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Politics : Stockman Scott's Political Debate Porch -- Ignore unavailable to you. Want to Upgrade?


To: Jim Willie CB who wrote (311)6/9/2002 10:36:46 AM
From: stockman_scott  Respond to of 89467
 
Dept. of Political Security

[Here's Maureen Dowd's New York Times column for this Sunday, June 9th.]
______________________________________________

Dept. of Political Security
By MAUREEN DOWD

nytimes.com

WASHINGTON — With the most daring reorganization of government in half a century, George W. Bush hopes to protect something he holds dear: himself.

After weeks of scalding revelations about a cascade of leads and warnings prefiguring the 9/11 attacks that were ignored by the U.S. government, the president created the Department of Political Security.

Or, as the White House calls it for public consumption, the Department of Homeland Security.

Mr. Bush's surprise move was a complete 180, designed to knock F.B.I. Cassandra Coleen Rowley off front pages. He had resisted the idea of a cabinet department focusing on domestic defense for nine months.

But clearly, Iago Rove saw his master's invincibility cracking and did a little whispering in W.'s ear. Why not use national security policy for scandal management?

So the minimalist Texan who had sneered about the larded federal bureaucracy all through his presidential campaign stepped before the cameras to slather on a little more lard — and nervous Republicans all over town found themselves suddenly praying that bigger government could save those in need (of re-election), after all.

By introducing yet another color-coded flow chart, the president tried to recapture his fading aura of wartime omnipotence. The White House even gave lawmakers "sample op-ed" pieces they could rewrite and submit to their local papers, beginning: "President Bush's most important job is to protect and defend the American people."

Even that champion of bloated government, Teddy Kennedy, seemed dubious: "The question is whether shifting the deck chairs on the Titanic is the way to go."

And others wondered whether it would be too unwieldy to have a department with 22 agencies devoted to eradicating both Al Qaeda and boll weevils. (The proposed Homeland behemoth does not include the F.B.I. or C.I.A., but it would envelop the Animal and Plant Health Inspection Service.)

All day Thursday, before Mr. Bush addressed the nation, Special Agent Rowley, who was sporting a special badge allowing her to pack heat in the Capitol, and Bobby Three Sticks Mueller, who wasn't, had given the Senate Intelligence Committee a stunning and gruesome portrait of just how far gone the bureau is.

Their testimony made clear that there is no point in creating a huge new department of dysfunction to gather more intelligence on terrorists when counterterrorism agents don't even bother to read, analyze and disseminate the torrent of intelligence they already get.

"I think at the present time it's not done very well," Ms. Rowley said about the clogged-up information flow. Looking at the bureaucratic trellis of the F.B.I. reorganization chart, she asked: "Why create more? It's not going to be an answer."

There are already too many pompous gatekeepers between the F.B.I. chief and the field offices, she said. And the computers are ridiculous, unable to send e-mail or access the Internet or to search for two words together, like "aviation" and "school."

The blunt Midwesterner with the oversized glasses suggested that the disarray was less about modernity than the ancient flaws of ego and ambition — "careerists" with a "don't rock the boat" attitude that hampered aggressive investigations. (Mr. Bush's plan would do nothing to disempower them.)

Mr. Mueller was confessing all kinds of dysfunction, as well. "When I first came in, I did a tour," he recalled. "There's a computer room downstairs . . . there were a number of different computer systems. There were Sun Microsystems, there were Apples, there were Compaqs, there were Dells. And I said, `What's this?' And the response was, every division had a separate computer system until a year or two ago."

Asked how long it would take to get their computers up to snuff, Mr. Mueller replied: two to three years.

If we're really in a national emergency, couldn't the president call America's software geniuses and tell them to wire up the F.B.I. this week?

Maybe if Mr. Bush brings Rudy Giuliani in as the new cabinet officer, he can work magic. But reorganization is an old dodge here.

The shape of the government is not as important as the policy of the government. If he makes the policy aggressive and pre-emptive, the president can conduct the war on terror from the National Gallery of Art.
__________________________________
__________________________________

Columnist Biography: Maureen Dowd


Maureen Dowd, winner of the 1999 Pulitzer Prize for distinguished commentary, became a columnist on The New York Times' Op-Ed page in 1995 after having served as a correspondent in the paper's Washington bureau since 1986. She has covered four presidential campaigns and served as White House correspondent. She also wrote a column, "On Washington," for The New York Times Magazine.

Dowd joined The New York Times as a metropolitan reporter in 1983. She began her career in 1974 as an editorial assistant for The Washington Star, where she later became a sports columnist, metropolitan reporter and feature writer. When the Star closed in 1981, she went to Time magazine.

Born in Washington D.C., Dowd received a B.A. degree in English literature from Catholic University (Washington, D.C.) in 1973.



To: Jim Willie CB who wrote (311)6/9/2002 10:57:15 AM
From: stockman_scott  Respond to of 89467
 
Watch It: If You Cheat, They'll Throw Money!

By DAVID LEONHARDT
The New York Times
6/09/02

There may be only one type of job in which somebody can commit a felony and, after being fired as a result, still receive a severance package worth many years of salary. The job is chief executive of a large corporation.

Over the last decade, many top executives have quietly persuaded their boards of directors to insert a remarkable set of protections into the executives' employment contracts. The contracts have made the executives nearly immune from dismissal, ensuring that they will receive millions of dollars when they leave their posts, under almost any circumstances.

In effect, the protections have reduced the risk in a job that the executives themselves describe as high-risk, high-reward.

Some contracts have gone so far as to restrict the kind of felony convictions that permit companies to deny executives a severance payment. At Fortune Brands, the maker of Jim Beam bourbon, Master Lock and other consumer products, for example, a felony must result in personal enrichment for Norman H. Wesley, the chief executive, at the expense of the company.

At J. C. Penney, a felony conviction would cost Allen I. Questrom his severance only if it involved "theft or moral turpitude." And before LG&E Energy, based in Louisville, Ky., was acquired by a British power company in 2000, it exempted its chief from good-cause dismissal for any felonies "arising from an environmental violation."

More broadly, executives have asked companies to remove contract clauses that could deny them severance payments, also known as golden parachutes, if they fail to perform their duties. In a sign of how much influence executives have gained over their own compensation, many companies have complied, inserting clauses that restrict dismissible offenses to deliberate misbehavior. "The scope of what constitutes cause has gotten narrower over the last 10 years," said Robert J. Stucker, a lawyer in Chicago who has represented Leo F. Mullin of Delta Air Lines, Robert L. Nardelli of Home Depot and other chief executives during contract negotiations.

"There is an understanding on both sides of the equation that you have to do something pretty bad for it to be constituted as cause," Mr. Stucker said.

CVS, Kellogg, Honeywell International and many other companies cite "willful gross misconduct," along with a conviction, as one of the only reasons they can fire an executive for good cause.

Executive employment contracts came to the fore last week after L. Dennis Kozlowski was indicted on charges that he failed to pay more than $1 million of New York sales taxes on paintings he had bought. At the board's request, Mr. Kozlowski resigned as chief of Tyco International, a conglomerate, forfeiting his contractual right to a severance payment that would have exceeded $120 million.

Had he chosen to fight the board, however, Mr. Kozlowski's contract might have given him room for an argument. The contract states that he could be fired for cause only if he were convicted of a felony that was "materially and demonstrably injurious to the company" and if three-quarters of the Tyco board then voted to oust him.


The board and Mr. Kozlowski will negotiate a new severance package after Tyco finishes its investigation into whether he used company money for personal expenses, a person close to the directors said.

Stephen E. Kaufman, Mr. Kozlowski's lawyer, declined to comment. Since 1999, Mr. Kozlowski has made more than $300 million in salary, bonus and sales of Tyco stock.

A growing number of investors, angered over the ways executives have protected themselves, have tried to restrain the size of golden parachutes, by introducing and voting for shareholder resolutions. But the effort is unlikely to have a big impact in the near future, analysts say.

Outside the executive suite, most employees work at the will of their employers and can lose their jobs for almost any reason. Many companies have a code of conduct mentioning broad ideals like integrity and responsibility, and violations of the code can result in termination.

"Generally, employees can be fired for anything — whim, the color of their shirt — other than discrimination," said Michael C. Harper, a professor of employment law at Boston University.

Even those workers covered by a collective bargaining agreement or a company policy that says they can lose their jobs only for a specific reason — the failure to do their job or a conviction, for instance — usually receive just a fraction of their annual pay as severance, if they get anything, lawyers said.

Top executives, by contrast, have increasingly received golden parachutes that pay a few times their highest annual compensation, including their bonus and sometimes even their proceeds from stock sales. Many packages also award large chunks of company stock. Jacques A. Nasser of Ford Motor, Jill E. Barad of Mattel and Durk I. Jager of Procter & Gamble are among the chief executives who have received millions of dollars in severance despite tenures widely considered to be failures.

The payouts typically produce a chorus of criticism from investors, but boards often had no choice at the time. Having agreed years earlier to narrow contract language, many boards locked themselves into giving these large severance packages to their chief executives.

Many analysts see the shifts in language as further evidence that the market for executive pay is largely devoid of the tension inherent in most negotiations. Corporate directors, whether out of desperation to hire someone they want or out of sympathy for someone with whom they have worked closely, often agree to executives' wishes. Many boards may give raises even in bad years and allow the executives to control much of their contract language.

As a result, not only has executive pay grown much more rapidly than other workers' salaries, but rules covering executive benefits like pensions and severance have also become more generous — even as they have become stricter for other employees.

For executives, "it is not unusual to see that `for cause' equals felony, which is, of course, absurd," said Nell Minow, a co-founder of the Corporate Library, a research group in Washington that studies executive contracts. "There is just not another job in the world in which `for cause' would not include not actually doing your job, or otherwise embarrassing the organization."

Ms. Minow added: "The reason we pay these people so much money is that it's a high-risk job. And in a high-risk job, if you don't perform, you should be out," without a large severance payment.

Albert J. Dunlap, the notorious former chief executive of the Sunbeam Corporation, is one of the few executives to be denied a severance payment by his board of directors. The board fired Mr. Dunlap in 1998, when a series of accounting scandals nearly caused the company's collapse.

Earlier this year, Mr. Dunlap and other former Sunbeam executives agreed to pay $15 million to settle a shareholder lawsuit accusing them of releasing misleading information. Mr. Dunlap is still in a legal fight with the company over millions of dollars in severance pay he is seeking.

Many compensation consultants and executives' lawyers contend that only an extreme case like Mr. Dunlap's should result in no golden parachute. They say that chief executives are recruited away from very appealing jobs and that they need to have some job security in their new positions.

"These contracts are negotiated on the way in, when everyone thinks the person is going to do a good job," said Jannice L. Koors, a vice president at Pearl Meyer & Partners, a compensation consulting firm in New York. "That's why they're hiring him."

Mr. Stucker said that broadly worded clauses about performance could allow a board to fire an executive arbitrarily and face little consequence. More specific contracts ensure that executives can be denied severance only if they clearly violate business norms, like not coming to work, abusing drugs or committing a crime directly related to the job.

"To say that all felonies are reason to terminate, I'm not sure about that," Mr. Stucker said. "You could say it reflects badly on the company. Well, yeah, so does divorce."

Clarkson Hine, a spokesman for Fortune Brands, said the language about felonies in Mr. Wesley's contract was also in previous chief executives' contracts at the company.

A spokeswoman for Jane C. Pfeiffer, an independent consultant who is the head of J. C. Penney's compensation committee, declined to comment on its chief executive's contract, as did a spokesman for LG&E Energy.

The contract of the current LG&E chief, Victor A. Staffieri, does not make an exception for environmental felonies, as the previous contract did. Instead, it makes almost the opposite exception.

Mr. Staffieri can be fired without severance only if he commits "repeated willful misconduct" or a felony in the course of his duties. The contract does not say if other felonies would be considered cause for dismissal without severance.


In the months since Enron's collapse, shareholders have tried to restrain the size of golden parachutes in ways they did not during the long bull market of the 90's. At more than 20 companies, including Boeing, Citigroup, General Electric, PepsiCo and Verizon Communications, investors have introduced resolutions this year to reduce future severance payments, according to the Investor Responsibility Research Center in Washington. Investors submitted 13 of these proposals last year.

In the balloting so far this year, the resolutions have received an average of 41 percent of shareholder votes, up from 32 percent last year.

For a simple reason, however, the votes are unlikely to make severance payments less common or contract language less narrow. Under current law, boards can ignore even most of the resolutions that pass.

Left to their own devices, directors seem more willing to listen to their executives' ideas than to their shareholders'.



To: Jim Willie CB who wrote (311)6/9/2002 11:04:47 AM
From: stockman_scott  Read Replies (2) | Respond to of 89467
 
Company in Trouble? Just Let Him Loose

By ADAM LIPTAK
The New York Times
6/09/02

DAVID BOIES is a more passionate litigator than softball player. His teammates at last Sunday's game at the home of Steven Brill, the journalist and entrepreneur, were therefore not surprised when he sat out an inning or two to conduct some business. Mr. Boies found a spot on the bleachers at Mr. Brill's private softball diamond in Katonah, N.Y., and listened in by cellphone on a board meeting of Adelphia Communications, the cable operator facing questions about its accounting and its dealings with its founding family.

The post- Enron world has given rise to a hot new legal specialty: the defense of companies accused of dubious accounting and worse. In addition to Adelphia, Mr. Boies and his firm now represent other big clients including Tyco International, which is being scrutinized for its complex accounting and for its financial relationship with its former chief executive; Qwest Communications International, which is facing an inquiry by the Securities and Exchange Commission into its accounting practices; and Andrew S. Fastow, the former chief financial officer of Enron.

Mr. Boies represented the government in its attempt to break up Microsoft on antitrust grounds, Napster in its losing battle with the record industry and Al Gore in the post-election litigations. There is perhaps no lawyer alive in higher demand. That he has moved into the defense of embattled corporations and executives could be a signal to law students that this field will be as hot as mergers and acquisitions law was in the late 1980's, bankruptcy was in the early 1990's and intellectual property was during the dot-com boom.

On Thursday, Mr. Boies grabbed lunch in a restaurant beneath the Manhattan offices of Tyco on West 57th Street. He was running to a meeting with the S.E.C., on behalf of Adelphia. He said these two clients would account for 80 percent of his time in June.

"My wife says I have a hard time saying no," Mr. Boies said.

A discussion of the post-Enron era in the law engaged Mr. Boies, but he was not eager to talk about his firm's representation of Mr. Fastow. He said the firm took the case as a favor to Richard B. Drubel, a partner at the firm and friend of Mr. Fastow's. "Would we have preferred that he didn't know Fastow?" Mr. Boies asked. "Of course we would have."

Mr. Fastow "doesn't fit our profile," Mr. Boies said. "He doesn't raise any important legal issue."
Did he regret, too, that the conflicts created by the representation precluded his firm from taking on more significant Enron-related work?

"No question about it," he said.

In the whole, though, Mr. Boies is relatively agnostic about the kinds of cases he will pursue.

"I was asked: Could I have conceived of myself being on the other side of Napster, Microsoft and Bush v. Gore? I said yes, yes, no."

The election still rankles, he said. "I've had a pretty strong view that people had a right to vote and have their votes counted fairly," he said.

The corporate defense cases only add to an already large workload for Mr. Boies, who still appears boyish at 61. His secretary prepares his schedule, using italics where two appointments conflict, and boldface where three overlap.

Competitors grumble that one man cannot handle as much as Mr. Boies does and do it well.

"In the ramp-up over the last few years, he's clearly taken on much too much work," said Charles S. Sims, a partner at Proskauer Rose in New York. Mr. Sims represented Reed Elsevier in a case brought by a client of Mr. Boies's, Jurisline.com, in a dispute over copying legal materials.

"In our situation, he seemed to be flying by the seat of his pants and was clearly unprepared," Mr. Sims said. "He filed his complaint evidently without having obtained the contracts from his client that would have shown that his case had no merit. When he appeared in court, he was woefully unprepared."

Mr. Boies looked confused when asked about the case and did not seem to recognize his client's name.

After a briefing, he said, "I think I probably did not spend as much time on that case as I might have."

"It is fair to say in that case I came in to do one argument," he added. "I was not involved in much of the litigation that preceded or followed it."

Jurisline.com ultimately dropped its case and agreed to accept a judgment against it in a related litigation.

Mr. Boies has a stock answer to the stock question of how he can do it all.

"It's not possible to do it without working harder than you would sometimes like to work," he said. "Choosing between some of these really exciting cases and more leisure, I choose to do the cases."

On the other hand — he flashed a raffish smile — "more leisure is a very desirable goal, and one that I don't mean to minimize," he said.

Karma M. Giulianelli, now a lawyer in Denver, saw a different side of Mr. Boies when they worked together on the Microsoft trial. She recalled preparing for the cross-examination of a witness in a Justice Department conference room while Mr. Boies sat several feet away.

"He had two phones up to his ears, literally carrying on two conversations at once," she said. "At the same time, he was listening in on a conference call. We would think he was fully engaged in those calls, and we'd say something David would find interesting, and he'd talk to us from across the room."

Mr. Brill hired Mr. Boies recently. "I used him to negotiate a very messy divorce with Primedia," Mr. Brill said, referring to his partner in a publishing venture that once included Brill's Content magazine. "It was quite complex, quite tense," Mr. Brill added, "and at the same time David was doing two other litigations. David was totally focused and totally available."

In the five years since he left Cravath, Swaine & Moore, Mr. Boies has built a 150-lawyer firm, Boies, Schiller & Flexner. It is, he said, bigger than Cravath was when he joined that firm in 1966. Last year, Mr. Boies said, his new firm's revenue exceeded $100 million.

Mr. Brill thought to use a baseball metaphor to describe Mr. Boies's break from Cravath in 1997. "In the legal industry," said Mr. Brill, who founded The American Lawyer magazine and created the Court TV cable channel, "it's like it's 1956 and Mickey Mantle is suddenly a free agent."

MR. BOIES'S firm is in some ways a conventional litigation boutique, handling big cases for a dozen core clients, including Northwest Airlines and Philip Morris. "Those big companies don't want to be in the headlines in the worst way," said Donald L. Flexner, a partner at the firm.

The Adelphia and Tyco matters have attracted more attention, he continued, "because of the issues of accountability and transparency that are in the headlines." Mr. Boies and his partners said they expect those matters to be one-shot engagements, like the firm's representation of Napster and of Warnaco in a dispute over licensing of Calvin Klein clothing.

Mr. Boies has also represented The New York Times Company in a dispute about the sale of photographs over the Internet.

Both the core clients and the transient ones generally pay by the hour. An hour of Mr. Boies's time goes for at least $700, his clients said. (When they pay. Napster owes the firm more than $2 million, according to a bankruptcy filing.)

Perhaps 20 percent of the firm's practice is class-action work for plaintiffs on contingency, meaning that the firm takes a portion of the amount clients receive, often from major corporations, as its fee. Such arrangements are unusual for high-end law firms.

"In the old medieval guild days, there were fairly rigid lines between defending the nation's big businesses and assaulting them," said Joel F. Henning of Hildebrandt International, a management consulting firm for the legal industry, referring to the situation a few decades ago. "You now have a small but growing number of law firms that do both."

Douglas L. Abramson, the general counsel at Worldspan, a travel technology company, said his company was the firm's first major client, in an international arbitration.

"We were hoping that David would be involved and he was involved at key points," Mr. Abramson said, "but it was garden-variety tort litigation and David is interested in a lot of things, in constitutional law, and I'm not sure he's all that interested in garden-variety tort litigation. And I'm not sure we wanted to pay for his kind of expertise for our type of litigation."

Mr. Abramson said he was delighted with the work of Jonathan D. Schiller and other lawyers at the firm and with the arbitration's outcome. "We ended up with a $40 million award," he said.

There was some discussion of a contingency arrangement at the outset of the case, Mr. Abramson said, and in retrospect he is pleased that it went nowhere. The arbitration award included more than $3 million in attorneys' fees and related costs.

William A. Isaacson, a Boies, Schiller lawyer who worked on the case, said that with the exception of some hotel bills ("the arbitrators didn't understand that we had a war room"), all of the firm's fees were reimbursed by the defendants.

Had the firm taken the matter on a standard one-third contingency, it would have stood to make more than $10 million. Worldspan would presumably have been responsible for the bulk of that.

In the cases of both Adelphia and Tyco, Mr. Boies said, "we were initially contacted by independent members of the board." Before long, though, "we became retained by the company," as the independent directors asserted more control. Mr. Boies is assisted at his firm by separate teams of 15 lawyers in the Adelphia matter and about 10 in Tyco.

At Adelphia, "at first we were asked to look at accounting issues" and other specific questions, Mr. Boies said.

He added, "We evolved into where we were representing the directors in negotiations with the Rigas family" — the founders, who gave up control last month — "and obviously the board on a range of issues including asset sales and S.E.C. and U.S. Attorney investigations."

Adelphia and Tyco already had counsel who could not have welcomed Mr. Boies's arrival. "There is always a little tension," he conceded.

Stephen Fraidin, whose firm, Fried Frank Harris Shriver & Jacobson, continues to represent Adelphia, said the two teams of lawyers had merged well. "There is a lot of work here," he said, "and we're all focusing on helping the client."

Mr. Boies's firm also represents Qwest Communications International, a longstanding client whose accounting has also drawn attention from regulators.

Mr. Schiller, one of Mr. Boies's partners, handles that work. He said Adelphia, Qwest and Tyco were facing starkly different problems but had some things in common.

"These are very public cases," he said. "They are at the edge in some respects in terms of new accounting issues in the post-Enron era."

One of those cases, Adelphia, was on Mr. Boies's mind as he hurried off after lunch. "One thing you don't want to do," he said, in the tone one reserves for fundamental truths, "is keep the S.E.C. waiting."



To: Jim Willie CB who wrote (311)6/9/2002 12:09:36 PM
From: stockman_scott  Read Replies (1) | Respond to of 89467
 
Al Qaeda Reportedly Warns U.S. That Attacks Are Not Over

Sun Jun 9, 9:15 AM ET

story.news.yahoo.com



To: Jim Willie CB who wrote (311)6/9/2002 1:19:02 PM
From: SOROS  Respond to of 89467
 
Here is a series of events leading to deflation by James Dale Davidson and Lord William Rees-Mogg. They wrote a book one time, but their timing was skewered by the 1990's stock market run and made them look like baffoons to the stock market crowd -- I think they expected a much faster progression of this series of events. As I said, their timing was woefully inadequate, but is their timeline right on? Because of the extreme money creation of Greenspan and other policies, were the last 5 years simply a delaying of the inevitable? This timeline was written in 1993.

The Inflationary Stage

1. Some shock often a war, sets the process in motion by disturbing the system. It alters property rights, encourages monetary instability, and raises real asset prices. (1970s)

2. This leads to extraordinarily high rates of return in real assets, especially for debtors, who gain disproportionately. The high rates of return seem to justify massive new investment. (1970s)

3. A credit binge ensues, as people borrow at accelerated rates to capture the extraordinary profits. Real estate, in particular, rises in value. (1970s)

4. Institutions and contracts are adjusted to reflect the inflation. Debt maturities shorten. Nominal and real interest rates rise. (1970s)

5. Nonetheless, a credit binge continues, as investors now accustomed to high rates of return calculate that they can continue to earn supernormal profits. (1980s)

6. Financial as well as real assets are purchased on a basis of increasing leverage, and a bull market in stocks follows, though not yet a drooling frenzy. (1980s - 1996)

Then Comes the Deflationary Stage

7. Profitability declines toward more normal levels as investment matures and new output is brought onto the market. (1996)

8. Commodity prices decline. (1997)

9. The farm economy goes into recession. (1998)

10. Interest rates fall, and as they do, hot money moves into financial assets, further stimulating the stock market. (1999)

11. As opportunities in the real economy subside, investment is concentrated on financial assets, leading to a stock market blow-off. (Q4 1999 - Q1 2000)

12. The boom is self-limiting because debt contracted at high interest rates compounds faster than income, eventually requiring that owners of leveraged assets liquefy their holdings, thus driving asset prices down. (2000-2001)

13. Real estate sags. (??????????)

14. Some trigger such as credit squeeze, a major bankruptcy, fraud, or simply the slowing of the real economy reveals the overvaluation of assets. (This is happening now -- perhaps #13 & #14 should be switched?)

15. The stock market crashes, credit contraction intensifies, the money supply implodes, and depression ensues, with returns on previous investment falling to subnormal rates. (??????????????????)

16. Real interest rates skyrocket, even as nominal interest rates fall, further reducing economic activity. (2003-2004????)

17. Unemployment skyrockets because real wage rates rise. (Beginning. Some say slowing, but will it accelerate again?)

18. Wages and prices are cut as the system winds down. (Will several more major bankruptcies precede this?))

19. Bingo. You have been in deflation for some time.



To: Jim Willie CB who wrote (311)6/9/2002 1:19:13 PM
From: SOROS  Read Replies (1) | Respond to of 89467
 
schaeffersresearch.com