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Topic: Young Failurs with Girls?
As a teen do you think Boba Fett had a problem with the ladies? Or do you think he was tapping everything in sight?
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text:
Review Process and Procedure for EHRA Non-Faculty Employees
|Review Process and Procedure for EHRA Non-Faculty Employees
|Human Resources
|Dispute Resolution, Grievances, and Appeals
Chancellor: October 12, 2005; Board of Trustees: December 16, 2005; Amended: January 1, 2009; Revised December 2, 2013; Board of Trustees approved January 13, 2014; Revised July 2014, Board of Trustees approved September 19, 2014; Revised July 29, 2016; Board of Trustees approved transition from a Policy to a Regulation on February 16, 2018.
Assistant Vice Chancellor for Human Resources, (252) 328-9882
|Related Policies
Section 611 of the Code of the University of North Carolina, "Review of Personnel Actions Affecting Specified Employees Exempt from the State Personnel Act (EPA)"
|Additional References
bet356体育在线 Policy for Employees Exempt from the State Human Resources Act
Review Process and Procedure for EHRA Non-Faculty Employees(1)
East Carolina University is committed to fair and equitable treatment for all employees. The University administration is charged by law and University policy with managing and directing its human resources, including but not limited to workforce size, recruitment, training, work assignments, hours of employment, promotion, demotion, transfer, or dismissal. Where there are concerns or problems related to employment, employees, their co-workers and their supervisors are strongly encouraged to find informal means of resolving them. Employees may pursue formal requests in accordance with the Review Procedure outlined in section 4 below.
1. General Considerations
1.1. The University has established this Review Process and Procedure for those actions stated in Section 3 below.
1.2. EHRA Non-Faculty Employees (hereinafter "Employees") have the right to use this Review Process & Procedure ("Review Process & Procedure") free from threats or acts of retaliation, interference, coercion, restraint, discrimination, or reprisal. Employees and students may not be retaliated against for participating in a review as an employee, a witness, an employee assistant, or as a Review Committee member. Any person who retaliates against another person for exercising rights in good faith under this Review Process & Procedure will be subject to appropriate and prompt administrative action by the University.
2. The EHRA Non-Faculty Employee Review Committee (the "Committee")
2.1. Roles and Responsibilities of the Committee
The Committee hears requests for reviews brought by Employees covered by the Review Process & Procedure.
2.2. Composition of the Committee
The Chancellor(2) shall appoint five (5) EHRA Non-Faculty employees to serve as regular committee members representing EHRA non-faculty employees across the divisions of the University. Additionally, the Chancellor shall appoint three (3) EHRA Non-Faculty employees to serve as alternate Committee members. The Chancellor shall endeavor to have each division have representation on the Committee. All regular and alternate members of the Committee must be subject to the Review Process & Procedure.
The three (3) alternates will be appointed to: fill the unexpired terms of regular members who may leave the Committee; or, to serve in the event that a regular member is not available to serve or must recuse him/herself because of a conflict of interest; or, if the Employee is a member of the regular member's division. If an alternate is appointed to fill the unexpired term of a regular member, the Chancellor shall appoint a new alternate member to represent the division previously served by the replaced regular member.
Upon expiration of a regular member's term, a new member of the Committee will be appointed from among the three alternates and a new alternate will be appointed to represent the division previously served by the regular member whose term has expired.
The Committee's membership year is July 1 through June 30. New appointees assume membership on July 1 and expiring terms end on June 30 of each year. Membership may continue in the event that the Committee is actively hearing a case, or there is a currently pending review.
A Committee member may not participate in a review he or she brings on his or her own behalf, in any case in which he or she has been materially involved or in any case that arose within that Committee member's department or division in instances where a Vice Chancellor or division head is the respondent.
2.3. Appointments to the Committee
The Assistant Vice Chancellor for Human Resources is responsible for facilitating the work of the Committee, including orienting new members and managing this appointment process. For initial appointments, and subsequently on an annual basis in May or as soon thereafter as practicable, the Chancellor may send a memorandum to the Vice Chancellors requesting nominees. The Chancellor will send a letter of appointment to the selected individuals to fill the expired terms of regular and alternate members. When a vacancy occurs during a regular or alternate member's term due to inability to continue through the remainder of the unexpired term, the Chancellor2 will solicit a nomination from the head of the division represented by that regular or the alternate member, or another unrepresented division. The Chancellor2 will send a letter of appointment to the individual(s) selected to fill the unexpired term of the regular or alternate member(s).
The regular members of the committee will elect the Chair of the Committee ("Committee Chair" or the "Chair") annually in July or as soon thereafter as practicable. The Committee will also elect a vice chair, who will preside in the event that the Chair is unable to fulfill the requirements of this position. The Chair and Vice Chair are permitted to serve multiple terms.
3. Committee Jurisdiction and Request for Review Statement.
3.1 Requests for review are subject to the standards set out below, which define matters which may or may not be reviewed under this Review Process & Procedure. A University official may choose to offer a proposed resolution to a dispute without such offer conferring jurisdiction under this Review Process & Procedure where such jurisdiction is not otherwise present. Matters that can be reviewed shall be limited to claims that:
3.1.1 Discharge for cause or other disciplinary action violated the interpretation and application of any provision of The University of North Carolina Policy Manual Section 300.2.1.
3.1.2 Discontinuation, expiration of term appointments, or terminations with notice upon allegations of violations of the notice requirements, or the Equal Employment Opportunity and Protected Activity provisions of the University of North Carolina Policy Manual Section 300.2.1
3.2 Matters outside the Committee's jurisdiction. Absent a demonstration by the employee that the decision was based on a factor reviewable under the University of North Carolina Policy Manual Section 300.2.1, the Committee has no jurisdiction to review pursuant to the Review Policy and Procedure:
3.2.1. Dissatisfaction by an Employee with the general application of a University, School/College or Department policy, regulation, or practice or with a University official's decision-making on the grounds it is undesirable or inadvisable.
3.2.2. Complaints, reviews or appeals that are exclusively subject to another University procedure or are exclusively within the scope of another University committee such as, but not limited to, intellectual property determinations, research ethics, Campus Police trespass appeals, parking appeals or assignments, and health and safety concerns. The outcome of such matters may be presented to and considered by the Committee when they have a direct relevance to a matter which otherwise is within the scope of the process subject to the specific disclosure and confidentiality rules of the other University procedure or Committee.
3.3 Written Request for Review Statement Required
3.3.1 An Employee must file a written request review statement ("Statement") using the form available on the bet356体育在线 HR website (link provided above) with the Chair of the Committee.
3.3.2 Absent exceptional circumstances, the signed, written Statement shall be submitted within 20 working days of the decision cited in the Statement. The deadline for submitting the Statement may be extended only if, in the judgment of the Chair, there are significant extenuating circumstances. The act of filing a Statement does not extend employment.
3.4 Referral to the Office for Equity and Diversity
If the Statement submitted by the employee includes an allegation of prohibited discrimination and/or harassment based on a protected class as set forth in the University's Equal Opportunity, Harassment, and Non-Discrimination Policies, the Statement is first referred to the University's Office of Equity and Diversity ("OED") for assessment. The Statement is held in abeyance during any preliminary review and/or investigation by the OED. The OED will conduct a preliminary review to determine if part or all of the concerns outlined in the Statement are in the purview of the OED. The OED shall endeavor to complete its preliminary review within 10 working days but may, depending upon the specifics of the issues involved, request the Chair of the Review Committee (the "Chair") to provide additional time, if/as necessary. If the preliminary review determines that part or all of the concerns outlined in the Statement are found to be within the purview of the OED, the OED will investigate those concerns in accordance with the review procedures outlined in the Equal Employment Opportunity Plan. If there are no findings by the OED that result in a violation of the University's Equal Opportunity, Harassment and Non-Discrimination Policies, the OED will issue a notice of outcome to the Chair.
4. Review Procedures
4.1. Convening the Committee
Not later than 10 working days after receipt of the Statement, the Chair shall convene the Committee for its initial meeting. At this meeting or before, the Chair will provide the members of the Committee with an orientation covering the role and responsibilities of the Committee and a review of the process. At this meeting, the Committee shall review the Statement and determine whether the matter as stated falls within the jurisdiction of the Committee or not.
Relevant considerations include, but are not limited to, the employment status of the Employee and the subject matter of the concerns in the Statement.
If the matter is not eligible for review, the Committee may:
4.1.1 Allow the Employee to amend the Statement in writing within five working days of Employee's receipt of notice of an opportunity to amend his/her Statement. The Committee will review the amended Statement pursuant to Section 4.1 above; or
4.1.2 Dismiss the Statement, in writing, for failure to state a concern that is eligible for review under this Review Process and Procedure.
If the matter is eligible for review under the Policy, the Committee Chair shall, within 10 working days, forward a copy of the Statement to those named by the Employee as responsible ("Respondent(s")), together with notice that a written response to the Statement concerns must be provided to the Committee Chair and the Employee within 10 working days. A copy of the Statement must also be submitted to the University Counsel and the appropriate Vice Chancellor.
4.2. Challenges to a Committee Member
4.2.1. Challenge by the Committee. If, in the opinion of the Committee, the membership of the Committee is for any reason inappropriate, then the Chair shall submit a written recommendation to the Chancellor that changes in membership are necessary to ensure objective and timely review in that case. Upon such request, the Chancellor shall have the discretion to make any changes to the Committee necessary for the Committee to function effectively including, but not limited to, replacement of the Chair. The decision of the Chancellor regarding the disposition of such a request must be in writing and shall be included in the Official Record.
4.2.2 Challenge by a party. Any party may request that a member of the Committee be removed. The party shall submit the request for removal of a Committee Member to the Chair in writing no later than five (5) working days after receipt of the Notice described at Section 4.5. The Chair shall forward the request to the Chancellor. The decision of the Chancellor regarding the disposition of the request is final, must be in writing, and shall be included in the Official Record.
4.3 Assistants
This Review Process is not intended to be a formal legal process nor do the formal rules of evidence apply. Neither the Employee nor the Respondent(s) may have an attorney actively participate at the Review Hearing (the "Hearing"). (Attorney is defined as anyone with a Juris Doctorate, or other recognized law degree, regardless of whether or not that person is licensed to practice law in the State of North Carolina and/or whether or not that person is "representing" the employee.) However, the Employee and the Respondent(s) is/are entitled to have one assistant (the "Assistant") of the party's choice present at all meetings and at the Hearing to aid the party in developing their case. The Assistant may not be a witness or speak at the Hearing or otherwise actively participate in the Hearing. An attorney may serve as an Assistant. Information shared by a party with their Assistant is considered confidential and shall not be divulged except as required by law.
Each party shall confirm the identity of any Assistant who will attend the hearing to the Chair in writing no later than five (5) working days after receipt of the Notice described at Section 4.5.
Upon request of the Chair, the Office of the University Counsel ("OUC") may designate an attorney to provide procedural advice to the Committee.
4.4 Confidentiality.
Members of the Committee, parties, Assistants and witnesses shall maintain strict confidence concerning all aspects of the review process. This is required by state law as well as University policy.
4.5 Notices of Meetings.
The Chair shall send notices of the scheduled meetings to all Committee members, the Employee, and the Respondent(s). The Notice will
4.5.1 set the date for the Hearing not later than four weeks from the date that the Respondent(s) submitted the response to the Statement;
4.5.2 identify the review the Committee will be hearing, and the parties and the Committee members;
4.5.3 instruct the parties to exchange one copy of their proposed exhibits and witness lists at least five (5) working days in advance of the Hearing, and a sealed copy to the Chair for the Record, but in no case shall information be provided to the Committee prior to the Hearing. References to the documents during the Hearing shall be by exhibit number with page references as applicable;
4.5.4 inform the parties that, at least two (2) working days prior to the hearing, they must list whether or not there are any factual or other items that can be agreed upon and reduced to written stipulations signed by the parties prior to the Hearing. The parties shall present the stipulations to the Chair;
4.5.5 remind parties of any other applicable deadlines in accordance with this Review Process and Procedure (e.g., challenges to a Committee member at Section 4.2.2, identification of Assistants at Section 4.3); and
4.5.6 instruct the parties to bring to the Hearing at least one copy of each exhibit for each Committee member, one copy for the court reporter and one copy for each party.
The Chair of the Committee may consider and grant a reasonable extension of any deadlines established in this Review Process and Procedure at the request of one of the parties based on extenuating circumstances and/or at the recommendation of the Committee.
4.6 The Hearing
4.6.1 Court Reporter.
The Chair shall arrange a court reporter to record all Hearings and maintain the exhibits presented by the parties at the Hearing. The University shall bear the expense of the court reporter. No other recordings of the Hearing shall be allowed.
4.6.2 Amendment of Statement.
Once the Hearing begins, the Employee shall not have the right to amend the Statement without the unanimous vote of the Committee. If any amendment to the Statement is allowed, the Chair shall promptly notify the Respondent(s) of this action and defer subsequent proceedings until the Respondent(s) have had the opportunity to respond to this revision. A respondent shall have 10 working days to respond to any amended Statement.
4.6.3 Attendance at the Hearing.
The only persons allowed to attend the Hearing are the Committee, the Assistant Vice Chancellor for EHRA Administration; counsel from the OUC, to advise the Committee; the court reporter, the Employee and the Employee's Assistant and the Respondent(s) and the Respondent(s)' Assistant. Any other persons who are witnesses shall only attend the Hearing while they are testifying.
4.7 Guidelines for the Conduct of the Hearing
4.7.1 Committee Participation.
Hearings shall be conducted with the Chair and all five (5) Committee members present.
4.7.2 Control of Hearings.
The Chair shall preside over the Hearing. Consistent with the principles of impartiality and equity, the Chair shall determine, in consultation with the Committee, among other things, the following:
126.96.36.199. The order of testimony presentation, if it deviates from the standard order described below;
188.8.131.52 Whether a party has provided adequate justification for accepting evidence into the record at the Hearing;
18.104.22.168. The order and procedure for questioning the parties and witnesses;
220.127.116.11. Compliance with all procedures; and
188.8.131.52. The admissibility of all evidence
18.104.22.168.1 Whether evidence is relevant to the issues involved in the review and may rule that evidence not be considered.
188.8.131.52.2 If evidence is excluded, the Chair shall state the reasons for the exclusion on the record and the materials shall be included in the Official Record; and
126.96.36.199 The appropriateness of all questions and the method of questioning. The Chair should not allow any questions that are irrelevant, immaterial, unduly repetitious, or abusive.
The Committee shall keep a copy of all exhibits, whether admitted or not, for inclusion in the Official Record.
4.7.3 Testimony.
Parties shall have the right to testify, to present testimony of witnesses and other evidence, to hear and question witnesses offered by the other party, and to examine all documents and other information considered by the Committee. If a witness cannot or will not appear, and the Chair determines that testimony of the witness should be admitted into evidence, the Chair shall identify the witness, disclose the statement of the witness and, if possible, provide for questions. So long as it does not substantially delay the Hearing process, the Chair may, at his or her discretion, call a recess so that reasonable time is provided for the examination of all evidence and for the preparation of appropriate responses. The Committee will carefully consider the weight and credibility of any written witness statements, taking into account whether it is sworn and that the witness is not subject to cross-examination, either of which may reduce its credibility.
4.7.4 Order of presentation.
The standard order of presentation is as follows :
22.214.171.124 The Employee may make an opening statement that does not exceed 10 minutes;
22.214.171.124 The Respondent may make an opening that does not exceed 10 minutes;
184.108.40.206 The Employee presents the Employee's case through the Employee's own testimony, exhibits and witnesses. The Respondent(s) may question the Employee and the Employee's witnesses after the Employee finishes testifying/examining each of the witnesses. The Committee members may ask questions of the Employee/each of the Employee's witnesses after the Employee and the Respondent(s) finish their questioning. The Employee's case shall not exceed two (2) hours, excluding cross-examination of the Employee's witnesses by Respondent(s) or questions by the Committee;
22.214.171.124 At the conclusion of the Employee's presentation, the Committee will recess to consider if the Employee has met the Employee's burden of demonstrating that, using the standard of preponderance of the evidence (which is the same as the "greater weight of the evidence.") the Employee has experienced an injury that would entitle the Employee to relief and that such injury is remediable. If the Committee decides that the Employee's evidence is insufficient to meet the preponderance of the evidence standard, then the Committee shall adjourn the Hearing and prepare a report as outlined below.
188.8.131.52 If the Committee does not adjourn the Hearing at the conclusion of Employee's presentation of evidence, then the Respondent(s) may present evidence through the testimony of parties, exhibits, and witnesses. The Employee may question the Respondent and the Respondent's witnesses after the Respondent(s) finishes testifying/examining each of the witnesses. The Committee members may ask questions of the Respondent and each of the Respondent's witnesses after the Respondent(s) and Employee finish their questioning. Each Respondent shall have two (2) hours to present their case excluding cross examination of Respondent(s)' witnesses by Employee or questions by the Committee
18.104.22.168 At the conclusion of the Respondent(s)' presentation, the Chair may allow the Employee and the Respondent(s) to present rebuttal evidence following the same format as set out above. Each party shall have an additional 30 minutes to present rebuttal evidence case, excluding cross examination by the other party(ies).
18.104.22.168 Once all of the evidence has been presented, the Employee may make a closing statement. The closing statement shall not include a discussion of information not presented in the Hearing and shall not exceed 20 minutes.
184.108.40.206 The Respondent(s) may make a closing statement. The closing statement shall not include a discussion of information not presented at the Hearing and each Respondent's closing statement shall not exceed 20 minutes.
18.104.22.168 The Chair shall adjourn the Hearing.
5. Deliberations and Report of the Review Committee
Upon the conclusion of the Hearing, the Committee shall deliberate and decide based solely on material presented in the Statement, the evidence presented at the Hearing, and such written or oral arguments as the Committee, in its discretion, may allow. The Committee should be careful not to simply substitute its judgment for that of the Respondent(s). The Employee has the burden of proof and must show, using the standard of preponderance of the evidence (which is the same as the "greater weight of the evidence") that the Employee has experienced an injury that would entitle the Employee to relief and that such injury is remediable. The Chair will prepare a brief written report of the Committee's findings and recommendations for the Chancellor (the "Report").
6. Official Record.
The Chair shall prepare the record (the "Official Record") of the review as outlined here:
6.1 The Official Record of the review process shall consist of all correspondence between the Committee or the Chair and the Employee and/or Respondent(s) pertaining to the review, and every document and exhibit that was either submitted to or given consideration by the Committee, along with the court reporter's transcript of the Hearing and the Committee's Report. Documents offered but not admitted in evidence shall be clearly labeled to that effect and placed in a separate file for record-keeping purposes and possible reference in the event a point on appeal relates to failure to admit evidence offered. All documentation relevant to the Committee's procedural rulings, factual findings, recommendations, and any other aspects of its final report shall be included in the Official Record.
6.2 The Official Record should be forwarded to the Chancellor along with the Committee's final report.
6.3 Once the Official Record has been delivered to the Office of the Chancellor, or a review is terminated, Committee members shall destroy in a confidential manner any extra copies of documents, and any personal notes taken during the Hearing process, consistent with the University's records retention schedule. Any original or unique records must be forwarded to the Chair for maintenance in accordance with the records retention schedule.
6.4 Delivery of Committee's Report.
6.4.1 The Chair shall send the Committee's Report, along with the Official Record of the review to the Chancellor. A copy of the Report shall be sent to the parties.
6.4.2 The Report should describe any recommendation in favor of the employee, as appropriate. Separate from issuing the Report, the Committee, through its Chair, may communicate to the Chancellor changes to the process the Committee deems reasonable.
6.4.3 The Committee shall attempt to complete this task within six (6) weeks after the Hearing.
6.5 Withdrawal of Request for Review. The Employee may withdraw the request for review at any time during the review process.
6.5.1 If the Committee has been appointed, the Employee shall provide the written withdrawal to the Chair. The Chair shall notify the Committee and the Respondent(s), with a copy to the Employee, and the review process will be closed.
6.5.2 If the Committee has provided its Report to the Chancellor at the time of the Employee's decision to withdraw the request for review, then the Employee shall provide the written withdrawal to the Chancellor. The Chancellor shall notify the Respondent(s) and the review process will be closed.
7. Chancellor's Decision
Upon receipt of the Committee's Report of the Hearing, the Chancellor may accept or reject any or all findings and recommendations of the Committee, may remand the matter to the Committee for further consideration, or may seek clarifying information from the Committee (the "Chancellor's Decision"). Unless the Chancellor deems it necessary in the best interest of the University to adjust the deadline, within twenty (20) working days of the Chancellor's receipt of the Report, the Chancellor shall notify the Employee of the Chancellor's Decision by a method of delivery that requires a signature for delivery, which includes, but is not limited to the following: certified or registered mail, return receipt requested, Federal Express, or another commercial delivery service that obtains a signature. The Chancellor shall send copies of the Chancellor's Decision to the Respondent(s) and members of the Committee.
8. Appeal of the Chancellor's Decision
8.1 If the Chancellor's Decision is favorable to the Employee, his or her decision shall be final. If the Chancellor's Decision is unfavorable to the Employee in a case involving separation from employment or suspension without pay, the Employee will not receive further pay, without regard to whether there is an appeal to the Board of Trustees or the Board of Governors. The Employee may appeal an unfavorable Chancellor's Decision to the Board of Trustees (the "Board"), for the reasons outlined in Section 611 (1) (b) of The Code of The University of North Carolina. The appeal shall be transmitted through the Chancellor and be addressed to the Chair of the Board. No provision of this Policy shall be interpreted to extend an employee's right to pay beyond the expiration of the employee's term of appointment while an appeal is pending under this Review Process and Procedure.
8.2 If the Employee wishes to appeal an unfavorable Decision by the Chancellor, the Employee shall file a notice of appeal with the Chancellor, by certified mail, return receipt requested, or by another means that provides proof of delivery within fourteen (14) calendar days of the Employee's receipt of the Chancellor's Decision. The notice of appeal shall include a brief statement of the basis for the appeal, and allegations that the discharge, discipline or policy interpretation or application was illegal and violated a policy of the University or Board of Governors, or that the applicable notice requirements set forth in the Policy were violated.
8.3 The appeal to the Board shall be decided by the Board. The OUC shall provide an attorney to advise the Board of Trustees on procedural matters. The Board may delegate the duty of conducting a review to a standing or ad hoc committee of at least three (3) members. The Board, or its committee, shall consider the appeal on the Official Record. In all cases, review shall be limited to the question of whether the Chancellor committed clear and material error in reaching his or her decision.
8.3.1 The Board or board committee chair shall provide, by certified mail, return receipt requested, a written schedule (the "Schedule") to the Employee and to the Chancellor for the filing of objections to the Official Record and position statements. The Schedule, which may be altered as the Board chooses, may provide as follows:
220.127.116.11 the Employee shall have 10 working days after receipt of the Schedule to file objections to the Official Record with the Board, with a copy to the Chancellor;
22.214.171.124. the Employee shall have 30 working days after receipt of the Schedule to file a position statement with the Board, with a copy to the Chancellor;
184.108.40.206. the Chancellor shall have 30 working days after receipt of the Employee's position statement to file the Chancellor's position statement and response to objections to the Official Record, with a copy to the Employee.
8.3.2 The decision of the Board shall be the final Agency decision.
(1): "EHRA Employees" are "Employees Exempt from the Human Resources Act" which includes Senior Academic and Administrative Officers as defined in Section I.B and governed by Section III of the UNC policy 300.1.1, and employees designated within the non-teaching EHRA Instructional or Research category under G.S. 126-5, and as defined in UNC Policy 300.2.1.
(2): The Chancellor may designate an individual to fulfill any responsibility of the Chancellor under this Review Process & Procedure if he or she chooses to delegate any assignment.


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IGNOU Bachelor in Social Work Admissions 2013
IGNOU Bachelor in Social Work Admissions 2013
IGNOU Bachelor Degree Programme in Social Work (BSW) meant for people who are interested in providing professional assistance to people in need. Persons with professional training/degree in Social Work generally work in socially relevant areas such as health care, community development, education, industry, counselling, social defence, women, children, disability etc.
Bachelor in Social Work aims at generating a workforce to meet the growing demand for professionally trained social workers at the middle and lower level particularly in the social welfare and NGO sectors. The programme is of 96 credits.
Eligibility for Bachelor of Social Work (BSW) is 10+2 or its equivalent for non 10+2 students an addition 6 months programme of Bachelor's Preparatory Programme (BPP) from IGNOU is required. The programme can be completed in 3 years and maximum of six years.
Prospectus can be obtained from Regional Centres in person in Rs.200/-, or by post by sending a DD of Rs.250/- in favour of IGNOU, New Delhi, to Registrar (Student Registration Division), Indira Gandhi National Open University, Maidan Garhi, New Delhi-68.It can be downloaded from the university website www.ignou.ac.in. or contact nearest IGNOU centre
Last Date for receipt of Applications is 15th June 2013
For more information visit : http://www.ignou.ac.in/


text:
Actress Zoe Kazan's first screenplay is an intriguing, charming romantic comedy, in which she also stars as title character Ruby Sparks. It's a bold debut, one confidently blurring the line between reality and fiction, delivering a smarter, darker examination of relationships than the average rom-com.
It's also the perfect quirky material for the big-screen return of Little Miss Sunshine directing duo Jonathan Dayton and Valerie Faris.
Kazan's story about neurotic young literary genius Calvin (Dano), who writes into existence his perfect girlfriend, is a little Charlie Kaufman-esque. A small writing project set by his psychiatrist to help cure Calvin's writer's block leads him to create the character Ruby Sparks, inspired by a woman he meets in the park.
Motivated by finding this new character, Calvin's words flow and suddenly it appears there is a chance he'll write a follow-up to his bestselling debut novel, which is regarded a decade later as an American classic. Not long after he creates this fictional figure Calvin finds Ruby (Kazan) cooking in his kitchen. Is he going mad or has he magically transported his written character into real life?
Regardless, Calvin decides to stop writing about Ruby and just enjoy his perfect, ready-made relationship. That is, until Ruby starts expressing some individuality. Calvin returns to writing his novel as a way of controlling his sprung-to-life character's emotions, ideas and actions.
Ruby Sparks is obviously not a good case study of how to behave in a relationship, but it also poses some interesting questions. Is an obliging and completely agreeable partner the answer to happiness? How far will someone with the power to control every aspect of their partner abuse that power? Actually, we probably know the answers, but it's fun to watch others do the legwork for us.
Kazan is brilliant as Ruby. When Calvin starts to re-write her character, she whips back and forward between domestic goddess and depressed and giggling idiot with ease. Dano also does a good job with Calvin, in particular given he's a colder and less sympathetic character than those around him, including Annette Bening and Antonio Banderas as Dano's free-spirited mother and stepfather, who pop up briefly to lighten the mood.
It's a snazzy and thought-provoking debut, and yet Ruby Sparks feels slightly undercooked and occasionally drags. It's based on an imaginative and unpredictable idea but it feels like Kazan wasn't entirely sure where to take it. Nevertheless, Kazan is the daughter of screenwriters Nicholas Kazan (Reversal of Fortune) and Robin Swicord (Benjamin Button) and granddaughter of director Elia Kazan (On The Waterfront). Her decision to join the family business was a good one.
Stars: 4/5
Cast: Zoe Kazan, Paul Dano, Annette Bening
Directors: Jonathan Dayton, Valerie Faris
Running time: 104 mins
Verdict: An original, whimsical take on love and relationships.


text:
California Energy Commission
Think of the millions of birds being killed by renewables. Think of the billions of taxpayer dollars that have gone down the drain in "the quest for the holy grail of cheap renewable power." Whether you oppose death by renewables for avian or economic reasons isn't important. But what does matter is making your opposition heard.


text:
County claim bragging rights
Craig Bryson gave Derby their third successive win over 10-man Nottingham Forest after Dexter Blackstock was sent off in an ill-tempered east midlands derby which the visitors won 1-0.
A player had been dismissed in each of the last three meetings between these sides and a fourth always looked likely once the bruising challenges flew in from the off in this npower Championship encounter.
Sean O'Driscoll's side shaded the first period with Simon Cox skewing a swerving effort just past the post.
But the game's turning point came only 32 seconds after the break when Blackstock was sent off for what was controversially deemed a deliberate elbow into Richard Keogh's head.
The 10 men found themselves behind nine minutes later when Bryson swept home to round off a flowing move down the right.
The Rams were indebted to goalkeeper Frank Fielding, who made a fine save to deny Simon Gillett at the death and confirm the three points.
Forest, who left out new loan recruit Jermaine Jenas, had struck an early blow in this fixture on the previous three occasions, but they were unable to repeat the feat.
They may well have done, though, had a penalty been awarded when Cox's cross struck Jake Buxton's arm with referee Robert Madley viewing the contact as accidental.
Any hopes Madley had of enjoying a quiet Sunday afternoon were soon dashed as both sides set the tone with crunching challenges.
Forest came close as Greg Halford's long throw somehow evaded everybody before the City Ground erupted in collective rage as Gareth Roberts became the latest player booked for a wild lunge on Chris Cohen.
Fielding was grateful for another blast of Madley's whistle as the Rams stopper was fouled in the build-up to Danny Collins' header which hit the crossbar.
Conor Sammon and Cox ended the half by trading long-range efforts but the sides went into the break deadlocked.
If Madley had been conservative with his cards in the first 45 minutes, he sent out a huge message seconds after the interval.
Blackstock leapt with Keogh and, as both sides wondered if the decision had gone their way, the Forest striker was shown a straight red for elbowing Derby's skipper in the head.
Blackstock walked off perplexed and the visitors soon made their numerical advantage count.
A lovely move down the right involving John Brayford, Will Hughes and Paul Coutts ended with the latter squaring an enticing centre which Bryson slotted home.
Jamie Ward left the pitch injured but Nigel Clough's side continued to press forward as Bryson forced Lee Camp into a smart stop.
O'Driscoll made a double switch, introducing Billy Sharp and Henri Lansbury, and Fielding almost gifted Forest an equaliser when he fumbled a Halford free-kick before gathering at the second attempt.
But the Rams stopper was alert when called upon again, pushing away Gillett's stinging volley.
Cox and Lansbury were booked in the closing stages to irk the home supporters further before a minor confrontation involving Theo Robinson greeted the final whistle, in what was a fitting end to a fiery affair.
Source: DSG
Source: DSG


text: NEW YORK -- Columbia University on Monday said it had stopped its wrestling team from competing while it investigates apparent lewd text messages sent by several of its team members.The Department of Athletics has decided that Columbia wrestlers will not compete until we have a full understanding of the facts on which to base the official response to this disturbing matter, Columbia said in a statement.The school said it launched an investigation as soon as it learned of the messages, which it described as appalling, at odds with the core values of the university, and violate team guidelines.Screenshots of the purported messages in a group chat were first published on Bwog, an independent, student-run blog. Many of the texts included lewd, homophobic and racially insensitive language.The university did not say how long the investigation would last. A university spokeswoman said it was possible the team could compete in a couple days or this weekend, depending on the outcome of the investigation. Calls and messages left for Columbias wresting coach, Zach Tanelli, were not immediately returned.Earlier this month, Harvard University suspended its mens soccer team for the remainder of the season because of sexual comments made about members of the womens soccer team.A 2012 document uncovered last month by The Harvard Crimson student newspaper rated the attractiveness of recruits on the womens team and included lewd comments about them. Members of the mens team called it their scouting report and circulated it online. John Wensink Avalanche Jersey . LOUIS -- Attorneys for the St. Peter Forsberg Jersey . Anthony Davis had 31 points and 17 rebounds in his seventh straight game with more than 20 points, but that was only enough to keep the Pelicans competitive into the final minutes. Andrew Bogut had 10 points and 15 rebounds for Golden State, which rebounded from a loss a night earlier in Oklahoma City and snapped a two-game skid. http://www.hockeyavalanche.com/authentic-erik-johnson-avalanche-jersey/ . R.J. Umberger scored twice to lead the Blue Jackets to a franchise-record for consecutive wins with a 5-3 victory Tuesday night over the Los Angeles Kings. Adam Foote Avalanche Jersey . Zvonareva, who won the tournament in 2009 and 10, couldnt handle her opponents big groundstrokes in only her third event back after 17 months out with a shoulder injury. Zvonareva made her comeback in January in Shenzhen and played in the Australian Open but lost her first matches at both tournaments. Mikko Rantanen Avalanche Jersey .Y. - Rob Manfred was promoted Monday to Major League Baseballs chief operating officer, which may make him a candidate to succeed Bud Selig as commissioner.The Toronto Maple Leafs made the playoffs for the first time since 2004 and took the heavily-favoured Boston Bruins to the seventh game, yet the season ended with disappointment when the Leafs surrendered a three-goal third-period lead. Off-Season Game Plan looks at a Leafs team that has much work to do if they are going to continue along the playoff road. As always there will be personnel decisions to address, but the first order of business for the Maple Leafs is understanding that they overachieved last season. That is, their place in the standings was not supported by sustainable underlying statistics, so they cant rest on their playoff laurels thinking that they are simply a playoff team going forward. Maple Leafs GM Dave Nonis recognizes that the Leafs have work to do. "We took some significant steps," he told the Toronto Star after the Leafs were eliminated from the playoffs. "Theres room for improvement. We need to get better. We need to add more pieces. Weve taken some significant steps. But were not there. Were not playing tonight." Tied with Edmonton for the leagues worst shot differential, with terrible possession metrics, the Maple Leafs had to rely on exceptional percentages (first in shooting percentage, ninth in save percentage) to earn a playoff berth. It worked, but maintaining those exceptional percentages is extremely difficult. Looking ahead, to build a team that has long-term sustainable success, the Maple Leafs have to improve their puck possession and that means they can improve at both ends of the rink, finding forwards that control play as well as defencemen that can reduce the number of chances against. These objectives arent easily achieved in a year with a relatively thin free agent market and with a decreasing salary cap. The Leafs have the financial might to use compliance buyouts to give them the most advantageous position possible, and the Leafs are likely going to need to be aggressive in order to make the moves necessary to remain a playoff contender. This isnt meant to rain on the Leafs playoff parade, merely to serve as fair warning that the work is just beginning. The TSN.ca Rating is an efficiency rating based on per-game statistics including goals and assists -- weighted for strength (ie. power play, even, shorthanded) -- plus-minus, hits, blocked shots, giveaways, takeaways, penalty differential and faceoffs. (Stats are listed in this format: G-A-PTS, +/-, PIM, GP). Generally, a replacement-level player is around a 60, a top six forward and top four defenceman will be 70-plus, stars will be over 80 and MVP candidates could go over 90. Sidney Crosby finished at the top of the 2013 regular season ratings with a 93.65. Salary cap information all comes from the indispensable www.capgeek.com. GM/COACH Dave Nonis/Randy Carlyle Returning Forwards Player Rating GP G A PTS +/- Cap Hit Joffrey Lupul 85.38 16 11 7 18 +8 $5.25M Phil Kessel 79.16 48 20 32 52 -3 $5.4M James van Riemsdyk 72.76 48 18 14 32 -7 $4.25M Matt Frattin 67.55 25 7 6 13 +6 $925K Nikolai Kulemin 64.99 48 7 16 23 -5 $2.8M Jay McClement 61.78 48 8 9 17 0 $1.5M Mikhail Grabovski 59.56 48 9 7 16 -10 $5.5M Colton Orr 53.39 44 1 3 4 +4 $925K Free Agent Forwards Player Rating GP G A PTS +/- Class 12-13 Cap Hit Nazem Kadri 76.83 48 18 26 44 +15 RFA $1.72M Tyler Bozak 67.32 46 12 16 28 -1 UFA $1.5M Clarke MacArthur 65.41 40 8 12 20 +3 UFA $3.25M Leo Komarov 58.86 42 4 5 9 -1 RFA $1.2M Frazer McLaren 54.71 36 3 2 5 0 RFA $633K Maple Leafs Forwards Usage Chart from somekindofninja.com Injuries limited Joffrey Lupul to just 16 games last season and, while his production was terrific in that small sample, its worth noting that he generated more shots per game in each of the previous two seasons. It just so happened that, in the few games that he did play in 2013, Lupul scored on a preposterous 26.2% of his shots. His career average is 11.5%, so its possible that Lupul isnt really a 56-goal scorer (pro-rating his 11 goals in 16 games over an 82-game season), but credit where its due: he has 85 points in 82 games over the last two seasons. Only six others (Sidney Crosby, Evgeni Malkin, Steven Stamkos, Claude Giroux, Martin St. Louis and Jason Spezza) have more than Lupuls 1.04 points per game in that span. The real game-breaking scorer for the Leafs, however, is Phil Kessel, who plays well with Lupul when they are on the same line, but has accumulated 110 even-strength goals over the last five seasons, ranking fifth in the league in that time, behind only Alex Ovechkin, Steven Stamkos, Rick Nash and Ilya Kovalchuk. On top of that, Kessels first-round performance against the Bruins (four goals, six points, plus-3 in seven games) helped alleviate any concerns that his game wouldnt translate in a physical playoff series. James van Riemsdyk was a nice addition to the Leafs lineup, showing the soft hands that helped him get drafted second overall in 2007. In Toronto, van Riemsdyk was given more responsibility, playing a career-high 19:12 per game, and he delivered the best goal and point-scoring rates of his career. In 82 career games, Matt Frattin has tallied 15 goals and 28 points, while playing 13:13 per game; relatively modest totals, but enough to indicate that hes worthy of a regular spot on the roster. At his best, Frattin uses his speed to forecheck, create turnovers and generate offence. Hes also sturdy enough to play a physical game, which makes him a fine fit for the third line. His 30-goal season in 2010-2011 may forever ruin expectations, since hes come nowhere close since, but Nikolai Kulemin is a reliable two-way winger who was thrust into a very difficult role last season, playing the toughest matchups and starting most of his shifts in the defensive zone with less than ideal results. However, as a top nine forward with some offensive upside, Kulemin is an asset, if not quite what the Leafs might have thought they had a couple of seasons ago. Veteran checking centre Jay McClement had a solid first season in Toronto, scoring at a career-best (0.17 gpg) pace, but he does the heaviest lifting when it comes to matchups and zone starts. He has a niche and thats defensive play and penalty-killing. Coming into 2013, Mikhail Grabovski had back-to-back seasons with at least 20 goals and 50 points, but with Nazem Kadri emerging as a scorer, Grabovski was pressed into a defensive role that didnt necessarily mesh with skills that he had shown previously. With Tyler Bozak approaching free agency, the Leafs may be less inclined to shed Grabovskis contract through a compliance buyout, but either that or a trade would have to be a consideration if hes still third on the centre depth chart because a $5.5-million cap hit is very pricey for a bottom six role. It should be noted that, on the heels of such a down season, Grabovski still ranked third among Maple Leafs forwards in ice time in the first round of the playoffs against Boston. He somehow managed to finish minus-10 in seven games, despite ranking among the Leafs best in puck possession for the series. After several years of up and down and not quite ready, Nazem Kadri was given a chance to play last season and made the most of it, scoring nearly a point per game despite modest ice time. Among players with at least 40 points last season, Kadri easily has the lowest ice time at 16:03 per game; he was the only one under 17 minutes per game. Now, for as terrific as Kadris 2013 season was, its imperative to note that hes ripe for regression next season. For one thing, he scored on 16.8% of his shots and thats awfully difficult to repeat. Since 2000-2001, there are 13 players to shoot 16.0% with at least 200 shots on goal and few, if any, profile to be a similar player to Kadri; its more of a crease-crashing crowd with a few sharpshooters mixed in. Aside from that, though related, is that the rest of those on the ice with Kadri scored at unnaturally high rates (14.4% at 5-on-5, when league average hovers around 8.0% and a decent playmaker named Sidney Crosby has exceeded 14.0% once in in the last six seasons). None of this guarantees that Kadris production will decline next season, as an increase in ice time or better linemates could certainly stem the regression tide somewhat, but the point is that its extremely unlikely that he can duplicate his rate of production without either more ice time, more shots on goal or, preferably, both. It appears that Leo Komarov is headed back to the KHL, which would be a notable loss even though he didnt score much. He plays an in-your-face game and was solid in possession terms relative to his teammates. Picked up on waivers, Frazer McLaren made the most of his opportunity with the Maple Leafs, fighting a dozen times, and playing most nights. He has 11 points and 187 penalty minutes in 75 career games, playing a little over five minutes per game, so there is no secret to McLarens game and he gives the Leafs a double-heavyweight tandem with Colton Orr, for whatever that might be worth. Orr just inked a two-year contract extension, with the Leafs talking about how much he improved his skating, and while that may be true, his impact on the game still remains in the heavyweight battles he undertakes. If the Maple Leafs decide to invest in Tyler Bozak as an unrestricted free agent, that will come at the expense of potentially adding somewhere else. Some free agents that might appeal to Torontos brass, offering some offensive ability and toughness, include David Clarkson, Ryane Clowe or Nathan Horton. For fun, they could always take a trip on the Jaromir Jagr twilight tour but, really, a forward that can contribute in the top six is a fair objective. At the same time, adding insurance down the middle (Matt Cullen, Stephen Weiss) would be necessary if Bozak departs. Returning Defence Player Rating GP G A PTS +/- Cap Hit Dion Phaneuf 73.68 48 9 19 28 -4 $6.5M Jake Gardiner 73.46 12 0 4 4 0 $1.117M Joohn-Michael Liles 68.dddddddddddd1 32 2 9 11 -1 $3.875M Mike Komisarek 62.61 4 0 0 0 +2 $4.5M Free Agent Defence Player Rating GP G A PTS +/- Class 12-13 Cap Hit Cody Franson 77.34 45 4 25 29 +4 RFA $1.2M Carl Gunnarsson 68.95 37 1 14 15 +5 RFA $1.325M Mark Fraser 66.65 45 0 8 8 +18 RFA $600K Ryan OByrne 63.08 42 2 4 6 -4 UFA $1.8M Mike Kostka 62.85 35 0 8 8 -7 UFA $600K Maple Leafs Defence Usage Chart from somekindofninja.com Often maligned for his errors, Dion Phaneuf isnt nearly as bad as his critics might want to believe. He makes his mistakes, still getting caught out of position for a big hit, but he ranks 11th among defencemen in points (72) and tied for fourth in goals (21) over the last two seasons, so there are positives that cant be overlooked. Additionally, Phaneuf was charged with taking on the oppositions best on a nightly basis and, for a Leafs team that had terrible possession numbers, that meant a lot of heavy lifting. Its entirely reasonable to think that there might be other defencemen who could handle the shutdown role more effectively, but its not fair to malign Phaneuf for not being the ideal shutdown defenceman when hes one of the leagues better offensive contributors from the blueline because the list of defencemen who excel at both is very small. Its difficult to fathom just how the Maple Leafs handled Jake Gardiner last season. He was quite possibly their second best defenceman as a rookie in 2011-2012, playing 75 NHL games, and was a lock to make the team last season before he suffered a concussion while playing in the AHL. Gardiner returned to action and struggled in his first two NHL games (after being sidelined for six weeks) and was demoted to the AHL, where he remained for much of the year, allowing some to talk about him as though he was still a prospect on the way up and not a bona fide NHL defenceman. Then, after Gardiner rolled through the AHL, with 31 points and a plus-1 rating in 43 games, he was called up and despite putting up the best possession numbers on the team, was relegated to the press box late in the year, only to be freed in the second game of the playoffs at which point he showed he was more than ready to handle NHL competition. None of this is meant to suggest that Gardiner doesnt have flaws -- he often makes mistakes, either turnovers or positioning, that he can often outskate because he is such a tremendous skater. The trouble arises when he doesnt have the time to catch-up, so improved decision-making will make Gardiner a better player, but hes easily worthy of top-four minutes now, especially for a team of this calibre. A mobile defenceman who fell out of favour and sat in the press box for about a month, John-Michael Liles is more than capable of handling a regular role on the blueline. Hes not physical, never has been, so if thats a specific need, then he wont be the one to fill it, but Liles might be of interest to another team that could use his puck skills in a more advantageous manner. Mike Komisarek is due for a fresh start somewhere else and, with the possibility of a compliance buyout this summer, perhaps hell have that chance. He has undeniably struggled in Toronto, but thats only been exacerbated by his salary, so its probably best for all if he gets a chance to play again, without the financial obligation hanging over his head. 25-year-old Cody Franson was finally given a real opportunity to play last season and he performed well, tying his career-high with 29 points, despite playing 45 games in a shortened season. He doesnt use his 6-foot-5 frame to his advantage as much as he could, but Franson is smart with the puck and has a heavy shot from the point. Franson also played more as the season progressed, increasing each month, from 13:01 per game in January to 22:49 per game in the playoffs against Boston, so hes due for a sizeable raise as a restricted free agent. 2013 wasnt the best season for Carl Gunnarsson, though he was playing through a hip problem that affected him for much of the season. Hes a steady, calming influence, which is a nice counter-balance to his frequent partner, Phaneuf, who has higher highs and lower lows. After spending most of 2011-2012 in the American Hockey League, Mark Fraser returned to the NHL last season, playing 45 of 48 games and a career-high 16:57 per game. Frasers game is limited, but he is a big, tough defensive-minded blueliner. As long as hes not asked to do too much, he can be a useful part of the defensive unit. While the Leafs have quite a few young puck-moving defencemen in the pipeline, they could use a veteran with a defensive focus. Free agents like Douglas Murray, Rob Scuderi, Toni Lydman or even ex-Leaf Ian White could help steady the group. Returning Goaltenders Player Rating GP W L OTL GAA SV% Cap Hit James Reimer 77.13 33 19 8 5 2.46 .924 $1.8M Ben Scrivens 70.62 20 7 9 0 2.69 .915 $613K Coming into the 2013 season, goaltending was a massive question mark for the Leafs, with James Reimer coming off a 2011-2012 season in which he posted a .900 save percentage. To be fair, that was a season during which he missed a bunch of time with a concussion, so it would be understandable if his game wasnt at 100%, even when he did come back, but that didnt guarantee that he would automatically be in peak form for 2013. Turns out that, yes, Reimer was back on top of his game last season, with his .924 save percentage ranking eighth among qualified goaltenders. That didnt stop the Maple Leafs from looking for alternatives (Miikka Kiprusoff?!?!?) at the trade deadline but, given the Leafs shot deficits all season long, they could just thank Reimer for playing at such a level that they could still make the playoffs because average goaltending wouldnt have been nearly enough. Ben Scrivens saw quite a bit of action early in the season, particularly in February (when he had a 2.25 GAA and .932 SV% in 10 GP), before Reimer wrested control of the starting job. Now, Scrivens is a quality backup at a bargain price, which is an enviable situation for the team. Top Prospects Player Pos. Team/League Stats Morgan Rielly D Moose Jaw (WHL) 12-42-54, -8, 60 GP Matt Finn D Guelph (OHL) 11-20-31, +2, 41 GP Joe Colborne C Toronto (AHL) 14-28-42, +13, 65 GP Stuart Percy D Mississauga (OHL) 13-32-45, -8, 68 GP Josh Leivo LW Kitchener (OHL) 29-44-73, +20, 63 GP Jesse Blacker D Toronto (AHL) 4-7-11, -4, 61 GP Tyler Biggs RW Oshawa (OHL) 26-27-53, +1, 60 GP Greg McKegg C Toronto (AHL) 8-15-23, +4, 61 GP Brad Ross LW Toronto (AHL) 8-3-11, +4, 40 GP Tony Cameranesi C Minnesota-Duluth (WCHA) 14-20-34, +1, 38 GP A brilliant puck-rushing defenceman, Morgan Rielly was the fifth pick in last summers draft and he could challenge for a spot as soon as next season, but may be better served with another year of development before he tackles the pro game. After getting Rielly in Round One last year, the Leafs picked up another puck-moving defenceman, Matt Finn, in the second round. Finn will need time to round out his game, like most young defencemen, but hes quality asset to have in the organization. A first-round pick of the Bruins in 2008, Joe Colborne hasnt had a smooth developmental path, and hes not likely to be a big scorer, but he hasnt looked out of place in 18 call-up games over the past three seasons, including two games against the Bruins in the playoffs. Certainly improving their defence has been a priority for the Leafs, using last years first two picks on Rielly and Finn, a year after grabbing Stuart Percy with their second first-round pick in the 2011 draft. Hes a smart puck-mover who got into four games with the Marlies (1 G, 2 A, minus-1) late in the season. A winger with decent size and some offensive upside, Josh Leivo was a third-round pick in 2011 and should have at least a season or two in the AHL to continue improving his game before hes ready for his shot in the NHL. A second-round pick in 2009, Jesse Blacker has played a couple of AHL seasons and hasnt shown the offensive promise that was there in junior, but that doesnt preclude him from being an NHL-calibre defenceman altogether; it merely lowers the ceiling on what he might contribute. Drafted in the first round in 2011, Tyler Biggs is a big winger who, at the most optimistic projection, could be a power forward as a pro; otherwise, he should have the physical game to at least fit into a bottom six role at some point. A scoring forward who took some time to adjust to pro hockey, Greg McKegg finished his season better than he started. If he can continue that development next season, the 21-year-old could put himself in position for a call-up. Brad Ross didnt stir the pot in his first pro season the same way he did in junior, but given some time, he has a chance to agitate and chip in some offensively. Taken in the fifth round in 2011, Tony Cameranesi may not have been the most highly-touted prospect at that time but, after 34 points in 38 WCHA games as a freshman, the speedster is worth tracking. A couple other prospects that have been toiling in the AHL for a few seasons, Carter Ashton and Jerry DAmigo, could be closer to call-ups, but there is some sense that their progress has stagnated. DRAFT 21st - Anthony Mantha, Kerby Rychel, Nicolas Petan FREE AGENCY According to www.capgeek.com, the Maple Leafs have approximately $46.0M committed to the 2013-2014 salary cap for 13 players. Check out my possible Maple Leafs lineup for next season on Cap Geek here. Needs: One top six forward, one top nine forward, depth forwards, one top four defenceman. What I said the Maple Leafs needed last year: First-line centre, starting goaltender. They added: Nazem Kadri, James van Riemsdyk, Jay McClement, Leo Komarov, Mike Kostka, Mark Fraser. TRADE MARKET Nikolai Kulemin, John-Michael Liles, Carl Gunnarsson. Scott Cullen can be reached at firstname.lastname@example.com and followed on Twitter at http://twitter.com/tsnscottcullen. For more, check out TSN Fantasy on Facebook. ' ' '


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Do you want to get a
sneak peek at some new designs for My Oracle Support? Will you be at Oracle
The User Experience Team for My Oracle Support (MOS) will be
at OpenWorld. They'll be talking to customers and gathering feedback on some of
their latest designs for upcoming releases. Don't miss the opportunity to
influence My Oracle Support! (We can't promise when we will deliver stuff, but we can promise to work on it and include your feedback!)
What type of users
are we looking for?
It's simple. We need MOS users. It doesn't matter if you are
a MOS guru or a MOS newbie, if you use MOS everyday or a couple times a month.
When do I need to
participate? What do I need to do?
Sessions will be held Monday, September 23rd through
Wednesday, September 25th. Each session is one hour long at OpenWorld (exact location will be provided).
Participants will need to sign up well ahead of time, via
this form. Participants'
companies will have to sign a Customer or Partner Participation Confidentiality
Agreement (CPCA or PPCA) if one is not already on file.
I want to
participate, but I can't do this one
My Oracle Support User Experience Team does usability testing regularly,
so we're always interested in getting more users on our list of people to call.
How do I get on the
If you want to join our user list for future tests, please email
user researcher, Chad Sampanes (email@example.com).
We hope to see you at Oracle OpenWorld in San Francisco!


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- Again just like with 5-1, you must either be on mission 5-2 or have done this mission with your current nation to be allowed to enter the fight.
- After completing 5-1, you will need roughly 3 stacks of crystals worth of Rank points before you can get 5-2.
- Alternatively, you can repeat Mission 1-2 (Bat Hunt) six (6) times to gain access to this mission.
- If you have previously accepted the quest Under Oath, you will be unable to speak to Trion about the mission. You must complete the first portion of Under Oath that involves talking to various people in Southern San d'Oria.
- After accepting this mission, speak to Halver and then to Prince Trion for a cutscene.
- Form a full level 50+ party and travel to Xarcabard and on to Castle Zvahl Baileys.
- You do not need a full party, if you bring players at or near level 75. It's recommended to at least have a melee fighter and a mage, however.
- Note: there is no cutscene upon entering Castle Zvahl Baileys or Castle Zvahl Keep. The next cutscene is when you start the fight.
- Upon zoning into Castle Zvahl Baileys, go straight until you encounter the first intersection and make a left. Go down a small flight of stairs and then turn right and follow the left wall and you will enter the Beastmen section of the castle, finding Orcs first.
- Go through the area by going left, then turning a sharp right to go up the stairs. Stay on the upper area and move right. You will start to see Yagudo. Continue forward, and, keeping to the upper area, make your way to the right. You will find Quadav in this corner. Do not continue on to the Goblin area. When you reach the Quadav, keep going straight, and go down the stairs. Head to the right, and try to make your way south, towards the center of the room. You should enter a room, and find the pathway that leads west, to the zone for Castle Zvahl Keep.
- Once you enter Castle Zvahl Keep, you will have to open several gates, very often in front of mobs that detect on sight.
- You will encounter a series of teleport devices. These devices will cancel the Invisible effect after they are used. Once you use the last device, run to the west exit of the map where you will find a zoneline to the Throne Room.
- When ready, gather in front of the door. When you enter, a cutscene will happen and the fight begins:
- This fight is level capped at level 75, which means buffs will wear upon entry.
- You have 30 minutes to complete this battlefield event.
- The Shadow Lord does not attack until you approach, so cast the prefight buffs before getting closer.
- The Shadow Lord has 2 phases:
- In the first phase, he alternates between physical and magic immunity. He has magic immunity until around 50% HP, then starts to switch to physical. From this point he will switch about every 5 minutes or 1000 damage.
- When he's immune to magical damage (his magic stance), he will mainly cast BLM spells such as elemental debuffs and tier 2 AoE nukes. He also has a weaponskill, Dark Nova (AoE dark damage).
- Dark Nova seems to indicate that he will switch to melee stance very soon, after casting a spell or two. So use your TP quickly.
- When he's immune to physical damage (his melee stance), he uses a variety of weaponskills: Giga Slash, Kick Back, Umbra Smash. Mages should start dealing magical damage during this stance. Monks can use Formless Strikes to bypass the immunity.
- After the first phase is defeated, a brief cutscene will occur as he switches to phase two. He will immediately attack after this cutscene, so there's no time for rest.
- In this phase, the Shadow Lord will do nothing but his Implosion attack. This attack hits everyone in the battlefield, but he only has 4000 HP and should go down quickly, however.
- Melees should use their two-hour abilities, and Icarus Wing, if possible, to have TP for their best weaponskill. Mages should cast their Curaga spells, and try to keep Stoneskin (and Phalanx, if available) up.
- Since hate is mostly irrelevant in this phase, mages should feel free to spam spells.
- The battle ends after the second phase. The Shadow Lord gives experience points for a Level 60 mob.
- After the Shadow Lord is defeated, another cutscene occurs. Once the cutscene ends, you will be transported back to the entrance of Castle Zvahl Baileys. You will also receive the key item Shadow Fragment.
- Note: At this point, you can now take Lion's offer and visit Norg to begin the Zilart missions. In addition, you may later return to Xarcabard for the initial cutscene to begin Dynamis.
- Speak to Halver for another cutscene. You will be promoted to Rank 6.
- Report back to Prince Trion in the Great Hall for a cutscene (not in Prince Trion's Room).
- This fight can be soloed by a RDM/NIN, PUP/WAR, PUP/DNC or PUP/NIN. Taking about 17 minutes for RDM, 9 to 11 minutes for PUP. Also soloable by a 75MNK/NIN with Formless Strikes, taking 6:55.
- Also able to be soloed by SCH/RDM at level 73 with little to no difficulty. High staff skill recommended to gain TP and use Spirit Taker during magic invulnerability times. Helix spells used around 51% can greatly help for the first magical invulnerability. Gravity/Bind then Nuke strategy used. (see testimonials)
- Duoed by 75MNK/DNC & 75WAR/NIN Breaking Record @ 3:45 Fast Burn, Raging Rush Right Before Immunity Then Mnk Formless Strikes / Asuran Fist {Agent & Ukiyasan Of Bahamut} Retested, War (Agent) Used Dual Axes Rampaging For 1.8k Time Is 2Minutes 54Seconds
- Soloed as 75DRG/NIN with some difficulty during the immunity to physical attacks, just need to keep shadows up throughout the fight. May or may not need to 2 Hour, depends on how safely you want to do this fight.
- Soloable as a wellgeared 75WHM/37NIN with some difficulty. 5 Yagudo Drinks, 2 Elixirs, Icarus Wing and Tavnazian Taco. Afflatus Misery and Auspice Enlight effect bypasses Physical Immunity, Banish/Holy can help if mp suffices. Keep shadows and stoneskin on at all times. Will be a close fight timewise. 27 minutes 41 seconds
Game Description
- Mission Orders
- Head to Castle Zvahl in Xarcabard. Visit Chateau d'Oraguille to learn more.


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When local employees of Swiss conglomerate Tyco International Ltd. streamed into a massive white tent at the Wachusett Mountain Ski Area last week for a celebration, the recorded strains of singer Kelly Clarkson�s pop hit �Stronger� greeted them.
It was fitting, for Tyco leaders say a reorganization that recently divided the company into three parts has left the new Tyco � and its 750 employees at a Westminster site � in a better position with a tighter focus on security and fire prevention businesses that range from alarm systems to fire extinguishers.
�For us, what it really means is all of the resources as they exist will be focused on fire and commercial security,� said Bob Chauvin, president of SimplexGrinnell.
That focus represents a stark departure from the Tyco of just a few years ago. Although Tyco got its start in 1960 as a research laboratory, it grew over the following four decades into a sprawling conglomerate with a hold in numerous industrial sectors, including health care.
All that expansion screeched to a halt after scandal engulfed the company in the early 2000s. Former Chief Executive Officer L. Dennis Kozlowski was convicted and imprisoned for improper use of Tyco funds, and Edward D. Breen took over as CEO in 2002.
Mr. Breen slashed Tyco�s debt, ousted the old board and, in 2006, split the company into a health care business that became Covidien PLC, an electronics business that became TE Connectivity Ltd., and a collection of businesses that became Tyco International.
Now Tyco International has broken into three more pieces. The conglomerate�s home and small-business security operations spun out as ADT North America. A business that produced valves and liquid flow controls merged with Pentair Inc. of Minneapolis.
The third business based in Princeton, N.J., and still named Tyco International absorbed the commercial security and fire protection operations. Mr. Breen is now chairman, and six-year Tyco veteran George R. Oliver, who spent part of his youth in Hudson and graduated from Worcester Polytechnic Institute, is the new chief executive.
Tyco�s strategy is to take the fire and security pieces, which fit well together, and grow, according to Mr. Oliver.
�We now have a unique opportunity to differentiate what we�re doing with the existing customer base, both on the security side and the fire side,� he said during a phone interview.
The relaunched Tyco remains a large business, with more than $10 billion in annual revenue and more than 69,000 employees worldwide, according to the company. Fire and safety business SimplexGrinnell constitutes a big chunk of Tyco, with about $2 billion in annual revenues and about 10,000 employees.
As a result of the Kozlowski scandal, all Tyco employees sign annual ethics statements. The company�s ethics initiative, said Marketing Communications Director Chris Woodcock, is �really a comprehensive program to make sure people are doing the right thing.�
In Westminster, about 600 SimplexGrinnell workers handle office and administrative tasks for a worldwide network of SimplexGrinnell offices. Another 150 workers are assigned to a Tyco Fire Protection Products research and development center.
Mr. Chauvin said he expects the SimplexGrinnell site in Westminster to take on more work from the operation�s global offices.
�Right now, we have been more in the expansion than the contraction mode,� he said.
Investors and bond analysts generally greeted the new Tyco with moderate reviews. The stock, trading on the New York Stock Exchange, opened at $27.82 a share Monday and remained close to that price last week. Standard & Poor�s Ratings Services and Fitch Ratings affirmed ratings of A- on Tyco�s long-term debt and said outlooks for the ratings were stable. Fitch reported it expected Tyco to generate consistent operating results and free cash flow while maintaining moderate debt.
Back at Wachusett Mountain, Tyco�s Westminster employees tossed horseshoes, played volleyball, painted decorations on small pumpkins and chatted while standing at the mountain�s base lodge and drinking hot beverages in paper cups. Most wore jackets to ward off the chilly air, and nearly all wore blue T-shirts printed with the words, �We have a passion to protect what matters most.�
The event served as the company�s annual outing as well as a �Day One� celebration. As workers gathered in the white tent to listen to speeches, Mr. Chauvin of SimplexGrinnell described the event as a time to thank employees and be thankful. He joked with the crowd, saying, �I�m thankful we don�t have the dunk tank today!�
Yet Mr. Chauvin also reminded the workers that the new Tyco has plans.
�Tomorrow,� he said, �it�s back to work.�


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Script Details
This is example will show you how to disable folks that have a password older than x number of days AND / OR have not logged in for X number of days
Requirements ActiveRoles Management Shell (free) Powershell Server 2003 or Higher Domain Controller Example Script
Filename: C:\1audit\scripts\disable_accounts_password_age_greater_91_days.ps1 Description: (Disable users that have . . . → Read More: active directory disable users older than x days


text:
Courtesy of CNN
San Jose, California (CNN) — Apple, one of the most famously secretive companies in the world, is giving the public a rare peek into how it makes and markets its products.
Two major Apple executives took the stand at the Apple patent trial against Samsung Friday in San Jose, California, discussing the history of the iPhone and iPad and the impact of Samsung on the company.
Apple is suing Samsung for $2.5 billion, claiming it copied the design of the iPhone and iPad. Samsung is countersuing Apple for patent infringement and seeks a portion of all iPhone and iPad profits.
Phil Schiller, Apple's senior vice president of marketing, and Scott Forstall, senior vice president of iOS, both talked about how the iPhone came to be, sharing some color about the device's early days. The origin stories were meant to depict the iPhone as an original, breakthrough technology and show that developing it was a risky undertaking for the company.
The day began with Judge Lucy Koh taking the attorneys to task for recent behavior, including "messy" objections and possible jury tainting. Earlier in the week, Samsung released documents to the press that the court had already decided should not be seen by the jury.
"I will not let any theatrics or any sideshow distract us from what we are here to do," said Judge Koh before asking each member of the jury if they had seen any of the press coverage of the case. One juror admitted to seeing headlines, but all said they could still be fair and impartial.
Judge Koh promised to print out and collate every article about the case to give to the jurors when the trial is over in exchange for their cooperation in avoiding the news until then.
"We can scrapbook it for you, whatever you like," she promised.
Remembering a secretive start
Schiller said the company was high on the success of the iPod in 2004 and trying to think of what to do next. Executives threw out many ideas: "Make a camera, make a car, crazy stuff. We were searching for what to do," said Schiller.
"We all had cell phones and we all hated our cell phones," said Forstall, who was in charge of the iPhone's user interface and operating system. Apple was already experimenting with touchscreen tablet designs when top executives, including Steve Jobs, thought to use that technology and make a phone instead.
The group began prototyping and a super-secret project was born.
Jobs split the work between separate groups: hardware, design and Forstall's software group. Jobs told Forstall he could only hire existing Apple employees to work on the phone, dubbed the Purple Project, and employees were not told what they were working on or who it was for. A floor of one of Apple's Cupertino buildings was locked down tight, with security cameras and multiple badge readers. They called it the "Purple Dorm" and "The Fight Club" motto was posted on the door.
"The first rule of Purple Project is that you do not talk about it outside of those doors," said Forstall.
Damage done
Schiller accused Samsung of "ripping off" the iPhone and iPad design, and said the imitations could confuse consumers and create problems for the Apple marketing team. When he first saw the Samsung Galaxy S, Schiller said he was shocked at how much it had copied Apple products.
Asked what he felt when the Galaxy Tab came out, Schiller said: "Even more shock. My first thought was they've done it again, they're just going to copy our whole product line."
Apple spent more than $647 million marketing the iPhone in the United States, and $457 million on the iPad in the U.S. It has spent money marketing the device in a number of ways, including billboards, magazines, bus shelters and product placement in movies and TV shows. According to Apple, a consumer could easily mistake the similar-looking Samsung products for an iPhone when briefly spotting it — zipping by a billboard on a highway or in a 30-second TV spot — and could accidentally buy a the competing gadget. Apple and Samsung products are sold at many of the same stores, including Wal-Mart, Verizon, AT&T and Best Buy.
Apple is not exactly hurting for sales. The financial success of Apple's iPhone line is the stuff of Silicon Valley legend. Schiller said there was even an internal joke that "each new generation sold was approximately equal to all the previous generations combined."
But part of that continued success is the halo effect — customers buy their first product with a company and, when they have a positive experience, continue to buy related products and stick with the ecosystem. Schiller said losing one customer who is confused and buys the wrong device isn't about the one smartphone or tablet. That could be a lost customer for years because they would be inclined to stick with whatever hardware and software ecosystem they started in.
"I absolutely believe it's had an impact on our sales," Schiller said.
Fighting over features
A seemingly small feature developed and then patented by Forstall's software group was the focus of much attention in the courtroom. The feature lets users double-tap on a Web page to zoom in just to an exact area of text. An early selling point for the iPhone was that it let you see the "whole Web" instead of the bare-bones version of the Internet phones typically accessed at the time. This type of zooming was key to making the full sites usable on the iPhone's screen.
Schiller was asked by Samsung's council about the rounded corners on the iPhone, and if they were chosen because they were necessary for the phone to easily fit into a user's pocket. Samsung has argued that Apple does not have a monopoly over the rectangle-with-rounded-corners design on smartphones. Later in the day, Justin Denison, Samsung's chief strategy officer, testified that there are common industry reasons for phones to have rounded corners, including feeling more natural in the hand, fitting into pockets and withstanding drops better.
Much of the case hinges on Apple's claim that Samsung imitated the design of Apple iOS products, including those rounded corners. Schiller read from internal Apple customer surveys that found a large percentage of customers cite design as a reason for choosing Apple devices.
One of the more exciting e-mails put into evidence could show what's to come next from Apple. In January 2011, Eddy Cue, Apple's senior vice president of Internet services, forwarded Forstall, Cook and Schiller an article about switching from the iPad to Samsung's Galaxy Tab 7-inch tablet. "I believe there will be a 7-inch market and we should do one," said Cue.
Forstall testified that Cue had used the Galaxy Tab in the past, and it's been widely rumored that Apple is working on a 7-inch version of the iPad to be announced in September.
While details about Apple's past products have been flowing, very little has emerged about any future gadgets the company may be working on. Samsung's own counsel couldn't resist trying to get secrets out of Schiller, asking the executive if the design of the iPhone 5 would be changed from the 4S. Schiller declined to comment.


text:
a) 7 days from arrival of package for local delivery
b) 30 days from arrival for overseas delivery
Accessories including jewellery, bags, pins and hair accessories are non-returnable.
Sale items and purchases made with discount coupons are non-returnable & non-exchangeable.
We are willing to accommodate any return/exchange on any purchased items that you are not completely satisfied with, subject to the following:
Our working hours are weekdays from 11am to 8pm. Emails sent outside these hours will be replied in the morning of the next working day. Rest assured any enquiries will be answered.
*Pricing is based on 1-5 garments, larger orders require a custom quote.


text:
The tagline on the "Winter's Tale" poster reads: "This is not a true story; it's a love story" ... which makes as much sense as this mess of a film.
The tagline on the "Winter's Tale" poster reads: "This is not a true story; it's a love story" ... which makes about as much sense as this mess of a film. Couples looking for a nice romantic movie for Valentine's Day would be better advised to fire up Netflix or drop by the nearest Redbox. Even the new "RoboCop" remake has a better love story than this one. Directed by Akiva Goldsman, "Winter's Tale" is an adaptation of a book Martin Scorsese called "unfilmable." It's a love story that can't decide whether to be a period piece or a fantasy, and the juxtaposition of the two is one of many things that kills the film. Colin Farrell plays Peter, an orphan trying to scrape by in 1916 New York City as a thief. Jessica Brown Findlay plays Beverly, a wealthy free spirit who is dying of consumption. One day while the rest of the family is away, Colin breaks into Beverly's house, discovers her playing Brahms on the family piano ... and they fall in love. If only life were so simple. The trouble is that Peter is also on the run from his old boss Pearly (Russell Crowe), a local crime boss who also happens to be a demon. Did I mention this is a fantasy? Apparently New York is filled with angels and demons and guardian spirits that show up as white horses even though they're always referred to as dogs and ... oh, never mind. Pearly wants to destroy Peter and hatches an elaborate plan to use Beverly to get to him, whereby Peter and Beverly have premarital sex, which kills her, then after falling off the Brooklyn Bridge Peter washes up in Queens with amnesia and spends the next 100 years evolving into a classic New York crazy person instead of aging (though to be fair, his hair does get quite a bit longer). Somewhere in all of this there is a plot about miracles and destiny and redheads, but none of it makes any real sense, especially the "rules" that govern the behavior of the angels and demons but come across as easily dismissed plot conveniences more than anything else. By the time 119-year-old Peter meets a single mother played by Jennifer Connelly and the present day plot kicks in, you're too far lost to care. The sad thing, aside from its wasted cast, is that "Winter's Tale" might have made an OK movie if it had either dug in as a period piece about class conflict or gone full in as a fairy tale. But nothing meshes, especially once we are propelled into modern times. When something fantastic happens in the middle of an otherwise ordinary situation, it feels way too jarring. And that's to say nothing of the surprise cameo by Lucifer, who for some reason is wearing a Jimi Hendrix T-shirt in 1916. There are certain movies that are designed to require a suspension of disbelief, but "Winter's Tale" requires about 10 suspensions too many. Without having read the book, it's hard to say whether the problem is with the source material or the director, but one way or another we wound up with a movie that gets in big trouble once you start asking questions. A piece of advice? Don't pay attention to the superimposed dates that mark the passage of time. If you do, you'll start wondering how 37-year-old Farrell is supposed to only be 21, or how a 108-year-old woman is managing the day-to-day affairs of a major New York City newspaper. If you're still determined to see a New York-based film about the romantic powers of the heavens this season, go rent "Moonstruck." The writing is better, the story is better and it's only funny when it means to be. "Winter's Tale" is rated PG-13 for some violence and profanity and a surprising amount of sexual content.%3Cimg%20src%3D%22http%3A//beacon.deseretconnect.com/beacon.gif%3Fcid%3D140064%26pid%3D46%22%20/%3E