Good morning, good afternoon, good evening, whatever time you're joining us today for another episode of the nonprofit show, we are so glad to have you here. Today we're talking about nonprofit staffing and this isn't ask me anything popular demand because last time our guest, Dana Skirlak was on and Dana Sers is the director of recruitment at Staffing Boutique. We had tons of questions from one of you, our loyal viewer and guest and so we decided to capture those questions and use them for another episode. So before we dive into these questions, we wanna remind you who we are. Julia Patrick is having a much deserved day off and I hope she's having a fantastic time, hopefully in her garden because this is the time of year to definitely spend some time in the garden. Julia is the CEO of the American Nonprofit Academy. I'm her sidekick, Jared Ransom, your nonprofit nerd, CEO of the Raven Group, honored to be here alongside for the show and all that we're able to offer. Hey, if you missed any of our episodes, you can find them on many streaming platforms. Those include Roku, YouTube, Amazon Fire TV, as well as Vimeo. For those of you that enjoy your podcast like I do, you can also listen to the nonprofit show wherever you stream your podcast. We want to give a huge shout out to our amazing sponsors including Staffing Boutique that has been with us from the very, very beginning. So very honored to have them with us. I also wanna give a shout out to Bloomerang American Nonprofit Academy, Fundraising Academy at National University, Be Generous, Your Part-Time Controller, Nonprofit Nerd, Nonprofit Thought Leader and another well-deserved shout out to Staffing Boutique. So glad to have our sponsors with us. Today we have, again, Dana, you've been sitting so patiently and I'm so excited to have you back. Dana Skirlock, Director of Recruitment and Staffing Boutique, welcome. Thank you so much for having me again. It's a pleasure to speak with you. Absolutely, for those that maybe are just hearing about Staffing Boutique, would you share just a little bit of time and tell us a little bit about what Staffing Boutique does? Oh, sure. So we've been open for over seven years. Katie Warnock is my long-term colleague and CEO and founder of the company.  Katie and I actually come from a background of Staffing for Nonprofits at some other agencies before she broke out on our own. And so we bring over 20 years of experience, each of us in staffing for this particular industry. And we handle searches everywhere from short-term entry-level positions all the way up through C-suite executive searches. And we handle both temp, temp-to-perm placements in addition to direct hire as well. And our clients are mainly in New York City metro area. So that includes the five boroughs, upstate, Westchester, in New Jersey as well, Long Island when they come up. But definitely the highest concentration of nonprofits ends up being within the five boroughs and specifically- Fantastic. Thanks for sharing that. And I see constant post from Katie herself and the staffing boutique on LinkedIn. And so if you're not following Katie or you're not following Dana or staffing boutique, go ahead and do that. It's amazing what they share and what's out there. So I shared a little bit earlier. Today what we're doing with Dana is something a little different. So you know, on Fridays, we reserve that for our ask and answer episode. But what we found is Dana is just a wealth of knowledge. And there's a lot of questions that come in. And so we decided to put her in the hot seat. We're going to ask these questions that came in again from you, our viewers, our listeners. And we're going to start off with this first one. We have four questions. Hopefully we'll make them through all four Dana. Yeah, no pressure, no pressure. So the first one is how can you initiate the issue of salary scale with a reluctant manager? Wow, I mean, listen, uncomfortable conversations are not fun for anyone. I think we have to, as the job seeker or as the employee going to a boss, remember that your boss is a human being too. They've maybe had to have these uncomfortable conversations with their managers in the past. So maybe that'll help alleviate some people's fear when approaching that. But anxieties aside, I think the strategy in terms of coming to an organization and addressing issues of either pay and equity or performance-based raises is something that, if you do your research on your end, I think you can approach it in a very professional and well thought out way and hopefully have a better shot at success. Because organizations definitely don't want to have to rehire for a position, retrain someone. You know, I was talking to my father one day because he was in chemical engineering but he worked as a manager and a director for a very long time. And he was saying, you know, I really think it takes about a year for, especially like middle management and above for you to get the same workload from a person once they start a job. So, you know, between all the training, if it's a comprehensive, you know, management level position, it may take months before the person is really up and running fully. So the onus is on the organization to retain their staff, you know, long story short. So I think that as a job holder, the way you can approach it is number one, researching the market. So looking into what the average salaries are at similar sized organizations or companies, similar titles, maybe checking out on idealists or Indeed or LinkedIn, like different jobs that are similar to your title, seeing how much they're offering. Just to ballpark, like, is this even something that makes sense? Like, yes, I want a raise. Why do I want a raise? Like, is it based on my performance that I've excelled in the position? Is it because of longevity? Is it because of, it's that the job is placed under market from what you're seeing from the other jobs that, you know, or from research that you're being able to review. So identifying the kind of the why you're asking for a raise, essentially. And then once you're armed with that information, I think you can then approach it depending on the situation. So for example, if I felt I was really killing it at work and I think I deserve a raise, I would compile all that information and present that to my manager and say, here's why based on my performance, I believe I, you know, would be a candidate that you would want to retain and provide a raise for to keep me retained. I think a good way to segue with those things is just to ask for a performance review. If you don't have an organization, and I've heard this from candidates too, that they don't feel like they have a lot of built-in feedback coming from their management.  Is that something that we can commit to? Everybody has an hour in their schedule to do that, you know, and that hours that are set aside for, as a manager for a professional development of your staff.  And, you know, depending on how the performance review goes, you know, you may be able to leverage for a higher salary in that meeting immediately or at least get some more information about what they're looking for from you to then be able to push for that. If it's a longevity issue, you know, this will be the other side of it. If you've been with the organization for several years and, you know, you feel like there haven't been incremental raises that are commensurate with the value you're bringing to the position, that's totally something again that you can, I would approach it from that way and say like, hey, you know, refilling my position obviously would take a long time to get the person, you know, up to my level when I've been here for five years, you know, here's monetarily how giving me a raise would be cheaper than hiring any person, you know, if you are met with a lot of opposition. So I think just coming in and instead of just asking for a general raise, like researching the market, having, you know, a background of information about your experience with the organization and your longevity, where you stand with your performance, and then having an idea about how much of a raise you're looking for. So if you wanna, you know, maybe ask for a 10% raise but you'd settle for 5%, you know, you start with that and then hopefully you can either be met with that or negotiate down from there. Great tips, Dana, and you make it sound so simple. Right. Which is, you know, why you're in this position, definitely, but this is your zone of genius and great tips and so many different scenarios here. I know there's a lot going on in our marketplace and so this is a great question to have, you know, our viewers and listeners have access to. So thank you for that. We're gonna jump to our next question. Jordan, I know it sounds easier. It's easier said than done, a lot of these things, but. But as you said, they too are humans and they too have gone through a similar situation and I think that's a really good thing to remember. Yeah. Yes. All right, well, let's. What I'm thinking in general is it's not just about the organization evaluating you. It's also the candidates evaluating the organization and deciding if they wanna work there. So. Keep that in mind. Yeah. Let's move into salary equity. How can you encourage salary equity between comparable positions? I feel like this is kind of tags onto the other question. Yeah, no, definitely. I mean, I think that sort of the move towards equity is a good one, of course, as a woman, as a person of color, obviously I'm excited to see those things. I think that transparency is something that a lot of the workforce is pushing employers to move towards. So for example, when we started working, it was like you wouldn't know what the person who sits in the desk next to you is making. And you guys might have the same title, you may have started at the same time, they trained you at the same time, and you just have no idea what they're making and maybe you go out to lunch and find out, like, oh, that person's making $5,000 more than me. So I think employers have to keep in mind, number one, people do speak to each other. So things that are attempted to be kept under wraps, some things, of course, do need to be confidential, but there's other things that are in the interest of transparency, I think encouraging companies and organizations to just have tiers of salaries for certain positions so that there is equity between everybody who's an associate, depending on their longevity with the organization may vary the salary a bit, but like a starting associate makes X or a starting manager makes Y. Now, I think with some structures within companies and organizations, that may be impossible just depending on how much experience the person brings into the job. Is it entry level versus like, we required a few years of experience and one person has one year and one person has three, of course the person with three years may get a better offer. So I think like keeping all of those things in mind, but also making the effort towards transparency is something that the industry, not just nonprofit, but in general the workforce is moving towards. You as an individual, obviously like, it's gonna be hard going up against an organization that is reluctant to make those types of equitable changes. If you're working for a nonprofit, though, most likely that's not the case. I hope they're a mission-driven institution that has already been making strides towards how can we improve our equity within the organization so that it mirrors the mission that we're looking to accomplish. And so I think you hopefully are going to be met with, if you approach upper management or you're a direct supervisor with, thoughts about making salary more transparent and equitable for everybody within the organization and how that effect would kind of trickle down to you, which is ultimately why the person is probably bringing it up. I think should be met with a lot of interest from, I see people starting diversity, equity and inclusion departments all the time and hiring for those types of roles. Maybe that's a person that can have an open door policy where people can go to them and talk to them about how to move the organization forward. Maybe talking to the organization about, you know, designating a deputy, maybe a person who speaks on behalf of the overall workforce about some of these equity issues so it doesn't feel like one person that has to go up against the entire organization. You know, how that would work within each institution obviously may vary, but, you know, I'm hoping that there are enough people within the industry that have that hutzpah and have that, I know a lot of candidates that just sort of have no problem approaching people about issues and advocating for themselves. So, you know, I'm hoping that there's enough people within that industry to help move us all forward and that's gonna trickle down to, you know, even the more reticent of us that, you know, aren't as comfortable having those types of conversations, but I think it has to come from like management down. And I love, I mean, even the simplest when you were posting a new position, having the salary range of that, you know, new position, that one is transparency from the beginning, but what it does also, and I know you know this Dana, is it also shows the staff that's currently in that position, what the new hiring range is.  I'm gonna say it's time for this and we have to keep moving this forward. So I appreciate all that you shared here, you know, especially as a female and a person of color, thank you so much Dana, for all that you do to advocate for this as well, because we really, we need to move this forward, but okay, let's jump into this next one. How can you balance the need for remote work for staff that is client facing and versus the client, sorry, versus the non-client facing? So essentially looking at, you know, a nonprofit organization, you have some staff that, you know, they really just do everything kind of behind the curtains, as I would say, not interacting directly programmatically or directly with the client. So how do you balance this, you know, remote work for all of your staff? Sure, again, a new frontier that we're all in because, you know, when I started recruiting, you know, in the 1950s, it was, you know, remote work was something that we didn't even have to deal with and now it's become more prevalent and then of course, since the pandemic, it's like rampant. So I think we're all like catch up, which is totally fine. And I think that that's a really great consideration for managers is the amount of remote work, is it proportional to how much front facing work the person has to do? Like, is it an organization where remote work is even possible? Like I work with a lot of charter schools and educational programs where they're doing in-person instruction, there's really no one that can just work from home the entire time. Except for maybe, you know, a very internal staff like finances or something like that. But even then, I think a lot of them are in the office. So I think number one is evaluating your organization because the call of the marketplace is to have remote options. That's what every worker is looking for. You won't be competitive to hire candidates without, you know, offering that. There are a few industries like schools, universities where like that's not gonna be possible.  And then once you decide that you are gonna move towards a hybrid schedule where people are able to do remote work at least part of the time, taking it department by department and maybe getting with those, you know, line managers and discussing what's gonna be the most productive. Like are there days where everybody does need to be in the office? I think some of the organizations that do it really well, what they have is a structure of like two or three days that everybody can work from home, but everybody converges on like, let's say Wednesdays and Thursdays and everybody's in the office together, important line items that have to be done in person in terms of meetings and just like team building, things like that, they all happen during that time. I think it gets a little bit wonkier when it's like people are coming and going and you know, people are working from home, some people are in the office and it's just nobody's crossing paths. I think that that's somewhat less successful, but then I understand sometimes people are working around family schedules. So like, you know, having some people out on Monday and some people not might be a necessity depending on the personal situation of your staff. But in general, like if I could throw out some advice, yeah, I think having a set schedule of if it's gonna be hybrid, there are certain days that you work from home and there are certain days that you come into the office. So it cuts down on the contact time, which is what we're trying to avoid is, you know, infecting each other with COVID and flu and these other communicable diseases and hopefully no further ones, but you never know. So I think that it's, but having a consistent schedule where people are convening, I think that that can work very well. Now there are some customer based positions where it's gonna be difficult to do that and there are gonna be some people that have to be in the office more than others. I think they just, number one, the workers have to understand maybe during the initial interview process, like, hey, this is a front facing job. There are gonna be other people that are able to work from home more often and just screening people to make sure that they're comfortable with that and that they're okay with that. And then maybe incentivizing them in other ways. Like for example, if it's busy season and they had to work front of office, you know, four days a week out of five for, you know, a couple of months, maybe for the month of January, when you're slow, they get to fully work from home, you know, and not come in at all. There's, you know, you could maybe make or maybe only once a week they have to come in when it's the slow period, you know, you can kind of play with those things and make it as enticing as possible. But yeah, I definitely think thinking about as an organization or an institution, thinking about who is getting to work from home, how often and how it relates to their specific job function is gonna, and incentivizing people through it, through the remote work is gonna be really important because it's just even entry level candidates, you know, that I'm speaking to, which, you know, we kind of feel like, oh, okay, they're entry level, they should, you know, they're fresh out of college, they should be willing to kind of do whatever. That's not the case, you know, people are definitely making, advocating for themselves and they are looking for options to work from home. So we, I think us as managers and we just have to make sure that we're thinking about those things as we're hiring new staff and as we're dealing with our incumbent staff, like how do we make the hybrids go, like adding time for them to have- That's some solid advice, because you're right, it is our marketplace now. It absolutely is. And whether it's a new hire coming in or an existing hire looking to use that as a negotiation opportunity currently, right? Like again, it kind of goes back to, do you wanna retain your staff, especially your staff that's doing a phenomenal job? And this is part of the workplace currently, so. Okay, we've got one more question of today's episode. We do have a viewer that sent in a question, so we'll see if we can get to that one. I just wanna recognize that there's one more in the waiting. How long is it taking for candidates to be offered positions in this current market? It could never be fast enough, but I do think that people are, and by people, I mean like hiring managers, people in a position to be offering roles to candidates. I think they're getting the message. It's been probably what, a solid year since we've been 100% back up and running post-pandemic. And I think it's finally getting through to a lot of hiring managers that the time just has to be truncated from the time that you're posting an ad, the time that it takes you to get back to candidates has to be shorter. I found that if I don't contact a candidate within maybe like three to four days, maybe a week from the initial time that they apply, I don't hear back from them, which means they either get scooped up by another opportunity or my email is just, they've forgotten about the job that they applied to or it's just so far down in their inbox or what have you. There's always outliers to that, but for the most part, it's like you really have to call people right away. So what I would say to truncate your hiring time, being organized with your recruitment is what's gonna help you get there. So like, I think sometimes people can get inundated with resumes and then they do, I do this for a living and I get inundated with resumes and get overwhelmed. So I understand if you're a hiring manager and you've got a full-time job and then on top of that, you have to hire for two positions in your department, that can be very stressful. But having an organized system, so whether that's going to HR and saying, hey, I need help being more organized with the search, how can we streamline this process? If you're a line manager and having to deal with hiring, human resources, thinking about how you're doing benefits and compensation and employee relations and all this other stuff, your recruitment process though, the more organized that is and formalize, the better able you're gonna be able to hire quickly. That means getting back to people when they apply right away. That means setting up automated messages so that people who maybe you're not interested in right away, but hopefully they do get a response back from you and in any form is helpful. It helps retain people to apply again to you. It helps your workplace value like out there in the market to candidates improve when you have those like, we call them like touches, like that you actually contact the person. So I would say, thinking about how to get that initial contact with candidates, making sure that job postings are transparent and comprehensive and really explain well what the job is. And then once you've got them in the door and you are interested in someone, if you're gonna do thinking about ahead of time with the hiring manager, what the process is gonna be and sticking to it. So if it's gonna be a Zoom interview and then an in-person with the entire team, making sure that everybody is on the same page with that before you go into the search, because that's one of our questions when we intake a job as a firm, we immediately say, okay, what's the process for this? So we can for more than candidates before I even send their resume, they know what the process is gonna be. And that just helps steer us and streamline it. The entire team knows that that's what's gonna happen. So hopefully we can get the Zoom call done within a few days. And then shortly thereafter have the in-person and then they're ready to make a decision from there. And having a timeline, like we need to, I would say like from the time the person applies, within two weeks they need to be finding out if they have the job or not. Is kind of the self-life, I would think it makes a lot of sense. Obviously, people go through busy periods at work and it's event season for nonprofits, so I understand that a lot of people are swamped. But theoretically, two weeks would be a great turnaround time. And so how do you organize to do that would be ideal. And for temp jobs, obviously that's gonna be even shorter because for temporary work, the process should be fairly less than for something that's direct hire. Much quicker. Well, I love that. I love your very candid answer in the very beginning, I know that it's still longer than it needs to be. Yeah. And to quantify that at that two weeks, I think is really helpful. Okay, Dana, let's see if we can squeeze it in this viewer question. Yeah, and it's coming from anonymous, which after reading it, I totally understand why. So they're wanting to know what is considered a good salary or a good range for a communications and development staff, specifically in the Seattle area, at a human services nonprofit. Wow. So what would you guide this person with some insight? Listen, I love the specificity. Seattle is not a market that I've worked in before in terms of cost of living to like, looked into that. However, it's a big city. So I'm assuming that it may be on par with like Chicago, San Francisco, something like that. So a communications professional, is it, are we talking associate level that they mentioned? They didn't mention. So communications development. Okay, so, I mean, the first thing I would say is clarify what level you're speaking about. So if we're talking about an assistant, it's very different than an associate or a manager or director. I wouldn't say that there's like a slated amount that you should look for. I think that you should do some research as to other organizations that are similar, that are in the same geographic area and see if you can find out what postings they have up and what salaries they have posted. That may not be information that they have transparently available. And I understand that too. I would say that for New York, and hopefully that helps, somewhat similar to Seattle, for an associate, I would say 50 is like the bare minimum for like an assistant or associate. Like when I first started recruiting, 40K was what like most assistants were getting in and development, marketing, or communications at a nonprofit. I think that that's really notched up to around 50. For like an associate or manager level, 60 to 80. And then for a director, depending on the size of the department, for a large organization, we could be looking at like 120 to 150. For a smaller organization, maybe 80 to 100 or something like that. But again, these are very loose terms. What I like to do in terms of salary is talk to the candidate about what it is that they would like to be making, first of all, because that's gonna influence where you should apply. Don't even apply to jobs that you feel like you wouldn't be happy if you were currently making 85 and then you move to another job that's making 85 or less than that. Let's just be aggressive about, and I don't mean aggressive in a negative way, but aggressive about like advocating for yourself and only pursuing jobs that really makes sense for where you wanna be career-wise and compensation-wise long-term. So that's what I would advise anonymous to do is do some market research and then think about financially where they're at. And then when you're going in for applications, just let people know upfront, this is what I'm looking for. And it doesn't have to be an exact amount. I would always give a range. I love that. And thank you for addressing this, a time sensitive question today. I also advocate, and I'm not in HR, so I can't pretend to be Dana or Katie, but I would always say like, if there's a posting salary, as you apply to that, I would maybe even ask, is this negotiable? Is this hiring salary or the range negotiable? So that you know, as Dana was saying, if that's something that we should even consider to apply to because you don't wanna waste anyone's time. Dana, speaking of time, my friend, you are amazing, a total rock star, so grateful to have you here. Again, for those of you watching or listening or maybe podcast, Dana Skirlock has joined us today. She's with Staffing Boutique. She serves as their director of recruitment. And as you could tell from today's questions that she answered, she is just an amazing person that has so much wisdom and content when it comes to this sector. So Dana at StaffingBoutique.org, excuse me. And then the web address, I'm sorry, is StaffingBoutique.org and Phenomenal Herb, Katie Warnock, and you said there's two other staff members there at Staffing Boutique. Just Phenomenal Team, truly. We're so grateful to have them. Also as a sponsor of the nonprofit show from the very, very beginning. Again, thanks to our amazing presenting sponsors that allow us to have these conversations. So thank you to Bloomerang American Nonprofit Academy, Fundraising Academy at National University, Be Generous, Your Part-Time Controller, Staffing Boutique, where Dana is nonprofit thought leader and the nonprofit nerd. We really wouldn't be able to have these conversations like we've had today with Dana if it weren't for our amazing sponsors. And again, we did today's episode purely from your questions. So we had so many viewers, so many listeners sending questions after Dana's last episode with us.  How can we harness more of your information and share that with our viewers because we hear you and we know that you're asking for that. So Dana, heartfelt thank you to you, my friend. Thank you so much for having me. I love our conversation. So anytime you'd like to have me on, I love to have that. I love them too, but they're way too short. They always go by quickly. But please do join us again tomorrow for an Ask and Answer episode. As we sign off each and every show, we'd like to remind you, our viewers, our listeners, and as well as our sponsors to please stay well so we can all continue to do well. Thanks again, Dana. I appreciate you. Thank you.


Good evening. My topic for the paper presentation is role of multi-detected computed tomography in evaluation of the blunt abdominal trauma. So, as we know that blunt abdominal trauma is the leading cause of mortality and morbidity among all this group and identification of serious abdominal pathology is often challenging in cases of abdominal injury because of the initial clinical symptoms and signs usually don't correspond to the severity of the injury. So, my aim and objective for the study was to evaluate the effectiveness of the multi-detected comatocity in reduction of intra-abdominal injury in patient with the blunt abdominal trauma and to provide a valuable information that could accurately determine the choice of the management, whether we should go for operative management or we should go for the known operative management. Also, our objective was to correlate the computed tomography finding with either clinical observation or the follow-up with the regular CT scans or with the surgical findings. So, wherever it was required and wherever surgery was done. So, material and method was it was a prospective study which was conducted in Bukheim and Pune, for over eight months in which we included the 75 patients which were having the clinical suspicion or having the presentation of intra-abdominal injury with stable vitals and having a positive USC scan report. So, they were evaluated with 64 slides multi-detected tomography which we have in our institution. The findings were correlated with the clinical follow-up and the follow-up the CT scan and also with the surgical findings. So, again the free fluid quantification was done by using the federal and Jeffrey method and they were graded into small moderate and large quantity and individual organ injury were graded according to the OIS system and injury severity grades were given by Mirvish and Moret. So, all the hemodynamic unstable patient were excluded from the study because they will be having the obvious peritonal signs and the progression of abdominal distension and they were immediately taken for the surgery and were excluded from the study. So, technique for CT what we have used is we have done the scanning from the domes of the diaphragm until the pubic symphysis and the plane scans were followed by the intravenous contrast scans in suspended inspiration. For intravenous contrast enhancement 8200 ml of dynamic injection ultravis that we have used and in children the 300 milligram for a variety per kg body weight were demonstrated and axial section were taken. The section were taken in the arterial and portal venous phases. Delayed scans were not usually performed but only in the suspected cases of the renal and the bladder trauma we have done the delayed scans also. So, these are the flu illustrations in which the first image we are seeing with the left kidney is almost saturated kidney which is having the multiple lacerations and with the perinephric hematoma. The second image having the multiple liver lacerations with the hemoperitone. So, our result and observation of study was there that we have found that the mostly the bulk of the patient were male and usually young age group were involved between mostly in 21 to 40 age group that were about 51 percent. And more mode of injury was mostly RTA both in male and female and full from the height and assault were a bit higher site in the females. And as per the distribution of injury we have found that solid organ injury which were associated with hemoperitone which was about of 70 percent. And the distribution of the visceral injury we have found that the spleen was the most injured organ in the most of the cases of aprolent abdominal trauma. Also in this study we have we had the 73 visceral injury reported and a majority of them 49 which were about 85 percent were having the visceral injury and have the peritoneum. About of eight cases out of visceral injuries which were not associated with the hemoperitoneum and two cases of them which one was GB injury and one was intraperitoneal rupture of the bladder. Six cases which were having renal injury with only the perinephric collection. So, out of 57 nine cases were immediately taken for the surgery and they were managed conservatively. So, again the distribution of CT quantification on the hemoperitoneum we have done into the mild moderate and large amount in which moderate hemoperitoneum was mostly associated with a majority of the blunt injury trauma. And distribution management of the hemoperitoneum based on CT grading we have found that mostly the conservative management were had done for the moderate amount of the hemoperitoneum. So, CT quantification of hemoperitoneum which was done by the Fidel and Jeffries method and all the hemoperitoneum cases that was nine cases which were taken for the surgery they were confirmed and the abdominal only the additional bowel injury were reported into the three cases which was associated with isolated hemoperitoneum and in the CT severity actually was of the 100% in detecting the hemoperitoneum. So, our study have a significant result in term of the sensitivity and specificity. The sensitivity was 66.7 and 100% almost the specificity and positive productive value was 100% negative productive value was 94%. The accuracy of the study was 94.7%. So, as I told the maximum maximum patient were of the younger age group mainly male predominant and associated with more of RTE and which of most of them will having abdominal injury with the hemoperitoneum and the isolated hemoperitoneum were diagnosed in a few cases. So, most common injury organ was the spleen and the CT finding which were we having the hemoperitoneum were confirmed and and also there were addition bowel injury was found into the isolated hemoperitoneum of the three cases. So, conclusion of my study was that CT was 100% sensitive in the detecting hemoperitoneum and all cases were conservatively had an uneventful recovery during the fall off period. So, in all the analysis of the solid organ injury in our study, why is grading system predicted management protocol in majority of our patients expect for those who are having the associated additional bowel and misery injury. So, in conclusion, we have found that CT is a best and a superior diagnostic mentality in diagnosing the management of the blunt abdomen. So, this concludes my presentation. Thank you. These are my references.


Cosmology. Cosmology from the Greek question mark question mark is Cosmos world and question mark question mark question mark question mark A, L-O-G-I-A study of is the study of the origin, evolution, and eventual fate of the universe. Physical cosmology is the scientific study of the universe's origin, its large scale structures and dynamics, and its ultimate fate, as well as the scientific laws that govern these areas. The term cosmology was first used in English in 1656 in Thomas Pound's glossography, and in 1731 taken up in Latin by German philosopher Christian Wolf, in Cosmologia Generalis. Religious or mythological cosmology is a body of beliefs based on mythological, religious, and esoteric literature and traditions of creation myths and eschatology. Physical cosmology is studied by scientists, such as astronomers and physicists, as well as philosophers, such as metaphysicians, philosophers of physics, and philosophers of space and time. Because of this shared scope with philosophy, theories in physical cosmology may include both scientific and non-scientific propositions, and may depend upon assumptions that cannot be tested. Cosmology differs from astronomy in that the former is concerned with the universe as a whole while the latter deals with individual celestial objects. Modern physical cosmology is dominated by the Big Bang theory, which attempts to bring together observational astronomy and particle physics. More specifically, the standard parameterization of the Big Bang with dark matter and dark energy, known as the Lambda CDM model. Theoretical astrophysicist David N. Sperrill has described cosmology as a historical science because when we look out in space, we look back in time due to the finite nature of the speed of a light.


Hello and welcome to the International Daily Roundup by People's Dispatch, where we bring you major news developments from around the world. Our headlines? Spannini's forces attacked protesters on anniversary of 2019 Khartoum massacre. Dettor and Gaza continue to rise in the third day of Israeli bombing. Thai court grants bail to three activists detained under royal defamation laws. Afghan government reports to 55 civilian deaths during Manthapramadhan. In our first story, we go to Sudan where two protesters were killed by security forces on May 11. Hundreds of people had gathered in the capital of Khartoum to demand justice for the victims of the violent attack on a protest in 2019. Thousands of people had held a sitting demonstration outside the army headquarters that passed as part of the Ashutani's regulation then. Over 128 people were killed after the armed forces, led by the paramilitary rapid support forces stormed the site. The attack left around 700 people injured and there were over 70 reported cases of rape. Later in 2019, the Sudanese government established an independent committee to investigate the violence. However, the body has repeatedly failed to present its findings on the incident. The protesters gathered in the original site of the 2019 sitting in central Khartoum on May 11, despite attempts by the army to block the site. Families of the victims presented the protests on Tuesday accused General Mohammed Hamdan Daghalo for the attack on the Khartoum city. He was the leader of the rapid support forces in 2019 and is now the deputy of Sudan sovereignty council. As the protests continued in the evening, security forces began to close close off roads at the sitting site. Shortly after, they began firing live ammunition into a gas to disperse the protests. The Central Committee of Sudan's doctors estimated that around 28 people were injured. Meanwhile, demonstrations were also held by resistance committees in different parts of the country, including Niala and Qasala. Demonstrations broke out again on Tuesday night following the deaths of the two protesters from gunshot wounds. People lay down bricks to block roads and burned tires in several places in Khartoum. In our next story, 56 Palestinians have been killed in Israeli airstrikes on Gaza Strip as a 5pm local time on May 12. As the attacks continued for the third day, at least 355 Palestinians have been injured. Israeli airstrikes had targeted several neighborhoods and residential buildings. Palestinian group Hamas also confirmed that its Gaza city commander Basim Issa had been killed. Meanwhile, solidarity protests have continued across the occupied Palestinian territories. The Israeli government has redirected border police battalions to suppress these protests. As of Wednesday morning, Israeli forces arrested 270 people in accusations of rioting and disturbances. At least 40 people were detained overnight in the West Bank. A state of emergency and a nighttime curfew has also been imposed in the city of Lodh. Here is a video feature on the current situation in the occupied territories. In our next story, we go to Thailand, where three activists have been granted bail following weeks of protests. The criminal court in Bangkok granted bail to Parit Chivarat and Chiamon Kevin Bumpan on May 11. Chiamot Chivarat was in detention for 92 days and his bail application was rejected around 10 times. He was on hunger strike for nearly two months and had to be hospitalized early this month. A regional appeals court has also granted conditional bail to another activist who has been in detention since March 17 after he was arrested just days after serious traffic incident. He will now be required to wear an electronic monitoring bracelet. All three activists were detained under Thailand's widely condemned royal defamation laws. They are also facing charges relating to cybercrimes and seditions. Sustained protests by pro-democracy activists have also led to the release of three other activists over the weekend. However, their bail is conditioned on them participating in activities not participating in activities considered a disruption to society. Thailand has also been witnessing the resurgence of protests demanding democratic reforms in the government. Protesters have denounced the military-supported government and the powers given to the monarchy. Between July 2020 and March 2021, at least 581 people were accused in 268 cases related to anti-government protests. At least 83 people have been charged under the royal defamation laws. Each penalty under the law can carry a prison sentence of anywhere between 3 to 15 years. For our final story, we go to Afghanistan where the Interior Ministry has reported 255 civilian killings since April 13th. The Ministry stated that the Taliban were responsible for 200 blasts and 15 suicide bombings since the start of Ramadan. Around 500 civilians have also been injured. Afghanistan has been witnessing a steady escalation of violent attacks over the past few weeks. At least 85 people have been killed following a bomb, a car bomb attack outside Said al-Shawada school in Kabul on May 8th. The bomb exploded in the Dashtri Barci neighborhood, which is home to members of the minority ethnic Hazara community. Two other bombs detonated shortly after the total number of injuries is around 147. A majority of the victims were schoolgirls between the ages of 11 and 15 years. The Taliban has denied responsibility for the attack. As the attacks continue, the UN OCHA has noted that the situation is especially deteriorated in southern provinces including Kandhar in Helmand. As of May 9th, 97,129 people have been displaced by the conflict in the country. That's all your time for today. We will be back tomorrow with more news from around the world. Until then, keep pausing people's dispatch.


I think many people now they their thought they are using the so-called the scientific scientific scientific thought and everything they will be separated separated actually in the world everything is connected it's holistic so of course the scientific thoughts can make the techniques improve a lot for especially for the industry and we can have many many things very convenient fast but at the same time we destroy our nature our words at the end so I think we need to come back to the Eastern thought Asian Eastern thought everything is should be harmonized the nature in Chinese called Tianyuan He Yi that means the human body and the nature should be harmonized so for the Chinese culture the keys everything should be harmonized no matter the TCM acupuncture our herbs all from the natural nature very natural natural path of our words so when I teach my students I always ask them to do some meditation not always to her case to see other things outside his body the best one is inside your body we call Jin Qi Sun Jin means your substance the substance inside your body it says it says substance inside body yeah she means the energy inside body Sun is hard to explain in English so naturally like the spirit spirit the soul but it's not this finally yeah this is free treasures in our body for the Taoist theory we need to make these three treasure combined together and then you'll be healthy by be happiness so many people they have some business actually because they are disease diseases in science very stress I treat many patients they have some different kind of disease actually they are inside their stress they don't have the balance yes stress for their job or family everything but if you can calm down to think about that to resolve it that inside your heart and then everything is getting better because if you harmonize yourself from inside and the outside will be also home yes to balance sometimes I think we can all learn a lot from that my mission is I want to make our community our people here they are more happy healthy and they can they can sense they can feel the harmony of the human body and the nature so also I want to make more people to understand the essence of the Chinese culture the value of the Chinese culture or the Chinese Asian thought is the holistic thought everything comes connected just like the internet right so I want the people to to appreciate this kind of culture and finally they get the happiness and healthy inside of course both the birdie and the song together I think many people are very distracted yeah with many video games or iPhone and apps and video so how can this help yeah of course if you have everybody have the same the time that everybody's the times same right they have only 24 hours if you enjoy the martial art training or other Qigong training and then you won't go to the games and other things yeah at the same time for this one we help you to rebuild your body actually in China the Qigong can be separated to two types the first one is the Taoist we call internal our style the original Chinese style another one is from India like the or the tea bag this kind of Qigong what we call Buddha Qigong so Taoist Qigong Buddha Qigong two types of the Qigong we have the two different systems for Taoist Qigong we have the same system as the TCM and the book of changes same meridian same point right the first one we need to unblock some of the acupuncture point for the Buddha Qigong they said that the chapters right the theme meridians for them but for us we have the 14 meridians okay more detail more detail the first stage is called for the Taoist is called convert the jing to qi from second stage from convert the qi to the sun and then the last one from the sun to the hollow to the void yeah so these are three stages of course the Taoist people is not just for healthy and longevity they have the other purpose but i don't want to mention here purpose for the religion purpose but for sure Taoist Qigong can make you to live more healthy happiness or longevity uh i think everything in chinese culture or the light including the martial arts or the TCM all entries belong to the book of changes a theory all the concepts from the book of changes for example you say yiqing yiqing yeah yin yang five elements eight trigrams all these kind of things is from the the yiqing book of changes yeah in this book of changes the key is the world the nature everything is connected everything everything can be changed sometimes this is yin to be changed to yang just like the sun and the earth around the sun the moon right everything is changing but they have the rules actually not not not messy they have the rules it's not chaotic right there is a there's a rule and uh yeah we need to master these rules and then we can live more uh better miles of nature yeah this is the culture for for example the tai chi pushing hands right but when when we push together we we can borrow his power we're not always against it's a racial type with the energy racial energy yeah learn how to absorb the energy yeah for for the TCM some patients they have the hyper young we call hyper young they always feel this is hyper pressure we do some acupuncture to release the hyper hyper young and then they come down making balance this is all from the the yiqing concept so this concept covers everything in existence it covers our health yeah our mind yeah spiritually yeah even nature yeah um martial arts fighting yeah encompasses everything that exists yes how can we understand such a deep concept uh first of all you can choose one one thing like some people like martial arts you can choose kung fu or you can choose tai chi some people just want to uh learn TCM they can choose TCM uh from each step you can understand the whole actually we call the part of the body representative the whole core body as above so below yeah that's the same yeah okay very deep thank you thank you


Hey guys, what is up? Welcome to my channel. For today's video I'm going to be playing with the brand new BK Beauty True Beauty Eyeshadow Palette. Gorgeous, gorgeous soft tones in here so if you want to see my thoughts and see a tutorial then let's just get into it. Hi guys, if you're new here my name is Morgan. I am a Pyrotic Knowledge Enthusiast. I just love knowing anything and everything about all the new makeup on the market and sharing my thoughts with you guys and I have been waiting for my BK Beauty True Beauty Eyeshadow Palette to come in the mail, okay? I'm not in my best form right now. I've had a full day of work, my busiest days are Tuesdays and it is nine o'clock and I really was just in the mood to sit down and play with this palette so that's what we're gonna do. This is gonna be a true first impressions. I haven't even swatched these shadows yet. There is nothing like makeup seriously as my therapy so this is a great way to end my day just play with some makeup. So as you can see I obviously already have my base ready but let's talk about the palette. You aren't familiar with BK Beauty. They have only so far before the palette come out with brushes and they are really great quality synthetic brushes. I really have enjoyed my experience with their brushes and BK Beauty is actually owned by the beautiful Lisa J here on YouTube. She is so stunning. Such a classy elegant woman and there's so much meaning about kindness behind the brand and you're paying more for just the product you know. It's going to a good company with a good person behind it and with a very important mission and she has dug into the eyeshadow world. You guys know I am an eyeshadow palette addict so I definitely wanted to see what her first eyeshadow palette formula was gonna be like. This palette was very kindly gifted to me and I am so very grateful for that but I would have purchased it even if it wasn't gifted to me in PR. Really I admire Lisa so much and I really wanted to try this palette. So here are the basic facts about this guy. It is available right now on the BK Beauty site. I think I have a code. I'll put it down if I don't know why I'm blanking on this but I should have a code. If not, there's so many wonderful amazing women on this platform that do have a code for BK Beauty and this is $45. You can buy it with Shoppay if you want to break up those payments a little bit. This has a 24 month shelf life and it is made in Canada. Love to hear it. So here is the packaging. As you can see it's just a very simple nude packaging kind of the same size as the color pops palettes I would say. Then it has all the names of the colors out here on the back. You also have a nice mirror and here's a look at the shade. So this palette features 12 shades with six mattes and six shimmers. This was created to be an everyday essentials offering neutrals with a little pop of color which of course you see my eye wolf most certainly gov to Kate. That gorgeous purpley shade. For those of you who need to know this 100% cruelty free and vegan free from paravins and sulfates free from petroleum based ingredients. Righty ho let's get into it. So I can immediately tell you just by looking at this color story. This is a softer palette which I think is fine for a first eyeshadow palette. Definitely if I were to have a makeup company I would want it to be a softer more everyday palette as well. I'm very interested in seeing how these are if they're packed with pigment formula. If they're supposed to be softer you know more like a Charlotte Tilbury or Tom Ford. I haven't even swatched these so we will see. I'm just dipping my brush very quickly into my makeup by Mario. Little primer palette. I just used my Esum to be 25 but from here on out I'm going to use my BK brushes. I just I love this product for my base shade. Oh Kidokey so let's get into it. We're going to start off with beam as my underbrow color might be a little bit deep puts a little bit brighter on the eyelid and there have been so many amazing looks that I've seen already with this palette from my other colleagues if you will. So definitely make sure you check out other videos on this palette. A lot of people have done multiple looks. I'm just going to do the one today. It's too late. I have my bedtime coming soon so this look is not going to be anything crazy or unique so yeah. We're going to go in with kind vibes. Love that. Love that. It's just a bit of a mauve-y shade. Now these shades are giving me a little bit of kickback but nothing serious. This is the BK 201 brush by the way. As per usual you know I'm gravitating towards these purple-y mauve-y shades because I cannot be tamed. This is blending out quite good. My eyelids a bit sticky so it's maybe not the smoothest but that is my fault because I forgot to set this with powder. And nonetheless I mean it's working out pretty nice. Ooh what a pretty shade that is. 202 brush and we're taking queen. This has a really gorgeous plummy undertone to it. I love that she snuck in these very slight purple-y mauve-y undertones so you can really get kind of a more sultry look. That's not a basic brown kind of palette. Not then against basic brown palettes.  Using the same brush I'm going into Kate. Now I'm not going to apply this all over the lid. There are so many amazing tutorials where people apply this to the lid so I'm just going to veil this kind of over that crease so you'll see that really creates a gorgeous lilac haze over the crease which is stunning. Ooh wow. So this Kate shade has a soft texture to it so I am getting a little bit of fallout but I think if you use a brush to pack it on you do get some pigment. And I'm going to take the tip of that brush and again we're just trying to get that purple to kind of haze through so just run that under. I feel like I'm teaching your class right now. Taking a 205 which has this nice slant I'm going into dream. This is an amazing shape for underneath and I'm just going to define this area and this is a shimmery shade. Don't be afraid to use shimmers. I rule of thumb with shimmers.  While we're at it I'm just going to almost create a mini wing with this brush in this color 203 and we're going to take glow. So you will see the shimmers aren't going to be a really reflective formula and you guys know I love a really reflective formula but they are just a gorgeous soft practical shimmer you know. I feel like if you have mature skin you're really going to love the finish of the shimmer all over the lid but if you're feeling a little extra glam my suggestion would be to open up your neglected single glitter drawer and use those. Pull out those Stila glitter gloves. You know it's been a while since you've used them. Super duper pretty. Now I don't know if you can see I'm getting a lot a lot of fallouts and I think what that is from is just me using shimmers basically where mattes are typically used so it's a little bit messy. These shadows mattes and shimmers included they do have some violet. Now we're going to take some of Brooklyn and as you could probably could have predicted this is going to be popped in here which again really soft inner corner color.  Alrighty so here is how we're looking so far.  Alrighty guys so here's the final look. I threw on some very natural Ardell lashes with a plumber liner in the waterline and the tight line and I mean it's such a soft palette but leave it to me to make it somehow a little bit more colorful and glam. But no I really like this palette so far. I did swatch it on my arm just so I could kind of compare how the swatches felt to how they applied and I gotta be honest these definitely applied way better than they swatch. Remember swatches don't ever really tell the whole story but I still feel like I can tell a lot from swatches. Really struggled to swatch kind vibes. I felt like it was super duper patchy but that wasn't the case on the eyes. It applied really nice on the eyes and while these were swatching I noticed a lot weren't really sticking to my skin and they seemed a bit more powdery. Again I didn't have too much of a problem with them sticking to my skin on my eyelid however I definitely did get a lot of fallout from this palette. If you're playing especially with the deeper colors down here I would highly recommend that you do do your eye makeup first but it's totally workable for sure. It's definitely not a deal breaker for me. Some things to keep in mind with this palette I would say other than the fallout is that you're not going to get a super sparkly metallic look that's not the formulation in this palette. They're really practical soft everyday colors so I really do think for so many of you that this is going to be a great go-to everyday palette. You can get more warmer tones but you also can get the cool plummy tones like I did for today's look. So there is a little bit of versatility within this palette.  That is one color that I would have added to this palette but overall I think this is Lisa's vibe. This is her vision. It's definitely a good palette. The colors did have more depth than I expected when I applied them to the eye. I would like to see the next palette to have a little bit more depth. I think overall this is just a really nice light soft palette which I think it's very well done. So I think that's the whole vibe of this everyday palette which is fine but I would love to see her next palette to maybe have a little bit more depth for some more drama. That's not what this palette was about but I'm ready for some drama Lisa but I mean I can't deny this look like I really like it and I definitely can see myself reaching for this palette a lot just because this palette has a lot of really great sensible go-to shades that you can put this palette on. It's going to look good no matter what colors you put on and it's just going to be great for every day. That is all I have for today's video. I hope you guys enjoyed it. Remember this was my first impression so I just dug into it for the first time. I definitely will keep you updated so keep an eye out for my I guess it'll be my November palette rankings coming next month and of course I will use this a few more times and give you my final final thoughts. So thank you guys so much for watching this video. I hope you guys enjoyed it. If you aren't subscribed to my channel already I would absolutely love it if you would consider taking the time to do so and I will see you guys in the next one. Bye guys have a good one.


As you probably expect from any Real Housewives star, Jackie Goldschneider of Real Housewives of New Jersey lives in some beautiful homes. In 2012, Jackie and her husband Evan bought a gorgeous beachfront property in West Hampton, New York, with features like a heated pool and private path to the ocean, while they also own a sumptuous mansion in Tena Fly, New Jersey that rivals this one. The Goldschneider's family home boasts over 5,000 square feet of space with plenty of majestic rooms throughout. But I'll be showing you both of Jackie's homes in just a minute. You won't want to miss the upscale and sometimes even sparkly mansions. In these videos, we don't reveal any addresses and even though I've done a house tour of my own place, please do not show up at any private residences because it's not safe for anyone. Jackie Goldschneider is best known for storing in the hit Bravo Reality show The Real Housewives of New Jersey. As a mom to two sets of twins aged 12 and 10 and happily married to her husband Evan, Jackie's hands are always full. According to her Bravo bio, she worries about raising her children in a home that's too privileged and hopes they will grow up to be strong and self-sufficient individuals. Well, either way, those kids are at least treated to living in some top-of-the-line homes. That's for sure. Jackie is reportedly a former real estate attorney but has built a second career in real estate management and freelance journalism. The Real Housewives star has a fortune that's estimated to be in the millions but it's unclear what her exact net worth is. Either way, Jackie has a New Jersey home she often shares snaps of which is full of sparkling accents while the luxury beach house she and her husband bought is in a coveted Hampton's location. But just how coveted is this beachfront property? Well, today the property is valued at a whopping $3.5 million or hey, if you want to stay there for a little vacay you can do so for a modest $60k a month. Welcome back everyone. My name is Cara the Vampire Slayer and I'm bringing you another exclusive house to our here on Famous Entertainment, this one on Real Housewives of New Jersey Jackie Goldschneider. Be sure to check out other recent drops on the likes of Melissa Gorgia and Jennifer Aiden which we'll link to at the end. If you haven't already, hit that subscribe button or ring that bell for notifications because we post brand new content daily. As always, you can follow me on Instagram to chat and now let's get into this video. Jackie is no stranger to the real estate game, even known to hold a couple of mansions at a time. So it should come as no shock that our 10 of Fly New Jersey home is a real stunner. Built in 2013, the estate spans 5,651 square feet and has been since updated to include a number of glam features and customizations approved by Jackie herself. Some highlights include a radiant crystal chandelier in dramatic double height entryway, pink velvet dining chairs and sparkling wallpaper. Her eye for distinct features will definitely be the theme in this house tour. For starters, Jackie's formal living room offers plush blue furnishings, oversized light walls, an all-white grand piano and chic home decor. Just take a look at that ornate light fixture, elegant drapes and rug, crystal and glass decorations, and the greenery. A lot going on in here in terms of style and sophistication, that's for sure. Here along her family palace includes an all-white gourmet kitchen with top of the line appliances, marble countertops and a massive granite island with a wealth of storage space. Other gourmet kitchen amenities include a butler's pantry, plus a cozy breakfast snook with the views of the lush backyard. In all honesty, how could Jackie even cook in her kitchen knowing a spot this beautiful could get covered in a mess? Probably one of the most attractive spots in the house has to be the modern dining room that includes rose gold chairs, oversized windows offering natural light, a chandelier and plenty of space to entertain her real housewives' castmates. Upstairs Jackie's regal home features a master bedroom complete with a white bed that looks like a plush puppy cloud, spacious seating area, flat screen TV and private balcony with lush views of the New Jersey greenery. Just have a look at those views. I can only imagine that Jackie would feel like a queen waking up to that every morning. And it's no surprise based on how she decorated her home that she would have a well-designed walk-in closet that could serve as a room itself. Plastered with custom built-ins, an airy window and seating area, Jackie clearly has an eye for design. Wow, and she's done. Can she reorganize my closet? Not only is the place highlighted by its top-notch interior designing, the spread also includes a number of lux amenities in the sprawling backyard. Of course, there's a heated saltwater pool spa combo and a profusion of lounging areas, and you can even see the gorgeous backyard and her private master suite balcony, too. Touched with fountains, lush gardens and mature oak trees on an earache or lot, Jackie and her family or guests can enjoy a pool party and luxury when the weather allows. Well done, Jackie. While that mansion is more than enough, back in 2012, Jackie and her husband splashed out $2.5 million for a luxurious four-bedroom, four bathroom, beachfront property home that spans 2,200 square feet in West Hampton Beach, New York. This stunning estate offers ocean-side balconies off of the two first floor master suites and comes complete with a heated pool and private walkway to the ocean. Now, despite the fact that it's nearly a third of the size compared to her Tenafly mansion, the selling point is this prime location. The highly sought-after West Hampton Beach Real Estate with direct access to the ocean has since bumped the home's value to $3.5 million. In fact, Jackie has famously rented this home out for $60,000 a month. And when others thought it was $50,000 a month, she was sure to correct them to the proper amount. Upon entering the Hampton's home, guests are greeted to an open-floor plan that either leads to an all-white living room, decked out in plush furnishings, luxurious fire placed with surmounted flat-screen TV and floor-to-ceiling windows with access to the ocean-side terrace. That massive window in the common area is definitely a feature because it's a constant reminder you're at a beautiful beach. The dining room is highlighted with an enormous glass dining table, custom fittings and fixtures, floor-to-ceiling glass door to the poolside and crystal chandeliers soaring above. Further along, Jackie's vacay residence includes an expansive family room with additional fireplace, flat-screen TV and hand-carved antique hardwood shelves. Connected to the family room is the gourmet kitchen that features a designer hood, custom white cabinets, dark countertops and stainless steel appliances ideal for cooking up a storm. One of the selling points of the home has got to be the breakfast bar boasting ocean views with Fleetwood sliders that open to alfresco dining. There's also not one but two master suite bedrooms that open to private ocean view balconies via glass sliding doors. In usual Jackie fashion, you know she has a plush-looking massive bed with white linens and elsewhere a stone fireplace and flat-screen TV perfect for binging real housewives. In addition, Jackie keeps her wardrobe game strong with a spacious walk-in closet jam-packed with custom built-ins. The ensuite bathroom here offers a spa-like experience with his or her sinks, a bulky soaking tub with a view and spacious glass rain shower. Upstairs, Jackie also added bedrooms for her kids, featuring two beds with matching headboards and linens. Not to mention, the kids get their own ensuite bathroom and private balcony. No doubt her kids are living more lavish than me. So we know Jackie can spruce up a home's interior is pretty nice, but you also get amazing outdoor space as you might expect. For starters, the property boasts a drop-dead gorgeous patio with tons of dining and lounging spaces centered on a heated pool. Yep, you get to choose between a pool or the ocean just steps away. Additional features out here include a barbecue area, a wet bar and tons of greenery to add to the relaxed beach vibe. Jackie's home also has its very own private raised wooden pathway leading to the ocean. This conveniently located home is within a short jaunt to some of West Hampton Beach's most coveted outdoor attractions, including Pikes Beach, Rogers Beach and more. Other top attractions in the area include the West Hampton Beach Performing Arts Center, West Hampton Beach Brewing Company and Pontoon Paddler. Also included in the Ritzy area is a number of high-class restaurants, shopping and vineyards. So when you factor in all the home's deluxe features, beachfront property and surrounding attractions, maybe $60,000 a month doesn't seem too bad. I mean, the Hamptons is a bougie spot after all. So now we've looked at Real Housewives of New Jersey star Jackie Goldschneider's homes, both in New Jersey and New York. It seems she and her fam have the best of both worlds with a beachfront property and a full-time family mansion. So what did you guys think of them? Do they live up to luxury Real Housewives standards? I'm gonna say yes. Not to mention the glamorous and sparkly details in Jackie's main home. She thought about everything when it came down to the decoration. I mean, it may not be right on the ocean, but I think I liked her New Jersey mansion best. It did have a pool, which is more important in my opinion anyways. Be sure to let me know which one of Jackie's homes you liked best down in the comments. Thanks for tuning in. Don't forget to follow me on Instagram and I will catch you all in the next video. Bye.


Hey everybody, it's Tom Hopkins at APEC 2019 here in the ST Microelectronics booth. We've got a lot of neat things to show everybody, so come on, let's go take a tour and look at our booth. Data center power is an important application today, and we've got a lot of new features and a lot of new product for that. We're changing from the typical 12V to 48V for the bus because of efficiency. There's a lot of solutions for it. Here's three ST proprietary solutions presented in our demo. Here we're talking about smart power conversion. We've got two things going on in this demo area. One of them is the ST NRG interleaved digital power control, and we're doing an interleaved PFC with that. Dedicated microcontroller with a specific power control stage in it. The other thing here is the Viper 26K. It is the first fully integrated power supply controller with a 1,050V breakdown. Here we're talking about compact inrush current limiting. It's a very important topic in switch mode power supplies, which is typically been handled by relays. Here we're talking about replacing the relays with a couple SCRs and a dedicated control function, greatly improving the reliability and significantly reducing the space. In this area we're talking about digital power control. We're talking about controlling a SMPS with a very high speed counter and a microcontroller. With very new technology we're able to do up to 1MHz on the counter with this application. In this area we're talking about isolated gate drivers. We have a fully galvanically isolated gate driver on an integrated circuit that is capable of taking both the control signal and getting diagnostics and feedback from the output back onto the input. In this demo area we're showing a high efficiency microconverter. It's actually one of our customers microconverters, but it demonstrates the use of high efficiency power MOS devices in a microconverter for solar power. Here we're talking about motor positioning. This is an unusual application because our motors here are BLDC and we're doing a very precise precision control with the FOC algorithm in our microcontroller. In this area we're talking about wireless charging. Your cell phone, industrial applications, all kinds of applications can benefit from wireless charging. The newest devices here are 15 watts capable and capable of managing the smart charge or the fast charge in both the iPhone and the Android applications. The other end of that is going down to 2.5 watts so you could use something in a wearable device. We also show here the possibility to transmit and receive the same thing. Essentially this is your battery set, charge it and then charge your cell phone from it. Innovations in power transistors are very important as we look at applications like electronic vehicles and energy management. Our new silicon carbide line is definitely in line to meet the application requirements for electric vehicles, but along with that you need packages. So our demo here shows our silicon carbide devices and our IGBT devices and different packaging options for different applications. We have a wide range of devices to cover whatever application you need in the smarter energy field. We're here at APEC 2019. We're just inside the entrance. We showed you a lot of the stuff that we got so come on over and see us.