HR team acts to ease rail tragedy

first_img Previous Article Next Article HR team acts to ease rail tragedyOn 21 May 2002 in Personnel Today Comments are closed. Rail operator WAGN’s HR team rallied to help staff and passengers affectedby the Potters Bar train crash within minutes of the tragedy. The 14-strong HR team responded to the news of the appalling accident, whichkilled seven people and injured 76, by holding a brief contingency planningmeeting to assess how best to use their resources. Half the team then rushed to the four local hospitals and police station toprovide support for victims and their families, including organising food,accommodation and transport. HR director at WAGN, Andy Meadows, co-ordinated the operation, whichincluded arranging counselling for passengers and staff. “It was a trying time but we had to get through it,” he said.”The team was superb and we did everything that we could.” Meadows, who has attended three funerals of crash victims over the lastweek, contacted senior HR colleagues in the rail industry who had handledsimilar incidents to check his contingency plan. “They were a tremendoushelp. You can prepare, but you must make sure that every angle has beencovered,” he said. He was extremely pleased with the actions of three of WAGN’s train staff atthe scene, who acted immediately to contact signalling staff to ensure othertrains were diverted from the area as well as looking after traumatisedpassengers. The HR team has been in regular communication with staff to keep morale highand inform them of the counselling hotline and other services. The team is now in conversation with managers to identify which of its 1,800staff are most in need of counselling. Meadows said the HR team will continue to support and be a contact for thoseinvolved. It has kept a log of all events, which will be used for a thoroughde-briefing session in a few weeks’ time. Related posts:No related photos.last_img read more

Read more on HR team acts to ease rail tragedy

G1/48 concession Gulf of Thailand joint venture restructuring

first_imgNorthern Gulf Petroleum has agreed to transfer its 10% shareholding in the G1/48 Manora block to the operator Mubadala Petroleum G1 Source: Company Press Release G1/48 concession Gulf of Thailand joint venture restructuring. (Credit: drpepperscott230 from Pixabay.) Tap Oil Limited (Tap or the Company) provides the following update on the joint venture over the G1/48 Concession in the Gulf of Thailand (Concession), which includes the Manora Oil Field Production Area and is operated by MP G1 (Thailand) Limited (Operator), a subsidiary of Mubadala Petroleum Limited.Northern Gulf Petroleum has agreed to transfer its 10% shareholding in the G1/48 Manora block to the operator Mubadala Petroleum G1 (Thailand) Limited (Operator).As a joint venture party, Tap has consented to this transfer. The transfer will become effective upon the execution of the relevant supplementary Concession pursuant to the Thailand Petroleum Act BE 2514, 1971 (as amended from time to time).last_img read more

Read more on G1/48 concession Gulf of Thailand joint venture restructuring

Director of Operations

first_img* How did you learn of this opportunity with UNC Wilmington(2021)?UNCW WebsiteUNCW Facebook PageUNCW Linkedin PageUNCW Twitter AccountUNCW Employee ReferralChronicle of Higher EducationCraigslistDiverse Issues in Higher EducationGlassdoorHigher Ed JobsHispanic OutlookIndeedInside Higher EdNorth Carolina Job NetworkWomen In Higher EducationOther ResumeCover LetterList of 3 Professional ReferencesOptional Documents Posting Specific QuestionsRequired fields are indicated with an asterisk (*). Posting DetailsVacancy NumberS01353Position TitleUniversity Program ManagerWorking TitleDirector of OperationsCompetency LevelJourneyDept/SchoolCHHS – Dean’s Office – 31500Primary Purpose of Organizational UnitThe College of Health and Human Services ( CHHS ) is aninterdisciplinary and integrated academic unit that includes threeprofessional schools: the School of Nursing, the School of SocialWork, and the School of Health and Applied Human Sciences.The CHHS Business Core Services Team ( BCST ) provides centralizedfinancial, human resources, event management, facility management,systems training and support, and reporting services to all CHHSunits. CHHS has a permanent operating budget of approximately $22M,approximately 175 permanent employees, and nearly 5,000students.CollegeCHHS – Dean’s Office – 31500 CollegeCollege/School InformationUniversity InformationThe University of North Carolina Wilmington, the state’s coastaluniversity, is dedicated to the integration of teaching, mentoring,research and service. Widely acknowledged for its world-classfaculty and staff and continuously recognized at a national levelfor scholarly excellence and affordability, UNCW offers a powerfulacademic experience that stimulates creative inquiry and criticalthinking and a community rich in diversity, inclusion and globalperspectives.A public institution with nearly 18,000 students, UNCW offers afull range of baccalaureate- and graduate-level programs, as wellas doctoral degrees in educational leadership, marine biology,nursing practice and psychology; and many distance learningoptions, including clinical research, an accelerated RN-to- BSNprogram, an Executive M.B.A. program structured for workingprofessionals, and the nation’s only bachelor’s degree programfocused on coastal engineering.The university’s efforts to advance research and scholarlyactivities have earned UNCW the elevated designation of “DoctoralUniversities: High Research Activity” institution (R2 University)by the Carnegie Classification of Institutions of HigherEducation.UNCW has been part of the University of North Carolina System since1969.Location of WorkplaceMain UNCW CampusBrief Summary of Work for this PositionThis position is part of the Business Core Services Team withinUNCW’s College of Health and Human Services ( CHHS ). The Directorof Operations reports to the Assistant Dean for Administration andResource Management and manages the daily operations, events,facility management, and space planning for the college.This individual is responsible for:• Overseeing daily operations including facility management and allnon-academic course scheduling in buildings utilized and occupiedby CHHS• Ensuring appropriate planning, execution, and reporting of eventssponsored by CHHS or held in locations managed by CHHS• Creating, prioritizing, and communicating work orders formaintenance, repairs, and minor remodeling and renovationprojects• Managing all capital asset, fixed asset, and equipment planning,tracking, and reporting for the college• Working closely with UNCW’s office of Facilities, InformationTechnology Services ( ITS ), Space Planning, Environmental Health& Safety, and Enterprise Risk Management as well as workingwith campus partners in shared buildings• Coordinating space management with appropriate university officesand committees• Managing CHHS’s continuity of operations planning and theexecution of the plan• Directly supervising two coordinators and indirectly supervisingup to 15 student workersMinimum Education and Experience RequirementsBachelor’s degree in business, facility management,communications or related field or equivalent combination oftraining and experienceTwo years of professional experience in facility management,special event programming, or related fieldTwo years of supervisory experienceStrong oral and written communication skillsExcellent customer service skillsPreferred education, professional skills andexperiencePreference will be given to candidates with experience:Working in higher education, especially in event/conferencemanagement or facility managementWorking in large or complex environments with multiplestakeholder groupsDeveloping student employeesProviding basic support for computers, technology, and/oraudio/visual equipmentUsing space scheduling and event management softwareRequired Certifications or licensureN/ARecruitment Range$54,000 – $66,414FTE1.0 (40 hours per week)Months Per Year12 MonthsWork DaysMonday through Friday with some weekend hoursWork Hours7:30AM to 4:30PM (typically)Type of PositionPermanentAnticipated Ending Date if Time-LimitedPosition Number1032Job Posting Date04/20/2021Posting Close Date05/14/2021Special Notes to ApplicantsPLEASE NOTE : This posting will close at 11:59PM on the postedclosing date. To receive full consideration, please be sure youhave fully completed the entire application before you apply forthis position. Failure to answer all required questions will causethe system to disqualify your application.For more info/to apply visit http://jobs.uncw.edu. Applicationsmust be submitted through the online application system to beconsidered.You will be required to attach a cover letter and resume tosuccessfully apply for this position. To receive fullconsideration, please be sure you have completed the ‘Work History’section of the application before you apply for thisposition.This position is being recruited at the Journey level. If noapplicants apply who meet the required competency and training& experience requirements, then management may consider otherapplicants. Salary would be determined based on competencies,equity, budget, and market considerations.EEO StatementAt the University of North Carolina at Wilmington ( UNCW ), ourculture reflects our values of inclusion, diversity, globalization,ethics and integrity and innovation and we are committed toproviding equality of educational and employment opportunity forall persons without regard to race, sex (such as gender, genderidentity, marital status, childbirth, and pregnancy), age, color,national origin (including ethnicity), religion, disability, sexualorientation, political affiliation, veteran status, militaryservice member status, genetic information, or relationship toother university constituents – except where sex, age, or abilityrepresent bona fide educational or occupational qualifications orwhere marital status is a statutorily established eligibilitycriterion for State funded employee benefit programs. UNCW believesthat embracing the unique contributions of our faculty, staff andstudents is critical to our success and paramount in beingrecognized for our global mindset.Eligibility for EmploymentFinal candidates are subject to criminal & sex offenderbackground checks. Some vacancies also require credit or motorvehicle checks. UNC Wilmington participates in E-Verify. Federallaw requires all employers to verify the identity and employmenteligibility of all persons hired to work in the UnitedStates.External Link to Postinghttps://jobs.uncw.edu/postings/20427Applicant DocumentsRequired Documentslast_img read more

Read more on Director of Operations

MAY 20, 2017 “READERS FORUM”

first_imgWhats on your mind today?Todays “READERS POLL” question is”Do you feel that long time City Council members Mosby, Weaver, McGinn, Adams and Robinson have been “Good Stewards Of The Public Trust”?We urge you to take time and click the section we have reserved for the daily recaps of the activities of our local Law Enforcement professionals. This section is located on the upper right side of our publication.If you would like to advertise or submit and article in the CCO please contact us City-County [email protected] LinkEmailSharelast_img read more

Read more on MAY 20, 2017 “READERS FORUM”

David Byrne Wrote A New Musical About Joan Of Arc As A Rock Star

first_imgLegendary Talking Heads frontman David Byrne has been expressing his musicality on a number of interesting projects in recent memory, including the recent Contemporary Color documentary pairing color guard teams with modern artists, as well as the musical “Here Lies Love” that he wrote with help from Fatboy Slim. It seems that Byrne has announced his second-ever foray into musical theater, with a new production called “Saint Joan.”Set to debut on February 14th at the Public Theater in New York, NY, “Saint Joan” will tell the story of Joan Of Arc in an atypical setting: a rock concert. The show will unfold on a discotheque dance floor, and the New York Times writes that the musical will be framed by a rock show. Byrne explains his fascination with the Joan Of Arc story in a press release, saying: Why has this story endured over centuries and been made into so many plays and movies? Because it’s about someone—a nobody, a teenage girl—who inspired others to act, to overthrow their oppressors and take charge of their lives. She transforms from an innocent, into an androgynous warrior, and finally a martyr. Joan’s story is about the power of the individual to make a difference and (for me) the hubris and sometimes oversteps that often go along with that. In other words—it’s completely relevant. He also writes, “On stage, imagine a singer—a contemporary young woman—backed by her inspired band, ultimately immolated at the end of her concert.” This should be an interesting concept, and we can’t wait to see it when it comes out!last_img read more

Read more on David Byrne Wrote A New Musical About Joan Of Arc As A Rock Star

Why so many of us are watching films like ‘Outbreak’

first_imgGAZETTE: But these stories are so chilling. Doesn’t it seem counterintuitive that we’d want to further steep ourselves in feelings of fear and paranoia?ROBICHAUD: There’s a fascination with those questions because we’re living through a time in history where the core institutions and ideas that we embrace are being challenged or are temporarily unraveling. I’m thinking of movies like “World War Z” based on Max Brooks’ absolutely fantastic book. I think those movies are appealing to us because we see it all at a distance. In other words, the fantastical component actually helps us process things better. We see what it would be like to live through the unraveling of a society and what it would it be like on the other side. A good example is Stephen King’s “The Stand,” about a lethal flu that sweeps the world and kills 99 percent of the population. In that book, we get to see both of those sides. We get a long series of pages that describe how this happened and what immediately came to pass. Then, of course, we get the epic mythological battle of good versus evil.GAZETTE: So it’s an opportunity to work out angst at a safe distance?ROBICHAUD: I think, yes. As consumers of popular entertainment, we do like to see scenarios in which society is under threat and possibly crumbling. We like to see how people manage that. To bring it back to this current moment: The good news is we are not in a situation like “The Stand.” We are not in a situation like “World War Z.” Our infrastructure is under pressure; our way of life is certainly under pressure. But our institutions are holding up. Nevertheless, our life has dramatically changed for a short period of time, which is exactly what these stories emphasize.What fantastical literature allows us to do right now is to look at other individuals in exaggerated but similar types of situations — at enough of a distance — where we can process it. If I were to come up with a theme for the first two decades of the 21st century and one of the many themes for this moment, it would be that all of the things that we cherish are much more fragile than we ever imagined — that a way of life where people went to work every day, where we’re zipping around the world on planes and all the rest of it — that can all go away, almost in a flash. That’s a very scary thought, but it’s an important one for us to confront because I hope it forces all of us, starting with me, to realize how precious these things are, how fragile, and how vigilant we must be going forward in preserving them along with our health.GAZETTE: Doesn’t that still represent a pretty dark vision?ROBICHAUD: Most of these narratives have hopeful conclusions — though not ridiculously hopeful. Nevertheless, there is light at the end of the tunnel. To stay with “World War Z,” things go horrible. The world crashes, but of course, Brad Pitt discovers the zombie’s one weakness and the world uses it to its advantage and we see sort of a montage at the end where the world is fighting its way back. The movie ends with a message of: “We’re not done yet. There’s more to do.” I think that that’s right, and we need that. It’s the same with invasion movies — anything from “Independence Day” to Marvel’s “Avengers” series. These stories push humanity to the edge, and then we punch back. There is something inspiring about that. There’s something very human in that story of being tested and yet finding a way to overcome.GAZETTE: Have there been any moments from these narratives that echo what’s happening now with the coronavirus pandemic?ROBICHAUD: There are a few. I’m thinking about those early moments in HBO’s historical drama “Chernobyl” [which depicts the aftermath of the 1986 nuclear power plant explosion in the former Soviet Union]. It showed the government so clearly not confronting the reality of what happened, and I found myself regularly thinking these past couple of weeks about those early scenes when no one wants to give bad news to their superiors or downplaying the gravity of the situation on the ground. We have not learned any lessons, it seems.In terms of more fantastical moments and switching to the novel version of “World War Z,” we see different countries handling things differently and sticking to the playbook they are familiar with instead of adapting, and then going to extremes when all else fails. North Korea, for example, went dark, communications-wise, and in the movie version they say the North Korean government removed everyone’s teeth to stop the spread. The important lesson is some countries are willing to go to great lengths to avoid spread, throwing any balance out the window.Lastly, in “Avengers: Endgame,” there are moments where we see the aftermath of Thanos’ attack, which wiped out half of Earth’s population. We see that people have moved on five years later, but they’re still experiencing loss. You see that particularly in the group therapy session Captain America runs for people trying to still cope. I think that’s going to be something very real for us going forward. We are going to move on, but we’re kidding ourselves if we think we’re just going to be able to sort of shake this off. It’s just not going to work like that. This is a loss. Our way of life will likely change. To put it bluntly, a lot of people are going to be dead, and we’re going to feel that going forward, similar to how we felt in the aftermath of 9/11.This interview was edited for length and clarity. The Daily Gazette Sign up for daily emails to get the latest Harvard news. Even before the coronavirus pandemic, movies about post-apocalyptic worlds — often brought about by deadly, fast-spreading viruses — drew millions of eyeballs. Now, with millions of people at home because of the COVID-19 outbreak, many are flocking to such narratives. The 2011 thriller “Contagion,” which depicts the spread of a lethal virus from China, has recently become one of the most popular movies on iTunes, Amazon Prime Video, and in the Warner Bros. library. The 1995 blockbuster “Outbreak,” about a killer virus in the U.S., consistently made Netflix’s top 10 most-watched list in March.Christopher Robichaud is a senior lecturer in ethics and public policy at the Harvard Kennedy School of Government and director of pedagogical innovation at the Edmond J. Safra Center for Ethics. As part of his work, Robichaud looks at issues of moral and political philosophy in pop culture. He spoke to the Gazette about the lure of these stories and what it may say about us.Q&AChristopher RobichaudGAZETTE: Overall, why are people turning to these pandemic and catastrophe-related narratives now?ROBICHAUD: Narratives that fall under these categories tap into different things. Movies like “Contagion” or “Outbreak” both try to track with reality and show us a portrayal of what it would mean to confront something very, very ugly, have our institutions and our infrastructure challenged and threatened — maybe even pushed to the breaking point — while adding some human element to it. Both of these movies didn’t just deal with the contagions abstractly, but inserted people and their struggles and the moral dilemmas that they faced. For example, “Contagion” really confronted a question: Do you take some possible vaccine and give it to a loved one, violating protocols on who is eligible to receive it? So, a general answer to some of the more realistic pandemic-related narratives is just that as we sometimes find ourselves interested in watching a film about war, or a film about true crime, or a film about natural disasters like an earthquake or hurricane, we take some cinematic or fictional enjoyment in watching people confront these really hard things and overcome them.GAZETTE: How about with less-realistic stories?ROBICHAUD: I don’t think that that interest explains our society’s obsession with narratives that are a bit more fantastical, like zombies. In some of the classes that I teach, I make this distinction between dystopian literature and post-apocalyptic literature. What I’m trying to point to is that in a lot of dystopian literature, government institutions and state infrastructure and things like that are still in place. But what’s in place is horrible. Think “The Handmaid’s Tale.” Compare that to post-apocalyptic fiction, cinema, or other storytelling, where there is no more government or infrastructure. What these stories tend to do is to show us ourselves at our most basic level. What would we be like without government? What would we be like without the social institutions that we’ve developed over time? What would that world be like? “What fantastical literature allows us to do right now is to look at other individuals in exaggerated but similar types of situations — at enough of a distance — where we can process it.” — Christopher Robichaudlast_img read more

Read more on Why so many of us are watching films like ‘Outbreak’

Educate Yourself, Listen, and Stand Up

first_imgSince Michael shared his thoughts with the company last week (you can read his full letter below), there have been many powerful conversations across our teams in response to the murder of George Floyd – and the many acts of violence before and since perpetrated against Black men and women. On Thursday of last week, more than 20,000 Dell Technologies team members from around the world gathered on a call hosted by Reshenda Daniels (you can read her note below) and our Black Networking Alliance employee resource group. We listened and shared our own thoughts, feelings, rage, heartache, and hope in response to the systemic racism that plagues the United States, and many other parts of the world. It was an intense conversation, yet shockingly intimate considering the sheer number of people on the call. It gave me tremendous hope for our company and for our future. But as a society we have a long way to go indeed.I’ve shared the full text below of two LinkedIn posts from members of our Dell Technologies community, in addition to Michael’s letter to our team originally posted on LinkedIn last Monday. I hope you read them in full. Especially resonant guidance comes from Deonte Thompson, who asks all of us to educate ourselves and others, ask questions, seek to understand others’ experiences, know when to be quiet and listen, and stand up for what you believe in. I hope we can all take a personal pledge to be “dirt movers” like Deonte, as we do the hard work in front of us to change the world.—Deonte Thompson, Chief of Staff, Client Solutions Group:It’s 3:19 pm and I’m sitting in my home office in quarantine staring at 44 unread e-mails that I can’t seem to open. The walls are starting to feel like they’re closing in on me and what once felt like freedom now feels like incarceration. My mind is distracted because it keeps drifting off to our social climate. I have decided to sacrifice a moment of corporate responsibility to willingly succumb to a moment of social reflection.There’s a lot that’s going on in the world from the pandemic of Covid-19 to the ongoing pandemic of overt, covert and systemic racism. Interestingly enough, I’m not distracted by any of that at the moment. My mind keeps drifting to a simple question that I can’t seem to answer. The question echoes in my mind like a voice that cries out in an empty room. The question is, “How can I help? I want to make a difference and be part of the solution, but I don’t know what to do.” I’ve been asked this question from people at multiple levels of the workforce ranging from Senior Vice Presidents to Individual Contributors. It’s distracting because it’s one of the most powerful questions that a person can ask. To not have an answer is to not have an understanding. My countenance slowly morphs from distraction to frustration. I’m telling myself, “I’m a black man who understands many of the struggles of my community, why don’t I have an answer?” I realize that there are a million possible responses, but my mind is disturbed because I need meaningful solutions.I rarely engage in social media discussions relating to race, religion and politics because past experiences have proven them to be unfruitful. However, I had a recent discussion on social media with an old friend who just so happened to be a white female. She posted about her frustrations with all of the rioting and looting. She was tired of people saying “Black Lives Matter” because she believed “All Lives Matter.” The post was so emotionally charged that I decided to respond to her via a private message. I had a point of view but as I typed I felt a need to abandon my point of view and just listen. I decided to ask questions and follow up questions in order to gain an understanding. By the end of the conversation, she told me that I made her think about her position in a way that she has not done so in the past. She wanted to think about the discussion and continue it the next day. I did not challenge her position nor did I agree with it. I simply walked her through a journey of self-exploration that forced her to challenge her own point of view.At that moment, I gained a little more insight. It started to make sense. This is not a moment of change, this is a moment of introspection. Change will come but we must first challenge our way of thinking, our beliefs and our actions. The answer to the question, “How can I help?” must start with a serious meditative self-evaluation before any meaningful action can be taken. The first step is to take ourselves on a journey from introspection to self-awareness. This is not a time to passionately voice your point of view. It’s a time to silently question it.When I was in elementary school in the 80’s, my dad took me outside of the house to teach me a valuable lesson. He told me to pick up a handful of dirt from our yard and place it on the other side of the street. I completed the task and returned to him, not understanding why he’d asked me to do it. He then looked at me and told me, “You have just changed the world. The world will never be the same.” It would take me years to really understand what he was saying and decades until it resonated to a point of insight. No matter how insignificant you think your actions are, you have the power to change the world. Changing the world doesn’t start when the world is watching, it starts when you decide to take small, silent, isolated baby steps. It’s now 3:45pm, I have 51 unread e-mails, my action items are increasing but I have a little more peace and the picture is becoming more clear. We must become students of listening and learning while asking probing questions. By listening, we gain a better understanding which is a prerequisite for empathy. You do not have to agree. In fact, everything that you know and have learned in the past is unimportant in that moment. When you ask questions, with no thoughts of contrary rebuttals, you help others in their own introspective journey.I read a great article on CNN entitled “A guide to how you can support marginalized communities”. The key points were:Educate yourself and othersDo your research, Ask questions when needed, Brush up on history, Influence people in your own group, Teach your children, Own up to your mistakesListenPay attention, Know when to talk less, Understand others’ experienceStand upBuild networks, Use your privilege to help others, Know your rights when you are videotaping, Voice your concerns to those in power, Stand in solidarity, Donate your time and money, VoteEducate yourself, listen and stand up. Those are 3 things we all can control. Imagine a world where every person took this approach in areas of gender bias, racism, age discrimination, etc. The world would be a better place with unlimited potential to innovate and progress. I’ve learned that when we try to do too much, too fast, we become overwhelmed by the moment. However, if we focus on taking a handful of dirt from one side of the street to the other then we can maximize the moment.Where do we go from here? It’s now 4:05pm, I have 62 unread e-mails and I’m getting closer to an answer. It will take the collective whole to look introspectively at their thoughts, biases and actions. Although a vision is set by leadership, it must be enforced and demonstrated by middle management and sustained by everyone. Change will not happen overnight but I’m optimistic that we can change the narrative to one that our children will be proud to read about in the history books. They’ll say, “my parents made a difference.” Not by marching externally but by marching internally. Not by being a decision maker that changed policies and legislation but by being a drum major for change in their thinking. Not by civil disobedience but by moral obedience. There’s nothing wrong with marching and moral acts of civil disobedience but the journey to change starts with the person in the mirror.What I call being a dirt mover, Dell Technologies describes as “Every little thing is everything.” The answer to how we continue to evolve our diverse culture is found in the development cycle of our products. Learn your customers’ needs and focus on the little things that create an awesome experience.I do not have the answer to systemic racism but I do have 3 focus areas that can help us in this journey.1. Be an upstanderAn upstander is a person who speaks or acts in support of a cause. We should show our solidarity by holding ourselves accountable. By doing this we will build a greater awareness of our actions. In order to be an upstander you must educate, listen and stand up.2. Participate in listening sessions or encourage your organization to have them. I recently conducted a listening session for 15 women at my job who may be our future leaders. As a man, I gained valuable actionable insights and also realized that I had blind spots. These are extremely valuable.Have a series of small group (10-15 people) listening sessions with black employees to understand their point of view of the issues faced. This session should be conducted by a leader who is not black.These listening sessions will serve as an input into brainstorming exercises to ideate solutions that will advance your corporate culture of inclusion.3. Encourage your organization to provide unconscious bias training.Providing the training is only half of the challenge. You must also work with your training department to ensure that the training includes a section for “systemic racism.” I’ve found that its easier for companies to talk about gender and talent diversity than it is to talk about race (especially the issues that African Americans face in corporate America).Fight to make this class mandatory for ALL employees.It’s now 4:31pm, I have 71 emails and I have a little more peace. I have a little more understanding. I have a little more direction and I have a little more optimism. We can’t do everything, but we can do a series of little things together that will lead to great things. This is how movements happen. This is how cultures shift and it’s also how successful companies thrive in the face of controversy. Let’s move dirt together, no shovel required, your hands are good enough.—Reshenda Daniels, Project/Program Consultant:Yesterday almost 28,000 team members in 78 countries joined Dell Technologies Black Networking Alliance Employee Resource Group to acknowledge and take a moment to reflect on some of the lives unfortunately lost. I had the pleasure of hosting this incredible event with Michael Dell and our Executive Leadership Team. I am proud to work for a company that made time to reflect and take a stance against racism, and pledge to do more as a collective Dell Technologies family, and look forward to the work we will continue together to drive change.Additionally, I would like to thank all the individuals who helped make this event happen. Your leadership and support is why I am proud to say #iwork4dell. Let’s Stand Strong Together!—Below is a message Michael Dell shared initially with Dell Technologies team members, and then published on LinkedIn to share with our customers, partners, and friends:To: All Dell Technologies team membersThis has been an incredibly difficult time in America – troubling and sad. The murder of George Floyd is an atrocity. We all stand in horror, grieving as a nation alongside his family and his community. To see a man killed, a life ended cruelly and senselessly is something that will haunt me forever. But for people of color in communities all over this country and around the world – that footage is not a surprise, it is all too familiar. The fault lines of our society are laid bare. From the devastating and disproportionate impacts of COVID-19 to the devastating impacts of police brutality, the long-standing racial injustice in America that began 400 years ago is impossible to ignore. And the people who have been ignored are now demanding to be heard. We are listening.I recently spent some time with a group of black team members – mostly listening. How are we doing? Have we succeeded in creating a company where all our team members feel safe and valued? How can we do more? How can we do better? What was supposed to be a one-hour meeting lasted much longer. I’ve been thinking about that conversation a lot, about our team members, our friends and our families. The main thing I heard was we need to create space for tough conversations, have greater leadership accountability and take actions that drive positive socio-economic change for communities of color. I am optimistic about what we’ve built at Dell, of our culture that’s designed to support every team member in reaching their full potential, and of our vision for where we’re going. I’ve always believed diversity is power. It’s how we win and win the right way. We can lead by example and lean into our inclusive culture. We can lead by example and surround each other in love and support when we need it most.Later this week, our Black Networking Alliance ERG will hold a moment of reflection to recognize and hear from those who are most affected by recent acts of violence. I’d ask that everyone please join with us in this moment. Additionally, our Chief Diversity & Inclusion Officer, Brian Reaves, is talking internally and with our partners to see where additional investment is needed. We need to do things differently now so that we can lead measurable change and truly be an employer of choice for all. I encourage you to get involved. Because for all the work we do within our own company, there will never be true justice or equality until we root out the rotten underbelly of racism that is eating away at the most cherished values we hold dear. Real change requires us all to actively participate in the hard work that lies ahead… the hard work that has to be done for our nation and our world to heal, grow stronger, and for us to move forward as one people with a shared voice.I am thinking about my role. I hope you are thinking about yours. This is a time to stand strong together. Let’s be kind. Let’s be loving. Let’s stand up for each other and be the change.last_img read more

Read more on Educate Yourself, Listen, and Stand Up

Sunbelt 2016

first_imgUniversity of Georgia President Jere W. Morehead and other UGA administrators celebrated the opening of the 2016 Sunbelt Agricultural Expo by visiting the trade show Oct. 18 in Moultrie, Georgia.This is the fourth consecutive year that Morehead has taken part in the Expo festivities since becoming president of UGA in 2013. As he has in previous years, Morehead toured the UGA College of Agricultural and Environmental Sciences building at Spence Field, where he spoke with student ambassadors and visited with key agricultural leaders in Georgia.“I always enjoy returning to south Georgia for this exciting event and seeing first-hand the critical role that the University of Georgia plays in supporting the state of Georgia’s agriculture industry,” Morehead said. “Coming to Sunbelt is a highlight of mine every year, and I am thankful to have had the opportunity to show support for our wonderful College of Agricultural and Environmental Sciences.”Expo visitors to UGA’s exhibit this year will learn about experiential learning at the agricultural and environmental sciences college. As part of a new UGA graduate requirement that went into effect this fall, all undergraduate and transfer students in the college must engage in hands-on, experiential learning within a domestic or global setting. These opportunities could be internship courses, research courses or study abroad courses. CAES Dean Sam Pardue said Sunbelt is a valuable opportunity to showcase the experiential learning aspect to students in the Southeast.“Our students tell us that one of the most valuable aspects of their education in the college is the hands-on learning experience they gain,” Pardue said. “Our students are in such high demand by the industry because they enter the workforce prepared to go to work. They not only have a world-class education, but they have some real-world work experience under their belts.”Expo visitors will also learn more about the agricultural and environmental sciences college and its campuses in Athens, Griffin and Tifton. Prospective students are interacting with student ambassadors and learning about the college from academic recruiters.“Having the opportunity to be part of the Sunbelt Agricultural Expo is an honor that we at UGA do not take lightly,” said Breanna Coursey, a student recruiter at UGA’s Tifton campus. “With as many as 80,000 visitors who care about agriculture coming to the event this week, this is a prime opportunity to inform students and their parents about receiving an education at the state’s land-grant institution.”Visitors at Sunbelt will also be able to learn about key research being conducted at the 600-acre working research farm on site. UGA scientists scheduled to speak this week include Gary Burtle, John Bernard, Paula Burke, Justin Fowler, Claudia Dunkley, Lawton Stewart, Lee Jones, Dennis Hancock, Stanley Culpepper and Glen Harris.UGA’s expertise during the three-day event is vital to the show’s success, according to Chip Blalock, executive director of the Sunbelt Expo.“Having UGA’s scientists here this week to discuss agriculture-related topics like aquaponics, beef cattle management, forages and harvesting of row crops, which are vital to the growth of agriculture in this state, is a great part of the Sunbelt Expo. Anybody who attends this week can learn from the best researchers in agriculture,” Blalock said. “Want to know why agriculture is Georgia’s top industry? It’s because of world-renowned research, like what’s conducted every year here at Sunbelt.”Also present in the UGA CAES building are UGA Cooperative Extension agents, who will be available to answer questions visitors have about the three focus areas in Extension: agricultural and natural resources, family and consumer sciences and 4-H.“UGA Extension’s presence at the Sunbelt Expo is an important part of our mission every year. We reach more than two million Georgians through our education programs annually. Many of those educational opportunities come during this week,” said Laura Perry Johnson, director of UGA Extension. “Besides offering ag-related information, our agents are teaching children about 4-H and informing parents about child development and proper nutrition. This week is a great time for our agents to educate their respective audiences.”For more information about UGA Extension, visit extension.uga.edu.The Sunbelt Expo will continue Oct. 19 from 8:30 a.m. to 5 p.m. and Oct. 20 from 8:30 a.m. to 4 p.m.last_img read more

Read more on Sunbelt 2016

Davis & Hodgdon offers synopsis of new federal tax deal

first_imgDavis & Hodgdon Associates, CPAs, PLC,Williston accounting firm Davis & Hodgdon Associates CPAs (www.dh-cpa.com(link is external)) has worked up a synopsis of the deal President Obama cut with congressional Republicans on taxes and jobless benefits. The deal signed into law on December 17, 2010 extends President Bush’s tax cuts and makes changes to other key provisions. Among the major highlights: An extension  of the Bush tax cuts for all, not just lower and middle incomers. Thus, the 35% top rate on individuals will continue for two years. And caps on itemized deductions and personal exemptions won’t return until 2013.Favorable rates on dividends and long-term capital gains.The 15% maximum rate on both remains in effect through 2012. The same goes for the 0% rate on gains and dividends for filers in the 10% or 15% tax brackets.A return of the estate tax for 2011 and 2012, with a $5-million exemption, a 35% rate and a reinstatement of a stepped-up basis for heirs. For 2010, estates will have a choice: Pay no estate tax, but heirs face a carryover basis for inherited assets that have appreciated by more than $1.3 million (plus $3 million for assets going to a surviving spouse). Or the heirs can claim a stepped-up basis on the inherited assets if the estate pays estate tax at 35% on assets over $5 million.The estate tax exemptions will be portable, so that when one spouse dies, the unused amount goes to the surviving spouse and can be used at his or her death. This ends the need for spouses to set up trusts in their wills just to save estate tax.The lifetime gift tax exemption will rise to $5 million. This will be done by reintegrating the gift and estate taxes, restoring the system in place before 2004.Some refundable tax breaks will be extended  through 2012.Higher earned income and child credits.The American Opportunity college credit.Many tax breaks that lapsed after 2009 will be revived for 2010 and 2011. They include direct payouts to charity of up to $100,000 from IRAs, the R&D credit and the write-offs for state sales tax, up to $250 of teacher supplies and college tuition.A Social Security tax cut for employees and self-employed. For 2011 only, the 6.2% tax rate for the employee portion of Social Security tax will decline to 4.2%, a tax saving of up to $2,136 per filer. This will replace the Making Work Pay Credit, which provided a maximum tax saving of $400 for single filers and $800 for couples.Businesses of any size will be able to immediately expense the cost of assets by claiming 100% bonus depreciation. The break is retroactive for assets put in use after Sept. 8, 2010 and before Jan. 1, 2012. In tax year 2012, 50% bonus depreciation will be available. Only new assets with useful lives of 20 years or less will qualify. This includes machinery, land improvements, and single-purpose farm buildings.The AMT exemptions will increase for 2010 and 2011.last_img read more

Read more on Davis & Hodgdon offers synopsis of new federal tax deal

Tips for a positive resignation

first_img 9SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr Most employees will face a time when, for whatever reason, they decide to leave an employer. When that occurs, how they approach the situation can have a big impact on their relationship with their former employer. Even though they may be eager to move on to the next great opportunity, burning bridges is never advised.Here are some best practice recommendations to leave on the right foot and boost the odds of maintaining a positive relationship:Whenever possible, tell your manager first, says Laurie J. Maddalena, CPCC, PHR, CEO/chief leadership consultant with Envision Excellence LLC, in Rockville, Md. “Don’t go first to HR and bypass your direct manager unless there’s something egregious going on,” says Maddalena.Follow up your verbal notice with a resignation letter. “Thank the company if that resonates with you—for their support or training or whatever,” Maddalena recommends. In addition, she says: “If you had a great relationship with your manager, mention that you appreciate the manager’s support.” continue reading »last_img read more

Read more on Tips for a positive resignation