If you are going to be successful working from home, you are going to need to intentional about your work, your learning, and your relationships with your team and your leaders.
RAIN OR SHINE 90 — Tiu 18, Daquioag 16, Belga 13, Yap 13, Ahanmisi 9, Almazan 6, Ponferrada 6, Borboran 4, Norwood 3, Cruz 2, Nambatac 2, King 0.MERALCO 84 — Canaleta 24, Hugnatan 13, Amer 8, Lanete 8, Dillinger 7, Newsome 5, Baracael 4, Caram 4, Faundo 4, Hodge 4, Tolomia 3, Ballesteros 0, Salva 0.Quarters: 26-21, 45-39, 65-66, 90-84. John Lloyd Cruz a dashing guest at Vhong Navarro’s wedding Globe Business launches leading cloud-enabled and hardware-agnostic conferencing platform in PH Coach Caloy Garcia didn’t hesitate to address the elephant in the room, saying that he’s just glad that though some of the players found themselves in those rumors, the Elasto Painters were still able to come out with the win.“We all know the issue regarding those players, but I told them that we just have to be professional about it and put in the effort. We want to repay the owners and the way to do it is to get the win,” he said.Meralco has now lost five of its last six to fall to 2-5.Nino Canaleta paced the Bolts with 24 points, eight rebounds, and three assists, while Hugnatan got 13 markers, four boards, and three dimes in the defeat.The Scores:ADVERTISEMENT MOST READ UAAP 80 Volleyball Preview: Ateneo comes out ‘stronger’ after offcourt issues Photo by Tristan Tamayo/ INQUIRER.netChris Tiu secured Rain or Shine’s 90-84 escape from the tight grip of Meralco for its first back-to-back wins in the 2018 PBA Philippine Cup Friday at Mall of Asia Arena.The charismatic point guard scored six of the Elasto Painters’ last nine points in the final 2:17 and finished with a team-best 18 points, seven assists, and three rebounds to propel his side to a share of the fourth spot with TNT at 4-3.ADVERTISEMENT AFP official booed out of forum 2 ‘newbie’ drug pushers fall in Lucena sting Brace for potentially devastating typhoon approaching PH – NDRRMC Trending Articles PLAY LIST 00:50Trending Articles00:50Trending Articles02:25PH women’s volleyball team motivated to deliver in front of hometown crowd01:29Police teams find crossbows, bows in HK university01:35Panelo suggests discounted SEA Games tickets for students02:49Robredo: True leaders perform well despite having ‘uninspiring’ boss02:42PH underwater hockey team aims to make waves in SEA Games01:44Philippines marks anniversary of massacre with calls for justice01:19Fire erupts in Barangay Tatalon in Quezon City Slow and steady hope for near-extinct Bangladesh tortoises Read Next View comments Ed Daquioag also unfurled 16 markers and three steals against the team which drafted him back in 2016, while Beau Belga registered a double-double of 13 points and 13 boards in the triumph.Mark Borboran broke the 79-all deadlock in the final three minutes before Tiu went to work and established the 86-79 lead with 52.8 seconds remaining.FEATURED STORIESSPORTSWATCH: Drones light up sky in final leg of SEA Games torch runSPORTSLillard, Anthony lead Blazers over ThunderSPORTSMalditas save PH from shutoutReynel Hugnatan, who was just three points short from joining the PBA’s 25,000-points club, got the Bolts at their closest at four, 84-88, with 26.1 ticks left, but was denied by the cool free throw shooting from Tiu and Borboran down the stretch.It was a huge conquest for Rain or Shine, which found itself embroiled in trade talks over the past week. NEXT BLOCK ASIA 2.0 introduces GURUS AWARDS to recognize and reward industry influencers Don’t miss out on the latest news and information. Typhoon Kammuri accelerates, gains strength en route to PH LATEST STORIES
Today, the White House doubled down on its support of working families.First, the Department of Labor is finalizing a rule to require employees of businesses doing work on federal contracts to earn up to seven paid sick days a year. While the United States is the only industrialized country in the world where employees aren’t guaranteed the right to take a paid sick day off of work, President Barack Obama is seeking to change this during his last months in office.“This rule ensures that workers will have the peace of mind to know they will still earn a paycheck if they have to miss a day because they are sick, or need to take care of a sick child or loved one. It will be good for working families, help business compete to attract and retain talent, and keep our nation healthier,” wrote Senior Advisor Valerie Jarrett in a new compelling essay.Secondly, the administration announced that the Equal Employment Opportunity Commission (EEOC) is publishing its final and approved collection of summary pay data by gender, race, and ethnicity from businesses with 100 or more employees to improve enforcement of our nation’s equal pay laws.Despite overwhelming support for equal pay, women still make less than their male peers. The President has fought to close that gap through legislation as well as by announcing a White House Equal Pay Pledge that has now been signed by more than 50 of America’s leading businesses, including Glassdoor.President Obama spoke to Slate.com about the initiative and why all Americans should prioritize improved work policies like paid sick leave and equal pay. Here are the highlights!SLATE: Why should most Americans care about paid sick leave?PRESIDENT OBAMA: Everybody gets sick. So when people don’t have paid sick days, they might have to choose between taking care of themselves and putting food on the table. For Americans living paycheck to paycheck, a lost day of wages can be a huge loss. Or when a child gets sick and has to stay home, parents may have no choice but to care for them and lose a day’s pay as a result. That’s simply not a tradeoff the wealthiest nation on Earth should be asking working parents to make.Coming to work sick is bad for employees, co-workers, and customers alike. No one wants a colleague coming in and getting you sick. No one wants to be served by a waiter who’s under the weather. I’d much rather go to a restaurant knowing that if a chef or waiter is sick they have the choice to stay home without losing their paycheck.That’s why it’s so important that this new rule becomes final today. It will give additional paid sick leave to more than 1.1 million federal contract workers in the first five years, including nearly 600,000 who currently receive no paid sick leave at all.But just as importantly, this rule means that the federal government is putting our money where our mouth is. We know that providing at least seven paid sick days a year to our contracted workforce will give us the best value for taxpayer dollars and is good for workers and business alike. That’s the same decision that companies large and small throughout the country have made, and we hope our leading by example will convince others to do the same.So we’ve been doing everything we can to increase Americans’ access to paid sick leave. We’ve called on Congress to pass the Healthy Families Act, a bill that would give Americans the ability to earn up to seven paid sick days a year. We’ve called on states and cities to pass similar legislation, and many have taken up that charge. And we’ve called on businesses to step up and adopt these policies, just as the government has.SLATE: The United States is the only developed country in the world that doesn’t have some kind of national paid sick leave requirement. Short of the legislation you’ve called for to change that, is there anything else that either you or your successor as president can do to make sure more workers can take a sick day?PRESIDENT OBAMA: As long as I’m president, I’m going to work every day to convince Congress, states, cities, and businesses to expand access to paid sick leave. We’ll continue to make the case for why sick leave is important to everyone, but we hope that the American people will as well.While only Congress can mandate that every employer offer paid sick days, we have seen tremendous progress across the country as folks come together in their communities and make the case to their state legislatures to pass paid sick days laws. That local organizing has increased coverage to millions of Americans, and it’s building momentum that can ultimately lead to congressional action.Since I first called on them to act, we’ve seen four states pass paid leave laws, over 25 localities take action on paid sick leave, and 22 localities take action on paid family leave. California, Massachusetts, Oregon, and this year Vermont have all passed bills, joining Connecticut, which did so in 2011. Philadelphia, Chicago, Minneapolis, and St. Paul have joined trailblazers like San Francisco, Seattle, New York City, and the District of Columbia in requiring paid sick leave for folks working in their cities. Businesses have been heeding the call, too, and some businesses now require their suppliers to provide paid sick leave as well.Another way in which our workplace policies have not kept up with the times is that many Americans don’t have access to paid family leave. California, New Jersey, Rhode Island, and now New York have created these programs to allow moms and dads to stay home with a new child or care for a seriously ill family member without losing their entire paycheck. Until Congress acts and guarantees every working American paid family leave, we’re going to see more states follow in their footsteps.SLATE: Aside from sick leave, what else do you think the executive branch can do to improve working conditions for Americans without the help of Congress? PRESIDENT OBAMA: Over the last seven-and-a-half years, we’ve done everything we can to grow and strengthen the middle class. Our policies have promoted greater opportunity for employment, higher wages and incomes, fairer pay for women, workplace flexibility and paid leave for parents, affordable health insurance, more affordable college, and adequate retirement benefits. A recent report showed that last year, across every age, every race in America, incomes rose and the poverty rate declined. A typical household’s income increased by $2,800, the largest single-year increase on record, and the gender pay gap has fallen to the lowest level ever.But we’re not resting on our laurels. In fact, today, we are announcing another key step to help reduce the gender pay gap. The Equal Employment Opportunity Commission has finalized a rule requiring every business with 100 or more employees to submit pay data broken down by gender, race, and ethnicity on an annual basis. Collecting and reporting this information will encourage employers to take voluntary action to address any existing pay gap, and it will help improve enforcement of our nation’s equal pay laws.As for federal contractors, we encourage them to offer paid family leave if they want to attract and retain the best workforce. That’s why leading businesses have chosen to offer generous paid family leave benefits. I’ve done what I can through executive action to lead by example by directing federal agencies to advance up to six weeks of paid sick leave to employees who have a new child, and urge Congress to pass a bill giving them another six weeks of paid family leave on top of that.TELL US: What Do You Think About The Expansion of Paid Sick Leave? Share on Facebook @Glassdoor
The news gets worse. Only 52 percent of respondents indicated that how they spend their time matched their organization’s strategic priorities and almost half said they were not giving enough attention on guiding the strategic direction of the business. McKinsey & Company concluded that time challenges influence the wellbeing of the entire company as well as individuals. When you experience the birth of a child, your personal time management skills are forced to flourish. Tasks and activities that used to require hours are suddenly completed in half the time, and saying no to the non-essential (an invaluable time management strategy) is easier than ever. Both the ability to make tough decisions about your time and to complete work quickly and efficiently will position you for a promotion in no time. Call it corny, but you can’t deny that today’s challenges have a way of preparing you for future challenges. As you adjust to the life challenge or change you’re facing, remember that sometimes you can turn a tough break into a lucky break by focusing on the leadership skills you’re learning on the side. Also on Glassdoor: We try our best to avoid challenges and obstacles at any cost, but there are some things in life that you just can’t avoid. And as much as we don’t want to hear it at the time, going through tough life moments can help us prepare for more responsibility in life — and work. How? It’s all about leadership skills. Here’s a look at how three common emotional challenges can position you for a promotion and prepare you to be a better leader:A Break Up Teaches You Emotional IntelligenceIt doesn’t matter who leaves who — breakups are rough. Whether you thought you’d be together forever or just the opposite, going through a breakup can spike your stress levels, drain your energy, and all around make for a miserable month. But let’s think about what really happens in a breakup: you acknowledge your boundaries, you compare what you want to what someone else wants, and you make a decision. This combination defines a character trait that executives and leaders need to have in spades: emotional intelligence. According to the Harvard Business Review, emotional awareness is a critical leadership skill. In fact, Rutgers psychologist Daniel Goleman writes, “without [emotional intelligence], a person can have the best training in the world, an incisive, analytical mind, and an endless supply of smart ideas, but he still won’t make a great leader.” Understanding the signals that emotions send about relationships and managing your own and other’s emotions is a uniquely important trait for you to develop to prepare yourself for a promotion, and going through a breakup is a powerful way to learn those skills.The Death of a Loved One Grows ResiliencyNothing can prepare you for the death of a loved one, and nothing can speed along the recovery process— grieving for the loss of an important person in your life is not a process you should rush through.It won’t take away any of the pain, but as you work through the stages of grieving you should know that you’re working your resiliency muscle, and it will help you work through challenging events later in life, too — especially challenging situations at work.Resilience is another important leadership skill that can make or break your chances at a promotion, and it perfectly captures what we experience when we the death of a loved one throws us off our life plan: we must practice the ability to recover from setbacks, adapt to change, and keep going in the face of adversity. As renowned psychiatrist and holocaust survivor Viktor E. Frankl writes, “We must never forget that we may also find meaning in life even when confronted with a hopeless situation, when facing a fate that cannot be changed.” And compared to the experience of losing a loved one, the challenges you face in a work situation will seem increasingly minor and manageable.The Birth of a Child Forces You to Master Time ManagementThe birth of a child is a celebration. But just ask any new parent what they’re feeling and you’ll find that adding a baby into the mix expands and challenges your emotions all the same. The emotional and physical impact is just as life changing, but in a much different way. What does a new bundle of joy have to do with getting a promotion? As stressful as the early days of a new baby can be, it also forces you to practice a valuable leadership skill: time management. Just consider this: when McKinsey & Company polled 1,500 executives about how they spend their time, the company found that most leaders were not satisfied with their current approach to time management:9% of respondents were “very satisfied”Less than half were “somewhat satisfied”About one-third were “actively dissatisfied” The Best Places to Work in 2019
N/A N/A PACU RN Glassdoor 3.9 General Healthcare Resources, Inc. Wilkes-Barre, PA LTC CNA Glassdoor 3.9 General Healthcare Resources, Inc. Allentown, PA N/A Cashier (Part time) Glassdoor 3.8 Northern Tool & Equipment Woodbury, MN 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h ICU RN Glassdoor 3.9 General Healthcare Resources, Inc. Newark, DE LTC LPN (Travel – Allentown Glassdoor 3.9 General Healthcare Resources, Inc. Bensalem, PA N/A LTC RN Glassdoor 3.9 General Healthcare Resources, Inc. Allentown, PA N/A N/A 23 hours ago 23h Available Jobs at Glassdoor 3.9 General Healthcare Resources, Inc. 23 hours ago 23h LTC LPN Glassdoor 3.9 General Healthcare Resources, Inc. Schuylkill Haven, PA 23 hours ago 23h School Para Glassdoor 3.9 General Healthcare Resources, Inc. Gaithersburg, MD D&A RN Glassdoor 3.9 General Healthcare Resources, Inc. Wilkes-Barre, PA Just because someone has a nontraditional background doesn’t mean they can’t excel in the working world — in fact, it’s often a tremendous asset. That’s the philosophy behind Year Up, a nonprofit dedicated to helping close the opportunity divide and “providing urban young adults with the skills, experience, and support that will empower them to reach their potential through professional careers and higher education.” Through their free, one-year training and internship placement program, Year Up has helped tons of opportunity youth gain the tools that they need to build their career.This year, Glassdoor became a Year Up corporate partner and is now lucky enough to have two students from the program interning right here at our Mill Valley headquarters for six months. Glassdoor’s Emily Moore recently caught up with one of them, Desktop Support Analyst Intern Alex Navarro, to learn a bit more about why he chose Year Up, how he came to Glassdoor, and how he’s enjoying the experience so far.Glassdoor: How did you get started with Year Up?Alex Navarro: I was in and out of college, really didn’t have a path, and decided to do Year Up because of all the success stories I’d heard of. A few of my friends actually went through the program and now they have careers. Someone that I know personally works for Year Up now, so I thought it would be a great opportunity for myself to join and now I’m seven months in and about two months with Glassdoor.Glassdoor: What’s the Year Up training program like?Alex Navarro: It’s three phases of seven weeks over about five months. The first seven weeks you really just get used to the culture and how they want you to go about your day-to-day in the location. First, they make you dress up in professional attire, so every day I came in wearing dress shoes, slacks, and a button-up. Also, when you’re in class, they make you not touch your phones at all. They have a strict rule about that because they want you to be learning and be very attentive and understand the material you get. You learn the basics of how to do emails, start conversations and some technical skills like using Microsoft Office and Outlook. Then, depending on what kind of role you want, skills like PC building, public speaking, etc. The next two phases, you actually go into your job track. My track was IT. Those next two months, I really learned a lot about the IT service, so how to troubleshoot tickets, active directory and the different operating systems like Windows and Mac.What Interns Love About Working at GlassdoorGlassdoor: How did you get assigned to Glassdoor?Alex Navarro: Someone on my team at Glassdoor, Pallavi, actually worked with Year Up during her previous job at Airbnb, so she already had a connection there. Glassdoor’s a first-year partner, so myself and Maurice [O’Sullivan] are the first interns from Year Up. They choose your location, so the criteria and what they were looking for within the IT team matched our skills, and that’s how we joined Glassdoor.Glassdoor: What does a day in the life here at Glassdoor look like for you? Alex Navarro: Every morning I do my morning checks, which are visiting the conference rooms to make sure the tablets are working, the Polycom system’s working, and the TVs are on. I do all of Building A and then depending on Maurice’s schedule, Building B, so about 31 conference rooms within an hour. I get here about 6:30 or 7:00 AM and have to be done by 8:30 AM, since most of the meetings go on from about 8:00 to 8:30 AM. Then, I’m at the service desk from about 8:30 AM to lunch. Normally people come up with issues like they forgot their laptop at home, or they need an adapter or something kind of device, and that’s where my team’s very helpful. I can’t give enough appreciation to Brandon and Randy for these last few weeks of really training me and helping me troubleshoot issues that I’ve never seen before. The rest of the day, from about 1:00 to 4:30 PM, I’m running around trying to solve other tickets or do a minor setup. Every new hire gets a laptop and a desk, and that’s my responsibility right now — to set up their desk and make sure their laptop’s up to date so that their first day in, they have everything they need.Glassdoor: What’s been your favorite part about working at Glassdoor so far?Alex Navarro: I think the first week. Everyone was really welcoming — I’ve never felt so much camaraderie. I have to thank my manager, Tim. He introduced us to a lot of people the first few days and I think that was one of the best experiences I’ve had. From then on, I think just learning, and picking up everything I’ve been taught.Glassdoor: What are some of the things you’ve learned while you’ve been here?Alex Navarro: I learned a lot at the last Speaker Series with Rich Barton. Learning about his experience and what kind of companies he’s worked for and been a part of was interesting. Year Up has something like that called Friday Guest Speaker — someone would come in, tell their story, and show the steps of how they got there. That was inspirational because you could see someone working so hard at a big company but wanting to expand and do their own thing.Glassdoor: What’s your ultimate career goal?Alex Navarro: At the moment, I just want to know as much as I can and get all the information I can. With Year Up, they stress that your learning doesn’t stop after your five months at the program. Then going into your internship, it’s really been about how you capitalize on that. My goal these next few weeks — I have a four-week plan — is to understand other employees’ stories, and try to network. It’s a small company, but you get to know so many people if you just extend that hand out, and that’s what I’m going to do so that I have the necessary tools for after my internship.Glassdoor: What are your plans for when your internship at Glassdoor is finished?Alex Navarro: Last year, in my learning community, the success rate of people getting converted to full-time hires after internships was about 55 percent, so that’s a big number. But if people don’t get converted from their site, Year Up starts this transition within four months for you to start looking at other opportunities outside of your current situation.Glassdoor: After working here for a couple of months, what do you think makes Glassdoor different than other companies?Alex Navarro: Even though it’s a well-known company, it feels small, so every individual that works here is important. You have your title, but you have different skill sets that make your job unique, and everyone’s versatile in their own way. That’s a great stepping stone to different career paths. You have ownership of what you do and how you do it.Glassdoor: One thing I really like about Glassdoor is how treating employees well is really in their DNA, given the space that we occupy.Alex Navarro: It’s crazy how you see all these executives and VPs come down and shake your hand and even talk to you. Even though they have an office, they don’t look down on you — we’re one big community.Glassdoor: Are there any fun facts about yourself you want to share? Alex Navarro: I was born and raised in San Francisco. I hear a lot of people within the company are from the Bay Area and I think that’s amazing. I’m really into sports. Right now it’s football season so I’m really into fantasy football. I have three leagues going on, and I’m excited about the NBA as well. I also love comics — I’m a big Flash fan and I can’t wait for the DC movies to start hitting theaters. In my spare time, I try to go out and enjoy different parts of the Bay Area — I like exploring my city. Before I started driving, I used to bus around the whole city so I know the public transportation system like the back of my hand.Glassdoor: What are some of the hidden gems that you’ve found in the Bay Area? Alex Navarro: I’m not too sure a lot of people know what McLaren Park is — that view right there is to die for. You can just see everything from there. You can see the Bay Bridge, Salesforce Tower, the Golden Gate bridge, all the businesses downtown. Every day when I was in high school, looking out there, I just dreamed of working at one of those companies, and now I am.Glassdoor: I imagine that’s a pretty good feeling! Alex Navarro: It is! It’s crazy how you can go from the south side of San Francisco and then work your way up. That’s how Year Up makes you feel. When you put on those dress clothes and you’re taking BART from the south side of the city to downtown every day, it gives you a different perspective.LEARN MORE: To explore Year Up further, visit YearUp.org and check out the amazing opportunity youth and programs available. N/A N/A 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h N/A N/A School SLP Glassdoor 3.9 General Healthcare Resources, Inc. Somerset, NJ 23 hours ago 23h See more jobs at Glassdoor 3.9 General Healthcare Resources, Inc.
16 Hot Companies Hiring Now How to Be A Positive Influence on Company CultureExercise boundariesWhen you’ve identified an appropriate event to skip out on, plan out your excuse in advance. Frankly, you don’t always have to tell people why you can’t make it, but you do need a handy phrase you can trot out to avoid an uncomfortable silence when you opt out of work events. As Alison Green writes on her popular blog Ask a Manager, it’s really not their business why you can’t make it, you simply can’t make it. And if your “previously scheduled engagement” happens to be meeting your spouse on the couch to watch “Stranger Things”, so be it.11 Companies Hiring Just in Time for the Holiday Season With Awesome Perks Practice early exit strategiesSometimes the problem isn’t frequency so much as longevity (I’m looking at you, holiday party on a weekend). Instead of completely skipping the event, consider just leaving early. Here are a few lines that will help you exit gracefully: Thank you so much for hosting! I wish I could stay, but I’ve got another engagement to head off to.This has been such a great time. I hate to leave early but I promised my [spouse/significant other] I’d be home by 4 PM. Network by following upJust because you didn’t attend doesn’t mean you can’t participate in the fun after part of the party. Use the event as an excuse to follow up with people individually, such as someone from a different department you usually look forward to seeing. This can spur a deeper connection and conversation despite the fact that you didn’t go to the event – and isn’t that the ultimate purpose of company culture events, anyway?It’s important to contribute to your company culture (after all, if you’re taking our advice, you should love where you work most days!). But it’s also important to establish and protect your work-life balance. Whenever you find it slipping a little too far toward work events, use these tips to opt out of work events or at least limit your time commitment. Thanks to a huge push in how employers recruit and retain talented employees, company culture events are on the rise in every workplace. And while some of those events and perks are impressive, we’ve all witnessed a professional development or team-building event that was more eye-roll worthy than Instagram-worthy.Stuck with an overeager company culture party planner? Here’s how to opt out of less-than-fun professional development events without being labeled “not a team player”.Opt out of work events carefullyFirst, the bad news: it’s not possible or professional to cut yourself off from all culture events. Part of being a team player and getting in important bonding time is being available and in attendance for major events, if only every quarter or so. However, that’s no reason you have to block off your calendar to spend time with work people during your personal time. You just have to use your knowledge of your company culture to weigh the necessary frequency of your attendance to these events and fly under the attendance radar. Here are a few examples: If your company does one big, annoying blow-out every year for a seasonal holiday, it will probably be a big deal if you opt out.If your company does one event every quarter, you probably need to attend one or two of them each year.If your company does one event every month, you can probably attend once every two or three months.If your company does one event every week (think weekly happy hour) you might be stuck tagging along once or twice a month.
Engineering Manager – Uber Freight Uber San Francisco, CA In January 2017 I joined Uber as Chief People Officer. I don’t often reflect on my work publicly but now that I’ve hit the one-year mark I have a few thoughts to share.As you know, Uber had a rollercoaster 2017. There was no way I could have predicted how the year would unfold, but now that I’m on the other side of it I can look back and honestly say it has been the best learning experience of my career, so much so that I thought I would jot down my lessons learned. Here is what I know to be true… none of it earth-shattering, but all of it very real:1. Listen DeeplyThe most brilliant strategy will hit a wall unless it’s grounded in listening and deep research. This is especially true when any sort of change is necessary. If we don’t invest the time to deeply listen and understand it’s likely we will solve the wrong problem — which puts us back at square one. Of course this sounds obvious, but how often do we really put our own ideas and agendas aside and keep our minds open?One of the first things I did when I arrived at Uber was host a ton of listening sessions to understand what was on employees’ minds. No agenda, no structure, just questioning and listening. These early sessions told me many things — one being that employees did not trust our performance management process and wanted something that was more balanced, qualitative and development focused. So we — and by “we” I mean employees — rebuilt our Perf system and methodology from the ground up. Hundreds of employees attended build sessions and 100% of our employees had the opportunity to comment through surveys and global focus groups to help design the new system that we started rolling out in mid-2017. We didn’t just sit in HQ as a People team and design the process; instead, it was ideated and implemented by the people who would be using it.2. Be VisibleSetbacks happen in every organization. Although it’s tempting to lock down until things blow over, in times of shared pain, being visible, authentic and available to employees is essential. Even if you don’t have an answer or a solution to a crisis, showing up and being honest and transparent is the most important action we can take as leaders.I had to do this in one of my hardest moments at Uber a scant few weeks after I joined. In mid-February I read a blog post written by Susan Fowler, a female engineer who described inappropriate behavior and other troubling incidents that contributed to her having a very negative work experience at Uber. The blog post went viral, and two days later I had to face 15,000 devastated employees at an all-hands meeting. What made it worse was that I’d had an accident the day before and one side of my face was bleeding, swollen and badly bruised. Believe me, the last thing I wanted was to be front and center. But I knew that was where I was needed.I got through the meeting, and the challenging weeks that followed. It was a painful time but also the start of a much-needed healing process for the company. Hundreds of employees asked me what we should do… my answer was always the same: we need to use Susan’s input to bring about change, and be genuinely kind and caring toward each other; always. At the time it was hard for me to understand exactly what was happening, but in retrospect, it’s clear: one very brave piece of prose, authentically written, created a lightning rod for change at Uber. For that, I truly thank Susan.3. Involve EveryoneThrough hosting dozens of sessions across the company in a few weeks it was obvious we needed to evolve our culture and business practices. We had to listen with an open mind and solicit feedback from all our employees. In fact, we had to go further, we had to rebuild trust, slowly and meaningfully… so we moved from listening to involving to working together, side by side.As I mentioned earlier we engaged our employees in designing our new performance management system, and it did not stop there — every change we made (based on the feedback from the listening sessions) involved our employees. Upwards of 60% of our managers were managing for the first time and in truth we had not supported them as well as we should have. So we undertook dozens of interviews and another big survey to gather insights on what makes a great manager at Uber. Since mid-2017 we have been embedding those competencies into all of our trainings and will gauge our success by integrating them in our Culture Survey.We asked for feedback again, when our new CEO Dara Khosrowshahi joined us in September, to help define Uber’s new cultural norms — a truly collaborative undertaking to ensure everyone had a voice in crafting a shared vision for how we’re going to work with our riders, drivers, communities and each other. It takes a lot of time and patience to do things this way, but what I’ve learned is that enabling change is most successful when you actively involve people every step of the way. Oh and by the way… we arrived at better and more creative outcomes because our employees are simply awesome.4. Emphasize InclusionThe past year has taught me that creating change around diversity and inclusion needs to be more than a token effort. Many ERG leaders told me that they felt it was really hard to add value because all of their ERG work had to be over and above their day-to-day responsibilities. That gave me the idea to introduce a “citizenship goal” so that every Uber employee has the opportunity to contribute in some way to the community (very broadly defined) as part of their day job. We must never push inclusion to the sidelines — it should be central to who we are, and woven throughout everything that we do.In the spirit of bringing diversity front and center, in March 2017 we published Uber’s first-ever diversity and inclusion report and shared it both internally and externally. Our investment in our employee resource groups (ERGs) is proving instrumental in helping to drive dialogue and culture change. More than 5,000 employees regularly interact with our ERGs — that’s around a third of our global employee population. What’s even more incredible is our that our ERGs have a real voice, they make things happen, and they really are empowered. I’m constantly inspired by the positive energy and passion of our ERGs.My personal goal is for Uber to be the MOST inclusive company where everyone feels respected, valued and able to contribute. We made great progress in 2017 and we will work tirelessly to achieve this goal in 2018.5. Disagree & CommitI’ll admit I borrowed this from Amazon, but my goodness it’s worth it. No team agrees 100% of the time nor should they… diversity of opinion is essential to creation. Having the confidence to admit I don’t have the best answers and to invite a broad spectrum of input is crucial to getting the best outcome. I do believe though that once we have made a decision there is no room for negative side conversations or half-hearted execution — I expect my leaders to sell the solution with passion. Having very different personalities on a leadership team should not be an impediment — as stated above, diversity of opinion leads to better decisions, but only if we truly align and commit.6. Be ResilientLast but not least it’s more important than I ever could have imagined to be resilient in times of stress and change. That requires taking care of our spirit, getting enough rest, supporting each other, and devoting time to aspects of the job that energize and inspire us. At times when I’ve been at my worst — tired, over-caffeinated and blindly putting tasks over people — my inner mantra has kicked in to remind me to “breathe deep and focus on caring.”It also helps to remind myself and others of all the incredible things we’ve accomplished over the past year: Our 180 Days of Change rollout is transforming our relationship with drivers, improving everything from driver earnings to support. For our employees we implemented a comprehensive equal pay analysis and raised tech salaries to ensure aggregate pay equity between women and men, and between all racial groups. We also organized our first Global Week of Service where more than 2,200 Uber employees spent 7,300 hours volunteering at 125 events globally. We showed each other we care by donating money, supplies, and logistical support in response to last year’s hurricanes, the Mexico City earthquake and the Wine Country fires. We even had a grassroots effort to reignite employee pride and remind ourselves that we are Good People Doing Good Things.So my take on the last year may not sound revolutionary or new, nor does it involve technological breakthroughs. What I really learned is everyone is trying to do their best, everyone deserves respect, and everyone has good ideas. (On the flip side: negativity hurts organizations and teams, but most of all it hurts us as individuals.) Creating a company that allows people to be themselves, nurtures genuine kindness, support and consideration for others and includes everyone will lead to success.We’re already seeing it as our Culture Survey results are starting to climb, our new CEO has a 97% approval rating on Glassdoor, and Uber has a 4.3 overall rating. And here’s what our employees have to say about working here: “Great place to learn and grow”… “Amazing business challenges”… “Lots of autonomy and upward opportunity”… “Solving problems in the real world, at scale” and “Anyone can make an impact.” With our amazing new leadership team, our unbelievably even more amazing employees, our tremendous business growth, and our new cultural norms, we will make Uber the best place to work for everyone. Come and join us… we really are changing the world. Distributed Systems and Infrastructure Engineer, Self-Driving – Pittsburgh Uber Pittsburgh, PA 4.2★ 23 hours ago 23h Software Engineer – Money Programs Uber San Francisco, CA 23 hours ago 23h Autonomy NPI Hardware Test Engineer Uber Pittsburgh, PA 23 hours ago 23h 4.2★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Software Engineer Uber Seattle, WA 23 hours ago 23h 23 hours ago 23h 4.2★ 23 hours ago 23h 4.2★ 4.2★ 23 hours ago 23h This article was originally publish on LinkedIn Pulse. Reprinted with permission. Senior Backend Engineer, NeMo Robotics Uber San Francisco, CA 4.2★ 4.2★ Backend Engineer, Self-Driving – San Francisco Uber San Francisco, CA Available Engineer Jobs at Uber 4.2★ Sr Data Center Electrical Engineer Uber Palo Alto, CA 4.2★ Scenario Systems Engineer Uber Pittsburgh, PA 4.2★ Staff Software Engineer Uber Seattle, WA See more Engineer jobs at Uber
B2B Sales Representative Aflac Valparaiso, IN 3.6★ N/A Insurance Specialist Aflac Dynasty Region Lexington-Fayette, KY 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h N/A District Manager Aflac Montpelier, VT 23 hours ago 23h 3.6★ New Aflac Jobs For You Licensed Health Insurance Agent– Training Provided Aflac Mount Juliet, TN Aflac Rep Aflac Minnesota Chisholm, MN 3.6★ Entry Level Sales Representative Aflac Dynasty Region Pikeville, KY N/A Benefits Advisor Aflac Waco, TX 3.6★ N/A Sales Representative (Top 50 place to work in the Aflac South Coast Market Huntington Beach, CA 3.6★ 23 hours ago 23h Communication can be hard, especially in the workplace. Sometimes the person speaking can’t distill what’s most important to share; other times, there’s so much information available that it requires the skill of the listener to draw out the takeaways. And often, what a person isn’t saying is important too.The ability to hear people — truly hear them — is a highly valuable skill that can supercharge a career path, says Catherine Hernandez-Blades, Aflac’s Chief Brand and Communications Officer.Her background is in technical and high-stakes fields where communication is key. Prior to her role at Aflac, Hernandez-Blades held communications leadership positions at a diverse set of companies: Flextronics, a technological manufacturer; defense firm Raytheon; and Lockheed Martin Aeronautics, where her work included international projects.“You’re working in highly regulated businesses that involve a number of governments in programs that literally are multiple percentage points of their GDPs,” Hernandez-Blades says. “It sharpened a number of my skills.”Namely, that includes what she calls “listening between the lines.” Like reading between the lines, this skill takes into account context beyond the words themselves to gain a deeper understanding of what is being shared.“In business, listening and being able to understand what someone is really saying or in some cases not saying … is critical.”Here are a few of Hernandez-Blades’ top tips for learning to listen between the lines:Wrestling a Firehose of InformationWhile at Lockheed Martin, Hernandez-Blades took part in an intense three-day meeting with representatives from the Czech Republic discussing the country’s defense goals – a conversation that involved long-term planning, government interests, big budgets and more. Hernandez-Blades absorbed the details, taking copious notes throughout, and created a list of the five most relevant points to share at an internal Lockheed strategic planning meeting. “Not everyone in that room would be able to listen to all of that information – through translators, no less – and get down to brass tacks,” Hernandez-Blades says. “Being able to synthesize it down to the handful of nuggets required for project success is critical.”It’s a skill Hernandez-Blades honed over the course of years, but she says it boils down to a key point: Stay laser-focused on the change you can effect, listening for actionable tasks you and your team can take to move things forward. “You have to understand it all, but capture the most relevant,” she says.Hear What Is & What Is NotHernandez-Blades and Aflac CEO Dan Amos with “My Special Aflac Duck,” a comforting robot designed to help children cope with cancer. The company made its first deliveries of the duck in September and is aiming to provide one to every newly diagnosed child ages 3-13 in the United States.Much of communication is nonverbal, Hernandez-Blades points out. Look for the moments when a person becomes animated in inflection or body language, as that signals they’re talking about a point important to them. She recommends practicing taking notes while retaining eye contact, so no body language is missed.People may or may not explicitly cite what’s paramount to them, Hernandez-Blades notes. But “people tend to lead with, or repeat, the points that are most important.”Cultural differences may also come into play, both domestically and overseas. For her work internationally, Hernandez-Blades trained with a State Department instructor on cultural nuances.“But even in the [American] South, there are a lot of nuances to conversation: People are too polite to be direct,” Hernandez-Blades notes. “So you have to really pay attention to those folks. And if you go in there too bottom-line, too to-the-point, that’s not going to go over well at all.”QUIZ: What’s Your Communication Style?Listen FirstHernandez-Blades had a mentor who advised her: “We have two eyes, two ears and one mouth for a reason. Listen and watch and listen some more before you come to a conclusion.”That’s tougher than it sounds, Hernandez-Blades says. “It’s so hard not to jump in and say, ‘Oh, do you mean X Y and Z?’” she explains. “It takes a tremendous amount of focus. That kind of restraint requires practice.”A special note for those in leadership roles: Managers set the tone for their teams, so if they share their points of view before listening, they can inadvertently undercut the conversation before it begins.“One of the hardest things as a leader is not to walk in saying, ‘Here’s what I think, what do you think?’’ Hernandez-Blades says. “You need to give everyone around the table a chance to say their piece, and to truly hear them. You can bake your own opinions into the recap when appropriate, but now you’re doing it from an informed place.”25 Tips to Help You Hack Your CareerSynthesize Information Into Strategy“The ability to peek around corners and see what’s next is huge,” Hernandez-Blades says. Her experience at a wide variety of companies helped her learn to identify burgeoning business trends before they become mainstream, but listening between the lines has also aided her in this effort. It’s key to take what you’ve learned by listening and put it to work: If you can apply it to the needs of the business and figure out how you can assist in those wider goals, your career will benefit. 3.6★ Benefits Advisor Aflac Dallas TMT Dallas, TX Business Development and Sales Aflac Nashville, TN View More Jobs 23 hours ago 23h
Bayern Munich midfielder Renato Sanches cannot guarantee staying in Germany this summer.Amid claims of Bayern seeking a cut-price £26 million to sell him, the Portugal international refused to shut the door on leaving.Manchester United and PSG are being linked with Sanches and he declared to Record: “It’s a great club. You never know what the future will be, but in principle, I will stay. “If so, I would not be discouraged. I want to stay and give everything. I will redouble my efforts. Of course, I need to play more. With more playing time, I gain confidence and I feel better.”
The website of an organization is how many donors “meet” you and therefore it’s just as important to make a great first impression online as it is in person. The essential challenges in online fundraising are getting a prospective donor to your donate page and also establishing who you are in a compelling fashion. To achieve both you need to remember these four essential principles and tips: Show Your PassionMost giving decisions are emotionally based. Use compelling, inspiring and large imagery on your home page.Give thanks to recent donors or share donor stories. Seeing past donors as real people helps inspire prospective donors to give as well. Be AuthenticEvery page of your site should include your postal mailing address (a street address, not a PO Box) and your phone number. Both lend a comforting aura of credibility and realness to your page.Don’t come across as too “institutional”. Show them that you’re real, hardworking people, trying to accomplish important goals. No two organizations are exactly the same, nor do they have the exact same target audiences. Keep in mind, though, that there are generally two audiences — people who came to your website looking to make a donation and people who have heard of your website and are looking to be seduced and impressed.Do simple user testing while creating or updating your website. Strive for Clarity and SimplicityHave at least one “Donate Now” button on every page of your site (and avoid soft language such as “Help Us”.) The “Donate Now” button should immediately take the user to the donation form, with no intermediate steps.Other musts for every page of your site include: identifying yourself and the organization, linking back to the home page and including a search function or box in the upper right hand corner.The more choices you give people the more anxiety it creates. Think of it like asking somebody out for a date. You don’t suggest dinner or lunch or maybe a hike sometime in the next two weeks. Dinner at 7 on Friday. Be specific.People skim websites, so think of Web copy as a billboard advertisement. Users should be able to identify what your website is about in four seconds.Have a guessable web address. Source: Adapted by Jake Emen from Mark Rovner’s Nonprofit 911 Presentation “Website 101 for Fundraisers” Experiment to Find What Works
ShareEmailPrint To learn more, read: Posted on January 1, 2011June 20, 2017By: Martha Fikre Adenew, Young Champion of Maternal HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)This blog post was contributed by Martha Fikre Adenew, one of the fifteen Young Champions of Maternal Health chosen by Ashoka and the Maternal Health Task Force at EngenderHealth. She will be blogging about her experience every month, and you can learn more about her, the other Young Champions, and the program here.As I was saying in my last blog post, there are different places and ways to learn and acquire knowledge aside from Birthing Project (my placement). When you see the title ‘Mall of Mom’ you may think about a trade center somewhere in the US. It seems like it, but it is different from commercial one. The ‘Mall of Mom’ I am talking about is found in the office of New Orleans Healthy Start which is one of the big partners of the Birthing Project. Healthy Start is an organization established by the Health Resources Administration, for states that have higher infant mortality. The organization serves mothers with low income, for healthy pregnancy and a healthy baby. The organization has an interesting way of motivating mothers to come to attend different important classes (like Prenatal, Parenting classes, etc.) during their pregnancy and after the baby is born. For every class the mothers attend they get some points which are accumulated and enable them to trade different baby stuffs from the ‘Mall of Mom’. The kind of the baby stuff they get depends on the amount of points they get from attending classes. The more points they have, the better stuff they will get. For me this is an interesting kind of incentive where mothers will be attracted and benefited.December was a month with lots of pleasant and exciting moments (thanks to Ashoka), including a re-union with family in the US after ten years apart, and hanging out with many Ethiopians after four months without an Ethiopian community. This does not mean the other months were not pleasant; the previous months were truly very fruitful. Since December is my special month (my birthday), I was lucky enough to spend this time of the year in a special way in a place other than my country. I was spending the holidays in the other side of the US, from south (New Orleans) to north (Indianapolis). It was a different experience with the snow and freezing cold weather. It was far different from my country and my placement which gives my heart bliss. I am sure the rest of my mentorship time will be interesting and educating.Share this:
Posted on February 11, 2011August 17, 2016Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The Mobile World Congress will be taking place next week in Barcelona. Unsurprisingly, there are a number of mhealth related events. Via Mobile World Live, you’ll be able to watch some of the proceedings live. Given that the first starts at 3:00 a.m. in New York, we’re hoping for recordings to watch later.The mhealth sessions include:“Can Mobile Health become a profitable business? How and When?” on Monday, February 14 09:00 CET (GMT/UTC+1)“mWellness, Remote Monitoring, Self-Diagnosis & Preventative Care” on Monday, February 14 11:00 CET (GMT/UTC+1)“A Glimpse into the Future Business & Technology of Mobile Health” on Monday, February 14 14:00 CET (GMT/UTC+1)Share this: ShareEmailPrint To learn more, read:
Patna, Jan 2 (PTI) The Bihar Cabinet today gave its nod to the “master plan” for construction of ultra modern multi-storied residential and non-residential buildings at Gardanibagh area of the state capital.The cabinet meeting, which was chaired by Chief Minister Nitish Kumar, gave its nod to the “master plan” proposal of Building Construction Department, Cabinet Secretariat Departments special secretary Upendra Nath Pandey told reporters here in a post cabinet briefing.Under the master plan, multi-storied residential buildings would be constructed at Gardanibagh area for judicial officers and administrative officers at 14.5 acres and 13.16 acres of land respectively, Pandey said.It would also have quarters for the government staff (of grade III and IV) to be built at 23.99 acres of land, he said adding that government staff quarters were constructed between 1920s and 30s at Gardanibagh.Besides, the master plan also envisages construction of non-residential buildings which would house several offices of Central and state government such as Information Commission, Lokayukta, Human Rights Commission, Finance Directorate, etc, he added.Apart from offices of Central and state government, the new urban centre will also have hospital, hotel, business centre, IT, textile centre, sports, parks, playground, parking facility and other facilities, the special secretary said.The Cabinet sanctioned Rs 105.95 crore for construction of new police centre by demolishing dilapidated and old police line in Patna district, Pandey said.It also gave its nod to release Rs 186.67 crore for construction of 81 school buildings or completion of under construction school buildings sanctioned for setting up “Model School” centrally sponsored scheme in 2009-10 and 2010-11, he said.advertisementAs part of its policy for having a secondary school at every panchayat, the Cabinet approved a proposal to upgrade an upgraded middle school into upgraded higher secondary school (+2) if it has 0.75 acres of land against earlier requirement of 1 to 1.5 acres of land for the purpose, Pandey said. PTI AR RG LNS
Losing to Chelsea “would’ve done Arsenal a favour”, says Paul Merson, with the Gunners not good enough to compete for a top-four finish in the Premier League and chase down Europa League glory.Unai Emery’s side, who have raised their game for the big occasion of late, secured derby spoils when beating their London rivals 2-0 at Emirates Stadium last time out.That result has seen them close to within three points of the Blues and the final Champions League spot. Article continues below Editors’ Picks ‘There is no creativity’ – Can Solskjaer get Man Utd scoring freely again? ‘Everyone legged it on to the pitch!’ – How Foden went from Man City superfan to future superstar Emery out of jail – for now – as brilliant Pepe papers over Arsenal’s cracks What is Manchester United’s ownership situation and how would Kevin Glazer’s sale of shares affect the club? Forcing their way into that pack is considered to be a priority, having seen Arsene Wenger’s reign end with failures in successive seasons, while they are also still in the hunt for a continental prize.Arsenal have reached the last 32 of the Europa League, where they will face BATE, and Merson believes an enforced narrowing of the focus on that competition would have aided the Gunners’ cause for 2019.He told Sky Sports: “It would’ve done Arsenal a favour to get beat the other day, I think, and then they could have put all their eggs into the Europa League.“Now they’ve got to go for the league too but I just don’t think they’re good enough.“They’re hot and cold, you’ve got to be consistent. One minute they’re getting well-beaten by West Ham, but then they’re well-beating Chelsea. The manager’s got to be scratching his head.“This is Arsenal, they need to be playing Champions League football, not Thursday night.“I think Chelsea will edge it, but only just. It’s more the three-point headstart if I’m being honest.”Merson added on the inconsistency which could work against Arsenal, with Manchester United also in the top-four picture after enjoying a resurgence under Ole Gunnar Solskjaer: “Arsenal will get beaten by a team in the bottom half next week probably, they were getting beaten by West Ham last week and they were very poor.“They won’t have the consistency, I think Manchester United will get found out – they can’t keep on being that lucky, and I say lucky but they’re poor at the back.“Tottenham’s games they’ve got without [Harry] Kane are winnable, so I don’t see a problem with them, the top two will look after themselves and I think Chelsea will get it.“Man for man they’re a lot better than Arsenal I think. Defensively, they’ll be more reliable before the end of the season.“Manchester United have got a couple of nice games coming up, they’ve had some nice games, but I’m a great believer that what follows easy games is difficult games. What about when PSG get hold of them?”Arsenal’s next game is set to see them take on United, with a heavyweight FA Cup fourth round clash to be staged at Emirates Stadium on Friday. Check out Goal’s Premier League 2019-20 fantasy football podcast for game tips, debate and rivalries.
zoom In the evening hours of Friday, twelve containers were washed overboard of the container ship Manoa, owned by US-based shipping company Matson Navigation Co, due to heavy weather and seas, according to US Coast Guard.Manoa was on its way from the Port of Oakland to Seattle when the containers slid off its deck some 8 miles outside the Golden Gate.The containers were empty with the exception of miscellaneous packing material.No hazardous materials were within the containers and no adverse impacts to the marine environment have been reported at this time, the USCG said.USCG added that Matson has hired an environmental contractor to recover discharged debris and containers.One container has been located as it washed ashore at Baker Beach, San Francisco.An environmental contractor is in the process of removing the container and miscellaneous packing contents from the beach.The authorities continue the search for the remaining containers.
Advertisement Login/Register With: LEAVE A REPLY Cancel replyLog in to leave a comment TORONTO, ON–(Marketwired – May 11, 2017) – Flow has joined forces with FreshKut Productions Inc. as a telecommunications sponsor for the inaugural staging of Canada’s YOWronto Music Festival, as the Company and organizers seek to forge stronger ties between Canada and the Caribbean.With a strong Caribbean Diaspora population in Toronto (and throughout Canada), the YOWronto Music Festival provides Flow with the perfect opportunity to connect with Caribbean people living abroad. The Company is using its mobile top-up platform http://www.topupflow.com/topup/order as the main technology connector for the festival. The platform enables Caribbean people living abroad to send mobile credit back home quickly and conveniently, to ensure they are always connected.Karl Haughton, a Director of FreshKut Productions, Inc. said, “I am really excited that Flow has agreed to come on board as a sponsor. It is a testament to the company’s commitment to support Caribbean people, culture and content and the YOWronto Music Festival provides such a great opportunity for that.” Advertisement Advertisement The YOWronto Music Festival features international and Caribbean recording artistes including Alison Hinds, Baby Cham, Romain Virgo, Lieutenant Stitchie, Eric Donaldson, Professor Nuts and Tessanne Chin. An exciting line up of Canadian artistes including Michie Mee, Jay Harmony, Carlos Morgan, Blessed, Kim Davis, Ammoye Evans, and Jimmy Reid will also perform.“We’re excited by this opportunity to support this unique festival that celebrates Caribbean culture in Canada,” said James McElvanna, VP Products at Cable & Wireless, operator of Flow. “The festival gives us an opportunity to showcase our convenient top-up platform developed especially for the diaspora to help keep them connected with friends and family in the region.” McElvanna says the online top-up platform is easy to use; people living Toronto, for example, simply need to go to the website, add the local Flow phone number of a friend or relative and send credit to them to stay connected.The YOWronto Music Festival is a musical extravaganza geared towards Caribbean people living in Toronto, and this year’s event is intended to coincide with the celebration of Canada’s 150th year of Confederation. This Festival will be held at Woodbine Mall on Saturday July 1, and Sunday, July 2, 2017, and will boast a variety of activities for all ages. The Festival will commence at 11:00 am and end at 11:00 pm on both days.About C&W CommunicationsC&W is a full service communications and entertainment provider and delivers market-leading video, broadband, telephony and mobile services to consumers in 18 countries. Through its business division, C&W provides data center hosting, domestic and international managed network services, and customized IT service solutions, utilizing cloud technology to serve business and government customers.C&W also operates a state-of-the-art submarine fiber network — the most extensive in the region.Learn more at www.cwc.com, or follow C&W on LinkedIn, Facebook or Twitter.About Liberty GlobalLiberty Global is the world’s largest international TV and broadband company, with operations in more than 30 countries across Europe, Latin America and the Caribbean. We invest in the infrastructure that empowers our customers to make the most of the digital revolution. Our scale and commitment to innovation enable us to develop market-leading products delivered through next-generation networks that connect our 25 million customers who subscribe to over 50 million television, broadband internet and telephony services. We also serve over 10 million mobile subscribers and offer WiFi service across 6 million access points.The Liberty Global Group operates in 11 European countries under the consumer brands Virgin Media, Unitymedia, Telenet and UPC. The Liberty Global Group also owns 50% of VodafoneZiggo, a Dutch joint venture, which has 4 million customers, 10 million fixed-line subscribers and 5 million mobile subscribers. The LiLAC Group operates in over 20 countries in Latin America and the Caribbean under the consumer brands VTR, Flow, Liberty, Más Móvil and BTC. In addition, the LiLAC Group operates a sub-sea fiber network throughout the region in over 30 markets.For more information, please visit www.libertyglobal.com Facebook Twitter
Brittany HobsonAPTN NewsIt’s been nearly a year and half since severe flooding washed out part of the railway to the town of Churchill in northern Manitoba.Since then, residents have been cut off from the southern part of the province on land.For the first time this week, the community saw a train roll through it.And now it’s a new beginning for the firstname.lastname@example.org@bhobs22
VANCOUVER — Vancouver home sales fell sharply in December and new listings plummeted as the cooling of what was once the country’s hottest real estate market continued.The Real Estate Board of Greater Vancouver said Thursday home sales in December totalled 1,142, down 31.1%compared with a year ago and down 32% from November 2012.The MLS home price index composite benchmark price for residential properties in the region was also lower, down 2.3% from a year ago.“We saw home prices come down a bit during the latter half of the year. During the same period, we saw fewer home sales and listings,” board president Eugen Klein said in a statement.New listings fell 15.3% compared with a year ago and were half those seen in November.For the full year, the board reported 25,032 home sales for 2012, down 22.7% from 2011 and 25.7% below the 10-year average for the region.The number of homes for sale on the MLS system in the Vancouver region was down two per cent in 2012 at 58,379 compared with the previous year.Housing sales in Canada have cooled since changes in the borrowing rules by the federal government, aimed at discouraging homebuyers from borrowing too much, kicked in last summer.The Office of the Superintendent of Financial Institutions also tightened its lending guidelines.The easing on the housing market also comes as concerns about the economy continue.Last month, the Canadian Real Estate Association cut its sales forecast for 2012 and 2013.The industry association said it expected home sales for 2012 to slip 0.5% compared with 2011 to about 456,300, while sales for 2013 are expected to drop two per cent to 447,400.The Canadian Press
TORONTO — Lagging commodity prices dragged down the Toronto stock market Friday, while solid jobs data upped the odds of a central bank rate hike and provided a boost to the loonie.The S&P/TSX composite index lost 50.84 points to 15,027.16, led by gold stocks, which were down 2.26 per cent on lower bullion prices. Meanwhile, the decline in the price of oil caused energy stocks to retreat by 1.46 per cent.The Canadian dollar gained ground following a stronger-than-expected jobs report that increased the likelihood the Bank of Canada will raise its key interest rate next Wednesday. The loonie was trading at an average price of 77.60 cents US, up 0.36 of a U.S. cent.That’s after Statistics Canada reported that the economy added 45,300 jobs last month, nudging the unemployment rate down to 6.5 per cent from 6.6 per cent the previous month.“The strong jobs number was that final nail in the coffin that increased the odds of a rate hike in Canada. That is going to lead to a stronger loonie,” said Craig Jerusalim, a portfolio manager of Canadian equities at CIBC Asset Management.In New York, markets were higher after new data showed that the U.S. labour market added 222,000 positions in June — more than analysts had expected. The government also raised its job gains estimates for April and May.The Dow Jones industrial average gained 94.30 points to 21,414.34. The S&P 500 index climbed 15.43 points to 2,425.18 and the Nasdaq composite index rose 63.62 points to 6,153.08.In commodities, the August crude contract gave back $1.29 to US$44.23 per barrel and the August natural gas contract declined two cents to US$2.86 per mmBTU.The August gold contract was down $13.60 to US$1,209.70 an ounce and the September copper contract lost two cents at US$2.65 a pound.Follow @alexposadzki on Twitter.
“Keeping families together is the best way to ensure that children are protected, which is why the family tracing and reunification process for unaccompanied children is so important,” said UNICEF Country Representative Mahimbo Mdoe in a press statement Wednesday. “Children rely on their family for a sense of stability, protection and support, and that’s even more imperative in times of conflict,” he added. The 5,000th child to be reunited with his family was a 17-year-old boy, who had fled Tombura in Western Equatoria and sought refuge in Wau, Western Bahr El Ghazal. The boy had been separated with his mother for almost four years. “I want to go back to school and someday help other children who are suffering like me,” he said.According to UNICEF, the boy’s mother said: “When I ate, I always thought about what my son could be eating. I only ate to stay alive but I never enjoyed it. I have been unhappy because I have been thinking about my son’s whereabouts. It was hard to forget him because I didn’t see him dead and bury him.” Reuniting separated children with their families is a challenging process in a country with virtually no infrastructure and no telephone reception in many areas. Staff often have to trek for hours to look for separated families. Family separation is considered one of the key drivers to psychosocial stress for internally displaced persons and other affected populations. The longer a child is separated from her or his family, the more difficult it is to locate them and the more at risk a child is to violence, economic and sexual exploitation, abuse and potential trafficking. “The family tracing and reunification programme is one of the most effective child protection in emergencies interventions in South Sudan,” said Save the Children Country Director Deirdre Keogh. A total of 16,055 unaccompanied and separated children have been registered by the organisations involved in the family tracing and reunification programmes in South Sudan. Efforts continue to trace the families of the more than 10,000 children still separated from their family or caregivers, so that they too can be reunited.