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Media conference set for 2:30 p.m.
UPDATED 1:22 PM CST Feb 07, 2013
Mayor Mitch Landrieu and New Orleans Police Superintendent Ronal Serpas will hold a media conference to update the progress made in the investigation of the Garden District sexual assault case.
The conference will be at 2:30 p.m. in front of Police Headquarters.
Police said an aggravated rape and carjacking were reported on Monday night. The victim told officers she was attacked by two men with a handgun about 6:45 p.m. in the 1200 block of Eighth Street.
Copyright 2013 by WDSU.com All rights reserved. This material may not be published, broadcast, rewritten or redistributed.


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Motorcyclist Killed in Crash on Scott Lake Road in Lakeland
Published: Monday, February 4, 2013 at 4:49 p.m.
Last Modified: Monday, February 4, 2013 at 10:51 p.m.
A 48-year-old motorcyclist was killed Sunday in South Lakeland.
William C. Brancke, who received a severe head injury, was pronounced dead at Lakeland Regional Medical Center, according to the Polk County Sheriff's Office.
The crash occurred about 7 p.m. as Brancke drove his motorcycle south on Scott Lake Road near the Fitzgerald Road intersection. Deputies said Brancke lost control of his 2005 Harley Davidson motorcycle in a left curve. His bike traveled over a curb and down a sidewalk, where it struck a metal fence.
Brancke was not wearing a helmet, , deputies said.
Reader comments posted to this article may be published in our print edition. All rights reserved. This copyrighted material may not be re-published without permission. Links are encouraged.

subset: commoncrawl


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Archive for the 'Asia' Category
Harry E. Groves papers, 1929-1999.
October 12, 2009 Comments off
Creator: Groves, Harry E.
Collection number: 4975
View finding aid.
Abstract: Harry E. Groves (1921- ), Colorado-born African-American lawyer and professor of law, with special interests in constitutional law, particularly of newly formed nations. He served Read more…
Categories: 20th century, Africa, Asia, Colorado, Education, Family, Law, Military, North Carolina, Ohio, Race Relations, State, Texas


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Let's take a look at the current status in Syria today; after more than 1,500 people were killed in the recent chemical weapons attack, the number of refugees are increasing day after day. It is reported by the United Nations that 5,000 Syrian are leaving their country every day. Especially after the intervention decision in Syria was taken, it is said that 1,000,000 people left the country in less than a week. Again as stated by United Nations; Iraq 168,000, Egypt 110,Jordan 515,000, Lebanon 716,000 and Turkey have welcomed 460,000 Syrian refugees.
The UNHCR Special Envoy, world-famous actress Angelina Jolie, expressing her concern about the increasing number of Syrian refugees, said "If the situation continues to deteriorate at this rate, the number of refugees will only grow, and some neighboring countries could be brought to the point of collapse". If we look seriously at the situation the world is in along with recent experiences, economic crises, statistical data and many similar factors, Angelina Jolie may seem right; but if we evaluate the facts by looking at the bigger picture I believe that our Syrian brothers will come with their blessings.
Under these circumstances, the best and the most rational attitude will be the evacuation of the citizens of Syria immediately.
I have some words to say to the countries who refuse the request of our Syrian brothers to take refuge and closed the doors; although being a member of the European Union, even Sweden has announced that they will welcome 8,000 refugees together with their families, and that the other countries must have a conscience.
Turkey has displayed exemplary behavior by welcoming Syrian refugees and helping them. This is exactly what was expected from Turkey, as being a model for the Middle East and a leading country.
We all know that, at the time of our Prophet (saas), due to the torments of the deniers in Mecca, Muslims emigrated to Medina by leaving everything behind, under very hard conditions, and were welcomed by the Muslims living there in the best way.
Because the Syrian refugees are essentially stateless, , they are like our Muhajir brothers, who are spoken of in the Qur'an. Our attitude must be the same as the ones who welcomed them in the best way and gave them aid. We must see Syrian refugees as a sign from Allah, and welcome them.
We must behave in an unconditionally welcoming manner to make them comfortable and show kindness to them.
Muslims are brothers of each other and Allah would provide rooms and plenty to those who makes room for their brothers.
Remember how Ensar took care of their Muslim brothers comfort, even when they were in need, always put the Muhajirs first and helped them, shared what they had with pleasure; we now must show the same sincerity to our Syrian brothers and sisters.
We must not complain but rather welcome them happily and let them know that here, they are safe and they will be treated as our honored guest, and not viewed as a burden. Allah commands us to nothing less.2013-10-24 21:46:15


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Enter your stay dates and any discounts you qualify for to see Avon, MA rates found only on HotelPlanner!
Find hotels & motels in Avon using the list below. Search for the cheapest discounted hotel and motel rates in or near Avon, MA for your upcoming personal or group travel. We list the best Avon, Massachusetts hotel and motel rooms. Browse the Avon area hotels to find the perfect lodging! Please use the provided map of the Avon hotels.
The Avon center is around 5 miles south of Boston's Children's Museum and 7 miles southeast of Norwood Memorial Airport.
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rogerfederer.com - Roger to play his third final this year
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Roger to play his third final this year
Roger defeated Russia's Mikhail Youzhny 6-2 6-3 to reach the final of the Dubai Open. Roger will now either meet second-seeded Spaniard Rafael Nadal or unseeded German Rainer Schüttler in Saturday's final.
Although the score suggests it was a straightforward match for the Swiss top seed, a strangely inconsistent performance from Roger in the first set meant he fell behind in his first four service games. He had to fight off four break points in the opening game and although he broke to lead 2-0 when Youzhny netted a weak backhand, Roger faced another three break points in the next game. He also fell behind 0-30 in his remaining two service games of the set but often followed up by playing sublime tennis to pull himself out of trouble.
After holding off an eighth break point when leading 4-2, Roger broke again for the set when Youzhny made a forehand error. The second set was more comfortable for Roger as he raised his game and often ended rallies by changing the pace and forcing errors from his opponent. The outcome of the set still hinged on just one break of serve. That came in the seven-deuce second game after Youzhny failed to win any of five game points and then double-faulted on break point.
"Overall, I played well in the match," Roger commented. "I'm very happy, I just tried to win it."
Good Luck, Health and Happiness !
kokumbur =)
As ever I wish you my best!
I love
i hope you will win it like you always do.Just play with ur full spirt and you will win
Now beat Nadal in the Final, I know you are going to shine all your powerful game.
GO ROGER, Keep up!!
Much love,
Joreen :-D
Show spaniard that you are world NO.1
Whe never forget rolland-garros semi final last year
finish him


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The Citadel is an archive of information for George R.R. Martin's A Song of Ice and Fire.
New to the series? Read our spoiler-free review of A Game of Thrones.
Read our Privacy Policy.
It seems likely that Mormont was not a skinchanger consciously. However, his affinity with his raven, and the raven's precocious vocabulary, suggests that he may have had at least some of the talent. The raven's key role in the election of Jon Snow, in particular, is striking (III: 897) in how the raven seems almost preternaturally capable of moving the Watch to vote for Jon. Obviously, someone else must have placed him in the kettle, but his calling out, "Snow" and perching on Jon's shoulder are either remarkable coincidences or an indication that some spark of Lord Mormont lives on in the raven.
The Westeros network consists of several different sites, including a forum and a wiki, for all your A Song of Ice and Fire needs.


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Have an ALADIN ID? Go to ALADIN Login
Register an account to subscribe to collections for email updates, and submit new items to DSpace.
Click here to register.
The Washington Research Library Consortium (WRLC) provides a shared digital institutional repository for its member institutions, known collectively as the ALADIN Research Commons.
This resource is intended to serve both as a mechanism for publishing - in digital form - the scholarly output of each school's academic community, and as an open and shared ALADIN resource that supports research and continued scholarship.
Currently, the WRLC has selected DSpace (1.8.2) as the underlying digital repository system to meet WRLC and member institutions electronic publishing, scholarly access, and digital preservation needs.


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MARTINEZ -- A Pittsburg man is facing a sentence of up to 98 years to life in prison after being convicted of raping his ex-girlfriend in her Concord home on her birthday earlier this year.
A Contra Costa jury deliberated for about two days before finding 31-year-old Cornelius McClendon guilty Tuesday of two counts of rape, and one count each of forced oral copulation and domestic violence assault. The jury acquitted McClendon, who acted as his own attorney, of attempted murder and dissuading a witness.
McClendon argued that he was innocent of all the charges.
"I did not rape my ex-girlfriend. I did not try to kill her," McClendon said in his closing argument.
"It's irritating and painful to be accused of this," he said. "I never thought it would get this far."
McClendon went to the victim's home uninvited on the eve of her 36th birthday and passed out drunk on her couch. The next morning, June 3, 2012, McClendon "flipped out," accusing his ex-girlfriend of having a new boyfriend as she was trying to kick him out of her residence, deputy district attorney Ryan Wagner said.
During the argument, McClendon choked the woman into unconsciousness, Wagner said. When she awoke, McClendon bound her hands with a computer cord, stuffed a T-shirt in her mouth, and sexually assaulted her.
Later that day, the victim went to a hospital and reported the attack. Wagner said her injuries were consistent with her account of what occurred.
McClendon and the woman had a history of domestic violence before the incident, according to the prosecutor.
McClendon is scheduled to be sentenced Jan. 4.
Contact Malaika Fraley at 925-234-1684. Follow her at Twitter.com/malaikafraley.


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When Deena Christy decided to become a personal trainer, she first figured she'd get the training online.She paid the fee, did some of the course work, and then just stopped."I paid $500 for a class I never completed," Christy said.She is a former teacher and longtime landscaping business owner who decided to make a career change just a few months shy of her 62nd birthday. She is fit, with strawberry-blond hair and a direct, no-nonsense attitude that should serve her well when she starts working with aging baby boomers and overweight children."So I came here to Colorado to take this course, because I need to be immersed in this to succeed at my goal," Christy said.Read more: http://www.denverpost.com/lifestyles/ci_22981583/finding-personal-trainer-can-be-confusing-search-sea
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April 15, 2013
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Where to Look Online and Off for Angel Investors
JOANNE WILSON: If you are looking to get angel funding, there are many places to look. AngelList does a great job of posting information about startups, investors and talent. It is also a good place to do research on what other investors have funded and to educate yourself on competitors in your space.
The other way is to spend time reviewing all the media coverage in the tech space. When companies get funded, there is usually some PR buzz. More than likely, they also write about the angels who funded the company and then you can figure out how to contact them directly.
See what other startup mentors have to say about finding angel investors.
I write a blog that sometimes covers investments I have made, or companies that I am looking at. Many entrepreneurs contact me to look at their deck, get some advice and ask if I would be interested in investing in their company.
I understand how difficult it is not only to find funding, but also to find the right people to fund your business. It is important to get people who are excited about what you have created and who will provide value to the growth of the organization.
If you spend enough time at places like General Assembly or NY Tech Meetups, eventually you will learn who the angels in the community are, start to hear who are the angels in the community and who should I be reaching out to. It doesn't hurt to have someone make an introduction to those angels, but sending a thoughtful email is sometimes all you need.
Which types of angels shold you seek out? Think about your product. Look for angels in the vertical you are sitting in. They will get it and will be more engaged. Even if they dont invest, chances are you will learn something from them.
(Read more from Joanne Wilson.)


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Bandwidth Hog Netflix to Help Cablevision Manage Network Demands
Netflix knows its video streaming service hogs a lot of bandwidth. Tuesday it announced its first deal with a major U.S. cable operator Cablevision Systems, to ease the burden.
The Los Gatos, Calif. Company said that it will provide Cablevision with servers directly in the cable operator's network to store and manage Netflix's movie and TV content, a deal that promises an enhanced video streaming experience for Cablevision subscribers. Netflix also said that it has struck similar partnerships with other smaller Internet service providers domestically and some abroad. The announcement was made at the Consumer Electronics Show in Las Vegas.
It's part of Netflix's effort to get providers to use its content delivery network called OpenConnect, which it introduced last summer. The arrangements essentially localize Netflix's video content in a provider's network and helps manage traffic in a way that's beneficial for both the provider and Netflix.
Netflix says such arrangements could lead to network efficiencies for a cable operator like Cablevision, which could correspond to a "reduction in capital and operational expense" for participating operators, according to its website. It's unclear how much Netflix is spending on the hardware and software for these arrangements, but it's free of charge for Internet service providers who want it, the company said.
Demands on broadband networks from consumers streaming Netflix videos is likely to become a growing issue for broadband operators: Netflix says it accounts for more than 30% of peak traffic on U.S. Internet providers' networks.
Netflix's willingness to invest in infrastructure to help operators deliver better-quality streams of its video marks a twist to the historic dynamic between entertainment companies and distributors. In the pay TV ecosystem, cable, phone and satellite companies pay billions of dollars to entertainment companies for the right to carry their programming. The distributors handle the capital costs of upgrading their network infrastructure on their own to make sure their subscribers get good quality TV delivery.
Netflix is edging toward a different kind of model. It's investing in local servers in Internet service providers' networks to ensure quality delivery of its own video content. The result is that Netflix streams will likely appear better to the subscribers of operators like Cablevision who participate in OpenConnect.
"With OpenConnect, we are establishing a direct local connection with Netflix that delivers a higher-quality Netflix viewing experience for Optimum customers," said Jim Dolan, Chief Executive of Cablevision, in a statement.
Netflix also said it's making some titles available in Super HD and 3D format only available to subscribers of those providers who are using OpenConnect. It says that's because Super HD and 3D video is more challenging to deliver than its other video formats.


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Product Description
There's a certain level of expectation that comes with the Howard Miller name. And then there's the steady stream of surprises that make you stop in your tracks and take a second look. From tradition to hot trends and floor clocks to wine furniture, you'll find even more than you expected at Howard Miller.
Features of the Howard Miller Ithaca Bar Stool:
This swivel bar stool matches the 693-000 Ithaca bar and offers a brown leather seat with metal support springs, and antique brass finished foot rest.
Seat height is 30".
Lightly distressed finish in Hampton Cherry on select hardwoods and veneers.
Size of the Howard Miller Ithaca Bar Stool:H. 44" (112 cm) W. 20" (51 cm) D. 24-1/4" (62 cm)
Please allow 3-4 weeks for delivery of the Howard Miller Ithaca Bar Stool.
Product specifications are subject to change without notice. Actual finishes may vary from product photography shown on this web site.


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Environment/Energy · Featured · Science
New Tesla Fires, Old Volt Ones Explained, Not Absolved
Tesla's once-Teflon Elon Musk has another lithium ion battery fire to explain. Two Model S fires in less than a month have knocked Musk down to earth, while Tesla's stock has been brought back into this planet's atmosphere. Despite the Volt findings and the Tesla causes, all is not right in the electric transportation sector and taxpayers ought not to be forced into financing the speculation.


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The Katy Cruisers 12U Select/Travel team is looking to round out our spring roster. We carry no more than 11 players at any time, in order to allow each girl to develop their own unique talents and ensure ample playing time for each girl.
All tryout information will be kept confidential.
All positions are open. Pitchers and Catchers included.
We will be competing in approx. 2-3 tournaments a month.
Tryout Dates: January 12th from 2pm to 4pm
January 19th from 2pm to 4pm
Tryout Location: KGSA – Paul D. Rushing Park
9114 Katy Hockley Rd
Katy, TX 77493
For more information or to arrange a private tryout please email email@example.com or contact:
Coach Chris Orosco - (713) 859-3540
Coach Kevin McConnell - (281) 788-3173
ACTIVE is the leader in online event registrations from 5k running races and marathons to softball leagues and local events. ACTIVE also makes it easy to learn and prepare for all the things you love to do with expert resources, training plans and fitness calculators.


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I have been using ps3ms for couple of months now (works great except for audio sync in some situations!).
So far I have started it only directly. When I start it as a windows service it does not show up on XMB (and ps3 is not found on the status tab). I am using a wired 100mb connection. SSDP is running.
Can someone please give me a clue on what could be going wrong? I tried attaching the debug logs for direct and service startup but got a message that uploading a .log is not allowed.


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»For Students
» Non-Discrimination and Non-Harassment Policy
It is the policy of Elmhurst College (the College) to afford equal opportunity to and not discriminate against students, employees and applicants regardless of race, color, national origin, religion, sex, gender identity and gender expression, sexual orientation, age, disability, citizenship, veteran status, pregnancy, marital status or other protected status as those terms are defined by applicable federal, state and local law.
The College believes that all employees and students should be able to work and learn in an educational environment free from discrimination and harassment. Harassment includes unwelcome conduct, whether verbal, physical, written or graphic, that is based on protected status such as race, color, national origin, religion, sex, gender identity and gender expression, sexual orientation, age, disability, citizenship, veteran's status, pregnancy, marital status or other protected status.
The College does not discriminate and will not tolerate discrimination against any member of its community that is based on protected status. Nor will it tolerate harassing conduct that affects tangible job or educational benefits or that interferes unreasonably with an individual's work or academic performance or that creates an intimidating, hostile or offensive working, educational or learning environment. Such conduct shall be considered discriminatory harassment and is specifically prohibited by this policy.
The College is committed to addressing sexual assault, sexual violence, and other sexual misconduct, which are types of sexual harassment and are specifically prohibited by this policy. Domestic violence, dating violence, sexual exploitation, stalking, retaliation, and intimidation are also prohibited by this policy.
This policy applies to all College employees, students, vendors and affiliated persons, regardless of sexual orientation or gender identity and gender expression, and regardless of whether the alleged violations occurred on- or off-campus. Any employee, student, vendor or affiliated person who engages in prohibited discrimination or harassment will be subject to disciplinary action up to and including permanent exclusion from the College or termination in the case of employees.
Examples of conduct that may violate this policy are:
Conduct of this sort is prohibited by this policy without regard to whether the conduct would violate applicable law.
Retaliation and Intimidation
Retaliation is a very serious violation of this policy and should be reported immediately to any of the persons listed in this policy. Retaliation exists when action is taken against a complainant or participant in the complaint process that (i) adversely affects the individual's opportunity to benefit from the College's programs or activities; and (ii) is motivated in whole or in part by the individual's participation in the complaint process. Retaliation against any individual for reporting discrimination or harassment will not be tolerated and will be treated as a separate and independent violation of this policy. Intimidation of any individual undertaken to prevent reporting of violations or cooperating with investigations is also prohibited under this policy. Each alleged or suspected violation will be investigated using the procedure set forth above. Individuals who are not themselves complainants, but who assist in a discrimination or harassment investigation, are also protected from retaliation and intimidation under this policy.
The sections that follow include additional information regarding the College's (a) prohibition against sex discrimination (including sexual harassment, sexual assault, sexual violence and other sexual misconduct), (b) policy regarding consensual amorous relationships, (c) prohibition against disability discrimination and (d) reporting, investigation and grievance procedures.
a. Prohibition Against Sex Discrimination (including Sexual Harassment, Sexual Assault, Sexual Violence and Other Sexual Misconduct) and Other Interpersonal Misconduct
This section supplements the general policy statement set forth above and includes information that addresses the requirements of Title IX of the Education Amendments of 1972 ("Title IX").
Title IX and Title IX Coordinator
Title IX is a federal law that prohibits sex discrimination in federally funded education programs and activities. Title IX states as follows:
"No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of or be subjected to discrimination under any education program or activity receiving federal financial assistance."
Discrimination on the basis of sex (i.e., sex discrimination) includes sexual harassment, sexual assault and sexual violence. As noted above, it is the policy of the College to provide an educational environment free of all forms of sex discrimination, including but not limited to unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct or communications constituting sexual harassment, as defined in this policy and as otherwise prohibited by state and federal statutes. Sexual harassment, including acts of sexual assault and sexual violence, is a form of sex discrimination and is prohibited at the school. This prohibition against discrimination on the basis of sex applies to all students, faculty and staff, to other members of the College community, and to contractors, consultants and vendors doing business or providing services to the school.
The Title IX Coordinator is responsible for implementing and monitoring Title IX compliance on behalf of Elmhurst College. This includes coordination of training, education, communications and administration of the complaint and grievance procedures for the handling of suspected or alleged violations of this policy. Any inquiries regarding Title IX or the College's Prohibition Against Sex Discrimination should be directed to the College's Title IX Coordinator. The College's Title IX Coordinator will be available to meet with or talk to students regarding issues relating to Title IX and the College's Prohibition Against Sex Discrimination.
The Title IX Coordinator for the College is:
Eileen Sullivan, PhD
Dean of Students
Frick Center, Elmhurst College
190 Prospect Avenue
Elmhurst, IL 60126
(630) 617-3187
If you have a concern that your rights are being violated (whether student, faculty or staff), you should follow the College's existing guidelines as described in the E-Book (for students), Faculty Manual (for faculty) or the Employee Handbook (for all employees of the College). If you are not sure who to go to or believe you have a complaint that falls under Title IX, you may reach out directly to the Title IX Coordinator. If the complaint relates to the Title IX Coordinator, you may contact the Vice President for Finance & Administration. In addition to contacting the Title IX Coordinator or Vice President for Finance & Administration, in instances of alleged or suspected sexual assault, sexual violence, dating violence, domestic violence, stalking or other potentially criminal conduct, you may contact Campus Security at (630) 617-3000 or the local police by calling 911. Additional information and resources regarding these issues is available on the Campus Security website.
Sexual Harassment
Sexual harassment deserves special mention. Sexual harassment, which includes sexual assault and sexual violence, is a type of sex discrimination prohibited by Title IX that may take many forms. Sexual harassment includes unwelcome sexual advances, requests for sexual favors and/or other physical, verbal or visual conduct based on sex when:
In determining whether a hostile environment based on sex exists in the educational setting, the College will consider whether there was harassing conduct based on sex that was sufficiently serious—that is, sufficiently severe or pervasive—to deny or limit a student's ability to participate in or benefit from the College's program.
With regard to students, this policy is intended to prohibit sex discrimination or sexual harassment as a basis for determination on issues including: (1) admissions; (2) educational performance required or expected of a student; (3) attendance or assignment requirements; (4) to what courses, fields of study or programs the student will be admitted; (5) what placement or proficiency requirements are applicable; (6) the quality of instruction; (7) tuition or fee requirements; (8) scholarship opportunities; (9) co-curricular programs and activities in which the student will participate; (10) any grade the student will receive; (11) the progress of the student toward completion of a program; (12) what degree, if any, the student will receive.
The following is a partial list of unwelcome conduct of a sexual nature, which will generally be considered sexual harassment:
Sexual Assault, Sexual Violence and Other Sexual Misconduct
"Sexual assault" and "sexual violence" are particular types of sexual harassment that include physical sexual acts perpetrated against a person's will or where a person is incapable of giving consent due to the victim's use of drugs or alcohol. Sexual assault and sexual violence include, but are not necessarily limited to, inappropriate touching, sexual intercourse of any kind without consent, rape and attempted rape.
"Sexual misconduct" encompasses a range of behavior that can include, but is not necessarily limited to, sexual assault (which includes both non-consensual sexual intercourse and non-consensual sexual contact), sexual violence, domestic violence, dating violence, stalking, sexual exploitation (e.g., non-consensual recording of sexual activity) and any other conduct of a sexual nature that has the purpose or effect of threatening or intimidating the person against whom such conduct is directed or that goes beyond the boundaries of consent.
Sexual activity requires "consent," which is defined as clear, unambiguous, voluntary, positive agreement between the participants, to engage in specific sexual activity.
Consent Under Illinois Law
Members of the College community should note that the State of Illinois defines "sexual conduct" in very broad terms:
"'Sexual conduct' means any knowing touching or fondling by the victim or the accused, either directly or through clothing, of the sex organs, anus or breast of the victim or the accused or any part of the body of a child under 13 years of age or any transfer or transmission of semen by the accused upon any part of the clothed or unclothed body of the victim, for the purpose of sexual gratification or arousal of the victim or the accused."
This definition extends far beyond the typical understanding of the term "rape."
The voluntary and knowing consent of all parties to any sexual conduct is crucial. College policy and Illinois law both recognize that sexual assault is not a gender-specific crime. According to the State of Illinois, criminal sexual assault may take the form of any of the following:
Illinois law also identifies the category of criminal "sexual abuse," which involves any sexual contact without consent as described for criminal sexual assault. The key aspect under Illinois law is that sexual penetration is not required in order to violate the law. Any sexual contact without consent or in which the victim is unable to consent or revokes consent, can constitute a crime in Illinois.
The Clery Act requires that all sex offenses, to include sexual assaults, be made known to the campus community through the Annual Crime Report published each year by October 1. Under the Violence Against Women Act, crimes of domestic violence, dating violence and stalking must also be reported in the Annual Crime Report. Beginning in 1996, the Illinois Campus Security Act also requires public institutions of higher education to establish a community sexual assault task force. As a private institution, Elmhurst College is not obligated by this law, but has initiated and participates in an Elmhurst-area Sexual Assault Task Force. This group comprises local community and campus service providers and law enforcement members. It coordinates educational efforts to prevent sexual assault and works to ensure a coordinated response to incidents of sexual assault on campus. The College may also investigate alleged violations of this policy received from individuals outside the institution regarding individuals within the College, regardless of the location of the alleged offense. Any student who engages in sexual misconduct should be aware that his or her behavior may be considered criminal under Illinois law and could result in criminal prosecution, as well as disciplinary action by the College.
Other Interpersonal Misconduct: Dating Violence, Domestic Violence, and Stalking
Dating violence, domestic violence, and stalking, as those terms are defined below, are also prohibited by this policy.
The term "dating violence" means violence committed by a person—
The term "domestic violence" includes felony or misdemeanor crimes of violence committed by—
The term "stalking" means engaging in a course of conduct directed at a specific person that would cause a reasonable person to—
(A) fear for his or her safety or the safety of others; or
(B) suffer substantial emotional distress.
Domestic Abuse and Domestic Violence Under Illinois Law
"Domestic abuse" is also a crime under Illinois law. Any person who hits, chokes, kicks, threatens, harasses or interferes with the personal liberty of another person has engaged in prohibited domestic abuse. In Illinois, it is also a crime to prevent someone from calling 911 by interfering with the call or blocking access to the phone. Victims of domestic violence have the right to be protected from further abuse, neglect and exploitation and may press criminal charges against the abuser. According to the Illinois Domestic Violence Act, "Domestic violence is a learned pattern of behaviors used by one person in a relationship to control the other person. The partners may be married or not, gay or lesbian, living together, separated or dating."
Domestic violence can be criminal and includes physical assault, sexual abuse and stalking. The violence takes many forms and can happen all the time or once in a while. If you are in an abusive situation, you are not to blame and are urged to seek help.
Under Illinois law, a person commits "stalking" when he or she knowingly engages in a course of conduct directed at a specific person, and he or she knows or should know that this course of conduct would cause a reasonable person to: (1) fear for his or her safety or the safety of a third person; or (2) suffer other emotional distress. A person also commits stalking when he or she, knowingly or without justification, on at least two separate occasions follows another person or places the person under surveillance, or any combination thereof, and: (1) at any time transmits a threat of immediate or future bodily harm, sexual assault, confinement or restraint and the threat is directed towards that person or a family member of that person; or (2) places that person in reasonable apprehension of immediate or future bodily harm, sexual assault, confinement or restraint to or of that person or a family member of that person. A person who has previously been convicted of stalking any person commits stalking if he or she without lawful justification on one occasion (1) follows that same person or places that same person under surveillance; and (2) transmits a threat of immediate or future bodily harm, sexual assault, confinement or restraint to that person or a family member of that person.
The following are resources for individuals who have experienced domestic abuse, domestic violence, dating violence, or stalking. Additional information may be found in the brochure available at the Campus Security office.
Campus Resources
Student Health Services
Niebuhr Hall
(630) 617-3565
Counseling Services
Niebuhr Hall
(630) 617-3565
Residence Life Staff "On Call"
Campus Security
(630) 617-3000
Student Affairs
Frick Center, Room 240
(630) 617-3187
Domestic Violence Resources
Family Shelter Service (24 hours a day)
(630) 469-5650
Illinois Coalition Against Domestic Violence
(217) 789-2830
Off-Campus Resources
DuPage Women Against Rape (DWAR)
24-hour emergency number:
(630) 971-3927
Non-emergency number:
(630) 790-6600
DuPage County State's Attorney Victim/Witness Coordinator
505 North County Farm Road
Wheaton, Illinois 60187
(630) 407-8008
Illinois Coalition Against Sexual Assault
Springfield, Illinois
(217) 753-4117
Anyone who is found by the College to have committed any form of sexual misconduct or other conduct prohibited by this policy, as those terms are defined by the College, is subject to discipline, up to and including termination or expulsion from the College, regardless of whether the accused person has been found criminally responsible for his or her actions.
b. Consensual Amorous Relationships
At the core of the College's mission is an implied responsibility of trust and ethical behavior in every relationship in which a College faculty member, staff member or administrator has a supervisory, evaluative or advisory relationship with a student or another faculty member, staff member or administrator. Conflicts of interest can arise in a consensual romantic and/or sexual relationship (i.e., "amorous relationship") because of the power differential that often exists between the parties to such relationships. Such relationships can present serious ethical concerns about issues such as validity and consent, sexual harassment and unfair treatment by others. As a result, such relationships can have a negative effect on the parties involved and the entire Elmhurst community. Although consensual amorous relationships do not necessarily constitute sexual harassment, such relationships may be problematic or even give rise to allegations of sexual harassment or other inappropriate conduct if: 1) a consensual relationship ends and one of the parties continues behavior that is unwelcome by the other party, and/or 2) a consensual relationship creates an unfair, hostile or intimidating learning or work environment.
Therefore, this policy places certain limitations and restrictions on consensual amorous relationships and imposes certain obligations on the party in such relationships who has the supervisory, evaluative or advisory authority. The College strongly discourages all employees from participating in consensual amorous relationships with students or other employees whenever a "professional relationship" (as defined below) between the parties exists. For purposes of this policy, "employee" includes all College faculty, staff and administrators. "Professional relationship" is a relationship that involves the exercise of supervisory, evaluative or advisory authority, including but not limited to teaching, grading, academic advising, mentoring, coaching, supervision, making decisions relating to employment or financial support or other oversight over campus business or activities.
1. No employee may have a professional relationship with a student with whom the employee is having or has recently concluded a consensual amorous relationship.
2. In addition, employees are strongly discouraged from engaging in consensual amorous relationships with other employees with whom they have a professional relationship.
If a consensual amorous relationship exists or has existed between an employee and a student or other employee with whom the employee also has a professional relationship, the employee in the supervisory, evaluative or advisory role must report the relationship to the Director of Human Resources, the Senior Vice President for Academic Affairs/Dean of the Faculty or the Vice President for Finance and Administration. The College will then determine what action is appropriate, including whether the duties giving rise to the reporting employee's professional relationship with the student or other employee will be reassigned. An employee's violation of this policy may lead to disciplinary action, up to and including termination of employment at the College.
Retaliation against any person who reports concerns about consensual amorous relationships is prohibited and constitutes a violation of this policy. Questions regarding this policy may be directed to the Director of Human Resources, the Senior Vice President for Academic Affairs/Dean of the Faculty or the Vice President for Finance and Administration.
c. Prohibition Against Disability Discrimination and Reasonable Accommodations Policy
As noted in the general Non-Discrimination/Non-Harassment Policy statement set forth above, the College does not discriminate against individuals on the basis of physical or mental disability. To ensure equal access to its programs and activities, the College is committed to providing reasonable accommodations, including appropriate auxiliary aids and services, academic adjustments (inside or outside the classroom) and/or modification to the College's policies and procedures, to qualified individuals with disabilities, unless providing such accommodations would result in an undue burden or fundamentally alter the nature of the relevant program or activity. The College's ADA/504 Coordinator is responsible for determining appropriate accommodations in conjunction with the student and other College representatives, as appropriate.
ADA/504 Disability Services Coordinator
Corinne Smith, Ed.D.
Learning Center, Frick Center, 229
Elmhurst College
190 Prospect Avenue
Elmhurst, IL 60126
Phone: (630) 617-6448
Fax: (630) 617-3387
Applicants for admission to the College or current students requesting an accommodation should do so in writing to the greatest extent possible. The College may also ask a student's health care provider to submit documentation regarding a student's condition, the impact the condition has on the student's ability to participate in the College's educational or other programs, and any suggested accommodations. The College may request only medical information that is relevant and reasonably necessary to determine whether an individual is disabled, the nature and extent of the disability and appropriate reasonable accommodations.
All completed forms and supporting documentation must be submitted to the ADA/504 Disability Services Coordinator. To enable the College to evaluate an individual's needs, engage in an interactive process with him or her, and provide appropriate reasonable accommodations in a timely fashion, the College requests that individuals complete and submit the required forms and supporting documentation as far in advance as possible before the first day of classes or as soon as practicable under the circumstances.
The College will make its determination on an individualized, case-by-case basis with input from the individual requesting accommodation, the College's ADA/504 Disability Services Coordinator, and faculty and administrators, as necessary. Except in unusual cases, the College will reach a determination regarding an individual's request for accommodation and notify the individual in writing of the determination within three (3) weeks of his or her properly submitted request. In the event that requested accommodations have been denied, the College's determination letter will inform the individual of the reason(s) and of his or her right to appeal the College's determination as set forth below. The ADA/504 Disability Services Coordinator will maintain a confidential file regarding all requests for accommodation containing the forms and supporting documentation submitted by the applicant or student, any relevant communications (including notes of oral communications) between the individual and the College, the determination letter from the College to the individual and the reason(s) for any denials. Any disagreements between an individual requesting accommodation and the ADA/504 Disability Services Coordinator regarding appropriate accommodations and/or any allegations of violations of this policy may be raised under the College's Investigation and Grievance Procedure set forth below.
d. Reporting, Investigation and Grievance Procedures
Reporting Procedure
Employees, customers, students, vendors and other persons affiliated with the College who believe they have experienced or have witnessed discrimination or harassment should immediately notify either the Title IX Coordinator or one of the following individuals: any employee's supervisor, the Director of Human Resources, the Dean of Students, the Vice President for Finance and Administration or the Senior Vice President for Academic Affairs/Dean of the Faculty.
In addition to contacting one of the College representatives listed above, in instances of alleged or suspected sexual assault, sexual violence, dating violence, domestic violence, stalking or other potentially criminal conduct, students are encouraged to contact Campus Security (either in person or by calling (630) 617-3000) or the local police (by calling 911). Campus Security can assist students who wish for assistance working through the criminal reporting process. Additional information and resources regarding these issues is available below and on the Campus Security website.
Please understand that any criminal or other investigation conducted by law enforcement authorities is separate from an investigation that the College conducts under this Policy and does not relieve the College of its obligations under Title IX or other applicable law. If law enforcement so requests, the College may decide to delay its investigation for a brief period of time, but will take any interim measures it deems necessary to address the issue before the investigation. If requested to provide information to law enforcement, the College will cooperate with such a request consistent with its privacy obligations under FERPA and other applicable laws.
The College strongly supports a student's interest in confidentiality in cases involving sexual violence. To the extent possible, the College will only disclose information regarding alleged incidents of sexual violence to individuals who are responsible for handling the College's response.
Elmhurst College also provides a variety of confidential resources for students who believe they have experienced a sexual assault or other sexual misconduct. The following sources of confidential assistance are not required to report any information regarding an incident of alleged sexual violence:
Campus Resources
Student Health Services
Niebuhr Hall
(630) 617-3565
Counseling Services
Niebuhr Hall
(630) 617-3565
Additional resources are identified below:
Domestic Violence Resources
Family Shelter Service (24 hours a day)
(630) 469-5650
Illinois Coalition Against Domestic Violence
(217) 789-2830
DuPage Women Against Rape (DWAR)
24-hour emergency number: (630) 971-3927
Non-emergency number: (630) 790-6600
DuPage County State's Attorney Victim/Witness Coordinator
505 North County Farm Road
Wheaton, Illinois 60187
(630) 407-8008
Illinois Coalition Against Sexual Assault
Springfield, Illinois
(217) 753-4117
All other College employees (other than those in Student Health Services and Counseling Services) who are aware of conduct that is prohibited by this Policy are deemed to be "responsible employees" and are required to report the conduct to the College's Title IX Coordinator (identified above) or to one of the following individuals: the Dean of Students, the Vice President for Finance and Administration or the Senior Vice President for Academic Affairs/Dean of the Faculty.
In the event that a student reporting an incident of sexual violence requests that the student's name not be disclosed to the alleged perpetrator, or that no investigation or disciplinary action be pursued, the Title IX Coordinator will evaluate whether the College can honor the request while still providing a safe and nondiscriminatory environment for all students. The College will consider in particular whether there are any circumstances that suggest that there is an increased risk of the alleged perpetrator committing additional acts of sexual violence or other violence (e.g., whether there have been other sexual violence complaints about the same alleged perpetrator).
If a victim's request for confidentiality limits the College's ability to investigate, the College will take appropriate steps to limit the effects of the alleged sexual misconduct and prevent its recurrence without initiating formal action against the alleged perpetrator or revealing the identity of the student complainant, such as providing increased monitoring, supervision or security at relevant locations, or providing training and educational materials to students and employees.
Regardless of the College's decision, the College will take appropriate interim or remedial measures to protect the safety of the victim and other members of the College community. In the event that the College determines that a request for confidentiality cannot be honored, the College will still limit its disclosure of information regarding the incident to the extent practicable.
In addition, to the extent the reported conduct constitutes a crime that the College is required to report under the Clery Act, the crime will be included in the statistics in the College's annual security report (ASR). The ASR does not include any identifying information. In addition, where it is determined that the incident may pose a serious, ongoing threat to members of the College community, the Cleary Act also requires the College to provide a timely warning so that members of the College community may protect themselves from harm. In the event a timely warning is deemed necessary, a mass email Crime Alert is sent to all students and employees on campus and is posted on the College's website. Crime alerts are also posted in the residence halls and various other buildings on campus, and are typically posted in the lobby/entrance area of the building(s) for seven days. Updates to the College community about any particular case resulting in a Crime Alert may be distributed via email.
Anyone who believes she or he has been a victim of sexual misconduct is encouraged to report the incident by following one of the procedures below and to seek medical care and follow-up counseling as soon as possible. Upon learning of any incident of sexual assault or other sexual misconduct, The Title IX Coordinator will contact the student and offer assistance.
Any victim has the option to report the crime to the Elmhurst Police Department (call 911 or the Office of Campus Security at 617-3000). The victim will be assisted by a member of the Campus Security staff in working through the criminal reporting process.
Instances of sexual misconduct where the alleged perpetrator is a student may be brought to the College's disciplinary system. (See Code of Conduct and Student Disciplinary Procedures). In general:
If a victim decides not to notify the Elmhurst Police Department, Office of Campus Security or to pursue College disciplinary procedures, the College encourages the individual to contact a campus or community resource to get support. Each student is entitled to confidential services, either on or off campus, whether or not criminal or campus judicial charges are pursued.
Campus and area resources include the following.
Information regarding resources for individuals who have experienced domestic abuse or domestic violence are also included above.
Investigation and Grievance Procedure
The College will promptly investigate any and all alleged and suspected violations of its Non-Discrimination and Non- Harassment Policy about which the College knows or reasonably should know, regardless of whether a complaint alleging a violation has been filed and regardless of where the conduct at issue occurred. All employees involved in the adjudication process are trained in the requirements of Title IX as well as College policies and procedures. The investigation will be completed within 60 days of the filing of a complaint or the date on which the College becomes aware of a suspected violation, unless the College determines in its discretion that more time is required to complete the investigation. Any pending criminal investigation or criminal proceeding may have some impact on the timing of the College's investigation, but the College will commence its own investigation as soon as is practicable under the circumstances. The College reserves the right to commence and/or complete its own investigation prior to the completion of any investigation or criminal proceeding. If any party believes anyone involved in the investigation or adjudication process has a conflict of interest, the party should notify the Title IX Coordinator. The Title IX Coordinator will appoint an uninterested designee to determine whether a conflict exists and, if so, appoint a different neutral investigator/adjudicator.
As a part of the investigation, the relevant official (or his or her designee) will seek to interview the complainant, the accused and any other witnesses, and to review any relevant documents. The College will take appropriate measures to preserve any evidence, and the parties are expected to do the same. All parties are expected to provide as much information as possible in connection with the investigation.
To the extent either party is offered any other opportunities to present information or participate in the investigation, the College will endeavor to afford the same or substantially similar opportunities to the other party. The complainant and the respondent will be afforded equal access to information, including updates on the status of the investigation if appropriate. The complainant and respondent will also have the right to be accompanied during an institutional disciplinary proceeding and any related meeting by an advisor of their choice whose participation will be limited to consulting privately with the party accompanied by the advisor. Such an advisor may speak privately to their advisee, but such an advisor may not present evidence, question witnesses, or otherwise participate directly in the hearing or related meeting.
For allegations that a student has violated this policy, following the investigation, the allegations will be adjudicated in accordance with the judicial process set forth in the E-Book, and the Dean of Students will reach a decision within the 60-day time period referenced above unless the College determines that additional time is required. Student appeals proceed as outlined in the E-Book.
For allegations that an employee (faculty or staff) has violated this policy, the following process will apply following the completion of the investigation, unless a different procedure is required under another applicable policy, procedure, handbook, or manual. The complainant and the person about whom the complaint is made will be notified of the outcome of the College's investigation (i.e., whether or not a violation occurred) within 7 days of the conclusion of the investigation. This written notice will be issued concurrently to the complaining and the accused parties. The complainant will also be notified of any sanctions imposed that directly affect him or her, e.g., removal of the respondent or a no-contact order. In determining whether a violation of this policy has occurred, the College will use a "preponderance of the evidence" standard (i.e., more likely than not).
Once a decision has been made, both the complainant and the accused have the right to appeal the outcome (including the issue of whether there is a policy violation and any sanctions imposed). Employee appeals must be submitted in writing to the President within 7 days of being notified of the outcome and must set forth the grounds upon which the appeal is based. An appeal is not a request for a new investigation at a higher level or because of dissatisfaction with the results of the investigation. An appeal must be based upon new evidence or proof of irregularities, error, unfairness, prejudice or other factors preventing the adjudicator from reaching a just decision. The parties will be notified of the President's decision within 14 days of the date by which all requested information is received, unless the President or his or her designee determines that additional time is required. Decisions made by the President are final.
Interim Measures
The College reserves the right to suspend any member of the College community suspected or accused of violating this Policy or to take any other interim measures the College deems appropriate, pending the outcome of an investigation or grievance. Such interim measures can include, but are not limited to, removing a student from campus housing, modifying course schedules and issuing a "no contact" order. In situations involving suspected or alleged violations of the Prohibition Against Sex Discrimination, the College also reserves the right to take steps to protect the complainant as deemed necessary during the pendency of the investigation and resolution process (e.g., allowing for a change in academic situation, issuing a "no contact" order to the accused, etc.). Any such interim steps will be taken in a manner that minimizes the burden on the complainant to the extent possible.
Sanctions and Other Remedial Actions
The College will take steps to prevent the recurrence of any sex discrimination. The official conducting the investigation will determine whether a violation of this policy has occurred and what, if any, corrective action might be appropriate. Any disciplinary action will be imposed in accordance with any other applicable policies or procedures governing disciplinary action against faculty members, employees and students. The College will take reasonable steps to prevent the recurrence of any violations of this policy and to correct the discriminatory effects on the complainant (and others, if appropriate). If the College determines that sanctions are warranted, any employee or affiliated person who is found, after investigation, to have violated this policy or other policies of the College will be subject to sanctions, depending on the circumstances, from a warning up to and including permanent exclusion from the College or termination in the case of employees. The College in its discretion may also require any person violating this policy to go through additional training on the policy and expected conduct.
The College will also take appropriate remedial action to eliminate any hostile environment and prevent its recurrence. Such measures may include training or other programming for the campus community, as well as ongoing remedies for the complainant in the form of victim support services, academic accommodations or other assistance.
Complaints of Student Peer-to-Peer Discrimination or Harassment
All alleged or suspected discrimination or harassment will be investigated in accordance with this policy. A violation of this policy in a student peer-to-peer situation is also a violation of the Student Code of Conduct and will be referred to the Dean of Students to address under the disciplinary procedures and sanctions outlined below at the conclusion of the University's investigation conducted pursuant to this Non-Discrimination/Non-Harassment Policy.
Training, Prevention and Education
The College will provide the following education programming designed to promote the awareness of rape, acquaintance rape, domestic violence, dating violence, sexual assault and stalking.
Primary Prevention and Awareness Programs
The College will provide primary prevention and awareness programs for all incoming students and new employees that include the following:
Ongoing Prevention and Awareness Campaigns
The College will also provide ongoing prevention and awareness campaigns for students and employees that include the information covered in the primary prevention and awareness programs.
Policy updated August 2014
Elmhurst College • 190 Prospect Avenue • Elmhurst, Illinois 60126-3296 • (630) 279-4100 or (630) 617-3500
Undergraduate Admission • (630) 617-3400 • (800) 697-1871 • email@example.com
School for Professional Studies • (630) 617-3300 • (800) 581-4723 • firstname.lastname@example.com
Elmhurst Learning and Success Academy Admission • (630) 617-3752 • firstname.lastname@example.com


text:
Five types of awards are given out each year:
Individual plaques as well as a monetary award of $250.00 (as funds allow) for each award recipient will be presented at an annual awards ceremony in April sponsored by the School of Graduate Studies. One large plaque for each type of award will be on display in the School of Graduate Studies lobby.
Applications will be submitted to the School of Graduate Studies.
School of Graduate Studies
Attention: Dr. Brian Maxson, Assistant Dean
ETSU Box 70720
Johnson City, TN 37614


text:
jibe 1
(British gybe) Sailing
verb[no object] US
1Change course by swinging a fore-and-aft sail across a following wind: they jibed, and the boat turned over
More example sentences
- A sail blows off the foredeck and a spinnaker drum jams so they can't jibe on the downwind leg.
- Many an hour was spent tacking, jibing and splicing the main brace with the occasional capsize as well.
- Charmed Life is equipped with a refrigerator, a freezer, and a microwave, so the women can zap their meals between jibing, tacking, and swabbing decks.
1.1 [with object] Swing (a sail or boom) across a following wind.
Example sentences
- Due to the fact that you are gybing the sail this way you will need to pull hard and fast on the new leeward sheet to trim the sail in on the new tack and course
- For starters it doesn't fly from a spinnaker pole, which makes setting and jibing the sail simple.
1.2(Of a sail or boom) swing or be swung across a following wind: (as adjective jibing) the skipper was hit by a jibing boom
More example sentences
- When the breeze picked up to 35 kts we dropped the spinnaker, gybed, set the headsail and started heading back inshore to catch the cold front moving in from the south-west.
- Careful control of the boom and mainsail is required when jibing in order to prevent a violent motion of the boom when it switches sides.
An act or instance of jibing.
Example sentences
- The incident, which could have easily ended in tragedy, occurred last spring during a regional tune-up race when the Beneteau, Epic, had an accidental gybe and broached in a 34-knot gust.
- With a foul bottom we're only making 5 knots and I can't turn quickly enough, so we do a flying gybe, break a spreader on the main, almost throw the guests overboard, lose some cushions, douse sails, and tuck into Lameshur Bay, St. John.
- During the race, Tom Droescher, working as the spinnaker trimmer, was swept overboard during a jibe and landed on his back in the 45-degree waters of Puget Sound.
Late 17th century: from obsolete Dutch gijben.
Words that rhyme with jibeascribe, bribe, gybe, imbibe, proscribe, scribe, subscribe, transcribe, tribe, vibe
For editors and proofreaders
Syllabification: jibe
Definition of jibe in:
jibe 2
verb[no object] North American informal
Be in accord; agree: the verdict does not jibe with the medical evidence
More example sentences
- You don't agree with them, you offer opinions that don't jibe with theirs and you get a target on your back.
- He claims to be very liberal, but when he's voting it just doesn't jibe with what he says.
- But that doesn't jibe with your partisan rantings.
agree, be in accord, be consistent, square, fit
Early 19th century: of unknown origin.
For editors and proofreaders
Syllabification: jibe
Definition of jibe in:
jibe 3
noun& verb
Variant spelling of gibe.
Example sentences
- The Shakespearian gibes are by far the most creative.
- Both editors offered high-minded defences for their cheap gibes.
- Now a gaffe by the Highways Agency and the county council has left Lancastrians open to gibes from their Yorkshire neighbours.
For editors and proofreaders
Syllabification: jibe
Definition of jibe in:
What do you find interesting about this word or phrase?
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text:
Kathy Phillips began supporting Kids Company, a charity founded by Camila Batmanghelidjh in 2008 through the sales of selected products from the Good Works range. To date, This Works has helped raise over £80,000 for Kids Company.
Kids Company work with deeply courageous children who have experienced extreme trauma and neglect. Many are exposed to violence at an early age in their homes and face immense threat within their neighbourhoods. Kids Company never gives up on a child, no matter how challenging or complex their needs and does whatever it takes to return a child to a safer childhood and positive future.
After reading about such a life-changing cause, one may wonder how skincare products can make a difference. As well as providing complimentary therapy Kids Company create an environment where the children are cherished and nurtured all year round. At Christmas, beauty products are one of the most asked for gifts by Kids Company's teens. They help to build self esteem and overall wellbeing. We also donate £1 to Kids Company from every baby sleep pillow spray we sell.


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BALTIMORE -- You saw it coming. You felt it happening to the Raiders, noticed things slipping, warning signs everywhere.
Then: Absolute free fall.
And you may never be able -- or want -- to look at the 2012 Raiders the same again.
With a gentle push from Baltimore, the Raiders defense went hurtling off the cliff on Sunday, and now lies in wreckage at the bottom of the NFL pit.
The historical: The Ravens destroyed the Raiders 55-20, tying the record for most points ever scored against a Raiders team.
The undeniable: A week earlier, the Raiders gave up 42 points to Tampa Bay, including 251 rushing yards to Doug Martin and three long touchdown runs in the second half alone.
The literal: Somebody has to fix this ASAP, or somebody (or many somebodies) will have to pay for this with their jobs.
The Raiders are 3-6, and things are starting to look and feel like some of their worst days. Their offense is up and down; their defense is plummeting.
"It's like a dam right now," defensive tackle Tommy Kelly said. "You put your finger in one hole, two or three more holes pop up."
On Sunday, with all focus on covering up their problems in the run defense, the Raiders actually held Ravens tailback Ray Rice to only 35 yards on 13 carries.
But that only opened up everything else -- Joe Flacco completed 21 of 33 passes for 341 yards and three TDs, and seemed to have his pick of receivers running free on every play.
The Raiders didn't get a pass rush, didn't cover the middle, committed dumb penalties, and let deep receivers break free. Other than that, no issues!
Of course, the Raiders defense has been a problem for years, and started awful this season under new coach Dennis Allen, a former defensive coordinator.
But things seemed to tighten up in a close loss at Atlanta and then victories over Jacksonville and Kansas City (admittedly, both horrible teams).
Then Tampa Bay, followed by the 55-spot, the Raiders' worst two-game spell since 1961.
Some of the points can be pinned on terrible special teams play and offensive turnovers, but it's not like the Raiders D held up in any way these past two weeks.
"When we play our defense, we're good -- good in spurts," defensive back Michael Huff said. "But when we're bad, we're bad. We're either all good or all bad."
This clearly speaks to a talent deficiency -- the Raiders' secondary is patchwork, their linebackers are limited, and their defensive line is underperforming.
That responsibility is on general manager Reggie McKenzie, who inherited a strange roster last offseason and has only begun to add his own players.
Some moves have been decent successes, some not, and McKenzie's tenure will be judged more accurately in a year or two.
The G.M. already has started a mini-purge of overpaid, underperforming players; by next offseason, I'd imagine that it will be nearly complete -- and expensive players such as Kelly, Richard Seymour and Rolando McClain could be on the chopping block.
Right now, is there a single for-sure keeper on the defense? No. That's a lot of talent to restock.
But other questions have to focus on Allen and defensive coordinator Jason Tarver; they're drawing up the schemes and they're directing the players.
And mistakes continue to be made. Awful, TD-allowing mistakes.
There is a lack of talent, sure, but a coaching staff that can't fix mistakes now might never be able to do it.
"At the end of the day, it's my job to make sure that this team is ready to play and it's my job to make sure that we execute our jobs on the football field," Allen said.
"We didn't do that today. That ultimately lies with me."
For now, Allen's message to his players is crystal clear: Nobody's riding in to save the Raiders; it's up to these players and coaches to save themselves.
Or else. well, Sunday the Raiders host the New Orleans Saints, who have been known to put some points on the board.
That could make the humiliation of giving up 55. and surrendering a TD on John Harbaugh's brash fake-field goal (with a 41-17 lead) feel like nothing.
"If you don't slow down New Orleans with Drew Brees, it's going to get ugly, you know what I mean?" Kelly said.
"At the end of the day, you have to have some type of pride about you as a man, that I'm not going to keep on letting anybody put their foot (on you)."
That is what the next seven Raiders games will be about: Who stands up and who stays down?
It's about the players, because that will determine who sticks around for next season. But it's about the coaches and organization, too, because that will tell us all if they truly can get this going in the right direction.
Or there will be more free falls coming.


text:
The seeker is he who is in search of himself. Give up all questions except one: "Who am I?" After all, the only fact you are sure of is that you are. The "I am" is certain. The "I am this" is not. Struggle to find out what you are in reality. To know what you are, you must first investigate and know what you are not. Discover all that you are not - body, feelings thoughts, time, space, this or that - nothing, concrete or abstract, which you perceive can be you. The very act of perceiving shows that you are not what you perceive. The clearer you understand on the level of mind you can be described in negative terms only, the quicker will you come to the end of your search and realise that you are the limitless being.
Nisargadatta Maharaj
Source: http://www.sankaracharya.org/i_am_that.php
Contributed by: LightConscious
Copyright © 2016 Gaiam, Inc.


text:
Top Definition
The extremely sexy guitarist of the Japanese visual kei band "Dir en Grey".
Wow, Kaoru is so talented and sexy. He rocks my socks!
by Ky January 05, 2004
Trending Now
Can you define these popular missing words?
Kaoru Kamiya is master of the Kamiya-Kasshin Kendo style using a bamboo sword. She teaches this in her dojo: The Kamiya Dojo. She is wife of Kenshin Himura and has a son named Kenji. Her formal student is Yahiko Miyoujin. She is very cute and beautiful, but is very strong in fighting. Her name means "bitch" but she is not a bitch, she is a good housewife and take care of her son.
Kaoru and Kenshin married in Kaoru's birthday.
by Samurai Katsu September 15, 2003
Wife of Himura Kenshin
by RK December 19, 2002
Kaoru is japanese for Sweet Scent, Perfume.
That girl has such a Kaoru!
by Chris Falcon January 14, 2008
Japanese wanna be gangsta.
Eminem is almost as much of a wanna be as Kaoru.
by Yeah Right June 16, 2003
Japanese....Hayato poser. jangsta. wanna be Naoto
by Yeah Right June 16, 2003


text:
Judd Gregg: Immigration debate provides template for new debt deal
We are currently witnessing a rather unusual happening: The Senate is debating a bipartisan bill on an important topic (immigration, in this case) and that bill has a reasonable chance of passage.
Post a comment
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text:
Miley Cyrus is reportedly hooking up with Jared Leto.
A mere month after Leto was supposedly getting close to Taylor Swift -- and just days after being linked to fellow Oscar nominee Lupita Nyong'o -- the 42-year-old actor/singer is having slumber parties with Cyrus.
Jared Leto is a busy guy.
A source told Us Weekly that 21-year-old Cyrus stayed over at Leto's home in Los Angeles in early February.
The two have "known each other for a while," but their adult sleepover allegedly took place just weeks after they caught up at Clive Davis' pre-Grammys party on Jan. 25.
How could they have known each other "for a while" when she hasn't been alive that long?
The pair happily chatted at the party and were photographed together at the iHeartRadio Music Festival on Sept. 20. Which, obviously, means it's on.
Another insider told Us Weekly, "They like to have a good time, they love to talk about art and music -- and they're both comfortable with nudity!"
The magazine said Leto apparently "doesn't do" monogamy. Which would make sense, since he's being linked to every woman in entertainment but Joan Rivers (give him time).
Reps for both entertainers didn't respond to Us Weekly's requests for comment.
Contact Tony Hicks at Facebook.com/BayAreaNewsGroup.TonyHicks or Twitter.com/insertfoot.


text:
Federal regulation and International Conference on Harmonization (ICH) Good Clinical Practice (E-6) requires investigators and sponsors to retain specific study records associated with the conduct of clinical research. These documents are often referred to as Essential Documents. The Division of Microbiology and Infectious Diseases (DMID) guidances below are specifically directed to DMID clinical trials conducted under an Investigational New Drug Application (IND), Investigational Device Exemption (IDE) or international equivalent. The general principles apply to all clinical research.
45 Code of Regulations (CFR) part74.53 also requires awardees to retain records pertinent to an award for a period of three years from the date of submission of the final expenditure report or, for awards that are renewed quarterly or annually, from the date of the submission of the quarterly or annual financial report. Investigators should reference the regulation for details.
Investigators should also be aware that they may also have local government or institutional policies for record retention. The most stringent requirement would apply.
Last Updated March 17, 2013


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|Irish Day of Action - Irish community lends a hand after Sandy
Some weeks back I had calls from several concerned Irish working to restore Breezy Point and other areas in the Rockaways about the attitude of the New York Times reporter Sarah Maslin Nir who was covering the story.
She seemed intent, according to them, on pointing out to everyone that Breezy Point was a whites only community and that the community there had been accused of racism in the past.
The calls were from people who had flown in from Ireland to help with the restoration of Rockaway and some Irish based here were perplexed at the attitude of the reporter who was making her concerns known loudly.
With good reason. The piece that ran in The Times today is laced with innuendo about the allegedly racist Irish, quoting Al Sharpton prominently calling Breezy Point an "apartheid village."
(No mention of when Al slandered Irish Americans during the Tawana Brawley hoax case absurdly accusing them of IRA involvement.)
Here's a typical paragraph from the reporter's piece. "But complicating the current embrace from abroad is the gated community's extreme insularity. Breezy Point is the whitest neighborhood in the city, a demographic makeup that critics say illustrates the enclave's entrenched xenophobia, a dark flip side, perhaps, to all that ethnic pride."
No evidence is given of any xenophobia. Have foreigners been beaten up there? Blacks shot? Has there been massive racist reports from Breezy? Not that I have noticed.
Read more: Irish sports heroes are helping rebuild shattered Rockaways
The facts are very different to this type of innuendo. The Irish community reached out to all residents in Rockaway, Black, Irish, Jewish, Italian and were encouraged to do so by those in Breezy and everywhere else.
I know a little about this. I was at an initial meeting at the Irish Consulate in New York with just Consul General Noel Kilkenny and Deputy Consul Peter Ryan when an Irish initiative to help the Rockaways was discussed.
It was soon after Hurricane Sandy had hit when the issue of what to do about the Rockaways was raised. Noel Kilkenny noted the massive ground swell of emotion in the Irish community to do something to help and asked for my advice.
I had actually gone down to Rockaways the previous weekend and talked to local people there in preparation for the meeting.
It was clear to me that financial assistance was not enough. From all over the Rockaways and Far Rockaways too, the plea was clear, people needed boots on the ground, help digging out. I had liaised with Brendan Brosh, a local Irish American left with a badly damaged home, who works with former Comptroller William Thompson, an African American, who suggested that a major effort across the Rockaways would really help.
Which is why I suggested to the Consul General that Days of Action, not fundraising, be considered, something the community had done very successfully a few years back on the issue of immigration when we sent thousands to Washington for immigration reform. My brother in law, community activist Ciaran Staunton, and I had discussed it on our visit to Rockaways and agreed that while money was great, helping rebuild immediately was much more important.
Read More: Irish emigrants create a stir in Perth as fist fight goes viral - VIDEO


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I just came across this gem on fb and had to share it:
Saw a commercial for starving Africans wanting my. 25 cents a day. I was feeling "poor people". Then I saw them cut to a woman with 4 kids. Another with 3. Another with 4.
I'll give 25 cents a day for prophylactic education. Youre dumbasses dont need my money to feed yourselves cause apparently all you do is make more helpless mouths to feed.
NEUTER YOUR AFRICAN TODAY and help prevent more starving idiots.
I plan to defriend, but I'm contemplating saying something. What does everyone think of this status? I can't even put together an intelligent thought because I'm so mortified by it.


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