Podcasts about Sater

In this powerful and deeply personal episode, host Ian Henzel sits down with acclaimed author Richard Compson Sater to explore his life, military service, and the evolution of his writing career. Best known for his novels “Thirst” and “Rank,” Sater opens up about growing up gay in the 1970s, navigating the complexities of identity while serving in the U.S. Air Force, and how these experiences continue to shape his literary voice. From the timeless influence of William Faulkner to the creative intersection of visual and written storytelling, this conversation offers a rich look into the mind of a writer whose work bridges personal truth and artistic expression. Whether you're a fan of LGBTQ literature, a fellow writer, or someone who appreciates honest storytelling, this episode offers valuable insights into the transformative power of books—and the lives they reflect.

Join us On the Air with Florenza as we welcome author Richard Compson Sater. His interesting novel Thirst delivers a gripping tale of survival, identity, and unexpected redemption set against a stark, unforgiving desert landscape. A former Air Force officer and acclaimed writer, Sater brings depth, humanity, and a keen understanding of military life to his storytelling. Tune in for insight, intrigue, and a closer look at what drives a man to risk everything. #ThirstTheNovel #RichardCompsonSater #OnTheAirWithFlorenza #AuthorInterview #DesertThriller #MustRead #LiterarySuspense #MilitaryFiction #AuthorSpotlight #VeteranVoices #BookLoversChat

In this episode we are joined by author Neil Sater, an author of historical fiction. His most recent book is a mystery involving the Gnaddenhutten Massacre: the killing of 96 pacifist Moravian pacifist Native Americans (primarily Lenape and Mohican) by US Militiamen on March 8, 1782, at the Moravian missionary village during the Revolutionary War. Neil provide's fascinating insight into this tragic event and its consequences while striving to maintain authenticity and cultural respect. His books are captivating and intriguing and weave past history with contemporary mystery. Neil Sater's contact info: Facebook: https://www.facebook.com/AuthorSater/ Amazon author page: https://www.amazon.com/author/sater Neil's website: https://authorsater.com/ Check out Ohio Mysteries Backwoods Facebook page!: ⁠⁠https://www.facebook.com/profile.php?id=61558042082494¬if_id=1717202186351620¬if_t=page_user_activity&ref=notif⁠⁠ Please check other podcast episodes like this at: ⁠⁠https://www.ohiomysteries.com/⁠⁠ Dan hosts a Youtube Channel called: Ohio History and Haunts where he explores historical and dark places around Ohio: ⁠⁠https://www.youtube.com/channel/UCj5x1eJjHhfyV8fomkaVzsA Learn more about your ad choices. Visit megaphone.fm/adchoices

Some Thirsts Can't be QuenchedThirst dives into the lives of Neil Graham, a country club bartender, and Ranger Melusky, a sexy and charming small-town auto mechanic who's irresistible but complicated. A chance encounter leaves Neil captivated by Ranger's rough charm, but there's a catch—Ranger only lets his true self emerge after a few too many drinks. Neil wants something real, and he hopes Ranger might, too, despite his struggle with identity and acceptance.When an accident with his truck forces Ranger to sober up, he decides to cut ties with his old life, including Neil, and takes a misguided plunge into marriage. Heartbroken, Neil seeks a new purpose. He quits the country club bar and concentrates on repairing the fractured relationship between his father and grandfather—two men divided by secrets and pride.Just as Neil finds his footing, Ranger returns, ready and anxious to rekindle the flame they once shared. Now, both men must confront their fears and decide: Is the love they left behind worth the struggle? Or will the road ahead only lead to another crash?Support this show http://supporter.acast.com/houseofmysteryradio. Become a member at https://plus.acast.com/s/houseofmysteryradio. Hosted on Acast. See acast.com/privacy for more information.

Dr. Sater previously the head of Research at Cleveland Clinic Florida is a renowned hematologist oncologist and the founder of TIME lab at the National Cancer Institute.He is also a physician entrepreneur, visionary healthcare leader, and an innovative scientist disrupting current healthcare delivery in oncology to help cancer patients fight with dignity, live longer, and enjoy a good quality of life. He founded HAS Consulting to address systematic gaps in healthcare and created NOVORÊX a global platform to empower human interactions based on the power of belief.Website: www.novorex.org Source: https://businessinnovatorsradio.com/dr-sater-physician-mark-stephen-pooler

In this episode of the Industrial Advisors podcast, hosts Bill Condon and Matt McGregor interview Chris Knezevic of the law firm Voorhees, Sater, Seymour Peace, focusing on the complexities of economic development, property tax incentives, and the rise of data centers. Chris discusses the importance of accurate property tax estimates, the unique role of law firms in negotiating tax incentive agreements, the growing interest in non-traditional markets for data centers, and the challenges of securing long-term incentives for large-scale projects.00:35 Welcome to Industrial Advisors Podcast 01:39 - Chris Knezevic Introduction 04:05 - Top 10 Lessons in Property Tax Incentives 05:24 - Data Centers Overview 09:29 - Challenges in Data Center Negotiations 11:42 - Key Takeaways from AMC Session 14:22 - Closing Remarks You can find every episode of this show on Apple Podcasts, Spotify or YouTube, For more, visit industrialadvisors.com

No episódio 154 do podcast Outra Visão, recebemos Danilo Bayão, que anuncia o lançamento de seu primeiro álbum solo instrumental, "Danilo Bayão toca Almir Sater", com um show no Cine Theatro Brasil, em Belo Horizonte, no dia 14 de dezembro, às 19h. Durante a nossa boa conversa, ele descreve o álbum como uma "caixa de bombons refinados", que contém 13 faixas de músicas de Almir Sater, incluindo sucessos conhecidos e algumas menos famosas, com arranjos cuidadosamente elaborados por Fernando Sodré. Danilo revela que, no show, estará acompanhado de mais sete músicos no palco, incluindo nomes como Enéas Xavier, Serginho Silva e Fernando Sodré, prometendo uma estreia marcante na carreira de Danilo como instrumentista. Paixão pela viola caipira Durante esta entrevista, Danilo compartilhou sua experiência como fã e músico, destacando seus encontros com Almir Sater e a preparação para seu próprio show em dezembro. Ele descreve o processo de produção do evento, incluindo a contratação da produtora Lilian Macedo e a formação de uma equipe de apoio para as redes sociais e a documentação visual. Danilo expressa sua emoção e dedicação em cada etapa do processo, desde a escolha do teatro até a venda de ingressos. Ele também revela seu entusiasmo pelo trabalho, destacando os ensaios e o envolvimento da equipe na produção de um espetáculo de alto nível. Boa conversa O episódio encerra com Danilo reforçando o convite para o público comparecer ao show no dia 14 de dezembro, no Cine Theatro Brasil, prometendo 80 minutos de boa música e uma apresentação especial. O show "Danilo Bayão toca Almir Sater" conta com o patrocínio da Spine Hospitalar - Instagram - @spinehospitalar - https://www.instagram.com/spinehospitalar/ Entrevista realizada dia 28/11/2024. Texto: Paulo Cunha com Zoom AI Companion LINKS - Danilo Bayão Instagram - @danilobayao https://www.instagram.com/danilobayao/ INGRESSOS para o Show dia 14 de Dezembro - EVENTIM - https://www.eventim.com.br/event/show-de-lancamento-album-danilo-bayao-toca-almir-sater-cine-theatro-brasil-19451309/ SPOTIFY - Album - Danilo Bayão toca Almir Sater - https://open.spotify.com/intl-pt/album/6ZbfIx20g3Jhlp1mDcFVcG?si=8M9fL0YaT6aszBAb2ZaMXA

Conhecido pelo trabalho como vocalista da banda paulistana Terno Rei, Ale Sater estreia em carreira solo com "Tudo Tão Certo" (2024). Com lançamento pela Balaclava Records, o registro destaca a sensibilidade poética do músico, busca inspiração na década de 1990 e ainda revela preciosidades como "Quero Estar", "Final de Mim" e "Ontem". Para mergulhar no processo de criação do material, Cleber Facchi (@cleberfacchi) recebe o artista para uma conversa em mais uma edição do Por Trás Do Disco. Gostou do podcast? Então apoie a gente em ⁠⁠⁠⁠⁠⁠⁠⁠⁠apoia.se/podcastvfsm

David Sater : The Milksea & The Bat

O vocalista da banda Terno Rei e criador do projeto solo recém lançado "Tudo Tão Certo" veio até a Rádio Disney bater um papo com a gente contar sobre seus planos para o futuro, individualmente e na banda de rock alternativo, além dos seus conselhos como músico. Ficou curioso com o que vem pela frente? Ouve aí!

Roberta Martinelli conversa com Ale Sater sobre carreira solo, o lançamento do disco 'Tudo Tão Certo' e banda.See omnystudio.com/listener for privacy information.

No episódio especial de hoje do DerivadoCast, tivemos a honra de receber o talentosíssimo Gabriel Sater! Além de ser um grande músico e nosso amigo querido, Gabriel nos surpreendeu com seu vasto conhecimento nerd. Falamos sobre suas paixões geek e, claro, trocamos ideias sobre o que ele gosta de escutar no dia a dia. No mundo das séries, mergulhamos na nova produção da Netflix sobre os irmãos Menendez, que faz parte da franquia Monstros e está gerando muito burburinho. Também discutimos a série O Pinguim da Max, onde o vilão finalmente brilha sem precisar da presença do Batman. Pra fechar com chave de ouro, falamos sobre o trailer de Thunderbolts. Se você está tão ansioso quanto nós por essa novidade, esse episódio é imperdível! Prepare-se para muita cultura pop, nerdices e boas conversas em um papo cheio de diversão e surpresas! 00:00 - Abertura 15:27 - Arouvengers 56:04 - Monstros: Irmãos Menendez (Netflix) 1:10:25 - Pinguim (Max) 1:20:23 - Trailer de Thunderbolts 1:23:51 - Meu Querido Zelador (Disney+)

O DerivadoCast teve a honra de participar de um dos melhores shows musicais do Brasil! Gabriel Sater e seu pai, a lenda Almir Sater, fizeram um espetáculo emocionante em homenagem ao Dia dos Pais, e nós estivemos lá para compartilhar cada detalhe com você. E como não poderia faltar, nossos amiguinhos fizeram sua tradicional visita ao cinema e discutem o que pode ser o fim da era dos cinemas como conhecemos. Após o sucesso estrondoso de Deadpool & Wolverine, mais duas grandes estreias chegam para agitar: Armadilha e Borderlands. Descubra o que achamos desses novos filmes! Prepare-se para um episódio recheado de conteúdo imperdível no DerivadoCast, onde você fica por dentro de tudo que rola no mundo do entretenimento. #DerivadoCast #GabrielSater #AlmirSater #DiaDosPais #ShowEspecial #CulturaBrasileira #Cinema2024 #Deadpool #Wolverine #Armadilha #Borderlands #PodcastBR #NovosLançamentos #CulturaPop #Entretenimento #Arouvengers ***** 00:00 - Abertura 02:12 - Arouvengers 44:50 - Pix da Alegria 46:46 - Reagindo aos Comentários 49:01 - Umbrella Academy - Temporada 4 (Netflix) 58:39 - Armadilha 1:09:18 - Borderlands 1:14:55 - Especial de Comédia: Joe Rogan (Netflix)

Meet Tomoko Takedani Sater — the interpreter at JAPAN CUTS responsible for connecting NY audiences with the Japanese filmmakers that gave live introductions and post-screening Q&As at the film festival! ✨Follow Tomoko on Twitter and learn more about her services at her website ✨Follow Japan Society Film on Instagram and Twitter Support Marquee Mixtape by subscribing and rating on your podcaster of choice. Follow Marquee Mixtape on Instagram, Substack, and BlueSky. Credits: Produced by Alec Rodriguez, original artwork by Cristina Montes, original music by Jeremy Bullen.

VLOG June 21 Trump docket, Florida hearings including on gag order. SDNY no Menendez today so more US v Miles Guo https://www.patreon.com/posts/witness-list-guo-106275223 US v. Hwang of Archegos and Sater Kazakh case. UN corruption so Inner City Press applies to re-enter https://www.documentcloud.org/documents/24767259-1icpunaccred061924

VLOG June 14 GOLD BAR BOB book about 1st month of Menendez trial https://www.amazon.com/dp/B0D72VRGDM Some DC advocate miss him as do Egypt & Qatar (which buys UN too). US v Guo bogged down on financial cross, Sater & Bronx murder trial, Trump Supreme Court docket

VLOG June 12 US v Menendez focus, Gold Bar Bob testified against his mentor Musto, now Uribe. Also, ex-Citi with Guo, Screaming Bill Hwang of Archegos, Trump Tower man Felix Sater defends against Kazakh case while UNSG @AntonioGuterres covers up corruption

VLOG June 10: Trump Zoom by NYS Probation for July 11 sentencing; Felix Sater wants RICO conviction out of Kazakh trial https://www.patreon.com/posts/105931693. US v Menendez, Uribe on stand; US v Guo, Epoch Times echo. UN corruption UNFPA & next: UNHCR, @AntonioGuterres censors

Despite best intentions, sexual harassment is still a very prevalent issue that impacts the legal profession on a wide, wide basis to this day. In this episode, Rio sits down with the founders of Women Lawyers on Guard to discuss their work to confront sexual harassment, and other issues impacting women in law and what you (yes! You!) can do about it. — Rio Peterson:  Hello, everybody, and welcome to In Brief episode 83, Women Lawyers on Guard. My name is Rio Peterson. I am the Bar Partnership Strategist at ALPS, and today, I'm going to be chatting with two fantastically inspiring women, Cory Amron and Corrine Parver. Cory, Corrine, thank you so much for joining us. It's great to have you.  Corrine Parver:  Thanks so much.  Cory Amron:  Thank you, Rio.  Rio Peterson:  Thank you.  Cory Amron:  I'm really pleased to be here.  Rio Peterson:  Wonderful. So, before we dive in, I know we've got a really interesting conversation ahead of us today, which I've been very looking forward to for the past few weeks, since we had our first chat. But before we started, I wanted to find out if you could tell us a little bit about you, who you are, where you live, where you came from. Corey, why don't we start with you?  Cory Amron:  Okay, great. Alphabetical order. I live in Arlington, Virginia, right outside of Washington, D.C. I've been here for yeah, 30 some-odd years. I'm now retired, but I worked primarily for a number of law firms that, some of which are no longer around, but most recently retired from the firm of Vorys, Sater, Seymour and Pease, which started as a Midwest-based firm, here in D.C.  I have been working over my 40-year legal career not only day-to-day clients, et cetera, but also on women's and diversity issues. So, for instance, I was the chair of the American Bar Association's Commission on Women in the Profession, the second chair. In 1991, I took over right over right as Anita Hill was testifying in the Senate at Clarence Thomas' confirmation hearing. So, that was kind of a trial by fire.  Rio Peterson:  Right.  Cory Amron:  So, I've also had a lot of experience working on sexual harassment and things like that, and then, fast-forward, co-founded Women Lawyers on Guard in 2017.  Rio Peterson:  Great. All right, fantastic. Corrine, how about you?  Corrine Parver:  I'm also a retired lawyer. First career was as a physical therapist for 15 years before going to law school. So, I went to law school primarily because I wanted to work in the health law area. My practice, when I was a partner in a law firm, was geared towards policy, regulations, as opposed to litigation.  After I retired from practicing law, I was a law professor for close to 10 years, where I created the Health Law and Policy program at American University Washington College of Law and enjoyed teaching the young students and remained involved with the law school over the past few years, even though I am retired from actually teaching, and joined forces with Cory and our gang of warriors in 2017 to now be the president of Women Lawyers on Guard Action Network.  Rio Peterson:  Got it. So, you both retired to then go on to do more incredible things in your post-retired life. Fantastic. Now, you mentioned you both founded and you run Women Lawyers on Guard. We know that's a nonprofit organization that's been doing some really especially important work around understanding and addressing sexual harassment in the legal profession, and that's what obviously what we're here to talk about today. So, before we really dig into the deeper part of this conversation, I'd love for the audience to learn a bit more about what Women Lawyers on Guard does. What is your mission? Why don't you tell us a little bit about how everything got started?  Cory Amron:  Okay, so in the end of 2016, I was a member of a national network of women lawyers, and we decided that we really needed to do something, both to protect women's rights that we had worked so hard over 40 plus years, and also expand women's rights into the next couple of years. So, we organized Women Lawyers on Guard that first year, in 2017, to bring together our volunteers, because as I said, we have a network around the country, with the legal needs of other nonprofits.  Corrine and I went around and met with a lot of nonprofits and asked them what their legal needs were, because we weren't quite sure what exactly we wanted to do. We wanted to do something. And frankly, our volunteers didn't know exactly what they wanted to do, either. So, this was sort of marriages made in heaven, and we would match our volunteers with those legal needs.  After about a year or so of doing that, we decided we really needed to focus our areas, and that's when we did some very heavy-duty strategic planning and came up with three areas that we were going to focus on. So, sexual harassment obviously was key, because right at that time, #metoo exploded, but we decided also that we were not going to just do one area, but we also picked women's reproductive rights, which actually at that time was not exploding but is of course now, and gender and workplace equity. Those are the three.  Rio Peterson:  Right. I'm curious to know, how was it that sexual harassment and this area was something you both identified as an area that you wanted to be involved in? Is this something that's impacted you directly in your life? I mean, you both had pretty incredible, long careers, so I suspect that at some point, you may have encountered this.  Corrine Parver:  Well, as Cory said, the #metoo explosion made it even more impressed upon us that we needed to speak up for this particular area, and there were other groups that were focusing on, for example, Hollywood and the restaurant industry, and the marketing and public relations areas. We thought we needed to focus on the legal profession, and that's because we had heard stories for years, the years that we practiced, that this was a concern with people.  We wanted to be able to represent their interests and try to do something about it, and that's how we got really involved in focusing on the legal profession, because no other group was doing that on a national basis. There were some people statewide doing certain surveys and the like, but not on a national basis. And because we were, and are, a national organization, that's what we decided to focus on.  Cory Amron:  And just if I could add too, that when we started to talk to lots of people in the profession when #metoo exploded, and came to determine really that there were those who didn't see it happening in the legal profession, either because well, because it wasn't happening to them, and so they just thought, "Well, we have all of these policies, and we have these trainings, and that's ... we're good to go."  Then, we talked to other people, and not just young people, who said, "Oh my God, let me tell you what happened yesterday to me," or to my colleague, or to somebody I was in the room with, et cetera. It was like, "Ugh." We'll get into our survey, but that's kind of what led us to do that.  Rio Peterson:  Got it. Right. Absolutely. So, really realizing that despite best intentions, this is still a very prevalent issue that impacts the legal profession on a wide, wide basis. So, let's talk quickly a little bit about DWL's mission. I know you mentioned that you focus on three areas, and what is the overarching mission of your organization?  Cory Amron:  Well, we have a very broad mission because again, as I mentioned, we didn't quite know what we were going to do at the beginning. So, our mission is that we are a national network harnessing the power of the law to ... well, to go after and make sure that people have equality, they have justice, and there's equal opportunity for all. So, it's a very broad mission. We have a 501(c)(3), which is the one behind me, and we have a 501(c)(4) which is what's behind Corrine, so that we can do different things in these spaces with the different organizations.  For instance, obviously we do a lot of programming around these topics, and of course with the pandemic, we've been able to do that around the country. We not only sign onto amicus briefs, but we've also written amicus briefs, particularly one in the Dobbs case, on behalf of women lawyer organizations, which of course was ignored. We do studies, obviously we'll talk about them, and initiatives around these various topics.  And of course, we have this network that we activate when needs be, and we also advocate. As I said, we have different arms that we can do different types of things, but we've done lobbying and with letters, advocating to policymakers. We sign petitions, and we get out there and march.  Corrine Parver:  I've had some really interesting experiences doing that. One of the other things that we do also is work in coalition with other groups there from out of the University of Texas, The Council on Women and the Law and the National Conference of Women Bar Associations, and the National Association of Women Lawyers. So, we have done programs with all of those groups and attended various coalition meetings to learn about what these groups are doing. The American Bar association also, as Cory had mentioned earlier, has a commission on women in the profession, and we are looking to collaborate with them, as well.  Rio Peterson:  All right. Fantastic. I know we're kind of deviating just a little bit, but we will definitely be talking about the survey, but I'm curious to know, so obviously, you're doing a lot. You're doing a lot of work, and so is the organization run primarily by volunteers? I'm guessing you have a pretty incredible team.  Corrine Parver:  Yes, we are. We are 100% volunteer-driven, and it's pretty much been the same board of directors that have been together since its inception. We've had some people go into certain government roles that prohibited them from continuing to be on our board, but they all, they continue to support us. We have a Facebook presence. We have a LinkedIn presence, and Instagram, trying to make ourselves known via social media. So, through that, we get our messages out to the various communities.  Rio Peterson:  Got it. Oh, fantastic. Fantastic. It's really wonderful that you're devoting your time to this undertaking. It's fantastic.  Cory Amron:  And we're always looking for more to grow our network.  Rio Peterson:  Fantastic. I think at the end of the chat, we'll have a chance to ... We'll plug and let everyone know where to get ahold of you and how they can participate.  Cory Amron:  That's great. That's super.  Rio Peterson:  All right, so now, we've kind of alluded to a survey a few different times, so I would love to dive into that, because it's really, really fascinating. So, in 2020, I know you published a report titled Still Broken, and that shared the results of the national survey that was conducted by Women Lawyers on Guard, and the intention of the survey was to better understand not so much the prevalence of sexual harassment but rather the experience of those affected by it, in addition to uncovering the impact that this has on the legal profession. So, I would really love to know if you could share with us some of the methodology behind the survey itself, and expand on how the survey is different from typical surveys about sexual harassment.  Corrine Parver:  What we were very fortunate in being able to collaborate with a well-known researcher who is a woman by the name of Dr. Arin Reeves, who is also a lawyer in addition to having her PhD in certain aspects of statistical analyses. We put together a group that went through the actual drafting of the survey questions, and it took us a good couple of months to be able to go back and forth to hone in on all the areas that we wanted to investigate.  Rio Peterson:  Right.  Corrine Parver:  Cory?  Cory Amron:  Yeah, so what else? My job actually was sending this out and trying to get people to respond it. So, it was not a survey where it was a closed box of respondents. It was a survey where we were just trying to get as many people as we could to respond to it, both women and men. Lo and behold, we did get a representative sample, even though we hadn't put that sample together, but we analyzed it afterwards and compared it to the demographics that the ABA keeps about lawyers, and was very representative of the box of the profession and where people were geographically, and ages and things like that. So, it was, we felt, a pretty good picture of what was going on.  We were also, because we asked people to tell us the sort of 10-year tranche when something that they were talking about in the survey occurred, we were able to measure change over time, and I think that's one of the things about the survey that's been extremely valuable, to be able to say, "This was like this, and now it's like this."  Corrine Parver:  We also gave the respondents the opportunity to comment throughout the survey questions. So, when it came time to look at an issue of great import, we allowed comments.  When we collated all the information, we gathered literally hundreds of different comments from our respondents, and included some of the quotes from their comments in an appendix in the Still Broken report. So, I would encourage everyone who listens to this podcast to actually go online to our website and read the report, and also the appendices, so that they can see the lasting effect of some of the experiences that they went through.  Rio Peterson:  Absolutely, and that's something that really stood out to me when I was reading the report. I think it's very often that we overlook the context surrounding these types of experiences, and I found that that really just added so much depth to understanding the issue and just understanding the experiences of those who have been impacted by sexual harassment in their workplace and just in all different ways. It was really unique, I think, the way that you've approached this. Yeah. Can you share with us some of the results of the study?  Cory Amron:  Yes, absolutely. Well, first, I guess I wanted to say some of the positive things that we saw. There were some. For instance, we asked about the culture of harassment within the person's employment setting, and as I mentioned, these are settings all across the board, everything from the judiciary to academia, to law firms and associations, the government, et cetera.  What we found was that, at the very least ... We gave them choices. They could say it was often part of the culture. In other words, it was just ubiquitous. Or they could say it was part of the culture, so it was within certain departments, or groups, or whatever. Or they could say it was rare, rarely manifested itself.  So, 30 years ago, we found that the respondents said 51% of these incidents were often, often part of the culture, 38% just various departments, and only 10% was it rare. Now, we've found, and these will be easier to see when the people read the report, 25% was often. So, it went from 51% to 25% was often.  Rio Peterson:  Wow.  Cory Amron:  So, that actually shows that there is change, and that the change is for the better. However, they also said that 48% part of the culture. So, if you add often and part together, you find what you see is that 30 years ago, 89% of these cultures had either often or in some places in the employment setting, whereas now, it's 73%, right?  Rio Peterson:  Yeah.  Cory Amron:  So, it's better, but it's obviously not right. So, that's one of the more positive aspects. Another positive aspect we saw was that, we asked about, in one place, who was doing the harassing. We found that a lot less now from professors in law school and a lot less now from judges in court. However, partners-  Corrine Parver:  And there's always a however.  Rio Peterson:  There's always a however, yeah.  Cory Amron:  However, partners and supervisors still kind of similar statistics from 30 years ago, and now, there's maybe somewhat more from clients.  Corrine Parver:  Another positive finding was that, in comparison over the 30-year span that we asked about, is that there were fewer sexual assaults and rapes nowadays than occurred in the past, although I think what we saw an increase in was a lot of verbal comments, name-calling such as the like. So, there was a plus on one side, but then again, the bubble expanded in another area where there is more name-calling and appearance criticisms, et cetera.  Cory Amron:  So, some of the negative results that we found were, as we mentioned, it's still insidious, and we called it insidious and alarming, the incidents. We'll talk about some of these things later, but the barriers to reporting were absolutely identical today as they were 30 years ago, things like, they didn't think they would be believed, or they thought they'd be retaliated against, nothing was going to happen, et cetera.  The price to the people who were harassed, and by the way, most of these people are women, not all of them, but most of them, was just devastating, and long-lasting. I mean, there was one quote where, "Even though this happened once while I was a law student over 30 years ago, it still haunts me."  So, the consequences to the people who are harassed, long-lasting anxiety in the workplace, fear of retaliation, loss of productivity, loss of confidence, and in the entire workplace, you find loss of productivity, anxiety, et cetera, things like that. So, the consequences to the workplace, even if it's not just the people who are harassed, is consequential, and in fact so consequential that we made a determination, not statistically, but that the consequences to the people who were harassed was greater than the people who were doing the harassing.  Rio Peterson:  Right. Right, and unfortunately, that sounds ... Yeah. That sounds not surprising.  Cory Amron:  Yeah, unfortunately.  Corrine Parver:  Another major finding that was a little bit surprising to us was that people at every level of the profession have experienced harassment of one form or another. Professors, judges have responded to us that in their capacity at really the highest levels of the profession still have experienced that kind of harassment.  Cory Amron:  Partners, general counsel.  Rio Peterson:  Yes. I think that was something that really disappointed and surprised me deeply. You would think that, once you reach a certain level in your career, you maybe garner enough respect that that type of behavior is curbed in others, but that doesn't seem to be the case, and I definitely found that to be very surprising and discouraging, in a lot of ways. I mean, you work really, really hard to get to where you are, and you still have to [inaudible 00:25:49] that same sort of nonsense, it's very disappointing. Yeah.  Cory Amron:  Yeah. I think we shouldn't lose sight of the fact that, at least the way that we look at this, that sexual harassment is not a sexual thing. It's a control thing. And so people find ways to control other people, whether those people are partners or associates, or supervisors, or general counsel, whatever. This is a tool that some people use to control others. So yes, it's somewhat surprising, but maybe not so if you look at it through that lens.  Rio Peterson:  Right. Absolutely. That's an excellent, excellent way to think about it. Was there any other findings that you both found surprising?  Corrine Parver:  I think the numbers that we were able to calculate on the issue of reporting sexual harassment, that was a bit surprising, that the vast majority of people don't report. Either they don't have the right circumstances in their place of employment for them to report an incident. For example, if there is someone working in a small law firm, and there is on HR department, or even if there is, it could be the spouse of one of the senior partners, or the named partner of the small firm. How do you go about doing the reporting in that circumstance? So, the numbers were really quite staggering, as far as many people not reporting incidents.  Cory Amron:  It was something like 86% currently are not reported.  Rio Peterson:  Wow.  Cory Amron:  Mm-hmm.  Rio Peterson:  Wow. That's a very large number. So, I know that the goal of this study is not only to understand these experiences, but also to take these findings and use them to impact some kind of positive change in the legal professional. So, I'm curious to know, thinking about all these points that we've just touched on, what were some of the recommendations that came about as a result of the survey?  Cory Amron:  Yeah, go ahead.  Corrine Parver:  No, go ahead.  Cory Amron:  No, you. No, you.  Corrine Parver:  There's so much that we want to say, we want to make sure we get it all in.  Cory Amron:  Right, right, right. Well, I just want to mention three, three recommendations. There were a lot of recommendations, and Corrine, please pick up after I finish. The three that I want to mention are the reporting, because of just the terrible statistics, something we call transparency, and also individual accountability.  So, the reporting, you can have the greatest policies, and training, and all that in the world, but if people don't feel comfortable reporting, and of course all the barriers that we just mentioned, then you're not going to hear about it. You're not going to be able to fix it. So, you need not only better reporting mechanisms, you need multiple reporting mechanisms, and you need support for reporting. That somewhat goes to the culture, so that has to come from the top down. I've heard male general counsels say that if you put better reporting mechanisms into place and your reporting goes up, you're actually doing a good job, because now, you're finding out about things that were happening that you did not know about before because there were too many barriers. So, reporting.  The second thing is transparency, and what that means is what the workplace knows. Oftentimes, in the statistics that we found from the survey, we found that even in the 14% of incidences that were reported, 50% of those, there was absolutely no consequence, and another 20%, the person who'd been harassed was never told what the consequences were.  So, knowing what happens and what steps the employer took is key, I think, in first of all creating a culture of A, reporting, and B, a lot less sexual harassment, but it also, everybody knows that it happened. I mean, if the employer thinks that this is under wraps and, "I'm doing my privacy thing by not telling anybody what we did," which employers do say, "Oh, privacy, and we can't tell anybody," everybody knows what has happened, and everybody needs to know that something was done about it. And it doesn't always have to be the person was fired, okay?  Which gets to individual accountability. In the most egregious cases, the person actually is let go, and if it's a law firm, sometimes what happens is they just go across the street with their clients, leaving the firm to clean up the mess, because now, there is not only somebody who's been harassed, but now, you have ... and particularly because a lot of these people are rainmakers, so you're leaving behind a lot of people who now have no work to do. And in the worst possible case, people are suing employer, and the employer now has to come up with funds to settle these lawsuits. Sometimes, the individual goes off Scott free.  So, there needs to be individual accountability. We've been looking and talking to a lot of people about the ethics requirements and disciplinary requirements, and that's okay, as far as it goes, but there has to be a lot more thought given to how to make sure that the individual is accountable for what they've done.  Corrine Parver:  So, the consequences really aren't just for the individual who was harassed, but to the location of the employment, the place of employment, whether it's even government, or a small firm, or a large firm. The business imperative exists for companies to act properly in informing the employees or partners, but the people in the workplace what has occurred, because the gossip will permeate the institution. People will know, as Cory mentioned, and so the consequences financially and otherwise are of concern.  Cory Amron:  But there are also a lot of positive things that employers can do to get ahead of the situation before it gets to that point. So, positive reinforcement for mentoring and for let's say 360 reviews to try to figure out what's going on, to putting in place conversations about what is appropriate, what is not appropriate in this particular organization. I know of general counsels who go, and magic partners, who go around to all of their offices to lead by example and talk about what the culture of the place is. So, positive reinforcement, not just always negative consequences.  Corrine Parver:  Two important recommendations that really laid the foundation for the next initiative that came out through the publication of the report and the survey findings, is that we need to come up with a creative way in order to make a shift in the landscape. Not that the teachings and videos for example that companies use to inform their employees about the latest EEOC regs or what has happened from the Supreme Court in cases, what the obligations are, the dos and don'ts, focusing mainly on the don'ts, the recommendations to engage in conversations with primarily, at least initially, with men, to involve men and to have men become active allies for their female colleagues. Out of those recommendations came our Conversations With Men initiative.  Rio Peterson:  Yes. Yes, absolutely, which is I thought just so creative. So, why don't we just, yeah, let's dive into it. Would you like to tell us a bit about it? The initiative is Conversations With Men, and so what does that look like?  Corrine Parver:  A good segue into it.  Rio Peterson:  Segue.  Corrine Parver:  Which is still going. The power of male allyship is, we deem to be, quite significant and crucial, and a lot of the work that's being done in the legal profession on these issues has been done by women, primarily. You'll have a lot of women's initiatives in law firms, women in charge of mentoring and education that really has nothing to do with the practice of law but working in legal employment settings. So, that has been something that we wanted to make sure that we were able to develop an initiative that would address those issues.  Cory Amron:  Yeah, and we did a lot of research just looking at who was doing what and what exactly were they doing in the male allyship space. We talked to some of the experts, people who've written books on the topic, and we convened some thought leaders to talk to us about what we might be able to do.  We also convened what we called an expert taskforce. We had people on that taskforce like Chai Feldblum, who was an EEOC commissioner. She was the author of the seminal work on sexual harassment in the workplace for the EEOC. Corrine mentioned that our Still Broken survey was spearheaded by Dr. Arin Reeves. We got her also to help us structure these conversations, because we wanted them to be open and honest with prompts and very thoughtful information.  But we also decided, with the help of that expert task force, that the facilitator should be ... We knew the facilitator was going to be a professional, but we decided that it was going to be a male. We thought that was important because we wanted no barrier to honest conversation. If they wanted to talk about their locker rooms, go for it, okay?  But we couldn't find a male facilitator that had this expertise. I mean, there's just a tiny handful of these people. So, we paired up a professional facilitator, who was actually a clinical law professor at Harvard of facilitation and mediation, we paired him up with Dr. Reeves, and together with Women Lawyers on Guard, we structured the sessions.  Rio Peterson:  Right. Let's talk a little bit more about those sessions. What did the mechanics of those meetings look like? I know this is still, this project is ongoing. So, how did it start? What was the first couple sessions like?  Corrine Parver:  Well, we decided that we would ask our network of women lawyers to nominate men to participate in the focus groups. We sent letters to ... Once we had the information about the men they were going to nominate, we realized quickly that everybody was very enthusiastic and accepted the invitation almost instantly.  Rio Peterson:  It's what you planned, right? [inaudible 00:39:46].  Corrine Parver:  Right. So, we convened focus groups of 10 men, and each of the focus groups met twice. They had an initial meeting with the facilitator. We also had a male note-taker who was introduced at the start of the session and then sort of was blank space afterwards, so that we were able to get notes from each of the sessions.  Cory Amron:  Anonymous, by the way.  Rio Peterson:  Right.  Corrine Parver:  The people did not know each other, who were in the groups. We made sure that the groups were diverse in every respect you could think, area of the country, legal place of employment, seniority, and the like.  Cory Amron:  Race, ethnicity.  Corrine Parver:  Ethnicity. Yeah. We tried to over every-  Cory Amron:  We had gay guys. We had a disabled person. Yeah.  Corrine Parver:  We had professors. We had judges, partners in law firms, general counsel of corporations. So, we had 50 people in the five focus groups. They met twice officially, and the facilitator had a curriculum and encouraged ... Really, it wasn't a lecture type of curriculum. It wasn't professorial. It was a true conversations that were structured over issues of sexual harassment.  Rio Peterson:  Right, and so for the first session, they would have a discussion and talk about things, and then what happened in the second session?  Cory Amron:  Well, first of all, before they got to the first session, they were told that they should read Still Broken.  Rio Peterson:  Got it.  Cory Amron:  We gave them a bunch of resources to look at, but Still Broken was at the top of the list. So, the conversation centered around what was happening and what they had read, what they had experienced, the types of prompts that was structuring the discussion. By and large, these were guys who obviously had ... well, had been nominated, right? So, they wanted to be there. By and large, they were shocked and credulous. They were just like, "Wow, really?" Because again, they were the ones that really weren't seeing it, for the most part. There were some that were working in their places of employment on these issues, but for the most part, these were people who were not seeing it.  So, in between the first and the second session, they were asked to talk to women in their lives, their relatives, their colleagues at work, their neighbors, whatever, just to ask them, "Just talk to me about sexual harassment." Not were you sexually harassed, but just talk to me.  To a person, when they came back into the second session, they were blown away. Absolutely blown away. They had no idea that their wife, let's say, this was the way she comported herself, or this is what the experiences that she has seen, or just that part of their life, their lived life. So, they were extremely, very, very impacted by this.  Rio Peterson:  Right. So, you mentioned that initially, this was two sessions, but that these conversations are still continuing today. Can you tell me a little bit about that?  Corrine Parver:  Well, we had provided the men with some active ally actions that they could take once the two sessions, two conversations were complete, and it was an extensive list of things that they could do. About a dozen or so of the 50 men decided that they wanted to continue the conversations with the facilitator, and they've been meeting now how long, Cory? Over a year.  Cory Amron:  Over a year and a half.  Corrine Parver:  Yeah, with a facilitator.  Cory Amron:  Every month.  Corrine Parver:  Once a month, every month. We are now seriously trying to plan the next cohort of 50 men.  Rio Peterson:  Yeah. Did it surprise you that they wanted to continue the conversation?  Corrine Parver:  Yeah.  Rio Peterson:  Yes?  Corrine Parver:  Yeah. Yeah. We were constantly getting feedback, whether through the notes from the note-taker or from our conversations with the facilitator, which we held religiously. Some of the discussions also entered into the area of gender discrimination and the role of women in the legal profession, which was fine with us, if the conversations expanded to include that type of discussion. The facilitator always brought the focus back into what are the active ally actions were they engaging it, et cetera? So, they didn't veer too far off of the topic, but they obviously were seeing changes that they were able to impart within their places of employment, and they were just enjoying the comradery that was developed and, "This is what happened to me and my firm," type of discussions.  Rio Peterson:  Right.  Cory Amron:  One thing that I also appreciated and would not have otherwise appreciated was how they talked about the nuances of what maybe ... Like if you were a bystander, and you saw this happening, they brought a lot of that into these discussions and talked over, "Oh, what should I have done?" Or, "What did I do, and was that the right thing to do?"  Talking about these nuances, I think made them realize that you know, not every situation is the same, and you just don't have one script that you can work off of in every single situation. So, I thought that was fascinating, that they came to that realization and were very, very attuned to not necessarily what they wanted to do, but what the person that was being harassed, I hesitate to say needed, but from that person's perspective, what might the bystander do?  Rio Peterson:  Yeah, what could be helpful or useful in the moment.  Cory Amron:  Yes. Right.  Corrine Parver:  Which is what led us to develop a Bystander Intervention Toolkit, which we're in the process of finalizing.  Rio Peterson:  Oh, fantastic. I think that's such an important way to help people frame a situation, is perhaps not so much think about yourself in that moment, but how can I be of service? How can I be helpful? And also, the importance of recognizing it's a dynamic issue. There is not a one-size-fits-all solution for every situation, and that's a really powerful tool. I mean, it sounds like it's inspired some pretty tangible, positive change, really, at the end of the day.  Corrine Parver:  Right.  Rio Peterson:  I'm curious to know, how does that make you both feel? Do you feel accomplished and fantastic about that? Because you should. It's pretty amazing.  Corrine Parver:  Thank you. I think the bystander toolkit will really be of help, particularly when these occurrences take place in a group setting. One of the things, the surprising things also that we discovered was that it's not just in a single office with one-on-one interactions. It could happen, and does happen, in group settings.  So, if you're a fella, and there's five guys around and one woman, and someone makes an untoward comment, how should you react? What are the things that you could say or do in the moment to diffuse a situation or, "We don't talk like that around here," or things like that, you know? "That's very surprising you should make a comment like that," and the like.  Cory Amron:  And actually, sometimes they are coming to the realization that the person who's being harassed has it under control and that it's best not to be the knight in shining armor zapping in or whatever, being patronized or whatever. So, that's also an important perspective, trying to discern the difference between those situations. It's hard.  Rio Peterson:  Right, trying to navigate the nuances.  Cory Amron:  Mm-hmm.  Rio Peterson:  Certainly not a map we're all just born with, so it's very, very important. Oh, that's fantastic. So, we've got the bystander toolkit coming up, where you're working on facilitating a second round of conversations with men. What else is next? Is there more on the horizon for Women Lawyers on Guard?  Cory Amron:  Go for it.  Corrine Parver:  Well, I don't know that we can talk too much without getting our board approval on that.  Rio Peterson:  So yes, but to be coming soon.  Corrine Parver:  But I think in the other areas that we're working on, the reproductive healthcare rights, is a never-ending avenue for us to give our assistance. There's been so many court cases that have altered the landscape, and so that is something that's taking up a fair amount of our time right now, as well.  Rio Peterson:  Right. Absolutely. It's a massive mountain to scale, that one. Yeah. Well, this is fantastic. I know we've got just a couple more minutes left. I would love for you to tell us how people can get involved with Women Lawyers on Guard. Where can they find you? How can they lend their support?  Corrine Parver:  That's a wonderful question to end with.  Cory Amron:  Well first, if there's anybody who would like to nominate a guy for our upcoming sessions, we would love to hear from them. My email address is C Amron, so camron, C-A-M-R-O-N @womenlawyersonguard.org. So, we'd really love to hear your nominations.  Corrine Parver:  And we'd love to have you join us. There is no fee to join Women Lawyers on Guard. The website is www.womenlawyersonguard.org, where you can see all the reports of the work that we've accomplished thus far and also take a look at some of the amicus briefs that we've participated in. That's all online. We would love to have your listeners join our mighty band.  Rio Peterson:  And we would love for them to do that, as well, and we'll make sure to put the website and your email, Cory, in the show notes so that if anybody would like to get in touch, they have an easy way to do that, and definitely nominate someone to participate in more Conversations With Men. That'd be fantastic. Well, thank you both so much. This has been really incredible. It's really incredible work that you're both doing, and I'm very happy we got to discuss it today.  Cory Amron:  Well, thank you.  Corrine Parver:  Thank you. We really appreciate you inviting us.  Cory Amron:  Yes, and ALPS has been a stalwart supporter of ours, so we're very appreciative about that.  Rio Peterson:  Oh, wonderful. Well, hopefully once you have the toolkit out and the next round of Conversations With Men, we can do this again, keep the conversation going.  Cory Amron:  Sounds good.  Corrine Parver:  That's a date. Thank you.  Rio Peterson:  Wonderful. All right. Thank you so much, everyone, and this has been episode 83 of In Brief, and we will see you next time. There we go. We're done.  Corrine Parver:  Yay.  Rio Peterson:  Wonderful. Oh, thank you both so much. That was fantastic.  Corrine Parver:  I'm glad that you found it worthwhile. Good.  Rio Peterson:  Yeah, absolutely.  Cory Amron:  Yeah. Thank you for your enthusiasm. It wasn't just like, "Oh, let's see, what's the next question?"  Rio Peterson:  Well, it's definitely something I feel is very important, and it hits close to home in a lot of ways. I'm just so blown away just reading through Still Broken and the Conversations With Men. It's just such a fascinating approach, too. The way you've tackled this issue, it's really inspiring. I've really, really enjoyed digging into your work and getting to talk with you both about this.  Corrine Parver:  Thank you.  Cory Amron:  Thank you, especially because there have been some who have looked at the construct that we're trying to bring forth, which is active male allies, and said that they can't ... not that they can't support the initiative, but they can't use their DEI dollars for it because it doesn't either A, they can't see the obvious impact on women, or B, they can't spend money on something that is just male-oriented. I'm like, "But you don't see the tunnel."  Corrine Parver:  Yeah, very frustrating.  Cory Amron:  Yeah, it is. It's very frustrating.  Rio Peterson:  There's a very larger picture you're not seeing there.  Cory Amron:  Yeah.  Corrine Parver:  And for us, the funding issue becomes an issue. It's very important that we can be able to garner sufficient funds to keep these programs going, because we don't have a fee to belong to the organization. So, like what ALPS has given us in contributions has been very important.  Rio Peterson:  All right. Well, hopefully we can keep that going, keep that support coming.  Cory Amron:  Thank you so, so much.  Corrine Parver:  Thank you.  Rio Peterson:  Absolutely.  Cory Amron:  Great to see you.  Rio Peterson:  Great to see you both. So, I will let you know when the episode publishes and we can tag you in the social posts, and get the word out there. Yeah.  Cory Amron:  Great. Great.  Corrine Parver:  Thank you.  Cory Amron:  Great. Thank you.  Rio Peterson:  Thank you both so much. I hope you guys have a great day.  Cory Amron:  Thanks. You, too.  Corrine Parver:  Bye.  Rio Peterson:  Bye-bye. 

Dr. Gallagher joins Dr. Cima Sater, BDS, current doctor of dental surgery and host of The Dental Talk podcast. Dr. Gallagher and Dr. Sater speak about oral surgery routes, patient treatment, and the future implications for dentistry.

Emanuel Bomfim e Leandro Cacossi conversam com Ale Sater, que fala sobre seu mais recente EP solo, 'Fantasmas', o show no Blue Note que ocorre em 27 de março, novidades da carreira, influências e mais.See omnystudio.com/listener for privacy information.

Hello Listener, This month, we discuss cane berries with University of Maryland Extension Agriculture Agent for Wicomico County, Dr. Haley Sater. Some berry good resources: Mid-Atlantic Berry GuideHaley's Fact sheet new fact sheet - Start Growing Thornless Blackberries UME Home and Garden Information Center Fruits for the Home Garden webpage.We also have our: Native Plant of the Month - Spring beauties- Claytonia virginica (~31:35)Bug of the Month –  Spotted Wing Drosophila  (~ 36:20)Garden Tips of the Month – (~42:20)We currently have an open survey for ALL listeners; whether you've listened to all of our episodes, or this is your first time. We developed an evaluation to find out if the information we share on the podcast has made a difference in your practices at home. We promise that it is a short, easy 5 min survey, and we even have exclusive podcast stickers to give to those who participate. We are so thankful for the feedback, and we appreciate you tuning in for the podcast! You can take our survey here.  If you have any garden-related questions, please email us at UMEGardenPodcast@gmail.com or look us up on Facebook at https://www.facebook.com/GardenThymePodcas. For more information about UME and these topics, please check out the UME Home and Garden Information Center and Maryland Grows Blog at https://marylandgrows.umd.edu/. The Garden Thyme Podcast is brought to you by the University of Maryland Extension. Hosts are Mikaela Boley- Principal Agent Associate (Talbot County) for Horticulture, Rachel Rhodes- Senior Agent Associate for Horticulture (Queen Anne's County), and Emily Zobel-Senior Agent Associate for Agriculture (Dorchester County).Theme Song: By Jason Inc, University programs, activities, and facilities are available to all without regard to race, color, sex, gender identity or expression, sexual orientation, marital status, age, national origin, political affiliation, physical or mental disability, religion, protected veteran status, genetic information, personal appearance, or any other legally protected class. 

Your first backpacking trip comes with a lot of hacks, naivety, excitement and fear. Hear the approaches of 5 women of various ages prepare for an upcoming Yosemite hiking trip. Personalities come alive in methods of training (including a dutch oven) and preparation for tackling El Capitan. Novice to experienced with varying degrees of certainty and confidence. One thing is we all have in common? Feeling absolutely privileged for this experience and grateful for the new friendships that have bloomed.We Do This For Fun welcomes: Sarah Julius (the experienced hiker), Sydnee Ceballos (Gen Z), Devinna Hansen (very prepared), and Darbiene Sater (Dutch Oven). @wildlandtrekking here we come!@lecreuset thank you for being more than just amazing cookware.https://www.instagram.com/ospreypacks/https://www.instagram.com/visitbentonville/https://www.instagram.com/seatosummit/https://www.instagram.com/zacefron/?hl=enhttps://www.instagram.com/darinolien/

Tentei juntar no mesmo lugar Teixeira, Sater e Montenegro, mesmo sabendo que o belo já é belo e o perfeito por si só se agiganta, mas como um grito na garganta a perfeição com toda sua generosidade vira luz. Ensinamentos para uma vida, Teixeira e Sater na poesia e Montenegro na música, perfeição que não se traduz. Obrigado. --- Send in a voice message: https://podcasters.spotify.com/pod/show/edmundonesi/message

Elizabeth T. Smith Bio

In this special edition of Lung Cancer Considered, three oncologists and lung cancer experts explore lung cancer in the Middle East (North Africa), spoken in Arabic. Host Dr. Nagla Karim, MD, PHD, Director of the Phase I Program at the Inova Schar Cancer Institute welcomes guests Dr. Abdelrahman Mohamed, MD, Head of Thoracic Surgery, NCI at Cairo University and Dr. Houssein Abdul Sater, MD, Physician Scientist, Immuno-Oncology and Regional Research Director, Cancer Institute at Cleveland Clinic Florida.

Neste episódio, Giuliana Girardi conversa com o cantor e ator Gabriel Sater, o peão Trindade da novela 'Pantanal'. A veterinária Rita Ericson também participa da conversa e orienta sobre bem-estar animal.

Cultura em pauta 07.10

Eu e a psicóloga - também especialista em sexualidade - Cristiane Sathler, conversaremos sobre como os primeiros meses e anos de pessoas recém casadas; algo quase nunca dito, mas muitas vezes sofrido por aqueles(as/es) que resolvem construir uma nova família. Siga e interaja: https://www.instagram.com/prazer_em_saber www.prazeremsaber.com.br --- Send in a voice message: https://anchor.fm/prazeremsaber/message

Gabriel Sater, músico e ator by Rádio Gaúcha

Gabriel Sater, sim o cramulhão de Pantanal esteve entre nós! E ainda: LGPD na política, o que pode e o que não pode.

Gabriel Sater, sim o cramulhão de Pantanal esteve entre nós! E ainda: LGPD na política by Rádio Gaúcha

O ator, cantor e compositor Gabriel Sater, o Trindade de 'Pantanal', fala sobre o sucesso da novela e a experiência de interpretar o mesmo personagem que seu pai, Almir Sater, interpretou décadas atrás.

No podcast Novela das 9, Gabriel fala da sensação de herdar o mesmo papel que foi de Almir na primeira versão de Pantanal, enquanto Almir elogia a atuação do filho e fala do chalaneiro que interpreta na história reescrita por Bruno Luperi. E tem muito mais! Dê o play para ouvir o papo na íntegra!

This special series highlights AHLA leaders who discuss key moments in their careers, current and future trends in health law, and AHLA's role in their professional development. In this episode, Chip Hutzler, Director, Horne LLP, speaks with Suzanne Scrutton, Partner, Vorys Sater Seymour & Pease LLP. Suzanne is a member of AHLA's Board of Directors. Suzanne talks about how her first job out of law school working for the Ohio state government proved useful to her current practice, her path to behavioral health law, being the main contact for the trade association representing providers for individuals with developmental disabilities, her advice for handling litigation with the government, and what she wants her “walk-in music” to be when she enters a room.Sponsored by Horne LLP.

Welcome to episode eight soul stars! We are so excited to introduce you to this week's special guest. He is a man of love and divine light. Our (and now your) soul brother; Gabriel Sater. We break down all things love. Divine union, divine friendship, masculine energy and the patriarchal latter. How to feel confident as a masculine in shining your light and being free in your sovereignty and so much more. As always, we hope you take what resonates, and leave what does not. Gabriels message to all: “Love is within you. Remember this when you begin seeking it elsewhere. You are love. And you can create exactly what you seek.”

Steven Sater is the author and lyricist of Spring Awakening, winner of eight Tony Awards on Broadway and produced in 25 countries around the world. He has also collaborated with Duncan Sheik on Umbrage (HERE); Nero (Magic Theatre, New York Stage and Film); The Nightingale (La Jolla Playhouse and American Conservatory Theater); and the critically acclaimed album Phantom Moon (Nonesuch). Other plays include the long-running Carbondale Dreams; Perfect For You, Doll (Rosenthal Prize); Umbrage (Steppenwolf New Play Prize); A Footnote to the Iliad (New York Stage and Film); Asylum (Naked Angels); and a reconceived musical version of Shakespeare's Tempest (Lyric Hammersmith). He is currently at work with Burt Bacharach on a new musical as well. Additionally, Sater works as a pop/rock lyricist and screenwriter (the forthcoming Chitty Chitty Bang Bang remake for Sony Pictures). Tony Awards for Best Book and Best Score, the Drama Desk and Outer Critics' Circle awards for Best Lyrics, the 2008 Grammy Award for Best Musical Show Album and the 2010 Olivier Award for Best New Musical for Spring Awakening. His most recent project includes  the Grammy nominated  album Some Lovers , co written with Burt Bacharach. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Elizabeth T. Smith Bio

Hi Listener,In this month's episode, we talk about all things fall. Including Chrysanthemum, some fun facts about pumpkins (10:45), and some fun varieties of gourds and pumpkins you might try growing in your garden next year (16:55). Native Plant of the Month: White Oak - Quercus alba (25:40) Bug of the Month: Orb-weaver spiders (28:25)Vegetable Garden Tips of the Month: Garden clean up, seed collecting, digging up summer bulbs (33:00) Resource link: University of Wisconsin-Madison Extension Storing Tender “Bulbs” for Winter For more information about University of Maryland Extension and these topics, please check out the Home and Garden Information Center website at https://extension.umd.edu/hgicIf you have any garden questions you like us to talk about you can email us at UMEGardenPodcast@gmail.com Episode Image: Pumpkins and Cat by H. Sater, UME

In this episode we'll examine the intersection of the law and the coronavirus pandemic. Donna Haynes and Carey Jordan of Vorys, Sater, Seymour and Pease LLP discuss COVID-related innovations, including vaccine development and energy industry trends. Then, Henry Gonzales, Executive Director of the Harris County Juvenile Probation Department, and Professor Ellen Marrus, Director of the Center for Children, Law & Policy at the University of Houston Law Center, take our listeners inside the Harris County Juvenile Justice System. After listening to this episode, Houston Bar Association members can visit hba.org/watchcle for information to obtain CLE credit.Views expressed by the participants of this program are their own and do not necessarily reflect the views of the editors of The Houston Lawyer or the Houston Bar Association.

Please enjoy the final installment of the two-part "snackable" podcast series which is focused on highlighting those in the field whom has recently been promoted to a director or C level position or changed firms in those roles. You will learn how they dealt with their new teams and lawyers, crafted their transition plans and share advice for others who in a similar situation. Host: @Scott David - Senior Manager - Service Support at Vorys, Sater, Seymour and Pease LLP  Interviewee: @Adriana De Marco - Director, Knowledge Management & Innovation at Stikeman Elliott LLP

Please enjoy the final installment of the two-part "snackable" podcast series which is focused on highlighting those in the field whom has recently been promoted to a director or C level position or changed firms in those roles. You will learn how they dealt with their new teams and lawyers, crafted their transition plans and share advice for others who in a similar situation. Host: @Scott David - Senior Manager - Service Support at Vorys, Sater, Seymour and Pease LLP  Interviewee: @Stephen Dooley - Director of Electronic Discovery and Litigation Support at Sullivan & Cromwell LLP 

Please enjoy this exciting "snackable" podcast series which is focused on highlighting those in the field whom has recently been promoted to a director or C level position or changed firms in those roles. You will learn how they dealt with their new teams and lawyers, crafted their transition plans and share advice for others who in a similar situation. Host: Scott David - Senior Manager - Service Support, Vorys, Sater, Seymour and Pease LLP  Speaker:  Matthew Krengel - Director of Information Retention Counseling at Cooley LLP Recorded on 4-5-2019  

Please enjoy this exciting "snackable" podcast series which is focused on highlighting those in the field whom has recently been promoted to a director or C level position or changed firms in those roles. You will learn how they dealt with their new teams and lawyers, crafted their transition plans and share advice for others who in a similar situation. Host: Scott David - Senior Manager - Service Support, Vorys, Sater, Seymour and Pease LLP  Speaker:  Ginevra Saylor - National Director, Innovation Programs, Gowling WLG (Canada) LLP

Welcome to the Spring edition of the ILTA podcast “HopsCast.” Our guest today is Joshua Wulf. Josh is a Litigation Technology Analyst at Vorys, Sater, Seymour and Pease LLP, and is based out of Cincinnati. He's joining us today to talk about changing job roles, tackling new challenges head-on, innovation, ILTA, sports and how they relate to life, and assorted other fun facts.

Welcome to the second installment of The Paradox of Succession Planning. In this podcast we discuss mentoring and managing up. Give it a listen and be sure to take the survey to help steer our third and final conversation in this series. You may also be interested in reading the first installment, "How to Mentor Yourself Out of One Job and On to the Next Job". Speakers: Joy Heath Rush - CEO, ILTA Doreen Watt - Project Manager, Vorys, Sater, Seymour and Pease LLP

Download Episode! For active teachers, the word “retirement” likely stirs up many emotions; hope, joy, anticipation, and a sense of finally arriving at the mythical “one day” that they have dreamed about. But it may also bring about some fear and anxiety about “what do I do now?” My guest today is a recently retired teacher who is reflecting on his 38 years of music education in the public schools and sharing about his life after retirement. Scott Sater spent his career teaching in Backus, Pine River- Backus, and Shakopee public schools in Minnesota. He has a ton of great insights and wisdom to share from his time teaching and I am confident that you will walk away from this episode feeling refreshed, encouraged, and inspired by what he has to share. Scott is proof that you can have a fulfilling and meaningful career and go off into the sunset on your own terms. This could not be a better way to start the 2019 calendar year. I hope that you enjoy! A small note- I did some reorganizing of my office during winter break and due to moving things around I reset my microphone placement. I ended up with a bit of an echo and an odd humming sound on my side of this conversation. This has been fixed now, but it did affect our audio quality a little bit. Alright, let's jump into my conversation with Scott Sater. Episode Overview Introduction, background & overview of teaching career (0:00) Why music education? (05:50) Favorite teaching memories (09:27) Have students or the school system changed in 38 years? (14:20) A Second MA - Teaching & Learning (20:21) Can we be someone outside of our career? (24:12) Sons and daughters in your program (28:35) Teaching strengths (34:27) Getting through the thick of it (42:12) Favorite repertoire (48:28) Student motivation (51:10) Thoughts on retirement and the Re-Creation Era (56:30) What kind of legacy did you hope to leave with your students? (1:08:12) Favorite Book(s) (1:12:09) The Art of Possibility: Transforming Professional and Personal Life, Benjamin and Rosamund Zander Teaching Music through Performance in Beginning Band Teaching Music through Performance in Middle School Band Teaching Music through Performance in Band, Vol. 1 (Second Edition) Etc..... Advice for new band directors (1:14:46) What makes a great band program? (1:19:53) Wow! I am not sure about you, but I have about 5 pages of notes from that conversation with Scott Sater. I hope that you enjoyed it as much as I did. If you haven't done so, be sure to hit subscribe to this podcast on whatever platform that you are listening on. If you are on Facebook, head out and hit like the podcast page. If you found value in this episode or any other episodes, consider leaving a review on Itunes, Facebook, or the podcast website. Any resources mentioned in the show will also be found in the show links so you can head out and get copies of the books that Scott Mentioned. If you know of someone that you think would make a great guest on the Band Director's Lounge, please send me a message on facebook or to my email listed in the shownotes. Thanks for tuning into this episode! I hope to see you back here for our next conversation in The Band Director's Lounge. Other Resources Scott Sater (Guest) Logan Burnside (Show Host) http://thebanddirectorslounge.com (Podcast Website) https://www.facebook.com/TheBandDirectorsLounge/ (FB Website) The Transformative Power Of Classical Music, Benjamin Zander Nominate someone to be interviewed Support The Band Director's Lounge Eargasm Earplugs Audible - 30 days free + 2 free books Donate to support the podcast Books mentioned in this episode The Art of Possibility: Transforming Professional and Personal Life, Benjamin and Rosamund Zander Teaching Music through Performance in Beginning Band Teaching Music through Performance in Middle School Band Teaching Music through Performance in Band, Vol. 1 (Second Edition) Etc..... Books from episodes Other Resources Scott Sater (Guest) Logan Burnside (Show Host) https://www.facebook.com/pg/TheBandDirectorsLounge/ (Facebook)

As we enter and rise through the ranks of our organizations, we face the opportunities and challenges afforded by two separate yet interlaced aspects of employment: professional development, bettering ourselves and accomplishing goals, and leadership, the responsibility of finding ways to best serve those whom we manage and help them accomplish their goals. To explore this further, we asked three of your ILTA peers to share their experiences, advice and tips. Read the article that summarizes all three perspectives in the Winter 2016 Peer to Peer.  Featured in this episode: Brian Donato, Chief Information Officer at Vorys, Sater, Seymour and Pease LLP, speaks about leadership.