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

Vendor Avaya
Exam Number 3101-1
Exam Name Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting
Questions 68 Q & A
Recent Update September 18, 2018
Free PDF Download 3101-1 Brain Dump
Download Complete PDF Killexams 3101-1 Complete Document

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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 Name : Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting
Vendor Name : Avaya
Q&A : 68 Real Questions

Avaya Aura Communication Manager

Avaya providing Emergency Communications and Notification materials to aid purchasers Impacted with the aid of storm Florence | killexams.com 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 help preserve open strains of verbal exchange with all purchasers to their stakeholders.

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

Avaya charisma®Platform, Core and vigour Licenses, liberate 6.3.one 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 6.3.one hundred or greaterAvaya air of mystery®application Enablement ServicesAvaya IP OfficeTM

brief License Request manner:

For all requests, including pressing requests, please call the Helpdesk at the numbers beneath and have the ticket flagged as “ company important ” (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 also access temporary licenses for up to 60 days.

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

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

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

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

About Avaya

Avaya permits the mission important, precise-time conversation functions of the area’s most important 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 do that than Avaya. For greater information, please visit  www.avaya.com.

supply: Avaya Newsroom

Cautionary word concerning forward-searching Statements

This document carries definite “ahead-searching statements.” All statements other than statements of ancient fact are “forward-searching” statements for purposes of the U.S. federal and state securities legal guidelines. These statements can be 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 seem to be limited to, the birth of a cloud platform, the supply of features equivalent to agent great utility applications and clever Wire capabilities, and the company’s move to large facts, laptop studying and AI. The business 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 be beyond its manage. The elements are mentioned within the business’s Registration remark on form 10 filed with the Securities and trade commission, could cause 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 outline of such dangers and uncertainties, please refer to the company’s filings with the SEC that can be found at. The business cautions you that the list of critical factors blanketed in the company’s SEC filings can also no longer contain all 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 business undertakes no duty to publicly update or revise any forward-looking statement because of new assistance, future events or in any other case, apart from as otherwise required by using legislation.

View source edition on businesswire.com:https://www.businesswire.com/information/domestic/20180914005592/en/

CONTACT: Avaya Holdings Corp.

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key phrase: united states NORTH the united states CALIFORNIA NORTH CAROLINA SOUTH CAROLINA

trade keyword: expertise facts management HARDWARE NETWORKS software TELECOMMUNICATIONS PHILANTHROPY different PHILANTHROPY

supply: Avaya Holdings Corp.

Copyright enterprise Wire 2018.

PUB: 09/14/2018 05:33 PM/DISC: 09/14/2018 05:33 PM


Copyright enterprise Wire 2018.

IntraNext programs : event Intelligence™ Rated Avaya air of secrecy 7.1 Compliant | killexams.com Real Questions and Pass4sure dumps

IntraNext systems announced that its experience 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, call routing business 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 need after they need them.

The event Intelligence software solution joins IntraNext’s iGuard™ DTMF information catch answer 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 all 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 our shoppers can believe assured that our event Intelligence solution will successfully interoperate with their present Avaya communications infrastructure. the usage of experience Intelligence in their contact core can help purchasers reduce can charge of possession whereas providing brokers with true-time event intelligence to their desktop."

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

About IntraNext

IntraNext systems has developed contact center solutions for over twenty years. IntraNext’s product portfolio consists of adventure Intelligence™, an business 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 | killexams.com 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 be capable of entry non-emergency police capabilities by way of a single toll-free quantity, with one element of contact for voice and social 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 way of upgrading the force to the latest Avaya aura communications platform. members of the general public can be able to contact Dubai Police using the 901 toll-free quantity, and additionally communicate with workers on social media structures, dashing up response times and enabling cops to acquire assistance greater efficaciously.

The mission will use Avaya charisma to unify all 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 new communications gadget will deliver personnel with the skill to convention, share and view video, in addition to different collaboration equipment.


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

most important Engineer Obaid Salem Bin Ghelaita, Dubai Police

"constructing on the vision of our country wide management to lead the area when it involves superior citizen and resident capabilities and really make this the happiest region to are living and visit, we have identified the Avaya air of secrecy answer as the appropriate platform on which to radically change our verbal exchange and client-carrier capabilities. With a vastly-better non-emergency contact middle, we can be 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 have constantly been on the forefront of adopting advanced technologies in an effort to improving their personal service capabilities. This customer event transformation mission will supply new governance fashions for a contemporary, digital world, and we are proud to work with them in realizing this vision."

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

"This new communications platform will enable Dubai Police to handle non-emergency calls with exceptional efficiency, and make sure superior client experiences anytime. working on this task with Dubai Police and Avaya has been a event of discovery about what may also be executed when each person is aligned on the identical ambitions -- to carry stunning effects and make Dubai a happier place to reside."

Ramzi Abi Saleh, country manager, join IT

About Avaya

Avaya makes it possible for the mission important, actual-time conversation functions of the world's most important 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, comfortable networking -- provided on premises, within the cloud, or a hybrid. trendy digital world requires some form of communications enablement, and no other business is better placed to try this than Avaya. For greater information, please talk over with www.avaya.com.

certain statements contained during this press release are ahead-searching statements. These statements can be recognized by way 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 our existing expectations, assumptions, estimates and projections. whereas we trust these expectations, assumptions, estimates and projections are reasonably priced, such ahead-looking statements are only predictions and involve popular and unknown dangers and uncertainties, lots of which can be past our handle. These and other critical components may cause our exact consequences, performance or achievements to vary materially from any future consequences, performance or achievements expressed or implied by way of these forward-searching statements. For a listing and outline of such hazards and uncertainties, please discuss with Avaya's filings with the SEC that are available at www.sec.gov. Avaya disclaims any intention or responsibility to replace or revise any ahead-searching statements, even if because of new tips, future routine or in any other case.

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

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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 Name : Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting
Vendor Name : Avaya
Q&A : 68 Real Questions

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guest Column: Steve Novick on the need for a tax that pursuits inequality | killexams.com real questions and Pass4sure dumps

No outcomes found, are trying new key phrase!agencies like Walmart, which can pay its CEO 1,188 times what it will pay its median employee; Comcast, at 458-1; and McDonald’s, at three,a hundred and one-1. I knew that Portland’s motion alone would no longer exchange the behavio...

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The boss makes how lots? Illinois organizations exhibit CEO-to-employee pay ratio | killexams.com real questions and Pass4sure dumps

Public businesses for the primary time this yr must divulge how a whole lot more they pay their chief executive than their median employee, a rule born in the wake of the fiscal crisis and amid a social 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 clear is what to make of the brand new 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 include income, bonus, inventory alternate options, upward push in pension price 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 be most interesting is to look how the ratios exchange over time.

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

The ratio reporting requirement, mandated by way 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 business 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 new CEO became awarded a few one-time awards closing year as a part of her recruitment, to 0.1:1 at Texas-based energy transfer companions, whose CEO chose to take a $1 annual revenue and forgo bonus 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 include 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 tend to have a wider CEO-to-employee pay hole 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 say any pay transparency is advantageous, each for shareholders and for employees who have considered their own wages stagnate as CEO pay climbs.

“We should still be smartly-aware of these pay ratios because they may also come 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 big businesses driven via hikes in incentives and confined stock. by using the turn 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 have theorized that the pay hole widens during intervals of quick technological innovation because it turns into more important to have a skilled CEO who can develop the business 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 be to be viewed, even though a couple of experts said they doubted a good deal circulate apart from at the extremes.

but in all probability extra important 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 hurt 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, be sure you comprehend it, make sure to believe dangerous about it and also 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 have entry to any earnings counsel. realizing the median worker pay at their company offers employees a knowledge point for negotiating, “a tiny step on a very lengthy experience … to making our labor market competitive,” he spoke of.

historically, pay transparency hasn’t at all 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 all through the notable depression in 1934, with the intent of narrowing disparities with the average man, the effect became to increase the pay of the reduce paid CEOs who were miffed that they fell below a few of their peers, in response to a look at by means of Princeton tuition researcher Alexandre Mas.

When the salaries of metropolis managers in California have 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 way of Mas found.

Some teachers worry that the brand new pay ratio disclosure might have other unintended penalties.

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

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

Brian Tobin, senior customer accomplice in executive pay and governance observe 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 have not heard shareholders voice situation about the new disclosures, Tobin pointed out.

but groups may still 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 enormous CEO-to-worker pay ratios, some be troubled how low-paid worker's could take the information »

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

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

now not best could current personnel believe demoralized if they see they fall beneath the median, however potential new 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 take handle of their story,” she referred to. “those numbers could have legs, and the terrible have an effect on they might have could be enormous.”

many of Illinois’ largest organizations have 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 business 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 be found 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 follow a price-of-dwelling adjustment for non-U.S. employees.

“i'd emphasize that we’re confident that we pay our employees competitively in all markets wherein we function,” Mondelez spokesman Michael Mitchell said in an electronic mail. “We benchmark at every level of our company to ensure our pay is fair and to enable us to entice and keep 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 calculate 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, place on charge 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, we did not meet our world inside goals last year, hence, our CEO didn't receive a bonus in line with our 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 business didn't use 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 business out of declining revenue lower back to robust growth, unveiling plans to make the company extra sustainable for each shareholders and stakeholders all whereas investing more in the schooling and capabilities of the americans working in our 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 make ends meet.

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

The enterprise “is a great turnaround story, and the CEO may still certainly be in a position to take part in that,” DuBoff stated.

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Dropmark-Text : http://killexams.dropmark.com/367904/12066792
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Calameo : http://en.calameo.com/books/004923526b0df9b62cd9a
Box.net : https://app.box.com/s/in6vl2043g5p7cg98qk2p51zeaxhnkh0
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