1: Groups I

We give a precise definition of a group and explore some different groups in the context of this definition.


  • Tom Denton (Fields Institute/York University in Toronto)

List groups

List all the groups in an organization, including but not limited to Microsoft 365 groups.

This operation returns by default only a subset of the properties for each group. These default properties are noted in the Properties section. To get properties that are not returned by default, do a GET operation for the group and specify the properties in a $select OData query option. The hasMembersWithLicenseErrors property is an exception and is not returned in the $select query.

Drugs or Substances listed in DEA Schedule I may include:

    (diacetylmorphine) (Lysergic acid diethylamide) (cannabis, THC) (Peyote) (3,4-methylenedioxymethamphetamine or &ldquoecstasy&rdquo) (gamma-hydroxybutyric acid) - except formulations in an FDA-approved drug product sodium oxybate (Xyrem) are Schedule III (MDMA or 3,4-Methylenedioxymethamphetamine) ("magic mushrooms") and analogs (Spice, K2) (Quaalude) (Cathinone, Cathine) (3,4-methylenedioxypyrovalerone or MDPV)

The Controlled Substances Act (CSA) schedule information displayed above applies to drugs or substances regulated under federal law. There may be variations in CSA schedules between individual states and federal law. For example, some drugs or compounds may be deemed a schedule I drug or may be listed in a different schedule in a state's specific controlled substance act, which may differ from the federal controlled substance act.

Many things qualify as “unwanted sexual experiences,” even if at first a boy or man was grateful for the attention. It could include an experience that a man may not be ready to label as “sexual abuse” or “sexual assault,” or even understand how it might have been.

Healing can begin when a man recognizes the possible connection between those experiences and common consequences – consequences that can include rocky relationships, lost jobs, self-destructive behaviors, depression, and even violence.

Whatever the experience, whatever the consequence, we can help sort through the confusion – safely and anonymously.

Adult and Youth Schedules. Step I offers a unique and diverse schedule of classes.

Celebrating 33 Years of Excellence in dance education.

It is our pleasure to welcome you into our dance community where

It is our goal to enhance the full creative development of our students.

Step I provides young movers with exceptional training, so every dancer may reach their full potential as artists. We deliver the finest all-around dance experience with a variety of styles and levels, performance opportunities and high caliber dance instruction. We invite you to join our Step I Family!

Tuition is based on 5 weeks of class instruction. We do not adjust tuition for missed classes or holidays. Make-up classes are available in any appropriate class that you are not registered for. There are no refunds for paid tuition, regardless of attendance.

BALLET: Black leotard, pink tights JAZZ/TAP: Stretchy tight fitting clothing HIP HOP: Comfortable clothing, tennis shoes

  • 1 CLASS/WEEK $98
  • 2 CLASSES/WEEK $183
  • 3 CLASSES/WEEK $253
  • 4 CLASSES/WEEK $305
  • 5 CLASSES/WEEK $350
  • 6 CLASSES/WEEK $390
  • 7 CLASSES/WEEK $420
      YOUTH & TEEN 2021 Summer session
      June 28- July 31
      5 weeks
    $35 per student $40 per family due each Fall Session

    There is a $22 participation fee for a "trial" class. If you continue and register, tuition will be calculated from the date of registration.

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    Employment (Title I)

    Title I of the Americans with Disabilities Act of 1990 prohibits private employers, State and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. The ADA covers employers with 15 or more employees, including State and local governments. It also applies to employment agencies and to labor organizations.


    How to File a Charge of Discrimination
    If you think you have been discriminated against in employment on the basis of disability, you should contact the U.S. Equal Employment Opportunity Commission. A charge of discrimination generally must be filed within 180 days of the alleged discrimination. You may have up to 300 days to file a charge if there is a State or local law that provides relief for discrimination on the basis of disability. However, to protect your rights, it is best to contact EEOC promptly if discrimination is suspected.


    A Guide for People with Disabilities Seeking Employment | PDF
    A 2-page pamphlet for people with disabilities providing a general explanation of the employment provisions of the ADA and how to file a complaint with the Equal Employment Opportunity Commission. (Spanish edition available from the ADA Information Line.)

    ADA: Know Your Rights -- Returning Service Members with Disabilities | PDF
    This 28-page booklet is designed to provide military service members who have been seriously wounded in Operation Iraqi Freedom or Operation Enduring Freedom a basic understanding of their rights under the ADA and where to turn for additional information and assistance.

    A Guide to Disability Rights Laws | En Español
    A 21-page booklet that provides a brief overview of ten Federal laws that protect the rights of people with disabilities and provides information about the federal agencies to contact for more information. (Spanish, Cambodian, Chinese, Hmong, Japanese, Korean, Laotian, Tagalog and Vietnamese editions available from the ADA Information Line.)

    Questions and Answers: The Americans with Disabilities Act and Persons with HIV/AIDS | PDF
    A 14-page publication explaining the rights of persons with HIV/AIDS under the Americans with Disabilities Act (ADA), and the requirements of the ADA for employers, businesses and non-profit agencies that serve the public, and State and local governments to avoid discriminating against persons with HIV/AIDS (June 2012).

    "Ten Employment Myths"
    Many employers misunderstand the Americans with Disabilities Act and are reluctant to hire people with disabilities because of unfounded myths. This seventeen-minute video responds to concerns expressed by employers, explaining the ADA in common sense terms and dispelling myths about this often overlooked pool of well-qualified employees.


    An in-group is a group of people who identify with each other based on a variety of factors including gender, race, religion, or geography. Our tendency to distinguish between in-group and out-group members has moral implications.

    People may harm those whom they perceive to be in an out-group in ways that they would not harm in-group members. For example, one study showed that when soccer fans viewed fans of their own team being harmed, they felt empathy. But when they viewed fans of a rival team being similarly harmed, they felt pleasure.

    Likewise, people tend to make different moral judgments based on in-group and out-group distinctions. When someone in our in-group misbehaves, the natural reaction is often to dismiss the behavior as no big deal. But when someone in our out-group does the same thing, we will tend to judge the behavior much more harshly.

    Indeed, when automatic in-group and out-group distinctions replace conscious and thoughtful reflection, we are more likely to harm one another and behave unethically.

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