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Hang tight!
Recipe by OREO®
"You just might hear a 'whoopie' or two from your guests when you serve this sweet dessert. Each individual pie contains a cookie surprise!"
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OREO Cookies
1 package
(2-layer size) white cake mix with colored sprinkles
1 cup
marshmallow creme
1 1/2 cups
thawed frozen whipped topping
Baked these for my daughters kindergarten class and they were a huge hit, also very easy to bake! I used frosting instead of using the whipped topping mixture.... YUM!
It tastes just like an OREO!:)
4 Ratings
Brought these to a super bowl party-gone before the pizza and wings. I made 1/2 with berry Oreos and 1/2 with original. I do not recommend using flavored Oreos, they don't peel out of the wrapper well and get very hard.
Something about the grill's heat brings out the best flavor in the simplest chicken recipe.
We have over 700 dessert recipes just for summer fun.
Delicious recipes, party ideas, and cooking tips! Get a year of Allrecipes magazine for $7.99!
See how to make chocolate cakes with delicious creamy filling.
Pumpkin cookies sandwiched with creamy and sweet filling.
The secret is in the fluffy, creamy filling.

subset: commoncrawl


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A duo treatment consisting of the perfect combination to treat both face and body. A hot stones deep heat massage warms the belly of the muscles releasing pressure and reliving back tension, to aid complete relaxation. The treatment sensation completes with a booster facial to restore youthful radiance.
Day Spa
Online bookings let you pick date/time for your visit.
If you purchase an eVoucher you will need to book with the venue directly.
Our old Wahanda Gift Vouchers can still be redeemed at over 3,000 locations. Use them to pay as you would with cash. Please note, the Wahanda Gift Voucher's successor – the Wahanda Gift Card – can only be used for online purchases.


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34 year old man | Crown Point, CA, USA | Seeking women 23-36 within 50 miles
Happy happy happy!!!
I wanna say something. I'm gonna put it out there; if you like it, you can take it, if you don't, send it right back. I want to...... To be continued.... Ok sweet hopefully I have your attention now. I'm the type of person that's always looking forward to the future who lives life to the fullest. I'm laid back with spontaneity. I'm confident, but I know my imperfections, I would call myself old fashion to a degree. I'm competitive by nature with a humble heart, on top of all that I wear matching socks. I have a super duper job. I'm that guy behind the door that when you say "I wonder what's behind there" I would tell you but then I would have to kill you.... ;) Yes I have kids and I'm divorced. So you say to your self I bet that comes with some baggage, well of course, but I can ensure you it's drama free. The time that I get to enjoys with my kids is pure breath taking, a true time stopper. Therefore; I try everyday to be a good man and a better father. I'm a family man at heart but, I like to have a good time to. A few things I enjoy in life; family/friends, laughter, food/BBQ, adventure. Well and of cousre my special cologne. It's called Sex Panther by Odeon. It's illegal in nine countries…and it's made with bits of real panther, so you know it's good...... Pretty basic stuff. Now its your turn. Send me a message or a wink, but lets keep it professiomal......
Camping , Cooking , Dining out , Fishing/Hunting , Movies/Videos , Music and concerts , Exploring new areas , Nightclubs/Dancing , Playing cards , Playing sports , Travel/Sightseeing , Video games , Watching sports
Auto racing / Motorcross, Baseball, Billiards / Pool, Bowling, Dancing, Football, Martial arts, VolleyBall, Walking / Hiking
I exercise 3-4 times per week.
Some other viewpoint
vegas, cabo, beach or lake, desert, local bars and restaurants.
concerts, country to raggae, hiking, working out, fun!
Going to the beach, desert, lake. A little spontaneous traveling is always fun. I enjoy a good barbecue with friends. Anything that includes fun count me in!
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|What he is looking for
|6'0" (182cms)
|5'4" (162cms) to 5'11" (180cms)
|Body type:
|Athletic and toned
|Slender, About average, Curvy, Athletic and toned
|Blue, Brown, Green, Hazel
|Black, Light brown, Dark brown, Blonde, Dark blonde
|No Way
|No Way, Yes, but trying to quit
|Social Drinker
|Social Drinker, Moderately
|Political / Govt / Civil Service / Military
|No preference
I enjoyed playing with Lego's when I was a kid so I build stuff now.
|I'll tell you later
|No preference
|Never Married, Divorced
|Have kids:
|I'll tell you later
|No preference
|Wants kids:
|No preference
|Pacific Islander, White / Caucasian
|White / Caucasian, Other
Hawaiian & German.
|Spiritual but not religious
|No preference
|Some college
|Some college


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Apple confirms Jan. 27 media event to show off 'latest creation'Apple officially sent out invitations Monday for its expected Jan. 27 event in San Francisco, where it is anticipated the company will introduce its new touchscreen tablet device.
According to Engadget the invitation was sent out Monday with the tagline: "Come see our latest creation." The included graphic has the Apple logo surrounded by colorful paint splatters. The event is scheduled for 10:00 a.m. Pacific time.
Earlier this month, Digital Daily first reported the final Wednesday, Jan. 27 date. The event will be held at the Yerba Buena Center for the Arts. That followed an earlier report that Apple had booked the stage at the center for multiple days that week.
Apple is expected to make a major product announcement at the event, which most believe will be its long-rumored tablet device, confirming a story first reported here in 2007. In addition, last July, AppleInsider first reported that the multi-touch, 10-inch successor to the Newton would arrive in early 2010.
In December, select iPhone developers were allegedly asked to prepare full-screen demos of their software for a product unveiling. It has been suggested that developers are working with a new version of the iPhone OS that allows software to be scaled to multiple screen sizes.
Various reports, including one from The Wall Street Journal, have said that though next week's event will serve as an official unveiling of the tablet, it will not be made available for sale until later this year. Sources have said that date would likely be around March.
For even more tablet-related coverage:
- The inside track on Apple's tablet: a history of tablet computing
- Apple's much anticipated tablet device coming early next year
- Up next for Apple: the return of the Newton
- Read even more on the Apple tablet in AppleInsider's extensive archives
On Topic: Future Hardware
- Rumor: Apple developing iPhone display with integrated Touch ID fingerprint scanner, eliminating home button
- Apple investigating thinner touch panels that can sense 3D 'hover' gestures
- Intel announces quad-core mobile Broadwell chips, but Apple likely to stay away
- Thunderbolt 3 spec announced with support for USB-C connector, transfer speeds of up to 40Gbps
- Metaio acquisition brings Apple's PrimeSense pickup into focus


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STRATEGIC PLANNING DOCUMENT FY11 Department: Career Services, Pittsburg State University Mission: The mission of the Office of Career Services is to proactively educate students and alumni to make informed career decisions and provide them with assessment, counseling, career courses, resources, along with consultation and employment-related services necessary to optimize their lifespan career development; to network with employers to generate leads; and to support institutional outcomes through employment data collection. Vision: It is the vision of the Career Services Office to be the foremost career center in the State of Kansas. With a reputation for excellence, we incorporate change and constant improvement of programs to serve our students, faculty, alumni, university and employer community. The Career Services Office is a comprehensive career development center committed to supporting the organizational mission of Pittsburg State University, and to providing excellence in career development services and programs to the students, employers, and faculty whom comprise our university community. The single most important resource in our mandate of excellence is the value of the Staff of the Career Services Office as individuals and as professionals in their field. Pittsburg State University Career Services is an integral part of the University's participation in the intellectual, social, cultural, technological and economical growth within the region and beyond. Strategic Goal #1: Participation in Recruitment Activities – Cause at least 1,250 businesses and organizations (counted once per year) to participate in recruitment activities (career fairs, resume/credential referrals, on-campus interviews, and Gorillas4Hire online registration) for permanent employment opportunities in the Top Ten Counties. Objective 1.1: Increase Career Services' visibility in Top Ten Counties to promote participation in full range of services including career fairs, Gorillas4Hire, resume referrals and on-campus interviews. Strategy 1.1.1: Conduct personal visits to businesses and organizations in the Top Ten Counties to promote PSU Career Services, presenting company contact with a Recruiter Handbook. Strategy 1.1.2: Utilize Recruiter Handbook, PSU Magazine ads, postcards, fax machines and online Gorillas4Hire system to invite organizations to attend career fairs, to post jobs and to conduct on-campus interviews. Strategy 1.1.3: Participate with Joplin Chamber of Commerce. Visit area civic groups. Strategy 1.1.4: Update standard reply to email requests for job postings to include all services offered to employers. Strategy 1.1.5: Attend academic departmental advisory board meetings to connect with employers and alumni in industry. Strategy 1.1.6: Attend Kansas Association of Colleges & Employers (KACE) annual state meeting to connect with employers in industry. Strategy 1.1.7: Participate in Crawford County Business & Education Alliance (BEA) board to connect with local employers and encourage workforce curriculum development at county high schools. Attend monthly meetings and participate in annual Pittsburg High School mock interviews and Crawford County career fair. Strategy 1.1.8: Hold membership in SE KS Chapter of Society for Human Resource Management (SHRM) and attend monthly meetings. Strategy 1.1.9: Hold membership in Pittsburg Area Chamber of Commerce and attend events. Objective 1.2: Increase ease of career fair registration for employers via web- based event registration system, Gorillas4Hire. Strategy 1.2.1: Send email with online registration link to employers via Gorillas4Hire. Objective 1.3: Establish alumni "Hire a Gorilla" networking program. Strategy 1.3.1: Send quarterly email to alumni promoting "Hire a Gorilla" program. Strategy 1.3.2: Create link on Career Services homepage. Objective 1.4: Create employer advisory committee. Strategy 1.4.1: Define mission of employer advisory committee. Strategy 1.4.2: Select individuals from a variety of industries, representing each of the four PSU colleges. Strategy 1.4.3: Hold two meetings annually. Objective 1.5: Create Employer of the Year recognition program. Strategy 1.5.1: Form selection committee. Strategy 1.5.2: Define award criteria. Strategy 1.5.3: Plan and publicize recognition ceremony. Strategy 1.5.4: Improve newly-developed "Featured Employer of the Month" on Career Services homepage. Strategic Goal #2: Job Search Activities – Cause at least 4,500 individual constituents (students, alumni and friends counted once per year) to participate in job search activities (mock interviews, career fair registrants, peer advising, resume writing, interview skills and etiquette workshops and Gorillas4Hire online registration). Objective 2.1: Update informational brochures regarding services and bi-weekly newsletter and distribute to students. Strategy 2.1.1: Post Career Services newsletter on Career Services Web site and email link to students via Mr. Bulk-E. Discontinue printing hard copy. Strategy 2.1.2: After presenting to a class, provide electronic copy of Career Services power point to instructor to post on Angel. Strategy 2.1.3: Advertise in PSU Magazine to inform alumni about Career Services. Strategy 2.1.4: Promote services through Alumni e-newsletter. Strategy 2.1.5: Provide brochures or handouts describing Career Services to student organizations and other group presentations. Objective 2.2: Expand partnerships between Office of Career Services and faculty and student organization representatives; making representatives aware of services, particularly classroom presentations, resume critiques, mock interviews and career events. Strategy 2.2.1: Host New Faculty Orientation tours of Career Resource Center. Strategy 2.2.2: Provide insert for Faculty Opening Meeting packet. Strategy 2.2.3: Contact Senior Seminar faculty. Strategy 2.2.4: Email Cooperating Teachers for secondary education programs. Strategy 2.2.5: Send Mr. Bulk-E to faculty offering to cover classes during faculty's absence to specifically talk about Career Services. Strategy 2.2.6: Email student organizations offering to speak about Career Services at organization meetings. Strategy 2.2.7: Host Dog Days of Summer immediately after the beginning of fall semester. Strategy 2.2.8: Host Sophomore Drop-By the week before Career Expo: Business & Industry in September. Strategy 2.2.9: Train student employees to make classroom presentations. Objective 2.3: Lead collaborative programming and events including etiquette workshops and career fairs. Strategy 2.3.1: Partner with Office of Alumni and Constituent Relations to host the Student Etiquette Dinner each semester. Strategy 2.3.2: Partner with all Freshmen Experience classes to interpret the Do What You Are assessment. Strategy 2.3.3: Partner with Nursing, Psychology, Social Sciences and Education to host annual Career Expo: Health, Human Services & Education. Strategy 2.3.4: Partner with College of Education to host annual Teacher Interview Day. Strategy 2.3.5: Partner with College of Technology to assist with annual Company Day. Strategy 2.3.6: Partner with Accounting Department to host annual Meet the Firms Day. Strategy 2.3.7: Establish partnership with Intercollegiate Athletics to create Career Fit, a career development program for student athletes. Strategy 2.3.8: Promote all events to alumni via PSU magazine, Web site postings and Alumni e-newsletters. Objective 2.4: Create and implement social media and social networking outreach plan. Strategy 2.4.1: Expand use of Facebook, Twitter and LinkedIn accounts. Strategy 2.4.2: Explore use of blogging to generate student interest. Strategy 2.4.3: Continue to keep Web site updated, reviewing it on a regular basis. Strategic Goal #3: Internships Created – Create at least 150 internship or experiential education opportunities with businesses and organizations (counted once per year) in the Top Ten Counties where Career Services caused the internship to occur. Objective 3.1: Identify and develop potential internship or experiential education opportunities with companies and organizations in the Top Ten Counties and cultivate strong relationships. Strategy 3.1.1: Identify appropriate businesses and organizations within the Top Ten Counties and schedule meetings or company visits with personnel. Strategy 3.1.2: Determine if employer has an existing internship or experiential education program and take the necessary steps to educate and work with the employer to develop such opportunities if none exist. Strategy 3.1.3: Research appropriate civic/business associations within the Top Ten Counties and strive to become more visible or active in such groups. (See Strategies 1.1.6, 1.1.7, 1.1.8 and 1.1.9.) Objective 3.2: Link with Kansas Board of Regents Performance Agreement. Objective 3.3: Revise the Internship Data Report (IDR). Strategy 3.3.1: Revise the data collection process and update the list of experiential education courses currently offered. Strategy 3.3.2: Modify the information reported in the IDR to better reflect the most relevant data. Objective 3.4: Create a special event or workshop regarding the importance of internships or experiential education. Strategy 3.4.1: Determine and set appropriate date and time for event. Strategy 3.4.2: Identify current students, alumni, employers to be included in this event to serve as panel members or presenters. Sustainability: Current efforts in the Office of Career Services to support sustainability include: *Discontinued printing bi-weekly Career Services newsletter. *Canceled newspaper subscriptions and bookmarked newspapers online on all Career Resource Center lab machines. *Ceased printing full-time job vacancies for data entry student employees. Placed vacancies on shared drive folder, and student employees enter them into Gorillas4Hire. *Changed Career Resource Center materials check-out system from cards to electronic form. *Student Employment has reduced printing by 50% by scanning files for Human Resources access rather than printing duplicate records to be filed in Career Services and HRS. *Transitioning from paper Strong Interest Inventories to online version. All four career assessments are now offered online only. *Gorillas4Hire registration card is now on GUS. This eliminated the need for every user to fill out the hard copy card. There is a waiver on the card which students sign giving Career Services permission to release the student's resume to employers. Putting the card in GUS provided a way to get the electronic signature. *Resume referrals in Gorillas4Hire provides a vehicle to send resumes electronically to employers, rather than printing and mailing or faxing them. *Increasing the number of credential files emailed, as opposed to printing and mailing hard copies. We will begin encouraging students and alumni to choose this option. *Employment Data Report (EDR) data entry is available almost exclusively on GUS for graduates, faculty and staff. We did not print the FY08 or FY09 EDR but emailed a link to the report via Mr. Bulk-E and posted link on Career Services Web site. Hard copies of the EDR are made available to faculty and employers as needed. *Company and student pre-registration for all career events is online. No registration packets are printed by Career Services, the student or the employer. *Provide paper recycling containers in every private office, as well as common areas including Career Resource Center. *Provide plastic and aluminum recycling containers in employer lounge. *Horace Mann is equipped with motion sensor lights. *Staff turn off second floor Horace Mann hall lights when closing in evening. Revised 10/10
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Browse by UCL Departments and Centres
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Number of items: 1.
|Berk, AJ; Lee, F; Harrison, T; Williams, J; Sharp, PA; (1979) Pre-early adenovirus 5 gene product regulates synthesis of early viral messenger RNAs. Cell , 17 935 - 944.


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NAD News
D 3020: What Hi-Fi? Perfect Music System
"Great example of budget hi-fi."
Sound experts at What Hi-Fi? Sound & Vision awarded the NAD D 3020 Hybrid Digital Amplifier with a rave five-star review and nickname the Bluetooth-streaming amplifier, the Perfect Music System under €1000.
Consumer Reviews
Ram - Australia
12 month update - No issues at all - all program and switching has been smooth with no issues. Sound - has improved with burn in - combination of cables and speakers too. Can't fault the sound ...
NAD Video Library
NAD Electronics introduces Modular Design Construction


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Add extra features and styles to make SeaMonkey your own.Close
|Email address
|User since
|December 25, 2008
|Number of add-ons developed
|0 add-ons
|Average rating of developer's add-ons
|Not yet rated
This is a case where simple is beautiful. Of course you can also customize it (colors, font, etc) but it's almost perfect even with the default settingsThis review is for a previous version of the add-on (0.7.1.1-signed).
To create your own collections, you must have a Mozilla Add-ons account.


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On June 23, the Securities and Exchange Commission's Division of Corporation Finance issued new Compliance and Disclosure Interpretations (C&DIs) relating to the recently expanded Regulation A, commonly referred to as...more
Following recent amendments to the Civil Code, effective from 24 May 2015, new regulations on related party transactions now extend to all Azerbaijani legal entities.
Previously, similar regulations existed only for...more
The SEC has published 11 Compliance and Disclosure Interpretations related to Regulation A+ — numbered 182.01 through 182.11 under Securities Act Rules. Highlights are:
- Twitter is allowed for testing the waters! ...more
Regulation A+ goes into effect June 19, 2015, allowing funding of companies by non-accredited investors. Smaller companies can offer and sell up to $50 million of securities in a 12-month period, subject to eligibility,...more
The long anticipated UAE Federal Commercial Companies Law no. 2 of 2015 (the "New Companies Law") was issued on 25 March 2015 and will be in force by 1 July 2015, replacing UAE Federal Commercial Companies Law no. 8 of 1984...more
On June 19, 2015, final rules (colloquially known as Regulation A+) go into effect. These new rules create an exemption that is substantially similar to the existing framework of Regulation A under the Securities Act but are...more
The long anticipated UAE Federal Commercial Companies Law no. 2 of 2015 (the "New Companies Law") was issued on 25 March 2015 and will be in force by 1 July 2015 to replace the existing UAE Federal Commercial Companies Law...more
Regulation A under the U.S. Securities Act of 1933 was enacted back in 1936 to provide smaller issuers with a simplified procedure to raise capital. For many reasons, however, it has been, to date, the SEC's forgotten...more
On May 27, the Federal Court of Appeals for the District of Columbia combined lawsuits filed by the commonwealth of Massachusetts and the state of Montana against the Securities and Exchange Commission. The lawsuits seek to...more
Traditionally the SEC has released correspondence related to its review of registration statements. Now the staff will also release "no review" letters for filed registration statements that are not reviewed. It doesn't add...more
In light of the SEC's significant delay in implementing the national equity crowdfunding rules regarding the JOBS Act crowdfunding exemption, a growing number of states have recently adopted laws regulating intrastate...more
The Foreign Corrupt Practices Act (FCPA) addresses the problem of international corruption in two ways: (1) the anti-bribery provisions prohibit individuals and businesses from bribing foreign government officials in order to...more
On May 28, the SEC released the agenda for its upcoming Advisory Committee on Small and Emerging Companies meeting, which is scheduled to occur on June 3. The meeting will focus on public company disclosure effectiveness,...more
Last week, FINRA released seven new FAQs related to the research conflict of interest rules. In essence, FINRA analyzes the types of facts and circumstances that might be decisive in determining whether certain conduct or...more
With a single statement the SEC upended the private ordering of how shareholder proposals are often dealt with in the height of proxy season. Historically, it has been well settled that companies may exclude shareholder...more
The U.S. Supreme Court's recent decision in Omnicare, Inc. v. Laborers District Council Construction Industry Pension Fund resolved a clear split in the federal courts of appeal regarding when statements of opinion may give...more
Reporting and Blue Sky Issues -
For many years, SEC Regulation A languished as an exemption from registration that nobody really used. Although securities issued in a Regulation A offering are not "restricted...more
EB-5 securities issuers, sponsors and others who market EB-5 securities often want to use websites to provide information to potential investors regarding their past and current EB-5 projects. When using these websites, it...more
Overview -
On March 25, 2015, the Securities and Exchange Commission (SEC) adopted amendments to Regulation A (Regulation A+) pursuant to Section 401 of the Jumpstart Our Business Startups Act (JOBS Act) for offers...more
On April 9, 2015, the Canadian Securities Administrators (CSA) published CSA Staff Notice 43-309 - Review of Website Investor Presentations by Mining Issuers (the Staff Notice), which summarizes the findings of a review of...more
Non-SEC Reporting US and Canadian companies may now raise up to $50 million in a 12-month period under an expanded exemption from the registration requirements of the Securities Act of 1933 (the "Securities Act") under...more
On March 25, 2015, the Securities and Exchange Commission ("SEC") issued new rules that will enable private companies to raise as much as $50 million in a 12-month period through private offerings of securities exempt from...more
On March 25, 2015, the Securities and Exchange Commission (SEC) voted to adopt groundbreaking rules implementing Section 3(b)(2) of the Securities Act of 1933 (the Securities Act), as mandated by Title IV of the JOBS Act...more
On March 24, 2015, the U.S. Supreme Court issued its decision in Omnicare, Inc., et al. v. Laborers District Council Construction Industry Pension Fund, et al., addressing when an issuer may be held liable for material...more
It's Stifling in Here! SEC Rules That Companies Can't Put Restrictive Language in Confidentiality Agreements That Could Potentially Stifle Whistleblowers -
Why it matters: On April 1, 2015, the SEC announced its...more
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In Net Attacks, Defining the Right to Know
Published: January 30, 2003
(Page 2 of 2)
''One of the reasons is the fear of, 'What's going to happen to my reputation?''' Mr. Danyliw said. A corporation's officials may reason, '''If I report my incident and that information gets published, what does that mean in reference to my competitors?''' he explained.
This tends to hold true, Mr. Danyliw said, even though CERT acts as a ''trusted reporter,'' keeping confidential the names of those who report security breaches.
The fear of publicity similarly deters companies from reporting computer crimes to law enforcement officials, Mr. Danyliw said. Even if the information is taken in confidence, companies fear that it will surface as a result of, say, a Freedom of Information Act request by a news organization.
Peter G. Neumann, principal scientist at SRI International in Menlo Park, Calif., who has been in the thick of computer security discussions for nearly three decades, said that when it came to pointing out security risks, he often felt like King Canute, raising his fist in vain against the incoming tide.
''The increasing number of incidents and dependence on the Internet, and the number of patches one has to deal with for the known bugs is amazing,'' Mr. Neumann said. ''Things are getting worse rather than better.''
The same, he said, is true of the general disinclination to disclose breaches. ''Companies are trying desperately to hide the fact that there are things that aren't going right,'' he said. ''The idea that you keep it secret is ridiculous. It's an absurd situation.''
Among the new voices in the debate are two researchers at Harvard who argue that it is in the victim's interest to make its vulnerabilities public. The disclosure itself acts as a fortification of sorts, they suggest.
In a paper presented at a cryptography conference this week, Michael Smith, a computer science professor, and Stuart Schechter, a doctoral candidate in computer science, argued that organizations or individuals that share information about computer break-ins are less attractive targets for malicious hackers.
If an organization tells others about its security holes and the fixes it has made to them, the two researchers say, then others have the opportunity to make the same changes and spread the word. Ultimately, a company that clearly reports the details of a break-in and whether the perpetrator was caught reduces the chances that someone else will attempt to use the same path into a secured system. Hackers would prefer a company that has not reported news of a break-in to one that has.
Mr. Schechter and Dr. Smith's theory applies more to attacks with specific targets than to random ones like the Slammer worm.
An automatic program like the Slammer worm is far less risky for a hacker to deploy than an attack on a specific victim. Attacking a target requires far more effort and carries a higher level of risk for the would-be perpetrator, and he is thus less likely to attack a computer that is known to be sharing security information with others, the researchers' report said.
Scott Wimer, chief executive officer of Cylant, a computer security concern in Moscow, Idaho, said that potential thieves size up well-fortified companies the way a mugger might assess passers-by.
''Football players don't get mugged,'' Mr. Wimer said.
But the Schechter-Smith paper has already stirred some dissent.
''I hate to nay-say people from Harvard,'' said Mr. Huger of Symantec Security Response, ''but I'd have to say, at least from my personal experience, that if I'm a malicious user or a hacker and I'm looking for targets, am I going to take a shot at one I know nothing about?''
Challenging the football player analogy, Mr. Huger said that even with its focus on security, Symantec is a favorite among would-be intruders. ''We're a football player in terms of security and they don't give us any breaks,'' he said. ''We have something like 3,000 or 4,000 people a day trying to break in.''
''A lot of hacking, even the targeted stuff, is trophy hunting,'' he added. ''We know for certain that's why people take a go at us, because there's value in breaking into our Web site.''
In the Slammer attack last weekend, a lack of preventive care played at least some role in creating vulnerability. System administrators were remiss about installing a security patch to the Microsoft SQL Server 2000 software, even though the patch had been available since last summer.
When neglect is the cause, it reinforces a reluctance to go public.
''It points to a larger vulnerability,'' Mr. Huger said, ''that they can't patch something even when they've had the patch for six months.'' Even Microsoft had not installed the patch on some of its machines, a slip-up that caused a significant slowdown on its Microsoft Network service.
In Bank of America's case, said Ms. Don, the spokeswoman, system administrators had installed the patch when it was sent out but ''unfortunately, it was either ineffective or we missed some of the servers,'' she said. She said that the bank was treating the incident as a ''lesson learned.''
Some security experts are meanwhile beginning to call for government regulations that would require institutions to disclose security breaches, particularly those that directly affect consumers.
The Harvard researchers' paper, presented at the Financial Cryptography Conference in Gosier, Guadeloupe, agrees with proposals made last September by the President's Critical Infrastructure Protection Board in its draft of the National Strategy to Secure Cyberspace.
The board proposed that private companies and federal agencies use a centralized, nationwide online system to share information about security breaches.
The board has yet to decide whether to make the reporting system a federal requirement.
''This is again one of the things that we've talked about as a recommendation, something that could be useful for the private sector,'' said Tiffany Olson, deputy chief of staff for the board. ''There is no time frame on an ultimate decision.''
In California, a law requiring companies to notify their customers of computer security breaches will go into effect on July 1. Intended to combat identity theft, the law covers breaches that put certain information at risk, specifically credit card numbers, Social Security numbers, drivers license information and bank account numbers.
Mr. Schechter, one of the Harvard researchers, said that insurance companies should reduce premiums for companies that share information because the sharing reduces their risk.
Yet the sharing of information can go only so far in preventing breaches, he warned. The onus is on the user to act on security advice.
''People need to actually patch their systems when flaws are found,'' Dr. Schechter said. ''Until then, attacking systems will be as easy as figuring out which known vulnerabilities haven't been patched, then exploiting them.''
That was certainly proven last weekend.
Photos: TRACKING A MENACE -- Michael Smith, left, and Stuart Schechter, computer science researchers at Harvard, say organizations that share information about computer break-ins are less attractive targets for hackers. Peter Neumann, a security expert, far right, says the breaches are getting worse. (Peter DaSilva for The New York Times)(pg. G5)


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Harris retires, Cummins into Ashes squad
Ryan Harris has retired from international cricket due to his knee injury, with Pat Cummins called into Australia's Ashes squad.
Ryan Harris has retired from international cricket due to his knee injury, with Pat Cummins called into Australia's Ashes squad.
Trophy in NZ after Highlanders cling on to beat Hurricanes 21-14 and win first crown.
The Western Bulldogs have moved a game clear in eighth spot on the AFL ladder after scoring a 9.10 (64) to 7.11 (53) win over Carlton.
Phil Walsh's daughter has told of her heartbreak after losing her dad, a man she describes as her "one and only hero". Alex Hart reports.
Kane Linnett has scored a double for North Queensland to return to the NRL winner's circle with an 18-12 win over St George Illawarra.
Richmond and GWS have repeated the touching centre-circle AFL tribute to Phil Walsh from Friday night at the MCG.
Gold Coast put tough week behind them to defeat North Melbourne by 55 points.
Richmond coach Damien Hardwick called it an ugly win but it was four points for his team.
Tennis Australia has rejected Bernard Tomic's extraordinary attack in which he claims to have been abandoned by the governing body.
English criticism of Steve Smith's technique is nothing new, with the star batsman revealing he was sledged about it during the 2013 Ashes.
Adelaide Crows players are "numb" at the killing of their coach but will return to AFL action next weekend, their chairman says.
The daughter of All Blacks great Jerry Collins has been pictured for the first time since the tragic accident that killed her parents.


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Mad Scientists in Uruguay Created a Glow-In-The-Dark Sheep [VIDEO]
We are constantly told about the rapid advances in science but every once in a while there's an announcement that makes you give pause.
We are constantly told about the rapid advances in science but every once in a while there's an announcement that makes you give pause.
The incredible meteor strike in Russia's Ural Mountains might make you wonder, has anything like this ever happened before? We know that in prehistory we have evidence of large objects striking the earth. Since 1900, the largest and best known meteor strike is the 1908 Tanguska Event.
Mind over matter, people! According to this video, when you change your mind, you physically change your brain.
Something very strange happens at the 1:15 point in this video. When these three clear solutions are combined on a stir plate, the result changes color — and keeps changing!
If you're a fan of J.K. Rowling's hit 'Harry Potter' series, you must have longed for your own invisibility cloak so that you could go off on your own magical adventures just like Harry himself. But invisibility cloaks are merely fictional, right? Wrong!
When you look at someone, you are immediately drawn to their eyes. Scientists have been unsure if this is because humans are programmed to stare at eyes or at faces in general.
Alan Kingstone, a psychologist at the University of British Columbia, had been working on this quandary and was having trouble thinking of an experiment which separated the eyes from the center of the face. He was telling his 12-year-old son Julian about it when the boy came up with an inspired idea.
We know -- the first thing we thought when we saw this was "who draws that well on white board" too! Once we got over that, we realized we should actually be paying attention to what this guy's saying
Millions of Americans may be out of work, but numerous surveys have shown lots of job opportunities in the fields of science, technology, engineering and math (dubbed STEM by the analysts) — so why aren't more students considering them?
A new study indicates many kids feel getting into those professions would simply be "too challenging."
Why in this day in age aren't there a lot of female scientists? Well many women are afraid. Not afraid of the subject, afraid of other factors.


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Business - List of Companies, Distributors, Suppliers, Manufacturers, Importers, Exporters in Maryland
Tekservices LLC
Maryland, USA
Tekservices is an information technology services firm specializing in IT integration and corporate systems administration. Tekservices has a combined 13 years of experience managi...
DigiComm Data Solutions Inc
Maryland, USA
DigiComm Data Solutions, Inc. is a full service Information Technology consulting firm based in Maryland. We specialize in application, database, web development, data warehousing,...
CyberVillage Networkers , Inc.
Maryland, USA
CyberVillage Networkers, Inc. (CVNI) is a leader in applying Internet technology and marketing to promote client businesses and associated sales. We offer electronic commerce capab...
Applied Quality Communications Inc
Maryland, USA
AQC has established strong partnerships with several vendors who stand ready to provide resources in support of our contracts. For our government clients, we have several contract ...
MS Technologies Corporation
Maryland, USA
MS Technologies is a software engineering firm providing high quality and cost-effective turn-key systems solutions to local, state and federal government agencies. Since its incep...
Maryland, USA
The PODI.COM team manages these and more than 150 other client Web sites!
Outcome Systems Inc
Maryland, USA
Outcome Systems, Inc. enables organizations to create dramatic, bottom line business results through high-return methods, technology, and services for analyzing and improving perfo...
Computer Technologies Consultants Inc
Maryland, USA
CTC delivers innovative IT solutions to its clients to create and add value to their business as well as their customers - 100% of the time. Incorporated in 1992, CTC began with sm...
Evincere Software Solutions Pvt Ltd
Maryland, USA
The Evincere is a complete solutions provider in software, web applications, multimedia, and systems. The global development center and corporate office of the company is located i...
Apex Digital Systems , Inc.
Maryland, USA
"At Apex we truly live in two domains: we solve many daily operational business problems that hinder the performance of organizations that make the world a better place. And we do ...
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Pam Chopra, wife of the late great filmmaker Yash Chopra will be making an appearance at the 16th annual Tongues on Fire London Asian Film Festival, at an event dedicated to the life and the cinemas of her husband. The event is scheduled to take place on the 7th of June. Pam will be seen in a dis
Dholna - Song - Dil To Pagal Hai
Release Date: 30 October 1997 Genre: Romance Run Time: 179 Mins Starring: Shahrukh Khan, Madhuri Dixit, Karisma Kapoor & Akshay Kumar Lyrics By: Anand Bakshi Music By: Uttam Singh Produced & Directed By: Yash Chopra SYNOPSIS: DIL TO PAGAL HAI is the story of Rahul (Shahrukh Khan), who does not believe in love. Rahul fails to understand how two people can spend their lives together. It is the story of Pooja (Madhuri Dixit), who believes that there is someone who is made for her and she is destined to meet that person. It is also the story of Nisha (Karisma Kapoor) who believes that love is friendship and one day her dream will come true. Dil To Pagal Hai is a grand musical about passionate people with dreams. Will their dreams come true? Will they find their true love? Dil To Pagal Hai makes us believe that someone somewhere is made for us.
yash chopra
Newly wedded Rani Mukherjee who had a fairy tale wedding with Yash Raj head honcho Aditya Chopra in Italy last night missed late Yash Chopra on her wedding. The actress who had a secret wedding issued a statement from Italy in which she mentioned that the one person she missed on her wedding is Y
Pamela Chopra hosted a grand party to mark late filmmaker Yash Chopra's birthday with Shahrukh Khan and nine dazzling actresses who starred in Yashji's movies graced the occasion. Rekha, Sridevi, Madhuri Dixit, Juhi Chawla, Rani Mukherjee, Preity Zinta, Katrina Kaif, Anushka Sharma and Parineeti
Latest Bollywood News
- Shahid-Mira wedding card designer Ravish Kapoor reveals details about card
- #SelfiewithDaughter: Shruti Seth slams PM Narendra Modi
- Varun Dhawan, John Abraham begin 'Dishoom' shooting
- Bajrangi Bhaijaan: Salman-Kareena groove to special Eid song 'Aaj Party'
- Hema Malini accident: Arrested driver released on bail


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Book your room at Aditya Hometel
Superior roomMax Occupancy: 4 guests (up to 3 children, 2 infants)
Get an overview of this hotelHyderabad hotel in Begumpet with free breakfast and restaurant
Collect 200 extra points
Just enter your Nectar card number when you book and you'll receive 400 points credited to your account 30 days after you return from your trip.
Located in Begumpet, this hotel is 1 mi (1.7 km) from Hyderabad Central Mall and 2 mi (3.3 km) from Kasu Brahmananda Reddy National Park. Birla Mandir Temple and Inorbit Mall are also within 6 mi (10 km).
Hotel Features
Along with a restaurant, this hotel has a fitness center and a bar/lounge. Free buffet breakfast and free self parking are also provided. Other amenities include a coffee shop/café, WiFi in public areas, and a business center.
Room Amenities
All 92 rooms offer WiFi, minibars, and LCD TVs with cable channels. Guests will also find wired Internet, rainfall showerheads, and coffee makers.Information missing or incorrect? Tell us!
Hotel Amenities
Hotel Amenities
The hotel offers a restaurant and a coffee shop/café. A bar/lounge is on site where guests can unwind with a drink. Guests can enjoy a complimentary breakfast each morning. Public areas are equipped with high-speed wired and wireless Internet access (surcharge).
Business-related amenities consist of a business center and meeting rooms. Event facilities measure 7481 square feet (695 square meters). This Hyderabad hotel also offers a fitness center, tour/ticket assistance, and an arcade/game room. For a surcharge, the property provides a roundtrip airport shuttle (available on request) and a train station pick-up service. Complimentary self parking is available on site.
- 24-hour front desk
- Airport transportation (surcharge)
- Arcade/game room
- Total number of rooms - 92
- Number of floors - 5
- Bar/lounge
- Business center
- Coffee shop or café
- Free newspapers in lobby
- Free breakfast
- Dry cleaning/laundry service
- Elevator/lift
- Express check-in
- Express check-out
- Fitness facilities
- Tours/ticket assistance
- WiFi (surcharge)
- Wired (high-speed) Internet access - surcharge
- Laundry facilities
- Meeting rooms
- Porter/bellhop
- Luggage storage
- Restaurant
- Safe-deposit box at front desk
- Free self parking
- Train station pickup (surcharge)
- Year Built 2008
- Conference space size (feet) - 7481
- Conference space size (meters) - 695
- Number of meeting rooms - 2
- Number of buildings/towers - 1
Family Friendly Amenities
- Rollaway/extra beds available
- Laundry facilities
- Arcade/game room
Available in all rooms: Wireless internet access (475 INR per 24 hours surcharge), Wired high-speed Internet access (surcharge)
Available in some public areas: Wireless internet access (475 INR per 24 hours surcharge), Wired high-speed internet (75 INR per 60 minutes surcharge)
Free self parking
Room Amenities
- Air conditioning
- Phone
- Minibar
- Coffee/tea maker
- Daily housekeeping
- Private bathroom
- Free toiletries
- Shower only
- Rainfall showerhead
- In-room safe
- Desk
- Rollaway/extra beds available
- Cable TV service
- WiFi (surcharge)
- Wired high-speed Internet access (surcharge)
Where to Eat
A complimentary buffet breakfast is served each morning between 7:30 AM and 9:30 AM.
Flavours - Onsite restaurant. Guests can enjoy drinks at the bar.
Hotel Policies
Check-in time starts at noon
Special check-in instructions:
Check-out time is noon
Payment types
You need to know
Extra-person charges may apply and vary depending on hotel policy.
Government-issued photo identification and a credit card or cash deposit are required at check-in for incidental charges.
Special requests are subject to availability upon check-in and may incur additional charges. Special requests cannot be guaranteed.
No pets or service animals allowed
- New Year's Eve (31 December) Gala Dinner per adult: INR 2299
- New Year's Eve (31 December) Gala Dinner per child: INR 999 (from 5 to 12 years old)
- Fee for in-room wireless Internet: INR 475 (for 24 hours, rates may vary)
- Fee for wireless Internet in public areas: INR 475 (for 24 hours, rates may vary)
- Fee for high-speed Internet (wired) in public areas: INR 75 (for 60 minutes, rates may vary)
- Airport shuttle fee: INR 870 per vehicle (one way)
- Rollaway beds are available for an additional fee
We should mention
Only registered guests are allowed in the guestrooms. No pets and no service animals are allowed at this property.


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Diamond Supply Co Big Brilliant Scoop Black T-Shirt
Item # 218885
Buy1 Get1 Free
Stash Points: 1,997
What is this?This is the number of points you get in The Zumiez Stash for purchasing this item. Stash points are redeemable for exclusive rewards only available to Zumiez Stash members. To redeem your points check out the rewards catalog on thestash.zumiez.com.
Get your shine on in Brilliant style in the Diamond Supply Big Brilliant scoop neck t-shirt for girls in the all Black colorway.
|More Details


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Partner Profits
Attorney Misconduct, Biglaw, Fast Food, Food, Law Firm Mergers, Law Schools, Legal Ethics, Morning Docket, Partner Profits, Rankings, U.S. News
* Valerie Ford Jacob, leader of Fried Frank since 2003, is stepping down from her post prior to her official 2015 departure date. At least she's leaving on a high note, with the firm's highest profits per partner ever. Yay. [WSJ Law Blog (sub. req.)]
* Ralph Lerner, the ex-Sidley Austin partner who billed extra car charges to his clients, claims he went into work on weekends to do work for free to make up for it. Aww, how nice of him. [Am Law Daily]
* When we first covered this in January, it was just a rumor, but now it's officially set in stone. The deed is done: Buchanan Ingersoll is picking up Tampa firm Fowler White Boggs. [Pittsburgh Business Times]
* Many New York law schools moved in the recent U.S. News rankings, but not necessarily in the right direction. Four out of 15 schools moved up; the rest stayed the same or slipped. [New York Law Journal]
* Would you like damages with that? McDonald's corporate and its franchisees are facing lawsuits filed by employees over their allegedly "stolen wages." Class actions have been filed in three states. [Bloomberg]
Biglaw, Lateral Moves, Musical Chairs, Partner Issues, Partner Profits
As The Weil Turns, Revenue And Profit Tumble
How much did Weil Gotshal suffer in 2013? Let's look at the numbers….
Kinney's Evan Jowers Now Permanently Based In Hong Kong
After a decade of 60+ trips to Hong Kong from his former Miami home, our Evan Jowers has finally taken the plunge and moved to Hong Kong on a permanent basis. Since '06, Evan has been head of Kinney's Asia recruiting and over that time Kinney has easily placed more US associates, counsels and partners at top tier US and UK firms than any other recruiting firm (we have also made many in-house placements). (…)
Advertising, Biglaw, Lateral Moves, Partner Issues, Partner Profits, Shameless Plugs, This Is an Ad
5 Tips To Maximize Your Lateral Compensation Package
How can you get the best deal for yourself when making a lateral move?
Biglaw, Gender, Lateral Moves, Minority Issues, Partner Issues, Partner Profits, Women's Issues
New Study Reveals Women Earn Much More Than Men In Biglaw (Just Kidding!)
Is there a gender pay gap in Biglaw? You bet.
Biglaw, Lateral Moves, Layoffs, Partner Issues, Partner Profits, Patton Boggs, Staff Layoffs
Is The Patton Boggs 'Forest Fire' Burning Out Of Control?
Is Patton Boggs on fire — and not in a good way?
Biglaw, Lateral Moves, Layoffs, Litigators, Manatt, Phelps & Phillips, Partner Issues, Partner Profits, Real Estate, Secretaries / Administrative Assistants, Sheppard Mullin, Staff Layoffs
What's Going On At Bingham McCutchen?
Tumbling profits, partner departures, staff layoffs — can't Bingham get a break?
Associate Salaries, Biglaw, Bonuses, Lateral Moves, Money, Partner Issues, Partner Profits
An Update On Goings On At Kirkland & Ellis
What do defenders (and critics) of Kirkland & Ellis have to say about the firm?
Biglaw, Bonuses, Kasowitz Benson, Layoffs, Partner Issues, Partner Profits, Staff Attorneys / Discovery Attorneys, Staff Layoffs
Nationwide Layoff Watch: Casualties At Kasowitz Benson
So what have we heard thus far about the Kasowitz cuts?
American Bar Association / ABA, Bar Exams, Biglaw, Law Professors, Law Schools, Layoffs, Midsize Firms / Regional Firms, Money, Morning Docket, Music, Partner Profits, Texas, You Go Girl
* According to the latest Citi report, the Am Law 50 outperformed the rest of their ilk in terms of net profits and profits per equity partner. As for the rest, ha ha ha, enjoy all of your "modest" returns. [Am Law Daily]
* The ABA's Standards Review Committee is close to a decision on its bar-exam passage standard for accreditation. It's tough to protect students and law schools at the same time. [National Law Journal]
* Oh my! Professors at Albany Law are incredibly pissed the school would dare imply they suggested lowering academic standards to put asses in seats and stave off faculty layoffs. [New York Law Journal]
* Wendy Davis has left her position at Cantey Hanger, one of Fort Worth's largest law firms, to dedicate herself fully to her bid to become Texas' Next Top Governor. You stand, girl! [Fort Worth Star-Telegram]
* Yuna, a Malaysian pop star with a law degree who's worked with artists like Pharrell, doesn't think she'll be able to fall back on her J.D. now that she's in America. Funny, because many Americans feel exactly the same way. [Pittsburgh City Paper]
Success Tips For New Associates
Succeeding as a new associate is a juggling act that will involve balancing your evolving legal expertise with managing your workload, creating relationships with partners, fellow associates and support staff at your firm, and building strong business relationships. Here are a few tips to help you thrive during this pivotal time in your legal career. […]
Biglaw, Edwards Wildman, Husch Blackwell, Lateral Moves, Partner Issues, Partner Profits, Patton Boggs, Rankings, Sheppard Mullin
Which Firm Had The Most Lateral Hires (And Partner Defections) In 2013?
Do you think lateral hires are killing your firm? Maybe you should consider getting out while you still can.
Biglaw, Lateral Moves, Partner Issues, Partner Profits, Willkie Farr
What's Going On At Kirkland & Ellis?
Is the firm experiencing an unusual number of partner departures, and if so, why?
Biglaw, In-House Counsel, Money, Partner Issues, Partner Profits
On 'Hybrid' Partners And The Games Law Firms Play
What do we talk about when we talk about "partners"?
Biglaw, Fabulosity, Partner Issues, Partner Profits
New Partner Watch: Incoming Partner Classes at 10 Top Firms
What do the incoming partner classes at 10 leading law firms reveal about the state of Biglaw?
Associate Bonus Watch 2011, Associate Bonus Watch 2012, Biglaw, Bonuses, Mergers and Acquisitions, Money, Partner Issues, Partner Profits
Associate Bonus Watch: Wachtell Lipton (2011-2012)
How big were bonuses at Wachtell Lipton over the past few years?
Biglaw, Partner Issues, Partner Profits
A Discussion About Biglaw's Present: My Turn (Part 2)
Professor Bill Henderson interviews Anonymous Partner. What traits should law firms look for in their leaders?
Biglaw, Bonuses, Ho-Love, Hogan & Hartson, Lovells, Money, Partner Issues, Partner Profits, United Kingdom / Great Britain
Associate Bonus Watch: Hogan Lovells (New York)
Partner bonuses at Hogan Lovells generated controversy earlier this year; can the same be said about associate bonuses?
Biglaw, Bonuses, Money, Partner Issues, Partner Profits
Associate Bonus Watch: Irell & Manella Beats The Market Again (But By Less Than Usual)
Bonuses at Irell & Manella are down from last year, but they're still quite nice — how big are they?
Biglaw, Partner Issues, Partner Profits
A Discussion About Biglaw's Present: An Interview With Indiana Law's Bill Henderson (Part 2)
What current Biglaw practice does Professor Bill Henderson, an expert on the world of large law firms, find most disturbing?


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"The ordering process was so simple. Customer service was excellent. The design team was communicative and offered suggestions to improve my order. When I finally got my product (delivery was BEFORE the date they gave me), I was more than pleased. I can't say enough about this company and the product."
"I ordered this for my daughter's graduation, beautiful cards, great quality. Had to reorder, it was simple and quick and with fast delivery."
"The navy background with the white and gold writing looked fantastic! The customer service representative also added in a space that I could not add in when ordering the cards. I put the request in the comment section when ordering. The customer representative read my comment, fixed the formatting, and emailed me a response, as well as the corrected draft! SUPER IMPRESSED!"
"I wanted a unique, simple card that would stand out from the sea of mini-collages typically used for graduation announcements. This design was exactly what I hoped to find! I used a black and white photo of my son as a young child on the cover, a color photo of my son as he is today (really handsome, as objective as only a mom can be) and as a surprise on the back of the card, included a tiny cap & gown headshot of my son when he graduated pre-K with a small caption "Proud Graduate of..." The technical customer support team was extremely helpful when I ran into a problem with one of the photos. In fact, credit goes to the customer service rep who suggested adding the little surprise photo on the back of the card. I received many compliments from family and friends on how much they loved the announcement. The highest praise came from the toughest critic...my son :)"
"I absolutely love the graduation announcements that I was able to customize for my son. So many design choices and very easy to manipulate through their website. I have already recommended Tiny Prints to many of my friends & family. The cost is great and I am BACK on the website to customize our Thank You cards to send to all. This was perfect!"


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BULLYING AND HARASSMENT POLICY Purpose The aim of this policy and the accompanying procedure is to prevent bullying and harassment, provide guidance to resolve any problems should they occur and prevent recurrence. Bullying and harassment at work in any form is unacceptable behaviour and will not be permitted or condoned. Bullying is regarded by YouthNet as unethical, oppressive, behaviour and is therefore unacceptable in the work environment. Sexual, sectarian and racial harassment, as well as harassing a person on account of disability, sexual orientation or age constitute discrimination and are not lawful under the sex discrimination, fair employment, race relations, disability legislation and age discrimination. Harassment may also be a civil offence, a criminal offence and it may contravene health and safety legislation. Bullying and harassment detract from a productive working environment and can affect the health, confidence, morale and performance of those affected by it, including anyone who witnesses or knows about the unwanted behaviour. This can have a direct impact on the effectiveness and morale of the organisation of the organisation. Bullying and harassment are inappropriate behaviours at work and will be treated by this organisation as misconduct that may include gross misconduct warranting dismissal. All employees must comply with this policy. This policy has been agreed with employee representatives. Definition of Harassment Harassment is unwanted attention affecting the dignity of employees. This can include unwelcome physical, verbal or non-verbal conduct. Such behaviour is unacceptable: (i) Where it is unwanted, unreasonable and offensive to the recipient (ii) Where it is used as the basis for an employment decision (iii) Where it creates a hostile working environment Some examples are given below but many forms of behaviour can constitute harassment: - Physical conduct ranging from touching to serious assault - Verbal and written harassment through jokes, racist remarks, offensive language, gossip and slander, sectarian songs, threats, letters - Visual displays of posters, graffiti, obscene gestures, flag, bunting or emblems or any other offensive material - Isolation or non-co-operation at work, exclusion from social activities - Coercion, including pressure for sexual favours, pressure to participate in political/religious groups - Intrusion by pestering, spying, following etc. It should be noted that it is the impact of the behaviour which is relevant and not the motive or intent behind it. Definition of Bullying There is no single definition of bullying agreed upon internationally. An example of a definition given by the European Agency for Safety and Health is: "Workplace bullying is repeated, unreasonable behaviour directed towards an employee that creates a risk to health and safety" Within this definition "unreasonable behaviour means behaviour that a reasonable person having regard to all the circumstances would expect to victimise, humiliate, undermine or threaten. "behaviour" includes actions of individuals or a group. A system of work may be used as a means of victimising, humiliating, undermining or threatening. "risk to health and safety includes risk to mental or physical health of the employee" Bullying often involves a use or a misuse of power, where the targets can experience difficulties in defending themselves. Employees' Rights All employees have the right to work in an environment which is free from any form of bullying or harassment. YouthNet fully recognises the right of employees to complain about bullying or harassment should it occur. All complaints will be dealt with seriously, promptly and confidentially. A copy of the complaints procedure can be found on page 40 of the Staff Handbook. This procedure does not replace or detract from the rights of employees to pursue a complaint to a tribunal. A complaint must be lodged within three months from the date of the alleged act of sex, disability, age or racial discrimination. For religious or political discrimination, a complaint must be lodged within three months from the date when the person first knew, or might reasonably be expected to have first known, of the act of discrimination or within six months from the date the act occurred, whichever is earlier. Every effort will be made to ensure that employees making complaints and others, who give evidence or information in connection with the complaint, will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal. Employees' Responsibilities All employees have a responsibility to help ensure a working environment in which the dignity of employees is respected. Everyone must comply with this policy and employees should ensure that their behaviour to colleagues and customers does not cause offence and could not in any way be considered to be harassment. Employees should discourage bullying and harassment by making it clear that they find such behaviour unacceptable and by supporting colleagues who suffer such treatment and are considering making a complaint. They should alert a manager or supervisor to any incident of bullying or harassment to enable this organisation to deal with the matter. Employees should also be aware that they can be held personally financially responsible at a tribunal if found guilty of harassing a colleague. Managers' and Supervisors' Responsibilities Managers and supervisors have a duty to implement this policy and to make every effort to ensure that bullying or harassment does not occur, particularly in a work area for which they are responsible. Managers and supervisors have responsibility for any incidents of bullying or harassment of which they are aware or ought to be aware. If bullying or harassment does occur, they must effectively deal with the situation. Managers and supervisors should: - Explain the organisation's policy to their staff and take steps to promote awareness of procedure for dealing with staff ensuring each member of staff has been given a copy of the staff handbook. - Be responsive and supportive to any member of staff who makes an allegation of bullying or harassment, provide clear advice on the procedure to be adopted, maintain confidentiality and seek to ensure that there is no further problem of harassment or victimisation after a complaint has been resolved. - Set a good example by treating all staff and customers with dignity and respect. - Be alert to unacceptable behaviour and take appropriate action. - Ensure that all staff are made aware of how to raise complaints of harassment The Organisation's Responsibilities YouthNet will ensure that adequate resources are made available to promote respect and dignity in the workplace and to deal effectively with complaints of bullying or harassment. This policy and procedure will be communicated effectively to all employees and YouthNet will ensure that all employees, managers and supervisors are aware of their responsibilities. Appropriate training will be provided including training on induction and management courses. Individuals will be appointed to provide advice and assistance to employees who are subject to bullying or harassment. The name of these designated advisers will be made known to all employees. All complaints of harassment will be dealt with promptly, seriously and confidentially. Managers, supervisors and designated advisers will receive appropriate training so that they can perform their roles sensitively and effectively. In addition, those playing an official role in any formal complaints procedures will receive appropriate training. Review YouthNet will monitor all incidents of bullying or harassment and will review the effectiveness of the policy and procedure annually. Procedure DEALING WITH COMPLAINTS OF BULLYING OR HARASSMENT Scope Any employee who believes that he/she has suffered any form of bullying or harassment is entitled to raise the matter through the following procedure. This procedure does not replace or detract from an employee's rights to pursue a complaint under equality legislation. The Informal Stage This stage is appropriate where the employee simply wants the behaviour to stop, where the bullying or harassment is not serious or where it has been repeated. Employees can seek to resolve matters informally by: - Approaching the alleged bully/harasser directly making it clear to the person(s) responsible that the behaviour in question is offensive, is not welcome and should be stopped. - Approaching the alleged bully/harasser with the support of a colleague or a trade union representative. - Approaching the alleged bully/harasser with the support of a supervisor/manager or designated adviser. If it is too difficult or embarrassing to do this personally, employees may request a supervisor or manager to approach the alleged bully harasser on their behalf. Where an employee seeks the support of a supervisor he/she will be sensitively informed that their role at the informal stage can only be one of support or assistance. The employee will be advised that, A formal investigation and possible disciplinary action can only take place if the complaint is investigated under the formal procedure. A written record of the action taken will be made to assist with any formal proceedings which may arise if the behaviour does not stop. Failure to maintain such a record will not invalidate proceedings at the formal stage. All reported incidents of bullying or harassment will be monitored and in the event of any patterns emerging management may wish to initiate its own formal investigation and take remedial action where this proves to be necessary. Additionally, there may be situations where the seriousness of a complaint warrants formal proceeding. The Formal Stage The formal complaints procedure is appropriate if the bullying or harassment is serious, if the person making the complaint prefers this approach, or if the bullying/harassment continues after the informal procedures have been used. It should be raised through the formal complaints procedure as follows: The Director has been given responsibility for proceedings at the formal stage. Individuals may raise complaints with the Director or, if appropriate, another member of management for this purpose. Where possible, employees will be able to bring a complaint in the first instance to someone of their own religion, gender, sexual orientation, race, or who is aware of disability issues, if they so choose. Managers carrying out investigations at the formal stage should not be connected in any way with the allegation that has been made. The Administrator will assist throughout the procedure. S/he will attend all meetings and maintain a written record of all proceeding including the investigation and any outcome. The Manager conducting the investigation will check all records to ensure accuracy. YouthNet will designate an Honorary Officer to act in an advisory role throughout the procedure to ensure that a consistent approach is taken, particularly with regard to proposed disciplinary action. In the event of an employee wishing to make a complaint of bullying or harassment against the Director the complaint should be made to the Chairperson of the Personnel Sub Committee. Investigation under the Formal Procedure Time Limits The following procedure details time limits for the completion of each stage of the procedure. If any of these time limits are not possible then both parties will be informed of the revised timescale. The procedure will be completed within twenty working days of the complaint having been received. Where this is not possible the procedure will be completed as soon as practicable. (i) Making a Complaint Complaints should be raised as soon as possible following an act of alleged bullying/harassment so that the matter can be dealt with swiftly and decisively. While it is preferable that a complaint should be made in writing to the Director (or any other manager as appropriate) this will not preclude the investigation of a complaint made verbally. The Director will acknowledge receipt of the complaint and arrange to meet the Complainant within three working days. If appropriate the Director may delegate the investigation of the complaint to another senior manager within the Organisation. (ii) Initial Meeting with the Complainant The Director or his/her nominated deputy will meet the Complainant to: - Clarify and formally record the nature of the complaint and ensure that it is being handled under the formal procedure. - Ensure the Complainant is aware of the next stage of the procedure. - Advise that the Complainant has the right to be accompanied and/or represented at the investigative meeting by a trade union representative or work colleague. Following this meeting the Director or nominated deputy will write to the complainant and set a date for a formal meeting to be held within five working days of the complaint being received. (iii) Avoiding Contact Between Complainant and Alleged Bully/Harasser The issue of avoiding contact between Complainant and the alleged bully/harasser must be considered before action is taken to inform the alleged bully/harasser of the complaint. The Director will take appropriate action concerning avoiding contact following discussion with the Complainant. Both parties should also be advised that there should be no communication between them, directly or indirectly, in relation to the complaint. Where a case of serious bullying/harassment has been alleged consideration will be given to precautionary suspension of the alleged bully/harasser to enable investigations to proceed. An individual who is to be suspended must be formally advised of this at a meeting with the Manager concerned. The individual will have the right to be accompanied and/or represented at this meeting by a trade union representative or work colleague as appropriate. (iv) Informing the Alleged Bully/Harasser The Director or nominated deputy will meet with the alleged bully/harasser and: - Outline the nature of the complaint, - Confirm that it is being handled under the formal procedure, - Ensure that the individual is aware of the next stages of the procedure and - Advise that the alleged bully/harasser has the right to be accompanied and/or represented at the next stage of the procedure by a trade union representative or work colleague. Following this meeting the Director or nominated deputy will write to the alleged bully/harasser outlining the nature of the complaint and setting a date for a formal meeting to be held within five working days of the complaint being received. Whilst the Director or his nominated deputy will seek to resolve the matter as quickly as possible, the meetings with all involved need not necessarily follow immediately after each other. Every effort will be made to have held all necessary meetings within ten working days of the date the complaint was received. Where this is not practicable the Complainant and the alleged bully/ harasser will be so advised. The purpose of these meetings is to establish the facts. All those giving information to the Director or his nominated deputy privately and not in the presence of any other person involved in or present during the alleged incident. A record of all meetings will be kept. All evidence provided to assist with the investigation will be treated as confidential to the investigation subject to any statutory requirements. The investigation should include at least the following (i) Meeting with person alleging bullying/harassment The Director or nominated deputy will meet with the person alleging bullying/harassment and consider both what s/he has to say and any other related matter. The harassment complainant will have the right to be accompanied and/or represented by his/her trade union representatives or work colleague as appropriate. (ii) Meeting with alleged bully/harasser The Director or nominated deputy(or other representative) will meet the alleged bully/harasser and hear what he/she has to say about the alleged incident(s) and any other related matter. The alleged bully/harasser will have the right to be accompanied and/or represented by his/her trade union representative or work colleague as appropriate. This will not be the same person who accompanies and/or represents the Complainant. (iii) Meeting with anyone who can assist with the investigation The Director or nominated deputy will meet anyone who can assist with the investigation. This may include supervisors and co-workers and may also include anyone who observed the Complainant's demeanour immediately before and after the alleged incident(s) or any colleague with whom the Complainant discussed the alleged incident(s). Each individual will be asked to outline what happened. The Director or nominated deputy (or other representative) will meet the managers/supervisors of both the Complainant and alleged bully/harasser to establish if there has been any history of previous conflict between them and/or with other parties. The Director or nominated deputy(or other representative) may then wish to have further meetings to clarify or gain additional information. (iv) Consideration of Information Having obtained all the information possible, the Director or nominated deputy will consider whether the organisation's disciplinary procedure should be invoked or some other action taken. (v) Reporting the Facts The Director or nominated deputy undertaking the investigation should prepare a written report outlining the facts, indicating his/her findings, and whether the disciplinary procedure should be invoked or other action taken. Where the Director or nominated deputy has not the authority to take the necessary action, this report will be forwarded to the appropriate level of management. (vi) Decision on Disciplinary Action The Director (or other appropriate level of management as outlined above) will then decide either: (a) To initiate the organisation's agreed disciplinary procedure against any party as appropriate; and/or (b) To take any other appropriate management action eg, the provision of training or counselling. (c) Take no further action (vii) Communicating the Decision Having made a decision on the most appropriate course of action this will be communicated in writing to both the person who has complained and the person against whom the complaint was made. After the Investigation is Complete Consideration of Transfer (a) Redeployment if Disciplinary Action is taken Where a complaint has been upheld the Complainant may wish to avoid any further contact with the bully/harasser. Should the bully/harasser remain in employment with the organisation and where it is agreed that further contact between the individuals concerned would be unacceptable, every effort will be made to facilitate this wish. (i) Training and Counselling Training and/or counselling will be offered to the person who has been bully/harasser. Where a complaint has not been upheld training and/or counselling may also be offered. This will be provided by a trained member of staff or by an external provider, as appropriate. (ii) Further Meeting The Director will meet the individual who has alleged bullying/harassment on a regular basis to offer support and to ensure that no harassment or victimisation has occurred. This action will be undertaken even where a complaint has not been upheld. The Line Manager of the bully/harasser will be made responsible for ensuring that the harasser is made fully aware of the organisation's policies on equal opportunities and harassment and of the law relating to these matters.
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"BULLYING AND HARASSMENT POLICY"Please download to view full document


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4 days ago · 10:00 AMThe 24th Annual Coulee Classic RallyIn celebration of the 105th anniversary of the founding of Alfa Romeo and perhaps more importantly, Alfa's return to the US market, we invite you to join us for the 24th... Learn more
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'Cars overturned' as mass brawl breaks out in street at summer party in south east London
A mass brawl broke out in south east London last night as a summer street party turned violent.
05 December 2013
02 December 2013
West Ham boss Sam Allardyce believes his Tottenham counterpart Andre Villas-Boas has displayed "immaturity" for reacting to criticism in the media.
02 December 2013
Tottenham's 6-0 humiliation at Manchester City brought the squad closer together, according to Brazilian midfielder Sandro.
02 December 2013
Tottenham regain their attacking spark as under-fire manager starts with Paulinho, Sandro and Dembele for the first time
02 December 2013
Gareth Bale has backed Andre-Villas Boas to pull through a tough period and believes it is only a matter of time before Tottenham's fortunes in front of goal change.
01 December 2013
Tottenham manager Andre Villas-Boas appealed for "respect" for his team's achievements this season after they held Manchester United to a 2-2 draw at White Hart Lane.
01 December 2013
Lewis Holtby has insisted that Tottenham will bounce back from last week's drubbing at the hands of Manchester City after claiming the performance left him struggling to sleep.
01 December 2013
30 November 2013
29 November 2013


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Warm Three-Onion Dip
This irresistible party dip combines braised leeks and red and yellow onions with cream cheese, Parmesan, and mayonnaise, baked until bubbling.
Level: Easy
Yield: About 5 cups
Serves: 12
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- 1 large leek
- 1 medium yellow onion
- 1 medium red onion
- 3 package cream cheese
- 1.25 c. Parmesan cheese
- 2 clove garlic
- 0.75 c. mayonnaise
- 1.50 tsp. kosher salt
- 1 tsp. Black pepper
- 0.50 tsp. red pepper flakes (optional)
- Crudités or potato chips
- Soak leek for 5 minutes, then drain.
- Preheat oven to 400 degrees. In a pot, combine leek, onions, and 1/2 cup water. Bring to a boil. Reduce heat to low; cover and simmer until soft, about 15 minutes, then drain.
- In a large bowl, combine cream cheese, 1 cup Parmesan, garlic, mayonnaise, salt, pepper, and red pepper flakes (if using). Add onions and leek to bowl; mix well.
- Place mixture in an 8-inch ovenproof dish, and top with remaining Parmesan. Bake 30 minutes, or until bubbly and lightly browned; serve immediately with crudités, potato chips, or bread.
From: O, The Oprah Magazine
What do you think?
More From Meals & Cooking


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Use Technology to Your Advantage
There are a number of mobile apps geared toward weight loss to help you meet your goals. Additionally, online, you can join the President's Active Lifestyle Award challenge (PALA+) alone or with a group of friends to track your daily physical activity, plus learn about healthy eating and nutrition. (Photo: google store)
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Log In
Her sister Jill drops an unexpected bombshell on Nancy; Andy and Shane find a place to live; Doug is offered his dream job on Wall Street; Silas scores a modeling gig.
Written by:
Victoria Morrow
Directed By:
Scott Ellis
Guest Star: Roy Abramsohn
Guest Star: Rega Burns
Showtime Advisories
Graphic Language, Adult Content
Duration30 min.
Audio Format
Surround Sound, Dolby Digital 5.1, English/Spanish
Video Format
HDTV, Closed Captioning
tvma-dlsadult content, graphic language, brief nudity, viewer discretion advised
Weeds © 2012 Lionsgate Television Inc. All rights reserved.


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Definition of inhalations
plural of inhalation 1
The word "inhalations" uses 11 letters: A A H I I L N N O S T.
No direct anagrams for inhalations found in this word list.
Words formed by adding one letter before or after inhalations (in bold), or to aahiilnnost in any order:
r - annihilators
List all words starting with inhalations, words containing inhalations or words ending with inhalations
All words formed from inhalations by changing one letter
Other words with the same letter pairs: in nh ha al la at ti io on ns
Browse words starting with inhalations by next letter
Previous word in list: inhalational
Next word in list: inhalator
Some random words: eds bwana nth pe mm eelgrass hwan
This is not a dictionary, it's a word game wordfinder.
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Please Donate to Relief Fund for Victims of Terrorism in Nigeria. CANAN is a 501c organization and your financial contributions are tax-deductible.
Checks can also be written out to CANAN and mailed to our office at the mailing address below:
Christian Association of Nigerian-Americans, CANAN
P.O. Box 1041
Bay Shore, NY 11706
United States
LAGOS, Nigeria (AP) — Nigerian troops have arrested a businessman accused of "participating actively" in Boko Haram's mass abduction of nearly 300 schoolgirls from the northeastern town of Chibok last year, Nigeria's Defense Ministry said Tuesday.
Spokesman Maj. Gen. Chris Olukolade said Babuji Ya'ari headed a "terrorists' intelligence cell" for the Islamic extremists while masquerading as a member of the self-defense Youth Vigilante Group. That confirms suspicions that the vigilantes have been infiltrated by Boko Haram. Soldiers have told the AP that some of their comrades also belong to Nigeria's homegrown Islamic extremist group.
Read more: Man Accused in Boko Haram Abduction of Chibok Girls Arrested
Cananusa.org, New York-June 19, 2015----Members of the Christian Association of Nigerian-Americans, CANAN are alarmed at the horrendous killings of 9 believers in church on Wednesday in Charleston, South Carolina.
America's relative reverence for a place of worship, and the nation's peace has been rudely interrupted by the action of the alleged gun man, 21-year old Dylann Roof. This young man reminds us again of the rather troubling but real racial divisions and angst that still exist in the dark crevices of some within this most beloved country.
Among those who were killed execution-style at a Bible Study were the Pastor, who is also a lawmaker in the state, church ministers and others totaling 6 females and 3 males with ages ranging from the 20s to the 80s.
Read more: CANAN Calls Killings in South Carolina Church an Affront against "The Land of The Free"
Grace slept through the sounds of gunfire in the night. Exhausted from final exams at her boarding school in Nigeria, she awoke when her roommate Mary prodded her, "Get up!"
Suddenly, the girls saw a gang of men spreading across the school grounds. "They said they were soldiers. They said they were there to protect us," Grace says. "They told us all to stay together."
Read more: After Escaping The Kidnapping Of Hundreds Of Schoolgirls, These Nigerian Girls Are Adjusting To A...
The chief of Army Staff, Kenneth Minimah, on Thursday visited troops engaged in the war against terrorism in various North Eastern part of Nigeria.
The visit termed "operational visit" was also aimed at boosting the morale of soldiers fighting insurgents in the region, army spokesperson, Sani Usman, said.
Commending the troops for their efforts in turning the tide against insurgents, Mr. Minimah encouraged them not to relent in the tasks.
Troops visited by the army chief included the 7 Division Strike Group and 121 Special Force Battalion comprising of the Armed Forces and Nigerian Army Special Forces located in Pulka, 26 Task Force Brigade in Gwoza, 28 Task Force Brigade and 174 Battalion in Mubi.
Five African countries have agreed to set up a joint military force led by Nigeria to fight the Islamist militant group Boko Haram.
The leaders reached the deal at a summit hosted by Nigeria's new president Muhammadu Buhari, who made tackling it a key campaign pledge.
Most of the troops will be from Nigeria with Chad, Cameroon, Niger and Benin also contributing.
Thousands of people have been killed and hundreds kidnapped by the group.
The decision that the force should be led by a Nigerian commander came after Mr Buhari rejected calls for leadership to rotate between the countries.
But the leaders agreed the force would be based in the Chadian capital, N'djamena, rather than Baga in northeast Nigeria.
Read more: Boko Haram crisis: Nigeria to lead regional force
Boko Haram, the radical Islamic sect that controls parts of Nigeria,
became the largest affiliate of the Islamic State in March, after months
of strengthening its media presence and courting the jihadist group.
Before the Islamic State
Boko Haram's few early videos were of low quality and were disseminated haphazardly. They featured the erratic behavior of the group's leader, Abubakar Shekau, and were so badly edited that at least one rival jihadist group used a clip from a Boko Haram video to mock Mr. Shekau.
After the Islamic State announced its goal to build a caliphate, Mr. Shekau actively expressed support for Islamic State leadership. In July 2014, Boko Haram began adding the Islamic State's flag and signature Islamic chant to its videos.A month later, Mr. Shekau described territory Boko Haram had recently seized as a dawla, or a state, of Islam. Jacob Zenn, an analyst at The Jamestown Foundation, says this phrase was a clear reference to the Islamic State, which is also known as ISIS.
Read more: How Boko Haram Courted and Joined the Islamic State
NATIONAL chairman of the All Progressives Congress (APC), Chief John Odigie-Oyegun, has said the Boko Haram insurgents will be in for surprises, for daring the resolve of President Muhammadu Buhari to end the insurgency.
He said this while fielding questions from State House correspondents, after the party's National Working Committee (NWC) visited the president, in Abuja, on Tuesday.
Oyegun said it was obvious that the insurgents were daring the president's resolve.
"We spoke about security all throughout the campaign. It is obvious that the insurgents, as you call them, are trying his resolve and I have a feeling that they will be in for surprises," he said.
According to Oyegun, officials of the party visited Buhari to pay their respect and pledge support for his administration.
The chairman said the president briefed the party officials on some topical national issues and they were pleased.
Read more: For daring Buhari, Boko Haram in for surprises —Oyegun
GUBIO, Nigeria (Reuters) - Boko Haram militants have killed at least 43 people in a five-hour assault on the town of Gubio in northeastern Nigeria's Borno state, witnesses said on Tuesday.
Thousands of people have been killed and several million displaced in a six-year Boko Haram insurgency that once saw the group control an area the size of Belgium in the northeast of Africa's biggest oil producer. But the Islamist insurgents have since lost most of their gains to military counter-offensives.
The latest attack, which a military source said involved a convoy of around 50 Boko Haram members storming Gubio, lasted for around five hours on Saturday afternoon and ended about 9.30 p.m., local resident Malam Yusuf Mohammed said.
Read more: Boko Haram Kill At Least 43 in Nigeria's Borno State: Witnesses
According to the latest unconfirmed reports Abubakar Shekau, Boko Haram leader (or his impostor), has been captured.
Several news media have provided the information, which was initially published on News Rescue. Based on the available data, Nigerian number one terrorist was nabbed by the Nigerien troops at Abadam, Borno state, and taken across the border to Bosso, Niger Republic.
The official sources, including the Defence Headquarters, have been silent on the matter so far.
It is worth noting that Shekau was claimed to have been killed several times by the Nigerian military. However, even despite the claims about the terrorist's death, "Shekau" kept reappearing in the Boko Haram videos. Following which it was alleged that the sect head has many impersonators.
Borno State Governor Kassim Shettima has said there is the likelihood that the over 200 female students of the Government Secondary School, Chibok abducted by the Boko Haram fighters on April 14, 2014 may be held in bunkers in Sambisa Forest.
He therefore called on the military to go after the Boko Haram Islamic insurgents and liberate the girls.
Shettima claimed that the insurgents had killed over 300,000 people in the North-East, with his state recording 70,000 out of the figure.
He said that the 13,000 figure being reported in the media as the number of lives lost to insurgency in the North-East was therefore a far cry.
The governor spoke on Tuesday evening while presenting a paper entitled, "Holistic approach for the reconstruction and rehabilitation of the North-East ravaged by terrorism and insurgency: The national and international policy options/perspectives," in Abuja.


text:
|Reviews for Teen Titans: Interlude with Hormones
| Darth Cruel chapter 5 . 11/22/2005
LOL! Man that was so funny, you so have to keep writing this. The Trigon and Best Boy's parts were the best. Can't wait for the pairings to come together, keep up the good work.
| Missing a Member chapter 5 . 11/14/2005
omg this story is SO perverted. o well. ive seen worse. *cough**cough* yuri *cough**cough*
| xObaby05Ox chapter 1 . 10/15/2005
lmao. great story.
tears of JOY
and laughter
| minorians chapter 5 . 10/15/2005
Lol thats funny
| phantom 009 chapter 5 . 10/14/2005
can you make another chapter I've waited for 6 weeks already can you hurry up
| Aime Atem Itsumo chapter 5 . 10/13/2005
this story is frickin hilarious! i laughed so hard, i love it! awesome job, can't wait to see what happens next! yay for the exclamation marks!
| Crazy Coww Lady chapter 3 . 10/12/2005
OOC... Completely hilarious though!
| Purple Lurker chapter 5 . 10/3/2005
Dude...This is awesome! Though oddly my friend did not react much when I told her about Cyborg and the computer...I have decided to just NOT think about her theories. Are you aware that it is OCTOBER? You must update! For I am twitching with the need to read more.
| Purple Lurker chapter 4 . 10/3/2005
Christian infant...innocent blood. This fic ROCKS!
| Procrastinater chapter 5 . 9/27/2005
soo funny. But still..I'm perverted and would prefer a raven and starfire coupling. XP
| Procrastinater chapter 2 . 9/26/2005
great so far. really funny, and I love the couples. Although, I would prefer raven and starfire XP
| animidiot chapter 1 . 9/26/2005
NICE! I especially love the ending. It seems so in character._
| NightRobin chapter 5 . 9/21/2005
::clears AHJHHAHHAHAHAHHAHAHHAHAHAHA! this is so hilarious i will now laugh hsterically some more. HAHAHAHHAHAHA!
| Slytherin's Silver Dragon chapter 5 . 9/14/2005
I like, funny and riveting at the same time. Can't wait for the next chapter
| The Mad shoe chapter 5 . 8/30/2005
Finally you updated it!
This fic just rocks so heavy it hurts! Please put up some more chapters soon!


text:
: [Tutorial]
Pokémon 4th Gen Mapping (Still in the works, Importing is not done yet)
View Single Post
December 26th, 2012 (05:46 AM).
Team Fail
Dragon at heart
Platinum Tier
Join Date: May 2009
Age: 20
Gender: Male
Nature: Brave
Posts: 10,267
Quote originally posted by
Is the importing section near completion? I'm having a bit of trouble.
I'm not sure what specific question to ask, but I'm having problems with the end result. When I create the final .nsbmd it seems to be a little bit off of where it should be axiswise and the tilesets don't appear like they once did on that particular edit
Some notes on it:
When I run NNS_Batch_Export_Maya70 it produced an error stating: "Error: n3be file is not specified." However I do see "NINTENDO NITRO system" in Maya and can export as .imd with it. Occasionally it gives a file length error as well.
I'm using Maya 7.0.1 for the conversion from .obj to .imd
I'm not moving any maps when loaded in Google Sketchup or Maya (as an attempt to keep it aligned within the axis)
Altered previews tiles (Tileset 2 normally displayed the town fine; now it shows flower bushes on the preview and a glitchy floor)
There is a black floor when the ROM is loaded, movement permissions not aligned with the map (or so it'd seem since I cannot approach the water in New Bark Town, as if there was a 4x4 obstacle)
edit: I apologize if I am asking in the wrong place.
View original post
I'm still working on it, as I've gotten the model to import, but it's textureless. I've been told why, so I still have to check it out and investigate. As well, I'm not using 7.0 myself, so I'm not sure what the errors are about. As for the off-centeredness, I'll have to see what could be causing that, and movement permissions would have to be modified to cause that, so check your movement permissions.
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Discover a selection of top forums spiritual gifted on the internet. Come to share your passion on forums spiritual gifted and meet other fans of spiritual gifted. Then, why don't you create your own forum of spiritual gifted ?
It's twenty years in the future. A school has been established for those with supernatural powers. Strange people in black have been showing up lately, though. There's something wrong here.
academy, beata, #gifted, magic, roleplay, superpowers, supernatural, powers, abilities, school, highschool
Free forum :
#spiritual, awareness, place, wishing, explore, share, knowing, matters, material, universe


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Roland's new Eurorack ready Synth
Part 2 with our chats with the masters of Eurorack
We take a look at a lovely pair
One for the acid heads!
Copyright Sonic State Ltd © 1995-2015. All rights reserved.
Reproduction in whole or in part in any form or medium without express written permission from Sonic State is prohibited.


text:
On the home page I have replaced the posts area with a table. I want to change the lay-out of the table with text align to the left, centering the table and no border.
I tried to do this by:
- entering the lay-out in HTML on the index.php page
- modidying the #column-content in style.php
Please find the website http://www.toyota-store.nl.
I also have an issue when creating a list on other pages. A grey line appeard on top of the list. I also tried to modify this in style.php.
Please find the folliowing page: