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University Policies
This chapter provides summaries of key policies with links to the complete policies where applicable.
2.1 Non-discrimination policy statement
Missouri State University is a community of people with respect for diversity. The university emphasizes the dignity and equality common to all persons and adheres to a strict non-discrimination policy regarding the treatment of individual faculty, staff, and students. In accord with federal law and applicable Missouri statutes, the university does not discriminate on the basis of race, color, national origin (including ancestry, or any other subcategory of national origin recognized by applicable law), religion, sex (including marital status, family status, pregnancy, sexual orientation, gender identity, gender expression, or any other subcategory of sex recognized by applicable law), age, disability, veteran status, genetic information, or any other basis protected by applicable law in employment or in any program or activity offered or sponsored by the university. Sex discrimination encompasses sexual harassment, which includes sexual violence, and is strictly prohibited by Title IX of the Education Amendments of 1972.
This policy shall not be interpreted in a manner as to violate the legal rights of religious organizations or of military organizations associated with the Armed Forces of the United States of America.
The university maintains a grievance procedure incorporating due process available to any person who believes he or she has been discriminated against. Missouri State University is an Equal Opportunity/Affirmative Action/Minority/Female/Veterans/Disability employer. Inquiries concerning the complaint/grievance procedure related to sex discrimination, including sexual harassment and sexual assault, should be addressed to the Title IX Coordinator, Carrington Hall 205, 901 S. National Ave., Springfield, Missouri 65897, email@example.com, 417-836-8506, or to the Office for Civil Rights. All other inquiries concerning the grievance procedure, Affirmative Action Plan, or compliance with federal and state laws and guidelines should be addressed to the Equal Opportunity Officer, Office for Institutional Equity and Compliance, Park Central Office Building, Suite 111, Springfield, Missouri 65897, email@example.com, 417-836-4252, or to the Office for Civil Rights. (Res. Board Policies No. 70-11; Bd. Min. 10-28-11.)
2.2 Prohibition of discrimination and sexual harassment
The complete prohibition of discrimination and harassment policy can be found on the institutional equity and compliance website. While all forms of discrimination and harassment degrade the quality of work and diminish the academic mission, sexual harassment because of its nature, has received special attention in the courts. Further, because of the unique relationship between student and faculty member or supervisor and subordinate, and the inequities in power, sexual harassment is especially troublesome in the academic environment. Sexual harassment not only violates the law and university policy but also can damage personal and professional relationships, cause career or economic disadvantage, expose the university to legal liabilities, a loss of federal research funds, and other financial consequences.
The best way to prevent sexual harassment is through awareness and education. This policy is aimed at increasing awareness regarding sexual harassment by making available information, education, and guidance on the subject. The following definition of sexual harassment is included in this policy.
- Sexual harassment includes any unwelcome sexual advances, requests for sexual favors, or other unwelcome written, verbal or physical conduct of a sexual nature when:
- submission to such conduct is made, explicitly or implicitly, a term or condition of an individual's education, employment, or participation in university program or activity;
- submission to, or rejection of, such conduct by an individual is used as the basis for decisions affecting that individual's academic standing, employment status or participation in a university program or activity; or
- such conduct has the purpose or effect of unreasonably interfering with an individual's academic or work performance or creating an intimidating, hostile, or offensive environment for that individual's employment, education, or participation in a university program or activity. (This third situation is commonly known as hostile environment sexual harassment.)
- Sexual harassment may occur between members of the same or opposite sex (i.e., male to female, female to male, male to male, female to female), may occur between persons of the same or different university status (i.e., student to student, faculty to faculty, staff to faculty, faculty to student). Groups of individuals may also be found to engage in sexual harassment.
- Harassment based on a person's sex is not limited to instances involving sexual behavior. The courts have recognized both sexual harassment based on sexual advances or overtones, as well as sex or gender discrimination because of a person's sex (i.e., being denied equal treatment because a person is a female or male, being treated differently because of gender stereotypes).
- A person does not have to be the direct and immediate target of sexual harassment to complain about it. Harassing behavior toward others may be so offensive, demeaning or disruptive as to constitute a hostile work or academic environment, though not specifically directed at the observer or individual lodging the complaint.
- Conduct alleged to constitute sexual harassment will be evaluated according to the objective standard of a reasonable person of the same sex as the victim.
- Except in the case of relationships between employees and students enrolled in their classes or subject to their supervision, consensual sexual or romantic relationships do not automatically violate this policy. However, because of the nature of the relationship and inequities of power, the apparent consensual nature of the relationship is inherently suspect of abuse of power.
Any member of the university community who believes that he or she has been the subject of sexual harassment should report the alleged act immediately to his or her supervisor or the Office for Institutional Equity and Compliance. The university will respond to instances of harassment in accordance with the office for institutional equity and compliance complaint procedures and will respond appropriately to those who violate this policy, up to and including termination of employment.
2.2.1 Discrimination and harassment training policy
To create a positive learning, working and living environment, the university must provide an atmosphere free of discrimination and harassment. The most effective way to prevent discrimination and harassment is through awareness and education. There are at least four goals to be achieved through education: (a) ensuring that all alleged victims (and potential victims) are aware of their rights; (b) notifying individuals of conduct that is proscribed; (c) informing administrators about the proper way to address complaints of violations of this policy; and (d) helping educate the community about the problems this policy addresses.
To achieve these goals, Missouri State University office for institutional equity and compliance has developed a training program to inform, educate and guide members of the university community on sexual harassment and discrimination. New employees must complete the online office for institutional equity and compliance training program within 30 calendar days from their start date. Every three years, all university employees are required to complete the Preventing Discrimination and Harassment Online Training Program and the Preventing Sexual Misconduct (Title IX) Online Training Program refresher.
2.2.2 Reporting discrimination and harassment policy
Any member of the Missouri State University community who has been subject to discrimination or harassment or who has witnessed discrimination or harassment, on any basis not related to the educational requirements for students or the applicable job requirements for employees, is encouraged to report it immediately to the Office for Institutional Equity and Compliance. A person does not have to be the direct target of the discrimination or harassment to report it. The university is committed to handling complaints and reports of discrimination and harassment swiftly, fairly, and with sensitivity.
The method for reporting harassment is outlined in the Missouri State University Office for Institutional Equity and Compliance Complaint Procedures.
2.2.3 Guidelines for responding to and reporting child abuse/neglect or victims of violence or harassment
In acknowledging its responsibility for promoting a positive learning environment and understanding that there may be occasions when staff receive information regarding possible child abuse or neglect or acts of violence or harassment to another person, the university has developed guidelines for responding to such incidents. These guidelines provide that some employees, including teachers at Greenwood Laboratory School, nurses, day care workers, or those who have care and custody of a minor child are "mandated" reporters under Missouri statutes (R.S.Mo 210.109-210.166) with regard to child abuse or neglect. Specific information regarding these guidelines can be obtained by contacting the Office for Institutional Equity and Compliance, Park Central Office Building, Suite 111, 901 South National, Springfield, Missouri 65897, 417-836-4252.
2.2.4 Consensual sexual or romantic relationships
In general – There are special risks in any sexual or romantic relationship between individual in inherently unequal positions, and parties in such a relationship assume those risks. In the university context, such positions include (but are not limited to) supervisor and employee, senior faculty and junior faculty, mentor and trainee, professor and student. Because of the potential for conflict of interest, exploitation, favoritism, and bias, such relationships may undermine the real or perceived integrity of the supervision and evaluation provided. Such relationships may be less consensual than the individual whose position confers power or authority believes. The relationship is likely perceived in different ways by each of the parties to it, especially in retrospect.
Moreover, such relationships may harm or injure others in the academic or work environment. Relations in which one party is in a position to review the work or influence the career of the other may provide grounds for complaints by third parties when that relationship gives undue access or advantage, restrict opportunities, or creates a perception of these problems. Furthermore, circumstances may change, and conduct that was previously welcome may become unwelcome. Even when both parties have consented at the outset to a romantic involvement, this past consent does not remove grounds for a charge based upon subsequent unwelcome conduct.
Where such a relationship exists, the person in the position of greater authority or power will bear the primary burden of accountability, and must ensure that he or she – and this is particularly important for faculty members – does not exercise any supervisory or evaluation function over the other person in the relationship. Where such recusal is required, the recusing party must also notify his or her supervisor, department head, or dean, so that such head, dean or supervisor can exercise his or her responsibility to evaluate the adequacy of the alternative supervisory evaluative arrangements to be put in place. Staff members, may instead, as an option, notify the Office of Human Resources. To reiterate, the responsibility for recusal and notification rests with the person in the position of greater authority or power. Failure to comply with these recusal and notification requirements is a violation of this policy, and therefore grounds for discipline.
With students – The university will view it as unethical and a violation of this policy if university employees engage in sexual or romantic relationships with students enrolled in their classes or subject to their supervision. Such employee-student relationships may include, but are not limited to, faculty and student, advisor and advisee, teaching assistant and student, coach and athlete, and the individuals who supervise the day-to-day student living environment of student residents. The behavior is, in most cases, unethical even when the relationship is consensual (i.e., both parties have consented), because the voluntary consent of the student is in doubt, given the power imbalance in the student-employee relationship. Even if consent were to be shown, a clear conflict of interest would still exist which might create the appearance of discrimination or favoritism in grading or access to educational opportunities.
Relationships between a graduate student and an undergraduate student, when the graduate student has some supervisory responsibility for the undergraduate student, are covered by this policy.
2.3 Disability and reasonable accommodation
Missouri State University is committed to providing an accessible and supportive environment for employees with disabilities. Equal access for qualified employees with a disability is an obligation of the university under Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990. Missouri State University does not discriminate on the basis of disability against otherwise-qualified individuals in any program, service or activity offered by the university. The university is committed to ensuring that no otherwise-qualified individual with a disability is excluded, denied services, segregated or otherwise treated differently than other individuals because of the absence of auxiliary aids or other appropriate services; however, accommodations cannot result in an undue burden to the university or fundamentally alter the essential functions of the job.
The complete disability accommodations policy can be found on the office for institutional equity and compliance website. An employee needing to request a reasonable accommodation for a disability should contact the Office for Institutional Equity and Compliance, Park Central Office Building, Suite 111, telephone 417-836-4252. Employees of the West Plains campus should contact the Affirmative Action Liaison, University/Community Programs Office, West Plains Civic Center at 417-255-7966.
2.4 Drug-free workplace
Employees are expected and required to report to work on time and in appropriate mental and physical condition for work. Each employee is responsible to help ensure a drug-free, healthful, safe and secure work environment. The unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance on university premises or while conducting university business off premises is absolutely prohibited. Violations of this policy will result in disciplinary action, up to and including termination, and may have legal consequences. Employees must, as a condition of employment, abide by the terms of this policy and report to the university any conviction under a criminal drug statute for violations occurring on or off university premises while conducting university business. A report of a conviction must be made to the Office of Human Resources within five days after the conviction.
2.5 Alcohol/drug abuse policy
It is the policy of Missouri State University to prohibit the unlawful possession, purchase, manufacture, use, sale or distribution of illicit drugs and alcohol by employees on university property or as part of any of its activities. The university has the right to require an employee to undergo alcohol and/or drug testing when there is a reasonable suspicion that the employee might be under the influence of alcohol or drugs. If an employee is found in violation of university policy, federal or state laws, or local ordinances, the circumstances accompanying each individual case will be considered when determining the consequences. Violations of this policy will result in disciplinary action, up to and including termination, and may have legal consequences. The university does not condone the abuse of alcohol and drugs; it does, however, recognize that employees with alcohol or drug-related problems should be encouraged to seek help in dealing with such problems. Employees are encouraged to use the university's counseling services, campus-related self-help groups (Adult Children of Alcoholics, Alcoholics Anonymous, or Narcotics Anonymous) and health insurance plans, as appropriate, when facing alcohol or drug-related problems.
2.6 Tobacco use policy
The university recognizes that tobacco smoke is a hazard to the health of the university community. Because of the harmful consequences of tobacco use, both active and passive, the university has adopted the following policies:
- The university designates all buildings as smoke-free. Therefore, smoking is prohibited in university buildings including offices and hallways, and in the outside areas surrounding fresh air intakes. This policy applies to all university buildings on and off campus.
- Smoking at outdoor events (specifically including those in the stadium) is restricted to designated areas.
- Smoking is prohibited in vehicles leased or owned by the university.
- The use of smokeless tobacco is prohibited in all locations on campus, where smoking is prohibited.
- Visitors to Missouri State University are included under this policy as temporary members of the university community.
To the extent possible, the university will provide access to cessation programs to help those who presently use tobacco products and desire to quit. Magers Health and Wellness Center offers smoking cessation programs. The success of this policy depends on the thoughtfulness, consideration, and cooperation of smokers and nonsmokers. The university community shares in the responsibility for adhering to and enforcing this policy. Access the complete tobacco use policy.
2.7 Solicitation policy
As used in this handbook, solicitation means the attempted sale, lease, rental, or offer for sale, lease, or rental of any property, product, merchandise, publication, or service, whether for immediate or future delivery; the oral, written, or electronic appeal or request to support or join an organization other than a registered student, faculty, or staff organization; the receipt of or request for any gift or contribution; or the distribution of information in support of these activities.
Only registered student organizations, university organizations, and university departments may solicit on campus. All sales persons or agents for any product or proposition or cause whatsoever are prohibited from soliciting members of the faculty, staff, or the student body in any building or on any part of the campus of Missouri State University, or by any electronic means, except as provided herein. Door-to-door solicitation in university residence halls, academic, or administrative buildings is strictly prohibited. Space for sales and solicitation must be reserved through the event and meeting services office, 417-836-5653. Unless otherwise noted in this policy, such activities are facilitated in designated locations in, or directly outside of, the Plaster Student Union. Questions regarding this policy should be directed to the Director of Plaster Student Union. Events otherwise approved according to the university's policies that commonly sell merchandise may be permitted to do so if approved according to the contract or other arrangement for the event. During working hours, university employees are not to engage in such activities as unauthorized pools, collections, sales of tickets or merchandise, political campaigning or passing of handbills. Registered student organizations, university organizations, and university departments who want to conduct solicitation activities on campus must comply with the procedures outlined in the solicitation policy. A complete copy of the university's solicitation policy is available from the office of student engagement. The solicitation policy for the West Plains campus is available on the Student Life website.
2.8 Advertising and distribution policy
Missouri State University recognizes the importance of campus advertising of sanctioned events and activities in fostering an active and involved university community. At the same time, the university recognizes that an attractive and well maintained physical campus environment is essential to the overall advancement of the university. Therefore, it is necessary that printed posters, signs, notices, and other materials disseminated on campus be posted in a manner that does not detract from the physical appearance of the campus or result in damage to building surfaces. Advertising (and publicity) shall be defined as any method or device for disseminating commercial information/promotional materials on the campus of Missouri State University. The university retains the exclusive right for promotion of university activities through advertisement and endorsement by commercial enterprises and products. Advertisement on campus or in university publications and activity programs does not imply official endorsement by Missouri State University. Questions regarding this policy should be directed to the assistant to the vice president for student affairs/director of Plaster Student Union. A complete copy of the university's policy on advertising and distribution is available from the office of student engagement. The advertising policy for the West Plains campus is located on the Student Life website.
2.9 Outside activities and other employment
Employees are expected to be able to perform their work as efficiently and effectively as possible at all times. While work other than for the university is not prohibited, hours worked in outside employment must not coincide or conflict with hours of work for the university. Outside employment and activities must not detract from work responsibilities at the university nor create a conflict of interest. Questions about whether an outside activity or other employment would constitute a conflict of interest should be directed to supervisors.
2.9.1 Extra compensation for externally sponsored projects
Exempt employees (review Section 4.4.2 in this handbook for the definition of exempt employees) are expected to perform their regular duties and responsibilities as assigned by the university without regard to work hour limitations. Compensation for exempt employees above and beyond their annual base salary is not permitted for performance of the regular duties and responsibilities assigned by the university. In certain cases, however, compensation in excess of an exempt employee's annual base salary is permitted for activities performed under externally sponsored projects and other internally funded activities. Externally funded projects are defined as those for which the university administers funds under a contract, grant or other agreement from a federal, state or local government agency, not-for-profit entity, or business. Exempt employees who anticipate participating in an externally funded project should contact the office of research administration for the complete policy on extra compensation for externally sponsored projects.
2.10 Conflict of interest
A Conflict of Interest Policy has been adopted by the university's Board of Governors. This policy sets forth provisions to assist governors, officers, faculty and employees in avoiding improper outside influences on institutionally related decisions and activities, or using their position or property of the university for their personal, financial, or political gain. The general policy specifically addresses outside interests and compensation; use and disclosure of confidential information; financial and political gain; selling, renting, leasing of property; faculty consultation activity; contracting procedures; and prohibited services after termination of office or employment.
An employee must disclose to his or her supervisor all relevant facts related to activities which might involve a conflict of interest. A copy of the complete Conflict of Interest Policy is available upon request from the Department Head or the Office of Human Resources. Missouri statutes require any officer or employee of the university who has direct administrative and operating authority to approve, disapprove, or make binding decisions for the university or to authorize or enter into any contract on behalf of the university to provide annual financial disclosure statements. The statement must be completed and filed within 30 days of employment or within 30 days of being transferred or promoted into a position determined to be covered by the statutes (e.g., vice-president, director, and manager).
The university will determine and annually notify employees required to complete the financial disclosure statements. The completed statement should be submitted to the Missouri Ethics Commission.
2.11 Receipt of gifts policy
No employee should accept any personal gifts or favors exceeding the amount provided in Section 105.485.2(8) R.S. Mo, as amended, (currently $200.00) in monetary value in any calendar year from any single person, company or firm which transacts, or wishes to transact business with the university. This is not intended to be applicable to meals/functions conducted at the initiative of the university and involving university purposes or business, or to compensation or fringe benefits provided by the university. Any exceptions to this policy require a written approval of the employee's supervisor and vice president (if applicable), based on a written explanation for the requested exception.
2.12 Employment of relatives - nepotism policy
The university's policy regarding the employment of relatives is set forth in the nepotism provision of the Conflict of Interest Policy. No Governor, officer, faculty, or employee shall participate, either directly or indirectly, in a decision to appoint or hire an employee of the university, including regular and part-time appointments, who is related to such person within the fourth degree by blood or marriage. It also shall be a violation of this policy for an employee to supervise, either directly or indirectly, the work of another employee who is related within such fourth degree, unless the supervisory role is specifically approved by the president of the university. A relative within the fourth degree includes, but is not limited to spouse, child, grandchild, great-grandchild, great great-grandchild, parent, grandparent, great grandparent, great great-grandparent, brother/sister, aunt/uncle, great aunt/uncle, niece/nephew, grand niece/nephew and cousin. For university purposes, this includes sponsored dependent. All relationships are included, whether full-, half-, step-, foster-, adopted, or in-law. An employee or supervisor who has a question pertaining to the relatives covered by the university's nepotism policy should contact his/her department head or the Office of Human Resources.
2.13 Political activities policy
Following is the policy concerning political activity and holding of public office by members of the university faculty and staff. The policy is subject to any applicable provision of law or determination of the Missouri Ethics Commission.
2.13.1 Activity in political party organizations
Employees may engage in lawful political activities:
- Of organizations of political parties qualified to place candidates on the ballot in accordance with Missouri Statutes or of political parties seeking such qualification.
- Of nonparties or bipartisan groups seeking the election of candidates to public office or the approval or disapproval of issues which are or may be submitted to the voters for approval.
- On behalf of individual candidates for public office, including candidates for membership of any political committee established by Section 115.611 R.S.Mo., et seq., (formerly Chapter 120, R.S.Mo.).
Such activity, like any other personal, non-official undertaking, must be done on the individual's own time and should not interfere with university duties. Employees may contribute funds to the above parties, groups, or candidates or expend funds on behalf of the above parties, groups, candidates or issues, subject only to state and federal laws which regulate political contributions.
2.13.2 Election to or holding public office
Before officially announcing as a candidate for or accepting any elective office, employees must inform their supervisor of such intention and that supervisor must make the fact known to the President of the university through appropriate channels. If the regulations permit, the President will offer no objection to the candidacy, provided it does not require time or attention that should be given to university duties.
- Subject to the requirements of the Notice to the President, an employee may, without permission of the President, become a candidate for and hold a non-partisan part-time position of political office, such as member of a school board, member of a city council, member of a county legislative body or other local school or municipal office which is part-time.
Such activity must be conducted on the individual's own time, and shall not interfere with university duties.
- The holding of any elective, full-time office in local, county, state or the federal government, including state representative or senator, is forbidden while the person is employed by the university. Before accepting such an office, a person is required to resign his or her university post. A person seeking election to such an office must resign or request a leave of absence as of the date the person receives the nomination, e.g. the date of successful primary election.
The policy is subject to any applicable provision of law or determination of the Missouri Ethics Commission.
2.14 Emergency procedures
The Office of Safety and Transportation is responsible for development and ongoing maintenance of a campus crisis/emergency response plan. The plan is designed to protect human life and university property by minimizing the danger to employees, students, and visitors from natural or man-made emergencies. A crisis may be sudden and unforeseen with little or no advance warning. The campus crisis/emergency response plan is activated whenever a crisis disrupts campus operations, threatens life, creates major damage, or occurs within the university community and its environs. The campus crisis/emergency response plan provides specific procedures to be followed in the event of any of the following.
- Floods
- Bomb Threats
- Medical Emergencies
- Chemical Spills
- Poisons
- Disturbances
- Power Failures
- Earthquakes
- Threats
- Fire or Explosions
- Tornadoes
- Suicides or Attempted suicides
- Animal Attacks or Bites
Employees with questions regarding a crisis or emergency situation should contact the Safety and Transportation Department at 417-836-5509 or visit the department's website for a complete copy of the university's emergency operations plan and how to respond to emergencies is located on the Safety and Transportation website. For the West Plains campus refer to the Campus Safety website or contact the Chair of the Safety Committee at 417-255-7225.
If the emergency response plan is activated during an employee's normal work hours, employees are considered to be in pay status. Employees who choose to leave their work station during such an emergency must return to work within 30 minutes after the cancellation of the emergency alert to remain in pay status. However, employees need not return to work if the alert extends beyond their normal work schedule, unless they have tools, materials, equipment, or a university vehicle that must be returned. In this case, employees must return such items before leaving work. Any time that nonexempt employees remain at work beyond their normal work schedule in order to return such items, they should enter the time on their time sheet.
2.14.1 Missouri State Alert notification system
Missouri State Alert is the university's mass notification system, which uses a variety of methods to contact students, faculty and staff in the event of an emergency or school closing. Depending on your subscription, the system will make contact with you through text messages, emails, instant messages, phone calls or pager messages. You can subscribe to Missouri State Alert.
The Missouri State Alert system will be used in the following situations:
- Immediate threat/violent situation on campus
- Security alert
- University closings, early dismissal, delayed start
- Severe weather alerts
- Other emergency situations of an extreme nature
- Periodic testing of the system
2.14.2 Emergency procedures during a tornado
Employees should familiarize themselves with the siren and other warning systems used at the university. The sirens will be activated when a tornado warning has been issued by the National Weather Service. When the tornado warning is issued the following safety procedures are advised:
- Proceed to the nearest designated shelter area in the building.
- Whenever possible, go to an interior hallway on the lowest floor.
- Whenever possible, employees should protect themselves from exterior walls, windows, and doors, with another wall.
- Avoid windows and exterior doors.
- When walking to shelter, avoid elevators and areas with exterior windows.
- Avoid auditoriums and gymnasiums or other structures with wide, free-span roofs.
- Avoid low-lying areas that could flood.
- Employees should stand or sit near the base of a wall and protect themselves from debris with a table, desk, chair, or other appropriate cover.
- Employees should remain in the shelter location until the "all clear" notification is provided. The "all clear" information will be provided by the Safety and Transportation Department through radio or television stations, or when warning sirens have stopped.
2.15 University closings
There are a variety of reasons why the university may be officially closed on a day (or portion of a day) other than one of the recognized holidays referenced in Section 7.17 of this handbook. The reasons include, but are not limited to, severe weather, or an on-campus emergency situation which requires evacuation of a building, a part of or the entire campus, or an unplanned event of significance which warrants closure (e.g., death/funeral of a national or state leader).
2.15.1 Severe weather closing
When university classes are canceled due to severe weather, a decision will be made as to whether offices will also be closed. The decision to close the university or to cancel day classes will be announced to the news media prior to 6:00 a.m. Since the decision to cancel day classes due to inclement weather does not pertain to evening classes or second or third shift employees, a separate decision will be released to the media in time for the 12:00 noon news. An official announcement will be issued through the public media (television and radio) and through the Missouri State University home page. If classes are cancelled, but offices remain open, employees should report to work as scheduled. If offices are closed, employees are not to report to work unless they are notified or have been given prior instructions to report as part of essential services. It is the responsibility of each vice president to designate which employees are to report to work. The major administrator of the operation will be responsible for ensuring that needed employees are notified. If no announcement is made, employees should assume that activities will continue as normal. Essential employees are required to report to work, and the failure of essential employees to report for work because of weather conditions is not an acceptable excuse and may result in employee discipline. Loss of work time because of weather conditions when the university continues operations will not be considered an excused absence. Such time lost may be taken as paid leave or the employee will not receive pay for the time missed due to the university closing. Review the inclement weather procedures for more information.
2.15.2 Compensation during university closings
When the university officially closes under such circumstances, if the announcement of the closing occurs before the start of an employee's work shift, the hours of the employee's work shift that the university is closed will be paid at the employee's regular straight time rate. If the university officially closes during an employee's work shift and the employee is sent home, the remaining hours in the employee's work shift will be paid at the employee's regular straight time rate. The hours that are paid when the university is officially closed will not count as "hours worked" towards 40 hours for the purposes of payment of overtime.
An employee who is on leave without pay (including Family and Medical Leave and workers' compensation absence) when the university is officially closed under the circumstances described in this section will not be paid for the hours that the university is closed nor use it as paid leave in the future. Employees on a paid absence, however, will be paid for the hours the university is closed and should record the appropriate number of hours as university closing rather than paid absence. Employees supplementing the payments from workers' compensation with vacation, sick leave or compensatory time off should record the appropriate number of hours as university closing rather than paid absence.
Nonexempt staff required to work during the hours the university is officially closed will be paid at their straight time rate in addition to regular pay and the hours actually worked will count toward 40 hours of work for overtime purposes. Employees required to work over 40 hours and eligible to receive overtime compensation will be paid according to the university's normal policies on overtime compensation and hours worked. Due to budget restrictions, departments may adjust work hours within the workweek in which the event occurs in lieu of compensation.
When the university is officially closed for a day under such circumstances, a day is normally defined as eight (8) hours. Employees whose regular work day is more than eight (8) hours, (e.g., employees working four 10-hour days) will be paid for 8 hours. Such employees will need to use vacation, compensatory time, or actual work hours during the work week in which the university officially closes as described in this section in order to be paid for the remaining two hours of their work shift that the university was closed. Employees whose regular work day is less than eight (8) hours, (e.g., employees working 6-hour days) will be paid for six (6) hours.
2.16 Zero tolerance of workplace violence and threats
Missouri State University recognizes that in order to effectively fulfill its stated mission and goals the work environment needs to be free of violence and threats for all members of the university community. Missouri State University is committed to providing a work environment that is free from violence and threats of violence and will not tolerate workplace violence of any type, from any source.
Workplace violence, as defined for this policy, is any physical assault, threatening or intimidating behavior, harassment or verbal abuse occurring in the work setting whether direct or through the use of university facilities, property or resources. It includes, but is not limited to beatings, stabbings, shootings, sexual assault, oral or written statements, psychological traumas such as threats, obscene phone calls, an intimidating presence, gestures and expressions, and harassment of any nature such as stalking, swearing or shouting, and bringing prohibited weapons onto university property.
The university's Zero Tolerance policy applies to all work locations, including offices, work sites, vehicles, field locations or other locations where university business is conducted. All members of the university community are covered under this policy, including faculty, staff, and students and prohibit threatening or violent actions by employees directed against other employees, by employees directed against students, or visitors, and by students or visitors directed against university employees or other students or visitors.
Domestic violence can be a form of workplace violence (See Section 2.17 regarding the university's domestic violence policy).
The university considers threats and acts of violence on campus as a serious violation of university policy and will respond promptly to reports of violence and/or threats including prompt investigation and timely involvement of law enforcement agencies, when appropriate. Review the Workplace Violence web page for more information on violence and threats of violence, including domestic violence, in university facilities and on university property.
2.17 Domestic violence in the workplace
Missouri State University seeks to create a supportive workplace environment in which employees feel comfortable discussing domestic violence and seeking assistance for domestic violence concerns. The purpose of this policy is to increase awareness of domestic violence and to provide guidance to employees and management in addressing domestic violence issues and their effects in the workplace.
Domestic violence, as defined for this policy, is any physically, sexually, and/or psychologically abusive behavior that a household member or dating partner uses to establish and maintain control over another person. Such behavior can be violent or threaten violence and may result in physical or emotional harm or otherwise place a person's safety and productivity at risk. Domestic violence is a serious problem that affects people from all walks of life. It can adversely affect the well-being and productivity of faculty and staff members who are victims, as well as their co-workers.
Missouri State University does not tolerate domestic violence in the workplace, including offices, work sites, vehicles, field locations or other locations where university business is conducted. Domestic violence perpetrators may be removed from the premises and may be subject to arrest and/or criminal prosecution. Employees who engage in domestic violence in the workplace, or who use university facilities, property or resources to engage in domestic violence are subjected to disciplinary action, including termination of employment.
The university is committed to working with faculty and staff members who are victims of domestic violence to prevent abuse and harassment from occurring in the workplace and to reduce its impact on employee well-being and productivity. No faculty or staff member will be penalized or disciplined solely for being a victim of harassment in the workplace. Faculty and staff members who are victims of domestic violence are expected to cooperate with the university in instituting approaches to create a safe working environment for them, as well as their co-workers.
All Missouri State University employees need to take seriously the problem of domestic violence and its effect in the workplace. The university's Title IX Office, 417-836-8506, located in Carrington Hall 205, is available to meet with employees who are experiencing or have concerns about domestic violence in order to discuss available options and resources. Employees may also contact the Family Violence Center, 417-837-7700, 24 hour hotline 417-864-SAFE (7233) or 800-831-6863 or the Missouri Coalition of Domestic Violence, 573-634-4161 or The Victim Center, 417-836-7273.
2.18 Possession of firearms policy
It is the policy of Missouri State University to prohibit the unauthorized possession of ammunition, firearms, explosive weapons, and other weapons as defined in Missouri Revised Statutes Section 571.010 (2), (6), (8), (10), (11), (13), (17) and (18) on university premises (including parking lots and vehicles owned or leased by the university) by employees of the university (i.e., full-time and part-time employees) and guests, except employees as outlined below. Authorization to possess such items on university property or vehicles may be granted by the Director of Safety and Transportation or his/her designee.
Employees of the state are authorized, as per RSMO 571.030, paragraph 6, enacted August 28, 2013 to have a firearm in the employee's vehicle on property owned or leased by the state if the vehicle is locked and the firearm is not visible, for the duration of time that the employee is conducting activities within the scope of his or her employment.
2.19 Workplace surveillance and searches
The university may utilize reasonable surveillance and search measures, (to include video in areas where notice of such surveillance has been posted or where crimes have occurred or are reasonably expected to occur), that ensure the proper work environment. The university reserves the right to inspect and search all work areas, desks, file cabinets, lockers, lunch boxes, containers leaving university premises, and personal vehicles on university premises. All records contained in computers (including email) and storage devices should be business-related and therefore are open to inspection by the university.
Surveillance cameras are positioned at several locations throughout the campus to enhance campus safety. Cameras are located inside and outside university academic and administrative buildings as well as in parking facilities. Cameras monitor nearly every area of campus from a central control facility. These cameras are monitored throughout the day and also provide video surveillance.
2.20 Information technology policies
Taxpayers, students, and others providing funding for Missouri State University technology resources expect that these assets will be used and offered equitably. Further, they expect use of these resources to support the university's mission of developing educated persons and in its mission in public affairs.
Acceptable uses of computers, networks, electronic mail, and other information technology can help enhance university communications and build a sense of community. Unlawful or inappropriate uses, however, reduce the amount of resources available to satisfy the university's purpose and can infringe upon the rights of others.
Use of university computer resources is a privilege. The university expects all authorized users to use information technology in a responsible, acceptable manner – users may not use information technology to violate the university's purpose or mission, university policy, faculty or employee handbooks, Board bylaws and rules, contractual obligations, or local, state, or federal laws and regulations. Failure to comply with university computer use policies can result in immediate disabling of computer resources, reactivation fees, removal of material violating policy, and/or disciplinary action including dismissal, civil action or prosecution. The university reserves the right to monitor computer use/communication if it has reason to do so, and to limit, revise or prioritize its computer resources as it deems appropriate.
To ensure compliance with these expectations, and applicable laws, the university requires its authorized users of the information technology resources to follow the policies regarding information technology use.
2.21 Children in the workplace
The university values family life and has worked to develop employment policies and benefits that are supportive of families. While the university seeks to focus on providing an environment open to work and family issues, it also believes that the work place should not be used in lieu of a child care provider. Further, the university believes that it is inappropriate for minor children of employees to be in work areas during work hours for several reasons:
- The potential liability to the university.
- Risk of harm to the children.
- Decreased employee productivity due to distractions and disruptions.
It is the policy of the university that minor children in an employee's care not be present at an employee's workplace (e.g., office, classroom, shop area), in lieu of other child care arrangements, during the employee's working hours. The supervisor is responsible for enforcing this policy in their respective work areas. This policy is not intended, however, to prohibit children from the campus when the purpose of their visit is to attend classes or to participate in activities specifically scheduled for their benefit (e.g., Fine Arts Academy, summer sports or activity camps, or other similar university-sponsored events).
2.22 University signature policy
Missouri State University's Signature Policy delineates when signatures can be specified on university documents and the specific approvals required to include those signatures. Within this policy, the term "document" refers to both hardcopy and electronic formats. The term "signature" refers to the handwritten, personalized signing of an individual's name and serves as his/her legal identifier, either in original or digitized form.
No university member's signature shall be included on hardcopy documents unless that person has specifically signed the original document being copied for distribution or has specifically authorized the signing of his/her name. No university member's digitized signature shall be included on any hardcopy or electronic documents without that person's specific, written approval. In lieu of an approving authority's signature, the specification of the signatory's name and title is encouraged to be used (e.g., John Doe, Director of Acme Department).
University officials wishing to include the President's signature on a document shall: (a) have that document reviewed and approved by the appropriate vice president or chancellor in advance of distribution to the President, and (b) have that document reviewed and approved by the President prior to general distribution. This policy applies to all university faculty, staff and students.


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Genre: Drama, Thriller
Current rating:
Rate Movie | Not yet Reviewed
Based on the novel by Eugene Burdick and Harvey Wheeler, Fail-Safe is set for the most part at Strategic Air Command headquarters, where a misguided transmission sends a squadron of bombers hurtling towards Russia, fully prepared to drop their atomic weaponry on Moscow.
Air Force commander Frank Overton desperately tries to establish radio contact with the bombers, but once the pilots have passed the fail safe point, they've been instructed to disregard any reversal of orders.
Racing against time, US President Henry Fonda, through his interpreter (Larry Hagman), informs the Russian premiere of the impending nuclear disaster. Working in concert with SAC, the Russians send up interceptors to shoot down the American bombers, while some of the planes run out of fuel and crash.
Unfortunately, one aircraft, piloted by Edward Binns, manages to escape destruction and continues on its fatal mission.
Realizing that Moscow is doomed, the President must decide how to avert World War III. Featured in the cast of Fail Safe are Walter Matthau as a hawkish scientist, Fritz Weaver as a round-the-bend colonel, and Dom DeLuise (billed as DeLouise) as a weeping sergeant.
Fail-Safe is followed by a government-dictated disclaimer insisting that the events leading up to the nuclear disaster depicted in the film could not possibly happen.

subset: commoncrawl


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Nicholas Roerich or Nikolai Konstantinovitch Rerikh (Николай Константинович Рерих) was a Russian painter, traveler, and esoteric writer (1874-1947) who lived in New York City, and later in India's Kulu Valley. He and his wife Helena Roerich (Elena Ivanova Rerikh, 1879-1955) have become influential figures among Russian New Age spiritual seekers.
As a painter, Roerich is usually grouped with the Russian Symbolists. His best-known paintings (generally tempera on canvas or cardboard) feature old Russian churches, Himalayan landscapes, or religious scenes representing various Eastern religions. He also painted the backdrops for a number of operas, including the premier of Stravinsky's Sacre du printemps, as well as the interiors of several Russian churches. Museums of his artwork exist in New York City, Moscow, and Naggar (Himanchal Pradesh, India), among other places.
The Roerichs joined the Theosophical Society in 1920, Nikolai having been exposed to Buddhism through working on a Tibeto-Mongolian temple in Saint Petersburg. As a worldwide schism developed among Theosophists over the claims of Annie Besant and the young Krishnamurti, the Roerichs began receiving their own revelations from the "Masters" (also known as Adepts or Mahatmas) from their Central Asian stronghold, including the Master "M" (for "Morya") of Theosophical lore. These revelations (in Russian) became the series of Agni Yoga books, also known as the Teaching of Living Ethics (Zhivaya etika, Живая этика). Later volumes claimed a cosmic significance for Helena, called the "Mother of Agni Yoga," as world savioress.
Between 1924 and 1928 Roerich led a U.S.-flagged expedition through various regions of Central Asia including Chinese Turkestan, Siberia, Mongolia, and Tibet. The journey is described in Roerich's travelogue Altai-Himalaya (which incidentally reports an early UFO sighting, over Eastern Tibet in 1926). Also relevant is his essay Shambhala, describing a paradisial Buddhist kingdom which only the elect may find.
During a secret side-visit to Moscow, Roerich (ostensibly acting on the instructions of his Masters) approached the Soviet authorities with a proposal to establish a new Central Asian Buddhist state. His proposal was received coldly (as was the Masters' endorsement of V.I. Lenin as a Mahatma, equal to Jesus or Buddha), and the Roerichs soon felt it adviseable to flee Moscow.
During the 1930's Roerich visited Manchuria at the behest of U.S. Secretary of Agriculture Henry Wallace, to whom he reportedly suggested adding the Great Seal of the United States (the eye-in-pyramid symbol) to the obverse of U.S. currency. Exposure of Wallace's "guru letters" to Roerich (so named for their customary salutation, "Dear Guru...") derailed Wallace's 1948 presidential bid.
Roerich was instrumental in promoting the 1935 "Roerich Pact" among 21 American nations, which established the "Banner of Peace" symbol--three red dots surrounded by a red circle, on a white flag--as a protection for cultural sites such as museums and libraries. (I.e., the signatories undertook not to bomb sites displaying the symbol.) The symbol is now used primarily by Roerich groups.
Roerich's followers--called Rerikhovtsi ("Roerich-ites") in Russian--resurfaced during Perestroika, with Raisa Gorbachev said to have been a supporter. Today they are divided into a number of fractious lineages, often around competing gurus, and are known for their pilgrimages to Mount Belukha in Altai. Reports of persecution from Orthodox authorities regularly emerge.
The Roerichs were posthumously expelled from the Russian Orthodox Church in the year 2000, a half-century after their deaths. While the move raises thorny jurisdictional issues (the Roerichs ended their days not in Russia but in India, whose territory falls under the authority of the Ecumenical Patriarch), that they promoted a religious tradition distinct from Orthodoxy seems clear.
The Roerichs had two sons: George Roerich (Yuri Nikolaivitch Rerikh), a Tibetologist (1902-1960); and Svetolslav Roerich, an artist (1904-1993).
- Archer, Kenneth. Roerich East and West.England: Parkstone Press, 1999.
- Decter, Jacqueline. Messenger of Beauty: The Life and Visionary Art of Nicholas Roerich. Vermont: Inner Traditions, 1993.
- Drayer, Ruth Abrams. Wayfarers: The Spiritual Journeys of Nicholas and Helena Roerich. New Mexico: Bluewaters Press, 2004.
- New York's Roerich Museum Includes an on-line gallary.
- The Agni Yoga Society Includes revealed material from "the Masters" received by Nicholas and Helena Roerich.


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You might go to a restaurant. You might find some elements of the meal not quite to your taste. You might put a few words up on Trip Advisor recounting your less-than-perfect experience. The chef might get in touch to call you a c***. Other Michelin-starred chefs might pile in with more abuse.
Does this sound fanciful? Well, it's exactly what happened to Brit James Isherwood this week after dining at the two-Michelin-starred Hibiscus restaurant in London's upmarket Mayfair district.
Isherwood, who is not a professional restaurant critic and writes only for his Dining With James blog (12 entries so far) and Trip Advisor, posted a review of Hibiscus complaining that parts of the "poor" starter were overcooked and that the service was "hit and miss", though comments regarding other parts of the meal were generally positive. He gave it a three-out-of-five rating, pressed 'publish' and that was it. Except that it wasn't.
Next thing, Hibiscus head chef Claude Bosi turns up on Isherwood's Twitter feed calling him "a c***" for not telling him at the time that he was unhappy with the food.
"Like the review on TA.. Really..!! smile to my face, then stab me in the back….!!! Nice one," the acclaimed chef tweeted.
Isherwood responded diplomatically, tweeting that "it was mostly an enjoyable meal, just one small part of it wasn't to my taste."
Bosi, however, was having none of it, tweeting back, "nice way to gain respect with chefs…!! I think your a C*** and this its personal sorry…!!" [sic]
The chef continued his Twitter tirade, saying that "as a man" Isherwood should have said something to his face, and recommended the blogger "buy yourself a pair of balls and play with them."
Other chefs
If Bosi's initial outburst was the starter, the main was provided by a number of other high-profile Michelin-starred chefs who saw fit to wade into the online spat.
Tom Kerridge – whose restaurant Isherwood had recently raved about in another review – tweeted, "Now your just being a c***! #notwelcomeinanyrestaurantever! #bellend seeya dickhead" [sic], followed later by, "Smash him in chef Bosi #chefsunite" and "Who is this guy??? What a loser!!"
Another chef, Sat Bains, also couldn't resist having a pop, tweeting, "Heard a really good saying once, and it rings true today!!!! @claudebosi @ChefTomKerridge there is a c*** amongst us.!!!"
But not everyone in the restaurant world is happy with Bosi's rather robust way of dealing with criticism. London-based chef Luke Mackay said in a piece for the Guardian, "All of you made me ashamed to be a chef last night, you made be ashamed to be on Twitter and you have done nothing but bad for our industry."
He continued, "Yes we know a restaurant lives or dies by its reviews, yes we know that Trip Advisor is unedited and sometimes destructive. But calling a paying customer a 'c***' on a public forum for not liking his starter? That's going to kill you before any pee-wee blogger."
As for Isherwood, it's safe to say the hapless blogger won't be returning to Hibiscus any time soon.
[Image: Africa Studio / Shutterstock]
Editors' Recommendations
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- Restaurant chain offers families free meals if they hand over their phones


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- ITV Report
Cambridge man bailed in Savile inquiry
Detectives working on the Jimmy Savile sex abuse inquiry have bailed a man in his 70s who was arrested in Cambridge.
Operation Yewtree is the investigation of Savile and others. A Scotland Yard spokesman said a man was arrested on suspicion of sexual offences at 7.15am.
A Scotland Yard spokesman said the man, who has not been named, was bailed to a date in December pending further inquiries.
The arrest is the third made in Operation Yewtree.
Former pop star Gary Glitter, whose real name is Paul Gadd, was arrested first and questioned at a central London police station after being detained at his home in the capital.
Comedian Freddie Starr was arrested next.
He was arrested twice and released on bail for a second time earlier this month as part of the Savile abuse inquiry.
The 69-year-old, from Warwickshire, was arrested on suspicion of sexual offences.
He has consistently denied any involvement in the alleged abuse.
Last month he branded Savile "despicable" and "disgusting", and urged police to interview him so he could clear his name.
Savile, who died last year at the age of 84, is now believed to have been one of the UK's most prolific abusers, with hundreds of possible victims.
Scotland Yard is leading a national investigation into the television and radio star's activities and pursuing hundreds of lines of inquiry.


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Reinhard Mohn
Representing the fifth generation of the founding Bertelsmann family, Reinhard Mohn spent over 40 years of active professional engagement building a business that now ranks with the top media groups worldwide. Coupling daring entrepreneurial risk with long-term vision and financial expertise, his life's work employs more than 100,000 people today.
He founded the Bertelsmann Stiftung in 1977 as a continuation of the longstanding political, cultural and social commitment of the Bertelsmann and Mohn families. To this end, Mohn signed over 68.8 percent of his capital shares in Bertelsmann AG to the Bertelsmann Stiftung on Sept. 16, 1993. The foundation currently holds 77.4 percent of the shares (as of December 2009).
However, the transfer of capital shares did not include voting rights. Mohn's individual voting rights, roughly 90 percent of the stock capital, were transferred to the newly founded Bertelsmann Management Company on July 1, 1999. The fact that this charitable foundation is now the largest shareholder in Bertelsmann AG is based on Mohn's belief that great wealth must be subordinate to the social obligations of ownership, as put forth in Germany's Basic Law.
Curriculum Vitae
Reinhard Mohn was born on June 29, 1921, in Gütersloh, finished his secondary schooling in 1939, and went into the military. As a lieutenant in the Africa Corps, Mohn was captured by American forces in 1943, and returned home in 1946. His desire to become an engineer went against his father's wishes that he enter the family printing and publishing business. Mohn took on the new task and assumed management of the business shortly thereafter, beginning one of the most noteworthy and outstanding entrepreneurial careers in post-war Germany.
Over the course of 40 years of professional engagement, Mohn transformed the midsized, regionally focused Bertelsmann Printing and Publishing House into a leading international media group. Bertelsmann is largely his creation, with over 100,000 employees in 54 countries and revenue of €16.1 billion. With self-discipline, tenacious independence and creative drive, Mohn has accomplished much in the fields of business, management and social change. He was guided by family traditions and values passed down over 150 years, aimed at promoting the common good. He said that "ethical criteria have always held their own with financial goals. I believe that this explains Bertelsmann's remarkable financial stability."
Even as a young executive, Mohn worked vigorously to establish and maintain an "inner order" within his company. He wanted to ensure that the internal structure of his business was based upon principles of fairness, partnership and justice. He was not driven by the idea of a social utopia, but by the belief that a motivated employee -- one who has the framework and freedom to grow in his or her job -- will be happier and more productive. "The most important thing for a company's growth and continuity," Mohn said, "is that the greatest possible number of people feel accountable and participate in the decision-making process."
Guided by this belief, Mohn constructed his company on three pillars as a way of ensuing efficiency while acting humanely: individual autonomy, material justice and social security. In 1981, the engaged entrepreneur followed his own management guidelines and gave up his position as chairman of the Bertelsmann AG Executive Board, assuming the position of chairman of the Supervisory Board. On June 29, 1991 -- his 70th birthday -- he stepped down from this body as well, to devote his full attention to the work of the Bertelsmann Stiftung as chairman of its Executive Board. He turned over this office to Dr. Gunter Thielen on October 1, 2001, and, once Dr. Thielen became CEO of Bertelsmann AG in 2002, the post was filled by Prof. Heribert Meffert. For his part, Mohn remained a member of the board until Dec. 31, 2004. In 2005, he reorganized the foundation's governance structures, with its Board of Trustees being given supervisory and monitoring responsibilities. In January 2008, Dr. Thielen once again became head of the Executive Board, and Mohn continued as a member of the Board of Trustees.
In October 1994, Mohn was awarded the Commander's Cross of the Order of Merit of the Federal Republic of Germany, and he was named an honorary member of the Club of Rome in April 1996. He received the Order of Merit with Star of the Federal Republic of Germany and Spain's Prince of Asturias Award in 1998. The same year, he was named "Entrepreneur of the Century." In 1999, he was recognized with the State Prize of North Rhine-Westphalia, the Hanns Martin Schleyer Award and the Spanish Grand Cross. In 2000 he was given the Bernhard Harms Medal by the Institute for Economics and the Jakob Fugger Medal by the Association of Bavarian Newspaper Publishers. He received an honorary doctoral degree from the University of Münster in 2001 and the Future Prize of the Christian Democratic Party's Social Affairs Committee. In 2003 he and his wife Liz Mohn were recognized with the Teddy Kollek Prize. In 2005, the city of Alcúdia made him an honorary citizen. In 2007, he was awarded the German Founder's Prize in the category of "Life's Work."
What is CYOC?
CYOC is the abbreviation for "Create Your Own Career"
The slogan emphasizes individual career opportunities and entrepreneurial freedom, which employees of Bertelsmann get. The following video shows what Create Your Own Career means for our employees.


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Our transportation choices influence our quality of life here in Southern California. How you get around can dictate how much free time you have, your physical safety, even the amount of money that's left of your paycheck after paying for gas, insurance, bus pass or shoe leather.
What transportation do you use and why?
Help KPCC report on transportation issues by telling us how you get around, the good, the bad and the ugly. What public transit works well or could be improved? What drives you crazy on the freeway? What transit and transportation stories are untold or under-reported?
More questions: If you use light rail in L.A. County, you can tell us more about it here. And if a bicycle is your main mode of transport, we also have some questions about bikes.
Responses are confidential, seen only by journalists. We're looking for a few commuters to tell their stories in interviews, so look for the permission buttons below if you're willing to be public about your transit and transportation story.


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Well, that settles that:
The U.S. Treasury Department will not mint a high-value platinum coin to avert the debt ceiling, according to an official statement from the Obama administration obtained by the Huffington Post on Saturday.
"Neither the Treasury Department nor the Federal Reserve believes that the law can or should be used to facilitate the production of platinum coins for the purpose of avoiding an increase in the debt limit," the statement reads.
Since using the 14th Amendment gambit was ruled out by the White House back in December (no surprise there, they'd previously rejected it back in July 2011 during the last GOP effort to hold the debt limit hostage), this leaves no "easy out" from the debt limit standoff.
Billmon says the objections to the PCO aren't legal ones so much as political ones:
If Obama mints the coin, the Republicans can instantly switch (they're incredibly good at this) from threatening financial chaos to ferociously demagoguing the prevention of that chaos—in a way that the 99.9 percent of the American people who aren't constitutional lawyers or financial economists can easily understand.
We've already gotten a pretty good taste of their material: Like the National Republican Congressional Committee's brilliant argument that the weight of a $1 trillion coin would sink the Titanic.
I said brilliant and I meant it. As a monetary concept, the idea that a $1 trillion coin has to contain $1 trillion worth of precious metal may be so freaking stupid it makes Glenn Beck look like Milton Friedman. But, as a political talking point for the cable news viewing masses—the teabagger masses in particular—it's right on target: simple, intuitively obvious, and hard to refute without using words like "seignorage." It even comes with its own funny graphic.
Also, while the sink-the-Titanic argument may be a lie, it is a lie with "mythic truth" behind it: Minting a $1 trillion coin is an extreme solution, one that bends the law, if not to the breaking point, then at least to the point of absurdity. The political consultant hasn't been born yet who couldn't spin gold—maybe even platinum—out of that one.
For the GOP, the coin would be a political Godsend: No more having to make good on insane threats, or defend that insanity in the 2014 elections—or even explain and justify a craven retreat to their teabagger base. Instead, almost infinite opportunities to attack a president bent on subverting the U.S. Constitution in order to go on running up huge amounts of public debt, blah blah blah.
For the GOP electoral machine, what's not to like?


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Nadal expects tough challenge
Rafael Nadal will be back on his favourite stage and bidding to take another step towards more French Open history when he plays Andy Murray in the semi-finals on Friday.
The world number one took his record at Roland Garros to a remarkable 64-1 by coming from a set down to defeat David Ferrer in the semi-finals on Wednesday evening.
Nadal's only defeat at the French Open came in 2009 against Robin Soderling, bisecting the eight titles he has won.
That is a grand slam record in itself, and should Nadal extend that to nine on Sunday, he would be the first man to win five successive French Open titles.
He will be back on his favourite stage, Court Philippe Chatrier, on Friday after being sent out to Suzanne Lenglen for the match against Ferrer, something he made clear afterwards he was not happy about.
Nadal and Murray have not met in a grand slam since 2011, when they played in three successive semi-finals, the Spaniard winning them all.
That was the only previous time Murray has made the last four at Roland Garros, but Nadal knows how well the Wimbledon champion is playing on clay having come close to losing to him in Rome three weeks ago.
"Always to play against Andy is a big challenge," he said. "Always is a pleasure at the same time. I really like him as a person. I think he's a great guy. He always stays the same. He's a great competitor.
"It's great to have him back at his top level playing again the semi-final of a grand slam after an injury. I'm happy for him, because he deserved it.
"He was playing much better in Rome, I think. It was a very, very tough match against him. A good one for me, too, an important victory for me.
"It will be a big match and big challenge for me. I'm going to try my best. I know I have to play very well if I want to have chances to win."
The other semi-final pits second seed Novak Djokovic against first-time semi-finalist Ernests Gulbis.
The Latvian has always been a big talent and is now finally showing the dedication to his sport necessary to live up to it.
Djokovic, who has known Gulbis since they were teenagers at the same German academy, said: "W e all know that talent maybe was a few decades ago in our sport one of the major factors that brought success to the tennis player, but not any more.
"Talent is something that is a gift that you have but it's a minor part of a puzzle that needs to come together for you to be a successful player.
"Maybe those things didn't come together for him in the last couple of years, but now they are. He has won against Roger (Federer), won against Tomas (Berdych).
"He has a huge serve that if it goes in it can give him a lot of advantage over the opponent. He's definitely going to be aggressive and going to go for his shots against me.
"I'm going to try to get myself prepared with the team and get the right tactics."
Gulbis was a quarter-finalist at Roland Garros six years ago as a teenager and freely admits he only has himself to blame for the stall in his career that followed.
The 25-year-old, who is from one of the richest families in Latvia, said: " I just thought everything is going to come too easy for me because everything in life was just coming. I wasn't really thinking about it and not putting enough effort into it.
"I never had problems in school. Tennis, everything was coming easy. I thought I'm just going to grind in life like this, easy without any effort, and be successful.
"And then, s*** happened."
Gulbis has won only one of five previous meetings against Djokovic but they have not played each other for more than three years.
"The way I'm playing now, I never played like this," said Gulbis. "I never felt like this. It's just 0?0. What was in the past, I don't even consider."


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Plan ahead and understand what's supported, what's being retired and when.
Find out if your machine meets the minimum requirements to run the software.
Check out useful tips, tricks and information in our blogs.
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Get involved and help improve the software by voting for ideas, or submitting your own.
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On an older version? To find what you're after look at ArcGIS Resources for our archived Help pages.
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Why Edgewood?
Live as independently as possible, for as long as possible. Neighbors and staff members - and your relationships with them - truly make this place home.
Care That Fits
Customize services exactly to fit your needs - even as those needs change. Our experienced professionals take care of your well-being.
Proven Memory Care
An environment focused on providing familiarity, compassion, appropriate support and care through love, patience and encouragement.


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maaswinhester, that looks like a good beer, but it's not a Baltic Porter. It looks to me more like a Foreign Extra Stout, but without any roasted barley. If you want more of a Baltic Porter per the BJCP guidelines (http://www.bjcp.org/2008styles/style12.php#1c), then you need to knock your dark malts down quite a bit, and delete the 5-minute addition of hops. Bitterness is also way high -- my calculator says 51 IBU, which is way too much for this style. Baltic Porter is sweeter than this, at more like 30 IBUs. I'm using Tinseth, which I find the most accurate, not sure what you've used. And this style does not have a whole lot of roasted flavors, not like a porter typically would. It is more caramelly, raisiny, etc. Consider trading in some of your dark malts for just a tad of Special B malt instead, for instance. Thoughts to ponder. But hey..... if you're not a style nazi, then by all means, go for it. Call it what you will, but IMHO it's really not a Baltic Porter.Whatever you do, make sure it's the beer YOU want it to be, and enjoy it.
I'm not convinced that BJCP is necesssarily the end-all be-all for deciding whether a beer really deserves its name. BJCP guidelines are meant for competitions, where there's a lot of value in defining relatively narrow guidelines in order to make sure that everyone has a common target to shoot for. Traditional brewing isn't necessarily like that that; it's a much more organic, living thing. There's been a whole lot of variation from region to region and decade to decade in response to all sorts of factors.So to me, there's a huge difference between saying "That's not a Baltic porter" and saying "I wouldn't submit that to a BJCP competition under category 12C."


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Linked by Thom Holwerda on Fri 13th Nov 2009 17:01 UTC
TechCrunch's Michael Arrington is claiming Google's Chrome OS will debut next week - but his story does have an odd ring to it. He goes on and on about how driver support will be shoddy, but that makes no sense - isn't Chome OS supposed to be built on Linux? The only way I can see initial driver support to be shoddy is when Chrome OS has its own, custom graphical layer, instead of using X. However, were that to be the case, I'm sure Google would at least support some NVIDIA, ATI, and Intel chipsets. In any case, it's a rumour - do with it as you please.
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RE[2]: Android
by No it isnt on Sun 15th Nov 2009 18:03 UTC in reply to "RE: Android"
RE[3]: Android
by Praxis on Sun 15th Nov 2009 18:58 in reply to "RE[2]: Android"
What makes you think Chrome OS won't use "X-windows"? It's only speculation from a vague statement that it will be "Google Chrome running within a new windowing system on top of a Linux kernel". What they define as "windowing system" is entirely up to the reader.
Just a guess, though I might have been influenced by some of the early press that did assume new windowing system meant not X, though now it is clear thats not the case. Though Android doesn't use X (I think, too lazy to check right now) So it goes back to the argument of whether they are making something more like Moblin or more like Android. I'm not really basing my speculations on anything more than gut instinct in this area. We will see next week hopefully.


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In time for the warm summer season, we have compiled for you the most beautiful outdoor areas of out top properties of the month. Experience our diverse selection of breathtaking properties in Chile, the US and Spain.
Lago Villarrica, Chile
Comfortable living in natural surroundings
This estate, which is surrounded by several small forests and situated idyllically on the Lago Villarrica lake, fulfills all your dreams of comfortable living amidst breathtaking nature. The large panorama windows offer spectacular views of the surroundings. Fine wood from Chile was used throughout the interior and bestows the estate its special natural character. E&V ID: T-1422338
Aspen, USA
Idyllic living in the US
This remarkable luxury chateau, which is close to the world renowned ski resort of Aspen and the legendary Rocky Mountains, is convincing in every way. Hard-carved wooden panelling and the application of highest quality materials demonstrate the noble character of this estate. In the outdoor area is a garden with large terrace, plunge pool and direct access to the surrounding nature. E&V ID: E-0019AU
Cádiz, Spain
An unparalleled lifestyle – both inside and out
Experience this luxury villa's flowing transitions from interior to exterior and enjoy amazing views of the sea and surrounding golf course. A comfortable recreation area on the outside terraces, an outdoor kitchen and the large pool area offer manifold options for relaxation and enjoyment. E&V ID: W-0254XC
Mallorca, Spain
Unparalleled luxury living
This newly built minimalist villa on Montport Hill above the harbour of Port Andratx offers a combination of perfect design and highest construction quality. A special highlight of the estate is a 40 metre glass wall consisting of four sliding elements. Opening the glass walls connects the living room with the terrace and pool area. E&V ID: W-025A8K


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Another home that has fallen into disrepair has been demolished by the City of Augusta.
Another home that has fallen into disrepair has been demolished by the City of Augusta.
The home at 1210 N. State St. owned by Carl Hime was knocked down and the debris is being removed this week.
Hime was granted 60 days to clean up the property and restore the house to habitable condition. On July 31, he received a demolition permit from the city but according to City inspector Dan Allen, no significant work has been done on the property since the permit was pulled.
"Nothing has been done," Allen said. "He was here Friday and said someone would be doing the work Monday but they didn't show up."
Allen said the cost to demolish the home will be $4,000 and that will be added to the almost $10,000 in back taxes and mowing charges that are already leveed against the property.
When the matter first came before the council, Hime told the governing body that he had plans to repair the structure and turn it into a museum. Those plans never came to fruition.
The council took no action to stop the proceedings so demolition proceeded as planned.
Trash talk
About 18 months ago, the Augusta City Council faced a decision when they learned that two of the sanitation trucks would soon need to be replaced.
That led to a discussion of whether to keep the service as it is, change to automated trucks and polycarts or contract with a private company to haul the city's trash.
After creating a special committee and more than a year of discussions, the governing body voted in July not to privatize the city's sanitation service.
The route they chose to pursue involved a switch to one pick-up per week with poly carts and automated trucks that pick up those carts rather than having sanitation workers riding on the back of vehicles.
When the measure passed unanimously, it included a new rate schedule that would increase the cost to residents in order to begin saving money now to pay for the new trucks and carts that will be needed in the new system.
But when the council faced the idea of enacting the increased rates included in the plan it approved, several members of the governing body had reconsidered the idea of raising rates.
The new rates – which will increase monthly costs to residents from $13 to $14.50 – passed 5-2 with Matt Malone and Sue Jones voting against. Holly Harper was absent Monday night.
Councilor Malone asked if the city could wait to increase rates since the plan was to enter into a lease-purchase agreement on the new truck while the city determined how each area of town would be serviced.
"That would give us a year to look at fees and savings with that truck and see if the increase is necessary," he said.
City Manager Bill Keefer said he believed the increase was necessary.
"When we passed the budget, the sanitation department had the higher rates built in since it was already approved by the council," Keefer said. "Without the increase, we will have to look at whether we can do this without putting that fund in jeopardy."
Keefer said the small increase was also designed to let the city pay as it goes rather than going into debt to fund purchases.
"We are going to be purchasing a new truck next year and we are trying to minimize the debt on the truck and new containers," Keefer said.
Councilor Mike Rawlings also took issue with not approving a small increase in rates.
"We always put it off," he said of past councils. "We don't make these small adjustments and then when it is too late, we have to have a $5 increase because we waited. We get to this point and then someone wants to cut back."
Currently, the sanitation fund makes a profit of about 5-7% which will be used to help fund the capital improvements when the change is made to polycarts. Josh Shaw, Assistant to the City Manager, said that he believes there will also be some cost savings in the new system that will increase profitability.
Councilor Mike Wallace made the motion to approve the rate increase with Matt Childers seconding the motion.
It passed 5-2.
Councilor Mike Huddleston asked Shaw when it would be announced which areas of the city will be the first to go to the new system.
Shaw said the plan was being finalized and he would bring it before the council before it is enacted.


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Everyone deserves to have a roof over their head and a place to call home. Millions of Americans have worked hard for years for the opportunity to own their own home; for others, it remains a distant goal. For all of us, having a decent place to live for ourselves and our families is the most fundamental part of the American dream, a source of security and pride.
In 2008, we discovered bankers and speculators had been gambling with our most valuable asset, our homes--betting against us and destroying trillions of dollars of our wealth. Now, because of the foreclosure crisis Wall Street banks created with their lies and greed, millions of Americans have lost their homes, and one in four homeowners are currently underwater on their mortgage.
Not only do we have thousands of people without homes, we have thousands of homes without people. Boarded-up houses are sitting empty--increasing crime, lowering the value of other homes in the neighborhood, erasing the wealth that lifts families into the middle class.
The Occupy Wall Street movement and brave homeowners around the country are coming together to say, "Enough is enough." We, the 99%, are standing up to Wall Street banks and demanding they negotiate with homeowners instead of foreclosing on them.
Occupy Our Homes is a movement that supports Americans who stand up to their banks and fight for their homes. We believe everyone has a right to decent, affordable housing. We stand in solidarity with the Occupy Wall Street movement and with community organizations who help the 99% fight for a place to call home.


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You have until Feb 01, 2019 to return or exchange items bought after Nov 01, 2018. All other standard return policy conditions apply.
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The B+W 60mm Soft Pro Filter can be applied to purposely reduce the appearance of blemishes and wrinkles in portraits or to apply a general soft-focus effect while maintaining overall sharpness. An array of small lenses distributed throughout the surface of this filter softens highlight contrast and reduces glare, which can be useful for creating a more flattering result of a subject. Additionally, a glowing effect around highlights is created which distributes ambient illumination to darker areas within a scene, helping to uniformly balance the tonal range among highlights and shadows. This can further enhance a subject's appearance or produce a desired effect while detail is increased within shadow regions.
This filter is constructed from optical glass for clarity and features an F-Pro brass filter ring for durability as well as jamming prevention.
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|60 mm
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Team Effort Auburn Bucket II Cart Bag
- This item ships directly from the manufacturer.
- Please allow 10-14 business days for the order to ship.
- There may be unforeseen delays once the order is submitted to the manufacturer.
Additional Information
Cart strap pass thru is purposefully engineered to attach securely to your cart without hindering pocket access.
14-way organizer top, with front putter well, provides superior club management. Molded rubber handles provide easy loading and transport. Rounded pocket openings allow easier access to pocket contents. Other features include, oversized towel ring, glove patch, three-point umbrella holding system, removable rain hood, and integrated pen sleeve.
The Bucket II Cooler Cart Bag is constructed of ultra-lightweight 210D nylon in vibrant collegiate colors and is embellished with six collegiate trademarks and coordinating print in team team colors allow you to prominently display your support for your favorite university.
Nike Dry Victory Golf Polo
Men's Nike Dry Victory Golf Polo provides the comfortable feel of double-knit fabric and the sweat-wicking power of Dri-FIT technology to help you stay dry.
- Nike Dry fabric helps you stay dry and comfortable.
- Regular fit provides a relaxed, comfortable feel.
- Rolled-forward shoulder seams allow natural range of motion.
- Collar is ribbed to help prevent curling.
- 2-button placket provides a customizable fit.
Callaway Rogue Draw Driver
The vast majority of amateur golfers fight a slice, and no club is more prone to slicing than the driver. Its long shaft and straight face impart the highest degree of sidespin at the fastest rate, creating the largest amount of curve, killing control and stealing distance. That's why Callaway built draw-promoting qualities into the Rogue Draw. Chronic slicers, this driver was made for you.
Rogue Draw features a 5-gram screw in sole near the heel and substantial internal weighting at the heel. This pulls the CG location inward, toward the heel. That enhances the head's ability to create "gear effect," a physical action that minimizes slice-spin when the face is open at impact.
Rogue Draw includes all of the same innovative, distance-enhancing features of the standard Rogue driver, including the combination of Jailbreak and X-Face VFT technologies, improved Boeing Aerodynamics Package and triaxial carbon crown, all designed to work together to promote an increase in ball speed and distance.
Available in 9 degree, 10.5 degree and 13 degree HT lofts. The same range of shafts and shaft weights available for Rogue Standard are available for Rogue Draw: 40g, 50g, 60g, and 70g weights by Aldila and Project X.
Jailbreak Effect for Enhanced Ball Speed
Combined power of Jailbreak Technology and X-Face VFT Technology that promote high ball speed and long distance.
Draw-enhancing External and Internal Weighting
Added weight inthe heel moves the CG inward, enhancing gear effect on open-faced impacts to minimize slice-spin or promote draw-spin.
Boeing Aero Package
We worked with Boeing to improve Speed Step technology by redefining the geometry of the leading edge to improve airflow to promote faster head speed.
Triaxial Carbon Crown and New Head Shape for Increased MOI
Largest ever carbon composite crown surface area in a Callaway driver and new high-MOI shape with larger address footprint combine to increase stability and forgiveness.
Premium Shaft Selection at Multiple Weights
Choose from 40g, 50g, 60g, and 70gweights by Aldila and Project X.
FootJoy WeatherSof Golf Glove (2 Pack)
The #1 selling golf glove in the world combines revolutionary performance with maximum durability along with a consistent, soft feel. More than 90 million WeatherSof gloves have helped golfers to perform at their peak in all weather conditions. One in every five golfers in the United States prefer the technologically-advanced model of WeatherSof. FJ, The #1 Glove in Golf.
Advanced Performance Leather increases the feel, durability and grip performance in key stress areas.
Exclusive FiberSof material provides the most advanced combination of a consistent fit, soft feel, and a secure grip.
Proprietary ComforTab Closure comfortably adjusts for a secure, reliable fit and feel.
Soft PowerNet mesh across the knuckles improves breathability, comfort and flexibility.


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Family Tree Talks With Dealers on Franchising
September 26, 2012 by RVBusiness · Comments Off on Family Tree Talks With Dealers on Franchising
Family Tree RV Brand Management, which plans to sell a new kind of dealer franchise, reported a "very successful meeting" resulting from its Sept. 19 sitdown with potential dealer partners in Middlebury, Ind.
According to a press release, dealers from Texas, Illinois, Pennsylvania, Missouri and the Carolinas were present for a 2 1/2-hour meeting at Meadow Valley Golf Club. Several topics were discussed during the session, including the brand awareness campaign and the name of Family Tree RV. Dealers offered input about the state of the industry and how the "money games are still being played." They also expressed their concerns in regards to profitability and the viability of remaining competitive.
The release stated that dealers agreed the franchise and brand name will bring value to their store and make it easier to sell in the future. In addition, each dealer will pay a yearly fee for the rights to the Family Tree RV "marks and brand system."
Tom Enyeart, Family Tree president and owner of Shabonnah Creek RV in Atkinson, Ill., noted, "All dealers agreed that the whole concept behind the Family Tree RV brand is a natural next step in their business. All dealers agreed that Camping World is a growing force and that now is the time to come together and deal with it."
In addition, the dealers agreed to a major change in the way the franchise fees are charged. There will be full details available on the FTRV web page within the next two weeks. The release stated that "this change alone will bring hundreds of dealers on board."
Taking advantage of the thousands of dealers in Elkhart County for the RV Open House, Family Tree said it built its "brand awareness" by hiring an airplane to fly over the area for three hours pulling a banner that said, "Family Tree RV.com."
"After the past year of negative feedback it is very encouraging to see so many dealers with the same frustrations and they are actually going to do something about it," said Enyeart. "Main Street USA would still exist if they would have had a plan like ours."


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Watch The ::God Is Imaginary Videos On YouTube ::
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"I'm a Christian and believe in what the bible says"
believe in
Here's another question, when the bible contradicts itself, does he believe both are correct?
The Bible says that a mud-brick ziggurat could actually have reached Heaven, had Yahweh not acted to prevent its completion (Gen. 11:6). Does Sarevok believe that?
Christians everywhere practice Orwellian doublethink, so it shouldn't be a problem.
Because, you know, mud buildings made by primitive desert wandering goat herders are far more structurally advanced than any modern engineering. Strangely, when US astronauts landed on the moon, they didn't have to EZPass their way through heaven to get there.
In fairness to the Babylonians, they were a settled culture that was fairly advanced for its time, responsible for some precise astronomical observations (we get our base-12 system of hours, minutes, and seconds from them), and one of the Seven Wonders of the World (the Hanging Gardens). As I understand it, the Genesis 11 story is basically the result of the huge jaw-drop the ancient Hebrew exiles had when they were brought to Babylon and saw the ziggurats. One can only imagine what seeing the Pyramids of Egypt would have done to the poor little guys. Not to mention Karnak, Luxor, and the Sphinx. Anyway, the take-home point of Genesis 11 (and Genesis 3 for that matter) is that Yahweh is scared shitless of science.


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Hilton Head Christian defeated Bluffton High 4-2 in a non-region girls tennis match Monday afternoon.
The match was the home and season opener for host Bluffton.
Hilton Head Christian won at No. 2 singles, No. 4 singles, No. 5 singles and No. 2 doubles to improve to 2-0.
The Eagles' Monica Bundy beat Taylor Soop 6-2, 6-2; Kate Bennett beat Lauren Bierschenk 7-5, 6-3; Catherine Campbell beat Anna Rathke 6-1, 6-1; and the doubles team of Maddy Bauer and Meredith Inglis beat Maya Wright and Camille James 6-7, 6-2, 10-4.
Bluffton's Catie Meighan beat Madison Dillon 6-1, 6-0 at No. 1 singles. Cooper Baxter beat Lindsey Lane 6-1, 6-2 at No. 3.
Check Wednesday's Bluffton Today for more on Monday's match.


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Original CD includes 13 tracks
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