Kiss collapse causes panic Show Comments ▼ Read This Next’A Quiet Place Part II’ Sets Pandemic Record in Debut WeekendFamily ProofHiking Gadgets: Amazon Deals Perfect For Your Next AdventureFamily ProofBack on the Rails for Summer New York to New Orleans, Savannah and MiamiFamily ProofIndian Spiced Vegetable Nuggets: Recipes Worth CookingFamily ProofAmazon roars for MGM’s lion, paying $8.45 billion for studio behind JamesFamily ProofTortilla Mango Cups: Recipes Worth CookingFamily ProofYoga for Beginners: 3 Different Types of Yoga You Should TryFamily ProofWhat to Know About ‘Loki’ Ahead of Disney+ Premier on June 9Family ProofCheese Crostini: Delicious Recipes Worth CookingFamily Proof whatsapp Share KCS-content Wednesday 18 August 2010 7:51 pm THE demise of the travel company Kiss Flights has put thousands of holidaymakers’ plans in jeopardy. The announcement yesterday that the company had stopped trading came as 13,000 customers were still abroad and a further 60,000 have already paid for trips.The news that Kiss had followed in the footsteps of Goldtrail and Sun 4 U, two other travel companies to go bust in recent months, does not mark an end to the doom and gloom. There have been warnings that other holiday firms could collapse before the summer is out. whatsapp Tags: NULL
Tanga Cement Company Plc (SIMBA.tz) listed on the Dar es Salaam Stock Exchange under the Building & Associated sector has released it’s 2014 annual report.For more information about Tanga Cement Company Plc (SIMBA.tz) reports, abridged reports, interim earnings results and earnings presentations, visit the Tanga Cement Company Plc (SIMBA.tz) company page on AfricanFinancials.Document: Tanga Cement Company Plc (SIMBA.tz) 2014 annual report.Company ProfileTanga Cement Company Plc manufactures, distributes and sells cement and clinker products to the building, construction, roadworks and mining segment in Tanzania. The company produces Portland limestone cement with limestone extenders used for structural and non-structural cast constructions; reinforced concrete for civil and industrial works; and fillings, coatings, screeds and mortars as well as concrete for mining infrastructure and shafts. The company markets its cement products under the Simba Cement Brand. Tanga Cement Company is a subsidiary of AfriSam (Mauritius) Investment Holdings Limited; with production facilities in the city of Tanga in Pongwe and its head office in Dar es Salaam. Tanga Cement Company Plc is listed on the Dar es Salaam Stock Exchange
Area: 120 m² Year Completion year of this architecture project “COPY” CopyHouses, Extension•Toulouse, France France ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/889850/m20-bast Clipboard Projects ArchDaily “COPY” CopyAbout this officeBASTOfficeFollowProductsGlassConcrete#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesRefurbishmentExtensionToulouseSchoolOn InstagramFrancePublished on March 11, 2018Cite: “M20 / BAST” 11 Mar 2018. ArchDaily. Accessed 11 Jun 2021.
About Melanie May Melanie May is a journalist and copywriter specialising in writing both for and about the charity and marketing services sectors since 2001. She can be reached via www.thepurplepim.com. Melanie May | 25 May 2018 | News AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis15 182 total views, 4 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis15 Tagged with: Technology Trusts Nominet Trust becomes Social Tech Trust & launches new £0.5m funding programme “As we focus on Nominet’s ambitious pubic benefit programme, it’s the right time for the Trust to have the freedom they need to pursue their social tech agenda. We thank the team for their enormous contribution over the last 10 years, and wish them well as they embark on an exciting new partnership.” 181 total views, 3 views today Nominet Trust has become Social Tech Trust, with Social Investment Business as a new member and strategic partner, and a new £0.5 million grant funding programme for early stage ventures.The Social Tech Trust grant fund, called Tech to unite us, will support ventures demonstrating the potential of technology to address inequality, and will open for applications in July this year.Social Investment Business CEO Nick Temple will join the Board of Social Tech Trust and joins existing Board members, Bill Liao, Beth Murray, Sebastien Lahtinen and Hannah Keartland.Like Nominet Trust, Social Tech Trust will support socially motivated UK start-ups and businesses that are transforming lives with technology. It will also continue to back innovative partnerships, including its £1m support of Fair By Design, which aims to end the poverty premium within the next 10 years, and its contribution to the £1 million iAMDigital programme, in partnership with Creative England.The Trust was Nominet’s corporate foundation for ten years. It has now become independent and able to attract funding from other sources to help expand its programmes. Since 2008 the charity has supported over 750 socially motivated initiatives in the UK, providing more than £31m of funding to drive change with tech. Nominet has supported the Trust with funding of £44m over the last ten years, and moving forward, has committed to investing in its own programme to help one million young people overcome the challenges of the digital age.Bill Liao, Chair of Social Tech Trust said:“Powerfully leveraging tech with purpose will be strengthened by the Trust’s new standing as a key independent contributor to the UK tech ecosystem, in partnership with Social Investment Business. We are all looking forward to delivering our next round of grants to empower a new generation of tech that transforms lives.”Mark Wood, Chair of Nominet, said: Advertisement
AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis6 151 total views, 3 views today About Melanie May Melanie May is a journalist and copywriter specialising in writing both for and about the charity and marketing services sectors since 2001. She can be reached via www.thepurplepim.com. 152 total views, 4 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis6 Assura has announced the awarding of its Healthy Communities Fund grants for this year to four charities working in Warrington.Healthy Communities Fund offers grants of £1,000 to four registered charities or community groups that can demonstrate how their project will improve health for people in Warrington in the coming year. It is an annual programme with next year’s applications due to in April 2019. This will be promoted via Assura’s website, media and social when the application phase is open.Assura, which builds and looks after GP surgery and primary care buildings across the country, runs the annual scheme to support projects that make a difference to the health of people in Warrington.This year, recipients included a new playground for Warrington Hospital’s youngest patients through Running4 Dr Ozzy, a buddying programme for homeless people in the town through the Room at the Inn and the Y project and a project by Harry and Co to create comforting spaces for local families who’ve lost a baby in their specialist bereavement suites at Warrington Hospital. The Christie Charitable Fund also received funding to provide complementary therapists who give treatments and massages to chemotherapy and radiotherapy outpatients, including patients coming from NHS Warrington CCG.CEO Jonathan Murphy said:“We had a huge rise in the number of applications for grants from local charities and projects this year, and they all had such strong stories to tell about how they’re working to make a difference to health in Warrington. Our whole team voted to choose four final projects, which was no easy task – and we all look forward to seeing the funding in action.”Assura also announced a partnership with Dementia UK to support the charity’s Admiral Nurse Dementia Helpline this year. Image: Ruben and Elena Evans-Guillen, who pledged to run 100km to help raise funds for play equipment at Warrington Hospital, with the Warrington Hospital Charity Mascot Advertisement Melanie May | 24 September 2018 | News Assura supports Warrington charities with Healthy Communities grants Tagged with: Funding North West
Previously, the journalist and blogger Mohammad Moeini took his leave on Twitter on 18 May with this tweet: “You are reading my last tweet. I am abandoning this corner of cyberspace to the horde of mercenaries who decorate your oppression. I either write whatever I want or I don’t write.” May 10, 2021 Find out more IranMiddle East – North Africa Condemning abusesOnline freedoms WomenInternetViolence Proposed Iranian law would ban US, British journalists and media This crackdown on journalists and social media users shows that the Islamic Republic does not even tolerate the social media use it has already restricted by means of blocking and close surveillance. June 11, 2021 Find out more Help by sharing this information News The next day, environmental journalist Mojgan Jamshidi tweeted: “Because I live in this country (…) if my tweets or retweets expressed reservations about the environmental court’s verdict, I am correcting that now. I respect the court’s decision.” Organisation Receive email alerts Two journalists have been forced to tweet apologies for previous tweets criticizing the arrest and trial of eight ecologists, members of the Persian Wildlife Heritage Foundation, who were given sentences ranging from four to ten years in prison on charges of spying and “activities against national security.” News IranMiddle East – North Africa Condemning abusesOnline freedoms WomenInternetViolence Iran is stepping up pressure on journalists, including foreign journalists, in run-up to election A statement issued by 300 Iranian intellectuals on 22 June protested against the climate of intimidation, harassment, arrest and censorship to which they are subjected and its negative effects on freedom of expression and culture and Iran. “Being forced to repent online is a continuation of the old method of forcing prisoners to say sorry and confess,” said Reza Moini, the head of RSF’s Iran-Afghanistan desk. “Such harassment is a serious violation of Iranians’ fundamental rights, in particular, the right to free speech and the freedom to inform. The Iranian government must respect its obligations with regard to international standards, especially the Universal Declaration of Human Rights and the International Covenant on Civil and Political Rights, which Iran has signed.” RSF_en Iran: Press freedom violations recounted in real time January 2020 Reporters Without Borders (RSF) is appalled to discover that Iran’s Revolutionary Guards are threatening and pressuring journalists in order to get them to post apologies online for their past posts and thereafter to stop posting. to go further June 25, 2020 Enforced online repentance, Iran’s new method of repression On 13 June, Leila Margan, a journalist with the Shargh daily newspaper, tweeted: “Given that the court, as the final authority for espionage crimes, has approved the verdict of the judicial authorities in the Persian Heritage case, I will not tweet on this subject in the future and I regret my former tweets.” News Iran is ranked 173rd out of 180 countries and territories in RSF’s 2020 World Press Freedom Index. It’s not just journalists who are receiving such pressure from the Intelligence Service Organization of the Revolutionary Guards. Several writers and performers have posted similar announcements on their social media pages. Several journalists, human rights activists, writers and performers have posted apologies on their Twitter, Instagram or Facebook accounts for previously posted content or opinions. RSF has learned that these online expressions of “repentance” are the result of being summoned by Revolutionary Guard intelligence officers or being threatened with arrest. News June 9, 2021 Find out more Follow the news on Iran
Pinterest Previous articleCertara Releases Simcyp™ PBPK Simulator Version 20, Including Newly Expanded Biologics SoftwareNext articleWaters Otto SPEcialist Positive Pressure Manifold Improves Reproducibility and Reliability of Solid-Phase Extraction (SPE) Digital AIM Web Support By Digital AIM Web Support – January 27, 2021 Agua Blanca Pipeline Expansion in Service Ahead of Schedule Facebook AUSTIN, Texas–(BUSINESS WIRE)–Jan 27, 2021– WhiteWater Midstream (WWM) today announced that the Agua Blanca pipeline system expansion has entered commercial service. The 1.8 billion cubic-feet-per-day (Bcf/d) expansion of Agua Blanca will deliver gas from across the Delaware Basin to the Waha hub. Backed by long-term firm contracts, the expansion brings the system’s total capacity to over 3 Bcf/d, which will help alleviate in-basin take away constraints and reduce natural gas flaring. This press release features multimedia. View the full release here: https://www.businesswire.com/news/home/20210127005320/en/ The Agua Blanca Pipeline System (Photo: Business Wire) The Agua Blanca system is connected to almost twenty gas processing sites in the Delaware Basin and is currently transporting gas produced in Culberson, Loving, Reeves, Pecos, Winkler and Ward counties in Texas, and Eddy and Lea counties in New Mexico, to the Waha hub. The recent expansion includes a 42-inch diameter trunk line that more than doubles system capacity while providing significant incremental takeaway options for plants servicing Texas and New Mexico gas producers. “We are excited to begin commercial operations of this expansion ahead of schedule while continuing to provide reliable and transparent transportation services to producers and processors in Texas and New Mexico,” said WhiteWater Chief Executive Officer Christer Rundlof. “WWM remains committed to developing premier Permian basin residue assets as the markets continue to normalize and growth resumes.” WhiteWater Midstream’s investment in the Agua Blanca joint venture is led by First Infrastructure Capital. Inquiries regarding the Agua Blanca Expansion should be directed to [email protected] About WhiteWater Midstream WhiteWater Midstream is a management owned, Austin based midstream company. WhiteWater Midstream is partnered with multiple private equity funds including but not limited to Ridgemont Equity Partners, Denham Capital Management, First Infrastructure Capital and the Ontario Power Generation Inc. Pension Plan. Since inception, WhiteWater has reached final investment decision on ~$3 billion in greenfield development projects. For more information about WhiteWater Midstream, visit www.whitewatermidstream.com. About First Infrastructure Capital First Infrastructure Capital Advisors, LLC is a Houston-based investment firm specializing in greenfield projects and companies operating in the midstream, downstream, electric power, telecommunications, and renewable energy industries. First Infrastructure Capital Advisors, LLC is an SEC-registered investment adviser, which manages funds affiliated with First Infrastructure Capital, L.P. For more information about First Infrastructure Capital, visit www.firstinfracap.com. View source version on businesswire.com:https://www.businesswire.com/news/home/20210127005320/en/ CONTACT: Investor Relations Contacts:WhiteWater Midstream Bryan Willoughby Director, Business Development (512) 953-2100 www.whitewatermidstream.com KEYWORD: UNITED STATES NORTH AMERICA TEXAS NEW MEXICO INDUSTRY KEYWORD: OIL/GAS ENERGY SOURCE: WhiteWater Midstream Copyright Business Wire 2021. PUB: 01/27/2021 08:00 AM/DISC: 01/27/2021 08:01 AM http://www.businesswire.com/news/home/20210127005320/en TAGS Twitter Local NewsBusiness Facebook Pinterest Twitter WhatsApp WhatsApp
Sign up for DS News Daily Demand Propels Home Prices Upward 2 days ago Five Star President and CEO: Not One Voice, Collective Voices Sharing a Common Vision in Daily Dose, Featured, Government, Headlines, News The Week Ahead: Nearing the Forbearance Exit 2 days ago Tuesday evening, Five Star Institute President and CEO Ed Delgado called for a new sense of unity, inclusion, and cooperation within the mortgage industry at the 2017 Five Star Conference and Expo.Throughout his tenure in the mortgage industry, Delgado said he has witnessed some of the most challenging times the industry has had to endure, such as the market collapse, 9/11, and now the hurricanes that have devastated U.S. shores and displaced many families. But through that, he has seen an abundance of good when the industry is faced with these crises.“Competitors become collaborators. Pettiness and vitriol is set aside in the name of compassion and understanding—policy makers spring into action to ensure that fair and responsible solutions are swiftly crafted to address the needs of many,” said Delgado.Despite the competitive nature of the industry, which is valuable for spurring new technologies and solutions, Delgado warned it shouldn’t breed chaos or result in divisiveness.“It doesn’t matter what company has the greatest market share or has been around the longest,” Delgado urged. “It is wrong to suggest that our industry is represented by a single voice, for we are an association of many, each playing a vital role in the pursuit of excellence and progress.”In fact, according to Delgado, the industry is a group of collective voices sharing a common vision to be the best it can be for the sake of homeownership. That is the reason the Five Star Institute themed its conference with one simple word: “include.”“To include all facets of leadership and services. Include stakeholders, officials, and decision makers,” Delgado said. “To demonstrate that we truly can be strong not just in the face of tragedy—but always—for all causes, at all times, for all people.”To see the full transcript of his speech, click here. Demand Propels Home Prices Upward 2 days ago Data Provider Black Knight to Acquire Top of Mind 2 days ago The Best Markets For Residential Property Investors 2 days ago Previous: Five Star President and CEO: Housing Microbubble Ahead Next: The 5 Best Practices for Diversity Success September 19, 2017 1,421 Views Print This Post Governmental Measures Target Expanded Access to Affordable Housing 2 days ago Related Articles The Best Markets For Residential Property Investors 2 days ago Governmental Measures Target Expanded Access to Affordable Housing 2 days ago Ed Delgado Five Star Conference and Expo Mortgage Industry Unity 2017-09-19 Brianna Gilpin About Author: Brianna Gilpin Data Provider Black Knight to Acquire Top of Mind 2 days ago Brianna Gilpin, Online Editor for MReport and DS News, is a graduate of Texas A&M University where she received her B.A. in Telecommunication Media Studies. Gilpin previously worked at Hearst Media, one of the nation’s leading diversified media and information services companies. To contact Gilpin, email [email protected] Share Save Servicers Navigate the Post-Pandemic World 2 days ago Home / Daily Dose / Five Star President and CEO: Not One Voice, Collective Voices Sharing a Common Vision Servicers Navigate the Post-Pandemic World 2 days ago Tagged with: Ed Delgado Five Star Conference and Expo Mortgage Industry Unity Subscribe
Staff make Net comparisons on pay levelsOn 15 Feb 2000 in Personnel Today Previous Article Next Article Comments are closed. Edward Dimbylow reports from the annual Institute of Personnel Developmentcompensation forum The wider availability of information on earnings will lead to an escalationof pay demands, Nicki Demby of Arthur Andersen told the conference.Giving her predictions on the future trends in pay and benefits, she saidthe growing amount of data available over the Internet was making it easier foremployees to find out what the industry norm is for their job. “We couldhave escalation purely brought about by the transparency of pay data,” shesaid.Mainstream professionals will soon be comparing their pay rates in the sameway as footballers and company directors.Demby drew a comparison with the publication of the Greenbury report on thehigh levels of directors’ pay which was followed by a sharp increase indirectors’ salaries. One explanation for this is that the greater transparencythe report brought led those who felt underpaid compared with their peers toseek a pay increase.But she warned that many of the statistics currently being produced werevery raw and could not necessarily be relied on.”I have a real problem with pay data today,” she told delegates.”HR professionals need to be much more critical of it.”You need to be clear where it comes from and the relevance it has toyour people and the market you are operating in.”Demby added that the UK was no longer an isolated island market. She pointedout that of the top 30 companies in the UK, over half had a US citizen on theboard.But she warned against the assumption that the US pay the highest rate.”They do not necessarily pay them more – they just pay themdifferently,” she said.www.ipd.co.ukPay and reward for generation XNicki Demby warned delegates that they should consider adopting new methodsfor rewarding 18 to 34-year-olds to maintain commitment and energy.Performance related rewards should be tied to particular projects ratherthan delayed to the end of the financial year.But Demby said it would be wrong to assume generation X is solely motivatedby money – an equally big driver can be opportunities to try new things and toreceive training. Feedback is important but should not be wrapped up in flannel.Save and share letdownSetting up a save and share scheme for employees could have a negativeaffect on motivation and loyalty if your company has a volatile share price,Terry O’Neill, European HR director of software implementation companyCambridge Technology, warned delegates. In a contribution to a session oninternational share schemes he said the price of stock can plummet in the timeit takes an employee to sell a share allocation. This raises the possibility that employees’ expectations of profit will notbe met. “It could have the opposite of the desired effect to increasemotivation,” he said. More to broadbandingThe hierarchical and narrow graded pay structures typical of the 1970s and1980s are being replaced by broadbanded pay schemes, according to research bythe IPD. Organisations are using broadbanding – which typically means there arefewer than six pay bands – as a basis for planning career development processesinstead of just a means of delivering pay. The study warned communication withstaff through workshops and focus groups is vital to making new systems work. Related posts:No related photos.
Jobs in Germany are no longer for life – they might not even be for a year. Sacha Grosjean, of German law firm Velten Franz Jakoby, looks at how traditional collective agreements are applied to modern methods of recruitment and contracts of employmentThe “job for life” was a common feature in the post-Second World War German economy, as was employee loyalty. However, in recent years, in the wake of the re-unification of Germany and the recession of the 1990s, the German employment market has become increasingly flexible. As a result, the average duration of employment relationships is diminishing. German employment law is unusual because while the legal system is based mainly on legislation, it also relies on binding law made by the courts, thereby facilitating greater flexibility. Below are some of the key issues employers have to consider when recruiting and engaging new employees.Job advertisementsAn employer must not advertise a position, either publicly or internally, as exclusively for men or exclusively for women. The only exception is when a particular gender is an essential prerequisite for the job at hand – for example, an advertisement for the role of a male actor. Discrimination against sex may give rise to a claim for damages against the employer. Employer’s “right to question”When invited to an interview, the applicant is obliged to answer truthfully any questions asked by the employer. However, the answers to these questions should be in the employer’s rightful and provable interest, and require an answer because of their relevance to the job. The applicant need not answer inadmissible questions.The applicant should be allowed to answer inadmissible questions without adhering to the truth if their refusal to answer – or a truthful answer – could have negative consequences for them. Only a false answer to a perfectly valid question can entitle the employer to contest the contract of employment. The employer is entitled to ask questions about professional skills, attachment of wages by creditors of the employee, physical disability, non-compete obligations under previous employment, state of health and previous convictions, if any connection with the employment exists. The employer may not ask for information regarding union membership, previous remuneration, pregnancy or an employee’s financial circumstances. Reimbursement of interview costsThe employer is obliged to reimburse the costs incurred by the interviewee if he invites an applicant to attend. This applies independently of whether an employment contract is concluded or not. Travelling expenses and, if required, costs for a hotel and for board, as well as loss of income, are reimbursable items. Engagement of foreign employees Citizens of EU-member-states may be employed by an employer in the same way as German employees. Persons who are citizens of non-EU countries or who are stateless require a residence permit from the authority for foreign nationals and a work permit from the labour office. The expiry of a work permit for a limited period does not result in the employment contract being void, but giving notice may then terminate the employment.If the employment contract has been concluded despite it always having been clear that a work permit would be required, and there was never any intention to apply for it, the contract is deemed void from the outset. Recently, an initiative was suggested by the German government to provide “green cards” for computer specialists – mainly from India – to meet an increasing demand for such skilled personnel. This initiative has not yet been adopted.Contract of employmentGenerally, a contract of employment does not need to be in writing to be legally binding – unless for a fixed term – and can be concluded verbally. However, the written form is recommended to avoid later differences of opinion over the contract’s precise details.In line with a statute based on an EU-directive, employers have to give every employee a signed document with the essential terms of contract within two months of their starting work. However, the legal consequences of flouting these statutory provisions are unclear.Labour courts have shown a tendency to shift the burden of proof in the employee’s favour regarding the interpretation of their contracts of employment.Probationary period and protection against dismissalDuring any probationary period all statutes, collective agreements and works agreements relating to employment law are applicable to the employee. During this period, which can last for a maximum of six months, the employment may be terminated with a notice period of two weeks. The employer is not required to give a reason for dismissal. After the probationary period, the general statutory protections against dismissal apply: these are mandatory provisions, and the employer has to give an acceptable reason for dismissal unless it relates to the expiry of a fixed-term contract. However, such a contract is only permissible if a factual reason for the fixed term exists when it ends.The only exception to this rule is under the Recruitment Promotion Act, which says fixed-term employment contracts may be concluded up to a maximum period of 24 months, even without a factual reason, if the employee is newly appointed. This Act is due to be phased out at the end of this year but it could be extended. If a fixed-term employment contract has been concluded without a factual reason, it is deemed to continue indefinitely. Minimum working conditionsSome basic working conditions are provided in mandatory legal provisions. After six months’ continuous employment the minimum notice period is four weeks to the end of a calendar month. An employee may not work longer than 48 hours a week and the minimum holiday entitlement is 24 working days each year. There is no legal provision regulating minimum wages. These are often settled in collective agreements between trade unions and employers’ associations, which often also regulate other working conditions. These agreements are mandatory and can be excluded only for the benefit of the employee. About 41,700 collective agreements are still in force. It is estimated that in Germany, collective agreements have an impact on the employment conditions of 90 per cent of all employees. The question of whether an employment relationship is ruled by collective agreements is therefore of paramount importance. Web sitesFurther information about employment law in Germany can be found at the following web sites:The Federal Ministry of Labour and Social Affairs (links: “English” and “Labour law”) and Velten Franz JakobyThe Personnel Today guide to international employment Law is edited by Clare Murray, a partner in employment and partnership law at Fox Williams Mobility and flexibility lead the wayOn 20 Jun 2000 in Personnel Today Comments are closed. 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