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20 new coronavirus cases in London and Middlesex one day prior to Thanksgiving
Radio - 980 CFPL
By Kelly Wang	Global News
Posted October 11, 2020 12:47 pm
Farmer Mick Smales inspects a pumpkin that has grown on his farm and is waiting to be picked and dispatched in a field at Lyburn Farm in Landford on October 22, 2014 in Wiltshire, England.	 Matt Cardy/Getty Images
The Middlesex-London Health Unit (MLHU) reported 20 new novel coronavirus cases the day before Thanksgiving.
Sunday's update brings the region's total COVID-19 case count to 974, of whom 838 people have recovered. Fifty-seven people have died, a tally unchanged since June 12.
Seven recoveries were also reported Sunday.
There are now at least 79 known active cases in the region.
Sunday's new cases represent the largest single-day increase since April 16 when 24 cases were reported.
MLHU reported 19 cases on Friday and three cases on Saturday, snapping a five-day streak of double-digit daily case numbers.
Read more: Ontario reports 649 new coronavirus cases, 1 death
According to health unit data, Sunday's new cases involve 17 people in London, one in Strathroy-Caradoc, one in North Middlesex, and one in Lucan Biddulph.
In terms of age, five are under 19, eight are in their 20s, three in their 40s, two in their 50s, and one each in their 60s and 70s.
Five are male, 15 are female. Three are health-care workers, and five cases involve staff at long-term care homes.
According to the health unit, at least 239 cases have been reported in London and Middlesex since Sept. 1, 91 of whom have occurred just this month.
Health unit figures show people in their 20s remain the largest group of cases in the region by age, with 233 cases, or nearly a quarter of all infections.
People in their 50s make up 131 cases, while people in their 30s make up 124 cases. People 19 and under make up 118 cases and people 80 and older account for 112 cases.
People in their 40s make up 99 cases, people in their 60s make up 93 cases, and people in their 70s represent 64 cases.
At least 70 reported cases have been linked to Western University students. That tally, issued a week ago, is likely higher now, however, the health unit says it will not be issuing an updated figure for now.
The region's incident rate is at 191.9 per 100,000 people, while Ontario's is 393.5.
Please stay home this Thanksgiving weekend. Please do not travel out of town. Please only celebrate with members of your own household. The stakes are incredibly high, and we absolutely cannot afford to get this wrong. #ldnont (1/3)
— Ed Holder (@ldnontmayor) October 10, 2020
Overall, 897 cases have been reported in London. Elsewhere, Strathroy-Caradoc's case count has been 30, while Middlesex Centre has seen 17, Thames Centre 14, North Middlesex eight, Lucan Biddulph seven and Southwest Middlesex one.
Heading into the Thanksgiving long weekend, local health officials and politicians have one message for Londoners: stay home.
"Please, don't travel out of town. Please, stick to members of your household only. The stakes this coming weekend have never been greater, and we absolutely cannot afford to get this wrong," said London Mayor Ed Holder.
"Numbers are creeping up again here in London, while case counts across the province are setting new records. This is serious."
The MLHU is asking that residents avoid close contact with anyone outside of their household, and to avoid non-essential travel to coronavirus hotspots like the GTA, Ottawa, Montreal and Quebec City.
The city's two assessment centres will be open on the holiday Monday, according to officials with Thames Valley Family Health Team, who operate the centres alongside the London Health Sciences Centre.
Oakridge Arena is operating on a phone-ahead appointment system, while Carling Heights continues to operate with a time card system that allows people to show up at the centre and get an appointment to come back at a later time to get tested.
Read more: What's open and closed in London for Thanksgiving Monday 2020
Both centres are prioritizing certain individuals.
At Carling Heights, patients who are symptomatic, have been notified of being exposed to the virus, live or work in a setting with an outbreak, or those eligible for testing as part of a targeted testing initiative will be prioritized.
At Oakridge Arena, symptomatic children under 12 and symptomatic essential health-care workers will be prioritized, as will asymptomatic individuals in particular situations, such as seniors' home residents and staff, farmworkers, and those in Indigenous communities.
Elsewhere, certain asymptomatic people are still able to get tested at three Shoppers Drug Mart locations in the city, while students and faculty at Western University can attend a testing clinic located in the on-campus Western Student Recreation Centre.
4:42 One pharmacy worries COVID-apathy could lead to a spike in flu cases
One pharmacy worries COVID-apathy could lead to a spike in flu cases – Oct 11, 2020
The number of active institutional outbreaks in the region is at six.
The most recent outbreak was declared Thursday in the Extendicare facility. It came a day after an outbreak in the Juniper and Norway Spruce areas of PeopleCare Oak Crossing. This comes days after a separate outbreak, in the facility's Red Oak area, was declared over.
Outbreaks also remain active at Country Terrace (facility-wide), Earls Court Village (fourth floor), Meadow Park Care Centre (blue and yellow units) and Mount Hope Centre for Long Term Care (MV3).
Eight institutional outbreaks have been reported in the region since mid-September. At least 36 have been declared since the pandemic began, including 30 at seniors' facilities.
They're tied to at least 209 cases — 108 residents and 101 staff members — and 37 deaths.
A total of 119 people have been hospitalized during the pandemic, including 33 who have needed intensive care.
Provincially, Ontario reported 649 new cases of COVID-19 on Sunday, bringing the total to 59,139.
It marks a drop compared to the previous two days. The province reported 939 cases on Friday and 809 on Saturday.
One new death was also announced, bringing the death toll to 3,005.
Meanwhile, 50,437 cases are considered resolved, which is 85.3 per cent of all confirmed cases.
To try to curb the spread of COVID-19, Ontario imposed new restrictions on Toronto, Peel Region, and Ottawa.
Indoor dining at restaurants and bars is prohibited, while gyms, movie theatres and casinos closed down. The measures went into effect Saturday and will be in place for at least 28 days.
Elgin and Oxford
Officials with Southwestern Public Health (SWPH) reported one new COVID-19 case on Sunday.
This brings the total number of confirmed cases in the region to 274.
The number of recoveries remains unchanged at 267, and the number of deaths at five. The latest death was reported in early July.
At least two cases remain active. One is a female who is 19 or younger in Central Elgin, and the other is a female in her 50s in St. Thomas, health unit figures show.
The outbreak at Caressant Care on Mary Bucke, a seniors' facility in St. Thomas, remains active as of Sunday with one staff case reported. The outbreak was reported Monday.
Read more: Londoners prepare for a very different Thanksgiving weekend
A total of five institutional outbreaks have been reported during the pandemic, linked to 111 staff cases and one resident case. No deaths are linked to the outbreaks.
By age, people in their 50s make up the largest number of cases with 52. People in their 20s, meanwhile, account for 50 cases, while people in their 40s make up 39 cases.
The five municipalities with the highest overall case counts are Aylmer with 82, St. Thomas with 46, Bayham with 38, Woodstock with 30 and Tillsonburg with 25.
The region's per cent positivity rate was 0.2 per cent for the week of Sept. 27, the most recent data available. Nearly 3,000 tests were conducted that week.
1:33 Study: Home gardening boom rooted in COVID-19 pandemic concerns
Study: Home gardening boom rooted in COVID-19 pandemic concerns – Oct 10, 2020
Huron and Perth
Huron Perth Public Health does not update its case count over the weekend.
As of Friday, the region's total case count remained at 136, of which 126 people have recovered. Five have died, a tally that has not changed since April 29.
Five cases were active in the region. One case is listed as a health-care worker.
By location, Huron and Perth counties have reported a total of 48 cases each during the pandemic, while Stratford has seen 34 cases, and St. Marys six.
Four outbreak-related deaths have been reported in Stratford, while one death has occurred in St. Marys. All five deaths took place in March and April.
Read more: 1 new probable coronavirus case reported in Yukon, linked to travel
At least 31 cases have involved people in their 20s, while 25 have been people in their 50s and 22 in their 60s. Sixteen cases each have involved people 19 and under and people in their 30s.
Fifty-four per cent of cases involve women and girls, while at least 38 of the region's cases have involved health-care workers.
No hospitalized cases have been reported since late April. Five people have needed to be admitted to hospital during the pandemic, health unit figures show.
Some 40,061 tests had been conducted by the health unit as of Sept. 27, the most recent figures available. The week of Sept. 20-26 saw 2,726 tests conducted.
Sarnia and Lambton
The number of active COVID-19 cases in the region remains at zero for at least the fourth day in a row.
According to Lambton Public Health (LPH) numbers, a total of 347 cases have been reported during the pandemic.
Of those, 322 people have recovered and 25 have died. The death toll has not changed since early June.
Around 69 per cent of cases have been reported in urban areas, while 31 per cent have been in rural areas.
The number of cases has been largest among people aged 80 and older, followed by people in their 50s, and then people in their 20s.
2:50 Coronavirus: Respecting COVID-19 measures on Thanksgiving weekend
Coronavirus: Respecting COVID-19 measures on Thanksgiving weekend – Oct 10, 2020
At least 197 cases, or 57 per cent, have involved women and girls. At least 18 per cent have been health-care workers.
Hospitalizations have remained flat since mid-June when the last COVID-19 patient was discharged from Bluewater Health in Sarnia. A total of 58 people have been admitted to hospital.
Outbreaks have also remained flat since mid-August. A total of 10 have been declared.
According to health officials, 39,985 tests have been received as of Oct. 3, the latest figure available.
–With files from Matthew Trevithick, Sawyer Bodgan and Ryan Rocca
CoronavirusCOVID-19coronavirus newscovid-19 newsLondonCoronavirus UpdatesElgin CountyOxford CountySarniaHuron CountyPerth Countylambton countyMiddlesexCOVID-19 London MiddlesexCovid-19 UpdatesCoronavirus London Middlesex
Fewer Canadians holding out hope for summer reprieve from pandemic: Ipsos
Growing COVID-19 cases linked to Australian Open travel force players into quarantine
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Signed & Numbered Limited Edition Print
The Official Lee's Lieutenants Series - Second in a Series of Six Limited Edition Prints
Image size: 11 3/4" x 29"
Edition size: 1750 S/N
Issue price: SOLD OUT (Only available on our secondary market--call for currrent price and availability--800-237-6077)
How do you best depict General J.E.B. Stuart, the South's most famous and flamboyant cavalry commander? That's the question I had to ask myself as I prepared to paint the second limited edition print in our Lee's Lieutenant series. I knew I wanted to paint Stuart - but how? In what setting? After giving the question some thought and doing some research. I decided there was no event that better typified the daring J.E.B Stuart than his famous "Ride Around McClellan" in 1862.
General Lee, who had just taken over command of the army in defense of the Confederate capital, ordered Stuart to "gain intelligence for the guidance of future operations" against General George B. McClellan's gigantic army, which was threatening Richmond from Virginia's Peninsula. So, taking about 1,200 of his finest cavalrymen, Stuart set out on June 12, 1862, heading Westward as if he and force were moving to the Shenandoah Valley to reinforce Southern troops there. A day later, on the morning of June 13, 1862, he changed direction and headed eastward - and then his men knew that Stuart was leading them in a dangerous, risking raid against McClellan's powerful army. It was a dramatic moment, and I like the way Historian Douglas Southall Freeman describes it: "The moment it turned toward the East, a stir went down the files... the men had suspected that McClellan's flank was their objective, and now they knew it. The day for which they had waited long had come at last. They were to measure swords with the enemy."
In Stuart's Ride, I tried to capture the drama of that moment. Stuart rides at the head of his troops, his ostrich plume is in place and his red-lined cape is flapping behind him. As the column cuts across a grassy pasture heading for roads eastward, the early morning sun highlights Stuart's face and the unfurled battle standard behind him.
Riding closely behind Stuart is Major Heros Von Borcke, Stuart's towering German aide. directly behind the flag bearing corporal is none other than John Mosby, half aide, half courier, already showing the qualities that would bring him future fame. Leading the second group of riders, under the first national flag, is General lee's son, Colonel "Rooney" Lee of the 9th Virginia Cavalry. I have tried to capture the determination of these young soldiers as they set out on a daring raid against a vastly stronger enemy.
It wasn't until June 15th that Stuart returned to headquarters, bedraggled but triumphant and full of information. "Stuart's Ride" made General J.E.B. Stuart the most famous cavalry officer of the Civil War. But more importantly, Lee gained the confidence in Stuart to where he truly became the eyes of Lee's army.

redpajama_set_name: RedPajamaCommonCrawl


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Crisis shines light on caregiving benefits
Employers were already increasingly looking to meet the needs of caregiving employees.
By: Susan Ladika | April 10, 2020 • 10 min read
Topics: Coronavirus | Employee Benefits | Healthcare | HR Leadership | Mental health & benefits | Talent Management | Top Stories | Wellness | Work/Family
(Photo by John Moore/Getty Images)
When the COVID-19 pandemic began to make headlines around the world, Motiva Enterprises, LLC, responded by offering 14 days of paid leave not only for employees who were sickened by the coronavirus but also for those who have to care for a family member or for a child who can't go to school.
"It gives people peace of mind," says Dennis Fox, director of compensation, benefits and recruiting for the Houston-based petroleum company.
Read all of HRE's coronavirus coverage here.
The extra leave comes on top of the company's standard sick-leave policy, as well as its backup caregiving benefit, which provides employees with up to 80 hours of care for children or adults at home or at care centers. Employees pay just $4 an hour for care, and Motiva picks up the rest, Fox says.
Although COVID-19 has temporarily closed care centers, employees can still have pre-screened caregivers come to their home, he says. "People are trying to figure out the new normal. We saw an uptick in usage."
The pandemic is creating both uncertainty and a new normal for employees around the world, and caregiving has taken on increasing prominence.
A March survey of more than 250 employers by the National Alliance of Healthcare Purchaser Coalitions found almost 60% of respondents were offering unpaid family leave and more than 45% were offering paid family leave to employees with caregiving responsibilities.
"The caregiver burden is something that employers are recognizing," says Michael Thompson, the alliance's president and CEO.
Caregiving Leave Limited
A February survey of 113 large employers by the Business Group on Health found 35% of respondents offer paid caregiving-leave benefits, and 28% more were considering adding such a benefit by 2022.
For roughly 40% of companies, the benefit is also available if an employee is caring for a sibling, grandparent, or parent of a spouse or domestic partner.
Offering a paid caregiving benefit "serves as a differentiator" for employers, says LuAnn Heinen, vice president of the Business Group on Health.
Especially now, employers are realizing that employees' "wellbeing doesn't just depend on their physical health, but also on their mental and emotional health," Heinen says, and caregiving can place a heavy burden on the person providing the care.
The benefit was a major blessing for Deloitte senior consultant Brendan Ricci after his mother was diagnosed with cancer last year. He put his work on hold and moved back home to help his father care for his mother during her final months.
Because the consultancy offers its employees up to 16 weeks of paid caregiving leave each year, "being able to completely put work aside and focus on family and make the most of the time that was left with her was extremely powerful," says the 30-year-old Washington, D.C., resident.
Brendan Ricci
His sister and her family also moved back to the family's New Jersey home to help care for their mother, Margie. "It meant a lot to my mom to be together as a family for her final weeks," says Ricci, who even got married at his mother's bedside during that time.
An increasing number of employees are pressed for time as they care for parents, children, spouses or other family members while also trying to maintain their careers.
An AARP survey found there were about 41 million family caregivers in the U.S. in 2017, providing about 34 billion hours of unpaid care for other adults. The economic value of their efforts was estimated at $470 billion.
Of those who are caregivers, 60% also work. On top of their jobs, they provide an average of 20 hours of care each week, says Amy Goyer, AARP's expert on families and caregiving. "Caregivers are stretched in a lot of different directions," she says. "This is like another part-time job."
While the federal Family and Medical Leave Act (FMLA) allows many employees to take off up to 12 weeks of unpaid leave each year without risk of losing their jobs, it doesn't provide any financial assistance for employees.
In response to the pandemic, the Families First Coronavirus Response Act requires businesses with between 50 and 500 employees to provide up to 80 hours of sick leave at two-thirds of regular pay for employees who must care for someone under quarantine or to care for a child whose school or childcare facility is closed. It also includes an additional 10 weeks of leave at two-thirds of pay for those whose child's school or childcare provider is closed. Pay is capped at $200 per day, says Pete Frattarelli, a New Jersey attorney who is chair of the labor and employment group at Archer & Greiner.
Increasing Demands on Caregivers
The COVID-19 pandemic isn't the only shift prompting increased attention to caregiving. As baby boomers continue to age, "more and more people are going to be in caregiving roles," and the demands on caregivers will span all generations, says Goyer, author of the book Juggling Life, Work and Caregiving.
Already, 35% of those 40 and under have provided care for a family member or friend, according to AARP.
"It's a misperception to think millennials don't have caregiving roles," Heinen says.
For Ricci, who was 29 when his mother died, "having the flexibility to be able to step away from work made all the difference in the world."
Jen Fisher
Deloitte began offering expanded benefits for caregivers in 2018, says Chief Wellbeing Officer Jen Fisher. The policy allowed for paid time off for caregiving for immediate family members. Employees can take the entire 16 weeks off at one time, or in increments as short as three days off at a time.
"That's the nature of caregiving," Fisher says. "Oftentimes, if someone is sick or you have an aging parent, you don't need large chunks of time all at once."
Because many employees are members of the sandwich generation, "they're feeling it from both sides," she says. "Employees really look to employers to care about them way beyond what they can produce at work."
By offering paid time off for caregiving, "it prevents people from feeling like they are forced to give up vacation or other personal time," Fisher says.
GuideWell, the parent company of the health insurer Florida Blue, introduced two weeks of paid caregiver leave at the start of 2020. "It fits perfectly with our mission as a company to take care of our workforce and for our workforce to take care of our members," says Amy Ruth, GuideWell's chief human resource officer.
The idea for paid time off for caregivers came from GuideWell employees, Ruth says. "We always start with listening to our workforce and being responsive to their needs."
The company allows employees to use the leave however they see fit. That means one employee might take the entire two weeks off at one time, while another might take off two hours at a time to take a sick spouse to medical appointments. "We don't want to structure it in a way that makes it hard to use," Ruth says.
In the first month the policy was in place, about a dozen employees made use of the paid caregiver benefit.
Related: The new reality of remote work and caregiving
One of those is Kristin Molina, an instructional designer who has worked for GuideWell for about four years. When her teenage son had a health crisis this year, "I knew it needed my full-time attention and focus," she says.
As a single parent, Molina was concerned about the financial impact of taking time off from work. She talked to her supervisor, who told her about GuideWell's paid caregiver benefit. "I instantly felt relief," Molina says.
Having two weeks off to help her son "was a good way to get a grasp on the situation and stabilize it to the place we needed to be," she says.
Now she takes paid time off or FMLA as needed to assist her son. Having the caregiving benefit "reaffirms GuideWell is a great place to work. It's one big family."
"It's a chance for the organization to support team members at a time when life might feel overwhelming," Ruth says.
Bristol-Myers Squibb has provided paid and unpaid caregiving leave since 2018, says Ann Powell, the company's chief human resources officer. From the day they start working at the pharmaceutical company, employees are eligible for the benefit. It applies when caring for immediate family members, including domestic partners.
Employees are eligible for up to eight weeks of paid leave, along with 18 weeks of unpaid leave each year. The policy provides "an opportunity to address what's important" to employees, Powell says. It allows employees the chance to take time away as needed, without having to worry if they have a job at the end of the leave, she says.
Bristol-Myers Squibb has about 11,000 employees in the United States, and several hundred have made use of the leave so far.
For a company to be successful, it "has to be flexible," Powell says. "Every single individual is impacted by things that happen personally and professionally."
However, even if a company has the best caregiving benefits in place, it needs to be sure employees feel comfortable asking for the time off to make use of it, Fisher says. "Without having the right culture in place for people to feel like they can take advantage of it," she says, "often it goes underutilized."
Companies Benefit
If a company isn't in a position to provide paid leave for caregivers, it may consider offering flexible work schedules, the opportunity to work from home or a compressed work week to help accommodate the scheduling needs of caregivers, Goyer says.
Other options might be allowing an employee to work part time, or providing job-sharing opportunities, she says. If a large company has multiple locations, and the caregiver and ill family member live in different places, the organization could consider allowing the caregiver to transfer to another location closer to the family member in order to make it easier to provide care.
AARP found that every $1 an employer spends on flexible benefits results in a return of between $1.70 and $4.30, Goyer says.
Also see: 10 benefits to bet on
Some employers are providing free or subsidized access to services such as Wellthy and Care.com. Such services can offer caregiving coordination and support, such as providing information on rehabilitation facilities or offering backup care for children or adults, Heinen says.
For most caregivers, "we're all reinventing the wheel and taking a lot of time doing it." Such services can help streamline the time needed to locate and vet services, she says.
If employees are worrying about things such as finding an assisted-living facility for an aging parent, "you're not fully present and productive," Heinen says.
In fact, a study last year by Harvard Business School found that three-quarters of employees have some caregiving responsibilities, and 80% admit caregiving impacts their productivity at work.
About one-third of employees surveyed said they have left their job because of caregiving, including half of employees between the ages of 26 and 35, and more than one-quarter of those between 18 and 25, the Harvard study found.
The Harvard survey also found managers and senior leaders across all age groups were more likely to have left an organization because of caregiving responsibilities.
That, in turn, results in higher turnover costs and lost institutional knowledge.
Having a paid caregiving benefit can help companies retain talent in a tight labor market.
"Losing trained and capable people is a big risk," Heinen says.
"There's tremendous anxiety and stress around being a caregiver," says Tom Parry, president of the Integrated Benefits Institute.
If employees have to miss work as a result, it may mean their workloads are shifted to other employees, ratcheting up their co-workers' stress as well, Parry says.
Offering paid caregiving leave is one way to help reduce their stress and relieve some of the financial burden.
If companies "support employees in their personal life, it helps the employees be healthier, more productive workers," Parry says.
It's important for employees to feel comfortable talking about what they are going through as caregivers, Goyer says.
Supporting caregivers fuels employees' job satisfaction and engagement, and they may also recruit others to work for the company, Goyer says.
And it helps companies such as Bristol-Myers Squibb retain talent. "It's expensive to replace and hard to attract certain skill sets," Powell says. By having paid caregiving leave, "it provides them with peace of mind."
How to boost employee experience during crisis
Culture, work style and technology all play a role.
Sumser: HR doesn't have all the answers—and that's OK
HR must focus on solving the next biggest problem, knowing it won't be a long-term fix.
How S&P Global used a people-first mindset to reprioritize in 2020
CHRO Dimitra Manis shares how the organization revamped its recruiting site amid the challenges of the pandemic.
Building loyalty amid uncertain times
Fostering employee loyalty helps companies thrive in uncertain times.
By: E*TRADE | December 1, 2020
Tough times can shake up even the strongest organizations, and flexibility has become an essential virtue as we reevaluate goals and performance metrics in a disruptive 2020. In fact, a recent Equilar survey found that nearly half of companies have made or plan to make changes to their executive compensation.1 Yet this may not always be the best course of action.
With so much going on, employee loyalty may not seem like the highest order of business these days—but there are many reasons companies should keep an eye on this often overlooked and undervalued "asset." Retention is an oft-cited metric, but loyalty goes deeper, inspiring engagement among high-performance talent and fostering a sense of connection and ownership within your firm.
And equity compensation can play a key role in driving loyalty with top employees, but it's worth examining the flip side of the coin, too: What does loyalty mean for plan administrators?
Employee loyalty can't be bought or sold—but it may be earned
Whiplash-inducing headlines can make it seem like the sky is falling, but there are patches of light. According to the Bureau of Labor Statistics (BLS), the US unemployment rate rose to an April peak of 14.7% before declining to 7.9% in September. Some sectors struggle while others flourish, and it's not necessarily an employer's hiring market.2 Unlike past recessions, talent supply and demand during the pandemic is non-linear and volatile: Both unemployment numbers and job openings are setting records, simultaneously.3
Company balance sheets ride a razor's edge between profit and loss, and it doesn't take much to tip the wrong way. With about 70% of costs going toward wages and salaries, some organizations sacrifice their equity comp to try to find space in the budget.4 According to the Equilar survey, of those companies that made cuts this year:
1% reduced or eliminated executive salaries
7% froze salaries
0% reduced or modified executive annual bonus payouts
Yet cutting equity compensation doesn't always translate directly to greater budget buoyancy because it can wear on employee loyalty. A recent E*TRADE Corporate Services survey found that stock plans play an increasingly important role both in employee satisfaction and in a decision to keep—or leave—a job.5 And loyalty helps companies avoid turnover, where replacing an employee can cost 30–150% of their salary.6
Yet this is only part of the reason Harvard Business Review argues that one way to keep a company thriving amid uncertain times is the simple act of fostering loyalty.3 Loyalty is powerful amid disruption: Loyal employees roll up their sleeves and stick with the firm through thick and thin. Loyalty can be fostered in many ways, but truly none may be as simple and effective as equity compensation.
Loyalty comes from your employee base feeling like they have skin in the game—that they are a real part of the team—and a good way to create that dynamic is through the incentive of a stock plan. Equity compensation and the experience it creates for employees can go a long way in generating a culture of collaboration, innovation, and resilience—essential qualities that help companies overcome challenges and bounce back stronger than before.
What about loyalty behind the scenes?
But if the stock plan experience fails to engage your employees, then all this time and effort may be for naught—not simply in the dollar amounts, but in the loyalty lost from employees who may feel they aren't receiving the full value of the benefit. That's where your business-to-business collaborations can help drive improvements and innovations that not only simplify administration, but also give loyalty a meaningful boost.
According to Group Five's recent 2020 Stock Plan Administration Benchmark Study of 1,117 public companies, many stock plan administrators are facing unprecedented challenges: Top worries shifted from reporting and participant education to simply managing plan design.
The flexibility to manage changing needs through innovative technology and service is a key differentiator both for companies and their plan providers, but it's important to get it right. In fact, Group Five found that bread-and-butter issues like the administration platform functionality, participant websites, and service were the top reasons administrators switch providers.7 A cutting-edge technology and service experience can score significant wins for participants and further company goals, but this depends on a provider's agility in supporting both critical functions and creative solutions.
For example, a seamless user experience like the redesigned participant site on etrade.com empowers employees with the flexibility to find answers to their own questions and direct themselves on a comprehensive, personalized journey. New strategic tools like SMS texting updates—which have a read rate of 98%8—help free up administrators to focus on other priorities and make it simpler for participants to engage with their plans. And E*TRADE Corporate Services' industry-first API Developer Platform helps streamline the administration process, moving data with greater ease and customization while automating workflows, streamlining tasks, and integrating with key internal company systems.
Building employee loyalty, lowering administrator blood pressure
Equity compensation continues to pack a serious punch in the human capital market, strengthening the bond between a company and its employees. This bond is even more valuable today as a way to rally the troops in our recovering economy.
Loyalty is created each day by the pursuit of excellence, never settling for the status quo, and always recognizing value with value.
When plan providers deliver a truly powerful experience both for administrators and participants, it opens the gate for greater innovation, engagement, and creativity—turning disruption into a positive as companies grow a culture of loyalty and build a stronger, more resilient path forward.
1. Equilar, "COVID-19 Executive Pay Adjustments Survey Results," October 2020, https://info.equilar.com/e/82992/pay-adjustments-survey-results/5p7hcs/621275485?h=gIUUe0wxoqqQ-__XbBsYgsFYgc2mc2NZJ-Q4zpXGIBM
2. Bureau of Labor Statistics, Employment Situation News Release, Oct. 2, 2020 and May 8, 2020, https://www.bls.gov/news.release/archives/empsit_10022020.htm, and https://www.bls.gov/news.release/archives/empsit_05082020.htm
3. Harvard Business Review, "Why Hiring During Covid Is Different Than in Previous Downturns," Oct. 22, 2020, https://hbr.org/2020/10/why-hiring-during-covid-is-different-than-in-previous-downturns?utm_medium=email&utm_source=newsletter_monthly&utm_campaign=finance_not_activesubs&deliveryName=DM102915
4. Bureau of Labor Statistics, "Employer Costs for Employee Compensation – June 2020," Sept. 17, 2020, https://www.bls.gov/news.release/pdf/ecec.pdf
5. E*TRADE Corporate Services 2020 Stock Plan Participant Survey, Total of 53,512 Stock Plan Participants survey conducted 9/8 – 9/18.
6. G&A Partners, "Calculating The Cost Of Employee Turnover," June 3, 2016, https://www.gnapartners.com/resources/articles/how-much-does-employee-turnover-really-cost-your-business
7. Group Five Stock Plan Administration Benchmarking Study and Financial Reporting Benchmarking Study. As of June 19, 2020, Group Five Stock Plan Administration Benchmarking Study and Financial Reporting Benchmarking Study rated Equity Edge Online® highest in Loyalty and Overall Satisfaction for the ninth consecutive year (2012-2020) among all plan sponsors who use a commercial system to manage the recordkeeping of their stock plans in-house. E*TRADE Financial Corporate Services, Inc. was also rated highest among in continuous delivery of technology improvements, overall satisfaction of an administration platform, customizable participant communications and alerts, and ability to automate workflows in the same study. Group Five, Inc. is not affiliated with E*TRADE Financial Corporate Services, Inc. or the E*TRADE Financial family of companies.
8. Mobilemarketingwatch.com, April 28, 2020
This commentary contains current opinions from E*TRADE Financial, LLC and its affiliates which are subject to change without notice. E*TRADE is not affiliated with Human Resource Executive® and all commentary is owned solely by E*TRADE.
In connection with stock plan solutions offered by E*TRADE Financial Corporate Services, Inc., E*TRADE Securities LLC provides brokerage services to stock plan participants.
E*TRADE Financial Corporate Services, Inc. and E*TRADE Securities LLC are separate but affiliated subsidiaries of E*TRADE Financial, LLC, a Morgan Stanley business.


text:
Протомицес толстокожий () — вид грибов из семейства , паразитирует на нескольких родах из семейства .

Вызывает появление мелких вздутий (галлов) и бурых или красноватых пятен на жилках листьев и черешках.

Аскогенные клетки гриба (см. Протомициевые#Морфология) гладкие, светло-жёлтые, округлой или многогранной формы, размерами 25—50 мкм. Покрыты оболочкой толщиной 3—7 мкм. Синаски гладкие, бесцветные, размерами 30—60×45—150 мкм. Аскоспоры тонкостенные, эллипсоидные, размерами 4,5×3 мкм, быстро почкуются.

Гриб развивается в мае — июле.

Протомицес толстокожий впервые описан в Германии на , также поражает другие растения из рода  и родов , , , , , , . В Европе гриб встречается в северных, центральных и восточных регионах от Британских островов до Карелии и Ленинградской области; в Азии известен в Закавказье (Грузия), Израиле, Пакистане и на Дальнем Востоке (Китай, Япония, Приморский край России); также распространён в Северной Америке.

Литература

Протомицес
Возбудители болезней растений
Грибы Евразии
Грибы Северной Америки

redpajama_set_name: RedPajamaWikipedia


text:
Prof. Dr. Dietmar Grichnik
Dietmar Grichnik
Full Professor of Entrepreneurship and Technology Management
ITEM-HSG
Büro 2-246
http://www.item.unisg.ch/ent
Publications Publications of Dietmar Grichnik
Main Focuses Entrepreneurship, Entrepreneurial Finance, Decision-Making
Further fields of research
Strategic Entrepreneurship
Technology Entrepreneurship
Start-up Management
Nascent Entrepreneurship
Corporate Entrepreneurship
Since 2019 Member of the Board Member of the Institute of Computer Science, University of St.Gallen
Since 2018 Member of the Board Member of the Institute of Business Education and Educational Management, University of St.Gallen
Since 2017 Member and since 2019 President of the Board of the Institute of Media and Communications Management, University of St.Gallen
2017 - 2019 Dean, School of Management, University of St. Gallen
2015 - 2017 Vice-Dean, School of Management, University of St. Gallen
Since 2015 Director, Global Center for Entrepreneurship and Innovation, University of St. Gallen
Since 2012 Director, Center for Entrepreneurship - Startup@HSG, University of St. Gallen
Since 2010 Director, Institute of Technology Management, University of St. Gallen
Since 2010 Full Professor and Chair for Entrepreneurship, University of St. Gallen
2007 - 2010 Full Professor and Chair for Entrepreneurship (Prof. Otto Beisheim Foundation), WHU – Otto Beisheim School of Management, Vallendar (Germany)
2007 Harvard Business School, Harvard University, Cambridge (USA)
2005 - 2007 Full Professor and Chair for Corporate Finance & Entrepreneurship, Witten Herdecke University (Germany)
2005 Venia legendi in Business Administration (Habilitation), Heinrich-Heine-University Duesseldorf (Germany)
2000 Dr. rer. pol. (Ph. D.) in Business Administration, University of Cologne (Germany)
1996 Diploma in Business Education (Dipl.-Hdl.), University of Cologne (Germany)
1995 Diploma in Business Administration (Dipl.-Kfm.), University of Cologne (Germany)
Entrepreneurship: Foundations and Cases (Bachelor Course)
Technology and Entrepreneurship (Master Course)
High-tech Start-up Management (Master Course)
Entrepreneurship in Technology Firms (Master Course)
Lean Startup (Master Course)
Application Project "New Venture Creation" (Master Course)
CEMS Entrepreneurship
Research Seminar in Entrepreneurship (PhD Course)
Paper Clinic (PhD Course)
AOM – Academy of Management
DHV – German Association of University Professors and Lecturers
FGF – German Scientific Association of Entrepreneurship Research
SG – Schmalenbach Association for Business Research
VHB – German Academic Association for Business Research
Awards and Research Funding:
Academy of Management (AOM) Best Paper Proceedings 2019
Frontiers of Entrepreneurship Research (BCERC), Best Paper Proceedings 2018
EU-Commission Horizon 2020, Project Funding: "KEEN - Knowledge-Empowered Entrepreneurship Network", 2018-2021
SNSF-Swiss National Science Foundation, Project Funding: "Learning More when Learning Together: Antecedents and Consequences of New Venture Team Learning", 2017-2020
Ranked among TOP 100 Leading Professors in the Field of Entrepreneurship 2015
As nominated by today`s tech entrepreneurs worldwide
Appointed for a Full Professorship and Chair in Management at Ludwig-Maximilians-Universität München, 2015 (refused)
SNSF-Swiss National Science Foundation Research Funding, Project "Antecedents, Processes, and Consequences of Business Model Design in Technology Ventures", 2013-2016
Communication Impact-Award for "HSG Little Green Bags Video: 10 Myths of Entrepreneurship" at Business Innovation Day 2013
Best Sustainable & Social Entrepreneurship Paper Award at G-Forum 2012, FGF annual meeting 2012
Appointed for a Full Professorship and Chair in Entrepreneurship and Entrepreneurial Finance at Heinrich Heine University Düsseldorf, 2012 (refused)
Communication Impact-Award for "HSG Gründergarage" at Business Innovation Day 2011
EXIST III Sponsorship provided by the General Federal Ministry of Economic Affairs and Technology for KOpEE (Koblenz Network for Open Entrepreneurship Engineering)
Wolfgang Ritter Award 2007 for Outstanding Achievements in Business Administration Research, Wolfgang Ritter Foundation, Bremen (Germany)
Scholarships of the German Academic Exchange Service (DAAD), of the German National Scholarship Foundation (DFG), of the Konrad Henkel Foundation, Duesseldorf (Germany) and of the German Academic Association for Business Research (VHB)
Talks Selected topics of recent talks:
Entrepreneurial Firms - Corporate Venturing
Switzerland - World Champion in Innovation, but not in Entrepreneurship?
Entrepreneurial Ecosystems in an International Comparison
Entrepreneurship - Mythen und Realitäten
Erfolgreich Handeln unter Unsicherheit - die Domäne des innovativen Unternehmers
Unternehmerische Expertise - wie innovative Unternehmer die Unsicherheit beherrschen und die Zukunft erfolgreich gestalten
Das Unternehmerische im Unternehmen wecken
Should entrepreneurs plan or just storm the castle?
Strategic decision-making in new ventures
Entrepreneurial expertise to foster innovation in enterprises
Financing entrepreneurship
Finanzierung innovativer Wachstumsunternehmen
Herausforderungen bei der Unternehmensgründung
Resource Bootstrapping of Nascent Entrepreneurs
Editorial Board JBV - Journal of Business Venturing
JSBM - Journal of Small Business Management
RDM - Research and Development Management Journal (Associate Editor 2014-2015)
ZfKE - Zeitschrift für KMU und Entrepreneurship
Author of 10 books and more than 200 articles in international journals such as Journal of Business Venturing, Entrepreneurship Theory and Practice, Journal of Economic Behavior and Organization, Journal of Small Business Management, Research Policy, Small Business Economics, and Venture Capital.
Visiting Appointments and Scholarships:
2016 Visiting Professor, Kaunas University of Technology, Kaunas (Litauen)
2013 Visiting Professor, ESADE Business School, Ramon Llull University, Barcelona (Spain)
2013 Lecturer at ETH - Swiss Federal Institute of Technology Management Zurich (Switzerland)
2011 Visiting Professor, WHU – Otto Beisheim School of Management, Vallendar (Germany)
2010 Visiting Professor, University of Melbourne (Australia)
2009 Visiting Professor, Universidad Nacional de Colombia, III. International Engineering Seminar, Bogotá (Colombia)
Since 2009 Visiting Professor, MBA Degree Program for Management Executives , DBS – Düsseldorfer Business School (Germany)
2008 Visiting Professor, MBA in International Management and Innovation, SIMT, Stuttgart (Germany)
2007 Visiting Professor for the Professional MBA Entrepreneurship Central Europe, Danube University Krems (Austria)
2006 Visiting Professor, Global Entrepreneurship Center of the Garvin School of International Management, Thunderbird University, Phoenix/Arizona (USA)
2005 Visiting Professor, Master Program for International Executives in SMEs and International Management (MIEX), Università di Bologna (Italy)
Academic Management:
Vice-Dean, School of Management, University of St. Gallen
Member of Steering Committee School of Management, University of St.Gallen
Member of Senate, University of St.Gallen
Referee and Advisory Mandates:
Academy of Management (AOM)
Babson College Entrepreneurship Research Conference (BCERC)
BFuP – Betriebswirtschaftliche Forschung und Praxis
DAAD – Deutscher Akademischer Austauschdienst
DBW – Die Betriebswirtschaft
DFG – Deutsche Forschungsgemeinschaft
ET&P – Entrepreneurship Theory & Practice
G-Forum – Interdisziplinäre Jahreskonferenz zur Gründungsforschung
International Journal of Entrepreneurship and Small Business (IJESB)
Journal of Business Venturing (JBV)
Journal of International Entrepreneurship (JIE)
Journal of Small Business Management (JSBM)
SNF - Swiss National Science Foundation (SNF)
VHB – Jahrestagung des Verbands der Hochschullehrer für Betriebswirtschaft
ZfB – Zeitschrift für Betriebswirtschaft
zfbf / sbr – Zeitschrift für Betriebswirtschaftliche Forschung / Schmalenbach Business Review
Alexandria Further information about Dietmar Grichnik


Small class size with individualized attention.
Developmentally appropriate goals and activities.
Individual speech, physical, and occupational therapies.
The two main criteria for enrollment at Achievement Academy is age of child and need for special services. Age is easy-we are a PreK program-all students are under the age of 6. Identifying the need for special services is a little different. Identification is done through testing and age determines the agency responsible for the testing.
Perhaps your child isn't talking, isn't playing purposefully with toys, has difficulty playing with friends or you just feel your child needs a professional to assess him or her, please contact Early Steps or Child Find. The earlier that needs and risk factors are identified, the earlier help, intervention and support can be provided.
If your child is under the age of three testing is done through the Early Steps program. For children over the age of three, testing is done through Child Find, a program of the Polk County School district.
Both of these programs often have full schedules and getting an appointment for testing doesn't happen quickly.
Once the assessment is completed, the results will be shared with you by the testing agency. If your child indicates a need for special services, you have some choices available. If your child is under the age of three and Early Steps completed the assessment, they may recommend services such as early intervention and/or therapy. If your child is over age three, then the school district will meet with you and you may choose to enroll your child in one of the district's PreK ESE classrooms.
Another choice for you and your child is Achievement Academy.
We're a little different at Achievement Academy. We can bring in children under the age of three into our classrooms. Most of the students in our classrooms range in age from two to five years of age. We provide a full-time program that follows Polk County School's traditional calendar. Our school day for students is from 9am to 2pm, five days per week.
Therapy and other identified needed services are provided during the school day. Our three campuses are located in Lakeland, Bartow and Winter Haven. We have a total of 14 classrooms serving 157 students. Our capacity is 157 students and we stay at capacity throughout the year.
Most of our classrooms have 11 students; some have 12 students and one classroom has ten. We try to group children developmentally when we consider classroom placement. This supports peer interaction and student development in an environment that is appropriate. Teachers are able to plan developmentally appropriate activities for the overall class while still providing direct, individual instruction to each student.
All classrooms are taught by certified teachers and have one or two paraprofessionals assisting in the class. We receive breakfast and lunch from the local elementary schools but can accommodate most special diets.
A school day for an Achievement Academy student is very similar to any typical preschool—individual/small group play, circle time, playground, books, computers/tablets, arts and crafts, naptime, etc. But embedded within all of that activity are deliberate opportunities for the classroom to work on student goals as well as receive and participate in their individualized therapy.
We believe that parent participation is important. We have a Resource Parent who plans monthly breakfast meetings for parents at each of the campuses. She arranges for speakers on topics of interest for our parents. She organizes family activities throughout the year and shares a monthly newsletter.
In the spring of each year we schedule informational meetings for prospective families on our waiting list. We encourage you to attend one of them so you can have your questions answered and have a tour of our Lakeland school.
More than likely this is all very new to you—not only is your child very young but you may have been recently told that he or she has some delays. That's a lot to take in and you're now faced with decisions. But we're here to help. If, after reading all of this, you want further information, feel free to contact our ESE Facilitator, Jill Bartley at (863) 683-6504.
Once you decide to pursue enrollment at Achievement Academy, download and complete our student application and MAIL the completed application to us. We use the postmark date to place your child on our waiting list.
When we receive your application we will send you a letter acknowledging that we have your application. We will need copies of the testing results that indicate your child may be eligible for special services. You may submit testing results and current FSP or current IEP (if your child has one) with your application if they are available; if not available, please submit documentation to us as soon as possible.
It is IMPORTANT to submit all requested documentation as soon as possible; incomplete information may delay entry into our school. To verify we've received your documentation or to check on your child's status please call Jill Bartley at (863) 683-6504 or email at jill@achievementacademy.com.
Our total capacity for Achievement Academy is 157 students. We have 111 students at our Lakeland campus and 23 students each in Bartow and Winter Haven. We stay at capacity year round. We have a year-end celebration that usually has 45-50 students graduating from our program. Those are slots that become available for the upcoming school year which are then offered to our waiting list children. We may have slots that become available during the school year due to student withdrawal and at that time we will notify the next child on the waiting list for that classroom opening.
With our three sites, Achievement Academy has always tried to meet the large geographic area of Polk County. Families may elect to have their child attend any of our campuses, regardless of address. School bus transportation may not be available and parents may be responsible for transportation.
1. Dependent children of active military personnel who move resulted from military orders.
2. Children who have been relocated due to a foster care placement in a different school zone.
3. Children who move due to a court-ordered change in custody due to separation or divorce, or the serious illness or death of a custodial parent.
4. Students residing in the school district.
Eligibility for PreK ESE must be satisfied before priority placement takes effect.
Upon enrollment and annually thereafter, developmental testing is completed by teachers on all students. This testing helps in identifying the student's strengths and weaknesses. In partnership with parents and other team members, individual student goals are developed. This typically takes place at annual team meetings which are often referred to as "staffings". Also by tracking and comparing the annual assessment results we can show individual student growth as well as how our school is doing overall.
For children under the age of three the plan that is developed at this staffing is called a Family Support Plan (FSP) and for children over the age of three an Individualized Education Plan (IEP) is created. During the meetings, we'll discuss your child with you. We want to know your desires and goals for your child. We want to know his or her strengths, weaknesses, likes and dislikes. We'll share with you any assessment or progress information we may have. We'll ask for your input and opinion and together we will develop annual goals.
Also contained within that plan are services that are identified as needed to accomplish the goals. For some children that may include speech therapy, physical or occupational therapy, vision or hearing services, etc.
But it is the team effort of Achievement Academy that makes this program so unique and valuable. Every person who works at Achievement Academy is a valued team member and is here to support the needs and goals of every child at this school. Teachers, paraprofessionals, therapists, ESE facilitators, resource parent, support staff and administration all work together to insure that every child here is receiving what they need to grow, develop and progress to their potential.
Schools and districts benefit from accreditation through objective peer review, attainment of high standards, and engagement in continuous improvement. Achievement Academy has been continuously accredited by AdvancED (formerly Southern Association of Colleges and Schools-SACS) since 2002.
The School Public Accountability Reports (SPARs) can be found at the following link. The SPAR reports meet the Elementary and Secondary Education Act (ESEA) requirement for schools and districts to provide parents with an annual school status report at the beginning of each school year.
A Charter School application is available for downloading/printing. This application must be mailed to our Lakeland office.


STUDENTS from Tanapag Middle School's Micronesia Challenge Club donated $1,000 of their club funds to the CNMI Micronesia Challenge Endowment Fund on Thursday to help fulfill the commonwealth's $2 million endowment fund commitment.
Recognizing the importance of conserving the islands' natural resources, the donation is the students' way of showing their support for the Micronesia Challenge.
The check was presented by the students to former Lt. Gov. Diego T. Benavente, the CNMI board member for the Micronesia Conservation Trust, and Gov. Ralph D.L.G. Torres.
The Micronesia Challenge is a commitment signed in 2006 by the Federated States of Micronesia, the Marshall Islands, Palau, Guam and the CNMI to preserve the natural resources crucial to the survival of Pacific traditions, cultures and livelihood.
The challenge is to conserve at least 30 percent of the near-shore marine resources and 20 percent of the terrestrial resources across Micronesia by 2020.
The jurisdictions are committed to give an endowment to the Micronesia Challenge.
The CNMI's commitment is $2 million which it has not yet fulfilled.
When the students of Tanapag Middle School who are members of the Micronesia Challenge Club learned of this unfulfilled commitment, they started to raise funds and decided to donate $1,000 to the Micronesia Endowment Fund.
Now, the CNMI has contributed some while Guam still has yet to do so, Variety was told.
As of June 30, 2016, Palau had already shared $8,730,045.77; the FSM, $4,776,846.12; and the Marshall Islands, $3,544,280.53.
The Tanapag students formed the Micronesia Challenge Club in Oct. 2015 through the help and assistance of Kodep Uludong.
The students conducted multiple beach cleanups from Tanapag north to Paupau beach, and committed to keep them clean through the Bureau of Environmental and Coastal Quality's adopt-a-beach program.
The purpose of the Micronesia Challenge Endowment Fund is to provide a sustained funding source for conservation projects whether executed by the CNMI's various natural resource management agencies or by non-government organizations or by community groups in need of funding to execute conservation actions and management for the islands' natural resources.
Rep. Angel Demapan has introduced House Bill 19-105 which proposes to allow the Department of Lands and Natural Resources to develop a system for the assessment of fees for nonresidents visiting Marine Protected Areas. Under the bill, 10 percent of the proceeds will be allotted to the Micronesia Challenge to fulfill the CNMI's endowment commitment.
By the time the CNMI endowment reaches $2 million, the bill stated, DLNR will have collected $18 million in fees and all fees collected will go to the department.
Fran Castro, Micronesia Challenge Steering Committee member and CNMI point of contact, said the $1,000 donation from the Tanapag students will be forwarded to the Micronesia Conservation Trust for the creation of the CNMI Micronesia Challenge Endowment Fund.
Former Lt. Gov. Diego T. Benavente commended the students for their effort, saying their act will be remembered.
Fran Houk, James Manglona, and MINA Tasi Watch Rangers receive awards!


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VMware released vSphere 6.5 Update 1 enforcing the product stability and allowing customers who are on vSphere 6.0 Update 3 to upgrade to vSphere 6.5.
All patches available since the release of vSphere 6.5 have been included in the Update 1.
Upgrade and migration to vSphere 6.5 is now supported also for vSphere 6.0 Update 3. If you are running vSphere 5.5, you need to be at least on vSphere 5.5 Update 3b in order to upgrade to vSphere 6.5 Update 1.
Customers using 3rd party virtual switches such as the IBM DVS 5000v, HPE 5900v, and Cisco Nexus 1000v will need to migrate off of those switches prior to upgrading to any future release. Additional info can be found in the VMware knowledge base.
VMware extended the hardware support for vSphere 6.5 Update 1 adding full support for ESXi on MacPro 6,1 hardware to virtualize mac OS in an officially supported manner.
Update 1 brings some enhancement in the vCenter Server increasing the number of supported vSphere Domains (SSO).
In vSphere 6.5 Update 1, VMware is now increasing the number of hosts that vCenter Server Foundation will support from 3 host to 4.
VMware has extended the general support for vSphere 6.5 for a full 5 years. Support for vSphere 6.5 will now end November 15, 2021.
The HTML5-based client (accessed via https://<vcenter>/ui) is faster, lighter and requires no plugins to run.
With Update 1 the client increased the functionality in areas related to Virtual Distributed Switch (VDS) management, datastore management, and host configuration getting about 90% of general workflows completed.
vSphere Update Manager (VUM) has been integrated into vSAN providing an automated update process to ensure a vSAN cluster is up to date with the best available release to keep your hardware in a supported state using information from the VMware Compatibility Guide, the vSAN Release Catalog, and awareness of the underlying hardware configuration.
VDI and ROBO licensing editions are expanded with the Enterprise edition that allows encryption and stretched clusters.
For additional info check out the vSphere 6.5 Update 1 Release Notes.


Bipolar disorder, formerly known as Manic-Depressive Disorder, is characterized by swings of depression and mania.
Unfortunately, there is no permanent cure for bipolar disorder.
You can't fix it and forget about it.
However bipolar syndrome is very treatable. People can manage the condition and keep it in remission for long periods of time so they can lead productive successful lives.
The trick is you need to be able to recognize the early warning signs of a bipolar phase as soon as it starts so you can treat it in the early stages before it develops into something serious.
Bipolar disorder is a changeable condition with two sides requiring different treatments.
You need to be able quickly and intuitively monitor your condition to adjust your treatment protocol.
Treating bipolar-depression naturally can be self-administered but should still be monitored by a healthcare professional.
Is it Dopamine Depression or Serotonin Depression?
Too little Dopamine can cause depression.
But so can too little Serotonin.
Whereas, if you are low in Serotonin, you tend to be more negative, obsessive, worried, irritable and struggle with sleep.
To oversimplify, Serotonin gives us happiness, Dopamine gives us pleasure.
The demotivated, low energy depression caused by lack of Dopamine is quite different to the intensely painful depression caused by lack of Serotonin.
Taking the amino acids which elevate Serotonin will not alleviate the depression caused by low Dopamine and vice versa.
It is unfortunately possible, and even common, to have both deficiencies at the same time.
A severely Dopamine depressed person may wish they were dead, but they may lack the motivation or energy to do anything about it.
The tortured Serotonin depressed person, on the other hand, has more energy and may be at a greater risk of suicide.
Suddenly increasing energy and motivation in a person with Dopamine deficient depression by boosting Dopamine can significantly increase the risk of suicide, at least initially.
The suicide rate is higher from bipolar disorder than for any other mental illness.
Be aware that this side effect of initially increasing suicide risk is also observed with prescription antidepressants.
Conventional psychiatry would generally caution against the use of anything that would increase Dopamine levels with bipolar syndrome for concern that it could induce a manic state and this concern is not without foundation, says Peter Smith, Naturopath.
For some people, combining Serotonin based antidepressants (SSRI) with mood stabilizing drugs is sufficient to remedy their depression. For others, it is not.
Many people with bipolar disorder never even know that they struggle with it because they never exhibit the manic side of the disorder. Many of those Dopamine deficient people find that Serotonin based anti-depressants simply don't work for them.
Heavy metal toxicity–heavy metals can affect neurotransmitter (the chemical messengers between nerve cells) production.
Inflammatory diets–brain inflammation contributes to bipolar disorder.
Food sensitivities/allergies–food issues and leaky gut can be an underlying trigger.
Thyroid issues–Dopamine depression looks very similar to low thyroid.
Low Vitamin D levels–low Vitamin D levels attribute to depression.
Low Vitamin B12 levels–low B12 levels are common with depression.
The Dopamine deficient state can look very similar to Hypothyroidism where the thyroid gland does not produce enough Thyroxine (T4).
In fact, both the neurotransmitter, Dopamine, and the thyroid hormone, Thyroxine, are made from the same amino acid, Tyrosine. Taking Tyrosine can actually help both conditions.
If you are taking any type of psychiatric medication, it is essential to consult with your doctor before making any changes to your medications or supplements.
Suicide is a risk for bipolar disorder. Take it seriously.
If you read my article "Treating Bipolar-Mania Naturally", you learned how to treat manic episodes naturally.
Since manic episodes are triggered by elevated levels of Dopamine and Glutamate (an excitatory neurotransmitter that increases the level of activity in the brain), it would seem to follow that depression episodes are caused by deficient levels of those two neurotransmitters.
The goal is to boost Dopamine (and possibly Serotonin) which is typically deficient during bipolar-depression episodes. There is really never a time that you would want to boost Glutamate.
Dopamine gives the brain energy, motivation, a switched on feeling and excitement about new ideas.
The amino acids that boost Dopamine are Tyrosine and Phenylalanine.
Peter Smith, a Naturopath in the UK recommends the following to boost Dopamine. Take special note of "OR" and "AND".
Tyrosine 800-1500 mg (up to 5000 with severe depression or addiction) on an empty stomach in the morning.
L-phenylalanine 1000-1500 mg on an empty stomach in the morning.
Vitamin B6 50-150 mg (keep the total B6 less than 250 mg/day unless you have Pyroluria).
Rhodiola 500 mg (3% standardized) 1-3 times per day. Rhodiola is an adaptogen herb, meaning it can can help your body adapt to physical, chemical, and environmental stress. Rhodiola has the ability to help balance the stress hormone, cortisol and relieve depression by boosting receptors for Dopamine and Serotonin.
Omega-3 Fatty Acids—Dr. James Lake reports that Omega-3 fatty acids DHA (docosahexaenoic acid) and EPA (eicosapentaenoic acid) are more effective with bipolar-depression than with mania. These can be obtained from fish oil.
NAC (N-acetylcysteine)–an amino acid with strong antioxidant properties that has been used to treat a range of inflammatory disorders. Emerging findings suggest that NAC may reduce symptoms of depressed mood but not mania.
Phosphatidylcholine–Choline is a necessary precursor for synthesis of acetylcholine. Abnormally low levels of acetylcholine may underlie some cases of mania. Findings of a small controlled trial suggest that phosphatidylcholine (15 to 30 g/d) may reduce the severity of mania and depressed mood in bipolar patients, reports Dr. James Lake in the Psychiatric Times.
Folic acid–Abnormally low levels of Folate (Vitamin B9) are also associated with mania. Methylated Folate, preferred over Folic Acid due to the high numbers of people who have the MTHFR gene mutation, increases the effectiveness of lithium.
Lithium Orotate–low-dose nutritional lithium is effective for bipolar-depression as well as mania. See my discussion of lithium in "Treating Bipolar-Mania Naturally". Lithium is a stable part of bipolar disorder treatment for both mania and depression.
Inositol (Vitamin B8)–comes in a powder form that can be mixed with water or juice. Inositol is effective for Bipolar-depression and OCD (Obsessive Compulsive Disorder).
Which is best, Tyrosine or Phenylalanine?
That is up to you to figure out for yourself. For some, Phenylalanine causes racing thoughts, whereas for others Tyrosine has no effect on their depression.
Which form of Phenylalanine is best, the D-, L- or DL- versions?
L-phenylalanine is the common form that occurs in protein foods and is the form used as a standard building block for manufacturing proteins, hormones and neurotransmitters.
D-phenylalanine (DPA) is a synthetic manufactured form of Phenylalanine and very uncommon in nature, however it may be the best form for some people to increase Dopamine because it boosts PEA (Phenylethylamine).
DL-phenylalanine is a combination of the two. If you find that this form makes you jittery, switch to the D- formula.
When should Tyrosine or Phenylalanine be taken?
Both Tyrosine and Phenylalanine can be stimulating, so it is best to take them in the morning. Always take amino acids on an empty stomach.
Are there any Side Effects or Cautions?
Monitor your blood pressure if you have Hypertension.
Do not combine with MAOI or tricyclic antidepressants.
Do not take if you have been diagnosed with Schizophrenia, an overactive thyroid/Grave's disease, or malignant Melanoma.
Consult your doctor if pregnant or nursing.
Do not take Phenylalanine if you have PKU (phenylketonuria).
Boosting Dopamine may induce mania in bipolar people.
Increasing Dopamine can give so much raw energy to the brain it can cause a surge in motivation before it relieves the pain of depression. This may temporarily actually increase the risk of suicide. This is a common phenomena with antidepressant drugs also.
If you overdo it, taking too much Tyrosine or Phenylalanine everyday you can become 'wired' then crash like overdoing coffee.
How much Tyrosine or Phenylalanine should I take?
Neurotransmitters seem to 'pool' or accumulate in the brain. So if the first day you take Tyrosine or Phenylalanine, you get a strong effect you should probably cut back the dosage the next day because your Dopamine levels will still be elevated from the previous dose.
For example if you take 1500 mg on the first day and feel you have more energy, motivation and less depression you should probably take 1000 mg the following days.
Bright Light Therapy (BLT) is a therapeutic treatment for depression of all types.
Blue light is prevalent in outdoor light, so your body absorbs the most during the summer and much less in the winter.
Blue light appears to play a key role in your brain's ability to process emotions, and its results suggest that spending more time in blue-enriched light could help prevent and/or treat SAD (Seasonal Affective Disorder) and depression, says Dr Mercola.
Keep in mind however that blue light at night should be avoided, as it can impair your sleep.
Getting outside in the sun for at least 30 minutes in the morning hours or even sitting in a sunny window can improve depression.
If the weather is not conducive or you cannot get outside, purchase a blue-light emitter like this one.
Use it for 15 minutes twice a day during the daytime. The blue light has been found to be particularly beneficial for boosting your mood.
Far and away, regular exercise is the best treatment for depression.
Doesn't have to be intense and it doesn't have to be a lot.
In fact, just one hour per week has been shown to significantly reduce depression.
While exercising multiple times per week is best and elevating your heart rate is also a benefit, simply getting some exercise each week can make a difference.


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'The Frankenstein Chronicles' Looks Creepy AF So Get This Date In Your Diary ASAP
By Louise McCreesh
Those still mourning the beheading of Ned Stark on Game of Thrones will be thrilled to discover actor Sean Bean has resurrected his penchant for playing dashingly handsome protagonists in the form of ITV's new period/fantasy/detective drama The Frankenstein Chronicles. I know, sounds exciting, right? So, when does The Frankenstein Chronicles start on ITV?
First, let me give you the lowdown on what the new series is all about. The Frankenstein Chronicles is a television series that originally aired on ITV Encore in 2015, starring Bean as Inspector John Marlott, a police detective in 1827 London, tasked with investigating a body made of different corpses when it turns up on the beach. And that's just the tip of the iceberg when it comes to how creepy this show gets. Interested? Well, if you did miss The Frankenstein Chronicles the first time around, the good news if that you can catch up when it makes its terrestrial television debut this summer.
Fans of Sean Bean, creepy dramas, or indeed, the works of horror pioneer Mary Shelley, can be rest assured you won't have long to wait until you can catch up with The Frankenstein Chronicles, Series One. Indeed, ITV has confirmed to me that The Frankenstein Chronicles will premiere on the terrestrial channel in mid-July, with an exact airdate to be confirmed next week. So, with that mystery solved, what else is there to know about The Frankenstein Chronicles? And, what about the series is compelling enough to get you to invest time in yet another TV show?
Well — as aforementioned — I seriously doubt you've watched a hybrid series that presents itself as part police procedural, part gothic thriller, and part period drama before. Arguably, you could say this is also true of Netflix and TNT's The Alienist — but I can assure you there's no aspiring Frankenstein's troubling Dakota Fanning, Daniel Bruhl, and Luke Evans in 19th Century New York.
Indeed, executive producer Tracey Scoffield sums up The Frankenstein Chronicles's unique and pretty original genre-blend in an ITV press release sent to Bustle.
"The pitch of our story is the idea of relocating a Victor Frankenstein type and his crazed activities to London, and telling the events from the point of view of a police investigator. We have set our story in 1827, a time when all the social issues which interested Mary Shelley in her writing were coursing through English society — concerns about lawlessness, the new science versus religious faith, body snatching and the anatomisation of the dead. Mary Shelley incorporated all of these themes into her book, which is why it's very exciting putting it in the London in which she lived. It gives us a new perspective on her book I think."
She added: "For an audience, it's a kind of genre piece because it's about a detective and it's a procedural investigation. But it's an investigation into the supernatural, which is what makes it rather more charged and much more like Mary Shelley's gothic book."
What else do you need to know about The Frankenstein Chronicles? Well, I doubt telling you about the rest of its top notch British cast will put you off at least sampling the premiere episode.
As well as scoring Bean for its lead, The Frankenstein Chronicles boasts a seriously impressive supporting cast which includes former The Crown actress Vanessa Kirby, as well as Billie Piper's ex-husband and new Victoria star, Laurence Fox. The series will also have its very own Mary Shelley in the form of actress, Anna Maxwell Martin (The Bletchley Circle). "She's really strong, powerful; so bright, fiercely intelligent and yes, perhaps there aren't enough of those parts. [Shelley] was pretty cool," Martin explained in the ITV press release. "And to write that book, it's phenomenal to think she wrote that book at that time."
The ensemble cast is also filled with some pretty big names; with Da Vinci's Demons star Elliot Cowan, Game of Thrones actors Kate Dickie, and Patrick Fitzsymons — as well as Plebs star, Ryan Sampson — all making an appearance. Thus, I will definitely be investing in The Frankenstein Chronicles when it airs on ITV next month.
Now, who's with me?
The Frankenstein Chronicles will air on ITV mid-July.


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BLUEPRINT DANCE COMPANY TO PREMIERE IN DAVIS
Blueprint Dance Company presents its first evening-length concert in Davis, at the Veterans' Memorial Theater. This will be Blueprint's third concert and will feature new and repertory works. The performances will run August 16-18, 2007, with shows at 8:00 pm on all of the days and a 2:00 pm matinee on the 18th.
Blueprint Dance Company premiered in August 2003 at the 24th Street Theater in Sacramento. The Sacramento Bee called the premiere "warm, witty and accessible," and a "promising debut."
Blueprint Dance Company was the recipient of a 2003-2004 ArtScapes Award from the Sacramento Metropolitan Arts Commission.
Company members include Sonja Brodt, Robin Carlson, Courtney Siperstein Cook, Cathy Dean, Cassie Hilder, Jean Larock, and Kimberly Baxter Mittra, all of whom have extensive experience in performing and choreographing dance. Blueprint Dance Company is a collaborative project that enables all of its members to create and perform dances.
Many members of the company have strong ties to Davis, the city in which they grew up and/or currently live.
Tickets are $15 for general admission and $11 for students, seniors and children. The Veterans' Memorial Theater is located at 203 E. 14th Street in Davis.
For more information or to reserve tickets, please call (213) 590-3558 or visit www.blueprintdance.org.
NOTE TO MEDIA:
Company members are available for interview. Previews of works in progress can be scheduled in July and early August.
Photographs are available on request. Media photographers are also welcome to attend a rehearsal.
[email] info@blueprintdance.org


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Miami Herald brings on AI to cover real estate sales
Report: Blurbs reporting local deals are posted at an inhuman pace
Miami Weekend Edition /
Miami's real estate market is being covered by artificial intelligence. (iStock)
The Miami Herald's newest real estate reporter is pounding out copy at a robotic pace — mainly because it is, well, a machine.
The Miami New Times reported this week that its Pulitzer-prize-winning competitor has enlisted the help of artificial intelligence — known as Miami Herald Bot — to take on the up-until-this-point very human job of covering the city's booming real estate market.
Since mid-October, just after real estate reporter Rene Rodriquez's final byline appeared, the bot has been informing readers of big deals going down across the region, posting more than 50 stories.
And some come in at speeds that are inhuman — shortly after its first article appeared on October 15, a second and third story were posted at the same time just two minutes later, according to the publication.
Each story contains basic information about the sale, including price, square footage, address, and date of sale, and are slapped together in a template featuring bullet points revealing other recent nearby sales.
The stories have a very technical note at the bottom explaining their digital derivation, while pointing out the stories aren't completely created by a microchip that thinks in zeros and ones.
"This article was generated by the Miami Herald Bot, artificial intelligence software that analyzes structured information from prominent real estate data providers and applies it to templates created by journalists in the newsroom," it states.
The boilerplate text also notes this type of reportage is experimental, and encourages readers to report errors — or bugs — by email.
That's a good idea, because, as the publication points out, the system is far from foolproof. It has already produce head-scratching headlines such as "How much did it cost to by a home in Miami-Dade County, FL in the past week," and has also misreported the names of neighborhoods in which sales went down.
[Miami New Times] — Vince DiMiceli
Contact Vince DiMiceli
city of miamiMiami
South Florida's industrial squeeze has brokers sounding alarms
Powerboat racer sells Belle Meade mansion for neighborhood record of $13M
Chicago firm plans apartments, commercial complex on Edgewater OZ site
Here are South Florida's biggest office leases of 2021
Related Group, Merrimac JV plans Miami Worldcenter project, pays $12M for site
Here are South Florida's largest multifamily sales of 2021
As rent explodes nationally, Miami tops the charts
Lease roundup: Barry's ditches LA for Miami, law firm to move to Mizner Park


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Joseph de Bray (overleden Haarlem, 16 mei 1664) was een Nederlands kunstschilder en tekenaar uit de periode van de Gouden Eeuw. Zijn geboorteplaats en -datum zijn niet met zekerheid bekend. Het RKD vermeldt Haarlem als zijn waarschijnlijke geboorteplaats en stelt zijn geboortejaar op grond van bronnen vast tussen 1628 en 1634.

De Bray werd geboren in een kunstenaarsgezin. Zijn vader en leermeester was Salomon de Bray, zijn broers waren Jan, Jacob en Dirck de Bray. Hun zuster Cornelia de Bray trouwde in 1648 met de schilder Jan Lievens.

Evenals zijn broer Jan legde Joseph zich toe op het schilderen van stillevens, met name van bloemen en vis. Er zijn overigens niet veel werken bekend die vooralsnog met volledige zekerheid aan hem kunnen worden toegeschreven.

Tot zijn bekendste werken behoort het hier afgebeelde schilderij Lof van den Pekelharingh. Het toont een in mootjes gesneden haring, beboterd brood, een schaal met boter, uien en een karaf met bier en bijbehorende glazen. Het meest in het oog springend is echter de weergave van een afbeelding van het eveneens met haring en uien omrande gedicht ter ere van de pekelharing.

Het gedicht was van de hand van zijn oom, de dichter, arts en predikant Jacob Westerbaen uit diens bundel Minne-Dichten (in de uitgave van 1633) en zong de lof van de haring, die evenals de kabeljauwvangst stevig bijdroeg aan de welvaart van de Nederlanden in de 17e eeuw. Het gedicht zoals weergegeven op het schilderij eindigt overigens met de enigszins scabreuze tekst: Maeckt dat men ook wel pist / En dat u niet en mist / (Met oorelof) het kacken; / Geen winden laet hij rust / Hij doet de maegh met lust / Naer spijs en drincke snacken.

Een schilderij met dezelfde titel en hetzelfde thema uit 1657 bevat eveneens de tekst van het gedicht, ditmaal weergegeven in een opengeslagen boek en vergezeld van een ander gedicht van dezelfde auteur, getiteld Verhuysinge van Cupido. Dit werk bevindt zich in het Suermondt-Ludwig-Museum in Aken.

Joseph de Bray overleed in 1664 in Haarlem aan de gevolgen van de pest.

Externe links

De tekst van het gedicht

Nederlands kunstschilder
Persoon in de Nederlanden in de 17e eeuw


Life is a Meditation explains the importance of love, how it differs in higher dimensions and how it becomes an important tool as we move forward in life.
Life is a Meditation, A Proven Path for Navigating a Chaotic World, assists the reader in understanding the meaning of 'life is a meditation' and unfolds the easiest spiritual path that one can take.
This book is based on the actual life experiences of the author, Mary Moriarty. The co-authors are Archangels Michael, Raphael, and Gabriel and Sri Yukteswar, Yogananda's guru. The co-authors have given the information to Mary and Archangel Michael oversees all the writings and books.


How important are your clients to you? In a tough economic climate, companies have to work even harder to show their clients why they chose their service. Clients can easily decide to go elsewhere if they don't think they are getting value. So, it's never been more important for you to ensure that your client reports give your clients the KPI information they need in a way they can make decisions from.
To help you create a client report that will impress your clients, this article shows you 4 ways to ensure that your value is communicated effectively, using data visualisation as a useful medium. A great client report will also enforce your relationship with your clients, meaning they'll keep coming back to you.
In many cases, your executive summary is actually more important than the rest of your report. This is because your clients are often pushed for time, and therefore will only read this part. Therefore, your executive summary must not be just a brief overview of the entire document, but something that can stand as a report in its own right. So, how can you use data visualisations to make your executive summaries better?
In each of these points, data visualisations really help! Walls of text aren't a very good idea, as they make skim-reading and searching for information very difficult. Using charts allows you to consolidate a great deal of information into a small space. For example, read this excerpt from an executive summary from an advertising agency.
Now, let's see the exact same information, but in the form of 2 charts.
Which did you understand better? Putting our information into chart form has not only saved space in our summary, but also let your clients directly see what you have achieved (and not have to sift through a wall of text to find it).
Remember, when creating your executive summary, you have to give your clients something they can quickly read and take action from. Data visualisations let clients quickly find what they need, and therefore increase the value of your reports in the eyes of its readers. Above all, keep this part of your report concise.
As client reports will be one of the main ways which your value as an investment will be communicated, you have to ensure that what your client takes away from the report is exactly what you intended. While every report you write for your clients will have a different purpose, you should always reinforce your most important points. A great way to do this is to present the same information in different ways in the same report.
Clients respond most positively when your information is presented in a way which draws their attention. If your report is mostly text based, you'd be surprised at how effective a table or chart can be just to hammer your message home.
In principle, this is similar to what we talked about with the executive summary. Don't use text just to explain the picture; use it to state what your clients need to know, and have the visualisation independently show the same message. This way, your information is less open to misinterpretation.
Even if you bend over backwards and do great work for your clients, you'll be surprised at how little they appreciate all your hard work if you don't communicate what you've done in a way that they understand, and not in lots of jargon. Therefore, my advice is to keep things simple.
Remember, whatever data you have included in your client report only has as much value as readers think it does. Therefore, write your reports with your clients always in mind. Just follow these two tips.
· Always present high-level information first, with more detailed information following on from it to give context if needed.
· Show why the client should know what you've put in your report.
For the second point in particular, explaining to your clients why you've included certain information is much easier to do using data visualisation. Including a chart of this information, or comparing it to information in your executive summary can help your clients see the association between seemingly unrelated data.
4. Present Your Reports in Your Own Style.
Your client report is just as much a product of your business as the service you provide. Therefore, your reports must show not only your professionalism and expertise, but also the relationship which you have with your clients. Take a few minutes to think of your company culture and how you speak with your clients.
Now, translate that rapport to paper. While reports by and large need to be quite formal, you can always find ways to incorporate your culture, whether that's by use of language, or through how you present information visually. Consistency in your presentation creates confidence in your clients and helps you stand out from other companies in your sector.
Show your clients the value you give them with your client reports.
In companies with a B2B business model, the relationship between business and client is essential. Therefore, when a business communicates how service is progressing, clients need to be able to see the value which they are getting, even if this progress is negative.
This article has shown you 4 ways which you can effectively communicate what you're bringing to your clients, both as a service and as people. A great client report allows better decisions to be made, which ultimately lead to better business performance. Useful data combined with easy-to-understand visualisations will help your clients take action effectively.
While creating client reports can be time consuming, dashboard programs such as Target Dashboard can create these reports for you automatically. To see how quick it is to create these reports, why not sign up for a free trial, or log in to your pre-existing trial now!