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This version was the precursor to the multimedia features available in Windows 3. The features listed above and growing market support from application software developers made Windows 3. Support was discontinued on December 31, Its API was incompatible with Windows.

Version 1. They cooperated with each other in developing their PC operating systems, and had access to each other’s code. After an interim 1. Microsoft would later imitate much of it in Windows Still, much of the system had bit code internally which required, among other things, device drivers to be bit code as well. It also removed Real Mode, and only ran on an or better processor.

Later Microsoft also released Windows 3. In and , Microsoft released Windows for Workgroups WfW , which was available both as an add-on for existing Windows 3. Windows for Workgroups included improved network drivers and protocol stacks, and support for peer-to-peer networking.

There were two versions of Windows for Workgroups, WfW 3. Unlike prior versions, Windows for Workgroups 3. All these versions continued version 3. Even though the 3. The Windows API became the de facto standard for consumer software. On December 31, , Microsoft declared Windows 3. Meanwhile, Microsoft continued to develop Windows NT. This successor was codenamed Cairo. In hindsight, Cairo was a much more difficult project than Microsoft had anticipated and, as a result, NT and Chicago would not be unified until Windows XP —albeit Windows , oriented to business, had already unified most of the system’s bolts and gears, it was XP that was sold to home consumers like Windows 95 and came to be viewed as the final unified OS.

Driver support was lacking due to the increased programming difficulty in dealing with NT’s superior hardware abstraction model. This problem plagued the NT line all the way through Windows Programmers complained that it was too hard to write drivers for NT, and hardware developers were not going to go through the trouble of developing drivers for a small segment of the market. Additionally, although allowing for good performance and fuller exploitation of system resources, it was also resource-intensive on limited hardware, and thus was only suitable for larger, more expensive machines.

However, these same features made Windows NT perfect for the LAN server market which in was experiencing a rapid boom, as office networking was becoming common.

Windows NT version 3. The Win32 API had three levels of implementation: the complete one for Windows NT, a subset for Chicago originally called Win32c missing features primarily of interest to enterprise customers at the time such as security and Unicode support, and a more limited subset called Win32s which could be used on Windows 3.

Thus Microsoft sought to ensure some degree of compatibility between the Chicago design and Windows NT, even though the two systems had radically different internal architectures. Windows NT was the first Windows operating system based on a hybrid kernel. The hybrid kernel was designed as a modified microkernel , influenced by the Mach microkernel developed by Richard Rashid at Carnegie Mellon University, but without meeting all of the criteria of a pure microkernel.

As released, Windows NT 3. The 3. Support for Windows NT 3. After Windows 3. The Win32 API first introduced with Windows NT was adopted as the standard bit programming interface, with Win16 compatibility being preserved through a technique known as ” thunking “. A new object-oriented GUI was not originally planned as part of the release, although elements of the Cairo user interface were borrowed and added as other aspects of the release notably Plug and Play slipped.

Microsoft did not change all of the Windows code to bit; parts of it remained bit albeit not directly using real mode for reasons of compatibility, performance, and development time. Additionally it was necessary to carry over design decisions from earlier versions of Windows for reasons of backwards compatibility, even if these design decisions no longer matched a more modern computing environment. These factors eventually began to impact the operating system’s efficiency and stability.

Microsoft marketing adopted Windows 95 as the product name for Chicago when it was released on August 24, Microsoft had a double gain from its release: first, it made it impossible for consumers to run Windows 95 on a cheaper, non-Microsoft DOS, secondly, although traces of DOS were never completely removed from the system and MS DOS 7 would be loaded briefly as a part of the booting process, Windows 95 applications ran solely in enhanced mode, with a flat bit address space and virtual memory.

These features make it possible for Win32 applications to address up to 2 gigabytes of virtual RAM with another 2 GB reserved for the operating system , and in theory prevented them from inadvertently corrupting the memory space of other Win32 applications.

Three years after its introduction, Windows 95 was succeeded by Windows Unlike with Windows 3. Microsoft case, blaming unfair marketing tactics on Microsoft’s part.

Some companies sold new hard drives with OSR2 preinstalled officially justifying this as needed due to the hard drive’s capacity. The first Microsoft Plus! Microsoft ended extended support for Windows 95 on December 31, Microsoft released the successor to NT 3.

It was Microsoft’s primary business-oriented operating system until the introduction of Windows Microsoft ended mainstream support for Windows NT 4. Both editions were succeeded by Windows Professional and the Windows Server Family, respectively. This edition was succeeded by Windows XP Embedded. On June 25, , Microsoft released Windows 98 code-named Memphis , three years after the release of Windows 95 , two years after the release of Windows NT 4.

USB support in Windows 98 is marketed as a vast improvement over Windows The release continued the controversial inclusion of the Internet Explorer browser with the operating system that started with Windows 95 OEM Service Release 1. The action eventually led to the filing of the United States v. Microsoft case, dealing with the question of whether Microsoft was introducing unfair practices into the market in an effort to eliminate competition from other companies such as Netscape. In , Microsoft released Windows 98 Second Edition, an interim release.

One of the more notable new features was the addition of Internet Connection Sharing , a form of network address translation , allowing several machines on a LAN Local Area Network to share a single Internet connection.

Hardware support through device drivers was increased and this version shipped with Internet Explorer 5. Many minor problems that existed in the first edition were fixed making it, according to many, the most stable release of the Windows 9x family. Mainstream support for Windows 98 and 98 SE ended on June 30, , and ended extended support on July 11, It has the version number Windows NT 5.

Windows has had four official service packs. It was successfully deployed both on the server and the workstation markets. Amongst Windows ‘s most significant new features was Active Directory , a near-complete replacement of the NT 4.

Terminal Services , previously only available as a separate edition of NT 4, was expanded to all server versions. A number of features from Windows 98 were incorporated also, such as an improved Device Manager, Windows Media Player , and a revised DirectX that made it possible for the first time for many modern games to work on the NT kernel. Windows is also the last NT-kernel Windows operating system to lack product activation.

While Windows upgrades were available for Windows 95 and Windows 98, it was not intended for home users. It was the last DOS-based operating system from Microsoft.

Windows Me introduced a new multimedia-editing application called Windows Movie Maker , came standard with Internet Explorer 5. System Restore was a notable feature that would continue to thrive in all later versions of Windows. Windows Me was conceived as a quick one-year project that served as a stopgap release between Windows 98 and Windows XP.

Many of the new features were available from the Windows Update site as updates for older Windows versions System Restore and Windows Movie Maker were exceptions. Windows Me was criticized for stability issues, as well as for lacking real mode DOS support, to the point of being referred to as the “Mistake Edition.

The initial release was met with considerable criticism , particularly in the area of security , leading to the release of three major Service Packs. Service Pack 2 provided significant improvements and encouraged widespread adoption of XP among both home and business users. Windows XP was one of Microsoft’s longest-running flagship operating systems, beginning with the public release on October 25, , for at least 5 years, and ending on January 30, , when it was succeeded by Windows Vista.

On April 25, , Microsoft launched Windows Server , a notable update to Windows Server encompassing many new security features, a new “Manage Your Server ” wizard that simplifies configuring a machine for specific roles, and improved performance.

It is based on the Windows NT 5. A few services not essential for server environments are disabled by default for stability reasons, most noticeable are the “Windows Audio” and “Themes” services; users have to enable them manually to get sound or the ” Luna ” look as per Windows XP. The hardware acceleration for display is also turned off by default, users have to turn the acceleration level up themselves if they trust the display card driver. Among the new features are a number of management features for branch offices, file serving, printing and company-wide identity integration.

Windows Server R2, an update of Windows Server , was released to manufacturing on December 6, The other CD adds many optionally installable features for Windows Server The R2 update was released for all x86 and x64 versions, except Windows Server R2 Enterprise Edition, which was not released for Itanium. It is designed to use the expanded bit memory address space provided by the x86—64 architecture. Windows XP Professional x64 Edition is based on the Windows Server codebase, with the server features removed and client features added.

It is only available to Software Assurance customers. The aim of WinFLP is to give companies a viable upgrade option for older PCs that are running Windows 95, 98, and Me that will be supported with patches and updates for the next several years. Most user applications will typically be run on a remote machine using Terminal Services or Citrix. While being visually the same as Windows XP, it has some differences.

For example, if the screen has been set to 16 bit colors, the Windows recycle bin icon and some XP bit icons will show. Paint and some games like Solitaire aren’t present too.

Windows Home Server code-named Q, Quattro is a server product based on Windows Server , designed for consumer use. The system was announced on January 7, , by Bill Gates. Windows Home Server can be configured and monitored using a console program that can be installed on a client PC.

Such features as Media Sharing, local and remote drive backup and file duplication are all listed as features. Windows Vista was released on November 30, , to business customers—consumer versions followed on January 30, Windows Vista intended to have enhanced security by introducing a new restricted user mode called User Account Control , replacing the “administrator-by-default” philosophy of Windows XP.

Vista was the target of much criticism and negative press, and in general was not well regarded, this was seen as leading to the relatively swift release of Windows 7. One major difference between Vista and earlier versions of Windows, Windows 95 and later, was that the original start button was replaced with the Windows icon in a circle called the Start Orb.

Windows Vista had the version number NT 6. During its lifetime, Windows Vista had two service packs. Windows Vista shipped in six editions : [36].

All editions except Starter edition were available in both bit and bit versions. The biggest advantage of the bit version was breaking the 4 gigabyte memory barrier, which bit computers cannot fully access. Windows Server built on the technological and security advances first introduced with Windows Vista, and was significantly more modular than its predecessor, Windows Server Windows 7 was released to manufacturing on July 22, , and reached general retail availability on October 22, The interface was renewed with a bigger taskbar and some improvements in the searching system and the Start menu.

Windows 7 met with positive reviews, which said the OS was faster and easier to use than Windows Vista. Windows 7 shipped in six editions : [40]. In some countries in the European Union , there were other editions that lacked some features such as Windows Media Player, Windows Media Center and Internet Explorer—these editions were called names such as “Windows 7 N.

All editions, except the Starter edition, were available in both bit and bit versions. Unlike the corresponding Vista editions, the Professional and Enterprise editions were supersets of the Home Premium edition.

Windows Server R2 shipped in bit versions x64 and Itanium only. WinTPC was available for software assurance customers and relied on cloud computing in a business network. Wireless operation is supported since WinTPC has full wireless stack integration, but wireless operation may not be as good as the operation on a wired connection. Windows Home Server code named ‘Vail’ [43] was released on April 6, WHS only supports x hardware. Microsoft decided to discontinue Windows Home Server on July 5, while including its features into Windows Server Essentials.

Windows 8 went on sale to the public on October 26, Windows 8 features a redesigned user interface, designed to make it easier for touchscreen users to use Windows. The interface introduced an updated Start menu known as the Start screen, and a new full-screen application platform.

The desktop interface is also present for running windowed applications, although Windows RT will not run any desktop applications not included in the system. On the Building Windows 8 blog, it was announced that a computer running Windows 8 can boot up much faster than Windows 7. Windows 8. So far, neither has had any service packs yet, although many consider Windows 8.

However, Windows 8. Windows 10 was unveiled on September 30, , as the successor for Windows 8, and was released on July 29, A number of new features like Cortana , the Microsoft Edge web browser, the ability to view Windows Store apps as a window instead of fullscreen, the return of the Start menu, virtual desktops, revamped core apps, Continuum, and a unified Settings app were all features debuted in Windows The system was announced as a service OS that would receive constant performance and stability updates.

Unlike Windows 8, Windows 10 received mostly positive reviews, praising improvements of stability and practicality than its predecessor, however, it received some criticsm due to mandatory update installation, privacy concerns and advertising-supported software tactics.

Although Microsoft claimed Windows 10 would be the last Windows version, eventually a new major release, Windows 11, was announced in That made Windows 10 last longer as Microsoft’s flagship operating system than any other version of Windows, beginning with the public release on July 29, , for six years, and ending on October 5, , when Windows 11 was released.

Until late , Windows 10 had received twelve main updates. Windows Server is a release of the Microsoft Windows Server operating system that was unveiled on September 30, Windows Server is a release of the Microsoft Windows Server operating system that was announced on March 20, The first Windows Insider preview version was released on the same day.

It was released for general availability on October 2, Windows Server is based on the Windows 10 October Update codebase. On October 6, , distribution of Windows version build was paused while Microsoft investigated an issue with user data being deleted during an in-place upgrade. It affected systems where a user profile folder e. Documents, Music or Pictures had been moved to another location, but data was left in the original location.

As Windows Server is based on the Windows version codebase, it too was removed from distribution at the time, but was re-released on November 13, The software product life cycle for Server was reset in accordance with the new release date. Windows Server is a release of the Microsoft Windows Server operating system which is based on the Windows 10 November Update codebase. Windows 11 is the next generation release of Windows NT, and the successor to Windows Codenamed “Sun Valley”, it was unveiled on June 24, , and was released on October 5, According to Microsoft, Windows 11 will be released for newer PCs first and then the initial release will continue till mid Windows 11 revamps the GUI and brings modern code, thus making it much faster than Windows It is also noted that Windows 11 updates are significantly compressed, so the updates are downloaded faster.

Also, Windows 11 does not show signs of the ‘Installing Updates’ screen while installing updates during ‘Update and Restart’ phase, thus finishing updates within 5 minutes.

The system incorporates a renewed interface called “Mica”, which includes translucent backgrounds, rounded edges and color combinations. The taskbar and the Start Menu have been redesigned and for the first time it is possible to place the icons in the center of the bar. Windows CE Windows Embedded. Microsoft Surface. European Union Microsoft antitrust case United States v. Microsoft Shared source.

Explore Wikis Community Central. Register Don’t have an account? Windows Small Business Server. View source. History Talk 0. Do you like this video? Play Sound. Microsoft Technet. Microsoft Corporation.

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Cumulatively, Tesla sold over 2. Consumer Reports. Retrieved May 22, July 30, Retrieved August 31, Archived from the original on July 17, Retrieved June 11, Los Angeles Times.

Tesla Motors. Archived from the original on August 2, Private Equity International. Freya Green giants : how smart companies turn sustainability into billion-dollar businesses. New York. ISBN Encyclopedia Britannica. Business Insider. June 28, American City Business Journals. Archived from the original on May 5, Archived from the original on May 6, Archived from the original on June 24, Bloomberg News.

The Mercury News. June 22, Motor Trend. Green Car Reports. Retrieved January 31, Sreenidhi Institute of Science and Technology. The Wall Street Journal. November 21, The Verge. This is the story of how it was transformed into Tesla Energy”. Archived from the original on August 15, NBC News.

Archived from the original on August 8, Retrieved February 6, Inside Philanthropy. Retrieved September 9, Archived from the original on May 7, Retrieved May 7, CNN Money. Archived from the original on August 3, Retrieved August 3, Archived from the original on April 18, Retrieved April 18, Archived from the original on February 1, Retrieved February 2, The world’s top selling plug-in car was the Tesla Model 3, and Tesla was the top selling manufacturer of plug-in passenger cars in , followed by BYD.

October 23, Retrieved January 28, Retrieved April 17, Retrieved November 25, Retrieved July 1, Here’s what that means for your investments”. Retrieved August 13, Retrieved July 23, The Guardian. Retrieved December 22, Retrieved December 10, Retrieved January 7, Retrieved March 31, September 16, Retrieved July 9, October 2, Retrieved October 15, Retrieved July 22, Gear Primer.

January 31, Retrieved February 15, Retrieved August 18, Retrieved February 14, February 8, Retrieved February 8, Ars Technica.

But it could mean a big tax bill”. Retrieved March 24, Retrieved May 14, Bitcoin paid to Tesla will be retained as Bitcoin, not converted to fiat currency” Tweet. Retrieved July 22, — via Twitter. BBC News. May 13, Retrieved May 13, July 22, July 21, Retrieved July 21, Retrieved December 2, ABC7 San Francisco. Retrieved October 13, October 7, Retrieved October 22, October 8, Retrieved October 25, March 22, Retrieved March 22, Austin American-Statesman. Retrieved April 9, The Hill.

Retrieved June 5, San Jose Mercury News. Retrieved June 22, October 1, Archived from the original on October 4, Retrieved October 2, International Business Times. PR Newswire. March 28, Archived from the original on May 24, Retrieved March 28, Retrieved November 1, November 1, July 10, Retrieved January 2, Retrieved January 22, As of December [update] , Tesla reported global sales of , Model S cars.

June 16, September 3, Retrieved September 4, Archived from the original on April 19, Retrieved August 21, March 31, Retrieved April 1, Retrieved July 10, Retrieved April 16, Tesla Inc.

Palo Alto. February 22, Archived from the original PDF on February 23, Retrieved February 22, Production totaled 24, vehicles in 4Q and vehicle deliveries totaled 22, units. No breakdown by model was provided. Archived from the original on April 12, Retrieved May 16, Tesla’s quarterly reports, meanwhile, had put the Model 3’s cumulative sales at , at the end of Retrieved February 3, The world’s top selling plug-in car was the Tesla Model 3 with , units delivered, and Tesla was the top selling manufacturer of plug-in passenger cars in with , units, followed by VW with , Retrieved February 1, Retrieved February 5, Retrieved January 24, See Graph: “Top 10 U.

Plug-in cars cumulative sales ” and “U. Retrieved March 12, Moore February 14, EVs illustrated by registration report”. Automotive News. According to Experian , in the top U. Clean Technica. In Norway and the Netherlands, the Model 3 was the 1 best selling automobile of any kind in any class in Retrieved May 10, To access the sales ranking by model choose “Modell” and the tabs for “” and “Desember” — The Tesla Model 3 was the best selling passenger car in Norway in with 15, units registered.

May 3, Retrieved May 3, January 10, May 26, Retrieved March 27, June 2, Retrieved January 3, The Driven. Retrieved April 7, Retrieved April 8, Retrieved June 23, September 1, Archived from the original on September 3, Retrieved September 3, LA Times. CBC News. Retrieved April 15, ACT News. Archived from the original on October 21, ISSN Retrieved January 30, November 22, November 23, USA Today.

Retrieved October 4, July 11, Retrieved December 8, Fox News. Retrieved June 14, Retrieved October 8, Retrieved June 12, The New York Times.

Archived from the original on September 23, The Hive. Retrieved April 23, Archived from the original on May 1, Retrieved May 12, Solar Reviews. May 9, Popular Mechanics. PV Tech. Torque News. Retrieved July 7, Retrieved September 20, July 20, Managers and supervisors are the heart of an employer’s prevention system. As one witness with decades of experience in the practice of workplace training and investigation noted succinctly:. If I had limited assets to improve the climate of any organization, I would invest ninety-five percent of them in middle managers.

These are the people who make all of the difference in the day-to-day lives of organizations and people. When we train middle managers, we don’t just train them about how to spot and address problem behavior -we teach them empirically sound things to do and say when an employee seeks them out to discuss a problem. What we set forth above concerns the content of effective compliance training.

There are also principles for the structure of successful compliance trainings. Based on our year of examination – and cognizant of the limitations of empirical, academic data – we still conclude that effective compliance training is a necessary tool to prevent harassment in the workplace. Every employer should have in place, at a minimum, compliance training that includes the content and structure described above. However, since compliance training only goes so far, the following section presents additional ideas for training that may help the holistic effort of preventing harassment in a workplace.

Employees need to know what conduct is unacceptable in the workplace whether or not they might describe such conduct as harassment , and managers and supervisors need effective tools to respond to observation or reports of harassment. But regardless of the level of knowledge in a workplace, we know from the research that organizational culture is one of the key drivers of harassment. We therefore explored trainings that might have an impact on shaping organizational cultures in a way that would prevent harassment in a workplace.

Among the trainings we explored, two stood out for us as showing significant promise for preventing harassment in the workplace: 1 workplace civility training; and 2 bystander intervention training. Workplace civility training is not new to the workplace. Many employers have put such trainings into place, often in response to concerns about bullying or conflict in the workplace.

Bystander intervention training, by contrast, is not prevalent in workplaces. Such training has proliferated in recent years in colleges and high schools as a means of stopping sexual assault. We hope the information presented in this report will encourage employers to consider implementing these trainings as a means of preventing workplace harassment.

Employers have offered workplace civility training as a means of reducing bullying or conflict in the workplace.

Thus, such training does not focus on eliminating unwelcome behavior based on characteristics protected under employment non-discrimination laws, but rather on promoting respect and civility in the workplace generally. According to researchers, incivility is often an antecedent to workplace harassment, as it creates a climate of “general derision and disrespect” in which harassing behaviors are tolerated.

Incivility can also sometimes represent covert manifestations of gender and racial bias on the job. Workplace civility trainings focus on establishing expectations of civility and respect in the workplace, and on providing management and employees the tools they need to meet such expectations. The training usually includes an exploration of workplace norms, including a discussion of what constitutes appropriate and inappropriate behaviors in the workplace.

The training also includes a heavily skills-based component, including interpersonal skills training, conflict resolution training, and training on effective supervisory techniques. The beauty of workplace civility training is that it is focused on the positive – what employees and managers should do, rather than on what they should not do. In addition, by appealing to all individuals in the workplace, regardless of social identity or perceived proclivity to harass, civility training might avoid some of the resistance met by interventions exclusively targeting harassment.

We heard some concern that a focus on workplace civility might reinforce stereotypes e. Empirical data to support this concern appears lacking. In contrast, there is some empirical data and many anecdotes to support the effectiveness of civility training in enhancing workplace cultures of respect that are subsequently incompatible with harassment.

Workplace civility training has not been rigorously evaluated as a harassment prevention tool per se, [] but we believe that such training could provide an important complement to the compliance training described in the previous section.

Moreover, it would be helpful to have additional research on the possible effects of workplace civility training in reducing the level of workplace harassment based on EEO protected characteristics.

Finally, we recognize that broad workplace “civility codes” which may be read to limit or restrict certain forms of speech may raise issues under the NLRA, which is outside of the jurisdiction of EEOC. Bystander intervention training has long been used as a violence prevention strategy, and it has become increasingly utilized by colleges and high schools to prevent sexual assault.

One organization that provides training on campuses, Green Dot, creates a sense of empowerment by focusing its training on “three D’s:” 1 confront the potential perpetrator of sexual assault in a direct manner, and ask the person to cease the behavior; 2 distract the potential perpetrator of sexual assault, and remove the potential victim; or 3 delegate the problem to someone who has the authority to intervene.

We believe that bystander intervention training might be effective in the workplace. Such training could help employees identify unwelcome and offensive behavior that is based on a co-workers’ protected characteristic under employment non-discrimination laws; could create a sense of responsibility on the part of employees to “do something” and not simply stand by; could give employees the skills and confidence to intervene in some manner to stop harassment; and finally, could demonstrate the employer’s commitment to empowering employees to act in this manner.

Bystander training also affords employers an opportunity to underscore their commitment to non-retaliation by making clear that any employee who “steps up” to combat harassment will be protected from negative repercussions. The founder of Green Dot told us that, although the training was originally applied to the reduction of sexual assault, domestic violence, and stalking, she believed the training framework could be successfully applied to harassment in the workplace.

In addition, the organizational culture must encourage and support bystander intervention and reporting, and provide a safe system in which bystanders may do so. As with workplace civility training, more research is needed to determine the effectiveness of bystander intervention training as a workplace harassment prevention measure. But we believe such training has real potential to positively impact organizational culture.

We know that most co-workers are not comfortable when harassment occurs around them, even when they are not the direct victims of the harassment. Bystander training could teach co-workers how to recognize potentially problematic behaviors; motivate and empower employees to step in and take action; teach employees skills to intervene appropriately; and give them resources to support their intervention. Organizational culture starts from the top.

But reinforcing that culture can and must come from the bottom, middle, and everywhere else in between. Bystander intervention training provides that reinforcement in a particularly concrete manner. We spent a significant amount of time discussing outreach and education with the Select Task Force members and witnesses. Outreach is needed for workers, employers, and the general public.

On-the-job, employer-sponsored training is one form of outreach and education for employees. In this section, we highlight a number of other approaches worthy of consideration. There is a significant amount of information regarding workplace harassment available on the web. But information on the web can be overwhelming and is not always correct. This is a problem for both employers especially small business employers with limited resources and employees. As Jess Kutch, the co-founder and co-director of Coworker.

We also heard a fair amount about the utility of EEOC’s resources on the web. Some Select Task Force members felt that EEOC’s guidance on harassment was overly legalistic, and with regard to some issues, outdated. In addition, they noted that EEOC’s website is neither mobile-friendly nor fully accessible to non-English speakers. One Select Task Force member sought more information on prevention strategies and noted a dearth of user-friendly tools such as model harassment policies, effective investigation outlines, and promising practices that could help employers in their efforts to prevent harassment.

One witness suggested that EEOC’s information on how to file a complaint is difficult to understand, and that the actual process of filing a complaint can be difficult and cumbersome for potential charging parties. We took all suggestions to heart about what EEOC could do in terms of outreach and education, and a number of our recommendations at the end of this section reflect ideas that we heard.

We also recognize the many successful outreach efforts EEOC has done in the past and continues to be engaged in, including the extensive and highly regarded outreach training EEOC conducts through its field offices and personnel.

But we wanted to expand our ideas beyond what EEOC might do. To reach all the people who need to be reached, we need more than just one or even several government agencies involved in the effort.

The good news is that many non-profit organizations are using innovative mechanisms to get the word out. For example, as we described above, the Fair Food Program, run by the Coalition of Imokalee Workers in Florida, has developed educational materials created by farmworkers themselves.

With these materials, the Coalition of Imokalee Workers provides in-person worker-to-worker education on worker rights at all farms that participate in the Fair Food Program.

The trainings focus on real-life application of employee rights, including protection from retaliation and the importance of gathering evidence in cases of harassment.

On the employer side, membership organizations like the Society for Human Resource Management maintain libraries of resources on their websites, and provide webinars and conferences for their members that address a number of employment issues, including prevention of harassment. The Commission is in the process of updating its Enforcement Guidance on Harassment, and we believe it will be a useful guide for employers and employees.

Similarly, EEOC’s Communications and Outreach Plan proposes upgrading the technology and user experience of EEOC’s website, including making its website mobile-friendly and accessible in a number of languages. There is, however, much more to be done to reach various audiences that would benefit from learning about how to prevent harassment, and how to complain about it or report it when necessary.

We heard from a number of Select Task Force members and witnesses that there needs to be explicit and focused outreach to youth, even before they enter the workforce. As one witness explained:. Another witness explained that some teenagers and young adults “either are unaware of what constitutes harassment or, given their youth, simply don’t care.

We also heard that traditional outreach mechanisms materials posted on a website, worker centers, conferences, etc. We commend the work EEOC has already done, and is continuing to do, in outreach to youth through its Youth Work initiative. Youth Work is EEOC’s national outreach and education campaign targeted to young workers, which was launched in Since that launch, EEOC has maintained and periodically updated the campaign.

Most recently, in , the agency redesigned the Youth Work website, made it mobile-friendly, expanded the campaign’s social media strategy, and expanded its substantive treatment of a number of developing areas of employment non-discrimination law.

We encourage EEOC to continue to make this program current, meaningful, and accessible to youth. Harassment in the workplace will not stop on its own. The ideas noted above are helpful, but ultimately, may not be sufficient. It is on all of us to be part of the fight to stop workplace harassment.

We cannot be complacent bystanders and expect our workplace cultures to change on their own. For this reason, we suggest exploring an It’s On Us campaign for the workplace. The It’s On Us campaign for colleges and high school campuses is an outgrowth of the White House Task Force to Protect Students from Sexual Assault that recognized the need to change the cultures of educational institutions.

The campaign is housed at Civic Nation, a non-profit organization focused on engaging millennials. The It’s On Us campaign is premised on the idea that sexual assault is not just about a victim and a perpetrator. It calls upon everyone to do his or her part to be a part of the solution. As the former leader of the It’s On Us campaign explained to us, if students, faculty, and campus staff are passive observers when they see the possibility of sexual assault, they reinforce a culture that tolerates such behavior.

But if students, faculty, and campus staff are empowered to be part of the solution to preventing sexual assault, and are given the tools and resources to do so, their role as engaged bystanders will make a significant difference in changing the educational culture. It would be an audacious goal to launch a similar It’s On Us campaign in workplaces across our country – in large and small workplaces, in urban and rural areas.

But doing so would transform the problem of workplace harassment from being about targets, harassers, and legal compliance, and make it one in which co-workers, supervisors, clients, and customers all have roles to play in stopping harassment. The campaign focuses on three core pillars: increasing bystander intervention, defining consent, and creating an environment to support survivors. These pillars can be adjusted to better fit the scope of anti-harassment efforts in the workplace – particularly when it comes to bystander intervention and creating an environment where targets feel comfortable coming forward to report.

We have no illusions that such a campaign would be easy to launch. But witnesses who testified before the Select Task Force believed it was possible to transfer to the workplace the principles of the It’s On Us campaign, and the skills that bystanders would need. If successful, such an effort could pay high dividends in the workplace well beyond the impact of any policy, procedure or compliance training.

An It’s On Us campaign for the workplace would require the active engagement of business partners, employee advocacy partners, and ordinary people across the country. But we have a blueprint from the existing It’s On Us campaign in the educational setting. The campaign was successful due in large part to its multi-faceted approach of using a wide-scale awareness campaign with a robust local organizing model to engage people both online and offline.

We are not starting from scratch with this idea. But someone has to bring the campaign to the workplace. Why not all of us?

Our goal over the past year has been to learn everything we could about workplace harassment and the means to prevent it. Based on that work, we now call for a reboot of workplace harassment prevention efforts.

We hope the information provided in this report, as well as our concrete recommendations for action, will energize individuals and organizations across the country to join us in that effort. EEOC has an essential role in rebooting workplace harassment prevention efforts.

But we will always only be one piece of the solution. Everyone in society must feel a sense of urgency in preventing harassment: individual employers and employer associations; individual employees and employee associations; labor union leadership and rank-and-file; federal, state, and local government agencies; academics, foundations, and community leaders. That is the only way we will achieve the goal of reducing the level of workplace harassment to the lowest level possible.

To that end, we set forth below a compilation of the recommendations set forth throughout the report. The work of the Select Task Force on the Study of Harassment in the Workplace, and the report from the two of us as co-chairs of the Select Task Force, could not have happened without the invaluable assistance of many individuals over the past year. Sarah Crawford, Special Assistant to Chair Yang, for organizing the Commission meeting on harassment in the workplace in January and for being our liaison to the Office of the Chair;.

Felicia Maynard, Fran O’Neill, and Holly Wilson, from our library, for tracking down countless social science research articles;. Leslie Annexstein, from our Office of General Counsel, for helping us identify charging parties who have experienced harassment;. Terri Youngblood, from our Office of Information Technology, for formatting the report and ensuring its compliance with Section of the Rehabilitation Act;.

Our entire facilities staff, for ensuring that the Training Center was always configured correctly for our Select Task Force meetings; and. We also want to acknowledge and thank all the EEOC staff that engaged us in conversation, provided us with data, and took the time to review and comment on drafts of this report.

We appreciate their guidance and counsel. We want to acknowledge and thank all the witnesses, listed in Appendix A, who took the time to share their expertise with us. Every one of them has helped us in our work during this process. None of the work required to convene the Select Task Force and write this report could have been done without the assistance of many individuals in our respective offices.

We would like to acknowledge and thank:. Crystal Malone spring , Penni Weinberg spring , and Jason Whittle winter , Presidential Management Fellows in Commissioner Feldblum’s office, for everything from helping us identify potential members of the Select Task Force to summarizing social science research; and.

Penelope Scudder summer , Neelam Salman spring , Ira Stup summer , Neda Saghafi summer , and Chauna Pervis summer , legal interns in Commissioner Feldblum’s office; and Erin Perugini fall , legal intern in Commissioner Lipnic’s office, for drafting legal memos, compiling research, chasing down citations, endless bluebooking, and everything in-between.

Sharon, Jim, and Donald spent countless hours identifying members of the Select Task Force, planning meeting agendas, finding and working with witnesses, preparing legal and policy materials, dealing with logistics, sitting through endless hours of meetings with each other and with us, communicating with Select Task Force members, and preparing draft sections of the report.

It goes without saying but we will say it anyway that nothing would have gotten done without the incredible work of these three staff members. Finally, we would like to thank the members of the Select Task Force on the Study of Harassment in the Workplace, for their time, their thoughtfulness, their insights, and their commitment to this project.

While this report is by the two of us, it would not have been possible without them. At that meeting, members of the Select Task Force provided their initial thoughts on how the group might proceed in its work. The bulk of the day was devoted to framing the Select Task Force’s mission, and building relationships among the members. At that hearing, members of the Select Task Force heard testimony from six invited witnesses:. The witnesses focused their remarks on the prevalence of workplace harassment in both the private and public sector.

Their testimony included an examination of existing research, as well as gaps in current literature and data. At this meeting, we announced the formation of the Select Task Force’s public website, which assembled in one place a range of existing EEOC resources relating to harassment, and provided an online “suggestion box” for public comment. On August 12, , we gave a presentation concerning the work of the Select Task Force at the annual EXCEL conference, “Examining Conflicts in Employment Law,” and heard feedback from the more than 70 attendees regarding their experience in preventing and addressing workplace harassment in federal worksites.

The focus of the session was to explore “risk factors” or problematic issues that might relate to specific workplaces. The Select Task Force heard testimony from three experts in workplace harassment investigations and training who had experience with a range of industries:.

The witnesses presented testimony on innovative approaches to combatting workplace harassment and new or non-traditional models of training and outreach. The witnesses also testified on the importance of corporate culture and strong leadership in promoting harassment-free workplaces. On February 11, , we met with representatives from the federal sector, including equal employment opportunity directors and specialists from federal agencies, to discuss how the federal government is working to prevent harassment, and solicit their feedback, experience, and concerns regarding harassment in the federal-sector workplace.

On February 25, , the Select Task Force met in closed session in Washington, DC to discuss the reports of several of the working groups. On March 1, , we met with the senior leadership of EEOC, including district directors and regional attorneys, to discuss the ongoing work of the task force.

On March 11, , the Select Task Force met in closed session to continue its discussion of the working group reports. The session was devoted to a discussion of the Co-Chairs’ draft report, and its release later that month. The first step for creating a holistic harassment prevention program is for the leadership of an organization to establish a culture of respect in which harassment is not tolerated.

Check the box if the leadership of your organization has taken the following steps:. Based on the commitment of leadership, check the box if your organization has the following components in place:. A reminder that this checklist is meant to be a useful tool in thinking about and taking steps to prevent harassment in the workplace, and responding to harassment when it occurs.

It is not meant to convey legal advice or to set forth legal requirements relating to harassment. Checking all of the boxes does not necessarily mean an employer is in legal compliance; conversely, the failure to check any particular box does not mean an employer is not in compliance.

An anti-harassment policy is a key component of a holistic harassment prevention effort. Check the box below if your anti-harassment policy contains the following elements:. A reporting system that allows employees to file a report of harassment they have experienced or observed, and a process for undertaking investigations, are essential components of a holistic harassment prevention effort.

Check the box below if your anti-harassment effort contains the following elements:. A holistic harassment prevention effort provides training to employees regarding an employer’s policy, reporting systems and investigations. Check the box if your organization’s compliance training is based on the following structural principles and includes the following content:. Employees in the minority can feel isolated and may actually be, or at least appear to be, vulnerable to pressure from others.

Employees in the majority might feel threatened by those they perceive as “different” or “other,” or might simply be uncomfortable around others who are not like them. Increase diversity at all levels of the workforce, with particular attention to work groups with low diversity. Proactively and intentionally create a culture of civility and respect with the involvement of the highest levels of leadership. Employees who do not speak English may not know their rights and may be more subject to exploitation.

Coarsened social discourse that is happening outside a workplace may make harassment inside the workplace more likely or perceived as more acceptable. Proactively identify current events-national and local-that are likely to be discussed in the workplace.

Young employees may lack the self-confidence to resist unwelcome overtures or challenge conduct that makes them uncomfortable. Young employees may be more susceptible to being taken advantage of by coworkers or superiors, particularly those who may be older and more established in their positions.

Young employees may be more likely to engage in harassment because they lack the maturity to understand or care about consequences. Provide orientation to all new employees with emphasis on the employer’s desire to hear about all complaints of unwelcome conduct.

Provide training on how to be a good supervisor when youth are promoted to supervisory positions. Employees with high value actual or perceived to the employer , e.

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Upon advice from the Adobe legal suits, and for reasons that we’re not allowed to discuss, pretty much all Adobe software available was restricted to being the current version, and its -1 version only.

So, as it was several versions back, Audition 3 had to go. No ifs, no buts – that was it. All I can say is that if you can find a copy of that version anyware with its serial number, it will generally work fine on newer operating systems, but it’s not a big fan of Windows I can’t tell you where to look, but Wayback when, somebody said it was still available Let’s deal with the rest of it.

You paid for a licence to install one copy of Audition on a machine, and that’s all. You never owned it – unlike the car, that you did own – read the small print. As for using the Cloud versions – well you’ll like that even less, as that’s a rental model and you get a time-limited licence with it. But maybe that is the answer? If you only want to do a little bit of editing, then you don’t have to rent it for too long, and it would only be a single app rate – so maybe it would be worth it?

If you just want to do basic stuff, it really hasn’t changed funsametally. Finally – so you really don’t want to spend any money. Well that’s fair enough, but if everybody did that then there’d be no software at all, would there? You were able to install older versions of the software only while the authentication server was working. Without that your serial numbers, however ‘legitimate’ you think they are, simply won’t work.

If you find Audition 3 somewhere, you’ll need that copy, because it’s the only one that will work with the universal serial number. Adobe didn’t change the rules about software availability; effectively it was the US Government and the Sarbanes-Oxley legislation that forced their hand.

But that’s not what caused all earlier software to be withdrawn though well I don’t think it is; I think that this is a liability issue although I’m not enquiring too deeply, because I couldn’t discuss it anyway.

So do I think it’s disingenuous? Not on Adobe’s part, no. And if you crawl out from under a shell after goodness knows how long, expecting nothing to have changed, is that reasonable? I don’t think so. The world moves on – so does software ‘development’, perhaps unfortunately, but whether you or I like it or not, that’s what happens. Secondly, this is not a business communication.

This is a U2U forum, and I am not representing, nor claiming to represent, Adobe in this matter – as should be quite apparent. You ask a question, if you’re lucky you get an answer. But I am not required to be neutral in my expression of it, and it is very unlikely that I ever would be. All rights reserved. Adobe Support Community. Turn on suggestions.

Auto-suggest helps you quickly narrow down your search results by suggesting possible matches as you type. Showing results for. Show only Search instead for.

Did you mean:. Home Audition Discussions Audition 3. Audition 3. Follow Report. Community guidelines. Be kind and respectful, give credit to the original source of content, and search for duplicates before posting. Learn more. Jump to latest reply. Thank you for your quick response. First, I don’t need a copy, and I know you know this I have one of 2.

Software License. If you obtained the Software from Adobe or one of its authorized licensees and as long as you comply with the terms of this agreement, Adobe grants you a non-exclusive license to use the Software in the manner and for the purposes described in the Documentation, as further set forth below.

Subject to the important restrictions set forth in Section 2. You may be required to contact Adobe in order to make a second copy. If the Software was obtained under an Adobe volume license program currently known as Adobe Open Options by any licensee other than an educational volume licensee, the second copy of the Software made under Section 2.

It does not allow me to install the software on more than two machines in my organisation. Governing Law. This agreement will be governed by and construed in accordance with the substantive laws in force in: a the State of California, if a license to the Software is purchased when you are in the United States, Canada, or Mexico; or b Japan, if a license to the Software is purchased when you are in Japan, China, Korea, or other Southeast Asian country where all official languages are written in either an ideographic script e.

The respective courts of Santa Clara County, California when California law applies, Tokyo District Court in Japan, when Japanese law applies, and the competent courts of London, England, when the law of England applies, shall each have non-exclusive jurisdiction over all disputes relating to this agreement.

This agreement will not be governed by the conflict of law rules of any jurisdiction or the United Nations Convention on Contracts for the International Sale of Goods, the application of which is expressly excluded.

General Provisions. If any part of this agreement is found void and unenforceable, it will not affect the validity of the balance of this agreement, which will remain valid and enforceable according to its terms.

The only outcome I can see of this is that the agreement is not governed by English Law. Does this mean that the agreement with me is governed by California law, as that is where Adobe are based? In this case as the end user I need to be happy that I am agreeing to the terms based on which ever jurisdiction I understand the agreement to be governed by. It prompts me to register the software, so I do using the name and e-mail address used for my Adobe ID.

My only doubt is that in the case of any legal action over the licence agreement I am unclear as to what jurisdiction the agreement would be governed under. However I am sufficiently satisfied that any action would come under the jurisdiction of either the courts of London, England, or California, US courts.

The licence clearly states the number of machines the licence allows the software to be installed on. February 18, — pm. Today, I tried logging into my Adobe account and following the CS2 download link again and was greeted with:. Adobe has disabled the activation server for CS2 products, including Acrobat 7, because of a technical issue.

These products were released more than seven years ago, do not run on many modern operating systems, and are no longer supported. Adobe strongly advises against running unsupported and outdated software. The serial numbers provided as a part of the download may only be used by customers who legitimately purchased CS2 or Acrobat 7 and need to maintain their current use of these products. The serial numbers below should only be used by customers who legitimately purchased CS2 or Acrobat 7 and need to maintain their current use of these products.

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Zeitsparender ist der manuelle Neuaufruf von explorer. Problem 2: explorer. Normalerweise ist das Entfernen des Elements untersagt. Mit Tools wie Unlocker wird man die explorer.

Jetzt probieren Sie es mit dem explorer-Befehl erneut. Eine Handvoll Programme, unter anderem wenige Dateimanager, erlauben es, Tastenkombinationen wie Windows-E auf sich umzulenken.

Eine Deinstallation des alternativen Dateimanagers hilft eventuell ebenfalls. Galerie 25 Bilder. Dateien managen: 25 Explorer-Alternativen.

Diesen Arbeitsbereich gab es unter Windows 7 und Windows 8. Mit der Eingabetaste speichern Sie. Galerie Bilder. Ein wichtiges Stichwort ist hier Shell-Namespace. Wer hierbei falsch agiert, legt Windows in Teilen bezogen auf den Dateimanager lahm.

Danach hangelt man sich vor zum Pfad. Je nachdem, was Sie als Zahlenwert eingeben, variiert der Explorer-Startmodus. Eine 2 entspricht dem Schnellzugriff. Galerie 37 Bilder. Ordner auf dem Desktop laden Sie im File-Manager wiederum nach wie vor. Hier ist doppelt auf “LaunchTo” zu klicken. Geben Sie als Wert 1 oder 2 ein und speichern Sie. Die Bedienung funktioniert durch Wischen mit den Fingern ebenso wie mit der Maus.

Je mehr Dateien sich auf dem Desktop befinden, desto chaotischer sieht es dort aus. Unter Windows 8. Der Schwund macht sich auch bei Windows 11 bemerkbar. Es handelt sich um eine spezielle Form der Systemsteuerung, die seit Windows Vista existiert.

Dank einer computerbild. Ein Registry-Cleaner, der Deinstallations-Reste eliminiert, fehlt. Viele Programme tragen sich bei ihrer Installation im Autostart-Ordner von Windows ein, sodass sie beim Hochfahren automatisch laden. Das bremst die PC-Einsatzbereitschaft — und reduziert das allgemeine Tempo. Das Werkzeug erkennt viele, aber nicht alle Autostart-Programme. Ausgeklammert sind vor allem die geplanten Aufgaben.

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Dabei ist es egal, von welchem Laufwerk man die Eigenschaften aufruft. Wenn Dateien von einem Ort zu einem anderen wandern, erscheint ein entsprechendes Fenster. Der Task-Manager in Windows 7 wirkt angestaubt, jener in Windows 8. Start when Ctrl-Shift-Esc pressed”. Welche Komponenten stecken in meinem PC? Der Automatisierungsgrad ist hoch.

Eine Vielzahl alter Anwendungen verrichtet darin klaglos den Dienst. Wer keine Erfahrung mit dem Datenbankaufbau hat, empfindet ihn wohl als kryptisch. Diese beziehen Sie wie bei Mozilla aus einem Store. Der Brave Browser ist ein relativ unbekanntes Programm. Insbesondere hebt sich die Applikation mit ihrer integrierten Tor-Anonymisierung vom Mitbewerb ab.

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Sogar System-Apps nimmt sich die Anwendung an. Driver Booster Free sucht nach veralteten installierten Versionen und ersetzt sie durch neuere. Sogar installierte Windows-Apps lassen sich tilgen. Der Speicherverbrauch einiger Ihrer Dateien erscheint Ihnen zu hoch? Zur Abhilfe nutzen Sie 7-Zip, um die Elemente zu komprimieren: Das Programm fasst sie zu einer Archivdatei zusammen und bewirkt zugleich eine Verkleinerung.

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Diese verwalten Sie und spielen sie ab. Eine Internetverbindung vorausgesetzt, greifen Sie auf Online-Radio zu. Windows 8. Dezember datiert. Weitere Infos zu den finalen Update-Bereitstellungsterminen fassen wir im Artikel zum Lebenszyklus von Windows zusammen. Setzen Sie noch Windows 8. Ein Ratgeber hilft: ” Windows 8. Galerie Bilder. Mittlerweile empfangen Windows 10 und Windows 10 kein Sammel-Update mehr, da beide Versionen aus dem Support herausgefallen sind.

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Um sicher zu surfen, sollten Sie mit der aktuellen Firefox-Version im Netz unterwegs sein. Mittlerweile ist die Auto-Update-Funktion nicht mehr deaktivierbar.

Chrome installiert sie ohne das Zutun des Nutzers. Opera 84 verbesserte die Sicherheit noch weiter. Wenn es einmal etwas mehr sein darf, greifen viele Nutzer gern zu Erweiterungen. Gleichen Sie die Versionsnummern mit den im Chrome-Store angegebenen Versionen ab, wo deren aktuelle Nummern beziffert sind. Obwohl Java nicht immer notwendig ist, haben es einige Nutzer installiert — vorsorglich oder ohne es zu wissen.

WinRAR 5. In dem Fall runter damit und die neueste siehe Links unten aufspielen. Die CCleaner-Version 5. Der Adobe Reader fiel aufgrund von Sicherheitsproblemen in der Vergangenheit vielfach negativ auf. Als sicherer gilt der Foxit Reader: Er ist weniger stark verbreitet, sodass Hacker wohl ein geringeres Angriffsinteresse daran haben.

Hier ist der Umgang mit den X-Formaten kein Problem. Musik- und Videodateien sind harmlos? Nicht unbedingt. Das Programm verwaltet Bilder, Musik und Videos und gibt diese wieder. Der Funktionsumfang ist mittels Plug-ins erweiterbar. Das klappt hervorragend mit FileZilla. Aktualisierungen des Antivirenprogramms sollten nicht ausbleiben, wozu Sie sicherstellen, dass Ihr Schutzprogramm seine Signaturen automatisch updatet.

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Durch diese Umorganisation der Datenstruktur spart das Tool mal mehr, mal weniger Plattenplatz ein. Sie haben ein PC-Problem und wissen nicht weiter? Das Programm kommt mit Musik- und Videodateien aller wichtigen Formate zurecht, da die Entwickler zahlreiche Codecs bereits integriert haben.

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Eine Videobearbeitung sollte bei Content-Producern von kreativen Inhalten nicht fehlen. MediathekView zapft die Inhalte an: Wahlweise spielen Sie sie ab oder laden sie herunter. Google entwickelt das letztere Programm nicht mehr weiter. Die aufgebohrte Pro-Version kostete einst Geld und steht mittlerweile kostenfrei zum Download bereit. Nachfolgend zeigen wir besser zu merkende, vor allem kurze Befehle.

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Wer in appwiz. Wenn Sie die Liste der mit Windows startenden Programme entschlackt haben, startet Windows schneller. Das lohnt das Ausprobieren: Kombinieren Sie den msconfig-Befehl mit einem Parameter, steuern Sie eine bestimmte msconfig-Registerkarte direkt an. Ein Highlight ist das Wegschaffen von Systemwiederherstellungspunkten. Defragmentieren ist ein Muss, um die Festplatte schnell zu halten.

Von der Namensgebung mit devmgmt. Zudem weisen Sie ihnen einen anderen Laufwerkbuchstaben zu. Letzteres hilft, wenn Laufwerke mangels Buchstaben nicht im Explorer erscheinen, und ferner dabei, sie auseinanderzuhalten. Denn statt taskmgr einzutippen, gelangen Sie zum Task-Manager mit Strg-Umschalt-Escape viel einfacher — und ebenfalls mit einem Rechtsklick auf die Taskleiste. Das resettet den Task-Manager — hilfreich, wenn Sie ihn verkonfiguriert haben. Ein weiterer Name ist “Konsole”.

Windows soll zeitgesteuert herunterfahren? Welche Benutzerkonten existieren auf meinem PC? Wenn Sie firefox computerbild.

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