A 21-year-old University of North Carolina at Chapel Hill student was assaulted early Friday morning (February 25, 2005) near the intersection of Franklin and Columbia streets in Chapel Hill while walking alone about 2 a.m.
The victim told Chapel Hill Police on the scene that he was assaulted by a group of six or seven white males, each around 20 years of age. The assault may have been motivated by prejudice related to sexual orientation, according to Chapel Hill Police.
Anyone with information that could assist the Town of Chapel Hill’s police department in solving this case is asked to call (919) 968-2760 or Chapel Hill-Carrboro-UNC Crime Stoppers at (919) 942-7515. Callers to Crime Stoppers need not reveal their identity, nor are they required to appear in court and the caller may be eligible for a cash reward
up to $1200 for information that leads to an arrest.
Public safety officials urge the university community to use caution and follow the following safety tips:
•Don’t walk alone at night. Use the buddy system. Walk in well-lit areas of town and campus.
•Report suspicious activity by calling 911 or by using emergency call boxes located across campus.
•Use Chapel Hill Transit, free to all passengers. Web site: www.chtransit.org.
•Use the Safe Ride Program, serving parts of campus, Chapel Hill and Carrboro from 11:15 p.m. to 2:30 a.m. on Fridays and Saturdays. Web site: www.unc.edu/saferide.
•Use UNC’s Point-to-Point express service, free to students, operating between 7 p.m. and 3 a.m. daily. Access UNC’s free Point-to-Point demand service by calling (919) 962-7867 (962-P-TO-P) and providing one’s UNC personal identification number. The service is available to UNC students, faculty and staff at locations not served by the P2P Express Route or after normal P2P Express service hours.
Student Affairs will continue to work to address the needs of our students as they relate to this incident. For information on UNC’s nondiscrimination policy, visit
http://www.unc.edu/campus/policies/nondiscrim.html.
For more safety tips, visit www.dps.unc.edu.
Ещё немного про Америку
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ГриФ
Ещё немного про Америку
Последний раз редактировалось ГриФ Вт мар 01, 2005 6:22 am, всего редактировалось 1 раз.
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ГриФ
Tax Return
По радио и на стендах обьявлений активно рекламируют услуги по оказанию помощи в заполнении документов на Tax Return. На площади около моего дома офис, консультирующий по вопросам налогов, и в 8 вечера он ещё полон народа 
В воскресенье посетил посвящённый заполнению бумажек семинар, давно не сталкивался с такой трудной наукой
В воскресенье посетил посвящённый заполнению бумажек семинар, давно не сталкивался с такой трудной наукой
Вот что просто необходимо знать русскому в Америке:
A. What is sexual harassment?
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual or gender-related nature constitute sexual harassment when:
Submission or rejection of such conduct is used as the basis for decisions affecting an individual's rewards or status in employment or in an academic program. Faculty and staff, including teaching assistants, should be aware of the possible consequences of entering into romantic relationships with individuals over whom they have academic, professional, or supervisor responsibility -- even if by mutual consent. They should also know about the possible effects of assuming professional or supervisory responsibility for those with whom they have an existing romantic relationship.
Example: A staff associate is passed over for promotion because she refuses to date her supervisor.
Such conduct is sufficiently severe to create a hostile, humiliating, offensive University-related environment or to interfere substantially with required tasks or career opportunities at the University. Repetition of the unwelcome behavior would be viewed as sexual harassment. However, in the case of an unwelcome touch, one occurrence can be sufficient to constitute sexual harassment.
Example: During a required laboratory experiment, a male student persists in telling off-color jokes which a female student finds offensive. When she asks him to stop, he refuses.
B. Who can be sexually harassed?
Anyone can be sexually harassed -- male or female, student or employee. In the majority of cases women are harassed by men, but harassment by a person of the same sex also takes place as does harassment of men by women. Sexual harassment occurs between co-workers, between students, or even when it is not aimed at one person as long as an entire group feels its effects. Harassment occurs in a variety of situations. It occurs when someone is not in a position to refuse a sexual advance or object to a hostile environment without fear of reprisal. It also occurs in a situation when someone in authority fails to curb harassing activity of which he or she has knowledge or has reason to know exists in a setting within his or her control. In cases where a consensual relationship results in an atmosphere laden with favoritism, third parties of either sex can be harassed.
C. How do I recognize sexual harassment?
Sexual harassment can be as subtle as repeated off-color jokes or as blatant as sexual assault. When acceptance of such unwelcome behavior is the price of hiring, promotions, or grades, it constitutes a violation of Title VII of the Civil Rights Act of 1964 and the Title IX of the 1972 Education Amendments. A few examples of typical harassment cases may help you recognize and avoid problems.
Example: A professor invites a graduate student out to dinner to discuss her thesis. She accepts, but when he tries to kiss her at the end of the evening she turns away. He accuses her of leading him on and tells her she may be too immature to continue in her current field of study.
Behavior such as this represents an impermissible exercise of the professor's authority. Conceivably the student could feel compelled to change her field or at least her specialization, and this is an infringement on her educational rights.
Example: A graduate assistant invites one of her promising students to her apartment to discuss his work and his career plans. When he declines, she suggests that it would be good idea for him to accompany her to cultural events in order to broaden his experience and improve his chances for success.
This might not be recognized as sexual harassment because no direct proposition or threat has been made. The graduate assistant is female, and the harassment is usually associated with males. She is also a student, perhaps close in age to the young man. However, as a graduate assistant she is in a position of power. She can affect her student's grade. Thus, the muted suggestion that his success might be contingent on the attention he pays to her does constitute a form of sexual harassment. In fact, a large percentage of sexual harassment complaints are against graduate assistants.
Overtures such as this are frequently repeated and often become more and more blatant. This creates a tense and difficult situation not only for the student who is the object of the graduate assistant's attention but often for the other students in the class as well.
Example: After a secretary ends her relationship with the department supervisor, she receives a below-average raise in spite of her above-average performance.
Consensual relationships in the workplace may pose problems because actual or perceived undue influence may exist in these situations. Should a charge of sexual harassment subsequently be claimed, the mutuality of past consent may be questioned in administrative or court proceedings. Such relationships may then be viewed as unequal in nature and harassment imputed. In some cases, the courts have awarded retroactive raises and even punitive damages. Additionally, the woman's colleagues might have had grounds for complaint if she had ever received preferential treatment while she was romantically involved with her supervisor.
Example: A professor makes demeaning remarks about the intelligence of women in his lectures and teases his female students when they ask questions or take part in class discussions. When one of the students complains, he tells her she is being too sensitive.
Repeated gender-related jokes or remarks that are demeaning, offensive, or just plain distracting can create what the courts call a "hostile environment" in the classroom or workplace. Male students may get the idea that their female counterparts are targets, and the women students may find it increasingly difficult to participate in the class. The professor who does not seriously consider such complaints compounds the problem.
Example: Chris and Pat are both students in an anatomy class. Chris is continuously making sexually suggestive comments to Pat about the photographs and the diagrams in their textbook. Even though Pat has asked that the behavior stop, Chris continues.
When there is no difference in authority, either between people of the same sex or of different sexes, individuals whose conduct is at issue must be informed that such behavior is unwelcome. Because Pat has asked for the behavior to stop yet Chris persists, Pat can speak to the class instructor (who has an obligation to act) or can seek assistance from a designated campus office.
Example: A male worker repeatedly asks a female co-worker to go out with him after work. She declines. He persists in whistling, taping pornographic pictures to her locker, and spreading rumors about her allegedly promiscuous behavior. She asks him to stop. He refuses. She then complains to her supervisor, who promises to look into the matter but does nothing.
In this case, both the male co-worker's actions and the supervisor's failure to handle the complaint quickly and appropriately open them to a charge of sexual harassment. Managers, department heads, and supervisors are responsible for ensuring that the work place is free of these and all other forms of sexual harassment. They can be held liable as well. When an employee or student registers a sexual harassment complaint about an individual or about the general environment, the director or manager should immediately consult with the Office for Access and Equity.
A. What is sexual harassment?
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual or gender-related nature constitute sexual harassment when:
Submission or rejection of such conduct is used as the basis for decisions affecting an individual's rewards or status in employment or in an academic program. Faculty and staff, including teaching assistants, should be aware of the possible consequences of entering into romantic relationships with individuals over whom they have academic, professional, or supervisor responsibility -- even if by mutual consent. They should also know about the possible effects of assuming professional or supervisory responsibility for those with whom they have an existing romantic relationship.
Example: A staff associate is passed over for promotion because she refuses to date her supervisor.
Such conduct is sufficiently severe to create a hostile, humiliating, offensive University-related environment or to interfere substantially with required tasks or career opportunities at the University. Repetition of the unwelcome behavior would be viewed as sexual harassment. However, in the case of an unwelcome touch, one occurrence can be sufficient to constitute sexual harassment.
Example: During a required laboratory experiment, a male student persists in telling off-color jokes which a female student finds offensive. When she asks him to stop, he refuses.
B. Who can be sexually harassed?
Anyone can be sexually harassed -- male or female, student or employee. In the majority of cases women are harassed by men, but harassment by a person of the same sex also takes place as does harassment of men by women. Sexual harassment occurs between co-workers, between students, or even when it is not aimed at one person as long as an entire group feels its effects. Harassment occurs in a variety of situations. It occurs when someone is not in a position to refuse a sexual advance or object to a hostile environment without fear of reprisal. It also occurs in a situation when someone in authority fails to curb harassing activity of which he or she has knowledge or has reason to know exists in a setting within his or her control. In cases where a consensual relationship results in an atmosphere laden with favoritism, third parties of either sex can be harassed.
C. How do I recognize sexual harassment?
Sexual harassment can be as subtle as repeated off-color jokes or as blatant as sexual assault. When acceptance of such unwelcome behavior is the price of hiring, promotions, or grades, it constitutes a violation of Title VII of the Civil Rights Act of 1964 and the Title IX of the 1972 Education Amendments. A few examples of typical harassment cases may help you recognize and avoid problems.
Example: A professor invites a graduate student out to dinner to discuss her thesis. She accepts, but when he tries to kiss her at the end of the evening she turns away. He accuses her of leading him on and tells her she may be too immature to continue in her current field of study.
Behavior such as this represents an impermissible exercise of the professor's authority. Conceivably the student could feel compelled to change her field or at least her specialization, and this is an infringement on her educational rights.
Example: A graduate assistant invites one of her promising students to her apartment to discuss his work and his career plans. When he declines, she suggests that it would be good idea for him to accompany her to cultural events in order to broaden his experience and improve his chances for success.
This might not be recognized as sexual harassment because no direct proposition or threat has been made. The graduate assistant is female, and the harassment is usually associated with males. She is also a student, perhaps close in age to the young man. However, as a graduate assistant she is in a position of power. She can affect her student's grade. Thus, the muted suggestion that his success might be contingent on the attention he pays to her does constitute a form of sexual harassment. In fact, a large percentage of sexual harassment complaints are against graduate assistants.
Overtures such as this are frequently repeated and often become more and more blatant. This creates a tense and difficult situation not only for the student who is the object of the graduate assistant's attention but often for the other students in the class as well.
Example: After a secretary ends her relationship with the department supervisor, she receives a below-average raise in spite of her above-average performance.
Consensual relationships in the workplace may pose problems because actual or perceived undue influence may exist in these situations. Should a charge of sexual harassment subsequently be claimed, the mutuality of past consent may be questioned in administrative or court proceedings. Such relationships may then be viewed as unequal in nature and harassment imputed. In some cases, the courts have awarded retroactive raises and even punitive damages. Additionally, the woman's colleagues might have had grounds for complaint if she had ever received preferential treatment while she was romantically involved with her supervisor.
Example: A professor makes demeaning remarks about the intelligence of women in his lectures and teases his female students when they ask questions or take part in class discussions. When one of the students complains, he tells her she is being too sensitive.
Repeated gender-related jokes or remarks that are demeaning, offensive, or just plain distracting can create what the courts call a "hostile environment" in the classroom or workplace. Male students may get the idea that their female counterparts are targets, and the women students may find it increasingly difficult to participate in the class. The professor who does not seriously consider such complaints compounds the problem.
Example: Chris and Pat are both students in an anatomy class. Chris is continuously making sexually suggestive comments to Pat about the photographs and the diagrams in their textbook. Even though Pat has asked that the behavior stop, Chris continues.
When there is no difference in authority, either between people of the same sex or of different sexes, individuals whose conduct is at issue must be informed that such behavior is unwelcome. Because Pat has asked for the behavior to stop yet Chris persists, Pat can speak to the class instructor (who has an obligation to act) or can seek assistance from a designated campus office.
Example: A male worker repeatedly asks a female co-worker to go out with him after work. She declines. He persists in whistling, taping pornographic pictures to her locker, and spreading rumors about her allegedly promiscuous behavior. She asks him to stop. He refuses. She then complains to her supervisor, who promises to look into the matter but does nothing.
In this case, both the male co-worker's actions and the supervisor's failure to handle the complaint quickly and appropriately open them to a charge of sexual harassment. Managers, department heads, and supervisors are responsible for ensuring that the work place is free of these and all other forms of sexual harassment. They can be held liable as well. When an employee or student registers a sexual harassment complaint about an individual or about the general environment, the director or manager should immediately consult with the Office for Access and Equity.
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ГриФ
да там на кампусе и днём ни белых, ни жёлтых не увидишь.ИСН писал(а):...а дальше страшный Texas Southern University. Умом понимаю, что вряд ли опаснее Москвы, но... ходить туда пешком по ночам как-то не тянет.
А в нашей газетёнке прочитал, что во всём городишке (60 тыс) за месяц пара мордобоев на улице, и как событие, достойное первой полосы, сообщают, что два каких-то чела швырнули бутылку в витрину (ИСН, тебе это ничего не напоминает?).
Это не Хьюстон, где одно-два убийства в сутки - это норма
Re: Ещё немного про Америку
Ура!ГриФ писал(а):The assault may have been motivated by prejudice related to sexual orientation
В Америке уже за п*****в принялись! Скоро и у нас начнут, наверное.
Те, кто уцелеют, расскажут, как всё было замечательно.
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ГриФ
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ГриФ
Tax Return
Хитрож...умные пипл, которые сидят в Америке и делают Tax Return, что вы отвечаете на вопрос "Were you subject to tax in that country on any of the income that you claim is entitled to the treaty benefits?" Этот аццкий вопрос не даёт мне покоя.
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ГриФ
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ГриФ
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