hot babe
Thursday, May 17, 2012
god
James 4:4 You adulterous people, don't you know that friendship with the world is hatred toward God? Anyone who chooses to be a friend of the world becomes an enemy of God.
yankees
American League All-Star ballot: At 37 years old, Yankees shortstop Derek Jeter is still getting it done on the ... http://t.co/vrLtnuJk
sad bus
Bus crash in Vietnam leaves 34 dead, 21 injured - @ap http://t.co/qN3J1KVb -- Breaking News (@BreakingNews)
Bleeding Yankee Blue: WOULD YOU WANT COLE HAMELS IN YANKEE PINSTRIPES?
Bleeding Yankee Blue: WOULD YOU WANT COLE HAMELS IN YANKEE PINSTRIPES?: So there are reports floating around that Cole Hamels' agent has made it known that his client is looking for a 7-year deal. Exactly ho...
Bleeding Yankee Blue: WHAT TO DO WITH EDUARDO NUNEZ
Bleeding Yankee Blue: WHAT TO DO WITH EDUARDO NUNEZ: There was a huge response from Casey's piece titled THE YANKEES FUTURE SHORTSTOP...EDUARDO NUNEZ? So, I needed to give me 2 cents as well....
Bleeding Yankee Blue: WHY BURNETT SHOULD SAY TO YANKEES...MISS ME YET?
Bleeding Yankee Blue: WHY BURNETT SHOULD SAY TO YANKEES...MISS ME YET?: How much do you miss AJ Burnett right now? Hiroki Kuroda shit the bed last night and don't look now but Yankeeland is about to jump off t...
Bleeding Yankee Blue: YANKEES CLAIM MATT ANTONELLI
Bleeding Yankee Blue: YANKEES CLAIM MATT ANTONELLI: According the Marc Carig of the Star Ledger, the Yankees have claimed infielder Matt Antonelli off waivers from the Orioles. You can read...
Your Facebook offer from Thundercatsnyy and thundercatsnyyare21
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FBI investigates death threats against Dog Chapman, family
HONOLULU (HawaiiNewsNow) -
The Federal Bureau of Investigation is investigating a series of violent and disturbing death threats against Duane ‘Dog' Chapman and his family, according to sources close to the Chapman family. The threats were emailed to the Chapmans' over a four day period, and include murder, rape and kidnapping.
According to RadarOnline.com, Chapman received the following email on April 30: "I'm going to murder you. I'm going to come to Hawaii and murder you and your family in cold blood. You are next on my list and are the bane of society. I will deliver you to God."
Another email, this one dated May 2: "I'm going to murder you and your family. I'm going to slaughter your family … I want to see you cry, like you did everyday in prison. I want you to watch as your family gets massacred right in front of you."
The next day, the Chapmans received this email: "Your children looked nice today. As previously stated, I have a rather nasty vendatta against you and your family."
The emails contain some graphic and disturbing content, much of which is directed at Chapman's daughters and other family members.
Earlier this week, the Los Angeles FBI field office referred the case to the Honolulu FBI field office, according to Special Agent Tom Simon. However, the Honolulu FBI can neither confirm nor deny the existence of any FBI investigation unless or until any charges are filed.
The following is a statement from the Chapman family.
The Chapmans are taking these threats seriously and are very concerned about the safety of their family. Duane Chapman said that when the person responsible is found, he will prosecute to the full extent of the law for the threats made against his family.
A referral of the case has been made to the FBI in Honolulu.
The Chapmans are unavailable for further comment at this time.
The Chapmans are taking these threats seriously and are very concerned about the safety of their family. Duane Chapman said that when the person responsible is found, he will prosecute to the full extent of the law for the threats made against his family.
A referral of the case has been made to the FBI in Honolulu.
The Chapmans are unavailable for further comment at this time.
We will have more information on this developing story as it becomes available.
Copyright 2012 Hawaii News Now. All rights reserved.
new york gaints
The Giants received their Super Bowl rings on Wednesday night. Click below for a look at the other Super Bowl rings - dating all the way back to the Packers in 1967. (Adam Hunger/Reuters)
Can an Employer Require Medical Examinations or Ask Questions About a Disability?
Can an Employer Require Medical Examinations or Ask Questions About a Disability?
If you are applying for a job, an employer cannot ask you if you are disabled or ask about the nature or severity of your disability. An employer can ask if you can perform the duties of the job with or without reasonable accommodation. An employer can also ask you to describe or to demonstrate how, with or without reasonable accommodation, you will perform the duties of the job.
An employer cannot require you to take a medical examination before you are offered a job. Following a job offer, an employer can condition the offer on your passing a required medical examination, but only if all entering employees for that job category have to take the examination. However, an employer cannot reject you because of information about your disability revealed by the medical examination, unless the reasons for rejection are job-related and necessary for the conduct of the employer's business. The employer cannot refuse to hire you because of your disability if you can perform the essential functions of the job with an accommodation.
Once you have been hired and started work, your employer cannot require that you take a medical examination or ask questions about your disability unless they are related to your job and necessary for the conduct of your employer's business. Your employer may conduct voluntary medical examinations that are part of an employee health program, and may provide medical information required by State workers' compensation laws to the agencies that administer such laws.
The results of all medical examinations must be kept confidential, and maintained in separate medical files.
more info
The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in employment against a qualified individual with a disability. The ADA also outlaws discrimination against individuals with disabilities in State and local government services, public accommodations, transportation and telecommunications. This booklet explains the part of the ADA that prohibits job discrimination. This part of the law is enforced by the U.S. Equal Employment Opportunity Commission and State and local civil rights enforcement agencies that work with the Commission.
Because the ADA establishes overlapping responsibilities in both EEOC and DOJ for employment by State and local governments, the Federal enforcement effort is coordinated by EEOC and DOJ to avoid duplication in investigative and enforcement activities. In addition, since some private and governmental employers are already covered by nondiscrimination and affirmative action requirements under the Rehabilitation Act of 1973, EEOC, DOJ, and the Department of Labor similarly coordinate the enforcement effort under the ADA and the Rehabilitation Act.
To be protected under the ADA, you must have, have a record of, or be regarded as having a substantial, as opposed to a minor, impairment. A substantial impairment is one that significantly limits or restricts a major life activity such as hearing, seeing, speaking, walking, breathing, performing manual tasks, caring for oneself, learning or working.
If you have a disability, you must also be qualified to perform the essential functions or duties of a job, with or without reasonable accommodation, in order to be protected from job discrimination by the ADA. This means two things. First, you must satisfy the employer's requirements for the job, such as education, employment experience, skills or licenses. Second, you must be able to perform the essential functions of the job with or without reasonable accommodation. Essential functions are the fundamental job duties that you must be able to perform on your own or with the help of a reasonable accommodation. An employer cannot refuse to hire you because your disability prevents you from performing duties that are not essential to the job.
You may file a charge of discrimination on the basis of disability by contacting any EEOC field office, located in cities throughout the United States. If you have been discriminated against, you are entitled to a remedy that will place you in the position you would have been in if the discrimination had never occurred. You may be entitled to hiring, promotion, reinstatement, back pay, or reasonable accommodation, including reassignment. You may also be entitled to attorneys fees.
While the EEOC can only process ADA charges based on actions occurring on or after July 26, 1992, you may already be protected by State or local laws or by other current federal laws. EEOC field offices can refer you to the agencies that enforce those laws.
To contact the EEOC, look in your telephone directory under "U.S. Government." For information and instructions on reaching your local office, call:
In January 1992, EEOC published a Technical Assistance Manual, providing practical application of legal requirements to specific employment activities, with a directory of resources to aid compliance.EEOC publishes other educational materials, provides training on the law for people with disabilities and for employers, and participates in meetings and training programs of other organizations. EEOCstaff also will respond to individual requests for information and assistance. The Commission's technical assistance program is separate and distinct from its enforcement responsibilities. Employers who seek information or assistance from the Commission will not be subject to any enforcement action because of such inquiries.
The Commission also recognizes that differences and disputes about ADA requirements may arise between employers and people with disabilities as a result of misunderstandings. Such disputes frequently can be resolved more effectively through informal negotiation or mediation procedures, rather than through the formal enforcement process of the ADA. Accordingly, EEOC will encourage efforts of employers and individuals with disabilities to settle such differences through alternative methods of dispute resolution, providing that such efforts do not deprive any individual of legal rights provided by the statute.
A. Yes. Applicants, as well as employees, are entitled to reasonable accommodation. For example, an employer may be required to provide a sign language interpreter during a job interview for an applicant who is deaf or hearing impaired, unless to do so would impose an undue hardship.
Q. Should I tell my employer that I have a disability?
A. If you think you will need a reasonable accommodation in order to participate in the application process or to perform essential job functions, you should inform the employer that an accommodation will be needed. Employers are required to provide reasonable accommodation only for the physical or mental limitations of a qualified individual with a disability of which they are aware. Generally, it is the responsibility of the employee to inform the employer that an accommodation is needed.
Q. Do I have to pay for a needed reasonable accommodation?
A. No. The ADA requires that the employer provide the accommodation unless to do so would impose an undue hardship on the operation of the employer's business. If the cost of providing the needed accommodation would be an undue hardship, the employee must be given the choice of providing the accommodation or paying for the portion of the accommodation that causes the undue hardship.
Q. Can an employer lower my salary or pay me less than other employees doing the same job because I need a reasonable accommodation?
A. No. An employer cannot make up the cost of providing a reasonable accommodation by lowering your salary or paying you less than other employees in similar positions.
Q. Does an employer have to make non-work areas used by employees, such as cafeterias, lounges, or employer-provided transportation accessible to people with disabilities?
A. Yes. The requirement to provide reasonable accommodation covers all services, programs, and non-work facilities provided by the employer. If making an existing facility accessible would be an undue hardship, the employer must provide a comparable facility that will enable a person with a disability to enjoy benefits and privileges of employment similar to those enjoyed by other employees, unless to do so would be an undue hardship.
Q. If an employer has several qualified applicants for a job, is the employer required to select a qualified applicant with a disability over other applicants without a disability?
A. No. The ADA does not require that an employer hire an applicant with a disability over other applicants because the person has a disability. The ADA only prohibits discrimination on the basis of disability. It makes it unlawful to refuse to hire a qualified applicant with a disability because he is disabled or because a reasonable accommodation is required to make it possible for this person to perform essential job functions.
Q. Can an employer refuse to hire me because he believes that it would be unsafe, because of my disability, for me to work with certain machinery required to perform the essential functions of the job?
A. The ADA permits an employer to refuse to hire an individual if she poses a direct threat to the health or safety of herself or others. A direct threat means a significant risk of substantial harm. The determination that there is a direct threat must be based on objective, factual evidence regarding an individual's present ability to perform essential functions of a job. An employer cannot refuse to hire you because of a slightly increased risk or because of fears that there might be a significant risk sometime in the future. The employer must also consider whether a risk can be eliminated or reduced to an acceptable level with a reasonable accommodation.
Q. Can an employer offer a health insurance policy that excludes coverage for pre-existing conditions?
A. Yes. The ADA does not affect pre-existing condition clauses contained in health insurance policies even though such clauses may adversely affect employees with disabilities more than other employees.
Q. If the health insurance offered by my employer does not cover all of the medical expenses related to my disability, does the company have to obtain additional coverage for me?
A. No. The ADA only requires that an employer provide employees with disabilities equal access to whatever health insurance coverage is offered to other employees.
Q. I think I was discriminated against because my wife is disabled. Can I file a charge with the EEOC?
A. Yes. The ADA makes it unlawful to discriminate against an individual, whether disabled or not, because of a relationship or association with an individual with a known disability.
Q. Are people with AIDS covered by the ADA?
A. Yes. The legislative history indicates that Congress intended the ADA to protect persons with AIDS and HIV disease from discrimination.
For more specific information about ADA requirements affecting employment contact:
Equal Employment Opportunity Commission
P.O. Box 7033
Lawrence, Kansas 66044
(800) 669-4000 (Voice), (800) 669-6820 (TDD) For more specific information about ADA requirements affecting public accommodations and State and local government services contact:
Department of Justice
Office on the Americans with Disabilities Act
Civil Rights Division
P.O. Box 66118
Washington, DC 20035-6118
(202) 514-0301 (Voice)
(202) 514-0381 (TDD)
(202) 514-0383 (TDD) For more specific information about requirements for accessible design in new construction and alterations contact:
Architectural and Transportation Barriers
Compliance Board
1111 18th Street, NW
Suite 501
Washington, DC 20036
800-USA-ABLE
800-USA-ABLE (TDD) For more specific information about ADA requirements affecting transportation contact:
Department of Transportation
400 Seventh Street, SW
Washington, DC 20590
(202) 366-9305
(202) 755-7687 (TDD) For more specific information about ADA requirements for telecommunications contact: Federal Communications Commission 1919 M Street, NW Washington, DC 20554 (202) 634-1837 (202) 632-1836 (TDD)
You may obtain this booklet in alternate formats, upon request by dialing 800-669-3362 or 800-800-3302.
This page was last modified on March 21, 2005.
The ADA: Your Employment Rights as an Individual With a Disability
Notice Concerning The Americans With Disabilities Act Amendments Act Of 2008
The Americans with Disabilities Act (ADA) Amendments Act of 2008 was signed into law on September 25, 2008 and becomes effective January 1, 2009. Because this law makes several significant changes, including changes to the definition of the term "disability," the EEOC will be evaluating the impact of these changes on this document and other publications. See the list of specific changes to the ADA made by the ADA Amendments Act.
What Employers Are Covered by the ADA?
Job discrimination against people with disabilities is illegal if practiced by:- private employers,
- state and local governments,
- employment agencies,
- labor organizations,
- and labor-management committees.
- all employers, including State and local government employers, with 25 or more employees after July 26, 1992, and
- all employers, including State and local government employers, with 15 or more employees after July 26, 1994.
Because the ADA establishes overlapping responsibilities in both EEOC and DOJ for employment by State and local governments, the Federal enforcement effort is coordinated by EEOC and DOJ to avoid duplication in investigative and enforcement activities. In addition, since some private and governmental employers are already covered by nondiscrimination and affirmative action requirements under the Rehabilitation Act of 1973, EEOC, DOJ, and the Department of Labor similarly coordinate the enforcement effort under the ADA and the Rehabilitation Act.
Are You Protected by The ADA?
If you have a disability and are qualified to do a job, the ADA protects you from job discrimination on the basis of your disability. Under the ADA, you have a disability if you have a physical or mental impairment that substantially limits a major life activity. The ADA also protects you if you have a history of such a disability, or if an employer believes that you have such a disability, even if you don't.To be protected under the ADA, you must have, have a record of, or be regarded as having a substantial, as opposed to a minor, impairment. A substantial impairment is one that significantly limits or restricts a major life activity such as hearing, seeing, speaking, walking, breathing, performing manual tasks, caring for oneself, learning or working.
If you have a disability, you must also be qualified to perform the essential functions or duties of a job, with or without reasonable accommodation, in order to be protected from job discrimination by the ADA. This means two things. First, you must satisfy the employer's requirements for the job, such as education, employment experience, skills or licenses. Second, you must be able to perform the essential functions of the job with or without reasonable accommodation. Essential functions are the fundamental job duties that you must be able to perform on your own or with the help of a reasonable accommodation. An employer cannot refuse to hire you because your disability prevents you from performing duties that are not essential to the job.
What is Reasonable Accommodation?
Reasonable accommodation is any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities. For example, reasonable accommodation may include:- providing or modifying equipment or devices,
- job restructuring,
- part-time or modified work schedules,
- reassignment to a vacant position,
- adjusting or modifying examinations, training materials, or policies,
- providing readers and interpreters, and
- making the workplace readily accessible to and usable by people with disabilities.
What Employment Practices are Covered?
The ADA makes it unlawful to discriminate in all employment- practices such as:
- recruitment
- firing
- hiring
- training
- job assignments
- promotions
- pay
- benefits
- lay off
- leave
- all other employment related activities.
Do Individuals Who Use Drugs Illegally Have Rights Under the ADA?
Anyone who is currently using drugs illegally is not protected by the ADA and may be denied employment or fired on the basis of such use. The ADA does not prevent employers from testing applicants or employees for current illegal drug use.What Do I Do If I Think That I'm Being Discriminated Against?
If you think you have been discriminated against in employment on the basis of disability after July 26, 1992, you should contact the U.S. Equal Employment Opportunity Commission. A charge of discrimination generally must be filed within 180 days of the alleged discrimination. You may have up to 300 days to file a charge if there is a State or local law that provides relief for discrimination on the basis of disability. However, to protect your rights, it is best to contact EEOC promptly if discrimination is suspected.You may file a charge of discrimination on the basis of disability by contacting any EEOC field office, located in cities throughout the United States. If you have been discriminated against, you are entitled to a remedy that will place you in the position you would have been in if the discrimination had never occurred. You may be entitled to hiring, promotion, reinstatement, back pay, or reasonable accommodation, including reassignment. You may also be entitled to attorneys fees.
While the EEOC can only process ADA charges based on actions occurring on or after July 26, 1992, you may already be protected by State or local laws or by other current federal laws. EEOC field offices can refer you to the agencies that enforce those laws.
To contact the EEOC, look in your telephone directory under "U.S. Government." For information and instructions on reaching your local office, call:
- (800) 669-4000 (Voice)
- (800) 669-6820 (TDD)
- (In the Washington, D.C. 202 Area Code, call 202-663-4900 (voice) or 202-663-4494 (TDD).)
Can I Get Additional ADA Information and Assistance?
The EEOC conducts an active technical assistance program to promote voluntary compliance with the ADA. This program is designed to help people with disabilities understand their rights and to help employers understand their responsibilities under the law.In January 1992, EEOC published a Technical Assistance Manual, providing practical application of legal requirements to specific employment activities, with a directory of resources to aid compliance.EEOC publishes other educational materials, provides training on the law for people with disabilities and for employers, and participates in meetings and training programs of other organizations. EEOCstaff also will respond to individual requests for information and assistance. The Commission's technical assistance program is separate and distinct from its enforcement responsibilities. Employers who seek information or assistance from the Commission will not be subject to any enforcement action because of such inquiries.
The Commission also recognizes that differences and disputes about ADA requirements may arise between employers and people with disabilities as a result of misunderstandings. Such disputes frequently can be resolved more effectively through informal negotiation or mediation procedures, rather than through the formal enforcement process of the ADA. Accordingly, EEOC will encourage efforts of employers and individuals with disabilities to settle such differences through alternative methods of dispute resolution, providing that such efforts do not deprive any individual of legal rights provided by the statute.
More Questions and Answers About the ADA
Q. Is an employer required to provide reasonable accommodation when I apply for a job?A. Yes. Applicants, as well as employees, are entitled to reasonable accommodation. For example, an employer may be required to provide a sign language interpreter during a job interview for an applicant who is deaf or hearing impaired, unless to do so would impose an undue hardship.
Q. Should I tell my employer that I have a disability?
A. If you think you will need a reasonable accommodation in order to participate in the application process or to perform essential job functions, you should inform the employer that an accommodation will be needed. Employers are required to provide reasonable accommodation only for the physical or mental limitations of a qualified individual with a disability of which they are aware. Generally, it is the responsibility of the employee to inform the employer that an accommodation is needed.
Q. Do I have to pay for a needed reasonable accommodation?
A. No. The ADA requires that the employer provide the accommodation unless to do so would impose an undue hardship on the operation of the employer's business. If the cost of providing the needed accommodation would be an undue hardship, the employee must be given the choice of providing the accommodation or paying for the portion of the accommodation that causes the undue hardship.
Q. Can an employer lower my salary or pay me less than other employees doing the same job because I need a reasonable accommodation?
A. No. An employer cannot make up the cost of providing a reasonable accommodation by lowering your salary or paying you less than other employees in similar positions.
Q. Does an employer have to make non-work areas used by employees, such as cafeterias, lounges, or employer-provided transportation accessible to people with disabilities?
A. Yes. The requirement to provide reasonable accommodation covers all services, programs, and non-work facilities provided by the employer. If making an existing facility accessible would be an undue hardship, the employer must provide a comparable facility that will enable a person with a disability to enjoy benefits and privileges of employment similar to those enjoyed by other employees, unless to do so would be an undue hardship.
Q. If an employer has several qualified applicants for a job, is the employer required to select a qualified applicant with a disability over other applicants without a disability?
A. No. The ADA does not require that an employer hire an applicant with a disability over other applicants because the person has a disability. The ADA only prohibits discrimination on the basis of disability. It makes it unlawful to refuse to hire a qualified applicant with a disability because he is disabled or because a reasonable accommodation is required to make it possible for this person to perform essential job functions.
Q. Can an employer refuse to hire me because he believes that it would be unsafe, because of my disability, for me to work with certain machinery required to perform the essential functions of the job?
A. The ADA permits an employer to refuse to hire an individual if she poses a direct threat to the health or safety of herself or others. A direct threat means a significant risk of substantial harm. The determination that there is a direct threat must be based on objective, factual evidence regarding an individual's present ability to perform essential functions of a job. An employer cannot refuse to hire you because of a slightly increased risk or because of fears that there might be a significant risk sometime in the future. The employer must also consider whether a risk can be eliminated or reduced to an acceptable level with a reasonable accommodation.
Q. Can an employer offer a health insurance policy that excludes coverage for pre-existing conditions?
A. Yes. The ADA does not affect pre-existing condition clauses contained in health insurance policies even though such clauses may adversely affect employees with disabilities more than other employees.
Q. If the health insurance offered by my employer does not cover all of the medical expenses related to my disability, does the company have to obtain additional coverage for me?
A. No. The ADA only requires that an employer provide employees with disabilities equal access to whatever health insurance coverage is offered to other employees.
Q. I think I was discriminated against because my wife is disabled. Can I file a charge with the EEOC?
A. Yes. The ADA makes it unlawful to discriminate against an individual, whether disabled or not, because of a relationship or association with an individual with a known disability.
Q. Are people with AIDS covered by the ADA?
A. Yes. The legislative history indicates that Congress intended the ADA to protect persons with AIDS and HIV disease from discrimination.
For more specific information about ADA requirements affecting employment contact:
Equal Employment Opportunity Commission
P.O. Box 7033
Lawrence, Kansas 66044
(800) 669-4000 (Voice), (800) 669-6820 (TDD) For more specific information about ADA requirements affecting public accommodations and State and local government services contact:
Department of Justice
Office on the Americans with Disabilities Act
Civil Rights Division
P.O. Box 66118
Washington, DC 20035-6118
(202) 514-0301 (Voice)
(202) 514-0381 (TDD)
(202) 514-0383 (TDD) For more specific information about requirements for accessible design in new construction and alterations contact:
Architectural and Transportation Barriers
Compliance Board
1111 18th Street, NW
Suite 501
Washington, DC 20036
800-USA-ABLE
800-USA-ABLE (TDD) For more specific information about ADA requirements affecting transportation contact:
Department of Transportation
400 Seventh Street, SW
Washington, DC 20590
(202) 366-9305
(202) 755-7687 (TDD) For more specific information about ADA requirements for telecommunications contact: Federal Communications Commission 1919 M Street, NW Washington, DC 20554 (202) 634-1837 (202) 632-1836 (TDD)
You may obtain this booklet in alternate formats, upon request by dialing 800-669-3362 or 800-800-3302.
This page was last modified on March 21, 2005.
your disabled know your rights
an employer cannot ask you if you are disabled or ask about the nature or severity of your disability. An employer can ask if you can perform the duties of the job with or without reasonable accommodation. An employer can also ask you to describe or to demonstrate how, with or without reasonable accommodation, you will perform the duties of the job.http://www.eeoc.gov/facts/ada18.html now your rights
Times are bad times almost up no change from Obama http://goo.gl/qrtMy please help if u can make the change 4 him
only for andriod users screen your phone
Screenshot UX Trial
this great app most have andriod users
after using this app in two days i love it when you have something on your phone you can now share it it takes a pic of your screen you seen so facebook,twitter and so on can now share it this was used on lg optimus by tmobile
Description
You can take a snapshot for android device.
Screenshot app for Android device(Phone/Tablet).
May require a rooted phone.
Phone list that follows does not require the roots.
- Gallaxy series (S,S2,...)
- HTC phones (Sensation, ...)
- Motorola (Atrix, ...).
- LG Optimus series (G2X, ...)
* Rooting may be needed depending model. Test your phone.
Features:
- Analyzing possible capture method.
- Intuitive Topmost button to screen shot.
- Shake to screen shot.
- Status bar to screen shot.
- Intuitive Countdown feedback UI before screenshot.
- Edit(Crop, Draw/Undo/Redo, ...).
- Share menu integration for Email, MMS, ...
- Choose custom save folder
- Fast start shortcut (Long tab empty home screen > Shortcuts > Select ScreenshotUX icon).
* IF YOUR DEVICE NEEDS ROOT and NOT ROOTED(and not support preloaded capture method),
You have to initialize screenshot service with your desktop.
(There is no other way due to Android security model).
Simply, Attach your phone to your desktop, and execute desktop app(You can download Liveov website, http://goo.gl/oV7vB).
More detail instruction guide is embedded this app.
Phone list that follows does not require the roots.
- Gallaxy series (S,S2,...)
- HTC phones (Sensation, ...)
- Motorola (Atrix, ...).
- LG Optimus series (G2X, ...)
* Rooting may be needed depending model. Test your phone.
Features:
- Analyzing possible capture method.
- Intuitive Topmost button to screen shot.
- Shake to screen shot.
- Status bar to screen shot.
- Intuitive Countdown feedback UI before screenshot.
- Edit(Crop, Draw/Undo/Redo, ...).
- Share menu integration for Email, MMS, ...
- Choose custom save folder
- Fast start shortcut (Long tab empty home screen > Shortcuts > Select ScreenshotUX icon).
* IF YOUR DEVICE NEEDS ROOT and NOT ROOTED(and not support preloaded capture method),
You have to initialize screenshot service with your desktop.
(There is no other way due to Android security model).
Simply, Attach your phone to your desktop, and execute desktop app(You can download Liveov website, http://goo.gl/oV7vB).
More detail instruction guide is embedded this app.
* You can take 14 screenshot in trial
Used permissioins:
- INTERNET: for connect to localhost screenshot server for rooted phone.
- SYSTEM_ALERT_WINDOW: for topmost camera button.
- VIBRATE: for vibrate feedback.
- WRITE_EXTERNAL_STORAGE: to save the screenshot.
- GET_TASKS: for detect foreground Develoment setting activity for non rooted&non preloaded capture method.
- RECEIVE_BOOT_COMPLETED: for boot on start option on ICS.
Used permissioins:
- INTERNET: for connect to localhost screenshot server for rooted phone.
- SYSTEM_ALERT_WINDOW: for topmost camera button.
- VIBRATE: for vibrate feedback.
- WRITE_EXTERNAL_STORAGE: to save the screenshot.
- GET_TASKS: for detect foreground Develoment setting activity for non rooted&non preloaded capture method.
- RECEIVE_BOOT_COMPLETED: for boot on start option on ICS.
Tags: screenshot screen capture snapshot no root rooting
my phone never been rooting or jaw too
(16,074
i give it 4 out of 5 too
Check out Screenshot UX Trial on Google Play! https://play.google.com/store/apps/details?id=com.liveov.shotuxtrial
Immortals movie
2011R110 minutes
In Ancient Greece, King Hyperion searches for a powerful weapon that will free the bloodthirsty Titans and enable them to overpower the gods and enslave mankind. Unable to interfere directly, the gods choose a champion to defend them: Theseus.
- Cast:
- Henry Cavill, Mickey Rourke, Stephen Dorff, Freida Pinto,Luke Evans, John Hurt, Joseph Morgan, Anne Day-Jones,Isabel Lucas, Kellan Lutz, Robert Maillet, Stephen McHattie
- Director:
- Tarsem Singh
- Genres:
- Action & Adventure, Sci-Fi & Fantasy, Adventures, Military Action & Adventure, Fantasy
- This movie is:
- Violent
- Availability:
- DVD and Blu-ray
Movie details
- Ratings
- RSequences of strong bloody violence, and a scene of sexuality17Common Sense Media Rating: Iffy for 17+
- Length
- 110 minutes
- Subtitles
- English, Spanish (Neutral)
- Language and sound
- English: Dolby Digital 5.1French: Dolby Digital 2.0 Surround
- Other features
- Color; interactive menus; scene access.
help need
here for cancer please help if u can right now rent $1200 and cancer bills add too $1600 we don't party with money we cook home http://kevintipplescorner.blogspot.com/?m=1 — with Kevin Tipple at Baylor Regional Medical Center At Plano.
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