Troubleshooting and Common Problems. 10 pages on this wiki. Kamidori - Alchemy Meister Edit. Kamidori Alchemy Meister (English) Sign in. English Games List; Japanese Games List. Forum; Eroge/Visual Novels; Eroge General Talk; Kamidori Alchemy Meister; Register to disable all. Kamidori: Alchemy Meister - English Patch released! Enclosure 5 years ago #101. Kamidori Alchemy Meister discussion thread. Himegari Dungeon Meister. Troubleshooting and Common Problems . Try installing the game outside of C: /Program Files (x. Ensure you have eastern asian language packs installed. But there also may be additional custom fonts included with a patch by the translation team that need to be installed seperately. Try installing or re- installing CCCP or disabling options relating to MPEG playback. The layouts are often similar to their English counterparts so you should be able to guide yourself through it using context and familiarity. Often the prompts will have an English abbreviation in parenthesis, ie (B): Back, (N): Next, and so on. If you get an error message, it may help to copy it (ctrl+c) and paste it into an online machine translation service. An audio cue will play and two graphics resembling Cardiac Monitors will appear, one red and one green. Clicking either one will activate a . There is also a third choice, which is to not activate a delusion at all. You must play through this chapter in one sitting without saving or loading, however this isn't a too bad a thing since it's one of the shorter chapters. Duel Savior. Edit Game will not work at all under windows 8. The music will start up after the prologue. However the effects are reversible. Make sure you have updated to the latest patch (1. The default font used is a font family called Meiryo. Installing this font manually, or loading fonts from your Windows install disc(s) may prevent these crashes. Also, if you are experiencing crashes or performance loss during battles, it should be noted the game uses movie files for attack animations, so proper codec support is required. All other questions regarding Kamidori can probably be answered by the Kamidori mega. FAQ. If you have issues with crashes, it's most likely caused by codec issues. Download CCCP and it will fix it. Kara no Shoujo. Edit Early versions of the game were released without a bugfix and will cause the game's notebook to show SPOILERS. Make sure your install folder has two small files, patch. There's also an unofficial voice patch, a 3. MB file that can be added to the game to restore the voices. Kana: Little Sister. Edit This game has several issues when run under recent windows OS, however there are fixes Located Here. Using the partial installation with the translation patch will crash the game. First of all, some mounting software such as Power. ISO that do not properly support UTF- 8 encoding will not mount the discs properly. Secondly, do not install using the autorun executable. Additionally, if you use some shitty Antivirus software like AVG, you may also run into errors such as failed installation, the game not starting, and possibly even saves being deleted.
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IR - Template for keeping minutes at a disciplinary hearing.docx Author: Renier Krige Created Date. Forms to guide you in managing your labour relations and protect you against unfair dismissal or unfair labour practice claims. Form 1.4 Notice of disciplinary hearing Form 1.4b Notice of disciplinary hearing&suspension. The Disciplinary Hearing . Needless to say, this is not negotiable. If the proceedings are not reduced to writing, your whole case ends up on the compost heap. The minutes must be as complete and as detailed as possible. Disciplinary Hearing unless the employer agrees to it. The respondent is entitled to representation only by a fellow worker from his/her place of work. The Hearing. The following should be present: The Chairmanthe complainant. Respondent’s representative. NOTE: See also Part 7 “The Role of the Chairman and other Participants.’ The Chairman could save time by recording the following details in advance of the commencement of proceedings: The date, time and venue of the hearing. The names of the participants. The role each is to play. Record receipt of a copy of the Notice of Disciplinary Hearing. Record that the charges are correctly framed and brought. The Chairman should introduce himself. The Chairman must explain his role in the proceedings: “My name is . I have been appointed in writing by the complainant to act as Chairman in this matter and should any person wish to examine my written appointment, I have it available for such inspection. My function is to keep the meeting in good order, to conduct the meeting in an orderly manner and to ensure that there is no anger or swearing or other insulting behavior or language. At the outset, I would like to make it clear that abuse and insults will not be tolerated and any such that does occur will result in the perpetrator being ordered out of the room.”“I will listen to all the evidence, and at the end of the meeting we will adjourn to enable me to have the minutes typed and to study the evidence. Based on the evidence placed before me, I will make a finding as to whether the respondent is guilty or not guilty. The hearing will then be reconvened and I will give the respondent another opportunity to submit any mitigating or extenuating circumstances or evidence not already submitted. I will consider any such evidence, and then deliver my verdict and the sanction to be applied. Should the verdict not be in favour of the respondent, then the respondent has the right to lodge written notice of appeal within 7 days of the final hearing, stating the reasons on which the appeal is based. The appeal hearing will be held under a different Chairman, and a verdict delivered after that hearing. Should the respondent still not be satisfied, then he/she has the right to refer to matter to a disputeresolution center for further attention.” Lastly, the Chairman states: “The record must show that I have no prior knowledge of this case and I have no knowledge of the outcome of any prior investigations that may have been conducted by the complainant in this matter.”The Chairman must then introduce the participants to each other, stating the role of each in the proceedings. NOTE: The interpreter may not also be a witness for the defense, nor for the prosecution. The Chairman must ask: is the interpreter also a witness for the accused or for the complainant? If the answer is yes to either one or both, then the interpreter must be excused and another interpreter appointed. The duty of the interpreter is just that – to interpret only. He/she is not permitted to take part in the discussion in any way other than to interpret. The Chairman can then proceed with the Hearing. Each party (the complainant and the respondent) will deliver its opening statement, which is a brief outline of the case which each party will seek to make out. In other words, an outline of the case to be brought. NOTE: It is not a prerequisite that opening statements be delivered. The hearing can proceed without opening statements. However, the advantage of giving an opening statement is that it tells the Chairman how the presentation of evidence is structured, and enables him to form an overview of the case. Against this background, the Chairman will have a better understanding of the case which will enable him to better understand the detailed evidence as it is presented. Without an opening statement, the Chairman may not always appreciate the significance of certain evidence or the impact of it may be lost. An opening statement should include : A brief summary of the case. Reference to any facts that are not in dispute. The issues that are in dispute. What has to be decided by the Chairman. How you intend to demonstrate your case through your evidence. What result you are seeking. The Chairman must then state the purpose of the hearing: “We are here today to investigate the circumstances of (explain the charges) against Mr. NOTE: Refer also to Part 3 “The Elements of the Charge” and Part 4 “ The Formulation of Charges.”The Chairman must then ask: “How do you plead to these charges? Guilty or not guilty?” Record the respondent’s answer. NOTE: if there is more than one charge, ask the respondent to plead on each charge separately and record the plea on each charge. Normally the respondent will plead “not guilty” on all charges. However, in the unlikely event that the respondent does plead “guilty”, it is advisable to continue with the hearing and hear all the evidence from both sides. The reason is that the possibility exists that the respondent may have pleaded guilty out of fear (under threat of retribution by other persons involved, or to shield other persons involved) or he/she may think that a guilty plea will “get them off the hook” or lessen the likelihood of dismissal. The Chairman then asks the respondent (accused): “Were you notified in writing of the date, time and place of this hearing?” Record the respondent’s answer. The Chairman must request to be given a copy of the notice if he does not already have it. The Chairman asks the respondent: “Were you given sufficient time in which to prepare your defense?” Record the respondent’s answer. NOTE: Almost always, the respondent will answer “ no “ to this question. This is done to try and mess the employer around, or to be just plain “bloody minded.” Normally as long as the respondent was given a minimum of 2 clear full working days, the Chairman must rule that the time allowed was sufficient and the hearing will proceed. Should the respondent insist and demand more time, and in the opinion of the Chairman sufficient time has already been granted, then the Chairman must refuse to accede to the demands, and record that the demand is unreasonable in the light of the time already allowed. Should the Chairman conclude that the demand is reasonable, then he must make a ruling on the extent of additional time to be allowed, and act accordingly. The Chairman should record that the granting of additional time demonstrates the applicant’s willingness to co- operate in this matter to the fullest possible extent. Should the respondent answer “no” then the Chairman must decide whether or not the employer did allow sufficient time between the handing of the Notice of Disciplinary Hearing to the respondent and the date of the hearing, for the respondent to prepare his defense. Generally, two full clear working days will be considered to be fair, depending on the seriousness of the matter. Certainly a maximum of 4 clear working days is quite sufficient for any disciplinary matter except in the most exceptional of circumstances. However, the employer must decide – for example, it may be a case of fraud where the respondent has, over a period perhaps of 3 years, been embezzling money and a lengthy investigation may be required by management to prepares it’s (managements) case. In that event, it may be necessary to suspend the respondent (with full benefits) for a few weeks or even a month to allow management to gather all the evidence required. The Chairman now asks the complainant to present their case. The complainant’s witness will be called to the hearing. The complainant should firstly ask the witness to state his name and occupation, and his position in the company. Should the witness have made a previous written statement, the complainant must produce this statement and ask the witness “Is this your statement?” The witness must inspect the statement and reply “yes”. The complainant must then ask him (showing him the statement again ) “Is this your signature at the bottom of the statement?”. The witness will reply “yes.”The complainant must then ask the witness to state in his own words what happened or what he observed. While the witness relates what he knows, the complainant can follow the version now given and compare it with the written statement. After the witness has finished giving his version of events, the complainant can question him to clarify any points that are not clear, but be careful to avoid questions which may be damaging to your case. Do not highlight any defects in the witnesses evidence by asking questions about those defects unless a clarifying question will strengthen your case. Just gloss over them and concentrate on asking questions to clarify the strong points in his evidence, but avoid questions on points that have already been established or on points that are not in dispute. Should the witness now come up with a completely different story that changes things completely, or delivers damaging evidence that he never disclosed in his written statement, you may further cross examine him to establish whether or not he is now telling the truth (which he never told before) or whether he is now lying perhaps under threat of retribution by the accused. 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