Category: slleyipi

Beef cattle field day

first_imgGeorgia cattle farmers, both large and small scale, will learn useful research-based information at the annual University of Georgia Mountain Beef Cattle Field Day April 18 in Blairsville, Ga.Registration starts at 8:30 a.m. at the Georgia Mountain Research and Education Center. The field day ends at 3 p.m. Experts from UGA, North Carolina State and the University of Tennessee will present information at the field day. This year’s field day topics will include research updates from studies on pasture ecology, soil and fertilizer management, beef cattle efficiency, weed control in pastures and hay fields and fly control for pastured cattle. The afternoon session will be held at the research and education center’s beef cattle unit/handling facility. Stocker feeding trial results will be presented there.There is no charge for the field day. Lunch and refreshments will be provided. The field day is co-sponsored by AgGeorgia Farm Credit, Pasture Management Systems, Inc. and Resaca Sun. For more information, call (706) 745-2655.last_img read more

Vermont Public Service Board approves FairPoint-Verizon deal

first_imgVermont Public Service Board approves FairPoint-Verizon dealThe Vermont Public Service Board finally approved, February 15, 2008, the massive deal between FairPoint Communications and Verizon to buy the 1.6 million telephone landlines in Vermont, New Hampshire and Maine. However, the Vermont regulators added another $31.7 million in stipulations to the $2.7 billion deal.FairPoint’s initial reaction to the new stipulations was guarded, in that the North Carolina company was not sure that Verizon would go along with the add-ons.Verizon would be required to pay $25 million for a performance enhancement plan that would spend up to $12.5 million a year to upgrade service if some milestones were not met. Also, Verizon would have to deposit $6.7 million in an escrow account to fund the removal of dual utility poles around the states.In negotiations with the Vermont Department of Public Service prior to the ruling, FairPoint and Verizon had agreed to the following changes to the original deal: Verizon would provide FairPoint with $235.5 million in working capital, which would effectively reduce the purchase price by that amount; FairPoint would be required to reduce dividiends by 35 percent ($50 million a year), which would give the company that much more money to handle it obligations under the agreement; FairPoint would be required to invest at least $40 million a year in the Vermont network during the first three years of operation; and FairPoint would be required to offer broadband Internet service to 100 percent of its customers in at least half of its exchanges by 2010.Except for the broadband and utility pole requirements, most of the add-ons are related to making the deal more financially viable for FairPoint. The company had initially reported it would have to borrow about $2 billion to buy the three-state network. Maine regulators have already accepted the deal with conditions; New Hampshire has yet to rule.Maine Public Utilities Commission on February 1, 2008, issued a written order approving FairPoint’s proposed acquisition of Verizon’s wireline business in Maine. The PUC had previously agreed to the deal and this latest move formalizes its ruling. It stated that it will reserve the right to re-visit its decision based on what the regulators in Vermont and New Hampshrie ultimately rule.In a joint release at the end of January, FairPoint Communications, Inc and Verizon said they expected transer of ownership of Verizon Communications’ 1.6 million landlines in Vermont, New Hampshire and Maine for $2.7 billion to be done by February 29.The Vermont Public Service Department and the staff of the New Hampshire Public Utilities Commission in January agreed to the deal with conditions, such as on a de facto reduction of the price and on reducing the level of dividends FairPoint will be allowed to pay its shareholders (for updates, The Federal Communications Commission also gave its approval in January.The regulators in both Vermont and New Hampshire still need to approve the deals, which are negotiated and approved separately. Meanwhile, Maine regulators already have approved a deal similar to those in Vermont and New Hampshire. Mains PUC, however, said it cold revisit its decision based on the structure of deal in the other two states.In addition to the key financial conditions in the amended stipulation in Maine and the key conditions in the settlement agreement with the Vermont Department of Public Service, FairPoint committed to additional conditions in New Hampshire which address capital expenditures, network and service quality improvement plans, broadband expansion and assurances of financial viability. The financial viability of FairPoint has been a concern of regulators and opponents of the deal, including the IBEW union. FairPoint will have to borrow upwards of $2 billion.The Vermont and New Hampshire agreements mimic the plan previously approved in Maine, which includes a steep reduction in FairPoint’s shareholder dividend (35 percent, resulting in a $50 million per year savings) and what is a de facto reduction in the price of the sale by $235.5 million. The financial moves were considered important in ensuring that FairPoint would be financially able to consummate the deal and live up to other provisions in the agreement, including extension of DSL service and other service and reliability guarantees.The deal also includes penalties up to $12.5 million if goals are not met. The Vermont agreement states that FairPoint must invest at least $40 million each year for the first three years and starting in 2009 spend at least $35 million to reduce debt. The entire deal still needs final approval by the Vermont Public Service Board, and by the regulatory body in New Hampshire.FairPoint has also agreed to make broadband Internet access available to all of its customers in at least half its exchanges by 2010.Even if FairPoint ultimately gains approval, discrepancies in the final rulings among the three states would have to be dealt with by each state’s regulatory board.last_img read more

Medford Armed Home Invasion Probed

first_imgSign up for our COVID-19 newsletter to stay up-to-date on the latest coronavirus news throughout New York Two men are wanted for an armed home invasion in Medford early Tuesday morning, Suffolk County police said.Residents of a house on West Yaphank Road near the corner of Beach Lane told investigators that two men knocked at the front door and one flashed a handgun when the door was opened at 12:30 a.m., police said.The duo then walked inside the house, where they stole cash, car keys and cell phones from four victims on the lower level before the suspects fled the scene, police said.Investigators believe that the residence was specifically targeted. The victims were not injured. No description of the suspects was released and no arrests have been made.Sixth Squad detectives are continuing the investigation and ask anyone with information about the incident to call them at 631-854-8652 or Crime Stoppers at 1-800-220-TIPS.last_img read more

Now is our time to win the war for talent

first_img 4SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Jill Nowacki Jill Nowacki started her career with credit unions in 2001. She has taken on leadership roles at credit unions and state and national trade associations. Now, she uses her experience … Web: Details You can’t interview candidates face-to-face … It isn’t clear how deep this recession will go … In-person training opportunities are no longer available … What a perfect time to build your team!For years, credit unions talked about how badly they are losing the war for talent: they can’t offer the salaries of big banks, they aren’t as flexible as FinTech start-ups, and career paths are much less defined than in the corporate world. With record low unemployment rates, credit unions just couldn’t compete.In only a few weeks, everything we thought we knew about the war for talent changed, though. Unemployment hit record highs, businesses everywhere figured out how to make remote work happen, and employers’ words about people-first culture were put to the test. As an executive recruiter, I watched a strange phenomenon. There was an almost immediate shift of power from the job seeker to the employer. Suddenly, candidates, even those currently employed, were reaching out with increased frequency to explore other opportunities – I didn’t expect this. In an uncertain environment, people often cling to the familiar, but something is different today. Whether it is more opportunity to search online for new career options, dissatisfaction with how current employers responded to COVID-19, or concern over the long-term financial stability of their organization, executives are looking to see what else is out there.Organizations fishing for talent now have deeper, more stocked pools to cast their leads … but many have put hiring on hold. They are unsure about how to navigate the recruiting and on-boarding process in a remote environment. Undoubtedly, there are increased risks to hiring in this environment, but there is also great opportunity. Organizations willing to face the risk and continue hiring may reap incredible rewards.If you are still focused on building your team, consider these three areas for successful remote hiring:Rethink Your Recruitment ProcessYou have a tested and proven hiring process: post opportunities internally; list them on LinkedIn, Glassdoor, or Indeed; review resumes for basic qualifications; phone screen qualified candidates; bring in top candidates for in-person interviews with a hiring manager or a panel. This process has probably yielded results that have worked for you, but how does it stand up when that in-person interview is virtual? Further, if one of your pre-Covid intentions was to increase diversity hiring, was this process supporting those efforts? As you consider how to source and screen candidates, gain a sense of their qualifications and character, and extend and negotiate offers, examine every step of your process. Ask yourself, are jobs posted in places that maximize your reach? Does the posting state only truly necessary requirements? Can you gain a broader perspective on candidates by extending who participates in the interview to supervisors, peers, and subordinates? If you are not already partnered with a third party, this may be an area to explore, as well: Recruiters may offer support in sourcing and screening that takes time-consuming tasks off your plate and ensures a thorough vetting process without incurring the expense of a full executive search. In a time when the usual tools are not available, different and comprehensive approaches to getting to know candidates will prove invaluable.Use Assessment Tools EffectivelyRecruiters and hiring managers have countless resources available to help better understand the personality and strengths of candidates. Using these tools to understand workplace preferences, behavioral tendencies, and even the capacity to thrive in a remote work environment may help create a clearer picture of a candidate’s suitability. The most effective assessments move beyond personality and team fit and look closely at fulfillment (an important factor in long-term engagement). Are you leveraging these resources? These tools do not replace the human decision-making factor, but they provide context and critical conversation starters that help you and a candidate discover if you are right for one another.Create High-Touch On-Boarding (even in a remote environment)The on-boarding process creates a strong first impression for new team members and sets the tone for a new employee’s overall satisfaction and job enjoyment. In normal times, it can be hard to get this right as people are busy with their own to-do lists, nobody else in the company does the job of the new hire, and a tour of the office only takes so long. In a remote environment, things are even trickier. The excitement of a new job can wane quickly if your new employee sits down at the same place they sat yesterday, fires up their computer, and wonders what happens next. Building a plan for the employee’s first week, first month, and first 90 days will make for a much more welcoming on-boarding. Leverage technology and human resources to set up one-on-one meetings, team brainstorming, and even virtual socializing. Reach out to vendors, community partners, and your League to see what they might offer for training on products and services or orientation to the credit union system. A clear plan executed with a regular cadence can make all the difference in engaging new employees.Bonus: If you are the new employee looking to integrate into a new organization, consider this great read recently shared by a client who welcomed two new executive team members last week.For years, credit unions have struggled to recruit, develop, and retain top talent. As momentum shifts, now is not the time to hold back. Stay committed to building your team today and you may just find yourself emerging victorious in the war for talent. Ready to build a plan to grow your human capital strategy in a remote environment? I’d love to hear from you at read more

COVID-19: ASEAN Secretariat staff starts online petition to demand remote work

first_imgStaff members at the ASEAN Secretariat building in Kebayoran Baru, South Jakarta have started an online petition demanding the management to allow them to work remotely from home amid rising concerns over the COVID-19 pandemic in the capital city.The petition was apparently posted on by one of the employees in the ASEAN Secretariat named Phuong Le and had been signed by 100 people by Friday, reaching its goal.”The alarming spike in the spread of the virus in Jakarta threatens not only our health and safety but also those of our families and loved ones. We commute by the public transport system, which potentially exposes us to the virus. The visitors who enter the ASEAN Secretariat premises also create further risks to our health,” Phuong wrote in the page on the website referring to the spike of the death toll and the number of confirmed cases of COVID-19.Phuong wrote in the online petition that while the staff appreciated the management’s decision to make a two-day alternating office/home rotation, they would feel safer working remotely from their residences over the next two weeks.She said they would also prefer to work from their respective countries considering many of them are not fluent in Bahasa Indonesia.”We would therefore like to suggest the alternative option of allowing non-local staff to work from their home countries where they could access timely medical care in their respective countries if required,” she said in the petition.The ASEAN Secretariat’s official statement said the secretariat gave high priority to the safety of its staff.The ASEAN Secretariat declined to comment on the online petition but stressed that the organization had taken preventive measures “to minimize health risks for staff during missions, as well as at the Secretariat premises. In this, ASEC is primarily guided by the health and travel advice of the World Health Organization and the host country Indonesia,” as written in a statement obtained by The Jakarta Post on Thursday.”Work from home arrangements have been implemented on a rotational basis. Further steps may be taken commensurate to the development of the situation,” it added.Indonesia’s death toll from COVID-19 has risen to 32 as of Friday afternoon with 369 people testing positive with the fast-spreading respiratory illness, with Jakarta as the hardest-hit province. (nal)Topics :last_img read more

Mikel Arteta hints at first-team role for ‘impressive’ Arsenal loanee Emile Smith Rowe

first_img Comment Smith Rowe impressed for Championship team Huddersfield Town this season (Picture: Getty)‘He needed that exposure and he looks more mature now. I think he will be in a much better place when he comes back in pre-season.‘The young players want to be important, they want to take the important numbers, and I like that.‘It’s a good step, and they can be important in the future, but it’s up to them to decide that.’More: FootballRio Ferdinand urges Ole Gunnar Solskjaer to drop Manchester United starChelsea defender Fikayo Tomori reveals why he made U-turn over transfer deadline day moveMikel Arteta rates Thomas Partey’s chances of making his Arsenal debut vs Man CityFollow Metro Sport across our social channels, on Facebook, Twitter and Instagram.For more stories like this, check our sport page.MORE: William Saliba reveals why he signed for Arsenal despite their recent strugglesMORE: John Barnes tips Arsenal to replace Pierre-Emerick Aubameyang with Celtic ace Mikel Arteta has hailed Arsenal loanee Emile Smith Rowe (Picture: Getty)Mikel Arteta has hinted at a first-team role for Arsenal loanee Emile Smith Rowe and admits he is ‘very pleased’ with the academy graduate.Smith Rowe, who has made 12 appearances for the Gunners, was sent on loan to Huddersfield Town earlier in the season and largely impressed, helping the Terriers avoid relegation.Arteta has been keeping a close eye on the 19-year-old, who joined Arsenal at the age of 10, and says he is ‘excited’ to work with him ahead of the 2020-21 season.‘He’s a player with very specific qualities to play in those pockets in that position as an attacking midfielder,’ Arteta said of Smith Rowe.AdvertisementAdvertisementADVERTISEMENT‘I am excited to work with him. I have been talking with him and I have followed him during his spell on loan.‘I think he’s someone who can be pretty impressive. I’m pleased by what I’ve seen from him. Metro Sport ReporterFriday 24 Jul 2020 1:51 pmShare this article via facebookShare this article via twitterShare this article via messengerShare this with Share this article via emailShare this article via flipboardCopy link5.6kShares Mikel Arteta hints at first-team role for ‘impressive’ Arsenal loanee Emile Smith Rowe Advertisement Advertisementlast_img read more

Buying a house for the land becoming a ‘thing’ in Brisbane

first_imgMore from newsDigital inspection tool proves a property boon for REA website3 Apr 2020The Camira homestead where kids roamed free28 May 2019Looking towards the house from the back boundary. 32 Harrowby Street, Corinda, Qld 4075A MODEST pre-war home within the 10km ring around Brisbane’s CBD has fetched $26,000 more than it was listed for just over a month ago.The three bedroom, single bathroom, double car space house at 32 Harrowby Street, Corinda, was listed at $675,000 just over a month ago, and sold for $701,000 last Thursday. Looking towards the back fence from the house.That’s lower than the suburb’s median house price ($731,000) and a good deal considering the property’s biggest drawcard was that it sits on a double block totalling a massive 974sq m.With land that close to the city seeing strong demand from developers and renovators — and the suburb neighbouring gentrified Sherwood — the property was always going to see strong interest and land a strong price. The house was built in 1920 according to CoreLogic. The house currently straddles two blocks.Agent Arthur Conias of Arthur Conias Real Estate — Toowong had marketed it as “potential disguised as an affordable family home”.“This large double lot sits on two titles. Each title offers a 10.4m frontage to the street. The home currently straddles the two lots.“The option to move the home on to a single lot to free up the adjoining 487sq m lot presents a real opportunity,” he said, subject to council approval.last_img read more

This waterfront house is an art piece of modern style

first_imgModern finishes feature throughout. 56 Savoy Dr, Broadbeach Waters will go under the hammer next month.SLEEK glass windows at the front entry offer a peek inside, revealing a light-filled interior.The property then opens up through living spaces, to 25 metres of north to water frontage, with views of the Surfers Paradise skyline.It’s a view worth moving for, according to vendor David Small.56 Savoy Dr, Broadbeach Waters is a modern masterpiece.“We had another property in Florida Gardens on the south side and this one came up facing north, and we just fell in love with the view, so we went from one side to the other,” Mr Small said.The couple recently rebuilt the property and were well-equipped to do so.The living spaces flow seamlessly.More from news02:37International architect Desmond Brooks selling luxury beach villa19 hours ago02:37Gold Coast property: Sovereign Islands mega mansion hits market with $16m price tag2 days agoWaterfront land like this tightly-held.“My wife has been an interior designer for about 25 years and I’ve been in the property game, in real estate and project marketing since the ‘70s,” he said.“Marilyn and myself were the ones to design the whole house, an architect drew it up but we put in our bit all the way through to make sure my experience in property and hers interiors got it right.”State-of-the-art appliances are on offer. A freestanding bath overlooks the water and city skyline.It now boasts such features as a designer pool, self-contained art studio or granny flat and a master retreat with kitchenette and freestanding bath overlooking the water and city views.“On the other side of the water is a bush island, with no one looking back at you so it’s very private,” Mr Small said.“I’m retired now, Marilyn is also retiring and we’ll probably look at moving south, we have two sons in Sydney and a grandson.”last_img read more

ECJ ruling could further erode EU dividend tax obstacles

first_imgJeroen van der Wal at Taxology: In the Netherlands alone, 11,000 of this kind of claims, totalling €1.7bn, are pending against the Dutch authoritiesPekka Eskola, chief economist of industry organisation PensionsEurope, said the ECJ ruling was good news for pension funds with cross-border investments.But he put the development into perspective by emphasising that member states would have to subsequently incorporate the verdict into their tax systems.“As this is subject to the political will of the individual EU countries, it could take years before pension funds could benefit,” he warned, adding that individual cases could have different outcomes.In his opinion, the European Commission would have to follow up on the ECJ ruling by putting pressure on member states.PensionsEurope has contended for a long time that the obstacles with the WHT procedures posed a major barrier to cross-border investments in the EU, and has urged the EC to remove the impediments.It wants EU member states to respect the ECJ’s case law, and reciprocally and automatically recognise pension funds as well as simplify their WHT processes.“Refund processes are complex, expensive, can last up to 10 years and could incur half of the expected refunds in costs,” the lobbying organisation pointed out.“Since the legal recourse involves several levels of jurisdiction and the legal outcomes are uncertain, pension funds often don’t assert their justified reclaims.”PensionsEurope added that simple, transparent and inexpensive refund processes should also apply to investment funds and vehicles used by pension funds to make cross-border investments.Last year, it has proposed to set up an EU-wide tax register of recognised pension institutions. According to Eskola, the EC had responded positively to this recommendation.PGGM, the asset manager for the €238bn Dutch healthcare scheme PFZW, described the ECJ ruling as “very positive” for pension funds.It made clear that it expected Dutch schemes would meet the ECJ’s criteria for a fiscal treatment by Germany equal to local schemes.PGGM has already submitted €9m worth of protective claims for the period 2004-2014 on behalf of PFZW.APG, the asset manager for the €459bn civil service pension fund ABP, said it was still waiting for a German decision on its refund claims, also as of 2004.It said it considered itself in an equal position as German schemes and referred to the freedom of movement of capital, but emphasised it couldn’t be sure yet whether Dutch pension funds were sufficiently comparable to German schemes.It is considering the option of bringing the case to court, and it has delayed further steps until the ECJ’s recent ruling, “in part because of the high costs of litigation in Germany”, the firm stated.APG confirmed that new development strongly depends on the local legislator.“A similar case in France led to the legislator introducing WHT for French pension funds, eliminating a discriminatory approach,” it said. In its decision, the ECJ overruled the Munich Fiscal Court – which stated that treating non-resident schemes unfavourably might be justifiable – by concluding that Germany’s dividend withholding tax (WHT) indeed discriminated against foreign players.It added that none of the grounds for justification, established by jurisprudence, could be relied upon.In the opinion of Jeroen van der Wal, chief executive officer of Dutch global withholding tax recovery expert firm Taxology, who brought the case on behalf of the pension fund, all European member states levying dividend tax on foreign investors had become vulnerable to similar claims as a consequence of the ECJ’s verdict.“The decision and considerations underpinning it, strengthen WHT reclaims for foreign investors, including insurance companies and sovereign wealth funds,” he argued.“In the Netherlands alone, 11,000 of this kind of claims, totalling €1.7bn, are pending against the Dutch authorities,” added Van der Wal. Pension funds seem to have inched closer to becoming exempt from paying dividend tax generated by their investments in the European Union, following a ruling by the European Court of Justice.Last week, the ECJ concluded that Germany’s decision to not fully refund the €3.6bn College Pension Plan of British Columbia the 15% tax that had been withheld from its dividend income from investments in Germany, was discriminatory relative to local schemes.As the tax treaty between Canada and Germany did not provide for a full refund, the Canadian pension fund had based its refund request on the free movement of capital between EU member states.It had argued that this free movement also applied to transfers between an EU member state and a third country like Canada, and that Germany was restricting this.last_img read more

Setting the Record Straight on Perry Preschool

first_imgBrainwave Trust – Keryn O’NeillThe attempts to use evidence when developing policy to enhance outcomes for New Zealand’s children are to be applauded. Research can certainly be a very useful tool in determining which of the multiple options facing Government are likely to effectively contribute to improved wellbeing for children. However, like the tools used by the Kiwi DIY-er, correct use is necessary for a positive result.Inaccurate interpretations of research can occur, particularly when relying on reviews rather than the original research. One of the most publicised early intervention studies is The High Scope/Perry Preschool project (Campbell, Pungello, Ramey, Miller-Johnson, & Burchinal, 2001), which has been frequently misinterpreted to advocate for extending centre-based early childhood education (ECE) (Fergusson, Boden, & Hayne, 2011; Fergusson, Horwood, Grant, & Ridder, 2005; Zigler & Styfco, 1994).The following extract from the recent Report of the Health Select Committee is an example of this:“The High/Scope Perry Preschool Study, which began in the 1960s, has determined the short- and long-term effects of a high quality preschool education programmes (sic) for young children living in poverty” p.22…. There are a number of conclusions often attributed to the Perry Preschool research which are in fact not supported by the study. Some of these are noted below.• The Perry Preschool study does not claim to tell us anything about the effects of ECE on children aged from birth to 3 year of age, as its participants were all 3 or 4 years old. Therefore this study cannot be used to support children under 3 years attending ECE.• It does not indicate that ECE, on its own, is an effective intervention as it was combined with family intervention, which could have had equal or greater effect on the positive outcomes achieved. Therefore Perry Preschool cannot be used to globally endorse ECE as an intervention to improve children’s outcomes.• The Perry Preschool project was staffed by highly qualified and trained teachers who received ongoing supervision and training. Their outcomes cannot be equated with those from the largely commercially-oriented New Zealand ECE environment in which only 50% of staff may have any qualifications.• The children in the study attended for 12.5 hours per week, therefore it tells us nothing about the effects of being in ECE for up to 20 hours per week and cannot be used to support increased hours in ECE.CONCLUSIONFor the reasons cited above, the recommendation to increase ECE for babies and children from birth to 3 years cannot claim to be based on the evidence provided by this study. The move towards cross party agreement on investment in our youngest children is a hugely positive step for NZ’s future. A commitment to accurately applying the available evidence will ensure this investment is maximised. read more