Related posts:No related photos. Previous Article Next Article A move by UK insurance companies to employ case managers to help facilitateearly treatment for accident victims, could help firms speed up therehabilitation of employees. Helen Merfield, managing director of the Case Management Society of the UK,said case management was relatively new to the UK, although it has beenestablished in the US for more than 10 years. The insurance industry is about 50 years behind everybody else, she claimed,but is now becoming aware of the social and financial benefits ofrehabilitating employees. She emphasised that the role of the case manager was not to interfere withoccupational health, but to support its work, perhaps by providing funding fortreatment that would otherwise be unavailable. Comments are closed. Speeding up rehabilitationOn 1 Jan 2002 in Personnel Today
Written by FacebookTwitterLinkedInEmailPhoto by Allen Kee / ESPN Images(NEW YORK) — It was a pair of second-time winners who took home the Cy Young Awards on Wednesday night, presented each year to the best pitchers in Major League Baseball.Houston Astros ace Justin Verlander beat out his teammate, Gerrit Cole, to take home the American League award, while New York Mets right-hander Jacob deGrom snagged the National League’s honor. The two hurlers are among the now 21 pitchers to win the award at least twice.Verlander and Cole marked the first time in American League history that two teammates finished first and second in the balloting. That feat had happened four previous times in the National League. deGrom took home the award for the second consecutive year. He becomes just one of seven NL pitchers to do that.Copyright © 2019, ABC Audio. All rights reserved. November 13, 2019 /Sports News – National Jacob deGrom, Justin Verlander earn second Cy Young Awards Beau Lund
The Alaska National Wildlife Refuge’s Coastal Plain was previously off-limits to oil drillers due to environmental concerns (Credit: Troutnut/Shutterstock) Sales of oil drilling leases in Alaska will go ahead in early January, as the Trump administration accelerates its efforts to open the region to producers during the president’s final days in office.A notice was published today (7 December) in the Federal Register, confirming the US Bureau of Land Management (BLM) will hold the auction for oil and gas plots in the Arctic National Wildlife Refuge (ANWR) on 6 January.It requests all sealed bids to be submitted by 4pm Alaska standard time on 31 December ahead of the sale a week later, which will be livestreamed.The announcement follows a “call for nominations and comments” less than a month ago, in which companies were invited to express their interest in bidding for 32 tracts covering 1.6 million acres of the ANWR’s Coastal Plain.The speed of the process reflects the urgency with which President Trump is attempting to push through the sale, and make oil exploration in the Alaska refuge one of his parting achievements before president-elect Joe Biden – who opposes the move – takes office on 20 January. The sale process for allocating plot leases is advancing at a rapid pace, as the Trump administration races to cement Alaska oil legacy during final days of office Uncertainty over industry interest in Alaska oil leasesWhile Alaska has been a target of oil producers for many years, it is unclear how much appetite there will be for investing in leases in this challenging region at a time when the industry is undergoing big structural shifts.The decimation of fuel demand during the coronavirus pandemic has slashed benchmark crude prices, and forced companies to cut costs, write down assets and scale back production operations in favour of the most low-risks projects.Embarking on an expensive, long-term and logistically-challenging move into the ANWR may be considered an unwise strategic decision in this context, particularly since the now-decades-old resource assessments will need to be updated.“The recoverable reserves from within the ANWR will require additional exploration and appraisal, which, in the current investment climate, is an expenditure few operators can afford,” said Adrian Lara, a senior oil and gas analyst at research firm GlobalData.“In the event of successful discoveries, there is also the issue of the new infrastructure needed for development. This is in a region where weather conditions provide only a few months for an optimal work environment and where the cost of projects increases as the weather worsens.”Rystad Energy, an analysis group, recently suggested that while global oil-exploration activities are expected to remain resilient despite the pandemic, strategies will be scrutinised more closely than ever before, and “only the [projects] with the highest chance of success will see a spinning drillbit”.“Companies will be less willing to drill high-risk wells in environmentally-sensitive frontier areas, both for financial and environmental reasons,” the group added.Mounting pressure on energy firms to respond to climate change adds an extra layer of complexity, with investors increasingly unwilling to back carbon-intensive projects and long-term oil demand expected to decline as more countries step up efforts to decarbonise by mid-century.Michael Brune, executive director of the Sierra Club, an environmental organisation, warned companies participating in the lease sale would be “bidding on enormous legal and financial uncertainty, not to mention a massive public backlash”.Kolton added: “Arctic refuge drilling makes zero sense in today’s reality of high oil-market volatility and with every major US bank and many international banks unwilling to invest in risky, expensive Arctic oil projects.” Race to beat the clockThe Alaskan wilderness has long been a target for oil producers, but attempts the open it up have been thwarted for decades by environmental opposition.Estimates suggest the region sits on top of around 11.8 billion barrels of recoverable reserves, although seismic assessments have not been carried out since the 1980s.President Trump succeeded in overcoming these challenges in 2017, when Republicans voted to approve the lease sale as part of new tax legislation.“Congress directed us to hold lease sales in the ANWR Coastal Plain, and we have taken a significant step in announcing the first sale in advance of the December 2021 deadline set by law,” said BLM Alaska state director Chad Padgett.“Oil and gas from the Coastal Plain is an important resource for meeting our nation’s long-term energy demands, and will help create jobs and economic opportunities.”While lease auctions are typically followed by a months-long review process, a fast-tracking of these regulatory approvals could feasibly formalise the sales ahead of the presidential inauguration just two weeks later.That would make it more difficult for Biden – who has said he will ban any drilling in the Alaska refuge – to reverse the process once he takes office.Adam Kolton, executive director of the Alaska Wilderness League, a campaign group, described the lease sale as “yet another dangerous political favour that lacks broad public support or legal credibility”.“The [Trump] administration is simply rushing to sell off one of the wildest places left on earth for pennies on the dollar before president-elect Biden takes office in January,” he added.
The Simmons Mechanobiology Lab in the Department of Mechanical andAerospace Engineering is recruiting a postdoc to work on anNIH-funded project in regenerative biology. The Simmons Lab usesengineering approaches to understand the relationship between cellfunction and tissue mechanics. Of particular interest is theAfrican Spiny Mouse (Acomys spp.), a mammal with known regenerativeproperties whose tissues exhibit surprising responses to mechanicalstimuli. We have demonstrated that the mechanotransduction ofAcomys cells diverges from normal mouse cells, and we are workingwith animal models to identify molecular mechanisms of mammalianregeneration.Postdoc will be responsible for in vitro experiments tounderstand the relationship of resident cells (e.g. fibroblasts)and blood cells (e.g. macrophages) in Spiny Mouse regeneration.They will perform directed research under supervision of the PI andwill devise experimental protocols and processes, compile andanalyze data, develop figures, search and analyze scientificliterature, assist in writing manuscripts, and present data atlocal and national meetings (may include travel). As part of alarge research group, postdoc will mentor graduate students,participate in university-wide activities, and contribute togeneral lab maintenance and safety.Professional development of Postdoc will be supported by providingopportunities to supervise trainees, assist with accounting,contribute to proposals (though not responsible for generatinggrant funds), and build professional network in academia andindustry.Recent PhD graduates (within 3 years of graduating) with a strongbackground in cytoskeletal dynamics and/or inflammation will bepreferred. No engineering background is required, but interest inbiomaterials and mechanobiology is encouraged. Strong communicationskills and at least one peer-reviewed first author publication arerequired.Job duties may include and are not limited to: Preparing and editing conference abstracts, manuscripts forpublication, and grant proposals in consultation with thesupervisorPresentations at professional meetings and conferences (mayinclude travel)Mentoring of graduate and undergraduate students Mammalian cell culture, i.e. primary cell isolation, sorting,transfection, transductionDesign, execution, and analysis of experiments utilizinggene/protein assays such as RNA isolation, QPCR, ELISA, WesternblotImmunohisto/cytochemistry, histology preparations, andfluorescence microscopy Opportunities for lecturing to large undergraduate classes.Doctorate in Bioengineering, Biomedical Engineering, Biology,Medicine, or related field; Demonstrated competence in molecularand cellular assaysPlease send a letter of interest highlighting research andlong-term goals, curriculum vitae, and the names and emailaddresses of three or more references. Please apply via Interfoliohttp://apply.interfolio.com/68085and reference 52355.Selected candidate will be required to provide an officialtranscript to the hiring department upon hire. A transcript willnot be considered “official” if a designation of “Issued toStudent” is visible. Degrees earned from an educational institutionoutside of the United States are required to be evaluated by aprofessional credentialing service provider approved by NationalAssociation of Credential Evaluation Services (NACES).If an accommodation due to a disability is needed to apply for thisposition, please call 352-392-2477 or the Florida Relay System at800-955-8771 (TDD). Hiring is contingent upon eligibility to workin the US. Searches are conducted in accordance with Florida’sSunshine Law.The University of Florida is committed to non-discrimination withrespect to race, creed, color, religion, age, disability, sex,sexual orientation, gender identity and expression, marital status,national origin, political opinions or affiliations, geneticinformation and veteran status in all aspects of employmentincluding recruitment, hiring, promotions, transfers, discipline,terminations, wage and salary administration, benefits, andtraining.
Oxford University Labour Club have defiantly renounced their affiliation from ‘Labour Students’ following a vote last Wednesday.Labour Students is the national umbrella organisation for all student Labour clubs and is responsible for their co-ordination and for building bridges between them and the central Labour party. It holds annual conferences, arranges social events and campaigns and sets policy stances.OULC voted 19 votes to six to end their association with the organisation. The decision was taken with co-chairs Kat Shields and Jack Evans abstaining, believing that the decision should rest with the club membership.In an open letter to the organisation, OULC said, “This was not a course of action we were happy to take, or one we took lightly.”The transparency of the Labour Students’ internal democracy appears to have been an important factor in determining the vote. The letter, which appears on OULC’s web-site, stated, “we could no longer remain within an institution whose democratic failings we feel increasingly threaten to undermine its positive work”.OULC noted that every position on the Labour Students Exec had been elected unopposed in this year’s elections. One student was also supposedly told not to oppose a particular candidate, as the lines of succession had already been pre-determined.The letter also questioned the lack of availability of Labour Students’ constitution to members, asking, “How can individual clubs be expected to argue for change if they can’t even consult the constitution?”OULC also stated that during the recent election, the official campaigning materials OULC received from Labour Students were insufficient, forcing OULC to create and finance their own.The disaffiliation has, however, provoked hostile reactions. Wes Streeting, Ex-President of the NUS who stood as the Labour Student’s candidate, tweeted the following day that he hoped “no Labour MPs will now speak at the club”.Criticism has also surfaced in Oxford. A letter signed by three former OULC chairpersons claims that the disaffiliation has left OULC “cast adrift” and states that while Labour Students may not be a perfect organisation, the work that they do and the resources that it presents to OULC are invaluable.Kat Shields, current co-chair of OULC, has responded to the criticism by stating that the vote was not taken out of spite and that previous efforts to alter the dynamic of Labour Students from within had simply met too much opposition.Hoping to re-join as soon as significant changes had been made, Shields stated that the vote was not simply a protest vote but one designed “to inspire a discussion and bring about reform”..It has also been questioned why Tony Blair, who distanced himself from student politics while at Oxford, was recently made an honorary member of the OULC. The co-chairs of OULC stated that the honorary membership was largely out of recognition for his career in national politics.
Burton’s Biscuit Company has unveiled a new branding and vegan status for its Jammie Dodgers range.Described as a “playful” new look, the revamp will be 100% plant-based and emphasise the exclusion of artificial ingredients and hydrogenated fats with the front-of-pack message ‘No nasty stuff! We’re Jammie Enough!’The darker packet redesign is aimed at young consumers and is set to appear on all Jammie Dodgers SKUs, including Jammie Dodgers Minis. The inner packs will also include a series of fun, vibrant designs, said Burton’s.“The pack redesign stays true to the brand’s core values, reflecting its humble origins, but propelling it into the modern age in a fun, relevant way,” said Kate Needham, marketing director at Burton’s Biscuit Company.Jammie Dodgers will also unveil a new dairy-free recipe to tap the growing demand for free-from and vegan products. A vegan-friendly logo will be displayed on the back of packs, along with a panel showing its lack of “nasties”, explained the firm.“Alongside the new look, we’ve taken our recipe to the next level. We’re certain that it meets passionate pleas from the vegan community to remove dairy, while maintaining the high taste standards we’ve held for over 50 years.”“The tone of voice across the pack has been refined to be more in keeping with the character of the brand, while emphasising the growing number of shoppers focusing on the quality and ingredients of the food they eat,” added Needham.The new-look Jammie Dodgers will be available in stores nationwide from 13 July.
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Dermot O’Connell is the VP and GM OEM and IOT Solutions in EMEA at Dell recently attended Dell’s leader training, Men Advocating Real Change (MARC). More than 400 Dell executives and senior leaders, including Michael Dell, have completed intensive MARC workshops where they openly discussed workplace dynamics—especially related to gender—and examined the effects of their own unconscious biases. More than one quarter of Dell’s MARC participants were women, which enriched the discussion as leaders compared their personal perspectives. This is Dermot’s personal story of his experience with MARC. Have you ever felt excluded from a group as if separated by a glass wall? You can see the group but you aren’t part of it. Well, it happened to me during a recent Dell MARC (Men Advocating Real Change) training session. We were asked a series of random questions about individual backgrounds and interests and, based on answers, we were categorised into groups and sub-groups. This went on until finally, as a tall Irish man, I stood alone on one side of the room. This exercise showed me how it felt to be excluded. Despite being a seasoned business leader, with experience in tough situations under my belt, I felt uncomfortable.Men and women need to work togetherFor years, we have spoken about the glass ceiling, and the importance of diversity and equal female representation in the workforce. Huge effort has been expended, led largely by women and usually championed by human resources, in setting up female networking groups, hosting meetings, mentoring and sharing role model stories.These efforts have made considerable headway, but MARC turns everything on its head. Rather than seeing diversity as a woman’s problem, it challenges the very system itself. Diversity is viewed as a business and social imperative that affects us all. Therefore, men need to be involved in any solution.Questioning our subconscious prejudicesMARC challenges us to question our own hard-wired prejudices that we carry around subconsciously. They are by-products of our culture, age, upbringing, and accumulated experiences as well as media and other influences. Of course, you cannot change who you are—but you can be aware of this conditioning and take it into account in your behaviour and decision-making.For example, you may have this idea that, for a particular role, you have to conform to a set formula as this is what has worked in the past. So you need to look a particular way, wear particular clothes, act in a particular way. You need to have gone to a particular university, and display particular characteristics. Is this real or just your bias at play? We have a tendency to find our comfort zone and select colleagues like ourselves, but we have to ask is that good for our business? Are we ignoring talent that could potentially be change drivers in our organisations?I believe most people are coming from a place of good intention. Very few set out to deliberately hurt or offend. MARC training taught me that this acknowledgement of innocent intentions makes it easier to move from confrontation to discussion. The reality is that 99 percent of the time, when you challenge assumptions, you hear reactions like “I didn’t realise” and “I never thought”.How have I changed?So what difference has MARC made to me personally? Most importantly, it has made me more aware. I have asked myself tough questions. I continue to ask them every day and challenge my leadership team to do likewise. As a leader in a successful, multinational company, I realise that as a white male from a middle class family living in a first-world country, I have a responsibility to challenge the status quo and drive change. I don’t have to wait for other people to make changes—it can begin with me and, by extension, my management team and organisation.For example, in my experience, sales roles across industry at all levels are usually heavily dominated by men. This is backed up by a Catalyst report, which says that the percentage of women in sales jobs stands at only 26 percent while the percentage of women managers (14 percent) is even lower.In Dell, while we have happily succeeded in achieving a more evenly distributed sales team, I believe that there are still too few women in leadership roles. In response, we have introduced programmes that are making our workplace more inclusive not just for women but for all our employees. This includes work flexibility such as part-time working, different start and finishing times as well as working from home. As a result, we are seeing more women emerge in sales leadership roles.Vive la différenceIn terms of recruitment profiling, I am far more open in my thinking as to what constitutes a good candidate. Before I walk into the interview room, I stop and try to shed any unconscious biases that I may be carrying. I now actively seek diversity instead of sameness. I try to listen more and make a conscious effort to take on board different views. Instead of automatically opting for a team event that appeals to me, something I was guilty of doing in the past, we plan outings that are inclusive.MARC has reminded me that people are different and that this is something to celebrate, something that is good for society, for business and the bottom line. Everyone brings something valuable to the table. Real diversity comes from creating an open environment where everybody feels included and valued, where you can express your views and are comfortable to do your best work.I have a 14-year old daughter who believes she can be anything she wants to be. I hope she holds onto that feeling as she goes out into the world. We all deserve to be true to who we are without it affecting our success in the workplace.I would love to hear your comments and am happy to answer any questions.Dell’s MARC program is tied to our 2020 Legacy of Good goals, including our goal to increase engagement and drive inspirational leadership on Dell’s strategies, priorities and goals through Dell’s end-to-end Leadership Development Programs.Learn more about our Dell Legacy of Good
Kudzu bugs may be native to Asia, but they’re a major problem in Georgia —particularly for soybean farmers.On average, if left untreated, kudzu bug damage will result in a 20 percent yield loss for soybean farmers, with that figure reaching as high as 60 percent. Those are statistics University of Georgia entomologist Phillip Roberts wants soybean farmers to be mindful of.“If you’re a soybean farmer in Georgia, you need to be aware of this pest,” said Roberts, a scientist with the UGA College of Agricultural and Environmental Sciences, Tifton Campus. “You need to be scouting for this pest.”Roberts referred to the kudzu bug as an “economic pest” that requires management, such as scouting your soybean crop. When scouting soybeans, if the bug reaches a certain population or passes the economic threshold, action is required, usually in the form of an insecticide application.“We believe we’ve developed a program where we can manage and minimize yield loss,” Roberts said. “We don’t eliminate yield loss. Our goal is to maximize profitability.”Why are kudzu bugs so harmful to soybean plants? They possess a sucking mouth part that feeds on plant sap. The kudzu bug sucks on the main stem and the leaf, which weakens and stresses the plant.Roberts discussed the collaborative research being conducted by UGA, Clemson and North Carolina State at the annual field day held at the Southeast Research and Education Center in Midville in August. The project, which is funded by the Georgia Soybean Commodity Commission and the United Soybean Board, is being studied at UGA farms in Midville, Tifton, Griffin and Athens. Researchers in Midville are looking at the economic threshold of kudzu bugs — or when the cost of kudzu bug damage starts to outweigh the cost of treating for the pests — and trying to determine the most appropriate time to treat for kudzu bugs based on the insects’ population density.“The reason we’re working in Midville is you have a different environment here. The conditions are different, which allows us to make sure what we’re finding works in all these different environments,” Roberts said. “For example, in Midville for the last couple of years we’ve had extremely high numbers of kudzu bugs. That’s one of the reasons we’re working here. In 2013, we still have treatable infestations of kudzu bugs, but we (also) had real high populations in Griffin this year.“It allows us to get data generated in that part of the state. It appears with the kudzu bug, what we’re learning, is that everything is pretty consistent in how it performs,” he said. For more information about the kudzu bug, see the website developed by the University of Georgia Center for Invasive Species and Ecosystem Health at kudzubug.org.
As previously announced on October 24th, 2009 delSECUR CORPORATION sold 100% of its Intellectual Property including the patents of its del-Id system to QTech Systems Inc. in an Asset Purchase Agreement whereby it acquired 49% of QTech’s shares. Since that time and as mentioned in the Press Release on June 22, 2010, QTech’s team of engineers has been working diligently on the del-Id prototype development for commercialization.delSECUR CORPORATION intends to dissolve itself. In so doing, it will pay all its lenders, using its only asset, the QTech shares. It will then distribute all of its remaining asset, the balance of QTech shares, to delSECUR CORPORATION shareholders in the form of a “liquidating dividend” on a pro-rata basis.After having distributed all of the assets of delSECUR, the CORPORATION will be dissolved in accordance with Nevada State Law and subject to shareholders’ approval.”QTech is currently being funded from the private sector through the issuance of Convertible Debentures. Additional Private Funding sought will assure the continued development of the del-Id technology,” stated Randall McCormick, President of delSECUR. “We are in the development stage of our technology and hope to soon have a ‘functioning prototype’ and then to get ready for the next step, ‘commercialization,'” added John Johnston, QTech’s CEO and Managing Director.delSECUR CORPORATION, a public company (Pink Sheets: DLSC) with its head office in S. Burlington, VT has been involved in the development of a unique authentication process based on abstract images of biological data collected from the fingers of living persons. This technology was sold, under the terms of an Asset Purchase Agreement, in October 2009 to QTech Systems Inc., an Ontario company in exchange for 49% of the shares of that company. For further information on QTech visit their website www.qtechid.com(link is external).This Press Release may contain forward-looking statements. These forward looking statements can be identified by terminology such as “will,” “expects,” “anticipates,” “future,” “intends,” “plans,” “believes,” “estimates,” and other similar statements. Statements that are not historical facts, including statements relating to anticipated future earnings, margins, and other operating results, future growth, construction plans and anticipated capacities, production schedules and entry into expanded markets are forward-looking statements and are subject to the risks normally associated with the completion of a corporate transaction. The information set forth herein should be read in light of such risks. We assume no obligation to update the information contained in this press release, except as required under applicable law.SOURCE: delSECUR CORPORATION SOUTH BURLINGTON, Vt., April 4, 2011 /PRNewswire/ —