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We make every effort to check and test material at all stages of production. It is always recommended to run an anti-virus program on all material downloaded from the Internet. We cannot accept any responsibility for any loss, disruption or damage to your data or computer system, which may occur while using material derived from this website.
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Your use of any information or materials on this website is entirely at your own risk, for which we shall not be liable. It is your responsibility to ensure any products, services or information available through this website meet your specific requirements.
We do not warrant the operation of this site will be uninterrupted or error free, that defects will be corrected, or that this site or the server that makes it available are free of viruses or represent the full functionality, accuracy and reliability of the materials. In no event will we be liable for any loss or damage including, without limitation, loss of profits, indirect or consequential loss or damage, or any loss or damages whatsoever arising from the use, or loss of data, arising out of – or in connection with – the use of this website.
Last Updated: October 1, 2023
New San Cai Inc. (hereinafter “The Middle Land,” “we,” “us,” or “our”) owns and operates www.themiddleland.com, its affiliated websites and applications (our “Sites”), and provides related products, services, newsletters, and other offerings (together with the Sites, our “Services”) to art lovers and visitors around the world.
This Privacy Policy (the “Policy”) is intended to provide you with information on how we collect, use, and share your personal data. We process personal data from visitors of our Sites, users of our Services, readers or bloggers (collectively, “you” or “your”). Personal data is any information about you. This Policy also describes your choices regarding use, access, and correction of your personal information.
If after reading this Policy you have additional questions or would like further information, please contact us.
PERSONAL DATA WE COLLECT AND HOW WE USE IT
We collect and process personal data only for lawful reasons, such as our legitimate business interests, your consent, or to fulfill our legal or contractual obligations.
Information You Provide to Us
Most of the information Join Talents collects is provided by you voluntarily while using our Services. We do not request highly sensitive data, such as health or medical information, racial or ethnic origin, political opinions, religious or philosophical beliefs, trade union membership, etc. and we ask that you refrain from sending us any such information.
Here are the types of personal data that you voluntarily provide to us:
As a registered users or customers, you may ask us to review or retrieve emails sent to your business. We will access these emails to provide these services for you.
We use the personal data you provide to us for the following business purposes:
Information Obtained from Third-Party Sources
We collect and publish biographical and other information about users, which we use to promote the articles and our bloggers who use our sites. If you provide personal information about others, or if others give us your information, we will only use that information for the specific reason for which it was provided.
Information We Collect by Automated Means
Log Files
The site uses your IP address to help diagnose server problems, and to administer our website. We use your IP addresses to analyze trends and gather broad demographic information for aggregate use.
Every time you access our Site, some data is temporarily stored and processed in a log file, such as your IP addresses, the browser types, the operating systems, the recalled page, or the date and time of the recall. This data is only evaluated for statistical purposes, such as to help us diagnose problems with our servers, to administer our sites, or to improve our Services.
Do Not Track
Your browser or device may include “Do Not Track” functionality. Our information collection and disclosure practices, and the choices that we provide to customers, will continue to operate as described in this Privacy Policy, whether or not a “Do Not Track” signal is received.
HOW WE SHARE YOUR INFORMATION
We may share your personal data with third parties only in the ways that are described in this Privacy Policy. We do not sell, rent, or lease your personal data to third parties, and We does not transfer your personal data to third parties for their direct marketing purposes.
We may share your personal data with third parties as follows:
There may be other instances where we share your personal data with third parties based on your consent.
HOW WE STORE AND SECURE YOUR INFORMATION
We retain your information for as long as your account is active or as needed to provide you Services. If you wish to cancel your account or request that we no longer use your personal data, contact us. We will retain and use your personal data as necessary to comply with legal obligations, resolve disputes, and enforce our agreements.
All you and our data are stored in the server in the United States, we do not sales or transfer your personal data to the third party. All information you provide is stored on a secure server, and we generally accepted industry standards to protect the personal data we process both during transmission and once received.
YOUR RIGHTS/OPT OUT
You may correct, update, amend, delete/remove, or deactivate your account and personal data by making the change on your Blog on www.themiddleland.com or by emailing our customer service. We will respond to your request within a reasonable timeframe.
You may choose to stop receiving Join Talents newsletters or marketing emails at any time by following the unsubscribe instructions included in those communications, or you can contact us.
LINKS TO OTHER WEBSITES
The Middle Land include links to other websites whose privacy practices may differ from that of ours. If you submit personal data to any of those sites, your information is governed by their privacy statements. We encourage you to carefully read the Privacy Policy of any website you visit.
NOTE TO PARENTS OR GUARDIANS
Our Services are not intended for use by children, and we do not knowingly or intentionally solicit data from or market to children under the age of 18. We reserve the right to delete the child’s information and the child’s registration on the Sites.
PRIVACY POLICY CHANGES
We may update this Privacy Policy to reflect changes to our personal data processing practices. If any material changes are made, we will notify you on the Sites prior to the change becoming effective. You are encouraged to periodically review this Policy.
HOW TO CONTACT US
If you have any questions about our Privacy Policy, please contact customer service or send us mail at:
The Middle Land/New San Cai
100 Wilshire Blvd., 7th Floor
Santa Monica, CA 90401
USA
The Michelin brothers created the guide, which included information like maps, car mechanics listings, hotels and petrol stations across France to spur demand.
The guide began to award stars to fine dining restaurants in 1926.
At first, they offered just one star, the concept was expanded in 1931 to include one, two and three stars. One star establishments represent a “very good restaurant in its category”. Two honour “excellent cooking, worth a detour” and three reward “exceptional cuisine, worth a
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Standards are Key to Success, Enforce Them
View of some of Harvard University's historic buildings. (Photo: © Marcos Souza/Dreamstime.com)
By Laura Hollis
Dr. Claudine Gay has resigned as president of Harvard University.
A tepid nonresponse to congressional questioning about opposing antisemitism and calls for genocide of Jewish people on college campuses was enough to doom Liz Magill, former president of the University of Pennsylvania. But Dr. Gay survived that fray, only to be done in by evidence of multiple instances of plagiarism in her scholarship, including her Ph.D. dissertation.
In her resignation letter, Dr. Gay opted not to address the plagiarism (which the Harvard Corporation — its governing body — had referred to as “missteps,” “inadequate citation” and “duplicative language”), but defended her own academic standards and expressed hope for a brighter future in her continued role as a faculty member.
But the circumstances surrounding Gay’s resignation seem more likely to expose the deep fissures between academia and the rest of society.
Some at Harvard had bitterly complained about the university’s hypocrisy — that the grace and forgiveness offered to Gay in the wake of her evident plagiarism would not have been extended to students under Harvard’s own plagiarism policies. (Harvard’s history of enforcing plagiarism standards against faculty — even prior to the present controversy — has been spotty.)
Others are happy to see Gay go, assuming that the antipathy to Jewish students will abate now that she is out of the president’s office.
Still others admit but downplay Gay’s plagiarism, bemoaning the fact that it was exposed by political conservatives. (Academic standards are necessary, of course, until they are “weaponized” by the Right.)
And it was inevitable that some would ignore the issues of plagiarism and hostility to Jews on college campuses and go straight to accusations of racism.
Ibram X. Kendi, a bestselling author and professor at Boston University, posted on Instagram: “Racist mobs won’t stop until they topple all Black people from positions of power and influence who are not reinforcing the structure of racism.”
There is much to unpack in that statement.
First, implicit in Kendi’s social media post is the notion that a “white” person — male or female — would not have suffered the same fate in similar circumstances. Liz Magill’s resignation — even without evidence of plagiarism — disproves that. And plagiarism has long been considered gravely serious, if not the “kiss of death” to any faculty career.
Second, Kendi’s statement implies that Black academics cannot succeed if held to the same academic standards as others, which is both insulting and demonstrably false.
But Kendi’s loudest accusation — that Gay’s critics are racists — is also the most insidious: It is racist to have academic standards. It is racist to enforce them — at least against Blacks and other minorities.
Kendi is probably the premier academic voice promoting what he calls “antiracism” — an ideology which states that any system in which minorities do not perform as well as “whites” must be racist. The “antiracism” movement is closely tied to concepts of “white privilege,” and attacks on academic standards are part and parcel of both ideologies.
But Kendi is not the only person pitching the notion that academic standards applied to minorities is “racist.” That ideology entered our primary and secondary schools a long time ago.
If Black or other minority students are underperforming according to traditional academic standards, the theory goes, the standards themselves must be “racist.” English is racist. Reading is racist. Even math is racist.
The state of Oregon recently lowered the bar even further, eliminating the requirement to show “mastery” (however defined) in reading, writing or math in order to graduate from high school. These requirements were eliminated (just for a few years, they say), because those standards discriminated against “students of color,” those with disabilities or for whom English is a second language.
Has anyone who thought this was a good idea considered its implications? What will employers think they are getting now, if they hire a graduate of Oregon public schools? Can they read? Can they write? Can they operate a calculator or check sales invoices for mathematical errors?
What are colleges getting — particularly colleges that have made their application processes SAT- or ACT-optional? What assurances are there that the students admitted will be able to successfully complete a rigorous college curriculum? When they cannot do so, what then?
The unspoken implications of lowering standards are many, and serious.
First, blaming academic standards and “systemic racism” allows educators and administrators to avoid confronting the real reasons why students are underperforming, or failing outright. Without honest assessments of the causes for failure, the problems are never addressed, and the students most affected by these causes continue to fail.
Second, lowering or eliminating standards avoids the uncomfortable conversations about why so many of our teachers are unwilling to educate underperforming students — or frankly incapable of doing so.
Third, it permits the infusion of all kinds of fluff and nonsense into the K-12 curricula, like promoting gender confusion or defending pornographic books in the school library.
Fourth, the reduction or elimination of standards is never limited to disadvantaged, impoverished or minority students; eventually, it spreads to all students at every level of education, and impacts those who attend college, as well as entrants into the workplace and the professions.
The answer is to stand up to those who attack academic rigor and educational standards as “racist” and expose their ideologies as the corrosive forces that they are.
Everyone involved with education, from preschool through graduate school, needs to raise expectations about student behavior and student performance, not lower them.
The key to success in America lies not in believing that standards are tools of racism, but milestones that anyone can achieve with the right support.
Laura Hollis is a professor of teaching at the Mendoza College of Business, as well as a professor of business law and entrepreneurship at Notre Dame. Her career as an attorney has spanned 35 plus years. Her legal publications have appeared in the Temple Law Review, Cardozo Law Review and the Cornell Journal of Law and Public Policy. She has written for The Detroit News, HOUR Detroit magazine, Townhall.com, and The Christian Post.
Original article: Newsmax
Tag
academic racism Claudine Gay Harvard University
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