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Category Archives: Brexit
Brexit, EU labour migration & worker rights: the story so far
Immigration and restricting EU migrant rights to freedom of movement were core issues in the lead up to the referendum vote, yet agreement on the detail of a new UK immigration policy continues to be a way off, leaving employers, workers and their families in limbo. Researchers based in the Centre for Employment Relations Innovation and Change (CERIC) at LUBS working on labour migration, mobility and changing patterns of work, have been working with different interest groups (business, unions and civil society) in a unique way to enhance understanding of how these groups are coping with the uncertain impacts of the Brexit vote. This exploratory research provides insight into the ongoing challenges of trying to anticipate, respond to and shape migration policy for and on behalf of their members in an uncertain context. This blog sets out the background and how the CERIC team's research agenda is being shaped by bringing different interest groups together on this emotive and evolving topic.
Current context
After the BREXIT vote in June 2016, UK and EU negotiators signaled that reaching agreement on the rights of EU and UK citizens already living in another member state was a priority. Yet, it was only on 8th of December 2017 that UK and EU negotiators published a joint report outlining principles on the treatment of EEA nationals in the UK and UK nationals in the EU and on 21st June 2018, that the UK government announced details of the 'settled status[1]' scheme. Campaign groups point to many 'unsettled' questions about this process and the new forms of regulation of EU labour mobility post-Brexit. An immigration bill was announced in January 2017 but was subsequently put on hold until wider Brexit negotiations are progressed. The UK government has indicated EU freedom of movement will end, but migration policy continues to be shaped by the wider negotiations with the EU and ongoing internal political processes and policy analysis. The Home Secretary instructed the Migration Advisory Committee (MAC)[2] to report by September 2018 on the impact of EEA workers on the UK labour market and the Home Affairs Select Committee is undertaking an inquiry into Post-Brexit Migration Policy.[3] Thus, there continues to be both formal and informal spaces for dialogue between different groups of social actors seeking to shape these outcomes.
While these deliberative processes are ongoing, net migration has slowed considerably since the referendum vote. According to the ONS[4], the largest drop in net migration to the UK to occur in decades was experienced in the period June 2016 to June 2017 falling from 336,000 to 230,000: three quarters of this fall was due to the drop in migration from the EU. More recent statistics show that migration from the EU has continued to fall. The ONS reports notes that 'the numbers of EU citizens coming to the UK looking for work decreased by 58,000 over the year to September 2017, particularly driven by the fall in numbers of citizens from EU15 and EU8[5] countries (24,000 and 18,000 respectively). For the latter, this is the lowest number recorded since accession. Recent polls[6] suggest that the UK general public's perception of immigration has softened since the Brexit referendum, yet the ONS migration data are indicative of the material effects felt by workers, and by extension employers, of the ongoing uncertainty of how the UK will regulate EU labour mobility post-Brexit.
Employers, legal advisors, trade unions, civil society and faith groups and local, national and international authorities all have concerns around the implications of Brexit for their various constituents and are variously involved in the political debates noted above. The positions and actions of these different interest groups, therefore, have important implications for the changing socio-economic relationship between the UK and the European Union and for the UK's own social model. Some of these groups seek to be a counterweighing power to social, political and media forces seeking a 'hard' Brexit outcome and stricter regulation of EU labour migration to the UK. These groups are also critical in shaping the environment that affects the everyday experience of those that exercised their right to free movement between the UK and the EU. CERIC's research has been on exploring actions and reactions of these groups within this extraordinary period of uncertainty by asking a set of inter-related questions: How do different social actors imagine the migration landscape post-Brexit? What challenges and consequences of Brexit do they anticipate for labour mobility? How are they formulating policy positions and trying to shape the debate around the new post-Brexit immigration system?
CERIC BREXIT and labour mobility roundtable
By critically exploring the competing visions of what the UK's new social model might look like and bringing together the voices of different interest groups we are generating new data and promoting dialogue as part of our commitment to developing research that is co-produced: giving different stakeholders a voice in shaping the key research questions and design[7]. The framing of these questions aims to not only understand and amplify these diverse voices but also to bring different actors together to discuss complex questions. To realise this aim CERIC researchers have undertaken scoping interviews and both hosting and participating in roundtable events exploring common concerns and areas of difference with respect to the question of labour mobility around four connected and overlapping themes, employment and legal frameworks; social protection; regulating labour mobility and migration policy. For example, in September 2017, CERIC held a roundtable with employer groups including the Chamber of Commerce and Sector Skills bodies, civil society organisations campaigning for the rights of EU citizens in the UK and trade unions. Members of the CERIC team have also participated in roundtable events hosted by other partners including the Chamber of Commerce and regional migrant support networks and undertaken wider interviews with employment lawyers, faith and community organisations. The following summarises the themes emerging from these discussions and we conclude by setting out the implications for our research agenda.
The significance of labour mobility and freedom of movement
The different groups taking part in the research had contrasting positions in advance of the referendum vote. For example, most, but not all, trade unions advocated for 'remain' and were generally in favour of continuation of the free movement of workers. Business organisations took a more neutral stance due, in part, to business members being both 'leave' and 'remain' supporters, reflecting that some sectors such as hospitality, construction and the public sector are much more likely to be adversely affected by restrictions in the movement of EU workers, whereas other parts of their constituency were less likely to employ migrant workers. Unsurprisingly, those campaigning for the rights of EU citizens were in favour of remaining in the EU. Overall there was limited reflection given by employer or worker representatives on the merits or challenges presented by the existing policy of freedom of movement. Much more emphasis was placed on what might come next. There was an acceptance (albeit for some, a very reluctant acceptance) that there will be restrictions placed on future migration from the EU.
The discussion developed more broadly to cover future scenarios for the UK economy informed, in the main, by existing understanding of what had led to pre-Brexit levels of EU worker migration to the UK. These drivers were seen by business and worker representatives as inextricably linked to economic considerations such as UK and EU labour markets, pay and wages, skills supply and demand, levels of employment (and under-employment) and UK trade and investment decisions. Yet, the civil society groups that were campaigning for the rights of EU citizens in the UK reminded us that, while key drivers for migration is often work and employment, there also many social factors that shape labour mobility such as the quest for family re-union or education. In this regard a worrying report by colleagues at the University of Birmingham has been published recently[8], highlighting the legal limbo in which many EU families will find themselves in the field of family re-union. These observations made it problematic to talk about migration policy in isolation and illustrates the need for future migration policy to be developed with reference to wider policy considerations. Rather than re-thinking the regulation of migration in isolation, remarks from the participants reflect that post-Brexit migration policy needs to be developed in the context of wider economic and social considerations. This accords for example with the objectives of the current MAC commission on the employment of EEA workers which seeks to 'aligning the UK immigration system with a modern industrial strategy (p20),' yet many other aspects of related policy also need to be considered in terms the affect worker rights, labour standards, social and welfare rights.
Visions for EU labour migration under different Brexit scenarios
Different visions of future migration policy were expressed by the various stakeholder groups. Employer organisations taking part in the CERIC research were, over-time, less ardently free market oriented than might have been expected. Initial positions stated by employer organisations in the months immediately after the referendum strongly expressed the desire for open migration regimes to meet the needs of employers seeking sourcing both high and lower skilled workers[9]. Over time, the tone expressed by some employer groups had shifted slightly to the acceptance of a migration system that may be more restrictive due to the need to be mindful of 'politically acceptable' outcomes. However, umbrella organisations such as the CBI and Chamber have continued to push government for greater certainty on the rights of their EU workers, on hiring from EU countries during the negotiation period and to avoid overly bureaucratic processes for post-Brexit hires. One employer group, the CITB, were hopeful that a case could be made for special conditions to more easily allow recruitment from the EU to address 'strategically important' skills shortages. Others, such as the British Hospitality Association (BHA) have suggested a sector-based quota system for hospitality, considering that predicted annual recruitment need is over 100,000 people, assuming zero labour turnover amongst British born workers.[10] The likely restrictions associated to the terms of residency for workers under these quota systems need however to be considered as part of the wider social implications that migration reform has on migrants' rights and those of their families.
The TUC and union participants in the CERIC roundtable were more clearly advocating for free movement and for the importance of free trade and the single market as an important mechanism in establishing a 'level playing field' making particular reference to the value of the Social Chapter[11] and its benefits for both 'good' businesses and for workers. Underpinning this position was a common assumption that withdrawal from the EU would lead to employment protections being weakened, threatening a 'race to the bottom' in terms of worker rights and employment practices that also adversely affect those 'good' employers. There have been public assurances from the Government that workers' rights will be maintained and even strengthened but many, including trade unionists, remain skeptical that this will be the case.
The current activity of different interest groups could be grouped into three categories: developing more intelligence on labour mobility issues affecting members; developing support and guidance for constituents and looking to shape the political debate. The employer bodies participating in CERIC discussions were trying to improve data and analysis on the use of migrant labour amongst their membership to help assess the potential impact on the future workforce. They were also developing understanding of the potential for and limitations of employers using alternative strategies to make up for any loss of EU worker recruitment[12] through for example more training and development of indigenous workers or investment in new technologies. Yet the employer groups noted that gaps remained in their understanding of patterns of migrant labour demand or the longer term historical drivers that had shaped labour migration in specific sectors and regions. Many unions and employers were using legal services to keep themselves up to date with the negotiations between the UK and the EU, advising EU migrants among their members on how to apply for permanent residence under the current regulation. For example, the BHA is providing materials to help ensure that workers can exercise their rights to certification of permanent residency where applicable. This work also aims to have a positive effect in terms of boosting goodwill with EU workers towards hospitality sector employers. Trade unions were also directly engaging with EU migrant workers and community networks to provide advice to those concerned about their rights during the transition period.
Influencing the debate
CERIC's initial research involved participants from international, national and regional organisations in order to explore the nature of dialogue at, and between, different levels. At the international level, UK civil society groups have been campaigning to develop alliances with those leading campaigns promoting the interests of UK citizens in Europe and engaging directly with the EU negotiators to stress that EU labour mobility should be an intrinsic part of integration undertaken by the people of Europe themselves rather than a purely economic matter deriving from the rules of the single market. At the national level, all groups are making representations to government through formal and informal channels including to the relevant parliamentary scrutiny committees of DEXEU and Economic Affairs and the Home Office appointed commission on EEA migration being undertaken by the MAC. Regional groups, perhaps inevitably, made reference to the possibility of regional flexibilities in any migration system, notably to meet particularly localised skills needs. This focus is shaped by broader political tensions around the devolution of powers to the UK nations and regions of the UK including the devolution of budgets around skills training and infrastructure. This view was given focus by an early report by the Institute of Public Policy Research which contained six proposed options for the new immigration policy one of which included the suggestion of sub-state solutions to migration policy[13].
Conflicting and Common issues
Our roundtable discussions included some robust (yet cordial) difference of opinion around: visions of future policy and the impact of new migration regulations on employers and citizens. In particular we noticed different understandings of what "regulation" means. Employer bodies associated migration policies with the possible risk of increased bureaucracy, notably at the point of recruitment. In contrast, trade union representatives regarded regulation positively in the form of protections of standards for workers. Unions stressed that proposals requiring workers to have employer sponsors could make migrant workers more dependent upon those employers, limiting their voice. An obvious paradox emerges in that employers were highlighting the cost of compliance and unions the cost of non-compliance or regulation that enables the potential for greater exploitation of workers, thereby lowering labour standards.
In terms of common threads, there were four areas where there was a convergence of views: firstly, the need to assure security for those EU workers already in the UK and their families; secondly, that student numbers should not be included in migration statistics; and, thirdly, that there was need for greater dialogue between different groups of stakeholders to build a better consensus on the way forward, not just toward Brexit, but after the exit date and beyond. Finally, it was also notable that there was a common view amongst stakeholders that investment in local, indigenous, labour was seen as a possible alternative strategy that could mitigate against the need for migrant labour. This runs counter to an alternative perspective: the skills and training of indigenous workers could be seen as positively related to the use of migrant labour. This is a theme that the interim MAC report of March 2018 noted,[14] providing illustrations of how the recruitment of skilled European workers contributed to improved training levels. The final report by MAC on EEA workers, due in September 2018, will look specifically at the impact of the employment of EEA workers on the UK resident population, including the impact on training.
It remains to be seen how UK government and EU negotiators will re-shape labour migration regulation to adequately address the demands of civic, business and labour organisations in the UK while giving regard to the outcome of the referendum vote. This continues to take place within an uncertain and volatile political environment. The early stage research undertaken by CERIC researchers has provided insights into the ongoing challenges and activity of different groups trying to anticipate and shape policy appropriately for and on behalf of their members. Key themes emerged for the future directions for research. This includes the need to improve understanding of the regional and sectoral dimensions of the 'EU workforce', how patterns of migrant employment have developed and the roles that different institutional actors have played in facilitating these trends and finally, how migration policy will evolve in relation to related (socio-) economic policy such as the UK Industrial Strategy.
This requires taking more historical and sociologically informed perspectives to help move the debate forward. A deeper analysis will help different interest groups anticipate the implications of 'hard' and 'soft' BREXIT scenarios. The co-production approach has illustrated the willingness of different parties to strengthen and deepen the level of debate, enhance understanding of different positions and provide opportunities to influence debate at the local, national and international levels. Participants recognised the value of exploring policy proposals through joint analysis of tensions and common ground to help unpack the content of proposed policy develop understanding of potential impacts on the rights and responsibilities of different groups helping to move the debate beyond current political narratives focused primarily on annual immigration targets. CERIC researchers will continue to bring these voices together, highlighting points of tensions as well as commonalities, contributing to the development of research informed public debate and policy that will shape the social model of a post-Brexit Britain that will, whatever the outcome of specific migration policy, to continue to be inextricably linked to that of its European neighbours.
[1] https://www.gov.uk/settled-status-eu-citizens-families/applying-for-settled-status
[2] https://www.gov.uk/government/collections/impact-of-eea-and-non-eea-workers-in-uk-labour-market-responses
[3] https://www.parliament.uk/business/committees/committees-a-z/commons-select/home-affairs-committee/inquiries/parliament-2017/inquiry4/
[4] Office for National statistics. Migration Statistics Quarterly Report: February 2018 Available at: https://www.ons.gov.uk/peoplepopulationandcommunity/populationandmigration/internationalmigration/bulletins/migrationstatisticsquarterlyreport/february2018#fewer-eu-migrants-coming-to-the-uk-for-work
[5] EU15 country members prior to the 2004 enlargement; EU8 those joining in the 2004 enlargement
[6] YouGov Top Issues Trackers (2017-2018); Ipsos-MORI Issues Index (May2018)
[7] For a discussion of co-production in social science research see for example https://www.n8research.org.uk/view/5163/Final-Report-Co-Production-2016-01-20.pdf
[8] https://eurochildren.info/2018/03/28/a-generation-of-children-of-eu-parents-to-be-lost-in-the-intricacies-of-brexit-research-reveals/
[9] http://www.britishchambers.org.uk/policy-maker/policy-reports-and-publications/business-brexit-priorities.html
[10] http://www.bha.org.uk/wordpress/wp-content/uploads/2016/11/BHA-Brexit-Consultation-11116.pdf
[11] https://www.coe.int/en/web/turin-european-social-charter
[12] http://www.britishchambers.org.uk/Business%20Brexit%20Checklist%20BCC.pdf
[13] https://www.ippr.org/research/publications/an-immigration-strategy-for-the-uk
[14] https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/694494/eea-workers-uk-labour-market-interim-update.pdf
Posted in Basic Income, Brexit, Employment Relations, EU, labour market, Redundancy, Skills and Training, Social Protection, The Employment Relationship, Uncategorized, Unemployment, Union Organising, Unions, welfare, Work, Worker's Rights
Why so-called 'Barista Visas' won't help UK Hospitality Workers
Matthew Cole
Home Secretary Amber Rudd has recently introduced the idea of a so-called 'barista visa', undoubtedly to militate against the potentially disastrous effects of Brexit for UK businesses. The proposal was suggested by Lord Green, chairman of the right-wing think tank Migration Watch UK, who claimed it would, "kill two birds with one stone" by meeting employer needs while "maintaining links with the EU". By links, he must have meant links to a highly exploitable workforce with no rights. The 'barista visa' would allow young European citizens to migrate to the UK and work in the hospitality industry for up to 2 years; however, it would deny them access to benefits, schooling, housing or any possibility of extending their stay. The proposed visa would be modelled on the Tier 5 (youth mobility scheme) visa, which currently allows 18-to-30-year-olds with at least £1,890 in savings from non-E.U. countries such as Australia, Canada, New Zealand, South Korea, and Taiwan to work in the U.K. for up to 24 months. Despite the government's optimism, the 'barista visa' would not only fail to offer adequate solutions to Brexit, it would exacerbate issues in the industry for both employer and employees.
The hospitality industry (including hotels, bars, cafes and restaurants) makes a significant contribution to the UK economy. The industry added an estimated £57 billion to the economy in 2014, roughly 4% of GDP and it employs around 3 million people in the UK. Since 2011, it has grown by 13%, more than double the employment growth of the economy overall. Yet in the context of this dramatic growth, working conditions remain poor. Average gross earnings for full-time workers in the hotel industry are the lowest in the UK and the industry has the highest incidence of low-paid workers. Added to this is its dubious status as one of the least unionised sector of the economy.
Today, the hospitality industry is experiencing increasing instability and pressure as a result of Brexit. Britain leaving the EU will no doubt have serious and lasting impacts on the UK labour market and workers rights. According to the ONS, E.U. nationals make up 7% (2.2 million) of Britain's total labour market of 30.3 million. However, some industries will be more affected than others and the hospitality – with over 60,000 workers per annum working in this sector – is likely to be one of those feeling the impact of the referendum result. A report by KPMG indicates that hospitality is the largest business sector employer of EU nationals as a proportion of total workforce. Hotels and restaurants employ the highest percentage of EU migrants with certain roles such as waiters and waitresses (75.3% EU nationals), housekeeping staff and chefs representing a particularly high portion of migrants. Based on current projections, the absence of an annual inflow of new EU migrants into the hospitality industry each year would generate a significant recruitment gap, which would increase over time.
Despite it's moniker the 'barista visa' scheme would fail from a business standpoint .The two-year limit alone is reason enough to anticipate this, since it forecloses incentives for training and retaining workers in an industry that is experiencing serious problems with skill shortages and turnover. According to People 1st, turnover in the hospitality industry is estimated at 20 per cent, while the KPMG survey of BHA members puts the estimate even higher, at 50.2 per cent. This costs the industry approximately £274 million annually. The Financial Times, reported that the 'barista visa' would also be open to other sectors that are heavily reliant on low-wage migrant labour, such as social care, agriculture, and construction. While the numbers of migrants for each industry will be restricted with an overall cap, there is no guarantee that there would be enough EU migrants who meet the proposed criteria and aim to work in hospitality. Last year, The Times reported that only 40,000 people applied on the existing Tier 5 youth mobility scheme for all industries. This is 20,000 less than the number of EU migrants who gained employment in the hospitality industry alone. Given the strict criteria of the 'barista visa' and the fact that the hospitality industry is expanding rapidly the number of EU migrants is likely to fall woefully short of the needs of employers. Combine this with low wages and the rising anti-migrant rhetoric of mainstream political parties and the situation looks dire indeed.
To attempt to lessen the impact of Brexit, BHA members have petitioned the government to retain EU workers and openness for tourism. They recognise how important migrant labour is for their businesses even if they have not necessarily recognised the rights and economic rights of migrants as a whole. The BHA's focus on the business case for hospitality ignores the concerns of most of its labour force. Historically, they have opposed legislation designed to protect workers' interests such as the minimum wage legislation in 1999 and tips legislation in 2009. They have also avoided addressing criticisms from trade unionists about issues in the industry. Last year, Unite regional officer Dave Turnbull offered a different explanation of why the industry cannot recruit and retain the type of workers it needs. He cited a fundamentally "flawed, low cost and exploitative business model" in an industry where "low pay, insecure working, exploitation and institutionalised bullying are rife"[1]. The 'barista visa' will only exacerbate these problems. It would further entrench divisions in the labour market and further undermine the collective rights of workers. The scheme denies migrants a social safety net and offers no chance to progress in a career or build a life in the U.K. long-term.
The 'barista visa' also fails from a worker's perspective. Labour Force data shows EU nationals are already concentrated in low-paid and lower-level occupations, especially in the hospitality industry. As of 2016, less than 1% of EU nationals in the hospitality industry were employed in the 'higher managerial and professional' occupation grouping. The current state of UK labour law weaves issues of migrant rights into the employment relationship, leaving open the potential for employers to terminate their contract which could effectively leave them exposed to deportation. The 'barista visa' ultimately will keep EU migrants in a legally subordinate position to nationals, exacerbating the 'migrant division of labour'[2] and further undermining all working conditions. The further precarisation of migrant labourers in the hospitality industry will at best allow business owners to continue exploitative practices and at worst, further divide workers.
[1] Unite, 2016. Unite in direct plea to London mayor to tackle exploitative work practices in London's hotel industry. Press Release. http://www.unitetheunion.org/news/unite-in-direct-plea-to-london-mayor-to-tackle-exploitative-work-practices-in-londons-hotel-industry/
Posted in Brexit, EU, Hospitality, Worker's Rights
Brexit and worker's rights: should workers and trade unions be concerned?
Dr Liz Oliver
Brexit creates uncertainty for important employment rights. Very many of the employment rights that have come to be expected as part of an employment relationship in the UK derive from EU law. Should the UK no longer be obliged to maintain these as part of its obligations under whatever relationship it has to the EU, then their future becomes much less certain. Could, on the other hand, Brexit create an opportunity for employment rights? An opportunity to re-think the way that employment law and other forms of regulation (such as collective bargaining) work together in a way that suits the economy in UK and responds to the national and global challenges that workers face? The answer to that question very much depends on the opportunity for an open and informed democratic debate. Whilst the Government is making assurances about protecting the workers' rights, the mechanism by which it is doing this – 'a Great Repeal Bill' – potentially contains a back door through which such provisions could be readily amended or repealed without the full scrutiny of Parliament. Unfortunately therefore both workers and trade unions are right to be concerned.
The impact of EU law on employment in the UK reaches far and wide, encompassing equality legislation; pregnancy; maternity and parental leave; paid holiday; employee rights in the context of insolvency; collective consultation in the context of redundancy to name but a few areas. Others have mapped this in great detail.
The impact of Brexit on this body of workers' rights depends on two main contingencies;
the nature of the future relationship with the EU and
the political climate with regard to employment regulation at national level
It seems unlikely that the UK's future relationship with the EU will entail obligations in the area of employment and other social law but much remains to be seen. As details of the Prime Minister's negotiating strategy emerge in particular the intention to leave the single market and customs union and not to contemplate existing models such as 'the Norway option' which would entail continued membership of the European Economic Area. It becomes clearer that the overriding goal is for the UK's future relationship with the EU to entail minimal to non-existent obligations. Nevertheless much remains to be seen. The Prime Minister's speech and the subsequent white paper set out her unilateral intentions ahead of the negotiation with the other Member States of the EU. As such, it is aspirational and projects an intention for Theresa May to have her cake and eat it too. Any concessions around key objectives such as the "greatest possible access" to the single market and "tariff-free trade with Europe and cross-border trade there to be as frictionless as possible" will come with considerable strings attached.
In terms of the political climate with regard to employment regulation, the picture here is mixed. The current Government has not taken the overtly deregulatory stance of the Coalition Government or previous Conservative Government and the Prime Minister and her government have made assurances about protecting workers rights. Nevertheless concrete legal steps to ensure that current standards are maintained are lacking. Of particular significance is the distribution of power between the Executive (Government) and Parliament in decision making in the area of employment law. This important matter will shape extent to which matters of employment law will be opened up to democratic debate.
To what extent will worker's rights be protected and maintained through the Brexit process and beyond?
The EU law that is relevant to employment takes different forms and takes effect at national level in different ways. Whilst some employment law derived from the EU can be found in Acts of Parliament (primary law) other provisions have been transposed using secondary legislation based on the European Communities Act 1972 and others still take effect automatically because they are directly applicable (The European Communities Act 1972 allows such provisions to have effect without further enactment).
Brexit poses two types of issues 1) technical issues about the form and function of different provisions and 2) issues of substance about what role employment law should take within the UK. As the discussion below will show. The two issues interrelate.
Following the referendum result some called for a repeal of the European Communities Act 1972 (in order to 'undo' EU law), but it was clear that that position would be unworkable. The Prime Minister has instead announced a bridging mechanism in the form of a 'Great Repeal Bill' which will repeal the European Communities Act 1972 and transpose existing EU law into national law. The Government's white paper on the UK's exit from the EU contains assurances about worker's rights:
"The Great Repeal Bill will maintain the protections and standards that benefit workers. Moreover, this Government has committed not only to safeguard the rights of workers set out in European legislation, but to enhance them"
On the one hand this looks like a sensible idea. It maintains legal certainly and potentially opens up a space to review what provisions to keep and whether or how to change or remove them. But an important question is who gets to make these decisions. Will it be Parliament or will it be the Government?
Constitutional lawyers have identified the proposed use of enabling provisions within Great Repeal Bill as a stumbling block to achieving enhanced Parliamentary sovereignty. The Department for Exiting the European Union's announcement states "The Repeal Bill will include powers for ministers to make some changes by secondary legislation, giving the Government the flexibility to take account of the negotiations with the EU as they proceed." Such enabling provisions may give ministers the power to amend or repeal former EU law based on the Great Repeal Act using 'light touch' secondary legislation. Of particular concern are so called 'Henry VIII' clauses which would allow for the repeal of primary law without further Parliamentary scrutiny, these could open up employment law that is already enacted by Acts of Parliament to amendment or repeal. It raises concerns that the 'back door' is left open for the Government to make significant changes to employment law without full debate or scrutiny. The scope and exercise of such powers will delineate the potential for Parliamentary (democratic) debate about what employment standards are expected by workers and employers within the UK.
The size and shape of the 'back door' is yet to be seen but talking about assurances that the Government has given on worker's rights one legal expert notes
"There's a definite "fox in charge of the henhouse" vibe here – quite literally so, if we remind ourselves of cabinet minister Liam Fox's attitude to EU employment regulation".
Workers and trade unions are right to be concerned and to seek legal mechanisms to guarantee employment rights.
Attempts to assure worker's rights
Labour MP Melanie Onn introduced a private members Bill 'The Workers' Rights (Maintenance of EU Standards) Bill' as an attempt to ensure that the current legal regime remains in place, however this was 'talked out' of Parliament on Friday (13th January).
Several amendments to the 'Article 50 Bill' (European Union (Notification of Withdrawal) Bill 2016-17) seeking to protect employment law were tabled. These took different forms, some sought to ensure that the Prime Minister have regard to the public interest in existing social rights and others sought to ensure that current provisions are maintained and that Parliament has full scrutiny of any proposed changes to primary and secondary law. None of these amendments have held.
Whilst some have argued that the removal of key employment protections that derive from EU law would be 'politically unthinkable' others argue that it would be 'naïve' to assume that any of the rights derived from EU law would be immune from repeal. It is my view is that a government with a deregulatory agenda can make important changes to employment law that are far reaching yet subtle, even where whole-sale deregulation would be politically unworkable (see previous blog post). The use of Henry VIII clauses within the proposed 'Great Repeal Act' could facilitate far-reaching changes without commensurate democratic debate. Employment law is complicated stuff, nothing short of a full and open democratic debate can support its appropriate reform. The Brexit domain is a million miles from this.
Posted in Brexit, Employment Relations, Unions, Worker's Rights
Tagged Brexit, CERIC, Employment Law, Employment Relations, Liz Oliver, Unions, Worker's Rights


Radiation Therapy Programs – Tips To Find The Best Schools - Education Is The Key!
Now that you have decided to move towards a new career in this amazing field, the next step is evaluating the best available radiation therapy programs.
The school you ultimately choose, may be near you or in another state; either way, rest assured, graduating will be worth the sacrifices, time, energy and money. Once you're qualified as a Radiation Therapist, you will end up with more than a mundane job, you will end up in a worthwhile career.
In terms of options, there exists both two and four-year degree programs. Duly note; if you opt to acquire an Associate's Degree as opposed to a Bachelor's Degree, you're putting yourself at a great disadvantage. Graduates in 4-year programs are viewed upon as much better candidates than those who successfully complete a 2-year program. In demanding careers of this nature, generally speaking, this is always the rule. That stated, what critical areas should you look for in a school? Below are some of the key factors to help you make an informed decision.
One of the first things you should check for, is the school's accreditation; never assume a school is accredited. Diploma mills are all the rage these days. These schools appear to be legitimate, but they only offer pipe dreams. You should never, under any circumstances, attend a school that does not have peer review recognized and verifiable accreditation.
Although there is no all-inclusive ranking system for universities and colleges, there are various reports such as the annual U.S. News & World Report, as well as Money's Best Colleges Report. Check to see if the schools you are interested are ranked. Perform your due diligence. Know what others are saying about the schools you are considering.
A bad omen for any school is a low retention rate. Typically, these schools are great at recruiting and enrolling students, but, bad awful at educating them. At some point, their students either transfer to better schools or drop out altogether.
In addition to the low retention rate, what is their graduation rate? If you are dealing with an underachieving school versus a good school, their graduation rate will be dismal. In a healthy learning environment, a school will have a high graduation rate. Consequently, in an unhealthy learning environment, a school will have a low graduation rate.
What percentage of these students are finding employment after graduation? How long is it taking them? Are they finding work in the field of their degree and certification? Be wary of schools that graduate students who cannot find employment in the field of their education.
What are the current and former students alleging about their school? In this day of social media, Facebook, Twitter, Reddit, SnapChat, Instagram, Investigative news, Rip Off Report, etc., people are letting their opinions be known. When current and former students express critical issues concerning a school, do not ignore those red flags.
Virginia Western Community College: In terms of radiation therapy programs, this college has an incredibly high pass rate of 93% when it comes to ARRT certification. The Radiation Oncology degree that this college offers allows you to prepare for your future career with the best instructors. Per the school, 80% of their graduates are employed within six months of completing the program. The Virginia Western Community College could be a great option for you, even if you don't live nearby.
University of North Carolina – Chapel Hill: This university has been named as one of the top 30 universities, and is also the second best university when it comes to preparing for careers in healthcare. Therefore, it's definitely a good idea to study towards your degree in here. They offer a 12-month Radiation Therapy program, which gives you all the qualifications you need to get certified by ARRT upon completion of their schooling. Chapel Hill says 75% of their graduates are employed within 6 months of completing their degree.
University of Vermont: This university is in the top 30 Primary Care schools. Cost wise, students pay around $15,000 annually. This means it is one of the least expensive options you will likely find. Their job placement rate is 94%. The University of Vermont is one of the most promising options you could choose. They offer a great radiation therapy program, and the environment of the school breeds success.
Oregon Health & Science University: Oregon is a beautiful part of the country. The air is pristine and the landscape is breathtaking. But, those attributes are not what makes this university is one of the best you can when it comes to Radiation Therapy. What makes them one of the top schools is that they feature an 89% completion rate, a 98% exam pass rate and a 95% employment rate! If you are wanting the best education possible for your future career, take a thorough look at Oregon Health & Science University. If you are wondering, their student ratio is 85% female to 15% male.
Once you've whittled down on the various radiation therapy programs, you should complete the application processes immediately! Schools fill up quickly, so it's best to apply as early as you can, otherwise you might be forced to wait until the next enrollment cycle.


Sleek strands furnish us with the privilege to try out the most complex and sculpted hair styles from the market. The straight medium haircut ideas below are only some of the most dapper alternatives to own the hottest looks of the season and set the super-healthy texture and volume of our locks into the spotlight. Complete the do with the best hair part for a feminine and hot finish.
Sleek hair has the ability to emphasize the perfectly polished and complex structure of a refined haircut.Therefore those who would like to enhance their cute locks with an A-list accessory should definitely take a tour and skim through the chic straight medium hair style below for some inspiration. Choose from the classy Bob haircut, bangs styles as well as layered dos with luxe volume as well as fine dimensions. Midi haircuts launched a real craze also among celebrities who are fond of the super-shine and glamorous effect of the sleek and softened dos. Play up the crown volume or keep the locks tamed eitehr way the result will be at least said tress-tatic.
The inifnite Bob designs furnish everyone with the chance to sport a strong statement cut. Pick the best style from the blunt, inverted as well as soft and graduated looks. These all strenghtened their reputation earning the title for one of the mosty sought-after hair style of the decade and also the century. You wouldn't think how it can change your appearance and perk up the volume of your hair on the spot. Ask the help of a pro hair stylist to grant you with a super-sleek and baby-fine Bob haircut kept uniform or completed with an additional uber-pop bangs style. Keepyour cut in its best shape with the proper hair styling formulas as well as tools. Stay up-to-date with the latest inventions and hair dressing tendencies for a lush and girlie crop.
In the past uniform haircut might have lived their heyday.However it seems that layered dos and more the ones that are crowned with additional accessories as bangs would cheer up your look setting the perfect example of a worth-admiring and mod do. Ovall layers matched with stylish blunt or wispy bangs would make up the perfect recipe to embrace your inner fashionista. Sassy and super-polished locks would further emphasize the well-defined stuctured of layered cut as well as the fab texture of the bangs. Choose some of the eyelash-grazing bangs that would set the perfect aura for a mysterious and feminine do. A similar of-the-moment look has the power to boost your confidence to feel good in your skin and pleased with the appearance of your locks.
Pro hair gurus claim that the ultimate solution to preserve the versatile look of your locks is to spread a few asymmetrical layers all over the strands.The uneven length is one of the main remedies to fight monotony, and more sleek hair is the best hot for these haircut as the texture would be perfect to flash the fab structure. If you would like to enjoy the pelasure of sporting sleek strands ion spite of your natural curly or wavy hair,make sure you use a high quality flat iron or natural hair straightening solutions for sleek and luxe tresses. Though the weather might not be always on your side the perfect haircut will still preserve its unique features in spite of the tiny waves.


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Mercedes-Benz donates CPAP devices to public hospitals in South Africa
by womenonwheels
Mercedes-Benz South Africa has proudly announced its donation of 1000 lifesaving Continuous Positive Airway Pressure (CPAP) breathing devices to support the Department of Health's response to the Covid-19 pandemic.
The Eastern Cape Department of Health received 500 devices in October last year. Another 500 devices are being donated to the National Department of Health to distribute them to seven other provinces that are in need of it.
Andreas Engling, CEO of MBSA and Executive Director Manufacturing said: "The provision of the CPAP respirator devices is timely. These devices will support and better equip public hospitals and patients to deal with potential future surges of COVID-19. During the pandemic, a priority for Mercedes-Benz South Africa has been the preservation of the health and safety of our employees and the communities in which we operate. As a socially responsive corporate citizen, the donation of the lifesaving medical devices demonstrates our determination to work with all social partners to combat COVID-19 in South Africa."
The CPAP devices were originally re-engineered by a project team of engineers from Mercedes-AMG High-Performance Powertrains, University College London and clinicians from University College London Hospital.
The UCL team created the design and manufacturing data of the CPAP device available to download free of charge in supporting the global response to COVID-19. The device has been proven to assist corona patients that have difficulty breathing to keep them out of the intensive care unit and reduce the danger to public health facilities.
The CPAP also keeps a constant, steady pressure going to keep the lungs expanded. Hospital data has indicated that 50% of patients given the device has not had the need for invasive mechanical ventilation.
Mercedes-Benz South Africa then decided that the UCL-Ventura CPAP respirator could support the health system in South Africa. To ensure fast manufacturing of the devices, Mercedes-AMG HPP repurposed its technology centre and reprogrammed machinery to produce 10 000 CPAP devices.
Required training on how to use the CPAP respiratory devices will be provided to all healthcare front line staff in national, provincial tertiary, regional and district hospitals across the Eastern Cape, Gauteng, Free State, KwaZulu-Natal, Mpumalanga, Northern Cape, Limpopo and North West.
For more information on Mercedes-Benz South Africa's other COVID-19 response efforts, click here.
Picture: Motorpress

redpajama_set_name: RedPajamaCommonCrawl


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Graveyard Masonry
"I do not think altogether the worse of a book for having survived the author a generation or two. I have more confidence in the dead than the living." — Hazlitt
A Few Crude Needs, Wants, and Desires
Joseph Wood Krutch, Human Nature and the Human Condition (New York: Random House, 1959), pp. 108-10:
[S]ince the mid-nineteenth century, more and more fiction in all its forms has become more and more subservient to scientific, sociological, and psychological theories; the writer seems less anxious to have us recognize ourselves than to make sure that what he writes could be taken to illustrate some scientific or sociological thesis he has accepted. At least from the time of George Eliot onward, many of the most important novelists tended to assume that fiction should illustrate "laws." Zola's endlessly reiterated thesis is that heredity and environment determine the character and the conduct of his characters, who are thus predictable products which circumstance has produced. Theodore Dreiser's An American Tragedy is another extreme example in which the hero is presented as in no sense a moral agent but again as only what he cannot help but be. Even where the thesis is less explicit, the tendency is very often to stress, not the individuality of the characters, but the extent to which they illustrate the "plight of the worker," the "limitations of the bourgeois mentality" or the "psychology of the postwar generation."
Thus literature has come to be a less and less effective corrective while the sociology upon which it leans so heavily becomes more and more drab as it more and more insolently disregards the intangibles and reduces human nature to the few crude needs, wants, and desires which it can recognize and measure.
It cannot, so it seems, give any account of either man or human life which does not leave out nearly everything which makes living interesting, enjoyable or significant. Though the Sociological Man is not quite so simple as that Economic Man who is nothing except producer and consumer, he is less likely to be recognized as a mere abstraction. If he is more than merely producer and consumer he is nevertheless motivated only by "needs," subject only to "pressures," desirous only of such unexalted goods as "security" and "status."
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An Unwholesome State of Mind
How Long It Takes
Our Personal Connection to What is Wrong
The Folio Volumes of Life
Writing From One's Own Mind
Hopelessly Unremunerative
In Praise of Scribes
The Mediocre Man
Absolute Rot
Engaged Isolation
What Should One Think of Humanity?
The Depth of My Ambition
The Memoirs of Sherlock Holmes
Not Well Employed
Only in Looking Back
The Desire for Useless Things
Push an Acorn Into the Ground


Three 20-minute electronic pieces, designed for meditation, focused on enhancing sexuality employing the Solfeggio frequencies.
"Dreams without Punctuation, Vol. 3: Kama (Sexuality)"
Three 20-minute electronic pieces designed for meditation, focusing on enhancing sexuality, employing the Solfeggio frequencies.
As with Volume Two in the Dreams series, Volume Three, Kama (Sexuality), uses the Solfeggio Frequencies, with the emphasis on gender, sexuality, heart and circulation, and genitalia.
To provide those exact frequencies, Buck used tunable signal generators and pitch-shifted the voices and instruments.
Each piece is preceded by five seconds of silence giving the listener time to settle into a comfortable position.
"Kama.1 – Shakti." The female, Venus, orbits at a frequency of 442 Hz (A4) and rotates at 409 Hz (Ab4); a minor Second. The sexuality frequency of 586 HZ (Db5) resonates throughout, with a panning cycle of twenty seconds. Low frequency filter oscillators are applied inducing a slow-moving pulsation. With the rhythmic introduction of organ and spirit tones, Venus begins to explore herself, giving off vocal sounds that culminate in sighs of ecstasy.
"Kama.2 – Shiva." The male, Mars, orbits at a frequency of 289 Hz (D4) and rotates at 389 Hz (G4); a Fourth. Sharing the same sexual frequency (Db5), panning cycle and low frequency filter oscillators as Venus, Mars follows an undulating pattern of sequential organ and spirit tones. The Mars vocal chorus replaces the planet's frequencies with guttural groans and moans that scale the Solfeggio mountain, where they reach the peak and fall into silence.
"Kama.3 – Samadhi." The male and female, Mars and Venus, come together. In the beginning, they meet as Mars and Venus and there is discordance. But rhythmic tones, pulsating beneath them, draw them closer, until their discourse is replaced by harmonious choral voices that crescendo into a climatic coda, leaving them catching their breath.
For full benefit, listen with headphones.


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Grow a Pair, Boycott the Radio!
Have you ever heard a horrible song on the radio and said to yourself "man.. this song blows ass, who the hell would listen to this?" I know I have, and I'm sure I'm not alone (although the common sense of people my age has been much in evidence these last few years).
I've boycotted almost every major radio station in Utah because I'm tired of the same old bullshit they play. These radio stations are brainwashing people into becoming idiots by conditioning us with as much shit music as we can possibly tolerate without turning the radio off. Don't believe me? Try this experiment to see for yourself: The next time you're listening to that cool rebel radio station that plays Green Day and Offspring "uncut," take careful note of what time the song was played. Then, listen to that radio station again the next day for approximately 20 minutes within the time you heard the song the previous day. I guarantee that you'll hear the same song at almost the exact same time. Why? Because radio station managers have a bug up their ass about playing different music at different times on the radio, and letting the listener decide what they like.
If they get high ratings one day by playing X songs in Y order, then they'll do it again the next day to appeal to advertisers, giving no credit to the listeners for making their station a success.
The advertisers in turn try to appeal to the radio station's listeners by hiring lazy, idle, loafers to perform in their commercials because they think the listeners must be dumbasses for listening to the shit they listen to; thus they assume that everyone out there is a moron and advertise accordingly. That's why we get commercials with that shit-eating jackass on the AT&T commercial with the phone pad on his chest. That guy.... really pisses me off. What the hell is his problem? Someone should cane that asshole a few times to give him a reason to look like the quivering jackass that he is.
It's not just the radio that should be boycotted, but the entire music industry as well. Less than 8 years ago, cassette tapes were considered by most to be the best medium for music (until CD players were more affordable). How much did the average cassette tape cost? I figure approximately $8. For $8, you got the reel of tape, the molded plastic around the reel of tape, tape gears, screws to hold the tape together, the case, and all sorts of neat looking labels on the outside of the tape. All for $8.
Now look at CDs. How much does the average CD cost? I figure $14. For $14, you get a case, a paper jacket depicting the artist, and a CD. Which of these two mediums are most likely to be more difficult to manufacture? How much does it cost for the plastic and coating of a CD? I've found that the plastic in a CD costs less than 3 cents to press. So how the hell is the extra $6 justified??? The CD jacket? Couldn't be, most CDs I have only have a single piece of paper on the inside and the back. The case couldn't be what's costing us all the money, since the plastic in a CD case costs little more than the plastic in a CD. Take a look at these figures:
For 500 C40-49:59 "Ready for Retail" Cassette Tapes with J-card + 4 panels costs: $983.00
For 500 "Ready for Retail" Compact Discs with 4 panels and tray card costs: $1725.00
What justifies the difference in almost $800 in price? The truth is that the music industry is greedy. They can charge us anything they want for music because they have enough money to buy the rights to an artist. The price of CDs should have been drastically reduced by now, to at least the cost of a tape if not less, but it hasn't. That's why all the big shot executives shit a brick when people started distributing music in MP3 format over the internet. Finally, people could get out of their web of bullshit and only listen to music they wanted to listen to, at a user-established cost. Good I say, let them suffer. It's about time they got screwed like they've been screwing us for all these years.
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A leader depends on her ability to think clearly and creatively.
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Home Chevron icon It indicates an expandable section or menu, or sometimes previous / next navigation options. Entertainment Chevron icon It indicates an expandable section or menu, or sometimes previous / next navigation options. Voices of Color
How Li Jun Li channeled Anna May Wong, Hollywood's first Asian American actress, in Damien Chazelle's 'Babylon'
Yoonji Han
Li Jun Li stars in "Babylon" alongside Margot Robbie and Brad Pitt.
Bianca Catbagan
Li Jun Li stars in Damien Chazelle's new film "Babylon" alongside Margot Robbie and Brad Pitt.
Her character, Lady Fay Zhu, is loosely inspired by Chinese American actress Anna May Wong.
Li told Insider how she navigated Hollywood as an Asian American actress and where she sees herself next.
Li Jun Li originally swore off acting after she saw a production of "Miss Saigon" as a kid. Just 9 years old at the time, Li watched, saucer-eyed, as scantily-clad women writhed and flirted with soldiers in the play's opening scene, and decided she wouldn't ever act.
"I thought, 'This is what actors do? Oh my gosh, I definitely won't do that,'" Li recalled.
Li was painfully shy and anxious in social settings — she still is, but knows how to manage it better — giving her another reason to stay off the stage.
But the Shanghainese American actress soon found herself enthralled by the entertainment industry after discovering her love of performing as a dance major in high school. Ironically, one of her first roles was as an ensemble member in "Miss Saigon," the very play that had put her off acting in the first place.
Li has since landed roles in a string of television series like "Quantico," "Minority Report," and "Wu Assassins," Netflix's first original show featuring a majority-Asian cast.
Now, the actress is making her break on the big screen, starring in "Babylon" alongside Hollywood heavy-hitters Margot Robbie and Brad Pitt. "Babylon," written and directed by Damien Chazelle, chronicles the rise and fall of Hollywood aspirants during the transition from silent to sound films in the late 1920s.
Striving for representation
Like many actors from underrepresented backgrounds, Li has had to navigate the fraught balance between diversity and typecasting in the entertainment industry.
Her first big role was her 2008 Broadway debut in "South Pacific" as Liat, a young Tonkinese woman who falls in love with an American lieutenant. The interracial romance between Liat and the soldier sparked controversy when it first opened in 1949, and served as a public demonstration of Richard Rodgers and Oscar Hammerstein's defiant stance against racism.
"It was a role I needed to get," Li told Insider. "I needed to get something of that magnitude in order to really break into the industry, because over ten years ago, there were barely any roles for us."
White actors continue to dominate on stage today: While nearly 60% of all roles went to white actors, just 6% went to Asian actors, according to a study by the Asian American Performers Action Coalition.
Despite steps toward increased diversity in Hollywood, Li said she turned down some roles that she felt were pigeonholing Asian American actors in certain roles, like the brainy techie or software engineer. Other times, Li was told she was not being considered for a role because there was already another Asian in the cast — a "quota-filling" scenario that serves as an insidious regression of efforts to make Hollywood more inclusive.
"We've been fighting for representation for so long that it's also very easy to have the pendulum swing so far the other way," Li said. "However, I've always believed that if I did my most honest work and my best work, they cannot ignore me."
Channeling an icon
Li's persistence paid off when she landed a role in Damien Chazelle's film "Babylon." A fan of Chazelle since his blockbuster films "Whiplash" and "La La Land," Li was immediately drawn to the opportunity to work with the director. The chance to portray the iconic Chinese American actress Anna May Wong also compelled Li.
"I said to myself, 'I need that role. This is mine,'" Li said.
Li immersed herself in research, poring through Wong's biographies and watching her films. She studied the actress's mannerisms, poise, and speech — ultimately impressing Chazelle and landing the role of Lady Fay Zhu, a fictional character who is loosely inspired by Wong.
Although Li was originally disappointed when she heard she wouldn't be playing Wong herself, Li leaned into the creative freedom it afforded her. Li and Chazelle ditched Wong's Mid-Atlantic accent, pencil-thin brows, and finger curls because they "didn't want to be too on the nose," according to Li.
But the actress imbued her Lady Fay — a witty and sultry cabaret singer who writes cue cards on the side — with some of Wong's defining characteristics, including her elegance, fashion sense, and identity as an immigrant.
"They both tell the story of what it meant to be discriminated against," Li, who immigrated to Colombia as a child, then later to New York, told Insider. "I resonated with that, with having to hold your own."
"Babylon" may be Li's first major role in a Hollywood blockbuster, but it certainly won't be her last. Li said she's eyeing more film roles — from dramas to Marvel movies — to keep her resume "colorful."
The actress hopes "Babylon" inspires people to return to the theaters and experience how the filmmaking industry and technology have evolved over the decades.
"I hope that my opportunity to be in such a large-scale film will inspire others in the AAPI community to pursue their dreams," Li said.
Voices of Color Babylon Li Jun Li


Pick up the pace with these high altitude play systems!
Fast-paced play will keep children entertained for hours – bursting with exciting features and vibrant colours, these next generation towers are guaranteed to be playground favourites.
Fantastic activities with play pieces cleverly incorporated into every space above and below throughout the systems. Play panels, spinners, tunnels and climbing nets make the range stand out from the crowd to create a perfect environment for children to learn, develop and have fun.
And best of all – robust timber legs, high-quality plastic or stainless steel slides, compact grade laminate panels, and steel core ropes provide tremendous durability.


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Q: Please assist i want to make custom dialog left or right align in android I need to make my custom dialog left or right align, I have gone through many tutorials but i found that we cannot change the alignment of dialog box. I need to create a dialog in my android similar to the image in below link.
And if it is not possible with the dialog box give some alternate of custom dialog which met my requirements.

A: You can achieve this using PopUp Window as dropdown in Android as follows :
PopupWindow dropdown_group_popup_window;
View popupView = dropdown_layoutInflater.inflate(R.layout.visibility_dropdown_window,
        (ViewGroup) findViewById(R.id.visibility_dropdown_view));
dropdown_group_popup_window = new PopupWindow(popupView,
        WindowManager.LayoutParams.WRAP_CONTENT, WindowManager.LayoutParams.WRAP_CONTENT);
dropdown_group_popup_window.setContentView(popupView); //you can enter your layout here which you wanna show as a dropdown
dropdown_group_popup_window.showAsDropDown(view);      // here you need to pass the view below which you want to show your dropdown
dropdown_group_popup_window.setOutsideTouchable(true);
dropdown_group_popup_window.setTouchable(true);
dropdown_group_popup_window.setBackgroundDrawable(new BitmapDrawable());

redpajama_set_name: RedPajamaStackExchange


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Tag Archives: Inc. Magazine
HomeBizzell US Blog Inc. Magazine
Categories Bizzell, News Tags Awards, Company Awards, Inc. Magazine
Bizzell Ranks No. 128 on the Inaugural 2020 Inc. 5000 Series: D.C. Metro
February 27, 2020 (Lanham, MD)—Inc. magazine announced that The Bizzell Group (Bizzell) is No. 128 on its inaugural Inc. 5000 Series: D.C. Metro list for achieving a 95% increase in revenue growth in 2018. The list is the most prestigious ranking of the fastest-growing private companies in D.C., Maryland, Virginia, and Delaware. Born of the annual Inc. 5000 franchise, this regional list represents a unique look at the most successful companies within the D.C. Metro economy's most dynamic segment—its independent small businesses.
"As always, I'm captivated by the zeal and fortitude of my team. This recognition by the Inc. 5000 committee would not be feasible without them. I express the utmost gratitude for this distinguished ranking," said Dr. Anton C. Bizzell, President & CEO.
The companies on this list show stunning rates of growth across all industries in the D.C. metropolitan area. Between 2016 and 2018, these 250 private companies had an average growth rate of 196 percent and, in 2018 alone, they employed over 88,000 people and added $6.5 billion in revenue to the greater D.C. area's economy. Companies based in the Washington, D.C., Baltimore, and Richmond, Virginia, metro areas brought in the highest revenue overall.
Complete results of the Inc. 5000 Series: D.C. Metro, including an interactive database that can be sorted by industry, metro area, and other criteria, can be found at https://www.inc.com/inc5000-series-dc-metro-business-statistics.html.
"The companies on this list demonstrate just how much the small-business sector impacts the economies of D.C., Maryland, Virginia, and Delaware" says Inc. editor in chief Scott Omelianuk. "Across every single industry, these businesses have posted revenue and growth rates that are beyond impressive, further proving the tenacity of their founders and CEOs."
The Inc. 5000 Series: D.C. Metro Summit & Awards event to honor the companies on the list will take place on Wednesday, June 3, 2020, at Hook Hall (3400 Georgia Ave. NW, Washington, D.C. 20010).
Established in 2010, The Bizzell Group (Bizzell) is a U.S. Small Business Administration (SBA) 8(a) certified strategy, consulting, and technology firm that specializes in program management, administrative support, communications and outreach, conference management and logistical support, health services and research, technical assistance, and training and development. Bizzell's expert staff and consultants work on health, scientific, education, environmental, research, and information technology projects that advance national priorities. Under the leadership and vision of founder, Anton C. Bizzell, MD, the company has grown from a staff of two in one small office, to a thriving firm with three offices in Lanham, MD, Rockville, MD, and Atlanta, GA, with ongoing projects around the world. Learn more about how we develop data-driven, research-informed, innovative solutions to complex-real-world challenges: www.BizzellUS.com
More about Inc. and the Inc. 5000 Regional Series
The 2020 Inc. 5000 Regional Series is ranked according to percentage revenue growth when comparing 2016 and 2018. To qualify, companies must have been founded and generating revenue by March 31, 2016. They had to be U.S.-based, privately held, for profit, and independent—not subsidiaries or divisions of other companies—as of December 31, 2018. (Since then, a number of companies on the list have gone public or been acquired.) The minimum revenue required for 2016 is $100,000; the minimum for 2018 is $1 million. As always, Inc. reserves the right to decline applicants for subjective reasons.
About Inc. Media
The world's most trusted business-media brand, Inc. offers entrepreneurs the knowledge, tools, connections, and community to build great companies. Its award-winning multiplatform content reaches more than 50 million people each month across a variety of channels, including websites, newsletters, social media, podcasts, and print. Its prestigious Inc. 5000 list, produced every year since 1982, analyzes company data to recognize the fastest-growing privately held businesses in the United States. The global recognition that comes with inclusion in the 5000 gives the founders of the best businesses an opportunity to engage with an exclusive community of their peers, and the credibility that helps them drive sales and recruit talent. The associated Inc. 5000 Conference is part of a highly acclaimed portfolio of bespoke events produced by Inc. For more information, visit www.inc.com
Categories News Tags Awards, Company Awards, Inc. Magazine
Bizzell Named Fastest Growing Companies in America, Again
Lanham, MD – August 16, 2018 –Inc. Magazine announced The Bizzell Group (Bizzell) has been ranked as the 494th fastest growing company in America on Inc.'s 5000 list. Last year, Bizzell made their first appearance on the prestigious publication ranking 137th. In addition, they were recognized as the 3rd fastest growing black-owned small business in the nation and the 2nd fastest growing small business in Maryland in 2017. It is uncommon for a company to rank twice on the 500 list in two consecutive years.
Dr. Anton C. Bizzell, President, and CEO of Bizzell said, "I attribute Bizzell's success to the diverse and innovative people which compose our staff. We are dedicated to providing creative solutions to build healthy, secure and sustainable communities domestically and globally."
Bizzell's practice areas include health services and research; communication and outreach; technical assistance and training; program management and administrative support, conference management and logistical support, and technology. They have over 15 subject matter experts with decades of experience addressing substance use disorders and related issues by creating effective protocol and programs. Bizzell has offered their expertise to the U.S. Departments of Health and Human Services, Labor, Defense, Energy, Transportation, and the United States Agency for International Development, and the Court Services and Offender Supervision Agency of the District of Columbia. Bizzell's motto "Our clients drive real world change. We accelerate it". Inc.'s 500 was announced August 15 and companies listed will be featured in the September issue.
Bizzell is a U.S. Small Business Administration 8(a) certified and an ISO 9001:2015 certified firm based in Lanham, MD. Founded in 2010, Bizzell offers expertise in a myriad of health-related and conference services.
Categories News Tags Awards, Company Awards, Health, Inc. Magazine
Bizzell Earns #137 Spot On Inc. Magazine's Top 5000 List
Lanham, Maryland, August 16, 2017 – Demonstrating remarkable growth of 2829.1% over 3 years, today The Bizzell Group (Bizzell) is among the fastest growing companies in the nation. Inc. Magazine today ranked Bizzell #137 on its 36th annual Inc. 5000, the most prestigious ranking of the nation's fastest-growing private companies. The list represents a unique look at the most successful companies within the American economy's most dynamic segment— its independent small and mid-sized businesses. Companies such as Microsoft, Dell, Domino's Pizza, Pandora, Timberland, LinkedIn, Yelp, Zillow, and many other well-known names gained their first national exposure as honorees of the Inc. 5000.
"When I started Bizzell in 2010, I did so with the intent of creating a successful private enterprise that would have a significant and positive social impact. I can say, without a doubt, that my team and I have done just that. Our work includes education, energy, health, information technology, mental health, labor, defense, substance use, transportation and international development projects that reflect our commitment to being change agents and providing our clients with excellent, innovative service. Our work and commitment to excellence is reflective of our awareness of how what we do everyday impacts the lives of everyday Americans. We take pride in knowing that our team of experts and professionals improve the quality of life for so many."
Dr. Anton Bizzell, President & CEO
The 2017 Inc. 5000, unveiled online at Inc.com and with the top 500 companies featured in the September issue of Inc. (available on newsstands August 16) is the most competitive crop in the list's history. The average company on the list achieved a mind-boggling three-year average growth of 481%. The Inc. 5000's aggregate revenue is $206 billion, and the companies on the list collectively generated 619,500 jobs over the past three years.
"We are proud to be supporting some of the Federal government's most important and timely programs. Our work providing technical assistance to opioid treatment programs across the country is dear to my heart. This unfortunate substance use crisis has claimed far too many lives. I am extremely proud of our team of experts who have developed impactful and creative approaches to addressing this national crisis", says Dr. Bizzell.
Lee Hayes
lhayes@thebizzellgroup.com


"can I combine cottage cheese with nuts?"
How Can Cottage Cheese Make You Feel Great?
Is Cottage Cheese Good for Me?
Find out by taking this free, easy quiz. You'll learn your body type, and whether Cottage Cheese is a good fit for you. Time to complete: approximately 1 minute.
Cottage Cheese is recommended for Autumn-Winter. Check out these other Autumn-Winter foods here.
Do you like 'cottage cheese'? Why or why not? What makes it unique? Is there something you'd like to know about 'cottage cheese'?
How can a food be sattvic and tamasic at the same time? I've seen many like these.
Cottage cheese is generally easy to digest and calming for Vata. A small amount can be sattvic and ojas building. However, in excess the heavy quality of cheese predominates and causes a person to become sleepy. Have a great day!
Dairy is generally considered sattvic because production does not involve violence to either plants or animals. It also calms and soothes the mind. It is tamasic because it can make a person sleepy. Dairy is difficult to digest. For Vata people with weak digestion, anything difficult to digest provokes Vata. If you can digest dairy, however, the oily and sweet qualities of dairy are Vata pacifying. Hope this helps!
can I combine cottage cheese with nuts?
Cottage cheese combined with nuts may be difficult to digest.


text:
Electronic Gaming Monthly: Oddworld: Abe's Oddysee [1997]
Date: Fall 1997
Source: 1998 Video Game Buyer's Guide, p. 106
Publisher/Developer
GT Interactive
Players/Genre
Action/Puzzle
Web Address: http://www.gtgames.com
Oddworld: Abe's Oddysee
It's An Oddworld After All
It's quite possible that there has never been a more aptly named game in all of video game history than Oddworld: Abe's Oddysee. Why? You have Abe, the hero, in a very odd world on a very odd odyssey.
Apt name or not, Abe's Oddysee has all the makings of a classic title: weel-developed, great-looking main character, an interesting story line with history and depth, and finally a cast of cool enemies and allies.
The gameplay is similar to Flashback, but those similarities are only skin deep. Oddworld: Abe's Oddysee is the first in what GT Interactive calls a new genre of game, the A.L.I.V.E. system. A.L.I.V.E. stands for Aware Lifeforms In Virtual Entertainment. The game, GT says, plays like a movie. There are climactic points and calm points and the music, character moods and overall feelings match these moments, all in realtime.
For instance, if Abe's just walking along minding his own business, the mood is low key. But if an enemy pops out, a short burst of music and a growl announces the beginning of what's sure to be an action-packed sequence. Remember that Abe's Oddysee is a puzzle game first and foremost, so your brains are what'll be having a workout, not your trigger finger (although there's a fair amount of blood spilling on the ground at times).
There are plenty of levels, each progressively more difficult than the next. But that's OK. Offworld Entertainment encourages dying in the game, since you have unlimited lives. Try it, and if you die, try again until you solve that particular puzzle. The first few levels even provide a tutorial for first-time Oddworld residents.
To add to the interactiveness of the title, players can even make Abe talk to friends and enemies, and they respond in one way or another. Not only is talking an option, so is whistling, growling and farting (yes, farting).
Abe's Oddysee's graphics are fully rendered and highly stylized. Sure, the industrial-looking zones certainly look industrial and the forests look like forests, but everything in the game has an Oddworld feel. Once you see this, you'll understand what we mean.
Offworld Entertainment's founders, Sherry McKenna and Lorne Lanning, both have backgrounds in computer-generated imagery and animation and have worked with feature films and TV productions (among many other things). It's easy to see (after playing the game) that neither of them, nor the entire Abe's team, are running short on imagination and vision.


text:
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History today – BYOD and the need for a smartphone policy
Posted on April 30, 2012 by Acumin | Comments Off on History today – BYOD and the need for a smartphone policy
We all live through history. Seminal events, big changes in life, landmark breakthroughs and the like, however noteworthy, come to have a greater significance in the future, seen from afar, analysed, placed in a wider context. Like when the internet came – some of us remember hearing about it at school, a teacher remarking you could use it a lunchtime, but that was time for gossiping, kicking a football about. We didn't know how important it was. It was just something new.
Needless to say, the internet has, in its relatively short history, come to transform life on earth radically. We look back at the day of dial-up and bland, static pages of content, and we see primitive beings working out how to exist within the confines of this new medium and it's rather sweet, like children's scribbles. And then one day, that scribble begins to take shape and an artist is born, shifting paintings worth millions of pounds. Back then it was just another picture, who would have known how important the work was? History allows us to assess it.
What will they say of BYOD (bring your own device) in five or ten years time? Was it a fad, a stroke of genius or an inevitable consequence of the mass proliferation of powerful portable and handheld devices, the stuff of which was unimaginable a decade ago? It's hard to say, this history is for those writing in the future. To us, whether it's someone working in an information security or risk management setting, BYOD is just something that happened, like flexible working. It wasn't a black and white thing where one day it wasn't there and bam, the next day it was… it evolved.
Whatever your sentiments, it is definitely part of the discourse. And so, we stick to the present with this blog. BYOD is very open, complex and multifarious nature, meaning it is predisposed to any number of security issues. Smartphones in particular, because of the sheer volume of data, traffic and work conducted on them, are increasingly becoming part of the regular apparatus at work, yet policies governing their use are lax.
According to Darrin Reynolds, vice president of information security at Agency Services in New York, one of the key things is to have a policy in place and for it to be communicated in as simple a manner as possible, or as he puts it, for it to be written in "crayon".
In an interview with SearchSecurity.com, he explained the canons that govern his organisation when it comes to BYOD and mobile phones.
"The rules are you can use any device you want, but if it is going to support or receive corporate data then you have to play by our rules," he elucidates. "Our rules are: you have to have a [personal identification number] PIN; it has to support a code lock; it has to have an auto lockout feature; it has to support encryption; and it has to support remote wipe. We kept it really simple to those four things."
And that's it, he says, no additional security measures. He may well be correct in surmising that those four methods of security – which are top notch by the way – are enough to keep fraudsters and cyber criminals at bay, but, if history tells us anything, it's that nothing stays static for long. In technology, what is new, what is current is immediately yesterday's news. More measures will have to be developed either proactively or reactively when the time comes. History repeats itself, albeit it differently.
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Posted in BYOD, Information Security, Mobile security
Thinking about cookies
Posted on April 20, 2012 by Acumin | Comments Off on Thinking about cookies
We love cookies here at Acumin. We adore them, we 'heart' them and dig them like we dig the Rolling Stones when they were pushing a more R&B vibe back in the Swinging 60's. We have come across Maggie Loves Cookies recently, we have to say, they are a pretty good bet, perhaps you will get a sample at the next Risk and Network Threat forum. They have a variety of flavours and designs to suit any mood.
You might have thought that this post was going to end up as a sort of treatise on the baking treat popular throughout the world, but alas, it isn't, but wouldn't that have been fun? Instead, we're looking at cookies, which, to reduce it to its basic form, is simply a piece of data – or text files – that a website stores within a browser.
A cookie's raison d'être is altruistic; at least it was from the outset. It was designed to make things easier. In short, every time you visited a website, a cookie was downloaded to your computer, which would then, on visiting that website again, let it know that you had been there before. In terms of efficiency, it allows you to log into a certain website that requires a user ID and password – let's say Amazon or Google Mail – and revisit the site without having to log in again.
Now while to you and me that sounds wonderful, as easy as making the coffee and tea rounds at work – Jack likes coffee black with sugar, Jill likes her tea super-milky with no sugar, Sanjay likes a fruity herbal tea with five sugars – since the turn of the century there has been a growing army of critics who are concerned with privacy issues. Some of their arguments have been thoughtful and welcome to the conversation.
In the UK, after much chit chat over cups of tea, coffee and, would you believe it, cookies, changes have been made to Privacy and Electronic Communications Regulations, which demands that websites obtain consent from users before installing cookies on their respective computers.
Now while much attention is focused on cookies, these alterations, which are convoluted, carry a far greater technical change. As one reader named Dave commented on The Lawyer's website, things are not so black and white.
"Clear as mud? Thousands of businesses are entirely unaware they're even running cookies," the reader explained. "Most of the online world run Google Analytics, which provides the site owner valuable information to improve their site – do all those who've set up GA realise they're at risk?"
At Acumin's next RANT – as part of the huge InfoSecurity Exhibition in London – Alan Stockey, from the Institute of Information Security Professionals, is going to attempt to navigate this tricky minefield, delivering a brief history lesson; chuck in a practical illustration of the challenges; give a demonstration, and offer a personal view of where these regulations are taking us. Who knows, if you're lucky, he might even have Maggie bake a few cookies for you (no pressure Alan).
In an interesting article for startup.co.uk, which is well worth a read, Nick Lockett, a solicitor at DL Legal LLP, discusses how the comprehensive directive – serious, just have a mosey here and you'll begin to appreciate how much detail is involved – noting some of the things it covers: not only have you got conditions for use of traffic, location, and subscriber data, but there's also new standards for direct marketing via SMS, email, fax and phone channels.
He ends the piece with a fitting flourish: "May lawyers and regulators be cursed for making us live in interesting times – again!"
Time for a cookie then.
The next RANT forum takes place on Wednesday 25th April, after second day of InfoSecurity Europe at Earls Court, London, which runs from April 24th to the 26th.
Kicking off at 5.30pm, attendees will be able to have a beer and network until 6.30pm, when Alan Stockey delivers Cookie…Doh. Following on, Ben William gives his talk on Exploiting Security Gateways via the Web UI.
For more information and to register for FREE for InfoSecurity Europe visit here or get in touch with Gemma Paterson at gpaterson@acumin.co.uk or call her on 020 7510 9041.
The Information Commission's Office has also set up a page with the intention of helping businesses understand what they need to do to comply with the cookie law.
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Posted in Cookies, RANT
"Snoop bill" sparks fierce debate about privacy
Posted on April 18, 2012 by Acumin | Comments Off on "Snoop bill" sparks fierce debate about privacy
"There was of course no way of knowing whether you were being watched at any given moment. How often, or on what system, the Thought Police plugged in on any individual wire was guesswork. It was even conceivable that they watched everybody all the time. But at any rate they could plug in your wire whenever they wanted to. You had to live—did live, from habit that became instinct—in the assumption that every sound you made was overheard, and, except in darkness, every movement scrutinised."
So reads an excerpt from the first chapter of George Orwell's seminal, much quoted and prescient novel 1984, a dystopian work of literature that explores the oppressiveness of authoritarian regimes, where freedom is a word that doesn't even exist.
The words of the novel, like the above quote, feel uneasy because the idea that at any single moment one's privacy can be exposed to be a fallacy is a frightening way of living. Even in today's open age, with Mark Zuckerberg ushering in an open way of existing, people still value some semblance of a life that is theirs and nobody else's. They want to keep snippets of themselves to themselves, or at the very least privy to the people they trust and love the most.
It's no surprise that since the government revealed plans that it is looking to change the law so that every single phone call, email, text message sent and received and every website visited by people living and working in the UK is to be recorded, stored and 'monitored', there has been a resurgence in discussion about the ideas and lessons explored in Orwell's powerful novel.
This is an unprecedented step that will see Britain adopt the same kind of surveillance seen in China and Iran," commented Nick Pickles, director of the Big Brother Watch campaign.
"This is an absolute attack on privacy online and it is far from clear this will actually improve public safety, while adding significant costs to internet businesses. If this was such a serious security issue why has the Home Office not ensured these powers were in place before the Olympics?"
Nick Clegg, the deputy prime minister and leader of the Liberal Democrats, stated that this new "snooping law" as it has been dubbed by the media, does not represent an infringement on civil liberties, and reassured people that the government would ensure that there would be safeguards to make people feel comfortable.
"Let's be clear, this is not about extending the reach of the state into people's data, it's about trying to keep up with modern technology," prime minister David Cameron added, trying to bring a sense of calm to the debate.
"But we should remember that this sort of data, used at the moment, through the proper processes, is absolutely vital in stopping serious crime and some of the most serious terrorist incidents that could kill people in our country, so it's essential we get this right."
It's unclear whether the proposed bill will be included in the Queen's speech in May, but what is certain that in the meantime, this fascinating debate, with powerful arguments on both sides of the divide, will generate some fascinating ideas and viewpoints.
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Anonymous attack mocks government security measures
Posted on April 16, 2012 by Acumin | Comments Off on Anonymous attack mocks government security measures
They knew it was coming, yet they still couldn't stop it. A few days before Anonymous launched a DDoS (distributed denial-of-service) attack against the coalition government's Home Office website; it announced its plans to the world. And still it couldn't be thwarted.
This proclamation, loud and vocal the digital way, is seen by many as a clear sign from the hacktivist collective that it means serious business and it doesn't care how big you are as an organisation, everyone is liable for getting 'hit'. Anonymous wants to be the preeminent force for political and social good, it argues, and if that is to be achieved through underhand means, then so be it – this is a "war" and rules don't apply as they do in peacetime. This declaration was a sort of "come on have a go if you think you're hard enough".
It was audacious behaviour. As PC Advisor's Anthony Savvas noted on April 5th, it meant that the pressure was on the government to show that it is on top of its game and able to quash such wildly flagrant threats. If it didn't, then it would be unable to say, confidently, that it has the resources and savvy to stop "more serious cyber attacks" from taking place.
On April 7th, people trying to log onto the Home Office website were greeted with the following message: "Due to a high volume of traffic this page is currently unavailable. Please try again later."
Now, this might have passed as a routine – certain websites do, on occasion, get really busy – yet everyone knew what had caused the high volume of traffic: Anonymous and its motley crew of hacktivists.
Like a poker player bluffing with a decent but by no means winning hand of cards, the government was forced to show, losing face. They got beat. Even if no data was extracted and the website was back up and running again the next day, it has exposed some shortcomings, which security professionals will be, no doubt, keen to get to the bottom of.
2011 was the year that DDoS entered into the popular lexicon and made its mark as a bothersome security threat. What will 2012 bring? As the second quarter of the year gets comfortable, the big question is what can be done? Survivability is a word that gets thrown about in this conversation, but that comes across as weak, as if to imply that it's not something that can be fully thwarted.
While that may be the case – all attacks evolve in a responsive sense – there is certainly scope for significant improvement. If Anonymous can be so brazen as to explain that it is going to attack, surely this should be met with an equally robust response. We have to work harder.
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The big snooping debate
Posted on April 11, 2012 by Acumin | Comments Off on The big snooping debate
After announcing that it is considering introducing a new bill that will give the GCHQ unprecedented powers to monitor people's emails, texts, social media content, phone calls and web browsing history – in real time – the government has had to defend itself from a barrage of condemnation.
Critics of the proposed legislation, which may be included in the Queen's speech in May, have dubbed it a "snooping bill", claiming that it is a clandestine way of monitoring the activities of everyday people.
The government, however, has assured the public that there is nothing sinister about the bill, no echoes of an Orwellian future, there will be no centralised database storing people's information, and all information will remain "invisible".
"Let's be clear, this is not about extending the reach of the state into people's data, it's about trying to keep up with modern technology," explained prime minister David Cameron, attempting to assuage opponents.
"We should remember that this sort of data, used at the moment, through the proper processes, is absolutely vital in stopping serious crime and some of the most serious terrorist incidents that could kill people in our country, so it's essential we get this right."
Advocates of the bill have asserted that this is its focus – to protect people and curb crime whether it's tackling cyber criminals or terrorists. Akin to a software update, the new legislation is designed to respond to the significant changes that have taken place by virtue of the digital revolution, which has, in no short way, radically transformed most aspects of society. As Mr Cameron noted, a warrant will be needed to access the private information.
Others, however, are less sanguine. Nick Pickles, director of the Big Brother Watch campaign, sees it as leading to a reality that is comparable to the kind of surveillance that is prevalent in Iran and China, two countries known for having, for example, limited press freedoms.
"This is an absolute attack on privacy online and it is far from clear this will actually improve public safety, while adding significant costs to internet businesses," he stated. "If this was such a serious security issue why has the Home Office not ensured these powers were in place before the Olympics?"
Although details of the proposed bill have yet to be finalised, it is believed that one of the most significant aspects will be for internet service providers and mobile phone companies to keep hold of all data travelling through their respective spheres.
At present, such information is accessible by intelligence agencies, the police and other public bodies, without any external organisations signing off. If the law is to go ahead, there is a desire to see an impartial body set up to monitor requests to ensure that freedoms are being protected and not abused.
"Whoever is in government, the grand snooping ambitions of security agencies don't change," Isabella Sankey, director of policy at Liberty, was quoted by the government as saying.
"The coalition agreement explicitly promised to 'end unnecessary data retention' and restore our civil liberties. At the very least we need less secret briefing and more public consultation if this promise is to be abandoned."
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Posted in Government, Information Security
Tagged big brother, big data, data privacy, Data Protection, data retention, information security, monitoring
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