December 6, 2019 /Sports News – Local No. 13 Oregon ends No. 5 Utah’s playoff hopes with 37-15 win Tags: Oregon Ducks/Pac-12 Championship/Utah Utes Football Written by Associated Press FacebookTwitterLinkedInEmailCJ Verdell ran for 208 yards and broke open the game with two long touchdown runs in the fourth quarter, and No. 13 Oregon spoiled No. 5 Utah’s playoff hopes with a 37-15 victory in the Pac-12 championship game.The Utes came into the game hoping to make a case for one of the four playoff spots with a conference title but instead got overmatched by Oregon and lost their second straight Pac-12 championship game.
OFFICIAL NOTICE OF MEETINGIVY TECH COMMUNITY COLLEGE SOUTHWESTREGIONAL BOARD OF TRUSTEES Tuesday, Jan. 10, 2017 3:00 p.m. Executive Session—(private meeting) The Regional Board of Trustees will meet in Executive Session, at Ivy Tech Community College, Hilliard Lyons Boardroom, 3501 N. First Avenue, Evansville, IN, as permitted under IC 5-14-1.5-6.1 (b) to discuss some of or all the subjects listed below. For each subject, a reference to the applicable subdivision of IC 5-14-1.5-6.1 (b) and a description of that subject are included.(2) For discussion of strategy with respect to any of the following:(D) The purchase or lease of real property by the governing body up to the time a contract or option to purchase or lease is executed by the parties.(E) School consolidation(3) The assessment, design and compensation of school safety and security measures, plans and system.(7) For discussion of records classified as confidential by state or federal statute.(9) To discuss job performance evaluations of individuals employees. This subdivision does not apply to a discussion of the salary, compensation, or benefits of employees during a budget process.(11) To train board members with an outside consultant about the performance of the roles of members as public officials. 4:00 p.m. Regional Board of Trustees meeting (open to public). The Regional Board of Trustees will hold a regular meeting in the Hilliard Lyons Boardroom, 3501 N. First Avenue, Evansville, IN, to consider and take action on such items as may be brought before them. FacebookTwitterCopy LinkEmail read more
It’s a pleasure to speak with you this morning on a subject that is right at the top of my priorities.Women in Finance really is central to the success of UK financial services, and our prosperity more broadly.Not because of social pressure or reputational risk – but to help us meet the challenges and opportunities of the global economy.In the future, we will never be able to compete with the likes of China or India when it comes to raw numbers, or sheer financial and political clout.The single most decisive factor in our success will be the expertise found within our workforce.And if the UK is to remain a leading centre for global finance, then we cannot afford for people with talent and skill to pass the sector by.Nor can we afford for experienced and capable individuals to be prevented from rising to the top.I know many of you recognise this too.As such, I hope you’ll forgive me if I don’t repeat all the traditional arguments in favour of workplace diversity.It might have been necessary 10 or 15 years ago; but this is 2019. One would hope that the benefits are plainly apparent across the industry – and certainly to this audience.Nor do I intend to simply reel of the normal list of Government platitudes and policies as you might expect from a ministerial speaker.You’ve already discussed the Treasury’s Women in Finance Charter in the previous session.And many of the 330 organisations that have already signed-up are represented today.Instead, I want to talk about how we can translate our shared commitment into meaningful, measurable, improvement.As City Minister, I certainly hear all the right noises about diversity and inclusion.Corporate leaders tell me they ‘get it’.They have an action plan. They hold forums. They bring in experts.And yet the gender pay gap in financial services remains the largest of any sector within our economy.On average a woman earns 64 pence for every one pound earned by a man.There is no great mystery behind this disparity. The simple fact is men are disproportionately represented in senior roles which naturally attract better salaries.For all the noise and activity – for all the supposed commitment within the sector – there are still too few women reaching the top.Is it because companies are choosing quick and superficial wins over long term cultural change?Or perhaps they were only interested in window dressing in the first place?I have certainly heard some horror stories in my time.Reports of firms filling gender balanced shortlists but with no real intention of employing the women concerned.Or creating new seats for women in the boardroom in roles that are peripheral or – worse – roles that set them up for failure.These are anecdotal examples – one hopes they aren’t accurate.But somehow the very public commitment to diversity and inclusion throughout the sector isn’t cutting through.Earlier this week, I had the opportunity to visit the headquarters of Man Group.It’s one of the firms that is making progress.They’ve introduced a global parental leave policy. All new parents – men and women alike – are entitled to the same full pay and the same, extended, 18-week leave allowance.I wanted to speak to a cross section of women who work there to understand their perspective more broadly.I was particularly taken with the comments of one classics graduate who is now co-managing a billion-euro hedge fund.She made the point that the perception that financial services is all about complex maths and spreadsheets can put people off. It doesn’t reflect many aspects and skills required for the job. Emotional intelligence also matters.Alongside the requirement for hard quantitative analytical skills is the need to understand the complex inter-personal dynamics and culture of an organisation you might want to invest in.This point about perception came up time-and-again during our conversations.Take role models as an example.We often look to CEOs and industry ‘big names’. But if they are so far removed from your own experience or career path, what impact can they really have on your aspirations?People need realistic case studies. Role models with backgrounds they recognise. Attributes they can emulate.And I think perception also plays an important part in answering why we’ve not seen more progress in achieving a greater gender balance across the sector.There’s little point in having the right policies on parental leave, for example, if new mothers or fathers feel that taking their entitlement will harm their career.Likewise, there’s little point in permitting flexible working if staff feel they’ll be poorly judged if they work at home.Indeed, truly enlightened firms should be willing to publish the data to prove they practice what they preach.And the most inclusive firms are those where managers lead by example.Because if managers aren’t taking the leave they’re entitled to – or if they’re burning the midnight oil in the office night after night – is it any wonder if their staff feel obliged to do the same?It’s clear that having the right policies isn’t enough by itself – the culture must be there too.Of course, some countries have gone down the route of legislation.In Sweden new mothers and fathers are obliged to take their entitlement of parental leave, and that’s been the case for several decades.My instinct is that isn’t the right solution for the UK at present.I’d much rather tap into the spirit of competition that exists within the sector by sharing best practice to inspire – or provoke – firms to do better.And there are plenty of companies that are making progress toward their targets.Lloyds has a leadership development programme which has seen women being promoted at a rate 5 times greater than the average across the firm.Nationwide reviewed their maternity leave policy and consequently. designed a new returners programme to help ease mothers back into work.And at PwC all staff, at every level, have diversity linked objectives against which their performance is assessed.This kind of approach matters because everyone has a role to play in creating an inclusive culture.Everyone is a leader of some sorts, even if it’s just by setting an example for others to follow.And it’s important to hold people to this obligation – just as firms need to be held to account for the overall progress they make.This leads us back to the Women in Finance CharterThe next annual review will begin over the summer.And I will be taking a personal interest in the submissions we receive.I don’t expect to see complete transformations overnight.But I do expect to see signs that you are making headway.Putting in place policies and programmes which will deliver consistent progress in the years to come.Because signing the Charter is not a ‘tick in the box’ – it’s a solemn commitment to do what must be done to right this wrong.So let me draw this together.I’ve raised a few awkward questions today, but I make no apology for asking them – nor are they for me to answer.Ultimately, the onus is on the sector to ask itself whether it is willing to translate warm words into the tough, tangible action which is necessary.I’m proud to be your advocate.Barely a day goes by when I don’t speak in Parliament or in public about the contribution that financial services make to our economy, or the potential it offers for the future.I will always try to name firms that represent the best of the sector, as I have done today.But nor will I shy away from highlighting where the sector is falling short; and where it needs to do more.And the hard truth is we still have a long way to go.So the time has come for real leadership.No more gestures.No more warm words.Decisive action is required.I must now return to Whitehall to prepare for a Parliamentary debate this afternoon.But I would encourage you to take inspiration from one another’s achievements and from all you’ve heard today.And to never lose sight of what we’re working toward.A financial sector where no one is forced to choose between their family and their career.A sector where anyone can succeed on the strengths of their talents alone.A sector that is not only more open, but more resilient, more dynamic and more successful too. read more
Turnover at Greencore is currently down 60% year on year following the slump in the food-to-go market.Weekly demand in the company’s food to go categories declined by up to 70% as a result of coronavirus and is currently less than 60% below trading levels a year ago, the company reported today (19 May).As a result, Greencore has simplified its product ranges and temporarily halted production at its Bow, Atherstone and Heathrow sites, as well as rationalising production at its Northampton factory.The company has also furloughed a “substantial proportion” of staff, and eliminated non-essential operating costs, including recruitment, travel and other variable overheads.“Greencore has worked collaboratively with its customers to quickly adapt to the effects of the lockdown while maintaining customer service and working together on ways to maintain the integrity of the supply chain, as well as planning for activation as social restrictions begin to ease,” stated the company.Announcing its interim results for the 26 weeks ending 27 March 2020, Greencore’s reported revenue growth was 1.6%, with adjusted EBITDA up 2.1%. It stated, however, that revenue was currently down around 60% year-on-year.The Bakers and Allied Food Workers’ Union had raised concerns earlier this month that the company had failed to inform staff that a manager had tested positive for Covid-19. But Greencore today stated staff safety was a priority.The company said it was engaging continuously with regulatory bodies, including the Health & Safety Executive and Public Health England, and had carried out a large number of social distancing measures, introduced new hygiene protocols and provided support to workers.“I am hugely proud of the way in which our people have responded to the extraordinary challenges of Covid-19, and take this opportunity to publicly thank them for their role in keeping the UK fed over the last two months,” said CEO Patrick Coveney.“We have implemented a broad range of actions to mitigate the impact of Covid-19 on our business and to position us for growth as the pandemic eases.”Greencore said it was in close dialogue with customers on how to optimise its operating model to respond to evolving demand, while the group’s commercial teams were looking at shopping trends and buying behaviour as the situation develops. read more
Tom Hamilton’s American Babies are keeping their Masquerade of Light and Dark tour going, with two highly-anticipated shows at Sweetwater Music Hall slated for this weekend. The shows were always billed as having a “Grateful Dead” theme, keeping with the Babies’ ongoing run of special themed shows. Now, the shows will take on even more special meaning, as a number of high-profile, Dead-flavored special guests have been announced for the two-night run.First of all, Bob Weir will join Hamilton and his cohorts for a few songs on Friday night. On Saturday, The Babies will be joined by Dave Schools of Widespread Panic and the inimitable Holly Bowling.Hamilton, Weir, and Schools will join forces with Bill Kreutzmann and Jeff Chimenti this February to headline the Los Muertos Con Queso event in Mexico, and they have been rehearsing in California this week. Fans who are attending these special shows at Sweetwater have to be pinching themselves, as they’ll get to witness a special preview of this unique lineup. Holly Bowling just released an album of Grateful Dead material as well, so she should be a great fit with American Babies to help pay tribute. If you’re in the area, make sure to catch these incredible collaborations!If you can’t make it to Sweetwater Music Hall this weekend, make sure to enter our contest below that could send you and a friend to Mexico for an all-expenses-paid trip to Los Muertos Con Queso! read more
Middle school teachers became students in Mansi Srivastava’s lab earlier this month, as the assistant professor of organismic and evolutionary biology led an educational workshop on DNA and evolution titled “Real Science: Untangling Evolutionary Trees.” Srivastava, in collaboration with students at the Graduate School of Arts and Sciences and the Harvard Museum of Natural History education office, gave lessons and hands-on lab work in the three days of classes with funding from her National Science Foundation’s CAREER award.Monique Harrington, a middle school substitute teacher in the Needham Public Schools, found the material “incredibly valuable and relevant.”“I was very impressed with the quick understanding of DNA sequencing that I was able to acquire. The attention to detail and the multistep learning process involved in lab work was very interesting and rewarding,” she said. “The work of drawing trees and finding connections between all life forms would also support tactile learning styles that integrate art and visual mathematical concepts. This opportunity would transform classroom teaching into a much-needed multidisciplinary approach.”Srivastava said she sought out middle school educators “to bring these experiences to [the students] before they make up their minds.” She noted that the “equipment needed to produce the experiments has become more affordable and portable,” making evolution — a topic sometimes hard to make tangible — feel more accessible.“Content-wise, students do learn about DNA in their curriculum already, but this workshop allows them to work with it directly,” she said. “Scientists study the world in an experimental framework — we generate hypotheses about something, do an experiment to test it, and then we assess whether the results support our hypothesis or reject it. Science textbooks teach students about the results or inferences we make, but don’t always communicate how we got to the answer. This workshop included hands-on experience in the doing of science.” DNA reveals we are all genetic mutts A new spin on an old question DNA helicopters offer insight into how biological machines power living things Related Geneticist David Reich discusses how migration shaped modern human populations read more
Check out Baldori and Migliazza doing the Boogie Stomp below. The internationally renowned Boogie Stomp! features two pianos, one stage and 100 years of American piano music. Tickets are now available for Boogie Stomp!, starring jazz and blues pianists Bob Baldori and Arthur Migliazza. The off-Broadway show will play a limited engagement May 8 through May 31, with opening night set for May 15 at The Chain Theatre. Baldori has been a mainstay of blues, boogie and rock for over 40 years. He has performed hundreds of dates in venues from Detroit to Chicago, L.A. to New York, to the White House for President Clinton. He has worked with such legends as Chuck Berry, Muddy Waters, John Lee Hooker, Del Shannon, and Bo Diddley. Migliazza began playing the piano professionally at the age of 13, has been inducted into the Arizona Blues Hall of Fame, and has shared the stage with stars including Little Milton, Robert Cray, Elvin Bishop, and Albert Lee. View Comments read more
Oct 30, 2006 (CIDRAP News) – A 39-year-old woman who was previously listed by the World Health Organization (WHO) as Egypt’s 15th H5N1 avian influenza case-patient died today, the country’s state news agency reported.She is the seventh Egyptian to die of the illness and the first fatality since May. The woman was from the Nile Delta town of Samanoud, which is about 60 miles northwest of Cairo, Reuters reported today.According to an Oct 11 WHO statement, the woman became ill on Sep 30 and was hospitalized Oct 4. She had suffered from pneumonia and been treated with oseltamivir. Reuters reported that her contacts have tested negative for the virus.The WHO report said she had slaughtered and plucked about a dozen ducks after some of the flock got sick and died.The H5N1 virus first cropped up in Egyptian poultry in February, and a series of human cases followed in April and May. Cases in poultry resurfaced in Egypt Sep 5, when an outbreak was reported on a farm in the southern province of Sohag, about 305 miles south of Cairo. Another outbreak was reported in late September among domestic birds at a home near Aswan, in southern Egypt, near the border with Sudan.A Reuters report said most commercial poultry flocks in Egypt have been vaccinated against H5N1, but only about 20% of backyard birds have been immunized.See also:Oct 11 WHO statementhttp://www.who.int/csr/don/2006_10_11/en/index.html read more
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