Category: apkpguoi

  • Washington National Cathedral announces staff layoffs as COVID-19 hits finances

    first_img COVID-19 Episcopal Charities of the Diocese of New York Hires Reverend Kevin W. VanHook, II as Executive Director Episcopal Charities of the Diocese of New York The Church Investment Group Commends the Taskforce on the Theology of Money on its report, The Theology of Money and Investing as Doing Theology Church Investment Group By Egan MillardPosted Jun 17, 2020 Priest-in-Charge Lebanon, OH Director of Administration & Finance Atlanta, GA Featured Events Join the Episcopal Diocese of Texas in Celebrating the Pauli Murray Feast Online Worship Service June 27 Remember Holy Land Christians on Jerusalem Sunday, June 20 American Friends of the Episcopal Diocese of Jerusalem Episcopal Migration Ministries’ Virtual Prayer Vigil for World Refugee Day Facebook Live Prayer Vigil June 20 @ 7 p.m. ET Press Release Service Course Director Jerusalem, Israel Rector Martinsville, VA Washington National Cathedral announces staff layoffs as COVID-19 hits finances In-person Retreat: Thanksgiving Trinity Retreat Center (West Cornwall, CT) Nov. 24-28 Submit an Event Listing Rector Bath, NC Submit a Press Release Canon for Family Ministry Jackson, MS Ya no son extranjeros: Un diálogo acerca de inmigración Una conversación de Zoom June 22 @ 7 p.m. ET Rector Shreveport, LA Submit a Job Listing Rector (FT or PT) Indian River, MI Seminary of the Southwest announces appointment of two new full time faculty members Seminary of the Southwest Director of Music Morristown, NJ This Summer’s Anti-Racism Training Online Course (Diocese of New Jersey) June 18-July 16 Assistant/Associate Rector Morristown, NJ An Evening with Presiding Bishop Curry and Iconographer Kelly Latimore Episcopal Migration Ministries via Zoom June 23 @ 6 p.m. ET Rector Pittsburgh, PA Assistant/Associate Priest Scottsdale, AZ Tags Rector Collierville, TN Bishop Diocesan Springfield, IL Rector Smithfield, NC TryTank Experimental Lab and York St. John University of England Launch Survey to Study the Impact of Covid-19 on the Episcopal Church TryTank Experimental Lab New Berrigan Book With Episcopal Roots Cascade Books The Church Pension Fund Invests $20 Million in Impact Investment Fund Designed to Preserve Workforce Housing Communities Nationwide Church Pension Group Family Ministry Coordinator Baton Rouge, LA Virtual Celebration of the Jerusalem Princess Basma Center Zoom Conversation June 19 @ 12 p.m. ET Rector/Priest in Charge (PT) Lisbon, ME Rector Hopkinsville, KY Rector Tampa, FL Associate Rector for Family Ministries Anchorage, AK Photo: Washington National Cathedral[Episcopal News Service] Washington National Cathedral announced on June 16 that it is making staff cuts “that are both necessary and hard to accept” as the economic damage from the COVID-19 pandemic mounts.Effective July 1, the cathedral will reduce its full-time workforce by 15%, eliminating 13 full-time and 13 part-time positions. Another 12 full-time employees will be fully or partially furloughed, and most remaining part-time employees will work fewer hours, the Very Rev. Randolph Marshall Hollerith, dean of the cathedral, announced on Facebook.“I want you to know that these are more than mere numbers on a spreadsheet; each decision involves painful change for treasured colleagues and friends, and it grieves me deeply,” Hollerith wrote. “In my 30 years of ordained ministry, this is the hardest set of decisions I’ve ever had to make.”Hollerith said he and other senior cathedral staffers will take a 20% pay cut, all employees will see reduced benefits in the coming year, and all raises and new hires will be paused until further notice.Though the National Cathedral has maintained a robust online presence, “three months of closure due to the pandemic have had serious negative consequences on our finances,” Hollerith wrote, stressing that the cuts are the result of “forces beyond our control” and not mismanagement or poor planning.In fact, after years of financial struggles – mostly due to the damage caused by a 2011 earthquake – the cathedral’s finances had been on the upswing. The past four years had seen consecutive budget surpluses, and fiscal year 2019 saw major increases in membership, visitors and income. Congregational giving went up 39% from the previous year, and event and program revenue went up 50%.Now visitors, events and programming – which make up over 20% of the cathedral’s operating revenue – are gone for the foreseeable future. The staff cuts mostly affect the cathedral’s tourism and events management departments, Hollerith said.“Out of a commitment to responsible and sustainable financial stewardship, we need to reduce the cathedral’s footprint until a vaccine is developed and the public feels comfortable gathering in large groups once again,” he wrote. “Cathedral life has shifted these last three months, and we need a budget that reflects our new reality, for as long as it lasts.”The cathedral will continue cultivating its online ministries, focusing on worship, music and “the two pandemics that plague us: COVID-19 and the sin of racism,” Hollerith wrote.“I ask you to join me in prayer for each member of our cathedral family who is impacted by these changes,” he added. “We will make every attempt to support them personally and professionally, and we will walk with them through this transition.”– Egan Millard is an assistant editor and reporter for Episcopal News Service. He can be reached at [email protected] Missioner for Disaster Resilience Sacramento, CA Inaugural Diocesan Feast Day Celebrating Juneteenth San Francisco, CA (and livestream) June 19 @ 2 p.m. PT Curate (Associate & Priest-in-Charge) Traverse City, MI Rector Albany, NY Youth Minister Lorton, VA Associate Rector Columbus, GA Assistant/Associate Rector Washington, DC Associate Priest for Pastoral Care New York, NY Rector Knoxville, TN Featured Jobs & Calls Priest Associate or Director of Adult Ministries Greenville, SC Rector Belleville, IL Curate Diocese of Nebraska Cathedral Dean Boise, ID Rector and Chaplain Eugene, OR AddThis Sharing ButtonsShare to PrintFriendlyPrintFriendlyShare to FacebookFacebookShare to TwitterTwitterShare to EmailEmailShare to MoreAddThis Rector Washington, DC last_img read more

  • WATCH: Asaeli Tikoirotuma executes perfect crunching tackle as Global Rapid Rugby picks up steam

    first_imgTuesday Apr 23, 2019 WATCH: Asaeli Tikoirotuma executes perfect crunching tackle as Global Rapid Rugby picks up steam Former Chiefs and London Irish flyer Asaeli Tikoirotuma made this crunching tackle while playing for Singapore’s Asia Pacific Dragons in this weekend’s latest edition of Global Rapid Rugby, the new series from Perth billionaire, Andrew Forrest.ADVERTISEMENTForrest, who put his backing behind Western Force when they were axed from Super Rugby in 2017, is now backing this new series that currently comprises of six teams: Western Force, the Asia Pacific Dragons, the South China Tigers, a World XV, Fijian Latui and Kagifa Samoa.This was the first of the showcase matches to take place outside of Australia, with the full season launch of Global Rapid Rugby set to take place in March 2020, featuring eight teams.In an effort to produce a hyped up version of the sport, match time has been cut to 70 minutes with some interesting experimental laws, including the outlawing of direct defensive kicks to touch and an innovative nine-point “power try” if a scoring move starts behind a team’s own 22-metre line.While the Tigers won the Hong Kong fixture 29-19, it was the Dragons’ Tikoirotuma that made the biggest hit of the day, with this belter on flyhalf Glyn Hughes.The tackle was actually eerily similar to one the Fijian made for London Irish four years ago, coming off a similar move with a pull back pass.WATCH: Asaeli Tikoirotuma’s huge hit on Tom Homer in the Premiership (2015)The two teams meet again next week for a re-match in Singapore on Sunday, 28 April 2019.ADVERTISEMENT credit: devinza Posted By: rugbydump Share Send Thanks Sorry there has been an error Big Hits & Dirty Play Related Articles 25 WEEKS AGO Suspensions handed down after testicle grabbing… 26 WEEKS AGO The ‘double ruffle’ splits opinion with fans… 26 WEEKS AGO WATCH: The nastiest and most brutal moments… From the WebThis Video Will Soon Be Banned. Watch Before It’s DeletedSecrets RevealedYou Won’t Believe What the World’s Most Beautiful Girl Looks Like TodayNueeyUrologists Stunned: Forget the Blue Pill, This “Fixes” Your EDSmart Life ReportsIf You Have Ringing Ears Do This Immediately (Ends Tinnitus)Healthier LivingWrinkle Remedy Stuns TV Judges: Forget Surgery, Do This Once DailySmart Life Reports10 Types of Women You Should Never MarryNueeyThe content you see here is paid for by the advertiser or content provider whose link you click on, and is recommended to you by Revcontent. As the leading platform for native advertising and content recommendation, Revcontent uses interest based targeting to select content that we think will be of particular interest to you. We encourage you to view your opt out options in Revcontent’s Privacy PolicyWant your content to appear on sites like this?Increase Your Engagement Now!Want to report this publisher’s content as misinformation?Submit a ReportGot it, thanks!Remove Content Link?Please choose a reason below:Fake NewsMisleadingNot InterestedOffensiveRepetitiveSubmitCancellast_img read more

  • New HSE Service Plan will put further pressure on LUH – Mc Conalogue

    first_img Pinterest Facebook Facebook NPHET ‘positive’ on easing restrictions – Donnelly Twitter Previous articleMc Brearty seeks nomination as chair of Donegal JPCNext articleSupertrawlers not discussed during EU Fisheries Council meeting admin Pinterest Three factors driving Donegal housing market – Robinson Google+ The HSE’s service plan for 2016, worth almost 13 billion euro, has been heavily criticised by some opposition politicians.The HSE’s admitted there’s a funding shortfall of around 100 million euro for next year.Fianna Fail says the plan will see reduced services, longer waiting lists and cuts to medical cards.Donegal Deputy Charlie McConalogue says in light of the news elective surgery being scaled back, the service plan is sure to put even more pressure on Letterkenny University Hospital…….Audio Playerhttp://www.highlandradio.com/wp-content/uploads/2015/12/charlieserviceplan.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume. Twitter Calls for maternity restrictions to be lifted at LUH center_img WhatsApp By admin – December 17, 2015 Nine Til Noon Show – Listen back to Wednesday’s Programme Google+ RELATED ARTICLESMORE FROM AUTHOR New HSE Service Plan will put further pressure on LUH – Mc Conalogue Homepage BannerNews GAA decision not sitting well with Donegal – Mick McGrath WhatsApp Guidelines for reopening of hospitality sector publishedlast_img read more

  • Specific solutions

    first_imgCollectively,HR directors and vice presidents comprise a software salesman’s nightmare.There’s clearly a huge market out there – which company has no employees? Butdespite this, HR software has failed to set the world alight in the way that,say, supply chain management systems have revolutionised the manufacturingindustry. Or in the way that call centre and customer relationship managementsystems have revolutionised the financial services industry.Internationally,the situation is even worse. “There are very few global HR systems,”says Philip Eames, head of consulting services at London-based ResourceSolutions. Systems that work well within national (or regional) boundariessimply fall over when faced with new languages, new employment paradigms or newcultures. Even something so ostensibly similar as recruitment in differentregions appears to be too complex to globalise. There are, adds Eames,”just too many multi-currency and multi-language issues to contendwith”.”Companiescan spend millions implementing a global payroll system,” warnsLondon-based John Cusack, general manager for HR services at Centrefile, asubsidiary of America’s Ceridian Corporation. “People need to stand backand ask themselves what they are getting out of this.” The problem: suchsystems certainly capture a lot of information, but understanding and comparingit is often an exercise in futility, as the influence of local labour marketsdominates.Infairness, observes Oracle HR product manager, UK-based Colin Addison, it’s notnecessarily the failure of the global HR systems themselves to address theseissues that impedes progress. Multinational companies don’t always standardisetheir structures, authorisation processes, competency measurements andappraisal processes, so it’s not surprising that automating chaos simplyresults in automated chaos rather than order.That’sthe bad news. And the good? At last, HR software is starting to go global in ameaningful way. But not quite in the way you might imagine. Forget giant systemswith the traditional vast functionality; instead, look for so-called”point solutions” – niche applications that perfectly fit a specificneed.Takethe humdrum task of maintaining employees’ e-mail addresses and log-inpasswords. Rocket science it ain’t, but huge numbers of companies either failto do it properly or turn it into a huge administrative chore that isfrequently out of synchronisation with the rest of the processes involved withopening and closing employee records.”Thebigger the company and the more geographically dispersed it is – especiallyafter mergers or acquisitions – the harder it is to do,” says IngvarStraume, CEO of Oslo-based software provider TTYL. At the very least, securityproblems arise because long-departed employees still have valid e-mailaddresses and passwords. TTYL’s solution: software that interfaces between acompany’s SAP HR system and its e-mail system, keeping the two in step.Employeeself-service systems are another example of a niche application appropriate fora globalisation project. While not exactly a quantum leap forward in eithertheir technology or the degree of benefit they provide, they do at least work –and genuinely do pay back the investment. “Internet gurus won’t regardwhat we’ve been doing as whizzy, but in HR terms it certainly is,” saysSean Doughty, HR project manager at Zurich Financial Services, based inCheltenham, UK. “HR administrative processes are usually forms-based,which means that people need to find the right form, fill it in and wait fortheir data to be entered into the system.”Zurichemployees now enter data directly into the company’s SAP system, explainsDoughty, adding that the company also commissioned London-based software consultancyPecaso to create an interface program that would allow employees to selecttheir own flexible benefits package. This had formerly been something of anadministrative nightmare – 12,000 forms to print, send out and input into thesystem. “There used to be mountains of paper at the end of the year,”he explains, pointing to significant savings on overtime payments that used tobe made for these to be processed into the system.Nordo the commonly expressed fears about the cross-cultural impact of such systemsstand up to scrutiny, adds Bill Parsons, executive vice president of HRmanagement at Cambridge-based ARM Holdings. ARM, designer and manufacturer ofhigh-tech semiconductors, is implementing a multi-country HR system usingsoftware from Reading-based PWA. “It just isn’t an issue,” he says.Notthat employee self-service systems are always so well regarded – scratch any HRdirector or vice president and you’ll uncover a story they have heard about atleast one underwhelming self-service implementation. Scratch a little deeper,though, and you might find a common thread. UK software house Meta4, asubsidiary of a Spanish software company whose software runs what it describesas the world’s largest payroll (150,000 people in the City of Mexico), believesthat many of the larger enterprise resource planning (ERP)-based HR vendorshave simply shoe-horned older solutions into a “portal-style”employee self-service system.”AsSAP’s R/3 was a straight ‘port’ of its earlier R/2 product, this effectivelymeans you’ve got a portal that stretches back to the mainframe,” saysmanaging director David Stallion. “Instead, software should be designedfrom the ground up for today’s technology.” (This, of course, is the claimbehind PeopleSoft’s pure-Internet PeopleSoft 8 product; see case study.)Talentmanagement is another niche solution capturing the global stage, says SteveFoster, director of KPMG Consulting’s e-HR workforce group. With the world’slargest organisations scrabbling to attract skilled and able people from aglobal pool, software systems that enable them to attract, develop and retainthem are fast becoming a “must-have” item on their HR functions’shopping lists, he believes.Takerecruitment. Five years ago, resum‚ scanning was all the rage. Then, whenelectronic resum‚s and job-boards such as Monster.com arrived on the scene,software products such as Personic’s well-regarded workflow solutions startedto become popular, allowing companies to slash the paper trail associated withprocessing applications the traditional way. And, thanks to slick processing,they also allowed them to grab the best candidates before their competitorsdid. Except, of course, when job applications crossed national boundaries –then, the complications of language, currency and cultural issues wouldinvariably slow things down again.Butthe arrival of a concept known as candidate supply chain management looks setto change that. Borrowing from the notion of supply chain management, which hasrevolutionised the manufacturing industry, candidate supply chain managementgives companies the ability to link, in real time, all the parties involved inthe recruitment process – candidates, advertisers, professional recruiters andHR managers – irrespective of where they are in the world. What’s more, eachparty can see the same information: not just vacancies and resum‚s, but updateson the status of individual applications, as well as relevant vacancy-specificdata on things such as location and salary.That’sthe idea behind London-based recruitment software firm Mr Ted, explains CEO andco-founder J‚r“me Ternynck. “It’s important to be not just multilingual,but multicultural, complying with legal and social requirements around theworld,” he explains, adding that Mr Ted software – customers include suchkeen hunters of global talent as KPMG and Accenture (formerly AndersenConsulting) – currently operates in ten languages. “In other words, it’simportant to have not just French screens and a French recruitment Website, butalso to reflect French recruitment practices.” While UK employers oftenoutsource much of the recruitment process, French firms tend to use outsourcingsimply for response management, he explains.Ofcourse, the established players in the market are fighting back with globalversions of their own solutions. Throughout the IT world, the concept of usingWeb-based application service provider (ASP) software is becoming fashionable,and HR software is no different. In theory, the attractions of the ASP model areobvious: companies “rent” software (as opposed to buying it), makinguse of the Internet to access it. So Monster.com, the US-based recruitmentboard, has begun making use of the ASP model to sell a corporate version of itsservices to companies around the world.MonsterMomentum, which has already been released in the US and is due for release inEurope later this year, enables companies to search their own database forapplicants, search Monster’s database, post vacancies on their own externalWebsite and intranet, and also post vacancies on Monster, all from within asingle application. It also allows them to perform the whole process ofscreening and processing applications.Althoughthis isn’t exactly a new concept – apart from the pay-as-you-go advantage ofASP software – it puts Monster head to head with established companies such asWebhire and Personic. Monster’s European director of content, Peter Croasdale,contends that “there are still a huge number of companies moving out ofthe traditional paper era, especially when you look globally, as opposed tojust the US.”Casestudy: P&O NedlloydP&ONedlloyd is one of the world’s largest shipping companies, but has a history offractured, bespoke software systems in each of its location, explains HR projectmanager Virginia Brotherston. The company is now installing PeopleSoft 8 – thebig attraction of which, adds her boss, UK human resources manager PamelaHarding, is that it was designed from the ground up for the Internet.”Ourmain reason for choosing PeopleSoft 8 was its zero client footprint,” saysHarding. “There’s no need to install software on users’ PCs, so we can cutboth deployment and training costs.” An ordinary Web browser (InternetExplorer or Netscape Navigator) is all that is required to access the system.Despite this, “the implementation timescales were challenging, whichhelped us to minimise ‘scope creep’”, adds Brotherston. The system wentlive in the UK on 8 December 2000, just seven weeks after the implementationproject commenced. Other countries are now following suit.Furtherinformation –Peoplesoft: www.peoplesoft.com–Oracle: www.oracle.com–KPMG: www.kpmg.com–Mr Ted: www.mrted.com–Centrefile: www.centrefile.com–TTYL: www.ttyl.com Comments are closed. Previous Article Next Article Specific solutionsOn 1 May 2001 in Personnel Today Related posts:No related photos.last_img read more

  • How should employers prepare for the EU Trade Secrets Directive?

    first_img Previous Article Next Article The new draft EU Trade Secrets Directive aims to clarify what is and is not a trade secret, but will the proposed rules prevent whistleblowers disclosing commercially damaging information? David Whincup looks at what steps UK employers should take in advance of the Directive becoming law.One of the most litigated but least legislated aspects of UK employment law is the concept of trade secrets. Over the years there have been many cases in the courts across England and Wales, but each is to a large extent dependent on its own facts. The key questions of exactly what is and is not a trade secret, and how it can be protected, remain unclear for many employersThe problem is compounded for businesses with operations across the European Union (EU), since each member country’s jurisdiction has veered off in different directions in this respect, sometimes by a degree or two but some much more sharply. This means that what is protectable in trade secret terms in one EU country might not be so in another.More on whistleblowing and protected disclosuresHow to draw up a whistleblowing policy and procedureLine manager briefing on whistleblowingWhistleblowing policyForm for an employee to make a protected disclosureIn fact, a study by the EU Commission found that protection for businesses across Europe varied to such an extent that some employers were woefully unprotected. Concerns that this could be off-putting to external investors, leaving the EU at a competitive disadvantage, led to the Commission proposing a Trade Secrets Directive in 2013.The EU hopes that by creating a minimum level of protection across its jurisdiction, greater innovation and investment will ensue. To dispel any suggestion at all that the EU moves slowly in key economic affairs, the draft Directive was rushed out at the end of 2015.The introduction of this draft contains an unusually clear shot across the bows of any body or member state thinking of a little further negotiation – “The result achieved represents a compromise that goes to the limits of the flexibility of the [EU negotiating parties]. It has therefore to be considered as a package deal that cannot be reopened at any part without jeopardising the whole agreement.”It therefore seems unlikely that this draft will change much in the process of ratification by the European Parliament. While it is fair to say that the Directive has clarified a number of points, member states may not be so pleased at the seemingly very limited chance to renegotiate those areas where ambiguity remains.What is a trade secret?Both employers and future investors in the EU are likely to be grateful for a standard definition of what is, and what is not, a trade secret.The new Directive states that a trade secret is information that meets all of the following requirements: “(a) [it] is secret in the sense that it is not, as a body or in the precise configuration and assembly of its components, generally known among or readily accessible to persons within the circles that normally deal with the kind of information in question; (b) has commercial value because it is secret; (c) has been subject to reasonable steps under the circumstances, by the person lawfully in control of the information, to keep it secret.”While this definition should make it easier for employers to protect their trade secrets, point (c) makes it clear that this Directive does not place the burden of protecting the secret entirely on the side of the employee. The employer must be able to demonstrate that it has taken proper care of the information in the first instance.What impact will the EU Trade Secrets Directive have on whistleblowing?In other areas, member states might have wished for further clarification. Notably, for example, the impact of the Directive will not extend to whistleblowing policies where the use or disclosure of the trade secret was carried out “for revealing a misconduct, wrongdoing or illegal activity, provided that the [employee] acted for the purpose of protecting the general public interest”.Of course, the question of what is in the general public interest obviously very much depends on your views of, say, animal experimentation, nuclear power or GM crops. As it is extremely difficult to prove bad faith in the discloser’s purpose, this will give employers little comfort in relation to the sanctity of their information.This is further compounded by the fact that there is no requirement in the draft Directive that your belief that a disclosure would be in the public interest is in any way reasonable.Some comfort will be brought to employers by the fact the Directive seems to limit protections for whistleblowers to where there is proven wrongdoing or misconduct, rather than where the discloser merely believes there to be so. UK employers, however, should not rely on this caveat; it is unlikely that this absolute objective test of wrongdoing will survive the translation into UK legislation.Will new legislation stop employees taking secrets to new employers?Employees who leave a business to begin a new job also highlight an area of the Directive where ambiguity remains. The draft says that these employees will not be prevented from using “experience and skills honestly acquired in the normal course of their employment”.Just as “in the public interest” may be a contentious phrase, “honestly acquired” may pose similar problems for a court. However, this issue is not insurmountable. As long as “experience and skills” is not extended to cover knowledge and information, this does little more than reflect the current UK position in relation to later use of tricks of the trade as opposed to confidential or proprietary information.Happily, perhaps with a view to ensuring that potential investors know the EU is taking this matter seriously, the draft does state that relevant enforcement hearings may take place in private. This will mitigate the fears of some who shy away from litigation believing that in the course of court proceedings they may be forced to disclose in a public forum the very secret they are trying to maintain. It should also leave those who wrongfully disclose information in no doubt that court proceedings are a very real possibility, thus strengthening the competitive edge of the EU in terms of attractiveness to global investment.How to prepare for the changesIt would be unwise to assume, even with the introductory caveat, that this draft will be entirely amendment-free by the time it is delivered to member states as law. However, knowing that changes are likely to be few and far between does give some indication of what the next steps should be for UK employers.For many, the first step will be creating a process that clearly identifies what their trade secrets are, in accordance with the new definition. UK employers will have to create a policy and surrounding warnings and notices that are robust enough to demonstrate to the court that reasonable effort was made to protect the secret internally.Additionally, the detail of each employee’s role will need to be understood by bosses if they are to take proper steps to be sure that a trade secret does not fall within that employee’s “experience and skills” should he/she move on. It is hoped by the EU that any cost incurred by employers in these steps will be offset by the long-term competitive edge that businesses gain. It remains to be seen if the UK business community feels the same way.Current expectations are that the European Parliament will vote on the draft in March 2016. Assuming it is approved by the Parliament and the Council, the Directive will be published in the EU Official Journal and come into force 20 days later. Following ratification, member states will get two years in which to implement the new Directive domestically.David Whincup is labour and employment partner at Squire Patton Boggs. Related posts:No related photos. How should employers prepare for the EU Trade Secrets Directive?By David Whincup on 17 Mar 2016 in Employment law, Personnel Today, Whistleblowing Comments are closed. last_img read more

  • Extell sells stake in Manhattan rentals to RXR Realty

    first_imgExtell has sought to raise money from hedge funds and issued Israeli bonds. In June 2020, Israeli credit-rating agency Midroog downgraded Extell’s bonds one level, with a negative outlook, due to an expected further decline in condo sales.Speaking to the Financial Times in late 2020, Barnett said it was “very frustrating to build the most beautiful buildings in the world — super quality, super finishes — and to have to sell at a loss.”[FT] — Georgia KromreiContact Georgia Kromrei Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Full Name* Message* Extell president Gary Barnett, 510 East 14th Street and RXR Realty CEO Scott Rechler (Getty, EVGB)Extell Development is selling off a stake in two Manhattan properties as it contends with a stagnant luxury residential market.The development firm, led by Gary Barnett, will sell a 42 percent stake in a portfolio of rental apartments to RXR Realty, the Financial Times reported.The transaction includes 750 units across two Manhattan buildings: 555TEN, at 555 10th Avenue in Hell’s Kitchen, and EVGB, at 510 East 14th Street in the East Village.555 10th Avenue (Extell)For RXR Realty, the transaction represents a bargain. It values the portfolio at approximately $800 million, while a pre-pandemic valuation pegged the rentals at $1 billion.The condo market was sluggish even before Covid delayed construction and all but eliminated international travel, effectively shutting out a significant pool of buyers. That’s bad news for Extell, which developed the Billionaires’ Row towers Central Park Tower and One57. Sales have reportedly been sluggish at the former, and the latter recently recorded a condo resale at a 51 percent loss.Read moreWhat will make or break New York’s residential marketNew York developers face downgrades on Israeli bond marketThe condo market’s ultimate test Tags Share via Shortlink Email Address* condo marketGary BarnettNYC Luxury Marketlast_img read more

  • Stratigraphy, stable isotopes and salinity in multi-year sea ice from the rift area, south George VI Ice Shelf, Antarctic Peninsula

    first_imgResults from a detailed profile in a 5.54 m multi-year sea-ice core from the rift area in the southern part of George VI Ice Shelf are presented. Stratigraphy, stable isotopes and Na content are used to investigate the growth processes of the ice cover and to relate them to melting processes at the bottom of the ice shelf. The thickest multi-year sea ice in the sampling area appears to be second-year sea ice that has survived one melt season. Combined salinity/stable-isotope analyses show large-scale sympathetic fluctuations that can be related to the origin of the parent water. Winter accretion represents half of the core length and mainly consists of frazil ice of normal sea-water origin. However, five major dilution events of sea water, with fresh-water input from the melting base of the ice shelf reaching 20% on two occasions, punctuate this winter accretion. Two of them correspond to platelet-ice production, which is often related to the freezing of ascending supercooled water from the bottom of the ice shelf. Brackish ice occurs between 450 and 530 cm in the core. It is demonstrated that this results from the freezing of brackish water (Jeffries and others, 1989) formed by mixing of normal sea water with melted basal shelf ice, with dilution percentages of maximum 80% fresh water.last_img read more

  • Observations and comparisons of cloud microphysical properties in spring and summertime Arctic stratocumulus clouds during the ACCACIA campaign

    first_imgMeasurements from four case studies in spring and summer-time Arctic stratocumulus clouds during the Aerosol-Cloud Coupling And Climate Interactions in the Arctic (ACCACIA) campaign are presented. We compare microphysics observations between cases and with previous measurements made in the Arctic and Antarctic. During ACCACIA, stratocumulus clouds were observed to consist of liquid at cloud tops, often at distinct temperature inversions. The cloud top regions precipitated low concentrations of ice into the cloud below. During the spring cases median ice number concentrations (~ 0.5 L−1) were found to be lower by about a factor of 5 than observations from the summer campaign (~ 3 L−1). Cloud layers in the summer spanned a warmer temperature regime than in the spring and enhancement of ice concentrations in these cases was found to be due to secondary ice production through the Hallett–Mossop (H–M) process. Aerosol concentrations during spring ranged from ~ 300–400 cm−3 in one case to lower values of ~ 50–100 cm−3 in the other. The concentration of aerosol with sizes Dp > 0.5 μm was used in a primary ice nucleus (IN) prediction scheme (DeMott et al., 2010). Predicted IN values varied depending on aerosol measurement periods but were generally greater than maximum observed median values of ice crystal concentrations in the spring cases, and less than the observed ice concentrations in the summer due to the influence of secondary ice production. Comparison with recent cloud observations in the Antarctic summer (Grosvenor et al., 2012), reveals lower ice concentrations in Antarctic clouds in comparable seasons. An enhancement of ice crystal number concentrations (when compared with predicted IN numbers) was also found in Antarctic stratocumulus clouds spanning the H–M temperature zone; however, concentrations were about an order of magnitude lower than those observed in the Arctic summer cases but were similar to the peak values observed in the colder Arctic spring cases, where the H–M mechanism did not operate.last_img read more

  • Press release: Action on trade and inclusivity to benefit all Commonwealth citizens

    first_imgAlready accounting for one fifth of global trade, with intra-Commonwealth trade valued at $560 billion and estimated to rise to $700 billion by 2020, the organisation holds vast potential for future growth. New initiatives announced today will help make this happen.As Commonwealth partners, we have a lot to offer each other. And at home there is a gain by tapping into new markets and new talents.Speaking ahead of the Heads of Government Meeting, the Prime Minister will also call for the Commonwealth to be a beacon of free and inclusive trade at a time of fragile growth and continuing protectionism.To help make the most of the Commonwealth’s potential, Prime Minister Theresa May will unveil new programmes to free up trade, boost women’s participation in business and to upskill young people whom make up two thirds of the Commonwealth’s 2.4 billion citizens.The new SheTrades programme will offer £7 million in Commonwealth-wide support to increasing the presence of women-owned businesses to operate internationally from countries where being female is a professional barrier.Indeed, it has been estimated that if women played the same role as men in labour markets, as much as $28 trillion could be added to global GDP by 2025.The UK will work with the International Trade Centre (ITC) to deliver this, while also compiling the world’s first ‘Global Outlook’ on trade and gender in the Commonwealth. This will provide information needed to help Commonwealth countries implement more inclusive trade policy.UK Prime Minister Theresa May said: Our Commonwealth family already accounts for one-fifth of global trade, and we must continue to work together to build further upon this solid foundation by building on our existing trade links and establishing new ones. I firmly believe that regardless of which corner of the Commonwealth you are from, we all will benefit from the jobs created by doing so. Every one of those new jobs will mean another family seeing their hard work rewarded, and the spread of greater opportunity. The initiatives I have announced will see the Commonwealth being better able to respond to its youth, rise to the challenges they face and answer their ambitions for a better life. In taking decisive action today, we have begun a positive change which will echo through the generations. I am also proud that important action taken at this summit will mean that more women will be able to overcome barriers which keep them from participating in trade. The Prime Minister will also announce UK funding for a new Commonwealth Standards Network which helps harness the benefits of existing international standards. These will be a shared language for trading partners across the globe to enhance trust and create innovation.This will boost intra-Commonwealth trade and support developing countries to produce goods and services to internationally recognised standards and access new markets. The effective use of existing international standards will reduce trade costs between members.International common standards act as a common language that will help the UK forge new, and deepen existing trading relationships with our Commonwealth partners, which will bring benefit to both businesses and consumers in the UK.While this action will help, to truly tap into the Commonwealth’s potential there needs to be dedicated programmes for its young. The issue of youth unemployment has been raised as a key issue at this year’s summit, which is why Theresa May will announce action to help.Boosting trade will in turn boost jobs; tackling the youth unemployment which the Commonwealth knows is a real problem for its youngest citizens. Of the organisation’s 2.4 billion citizens, 60% are under 30.And young people looking to move into the workplace will benefit from a new £3.4 million apprenticeship and training programme in the Commonwealth, which will help promote and share best practice across the Commonwealth.last_img read more

  • News story: Batches of Durex Condoms recalled: people urged to check their batch numbers

    first_img Durex Real Feel 12 Pack 3014278 1000444370 Feb-2021 For more information, please visit the Durex website . 3014277 1000419930 Jan-2021 3014277 1000474804 Feb-2021 Reckitt Benckiser Group plc (RB) has announced that they are recalling specific batches of Durex condoms after they did not pass their required safety standards. This means there is a risk that the condom might tear or leak reducing its protection from sexually-transmitted diseases and pregnancy. See our website for more information.People are advised to check if they have any of the affected batches, which are listed in the table below. You will find the batch number on the bottom of the pack and on the foil wrapping of individual condoms.If anyone has an affected product, they are advised not to use them and return the product for a full refund.John Wilkinson, the Medicines and Healthcare products Regulatory Agency’s (MHRA) Director of Medical Devices said: 3014272 1000433145 Jan-2021 Please see the affected batches below: 3030444 1000430479 Jan-2021 3014277 1000416206 Dec-2020center_img 3014277 1000444367 Feb-2021 Durex Latex Free 12 Pack 3014272 1000444367 Feb-2021 Durex Real Feel 6 Pack 3040039 1000438054 Jan-2021 Durex Real Feel 18 Pack 3030444 1000434066 Jan-2021 Durex Real Feel 18 Pack (RF Tag) 3030445 1000430479 Jan-2021 Description SKU Code Batch Number Expiry Date It’s important that you check the batch numbers to see if you have a product from an affected batch. If you have, stop using them as there is a risk that they will tear or leak. If you have any questions, please speak to your healthcare professional or sexual health provider. Patient safety is our highest priority. We strongly encourage anyone to report any issues with this product, or more generally with any medical device, to our Yellow Card Scheme.last_img read more