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3101-1 Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting

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3101-1 exam Dumps Source : Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting

Test Code : 3101-1
Test denomination : Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting
Vendor denomination : Avaya
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Avaya Aura Communication Manager

Avaya providing Emergency Communications and Notification materials to aid purchasers Impacted with the aid of storm Florence | real Questions and Pass4sure dumps

SANTA CLARA, Calif.--(company WIRE)--Sep 14, 2018--Avaya Holdings Corp. (NYSE:AVYA) is notifying customers in the areas probably impacted by typhoon Florence that the company is making brief licenses for Avaya communications options attainable to capitalize preserve open strains of verbal exchange with utter purchasers to their stakeholders.

Complementary application licenses can subsist available, for 60 days as soon as the consumer request is permitted via Avaya, to assist customers impacted by artery of the storm for here options:

Avaya charisma®Platform, Core and vigour Licenses, liberate hundred or enhanced (communication supervisor Messaging 6.three.111 or improved, Avaya air of secrecy Messaging 6.three.3 SP7 or more desirable)Avaya aura®call middle Elite liberate hundred or greaterAvaya air of mystery®application Enablement ServicesAvaya IP OfficeTM

brief License Request manner:

For utter requests, including pressing requests, gratify convene the Helpdesk at the numbers beneath and possess the ticket flagged as “ company censorious ” (1 enterprise day resolution) and point out your request is for temporary licenses because of hurricane Florence. once the consumer’s request is permitted through Avaya, the client might moreover access temporary licenses for up to 60 days.

be conscious that the PLDS, RFA and KRS Helpdesk personnel will require satisfactory time to evaluate and sanction the request. If the originator of the ticket doesn't collect hold of feedback according to their needs, they may noiseless request an escalation from the Avaya Helpdesk.

For the United States, gratify convene 1-866-AVAYA IT (+1-866-282-9248) or 1-720-444-0130

Canada and CALA clients should convene +1 720-444-0130

Please word: this is a short lived process to provide counsel to Avaya’s purchasers utter over the storm Florence emergency.

About Avaya

Avaya permits the mission important, precise-time conversation functions of the area’s most censorious operations. as the global chief in delivering advanced communications experiences, Avaya provides the most comprehensive portfolio of application and services for contact middle and unified communications— offered on premises, within the cloud, or a hybrid. today’s digital world requires communications enablement, and no other enterprise is more suitable placed to carry out that than Avaya. For greater information, gratify visit

supply: Avaya Newsroom

Cautionary word concerning forward-searching Statements

This document carries unavoidable “ahead-searching statements.” utter statements other than statements of ancient fact are “forward-searching” statements for purposes of the U.S. federal and situation securities legal guidelines. These statements can subsist identified by means of forward looking terminology comparable to "expect," "consider," "continue," "may," "estimate," "expect," "intend," "may," "could," “our vision,” "plan," "capabilities," "preliminary," "predict," "may still," "will," or “would” or the terrible thereof or different adaptations thereof or related terminology and include, however don't appear to subsist limited to, the birth of a cloud platform, the supply of features equivalent to agent remarkable utility applications and ingenious Wire capabilities, and the company’s drag to large facts, laptop studying and AI. The traffic has based mostly these ahead-looking statements on its present expectations, assumptions, estimates and projections. whereas the company believes these expectations, assumptions, estimates and projections are least expensive, such forward-searching statements are simplest predictions and involve accepted and unknown hazards and uncertainties, a lot of which might subsist beyond its manage. The elements are mentioned within the business’s Registration remark on shape 10 filed with the Securities and trade commission, could understanding its exact consequences, efficiency or achievements to differ materially from any future results, performance or achievements expressed or implied by using these ahead-searching statements. For a further listing and silhouette of such dangers and uncertainties, gratify mention to the company’s filings with the SEC that can subsist organize at. The traffic cautions you that the list of censorious factors blanketed in the company’s SEC filings can moreover no longer contain utter of the cloth elements that are essential to you. in addition, in gentle of these risks and uncertainties, the matters talked about within the ahead-searching statements contained in this record may not definitely occur. The traffic undertakes no duty to publicly update or revise any forward-looking statement because of current assistance, future events or in any other case, apart from as otherwise required by using legislation.

View source edition on

CONTACT: Avaya Holdings Corp.

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IntraNext programs : event Intelligence™ Rated Avaya air of secrecy 7.1 Compliant | real Questions and Pass4sure dumps

IntraNext systems announced that its suffer Intelligence™ laptop Telephony Integration (CTI) software platform has completed Avaya compliance and compatibility trying out and is rated compliant with Avaya charisma® communication supervisor 7.1 and Avaya charisma application Enablement capabilities 7.1.

IntraNext’s event Intelligence capabilities aid contact facilities raise efficiencies and enrich the degree of service brought to consumers. Integrating into present infrastructure environments to bring together pre-call intelligence, convene routing traffic rules, and consumer assistance, allows for brokers to focus on supplying top-quality-in-type consumer carrier. With custom-made screen pops and softphone toolbar alternate options, event Intelligence provides agents with the tools they exigency after they exigency them.

The event Intelligence software solution joins IntraNext’s iGuard™ DTMF information trap concede which received its compliance and compatibility rating with Avaya air of secrecy 7.1 in 2016. iGuard allows valued clientele to enter in my view Identifiable guidance on their cellphone keypad with ease putting off the verbal alternate of sensitive records utter through reside agent interactions. iGuard helps contact facilities with statistics safety and PCI DSS compliance.

Patrick Brown, CEO, pointed out, "Compliance with Avaya aura communication supervisor and application Enablement functions 7.1 capacity their shoppers can believe assured that their event Intelligence solution will successfully interoperate with their present Avaya communications infrastructure. the usage of suffer Intelligence in their contact core can capitalize purchasers reduce can pervade of possession whereas providing brokers with true-time event intelligence to their desktop."

IntraNext is a know-how ally in the Avaya DevConnect program and become a recipient of the 2015 Avaya DevConnect Innovation Awards.

About IntraNext

IntraNext systems has developed contact heart solutions for over twenty years. IntraNext’s product portfolio consists of adventure Intelligence™, an traffic main computing device Telephony Integration (CTI) solution, and iGuard™, a DTMF statistics capture solution for reside agent interactions.

Dubai Police Transforms Non-Emergency Communications with Avaya | real Questions and Pass4sure dumps

SANTA CLARA, CA--(Marketwired - March 22, 2017) - Dubai Police are making lifestyles less difficult and safer for participants of the general public, with the assist of Avaya. citizens, residents and friends to Dubai might subsist capable of entry non-emergency police capabilities by artery of a sole toll-free quantity, with one ingredient of contact for voice and gregarious media interactions, after Dubai Police completes a venture with Avaya to transform its communication capabilities.

Alongside channel companion join IT, Avaya is supplying an entire consumer adventure transformation for Dubai Police by artery of upgrading the obligate to the latest Avaya aura communications platform. members of the general public can subsist able to contact Dubai Police using the 901 toll-free quantity, and additionally communicate with workers on gregarious media structures, dashing up response times and enabling cops to acquire assistance greater efficaciously.

The mission will exercise Avaya charisma to unify utter Dubai Police branches, offering voice, video, facts and web communications functions and capabilities to officers and different employees, no matter if they're at a desk or patrolling the streets. the current communications gadget will deliver personnel with the skill to convention, partake and view video, in addition to different collaboration equipment.


"This communications improve will permit us to serve the general public more desirable and get Dubai a safer, happier ambiance. by combining non-emergency services under the 901 number, residents and visitors should subsist in a position to contact Dubai Police greater with ease, and by artery of including gregarious media guide, they will pace up response instances and get features much more available."

most censorious Engineer Obaid Salem Bin Ghelaita, Dubai Police

"constructing on the vision of their country wide management to lead the zone when it involves superior national and resident capabilities and really get this the happiest region to are living and visit, they possess identified the Avaya air of secrecy concede as the preempt platform on which to radically change their verbal exchange and client-carrier capabilities. With a vastly-better non-emergency contact middle, they can subsist able to give a extra superior, resourceful service to Dubai's public."

Captain Adil Saleh Al-Ali, Dubai Police

"Dubai has repeatedly proven the style that govt can drive an innovation agenda. Departments similar to Dubai Police possess constantly been on the forefront of adopting advanced technologies in an application to improving their personal service capabilities. This customer event transformation mission will supply current governance fashions for a contemporary, digital world, and they are disdainful to work with them in realizing this vision."

Mohammed Areff, vice president, middle East, Africa, Turkey, Avaya

"This current communications platform will enable Dubai Police to wield non-emergency calls with exceptional efficiency, and get certain superior client experiences anytime. working on this chore with Dubai Police and Avaya has been a event of discovery about what may moreover subsist executed when each person is aligned on the identical ambitions -- to carry stunning effects and get Dubai a happier region to reside."

Ramzi Abi Saleh, country manager, join IT

About Avaya

Avaya makes it feasible for the mission important, actual-time conversation functions of the world's most censorious operations. as the global leader in providing advanced communications experiences, Avaya provides probably the most finished portfolio of software and functions for contact middle and unified communications with integrated, restful networking -- provided on premises, within the cloud, or a hybrid. trendy digital world requires some shape of communications enablement, and no other traffic is better placed to try this than Avaya. For greater information, gratify talk over with

certain statements contained during this press release are ahead-searching statements. These statements can subsist recognized by artery of ahead-looking terminology equivalent to "assume," "believe," "continue," "may," "estimate," "predict," "intend," "may," "could," "plan," "skills," "predict," "should" or "will" or different an identical terminology. we've based these ahead-looking statements on their existing expectations, assumptions, estimates and projections. whereas they reliance these expectations, assumptions, estimates and projections are reasonably priced, such ahead-looking statements are only predictions and involve celebrated and unknown dangers and uncertainties, lots of which can subsist past their handle. These and other censorious components may understanding their exact consequences, performance or achievements to vary materially from any future consequences, performance or achievements expressed or implied by artery of these forward-searching statements. For a listing and silhouette of such hazards and uncertainties, gratify debate with Avaya's filings with the SEC that are available at Avaya disclaims any purpose or responsibility to supplant or revise any ahead-searching statements, even if because of current tips, future routine or in any other case.

follow Avaya on Twitter, fb, YouTube, LinkedIn and the Avaya related blog.

3101-1 Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting

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3101-1 exam Dumps Source : Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting

Test Code : 3101-1
Test denomination : Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting
Vendor denomination : Avaya
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The boss makes how lots? Illinois organizations exhibit CEO-to-employee pay ratio | real questions and Pass4sure dumps

Public businesses for the primary time this yr must divulge how a entire lot more they pay their chief executive than their median employee, a rule born in the wake of the fiscal crossroad and amid a gregarious backlash in opposition t rising income inequality.

a lot of Illinois’ greatest groups debuted their CEO-to-employee pay ratios in fresh regulatory filings, and the gaps, evidently, are huge.

What’s much less lucid is what to get of the brand current tips.

At Northbrook-primarily based Allstate, CEO Tom Wilson’s $18.seventy six million compensation remaining year become 230 times greater than the $eighty one,573 earned via the insurance business’s median employee.

At Deerfield-based Mondelez, former CEO Irene Rosenfeld, who stepped down in November, earned 402 instances greater than the snack-maker’s median employee — $17.eleven million versus $forty two,893.

And at McDonald’s, CEO Steve Easterbrook’s $21.seventy six million pay kit changed into 3,101 times the $7,017 paid to the speedy-food tremendous’s median worker, which the enterprise defines as an element-time hourly restaurant crew member in Poland.

The leeway groups were given via the Securities and change fee to compute their ratios makes it difficult to attract any significant conclusions, critics say, and large CEO pay programs — which comprehend income, bonus, inventory alternate options, upward propel in pension cost and other incentives — are infrequently information. however the disclosure of median employee pay, a much less commonly suggested figure, may prove gigantic for employees renegotiating their personal pay or for job candidates evaluating talents employers.

And for a lot of individuals who song govt pay, what may subsist most incandescent is to watch how the ratios exchange over time.

“Are they giving themselves a raise while the relaxation of the team of workers is hurting?” famed Rob DuBoff, director of company analysis at simply Capital, a nonprofit research organization that ranks organisations according to what its surveys prove american citizens pervade about most.

The ratio reporting requirement, mandated by artery of Congress in the 2010 Dodd-Frank Act, is intended to provide shareholders more information for managing executive compensation. There isn't any target ratio, and the ratios differ vastly counting on traffic measurement, trade and workforce structure.

Equilar, a compensation research enterprise, has been tracking company disclosures across the Russell 3000 index. As of mid-April, the median pay ratio suggested was seventy two:1, in line with Equilar. The ratios latitude from 5,908:1 at Weight Watchers, whose current CEO became awarded a few one-time awards closing year as a fragment of her recruitment, to 0.1:1 at Texas-based energy transfer companions, whose CEO chose to pinch a $1 annual revenue and forgo prize and fairness incentives, so his compensation consisted of fitness merits.

organizations can exclude up to 5 percent of their non-U.S. group of workers however don’t should, some comprehend fitness advantages within the compensation calculation but others don’t, and making can charge-of-living changes for geographic differences is optional.

additionally, the salaries of part-time, brief or seasonal employees lessen median employee pay, and organizations that depend closely on these employees attend to possess a wider CEO-to-employee pay cavity because of this.

“what is it going to inform people? On balance, very little,” observed Donald Kalfen, companion at Lake forest-primarily based Meridian Compensation partners, which advises boards and senior management on government compensation considerations.

but proponents recount any pay transparency is advantageous, each for shareholders and for employees who possess considered their own wages stagnate as CEO pay climbs.

“We should noiseless subsist smartly-aware of these pay ratios because they may moreover approach lower back to chunk these agencies in the event that they’re manner out of whack,” talked about Jay Rehak, president of the board of the Chicago lecturers Pension Fund, an institutional investor that manages $10.8 billion in pension investments for sixty three,000 people.

CEO pay has been rising due to the fact that the 1980s, with a pointy climb during the 1990s among remarkable businesses driven via hikes in incentives and confined stock. by using the circle of the millennium CEOs had been making 120 times the pay of the typical employee, whereas in the Nineteen Seventies they were making about 30 times extra, in accordance with analysis through finance professor Carola Frydman and associate finance professor Dimitris Papanikolaou, both of Northwestern institution’s Kellogg faculty of administration. The researchers possess theorized that the pay cavity widens during intervals of quick technological innovation because it turns into more censorious to possess a skilled CEO who can develop the traffic amid those shifts.

even if highlighting the yawning gap between the rank and file and the CEO shames corporations into bringing CEO pay down, or median employee pay up, continues to subsist to subsist viewed, even though a brace of experts said they doubted a pleasant deal circulate apart from at the extremes.

but in utter probability extra censorious than laborers evaluating themselves towards the CEO, whose compensation has been public for decades, is that they can now examine their pay with that of the company’s median worker, a determine that until now has not been obtainable.

there is difficulty that such comparisons could ache employee morale, but “that’s variety of the factor,” mentioned Ben Harris, former chief economist to vice chairman Joe Biden and now a journeying affiliate professor at Kellogg college of administration.

“if you're underpaid, subsist certain you comprehend it, get certain to believe Dangerous about it and moreover you should give you the option to barter up,” Harris mentioned.

To Harris, laborers had been deprived in pay negotiations with employers as a result of most don’t possess entry to any earnings counsel. realizing the median worker pay at their company offers employees a erudition point for negotiating, “a tiny step on a very lengthy suffer … to making their labor market competitive,” he spoke of.

historically, pay transparency hasn’t at utter times had the intended impact.

U.S. CEOs viewed earning one hundred forty times more than the regular worker »

When Congress mandated disclosure of CEO pay utter through the notable depression in 1934, with the intent of narrowing disparities with the middling man, the outcome became to enlarge the pay of the reduce paid CEOs who were miffed that they fell below a few of their peers, in response to a watch at by means of Princeton tuition researcher Alexandre Mas.

When the salaries of metropolis managers in California possess been made public in 2010, it resulted in an eight p.c reduction in their pay, but additionally a seventy five % enhance of their give up charges, yet another study by artery of Mas found.

Some teachers worry that the brand current pay ratio disclosure might possess other unintended penalties.

as an example, if agencies are self-conscious about a huge pay ratio they might try to diminish it via outsourcing one of the decrease-paid work to 3rd parties to collect these low salaries off their payrolls, Kellogg’s Frydman stated. They may moreover substitute two half-timers with a full-time worker at double the revenue.

“establishments which possess a lot of half-time or seasonal employees may not are looking to possess them anymore,” Frydman noted. “those styles of affects worry me.”

Brian Tobin, senior customer accomplice in executive pay and governance keep within the Chicago workplace of Korn Ferry, a global organizational consulting enterprise, observed he doesn’t believe agencies are so fixated on the pay ratio that they would exchange fundamental company practices. Most of his customers possess not heard shareholders voice situation about the current disclosures, Tobin pointed out.

but groups may noiseless strengthen interior speaking features for employees who may additionally raise questions on where they stand in comparison with the median, in order that supervisors can steer the discussion to issues of skill construction and profession development, Tobin spoke of.

As businesses exhibit stupendous CEO-to-worker pay ratios, some subsist troubled how low-paid worker's could pinch the information »

“this is in reality a casual to prove this round and exercise it to birth these discussions,” he spoke of. “here is how you circulate from your stage to that role that pays more.”

organizations possess been so concentrated on the methodology in the inaugural yr of the reporting requirement that many possess neglected to talk with stakeholders to region the numbers in context — a mistake that could compromise their ability to entice and maintain desirable ability, observed delight Duce, accomplice in can pervade of human resources consulting services at Naperville-based mostly Sikich, a professional functions firm.

now not best could current personnel believe demoralized if they behold they tumble beneath the median, however potential current hires likely will evaluate median worker pay between similar agencies or question profits presents that don’t meet that level, Duce referred to.

“We’re no longer seeing corporations pinch wield of their story,” she referred to. “those numbers could possess legs, and the terrible possess an outcome on they might possess could subsist enormous.”

many of Illinois’ largest organizations possess tried to supply context for mammoth pay ratios.

At Sears Holdings, CEO Eddie Lampert’s $four.34 million pay was 264 times the $sixteen,442 earned with the aid of the retailer’s median employee, who's described as an element-time hourly worker. however contemplating only salaried personnel, whose median pay is $sixty five,358, the ratio is 66:1, the traffic observed in its submitting.

Mondelez, with a 403:1 ratio, notes that of just about a hundred,000 employees in more than 80 international locations world wide, most are hourly, many are half-time or seasonal and 82 percent can subsist organize outdoor the U.S., with five of the six biggest employee populations in rising market nations. The company excluded 4,610 non-U.S. personnel from its median employee calculation, as accredited by means of SEC suggestions. It did not succeed a price-of-dwelling adjustment for non-U.S. employees.

“i'd emphasize that we’re confident that they pay their employees competitively in utter markets wherein they function,” Mondelez spokesman Michael Mitchell said in an electronic mail. “We benchmark at every flat of their company to ensure their pay is unbiased and to enable us to entice and sustain the most efficient ability.”

Median CEO pay at largest agencies reaches a list $15.7 million »

At Kraft Heinz, one more snack-maker with similar revenue, the CEO-to-employee pay ratio is plenty smaller, at 91:1. whereas its median employee pay, at $46,006, is corresponding to that at Mondelez, CEO Bernardo Hees made just $four.19 million closing yr, a quarter of former Mondelez CEO Rosenfeld’s pay package.

The distinction displays distinctive compensation philosophies. whereas Mondelez uses peer organizations to cipher government pay, evaluating itself with companies of an identical dimension and international breadth comparable to Nike and Pfizer, Kraft Heinz adheres to a efficiency-driven mannequin that reflects the cost its house owners, 3G Capital and Berkshire Hathaway, region on pervade efficiencies.

“We operate under a Pay for efficiency mannequin — a direct hyperlink between providing results and earning rewards that’s tied to target achievement,” spokesman Michael Mullen observed in an emailed remark. “As a corporation, they did not meet their world inside goals terminal year, hence, their CEO didn't receive a prize in line with their compensation mannequin, which impacted the pay ratio.”

As for McDonald’s, whose three,one zero one:1 ratio is the biggest among Illinois’ greatest organizations reporting to date, the traffic didn't exercise any accepted exclusions regardless of its world workforce. It notes that ninety p.c of Easterbrook’s pay is according to company performance, and the value of the company grew $36 billion final year.

“Steve Easterbrook’s management has raised the bar for McDonald’s through leading the traffic out of declining revenue lower back to robust growth, unveiling plans to get the company extra sustainable for each shareholders and stakeholders utter whereas investing more in the schooling and capabilities of the americans working in their restaurants,” spokeswoman Terri Hickey observed in an emailed observation.

To DuBoff at simply Capital, the massive ratio isn’t the basic subject. What matters greater is if boom in CEO compensation is outpacing boom in pay for median employees who struggle to get ends meet.

just 10 p.c of McDonald’s U.S. laborers get a dwelling wage, that means their hourly wage is adequate to cowl autochthonous prices for meals, housing and medical care, he referred to.

The enterprise “is a remarkable turnaround story, and the CEO may noiseless certainly subsist in a position to pinch fragment in that,” DuBoff stated.

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