I am mean, if you please.  Really racist? Really racist? Ha ha ha ha ha ha Who bought that ticket to the Adobe? Hi George, Doobie, Greg, Silvia, David, tongue Corbett. I'm Rick. And my son is waving at me, and he calls on Instagram, Twitter, Then I die of juice, and partially turned phone through the camera and Bang! Also, I'm a person on YouTube channel that's like the script for all the tape and you're on the trailer. Which is a shame, because when I was growing up, Yeah, it is a shame, yeah for sure. When I was growing up, I made no connection. Like when I was a little boy, Uncle Remus and Song of the South. Yeah, but when I was a little boy, my parents showed me that. I loved the stories, I loved the songs and because neither of my parents were racist, I didn't catch any of the racist, not just undertones, fricking overtones of that whole Kit and Kaboom. Oh, yeah. Yeah, but. There's a reason Disney doesn't even put it on their Disney Plus. Yeah, because it really, it's pretty bad. Really, really bad. But it also goes to show it's taught. Oh yeah, for sure. My parents weren't, I don't even remember the first time I knew people treated other people differently because of the color of their skin or what they believe. I can't even remember just noticed that happening. But anyways, that's not anything. No, we're doing a trailer. Doing a trailer? About Song of the South? No, it's called Water. I think it's actually in that same thing with Earth. Oh yeah. The Mirakans, but I think it might be the same director, but it's not. But it's not that. It's not Mirakans on it. It's actually John Abraham, Lisa Ray and Ereman and Deepa Mehta. Deepa Mehta. Water is a 2005 drama film written and directed by Deepa Mehta with screenplay by Anurag Kashyap. It's set in 1938, explores the lives of widows at Anashram in Varanasi, India. It was nominated for Best Foreign Language Film at Oscars. It was? Canada? Why is that Canada with a C but two Ns? Is that supposed to be Canada with a K? Maybe, maybe it was, this was presented there was only a couple that were nominated and I don't believe this one was for the actual Oscars. That's only been like, what, three films, right? Yeah, but it says it was nominated for Best Foreign Language. It might be a Miss, Miss writing here. Mother India, Lagan and something else, but I don't think it was this. I could be wrong. Let us know. Muy interesanti. But anyways, the Earth one looked really, really good. We really enjoyed that one. This one, and we need to get into John Abraham. Yes, we've been saying that for a long, long time. Yeah, what? What do you mean? But the good things shouldn't be changed. I'll tell you. He looks different. What did you say? Very. Just as in as I was with the Earth one, it looked really, really good. Also, that's the most different I've ever seen John Abraham. I love it. Yeah, he looks so different. It looks like, because we've been introduced to him and known him as the action guy kind of, right? But this looks like we're gonna see him be an actor. Yeah. And doing a great, meaty role. It's just one of the ones that does it, even though the only thing we've really seen him in is the knife fight. No, seven couldn't have. I know, yeah. But the first thing we ever saw, and it's all made of permanent imprint, because it's amazing. It's amazing. It's a great fight scene. Yeah, but seven couldn't have been a tiny little role. But I know that Madras Cafe, I know it's a big one that a lot of people say, this one, but the trailer itself looks really good. Really nice. I actually wouldn't be surprised if it wasn't nominated for an Oscar. Yeah, and it does. It looks like an Oscar quality film based on that trailer. Also, yeah, so it looks really, really sad. Because it looks like this comes from a traditional family that thinks widows. Yeah, by the way, those three options? Yeah. Ew. So I know that's a very traditional way of looking at certain parts or certain families in India have. I'm hoping that's a dying out thing. Because, yeah. No, you could be happy after your partner dies. I think human rights and the rights of women would argue against those being the only options. Yeah, I would hope so. Because that's awful. But anytime, I gotta say, the impact of Indian cinnamon stuff, anytime I see or hear anything intimated about the woman burning with the dead husband, pardon my language. Yeah, yeah. So Deepa Mehta, is she related in any way to Hansel Mehta from Scan? Did we ask this already? I don't know. Interesting. Anya Akashia wrote it. And whoa, okay, so let's talk about a film. I know he didn't direct it, but let's talk about a film that doesn't look like an Andhra Akashia film. No, it's because he just wrote good. I know. But he wrote, he writes a lot. I know. He's really good, like. But I love that. I think that's really interesting. What film was it that he wrote that? Oh my goodness. We've seen a few. Is it Udan? Did he write Udan? No, I think he just produced. I don't know for sure. You may be right. Yeah, but he's done those like different stuff. I think he was part of Queen. I'd love to talk to him again and ask him that and ask what the differentiations are for him when it comes to his writing and his directing and the places he goes with the vision for both because they're different. Yeah, yeah. Absolutely. Yeah, so he wrote, he was produced trapped. Produced Udiprjav. Produced Udiprjav. I think we get that. Produced Masan. NH10 Produced. Produced Bombay Velvet, which we haven't seen. He does so much work. He was a producer of Bombay. He was a writer of Ugly. Lutera Produced. He was a writer of dialogue of Lutera. So that's one of those ones that's not really handy. Yes, for sure. And then I think, pretty. Produced Lunchbox. I forgot that. Yeah. I forgot that Anyrug produced that. But anyways, enough about Anyrug. The trailer itself, she looked great. I don't know why the cast is listed all weird here. Yeah, they're like out of sequence. Because the main girl looked gorgeous. She looked familiar. I don't know if I've seen her in anything. Lisa Ray, is that her? I don't know. I think that was her. She was listed in the description there. Your key fill. Your key fill. Does that happen? Yeah. It just goes like that. Ah, there you go. But anyways, yeah, I would see this just off of the trailer. What should be, I think we'll get to it here soon. A John Abraham film. This one, Madras Cafe. I know a lot of people. A lot of people like that one. We've heard about that one for a long time. Let me see what else we got here of his. Badla House. Romeo Akbar Walter. I've heard a lot about in terms of it's supposed to be pretty good. I didn't realize he has so much on his. Oh, he's been around a lot. Because remember that song he did? Desi Boys with Pramco, Dairy Early On. And then he did that scene with Akshay. Well, on Seven. Where Akshay came in on the Jetski. Seven Koon Moff is 10 years ago. Yeah, so he's been doing stuff since. And the number of films that actors do in India is as ridiculous as the number of films that India does. Astronomical. Who was it that said that they- This was very early on too. In his career? In his career. Well who was it that said, was it Big B? Who said that he was doing three films at the same time? Yeah. And went from one set to the other set and the other set. In the same. Yeah, just insane. I don't know how you do that. That's not how this film is supposed to be. It should be the next John Abraham film we watch.


Major sponsors for Abel Denonair include Green Mountain Support Services of Vermont, Washington County Mental Health, Al-A'Israel. Food sponsors for Abel Denonair include Geffen Foods Israel, Osam Foods Israel. Major media sponsors for Abel Denonair include Park Chester Times, Muslim Community Report, www.thisisabronx.info, Associated Press Media Editors, U.S. Press Court, Domestic and International. Anchor, FM, and Spotify. Hello and welcome to this edition of Abel Denonair, the one and only program that focuses on the needs, concerns, and achievements of the different label. I've always been your host, Lauren Seiler. Arlene is here today on the phone. Say hi, Arlene. Okay. And welcome to Abel Denonair. And on this edition, before we get to the second part of the Abel Denonair election special, let's thank our sponsors, Washington County Mental Health, Green Mountain Support Services, and many, many, many, many, many, many others. Thank you to our sponsors. Now let's go to the second part of the election special of Abel Denonair. Before we get to the numbers of the electoral votes, let's really explain in simple terms to our viewing audience who happens to be people with special needs and people that serve people with special needs and who really don't understand the electoral college. So I'm going to really explain this. And you can find this on Wikipedia. So the simple answer to what the electoral college is is the United States electoral college in simple terms which can be found on Wikipedia. Okay. So the United States electoral college is a name.  Okay. To give their official votes to the president and vice president of the United States. The number of each of the electors of each state is determined by the number of the representatives a state has. So we have, so we have several states and so it's given that name. There are 435 representatives in total and 100 senators. The 23rd Amendment to the Constitution awarded Washington DC three electors. Combined, there is a total of 538 electors. Electors usually vote for a winner of their popular vote in the state. In some states, they vote depending on the popular vote in each congressional district. The Constitution leaves states to decide how electors will vote. Faithful electors are, faithful electors are electors. And that they vote against the popular vote. There is a fine in some states if the elections are thrown. The electoral college was created by the founding fathers of the United States and they were afraid that the popular vote would be easily swayed. Because congressional representatives are determined by more electors because most states have to take a winner of a take all system and the winner of the popular vote in the state gained all the electors. Several presidents have lost the popular vote and won the electoral vote. A candidate needs to win a majority of electors. So let's go back and let me read the rest of this so you guys understand it. The electoral college plays a very important role in today's elections and is the subject of a lot of controversy and some people approve of the system, some do not. And that is what the electoral college is in simple terms. Anything you wanna say about that and the reason why people with special citizenship vote? Yeah. And the reason why a lot of people, and the reason why a lot of people don't vote is that for many years there's been situations with not having the polling places accessible. And they're trying to change that in a lot of states that to have more accessible polling places with. Yeah. So now, why don't we do this? And so it's gonna be in editing. So let's, the election as it stands now, the election results as it stands now and the map will be shown. So right now it is frozen with Joe Biden at 264 and Donald Trump at 214. So the map will, then the map and we'll be putting that this map is from the Associated Press. The Associated Press has not called the race. So they are not in charge of the race. They have not called it. But the map is on your computer, you can go to it and it's from the Associated Press. And as it's been updated as from 11th, 1143 AM, and this is live as it happens. So as 1143 AM, we're still at 264 and you can see that we're still at 264 and you need 270 to win, okay? So the reason why it's been frozen, so we tried to explain to you why this is happening because of COVID-19 and Vermont has an uptick in COVID cases. But because of COVID-19, just so people with special needs are viewing audience can understand, is that a lot of votes haven't been counted yet because the ballots were mailed home to people's homes so they, because they don't wanna go to the polls. So it's in a sense an absentee ballot if you're not at the polls. You know, there's an uptick in Vermont because probably too many people were at the polls or that kind of thing. So as we stand now, Joe Biden has 264 and Donald Trump has 214. And as I said in the other, in part one of our election special, I'm gonna repeat some of the things because this is extremely important. Joe Biden, even though I'm impartial, being internalist, there are certain candidates that do more for our population, you know, people with special needs. And it's extremely important to go over, to go over some of that in terms of what Joe Biden will do for the special needs population and let's go over that, okay? Joe Biden's page simply says Joe Biden coalition here. So there's a coalition for Biden. If anybody wants to volunteer for his campaign, you know, it's JoeBiden.com forward slash disability coalition, but there is to fully ensure what according to the Americans with Disabilities Act, people with special needs need a shot of getting ahead. So Joe Biden is going to be, if he gets in as president he will be having more jobs and more services for people with disabilities. And you know, similar to what Bernie Sanders is doing for our beautiful state of Vermont now. He's giving people with special needs a lot of services and it's very important. Biden's disability, I'm gonna go over this. According to the newspaper or the website, it's called The Nation, so the nation.com. There's an article here. Biden's disability policy is surprisingly good. How his campaign is not yet consistent, but it will be getting more consistent to help people with special needs. You know, he's going to be giving more jobs and more services, more medical care. But basically, Biden is going to put back what Donald Trump took away. And according to Donald Trump's campaign, Donald Trump wants to really get rid of special needs services. But let's see, just so you guys, the viewers have an idea what Donald Trump did for people with special needs disability services. Let's see, what he did. Yeah, but we're not talking about that. Yes, back in 2016, he did mark people with special needs. But yeah, Trump's administration, let's see, July 11th, 2020, according to Disability Scoop here, Donald Trump, he released aid for disability service providers. So according to the US Department of Health and Human Services, back in July, $15 billion will go towards providers serving individuals covered by Medicaid and children's health insurance programs, including people with special needs. So yeah, Trump is doing things, but he's not doing enough in our opinion. He needs to do more. And if he does become president, Trump, in my opinion, needs to stop mocking people with disabilities. You can't go on TV, can't go on television and mock the press or mock reporters or mock people. If you're going to help people, you can't mock them, you have to be with them. So that's just my personal opinion in terms of being part of the press.  He told somebody from CBS News recently not to talk, so it's not a good thing. Anything you want to say about that? Hello, Arlene? Anything you want to say about that? About how Trump should act as president towards people with special needs? Okay, that's your opinion. All right. So, yeah, so let's go over again really what, let's go back to the page that we need to go back to. Okay, can you not do that? Okay, so let's go back to Biden's disability policy. Really talk about that. So yeah, it's surprisingly good. There has been damage, according to some advocates, there has been damage to the ADA. We need to have, get rid of more curb cuts. We need to have more ramps. We need to have certain things, but according to Biden, Biden's disability policy in terms of COVID-19 is roughly equivalent. This is according to one reporter's opinion. Basically, due to COVID-19, a lot of services have were shut for people with special needs. So according to this reporter from the nation.com article, it says because of COVID-19, it's like a car being on fire and your mechanic is suggesting a plan to replace the brakes. Rotate the tires and change the oil. According to nation.com, a nation.com reporter. So yeah, a lot of services need to be put back in place. During COVID-19, a lot of services were taken away.  So things like that need to change. And according to Governor Scott, matter of fact, let's go to COVID-19, since we're talking about that, and the elections at the same time because it's related. It's related. So let's, disability, the wrestling papers, don't do that. The wrestling papers. The microphone, the microphone. Disability, mask wearing. Oh, here we go, this is important. Back in August, Scott mandated, Governor Scott mandated for people with everybody to wear a mask, okay? However, however, this is according to the VT digger, Governor Scott said in August that he issued everybody to wear a mask and cover their faces out in public during COVID-19. However, if you are, let me go back down to the part here, it's important here. If the mask is hurting you because you're disabled, you don't have to wear it. But it's mandated for everybody else to wear it. You know, that's basically what, I'm just trying to look for the part here where it said that. Oh, here it is. Yeah, for those wearing a mask, according to the VT digger, for those wearing a mask and that you're concerned for those who aren't, I am asking you to give them the benefit of this doubt. You cannot attack or shame anybody with a disability for not wearing a mask because there could be a reason why they're not wearing a mask. So if it's mentally straining you or you're not able to wear a mask, you don't have to wear a mask, just social distance basically. So it's really important that we need to wear a mask though if you are going on a GMTA bus or you are going somewhere that requires you to wear a mask like a store or something like that. But if you are disabled, you don't have to wear one. But you are responsible to social distance. You know, getting back to the election map, we really hope that according to the Electoral College and those that really need it, that really need to understand, we really hope that this election special really helped people understand it. And we wish the right candidate to win. But in terms of this commentary that I'm gonna be giving in a second, so let me go to the commentary because it's really important. For the past 25 years, I have been a journalist and helping people with special needs understand themselves and understand the ability that they have despite their challenge and despite their disability. I am stepping back from voting. I am independent, but I am stepping back from voting and will not vote in any election due to the fact that I am in the press and I need to remain impartial. We hope that the right person does win.  Let me define what impartial means and then we'll end the show. Define impartial. Impartial means, what is impartial? British English being impartial especially for an election means that you are able to act that you are able to act fairly because you are not personally involved in this situation. Yes, we are advocates. I don't like what's going on with the current president and what he's doing, but I'm not liberated to say, you know, really say, yes, I think there should be more services that he should do for people with special needs and certain things like he shouldn't part. I feel that he should not put a person with a disability inside an institution. People with special needs should not be in an institution, but that's my personal opinion. But yes, I need to remain impartial being a journalist so I will not be voting in any presidential election. Let the right person win. Anything you want to say to that before we end the show? Well, that is your, that is your, that is your, matter of fact, there is, I know comedy makes you know, certain things better for people due to COVID. So I'm gonna see if you guys can hear this. I'm going to, there's a clip. We're gonna put this in the editing because I think it might be good. And I'm gonna play the audio excerpt. See, because my, yeah. So let's, here we go. As far as temperament, I think I have a great temperament. I built a phenomenal business with incredible iconic assets. I've had tremendous success with number one best sellers all over the place and everything else I've done. But I will tell you this, what I am far and away greater than an entertainer is a businessman. And that's, believe me, my temperament is very good, very calm. With that, we end with that. We end this edition of Abledon On Air. I'm Lauren Seiler. See you next time. Thank you to our sponsors. Sponsors for Abledon On Air include, Green Mountain Support Services of Vermont, Washington County Mental Health, Alaa Israel. Food sponsors for Abledon On Air include, Geffen Foods Israel, Osam Foods Israel. Major media sponsors for Abledon On Air include, Park Chester Times, Muslim Community Report, www.thisisthebronks.info, Associated Press Media Editors, U.S. Press Court, Domestic and International. Anchor FL and Spotify.


Al-Khashis, the calculator's key, included an algorithm for extracting fifth roots. We know Awawafa and Al-Khyami wrote treatises on extracting higher-order roots, but these have not survived, so Al-Khashis is the oldest work still in existence. Al-Khashis' algorithm is meant to be implemented on paper where a permanent record of the computations could be kept. Unfortunately, trying to do so on a small screen would render the numbers too small to see. So we'll perform the computations and replace the numbers as we find them. To illustrate the process, let's find the fifth root of this number. So first, because it's the fifth root, Al-Khashis breaks the number into five-digit sets, which he calls cycles. Now, there's one full cycle of five and one partial cycle, and this tells us that the root has two whole-numbered digits. Next, the page is going to be divided into sections. Since we're finding a fifth root, it's convenient to form five sections. The first section is the one that contains the number. Al-Khashis calls this the row of the number. And since we're trying to extract the fifth root, we can think of our number as the fifth power of something, and that means the row below it is the fourth power, which Al-Khashis called the row of the square-square. So that we have the row of the cube, the row of the square, the row of the root, and then finally the row of the result. So let's find the fifth root, and so we'll begin by guessing the first digit of the root. And in many ways, this is the most complicated part. The key requirement is that we must be able to perform a sequence of operations and subtract the final result from the number. And the best way to explain that statement is to try and work the process. So let's guess one as our first digit. Now we'll add our guess to the row of the root, and since there's nothing there, that just becomes one. And now we're going to perform a sequence of multiplications and additions, which will always work as follows. The guess is going to be multiplied by a number and added to the next row up. So our guess is multiplied by the row of the root and added to the number in the row of the square. Again, since there's nothing there, then it's the only number in the row of the square. Then guess times number in row of the square and add to the row of the cube. Guess times row of the cube and add to the row of the square-square. Now notice we're at the top of the table, and so now something is going to happen that's a little bit different. We're going to multiply our guess by the number in the row of the square-square and set down in the row of the number, and this time we're going to subtract. Now it's worth noting that here we progressed from the bottom all the way to the top. What we're going to do now is we're going to repeat the process, but we're going to stop one row short. A process that Al-Qashir refers to as once up to the row of the square-square. So again, we'll add our guess to the number in the row of the root. And now our guess is multiplied by the number in the row of the root and added to the number in the row of the square. Then our guess is multiplied by the number in the row of the square and added to the number in the row of the cube. And our guess is multiplied by the number in the row of the cube and added to the number in the row of the square-square. But wait, we're not done. We're going to go once up to the row of the cube. And so again, we add our guess to the number in the row of the root. Then guess times number of the row of the root and add to the number in the row of the square. Then guess times number in the row of the square and add to the number in the row of the cube. And now we go once up to the row of the square. So again, guess added to the number in the row of the root. Then guess times number in the row of the root and add to the number in the row of the square. One last time, once up to the row of the root, where we don't actually go very far, we add our guess to the number in the row of the root. And now we're going to shift our digits. To keep everything straight, we'll put down some placeholder lines. The digits in the row of the square square are shifted one place. The digits in the row of the cube are shifted two places. The digits in the row of the square are shifted three places. The digits in the row of the root are shifted four places. And we can get rid of our placeholding lines as long as we keep in mind that there are placeholding zeros. And now we lather, rinse, repeat. The important thing is that when we repeat that sequence of add, multiply, and add to the next row, when we get to the top, we have to be able to perform that last subtraction. And so we guess the next digit of the root, and it turns out that eight will work. So we add our guess to the row of the root. Our guess is multiplied by the row of the root and added to the number in the row of the square. Our guess is multiplied by the number of the row of the root and added to the number in the row of the cube. Our guess is multiplied by the number of the row of the cube and added to the number in the row of the square. Our guess is multiplied by the number of the row of the square, and now we set it down at the row of the number, and then we subtract. And we go through our procedure again once up to the row of the square. So we add our guess to the number in the row of the root. Guess times number and add. Guess times number and add. Guess times number and add and stop. Now once up to the row of the cube. Add guess to number. Then guess times number and add. Then guess times number and add. And we happy few who get this far will go once up to the row of the square. And once up to the row of the root. And our fifth root so far is eighteen. Now Akashi probably knew that he could continue the procedure and obtain additional decimal digits of the root. Instead he approximated the fractional part of the root as follows. The numerator of the fraction is the remaining part of the number. For the denominator, Akashi took the sum of the numbers in the rows of the square square through the root plus one. And so our fifth root is approximately


It's the last regular season series at home for BSU men's hockey, and it's also a rare Thursday Friday night of games. But with a sweep over Alaska Fairbanks, the Beavers can clinch the four seed for the conference tourney. All they need is five points total. Game one tonight at the Sanford Center, and no score second period. BSU on the power play. Kyle Baumann, Charlie Combs, who snipes it past the keeper for the goal, won nothing BSU. But then the Nooks answered just seconds into the third, Justin Woods from the point. Steven Jandrick knocks it in for the score. We're all tied at one, but BSU puts some pressure on later. Puck loose right out front. Look who's there, Mr. Combs. His second of the night. Alaska would score in the closing seconds to 4-so-T. Miles Fitzgerald, he gets a goal in three on three over time, so the Beavers get two points all night. They can go for the clinch it tomorrow night. If you enjoyed this segment of Lakeland News, please consider making a tax-deductible contribution to Lakeland PBS.


Meanwhile, Minister for Health, Wellness and Early Affairs Hon. Mosey Shabbatiste on Wednesday announced new COVID-19 protocols was included in a continued effort to manage the spread of the virus. The protocols take effect on Friday 1st October and remain until October 15, 2021. The new changes to the protocols are as follows. Businesses shall cease operations on Friday 1st October 2021 at 7 p.m. to Saturday 2nd October 2021 at 4 a.m. On Saturday 2nd October 2021, businesses will close from 7 p.m. to Tuesday 5th October 2021 at 4 a.m. The curfew or no movement days will extend from Saturday 2nd October from 7 p.m. all day Sunday all day Monday up to Tuesday 5th October at 4 a.m. The Health Minister also announced that from Tuesday 5th October to Friday 8th October businesses will cease operation from 6 p.m. to 4 a.m. From Saturday 9th October 2021, businesses will close from 3 p.m. to Monday 11th October. Businesses will close from 6 p.m. to 4 a.m. each day from Monday 11th October to Friday 15th October 2021. Changes in relation to restaurants and food establishments. 1. A restaurant and other food establishments approved by the Ministry of Health and the Ministry of Tourism may provide a dining service to persons who are fully vaccinated. Please note that fully vaccinated means that two weeks have passed since a person received A. A single dose vaccine such as Johnson & Johnson. B. The second dose in a two dose series of AstraZeneca, Pfizer, Biontech or Moderna. Or C. Another COVID-19 vaccine approved by the Minister on the advice of the Chief Medical Officer. The sale and disposal of intoxicating liquor are suspended during the protocol period. Exceptions include the manufacturing of liquor for sale outside of Sinclucia and the sale and disposal of intoxicating liquor by supermarkets, gas stations or wholesalers. These entities must not allow the consumption of intoxicating liquor on their premises. The sale and manufacturing of hand sanitizer are permitted. Recreational activities such as boat rides and water skiing at a certified accommodation provider are suspended during the curfew hours or no movement days. They are suspended on Sunday the 3rd day of October 2021, Monday the 4th day of October 2021 and Sunday the 10th day of October 2021. Faith-based organizations may continue to hold daily or regular religious ceremonies if the physical distancing protocols are adhered to. Special religious rites including baptisms, weddings and funerals are to be held using physical distancing rules with no more than 50 persons in attendance. The public is being encouraged to adhere to the protocols and follow the recommended practices to keep themselves and their loved ones safe.


Welcome back to this Thursday and that means acting analysis for animators and today we're going to talk about episode three of Chernobyl on HBO. This time it's a series of very very subtle acting examples for lip-sync or pantomime or reactions. It's more of the smaller things, the cool little details that you can put in without making your shot flashy in terms of big gestures. So if you're into quieter moments and more subtle looks and smiles, this is the one for you. Let's start with this discussion here. This is the sequence I'm going to scrub through and that is all. This is all about small looks, small gestures. He is asking him a bit of a favor and what I like here is that this is all about lip-sync where you do things before the actual lip-sync starts. So before he tells this little joke here, you can see the other reaction. Look at that face from here to here. So good.  It's almost like he is already laughing internally and then externally at his own joke. So when you do have a lip-sync, it doesn't have to be here when everything is happening in the audio. You can start something like that and it's just a subtle thing and you can see in terms of doing subtle facial stuff how the forehead goes up and because of that, it's that whole muscle that goes back. It pulls the hair back, little things here, just the cheeks, the fleshiness, all that good stuff that happens when you do this. But even this here, when he goes and actually says the line, he has a little bit of a move backwards. If you look, if you scrub, you can see it. If you just watch it, it's there, but it's not massive. Same thing when he goes forward. He has that little anticipation there and he goes a bit forward with the body as well at the same time, but there's that bare moment through here, mostly with one eyebrow. Instead of lean forward, a bit of a sideways tilt and a very clear stare there. Not too many blinks. The same thing here. He's done with this little moment there, a tiny bit of a smile. And then he kind of ends the conversation and he has one more thing to say. And again, before he does start the line, I need her. He's asking for a partner. You can see that beginning that he realizes, okay, he's leaving now. So you start with the eyes and it's a little bit of a... And then the tension comes in here and you see all of this. First you got pressing of the lips, a bit of a tongue thing. And then he says, and either a very, very extreme jaw forward move. But if you look at this in terms of the body, this little handheld stuff that kind of adds some of it to it in terms of bigger movement. But if you look at his body, it's basically a little bit of a shift over their weight shift and then a head tilt over there. If you watch this again, need her. Just that, still that little impatient look, that maybe a bit of a challenging thing. But it's tiny, right?  So another example of you can start something facially in pantomime acting or whatever you want to do here. The audio line actually happens.  Well, lip sync starts here and lip sync starts there or ends there. You want to add things before and after. Even after he says this, turns around and tells him, well, you'll be responsible for her.  I mean, it's going to be my responsibility. He's got that little swallow.  He just nods, but I like that as well. And you know, I have mentioned this a couple of times now on my channel that I'm a big fan of moments, very specific moments when you do add a swallow. And it's tricky because I don't know how many rigs actually have a swallow shape. So again, as he turns, challenges him swallow. And then, and then here it's done then. You all, you all said it's done then.  I mean, it's a little bit in there. It's a human being way on there. But then it's just that tiny thing in why it's a slight wire rotation. It's not even anything in the eyebrows. It's so subtle. And again, you don't have to go big. It's a very, very confident. Well, OK, that's it. Yes, so much power. You can make it all happen just by a little bit of a, all right. So be it. So it's very, very subtle, small things. I'm a big, big fan of head accents. Now, speaking of head accents, here's another sequence. As he goes around here, he's got head turns, blinks. He shuffles around. He's holding a cigarette here. So there's a lot of movement and he's talking about the job, like what's going on here, what should we do? And then he asked how deep are we are we digging this whole thing? And he hears 12 meters and then he goes 12. Why? And he has that. I love that little wiggle there. Why? Just a little challenging. Like, really? Why? And it's it makes no sense to him, 12. They're all going to be exposed to radiation anyway. And you can see the difference here. So he starts moving around. He has that little move here. You can see the head looks very nervous. He shuffles his arms around and see all the blinks. He's just really not comfortable lying to him. And then the contrast here, it's that inquisitive puppy till. He's interested, also challenging him. And you can see the lack of blinks. Because he realizes, wait, well, there's no difference. But in 12, we are here above 12. The entrance is at six. This is you're just lying. So again, look at the contrast. So you have all that movement because he's caught. Now that he has to lie. He knows he has to lie. And he's really not comfortable with this. And here it's just that stare, little bit of movement in the head. Because again, even if there's not much to do, you have to realize that there is you have your lungs. There's air, there's energy coming out. So you can say the line is not just going to be lip-syncing, that's it with nothing moving. Even then you can have subtle moves in the head and in the body. So look at that, continuous stare all this time.  This is really, this is no good. Still no blinking. And as he realized, hmm, you got caught. It's just that little look here. Also great. So I mean, you can imagine you have maybe a line. You might want to start the shot with where is he here? So as he says this, right? So this character, imagine you have this where maybe there's a wider shot with him is here, guy in the middle and the other guy standing. So you know we know there are three characters. But the thing is, again, you can have lip-sync where this character is talking and then you have this character talking, but you can still cut to your third character which I was at the beginning doing this. Because you have a pause. I'm a big fan of pauses between you and you have audio when you have one or two characters. Anytime there's a pause, you can make your own thing. You're not bound to a lip-sync anymore. So you could add just that look. It's a subtle look, but it adds sort of thing of, well, he caught you. What are you gonna say now? It's a great little moment. And it's, again, not much going on. You got a little bit in the body. You got just that look here. A little bit of a head move here. As he goes up, his eyebrow goes up almost giving us that triangle showing us up here.  He was caught. Now he's nervous. Even more nervous. Because no, no, it doesn't make any difference. And then now as he said that, look at that. It's that moment of, oh, I see. And he doesn't say it.  Oh, okay. I get it. So then it tell him something else and then he says, no, I'm gonna do it my way. And once he does that, right? Once he's done, it's that long stare again. Now he makes that choice. No. And now he breaks eye contact and moves around and shuffles around. For him, it's a whole new chapter. Okay, I get it. You're all lying to me.  But I'm gonna do this and let's go. Come on. It's so good. Small but subtle and so good. I love stares. I love when there's confrontation between characters. And there's a long stare and the other character has to do something else, tries to evade the gaze and the challenging look. It's so good. And then going back again for a subtle look is that he tells him, hey, we're being followed.  Well, basically it's about him saying, hey, we're being followed. I don't wanna show you that we're being followed. And he tells them, hey, I've seen them before. And then look, look at this. Oh, it's so good. Again, it goes back to what I said before. Imagine, I mean, they talk beforehand, but this is the lip sync moment where I've seen them before. So imagine this is your assignment. Maybe you're showing, I don't know if that's your shot, but just pretend. Let's pretend the whole thing, right? Moves over, tells them to look over. Then we see the explanation of the look. Okay, this is what it is. And here's your lip sync assignment. He says, I've seen them before. And then you could end. Or you could end here. But you can also continue with that smile. I'm such a fan of adding something at the little button at the end of the shot. So it's not just about the lip sync because he tells them, hey, I've seen them before. And now he wants to know, well, what do you have to say about this? And he doesn't have to say much. It's just that all-knowing smile is like, yeah, I know, I've seen them before too. And I know what's going on. It's very subtle. And then the scene continues. So good. In this sequence, it's again about stairs and looks. They're very frustrated about things here. And this is something where he tells them where everything's okay, somewhat. And that's what he says here, right? It's okay, I'm paraphrasing. But it's this, look at that, that stare. I also like this when a character is not looking. He doesn't want to confront him. Maybe he's embarrassed. Maybe he's just frustrated. And it's that angry look. And you could stage this where your second character is not doing much and it's blurred out. You don't have to worry too much about facial details. It's just there for context. But it adds something to it.  There's something to it where you can stage it like this. But I love that little, just that moment of, see, fine. And then that little frustrated. Then he does try to look at him. They're also frustrated. But then he continues. Well, actually, there are more bad news. And then as he reads this, as he continues, I don't know if they look too here. Like, yeah, I know what's going on here too. And then he tells them, well, what's going on? Well, the meltdown has happened. So he tells them right here, yeah, the meltdown is happening. And again, it's the same thing as before. I'm sure you have multiple examples. This is the line. The meltdown is happening, paraphrasing. And you could end it. You could end it here. But you can also continue just with that. And I love this.  But it's very subtle, a bit of a dart because he does follow the face a bit. But the fact that he lingers and actually doesn't move, there's really nothing in the face. And it's that long look of, ah, you are right. And I hate it. We're all doomed. Now, I understand too that if you do something like this, right, in your demo reel, you wanna show off things. And you wanna show that I can do body mechanics and pantomime and weight and all those things. And I say all that stuff about being subtle and having a person look away and all you're doing is a look and do a tiny dart look down. It's a bit tricky to put that on your reel. I understand that because you wanna show things off. You wanna be loud and clear. I can animate. And maybe you're worried that something like this is too subtle. I kinda agree.  It just depends where you send it. If the company's interested in performances, I think if you couch that in the middle, so you start big and you end big on your reel, you can put something like this in the middle.  I'd have to move things and have characters jumping around and doing crazy gestures. I can do something where a character just looks and stares and it has a little bit of an eye follow. To me, it's a great contrast in your reel. But again, it shows variety that you have the confidence to not move your character. Because it's tricky because you're tempted to move your character all the time. But you don't have to. It's also very difficult to not do anything and just have a dart or a look. It takes a lot of control and you don't want your character to freeze or have that floaty feel. It's not easy to do just because there's nothing happening. Doesn't mean that it's easy to do. But it's something that I would recommend that at least you try it. It's a cool exercise. Again, it doesn't take long in terms of crazy IK switches or arcs and everything. It's from a technical point of view, potentially much easier and maybe less time consuming. But it's interesting for me at least to try it where I don't do much and just have that little look. How effective is it? Can I do that? And even if you don't put it on your reel, at least it's good practice for you to do something that's a bit more subtle and just a bit smaller in scale. Now this last one is not super subtle. To me, this is just more the variety of hand movements. So basically, she is giving her grabbing money to see her husband at the hospital. And she said, no, I also like that little tiny framing in there. Now she takes the money. It doesn't look down. She just looks at the character, yeah, yeah, yeah. All right. But I like this here at the beginning. You might, you know, if this is your assignment, you might just go, okay, I'm gonna grab this, put it down and then that's it. And she insists, hey, the money's there. But, and you might argue sometimes, you know, this is more, maybe you don't want it to be this complicated with all the finger detail here and how she holds this and does all that. But to me, at least it's worth looking at it and taking that as an inspiration that if I put the money down, it's a nice tool with the compression here that she doesn't just put it down. Maybe you want to add a slide like here or you want to make it a bit more complex, adding a little bit of a tap there. Let's watch this again, just that. To me, it's just a nice complexity. It's contrast too. It's not just a simple A to B, just a little bit more in there. Now again, it depends on your style. Is that something that's appropriate in your shop? It all depends on the clients, the direction, you know, if this is appropriate. But I like this too, that she waits. Well, she's not looking. She doesn't realize I put this there. A little bit of a look down. Like, wait, I have this here for you. And I love that it's a little look. It's not aggressive. It's not a slap down here on the money. It's not something where she goes, hey, I gave you the money. She's still slightly polite in this, right? Just a little polite little tap and then she looks. So just that section here to me is really interesting where I would look at all the complexities. You know, you might have, this is the level of complexities, but you don't wanna do all this. Maybe I just wanna go halfway or just a little bit. Or in terms of actions, maybe I just like that. She does this, that'll move forward. Or maybe I do like that is with a tap and then this. You can always pick and choose. You don't have to do the whole thing. But I think in terms of inspiration, in terms of, well, here is the full scale of complexity. Maybe I could put the whole thing in. But again, it depends on the style. It depends if it is appropriate for your shot. If you do reference, you look at reference. You shoot reference or you look at this reference. It doesn't mean that you have to put everything in. It really depends on the style. Sometimes you have all those little things and then it becomes busy. It almost becomes animation noise and it's too much.  Because you wanna make it clear. And sometimes making it clear means you gotta simplify it. It doesn't mean that it's simple, but simple can mean clear. So it doesn't have to be overly complex because, oh, I saw this, I wanna put it all in detail. But yes and no, again, it depends on the style. It depends if it's appropriate. And sometimes it makes it too confusing, too busy. Maybe the audience will look too much at the hand and it's all about the pleading stare of please take my money. So it just really depends on the context and the direction. But at least, to me at least, it's something to think about and worth investigating in your shot. And boom, that's it, episode three done. We have two more. And as always, if you watched this whole thing till the very end, thank you so much for watching. I appreciate all the minutes and dozens of minutes and maybe even hours you put into watching this channel and I can see the subscriber count goes up. I really appreciate that you do hit that subscribe button. And if you haven't, you could, if you wanted to, if you get notifications for all my uploads, hit that bell button. YouTube is kinda funny about all the notifications. And if you feel like this is something that you wanna apply to your shots, I do have workshops so you can sign up at any time. You can send me your shots, we can talk about things that can give you all those ideas or you can implement this and then get feedback from me. My workshops are always open. The link in the description gives you all the email and information about the workshop. And that is it. So I will say thank you again for watching and I will see you in my next clip.


Everybody forced here up in 2022 Spectre football hobby four box half-case number 29 Random team style results can be found at late in sports cards calm. Thanks for joining everybody and good luck Here we go There's a Lincoln chat to but again, you can always find them on the website That's offensive holding. Oh, I have no idea Kyle. You got pierre strong junior rookie for the Pats 14 of 15 Nice little number there Start again some work towards the end of the season rookie aura lions Jameson Williams Go 56 of 99 rounds the Sean Watson 84 of 99 brilliance patch card Giants Otis Anderson 121 of 149 illustrious legends on card auto Who would be the best musician to have as a half-time show that hasn't done it yet? Kyron Williams number 70 of 75 Rams rookie. I Can't think of anything right now Isaac Bruce for the Rams someone that's at least Popular like they have to be popular. That's just that's just the facts about it Three of five psychedelic patch card Cowboys CD lamb Do the roots would be awesome They're pretty popular. They're on Jimmy Fallon. Oh Nice card Cowboys And a David Bell 20 of 60 rookie aspiring patch auto for the Browns It's a good pick illegal they should do like who um I got some I got something cooking up. Hang on six of 60 rookie Kyle Hamilton Ravens James Harris and silver Steelers surprise they haven't done like a That is nine of ten or no, that's a 60. I'm sorry one of 60 max impact patch Terry McLauren commanders and Buccaneers Kate Otten rookie auto 54 of 60 surprise having like a tame and Paula half-time show Harry Styles next year Yeah bad bunny would make sense 36 of 99 Jalen waddle dolphins and Ezekiel Elliott's nine of 15 rookie monumental patch Kenny pick it Steelers Jason s sweet three-color picket patch Picket patch and Kenneth Walker the third 43 of 99 RPA Seahawks Good last pack of the box there Three-color patch on the rookie auto Kenneth Walker the third Seahawks. Oh, wow Dude, this game is crazy. It's getting wild Didn't chili peppers weren't they with Bruno Mars? They were Bruno Mars wouldn't they weren't they but they were out there for like a song Jalen Tolbert rookie 74 of 75 Cowboys I've always thought food fighters are like a popular enough rock band You can put him out there and they've been around for you know three decades now or going on three decades. Oh, dude You're gonna love this one Got a Spectraverse Jalen hurts Eagles God that's so cool That's so cool. These are a non-numbered shorter printed insert there Philly Great time to get anything Jalen hurts. I've said it like like jokingly Why Like Everyone knows the fight songs dumb. Most fight songs are dumb just by by being fight songs I'm not hating on it. It's fine. I'm just saying like they're all done like like I don't know There we go nice we'll mag that 29 of 75 Steve Young on the epic legends Jersey card War at the halftime show. I seriously doubt Whoever's putting whoever's in charge of organizing the Super Bowl halftime show like Pepsi and NFL would use guar Radiant patch rookie auto purple ink sky more chiefs sweet card chiefs, man Oh Got a staffer to 60 for the Rams who's who day and who's who's that who day is is Saints. I Think they both have the same. Is it the same?  I mean all of them were dumb. Let's just face it.  It's like We're talking about I was talking about us a Blake the other day 49 of 99 rookie triple Jersey Steelers George Pickens So the Red Sox every time they win at home They play a song called dirty water and it's not a good song But it's so like it's every time they win as soon as the final outed or courted or whatever The song plays so it's like it just triggers like oh victory like win like this is our terrible song You know what I mean? That's pretty bad We got a dual patch auto neon pink Calvin Austin the third and George Pickens going to the Steelers Steelers doing real well Jason S. Congrats, man. Good break for you. We're only halfway through it or not even halfway through it You got a is a mere white rookie 20 of 20 raters I don't know do they kind of walk with a third Seahawks rookie every home game for the Red Sox a place we Carolina so Trail inch Jersey card for the 49ers number 34 of 99 brilliant Jersey. Oh This is really cool one. That's really cool Giants on the Eli Manning auto seven out of ten Giants are the really nice hit Steven W. Hey, what's up Steve? How you doing man? David Bell Browns rookie 82 of 99 John Metch of the third silver rookie Texans Broncos Cortland Sutton 87 a 99 max impact Jersey card They've been tackling pretty bad today for the most part and a Chris long Super Bowl auto for the Eagles Go Eagles. Where's the Patriots Chris long Super Bowl auto? That's what I want to know Sam's live on drip ripping personals right now. Everybody link is in chat if you're on YouTube He's live ripping personals on drip Jermaine Johnson the third rookie to 60 or the second rookie rookie to 60 for the Jets Jermaine Johnson the second Ravens Kyle Hamilton rookie Spectris 22 of 99 Jets Breeze Hall next gear rookie Jersey 72 of 75 25 is 75. You don't know what I'm saying anymore And 78 of 99 she's rookie auto Trent McDuffie. Yeah, it's also because of Sunday. I'm always scatterbrained on Sundays Yep, Sunday's carries Davis Mills one of 20 Texans Mills mafia Mac Jones base Giants Wanda Robinson 20 of 60 rookie rising dual Jersey and Broncos Super Bowl auto DeMarcus Ware Mac Jones Patriots 17 of 75 Falcons rookie base Drake London Bills 35 of 75 high voltage Jersey Josh Allen and Jaguars a Trayvon Walker aspiring RPA neon blue 22 of 50 got Skymore Chiefs rookie 72 of 99 Cardinals Kyler Murray on the base Antonio Gates max impact Jersey card for the Chargers 38 of 60 Sam White was an excellent It's Super Bowl auto Ravens Jamal Lewis Ravens legend Jamal Lewis Ravens and Browns legends. How do you get third and 22? How bad do you got to mess up to get third and 22 this game is coming down to it, man Bangles Chad Johnson 12 out of 15 The orange die-cut color match Mary Johnson base Jets Garrett Wilson next era rookie Jersey or new era rookie Jersey 53 of 60. Oh, it is next era and Falcons green RPA Drake London 26 out of 35 Sam would probably say something obnoxious right now Eagles AJ Brown 43 of 99 or 46 of 99 Falcons rookie aura Drake London 20 of 50 Eli Manning championship gear Jersey numbered seven of ten for the Giants champion signatures Patriots Kyle van Nooy As I last will they won 50 of 149 can Joey do it Well, they have the punting of the ball back got Pat Pete numbered 23 of 25 for the Cardinals Travis at TN base Titans Hassan Haskins rookie monumental memorabilia patch card three colors 17 of 60 The refs just being trash. I have no idea. She's listening to you guys James Cook pink RPA to 25 bills. I said bills Or color patch. I'm down with that illegal.  Just take it on the go silver Michael Carter Jets 2499 Eli Mitchell max impact Jersey Carter for the 49ers. Yeah Pat Sting horse and tired football And Browns rookie out of Jerome Ford 7 to 60 I'm a fan of all the other sports. Oh, no, yeah Like it comes back at the right time to me Yeah, because like that's a boring time there problem with baseball is though That's a boring time of baseball when that gap ends Baseball is fun in the beginning of season and the end of the season But like end of July and like August. That's like the word baseball time. I would be too They just keep making these little mistakes like cost I don't know what's going on. I know it's just 20 to 20 and Joe Sheisty has the ball in his hands All right, we got a relics Eli Mitchell Hassan Haskins Eli Manning Garrett Wilson Josh Allen Terry McLauren Steve Young CD Lam psychedelic It's a five Antonio Gates Breeze Hall Cortland Sutton Trey Lance George Pickens triple there Dishon Watson a Wanda Robinson Pretty good foreboxer here. We had Jerome Ford auto Kyle van Noy Jamal Lewis DeMarcus where Chris Long a lot of Super Bowl autos Trayvon Walker Kate Aughton sky more purple Trenton McDuffie Otis Anderson pink James Cook David Bell Aiden's room for the Bengals Pretty sure We had a really cool spectra first Jalen Hertz grads birds monumental Ricky patch Picket pick it to 15 for the Steelers and Eli Manning auto detent for the Giants Drake London on the green RPA for the Falcons 26 at 35 and RPA Seahawks Kenneth Walker the third and numbered 43 of 99 Good stuff. Thanks again, everybody. No more specters coming up


what we under what we know EOC and DJ guys expect and what we see other companies is create a bottom up risk assessment procedure so that you're engaging with employees at different functions to understand what their risks that's much of what we did in the focus group and that can be deployed by the company through its own existing procedures as well and of course the outcome of that risk review should then be cyclically relied upon as the company monitors and updates its compliance program any if there any questions about risk based reviews and what we've seen and consistent with my use of the term monitoring we're now going to move to monitoring and testing which will take us to Ann yes so this is closely related to what Alejandra was just talking about with the risk based reviews but we look specifically at monitoring and testing because we want to ensure that the company is self evaluating its HRCP on a continual basis to make sure that the program itself is designed and implemented effectively and in order for the HRCP to be successful in the long term it's critical for it to be calibrated to the company's needs not just now but also in the future and the way to do that is for the company itself to have a mechanism in place to continually be testing its own program over time so this is something that's expected by the Department of Justice in their evaluation of compliance programs and we also think it's critical to long term success so during the course of the last half year we have not seen the company engage in a comprehensive systemic monitoring or testing of its HRCP however at the same time we've observed that the company understands the importance of such activities and is investing in personnel and tools that can help to carry this out so it will be a continued focus of ours throughout the monitorship but to provide a couple of examples of what we've seen first as we mentioned earlier in the presentation the company does monitor reports of sexual harassment and discrimination sexual harassment allegations and investigation updates go weekly to the company's general counsel and on a quarterly basis coupled with information on discrimination allegations this all goes to the compliance committee as well and this certainly provides detail and transparency to the general counsel and the compliance committee but it's a retrospective look and consumes valuable resources so we will continue to look at whether that is sustainable in the long term or should be modified in some way second the company has added certain bespoke questions to what has become an annual survey that it conducts which is the great places to work survey and while these questions can provide overall impressions of employee perceptions of the company's HRCP we encourage the company to conduct more targeted reviews as part of its monitoring and testing for example through more detailed surveys that focus specifically on HRCP related issues or through focus group discussions and the company should also test the effectiveness of its training program as we've spoken about and that kind of feeds into the long term monitoring and testing third we understand as Alejandra mentioned that internal audit does monitor and test certain aspects of the company's HRCP and we anticipate looking further at this in the next phase of our assessment we also know as has been discussed that the company recently began to aggregate internal data that allows it to analyze trends and other important information points from investigations and otherwise and we understand that it intends to invest in systems that permit automated analysis which will be very helpful from a resource perspective so we look forward to seeing how the company implements this as the monitor ship progresses overall we would like to see a more systemic effort to test the HRCP by the company so that it can continue to calibrate its programs throughout the years and we anticipate commenting more on this in the next phases Thank you Ann One thing I realized I neglected to raise when we were talking about the compliance committee earlier on the reports are the reports on sexual harassment discrimination allegations that are provided to the company to the compliance committee quarterly we understand both from interviews of the compliance committee members themselves but more importantly from company personnel that they are really diligently reviewed by the compliance committee we understand from any given compliance committee it could take you know a third of the time based on the level of questions that the compliance committee has about the nature of the allegations and more importantly from our standpoint the company's response to those allegations so you know while we you know don't want to completely under we don't want to leave an impression that it's not valuable they are the quarterly reports and the weekly reports are not just paper they are the company does engage with them in a meaningful way so that will lead us to control's environment which I you know I think we touched on the external management the external council management but of course important to the MGC's decision and order was the company's use of confidentiality clauses particularly with respect to you know what can be perceived as gag orders imposed on claimants who raise sexual allegation concerns have modified confidentiality clauses that are included in settlements we've seen an instruction that was issued in September 2019 instructing the legal department particularly that confidentiality clauses could not preclude claimants from discussing the underlying facts of their allegations we've seen template settlement agreements that include the clause that is accepted by the company again we've only seen those in template form we've not had the opportunity to review actual settlement agreements to confirm that the implementation of that clause is being used consistently we will know you know we say here that the change is made by the company only partially remediate the issue and we view that in a couple of respects first from a controls perspective the document that we've seen was an instruction memorandum advising that the clause was going to be changed we think it's important particularly given the history here that the company explain and discuss why this is important and that it become a matter of company policy and procedure applicable to its legal department that these clauses are not going to be acceptable HR should also be part of that conversation and training if you will also based on the language of the memorandum itself it's not clear that the confidentiality clause must also be used in settlements of claims that arise that are claims that are settled prior to the initiation of formal litigation so as drafted and as we read the document it applies to settlement of formal legal claims so lawsuit EEOC complaint has been filed there are as we all know settlement opportunities before matters turn into formal litigation or administrative procedures and in fact some of what the MGC looked to historically involve those types of claims so it would be important for the company to make clear that any employee settlement even in a separation agreement to mitigate legal risk arising from allegations of sexual harassment or discrimination cannot be gagged and that this confidentiality clause applies to applies to those sorts of claims as well and then lastly but certainly not least important is similar to what we were talking about earlier Madam Chair with respect to the review of these types of processes important that there be a formalized procedure that settlement agreements must be reviewed at a minimum of course by the general counsel but optimally by someone like the CFO given the sensitivity of these types of settlements we'll continue to monitor again more importantly the implementation of these confidentiality clauses as we go along and I think for the benefit of time I'll just remind us what we discussed with respect to management of external counsel and that is again just enhanced opportunities to enhance the review process of external counsel engagements and most importantly payment and approval of external counsel invoices any questions on on those issues so to conclude I think you know the themes that that we've tried to lay out here is you know really the company ought to be commended for its commitment and investment and HRCP program and it did demonstrated that commitment based on what we've seen even before we stepped in which also reinforces our view that this is a sincere effort the company is making you know we continue to see a commitment to build up its elements of the elements of its compliance program now and our recommendations are designed to help the company do that we appreciate the reality that the company is receiving these recommendations at a very challenging time and while you know typically we would as part of our recommendations impose timelines for certain recommendations to be implemented and completed we have not done that here we know when the company returns to its operations it's going to be a heavy lift to say the least we have no indication that the company views that as an excuse to delay compliance with our recommendations in fact I think as we pointed out earlier the company has taken this time when employees are at home as an opportunity to start implementing some of the training recommendations that we've made particularly to investigation so our commitment to you and to the company is that we will continue to push along but we will do so in a way that is respectful of the reality that the company finds itself in right now because at the end of the day we do want the company's efforts to be meaningful and to stick and that can only happen when operations normalize again. Thank you Alejandra. Can I just ask my fellow commissioners if you have questions now for Alejandra and team? I do. Thank you very much Alejandra this is a great presentation and great work reading your report this that is very detailed it really comes through I want to I want to just talk a little bit about this the general concept of changing culture something that you know can be probably easily dismissed by some but it's really critical I would argue and especially critical as you you know as you go through your report it brought me back to a a prior job just reading through through all of these I was I worked at a firm that was going through a big effort to change culture they this was a a professional services firm a partnership that had traditionally put clients first and they had this big push to go to people first they realized that you know as a partnership only your consultants and managers and whatnot are your greatest greatest asset and there was a big push towards work-life balance just to give you a quick example and you touched on these with the incentives a prior version or a prior company that had been acquired by this partnership if you build a hundred hours on a given week you you got a phone call from from the owner himself I congratulate so there was that culture of of course clients first so anyway that I was part of a large group of of you know trying to implement those changes to that culture and my big insight is as follows and I guess this is what I'm asking to you either sort of give us a little bit of your take on or or expound it really depended this changing of culture depended on the partner that you were talking about or the business unit even though the even though the the senior management and the leadership were really committed to making this shift and putting people first and having a work-life balance it's sort of well you know once it came to the rubber hitting the road again it was different depending on who you asked it also didn't happen overnight and I think you alluded to it in your in your report but it kept it was this consistent it became a tagline really it was everywhere people first and whatnot but also and this is my the core of my question it depended on people in the front lines people like me I was a manager but also people who reported to me et cetera and others to push back when when told you know can you get this to me by by tomorrow which is the Friday before the long holiday weekend to people to say well you know I I'm not I'm not gonna get to it I'm gonna have to you're gonna have to wait until you know until we all come back from Memorial Day or whatever the case maybe so um can you speak a little bit to those three insights insights that I that I mentioned yes yes absolutely it's great insight and I I realize we yes that the time that it takes you're absolutely right this is not something that can meaningfully happen overnight she is where if you see throughout the report in the totality of the recommendations that we are recommending it's to really force the company and I don't open to doing but to really push the company to do deliberate liberate and steadfast and it's approach to every element of the human resources program and with respect to every part of the company that it touches which leads to the point of middle management we spent a lot of time talking about tone at the top because of the history but the program cannot survive and part of what's you know I'm implying when we talk about embedding the program is exactly the point that you are making which is the people who are on the floor right are supervisors and managers the people that are receiving allegations of sexual harassment or discrimination are supervisors and managers in fact a majority of the employees that we talked to told us that that was going to be their first line of defense to whom they would report allegations yes it is critically important that is the company reinforces its training that it focus on supervisors to almost to exhaustion communicate what is expected of them and by the way part of that is also this notion of what customer service what client service means and doesn't need because the comments that we heard with that perception cut across focus groups that included line employees and managers and supervisors so very important for people who are making real-time decisions and how to respond to offending behavior understand what the company's expectations are and understand that they themselves will be held accountable for failing to do that which is something we've seen the company communicate but which we believe the company must do consistently deliberately and as they continue to evolve their performance management program it should be an area that is pushed down to management supervisors and managers as goals right not just you can't hold somebody accountable at the end if you haven't specifically stated that this will be an objective and a criteria under which they will be managed so critically important for the company as it sets objectives for supervisors and managers to incorporate these types of compliance elements into it and speaking to what the company is doing and can leverage already with respect to that as part of the surveys that Ann mentioned the great places to work survey the company took back those results and tasked managers and supervisors with developing action plans which is important in two ways one it demonstrates this isn't just a survey to get a rating the company isn't internalizing it and it's giving the departments it heads the ownership of developing action plans along with teams to remediate and respond to areas of noted improvement in the survey responses that they got that's the type of deliberate action commissioner Sunita that we refer to in response to your question the company needs to continue to do it has to be a priority year over year not just for HR but the operations at large to be vigilant on these issues and how it communicates and holds its teams accountable for that did I speak to your you said three points did I cover the three absolutely no absolutely and and I should mention that you also pronounced my last name with the exact pronunciation so I appreciate that too and you pronounce my first name with the exact same pronunciation thank you thank you um any further questions for the Miller team I have one question outstanding yeah um okay just just two questions or two comments to to wrap up some things I saw in the report some of this goes to culture in the in the report you stress a lot of the companies kind of conflict between their core values and their core behaviors are you making recommendations to them on trying to balance those out or are there other examples you can share with them to kind of reduce that contention between the two we've made a high level recommendation to so for those who haven't had the benefit of reading the report on the phone there are values core values that the company promotes and then there are longer lists of standards of behavior that the company also promotes and expects from its employees the incongruence is the values as you've heard us speak to don't really reflect what the standards of behavior which speak to respect integrity transparency so one of the recommendations is to incorporate those sorts of issues into the values but also more importantly I think is for the company to focus in more clearly on the standards of behavior that are most critical to it as it tries to define its culture it's a very long list right now and to be most effective they have to be you know punchy and they have to be remembered and they have to be something that employees can truly understand so that they can be held accountable to that it's not uncommon for companies to have values and standards of behavior but what's important and we're not seeing here is that they're promoted equally and that they're talked about equally so that employees understand to the extent that the values don't change right excellence creativity client service it's not to be seen as above or having greater importance to the standards of behavior that go to how you treat each other and how you behave as part of the Wynn family so just one one suggestion that we have made in discussions with the company is along the lens of what Alejandro is describing is making sure that just as a community as the company as the head of the company in Boston talks about the importance of customer service that they also talk about the importance of how customers treat employees and the commissioners and this is consistent with what you described as people first and that is that's something that we've talked to about with them and I think we'll continue to be a focus thank you I appreciate that the the other question I had is obviously we're finding ourselves in a new environment do you anticipate or do you have the opportunity to kind of review some of the the training practices knowing that hopefully in a short period of time employees will be coming back may need some refreshers about policies there might be even some new employees we don't know yet are you tailoring your work to kind of monitor some of the different work that the company has planned especially here in Boston to engage their employees in the reopening yes in two ways one impressed and I think alluded to this earlier is ensuring that given the clearly urgent priorities that face the company right now that those do not come for the that we've to it's our specific continued priority and that within the current environment it find opportunities to communicate and reinforce the culture and yes we will be looking at one I mean one thing that as you ask the question you know we also have to think about how training will be conducted going forward we you know we heard in Las Vegas employees go into huge auditoriums right and and experience live training so I think that's something that certainly will have to be reevaluated but we will be tailoring our next phase it will by necessarily change based on the current conditions both from a just practical standpoint and also substantively issues that arise in the new reality okay thank you Alhambra thank you other questions I do actually just in conclusion I did want to also just reiterate my thanks to you and the team and the the level of work in detail that went into not only gathering the information but the the written analysis the big takeaway I have in terms of going forward and as commissioner seven said what that will look like obviously remains to be seen um but their company has come quite a long way in terms of correcting itself and implementing some of these things particularly in the HR arena but it also seems to still be very personality and skills driven and you have an incredibly experienced set of GCs in Boston and Las Vegas and you comment on some of the labor intensive aspects of them being able to do this but I trust that in going forward the push for the company to make sure that's institutionalized in terms of making sure that if for some reason those personalities change particularly with the uncertainty going forward this ground isn't lost and that you know it's not going to slip off the course that it's on right now critically yes 100 percent and that we see we've seen that in other organizations where you put exactly the profile of people that we're seeing here right now right which are people of integrity who have respectful and long careers that earn the authority that is required for a company to change that and I say that for Boston and Las Vegas equally but yes they they do move on and that is why you know we reiterate this idea of embedding and institutionalizing and formalizing procedures so that they are not tied to specific personalities because that it would be a waste of all the efforts for you know you see programs fall like a house of cards I've seen that firsthand when the people who built them leave an organization and we well and part of the benefit of doing this you know for a number of years is that you do get to see some cycles right we've we've seen one of the people who most impressed us quite frankly was the legal trainer that conducted the trainings that most of us sat through and we were truly blown away from how effective she is or she was it's going to be hard to fill those shoes so the company has to ensure that the training program is alive and independent from the person who's designing it and developing and delivering it so I thank you again I wish everyone a nice long weekend coming up and I thank you for your work thank you very much for your time and support happy weekend to you too yes thanks very much thanks before we leave yeah oh I and Mr. Cameron I do have comments go ahead yeah I just have one comment and that is and that is it appears that you've taken on this responsibility in a very constructive manner which I think is a key element of being successful in the role and it also appears to me that the company has has also looked at this as a constructive you know piece and are taking it seriously and are you know I don't know if welcoming is too strong a word but certainly seriously looking to make to implement the kind of recommendations that you are suggesting and I commend both of you for those efforts thank you no thank you and your perception of the company's engagement and this is absolutely accurate so are there any other comments or questions from my fellow commissioners okay I just have one question and actually do you mind returning the screen please because then I can see everybody it's actually there we go helpful to me thank you I just wanted to it's a process question Alejandra I want to make sure that all the fellow my fellow commissioners understand that you did distribute the report to the company in advance yeah and for what purpose the specific purpose first we provided it to the company on a read-only in a read-only format and the specific reason was to make sure that factual statements that we were making assumptions upon which we were relying were accurate we did not we specifically asked the come oh I'm sorry no just the word factual just didn't come through but I think you said factual factual yes so any factual representations that we were making we wanted to make sure for everyone's benefit in the integrity of this process we didn't get that wrong we were very clear that we would not take into consideration any substantive changes to our observations to our recommendations unless of course they were on completely erroneous grounds we do appreciate the fact that the company respected that line the comments that we received back were very thoughtful given the length of the report I can appreciate how long that must have taken them especially working remotely and really were designed to clarify factual inaccuracies or better explain the facts that we were trying to to drive forward so we do we appreciate that and that is something typical that we would do and these procedures is to make sure that the monitored entity has the opportunity to review the document precisely for those purposes and in fact none of our observations and none of our recommendations were touched thank you I think it's just really important to emphasize that the role of the independent monitor is that of independence and I feel as though we from the gaming commission's perspective and from Wynn's perspective have safeguarded that independence and appreciate very much the product that you've submitted today both in the PowerPoint and the report I've become self-conscious now in terms of how I pronounce anybody's name but monitor Montenegro Alamonte deputy monitor Pew and Ms. Salton thank you for your excellent presentation thorough presentation to the entire Chevalier the team thank you I do want to just end with a few of my own observations I really want to commend Wynn and the Encore Boston Harbor team for as we've noted the continued collaborative approach this process Wynn and Encore cooperated and facilitated the monitors team's ability to review the documents extensively conduct interviews and engage in employee focus groups not only here in Boston but in Nevada the independent review underscored Wynn's diligence in developing and implementing the robust human resource compliance program that we've heard about and they've also the review identified helpful recommendations for refinement and as Commissioner Cameron noted it's all constructive moving forward effective HR protocols and procedures matter because fundamentally as we noted in our hearing and in our decision that at their core it is the health and safety and well-being of the people that they address those people are at the heart of every organization and who the rules are designed to protect this has always been true but it would be remiss if I didn't note that we now feel this profoundly given the global pandemic in the early days of a COVID outbreak in the months since the Wynn organization has led by example guiding thoughtful discussion across industries and generously sharing the best practices devised by leading public health experts they have distinguished themselves at the forefront of the industry response prioritizing health and safety above all else and despite the extended closure of Wynn has continued to pay all employees close gratuities through May 31st this is the leadership that leads that is representative of a world-class organization Encore has demonstrated its civic commitment donating supplies we know to the community and lifting spirits in Boston with messages Everett and from Boston's viewpoint messages of encouragement displayed on the properties facade the baseline study sets forth productive recommendations that support the advancement and maturation of existing policies consistent with Wynn's encore values of always finding room for improvement the independent monitor selection and appointment appointment and selection was a principal condition of the commission's April 29 decision and order our decision states that the MGC was to select that independent monitor appoint that monitor with the company's full cooperation and at the company's expense we thank Miller and Chevalier for that their comprehensive work and to win for its continued cooperation the gaming industry's success here in the Commonwealth relies on the health safety and well-being of its employees more than ever going forward that's critical we're pleased that all of us share that goal and that we're advancing it in a sustainable fashion so thank you you don't need to have we don't have to say say flight home but we do ask that you stay safe and in your homes and have a nice long long weekend same to you thank you so very much thank you very much and then our best to you as well thank you bye bye stay safe thank you thank you so much to my fellow commissioners we're still on um we're uh have finished item number six do we have any other business from our fellow commissioners so you'd like to note I'll go and order Commissioner Cameron up you're muted I do not have any additions but thank you for asking okay thank you Commissioner O'Brien no I have nothing thank you okay Commissioner Zinica just a quick update that I will be coming back with a further update on a meeting of the public health trust fund that is scheduled next week we uh we're trying to and intend to discuss a budget in time to come back to the commission before the end of the fiscal year with its own implications for our own budget but um that meeting is scheduled for this coming Wednesday and again I'll be coming back with additional updates I think and our our fellow commissioners are permitted to attend we just don't participate absolutely thank you thank you we anticipate the same kind of technology uh that we use that we have now you know very well put together with our Zoom type phone call and sharing agendas and Commissioner Stevens do you have any additional item I do not Madam Chair thank you okay do I have a motion to adjourn so moved second okay we'll call Commissioner Cameron aye Commissioner O'Brien aye Commissioner Zunica aye and Commissioner Stevens aye and Chair says aye thank you 5-0 have a nice long weekend everyone stay safe stay healthy