text:
By Jon Wyatt - In 1929, this bizarre item appeared in the New South Wales press:
"D. McPhee, in the Maclean 'Advocate' recalls in some reminiscences, that it was at Billy's Creek, on the Armidale Road that the famous hairy man was captured while in the act of ransacking the Grafton-Armidale mail, about 40 years ago. The unfortunate creature, after several years exposure in the mountain scrubs, resembled a beast in skin and hair. He had been reported by picnickers, prospectors and others for ape-like conduct and petty thefts of actions for years, and was generally believed to be an escaped gorilla from St. Loon's menagerie [St Leon's Circus and Menagerie]. This belief was substantiated by an aboriginal legend, that he was the last of his tribe of extinct animals the 'Jorawarra'. He was arrested by the late Sergeant Byrne, and sentenced to four years' imprisonment, which he did not live to serve.
"The above story is often told by old settlers of the Clarence River district." (Narrabri North Western Courier, NSW, 24 January 1929, p1)
Well, the tale contains errors, and leaves out a lot, but it nevertheless recalls a curious local event. The capture occurred NE of Armidale, which is a town in the New England Region, 485 km (301 mi) NNE of Sydney, Australia.
On May 28, 1888, Constable Byrne of the NSW Police Force captured a 'wild hairy man' at gunpoint at Billy's Creek and took 'it' into Armidale, where word spread like wildfire the officer had captured a gorilla, which, according to the press, was 'looting bushmen's huts for tucker and clothes, and terrifying woman and children in the district". The excitement in town reached a crescendo a few days later when the 'creature' appeared in court. A pressman filed this report:
"What are they going to do with the famous 'wild' or 'hairy man' now he is caught? Will he be exhibited to the public or kept behind the prison bars till the law is satisfied? At the first appearance of this apparent outlaw there was so much excitement prevailing as if a second 'Rob Roy McGregor' had been taken and every one crowded to obtain a view of what was supposed to be a species of gorilla. One the whole, however, the 'wild man' was not such a very outstanding being. His hair and beard were certainly unshorn and his weather beaten skin evidenced long acquaintance with out-door life and a gleam in the eye reminded one of a caged animal suddenly deprived of liberty. He had had a hard life of it in the bush, and was evidentially regardless of the laws of meum and tuum [mine and yours] as far as horses were concerned." (Armidale Express 12 June 1888, p4)
The prisoner was John Burns, 36, a "bushman" who'd evidentially 'devolved' while living alone in the ranges—and he was a sight to behold. In 1919 a soon-to-retire Police Sergeant Stephens recalled:
"The Hairy Man was the weirdest creature he had ever seen. His hair was down to his shoulders, and matted like that of an old dog. His beard and mustache were thick and dirty. His clothes all torn and patched, were kept together by means of pieces of string and grass. He carried three revolvers, but when suddenly assailed by the arm of the law he could not use them, as he had tied them to a bit of rope that served as his belt". (Armidale Express 21 March 1919, p7)
Burns was initially tried for horse stealing and sentenced to three years in prison, but he was soon identified as being "Riley the Bushranger", an unkempt lone highwayman, who'd robbed a string of mail coaches over the years. In 1888 he was also tried in Armidale for the 1883 Bundarra mail coach robbery and sentenced to 15 years hard labor; however doubts lingered about the verdict.
(The problem was the coach driver, William McGinty, had testified in 1885 against another man who was in prison for the same robbery; McGinty had recanted his previous testimony, because, as he put it, "Burns was a better fit in appearance and voice". Some wondered how Burns could have eluded the law for eight years, and one newspaper suggested, "[he] must have led a secluded hermit like existence in the ranges very different from that which sundry romances would lead us to believe is the portion of the 'gallant highwayman'". (Clarence and Richmond Examiner 23 October 1888, p4).)
Burns was sent to the notorious Berrima Goal to serve his time, while sightings of the "escaped gorilla" continued and here are three reports from the 1890's:
In 1892, a letter-to-editor reported four stockmen from the 'Kangaroo Hill' station, N of Armidale, were pursued all night by a stone throwing "man-gorilla". At first light "one of the men distinctly saw the form of a large creature, resembling a man, being about the same height, but much larger in the body, standing about 50 yards above them, on the spur they had been going up, and was directly in front of them... He stood only for an instant, and then moved slowly and silently down the hill."
"They galloped off again down the spur. There were no stones thrown till they were in action, when several flew swiftly past them, and they narrowly escaped being hit by some. The animal followed them for a short distance, and then, after throwing one more stone made off up a very steep spur... It is reported a gorilla was seen about three years ago, on Guy Fawkes River, by a man, who fired three shots at him without effect." (Armidale Express 9 February 1892, p4)
In 1895, it was reported:
"Several residents of Bingara [NW of Armidale], including a clergyman, have lately seen a peculiar animal known as the ya-hoo, hairy man of the woods, or gorilla in some rough country near the Horton River. As soon as it was seen the animal rushed off into the bush, but its tracks clearly showed it was no ordinary animal. Its appearance has caused considerable consternation in the vicinity." (Armidale Express 5 March 1895, p5)
In 1899, 20 residents, mounted and fully armed, left from Wandsworth, NE of Armidale, to capture "a tall, hairy, ferocious, gorilla-looking creature" seen in the nearby hills. The report notes:
"If they do happen to capture such an animal as that described it will authenticate all the stories that have from time to time been told of the existence of the ourang-outang [sic] in the wilds of Australia." (Singleton Argus 15 June 1899, p 2)
So, what happened to Burns? Well, the old timers thought he died in prison but it now appears more likely he was released in 1900:
"From there though, he disappeared from history, perhaps to return to the rugged wildernesses of New England or perhaps to the land that he was rumored to own near Glen Ines." ('Riley the Bushranger' by Don Schofield, Armidale Express 6 Oct 2014).
The New England Region today is renown for Yowie or Bigfoot sightings and to read a 2010 Armidalel press story headed 'Yowie Up To No Good: Tourist' visit http://www.yowiehunters.com.au/index.php/media-clips/1703-2010-armidale-express-yowie-article
Does Yowie exist? I'll leave that to the reader.
Photo of John Burns, courtesy NSW State Archives and Records, Mugshot Reel 5103, p9.
Jon Wyatt © 2017 Word count 1240
The Yowie: In Search of Australia's Bigfoot
Yowie Country
Sasquatch: Legend Meets Science
The Bigfoot Book: The Encyclopedia of Sasquatch, Yeti and Cryptid Primates
Labels: article submission , australia , history , Jon Wyatt , sasquatch , wildman , Yowie


The Premium Curved Marble Plaque is an outstanding plaque of high quality with a striking modern look. This plaque is the perfect achievement award for any business, government, or non-profit organization. The plaque has rounded edges, felt baking, and is made from solid dark cherry wood and has an elegant, glossy piano finish. The engraveable plate features a curved marble design which compliments your custom engraving. These plates come in black, green, blue, and red marble patterns. These plaques can be engraved with the wording of your choice and a logo if wanted for FREE. NO SETUP FEE!! You will be sent a proof via email within 24 hours of your order being placed. This proof needs to be approved before we can ship your order.
5 of 5 stars Fantastic Experience!
Working with K2 was great! I had a last minute emergency as my initial vendor did a very poor job so I placed an order online on Thur at 10pm and it was delivered to my house sat before 10 am! The quality of the work is terrific, their customer service incredibly helpful! I will be using them for all my events! Thank you!!!


Monthly Prize: Bragging rights only! At this time we are only giving out prizes to weekly winners.
Only physician users of CurbsideMe are eligible to be a weekly winner. CurbsideMe staff members, researchers, non-credentialed physicians, inactive physicians, and physician users without Asked, Answered, or Rated questions are not eligible to be winners.
Eligible physician users may choose not to participate in the weekly contest or elect to donate winnings to charity by changing their preferences within their account settings.
Weekly winners will be determined based on highest point total accumulated between the weekly interval period from Sunday 12:00 AM to the following Saturday at 11:59 PM, Pacific Standard Time (PST).
Points are awarded based on user activities on the CurbsideMe site. Actions resulting in points include, but are not limited to, answering user questions, submitting new questions, referring new users to site, and receiving site awards. Occasionally random bonus points are assigned to each question.
Total points for each user will be prominently displayed and tracked on an ongoing basis.
In the event of a points tie, the user who most recently answered a question will win the tiebreak. If a second tiebreaker is needed, the physician user who has a longer tenure as a CurbsideMe member will win the 2nd tiebreaker.
The award for the weekly winner may vary from nominal recognition to monetary rewards, the precise nature and amount of which will be determined by CurbsideMe and is subject to change from week to week.
Nominal recognition of the winner will only occur within the portion of CurbsideMe site that requires user login. Recognition may also occur in company newsletter to other registered physician users. Identity or username of the winner will not be made known to non-physician users or the general public.
For awards of monetary value, the actual award item will be announced on the CurbsideMe blog and via the CurbsideMe email newsletter prior to the relevant period of points accumulation .
The duration over which a particular award item will remain active will be announced along with award item disclosure and be determined at the discretion of CurbsideMe.


A TALK is being held about Britain's first fighter jet.
Arun and Chichester Air Enthusiasts Society is hosting the event about the Gloster Meteor.
The night is on Monday, April 15, at the Chichester Park Hotel, Chichester.


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Q: ExtJs Grid - Error on setSize if cellediting active My gridpanel has a store and uses the cellediting plugin.
When I reload my grid via loadData(), I also reconfigure() my grid's columns and call my model's setFields().
So while this is happening, click a editable grid cell in this gird by simple clicking it, and then an error gets thrown:
Code:
Uncaught TypeError: Cannot call method 'setSize' of undefined Editor.js:48
Ext.define.calculate Editor.js:48
Ext.define.runLayout Context.js:1154
Ext.define.runCycle Context.js:1123
Ext.define.run Context.js:1054
Ext.define.statics.flushLayouts AbstractComponent.js:84
Ext.define.statics.resumeLayouts AbstractComponent.js:100
Ext.resumeLayouts AbstractComponent.js:3437
Ext.define.reconfigure Table.js:1024
...

I tried preventing it by completing the edit process with:
Code:
if ( oView.editingPlugin )
     {
        oView.editingPlugin.completeEdit();
     }

but this fails.
How can this be solved?

A: I solved it with calling my records to .commit() and my editingPlugin to .completeEdit(). This stops the editing process.

redpajama_set_name: RedPajamaStackExchange


text:
package com.beolnix.marvin.im;

import java.util.Optional;

/**
 * Created by DAtmakin on 11/3/2015.
 */
public class IMSessionUtils {
    public boolean isCommand(String msg, String commandSymbol) {
        return msg!= null && commandSymbol != null && msg.startsWith(commandSymbol);
    }

    public Optional<String> parseCommand(String msg, String commandSymbol) {
        if (msg != null && commandSymbol != null && msg.startsWith(commandSymbol)) {
            String[] rawMsg = msg.split(" ");
            String command = rawMsg[0].replace(commandSymbol, "");
            return Optional.of(command);
        } else {
            return Optional.empty();
        }
    }

    public Optional<String> parseCommandAttributes(String msg, String command, String commandSymbol) {
        if (msg != null && commandSymbol != null && command != null && msg.startsWith(commandSymbol + command)) {
            String commandAttributes = msg.substring(command.length() + 1).trim();
            return Optional.of(commandAttributes);
        } else {
            return Optional.empty();
        }
    }

    public Optional<String> parseCommandAttributes(String msg, String commandSymbol) {
        Optional<String> commandOpt = parseCommand(msg, commandSymbol);
        if (!commandOpt.isPresent()) {
            return Optional.empty();
        }

        String command = commandOpt.get();

        if (msg != null && commandSymbol != null && command != null && msg.startsWith(commandSymbol + command)) {
            String commandAttributes = msg.substring(command.length() + 1).trim();
            return Optional.of(commandAttributes);
        } else {
            return Optional.empty();
        }
    }
}

redpajama_set_name: RedPajamaGithub


Here a UA Auto Sales, we're proud to stock a variety of used Nissan cars, SUVs, trucks, vans and hybrids for our Vineland drivers. And when you explore our used Nissan models, you will find numerous trim levels, features, interior comforts, and years. We always strive to accommodate Deptford drivers who have all sorts of budgets. When it comes to used car shopping, UA Auto Sales makes it easy. We offer the customer service you deserve in a stress-free environment. Why would you want to go used car shopping anywhere else?
Our used Nissan inventory has something to please all drivers and their driving goals. If you need a small sedan or hatchback to take on the Vineland city traffic, then you will appreciate our wide selection of used Nissan Sentra and used Versa models. These vehicles may be compact, but they know how to stand out in great ways. If you want to grab attention wherever you go, then make sure you test drive one of our sleek used Nissan Altima or Nissan Maxima sedans. For those who need more flexibility and versatility, our used Nissan SUVs like the Pathfinder, Rogue, Juke, and Armada are going to catch your eye. We even carry used minivans like the Nissan Quest and used trucks like the Nissan Titan and Frontier. If for some reason you don't see the used Nissan you are looking for in our inventory; please let us know so that we can help you find it. That's the kind of service you will receive when you choose to shop with the professionals at UA Auto Sales.
Once you have selected the pre-owned Nissan model that you'd like to take home, the next step is to speak with one of our finance team members - but there's no reason to worry because financing doesn't need to be a painful process. Our specialists will take the time to listen to your budget and come up with a finance package that you will feel comfortable with. If you'd like to get a head start on this process, you can complete our online finance application from the comfort of your home or office.
We're proud to serve the greater Vineland area including our neighbors from Deptford and Millville. The next time you're in the market for a used Nissan sedan, truck or SUV, we hope you'll think of us here at UA Auto Sales. Please don't hesitate to give our team a call or contact us online if you have any additional questions about our used inventory. As always, we look forward to meeting you soon!


Watt Tieder Winter Newsletter Now Available!
The Watt Tieder Winter Newsletter is now available. Take a look at a wide variety of articles and news from the firm and the industry covering subjects such as hot-tubbing and other ADR remedies as well as 2017 revisions to the AIA General Conditions.
The Biggest Construction Project In The World –And You Have Never Heard Of It – read article by John B. Tieder, Jr.


This is the second in a two-part article about strategies for a successful valuation. Last week, we talked about habits a business should develop from the start in order to get the most out of their valuation, and this week we're talking about the differences between valuing public and private enterprises.
Both public and private companies have their perks. Public, as their name suggests, can tap into the lucrative financial markets. Case in point: Alibaba earned over $25 billion through its initial public offering, the largest in history, issued in September 2014. But to get those funds they need to regularly file a laundry list of paperwork, from quarterly earning reports to notices of insider stock sales and purchases.
Private companies, on the other hand, are free to go about their inner-workings without the close eyes of public shareholder scrutiny. But when it comes to business valuation, they often sell for 20 per cent less than public companies.
But why the discrepancy in value?
We sat down with Craig Maloney, a chartered accountant, chartered business valuator and partner at WBLI LLP sat down to explain the complexities between valuating private enterprises versus public enterprises.
"Typically, [both] are valued by considering the cash flow that is generated and applying a multiple to the cash flow based on the calculated risk of achieving the cash flow," says Maloney.
While the access to earnings and cash flow within public companies is often easy to tap into, valuators need to dig in on private companies in a different way. The simplest method is a comparable company analysis an approach that requires taking a look at other businesses that closely resemble the one being valuated.
Trading multiples include things like operating margins, sales and free-cash-flow or equity valuation metrics like price-to-earnings, price-to-sales, price-to-book, and price-to-free cash flow.
Of course, to do this the business valuator will need to gather some financial information from the privately held company, but similarly sized competitors with comparable market share will often be valued closely.
Why do private companies sell for less?
One of the big elements is market liquidity, says Maloney.
Maloney points out that discount rates or capitalization rates for public companies are often determined using a capital asset pricing model. Private company rates on the other hand tend to use a build-up method, which looks at a risk-free rate – the theoretical rate of return of an investment with zero risk – that Maloney says using the return for a long-term bond is approximately 2.5 per cent right now.
Then there's a risk premium.
"The basket of stocks on the stock exchange – investors are looking for an additional return of about five to six per cent for equity investments," he says.
Next is the industry-specific risk factor.
"For example, a waste management business has a lower risk factor than a startup technology business," says Maloney.
Size and structure of the business also carries it own premium, which considers things like the size of the business (smaller companies are generally riskier than larger companies), reliance on a smaller number of customers and limited access to a strong management team.
Profitability also comes into play. While most public companies hinge their success on generating high profits to keep shareholders happy, private companies – which have fewer shareholders to impress – are more focused on reducing their taxes.
Sometimes this drifts into the realm of executive salaries, says Maloney.
Business valuators must determine what the fair market salary would be for role and duty and adjust the income statement accordingly.
Maloney points to a scenario where the valuator has determined that the fair market salary for the role and duty of the owner-manager shareholder is $200,000. Suppose shareholder A is compensated with annual dividends of $200,000 and $0 salary.
"The valuator will have to adjust the historical cash flow of the business by deducting $200,000 each year to determine what a normal level of cash flow the business would generate," says Maloney.
If shareholder B is compensated with $1 million of salary and bonus and $0 dividends, the valuator will have to adjust the historical cash flow of the business by adding $800,000 ($1 million less $200K) each year to determine what a normal level of cash flow the business would generate.
Ultimately, says Maloney, both private and public business valuations are complex with many moving parts. Which is why it makes sense to enlist help.
Next articleIs 2015 a game changing year for divestitures?
Andrew Seale is a Toronto-based business writer who contributes frequently to Yahoo Canada Finance, The Globe and Mail's Report on Business and The Toronto Star.
Are we entering the age of the search fund?


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Dinesh Chand (born 6 February 1972) is a Fijian professional golfer who plays mainly on the Japan Golf Tour.

At the end of 2009, he lost his full playing rights for the Japan Golf Tour and so decided to play on the developmental Japan Challenge Tour in 2010. He won two events in a row which resulted in him regaining his full playing rights for the second half of the Japan Golf Tour season. He finished second at the 2010 Sun Chlorella Classic.

Chand has three wins on the Japan Golf Tour, and two on the Japan Challenge Tour.

Professional wins (6)

Japan Golf Tour wins (3)

Japan Challenge Tour wins (2)

Other wins (1)
2008 Hirao Masaaki Charity Golf

Results in major championships

Note: Chand only played in The Open Championship.

CUT = missed the half-way cut

Team appearances
WGC-World Cup (representing Fiji): 2001, 2002

External links

Fijian male golfers
Japan Golf Tour golfers
Asian Tour golfers
Fijian people of Indian descent
1972 births
Living people

redpajama_set_name: RedPajamaWikipedia


Last few tee's left, we've knocked the price down to 10 quid a tee which includes free delivery in the UK! For you international cats tee's are now 15 English pounds which includes free international shipping where ever you may be. That's just rude.
SFGFC big cartel – hit. it. up.
Barclays London Cycle Hire launched today….
Author Rob Penn travels around the world collecting hand built parts for his dream bicycle and charts the social history of one of mankind's greatest inventions.
Founded with passion for all things two wheeled and designed with functionality, aesthetics and craftsmanship in mind, Cycles Papillon offers complete builds, as well as a full line of custom 29er, cyclocross and road frames. Every frame we build is a one of a kind bicycle, one made just for you.


JAMB recommended textbooks for Mathematics 2019 – This is exactly what I am going to discuss in this article. If you want to pass JAMB 2019/2020 and score above 80 in JAMB Mathematics, then you need to know the best Mathematics textbooks to read for JAMB and pass.
Are you sitting for Mathematics in your next UTME? Do you wish to score above 90 in Mathematics? Then, you need to read this article to the end.
In one of previous JAMB guides titled, "How to study for JAMB and pass excellently", I mentioned that recommended textbooks are the best Mathematics textbooks to study and pass JAMB Mathematics excellently.
Without wasting any time, I will quickly show you the list of best Mathematics textbooks to read and pass JAMB 2019/2020.
Like I mentioned earlier, JAMB recommended textbooks for Mathematics are the best textbooks to prepare for JAMB(see reasons in the next heading below).
Having the textbook is t=not the most important thing. Studying them the right way is what actually matters.
Why should you use JAMB recommended textbooks to prepare for Mathematics in 2019?
Below are good reasons why you should use JAMB Mathematics recommended textbooks to prepare for JAMB.
Now, if you are still wondering, "Is it compulsory to use JAMB recommended textbooks for Mathematics before I can pass?".
That is all for now on the topic, "Best Mathematics textbooks for JAMB 2019/2020".
QUESTION FOR YOU: Which is your favourite among these Mathematics textbooks? Use the comment section below.
Thanks for stopping by Akpan!


Q. What is the book about, from a layperson's perspective?
A. The book is about persistence and change. We confront some deeply puzzling problems when we consider how objects manage to exist at different times while undergoing change: in particular gaining or losing parts. Here is an example of such a problem. Suppose you have a car that has been around for a long time. Early in its career, a new battery replaced the original one. Sometime later new windscreen wipers were installed. So it goes until all of the original parts are replaced. Is it still the same car?
Q. As the title suggests, (new problems) how might this be possible when we are talking about concepts that are centuries old? Or, is this a common tenet of philosophers, insofar as philosophy is always evolving?
A. "New Problems" is a bit of a misnomer. Most of the problems I discuss go back to the ancient Greeks. "New Solutions" might be better. Still, one can pose new problems using old concepts.
Q. Who might pick up your new work? Students? People with a general desire/knowledge of metaphysics?
A. The book is primarily intended for advanced students. Undergraduates in their final year and postgraduates still engaged in coursework.
Q. Is writing a book containing deep subject material more labor, or a labor of love?
A. Yes, it is really a labor: I probably would not have done it unless invited.


text:
Brass Instruments Insurance
For brass instruments we can provide cover for accessories such as mouth pieces, lyres, mutes and stands, so please specify if you would like these when obtaining a quotation.*
*Please note: Breakage of these accessories whilst playing is excluded from your cover.
The brass section in the orchestra usually comprises four categories – trumpets, horns, trombones and tubas. In a traditional orchestra, brass was used for providing a big climax to a piece, however, starting at midway through the 19th Century, brass started to come into its own. The British brass band tradition also influenced many composers starting with Elgar and continuing to Holst and Vaughn Williams, where the brass is used as equal partner to the string section. German composers like Brahms and Wagner expanded the scope of the brass as well.
Strong brass band traditions exist in many countries, and the instrumentation usually includes cornets, tenor, baritone and flugel horns, euphoniums, tenor and bass trombones, basses, Eb and Bb tubas, as well as percussionists.
Some of the earliest brass were the Roman cornu and Greek salpinx, although a silver trumpet was found in the tomb of Tutankhamen. Horns date back to the use of natural horns derived from animal horns or tusks.

redpajama_set_name: RedPajamaCommonCrawl


This post will explain how to setup the DirSync tool that will synchronise your internal AD accounts across to the Windows Azure AD platform for usage by Intune and other online services such as Office 365. It's important to note that if you already have this setup for an O365 subscription you don't need to do this again just for Intune and vice versa for a new O365 if you already have Intune.
Just as a bit of background, you may want to read this link to see just what is Windows Azure AD Tenant?
This link will allow you to download the DirSync Prep Tool which will perform a series of checks across your domain to find any potential problems.
Running the Prep Tool will start the analysis for Office 365, but 99% of the rules apply to Intune in terms of Directory Synchronisation.
When it's complete, review the report and correct anything that might cause a problem.
Once your happy that you're ready to go, Login to the Intune account portal at https://account.manage.microsoft.com and Click on the Users link on the left under the Management grouping.
Back on the main users page, the Setup link next to the Active Directory synchronisation text should now say Deactivate. If not it may still be setting up in the background.
To allow your users to logon to the Company Portal later on, they will need an account that matches the Universal Principal Name (UPN) of the accounts that ConfigMgr knows about.
This requires you to add a domain to the Intune portal and then verify it to ensure that you do indeed own the domain name.
You'll then be presented with some methods of verifying your domain, usually by adding a TXT entry to the DNS records or by changing your MX record.
All things being good, you should then see your domain as verified.
However, sometimes things never go smoothly. Certain domain registrars such as 1&1 don't accept the MX record method as it's not a registered TLD. They also don't allow you to add TXT records to your DNS.
Thankfully Todd Douglas across on the O365 forums posted an alternative method.
Using this method you basically you create a subdomain within the 1&1 control panel using the ID ringed as shown in the screenshot as the subdomain name. You then add to this subdomain a CNAME that points to ps.microsoftonline.com and when done, you can verify your domain fine.
Once your domain is verified, it's time to install the DirSync tool.
This tool has some specific requirements for the account running it.
The account installing it must be in the Enterprise Admins group.
The Enterprise Admins group membership is temporary only and is just used during setup to create a service account in AD to be used by the sync tool going forwards to read AD.
This is because you must right click the installer and choose Run as administrator.
Step through the installer, there's nothing really in the way of configuration options to worry about.
Review the Welcome screen and then Click Next.
Supply the credentials for an account in Intune that has permissions to create accounts.
N.B. I would advise manually creating a dedicated account for this in the Intune accounts management portal. Don't be tempted to use your account or the one created when you first setup the service.
If at this point you get a Configuration error message, check in the account management portal that AD Synchronisation has finished setting up and then retry.
Supply the credentials for the account in your AD that has admin rights. The documentation says it needs Enterprise admins rights, but you might get away with just domain admin rights.
This step allows you to start setting up an Exchange hybrid deployment. I'm only interested in getting Intune working at the moment, so I'll skip this bit.
Configuration doesn't take long, Click Next when it completes.
A message box will pop up with a link to some online information regarding verifying the sync is working. Click OK.
This will open a console (look familiar?) and you can easily check the status of the sync.
After a little while, depending on the size of your AD, spec of the sync server and speed of your Internet connection, you should see some accounts start to appear.
That should complete the setup of users within Intune. Users that are allowed to enrol mobile devices is controlled within ConfigMgr by the properties of the Intune Subscription and selecting a collection.
One of the first problems I ran into when setting this up in a lab environment that I hadn't hit elsewhere, was the fact that my internal domain name didn't relate to anything externally verifiable.
So while I do own an external domain name, my lab is using trustlab.local as it's domain name which bears no relevance to my external name. This also mean my user accounts Universal Principal Names (UPNs) didn't match the accounts created in Windows Azure AD.
This meant that after setting up my Subscription and the DirSync, none of my test users could access the company portal on a mobile device (https://m.manage.microsoft.com), just getting a message than an error had occurred.
That's because my UPN's for those accounts don't match with the accounts within Intune.
With a verified domain in intune, but no matching UPN, the dirsync tool will do the same as above.
They only way around this is to have added an additional UPN to the forest/domain and then change those accounts to use the new UPN BEFORE you setup the DirSync tool.
If you've already setup the sync tool, then you won't be able to delete the account from Intune and you will either need to deactivate the AD Sync and then manually remove the accounts from Intune and then re-activate the sync or delete the account in AD, let it sync and remove it, then re-add the account with the matching UPN.
In short, your domain UPN MUST match a verified domain that has been added to Intune.
Thanks must also go to Craig Morris at Microsoft for confirming my thought process on the UPN mismatch issue on this one. Keep an eye out for some blog posts from him also coming soon on this subject.
About the UPN, I did the same as you did. Then I added an UPN via Domain and Trust for my external domain.
Changed my user UPN to reflect my external domain. Started back a sync and all went OK.
I have a server in Azure that SCCM installed the basic client with forefront end point protection and I cannot install DirSync. I get an error to reboot the server and the following log.
I am trying to enroll iOS devices but the iOS enrolment process failed with "unanticipated error"' I have double checked and verified that UPN is OK, someone faced the same iss`?


You know that old joke? A man is walking down the street and asks a passing gentleman how to get to Carnegie Hall.
I guess I was inspired to get back into the saddle by a musical gathering Jill and I went to last night, at the house of the lovely Paula Chase. Among the participants were Ken Ward and Bob Henschen, both excellent local jazz piano masters. After watching their musical vocabulary, learned and polished over a lifetime, I really felt how much I was missing out by being "too tired" or "too busy" to practice. I'm sure I'll be those things again, but it's always nice to have a kick in the pants that makes you want to be better.


text:
Arkansas State University - Newport
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Arkansas State University-Newport is committed to providing an educational and work environment for its students, faculty, and staff that is free from sexual discrimination including sexual harassment, sexual assault, and sexual violence. No form of sexual discrimination will be tolerated.
AVOIDING SEXUAL DISCRIMINATION
All members of the campus community are expected to conduct themselves in a manner that does not infringe upon the rights of others. Supervisors and staff members must recognize that their positions necessarily embody unequal power relationships with their subordinates and students. Because of the inherent power differences in these relationships, the potential exists for the less powerful to perceive a coercive element in suggestions relative to activities outside those appropriate to the professional relationship. It is the responsibility of supervisors and staff members to behave in such a manner that their words or actions cannot reasonably be perceived as coercive.
REPORTING SEXUAL DISCRIMINATION
Employees with supervisory responsibilities and university police personnel must report incidents of sexual discrimination either observed by them or reported to them to the Title IX Coordinator who will conduct an immediate, thorough, and objective investigation of all claims. If a violation has occurred, appropriate corrective measures commensurate with the severity of the offense will be taken in an effort to reasonably ensure that such actions are not repeated. All reports, complaints, and investigations are treated with discretion and confidentiality is maintained to the extent allowed by law. The following guidelines and procedures have been developed to reaffirm these principles and to provide recourse for those individuals whose rights have been violated. This procedure is intended to define community expectations and to establish a mechanism for determining when those expectations have been violated.
RESPONDING TO SEXUAL DISCRIMINATION
ASU-Newport reserves the right to take whatever measures it deems necessary in response to an allegation of sexual discrimination in order to protect individuals' rights and personal safety. Such measures include, but are not limited to, modification of campus living arrangements/working space, modification of class schedules, work shifts, interim suspension from campus pending a hearing, and reporting the matter to law enforcement. Not all forms of sexual discrimination will be deemed to be equally serious offenses, and the university reserves the right to impose different sanctions, ranging from verbal warning to expulsion, depending on the severity of the offense. The university will consider the concerns and rights of both the complainant and the person accused of sexual discrimination.
Questions? Email .
Title IX: General Information
SEXUAL ASSAULT AND MISCONDUCT INFORMATION AND PROCEDURES
Any allegations of sexual assault and/or sexual misconduct must be initially reported to the Title IX Coordinator. The Title IX Coordinator will coordinate the investigation with the appropriate Deputy Coordinator.
The Title IX Coordinator will refer cases of alleged sexual harassment and/or sexual misconduct that involve students to the Deputy Coordinator (Students) for investigation as appropriate. Cases of sexual harassment and/or sexual misconduct will follow the process set forth in the ASU-Newport Sexual Misconduct Grievance Procedure.
The Title IX Coordinator will refer cases of alleged sexual harassment and/or sexual misconduct that involve faculty/staff to the Deputy Coordinator (Faculty and Staff) for investigation as appropriate. Cases of sexual harassment and/or sexual misconduct will follow the process set forth in the ASU-Newport Sexual Misconduct Grievance Procedure.
Title IX: Education Amendments
TITLE IX OF EDUCATION AMENDMENTS
Title IX is a comprehensive federal law that prohibits discrimination on the basis of sex in any federally funded education program or activity.
Title IX benefits both males and females, and is at the heart of efforts to create gender equitable schools. The law requires educational institutions to maintain policies, practices and programs that do not discriminate against anyone based on sex. Under this law, males and females are expected to receive fair and equitable treatment in all areas of public schooling including recruitment, admissions, educational programs, and activities, course offerings and access, counseling, financial aid, employment assistance, facilities and housing, health and insurance benefits, marital and parental status, scholarships, sexual discrimination and athletics. Arkansas State University-Newport has designated a Title IX coordinator and deputies. Any incidence of sexual discrimination including sexual harassment or sexual violence should be reported to the Title IX coordinator who will take prompt action to secure a full and equitable review. In the event the sexual discrimination allegation is against the Title IX coordinator, the report should be made to the Office of University Counsel.
Title IX: Age Discrimination in Employment Act
The Age Discrimination in Employment Act (ADEA) protects individuals who are 40 years of age and older from employment discrimination based on age. The ADEA's protections apply to both employees and applicants. Under the ADEA, it is unlawful to discriminate against a person because of age with respect to any term, condition, or privilege of employment including, but 89 ARKANSAS STATE UNIVERSITY not being limited to, hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training.
Title IX: Sexual Discrimination
SEXUAL DISCRIMINATION
Arkansas State University-Newport is committed to providing an educational and work environment for its students, faculty, and staff that is free from sexual discrimination including sexual harassment, sexual assault, sexual violence, stalking, domestic violence, and dating violence. No form of sexual discrimination will be tolerated.
Sexual Harassment is defined as unwelcome gender-based verbal or physical conduct that is severe, persistent or pervasive and occurs when:
Submission to, or toleration of, such conduct is made a term or condition of instruction, employment, or participation in other university activities;
Submission to, or rejection of, such conduct is used as a basis for employment or education decisions affecting the individual; or
Such conduct has the effect of unreasonably interfering with an individual's education or employment performance or creating an intimidating, hostile, or offensive university environment.
Sexual Assault occurs when a person is subjected to an unwanted sexual act by force or threat without consent. Sexual acts occur without consent when they are perpetrated against a person's will or where a person is incapable of giving consent due to minority, intellectual impairment, or use of mind altering substances such as drugs or alcohol. (See pages 54-55 for Resources for Victims of Sexual Assault)
Sexual Violence includes sexual assault but may also consist of an attempt to obtain a sexual act or sexual advances which do not result in a completed sexual act.
Stalking is defined as engaging in a course of conduct directed at a specific person that would cause a reasonable person to (A) fear for his or her safety or the safety of others; or (B) suffer substantial emotional distress.
Domestic Violence is defined as felony or misdemeanor crimes of violence committed by a current or former spouse of the victim, by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim as a spouse, by a person similarly situated to a spouse of the victim under the domestic or family violence laws of the State of Arkansas, or by any other person against an adult or youth victim who is protected from that person's acts under the domestic of family violence laws of the State of Arkansas.
Dating Violence is defined as violence committed by a person (A) who is or has been in a social relationship of a romantic or intimate nature with the victim; and (B) where the existence of such a relationship shall be determined based on a consideration of the following factors: (i) the length of the relationship, (ii) the type of relationship, and (iii) the frequency of interaction between the persons involved in the relationship.
It is important to preserve all evidence of sexual discrimination, especially if the discrimination is also a criminal offense, such as sexual assault, sexual violence, stalking, domestic violence, or dating violence.
Supervisors and staff members must recognize that their positions necessarily embody unequal power relationships with their subordinates and students. Because of the inherent power differences in these relationships, the potential exists for the less powerful to perceive a coercive element in suggestions relative to activities outside those appropriate to the professional relationship. It is the responsibility of supervisors and staff members to behave in such a manner that their words or actions cannot reasonably be perceived as coercive.
Each campus within the ASU System has a Title IX Coordinator who is charged with investigating allegations of sexual discrimination including sexual harassment, sexual assault, sexual violence, stalking, domestic violence and dating violence.
Employees with supervisory responsibilities, including deans, vice chancellors, directors, student conduct, human resources, and campus police personnel must report incidents of sexual discrimination either observed by them or reported to them to the Title IX Coordinator who will conduct an immediate, thorough, and objective investigation of all claims. If sexual discrimination has occurred, appropriate remedial action commensurate with the severity of the offense will be taken up to and including termination. All reports, complaints, and investigations are treated with discretion and confidentiality is maintained to the extent allowed by law.
To report sexual discrimination, click on the following link: https://hermes.asun.edu/eforms/title-ix-incident-reporting-form/59/
The Title IX Coordinator will notify the appropriate law enforcement agency of all reports of sexual assault, sexual violence, stalking, domestic violence or dating violence. The person who has allegedly been subjected to sexual discrimination may also contact law enforcement and may seek an order of protection, no contact order, or similar order. The Title IX Coordinator will assist the person alleging to be subjected to sexual discrimination with locating resources for counseling, medical treatment, legal advice, victim advocacy, or other services. Each campus within the Arkansas State University System provides educational materials and programs on sexual discrimination. Contact the Human Resources Department or Title IX Coordinator for information on awareness and prevention of sexual discrimination.
ASU-Newport reserves the right to take whatever measures it deems necessary in response to an allegation of sexual discrimination in order to protect individuals' rights and personal safety. Such measures include, but are not limited to, modification of campus living or employment arrangements, interim suspensions from campus, no contact or communications requirements, leave with or without pay, and reporting the matter to law enforcement. Persons reporting allegations of sexual discrimination must follow the Sexual Discrimination Grievance Procedure.
Title IX: Sexual Discrimination Grievance Procedure
SEXUAL DISCRIMINATION GRIEVANCE PROCEDURE
GRIEVANCE ISSUES
The Sexual Misconduct Discrimination Grievance Procedure applies to all allegations of sexual discrimination. Sexual discrimination includes Sexual Harassment, Sexual Assault, and Sexual Violence.
REPORT OF SEXUAL DISCRIMINATION
Any employee, student, or visitor who believes he or she has been subjected to sexual discrimination should report the incident to the Title IX Coordinator utilizing the grievance form available on the Human Resources or Student Conduct web sites.
Employees with supervisory responsibilities (Deans, Vice Chancellors, Department Chairs, Faculty, Student Conduct Personnel, Human Resources Personnel, Athletic Directors, and Coaches), university police personnel must report incidents of sexual discrimination either observed by them or reported to them to the Title IX Coordinator. Sexual Discrimination can be reported using the following form: https://hermes.asun.edu/eforms/title-ix-incident-reporting-form/59/
In the event the sexual discrimination allegation is against the Title IX Coordinator, the report form should be submitted to the Office of University Counsel.
In order to ensure timely investigation and remedy, a sexual discrimination grievance should be activated within sixty (60) days from the time the events leading to the complaint occurred. All complaints are investigated; however, delay in reporting impedes the ability to achieve prompt resolution. All efforts will be made to honor a request for confidentiality but confidentiality cannot be ensured. Reports of sexual assault or sexual violence will be reported to law enforcement authorities.
Criminal investigations by any law enforcement agencies or investigations conducted under the Faculty, Staff, or Student Handbooks may occur simultaneously with a sexual discrimination grievances and do not affect the grievance process.
TITLE IX COORDINATOR'S RESPONSE
Within forty-five (45) working days after receipt of a written grievance form, the Title IX Coordinator, or designee, will conduct a full and impartial investigation including interviewing the complainant, the accused, and any witnesses identified as well as reviewing any documentary evidence submitted by either party. As early as possible in the investigation, the Title IX Coordinator should determine whether temporary remedial measures are warranted such as suspension from employment with or without pay, suspension from classes, and issuance of a no contact directive, reassignment of job duties, or changing class or classroom assignments. If immediate action is required to protect the complainant, the Title IX Coordinator shall work with the appropriate administrator to implement temporary remedial measures.
The past sexual history or sexual character of a party will not be admissible by the other party in the investigation or any subsequent hearing unless the party was found to be responsible, the previous incident was substantially similar to the present allegation, and the past actions indicate a pattern of behavior consistent with the current allegations.
After studying all the pertinent facts and documents, carefully examining any policies involved, and discussing the issue with the parties and witnesses, the Title IX Coordinator shall either (1) propose an informal resolution to the parties which, if accepted, shall be documented in writing and shall conclude the investigation or (2) prepare a formal written report making a finding, based on the preponderance of the evidence, as to whether sexual discrimination occurred, and if so, recommending a remedy which will end the discrimination, prevent its recurrence, and remove its effects on the complainant and the university community.
The report shall be transmitted simultaneously to the complainant and the accused and implemented immediately.
If both parties agree with the report, the grievance shall be closed and the remedies continued.
If either party does not agree with the finding of the Title IX Coordinator and desires to appeal, that party must submit, within five (5) working days of the date of the report, a written request to the Department of Human Resources for a hearing before the Sexual Discrimination Hearing Committee.
The written request will detail the alleged error of the Title IX Coordinator and the requested remedy. The Department of Human Resources will provide the party not appealing with a copy of the request. Within five (5) working days of the date of the letter from the Human Resources Department, the party not appealing may submit a written response to the request for hearing countering any allegations in that document. Copies will be provided to the Title IX Coordinator for placement in the case file. Timelines may be extended by the Title IX Coordinator in extenuating circumstances.
SEXUAL DISCRIMINATION HEARING COMMITTEE: COMPOSITION
The Sexual Discrimination Hearing Committee is composed of members selected by the Chancellor from the' Academic Hearing Committee, the Student Conduct Hearing Committee, and the Staff Hearing Committee for that campus.
The Sexual Discrimination Hearing Committee is composed of seven (7) members.
When a student is the complainant, three (3) members of the committee shall be students, two (2) members faculty, and two (2) members staff; when the complainant is a staff member the committee shall be composed of three (3) staff members, two (2) faculty members, and two (2) students; when the complainant is a faculty member the committee shall be composed of three (3) faculty members, two (2) students, and two (2) staff.
The committee elects a chair once convened. The Sexual Discrimination Hearing Committee shall have specific training on sexual discrimination.
A member of Human Resources sits as an ex-officio, non-voting member of the Sexual Discrimination Hearing Committee, offering technical assistance on procedural and policy matters.
SEXUAL DISCRIMINATION HEARING COMMITTEE: FUNCTIONS
The Sexual Discrimination Hearing Committee reviews the findings of the Title IX Coordinator to determine, based on the preponderance of the evidence, whether institutional error has occurred and, if so, to recommend an appropriate corrective action. Institutional error occurs when no legitimate reason exists for the action taken. Decisions which require the exercise of judgment or discretion cannot constitute institutional error. The committee has twenty (20) working days to prepare a written response after it has received a complaint. All proceedings shall be in closed session. Because the committee will have received the entire file from the Title IX Coordinator including all witness statements, the hearing will not include the grievant, the party complained against, or other witnesses unless either (1) the Committee requests their oral testimony or (2) either party requests to testify and/or present witnesses.
In the event that oral testimony is requested, the grievant and the party complained against may be present and question the witnesses. Generally, each party may have an advisor present during the testimony who may provide personal consultation but may not actively participate in the hearing.
In a circumstance where a student has received a sanction of a suspension of ten (10) or more days or expulsion, the student may request an appeal proceeding and choose to be represented at the student's expense by a licensed attorney or, if the student prefers, a non-attorney advocate who, in either case, may fully participate during the appeal proceeding. In this circumstance, if the appeal proceeding arises from a complaint by a student against another student, both students can be so represented. (Arkansas General Assembly, Act 1194 of 2015, effective July 22, 2015)
If the grievance is one alleging sexual assault, sexual violence, stalking, domestic violence, or dating violence the parties will not question the other. Instead, the party testifying before the committee shall be screened so that they may be heard by the other party but not seen. The non-testifying party shall have the opportunity to provide written questions to the committee to be asked of the testifying witness based on his or her testimony. The committee may also question any person testifying. The parties must disclose to the Chair of the Sexual Discrimination Hearing Committee the identity of any testifying witness or any advisor at least two (2) working days before any hearing. The Chair shall provide the list of witnesses to each party upon receipt. No audio or video recording is permitted.
In reviewing a case two options are open to the Committee:
It may find no institutional error has occurred and recommend that no further action be taken.
It may find that institutional error has occurred and recommend a remedy different than that proposed by the Title IX Coordinator.
SEXUAL DISCRIMINATION HEARING COMMITTEE: FINDINGS
In all instances the committee shall make a record of its findings, a statement of its conclusion, including the reason or policy criteria used in reaching a decision, and its recommendations for resolution of the grievance. The Committee decision shall be forwarded to the Chancellor of the campus for action. Copies will be filed with the Title IX Coordinator as a part of the complaint record and sent to the grievant and the accused.
Within ten (10) working days of receipt of the Committee recommendation, the Chancellor will accept or reject the Committee recommendation in writing after review of all file materials. The Chancellor's decision is final. A copy of the decision shall be provided to the Title IX Coordinator for distribution to both the complainant and the accused. The Department of Human Resources or Student Conduct (as appropriate) will coordinate the implementation of any remedies resulting from the grievance.
SEXUAL DISCRIMINATION HEARING COMMITTEE: DOCUMENT COLLECTION AND RETENTION
When a sexual discrimination grievance proceeding has been closed, all material relating to that case shall be retained on file by the Title IX Coordinator for seven years. Care will be taken to ensure that no incomplete or inaccurate information pertaining to the grievance is retained in the file.
Sexual discrimination grievance proceedings are considered confidential and no person involved with the grievance may make the documents public except as required by law.
Title IX: File a Report
Sexual Assault and Misconduct can be reported through the following link:
File a Report.
Students: Any allegations of sexual assault and/or sexual misconduct, involving students, must be initially reported to the Title IX Coordinator. The Title IX Coordinator will coordinate the investigation. The Title IX Coordinator will refer cases of alleged sexual harassment and/or sexual misconduct to the Deputy Coordinator (Students) for investigation as appropriate. Cases of sexual harassment and/or sexual misconduct will follow the process set forth in the ASU-Newport Sexual Misconduct Grievance Procedure.
Faculty/Staff: The Deputy Coordinator (Faculty/Staff) will handle cases of alleged sexual harassment and/or sexual misconduct.
Title IX: Resources
RESOURCES FOR VICTIMS OF SEXUAL ASSAULT
The Student Right to Know and Campus Security Act require that students be provided information concerning campus sexual assault programs and the procedures which should be followed once an offense has occurred. Although it may be difficult, it is always best to report a sexual assault (rape, attempted rape, or acquaintance rape) to a University official or the local law enforcement as quickly as possible. Crimes that occur on-campus will be referred to the ASUN Campus Police for jurisdiction purposes.
ASUN Campus Police Address City Phone
Jonesboro Campus 5504 Krueger Dr. Jonesboro (870) 680-8950
Marked Tree Campus 33500 HWY 63 E. Marked Tree (870) 358-8633
Newport Campus 7648 Victory Blvd. Newport (870) 512-7866
Local Police Departments City Phone
Jonesboro Jonesboro (870) 935-5551
Marked Tree Marked Tree (870) 358-2024
Newport Newport (870) 523-2721
The complainant is encouraged to go to a hospital emergency room to receive appropriate medical care and/or evidence collection. These important steps should be taken after a sexual assault:
1. Do not shower, bathe, douche, smoke, change clothing, urinate (if possible), brush your teeth or rinse your mouth, change bedding, or disturb the area where the assault occurred (if the assault occurred in your place of residence). Remember, it is important to preserve the evidence.
2. Tell someone. Call a friend, counselor, or anyone who can provide you with emotional support.
3. Seek medical attention. Go to a doctor or hospital as quickly as possible for evidence to be gathered and to be checked for injury.
4. Write down detailed information about the assault – where, when, who, etc. If the assailant is a stranger, try to remember his or her height, hair color, scars, and clothing.
If you believe you are a victim of sexual assault, you can and should seek out help and assistance from the following agencies:
Who to contact to report an incident at ASU-Newport:
ASUN Campus Police ................................................(870) 512-7866
Student Affairs ...........................................................(870) 512-7838
Marked Tree...............................................................(870) 358-8614
Jonesboro...................................................................(870) 680-8717
Women's Crisis Center of Northeast Arkansas
Arkansas State University Counseling Center
http://www.astate.edu/a/counseling-services/
Room 2203, Reng Student Center
Arkansas Coalition Against Domestic Violence
www.domesticpeace.com
Domestic Violence and Sexual Assault Support Group
Jonesboro Clinic
3309 Turman Drive Suite A Phone: 870-268-8875
Meets on Wednesdays at Noon
Arkansas Crisis Center
www.arcrisis.org
1401 West Capitol Suite 170
Email: acadv@domesticpeace.com
Arkansas Crime Information Center
www.acic.org
Arkansas Victim Notification Program (VINE)
www.vinelink.com
Partners for Inclusive Communities, UAMS
www.uams.edu/partners
Mann Building
Toll free and TTY: 800-342-2923
Arkansas Coalition Against Sexual Assault
http://acasa.us/crisis-centers/
200 River Market Avenue, Suite 100
24/7 Hotline: 1-800-977-5776
Newport Police............................................................(870) 523-2721
Jonesboro Police .........................................................(870) 923-2176
Marked Tree Police......................................................(870) 358-2024
Unity Hospital, Inc.
1205 McLain
Newport, AR 72112
St. Bernard's Regional Medical Center
224 East Matthews
Jonesboro, AR. 72401
Medical Center of NEA
3024 Stadium Blvd
Arkansas Crime Victims Reparations Program, Arkansas Attorney General's Office
https://arkansasag.gov/resources/victim-advocacy/
323 Center Street, Suite 200
Email: CrimeVictims@ArkansasAG.gov
Legal Services (Orders of protection and emergency family matters including divorces involving spousal abuse)
Center for Arkansas Legal Services (Main Office)
www.arlegalservices.org
1300 W. 6th St.
Toll Free: 1-800-9 LAW AID (1-800-952-9243)
Legal Aid of Arkansas (Main Office)
www.ndvh.org
www.ncadv.org
Circle of 6 - Bystander Intervention App
http://www.circleof6app.com/
1 is 2 many
https://obamawhitehouse.archives.gov/1is2many
Rape, Abuse and Incest National Network
https://www.rainn.org
1220 L Street, NW Suite 505
Hotline: 1-800-656-HOPE(4673)
Online hotline: hotline.rainn.org/online
Love is Respect – Dating abuse hotline
http://www.loveisrespect.org/
Text: "loveis" to 22522
http://www.malesurvivor.org/
U. S. Department of Education – Office of Civil Rights
http://www2.ed.gov/about/offices/list/ocr/complaintintro.html
Office for Civil Rights
1999 Bryan Street, Suite 1620
Email: OCR.Dallas@ed.gov
ASU-Newport's Annual Crime Statistics Reports
Title IX: Confidentiality, Reporting, and Privacy
ASU-Newport holds a zero-tolerance stance against sexual discrimination in our programs and activities or employment. Individuals who believe they have been subjected to such actions in violation of this policy should report these concerns.
This process involves an immediate inquiry to determine if there is reasonable cause to believe sexual discrimination occurred in violation of policy. If so, ASU-Newport will initiate a prompt, thorough and impartial investigation. This investigation is designed to provide a fair and reliable determination. If so, the university will implement a prompt and effective remedy designed to end the discrimination, prevent its recurrence, and address its effects.
Individuals who wish to report a concern or complaint relating to sexual discrimination may do so by reporting as outlined below.
REPORTING A CONCERN OR COMPLAINT
Different people on campus have different reporting responsibilities and different abilities to maintain confidentiality, depending on their roles at the university and upon university policy. When consulting campus resources, all parties should be aware of confidentiality, privacy and mandatory reporting requirements in order to make informed choices.
On campus, some resources can offer you confidentiality, sharing options and advice without any obligation to tell anyone unless you want them to. Other resources are expressly there for you to report crimes and policy violations and they will take action when you report your victimization to them. Most resources on campus fall in the middle of these two extremes.
Neither the university nor the law requires them to divulge private information that is shared with them except in certain circumstances, some of which are described below. A victim may seek assistance from these university officials without starting a formal process that is beyond the victim's control, or violates her/his privacy.
Official Notice - Non-confidential Reporting Options
You are encouraged to speak with the Office of Student Affairs or to supervisory personnel (deans, vice chancellors, university police, student conduct, human resources, etc…) of the institution to make formal reports of incidents. The university considers these people to be "responsible employees." Notice to them is official notice to the institution. You have the right and can expect to have incidents of sexual discrimination to be taken seriously by the institution when formally reported, and to have those incidents investigated and properly resolved through administrative procedures. Formal reporting means that only people who need to know will be told and information will be shared only as necessary with investigators, witnesses, and the accused individual.
Reporting to those who can maintain the privacy of what you share
You can seek advice from certain resources that are not required to tell anyone else your private, personally identifiable information unless there is cause for fear for your safety, or the safety of others. These are individuals who the university has not specifically designated as "responsible employees" for purposes of putting the institution on notice, other than in the stated limited circumstances. These resources include those without supervisory responsibility or remedial authority to address sexual discrimination, most faculty members, advisors to student organizations, career services staff, admissions officers, student activities personnel, support staff, and many others. If you are unsure of someone's duties and ability to maintain your privacy, ask them before you talk to them. They will be able to tell you, and help you make decisions about who can help you best.
Some of these resources, such as staff and advisors, are instructed to share incident reports with their supervisors, but they will not share any personally identifiable information about your report unless you give permission, except in the rare event that the incident reveals a need to protect you or other members of the community. If your personally identifiable information is shared, it will only be shared as necessary with as few people as possible, and all efforts will be made to protect your privacy.
Reporting Confidentially
If one desires that details of the incident be kept confidential*, they should speak with on- or off-campus mental health counselors, on- or off-campus health service providers, or domestic violence/rape crisis resources who can maintain confidentiality. Campus counselors are available to help you free of charge and can be seen on an emergency basis. Employees may access their Employee Assistance Program benefit through Human Resources. In addition, you may speak on and off-campus with members of the clergy and chaplains, who will also keep reports made to them confidential.
*Providers may be required to report certain felony incidents to law enforcement.
Right to File a Federal Complaint
Individuals with complaints of this nature also have the right to file a formal complaint with the United States Department of Education:
Office for Civil Rights (OCR)
Customer Service Hotline #: (800) 421-3481
TDD#: (877) 521-2172
Email:OCR@ed.gov
Web:http://www.ed.gov/ocr
Federal Statistical Reporting Obligations
Certain campus officials have a duty to report sexual discrimination for federal statistical reporting purposes (Clery Act). All personally identifiable information is kept confidential, but statistical information must be passed along to campus law enforcement regarding the type of incident and its general location (on or off-campus, in the surrounding area, but no addresses are given) for publication in the annual Campus Security Report. This report helps to provide the community with a clear picture of the extent and nature of campus crime, to ensure greater community safety. Mandated federal reporters include: student/conduct affairs, campus law enforcement, local police, coaches, athletic directors, residence life staff, student activities staff, human resources staff, advisors to student organizations and any other official with significant responsibility for student and campus activities. The information to be shared includes the date, the location of the incident (using Clery location categories) and the Clery crime category. This reporting protects the identity of the victim and may be done anonymously.
Federal Timely Warning Reporting Obligations
Victims of sexual discrimination should also be aware that university administrators must issue immediate timely warnings for incidents reported to them that are confirmed to pose a substantial threat of bodily harm or danger to members of the campus community. The university will make every effort to ensure that a victim's name and other identifying information is not disclosed, while still providing enough information for community members to make safety decisions in light of the danger. The reporters for timely warning purposes are exactly the same as detailed in the above paragraph.
Title IX: Contact Us
Title Role Office Location Email Phone
Dr. Ashley Buchman Title IX Coordinator ASU-Newport at Jonesboro (870) 512-7812
Veronica Manning Deputy Title IX Coordinator (Students) ASU-Newport (870) 512-7890
Sara Moss Deputy Title IX Coordinator (Faculty and Staff) ASU-Newport (870) 512-7874
Arkansas Course Transfer System
Buy ASUN gear
7648 Victory Blvd, Newport, AR 72112 | Phone (870) 512-7800 | Fax (870) 512-7825
Jonesboro:
5504 Krueger Dr, Jonesboro, AR 72401 | Phone (870) 932-2176 | Fax (870) 972-0801
Marked Tree:
33500 U.S. 63, Marked Tree, AR 72365 | Phone (870) 358-2117 | Fax (870) 358-4117
©2018 Arkansas State University - Newport | Privacy Statement


University of Montreal researchers have developed a collaborative 3D sketching system called Hyve-3D (Hybrid Virtual Environment 3D), which they presented at the SIGGRAPH 2014 conference in Vancouver this week.
"Hyve-3D is a new interface for 3D content creation via embodied and collaborative 3D sketching," said lead researcher Professor Tomás Dorta of the university's School of Design.
"The system is a full-scale immersive 3D environment. Users create drawings on hand-held tablets. They can then use the tablets to manipulate the sketches to create a 3D design within [that] space." For example, they could be designing the outside of a car, and then actually stepping into the car to work on the interior detailing.
The 3D images are the result of an optical illusion created by a wide-screen high-resolution projector. A 16-inch dome mirror projects the image onto a specially designed 5-meter-diameter spherically concave fabric screen. The system is driven by a MacBook Pro laptop, a tracking system with two 3D sensors, and two iPad mini tablets. Each iPad is attached to a tracker.
The iPads are tracked in six degrees of freedom, meaning the iPad itself can be moved in three axes or rotated in three axes.
Univalor, the university's technology commercialization unit, is supporting the market launch of the system.
We present the Hybrid Virtual Environment 3D (Hyve-3D), a new interface for 3D content creation via embodied and collaborative 3D sketching. Hyve-3D introduces a semi-spherical immersive 3D sketching environment based on spherical panoramas and uses 2D drawing planes that are intuitively manipulated in 3D space by the help of handheld tablets that are tracked in 6DOF. Orthogonal sketches created by the user on the tablet are used to build the 3D scene based on the position of the drawing planes.


text:
Sabah MACC records 49 cases of forged documents since 2019, among highest in M'sia
By KRISTY INUS
Tuesday, 25 Aug 2020
KOTA KINABALU: Sabah has among the highest number of forged document cases in the country with 49 investigation papers opened by the Malaysian Anti-Corruption Commission (MACC) to date since 2019, S. Karunanithy.
The state MACC director said this translated to 46 arrests, where 38 offenders were charged in court.
He said this is based on the Auditor-General's report, where most cases involved contractors who were applying for food supply and distribution contracts in hostels and canteens.
"We got these cases based on tip-offs and complaints filed.
"While we cannot say such things are not rampant elsewhere, maybe in Sabah they did not realise, or did not see it as a serious offence, that was why they did it.
"I am sure it is a wake-up call for us after learning about it from the audit report, so that is why we hold such a seminar today (Aug 25) to make sure it does not continue happening," he said when asked the reason why the figures were high.
He however, did not elaborate on other figures like statistics of cases from other states.
Karunanithy told this to reporters after an integrity seminar Sabah MACC co-hosted with the state Finance Ministry to brief contractors on offences relating to corruption.
He said among errant practices under Section 471 of the Penal Code (knowingly using forged documents) was the use of fake bank statements to show the offenders' strong financial standing.
Karunanithy said they limited the number of seminar participants to 250 which was split into morning and afternoon sessions, and that they plan to bring the seminar to other districts like Tawau.
"So my advice to contractors in Sabah and Malaysia in general, is to avoid using fake supporting documents to obtain contracts, as it is not only an offence under the Penal Code but also under Section 18 of the MACC Act 2009," he added.
Tags / Keywords: MACC , Forged documents , S. Karunanithy , Auditor-General's report
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FINTAN O'TOOLE of The Irish Times, City of Thorns author Ben Rawlence, and former Galway West TD, Máire Geoghegan-Quinn, are among the speakers for a new 'out of season' Galway International Arts Festival event.
The GIAF's First Thoughts public lectures and speaking events have proven a very popular strand of the festival in recent years. Reflecting that, GIAF will now host a 'Winter First Thought Talks' programme in NUI Galway.
The talks begin on Friday November 30 at 8pm, with Fintan O'Toole, discussing his new book, Heroic Failure: Brexit and the Politics of Pain, a ruthless dissection of the psychology and politics of Brexit and the English nationalism and jingoism which underpins it.
The remaining talks take place on Saturday December 1, starting at 11.30am with author and human rights activist Ben Rawlence, speaking about the four years he spent living and working in Dadaab, Kenya, the world's largest refugee camp, home to about 350,000 people.
Alice Leahy, founder of Trust (now the Alice Leahy Trust ), is one of Ireland's most experienced advocates for, and a provider of services to, homeless people. Her talk, entitled Our Long-Running Homeless Crisis, is at 2.30pm, and she will be joined by COPE Galway's Donna O'Neill.
A Home for Women in Government (4.30pm ) is the title of a discussion between political correspondent for RTÉ News, Martina Fitzgerald; former Fianna Fáil politician Máire Geoghegan Quinn; Labour Party TD Jan O'Sullivan; and broadcaster Marian Richardson.


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Discover Bedford
Departments A-N
The State of Texas has requirements for certain contracts entered into between the City of Bedford and vendors or business entities.
In 2015, the Texas Legislature adopted H.B. 1295, which added Section 2252.908 to the Government Code. The new law states that a city, among other entities, may not enter into certain contracts with a business entity unless the business entity submits a disclosure of interested parties. The law applies only to a city contract that either: (1) requires an action or vote by the city council before the contract may be signed; or (2) has a value of at least $1 million.
A business entity must use the Form 1295 filing application the Texas Ethics Commission created to enter the required information on Form 1295 and print a copy of the completed form. Once entered into the filing application, the completed form will include a unique certification number, called a "certification of filing." An authorized agent of the business entity must sign the printed copy of the form affirming under the penalty of perjury that the completed form is true and correct. The completed, printed, and signed Form 1295 bearing the unique certification of filing number must be filed with the governmental body or state agency with which the business entity is entering into the contract.
To file Form 1295, please visit the Texas Ethics Commission web page here.
H.B. 89
n 2017, the Texas Legislature adopted H.B. 89, which provides that a governmental entity, including a city, may not enter into a contract with a company for goods or services unless the contract contains a written verification from the company that it: (1) does not boycott Israel; and (2) will not boycott Israel during the term of the contract.
The City's written verification form can be found here.
Alcohol Beverage Registration
Conflicts Disclosure
Speaking at a Council Meeting
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Pay Bills/Fines
Pay and Report Online
Find the PURR-fect one for you
City of Bedford
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Employee Intranet Login
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In the last experiment, you saw that a very weak signal at the base of a transistor, can barely be amplified. However, the amplification can be increased significantly by a combination of two transistors.
Take the circuit from the last experiment and leave the potentiometers P1 and resistor R1 unaltered. You know that you have a very weak signal.
Build the circuit shown that now contains two transistors. If you re-connected the battery, the LED will light up brightly again!
This circuit is known as a "Darlington Pair".
Circuit diagram of the Darlington pair.
Over the next three experiments, you take a look at another class of transistor applications.


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Draft abortion ruling signals seismic political shift
Demonstrators attend a "Society of Teachers for Family Medicine" conference in Indianapolis, on May 3, 2022, following a leaked draft opinion that the Supreme Court has potentially voted to overturn Roe V. Wade.
By Peter Baker
The Supreme Court earlier this week confirmed that a leaked draft ruling to overturn the landmark Roe v. Wade decision was authentic but not final, even as the disclosure triggered political upheaval with potentially broad electoral and legal consequences.
While protesters gathered outside the court on Tuesday, chanting loudly enough for members of Congress to hear at the Capitol across the street, Democrats led by President Joe Biden vowed to make abortion rights a defining issue of the fall midterm elections. Republicans accused liberals of orchestrating the leak to intimidate the court while Chief Justice John Roberts ordered an investigation.
"If this decision holds, it's really quite a radical decision," Biden told reporters. Sen. Chuck Schumer of New York, the Democratic leader, called it "an abomination" and House Speaker Nancy Pelosi accused the court of "brazenly ignoring 50 years of its own precedent." But House Republican leaders issued a joint statement calling it potentially "a decision that protects our most basic and precious right, the right to life."
The draft opinion by Justice Samuel Alito was circulated among the justices in February with the support of at least five of the nine members of the court, but a final decision is not expected to be issued until June or early July. Such drafts routinely change as they are traded among the justices, who offer suggestions, make objections and at times even change their votes, so it is conceivable that the final result may yet be narrower than Alito initially envisioned.
But the disclosure of his draft made clear that a bedrock of American law for the last half-century could be on the verge of being reversed. If the court follows through with some version of Alito's opinion, the constitutional right to abortion, first established by the court in 1973, would be negated and it would be left to the states to decide whether the procedure should be legal in their jurisdictions or not. The result would be a patchwork of different laws across the country, unless Congress steps in and sets a single national policy again.
Such a decision by the court would successfully culminate a decades-long movement by conservatives who argue that life begins at conception and that Roe invented a right that did not exist in the Constitution. At the same time, it would represent a devastating defeat for liberals who sought to guard women's right to choose the procedure against years of efforts to chip away at the ruling.
The disclosure of a draft opinion in such a major case is unheard-of in modern times and has thrown the Supreme Court into turmoil as it faces a stunning breach of its traditionally secret deliberations. The court has largely been immune to the sort of leaks that have been common in other major institutions, but justices, clerks and others close to the court may find a new atmosphere of suspicion amid speculation about who is to blame and what their motivation is.
Roberts called it a "betrayal of the confidences of the Court" and ordered an investigation. "This was a singular and egregious breach of that trust that is an affront to the Court and the community of public servants who work here," he said in a statement issued by the court.
In the same statement, the court confirmed that Alito's draft was real, while emphasizing that no one should assume that it will necessarily reflect the final decision. "Although the document described in yesterday's reports is authentic, it does not represent a decision by the Court or the final position of any member on the issues in the case," the statement said.
Nonetheless, governors and legislators across the country moved to prepare for a post-Roe era. Liberal states vowed to protect abortion rights in their jurisdictions, as was the case in California, where Gov. Gavin Newsom called for a state constitutional amendment, saying "we are going to fight like hell." For their part, leaders in conservative states like South Dakota, Arkansas, Georgia and Indiana talked about calling special legislative sessions to ban the procedure as soon as the Supreme Court rules, and in Oklahoma, Gov. Kevin Stitt signed a bill barring abortion after six weeks.
Schumer announced that he will hold a vote next week on legislation meant to codify the Roe principles into federal law. But it would presumably be a symbolic action since he did not appear to have a majority of 51 votes, much less the 60 needed to overcome a filibuster, and Sen. Joe Manchin, the centrist Democrat from West Virginia, reiterated that he opposes eliminating the filibuster.
Polls have shown that most Americans support at least some form of abortion rights, even if they support selected limits. A survey by CNN in January found that just 30% of Americans wanted the court to completely overturn Roe, while 69% were opposed. Democrats over the years have failed to translate that broad popular support into commensurate political power in Congress and on the Supreme Court.
But they hoped the more palpable threat to abortion rights would now galvanize complacent liberals and independents to turn out in the fall. Pelosi and a host of other Democrats wasted little time fundraising off the leaked draft ruling in hopes of changing the subject from inflation, the coronavirus and other issues that have dragged them down in the polls.
"I don't say this lightly," a fundraising email sent in Pelosi's name said. "This election just turned into the biggest fight for women's rights in our nation's history."
For a party on the verge of a long-sought momentous victory, however, Republicans seemed less interested in celebrating than complaining. After working for years to install judges and justices sympathetic to their view of abortion, they focused less on the result than on the leak that they assumed reflected an effort to thwart it.
"One of the court's most essential and sacred features was smashed just to buy the outrage-industrial complex a few extra days to scream nonsense about what the court might rule," said Sen. Mitch McConnell of Kentucky, the Republican leader who worked closely with former President Donald Trump to confirm three conservative justices providing the core of the apparent majority.
It was not at all clear, though, that the leaker was a liberal. Some longtime court watchers speculated that a conservative might have reason to reveal the draft opinion in hopes of locking in wavering justices. Roberts had signaled hesitance to overturn Roe entirely, and if he could win over Justice Brett Kavanaugh, they could force a ruling that might uphold the restrictive Mississippi law in question without directly upending the prior ruling.
Thirteen states already have so-called trigger laws, passed in the years since the Roe decision, which would empower them to ban the procedure immediately or within weeks, while five others have decades-old abortion laws on the books that could be restored. Several states would prohibit abortions after six weeks, earlier than many women even realize that they are pregnant. Abortion bans have been introduced in multiple states this year.
Such laws could affect hundreds of thousands of women each year. The number of abortions in the United States fell consistently from the early 1980s to 862,320 in 2017, although by some estimates it ticked back up slightly in following years. As a proportion of all women of childbearing years, abortions fell by more than half in the last four decades, from 29.3 per 1,000 women aged 15 to 44 in 1981 to 13.5 in 2017, according to the Guttmacher Institute, a research organization that supports abortion rights.
Even as abortions have become rarer, foes have become more assertive in challenging Roe, including Mississippi with its 15-week ban and Texas with a ban on the procedure as early as six weeks that can be enforced by private parties in court.