My report on Rainsbrook Secure Training Centre, commissioned by G4S and sent to the youth Justice Board, copied to the Ministry of Justice and G4S on July 28 2015
My report on Rainsbrook Secure Training Centre, commissioned by G4S and sent to the youth Justice Board, copied to the Ministry of Justice and G4S on July 28 2015
Current EventsDo an internet search and locate a fairly recent c.docxalanrgibson41217
Current Events
Do an internet search and locate a fairly recent crisis incident where negotiations were involved. Then, write a 1 page paper, summarizing the event and explaining how that event relates to the Unit 1 content: the present status of crisis negotiations in today’s society.
Be sure to cite your source link to the current event on your references page and also enter the citation on the webliography tab for the rest of class to view.
NORMAL
LIFE
Administrative Violence,
Critical Trans Politics, and the
Limits of Law
DEAN
SPADE
South End Press
Brooklyn, NY
Preface
7
In 2002, I opened the doors of the Sylvia Rivera Law
Project (SRLP). I had raised enough grant money to rent a desk
and a phone at a larger poverty law organization, and had spread
the word to other service providers like drug treatment centers,
legal aid offices, mental health centers, needle exchanges, and
community organizations that I would be providing free legal
help to trans people. I never would have guessed the number of
people who would call the organization for help or the gravity
and complexity of the problems they face.
My first call came from the men’s jail in Brooklyn.1 Jim, a
25-year-old transman, was desperate for help; he was facing a se-
vere threat of rape and already experiencing harassment. Jim is a
trans person with an intersex condition.2 He was raised as a girl,
but during adolescence began to identify as male. To his family
he remained female-identified, but in the world he identified as
male, changing clothes every night when he returned home and
trying to avoid contact between his family and everyone else he
knew. The stress of living a “double life” was immense, but he
knew it was the only way to maintain a relationship with his fam-
ily, with whom he was very close.
When Jim was nineteen, he was involved in a robbery for
which he received a sentence of five years probation. During the
second year of that probation period, Jim was arrested for drug
possession. He was sentenced to eighteen months of residential
8 NORMAL LIFE
drug treatment and sent to a male residential facility. In what was
a purportedly therapeutic environment, Jim discussed his inter-
sex condition with his counselor. His confidentiality was broken
and soon the entire staff and residential population were aware
of Jim’s intersex condition and trans history. Jim faced a threat of
rape and the staff of the facility refused to help or protect him.
Out of fear and self-protection, he ran away from the facility.
I met Jim after he had turned himself in, wanting to deal with
his outstanding criminal charges so that he could safely apply
to college and get on with his life. Jim was now in a Brooklyn
men’s jail, again facing a threat of rape. The jail administration’s
refusal to continue Jim’s testosterone treatments had caused him
to menstruate; when Jim was strip searched while menstruating,
other inmates and staff.
Informative SpeechBy Raeo LoudermillStudent Name Rae.docxdirkrplav
Informative Speech
By Raeo Loudermill
Student Name: Raeo Loudermill
General Purpose: To Persuade
Specific Purpose: By the end of my speech, the audience will be better educated on sexual harassment in the work place.
Central Idea: Sexual harassment is disguised and if not fully aware of the dangers of sexual harassment, you may fall victim or worse, offender.
I. Introduction
A. Attention-getter/Grabber: I use to be an Assistant General Manager at Taco Bell. I saw employees do things to one another without them seeing me. I witnessed hand grabbing, pants pulling, back rubbing, and many more things that if a customer would have saw, may have been offended by such behavior. I have always wanted to better educate myself on “What exactly is sexual harassment?” but I never witnessed it like before. Many people at work places are not aware of the thin line between a friendly gesture and even kind words versus sexual harassment.
B. Thesis and Preview of Main Points:
Today we will discuss:
1. First, what is sexual harassment
2. Secondly, how does it affect employees
3. Third, where to go if you have been sexually harassed at work
C. Credibility: My main sources were a research I did over the internet and a phone call interview with a Public Service Officer in my local area.
II. Body
A. Let’s begin by answering the question:
”What is sexual harassment?”
According to Stop Violence against Women, a website I researched online, sexual harassment is defined as: and I quote “such unwelcome sexually determined behavior as physical contact and advances, sexually colored remarks, showing pornography and sexual demands, whether by words or actions.”
1. Who can be sexually harassed?
a) According to the Minnesota’s Advocate for Human Rights, many people are misled to only thinking that men are the only sexual harassers at work. But to our surprise, an offender can be male to male, supervisor to employee, non employee such as a vendor to an employee, women to male, and third party sexual harassment.
b) In the U.S. Equal Employment Opportunity Commission Guide, a simple tease at work is not illegal, but when it goes further and without any signs of stopping, it becomes sexual harassment.
c) Any persons who feels uncomfortable at work because of what was said in a sexual manner that was offensive to that particular employee, is considered sexual harassment.
2. What are the penalties for workplace sexual harassment?
Termination: According to the Houston Chronicle, and I quote, “When an employee brings a workplace harassment suit against a company where he works or worked, it is the company, not just the offender, who faces legal consequences. For this reason, most organizations have a specific policy regarding workplace harassment, which stipulates what is considered harassment, how to report harassment and the punishments for harassment. If the harassment is severe or happens more than once, an employee may be fired. For example, in .
Sexual Abuse in California Schools, what you need to knowTaylor & Ring
Sexual Abuse in California Schools, what you need to know.
Taylor & Ring - Aggressive Los Angeles Sexual Abuse Lawyers Holding Schools Responsible When Their Students Are Harmed.
Victims must come first human headline.comRubbaduddub
Victims Must Come First
by Derryn Hinch - Wednesday, 16 July 2014
THERE’S AN ANGLE to lifting suppression orders on sex offenders that opponents seem to miss – or conveniently ignore.
The publication of the name and photo of a convicted offender may not only alert people to possible danger and prevent future attacks. It may encourage other past victims of that predator to come forward.
When they realise they were not alone and maybe they will be believed. Especially if the attacker is a high profile entertainer or sports star.
I now call it the ‘Rolf Harris Syndrome’ after so many other women came forward with personal stories once Jake the Ped was publicly identified and charged.
Women like New Zealand MP Maggie Barry (whom I wrote about yesterday) now being urged to reveal the identity of the ‘prominent New Zealander’ who pleaded guilty to an indecency charge but had his name permanently suppressed and no conviction recorded.
The former All Black Grahame Thorne, whom I named here yesterday.
New Zealanders are not allowed to know that he pleaded guilty in the Dunedin District Court to a charge of performing an indecent act intended to insult or offend a woman. He was convicted and ordered to pay $5000 reparation for emotional harm and $1500 in counselling costs.In the Court of Appeal in Wellington His lawyer argued that Thorne, in a bid to avoid a public trial, only pleaded guilty on the understanding he would be offered diversion or a discharge without conviction.
The matter was sent back to Dunedin. Thorne was discharged without conviction and his name permanently suppressed in New Zealand. from Hawke’s Bay, he’s a lawyer, and his name is Bevan Heremia.
Icpa forget the bogus cures. just make prisons decentSir Martin Narey
A challenge to the notion there are easy cures for offending. We need to treat prisoners with dignity and give them opportunities (education, job training) to change their own lives.
Forget about rehabilitation, concentrate on making prisons decent.Sir Martin Narey
Speech to the ICPA arguing that decent and respectful prisons will allow individual self growth and change. "Doing things" to prisoners in otherwise poor and disrespectful conditions will not.
Current EventsDo an internet search and locate a fairly recent c.docxalanrgibson41217
Current Events
Do an internet search and locate a fairly recent crisis incident where negotiations were involved. Then, write a 1 page paper, summarizing the event and explaining how that event relates to the Unit 1 content: the present status of crisis negotiations in today’s society.
Be sure to cite your source link to the current event on your references page and also enter the citation on the webliography tab for the rest of class to view.
NORMAL
LIFE
Administrative Violence,
Critical Trans Politics, and the
Limits of Law
DEAN
SPADE
South End Press
Brooklyn, NY
Preface
7
In 2002, I opened the doors of the Sylvia Rivera Law
Project (SRLP). I had raised enough grant money to rent a desk
and a phone at a larger poverty law organization, and had spread
the word to other service providers like drug treatment centers,
legal aid offices, mental health centers, needle exchanges, and
community organizations that I would be providing free legal
help to trans people. I never would have guessed the number of
people who would call the organization for help or the gravity
and complexity of the problems they face.
My first call came from the men’s jail in Brooklyn.1 Jim, a
25-year-old transman, was desperate for help; he was facing a se-
vere threat of rape and already experiencing harassment. Jim is a
trans person with an intersex condition.2 He was raised as a girl,
but during adolescence began to identify as male. To his family
he remained female-identified, but in the world he identified as
male, changing clothes every night when he returned home and
trying to avoid contact between his family and everyone else he
knew. The stress of living a “double life” was immense, but he
knew it was the only way to maintain a relationship with his fam-
ily, with whom he was very close.
When Jim was nineteen, he was involved in a robbery for
which he received a sentence of five years probation. During the
second year of that probation period, Jim was arrested for drug
possession. He was sentenced to eighteen months of residential
8 NORMAL LIFE
drug treatment and sent to a male residential facility. In what was
a purportedly therapeutic environment, Jim discussed his inter-
sex condition with his counselor. His confidentiality was broken
and soon the entire staff and residential population were aware
of Jim’s intersex condition and trans history. Jim faced a threat of
rape and the staff of the facility refused to help or protect him.
Out of fear and self-protection, he ran away from the facility.
I met Jim after he had turned himself in, wanting to deal with
his outstanding criminal charges so that he could safely apply
to college and get on with his life. Jim was now in a Brooklyn
men’s jail, again facing a threat of rape. The jail administration’s
refusal to continue Jim’s testosterone treatments had caused him
to menstruate; when Jim was strip searched while menstruating,
other inmates and staff.
Informative SpeechBy Raeo LoudermillStudent Name Rae.docxdirkrplav
Informative Speech
By Raeo Loudermill
Student Name: Raeo Loudermill
General Purpose: To Persuade
Specific Purpose: By the end of my speech, the audience will be better educated on sexual harassment in the work place.
Central Idea: Sexual harassment is disguised and if not fully aware of the dangers of sexual harassment, you may fall victim or worse, offender.
I. Introduction
A. Attention-getter/Grabber: I use to be an Assistant General Manager at Taco Bell. I saw employees do things to one another without them seeing me. I witnessed hand grabbing, pants pulling, back rubbing, and many more things that if a customer would have saw, may have been offended by such behavior. I have always wanted to better educate myself on “What exactly is sexual harassment?” but I never witnessed it like before. Many people at work places are not aware of the thin line between a friendly gesture and even kind words versus sexual harassment.
B. Thesis and Preview of Main Points:
Today we will discuss:
1. First, what is sexual harassment
2. Secondly, how does it affect employees
3. Third, where to go if you have been sexually harassed at work
C. Credibility: My main sources were a research I did over the internet and a phone call interview with a Public Service Officer in my local area.
II. Body
A. Let’s begin by answering the question:
”What is sexual harassment?”
According to Stop Violence against Women, a website I researched online, sexual harassment is defined as: and I quote “such unwelcome sexually determined behavior as physical contact and advances, sexually colored remarks, showing pornography and sexual demands, whether by words or actions.”
1. Who can be sexually harassed?
a) According to the Minnesota’s Advocate for Human Rights, many people are misled to only thinking that men are the only sexual harassers at work. But to our surprise, an offender can be male to male, supervisor to employee, non employee such as a vendor to an employee, women to male, and third party sexual harassment.
b) In the U.S. Equal Employment Opportunity Commission Guide, a simple tease at work is not illegal, but when it goes further and without any signs of stopping, it becomes sexual harassment.
c) Any persons who feels uncomfortable at work because of what was said in a sexual manner that was offensive to that particular employee, is considered sexual harassment.
2. What are the penalties for workplace sexual harassment?
Termination: According to the Houston Chronicle, and I quote, “When an employee brings a workplace harassment suit against a company where he works or worked, it is the company, not just the offender, who faces legal consequences. For this reason, most organizations have a specific policy regarding workplace harassment, which stipulates what is considered harassment, how to report harassment and the punishments for harassment. If the harassment is severe or happens more than once, an employee may be fired. For example, in .
Sexual Abuse in California Schools, what you need to knowTaylor & Ring
Sexual Abuse in California Schools, what you need to know.
Taylor & Ring - Aggressive Los Angeles Sexual Abuse Lawyers Holding Schools Responsible When Their Students Are Harmed.
Victims must come first human headline.comRubbaduddub
Victims Must Come First
by Derryn Hinch - Wednesday, 16 July 2014
THERE’S AN ANGLE to lifting suppression orders on sex offenders that opponents seem to miss – or conveniently ignore.
The publication of the name and photo of a convicted offender may not only alert people to possible danger and prevent future attacks. It may encourage other past victims of that predator to come forward.
When they realise they were not alone and maybe they will be believed. Especially if the attacker is a high profile entertainer or sports star.
I now call it the ‘Rolf Harris Syndrome’ after so many other women came forward with personal stories once Jake the Ped was publicly identified and charged.
Women like New Zealand MP Maggie Barry (whom I wrote about yesterday) now being urged to reveal the identity of the ‘prominent New Zealander’ who pleaded guilty to an indecency charge but had his name permanently suppressed and no conviction recorded.
The former All Black Grahame Thorne, whom I named here yesterday.
New Zealanders are not allowed to know that he pleaded guilty in the Dunedin District Court to a charge of performing an indecent act intended to insult or offend a woman. He was convicted and ordered to pay $5000 reparation for emotional harm and $1500 in counselling costs.In the Court of Appeal in Wellington His lawyer argued that Thorne, in a bid to avoid a public trial, only pleaded guilty on the understanding he would be offered diversion or a discharge without conviction.
The matter was sent back to Dunedin. Thorne was discharged without conviction and his name permanently suppressed in New Zealand. from Hawke’s Bay, he’s a lawyer, and his name is Bevan Heremia.
Icpa forget the bogus cures. just make prisons decentSir Martin Narey
A challenge to the notion there are easy cures for offending. We need to treat prisoners with dignity and give them opportunities (education, job training) to change their own lives.
Forget about rehabilitation, concentrate on making prisons decent.Sir Martin Narey
Speech to the ICPA arguing that decent and respectful prisons will allow individual self growth and change. "Doing things" to prisoners in otherwise poor and disrespectful conditions will not.
This session provides a comprehensive overview of the latest updates to the Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (commonly known as the Uniform Guidance) outlined in the 2 CFR 200.
With a focus on the 2024 revisions issued by the Office of Management and Budget (OMB), participants will gain insight into the key changes affecting federal grant recipients. The session will delve into critical regulatory updates, providing attendees with the knowledge and tools necessary to navigate and comply with the evolving landscape of federal grant management.
Learning Objectives:
- Understand the rationale behind the 2024 updates to the Uniform Guidance outlined in 2 CFR 200, and their implications for federal grant recipients.
- Identify the key changes and revisions introduced by the Office of Management and Budget (OMB) in the 2024 edition of 2 CFR 200.
- Gain proficiency in applying the updated regulations to ensure compliance with federal grant requirements and avoid potential audit findings.
- Develop strategies for effectively implementing the new guidelines within the grant management processes of their respective organizations, fostering efficiency and accountability in federal grant administration.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Russian anarchist and anti-war movement in the third year of full-scale warAntti Rautiainen
Anarchist group ANA Regensburg hosted my online-presentation on 16th of May 2024, in which I discussed tactics of anti-war activism in Russia, and reasons why the anti-war movement has not been able to make an impact to change the course of events yet. Cases of anarchists repressed for anti-war activities are presented, as well as strategies of support for political prisoners, and modest successes in supporting their struggles.
Thumbnail picture is by MediaZona, you may read their report on anti-war arson attacks in Russia here: https://en.zona.media/article/2022/10/13/burn-map
Links:
Autonomous Action
http://Avtonom.org
Anarchist Black Cross Moscow
http://Avtonom.org/abc
Solidarity Zone
https://t.me/solidarity_zone
Memorial
https://memopzk.org/, https://t.me/pzk_memorial
OVD-Info
https://en.ovdinfo.org/antiwar-ovd-info-guide
RosUznik
https://rosuznik.org/
Uznik Online
http://uznikonline.tilda.ws/
Russian Reader
https://therussianreader.com/
ABC Irkutsk
https://abc38.noblogs.org/
Send mail to prisoners from abroad:
http://Prisonmail.online
YouTube: https://youtu.be/c5nSOdU48O8
Spotify: https://podcasters.spotify.com/pod/show/libertarianlifecoach/episodes/Russian-anarchist-and-anti-war-movement-in-the-third-year-of-full-scale-war-e2k8ai4
What is the point of small housing associations.pptxPaul Smith
Given the small scale of housing associations and their relative high cost per home what is the point of them and how do we justify their continued existance
Up the Ratios Bylaws - a Comprehensive Process of Our Organizationuptheratios
Up the Ratios is a non-profit organization dedicated to bridging the gap in STEM education for underprivileged students by providing free, high-quality learning opportunities in robotics and other STEM fields. Our mission is to empower the next generation of innovators, thinkers, and problem-solvers by offering a range of educational programs that foster curiosity, creativity, and critical thinking.
At Up the Ratios, we believe that every student, regardless of their socio-economic background, should have access to the tools and knowledge needed to succeed in today's technology-driven world. To achieve this, we host a variety of free classes, workshops, summer camps, and live lectures tailored to students from underserved communities. Our programs are designed to be engaging and hands-on, allowing students to explore the exciting world of robotics and STEM through practical, real-world applications.
Our free classes cover fundamental concepts in robotics, coding, and engineering, providing students with a strong foundation in these critical areas. Through our interactive workshops, students can dive deeper into specific topics, working on projects that challenge them to apply what they've learned and think creatively. Our summer camps offer an immersive experience where students can collaborate on larger projects, develop their teamwork skills, and gain confidence in their abilities.
In addition to our local programs, Up the Ratios is committed to making a global impact. We take donations of new and gently used robotics parts, which we then distribute to students and educational institutions in other countries. These donations help ensure that young learners worldwide have the resources they need to explore and excel in STEM fields. By supporting education in this way, we aim to nurture a global community of future leaders and innovators.
Our live lectures feature guest speakers from various STEM disciplines, including engineers, scientists, and industry professionals who share their knowledge and experiences with our students. These lectures provide valuable insights into potential career paths and inspire students to pursue their passions in STEM.
Up the Ratios relies on the generosity of donors and volunteers to continue our work. Contributions of time, expertise, and financial support are crucial to sustaining our programs and expanding our reach. Whether you're an individual passionate about education, a professional in the STEM field, or a company looking to give back to the community, there are many ways to get involved and make a difference.
We are proud of the positive impact we've had on the lives of countless students, many of whom have gone on to pursue higher education and careers in STEM. By providing these young minds with the tools and opportunities they need to succeed, we are not only changing their futures but also contributing to the advancement of technology and innovation on a broader scale.
ZGB - The Role of Generative AI in Government transformation.pdfSaeed Al Dhaheri
This keynote was presented during the the 7th edition of the UAE Hackathon 2024. It highlights the role of AI and Generative AI in addressing government transformation to achieve zero government bureaucracy
Canadian Immigration Tracker March 2024 - Key SlidesAndrew Griffith
Highlights
Permanent Residents decrease along with percentage of TR2PR decline to 52 percent of all Permanent Residents.
March asylum claim data not issued as of May 27 (unusually late). Irregular arrivals remain very small.
Study permit applications experiencing sharp decrease as a result of announced caps over 50 percent compared to February.
Citizenship numbers remain stable.
Slide 3 has the overall numbers and change.
1. The Press Complaints Commission publicstatement about The
Guardian, MartinNarey,and Medomsley Detention Centre:
[The Guardian]newspaper published tworeaders' letters which
claimed that[Martin Narey]had refused or declined to apologise
for child abuse that had taken place in the prison system at the
hands of Neville Husband.The newspaper had been aware that
the abuse had taken place long before the complainanthad even
joined the prison service, and that the victims had sued the Home
Office when he no longer was in the service and was not therefore
in a position to publicly apologise on its behalf. It had known that
there was no question of him declining toapologise to the families,
yet published the letters anyway.The complainanthad contacted
the newspaper in regardto each of these inaccuracies but it had
consistently failed to afford him a rightof reply.
And the letter from Martin Narey which the PCC compelled The
Guardian to publish:
“On April 14, EricAllison and Simon Hattenstone wrote an
importantpiece about the historicabuse of children in custody by
a Prison Officer, Neville Husband. Itook little issue with Eric's
moving account.
Subsequently however the Guardian published twoletters. The
first said that I had declined to apologise for the abuse (and
because of that had been unsuitable to lead Barnardo's as I did for
six years). The second implied that, as Director General of the
Prison Service I had tolerated the widespread rape and beating of
children.
Husband's offending began when I was thirteen years of age and
the offences for which he was subsequently convicted took place
in 1977 when I was still at University, five years before I joined the
Prison Service and twenty one years before I became Director
General. Later,when Husband's victims sued the Prison Service, I
2. had resigned from the Home Office and was in no position to
make a response. The Guardian knew from E mail exchanges
however, that I stood ready to make public my personal apology,
and that I had, many years ago, expressed regretabout the abuse.
I do not deny the appalling nature of Husband's crimes. Butit
should not have needed me to complain to the Press Complaints
Commission before this letter was published to make clear that the
abuse did not occur when I was in a position of authority, and that
I did not tolerate the abuse or fail to express my regretfor it.
I may have had many failings as Director General of the Prison
Service. But failing to address the abuse of prisoners of any age
was not one of them.”