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The Harassment and Sexual Misconduct Board exists to ensure that all students, faculty, staff and guests can work, study, and enjoy the society of the College community without being subjected to harassment or sexual misconduct.
Harassment is prohibited by Hamilton College policy and by federal laws such as Title VII and Title IX. All members of the community are expected to conduct themselves in a manner that does not infringe upon the rights of others. The Hamilton College Harassment and Sexual Misconduct Policy has been developed to reaffirm these principles and to provide recourse for those individuals whose rights have been violated. This policy serves as a means to determine, after the fact, if behaviors trespass on community values. By educating the Hamilton community about this policy and encouraging a clear understanding of the College's expectations, the Board also hopes to prevent violations.
Hamilton College affirms every individual's right to freedom of expression, and fosters the culture of tolerance and civility necessary to fulfill its educational goals. The academic freedom of an educational institution can create a tension with the prohibition of harassing behaviors. Hamilton College does not consider visual and/or aural demonstrations, depictions or conduct to be sexual harassment when there is a legitimate pedagogical context, such as material having an appropriate connection to course subject matter.
In order for individuals to engage in sexual activity of any type with each other, there must be clear consent. Consent is permission, freely given by word or action, by both participants in a sexual activity. Since two people may experience the same interaction in different ways, it is the responsibility of both parties to make certain that the other has consented before engaging in any sexual activity. Silence cannot be assumed to show consent. Consent to some form of sexual activity cannot be automatically taken as consent to any other sexual activity and consent may be withdrawn at any time. Persons using alcohol or other drugs are considered unable to give consent if they cannot appreciate the nature and implications of a sexual interaction. All individuals who consent to sex must be able to understand what they are doing. In order to give consent, one must be of legal age, which is 17 in New York State.
Consent cannot be procured by use of physical force, compelling threats, intimidating behavior, or coercion. Coercive behavior differs from seductive behavior in the type of pressure someone uses to get consent from another. When someone makes clear that he or she does not want sex, wants it to stop, or does not wish to go past a certain point of sexual interaction, continued pressure beyond that point is coercive.
Persons who have sexual activity with someone whom they know to be - or could reasonably be expected to know to be - mentally or physically incapacitated (substantially impaired by alcohol or other drug use or unconscious) are in violation of this policy. This policy also covers someone whose incapacity results from mental disability, sleep, involuntary physical restraint, or from the taking of so-called "date rape" drugs. Possession, use and/or distribution of any of these substances (including Rohypnol, Ketomine, GHB, Burundanga and others) is prohibited, and administering any of these drugs to another for the purpose of inducing incapacity is a violation of this policy.
Sexual misconduct is prohibited, in separate ways, by New York State law and Hamilton College policy. Thus, offenders may be prosecuted under New York State criminal statutes and subject to disciplinary action by the College. The College may choose to pursue disciplinary action while criminal action is pending, or even if criminal justice authorities choose not to prosecute.
Individuals or groups who have been harassed, or are victims of sexual misconduct as defined above, have recourse through the grievance procedures of the College established by this Policy. These grievance procedures apply to complaints regarding incidents taking place either on the Hamilton College campus or at College-sponsored events off campus.
The Harassment and Sexual Misconduct Board stands ready to respond to complaints in a variety of ways. Anyone who wishes to discuss a concern may approach any individual member of the Board. The privacy of all parties to a complaint of harassment or sexual misconduct must be strictly respected by the Board and by supervisory Senior Staff member, unless strict privacy interferes with the College's obligation to investigate fully the allegations and to record statistics in keeping with the law. Where extended disclosure is warranted, privacy will still be tightly controlled on a need-to-know basis. Dissemination of information and/or written materials to persons not involved in the complaint resolution procedure is not permitted. Campus clergy and professionals in the Counseling and Health Centers, including emergency medical technicians (EMTs), are the only Hamilton College employees who can offer legally protected confidentiality.
The College will not inform students' parents or guardians of their involvement in a complaint of harassment or sexual misconduct unless they are in major medical, disciplinary, or academic jeopardy, but students are strongly encouraged to inform their parents or guardians. College officials will directly inform a student's parents or guardians when requested to do so by the student.
If a complaint is initiated with an employee as respondent, or if a Senior Staff member or Director of Human Resources requests the involvement of the HSMB regarding an employee matter, the Title IX Coordinator and/or HSMB Chair will convene a subcommittee of non-student members of the Board for the purpose of conducting an investigation. At the conclusion of the investigation, the investigation subcommittee will issue to the Chair and relevant Senior Staff member a written report of the evidence gathered and of its findings. The Chair and Senior Staff member will then consult to determine the next appropriate action. If there is a conflict of interest involving the Senior Staff member, the investigation subcommittee will issue its report to the Chair and the President. In the event of a conflict of interest involving the Chair or the Title IX Coordinator, the Senior Staff member or President will appoint another non-student member of the HSMB to oversee the process.
The complainant has the option of three levels of response by the Harassment and Sexual Misconduct Board, which are briefly described below.
A member of the community may talk with any member of the Board about the College's process regarding harassment or sexual misconduct. If they wish, a friend or advisor may accompany them.
Under Title IX, however, an investigation would be deemed necessary when any alleged cases of non-consensual sexual misconduct or sexual harassment involving students are reported to a Board member or College employee.
Allegations of sexual misconduct will not be addressed through mediation, but may be addressed through a formal complaint.
In the case of harassment, a complainant may request a referral to a campus mediator (e.g., a member of the Counseling Center staff or Human Resources) who will try to facilitate understanding of the nature of the complaint by the respondent, clear up misunderstanding, and resolve the complaint while maintaining confidentiality. Mediation is particularly appropriate when the complainant wants help in addressing the issue without pursuing formal action.
A person who desires mediation should notify the Chair and/or the appropriate Senior Staff member in writing, outlining the complaint and requesting mediation. The Dean of Students or the Dean's designee will respond, with the Chair, to complaints brought by one student against another. The Dean of Faculty or the Dean's designee will respond, with the Chair, to complaints against members of the faculty. The supervising Senior Staff member will respond, with the Chair, to complaints brought against a member of the staff or administration. The Chair and Senior Staff member will meet with the complainant and refer the complaint to a trained campus mediator. A person seeking mediation must agree to be identified to the respondent. A campus mediator will begin mediation efforts promptly and will report to the Chair that the mediation occurred. Complainants are strongly encouraged not to discuss the complaint with other members of the community, except as required by the need for psychological counseling.
At the conclusion of a successful mediation, both parties will sign a statement agreeing that the mediation was successful and that no further action will be taken under this policy. If the mediation is unsuccessful, the complainant can proceed to a formal complaint and hearing within six months of the mediation. A copy of the signed statement will constitute the record of the mediation.
An individual may file a formal complaint by submitting to the Chair a signed written statement, including the time, place and nature of the alleged offense and the name of the respondent, at a minimum.
This will activate the Harassment and Sexual Misconduct Board Procedures and will involve the Chair, the appropriate Senior Staff member, the Title IX Coordinator, an investigation subcommittee of the Board, and the Hearing Committee of the Board. The Dean of Students or the Dean's designee will respond, with the Chair, to complaints brought by one student against another. The supervising Senior Staff member will respond, with the Chair, to complaints involving members of the faculty, staff, or administration. Once a formal complaint has been filed, a request by a student respondent to withdraw temporarily or permanently from the College will not be approved until the investigation and hearing processes have concluded.
The Harassment and Sexual Misconduct Board shall be composed of at least eight and no more than 12 members appointed by the College's Title IX Coordinator to staggered terms of two years in the case of student members and three years for non-student members. Each year the current Board will solicit applications and nominations and will recommend members who will serve in the following year. All members of the community may nominate individuals for Board membership provided the nominees are willing to serve if appointed. Every effort will be made to maintain a gender balance on the Board, which will include students and members of the faculty, administration, staff, and maintenance and operations. At least one member of the Board will be a tenured faculty member and at least one a student.
In consultation with the outgoing Chair, the Title IX Coordinator shall appoint new members to the Board and designate the new Chair before the start of the fall semester. Normally, the Chair will be a tenured member of the faculty. The Title IX Coordinator shall arrange for the Board members to receive training in a timely fashion. The term of appointment for new members shall begin with the first meeting of the Board in the fall semester.
The Chair will annually appoint a three person hearing committee composed of at least one student and two other Board members to conduct hearings of the Board. The Chair is a non-voting member of the Hearing Committee who presides over the hearing. Normally, to be eligible to serve on the Hearing Committee, each member must have served for at least one year on the Board. The term of appointment to the Hearing Committee will be one year. If any vacancy on the Committee occurs during the academic year, or if the Chair determines that a legitimate conflict of interest exists between a member of the Committee and a party to a complaint, the Chair may request that the Board nominate a replacement from those members of the Board eligible to serve.
If, pursuant to a formal complaint, the respondent accepts responsibility for a violation of this policy, or if the Hearing Committee finds him or her responsible, various sanctions, ranging from a warning to permanent separation from the College (in the case of students), may be imposed. Individuals found responsible for violation of the College policy on Non-consensual Sexual Penetration should expect to be separated from the College. Individuals are encouraged to bring complaints forward in a timely manner, as it becomes difficult to establish the facts of the complaint as time passes.
Unless the respondent accepts responsibility for the alleged violation or the facts are uncontested, Hamilton College uses an investigation model to resolve complaints of harassment and sexual misconduct. Upon receipt of a formal complaint, the Chair and Title IX Coordinator will meet with the complainant and explain the investigation procedures that will be followed. The Chair and Title IX Coordinator will meet with the respondent to provide notification of the complaint and the procedures that will be followed.
All parties and witnesses will be interviewed and evidence collected by a trained investigation subcommittee that includes two members of the Board (who are not Hearing Committee members) and a representative from Campus Safety. The investigation subcommittee will usually have a male and a female member. Typically, an investigation will be concluded within two weeks of receiving a complaint.
In addition to interviewing and gathering written statements from the complainant and the respondent, the investigation subcommittee will interview and gather written statements from witnesses for the complainant and for the respondent who have information relevant to the investigation. The respondent must participate in all proceedings, and will be required to answer truthfully all of the questions posed during the investigation and any hearings. Students who fail to do so may face disciplinary action under the Student Code of Conduct.
It is the responsibility of the investigation subcommittee to take custody of, and arrange safekeeping for, any physical evidence to be used in making a finding, though evidence related to the commission of a crime will be handled by appropriate law enforcement authorities. At the conclusion of the investigation, the subcommittee will issue to the Chair and Title IX Coordinator a written report of the evidence gathered and investigation findings. A member of the subcommittee will meet with the Chair and Title IX Coordinator to review the written report. The Chair and/or Title IX Coordinator will then meet with the complainant and respondent separately to review the findings.
In resolving all formal complaints of harassment and sexual misconduct, the complainant and the respondent will be notified in writing of the findings (material facts, evidence, credibility determinations and the reasons why the committee determined that the standard of evidence was or was not met) and any sanction(s). When the College receives complaints of sexual misconduct, a brief public announcement may be sent regarding the nature of the violation and the action taken, using no names. Certain college administrators (e.g., the College President and Director of Campus Safety) may be informed on a privacy basis. If an act of alleged harassment or sexual misconduct is reported to a Senior Staff member and there is evidence that a felony has occurred, local police will be notified. This does not mean that charges will be automatically filed or that a victim must speak with the police, but the College is legally required to notify law enforcement authorities. The College must also report statistics concerning the occurrence on campus of any of six major violent crimes, including certain sex offenses, in an annual report of campus crime statistics. This statistical report does not include any personally identifiable information.
In all complaints, each party has the right:
a. to a timely investigation (typically within two weeks) and appropriate resolution of all complaints of harassment and sexual misconduct deemed credible by the Chair and appropriate Senior Staff member and made in good faith to College administrators;
b. to receive the counsel and support of an advisor of his or her choice, who may be a designated member of the Board or another member of the Hamilton community, throughout the hearing process. Neither Hearing Committee members nor attorneys may serve as advisors. The advisor may consult with the advisee but may not speak on behalf of the advisee unless directed to answer questions raised by Committee members or to assist the advisee with questioning, as defined in the Hearing procedures (E.10 and 11);
c. to bring an advocate or advisor to all phases of the investigation and hearing process;
d. to be notified of the finding and any sanction following any hearing involving harassment or sexual misconduct, usually within 24 hours of the end of the hearing;
e. to seek the professional counsel of an attorney at his or her own expense and to have access to the attorney at every stage of the hearing process. The attorney will not be permitted to be present at the hearing itself, during conversations between the Senior Staff Member or Title IX Coordinator and Chair, or during interviews between members of the investigation subcommittee and the respondent or the complainant;
f. to medical and emotional support (in the case of students) from the Student Health Service, the Counseling Center, and/or trained advocates;
g. to an expeditious review of the complaint and timely hearing conducted in the manner described in the Harassment and Sexual Misconduct Board Procedures;
h. to identify witnesses who may be called at the hearing;
i. to have irrelevant information concerning his or her sexual history, character, or incidents not directly related to the complaint, excluded from the hearing. The Chair and Title IX Coordinator may determine that evidence demonstrating a pattern of behavior directly related to the alleged violation is admissible information;
j. to testify, orally and/or in a written document;
k. to make an opening and closing statement in the event of formal proceedings;
l. to submit a written impact statement and to have that statement considered by the Hearing Committee and/or the Chair and Senior Staff Member in determining the sanction;
m. to review all documentary evidence available regarding the complaint, subject to the confidentiality limitations imposed by state and federal law, at least 48 hours prior to the hearing;
n. to be informed of the names of all witnesses who will be called to give testimony, at least 48 hours prior to the hearing;
o. to preservation of privacy, to the extent possible and allowed by law;
p. to a hearing closed to the public;
q. to petition the Chair that any member of the investigation subcommittee or Hearing Committee be removed on the basis of demonstrated bias or conflict of interest;
r. to appeal the finding and any sanction, in accordance with the standards for appeal established by the Harassment and Sexual Misconduct policy;
s. to be fully informed of campus judicial rules and procedures as well as the nature and extent of all alleged violations contained within the complaint;
t. to have the College compel the presence at the hearing of student, faculty and staff witnesses, to ask questions, directly or indirectly, of witnesses (including the respondent or complainant), and to challenge documentary evidence;
u. to be present for all testimony given and evidence presented before the Hearing Committee;
v. to have complaints heard by Hearing Committee members who have received annual harassment and sexual misconduct adjudication training;
w. to have College policies and procedures followed without material deviation;
x. to be informed in advance of any public release of information regarding the complaint;
y. to have any personal information about the complainant withheld from the public and not released without the complainant's consent.
a. To be informed by college officials of options to notify proper law enforcement authorities, and the option to be assisted by campus officials in notifying such authorities;
b. To have limitations placed on the respondent regarding contact with the complainant while the complaint is being reviewed. These limitations may include, but are not limited to, a separation of the working, living, and/or academic arrangements of the complainant and the respondent;
c. To give testimony in a campus hearing by means other than being in the same room with the respondent;
d. To be informed of options for, and assistance in, changing academic and living situations after an alleged harassment or sexual misconduct incident, if so requested by the victim and if such changes are reasonably available (no formal complaint, or investigation, campus or criminal, need occur before this option is available). Accommodations may include:
• Change of a student's housing to a different on-campus location;
• Assistance from College support staff in completing the relocation;
• Exam (paper, assignment) rescheduling;
• Taking an incomplete in a class;
• Transferring class sections;
• Temporary withdrawal;
• Alternative course completion options.
1. The Hearing Committee reviews all materials from the investigation privately prior to the hearing.
2. The hearing is called to order with the complainant and the respondent present, with their advisors, unless alternative hearing procedures separating the parties are in place. Witnesses are not present at this point, and are kept sequestered outside the hearing room.
3. Participants introduce themselves and their role in the hearing.
4. Rules of the hearing and hearing procedures are explained by the Chair.
5. All participants are admonished that: (i) they are expected to be truthful (and may face judicial consequences if they are not); (ii) no one may speak unless recognized by the Chair who has full authority over the proceedings; (iii) the proceedings are confidential and should not be discussed outside of the hearing room; (iv) the Chair is responsible for ensuring that these procedures are followed. Each witness called into the hearing room is instructed on the requirement of truthfulness.
6. The Chair introduces the formal charge (reads first section of charge) and identifies the policies allegedly violated.
7. The complainant is asked to make an opening statement. Specific comments should be directed to areas of agreement/disagreement with the investigation report.
8. The respondent is asked to make an opening statement. Specific comments should be directed to areas of agreement/disagreement with the investigation report.
9. The committee may ask questions of the complainant; the respondent may ask questions of the complainant. At the request of the respondent, with permission from the Chair, the advisor for the respondent may submit written questions to be asked of the complainant by the Chair.
10. The committee may ask questions of the respondent; the complainant may ask questions of the respondent. At the request of the complainant, with permission from the Chair, the advisor for the complainant may submit written questions to be asked of the respondent by the Chair.
11. The complainant may call witnesses.
12. The complainant's witnesses are questioned by the complainant, the committee, and the respondent.
13. The respondent may call witnesses.
14. The respondent's witnesses are questioned by the respondent, the committee, and the complainant.
15. Any witnesses who need to be recalled and re-questioned are called and then excused.
16. The complainant is given the opportunity to make a closing statement.
17. The respondent is given the opportunity to make a closing statement.
18. The Chair confirms that neither the committee, the complainant, nor the respondent has any further questions.
19. Any impact statements are submitted in writing at this point.
20. The hearing is adjourned. Only the committee members and the Chair will remain for deliberations.
21. The committee determines first, by majority vote, if the respondent is responsible for violation of the policies identified in the charge, by the "more likely than not" standard.
22. If the committee finds that the evidence supports a finding that the prohibited conduct more likely than not did occur, it will issue a finding that the respondent violated College policy. The "more likely than not" standard is met when evidence in favor of the finding of culpability outweighs the evidence against such a finding even by only a very small amount.
23. A finding of culpability will trigger the committee's consideration of sanctions. In weighing appropriate sanctions the committee may consider, among other things, the strength of the evidence supporting culpability.
24. The committee recommends any sanction(s) to the College Officer who makes a final decision. The committee provides a clearly articulated rationale based on findings and the committee's judgment on appropriate action.
25. Within 48 hours after receiving the committee's recommendation, the Chair and the College Officer will convene the parties and orally report the finding and any sanctions, explain appeal options, and explain how sanctions will be implemented. The Chair will deliver to the complainant and the respondent a written summary report of the finding and any sanction.
26. A recording shall be kept of the hearing. This document is an internal College record to be made available to the Appeals Board or to the President by the College Officer. A student preparing an appeal will also be allowed to listen to the tape, under the supervision of the Dean of Student's designee. This tape is destroyed after adjudication or decision in any appeal.
Appeals of a Harassment and Sexual Misconduct Board decision are heard by a two-member subset of the Appeals Board (Appeals Panel) consisting of the Chair of the Appeals Board and one other faculty member from the Appeals Board, determined by the Appeals Board Chair. In cases where the two members do not agree, the 3rd Appeals Board member will review the case and make a determination. If there is a conflict of interest, a student Appeals Board member shall be appointed.
The Appeals Panel will not substitute its own judgment for that of the hearing committee and/or officer, nor will it concern itself with the possibility that others might have arrived at a different judgment. Its terms of reference extend only to investigation of the procedures by which the original judgment was reached. Decisions of the Appeals Panel are final.
Any party to a Harassment and Sexual Misconduct Board decision may request an appeal within one week of being informed in writing of that decision. Respondents who accept investigation findings may only appeal on the basis of sanction. The appeal must be made in writing to the Chair of the Appeals Board, and must state in detail the reasons for the appeal. The Chair will inform the Senior Staff member and Chair of the Harassment and Sexual Misconduct Board that an appeal has been made and will invite the Senior Staff member and Chair to make written statements to the Appeals Panel. Where an appeal is requested by the respondent party, the complainant will be invited to respond if he or she chooses. Where an appeal is requested by the complainant party, the respondent will be invited to respond.
Within one week of receipt of the appeal, the Chair will convene the Appeals Panel to determine whether the appeal will be considered. In making that decision, the Appeals Panel will have access to the written records of the case. Acceptable grounds for an appeal are limited to:
New evidence not available at the time of the original hearing that could be outcome determinative must be brought to the attention of the Harassment and Sexual Misconduct Board for consideration before the complaint can be presented on appeal.
If the Appeals Panel decides to consider the appeal, the Chair will schedule another meeting for consideration and disposition of the appeal. The Appeals Panel will have access to the records of the hearing. Normally, the parties, Senior Staff member and Chair will not appear before the Appeals Panel, though they may be summoned at the discretion of the Chair.
The Appeals Panel may decide:
The parties and the Officer and Chair will be informed in writing of the decision and of the grounds for the decision. The record of the appeal will consist of the letter of appeal, the written statements from the parties, Senior Staff member and Chair; the written decision whether to hear the appeal and the outcome of the appeal. This record will be appended to the written record of the original decision and will be kept with it.
The Title IX Coordinator shall keep only such records as are needed for the Board's annual report. The Senior Staff member and the Title IX Coordinator shall keep on file in his or her office for seven years from the date of the filing of the formal complaint, copies of the written statement of the complainant, the respondent, and the action taken by the Senior Staff member.
At the end of each academic year, the Board shall submit a report to the Title IX Coordinator. Its report shall include the number of individuals who came to Board members for help, the number of requests for mediation, the number of formal complaints that were lodged, and the kinds of behavior that gave rise to the complaints. The Title IX Coordinator shall make it public at the beginning of the next academic year. The report shall not mention the name of any individual or identifying details of any case.
Members of the community may suggest changes to members of the Board or the Title IX Coordinator, who shall bring them to the Board for discussion. Final policy changes are to be approved by the President.
Portions of this policy were adapted from policies of NCHERM, SUNY University at Buffalo and Skidmore College, and is in keeping with Title IX procedures and the April 4, 2011 "Dear Colleague" letter from the U.S. Department of Education's Office of Civil Rights.. This policy was revised on May 20, 2013.


text:
Circa 1900
A frosted and wheel-cut pendant fixture with nickeled brass fittings custom made in the Remains Lighting Workshop.
Current height: 31"
Overall: 5" diameter
Can be UL listed for use in dry environments
Single Edison socket, maximum 60 watts
1 fixture total available.
On display at our 28th Street showroom.

subset: commoncrawl


text:
If you read The Death of Twitter post on this blog, then you have to see this video.
Kudos to Crunchgear's Nicholas Deleon and his brother Gabriel. Fall down funny.
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With code reformatting and script summaries, SQL Prompt makes even the most garbled queries readable. You can set SQL Prompt to use the coding conventions you prefer, so it's simple to keep developers working to the same standards.
Powered by: SQL Prompt
Generate realistic test data fast:
- Future-proof your databases: test your databases with large quantities of realistic data, to make certain that they'll stand the test of time.
- Comply with privacy legislation: generate plausible data for database demos, so you can show customers how your applications perform without sharing sensitive information.
SQL Data Generator looks at table and column names, fields, data types, and other constraints, to provide sensible data generators for your databases. You can also customize the data generators to meet specific requirements.
Powered by: SQL Data Generator
Dynamic dependency tracking within SSMS:
- Dynamic exploration: drill down into areas of complexity, choose from multiple layouts for easier tracking, and filter objects to make the diagram simpler to use.
- Work from SSMS: right-click a database or object in the Object Explorer to analyze its structure as you're working.
SQL Dependency Tracker provides an immediate insight into the structure of the databases you work with, without the need for expert knowledge of how it was originally put together. You can generate diagrams as you work, and explore them in as much depth as you need.
Powered by: SQL Dependency Tracker
Move straight to the code you need to work with:
- Find every example: SQL Search pulls out each instance of a particular reference or line of code from your database, so you can be confident you've made every change you need.
- Jump straight to their location: move directly from SQL Search's results window to the relevant location in the Object Explorer.
SQL Search takes the hassle out of finding code in large databases. You can run it within SSMS, locate every example of a piece of code you need to deal with, or every reference to an object you're working on, move straight to their location in the Object Explorer, and get on with your work.
Powered by: SQL Search
Locate and correct errors in database structure:
- Pull out database differences: SQL Compare finds every difference in database structure and highlights the precise sections of code that are at odds, helping you to isolate any errors.
- Bring databases in line fast: once you've found the errors you want to correct, it takes only a few clicks to generate a SQL script to fix them, or to apply the changes from the UI.
To help you locate errors, SQL Compare rapidly detects differences in database structure. It provides a side-by-side comparison of your database objects, highlights the differences, and can automatically sync problematic differences.
Powered by: SQL Compare
Precise database fixes:
- Work at the row level: sync data at whatever level you need – table, column, or row.
- Quickly generate fix scripts: create scripts to bring your data back in line.
SQL Data Compare offers fine-grained data syncing for SQL Server databases, making it ideal for rapid, precise repairs to your databases. It highlights the differences it finds in your data, so you can also use it for error detection.
Powered by: SQL Data Compare
Root out database errors fast:
- Error highlighting: SQL Prompt's find invalid objects function lists the reason an object is invalid alongside the object's name and type.
- Simple fix verification: to double-check that your fix has worked, just refresh the find invalid objects list.
SQL Prompt scours your databases for any invalid objects, so you can have complete confidence that they function as intended. The find invalid objects list specifies the errors that SQL Prompt finds, and provides a convenient means to check your corrections have worked.
Powered by: SQL Prompt
Powerful change tracking within SSMS:
- Simple, safe versioning: check comments for each change and the precise details of the SQL script involved before accepting an update.
- Risk-free experimenting: try out changes on your local version, and if they have unforeseen or unwanted consequences, reversion involves a few clicks, rather than major redeployment.
SQL Source Control makes it easy to share changes with your development team, simple to understand the updates you're accepting, and hassle-free to undo changes you don't want to commit.
Powered by: SQL Source Control
Pinpoint troublesome code anywhere in your database:
- Thorough coverage: find SQL fragments in stored procedures, functions, views, and more.
- Precision searches: specify the servers, databases, and types of objects you want to search.
SQL Search plugs straight into SSMS, allowing you to track down the objects you need to work on without interrupting your workflow.
Powered by: SQL Search
Keep an accessible, detailed history of database revisions:
- Check change history from SSMS: inspect the date and author of each change, alongside their comments on the update.
- View detailed differences in your code: examine the differences through a code view that highlights each change for each revision.
SQL Source Control keeps a complete record of every change to your database as it's made. Change history is easily accessible from SSMS, so you can keep track of how your databases have evolved for reporting, standards compliance, or auditing checks.
Powered by: SQL Source Control
Record database changes in a simple format:
- Export dependency information: print your diagrams, or export dependency information as an image, PDF, or XML file.
- Track database evolution: keep an easily understandable record of each phase of your database's life-cycle, for archiving, reporting, or auditing.
Because SQL Dependency Tracker provides a detailed but high-level view of database structure, it's perfect for keeping an easily-understood overview of how your databases have changed with time.
Powered by: SQL Dependency Tracker
Comprehensive database documentation:
- Instant documentation: generate database documentation, including object definitions and details about dependencies, with a few clicks.
- Multiple formats: work with HTML, CHM, or Microsoft Word file formats.
SQL Doc creates complete database documentation straight out of the box, including SQL scripts for every object and details about their properties, users, and more. You can also add custom descriptions of your own. It's ideal for keeping teams informed about the databases they're working on and for meeting audit requirements.
Powered by: SQL Doc
Write and run unit tests in SQL Server Management Studio:
- Code tests: write tests with T-SQL in SQL Server Management Studio and run with a single click.
- Collaborative testing : share tests with your co-workers by using SQL Test with SQL Source Control to check tests into source control.
SQL Test is powered by tSQLt, an open-source framework designed for the creation of database unit tests. Using SQL Test as part of an agile development process, you can discover defects much earlier in the development cycle.
Powered by: SQL Test
Working individually
Together, the tools can bring greater speed, simplicity, and accuracy to your SQL Server database development.
- Save time - quickly produce documentation and compare database schemas and data.
- Make life simpler - it's easy to run multiple tests at once, search a database, and save, search, and recover tabs from SSMS.
- Reduce errors - track down inefficient and broken code and keep your databases tidy and reliable with a complete list of any invalid objects.
Working in a team
The 10 tools work to bring your team together, streamlining development, troubleshooting, documentation and more.
- Drive collaboration - push and pull database changes team wide, and see who is making changes, when, and why.
- Ensure consistency - Share code, formatting styles, tests, documentation and more.
- Lean development - Run unit tests early on, and keep all team members up-to-date with latest changes.
Improving database development
An overview of how the tools in the SQL Developer Bundle can be used together to address the problems of database development.
Compliance: what it means for databases
A brief overview of the impact regulatory compliance (such as SOX, HIPAA, SAS70 etc) has on database development and administration.
Case studies
"Last week, I think we deployed about 30 times. It's no longer painful." Rob Richardson, Consultant, StateServ Healthcare
Learn how StateServ use Red Gate tools to halve release times, speed up patient data storage, and improve database delivery.
"In the last two years we haven't had any bugs related to database objects at all." Michael Stoop, Database Developer, Calvi
Find out how Calvi, Europe's leading provider of telecom invoice management software, has avoided database-related bugs for the last two years.
Try a 14-day fully functional free trial
Got any questions?
0800 169 7433
Find out more about the SQL Developer Bundle's awards


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Hire a construction crew and build your new dream house...which you can have in a couple months. Or, hire this new giant 3D
concrete printer that can build a 2,500-square-foot house in just 24 hours. The 3D printer, developed by
Professor Behrokh Khoshnevis from the
By Barret Ruttan (http://openclipart.org/media/files/barretr/2941) [CC-BY-3.0 (http://creativecommons.org/licenses/by/3.0)], via Wikimedia Commons


text:
Weather on CellularOne
Weather Alert
Antioch, CA 94509
WeatherBug Mobile
WeatherBug Mobile Weather on CellularOne
WeatherBug provides subscription mobile weather solutions for a variety of wireless carriers. To learn more, contact your wireless carrier or visit their website for current pricing and a list of compatible phone models.
WeatherBug for Mobile
Get WeatherBug on your smartphone and tablet!
Be prepared. Know before. With WeatherBug's exclusive neighborhood-level network of stations, getting the most relevant and personalized weather has never been easier.
- Access to the largest weather network in the world
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Download the app used by millions, voted "Best Weather App Ever" and trusted as a "Best App for Moms" - WeatherBug.GET IT NOW
WeatherBug for Mobile Smartphones
Now, mobile smartphone users can take the power of the WeatherBug weather network wherever they go
Smartphone users simply need to enter m.weatherbug.com into their mobile browser in order to get easy access to live, local current weather conditions, extended forecast, severe weather alerts, interactive radar and maps… and much more!
- Current conditions from more than 8,000 WeatherBug Tracking Stations
- Detailed forecasts for all US ZIP Codes and International locations
- Severe weather alerts
- Local and regional radar
- Live weather cameras
WeatherBug Featured Products
Weather News
Other Top Weather Headlines
Stormy Midweek On Tap Across Plains, Miss. Valley
A slow-moving weather system will be the catalyst for a several day stretch of severe weather across the Plains and Miss.…More >
More Bodies Found On Japanese Volcano; Toll Now 47
The death toll from Saturday's eruption on Mount Ontake in central Japan rose to 47 after Wednesday's…More >
Strong Cold Front Will Usher In Chilly Autumn Weather
A strong cold front will usher in the coolest air so far this season for many locations along the Northern Tier of the U.S. …More >
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You too can help save our planet and put money back in your wallet. Learn how you can take the first steps to reduce your environmental impact, including driving green, easy ways you can conserve water, and energy saving tips. To learn more and discover the benefits of going green, visit WeatherBug's green living section. More >
Be Prepared, Know Before
Get faster alerts and better forecasts from the exclusive neighborhood-level WeatherBug network.Learn More


text:
Well looks like I'm the Mayor of Waterworks City this morning. Holy moly this thing is a tear jerker but awesome all at the same time. Just another classic case of dogs being dogs and being the most selfless, loving beings on the Earth. I know it's been said before but if human beings had the empathy for each other that dogs have for everything this world would be infinity percent better. Now if you'll excuse me I need to go start researching how to make dogs live forever because if this little boy and Haatchi don't live together forever I don't think I'll ever be happy again.
PS: Seriously if you tie a dog to a set of railroad tracks and leave it you need to be wiped from the gene pool. Or at the very least tied to a pair of railroad tracks yourself and whatever happens happens. I'm talking some serious biblical eye for an eye type stuff.
Double PS: Me at minute #7:


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It has come to our attention that the SPED07 report is erroneously omitting students with a special education exit date of October 1, 2012. The issue has been escalated to our IT development team for resolution. ESS Data Management will distribute a follow-up announcement when the issue is resolved.
Please contact ESS Data Management at firstname.lastname@example.com with questions.


text:
Alp Lil Monster Blade Grivel
Alp Lil Monster Blade Grivel: When your pick gets worn to a sad, blunted shadow of its former self, replace it with the Grivel Alp Lil Monster Blade to give your tool like-new performance.
Alp Lil Monster Blade Grivel Specs:
- Material: Hot-forged steel
- Compatibility: X Monster, X Monster Dragon, Matrix, Quantum
- Recommended use: Alp Monster, Lil Monster
Alp Lil Monster Blade Grivel: Although Grivel includes three screws and bolts to mount this burly T-rated pick, you're going to have to get pretty aggressive with a dremel to get the old one off your tool.
Alp Lil Monster Blade Grivel: We make products that our customers have to rely on, with quality and safety as ultimate goals, based onour experience and optimizing our "Made in Italy".
Alp Lil Monster Blade Grivel: Based at the foot of Mont Blanc it is essential for us to respect the environment. This comes through the use of renewable Energy for production, and a constant search for envrionmental-friendly technologies and recycled materials.
Grivel Website
In stock items will ship within the next business day. Available item(s) is/are available to order. Most available items will ship within 9 business days, sometimes the process is faster and of course it will ship to you ASAP. There might be some exceptions, example: supplier is out of stock or manufacturing delays. If you have any doubt your item is in stock please call us at 303-984-4649.
For shipping rates and/or international shipping rates and policies, please click here.
If you placed an order at 123Mountain and you don't like it just send it back for a refund, applicable for the item not shipping costs*. Ship it back and as long as your item is in unused condition with original tags, boxes, etc. Please follow the steps at Return Policy Page.
No returns on sale / promotional / discounted item(s).
* Even if the shipping was free we paid the carrier for the service provided and we will deduct $7.95 for Economy, $12.95 for Ground, etc.
Not stoked on your gear? Looking to return it? No problem, we have an Unlimited Return Policy as long as item(s) is/are in UNUSED CONDITION. We try to guarantee complete satisfaction with unlimited lifetime returns. If at any time - now, next month, in 30 years - you're not 100% satisfied, send your gear back for a refund. No questions asked. Check out Return Policy Page here. No returns on sale / promotional / discounted items, though.
PRICE MATCH WARRANTY x 2!
We need your help to always make sure 123Mountain has the best prices! You may even benefit in the process. If you find an identical product at a lower price and in stock through another online site we will refund two times the difference.
Here's how it works:
• Place the order on 123Mountain.com at our current price.
• Email us within 24 hours that you are requesting a price match, including a link to the site where you saw the lower price.
• We will adjust the price and take care of your refund.
For further information please go to 100% SATISFACTION page.
We offer three types of membership; Elite, Premium and Standard. Each membership group has fantastic advantages everything from store credit to an extra 10% OFF and FREE shipping.
Find out more which membership level that fits you the best, click here.


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Torchlight MMO Details Trickle Out in PC GamerThe new issue of PC Gamer UK (out tomorrow) will have details on the Torchlight MMO project, which is a free-to-play version of Runic Games' awesome action RPG. While you wait for it to hit newsstands, PC Gamer was kind enough to tease out some details from the issue.
Runic's president Travis Baldree talks about the vision for the game:
Our vision is to have an MMO that plays as close to single player as we can get it. It will have the same focus on relatively fast action: carving your way through hordes of monsters with a large number of hugely devastating skills. The game has to be solo-able, but players will have to have skills that make them useful in a party and make them work together.
As the game is free-to-play, it will be supported by microtransactions, but Runic isn't going to sacrifice playability for things to sell. "I will never, ever buy a microtransaction item," Baldree says. "I'm that kind of player. And the game has to be enjoyable for me, too. We don't want our monetisation stuff to offer ways to skip the game because the game is boring."
While the MMO won't be out for a while, the original game is only $5 today on Steam.


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View More
Apple, Mango & Crab Meat "Salsa" with Tortilla ChipsAppetizers
Light and delicious on a warm, summer day, this salad is best with fresh crab meat. Perfect for a girlfriend gathering paired with a glass of Bella Luce or Chardonnay.
Butternut Squash & Mushroom RisottoPasta & Side Dishes
The classic Italian rice dish made with Arborio rice. This recipe combines the sweet caramelization of butternut squash with the earthy characteristic of wild mushrooms to create a symphony of harvest flavors.
Sushi TartMain Courses
No California Rollin' for this sophisticated, yet simple appetizer. A unique spin on everyone's Asian cuisine favorite. A tender, butter crust layered with rice and the freshest Ahi Tuna pairs beautifully with a medium-b...
Angel PieDesserts
Angel Pie is a delightful variation on the traditional lemon meringue pie. The meringue in this pie replaces the crust, making this a lighter indulgence. Serve with fresh raspberries and Ferrari-Carano Eldorado Gold for a ...
Meyer Lemon Gorgonzola Risotto Arancini Balls with Flower ConfettiTaste of Spring 2014
Arancini, Italian fried rice balls, are said to have originated in Sicily in the 10th century. Filled with Gorgonzola, these mouthwatering appetizers have a hint of Meyer lemon. Top with edible flower confetti for a festiv...
Bagna CaldaAppetizers
Bagna Calda means "hot bath" in Italian. This entrée is a festive meal for a party gathering and usually served during the winter months, an Italian fondue, basically.
Beef Tenderloin with Shiitake Madeira SauceMain Courses
The hint of Asian spices and rich Madeira sauce pairs beautifully with Prevail West Face or Reserve Cabernet Sauvignon.
Capellini with Shrimp, Tomatoes and ArugulaPasta & Side Dishes
The perfect pasta for a light dinner or an al fresco lunch. The taste of summer is written all over this easy entrée. Add a summery sizzle to your shrimp by tossing them on the BBQ grill while enjoying a glass of Ferrari...
Applesauce Walnut Cake with Caramel GlazeDesserts
With apples, cinnamon, walnuts and caramel, you can't miss with this cake! A great way to finish off a hearty meal.


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Narrow your search
Oh, those terrible people at Google. In the latest "Scroogled" ad, Redmond says Google is peddling vitamin supplements to kids. And that's not all.
Affected users may not be able to restore or migrate from recent backup instances. See if you're one of them.
Corruption in the handling of DVD encryption may lead to garbled DVD playback. Here's how to clear it up.
Sometimes the Mac App Store caches a corrupt installer, which can cause persistent verification errors. But there's an easy way to fix it.
A Wikipedia trustee and a Wikipedian In Residence have been editing the online encyclopedia on behalf of PR clients. Add the discovery of an SEO business run on the side, and this tempest is out of its teapot.
The SEC said that employees of Oracle's India unit structured transactions with the government to allow distributors to hold $2.2 million in "unauthorized side funds."
It's one thing to act badly. It's another to film yourself acting badly and then choose to upload that behavior to YouTube. That is something Adam Smith, former CFO at a medical device firm, is finding out.
After upgrading Office 2011 for Mac with the newly released Service Pack 2, if you are having notices about the identity database, then you may need to rebuild it.
Either iTunes or another component of the Apple Lossless format handling routines in OS X may have a bug that results in file corruption when artwork is added.
If you run into a problem where a downloaded file cannot be verified, there are a couple of options you can try.