Dixie State is next in action Friday at Lakewood, Colo. against the Colorado Christian Cougars. FacebookTwitterLinkedInEmailST. GEORGE, Utah-Diontate Champion’s 13 points led the way and the Chadron State Eagles edged Dixie State 64-61 Saturday in Rocky Mountain Athletic Conference men’s basketball action at Burns Arena. The win improved the Eagles to 7-8 and 5-4 in conference play. Brad James Tags: Andre Wilson/Chadron State/Colorado Christian Cougars/Diontae Champion/Dixie State January 12, 2019 /Sports News – Local Dixie State Men’s Basketball Falls To Chadron State Saturday Andre Wilson had 16 points for the Trailblazers in defeat as they fell to 5-8 and 3-6 in league play. Written by
November 18, 2019 /Sports News – Local SUU Men’s Basketball Visits Pauley Pavilion Monday To Face UCLA FacebookTwitterLinkedInEmailLOS ANGELES-Monday, Southern Utah men’s basketball (2-1) ensues in its Maui on the Mainland series by visiting famed Pauley Pavilion to take on the UCLA Bruins (3-0).Under head coach Todd Simon (38-64, .373 at SUU) the Thunderbirds are making strides in his fourth season, having upset Nebraska 79-78 in double overtime November 9 before falling to BYU 68-63 November 13.The Thunderbirds are averaging 84 points per game this season, tying them for 41st nationally with Bowling Green, Duke, Georgia Southern, Iowa, Kansas, Louisiana Tech and Western Kentucky.Redshirt senior forward Dwayne Morgan (13.7 points, 5.7 rebounds per game) is SUU’s overall statistical leader. Morgan is also the Thunderbirds’ leader in blocked shots (4) and steals (7).Junior guard John Knight III (12.7 point per game), junior guard Dre Marin (11.3 points, 3.7 rebounds per game), redshirt senior guard/forward Cameron Oluyitan (10 points 6 rebounds per game, a team-best 8 assists) and senior forward Andre Adams (10 points, a team-best 7 rebounds per game) also score in double figures for the high-scoring Thunderbirds.SUU’s scoring defense surrenders 70.7 points per game, tying them for 219th nationally with Southern Mississippi.The resurgent Bruins are led by new head coach Mick Cronin who is 368-171 (.683) as a head coach in men’s college basketball. Prior to coming to UCLA, Cronin had stints at Murray State (2003-2006) and Cincinnati (2006-2019).The Bruins are tied for 190th in scoring offense nationally (72.3 points per game) with Youngstown State, Holy Cross and Pennsylvania.Junior guard Chris Smith (14 points, 7 rebounds per game) is UCLA’s statistical leader. Redshirt senior guard Prince Ali (12 points, 3.3 rebounds) and redshirt sophomore forward/center Jalen Hill (11.7 points, 8.3 rebounds) are also solid for UCLA early on. Ali also has a team-best 8 steals and Hill has 5 blocked shots on the season to lead the squad.Redshirt freshman guard Tyger Campbell (10.7 points per game; a team-best 15 assists) and redshirt sophomore forward Cody Riley (10.3 points) also score in double figures for the Bruins.Defensively, UCLA gives up 60 points per game, tying them for 57th nationally with Stetson and DePaul. The Bruins’ 180 net points surrendered on the season through three games is the stingiest the Bruins have been to start a season since 2013-14.This game commemorates the first time that SUU and UCLA have met on the hardwood. Brad James Written by Tags: SUU Men’s Basketball/UCLA Men’s Basketball
Home » News » Watchdog investigates two property companies over website and text adverts previous nextWatchdog investigates two property companies over website and text advertsThe perils of inaccurate fees and charges published on a website, and using 0856 numbers are revealed by investigation by Advertising Standards Authority.Nigel Lewis29th November 201701,316 Views Two property companies have been investigated by the Advertising Standards Authority (ASA) this week, one over charges made to a tenant and the other over the costs of calling a number listed within an advertisement.James Park Homes, which operates sites in Lincolnshire, the Lake District and Nottinghamshire, was referred to the watchdog after a park home resident complained that their monthly bills, despite being listed on the company’s website to include water rates, instead had the charge added on top.The ASA approached James Park Homes about the adverts and the company has promised that in future they will be accurate – and that any qualifications and limitations relating to ad claims will be clear in the future.Builder Linden Homes was also referred to the ASA over a text sent to existing customers asking them to call an 0845 number.The person complaining said the text did not make it clear how much the number would cost to call, which it complained was misleading under the ASA’s advertising code.The ASA raised these concerns with the company, which has given assurances that the 0845 number is no longer in use and that its systems have been updated to reflect this.Linden Homes james park homes misleading advertisments advertising standards authority ASA November 29, 2017Nigel LewisWhat’s your opinion? Cancel replyYou must be logged in to post a comment.Please note: This is a site for professional discussion. Comments will carry your full name and company.This site uses Akismet to reduce spam. Learn how your comment data is processed.Related articles Letting agent fined £11,500 over unlicenced rent-to-rent HMO3rd May 2021 BREAKING: Evictions paperwork must now include ‘breathing space’ scheme details30th April 2021 City dwellers most satisfied with where they live30th April 2021
Investigate the synaptic mechanisms of cortical circuits inmice.Study the dysfunctions of cortical circuits in novel mousemodels of neurodevelopmental disorders. OtherApplicants should submit a cover letter stating research experienceand interest, a CV, and a list of 3 references as a single PDFfile.Baylor College of Medicine is an Equal Opportunity/AffirmativeAction/Equal Access Employer.618CA; CH; PD Job ResponsibiltiesThe Postdoctoral Associate will work in one or both of thefollowing two areas: SummaryThe Jan and Dan Duncan Neurological Research Institute (NRI),Baylor College of Medicine (BCM) is located in the heart of theTexas Medical Center, the largest medical center in thenation.The Jan and Dan Duncan NRI and BCM provide a vibrant environment tofacilitate collaborations between labs and promote dynamicinteractions between basic researchers and clinicians.The NRI is dedicated to research aimed at understanding normalbrain function and the pathogeneses of neurological disorders. Themultidisciplinary, interactive environment of the NRI anddepartment encourages collaborations between investigators withcomplementary expertise, providing an enriched environment for thepostdoctoral fellow to develop their independent researchprogram.To learn more about our lab, please visit: https://www.bcm.edu/research/labs/mingshan-xue Background in math, physics, or computer science. Minimum QualificationsEducation: Ph.D in Basic Science, Health Science, or a relatedfield.Experience: None required.Preferred QualificationsDevelop independent research program in the general area ofcortical circuit and neurodevelopmental disorder.Previous experience in neuroscience is desired, we are alsointerested in individuals with a broad range of expertise.Strong research record in one or more of the followingareas:in vivo two-photon imaging;in vivo electrophysiology;animal behavior.
By comparison, Harvard Business School has offered to subsidise internships for any MBA student undertaking an internship by $650 per week for up to 12 weeks. Students have also raised concerns about the management and communication from the Business School. Shortly after the announcement that the MBA course would move online, the Dean, Peter Tufano, hosted a virtual ‘town hall’ where, students were told, administrative officials would “answer any questions you may have to the best of our abilities”. However, Cherwell understands that the Dean did not answer the four most popular questions at the event, concerning refunds, and the lack of representation of the Covid steering committee at the event. These questions were instead answered in writing and posted on a forum for students to access following the event. MBA students voted in a ‘steering committee’ after tuition went online in mid-March. An open letter to the Dean stated that they wanted to “…work with you to find ways to make up for the online-only experience, which has already fallen below our expectations”. Of their concerns, financial assistance was the priority (refund, stipends and a hardship fund), as well as the possibility of course flexibility, and other issues caused by the online-only format of tuition. Following a meeting on the 27th of May, the Dean of the School, Peter Tufano agreed to personally provide £10,000 in support of the stipend program, as a symbolic gesture of support. However, a cost analysis conducted by members of the MBA course shows that this would provide sufficient funding for approximately 3 internships. The same analysis estimated that between 100 and 200 students want to take up an internship with the School this Summer. The School has further asked students to find pledges for stipends to support themselves if they want to participate in internships this summer. A survey conducted across the MBA student body revealed that just 6% of students would participate in a self-funded internship, compared to almost 60% who would participate in an internship if supported by a stipend from the Saïd Business School. Students studying on the Saïd Business School MBA programme have been told that they will not be offered a partial refund on their £57,200 course fees, despite 98% of students believing that the quality of education has become “worse” or “significantly worse” since the School moved teaching online due to the coronavirus pandemic. Regarding refunds for MBA students, a spokesperson for the SBS told Cherwell: “The School is following university policy on refunds and focusing all its resources on protecting the long-term future for its programmes, their students, and alumni. While we have had to deliver the MBA in a different format to the one we all envisaged at the start of the year, we are proud of the way our faculty, staff and students have come together to make this the best experience it can be in these extraordinary times. We have not altered the content of courses or the rigour of the assessments.” Responding to a request for comment Peter Tufano, the Dean of the Saïd Business School, said: “I did promise to students that I would work with the MBA class on raising funds to pay for unpaid internships with deserving organizations. Indeed, I am working with some excellent students and Oxford Saïd colleagues on this plan, which we have labelled the Oxford Saïd Service Corps. This work is in process and I am personally involved with it, as I had promised.” The Saïd Business School is Oxford University’s business school. It offers a number of courses, with its MBA (Master of Business Administration course) being the most popular. The School is the most subscribed-to department for postgraduate study, with almost 3,000 students applying for the 850 places offered in 2018.
January 29, 2018, By Michael Leppertmichaelleppert.comFort Wayne’s La’Kysha Gardner testified before a Senate Committee at the Indiana Statehouse on Tuesday morning. She had a compelling story to tell about an assault on her son, Jason, and what appears to be an under-reaction to it by Allen Superior Court.Gardner explained to the Senate Corrections and Criminal Law Committee that the assault was racially motivated and that it was a clear example of a hate or bias crime. The committee was considering Senate Bill 418, which is legislation designed to create sentencing aggravators in crimes that occur with an element of bias. One would think she was there to testify in support of the bill. But not so.“I oppose this bill because it’s just not enough,” Gardner said. Many could argue that she has a point. At least as it pertains to the crime against her son.I wish that was the dilemma that the General Assembly is facing, but it’s not. The legislature is not struggling with whether passing Senate Bill 418 goes far enough. They are struggling over whether they should do anything on the topic at all.The bill’s author, Sen. Sue Glick, R-LaGrange, has filed a similar version of the bill three consecutive years. I remember in 2016 with regard to her first bill, when she said something remarkably simple about the whole thing. She said, “this is something we can do.”Yes. It is.So what does it do? The bill would allow for judges to consider the element of bias in the commission of a crime as an aggravating factor at sentencing. That means that if someone is convicted of a Class A misdemeanor, a judge could consider the element of bias through a preponderance of evidence presented when issuing the sentence. The sentence would still need to stay within the statutory sentencing guidelines of Class A misdemeanors.This “aggravator” can be used if the crime was committed “with the intent to harm or intimidate an individual because of the individual’s perceived or actual” characteristics. The characteristics listed are ones you would expect: race, religion, color, sex, gender identity, disability, national origin, ancestry, sexual orientation, or ethnicity.There are no new crimes being established. There are no “thought police” being created. It does not favor whites over blacks, gays over straights, or Jews over Christians. It simply allows a prosecutor to argue, after a conviction, that the sentence should consider bias as an element in any direction within the items on the list.SB 418 is not a panacea perfectly designed to eradicate hate-based crime from our state. There is no such legislative idea available. While I appreciate the enormity of what Gardner and her family have experienced in the last year, no new law will erase it. Or prevent it from happening again.I wish there was such an idea.As Glick said two years ago, what is being proposed is something we can do. Maybe it’s a baby step, or maybe it’s “half a loaf.” But there are some other small measures on big issues in my career that come to mind as transformational.I think of smoking bans that did not include casinos. I actually quit smoking the very month that Indianapolis’ local ban went into effect. Did it help me quit smoking? Absolutely it did.Last year, the General Assembly was being lobbied to spend $100 million dollars on pre-kindergarten expansion in its biennial budget. They only coughed up $44 million. Will it help? Absolutely it will.I have this debate with guns rights people all of the time. I do not believe there is a law that will end gun violence in America. But I do believe there are things we can do to make progress toward that goal. Doing nothing is the most offensive strategy available because the status quo is intolerable.But Gardner also said in her testimony: “I am a Hoosier but I wish that I wasn’t.” I found myself nodding in the chairs behind her when she said it. I agree the justice system in Indiana did not treat her family right. But I disagree that killing SB 418 is the answer to our state’s shortcomings.SB 418 is something we can do.It would be an embarrassment to still be one of five states without a bias crime law when this session ends in March. We might be one of four if Georgia passes a bill that is pending in their statehouse.Though it may not be enough for La’Kysha and Jason Gardner, passing this law using the momentum of the injustice they have experienced will make many of us glad they are Hoosiers.Finding a way to convince them to stay here is also something I think we can do. We all should try.Footnote: Michael Leppert is a public and governmental affairs consultant in Indianapolis and writes his thoughts about politics, government and anything else that strikes him at Contrariana.com.Posted by the City county observer without opinion, bias or editing.FacebookTwitterCopy LinkEmail
RedBlack Software, the leading bakery IT specialist, has launched a brand new shop profitability module for its flagship CyBake 3 business management solution.It allows bakers to monitor the performance of their individual retail outlets on a monthly, weekly or daily basis. The CyBake bakery management system already controls the process of purchasing ingredients, recipe formulation and production and then on through to packaging, ordering and eventual shop delivery for every line-item. The software tracks accurate costs for every product throughout this cycle. CyBake’s new Shop Profitability module processes these accurate cost-per-sales, together with outlets’ overheads and wastage figures, plus sales data fed directly from shops’ EPOS till systems.RedBlack Software director William McIlroy said: “I have always been acutely aware of the need for this information and had difficulty getting it during my time as a bakery director. Now that I am working with RedBlack, it has been possible to produce this functionality within CyBake and I know that our customer base will value it. The new module allows you to easily monitor the performance of individual shops. This information can be used to identify where you are generating cash and to motivate staff to act in ways that will improve profitability.”
The Bako North Western Group is set to take on one of Britain’s toughest obstacle courses, Tough Mudder, this weekend (9-10 September).A team of 12 from Bako will battle over 20 obstacle courses at Cholmondeley Castle, Cheshire, over the two days to raise funds for its charity partner Macmillan Cancer Support.In 2015, Bako set a target to raise £50,000 for the charity. Donations from the event this weekend will bring that accomplishment one step closer.The group has raised £37,000 so far through events such as The London Marathon, climbing Mount Kilimanjaro and cycling from John O’Groats to Land’s End.Hayley Salisbury, customer care co-ordinator for Bako North Western and a participant in this weekend’s event, said that despite being nervous about Tough Mudder she had been inspired by the support Macmillan provides people with cancer.“I can’t pretend that I am not nervous at the prospect of undertaking Tough Mudder; this is something I have never done and I am terrified of water,” Salisbury said. “However, I am inspired by the bravery of the people and their families facing the battle of cancer and the help and support this wonderful charity provides. It is this that will get me through on Saturday and I am very proud to represent both Bako and Macmillan”.
Source: HiggidyGinsters’ owner Samworth Brothers has increased its stake in Higgidy to aid further development.The deal, which names the food manufacturer as majority shareholder, reinforces the shared vision and values of the two businesses, Higgidy said.It comes after Samworth Brothers acquired a minority stake in the pie maker in June 2019.Higgidy has given the firm the option to increase its stake at a future date, it added.“Over the past 17 years the Higgidy team have created a much-loved and successful premium consumer brand,” said Flor Healy, chief executive of Samworth Brothers.“The brand fits well with our own strategic priorities in terms of owning distinctive brands, strength in savoury pastry and food-to-go and the further development of our plant-based business. Samworth Brothers is delighted to be part of the next chapter in Higgidy’s development,” Healy added.The latest move by Samworth Brothers comes after its acquisition of Urban Eat in August following the collapse of its owner Adelie Foods.Though the wider Samworth Brothers group will support Higgidy, the pie maker will remain a separate business with its own leadership team and manufacturing facilities while continuing to operate from its base in Shoreham-by-Sea.“We love making glorious everyday food and our long-term ambition for Higgidy is to build an enduring British food business that we can all be proud of in decades to come,” said Mark Campbell, CEO of Higgidy.“We entered into the partnership with Samworth Brothers because of shared vision and values and the last 18 months have proven the wisdom of that decision, with the Higgidy brand seeing over 30% growth,” Campbell added.
5SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Carletta Clyatt Carletta Clyatt, a popular seminar speaker, is the SVP at The Omnia Group. She offers clients advice on how to manage more effectively and gain insight into employee strengths, weaknesses … Web: www.omniagroup.com Details It’s a puzzle. Employers are well aware that people are a key differentiator between one organization and the next. Too often, however, when you take a look at what those employers are doing to develop and retain their key talent, there’s nothing to see.Unfortunately, many employers seem to believe a dedicated, expert HR professional is an aspirational “nice to have” rather than an essential “must have.” After all, organizational leaders possess industry and product knowledge, and that “people stuff” is just fluffy common sense! Why pay someone to tell you what you already know?Why indeed.The Purpose of HR StrategyTurnover is costly. From recruitment costs, training costs and drops in member service levels and team morale, losing valuable, knowledgeable staff members has lasting effects that put a strain on operations.Turnover has long been viewed as a key indicator of effective people policies; so clearly, more efficient hiring and training processes are in order. Lower turnover isn’t the only benefit of good HR strategy, however.Think about people strategy as you would any other type of business strategy—a way to get from here to there. Just like solid financial planning is less about avoiding financial ruin and more about creating the financial resources needed to achieve a vision, a solid HR strategy is an essential step in the journey toward a thriving, healthy business that looks and acts like you want it to.It’s Not Just for the Big Guys“HR strategy” may sound like insider jargon, but it’s not. Simply put, your human resources strategy is your people plan. Managing people (that is, moving them in the direction you want them to go so they’ll perform as desired), isn’t something that happens by accident. Your staff comprises unique individuals with varying motivations, wants, and needs. Sure, there are commonalities, but one-size management does not fit all.So whether you have five employees or 5000, you need a people plan.Getting Your People Plan in Place: The BasicsSo, what about it? Is good management just common sense?According to Gallup’s 2015 “State of the American Manager” report, the answer to that question is “heck no.”While nearly every aspect of a workplace is shaped by the quality of its leadership, Gallup found that only 1 in 10 managers have the natural ability to succeed in the job. What’s more, companies choose the wrong person to manage 82 percent of the time. But there’s good news. Those who do possess some “functioning” talent (2 in 10) to manage benefit greatly by development opportunities, as do the organizations they serve and the people they direct.And that brings us to the steps for getting your people plan in place: Step #1—Face facts. Managing is hard, and most of us don’t have the natural ability to do it well. We need expert help, and HR professionals are the people experts. Hire one.Step #2—Work with your HR expert to identify gaps in your talent acquisition, development, and retention processes. Research trends, talk with others in your industry, and poll your staff and customers. What processes need attention?Step #3—Work with HR to develop a strategy to fill those gaps. How are you bringing new talent into the organization? Where are you advertising and what are your minimum requirements? Are you doing any prescreening or behavior assessments? Is your compensation within market? Do employees have regular opportunities for coaching and mentoring? Is anyone in the branch taking a personal interest in their professional development? Step #4—Get buy in. Let your staff know where you’re headed, what needs to be done to get there and by whom, and how you’ll reward them for helping you achieve your goals. While you’re at it, keep those doors of communication open. People strategy should be ongoing and change as the business and your business objectives change.Step #5—Celebrate successes. Don’t take your employees’ efforts for granted. Thank them for their hard work.Step #6—Repeat Steps #1 through #5 as necessary. What’s your people plan? If you don’t know, it’s time to find out.