View post tag: US Navy US Navy completes sensor testing aboard TigerShark UAV View post tag: TigerShark Equipment & technology View post tag: UAV The U.S. Navy’s Naval Air Systems Command completed integration tests of the Logos Technologies’ Redkite wide-area motion imagery (WAMI) sensor aboard a TigerShark tactical unmanned aerial vehicle developed by the Navmar Applied Sciences Corporation (NASC).The flight was conducted in Yuma, Arizona, and demonstrated Redkite’s interoperability with different platforms, Logos Technologies said.“We’ve had Redkite on planes and helicopters, and just recently we tested an integrated version of the WAMI sensor inside the payload bay of a Group 3 unmanned aircraft system (UAS),” said John Marion, president of Logos Technologies. “Now we’ve integrated a Redkite pod to the underside of a TigerShark wing.”During the demonstration with TigerShark, sensor operators used Redkite to collect real-time wide-area motion imagery, geo-register it, and stream it down to the tablets held by mobile users on the ground.Marion says that, during the demonstration, operators on the ground got the imagery on their mobile devices without any problems. “The test went exceptionally well,” he said. “We showed that Redkite is ready to go on TigerShark as well as any other similarly sized platform.” July 13, 2017 Back to overview,Home naval-today US Navy completes sensor testing aboard TigerShark UAV View post tag: Logos Technologies Share this article
Share this article View post tag: historic ordnance View post tag: NATO Ships from NATO’s Standing Mine Countermeasures Group 1 (SNMCMG1) are heading to France for a scheduled port visit and ordnance disposal operations.The ships are scheduled to arrive in Cherbourg on October 20 where they will coordinate with the French Navy in preparation for historical ordnance disposal operations (HOD Ops) off the French coast, resupply the ships and get a break from life at sea.Over the last three months the ships of SNMCMG1, their crews and the command staff took part in exercises Northern Coasts in the Baltic Sea and Joint Warrior in British waters North-West of Scotland. Prior to these exercises, SNMCMG1 took part in HOD Ops in Latvia and Estonia clearing waters of explosives remaining from two World Wars.The exercises provided an opportunity for all personnel to refresh and train on a wide range of naval warfare skills. Some of these skills are put to use in the real world during the HOD Ops to make waters safer for navigation and fishing by neutralizing found historical explosives (mines and torpedoes).SNMCMG1 has previously visited ports in five Baltic Sea region countries including Finland and Sweden, which are important partners of NATO, and two ports in the United Kingdom.SNMCMG1 is currently composed of the NATO group flagship, Latvian coastal minelayer and command ship LVNS Virsaitis, German minehunter FGS Sulzbach-Rosenberg, Norwegian minesweeper HNoMS Rauma, Belgian minehunter BNS Primula and Dutch minehunter HNLMS Makkum. SNMCMG1 is under the leadership of Commander Gvido Laudups of the Latvian Navy. NATO’s SNMCMG1 set for ordnance disposal ops off France View post tag: SNMCMG1 Authorities Back to overview,Home naval-today NATO’s SNMCMG1 set for ordnance disposal ops off France October 19, 2017
DefinitionUnder direct to minimum supervision of the head of the Division,Department, or Program, the non-academic, non-classified short-termsupport employee will provide services to the department to supportand assist regular employees by performing a variety of neededtemporary tasks.Non-academic, non-classified short-term employees are notpart of classified service. Non-academic, non-classified short-termemployees are at-will employees, have no entitlement rights to anyposition in the District, and are not benefits eligible. Short-termemployment shall not result in the displacement of Classifiedpersonnel.Non-academic, non-classified short-term employees perform servicesand tasks, which once completed, will not be extended or needed ona continuing basis. Short-term non-classified employees performservices that are not re-occurring and are not a permanentcomponent of the District’s operations. Short-term employees may beemployed to perform work at a one-time event that occurs on anirregular basis.Short-term non classified employees may not exceed 160 workingdays within a fiscal year (July 1 – June 30) and may not exceed 19working hours per week and may only occupy one primary assignmentwithin the District.* Retired CalPERS Annuitants: may not exceed 960 hours in afiscal year (July 1 through June 30)*REPRESENTATIVE DUTIES:On a temporary basis, provide child care program assistance.Performs additional related duties as assigned.Qualifications and Physical DemandsMINIMUM QUALIFICATIONS:Education, experience and certifications required for child carecenters.Education and Experience:Dependent on the specific Division, Department or Program jobassignment.Or, any combination of education an experience that wouldprovide the required equivalent qualifications. LICENSES OR OTHER REQUIREMENTS :Some job assignments may require a valid California driver’slicense and/or possession of a license and/or certificate ofcompletion from an accredited college or agency relative to theassigned area. Continuing education, training or certification maybe required.Knowledge of:Dependent on the specific Division, Department or Program jobassignment.Ability to:Dependent on the specific Division, Department or Program jobassignment.Conditions of EmploymentUnder direct to minimum supervision of the head of the Division,Department, or Program, the non-academic, non-classified short-termsupport employee will provide services to the department to supportand assist regular employees by performing a variety of neededtemporary tasks.Non-academic, non-classified short-term employees are notpart of classified service. Non-academic, non-classified short-termemployees are at-will employees, have no entitlement rights to anyposition in the District, and are not benefits eligible. Short-termemployment shall not result in the displacement of Classifiedpersonnel.Non-academic, non-classified short-term employees perform servicesand tasks, which once completed, will not be extended or needed ona continuing basis. Short-term non-classified employees performservices that are not re-occurring and are not a permanentcomponent of the District’s operations. Short-term employees may beemployed to perform work at a one-time event that occurs on anirregular basis.Short-term non classified employees may not exceed 160 workingdays within a fiscal year (July 1 – June 30) and may not exceed 19working hours per week and may only occupy one primary assignmentwithin the District.* Retired CalPERS Annuitants: may not exceed 960 hours in afiscal year (July 1 through June 30)*Employment is contingent upon verification of employment history,background verification as governed under Education Coderequirements, eligibility to work in the United States, andapproval by the CCCD Board of Trustees. Short term/temporaryassignments do not offer fringe benefits or pay for holidays ortime not worked but are entitled to sick leave per Labor Code2810.5. However, CalPERS retired annuitants are not entitled tothis benefit. The hours of work and effective date of employmentwill be arranged with the supervisor.Regular attendance is considered an essential job function; theinability to meet attendance requirements may preclude the employeefrom retaining employment.The person holding this position is considered a mandatedreporter under the California Child Abuse and Neglect Reporting Actand is required to comply with the requirements set forth in CoastCommunity College District policies, procedures, and Title IX.(Reference: BP/AP 5910)The Coast Community College District celebrates all forms ofdiversity and is deeply committed to fostering an inclusiveenvironment within which students, staff, administrators, andfaculty thrive. Individual’s interested in advancing the District’sstrategic diversity goals are strongly encouraged to apply.Reasonable accommodations will be provided for qualified applicantswith disabilities who self-disclose.Application materials must be electronically submitted on-lineat http://www.cccd.edu/employment . Incomplete applications and applicationmaterials submitted by mail will not be considered.Additional InformationAPPLICATION REQUIREMENTSTo be considered for employment you must submit a completeapplication packet. A complete application packet includes:Online Employment ApplicationAnswers to all of the supplemental questions.Candidates will also be responsible for all travel expenses ifselected for an interview, the Coast Community College Districtdoes not reimburse for candidate travel expenses.Disability AccommodationsIf you require accommodations in the Application or ExaminationProcess, please notify Human Resources by calling (714)438-4714.PHYSICAL DEMANDS AND WORK ENVIRONMENT The physical demands are representative of those that must bemet by an employee to successfully perform the essential functionsof this job.The work environment characteristics are representative ofthose an employee encounters while performing the essentialfunctions of this job.Reasonable accommodations may be made to enable individualswith disabilities to perform the essential functions.A detailed list of physical demands and work environment is onfile and will be provided upon request.The Coast Community College District is a multi-college districtthat includes Coastline Community College , Golden WestCollege , and Orange Coast College . The three colleges offerprograms in transfer, general education, occupational/technicaleducation, community services and student support services.Coastline, Golden West and Orange Coast Colleges enroll more than60,000 students each year in more than 300 degree and certificateprograms.Since it’s founding in 1947, the Coast Community College Districthas enjoyed a reputation as one of the leading community collegedistricts in the United States. Governed by a locally elected Boardof Trustees, the Coast Community College District plays animportant role in the community by responding to needs of achanging and increasingly diverse population.This direct link 2020 Annual Security and Fire Safety Report (ASFSR) is the 2020Annual Security and Fire Safety Report for Coast Colleges. Thecrime statistics for calendar years 2017, 2018, and 2019 weresubmitted to the U.S. Department of Education as required under theJeanne Clery Disclosure of Campus Security Policy and Campus CrimeStatistics Act. A hardcopy can be provided from one of the CampusSafety Offices. Please contact any of the Campus Safety Offices forany questions regarding the report.Coast Community College District is an Equal OpportunityEmployerThe Coast Community College District is committed to employingqualified administrators/managers, faculty, and staff members whoare dedicated to student learning and success. The Board recognizesthat diversity in the academic environment fosters awareness,promotes mutual understanding and respect, and provides suitablerole models for all students. The Board is committed to hiring andstaff development processes that support the goals of equalopportunity and diversity, and provide equal consideration for allqualified candidates. The District does not discriminate unlawfullyin providing educational or employment opportunities to any personon the basis of race, color, sex, gender identity, genderexpression, religion, age, national origin, ancestry, sexualorientation, marital status, medical condition, physical or mentaldisability, military or veteran status, or geneticinformation.APPLICATIONS MAY BE FILED ONLINE AT:http://www.cccd.edu1370 Adams AvenueCosta Mesa, CA [email protected]
Some 1,190 Japanese customers queued in Tokyo for more than two hours last week to get into a new café-style eatery, serving sandwiches and croissants with vegetable soups from McDonald’s.The premises in the capital’s Shibuya ward is one of 15 McCafés set to open in Japan – some of them within McDonald’s traditional burger restaurants – serving breads, desserts and nine kinds of coffee. McCafé also offers 15 kinds of pastry priced at ¥100 (43p) and heats the bread for those eating in.Eiko Harada, CEO of McDonald’s Holding Company (Japan), said he hoped the new stores would reach out to older customers as well as the chain’s target clientele of families.McDonald’s has 3,800 hamburger branches in Japan and is the leader in the Japanese foodservice industry. Its rivals are Starbucks and the Doutor Coffee Company.
introducing a modern Industrial Strategy to help businesses create better, higher-paying jobs in every part of the UK helping people stay in work longer with our Fuller Working Lives strategy, which supports employers to recruit, retrain and retain older workers tackling inequalities in employment highlighted by the Race Disparity Audit, through targeted support in 20 areas around the country and £90 million announced by the Prime Minister to help young people England and Wales (local media enquiries) 029 20 586 then 097 or 098 or 099 The employment rate has never been higher – with over 3.3 million people moving into work since 2010. It’s a great British success story with businesses from Exeter to Edinburgh creating jobs – helping, on average 1,000 people find a job each and every day since 2010. And with the increase in the personal tax allowance, this government has ensured that people are keeping more of their money before they begin paying tax – meaning more take-home pay, that’s more money in your pocket for you and your family. Minister for Employment, Alok Sharma said: The unemployment rate is now 4.2% – down 0.4% since last year – with the number of people out of work falling by 115,000.The figures published by the Office for National Statistics (ONS) come as Black, Asian and minority ethnic employment (BAME) is at a record high. The BAME employment gap – the difference between the employment rates of the ethnic minority population and the overall population – is at an all-time low of 10.1% points. London Press Office (national media and London area enquiries only – not questions about personal claims) 020 3267 5144 Secretary of State for Work and Pensions, Esther McVey said: The increase in personal allowances means that the typical basic rate taxpayer is now paying £1,075 less in income tax than in 2010. Thanks to the National Living Wage full time minimum wage workers have had an annual boost of £2,000 since 2016.Today’s figures also show: Press Office Out-of-hours (journalists only) 07623 928 975 private sector employment is now at 27.04 million, up by over 3.7 million since 2010 the number of women in work is at a record high of 15.26 million youth unemployment has fallen by over 40% since 2010 the number of workers aged 50 plus has reached a record 10.18 million Contact Press Office We are also arranging work experience sessions for students through Jobcentre Plus in over 1,400 schools. The scheme is being rolled out across the country, to ensure young disadvantaged kids aged 12 to 18 get opportunities including work experience to learn about the world of work and consider future career options. So far, the partnership between Jobcentre Plus and local schools has resulted in around 12,000 sessions for pupils, parents and teachers helping to prepare pupils for the world of work. Follow DWP on: Twitter – www.twitter.com/dwppressoffice Facebook – www.facebook.com/dwp LinkedIn – www.linkedin.com/company/dwp YouTube – www.youtube.com/dwp At 75.6%, the employment rate has never been higher, with more people in work than ever before. And with a continued fall in unemployment, we have a strong jobs market that’s set 17 new employment rate records since 2010. It’s also very welcome news that the ONS has reported that regular pay has outpaced inflation for the third month in a row. Scotland (local media enquiries) 0131 310 1122 Read the Labour Market Statistics – June 2018 from the Office for National Statistics. Separate figures released today show that more than 920,000 people are now receiving Universal Credit, with 37% in employment. The rollout of Universal Credit remains on track and the business case summary published last week confirms an estimated £8 billion boost to the economy every year when it is fully rolled out, with an additional 200,000 people moving into work.The government has reformed welfare to make work pay, backed businesses to take more people on, and built a stronger, fairer economy. But we want to help even more people benefit from a well-paid job. That’s why we are: Caxton HouseTothill StreetLondonSW1H 9NA
Last night brought the first of two Widespread Panic shows to the great Wanee Festival, just one day after JoJo Hermann spoke about the band’s plan to cease touring after 2016. It didn’t stop the band from rocking their hardest before their most dedicated southern rock fans on the Peach Stage.The encore welcomed very special guests Warren Haynes and Danny Louis, along with Matt Abts on percussion, for an epic ZZ Top rendition of “Waitin’ On The Bus” into “Jesus Just Left Chicago.” The jams were heavy and the vibes were on point for the first night of their two-night festival appearance.Jam out:Setlist: Widespread Panic at Wanee Festival, Live Oak, FL – 4/15/16Set: Chilly Water, Rock, Dyin’ Man, Tall Boy > Shut Up And Drive, Heroes, Give, Greta > Jam > Driving Song > Papa’s Home > Driving Song > Gimme > Sell Sell, Surprise Valley > Drums > Surprise Valley > Blackout Blues, Ain’t Life GrandEncore: Waitin’ For The Bus* > Jesus Just Left Chicago*, Bowlegged Woman (18 mins)Notes * w/ Warren Haynes on guitar & vocals; Danny Louis on keys[Fireworks display during ‘Rock’; JB on mandolin for ‘Ain’t Life Grand’][Setlist via PanicStream]
Originally planning to study pre-med at Harvard College, Maria Zlatkova ’18 changed gears to computer science after taking CS50. Zlatkova discusses her time as an undergraduate at Harvard John A. Paulson School of Engineering and Applied Sciences (SEAS).Q&AMaria ZlatkovaSEAS: What were some of the challenges of coming to Harvard from Bulgaria?ZLATKOVA: Coming to Harvard from Bulgaria was a very big change both culturally and in terms of the environment I was used to. But there are a lot of support structures Harvard provides for international students. I joined the Woodbridge International Society, which was an awesome experience. International students participate in a freshman preorientation program where we have upperclassman mentors. We form “families” with two upperclassman students we can always turn to for help. It was the best way to transition into Harvard — meeting people from all over the world, but also knowing that others are going through the same things. I gained so much that I became a leader in that program in subsequent years. It was a really cool experience to welcome freshmen and show them everything Harvard has to offer.SEAS: How did you decide to study computer science?ZLATKOVA: I was set on coming to Harvard as pre-med and becoming a doctor. My parents are doctors, and I always admired their work and thought it was a very noble profession. But a lot of my peers were taking this class called “Introduction to Computer Science” (CS50); it was very popular, especially with international students. It was very challenging for me, coming in with barely any experience. But I ended up finding this amazing, supportive community that I didn’t encounter in the same way in most of my other classes. That’s what convinced me to consider switching gears into computer science. My first winter break, I remember going home and telling my parents that I didn’t know if I was good enough to do computer science. The community here, and having amazing mentor figures, convinced me that it doesn’t matter what kind of a background you come from as long as you put in the work.SEAS: What appealed to you about computer science?ZLATKOVA: The biggest appeal was the idea that you can combine these technical computer science skills with almost any other field to make an impact on problems you really care about. I realized that the skills that I’m getting are going to be worthwhile for whatever I want to do in the future.SEAS: After taking CS50 as a freshman, you immediately took on a teaching role. What was that transition like? “International students participate in a freshman preorientation program … we form ‘families’ with two upperclassman students we can always turn to for help. It was the best way to transition into Harvard …” ZLATKOVA: Jumping into a teaching role after never having done anything like that before was overwhelming and intimidating. I questioned myself a lot, feeling like an imposter in some ways, and wondered whether I would be effective enough as a teacher. But it was extremely empowering after my first section. Something in my head clicked, and I jumped into the material and told myself that I just need to communicate what I know. Since then, I’ve fully eliminated any anxious feelings going into teaching; it just feels like a natural role for me. I like helping people understand things and finding the best ways to communicate to people. The summer after my freshman year is when David Malan, [Gordon McKay Professor of the Practice of Computer Science,] approached me about potentially joining the heads team. I then went on to become involved with teaching even through my extracurricular activities when I became a seminar leader for the Harvard Summit for Young Leaders in China (HSYLC), teaching high school students in Shanghai about musical theater and its history.SEAS: What are some of the challenges of being on the heads team for an academic juggernaut like CS50?ZLATKOVA: It is a big job, especially as a student when you’re trying to juggle your own classes. There’s a lot to try to manage both in terms of our 80-member staff and the 700 students who take the course each year. All of that coming together takes a certain level of planning. The most enjoyable moments have been interacting with students and staff. I’ve had a lot of “A-ha!” moments with students. It is amazing to watch them go from this state of mental block, where they see a problem and can’t even begin to think about how to solve it, to guiding them so they understand the lower-level aspects of the problem and can build their own reasoning.SEAS: Tell us about your involvement with the Red Cross.ZLATKOVA: I was inspired by a very defining moment for me. An eighth-grader at my high school passed away due to a cardiac emergency at the soccer field during a phys ed class. It was a tragic moment because nobody there was trained and could even try to perform this life-reviving procedure until medical help came. That was a big moment for me; I went from feeling incapacitated and angry that this tragedy happened to feeling like I have some responsibility to help prevent these things from happening. I became a CPR [cardiopulmonary resuscitation] and AED [automated external defibrillator] instructor with the Red Cross. Teaching at Harvard and in the Cambridge community has been such a rewarding experience.SEAS: Why has SEAS been a good fit for you?ZLATKOVA: I’ve loved the emphasis that SEAS puts on entrepreneurship, design, and innovation. The School does that both with classes, but also with other activities that it offers its students. I’ve gotten to meet and work with amazing professors who have turned around the way I think about the fields that I’m involved in, and taught me to be very conscious about the impact of the things that we do. There are so many unpredictable ways that the products we build may impact the world. If we don’t think about them and make our design intentional, that’s very problematic.This article was originally published in May on the SEAS website. It has been lightly edited.
Gen-Z, an open-systems interconnect designed to provide memory semantic access to data and devices via direct-attached, switched or fabric topologies, is quickly becoming the industry standard. In October 2016, twelve industry leaders came together to lead the charge in creating and commercializing this new data access technology. The Gen-Z Consortium consists of like-minded members dedicated to developing an open ecosystem that will benefit the entire industry.In less than two years, the Gen-Z Consortium has already achieved numerous accomplishments, including:Published the Gen-Z specification, the product of 50+ companies seeing the value in the vision and working to put it into practice.Converged on a high-speed connector and had it adopted by other standards bodiesAdopted pluggable modules that will allow easy expansion and configuration of high-speed resources Created demos to show how Gen-Z can be used to create a fully composable solution Created design and validation IPStarted design of dedicated Gen-Z chipsStarted the design of composable systems using the Gen-Z fabric.By working together, the Gen-Z Consortium can examine the future needs of the IT industry and create positive forward change for all. Now that the fields are plowed and planted it’s time to consider when and how Gen-Z will impact you.First off, why do you need Gen-Z?The message hasn’t changed since the Consortium launched: it’s all about the data! If you consider today’s CPU centric architecture (figure 1) you notice that data continues to get copied every time a new actor wanted to transform the data. For instance, the CPU copies data from storage to its memory (or uses RDMA to do the copy), then the data is copied again when a GPU or FPGA wants to work on the data, and it is copied back to the CPU memory once this work is complete. That’s a lot of time and energy spent on copying and moving data that does nothing to get to the answers and insights wanted by the business.Now consider figure 2. Here you see a pool of memory that is shared by all of the resources, providing every compute engine equal rights to the data. This allows the application the opportunity to use the best technology for the task at hand without requiring the data copies. This reduces the overall time required to get the answers your business needs, deal with a cyber-security threat, or execute a financial transaction.Let’s consider the CPU for a moment. Processor vendors continue to add cores to their designs at a good clip but they haven’t been able to add memory bandwidth at the same rate and now the memory bandwidth per core is half what it was in 2012. The reason for this dramatic drop is the number of pins required to add a new memory channel (it takes a new memory channel to add more bandwidth at a given frequency). For DDR4, the CPU vendor needs to add 154 signal pins for each new channel and balanced designs require adding 2 channels at a time, a large burden for devices that are already near 4000 pins.Looking at figure 3 you can see that Gen-Z can add more memory bandwidth for fewer pins and these pins can be shared with the PCIe pins so it does not increase the pincount at all. This gives the customer the opportunity to optimize the affective memory bandwidth to meet the needs of the application(s) they are using. Figure 3 shows that four DDR4 channels give you a bandwidth from 68 – 100 GB/s using 616 signal pins. In future designs, the CPU can add an addition 50 – 896 GB/s by sharing 2 PCIe root ports with Gen-Z. Clearly, a lot more bandwidth for the hungry cores that will be added.The Gen-Z fabric has the performance required to fully compose a systems from pools of resources. Looking again at Figure 2, you can imagine a rack that has a number of CPUs in a chassis, a box of GPUs, a container full of memory, a variety of FGPAs, and storage elements in it. Using management software, you can allocate some of these resources to build a true bare metal server that can be deployed in minutes. This flexibility also allows you to add and remove resources as requirements shift thus reducing the problem many IT departments have with trapped resources (resources stuck in a server that aren’t available to other applications without a large redeployment effort).The question I get most often after talking about Gen-Z is, “When will this be available?” Dell EMC and the members of the Gen-Z consortium are actively working on offerings and you can expect to see them in 2020. Join us at the Gen-Z booth during either Flash Memory Summit in August 6–9 or Super Compute in November 11–16 to see demos of the technology and learn more about all of the features and benefits this fabric might offer to your company.
If you’re one of the hundreds of thousands who flock to the New and Gauley Rivers each year for a whitewater rafting trip, you may hear something louder than the roar of the rapids: the sound of dynamite blowing off the top of Gauley Mountain. Permits have been issued to Powellton Coal Company to blast Gauley Mountain for mining. Access roads have been gutted. Trees have been felled.Sign the petition to stop mining on the Gauley Mountain here.Mountaintop removal mining already has devastated much of West Virginia, but Gauley Mountain could set a new precedent in just how far this irreparably alarming industrial practice could extend its reach. The mountain sits right between the revered New and Gauley Rivers and borders a federally designated national recreation area. This is the Mountain State’s epicenter of rock climbing and whitewater recreation. It’s a booming tourism spot that attracts 275,000 annual rafters, who bring millions of dollars to more than 40 independent outfitters and local businesses.“We’re keeping an eye on the development of this for possible impact,” says Mark Lewis, director of the West Virginia Professional Outfitters. “We are always concerned with anything that could impact our guest experience.”Beyond scarring a beloved natural resource and turning away tourists, mining will endanger the health and livelihoods of locals. The small town of Ansted is situated directly between the New and Gauley Rivers. The once-bustling mining town was abandoned in the 1950s, but in the past two decades it has made a comeback as a tourist destination for the recreation opportunities in its backyard. The town is planning to build a trail that would connect the New and the Gauley Rivers.Citizens are fearful that mountaintop removal will quickly degrade the scenic appeal that has recently returned to town. They have formed the Ansted Historical Preservation Council specifically to fight the mining project. Town mayor Pete Hobbs has boldly voiced his disapproval—something most politicians in West Virginia won’t do when it comes to King Coal. The council initially became concerned about the mining when word broke about a proposed coal-haul road that would run right near an elementary school. West Virginia has a long history of fatalities at the hands of big-freight trucks that carry tons of coal. Permits say the trucks could run through town 24 hours a day. The Ansted Historical Preservation Council conducted a study for a 100-megawatt wind farm on Gauley Mountain and discovered that it could bring in nearly as much county tax revenue as coal severance.“Coal will go out in 15 to 20 years, but wind will be here forever,” says Cary Huffman, an Ansted resident and former miner. “We’re just a group of citizens coming together, just trying to save a little bit of the beauty we have now. I have grandkids, and if we take the tops off of the mountains, they won’t be able to roam the woods like I did growing up.”——Sign the petition to stop mining on the Gauley Mountain here.
Sign up for our COVID-19 newsletter to stay up-to-date on the latest coronavirus news throughout New York Lindenhurst community members are rallying to support an African-American family who last week received an anonymous letter in which the author urged them to move from the predominantly white South Shore village.Ronica Copes, who opened the hand-addressed envelope on Thursday, reported the incident to Suffolk County police. The next day, Suffolk County Executive Steve Bellone publicly condemned the unnamed author, whom he called a “coward.” After seeing news coverage of the incident, neighbors have taken it upon themselves to show the family that Lindenhurst is not hateful.“I started this campaign to show that family who got the letter some love,” Joe Ciatto of Lindenhurst wrote on a Facebook post that has been shared widely. “I plan on printing out letters from the community or anyone who wants to join and sending them to their house to let them know that there are still REAL people in this world.”Suffolk Police Department’s Hate Crimes Unit detectives are investigating the incident, which Bellone termed a “hate crime.”The letter, postmarked May 19, was simply addressed to “African-American family” and from “the Lindenhurst community.” The hate-filled note was printed in all capital letters.“Lindenhurst is 84% white population,” it read. “You don’t belong here!!! Please leave Lindenhurst as soon as you can.“It will be better for all of us,” it continued. “Find the town where there are more people like you. Sorry if this is rude, but it’s the truth.”In response, the Copes family said they don’t plan on moving from the home they’ve shared for about two years. Ronica told the New York Post that the letter “didn’t work.” Instead, the family said they’ll stay put and continue praying for the author to become more educated and less ignorant about people who are different from them.“Sometimes you have a preconceived idea of how a person is just because you don’t know them,” Ronica’s mother, Darcell, told WABC-TV. “You don’t know how they live. You don’t know what they believe.”Ciatto, who launched the charm offensive, plans on delivering the letters by hand once he has gathered a large amount of them. Others plan to send their own letters directly to the Copes family. The county executive was one of several local lawmakers to join Copes’ neighbors in declaring that the letter writer does not speak for Lindenhurst.“There is no place for intolerance in Suffolk County,” Bellone said in a statement. “I stand together with all Lindenhurst residents who decry this act of hatred. This community and all of Suffolk County are better than that.”