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Accidents and Emergencies
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Ukrainian multimedia platform for broadcasting
Ukraine at UNSC meeting: We cannot believe Russian declarations
Ukraine's Permanent Representative to the UN Sergiy Kyslytsya has said that Russia, which keeps its troops on Ukraine's border, should be judged by its actions, not words.
According to an Ukrinform correspondent, Kyslytsya said this at a meeting of the UN Security Council on Russian aggression in New York on Monday, January 31.
He said that about 112,000 Russian troops have been amassed around Ukraine's borders and in Crimea, and together with the maritime and aviation components their number reaches about 130,000 troops.
Kyslytsya also recalled that Russian troops were deployed in Belarus to take part in the Allied Resolve 2022 joint drills to be held on February 10-20. They include, in particular, Iskander missile divisions, S-400 Triumph and Pantsir anti-aircraft systems, and Sukhoi-35 generation 4++ fighters.
On January 26, the Russian fleet started another military drill in the Black Sea with involvement of frigates, patrol ships, missile ships, assault landing ships and minesweepers, he added.
According to Kyslytsya, the significant reinforcement of combat capabilities of the Russian occupation forces in Donbas is another worrying trend. Currently, these formations consist of up to 35,000 personnel, including around 3,000 servicemen of the Russian Armed Forces on command posts and in other critical combat positions.
On December 22, 2021, the Trilateral Contact Group reached another agreement to resume the ceasefire regime, but shootings, shelling, sniper fire on Ukrainian positions, and the systematic use of attack UAVs against Ukrainian troops have not stopped, Kyslytsya said.
Since then, Ukraine has lost 12 servicemen killed in action and 14 wounded. On January 25, armed formations of the Russian Federation once again attacked the positions of the Armed Forces of Ukraine in the area of Pyshchevyk, Donetsk region, using an attack UAV. VOG-17 fragmentation grenades dropped from that UAV resulted in severe injuries to two Ukrainian servicemen.
Russia is trying to deny that it is a party to the armed conflict that has been raging for eight years now in the Donbas region of Ukraine, attempting to impose a so-called "direct dialogue" with its puppet occupation administrations as well as refusing to engage in substantive discussions on the political settlement of the conflict, Kyslytsya said.
"The question is why all these Russian forces are there?" he said, reacting to remarks by Russian envoy to the UN Vasily Nebenzya, who in a manipulative manner tried to convince the Security Council that Russia has no aggressive intentions towards Ukraine.
Kyslytsya also noted a surge in Russia's disinformation campaign, including false accusations of Ukraine plotting a military attack. "This is not going to happen. This is direct evidence of Russia's unwillingness to de-escalate and prepare to justify its possible further aggression," he said.
Ukraine also strongly rejects any attempt to use the threat of force as an instrument of pressure to make Ukraine and its partners accept illegitimate demands, Kyslytsya said.
"There is no room for compromise on principal issues. The most principled position for Ukraine is that we have an inherent sovereign right to choose our own security arrangements, including treaties of alliance, which cannot be questioned by Russia," he added.
The Kremlin must remember that Ukraine is ready to defend itself, Kyslytsya said.
At the same time, he added that Ukraine supports the need to keep diplomatic channels with Russia open, if that prevents a shift to military tools. The Ukrainian president has reiterated most recently that he is ready to meet his Russian counterpart, he said. "If Russia has any questions to Ukraine, it is better to meet and talk, not to bring troops to the Ukrainian borders and intimidate Ukrainian people," Kyslytsya said.
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Looking for 4 friends to rent our house beginning in June, 2017 for at least one year. 4 bedrooms, 1 bathroom, living room, kitchen with stove/fridge, washer/dryer in full basement, backyard deck , off-street parking, fire pit. Landlords pay water/sewer and take care of landscaping and lawns. Tenants pay heat (oil), electricity, cable and snow removal. Fully approved by the Mansfield Housing Authority. Rental application required. Undergrads must have parents co-sign. Write with questions and/or to schedule a showing.


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What is the status of women in construction?
By Dan Stewart, Brightus
construction jobs, gender equality, Women in Construction
Women in the construction industry are crane operators, carpenters, scaffolders, painters, traffic controllers, and construction cleaners. They operate heavy plant on civil jobs and are increasingly involved in Australia's resource sector–both as tradespersons and labourers.
Yet, in spite of the construction, infrastructure, and engineering industries dominating Australia's economy, there is a lack of female representation in executive, leadership, and technical roles.
In Australia's construction industry, the number of women working has fallen from 17% in 2006 to just 12% in 2016, according to Australian Bureau of Statistics figures.
Women's participation is about 2% in trades and around 14% in professional and management roles.
Women's participation is about 2% in trades and around 14% in professional and management roles. They are also leaving construction professions almost 39% faster than their male colleagues.
The picture is the same in many parts of the world. In the UK, professional female representation is about 14% and trades are about 3% and in the. In the EU, it is 12%; however, in Norway its 35%, Denmark 25% and Sweden 18%.
Recent research showed that almost one in three construction occupations are experiencing shortages compared to one in five last year. By improving women's workforce participation rate, Australia could potentially boost GDP by 11% and increase Australia's economic growth by $25 billion over the next 10 years.
Recent research showed that almost one in three construction occupations are experiencing shortages compared to 20% last year.
Construction jobs offer attractive pay, national and international mobility and the sheer satisfaction of being part of building something for the future. So what is discouraging women from entering this workforce?
University of New South Wales academics Louise Galea and Chappell, co-authors of the report 'Demolishing Gender Structures', say there is nothing inherently challenging for women in the nature of construction work, particularly with technological advances taking up so much of the heavy lifting. The authors believe the representation of women in construction is low and falling because women are less willing than men to tolerate such outdated, inflexible, and ultimately unproductive working conditions. It is especially the case when they start families and need a staged return to work.
Other research also shows that women less likely to put themselves up for promotion, have fewer role models follow, and are at the mercy formal and informal work practices which prevent them progressing.
Women's recruitment, retention, and career progression have been shown to be constrained by open and hidden discrimination, poor networking opportunities, cultures of long hours, and presenteeism. These cultures do not align with primary family and caring responsibilities, unconscious bias and stereotypes about core construction jobs not being suitable for women, a highly masculinised work culture, and many informal work practices which undermine well-intentioned formal policies to address the problem.
Women's recruitment, retention, and career progression have been shown to be constrained by open and hidden discrimination…
Construction is Australia's second largest contributor to GDP, which makes closing the gap on female participation an issue of national importance.
So what is being done?
The Women in Male Dominated Industries Toolkit produced by The Australian Human Rights Commission indicates that there are a number of key elements which make up an effective gender diversity strategy. These include enlisting senior leaders to implement the gender diversity strategy and challenge assumptions and stereotypes about male-dominated roles and workplaces.
Further, there is the National Association of Women in Construction (NAWIC). It is an Australian not-for-profit organisation formed in 1995 and its mission is to champion and empower women in the construction and related industries to reach their full potential. NAWIC's talent identification and management programs, such as awards and mentoring, play an important role in shifting the dial on the long-established gender imbalance within the industry requires a range of strategies.
NAWIC holds a number of events throughout the year to assist women in the industry through personal and business networking, industry awareness, enhancement of skills and knowledge base, and encouragement to pursue and establish careers in construction.
Women in Western Australia's construction industry have been celebrated recently at the 2017 NAWIC Awards.
Women in Western Australia's construction industry have been celebrated recently at the 2017 NAWIC Awards. It was a perfect opportunity to celebrate and highlight outstanding achievements women are making and showcase the variety of career options available in the industry.
Similarly, the Construction, Forestry, Mining and Energy Union National Women's Committee holds meetings and an annual Conference to develop strategies to promote and support women in those industries.
Finally, websites like ?The Lady Tradies say female trades professionals now are available almost everywhere, to do regular trades and help you with repairs and maintenance around the home or office.
As this data shows, construction is missing out on a vast untapped source of potential talent by isolating potential female employees. But thankfully, awareness of this significant problem within the Australian and global construction industry is growing and institutional support is driving progress.

redpajama_set_name: RedPajamaCommonCrawl


Court Reporting Service | Todd Olivas & Associates v3.0 | Court Reporting Services in Orange County, Riverside, San Bernardino, San Diego, Los Angeles, Irvine, Santa Ana, San Jose, Sacramento, Fresno, San Francisco, Bakersfield. TO&A employs no court reporters, interpreters or videographers of our own. The providers we send are fully qualified and reliable independent contractors.
At the end of the day, it's all about the transcript. The court reporters we send provide transcripts that are timely and thoroughly professional. Expedited delivery is available as well as same-day rough drafts.
Got a close deadline or a client who demands the best rates possible? We are happy to keep everything on target from the deadlines to the budget.
"In 1991, I walked into a court reporting agency for the first time. I had just been hired to work in the mailroom. Before long, I worked in production, detailing, and shipping -- almost every single department. And no one was more surprised than I was about my growing passion for the field of court reporting so I took the plunge and enrolled in court reporting school. Man, was I in for an adventure."
Our Conference Series "TOA University"
In 2017 we started putting on conferences called "TOA University" specifically geared for the Workers Compensation industry. These are well-attended, informative and fun events for Risk Managers and Claims Adjusters.
How can we help you do your job?


The AstraZeneca HealthCare Foundation's Connections for Cardiovascular HealthSM program today announced a grant of $175,200 to the North Georgia Healthcare Center to support its Patient Outreach With Education and Resources (POWER) program.
The POWER program aims to provide testing and education to prevent, diagnose and treat diabetes, high blood pressure, obesity and heart disease among the most underserved residents of North Georgia Healthcare Center's five-county service area. The program works to break down transportation and economic barriers by bringing free services to communities through a mobile health unit.
Heart disease accounts for 22 percent of all deaths in Georgia, according to the Centers for Disease Control and Prevention.1 The grant from the AstraZeneca HealthCare Foundation will help the North Georgia Healthcare Center's efforts to improve these health statistics.
TheConnections for Cardiovascular HealthSM program annually awards grants of $150,000 or more to U.S.-based nonprofit organizations working to improve cardiovascular health in local communities. This year, the program awarded nearly $3.7 million in grants to 19 organizations. More than $14 million in grants have been awarded through the program since its inception in 2010.
North Georgia Healthcare Center is a nonprofit health care center in Ringgold, Georgia that offers medical services to North Georgia and surrounding areas seven days a week with extended hours. Guided by core values of integrity, compassion, and excellence, the Center seeks to improve the health and quality of life for residents and is committed to serving each individual with the right heart attitude every time. Learn more at www.nghcc.com.


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PlayStation 5 New Console Covers, DualSense Colors Announced
By Francesco De Meo
New PlayStation 5 console covers and new DualSense colors have been announced today for a January 2022 launch in select territories.
A new post on the Official PlayStation Blog revealed the new console covers, which will come in different colors to match all of the DualSense colors - Midnight Black, Cosmic Red, Nova Pink, Starlight Blue, and Galactic Purple. The Nova Pink, Starlight Blue, and Galactic Purple DualSense controllers will launch globally starting in January 2022 at participating retailers.
The new PlayStation 5 console covers will also start launching in January 2022. The Midnight Black and Cosmic Red covers will be the first ones to launch, followed by the Nova Pink, Galactic Purple, and Starlight Blue, which will all launch in the first half of 2022. Official pricing hasn't been revealed, but it looks like they will cost $54.99, according to the PlayStation Direct listing.
The Midnight Black and Cosmic Red PS5 console covers will become available starting in January 2022 at participating retailers in the following locations: USA, Canada, UK, France, Germany, Switzerland, Austria, Spain, Portugal, Italy, Australia, New Zealand, Japan, China, Taiwan, Hong Kong, Singapore, Malaysia, Thailand, Indonesia, Vietnam, Korea, and the Philippines. The Nova Pink, Galactic Purple, and Starlight Blue PS5 console covers will also launch in these locations during the first half of 2022. We plan to launch the PS5 console covers in additional territories during the year, and we'll announce those details as they become available.
More information on the PlayStation 5 console covers, as well as more information on how to purchase them directly from Sony via PlayStation Direct can be found on the Official PlayStation Blog.
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Gran Turismo 7 Launch File Size to be About as Large as a Fully-Updated Gran Turismo Sport
Call of Duty will Remain on PlayStation Confirms Phil Spencer


The Island Swimming Pool Café is open daily for breakfast, lunch and dinner, and its menu features an array of local favourites, ranging from yong chow fried rice to seafood mee goreng, as well as the usual Western fare. End your meals on a sweet note with desserts such as ice kachang, chendol and ice cream from Wall's. For the health-conscious, the café can offer freshly squeezed fruit juices to give you the much-needed energy boost.
The outlet can accommodate up to 166 people and is an ideal venue for a barbeque by the pool or even for a special poolside wedding.


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Q: TComboBox with Image in Firemonkey I have added a TImage to the style of TListBoxItem.
If I add to a TListBox, it works. If I add to a TComboBox, it doesn't works. I can't even change the height if the item in a TComboBox.
Here my sample code:
procedure TMainForm.FormCreate(Sender: TObject);
const
  BitmapFile : String = 'F:\testimage.png';
var
  ItemText : TText;
  ItemImage   : TImage;
  ListBoxItem : TListBoxItem;
  button : TButton;
begin

  ListBoxItem := TListBoxItem.Create(nil);
  ListBoxItem.Parent := CBoxHeadMenuLanguage;

  ListBoxItem.StyleLookup := 'ListBoxItemIconStyle';
  ListBoxItem.Height := 50; //just for test

  ItemText := ListBoxItem.FindStyleResource('text') as TText;
  if Assigned(ItemText) then ItemText.Text := 'Hello World!';

  ItemImage := ListBoxItem.FindStyleResource('image') as TImage;
  if Assigned(ItemImage) then If FileExists(BitmapFile) Then ItemImage.Bitmap.LoadFromFile(BitmapFile);
end;

A: You really shouldn't be doing styling stuff in FormCreate since styles are applied on an as-needed basis and can be removed and reapplied at any time.
Instead you'll need to use either OnApplyStyleLookup event or the ApplyStyle method. I recommend subclassing TListBox and using the latter and add a property to store the bitmap.
An outline class declaration would be:
type TBitmapLBItem = class(TListBoxItem)
  private
    FBitmap: TBitmap;
  protected
    procedure ApplyStyle;override;
  public
    property Bitmap: TBitmap read FBitmap write SetBitmap;
  end;

Use FindStyleResource etc both in ApplyStyle and SetBitmap (or create a shared method to do it).
And in FormCreate create items of your new class and set the Bitmap properties as appropriate.
As for the height problem, try setting the ItemHeight property of the combo box. If you want a variety of heights within the list you're probably out of luck.

redpajama_set_name: RedPajamaStackExchange


Optimaxx is a top quality high performance wood screw that incorporates a number of unique features. A specifically positioned long thin groove dramatically reduces the pressure build up on insertion by dispensing wood fibres, preventing splitting when screwing close to the edge. Finally a sharp saw-tooth formation cut out of the bottom threads bite into the timber reducing torque and resistance, enabling fast penetration without a pilot hole.
Razor sharp tip for an immediate start.
Saw-tooth bottom thread for fast and easy penetration.
24 slot countersink for full and easy countersinking.
Double reinforced collar for improved head strength.
Wide deep Pozi Seat significantly reduces the possibility of 'cam out'.


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11 tips to spot top IPOs
8 March 2017 6min read
PREVIOUS ARTICLE Investor Signposts: Week Begin... NEXT ARTICLE Does Western Australia have th...
1. Understand the risks
IPOs can range from multi-billion-dollar privatisations, such as CBA, Telstra Corporation and Medibank Private, to a junior mining company that seeks to raise $4 million. But all IPOs have an added layer of risk because most have no history as a listed company. That extra risk needs to be factored into the valuation.
2. Get in the IPO loop
Prospective IPO investors can be frustrated when stock is hard to get or the IPO opens and closes in the blink. The ASX Upcoming Listings page has information on companies that have applied for official admission to ASX.
For information on companies that are proposing an IPO or are testing their offer with institutional investors, read the Street Talk column in the Australian Financial Review or the business pages of The Australian. Identify which broking firms are most active in the floats you prefer and consider opening an account with them and building a relationship.
3. Read the prospectus
Novice investors can be put off by IPO prospectuses, which sometime resemble mini telephone books. Granted, they are not the easiest document to read but it is well worth the effort. You will learn more about the company and its industry in the prospectus than in any other piece of corporate communication.
Read the IPO's supplementary or replacement prospectuses if the Australian Securities and Investments Commission (ASIC) deems additional or revised information is required.
4. Do you understand the company?
As with any investment, if you don't understand an IPO, don't buy it. After reading the prospectus you should be able to form a view on how the company makes money, its industry position and the key drivers of its earnings.
For a pre-revenue company, such as a mining explorer or emerging technology company, you should understand the pathway towards commercialisation and the key risks.
Few things tell you more about the quality of an IPO than its management. Assessing the executive team is especially important with smaller IPOs that rely heavily on a few key people to create long-term, sustainable wealth for shareholders.
Consider the executive team's past achievements. Have they made money for previous shareholders? Are they experienced and well-regarded in their industry? Is there sufficient depth in the executive team or does it rely mostly on the CEO?
Most of all, read the executive remuneration policy outlined in the prospectus. Are management's financial incentives appropriately aligned with shareholders? How does the CEO's pay compare to others who run similar entities? Is too much of the CEO's pay guaranteed through fixed payments, such as cash salary?
6. Skin in the game
In addition to executive pay levels, how much does the executive team have invested in the business? How many shares do they own? Is a large part of their pay delivered through long-term incentives, such as options plans? What targets must be achieved before options or other performance incentives are granted? Are their shares escrowed, thus cannot be sold for a certain period?
Some investors prefer CEOs who are strongly locked into the IPO through high share ownership or long-term pay incentives. They believe these CEOs think more like owner-managers. That's not to say professional managers, who own fewer shares, cannot add great value to an IPO. But ask what the CEO loses if the IPO fails.
7. Board
Boards are sometime overlooked in IPO analysis. Most focus is on the CEO, but the board's biggest task is to choose the right CEO, give them appropriate incentives and monitor their performance. A high-performing executive team usually starts with a good board.
Consider the strength of the IPO's board. How experienced are its directors? Is there a good mix of skills? Do directors own shares in the IPO and if so, how many? How independent is the board from the executive team? High-quality boards typically do a lot of due diligence on an organisation before agreeing to govern it.
8. Where is the money going?
Some vendors use IPOs as an exit strategy to enable founding shareholders to sell all or part their shares. Others use the IPO to raise capital that is reinvested in the business and potentially quicken its growth.
Every company is different, but I prefer IPOs that reinvest all or most capital raised into the business. It means the founding shareholders have greater incentive to grow the organisation for the long term and better alignment of interests with new shareholders. Also, some newly listed companies struggle when the founders retire and new management takes over.
9. Capital structure
Understand what the IPO's capital structure would look like if all options granted to executives or investors were exercised. Or what happens when restructured securities are available to be sold in a year or two after listing. And how much debt is involved?
Excessive share issuance can dilute existing shareholders and weigh on the organisation's earnings per share and return on equity. It may not be an issue if the executive team has to meet tough return hurdles to achieve their performance-related shares or options, but always form a view on the capital structure.
10. Follow the aftermarket
Investors can give up on an IPO when they cannot secure a stock allocation, and the market can have an unforgiving attitude to floats that disappoint on listing; an IPO that attracted plenty of attention before listing suddenly has a lower profile.
Sometimes the best IPO opportunities are in the secondary market, soon after listing. An IPO's share price falls because it was a touch overvalued at listing or because there is high turnover in its stock as the share register settles. Or an undervalued stock at listing rallies on debut, before making new highs in coming months.
The point is: do not feel you have missed out if you cannot secure stock in a float. The best opportunities often come to patient investors who watch and wait for better value, when the initial promotion for an IPO subsides.
11. Do your homework
As mentioned, IPOs have an added layer or risk as the company transitions to a life as a listed company. So read up on the IPO, study its prospectus and compare it to similar listed companies to form a view on its valuation.
Consider using a full-service broker if you intend to be active in the IPO market. Some online brokers offer excellent IPO resources and can secure stock allocations for clients. But a relationship with a broker who knows the IPO market and works for a firm that is active in this space, is valuable.
Tony Featherstone is a former managing editor of BRW and Shares magazines. The information in this article should not be considered personal advice. The article has been prepared without considering your objectives, financial situation or needs. Before acting on the information in this article you should consider its appropriateness, regarding your objectives, financial situation and needs. Do further research of your own or seek personal financial advice from a licensed adviser before making any financial or investment decisions based on this article. All prices and analysis at March 8, 2017.
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In a fitness world that's all about protein, calories and eating like rabbits, it's easy to miss the big picture. The truth is that hormones drives real fat loss. You can drive very different hormonal responses. Based on changes to diet and physical exercise. These words aren't magical, you can drive them in different directions. We want to show you how to do it right.
To help you avoid those trendy diets, unhealthy diet supplements, and expensive yet ineffective detox teas, we've decided to share some vital information about weight-loss plans, how they work and how to choose the best one for your weight-loss targets, lifestyle, and eating habits. Read on and gain the knowledge you need to overhaul your lifestyle in 2019.
OK, so lifting weights won't magically melt away belly fat -- but it will boost your metabolism by helping you build fat-burning muscle tissue, and it'll help you banish a belly pooch caused by bad posture. Long hours of sitting wreak havoc on the muscles in your legs and hips, which can cause an "anterior pelvic tilt� – a postural imbalance that arches your back and pushes your tummy out, which mimics the look of a spare tire.


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Reyan Daskalov (; born 10 February 1995) is a Bulgarian professional footballer who plays as a defender or midfielder for CSKA 1948.

Club career

Litex Lovech
Daskalov joined Litex Academy from Levski Ruse, where he had played since he was 8. In 2013, he got called to train with the first team by the manager back then, Hristo Stoichkov and on 19 May 2013 he made his professional debut for the team in a match against Pirin Gotse Delchev.

Chernomorets Burgas loan
On 19 January 2015 he was loaned out to Chernomorets Burgas for the rest of the season. He made his debut for the team on 28 February in a match against PFC Montana.

Return to Litex
After his loan end, he joined back the newly founded second team of Litex in B Group as captain.

Tsarsko Selo
Daskalov started training with the doubles team. Just before the start of the season he was loaned to the newly promoted to the Second League team  Tsarsko Selo and made his debut for the team in the first round.

Club statistics

Club

References

External links

1995 births
Living people
Bulgarian footballers
Bulgaria youth international footballers
First Professional Football League (Bulgaria) players
PFC CSKA Sofia players
PFC Litex Lovech players
PFC Chernomorets Burgas players
FC Tsarsko Selo Sofia players
PFC Beroe Stara Zagora players
Association football midfielders
Sportspeople from Ruse, Bulgaria

redpajama_set_name: RedPajamaWikipedia


All-Russian action of the Ministry of Health of the Russian Federation "Test for HIV: Expedition "is aimed at informing citizens about HIV / AIDS problems and motivating the population to test HIV infection From 8 to 10 October, residents of the Krasnodar area tested free of charge anonymously to assess their HIV status The test team was accompanied by the personnel of MUP "KTTU" Trolleybus Depot No. 1. The results of the action were summarized during a solemn event that took place on 11 October Krasnodar.
On 11 October, the results of the action were summarized during a solemn event in Krasnodar.
Deputy department head, head of the department of the Organization for Primary Health Care Ministry of Health of the Krasnodar area Yuri Sarychev He noted that more than 20,000 people with HIV-positive status live in the region. Thanks to the interdepartmental interaction of ministries and departments of the Krasnodar area, prophylactic actions and measures are actively implemented. "Our active living position can affect the retention and delay of the spread of HIV infection," Yury Sarychev is certain.
Residents of the region showed a lot of activity and interest in the action.
Valery Kulagin, Chief Medical Officer, Clinical Center for the Prevention and Control of AIDS, Ministry of Health of the Krasnodar area He mentioned the dizzying numbers: "During the three days of the rally in the Krasnodar area, more than 1,600 people were tested, and the number of residents who underwent voluntary testing as part of the campaign suggests that we should continue to carry out preventive work. The most important thesis, "it is better to prevent, than to cure" will bear fruit ".
"We all have to understand that the problem of HIV / AIDS is a problem for more than one person, it is a problem of the whole society," remarked Head of the Labor department of the Ministry of Labor and Social Development of the Krasnodar area Anna Leonova. – Residents of the region, labor collectives, managers have shown great activity and interest in this action. And if we observe this interest, we will participate in the All-Russian action in the following years. Ministry of Health From Russia. Together we will win.
Finally, comments Oksana Korobkina, Chief Medical Officer, Center for Prevention and Fight against AIDS No. 2 from the Ministry of Health of the Krasnodar region She noted that the campaign "HIV test: expedition" in the Krasnodar area is an important social and preventive event, which must ensure that everyone who has passed the test at a mobile test station, remembers that this must be done continuously .
At the end of the event, a solemn transfer of the flag of the region to the organizers took place in a sign of the participation of Krasnodar Region in the "HIV Test: Expedition" campaign. According to the results of the action, all the flags collected will be shown on the forum for specialists in the prevention and treatment of HIV / AIDS, which will be held in Moscow in November 2018.
The Krasnodar region replaced the baton of the Rostov region.
The Continental Hockey League (KHL) has joined the stage of the All-Russian campaign "HIV Test: Expedition" in the Krasnodar area. October 8 in the context of the hockey clubs match "Sochi"-" Vityaz "passed free anonymous rapid tests for HIV infection to guests and participants who arrived at the competition The official partner of the KHL, the brand Durex, provided tests and information material for the test participants and the spectators of the competition.
As Sergey said Dobrohvalov, vice president of marketing & communication KHL: "The most important task of sport was to maintain and strengthen people's health, as well as to promote a healthy lifestyle KHL, who is the organizer of the championship with the strongest teams on the Eurasian continent, is aware of its responsibility in carrying out this task Participation together with the official partner of the KHL, the Durex brand, in the All-Russian action of the Ministry of Health of the Russian Federation, meets of course, we are happy to be able to make people aware of and contribute to the prevention of the spread of HIV thanks to hockey and the KHL championship competitions. "Sports palaces at KHL competitions are always open to such events. "
Follow the action in the section "HIV-TEST: EXPEDITION" and on the website about HIV / AIDS prevention: O- SPIDE.RU.


text:
Ghani At Davos…
Ghani At Davos Defends Legacy, Says Afghans Want Peace
Syed Zabiullah Langari
President Ashraf Ghani on Wednesday defended his legacy of the past five years, saying the country made significant achievements in various fields including security and counter-terrorism.
Speaking on a panel discussion at the World Economic Forum in Davos, Ghani said that five years ago there were over 140,000 foreign troops in Afghanistan—with 100,000 of them Americans—and there were rumours that the country would collapse once the foreign forces withdrew. However, he said, all the predictions proved false and Afghanistan survived and is making progress today.
"The Afghan security forces have emerged as a significant force, our commandos are second to none in the region, our air force is tripled, our commandos and special forces have doubled. We have taken eight districts back from the Taliban," he said.
Ghani also met a number of world leaders including U.S. President Donald Trump. According to Ghani's spokesman, the leaders talked about the situation in Afghanistan, peace and regional security. Trump told Ghani that there cannot be meaningful negotiations until the Taliban significantly reduces violence, the White House said in a statement on Wednesday.
Ghani said that the Afghan security forces also dealt major blows to the Daesh insurgents in the eastern parts of the country. Daesh—for the first time in eastern Afghanistan—a thousand of them surrendered," he said.
The Afghan President noted that the Afghan people are optimistic about their future, saying that prior to the presidential elections, 65 per cent of Afghans claimed to believe that the country is moving in the right direction.
On the possible withdrawal of foreign forces, Ghani said, "Security is a problem but we are going in the right direction. The Resolute Support Mission is an instrument, the key issue is the bilateral security agreement between United States and Afghanistan and the Status of Forces Agreement between Afghanistan and NATO."
He was referring to the Bilateral Security Agreement (BSA) signed between the U.S. and Afghanistan in 2014. This agreement allows the U.S. forces to remain in the country post-2014. "The numbers can adjust, increase or decrease. A decrease in this moment will have no material impact on our capacity and our willingness to ensure moving forward," Ghani assured.
On his relationship with U.S. President Donald Trump, he said: "I have no problems dealing with President Trump. I am one of the few leaders who have an excellent relationship with President Trump, including today's conversation we had, because I frame my relationship based on priorities."
"Negotiation with the Taliban is a means. The desire of the Afghan people is to see the end of the violence. If the Taliban are ready to end the violence, the Afghan society is ready to reintegrate them," said Ghani.
He said it depends very much on the Taliban to end the war and violence in Afghanistan. "Our security is not the responsibility of the United States. It is our own responsibility. We need to be able to secure our future. Afghan society has seen 40 years of violence. They have to see the end of violence and now it depends very much on the Taliban to end the violence," he said.
Ghani also vowed not to tolerate what he described as 'gender apartheid' against Afghan women. "No Afghan woman, as long as I am alive and in the position of responsibility, is going to be subject to gender apartheid. The Afghan society has changed. Are the Taliban sufficiently ready to engage," the President asked.
Ghani said that all wars must end politically and that there is a need to find a political end to the war gripping Afghanistan today. He said the good news is that the ranking Taliban fighters are sick of fighting.
He lashed out at the Taliban leaders in Doha: "The people sitting in Doha are getting their fourth or fifth wives and are enjoying themselves. They have become investors."
Earlier, Taliban spokesman Suhain Shaheen told Arab News in a phone conversation that Taliban representatives are holding talks with U.S. negotiators in Qatar to create a "safe atmosphere" for the signing of a peace agreement.
"There had been no discussion on ceasefire since the beginning but the U.S. proposed reduction in violence and our stance is to provide a safe atmosphere during the days of the agreement," Shaheen was quoted by Arab News as saying.
The reconvened peace talks between the U.S. and the Taliban are progressing, according to a Taliban spokesperson, while the Afghan government insists on a ceasefire.
(By arrangement with Tolo News)
World Powers Seek Stake In Sri Lanka
Brazil's Rising Global Influence Is In India's Interest


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Letmathe, Peter
Antons, David
Balleer, Almut
Grund, Christian
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Kittsteiner, Thomas
You Are Here:Letmathe, Peter
Lontzek, Thomas S.
Lorz, Oliver
Lübbecke, Marco
Madlener, Reinhard
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Paluch, Stefanie
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Praktiknjo, Aaron
Reimers, Kai
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Peter Letmathe
Chair of Management Accounting
Building: Sammelbau der Fakultäten 1+8
Email: letmathe@controlling.rwth-aachen.de
Consultation Hours
Monday, 13:00-14:00 hours
Peter Letmathe (born in 1966) studied business administration at University of Bielefeld where he graduated as Diplom-Kaufmann. He received his PhD (awarded with summa cum laude) from University GH Essen and completed his postdoctoral stage with his habilitation on "Flexible Standardization" at Ruhr-University Bochum. Between 1993 and 2001, he worked under supervision of Prof. Dr. Marion Steven at both universities – Essen and Bochum – as research assistant in the fields of management accounting, operations management, and corporate environmental management. After completing his habilitation he was appointed Professor of Environmental and Technology Management at University of Bayreuth. Between 2002 and 2011 he held the chair of Value Chain Management with special focus on Small and Medium sized Enterprises at University of Siegen where he founded the SMI (Small and Medium Sized Enterprise Institute Siegen) in 2003, which he headed until September 2011. Since October 2011 he holds the Chair of Management Accounting at RWTH Aachen University. His international experience includes multiple visiting professorships at University of Colorado at Boulder and Clemson University. His practical experience comprises more than two years of work in the furniture industry as well as more than 50 projects with industrial firms mainly in the fields of strategic management, management accounting, and process optimization. Besides having published in top business journals, he has been member of several scientific boards, e.g. of the FOKOS-Institute, the Gesellschaft für Operations Research (GOR e.V.). and BAUM e.V. Peter Letmathe has published his research in several top journals such as the Journal of Operations Management, the European Journal of Operational Research (EJOR), OR Spectrum and the Zeitschrift für Betriebswirtschaft. In July 2013 he received the EURO award for the Best EJOR Paper 2013 (Innovative Applications of OR).
Behavioral Management Accounting
Managerial Accounting and Innovation Management
Letmathe, P.; Zielinski, M. (2016, forthcoming): Determinants of feedback effectiveness in production planning. In: International Journal of Operations and Production Management 36(7).
Fredendall, L.; Letmathe, P.; Uebe-Emden, N. (2016): Supply Chain Management Practices and Intellectual Property Protection in China: Perceptions of Mittelstand Managers. In: International Journal of Operations and Production Management 36 (2), 135-163.
Bangert, S.; Schinner, M.; Letmathe, P. (2014): Facility Location Choice and Facility Location Planning. In: Zukunftsperspektiven des Operations Research, S. 49-71.
Fredendall, L.; Letmathe, P.; Uebe-Emden, N. (2013): Supply Chain Management Practices and Intellectual Property Protection in China: Perceptions of Mittelstand Managers. In: International Journal of Operations and Production Management.
Letmathe, P.; Petersen, L.; Schweitzer, M. (2013): Capacity management under uncertainty with inter-process, intra-process and demand interdependencies in high-flexibility environments. In: OR Spectrum, 35, 191-219.
Letmathe, P.; Schweitzer, M.; Zielinski, M. (2012): How to learn new tasks: shop floor performance effects of knowledge transfer and performance feedback. In: Journal of Operations Management, 30, 221-236.
Jaehn, F.; Letmathe, P. (2010): The Emissions Trading Paradox. In: European Journal of Operational Research, 202, 248-254, EURO-Award for the Best EJOR Paper 2013 (Innovative Applications of OR).
Jacobs, J.; Junker, A.; Letmathe, P. (2009): Zustandsorientierte Maschinenzuordnungs- und Instandhaltungsplanung. In: Zeitschrift für Betriebswirtschaft, 79, 1259-1282.
Letmathe, P.; Hill, M. (2006): Strukturbrüche der Unternehmensnachfolge. In: Zeitschrift für Betriebswirtschaft, 76, 1-29.
Letmathe, P.; Balakrishnan, N. (2005): Impact of Environmental Constraints on the Optimal Product Mix. In: European Journal of Operational Research, 167, 398–412.
Letmathe, P. (2005): Kostenrechnerische Implikationen für verschiedene Forschungsfelder der Reverse Logistics. In: Fandel, G.; Reese, J. (Hrsg): Reverse Logistics, Special Issue der Zeitschrift für Betriebswirtschaft, Gabler, Wiesbaden, 1-28.
Letmathe, P. (2002): Flexible Standardisierung – Ein dezentrales Produktionsmanagement-Konzept für kleine und mittlere Unternehmen (Habilitationsschrift), Deutscher Universitätsverlag, Wiesbaden.
Letmathe, P. (1998): Umweltbezogene Kostenrechnung (Dissertationschrift), Vahlen, Wiesbaden.


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I invite you to let me be your perfectionist, your mad paper and ink scientist, your maker of dreams.


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Central Arkansas Water Implements Canine Leak Detection Program
Vessel and her handler, Leak Detection Specialist Stephen Sullivan with Central Arkansas Water
by Dwain Hebda
Somewhere along miles and miles of pipes in the Central Arkansas Water system, there's a leak. It's something that comes with the territory in this line of work, but not something that officials have to accept – and they don't.
But it's not a fancy new technological doodad or space-age sensors or even a drip-seeking robot that's helping CAW identify and repair leaks with a single targeted dig. No, the utility's new secret weapon is a 2-year-old Lab mix named Vessel, who in October was commissioned as the first leak detection canine in service in the United States.
"Vessel detects off the smell of chlorine," says Doug Shackelford, CAW director of communications. "That is how she knows if it is a leak from our distribution system rather than ground water or a rain puddle. She will pass right over a puddle of water if it is not treated water with chlorine."
"She has identified numerous leaks already; many of them known or suspected that we used to verify and to test her out. A recent example was a leak that we knew existed and sent a crew to repair. When we took Vessel to the site, she actually triggered on another location near the spot where we thought the leak was. Our crew dug Vessel's mark instead of the expected mark and found a substantial leak with only one dig."
The idea for a leak-sniffing hound came from CAW CEO Tad Bohannon who witnessed one while traveling in Great Britain. He brought the idea back to Central Arkansas determined to put such a dog into service here. But as it had never been done before in the States, there was really no good starting point for identifying the right animal or finding the right trainer.
Vessel would be identified by the most random of circumstances, but it wasn't the first time Fate had intervened in the life of the pup. Vessel was a rescue, found wandering a sugar cane field in Louisiana, and saved by Tia Torres of Pit Bulls and Parolees fame. She enrolled Vessel in Arkansas Paws in Prison, a dog-training program where inmates in Arkansas' correctional facilities train rescued and shelter dogs to make them more appealing to prospective owners.
Vessel caught the eye of former inmate and now professional dog trainer Tracy Owen, co-owner of Dogsamust, who was leading the Paws in Prison training at the Tucker Maximum Security Unit.
"You can just feel when there's something special about a dog," Owen says. "Vessel was amazing."
Owen had originally earmarked Vessel as a service dog, but when her business partner Carrie Kessler happened to attend a function where Bohannon and other CAW employees were discussing the leak detection dog concept, a light went off.
"The question they had was, 'Could we train a dog to detect water leaks?' And I said, 'Yeah, it's definitely possible,'" Kessler says. "If you're a good dog trainer and someone presents a challenge that you're interested in, you can figure out how to do it. And I'd done scent work training just for sport, so we knew the basics and we knew the foundation, so we took on the challenge."
Vessel underwent months of specialized training for the new role at Randall L. Williams Correctional Facility, a regimen the two trainers put together themselves. Since there was precious little information on training a dog for this specific application, they drew from other tracking scenarios, making adjustments as they went.
"The fundamentals are pretty much the same whether we're teaching a dog to alert to drugs in a kid's locker or contraband in a suitcase or water leaks underground," Kessler says. "The concept and the system are pretty much the same because you imprint a scent or a target. We give meaning to that target and just build on that. It starts out very slow and simple and then we build on it."
When the time came to test her skills, Vessel passed with flying colors. She was purchased by CAW and paired with her full-time handler Leak Detection Specialist Stephen Sullivan, formerly of CAW's Distribution Department who has been with the utility for 12 years.
"She's a family dog," Owen says. "The water company had been talking to the (police) canine unit and was originally told she should be in a pen by herself, you don't handle her, she just works. And we told them, first thing, this dog will be somebody's pet and she'll have a job. She's going to be in the house. We want her to go to the lake with the family if that's what they're going to do."
So far, Vessel has been impressive in her new role and her perfect record for identifying leaks has CAW thinking of expanding the program.
"Technology is amazing, and we have utilized some really unique approaches to find leaks in our system, including satellite detection," Shackelford says. "However, as successful as some of the technological programs are, we are blown away by how good Vessel is at finding leaks. Plus, a dog like Vessel puts a positive face on the work utilities are doing every day to provide safe, dependable drinking water to their communities."
Meanwhile, as word began to spread around the industry, the phone at Dogsamust quickly started ringing.
"In Tennessee, there's a leak detection company that wants the next dog right now. They don't care, what money they need to spend – they want the next one," Owen says. "We've got Kentucky calling us and Texas. Someone in San Francisco has expressed interest."
"We called the International Water Quality Conference inquiring how much it would cost if we wanted to have a booth there and be a vendor," Kessler says. "The lady on the phone said, 'What's your name and what does your business provide?' I said, 'We train dogs to detect water leaks.'
"She said, 'You have a product that detects water leaks?' I said, 'No, we train dogs to do that.' She said, 'I want to hear more about this. This is amazing.'"
READ MORE: Getting Into Deep Water
CAW Central Arkansas Water System Dogsamust Doug Shackelford Tad Bohannon Tia Torres Tracy Owen Vessel
After 16 Years of AFB Leadership, Veach Heads for the Homestead
Fighting the Good Fight: State Dems Chairman Aims to Turn Party Around


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The Eyes of the Inmate
by Foster Trecost
The courts had scheduled the date long before, but the time, an hour always left to the warden, had yet to be decided. When asked, he uttered the only hour that made sense: midnight. But he didn't say midnight, which would have been clear and precise. Instead he said twelve, which might seem clear enough, but the warden was a nervous man and this produced a steady stutter, so instead of saying twelve, he said twe-twelve, which his deputy, opting not to ask for clarification, understood to mean 12:12. And so it happened that the warden's first execution took place at twelve past midnight, as did all the ones after.
Darkness passed more slowly than the daytime. When sleep came, fitful as it was, it always came at some point past 12:12. During wide-awake stretches, the warden would search for something, a turning point, perhaps. He wanted to believe he had somehow changed, that he had not always been this way, but knew he had not changed much. Then he thought of the next execution, a man who tried to end his life before the warden could do it. This part, even if only this part, the warden understood. He thought the inmate had, in all likelihood, not changed that much, either.
The warden's eyes darted between the man strapped in the chair and a mirror that took most of one wall, which he and everyone else knew was not really a mirror, but it acted as mirrors do and therefore presented a reflection. He looked at himself in the mirror, then at the man whose life he was about to end and saw the similarities. They were both nervous, though neither let it show. Then the prisoner asked something of the warden no one had ever asked before. He asked the warden to take his hand.
When the warden was a boy, the ice beneath him broke and birthed him into cold water. His body stiffened and he shot a hand toward the hole he had just fallen through. He wished someone would take it, pull him out of the crazy mess he had gotten into. And someone did. Someone reached for his hand, so the warden reached for the inmate's hand. They both squeezed and just by looking into the eyes of the inmate, the warden knew his thoughts, which were the same as the warden's thoughts: that they were not all that different. Each of them held the hand of a killer.
Established practice called for the warden, when the time had arrived, to flash a thumbs-up in the direction of his deputy, which signaled he was clear and the switch could be flipped. He locked eyes with the man whose hand he held, thought about icy water, and realized change had come at last. It was twelve past midnight. The warden lowered his head and without freeing his hand, flashed thumbs-up with the other.
Foster Trecost writes stories that are mostly made up. They tend to follow his attention span: sometimes short, sometimes very short. Recent work has appeared in Fiction Kitchen Berlin, Spelk, and The Journal For Compressed Creative Arts (Matter Press). He lives near New Orleans with his wife and dog. Foster recommends the Restaurant Employee Relief Fund.
Last revised on Monday, June 29, 2020 - 22:34


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The Code Book: The Science of Secrecy from Ancient Egypt to Quantum Cryptography
The Innovators: How a Group of Hackers, Geniuses, and Geeks Created the Digital Revolution
Creative Selection: Inside Apple's Design Process During the Golden Age of Steve Jobs
Rise of the Robots: Technology and the Threat of a Jobless Future
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American Moonshot: John F. Kennedy and the Great Space Race
Who Was Leonardo da Vinci?
The Art of Innovation: Lessons in Creativity from IDEO, America's Leading Design Firm
Lair of the Lion: A History of Beaver Stadium (Keystone Books)
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Man-Made Wonders of the World


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← PETER MILLER. Politicians who become lobbyists can be bad for Australians' health
PATRICK COCKBURN. The Drone Strikes on the Saudi Oil Facilities Have Changed Global Warfare (Counterpunch 24-9-19) →
RENUKA MAHADEVAN and ANDA NUGROHO. RCEP must move forward, with or without India (East Asia Forum 19-9-19)
By Ramesh Thakur | On 26 September 2019
As the international trading system grows increasingly strained under the escalating US–China trade dispute and the paralysis of WTO reform, many have eagerly called for the conclusion of the Regional Comprehensive Economic Partnership (RCEP) by the end of 2019. The ASEAN-led initiative is a mega regional free trade agreement (FTA) that was first launched in November 2012 and to date has seen 27 rounds of negotiations.
India's hesitance to comply with RCEP's tariff requirements is currently stalling the negotiations. RCEP proposes that 92 per cent of India's traded items must have zero tariffs by the end of a 15-year period. But ASEAN countries are keen to have India as part of the partnership and made India a concessional offer in November 2018 to open up about 83 per cent of its tariff lines instead.
The main point of contention for India is the presence of China, with which it has a massive US$60 billion trade deficit. India is concerned that greater market access for China will bring harm to its key manufacturing sectors like steel and textiles. India is also worried about giving greater market access to other non-FTA partners like Australia and New Zealand.
Following the 7th RCEP Ministerial Meeting in Bangkok on 8 September 2019, RCEP members have agreed that talks should be wrapped up and that the results of the negotiations should be announced in November. Therefore, the signatories have asked India to make up its mind on whether it still wants to remain in the group.
But India is adamant to protect its domestic industries and on 11 September 2019, the Commerce and Industry Minister Piyush Goyal invited representatives of the RCEP countries to continue the discussions in a bid to push for a better deal for India.
This is despite the fact that since May 2019, China has started pushing for a free trade pact within the ASEAN+3 (China, Japan and South Korea) that excludes India, Australia and New Zealand. This move was potentially to pressure Australia and New Zealand into encouraging India to be more flexible in the RCEP negotiations, as Australia and New Zealand would not want to be excluded from the final deal.
To analyse the effect of concluding RCEP without India, recent research has simulated the effect of the RCEP tariff concessions (it must be acknowledged that the computations in this piece are tied to a conventional Global Trade Analysis Project model which, like any model, has limitations). India is better off joining RCEP as it will face a marginal fall in real GDP growth if it does not join, while it stands to gain at least 0.06 percentage points of growth in 2020 if it does. While the results do not show how the other RCEP countries would be affected if India does not join RCEP, the deal would undoubtedly be more strategically significant if it contained three of the world's largest economies — China, Japan and India.
Though India fears cheaper imports flooding its market, some key industries have much to gain from lower tariffs under RCEP. India's textile and garment factories will weather some of the competition from Vietnam and China and register positive growth. The biggest winners will be electronics and competitive areas of manufacturing and agriculture, followed by steel and oil and gas. India is well positioned to increase its share of the soybean export market in particular, as it is currently the 10th largest exporter in the world.
India will also gain in pushing RCEP countries to liberalise service sectors to the benefit of skilled professionals seeking gainful employment. So far, RCEP member countries have only agreed in principle and have not made any concessional offers. To make further progress on this front, India first needs to commit to RCEP. Simulation results also show that India's trade deficit will become a surplus in due course if India manages to convince RCEP members to liberalise IT services.
India stands to gain from RCEP. But first it needs to acknowledge that opening its economy to international competition will deepen the engagement of its labour-using manufacturing sector and improve its productivity in the long run. India should swallow the bitter pill of 'pain now, gain later' as RCEP provides the platform for it to lock in domestic reform priorities for more sustainable long-term growth.
Besides, India cannot afford to retract from RCEP as economic integration with East Asia is its natural path to global economic integration. Asia is not only the largest and most rapidly growing centre of global economic activity, it also plays a major role in global value chains. Now that the Indian elections are over, all eyes are on India and how it will engage with RCEP in its concluding stages.
If India stalls progress in the negotiations, the delayed launch of RCEP will mean giving up real GDP gains that compound over time. This represents a permanent loss. Simulations using a moderate discount factor of 5 per cent show that there will be an unrecoverable loss of US$17.7 billion for the world. RCEP members stand to lose US$19.6 billion if RCEP is launched a year later in 2020.
The conclusion of RCEP will also support the rules-based order as it reflects the commitment and political will of the 16 economies in this trade agreement to willingly work together to agreed rules and norms. As the RCEP covers almost half the world's population and more than a third of world GDP, this is not only a very positive move in trade liberalisation, it is also a strong signal for the continuation of the rules-based order amidst the US–China trade war.
There is too much at stake if RCEP does not move forward, with or without India. The conclusion of RCEP will serve as an instrument for ASEAN to gain regional influence, with the body seen as having successfully maintained its centrality in driving regional integration in the Asia Pacific. Further stalling in negotiations will weaken ASEAN and undermine the bloc's ambitions to become a regional strategic force.
Renuka Mahadevan is Associate Professor at the School of Economics, the University of Queensland.
Anda Nugroho is a researcher in the Fiscal Policy Agency at the Ministry of Finance, Indonesia.
Ramesh Thakur
Ramesh Thakur is a professor emeritus at the Crawford School of Public Policy, the Australian National University.
This entry was posted in Asia, World Affairs. Bookmark the permalink.


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Q: For Google Chart, how to I determine the interval of a continuous h-axis with datetime format? Currently I am using Google Chart (Column Chart) to show the target quantity every hour for latest 48 hours. My code is like below:
var oChartOptions = {
    height:250,
    hAxis: {
      viewWindowMode:'explicit',
      viewWindow: {
        max: new Date()
        },
      format: "MM/dd h':00'",
      textStyle:{fontSize: 10},
      titleTextStyle: {
        color: 'red',"font-weight":"bold"
      },
      maxTextLines: 12
    }
  };

var nChart = new google.visualization.ColumnChart(nTarget);
var oChartData = new google.visualization.DataTable();
oChartData.addColumn('datetime','Time');
oChartData.addColumn('number','Quantity');
oChartData.addRows(aData);
nChart.draw(oChartData, oChartOptions);

Currently it works great, but for h-axis, it shows the label of time every 6 hours, and I want to shorten this interval from 6 to 2. After I tried a lot with the document, I still found no solution.

A: You can specify the tick interval with the last parameter (optional) of the chxr tag.
Here is an example :
chxr: 0,0,15,1

It will define a [0,15] interval on the first axis with a tick every one value.


My father was an artillery officer in the Soviet army. He retired at the rank of colonel. For several years he was in charge of the military conscription process for a district of Volgograd (Stalingrad). He was a World War II veteran. During the war he was with the Soviet troops that entered Berlin and took part in many battles during that campaign. Most of the medals worn on the uniform represent some action taken during this time. World War II is known as "The Great Patriotic War" in Russia.


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Don Mischer Calls For New Deal-Style Temporary WPA Program As Lifeline For Jobless Arts & Entertainment Workers – Guest Column
By Don Mischer
Don Mischer
More Stories By Don
Don Mischer On Importance Of Live Events In COVID-19 Era & How We Can Get Audiences Back In Seats – Guest Column
President Franklin D. Roosevelt during a fireside chat from the White House in 1935 AP Photo
Editors note: It's been 10 months since live entertainment went dark at the onset of the coronavirus pandemic, and it may be another 10 months before live venues can safely reopen. Participating in a virtual conference held Saturday by the Association of Performing Arts Professionals, Dr. Anthony Fauci said that by the "early to mid-fall, you can have people feeling safe performing onstage as well as people in the audience." For performers and other entertainment workers sidelined by the pandemic, that relief may not come soon enough as they deplete savings and go from one odd job to another. Given the urgency of the situation and in light of the new White House administration coming in next week, veteran event producer Don Mischer, who has produced/directed Oscars, Primetime Emmys, Olympics opening ceremonies, Super Bowl halftime shows and the Obama inauguration, is speaking up for people in the arts. Taking a page from the Great Depression and President Roosevelt's New Deal, which covered arts and entertainment workers, he urges state and federal officials to launch a program similar to the Works Progress Administration so today's arts and entertainment workers and their families can survive until live performances come back.
Mischer DGA
For every dancer who takes center stage, for every musician who prepares for a concert, and for every actor who steps in front of a camera, there are scores of talented, hardworking people behind the scenes making it work.
These creative support teams are the engines of our arts and entertainment. Assistant directors, designers, choreographers, costume makers, stage managers, cable pullers, extras, makeup artists, production assistants, working on shows from rock venues to Broadway theaters, and from movie sets to philharmonic halls and television studios.
When we look back on the tumult and devastation of 2020, the arts and entertainment community has suffered severe blows. So where does this leave the thousands of workers in the arts, who pretty much live paycheck to paycheck? Many are out of work, scrimping by, and frightened if there will even be a job to go to when this is over. We know them as hardworking people who take tremendous pride in what they do, whether it's arranging music scores or building a piece of scenery, making every event, every show the better for it.
According to the National Endowment for the Arts, before the pandemic there were over 5 million creative workers in various national and local arts industries, making it all possible….an arts and culture sector that brings over $800 billion a year to the U.S. economy, that's 4.5% of the GDP, not to mention hours of pleasure, joy, insight, excitement and emotion for
every one of us.
Of course, arts that rely on live audiences have been particularly hard hit. Empty concert halls, movie theaters, and Broadway stages can testify to that. Some of these venues and the workers who create and deliver the content for them, may not survive.
Broadway theatres have been closed since March Mega
Hollywood on the other hand, thanks to rigorous Covid-19 protocols, is beginning to get back to work. But many of the behind-the-camera workers are not! For one thing, some producers, in an effort to reduce costs or crew size, are using fewer characters in the script, shooting fewer episodes in a season, writing more CGI characters into the story, building less scenery (more augmented reality), hiring fewer extras, smaller staffs and using fewer cameras.
And the "virtual" solution to major live television events is certainly not helping either. Before the pandemic, spectacular television specials hired hundreds of staff and crew. But not so now. Example: Major award shows (like the Oscars or Emmys) would hire dozens of stage managers. But today, produced virtually, only two or three stage managers will have a job on these specials. Same with stagehands, camera operators, make-up artists, musicians, and many more. Many of these people haven't had a paycheck since last March.
So what can we do? How can we help them?
In 1935 we were suffering through a terrible depression. Jobs were nowhere to be found. Bread lines were longer than employment lines. President Roosevelt's New Deal came up with an ingenious idea to help kickstart things. The Works Progress Administration oversaw programs that built highways, schools, hospitals, bridges. And Roosevelt, knowing how critical arts and entertainment were to the spirit and morale of the nation, also included arts-related programs. WPA hired thousands of artists, writers, musicians, designers, painters, photographers and craftsmen who gave free concerts, painted murals inside public buildings, restored theaters, staged plays, taught kids and bore witness, with their photographs, to the plight of Americans. They made sure the arts stayed alive in the everyday life of communities, through exhibitions and classes.
Now, in 2021, we face similar circumstances. Hundreds of thousands of businesses have closed and millions of people have lost their jobs. Restaurants, travel, and retail are some of the hardest-hit sectors. But so is entertainment and the arts. A state/federal program similar to the WPA could provide a temporary lifeline. We're talking about a few months of help, not a long-term commitment, That's all that's needed.
Workers in the arts are also very good at their jobs; they have to be good to survive in the highly competitive freelance marketplace. They know how to get things done. They know how to organize projects, share responsibilities, work under pressure, and make things happen on schedule and on budget. So let's put them to work for a few months and help them pay their rent and feed their families.
In virtual sessions, scenic designers and costume makers could share their work experiences and craft with college students; music arrangers and lighting directors could explore how light and music can enhance the emotional impact of a scene or song; and choreographers and assistant directors could review staging and shooting movement in front of the lens.
As our new President-elect Joe Biden looks over the landscape of America, our battered economy, our battered morale, looking for infrastructure projects to help unemployed Americans, we ask him not to forget this essential group of jobless workers in arts and entertainment. They have so much to contribute to a hurting America, but now find themselves sitting idle, their hopes fading for the future. Our future.
As Sam Cooke said in his classic civil rights anthem, "….a change is gonna come." But let's try to included everyone in it when it does.
This article was printed from	https://deadline.com/2021/01/new-deal-for-entertainment-workers-wpa-pandemic-don-mischer-column-1234672325/


text:
Childcare costs rising by more than twice the rate of inflation
Average cost rose by 6% last year and a nursery place for a child aged two or under is 77% more expensive than in 2003
Haroon Siddique
Tue 5 Mar 2013 19.36 EST First published on Tue 5 Mar 2013 19.36 EST
A nursery place for a child aged under two rose by 4.2% last year compared with the previous 12 months. Photograph: Edmond Terakopian/PA
Childcare costs in Britain are rising at more than twice the rate of inflation and have increased over the last 10 years, despite average earnings falling back to 2003 levels, according to research .
The Childcare Costs Survey 2013 found the average cost of childcare rose by 6% last year against a backdrop of 2.7% inflation, stagnant wages and increases in working tax credit payments, including the childcare tax credit, being pegged at 1%.
Anand Shukla, chief executive of the Daycare Trust, which produced the report, said: "It's a massive financial burden … childcare costs for many parents can be higher than their rent or mortgage payments. We know many parents go into debt or put it on their credit card."
A nursery place for a child aged under two rose by 4.2% last year compared with the previous 12 months to £4.26 an hour on average, equivalent to £106.38 a week for a part-time place (25 hours) and £11,000 a year for a full-time place, according to the survey. That makes a nursery place for a child aged two or under 77% more expensive in real terms than it was in 2003. For the over-twos, the yearly increase was 6.6% to £103.96 a week for a part-time place.
The steepest price rises were for childcare for older children, with 15 hours a week at an after-school club costing £49.67 on average, a rise of 9%.
For a family with two children, care in term time, before and after school, costs around £4,000 a year, according to the report. It says the cost of after-school clubs has risen on average by 88% in real terms over the last 10 years.
The government plans to make childcare less expensive by relaxing the number of pre-school children that nurseries and registered childminders can oversee but the report suggests that reducing the required ratios may diminish quality and have little effect on costs.
Shukla called on the government to simplify the funding system and extend the entitlement of 15 hours of free childcare to cover all two-year-olds and then increase the number of free hours in steps, first to 20 and then 25.
Currently the entitlement is available to all three- and four-year-olds but only 40% of two-year-olds.
A government spokesman said ratio changes would offer flexibility to providers. "High quality providers will be able to expand and more childminders will enter the market – this will mean parents have more affordable childcare."


May 31 - Dell sets July 18th as the day owners of 1.75 billion in outstanding shares get to choose between offers from founder Michael Dell and activist shareholder Carl Icahn. Conway G. Gittens reports.
Your Daily Digit today is 1.75 billion…. That's the amount of Dell's outstanding shares. Their owners will sew up Dell's future at a special meeting on July 18th. They're already getting some ideas on how to vote. One just came from Dell's board. The board now recommends shareholders support the $24.4 billion buyout offer led by founder and chief executive Michael Dell. Why? The board members say it's the best alternative available, and, as they put it, in a challenging business environment, it offers certainty and a very material premium over pre-announcement trading prices. But Dell's shareholders have another option. Earlier this month, Dell's largest independent shareholder, activist investor Carl Icahn launched a $21 billion counter offer that would allow shareholders to keep their stakes in the company. Icahn is not expected to go quietly -he already warned that if his proposal was rejected -he would urge shareholders to reject Michael Dell's offer.


text:
The Kern High School District is responsible for ensuring that all individuals are treated equitably in the District's programs and activities and are provided an environment that is free from discrimination, harassment, intimidation, retaliation, and bullying consistent with federal and state nondiscrimination laws. Pursuant to law and District policy, no person shall be subjected to discrimination on the basis of disability, gender, gender identity, gender expression, nationality, race or ethnicity, religion, sexual orientation, or any other characteristic that is contained in the definition of hate crimes set forth in Section 422.55 of the Penal Code, including immigration status, in any program or activity conducted by an educational institution that receives, or benefits from state assistance, or enrolls pupils who receive state student financial aid. (Ed. Code 220 ,Ed. Code 230; see also policies below).
Links to information, policies, complaint procedures, and forms related to discrimination and harassment can be found by clicking on the specific subjects in the blue box or from links provided below.
Title IX: Information Regarding Title IX and Prohibited Sex-Based Discrimination
Title IX of the Education Amendments of 1972 prohibits discrimination based on sex in education programs and activities that receive federal financial assistance. Examples of the types of discrimination that are covered under Title IX include the failure to provide equal opportunity in athletics, sexual harassment, discrimination in a school's science, technology, engineering, and math (STEM) courses and programs, and discrimination based on pregnancy.
What is Title IX?
Title IX of the Education Amendments of 1972 ("Title IX") is a federal law that prohibits sex-based discrimination in all educational programs and activities, including athletic programs, and it reads in part: No person shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any educational program or activity operated by the District.
Title IX protects all participants in the District's educational programs and activities. Examples of the types of discrimination that are covered under Title IX include sexual harassment; the failure to provide equal opportunity in athletics; discrimination in a school's science, technology, engineering, and math (STEM) courses and programs; and discrimination based on pregnancy.
Definition of Sexual Harassment
Prohibited sexual harassment is unwelcome sexual conduct that may include, but is not limited to, sexual violence, unwelcome sexual advances, unwanted requests for sexual favors, or other unwanted verbal, visual, or physical conduct of a sexual nature made against another person of the same or opposite sex in the educational setting, when made on the basis of sex and under the following conditions: Education Code 212.5
5 CCR 4916
Examples of Prohibited Conduct on the Basis of Sex
Harassment and other discrimination on the basis of sex include, but are not limited to, the following practices:
(a) On the basis of sex, exclusion of a person or persons from participation in, denial of the benefits of, or subjection to harassment or other discrimination in, any academic, extracurricular, research, occupational training, or other program or activity.
(b) On the basis of sex, provision of different amounts or types of student financial aid, limitation of eligibility for student financial aid, or the application of different criteria to applicants for student financial aid or for participation in the provision of student financial aid by others. Nothing in this subdivision shall be construed to prohibit an educational institution from administering, or assisting in the administration of, scholarships, fellowships, or other forms of student financial aid, established pursuant to domestic or foreign wills, bequests, trusts, or similar legal instruments or by acts of a foreign government, which require that awards be made to members of a particular sex; provided, that the overall effect of the award of these sex-restricted scholarships, fellowships, and other forms of student financial aid does not discriminate on the basis of sex.
(c) On the basis of sex, exclusion from participation in, or denial of equivalent opportunity in, athletic programs. For purposes of this subdivision, "equivalent" means equal or equal in effect.
(d) An educational institution may be found to have effectively accommodated the interests and abilities in athletics of both sexes within the meaning of Section 4922 of Title 5 of the California Code of Regulations as that section exists on January 1, 2003, using any one of the following tests:
(1) Whether interscholastic level participation opportunities for male and female pupils are provided in numbers substantially proportionate to their respective enrollments.
(2) Where the members of one sex have been and are underrepresented among interscholastic athletes, whether the school district can show a history and continuing practice of program expansion that is demonstrably responsive to the developing interest and abilities of the members of that sex.
(3) Where the members of one sex are underrepresented among interscholastic athletes, and the institution cannot show a history and continuing practice of program expansion as required in paragraph (2), whether the school district can demonstrate that the interest and abilities of the members of that sex have been fully and effectively accommodated by the present program.
(e) If an educational institution must cut its athletic budget, the educational institution shall do so consistently with its legal obligation to comply with both state and federal gender equity laws.
(f) It is the intent of the Legislature that the three-part test articulated in subdivision (d) be interpreted as it has been in the policies and regulations of the Office of Civil Rights in effect on January 1, 2003.
(g) On the basis of sex, harassment or other discrimination among persons, including, but not limited to, students and nonstudents, or academic and nonacademic personnel, in employment and the conditions thereof, except as it relates to a bona fide occupational qualification.
(h) On the basis of sex, the application of any rule concerning the actual or potential parental, family, or marital status of a person, or the exclusion of any person from any program or activity or employment because of pregnancy or related conditions. Ed. Code 230
Title IX information provided here applies to every school site and to all District programs and activities.
In addition to Title IX, the California Education Code prohibits discrimination on the basis of sex in schools. (California Education Code §§ 220-221.1.) Other state and federal laws also prohibit discrimination and ensure equality in education. Please refer to the KHSD's board policy and administrative regulations below for more information on the District's anti-discrimination policies.
What are my rights under Title IX?
(a) You have the right to fair and equitable treatment and you shall not be discriminated against based on your sex.
(b) You have the right to be provided with an equitable opportunity to participate in all academic extracurricular activities, including athletics.
(c) You have the right to inquire of the athletic director of your school as to the athletic opportunities offered by the school.
(d) You have the right to apply for athletic scholarships.
(e) You have the right to receive equitable treatment and benefits in the provision of all of the following:
(1) Equipment and supplies.
(2) Scheduling of games and practices.
(3) Transportation and daily allowances.
(4) Access to tutoring.
(5) Coaching.
(6) Locker rooms.
(7) Practice and competitive facilities.
(8) Medical and training facilities and services.
(9) Publicity.
(f) You have the right to have access to a gender equity coordinator (Title IX Compliance Officer – see below) to answer questions regarding gender equity laws.
(g) You have the right to contact the State Department of Education and the California Interscholastic Federation to access information on gender equity laws.
(h) You have the right to file a confidential discrimination complaint with the United States Office of Civil Rights or the State Department of Education if you believe you have been discriminated against or if you believe you have received unequal treatment on the basis of your sex.
(i) You have the right to pursue civil remedies if you have been discriminated against.
(j) You have the right to be protected against retaliation if you file a discrimination complaint.
(Ed. Code §221.8)
The District has a responsibility to respond promptly and effectively to sex-based discrimination, including sexual harassment and sexual violence. If the District knows or reasonably should know about sex discrimination, it must take action to eliminate the sex discrimination, prevent its recurrence, and address its effects. The District must resolve complaints of sex discrimination promptly and equitably. Information on filing a complaint alleging sex-based discrimination is below, including contact information for the District's Title IX Coordinator.
For more information specific to anti-discrimination in District employment, please contact the Title IX Coordinator.
Learn more about your rights under Title IX:
Visit the website of the United States Department of Education Office for Civil Rights titled "Know Your Rights" for information on sex discrimination
Review United States Department of Education Office for Civil Rights, Know Your Rights documents:
Know Your Rights: Title IX prohibits sexual harassment and sexual violence
Know Your Rights: Title IX requires the District to address sexual violence
Know Your Rights: Title IX prohibits discrimination against pregnant or parenting individual
Review related District policies and regulations:
Gender Equity in Athletics
Sexual Harassment and Gender Discrimination (Title IX)
Discrimination at Your School (Uniform Complaint Procedures)
Williams Complaint
Applicable California Education Code Sections:
CA Education Code Sections 230 and 220
How do I file a complaint?
A sexual harassment complaint may be filed verbally or in writing with the school site principal or with the District's title IX Coordinator (see below). You may file a complaint alleging sex or gender-based discrimination with the Title IX Coordinator at any time by telephone, in person, US mail, or by e-mail. Claims should be made within six months from the date the alleged incident occurred or you first obtained knowledge of the incident.
The District has a Title IX Coordinator who oversees the District's compliance with Title IX requirements and promotes sex and gender equity in the District's programs and activities. Contact the District's Title IX Coordinator:
Dr. Debbie Thompson, Chief Communications Officer
Equity Compliance Officer and Title IX Coordinator
5801 Sundale Ave.
Bakersfield, California 93309
Email: debbie_thompson@kernhigh.org
How do I file a complaint of sex discrimination?
You may file a complaint alleging sex or gender-based discrimination at any time by contacting the District's Title IX Coordinator in person, by telephone, by mail, or by email.
You may also file a discrimination complaint with the U.S. Department of Education Office for Civil Rights. The electronic complaint form for the Office for Civil Rights is available online at https://ocrcas.ed.gov/. Contact the Office for Civil Rights at:
San Francisco Office
Office for Civil Rights
Fax: (415) 486-5570; TDD: (800) 877-8339
Email: ocr.sanfrancisco@ed.gov
Complaints alleging discrimination, harassment, intimidation, and/or bullying can be filed utilizing the , District's Uniform Complaint Form although use of this form is not required. These complaints must be in writing. If you need assistance putting your complaint in writing, please contact the district by calling the Alan Paradise in the Human Resources Division at (661) 827-3302. You may file a complaint anonymously, but the District's ability to investigate and respond may be limited by a lack of information. For more information about how to file discrimination, harassment, intimidation, bullying and other types of complaints, please contact either the Title IX Coordinator or Alan Paradise at (661) 827-3302.
When must a complaint be filed?
Discrimination complaints (alleging discriminatory harassment, intimidation, and/or bullying) may be filed only by persons who allege that they have personally suffered unlawful discrimination or who believe that an individual or any specific class of individuals has been subjected to unlawful discrimination. The complaint shall be initiated no later than six (6) months from the date that the alleged unlawful discrimination occurred, or six (6) months from the date that the complainant first obtained knowledge of the facts of the alleged unlawful discrimination. The time for filing may be extended for up to 90 days by the Superintendent or designee for good cause upon written request by the complainant setting forth the reasons for the extension. (5 CCR 4630)
You have the right to a prompt and equitable response from the school/District.
The District strictly prohibits retaliation against anyone who makes a complaint or participates in the complaint process.
Complaint Procedures:
For verbal or written complaints that fall within the jurisdiction of Title IX, those complaints shall be handled pursuant to Administrative Regulation 5145.71 Title IX Sexual Harassment Complaint Procedures [Students]). .
Other specified complaints may be made by a student, employee, or other person participating in a District program or activity pursuant to the District's Uniform Complaint Procedures. A UCP complaint must be in writing and the District will provide you with assistance if requested. Areas applicable to the UCP include, but is not limited to, allegations of violation of state or federal law or regulations governing any program including adult education, consolidated categorical programs, the federal Every Student Succeeds Act, migrant education, Regional Occupational Centers and programs, school safety plans or other District programs; alleging the occurrence of unlawful discrimination (such as discriminatory harassment, intimidation, or bullying) in district programs and activities, including in those programs or activities funded directly by or that receive or benefit from any state financial assistance, based on the person's actual or perceived characteristics of race or ethnicity, color, ancestry, nationality, national origin, immigration status, ethnic group identification, age, religion, marital status, pregnancy, parental status, physical or mental disability, medical condition, sex, sexual orientation, gender, gender identity, gender expression, or genetic information, or any other characteristic identified in Education Code 200 or 220, Government Code 11135, or Penal Code 422.55, or based on the person's association with a person or group with one or more of these actual or perceived characteristics (5 CCR 4610); accommodations for lactating students; student fees; noncompliance with the Local Control and Accountability Plan; school plan for student achievement; school site councils; complaints made by foster youth related to placement, grades, course work/credits; homeless, military family, migrant former juvenile court school students regarding course work/graduation requirements; classes without content; physical education minutes; retaliation for making or participating in an investigation of a complaint under this policy.
How will a complaint be investigated?
You have the right to a prompt and equitable response. The District will investigate your complaint and render findings within a specified time period. The investigation may include interviewing alleged victims, alleged offenders, and relevant witnesses, as well as reviewing available records, statements, or notes related to the complaint, including evidence or information received from the parties during the investigation. The investigator may visit reasonably accessible locations where discrimination is alleged to have occurred. As appropriate, the District's compliance officer periodically will inform the parties of the status of the investigation. The parties have the right to review relevant evidence. The parties will be notified when a decision is made.
Board Policies and Administrative Regulations:
KHSD BP 5145.3 Nondiscrimination-Harassment - revised September 7, 2021
KHSD BP 5145.3 Nondiscrimination-Harassment - revised September 7, 2021 - (Spanish)
KHSD AR 5145.3 Nondiscrimination-Harassment - revised August 13, 2021
KHSD AR 5145.3 Nondiscrimination_Harassment revised August 13, 2021 (Spanish)
KHSD BP 5145.7 Sexual Harassment - revised September 7, 2021
KHSD BP 5145.7 Sexual Harassment- revised September 7, 2021 (Spanish)
KHSD AR 5145.7 Sexual Harassment - revised August 13,2021
KHSD AR 5145.7 Sexual Harassment - Revised August 13, 2021 (Spanish)
KHSD AR 5145.71 Title IX Sexual Harassment Complaint Procedures - revised March 23 2021
KHSD AR 5145.71 Title IX Sexual Harassment Complaint Procedures - revised March 23, 2021 - (Spanish)
KHSD E 5145.71Title IX Sexual Harassment Complaint Procedures-adopted August 13, 2021-Spanish
KHSD E 5145.71 Title IX Sexual Harassment Complaint Procedures - revised August 13, 2021
KHSD BP 0410 Nondiscrimination in District Programs and Activities - revised September 7, 2021
KHSD BP 0410 Nondiscrimination in District Programs and Activities- revised September 7, 2021 (Spanish)
KHSD BP 4030 Non-discrimitation in Employment - revised September 7, 2021 (Spanish)
KHSD BP 4030 Nondiscrimination in Employment - revised September 7, 2021
KHSD AR 4030 Nondiscrimiation in Employment - revised August 12, 2021
KHSD AR 4030 Nondiscrimination in Employment- revised August 12, 2021(Spanish)
KHSD BP 4119.11,4219.11,4319.11 Sexual Harassment - revised September 7, 2021
KHSD BP 4119.11,4219.11,4319.11 Sexual Harassment - revised September 7, 2021 (Spanish)
KHSD AR 4119.11,4219.11,4319.11 Sexual Harassment - revised August 12, 2021
KHSD AR 4119.11 4219.11, 4319.11 Sexual Harrasment Revised August 12, 2021-Spanish
KHSD AR 4119.12, 4219.12, 4319.12 Title IX Sexual Harassment Complaint Procedures - revised August 24, 2021
KHSD E 4119.12, 4219.12, 4319.12 Title IX Sexual Harassment Complaint Procedures - adopted August 24, 2021
Title IX Training Materials:
To access all Title IX training materials used by the District, please see Title IX Training Materials
https://www.atixa.org/?download_library_file=69036&tkn=600f72c05d
Civil Rights Investigator Level Two
https://www.atixa.org/?download_library_file=69045&tkn=0465908169
Title IX Compliance & Athletics
https://www.atixa.org/?download_library_file=69046&tkn=93557b265c
Title IX Coordinator Level One
https://www.atixa.org/?download_library_file=69026&tkn=093890f000
Title IX Coordinator Level Two
https://www.atixa.org/?download_library_file=69040&tkn=cc98878841
PreK-12 Title IX Administrator (January-June)
https://www.atixa.org/?download_library_file=69057&tkn=7d11937fa2
PreK-12 Title IX Administrator (July-December)
https://www.atixa.org/?download_library_file=69072&tkn=6932fba9b1
https://www.atixa.org/?download_library_file=69069&tkn=4b9c2ebcf3
https://www.atixa.org/?download_library_file=69065&tkn=b8833a7133
https://www.atixa.org/?download_library_file=69088&tkn=71c3fa5b70
K-12 Civil Rights Investigator Level One
https://www.atixa.org/?download_library_file=70679&tkn=38b29760d3
Title IX Responding to and Investigation Complaints of Sexual Harassment Sept. 10, 2020
K-12 Decision Maker All Sessions Sept. 28, 2020
Title IX Responding to and Investigation Complaints of Sexual Harassment Oct. 8, 2020
SPOO or Not SPOO? That is the Question
https://www.atixa.org/resources/spoo-or-not-spoo-that-is-the-question-webinar_final-slides/?tkn=62086ce07e
Berkeley Law Center Sexual Harassment in Education Conference January 29-30, 2021
Berkeley Law Center 2021 Conference on Sexual Harassment in Education Jan. 29, 2021
K-12 Title IX Decision Maker
https://www.atixa.org/resources/july-december_2021_k-12-decision-maker-course-materials/?tkn=b963dcd652
Civil Rights Investigator Level Two: Advanced
https://www.atixa.org/resources/july-december_2021_investigator-two-course-materials/?tkn=3ba6a2e07b
K-12 Investigator One: Foundations
https://www.atixa.org/resources/july-december_2021_k-12-investigator-one-course-materials/?tkn=bddf4e64f5
Title IX Rationale Writing Best Practices
https://www.atixa.org/resources/rationale-writing-workshop-for-decision-makers-and-investigators/?tkn=0c155d2c14
Civil Rights Investigator Level Three: Practical Skills
https://www.atixa.org/resources/july-december_2021_investigator-three-course-material/?tkn=4e1ce9744e
Gender Identity in the College Setting
https://www.atixa.org/resources/gender-identity-in-the-college-setting-workshop-slides/?tkn=030ba880f1
K-12 Athletics Course Materials
https://www.atixa.org/resources/july-december_2021_k-12-athletics-course-materials/?tkn=c092432cb9


Galisteo is a census-designated place (CDP) in Santa Fe County. Galisteo has served as a filming location for a number of major motion pictures. Nearly all have been westerns (including The Cowboys, Silverado, Young Guns and Crazy Heart) though the town also served as backdrop for fantasy blockbusters Legion and Thor.
Looking for rental agencies, movers, mortgage brokers, or contractors in Galisteo? Conveniently find local businesses who can help you with fixing your house, advise you on legal issues, home appraisals, and more!