van driving to the nearest towns, notifying local media outlets, and helping resupply. From extreme hot and cold temperatures to a tornado, gusty winds, and a flooded Mississippi River, Alley and his team endured the elements and pressed on, cranking out at least 40 miles per day. Finally, on October 10th, the crew arrived in New Orleans to a party of family, friends, and supporters awaiting them on the riverbanks.“Oddly enough, I was disappointed,” Alley says. “I had been working and dreaming toward this destination for years, thinking it was going to be a pinnacle. We fell short of our fundraising goal, but I realized in time that it was really the starting line of everything.”In the spring of 1994, Canoeing For Kids ran its first full season of trips, putting over 200 disadvantaged kids on the water in one season by borrowing boats from a local outfitter. Since then, the organization helps get an average of 1,500 kids on the river every year free of charge. With its own headquarters built by Alley himself and an entire fleet of canoes, kayaks, standup paddleboards, and rafts, Canoeing For Kids has grown to an operational level that Alley could never have envisioned as he stood on the banks of the Mississippi all those years ago.“We’ve had over 20,000 kids come here in 20 years,” Alley says, “but I’ve never had one story in particular where I’ve changed someone’s life. It’s more about how they have changed my life.”last_img read more

Suffolk Still Under Tropical Storm Warning as Hermine Lingers Offshore

first_imgSign up for our COVID-19 newsletter to stay up-to-date on the latest coronavirus news throughout New York It might not have taken the path forecasters expected, but post-tropical storm Hermine finally made its presence felt Tuesday on Long Island, spawning strong wind gusts, coastal flooding and some power outages. Wind gusts of 35-50 miles per hour were recorded on LI Tuesday morning and there were reports of downed trees and more than 500 PSEG Long Island customers without power as of 9:45 a.m. Coastal flooding was reported at high tide early Tuesday in some areas. A tropical storm warning remains in effect for Suffolk County but was lifted Monday in Nassau County.The slow-moving storm was about 90 miles south of Montauk as of 8 a.m. Tuesday, according to the National Hurricane Center. The storm is expected to move west at 8 mph and lose speed as the day progresses.“Hermine will likely become nearly stationary by [Tuesday night],” the weather service said. Forecasters predict Hermine will turn northeast Wednesday and head back out to sea by Thursday.The weather service said there is still a threat of minor coastal flooding across low-lying areas. The most intense winds will be felt on the East End of Long Island, the weather service said.Hermine made landfall in Florida last week as a hurricane but was quickly downgraded to a tropical storm before churning across Georgia and the Carolinas. It then stalled in the Atlantic before continuing its northward track.On Saturday, officials from both Nassau and Suffolk counties warned residents to prepare for the worst as the impending storm approached. Suffolk County declared a state of emergency and Nassau remained on high alert from dangerous storm surges reminiscent of Tropical Storm Irene in 2011.With concern growing, some Suffolk County residents Saturday received an erroneous message from a federal emergency management service warning of a mandatory county-wide evacuation. The county quickly corrected the message, which was that the evacuation was voluntary and only for Fire Island. That voluntary evacuation was also delayed and then lifted after less than a day when the storm appeared to have spared the region.While the threat of the storm was widely blamed for dampening business in oceanfront communities over the Labor Day weekend, the latest forecast suggests that LI isn’t out of the woods yet.last_img read more

Sisters Academy of New Jersey Graduates 16

first_imgASBURY PARK – Sisters Academy of New Jersey on June 13 graduated 16 students in its Class of 2012.Erin Avery, left, of Rumson with Sisters Academy of New Jersey scholarship winners Leslie Mayeregger, center, and Withney Barthelemy.The graduates spent four years at Sisters Academy sharpening their scholastic skills and broadening their intellectual horizons. The students will further their education at Red Bank Catholic High School, St. Rose High School and local public schools. The class received more than $715,000 in scholarships to attend high school.Two students achieved special honors this year earning full scholarships to prestigious private high schools. Leslie Mayeregger earned a full four-year scholarship, estimated at $200,000, to attend The George School in Newtown, Pa., and Withney Barthelemy earned a full four-year scholarship estimated at $225,000 to Mercersburg Academy in Mercersburg, Pa.The support and guidance of Erin Croddick Avery of Avery Educational Resources of Rumson and Patricia Horan of Sea Girt were instrumental in assisting the students navigate the educational waters of boarding school. Both women’s vast expertise in the educational field was essential to the students’ success.Sisters Academy of New Jersey is an independent middle school for girls and a program of Mercy Center of New Jersey that is a sponsored ministry of the Sisters of Mercy. Additional information is available by visiting www.Mercy CenterNJ.org or by calling 732-774-9397.last_img read more

Ice coaches keep options open following Major Midget evaluation camp

first_imgStep one on the road to playing for the Kootenay Ice came and went during the weekend at the NDCC Arena.More than 50 players test the Major Midget waters to sway evaluators sitting in the stands and find a spot on the Ice roster.”The camp went very well,” said Kootenay Ice head coach Mario DiBella.”We had 54 players at came, which is the largest turn out to date.” The BC Hockey Major Midget League was established in 2004 to provide elite level 15-17 year olds an opportunity to play within their own age group at a high level and be developed for the next level of hockey.Players from throughout the Kootenays took to the Heritage City to be part of the Kootenay Ice, one of 11 teams in the league.”We have 14 players returning from last season,” DiBella said.”At this point we have committed to (goalie) Adam Maida, (defenceman) Tyler Podgorenko and Austin Tambellini and (forward) Nolan Percival,” DiBella added.The Ice has a few weeks before taking to the ice for exhibition dates in September.Final roster cuts will be make September 15.The BCMMHL season opens in late September.last_img read more

SANTA ANITA WINTER MEET WAGERING MENU INCLUDES ENHANCED PICK SIX, LOW TAKEOUT WIN, PLACE & SHOW WAGERING AS WELL AS POPULAR 50 CENT PLAYERS PICK FIVE BEGINNING OPENING DAY, DEC. 26

first_imgSanta Anita will offer a $1 million guaranteed all-stakes Late Pick 4 on Opening Day, Dec. 26. ARCADIA, Calif. (Dec. 23, 2016)–Santa Anita’s Winter Meet, which opens Monday, Dec. 26, will offer fans a comprehensive pari-mutuel betting menu that will include an enhanced Pick Six with a Single Ticket Jackpot component. Seventy percent of the pool will continue to be paid out to those with six winners, and the same 70 percent will be carried over in the event there are no tickets with six winners. Consolation tickets will now be paid with 15 percent of the remaining pool, while the remaining 15 percent will be allocated for a separate “jackpot,” which will be paid in the event of a single winning ticket. On a mandatory payout day, consolation payoffs will be made just as they ordinarily would on any other racing day.   Santa Anita will also continue to offer the nation’s lowest major track takeout of 15.43 percent on win, place and show wagers, as well as the popular 50 cent Players Pick Five, one dollar exactas, one dollar trifectas, two dollar rolling Daily Doubles, one dollar rolling Pick Threes, an early and late 50 cent Pick Four, a one dollar Super High Five and 10 cent Superfectas.Santa Anita’s 2016-17 Winter Meet Wagering Menu will offer the following:-$500,000 guaranteed Late Pick 4 each weekend (excluding Sun. Feb. 5)                -$300,000 guaranteed Late Pick 4 each weekday                -$100,000 guaranteed Pick 6 each weekend                -The 50 cent Players Pick 5. Comprised of races one through five, the Pick Five features a low takeout of 14 percent. If no one correctly selects all five winners, 100 percent of the net pool is carried over to the next racing day.                -Two dollar Win, Place & Show wagering on each race, featuring the lowest takeout (15.43 percent) of any major racetrack in the nation.                -One dollar Trifectas on each race (minimum of four runners required).                -10 cent Superfectas will be offered on all races (minimum of six horses scheduled to start).                -One dollar Exactas are offered on each race.                -The newly enhanced two dollar Pick Six will be offered on the final six races each day.                 -The 50 cent early Pick 4 will cover races two, three, four and five, each day. The Late Pick 4 will cover the final four races on each card.                -Rolling two dollar Daily Doubles, which feature a 20 percent takeout.                -One dollar rolling Pick Threes will be offered beginning with the first race each day.                -One dollar Super High Five, which requires bettors to correctly select the first five finishers in each day’s final race (minimum of eight runners) will again be offered. If no one selects the top five horses in exact finish order, 100 percent of the net pool carries over to the next day.                For more information on Santa Anita’s upcoming Winter Meet, please visit santaanita.com or call (626) 574-RACE.last_img read more

Ohio No-Till Conference draws a crowd

first_imgShare Facebook Twitter Google + LinkedIn Pinterest Problems and issues with weeds, slugs or planting into cover crops were all covered at the Ohio No-till Conference on Dec. 6Steve Groff, Bill Lehmkuhl and Bret Margraf led a discussion covering a broad array of equipment challenges. Attendees learned how to set closing wheels for green covers and how to eliminate hair-pinning (for either green or dead covers). A pusher bar is recommended for tall cover crops. For planting cover crop seed, a planter works best for a single variety. Or with individual hoppers, you can have two varieties in alternate rows, such as Austrian winter pea and oilseed radish. A drill works best for multi-species covers.“Battling slugs, voles and other varmints that love no-till and cover crops” kicked off the day and attendees learned from the experiences of consultant Mike Daley and Neil Badenhop with Valent. Slugs, voles and other pests can become problematic in the cover of long-term no-till fields with cover crops. Another distinguished panel discussed federal ag policy, especially as it relates to no-till, with moderator Joel Penhorwood of Ohio Ag Net. The panelists were Bill Richards, Mark Smith, and Fred Yoder and they covered a broad array of topics including the farm bill, the role of government cooperation in conservation and incentives for no-till and cover crops.The annual No-Till Awards were presented to: soil scientist Frank Gibbs, Fisher’s Ag Service and Pickaway County no-till farmer Nathan Wilson. Scholarships were presented to two students, Chet Margraf and Bernard Kuether. Kale Marketing sponsors the plaques.The afternoon program started with Steve Groff of Pennsylvania. He has a history of no-till innovations and is now coaching farmers on cover crops. His topic is “Cover crops, no-till, and marketing opportunities for crops (and livestock) grown on healthy soil with conservation practices.”“Cover crops are a tool and a tool needs someone to manage that tool to do it right. A tool in the right hands can do something phenomenal. You are the manager to make it work right. Our job is to learn how to best manage it and grow your soil. We have forgotten the biology over the last several decades and now we are bringing it back,” Groff said. “Our soils were formed by multiple plant species with living roots in it all of the time. We have violated that principle of nature with our modern farming practices. Green is good in our fields but not in the water. We have a role to play in helping to clean up whatever watershed we happen to be in and I think most of us would prefer the carrot to the stick.”In addition, no-till farm families shared their stories, a variety of situations, challenges and solutions. The three families were: Nathan Wilson, Pickaway County; Nathan Brause, Crawford County; and Vince, Dan and Tyler Uetrecht, Warren County.The closing speaker was Jeff Stachler, OSU Extension in Auglaize County. He studied weeds for his Ph.D. and discussed strategies and practices to battle resistant weeds, including waterhemp, Palmer, and ragweed. Even if you don’t currently have a problem, you likely will soon if you don’t plan to prevent infestations. Steve Groff of Pennsylvania. He has a distinguished history of no-till innovations and is now coaching farmers on cover crops. Jan Laymen with the Ohio No-Till Council commented throughout the day. A scholarship was presented to Chet Margraf. The annual No-Till Awards were presented to: soil scientist Frank Gibbs, Fisher’s Ag Service (not pictured), Pickaway County no-till farmer Nathan Wilson. Steve Groff, Bill Lehmkuhl and Bret Margraf led discussion to close the morning program that covered a broad array of equipment issues. Joel Penhorwood moderated a distinguished panel with Bill Richards, Mark Smith, and Fred Yoderlast_img read more