How to protect your child from Coronavirus infection (COVID-19)

first_imgIt is important to avoid infection among children and help prevent the virus from spreading. Families with children can work together to reduce risk.According to health experts, there are far fewer cases of the virus reported in children. Most of them caught the infection from someone they lived with or a family member. The virus seems to cause a milder infection in children than in adults or older people.You should immediately call your doctor if your child or someone in your family has a fever, cough, or other flu-like symptoms. Tell the doctor if they have been near someone with COVID-19 or lived in or traveled to an area where lots of people have the coronavirus.Make sure your children have all their vaccinations. Protect them against illnesses like measles and the flu. This helps keep them out of the doctor’s office or hospital where they could be around other germs, including the coronavirus. Plus, kids who have another infection may have a harder time getting better if they do get the coronavirus. It’s not too late to get a flu shot!Most people with COVID-19, including children, do not have serious problems. They usually get better with rest and fluids. But it is important to keep kids with COVID-19 away from others who may have a harder time with the virus.The best ways to protect yourself and your family are:Keep your family home and away from others as much as possible.Avoid people who are sick. Avoid large gatherings and busy places until the outbreak is under control.Try to stay at least 6 feet (2 meters) away from other people.Wash your hands well and often. Wash for at least 20 seconds with soap and water or use hand sanitizer with at least 60% alcohol. Teach your kids to do the same.Try not to touch your eyes, nose, and mouth.Use a household cleaner or wipe to clean and disinfect surfaces and objects that people touch a lot.last_img read more

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The government’s move to bring ott platforms under the I and B ministry

first_imgState control is increasing day by day in every field. Therefore moving ott platforms under the I and B ministry wasn’t much of a surprise. But this is definitely very unfortunate. With the framework of age classification, content descriptions and parental control in combination with grievance redressal system, ott platforms have made it easier for consumers to make the right viewing decisions for themselves and their families. Moreover, restrictions limit the work of creation. Let me explain this to you with an example, “The birth of Venus” is one of the most famous nude arts of the world by Sandra Botticelli, do you think if censorship would’ve prevailed, the painting would’ve gained so much recognition? Web series and documentaries are often been made on a lot of Political and Economic issues which have seldom been covered by movies and TV due to censorship in place. The best example would be of “Delhi Crime” which covers such an important event in the history of India, and Delhi Crime has won the Emmys’ by the way! Other examples include Jamantra, Criminal justice etc. Censored content wouldn’t be able to address the issue as effectively.Also, this is the desperation of control of free speech without the freedom of speech the liberty of thought would shrivel. Ott platforms have often chosen to produce movie and documentaries on Politically sensitive but relevant topics. So is the government trying to tuck away their own doings in the name of “people’s interests”? Is the government trying to push their public in dark by censoring the truth?I would like to end with a short yet very powerful quote “ a guilty conscience needs no accuser”.last_img read more

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As Prospecting Gets Harder, Advisers Remain Shy on Client Referrals

first_imgA global pandemic has opened advisers to new modes of communication, but many still fail to utilize some of the easiest – and most effective – tactics for client growth and retention, new industry research finds.Video meetings, emails, phone calls, webinars and social media are all on the rise at most firms. But many advisers are still reticent to ask clients for referrals. A surprisingly high number of advisers have also limited their communications to only one family member, a potential stumbling block to client retention further down the road.The findings are part of an ongoing research project between Transamerica and InvestmentNews Research exploring how the pandemic has reshaped adviser business practices. Our latest industry survey looked at advisers’ communication methods.The most surprising finding was that in an environment where finding new clients was presumably more difficult, few advisory firms were reaching out to existing clients for referrals. Only 18% of surveyed advisers said they reach out regularly to solicit client referrals, and only 33% said they reach out occasionally.Advisers also don’t appear to be leaning on their centers of influence (COI) for client growth any heavier. When asked how their communication with COIs has changed, only 18% of advisers said it has increased in recent months. Advisers ramp up other communication modesWhile advisers may not have leaned on client referrals as much as they could have during the pandemic — or taken advantage of the opportunity to work with the client’s broader family — they have nevertheless adapted. With offices still closed in many states, other modes of communication are up across the board.Perhaps not surprisingly, 88% of surveyed advisers said their use of video meetings has increased in recent months. More than half of surveyed advisers say their use of email, outgoing phone calls, webinars and social media also increased. Why are referrals a tough ask?Advisers’ reticence to ask for referrals seems illogical, said Stephanie Bogan, a business strategist and high-performance coach for advisers. She points out that advisers are comfortable asking someone to hand over their life savings, yet hesitate to ask for a referral.Two factors drive their reluctance. First, advisers don’t want to seem like “a schmucky salesperson,” Bogan said. But it is also hard because asking for a referral means you are asking for validation. She says advisers can become more comfortable by reframing the conversation.“You can ask from a place of authenticity and service,” Bogan said. “Then what you’re doing is shifting the frame from ‘will you validate and approve me’ to ‘I’m here to help, who can I serve?’ … It’s not about you, it’s about them. If you believe in the cause and calling of financial planning or wealth management and you think that you add value that can improve someone’s life then presumably it’s incumbent upon you to talk to your clients about friends and family and being that first phone call for financial guidance.”Several steps can instill a culture that drives effective referrals, according to Bogan. The first step is to define the role you want referrals to play in the firm’s growth strategy. For example, setting a target such as getting one high quality referral per year from each top client, or aiming for referrals to represent 25% of the firm’s growth.Next, advisers should determine a multi-touchpoint strategy for driving referrals, then standardize the system of what those touchpoints are. For example, a firm might determine they will discuss referrals in client review meetings and in their annual letter. The business would then standardize this by outlining that referrals be added as an agenda item in client meetings, or dedicating an area of their annual client letter to mention referrals.Finally, advisers must build the “scaffolding,” Bogan said. She defines this as the “actual systems and scripts that you will use to pull the trigger.”Advisory firms willing to utilize referrals can find meaningful growth. At Destiny Capital, referrals from clients and COIs have historically accounted for the vast majority of the firm’s new business.Part of what’s driven Destiny’s successful referral process is being specific with the client on ways the adviser can help other people, says Tiffany Charles, chief growth officer with the firm. If an adviser has expertise in a specific area – for example, working with recently widowed spouses – tell the client and ask if they know someone in that situation. Or if the adviser has just worked through a trust or estate plan with the client, ask them if they know anyone else who needs that type of guidance.“That makes it a lot easier than just continuing to say ‘we serve anybody and everybody,’” Charles said.She has also had previous success driving client referrals by establishing client advisory boards, a group of six to eight clients who meet with the firm and provide input on how the firm is serving clients.The adviser shares some of their firm’s client service and communication aspects, but also shares how it is looking to grow and market the business.By sharing, “you’re equipping them with who you are, what you do and how you do it … they are then able to communicate that message in a much stronger way,” Charles said. You’re building real advocacy, and in the meantime you’re getting really good feedback on how to up the client experience.”For many advisers, communication with family remains isolatedAnother key finding from the research was that many advisers still communicate with only one family member. The isolated communication strategy comes as advisers likely had an audience of both spouses, and even children, together during stay at home orders, and as both spouses were likely thinking about finances.Roughly two-thirds (66%) of surveyed advisers say they communicate with both spouses in less than half of their client relationships. (See pie chart below for full breakout.) Interestingly, RIAs and hybrids were more likely to engage both spouses. Nineteen percent of RIAs and hybrids said they communicate regularly with more than one family member in at least three quarters of their client relationships. Only 8% of other adviser types reported such a high rate of engagement with both spouses. These new communication strategies may be paying dividends for advisers. The first survey in this research series found that 67% of advisers who have grown their business during the pandemic onboarded new or previously self-directed investors. These self-directed investors are often younger investors who are more likely to communicate through digital channels.Transamerica Resources, Inc. is an Aegon company and is affiliated with various companies which include, but are not limited to, insurance companies and broker dealers. Transamerica Resources, Inc. does not offer insurance products or securities. The information provided is for educational purposes only and should not be construed as insurance, securities, ERISA, tax, investment, legal, medical or financial advice or guidance. Please consult your personal independent professionals for answers to your specific questions.last_img read more

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Lecturer or Senior Lecturer of Physics

first_imgFor more than 50 years, Kennesaw State University has been knownfor its entrepreneurial spirit and sense of community. Offeringcampuses in Marietta and Kennesaw, the university is located justnorth of Atlanta and combines a suburban setting with access to oneof the country’s most dynamic cities. As Georgia’s third-largestuniversity, Kennesaw State offers more than 100 undergraduate andgraduate degrees, including a growing number of doctoralprograms.Designated by the Board of Regents of the University System ofGeorgia as a comprehensive university, Kennesaw State is committedto becoming a world-class academic institution positioned tobroaden its academic and research missions and expand its scope ona local, regional and national level. Kennesaw State University, a member of the University System ofGeorgia, is an Equal Opportunity/Affirmative Action employer anddoes not discriminate on the basis of age, color, disability,national origin, race, religion, sex, sexual orientation, and/orveteran status. Georgia is an Open Records state. Lecturer or Senior Lecturerof PhysicsDepartment ofPhysics Applicants must have a minimum of an MS degree in Physics orclosely-related field, or the foreign equivalent. The ideal applicant will have previous, documented experience inteaching undergraduate Physics courses including a familiarity withcurrent evidence-based instructional practices, inclusivepedagogies, and modern instructional technologies. The successful applicant is expected to teach non-calculus andcalculus-based introductory physics lectures, recitations, andlaboratories. The successful applicant will have experience withactive and inclusive pedagogies and demonstrate strong potentialfor working collaboratively with faculty in service to a diversestudent body. The Department of Physics in the College of Science andMathematics at Kennesaw State University invites applications for afull-time, non-tenure-track Lecturer of Physics to begin August2021. For a full description of this position, application deadlines,and application procedures, visit https://facultyaffairs.kennesaw.edu/faculty_openings.php. Applicants will care about the educational goals of a diversestudent population. The College of Science and Mathematics isdeeply committed to an inclusive environment where students fromdiverse backgrounds can succeed in our degree programs. Successfulapplicants will be strongly committed to inclusive teachingpractices and be ready to invest deeply in KSU students.last_img read more

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Director of Library Human Resources

first_imgJob SummaryThe Director of Library Human Resources manages a team ofprofessional staff responsible for designing, implementing, andmonitoring a variety of human resource programs. Developsdepartment plans to address long-term human resource needs andtrends.ResponsibilitiesStrategic Direction and LeadershipReporting to the Assistant University Librarian forAdministrative Services, the Director of Library Human Resources(HR) leads a human resources program that supports the Library’sstrategic goals.As a senior member of the Library Administration team, thisposition frequently collaborates with and provides leadership andguidance to the Library Director, the Director’s Council, and theLibrary Leadership Council.In coordination with Library Administration and division staff,sets policies and establishes and maintains goals, priorities, andprograms for administrative services that are consistent with theLibrary’s mission, values, and strategic plan.Provides a leadership role in working with Library Leadership,and the whole library, to recruit and retain a diverse staff, andto foster a workplace that centers diversity, equity and inclusionpractices. Works closely with the Diversity, Equity, and InclusionTeam.Assesses Library HR functions to ensure their effectiveness insupporting the Library’s goals.Ensures compliance with University Human Resources andProvost’s Office policies and standards, as well as all relevantemployment laws. Advises and counsels supervisors and managers onfederal, state and local employment laws and regulations.Keeps abreast of changes affecting human resources and assumesan active leadership and advocacy role within the field.Develops human resources operational policies, procedures, andworkflows and oversees their implementation.Represents the Library’s human resource needs to the Provost’sOffice, University HR, and other University administrativeunits.Participates in University and Library system-wide initiatives,committees, and task forces.Represents the University of Chicago Library at professionalconferences and meetings.Maintains professional networks and collaborative relationshipswith other libraries’ human resource directors.Hires, trains, evaluates, and oversees the work of theLibrary’s HR Generalists, and provides leadership for the LibraryHR unit.Identifies short- and long-term human resources goals inconsultation with Library leadership, and oversees the allocationof resources to meet departmental, Library, and Universitypriorities.Employee and Labor RelationsRepresents the Library in all labor and employee relationsmatters, including grievances, complaints, and legal issues. Workswith the appropriate University (Legal, Employee and LaborRelations) and external offices (union representatives) tocoordinate effective handling of dispute resolutions.Assists Library managers and staff in understanding ofemployment law, University and Library policies and procedures, andthe collective bargaining agreement.Leads and supports supervisors through disciplinary procedures,including coaching and other corrective action activities, andassists managers and staff in resolving personnel issues whileensuring compliance with guidelines and laws.Academic and Staff RecruitmentIn partnership with the Provost’s Office, manages recruitment,appointment, and promotion processes for librarians (Other AcademicAppointees).Oversees staff recruitment process and provides guidance forclerical, exempt, non-exempt, and IT searches.Works to cultivate and support a diverse, inclusive workforceand create equal employment opportunities for underrepresentedgroups. Ensures that all Library recruitment adheres to theUniversity’s EEO/affirmative action policies and bestpractices.Performance Management andCompensationOversees the Library’s performance management process,including the review and improvement of performance managementtools.Counsels/coaches employees and management, including advice onprofessional development alternatives and union relations.Responsible for all staff classification and compensationactivities including development, review, and maintenance of staffjob descriptions and classification of the Library’spositions.Reviews and evaluates internally consistent and externallycompetitive compensation programs; oversees salary adjustments,reclassifications, and promotions.Professional DevelopmentWorks collaboratively with Library staff to provideLibrary-specific professional development and training programsthat ensure organizational readiness.Coordinates and monitors professional development programs andworks to ensure their success.OtherManages all operations for the Library HR department andsupervises 2 FTE staff, the HR Generalists.Provides expertise and oversight for all Library HR functions,including recruitment, employee/labor relations, policyinterpretation, compensation, payroll, orientation, staffingchanges, performance management, and organizational development andtraining.Provides HR support for approximately 70 librarians; 65 exemptand non-exempt supervisory, IT, and other staff; 90 bargaining unitstaff; and about 200 student employees across the University ofChicago Library system.Serves on the Library Leadership Council. May also serve onother Library committees and working groups as needed.Manages leave administration process for librarians and staffemployees.Supports Library and University-wide diversity and inclusioninitiatives.Administers Library HR budget.Manages employees by establishing annual performance goals,allocating resources, assessing annual performance, and determiningindividual merit, incentive and/or promotional increases.Stays abreast of federal, state and local employment laws andregulations and may advise unit management and professional staffin matters relating.Ensures and may help develop short- and long-term humanresources plans and operational policies for a unit. Develops andadministers the HR budget for the unit and manages expensesPerforms other related work as needed.Minimum QualificationsEducation:Minimum requirements include a college or university degree inrelated field.—Work Experience:Minimum requirements include knowledge and skills developedthrough 7+ years of work experience in a related jobdiscipline.—Certifications:—Preferred QualificationsEducation:Master’s degree in related fieldExperience:Five years of human resources leadership experience.Broad experience in multiple HR functions.Demonstrated experience and knowledge of principles, methodsand tools of Diversity & Inclusion.Demonstrated experience in managing staff professionaldevelopment programs.Demonstrated experience in effectively training and teachingothers.Previous successful management and supervisory experience.Experience in academic or library setting.Experience working in HR at University of Chicago and/or asolid understanding of its administrative landscape.Experience with academic hiring.Experience serving as a strategic HR partner withorganizational leadership.Experience practicing HR in a union environment.Experience with planning and assessment.Certifications:PHR/SPHR/SHRM-CP/SHRM-SCPTechnical Knowledge and SkillsDemonstrates proficiency with Microsoft Office (Word, Excel,PowerPoint, etc.) and Outlook.Demonstrates experience working with human resourcesinformation systems (HRIS) and applicant tracking systems.Experience with Workday HRIS.Experience using meeting software and applications such asSkype, Goto meeting, Zoom, etc.Working knowledge of relevant federal, state, and municipalemployment laws and regulations (including those related to EEO/AA;FLSA; FMLA; ADA; and OSHA).Preferred CompetenciesDemonstrates critical thinking and analytical skills.Exceptional problem-solving skills.Outstanding oral and written communication skills, with theability to communicate effectively and professionally withindividuals from diverse backgrounds and at various levels of theorganization.Excellent interpersonal skills, including the ability to buildcooperative, effective working relationships with a range ofstakeholders both on and off campus.Strong organizational skills and attention to detail andaccuracy. Demonstrates effective facilitation, negotiation, andmediation skills.Demonstrates commitment to customer-focused service and arecord of effective leadership in the development andimplementation of new programs.Demonstrates ability to handle sensitive information, exercisediscretion, and maintain confidentiality.Demonstrates ability to exercise diplomacy and interact withconstituents with integrity, tact, and professionalism.Demonstrates ability to counsel and advise a variety ofconstituents in HR matters, and to effectively manage throughothers, influence, and collaboration.Working ConditionsOffice environmentAbility to see, including color, depth perception, or clarity;must be able to visually focus on print and electronic material forlong periods.Ability to hear, including making fine discriminations insound.Ability to sit for 4 hours or more.Ability to use computers extensively for 4 hours or more.Ability to operate equipment necessary to perform job.Effective audio-visual discrimination and perception.Ability to use standard workstation equipment.Ability to use standard office equipment.Application DocumentsCover Letter (required)Resume (required)Reference Contact Information (required)When applying, thedocument(s) MUST be uploaded viathe My Experience page, in the sectiontitled Resume/CV of the application.To ApplyTo apply for this position, external candidates must submittheir profile and any other required materialsthrough https://uchicago.wd5.myworkdayjobs.com/External. Internalcandidates must apply by logging into Workday using their CNet IDand password; for more information, please see How to Apply for a UChicago Job (CurrentEmployee) QRG. Resumes sent via mail, fax, or email will not beconsidered. For more information, please see https://www.uchicago.edu/jobs/.The University of Chicago is an Affirmative Action/Equal Opportunity/Disabled/VeteransEmployer and does not discriminate on the basis of race, color,religion, sex, sexual orientation, gender identity, national orethnic origin, age, status as an individual with a disability,protected veteran status, genetic information, or other protectedclasses under the law. For additional information please see theUniversity’s Notice of Nondiscrimination.Job seekers in need of a reasonable accommodation to completethe application process should contact University Shared Servicesvia the Applicant Inquiry Form or773-702-5800. About the UnitAt the center of an institution of intense intellectual inquiry,the University of Chicago Library aspires to be an integral partnerin the most dynamic research and learning environment in the world,supporting the University’s commitment to research and teaching andto using its intellectual resources to help solve the world’sproblems. Even as we continue to focus on building and preservingour renowned collections, the Library is assuming new roles thatare vital to research, innovation, and learning at the University.In the process, we are leveraging the deep expertise of Librarystaff, developing services that support new avenues of research,and expanding access to and preservation of scholarly resources inways that advance the goals of the University community and theneeds of the next generation of scholars. In pursuit of thismission, the University of Chicago Library’s Human Resources teamis committed to sustaining our excellent staff, providing ongoingsupport and outstanding services to all our employees. Through arange of human resources services and programs, we strive todevelop and sustain expertise, skill, commitment, and an innovativespirit in our staff, and to foster a work environment that supportscreativity, inclusion, belonging, growth, and collaboration.last_img read more

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EU stands firm on new BSE measures

first_imgUS officials suggested the Clinton administration would take a back seat, preferring to leave talk of legal action to those industries affected, which also include the cosmetics sector. But diplomats said the new legislation had caused more problems than it had solved. “Nobody in the Commission seems able to explain to us the ramifications of what was decided. We are awaiting clarification, which we are hoping will come when the pharmaceutical committee meets later this month,” said one. “This throws up serious health issues. Is the EU really going to take drug products off the market that do so much good?”Quite apart from what happens to products manufactured from the start of next year, when the new rules come into effect, the US is concerned about stockpiled drugs made before the changes were adopted.American fears have increased with the news that next week’s session of the new Scientific Steering Committee (SSC) will consider broadening the range of products covered by the new rules.The SSC will also hear the views of the special BSE sub-group on the UK’s amended scheme to free British cattle certified free of the disease from the export ban. The group was this week completing its report on London’s proposal after an initial meeting on Monday (1 September). Though tight-lipped on the subject, officials said they were “slightly more hopeful” than when the previous scheme was rejected by the Scientific Veterinary Committee in June. Indeed, the controversial rules could even be tightened following a key meeting of scientific experts next Monday (8 September).New laws to exclude certain risk materials from use in food, pharmaceuticals and cosmetics were adopted by the Commission at the end of July.US industry claims the measures could block exports of cattle-derived tallow worth more than 100 million ecu and could even endanger exports of pharmaceuticals worth 18 billion ecu every year, because US slaughterhouses are not required to remove the tissues classified as ‘specified risk materials’ under the new EU legislation. A large proportion of pharmaceutical products either contain products derived from tallow or capsules produced from gelatine of cattle origin.last_img read more

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How Europe’s press reacted to the Catalan independence vote

first_img Also On POLITICO Catalan separatists claim victory in independence vote By Zoya Sheftalovich Catalan crisis deepens after day of violence By Diego Torres Insurrection.That’s how Periodico de Catalunyas described Sunday’s Catalan independence referendum, in which, 2.26 million people cast a ballot, accounting for 42 percent of the 5.34 million eligible, 90.1 percent of whom voted Yes to independence and 7.9 percent No. Monday’s papers carried reports of violence as police attempted to stop the vote — the Catalan Department of Health estimated 814 people were injured — and combative statements by Spanish Prime Minister Mariano Rajoy and Catalan regional President Carles Puigdemont.El País led with “The government impedes the illegal referendum by force.” ABC’s headline was “A failed referendum that leaves Spain damaged.” Pro-Madrid papers accused the Catalan police, known as Mossos, of “betrayal” amid reported clashes between federal and regional police. The picture of ABC’s front page was of one such clash, with the caption “The treachery of Mossos.” El Mundo reported that Puigdemont “Will proclaim independence ‘in days.’” It carried another story titled: “The Mossos betrays the state.” Catalan front pages mostly featured images of riot police battling with protesters. El Punt Avui ran an image of one such skirmish, with the caption: “2017.” La Vanguardia led with: “The government represses 1-O,” using the shorthand for the referendum. Ara highlighted contrasting pictures, one of a confrontation between protesters and police (captioned “Shame”) and another of an elderly woman with a raised fist (captioned “Dignity.”)Even the sports pages weren’t spared. Papers reported on controversy surrounding a scheduled league match between FC Barcelona and Las Palmas at Barcelona’s Camp Nou. Barcelona — which has previously come out in support of independence — asked for the match to be postponed. Spanish football authorities rejected the request. Instead, the match was played behind closed doors. Las Palmas, a club based in the Canary Islands, wore kits adorned with Spanish flags in support of Madrid. “Shame,” said Sport, with a picture of the match being played in an empty stadium. Marca, a Madrid-based sports paper, wrote cheekily: “There is no one to applaud this Barça team,” with a picture of FC Barcelona posing in Catalan national colors.“Violence widens the gap between Madrid and Catalonia,” France’s Le Figaro reported. “The coup de force,” left-leaning Libération wrote.Many papers in the normally insular British press also led with Catalonia. “Spain torn apart as 850 hurt in referendum riots,” led the Times. Using the same picture of a riot policeman, the Telegraph reported: “EU crisis over Catalan poll violence.” The Guardian — also with the same picture — led with “Hundreds hurt as Catalonia descends into violence.”Left-leaning German paper Die Tageszeitung asked: “Can Spain still be saved?” Left-leaning Süddeutsche Zeitung wrote: “Spanish police’s brutal attacks.”last_img read more

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Judicial Council withholds election results

first_imgCampaign violations and sanctions against the LaMagna-Andresen ticket for student body president and vice president prevented the Judicial Council from releasing election results as scheduled 12 a.m. Tuesday, according to the Judicial Council.In a press release issued late Monday night, the Council said it sanctioned junior Olivia LaMagna and sophomore Rohan Andresen for “insulting the opposing ticket in a Facebook post by a supporter.” The Council asked LaMagna and Andresen to remove the post from Facebook.Andresen told The Observer the incident was “a miscommunication and a misunderstanding of one of our supporters who did not mean to offend anyone in any way.” LaMagna said she was grateful for the dedication her and Andresen’s supporters had shown during the campaign process.“There was absolutely no harm or offense intended, nor did we perceive that anything that any of our supporters have done over the course of this could be in any way, shape or form offensive,” LaMagna said. “We don’t want this to downplay all of the awesome work that we’ve had with the innovative team behind us and we don’t want this to overshadow the impressive work that happened by the hard work of a lot of people over the course of this election.”The Constitution of the Undergraduate Student Body of the University of Notre Dame du Lac states that election results cannot be released while any allegation or appeal is pending. Candidates may appeal the Election Committee’s decision within 12 hours of the hearing.Zachary Llorens Judicial Council stated that the results of Monday’s vote cannot be released until 9:15 a.m. Tuesday at the earliest, according to these rules. An earlier press release from Judicial Council issued Monday morning said juniors Lauren Vidal and Matthew Devine “exceeded their campaign spending limit by paying for advertising on Facebook for specific posts.” “As an appropriate sanction, the Election Committee hereby asked the Vidal-Devine campaign to completely delete from Facebook the three advertised posts that caused them to exceed their campaign spending limit,” the press release stated. According to the Constitution, “A campaign limit is set for all Student body Presidential and Vice-Presidential candidates’ tickets at $200.00. … Penalties are up to the discretion of the Election Committee.”Devine said he and Vidal were looking forward to hearing the vote tally Tuesday. “Lauren and I are going to get rest tonight,” Devine said. “We’ve been working hard these past few weeks, and we’re excited to hear the results [today].”Tags: elections, Student Body Presidentlast_img read more

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Katie Sue Block

first_img Katie married the love of her life, Ronnie Block in 1993.She was a loving wife, mother, Neena, and homemaker.Katie’s granddaughter Summer was her pride and joy.Preceding her in death are her parents, Frank and Lola Terral; brothers Jerry Terral and Bobby Terral; sisters Betty McCartney and Wylma Brown. Left to cherish her memories are her husband Ronnie Block; daughter Shannon Block and granddaughter Summer Connor of Groves, brothers Larry Terral and Keith Terral, sisters Brenda McDaniel and Renee Brogdon and husband Carl of Minden, LA; and a host of nieces, nephews,great-nieces and nephews.Katie so loved her family and friends.Pallbearers will be Jay Chapman, C.J. Brogdon, Parker Cupples, Donnie Foster, Jay Matt, Billy Rich, Brenston Van Houten, and Wayne Young.In lieu of flowers please make donations to St. Jude Children’s Hospital, 501 St. Jude Place, Memphis, TN  38105-9959.The family would like to thank the staff at the Medical Center of Southeast Texas Hospital for their care of our loved one Katie Block. Funeral services honoring, Katie Block, age 55 will be 2:00 p.m., Saturday, February 15, 2020 at Levingston Funeral Home in Groves, Texas with Reverend Jason Blanchard officiating.A visitation will begin at 1:00 p.m. until service time.Burial will follow at Oak Bluff Memorial Park in Port Neches, Texas.center_img Katie joined her Lord and Savior on February 12, 2020.She was born September 23, 1964 to Frank and Lola Terral of Minden, Louisiana.She was a graduate of Minden High School and was a member of Antioch Baptist Church.last_img read more

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Interbike 2009 – New Chris King Swift Road Racing Hubs, Inset Headset and Tools

first_imgRear in Orange showing radial lacing on non-drive side.Green shown with full radial lacing on front (above) and radial non-drive on rear (below).Not shown, they also have a new 15mm ISo Front Disc Brake mountain bike hub that’s compatible with 15QR suspension forks.  It’s available in two models, an SD hubshell and an LD hubshell that’s based on a 20mm axle.  There are also retrofit kits to convert your existing King hubs into 15mm axle hubs.  They have adustable bearing preload without removing the hub from the fork, too.  $179 MSRP, available in 28/32/36 hole drillings. 5-Year warranty.The new Chris King InSet sealed bearing low stack NoThreadSet is designed to with with the newer mountain bikes that have inset headsets.  They’re available now and come in three versions: 1-1/8″ (120g – $129), Tapered (170g – $149) and Mixed Tapered (150g – $149).  The Mixed Tapered uses an inset upper and standard outboard bottom section.  They use aluminum cups and bearing cap with stainless steel bearings and are available in all the King colors (some colors not available until end of year).  10 year warranty as with all King headsets.Chris King has also launched a new line of Ream and Face tools for Inset Sealed Bearing Headsets.  They’re available in a range of sizes to fit different size ranges of head tubes and configurations.  They come in Small Diameter and Large Diameter kits, and the latter requires parts from the former to function properly.  Available to the Trade only, not intended for (or for sale to) consumers.  Yeah, we know, that just makes you want them even more, but seriously, how often would you use these? They are designed to use a soy-based cutting lube that’s exclusively theirs. Last but not least, they’ve created a SRAM specific bottom bracket (118g vs 106 for Shimano version).  In reality, it’s the same bottom bracket, except it has a self-expanding spacer (that bronze bit between the red bearing cup and the inside of the crank in the photo above) and a sleeve that fits over SRAM’s tapered axle on the non-drive side.  The bearings and cups themselves are the same as the Shimano compatible bottom brackets.  They come with a 5-year warranty and cost $129.  They’re available in both 68mm and 73mm versions. Front (above) and rear (below) in Red.center_img INTERBIKE 2009 - Chris King is showing off their new Swift road hubs, an ultralight set of racing hubs that come in around 320g per pair!It’s a completely new hub with different internals than their classic road hubs, and they’re the first King hubs that are made to allow radial lacing.    They have low spoke count options, including 20/24/28/32 hole (front) and 24/28/32 hole (rear) drillings.  The hubs are sold separately and weights and pricing are:Front: 105g – $149Rear: 215g – $349A big part of the weight savings comes from the new Titanium Ring Drive internals.  The all-new drive mechanism uses 45 teeth rather than King’s standard 72 tooth configuration.  Despite being Ti, they still come with a 5-year warranty.They’re available in all of Chris King’s colors: Black, Silver, Navy, Red, Green, Mango, Pink, Pewter, Gold and Brown.  We asked why they didn’t have white and the answer was because you can’t anodize white, it has to be painted…but they acknowledged that it would be awesome.  They’re made in standard road widths, 100mm front and 130mm rear with 17mm diameter aluminum axles for use with normal QR skewers.  Freehub is 8/9/10 speed compatible with Shimano and SRAM cassettes.  Lastly, they use low-friction bearing seals.Hit ‘more’ for lots of photos and to see their new Inset Low-Stack Headset and some new frame prep tools…last_img read more

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