Indians Amazing September Rolls on with 6-3 Win Over Angels; Three Takeaways From the Win

first_img Matt Loede The Indians 6-game trip out West kicked off on Monday night with a meeting with the Los Angeles Angels, a team that still has dreams about a wild card birth in the American League.The Tribe did them no favors on Monday, beating them soundly 6-3 for their 25th win in 26 games.The offense pounded out 14 hits in the win and had some key hits late to put the game away, and Mike Clevinger kept the Tribe rolling right along.Here’s three takeaways from the win. Pages: 1 2 3 4 Related TopicsAngelsIndiansMike ClevingerRoberto Perez Matt Loede has been a part of the Cleveland Sports Media for over 21 years, with experience covering Major League Baseball, National Basketball Association, the National Football League and even high school and college events. He has been a part of the Cleveland Indians coverage since the opening of Jacobs/Progressive Field in 1994, and spent two and a half years covering the team for 92.3 The Fan, and covers them daily for Associated Press Radio. You can follow Matt on Twitter HERE.last_img read more

Bangpra reigns after the rain

first_imgManfully the group stuck to its task and Neil McIntosh held on to post a return of net 81 for second place, just edging out Wichai Tananusorn by two shots.  The winner, as so often recently, was Dave Edwards with net 79.There were no birdie ‘2’s and Rabbi’s free beer draw was won by Norwegian Gubbi Innvaer whilst Bryan Barrell savoured the Booby Bevy yet again for his high scoring round.One couldn’t blame the field for hoping for better weather next time at Bangpra but October can be pretty grim as well on the Eastern Seaboard golf courses.Hats off to LarryOn Wednesday, 26th September, the Pattaya Golf Society visited Eastern Star to play a stableford competition as its charity event for the month.  In the main the day stayed fine and the course was reasonably turned out but with little run, in common with so many other venues currently.Returning after ten days from a back spasm and the resultant sciatica an anaesthetized Mr Len showed his relief at being out with the lads again as he returned 31 points for a share of second place with Seil Revels.  The winner was Larry Ang, paying only a fleeting visit and his 35 points was an excellent effort on a day when the lower handicappers suffered.  None more so than Dave Edwards.  In one brief rain spell he relocated his clubs inside the cab of his golf cart and they slipped, accelerating the vehicle into the cart in front.  Ouch!  An expensive mistake which was later supplemented with the Booby Bevy.Rabbi’s free beer draw was won by Norwegian visitor Khun Bento.  However the real winners on the day were the kids at the Fr Ray Foundation Outreach Center on Soi Thepprasit when once again the generosity of the group saw over 4K raised.Treasure for TananusornThe Pattaya Golf Society ended a tough golfing week with a visit to Treasure Hill on Friday, 28th September.  The course was in fine condition and the day stayed dry but the special challenge of the course is always present and scores reflected this.Sharing third place were Dave Edwards and Bent Saeverud on 29 points, one behind runner up Andrew Purdie, playing the course for the first time.  The winner was Wichai Tananusorn with 33 points and it is always good to see a very capable golfer make a good fist of the round at the testing course.Again there were no birdie ‘2’s and the Booby Bevy was reserved for Ken Grimes for his low score of the day.  The round was splendidly marshalled by Dave Edwards in the absence of the sciatic golf geezer.  Better times lie ahead no doubt. IPGC Pattaya Golf Society at Rabbi’s Elephant BarA pause in the heaviest storm period the monsoon season has dumped on Pattaya so far this year saw the Pattaya Golf Society fulfill their medal fixture at Bangpra on Monday, 24th September under surprisingly clear skies.  The course looked as immaculate as ever but the first steps on the fairway saw feet settling in the soft surface, though not enough to give relief from casual water.  With very little run nothing but the best connections saw success and as a result the course held all the aces. last_img read more

Jay Z celebrates St. Louis Rams win in locker room (Watch)

first_img*Why was Jay Z in the St. Louis Rams locker room on Sunday, celebrating with the team as if he suited up and took the field to beat the Lions? Two words: Todd Gurley. The Rams running back is a client of Jigga’s Roc Nation Sports management company. Gurley and the entire team not only … Continue reading Jay Z Celebrates St. Louis Rams Win in Locker Room (Watch) →last_img

Spectacular Success For Galway Athletes At Community Games National Finals

first_imgU/10 FreestyleBronze Medal Evan McKeon, Ballinasloe U/14 Butterfly4th Place Medal Naoise O’Donnell, Moycullen BoysU/14 FreestyleGold Medal Ralf Bodamer Athenry GymnasticsGold Medal    Rory Connolly, Newbridge/Ballygar/ToghergarFirst Gold in Gymnastics for Galway Girls Judo – National Finals ResultsThere have been some super results for Galway Competitors at the Aldi Community Games National Finals in Abbotstown. Please find following a list of all medal winners in the Girls Judo Competition25KG           Ella James Athenry                          Silver Medal30KG           Emma Clayden Murphy AMK         Gold Medal35 KG          Robin Deegan Salthill/Claddagh       Gold Medal40KG           Lily Mae Turly AMK                       Bronze Medal45KG           Leah Deegan Salthill/Claddagh         Gold Medal50KG           Ailbhe Greaney   Salthill/Claddagh  Silver Medal55KG           Alanna Doyle Athenry                     Gold MedalOPEN         Lauren McDonagh Salthill/Claddagh          Silver Medal Swimming Galway Results May 6th Aldi Community Games National Finals U/12 Breast stroke4th place Medal Alan Kilcommons, Newbridge/Ballygar/Toghergar U/16 backstrokeGold Medal Fionn Waters, Dunmore/Garrafrauns/Kilteevna Galway Community GamesTeam Results U/14 Table Quiz               Ardrahan                          4th Place MedalU/11 M Basketball           Oranmore/Maree              Silver MedalU/13 G Basketball            Oranmore/Maree              Silver MedalU/13 B Basketball            Moycullen                         Silver MedalU/16 G Basketball            Oranmore/Maree              Silver MedalU/16 B Basketball            Oranmore/Maree              Silver MedalU/13 M Chess                  Dunmore/G/K                   Gold MedalU/16 Chess                       Dunmore/G/K                   Bronze MedalU/11 Mini Rugby             Athenry                            Silver MedalU/14 G Spikeball              Ballinasloe                        Bronze MedalU/14 B Spike ball             Ballinasloe                        Silver Medalprint WhatsApp Facebook Twitter Email U/16 ButterflyBronze Medal Uiseann Cooke, Cahelistrane/Kilcoonagh Boys Judo – National Finals ResultsThe Boys Competitors from Galway also did amazingly well at the Aldi Community Games National Finals in Abbotstown. Please find following a list of all medal winners in the Boys Judo Competition25KG             Pearse Maguire Annaghdown                Bronze Medal30KG             Oscar Predka DRA                                Gold Medal35 KG            Dylan McGrath Annaghdown               Silver Medal40KG             Conor Murray Annaghdown                 Silver Medal45KG             Shane Williams Athenry                        Bronze Medal55KG             Adam McDonagh Salthill/Claddagh      Silver MedalOPEN            Eryk Wyskocki   Galway city East        Bronze Medal Girls U/14 freestyleBronze Medal Ciara Kilcommons, NBT Galway U/13 Cross CountryThe Galway U/13 Cross Country came second bringing home the Silver MedalsAva McKeon finished 4th and received the Pewter MedalTeam Members…Luke Flynn – CraughwellCallum Healy – AthenryLeon Connaire – Bullaun/New InnCathal Duffy – Bullaun/New InnBOYS CROSS COUNTRY             GIRLS CROSS COUNTRYFergus Deely Bullaun/New Inn        Ava McKeon   BallinasloeLuke Flynn    Craughwell                Isabella Burke Galway City EastCallum Healy Athenry                     Clodagh O’Meara CraughwellLeon Conaire Bullaun/New Inn       Roisin Geaney KinvaraCathal Duffy Bullaun/New Inn        Lean Nic Dhonnacha   Galway City East U/14 Breast strokeGold Medal Ruth Dolan GALlast_img read more

If You Don’t Ask, You May Not Find Out

first_imgPaul searched the local classifieds and found a job listing that piqued his interest. He called the special number and had a favorable five-minute telephone interview. Told to “come on down,” he arrived the next morning wearing his Sunday best. Neither his neatly coifed hair, excellent hygiene, nor freshly pressed blue suit revealed the lurking threat within. He filled out the application without requiring special assistance. He included letters of references from his college professors and former employers. The most significant letter from his most recent job was a glowing reference. It stated that Paul was a great worker, an even better supervisor, and did not offer any negative information about his past.Paul was ushered into a room where the human resources manager interviewed him for about 40 minutes. He had all the right answers. “He was exactly what they were looking for,” the HR manager later said.A few months after being hired, the real Paul Calden surfaced. He told several coworkers that he was from the planet Mars. He heard voices telling him to prepare to kill his coworkers. He said he required complete blood transfusions daily. At first his supervisors and colleagues thought he was joking. But, Paul was no joke.- Sponsor – Concerned about his daily disappearances, the company executives began to question Paul. His outburst of threats alarmed HR. Then one day a female coworker ran into the personnel office yelling, “He’s out to get me!” Her mascara smeared from crying, she explained that Paul had threatened her in the parking garage when she inadvertently parked in the unassigned parking space where he normally parked. She was extremely frightened and her sobbing could be heard throughout HR.The HR manager conferred with other management. They needed to be fair and investigate the complaint. Paul denied the allegation in the calmest of tones. “I don’t know what you’re talking about,” he said. As is often the case, not knowing who to believe, the company decided to wait and see and simply “keep an eye” on Paul.Eventually, the company had enough. When Paul was unable to provide a doctor’s note explaining his excessive tardiness, he was fired. He returned eight months later to do his own firing, with a gun. Three senior executives died. Two others, including the head of HR, survived despite being shot in the head or chest.The Hiring DilemmaMost would say the employer did everything possible to screen Paul Calden. In the litigation aftermath, Paul’s former employer who gave the glowing reference revealed that they had forced Paul to resign over similar threatening behavior, including bringing a gun to work during a meeting with his supervisor. It was the same gun he used on his killing spree. If they did everything correct, then why didn’t their screening protocol uncover his longstanding history of violence, including past workplace violence?One of the most significant missed opportunities in human resources, loss prevention, and security departments is related to the screening of applicants for employment. Today, HR primarily handles this important function, perhaps because LP and security professionals have failed to make senior management aware of the natural fit between security skills and pre-employment screening.Many retailers do little screening due to high turnover, poor store manager training, and a tight labor market. It’s not uncommon to hear operations express an attitude like “a warm body is better than a ‘CLOSED’ sign on the door.”Another highly publicized case involving a nationally known theme park illustrates the point. A 20-year-old, part time seasonal worker raped a 16-year-old coworker. The victim was impregnated. The suspect was arrested. He confessed to having sex with the coworker on duty in the theme park. He said it was consensual. He subsequently pled guilty and was sentenced to a lengthy prison term for rape. The victim filed suit for negligent hiring, among other claims.In a deposition, the HR manager revealed a disparity in how seasonal part time workers were screened in comparison to full-time employees. HR individually interviewed applicants for full-time positions. These applicants were given pre-employment tests. Criminal, civil, and credit history records were searched. The expert for the plaintiff even testified that this system was an excellent demonstration of how an employer should investigate the background of its applicants.Yet, the HR manager further testified at trial that the company only had the applicant for seasonal part-time employment fill out an application and submit to a group interview. The purpose of the interview was to look for customer service skills or happy looking applicants. Despite their company motto, “We care about who we hire,” the HR manager told the jury that she was relatively inexperienced in how to “get the goods from applicants.”The loss prevention manager testified that the company had not sought his counsel in the hiring process, except to interview candidates who would handle large sums of cash. The jury sided with the plaintiff and her expert and awarded her almost one-half million dollars after legal costs were tallied.New and Improved Screening ProtocolsLoss prevention managers should educate themselves as well as their HR and operations partners about the potential for applicants to admit misconduct and the questionnaires that focus on this strategy. The LP manager can then help develop new protocols for the pre-employment process and make strategic recommendations on screening tools that will safeguard the retailers assets, including customers, employees,Review the employment application form and make suggestions to HR and legal on how to improve it.Create recommendations for how LP can help HR select vendors to perform criminal history searches.Develop protocols to determine how extensive criminal history searches should be performed.Develop guidelines and forms that specify what questions must be asked when making reference inquiries. For example, prior employers should be asked, “Was this applicant ever fired or forced to resign his or her employment because of acts or threats of violence?”Put former employers on notice that they can be held liable for failing to disclose information about former employees.Develop training programs on how to interview applicants, using biographical questionnaire results, applications, references, and other resources. Help HR learn skills in body language(kinesics) and questioning techniques.Establish the practice that LP should interview job candidates who will be placed in extremely sensitive positions, such as store managers, where they could potentially expose the company to increased liability.Make recommendations on the use of biographical questionnaires or other types of employment tests that ask hard-hitting questions of applicants. Some HR professionals have a built-in fear of tests. It will be easier to convince them to use questionnaires that ask for job-related and objective background information.Don’t Rely on Just Part of the StoryAs you develop pre-employment screening strategies, don’t overlook tools and procedures that solicit admission of past behavior from both the applicant and past employers. If you ask not, you will never uncover the real history of violence, criminality, drug use, thefts, terminations, sexual harassment, discrimination, and a host of other potential landmines that can be avoided.Some executives may want to turn a blind eye because they have never experienced workplace violence. Show them the headlines.“Shooter Kills 5” was the headline in the Tampa Tribune New Year’s Eve 1999. The article read “A Tampa hotel worker described as having ‘evil in his face’ went on a shooting frenzy Thursday, leaving five people dead and three wounded before he was captured, police said. The rampage left a waterfront hotel in chaos, vacationers scurrying for safety and visiting football fans stranded outside their hotel room.”Interestingly, the Radisson Bay Harbor hotel, where Silvio Izquierdo Leyva went on his shooting spree on New Year’s Eve, is only two blocks from where Paul Calden left his carnage a few years earlier. Coincidence? Yes, that it happened in such close proximity. No, because violent applicants become our violent employees. And for the company, willful blindness is often punished by juries as gross negligence.The media reported that the former employers of Paul Calden paid over $50million to the plaintiffs to settle their claims of negligent hiring, retention, and security because they never asked about his past history of violence. Ultimately, Paul Calden left two more victims…his two former employers’ pocketbooks…in the wake of his murderous rampage.Don’t be the next victim because you forgot to ask the right questions, the right way, and always before making the hiring decision. You only get one chance to make the right hiring decision, or you may end up with months or years of dealing with the unqualified or violent employee. All because you didn’t ask.One Strategy for Uncovering Past MisconductThe applicant is the best he or she will ever be when applying for a job. He looks his best. She smells her best. They both claim to be the best. With more and more retailers conducting drug testing, checking criminal histories, verifying references, and often conducting multiple interviews, why are so many frustrated because of increasing losses due to uncontrolled turnover, shrinkage, and increasing workplace violence? One possibility is a commonly overlooked approach in applicant screening protocols…self-admission.Loss prevention experts agree that the best predictor for future misconduct is past misconduct. But, will applicants admit to past criminal or violent behavior if asked? Surprisingly, yes, as long as the questions are properly presented. If you ask not, you receive not.Most employment questionnaires attempt to predict future behavior based on the applicant’s attitudes about drugs, theft, or past employers. Other questionnaires attempt to predict future work performance based on the applicant’s personality traits. Few of the most commonly used screening tools are based on getting applicants to admit past misbehavior.One major retailer who does use an admission-based questionnaire to ask applicants about their history of violence, criminal behavior (not just convictions), current drug use, theft, turnover, and work performance compiled the following revealing statistics:2 per 1,000 admitted to an unsolved murder.1 percent admitted being wanted by the police or courts.7 percent admitted committing felonies in the previous five years.9 percent admitted criminal convictions in the previous seven years that were not listed on the employment application.6 percent reported to a probation or parole officer.1 percent admitted criminal convictions for pedophilia (sexual contact with children).4 percent admitted criminal convictions involving theft, fraud, white-collar crime, credit cards, or stolen property.85 out of the first 5,000 applicants admitted to a murder.1 percent admitted being forced to leave a job for threatening to kill coworkers.11 percent admitted receiving written reprimands in the previous 24 months from a supervisor.1 percent admitted taking a gun to work with plans of killing a supervisor in the previous 24 months.2 percent threatened employees with violence in the previous 24 months.1 percent threatened supervisors with violence in the previous 24 months.1 percent hit a customer in the previous two years.1 percent used illegal drugs on the job in the previous month.5 percent smoked marijuana weekly.2 percent used cocaine in the previous month.1 percent sold illegal drugs in the previous 24 months.3 percent gave sweetheart deals (free food or merchandise) to friends or relatives in the previous 12 months.3 percent admitted being in trouble more than once at work in the previous 12 months for not doing his or her job.4 percent admitted working from an open cash register to steal in the previous two years.6 percent admitted stealing over $24 from work in the previous 24 months.2 percent stole over $100 from work in the previous 24 months.1 percent admitted sexually harassing coworkers in the previous 24 months.1 percent admitted discriminating against customers orcoworkers in violation of EEO guidelines in the previous two years.These are applicants the retailer might have hired if not for using an objective biographical pre-employment questionnaire.Whether or not an employer uses a questionnaire to uncover bad behavior, managers must remember that the applicant is the single best source for information. The most common reasons hiring managers give for not asking hard hitting questions are “I didn’t know we could” and “I thought I might offend the applicant” and “I never expected people to confess.”The reason people confess is because the question was asked. However, the questions must be properly phrased and always asked of all applicants who are being considered for hire. Stay UpdatedGet critical information for loss prevention professionals, security and retail management delivered right to your inbox.  Sign up nowlast_img read more

Fourth Annual Douglas B. Rogers Essay Competition

first_imgA great opportunity for college students:“The Center for Political and Economic Thought at Saint Vincent College is proud to announce the Fourth Annual Douglas B. Rogers Essay Competition.Honoring the memory of Doug Rogers, a young scholar of great promise who died tragically in 2011, the competition is meant to encourage undergraduate students to join the Center in discussing themes of Western Civilization such as individual freedom, limited constitutional government, free market economics, and the philosophical and moral foundations of America and the West.This year students are asked to reflect on the themes of George Washington’s Farewell Address and their relevance to contemporary American politics and constitutionalism.  The first place winner will receive $2,000 and an invitation to attend an awards dinner and lecture to be held at Saint Vincent College in Latrobe, Pennsylvania on April 13, 2016. Second and third place winners will receive invitations to said awards dinner and $1,000 and $500 respectively.…The competition is open to all full-time undergraduate students currently registered in any field of study at a college or university in the United States or Canada.”More details here.last_img read more

Beyond The Browser: From Web Apps To Desktop Apps

first_img HomeWeb DesignBeyond The Browser: From Web Apps To Desktop Apps I started out as a web developer, and that’s now one part of what I do as a full-stack developer, but never had I imagined I’d create things for the desktop. I love the web. I love how altruistic our community is, how it embraces open-source, testing and pushing the envelope.I love discovering beautiful websites and powerful apps. When I was first tasked with creating a desktop app, I was apprehensive and intimidated. It seemed like it would be difficult, or at least… different.The post Beyond The Browser: From Web Apps To Desktop Apps appeared first on Smashing Magazine.From our sponsors: Beyond The Browser: From Web Apps To Desktop Apps Beyond The Browser: From Web Apps To Desktop AppsYou are here: Posted on 22nd March 2017Web Design FacebookshareTwittertweetGoogle+share Related postsInclusive Components: Book Reviews And Accessibility Resources13th December 2019Should Your Portfolio Site Be A PWA?12th December 2019Building A CSS Layout: Live Stream With Rachel Andrew10th December 2019Struggling To Get A Handle On Traffic Surges10th December 2019How To Design Profitable Sales Funnels On Mobile6th December 2019How To Build A Real-Time Multiplayer Virtual Reality Game (Part 2)5th December 2019last_img read more

Falco: ‘Like Messi and Miccoli!’

first_img Watch Serie A live in the UK on Premier Sports for just £11.99 per month including live LaLiga, Eredivisie, Scottish Cup Football and more. Visit: Filippo Falco is inspired by Barcelona star Lionel Messi and ex-Palermo hitman Fabrizio Miccoli, as the Lecce No 10 scored a free kick in the 2-2 draw with Sassuolo. Speaking to DAZN post-game, Falco confessed to watching videos of Miccoli and Messi in an attempt to improve his kicking technique. “I’m used to scoring them in training, I try to take inspiration from the best. I watch tapes of Messi and Miccoli, but it is not easy to imitate them.” Lecce have already faced off against all of the big sides in Italy, with only Lazio remaining, and Falco believes this is the time to put points on the board. “We had a very difficult schedule but we came out quite well. Now we have to try and gain results every game, we want to reach 20 points by January.” Falco’s free kick was his first goal in Serie A, but extended Lecce’s unbeaten run to four, all of them draws.last_img read more

Balotelli: ‘Let them talk’

first_imgMario Balotelli posted a cryptic message on Instagram after he was dropped by Brescia. “For the moment, let them talk.” The striker was left out of the squad for today’s Serie A trip to Roma, following a training ground row with new coach Fabio Grosso. He was accused of not putting enough intensity or pace into his training sessions, so stormed off when he was set aside for other players. As punishment, Balo remains at home this weekend, but he doesn’t seem too concerned. “Recovery! Coming back soon, for the moment let them talk.” That was the message he posted on his Instagram Stories along with footage of the former Nice and Olympique Marseille star undergoing physiotherapy. There have already been reports of interest from Galatasaray and MLS clubs if Balotelli leaves Brescia in January. Watch Serie A live in the UK on Premier Sports for just £11.99 per month including live LaLiga, Eredivisie, Scottish Cup Football and more. Visit: read more

Spot fixing trial: UK court likely to give its verdict today

first_imgThe verdict in the spot-fixing trial involving two Pakistani cricketers Salman Butt and Mohammad Asif was likely to be announced on Tuesday. Earlier, the 12-member jury failed to reach a unanimous decision on all four counts on Monday. The jurors hearing the trial would resume their deliberations. After they were unable to reach a majority verdict, the judge told the jurors that he would accept a majority verdict on which at least 10 of them agreed. Butt and Asif have so far denied conspiracy to cheat and conspiracy to accept corrupt payments. Former Pakistan Test captain Butt and fast bowler Asif had allegedly plotted to bowl deliberate no-balls during the Lord’s Test against England in August, 2010. The allegations came to the fore after a sting operation on sports agent Mazhar Majeed, who boasted about his connections with Pak cricketers and how he could arrange for them to rig games for money. Prosecutors alleged that Butt and Asif conspired with Majeed and Pakistan fast bowler Mohammad Amir to deliver three intentional no-balls during the Lord’s Test.last_img read more