The Symbol of San Francisco - The Golden Gate Bridge

New York has the Empire State Building, and Washington DC has the Washington and Lincoln Memorials. Almost every major American city can boast at least one major masterpiece of architecture. In San Francisco, that emblem is the Golden Gate Bridge, recognized as one of the most graceful steel spans in the world. A tourist's visit to the San Francisco Bay Area isn't complete without a panoramic vista of this gorgeous structure. This isn't a feat of engineering; instead, it is a work of art.

To truly appreciate the Golden Gate Bridge, one must first have a solid grasp of the history that lies behind it. Conceived in the boom years of the Roaring 1920's but constructed during the depths of the Great Depression, the Bridge represents American perseverance and determination. The great project was completed in 1937, and the Golden Gate Bridge stood as the longest steel suspension bridge in the world until 1964, when the Verrazano-Narrows Bridge was completed connecting the New York City boroughs of Staten Island and Brooklyn.

The Golden Gate Bridge garners wide praise for its aesthetics. The American Society of Civil Engineers declared it to be one of the modern Wonders of the World. According to Frommer's Travel Guides, it's "possibly the most beautiful, certainly the most photographed, bridge in the world."

Though the Bridge can be viewed from points across San Francisco, the best vistas are to be had from Golden Gate National Recreation Area. Surrounding the San Francisco Bay, the GGNRA is one of the most visited units in the National Park System. Over 13 million people come to this area each year to view the great red bridge, among other activities.

The Park is deceptively large, as it is not one contiguous land area, but rather a collection of parks that runs from northern San Mateo County down to southern Marin County. It runs along 59 miles of coast. The GGNRA shouldn't be confused, however, with Golden Gate Park, which is run by the city of San Francisco as a separate entity.

There is no shortage of things to do in the Golden Gate National Recreation Area. On a warm summer day, it's not unusual to see people biking, rollerblading, and jogging on some of the countless well-maintained paths. In addition, photography is only one art form that is used to capture the majesty of the Golden Gate Bridge. Other artists employ paints, pencils, and sculpting clay to interpret the span.

A trip to the GGNRA isn't complete without a visit to its most infamous attraction. The island of Alcatraz has been the feature of countless movies. Although it hasn't housed prisoners since 1963, its since reopened as a museum. Its positively haunting to walk the halls of this chilling structure, once home to Al Capone and "Birdman of Alcatraz" Robert Stroud.

Spend a day or two exploring Golden Gate National Recreation Area; you're sure to appreciate the Bridge, along with all of the rest of the GGNRA has to offer.

Foreman Civil Engineers

Hong Kong Clothing Industry

Overview

Textile quotas were eliminated among WTO members at the first day of 2005 in accordance with the Agreement on Textiles and Clothing (ATC). However, resistance to quota removal spread in the US and EU. Subsequently, China reached agreements with the EU and the US in June and November 2005 respectively. The China-US agreement, effective from January 2006, governs the exports of a total of 21 groups involving 34 categories of Chinese textiles and clothing products to the US during 2006-2008. The China-EU agreement, effective from June 2005, covers 10 categories of Chinese textiles and clothing exports to the EU during 2005-2007.

On the other hand, the mainland and Hong Kong agreed in October 2005 to further liberalise the mainland market for Hong Kong companies under the third phase of the Mainland and Hong Kong Closer Economic Partnership Arrangement (CEPA III). Along with other products of Hong Kong origin, the mainland agreed to give all products of Hong Kong origin, including clothing items, tariff-free treatment starting from 1 January 2006. According to the stipulated procedures, products which have no existing CEPA rules of origin, will enjoy tariff-free treatment upon applications by local manufacturers and upon the CEPA rule of origins being agreed and met.

Hong Kong clothing companies are reputable for ODM and OEM production. They are able to deliver quality clothing articles in short lead time, as foreign importers and retailers request clothing suppliers to tighten up supply chain management to ensure the ordered merchandise reaching the store floor at the right time. Increasingly, Hong Kong clothing companies, the established ones in particular, have shown enthusiasm for brand promotion.

Hong Kong's total exports of clothing rose year-on-year by 9% in the first 11 months of 2005. While Hong Kong's re-exports of clothing rose by 20%, domestic exports fell by 14%. In the first 11 months of 2005, Hong Kong's clothing exports to the US and EU rose by 11% and 18% respectively. While Hong Kong's clothing exports to Japan levelled off, those to the Chinese mainland declined by 11%.

Industry Features

The clothing industry is a major manufacturing sector of Hong Kong. Its gross output is one of the highest among all manufacturing sectors, amounting to HK$35.9 billion in 2003. It is the largest manufacturing employer in Hong Kong, with 1,673 establishments hiring 28,752 workers as of June 2005. It is also the leading earner in terms of domestic exports, taking up 40% of the total in the first 11 months of 2005.

Hong Kong's geographic boundary has never constrained the development of the forward-looking clothing industry. The majority of clothing manufacturers have set up offshore production facilities in an attempt to reduce operation costs. Relocation of production facilities offshore has however resulted in a steady decline in the number of clothing manufacturers in Hong Kong.

Hong Kong is not only a leading production centre but also a hub for clothing sourcing globally. Companies doing garment trade in Hong Kong are experienced in fabrics procurement, sales and marketing, quality control, logistic arrangements, clothing designs and international and national rules and regulations. The professionalism that they command and the combined services offered are not easily matched elsewhere. With a total of 15,190 establishments hiring 95,889 workers, they form the largest group involved in import-export trade in Hong Kong.

Performance of Hong Kong's Exports of Clothing

Hong Kong's total exports of clothing rose year-on-year by 9% in the first 11 months of 2005. While Hong Kong's re-exports of clothing rose by 20%, domestic exports fell by 14%. The contrasting performance of Hong Kong's re-exports and domestic exports was basically ascribed to the increasing relocation of garment manufacturing to the Chinese mainland, resulting from the removal of quotas under WTO's Agreement on Textiles and Clothing (ATC). But the declining trend of domestic exports has been reversed somewhat in recent months, due to the re-imposition of quantitative restraints on mainland-made textiles and clothing by the US and EU.

Retail sales in the US held firm in the first 11 months of 2005, rising by nearly 6% from the same period in the previous year. In the first 11 months of 2005, Hong Kong's clothing exports to the US rose year-on-year by 11%.

In the first 11 months of 2005, Hong Kong's total clothing exports to the EU surged year-on-year by 18%. Clothing exports to major EU markets like France, Germany and Italy recorded growth rates in excess of 20%.

On the other hand, Hong Kong's clothing exports to Japan levelled off in the first 11 months of 2005 partly due to the trend of direct shipment. On the back of the rising income however, Japanese consumers tend to resume their spending spree on premium clothing items. Meanwhile, Hong Kong's clothing exports to the Chinese mainland dropped by 11% in the first 11 months of 2005, compared with the same period last year.

Product-wise, Hong Kong's exports of woven wear rose by 12% in the first 11 months of 2005. While woven wear for women/girls grew by 13%, those for men/boys recorded a growth of 8% from the same period in the previous year. Knitted wear grew by 2%, with women/girls and men/boys rising by 1% and 6% respectively. While clothing accessories declined by 3%, other apparel articles, for their part, increased by 13%.

Sales Channels

Hong Kong's clothing manufacturers have forged strong relationships with their customers. They are able to understand and cater for the preferences of very broad customer bases. Exporters also have good knowledge of international and national rules and regulations governing clothing exports, such as rules of origin, quota restrictions, tariff rates and documentation requirements. Cut, make and trim (CMT) arrangements are common although many Hong Kong manufacturers have moved to higher value-added activities such as design and brand development, quality control, logistics and material sourcing.

A few well-established local manufacturers have entered into the retailing business, either locally or in overseas markets. Many of them have retail networks in major cities around the world including Beijing, London, New York, San Francisco, Shanghai, Singapore, Sydney, Taipei and Tokyo. Some well-known manufacturing retailers include Baleno, Bossini, Crocodile, Episode, Esprit, G-2000, Giordano, JEANSWEST, Moiselle and U-2.

As a global sourcing hub in Asia, Hong Kong attracts a number of international trading houses and major retailers. Buyers sourcing from Hong Kong include American and European department stores (e.g. Macy's, JCPenney, Federated, Karstadt Quelle, C & A), discount stores (e.g., Sears, Target and Carrefour), specialty chains (e.g., The Gap, The Limited) and mail order houses (e.g. Otto and Great Universal Stores). Many international premium designer labels -- such as Calvin Klein, Donna Karen, Ralph Lauren, Tommy Hilfiger and Yves Saint Laurent -- source clothes in Hong Kong through their buying offices or other intermediaries.

Hong Kong's fashion designers have been gaining worldwide reputation for their professional expertise, sensitivity to current trends and ability to blend commercialism with innovation. Medium to high-priced fashion clothing bearing Hong Kong designer labels is being sold/have been sold in renowned department
stores overseas such as Bloomingdale's, C & A, Harrod's, Isetan, Macy's, Marui, Mitsukoshi, Nieman Marcus and Seibu.

Trade fairs and exhibitions remain common places for buyers and suppliers of clothing to congregate. To establish connections and explore market opportunities, Hong Kong manufacturers and traders have involved themselves actively in international shows led by the Hong Kong Trade Development Council (TDC), including the ones in Beijing, Chengdu, Dalian, Dubai, Dusseldorf, Hong Kong, Moscow, Mumbai, Paris and Tokyo. 'Hong Kong Fashion Week' is organised twice a year and attracts international suppliers and buyers to participate in the exhibition. Organised by TDC, 'World Boutique, Hong Kong' is the first independent event in Hong Kong dedicated to promoting designers' collection and brands from around the world.

Industry Trends

Changes in retail landscape: In the US and EU, large-scale retailers are undergoing drastic restructuring and consolidation, in particular, the growing prominence of hypermarkets such as Wal-Mart. To strengthen competitiveness, Sears and Kmart have merged to form the third largest retail group in the US.

Growing importance of private labels: Private labels, in essence, have become an increasingly effective marketing tool among garment retailers. In order to differentiate as well as upgrade the image of their products, major retailers have started to put a stronger emphasis on their own labels. According to Cotton Incorporated, private labels accounted for 45% of total US apparel sales in 2003, up from 39% in 2001. In some adult apparel categories, such as skirts, private labels accounted for as high as 76% of the total sales. It is also estimated that 45% of products sold in the EU are sold under private labels. Renowned retailers such as H&M, Marks & Spencer, Orsay, Palmers, Pimkie, Springfield and Kookai have owned their private labels. As consumers desire to have private labels on everyday garments like jeans, accessories and T-shirts, the doors are also open to the supply of these clothing items to private label owners.

Growing interest in China's domestic market: The rapid expansion of mainland's economy has attracted great interest of Hong Kong clothing companies to explore its clothing market. A TDC survey on mainland's garment shoppers indicates that Hong Kong brands are ranked number one by the respondents in the mid-range segment. While international brands are most preferred in the high-end segment, mainland brands dominate the low-end. In addition, the same survey finds out that in the eyes of mainland consumers, Hong Kong companies are very strong in casual wear, as they are generally of good design and quality. In essence, many mainland consumers have developed a stronger awareness of Hong Kong brands through tour to and shopping in Hong Kong. Therefore, Hong Kong's casual wear has successfully projected a positive image to mainland consumers.

CEPA

On 18 October 2005, the mainland and Hong Kong agreed to further liberalise the mainland market for Hong Kong companies under the third phase of the Mainland and Hong Kong Closer Economic Partnership Arrangement (CEPA III). Along with other products of Hong Kong origin, the mainland agreed to give all products of Hong Kong origin, including clothing items, tariff-free treatment starting from 1 January 2006. According to the stipulated procedures, products which have no existing CEPA rules of origin, will enjoy tariff-free treatment upon applications by local manufacturers and upon the CEPA rule of origins being agreed and met. But non-Hong Kong made clothing products will remain subject to tariff rates of 10-25% when entering the mainland.

The promulgated rules of origin for clothing items to benefit from CEPA's tariff preference are basically similar to the existing rules governing Hong Kong's exports of these products. Generally speaking, the principal manufacturing process of cut-and-sewn garment is sewing of parts into garments. If linking and/or stitching is/are required, such process/processes must also be done in Hong Kong. For piece-knitted garment, if it is manufactured from yarn, the principal process is knitting of yarn into knit-to-shape panel.

If the piece-knitted garment is manufactured from knit-to-shape-panels, the principal process is linking of knit-to-shape panels into garment. If stitching is required, it must also be done in Hong Kong.

Trade Measures Affecting Exports of Clothing

According to the ATC, textile quotas were eliminated among WTO members at the first day of 2005. However, resistance to quota removal spread in the US and EU. Particularly in the US, China-specific safeguards on 10 categories of clothing items from China were invoked. Against this background, China reached agreements with the EU and the US in June and November 2005 respectively.

The China-US agreement, effective from January 2006, governs the exports of a total of 21 groups involving 34 categories of Chinese textiles and clothing products to the US during 2006-2008. It allows an annual growth of 10-15% in 2006, 12.5-16% in 2007 and 15-17% in 2008. The China-EU agreement, effective from June 2005, provides for an annual growth of 8-12.5% in 10 categories of Chinese textiles and clothing exports to the EU during 2005-2007. In addition, both EU and US agreed to exercise restraint in invoking China-specific safeguard against Chinese textiles and clothing that are not covered in the agreements.

Product Trends

Formal Dressing: While casual wear accounts for the bulk of clothing sales, a general trend towards stricter corporate dress codes has led to a rising demand for formal dressing, particularly suits. According to a survey by Cotton Incorporated in late 2004/early 2005, 38.5% of respondents believe that people dressed too casually at work. This is a 6.5 percentage point increase over the same year-ago.

Teenager: One of the major driving forces of clothing market appears to be the teenagers in the coming years. The number of teenagers in the US expects to increase from 31.6 million in 2001 to 34.1 million in 2010. A recent survey by Teenage Research Unlimited found that teens are saving money by value shopping. While JCPenney is their favourite department store, Target and Wal-mart are their favourite hypermarkets. In addition, Old Navy is their choices among specialty apparel stores.

Silver Market: Ageing population becomes a common phenomenon in many developed countries in Europe as well as Japan and the US. Elderly people constitute a major market segment called 'silver market'. Supported by savings, social security benefits and pensions, many elderly people have rather strong spending power. It is estimated that the age group of 65 year and above accounted for about 21% of Japan's consumption expenditure in 2000. A survey conducted by the Japanese government also shows that people who are 60 years old and above possess almost three times the financial assets of those in the 40-50 age group. In the US, those aged at or above 65 amounted to 18.1 million in 2001, and the number is expected to swell to 26 million in 2015.

Plus-size Market: The plus-size market has been an area of growth for many years, and the trend is expected to continue in the coming future. It is estimated that 65 million women in the US wear size 14 or above. This group represents one-half of the US female population. It is reported that some renowned brands have already responded to the trend by offering merchandise of larger size; these companies include Liz Claiborne, Ralph Lauren and Tommy Hilfiger.

Easy-care Clothes: Clothes made of stain-resistant and wrinkle-free fabrics are well received in the market. It is estimated that about a quarter of apparel is now made of easy-care fabrics, and its popularity is expected to continue in the next few years. While major apparel brands like Dockers and Liz Claiborne have already marketed extensively easy-care clothes, major hypermarkets, like Wal-Mart, also offer more merchandise of such quality.

Source: Hong Kong Trade Development Council

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High School Classroom Management Strategies That Work

A classroom that behaves, listens and learns is one of the ultimate goals of every educator concerned with rendering effective service on the job. In reality, effective strategy for building classroom discipline is the Holy Grail that many tired and stressed out educators need to rejuvenate their teaching career. It is also what is needed to make many educators who though passionate about teaching yet are already thinking of quitting the profession to rescind their decisions. If you are a high school educator looking for how to raise your students' test scores, updating your knowledge on high school classroom management techniques is the way to go.

Importance of classroom management workshops: Improved classroom management strategies are part of a continuing education program commonly taught in classroom management workshops which educators who are passionate about attaining success in the teaching profession should benefits from. There are practical skill sets new educators need to acquire and learn when they graduate newly from universities and colleges and join the teaching work force. These skill sets also commonly taught in classroom management workshops go beyond the theories they learnt in these higher institutions and if the new educators are fully equipped for the new trends, then they will be able to withstand the modern age classrooms that are in existence in our high schools and deliver on their callings as practicing educators.

How to build skill sets needed for achieving success in the teaching profession: All educators are unique in their different personalities, that is, weaknesses and strengths, and in their teaching styles. Therefore, the goal of every educator should be how to develop effective classroom management strategies that fits own style and personality using the core techniques needed to facilitate reduction in disruptive behaviors among high school students and create conducive learning environment. While you are working on building your teaching skill sets that works, take note of the following important hints.

Maintain consistency in your approach. If you are looking to enjoy an attentive classroom learning environment and reduce inappropriate student behaviors to the barest minimum, then you must be consistent in whatever high school classroom management techniques you choose to adopt. If you fail to be consistent, you will lose your students' respect as quickly as possible and your skills at managing your class will deteriorate fast which may lead to frustration on the long run.

Maintain positive attitude all the way. You can't successfully implement high school classroom management techniques that works without being positive minded. Plan to teach each lesson with a positive frame of mind and look to your students to be at their best in good behavior and individual classroom participation. Once your students attain the height that is worthy of commendation, make sure they know it. If you approach each lesson with the fear of the worst and then act negative towards your students, you should expect them to act in like manner towards you.

Deal with classroom management issues before they occur. That is being proactive and it will help you to solve potential classroom problems before they occur which is good for your efforts at building high school classroom management techniques that works.

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Labor and Employment Law: What to Expect in 2012

1. Limitations on Employee Credit Checks.

California employers have long enjoyed the right to conduct background checks that involved reviewing applicant credit reports prior to extending employment offers. This practice, as of January 1, 2012, will no longer be the case --- without very specific conditions. This is because new law has been enacted to prevent exclusion of applicants based on derogatory reports.

Specifically, the Consumer Credit Reporting Agency Act has been amended to prohibit all employers from reviewing consumer reports unless an employer is a financial institution or reviewing an application/promotion for an exempt managerial position. If that employer is hiring a person to fill certain posts for the California Department of Justice, filling a law enforcement position, or a position in which the law requires such inquiry (i.e., teaching, etc.), credit checks will be permissible. Disclosures and consent to obtain such information continue to be required and a failure to do so could result in civil penalties and fines.

2. Written Commission Agreements.

Employers offering commission incentives in California may only do so if these agreements have been memorialized in a writing that has been signed by an employee. A failure to establish commission agreements in writing can expose an employer to penalties of up to $100 a day.

3. To classify as exempt or not?

Misclassification of employees continues to be a hotbed of litigation and the 2012 legal changes reflected in federal and state law will likely fuel more concerns then employers have seen in the past. Specifically, SB 459 proposes that California employers be penalized for misclassifying the status of employees to the tune of some $25,000 for willful misclassifications. If evidence proves that an employer should have known that an employer was not an independent contractor and/or "exempt" rather than "non-exempt," the business may be required to post a public notice publishing the willful violation for up to one (1) year. Moreover, any and all employees who are shown to have jointly participated in any employee misclassifications may also be subject to fines and penalties. Federal regulatory agencies like the IRS have agreed to work with local government to help identify employers who may be subject to penalties for irregular practices. Without a doubt, we at MMC continue to underscore the importance of getting it right when it comes to identifying who in your workforce is an employee and whether he or she is exempt or non-exempt. Now, more than ever, may be the time for a compensation audit.

4. Domestic Partners/Spouses Entitled to Equal Protection - For Benefits.

The Equal Benefits Law in California is being put forth as one of the most significant changes in the state laws with regards to obtaining benefits for same sex partners. In the past, some employers limited benefits only to those spouses who were in a recognized legal marriage. This meant for those partners who were in unions that teetered on Proposition 8's legal status, it was possible that they were not eligible for insurance benefits if tied to a partner's employment. This will no longer be the case on January 1, 2012. Legal amendments to state benefit laws now require coverage extended to any spouse or partner to also be extended to all spouses/partners of workers, regardless of sex.

5. Bone Marrow and Organ Donors Entitled to 30 Days of Unpaid Leave.

The leave laws for organ or bone marrow donor also have a specialized legislation in 2012. According to AB 272, organ donors in California have up to 30 business days of leave, and bone marrow donors can enjoy a leave of up to five (5) business days within a 12-month period.

6. Pregnancy Disability Insurance Benefits Entitled to Special Protection.

Prior to January 1, 2012, the law afforded women who went out on a pregnancy disability leave to enjoy the same level of benefits all similarly disabled employees received. However, following the enactment of [arguably] greater protections to this class of women, California employers in 2012 must now sponsor health care benefits to women out on a pregnancy leave. In other words, if employees on a leave of absence unrelated to pregnancy are entitled to employer-sponsored benefits for only up to 12 weeks and must assume all costs to continue benefits on week 13, this rule will no longer apply to females on maternity leave. Despite which week of leave they are on in connection to giving birth, employers must maintain the level of contributing to healthcare benefits until the employee returns from an approved leave of absence.

7. FEHA Expanded To Provide More Protections.

Recently signed SB 559 and AB 887 have been amended to reflect changes to California's Fair Employment and Housing Act (FEHA) in 2012. FEHA will now prohibit employers in this state from discriminating against employees on the basis of genetic information and "gender expression," in addition to prohibiting discrimination on the bases of race, religion, [apparent] gender, sex, sexual orientation, perceived medical condition, and marital status, among others. The Legislature noted that the range of protection provided by the federal Genetic Information Nondiscrimination Act (GINA) is not complete for California and can result in a loss of job or refusal to hire based on an individual's genetic tests, biological disposition to certain genetic conditions, a person's gender-related appearance, or behavior, whether stereotypically associated with a person's assigned sex or not.

8. DFEH Procedural Regulations Anticipated.

Effective October 7, 2011, the Department of Fair Employment and Housing (DFEH) has instituted new regulations relating to procedures for filing, investigating and processing discrimination and harassment claims. DFEH is the state agency charged with enforcing the state Fair Employment and Housing Act and handling complaints of discrimination and harassment. Overall, the regulations make it easier for claimants to file their complaints and initiate a DFEH investigation. This is because the Department is to apply a liberal construction to complaints and an employer may no longer argue that an Open Door Policy never resulted in the employee raising the claims alleged in the complaint, and thus discounting the validity of the employee's claims. The result may be positive in that less plaintiff's attorneys may seek automatic Right to Sue letters, which usher in lawsuits, and the Department's mediation services may make informal resolution more likely to serve as an option than before. Let's keep our fingers optimistically crossed that this is the end result.

9. Newsflash: Brinker Meal & Rest Periods Case Reviewed.

On November 11, 2011, the California Supreme Court heard the long awaited Brinker matter which has kept plaintiff and defense labor law attorneys alike on pins and needles. Briefly, the case raises the issue as to whether an employer is required to "police" the workplace to make sure meal and rest periods are actually taken. Interestingly, the Court's inquiry as to whether employees maintain more control over their workday when they alone decide to work through lunches or meal periods could signal that the Court is unwilling to agree that employers have a duty to force employees to take their lunches and meal periods. In other words, the suggestion that an employer must force an employee to clock out and take a lunch, lest they be subject to penalties and fines, undermines a workers' control over his or her workday. The Court is not expected to publish its decision until February 2012. This decision is definitely one to watch.

10. Computer Employee Exemption Updated.

Bipartisan legislation introduced in the U.S. Senate in November could update the Fair Labor Standards Act's (FLSA) treatment of computer employee exemptions. Section 13(a)(17) of the FLSA establishes minimum wage and overtime exemptions for computer systems analysts, computer programmers, software engineers, or other similarly skilled workers provided that these employees' specific job duties and compensation meet certain requirements. Specifically, to qualify for a computer employee exemption under current law the employee's "primary duty" must consist of:

The application of systems analysis techniques and procedures, including consulting with users, to determine hardware, software or system functional specifications;

The design, development, documentation, analysis, creation, testing or modification of computer systems or programs, including prototypes, based on and related to user or system design specifications;

The design, documentation, testing, creation or modification of computer programs related to machine operating systems; or

A combination of the aforementioned duties, the performance of which requires the same level of skills.

In practice, the computer employee exemption does not reflect the evolution of computer and information technology occupations. To remedy the coverage lapse, new legislation has been introduced so that any employee working in a computer or information technology occupation (including, but not limited to, work related to computers, information systems, components, networks, or websites) as an analyst, programmer, and the kind would be considered exempt so long as he or she is making $27.63 per hour. This bill is also one to stay tuned for passing.

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Classification of Materials

All the materials used in the field of engineering can be classified to several main classes, which are ceramics, metals, polymers, semiconductors and composites. These classes can be further broken into various sub-groups, each with different applications. Every object we come across belongs to one or combinations of these classes.

The most common ceramics we could relate to are pottery, china and glassware. The walls and tiles in our house are also made of ceramic materials. Ceramics are actually inorganic non-metallic solid which are heated and subsequently cooled.

Metals have been extensively used by humans since the early Bronze Age. Metals are normally used to make solid products from cabinets to bridges. Due to the good electric conductivity of metals, all electronic materials rely on metals or its alloys to transmit electricity.

Polymers are now preferred as common materials for solids due to the high strength, light weight and low costs. Traditional wooden tables, stools and chairs are now made of plastics. Though plastics are excellent materials, they pose a serious threat to our environment because plastics are not biodegradable.

Composites are made up of two or more types of materials. The wood from trees is a fine example of composites. Composites are often more desirable because they possess the perks of the constituent materials. Concrete is made of ceramics and metals, and have better strength then either of those materials.

Semiconductors are mostly used in electronic devices. The most popular semiconductor right now is silicon, which powers most of our computers. LEDs and solar panels are also made of semiconductors.

Just take a look at the assets we have and try to classify them today.

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Practical Training In Improving Carpentry Skills

Carpenter is a skill in which practitioners must possess precision, particularly in measuring and cutting, and strong mathematical and problem-solving abilities and work habits. Carpenters perform a wide variety of jobs ranging from commercial and industrial construction, to new home construction, to home remodeling. Carpenters work on residential as well as commercial buildings.

Skills

Union carpenters in the United States are required to pass a skills test to be granted official journeyman status, but uncertified professional carpenters may be known as journeymen based on their skill level, years of experience, or simply because they support themselves in the trade, and not due to certification or formal woodworking education. The Associate in Arts degree is an evenings-only course of study designed for individuals currently in the field who want to improve their skills or learn new ones.

Apprenticeship technical training credit for level one in both Carpentry and Joinery will be granted upon successful completion of this program. Apprenticeship practical training credit may also be granted by the employer as a result of prior practical experience. You're provided with a variety of levels of training to provide you with the skills and theory necessary to become competent in all aspects of the carpentry trade. Students who complete the Entry Level Trades Training (ELTT) are eligible for credit for first year apprenticeship technical training

Training

Convenient, practical home study training from Ashworth University makes learning carpentry easy and fun. This certificate program provides entry-level skill training in a variety of building trades. Classroom instruction and evaluation parallels the on-the-job training of students. Paid on-the-job internships are also available through a cooperative component that requires students to work a minimum of 15 hours per week in an approved training station. Credit from the job training will be evaluated on a satisfactory/unsatisfactory basis, and classroom credit will be evaluated with a letter grade.

Moulton is a specialist College providing education and training in the natural, built and recreational environments from NVQ to Post-graduate degree level. Moulton has experienced unprecedented growth and development over the last decade and is now one of the larger specialist FE colleges in England, with a turnover in excess of £21 million p. With high levels of learner achievement and significant and continuous investment in resources, the college enjoys superb facilities within a rural environment. The College has made substantial investments in resources and this is an exciting opportunity to join an expanding subject area during the next phase of its development.

While carpenters used to learn their trade on the job, it is now common practice to combine classroom training with hands on experience. Vatterott College, known as an extremely innovative school, offers students focused, hands-on training from expert instructors, and flexible scheduling. Classroom instruction and evaluation parallels the on-the-job training of students.

Construction of domestic housing, commercial and industrial buildings and major civil engineering works are dependent on the skills of trained carpenters. By gaining certification you not only have a hard copy certificate to prove your skills, but can also ask employers to check your virtual mark sheet and profile online quickly and conveniently.

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The Post-Interview Thank You Letter: Getting It Right

It's amazing how many job-seekers don't know about the essential post-interview thank you letter. When companies have interviewed several talented candidates, the thank-you letter is an easy way to separate wheat from chaff. In other words, failing to send a thank-you letter can, all by itself, knock you out of the running for a job you want, and are qualified for! So don't overlook this important step.

Send a thank-you letter to EVERYONE you met in your interviews. This is why it's essential to get a business card from everyone you meet with. If you miss one or two of the business cards, take a guess at the person's email address (for instance, if everyone else you met with uses the covention cjones@apex.com or cindy_jones@apex.com, then take a chance with that convention for the folks whose email addresses you didn't get) or call your HR contact and ask for the ones you missed.

Send your thank-you letters by email. Not long ago, the standard wisdom was that a hand-written note is best. I'd say that's no longer the way to go. For one thing, unless your handwriting is unusually readable and elegant, these handwritten notes often look cramped and amateurish. It's hard to be able to write enough to convey any cogent thinking without using up more than one notecard. And, it's harder for the reader to make out your handwritten notecard than an email message. So use email.

Here's what you say in the thank-you note: something smart! Don't waste space saying "thanks for meeting with me about the Marketing Director job, it was interesting to talk with you." Duh! Use the thank-you letter to do these three things:

a) convey to the reader that you really understood the company's challenges in the area of his or her individual focus;

b) also convey that you are well-equipped, by background, talents and temperament, to surmount these challenges; and

c) add one pithy, insightful thought that DIDN'T come out at the interview, to show that you're still thinking through the company's opportunities and challenges.

Let's say you are interviewing for an internal recruiter position. Among other things, the company is paying too much money per new hire, because of its heavy reliance on search firms. They need to start an employee referral program, and take other steps to reduce hiring costs. So, in your letter, you'll say:

Dear Ms. Jones,

Thanks for meeting with me on Tuesday to speak about your Internal Recruiter opportunity. I was especially intrigued by our discussion of alternatives to search firm recruiting - as I view my experiences implementing successful Employee Referral and Customer Referral recruiting programs at Motorola and John Deere Inc. to be among my most significant accomplishments. (Not only did we reduce recruiting costs and cycle time, but delighted a large number of employees and customers, to boot!)

Since our meeting, I've been mulling over the internal communication issues we discussed, particularly the challenges of getting the word out to current employees about openings throughout the company. I have some ideas for using mass voicemail blasts, departmental Recruiting liaison/evangelists, and the companywide Administrators Network to make sure the employees are aware of what's open in departments other than their own. I think we could have fun getting everyone on board to bring talent into the company (and make some money at the same time).

I look forward to further conversations -

yours,

Tracy Beeler

The Thank-You letter is not a tidy bit of paperwork to show your good breeding. It's an essential follow-on marketing piece that shows how you processed what you heard in the interview, the quality of your thinking, and the brilliance and insight you'll bring the job if you are hired. It's as important to get the letter right as it is to shine at the interview.

But wait a second, you're thinking - as far as I can tell, no one even reads these follow-up letters. Why should I waste my problem-solving neurons on reading a letter that might not ever be read? It's a good question. But you have to do it, anyway. As a 25-year corporate HR person, I can tell you what happens. The company interviews a few good candidates, and then everyone (everyone in the set of new-hire decision-makers, that is) gets busy with other things. A week later, they can't really remember Candidate A from Candidate B. That's just when your pithy and articulate letter arrives, and - presto! your resume can vault to the top of the heap.

In some cases, it's true, no one in the company takes the time to read thank-you letters, and so your Pulitzer-prize-worthy letter doesn't do you any good. But it doesn't do you any harm, either. And failing to send it in the first place is a mistake that could make the difference between getting a second interview - or an offer - and getting to spend next week trolling Monster.com. Your choice!

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