4228
as always:

It is best to read this journal from the beginning. . .

<http://theurbanhermit.livejournal.com/2006/02/08/>

it makes more sense then. ....

or just explore the journal at: <http://theurbanhermit.livejournal.com/>

may i recommend: <http://theurbanhermit.livejournal.com/2008/01/04/>

and a follow up to that: <http://theurbanhermit.livejournal.com/2008/10/12/>
---------------------------------------------

to put hte clothes in the dryer and hookers wasbrought up by the man there - oy . . .

not good, not good - ah, though.. . affirmations atp the juels thing?

see previous entries. . .

and then a MEdia message to the phone, a few seconds after i got back form the laundry room . . .

and this is interesting, for recall earlier postings of andrew "biuster" howard of the phone company . . . and of the us air force . . . and the sender of the phone company message was 3727 . . .

and entry number 3727 is:

3727 - repost of 2/9/07's 1098 - the AIR FORCE Testing! [Jun. 26th, 2008|03:17 pm]
1098 [Feb. 9th, 2007|12:24 pm]
I forgot to mention this. . . but with the 9/11 stuff on the table in front of the library is also a Godine Publishers pamphlet featureing stories of hte Black Sparrow. . .

funny - ha ha

MIYT is on the board todat, MIT HR:

Title: Senior Technician E-M
Req Number: mit-00003724
Department: Plasma Science And Fusion Center
Location(s): Cambridge MA
FT/PT: Full Time
Employment / Payroll Category: Service (RDTEU)
Work Shift:

SENIOR TECHNICIAN E/M, Plasma Science and Fusion Center, to perform electronic work on systems that support the Alcator C-Mod fusion facility and its associated research experiments, assisting in laboratory, research, or analytical work under the direction or supervision of scientific personnel. Will inspect, calibrate, troubleshoot, and build control, fault, RF detection, demodulator, amplifier, and communication electronics as required by this project, with many exciting new systems expected to come online over the next several years; be involved with ongoing projects in diagnostics, high energy power supplies, multimegawatt RF transmitters, control systems, and vacuum and magnet systems; and operate highly technical experimental apparatus. May direct and train technicians of lower grades. Position requires little or no supervision.

REQUIREMENTS: graduation from a two-year technical day school or its equivalent, a minimum of five years' applicable experience, understanding of the theoretical aspects of the experiments, and demonstrated outstanding skill and performance in the field of activity described above. An understanding of analog and digital electronic circuitry is paramount. Ability to read and work from electronic schematics, wire-lists, and mechanical drawings to build circuit boards, equipment chassis, and cables required. Ability to layout and populate PC boards, debug circuits, and work with engineers and physicists developing new hardware needed. Position requires the ability to work unsupervised for periods of time. May be assigned duties in higher or lower classification levels to fill in for other technicians or to fill immediate needs. Periods of overtime will be required. MIT-00003724

and

Title: Process Development Associate
Req Number: mit-00003837
Department: Broad Institute
Location(s): Cambridge MA
FT/PT: Full Time
Employment / Payroll Category: SRS (Research)
Work Shift:

PROCESS DEVELOPMENT ASSOCIATE, Broad Institute-Genome Sequencing Platform, to join an applied R&D group which plays an integral role in development and production projects. Will participate in the development and implementation of new and/or improved molecular biology processes and the completion of individual research projects in the genome sequencing field. Majority of work will focus on DNA preparation and library construction for current and next-generation sequencing technologies. Will design and conduct bench-level experiments both independently and under the guidance of senior staff. The specific experimental goals and the types of molecular biology and genomics technologies employed will vary in accordance with project requirements in a fast-paced and dynamic environment.

REQUIREMENTS: a bachelor's degree in biology or related discipline and three to five years of practical experience in molecular biology research or high-throughput environment, or a master's degree and a minimum of one year of relevant experience; familiarity with a broad range of molecular biology and DNA cloning techniques; excellent critical thinking and analytical skills; and ability to work independently and as part of a team. Must demonstrate attention to detail, a high level of initiative in continuous technical advancement, excellent oral and written communication skills, and ability to interact professionally with multidisciplinary staff in a fast-paced environment. Excellent organization and time management skills required. Ability to use sound judgment while handling a variety of tasks simultaneously and to shift priorities rapidly expected. Should also be able to effectively solve problems. Solid knowledge of Excel software and Windows NT needed. MIT-00003837

and

Title: Postdoctoral Associate
Req Number: mit-00003838
Department: Center for Cancer Research
Location(s): Cambridge MA
FT/PT: Full Time
Employment / Payroll Category: Academic
Work Shift:

POSTDOCTORAL ASSOCIATE, MIT-Harvard NanoMedical Consortium/Biology/Center for Cancer Research, to work in the area of siRNA therapeutics delivery and cancer nanomedicine in mouse models of cancer. The primary focus will be on the validation of newly developed nanodelivery systems for therapeutic small interfering RNA (siRNA) molecules for treatment of brain cancer. The multidisciplinary nature of this research project will allow for the utilization of a wide range of sophisticated techniques including cellular and molecular biology, microscopy, in vitro cell culture, and in vivo animal models.

Additional information on the consortium is available at http://web.mit.edu/ccr/faculty/consortium.htm.

REQUIREMENTS: a Ph.D. in cellular and molecular biology, genetics, cancer biology, or closely related field. Must have demonstrated research experience in several of the following techniques: in vitro cell culture and cell-based assays, molecular biology techniques, and/or use of tumor animal models. Excellent verbal and written communication skills and ability to manage research projects essential. MIT-00003838

Review of applications will start on February 15, 2007, and will continue until the position is filled.

In addition to a cover letter and resume, please submit the names and contact information (affiliation, mailing address, e-mail, and phone number) of three professional references.

and

Title: Collections Manager and Public Services Librarian
Req Number: mit-00003839
Department: Libraries
Location(s): Cambridge MA
FT/PT: Full Time
Employment / Payroll Category: Administrative
Work Shift:

COLLECTIONS MANAGER AND PUBLIC SERVICES LIBRARIAN, The Libraries-Rotch, to coordinate collection efforts in architecture, architectural history, urban planning, art, Islamic architecture and the visual collections. Will monitor budget and determine directions for collections; evaluate and assess the collection, develop policies, and manage approval plans; develop and maintain client-focused relationships with faculty, researchers, and students to determine collection needs and priorities; evaluate gifts and coordinate selection of new materials and materials for storage; perform preservation planning and supervision, develop and implement emergency preparedness plan, and coordinate preservation planning and training in consultation with central preservation unit; correspond with donors, acknowledging and documenting gifts; serve as a member of the subject team; and participate in reference and instruction efforts and management decisions.

REQUIREMENTS: ALA-MLS/MLIS; two to four years' increasingly substantive professional experience in academic or research library; background or experience in print, electronic, and digital collection development in architecture or urban planning; excellent interpersonal, communication, organizational, and analytical skills; ability to work effectively with and understand information needs of faculty, students, and staff; experience in effective leadership, coordination, and/or supervision; successful experience working in highly collaborative environment or cooperatively with colleagues across departments; high degree of computer literacy and ability to utilize information technology in service delivery; experience in instruction, reference, and outreach with faculty and students; flexibility and ability to work effectively in a dynamic and rapidly changing environment; and demonstrated commitment to professional contribution and awareness of current trends in librarianship. A degree in architecture, urban planning, or related field preferred; as is experience in an academic or special library focusing on architecture or urban planning. MIT-00003839-P

----------------------------------------------------------------

Inch:miled to the busuness school, Boston is not far behind. . . the Pathology Staff III description seems tailor made for me, and with me in there - stressed by the phone issue this morning, the fact that originally I could not save the HU jobs 56 and up list, and the securioty postings at LL - Central Admin'd have (hypersurveilled unwillingly) the means to keep an eye on things. . .

The . . .

Ah, wait. . . I recently posted again about Joy of "Spherion" placing me in a false lead on the Provost's floor of Holyoke Center. . . so of course she's going to be false leading ne again. . . and recall, she was the one into the "Spherion" office after Borislava left. . .

You know - when the "Empire" strikes back (see pervious entries), might it be a family thing?

Online Phonebook Search Results
The following person(s) matched your search criteria.

Name Department/School
Adam Blanchette Faculty of Arts and Sciences
Robert Blanchette Office of Human Resources
--------------------

I can easily see HMNH being a plum posting for legacy-type folk, and I sure as hell hope this is not so. . . but it'd explain a lot. . . especially why there's little response from resumes (I had to e-mail back to Reynolds to let her know I'd put in for today's Harvie. . . and it was after chatting with Adam a few months ago that I got a few other museum Harvie's right away, too. . .). . .

Way to have someone on the inside. . . Damn.

Footage of Anna Nicole's death - or the CPR attempts as tehy wheeled her into the hospital, sold for $500,000 and is already on the web. . . with stuff like that going down, whadda ya bet internal surveillance 'round here and in HU sponsored housing is certainly a piece of cake. . . (recall jackson, gielis, et al at hls long ago). . .

so i was mentioning that some shelter folk have disappeared. . . john coffee, john burda (said he moght be leaving hte state), too. . . all were, in their own right, vectors. . .

* * *

1303 --

you know, I hate to say it, but it fits. the "empire" B. thing mentioned above. . .

In previous entries I speculated about the movement in and out of OEB and HMNH of people regarding the possible HU HR/HUMF experimentation. Abbuhl, McIntosh, Bassaches (and via him the security guy at the Farnsworth/Wyeth, Rockland, ME), Carryanopolous, Werby (biotech, cyberlaw background and government funded initiatives. . .). Atop that recent post about Shay to UCLA wheere the Civil Rights Project moved to. . .

And last night. Security at the shelter. I ordered two grilled cheeses and they were brought to me when I was on a computer posting last nights relevant news stories. . . security came up behind me and began calling out "Rat! Rat!" and when I turned he changed it to "Mouse! Mouse! Made you look." Yes, a big joke froom he the man SL said "I'm still gonna do my thing in here." Which, of course, fits in with security, too.

And "Spherion" in the shadow of PED, where Shay was. . . and no work there today (so I could capture today's Grade 60 post from HU HR?) after talking with the "other" security. . . and that atop the 9/11 message on the table outside the library. . .

Yes, it seems to fit. Especially with the Specculum tagging Randstad and "Spherion" folks - see previous entries. . . especially that atop the MIT Prof's hunger strike. . .

And the dark, deep silence of OEB HR. . . and they're reacting to AB chats initially. . .

and the loose job description in the directory. . . and the DVD flipping that day. . .

Keep it in the family applies too. . . of course, something run under cover of an hU HR operation'd need that extra touch. . .

so my thinkng of entrance to Universe City is correct. That security on this project is lax is not my fault. thy just experimented on a vctim not yet toothless and not yet cowered - initially by the awe of HLS, too. . .

Oh, this is ugly. But it certainly does fit with the HUMF need to make places and people distasteful to me - further effort to chase me out.

That OEB/HMNH would also provide the operation with science/religion opposition too makes it all the more enticing. . .

and look at today's HU HR postings (listed in the order of their posting):

29168 F-T 053 Research Assistant II Harvard Medical School Microbio & Molecular Genetics 02/09/2007
29169 F-T 060 Director of University Financial Policy and Compliance Financial Administration Office of the Controller 02/09/2007
29170 F-T 053 Staff Assistant III Harvard Medical School Pathology 02/09/2007

Story: micro-medicine non-complianceresults in clerical need to tighten things up. . .

The KSG researcher is here in the library again. . .

In reverse chronological order form their posting, here are this year's Harvard Medical School postings:

29170 F-T 053 Staff Assistant III Harvard Medical School Pathology 02/09/2007
29168 F-T 053 Research Assistant II Harvard Medical School Microbio & Molecular Genetics 02/09/2007
29162 F-T 053 Staff Assistant III Harvard Medical School Sponsored Programs Admin. 02/08/2007
29148 P-T 058 Global Nurse Training Program Director Harvard Medical School Division of AIDS 02/07/2007
29144 F-T 047 Animal Care Technician I Harvard Medical School ARCM 02/07/2007
29143 F-T 047 Animal Care Technician Harvard Medical School ARCM 02/07/2007
29142 F-T 047 Animal Care Technician Harvard Medical School ARCM 02/07/2007
29128 F-T 055 Graphic Designer Harvard Medical School Continuing Education 02/05/2007
29126 F-T 055 Financial Associate II Harvard Medical School Microbiology 02/05/2007
29125 F-T 055 Financial Associate II Harvard Medical School Microbiology 02/05/2007
29075 F-T 058 Director of Prospect Acquisition and Annual Giving Programs Harvard Medical School Resource Development 01/30/2007
29042 F-T 053 Staff Assistant III Harvard Medical School Resource Development 01/25/2007
29041 F-T 053 Staff Assistant III Harvard Medical School Autism Consortium / HCNR 01/25/2007
28995 F-T 055 IACUC Inspection Coordinator Harvard Medical School Research Subject Protection 01/23/2007
28994 F-T 058 Program Director, Faculty Appointments Harvard Medical School Faculty Affairs 01/23/2007
28984 F-T 058 Senior UNIX/LINUX Systems Administrator Harvard Medical School West Quad Computing Group 01/22/2007
28972 P-T 052 Library Assistant V Harvard Medical School Countway Library 01/19/2007
28971 F-T 053 IT Support Assistant II Harvard Medical School IT Client Services 01/19/2007
28931 F-T 057 Manager of Academy Programs Harvard Medical School PME 01/16/2007
28928 F-T 053 Staff Assistant III Harvard Medical School Division of Medical Sciences 01/16/2007
28911 F-T 053 Research Assistant II Harvard Medical School Genetics 01/11/2007
28910 F-T 047 Animal Care Technician Harvard Medical School ARCM 01/11/2007
28909 F-T 047 Animal Care Technician Harvard Medical School ARCM 01/11/2007
28885 F-T 053 Staff Assistant III Harvard Medical School The Family Van 01/09/2007
---------------------

Heavy relevance to the content of this journal. . .

Here's the same for the Harvard School of Public Health:

29163 F-T 055 Review Manager Harvard School of Public Health Human Subjects Administration 02/08/2007
29119 F-T 055 Project Manager Harvard School of Public Health SHDH, Ctr. on the Developing Child 02/02/2007
29118 F-T 055 Project Manager Harvard School of Public Health SHDH, Ctr. on the Developing Child 02/02/2007
29113 F-T 056 Multimedia Communications Specialist Harvard School of Public Health Office of Communications 02/02/2007
29112 F-T 090 Postdoctoral Research Fellow Harvard School of Public Health Nutrition 02/02/2007
29102 F-T 054 Executive Assistant Harvard School of Public Health SHDH, Ctr. on the Developing Child 02/01/2007
29092 F-T 053 Research Assistant II Harvard School of Public Health Nutrition 02/01/2007
29087 F-T 056 Communication & Events Manager Harvard School of Public Health Harvard AIDS Initiative 01/31/2007
29082 P-T 057 Research Manager (PT) Harvard School of Public Health EER 01/30/2007
29074 P-T 057 Research Manager (PT) Harvard School of Public Health EER 01/30/2007
29071 P-T 054 Staff Assistant III, Specialist Harvard School of Public Health Human Subjects Administration 01/29/2007
29065 F-T 056 Statistician I Harvard School of Public Health Nutrition 01/29/2007
29058 F-T 053 Staff Assistant III (Temporary) Harvard School of Public Health Health Policy & Management 01/26/2007
29057 F-T 056 Employment Manager Harvard School of Public Health Human Resources 01/26/2007
29027 F-T 053 Research Assistant II Harvard School of Public Health Immunology & Infectious Diseases 01/24/2007
29026 F-T 057 Facilities Manager Harvard School of Public Health PEPFAR - Dean's Office Special Project 01/24/2007
29025 F-T 053 Staff Assistant III (Temporary) Harvard School of Public Health FXB Center 01/24/2007
29024 F-T 057 Assistant Country Director Harvard School of Public Health PEPFAR - Dean's Office Special Project 01/24/2007
29005 F-T 056 Statistical Programmer II Harvard School of Public Health CBAR 01/23/2007
28996 F-T 090 Research Associate/Research Scientist Harvard School of Public Health Biostatistics/CBAR 01/23/2007
28977 F-T 053 Research Assistant II Harvard School of Public Health Immunology & Infectious Diseases 01/19/2007
28976 F-T 056 Administrative Director Harvard School of Public Health PEPFAR, Dean's Special Project 01/19/2007
28975 F-T 053 Staff Assistant III Harvard School of Public Health PEPFAR - Dean's Office Special Project 01/19/2007
28969 F-T 056 Research Analyst Harvard School of Public Health CBAR 01/19/2007
28968 F-T 056 Research Analyst Harvard School of Public Health CBAR 01/19/2007
28934 F-T 053 Staff Assistant III Harvard School of Public Health Population & International Health 01/16/2007
28923 F-T 057 Donor Relations Officer Harvard School of Public Health Resource Development 01/12/2007
28922 F-T 058 Supply Chain Manager Harvard School of Public Health Dean's Office Special Projects II 01/12/2007
28898 P-T 052 Research Assistant I (Part-time) Harvard School of Public Health EH/EOHE 01/10/2007
28897 F-T 055 Project Manager Harvard School of Public Health SHDH/Ctr for the Developing Child 01/10/2007
28896 F-T 055 Research Programmer Harvard School of Public Health Nutrition 01/10/2007
28880 F-T 053 Staff Assistant III Harvard School of Public Health CBAR 01/08/2007
28867 P-T 055 Research Assistant IV (PT) Harvard School of Public Health SHDH 01/05/2007
28824 F-T 090 Postdoctoral Research Fellow Harvard School of Public Health Genetics and Complex Diseases 01/02/2007
28814 F-T 053 Research Assistant II Harvard School of Public Health Genetics & Complex Diseases 01/02/2007
28813 F-T 054 Grants Coordinator Harvard School of Public Health Genetics & Complex Diseases 01/02/2007
------------------------------------
Again, heavy on UrbanHermit revelance. . .

Note the number of human research slots, too. . .

Wronged, I write of the continued wronging. . . that that might expose some security issues (and I've already written that it's a brilliant ploy, sneaky but effective application of technology, and within the means of the U to defend itself) simply means those security measures were a little sloppy. . . the attempt to coopt me into such a security scheme was worse. . . necessitating on my part more wronged writings. . .

As I have written, I did not start this. . .

I note that the Parliament butts have been picked up from the pots out front. . .

from nytimes.com:

February 9, 2007, 11:45 am
Gore Seeks Techological Solutions for a Few Inconvenient Truths
By Andrew C. Revkin


Former Vice President Al Gore (right) joined airline tycoon Richard Branson today to announce a $25 million prize to the first person to come up with a way of scrubbing greenhouse gases out of the atmosphere in the battle to beat global warming. (Photo: Reuters)In “ An Inconvenient Truth,” the Oscar-nominated documentary on Al Gore’s drive to limit global warming, the former vice president stressed that personal and political will were the only missing factors in limiting smokestack and tailpipe emissions linked to rising temperatures.
“We already know everything we need to know to effectively address this problem,” he said in the film.
Now Mr. Gore has identified big technological gaps that need filling, as well.
Today, he joined Richard Branson, the British magnate, adventurer, and now eco-entrepreneur, in announcing the Virgin Earth Challenge, a $25 million bounty Mr. Branson is offering for any scientist or team who can figure out a way to pull the most significant heat-trapping gas, carbon dioxide, directly out of the air.
Mr. Gore said he would be one of five judges helping Mr. Branson choose a winner. An initial $5 million would be awarded to the most promising design. The full award would come once the design proved viable and worked for at least 10 years without harmful secondary environmental effects.

The documentary “An Inconvenient Truth,” which documents Al Gore’s global warming campaign, has been nominated for an Oscar.Most climate and energy experts studying the human influence on climate change have concluded that the growth in emissions is inevitable for many decades without big breakthroughs that either would cut costs of non-polluting energy sources like solar panels or allow carbon dioxide to be captured and buried. Public and private investment in basic energy research has been flat or declining for more than 20 years.
There are a handful of projects worldwide capturing small amounts of carbon dioxide from power plants and pumping it as a liquid underground, but those cannot capture the gas released from hundreds of millions of vehicles and other dispersed sources.
Scientists have been working on small-scale tests of projects that scrub carbon dioxide directly from the air using chemical processes or by fertilizing the ocean with iron filings in places where a lack of iron prevents algae from growing. Algae can absorb carbon dioxide and then, in certain conditions, sink to the seabed, taking the carbon with them.
There are other big prizes handed out each year for advances in environmental science, but none so far targeted specifically at limiting global warming.
The X Prize Foundation, which propelled a quest for entrepreneurs to fly into space, has announced plans for a prize for a super-efficient car, but details have not yet been ironed out.
As for Mr. Gore’s new focus on the need for technological breakthroughs, “There’s no shift in thinking,” said a spokeswoman in an e-mail. “There’s just only so much you can put in a 90-minute film!”
---------------------------------------------------------------------------------

from washingtonpost.com:

Air Force Academy Probes Allegations of Student Cheating

By Alan Cooperman
Washington Post Staff Writer
Friday, February 9, 2007; 12:26 PM



The Air Force Academy is investigating allegations of cheating by 28 freshmen and has restricted all 4,300 cadets to campus over the weekend, asking them to meet in small groups to consider "their self-image and the image of the institution," Air Force officials said.

In addition to the cheating, the academy's superintendent, Lt. Gen. John F. Regni, cited other recent disciplinary problems in a stern speech this week to the entire student body, faculty and staff.

Forty-three cadets lost their Internet privileges in January because they had downloaded pornography or visited pornographic Web sites, and there have been recurring incidents of alcohol abuse, academy spokesman Johnny Whitaker said.

Nineteen percent of the freshman class was failing academically at the end of the fall semester, chalking up the lowest collective grade-point average in 20 years, he added.

Regni's speech on Wednesday challenged the cadets "to get introspective about this, to look in the mirror -- is this the kind of institution that we want to be?" Whitaker said. "He told them he was disappointed with them, that honor is the heart of what we do."

Several members of Congress were briefed on the cheating investigation Thursday during a teleconference of the academy's 15-member Board of Visitors.

Sen. Wayne Allard, R-Colo., said there have been bigger cases of mass cheating at other military academies, including a 1992 incident involving 134 seniors at the Naval Academy, which resulted in the expulsion of two dozen midshipmen.

But Allard said the Air Force Academy is determined to act quickly and firmly, having learned a lesson from two scandals in recent years, one involving sexual assaults on female cadets and the other stemming from incidents of religious intolerance on the Colorado Springs campus.

Restricting all cadets to campus and requiring them to discuss the problems openly is "good preventive medicine," Allard said. "That's how we got in trouble with the sex harassment scandal -- they just kept sweeping it under the rug and not dealing with it. This time, they're trying to catch the problems early."

In a brief statement this week, the academy said that 19 cadets so far have admitted cheating on a Jan. 31 "fourth class knowledge test," a routine exam on military affairs given weekly to all 1,200 freshmen. Among the 28 cadets under suspicion of cheating are 19 intercollegiate athletes, the academy said.

Cadets said that if a student fails the weekly exam, which typically includes questions about the chain of command and military nomenclature, he or she is required to stay in the dorm over the following weekend. A second failure can result in the grounding of the upperclass cadet who is the designated leader for a group of freshmen, putting intense pressure on students to pass the test, they said.

The cheating was reported by classmates, and the investigation is being led by cadets, a standard procedure under the academy's honor code. Academy officials said the punishment has not been determined, but Allard said "it wouldn't surprise me if a fair number got dismissed" from the academy.

Cadets said they have been ordered to go through their computer files this weekend and erase any improper data, including illegally acquired music and videos as well as pornography. They said they will also be required to attend a luncheon discussion and hear a speaker. The academy originally had planned to cancel regular activities on Monday, but that order was rescinded, cadets said.

"I called my parents last night to tell them they would hear some bad publicity on the academy, and my father said, 'You just keep your nose clean,' " one freshman said.

Another cadet said Regni's speech landed hard. "He said 99 percent of us are doing our job, but a few bad apples can ruin it for the rest of us," the cadet said, requesting anonymity because he had not received clearance to speak to a reporter.

Regni, who has been superintendent since 2005, said in a brief interview that he was confident the number of students implicated in cheating would not rise above the 28 already under investigation.

He declined to discuss his speech, saying only: "We talk to the cadets, and we make sure the cadets understand that actions have consequences."
------------------------

Good thing that I'm not an air force cadet; however I will note that USAF was listed with MKULTRA-like experimentation in 2002, just after Andrew "Buster" Howard infiltrated the BB House on TRull Street (he asked for a laptop of mine after it had died, hooked the house up to the "network," searched the subject pool of the CA(org) meetings for good rat fodder, popped into Donovan's by the southern campsite. . . and let's not forget the Air Force lawyer that was kicked out a while back -- see previous entries. . .

Yes the military's all over the HUMF. . . check out:

http://thinkprogress.org/2006/09/14/air-force-secretary-proposes-testing-high-power-microwave/

Interesting. . . shortly after meeting with Stanley Wong, who worked on project ADAPT for harvard, and Dinah Barlow. . . and after the time I'd figured way too late the dosings began at trull street, I'd walk up and down the bikepath with Project ADAPT deeply etched into my consciousness. . . even said it out lod a few times. . . thinking air force, I poked around a bit on the web. . .

from: http://usmilitary.about.com/cs/airforce/a/afdrugalcohol.htm

Air Force Drug and Alcohol Abuse Program
From Rod Powers,
Your Guide to U.S. Military.
FREE Newsletter. Sign Up Now!
The Air Force Alcohol and Drug Abuse Prevention and Treatment (ADAPT) and Demand Reduction (DR) programs include substance abuse (SA) prevention, education, treatment, and urinalysis testing. SA prevention and treatment policies and programs are thoroughly integrated into every facet of Air Force core values, quality of life, and force management. These policies have been in place for over two decades and have evolved to meet changing conditions within the Air Force. Our members are held to the highest standards of discipline and behavior, both on and off duty. Individuals who experience problems related to SA will receive counseling and treatment as needed; however, all Air Force members are held accountable for unacceptable behavior.
The objectives of the ADAPT Program are to promote readiness, health and wellness through the prevention and treatment of SA; minimize the negative consequences of SA to the individual, family, and organization; provide comprehensive education and treatment to individuals who experience problems attributed to SA; and to return identified substance abusers to unrestricted duty status or assist them in their transition to civilian life.

Policy on Drug Abuse
Drug abuse is defined as the wrongful, illegal, or illicit use of a controlled substance, prescription medication, over-the-counter medication, or intoxicating substance (other than alcohol) or the possession, distribution, or introduction onto a military installation of any controlled substance.

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“Wrongful” means without legal justification or excuse and includes use contrary to the directions of the manufacturer or prescribing healthcare provider (prescription medication may only be taken by the individual for whom the prescription was written) and use of any intoxicating substance not intended for human ingestion (for example, inhalants such as markers, gas, paint, glue, etc.).
Illegal or improper use of drugs by an Air Force member is a serious breach of discipline, is incompatible with service in the Air Force, and automatically places the member’s continued service in jeopardy. The Air Force does not tolerate such conduct; therefore, drug abuse can lead to criminal prosecution resulting in a punitive discharge or administrative actions, including, separation or discharge under other than honorable conditions.

Air Force policy is to prevent drug abuse among its personnel. Failing this, the Air Force is responsible for identifying and treating drug abusers and disciplining or discharging those who use or promote illegal or improper use of drugs. Air Force members are also prohibited from possessing, selling, or using drug paraphernalia.

Steroid Abuse. Air Force policy on the use of steroids is clear: the illicit use of anabolic steroids by military members is an offense punishable under the UCMJ. Air Force personnel involved with steroids will be treated in the same manner as with any other illicit drug use.

Steroids are synthetic substances related to the male hormone testosterone. These substances have two effects: the androgenic, which causes the body to become more male, even if the user is female; and the anabolic, which builds tissue. There are few valid medical uses of steroids. The dangers of misuse are increased when the steroids are taken without a physician’s supervision. Steroid use has been associated with liver cancer and bleeding, high blood pressure, decreased amounts of high-density lipoprotein (HDL) cholesterol (the “good cholesterol”), baldness, and increased aggressive behavior.

Use of Hemp Seed Products. Studies have shown that products made with hemp seed or hemp seed oil may contain varying levels of tetrahydrocannabinol (THC), the active ingredient of marijuana, which is detectable under the Air Force Drug Testing Program. To ensure military readiness, the ingestion of hemp seed oil or products made with hemp seed oil is prohibited. Failure to comply with the prohibition on the ingestion of hemp seed oil or products made with hemp seed oil is a violation of Article 92, UCMJ.

Policy on Alcohol Abuse
The Air Force recognizes alcoholism as a preventable, progressive, treatable, and noncompensable disease that affects the entire family. Alcohol abuse negatively affects public behavior, duty performance, and/or physical and mental health. Air Force policy is to prevent alcohol abuse and alcoholism among its personnel and their family members. Air Force members must always maintain Air Force standards of behavior, performance, and discipline. Failure to meet these standards is based on demonstrated unacceptable performance and conduct, rather than solely on the use of alcohol. Commanders must respond to unacceptable behavior or performance with appropriate corrective actions.

Driving While Intoxicated (DWI). AFI 31-204, Air Force Motor Vehicle Traffic Supervision, applies to everyone with military installation driving privileges. It establishes court-hearing procedures, convictions, NJP, civilian administrative action, or appropriate punishment for violation of intoxicated driving policies. This instruction defines intoxicated driving as operating a motor vehicle under intoxication caused by alcohol or drugs. When driving on a military installation, individuals are considered intoxicated when they have a blood-alcohol content of .08 or higher (or local jurisdiction, such as state blood-alcohol content limits). These conditions require a mandatory 1-year driving privilege suspension for the first offense. Driving privileges may also be suspended if an individual refuses to submit to a blood-alcohol content test.
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Supervisors should become aware of local and state laws governing DWI and driving under the influence (DUI).

Identification and Referral
Each person is responsible for exercising good judgment in the use of alcohol when not otherwise restricted by public law or military directive. The Air Force reviews members’ drinking habits that affect public behavior, duty performance, or physical and mental health. The Air Force provides nonpunitive assistance to members seeking help for an alcohol problem. In assessing potential drug- and alcohol-related problems, your supervisory role is to identify subordinates with problems early and to motivate them to seek and accept help.

Signs and Symptoms of Substance Abuse:

Deteriorating duty performance
Unexplained or frequent absences
Frequent errors in judgment
Financial irresponsibility
Arrests or legal problems
Increased use of alcohol
Memory loss
Morning drinking and hangovers
Health problems related to drinking
Violent behavior
Suicidal thoughts or behaviors
Dramatic mood swings
Denial or dishonesty about use
Failed attempts to stop or cut down
Concerns expressed by family or friends

As depicted above, many signs and symptoms of SA exist. The presence of these signs, though common indicators of SA, does not always substantiate a SA problem. It is impossible to note all the behavioral symptoms that may suggest SA or to precisely define their sequence and severity. They are exactly as stated— signs and symptoms. Do not use these signs to make a conclusive diagnosis of SA—this responsibility lies with the ADAPT Program personnel. However, if any of these signs is present, it may suggest a potential problem exists for the member. Talk with the member and explain why you are concerned. It is normal to fear discussing concerns. However, it is better to address the concern early before the problem gets out of control. Document and discuss specific instances of unusual behavior with the supervisor, first sergeant, or unit commander. This will help in expediting the care a subordinate may need. When additional professional assistance is needed, do not hesitate to document and then refer troubled subordinates to the ADAPT Program. NOTE: Help must be offered to every individual. Any time a person acknowledges an SA problem, notify the supervisor, first sergeant, or unit commander.

Identifying Substance Abusers
For the Air Force to have an effective SA prevention and treatment program, there must be a means of identifying service members experiencing problems with their substance use. Although commanders play a major role in identifying substance users, members should be aware of how commanders must proceed in various circumstances. Due to the nature of the position NCOs hold within the unit, they also play an important part in the identification process. There are basically five identification methods: Medical Care Referrals, Commander’s Identification, Drug Testing, Medical Purposes, and Self-identification.

Medical Care Referrals. Medical personnel must notify the unit commander and the ADAPT Program manager (ADAPTPM) when a member:

Is observed, identified, or suspected to be under the influence of drugs or alcohol.
Receives treatment for an injury or illness that may be the result of SA.
Is suspected of abusing substances.
Is admitted as a patient for alcohol or drug detoxification.
Commander’s Identification. Unit commanders must refer all service members for assessment when substance use is suspected to be a contributing factor in any incident (for example, DUI, public intoxication, drunk and disorderly, reporting to duty under the influence, spouse or child abuse and maltreatment, underage drinking, positive drug test, or when notified by medical personnel). When commanders or supervisors fail to refer a member with suspected or identified SA problems, it places the service member at increased risk for developing more severe SA problems and may jeopardize others’ safety and, ultimately, mission accomplishment.

Drug Testing. The Air Force conducts drug testing of personnel according to AFI 44-120, Drug Abuse Testing Program. Drug testing is most effective as a deterrent if it reaches each Air Force member; thus, all military personnel are subject to testing regardless of grade, status, or position. Inspection testing is the best method to achieve the deterrent goal. Commanders must have the flexibility to select the most appropriate testing method, but inspection testing should be the primary method used, with probable cause and a commander’s request as supplements. Military members may receive an order or voluntarily consent to provide urine samples at any time. Military members who fail to comply with an order to provide a urine sample are subject to punitive action under the UCMJ.
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Commanders must refer individuals identified positive as a result of drug testing for a SA assessment.
Medical Purposes. Results of any examination conducted for a valid medical purpose including emergency medical treatment, periodic physical examination, and other such examinations necessary for diagnostic or treatment purposes may be used to identify drug abusers. Results may be used to refer a member for a SA evaluation, as evidence to support disciplinary action under the UCMJ, or administrative discharge action. These results may also be considered on the issue of characterization of discharge in separation proceedings.

Self-identification. Air Force members with SA problems are encouraged to seek assistance from the unit commander, first sergeant, SA counselor, or a military medical professional. Following the assessment, the ADAPTPM will consult with the treatment team and determine an appropriate clinical course of action.

Drugs. An Air Force member may voluntarily disclose evidence of personal drug use or possession to the unit commander, first sergeant, SA counselor, or a military medical professional. Commanders will grant limited protection for Air Force members who reveal this information with the intention of entering treatment. Commanders may not use voluntary disclosure against a member in an action under the UCMJ or when weighing characterization of service in a separation. Disclosure is not voluntary if the Air Force member has previously been:

Apprehended for drug involvement.

Placed under investigation for drug abuse. The day and time when a member is considered “placed under investigation” is determined by the circumstances of each individual case. A member is under investigation, for example, when an entry is made in the security forces blotter, when the security forces investigator’s log shows an initial case entry, or when the AFOSI opens a case file. A member is also considered under investigation when he or she has been questioned about drug use by investigative authorities or the member’s commander, or when an allegation of drug use has been made against the member.

Ordered to give a urine sample as part of the drug-testing program in which the results are still pending or have been returned as positive.

Advised of a recommendation for administrative separation for drug abuse.

Entered into treatment for drug abuse.

Alcohol. Commanders must provide sufficient incentive to encourage members to seek help for problems with alcohol without fear of negative consequences. Self-identification is reserved for members who are not currently under investigation or pending action as a result of an alcohol-related incident. Selfidentified members will enter the ADAPT assessment process and will be held to the same standards as others entering SA education, counseling, and treatment programs.
Supervisor Responsibilities
The supervisor’s role in the treatment process does not end with identifying and referring members. Though the supervisor is not charged with providing treatment, daily interaction with his or her personnel and the treatment team (TT) can have a significant impact on the success of the treatment efforts. Identifying individuals who need treatment is a critical first step in helping them break free of the tremendously potent cycle of denial, negativity, and increased SA. However, entering treatment is only a first step. A member’s SA problem did not develop overnight—it took time—as will treatment and recovery. The supervisor must remain focused on the member’s duty performance, attendance in the program, and maintenance of standards. One of the most critical components to a member’s treatment is the treatment team meeting (TTM). Commander or first sergeant and supervisor involvement in the TTM at key points in the patient’s treatment and recovery ensures the member and the mission are supported.

The commander or first sergeant and the supervisor must be involved at program entry, termination, and anytime there are significant treatment difficulties with the patient. The primary objective of the TT is to guide the clinical course of the patient’s treatment after examining all the facts. The TT consists of the commander, supervisor, member’s counselor, medical consultants, other appropriate helping agencies, and the member. The ADAPTPM, in consultation with the TT, makes a treatment decision within 15 duty days of the referral to the ADAPT office.

SA Assessment
The central purpose of the SA assessment is to determine the patient’s need for treatment and level of care required. ADAPT staff members conduct the SA assessment within 7 duty days of notification.

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ADAPT program managers conduct required reviews of the patient’s medical records and all documentation provided by the SA staff on a priority basis. Information gathered during the assessment will form the basis for patient diagnosis, treatment planning, and delivery of SA services. The ADAPT Program is divided into two services—nonclinical and clinical.
Nonclinical Services. Nonclinical services are reserved for individuals who have demonstrated improper and irresponsible use of substances but do not meet the diagnostic criteria for abuse or dependence and do not require treatment. Individuals are provided a minimum of 6 hours of SA awareness education that focuses on individual responsibility, Air Force standards, the legal and administrative consequences of SA, values clarification, impact of SA on self and others, family dynamics, and goal setting. Additional counseling or educational services may be provided to the individual based on issues identified during the initial assessment. The length of involvement is determined by the intensity of services required and an agreed-upon behavioral contract.

Clinical Services. Clinical services are required for members medically diagnosed as “substance abuser” or “dependent.” The level and intensity of care are determined by the ADAPTPM using a structured patient placement criteria developed by the American Society of Addiction Medicine. The Air Force’s philosophy is to place personnel with SA problems in the least intensive or restrictive treatment environment possible appropriate to their therapeutic needs.

Depending on the member’s needs, variable lengths of stay or duration of treatment are provided within an array of treatment settings. For example, individuals may be placed in short-term outpatient or intensive outpatient programs at their local base, referred to a partial hospitalization program, or entered into an inpatient residential treatment program with a variable length of stay. Regardless of the level or intensity of care, programs are individually tailored to meet the specific needs of the individual.

Local programs are designed to ensure the individual acquires and applies an understanding of the disease of alcoholism, communication, coping skills, and mechanisms for establishing goals that reinforce an alcohol-free lifestyle. Abstinence from alcohol is required while in the initial treatment phase of ADAPT. The ADAPT staff will evaluate any members who have problems abstaining from alcohol to determine appropriate intervention and, if necessary, change the treatment plan to help them meet their goals and return to full duty status.

Inpatient residential treatment is designed to provide individuals with more chronic SA problems the care they need. Due to the ever-changing healthcare system, the Air Force no longer has inpatient residential treatment programs. The ADAPT staff at each base will coordinate with the local TRICARE Service Center to arrange treatment for those members requiring inpatient residential treatment at a local civilian facility or with another military medical treatment facility (MTF). Upon completion of residential or nonresidential treatment, the member normally enters the aftercare phase.

Aftercare ensures the member continues with elements of his or her recovery plan to facilitate continued recovery. During this phase of treatment, members demonstrate their ability to meet Air Force standards and develop the skills and resources to maintain a substance-free lifestyle. The ADAPT staff designs individualized aftercare plans of continued support with at least monthly monitoring. To enter the aftercare phase, the individual must develop and sign a contract outlining aftercare activities. Normally, individuals remain in aftercare for 6 months to 1 year after the date of entry into the ADAPT Program. Changes in responsibilities or duties do not eliminate the requirement for continued followup and communication between losing and gaining commanders and supervisors. The TT evaluates the individual’s progress quarterly and keeps the commander informed.

Family members are encouraged to participate in the member’s treatment and afforded an opportunity for counseling and treatment as appropriate. Commanders and supervisors notify and make every effort to involve family members (those residing in close proximity to the member) in the member’s treatment program. Supervisors, as well as SA personnel, should emphasize the importance of family involvement during the evaluation process and again at the time of entry into the program. However, lack of participation by family members does not preclude treatment for the member.
Members, as well as commanders, must support subordinates by way of positive-oriented feedback and counseling when they demonstrate improvement in performance and behavior following drug- or alcohol-related impairment.

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Such positive feedback reinforces continued progress in meeting Air Force standards.
Because of the Air Force’s zero tolerance policy on drug abuse; members identified for illegal or illicit drug abuse are generally separated from the service. Disciplinary or administrative separation actions will not be delayed to accommodate SA treatment. Generally, personnel being separated for drug abuse will be offered a prescribed course of treatment until their separation and then referred to the Department of Veterans Affairs for continued treatment, if needed.


Management of Substance Abusers
Supervisors should know about the personnel disposition functions that may affect personnel involved in SA. These disposition functions can include the following:

Line of Duty (LOD) Determinations. A LOD determination is a finding made after an investigation into the circumstances of a member’s illness, injury, or disease concluding whether the illness, injury, or disease occurred while the member was absent from duty or due to the member’s own misconduct. A LOD determination may impact disability retirement and severance pay, forfeiture of pay, and the member’s period of enlistment maybe adjusted to make up time lost due to absence or misconduct.

Security Clearance. A history of alcoholism in itself does not permanently disqualify a member from a security clearance, access to classified information, or unescorted entry into restricted areas. However, members diagnosed with alcohol abuse or alcohol dependence are not generally granted access to classified information or unescorted entry into restricted areas while in treatment. Unit commanders must obtain a recommendation from other decision committee members regarding security clearance or access authorization after the individual completes treatment.

Personnel Reliability Program (PRP). Factors that determine PRP decertification and reinstatement are in AFI 36-2104.

Review of Duty Assignment. Commanders must review the duty assignments of all military members identified following a SA incident or referral to determine if they can continue in their current duties. Individuals in the ADAPT Program continue in their primary duty and control AFSCs unless prohibited by directives. If prohibited, they should never be assigned to duties inappropriate or demeaning to their rank. As stated earlier, every effort should be made to return members to their primary duties following completion of the ADAPT Program.


Basis for Recommending Separation
Commanders must base recommendations for separation on documentation that reflects failure to meet Air Force standards, not solely on the use of alcohol. Unsuccessful completion of the ADAPT Program cannot be based solely upon failure to maintain abstinence if abstinence has been established as a treatment goal or requirement. Depending on the behavior in each case, the specific reason should be cited (such as unsuitability, misconduct, or substandard performance, etc.). Nothing prevents a commander from taking separation action for misconduct when required.

If a member with an alcohol problem refuses to take part in the ADAPT Program or fails to complete treatment successfully, discharge is appropriate. A member’s initial verbal refusal to cooperate in treatment and/or hostile attitude are not unusual. The supervisor and SA personnel must determine if the member’s refusal to take part in treatment reflects a behavioral pattern or is an isolated instance.

Drug abuse is not compatible with Air Force standards. The Air Force will not tolerate drug abuse among its members; therefore, members who abuse drugs automatically jeopardize their potential for continued service. The commander enters members awaiting discharge because of drug abuse into the ADAPT Program until discharge action is completed.

-----------------------------

Project ADAPT was important in the LS/UH conversation sense. . . see previous entries about the 6/05 incidents t the northern campsite. . .

As stated, Harvard had and provided for others' testing a homegrown substance abuser. . . I guess backthen the mantra, too, was "this is no time for morals" . . . and back then, subliminal oppressionj, basal manipulation was going on. . . damn. . .

HU HR:

Requisition Number 29171
Title Assistant Director of Human Resource Services
School / Unit Harvard College Library
Department Harvard College Library Human Resource Services
Location Cambridge
Full Or Part Time Full-Time
Salary Grade 058
Date Posted 02/09/2007
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Duties And Responsibilities The Assistant Director of Human Resource Services provides strategic and consultative services in the areas of employee and labor relations, compensation and performance management to all units of the Harvard College Library (HCL). Provides guidance, support and facilitation to address employee and labor relations issues. Assists in the administration of the compensation program by analyzing internal and external equity, recommending job classifications and adjustments, reviewing position descriptions and staffing requests. Monitors the performance management process and related systems providing recommendations for improvement and effectiveness. Participates in university committees and external organizations. Recommends strategies to address internal and external trends and issues.
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Required Education, Experience and Skills BASIC QUALIFICATIONS: Bachelor's degree. Seven years of progressively responsible HR experience in employee and labor relations, compensation and performance management. Demonstrated command of general HR issues, practices and employment and labor law. Strong working knowledge of all MS Office applications. ADDITIONAL REQUIREMENTS: Masters degree, SPHR certification preferred. Demonstrated ability to handle issues with sensitivity and confidentiality. Strong analytical and problem solving skills, attention to detail and initiative. Exceptional interpersonal, verbal/written communication and presentation skills. Ability to develop effective relationships at all levels of the organization and contribute as part of a team. Familiarity with HR applications/software such as PeopleSoft a plus.
--------------------------------------------------------------------------------
Additional Web Position Listing Harvard's library system, which dates from 1638, is the oldest library in the US and the largest academic library in the world. With more than 15 million books and a burgeoning number of digital objects and electronic resources, the collections are housed in more than 90 libraries, most of which are located in Cambridge and Boston. Of these collections, more than 10 million are in the purview of the Faculty of Arts and Sciences, specifically in the Harvard College Library (HCL). HCL is composed of several major libraries and the units of the Social Sciences Program (SSP). The libraries are linked by the HCL Administration, physical proximity, technology, and most importantly, by a shared mission. For additional information about the Harvard College Library, please visit http://hcl.harvard.edu/libraries/
------------------------------------------------------------------

Requisition Number 29172
Title Head Coach of Women's Soccer
School / Unit Faculty of Arts and Sciences
Department Athletics
Location Boston
Full Or Part Time Full-Time
Salary Grade 057
Date Posted 02/09/2007
--------------------------------------------------------------------------------
Duties And Responsibilities Responsible for all coaching aspects of a Division I women's soccer program. Instruct, supervise, and develop women's soccer team of approximately 25 student-athletes with a vision and philosophy consistent with the Department's. Supervise an Assistant Coach and a seasonal Coaching Assistant. Communicate effectively with team members on setting goals and attaining excellence, on and off the field. Plan and manage the overall training strategy including establishing competition, training, and practice schedules. Develop the overall recruiting strategy and recruit outstanding prospects, with admissible credentials for Harvard. Orchestrate and direct the administrative functions of operating a Division I soccer program, including, but not limited to, strategic planning, budgeting, team organization/meetings, compliance, equipment, athletic communications, and business functions. Spearhead fundraising efforts for the Friends of Harvard Soccer and network with alumni and friends. Instill respect for the game, team members, opponents, and others among squad through exemplary representation of Harvard. Manage the JV women's soccer program.
--------------------------------------------------------------------------------
Required Education, Experience and Skills Bachelor's degree required. Minimum of 5 years of Division I soccer playing/coaching experience, preferably in collegiate women's soccer. Basic proficiency in Excel, Word, e-mail and web-based applications. Strong communication, leadership, interpersonal, and organizational skills necessary; ability to work with and relate well to a diverse group of athletes, administrators, and other University constituencies. Ability to work in accordance with the rules set forth by Harvard, the Ivy League, and NCAA. Ability to work independently and within a flexible schedule. CPR certification required; First Aid certification desired. U.S. Soccer coaching license preferred. Nights, weekends, and travel required. Valid driver's license required.
--------------------------------------------------------------------------------
Additional Web Position Listing This is a full-time 3-year term position renewable at the end of the term at the discretion of the Athletic Director.
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I can't say this last one's HUMF relevant, other than being kicked around. . .

from MIT HR:

Title: Fiscal Officer
Req Number: mit-00003840
Department: Dept Of Electrical Engineering & Computer Science
Location(s): Cambridge MA
FT/PT: Full Time
Employment / Payroll Category: Administrative
Work Shift: M-F, 8-5

FISCAL OFFICER, Electrical Engineering and Computer Science, to be responsible for the management and oversight of departmental accounts to ensure prudent management and compliance with audit requirements. Will utilize and manage all HR/Payroll system activities; authorize departmental transactions; prepare budgets and coordinate the contractual agreements for master of engineering students (MEng) with Brigham and Women's and Massachusetts General hospitals; and administer departmental research proposals, including budget preparation and post award management. Will also work with administrative officer on financial analysis, budgets, reports, and special projects as requested; and interact effectively with various MIT offices, e.g., OSP, CAO, and affiliated research laboratories. Will report to the administrative officer.

REQUIREMENTS: five years' experience in financial analysis or related field. Must demonstrate strong analytical, organizational, interpersonal, and communication skills. Seek service-oriented professional who demonstrates attention to detail and the ability to meet deadlines. Familiarity with SAP, database software, BrioQuery, and Coeus preferred. MIT experience also preferred. MIT-00003840-P

---------------------------------------------------------

what I say for HU HR postings goes for MIT postings. . . although I missed a lot of the purges there. I think i caught enough of Abt Associates, and I am not yet sure how deeply involved Lincoln Labs is (but as it is MIT and as the LEFT EAR RINGING is getting louder, I think I'll keep on them - besides, they did repost seemingly to avoid comparison with this journal).

I say it to Mary S. all the time: I hate being right (sometimes). . .
link post comment

=============

and recall "buster5" at donocvaqn's by the southern cam[psite . . .

not good,. not good . . .

military testing on me - and form north carolina times! the late 1970s!

oy . . .

as always:

It is best to read this journal from the beginning. . .

<http://theurbanhermit.livejournal.com/2006/02/08/>

it makes more sense then. ....

or just explore the journal at: <http://theurbanhermit.livejournal.com/>

may i recommend: <http://theurbanhermit.livejournal.com/2008/01/04/>

and a follow up to that: <http://theurbanhermit.livejournal.com/2008/10/12/>
---------------------------------------------

help one another if oyu can. . .

be well . . .

in fact - that whole day is kinda interesting . . .

http://theurbanhermit.livejournal.com/2008/06/26/