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I was all set to interview Eric Swanson, coauthor (with Yongey Mingur Rinpoche) of "Joyful Wisdom: Embracing Change and Find Freedom," when I realized that my main question — Can you give me …
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Medicines that are used for bone pain are narcotics findrxonline as opioids such as Vicodin, Lortab, OxyContin, hydrocodone and the doctors that are usually used to combat pain they cause diseases such as homeopathy, fibromyalgia and even cancer In general, these medicines are used mostly is the United States and Europe are controlled because their use can lead to addiction.
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Black Diamond Expects Record 2012 Sales Of Approximately $175.5 Million, Up Approximately 20%
- 2013 Sales Expected to Range Between $216 Million and $221 Million, an Increase of 23% to 26% -
- Management Provides Positive Outlook for 2013, Hosts Investor Call Today at 5:00 p.m. ET -
SALT LAKE CITY, Feb. 14, 2013 (GLOBE NEWSWIRE) -- Black Diamond, Inc. (Nasdaq:BDE) (the "Company" or "Black Diamond"), a global leading supplier of innovative, high performance, outdoor and action sport equipment as well as aspirational active outdoor lifestyle products, reported preliminary results for the fourth quarter and full year ended December 31, 2012. The Company has also provided its outlook for 2013.
Based on preliminary unaudited information, Black Diamond expects to report fourth quarter 2012 total sales of approximately $48.4 million, up approximately 33% from $36.3 million in the year-ago quarter. The increase was primarily attributed to the contribution of POC Sweden AB ("POC") and PIEPS Holding GmbH ("PIEPS") and their respective subsidiaries, which were acquired in the second half of 2012. Total sales were offset by $0.4 million of inventory repurchased and not recognized as revenue from Gregory Mountain Products' Japanese distributor, Kabushiki Kaisha A&F("A&F"), as part of the A&F distribution agreement. For the year ended December 31, 2012, Black Diamond expects to report total sales of approximately $175.5 million, up approximately 20% from $145.8 million in 2011. The growth in sales was supported by the introduction of new and innovative products, as well as the addition of POC and PIEPS. Total sales were offset by $1.0 million of inventory repurchased as part of the previously mentioned A&F distribution agreement. Gross margin in the fourth quarter of 2012 is expected to be around 36.0% compared to 39.2% in the year-ago quarter. Gross margin in the fourth quarter of 2012 includes approximately $1.2 million (or 2.5% of expected total sales) for inventory fair value of purchase accounting adjustments related to the acquisitions of POC and PIEPS. In connection with the Company's conference call announcing actual results for the fourth quarter and full year 2012, the Company expects to present a reconciliation table of adjusted gross margin excluding these purchase accounting adjustments from its fourth quarter of 2012 financial results, and anticipates adjusted gross margin to experience a small decline from the year-ago quarter, primarily due to a higher level of discount activity in response to a challenging start to the 2012 winter season.Check Out Our Best Services for Investors
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The Magazine Meme And Niche Research
I was tagged by PepperJam Head Honcho Kris Jones as part of the "What Magazines Do You Read?" (and have a titbit for niche researching Internet Marketers).
I don't read many magazines, reading most of my content and feature content online.
Besides reading the print edition of Singapore's major English daily, The Straits Times, which comes with weekly tech, fashion and lifestyle "magazines", on the rare occasion, I check out:
- Revenue (I read the online digital edition when I can)
- Skymall catalogue found on most domestic flights
- Tabloids like US, People
Tabloids and rag mags are a good opportunity to conduct niche research, especially for FMCG (fast moving consumer goods). You can find out which are the hot jeans, perfumes/fragrances, electronic items and build a niche themed site within a couple of hours.
Depending on how hot the trend is, you could reap affiliate or CPA commissions for a couple of weeks or even more than a year, if you trendspot correctly.
The other thing is magazine preferences reveal a lot of a person's personality. Kris and Lee Odden have a fairly strategic/macro type approach (having leading their own respective business organizations), but more so from their choices of the Smithsonian, Forbes, Inc., while younger guys like Shoemoney and Joe Whyte go for more topical/news type publications like Playboy, Wired, Maxim, Stuff.
To propagate this meme, I tag:
- Laura Alter
- Michelle MacPhearson (who was a good sport to take part in the Goals meme)
- Sleepyblogger Robyn Tippins
- Social Traffic Queen Alex Mayo
- PlanetAndrea
Related Posts
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[…] was tagged by Andrew Wee for the newest meme (seo fwd: I like to call it) asking "What Magazines I Read". The only time I really read magazines is when I travel and I usually buy every celebrity gossip […]
[…] The deed has been done – Andrew has tagged me for my very first meme! […]


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Like us on Facebook to be entered for a $250 Gift Certificate! *For every 1000 likes we will give out an ADDITIONAL $250 Gift Certificate *Likes will be tallied up on 8/31/12 *Winners will be annnounced on or before 9/5/12 *Store Credit will be issued in the form of a non-transferable gift certificateJoeBobOutfitters On Facebook:Now in stock!YHM Zombie Annihilators for $1349.95 with FREE shipping! These feature a custom Reaper-Z Hydrographic Finish , Todd Jarret Handguards, Diamond Fluted Chrome Lined Barrel, NEW Annihilator Flash Hider, and QDS Flip Sights! ALG Defense Triggers are now in stock! These are all tuned by Geissele!ALG QMS Triggers-$44.95ALG Combat Trigger (Nickel/Teflon Finish)-$64.95 Glock 19 Gen 3s in Dark Earth have arrived again!$526.95 + $20 2nd day air shipping
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Wiki Markup | ||
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Description / Features
This plugin is an extension of the SonarSource PL/SQL plugin (commercial) and can only be used with it.
Code Block | ||
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sonar.plsql.toad.exePath=C:/Program Files/Quest Software/Toad for Oracle 10.5/Toad.exe sonar.plsql.toad.login=USER@XE sonar.plsql.toad.password=user_password |
Run an Analysis
Activate some rules from Toad CodeXpert in your project quality profile and run an analysis of your project.
SonarQube automatically configures and launches Toad CodeXpert to check your code against the Toad CodeXpert's rules.
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- supposed to be fixed in Toad 12 but was not tested.
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Pronunciation: тхьэкIумэ
Added on: 2011-05-28
Listened: 20 times
Pronunciation in Kabardian [kbd]
- Pronunciation by Habas (Male from Russia)
- Could you do it better? different accent? Pronounce тхьэкIумэ in Kabardian
Accents & languages on maps
- Random word: бадзэуэгъуэ
by Yandex Translate English translation:
тхьэкIумэ = theme
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Not only did my order ship the day I ordered it and arrive within a couple days, it did so for free! I accidently ordered a wrongly size ring (it...Read More ->
Okay, let's face it. There are only three things a magic dealer can offer: price, product and service. Unless it's an exclusive item, most...Read More ->


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Coverage: FOXS1
8:00 PM ET, November 11, 2013
CenturyLink Center Omaha, Omaha, Nebraska
OMAHA, Neb. -- Following his 37-point effort in Creighton's 96-70 thumping of UMKC, Doug McDermott, the nation's top returning scorer and two-time First Team All-American, said he thought he left a lot on the table.
That should scare some future Bluejay opponents.
"I missed a lot of shots that I should have made," McDermott said.
Medcalf: A Star Should Already Be Born
Creighton's Doug McDermott has the talent, but not the persona to be the superstar he truly deserves to be, Myron Medcalf writes. Blog
McDermott hit 15 of 25 and was 5 of 10 from beyond the arc. The 10 3-point attempts were a career-high for McDermott.
Trinity Hall paced UMKC with 15 points as five Kangaroos scored in double figures.
Freshman Martez Harrison scored 12 for UMKC, Frank Williams contributed 12 and Nelson Kirksey and Isaac Kreuer each added 10.
Point guard Austin Chatman had 12 points for Creighton to go along with nine assists and seven rebounds, and Isaiah Zierden added 10 points for the Bluejays (2-0).
Creigton outworked the Kangaroos on the glass 51-35.
McDermott was limited to just 20 minutes in his first game Friday due to foul trouble, a 107-61 drilling of Alcorn State. He still managed 20 points against the Braves.
That wasn't the case against UMKC as McDermott was charged with just one personal foul, and the Jays limited the 'Roos to just nine free-throw attempts.
UMKC (0-2) attempted a school-record 53 free-throw in its opener, an 81-76 loss to Division II Emporia State.
Creighton coach Greg McDermott said he was thrilled with the way his team continues to adapt to new rules that allow for freer offensive play and has led to a staggering amount of free throws so far this season.
"I was most pleased with the fact that we were able to keep them off the free throw line," Greg McDermott said.
"Kansas City in their exhibition game and their first game combined attempted 93 free throws, so I was concerned about our ability to keep them off the line," he added.
UMKC coach Kareem Richardson, in his first season at the school after assisting under Rick Pitino last season at national champion Louisville, said he was impressed the way Creighton played defense and is going to look to learn from that style of play.
"Creighton kind of plays more of a packed defense, and they do an excellent, excellent job of showing the refs their hands, and they don't foul," Richardson said.
"They take the contact on with their chest, and I'll be honest with you, I'll probably take a look at their half-court defense and take a page out of their book," he added.
The Bluejays shot 52 percent in the game while limiting UMKC to 38 percent.
McDermott scored the first nine Creighton points of the game as the Bluejays took a 16-8 lead.
Team Stat Comparison
Points | 70 | 96 |
FG Made-Attempted | 29-77 (.377) | 35-68 (.515) |
3P Made-Attempted | 7-24 (.292) | 13-28 (.464) |
FT Made-Attempted | 5-9 (.556) | 13-21 (.619) |
Fouls (Tech/Flagrant) | 23 (0/0) | 9 (0/0) |
Game Leaders
Points | ||
Rebounds | ||
Assists | ||
Steals | ||
Blocks | ||
Team Stats: UMKC | Creighton |
2013-14 Season
» Nov 11, 2013 | @CREI 96, UMKC 70 | Recap |


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Free xml sitemap generator
An Adventure in Self-Directed Accelerated Learning
To Read with
100% comprehension
near total recall
while measurably increasing your reading rate..
The names and symptoms of the
4 common learning obstacles
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application of the exact remedies for each of them.
And practice accelerated learning tools and advanced
reading comprehension techniques that, when applied
will virtually assure success in any learning environment.
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is based on the study skills and learning
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Who can benefit from TLC?
Good students
who wish to increase their efficiency and reduce the time
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Every learning situation
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text:
Royal West of England Academy
Royal West of England Academy
Queens Road
City of Bristol
0117 9735129
0117 9237874
The RWA Art Gallery is situated in fashionable Clifton and is open throughout the year. The building is one of the finest examples of Victorain Italianate style built in 1858 as the first art gallery in Bristol. The RWA shows contemporary art exhibitions of painting, printmaking, drawing, sculpture and architecture as well as its own historic collection. Most contemporary works are for sale.
Venue Type:
The RWA collection consists of over 1000 works including paintings, drawings, prints and sculpture. Among the paintings in the collection are works by artists from the Newlyn, St Ives and Bloomsbury Schools. Paintings by George Swaish, Mathew Hale, Anne Redpath, Mary Fedden, Carel Weight, Bernard Dunstan and Elizabeth Blackadder are also valued additions to the collection.
Collection details
Fine Art
- 21 November 2014 — 8 March 2015 *on now
The Art of Trees; the Arborealists and other Artists
19 December 2014 – 8 March 2015
Arboretum follows on from the critically acclaimed and highly popular Under the Greenwood – Picturing the British Tree at St Barbe Museum and Art Gallery. Reprising themes from the contemporary element of this show it explores the importance of the tree as a rich and vital subject for art, featuring work from members of the Arborealists: Jemma Appleby, Ann Arnold, Graham Arnold, Mary Anne Aytoun-Ellis, Joanna Barry, Philippa Beale, John Blandy, Hannah Brown, Gary Colclough, Tim Craven, Celia de Serra, Michelle Dovey, Dan Hays, Abi Kremer, Ffiona Lewis, Fiona MacIntyre, Hannah Maybank, Alex Pemberton, Julian Perry, Lesley Slight and RWA Academicians Nicola Bealing RWA, Martin Bentham RWA, Kurt Jackson RWA, Howard Phipps RWA, Michael Porter RWA, Anthony Whishaw RWA and Lisa Wright RWA.
Arboretum will be showing at the RWA in conjunction with The British Wildlife Photography Awards 2014: A Celebration of British Wildlife. This launches the start of a programme of environmentally focused exhibitions at the RWA engaging with nature and landscape to celebrate the start of Bristol's year as the Green Capital.
Suitable for
- Any age
Adults: £5.00
(includes a 50p donation)
Concessions: £3.50
(includes a 40p donation)
Under 16s/SGS, UoB & UWE students: FREE
Art Fund card holders: By donation - suggested minimum £2
GIFT AID YOUR TICKET and help us to claim up to £1.25 more
The British Wildlife Photography Awards 2014 A Celebration of British Wildlife
- 18 December 2014 — 18 March 2015 *on now
The British Wildlife Photography Awards 2014
A Celebration of British Wildlife
The British Wildlife Photography Awards proudly announce the winners for 2014. The Awards celebrate both the work of amateur and professional photographers and the beauty and diversity of British wildlife.
Winning images are chosen from thousands of entries in sixteen separate categories including a special film category for Wildlife in HD Video and three junior categories to encourage young people to connect with nature through photography.
"Each year the British Wildlife Photography Awards generates an incredible catalogue of splendid, exciting, imaginative and artistic images, proving beyond doubt that we have the richest palette of life to celebrate in our own backyard. Anyone passionate about protecting and preserving wildlife will be inspired by the British Wildlife Photography Awards, which in its fifth year has done more than any other award to raise the profile of British wildlife", Chris Packham, TV Presenter and Naturalist.
Suitable for
- Any age
£5 Adult/ £3.50 Concession, £8 Exhibition Return Ticket, £2 Art Fund (suggested donation), Free SGS, FRWA, UWE, UOB.
- 7 January — 5 March 2015 *on now
Hinterland 2 (detail), Caroline Ali from Drawn 2013 © RWA 2015.
What is Drawn?
Drawn is a biennial open submission drawing exhibition. It aims to raise the profile of drawing, exploring it as both an autonomous discipline and an interdisciplinary tool. The exhibition pushes the parameters of drawing by exploring the parallel language of multiple disciplines.
Submissions are invited from artists who either draw, or explore the concept of drawing in their work, including: illustrators, videographers, sculptors, printers, embroiderers, typographers, animators and architects.
Artists are encouraged to use both wall and floor space utilising both traditional and experimental techniques and technologies, exploring the boundaries of drawing. The decision of the selection panel on what constitutes drawing / an exploration of drawing will be final.
Entry opens on the 7 January and closes on 5 March 2015 and the exhibition will be open to the public from the 21 March – 7 June 2015.
This year our selection panel includes: Anita Taylor, Jerwood Drawing Prize founder; Kate MacFarlane, Director of Drawing Room, London; Yvonne Crossley RWA, artist and founder of The Drawing Gallery; and artists Tim Harrisson RWA and Fiona Robinson RWA.
We are also pleased to announce that Drawn's 2015 Invited Artist is award-winning British artist Tania Kovats. Full biographies will be available shortly on the website.
A select number of prizes will be awarded including the:
• Theresa Knowles Travel Bursary (value of £1500)
• RWA Artist Residency Award and the Bristol Drawing School Scholarship
• Bristol Fine Art Award for Works on Paper
• The Bristol Drawing School Scholarship for Students
For further information on prizes please see here.
Drawn will take place in the Sharples and Winterstoke Galleries (the two main galleries) and will be accompanied by The Drawing Lab, an interactive artist-led participation space and an exhibition of curated drawings spanning Modern British Art in the side galleries. Drawn 2015 provides the opportunity to show alongside a renowned list of artists, however please note that in relation to Drawn 2013 that space for selected works will be limited.
To find out how to enter please read the instructions below and download a copy of the Terms and Conditions here before proceeding to our Online Submission System to enter.
To see entries from Drawn 2013 please visit our Flickr site here.
Submission Guidance
• Artists are encouraged to submit recent work (produced within the last 3 years)
• A maximum of 3 works may be submitted per applicant
• Work cannot have been exhibited before at the RWA
• Work should be for sale, however, site-specific work will be considered for selection (if work is not for sale please enter £1 as the price in OSS).
How much does it cost to submit work?
Submission fees are charged per item:
• £18 per item for General Public
• £16 per item for Students
• £14 per item for Friends of the RWA
• £9 per item RWA Artist Network member
• FREE per item RWA Academicians (please note that Academicians work is subject to the same conditions of entry as all other categories and is not guaranteed to be accepted for selection).
How do I submit work?
• All applicants must apply online using our Online Submission System (OSS).
• Please read the OSS User Guide if you are experiencing difficulty registering online.
• Please ensure that you have read the Terms and Conditions to ensure that your work fully complies with entry guidelines for this exhibition.
Do I have to submit images of my work online?
• Please note you do not have to submit an image for this exhibition.
What happens once I have submitted my work?
The closing date for online submission is the 5 March 2015 at 5pm. After this point no changes can be made to your application. Therefore please ensure that you have submitted all the correct details and paid for your submission by this date. Please note that moving image works must be received by the 1 March (please see Terms and Conditions for more information).
Once you have submitted your details online all artists must bring their work to the RWA. Unlike our Annual Open Exhibition there is no online pre-selection stage for Drawn, therefore all submitted works should be physically delivered to the RWA for selection on the dates in the Terms and Conditions. If you wish to book regional transport please download a copy of the Transport Regulations here.
Selection Day will take place on Sunday 15 March and results will be available to view online on the 18 March from 1pm. All successful entrants will be invited to a Private View on the 20 March, 6-9pm. Please note that it is the artist's responsibility to check their results.
Unsuccessful work can be collected on set dates listed in the Terms and Conditions.
What dates should I remember?
Submissions Open: 7 January 2015
Deadline for receipt of film & moving image entries: 5pm, 1 March 2015
Submissions Closed: 5pm, 5 March 2015
Regional Transport Closed: 5pm, 5 March 2015
Hand-in Days: 10am – 5pm, 13 and 14 March 2015
Selection Day: 15 March 2015
Selection Results go live: 1pm, 18 March 2015
Private View: 6-9pm, 20 March 2015
Collection of unselected works: 10am – 5pm, 26 – 28 March 2015
Collection of all works: 10am – 5pm, 11-13 June 2015
Useful Documents and Links
Drawn Terms and Conditions
Drawn Regional Transport Information
Drawn OSS User Guide and FAQs
RWA Online Submission System
Drawn 2013 Images
Drawn Prizes
Full Exhibition Guidance and Terms and Conditions for Drawn.
Suitable for
- Any age
• £18 per item for General Public
• £16 per item for Students
• £14 per item for Friends of the RWA
• £9 per item RWA Artist Network member
• FREE per item RWA Academicians (please note that Academicians work is subject to the same conditions of entry as all other categories and is not guaranteed to be accepted for selection).
Drawing On: The Ingram Collection of Modern British and Contemporary Art
- 21 March — 7 June 2015
Spring marks a celebration of drawing at the RWA with Drawing On… turning the spotlight on Modern British Art, showcasing over fifty-five works from The Ingram Collection. Presented across two galleries, it features works by Edward Burra, Cecil Collins, Henri Gaudier-Brzeska, Mary Fedden PPRWA, Elizabeth Frink, Barbara Hepworth, Keith Vaughan, Henry Moore, John Nash, Ceri Richards and Stanley Spencer, amongst many more.
The definition of drawing has, like taste, evolved over time and this captivating selection of works from the Ingram Collection represents the development of various narratives in drawing and Modern British Art. The work selected covers a wide range of techniques and styles, considering drawing in its widest possible sense, including sculptural studies, figurative sketches and coloured landscapes, some highly worked, others scribbled and fragmented. Drawing On… creates signposts suggesting the influence of 20th century work on current practice, seen in the accompanying exhibition Drawn.
Over the past decade, entrepreneur and investor Chris Ingram has created what is now recognised as the biggest privately owned publicly accessible collection of Modern British and Contemporary art. The Ingram Collection comprises 650 works of art of which 500 are by the most important artists of the Modern British era, amongst these Edward Burra, Lynn Chadwick, Elisabeth Frink, Barbara Hepworth and Eduardo Paolozzi.
Through an on-going programme of loans to exhibitions, galleries and museums, Chris Ingram ensures wide public access to the Collection. The Collection is used for displays and exhibitions at The Lightbox, the award-winning gallery and museum in Chris' hometown of Woking and national and international loans. It is this commitment to make The Ingram Collection widely available that has earned Chris Ingram deserved acclaim as "one of the most active and thoughtful collectors of Modern British Art today." (Stephen Deuchar CBE, Director, The Art Fund).
The RWA would like to thank the generosity of Chris Ingram and The Ingram Collection of Modern British and Contemporary Art for their invaluable support and loan of artwork.
21 March - 7 June
Admission prices
Ticket includes admission to all concurrent exhibitions
Adults: £5.00
(includes a 50p donation)
Concessions: £3.50
(includes a 40p donation)
Under 16s/SGS, UoB & UWE students: FREE
Art Fund card holders: By donation - suggested minimum £2
GIFT AID YOUR TICKET and help us to claim up to £1.25 more
(Please ask for details)
Become a Friend (yearly membership): from £15, enjoy unlimited repeat visits, private view invitations, and other benefits.
For more details on admissions go to: www.rwa.org.uk/visit-us/admission/
Opening times
Tuesday – Saturday: 10am – 6pm Sunday: 11am – 5pm Galleries and café Closed Mondays Last admission 30 minutes before closing. Before travelling, please call ahead to check opening hours as we occasionally close for special events.
Suitable for
- Any age
Admission prices
Ticket includes admission to all concurrent exhibitions
Adults: £5.00
(includes a 50p donation)
Concessions: £3.50
(includes a 40p donation)
Under 16s/SGS, UoB & UWE students: FREE
Art Fund card holders: By donation - suggested minimum £2
GIFT AID YOUR TICKET and help us to claim up to £1.25 more
(Please ask for details)
Become a Friend (yearly membership): from £15, enjoy unlimited repeat visits, private view invitations, and other benefits.
Life Drawing Drop-in
- 7 January — 25 March 2015 *on now
Life Drawing Drop-in
Start Date: Wednesday, 7th January 2015
Times: 6.30-8.30pm
Duration: 10 weeks
Tutor: Anouk Mercier
Cost: £100 in advance for term or £10/£8 concession per session
Suitable for: Suitable for all abilities
This class in a drop in so you can just turn up,
places are filled on a first come first served basis.
Places Available!
The ideal opportunity to practice drawing from a model in a friendly and supportive environment. Classes are based in the RWA's stunning main galleries with the latest exhibitions as a backdrop. Price includes a tutor on-hand for advice and assistance, paper and basic materials and a choice of two models to draw from each week (numbers permitting). The drop-in sessions provide a great chance to try out Bristol Drawing School classes. Book ahead for the term or turn up on the night and pay at the door, no booking required. On colder days we advise bringing or wearing a warm layer. This drop-in is suitable for all abilities.
STARTS WEDNESDAY 7 January 2015
Life Drawing Drop-in dates for this term:
7, 14, 21, 28 Jan
4, 11, 18, 25 Feb
4, 25 March
*Please note that this term there will be no class on 11 and 18 March 2015 to allow for an exhibition changeover. We apologise for any inconvenience caused.
Please be advised to avoid disappointment that if you are paying on the door then spaces are allocated on a first come first served basis.
If you book for the whole term please make sure that you receive your email confirmation of booking, then print it out and bring it with you.
Material List
Materials will be provided for this course.
Suitable for
- 18+
£100 in advance for term or £10/£8 concession per session
Scribble and Sketch EXTRA! An introduction to portrait drawing
- 7 March 2015 2:30-4pm
If you are looking for more focussed art-making workshops, exploring a range of skills and techniques, from colour theory to proportion and perspective, then Scribble and Sketch Extra could be just for you!
Unlike most of our other children's workshops, this is aimed at children unaccompanied by an adult - so why not take the time to explore the exhibitions and enjoy a coffee in the RWA cafe?
Suitable for ages 6-11.
Suitable for
- Especially for children
£10 per session
Scribble and Sketch, with Anouk Mercier
- 7 March 2015 10:30am-1pm
Scribble and Sketch is ideal for families of all ages and abilities, offering a morning of fun and informal drawing exercises, led by Bristol Drawing Club founder and artist Anouk Mercier.
Activities are designed for parents, grandparents and children to take part in together, in a lively and relaxed environment, or you can simply take advantage of the materials to get creative.
Everyone is welcome! Book in advance or drop in on the day and join in (space permitting). All children must be accompanied by an adult.
Suitable for
- Family friendly
Free with exhibition entry
How to Paint a Butterfly, 2-day workshop
- 21 — 22 March 2015 10:30am-4:30pm
How to Paint a Butterfly, 2-day workshop
Start Date: Saturday, 21st March 2015
Times: Sat 10.30am-4.30pm, Sun 11am-4pm
Duration: 2-day workshop
Tutor: Cath Hodsman
Cost: £100
Suitable for: Suitable for all abilities
Places Available!
Butterflies are amongst our most well known and well loved insects. This watercolour painting day gives those of us who are fascinated by these ethereal creatures, the chance to study them and paint them in wonderful detail.
This is a unique and absorbing course, is aimed at both lovers of painting and entomology, especially butterflies. You don't have to be an expert in either, but you need to be fascinated by both!
Each student will have the use of high powered microscopes to study the anatomical beauty of these delicate creatures, and will use specimens and macro photographic material to produce a detailed and unique painting. We will discuss how butterflies taste their food, how they eat their food, how they create those beautiful patterns on their wings and how they protect themselves against predators.
Please make your booking online and make sure that you receive your email confirmation of booking, then print it out and bring it with you to your class.
Suitable for
- 18+
Introduction to Drawing, 1-day workshop
- 27 March 2015 10:30am-4:30pm
A workshop for complete beginners to come along and have a go at drawing in a relaxed and supportive environment. To begin we will look at ways of 'seeing', using line and tone to make a convincing drawing. The tutor will be on hand to give individual guidance and advice. Don't be put off by your lack of experience, everyone else will be in the same boat! Tutor Ruth Wallace has a great deal of experience with beginners and gives students confidence and encouragement all the way.
Suitable for
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Global should pick up MVP
CBC may be cancelling the fantastic hockey drama MVP: The Secret Lives of Hockey Wives. Us fans need to do something about this! If CBC doesn\'t want this great show, Global should pick it up! Come on people! We need to save our show!! Once we have enough signatures we will be sending this petition to Global.
Recent signatures
Sophie, Canada
6 years ago Comments: MVP is sinfully delicious!!. Global, you've got to keep it going!!
Steph, Canada
6 years ago Comments: Just when the show was getting more interesting!!! Please Global pick up MVP for many more seasons!!! We need to find out what will happen next!!!! Save MVP!!!
Randi, Canada
7 years ago Comments: Please Gloabl pick up MVP. I'm afraid what would happen if an American network picked up this wonderful series & gave it an American twist to it; stripping MVP of all it fine qualities which make it a unique Canadian series. Please don't let this happen. Please Global pick up MVP and keep it Canadian. MVP is one great Canadian series worth saving!!!!!
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Looking for current news or community information? Our links below include daily news sources, transport & travel information, as well as cultural & government websites.
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You are here: Home / About Us / Policies / Nondiscrimination & No Harassment
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(Effective: November 11, 2014)
Saint Francis University, inspired by its Franciscan and Catholic identity, values equality of opportunity, human dignity, racial, cultural, and ethnic diversity, both as an educational institution and as an employer. Accordingly, the University prohibits and does not engage in discrimination or harassment on the basis of gender, age, race, color, ethnicity, religion, sexual orientation, marital status, disability, veteran status, or any protected classification. Saint Francis University will not tolerate sexual violence, dating violence, domestic violence, stalking, or sexually inappropriate conduct in any form. The University is committed to this policy based upon its values and as required by Title IX of the Education Amendments Act of 1972, the Americans with Disabilities Act of 1990, Section 504 of the Rehabilitation Act of 1973, Title VII of the Civil Rights Act of 1964, and other applicable statutes and University policies. This policy applies to all programs and activities of the University, including, but not limited to, admission and employment practices, educational policies, scholarship and loan programs and athletic or other University sponsored programs.
Saint Francis University affirms its commitment to promote the goals of fairness and equity. All policies contained herein are subject to resolution using the University's Equity Grievance Process, as detailed below. The Equity Grievance Process applies regardless of the status of the parties involved, who may be members or non-members of the campus community, students, student organizations, faculty, administrators and/or staff. The University reserves the right to act on incidents occurring on campus or off-campus, when the off-campus conduct could have an on-campus impact or impact on the mission of the University.
The Associate Vice President and Title IX Coordinator is the Title IX/Equity/Affirmative Action and ADA/504 Coordinator and oversees implementation of the University's Affirmative Action and Equal Opportunity plan, disability compliance, and the University's policy on equal opportunity, discrimination, harassment, sexual misconduct, and relationship violence. Reports of discrimination, harassment, sexual misconduct, relationship violence, and/or retaliation should be made to the Title IX/Equity/AA and ADA Coordinator promptly, but there is no time limitation on the filing of allegations, as long as the accused individual remains subject to the University's jurisdiction. Reporting is addressed more specifically on page 8, below.
This policy applies to behaviors that take place on the campus, at university-sponsored events and may also apply off-campus and to actions online when the Title IX/Equity/AA and ADA Coordinator determines that the off-campus conduct affects a substantial University interest. A substantial University interest is defined to include:
a) Any situation where it appears that the accused individual may present a danger or threat to the health or safety of him/herself or others;
b) Any situation that significantly impinges upon the rights, property or achievements of self or others or significantly breaches the peace and/or causes social disorder; and/or
c) Any situation that is detrimental to the educational interests of the University.
Inquiries about this policy and procedure may be made internally to:
Ms. Heather MeckTitle IX/Equity/AA and ADA Coordinator102A Raymond Hall(814) 472-3213Email: email@example.com
Inquiries may be made externally to:
Office for Civil Rights (OCR)U.S. Department of Education400 Maryland Avenue, SWWashington, DC 20202-1100 Customer Service Hotline #: (800) 421-3481Facsimile: (202) 453-6012 TDD#: (877) 521-2172Email: firstname.lastname@example.com: http://www.ed.gov/ocr
Policies and Procedures:
Saint Francis University fully subscribes to all federal and state civil rights laws banning discrimination in private institutions of higher education. Therefore, any member of the campus community, guest or visitor who acts to deny, deprive or limit the educational, employment, [residential] and/or social access, benefits and/or opportunities of any member of the campus community on the basis of a protected class is in violation of the University policy on nondiscrimination. When brought to the attention of the University, any such discrimination will be appropriately remedied by the University according to the procedures below.
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The University is committed to full compliance with the Americans With Disabilities Act of 1990 (ADA) and Section 504 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified persons with disabilities, as well as other federal and state laws pertaining to individuals with disabilities. Under the ADA and its amendments, a person has a disability if he or she has a physical or mental impairment that substantially limits a major life activity. The ADA also protects individuals who have a record of a substantially limiting impairment or who are regarded as disabled by the institution whether qualified or not. A substantial impairment is one that significantly limits or restricts a major life activity such as incident review, seeing, speaking, breathing, performing manual tasks, walking, or caring for oneself.
The University is committed to providing qualified students with disabilities with reasonable accommodations and support needed to ensure equal access to the programs and activities of the University.
All accommodations are made on a case-by-case basis. A student requesting any accommodation should first contact the Accessibility Services Coordinator who coordinates services for students with disabilities. The Coordinator reviews documentation provided by the student and in consultation with the student, determines which accommodations are appropriate to the student's particular needs and programs. It is then the student's responsibility to make direct requests for accommodations to individual faculty or staff.
Pursuant to the ADA, University will provide reasonable accommodation(s) to all qualified employees with known disabilities, where their disability affects the performance of their essential job functions, except where doing so would be unduly disruptive or would result in undue hardship.
An employee with a disability is responsible for requesting an accommodation in writing from the Director of Human Resources, who will consult with the individual and his/her supervisor to identify which essential functions are affected by the employee's disability and what reasonable accommodation(s) could enable the employee to perform those duties.
Employees requesting accommodation may be required to provide medical certification from the employee's health care provider that includes: (1) identification of the health care provider; (2) the health care provider's diagnosis of the disabling condition; (3) specific limitations and/or suggested restrictions and their relation to the disability; and (4) suggested accommodations.
Students, faculty, administrators, and staff are entitled to a professional working and educational environment, and University is committed to providing a work and educational environment free of discriminatory harassment. Consistent with the University's policy on academic freedom (Article XII, Section 1, of the Faculty Handbook), the University's harassment policy is not meant to inhibit or prohibit educational content or discussions inside or outside of the classroom that include relevant, but controversial or sensitive subject matters. The sections below describe the specific forms of legally prohibited harassment that are also prohibited under University policy.
Harassment constitutes a form of discrimination that is prohibited by law. The University's harassment policy explicitly prohibits any form of harassment on the basis of actual or perceived membership in a protected class, by any member or group of the community, which creates a hostile environment, both objectively and subjectively.
A hostile environment may be created by oral, written, graphic, or physical conduct that is sufficiently severe, persistent or pervasive so as to interfere with, limit or deny the ability of an individual to participate in or benefit from educational programs or activities or employment access, benefits or opportunities. The University condemns and will not tolerate discriminatory harassment against any employee, student, visitor or guest on the basis of gender, age, race, color, ethnicity, religion, sexual orientation, marital status, disability, veteran status, or any protected classification.
Both the Equal Employment Opportunity Commission and the Commonwealth of Pennsylvania regard sexual harassment as a form of sex/gender discrimination and, therefore, as an unlawful discriminatory practice. Unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual/gendered nature constitutes sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or academic status, (2) submission to or rejection of such conduct by an individual is used as the basis of employment or academic decisions affecting such individual, or (3) such conduct is sufficiently severe, pervasive or persistent that it has the effect of unreasonably interfering with an individual's work or academic performance by creating an intimidating, hostile, or offensive working, educational, [residential] and/or social environment.
Sexual Harassment is:
There are inherent risks in any romantic or sexual relationship between individuals in unequal positions (such as teacher and student, supervisor and employee). These relationships may be less consensual than perceived by the individual whose position confers power. The relationship also may be viewed in different ways by each of the parties, particularly in retrospect. Furthermore, circumstances may change, and conduct that was previously welcome may become unwelcome. Even when both parties have consented at the outset to a romantic or sexual involvement, this past consent may not remove grounds for a later charge of a violation of applicable sections of this policy. The University does not wish to interfere with private choices regarding personal relationships when these relationships do not interfere with the goals and policies of the University. For the personal protection of members of this community, relationships in which power differentials are inherent (faculty-student, staff-student, administrator-student) will not be tolerated.
Consensual romantic or sexual relationships in which one party maintains a direct supervisory or evaluative role over the other party are unethical. Therefore, persons with direct supervisory or evaluative responsibilities who are involved in such relationships must bring those relationships to the timely attention of their supervisor, and will likely result in the necessity to remove the employee from the supervisory or evaluative responsibilities, or shift a party out of being supervised or evaluated by someone with whom they have established a consensual relationship. This includes RAs and students over whom they have direct responsibility.
Pennsylvania state law defines various violent and/or non-consensual sexual acts as crimes. Additionally, Saint Francis University has defined categories of sexual misconduct, as stated below, for which action under this policy may be imposed. Generally speaking, the University considers Non-Consensual Sexual Intercourse violations to be the most serious, and therefore typically imposes the most severe sanctions, including suspension or expulsion for students and termination for employees. However, the University reserves the right to impose any level of sanction, up to and including suspension or expulsion/termination for any act of sexual misconduct or other gender-based offenses based on the facts and circumstances of the particular allegation. Acts of sexual misconduct may be committed by any person upon any other person, regardless of the sex, gender, sexual orientation and/or gender identity of those involved. Violations include:
Defined as:
Sexual penetration includes vaginal or anal penetration by a penis, tongue, finger or object, or oral copulation by mouth to genital contact or genital to mouth contact.
Sexual touching includes any bodily contact with the breasts, groin, genitals, mouth or other bodily orifice of another individual, or any other bodily contact in a sexual manner.
Sexual Exploitation refers to a situation in which a person takes non-consensual or abusive sexual advantage of another, and situations in which the conduct does not fall within the definitions of Sexual Harassment, Non-Consensual Sexual Intercourse or Non-Consensual Sexual Contact. Examples of sexual exploitation include, but are not limited to:
Sexual voyeurism (such as watching a person undressing, using the bathroom or engaged in sexual acts without the consent of the person observed).
Consent is knowing, voluntary and clear permission by word or action, to engage in mutually agreed upon sexual activity. Since individuals may experience the same interaction in different ways, it is the responsibility of each party to make certain that the other has consented before engaging in the activity. For consent to be valid, there must be a clear expression in words or actions that the other individual consented to that specific sexual conduct.
A person cannot consent if he or she is unable to understand what is happening or is disoriented, helpless, asleep, or unconscious for any reason, including due to alcohol or other drugs. An individual who engages in sexual activity when the individual knows, or should know, that the other person is physically or mentally incapacitated has violated this policy. It is not an excuse that the individual accused individual of sexual misconduct was intoxicated and, therefore, did not realize the incapacity of the other.
Incapacitation is defined as a state where someone cannot make rational, reasonable decisions because they lack the capacity to give knowing consent (e.g., to understand the "who, what, when, where, why or how" of their sexual interaction). This policy also covers a person whose incapacity results from mental disability, involuntary physical restraint, and/or from the taking of incapacitating drugs.
Consent to some sexual contact (such as kissing or fondling) cannot be presumed to be consent for other sexual activity (such as intercourse). A current or previous dating relationship is not sufficient to constitute consent. The existence of consent is based on the totality of the circumstances, including the context in which the alleged incident occurred and any similar previous patterns that may be evidenced. Silence or the absence of resistance alone is not consent. A person can withdraw consent at any time during sexual activity by expressing in words or actions that he or she no longer wants the act to continue, and, if that happens, the other person must stop immediately.
In Pennsylvania, a minor (meaning a person under the age of 13 years) cannot consent to sexual activity. Additionally, Pennsylvania law prohibits sexual activity between someone under the age of 16 and someone four or more years older.
a. Threatening or causing physical harm, extreme verbal abuse, or other conduct which threatens or endangers the health or safety of any person on the basis of their actual or perceived membership in a protected class;
b. Discrimination, defined as actions that deprive other members of the community of educational or employment access, benefits or opportunities on the basis of their actual or perceived membership in a protected class;
c. Intimidation, defined as implied threats or acts that cause an unreasonable fear of harm in another on the basis of actual or perceived membership in a protected class;
d. Hazing, defined as acts likely to cause physical or psychological harm or social ostracism to any person within the University community, when related to the admission, initiation, pledging, joining, or any other group-affiliation activity (as defined further in the Hazing Policy) on the basis of actual or perceived membership in a protected class; Hazing is also illegal under Pennsylvania state law and prohibited by University policy.
e. Bullying, defined as repeated and/or severe aggressive behavior likely to intimidate or intentionally hurt, control or diminish another person, physically or mentally on the basis of actual or perceived membership in a protected class;
f. Violence between those in an intimate relationship to each other on the basis of actual or perceived membership in a protected class (this includes romantic relationships, domestic and/or relationship violence);
g. Stalking, defined as repetitive and/or menacing pursuit, following, harassment and/or interference with the peace and/or safety of a member of the community or the safety of any of the immediate family of members of the community on the basis of actual or perceived membership in a protected class.
h. Any other University rules, when a violation is motivated by the actual or perceived membership of the victim in a protected class, may be pursued using this policy and process.
Retaliation is defined as any adverse action taken against a person participating in a protected activity because of their participation in that protected activity. Retaliation against an individual for alleging harassment, supporting an accusing party or for assisting in providing information relevant to a claim of harassment is a serious violation of University policy and will be treated as another possible instance of harassment or discrimination. Acts of alleged retaliation should be reported immediately to the Title IX/Equity/AA and ADA Coordinator or to a Title IX Advocate and will be promptly investigated. Saint Francis University is prepared to take appropriate steps to protect individuals who fear that they may be subjected to retaliation.
Saint Francis University will implement initial remedial and responsive actions upon notice of alleged harassment, retaliation, and/or discrimination, and will take additional prompt remedial and/or disciplinary action with respect to any member of the community, guest, or visitor who has been found to engage in harassing or discriminatory behavior or retaliation. Procedures for handling reported incidents are fully described below. Deliberately false and/or malicious accusations of harassment, as opposed to allegations which, even if erroneous, are made in good faith, are just as serious an offense as harassment and will be subject to appropriate disciplinary action.
University officials, depending on their roles at the University, have varying reporting responsibilities and abilities to maintain confidentiality. In order to make informed choices, one should be aware of confidentiality and mandatory reporting requirements when consulting campus resources. On campus, some resources may maintain confidentiality, offering options and advice without any obligation to inform an outside agency or individual unless you have requested information to be shared. Other resources exist for you to report crimes and policy violations and these resources will take action when you report victimization to them. Most resources on campus fall in the middle of these two extremes; neither the University nor the law requires them to divulge private information that is shared with them, except in rare circumstances. The following describes the two reporting options at University:
a. Confidential Reporting: If a reporting party would like the details of an incident to be kept confidential, the reporting party may speak with on-campus counselors, campus health service providers, off-campus local rape crisis counselors, domestic violence resources, state assistance agencies, or on or off-campus members of the clergy/chaplains who will maintain confidentiality. Campus counselors are available to help free of charge and can be seen on an emergency basis during normal business hours. The Ethics Point hotline and online reporting is also available to members of the campus community to confidentially report incidents.
b. Formal Reporting Options: Formal reports of incidents of discrimination, harassment, or sexual misconduct, inappropriate sexual behavior, and/or criminal activity are to be made to the Title IX/Equity/AA and ADA Coordinator or to a Title IX Advocate. Reporters can expect to have allegations taken seriously by the University when formally reported, and to have those incidents investigated and properly resolved through these procedures. Formal reporting still affords privacy to the reporter, and only a small group of officials who need to know will be told. Information will be shared as necessary with investigators, witnesses, and the accused student/accused individual. The circle of people with this knowledge will be kept as tight as possible to preserve an accusing party's rights and privacy.
Victims of sexual misconduct should be aware that University administrators must issue timely warnings for incidents reported to them that pose a substantial threat of bodily harm or danger to members of the campus community. The University will make every effort to ensure that a victim's name and other identifying information is not disclosed, while still providing enough information for community members to make safety decisions in light of the potential danger.
The University will act on any formal or informal allegation or notice of violation of the policy on Equal Opportunity, Nondiscrimination, Sexual Harassment, and Other Forms of Harassment that is received by the Title IX/Equity/AA and ADA Coordinator, a Title IX Advocate, or a member of the Administration.
The procedures described below will apply to all allegations involving students or employees. Redress and requests for responsive actions for allegations brought against non-members of the community are also covered by these procedures.
Title IX Advocates are announced in an annual distribution of this policy to campus, prospective students, their parents, and prospective employees. Title IX Advocates are trained in all aspects of the discrimination process, and can serve in any of the following roles, at the direction of the Title IX/Equity/AA and ADA Coordinator:
Title IX Advocates report to the Title IX/Equity/AA and ADA Coordinator and also recommend proactive policies, and serve in an educative role for the community. The Advocates receive annual training organized by the Title IX/Equity/AA and ADA Coordinator, including a review of University policies and procedures so that they are able to provide accurate information to members of the community. The Title IX Advocates include:
Any member of the community, guest or visitor who believes that the policy on Equal Opportunity, Nondiscrimination, Harassment, Sexual Misconduct and Relationship Violence has been violated should contact the Title IX/Equity/AA and ADA Coordinator or a Title IX Advocate. It is also possible for employees to notify a supervisor, or for students to notify an administrator or faculty member, or any member of the community may contact University Police. The University website also includes a reporting form at www.francis.edu which may serve to initiate an allegation.
All employees receiving reports of a potential violation of University policy are expected to promptly contact the Title IX/Equity/AA and ADA Coordinator, within 24 hours of becoming aware of a report or incident. All initial contacts will be treated with the maximum possible privacy: specific information on any allegations received by any party will be reported to the Title IX/Equity/AA and ADA Coordinator, but, subject to the University's obligation to redress violations, every effort will be made to maintain the privacy of those initiating a report of an allegation. In all cases, the University will give consideration to the accusing party with respect to how the allegation is pursued, but reserves the right to investigate and pursue a resolution when an alleged victim chooses not to initiate or participate in a formal allegation.
Following receipt of notice or an allegation, the Title IX/Equity/AA and ADA Coordinator will, promptly assign a Title IX Advocate to work as an advocate to the person who reported the allegation. Normally, an initial determination is made whether a policy violation may have occurred and/or whether conflict resolution might be appropriate. If the allegation does not appear to allege a policy violation or if conflict resolution is desired by the accusing party, and appears appropriate given the nature of the alleged behavior, then the allegation does not proceed to investigation. A full investigation will necessarily be pursued if there is evidence of a pattern of misconduct or a perceived threat of further harm to the community or any of its members. The University aims to complete all investigations within a 60 business day time period, which can be extended as necessary for appropriate cause by the Title IX/Equity/AA and ADA Coordinator with notice to the parties.
If an accusing party wishes to pursue a formal allegation or if the University, based on the alleged policy violation, wishes to pursue a formal allegation, then the Title IX/Equity/AA and ADA Coordinator appoints a Title IX Advocate to conduct the investigation, usually within two business days of determining that an allegation should proceed. Investigation of allegations brought directly by those alleging harm should be completed expeditiously, normally within 10 business days of notice to the Coordinator. Investigation may take longer when initial allegations fail to provide direct first-hand information. The University may undertake a short delay (10-14 days, to allow evidence collection) when criminal charges on the basis of the same behaviors that invoke this process are being investigated. University action will not be altered or precluded on the grounds that civil or criminal charges involving the same incident have been filed or that charges have been dismissed or reduced. All investigations will be thorough, reliable and impartial, and will entail interviews with all relevant parties and witnesses, obtaining available evidence, and identifying sources of expert information, if necessary.
If, in the judgment of the Title IX/Equity/AA and ADA Coordinator, the safety or well-being of any member(s) of the campus community may be jeopardized by the presence on campus of the accused individual or the ongoing activity of a student organization whose behavior is in question, the Title IX/Equity/AA and ADA Coordinator (or designee) may provide interim remedies intended to address the short-term effects of harassment, discrimination and/or retaliation, i.e., to redress harm to the alleged victim and the community and to prevent further violations. These remedies may include referral to counseling and health services or to the Employee Assistance Program, education to the community, altering the housing situation of an accused student or resident employee (or the alleged victim, if desired), altering work arrangements for employees, providing campus escorts, implementing contact limitations between the parties, offering adjustments to academic deadlines, course schedules, etc.
The University may interim suspend a student, employee, or organization pending the completion of an investigation and procedures. In all cases in which an interim suspension is imposed, the student, employee or student organization will be given the opportunity to meet with the Title IX/Equity/AA and ADA Coordinator (or his/her designee) prior to such suspension being imposed or as soon thereafter as reasonably possible to show reason why the suspension should not be implemented. The Title IX/Equity/AA and ADA Coordinator has sole discretion to implement or stay an interim suspension under the policy on Equal Opportunity, Nondiscrimination, Harassment, Sexual Misconduct and Relationship Violence and to determine its conditions and duration. Violation of an interim suspension under this policy will be grounds for expulsion or termination of employment.
During an interim suspension, a student will be denied access to University housing and/or the University campus/facilities/events. As determined by the Title IX/Equity/AA and ADA Coordinator or designee, this restriction includes classes and/or all other University activities or privileges for which the student might otherwise be eligible. At the discretion of the Title IX/Equity/AA and ADA Coordinator or designee, alternative coursework options may be pursued to ensure as minimal an impact as possible on the accused student.
During or upon the completion of investigation, the investigator will meet with the Title IX/Equity/AA and ADA Coordinator. Based on that meeting, the Title IX/Equity/AA and ADA Coordinator will make a decision on whether there is reasonable cause to proceed with the allegation. If the Title IX/Equity/AA and ADA Coordinator decides that no policy violation has occurred or that the preponderance of evidence (i.e., whether it is more likely than not that the accused individual committed each alleged violation) does not support a finding of a policy violation, then the process will end unless the accusing party requests that the Title IX/Equity/AA and ADA Coordinator make an extraordinary determination to re-open the investigation or to forward the matter for an incident review. This decision lies in the sole discretion of the Title IX/Equity/AA and ADA Coordinator. If there is reasonable cause, the Title IX/Equity/AA and ADA Coordinator will direct the investigation to continue, or if there is a preponderance of evidence of a violation, then the Title IX/Equity/AA and ADA Coordinator may recommend conflict resolution, a resolution without an incident review, or a formal incident review, based on the below criteria.
Conflict Resolution. Conflict resolution is often used for less serious, yet inappropriate, behaviors and is encouraged as an alternative to the formal incident review process to resolve conflicts. The Title IX/Equity/AA and ADA Coordinator will determine if conflict resolution is appropriate, based on the willingness of the parties, the nature of the conduct at issue, and the susceptibility of the conduct to conflict resolution. In a conflict resolution meeting, a Title IX Advocate will facilitate a dialogue with the parties to an effective resolution, if possible. Sanctions are not possible as the result of a conflict resolution process, though the parties may agree to appropriate remedies. The Title IX/Equity/AA and ADA Coordinator will keep records of any resolution that is reached, and failure to abide by the accord can result in appropriate responsive actions. Conflict resolution will not be the primary resolution mechanism used to address allegations of sexual assault or violent behavior of any kind or in other cases of serious violations of policy, though it may be made available after the formal process is completed should the parties and the Title IX/Equity/AA and ADA Coordinator believe that it could be beneficial. It is not necessary to pursue conflict resolution first in order to make a formal allegation, and anyone participating in conflict resolution can stop that process at any time and request a formal incident review.
Resolution Without an Incident Review. Resolution without an incident review can be pursued for any behavior that falls within the policy on Equal Opportunity, Nondiscrimination, Harassment, Sexual Misconduct, and Relationship Violence at any time during the process. The Title IX/Equity/AA and ADA Coordinator will provide written notification of an allegation to any member of the University community who is accused of an offense of harassment, discrimination, sexual misconduct, relationship violence, or retaliation. The accused individual may choose to admit responsibility for all or part of the alleged policy violations at any point in the process. If so, the Title IX/Equity/AA and ADA Coordinator will find the individual in violation of University policy for the admitted conduct, and will normally proceed to convene a formal incident review on any remaining disputed violations. For admitted violations, the appropriate Title IX Advocate will recommend an appropriate sanction or responsive action. If the sanction/responsive action is accepted by both the accusing party and accused individual, the Title IX/Equity/AA and ADA Coordinator will implement it, and act promptly and effectively to remedy the effects of the admitted conduct upon the victim and the community. If either party rejects the sanction/responsive action, an incident review will be held on the sanction/responsive action, only, according to the procedures below, (with the exception of employees for whom responsive actions can be determined by the Director of Human Resources without an incident review, based on the findings of the investigation]. In the case of at-will employees, the results of investigations will be implemented by Human Resources without further process.
Formal Incident Review. For any allegations that are not appropriate for conflict resolution and which are not resolved without an incident review, the Title IX/Equity/AA and ADA Coordinator will resolve the allegation with the involvement of the Director of Human Resources.
Incident Review. The Title IX/Equity/AA and ADA Coordinator will appoint an incident review officer, (depending on whether the accused individual is an employee or student) to an incident review. The incident review will take place at times determined by the incident review officer.
Notification of Charges. As far in advance as is reasonably possible, the incident review officer will send a letter to the parties with the following information:
Once mailed, emailed and/or received in-person, notice will be presumptively delivered.
Incident Review Procedures. The incident review will be convened, usually within one to two weeks of the completion of the investigation, and will be conducted in private. The incident review officer has the authority to hear all collateral misconduct, meaning that the incident review officer hears all allegations of discrimination, harassment, sexual misconduct, relationship violence, and retaliation, but also may hear any additional alleged policy violations that have occurred in concert with the discrimination, harassment, or retaliation, even though those collateral allegations may not specifically fall within incident review officer jurisdiction. Accordingly, investigations should be conducted with as wide a scope as necessary.
Participants will include the incident review officer, the investigator who conducted the investigation on the allegation, the accusing party and accused individual(s), advocates to the parties, and any called witnesses. The incident review officer will exchange the names of witnesses the University intends to call, all pertinent documentary evidence, and any written findings from the investigator between the parties at least two business days prior to the incident review. In addition, the parties will be given a list of the names of each of the investigators at least two business days in advance of the incident review. Should either (any) party object to any investigator, he/she must raise all objections, in writing, to the incident review officer, immediately. Investigator(s) will only be unseated if the incident review officer concludes that their bias precludes an impartial incident review of the allegation. Additionally, any investigator who feels he/she cannot make an objective determination must recuse himself or herself from the proceedings when notified of the identity of the parties and all witnesses in advance of the incident review.
The incident review officer, in consultation with the parties and investigator, may decide in advance of the incident review that certain witnesses do not need to be physically present if their testimony can be adequately summarized by the investigator during the incident review. All parties will have ample opportunity to present facts and arguments in full and question all present witnesses during the incident review, though formal cross-examination is not used between the parties. If alternative questioning mechanisms are desired (screens, Skype, questions directed through the incident review officer, etc.), the parties should request them from the incident review officer at least two business days prior to the incident review.
Once the procedures are explained and the participants are introduced, the investigator may present the report of the investigation first, and be subject to questioning by the parties and the incident review officer. The investigator may be present during the entire incident review process, but only during deliberations at the request of the incident review officer. The findings of the investigation are not binding on the incident review officer though any undisputed conclusions of the investigation report will not be revisited, except as necessary to determine sanctions/responsive actions. Questions may be directed through the investigator(s) at the discretion of the incident review officer.
Formal rules of evidence will not apply. Any evidence that the incident review officer believes is relevant and credible may be considered, including history and pattern evidence. The incident review officer will address any evidentiary concerns prior to and/or during the incident review and may exclude irrelevant or immaterial evidence. The incident review officer will disregard evidence lacking in credibility. The incident review officer will determine all questions of procedure and evidence. Anyone appearing at the incident review to provide information will respond to questions on his/her own behalf.
Unless the incident review officer determines it is appropriate, no one will present information or raise questions concerning: (1) incidents not directly related to the possible violation unless they show a pattern, or (2) the sexual history of or the character of the victim/accusing party.
[Where issues of competency or job performance are concerned, the incident review officer will not substitute his or her judgment of competency or performance for the judgment of other appropriate campus officials; the function of the incident review officer is to determine whether those policies, processes, and criteria used in arriving at judgments of competency or performance were consistent with the University's policies regarding harassment, nondiscrimination, sexual misconduct, and relationship violence].
There will be no observers at the incident review. The incident review officer may allow witnesses who have relevant information to appear at a portion of the incident review in order to respond to specific questions from the incident review officer or the parties involved. The incident review officer does not hear from character witnesses but will accept up to two letters supporting the character of the individuals involved.
In incident reviews involving more than one accused individual or in which two accusing parties have accused the same individual of substantially similar conduct, the standard procedure will be to hear the allegations jointly; however, the Title IX/Equity/AA and ADA Coordinator may permit an incident review pertinent to each accused individual to be conducted separately. In joint reviews, separate determinations of responsibility will be made for each accused individual.
Proceedings are private. All persons present at any time during the incident review are expected to maintain the privacy of the proceedings, subject to University consequences for failure to do so. While the contents of the incident review are private, the parties have discretion to share their own experiences if they so choose, and should discuss doing so with their advocates.
Decisions. The incident review officer will deliberate in closed session to determine whether the accused individual is responsible or not responsible for the violation(s) in question. The incident review officer will base his/her determination on a preponderance of the evidence (i.e., whether it is more likely than not that the accused individual committed each alleged violation). If an accused individual is found responsible, the incident review officer will recommend appropriate sanctions to the Title IX/Equity/AA and ADA Coordinator. The incident review officer will prepare a written deliberation report and deliver it to the Title IX/Equity/AA and ADA Coordinator, detailing the finding, the information cited by the incident review officer in support of the recommendation, and any information the incident review officer excluded from consideration and why. The report should conclude with any recommended sanctions. This report should not exceed two pages in length and must be submitted to the Title IX/Equity/AA and ADA Coordinator within two (2) days of the end of deliberations.
The incident review officer will inform the accused individual and accusing party of the final determination within 2-3 business days of the incident review. Notification will be made in writing and may be delivered by one or more of the following methods: in person; mailed to the local or permanent address of the parties as indicated in official University records; or emailed to the parties' University-issued email account. Once mailed, emailed and/or received in-person, notice will be presumptively delivered.
Sanctions. Sanctions or responsive actions will be determined by the incident review officer. Factors considered when determining a sanction/responsive action may include:
Student Sanctions. Responsive action for a student who has been found to be in violation of the discrimination, harassment, sexual misconduct, relationship violence, and/or retaliation policy includes, but is not limited to warning, suspension, or expulsion. A required educational program may accompany any of the sanctions listed above.
Employee Sanctions. Responsive actions for an employee who has engaged in harassment, discrimination, sexual misconduct, relationship violence, and/or retaliation include warning, required counseling, demotion, suspension with pay, suspension without pay, and termination.
Students: The University does not permit a student to withdraw if that student has an allegation pending for violation of the policy on Equal Opportunity, Nondiscrimination, Harassment, Sexual Misconduct, Relationship Violence, or for charges under the Code of Student Conduct. Should a student decide to leave and not participate in the investigation and/or incident review, the process will nonetheless proceed in the student's absence to a reasonable resolution and that student will not be permitted to return to University unless all sanctions have been satisfied.
Employees: Should an employee resign while charges are pending, the records of the Title IX/Equity/AA and ADA Coordinator will reflect that status, as will University responses to any future inquiries regarding employment references for that individual. The Title IX/Equity/AA and ADA Coordinator will act to promptly and effectively remedy the effects of the conduct upon the victim and the community.
All appeals must be submitted in writing to the Title IX/Equity/AA and ADA Coordinator within three business days of the delivery of the written finding of the incident review officer. Any party may appeal, but appeals are limited to the following:
The original finding and sanction/responsive actions will stand if the appeal is not timely or is not based on the grounds listed above, and such a decision is final. When any party requests an appeal, the other party (parties) will be notified and joined in the appeal. The party requesting appeal must show that the grounds for an appeal request have been met, and the other party or parties may show the grounds have not been met, or that additional grounds are met. The original finding and sanction are presumed to have been decided reasonably and appropriately.
Additional principles governing the incident review of appeals include the following:
All accused individuals are expected to comply with conduct sanctions/responsive/corrective actions within the time frame specified by the Title IX/Equity/AA and ADA Coordinator. Failure to follow through on conduct sanctions/responsive/corrective actions by the date specified, whether by refusal, neglect or any other reason, may result in additional sanctions/responsive/corrective actions and/or suspension, expulsion and/or termination from the University. A suspension will only be lifted when compliance is achieved to the satisfaction of the Title IX/Equity/AA and ADA Coordinator.
In implementing this policy, records of all allegations, resolutions, and incident reviews will be kept by the Title IX/Equity/AA and ADA Coordinator indefinitely in the Title IX Coordinator database.
These policies and procedures will be reviewed and updated annually by the Title IX/Equity/AA and ADA Coordinator. The Title IX/Equity/AA Coordinator may make minor modifications to procedures that do not materially jeopardize the fairness owed to any party. However, the Title IX Coordinator may also vary procedures materially with notice upon determining that changes to law or regulation require policy or procedural alterations not reflected in this policy and procedure. Procedure in effect at the time of its implementation will apply. Policy in effect at the time of the offense will apply even if the policy is changed subsequently, unless the parties consent to be bound by the current policy.


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NTFS Undelete User Reviews
This download is served from an external site
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Sponsored Products
"SCAM - stay away"
Version: NTFS Undelete 0.93
No Pros. Any positive reviews you see are plants.
This is a scam. They show you the files are in excellent condition for retrieval. They were all garbage and unusable. I opened a ticket and send several emails, and received no reply. When I asked for a refund through PayPal, the company actually stated that just because they are retrievable does not mean they are usable (because people want software that retrieves unusable files.) On their site they state that there are no refunds because it is try before you buy. But that is the scam, they show you the files, give you the impression that they are in excellent condition, but don't let you try to retrieve even one of them, until you pay. If i did try, I'd have seen that this program pulled filenames, but did not link the files properly. I would not have paid. Beware of PayPal as well , as they agreed with the software company.
Scam. Stay Away!
Yup, a planted review. Hey Cnet... dump this software!
Updated on Feb 12, 2015 -
"SCAM - dont waste your time"
Version: NTFS Undelete 0.93
There is nothing PRO about this software
The modified date for sure is incorrect. Likely the fair, good, excellent file condition is also not going to be trusted. When you do select your files and try to pay, PAYPAL doesn't work; but there was no way I was going to give them my cc
Shame on CNET - patrol your site, check out software when people say it is a scam - remove SCAM SOFTWARE - this is no different than a virus.
"SCAM - Stay away"
Version: NTFS Undelete 0.93
This program has no redeeming qualities whatsoever.
- Does NOT actually undelete files.
- Deceptive advertising.Summary
Tricks you into thinking it is "free" software. It is not. Any company that uses such tactics should not be trusted. There is plenty of good free undelete programs out there. This is not one of them. STAY AWAY.
"Con - don't waste your time"
Version: NTFS Undelete 0.93
None, there are many file recover tools you can pay for - I wouldn't trust a company that cons users.
Leads you to believe it's free and you waste your time installing and selecting files before it blocks you from actually recovering until you pay them.
It also blocks you from closing down the program when you realise it's a pay only con. Need to shut it down in task manager.Summary
Buy from an honest vendor or use something free like http://www.filehippo.com/download_recuva - working well so far.
"Good but NOT FREE!"
Version: NTFS Undelete 0.93
Undeletes very well, even hard to find files.
Free until you want to undelete. Then its $40. Please correct this cnet.
Good but NOT FREE!
"Don't waste your money."
Version: NTFS Undelete 0.93
None. I wonder who writes all the positive reviews above ;-)
Freeware/trial version indicated 1000s of recoverable files (files were detected to be in "excellent" state. After buying the full version, the files were apparently restored ok, but in every case the file was corrupted.
Customer support says the program works as expected. OK, if you expect that it does not work, that is.Summary
Feeling cheated.
"Does good job, but slower than a tortoise."
Version: NTFS Undelete 0.93
It does undelete files, and accurately from what I can tell.
1. Slow as a tortoise. I expected it to be very quick (they claim it is), but it is VERY slow. I had some 3000 files to undelete in a folder structure. It will be way faster to restore them from backups.
2. I went to get a refund because I was not pleased with the speed. Their policy says "No refunds". Their excuse is you can try the trial version for free, which does not undelete.Summary
Not worth the money. To many other programs out there that do the job just as well a lot cheaper.
Refund policy is unacceptable. -
"Best File Recovery Application"
Version: NTFS Undelete 0.93
It took less than 2 minutes to locate and recover the photo I accidently deleted. Was quite sure what folder to scan, but the support FAQs were great.
None. NTFSUndelete worked. What's to complain about?
If you have deleted a file, trust NTFSUndelete. Save me today....
"Defective product, ignored emails, refused refund"
Version: NTFS Undelete 0.93
none that I can see
no customer support, they ignored me for a week until I suggested I get my bank involved.
If you have a problem, don't count on any support. They 'lose' emails or claim you did nto send them while you are nice and only respond when your bank or other organizations get involved.
I have downloaded 3 times, tried to install numerous times, and all it does is crash. I have purchased another product as I needed the ability to recover files during the time they ignored my inquiries. They have refused to refund, stating it is a non refundable product, though their terms state that refunds are given for defects. -
"OUTSTANDING! One of few softwares that actually work!"
Version: NTFS Undelete 0.93
I've used paid-for undeleters before that were not very impressive, this one stands out. I didn't run it until about 2 weeks after the accidental deletion of all my document files, this baby found them and broiught them back within a few minutes!
Most of the documents and files in the undelted folder will not open for some reason, Adobe and other opening programs all tell me that the documents are either an unrecognized format, or are corrupted. Any advice?
I can't believe this product is free, in my opinion it's the best undeleter out there, I highly recommend it.
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