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Interesting Stuff
GURPS Character Sheet (GCS) is a stand-alone, interactive, character sheet editor that allows you to build characters for the GURPS 4th Edition roleplaying game system. This site is the home for GCS, which was written by Richard A. Wilkes.
I am looking for volunteers to review the data files, find any mistakes or missing bits, make the necessary updates, and send them to me for inclusion in the next update. If you'd like to help out, contact me.


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View All > Sak Gifting Luggage Tag
Sak Gifting Luggage Tag
model #: 105935
Travel in style and identify your luggage right away with the leather luggage tag featuring our signature embroidered peace sign. It also makes a perfect gift for a frequent traveler!
No Reviews
- 5.25H x 2.75W Drop: 2
- Buckle and snap closure
- Features an ID picture window
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subset: commoncrawl


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The Walking Dead
The Walking Dead Season 4 Spoilers: "Roy Stark" Being Cast — Abraham?
A whole bunch of new people moved into the prison on The Walking Dead Season 3 finale, and we'll get to know them — along with some new people — on Season 4. (Unless Carl kills them all first.)
According to SpoilerTV, "For episode 4.01 of The Walking Dead, the regular role of Roy Stark is being cast. He was an Army medic before the ZA."
Season 4 starts filming in May, so we'll probably get more hints on this character. In the meantime, TVLine confirmed the AMC casting call, saying the character of Roy Stark, is "described as a former army medic who is deeply haunted by his past — pre- and post-zombie apocalypse. As a result, he's a bit of a loner, although he maintains a charming/self-deprecating/confident public face."
Speculation is pointing to this as the possible arrival of Abraham Ford, a character in the original comic book series. Abraham is a U.S. Army sergeant in his late 40s who joins Rick's group. The TV show hasn't been slavishly faithful to the comics, so it would make sense if they were adapting this character in some way. Or maybe this Roy Stark is a completely different guy and Abraham, or other comic characters, are still to come. Funny that TWD has a "Stark" on its show though. Intentional Game of Thrones reference? The North remembers!
Sources: SpoilerTV, TVLine
Catch up on more Season 4 scoop here.


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A guide to showcasing Portland's wonderful quirkiness while keeping the kids happy (and your sister sane)
+ The kids make their own pancakes (and a mess).
+ Boozy breakfast drinks (there are five mimosas on the menu)
+ Someone else to clean it all up
– A likely hourlong wait
= Totally worth it
4246 SE Belmont St.
Few cities our size claim their own aerial tram. Ours gets you within steps of Marquam Nature Park, a 180-acre ode to native plants like bigleaf maples, red cedars, and western hemlock.
I scream, you scream, the entire country is screaming for this boutique ice creamery—which, in its short two-year existence, has already logged way more than 31 quirky flavors. Among our favorites: Sea Salt with a Caramel Ribbon, and Freckled Woodblock Chocolate. Multiple locations.
The bad news: not enough people visit the bronze statues commemorating our famed children's author at this Grant Park fountain. The good news: little ones can splash with Ramona and Ribsy without much interruption. NE 33rd Avenue and Brazee St.
Don't give us that look (or eye roll). Name another 219,000-square-foot hands-on paean to science that includes a submarine, planetarium, and instructions for making flubber. Yeah, thought so. It's easy for us to forget how truly awesome OMSI is, too. Remind yourself with a visit to the (hands-off!) mummies exhibit. 1945 SE Water Ave.
Fast is important when it comes to feeding kids. But so is flavor when it comes to feeding you. Boke Bowl's heaping, steaming noodle bowls—like the pork dashi with buttermilk fried chicken—make both a priority. And there's even PB&J steamed buns for the little ones. Plus, the SE Water Avenue location will introduce the next generation to some new vocabulary: industrial chic. 1028 SE Water Ave.
If you can get over the Day-Glo décor (you can), Northrup Station's reasonable rates, kitchen suites, rooftop deck, and complimentary breakfast make it an ideal option for stashing sis and her family. And it puts her within blocks of places to trade out her mom jeans for something sharper at trendy NW 23rd shops like Sloan and Blake. 2025 NW Northrup St.


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The Sports Network
By Lucas Gulotta, Associate College Football Editor
GAME NOTES: The 18th-ranked Utah State Aggies are back in the Famous Idaho Potato Bowl to face the Toledo Rockets on Saturday, the game being played on the Blue FieldTurf at Bronco Stadium in Boise.
"It's a tremendous opportunity for us to be chosen to play in the Famous Idaho Potato Bowl to represent our program and our city in front of a national audience," said Toledo head coach Matt Campbell.
The Rockets are playing in their third consecutive and 13th overall bowl game after posting a 9-3 record in the regular season. In his first year as a head coach, Campbell had his team in position to book a trip to the Mid-American Conference Championship Game before it lost to the BCS bound Northern Illinois Huskies. Toledo began the season with just one loss in its first nine games, and cracked the Top-25 soon after upsetting Cincinnati before falling to Ball State and then NIU. Campbell guided the team to a win over Air Force in the 2011 Military Bowl in his head coaching debut last season.
As for Gary Andersen's Aggies, they enter this clash on a six-game winning streak after sweeping through the Western Athletic Conference. Utah State finished the regular season with a 10-2 overall record, its only two losses coming at Wisconsin (16-14) and at BYU (6-3). The Aggies scored 38-plus points in each of its last six games and have not trailed at any point during their last five outings. Utah State played in this same bowl game last year, dropping a 24-23 decision to another MAC program, Ohio University.
This bout marks the first meeting between these two schools on the football field.
Toledo's offensive attack revolves around its star tailback David Fluellen. The junior running back finished eighth in the FBS with 132.7 ypg, which accounts for 67.2 percent of the team's rushing yardage. He did not play in the team's season finale versus Akron due to an ankle injury, but he will be ready to go for this game.
With Fluellen out against the Zips, senior halfback David Pasquale saw the most action of his four-year career, coming off the bench to rush for 93 yards on 15 carries, while adding seven receptions for 110 yards.
Coach Campbell began the season rotating junior Terrance Owens and senior Austin Dantin at quarterback. Owens took control of the job and finished with 2,677 yards, 14 touchdowns and eight interceptions on 209-of-333 passing. Dantin was under center for the senior game versus Akron and completed a highly-efficient 29-of-35 attempts for 325 yards and five TDs against only one interception. Owens is still recovering from a nagging ankle injury, making the possibility Dantin sees some action rather realistic.
Whichever QB is dropping back will have a pair of dynamic options at his disposal. Freshman Alonzo Russell and junior Bernard Reedy are both reliable targets at wideout. Reedy tallied a team-high 82 receptions for 1,052 yards and six TDs, but Russell's big-play ability yielded five scores and 925 yards on just 54 grabs.
The Rockets gave up a lot of yards (464.1 ypg) to rank 10th in the MAC in total defense, but they placed fifth scoring defense (27.3 ppg) due to their knack for forcing turnovers.
The Rockets are led by the nation's leading tackler, Dan Molls, who has recorded 166 total stops. Molls logged 18 tackles and notched his third sack of the season last time out. The senior linebacker has the respect of the opposing coach in this one.
"He is always around the football and he is a very good tackler when he gets the opportunity to make plays. He is sideline to sideline, he is behind the line of scrimmage, his intensity is motor," said Andersen of Molls. "It sounds like he is kind of a self made guy, tougher than nails."
Jermaine Robinson has made some spectacular plays as well and is tied for second in the MAC with four picks, two of which he returned for touchdowns.
"It says a lot of good things about how much work we put into the off season and the things that we try to accomplish around here," said Robinson. "The sky is the limit for us and we just have to stay focused and keep doing what we're doing."
Utah State will give Toledo's defense plenty of trouble, and the Rockets' head coach knows his squad will be tested by the Aggies' talented quarterback.
"They're really balanced on offense," Campbell said. "Chuckie Keeton does a great job. He's extremely athletic and has the ability to beat you running the football, but also has the innate ability to throw the ball all over the field. He's one of the premier quarterbacks in the country."
Keeton had a sensational sophomore season with 3,144 yards, 27 touchdowns and only nine interceptions with a .676 completion percentage. The second-year QB was named to the All-WAC First Team for his efforts.
USU's leading receiver, running back Kerwynn Williams, also picked up First- Team All-WAC recognition after posting 663 yards and five scores through the air to go along with 1,277 yards and 12 TDs on the ground. The senior tailback is on a three-game streak with at least 100 rushing yards.
Keeton has a few more traditional targets in senior wideouts Matt Austin (42 receptions, 652 yards, five TDs) and Chuck Jacobs (36 receptions, 550 yards, five TDs).
The Aggies offense was not asked to do too much due to the tenacity displayed by the team's defense. Utah State ranks 15th in the FBS in total defense with only 322.7 ypg, and eighth in scoring defense with just 15.4 ppg.
"Statistically they are ranked in the top-20 in just about every (defensive) category," said Campbell. "They are extremely well-coached. They do a lot of different things but they have the ability to stay simple. They know where to align and assign at all times."
Senior cornerback Will Davis was a big-time playmaker this season as he picked off five passes and returned one of them for a score. Junior linebacker Jake Doughty anchored the unit with a team-best 101 tackles, and senior defensive tackle Al Lapuaho was also named a First-Team All-WAC performer for his work in the trenches.
Both teams had very impressive regular seasons and they appear pretty evenly matched. Although Utah State has the more impressive stats, the WAC offered a lower level of competition than did the MAC this season. Toledo's success will depend on how healthy Owens and Fluellen will be come game time. The Aggies' offense may have caught up with its defense just in time to claim a seventh win in a row.
Sports Network Predicted Outcome: Utah State 34, Toledo 28


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What time do prelims start?
What time do prelims start?
630 cst on fight pass (ufc.tv)
I'm actually excited for quite a few of the under-card fights.
"Without blinking I bitch slapped him right across the face and grabbed him and yelled, "You go out there and beat his ass!!!" Nate "The Rock" Quarry.
"Shit just got real here in the Max!" Michael "The Voice" Schiavello at K-1 World Max Rd of 16 2010, Zambidis vs. Chahid.
Fight Pass fights start at 7:30pm EST
Isn't fight pass free or something for a bit? Thanks
Its free until the end of the month
"If a man with no arms and a man with no legs started learning karate, the same light bulb would appear over every head in Japan. Thats right: Glue them together and see if it can kill a panda."
Just signed up, thanks.
I'll be cancelling after anyway. No point in this unless it included some kinda discount or something towards ppvs I'd keep it.
nice first round
Moosaucy for the win!
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Board considers standards for private dog parks
If you're a dog owner in Henrico County, there's only one public place in which your dog is legally permitted to run "at large" (free from your control) – Dorey Dog Park in Varina.
But a request from a county homeowners' association could eventually lead to more private options for dog owners.
The Henrico Board of Supervisors may consider adopting standards that permit private dog parks to be constructed in the county. The Wyndham Foundation has requested permission to establish such a park, following a survey of Wyndham homeowners that found widespread interest.
During a work session Sept. 25, supervisors discussed the merits and faults of private dog parks and what the standards for such parks might entail.
Current county code prohibits dogs from running at large except on homeowners' private property or at the Dorey Dog Park, which opened last October.
County planning officials suggested that if the board were to adopt guidelines for private dog parks, they should require that such parks:
• be at least one acre in size;
• include fencing at least five feet in height;
• include 400-foot setbacks on all sides to the nearest dwelling or structure;
• include a minimum of 15 parking spots per fenced acre;
• be open only from dawn to dusk;
• forbid commercial boarding and breeding operations on site.
Tuckahoe District Supervisor Pat O'Bannon said she saw the merit in such private parks as a way to provide exercise for dogs and a chance for owners to interact and make friends – particularly at apartment complexes – but wondered if those complexes would be able to meet the setback standards. Henrico principal planner Ben Blankenship said that his office could design separate standards for such complexes if the board desired.
The county likely would require approval of a conditional or provisional use permit for any private dog parks, Blankenship said, to permit enforcement of applicable standards.
Planners intend to meet with the Wyndham Foundation and return to present an update to the board within two months.
'Proof of Heaven' coming to Glen Allen
Dr. Even Alexander, a New York Times best-selling author who has been featured on Oprah and Dr. Oz, was in town last week to promote his June 27 talk, "Proof of Heaven," at Glen Allen High School.
Alexander (pictured, at right, while Unity of Bon Air church member Harry Simmons interviews him) has written about what he considers to be his journey through the afterlife.
Tickets to this month's event are $25 and will support the new Bon Secours Hospice House being built later this year. > Read more.
Innsbrook Rotary celebrates 25 years
The Innsbrook Rotary Club, which is celebrating its 25th year in 2015, has completed a number of volunteer projects this year and raised thousands of dollars for various organizations through three events.
The club's annual rose sale, benefit for youth live auction and Virginia Fire Games competition, combined with individual and corporate donations, have raised nearly $70,000 – money that the club contributes back to the community.
FeedMore is the beneficiary of the club's 25th anniversary project, which provides refrigerated trailers to be used for the distribution of food throughout Central Virginia. > Read more.
Weekend Top 10
For our Top 10 calendar events this weekend, click here! > Read more.
No one injured during fiery morning wreck on I-295
Va. Guard soldiers, airmen eligible for Va. Veterans ID card
Land Lovers, Clean Businesses honored
Henrico Schools holding job fair to recruit bus drivers
Fairfield MS band wins 5 awards
- More News
Print Edition
Jul. 2, 2015Click here to read the print edition.
Weekend Top 10
Voltaggio to host three-course dinners at Family Meal July 21-22
Fan favorite shines in new West End home
Weekend Top 10
Weekend Top 10
- More Entertainment
Obituary – Ruby White
Obituary – Thomas Stewart Gammon
Obituaries – Frances Inthavong
- More Obituaries
'Proof of Heaven' coming to Glen Allen
Innsbrook Rotary celebrates 25 years
Holman student named Miss Va. Coed Junior Teen
- More Community
My daughters' other dads
All hail to mothers and the hardest job of all
Cabin fever cures - and blessings
- More Opinions
Athlete of the Week – July 3: Kayla Sell
Athlete of the Week – June 19: Sydney Whitaker
Steward School's Enright drafted by NY Mets
- More Sports
Reader Survey | Advertising | Email updates
ClassifiedsHighspeed Internet EVERYWHERE By Satellite! Speeds up to 12mbps! (200x faster than dial-up.) Starting at $49.95/mo. CALL NOW & GO FAST! 1-888-685-2016
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CalendarThe Henricopolis Soil and Water Conservation District will offer a DIY Rain Barrel Workshop from 6 p.m. to 8 p.m. at the Henrico County Human Services building, 8600 Dixon Powers… Full text


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FOR IMMEDIATE RELEASESeptember 28, 2011Revised June 11, 2013
Release #11-337
Note: The following press release provides consumers with safety information that was originally announced on September 1, 2011 in release #11-315
Note: Firm is out of business.
WASHINGTON, D.C. - The U.S. Consumer Product Safety Commission, in cooperation with the firm named below, today announced a voluntary recall of the following consumer product. Consumers should stop using recalled products immediately unless otherwise instructed. It is illegal to resell or attempt to resell a recalled consumer product.
Name of Product: OZOfire™ Pourable Gel Fuel (Formula 4) and SUREFIRE™ Pourable Gel Fuel (Formula 4) Bottles
Units: About 14,000 bottles and jugs
Manufacturers/Distributors: Fuel Barons Inc., of Stateline, Nev.
Hazard: The pourable gel fuel can ignite unexpectedly and splatter onto people and objects nearby when it is poured into a firepot that is still burning. This hazard can occur if the consumer does not see the flame or is not aware that the firepot is still ignited. Gel fuel that splatters and ignites can pose fire and burn risks to consumers that can be fatal.
Incidents/Injuries: Fuel Barons has received one report of an incident where a man sustained second-degree burns to his hand and wrist.
Description: The recall involves pourable gel fuels packaged in one-quart and one-gallon plastic bottles and plastic jugs and sold with or without citronella. The label on the container says "OZOfire™" or "SUREFIRE™," "Formula 4" and "Pure Bio-Ethanol Fuel Pourable Gel." The fuel is poured into a stainless steel cup in the center of ceramic firepots or other decorative lighting devices and ignited. The following products are affected by this recall:
Sold: Online at Windflame.com as well as other online retailers from January 2010 until August 2011 for between $8.50 and $22.
Manufactured in: United States
Remedy: Consumers should immediately stop using the pourable gel fuel in firepots. Consumers should discard the pourable gel fuel and bottles in accordance with local and/or state environmental regulation(s).
This firm is part of a larger set of pourable gel fuel recalls. For more information, please see:
News Release: Nine Manufacturers, Distributors Announce Consumer Recall of Pourable Gel Fuel Due to Burn and Flash Fire Hazards (Sept. 1, 2011)
News Release: Napa Home & Garden Recalls NAPAfire and FIREGEL Pourable Gel Fuel Due to Fire and Burn Hazards (June 22, 2011)
OnSafety Blog: Stop Using Pourable Gel Fuels (June 22, 2011)
Alert: Press Statement on Gel Fuels and Other Illuminating Fuels (June 14, 2011)
The U.S. Consumer Product Safety Commission is charged with protecting the public from unreasonable risks of injury or death associated with the use of
thousands of types of consumer products under the agency's jurisdiction. Deaths, injuries, and property damage from consumer product incidents cost the
nation more than $1 trillion annually. CPSC is committed to protecting consumers and families from products that pose a fire, electrical, chemical or
mechanical hazard. CPSC's work to help ensure the safety of consumer products - such as toys, cribs, power tools, cigarette lighters and household
chemicals -– contributed to a decline in the rate of deaths and injuries associated with consumer products over the past 40 years.
Federal law bars any person from selling products subject to a publicly-announced voluntary recall by a manufacturer or a mandatory recall ordered by the
To report a dangerous product or a product-related injury go online to www.SaferProducts.gov or call CPSC's Hotline at (800) 638-2772 or teletypewriter at
(301) 595-7054 for the hearing impaired. Consumers can obtain news release and recall information at www.cpsc.gov, on Twitter @USCPSC or by subscribing
to CPSC's free e-mail newsletters.
Times: 8 a.m. - 5:30 p.m. ET; Messages can be left anytime
Call to get product safety and other agency information and to report unsafe products.
Please use the below phone number for all media requests.
Phone: (301) 504-7908
Spanish: (301) 504-7800
View CPSC contacts for specific areas of expertise
We are still interested in receiving incident or injury reports that are either directly related to this product recall or involve a different hazard with the same product.
Report a Product on SaferProducts.gov
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Click Ok if you wish to continue to the website; otherwise, click Cancel to return to our site.


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Plush Animal Head Sleeping Bag
- No Longer Available -
Unsurpassed snuggliness makes our textured plush sleeping bag a welcome companion no matter where they lie down to rest.
- Sleeping bag crafted from luxurious plush fabric
- Pillow pal provides built-in comfort
- Detailed with charming embroidered accents
- Rolls up and secures with Velcro® closure
- 100% polyester
- Imported
- Machine wash
- In ivory
Plush Animal Head Sleeping Bag
- 70"L x 31"W
Product Not Available
We're sorry. This product is no longer available
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Jane Yellowrock is the last of her kind - a skinwalker of Cherokee descent who can turn into any creature she desires and hunts vampires for a living. But now she's been hired by Katherine Fontaneau, one of the oldest vampires in New Orleans and the madam of Katie's Ladies, to hunt a powerful rogue vampire who's killing other vamps.
©2009 Faith Hunter (P)2010 Audible, Inc.
"A new, strongly unique voice in the dark fantasy genre." (Kim Harrison)
"Hunter's very professionally executed, tasty blend of dark fantasy, mystery, and romance should please fans of all three genres." (Booklist)
"Khristine Hvam portrays Jane with an adventurous-sounding voice edged with a twang.... Hvam's voices for the Louisiana locals whom Jane learns to love and respect.... augment an intriguing story with hints of Native American mysticism." (AudioFile)
"How refreshing"
This book makes an exceptionally nice change from others in this genre, mainly because the protagonist is a strong, independent woman who actually likes herself, and is comfortable with her lot in life. It's very nice to read a story in which the heroine isn't complaining endlessly about her life, or gnashing her teeth over how to make some preternatural being fall in love with her.
There are a few weak points concerning the writing; another reviewer mentioned that the writer points out her own jokes fairly often, and this really IS kind of annoying. The dialogue is kind of stilted in places, and a significant portion of the book is written from the POV of her cat-spirit, which takes a bit of getting used to.
For those who are tired of the violent and/or explicit sex that's so prevalent in urban fantasy, you'll find this book a nice change.
All in all, I consider this a good, solid debut novel in the Jane Yellowrock series, and I look forward to reading more.
Many say I am easily entertained because I have given many 5star ratings, but I KNOW what I like, have my favorites, and choose accordingly.
For me, this book hits ALL the things I love. A great story, Native Americans, strong woman that still has her soft side, and Vamps!!! Jane is a honest to goodness Harley driving Vamp killer. There is almost no bad language in any of Faith's books, that I have found and she proves that a great story CAN BE WRITTEN without a lot of cussing and sex. Don't get me wrong, I do like my bodice rippers,and Para-porn, it's just that sometimes I don't want to hear it. And sometimes just the blush is better than the show all, tell all. Hearing the language of "The People" was a very pleasant surprise and Khristine makes it sound so real.I wish there was more in the story. And just wait until you meet Big Cat. I love it when Jane and Cat talk to each other! Sooooooo..... I guess this is another writer and reader for me to collect. Enjoy!!
I can find a book to love in any genre -- a beautifully written classic, an interesting mystery or sci-fi, a trashy romance. Bring it!
"Pretty Good Book for this Genre"
STORY - Skinwalker is a vampire action/mystery. The main character, Jane Yellowrock, is of Indian origin and has the power to change into different creatures. IMHO, the best part of the book is when she is in the process of shifting or has already changed forms. Her thinking process becomes that of the beast she has become, which is definitely a cool perspective. The rest of the book is your typical vampire-killing story with a smaller mystery component. There is no romance or sex, but lots of action and blood. I personally thought the book was okay, but nothing special. It is an easy listen and comes to a satisfying conclusion, so it stands alone.
NARRATION - The narrator does a pretty good job except she mispronounces some words of French origin. Maybe it's just me, but it bugged me when she pronounced jewelry as "joolerie."
OVERALL - People who like this genre will probably like this book very much (thus the great reviews). I'm finding that I don't enjoy the vampire-hunting genre, but I'm plodding through the ones I bought in a recent sale.
I LOVE books. And dogs & quilting & beading & volunteering.
"Paranormal/mystery/vampire novel"
I'm not a fan of most vampire books however the 2 "Jane Yellowrock" books I've listened to (and they are on sale the first week of October 2012) are more mystery than gory vamp books...and I like them.
There is a bit of romance but not lots..and I really like that I wasn't able to figure out the "Who Done It" myself, since I consider these books paranormal mysteries more than anything else.
If you enjoy this kind of mystery I'd really recommend buying these books right now-the sale price is a winner...Thanks Audible for introducing me to another author.
The narrator, Khristine Hvam does a really good job with the southern accents-but I like the way she 'does' The Beast best of all....and The Beast is too cool for words.
"Vampires & Shapeshifters & Witches, OH MY!"
This is the first book that I have read by Faith Hunter. I found that I really enjoyed it. I liked that her main character is a strong, smart, and most importantly..... wait for it.....from North Carolina.
There has been alot of buzz about this book. So, I was pleasantly surprised, when I found it here.
Thanks Audible, for providing another great story within the Paranormal/Urban Fantasy genre.
FYI: This is a hint of romance in this book, but only a hint.
34-yr old African IT professional who relies on great audiobooks to get him through boring and repetitive work days. Also while driving!
"Not bad but not interesting enough to keep me goin"
What I enjoyed about this book:
- The in-depth back-stories about Jane's beast and her tribe, the level of detail and description invested in helping us understand her shape-shifting abilities and the effort made in maintaining the laws of physics by explaining where all the mass comes from and goes to when she shape-shifts into larger or smaller bodies.
- Having a main character with a rich Native American background and how this is gradually introduced into the story.
- The narration, it was excellent and I found Khristine Hvam's pronounciation of the Cherokee language authentic-sounding and a pleasure to listen to.
- The shape-shifting, 'nuff said, it was awesome and well-implemented.
- The vampire culture (the cemetery burial scene was great).
- The solving of the mystery of the killer, who it ended up being and what the repercussions will be.
What I didn't like and why I won't be reading any more books in the series:
- How much time and level of detail is spent describing her tea fetish, the scene in the restaurant where she goes to eat, her amazing dancing skills on the dancefloor on more than one occasion. This might just be because I find all this to be too 'girly' and therefore boring coming from a male perspective but I just couldn't get around the feeling that too much time was spent on such mundane things.
- How competent Jane is at seemingly everything she does which just strains credulity and is further compounded by how easily she dispatches her foes (the best characters are the ones that while powerful, are also fallible). I never got the sense that she was ever in any real danger.
"Try it - you might like it!"
I put off listening to this series for almost two years. It continuously showed in my recommended list but I was convinced I wouldn't like it - maybe it was the cover art???
I gave in and bought it last week because it was on sale. I listened to it immediately and was pleasantly surprised. The character of Jane is pickly and tough, not very likable at first. She has been hired by a local vampire council to hunt a rogue. Jane is uniquely qualified for the job bacuse she shares her body with Beast, a panther spirit whose body she hijacked by accident when she was a child. Jane/Beast can transform into animal form and has a well developed sense of smell.
If you can suspend your disbelief long enough to get into the story, it is fast paced and well written. The references to Cherokee culture are well researched and seamlessly integrated. The dialog is okay - not spectacluarly witty, but okay. The voice of Beast is the one dialog exception. The way Faith Hunter writes for Beast and Khristine Hvam reads it is masterful!
After resisting this series for two years, I bought the other three books after finishing this one! Don't be deceived by the cover art it hides a great story!
"Surprisingly good!"
I put off trying this series for a long time. I don't really recall why, but when I ran out of other things to listen to, I gave it a try. I was pleasantly surprised by the book and the main character. I ended up listening to the whole series (so far), and liked them all.
The reason I gave it four stars instead of five, is that the main character has an annoying habit of taking on responsibility for anything and everything bad that happens, even when she's not present. That was a bit much for me, but perhaps it's a character flaw that will be explained and/or developed later in the series.
All-in-all, it was a great listen!
Love fantasy books, usually with a strong female character. I also enjoyed just about anything from J.D Robb I am a fan of mysteries as well. I also enjoy funny and quirky novels anything from Molly Harper is a winner in my book. Since listening to audio books is important to me while I travel I also follow certain narrators as well.
"Nice Twist on the Traditional"
OK this is a great twist on the traditional interpretation of vampires, witches and skinwalkers, especially the part about mass having to go somewhere. After I got used to the beast's narration and how she thinks acts and speaks as the beast I was go to go. I admit it was a shock at first but the narrator handled it well and the author put a great twist on the ordinary. I loved it, and I am hooked.
"almost quit listening, glad I didn't"
Actually, I quit listening to this book about two chapters in. The dialogue of Jane's beast about drove me nuts, the first time she changed forms. I absolutely hated it, so I quit listening. Then, I read other reviews, and the majority really liked the book. So, I gave it another try. The story developed, and became quite interesting, and luckily beast didn't do too much hunting ( cause I still don't care for the dialogue). At any rate, it turned out to be a good book, and I will buy the next installment.
This is without doubt one of the best shifter books I have ever come across, and defiantly the best one I?ve ever found on audio. The story its self is brilliant, as is that of the main character. Who she is and where she came from. The difference between how Jane sees the world in human form and when she is in the form of Beast is just one of the things that makes this story so gripping. All the characters are complex and intriguing as is the world in which the live. A truly great book that I will be able to listen to, and enjoy, over and over again.
"Great narrator and gripping story"
I love the narrator's voice and the way she's telling the story. The best I heard so far. She makes the story so alive and gripping.
The story is about Jane Yellowrock who has this "dual personality" of herself and 'beast' who is living basicly inside her - or the other way around if she is shifting into beast. Although very different from each other, they seem to complement each other pretty well, especially in hunting down the bad guys. In some flashbacks we get to know more about them and how they came to be. All that while they hunt some mad creature who is killing vamps and humans and everyone is curious to find out, what Jane really is.
"I couldnt get past the first ten mins"
I have no idea, a person who can be leave a narrator who sounds like shes going shopping is good.
definitely not
no this was my clincher , this lady does not sound like she could handle a stray cat let alone supernatural baddies. this is why its important to choose your narrator carefully as this lady has a depth of character in her voice as a piece of a4
disappointment, normally I will listen to most books but a poor narrator ruins it for me,
Its wasn't for me, it may be for you
"Enjoyable but average genre offering."
Overall it's an enjoyable book but average in its composition and storytelling, not an outstanding genre offering but competent. There are a couple of real cringeworthy cliches that made me wonder if I was reading 50 shades of skinwalker!
The narrator was good but a few edits were noticeable.
Would I recommend it? Depends on your tastes but if like me you're coming to it after the Dresden books and the like you'll most likely find this a little lacking, although as mentioned not bad or poor by any stretch of the imagination. A book to try when there's little else to read.
"Vampire fighting, form changing fighter"
In the most part I did enjoy this slightly different take on a vampire hunter. Jane's ability to change into the beast added a different angle to the story although I did find the short sentences when Jane was in beast form a little annoying after a while. There was lots of potential in the relationships Jane formed for future stories and I understand there are quite a few spin off stories involved. From a practical point of view I probably would have preferred the background more in this story but overall I would recommend as something a little different.
Yes, I've put the subsequent book on my wish list and will purchase soon. At end of the story she was about to do something so I'd like to see how this develops.
With narration, you get more of a feel for where the book is set with the different accents a narrator brings, That always adds something extra to the book (for me).
"Good start"
A good start to what will hopefully be a long and eventful series. Janet is something I've never read about before a skin walker hundreds of years old and can take on the shape of different animals, yet she finds herself up against something she's never seen before.
"Great yellowrock"
the in depth characters and a good story
jane yellowrock she is just full of life and what is right and wrong
So far all of them have been great
I have been scared ,cried and laughed
I loved this series ans am looking forward to more in the future
"Well worth a listen"
Yes, I would. The story is really good and I think it would appeal to a wide range of people.
Jane Yellowrock. Because she's a strong, independent person that doesn't run and hide behind the closest bloke when things get tough.
Yes, Khristine Hvam is by far my favourite narrator. She has a great voice to listen to and has a way of bringing the story and its characters to life.
"good and original"
the main thing with this book is that the two main characters' are likeable both caught in the same body.
There are no distinct villains because the lead character hates vampires but has to work for them. It does keep you guessing as to who the rogue is and there are a few neat twists.
Just hope the rest of the series live up to the 1st 1
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Best Buy Fashion #9704
Ken® doll's shirt had the appearance of a short-sleeved navy tricot mock turtleneck shirt with a red, white, and blue knit sweater-vest, but it was just one piece. He paired it with red slacks that had white stitching and cargo pockets. This outfit coordinated with Barbie® doll's #9628, #9739, and Skipper® doll's #9747.
All images and descriptions courtesy of Collector Books, publisher of "Barbie® Doll Fashion: Volume 3" by Sarah Sink Eames.
Production doll may vary from the photo shown above. Mattel reserves the right to modify the fashion/fabrics, sculpt, hair color/style, and accessories. Doll cannot stand alone as shown.


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Customers will continue to receive email security and archiving services for use with their existing email servers through the Google Apps platform and Google Apps Vault**. Google will manage the transition for our customers and they will not have to replace existing email servers with Gmail.
No immediate action is required by customers. Transitions are expected to start in early 2013 and will continue throughout the course of the year. We will contact customers 60-90 days in advance of their transition eligibility with information on how to make the transition.
To help provide more information and answer questions, we've put together this Transition Help Center along with an FAQ. In addition, here are some key details:
* Transitioning services include Google Message Security (GMS), Google
Message Discovery (GMD), and Google Message Encryption (GME).
** Google Message Discovery customers using Lotus Notes/Domino Server will not be supported by Google Apps Vault.


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You Can Shop At Amazon and Help Support Emergency-Preps.com Without It Costing You One Thin Dime - Click Here to Learn How!
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Details and Shopping
Customer Favorite
- FP Exclusive :
- Only sold thru Free People
5-pocket knit leggings with zipper and button fly opening. Stretchy slim fit.
*70% Polyester, 25% Rayon, 5% Spandex
*Machine Wash Cold
Measurements for Size 28:
Waist (all around - relaxed): 28 1/2"
Hips (all around - relaxed): 33"
Rise: 8 3/4"
Inseam: 30"
*70% Polyester, 25% Rayon, 5% Spandex
*Machine Wash Cold
Measurements for Size 28:
Waist (all around - relaxed): 28 1/2"
Hips (all around - relaxed): 33"
Rise: 8 3/4"
Inseam: 30"
Rated 4.1 out of 5Â by 16 reviewers.
Rated 2 out of 5Â by wenren great fit , poorly made, cheap fabric, not worth t These leggings are flattering on every body type and are substantial enough to wear as pants. i have them in blue and black. However, the fabric began pilling after the first wash (I washed them on the delicate cycle and line dried). Needless to say, after only a few washes I am embarrassed to wear them as they look like Ive had them for years instead of weeks. "Disposable" clothing is not eco-friendly, fiscally responsible, nor freeing. 12.28.2012
Rated 4 out of 5Â by Stefee Love :) I just bought these pants today in the rum raisin color. I'm 5'5", 113 lbs. Usually I am a 26 in FP pants, but I bought the 27 in these pants. They are a little lose in the legs, but fit me well around the waist. The 26 (my usual size) fit perfectly in the legs, but were tight around the waist! For comparison, I tried on a pair of standard FP jeans in a size 26 and 27. The 26s fit perfectly, and the 27s were loose! So if you get these pants, order up a size! Unless you have a tiny waist :) For the record, my waist is 25.5" and my hips are 34.5". Overall, I love these pants! They are super comfortable :) 11.23.2012
Rated 2 out of 5Â by mellyloo cheap, not worth the price These are great pants but are definitely not worth $78. I have worn them twice and washed them once and they are already pilling on the butt area. I heard some of the thread break when I pulled them on just now, and I can tell that they are not going to last that long. They are great and flattering but I wish they were a little more durable for the price. 5'5", 130, size 28 9.28.2012
Rated 3 out of 5Â by AshLynn Do your pockets hang low? I really liked the color and idea of the pants but WOW! The pockets hang really low..and I have a butt that pops out, so I don't have a saggy butt..man, so if you don't mind lower pockets, this is for you.. I'm 5'6 115, I tried the 26 on, they fit nice except the pockets, darn! 7.21.2012
Rated 4 out of 5Â by merryn new uni staple A little overpriced for leggings, but love the unique seam detail. I got these in a black 24 (which I'm not a true 24 so these seem to run a little big) because I knew they would stretch out a bit after wear. Fit is great, a little tight around waist but will stretch out I'm sure. Because of the clever button/pocket detailing and overall thickness these can be worn as pants without that dreaded legging-butt look. I'm looking forward to these becoming my new staple leggings for this uni semester :) 6.25.2013
Rated 5 out of 5Â by caroline22 Staple Pant This is the second time I have bought this pant in black. The first pant I wore during my entire pregnancy and stretched them out obviously. I don't know what I would have done without this pant. Seriously. The second time I bought this pant was post-pregnancy. And, it's perfect again! It accentuates all the positives and hides the negatives (read my large post-partum behind). I wear this pant to work, on the weekend, etc. It can be dressed up and dressed down. Buy it, you will not be sorry. 5.15.2013
Rated 5 out of 5Â by lanabee love bought red went back for the blue, love love love. went up a size, i have the 5 pocket legging and the 27 is perfect, these i went to a 28. perfect pants that are comfy but look dressy, pair with a loose top and combat boots ur set! 2.4.2013
Rated 5 out of 5Â by suzystumpjumper Wardrobe staple I am not a "leggings person," but I could not resist these. They go great with long shirts/tunics. The detail (stitching) REALLY sets these apart. Very flattering and adds character. Going to handwash/line dry these to avoid the pilling mentioned by previous reviews. -Great quality, fits well, nice detail -Somewhere between leggings and pants -Recommended! 1.22.2013
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Chapter 4
It is the policy of Case Western Reserve University to provide a positive, supportive, discrimination-free educational and work environment. Sexual Harassment is unacceptable and unlawful conduct, which will not be tolerated. The purpose of this policy is to define sexual harassment and the procedures the university uses to investigate and take appropriate action on complaints of sexual harassment. This policy and the accompanying procedures shall serve as the only internal university forum of resolution and appeal of sexual harassment complaints.
This policy applies to all members of the university community including all students, faculty, staff, and other university officials, whether full or part-time or under temporary contract, and guest lecturers, volunteers and visitors. Sexual harassment may involve the behavior of a person(s) regardless of the person's gender identity or expression against a person(s) of the opposite or same gender or against a person who is transsexual or transgender. All members of the university community must adhere to the sexual harassment policy and report violations of the policy.
The university is committed to educating its members about sexual harassment via this policy and related resources. Further information about sexual harassment and frequently asked questions about this policy can be found on the University's Sexual Conduct website at http://www.case.edu/provost/sexualconduct/.
This policy and the accompanying procedures shall serve as the only internal University forum of resolution and appeal of sexual harassment complaints.
Laws Governing Sexual Harassment
Sexual harassment in the workplace is a form of sex discrimination prohibited by Title VII of the Civil Rights Act of 1964 and by Section 4112.02 of the Ohio Revised Code. EEOC Guidelines require employers to affirmatively address the issue of sexual harassment and to adopt procedures for the prompt resolution of employee complaints. Similarly, federal regulations implementing Title IX of the 1972 Education Amendments require educational institutions, which receive federal funds to provide a prompt and equitable procedure for resolving complaints of sex discrimination, including sexual harassment claims.
Sexual Harassment can be defined as any unwelcome verbal or non-verbal sexual advance, requests for sexual favors, other verbal or physical conduct of a sexual nature, and/or conduct directed at an individual(s) because of gender when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or student status; or
- Submission to or rejection of such conduct is used as the basis for decisions affecting that individual with regard to employment (raises, job, work assignments, discipline, etc.) or to student status (grades, references, assignments, etc); or
- Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or educational experience or creates an intimidating, hostile, or offensive work and/or educational environment*. Such conduct generally involves more than one incident and must be severe or pervasive.
*The work or educational environment includes, but is not limited to: offices, classrooms and clinical settings; residence halls and Greek Houses; on or off campus interactions between university community members; and all university sponsored activities, programs, or events (including off-campus activities such as international travel programs).
Examples of Sexual Harassment
Acts that constitute sexual harassment take a variety of forms and may include but are not limited to the following unwelcome actions:
- Propositions, invitations, solicitations, and flirtations of a sexual nature.
- Threats or insinuations that a person's employment, wages, academic grade, promotional opportunities, classroom or work assignments, or other conditions of employment or academic life may be adversely affected by not submitting to sexual advances.
- Verbal expressions of a sexual nature, including sexual communications about a person's body, dress, appearance or sexual activities; the use of sexually degrading language, name calling, sexually suggestive jokes, or innuendoes; suggestive or insulting gestures, sounds or whistles; sexually suggestive phone calls.
- Sexually suggestive objects or written materials, such as e-mail or internet communications, pictures, photographs, cartoons, text messages, videos, or DVD's.
- Inappropriate and unwelcome physical contact such as touching, patting, pinching, hugging or other sexually suggestive contact.
- Stalking of a sexual nature; i.e. persistent and unwanted contact of any form whether physical, electronic or by any other means.
- Stereotyping or generalizing about a group based on gender. These types of comments typically constitute sexual harassment when associated with other sexual behavior or comments.
Power Relationships
When one party has any professional responsibility for another's academic or job performance or professional future, the university considers sexual relationships between the two individuals to be a basic violation of professional ethics and responsibility; this includes but is not limited to sexual relationships between faculty (including teaching assistants and laboratory supervisors) and their students or between supervisors and their employees, even if deemed to be mutually consenting relationships. Because of the asymmetry of these relationships, "consent" may be difficult to assess, may be deemed not possible, and may be construed as coercive. Such relationships also may have the potential to result in claims of sexual harassment. See Consensual Relationship Policy at http://www.case.edu/finadmin/humres/policies/standards/cr.html. or http://www.case.edu/president/facsen/frames/handbook.htm.
Although Sexual Harassment often takes place when the alleged harasser is in a position of power or influence (e.g., a faculty advisor to a student, supervisor to supervisee), other types of harassment are also possible e.g., peer to peer.
The fact that someone did not intend to sexually harass an individual is not considered a sufficient defense to a complaint of sexual harassment. For example, in some instances, cultural differences may play a role in the interpretation of behavior, by either the accuser or accused, which may result in a complaint of sexual harassment. It is expected that all members of the university community are knowledgeable about what constitutes sexual harassment under this policy. Although the accused's perceptions will be considered, in most cases, it is the effect and characteristics of the behavior on the accuser, and whether a reasonable person in a similar situation would find the conduct offensive that determine whether the behavior constitutes sexual harassment.
Academic Freedom
Case Western Reserve University adheres to the principles and traditions of academic freedom. As stated in the Faculty Handbook, academic freedom is a right of all members of the university faculty and applies to university activities including teaching and research http://www.case.edu/president/facsen/frames/handbook/CASEFH2006.pdf. Each faculty member may consider in his or her classes any topic relevant to the subject matter of the course as defined by the appropriate educational unit.
Case Western Reserve University also recognizes, however, that these freedoms must be in balance with the rights of others not to be sexually harassed. It is therefore understood that the principles of academic freedom permit topics of all types, including those with sexual content, to be part of courses, lectures, and other academic pursuits. If there are questions about whether the course material or the manner in which it is presented falls within the definition of sexual harassment, the concerned party(s) should contact a designated reporting office representative (See: Designated Reporting Offices section in this policy).
Responsibilities of the University Community
Any member of the university community who is consulted about and/or witnesses potential sexually harassing behavior has the responsibility to advise the accuser of the university's sexual harassment policy and encourage prompt reporting.
When a firsthand allegation of sexual harassment is made and the alleged harasser is named, members of the university community are obligated to report the allegation to one of the designated reporting office representatives (see Chart II). A firsthand allegation is defined as an allegation from a person who experienced alleged sexual harassment, or from a person who hears the allegation directly from the person who experienced the alleged sexual harassment. Because the university is committed to a positive educational and work environment, in instances where individuals witness or hear about behavior that could be construed as sexual harassment, the individual is encouraged to report the incident to the designated reporting offices.
Confidential resources ( i.e. those members of the university who are licensed or designated by law as professionals who can receive privileged communication, and receive information regarding possible sexual harassment in the context of a professional relationship with the reporter of that information) are not required to report allegations of sexual harassment to university representatives (see Chart I within this policy).
Specific Responsibilities of University Community Members
All members of the university community are responsible for:
- Complying with this policy;
- Identifying and reporting sexual harassment; and
- Cooperating in any subsequent investigation, including appearing before a hearing committee.
Deans, directors, department chairs, department heads, supervisors, and administrative officers are responsible within their area for:
- Complying with this policy;
- Identifying and reporting sexual harassment;
- Informing individuals bringing complaints about the university's policy and their right to talk to a representative in the Office of Inclusion, Diversity and Equal Opportunity or the University Office of Student Affairs as appropriate;
- Cooperating and participating in investigations, resolutions of complaints, and the implementation of recommended sanctions, if any; and
- Providing a work and educational environment that is free from harassment and intimidation.
Designated Reporting Office Representatives in the Office of Inclusion, Diversity and Equal Opportunity (216-368-8877), and the Office of Student Affairs (216-368-2020), are responsible for:
- Complying with this policy;
- Identifying and reporting sexual harassment;
- Coordinating, disseminating, and implementing this policy;
- Cooperating and participating in investigations, resolutions of complaints, and the implementation of recommended sanctions, if any; and
- Providing a work and educational environment that is free from harassment and intimidation.
- Referring formal sexual harassment complaints to the Vice President for Inclusion, Diversity and Equal Opportunity.
The university supports and encourages anyone who believes they have been sexually harassed to report the incident to the reporting source of their choice. Individuals who wish to seek advice or obtain consultation regarding sexual harassment have two types of university resources:
- Confidential Resources
- Enables the person(s) concerned about sexual harassment to seek advice, support, and guidance about how to manage the situation without initiating university action.
- Discussing a matter with a confidential counseling resource is not considered a report to the university or a request that any action be taken by the university in response to any allegation.
- Designated Reporting Offices
- Enables the person(s) concerned to seek advice, support, and guidance about sexual harassment without disclosing the name(s) of the accused. and/or
- Enables the person to file a complaint of sexual harassment with the university, and when the name of the accused is made known to a designated reporting office representative, university action will be initiated.
- Designated reporting office representatives are obligated to investigate complaints of sexual harassment and to pursue university action as appropriate; consequently, the designated reporting resources will attempt to keep complaints confidential to the extent possible and consistent with the university's requirement to investigate allegations and take appropriate action.
Complaints Involving Different Constituents
When a sexual harassment complaint is made against an individual from a different constituency than the accuser (i.e. students/faculty complaints, faculty/staff complaints, etc.), the designated reporting office representatives representing each constituency will work together to investigate and bring resolution to the complaint.
Timely Reporting
Prompt reporting is in the best interest of the entire university community and enables the university to address and correct unacceptable behavior and provide support for the person(s) bringing the complaint. Complaints must be brought to the attention of the university within two years of the alleged incident. In some instances, the university reserves the right to utilize the sexual harassment policy and procedures and take action concerning a complaint brought beyond this period of time.
Anyone who has been sexually harassed may choose whether to pursue both the university sexual harassment process and/or criminal prosecution (if applicable). However, choosing not to pursue university or criminal prosecution does not remove the responsibility of the university to investigate and/or take action (See Investigative Responsibility Section of this policy).
Reporting Alternatives
Anonymous Reports
An anonymous report of sexual harassment is not considered a complaint under the policy. While the university will attempt to perform an inquiry as to any anonymous report received, anonymous reporting will limit the ability to conduct an effective inquiry and take action concerning the report (see University's Responsibility section of this policy.
Responsibility of Confidentiality and Non-Retaliation
When a report of sexual harassment is made, both the accused and the accuser, and all identified witnesses who are named in the investigation, will be notified of the university's expectation of confidentiality. The university will attempt to maintain confidentiality to the extent possible within legitimate conduct of an investigation and/or as required by law.
In addition, all parties will be informed of the consequences of retaliating against anyone involved in the complaint. Retaliation against persons raising concerns about sexual harassment or against witnesses or any person cooperating in the sexual harassment process is prohibited and will constitute separate grounds for disciplinary action. An individual who believes they have experienced retaliation should contact a designated reporting office representative (see Chart II) under the policy and the university will investigate the complaint. If the university determines that evidence exists to support that retaliation occurred, appropriate action will be taken, regardless of the outcome of the underlying sexual harassment complaint.
While an initial investigation will be pursued for every identified complaint, disciplinary action will not be taken against any individual or group unless the formal complaint process is used.
University Response
University's Responsibility
Once a report of sexual harassment is made to one of the designated reporting office representatives, the university is obligated by law to investigate and to take appropriate action regardless of whether the accuser wishes to participate or considers the behavior sexual harassment.
The university's authority to investigate, to compel cooperation, or to impose sanctions against those who are not members of the university community is limited. The informal and formal processes as described below apply to faculty, staff, and students of the university. Complaints against guest lecturers, volunteers, and visitors will be referred to the Vice President of Inclusion, Diversity and Equal Opportunity or his/her designee for investigation and appropriate action.
Immediate University Action
Upon receiving a complaint, the designated reporting office representative will take appropriate immediate actions to protect the safety and well-being of the individuals involved in a complaint of sexual harassment. Generally, such actions include but are not limited to the following:
- Notify the accused that a complaint has been made against them;
- Provide a copy of the university sexual harassment policy to both parties;
- Establish an agreement between the parties that they are not to initiate contact with the other party or parties until further notice by the university. Failure to cooperate or honor the agreement could result in restricting either party's presence on campus;
- Have each of the parties and any witnesses sign a confidentiality statement, agreeing that they will keep the sexual harassment complaint and process confidential;
- Advise all parties and any witnesses that they may not retaliate against any party or any witness involved in a sexual harassment complaint.
University Police Responsibility
There may be instances in which sexual harassment constitutes a criminal act. If a designated reporting office or the Case Police receives a complaint, or is made aware of a complaint of sexual harassment that also involves possible criminal activity, the designated reporting office and/or Case Police have a responsibility to uphold and enforce the law, even if the person sexually harassed does not want to participate in the process and/or make a complaint.
Those having a concern about sexual harassment are encouraged to refer to the sexual conduct website at http://www.case.edu/provost/sexualconduct/ for information and resources about sexual harassment. To discuss university policy and/or to file a complaint, the designated reporting office representatives in the Office of Inclusion, Diversity and Equal Opportunity or the University Office of Student Affairs will meet with any person(s) who raise concerns about sexual harassment at the university. They will provide general advice and resources about sexual harassment and will also discuss options for pursuing both informal and formal resolution of a sexual harassment complaint.
Resolving the Complaint
Once the accuser initiates an allegation and the accused person or group is identified, the designated reporting office representatives will conduct an initial inquiry of the sexual harassment complaint.
Initial Inquiry
An initial inquiry will include interviews with the person(s) reporting harassment and those person(s) accused of harassment and may include interviews of other potential witnesses. Following the initial inquiry, the designated reporting office representative will determine if the information gathered during the initial inquiry indicates that the complaint falls within the sexual harassment policy.
If the complaint falls within the sexual harassment policy, the designated reporting office representative(s) will proceed with the informal process or determine if the formal process should be utilized to bring resolution to the complaint. If the initial inquiry finds that the complaint does not fall within the sexual harassment policy, the accuser may be referred to other university policies or resources and/or the matter will be closed.
While an initial inquiry will be pursued for every identified complaint, generally, disciplinary action will not be taken against an individual or group unless the formal complaint process is used.
Rights Under the Process
The accuser and the accused can expect the university to respect the rights of all involved by following the stated university sexual harassment process.
Rights of the Accuser and the Accused
- To confidentiality as provided in this policy (see above).
- To options outlined in the informal process or formal process if applicable.
- To the presence of an advisor at a board hearing (see Board Hearing Procedures).
- To not be questioned about past sexual conduct unless relevant to the case.
- To have the allegations investigated in a thorough and timely manner.
- To refrain from making self incriminating statements. However, the university will make a determination of whether a violation of the sexual harassment policy occurred based on the information presented.
- To be informed of the outcome of the sexual harassment process.
Informal Process
The informal process is an opportunity to bring resolution to an informal complaint through awareness, education, and/or mediation. During an informal process, written statements are not taken from the accuser or the accused, and no hearing is conducted to determine if the sexual harassment policy has been violated.
Informal Process Steps
Step 1. Facilitate Resolution
The designated reporting office representative(s) utilizes the information gathered during the initial inquiry to facilitate an appropriate resolution to the informal complaint. The following are examples of possible options, one or more of which may be used to bring resolution to an informal complaint.
Potential Informal Actions:
- Distribute a copy of the sexual harassment policy as a reminder to the department or area whose behavior is being questioned;
- Educate all parties regarding the university sexual harassment policy;
- Advise the person(s) how to communicate the unwelcome nature of the behavior to the alleged harasser;
- Conduct a sexual harassment educational workshop for the designated department/school/university organization;
- Meet with the accused to raise awareness about alleged inappropriate behavior and provide notice about possible university consequences;
- Mediate and/or negotiate with the accuser and accused (with the agreement of all parties);
- Institute alternative work, living arrangements, class schedule, advisor/supervisor arrangements; or
- Limit contact between accused and accuser.
Step 2. Document Informal Resolution
At the conclusion of the informal process a letter summarizing the outcome(s) of the process will be sent by the designated reporting office representative(s) to the accuser and accused and other appropriate university officials to bring closure to the matter (see Retention of Documents section in this policy).
If the matter is not resolved to the satisfaction of the accuser or the accused utilizing the informal process, and/or the university determines the matter should be resolved through the formal process, the accuser, the accused and/or the university may pursue the formal process.
Formal Process
The university offers a formal process leading to resolution of a complaint if the complaint falls within one of the elements of the university definition of sexual harassment (see definition on page 1: a, b, or c); the informal resolution is not agreed upon or fails to satisfactorily resolve a concern; and/or the university determines the formal process is necessary.
To initiate the formal process, the person or university representative making the complaint must complete Step 1. Steps 2-4 will follow.
Step 1. Accuser's Written Statement:
- Complete a written statement of the sexual harassment complaint. The statement should be as specific as possible, including dates, times, locations, a description of the alleged harassing behavior and the name(s) of the alleged harasser(s).
- Provide a list of any person(s) who may have information that would be helpful to the hearing process.
- Submit the above information to the designated reporting office representative.
Step 2. University's Response:
The designated reporting office representative will contact the accused, provide him/her with a copy of the written statement, and ask that a written response to the complaint be submitted by a specified date.
Step 3. Accused's Response:
- Submit a written response to the complaint to the designated reporting office. The response will be forwarded to the accuser and/or the university representative bringing the complaint, when applicable.
- Provide a list of any person(s) who may have information that would be helpful to the hearing process.
Step 4. Determination of Administrative Hearing vs. Board Hearing
A formal process may be resolved in one of two ways, through an administrative hearing or a board hearing.
An administrative hearing may be used when all of the following exist:
- The accuser wishes to use an administrative hearing to resolve the complaint.
- The accused has admitted to the alleged harassment and admits that the conduct is or could be construed as sexual harassment under the university's policy.
- The accused agrees to an administrative hearing to resolve the complaint.
- The designated reporting office representative(s) determine(s) that an administrative hearing is appropriate to bring resolution to the complaint.
A board hearing is used when the following exist:
- The accuser wants to use a board hearing to resolve the complaint, and/or the designated reporting office representative(s) determine(s) that a board hearing is necessary to resolve the complaint.
- The accused does not admit that the alleged harassment has occurred and/or does not admit that the alleged conduct is sexual harassment under the university's policy.
Formal Process: Administrative Hearing
If the requirements listed above are met, an administrative hearing will be conducted. The function of this hearing is to hear from the accuser and the accused and to determine an appropriate sanction.
All administrative hearings will be conducted by the Vice President for Inclusion, Diversity and Equal Opportunity or his or her designee (the university hearing representative).
Administrative Hearing Procedure:
- The accuser and accused will be notified of the date, time and location of the hearing.
- The hearing is closed and generally includes only the accused and the Vice President for Inclusion, Diversity and Equal Opportunity or his or her designee.
- The accuser may submit an additional written statement concerning the effect of the harassment and the desired sanction for the accused.
- The accused may make a statement about the harassment and the possible sanction for the harassment, and present any other information to the university hearing representative.
- The university hearing representative may ask questions of the accused and will consider the statements and any relevant information received during the investigation.
- Prior to determining a sanction: the Vice President for Inclusion, Diversity and Equal Opportunity or his/her designee will consult with the following individuals depending on the constituency of the accused:
When a student is accused: Vice President or Student Affairs or his/her designee;
When a faculty member is accused: Provost or his/her designee;
When a staff member is accused: Vice President for Human Resources or his/her designee.
- After the hearing is concluded, the Vice President for Inclusion, Diversity and Equal Opportunity or his/her designee will make a decision promptly on the appropriate sanction and communicate that decision in writing to the accused, accuser, and to any university administrators, faculty or staff who require the information to carry out the sanction.
Administrative Hearing Appeal Process
If the accuser or the accused is not satisfied with the outcome of the administrative hearing, either may notify the Vice President for Inclusion, Diversity and Equal Opportunity or his/her designee of the desire to initiate a formal board hearing. Appeals must be submitted within five (5) business days of receipt of the written decision. A formal board hearing as outlined below will then be held.
Formal Process: Board Hearing
Sexual Harassment Board Membership: A sexual harassment board is appointed by the President annually and will include representatives of the administration, faculty, staff, and students. The appointees serve one-year terms renewable at the option of the President for up to three consecutive years. All board members will receive training specific to sexual harassment issues.
Hearing Board Composition: Three representative members will be selected from the board-at-large (faculty, staff and/or students) to serve as the hearing board for an individual case.
Chairperson: The Vice President of Inclusion, Diversity and Equal Opportunity or his/her designee serves as the chairperson and is an ex-officio, non-voting member of the board and facilitates the hearing process.
Board Members: The role of the selected board members is to determine if the action(s) or behavior(s) of the accused violates the university's sexual harassment policy. If the board finds the accused in violation of the policy, it will determine a sanction(s) to resolve the complaint.
Pre-Hearing Procedure: Prior to the board hearing, the chairperson will:
- Determine available and appropriate hearing board members. An attempt will be made to include board members representing the constituencies of the accuser and the accused;
- Consult with the accuser, the accused and potential board members to determine any personal and/or professional conflicts of interest that may make the board member unable to render an unbiased decision. All board participants are required to disclose any personal and/or professional conflicts of interest to the chairperson prior to agreeing to participate in a board hearing. The chairperson will determine whether a member should not serve on the board because of a conflict of interest;
- Advise the accuser and accused of their right to have an advisor at the hearing, who must be a current student, faculty or staff member of the university community. An advisor may not be an attorney from outside the university community or a witness in the matter. Advisors may only consult with their advisee; they may not participate in the hearing in any way or address the board unless responding to a direct question from the chairperson;
- Allow the board to require relevant members of the university community to participate in the hearing and request those outside the university community to appear at the hearing;
- Notify all board members, the accuser, the accused, the witnesses and all those involved in the hearing process that the hearing is confidential and should not be discussed outside the hearing proceedings;
- Make a determination as to the relevance of the information submitted and prepare information to be considered by the board; the information should include the following:
- Accuser's written statement;
- The accused's response;
- Any other information submitted by the accuser or accused as deemed relevant to the complaint;
- Any other information that may be relevant to the complaint;
- Witness list (Prior to the hearing, each witness will be expected to submit a written statement about their knowledge of the complaint).
Hearing Procedure:
- The chairperson will convene the hearing by introducing the participants and explaining the sexual harassment hearing purpose, procedures and standard of proof;
- Standard of Proof is preponderance of evidence, which means that the board must be convinced, in light of all the information presented, that it is more likely than not that the sexual harassment was violated;
- An audio recording of the hearing will be made;
- The accuser will be invited to make a statement to the board;
- The accused will be invited to make a statement to the board;
- Witnesses invited to appear before the board will be asked to submit a written statement;
- Board members will be permitted to ask questions at the conclusion of each statement. The accuser and the accused may then ask questions of each other. All questions must be directed to the chair.
- The accuser, the accused and their advisors will be permitted to sit in the hearing during all statements and questioning. Witnesses will be permitted to attend only during their own statements and questioning.
- The board may ask further questions of the accuser and the accused after it has heard from all witnesses invited to appear.
- After all statements and questioning are completed, the board will dismiss the accuser, the accused and their advisors from the hearing and meet to discuss findings in confidence.
- The board will consider all information received as part of the hearing process.
- The board will issue one of the following findings:
- The university's sexual harassment policy was not violated or
- The university's sexual harassment policy was violated;
- The board may also determine that the accuser's actions may violate some other university policy. This information will be provided to the chairperson, who will direct the information to the university official for further investigation and resolution.
- If the board determines that the sexual harassment policy was violated, the board members will determine sanctions. Sanctions will be based on the nature and severity of the offense. In general, sanctions may include, but are not limited to, one or more of the following:
- Apology and/or reprimand;
- Participation in educational, skills or management training;
- Written warning, or letter of reprimand;
- Institute alternative work and/or living arrangements, class schedules, advisor/supervisor arrangements;
- Limit contact between accused and accuser;
- Faculty and staff may face suspension without pay, consideration of or denial of advancement or pay raise, demotion, or termination for cause;
- Students may be suspended from the university, university housing, selected activities or organizations; placed on probation; or expelled from the university.
- When a student is the accused: Vice President for Student Affairs or his/her designee
- When a faculty member is the accused: Provost or his/her designee
- When a staff member is the accused: Vice President for Human Resources or his/her designee
Report of Findings
- The board shall draft a written report that includes its finding of whether the policy has been violated or the policy has not been violated, the reason for the finding, and sanctions (if applicable).
- The chairperson will distribute a copy of the report to the accuser, accused, and to the accused's department chair, dean/supervisor, and appropriate vice president(s) or his/her designee. A copy of the report will be kept on file in the Office of Inclusion, Diversity and Equal Opportunity. The chairperson will identify and notify the appropriate individuals to carry out the accused's sanctions, if applicable.
Appeal Process
Either the accused or the accuser may appeal the board's finding and/or sanction to the president on the basis for appeal set out below. Appeals must be submitted to the Vice President for Inclusion, Diversity and Equal Opportunity or his/her designee within five business days of receipt of the written decision and must specify the grounds for the appeal.
- The grounds on which an appeal may be filed with the president are limited to the following:
- New information not available to the board which, if available at the time of the hearing, may have affected the decision
- Evidence that established procedures were not followed in a manner that may have affected the decision, and/or
- The sanction was inappropriate for the violation
Compaints by the University
The university may bring a complaint against an accused person in instances in which the accuser is not willing to bring a complaint and the university determines it is necessary for the university to initiate a complaint. In such a case, the university will select a representative to act during the formal process.
Generally, if the accused is a faculty member, the university representative shall be the Provost or his/her designee; if the accused is a student, the university representative shall be the Vice President for Student Affairs or his/her designee; and if the accused is a staff member, the university representative shall be the Vice President for Human Resources or his/her designee. If the university representative is the accused or a potential witness, the president shall appoint the university representative. The university representative shall have the same rights and responsibilities as the accuser as outlined in this policy. The university representative shall not be an attorney from the Office of General Counsel.
Additional Faculty Sanction Process
If the sanction issued to a faculty member, following any appeals, is (1) termination of a tenured faculty member's appointment or (2) demotion in academic rank of a faculty appointment (professor, associate professor, assistant professor, or instructor) then the procedures in Section IV of the Faculty Handbook are initiated. The factual findings and conclusions of the sexual harassment board, or the president following appeal, shall be determinative as to whether the university's sexual harassment policy has been violated. The Section IV of the Faculty Handbook proceedings shall be limited to a determination of whether the finding constitutes just cause for termination of the tenured faculty appointment or for demotion in academic rank.
False Complaints of Sexual Harassment
The University reserves the right to take appropriate action concerning members of the community who bring false claims of sexual harassment. A "false claim" exists when a person files a complaint against another person which the accuser knows is not true. No complaint will be considered "false" solely because it cannot be corroborated or because a formal process found there was no violation of the university's sexual harassment policy. An accused may file a complaint of a false claim of sexual harassment by contacting one of the designated reporting office representatives under the policy. The university will investigate the complaint of a false claim and if it determines that evidence exists to support the false claims complaint, it will take appropriate action, which may include disciplinary action up to and including suspension, expulsion or termination.
All records will be retained for at least as long as the accused and/or the accuser(s) are members of the university community. Records will be kept in a confidential and secured location and only made available to designated reporting office representative(s), other appropriate university officials, or other authorized individuals as determined by law.
Informal Complaints: Information about all informal complaints will be kept on file in the offices of the designated reporting office representatives, and in the Office of Inclusion, Diversity and Equal Opportunity, and in a confidential file in the appropriate dean's and/or department chair's and/or supervisor's office when such dean/chair/supervisor is notified of the informal complaint to ensure that the university is maintaining records of those individuals about whom multiple informal complaints have been made and/or to enforce the informal resolution.
Formal Complaints: If the accused is found to have violated the sexual harassment policy, a copy of the decision letter will be retained in the individual's official university file.
If the person found in violation is a:
Faculty: The information with be kept on file in the Office of the Provost, the office of the appropriate dean and department, and the Office of Inclusion, Diversity and Equal Opportunity.
Staff: The information with be kept on file in Human Resources, the Department, and the Office of Inclusion, Diversity and Equal Opportunity.
Student: The information will be kept on file in the University Office of Student Affairs, the Dean's Office of the appropriate school, and the Office of Inclusion, Diversity and Equal Opportunity.
If the accused is found not to have violated the sexual harassment policy, a copy of the decision will be retained in the Office of Inclusion, Diversity and Equal Opportunity.
Annual Report
An annual report of sexual harassment complaints and their resolutions shall be produced by the Vice President of Inclusion, Diversity and Equal Opportunity or his/her designee and accessible on the Office of Inclusion, Diversity and Equal Opportunity website. The report shall identify accusers and accused by constituency only, e.g., student, staff, faculty.


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TinyChat trouble!
There is a troll that is admin on your chatroom that bans me everytime I go in no matter what i do!
Should I just ignore the rules whenever they aren't there since I get kicked off anyway? That's how I take it!
Replies to This Posting
Re: TinyChat trouble!
Whatever you want.
RE: Re: TinyChat trouble!
Whatever you want.
Ignoring you fucks has been working just GREAT for me!
I get to use the chat and forum AND expose myself all the time on camera, and none of you are technically adept enough to stop me!
I love it!
RE: TinyChat trouble!
Tinychat didn't upload for me and it show up no tinychat and i tryed to refreah and still not working it worked like few mintues ago
Re: TinyChat trouble!
JD how's the site going ;)
Re: TinyChat trouble!
Whatever you want.
Does this still apply?


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Adult Foster Care Assessment
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The materials on this site have been developed for care providers working with adults with developmental disabilities in adult foster home settings. This material may also be useful for adult foster home licensers, case managers and other industry-related or interested parties.
When adults with developmental disabilities are no longer able to live or be cared for in their own homes, adult foster care is an option. Adult foster homes are single family residences that offer 24-hour care in a home-like setting.
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Just heard that Margeret Mahy has died, about a week ago.
One of my favourite childrens/young peoples author. Loved the way she mixed normal life and magic. RIP Margeret.
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Wow!She wrote her first published story when she was seven, called "Harry Is Bad". She showed it to her class to let them know that they could write a story whatever their age.
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From mini skirts to fringing, Isabel Marant's designs embody the Parisian cool-girl spirit. This season, that effortlessness was inspired by the works of modern artists Joan Miró and Antoni Tàpies. Standout runway pieces featured feather and seashell embellishments and strong prints, best described by the designer as tribal without being too literal.


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lucy Women's Hatha Capris
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The lucy® Women's Hatha Capris are a studio must-have. These low-rise capris are designed with strategically placed seams and style lines for a figure-flattering fit and feminine feel. Moisture-wicking fabrics keep you cool and dry, while an interior pocket provides small item storage. Smooth and supportive, these pants move with you for a full range of motion. Practice your poses with ease in the Hatha Capris.
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PANAMA CITY BEACH — Two Air Force jets that once were at home in the skies may soon find a more permanent residence at sea.
The F-101 Voodoo aircraft recently removed from the Panama City Marina and the one to be removed June 5 at Gulf Coast State College are now being proposed for use as artificial reefs in the Gulf of Mexico. Although there is still a long process ahead, including state and federal permitting, before the project becomes a reality, funding already has been earmarked.
Following a request from the newly created Bay County Artificial Reef Association, the Bay County Tourist Development Council (TDC) voted to set aside $30,000 to help fund the jets' deployment at a meeting Tuesday.
"This is important for us to be able to create additional reasons for people to come to the beach, to fish as well as to dive," said TDC Director Dan Rowe. "Panama City Beach is known as one of the top dive spots in the state of Florida, between us and the Keys."
The proposed plan is to sink the jets in about 100 feet of water within the permitted Bay County Large Area Artificial Reef Site. The aircraft would be placed near an existing artificial reef system composed of a span of the old DuPont Bridge and three F-106 jets, creating a truly unique reef system.
The TDC also funded the deployment of the tugboat "Red Sea" back in 2008.
"The beautiful thing about supporting the divers is that you can make a one-time investment," said board member Yonnie Patronis. "The artificial reef program out there is going to provide a service for years to come."
The Voodoo jets are owned by the Air Force, but officials with the Florida Fish and Wildlife Conservation Commission's (FWC) reef program are working to gain ownership.
The FWC then would present the jets to Bay County Artificial Reef coordinator Allen Golden, who is overseeing the permitting paperwork and deployment.
Scott Jackson, a Bay County Sea Grant Agent with UF/IFAS, said artificial reefs are a cost-effective way to build reef habitat and attract fish in the Gulf.
"It expands the different types of materials that are there as far as habitat goes," said Jackson, who noted reefs take between three and five years to develop. "The other thing it helps is it enhances our tourism."
Jackson said acquiring the correct permitting for this type of reef deployment is a long process, but the agencies involved are now one step closer.
"With the funding we can kind of move forward to keep the aircraft in Bay County," Jackson said. "It's something we're proud of in Bay County for the artificial reef program."
TDC Chairman Andy Phillips was pleased with the proposal to keep the Voodoo jets local.
"There's been a lot of talk recently about where those were going to end up," he said. "I think it's a great situation for us that they're going to be here in Bay County forever."
March bed tax up
In other business Tuesday, the TDC reported a 20 percent growth in March bed tax over the previous year.
Tourist development tax specialist Charlene Honnen also reported March collections up 83 percent over 2007, which was the agency's benchmark year before the economic recession and Deepwater Horizon oil spill.
Collections remained fairly flat in January, February and November, but high collections in December, October and March have led to a 13.5 percent increase in bed tax so far this fiscal year.
Rowe said it wasn't just a busy college Spring Break that helped push collections up this year.
"We had a very strong year with college Spring Break, but we also continue to see more winter residents staying here through March," Rowe said. "All of those markets together make up our business. It's not just the college Spring Break crowd."
Rowe said an early Easter may have pushed more family spring breakers toward vacationing in late March this year instead of early April.
"With Easter being early, we need to take a look at our April results to get a true look at the spring," Rowe said. "From everyone I've talked to, this was a very successful spring season."