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Top 10 Limitations of Artificial Intelligence and Deep Learning
Artificial Intelligence (AI) has provided remarkable capabilities and advances in image understanding, voice recognition, face recognition, pattern recognition, natural language processing, game planning, military applications, financial modeling, language translation, and search engine optimization. In medicine, deep learning is now one of the most powerful and promising tool of AI, which can enhance every stage of patient care —from research, omics data integration, combating antibiotic resistance bacteria, drug design and discovery to diagnosis and selection of appropriate therapy. It is also the key technology behind self-driving car.
However, deep learning algorithms of AI have several inbuilt limitations. To utilize the full power of artificial intelligence, we need to know its strength and weakness and the ways to overcome those limitations in near future.
Now, AI support messaging apps, and voice controlled chatbots are helping people for deep space communications, customer care, taking off the burden on medical professionals regarding easily diagnosable health concerns or quickly solvable health management issues and many other applications. However, there are many obstacles and number of issues remain unsolved.
Even with so many success and promising results its full application is limited. Mainly, because, present day AI has no common sense about the world and the human psychology. Presently, in complex application areas, one part is solved by the AI system and the other part is solved by human – often called as human-assisted AI system. The challenges are mostly in the large-scale application areas like drug discovery, multi-omics-data integration, assisting elderly people, new material design and modeling, computational chemistry, quantum simulation, and aerospace physics.
This article is focused to explain the power and challenges of current AI technologies and learning algorithms. It also provides the directions and lights to overcome the limits of AI technologies to achieve higher levels learning capabilities.
Read More »Top 10 Limitations of Artificial Intelligence and Deep Learning


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The Republican Jewish Coalition (RJC) today expressed profound outrage at the inclusion of radical "rabbi" Lynn Gottlieb on the official list released by the Obama campaign of "Rabbis for Obama."
Gottlieb has a long and troubling history, which includes dining with Iranian President Mahmoud Ahmadinejad, being the first American "rabbi" to visit Tehran, and serving in an organization, Jewish Voice for Peace, which the Anti-Defamation League has called one of the "top ten anti-Israel groups."
By promoting and showcasing Gottlieb as one of Pres. Obama's supporters, the Obama campaign lends legitimacy and credibility to a rabbi whose extreme views are well beyond the mainstream of the Jewish community and the mainstream of America.
According to RJC Executive Director Matt Brooks, there can be only two explanations for her inclusion in the list: 1) the Obama campaign failed to properly vet the rabbis on their official list, or 2) they did properly vet the rabbis and chose to ignore Rabbi Gottlieb's radical views.
Either way, this speaks volumes about the Obama campaign's judgment and the RJC calls on the Obama campaign to immediately remove her from any formal or official involvement in the campaign.
The fact that the campaign announced Gottlieb's participation in "Rabbis for Obama" at around the same time that it was announced that former President Jimmy Carter – who has met with Hamas and has been a virulent critic of Israel – will speak at the Democratic Convention, highlights not only the insensitivity of the Obama campaign to the concerns of the Jewish community, but also underscores why Pres. Obama has seen a significant erosion of support among Jewish voters.
{Andy Heller-Matzav.com Newscenter}

subset: commoncrawl


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The Manhart MH2 400 is currently celebrating its world debut at the Essen Motor Show 2014. Based around the BMW M235i, the Manhart MH2 400 features many of the same performance components as the track-oriented MH2 Clubsport unveiled earlier this year albeit in a more road friendly version.
From a visual standpoint, the Manhart MH2 400 show car features a widened body kit with aggressively flared arches. Additionally, the front bumper has been modified in such a way to make it look even more menacing than the standard M235i's front fascia. Elsewhere, the traditional BMW kidney front grille has been blacked out.
Other obvious visual changes include the addition of a small bootlid lip spoiler, tinted taillights, a set of six twin-spoke matte black wheels with a yellow outer rim as well as a set of bright yellow brake calipers.
To upgrade the engine and lift power substantially, Manhart Performance has fitted a bigger intercooler, a new sports exhaust system with custom downpipe and 200-cell sports catalysers. When it is all said and done, the Manhart MH2 400 delivers an impressive 430 hp and 592 Nm of torque. These figures are the same as the MH2 Clubsport.


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ReadyTalk Expands Audio and Web Conferencing Services to Government Agencies
ReadyTalk offers 30 days free trial during Telework Week
DENVER (February 14, 2011) – To encourage adoption of teleworking this week, ReadyTalk is offering 30 days of free conferencing as part of Telework Week (February 14 to 18). As leader in integrated audio and web conferencing services and webinars, ReadyTalk recently was added to the GSA contract schedule and is increasing its presence in the government market following rising demand from federal agencies.
Government agencies are looking to implement audio and web conferencing technology for telecommuting, interoffice collaboration and training following the signing of the Telework Enhancement Act of 2010 and increasing pressure for improved sustainability.
"Agencies need a product that they can put in the hands of their employees and feel confident that everyone will be able to use it and that meetings will be secure," said John Andrews, director of government business development for ReadyTalk. "ReadyTalk addresses that need with audio and web conferencing tools that don't require a download or IT installation and are intuitive to use."
ReadyTalk's suite of conferencing products are ideally designed for government agencies. Built with security and ease of use in mind, ReadyTalk Web Meeting is versatile enough to handle collaborative working meetings between colleagues and large-scale agency-wide training events. ReadyTalk's integrated audio conferencing makes it easy for participants from across the country and across the world to participate in the meetings.
"This is a great tool to reach customers and resource partners. We have found it extremely beneficial to our office for training endeavors. It allows us to reach out to multiple audiences without expending major travel funds," Laura Cawley, business development specialist, Small Business Administration.
To demonstrate the ease of use, ReadyTalk is offering a 30-day free trial to any agency that signs up this week. Free trials are available at www.readytalk.com/gov.
Recognizing growing budget restraints facing government organizations, ReadyTalk offers the industry's most flexible pricing options. Services can be bought on a per minute, subscription and package basis. Government agencies can purchase ReadyTalk's services directly from GSA Advantage (GSA contract number GS-35F-0084X).
For more information on ReadyTalk's audio and web conferencing services for government agencies, visit www.readytalk.com/gov or follow us on Twitter, @ReadyTalk, or Facebook.
About ReadyTalk
Founded in 2000 and headquartered in Denver, Colo., ReadyTalk delivers audio and web conferencing services that empower customers to successfully conduct audio and web conferences of all sizes – from ad hoc meetings to large webinars. ReadyTalk combines ease of use with sophisticated marketing tools to increase audience engagement, event ROI and meeting productivity. Unlike other services, ReadyTalk gives customers a full suite of tools for training, collaboration, webinars and more. You'll always have access to the right features when you need them, no need to upgrade to another product. Please call toll free 800.843.9166 or visit www.readytalk.com for more information.
For more information: | |
Bo Bandy | |
Marketing Communications & PR Manager | |
ReadyTalk | |
303-209-1593 | |
email@example.com | |
Twitter: @bo_knows_ | |
Source: ReadyTalk
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Motley Crue bassist Nikki Sixx is set to release his first solo album, entitled The Heroin Diaries, which shares its name with a forthcoming memoir by the budding author. Clearly inspired by the success of Motley Crue's amazingly un-put-down-able autobiography, Dirt, Sixx evidently has more stories about his drug struggles. If he can top anything in Dirt, it should be mind-boggling. And according to Blabbermouth, it does: "The book is a tell-all covering 12 months in Sixx's battle against addiction, drawn from Nikki's 1986 and '87 journals, and reportedly makes Motley Crue's celebrated Dirt, now being made into a motion picture, sound like Mary Poppins. Holy shit. And to be fair, Sixx was the main song-writer in Motley Crue, so his solo record should be better than, say, any of Vince Neil's, at the very least. And that's saying something, right? http://www.myspace.com/heroindiaries
Multi-format 'Heroin Diaries' from former junkie Nikki Sixx
Posted May 9th, 2007 by eric
Tags: news


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How can we advance the human rights agenda in private equity? Private capital markets have seen enormous growth in recent years, and their largely unregulated, under-scrutinised nature creates conditions for exploitative practices and human rights risks. But private equity funds have significant leverage over portfolio companies, and investors have a unique opportunity to push for better practice and advance respect for human rights. For this special episode from BHRRC and BSR, Áine Clarke is joined by Paloma Muñoz Quick from BSR, author and corporate accountability advocate Benjamin Cokelet, and Michael Musuraca, Strategic Advisor on ESG and Labour at Blue Wolf Capital.
Episode glossary
ESG investing – Environmental, Social & Governance
PE – Private Equity
LPA – Limited Partner Agreement
LP – Limited Partners
GP – General Partners


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- Methuselah is listed in the book of Genesis as a descendant of Adam through his third son, Seth. His father, Enoch, was so close to God that one day, while out walking, God simply took him home to heaven. Methuselah's son was called Lamech and his grandson was Noah - the person who built the Ark and protected his family from the flood. Methuselah is best known as the oldest person recorded in the Bible, living to 969 years.
- All of Methuselah's story is found in Genesis, chapter 5, verses 21 to 32.
- Methuselah appears in our Ballyhoo! game.
Colour in fun
Download an outline version of this image to print out and colour in.


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Covid-19 Services Schedule
Churches are exempt from the mask mandate but The Harbor Covid Team wanted to give you options to enjoy our service. You can participate in three ways:
1. You can come to our live 10 am service in the sanctuary (masks are not required)
2. You can come to our live webcast 10 am service in our student's building (masks are required)
3. You can enjoy our 10 am live service online using Youtube or Facebook.
The Harbor Covid-19 Team Updates
The Covid-19 Team had their last meeting on Sunday, August 8th. The team decided to keep the below protocols in place.
-We sanitize highly touched surfaces before and after our service such as doors, handles, tables, water fountains, check-in stations, and sinks.
-We take temperatures as everyone walks into the buildings.
-We practice social distancing, therefore chair rows have been separated.
-We have free masks available for your piece of mind.
-We have hand sanitizer stations installed around campus for everyone to use.
During this time, we are asking you to help stop the spread of the virus in the following ways:
• Stay at home when you or a family member are sick.
• Wash your hands often with soap and water for at least 20 seconds, especially after going to the bathroom, before eating and after blowing your nose, coughing, or sneezing.
• Cover your sneeze or cough with a tissue or your arm.
• Get in the habit of NOT touching your face so often.
• Forgo shaking hands at church for a wave or a friendly smile.
• If you or someone you know tests positive for COVID-19, please let us know so we can find a way to help, pray for everyone involved, and take any necessary precautions here at The Harbor.
If you or a family member are sick or need to stay home during this time, you are welcome to watch our Sunday services online. We've got an open spot for you to attend The Harbor Webcast Experience during our 10 am service on YouTube.
While we cannot control the virus, the spread, or the impact it has in our church, we're doing everything we can to make this campus as safe and clean as possible. We appreciate your cooperation and commitment to help us do just that. We must also remember that God has not called us to live in fear but in faith.
As the apostle, Paul wrote in." 2 Timothy 1:7, "For the Spirit of God does not make us timid, but gives us power, love, and self-discipline." Our prayer is that God will fill all of us with these three gifts, no matter what comes our way.


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Silver Lake Psychology is your personal therapy partner. We will help you explore your goals in therapy whatever they may be. We'll tailor our approach to make sure that you make the improvement that you need to change your life.
Whether you're looking to explore topics in your past, present or planning for your future; we can choose a therapist that is specially trained to focus on that portion of your timeline's effect on your overall life.
Silver Lake Psychology has over 150 different specialties. This means that you have the peace of mind knowing that whatever you need to work through in your therapy journey, we'll have a specialist that is trained to provide the best course of action to help you succeed.
We invite you to start your journey by contacting us below. We look forward to helping you! We also offer other services like Addiction Specialist, Cognitive-Behavioral Therapy, Teen Therapy, Trauma Therapy, Mindfulness-Based Therapy, OCD Specialists, Depression Specialists, Telehealth, and a lot more!


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StanChart tells staff they can work when they want and wherever they want
Standard Chartered has told its 75,000 staff they can work when they want and wherever they want informing its workforce that it was in talks with a third party to provide extra "near-home" workspaces. "While we have been thinking through the issues around future workplace for some time, it's inevitable that recent events provided a catalyst," said the bank's HR chief Tanuj Kapilash rami. "We also see this as an opportunity to appeal to a wider and more diverse potential future workforce." HSBC has already hinted that it could adopt similar measures, as have JP Morgan and Deutsche Bank.
More than £1.1bn in fraud exposed in UK bounce back loan scheme
More than £1.1bn of suspected fraud has been prevented so far in the UK Government's flagship "bounce back" loans in an indication of how criminals have aggressively targeted the scheme. Estimates from the British Business Bank provided to the Commons public accounts committee said lenders had rejected 26,933 bounce-back loans over concerns they could be fraudulent preventing criminals from stealing £1.1bn from the £40bn scheme.
BlackRock looks for new profit rockets as rivals play defence
The FT reviews Blackrock's performance this year, noting that the asset manager has once again outperformed its peers, and the S&P 500, closing up 30% year to date on Wednesday.
Commerzbank records Q3 loss
Commerzbank recorded a net loss of €69m ($81.12m) in the third quarter, overturning a net profit of €297m a year earlier. A €62m loss was expected, according to a consensus forecast. The German lender booked a restructuring charge of €201m in the quarter to close 200 branches and offer early retirement to hundreds of employees. The bank also set aside €272m in provisions for future credit losses, up from €114m a year ago and largely related to the pandemic.
Higher-than-expected Q3 profit for UniCredit
UniCredit said net profit in the three months to the end of September was €680m, compared with an average forecast of €334m euros ($391m) in a company-provided consensus. Revenues rose 4.4% on a quarterly basis driven by fees and a jump in trading income as commercial activity on the bank's main markets in Italy, Germany and Austria picked up after restrictions to fight the virus eased.
SocGen returns to profit
Société Générale said its third quarter net income rose by 0.9% from the same period of last year to €862m ($1.01bn), while revenue fell 2.9% to €5.81bn. Equity trading revenue rose 5.1% year-on-year while fixed income trading revenue rose 9.4% in the latest quarter.
Natixis to cut ties with under-fire H2O
French investment bank Natixis is looking to sell its majority stake in under-fire H2O Asset Management casting doubt over the future of the asset management firm.
SMMT: Car sales set for worst year since 1982
Figures from the Society of Motor Manufacturers and Traders (SMMT) show sales of new cars fell to a nine-year low in October with the Welsh "fire break" that closed dealers accounting for half of the decline. Registrations of new cars during the month slipped by 1.6% to 140,945, taking the year-to-date total to 1.384m - down almost a third. The SMMT now expects 2020 to be worst performance by the British car industry in almost 40 years, with sales at a low not seen since 1982. The trade group downgraded expectations for sales this year to 1.56m, down from the 1.66m it forecast in May, and far below the 2.25m expected at the start of the year before coronavirus struck. The SMMT calculated the decline will be worth £22.5bn in lost sales.
Bentley will stop making fossil fuel cars by 2030
Bentley has said it aims to stop building cars with traditional internal combustion engines within six years and be completely carbon neutral at the same time.
Housebuilding projects prop-up the construction sector
A new survey has indicated that mass housebuilding projects across the country are keeping Britain's construction sector propped up. The IHS Markit/CIPS construction purchasing managers' index for October fell to 53.1 from 56.8 in September, missing expectations for a reading of 55 and marking the slowest rate of growth in five months. It had peaked at a 57-month high of 58.1 in July, benefiting from a 'catch-up' of work following the restrictions on activity earlier in the year. The construction PMI dropped to 29.9 in May and reached a record low of 8.2 in April when vast numbers of building sites were closed due to the lockdown from 23 March. A PMI reading above 50 or more indicate growth, while a reading below signals contraction.
Foreign bidders swoop on RSA
RSA has confirmed it is in talks with a consortium of Canadian insurer Intact Financial and Danish insurer Tryg about a possible deal that will value the insurance giant at £7.1bn. The proposals would see Tryg assume control of RSA's Swedish and Norwegian businesses, as well as co-owning with Intact the British group's operations in Denmark. Intact would retain RSA's businesses in Canada, the UK and elsewhere. The news sent RSA shares up 46% to close at 670p yesterday.
Ant IPO could face six month delay
Ant Group's $35bn (£27bn) IPO could face a delay of up to six months after it was suspended on Tuesday, according to reports. The payments company has come under pressure in China over concerns about its huge loan book. Draft rules, introduced on November 1, force internet companies such as Ant to provide around a third of loans themselves and cap loans. Ant currently only provides 2% of loans itself with the rest from third party lenders. Ant is believed to have around $270bn of consumer loans on its books, meaning it will need to hold vastly more cash on its balance sheet.
Lloyd's of London aims for £800m of savings for brokers and underwriters
Lloyd's of London has said that it will cut operating costs for brokers and underwriters by £800m, or about 3% of the total, within the next two years by reducing bureaucracy and increasing automation.
Mixed set of Q3 results for AstraZeneca
AstraZeneca has posted a mixed set of third-quarter results. Product sales of $6.52bn were ahead of a company-compiled consensus of $6.50bn. The number excluded payments from collaborations. However, the company reported core earnings of 94 cents per share for the three months ended September 30, lower than analysts' expectations of 98 cents.
Covid vaccine market could be worth $10bn a year
Analysts at investment banks Morgan Stanley and Credit Suisse predict the future market for COVID-19 vaccines could be worth more than $10bn (£7.6bn) in annual revenues for pharmaceutical companies. The calculations are based on the assumption that people will need to be vaccinated every year, in a similar way to the flu jab, with an average price of $20 for a COVID-19 vaccine dose. Prices range from $3 a dose to $37.
Airbnb could list next week
Airbnb is set to make its IPO listing as early as next week, according to reports. The home rental company suggested last month that it was aiming to raise around $3bn (£2.3bn) from a stock market listing, with the hopes of achieving a valuation of more than $30bn subject to market conditions. Bookings on the platform were down by more than 80% at its lowest point during the coronavirus crisis, forcing Airbnb to cut 25% of its workforce. However, the firm has regained ground since March, following a summer that saw holidaymakers ditch hotels for home rentals as quarantine measures crippled the aviation industry.
Hospitality firms facing bleak winter
The Office for National Statistics has found that a third of hotels and restaurants fear going bust over a bleak winter as bosses brace for another slump in sales and investment.
Virgin Media increases broadband customers
Virgin Media has reported its biggest quarterly increase in broadband customers since 2017 as the firm said its proposed merger with O2 was on track. The telecoms group said its fixed-line customers have surpassed 6m after an increase of 37,000 in the third quarter. This is compared to a loss of 3,000 in the same period last year and marks the biggest rise since the third quarter of 2017. Virgin's Project Lighting full-fibre rollout increased to 125,000 premises over the period, up from 93,000 in the first and second quarters, taking its total build to 2.4m. Mobile customers increased by 92,900, with the number of converged customers taking a broadband and mobile contract rising. As a result, revenue ticked up 0.8% to £1.3bn over the quarter. Net profit hit £190.4m, compared to a £49.1m loss last year. However, EBITDA and amortisation slipped 3.6% to £514.5m.
TalkTalk extends Toscafund deadline offer
TalkTalk has extended the deadline for major shareholder Toscafund to make a solid offer for the company until 3 December. Last month the asset manager made a 97p per share approach for TalkTalk, with the original deadline set for yesterday. The current offer values the telecom at around £1.1bn, and represents a significant step down from previous bids. Toscafund itself reportedly offered 135p per share for the company last year.
Nintendo increases operating profit
Nintendo has posted a first-half operating profit of ¥291.4bn (£2.1bn), up from ¥94bn in the same period last year. The Japanese tech firm said it expected to sell 24m Switch consoles in the year to March 2021, up from its previous forecast of 19m. It also hiked its operating profit forecast by 50% to ¥450bn.
Sainsbury's to cut 3,500 jobs and close 420 Argos stores
Sainsbury's has announced it will close almost four-fifths of its standalone Argos stores by 2024, with the potential loss of more than 3,500 jobs, as it refocuses on food under new chief executive Simon Roberts. The company said that 120 stores that did not reopen after the UK's first COVID-19 lockdown would now close permanently and the overall estate would be cut to about 100 stores, while up to 200 more Argos collection points will be added to supermarkets and convenience stores. The changes come as Sainsbury's said 40% of its sales were now online, compared with 19% a year ago. The company said it would book a £438m one-off charge to reflect the cost of Argos store closures and other strategic changes, pushing the company into a first-half pre-tax loss of £137m. Total sales slipped 1.4%; a fall in petrol and clothing sales was offset by an 8.2% rise in sales of groceries and a 7.4% rise in general merchandise. Sainsbury's said it will be paying out £232m in dividends.
BoE launches fresh £150bn stimulus package
The Bank of England has launched a fresh £150bn stimulus package as part of efforts to shore up the UK economy as the coronavirus crisis continues to blight the country. The latest expansion of the scheme takes total bonds purchased by the Bank under quantitative easing to £895bn. Andrew Bailey, Bank Governor, warned the outlook remains "unusually uncertain" in the wake of the spread of the virus but added: "We are confident that we have the headroom to do what we need to do to meet our remit." Mr Bailey said the Bank now expected economic output would be 11% lower at the end of the year than it was at the start, and that unemployment would rise from the current level of 1.5m to 2.6m. The Bank also forecast a 1% hit to the economy in early 2021 as a result of the end of the Brexit transition period - even if there is a deal with the European Union.
Furlough scheme to be extended until end of March
Chancellor Rishi Sunak has confirmed that he will extend the furlough scheme across the UK until the end of March. Mr Sunak said the scheme will pay up to 80% of a person's wage up to £2,500 a month. He told the Commons that the Government will review the policy in January.


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It's only 26.2MP and it doesn't shoot 4K, but the Canon EOS 6D Mark II is still a damned good camera – and one that holds its own, even in 2022, despite the mirrorless revolution that has taken place.
Full disclosure: the Canon EOS 6D Mark II was the first DSLR I ever bought brand new, with my own hard-earned cash. I'd just started working for PhotoPlus – The Canon Magazine, and while I'd been using Canon kit previously (my first ever camera was a Canon AE-1) I wanted a new toy for my new job.
This was in 2018, so I had to make a difficult choice: get the 6D Mark II, or go for the Canon EOS 5D Mark IV. The latter boasted greater resolution (30.1MP) along with 4K video and a second memory card slot. Plus, 5Ds are widely accepted as professional bodies.
For me, though, the 6D Mark II was – and remains – a better option, and to this day I'll still happily shoot with it professionally.
The resolution thing is really neither here nor there. Sure, an extra four megapixels is nice, but it's not like it makes a huge difference. The truth is that 26MP is more than sufficient for most printing needs – Fujifilm X users get on just fine, as do Micro Four Thirds users who have even less resolution.
Having 4K would have been nice, but even to this day the bulk of video content is uploaded at 1080p. On top of that, not only does the 5D Mark IV suffer from a horrible crop when shooting in 4K, but it has a fixed rear screen; the fact that the 6D Mark II has a fully articulating screen makes it a better tool for the kind of vlogging and videography I do.
Admittedly I'd prefer to have a second memory card slot, as disasters do happen, and this is the only thing that really hampers the 6D.
As for its performance, though – no complaints whatsoever, then or now. The weather sealing may not be as robust as its bigger brother, but it's still a solid all-weather shooter. The files it produces are beautiful, thanks to Canon's color science and great glass. And the Dual Pixel AF remains incredibly reliable, regardless of what you're shooting.
Would I still buy a 6D Mark II today? It's an interesting question. The Canon EOS RP is essentially the same camera but without the mirror, and the Canon EOS R6 is basically its successor. Today my main Canon body is the Canon EOS R5 – but again, the 6D is every bit as good today as it was when I first bought one.
So, would I still buy a 6D Mark II today? Possibly. But would I still use a 6D Mark II today? Yes, definitely. And I do, for personal and professional work alike. And you should, too.
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Real Deal Or Have Car Sellers Been Sold A Lemon?
In 1969, the Leith household opened Leith Lincoln, its first dealership, in Raleigh, NC. Right now, Leith Lincoln is proud to be part of the 33-vendor Leith Automotive Group, which is still a household-run business. If it's time in your vehicle to get a tune-up, then it may be a good idea to visit our Service Middle , right here at Volvo Automobiles Sarasota. Additionally, once the automotive is operating, have you ever checked how a lot fluid is remaining within the reservoir? With that in mind, we work tirelessly to make sure all of our used cars measure as much as our stringent standards earlier than they make it onto our lot.
Because the delivery at the dealership can typically be overwhelming, the pairing technique of a Bluetooth enabled cell phone could typically be ignored, or, if the salesperson did explain it, forgotten. The crew at Courtesy Mazda is proud to serve the communities of Longmont, Boulder, Denver and all of Northern Colorado with Mazda vehicles and would like to have the prospect to earn your online business.
Most dealerships will let you know every little thing is fine or that they're going to "deal with you" if there …


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Koolertron Condenser Microphone Bundle, BM-900 Mic Kit with Adjustable Mic Suspension Scissor Arm, Shock Mount and Double-layer Pop Filter for Studio Recording & Broadcasting
In stock
Koolertron Condenser Microphone Bundle, BM-900 Mic Kit with Adjustable Mic Suspension Scissor Arm, Shock Mount and Double-layer Pop Filter for Studio Recording & Broadcasting
- Sensitive and good-quality voice USB mic
- Distinctive cardioid polar pattern
- Plug & Play for PC and laptop
- Durable Mic stand
- Sensitive and good-quality voice USB mic--Ultra-low noise, Smooth, extended frequency response ideally suited for podcasting, home studio recording, field recording, and voiceover use.
- Distinctive cardioid polar pattern--Ideal for podcasting , home studio recording, Youtube videos, interview recordings and online communication..Works well for steam, skype, and Discord.
- Plug & Play for PC and laptop- Completely free driver, without any additional software, With a very clear sound and that it is very easy for beginners to use.
- System Requirements--PC: Windows XP/7/8/10, and Mac OS and Linux OX.
- DURABLE MIC STAND - USB microphone's adjustable scissor arm stand is made of high-quality steel, more solid and sturdy. The thickness of the mount is 5.1cm, providing more adjustment options to fit on your desktops. Anti-wind foam cap, and USB cable
Cardioid-only, large-diaphragm tube condenser mic
Low-noise operation meets high-headroom SPL handling
Perfect for vocals, musical instruments, podcasting, voiceovers, interviews, field recordings
Frequency range: 30Hz-20KHz
Sound head: capacitor Frequency response:30Hz-20KHz
Directivity: heart-shaped pointing
Power supply: USB DC5V power supply
What's Included
1xBM-900 Microphone
1xPop Filter
1xStand with table clamp
1xMicrophone clip
1 x USB cable
Brand | Koolertron |
Weight (kgs) | 1.400000 |
Write Your Own Review


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The drama only will increase as we move through these group stage games. Yesterday saw England receive a massive (but not fatal) blow to their World Cup, while the Ivory Coast must have looked on in smiles at Japan's inability to find a winner against 10-man Greece. Today sees Ecuador and Honduras fighting for their lives, Switzerland taking on France, and Italy faces Costa Rica. Follow along with us!
Yesterday in Brazil
Coming Home Newcastle was at 1,000% Elephants for Ivory Coast's game, but two second half goals doomed the Elephants to defeat. Colombia is now in charge of Group C. Newcastle's Cheik Tiote had himself a classic Tiote game,where in he was booked, tried some shots from distance (that missed), and was a decent passer.
Luis Suarez's knee held up long enough for him to score two goals, including the match winner that saw some of the poorest marking you'll ever see, in Uruguay's 2-1 win over England. Wayne Ronney finally did get his World Cup goal, but it wasn't enough. Though, England still have a way through to the knockout stages.
This match also opened up the talk about concussions in soccer, because the NFL shouldn't get all of the spotlight on that issue.
Japan and Greece played a very Iran-Nigeria style 0-0 draw, this despite Greece having a player sent off. This really shapes up well for the Ivory Coast, who are in second place with three points. If the Elephants can get a draw in their remaining game against Greece (and really, Greece plays for the draw from the opening whistle) and Colombia beats Japan (likely, since Colombia looks really, really good) Ivory Coast are through.
Today in Brazil
Italy-Costa Rica
Costa Rica will be looking to pull off another stunner when they face Italy today.
Costa Rica's President says public workers can break to watch the match, likely because everyone was already going to play hooky.
Los Tico's performance in their opener certainly caught the eye of Italy.
Italy appears relaxed heading into the clash.
Since England really, really, really need Italy to win, Mario Balotelli says the queen should give him a kiss if they do. All in good fun.
This has the makings of another thriller.
France isn't fully embracing their national side. Probably because of the number of Frenchmen included in the side. DO YOU SEE HOW STUPID THAT SOUNDS, YOU XENOPHOBES?
Mathieu Debuchy obviously had good things to say about teammate Karim Benzema.
Someone dares to suggest that Alan Pardew misuses Moussa Sissoko.
One of the awesome things about soccer is its ability to bring countries together. The Swiss National Team is doing that for a country that is engrossed in an immigration debate.
SB Nation expects Ecuador to win.
We've got a coach swap on our hands today.
Jerry Palacios is expecting a better performance from Honduras today.
Ecuador's coach says his side has bounced back from their heartbreaking loss to Switzerland.
Portugal is claiming that Ronaldo is "100% fit".
Using the USMNT to push for immigration reform might not be the best idea. (If you do want to discuss this issue, please keep it civil in the comments. It is OK to respectfully disagree on the Internet.)
Clint Dempsey is not going to wear a mask, because he is a superhero.
If you haven't read about the AO14's "Amazing Race" to Natal, then you should really check it out.
Jozy Altidore is officially out against Portugal. Who should replace him?


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Icehouse In Concert (3LP)
Produced by Iva Davies and bass player Steve Bull, ICEHOUSE: In Concert features tracks recorded during various performances from the band's touring schedule from October 2014 through to February 2015. Iva, Steve and the band sorted through hours and hours of recordings to choose the very best versions of each track to compile the album. With no overdubs or studio trickery, the album is a genuine representation of what it sounds like to be live at an ICEHOUSE concert and features the line-up that has been touring since the band returned to performing in 2011.
1. Walls
2. Mr Big
3. Love in Motion
4. Crazy
5. Hey Little Girl
6. Electric Blue
7. Baby, You're So Strange
8. Heartbreak Kid
9. Dusty Pages
10. Street Cafe
11. Man of Colours
12. Miss Divine
13. Don't Believe Anymore
14. Great Southern Land
15. Can't Help Myself
16. Nothing Too Serious
17. We Can Get Together
18. Icehouse
19. Cross the Border
20. Sister


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Paideia is committed to maintaining a respectful, courteous work environment free of unlawful discrimination and harassment, and we are committed to taking all reasonable steps to prevent it and address it. We will not tolerate harassment relating to any characteristic protected under applicable law. Protected characteristics include age, race, color, national origin (ancestry), gender (including pregnancy, childbirth or medical condition related to pregnancy or childbirth), gender identity or expression, sexual orientation, religion (creed), disability, marital status, military status, domestic violence victim status, criminal history, or any other characteristic protected by federal, state, or local law.
Except where otherwise indicated, the term "harassment," as used in this policy, refers to behavior that is related to any characteristic protected under applicable law and that is personally offensive, intimidating, or hostile, or interferes with work performance.
The coverage of this policy extends to all faculty, participants, and employees in any Paideia Institute programs. It is also a violation of the Paideia Institute's policy against harassment for any faculty, participant, or employee at the Paideia Institute to attempt in any way to retaliate against a person who makes a claim of sexual harassment. Violations of this Policy may result in the imposition of sanctions up to, and including, termination, dismissal, or expulsion.
It is also a violation of the Paideia Institute's policy against harassment for any faculty, participant, or employee at the Paideia Institute to attempt in any way to retaliate against a person who makes a claim of harassment and/or discrimination. Violations of this Policy may result in the imposition of sanctions up to, and including, termination, dismissal, or expulsion.
Forms of Harassment
Harassment may take many forms, including the following conduct when based on the protected characteristics described above:
- Verbal. Epithets; derogatory comments, slurs, or name-calling; inappropriate jokes, emails or any other form of written communication, comments, noises, or remarks; repeated requests for dates, threats, propositions, unwelcome and unwanted correspondence, phone calls, and gifts; or other unwelcome attention.
- Physical. Assault; impeding or blocking movement; physical interference with normal work or movement; unwanted and unwarranted physical contact, such as touching, pinching, patting, grabbing, brushing against, or poking another individual's body.
- Visual. Abusive or patently offensive images (whether in photographs, posters, cartoons, drawings, paintings or other forms of imagery); displaying abusive or patently offensive images, writings or objects; ogling, staring at or directing attention to an individual's anatomy; leering; sexually oriented or suggestive gestures.
Proscribed harassment can occur in one-on-one interactions or in group settings and can involve a coworker, manager, vendor, visitor, or agent of Paideia. Harassment need not be intentional to violate this policy.
It is impossible to specify every action or all words that could be interpreted as harassment. The examples listed above are not meant to be a complete list of objectionable behavior. In assessing the existence of harassment in a particular case, the record as a whole and the totality of the circumstances will be considered. The determination of conduct which violates this policy will be made from the facts, on a case-by-case basis. Make a point of paying attention to others' reactions and stated requests and preferences, respecting their wishes, and treating them in a professional manner, regardless of age, race, color, national origin, gender, gender identity or expression, sexual orientation, religion, disability, marital status, military status, domestic violence victim status, criminal history,, or other protected characteristic.
Reporting and Investigating Harassment
If you believe anyone is harassing you based on a protected characteristic, or harassing another individual at Paideia, we encourage you, if comfortable doing so, to tell the harasser in clear language that the behaviors or advances are unwelcome or unwanted and must stop. The individual may not realize the behavior is objectionable and a simple communication may effectively end the behavior. However, if you are not comfortable engaging in such communication or the behavior does not stop following such communication, you should immediately report your concern to a Paideia Director.
There are two ways to report harassment to an institute Officer, outlined below. Please note that there are separate forms and procedures for reporting Sexual Harassment, as outlined in Paideia's Sexual Harassment Policy
Informal Report
If you would like certain behavior you are experiencing to stop, but would like to maintain your anonymity, you should make an informal report. Directors will talk to the offending party on your behalf and ensure that they know their behavior is inappropriate and must stop. Helping to ensure a comfortable workplace is the Directors' job. They are happy to do this at any time. Please don't hesitate to get in touch with them.
Informal reports can be made verbally or in writing to whichever of the following individuals the reporter feels most comfortable sharing their concerns with: Jason Pedicone ([email protected]), Marco Romani ([email protected]), or Gabriela D'Addario ([email protected]). Informal reports regarding Directors should be made directly to the chair of the Human Resources Committee, Joshua Davis ([email protected]).
Formal Complaint
Filing a formal complaint about harassment will trigger a formal response from the institute. Formal complaints should be submitted by email to Joshua Davis ([email protected]) as soon as possible after an incident has occurred. To ensure any complaint is processed properly, please include the words "Paideia Institute Formal Complaint" in the email subject line. If desired, a director may assist the complainant in putting their complaint in writing.
After receiving a formal complaint, Mr. Davis will inform the Human Resources Committee (see below) as well as the Director(s) assigned to the office or program where the behavior in question took or is taking place (unless the director is alleged to have been involved in the behavior in question, in which case the Human Resources Committee will select an appropriate designated representative before taking further action). The Director (or other designated Paideia representative) will take whatever immediate action they deem appropriate to stop the behavior in question and will conduct a thorough investigation, which may include interviewing witnesses. The involved individuals may be asked to provide a written statement and will be interviewed by the designated representative.
The Director or designated representative will report the results of their investigations to the Human Resources Committee which will then determine whether the formal complaint has merit. If it does, the Human Resources Committee will consult with the Director to determine the appropriate disciplinary action to be taken against the defendant. Disciplinary action can range from a verbal reprimand to immediate termination, depending on the severity of the offense. If the complaint is found to be without merit, all involved parties will be informed of this finding in writing, and no disciplinary action will be taken.
While Paideia will attempt to keep formal complaints as confidential as possible, please note that it will often be impossible to keep at least some information regarding a formal complaint confidential due to the need to conduct a thorough investigation.
Policy Against Sexual Harassment
The Paideia Institute is committed to maintaining a workplace free from sexual harassment. Sexual harassment is a form of workplace discrimination. All employees are required to work in a manner that prevents sexual harassment in the workplace. This Policy is one component of the Paideia Institute's commitment to a discrimination-free work environment. Sexual harassment is against the law and all employees have a legal right to a workplace free from sexual harassment and employees are urged to report sexual harassment by filing a complaint internally with the Paideia Institute. Employees can also file a complaint with a government agency or in court under federal, state or local antidiscrimination laws.
1) The Paideia Institute's policy applies to all employees, applicants for employment, interns, whether paid or unpaid, contractors and persons conducting business with the Paideia Institute, regardless of immigration status. In the remainder of this Policy Against Sexual Harassment, the term "employees" refers to this collective group.
2) Sexual harassment will not be tolerated. Any employee or individual covered by this policy who engages in sexual harassment or retaliation will be subject to remedial and/or disciplinary action (e.g.,counseling, suspension, termination).
3) Retaliation Prohibition: No person covered by this Policy shall be subject to adverse action because the employee reports an incident of sexual harassment, provides information, or otherwise assists in any investigation of a sexual harassment complaint. The Paideia Institute will not tolerate such retaliation against anyone who, in good faith, reports or provides information about suspected sexual harassment. Any employee of the Paideia Institute who retaliates against anyone involved in a sexual harassment investigation will be subjected to disciplinary action, up to and including termination. All employees, paid or unpaid interns, or non-employees working in the workplace who believe they have been subject to such retaliation should inform the chair of the Human Resources Committee, Joshua Davis ([email protected]). All employees, paid or unpaid interns or non-employees who believe they have been a target of such retaliation may also seek relief in other available forums, as explained below in the section on Legal Protections.
4) Sexual harassment is offensive, is a violation of our policies, is unlawful, and may subject the Paideia Institute to liability for harm to targets of sexual harassment. Harassers may also be individually subject to liability. Employees of every level who engage in sexual harassment, including managers and supervisors who engage in sexual harassment or who allow such behavior to continue, will be penalized for such misconduct.
5) The Paideia Institute will conduct a prompt and thorough investigation that ensures due process for all parties, whenever management receives a complaint about sexual harassment, or otherwise knows of possible sexual harassment occurring. The Paideia Institute will keep the investigation confidential to the extent possible. Effective corrective action will be taken whenever sexual harassment is found to have occurred. All employees, including managers and supervisors, are required to cooperate with any internal investigation of sexual harassment.
6) All employees are encouraged to report any harassment or behaviors that violate this policy using the complaint form available as Appendix A to this handbook. Completed forms should be sent to the chair of the Human Resources Committee, Joshua Davis by email ([email protected]) with the words "Paideia Institute Sexual Harassment Complaint" in the subject line.
7) Managers and supervisors are required to report any complaint that they receive, including complaints about themselves, or any harassment that they observe or become aware of, to the chair of the Human Resources Committee, Joshua Davis ([email protected]).
8) This policy applies to all employees, paid or unpaid interns, and non-employees and all must follow and uphold this policy. This policy will be provided to all employees annually and upon hiring.
What Is "Sexual Harassment"?
Sexual harassment is a form of sex discrimination and is unlawful under federal, state, and (where applicable) local law. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity and the status of being transgender.
Sexual harassment includes unwelcome conduct which is either of a sexual nature, or which is directed at an individual because of that individual's sex when:
- Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment, even if the reporting individual is not the intended target of the sexual harassment;
- Such conduct is made either explicitly or implicitly a term or condition of employment; or
- Submission to or rejection of such conduct is used as the basis for employment decisions affecting an individual's employment.
A sexually harassing hostile work environment includes, but is not limited to, words, signs, jokes, pranks, intimidation or physical violence which are of a sexual nature, or which are directed at an individual because of that individual's sex. Sexual harassment also consists of any unwanted verbal or physical advances, sexually explicit derogatory statements or sexually discriminatory remarks made by someone which are offensive or objectionable to the recipient, which cause the recipient discomfort or humiliation, which interfere with the recipient's job performance.
Sexual harassment also occurs when a person in authority tries to trade job benefits for sexual favors. This can include hiring, promotion, continued employment or any other terms, conditions or privileges of employment. This is also called "quid pro quo" harassment.
Any employee who feels harassed should report so that any violation of this policy can be corrected promptly. Any harassing conduct, even a single incident, can be addressed under this policy.
Examples of Sexual Harassment
The following describes some of the types of acts that may be unlawful sexual harassment and that are strictly prohibited:
Physical acts of a sexual nature, such as:
- Any unconsented touching, pinching, patting, kissing, hugging, grabbing, brushing against another employee's body or poking another employee's body;
- Rape, sexual battery, molestation or attempts to commit these assaults.
- Unwanted sexual advances or propositions, such as:
- Requests for sexual favors accompanied by implied or overt threats concerning the target's job performance evaluation, a promotion or other job benefits or detriments;
- Subtle or obvious pressure for unwelcome sexual activities.
- Sexually oriented gestures, noises, remarks or jokes, or comments about a person's sexuality or sexual experience, which create a hostile work environment.
- Sex stereotyping occurs when conduct or personality traits are considered inappropriate simply because they may not conform to other people's ideas or perceptions about how individuals of a particular sex should act or look.
- Sexual or discriminatory displays or publications anywhere in the workplace, such as:
- Displaying pictures, posters, calendars, graffiti, objects, promotional material, reading materials or other materials that are sexually demeaning or pornographic. This includes such sexual displays on workplace computers or cell phones and sharing such displays while in the workplace.
- Hostile actions taken against an individual because of that individual's sex, sexual orientation, gender identity and the status of being transgender, such as:
- Interfering with, destroying or damaging a person's workstation, tools or equipment, or otherwise interfering with the individual's ability to perform the job;
- Sabotaging an individual's work;
- Bullying, yelling, name-calling.
Who can be a target of sexual harassment?
Sexual harassment can occur between any individuals, regardless of their sex or gender. New York Law protects employees, paid or unpaid interns, and non-employees, including independent contractors, and those employed by companies contracting to provide services in the workplace. Harassers can be a superior, a subordinate, a coworker or anyone in the workplace including an independent contractor, contract worker, vendor, client, customer or visitor.
Where can sexual harassment occur?
Unlawful sexual harassment is not limited to the physical workplace itself. It can occur while employees are traveling for business or at employer sponsored events or parties. Calls, texts, emails, and social media usage by employees can constitute unlawful workplace harassment, even if they occur away from the workplace premises, on personal devices or during non-work hours.
Unlawful retaliation can be any action that could discourage a worker from coming forward to make or support a sexual harassment claim. Adverse action need not be job-related or occur in the workplace to constitute unlawful retaliation (e.g., threats of physical violence outside of work hours). Such retaliation is unlawful under federal, state, and (where applicable) local law. The New York State Human Rights Law protects any individual who has engaged in "protected activity." Protected activity occurs when a person has:
- made a complaint of sexual harassment, either internally or with any anti-discrimination agency;
- testified or assisted in a proceeding involving sexual harassment under the Human Rights Law or other anti-discrimination law;
- opposed sexual harassment by making a verbal or informal complaint to management, or by simply informing a supervisor or manager of harassment;
- Reported that another employee has been sexually harassed; or
- encouraged a fellow employee to report harassment.
Even if the alleged harassment does not turn out to rise to the level of a violation of law, the individual is protected from retaliation if the person had a good faith belief that the practices were unlawful. However, the retaliation provision is not intended to protect persons making intentionally false charges of harassment.
Reporting Sexual Harassment
Preventing sexual harassment is everyone's responsibility. The Paideia Institute cannot prevent or remedy sexual harassment unless it knows about it. Any employee, paid or unpaid intern, or non-employee who has been subjected to behavior that may constitute sexual harassment is encouraged to report such behavior to a supervisor, manager or the chair of the Human Resources Committee, Joshua Davis. Anyone who witnesses or becomes aware of potential instances of sexual harassment should report such behavior to a supervisor, manager or the chair of the Human Resources Committee, Joshua Davis.
Reports of sexual harassment may be made verbally or in writing. A form for submission of a written complaint is available as Appendix A to this handbook, and all employees are encouraged to use this complaint form. Employees who are reporting sexual harassment on behalf of other employees should use the complaint form and note that it is on another employee's behalf. Employees, paid or unpaid interns, or non-employees who believe they have been a target of sexual harassment may also seek assistance in other available forums, as explained below in the section on Legal Protections.
Supervisory Responsibilities
All supervisors and managers who receive a complaint or information about suspected sexual harassment, observe what may be sexually harassing behavior or for any reason suspect that sexual harassment is occurring, are required to report such suspected sexual harassment to the chair of the Human Resources Committee, Joshua Davis. In addition to being subject to discipline if they engaged in sexually harassing conduct themselves, supervisors and managers will be subject to discipline for failing to report suspected sexual harassment or otherwise knowingly allowing sexual harassment to continue. Supervisors and managers will also be subject to discipline for engaging in any retaliation.
Complaint and Investigation of Sexual Harassment
All complaints or information about sexual harassment will be investigated, whether that information was reported in verbal or written form. Investigations will be conducted in a timely manner, and will be confidential to the extent possible.
An investigation of any complaint, information or knowledge of suspected sexual harassment will be prompt and thorough, commenced immediately and completed as soon as possible. The investigation will be kept confidential to the extent possible. All persons involved, including complainants, witnesses and alleged harassers will be accorded due process, as outlined below, to protect their rights to a fair and impartial investigation.
Any employee may be required to cooperate as needed in an investigation of suspected sexual harassment. The Paideia Institute will not tolerate retaliation against employees who file complaints, support another's complaint or participate in an investigation regarding a violation of this policy. While the process may vary from case to case, investigations should be done in accordance with the following steps:
- Upon receipt of the complaint, the chair of the Human Resources Committee, Joshua Davis will contact the relevant Institute Representative(s) (usually the Officer in Charge of the Relevant Office or the Director of the relevant program) so that they may conduct an immediate review of the allegations, and take any interim actions (e.g.,instructing the respondent to refrain from communications with the complainant), as appropriate. If complaint is verbal, the complainant will be encouraged to complete the Complaint Form in writing. If he or she refuses, the Institute Representative(s) will prepare a Complaint Form based on the verbal reporting.
- If documents, emails or phone records are relevant to the investigation, the Institute Representative(s) will take steps to obtain and preserve them.
- The Institute Representative(s) will request and review all relevant documents, including all relevant electronic communications.
- The Institute Representative(s) will interview all parties involved, including any relevant witnesses;
The Institute Representative(s) and the Human Resources Committee will create a written documentation of the investigation (such as a letter, memo or email), which contains the following:
- A list of all documents reviewed, along with a detailed summary of relevant documents;
- A list of names of those interviewed, along with a detailed summary of their statements;
- A timeline of events;
- A summary of prior relevant incidents, reported or unreported; and
- The basis for the decision and final resolution of the complaint, together with any corrective action(s).
- This written documentation and associated documents will be kept in a secure and confidential location.
- Promptly notify the individual who reported and the individual(s) about whom the complaint was made of the final determination and implement any corrective actions identified in the written document.
- Inform the individual who reported of the right to file a complaint or charge externally as outlined in the next section.
Legal Protections And External Remedies
Sexual harassment is not only prohibited by the Paideia Institute but is also prohibited by state, federal, and, where applicable, local law.
Aside from the internal process at the Paideia Institute, employees may also choose to pursue legal remedies with the following governmental entities. While a private attorney is not required to file a complaint with a governmental agency, you may seek the legal advice of an attorney. In addition to those outlined below, employees in certain industries may have additional legal protections.
State Human Rights Law (HRL)
The Human Rights Law (HRL), codified as N.Y. Executive Law, art. 15, § 290 et seq., applies to all employers in New York State with regard to sexual harassment, and protects employees, paid or unpaid interns and non-employees, regardless of immigration status. A complaint alleging violation of the Human Rights Law may be filed either with the Division of Human Rights (DHR) or in New York State Supreme Court.
Complaints with DHR may be filed any time within one year of the harassment. If an individual did not file at DHR, they can sue directly in state court under the HRL, within three years of the alleged sexual harassment. An individual may not file with DHR if they have already filed a HRL complaint in state court.
Complaining internally to the Paideia Institute does not extend your time to file with DHR or in court.
The one year or three years is counted from the date of the most recent incident of harassment. You do not need an attorney to file a complaint with DHR, and there is no cost to file with DHR.
DHR will investigate your complaint and determine whether there is probable cause to believe that sexual harassment has occurred. Probable cause cases are forwarded to a public hearing before an administrative law judge. If sexual harassment is found after a hearing, DHR has the power to award relief, which varies but may include requiring your employer to take action to stop the harassment, or redress the damage caused, including paying of monetary damages, attorney's fees and civil fines.
DHR's main office contact information is: NYS Division of Human Rights, One Fordham Plaza, Fourth Floor, Bronx, New York 10458. You may call (718) 741-8400 or visit: www.dhr.ny.gov.
Contact DHR at (888) 392-3644 or visit dhr.ny.gov/complaint for more information about filing a complaint. The website has a complaint form that can be downloaded, filled out, notarized and mailed to DHR. The website also contains contact information for DHR's regional offices across New York State.
Civil Rights Act of 1964
The United States Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws, including Title VII of the 1964 federal Civil Rights Act (codified as 42 U.S.C. § 2000e et seq.). An individual can file a complaint with the EEOC anytime within 300 days from the harassment. There is no cost to file a complaint with the EEOC. The EEOC will investigate the complaint, and determine whether there is reasonable cause to believe that discrimination has occurred, at which point the EEOC will issue a Right to Sue letter permitting the individual to file a complaint in federal court.
The EEOC does not hold hearings or award relief, but may take other action including pursuing cases in federal court on behalf of complaining parties. Federal courts may award remedies if discrimination is found to have occurred. In general, private employers must have at least 15 employees to come within the jurisdiction of the EEOC.
An employee alleging discrimination at work can file a "Charge of Discrimination." The EEOC has district, area, and field offices where complaints can be filed. Contact the EEOC by calling 1-800-669-4000 (TTY: 1-800-669-6820), visiting their website at www.eeoc.gov or via email at [email protected].
If an individual filed an administrative complaint with DHR, DHR will file the complaint with the EEOC to preserve the right to proceed in federal court.
Local Protections
Many localities enforce laws protecting individuals from sexual harassment and discrimination. An individual should contact the county, city or town in which they live to find out if such a law exists. For example, employees who work in New York City may file complaints of sexual harassment with the New York City Commission on Human Rights. Contact their main office at Law Enforcement Bureau of the NYC Commission on Human Rights, 40 Rector Street, 10th Floor, New York, New York; call 311 or (212) 306-7450; or visit www.nyc.gov/html/cchr/html/home/home.shtml. 21
Contact the Local Police Department
If the harassment involves unwanted physical touching, coerced physical confinement or coerced sex acts, the conduct may constitute a crime. Contact the local police department.
Human Resources Committee
At the 2019 Spring Board Meeting, the Board of Directors of the Paideia Institute resolved to create a Human Resources committee composed of members of the Board of Directors and Advisory Board. The purpose of this committee is to address formal complaints, field any concerns related to employment or working environment which individuals do not feel comfortable bringing to the Institute's Officers, and to advise the Officers on matters of human resources. The members of the Human Resources Committee are:
Joshua Davis (Board of Directors), Chair
Jonathan Sabo (Board of Directors)
Susan Hamilton (Board of Directors)
Kathleen de Riesthal (Board of Directors)


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"He has a point. I've been up all night expecting the Sentry guards to bang down my door and arrest me, but they never showed. It could only mean one thing: that Sentry brat Natalie didn't tell anyone about me. Good. My threat must've gotten through her stupid blond head. I light up a cigarette and take a long drag. Fragging Sentry. The world would be a better place without them in it,but I can't see that happening any day soon."Here's the second one...
"My fingers grasp the edge of her satchel, but she twists out of my reach and climbs onto the stage.
Fragg!"Fragging? What the fuck is fragging? Oh right, Fragg= Fuck.
In case you missed it.
It maybe something mild, something some would consider unsignificant. But it bothers me. It completely snaps me off the flow of the story. What is wrong with a few 'fucks' along the way? Its realistic. It sometimes even makes the dialogue a bit better. I mean, there is a difference between a few curse words and when characters curse constantly and without any real motive, sometimes, but most of the time I am fine with a few bad words that aren't alowed on TV or radio.
Another story that bothers me when it does this is House of Night series. But don't even get me started on that one because if not I will go on a massive rant.
There is no such thing as bad words, there are only socially unacceptable words. That is the truth. Curse words don't corrupt the youth, they are a part of our every day lives so I don't see the point in avoiding them.
Unless this is a "new style" of curse words, instead of censoring, in that case the word Fragg still bothers me because it's stupid.
Oh but other than that I am really liking the book. Woohoo.


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The question before a panel of U.S. appeals court judges: Should non-native residents of Guam have a say in the territory's future relationship with the United States? Three judges from the 9th U.S. Circuit Court of Appeals were at the University of Hawaii's law school Wednesday to listen to arguments in an appeal of a federal judge's 2017 ruling that says limiting the vote to those who are considered native inhabitants of the island is unconstitutional. Voters would have three choices: independence, statehood and free association with the United States similar to island states that allow the U.S. exclusive military access to their land and waters while their citizens have the right to live and work in the U.S.
Arnold Davis, a white, non-Chamorro resident of Guam, sued in 2011 after his application to participate in the vote was denied.
Last year's ruling concluded that even though Guam has a long history of colonization and its people have a right to determine their political status with the United States, it's unconstitutional to exclude voters simply because they "do not have the correct ancestry or bloodline."
Full Article: Guam pushes for native-only vote on US relationship.


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Biggest Product Liability Claims in the U.S.
Defective product lawsuits involving consumer products are often big news because of the number of people they affect, and the amount of damages awarded to people who have been harmed.
Defective products including unsafe prescription drugs and medical devices cause serious injuries or death to thousands of Americans each year. This often happens before the dangers of the product are widely known. In some cases, the product manufacturer understands the risks but fails to provide adequate warning. A person who has concerns about a product's safety may prevent many people from being harmed by contacting a defective product injury lawyer and pursuing a product liability claim.
Below, we look at some of the biggest product liability claims in the United States and other types of claims and potential product defects and hazards.
What is a Defective Product Lawsuit?
When a consumer is harmed while using a legal product as it is intended to be used, the injured person may have a right to seek compensation for his or her losses, including medical bills, lost income due to the injury and pain and suffering. A defective product lawsuit may seek compensation from the product manufacturer, wholesaler, distributor and retailer that sold the item.
There are three common types of product liability claims or lawsuits. They each assert that the defendant owes compensation to the injured plaintiff because the defendant knew or should have known the product was faulty. A claim may allege:
Defective design. The claim asserts that the product is inherently unsafe because of how it was designed.
Manufacturing defect. The claim charges that a flaw during the manufacturing process caused the product to be unsafe. These claims often target a product manufactured within a defined timeframe in which a manufacturing flaw existed and was identified by a certain production code.
Failure to warn. This type claim asserts that the manufacturer or other parties failed to properly warn the consumer or end-user about the dangers posed by the product and/or did not provide adequate warnings and instructions for using the product safely.
The lawsuit must establish one of the three claims above and demonstrate that, despite the fact that the plaintiff used the product correctly, the defect or failure caused the person to be injured.
When numerous people file similar product liability claims, the courts may order that the cases be grouped as multi-district litigation for the pretrial phase of litigation or consolidated as a class action case. A class-action case will group claims according to similar allegations. Multi-district litigation (MDL) groups lawsuit geographically, so cases may be heard together for more efficient handling by the court in the pre-trial stages. Plaintiffs keep their individual lawsuit in an MDL.
Large claims are often settled out of court, with the presiding court approving details of the settlement agreement. Others are decided by a jury. In a class action, the settlement is then publicized and additional consumers who were injured by the faulty product are given the opportunity to submit evidence that they, too, deserve compensation.
The Insurance Information Institute says that in 2017 the median award in product liability personal injury cases was $1.5 million. The average, which can be skewed by particularly large awards, was $5.1 million. Product liability cases involving defective medical products had the highest median award in 2017 at $4 million.
Major Types of Product Defect Cases in the U.S.
The five largest product liability cases in U.S. history were:
Automotive. General Motors (GM) had manufactured several car models with faulty ignition switches that could shut off the engine during driving, disable power steering and brakes, and prevent airbags from inflating. GM admits to at least 13 deaths and 31 car accidents caused by faulty ignition switches and has established an uncapped $400 million fund designed to compensate consumers for deaths and injuries caused by its vehicles. Several lawsuits, including two class-action suits, are pending.
Tobacco Products. Philip Morris, which has since changed its name to Altria Group Inc., was named in a 2002 lawsuit in which a woman who had lung cancer claimed that smoking cigarettes had caused her sickness and that her tobacco addiction was caused by the tobacco company's failure to warn her of the risks of smoking. In addition to $850,000 in compensatory damages for the plaintiff's losses, Philip Morris was ordered to pay $28 billion in punitive damages. After nine years of appeals, the amount was reduced to $28 million.
Automobile Parts. General Motors was sued in 2008 over a chemical used in its Dex-Cool coolant, which caused leaks and engine damage. A class-action suit filed on behalf of about 35 million GM customers demanded approximately $20 billion. The plaintiffs eventually received individual payments of $400 to $800.
Breast Implants. Dow Corning agreed in 1998 to pay $2 billion to settle a $4.25 billion class-action suit filed by customers who claimed that their silicone breast implants were rupturing, causing them injury, disfigurement, scleroderma, and death.
Automobile Parts. General Motors was ordered to pay $4.8 billion in punitive damages and $107.6 million in compensatory damages after a product liability lawsuit claimed a faulty gas tank on its 1979 Chevrolet Malibu caused explosions that killed six individuals.
Asbestos. Owens Corning Corp. settled multiple product liability lawsuits claiming that its asbestos building materials caused mesothelioma, a type of terminal cancer, by agreeing to pay $1.2 billion in 1998. There were 176,000 people involved in this product liability case.
Additionally, many defective product cases are filed every year seeking justice after injuries caused by faulty products such as:
Automotive parts and systems, like brakes, steering systems, and airbags. Joye Law firm helped a South Carolina family recover a confidential amount on appeal of an award of $12.5 million in compensatory damages and $250 in punitive damages for their son's death caused by faulty door latches on a Dodge minivan. In another case, Joye Law Firm helped a widower recover a settlement from GM after the faulty design of the 2002 Chevrolet TrailBlazer allowed the roof to collapse and kill his wife in a rollover crash.
Asbestos-containing products, including building products and talcum powder, which is said to cause ovarian cancer in unsuspecting women who have used talcum powder daily for decades.
Children's products, including toys, cribs, car seats, and strollers.
Defective medical devices, including blood clot filters; transvaginal mesh implants; Stryker and DePuy hip implants; intrauterine birth control, like the Mirena IUD and NuvaRing; etc.
Defective prescription drugs, such as Pradaxa (dabigatran) and Xarelto (rivaroxaban) blood-thinning medications, the Yaz birth control pill, and the GranuFlo and NaturaLyte dialysis medications manufactured by Fresenius Medical Care.
E-cigarettes and vaping products, which have been implicated in more than 2,000 cases of respiratory injury and whose leading manufacturer, Juul, has been accused of deceptive marketing. Multiple e-cigarette / vaping injury lawsuits are being filed across the country.
Household appliances, including furnaces and fireplace inserts that emit carbon monoxide, and washers, dryers, ovens, stoves and countertop appliances that start fires.
Industrial machinery and manufacturing equipment, which cause hundreds of fatalities among workers each year. Joye Law Firm helped an injured worker who lost his arm due to unguarded industrial machinery obtain a $2.3 million settlement.
Recreational vehicles, such as bicycles and ATVs.
Product Recalls and Consumer Protection from Defects
Many consumer products are identified as causes of serious injuries each year.
Manufacturers, importers, distributors, and retailers of consumer products in the U.S. are required by law to notify the Consumer Product Safety Commission (CPSC) if they know that:
A defective product could create a substantial risk of injury to consumers
A product creates an unreasonable risk of serious injury or death
A product fails to comply with applicable consumer product safety rules or standards under the Consumer Product Safety Act or any other statute enforced by the CPSC
An incident in which a child (regardless of age) suffers a serious injury or dies as a result of choking on a marble, small ball, latex balloon, or other small part contained in a toy or game.
Failure to fully and immediately report this information may lead to substantial civil or criminal penalties. An individual harmed by a manufacturer's failure to warn of a product's risk also may have a right to file a product liability lawsuit.
The CPSC can take several actions once a defect is reported, including announcing a recall. Over just two weeks in November-December 2019, the CPSC or product manufacturers issued recalls for:
Bass Pro Mr. Steak Gas Grills due to fire hazard (about 3,300 units)
WilliamsRDM StoveTop FireStop Rangehood and Microhood Automatic Cooktop fire suppressors due to failure to operate (about 9,300 pairs)
Surly Bikes front bicycle racks due to failure, crash and injury hazards (about 5,139)
Trek Super Commuter+ 8S electric bicycles due to fall hazard (about 2,840)
DaVinci Bailey bassinets due to fall hazard (about 3,000)
STANLEY brand 16 oz. wooden handle nailing hammer due to injury hazard caused by a potentially loose grip (about 211,000)
2018 and 2019 Yamaha EF2000iS portable generators for fire and burn hazards due to leaky fuel tanks (about 10,100).
If you have been injured by a product, a knowledgeable product liability lawyer can help you assess whether you have a valid claim against the manufacturer.


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Booker T Responds To Criticism Of Brother Stevie Ray Being Inducted Into WWE Hall Of Fame
"Five time" WCW heavyweight champion Booker T is about to become a two-time WWE Hall of Famer. After already being inducted for his singles career, Booker T is going into the Hall of Fame again this year alongside his brother, Stevie Ray, as a part of Harlem Heat.
While Booker's place in the Hall is deserving, some think that Stevie Ray doesn't belong in the Hall of Fame. Dave Meltzer recently talked about the integrity of the WWE Hall of Fame with wrestlers like Ray and Wilson being inducted.
"It's hard to take it seriously," Meltzer said on The Wrestling Observer. "Stevie Ray is going into the Hall of Fame? and Torrie Wilson is going into the Hall of Fame! How seriously do you want to take it?"
Stevie Ray hit back at Meltzer's comments and said has respect from his peers in the wrestling business unlike Meltzer.
In Dave Meltzer's opinion, I'm not worthy of the #WWEHallOfFame. That's fine because that's his opinion, but I was voted in by my peers. I got respect in this business which is more than I can say for him. When the HOF is over, fans will get to hear what I really think of Dave.
? Stevie Ray (@RealStevieRay) March 12, 2019
Booker also responded to criticism and stood up for his brother as being deserving for the Hall of Fame.
"We have dirt sheet writers talking about my brother shouldn't be in the Hall of Fame. People who haven't done anything for this business talking about who should or shouldn't get into the Hall of Fame," stated Booker. "My think is this: if you've done nothing and contributed zero as far as taking one bump on the road, you don't know who should get in and who shouldn't get in the Hall of Fame."
Part of going into the Hall of Fame is the legacy you leave behind and Booker T says that Harlem Heat did just that by paving the way for so many others.
"For me as a tag team, who didn't even get a chance to work in WWE with my brother, my brother and I, we paved the way for so many other young African American wrestlers that watched us and said, man if Booker T and Stevie Ray can do it, we can do it too," said Booker.


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Using the native British Dog Violet and Celandine flower, we have created some wall design ideas in this blog. Click for further details.
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Master Mosquiton (Dub)
In the 1920's, Inaho resurrects a vampire named Mosquiton with her blood. He awakens and becomes her slave. Now, Inaho is after the O-Part, which will grant her immortality. However, a bunch of supernatural monsters are out to stop them from achieving their goal.
(Source: ANN)
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Banning palm oil would most likely increase the production of other oil crops to meet the demand for oil, displacing rather than halting the significant global biodiversity losses caused by palm oil, warns a recently published report by the International Union for Conservation of Nature (IUCN), a global membership organisation composed of both government and civil society organisations.
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According to the International Union for Conservation of Nature (IUCN), a global membership organisation composed of both government and civil society organisations, its recently published report "Oil palm and biodiversity : a situation analysis by the IUCN Oil Palm Task Force" is an "objective analysis" of palm oil impacts on global biodiversity and possible solutions.
Given that other oil crops require up to nine times as much land to reach the same productivity as palm oil, its replacement would significantly increase the total land area used for vegetable oil production to meet global demand. Avoiding further palm oil-related deforestation will deliver the biggest gains for biodiversity by far, the report found.
When you consider the disastrous impacts of palm oil on biodiversity from a global perspective, there are no simple solutions. Half of the world's population uses palm oil in food, and if we ban or boycott it, other, more land-hungry oils will likely take its place. Palm oil is here to stay, and we urgently need concerted action to make palm oil production more sustainable, ensuring that all parties – governments, producers and the supply chain – honour their sustainability commitments, said IUCN Director General Inger Andersen.
Written by the IUCN Oil Palm Task Force (OPTF) in response to a 2016 resolution adopted by IUCN's government and non-governmental Members, the report aims to provide a "constructive path to improving sustainability" in the palm oil industry. The report only looks at the impacts of palm oil on biodiversity and does not consider social or economic impacts – issues that OPTF aims to study in 2019.
Damaging global biodiversity impacts
The report found that palm oil is damaging global biodiversity, with 193 species assessed as threatened on the IUCN Red List affected, and orangutans, gibbons and tigers among species suffering severe harm. Palm oil impacts on biodiversity currently converge in Malaysia and Indonesia but could spill over to tropical Africa and Latin America as production expands to meet demand.
Because palm oil is grown in the species-rich tropics, this could have catastrophic effects on global biodiversity. Areas into which palm oil could potentially expand are home to half (54 percent) of the world's threatened mammals, and almost two thirds (64 percent) of all threatened birds, the report found. If other oil crops replaced palm oil, the damage could shift to ecosystems such as the Latin American tropical forests and savannahs.
Oil palms produce 35 percent of the world's vegetable oil on under 10 percent of the land allocated to oil crops, with most palm oil consumed in India, China and Indonesia. Three-quarters of all palm oil is used for food, as cooking oil and in processed foods, with the rest used in cosmetics, cleaning products and biofuel.
The authors used satellite data to estimate the total planted area at 18.7 million hectares (ha) for industrial palm oil only, which gives at least 25 million ha when smallholder plantations are included. This is higher than the area reported by producer countries, which adds up to 21 million ha for all palm oil.
Palm oil is decimating South East Asia's rich diversity of species as it eats into swathes of tropical forest. But if it is replaced by much larger areas of rapeseed, soy or sunflower fields, different natural ecosystems and species may suffer. To put a stop to the destruction we must work towards deforestation-free palm oil, and make sure all attempts to limit palm oil use are informed by a solid scientific understanding of the consequences, said report lead author and Chair of IUCN's Oil Palm Task Force, Erik Meijaard.
Certified palm oil – marginally better but holds potential
The authors' highlight that solutions need to focus on the improved planning of new oil palm plantations to avoid the clearing of tropical forest or peatland areas and better management of forest patches left untouched in plantations, known as set-asides. Certified palm oil has so far proven to be only marginally better in terms of preventing deforestation than its non-certified equivalent, but the approach is relatively new and holds potential for improving sustainability.
More efforts are needed to ensure that sustainability commitments are honoured and that their reporting is transparent, but also that there remains a demand for certified palm oil. Government policies should protect forests in countries producing palm oil as well as other oils, and limit demand for non-food uses of palm oil, such as biofuel, the authors recommended. Improved consumer awareness in the top consuming countries – India, China and Indonesia – could greatly increase demand for certified palm oil.


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Opéra National de Paris Garnier
Not just a night out, but a whole experience, opera has now returned to its original Paris base after the theatre had a spell as a dance-only venue. The vast stage can hold a cast of 450, and the building itself is an example of excessive opulence, complete with grand staircase, mirrors and marble .
The epitome of Parisian cabaret, the Folies were, for a time, no more than a troupe of high-kicking, bare-breasted dancers. Today, the musical shows have largely returned to the nostalgic days when Maurice Chevalier and Josephine Baker performed here.
32 rue Richer, 75009
08 92 68 16 50
The Lido
Home to the world famous troupe of long-legged dancers, the Bluebell Girls, the fabulous special effects include aerial ballets and an on-stage skating rink. There are many who regard this dinner-cabaret as an essential Parisian experience.
116 bis ave des Champs-Elysées, 75008
01 40 76 56 10
Moulin Rouge
The original home of the Can-Can, the theatre's dancers were immortalized on canvas by Toulouse-Lautrec during the belle époque and are on display in the Musée d'Orsay. The show still has all the razzamatazz that has been dazzling audiences since 1889. The pre-show dinner is optional .
Le Crazy Horse Paris
More risqué than the other big-name cabaret shows, the Saloon has a reputation for putting on the most professional as well as the sexiest productions. Striptease features, along with glamorous dancing girls and other cabaret acts. The computer-controlled lighting effects are spectacular.
12 ave George V, 75008
01 47 23 32 32
Le Cirque d'Hiver
Worth visiting for the freshly renovated façade alone, this whimsical 150-year-old building plays host to the traditional Cirque Bouglione, complete with trapeze artists and tame tigers.
110 rue Amelot, 75011
01 47 00 28 81
Comédie Française
Paris's oldest theatre was founded in 1680 and is still the only one with its own repertory company, staging both classical and modern drama (in French). The current building dates from the 18th century. Around the corner from the main box office, a special window opens 45 minutes before curtain-up, selling reduced price tickets for under-27s and concessions.
1 pl Colette, 75001
08 25 10 16 80 (+33 0 1 44 58 15 15 from abroad)
Opéra National de Paris Bastille
Opened in 1992 as the largest opera house in the world, this modern building was heavily criticized, not least for its acoustics and poor facilities. However, this is still the best place to see opera in Paris.
Pl de la Bastille, 75012
08 92 89 90 90
(+33 0 172 29 35 35 from abroad)
Théâtre du Châtelet
The city's largest concert hall and fourth-largest auditorium was built in 1862. The repertoire covers classical music, ballet and opera, as well as popular Sunday morning chamber music concerts.
1 pl du Châtelet, 75004
01 40 28 28 00
Théâtre de la Ville
Once known as the Sarah Bernhardt Theatre, in honour of the great Parisian actress who performed here and managed the theatre in the 19th century, today it puts on an eclectic range of modern dance, music shows and some classical theatre.
2 pl du Châtelet, 75004
01 42 74 22 77
Les Enfants du Paradis
The city's underworld is shown in this 1944 classic.
Everyone Says I Love You
Woody Allen's 1996 movie included many scenes shot around Notre-Dame and the Left Bank.
A Bout de Souffle
French New Wave director Jean-Luc Godard's 1959 film stars Jean-Paul Belmondo as a car thief on the run.
French Can-Can
The Jean Renoir classic (1955) tells the story of how the famous dance was created in Montmartre clubs.
Last Tango in Paris
Controversial, erotic 1972 film starring Marlon Brando.
The Trial
Orson Welles used the then empty Gare d'Orsay (now the Musée d'Orsay) to create a convincingly huge and anonymous office for his 1962 version of Kafka's novel.
The metro was the star in this 1985 Luc Besson film about a man who seeks refuge at night in its stations.
Les 400 Coups
Gritty Paris streets feature in this 1959 François Truffaut film about a boy on the run.
Jean-Pierre Jeunet's 2000 sensation about a girl's quest for love features numerous scenes in Montmartre.
Robert Altman takes a satirical look at the Paris fashion industry in his 1995 film.


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LIC Jeevan Labh Policy: The Life Insurance Corporation, or LIC, of India is one of the go-to options for Indians when it comes to buy insurance policies. The LIC, has for this reason, curated specific plans for a specific group of individuals. The corporation, backed by the government has an array of insurance plans for people of almost all ages and categories. LIC policies are loved among Indians who like investing in risk-free assets, and after bank FDs and post office savings schemes these LIC policies are a favourite among them due to is comparatively high returns. The fact that the interest rate is not dependent on stock market movement also makes it a favourable option especially when they are volatile like now. LIC Jeevan Labh Policy is one of the most popular policies launched by the company.
What is LIC Jeevan Labh Policy?
LIC's Jeevan Labh is a limited premium paying, non-linked, with-profits endowment plan which offers a combination of protection and savings. This plan provides financial support for the family in case of unfortunate death of the policyholder any time before maturity and a lump sum amount at the time of maturity for the surviving policyholder. This plan also takes care of liquidity needs through its loan facility.
LIC Jeevan Labh: Features and Eligibility
The minimum sum assured under this LIC Jeevan Labh policy is Rs 2 lakh. One can pay the premiums for 10, 15 and 16 years and get the maturity amount after 16 to 25 years depending on the tenure of premium paid. The minimum age of availing the LIC Jeevan Labh Policy is eight years, while the maximum age of entry is 59 years, for a 16 year maturity term. This means that the policyholder should not be older than 75 when the LIC Jeevan Labh plan matures.
LIC Jeevan Labh Policy Benefits
There are a host of benefits of the LIC Jeevan Labh Policy. On maturity of the policy, if the policyholder is alive, the basic sum assured, along with vested simple reversionary bonuses and final additional bonus, if any, will be payable in lump sum on survival to the end of the policy term provided all due premiums have been paid. On the other hand, if the policyholder does not survive, the nominee will get the sum assured on death, which is seven times higher than the absolute amount assured.
LIC Jeevan Labh Policy Calculator: Invest Rs 253 Daily, Get Rs 55 Lakh at Maturity
If you are 25-years-old and avail the LIC Jeevan Labh policy for a 25-year maturity period, then you will be eligible to get as much as Rs 54.50 lakh at maturity. You have to select Rs 20 lakh as the basic sum assured and have to pay Rs 92,400 as a yearly premium, which is roughly equal to Rs 253 per day. After 25 years, the total maturity value will be Rs 54.50 lakh. This way, your small investment can go a long way under the LIC Jeevan Labh policy.
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Gas Handling Agreement Errata (Oct 2014)
For consistency within the Gas Handling Agreement and Emulsion and Water Handling Agreement the following clause will be incorporated into the Gas Handling Agreement Version 2015.
705. Audits
(a) The Operator's books, accounts, and records, including Monthly product allocation statements relating to joint operations for a Year, may be audited within twenty-four (24) months following the end of that year in which the bill or statement was issued.
(b) Any audit conducted pursuant to the Agreement shall:
(1) be conducted in accordance with the PASC Accounting Guidelines relating to the conduct of audits of this nature;
(2) give due consideration to documentation requirements as may reasonably be required to substantiate or reasonably test or assess the Operator's compliance with the Agreement or the accounting procedure;
(3) be scheduled in such a manner, so as to cause a minimum of inconvenience to the Operator; and
(4) be administered as set out below.
(c) Producer shall make every reasonable effort to conduct its audit at the same time as an audit conducted by the Facility owners. Furthermore, where two or more producers wish to conduct an audit, Producer shall make every reasonable effort to conduct its audit jointly with the other producers.
(d) The scope of the audit shall be limited to the following:
(1) For fixed fee arrangements, the audit shall be limited to the verification of volumes allocated to the Producer; and
(2) For variable fee arrangements, the audit shall be limited to the verification of volumes allocated to the Producer and the fee calculation method including any related 13th month adjustment calculation, however the scope shall not extend to a detailed audit or review of the operating costs and capital values used in determining the charges to Producer.
Gas Handling Agreement Errata (Sept 2014)
The PJVA highly recommends that the new Assignment wording which was adopted in the Emulsion and Water Handling Agreement be incorporated into the Gas Handling Agreement 2013 and in the Contract Well Operating Agreement.
This Errata will be implemented into the Agreement for 2015 version. PJVA strives for consistency in all agreements when possible and this is one clause that we feel should be consistent in Service Agreements.
Assignment Clause should read:
Either Party may assign this Agreement, including all rights and liabilities hereunder, at any time by providing the other Party with a fully executed instrument effecting such assignment, provided that no such assignment shall be effective unless the assignee agrees to be bound by the terms of this Agreement.
Gas Handling Agreement Errata (June 2012)
The present wording under clause 6 (a) of the Gas Handling Agreement should be revised as follows:
606. Measurement or Allocation Adjustments
In the event of an adjustment in measurement or allocation to Producer Outlet Substances, adjustments shall be made using;
(a) for gas, the 5A Arithmetic Average price for the Month for which the adjustment is required as listed in the table "NGX AB-NIT Same Day Index" in the Canadian Gas Price Reporter less the NOVA tolls (3 year toll) at the NOVA meter station and less NOVA fuel; and
- In the agreement when the words "clause" versus "Clause" and "subclause" versus "Subclause" are used, unless it is the beginning of a sentence, it should be small letters "clause" and "subclause" throughout the agreement.
Gas Handling Agreement Errata (June 2009)
Article 7 - In Subclause 706 (e) the reference should be to Subclause 603 (b) rather than Clause 603 (b).
Article 7 - In Subclause 706 (f) there is an extra word - it says "Subclause Clause 603 (b)". The word "Clause" should be deleted.