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The Michigan Daily - Wednesday, October 25, 1989 - Page 9
Wah-Wah Night
BY KRISTIN PALM
Children of the '80s rejoice! I,
too, used to lament the fact that
while the Sex Pistols, Patti Smith
and other members of the punk ex-
plosion descended upon CBGB with
their unprecedented assaults of un-
tamed energy, I was nestled safe in
my home relaxing to the subdued
strains of the newest K-tel release.
As I matured, I feared that my unen-
lightened youth had robbed me of the
last, great foray into power rock
Odecadence.
Little did I know that solace
would be found inside the violently
vibrating walls of Ann Arbor's own
Blind Pig on what otherwise seemed
like an ordinary Monday night. But
it was the Pig's "Wah-Wah Night"
as well. Upon entering the bar, hear-
ing the throbbing backbeat of Big
Chief drummer Mike Danner and
growling vocals of lead singer and
0former Necros frontman Barry
Henssler, and witnessing his fiery
orange mane flying around the stage
in the style of the most antic of
7
Ann Arbor. Right outside the
proverbial back door. In other words,
Ann Arborites don't even need to
leave the county to see a band that
will no doubt remain integral to the
new, improved, garage-style, metal-
punk rage.
Big Chief already has a gig open-
ing for cult heroes Soundgarden at
St. Andrews in Detroit next month,
and the fact that they opened up for
Soundgarden's former Sub Pop la-
bel-mates Mudhoney Monday night
is further testimony that they are
well on their way toward the grunge
Hall of Fame.
But the revelation did not end
with Big Chief, as Bullet Lavolta
quickly took the stage with a compa-
rable amount of energy and only a
little less collective hair. Belting out
searing guitar lines reminiscent of
the Cult, only fiercer, these obnox-
ious Boston rockers rivaled only the
hyperactive audience in terms of pure
energy production. Throughout the
set, vocal levels remained mellow
next to Big Chief's, but the backing
thrash remained intense.
The band's rapport with the audi-
ence approached the mundane ("So,
do you all go to U of M?") until one
overzealous and relatively intoxicated
slam dancer crossed that oh-so-thin
line between having a rockin' good
time and being an asshole. Still
wearing the crazed wide-eyed look of
Black Flag's Henry Rollins, Bullet
Barry Henssler
redhead, of Bia Chief
metalheads, I knew the time for my
baptism had come. Lest I was to be-
come doubtful, Matt O'Brien's ri-
fling bass lines assured I would wal-
low in sorrow no longer.
Not only did these guys play the
thrashiest, trashiest, ear-splitting,
brain-biting set I had seen in ages,
but their home base is right here in
/
Lavolta vocalist Yukki Gipe stopped
the show long enough to let this far
know his method of exhibiting mu-
sic appreciation was not exactly
what the band had in mind.
By the time Bullet Lavolta left
the stage, my faith had already beer
restored in the healing powers of
good, dirty, no-holds-barred thrash
and the headlining act had yet tc
grace the stage. And if the opening
bands restored my belief in the
power of music, well Mudhoney's
screeching, throbbing set promoted
me to the level of disciple.
It was obvious that I was not
alone as some audience members
slammed each other into the stage,
the ground and each other while
others simply stomped their feet and
shook their heads as a mode of en-
gaging in the crucial ritual of paying
homage to the Deity of Grunge who
resides in a garage somewhere, prob-
ably in Seattle.
If the enthusiasm was high at the
commencement of Mudhoney's set,
it was out of control by the end.
Loud, drunken requests for "Touch
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Yukki Gipe
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, - Paid Advertisement-
Interim policy (Continued)
Mark Arm
...blond, of Mudhoney
Me I'm Sick" were met instead by
"You Got It (Keep it Outta My
Face)" but nobody seemed disap-
pointed. And when the band did fi-
nally launch into the most-wanted
song of the evening, the crowd be-
came all the more joyous, slamming
bodies harder and banging heads
faster.
Despite the pounding fists and
stomping Chuck Taylors, the Mon-
day night christening was not a
heavy metal fest by any stretch of
the imagination. Throbbing drums
and screeching vocals were occasion-
ally tamed by love-in guitar licks,
softening the blow of Mudhoney's
crashing wah-wah assault.
Granted, bands like Big Chief,
Bullet Lavolta and Mudhoney have
one foot firmly placed in the '70s,
eliciting distinct images of Robert
Plant and his ilk. But did anyone
slam dance at a Zeppelin show?
Probably not, and it is this hardcore
edge that makes puts these bands at
the forefront of a new generation of
blasting sound orgies.
The Blind Pig may be an un-
likely place for a baptism or spiri-
tual revelation; likewise sweat and
beer may not commonly be used to
anoint. But it is unlikely anyone at
Monday's triple bill would have had
it any other way.
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rassment and sexual assault. 3100 Michigan Union, 763-5865. 24-hour counseling
line 936-3333.
- Lesbian and Gay Male Programs Office offers counseling to students, staff
and faculty on matters of sexual orientation, and support and assistance to victims of
harassment, discrimination, and assault. 3118 Michigan Union, 763-4186.
Although these offices can provide useful information to an individual about the
University's resources for reporting and resolving discriminatory behavior, discus-
sions with these counselors do not constitute official reports to the University. Be-
cause this information is confidential, the University will not take action in response
to privileged information about discrimination disclosed to counselors in these of-
fices, unless required by a court of law.
C. Informal Mechanisms for Mediation and Resolution
The University believes that a strong system of informal mediation of disputes
through various channels will encourage reporting and resolution of complaints. The
deans, directors, department chairs and affirmative action coordinators within each
unit as well as the Ombudsman and the Affirmative Action Office are available and
they are encouraged to assist in informal mediation and resolution of incidents of ha-
rassment. It is the responsibility of each unit to use its mediation process in a way that
minimizes the burden imposed on the person who has complained and that resolves
matters in such a way that inappropriate conduct is discouraged. Units may employ
educational mechanisms, community service requirements, disciplinary warnings,
and restitution in achieving mediated settlements of disputes under the policy. State-
ments made during the informal mediation process may not be introduced into ev-
dence at a formal hearing conducted under this policy.
D. Formal mechanisms for Resolution and Adjudication
When informal resolution is impractical or unsuccessful, individuals are urged to
employ the formal mechanisms available. The broad principles of the formal pro-
cedure are described below. More detailed procedures consistent with these princi-
ples are described in a separate document also titled "Formal Mechanisms for Resolu-
tion and Adjudication."
1. Filing a Formal Complaint of Discriminatory Misconduct.
Any member of the University community may file a formal complaint of discrimi-
natory misconduct against a student in any of the offices identified above as resources
for resolving complaints of discriminatory conduct or directly with the Student Dis-
crimination Policy Administrator in the Office of the Vice President for Student Serv-
ices (the "Administrator"). The office initially receiving the formal complaint shall
forward it to the Administrator who normally will notify the chair and dean in aca-
demic units and the appropriate administrator in other educational or housing units of
its existence. The Administrator shall consult with the Office of the General Counsel
as to any First Amendment implications in the complaint. The Administrator will con-
duct a preliminary investigation to determine whether there is sufficient evidence of a
violation to initiate a formal hearing process. Such a review ordinarily will involve
interviewing the complaining witness and the accused, as well as other witnesses if
necessary. If the Administrator determines that sufficient evidence exists to conclude
that a violation of the policy may have occurred, and it has not been satisfactorily
resolved, either informally or by the Administrator, a formal hearing process will be
initiated.
2. Notice of Hearing
The Administrator shall notify the individual whose conduct is challenged of the
specific charges, the identity of the complaining witness(es), the date, time, place and
nature of the hearing, a summary of the information developed during the preliminary
investigation, the right to assistance by counsel and the limits thereon, and the range
of possible sanctions.
3. Composition of the Hearing Panel
The hearing panel shall consist of four students and one tenured faculty member.
Prior to the hearing, the Administrator shall provide the complaining witness and the
accused with a list of enrolled students who are eligible to serve on the hearing panel.
The student governing body of each school and college and the Division of Physical
Education will nominate a proportional number of students from the unit, not less than
two nor greater than five, for inclusion on the list. In the event the student government
of a school or college fails to nominate students to serve on these hearing panels, the
students may be nominated by the dean. The complaining witness and the accused
shall each select one person from the list to serve on the panel. The Administrator
shall select two additional students from the list by lot. The four student panel mem-
bers shall select a fifth panel member from a list of tenured faculty members ap-
pointed by the President, in consultation with SACUA, to sit on such hearing panels.
4. The Hearing Procedure
The hearings shall be conducted in an informal manner to the greatest extend possi-
ble, consistent with the protections of due process. The panel shall conduct the hear-
ing. The Administrator is responsible for presenting the charges against the accused.
Complaining witnesses may participate in this process to the extent they desire. The
complaining witness, the accused and the panel may cross-examine any witness who
appears before the panel. Either the complaining witness or the accused may offer
sworn affidavits to the panel for consideration. Although attorneys generally will not
be allowed to participate actively in the hearing, they may accompany and advise ei-
ther party during the hearing. If the Administrator has notified the accused that sus-
pension or expulsion are potential sanctions, the attorney for the accused may partici-
pate fully in the hearing, including examining witnesses, objecting to evidence and
speaking on behalf of the accused. The hearing will be recorded. The panel will then
deliberate in private. The panel is obligated to enforce the University's policy of non-
discrimination in its deliberations and decisions.
5. The Decision of the Hearing Panel
If a majority of the panel finds that there is clear and convincing evidence of a vio-
lation of the Policy, it shall consider and recommend an appropriate sanction, in light
of all of the circumstances. It shall notify the accused of its finding and its recom-
7. Threats and Intimidation
Threats or other forms of intimidation or retaliation against a complaining witness,
any other witness or any member of a hearing panel constitute a separate violation of
this policy.
E. Sanctions
Hearing panels should fashion sanctions commensurate with the offending con-
duct. Because education may be the most effective and appropriate means of address-
ing discriminatory behavior, the University encourages hearing panels to fashion
sanctions which include an educational element. Class attendance as set forth in 3
below should not be employed, however, in an attempt to change deeply held religious
or moral convictions. Rather, the sanctions should be designed to deter the student
from discriminatory conduct. Regrettably, some conduct is so harmful to members of
the University community or deleterious to the educational process that it requires
more punitive sanctions. Hearing panels should impose such sanctions where appro-
priate.
Certain factors should be considered in fashioning the sanctions. They include the
intent of the accused, the effect of the conduct on the victim and the University com-
munity, the degree of remorse, whether the student has violated the policy in the past,
whether sanctions such as education and community service are likely to change the
student's conduct, and the effect of the sanction on the student's standing within the
University. The most severe sanctions, suspension from specific courses or activities,
suspension from the University and expulsion, should be imposed only when the of-
fending behavior involved violent or dangerous acts, repeated offenses, or willful
failure to comply with a lesser sanction. The range of potential sanctions is as follows:
1. Formal Reprimand: The individual receives a formal reprimand for violating
the policy and a warning that future violations will be dealt with more harshly.
2. Community Service: The panel may require offenders to perform an appropri-
ate amount of public service that is both beneficial to the community and likely to
assist the individual in understanding the harm caused by his or her discriminatory
attitudes or conduct. The Administrator shall maintain a list of appropriate commu-
nity service activities.
3. Class Attendance: The panel may require an individual to enroll in and com-
plete a class that helps the person understand why the Policy prohibits the conduct
involved. Lists of appropriate classes are available from the Provost and Vice Presi-
dent for Academic Affairs.
4. Restitution: Where discriminatory conduct results in physical damage to per-
sons or property, the panel may require restitution.
5. University Housing: Where conduct violates standards of behavior in Univer-
sity housing, the standards described in the publication titled "Housing Procedures on
Discrimination and Discriminatory Harassment and the Related University of Michi-
gan Policy on Discrimination and Discriminatory Harassment by Students in the Uni-
versity Environment" will be used and the sanctions described therein may be applied
as appropriate.
6. Suspension from Specific Courses or Activities: The panel may suspend the
student, either permanently or temporarily, from specific courses or activities.
7. Suspension: The individual may be suspended from the University for a period
not exceeding one academic term. The Vice President for Student Services shall con-
sult with the dean, chair or director in the unit in which the student is enrolled before
suspension is imposed.
8. Expulsion: The individual may be expelled from the University. The Vice Presi-
dent for Student Services shall consult with the dean, chair or director in the unit in
which the student is enrolled before expulsion is imposed.
9. Combined Sanctions: A combination of the sanctions described above may be
imposed.
The President of the University may set aside or lessen any sanction. The sanctions
imposed under this policy do not diminish or replace the penalties available under
generally applicable civil or criminal laws. Students are reminded that harassment
and other discriminatory behavior may violate various state and federal laws, in par-
ticular, MCL 750.147b which makes ethnic intimidation a felony.
Additional Efforts to Address Discriminatory Behavior
A. Education and Prevention
The prevention of discriminatory conduct and the establishment of effective pro-
cedures with due concern for all parties require a thoughtful, educational program.
1. The University will provide information to deans, chairs, directors and affirma-
tive action coordinators in each unit concerning: (a) education about the rights of free
speech and academic freedom; (b) mediation and resolution mechanisms available;
(c) examples of incidents of discriminatory conduct and possible resolutions; (d) defi-
nitions of discriminatory conduct and harassment; (e) descriptions of how and when
to report; and (f) sources of support and information for victims and respondents.
2. Deans and heads of major administrative units are strongly encouraged to dis-
cuss this policy and issues of discriminatory conduct in general at meetings of faculty,
staff and teaching assistants. In addition, the deans and heads of major administrative
units are urged to examine prejudices and discriminatory behaviors in their schools
and colleges and devote their resources and energies to diminishing the incidence of
discrimination and discriminatory harassment.
3. Training programs for residential advisers, those who meet students in crisis sit-
uations and others serving in an advising capacity to students, will include training
about referrals, resources, and methods for handling instances of discriminatory con-
duct. The Office of Affirmative Action and the Office of Minority Affairs shall assist
in the development of such training programs.
4. The Office of Student Services will develop an overall educational program for
students dealing with issues of discriminatory harassment and providing information,
definition, support, identification of resources and exploration of behavioral alter-
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