text:
WASHINGTON, D.C. – House Majority Leader Eric Cantor (R-VA) issued the following statement regarding the long-term budget outlook report released today by the Congressional Budget Office (CBO):
"Today's report shows that the debt crisis is threatening our long-term economic health and we need serious growth to jump start the economy and get people back to work. While President Obama may have inherited a bad economic situation, his big-government policies, profligate spending, and overreaching regulations have only made it worse. With millions of Americans out of work and our debt at more than $14 trillion, we need growth now more than ever. Without it, our economy will remain stalled, our debt will not be reduced and people won't be able to get back to work.
"Recognizing this, House Republicans have been focused on jobs and the economy since day one. We've put forward the Plan for America's Job Creators, which will foster an environment for growth where businesses can compete, innovate and expand by cutting through Washington red tape tying the hands of businesses, making our tax code more competitive, reforming our antiquated patent system and beginning to manage down our debt. But we House Republicans only control one-half of one-third of the power in Washington, and the President and his party don't have a single plan that will result in growth. Their only ideas thus far are more stimulus-style spending and tax increases on the very small businesses we're counting on to create jobs. We can't afford these backward policies anymore. We need to move forward with growth and should measure every policy against this standard.
"America's greatness was built on growth and opportunity, and we need to do everything we can today to get Washington out of the way and encourage the growth that's made our country great. Democrats, who've taken credit for the economy, ought to stop their political posturing and join us to fix it."


text:
ICREA / WorldProperties.com News OPP News ERE News
July 28, 2014
Dutch association NVM creates World Cup themed message for consumers.
Author: ICREA
July 24, 2014
Nearly 80% of NAEA member agents believe the recent announcement by the Bank of England on the cap on high-risk mortgages will affect the number of first time buyers.
July 22, 2014
French brokers can take heart; home ownership is popular among younger people, who plan to work with a professional at much higher rates than the general population.
July 18, 2014
New research out of Cyprus shows property sales to foreigners increased 6.8% in the first quarter of 2014.
July 16, 2014
Practitioners and stakeholders are invited to contribute expertise to the new standard which will provide a common language for measuring offices.
July 14, 2014
Albertans are the most confident with 73% believing prices will rise, compared to the national average of 51%.
July 10, 2014
In the last month of AMPI Veracruz members have reported at least 100 operations, significantly increasing the economic benefit to the real estate sector.
July 08, 2014
Some visitors are coming for the football, but discovering holiday home and investment opportunities.
July 04, 2014
An upside to the new law: FNAIM predicts a more speedy demise to FSBO publications as non-professional struggle to comply.
July 02, 2014
Prices are rising, but sales are in decline in all regions. The Reserve Bank of NZ hiked interest rates in June for the third time in four months.
Enter the code shown above:
(Note: If you cannot read the numbers in the above
image, click on refresh to generate a new one.)

subset: commoncrawl


text:
Mike Myatt, Contributor
I write about leadership myths, and bust them one-by–one.
Have you ever noticed leaders spend a lot of time talking about talent, only to make the same mistakes over and over again? Few things in business are as costly and disruptive as unexpected talent departures. With all the emphasis on leadership development, I always find it interesting so many companies seem to struggle with being able to retain their top talent. In today's column, I'll share some research, observations, and insights on how to stop the talent door from revolving.
Ask any CEO if they have a process for retaining and developing talent and they'll quickly answer in the affirmative. They immediately launch into a series of soundbites about the quality of their talent initiatives, the number of high-potentials in the nine box, blah, blah, blah. As with most things in the corporate world, there is too much process built upon theory and not nearly enough practice built on experience.
When examining the talent at any organization look at the culture, not the rhetoric – look at the results, not the commentary about potential. Despite some of the delusional perspective in the corner office, when we interview their employees, here's what they tell us:
So, for all those employers who have everything under control, you better start re-evaluating. There is an old saying that goes; "Employees don't quit working for companies, they quit working for their bosses." Regardless of tenure, position, title, etc., employees who voluntarily leave, generally do so out of some type of perceived disconnect with leadership.
Here's the thing – employees who are challenged, engaged, valued, and rewarded (emotionally, intellectually & financially) rarely leave, and more importantly, they perform at very high levels. However if you miss any of these critical areas, it's only a matter of time until they head for the elevator. Following are 10 reasons your talent will leave you – smart leaders don't make these mistakes:
1. You Failed To Unleash Their Passions: Smart companies align employee passions with corporate pursuits. Human nature makes it very difficult to walk away from areas of passion. Fail to understand this and you'll unknowingly be encouraging employees to seek their passions elsewhere.
2. You Failed To Challenge Their Intellect: Smart people don't like to live in a dimly lit world of boredom. If you don't challenge people's minds, they'll leave you for someone/someplace that will.
3. You Failed To Engage Their Creativity: Great talent is wired to improve, enhance, and add value. They are built to change and innovate. They NEED to contribute by putting their fingerprints on design. Smart leaders don't place people in boxes – they free them from boxes. What's the use in having a racehorse if you don't let them run?
WATCH: How Billionaire John Paul DeJoria Keeps His Employees Happy
4. You Failed To Develop Their Skills: Leadership isn't a destination – it's a continuum. No matter how smart or talented a person is, there's always room for growth, development, and continued maturation. If you place restrictions on a person's ability to grow, they'll leave you for someone who won't.
5. You Failed To Give Them A Voice: Talented people have good thoughts, ideas, insights, and observations. If you don't listen to them, I can guarantee you someone else will.
6. You Failed To Care: Sure, people come to work for a paycheck, but that's not the only reason. In fact, many studies show it's not even the most important reason. If you fail to care about people at a human level, at an emotional level, they'll eventually leave you regardless of how much you pay them.
7. You Failed to Lead: Businesses don't fail, products don't fail, projects don't fail, and teams don't fail – leaders fail. The best testament to the value of leadership is what happens in its absence – very little. If you fail to lead, your talent will seek leadership elsewhere.
8. You Failed To Recognize Their Contributions: The best leaders don't take credit – they give it. Failing to recognize the contributions of others is not only arrogant and disingenuous, but it's as also just as good as asking them to leave.
9. You Failed To Increase Their Responsibility: You cannot confine talent – try to do so and you'll either devolve into mediocrity, or force your talent seek more fertile ground. People will gladly accept a huge workload as long as an increase in responsibility comes along with the performance and execution of said workload.
10. You Failed To Keep Your Commitments: Promises made are worthless, but promises kept are invaluable. If you break trust with those you lead you will pay a very steep price. Leaders not accountable to their people, will eventually be held accountable by their people.
If these thoughts resonate with you, I'd encourage you to pick up a copy of my upcoming book Hacking Leadership (Wiley) as I unpack several more thoughts about talent, team building, leadership and culture.
Bottom line, if leaders spent less time trying to retain people, and more time trying to understand them, care for them, invest in them, and lead them well, the retention thing would take care of itself. Thoughts?
Follow me on Twitter @mikemyatt
Related on Forbes:
Wow, the last job I quit had all these problems.
It has been my experience as a lower level employee, that companies want accommodating employees. You fit in our budget in this way and we really don't need you for anything outside of that. If you don't like it there is the door.
Oh, we have initiatives and we are a family, but over time things won't really change except the slogans and managers. Every year we will have an engagement survey too.
The stratification is stockholders, customer, and way at the bottom are employees. That is choice at the top and reflected in a manager's behavior.
That is not entirely bad, but it is mediocre.
The 10 reasons above are great, but 1% of the companies in the world at least get a "C". Sad.
Don't worry. The company will just hire people from Wipro or Infosys or TCS or Cognizant. Then they will become FTE and hire their own people. Then all your friends will leave. Race to the bottom complete!
Very good post. As a HR Consultant it's always painful and motivating when I see those business owners and executives saying they got it all. I think that if more executives and business owners were investing in accurate employee assessments and talent management solutions this issue wouldn't exist. With a 82% accuracy, Bluebell Consulting Solutions assessments enable organizations to screen-out unsuitable candidates, match others with jobs that fit their inherent capabilities, understand the strengths and limitations of successful on-boarding, and identify opportunities to enhance performance . The benefits will be it will reduce employees turnover, increase employees productivity, develop strong leaders, increase customer loyalty, reduce new hire risk, and improve employee engagement
Here's a theory- This is not an ideas-based culture. It's a political culture, protecting the mediocre and the interests of entrenched time-servers. "Fear of talent" seems pretty common, based on the staggering lack of innovation in some corporate colossi. Ideas tend to erode the status quo and expose lack of talent.
Meanwhile, a fact- About 30% of Americans will sue their employers at some time in their careers. Historically, 70-80% of them will win. Would this happen if antagonizing employees wasn't so common?
Business, after all, is supposed to be about values. If the people making the money are undervalued, how good is the business? Does it have a clue what it's doing? This culture is in a state of delusive perversion of values.
Own talent invent own work in creative writing without stopping.


text:
The B.V. Sodbusters 4-H club met on April 21 at the Extension Office with 17 members and 13 visitors present. The club had a fundraiser and sold Finley Grace wickless candles and cookie dough. Money was given to the top seller of the candles, which went to Addie Zaputil. The top sellers of the cookie dough were Kathryn Carlyle, Kylee Joiner and McKinley McClure.
The club voted on different decorations for the county fair and the theme will be Country Western. They also voted to go to Adventureland on June 1 for their summer activity.
Treats and drinks were provided by Brenton Willier. Presentations were given by Kathryn Carlyle on her horse, Heaven Ingram on her dog, Thatcher Carel on acoustic levitation, Cessna Stufflebeem on salamanders, David Kurner on honey bees and Montana and Dallas Walker on their hedgehog.
On April 28 at 4 p.m. they met at the Extension Office and made May baskets for the residents at Maple Grove Assisted Living. The May baskets were filled with candy, lotion and flowers.
On May 5 they met at the Extension Office and went on their farm tours. The club went to Thatcher Carel's and saw his lambs that he will be bringing to the fair, then they went to Lizzy and David Kumer's and saw their honey bee's. The club also went to Tanner and Jayleigh Swarts too see their bottle calf and calves. Then they went to Jeremiah McGrann's and saw his rabbits, chickens and cat that he will bring to the fair too. After the farm tours, club members went to Pizza Hut for a meeting and food.
The club voted on a T-shirt design for the fair and signed up for the Adventureland trip.
On May 11 at 2 p.m. club members went to Centerville Nursing and Rehab and brought in some small animals for the residents to see and then they played bingo for prizes. The club went to the fairgrounds and planted flowers afterwards.
The next meeting will be on June 23 at 7 p.m. at the Extension Office


text:
Joe Gibbs iterates that their are problems like Hayensworth every year, then proceeds to tell the hilarious story of how Gibbs got then holdout John Riggins back to DC
CptChaosSidekick already has the story but it is consequential enough that I had to write up my own thoughts as well. Today is a sad, sad day in Redskins history, as the team (I'm sure reluctantly)...
Usually when I find a nice YouTube gem I just post it on fanshots and then promote to the front page so as not to put you all to sleep with my extended commentary on why a video is entertaining,...
We'll email you a reset link.
If you signed up using a 3rd party account like Facebook or Twitter, please login with it instead.
You must be a member of Hogs Haven to participate.
We have our own Community Guidelines at Hogs Haven. You should read them.
You must be a member of Hogs Haven to participate.
We have our own Community Guidelines at Hogs Haven. You should read them.
Choose an available username to complete sign up.
In order to provide our users with a better overall experience, we ask for more information from Facebook when using it to login so that we can learn more about our audience and provide you with the best possible experience. We do not store specific user data and the sharing of it is not required to login with Facebook.


text:
Browse our large selection of tents, sleeping bags, packs, stoves, cookware and more from popular brands like MSR, Big Agnes, Therm-A-Rest, Marmot, Mountain Hardwear, Kelty and more. From car camping to long thru-hikes, we have gear for all types of adventure.
Klean Kanteen Cafe Cap$5.95
Klean Kanteen Stainless Steel Food CanisterPrice From: $17.95
Klean Kanteen Stainless Steel Classic Bottle w/Loop Cap$19.95


text:
Prerequisite: MATH 099 or Level II placement on the Basic Math Skills Inventory. (First semester/ 4 credits/6 hours of integrated laboratory and lecture)
Laboratory-driven study of atomic structure, periodicity, nuclear chemistry, bonding, states of matter, thermochemistry and reaction stoichiometry. Honors section open by invitation only. Credit by exam.
Hood College prepares students to excel in meeting the personal, professional and global challenges of the future. Hood is committed to the integration of the liberal arts, the professions and technology, to the exploration of values, a sense of community and to the preparation of students for lives of responsibility, leadership and service.
401 Rosemont Ave.
Frederick, MD 21701


text:
|found 3 items where the date implemented is 2011 and including only main facilities and the library automation system used is AGent VERSO and the library automation system previously installed was Infocentre. Showing page 1 of 1.
East Granby, CT. East Granby Public Library. ( East Granby, Connecticut United States) [web site ] [online catalog] [AGent VERSO] +
Hardin County, TN. Hardin County Library. ( Savannah, Tennessee United States) [web site ] [AGent VERSO]
Martin, TN. C. E. Weldon Public Library. ( Martin, Tennessee United States) [web site ] [online catalog] [AGent VERSO]
About lib-web-cats
lib-web-cats (library web sites and catalogs) is a free directory of libraries throughout the world.
This directory is a component of Library Technology Guides.
Please contact Marshall Breeding if you have any corrections or concerns about this resource.
indicates that the library participates in a consortium for its automation system.


text:
Kermit Gosnell will spend the rest of his life in prison without the possibility of parole.
The 72-year-old abortion provider has waived his right to appeal the first-degree murder conviction by a jury just one day ago.
He also has been spared the death penalty.
Gosnell practiced for four decades in his West Philadelphia clinic. On Monday, he left the Criminal Justice Center in a prison jumpsuit and chains.
He appeared stunned as he slowly walked to the van that would drive him back to prison.
He was also found guilty of one count of involuntary manslaughter in the overdose death of a patient, as well as one count of infanticide.
Gosnell will he be sentenced on all remaining charges on Thursday at 9:30 a.m.
The District Attorney's office will hold a press conference Wednesday at 11:30 a.m.
The gag order imposed by the judge will be lifted following Wednesday morning's proceedings.
Wednesday (83/62): Sun/Clouds
Refreshing Forecast
Wednesday will feature another comfortable day with below average temperatures and low humidity. Highs in the upper 70s/Low 80s. Expect a mix of sun and clouds.


text:
> Newsroom > Archives
Big, So Real, So Close.
- It's DINO - MITE at its mightiest! The Tennessee Aquarium IMAX
3D® Theater will take you on an adventure back in time with
the film T-REX: Back to the Cretaceous, which debuts
August 14.
T-REX brings dinosaurs to life with groundbreaking detail,
unparalleled realism, and the awesome size and thrilling feeling
of being in the movie, not just at the movie.
Shot on location in Alberta, Canada at Dinosaur Provincial Park,
T-REX is Imax's biggest, most elaborate production ever
and showcases technologically amazing dinosaurs brought to life
in 3D.
Dinosaurs are very much alive - at least in the mind of Ally Hayden
(Liz Stauber). But the closest she has come to them in her world
is in seeing the dinosaur bone skeletons and artists' renderings
in the museum where her father, the world-famous palaeontologist
Dr. Donald Hayden (Peter Horton), has his headquarters.
Like her father, Ally is fascinated by the way that modern science
and the study of dinosaur bones and fossils can lead to uncovering
the mysteries of what dinosaurs were really like - what they looked
like, how they moved, how and what they ate and how they raised
their young. When Donald Hayden and his assistant Elizabeth (Kari
Coleman) bring his latest discovery back to the museum, Ally is
excited that the oblong-shaped fossil rock might be an as yet
undiscovered Tyrannosaurus-rex egg.
Ally is alone and waiting for her father to return when an accident
in the museum lab sets her on an adventure in which Ally's present
world begins to meld with the deep past. As she wanders into the
museum, the bones of the T-rex skeleton suddenly appear to grow
skin and muscle and the extinct creature lunges to life. When
Ally retreats, she is hurtled through time, backward to the territory
of dinosaurs that are bigger than her imagination. Finding herself
in a lush environment, Ally is awestruck by the various dinosaurs
she discovers as she explores this mysterious new world.
However, Ally gets caught in the middle of a dinosaur battle and
is thrust literally nose-to-nose with one of the most fearsome
creatures of all time - the awesome, and very much alive, Tyrannosaurus-rex.
"The idea of putting dinosaurs on the IMAX screen was a natural,"
says Executive Producer/Co-Writer Andrew Gellis. "And the opportunity
to create a 45-minute story, bringing photo-realistic dinosaurs
to life with IMAX 3D was irresistible. Audiences have affirmed
that they love the way IMAX films take them to places they would
never get to on their own, and the Cretaceous period of 65 million
years ago certainly fits the bill."
"This film is about using The IMAX® Experience
to take us back and see how these incredibly majestic and fierce
animals lived during a time that is almost impossible for us to
imagine," states Director Brett Leonard. "This is also a pioneering
medium in that it is taking cinema to the next place that it's
going. Imax's use of large-format film and the IMAX 3D technology
creates the closest thing to truly immersive, virtual-reality
that exists on the planet. It is taking the large-scale cinematic
experience and putting the viewer right inside it in the context
of IMAX 3D," Leonard continues.
T-REX also incorporates the latest scientific knowledge,
provided by world-renowned palaeontologist, Dr. Philip Currie,
about the creatures who roamed the earth more than 65 million
years ago. "Our approach to the dinosaurs in this film is to make
them as real as possible," notes Charis Horton, who produced the
film along with her partner Antoine Compin. "This is the first
large-format film to dare to incorporate 21 years of computer-generated
imagery effects so extensively throughout the film," says Compin.
T-REX stars Peter Horton (TV's "Thirtysomething" and starring
in Fox's new series "Brimstone"), Kari Coleman, newcomer Liz Stauber
and is directed by Brett Leonard ("Lawnmower Man" and "Virtuosity").
T-REX is presented by The
Real Yellow Pages from BellSouth
[ Home
| Plan Your Visit| IMAX
Theater | Contributions l Membership | Events &
Travel l Meet Our Animals l Conservation
[ Education |
Get Involved | Online
Gift Shop | NewsRoom | Links
| Privacy Policy | firstname.lastname@example.com ]
The Tennessee
Aquarium is a non-profit institution. See
how you can help support
our many education, conservation
and research programs.
One Broad Street • Chattanooga • TN • 37402 • 800-262-0695


text:
Page 47 - Indian Shores Apartments for Rent(show city information)
Apartment Finder is the ultimate tool for searching for apartments for rent in the Indian Shores, FL area. With map-based searching, you'll find just what you are looking for in minutes. You can customize your search many ways and your results will be refreshed in a flash. Browse apartment communities in real time, with photos, floor plans, and more! Your search for Indian Shores, FL apartments is over. The Apartment Finder features include faceted browsing, map-based search, and search results by neighborhood, county, university campus, military base and more. If you are seeking a Indian Shores, FL apartment for rent, you have come to the right place.
12 photosThe Links at Pebble Creek 10510 Regents Park Drive, Tampa, FL 33647 Map1 BR - 2 BR$895 - $1,375(813) 501-2757
10 photosSomerset 12800 Vonn Road, Largo, FL 33774 Map1 BR - 2 BR$629 - $739(727) 219-1539
19 photosFountains of Largo 13125 Wilcox Road, Largo, FL 33774 Map1 BR - 2 BR$695 - $969(727) 219-9502
- 55+


text:
(forgot?) or Register
Version: 2.4
This plugin will let you create custom post relationships among posts, pages and custom post types.
Download Version 2.4
Requires: 2.9.0 or higher
Compatible up to: 3.3.2
Last Updated: 2012-2-6
Downloads: 4,173
Got something to say? Need help?
0 people say it works.
0 people say it's broken.
Log in to vote.


text:
Sexual harassment in any form is not permitted. "Sexual Harassment" is unwelcome conduct of a sexual nature, which can include unwelcome sexual advances, requests for sexual favors, or other verbal, nonverbal, or physical conduct of a sexual nature. It may vary in its severity and consists of a range of behaviors or attempted behaviors. Sexual misconduct/violence is one form of sexual harassment. Sexual misconduct/violence refers to physical sexual acts perpetrated against a person's will or where a person is incapable of giving effective consent. Because sexual misconduct often hinges upon effective consent, i.e., sexual permission, it is defined in considerable detail in terms below. Sexual violence could include, but is not limited to: non-consensual sexual contact; non-consensual sexual intercourse; forced sexual intercourse; sexual exploitation; sexual abuse; and relationship intimidation or violence. The creation of a hostile environment is another form of sexual harassment. Retaliation against someone who reports sexual harassment or participates in an investigation is strictly prohibited. Any breach of the sexual harassment policy is a violation of what we, as a Catholic and Marianist University, recognize as the dignity of each person, and it diminishes our fundamental commitment to living, learning, and working together as a just and inclusive community.
All forms of sexual harassment are discriminatory in nature and are prohibited by Title IX of the Educational Amendments Act of 1972 as well as prohibited by the University of Dayton Code of Conduct. The University of Dayton is committed to educating all members of the community on sexual harassment and sexual misconduct. If you are interested in learning more about the educational efforts at the University of Dayton, please visit the Sexual Violence Prevention Education website.
Key Terms Used In The Policy
Coercion exists when a person engages in threats, sexual pressuring or oppressive behavior that violates the University community's expectation of respect for the dignity of another person by causing another person to engage in unwanted sexual activity. Real or perceived power differentials between the individuals involved may create an atmosphere of coercion. (Coercion can be differentiated from seduction by a repetition of the coercive activity in the face of resistance, the degree of pressure applied, or the initiator's knowledge that the pressure is unwanted.)
Effective Consent:
Effective consent is granted when a person freely, actively, and knowingly agrees at the time to participate in a particular sexual act with a particular person. Effective Consent exists when mutually understandable words and/or actions demonstrate a willingness to participate in mutually-agreed-upon activity at every stage of that sexual activity. Effective consent has time boundaries. Consent at one time does not imply consent at any other time. The existence of a dating/romantic relationship between the persons involved or the fact of a previous sexual relationship does not automatically establish effective consent for future sexual activity. Effective consent is informed, freely and actively given, and is based on rational and reasonable judgment. It requires clear communication between all persons involved in the sexual encounter. There is no consent when agreement is only inferred from a person's silence or lack of resistance; there is threat of physical force, harm or intimidation, or there is coercion; or a person is a minor. There is also no consent when someone engaging in sexual behavior knew or should have known that the other person was incapacitated. The perspective of a "reasonable person" will be the basis for determining whether one should have known about the impact of the use of alcohol, drugs, mental illness, etc. on another's ability to give consent.
Forced Sexual Intercourse:
Any sexual penetration (anal, oral or vaginal), by any object or body part, by a man or woman upon a man or woman, that occurs as a result of physical force.
Hostile Environment:
A hostile environment includes any situation in which there is harassing conduct that is sufficiently severe, pervasive, and objectively offensive, that it has the effect of unreasonably interfering with, denying, or limiting someone's ability to participate in or benefit from the University's educational program or activities. Not all workplace or educational conduct that may be described as "harassment" affects the terms, conditions, or privileges of employment or education. For example, a mere utterance of a gender-based epithet which creates offensive feelings in a student would not normally affect the terms and conditions of their educational environment. Where the conduct is not severe, a pattern of conduct must be shown to establish a hostile environment. Behaviors that may form such a pattern include but are not limited to unwelcome physical contact, unwanted sexual attention, sexually charged name calling and the use of language or the presentation of posters/banners and/or t-shirts that promotes the diminishing of a particular sex or gender. Conduct that is not sufficiently severe or pervasive to create a hostile environment may still be actionable under other provisions of the Code of Conduct.
Incapacitation exists when a person is unaware, blacked out, unconscious, unable to make rational/reasonable decisions, and/or otherwise physically or mentally helpless to give effective consent. Indicators of incapacitation include but are not limited to outrageous/unusual behavior, inability or diminished ability to accurately discern his/her environment (who, what, where, when and/or how), slurred speech, vomiting, severe intoxication, loss of voluntary motor skills, loss of involuntary motor skills, disjointed speech patterns (unable to follow a conversation or verbalize complete thoughts, and/or sleepiness that demonstrates an inability to control one's ability to stay awake.
Intimidation exists when one person uses his/her physical presence to threaten or menace another or when the knowledge of prior violent behavior is used to threaten or menace another.
Non-Consensual Sexual Contact:
Any unwelcome intentional sexual touching. This includes any contact with the breasts, buttocks, groin, genitals, mouth, or other bodily orifice of another, as well as the touching of another with any of these body parts, by a man or a woman upon any person, without effective consent.
Non-Consensual Sexual Intercourse:
Any sexual penetration (anal, oral, or vaginal) however slight, with any object or body part, by a man or a woman, upon a man or a woman, without effective consent.
Retaliatory Harassment:
Intentional action taken by an accused individual or allied third party, absent legitimate non-discriminatory purposes, that harms an individual as reprisal for reporting sexual harassment or for participating in an investigation of sexual harassment.
Sexual Exploitation:
Sexual exploitation occurs when a person takes sexual advantage of another for his or her own advantage or benefit, regardless of whether such behavior constitutes one of the other sexual misconduct offenses. Examples include, but are not limited to:
- Non-consensual video or audio recording of sexual activity or nakedness (full or partial).
- Stalking with a sexual component. Stalking may take many forms, including persistent calling, texting, or posting on a social networking site, as well as physical stalking. When the content of the messages or the nature of the physical stalking is of a sexual nature, sexual misconduct has occurred.
- Voyeurism. This is a form of sexual exploitation in which one individual engages in secretive observation of another for personal sexual pleasure or engages in non-consensual video or audio recording of sexual acts or nakedness. Although the person secretively viewed or recorded may be unaware of the observation, this behavior is a form of sexual misconduct and violates the integrity of the victimized student.
- Disrobing or exposure of oneself or another person without his or her consent.
We Encourage You to Report Any Type Of Sexual Harassment/Misconduct Incident.
Get Help.
The most important thing a victim of sexual assault can do is tell someone whether that be the police, a friend, a rape crisis center, a counselor, a family member or a staff member. Do not isolate yourself, don't feel guilty, don't blame yourself and don't just ignore it. Sexual assault, whether by a stranger or by someone you know, is a violation of your body and your trust. The organizations and departments listed below can provide or arrange for immediate support and response including assistance with personal safety concerns.
ReportingIf you or someone you know has been the victim of any form of sexual harassment, by any member of the University community you are encouraged to file a formal complaint or report by contacting Professor Lori Shaw, the University's Title IX Coordinator, or Dean Christine Schramm, Dean of Students and Deputy Title IX Coordinator during regular business hours (Monday through Friday 8:30 a.m. to 4:30 p.m.). You can also report by using the electronic form found here. Title IX is a federal law that prohibits discrimination on the basis of gender, including sexual harassment. The Title IX Office is charged with investigating all complaints of violations of the Sexual Harassment Policy. The Title IX Investigatory procedures and protocols are described in detail on page 48 of the Student Handbook.
What to do if you have been sexually assaulted:
Go to a safe place.
Tell someone. A list of contacts is located on page 41 Your reporting options include:
- Report to a Campus Authority: Reporting the assault to an authority who will forward your report such that action is taken to investigate. These community members include University Police (911 or 937-229-2121), Resident Assistants, Housing & Residence Life professional staff members, administrators in the Division of Student Development or off campus law enforcement. Note: counseling and medical assistance will be offered to any student reporting an assault.
- Seek Counseling: Choosing not to report the assault but seeking counseling through the University Counseling Center 937-229-3141 or with a doctor in the Health Center 937-229-3131. Note: counseling and medical assistance will also be offered to any student who chooses to report an assault to a campus authority.
- Do not wash anything (including your hands, mouth and face.)
- Do not wash or comb your hair.
- Do not shower or clean yourself in anyway.
- Do not change your clothes.
- Bring an extra set of clothes with you to the hospital.
Seek assistance from the Dean of Students office in changing existing academic and living situations in order to feel safe on campus. The University will offer these services when made aware of an assault.
The University of Dayton encourages students to report sexual assaults to the Police or campus authorities so that the University can take appropriate measures to provide help and to prevent future assaults. There are three different levels of privacy:
- Strictly Private – These conversations are confidential and can be anonymous. Except in rare, extreme circumstances, nothing will be shared without your explicit permission.
- Mostly Private – These conversations are kept as confidential as possible, but employees must report certain basic information about incidents of possible harassment and discrimination to the Title IX/Section 504 Coordinator and Equity Compliance Officer and in some rare cases law enforcement. Unless there is a threat to the safety of the alleged victim or the University community, this information will not typically include personally identifiable information, such as the alleged victim's name.
- Somewhat Private – These conversations are kept as confidential as possible, but if the complaining party is seeking an investigation or other action, the information must be shared with relevant administrators, the accused (the "respondent"), and possibly others, such as witnesses. In planning any response, the wishes of the person making the complaint (as well as the alleged victim if he or she is not the complainant) are given full consideration.
- If you do not want the University to take any action, but you want to confide in a campus resource who can keep your communication strictly confidential, try one of these resources:
I can get information and support here.
I can get care (physical, mental, or spiritual) here.
I can file a formal complaint here.
What is the privacy level of this resource?
Counseling Center 937-229-3141 (students)
Health Center 937-229-3131(students)
Campus Ministry 937-229-3339 (students and employees)
Employee Assistance Program www.lifeworks.com (employees)
- If you want to discuss a possible violation with a campus resource, but do not want to initiate an investigation or other action by the University, you may discuss it with most faculty members, most staff members, and most students. While all employees are required to report possible incidents of discrimination or harassment to the University, they are usually not required to report personally identifiable information like your name unless there is cause to fear for your safety or the safety of others. If you are not sure of an employee's ability to keep matters private, ask before you talk to him or her. And, remember, students can be employees, too, so they may have a duty to report.
I can get information and support here.
I can get care (physical, mental, or spiritual) here.
I can file a formal complaint here.
What is the privacy level of this resource?
Non-Supervisory Faculty and Staff
- If you do want the University to investigate or take some other action, you should file a formal complaint with one of these resources:
I can get information and support here.
I can get care (physical, mental, or spiritual) here.
I can file a formal complaint here.
What is the privacy level of this resource?
Title IX Coordinator or Deputy Coordinator
(Call 937-229-2749 or use Electronic Complaint form)
Department of Public Safety(Call 911 from on-campus phone or 937-229-2121 from an off-campus phone)
Responsible Employees[1]
[1] Responsible Employees are employees falling into the following categories: President's Council Members; Vice Presidents and Assistant and Associate Vice Presidents; Administrative Department Heads with supervisory responsibilities; Housing and Residence Life staff, including Resident Assistants; Student Development staff with supervisory responsibilities; Human Resources staff; Deans, Associate Deans and Assistant Deans; Academic Department Chairs; and other administrators with supervisory responsibilities.
Contact Numbers for Assistance
Campus Authorities
University Police, 911 or 937-229-2121
Title IX Coordinator, 937-229-2749 or email@example.com
Housing & Residence Life, 937-229-3317 (evening & late night contact can be made at any residence hall front desk)
Community Standards & Civility, 937-229-4627
Dean of Student's Office, 937-229-1212
Campus Services
Counseling Center, 937-229-3141
Health Center, 937-229-3131
Women's Center, 937-229-5390
Campus Ministry, 937-229-3339
Sexual Violence Prevention Education: 937-229-1217
Off Campus Assistance
Dayton Police, 937-333-2677, 335 West Third Street, Dayton, OH 45402. Note that 911 calls are received at the University dispatch.
Montgomery County Victim Witness, 934-225-5623
Miami Valley Hospital, 937-208-8000, One Wyoming Street, Dayton, OH 45409
Kettering Hospital, 937-298-4331, 3535 Southern Blvd. Kettering, OH 45429
Artemis Center/YWCA hotline, 937-222-7233
Womanline of Dayton, 937-223-3446
Ohio Alliance to End Sexual Violence, 888-886-8388
National Domestic Violence Hotline, 800-799-7233
Important Information and Procedures
Title IX Investigatory Procedures and Protocols
Students who believe they have been subjected to discrimination or harassment in violation of the Sexual Harassment Policy should follow the procedure outlined here to report these concerns.
- Students who wish to report a concern or complaint relating to discrimination or harassment by a student may do so by reporting the concern to the University Title IX Coordinator, Professor Lori Shaw (phone: 937-229-2749; email: firstname.lastname@example.com) or Deputy Coordinator, Dean Christine Schramm (phone: 937-229-1212; email: email@example.com).
- The university strongly encourages anyone with a complaint involving sexual violence file a police report.
- With the exception of cases involving sexual violence, the use of informal dispute resolution measures can sometimes be a good first step. When possible and safe, the problem or complaint may first be discussed with the individual involved in the complaint. The university does not require a student to contact the person involved if doing so is impracticable, or if the student believes that the conduct cannot be effectively addressed through informal means.
- The University is required to at preliminarily investigate any allegation of sexual harassment that is reported to any University official with the exception of those receiving parties that are confidential resources. (Licensed psychologists in the Counseling Center, medical doctors in the Health Center and ordained clergy working in their role as clergy.)
- As necessary, the University reserves the right to initiate a complaint, to serve as complainant, and to initiate conduct proceedings without a formal complaint by the victim of misconduct.
- Notice of a formal complaint can be made in person or orally to an appropriate official, but the university strongly encourages submission of complaints in writing to Professor Shaw (email@example.com) or Dean Schramm (email@example.com.)
- The complaint, oral or written, should clearly and concisely describe the alleged incident(s), when and where it occurred, and the desired remedy sought. All written complaints should contain the name and contact information of the complainant.
- This process involves an immediate initial determination by the Title IX Coordinator as to whether the conduct in question falls under the Sexual Harassment Policy.
- If the conduct is found to fall under the sexual harassment policy the Title IX Coordinator will initiate a prompt, thorough and impartial investigation by trained Title IX investigators to determine whether probable cause exists to believe that the Sexual Harassment Policy may have been violated.
- The University is required by law to undertake an investigation in a timely manner, which means that in most cases, the University will not wait until a criminal case, if any exists, is resolved before proceeding with the investigation. In addition, if a University official has a reasonable belief that a crime has been committed, she or he may be obligated to report that to law enforcement if police have not already been notified. In cases where a police investigation has been conducted or is being conducted, law enforcement may be able to provide some information to the Title IX investigatory team. The University's fact-finding investigation may be delayed for a short period of time upon a request from law enforcement, but it will promptly resume the investigation as soon as possible.
- Both the complainant and the respondent will be asked to be interviewed and provide a written statement. A complainant or respondent may opt not to participate at all in the investigation or to provide a written statement in lieu of or in addition to any interview with the investigators. However, it is important to note that any decision by a party not to participate or to limit participation limits the ability of the University to discover facts that may support his/her version of the key events. Students will NOT be permitted to submit information to the student conduct system outside of the investigation and any failure to participate will likely accelerate the timeline.
- Complainants and respondents may be accompanied by one support person during any meeting with investigators. The support cannot be someone who may be called as a witness. Note that in cases where the investigation leads to action in the student system lawyers/attorneys are not permitted to participate in any manner including that of a support person.
- Both the complainant and the respondent will be asked to provide a list of possible witnesses as well as any written or physical evidence (e.g., texts, emails, photo's, medical reports, etc.) that they wish to be considered by the investigatory team.
- Both the complainant and the accused are permitted to submit impact statements and/or letter of reference/character to the Title IX investigatory team. These documents will not be considered as a part of the investigation or as a part of the conduct systems determination of responsibility, however the team will review these documents for appropriateness and submit them for the University Hearing Board to review after they have voted on responsibility but before they discuss/determine consequences. The investigatory team will not include any document that speaks the character (or lack thereof) of the other party or any document that addresses the sexual history of the other party.
- Barring extraordinary circumstances, only those witnesses who have participated in the Title IX investigation will be permitted to testify or otherwise provide evidence at any University Hearing Board proceeding. The University reserves the right to determine what is considered an extraordinary circumstance.
- Barring extraordinary circumstances, if written or physical evidence is not provided to the Title IX investigators, it may not be provided to the University Hearing Board. The University reserves the right to determine what is considered an extraordinary circumstance.
- At the conclusion of the Title IX investigation, the investigator team will recommend whether and what further action by the student conduct system, including a hearing before the University Hearing Board, is warranted.
- This process is designed to provide a fair and reliable determination about whether the university Sexual Harassment Policy has been violated. If so, the university will implement a prompt and effective remedy designed to end the discrimination, prevent its recurrence and address its effects.
- In cases where the complainant does not want the University to move forward and the investigation does not reveal sufficient evidence to justify action in the student conduct system, both the complainant and the respondent (if known) will receive notice that the case is not progressing through the student conduct system, along with notice that the case may be re-opened should new evidence be revealed in the future.
- In situations where the case reveals multiple instances of sexual harassment through the investigation made from a complainant the University reserves the right to combine the cases into one in order to illustrate to the board a pattern of behavior
- The past sexual history or sexual character of a party will not be admissible by the other party in the investigation or hearing unless such information is determined to be highly relevant by the Title IX investigatory team assigned to the case. All such information sought to be admitted will be presumed irrelevant, and any request to overcome this presumption by the parties must be submitted to the Title IX Coordinator for consideration. While previous or pending conduct cases involving the accused student are not generally admissible as information about the present alleged violation, the Director of Community Standards and Civility in consultation with the investigatory team may supply previous complaint information to the Hearing Board as a part of the case packet, if:
a) The previous or pending incident(s) were substantially similar to the present allegation; and
b) Is indicative of a pattern of behavior.
- Reportable incidents of sexual harassment from student to student are not limited to instances that occur on campus or in the campus area. Such behavior is prohibited regardless of where the offense occurs.
- Retaliation against the complainant or any other party involved in the case will not be tolerated. There is to be no contact between the accused student and the complainant while the matter is being investigated or is progressing through the student conduct process. The full definition of 'No Contact' can be found in the terms section on page 39.
- The University will take every report of sexual harassment seriously, offering complainants appropriate support and allowing them to maintain as much control as possible over their individual situations. At the same time, UD will ensure that those who are accused are offered support and are treated fairly in the University's processes.
- The use of alcohol or drugs blurs the distinction between sexual consent and coercion or manipulation.
- Real or perceived power differentials between individuals may create an intentional or unintentional atmosphere of coercion or manipulation.
- Those accused of sexual violence may also face criminal charges. The University's investigation will proceed regardless of criminal action.
- Individuals with complaints of this nature also always have the right to file a formal complaint with the United States Department Education:
Office for Civil Rights (OCR)
400 Maryland Avenue, SW
Washington, DC 20202-1100
Customer Service Hotline #: (800) 421-3481
Facsimile: (202) 453-6012
Email: firstname.lastname@example.com
University Hearing Board Procedure for cases of Sexual Harassment
Note: numbering does not indicate sequential order but rather intended to allow for ease of reference. Additionally, the University Hearing Board process and procedure differs for cases that do not involve sexual harassment. For information on the process for other codes of conduct see page 25 of the Student Handbook.
- The University Hearing Board (UHB) facilitates Accountability Hearings for cases that involve accusations of sexual harassment. Cases that include allegations of sexual violence are required to be heard by the University Hearing Board but the board may hear other types of accusations at the discretion of the Associate Dean in consultation with the Title IX Coordinator.
- The University Hearing Board members are provided a copy of the Title IX investigatory report as well as any supplemental documents provided by the investigatory team as a part of the case. For the purposes of sexual harassment conduct cases the investigatory report serves as the case packet.
- Neither the complainant nor the accused student is permitted to submit/present a Written Account, supplemental documents or witnesses to the University Hearing Board directly. The UHB will only consider information and witnesses illustrated in the investigatory report (i.e. Case Packet).
- Both the accused and the complainant can request a redacted copy of the case packet during their initial meeting as a part of the student conduct process. For the accused this meeting is called a 'Behavioral Hearing' and it follows the same procedures as those illustrated on page 28 of the Student Handbook. For the complainant, this meeting is called a process review meeting. Process review meetings follow the same procedure as a Behavioral Hearing but from the perspective of the complainant rather than as an accused student.
- The UHB consists of 3 to 5 trained community members and has a majority of student members in each hearing.
- Findings and consequences are voted on and approved by a majority vote.
- Board members vote using a preponderance of the evidence standard to determine what more likely than not occurred.
- In addition to the 3 to 5 board members, each hearing is facilitated by a University Hearing Board chair. The chair is responsible for administering the procedures of the hearing. The chair of the hearing participates in the questioning portion of the hearing and maintains order throughout the process but does not vote on responsibility or consequences.
- Generally, the UHB will not have access to the student's disciplinary history (or lack thereof) prior to or during the hearing unless the student chooses to verbally reveal the information during the hearing. The Associate Dean, in consultation with the Title IX Coordinator can alter this practice as indicated in the Title IX investigatory procedures. The University Hearing Board will be provided the student's disciplinary history only after a student has been found responsible for a violation for the purposes of assigning consequences.
- The results of the University Hearing Board are not shared with the student until the business day following the hearing and are shared in person. Both the complainant and the accused will be asked to schedule a results meeting for the day following the hearing.
- The hearing will consist of a presentation of facts by members of the investigatory team, questions from the board to both the accused and the complainant, questions to any witness presented, and may include board members asking participants questions that have been submitted by one party to the other. (see #12)
- During the course of the hearing the board will allow both parties to submit questions they would like to have asked of the other or to key witnesses. All questions submitted must be approved by the UHB in collaboration with the Title IX investigators present at the hearing. The board determines the questions they will ask by considering the relevance of the content to their purpose, their need for the information in order to make a decision and the appropriateness of the question. This approval process is closed to both parties. Additionally, witnesses are not compelled to participate in the University Hearing Board process and can only be addressed if present. The UHB is not required to provide rational for the acceptance or denial of any question. The UHB will not approve any question that causes one to re-state content already presented. In order to participate in this portion of the hearing the student must:
a. Submit any questions that address content within the case packet within three days following the Behavioral Hearing or Process Review Meeting.
b. Be prepared to submit any questions that address information that occurred during the course of the hearing to the UHB following a 10-15 minute break.
c. Students have 3 days following their Behavioral Hearing or process review meeting to submit questions they would like to have the board ask of the other party or of key witnesses.
- Character witnesses are not permitted as a part of the hearing but letters of character may be submitted to the board for review upon deliberation of consequences. Character letters will only be accepted when they address the character of the student submitting the letter. Letters degrading the character of another will not be accepted and any content held within a letter that appears degrading to another will cause the entirety of the letter to be removed.
- Neither the accused nor the complainant is permitted to have direct dialogue with one another during the hearing. All questions and comments are to be directed to a University Hearing Board member or to the chair of the hearing.
- No student is required to participate in (verbally respond) a hearing and can choose to attend or not attend. However, in cases where the accused and/or the complainant do not attend the scheduled hearing the UHB will continue to review and deliberate the case, issue findings and consequences where appropriate in the student's absence. While participation is not required, it should be noted that choosing not to participate could affect the final outcome.
- Hearings held by the University Hearing Board are recorded. This recording becomes part of the students' disciplinary record and can be accessed for review.
- Alcohol and/or drug related allegations associated with cases of sexual harassment will not be pursued with either the accused or the complainant.
- The University reserves the right to proceed to a finding in all cases regardless of a student's withdrawal from the University.
- The complainant and accused student will not have access to any part of the other's previous disciplinary record should there be a record on file.
- Standard consequences for a violation of sexual harassment range from educational interventions to expulsion. In cases that include sexual violence the likely consequence is suspension or expulsion if found responsible.
- Those accused of sexual violence may also face criminal charges. The student conduct process will proceed regardless of criminal action.
- All rights afforded to the accused student in cases of sexual harassment are equally afforded to the complainant however when a choice of presence in the University Hearing Board room is made, the option to attend but not enter the physical room defaults to the complainant's first choice.
Know Your Rights.
Rights of a Complainant
Students filing a complaint of violation of the Sexual Harassment Policy have the following rights:
- to investigation and appropriate resolution of all complaints of sexual harassment made in good faith to the appropriate University officials;
- to have a hearing in cases that are forwarded to the student conduct process;
- to receive written notification that the accused has been officially notified of the allegation of sexual harassment;
- to have a support person of their choosing (with the exception of a lawyer/attorney) accompany them to any meeting or hearing that takes place as a part of the student conduct system in association with their complaint of sexual harassment;
- to receive written notification of the final outcome of any case;
- to request (in compliance with procedure) the board to consider their submitted questions for other parties (investigators, accused, witnesses) at the hearing in all cases that go before the University Hearing Board;
- to request (in compliance with procedure) an appeal of the findings (not consequences) of any hearing before the University Hearing Board in accordance with the appeal process described in the Student Standards of Behavior; and
- to submit a response to any appeal submitted by the accused;
Rights of an Accused Student
Students responding to a complaint of possible violations of the Sexual Harassment Policy have the following rights:
- to investigation and appropriate resolution of all complaints of sexual harassment made in good faith to the appropriate University officials;
- to have a hearing in cases that are forwarded to the student conduct process;
- to receive written notification if officially accused of a violation of the sexual harassment policy as a part of the student conduct system;
- to have a support person of their choosing (with the exception of a lawyer/attorney) accompany them to any meeting or hearing that takes place as a part of the student conduct system in association with an accusation of their violation of the sexual harassment policy;
- to receive written notification of the final outcome of any case;
- to request (in compliance with procedure) the board to consider their submitted questions for other parties (investigators, complainant, witnesses) at the hearing in all cases that go before the University Hearing Board;
- to request (in compliance with procedure) an appeal of the findings (not consequences) of any hearing before the University Hearing Board in accordance with the appeal process described in the Student Standards of Behavior; and
- to submit a response to any appeal submitted by the complainant.


text:
Executive Division® Leather Car Coat
Wear this handsome, hand-stitched lambskin leather jacket anytime, zipping in the faux fur lining when the weather turns nippy. Easy button front is detailed with 2 dual-entry pockets - plus an extra security pocket inside. Fully lined in silky polyester. Dry clean.
- $39.99
Customer Reviews
I received this jacket today--it looks good, feels good, but oh, does it smell awful! there is no way it can be worn--it would be worse than garlic breath! It smells as if it's been stored for years in a very damp warehouse--moldy, mildewed, and with a strong chemical smell. I have contacted Customer Service to find out if there is anything I can do to remove this awful odor, and I'm waiting for a response--if I don't get one, or if there is nothing I can do, then I will have to return it. Right now it is unwearable. The smell is now throughout the house--phew! If I can do something, and I end up keeping it, I will submit another review. It is very disappointing, because it does look good.
Haband Email List
Join the Haband mailing list to receive Haband news and special offers.


text:
When most guys think of meeting and attracting women, they think of bars, parties and nightclubs. But smart men know that most opportunities happen in the daytime—in parks, coffee shops, stores or even just walking down the street.
Why you should try "Day Game"
More variety/higher quality: Not every woman goes out to bars and clubs, but every woman needs to go shopping and do things during the day. Day Game gives you the chance to meet women you might not otherwise.
Less drama: Day Game is usually a no-BS zone. She might be alone, or, if she isn't, her friends won't be trying to drag her to the dance floor every few minutes. There are no frustrated bouncers, flashing lights or drunk guys trying to mess with you. It's just you and her.
You'll stand out: Attractive women get hit on a lot when they go to bars and clubs. Even if she stays sober enough to remember you clearly, you risk getting lumped in with all of the other men she met that night. But if you meet her in the daytime, she will definitely remember you—and that, unlike other guys, you had the balls to go for what you want.
You don't have to change your life around: Day Game pickups are usually quick (more on that in a second), and you can meet women who happen to cross your path anyway.
Model: Beth Williams
The Day Game Formula
There's a great and easy-to-use handbook called Daytime Dating that covers all of the ins and outs of Day Game, but I'll give you a few simple rules to get started:
1. Approach every attractive woman you see until it's automatic. Hesitation is death (we've covered this before). Get in the habit of approaching so that you won't hesitate at all when your dream girl comes along.
2. Tell her you're interested. In Day Game, there's no reason to be coy. She knows you're interested in her, so you may as well impress her with your confidence (even if you're shaking on the inside). Tell her something like, "I saw you over there and had to see what you were about. My name's Nick," and watch her smile.
3. Spend the next five to ten minutes on connection and commonalities. Ask her what she's doing, tell her what you're doing and look for an opportunity to tell her a couple of interesting things about yourself. You don't really need to compliment her any more, and remember, you're not trying to make her fall in love with you here—all you need is for her to be intrigued enough to want to see you again.
4. End the conversation first and make specific plans. Don't just ask for her phone number; say something like, "It's been really fun talking to you. I' m on my way to do __________ now, but let's get together later for a drink and finish this conversation." You can do that in any situation. Even better would be to establish a common interest in something—anything from live music to a new sushi restaurant opening downtown—and suggest plans around that.
All in all, a good day game approach takes about 15 minutes. Meet up for a date later that night, check out the Playboy columns on how to be great at dating and enjoy! (And if you're stuck, grab a copy of Daytime Dating by Jeremy Soul—it's available in pdf or Kindle format and is worth every penny).
About the Author
Nick Savoy is a professional dating coach for men and women and has successfully trained over 10,000 men to meet their goals in their love life, dating life and sex life since 2004. In addition to these Playboy "The Pick Up" columns, he is a frequent poster on the PUA Forum.
Sex and Dating
Sex and Dating
Sex and Dating
Sex and Dating
Sex and Dating
2 comments
Are you serious? It's an inventory of the obvious! And, for women, every first date is either the beginning of a lifelong relationship, or it isn't. There's no inbetween. So, some cut to the chase lines to remember (saying what a guy really wants to say without really saying it) are: "I'd love to see my baby nursing on your spectacular breasts," OR, "I'd love for my kids to look like us!" Then, just kiss the girl, smile, and compliment her on something like her taste in fashion but not electronic devices she might be carrying, and certainly not on her vehicle. Also, tell her that her taste in males is extraordiarily keen! Only approach women who have long hair worn down (mating style), and who are made up to attract a mate. Otherwise, she'll think, 'If this guy is attracted me, looking like this, he's gotta be desperate!' No amount of reassurance will make her feel more attractive, but it will make the guy look even more desperate!


text:
Pending a vote by Needham Town Meeting next week, TripAdvisor could well be coming home.
At last night's Board of Selectmen meeting, officials and TripAdvisor representatives answered some questions from Needham residents about the tax increment financing (TIF) program proposed by the Selectmen.
This will come before Needham Town Meeting next week, as article 1 of the Dec. 3 Special Town Meeting.
"We did site search and focused on 128 corridor." Tyler Young, Vice President, Finance and Administration commented, "Needham is our top choice, pending the TIF approval. Will be excited to move back to home town of Needham."
TripAdvisor will be bringing 450 jobs from their Newton offices, and have committed to adding 50 jobs a year for the first five years.
Young added, "we expect to grow faster than that."
In order to meet the site developer's needs and schedule, TripAdvisor needs to sign a lease at the end of the year, or in early January of the next. In order for construction to begin next summer as hoped, the TIF will first need to be approved by Town Meeting on Monday.
The company began in 2000 here in Needham, and is outgrowing its Newton headquarters. Two weeks ago, Needham's Selectman voted in favor of a TIF program with TripAdvisor, which they hope will bring not only TripAdvisor, but a number of tech companies to Needham's new business park.
Residents with more questions can also head to another information session at TripAdvisor's Newton headquarters on Thursday evening at 5 p.m.


text:
Being a backup player for the University of North Carolina is better than it is at many places.
Carolina was among the first programs to use depth as a weapon, and head coach Roy Williams never hesitates to go to his bench. And, unlike many places, theres no stigma to being a reserve player at Carolina.
Once you put on that Carolina blue, youre part of the family.
Just ask James Manor or Denzel Robinson.
The best part about being part of North Carolina basketball is the getting the opportunity to go to work with the best coaching staff and the best players in America, say Robinson. Being able to play the game of basketball at this North Carolina is unbelievable, and for the rest of my life I will be grateful for the opportunity.
The best part of being a member of the varsity team is becoming a part of the Carolina basketball family, Manor says. I know that term gets thrown around a lot, but we truly are like a family in the locker room.
Manor can remember his trepidation at walking into the locker room, wondering how walk-ons fit into the equation.
They were welcoming from the beginning and now were all pretty close. Not only that, but I know after I graduate I will always be a part of the basketball family, Manor says.
The 6-6 Manor and 6-4 Robinson were teammates when they played for coach Tod Morgan at Chapel Hill High School.
I was blessed to have them on our team. Our team went 8-14 in our first year together their junior year and then 15-8 and made a state playoff appearance in their senior year, Morgan, now coaching at Pikeville Aycock, recalls of his tenure at Chapel Hill. They were a huge part of laying the foundation for the teams that went 22-5, 26-2, and 24-5 and three-peat conference champions.
Robinson, who was on the Chapel Hill team contemporaneously with UNC Charlottes Denzel Ingram, became known and DZ, while Ingram was DI. Manor drew the nickname Big Games James yes, a reference to former Tar Heel great Big Game James Worthy. Morgan says.
Despite their high school success, and the likelihood they could have played elsewhere as stars. both Manor and Robinson opted to matriculate at Carolina with thoughts of making the varsity team. It didnt hurt that Robinsons father Steve is an assistant coach at UNC.
The pair worked their way onto the varsity by playing two years on the Carolina junior varsity team.
The JVs are yet another part of UNC that separates it from other college basketball programs. Roy Williams played on the UNC freshman team and later coached the JVs as one of his first jobs at Carolina under Dean Smith, and hes well aware of the long tradition of looking for varsity additions from the walk-ons.
Nonetheless, reserve players like Manor and Robinson know theyre not likely to see a lot of playing time.
Manor played in 12 games as a junior and had four points and three rebounds. Robinson had two points and four rebounds last season. This year, they played in six of Carolinas first 23 games, each getting seven minutes of court time.
Manor, ironically, leads the Tar Heels in shooting percentage (75 percent) and 3-point percentage (66). He nailed two 3-pointers in 1 minute of play in an 80-61 win against Clemson, making him 3-4 on shots from the field, 2-3 in treys.
Its the little things like that which make all the hard work worthwhile.
Coming out of high school, I never would have imagined that I wouldve ended up on the basketball team here, and Im just thankful for the opportunity, Manor says.


text:
Bioinformatics services
We maintain the world's most comprehensive range of freely available and up-to-date molecular databases. Developed in collaboration with our colleagues worldwide, our services let you share data, perform complex queries and analyse the results in different ways. You can work locally by downloading our data and software, or use our web services to access our resources programmatically.
genes, genomes & variation
Gene expression
RNA, protein & metabolite expression
sequences, families & motifs
Molecular & cellular structures
reactions, interactions & pathways
Chemical biology
chemogenomics & metabolomics
taxonomies & controlled vocabularies
Scientific publications & patents
Other software
cross-domain tools & resources
Programmatic access
EMBL-EBI web services allow you to query our large biological databases programmatically, so that you can develop data analysis pipelines or integrate public data with your own applications.
Principles of service provision
- Open - Our data and tools are freely available, without restriction. The only exception is potentially identifiable human genetic information, for which access depends on research consent agreements.
- Compatible - EMBL-EBI is a world leader in the development of global bioinformatics standards, which are key to data sharing.
- Comprehensive - Thanks to our many data-sharing agreements, EMBL-EBI resources are comprehensive and up to date. We work with publishers to ensure that biological data must be placed in a public repository and cross-referenced in the relevant publication.
- Portable - All of our data and many of our software systems can be downloaded and installed locally.
- High quality - Our databases are enhanced through annotation: highly qualified biologists add value to databases by incorporating features of genes or proteins from other sources, and automated annotation is subjected to rigorous quality control.


text:
PARKERSBURG, W. Va. —
Pitt-Johnstown swept a doubleheader Wednesday at Ohio Valley, taking a 10-6 win in the opener and a 14-1 victory in the nightcap.
The Mountain Cats improved to 12-5.
UPJ scored four runs in the top of the seventh to break a 6-all tie and win the first game.
Jake Warner had three hits, including a double and an RBI, while Kyle Morrow, Zach Vignero and Sam Barbera had two hits each.
Nate McGhee hit a three-run homer for the Mountain Cats, and Ryan Sozol picked up the win with two innings of relief.
Warner added three more hits, including a home run, a double and three RBI, in the second game. Mike Palkovicz's three hits included a two-run homer. Jeff Campbell had three hits, including a home run and a double.
Kody Reighard pitched five innings, giving up three hits and one run while striking out five


text:
This product can be found in: Boredom Breakers | Kong Toys for Dogs | Toys: All
Kong Squeakair Tennis Balls - Pack of 2 - Large
RRP: £4.19, Our Price: £2.99
Order Today to Save 29% off RRP
|Product Reviewed: Pack of 3 Small
|Doris loves them, that is all!
|Product Reviewed: Large
|He loves his ball and the loud squeak it makes
|Product Reviewed: Pack of 3 Medium
|My young lab loves these whether its playing with them in the garden or fetching them out of the Marina They float brilliantly and unlike other tennis balls they last for ages Well worth the money
|Product Reviewed: Pack of 3 Small
|My Chihuahua loves these small tennis balls they fit in her mouth and when they squeak she goes mad with excitement Only downside fluff can be chewed off never leave a dog playing on its own
|Product Reviewed: Pack of 3 Medium
|Great value great tennis balls
|Product Reviewed: Large
|Recommended your dog will find it very hard to break hours of fun with a ball
|Product Reviewed: Pack of 2 Large
|Hours and hours of fun with these great Squeaker Tennis Balls Being larger than a normal tennis ball is so much better for bigger dogs
|Product Reviewed: Pack of 3 Medium
|great value recommend to anyone worth every penny only criticism would be too much fluff and dog can chew off and eat.
|Product Reviewed: Pack of 3 Small
|Our old dog loved her Kongs and these small one are a hit with the new puppy too. Squeak for ever long lasting only need replacing when lost on a walk.
|Product Reviewed: Pack of 3 Small
|I have a lakeland terrier who loves to play with these balls The squeak doesnt always last long but he loves them all the same I dont like to give him the very small ones as I worry about him swallowing them but the small are perfect


text:
I know every parent is different in what the do for their child, So I was wondering how often you bathe your child.
I'll put myself out there and say that I bathe my kids 1-2 times a week and I feel I'm doing good just to get that in.
This thread made me feel better that I don't wash my kids daily. It seems like it runs the gamut of amounts per week.
Katie: Elizabeth 08/11/2007: Annaleigh 05/12/2009: Heather 02/22/2011 Jack 01/04/13
It's only been the past 50 years or so where showers were even common in houses. Neither of my grandparents had one- just a tub. My grandmothers washed their hair in the sink once a week or so. Even today, a daily shower/bath would be considered a luxury by most of the world.
Every other night minimum usually, but more often if they get particularly dirty/sweaty.
S is Mama 2: L (DS) 06/04/2004 and M (DD) 02/04/2007
What you put at the end of your fork is more powerful than anything you will find in a pill bottle
2005 2008 2010
I give her a "butt bath" as we call it. Just a little water and we bathe her butt, she had a bacterial yeast infection in her diaper area, pedi suggested we keep her butt clean with special, sensitive skin bath products. He said her bath time should be under 7 minutes and she should be rinsed of in clean water before we take her out. Bath time around here is all business, haha!! We only wash her hair a couple of times a week.
"We're talking about Texas. Somebody somewhere wants enough cocaine to forget they live there." -Archer


text:
Left Bank Books - Central West End (downstairs)
In the midst of a war between two galactic empires, a shapechanging agent of the Iridans undertakes a clandestine mission to a forbidden planet in search of an intelligent, fugitive machine whose actions could alter the course of the conflict.
Parking: Lots one block north and one block east; street parking (meters free after 7pm)
For directions and public transportation information, click here.
Location: Street: Left Bank Books - Central West End (downstairs) Additional: 399 N. Euclid Ave. City: Saint Louis, Province: Missouri Postal Code: 63108 Country: United States (added from IndieBound)… (more)


text:
"Well!!! Looks like we're all going to be inside for a while! What say we get the whole damned bunch together for a Party!!!! I'll play the records, Wheelie and the boys'll rock around the clock, we'll all party like it's 1999! Who's in?"
That is Shane, the great deejay and Buffalo Broadcasting Hall of Fame inductee, broadcasting on Facebook from Virginia, where he now lives. He included that classic photo. Wheelie is Big Wheelie from Big Wheelie and the Hubcaps. That is Wheelie on the right, and Shane with his arm around him.
Dear Shane, Brother Shane. It is fun to have him on Facebook. It is like having him on the air!
And as for that party ...
Buzz is in!
taggedMusic | Weblogs


text:
Car Forums / Acura / Acura MDX
Howdy, Stranger!
It looks like you're new here. If you want to get involved, click one of these buttons!
Volvo XC90 vs MB M Class vs Acura MDX vs Lexus RX 350 vs BMW X5 vs Cadillac SRX
meredith Posts: 578
This topic is a continuation of Topic 2274....
MB M-class vs Infiniti QX4 vs Lexus RX300 vs
Acura's new SUV. Please continue these discussions
here. Thanks!
Front Porch Philosopher
SUV, Pickups, & Aftermarket and Accessories Host
MB M-class vs Infiniti QX4 vs Lexus RX300 vs
Acura's new SUV. Please continue these discussions
here. Thanks!
Front Porch Philosopher
SUV, Pickups, & Aftermarket and Accessories Host
Good catch, Drew. The title should probably be changed to read "... vs Acura MDX" instead of "... new SUV". Maybe we should let this topic die out, and someone so inclined can start another comparison topic? Besides, this one didn't get too much discussion on the QX4, did it?
tskyplayer Posts: 3I know that I'm going to be condemned for caring but I have been told be several friends that the RX300 looks as if you couldn't afford the LX470. I am in the market for a SUV and I like the RX and the LX. However, I have to admit that once you start spending the amount of money that these two vehicles cost glamour and appearance does come into play. I think anyone who says different is a hipocrit. I know that the LX costs more but I could definitely get a 98 or maybe even a 99 for about the same price as a new RX.
Has anyone else in here heard these claims that the RX is less classy and like pinching pennies?
I've had it with suv shopping. Have test driven the Mazda tribute, the Acura MDX, Pathfinder (personal fav), new RAV4 (I have a '96), and today the ML320. Have ridden in the RX300 but not driven it. I have the good fortune of buying which suv I prefer, although my husband definitely has an opinion, which changes daily. Have never driven a MB before. Wow. It is a totally different vehicle from the others--a luxurious, smooth-riding tank. It feels very safe. Cosmetics is subjective, which is why I haven't been to the Lexus dealer. I prefer the boxier traditional suv look (ML320, Tribute, PF) as opposed to the aerodynamic minivan look (RX300, MDX.
Does anyone have knowledge as to which would be best for a sciatic nerve problem. I'm in the suv quite a bit, and my leg pain is getting worse. Would a power seat provide relief? A cushier seat (ML 320), or is the ride (stiffness) key?
Sorry for this ridiculous-sounding post, but I'm hesitant to make a decision if anything will make a difference (aside from lumber injections).
Your post is not ridiculous sounding at all. Many people have been down the same road that you have, which is why I created this topic a while ago.
The MB seats were orthopedically designed and are very comfortable for most people. I will point out that the M-class does ride firmer (like most German vehicles) than both the Lexus RX and Acura MDX, but if you felt that it was smooth and comfortable, I don't think you'll have a problem with it. Running boards or side steps can be fitted to the truck to aid entry and exit from the cabin. These accessories are also available on the MDX.
Try taking a longer test drive in the ML to see how comfortable you are with it on longer distances. To make sure that you are getting the true ride and handling characteristics of the vehicle check that that the tires on the test ML are all inflated to 29 psi, and that your test vehicle has (preferably) the Dunlop Grandtrek tires rather than the lower quality and harder General Grabber ST tires.
All but the base MLs have power seats, and the heated seat option (also available on the MDX and RX) will give you some back relief as well (like a heating pad) since it does heat the lower back as well as the seat bottom.
FYI, you can pick up a '00 ML320 with a substantial discount (over $2K at least) off MSRP right now since they're trying to clear out the '00 models for the incoming '01s (only minor changes). If you would like more information about the M-class, join us in the MB M-class topic.
Good luck!
Townhall Community Leader/Vans Conference
Pictures of my '00 ML320 can be seen at http://go.to/m-class . In the 1st gallery, you will also find '98 ML320s (without the ESP stability control system) that have been involved in accidents. All passengers survived without permanent injuries.
My wife had a similar sciatic nerve problem that sometimes made our '95 Honda del Sol VERY uncomfortable after 30 minutes of driving. This was the reason we sold it after owning it less than 1.5 years. Since then we have had upscale automobiles with well-designed, comfortable front seats. A key issue for her was making sure that the seating position was upright and well above the floor; not a seat that caused her legs to be nearly horizontal, such as in our del Sol or some other sports coupes.
We have had our MDX for almost 2 weeks, and she has had no problems with the front seats whatsoever. She finds them quite comfortable. I can't really comment as to how orthopedically correct the MDX seats are compared to the M-Class or the RX300. In your case, I would definitely recommend staying with an SUV model that is known for luxurious, or near-luxurious, accommodations; such as the M-Class, RX300, or MDX. It sounds like you can affort either one of these, from reading your post. On the other hand, I would be suspicious of the long-term comfort and support provided by the seats in a Tribute or RAV4. (You may know differently about the RAV4, since you own the 1996 model!) BTW, don't even consider a Grand Cherokee!
If you narrow your decision down to 2 or 3 models, ask to take an extended test drive, and then see if you can remain seated after the test drive as you ask some questions about interior features and controls. If you can remain in the same seat for 30 minutes with no discomfort, that should be a good sign.
As a final thought, I would tend to side with Drew regarding the M-Class seats. Although we bought an MDX, I am biased toward European interior design. I think the European manufacturers (MB, Volvo, Audi, BMW, etc) generally do a better design of their front seats than domestic or Japanese manufacturers. However, I would be surprised if the MDX or RX300 seats present a problem to you, and they both ride a little smoother (RX300 the smoothest) than the M-Class. That is why you should do an extended test drive.
rxcure Posts: 33As a frequent reader but rare poster, a large fraction of my posts have ended up being directed against what I've seen as overly Rah-Rah comments by Drew on the ML. Thus I feel compelled to weigh in with praise on the very helpful and balanced points Drew made in #6 -- thanks for sharing your knowledge in a way that makes the world a better place ;-)
bmw888 Posts: 3Sounds like you and your friends are just a bunch of elitist ! Call me a hypocrite if you want but I traded in my LS400 for a RX300. I really don't care what people think, I drive what I want, not what others think about what I should drive. You should read "The Millionaire Next Door", there's a reason why these people have a lot of money. They're not interested in impressing their friends.
Regarding post #4: Yeah, buying the RX300 is just like pinching pennies. In fact, I couldn't help but feel like I was on food stamps when I bought our MDX. It's not an LX470 or a Range Rover, but somehow, we'll still find a way to make do. We'll do our best to hide it from our friends so that we don't get too embarrassed.
Sorry, couldn't help myself! ;-) Sarcasm aside, if the RX300 meets all your functional needs, then WHY consider spending so much more money on the LX? (...or the same amount on an older LX that has little warranty remaining? Older trucks tend to rattle more than new ones!) If you don't plan to use the 3rd row seats, if you don't need the extra ground clearance, if you aren't needing the trail riding capabilities, etc.; the RX300 seems to be a very luxurious vehicle that will provide better on-road driving characteristics, better acceleration, much better fuel economy, and lower emissions than the LX.
Also, I don't consider ANY Sport Utility Vehicle or Truck to be "glamorous", no matter how big it is, or how much leather, wood, and chrome is included. The LX admittedly has some look of class to it, but it is nevertheless a big, boxy truck-based vehicle. I might consider a Jaguar XK8 or MB CLK430 convertible to be glamorous, or maybe an Audi TT, but certainly not any SUV. If image and "looks" are the biggest concern in an SUV purchase decision, many would consider the X5 to be a better choice. It would also be much more fun to drive.
sphan1 Posts: 1On Saturday, September 16, 2000 I purchased an Infiniti QX4 4WD from Glendale Infiniti. I'm happy with the car; however, I'm extremely disappointed with the dealership with regards to two aspects: (1) lack of honesty and integrity of the sales manager and (2) poor quality of service.
Tim Benton was the sales manager handling this transaction. He initially quoted me a price of $650 over invoice. However, after about half an hour of negotiation, we agreed on a price of $400 over invoice. Despite this verbal agreement, he still charged me $650 over invoice. Given the excitement of buying a new luxury car I overlooked the price and signed on the dotted line. I did not realize this discrepancy until I came home that evening and had a chance to review the sales contract in detail. Subsequently, I phoned Tim to discuss the possibility of creating a new contract. However, his defense was that I signed the contract so therefore I'm stuck with the price. He was neither apologetic for the key entry error (if you can even call it that) nor was he willing to change the contract. I was disgusted to hear such a response and even more disappointed in myself for trusting him. I felt betrayed. Knowing how upset I was, he finally agreed to contact the general manager to inquire of the possibility of changing the contract. At this point, I decided that I could no longer trust him and needed to take matters into my own hands. After numerous phone calls and messages left, I finally got a hold of the general manager who indicated that he knew nothing of the issue (i.e. Tim did not contact him) but assured me that it was a simple mistake to correct. Thus, a new contract was created with the correct price. When I arrived at the dealership to sign the new contract, Tim walked out the other door without even acknowledging me. This validates my perception of his business ethics, or lack of thereof, by not admitting his mistake.
The second issue I had with Glendale Infiniti related to the poor quality of service of the Service Manager, Roy, and the Customer Service Representative, Cheri. When I took possession of my car, there was a scratch on the side mirror and some markings on the bumper. Tim granted me a Due Bill to come back and have the scratch buffed away and the markings removed. In addition, I needed wheel locks to be installed. Hence, I called Roy to schedule a time to bring in the car for service and indicated that I needed a loaner car to get home. He assured me that it was not a problem. However, when I did come in, he did not have a loaner available. In addition, he claimed that he knew nothing about the Due Bill (sales department did not forward the Due Bill to the service department). The lack of internal communication at Glendale should not be my problem. Yet, I ended up paying for the poor communication such that I had to wait for over an hour before they got me a loaner car. To top this off, the loaner was an '89 Thunderbird!! So essentially, I drove in with a 2001 brand new Infiniti and drove out with a clunker! It was pathetic! In addition, when I picked up my Infiniti, it was filthy because the dust from the buffing landed on the dash board and no one cared to clean the car before returning it to me.
As if the aforementioned was not enough drama, I later spoke to a Customer Service Representative who essentially doubted everything that happened. Apparently, she spoke to Tim and Roy and received their version of the stories. As a Customer Service Representative, she should not have even doubted my complaints. She should have been apologetic and offer to do whatever it takes to win back my trust. Instead, she reacted the exact opposite – she said that there was nothing she could do and that it was my prerogative if I wanted to notify other consumers of my bad buying experience. I thought Infiniti differentiated itself from Nissan by the quality of services it provided, but I was proven wrong.
I hope this message will allow other consumers to learn from my mistakes. If you have further question, feel free to write me at email@example.com
Sincerely disappointed.
Wow! Looks like this discussion group is nearly on its deathbed! Time to see if "Dr. cotmc" can revive it.
Any comments pro or con about the new Car & Driver SUV Review. Someone reported in the MDX discussion group that the new issue rates 7 mid-sized upscale SUVs against each other. I have not yet had a chance to read this article. The reported top 3 finishers?
SUVs 4-7 included the ML320, Montero, QX4, and Discovery. I don't know the finishing order for these 4 models.
Since I personally chose an MDX after testing it against the RX300 and ML320, I am not surprised it won. It's not unnatural for the new kid on the block to win, especially when it offers great value. However, I AM surprised that the ML320 was not among the top three finishers. With the X5 finishing #2, it makes me wonder how much importance road handling figured into the equation versus utility and cargo capacity?
I find Car and Driver to be one of the more respectable automotive magazines (as compared to Motor Trend), and so I am looking forward to reading this article very soon.
johnskev Posts: 98i come quickly to rescue the reputation of infiniti. i purchased my qx4 from jim lupient infiniti in golden valley MN. as a first time vechile buyer, i was slightly intimidated making my way into an infiniti dealership. but the jitters ceased quickly. i was given the respect of any other shopper even with my young age (not true at the nissan dealership or mercedes dealership). no pressure was put on me and though i found out i could've negotiated lower, my salesdude was very helpful on getting me the deal i requested. as for the service department, i'm a little bit at ends. the service aren't exactly the most congenial people, but the service is extraordinary. i ordered a tow hitch which was installed about 4 weeks after i purchased my qx4, which merited a loaner. i received my loaner immediately and also received the courtesy vehicle cleaning on my qx4. my salesdude has been extremely responsive to any question or concern i've had, from simply wanting the dealership sticker removed from the vehicle to getting floormats to recommended service on my qx4.
most often, bad experiences are heard loud and reach far, but good experiences often not mentioned. it's true that good service is expected from infiniti, and i expect just as much if not more than others, but don't let one post ruin infiniti's reputation. thanks all.
on a side note, are you happy with your qx4? mine could not be better, especially as a first time vehicle buyer.
silly1040 Posts: 48I went to five dealerships when we went shopping for my wife's new car. Acura and Infiniti salesman where quick to try and collect the security deposit. "Only $500 or $1000 will hold a car of your choosing, and you better do it today because theses cars are flying off the lot." I felt that I was on the lot of a typical car lot.
Mercedes, BMW, and Lexus were very refreshing. After showing the car/SUV and going for a test drive, the salesman would give us a brochure, his card and ask that we call if we had any questions. NO pressure at all. NO tricks. NO rush. What a delight to shop for a car and have the salesman be available to answer questions. When it's time for my new car you can bet I'll be going to one of these three.
gpvs Posts: 214What I hate about buying is when the salesperson you're talking to will send in the "closer", a more experience salesperson. And they seem to try to confuse you with their prices, especially when you have a trade-in. A lot of people get confuse there and that's when you think you had a good deal. They somehow count backwards or something.
I have bought from a Land Rover "Centre" and Mercedes Benz and I have, on each occassion, no pressure whatsoever from the sales people there.
The LR salesperson even did the financing from his desk. Didn't have to talk to another person. It only took me less than a couple of hours to complete the transactions, from the test drive to driving my new car out the lot, from both these dealerships.
wmquan Posts: 1,817Everyone's mileage is going to vary. I have friends who have been treated very condescendingly at MB and Lexus dealerships. I have heard some amazing stories about great treatment from Infiniti dealerships.
I don't think anyone can be sure about how they'll be treated at a particular brand's dealership until they show up there; you may be missing out on something good if you bypass it.
Nevertheless, I would agree that there is probably a greater probability of less-than-ideal sales treatment at a random Acura dealership than, say, a BMW dealership. Too much of that Honda-the-car-that-sells-itself attitude, and too many salespeople who are making most of their commissions pushing relatively low-end Integras.
psherrod Posts: 11I'm sorry you had such a bad experience with your Infiniti dealer. My experience with Infiniti of Nashville was excellent.
In a couple of weeks you will receive a customer satisfaction survey card directly from Infiniti. You should give the dealer "poor" ratings on the appropriate categories and attach a written description of what happened. I understand that Infiniti of America takes these comments VERY seriously. I would expect them to contact you after receiving your evaluation.


text:
"Lightning" Lee Murray is a former street fighter from London, England turned mixed martial arts fighter who eventually earned fame as a bank robber. He was sentenced to ten years in jail in June of 2010 for a 2006 crime where he and other accomplices took £53 million in an armed raid in Kent, UK. The heist was an international incident covered widely by media of all countries. Time, Inc. announced in 2008 a movie is being made about Murray and the theft. Murray amassed a career mixed martial arts of 12-2. He holds notable wins over the UFC's Jorge Rivera and "Pele" Jose Landi-Jons. He has a notable loss, his last fight, to current UFC middleweight champion Anderson Silva.
|Place of birth
|London, England
We'll email you a reset link.
If you signed up using a 3rd party account like Facebook or Twitter, please login with it instead.
You must be a member of MMA Fighting to participate.
We have our own Community Guidelines at MMA Fighting. You should read them.
You must be a member of MMA Fighting to participate.
We have our own Community Guidelines at MMA Fighting. You should read them.
Choose an available username to complete sign up.
In order to provide our users with a better overall experience, we ask for more information from Facebook when using it to login so that we can learn more about our audience and provide you with the best possible experience. We do not store specific user data and the sharing of it is not required to login with Facebook.


text:
July 31, 2014
Stay up-to-date with KAKE News:
January 18, 2013
Douglas County authorities said the death of an 8-year-old girl is a case of accidental drowning.
Sheriff's deputies were called to the home near Baldwin shortly before 10:00 p.m. Thursday.
Brittney Nichole Kennon was found unconscious in a bathroom. A neighbor and emergency medical workers performed CPR but couldn't revive her.
Kennon, who had a history of health problems, lived with her grandparents.