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Episode 4 / Season 1Walking the Talk: Addressing Power Within
with Srilatha Batliwala
After our last episode with Srilatha Batliwala we felt like we were not even close to done with our exploration of power in the workplace, and wanted to dive deeper into understanding and transforming repressive power dynamics within our organizations. In this episode Srilatha builds on the themes in our last episode, helps us identify complex hierarchical structures, and gives us the tools to begin dismantling them.
Srilatha's work has spanned grassroots activism, building movements of marginalized women, policy advocacy, and capacity building of young activists around the world.
She currently serves as Senior Advisor, Knowledge Building with CREA, (Creating Resources for Empowerment in Action), a global organization based in New Delhi, India, that works at the intersection of gender, sexuality and human rights.
Walking the Talk: Addressing Power Within Presentation Spanish Translation: Walking the Talk: Addressing Power Within Exercise Walking the Talk: Addressing Power Within Exercise Achieving Transformative Feminist Leadership Manual
Mallika Dutt: Welcome to Leadership Moves presented by INTER-CONNECTED. I'm Mallika Dutt. In this episode, Walking the Talk: Addressing Power Within, we're going to go on a journey with Srilatha Batliwala to explore how we create more justice and equity within our organizations. After all, if we can't figure out how to do that in our social justice spaces, how can we do that in the rest of the world? Srilatha Batliwala is a globally renowned feminist who has been writing and teaching about power and hierarchies for decades. She's currently a senior advisor with CREA, Creating Resources for Empowerment in Action.
Mallika Dutt: Welcome again everybody from around the world. Today we're going to be doing a deep dive, a deeper dive into how we understand and analyze power within our organizations. We had a session with Srilatha last month where she went over this issue in great detail and many of you wrote in and said that you wanted more time on this and more practical, hands on time on this. So after I introduce Srilatha to you, we're going to have a really short overview presentation and then just break us out into the small groups, as we discussed.
Just a couple of things that I want you to keep in mind. This is a practice session. When we explore power within organizations, the different ways in which power is held, wielded, challenged, transformed, it can often be very stressful because we're not used to having these conversations. And I think that certainly in the last year, certainly with Black Lives Matter, certainly with the ways in which we have all been looking to transform our organizations into more inclusive, egalitarian, creative spaces where intergenerational voices can be heard more clearly that this today's exercise is about learning the tools and finding the words and the vocabulary to do that with one another from a place of a little bit more proficiency.
So my invitation to you is to see this exercise as a way to learn together. Like I said, this can often be a challenging thing to do. So, have some compassion. This is about a shared educational experience. And certainly we believe that on the other side of this it will help us to create much, much stronger, more resilient, and the kinds of organizations that we all desire to be a part of and lead. So without further ado, I'm going to introduce Srilatha to you. Srilatha has been a feminist, an educator, a teacher, a guide, a writer for decades in the women's movement. She was also once upon a time at the Ford Foundation, as I was, so we're both delighted to be in this conversation with all of you. She is a senior advisor with CREA (Creating Resources for Empowerment in Action), which is a global organization addressing sexuality and rights that is based out of Delhi. Srilatha does many other things as well and I invite you to look at the bios that we've shared in prior emails. So without further ado, I am going to hand this over to you Srilatha and welcome back. And thank you so much for agreeing to do this again.
Srilatha Batliwala: Well, thank you very much. And I have to say, good evening, which is what it is in my time zone, but also very good early morning. I see somebody from Seattle, and a good day to all of you in different time zones.
Srilatha Batliwala: Thanks very much for asking me to come back and do this follow up session. For those of you who were in the first one you know that we just about touched the tip of the iceberg. So we're hoping to dig just a little deeper today. And I do hope that those of you who are joining this session for the first time, have had a chance to look at the presentation last month and some of the concepts that were introduced there because otherwise they're going to seem a little out of left field, as it were.
So what I'm going to do is try to bring everybody up to speed, at least with some of the basics, by doing a brief recap of some of the issues that we discussed last time.
So what did we talk about last time in terms of key concepts that we have to address and understand in order to deal with how power operates inside our own systems. And not just in our organizations, but for that matter in our movements and even informal formations like you know collectives and you know, unions and neighborhood groups and so on.
So, we introduced several key concepts. And the first being, you know, what is the nature of organizations? What are the assumptions that we make about organizations and how do those assumptions become problematic? What are the forms or faces of power in organizations? And I had led the group through a very brief overview of understanding the different faces of power and how they operate.
Then we looked at this concept of the deep structure of organizations. We looked at power under, which is a very, very important and critical concept I think especially in our social movements for reasons we'll see in a moment.
We talked about how is power constructed and sustained in organizations. And why tackling deep structures is actually critical if we want to transform the organizational culture and change the environment within an organization, and most importantly, if we want the organization to mirror the values and the goals that it claims to be pursuing in the larger world.
So we started with this interesting question, which is why do social justice and feminist organizations reproduce oppressive practices of power? And we've seen in the recent past, and in the last five or ten years, in fact, all the revelations and the exposés about sexual harassment, other forms of harassment, of you know, racism, of different forms of hidden power and privilege that are operating inside social justice organizations, or feminist organizations that claim to be seeking, you know, equality and inclusion and so on in the world beyond.
And we saw that this is because we expect organizations to be rational entities, but in fact they are not. They can't be, because we create them and we are not entirely functioning as rational entities. So they are actually mirrors of the social context in which they are created. And so patriarchal, unequal, discriminatory societies are inevitably going to produce patriarchal, unequal, discriminatory organizational environments. But in the case of a social justice or feminist organization, unlike say a business or something like that, or you know military organization, these inequalities cannot be expressed or practiced overtly, obviously because they are contradictory to the values and the mission of the organization. So they get submerged or hidden in what is called the deep structure, some call it the deep culture of the organization, which is really what the organization is about.
So we realized that like societies themselves, organizations contain three forms or faces of power. Very indebted to feminist colleagues Lisa VeneKlasen and Valerie Miller of Just Associates for giving us this sort of a framework.
Srilatha Batliwala: So, one form or face of power in an organization is the visible one. Visible power, which is the formal leadership, the formal hierarchy, the decision making, structure, the policies, the rules, you know your HR manual, or whatever.
And then there is a hidden face of power in the organization, which is the deep structure, which is where a lot of embedded power and privilege get reproduced in various subtle, sometimes not even very subtle ways. And then there's a kind of invisible power that's operating, which, one example of which is power under.
So, let's take a quick look at this. So, what about deep structures? So, on the surface the organization looks like this. But underneath is the deep structure and this is what the deep structure contains. It's a lot of informal norms that are different from formal rules. Like those who work late, who work on weekends, who you know surrender themselves to the organizational work are valued more highly or rewarded or recognized, even if the formal rules say you know it's nine to five and weekends off or whatever. That's just a very crude example I'm giving you.
You'll always have some individuals or groups that have greater power and influence. And in different organizations I've worked with we've seen, for instance seniority, the number of years I've been in the organization, all these kinds of things, or because certain people belong to a similar you know class, or ethnic group, or educational background, or whatever, they actually exercise greater power and influence, even if it is hidden and in an informal way.
And then you have all sorts of informal and invisible processes that actually influence formal decision making. You know, the executive director is a good friend of so and so, who works in Ford Foundation and you know discovers Ford is now prioritizing x, y, z programming areas and that leads to certain sort of shifts in the programmatic strategies without anyone really understanding why. Again, I'm giving very crude and quick examples.
There are a lot of personal biases and a sense of privilege that get reproduced there. And this would be on the basis of, you know, race, class, caste, ability, you know your sexual expression, or whatever. There can be a lot of for instance hidden homophobia, or ableism, or ethnic biases, etc.
And then you have certain kinds of behavior that is rewarded and others that are penalized. I'm sure you can all think of examples of that. And then finally you have power under practices.
So let's take a quick look at power under, because it's a very potent idea. And last time I had invited everyone and I have shared the link to the document. This is a concept developed by a psychoanalyst called Stephen Wineman, who worked with survivors of severe trauma, violence and you know oppression of different kinds, including survivors of genocide, battered women, survivors of child sexual abuse and so on. And he basically gave us this concept and he essentially says that power under is based on the powerless rage that anyone who's been a victim has, over that victimization. And that when they survive that oppression they come out with a belief that there are only two ways or two roles that you can occupy in the world: The role of the oppressor or the role of the oppressed. And so the only way to ensure that you don't become the oppressed is to become oppressive. And so that is a very interesting explanation of why many people in social justice movements and organizations who have, you know, a strong mission to overcome the oppression they face, can actually become very oppressive in leadership roles.
Srilatha Batliwala: I want to here now summarize something I didn't touch on last time, which is what have we learned about creating deep change? Why do we need to pay attention to deep structures, in fact?
And here I want to use the very powerful and useful Gender at Work framework, which is based on Ken Wilber's Integral Framework, where you draw two transversals, one from the individual level to the systemic level, and one from the informal domain to the formal domain. And so if you actually look about strategies for change whether they are at a social level or internally, what you see is that you can intervene in any of these four domains or in several of them. You can intervene in the individual formal domain, which is where, you know, we fight for certain kinds of rights, entitlements, greater access to resources for instance, for marginalized women, or marginalized people.
We can make interventions in the formal systemic quadrant by demanding better laws, better policies, better enforcement by formal institutions, budgets that, you know, give greater benefits for, for instance, poverty eradication or empowering women, or whatever.
So, these are the two commonest quadrants, in which a lot of our social justice interventions take place, if you plot your strategies. But what we've also seen is that intervening in these domains without addressing these on the left side, which is the individual informal and the informal systemic, is deeply problematic. So, unless we change, for instance, the norms of society, beliefs, and practices, and unless we change the way people think what they, how they see themselves in their heads, and feminists know this very well because we are the first, I think, ideology that, in terms of change strategies came up with the idea of consciousness raising. What is consciousness raising? It is actually trying to shift women's internalized patriarchy and belief about themselves as, you know, secondary or subordinate or whatever. So, interventions that focus on both the informal domains as well as the formal are far more likely to create impact.
So, I'm going to give you here an example to bring this out a little more clearly, which is what are the barriers, and this is based, even on my own work on my own grassroots work, but also the work of many people around the world trying to enable women's access to claim their rights or to assert their rights. And what we have found in many cultures is that the first barrier you face is women's own awareness, or lack of awareness, or willingness to embrace the concept that they have rights, or that this is a violation. That, for instance, domestic violence is a violation of their rights, when they have been conditioned to believe that it's normal, it's the right of the husband, blah, blah.
The second barrier, once you create awareness, is that in order to claim that right she has to negotiate the permission of the family, the clan, the social norms, the local power holders. Let's take the example of reporting a rape. Many of us in our early activism, our first struggle was to actually get past the restrictions imposed by families, by the, you know, local community saying, "Don't report it, there will be a stigma there will be shame, she will never be able to get married," etcetera, etcetera. So, she has to negotiate that capacity to claim the right and get past the local, sort of, door keepers. Then she has to have the resources, because there is always an opportunity cost to asserting rights, right? Even if it means going and registering a complaint, the loss of a day's wages, the cost of transport, maybe the cost of, you know, the health service, or the legal aid, or whatever. Then that service has to be available, there has to be a law that says domestic violence is not okay, or that sexual violence is not okay. So, you need accessible, enabling laws and policies and services.
Srilatha Batliwala: And the final barrier, which in many ways is the most interesting of all, is the one of the attitude, and the behavior of the duty bearers, and the enforcement authorities. And very often, for instance, that is one of the hugest and most difficult barriers to bring down because that's where the social norms are operating, no matter what your formal law says, yeah? "Shameful woman coming and complaining against your husband. Shameless girl coming and reporting a rape, you want the whole world to know that you were raped." You know, this sort of reaction, which prevents people from actually pursuing the right. So, it's only when she crosses these five barriers. Now, look at these barriers later and tell me how many of them get resolved by simply having the good law and having, you know, good resource allocations? They don't, you really have to work on the consciousness and on the informal sites.
And I've just given an example here that I won't go through, of how for decades, you know, the women's movement around the world mobilized, advocated stricter laws, stricter penalties for gender-based violence, and all this. And while it improved rates of prosecution, the fact is that the prevalence of such violence has not been reduced substantially. The research is pretty clear on this. And in some countries that seems to have increased. All that's improved is reporting of complaints.
On the other hand, initiatives that focused on changing the norms of masculinity, changing social tolerance of, or responses to violence, especially at the local level, shifting individual and community attitudes has had much deeper impact.
So, approaches that shift on the left quadrant and utilize what has been enabled and provided on the right quadrant, that's when you see any real impact. Now the same is true in organizations, this is the simple point I want to make. That focusing on changing the formal policies and hierarchies, you know, let's have flattened decision making and so on, has limited impact if you don't touch the deep structure, if you don't deal with all this embedded, submerged power dynamics that are going on.
So, if you create ongoing and sustained processes and mechanisms. First of all, if you recognize that deep structures exist, and all of us know they exist, but we don't talk about them, or we talk about them, you know, quietly or in the corridor, or over coffee outside, or something like that. But if you create mechanisms that consciously address the deep structure dynamics, bring them to the surface, and dismantle them (but you have to do it repeatedly, this is not a magic bullet that works if you do it once), it leads to actually changing the organizational culture in a much deeper and more meaningful way. And so, to do this we need to develop tools to analyze and confront the deep structure dynamics. And that's what we are hoping to make a start with in this session.
So, the first slide is just, you know, summarizing the three faces of power in organizations. And this is summarizing the deep structure issue – why are deep structures important to address. That this is where the hidden an invisible power in the organization is located, and it's what creates the actual atmosphere or the culture of the organization, and it is a set of unspoken codes, norms of behavior, etc., and that it is the 'shadow organization'. I like that term, that's why I wanted to introduce it here – the one that's not openly acknowledged but everyone knows is very real. And it's often the place where the organizational values and mission get contradicted and where all these forms of bias get reproduced.
So, for example, there is an organization that's dedicated to peace building that's internally, full of conflict. Or where both leadership and staff are actually quite poor at relating together in constructive and peaceful ways.
Srilatha Batliwala: So, the idea is that each breakout group will discuss one deep structure dynamic that you have seen occurring in organizations, okay? And here are the six that you could choose. A couple of them slightly overlap but I've just articulated them distinctly.
First is the dynamic of informal norms that are actually different from the formal rules. So, the formal rules say one thing, but the informal norm or expectation or what's, you know, rewarded is something different.
There are informal groups who have hidden power and influence in the organization based on whatever, longevity, seniority, place, and, you know, relationship with those and leadership, etc.
There are informal processes or groups or individuals who actually influence formal decision making. So, there are informal dynamics that influence formal decisions.
Certain kinds of behavior is valued and certain kinds is punished or penalized in subtle ways. There are personal biases or social privileges, internalized privileges that are reproduced in the organization. Not overtly or openly, but in very clear ways.
And finally, there are these power under practices, this very oppressive use of power in leadership or subversion by those who are not in leadership and who constantly feel oppressed, so their way of hitting back is to subvert in different ways, the organizational work.
So, these are the six dynamics that we've identified and you get to choose which group you'd like to go into, which dynamic you'd like to discuss, or which dynamic sort of speaks to you strongly. Okay, and when you're in your group here's your task – you basically have three steps that you have to follow. You have 45 minutes.
You have to first identify some specific expressions of that particular deep structure dynamic that you have seen playing out in organizations that you know. The second is, you have to look at what does that dynamic reveal about how power and privilege are operating, whether that power or privileges coming from the positional authority or from, you know, informal or formal control over resources or people, or it's based on race, class, ethnicity, caste, gender, gender identity, sexual expression, ability, religion, whatever, nationality, I could go on. And when you have discussed how that power and privilege is operating in the deep structure ways, then you have to identify two things, which is what organizational strategies and mechanisms are needed to be put in place to tackle this, to dismantle it, and who needs to take the lead in that strategy, and who else needs to be involved? Because we don't want to say, well, you know, the leadership has to fix it. The point is, all of us have to take ownership of ensuring the organizational strategies and mechanisms.
And, secondly, what are the individual strategies that will be used to tackle this dynamic, so that we as individuals inside organizations also own responsibility and feel accountable for transforming the environment? For instance, by calling out power under behavior when we see it, by calling out the exhibition or expression of internalized privilege, when we see it, in whatever way we think is most constructive. So basically, you'll identify the expression of the dynamic, you'll look at how does that dynamic display power and privilege operating, or different forms of power and privilege operating. You'll look at what our organizational strategies for tackling this and who needs to be involved in those and what am I going to do as an individual in dealing with this dynamic. So, I hope the exercise is clear.
Mallika Dutt: As you're all coming back. I would love to hear from you in the chat room about what you got from that – an insight, a challenge, something that you're able to take back with you. It would be great to hear from you.
Chevalier Lovett: It was quite, I think it was a therapeutic session for most of us to hear that we're not the only ones in the world that are going through what we're going through. And mostly it was a kind of deep dive into some of our informal norms that we have versus kind of what we have on paper. An example that was brought up, that we kind of landed on just a little bit, was around an informal norm around selfcare, what that could particularly look like informally. We talk, we speak about it often, "Take the time that you need to do what you need this. This work is hard. So, make sure you do what you need." But formally our policies don't match up with that on paper. So, is it particularly, are we living through the values of what we're saying informally to have it on paper? And if not, one of our colleagues talked about a process of how to change the policy. What does it look like to have inclusion within policy change for the organization, or for really, for its people? We went through several, several examples, but that was one, you know, smaller example that we landed on. And then how do we propel our organization forward with, kind of, the informal things that are working to make them a little bit more formal on paper?
Mallika Dutt: So, was it helpful to have the structure that Srilatha laid out, or did you find yourselves kind of in a more informal discussion?
Chevalier Lovett: It was very informal. We kind of opened it up with the first question, but, and then it turned into an informal discussion and then it deviated in a way where, I think, where it super landed with the group. But the first question was, it was a great starter for us.
Mallika Dutt: That's great. And it's so wonderful to see people from all over the world from different organizational contexts and cultures coming together to have these conversations. Did anybody else get picked to be their reporter back for their group?
Marion Mondain: Hi. Sorry, I was not the reporter, but I was the facilitator, so I can give a few words about our group if you're interested.
Mallika Dutt: Yeah, that would be great. Thanks.
Marion Mondain: Okay, so, our group was about personal bias and social privilege. And we started the discussion by trying to define what it means for us. And we had a very interesting discussion about the fact that very often those privileges and biases are actually unconscious. They often replicate models of norms, of social norms that are entrenched in our minds. A lot of it comes from post, post colonialism dynamics, structures, assumption that basically the power of those who know best are located in a headquarters. And we had a discussion about a lot of organizations, having a predominant white, how do you to say, senior management team located in a headquarters, and more diverse people who are based in the regions in the world. And there is definitely a deep culture, and again, these social norms that are entrenched in the mind, that it's very difficult to change and influence different practices.
And we also discussed about the fact that there is a need to have a discussion generally in these organizations in order to be able to confront different points of views, and understand the two points of view, and your reality might not be the point of view, and the reality of others, and there's not ultimate truth, but it's a question of finding a middle ground.
And then we had a discussion of how to get past these social privileges and personal bias. And again, we're discussing about discussing. We had a very varied group, we had some people working for organizations on disabilities, we have sexual orientation, someone presenting an organization working for human rights defenders or women's human rights defenders, or
activists working in the extractive industries. So, we've had a very good panel of people, which was interesting.
Marion Mondain: And so basically, some of them were saying that it's definitely a challenge and they've tried to implement some policies to get past these prejudices and biases. And often, or in some instances it created some kind of Pandora's box, generating a lot of difficulties within the organization between people, a lot of misunderstandings, but they mentioned that it was still worth working on these issues because it's important and potentially absolutely necessary for the longevity of the organization.
We've had someone who also expressed his view as a grant maker, emphasizing that very often those grant makers hold the power, and it's something that is difficult for them because they hold the power, but they want to empower the social communities. So, it's a difficult dynamism between everyone and it's difficult to implement procedures that permit these local communities to file grants, and ask for grants in a way that is not completely burdensome in terms of bureaucracy.
And yes, I mean we concluded by saying that, again, it's, it's a difficult conversation, it's not easy. Those power dynamics definitely are entrenched in decades and centuries of replication of the same systems, but it's something we need to tackle very seriously in order to be more resilient.
Mallika Dutt: Thank you so much Marion. And just in there so many different threads – old colonial structures, formal, informal norms. The thing that I was really struck by in your presentation is how you described the number of issue areas that people represented in their organization in your group. And isn't it fascinating to see that, whether you're working on sexuality, or whether you're working in the community with indigenous rights issues, or issues around violence against women, or a whole range of issues, so many of the challenges and patterns that we see are the same?
And I think that really goes to the point that Srilatha made in her presentation in the beginning, which is that our organizations also reproduce and are mirrors of the structures that we are trying to dismantle and change externally. So, thank you for that very rich presentation.
So, would love to hear from another group. Would anybody else like to share?
Derek Seidman: I was in the group that addressed the issue of certain, that certain behavior is valued or penalized, without necessarily being said so. And a few of the themes that came up were that, like, often there's good intention in organizations, that, for example, like, have been, you know, like in white organizations that want to change and to, you know, listen to different voices. But that like they're, they say that but that they're actually not really listening. They're, these voices are not really being valued, so there's, like, a kind of incongruity between, like, what's being said, like, is the intention or like, and then what actually happens in practice. And then also just, like, different ways that, like, the work of an organization and the way that the work is conceived is like sort of silently shaped by, like, a class or racial position or education in ways that, like, include and exclude or value and or not value others. Those are a couple of things we touched on.
Mallika Dutt: Thank you so much. So, we've had three amazing presentations and I'm certain that every single conversation unveiled layers and layers and layers of this. As we said at the outset. This is a practice session. This is really about learning how we can talk about power more easily with one another and within our organizations, so that we can actually be in the enterprise of healing and transformation, and building the world that we all care about.
Srilatha Batliwala: I just wanted to share two thoughts. It was really, one of which was, you know, I normally never agree to do this kind of session in such a short timeframe. I was sharing that with my small group because I know it's inadequate. But I think the idea was to make a start, and I think all of you really sort of engaged with the concepts and your discussions were very rich, and real, and deep. So that makes me feel better about how short our time was.
The second is to encourage you to use the toolkit. It was created some years ago, and I'm hoping to have an opportunity to revise it. It's called Achieving Transformative Feminist Leadership, a Toolkit for Activists and Organizations. I shared it with Mallika and Ambika. And I think they can share it with all of you as well, as one of the resources that sort of backs up the session. And it does try to lay out some exercises. So, I'm just encouraging all of you to continue with this process, because my question to you was, have you done this before?
I mean, you know, it's, it's such a rare thing to have organizations actually sit down and introspect on their internal environment. And even rarer to have them ask, does our internal environment simulate (because this is the reason we need to address deep structure), does it simulate in any way for people working inside it, does it give them a glimpse of that changed reality that we are saying is possible in the world? So, if you can't do it in this little space (maybe some of those spaces are not so little, but they are spaces under our control to a great extent), if we cannot create this transformed world, this more just, more equitable, more peaceful, more equal reality inside our organizations, what the hell do we think we're going to change in the world? I'm being intentionally provocative here. Yeah?
And finally, I just wanted to say that I believe very, very deeply that we cannot change the world if we can't change ourselves. So, beginning with ourselves. And for me the essence of leadership for transformation begins with the self. Thank you. Thank you all.
Mallika Dutt: On that note Srilatha, thank you so much. Thank you so much for taking the time. We have to do the inner work that is necessary for social change and social transformation. I think we're all understanding that even more deeply now as the pandemic forces us to revisit so much about our lives, our communities, our organizations, our movements.
And what an amazing opportunity we have as the BUILD community to be in relationship with one another as we learn, as we share, as we experiment. And as we do the challenging and joyful work of redefining power, because that's what this is ultimately all about, it's about how we redefine power, so that all of us humans, and all of the amazing species that we inhabit this planet with, all of us can thrive together. You know, power can be delicious and yummy and amazing if we exercise it in ways that allow all beings, all of us to thrive. So, with that, I wish you all the very best.
This series of Leadership Moves is supported by the BUILD program of the Ford Foundation. Stay connected at Mallikadutt.com
Theme music from Mann ke Manjeeré: an album of women's dreams, (c) Breakthrough 2000. Used with permission.
Production team: Mallika Dutt, Devadas Labrecque, Ambika Pressman.
activism strategy management leadership interconnected justice equality leadership moves human rights social justice power change power dynamics walking the talk power within


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redpajama_set_name: RedPajamaCommonCrawl


HIPAA (Health Insurance Portability and Accountability Act) is a piece of legislation that was passed in 1996. It offers patients a wide variety of protections in regard to their health information.
The pressure HIPAA puts on medical professionals has never been greater. This is due to the growth of reliance professionals allocate towards technology to store client health records and the constantly looming threat of data breaches.
That reality is one of the many reasons why HIPAA training requirements are so stringent.
If you're running a medical, dental or any other practice that falls within the purview of HIPAA you may have a lot of questions in regard to what exactly is required of you.
Below, our team has answers some of the most common HIPAA training related questions.
1. Who is Required to Undergo HIPAA Training?
HIPAA training is required of anyone who has the potential to come into contact with protected health information. Given this broad definition of who needs training, HIPAA training is not only for medically trained staff members.
HIPAA training requirements extend to receptionists, interns, part-time employees and beyond depending on their in-office responsibilities.
So, understand who on your staff is required to handle patient health records. Then, put together a comprehensive list of who legally will require training.
2. How Often Does HIPAA Training Need to Be Conducted?
HIPAA states that organizations need to provide their employees with refreshers on HIPAA guidelines periodically. The term periodically has no definite time frame. Therefore, how often employees at your practice obtain HIPAA refresher training after their initial session will be up to you.
Typically, to avoid costly oversights, most HIPAA covered professions will train employees on an annual basis. This will help remind staff of pre-existing guidelines as well as inform them of new threats.
A variety of topics need to be covered off during your HIPAA training session in order to be compliant with your legal obligation. These requirements can change from year to year to accommodate changes to medical practices and information technology.
A full list of up to date training requirements can be located on the U.S. Department of Health & Human Services website.
4. After HIPAA Training Has Been Conducted, Is There a Requirement To Keep Proof of Training?
Yes. As with any sort of legal training, you'll want to have documentation stating that you and your employees have met all requirements. This documentation should be readily accessible in the office in which your HIPAA trained staff work.
HIPAA does not outline specifically what kind of documentation needs to be available in order to meet the obligation of proof of completion.
Be sure to keep training records as far back as three years if possible. Also, if your practice is sold, make sure that employee training documentation is transferred to the new owner.
5. How Long Does a HIPAA Training Session Last?
There's no specific time period required when undergoing HIPAA training so length will vary. The important aspect of training is that the content covered is in compliance with what is required during the year your training is being conducted.
Depending on how HIPAA training is broken down, sessions should last anywhere from a few hours to a few days.
6. What Are the Repercussions of Not Staying up to Date with HIPAA Training Requirements?
HIPAA can issue a penalty amounting to 1.5 million dollars if any of its guidelines are violated by you or your employees. Furthermore, not protecting patient's medical records can lead to civil and criminal suits on top of your HIPAA fines.
While battling these suits and fines, if the body handling your case determines that adequate training was neglected, you could face further damages.
7. What Constitutes a HIPAA Violation?
There are many provisions in HIPAA that can be violated resulting in the consequences we outlined above. To give you an idea of what some of the legislation's core tenants are, below is a list of violation examples.
The above list is by no means a comprehensive itemization of the ways you may be in violation of HIPAA. It should serve as a good reference however in understanding the importance of quality compliance training.
HIPAA is a landmark piece of legislation aimed at the safety and security of patients in a multitude of medical settings. The obligations of your practice under HIPAA are stringent. Consequently, it's important that you and your staff/colleagues are adequately trained to remain in compliance.
Failure to do so can result in costly fines, lawsuits, and the closure of your medical practice.
Are you looking for an all in one solution to assess your risk of HIPAA violations and mitigate those risks? If so, our team at HIPAA Security Suite can help with your HIPAA training requirements.
We provide multi-faceted solutions to our clients that assess their situation. We provide HIPAA safety documentation and professionally train their employees on HIPAA requirements.
Our team understands that training can be a difficult thing to manage among all of the other stressors your practice is facing. Let us share your burden and help ensure your organization's longevity and success.
Learn about our HIPAA solutions and contact us today to understand more about what we can do for you.
« What Happens if You Violate HIPAA?


Animal Collective have shared "Golden Gal," the second single from their new album Painting With, out this Friday on Domino. Stream the song here.
A worldwide 2016 Animal Collective tour starts this Friday at Union Transfer in Philadelphia, PA. All shows are listed below.
Painting With is available to pre-order in standard CD and LP formats. The album in CD and LP formats will be available in three different covers, featuring each Animal Collective member – Avey Tare, Geologist, and Panda Bear - as painted by Brian DeGraw. All pre-orders come with instant downloads of "FloriDada" and "Lying In The Grass".


text:
Q: which distribution of linux support GMA 3600 now ? Does the latest Ubuntu support? I am confused with the GMA3600, i found that there is a method to support it in Ubuntu 12.04. it is that use the old kernel 3.2(do not include gma3600 driver) and install proprietary driver. Now the kernel has include the gma 3600 driver which is in drivers/gpu/drm/gma500, Does that mean all the newest distributions of linux has support gma3600 ? Does that need other user space packages like vesa ?

A: Basic support for GMA3600 (also known as Cedarview) has been available since kernel 3.2, outside of staging (this commit moved the driver out of staging, this commit corrected the name).
You only need a recent enough kernel; the graphics support is provided via kernel mode-setting, which Xorg supports natively (using its "modesetting" driver). There is no need for a user-space package.
Thus all recent (and many older) distributions should work out-of-the-box, at least if they build GMA3600 support in by default. I think Ubuntu 17.04 should work.

A: in my Shuttle XS36V where is CPU Intel atom D2700 and GMA3650 working best Linux Mint 19.3 Xfce 32 bit. Videos are smooth and fine playing.
I can installed Linux Mint 20 64bit, but videos what is stored in HDD are chopped and in web browser is OK also in youtube.
      Kernel: 5.0.0-32-generic i686 bits: 32 compiler: gcc v: 7.4.0
      Desktop: Xfce 4.14.1 tk: Gtk 3.22.30 wm: xfwm4 dm: LightDM
      Distro: Linux Mint 19.3 Tricia base: Ubuntu 18.04 bionic

redpajama_set_name: RedPajamaStackExchange


It was Samhain Yesterday and i held a ceremony with my daughters age 9 and 12, for healing for us and our family line.
This ceremony was a follow on from the Big Girl Hoop Ceremony, or Girlbloom ceremony which help a girl step from little to big before their first blood.
As a family Shando and i had felt that our daughters needed another ceremony, something to mark the next growth point that we felt was occurring for them. We were feeling that there were some issues that was keeping them in little girl behaviour and wanted to find a beautiful way to nudge them across the thresholds… clearly their bodies are changing fast but their minds have not quite kept up! We have sharing circles in our family, and also we have a family agreement and so we had discussed an add on big girl ceremony with them.
Watching my daughters i could see the family patterns playing out between them, which is connected to the some of the little girl behaviour issues they were falling into. I also can see the mistakes i have made as a woman on my healing journey ,who had not dealt with certain issues inside myself.
There is the anger and the poor me playing out between my daughters and triggering those old unhealed issues in me!!
I journeyed with my helpers and received the guidance that this was partly ancestral patterns and the family miasm showing itself strongly as they enter puberty.
I think there is a fear in most women of male energy and a fear of being controlled which can manifest as manipulation and victim/poor me.
If we are going heal, and recover our natural self we need to look at this inside us. We cannot continue to carry fear and anger towards male energy and we cannot allow ourselves to be controlled. How do we step into and help our daughters step into warrior? but warrior with love not aggression, to step into trust, courage and truth.
Well one thing is clear to me, we need to heal the ancestral patterns. We need to heal the dis-empowered women patterns or the controlling men patterns, or indeed the controlling women and dis-empowered men, which i see is playing out at the moment in our culture. As we women heal and move into our power and authenticity some are feeling angry towards the men for not stepping up, there are old wounds and hurts that cause blame and frankly moaning from the women.
For us to truly heal ourselves and Earth and become a restorer species we have to recognise that the sacred hoop, the beautiful dance of men and women, ying and yang is broken ( could the gender discussions in young people be a symptom of this?) .
We are brothers and sisters, we need each other to be fully whole. The path to healing includes our brothers. If we could restore ourselves as a thriving part of Mother Earth, men and women working together, the gifts of men and the gifts of being woman harmonising we could rapidly make changes on Earth and we could hold our youth so strongly. Would be stronger as a species, strong enough to do anything, to live the life we were born to live, to make the changes inside and out, we could support each other on this journey.
So for this Samhain i took our daughters to my ancestral burial ground and made a ceremony to let go of control/ bully and victim/poor me and fear. As i was drumming and singing to my ancestors, to the women and the men i felt it all lift away and could sense them smiling at me , i could feel their love…i felt the women were pleased with me for living a life of truth that they never could. As i drummed a song came.
Then myself and my daughters made a pact to be warriors of love ,truth and trust and to live with courage.
To hold our youth we need to clear ourselves and be warriors of a new Earth, an evolved species who come from connection to Earth, spirit and love. Letting go of living through the filters of the past.
I once sat i council with a Lakota grandmother and a grandmother from Mapia in the amazon and they talked about connecting to the ancestors. I had always felt so disconnected from my ancestors. I told the grandmothers that i needed to go way back to pre-roman times to connect to them. My more recent ancestors had all been asleep and were the white man oppressor! I also told them i felt more connected to them and their ancestors. They urged me to go back to my homeland and connect with them .
A few years after that spirit led me to my husband and the Eartheart, sacred land which is in my ancestral homeland and i have been working on this connection.
I do not think we the white man can understand the depth of love and respect that the native people have for their ancestors, and the strength they draw from them. I was sitting on the beach a few months ago looking at the headland where my ancestors are buried. I wondered how i would feel if it was flooded or dug up or houses built on it as this is what has happened to the native people.
As i wondered this a seal came towards me and shared her medicine with me. Breaking the surface and diving deeper into the wild subconscious place of connection. inside myself.
I have always felt a strong connection to the nomadic, wild, hunter gatherers of this land and to the collective ancestors of Earth , if you go back far enough we all have the same ancestors anyway. But yesterday up there on that headland, standing in my ancestral burial ground , i felt deep love for them for the first time.
Now i am musing on the question that has popped into my awareness….if we believe in re incarnation and i feel i have had other lives, then who are my ancestors? i have had many ancestors! and can feel them in my being!


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Q: jquery mobile gmap3 map not drawing correctly I have gmap3 in my jquery mobile application (phonegap for Android). Initially when the map is shown it appears not fully drawn on screen of the device. It requires some UI event (press/screen orientation change etc.) in order to draw completely. Any suggestions how to simulate such UI event? Thanks a lot for any directions/ideas!

A: Found the problem. The map is part of application with multiple pages and since the map was not the first page to load it appeared off centered. I put first page and it loads OK.


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Mathematics Faculty
Mathematics Industry Advisory Board
Placement Information
Mathematics Research Projects
Displaying 21-28 of 28
Sirani Mututhanthrige Perera
Daytona College of Arts & Sciences
Ph.D., University of Connecticut
Glenn Newman
Instructor of Mathematics
Ed.D., Teachers College at Columbia University
M.S., New York University
Jayathi Raghavan
Professor of Mathematics and Computing and Chair of the Department of Mathematics
Ph.D., M.S., Washington State University
Professor of Mathematics and Program Coordinator for the M.S. in Data Science
Ph.D., Florida Institute of Technology
Gregory S Spradlin
Professor of Mathematics
Ph.D., M.A., University of Wisconsin-Madison
B.S., Siena College
Tessie St. John
M.S., B.S., Mississippi State University
Oliver Vandagriff
Ed.S., Stetson University
M.S., Nova Southeastern University
M.A., Western Governors University
B.S., Florida State University
Linda Wells
Visiting Assistant Professor of Mathematics
Ph.D., M.S., Florida State University
B.S., Florida International University


So here we are Memorial Day Weekend and the brick has been delivered. Belle Grae is the color of the brick, and although it is supposed to be reddish, it definitely looks more brownish. We'll have to wait until it's a wall, and hope it captures the look we envisioned. It also has some white, so that should offset the browns. If it is too dark we may change the finish on the exterior lighting.
Although this is not a great sample, Giallo Fiesta is the granite we selected. Our slabs have browns, whites, blacks, grays, and flecks of burgundy. The piece for our island has some subtle veining.
The Moen Arris line will be in the master and the Align will be in the guest bath. We love the rain shower with a diverter for a handheld. The bar also doubles as an ADA compliant grab bar for me.
We went with Spray Foam in the attic. We also insulated some of the interior walls, especially between the bathrooms.
From our master bedroom looking into the master bath with pocket door.
Sue and I are still deciding two or three of these Kichler 9 inch diameter fixtures over the island. I'm in favor of the Rule of Three, given that our island is 39 by 79 and will also be our only eating area.
Until next time. Thanks for following.


text:
Politimi Mantzouranis, DDS
Frederick: (301) 662-8675
Meet Dr. Mantzouranis
Xeomin®
Frederick Office Location
Meet Dr. Mantzouranis | Meet the Team
Dr. Politimi Mantzouranis is a graduate of the University of Maryland School of Dentistry. While at the university, she was a member of Psi Omega Gamma Phi Delta (a merit-based organization), and was one of two students chosen out of 115 for the Fixed Restorative Clerkship in her senior year.
Upon graduation, Dr. Mantzouranis was chosen for a general practice residency at Providence Hospital in Washington, DC. Residents are chosen from the top ten percent of all graduating classes. In 1983, Dr. Mantzouranis set up practice in Frederick.
In addition to working in private practice, Dr. Mantzouranis has also taught in the Fixed Restorative Department at the University of Maryland School of Dentistry. She is a past member of the American Dental Association and Maryland State Dental Association, and in 1986 served as treasurer of the Frederick County Dental Society. She was also one of the first female members of the Frederick Jaycees and is a former Girl Scout co-leader.
Currently, Dr. Mantzouranis is an active member of the American Academy of Cosmetic Dentistry. In 2002, the AACD chose her to serve as a scout for the ADA New York Dental Meeting. As one of 35 scouts out of 2000 members, her role was to evaluate the material, content, and presentations to decide whether a prospective speaker would add value to the AACD meeting. Dr. Mantzouranis was also honored by an invitation to the prestigious American Academy of Esthetic Dentistry Annual Meeting, which she continues to attend.
Dr. Mantzouranis is strongly committed to taking continuing education courses to stay current with advancing technology in the dental field. She is presently mastering CAD/CAM dental technology. This enables the dentist to design and create in-office crowns during a single visit. She is one of 300 dentists in the county that mentors other dentist to use the CAD/CAM technology.
In her spare time, Dr. Mantzouranis is active in the community. She was a member of the Rotary Club of Carroll Creek for more than 20 years. She is currently a member of the St. Constantine & Helen Greek Orthodox Church and has a large extended Greek family. She is also a member of the Women's Giving Circle. Her husband Kevin has a master's degree in accounting, works for the Department of Energy, and is a top-ten triathlete in his age group.
Dr. Mantzouranis has a daughter who graduated from Washington and Lee University and a stepson who attends college.
The doctor adheres to her motto — "All life matters" — and is an avid supporter of the Humane Society and Mercy for Animals. She maintains a 100% vegetarian lifestyle and enjoys spoiling her birds, dogs, and cats. Her hobbies include dancing, music, art, reading, humanity, health and fitness, and visiting the Caribbean!
Frederick Office 140 Thomas Johnson
Frederick, MD 21702(301) 662-8675


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Q: How to add items to the list? I have problems in add instances to list in RHS of rule.
There're two classes shown as below:
class Person {
    private java.lang.Integer age;
    private java.lang.String name;
}

class A {
    private java.util.List<Person> persons;
    private java.util.List<Person> selectedPersons;
}

In the following rule, I want to put person with age larger than 30 into selectedPersons.
rule "test"
when
    $a:A()
    $p : Person(age > 30) from $a.persons
then
    $a.getSelectedPersons().add($p);
end

It works in eclipse, with Drools plugin; but it doesn't after deploying to KIE server. What I get is the instance reference only. Any ideas?
Also, I wonder why KIE server throw java.lang.NoSuchMethodError Exception when I add following constructor to Person class, while workbench can build and deploy the rule successfully:
public Person(Person p)
{
    this.name = p.name;
    this.age = p.age;
}

A: The class should look like this:
class A {
    private java.util.List<Person> persons;
    private java.util.List<Person> selectedPersons;

    //First create getter, setter for the lists.
    void addToList(Person item)
    {
        selectedPersons.add(item);
    }
}

And the rule should look like this:
rule "test"
when
    $a:A()
    $p : Person(age > 30) from $a.persons
then
    $a.addToList($p);
end

A: *

*"What I get is the instance reference only"

I should add constructor mentioned in the question. BTW, if there's a Date attribute in Person class, it should be copied or cloned, see here.

*"java.lang.NoSuchMethodError Exception when I add following constructor to Person class"

Hmm, after deleting the container and create it again, exception disappeared. I don't know if it's a problem of drools (Version 6.2), or a problem of process of setting up drools.


Situated in the heart of the island's sought-after sunset coast on Kamala beach, it has a perfect location for buyers looking to make the most of Phuket's sophisticated resort lifestyle.
Twinpalms Residences MontAzure offer buyers a unique, integrated beachfront resort and residential community in Phuket's last remaining prime west coast location, just steps from 99 meters of pristine sands at Kamala Beach.
The full vision for the development includes an international hotel, ultra luxury private estates, beach facilities, an upscale lifestyle and retail centre, medical wellness spa and protected forest nature reserve.


Polyester Wind and Waterproof Over Trouser with elasticated Waist..
The Hi-Vis Bomber Jacket has florescent polyester outer shell offering additional visibility and protection from the rain. A padded lining giving heat and comfort when worn. This class3 hi-vis bomber has reflective tape over the shoulders and twice around the stomach area. Multiple pockets include i..


Fighter jets flew low over Beijing on Sunday as thousands of soldiers from China, Russia and other countries rehearsed for a military parade next month commemorating the end of World War II.
The planned Sept. 3 parade will showcase the People's Liberation Army rapidly growing capabilities at a time when Beijing is asserting territorial claims in the South China Sea and East China Sea.
More than 10,000 Chinese military personnel with more than 500 vehicles and some 200 aircraft took part in the rehearsal, the official Xinhua News Agency reported.
Belarus, Kazakhstan, Kyrgyzstan and Mexico also plan to participate, according to state media. The government has said more than 10 other nations are taking part but has not identified the rest.
China says the parade is about marking the 70th anniversary of Japan's World War II surrender and demonstrating its commitment to peace. But it comes as other governments are expressing unease at Beijing's confrontational stance toward territorial disputes. That has made taking part in the September parade politically charged.
Presidents Vladimir Putin of Russia, Tsakhiagiin Elbegdorj of Mongolia, Abdel-Fattah el-Sisi of Egypt and Milos Zeman of the Czech Republic have accepted invitations to attend, along with unidentified leaders from Cental Asia, according to state media.
South Korean President Park Geun-hye has said she will attend a ceremony marking the anniversary of victory over Japan in World War II, but aides says she has yet to decide whether to attend the military parade.
Beijing also is actively courting support for its rivalry with Japan, which many Chinese say has never showed adequate contrition for its World War II invasion of China.
On Saturday, propaganda officials took foreign reporters to a military base outside Beijing where hundreds of troops in dress uniforms and battle attire marched along a tarmac strip.
China's last such military parade was in 2009 to commemorate the 60th anniversary of the founding of the People's Republic.


Christopher Atkins, Worst Actor winner.
Jim Nabors, Worst Supporting Actor winner.
Sybil Danning, Worst Supporting Actress winner.
Lou Ferrigno, Worst New Star winner.
^ Sandler, Kevin (2007). The Naked Truth: Why Hollywood Doesn't Make X-rated Movies. Rutgers University Press. p. 183. ISBN 9780813541464.


Audiences have waited quite a long time for a new Quentin Tarantino movie. It's been 6 years since 1997's Jackie Brown in fact, which wasn't actually his story. Let's go back three more years to 1994's Pulp Fiction. Tarantino has really gone all out with this one. We have the witty and original dialogue plus there are some intense action scenes with wirework involved. The marketing hasn't really focused on the fact that this is just part one of the Kill Bill story. The second half is to be released early next year. I don't think that's going to hurt box office number one bit. I think this is going to end up at number 1 for the month.
Moviegoer favorite Denzel Washington treats us to another movie this month. He plays a police chief that is being set up for a crime he didn't commit. But will he be able to prove it? My guess is that he will, but don't quote me on that. There's been a huge marketing blitz with this one. Quick action edits and intense acting in the commercials should add up to big dollars at the box office.
George Clooney is one of those TV actors that have made a very successful transition from our living rooms to theaters. In this movie he plays a womanizing divorce lawyer who finds himself enamored with a revenge-seeking gold digger (Catherine Zeta-Jones). Along with Clooney and Zeta-Jones, there's been an impressive cast brought together for this film, including Geoffrey Rush, Billy Bob Thornton, and Cedric the Entertainer just to name a few. The movie's being released in a packed weekend, but should pull out a second place finish for October 10th.
Jack Black is back. Here's another actor that's starting to grow on moviegoers. He's been in well over 30 movies, but he's just now becoming a recognizable name in casts. They've put together some funny lines for the commercials ("No, it means I was drunk *yesterday*.") I think the advertising should translate to a fairly decent opening weekend for this film.
Another John Grisham book comes to life on the silver screen. Movies made from his books have done fairly well historically due to the large fan base that Grisham has built up. I don't see anything special having to be done marketing-wise to get this film near the top of the list for this month.
I really don't know what to think about this one. The trailer has been in theaters for quite a long time and there's been some sporadic stuff on TV. It's one of those feel-good films, but is Cuba Gooding, Jr. believable in his role? I really don't think so.
The first two films in this series did pretty well ($42.35 million and $20.5 million, respectively). I think we should see that same size drop off for the third installment. Nowhere near the market push that it could've used should keep it from the top of the charts for the month. And get it to your local video store all that much sooner.
Horror fans unite! Zombie fans unite! It's your month and we have another spooky offering during this time of Halloween. Not a big surprise there. The target audience should come out in full force the first weekend, but after that, it's "bye-bye".
After 19 years to the month, a studio is releasing a remake of the classic horror film. How much updating can be done to this movie? We all still bleed the same, we all still scream the same, and we all still run when a chainsaw-wielding psycho is after us the same. The film should get some diehard horror fans out the first week, but I think this one's going to get lost in the shuffle.
Here's a film trying to pretend that it's a sequel to the popular Cats and Dogs. In fact, I thought that's what it was when I first saw the commercials. This really looks like something the studio threw together really quick. I don't think it'll do very well at all, but it should still sneak into the top 10.


text:
Real Madrid Transfer News Roundup: Los Blancos monitoring Argentinean prodigy; club frustrated with Vinicius Junior treatment in La Liga, and more - November 13, 2022
By Deepungsu Pandit
Modified 14 Nov 2022
Real Madrid manager Carlo Ancelotti
Real Madrid have enjoyed a stellar start to the season. Carlo Ancelotti has taken his team to the UEFA Champions League knockouts and second place in La Liga, two points behind leaders Barcelona.
Meanwhile, Los Blancos are keeping a close eye on an Argentinean prodigy. Elsewhere, the Spanish giants are frustrated with the treatment belted out to Vinicius Junior in La Liga.
On that note, here's a look at the key Real Madrid transfer stories as on November 13, 2022:
Real Madrid monitoring Gianluca Prestianni
Real Madrid are keeping a close eye on Gianluca Prestianni, according to Marca. The 16-year-old striker plays for Valez and despite struggling for regular first-team football, has popped up on Los Blancos' radar. The Argentinean earned his senior debut last year and has been in and out of the team since then.
The La Liga giants are always on the lookout for the next emerging talent in the game and already have their eyes on Endrick. However, with severe competition expected for the Brazilian's signature, Real Madrid are keeping their options open.
Prestianni is a dribbler who likes to cut in from the left flank. His agent, Rolando Zarate, is a former Los Blancos player and has been in regular touch with the La Liga giants. However, Prestianni can only leave Argentina once he turns 17 next January.
Los Blancos frustrated with Vinicius Junior treatment in La Liga
Vinicius Junior has been on a decent run of form this season.
Real Madrid are fed up with the rough treatment Vinicius Junior is subject to in La Liga, according to 90 Min.
The Brazilian has been in the news due to his on-pitch antics, with the player receiving criticism for his tendency to provoke opponents. However, Madrid have also noted that the 22-year-old has been constantly harassed and heckled on the pitch and has received very little protection from match officials.
ًَ
@ViniXtra_
| Vinicius Junior heading into the World Cup:
• 21 games played
• 16 wins
• 3 draws
• 10 goals
• 5 assists
• 57 dribbles completed
• 37 key passes
• 8 big chances created
• 63 fouls won
Let's carry this form into the World Cup @ViniJr
📊| Vinicius Junior heading into the World Cup:• 21 games played• 16 wins• 3 draws• 10 goals• 5 assists• 57 dribbles completed• 37 key passes• 8 big chances created• 63 fouls wonLet's carry this form into the World Cup @ViniJr🔝👀 https://t.co/ExaCgVqjEW
Vinicius has been subject to approximately 3.4 fouls per game in the league, compared to just 1.8 in the Champions League.
Real Madrid are already worried that the situation could take a toll on the player's mental stability. The Brazilian is reportedly eager to play for Selecao in the 2022 FIFA World Cup but is already worried about returning to La Liga.
Vinicius has appeared 21 times across competitions for Los Blancos this season, scoring ten goals and setting up five more.
Endrick opens up on his future
Brazilian prodigy Endrick has said that he's yet to decide his next destination. The 16-year-old is wanted by clubs across Europe after breaking into the scene at Palmeiras. Real Madrid are also among his suitors, although the player will only be able to move once he turns 18.
Speaking to So Foot, as cited by Managing Madrid, Endrick said that he doesn't have a favourite club yet.
"No, I really don't have a favourite club. I watch the games, the Champions League, the Premier League, La Liga, the French league, the Bundesliga. ... I just want to learn from the stars who play in these competitions, see what I can replicate and all, but I don't have a favourite club. I don't pay attention to rumours either. I know that I have to do well here in order to play in Europe one day," said Endrick.
Madrid Xtra
@MadridXtra
Real Madrid are the best placed club to sign Endrick. @marca
🚨💣 Real Madrid are the best placed club to sign Endrick. @marca https://t.co/wHHJPCOXWi
The teenager also spoke about his future, saying that he's currently focused on the present.
"I have many dreams. It's hard to answer this with certainty. I know that it's all in God's hands. Whatever happens to me will be good if I stay on the right path, so now I focus on Palmeiras and the present. I want to play the big competitions, I want to be a champion, and right now, what's ahead of me is the Brasileirao and La Libertadores," said Endrick.
Endrick went on to name Ronaldo Nazario and Cristiano Ronaldo as two players he looks up to.
"I would say Ronaldo Nazario and Cristiano Ronaldo (his main inspiration), they both have skills I can relate to, I've seen them play a lot. I like their speed, their power, how they break defensive lines and their winning attitude. What I try to learn from them is their composure inside the box and use that to score more goals," said Endrick.
Endrick has three goals from six games for the Palmeiras senior side this season.
La Liga 2022-23 Real Madrid CF Football Barcelona Palmeiras Football Vinicius Júnior Carlo Ancelotti Real Madrid Transfer News La Liga Transfer News
Edited by Bhargav


Looking back on what happened, Martin Melosi says he was not prepared. "I thought one of the ways to understand our environment was to look at the most mundane things in life," he says. "There's nothing much more mundane than a pile of garbage." The pile of garbage in question is the Fresno Sanitary Landfill, and in 2001, working in cooperation with the National Park Service, Melosi nominated it for National Historic Landmark status.
National Historic Landmarks, according to the program's website, are "nationally significant historic places designated by the Secretary of the Interior because they possess exceptional value or quality in illustrating the heritage of the United States." Included among the over 2,500 sites are Mount Rushmore, Grand Central Terminal, and the nation's oldest wooden roller coaster, Leap-the-Dips in Altoona, Pennsylvania.
It was easy to see why nominating a landfill might seem "unique," as Melosi puts it; in the nomination application he described the site—a rectangular 140 acres about three miles southwest of Fresno, California—as covered in "dense, orange-brown silty sand" and patchy grass. But in addition to its unremarkable aesthetics, the Fresno Sanitary Landfill had already earned another significant designation from the government in 1989, when it was placed on the Environmental Protection Agency's Superfund list of the country's most polluted sites in need of cleanup. By 2001, $38 million had been spent to combat damage caused by the landfill.
Melosi didn't shy away from these details; he included them all in the application, along with the meticulously documented fact that the Fresno Sanitary Landfill was the oldest modern landfill in the country. In August 2001 his application was approved; the landfill became a National Historic Landmark. And that's when things went sideways: Almost immediately the landfill became a lightning rod for controversy and fodder for a national media frenzy with U.S. President George W. Bush and his environmental policies at the center. In a way, this maelstrom posed a question that Melosi intended to ask, but on a level he never anticipated: Just what is a landmark, anyway?
Melosi, a professor of history at the University of Houston and founding director of the university's Center for Public History, has long been fascinated by trash and how people deal with it. He first started researching and writing about it in the 1970s, has published two books on the history of refuse and its disposal in America, and is working on a third. Concurrently he developed an interest in how to bring history to broader audiences. It was through his public history work that he started making connections within the National Park Service and the landmarks program, which the NPS oversees. Plenty of infrastructure projects had earned NHL status, such as the Hoover Dam and Brooklyn Bridge, but none at the time focused on sanitation. In 1999, Melosi agreed to help the NPS identify and nominate a worthy sanitation site for landmark status.
Anyone can nominate a landmark but obtaining National Historic Landmark status is no simple task. Sites must meet a set of criteria to even be considered, after which a rigorously researched application is submitted for a series of evaluations before an advisory board decides if it will be sent to the Secretary of the Interior, who gets the final say. The process can take two to five years. Once a site gets landmark status, it becomes eligible for grants, tax credits, and other perks to help maintain its historic character.
Melosi considered and rejected a few sites, finally landing on the Fresno Sanitary Landfill. Opened in 1937, the landfill marked a revolution in waste disposal. Prior to Fresno, people dealt with trash in lots of ways, most of them bad: Garbage was dumped on vacant land and in waterways or burned, sending plumes of noxious pollution into the air. Some versions of landfills had existed before Fresno, but Fresno's "sanitary landfill" was the first of its kind. Designed by the engineer Jean Vincenz, the Fresno Sanitary Landfill made use of trenches into which trash was deposited, compacted, and covered over in dirt daily, instead of just dumped on open land and left to rot. It was lauded for its economy and for reducing nuisances like rats and odor. By the 1950s, Vincenz's model was the most widely used waste disposal method in the United States.
For 50 years, an overall average of around 16,500 tons of Fresno's rubbish arrived at the landfill every month. For a little under a decade in the middle of the 20th century, it received gallons of battery acid from a nearby smelter supply company. Waste from a local dialysis center was also deposited there, though the dates of the disposal are difficult to pinpoint.
But the facility was built without liners or a containment system, and over time, the rubbish began to take a toll. In 1981 and 1984, investigators found that methane had migrated offsite to neighboring communities; the landfill was closed in 1987. Subsequent investigations found at least 20 hazardous substances, including methane, in nearby groundwater. Since then, the city removed contaminated gas from the site, capped the landfill, and built a groundwater treatment facility. Part of the land adjoining the landfill has since been turned into a 110-acre baseball, softball, and soccer complex with a playground and picnic tables.
But including a dump—a Superfund site, no less—on a list of places like a school in Sitka, Alaska, and a church in Newburgh, New York, was too tantalizing for the news media to let go unmentioned. By the end of the day, after numerous media inquiries, officials started back-peddling—maybe the landfill shouldn't be a landmark after all, they told reporters. The Associated Press and other outlets reported that Denis P. Galvin, then deputy director of the National Park Service, wrote a letter to Norton, recommending she rescind the honor. Officials told news outlets that they didn't know the landfill was a Superfund site, although the word "Superfund" appears over 10 times in Melosi's application.
NPR, The New York Times, and The Los Angeles Times all interviewed Melosi. Headline writers across the nation could not resist the opportunities the story offered: "Candidate For Historic Landmark Designation Is Used to Being Dumped On," "What a Dump," "Monticello, Mount Vernon…and That Dump in California," and "Garbage In, Garbage Out for Fresno" were just a few that appeared in the days immediately after the story broke. And swirling at the center of the uproar were critics of President Bush and his environmental policies. Since taking office he had withdrawn the U.S. from the Kyoto Protocol, an international treaty to slow climate change, and frozen a series of Clinton-era regulations, including environmental ones dealing with air and water quality.
Such reactions puzzled Melosi, who was on the side of environmentalists and had started working on the proposal before Bush was even elected.
Lost amidst the gleeful coverage was any nuance regarding what landmarks could and should be.
The merits of the landfill were bandied about in the press until September 10, 2001. Following the terror attacks on September 11, everything else was swept from the headlines, and the Fresno Sanitary Landfill quickly vanished from the popular imagination. This may be why, after all the controversy, it was quietly allowed to remain a National Historic Landmark. Reversing the status of a controversial landmark could have hardly felt like a priority following the attack. It is also worth noting that just as the process of granting landmark status is rigorous, so is the process to strip it of such status.
Melosi is currently writing about 9/11 as part of a new book on the Fresh Kills Landfill on Staten Island, which was opened in 1948 and closed in March 2001, the same year the Fresno Sanitary Landfill became a landmark. Its closure was brief, however; it was reopened after the attacks to receive around 1.3 million tons of materials from the Twin Towers, which included human remains. A recovery team was able to save 54,000 personal items and more than 4,257 human remains from the rubble. Today the former landfill is being transformed into a public park three times larger than Central Park. The many lives of Fresh Kills Landfill illustrate the way waste and disposal is inextricably bound up in human life, even if most prefer not to think about it.


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The main developers of the SEEL project are Barbara Culatta and Kendra Hall-Kenyon (biographical sketches provided below). Additional faculty and staff from the University of Rhode Island and Brigham Young University have added their expertise and efforts over the years. These include Geraldine Theadore and Dana Kovarsky from the University of Rhode Island and Heather Lue, Gary Bingham, Jolie Hill, Sharon Black, and Ann Sharp from Brigham Young University.
In addition to contributions by faculty members and staff at BYU, SEEL has benefited from the significant talents of undergraduate and graduate students. We are grateful for all they have given to the work.
Barbara Culatta
Dr. Barbara Culatta is former associate dean of the McKay School of Education and professor emeritus in the BYU Communication Disorders Department. Dr. Culatta's education in speech pathology includes a BS from California State University, an MS and PhD from the University of Pittsburgh, and a Postdoctoral Fellowship at Johns Hopkins University. Dr. Culatta has either taught or worked as a speech pathologist for over 40 years at multiple institutions throughout the U.S., including the Rehabilitation Institute of Pittsburgh, University of Pittsburgh, University of Kentucky, University of Rhode Island, and Brigham Young University. She is considered an expert in early literacy and language intervention, receiving critical acclaim for her many publications and research developments.
Kendra M. Hall-Kenyon
Dr. Kendra M. Hall-Kenyon is a professor in the Department of Teacher Education at Brigham Young University. She received her BA in Family Science, as well as her MS and PhD in Human Development from Columbia University. Dr. Hall-Kenyon has numerous publications and presentations in the areas of early literacy instruction and assessment, and teacher education. She is a former 1 st grade teacher and has worked on the SEEL project for nearly 20 years, co-authoring several publications with Dr. Culatta and other SEEL contributors. Her research interests also include understanding effective teacher preparation and professional development practices in an effort to support both preservice and inservice teachers.
Jolie Hill
Jolie Hill, MEd, earned a graduate degree in integrated teaching through the arts and has had a long career as an early childhood educator. She currently assists SEEL in conducting mentored research, developing arts-based lessons, and implementing the SEEL program in BYU-Public School Partnership schools. She recently directed a SEEL-at-Home program for teachers and parents of Spanish-speaking children at a local school.
Heather Lue
Heather Lue has a wide range of experience working with young children. Her background as an elementary school teacher, instructional aide, and preschool storyteller led her to recognize the importance of developing fun and engaging ways to help young children gain early literacy skills. As the SEEL project manager, she now uses her experience and expertise to mentor university students working on the SEEL project and create lessons that spread her excitement for engaged learning to children, parents, and teachers.


If you enjoyed the recent iteration of Clash and Wrath of the Titans, 300 or are just in the mood for a fantastical story of love and war, then Gods of Egypt is right up your alley.
In Gods of Egypt the survival of mankind hangs in the balance when Set (Gerard Butler), the merciless god of darkness, usurps Egypt's throne and plunges the prosperous empire into chaos and conflict. Hoping to save the world and rescue his true love, a defiant mortal named Bek (Brenton Thwaites) forms an unlikely alliance with the powerful god Horus (Nikolaj Coster-Waldau). Their battle against Set and his henchmen takes them into the afterlife and across the heavens for an epic confrontation.
The casting for the movie is amazing: Gerard Butler (Set), Chadwick Boseman (Thot), Geoffrey Rush (Ra the Sun God), Nikolaj Coster-Waldau (Horus), Brenton Thwaities (Bek) and Elodie Yung (Hathor) give performances that are astounding. The entire cast did a beautiful job and each one deserves high praise, but I have not the time nor patience to list them all. Just know everyone involved did a fantastic job.
The visual effects can seem off putting at first as each frame is saturated with content, but once you adjust you're able to drink in a world full of fantastical design and legendary mythical gods.
Gods of Egypt may seem like just another action adventure story covered in CGI, but at it's core it is a story about true love and the lengths that one will go to for the one that holds their heart. Be it a god in love with a goddess or a mortal who will travel to hell and back, this movie is a genuine tale of love.
Gods of Egypt is a must see if you enjoy mythical tales of gods and goddess, battles of biblical proportions and a story that anyone can relate to. As for the "whitewashing" it's a movie and none of this stuff ever happened in real life, so it is whatever the filmmaker wants, not the viewer.


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news UK Communication Employee engagement Total reward Tax and legislation
49% are concerned about the impact of Brexit on total reward
By Katie Scott	 5th September 2016 11:04 am 5th September 2016 11:11 am
Almost half (49%) of employer respondents are concerned about the impact of Brexit on total reward, according to research by Willis Towers Watson.
Its survey of 196 organisations, conducted in July 2016, also found that 49% of respondents are concerned about how Brexit will affect employee engagement and communication.
The research also found that:
51% of respondents cite organisational change as a concern following the UK's decision to leave the European Union (EU).
76% of respondents are concerned about how Brexit will affect their workforce.
47% of respondents are looking at the HR implications of Brexit, such as business disruptions or delays to corporate transactions.
56% of respondents plan to 'wait and see' before they take any action to prepare their organisation for Brexit.
66% of respondents believe their business in the UK will be significantly affected by Brexit.
78% of respondents have started a broad consideration of the implications of Brexit, 33% of respondents have undertaken scenario planning, and 60% have assessed what Brexit could mean for key areas of their business.
Richard Veal, director of talent and rewards practice Great Britain at Willis Towers Watson, said: "The results show that UK business is concerned about the effects of Brexit, but uncertainty appears to be hindering many [organisations] taking immediate action. It is important that [organisations] think about what the next steps should be and get into a more action-oriented state of mind.
"The data implies that many businesses are not assessing the effect Brexit will have on their business structure. This is particularly noticeable in the HR space where the research shows less than half of businesses are creating a specific HR Brexit team, suggesting that HR may be lagging behind other business areas in terms of readiness."
Opinion Pensions
Jill Clucas: How Brexit could affect pension schemes
26th August 2016 6:00 am 26th August 2016 3:25 pm
news Pensions
31% are more concerned about their pension after Brexit vote
2nd August 2016 11:14 am 2nd August 2016 11:14 am
news Opinion Share schemes
Raoul Parekh and Anne Croft: What could Brexit mean for share schemes?
31st May 2016 3:20 pm 6th April 2017 3:36 pm


Van Kapeghian of Medford Lakes had a little something up his sleeve when he ran his first marathon last winter. Well, actually he had it in his sock.
A toy Tinker Bell ring. Wrapped in a napkin, it was for Abbe Meck, Van�s girlfriend of several years, and the woman who ran alongside him in this grueling exercise at Disney World in Florida. They were running with Team in Training for the Leukemia and Lymphoma Society.
Van was easy to spot amid the athletes that day because he�d painted his head purple for the event. What no one knew was the guy with the weird hair planned to propose to his very pretty running partner at the finish line. He�d only mentioned the possibility to his children, Van Jr., 10, and Vivienne, 7, before he got on the plane.
Both children seemed to like the idea of having Abbe around forever as much as their dad, so he was stoked. Still, he acknowledges now, planning to ask a girl to marry you after she�s been running for hours and hours and miles and miles wasn�t particularly smart.
What if one of them was injured? What if one couldn�t finish? What if, exhausted and in pain, they were fighting with each other at Mile 18? It was possible. You should have heard some of the exchanges during training.
In the end, it all worked out. Van, 40, who�d been high-fiving spectators all along the way, staggered across the finish line, pretended he was injured, and dropped to his knee to search his sock.
�Van, you have to keep going,� Abbe urged. They had to get out of the way of other runners coming through behind them.
�I can�t go another step unless you�ll agree to marry me,� Van answered, and then presented the ring.
Abbe, 33, wept a little. Maybe overcome with joy, or exhaustion, or maybe because her fiance�s head was purple. The bottom line is, she said yes. Yes, yes, yes. Now let�s get out of the way of the other runners and find Band-Aids for these blisters.
For the record, Abbe Meck deserves a good-sport award. Whatever happened to a romantic dinner across the table from a man with normal hair?
Today, the two, officially engaged and with Abbe sporting a very special and proper engagement ring, are training again for the fundraising marathon. They�ll run a half-marathon Jan. 7 and a full marathon the next day. That�s 39.3 miles in two successive days. It�s called the Goofy Marathon.
That�s Alayna Biltcliff, Abbe�s 11-year-old cousin, who was diagnosed with leukemia last year and who is in remission as Abbe and Van train to run again.
Van, who owns his own Internet development company, furiousBall Media, says thinking of the little girl�s fight and her cheerful disposition through it all is terrific motivation when he�d rather not put on his running shoes to train some days.
He and Abbe, who manages the Carriage Trade Cheese Shoppe in Medford, raised $6,000 in Layna�s name last year and hope to collect $11,000 this time.
They�ve been busy making that happen.
On Nov. 13, Abbe will host a Silpada jewelry party. Thirty percent of the proceeds go to the Leukemia and Lymphoma Society. You can talk to Abbe or get a catalog by calling 610-451-8138 or emailing her at akmeck11@hotmail.com.
On Dec. 1, there will be a comedy night featuring stand-up by Mo Mandel at the Helium Comedy Club in Philly. Tickets are $15. Call Van at 609-969-2387.
And on Dec. 4 from 5 to 8 p.m., Abbe and Van invite you to the Marlton Tavern for a beef and beer. Tickets are $30 for adults, $15 for kids. There will be raffle prizes and a chance to help Van shave his hair into a mohawk by the end of the night.
Seriously. He plans to run this year sporting a purple Mohawk.
Like I said, Abbe is a very good sport. Or maybe she just looks past Van�s weird propensity for, well, being weird, and sees something else.
Her official engagement ring? It was designed by Rob at Karat Kreations in Medford and includes two pearls surrounded by family birthstones and a polished piece of glass from the windshield of Abbe�s car, from which she escaped serious injury in an accident in March. The bit of protective glass is a reminder that life is precious.
Not that these two seem to need reminding.
Kate Fratti�s column appears weekly.