Hi MrGoove and all, SEAWINGS here; aged 57, living in the County of Essex, England and the owner of the world's largest website for it's subject (Google SEAWINGS.....!) together with the World's only Forum on the subject, for the past 12 years. PC literate in a 'self-taught' sort of way, with decent tower set-up running XP Pro and all the 'usual' programmes. This is my 4th PC and I have a Acer laptop running Win7. Found this site after two weeks of internet searching looking for the answers to some questions I have with MS Office 2007. I must say, it is the nicest, easiest site to navigate and the things I have learnt in the past couple of hours have hooked me to it! I can see myself going right through the site archive in upcoming work breaks! Well done Mr.Groove!!


text:
Great Place To Work 2019: List Of Winning Companies
Great Place to Work Institute is proud to present the most India's most coveted and largest workplace study 2019 in the mid-size category
Photo Credit : Shutterstock
1563528067_C7jIvZ_company_illustration_shutterstock_470.jpg
The following are the list of the top 50 companies to work for and what makes these organisations one of the greatest places to work for.
SAS R&D (India)
Industry: SAS Research and Development (India)
Employee Strength: 451
Best Practice: "'Inspire our Candidates': The interviews at SAS are focused on creating a ""wow factor"" that helps candidates distinguish the culture and workplace form others. SAS Panel Members go through 'Interviewing Skills' Techniques to enhance their skills in greeting, interviewing and promoting SAS Culture. From the moment, SAS Research and Development receives an application, they offer glimpses into the culture and what it is like to work there. Moving the exposure point up earlier in the process helps to narrow the pool more efficiently to those who are truly going to be a fit. The program breaks down into three key focus areas: before, during and after the interview.
Before the interview: A detailed job description, interview details, and videos about SAS are shared with every candidate to familiarize them with the hiring process.
During the interview: SAS R&D tries to do everything they can to reduce the understandable stress and make candidates feel welcome and comfortable.
Before the Final behavioral round, the candidate receives a felicitation card signed by the Head HR congratulating him/her on reaching the final round. The card also creates an opportunity for the candidate to speak directly with the Head HR to provide feedback or share his/her experience.
After the interview: The candidates are left feeling fully informed and with a positive impression of how employees are treated. SAS R&D gives a two week commitment to the candidates on getting back with the results. During the wait, the HR team stays in touch with the candidates to keep them "warm", sending an email to check in and let them know they're still in the decision-making process.
To ensure the SAS Panel members and the HR team have followed their practices consistently, the Talent Acquisition team reaches out to every interviewed candidate to understand their overall feeling about the interactions ." Click here to read more
ESDS Software Solution Pvt. Ltd.
Industry: Information Technology
Best Practice: Precious Gifts for Our Precious People: ESDS Champs who have worked so magnificently well, get something magnificent. Regards to this a token of appreciation gold coins are gifted every month for various categories like maximum number of sale, biggest order of the month, most enterprise customers on boarded. Just to thank the champions ESDS have rewarded 30 gold coins & 99 Silver coins each over the period of one year.
Father-in-law Day –The father in laws of all ESDSians were invited for the re-inauguration of the library, as even father in laws are a pool of knowledge who guides them throughout their life. They were welcomed with bouquets and wide smiles from all ESDSians, further to lighting the lamp.Proceeding the inauguration, there were some fun twists where the father in laws had to share their golden experiences with their son/daughter in law. In all, welcoming the father in laws in the ESDS family. Click here to read more
United Colors Of Benetton India
Best Practice: R.A.C.E (RETAIL ASSOCIATE CAREER ENHANCEMENT) to LEAD: Within the ambit of shaping careers, R.A.C.E.to Lead is a program that acts as a catalyst to fast track careers for MBA grads looking forward to build careers in retail. The program is conceived with an objective of identifying, selecting and nurturing young MBAs from reputed B-Schools for developing future Store Managers through a structured, predefined career path over a time frame of 36 months.
The program not only offers an understanding of Store Business Operations & Customer Buying Behaviour but also provides an opportunity to young MBA students to learn On-the Job & deliver as high flying Store Managers.
This program has been conceived & designed in three phases wherein students emerge as potential retail champions by successfully delivering in the following:
LEVEL I - Live Projects during End Of Season Sale (EOSS)
LEVEL II - Summer Internship for two months in EBOs (Exclusive Business Outlet), LFS (Large Format Stores) and HO
LEVEL III - Pre Placement Offer
Students who prove their mettle in Level I & Level II , are offered Retail Business Trainee roles, who through a structured process of learning & subsequent Assessments for the next two years' graduate to the level of the Store Manager or the store CEOs, to lead the Store Operations & team. During this thirty six month program, structured and relevant learning inputs and interventions are injected to these high potential business trainees so that they come out with flying colors post the robust two year period. Click here to read more
Mahindra Intertrade
Industry: Manufacturing & Production
Best Practice: Female candidates hiring: None of the plants at Mahaindra Intertrade had any female recruits till 2016, post which they started following practices to ensure diversity at the workplace. The candidate who has reached the final round is invited along with her family to visit the plant. The Plant Chief / Head Operations explains the safety and work practices to the family of the selected candidate. When the lady recruit is called to the Head Office at Mumbai for the final interview, the travel expense of one family member of the female candidate is reimbursed to ensure that she and her family are at ease and feel safe about the lady recruit travelling to Mumbai. The Manaing Director and Chief - HR meets the family members of all female candidates who have reached the final round. This practice is followed for all hiring of female recruits at the shopfloor as well. The feedback received from the new recruits at the plants states that these hiring practices gave comfort to their families and their joining decision was a family decision - wherein the spouse / parents encouraged them to be a part of the organization. Click here to read more
Max Skill First
Industry: Education & Training
Best Practice: "Value Based Hiring through Behaviour Event Interview: Max Skill First trains the internal interview panel on how to evaluate the candidate on MSF's values & find alignment with the organization's objective. The workshop is divided into 3 main sections: Recruitment Experience, Role Specifications & Structured interview Process. The workshop kick starts with the Importance of the right Selection process & then it is linked to the cost of a bad hire. It is followed by group discussions around creating an Employer Brand for Max Skill First, where the focus is to treat every single candidate as a customer of MSF, identifying the characteristics of a successful employee at MSF. Each team creates a gallery wall where they identify 2 things: 1. Knock out factors for their team and 2. Characteristics of an A-Player or a Best Player for the team. Various selection tools: traditional Interviews, References, Assessment Centres, Behaviour Interviews are discussed highlighting the process, pros & cons of each, a comparison of each with the others. This ensures a 100% buy in from all People Managers for the BEI.
This workshop is a mix of case study, group discussions, role plays, interaction with the senior leadership team. At the end of the 2 days, when they leave, they are confident in using BEI as the selection tool for Hiring & understand what MSF looks for in a candidate during recruitment. Click here to read more
Industry: Non-profit and Charity Organisations
Best Practice: Sunday Funday: Every Last Sunday of the month is dedicated to team bonding activities ranging from Movies, team games, activities, birthdays, farewells, achievements, etc.
Impact Stories - Daily Share: Stories of impact and change sourced from across the country is shared on a daily basis on MAD's social media platforms. These success stories, big or small, encourages the team to do more as an incremental positive influence is seen.
Admiral Technologies
Best Practice: Designated Chill Out Area: Every employee has a bad day from time to time, so Admiral Technologies have created a chilled out space called as Chill – Out area where he/she can take a mental break whenever required. It offers comfortable seating, some light reading material, music, play station and at times movies too.
Eureka: The senior level employees at Admiral Technologies undergo this program to prepare for the next level. Under this program, 5 day training sessions happen and then the weekend is given to the employees to bond and understand things over social events organised by Admiral.
Gera Developments
Industry: Construction, Infrastructure & Real Estate
Best Practice: Magic Mondays: Mondays are no longer 'Monday Blues' at GDPL; with an intent to jazz up the Monday's they came up with Magic Mondays. On every Monday a unique activity is taken up as simple as wearing a common color to work, to an interesting quiz on DISCOVER, to sharing childhood pictures to 5 min games at your desks.
Inspiring employees and their children: On the occasion of Engineer's Day a competition to create innovative models from the waste material was announced for all employees. And, on Childrens Day for the elder children the theme was creating best out of waste. Not only did this bring out their creativity & imagination, it also imbibed a sense of responsibility towards mother nature beginning at an early age. Click here to read more
Feedback Energy Distribution Company (FEDCO)
Best Practice: FEDCO SEVA: With more than 580 children spread across 4 orphanages, care has been taken by Feedback Energy Distribution Company Ltd. to spread awareness, celebrating festivals with them, organizing sports and other events, helping them with funds, study materials, solar lamps, etc.
Hoot on Fountie: Feedback Energy Distribution Company Ltd has an intranet which is fondly called Fountie (Fountain Head) and the mascot is an Owl- therefore the news each day is called a 'Hoot'. Success stories and accolades, happenings, and events that celebrate and bring out the importance of DISHA Values are shared each day for the entire company to read. Click here to read more
Dream11 Fantasy
Best Practice: #D11Unplug - During #D11Unplug, Dream11 Fantasy Private Limited, disconnect a Dreamster from all Dream11 channels for a week. They change all Dream11 account passwords so the Dreamster can't connect with teammates even if he/she wanted to. They nudge their teammates to not collaborate with the Dreamster during #D11Unplug. This way, a Dreamster gets 'Unplugged' and he/she enjoys dedicated time off. Dreamster joins back refreshed, energetic and raring to go create new records.
Supporting Dreamsters: To make a choice between spending on rent for a place near to work or traveling miles for work, easier, Dream11 Fantasy Private Limited in association with Nobroker, help Dreamsters find places that are 30 minute travel time away from the Stadium. The company also covers up to Rs.20,000 in rent every month.
Centum Learning
Best Practice: Karva Chauth Celebrations: Most women fear this day as they have to fast the whole day long and work too, but at Centum Learning Limited, decided to take away this pain and in turn convert it into a happy memory by inviting 'Mehendi' designers to put henna and all women employees got it done. Not only this, but they also gave a half day leave to the employees, so they could go home and celebrate this day with their spouses. Click here to read more
Frog Cellsat
Industry: Telecommunications
Best Practice: Frog Kids- it is a welcome booklet at Frog Cellsat aimed at the children of the new joiners with a special message from the CEO, an animated story on Super Hero theme explaining where and how Frog products are used and much more important insight into the company. This also is aimed at providing knowledge of their parents' workplace to the children and to integrate them into the Frog Family.
Platinum Club: Frog Cellsat offers membership to its premium Platinum Club to few members. The selection for Platinum Club is solely at the discretion of the management. Platinum Club comes with special privileges such as Flexi Timings, No Leave deductions, leisure outings with family, etc. Click here to read more
Bharti Realty Holdings
Best Practice: Heart Wish Bowl: To forge stronger bonds and camaraderie, Bharti Realty Limited collected wishes for the children of outsourced staff working across their operational assets, Worldmark, Aerocity, and NCR Properties. The employees were encouraged to fulfill or grant these wishes.
Green Auction: At Bharti Realty Limited, children of the outsourced staff are encouraged to create products out of recycled goods and waste materials. Money collected from the auction was rewarded to the respective children. Click here to read more
SEWA Rural
Best Practice: Nav Dampati Mela- Celebrating and welcoming newly married couples. It is a day-long get together of newly married couples. They invite employees who got married last year with their spouse and talk about various subjects viz, expectations from each other, the importance of communication, expression of gratitude to have each other and spending time together. They also bring in experts to talk about anatomy and contraceptive counseling. There are games and celebrations. The day ends with an action plan designed by each couple for themselves. Each couple gets a gift of a book to cherish and enjoy.
Part-time work up to 1 year- Women employees requiring to take care of infants at home for longer periods because of family challenges are allowed to opt for serving part-time for up to one year as a special dispensation to such employees. Such a policy helps employees to take care of their special duties and at the same time provides a guarantee of continued service and thereby financial support. Click here to read more
Brigade Hospitality Services Ltd.
Industry: Hospitality
Best Practice: Soap Box sessions: At Brigade Hospitality Services Limited, training topics, activities and the agenda make the participants speak up, express their point of view, makes them think, wonder and grow. This is specifically conducted for team members on the Executive and above level. This helps them improve their communication, confidence and opens the mind to new concepts and ideas.
English language training on WhatsApp: At Brigade Hospitality Services Limited, a WhatsApp group created called BookWormz is created across all levels of employees for the purpose of learning and improving English Language Skills. The Head of Learning shares a sentence that is incomplete or grammatically incorrect and employees who are part of this group reply with the answers they think correct. At the end of the day, the L&D Head compliments the person giving the correct answer. In case no one in the group has given the correct answer, the L&D Head gives the answer and explains the reasons so that they understand the usage. Click here to read more
Vuram Technologies Solutions Pvt. Ltd.
Best Practice: Hub Portal- Any one on one meeting which is conducted by leads or TDMs are recorded in the Hub portal. When this meeting is recorded in their internal portal, there is an option to mark if there is anything that needs to be addressed/ escalated immediately. When this option (Red alert ) is marked, the Head HR and the CEO gets an email notification immediately. They contact the respective parties to discuss the issue and take the needed action.
"Onsite- Most of the employees have a wish to travel outside. Onsite is one such opportunity that is provided by the employer. The onsite trip is for two things i.e technical learning and learning how to interact with the customer which Vuram celebrates when an employee gets that opportunity. The Events team organizes cake cuttings where all the Vuramites gather and greet the person who is going to travel. Senior Vuramites shares their experiences with them and greets them with luck for their first onsite trip. All their celebration updates and wishes will also be posted in yammer which remains as a memory for the person. Click here to read more
Mahindra Lifespace Developers
Best Practice: CARE- It is a platform at Mahindra Lifespace Developers Limited which reviews, addresses, and eliminates concerns regarding performance evaluation. A concern could be around facts, not considered while rating, previous manager's rating not involved during the feedback, a manager making derogatory remarks or discriminating basis bias in the review. With the introduction of this practice, the organization was able to resolve 2 such performance review concerns.
Ask Your Leader- Mahindra Lifespaces' intranet has a unique feature called "Ask Your Leader" wherein any employee can pose any of his questions to a particular leader. The question and the reply are visible to other employees as well. Click here to read more
Burns & McDonnell Engineering India
Industry: Professional Services
Best Practice: Hindi & English Lessons - At, Burns & McDonnell Engineering India Pvt. Ltd. expats attend Hindi Classes to blend well with their office and Indian culture. In all meetings, they greet in Hindi and try to collaborate in a way that employees feel they are one of them. At the same time to enhance the collaboration between BMI employees and BMcD US teams – some employees are encouraged to attend English Classes to sharpen their linguistic skills.
Baby Shower: At Burns & McDonnell Engineering India Pvt. Ltd. to cheer up the female employee and participate in her journey to be a mother, they celebrate with a baby shower by cutting the cake. Click here to read more
Doyen Systems
Best Practice: Feeling Proud of What We Do: At Doyen Systems Pvt. Ltd., the customers are invited to their office location to address the employees. This helps the employees know the real challenge and the big picture of how they impact the business.
Special rooms for prayer times: At Doyen Systems Pvt. Ltd., employees can avail special rooms for their prayers to prevent interruption. This practice restated the company's policy of equal treatment policy irrespective of caste, creed, disability, gender, sex, or religion. Click here to read more
Gozoop Online
Industry: Media
Best Practice: 100aWeek- It is one of the projects of 1SmallStep that enables people to do good regularly and unconditionally. Through 100aWeek people will discover and participate in amazing acts of kindnesses each week.This initiative came into existence out of 1smallstep, where each week their contribution of INR 100 will make a big difference.They have to get them registered on the link, Make their contribution and be a part of the every growing 100aweek family. Each week the contributor gets an e-mail regarding which would be the next NGO that the team would be heading towards. And if they want, they can be a part of that too!
The 15 Minutes Circle: 5 employees randomly get an email invitation from the Co- Founder to have a chat with him in his office, where they discuss anything and everything, so that the 5 people try to get to know each other better. Click here to read more
Enrich Energy
Best Practice: One thing change a day: At Enrich Energy, employees are motivated to bring about at least one positive change in themselves which could be either personal or professional. The purpose of this initiative is to make employees think about themselves in their busy schedule, and there are no rigid guidelines which may result in less participation. This initiative is measured at two levels, first through observation by the Head of Department and then on the basis of one-to-one interaction.
SourceFuse Technologies
Best Practice: Re-interview: Under this initiative, unsuccessful candidates can be called for a re-interview if they express dissatisfaction with the interview for whatever reason. Such candidates are given ample time to prepare before they are called for a fresh interview by the same panel. In case a candidate says he found the panel of interviewers to be intimidating, then the panel is revised for the re-interview.
Silver Arrow Automobiles
Best Practice: Support during death of a family member: In the event of the demise of an employee's family member, his/her colleagues along the supervisor, HOD and the HR team make it a point to attend the last rites or post-last rites rituals and visit her home. The aggrieved employee is also allowed to take time off for as long as required without her salary or available leave balance getting impacted.
ACPL Systems
Best Practice: Coffee with leadership: At ACPL Systems, employees get an opportunity for one-on-one conversation with the leadership over a cup of coffee. Not only does it create a warm environment, but it also helps the employee to open up and freely provide suggestions and recommendations. These meetings also serve to highlight the concerns of employees.
Anand CY Myutec Automotive
Best Practice: Advance salary for new employees: At Anand CY Myutec Automotive, new employees are given seven days' salary in the very first week of joining by way of an advance. This helps new employees to meet their day-to-day expenses.
JM Financial Asset Management
Industry: Financial Services & Insurance
Best Practice: Corporate Social Responsibility programme: The JM Financial Group takes its CRS activities seriously and works with the disadvantaged communities through its arms, Kampani Charitable Trust and JM Financial Foundation. The two trusts have supported various causes including education, healthcare, promotion of sports, animal conservation, and disaster relief.
Zifo RnD Solutions
Best Practice: Golden Week: Every year, employees are allowed a week's vacation from 25 December to 1 January – called the 'Goldren Week'. During the period, the office remains closed allowing its employees to truly soak in the holiday culture and spend good time with the family. This initiative has been very popular with the employees, who according to HR feel a sense of ownership that it was initiated by the people and for the people.
Hella India Lighting
Best Practice: Mini Town Hall: At Hella India Lighting, every month a mini town hall is organised to discuss ideas and concerns raised by the employees. Its three 3 parameters are: START (which new practice can be incorporated), STOP (which practice can be eliminated) and CONTINUE (which practice can be continued). HR drives all initiatives with the management team and progress is announced every month.
Varthana (Thirumeni Finance)
Best Practice: Elite RM Meet: A forum for Varthana's top sales performers, it goes beyond the scope of awards and certificates to cover development aspects, retention and career programmess. Around 10-12 per cent of eligible employees receive this recognition every quarter. These employees are invited to the Head Office for a leadership meeting, the agenda of which includes recognition, engagement, development and social time.
Litmus7 Systems Consulting
Best Practice: Development: It is an initiative where the employees can decide what they want to be in the company. They can choose a role and build a plan to get there. The organisation doesn't follow the traditional hierarchy-based progression where just the title changes and they eventually do the same role. They have clearly defined KPIs and competencies needed for each role and employees can build their career path to earn that role.
Tasty Bite Eatables
Best Practice: SPICE Card (Strategic Plans Involve Continuous Execution): Spice Card is the backbone of a transparent, yet stringent performance evaluation system across the company. All teams review their SPICE Card scores on a monthly/quarterly basis. The SPICE Card forms the basis of the mission statement for tasty bites and thus, keeps the employees inspired.
PubMatic India
Best Practice: Return To Work: When employees rejoin work after a long leave due to maternity or sickness, etc., the company's formal 'Return to Work' programme helps such employees return to productive employment. It assists them in resuming their job responsibilities and providing them the required support from manager, HR and their co-workers during this process.
Brightstar Telecommunications India
Best Practice: Annual Goal Alignment Meet: At Brightstar Telecommunications India, all its employees, both on-roll and off-roll, come together under one roof to celebrate the company's success and plan the way forward for the upcoming year.
SAS Institute (India)
Best Practice: Professional Worth: For every employee, SAS has the following weightage for professional growth: Experience 70 per cent (includes in-depth learning on technology, learning on domain, leading teams/ efforts across teams; Exposure 20 per cent (working with global experts, tech day discussions, professional conferences & SAS global forums, communities of practice, blogs, tool pool, SAS Pedial; Education 10 per cent.
Inorbit Malls (India)
Best Practice: Green Vision: The company imparts training programmes to the green building core teams i.e. architects, engineers and especially sales teams to enable them to communicate relevant information along with benefits to the property aspirants, detailed guidelines to tenants mentioning the green features of the project, along with Do's and Don'ts, and on-location green education by putting up signages explaining the various green measures.
Raymond Luxury Cottons
Best Practice: Long Service Awards: Raymond has honoured all its employees who have completed 25 years of service with Raymond through a grand celebration. The families of these employees are also made a part of the ceremony where the longest serving employee as well as the family is thanked for their contribution to the company.
KNOLSKAPE Solutions
Best Practice: Tech-talks and K-talks: Tech-talks are delivered once a month on a Friday by a KNOLSKAPE employee on a technical topic. This talk is for 30-60 minutes including Q&A. K-talk: An employee can choose to talk about any topic of his/her interest. This talk is organised on one of the Fridays or during stand-up and lasts for 15-30 minutes. Common interests help connect people.
Parijat Industries (India)
Industry: Agriculture, forestry and fishing
Best Practice: Car Pool Policy: The policy provides support to employees commuting to the office using a car pool. Under this policy, Parijat contributes one-third of the total running cost of a car up to a maximum of Rs 8,000 per month basis the approval of the terms and conditions.
Symantec Software Solutions
Best Practice: Dollars for Doers: The programme encourages and rewards sustained volunteerism by making a monetary contribution to the organisations where employees volunteer their time. Symantec makes a $15 donation for every hour of volunteer service that an employee contributes. This program has a maximum cash donation equivalent of $1,000 per employee, each calendar year.
Bacardi India
Best Practice: Back to the bar: To promote cross-functional collaboration and give an opportunity to all employees to work directly in the marketplace, employees are sent to the bar to promote Bacardi India's cocktails and take feedback directly from customers. This helped in promoting a culture of participation and instilling founder's mentality.
J.K. Fenner (India)
Best Practice: Talent Management: It is a key succession planning tool that provides an integrated means of identifying, selecting, developing and retaining top talent within the organization. The Talent Management system focuses on talent review and leadership development to meet the future challenges of the organisation.
Ryan India Tax Services
Best Practice: Floater Holidays: Ryan India understands that some days are very special and employees would appreciate spending those days with their special ones. To accommodate this, Ryan India created a Floater Holiday for personal milestones (birthdays and anniversaries).
Pi DATACENTERS
Best Practice: Women Executive Board: All members of the WEB are nominated by the CEO. The Board's objective is to empower and safeguard the rights of women employees in the organisation by advocating equal access to participation in all matters of management including decision-making. The Board also organises workshops to streamline gender equality and gender sensitivity in both men and women.
Vestige Marketing
Best Practice: Go International: Under this initiative, Vestige encourages its employees in India to apply for key assignments in foreign countries and get international exposure. All key positions in Vestige's overseas locations — the UAE, Bahrain, Nepal, and Bangladesh — have been manned by the company's internal resources from India.
Quovantis Technologies
Best Practice: HotSeat: Under this programme, every 15 days the fortnight's newcomers are brought together for an hour where they are introduced to everyone in the organisation. Fun questions like 'What do they aspire to be if they become invisible?' etc are asked. It is basically an ice-breaking activity and helps in getting to know the new quants well. They also take a one-on-one feedback from quants.
Experion Developers
Best Practice: Commute for Women Employees: At Experion Developers, women employees are advised to leave the office early, and in case they stay up to 7:30 pm, they are given company cars or are reimbursed for cabs to go back to their residences.
MindTickle Interactive Media
Best Practice: Chaupal: Every Friday, Mindtickle holds a chaupal where managers, senior managers, and all other employees share the important updates of their ongoing projects, new hires that have joined during the week and important news related to the company. The chaupal is attended by all the employees, who are free to ask any questions in the areas being discussed.
Fedby Information Services
Best Practice: Maternity Return Bonus: To encourage working mothers to resume work after maternity leave, Fedby Information Services provides maternity return bonus to women employees. This bonus component is provided for two pregnancies and is paid over and above the statutory maternity benefits.
Xanadu Realty
Best Practice: Life event Increment: Xanadu Realty's practices are designed keeping the life stage and requirements of their employees in mind. Given the financial stress an employee goes through during marriage and childbirth, a 5 per cent increment is given to all on marriage or childbirth during their tenure in Xanadu.
Adani Enterprises -- Mining
Industry: Mining and Quarrying
Best Practice: Abki Baar Aapka Parivar (ABAP): At Adani Enterprises - Mining, employees' families are invited to the corporate office for a half-day gathering. After a few activities, the kids are taken to the CEO's office where they spend time with the CEO and his wife. This creates a unique experience for the employees and their families, increasing connect of the employees with the Adani brand.
How We Chose Them
Every year, more than 10,000 organisations from more than 58 countries partner Great Place to Work® Institute for assessment, benchmarking and planning actions to strengthen their workplace culture. Great Place to Work® Institute's methodology is recognised as rigorous and objective and is considered the gold standard for defining great workplaces across business, academia and government organisations.
All organisations (with an employee strength ranging from 100 to 500) that nominate themselves for India's Great Mid-Size Workplaces list undergo an assessment. As part of this assessment, all organisations are studied through two lenses. The first lens measures the quality of employee experience through our globally validated survey instrument known as Trust Index©. The survey helps in seeking anonymous feedback from employees and carries two-third weightage.
The second lens is called Culture Audit©. It is a proprietary tool of the Institute that evaluates the quality of people practices of an organisation, covering the entire employee life-cycle. This carries one-third weightage.
The institute also considers whether an organisation that has met the criteria defined by the Institute on employee experience and people practices is also a 'Great Place to Work for ALL' i.e all employees in the organisation irrespective of their tenure, age, gender, role etc. are experiencing a great workplace culture. In this criteria, any demographic group that forms 10 per cent or more of the company's employee strength should not have a significantly different experience (Trust Index© score) from the average score of the entire organisation.
The Institute undertakes a robust validation process on the data gathered through the assessment process. The cumulative score of Trust Index© and Culture Audit© determines an organisation's position in the ranking scoreboard and helps in identifying India's Great Mid-Size Workplaces.
No individual or jury has a say in who makes it to the Top 50 list — only employee feedback and quality of people practice determine if an organisation is a great workplace.
great place to work 2019 great place to work institute

redpajama_set_name: RedPajamaCommonCrawl


A maximum of 80% of the Fund's asset will be invested primarily in Naira denominated fixed income and high yielding instruments. 20% will be invested in carefully selected quoted stocks from the Nigerian Stocks Exchange. The Fund offers an opportunity to achieve good returns (while minimizing risks) from a diversified portfolio of investments which may not otherwise be available in significant quantities to individual investors.


Terry Schuster is a Network Capacity Coach in the Northern Region of the state. He spent 34 years as a school psychologist in north central Illinois within rural Special Education Co-op settings and was involved in activities with Illinois ASPIRE and the RtI Partnership before becoming part of the I-RtI Network and now the IL MTSS-N. He has a particular interest in student engagement as a necessary component for schools to consider within core curriculum and interventions, in addition to academic and behavior issues.
Terry supports effective teaming processes and adherence to systematic problem solving processes to offer great opportunities to improve fidelity and decision-making. He has supported the problem-solving process applied not only to the performance of students, but by district and building leadership teams who effectively use it to review the performance of whole school systems (policies, practices, procedures).


text:
Jul 25, 2014 ID: 6415
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For commercial use, the prior written permission of Volvo Cars is required. Please contact the local Volvo Cars representative. See Media Contacts. By downloading and using images and other material, the user automatically accepts the above conditions.
1990-1999: A historical review
Jan 08, 2000 ID: 10669
VOLVO 940 (1990-1998)
Jun 27, 2013 ID: 49833


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Here are the details, if you'd oblige reading. They'll face Texas 10 times (5/5 split), followed by Houston, San Antonio, Abbotsford, Grand Rapids, and Charlotte 8 times each (4/4 split). Peoria, Rockford, Milwaukee, Lake Erie, and Rochester each face the Barons 4 times (2/2 split). And last, but certainly not least, Chicago, Toronto, and Hamilton get 2 a piece (1/1 split).
I've not chosen to bore you today with those numbers in hopes of boosting my web page views, although if you're reading this, than plan B certainly worked. No, I've pointed out the Barons opponents today to highlight it's insignificance.
Life "on the farm" brings with it great promise. It is incredible to see young talent on the tipping point of big league greatness and a life in the minors. In North American hockey, it has been argued there is no development league that is as important to its big league partner as the American Hockey League. I agree, unless we consider NCAA football a development league. It goes without saying that watching kids develop into career sports professionals is a worth while experience. So much so that I buy tickets to as many AHL games as possible.
However, the short version of the story is a lot kinder than the long version.
As player turn-over season after season occurs, very little player consistency is noticeable. This shows both the importance of the league as well as its rapid-fire loss of players on the verge. For development, the farm teams in the American League are birthing grounds for solid players. For a fan, this can be difficult to experience.
I loved Colin McDonald, he's gone. I tolerated Alexandre Giroux, loved the goals he gave us, now he's gone. I admired Martin Geber's love of the game, now he's gone. In comes the ripe crop of faces ready to leave their mark in Oklahoma City and beyond (said in best Buzz Lightyear voice).
I've squandered your attention so I'll wrap it up.
In essence, any minor league schedule, especially in the American Hockey League is uninteresting. Why? Because unless your a fan of an incoming team (for nostalgic purposes), there is little to compare with from year to year. Our team has changed drastically, but so has the face of our opponents. This happens in the NHL as well, but on a more long-term scale. Locking players down for multiple years is key to this. Hanging onto guys that make a difference adds matchup excitement in division and out. This just isn't a common practice in the A. It was not built to hang on to players, rather it prepares them to leave the nest.
But there are those that claim the almighty dollar is at stake. Don't the ticket purchasers want more Stars vs. Barons rivalries? The majority of sports fans couldn't care less in this market about rivalry; they want discounts, diversion, and dueling. You find me a regular Joe that would choose a Stars/Barons game over a discounted, mid-week Griffins bout, and I'll take a nibble out of my JF Jacques jersey.
Could the American League make things interesting? Sure. By instituting some conference crossover. That's certainly for another post.
Yes, I'm a little cynical today, and Yes I'm bringing you down with me. But before you get tizzed up, saving every last penny to see the Barons play the Checkers, you might get the same bang for your buck by springing for a Rockford game because at this point it just doesn't matter.


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Posted on July 25, 2020 July 26, 2020 by CPR Admin
Yellowwood Park Home Owner Defends Against Brick-Wielding Robbers
Durban residents are cautioned to upgrade security in and around their homes as the nature of home invasions escalate in vindictiveness and intent.
"A home invasion in Yellowwood Park this week illustrates to what lengths criminals will go in order to grab the valuables inside a home," said Security community and media liaison officer, Andreas Mathios.
"The homeowner had heard thudding noises from the balcony at around 5am and then heard his external beams being activated. He proceeded with caution to investigate and saw two shadows on the balcony outside," Mathios said. "As he activated his Security panic app the sliding-door glass shattered. The resident had just entered the living room in time to see the intruders shoulder-charging the door. When this proved unsuccessful they threw a brick which totally shattered the glass on impact," he said.
"A confrontation then ensued between the resident and the two intruders as they entered the house. One suspect grabbed the TV and set off out the door while the second intruder was involved in a wrestling match with the elderly homeowner," he said. "The resident was successful in stabbing one suspect before the two intruders fled off the balcony and across the road into a wooden bushy area," he said.
"A Security reaction officer arrived at the scene as the resident was wrestling with the intruder and hesitated in firing shots as the homeowner was also in range. The suspect fled the scene," he said. "This incident highlights the fact that housebreaking criminals are not showing caution or stealth when breaking and entering, and will use whatever they can to gain access, be it brute force or using implements for the task. They are relentless and show no fear," he said.
"A search after the incident revealed that the suspects entered the property by cutting the electric fencing at the rear of the property. They then placed a branch in front of the sensor in an effort to prevent it activating when in fact this triggered the beams," he said. "They then proceeded to the sliding door and began shoulder-charging the window in an attempt to enter the home," he said. The only item taken was a flatscreen TV. Investigations are continuing.
A housebreaking suspect in Glenwood on the Berea didn't have it so lucky on Monday afternoon when he injured himself while attempting to flee and was subsequently arrested.
"A Blue Security reaction officer had been despatched in response to an alarm activation and on arrival heard cries coming from within the house," Mathios said. "Backup was requested and additional units, including the Tactical Team members arrived. The suspect took off on seeing the arrival of the Blue Security response units and began jumping from property to property. A neighbour was assaulted during his attempt to evade arrest," Mathios said.
"The suspect was eventually cornered a few streets away and immediately apprehended," he said. "A laptop was recovered in his possession which was positively identified by the clients whose property had been invaded.
Members of Umbilo SAPS attended the scene. The suspect was handed over with injuries to his leg that he had sustained whilst fence-hopping between properties," he said.
CategoriesTips, Uncategorized
Previous PostPrevious Bylaws applicable for the citizens of Centenary Park.
An outrageously close knit community, safe and secure


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A roundup of the week June 1-7
BASEBALL—MARIETTA (Ohio) COLLEGE defeated defending champion Ithaca (N.Y.) College 14-12 in Marietta to win the NCAA Division III title.
BOWLING—JEFF MORIN defeated Larry Laub 224-210 to win the $90,000 Seattle Open.
BOXING—LUIS IBARRA regained the WBA flyweight title that he had lost in February 1980 with a unanimous 15-round decision over defending champion Santos Laciar in Buenos Aires.
GOLF—TOM WATSON defeated Tommy Valentine on the third hole of sudden death to win the $300,000 Atlanta Classic. Both finished regulation play at 277, 11 under par.
Sandra Post shot a six-under-par 282 to win a $150,000 LPGA tournament in Malvern, Pa. by two strokes over Amy Alcott.
HORSE RACING—SUMMING ($17.80), with George Martens aboard, beat Highland Blade by a neck in the $284,300 Belmont Stakes. Favorite Pleasant Colony, trying vainly for a Triple Crown, finished third. The winner's time for the 1½ miles was 2:29 (page 18).
Wayward Lass ($28.20), Cash Asmussen up, beat Heavenly Cause by a neck to win the $111,200 Mother Goose Stakes at Belmont Park. The 3-year-old filly did the 1'Öõ miles in 1:48[4/5].
MOTOR SPORTS—BENNY PARSONS drove his Ford to victory in the NASCAR 400 in College Station, Texas. He averaged 132.475 on the two-mile oval of the Texas World Speedway and finished .51 second ahead of Dale Earnhardt, in a Pontiac.
Mike Mosley, averaging 113.838 mph in an Eagle equipped with a stock-block Chevrolet V-8, won the Rex Mays 150 on the one-mile oval of the Wisconsin State Fair Park in West Allis. He beat Kevin Cogan, who drove a Phoenix-Cosworth, by 46 seconds.
SOCCER—NASL: The good news for the Eastern Division-leading Cosmos was once again Roberto Cabanas, whose eighth and ninth goals of the season, the latter at 2:56 of overtime, gave them a 2-1 victory over Montreal (page 68). The bad news was a decree from the government of Paraguay ordering Cabanas to join his teammate-countryman Julio Cesar Romero for a World Cup qualifying match against Chile last Sunday. Even without them, the Cosmos beat Atlanta, the Southern Division leader, 2-1, as league scoring leader Giorgio Chinaglia picked up his 17th goal on a penalty kick. Edmonton Defenseman Joe Raduka had some good news and some bad news, too. With 23 minutes to play and the score tied 1-1 in the Drillers' game with Los Angeles, Raduka headed an 18-foot shot over the goaltender's head for a score. Unfortunately, the shot had flown off the back of Raduka's head. The goalie was his teammate, John Baretta, and the score gave the game to the Aztecs, 2-1. Los Angeles remained on top in the Western Division after San Diego fell 1-0 to Chicago. It was the 10th win in 13 games for the Sting, the leader in the Central Division. Calgary moved out of the cellar of the Northwest Division with a pair of upsets. In the Boomers' 4-1 thrashing of San Diego, Danish Winger Jorgen Kristensen assisted on all four goals—two by Willi Reimann, playing in his third NASL game, and one each by Franz Gerber and Victor Kodelja. In a 3-2 comeback triumph at Vancouver, it was Gerber who tied the score at 2-2 and Kodelja who clinched the victory in the shootout. Seattle, meanwhile, replaced the Whitecaps as the Northwest Division leaders with a 2-0 triumph over Dallas in which Steve Daley and Shaun Elliott both scored unassisted goals.
ASL: Three teams each had two victories on the week. After Goalie Steve Jameson made seven saves in a 3-0 Rochester win over Cleveland, hometown product Dennis Mepham struck twice to help the Flash edge New England 3-2 and climb out of the Freedom Conference cellar. New York United dealt Detroit its first loss of the season, 2-1, on a goal by Forward Alex Basso with nine minutes remaining, before beating Carolina 2-0. And Pennsylvania defeated the New York Eagles 3-2 on two goals by Richard Reice and then got two goals from Bill Sautter on penalty kicks to triumph over Cleveland 4-0.
TENNIS—BJORN BORG defeated Ivan Lendl 6-1, 4-6, 6-2, 3-6, 6-1 to win his sixth French Open men's singles title. HANA MANDLIKOVA beat Sylvia Hanika 6-2, 6-4 for the women's crown (page 22).
TRACK & FIELD—At the NCAA outdoor championships in Baton Rouge, CARL LEWIS of Houston became the first athlete since Jesse Owens in 1936 to win meet titles in both a track and a field event with victories in the 100 meters (9.99) and the long jump (27'¾"). SULEIMAN NYAMBUI of UTEP surpassed the mark set by Owens—and shared by Gerry Lindgren of Washington State—of eight NCAA individual titles. With victories in the 10,000 (28:34.23) and 5,000 (13:38.8), Nyambui now has 10 career championships. He also led the Miners to their third consecutive team title, 70-57 over SMU (page 26).
WEIGHTLIFTING—OTA ZAREMBA, a 220-pound weight category lifter from Czechoslovakia, snatched 408.1 pounds in Tatabanya, Hungary to surpass the world record of 407 pounds lifted by David Rigert of the U.S.S.R. in March.
At the U.S. Federation Nationals in San Francisco's Palace of Fine Arts, JERRY HANNAN won the over-242-pound weight category title by cleaning and jerking 479.5 pounds and snatching 385.75. The other champions were GUY CARLTON at 242 with a total of 793.5, KEN CLARK at 220 with 771.5, KEVIN WINTER at 198 with 755, VAL BALISON at 181 with 722, FRED LOWE at 165 with 694.25, CAL SCHAKE at 148 with 639.25, PHIL SANDERSON at 132 with 529, ALBERT HOOD at 123 with 479.5 and WRENN NORVELL at 114 with 351.
MILEPOSTS—NAMED: As coach of the New York Rangers, HERB BROOKS, 43, who guided the University of Minnesota to three NCAA titles between 1972 and 1979 and the U.S. Olympic team to a gold medal in Lake Placid in 1980; as coach of the Montreal Canadiens, BOB BERRY, 37, who, before he resigned last month, had a three-season record of 107-94-39 with the Los Angeles Kings; as coach of the Colorado Rockies, BERT MARSHALL, 37, a former player with the Detroit Red Wings, Oakland and California Seals, and New York Rangers and Islanders (1965-79) and a minor league coach; and to return as coach of Buffalo after a season as the Sabres' general manager, SCOTTY BOWMAN, 47.
As winner, for the second consecutive season, of the Hart Memorial Trophy as the NHL's Most Valuable Player, Center WAYNE GRETZKY of the Edmonton Oilers.
DIED: GEORGE V. BROWN JR., 72, the official starter for the Boston Marathon for the past 41 years; of cancer; in Boston.


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Patton Oswalt cancels tour dates at venues that refuse to require proof of vaccination/negative COVID tests
September 1, 2021 Andrew Buss News, Patton Oswalt
For the past few months now, there's been controversy over venues and tour promoters requiring proof of vaccination or negative COVID tests in order to gain entry into the show. In addition to the two largest concert promoters in the country making the mandate, we've also seen a lot of artists support the decision and even require it for their own events. Others have also been against the mandates entirely and refuse to perform in venues that require it. However, this is the first instance we're aware of hearing that an artist has canceled dates because the venues won't allow proof of vaccination.
Patton Oswalt took to Instagram today to announce that he won't be performing his previously scheduled shows in Florida where he had four shows set for December all throughout the state, and and Salt Lake City for a show set for February in 2022. Oswalt's decision was because the venues in those markets would not allow him to make his shows vaccine only or negative COVID test shows as requested.
Oswalt stated "This difficult decision was made due to the rising numbers of COVID cases. And also because I have an ego, but my ego is not big enough to think that people should die to hear my stupid comedy." Oswalt says it's his hope to be able to rebook those dates in the future.
A post shared by Patton Oswalt (@pattonoswalt)
Joe Rogan announces he has COV...
A sequel to Hulu's new film ...


The hawk zips through the forest, moving through dense trees, foliage, and debris. With incredible navigational skills and precise movements, the bird of prey finds its way around all the obstacles.
DARPA created this amazing video, and it didn't do so just to remind us how cool hawks are. The Department of Defense's mad scientists are testing small, autonomous drones, and they want them to be just as capable and maneuverable as a hawk zipping through a forest in search of prey.
DARPA's Fast Lightweight Autonomy program would use new algorithms to create more adaptive drones that could be used in times of emergency or war. These drones are small enough to fit through windows, can fly at 45 miles per hour, and can navigate and stay on task without using GPS or outside communicators. Someday the tiny drones could find survivors during a natural disaster, gaining entry to points where humans and other unmanned vehicles cannot.
Thar She Drones : Are the High Seas Ready for Robots?


Promotional flicker candles which are battery operated and available branded with your logo in up to 3 colours. Get in the spirit of things this festive season. These flicker candles can be custom branded with your logo or business details also coming with a various range of colours making it a truly exceptional promotional product.
Carols, Outdoor events, Parties, Corporate functions, Expos and office decorating.


The automatic disk feeder is a machine that was engineered mainly to recover the disks coming from the production of rings. Our machine allows to easily recover the material that was once considered as waste, granting a very interesting productivity. Disks are placed in the destacker which, through a suction cup and specific scrapers system, separates them singularly. The thickness is then automatically verified and the disk is sent to feed the press. The expulsion of the piece from the die is always automatically controlled (and, whether there is, also the trimming explusion). The maximum speed working on full-disks (with no trim) can be up to 120 pcs/min, and the format changes (if needed) can be very quick.
The disk size that can be used on the machine goes from a minimum size of 60 mm up to a maximum size of 160 mm. with the standard equipment (customization is available upon customer's request anyway).
Equipment is normally provided together with its own press mainly because the feeder is driven by it and also because there are several cams, valves and sensors mounted on the press's driving shaft which effect the proper functioning of the whole system.


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Een luchthaventerminal of luchthavengebouw is een gebouw op een luchthaven waar reizigers vertrekken of aankomen, eventueel voor een overstap.

Indeling
Een deel van de terminal is internationaal gebied met rustruimtes voor wachtende reizigers. Ook zijn er eetgelegenheden en winkels, soms voor belastingvrije ("taxfree") aankopen. Het internationale gebied is vanuit het land van vertrek alleen toegankelijk voor reizigers die een instapkaart en eventueel een legitimatiebewijs kunnen tonen. Passagiers moeten een veiligheidscontrole ondergaan. De handbagage wordt met röntgenstraling onderzocht en de passagiers moeten door een metaaldetector lopen. Soms is de controle bij de gate.

Een paspoort kan nodig zijn om het internationale gebied te verlaten, sommige landen van bestemming vragen daarnaast een visum om binnen te reizen. Overstappende reizigers blijven binnen het internationale gebied, maar soms wordt vereist dat ze over een transitvisum beschikken. Op Europese vliegvelden onderscheid gemaakt tussen Schengen-passagiers en intercontinentale passagiers.

Vertrek
In de vertrekhal kunnen reizigers een ticket kopen, hoewel dit meestal eerder is gebeurd via een reisbureau of internet. Ze krijgen bij de ontvangstbalie (check-in-balie) een instapkaart (boarding pass, tenzij die al digitaal is ontvangen) en geven hun bagage af. Daarna gaan ze (afhankelijk van de bestemming) langs de paspoortcontrole.

Aankomst
De meeste aankomende reizigers lopen direct via de paspoortcontrole door naar de bagagehal, ook wel aankomsthal genoemd. De bagage wordt met karretjes aangevoerd en komt hier meestal op een lopende band binnen, zodat de reizigers hun bagage kunnen terugvinden. Daarna kunnen ze na de douane hun eventuele afhalers ontmoeten en het gebouw verlaten. Aankomende reizigers kunnen soms langs winkels lopen, maar meestal mogen ze daar geen belastingvrije aankopen doen.

Verbinding met vliegtuig

De terminal staat in verbinding met de verschillende gates, van waaruit passagiers het vliegtuig kunnen betreden. Dit kan op verschillende manieren:
 door een vliegtuigslurf.
 over een trap die tegen het vliegtuig wordt gereden (of met de ingebouwde trap van het vliegtuig). De passagiers lopen over het platform van de gate naar vliegtuig of andersom. Is de afstand tussen de terminal en de trap groot, dan wordt er vaak een bus gebruikt voor het transport naar de vliegtuigtrap.

Meerdere terminals
Kleinere luchthavens hebben vaak maar één terminal. Grotere luchthavens hebben er meerdere, vaak verdeeld per bestemming of luchtvaartmaatschappij.

Op Schiphol vormen de terminals een aaneengesloten gebouw, wat voor de reiziger overzichtelijk is. Soms echter liggen de terminals ver van elkaar (enkele kilometers) en hebben de terminals elk een eigen treinstation en/of bushalte. Vanuit het standpunt van de reiziger lijkt het dan of er meerdere luchthavens zijn met gemeenschappelijke startbanen. Vertrekkende passagiers en afhalers moeten erop letten dat ze naar de juiste terminal gaan. Reizigers die overstappen doen dat bij voorkeur binnen dezelfde terminal.

Zie ook
 Gate (vliegveld)

Vliegveld

redpajama_set_name: RedPajamaWikipedia


In the spirit of National Preparedness Month, Allen CERT will host its annual Preparedness Expo on the National Day of Action.
In the spirit of National Preparedness Month, Allen CERT will host its annual Preparedness Expo on the National Day of Action. Stop by and learn what you can do to prepare yourself, your family, and your business for a disaster, and see what resources and services are provided for you in the City of Allen and surrounding communities.
Several community and professional organizations – such as Allen Fire Department, Citizens On Patrol, Citizens Fire Academy, and Minuteman Disaster Response – will exhibit their services while providing information and activities for kids and adults.
Read more about National Preparedness Month and the Allen CERT program.


WHAT ARE YOUR LESSONS LEARNED IN THE STOCK MARKET AS A NEWBIE AND AN OLDTIMER ALIKE?
I LEARNED A LOT IN MY OVER 2 AND A HALF DECADES IN THE STOCK MARKET.
FIRST OF ALL, NOTHING IS PERMANENT.
never get emotion in the way of common sense. yep, hanggang ngayon, natatamaan pa rin tayo nyan.
I HOPE THIS WILL BE ONE OF THE MOST IMPORTANT THREAD DITO SA MARKET EDUCATION. KINDLY SHARE WHAT WE BEEN THROUGH AND LET US BE THE GUIDING LIGHT OF ANYBODY AS THE SAYING GOES "EXPIRIENCE IS THE BEST TEACHER".
MIND OVER MATTER BUT NOT ALWAYS IN THE STOCK MARKET, AS I REMEMBER IN THE 90'S ONE GERMAN PSYCHOLOGIST SAID THAT IT IS THE HEART THAT DICTATES THE MARKET. SENTIMENTS?
Had a near brush with death (PHEStilence). Got too greedy. Got out in the nick of time though. Never again!
Lessons learned: 1. Don't ride with the herd. 2. Protect your capital. 3. Avoid penny stocks!
BEFORE THE INTERNET ACCESS ON BOARD, I USED TO BUY ONLY BLUE CHIP STOCKS BEFORE SIGNING ON FOR A 10 MONTHS CONTRACT ABOARDSHIP. I TRIED SOME SPECULATIVE STOCKS AND LOSE SOME BECAUSE I CAN'T MONITOR THEM. LESSONS LEARNED THAT I SHOULD ONLY BE ON A STOCKS WITH GOOD FUNDAMENTALS IF I CAN NOT MONITOR THEM DAILY, THIS WAY I WOULD BE ABLE TO SLEEP WELL EVEN I'M FAR AND AWAY.
Self control, patience and wisdom. Do your homework, read, read and read. Do not believe everything the gurus are endorsing... be prudent, be able to identify the wolves from the sheep. (Sorry for the term). Be good steward of God's resources---Personal ko pong conviction ito.
HINDI PWEDENG TULOY TULOY ANG AKYAT NG ISANG STOCK, NAG KOKOREK YAN, SO PAG MASAYA KA NA SA TUBO MO BENTA KA MUNA AT BILI KA NA LANG ULIT. USUALLY I LEARNED THAT IT CORRECTS ON THE 3RD OR 4TH DAY HINDI DAHIL NAG SE-SELL ANG ANG LEGIT NA INVESTORS KUNDI NAGSHO-SHORT ANG KARAMIHAN SA MGA TSUPITERO. PERO KUNG BUY AND FORGET AND DO NOTHING INVESTOR KA LIKE SOME OF MY FAMILY MEMBERS, BAYAAN MO NALANG.
...PERO MALUNGKOT ANG BROKER SA YO.


"I would like to take the time to let other individuals know that my experience with Mazuma has been uplifting and wonderful. I actually thought that there was no such thing a customer service anymore, but I have had a wonderful experience with one of the customer service Representatives Jenna who gave outstanding service and I would be pleased to recommend family and friends to try this company and about this experience I have had. Great Job to all involved keep it up.
"There was an issue with my original return post bag not being received but the service and follow-up was fantastic and eventually my phone was posted and shortly after I received my payment.


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List of best and worst driving cities in Kansas
by: Katherine Hoffman
TOPEKA, Kan. (KSNT) – A national insurance company, Quotewizard, released a study ranking the cities in Kansas that have the best and worst drivers.
The list was made after they looked at over 65,000 insurance quotes from Kansas drivers in the 50 biggest cities in Kansas.
The cities were then ranked by the highest rate of incidents including accidents, DUI's, speeding tickets and citations.
According to this list, the worst driving city in Kansas was Derby. Topeka landed at number 25 out of 50.
To view the full list, click here.
Donors suspend funds for Poland's Jewish museum
by MONIKA SCISLOWSKA, Associated Press / Jul 16, 2019
WARSAW, Poland (AP) — A Jewish association says some private donors to Poland's renowned Jewish history museum have suspended funding out of concerns about the government's failure to renew the term of its director.
A special commission in May approved Dariusz Stola for another five-year term, but Culture Minister Piotr Glinski hasn't yet officially reappointed him.


jQuery has some really simple built in features for "fading in" and "fading out" different page elements. I thought we could exploit some of those functions for a really simple Spoiler Revealer.
<p>In the movie Citizen Kane, Charles Foster Kane's last word "Rosebud"
Super simple. Just a quick little example to show how nice and easy jQuery is to work with and how it can compliment and extend what you are already doing with CSS!
Now… how long before we see "jquery-tricks.com?" LOL!
Thanks Chris, that's what I needed!
Nice idea Chris! Thanks for spoiling The Village for me though! Actually, I thought The Village was pretty good.
Now… how long before we see "jquery-tricks.com?" LOL!
I tried to do this..
I had to take out the > other ones b/c it erases that part..
hey great trick there, really makes me feel to implement in my website.
Any idea on how to make the revealed text a link?
In other words, in your example above if you wanted to link the revealed answer to an imdb.com page, how could you do it without making the "reveal" text a link?
Chris, I think to validate you need to escape the closing a tag.
That validates and seems to work without problems.


MFS uses REO-VIBE Controllers from REO USA.
Please select the model of your controller on the left and click on the icon to download an Adobe PDF file of the Set Up and Instructions for it.
MFS offers a Understanding and Troubleshooting guide to help you with any vibratory feed system.
Please CLICK HERE and download it.
MFS Standard Product Brochure can be downloaded by clicking on the icon at the left.


The two principal questions raised by the record in this case are, first, whether Congress has constitutional power to prohibit the shipment in interstate commerce of lumber manufactured by employees whose wages are less than a prescribed minimum or whose weekly hours of labor at that wage are greater than a prescribed maximum, and, second, whether it has power to prohibit the employment of workmen in the production of goods "for interstate commerce" at other than prescribed wages and hours. A subsidiary question is whether, in connection with such prohibitions, Congress can require the employer subject to them to keep records showing the hours worked each day and week by each of his employees including those engaged "in the production and manufacture of goods, to-wit, lumber, for 'interstate commerce.'"
Appellee demurred to an indictment found in the district court for southern Georgia charging him with violation of § 15(a)(1)(2) and (5) of the Fair Labor Standards Act of 1938; 52 Stat. 1060, 29 U.S.C. § 201 et seq. The district court sustained the demurrer and quashed the indictment, and the case comes here on direct appeal under § 238 of the Judicial Code as amended, 28 [p109] U.S.C. § 345, and § 682, Title 18 U.S.C. 34 Stat. 1246, which authorizes an appeal to this Court when the judgment sustaining the demurrer "is based upon the invalidity or construction of the statute upon which the indictment is founded."
The Fair Labor Standards Act set up a comprehensive legislative scheme for preventing the shipment in interstate commerce of certain products and commodities produced in the United States under labor conditions as respects wages and hours which fail to conform to standards set up by the Act. Its purpose, as we judicially know from the declaration of policy in § 2(a) of the Act,  and the reports of Congressional committees proposing the legislation, S.Rept. No. 884, 75th Cong. 1st Sess.; H.Rept. No. 1452, 75th Cong. 1st Sess.; H.Rept. No. 2182, 75th Cong.3d Sess., Conference Report, H.Rept. No. 2738, 75th Cong.3d Sess., is to exclude from interstate commerce goods produced for the commerce and to prevent their production for interstate commerce under conditions detrimental to the maintenance of the minimum standards of living necessary for health and general wellbeing, and to prevent the use of interstate [p110] commerce as the means of competition in the distribution of goods so produced, and as the means of spreading and perpetuating such substandard labor conditions among the workers of the several states. The Act also sets up an administrative procedure whereby those standards may from time to time be modified generally as to industries subject to the Act or within an industry in accordance with specified standards, by an administrator acting in collaboration with "Industry Committees" appointed by him.
The demurrer, so far as now relevant to the appeal, challenged the validity of the Fair Labor Standards Act under the Commerce Clause and the Fifth and Tenth Amendments. The district court quashed the indictment in its entirety upon the broad grounds that the Act, which it interpreted as a regulation of manufacture within the states, is unconstitutional. It declared that manufacture is not interstate commerce, and that the regulation by the Fair Labor Standards Act of wages and hours of employment of those engaged in the manufacture [p112] of goods which it is intended at the time of production "may or will be" after production "sold in interstate commerce in part or in whole" is not within the congressional power to regulate interstate commerce.
The case comes here on assignments by the Government that the district court erred insofar as it held that Congress was without constitutional power to penalize the acts set forth in the indictment, and appellee seeks to sustain the decision below on the grounds that the prohibition by Congress of those Acts is unauthorized by the Commerce Clause and is prohibited by the Fifth Amendment. The appeal statute limits our jurisdiction on this appeal to a review of the determination of the district court so far only as it is based on the validity or construction of the statute. United States v. Borden Co., 308 U.S. 188, 193-195, and cases cited. Hence, we accept the district court's interpretation of the indictment and confine our decision to the validity and construction of the statute.
The prohibition of shipment of the proscribed goods in interstate commerce. Section 15(a)(1) prohibits, and the indictment charges, the shipment in interstate commerce, of goods produced for interstate commerce by employees whose wages and hours of employment do not [p113] conform to the requirements of the Act. Since this section is not violated unless the commodity shipped has been produced under labor conditions prohibited by § 6 and § 7, the only question arising under the commerce clause with respect to such shipments is whether Congress has the constitutional power to prohibit them.
While manufacture is not, of itself, interstate commerce, the shipment of manufactured goods interstate is such commerce, and the prohibition of such shipment by Congress is indubitably a regulation of the commerce. The power to regulate commerce is the power "to prescribe the rule by which commerce is governed." Gibbons v. Ogden, 9 Wheat. 1, 196. It extends not only to those regulations which aid, foster and protect the commerce, but embraces those which prohibit it. Reid v. Colorado, 187 U.S. 137; Lottery Case, 188 U.S. 321; United States v. Delaware & Hudson Co., 213 U.S. 366; Hoke v. United States, 227 U.S. 308; Clark Distilling Co. v. Western Maryland Ry. Co., 242 U.S. 311; United States v. Hill, 248 U.S. 420; McCormick & Co. v. Brown, 286 U.S. 131. It is conceded that the power of Congress to prohibit transportation in interstate commerce includes noxious articles, Lottery Case, supra; Hipolite Egg Co. v. United States, 220 U.S. 45; cf. Hoke v. United States, supra; stolen articles, Brooks v. United States, 267 U.S. 432; kidnapped persons, Gooch v. United States, 297 U.S. 124, and articles, such as intoxicating liquor or convict made goods, traffic in which is forbidden or restricted by the laws of the state of destination. Kentucky Whip & Collar Co. v. Illinois Central R. Co., 299 U.S. 334.
But it is said that the present prohibition falls within the scope of none of these categories; that, while the prohibition is nominally a regulation of the commerce, its motive or purpose is regulation of wages and hours of persons engaged in manufacture, the control of which has been reserved to the states and upon which Georgia [p114] and some of the states of destination have placed no restriction; that the effect of the present statute is not to exclude the proscribed articles from interstate commerce in aid of state regulation, as in Kentucky Whip & Collar Co. v. Illinois Central R. Co., supra, but instead, under the guise of a regulation of interstate commerce, it undertakes to regulate wages and hours within the state contrary to the policy of the state which has elected to leave them unregulated.
The power of Congress over interstate commerce "is complete in itself, may be exercised to its utmost extent, and acknowledges no limitations other than are prescribed in the Constitution." Gibbons v. Ogden, supra, 196. That power can neither be enlarged nor diminished by the exercise or nonexercise of state power. Kentucky Whip & Collar Co. v. Illinois Central R. Co., supra. Congress, following its own conception of public policy concerning the restrictions which may appropriately be imposed on interstate commerce, is free to exclude from the commerce articles whose use in the states for which they are destined it may conceive to be injurious to the public health, morals or welfare, even though the state has not sought to regulate their use. Reid v. Colorado, supra; Lottery Case, supra; Hipolite Egg Co. v. United States, supra; Hoke v. United States, supra.
Such regulation is not a forbidden invasion of state power merely because either its motive or its consequence is to restrict the use of articles of commerce within the states of destination, and is not prohibited unless by other Constitutional provisions. It is no objection to the assertion of the power to regulate interstate commerce that its exercise is attended by the same incidents which attend the exercise of the police power of the states. Seven Cases v. United States, 239 U.S. 510, 614; Hamilton v. Kentucky Distilleries & Warehouse Co., 251 U.S. 146, 156; United States v. Carolene Products Co., 304 U.S. [p115] 144, 147; United States v. Appalachian Electric Power Co., 311 U.S. 377.
The motive and purpose of the present regulation are plainly to make effective the Congressional conception of public policy that interstate commerce should not be made the instrument of competition in the distribution of goods produced under substandard labor conditions, which competition is injurious to the commerce and to the states from and to which the commerce flows. The motive and purpose of a regulation of interstate commerce are matters for the legislative judgment upon the exercise of which the Constitution places no restriction, and over which the courts are given no control. McCray v. United States, 195 U.S. 27; Sonzinsky v. United States, 300 U.S. 506, 513, and cases cited. "The judicial cannot prescribe to the legislative department of the government limitations upon the exercise of its acknowledged power." Veazie Bank v. Fenno, 8 Wall. 533. Whatever their motive and purpose, regulations of commerce which do not infringe some constitutional prohibition are within the plenary power conferred on Congress by the Commerce Clause. Subject only to that limitation, presently to be considered, we conclude that the prohibition of the shipment interstate of goods produced under the forbidden substandard labor conditions is within the constitutional authority of Congress.
In the more than a century which has elapsed since the decision of Gibbons v. Ogden, these principles of constitutional interpretation have been so long and repeatedly recognized by this Court as applicable to the Commerce Clause that there would be little occasion for repeating them now were it not for the decision of this Court twenty-two years ago in Hammer v. Dagenhart, 247 U.S. 251. In that case, it was held by a bare majority of the Court, over the powerful and now classic dissent of Mr. Justice Holmes setting forth the fundamental issues involved, [p116] that Congress was without power to exclude the products of child labor from interstate commerce. The reasoning and conclusion of the Court's opinion there cannot be reconciled with the conclusion which we have reached, that the power of Congress under the Commerce Clause is plenary to exclude any article from interstate commerce subject only to the specific prohibitions of the Constitution.
United States v. Rock Royal Cooperative, 307 U.S. 533, 569.
The conclusion is inescapable that Hammer v. Dagenhart was a departure from the principles which have prevailed in the interpretation of the Commerce Clause both [p117] before and since the decision, and that such vitality, as a precedent, as it then had, has long since been exhausted. It should be, and now is, overruled.
Without attempting to define the precise limits of the phrase, we think the acts alleged in the indictment are within the sweep of the statute. The obvious purpose of the Act was not only to prevent the interstate transportation of the proscribed product, but to stop the initial step toward transportation, production with the purpose of so transporting it. Congress was not unaware that [p118] most manufacturing businesses shipping their product in interstate commerce make it in their shops without reference to its ultimate destination, and then, after manufacture, select some of it for shipment interstate and some intrastate, according to the daily demands of their business, and that it would be practically impossible, without disrupting manufacturing businesses, to restrict the prohibited kind of production to the particular pieces of lumber, cloth, furniture or the like which later move in interstate, rather than intrastate, commerce. Cf. United States v. New York Central R. Co., 272 U.S. 457, 464.
There remains the question whether such restriction on the production of goods for commerce is a permissible exercise of the commerce power. The power of Congress over interstate commerce is not confined to the regulation of commerce among the states. It extends to those activities intrastate which so affect interstate commerce or the exercise of the power of Congress over it as to make regulation of them appropriate means to the attainment of a legitimate end, the exercise of the granted power of Congress to regulate interstate commerce. See McCulloch [p119] v. Maryland, 4 Wheat. 316, 421. Cf. United States v. Ferger, 250 U.S. 199.
While this Court has many times found state regulation of interstate commerce, when uniformity of its regulation is of national concern, to be incompatible with the Commerce Clause even though Congress has not legislated on the subject, the Court has never implied such restraint on state control over matters intrastate not deemed to be regulations of interstate commerce or its instrumentalities even though they affect the commerce. Minnesota Rate Cases, 230 U.S. 352, 398 et seq., and case cited; 410 et seq., and cases cited. In the absence of Congressional legislation on the subject, state laws which are not regulations of the commerce itself or its instrumentalities are not forbidden, even though they affect interstate commerce. Kidd v. Pearson, 128 U.S. l; Bacon v. Illinois, 227 U.S. 504; Heisler v. Thomas Colliery Co., 260 U.S. 245; Oliver Iron Co. v. Lord, 262 U.S. 172.
In such legislation, Congress has sometimes left it to the courts to determine whether the intrastate activities have the prohibited effect on the commerce, as in the Sherman Act. It has sometimes left it to an administrative board or agency to determine whether the activities sought to be regulated or prohibited have such effect, as in the case of the Interstate Commerce Act and the National Labor Relations Act, or whether they come within the statutory definition of the prohibited Act, as in the Federal Trade Commission Act. And sometimes Congress itself has said that a particular activity affects the commerce, as it did in the present Act, the Safety Appliance Act, and the Railway Labor Act. In passing on the validity of legislation of the class last mentioned, the only function of courts is to determine whether the particular activity regulated or prohibited is within the reach [p121] of the federal power. See United States v. Ferger, supra; Virginian Ry. Co. v. Federation, 300 U.S. 515, 553.
Congress having by the present Act adopted the policy of excluding from interstate commerce all goods produced for the commerce which do not conform to the specified labor standards, it may choose the means reasonably adapted to the attainment of the permitted end even though they involve control of intrastate activities. Such legislation has often been sustained with respect to powers other than the commerce power granted to the national government when the means chosen, although not themselves within the granted power, were nevertheless deemed appropriate aids to the accomplishment of some purpose within an admitted power of the national government. See Jacob Ruppert, Inc. v. Caffey, 251 U.S. 264; Everard's Breweries v. Day, 265 U.S. 545, 560; Westfall v. United States, 274 U.S. 256, 259. As to state power under the Fourteenth Amendment, compare Otis v. Parker, 187 U.S. 606, 609; St. John v. New York, 201 U.S. 633; Purity Extract & Tonic Co. v. Lynch, 226 U.S. 192, 201-202. A familiar like exercise of power is the regulation of intrastate transactions which are so commingled with or related to interstate commerce that all must be regulated if the interstate commerce is to be effectively controlled. Shreveport Case, 234 U.S. 342; Railroad Commission of Wisconsin v. Chicago, B. & Q. R. Co., 257 U.S. 563; United States v. New York Central R. Co., supra, 464; Currin v. Wallace, 306 U.S. l; Mulford v. Smith, supra. Similarly, Congress may require inspection and preventive treatment of all cattle in a disease infected area in order to prevent shipment in interstate commerce of some of the cattle without the treatment. Thornton v. United States, 271 U.S. 414. It may prohibit the removal, at destination, of labels required by the Pure Food & Drugs Act to be affixed to articles [p122] transported in interstate commerce. McDermott v. Wisconsin, 228 U.S. 115. And we have recently held that Congress, in the exercise of its power to require inspection and grading of tobacco shipped in interstate commerce, may compel such inspection and grading of all tobacco sold at local auction rooms from which a substantial part, but not all, of the tobacco sold is shipped in interstate commerce. Currin v. Wallace, supra, 11, and see, to the like effect, United States v. Rock Royal Co-op., supra, 568, note 37.
We think also that § 15(a)(2), now under consideration, is sustainable independently of § 15(a)(1), which prohibits shipment or transportation of the proscribed goods. As we have said, the evils aimed at by the Act are the spread of substandard labor conditions through the use of the facilities of interstate commerce for competition by the goods so produced with those produced under the prescribed or better labor conditions, and the consequent dislocation of the commerce itself caused by the impairment or destruction of local businesses by competition made effective through interstate commerce. The Act is thus directed at the suppression of a method or kind of competition in interstate commerce which it has, in effect, condemned as "unfair," as the Clayton Act has condemned other "unfair methods of competition" made effective through interstate commerce. See Van Camp & Sons Co. v. American Can Co., 278 U.S. 245; Federal Trade Comm'n v. Keppel & Bro., 291 U.S. 304.
The Sherman Act and the National Labor Relations Act are familiar examples of the exertion of the commerce power to prohibit or control activities wholly intrastate because of their effect on interstate commerce. See, as to the Sherman Act, Northern Securities Co. v. United States, 193 U.S. 197; Swift & Co. v. United States, 196 U.S. 375; United States v. Patten, 226 U.S. 525; United Mine Workers v. Coronado Coal Co., 259 U.S. 344; Local [p123] No. 167 v. United States, 291 U.S. 293; Stevens Co. v. Foster & Kleiser Co., 311 U.S. 255. As to the National Labor Relations Act, see National Labor Relations Board v. Fainblatt, supra, and cases cited.
The means adopted by § 15(a)(2) for the protection of interstate commerce by the suppression of the production of the condemned goods for interstate commerce is so related to the commerce, and so affects it, as to be within the reach of the commerce power. See Currin v. Wallace, supra, 11. Congress, to attain its objective in the suppression of nationwide competition in interstate commerce by goods produced under substandard labor conditions, has made no distinction as to the volume or amount of shipments in the commerce or of production for commerce by any particular shipper or producer. It recognized that, in present day industry, competition by a small part may affect the whole, and that the total effect of the competition of many small producers may be great. See H.Rept. No. 2182, 75th Cong. 1st Sess., p. 7. The legislation, aimed at a whole, embraces all its parts. Cf. National Labor Relations Board v. Fainblatt, supra, 606.
So far as Carter v. Carter Coal Co., 298 U.S. 238, is inconsistent with this conclusion, its doctrine is limited in principle by the decisions under the Sherman Act and the National Labor Relations Act, which we have cited and which we follow. See also Sunshine Anthracite Coal Co. v. Adkins, 310 U.S. 381; Currin v. Wallace, supra; Mulford v. Smith, supra; United States v. Rock Royal Co-op., supra; Clover Fork Coal Co. v. National Labor Relations Board, 97 F.2d 331; National Labor Relations Board v. Crowe Coal Co., 104 F.2d 633; National Labor Relations Board v. Good Coal Co., 110 F.2d 501.
The powers not delegated to the United States by the Constitution, nor prohibited by it to the [p124] States, are reserved to the States respectively, or to the people.
From the beginning and for many years, the amendment has been construed as not depriving the national government of authority to resort to all means for the exercise of a granted power which are appropriate and plainly adapted to the permitted end. Martin v. Hunter's Lessee, 1 Wheat. 304, 324, 325; McCulloch v. Maryland, supra, 405, 406; Gordon v. United States, 117 U.S. 697, 705; Lottery Case, supra; Northern Securities Co. v. United States, supra, 344-345; Everard's Breweries v. Day, supra, 558; United States v. Sprague, 282 U.S. 716, 733; see United States v. The Brigantine William, 28 Fed.Cas. No. 16,700, p. 622. Whatever doubts may have arisen of the soundness of that conclusion, they have been put at rest by the decisions under the Sherman Act and the National Labor Relations Act which we have cited. See also Ashwander v. Tennessee Valley Authority, 297 U.S. 288, 330-331; Wright v. Union Central Ins. Co., 304 U.S. 502, 516.
Validity of the requirement of records of wages and hours. § 15(a)(5) and § 11(c). These requirements are incidental to those for the prescribed wages and [p125] hours, and hence validity of the former turns on validity of the latter. Since, as we have held, Congress may require production for interstate commerce to conform to those conditions, it may require the employer, as a means of enforcing the valid law, to keep a record showing whether he has, in fact, complied with it. The requirement for records even of the intrastate transaction is an appropriate means to the legitimate end. See Baltimore & Ohio R. Co. v. Interstate Commerce Comm'n, 221 U.S. 612; Interstate Commerce Comm'n v. Goodrich Transit Co., 224 U.S. 194; Chicago Board of Trade v. Olsen, 262 U.S. 1, 42.
Validity of the wage and hour provisions under the Fifth Amendment. Both provisions are minimum wage requirements compelling the payment of a minimum standard wage with a prescribed increased wage for overtime of "not less than one and one-half times the regular rate" at which the worker is employed. Since our decision in West Coast Hotel Co. v. Parrish, 300 U.S. 379, it is no longer open to question that the fixing of a minimum wage is within the legislative power, and that the bare fact of its exercise is not a denial of due process under the Fifth more than under the Fourteenth Amendment. Nor is it any longer open to question that it is within the legislative power to fix maximum hours. Holden v. Hardy, 169 U.S. 366; Muller v. Oregon, 208 U.S. 412; Bunting v. Oregon, 243 U.S. 426; Baltimore & Ohio R. Co. v. Interstate Commerce Comm'n, supra. Similarly, the statute is not objectionable because applied alike to both men and women. Cf. Bunting v. Oregon, 243 U.S. 426.
The Act is sufficiently definite to meet constitutional demands. One who employs persons, without conforming to the prescribed wage and hour conditions, to work on goods which he ships or expects to ship across state [p126] lines is warned that he may be subject to the criminal penalties of the Act. No more is required. Nash v. United States, 229 U.S. 373, 377.
Sec. 2. (a) The Congress hereby finds that the existence, in industries engaged in commerce or in the production of goods for commerce, of labor conditions detrimental to the maintenance of the minimum standard of living necessary for health, efficiency, and general wellbeing of workers (1) causes commerce and the channels and instrumentalities of commerce to be used to spread and perpetuate such labor conditions among the workers of the several States; (2) burdens commerce and the free flow of goods in commerce; (3) constitutes an unfair method of competition in commerce; (4) leads to labor disputes burdening and obstructing commerce and the free flow of goods in commerce, and (5) interferes with the orderly and fair marketing of goods in commerce.
trade, commerce, transportation, transmission, or communication among the several States or from any State to any place outside thereof.
^ . Cf. Administrator's Opinion, Interpretative Bulletin No. 5, 1940 Wage and Hour Manual, p. 131 et seq.
^ . It may prohibit wholly intrastate activities which, if permitted, would result in restraint of interstate commerce. Coronado Coal Co. v. United Mine Workers, 268 U.S. 295, 310; Local 167 v. United States, 291 U.S. 293, 297. It may regulate the activities of a local grain exchange shown to have an injurious effect on interstate commerce. Chicago Board of Trade v. Olsen, 262 U.S. 1. It may regulate intrastate rates of interstate carriers where the effect of the rates is to burden interstate commerce. Houston, E. & W. Texas Ry. Co. v. United States, 234 U.S. 342; Railroad Commission of Wisconsin v. Chicago, B. & Q. R. Co., 257 U.S. 563; United States v. Louisiana, 290 U.S. 70, 74; Florida v. United States, 292 U.S. 1. It may compel the adoption of safety appliances on rolling stock moving intrastate because of the relation to and effect of such appliances upon interstate traffic moving over the same railroad. Southern Ry. Co. v. United States, 222 U.S. 20. It may prescribe maximum hours for employees engaged in intrastate activity connected with the movement of any train, such as train dispatchers and telegraphers. Baltimore & Ohio R. Co. v. Interstate Commerce Comm'n, 221 U.S. 612, 619.


AMP Capital has made a number of changes to its retail real estate business leadership, particularly its shopping centres, which generate more than $7.9 billion in annual sales.
As part of the changes, managing director Bryan Hynes has announced he will step down from his role.
Effective 1 January 2017, Mark Kirkland, currently AMP Capital's head of shopping centre development, has been appointed director of the company's shopping centres.
"I would like to acknowledge Bryan's significant contribution to our business, most recently leading the team in the delivery of award-winning developments at Pacific Fair and Macquarie Shopping Centres," she added.
Ms Hourigan explained that AMP Capital now intends to turn its attention to developments in Western Australia and refocus the business under new leadership.
Further, Greg Antoniadis will replace Mark Kirkland as head of shopping centre development, to help AMP Capital's "strategic focus" on increasing mixed-use across its real estate business.
Con Brakatselos, currently AMP Capital shopping centres head of investment management and strategy, will take on a refocused role, and will work closely with Mr Kirkland on strategy, acquisitions, digital and the future focus of the retail business.
These three new leadership appointments are all effective from 1 January 2017.


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Endchan 500 Internal Server Error for at least an hour now.
Interesting thing: in the morn I found a post asking why we don't post here. I replied which were said already a few times and added we don't want DDOS, thx. I would ask if you guys have something to do with current downtime, but the answer would be questionable, since some would even say yes just for kicks.
On /meta/ some had the idea of botspam and the beauty of imageboards what we love I do is that one never can know if someone is serious or not.
Yes I noticed thank you.
there's people capable for sure but there wasn't really animosity toward odili.
honestly if there's a 500 on endchan it can be quickly resolved if you hop on the irc or discord and tell odili he usually just has to reboot the something.


text:
Q: Is the Smale solenoid structurally stable? I am taking a graduate student seminar about the Smale solenoid and it's properties. (i.e. how it is expansive, it has dense periodic points, etc). But even though it's a nice example of a weird topological space, I would still like to have some motivation on why I am showing this example. So I got to read about structural stability, and about the Smale $\Omega$-Stablity conjecture, and if it where true, it's a nice way to see Smale's solenoid structural stability since it satisfies all the properties.
My question is, is it known that the Smale Solenoid structurally stable? And if it is known, how was it proven? I mean, does it come free from a theorem or was it a hassle to prove?
Here I am going to define the Smale solenoid, and if any other definitions are necessary, just let me know and I will post them (trying to keep it as short as possible).
Given $M=\mathbb{D}\times S^1$, the solid torus, and the diffeomorfism $f:M\to M$ (diffeomorphism onto its image) given by:
$f(w,z)=(\frac{w}{8}+\frac{z}{2},z^2)$
You can see that the maximal invariant set $\Lambda$ is hyperbolic and define the solenoid map as $f\restriction_{\Lambda}$.
I apologize in advanced if this is vague but any tip would help, if you know of another motivation for presenting this example, it is also welcome (like it being a counter-example for something.)
Thanks in advanced.

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