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Sunday, July 4, 2010
Celebrating the 4th!
8 comments:
Let's Go Mets, time to blast off!ReplyDelete
- AnonymousJuly 5, 2010 at 3:15 AM
This game from the 6th inning on = TORTUROUS.ReplyDelete
An 8-0 lead should be an easygoing blowout! But not with our Metsies, nuh-uh! I want to strap the entire bullpen to that friggen rocket!
Happy 4th Joe!
Joe u rock man i look foward to your stuff everyday I hope this book makes it to a store near me it amazing in every way once again great work and let's get them in cincy today LETS GO METS!!!!!! SAMReplyDelete
one of the best ones yet! Happy 4th! God Bless America and God Bless the Mets!ReplyDelete
These recaps are amazing. I love the idea of sending Jerry The Jenius into orbit!ReplyDelete
Stay tuned . I have plans for Mr. Jerry! LOL LOL LOL!!!!ReplyDelete
Can't wait JoeReplyDelete
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Remember Recettear: An Item Shop's Tale? Yes, the cheeky Japanese RPG (Role Playing Game) parody/example indie game that has you playing as the proprietor of a JRPG item shop. Straight out of the same westernization workshop, Carpe Fulgur, comes yet another localization and updated Japanese title Chantelise: A Tale of Two Sisters. They have a demo out and it's quite a charm if I say so myself.
Do not be deceived by the similarity and portmanteau naming scheme of the two games. While it is true that Chantelise, just like Recettear, will also sport two main characters Chante and Elise, the games are quite different. Chantelise will be a 3D action RPG, while Recettear was an isometric hack n' slash game in some parts, and a lesson in item shop commerce in others.
Of course, I do not use localizationlightly. The folks over at Carpe Fulgur have diligently worked to recreate the comic punch lines (or created entirely new ones from scratch, such as Capitalism, ho!which has achieved memetic fame) and story weaving that sounds right in the English script.
I cannot wait to play this beautiful action RPG that was originally released in Japan way back in 2006. That is, it was released five years ago. Wrap your heads around that concept: 2006 was five years ago.

subset: commoncrawl


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Making a hyperlink open in the same windowTo write a hyperlink which open in the same window, the HTML tag is of the form Description Replace Description with a description of the target site. That description is referred to as an Anchor text and is important if you are linking to other part of your own site as this Anchor text will let the search engines know what that post is all about and will make it easier for people searching for topics contained in that post. It is also what people will see in your site. For example this HTML tag Blogger Tips and Tricks will be seen as Blogger Tips and Tricks.
The "Description" is what people call the anchor text and to read about the importance of anchor text, go to Importance of anchor text in hyperlinks. In shout, don't ever put the anchor text (Description) as "here" if possible.
URL is short for Uniform Resource Locator, and is the "address" of the site you want to link to. It can be copied from the address bar at the top of the page. If you are not familiar with URL, refer to What is URL and how to get it
Making a hyperlink open in a new windowTo make a link open in a new window, you will have to write the HTML in this form: Anchor Text or Anchor Text
Using the hyperlink icon to make a clickable link
If you want to make a link to another part of the web or to another post in your blog, and you don't want to mess with HTML, the easiest is to use the LINK icon in the post editor tool bar. For example, to link to Natural Remedies, first highlight the text as shown in the screenshot above, then click the LINK tool. A pop-up box will appear for you to enter the url of the target site. If you don't even want to type the url, you can go to the target site, copy from the address bar and paste into the pop-up box, then click OK. This will be best done with a browser with tabbed browsing like FireFox. Then you can be in the post editor page of Blogger in one tab and the site you want to link to in another tab, all in the same window, and you can easily go from one tab to another by clicking on the tab which will give information about what is in that tab.
The link HTML tag will automatically be written for you. The link will open in the same window, and you will not have the choice of making the link open in a new window. You also will not have what they call a tool tip which appear when you hover your mouse over the link and which will give information about the site you are linking to. Refer to the relevant section if you want that.
To make the link you made using the link icon open in a new window, change to EDIT HTML mode if you are in the compose mode, look for the HTML for the link you made, and add the target="_blank" or target="new" attribute to link HTML, for example,
Natural Remedies or
Natural Remedies
Note that these ways of making links open in new windows has been deprecated but will still be supported for quite some time. There are people using Javascript to get around this, but Javascript are not allowed in Blogger post and if I have time, I will try to find out how this can be done.
Make tool tip appear for hyperlinksSome people like to give even more information about a link beyond what is given in the anchor text, and for that, you can add a title="" attribute. Then when a visitor hover his mouse over the link, a tool tip will appear which will give whatever extra information you want to give to the visitor. For example, this link HTML
Dummies Guide to Google Blogger
Will display the link Dummies Guide to Google Blogger. Try hovering your mouse over the link and observe (looks like there is a limit of how much information you can put in the title attribute because in Firefox 2.0, the information I put in was truncated in the tool tip. I checked in different browsers and in Flock, it was also truncated, but in Internet Explorer 7 and Opera, the information was displayed in full. Thus if you are interested in how visitors using different browsers, it is a big advantage to have many browsers in your computer. There are lots of other advantages as well. See Why you should be using more than one browser). It does your computer no harm to have more than one browsers in your computer.
Update 9 May 2007: For linking from one part of the post to another part of the post in the SAME page, refer to How to enable your visitors to jump from one part of a page to another part in the same page.
For linking from one part of a post to another part in ANOTHER post, see How to link from a spot on a page to another spot in ANOTHER page.
Books from Amazon
The Weblog Handbook: Practical Advice on Creating and Maintaining Your Blog
Publishing a Blog with Blogger: Visual QuickProject Guide


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Lindsay Lohan for hire for weddings and Bat Mitzvahs?
Actress Lindsay Lohan arrives at the A&E Networks 2012 Upfront at Lincoln Center in New York, May 9, 2012. (Starpix, Kristina Bumphrey)
Lindsay Lohan is allegedly available as a celebrity guest for weddings and Bat Mitzvahs.
A talent agency claiming to represent the 'Liz & Dick' star has sent out an emailing claiming Lindsay, 26, can be hired to attend special occasions.
The email from 123Talent and sent to the New York Post's Page Six, reads: "Book One of Hollywood's Biggest Movie Stars Lindsay Lohan Now!
"Not only is Lindsay an Actress but she is also a Fashion Designer, Model and Recording Artist (sic)."
It was recently revealed a strip club offered to pay the $16,000 Lindsay owes to a storage company and reunite her with her prized possessions - which will be sold off at auction later this month if she can't come up with the cash - should she agree to man their website ScoresLive.com.
The role in question is strictly no-nudity, however, as the club want to hire her as their online video chat webmaster.
Scores has also offered to pay the rent on Lindsay's Beverley Hills mansion for the next couple of months in the hope she'll agree to their deal, according to gossip website TMZ.
Lindsay - who posed naked for Playboy this year - currently faces losing designer clothes, family heirlooms and "potentially embarrassing" articles stored in her private locker after falling behind on payments.


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With Facebook IQ Advertising Insights, businesses can track their ad campaign performance. This BI tool uses machine learning to analyze the data it collects and recommend how to design even more effective marketing methods and campaigns. Facebook IQ's broad range of marketing features collect and combine information on visitors to both your Facebook page and your website. With this audience data, you can create campaigns and marketing that appeal to targeted demographics. Facebook ads Insights gives you detailed information on how to do that, based on your data.
An enormous amount of data can be collected and processed by Facebook IQ. With one click, the Panoply Facebook IQ integration automates the entire ETL process on the secure cloud. It continuously uploads, simplifies, and outputs your latest data, so your Facebook IQ ads Insights always reflect your latest metrics.
Panoply is a cloud data warehouse that can be effortlessly set up to gather all your data in one place and seamlessly connected to any BI tool for lightning fast analytics.Try Panoply for Free
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Loved by founders, analysts, and engineers, Panoply automatically models the data as its uploaded so you can immediately start querying multiple tables together. It also automatically scales storage and compute resources, and optimizes queries so you can spend time on insights, not maintenance.Request a Demo
Panoply provides a single source of data truth that seamlessly connects to any analytics or visualization tool in just one click. As new data becomes available, Panoply will instantly add them to your data warehouse, so your data is always fresh.Browse BI Tool Integrations


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Underglaze Pencils
by Amaco
Now more intense, with better working qualities, Underglaze Decorating Pencils are ideal for shading, fine line drawing or identification. Apply the underglaze pencil to bisque ware to create a variety of unique decorative designs. After decorating, dust lightly with a brush to remove excess particles.
?Ask a question about this product | See all questions & answers (1)
Average User Rating: Based on (5 Reviews)
luba s. from Atlanta, GA says:
We use these mainly to mark test tiles to be fired. But others use for decorating bisque. Same excellent quality you get at ceramic suppliers, but about one-half the price.
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What are these used for?- Asked by Chris on 15-Feb-13
These underglaze pencils are used to draw decorative designs on bisque ware or ceramic pieces before applying a glaze and firing them.- Answered by MisterArt on 21-Feb-13
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Live Nation, the world's leading live entertainment company with a top ecommerce site, views cyber security as a key business enabler. With revenues of $7.24 billion in 2015, 20,000 employees, and more than 530 million tickets sold by the Ticketmaster division, Live Nation demands comprehensive, layered security for protection on their endpoints, servers and networks.
James Patterson Wicks, Senior Director, Infrastructure Security Information Security for Live Nation Entertainment recently shared his success story at Gartner Data & Risk Show, June 2016.
Wicks discusses why they chose a single vendor approach to security, and the benefits of centralized visibility across their enterprise.
In addition, it was critical to adopt solutions that would not reduce the benefits of AWS deployment.
Live Nation Entertainment Inc. www.livenation.com
Employees 20,000
Industry Media & Entertainment
Region North America, United States
Products Smart Protection Suites
Deep Security
Cloud App Security
Deep Discovery
IT Environment Microsoft Office365
Public Cloud
Related Gartner Data & Risk Show 2016


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|January 24, 2013
|7:00 - 8:00 pm
|Baylor Sciences Building, Room B.110
Centro de Astrofisica de Valparaiso y Departamento de Fisica y Astronomia Universidad de Valparaiso, Chile
How Scientists View the Big Questions About the Universe.
The biggest questions about out universe and our place in it are religious questions. I show that, contrary to some popular misconceptions, there has always been and continues to be a strong interest in religious questions among scientists. In this talk I give examples of this interest and I discuss the results of surveys of the attitudes of scientists. I give an overview of the range of views held on what the Bible says about the creation of the universe, and I say a little of what modern astronomy is telling us about the origin of the universe.
|Department of Physics
|Download this event


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NHL Game Night: 2-27-14 Lightning at Predators
Music City choke.
Ben Bishop allowed 3 goals on 29 shots for the loss. None of the three goals were terrible, but you'd have liked to have seen him squeeze off that third one in tight to preserve at least a point (not that the team in front of him deserved it).
First Period
5:26 TB St Louis (26), (Palat)
9:13 TB St Louis (27), (Kucherov, Purcell)(PP)
Second Period
12:05 NSH Cullen (6), (Ellis, Smith)(PP)
13:16 NSH Josi (9), (Weber)(PP)
Third Period
13:56 NSH Hornqvist (11), (Fisher, Weber)(PP)
Martin St. Louis was the game's second star.
That was infuriating. I thought the team came out flat as a pancake but lucked out with a goal off the rush in transition and then a softie on the PP. Staked with the 2 goal lead and with Nashville looking like they were in shock, the Lightning had all the momentum and opportunities to end the game early, especially on a PP to start the Second Period.
They sleepwalked through the final 40 minutes of that game. That compete-level was garbage. They should give back 2/3 of their paychecks tonight. Yes. They were bad and they should feel bad, and their special teams are an absolute thermonuclear dumpster fire right now. That PK, if you can call it that, is the worst PK I've ever seen the Lightning put on the ice, and there have been some awful Lightning teams that have come and gone.
The Lightning now will fall short of their 12 point target for this 10 game segment of the season, and if they fail to get a point out of the finale of the segment they will fall behind the pace they need to be on to comfortably make the playoffs. And, honestly, if they're going to allow themselves to be outworked like that and if their special teams are going to be that craptacular, there's no point in showing up for the postseason tournament. Yes, a healthy Filppula and Stamkos will make a considerable difference, so I'm not ready to load the team in a cannon and shoot them to the moon quite yet. But the work ethic was not there tonight, and that's not good enough.
16 shots on goal against a goaltender, Carter Hutton, that couldn't stop a beach ball? The Lightning should feel deep shame. Deep, deep shame.
Mark Barberio had 3 blocked shots in 16:50. Tonight was his 41st NHL game of the season, so he graduates from prospect status on the website. Sad this was such a clunker to get over the finish line on.
J.T. Brown had 2 penalty minutes, 1 hit, and 1 blocked shot in 8:49. He'll graduate from prospect status in his next game this season.
Vladislav Namestnikov had an ill-timed minor penalty and was 20% on draws in 8:10.
Nikita Kucherov had a helper and 1 shot in 11:22. He rang a post in the Third Period with the Lightning down 3-2, and that was all she wrote for the team after that. Kucherov needs 5 more games this season to graduate from prospect status.
Box score and extended statistics from NHL.com.
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The Office for Sustainability offers a range of ways to get involved with campus sustainability. Opportunities, in descending order of time commitment and responsibility, include:
- Graduate and Doctoral Assistantships
- Gibbs House Fellowship
- WeSustain Internship
- Part-time student jobs
- Volunteering
Western Michigan University, an affirmative action/equal opportunity employer, complies with applicable federal and state laws and University policies prohibiting discrimination and harassment. Western Michigan University prohibits discrimination or harassment which violates the law or which constitutes inappropriate or unprofessional limitation of employment opportunity, University facility access, or participation in University activities, on the basis of race, color, religion, national origin, sex, sexual orientation, gender identity, age, protected disability, veteran status, height, weight, or marital status. Please contact Institutional Equity for more information.


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TIGI introduces the Honeycomb Collector, a new breed of solar-thermal (water heating) collectors that turns sunlight to heat. Our collector is unique in its ability to minimize energy losses to the environment, resulting in very high efficiency and economic value even in freezing winter conditions or for high temperature applications, where today's high end collectors perform poorly.
TIGI targets large users of heat for applications such as space heating and cooling, industrial process heat, and domestic hot water including in cold climate.
Over 40% of the total end use of energy in most developed countries goes toward water heating for sanitary needs and towards space heating (which is most frequently based on circulation of hot water through radiators, under-floor pipes or fan-coils). TIGI provides an environmentally-friendly solution at a fraction of the energy cost of any other alternative for this vast energy market. TIGI's solution can easily be retrofitted to most existing users' heat systems.


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Splash Magazines is going to make Mother's Day a little more special this by giving away a prize package that is valued over $200. It does not matter if you are entering for your mom or you are entering to reward yourself for all of your motherly work, this contest will help the winner celebrate her day.
This prize package contains a little bit of everything and here are the great companies that are going to make Mother's day special this year.
BombayFashions.com will provide winner with 1 item of their choice, valued under $25 from the 2012 Collection or Bohemian Gypsy Skirt Collection available at www.bombayfashions.com
BombayFashions.com is the premier online retailer for affordable fashion accessories and clothing headquartered in Michigan. It is a one-stop online shopping boutique that caters to the fashion needs of women. Since its inception, Indian-inspired jewelry has been the backbone of the company and is the first original jeweler from Bombay. Today, BombayFashions.com offers the largest fashion jewelry collection available online.
The company recently launched its 2012 Collection & Bohemian Gypsy Skirts Collection. The 2012 Collection boasts the seasons' tribal aesthetic trend, juxtaposing earth tone pieces against metallic hardware. The Bohemian Gypsy Skirt Collection can take a woman from a day by the pool into the evening hour with just a few simple accessory updates. The new items beckon the spring and summer seasons with pastels, neons and color blocking in unexpected hues. The 2011 Bella Collection & Bella Couture Collection feature a large selection of cuffs, bangles, earrings and necklaces that enliven any occasion.
BombayFashions.com offers on-trend fashion forward accessories and one-of-a-kind pieces at prices everyone can afford. For more information, please check out www.bombayfashions.com
The Bar Method (www.barmethod.com) will provide winner with 1 Pregnancy DVD (valued at $20) and 1 onesie (valued at $17).
Burr Leonard is the founder and creator of The Bar Method, a full-body exercise workout that utilizes a ballet bar technique. The method draws from the principles of isometrics, dance conditioning, interval training, and physical therapy. With 19 years of experience in the fitness field, she and her business partner have turned their one Bar Method studio into a franchise operation with 30+ studios and a media company selling exercise DVDs and accessories.
Pirri Elements & Elemental Tools will provide winner with one of each of the products listed below (valued at $88 total).
The Pirri Elements line was inspired by the beauty of the Mediterranean "crystal blue" Sea, pure air, rich soil and fiery volcanoes. Each product consists of Bergamot, an essential oil that comes from a fruit native Calabria, Italy, the hometown of the Pirri brothers. The oil along with other essential and natural ingredients is used to nourish the hair and lock in moisture.
Daily Shampoo: Mediterraneo
o Contains essential ingredients to cleanse the hair while maintaining balance and moisture in all hair types. The product normalizes the hair, scalp and PH balance while keeping the hair looking healthy and shiny. Cost: $20/12oz.
Daily Conditioner: Earth's Balance
o Restores moisture and smoothes the shaft of the hair while helping to combat humidity and static electricity. The product works to coat the hair and protect it from the damaging effect of heat styling. Cost: $22/12oz
Smooth & Relaxing Serum: Lava Glaze
o Relaxes the hair for a straight style or reduces frizz for a great natural air-dried look. The combination of Aloe Vera along with other essential products, work to eliminate dead ends and protects hair from the damaging effect of blow drying and UV rays. Cost: $24/8oz
Detangler & Leave-In Conditioner: Nature's Breeze
o Smoothes tangles and mends dry ends while protecting the hair and reducing fly-always. The product is a must-have before heat styling. Cost: $22/8oz
Pirri Hair Group is designed and managed to best capture the essence of European culture. Everyone that enters the salon has their choice of selecting from fashion forward vibrant hair colors and precision hair cuts – always leaving looking their best. The Pirri brothers pay close attention to the current fashion trends to sculpt couture and constantly evolving styles. For a full menu of services and products, please visit: www.pirrihairgroup.com
SwimsuitsForAll.com will provide winner with an exclusive site-wide discount cod that will all you to receive UP to 50% off site-wide.
Taking inspirations from sun, sand, and sea, SwimsuitsForAll.com offers swimwear and related apparel & accessories that work for real women sizes 8 & up. SwimsuitsForAll.com strives to offer quality swimwear that will fit your unique body, style, and budget and fashionably flatter your next escape. SwimsuitsForAll.com is committed to making your online swimsuit shopping experience easy, so you can shop worry-free. In business since 2004, SwimsuitsForAll.com takes pride in its customer service. With toll-free, e-mail, and live support, we help guide you through your shopping process. We offer easy exchange & return policies, express & international shipping, and a low-price guarantee, so your next swimwear purchase will be hassle-free!
As your swimwear oasis, SwimsuitsForAll.com sells swimwear 365 days a year and helps you get into the right swimsuit for your body & taste. Shop confidently with our detailed images, sizing charts, and fit information on each product page. If that's not enough for you, we offer free consultations where our swimsuit specialists can personally advise you on finding the right swimsuit for your body!
Escape the norm with a dedicated, personal customer service staff and swimwear that offers you coverage & comfort, classy styling, classic fits, and competitive pricing. So whether you're going to enjoy sun, sand, sea, or pool, flatter your next escape with www.SwimsuitsForAll.com
Adesign will provide winner with "The Eye Set" (valued at $45)
The defining and detailing eye set in a travel-friendly pencil case. This set contains the following brush styles: All Over Eye, Eye 2 (basic soft eye shadow brush), Eye 4 and Eye5.
Adesign (adesignbrushes.com) is the consumer brand and product incubator for Anisa International, the leading global designer and manufacturer of makeup artistry tools, founded by Anisa Telwar. The brand was initially established in 2006 by makeup artists for makeup artists, but has expanded to cater to the everyday woman's needs when it comes to cosmetic tools. The company eventually grew into a community for collaboration with makeup artists and consumers. adesign's approach to development is a team effort, as the brand engages beauty experts and consumers throughout the process, and the end result is a product that is unparalleled in terms of meeting the needs of the industry. In this way, adesign is constantly innovating and pushing the boundaries of cosmetic tools by introducing new and exciting shapes and textures, making them superior in terms of performance, head shape, function, and design.
With utility and beauty top of mind for all the brand's inventions, adesign is able to remain ahead of the curve in product creation. The company also owns and operates its own manufacturing plant, allowing a level of control and speed to market that has been largely unrivaled in the cosmetic world. adesign also shows a strong commitment to sustainability and responsible business practices, creating a culture in which new ideas can come to be while maintaining ethical and charitable conditions.
To enter you must like and post this article to your facebook page and become a fan of the Splash Magazines Facebook page: http://www.facebook.com/SplashMags. The single winner will be drawn at random to receive the entire gift package on May 1st, 2012. This contest is only open to US Residents.


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It is critical to use shaft and bearing materials that work well together. A whole range of problems can arise if the wrong shaft material is used with a particular bearing. In this tech talk, uncover the four key considerations when choosing a shaft to be used with iglide® plastic bearings.
Home » Plastic Bushings & Bearings » 4 Considerations for selecting a shaft for use with iglide® bearings
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Appreciating the Throat-Burning Chinese Liquor
American Derek Sandhaus is releasing a book this month about his experience drinking the Chinese distilled liquor baijiu during his time in China. He tells Michael Arnold why this drink is so important to Chinese culture.
This transcript has been automatically generated and may not be 100% accurate.
... the ... Rogers ... sweet with industrial bouquet in the words on the way down ... so good ... we're talking about By Joe Chinese liquor ... for Asia Today o Michael Arnold joining me from Virginia ... as Americans Erik Santos author of the forthcoming by Joe the essential guide to Chinese spirits ... Derek tell me how is it that a boy from Kansas recently and the top of and above an expert on Chinese liquor says he is CEO I've been reading about Chinese history culture ... and as a way back from a business meetings sitting in the back of the cabin I just had this he stood by Asia I couldn't get out of my mouth ... and the like a lot of people that do business in China I was forced to ask myself the question what would make someone like this and so that's where ... the journey began I wanted to find out why Chinese love this drink so much that I can find a way to teach myself to like it ... well ... most of that why why do things like that from what what's the role of I don't kind of culture ... well going back almost seven thousand years ... the ... IPO has ... wool ... Baidu alcohol more generally has played a role ... in Chinese culture in terms of its politics religion and ... on its ... set's poetry ... literature ... it's ... the central part of all Chinese likes you can have a banquet in China without having a bottle By Joe or longer on the table ... so ... it's this amazing the central component in Chinese culture that seems to be almost entirely overlooked outside China ... when the tube of if we sampled quite a bit of it ... is the isthe research for her book and for your bought as well ... um you tell us a bit of a note um as I understand that they're kind of a Renaissance going on now with attempts to kind of rebrand by Joan to make it into more of a hike last spring ... why it didn't last twenty or thirty years I'm by Jill has gone through this process ... where ... the market has opened up a little bit ... you've got a lot more by the producers ... and people are starting to ... promote their products on the national and now international level ... so what this is created is ... the first premium By has really high quality ... expertly produced products that are as good as any stereo ... anywhere in the world ... and a lot of this ... has to do with ... the ... increasing well within China and the ... willingness and ability of people to buy these high class by Jos as status symbols are gifts for friends ... now that you're back in the states are known to have a divide dough there were define that are able to find it all in the US ... I've been able to try some of the ... American mind is that ... it is the sheer amount on ... this one here is Cole By Joe EY EJ only ... and it's from a company based in Texas ... and they are importing Henry ... Processing By Joe in the U S ... and that ... this guy here is Cole hates the ... and it's by Joe from New Zealand ... on ... its maiden the Taiwanese ... McAlea exile ... and similar to ... the budget a decent ha ... of their ... I'm sorry that we can have your actually in the studio of this morning so that we did the trust of unease personally but to ... thanks very much for joining us from the US ... look forward to sampling some of the budget here ... for Asia Today o Michael Arnold ...


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Barack Obama is the first president since Ulysses S. Grant to visit where?
President Barack Obama — by giving a speech in Golden, the seat of Jefferson County government, on Thursday — did something no sitting U.S. president has done for a long, long time.
What exactly that was … well … err … hmm. Like many things in this campaign season, there's some confusion. Take it away, Political Messaging Grind-O-Matic:
Speaking in Golden on Thursday, Obama said this:
(Golden Mayor Marjorie Sloan) informed me that I am the first president to visit this county since Ulysses S. Grant. Is that correct? Now, that's pretty impressive. That's a long time ago, Ulysses S. Grant. Back then you couldn't even vote. You guys were still a territory.
The problem? This. George W. Bush played Red Rocks — squarely in Jefferson County — in 2004. Which the Colorado Republican Party was eager to point out in a news release just hours after the president spoke.
"He is, however," state GOP spokesman Justin Miller wrote in the release, referring to Obama, "the first president to visit Jefferson County with 43 straight months of higher than 8 percent unemployment and a $16 trillion national debt under his belt."
(In a twist, Miller had to reissue the press release after initially putting on it the headline, "Obama is not the first president to visit Jeffco in more than 200 years," which another former president might point out is not the correct arithmetic.)
Almost immediately after Obama's speech ended — and well before the GOP's release — Obama's campaign clarified that the president misspoke. He didn't mean to say "county." He meant to say "city," as in Golden.
And that does appear to be true.
While it wasn't immediately clear when Grant made his visit to Golden, these index cards of the Denver Public Library's western history collection show that Grant wasn't a stranger to our fair proto-state. Even before Obama's speech Thursday, Visit Golden spokeswoman Joy Meadows said the rally was the first visit by a sitting president to the city since Grant.
To recognize the moment in history — and to ensure "that we don't experience another approximate 150 year gap in presidential drop-bys," according to a news release — Golden businesses put together a gift basket to send home with Obama. Items in the basket included Kong dog toys, climbing gear from Bent Gate Mountaineering, a hoodie from Yeti Cycles, custom-engraved knives from Spyderco, a hard hat from the Colorado School of Mines and beer from AC Golden Brewing Company.
(No Coors? Meadows pointed out Coors is no stranger to the White House.)
So Obama seems to have gone Thursday where no president since Grant had gone. But, wait, you say? What about Jimmy Carter's visit to the National Renewable Energy Lab, famously noted as being in Golden?
According to this map of Jefferson County, NREL sits outside Golden's city limits.


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|Naples, N.Y.
|High School:
|Honeoye Central
|House Affiliation:
Senior (2012)
Had an RBI groundout at 7th-ranked Arizona on 3/3 ... Returned to the lineup for the Ivy-opening weekend and was 3-for-3 wth two doubles and two RBI in his first game at Cornell on 3/28 ... Was 2-for-2 with a walk in the second game of a doubleheader against Penn on 4/8 ... Hit a walk-off home run against Brown on 4/21 as part of a 3-for-3 game with an RBI double, a walk and a steal of home plate.
Junior (2011)
Named honorable mention All-Ivy League at utility after leading Harvard in extra base hits (16), home runs (6), runs batted in (21) and walks (18) ... Will play his summer baseball for the Old Orchard Beach Raging Tide of the NECBL ... Was 2-for-4 with a double and a stolen base at Wofford on 3/13 ... Was 2-for-5 in a win at Kennesaw State on 3/15 ... Ivy League Honor Roll on 3/30 ... Was 3-for-5 with a home run and three RBI in a win at NYIT on 3/26 ... Was 2-for-4 vs. Holy Cross on 3/30 ... Was 2-for-3 with a two-run homer and an RBI double in the first game of a doubleheader against Princeton on 4/9 ... Hit a game-winning, walk-off grand slam against Cornell on 4/10 ... Was 2-for-5 with two RBI in the second game of a twinbill at Brown on 4/17 after hitting a solo homer in the first game to break up a no-hitter in the fifth inning ... Was 2-for-4 against UMass in the first round of the Beanpot on 3/20.
Sophomore (2010):
Threw a scoreless inning of relief at Winthrop (3/16) ... Named to Ivy League Honor Roll on 3/21 ... Hit first career home run at UNC Greensboro (3/18) ... Had two hits including a home run at Charlotte (3/19) ... Had two hits at Charlotte (3/20) ... Had two hits, two walks and two steals at Charlotte (3/21) ... Earned the victory with 5.2 solid innings at Sacred Heart (3/27), with four strikeouts while also going 2-for-3 at the plate ... Had a two-run double with the eventual game-winning runs in a 6-5 win at Hartford on 3/28 ... Ivy League Honor Roll on 4/12 ... Batted .462 for the Crimson with a .500 on-base-percentage and an .846 slugging percentage with two doubles and a home run -– all against Penn on 4/10 .... Batted 5-for-7 against Penn with four RBI including a game-tying two-run homer late in the first game, a 10-9 Harvard win ... Earned a win in relief with three strikeouts in 2.2 innings while also collecting a hit in a 13-12 win over Northeastern on 4/13 ... Was 2-for-5 with an opposite field homer against Massachusetts on 4/21 ... Earned a save against yale on 4/24 as he struck out the only batter he faced with the bases loaded ... Had a hit in both games of a doubleheader at Yale including a home run on 4/28 while also throwing two scoreless innings ... Was 2-for-4 with five RBI in a win against Dartmouth on 5/1 and earned a save in the nightcap with two hitless innings.
Freshman (2009):
Made 11 appearances and eight starts as a positional player and made nine pitching appearances ... Started at DH in the season opener at Jacksonville State (3/06) ... Had two hits in the second game of a doubleheader at JSU on 3/07 ... Threw two hitless innings of relief at JSU on 3/08 ... Threw three innings of one-hit, one-run relief at Louisiana-Monroe on 3/23 ... Drew a pinch hit walk in a win over Princeton on 4/5 ... Had a pinch hit single in a win over Northeastern on 4/28 ... Played his summer baseball in the NYCBL for the Brockport Riverbats where he started 29 of his 33 games and batted .282 with 10 extra base hits, 19 RBI and also made three pitching appearances.
High School:
Four-year letterwinner in baseball, two-year letterwinner in basketball and two-year letterwinner in cross country at the Honeoye Central School ... Two-time captain of baseball team ... Two-time Finger Lakes Player of the Year ... Section V tournament MVP as a junior ... All-Greater Rochester and first team all-state as a senior ... member of four straight league championship team ... Set sectional records for walks, triples, runs batted in, hits and runs scored in a season ... Owned sectional records for career triples, runs batted in, runs scored and owns state records for triples in a season and a career ... Class salutatorian ... AP Scholar ... National Honor Society ... Line Drive Baseball School Instructor ... Father, Philip, played baseball at Ohio University.


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Grievance Procedures for Faculty and Staff
|Original Policy Source
|Bylaws of Northern Illinois University - Article 11
|Policy Approval Authority
|University Council
|Primary Audience
|Effective Adoption Date
|Last Review Date
|Policy Category/Categories
Faculty & Academics
11.1 Preamble
11.1.1 Northern Illinois University has a tradition of collegiality and shared governance and strives to maintain that as a mainstay of its institutional culture. This University is a community of those whose varied functions, responsibilities, and contributions are supportive of the instructional, research, and service mission of the institution. Civil and professional interactions among all faculty and staff are essential to support that mission in an effective, efficient, and ethical manner.
11.1.2 Therefore, it is crucial for the University to ensure the right of all faculty and staff (supportive professional staff and operating staff) to perform their individual and collaborative roles in an environment that is free from incivility, misuse of authority, intimidation, retaliation, and infringement upon personal and academic freedoms. In order to provide recourse for allegations of inappropriate treatment by other faculty and staff, the following procedures will be used. This is intended to be consistent with the Preamble to the Northern Illinois University Constitution, which declares, "Respect for the intrinsic dignity of each member of the University community, both by the University itself and by each member of that community, is the basic cornerstone governing all community activities." The purpose of these procedures is to provide for orderly disposition of disputes and to facilitate reasonable resolution of matters considered.
11.1.3 Throughout these procedures, all persons involved should exercise discretion in receiving and transmitting information pertaining to the complaint.
11.1.4 These grievance procedures are not applicable to faculty and staff governed by collective-bargaining agreements or student employees, including graduate assistants. Persons in employment categories covered under collective-bargaining agreements shall be limited to filing grievances in accordance with the provisions of those agreements.
11.1.5 In employing these procedures, the definitions in Section 11.11 (Appendix) of this document will apply.
11.2 A Summary of Time Lines for the Grievance Process
Note: A grievant or respondent may request an extension of the time lines stated in these procedures, and this request will be granted if warranted (Section 11.10(c)).
11.2.1 Informal Complaint (Section 11.4): Identification and discussion of grievable treatment as defined in Section C.
11.2.2 Initiating Formal Grievance (Section 11.5.1): Submit formal grievance form and documentation within 40 work days of the time the grievant knew of or should have known of the grievable act, or within 10 work days after being informed of the formal dismissal of the complaint by a University body for want of jurisdiction.
11.2.3 Response to the Initiation of Formal Grievance (Section 11.5.1): Respondent(s) report on attempts to resolve the matter, within 10 work days. A move to the University level, as described in section 11.5.2, may be made at any time after this step.
11.2.4 Appealing to Higher Level (Section 11.5.2): If the grievance is not resolved, written appeal may be made to the person next highest in the respondent(s)' administrative chain, within 10 work days after receiving the response to the initial appeal.
11.2.5 Response to Appeal (Section 11.5.2): The person appealed to is to respond within 15 work days.
11.2.6 Non-response (Section 11.10(c)): Failure of a respondent to comply with response timelines allows the grievant to advance to the next step of the
procedures within 5 work days after the time limitation specified in the timelines.
11.2.7 Continuing Appeal (Section 11.5.2): Steps 11.2.4 and 11.2.5 may be repeated stepwise up the administrative chain, to the vice president; the vice president may intervene earlier; and the grievant may elect to bypass the remainder of the administrative chain and appeal directly to the University level.
11.2.8 Moving to the University Level (Section 11.5.3): If the grievance has not been resolved, a grievance hearing may be requested by submitting the formal grievance form, and documentation, to the Executive Secretary of the University Council within 20 work days after exhausting the series of discussions of sections 11.5.1.and 11.5.2. The Executive Secretary immediately transmits this information to the senior administrator responsible for human resource services (SARHRS).
11.2.9 Pre-hearing Communication (Sections 126.96.36.199 (b) and (c)): The Executive Secretary forwards the grievance form and documentation to the respondents within 5 work days, and within 10 work days, forwards to the grievant and respondent the names of panel members eligible to serve on the Grievance Committee.
11.2.10 Response to Potential Members of the Grievance Committee (Section 184.108.40.206 (d)): The grievant and respondent(s) have 5 work days from receipt of the panelists' names to request the Executive Secretary to exclude people from consideration as members of the Grievance Committee.
11.2.11 Establishing Grievance Committee (Section 22.214.171.124 (e)): The Executive Secretary and the SARHRS will select the members of the Grievance Committee within 10 work days of there being a list of acceptable members.
11.2.12 Remanding by Grievance Committee (Section 126.96.36.199 (g)): The Grievance Committee may, within 10 work days, remand the matter to another party (or parties) for further consideration. The Executive Secretary immediately notifies the grievant and respondent(s) of the Committee's decision.
11.2.13 Convening Grievance Hearing (Section 126.96.36.199 (h)): If the Grievance Committee agrees a hearing is warranted, it shall be scheduled to convene within 15 work days and, once scheduled, the Executive Secretary shall immediately notify the grievant and respondent(s) of the date, time, and location of the hearing.
11.2.14 Grievance Committee's Decision (Section 184.108.40.206 (a)): After the Committee reaches a final decision, the chair of the Committee will transmit that decision to the President, the SARHRS, the Executive Secretary, the grievant, and the respondent(s), within 5 work days after last convening.
11.2.15 President's Response (Section 126.96.36.199 (b)): The president will respond as expeditiously as is practical.
Note: If a grievance involves an Affirmative Action complaint, also see Section 11.7.
11.3 Grounds for Grievances
11.3.1 These procedures provide opportunity for a faculty or staff member to seek resolution of allegations of unfair treatment in the workplace by other members of the University faculty or staff. They may also be used by University staff engaged in academic activities for allegations of violation of their academic freedom. (Allegations of violation of the academic freedom of faculty are dealt with by procedures in Bylaws Article 10.) Grievances may include good-faith claims of (a) sexual harassment or discrimination, including excessive impact unrelated to professional qualifications, of the actions or inaction of others (University Affirmative Action policies and procedures may also be invoked); (b) appeal of reprimands or other records placed in an employee's personnel file; (c) appeal of disciplinary actions including dismissal for cause of SPS employees (Civil Service employees refer to specific procedures for Operating Staff); or (d) arbitrary, capricious, or oppressive treatment pertaining to the application of benefits, terms and conditions of employment (including the creation of a hostile work environment within the employment context), personnel reviews, and performance evaluations.
11.3.2 Exceptions. These grievance procedures apply only to claims that are not expressly covered under other University, Board of Trustees, or state procedures. Alternative procedures exist for the following matters (220.127.116.11. – 18.104.22.168.), which shall not be subject to this grievance procedure:
184.108.40.206 Claims regarding faculty personnel matters involving promotion, tenure, sabbatical leave, merit salary increase, sanctions, or dismissal for cause shall be administered in accordance with academic procedures in college bylaws and policies and the University Constitution and Bylaws. A separate procedure applicable for allegations of inappropriate treatment in considerations of faculty promotion or tenure is provided in Bylaws Article 7, and a separate procedure for allegation of violation of a faculty member's academic freedom is provided under Bylaws Article 10.
18.104.22.168 Disciplinary proceedings involving suspension, demotion, or discharge for Operating Staff employees must follow provisions established by Human Resource Services pursuant to the State Universities Civil Service System Statute and Rules.
126.96.36.199 Allegations of research misconduct shall proceed as prescribed in "Research Integrity at Northern Illinois University" (Academic Policies and Procedures Manual, Section I, item 2), except that, in addition, these grievance procedures may be followed in the case of an allegation that an instance of research misconduct caused personal harm to the complainant.
11.4 Informal Procedures
The University encourages the maintenance of a positive employee-relations environment that includes effective communication and feedback and attempts to informally resolve complaints. The University strongly encourages attempts to resolve issues through informal procedures, beginning at the lowest appropriate level. Initial attempts will normally include discussions with those alleged to have committed the action or conduct described in section 11.3. A request for mediation or alternative informal resolution options may be made to the office of the SARHRS. Where confidential mediation or alternative resolution option is agreed to by the parties, such process may be used as a substitute for this grievance procedure to conclusively resolve grievable issues. The complainant must be notified of the right to end the informal process at any time and initiate a formal grievance (section 11.5), and in some situations (such as situations involving violence or the threat of violence), informal conciliation may not be appropriate. In such cases, response should follow procedures established in accordance with Illinois state law, including workplace violence protocols, and established threat assessment procedures.
11.4.1 Facilitation. In an effort to resolve complaints without recourse to a formal hearing, those involved in the discussions are urged to invite the assistance of other University employees or offices, such as, but not limited to, the University Ombudsman, Human Resource Services, and/or the Faculty and SPS Personnel Advisor, to facilitate communication and strive toward resolution of disputes. In all discussions the complainant shall have the right to choose, and be accompanied by, any NIU faculty or staff member as a non-participating adviser, other than a person acting in the capacity of legal counsel. As these discussions look toward conciliation, no transcript or recording shall be made.
11.5 Formal Procedures.
Should the problem not be satisfactorily resolved on an informal basis, the complainant becomes a grievant and should initiate the formal grievance procedures of section 11.5.3. Reports of violations of these grievance procedures shall be directed to the SARHRS. The SARHRS (or designee) will refer reports concerning faculty to the Executive Vice President and Provost. If the person to whom this report is to be referred is the respondent, the report will be directed upward in the organizational chain to an appropriate official for action and response to the grievant.
11.5.1 Step I. If the complaint is not resolved informally to the complainant's satisfaction, he or she may submit a formal grievance, specifically citing a grievable act as defined in section 11.3. The formal grievance shall be presented via a signed grievance form provided by the SARHRS for this purpose and shall be accompanied by any supporting documents. This form is to be submitted within forty (40) work days of the time the grievant knew of or should have known of the grievable act, or within ten (10) work days after being informed of the formal dismissal of the complaint by a University body for want of jurisdiction or after failure of informal efforts to resolve the matter. It is to be submitted to the Office of the SARHRS, and that office will immediately refer it to the named respondent(s) and to others whom that office assigns as respondents. The designated respondents may attempt to resolve the matter and/or provide a response to the allegation(s), and will report the result/decisions in writing, within ten (10) work days of receiving the form, to the grievant and to the SARHRS, who will immediately provide the grievant with notification of the next action and its time frame.
11.5.2 Step II. If the grievance has not been resolved to the grievant's satisfaction at Step I, he/she may submit a written appeal to the next person upward in the organizational chain from a named respondent, within ten (10) work days of the receipt of the response in Step I. That person will attempt to resolve the matter and/or provide a response to the allegation(s), and will provide a written response to all parties, and to the vice president of the division of the University in which the grievant is employed, within ten (10) work days of receiving the appeal. This step may be repeated to each successive step in the organizational chain up through the level of vice president, and the vice president can intervene before the latter level is reached. In the event that a divisional committee is established to hear grievances, this committee may serve in lieu of a person in the organizational chain, at the discretion of the vice president.
Alternatively, if the grievance has not been resolved to the grievant's satisfaction at Step I, he or she may proceed directly to Step III, the initiation of a formal grievance at the University level. If this is done, the University Grievance Committee may remand the grievance to any level in the organizational chain that has been omitted.
If, at any stage, a violation of University policies, procedures, or regulations, or of legal standards is found to have taken place, the administrator identifying that violation shall direct the necessary administrative steps to resolve the matter through appropriate application of University policies or other actions as required. The written grievance of Step II shall be via the signed form and supporting documentation specified in Step I. The SARHRS is to be notified by the grievant, in writing, each time the grievance is referred to a different person.
11.5.3 Step III. If the grievance is not resolved to the grievant's satisfaction at Step II of the formal complaint procedures (section 11.5.2), the grievant may initiate a formal grievance at the University level, by requesting a hearing by the Grievance Committee (see Section 188.8.131.52).
22.214.171.124 Representation on the Grievance Committee
(a) Three categories of employment are recognized in this document: faculty, operating staff, and supportive professional staff. Members of the Grievance Committee shall be drawn from the employment category(ies) to which the grievant and respondent(s) belong. For purposes of determining Committee composition, a faculty member who has an administrative appointment above the level of department chair will be considered in the faculty category if his or her involvement in the grievance is due to his or her actions as a faculty member and will be considered in the supportive professional staff category if his or her involvement is due to his or her actions as an administrator.
(b) At the beginning of each academic year, each of the following three bodies shall forward the names of at least 15 members of its constituency, by a method and for duration of service specified by that body: Faculty Senate, Operating Staff Council, Supportive Professional Staff Council. Each of these three groups of at least 15 persons will serve as a panel from which a Grievance Committee can be chosen for a particular grievance. If all parties in the grievance are from the same employee classification, the Grievance Committee shall be composed of five panel members from that employee classification. If the grievant and respondent(s) are from more than one employee classification, the Grievance Committee shall be composed of two panel members from each of the classifications and one member of any of the three panels designated jointly by the SARHRS and the Executive Secretary of the University Council. Members of the Committee may not include the grievant, a respondent, a person employed in the grievant's or a respondent's academic department or similar administrative work unit, a member of the grievant's or respondent's household, or a hearing witness. The grievant and the respondent(s) each have the right to request exclusion from Committee membership any panelist(s) as described in Section 184.108.40.206 (d). Also, any panelist can request to be excluded on the basis of a real or potential conflict of interest or personal relationship. The panel members to compose the Grievance Committee shall be selected as described in section 220.127.116.11 (e) and the chair of this committee will be appointed in accordance with section 220.127.116.11 (f).
(c) All formal actions of the Grievance Committee require an affirmative vote of at least a majority of the committee members.
126.96.36.199 The Pre-Hearing Process
(a) A written request for a hearing by the Grievance Committee, signed by the grievant, shall be presented to the Office of the Executive Secretary of the University Council on the form provided by that office for this purpose. The information on that form shall include (1) the names of those persons or offices that possibly contributed to the adverse situation described in the grievance, (2) a list of the specific actions(s) or inaction(s) alleged to constitute the grievable acts, (3) the names of witnesses who might provide useful information to the Grievance Committee, (4) a report of the final disposition of Step I and Step II in the grievance process (without including disclosure of the content of any settlement efforts), and (5) the requested intra-institutional actions of remedy or redress. Submission of this form shall be accompanied by any supporting documents. The signed original, and one complete copy, of the form and accompanying materials must be submitted no later than 20 work days after completing the processes described in Step I (Section 11.5.1) and Step II (Section11.5.2). Immediately upon receipt, the Office of the Executive Secretary will submit the copy of these materials to the SARHRS, who will be responsible for compiling and maintaining records of the grievance.
(b) Within five (5) work days of receipt of a request for a grievance hearing, the Executive Secretary of the University Council will forward a copy of the grievance form and accompanying materials to the respondent(s). Each respondent shall have 15 work days to submit a response to the Executive Secretary, who will forward a copy to the grievant, except that information of a confidential nature concerning parties other than the grievant and respondent(s) may be redacted by the Executive Secretary at his or her discretion.
(c) Within ten (10) work days of receipt of the request for a hearing, the Executive Secretary of the University Council will forward to both the grievant and the respondent(s) the names of all the appropriate panel members eligible to serve on the Grievance Committee.
(d) Within five (5) work days from receipt of panelists' names, the grievant and respondent(s) may request of the Executive Secretary that persons on the list be excluded from consideration as Grievance Committee members. Reasons for exclusion from the list shall be given and may include personal or professional conflicts of interest, past interpersonal disputes, and other indicators of possible inability to serve in an objective manner. If, after exclusions, there remains on a panel an inadequate number of representatives from any constituency group to form a Grievance Committee, the Executive Secretary will contact the president of the appropriate representative body to request additional appointments in order to achieve the requisite number of people from that constituency group.
(e) Within ten (10) work days of the establishment of a pool of acceptable candidates, the Executive Secretary and the SARHRS will select the Grievance Committee from members of the appropriate panel(s), and shall convene the Committee, using such considerations as members' availability.
(f) The members of the Grievance Committee will elect one of their number to act as chair of the Committee. The chair will be responsible for facilitating the hearing process.
(g) The Grievance Committee will review all submitted materials and return with one of the following options within ten (10) work days after first convening. It will grant the request for a hearing if it determines there are sufficient grounds and if the grievance issues have not been adequately resolved; it may request additional information from anyone it deems necessary; it may remand the matter to another individual or individuals for further consideration, including supervisory personnel who may have been bypassed in the initiation of the University-level grievance; or it may deny the request for a hearing. A denial of the request for a hearing concludes the grievance process. The Executive Secretary shall immediately notify, in writing, the grievant and the respondent(s) of the Committee's decision. No further information shall be provided to the grievant in this case.
(h) Should the Committee decide, by a majority vote, that a hearing is warranted, it shall be scheduled to convene within 15 work days. Once scheduled, the Executive Secretary and SARHRS shall immediately notify, in writing, the Committee, the grievant, and the respondent(s) of the date, time, and location of the hearing, and shall send to the grievant and respondent(s): A copy of the pertinent policies and procedures from relevant sections of university and Board of Trustees policies, along with the University Constitution and Bylaws, and such other documents as concern the rights of the grievant; In cases involving dismissal for cause of SPS personnel, a copy of the specific charges against the grievant constituting just cause for dismissal; A summary of the principal evidence presented in support of the charge, and a preliminary list of the witnesses the university administration plans to call; The names of the members comprising the Grievance Committee; A formal invitation to attend the hearing, and notice of the right to be accompanied at the hearing by an adviser of the grievant's and/or respondent's choice and legal counsel; and The date by which each party shall submit to the other a list of potential witnesses and copies of the documents which each party anticipates will be used or presented at the hearing. Sufficient time shall be provided to review these documents and prepare for the hearing. A copy of the Grievance Record composed of appeals and responses completed at earlier steps of the grievance procedure, written request for the hearing, and supporting documentation.
126.96.36.199 The Hearing Process
(a) The Committee may request legal counsel support for itself concerning procedural and substantive matters related to the hearing process from the University General Counsel, or designee, and may have such counsel in attendance as an advisor at all its meetings. The grievant and respondent(s) are entitled to consult with any person(s) they choose, prior to or outside of the hearing. In addition, each party is allowed to have present during the hearing one non-participating adviser. The hearings shall be closed to all other non-participants. Witnesses shall be present only if invited by the Committee, and only when providing testimony or being otherwise involved as invited by the Committee.
(b) In the hearing proceedings, the burden of proof that a grievable act was committed shall lie with the grievant, except in cases of dismissal for cause, when the burden of proof shall lie with the university.
(c) Prior to the hearing, the grievant and the respondent(s) shall each deliver to the Grievance Committee all relevant written information and other material evidence supporting their respective positions, including a description of the original grievable act. All such information shall be made available to the grievant and respondent(s), and this information shall include the name of each person requested to be heard as a witness.
(d) The Committee will make an initial determination as to what evidence will be considered and which witnesses will be summoned. The Committee may solicit additional materials and information, and may summon additional witnesses at any time in the proceedings.
(e) A tape recording will be made of the hearing proceedings and will be maintained for no less than five years, along with associated documentation, in a secure location controlled by the office of the SARHRS.
(f) The specific hearing proceedings will be conducted consistent with these stipulations, and in a manner determined by the Grievance Committee.
(g) The grievant and respondent(s) are entitled to be present during any presentation by another party.
(h) The Grievance Committee may admit any evidence it feels may be important in addressing the issues under consideration, including written or oral testimony from any persons who might provide evidence or information relevant to the grievance. Every effort shall be made by the University administration to secure any such evidence identified by the Committee. All such evidence shall be available to the grievant and to the respondent(s).
(i) Where, for appropriate reasons, any witness is unable to appear personally at a hearing, a signed written statement may be accepted by the Grievance Committee. The Committee shall make such statements available to the grievant and to the respondent(s) and shall allow the grievant and respondent(s) to submit written or oral responses to such a statement.
(j) The Grievance Committee will adjourn and reconvene as it deems necessary to enable the presentation and consideration of necessary and appropriate evidence, in every action moving as expeditiously as possible.
(k) The SARHRS shall ensure the participation of all respondents and witnesses summoned by the Grievance Committee, including the guarantee of work-release time as necessary for participation. Any employee, other than a party in a privileged communication, who does not fully respond to a reasonable request from the Committee, may be considered insubordinate. Upon establishment of a privileged communication, testimony will be limited to what is not privileged.
(l) The grievant, the respondent(s), and each member of the Grievance Committee shall have the opportunity to question each witness. Grievants and respondents may not question each other without express permission of the chair of the Committee.
(m) Following conclusion of the presentation of all evidence and the testimony of all witnesses, the Grievance Committee shall convene in private session for closed deliberation and judgment.
(n) During the development of its decision and recommendations, the Grievance Committee may, at its discretion, consult with any person not participating in the hearing, including University administrators and legal counsel. It may not, however, accept additional evidence or witness testimony without formally reconvening and providing the grievant and respondent(s) the opportunity to attend and to hear and respond to such evidence or testimony.
(o) The Grievance Committee shall determine its findings and shall attempt to develop one or more recommendations. The Committee is charged, not with determining guilt or innocence, but, rather, with proposing what, if any, action should be taken. The Committee should decide, by consensus if possible, whether and what institutional action(s) might be taken to rectify the grievance. The Committee may also consider findings and make recommendations designed to prevent future concerns similar to those of the grievance from arising.
(p) Except as may be necessary to arrive at its decision and to prepare the formal reports required by this procedure, Grievance Committee members will not disclose to any person any information that was acquired through their participation in any stage of the grievance process, unless so compelled by a court of law. The same restriction shall apply to all individuals who may be consulted by the Committee at any stage of the hearing process. It shall be the responsibility of the chair of the Grievance Committee to inform all involved of these requirements.
220.127.116.11 The Post-Hearing Process
(a) Within five (5) work days of the Grievance Committee's decision, the chair of the Committee shall forward a written report of its finding and recommendations to the Presisdent of the University, the Executive Secretary of the University Council, the SARHRS, the the grievant, and the respondent(s). This report need not contain negative judgment of the actions of any party and it may include recommendations for systemic change, such as modification of procedures or working conditions.
(b) After receiving the report, the President shall respond in writing, as expeditiously as is practical in one of the following ways: (1) remand the matter to the Grievance Committee for further action or consideration, indicating the issues warranting further attention, and meeting with the Committee to discuss those issues if the President or the Committee so desires, (2) issue an administrative directive designed to resolve the situation. This response shall be issued to the SARHRS, the Executive Secretary of the University Council, the grievant, the respondent(s), and the Grievance Committee. Any administrative directive will be addressed to those persons or policy-making bodies whose actions may be necessary for the directive's implementation. Those persons or bodies will also be provided with those aspects of the grievance findings necessary to understand the nature and purpose of the actions to be implemented.
(c) Except in cases involving dismissal for cause of SPS personnel, the response of the President is the final step in the University's grievance process. In cases involving dismissal for cause of SPS personnel, if dismissal or other penalty is recommended, the grievant shall have five (5) working days from receipt of the President's decision in which to request that the President transmit the record of the case to the Board of Trustees. If the grievant fails to respond within the five days provided, the President may forward the case to the Board of Trustees on his or her own motion, or the President may refuse to forward the case and the matter shall be considered closed at that point. The Board of Trustees is not obligated to consider the case even if forwarded to it for a decision.
If the Board of Trustees agrees to consider the case, the following procedure is recommended. The Board's review should be based on the record of the proceedings conducted by the Grievance Committee. At its discretion, the Board of Trustees may provide opportunity for argument (written, oral, or both) by the principals at the hearing, or by their representatives. Either the decision of the Grievance Committee shall be sustained, or the matter will be returned to the Grievance Committee with specific objections. The Grievance Committee should then reconsider the matter, taking into account the Trustees' stated objections, and receiving new evidence if necessary. It is recommended that the Board of Trustees make a final disposition of the case only after studying the Grievance Committee's reconsideration.
11.6 Conflicts of Interest
(a) In the event that a grievance is related to the actions of a supervisor, who would act as a respondent, the grievant or the SARHRS may advance the grievance to the next organizational level. Informal efforts of reconciliation should still occur. If the grievance is filed by an employee who reports directly to a vice president or the President, and circumstances prevent using Steps I or II above, then the grievant may submit an appeal directly to the President (or designee) under the procedures of Step II. If, thereafter, the grievance is still unresolved, the grievant may initiate a formal grievance at the University level in accordance with the provisions of Section 22.214.171.124.
(b) In cases that originate with a grievant or respondent in Human Resource Services or any other unit supervised by the SARHRS, all duties and roles assigned to the office of the SARHRS shall be assigned to the University General Counsel (or designee) who will coordinate the grievance process.
11.7 Affirmative Action Complaints
(a) Official University complaint procedures exist pertaining to allegations of discrimination or harassment on the basis of race, color, sex, age, marital status, sexual orientation, national origin, religious views or affiliation, disability or handicapped status, veteran's status, or retaliation for having alleged (or for supporting allegations of) discrimination. Complaints of discrimination or sexual harassment may be filed with the Office of Affirmative Action and Diversity Resources, and grievances alleging discrimination or harassment may also be filed by means of this grievance procedure. It is recommended that access to affirmative-action procedures be initiated as soon as affirmative-action issues are identified. Doing so will not alter the timelines of the grievance process. However, absent waiver or extension by the grievant, all relevant timelines contained in these procedures must be complied with.
(b) In the event that a grievance involves an affirmative-action issue, the respondent(s) at any given step may consult with the Affirmative Action Officer (AAO). The vice president (or designee) in Step II, or the Grievance Committee, may also refer all or portions of a grievance to the AAO for investigation and disposition. Such a referral will indicate a specific timeframe for completion of the investigation and any related report(s), established by the AAO in consultation with the vice president (or designee) or Grievance Committee, and any relevant timelines for response under this grievance procedure will be extended to incorporate the specific timeframe provided by the AAO for an affirmative-action investigation. The AAO will inform all parties if the time frame is extended. The extension is limited to 45 work days. Should a grievance involving allegations of discrimination or harassment be filed or processed subsequent to the completing of an affirmative-action investigation, the results of the investigation (contained in an appropriate summary or final report provided to the parties) shall be considered part of the record included with the grievance. Materials and records obtained in the course of an Affirmative Action Officer's investigation are confidential and not accessible within the grievance process. Investigator's notes, draft reports, and documentation not included in or attached to a final report shall be considered confidential business records, not available to the parties, and will be maintained in a separate confidential file by the AAO. The University is legally required to enforce applicable legal standards pertaining to discrimination and/or sexual harassment. Therefore, immediate responses may be required when such matters are reported to a supervisor or the AAO. In the event that a grievant elects to pursue an appeal involving an allegation of discrimination pursuant to Section 7.2.5 of the Constitution and Bylaws, the outcome of any such appeal will be reported to the Affirmative Action Officer (AAO) by the respective Hearing Board. Thereafter, the AAO may consider this record in determining whether a further investigation is warranted in the event that the same or a similar complaint is filed by the grievant under alternative university procedures for complaint and investigation.
11.8 Special Cases
(a) Appeals of personnel reviews or performance evaluations for status Operating Staff employees shall be administered pursuant to these grievance procedures, except in cases where a grievant is an employee covered by a collective-bargaining agreement.
(b) Appeals of salary increases (not including faculty appeals of merit ratings) shall follow Steps I and II of these grievance procedures. Operating Staff may appeal to a Salary Review Committee in accord with University procedures. Affirmative Action appeals which include salary increase issues in relation to an allegation of discrimination, retaliation, or harassment shall follow the University Affirmative Action complaint procedures and/or successive steps of these grievance procedures.
(c) Multiple grievances, submitted by one or more grievants, on the same or similar topics and within 30 work days of the initial grievance, may be consolidated on the recommendation of the SARHRS in consultation with the Executive Secretary, and approval of the grievant(s), and presented as a package to the respondent(s) at any stage of the grievance process.
(d) Upon the recommendation of the SARHRS and approval by the grievant, a grievance may be referred directly to any higher level in the grievance process, thereby bypassing any preliminary steps as indicated. The named respondent(s), if any, shall be notified of any such referral and provided with the opportunity to place their responses in the grievance record.
11.9 Retaliation
Retaliation is strictly prohibited against any individual(s) who participate(s) in the process in the following manner(s) utilizing the grievance procedures, providing information under these procedures, cooperating in an investigation under these procedures, serving as a witness in a grievance hearing, or otherwise participating in grievance proceedings. Claims of retaliation in Steps I and II should be reported to the SARHRS, and in Step III to the SARHRS and the Executive Secretary, and proven claims will subject the offender(s) to corrective measures, including disciplinary action.
11.10 Administrative provisions relating to the grievance procedure
(a) The Board of Trustees has delegated authority to the President of the University with respect to certain matters regarding University operations. Under this delegation of authority, specific University administrators and offices are assigned responsibilities with respect to the conduct of University operations and personnel procedures. Should a grievance proceed through the process and result in a recommendation by the Grievance Committee, this recommendation shall be forwarded to the President, who will make the final determination with respect to implementing or amending the recommendation, or returning it to the Grievance Committee for additional consideration. All final dispositions of formal grievances are subject to applicable laws; University rules, policies, and regulations; and approval of the President.
(b) Grievances citing an employee's action unrelated to supervisory actions shall be referred to the appropriate supervisor of that employee.
(c) Failure of a grievant to comply with the time limits set forth in these grievance procedures shall result in nullification of the grievance. However, the grievant or a respondent may request of the SARHRS, if in Steps I or II of the process (11.5.1. and 11.5.2), or of the Executive Secretary of the University Council if in Step III (11.5.3.), an extension of the time limits stated in these procedures. The SARHRS or Executive Secretary, as appropriate, will so inform the grievant and each respondent; will consider that request expeditiously and, if they believe that unusual circumstances warrant the extension, will approve it on behalf of the University and so inform all parties. A grievance involving the same matter or set of issues may not be resubmitted. All University administrators and supervisors are responsible for making timely responses to grievants. Failure of a respondent at a given step in these grievance procedures to comply with the response time frames shall allow the grievant to advance to the next step of the procedures within five (5) work days of the time limitation set forth in the previous step, and based upon the responses provided at prior steps.
(d) Grievants alleging violation of University policies shall identify the alleged violator(s) and shall identify or describe one or more grievable acts as defined in Section 11.3. The grievant may include a requested remedy to resolve the grievance at Step I. If requested by the grievant, supervisors and University representatives giving responses at Steps I through III shall provide additional information as necessary to further clarify or define the issues.
(e) In each case where a faculty or staff member alleges grounds for a grievance, that person shall have the responsibility for proving a case by preponderance of the evidence, in accordance with the stipulated procedures. In cases of dismissal for cause of SPS personnel, the burden of proof shall lie with the university.
(f) Grievance responses provided under these procedures shall be consistent with applicable legal standards and with official University rules and regulations.
(g) At any step in the process, the grievant and/or the respondent may consult with or otherwise enlist the assistance of appropriate individuals such as, but not limited to, the Ombudsman or – for grievants who are faculty or Supportive Professional Staff – the Faculty and SPS Personnel Advisor, in the filing of a grievance or in seeking resolution of the grievance. During any stage of these grievance procedures (Step I through a grievance hearing), the grievant may be accompanied by a non-participating adviser of his/her choosing. The presence and participation of attorneys who are of counsel to parties is limited to hearing proceedings involving discharge or other panel or hearing board or arbitration venues to which grievances may be referred. The University reserves the right to also have an attorney present in the event of such participation.
(h) During the grievance process, any party to a grievance may request official interpretations of University rules, policies, procedures, and regulations from the SARHRS. The SARHRS will refer the request to other University authorities, as appropriate, in order to obtain an expeditious official interpretation.
(i) Employees may be held responsible for maintaining appropriate standards of professional conduct, in accord with University policies and procedures, at all times. Employees may participate in conciliation efforts or grievance dispositions during periods outside their appointments if all the parties so agree. Days on full leave of absence shall be considered as time outside of the period of the appointment for purposes of these grievance procedures.
(j) A grievance may be withdrawn by the grievant at any stage during the process.
(k) Throughout the grievance process, the grievant shall fulfill her/his assigned professional responsibilities with the University.
11.11 Appendix
11.11.1 Definitions
(a) Adviser. A person present at a grievance hearing, who in no way participates in the formal proceedings but may privately advise a hearing participant to the degree that the Grievance Committee determines that such advising does not interfere with the conduct of the hearing.
(b) Complainant. A University employee presenting a complaint.
(c) Complaint. An allegation that there has been an adverse situation as described in Section 11.3.
(d) Dismissal for cause. Termination of employment prior to the expiration of an employee's contract period. Documentation sufficient to establish just cause for dismissal is required. Dismissal will not be used to restrain employees in the exercise of their constitutional and legal rights.
(e) Executive Secretary. The Executive Secretary of the University Council.
(f) Grievance. A formal, written allegation, not resolved by the informal efforts of Section 11.4, that there has been an adverse situation as described in section 11.3.
(g) Grievant. A University employee presenting a grievance.
(h) Observer. A person who is present at a grievance hearing but is in no way a participant or an adviser while the hearing is in session.
(i) Party. The grievant or the respondent(s) are defined as parties to this process.
(j) Privileged communication. Written or oral communication not subject to disclosure under these procedures because it arises from the relationships of either patient and health-care practitioner (including mental health counselor), victim and violent-crime counselor, client and attorney, source and news reporter, counselee and member of the clergy, spouse, or member of the immediate household, as well as that arising from interactions with persons in their role of University Ombudsman, Faculty and SPS Personnel Advisor, Employee Wellness and Assistance Program counselor, Employee Relations counselor, or other University employee acting in an official role as a counselor. In the event that state law changes in a fashion to expand the above or similar relationships, this definition shall be interpreted and applied so as to comply with the changes in the law.
(k) Respondent. A person whose action or inaction is identified as possibly contributing to the adverse situation described in the grievance.
(l) SARHRS. The senior administrator responsible for human resource services (whose exact title may change) or designee. As indicated in Section 11.6(b), in cases that originate with a grievant or respondent in Human Resource Services or other units supervised by the SARHRS, all duties and roles assigned to the office of the SARHRS shall be assigned to the University General Counsel (or designee) who will coordinate the grievance process.
(m) Work days. All days during which the University is normally scheduled for operations, excluding weekends, official holidays, and closure periods. For employees on appointments of less than 12 months per year, "work days" do not include any days outside of the period of their appointment.
(n) Workplace. A location in which employment duties are performed for Northern Illinois University and are subject to the direction, terms, and conditions of employment of the University.
Amendment approved by University Council on 04/30/2008.
Amendment approved by University Council on 04/27/2011.
Editorial revisions to update "Vice President for Human Resources" to "Vice President of Administration" made 12/18/2012.
Editorial revisions to update "Vice President of Administration" to "senior administrator responsible for human resource services" approved by University Council 04/02/2014.
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Nov. 07, 2017 – Tom Jakobs' professional aspiration is as daunting as it is admirable.
"I specialize in helping people with very severe disabilities to live more independently and to pursue their life goals," said Jakobs, founder of the nonprofit corporation, Be Extraordinary* (Be-X).
It's a pursuit easier said than done, but Be-X's track record speaks for itself. According to the organization's website – be-x.org – it has an 84% success rate in terms of promoting its clients' quality of life through the effective use of technology. A bioengineer, Jakobs said that kind of success is determined on a case-by-case basis. "Sometimes success is just having a little more ability that what you had before," he said.
Jakobs is the 25th person to be featured in Arvest Bank's People Helping People video series. The series is designed to celebrate individuals in the communities Arvest serves who are uniquely making a difference.
In the case of Shawn Egan, Jakobs' – and Be-X's – charge was to give him the capability to use a phone. Egan suffered a spinal cord injury while cutting a tree that left him paralyzed. Through years of patience that included securing grant money in addition to numerous technical trials and errors, Be-X finally was able to find a solution that allows Egan to independently place and receive calls, as well as text.
The result is that he can help with his family's rental business, and he also serves on a couple of local boards of directors. Having that capability is beyond what Egan set as a goal for himself after his injury. "When I got hurt back in 2011, that was my big goal then – and that's still my goal – is to get my kids out of school," Egan said. "Just be here long enough to see they get graduated, they become adults, and they move into the life that they want." Even so, thanks to the efforts of Be-X, Egan is able to work from home and help his children with their homework, things that didn't seem possible at different times after his injury. In his words, that allows Egan "to contribute to society." And that's a big win for all involved.
About Arvest Bank
Arvest Bank operates more than 250 bank branches in Arkansas, Oklahoma, Missouri and Kansas through a group of 16 locally managed banks, each with its own board and management team. These banks serve customers in more than 120 communities, with extended weekday banking hours at many locations. Arvest also provides a wide range of banking services including loans, deposits, treasury management, credit cards, mortgage loans and mortgage servicing. Arvest is an Equal
Links marked with * go to a third-party site not operated or endorsed by Arvest Bank, an FDIC-insured institution.
Housing Lender and Member FDIC.
Submitted questions will be answered by an Arvest banker and may appear on the Arvest Blog.
All Arvest banks are Equal Housing Lenders and Member FDIC.
Investment products and services are provided by Arvest Investments, Inc., doing business as Arvest Asset Management, member FINRA/SIPC, an SEC registered investment adviser and a subsidiary of Arvest Bank. Trust services are provided by Arvest Bank. Insurance products are made available through Arvest Insurance, Inc., which is registered as an insurance agency. Insurance products are marketed through Arvest Insurance, Inc., but are underwritten by insurance companies.
Securities and Insurance Products: Not Insured by FDIC or any Federal Government Agency, May Lose Value, Not a Deposit of or Guaranteed by a Bank or any Bank Affiliate.