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104 Board member jobs near Westminster, Greater London
Head of Human Resources Head of Human Resources
E1, London 4 miles
£41,000 - £44,000 per year dependant on experience
Urgently seeking a high calibre, big picture thinker with considerable experience of advising Chief Executives and Boards to Head our HR
Director of Development and Communications Director of Development and Communications
Islington Giving and Cripplegate Foundation
Islington 2.88 miles
Chief Executive Officer Chief Executive Officer
Hammersmith and Fulham Law Centre
Hammersmith 3.9 miles
We are seeking a vibrant, forward thinking CEO to join our team.
Committee Member Committee Member
Tower Hamlets Community Housing
London 3.51 miles
Administrator Administrator
Healthwatch City of London
Trustee Trustee
The Muscle Help Foundation
Unpaid role
Development & Communications Manager (International) Development & Communications Manager (International)
Lewa Wildlife Conservancy
Hammersmith 3.95 miles
£50,000 - £60,000 per year depending where based/level of experience
Trustees Trustees
England 4.01 miles
Unpaid role, expenses paid
Project Manager - Community Street (Fixed Term Contract) Project Manager - Community Street (Fixed Term Contract)
Westway Trust
CAFOD Trustee CAFOD Trustee
PA to CEO and Operations Coordinator PA to CEO and Operations Coordinator
N1, London 2.48 miles
From £30,304 per year
United Kingdom 2.14 miles
L&D Manager L&D Manager
Page Personnel Public Sector & Not For profit
Trustee who is a refugee Trustee who is a refugee
Finsbury Park 4.5 miles
Unremunerated
Project Accountant Project Accountant
Accounting for International Development
£35,000 - £40,000 per year, depending on experience
Chief Executive Officer · Trustee · Director · Administrator · Executive Director · Volunteer Coordinator · Development Manager · Coordinator · Service Manager · Project Manager
E1, London
NG7, Nottingham
Vacancy Reference Number:
HOHR/FS/UK-R1
Position title:
Muslim Hands, 148 – 164 Gregory Boulevard, Gregory House, Nottingham, NG7 5JE
Full-time, 35 hours per week
Salary guideline:
(Up to) £44,000.00 per annum (commensurate with experience)
18-Months' Fixed-Term Contract (with a 6-Month Probationary Period)
Application Process & Closing Date:
Send an up-to-date CV and supporting Covering Letter by Email by no later than Wednesday, 17th February 2021
Approx. Interview & Role Commencement Date(s):
Interviews: W/C 1st March 2021
Start: ASAP thereafter
Note: Strong Applicants may be contacted sooner, ahead of the closing date, to hold a Zoom Interview with Muslim Hands.
Muslim Hands is a UK based international relief organisation working in over 40 countries worldwide. The Head Office in Nottingham and a fundraising team in Whitechapel London; occasional travel between the two locations. Muslim Hands UK is seeking an enthusiastic and passionate individual to join our team during an exciting period of growth and change as we have ambitious plans to grow our activities by 2025.
Reporting directly to the Deputy CEO, this pivotal new role will drive culture change across the charity, ensuring our change programme is underpinned by a coherent, long-term and practical commitment to building all aspects of a modern, diverse, capable workforce. In this exciting and wide-ranging role, you will deliver our strategies.
This is an exceptional opportunity for a high calibre, big picture thinker with considerable experience of advising Chief Executives and Boards and whose experience combines both strategic and operational leadership ability. You will be skilled in driving and embedding organisational effectiveness and cultural change in line with organisational strategies. With a demonstrable track record of delivering strategic impact, your approach to leadership will embody five core leadership traits: academic, learning, adaptable, inclusive and trustworthy.
Main Responsibilities:
To act as the authoritative People Strategy adviser to Muslim Hands and, where necessary, supporting the CEO in engaging with Trustees and governance Committees on key People issues, risks and priorities.
To be a powerful advocate for Muslim Hands ambitions for workforce development and capability (paid and unpaid) by creating a visible personal leadership presence in all aspects of workforce development and culture change.
To devise and deliver a transformative and innovative people and cultural change strategy that aligns fully with our values and Muslim Hands Strategy and sets us apart as a great place to work.
Be an active, effective and accountable member of the organisation, exhibiting strong leadership, leading by example.
To establish the development of our organisational learning and development agenda.
To formulate credible proposals on all strategic considerations for our people and organisational culture – with a particular focus on increasing our equality, diversity and inclusion at all levels across the charity.
To coach the senior leadership team as necessary, ensuring expert support is put in place that drives high standards of leadership, talent development and employee engagement.
To create and lead a People and Culture style Human Resources function that is recognised and valued as a centre of excellence in delivering our strategic goals and organisational development priorities, offering relevant expertise and, proactively sharing insights that add value.
To ensure all contributions from the Human Resources team fully meets expectations including quality of People Policies, Talent acquisition, Compensation and Benefits. Employee Relations and support to Senior Leadership roles.
To exhibit Muslim Hands core values.
To deliver and lead a People Strategy focused on culture change and organisational development intervention which creates a progressive, agile, dynamic workplace experience and environment for the future which enhances employee engagement and wellbeing.
To work with colleagues to identify the skills, knowledge, and capability and culture of Muslim Hands needs to deliver future plans.
To implement new talent management and wider learning programmes at all levels which align with our ambition to be a 'learning organisation', engaging our people to fulfil their potential, perform better and want to stay longer.
To keep under constant review the charity's approach to pay, reward/recognition and benefits to ensure we attract, recognise and retain talented paid and unpaid colleagues who are committed to Muslim Hands mission.
To lead a department that provides an effective business-focused employee relations approach.
To lead the charity's approach to performance management, focusing on inspiring, equipping, empowering and rewarding colleagues to meet and exceed expectations.
To ensure that paid and unpaid colleagues have access to appropriate support to maintain their personal wellbeing and maximise their contribution.
To ensure that all other people and volunteering policies and procedures are as robust and efficient as possible; are legally compliant, fit for purpose and take account of emerging external risk factors and support delivery of the Strategy.
To use data proactively to improve our organisational performance and encourage business-focused decisions.
To ensure meaningful people insight (including through regular Employee Opinion Surveys) is provided in order to assist the Chief Executive and SMT in decision making and planning.
To keep up to date with relevant Government policy proposals and legislation, and the best practice of relevant organisations, ensuring that the charity complies with legislation and adopts prevailing best practice wherever feasible.
To act as a professional role model that inspires, motivates and enthuses staff within the team and more widely across the charity, promoting a culture of learning, professionalism, collaboration and innovation, celebrating successes and encouraging ambition and achievement.
To demonstrate Muslim Hands' values and ethics in own working practices, approach and conduct.
To support with Fundraising activities from time-to-time, committing to partake in fundraising activities and ensuring the availability of staff during our peak periods.
To undertake any reasonable responsibilities as required by Line Manager.
To promote and adhere to all Muslim Hands Policies, Procedures and Professional Practices.
Note: This job description will change from time to time due to changes within the Organisation as well as the updating of procedures within your department. If there is a major change to your role then a new job description will be produced.
About the Successful Candidate:
Ability to demonstrate current eligibility to work within the United Kingdom
Must be able to either:
Provide a valid Disclosure Barring Service (DBS) certificate (issued within the last year) when requested by Muslim Hands; OR
Undertake to provide full cooperation for Muslim Hands to perform a DBS Check at the required level appropriate for this / similar role.
Uphold Muslim Hands' Organisational Values
Hold a relevant Postgraduate or Master's degree in Human Resources Management or equivalent (Level 7) with proof of Suitable HR related experience
7+ years' experience in HR, with a minimum of 3 years' experience in team management / in a senior leadership role
Expertise in Employee Relations, Employment Legislation, Policy and Procedure and the ability to recruit and train new staff and instil highest standards amongst new employees
Thorough knowledge and understanding of current UK Employment Law
Extremely confident communicator with the ability to easily build relationships, rapport and trust with all types of people at all levels of the organisation.
Experience in leading a People Operations or Human Resources functions.
Previous experience of leading operational change programmes within a HR environment
Ability to work collaboratively with senior stakeholders and programme leads to deliver results on time, on budget and to high standards.
Able to make connections across the organisation and provide support and challenge, working collaboratively across functions.
Associate member (or higher) of the CIPD with evidence of continuous personal development
Track record in developing and delivering HR/ People and Culture strategy and of advising HR managers and senior staff
Previous experience of working closely with an Exec Board member, delivering clear communications on their behalf.
Working knowledge and experience within a similar Role
Working knowledge and experience of working within an International NGO
This is a very rewarding position for the right person. If you feel this is you please send your CV with a cover letter explaining why you feel you are suitable quoting the above reference number!!
Deadline for applications is Wednesday, 17th February 2021, however, we reserve the right to end the application procedure early should the right candidate be found.
NB: Unfortunately, we will only be able to contact successful candidates so if you have not heard from us by the closure date unfortunately your application will have been unsuccessful.
JD & Person Spec (.docx)
Destination E1, London NG7, Nottingham West Midlands West Yorkshire
More about Muslim Hands
In 1993, a community in Nottingham, moved by the devastation of the Bosnian war, sprang into action. A small group of volunteers began collecti... Read more
Job ref: HOHR/FS/UK-R1
Director of Development and Communications
Islington, Greater London 2.88 miles
Do you have a proven track record in fundraising, development, and communications, and would you like to join an innovative, place-based partnership?
Do you thrive on rolling your sleeves up and personally getting stuck in, as well as working collaboratively with partners, teams, and boards?
Are you passionate, as we are, about addressing issues around poverty and inequality?
If so, then you might be just the person we are looking for to lead our ambitious development and communications strategies for Islington Giving and Cripplegate Foundation.
The new Director of Development and Communications, in addition to having a strong track record in fundraising from a range of donors and sources, will need to be consultative, with strong listening skills and respect for the opinions of others. They will need the confidence and expertise to advise and guide their small team, board, and governors. They will need to be able to relate to the big picture and vision, whilst also being able to consider the detail. We would be delighted to hear from you, especially if you:
Have a strong track record in fundraising and development.
Enjoy rolling your sleeves up and leading and implementing fundraising and development plans yourself, as well as guiding others.
Are flexible, collaborative, and work very well as part of a committed team within a small organisation.
Have experience of leading and managing.
Are a strong communicator and relationship builder.
Have a commitment to ensuring that Islington Giving and Cripplegate Foundation continue to flourish.
We value diversity, equality, and inclusivity. Applications are especially welcomed from underrepresented backgrounds, including but not limited to gender, race, age, sexual orientation, disability, and religion. Please let us know if you would like any additional support with this application, or the role.
Find more information in application pack or on Islington Giving webpage
Job Description and how to apply (.pdf)
Equal Opportunities Monitoring Form (.doc)
Cripplegate Foundation Annual Report 2019 (.pdf)
More about Cripplegate Foundation
Cripplegate Foundation
Cripplegate Foundation is an innovative place-based grantmaker that designs and develops new ways of transforming the lives of people living in... Read more
Tags: Communications, PR,Fundraising
Hammersmith, Greater London 3.9 miles
Salary: £45 – £50,000 per annuum
Contract: Full time (but will consider part-time, flexible hours and job share)
Annual leave: 30 days
Pension: 5.6%
We are recruiting a new CEO to join our team.
We are a vibrant, forward thinking law centre co-located in Hammersmith Library. We have a strong reputation locally and nationally for providing people in need with legal advice and representation and campaigning on access to justice issues.
The law centre was established in November 1979 to assist those most vulnerable and disadvantaged to access their legal rights, to promote social inclusion and reduce homelessness and poverty. These goals still remain at the core of our vision to uphold equality and social justice.
We have a 40-year history of providing an excellent service to the community. Our patron is Lady Hale, retired president of the Supreme Court.
Closing date for applications is 9am on the 12th February 5pm.
Interviews will take place on the 24th February 2021
Personal specification (.docx)
Equal Opportunities Form (.docx)
Tags: Advice, Information,Legal
London, Greater London 3.51 miles
Contract, Part-time
The Role: Committee Member
Location: Tower Hamlets, London
Remuneration: £2,079.96 per annum plus expenses
Do you have a strong customer experience background?
Do you want to make a positive difference in the community?
We are seeking a new independent member to join our Operations Committee and are keen to hear from individuals with an impressive track record of achievement in the field of customer experience. You will be able to contribute to our overall strategic direction and play an important part in helping us sustain great communities, deliver great services and raise resident satisfaction.
Prior Board/Committee experience is preferred but not essential and applications from outside the housing sector are welcomed. We want to draw on a wide range of backgrounds to assemble a breadth of experience and perspective that can inform and challenge how we work. THCH is diverse in the communities it serves, and applications from younger people, women and Black, Asian and minority ethnic people are all especially welcome.
Working exclusively in the London Borough of Tower Hamlets we see ourselves as very much part of the community, owning and managing 3,100 homes. Working in partnership with many organisations, we have an important local responsibility, not only to deliver quality housing, but also to provide excellent community services.
We work towards one vision:
To work with residents to "Build Connected Communities" by:
• Creating vibrant places to live in Tower Hamlets
• Supporting people to achieve their goals
• Delivering great value services
This is a remunerated position offering £2,079.96 per annum
For further details and a recruitment pack, please visit our website.
To apply you should submit:
• An up to date CV which shows your full career history – we recommend that this is no longer than 3 pages.
• A supporting statement explaining why you are interested in this role, detailing how you are a suitable candidate for this post and the skills and experience that you will bring. We recommend that the supporting statement is also no longer than 3 pages.
These should be sent to jobs email address which you can find on our website.
The closing date for applications is 12pm on 1 February 2021 and virtual interviews will be held mid-February.
For an informal discussion, please contact Pam Bhamra, Director of Operations, her number can be found on our working for us website.
Committee Pack 2021 (.pdf)
Tags: Operations,Governance
Healthwatch City of London are looking for an experienced administrator to work in our team, providing secretariat support to the Board and administrative support to the Engagement and Communications Co-ordinator.
You will take on administrative support in a number of areas including volunteer recruitment and management, project administration and board secretariat function.
You will have had previous experience in working in administration and have a knowledge of health and social care.
You will be ICT literate with experience of creating and managing databases.
Healthwatch City of London (HWCoL) is the Health and Social Care Champion for the residents, workers, and students of the City of London. Our Board and volunteers largely comprise people who live, work or study in the City of London.
Administrator Job Description (.docx)
HWCoL Application form (.docx)
HWCoL Equality form (.doc)
More about Healthwatch City of London
We are the independent champion for people who use health and social care services in the City of London. We're here to make sure that th... Read more
Tags: Admin,Governance
Do you share our passion for providing empowering, transformational experiences to children and young people (8-28yrs) with muscular dystrophy and allied neuro-muscular conditions in the UK?
The Muscle Help Foundation are seeking committed individuals, with an interest in improving the lives of children and young people with disabilities (specifically those with muscular dystrophy), to join our Board of Trustees.
We are looking to appoint two to three Trustees to join our Trustee Board from March 2021 onwards. Trustees are responsible for the overall governance and strategic direction of the charity, working with the CEO to develop our aims, objectives and goals in accordance with our governing document, legal and regulatory guidelines.
You will have a strong personal commitment to the charity's vision and values. Whether you are an experienced Trustee or taking your first step as a Trustee, we would love to hear from you. Being a Trustee will give you the opportunity to use your skills, passion and commitment to help shape the future of our charity and to improve the lives of vulnerable people.
This year, 2021, sees the charity reach its 18th Anniversary in March; a key milestone – this is an opportunity to bring your skills, talents, and experience in making an important difference in a role that we hope you will find immensely fulfilling.
Trustee Responsibilities:
- Have an opportunity to help improve the lives of children, young people and their families
- Contribute to the governance of our small national charity
- Have strategic responsibility for a skill area e.g. digital, safeguarding, fundraising or corporate partnerships
- Act as advocates in promoting our work across your network
- Receive induction, support and training
- Have an opportunity to use and develop your skills
Trustee Requirements:
You may have close experience of living with muscular dystrophy, other disabilities or life limiting conditions, but this is desirable and not essential.
Our key criteria are that you have a commitment to the charity's values and enthusiasm, an understanding and passion for our work, and a desire to make a difference to the lives of our beneficiary community. We would also particularly welcome applications from individuals with skills and experience in digital, fundraising and corporate partnerships although other skill sets that will contribute to the good governance are most welcome too.
The expected time commitment is approximately 4-6 hours per month, to include taking part in Trustee Board meetings and being involved in occasional projects.
As a direct consequence of the pandemic, the Board of Trustees are currently meeting virtually by videoconference for a 'power hour' each month, and for two hours each quarter. Usually, Trustee Board meetings are held quarterly in and around London for three hours; we expect to continue the practice of virtual meeting which will be reviewed over the coming 12 months – this may change in the future, depending on the needs of the charity and our Trustee Board.
About the Muscle Help Foundation:
We are the Muscle Help Foundation, an award-winning specialist national family-centred charity that delivers transformational, highly personalised, empowering experiences in the UK, called Muscle Dreams for children and young people (8-28yrs) with muscular dystrophy and allied neuromuscular conditions. Our social currency is underpinned by the idea that an experience, if executed brilliantly, can be transformative and empowering for both a young person and their family.
As a result of COVID-19, MHF took the extremely difficult decision to postpone our planned 2020 Muscle Dream activities in March 2020. We remain resolute and determined to continue our vital work into 2021 until our beneficiaries and families are able to re-engage in face-to-face activities. We are currently engaging with our community across the country and reducing our Muscle Dream wait-list in addition to offering other virtual programmes wherever possible.
The Muscle Help Foundation is an Equal Opportunities employer. We are seeking applications from individuals with a diversity of experience and perspectives, including age, ethnicity, religion, sexual orientation, and socio-economic and cultural background.
The charity is committed to safeguarding and promoting the welfare of vulnerable young adults and children at risk; we expect you to share this commitment. The charity will require an Enhanced Disclosure from the Disclosure and Barring Services for successful candidates; the charity will manage this process.
Location: Anywhere in the UK
Duration: Three year term, up to a maximum of three terms
Salary: This is a voluntary role, with out-of-pocket expenses paid
Closing date: Monday 15th February 2021 but please apply as soon as possible as we may close applications before this date.
Strictly no agencies please.
You may have experience of the following: Trustee, Voluntary, Disabilities, Muscular Dystrophy, Children and Young People, Vulnerable People, Charity, Charities, Third Sector, Not for Profit, NFP, Fundraising, Digital Marketing, etc.
Job ref: 96455
Tags: Trustees
Development & Communications Manager (International)
Hammersmith, Greater London
The Development and Communications Manager is responsible for a broad range of development activities supporting Lewa's fundraising goals. He/she plays a critical role in designing and implementing communications to secure gifts globally; takes the lead on creating coordinated global communications plans in consultation with Lewa's Head of Communications, based in Kenya; and builds and maintains relationships with international media houses and press to amplify Lewa's brand visibility and messaging.
The Development & Communications Manager is a new position and key member of an effective nine-staff development team, led by the International Executive Director. Lewa's international team is currently based across the USA and UK, working in close collaboration with the team in Kenya. As a result, there is scope for the role to be based in either of these countries (ideally in commutable distance of New York or London if so), or potentially elsewhere.
This position reports to the Deputy Director of Development, currently based in New York, for day-to-day management, and ultimately reports to Lewa's International Executive Director, currently based in London. The position sits within Lewa's International Fundraising Department.
This challenging role demands a highly organized, detail-oriented, entrepreneurial individual with strong communications skills and the ability to work independently. The post holder will have a solid understanding of fundraising processes and the importance of data management, nonprofit administration, budget oversight, and will be passionate about contributing to high standards of excellence. A deep commitment and interest in wildlife conservation and environmental causes is advantageous.
Occasional domestic and international travel will require adjustments in personal schedule.
1. Support Fundraising Through Communications
Work closely with Lewa's Head of Communications and the Deputy Director of Development to:
Develop and implement a fundraising communications plan to achieve targets that increase revenue and support the strategic direction of the organization.
Utilize email, social media, and direct mail to create and implement an annual donor solicitation and stewardship plan for donors giving less than $10,000, representing 85% of the Intl Lewa donor base.
Achieve an annual gift renewal target, increasing giving for this donor group by at least 10% annually.
Contribute to the global delivery of Lewa's key messaging to all audiences (including Lewa NextGen, our outreach to the next generation of younger conservationists).
Develop strategies to raise Lewa Wildlife Conservancy's visibility globally and attract new donors via communications and events, particularly supporting expansion into new territories.
2. Media & Partner Communications Engagement
Draft and distribute press releases and announcements to the media; schedule and conduct media interviews; provide background documents to prepare staff for interviews; respond to queries from reporters or questions from our general audience.
Prepare plans for deepening and expanding Lewa's media contacts in consultation with Lewa's Head of Communications, based in Kenya;
Carry out due diligence in external communications and engagement plans with potential partners, media collaboration exercises, and surface new audiences alongside fundraising opportunities.
Attend events and ensure Lewa is well represented / raise Lewa's profile as required.
3. Communications Materials
Produce clear, impactful materials that align with Lewa's key messaging and branding for fundraising & donor management, creating a strong case for support, which also heightens Lewa's reputation as a centre for conservation best practice (e.g. presentations and pitch decks, program overviews, brochures, pamphlets, etc.).
Review and catalogue press coverage where Lewa Wildlife Conservancy, partners, or international entities are mentioned. Summarize articles and circulate reports regularly for team and Board Members.
Regularly review the functioning, effectiveness and impact of communications efforts and materials, backed by data.
4. Digital Fundraising
Develop content and design online campaigns, launch and manage campaign pages.
Make suggestions for improvements to Lewa's current online donation platform or alternatives.
Explore peer-to-peer fundraising opportunities and support donors in leading their own online fundraising efforts.
Work closely with the Data & Administration Manager to track progress and report on the success and impact of fundraising campaigns.
Help keep the website updated with latest press coverage and newsletters, ensuring a consistent and positive user experience, correct program details and messaging for potential donors visiting the website.
5. Events & board meeting support
Support the production of online events, including webinars and informational sessions for donors.
Assist the team and volunteers in planning and managing major events as needed.
Support team in preparations for International Board meetings.
Qualifications and Competencies
This challenging role demands a highly organized, detail-oriented, entrepreneurial individual with strong communications skills and the ability to work independently. Candidates will be expected to demonstrate a genuine commitment towards Lewa's mission and vision.
The post holder must demonstrate:
Track record of success in fundraising from individual, foundation and corporate donors. He/she must be able to identify, solicit, engage and steward current and new donors utilizing a wide variety of mediums.
Excellent written & verbal skills in English, great attention to detail and commitment to high standards is required.
Demonstrated experience in nonprofit fundraising processes, revenue tracking, and understanding of best practices and industry standards.
Ability to initiate and complete long-term projects and manage time-sensitive daily activities, and flexibility to do so when working remotely from home or in a shared office environment.
Strong interpersonal skills, cultural sensitivity and ability to foster positive working relationships that contribute to a healthy organizational culture in a multinational, multicultural environment.
Creativity and basic design sense/skills to develop compelling materials promoting Lewa's work.
Ability to work effectively and efficiently against pressing deadlines, with problem solving mindset.
Ability to work in harmony with teammates, enthusiastic contributor to team goals, and able to accept and incorporate feedback.
Ability to handle sensitive information with discretion and integrity.
Dedicated and on-going commitment to personal professional development.
Willingness to adapt schedule and work outside of typical hours when required.
Education, Training, and Experience
Relevant University degree required.
5+ years experience in similar role leading fundraising and communications efforts at a conservation or sustainable development NGO in an international setting.
Experience and understanding of social media and digital engagement.
Experience pitching successful stories and interacting with the news media to ensure deadlines are met, staff are prepared and long-term relationships with journalists are established.
Skilled in Microsoft Office and use of a CRM database (Lewa currently uses Salesforce).
Strong skills in PowerPoint, Photoshop or InDesign and email marketing platforms like Mailchimp, Constant Contact, Campaign Monitor, etc. highly preferred.
Experience in conservation sector desired; passion and appreciation of wildlife conservation and community development is essential.
A general-to-good understanding of the Kenyan/African social-political context is essential. Experience in Kenya, East Africa and or other parts of Africa is desirable.
Lewa provides a competitive salary between $65,000 and $75,000 depending where based/ level of experience, plus holiday compensation package
Health insurance and 403(b) qualified tax advantaged retirement plan/ equivalent provided.
Ability to work from home.
Lewa Wildlife Conservancy Intl Development Communications Manager Job Spec FINAL (.pdf)
Destination Hammersmith, Greater London New York, United States
More about The Lewa Wildlife Conservancy UK
The Lewa Wildlife Conservancy UK
Overview: The Lewa Wildlife Conservancy
Established in 1995, Lewa Wildlife Conservancy (Lewa) is an award-winning c... Read more
England, United Kingdom 4.01 miles
Permanent, Part-time
With over 30million workers in the UK, speaking up or raising a concern in the workplace is crucially important to stop harm; to individuals, to organisations and to the wider public. Whistleblowing ultimately protects customers, staff, beneficiaries, and the organisation itself by identifying harm before it's too late.
Protect is the UK's whistleblowing charity and we are the leading experts in whistleblowing. We aim to stop harm by encouraging safe whistleblowing. We have advised around 45,000 people on our free, confidential advice line, trained thousands of managers, senior managers and board members and currently support hundreds of organisations to strengthen their internal whistleblowing or 'speak up' arrangements. We also campaign for better public policy and legal protection.
Protect - Speak up, stop harm
Meetings are usually held in London, currently via video conference
The Covid-19 pandemic has resulted in increased demand for Protect's Advice service with 20 % more cases in 2020 than 2019. Each year we support around 3,000 whistleblowers to raise concerns, and to understand their legal rights.
With long serving Trustees reaching the end of their terms, Protect is now seeking up to three Trustees who bring a strategic insight in one or more of the following areas:
• Experience of being a whistleblower with an interest in using that experience to support others
• Charity fundraising experience
• Experience of championing /developing a whistleblowing function within an organisation
• Financial management experience
Protect is committed to achieving greater diversity in its board, and actively encourages Black people and People of Colour, disabled people and young people, who are currently under-represented at board level, to apply.
To learn more about this unique opportunity, and to find out how to apply, please read the full appointment brief, on the Prospectus website, which can be reached by clicking on the "Apply on Website" Button.
Deadline for applications: Friday 26th February
Interviews with Protect: w/c 22nd March / w/c 29th March
More about Prospectus
We believe our clients change the world for individuals, communities and society. For over 60 years Prospectus has been working across the UK a... Read more
Job ref: HQ00178057
Tags: Advice, Information,Senior Management
Project Manager - Community Street (Fixed Term Contract)
Westway Trust is looking for a Project Manager, working closely with the Westway Trust Board, Environment Committee, Executive Team, management team and external partners to lead the Trust's Good Growth Fund project of min. £2.6 million to deliver a 'Community Street' which includes public realm improvements, illumination and animation of the trust's mile-long estate, tackling poor air quality, improving some of the Trust's buildings and assets.
This will entail the management of a range of projects, from refurbishment of Portobello Green Arcade and reinstatement of public toilets to the installation of green infrastructure and other improvements in the public realm.
You will be a highly capable project manager who is used to working in a multi-faceted organisation, dealing with multiple stakeholders, and committed to enhancing the lives of people in the local community through significant and non-tokenistic engagement and outcomes.
You will demonstrate:
Strong leadership qualities, with well-developed project management skills. A project management/Prince 2 qualification or demonstrable equivalent expertise and experience.
Excellent organisational skills, and the ability to manage a range of project elements delivered simultaneously
Experience in procuring and managing property and estate contractors and related professional services
A personable and collaborative approach, with proven experience of developing and maintaining positive relationships with a range of stakeholders, including tenants, community groups, Local Government and Board members
Adeptness at working positively and compassionately with strong stakeholder scrutiny and in some cases criticism
Excellent written and oral communication skills, a confident contributor to discussions with Trustees, the community, tenants, and stakeholders
The ability to plan and prioritise workloads and work accurately to deadlines.
Good knowledge and understanding of urban/societal issues and how green infrastructure can help to solve some of these
The ability to be flexible and adaptable in response to changing priorities
Connection to or significant understanding of the local area and its social, cultural and political heritage would be highly desirable
Commitment to living out the Westway Trust values including placing the community at the centre of all we do
Demonstrable understanding and commitment to, and promotion of equality of opportunities and diversity
The post holder will be expected to have a flexible approach to working hours. Owing to the demands of the project or events on the estate, the role may include working some evenings and weekends.
The ideal candidate will demonstrate the Trust's Values — Openness, Credibility, Reliability, and Responsibility— at all times in their work and behaviours.
More about Westway Trust
Westway Trust is a charity that was established to steward the 23-acres of space under the Westway flyover and works together with the local co... Read more
Job ref: Project Manager
Tags: Project Management,Operations
CAFOD Trustee
CAFOD has three vacancies on our Board of Trustees for committed individuals who want to contribute to our mission.
What does a trustee do?
As a trustee, you will be a custodian of our vision, mission and values. You will be actively overseeing how our strategic vision is put into action, ensuring that the resources entrusted to us are used with probity and good governance.
Your expertise will have a vital role in:
providing an external viewpoint to help the organisation maximise its potential
making a real difference to people's lives
ensuring that all decisions are taken in accordance with the Charity Commission Code of Governance.
We are looking particularly for a background of, or experience, in one of the following:
international development or emergency/humanitarian work
policy, influencing or campaigning.
We want to improve the diversity of our Board of Trustees and make it more reflective of the community that supports us. We specifically seek applications from Black, Asian, and Minority Ethnic backgrounds.
The expected time commitment for our trustees is 12 days a year. Trustees are expected to attend the four board meetings each year, including a residential weekend meeting - some may be held electronically during UK working hours.
Trustees based outside the UK are required to attend the residential meeting in person every year, and other meetings remotely.
Find out more about our current trustees
Please click on our company website to know more and apply.
Information pack for Trustees (.pdf)
More about CAFOD
We are CAFOD!
CAFOD is the official aid agency of the Catholic Church in England and Wales, and part of Caritas International. We bel... Read more
Tags: Admin
PA to CEO and Operations Coordinator
Bond is the UK network for organisation working in international development. We unite and support a diverse network of over 400 civil society organisations and allies to help eradicate global poverty, inequality and injustice.
Main purpose of the job
The role of PA and Operations Coordinator is to be responsible for providing PA support to the CEO and other directors as required; HR administration; and facilities and office management, ensuring smooth running of Bond.
PA and Governance Support
Operations and office management
At Bond, we are open to Job Share and the possibility of reduced hours, flexible working, or compressed hours.
Bond offers a competitive salary and benefits package
Please see Job Specification for full detail
To apply for thisvacancy, please send a copy of your CV and a short cover letter by midnight on Sunday 31st January 2021.
However, we may close applications early if we receive a high number of applicants.
Job Description and Person Specification (.pdf)
Job ref: VA61
Tags: Admin,Operations
At Stonewall, our vision is for a world where everyone, everywhere can be themselves. We work to ensure acceptance without exception, so that lesbian, gay, bi and trans (LGBT) people around the world can participate fully in society and enjoy lives free from discrimination. We work to do this in a way that is aligned to our values.
Stonewall has achieved many great things since we were founded in 1989, from securing legislation which allowed same-sex couples to marry, to the repeal of Section 28.
But today, over thirty years later, our work feels more vital than ever. Our research shows that life for many LGBT people is still tough - hate crime and discrimination remain commonplace at home, work, school, and in public. We also know that COVID-19 is having a particularly acute impact on LGBT people, many of whom have found themselves trapped in hostile home environments or cut off from support networks.
But there remains much to do and our Board is working to help steer the direction of Stonewall, ensure it is fit and able to meet new challenges including the current pandemic and support our new senior executive team as we build our new strategy.
We are seeking to appoint new Trustees who may have a background in a range of areas to support our work in the following areas; professional fundraising or campaigning; digital transformation; crisis communications or political management and human resource leadership. We also seek the lived experience of black people and people of colour; of trans and non-binary people; those living and working outside the capital and our straight allies.
Most important, the successful candidates will be able to embody and model Stonewall's values and behaviours - able to demonstrate understanding of both privilege and intersectionality and the challenges that face the identities and communities that Stonewall supports.
We are committed to ensuring we have a range of diverse experience on the Board. This enables us to benefit on the Board from the very diversity that we seek to achieve in society.
Panel Interviews: w/c 07 December
Tags: Senior Management
L&D Manager
A fantastic opportunity to work for a not for profit organisation on a contract basis.
The successful candidate will be responsible for the following:
-Organising all training across the organisation
-Organise the training roster to ensure there are trainers available to deliver across the organisation
-Support the design of training and ensure and sign off before being delivered
-E-learning
-Supporting volunteers and staff to deliver training
-General management
The successful candidate will have experience in the following:
-Have a background within a L&D function
-Has successfully designed/updated training for staff
-Has experience updating E-Learning platforms
-Ideally has experience line managing staff
-Able to work with trustees and board members to gain insight on the organisations values to deliver training effectively
-Is already working as a L&D Manager, or is wanting to progress.
-Natural leader
-Immediately Available
More about Page Personnel Public Sector & Not For profit
As part of PageGroup, we've been helping people find their ideal public sector and not-for-profit jobs for more than two decades – so we hope we c... Read more
Job ref: JN -012021-1998062
Tags: Training
Trustee who is a refugee
Finsbury Park, Greater London 4.5 miles
Freedom from Torture is dedicated to healing and protecting people who have survived torture. We provide therapies to improve physical and mental health, we medically document torture, and we provide legal and welfare help. We expose torture globally, we fight to hold torturing states to account and we campaign for fairer treatment of torture survivors in the UK.
We know that increased representation on our Board of people who share the experiences of the torture survivors we support will help us to:
· Ensure all our strategic and policy decisions are rooted in the lived experience of survivors;
· Be more accountable to the people we serve;
· Honour our commitment to ensuring stronger survivor voices in our governance and management, so that survivors help to set our direction of travel; and
· Challenge structural inequality and promote anti-racism in society and within our own charity.
Our Board already includes one survivor of torture who has lived experience of our services and we are seeking to build on this by recruiting a second trustee with lived experience of the asylum system, whether as a survivor of torture or other type of persecution.
As a trustee, you will be joining at an exciting time as we rollout our radical new rehabilitation model, including services that are co-designed and co-delivered with survivors, and work to promote lived experience leadership in the fight against torture and for the rights of survivors.
This is an opportunity to help shape and steer Freedom from Torture, and to support and make a real difference to torture survivors and our committed community of staff, volunteers and supporters.
You need to have first-hand experience of the UK asylum system and a commitment to our vision of a world free from torture and our core values of compassion, empowerment, hope and resolve.
· Trustees are volunteers who use their knowledge, skills and experience to guide the charity for the benefit torture survivors.
· You will be required to attend four Board meetings, four Committee meetings and occasional Board away days each year.
· Travel expenses and any child care costs will be reimbursed.
· You will be given a full induction, mentoring and ongoing support.
For more information about Freedom from Torture, please look at our website using the link provided and where you will also be able to view the application page on the job link.
To apply, you will need to submit a CV and cover letter which explains how you meet the requirements of the role and state why you wish to be a Trustee at Freedom from Torture.
Freedom from Torture is committed to exemplary safeguarding practice and we require an enhanced DBS check for this role.
Freedom from Torture is an Equal Opportunities Employer.
Tags: Advice, Information,Governance
Our partner, an award-winning organisation, focusses on a range of different areas to offer children and adults opportunities to be educated, have access to proper healthcare and wellbeing, earn sustainable livelihoods and become empowered to take their place in society as leaders. They are seeking a project accountant to take on a broad role focussing on support in developing project proposals for grants and project reporting; this role has scope for career progression once the probation period has been successfully completed.
Support in the development and preparation of budgets for donor proposals, and review the financial implications of donor contracts.
Oversee the control environment, accounting processes and restricted funds to ensure that these meet grants compliance and reporting requirements.
Produce quarterly donor and other reports
Support in the development of the annual budget for the UK office.
Prepare quarterly reports for the trustees and board members, and monthly management accounts and cashflow forecast.
Prepare the statutory accounts for filing with the Charity Commission and Companies House.
Qualified or part-qualified accountant with extensive experience in project and management accounting & reporting, specifically within the not for profit sector.
Experience of preparing statutory accounts and in year-end audit preparation, specifically experience of Charity SORP.
Experience of developing suitable controls and accounting systems.
Able to manage a varied workload with different priorities and deadlines.
Strong IT and systems skills, including Excel, Quickbooks and Salesforce.
More about Accounting for International Development
Accounting for International Development (www-afid-org-uk) offers finance professionals from around the world the opportunity to use their... Read more
Job ref: #356
Tags: Finance,Intl Development


Known for staying ahead of the curve when it comes to rejuvenation trends, Drs. Lieberman and Parikh were interviewed in March 2018 by Lauren Murrow of WIRED Magazine about the latest technologies men are using to appear younger.
In addition to Botox injections, Drs. Lieberman and Parikh highlighted the recent increase in men requesting hair transplants and getting Platelet Rich Plasma therapy to combat hair loss and thus appear younger.
Previous Previous post: Am I A Good Candidate For A Hair Transplant?


Inventive step, or non-obviousness, is a general requirement present in most patent laws, according to which an invention shall be sufficiently inventive. The sufficient inventiveness, in essence, is a proper balance between the inventiveness for encouraging innovation and the temporary monopolies conferred by the patent system. In China, to assess the inventiveness, a problem-solution analysis is conducted by applying a three-step approach1 . This article provides some practical insights with respect to how to rebut a lack-of-inventiveness rejection by looking beyond the three-step analysis.
In principle, it is desirable to set up an objective standard to evaluate the inventiveness of an invention, but in practice, subjective factors are always involved in the assessment of inventive step2. It may have a significant effect on the Examiner for granting a patent right if the applicants can grasp the key point of the invention and pertinently prepare a response to the office action focused thereon.
Inventive step of an invention means that, as compared with the prior art, the invention has prominent substantive features and represents notable progress3. To determine whether an invention has prominent substantive features is to determine, to the person skilled in the art, whether the claimed invention is non-obvious as compared with the prior art4. Regarding the criterion to assess the inventive step of an invention, the "three-step approach" must be mentioned.
In an office action, in most cases the Examiner is found to evaluate the inventive step of the claims, at least formally, in accordance with the logic of "three-step approach". However, applicants feel it's difficult to reply to it under the framework of "three-step approach". One of the main reasons lies in that: after the closest prior art is determined and the distinguishing features of the invention is determined as compared with the closest prior art, some examiners determine the technical problem actually solved by the invention on the basis of the distinguishing features instead of their technical effect and function5.
Consequently, they tend to simply consider the distinguishing features as common technical knowledge, or customary technical means, believe there is a technical motivation in the prior art, and finally reach a decision that the claimed invention does not involve an inventive step. The logic of evaluating inventive step by the "three-step approach" is substantially "backward reasoning." In other words, the Examiner first presumes that "the person skilled in the art" can be aware of the technical problem to be solved and has access to all the technical means existing before the filing date to solve the technical problem, and then determines the obviousness of the claimed invention, which trends to underestimate the inventiveness of the invention. Under such circumstances, a dispute about whether a distinguishing technical feature is a common technical knowledge or customary technical means may lead to the deadlock of both applicants and the Examiner, if applicants are confined within the framework of the "three-step approach". The most likely result is that the Examiner cannot be convinced and issues a decision of rejection.
Therefore, an experienced patent attorney must not only grasp "three-step approach" but also evaluate the inventive step of the invention as a whole beyond "three-step approach" when he drafts response to the office action related to inventive step.
On receipt of an office action, the patent attorney should first study the office action, the invention and the reference files cited in the office action carefully, try to outline differences between the invention and the reference files, and re-determine the key point of the invention referring to the closest prior art cited by the Examiner.
If the patent attorney can objectively deduce contradictions and logical errors in the office action starting from the point of view of the Examiner, more effective communications with the Examiner can be achieved and the opinion of the patent attorney shall be more easily understood and accepted by the Examiner.
In the following, we will refer to an example to explain the above mentioned analyzing approach.
An example invention application relates to mobile communication techniques, and particularly to a method for monitoring synchronized channels (SCH) of neighboring cells (NCell). The background of this invention recites that a mobile terminal (MS) needs to keep monitoring SCHs of NCells so that the MS can handover between cells. In the prior art, there is one idle frame in every 26 TDMA frames and every idle frame contains 8 time slots, and the MS reads out carrier frequencies of the NCells from idle frames, wherein the MS can read out one carrier frequency in every one idle frame. It will be readily understood that when there are too many NCells required to be read, the MS may not be able to read out the carrier frequencies of all NCells in time and thus may result in handoff failures.
To overcome the above issue in the prior art, the example application provides a method as follows.
demodulating the SCH signals of the more than two NCells that have been read."
In the office action, the Examiner cites a reference. In order to solve the problem that the SCH bit pattern can only be read within a first time slot (slot 0) of each SCH frame in the prior art, the reference proposes to include the SCH bit pattern in each time slot of each SCH frame. Thus, the SCH bit pattern can be read in any one time slot of a frame. It can be seen from the above content of the reference that the SCH bit pattern can be read in any one time slot of one frame, but not to read more than two SCH bit patterns in more than two time slots of one frame. Besides that, the reference is silent about any "neighboring cell (NCell)".
The Examiner asserts that the reference has disclosed "reading SCH signals of more than two NCells in more than two time slots" as defined by claim 1, and he believes that the difference between the reference and the present application is: reading SCH signals in one "TDMA" frame. Then the Examiner concludes that the technical problem to be solved by the above differential feature is to improve the communication quality. The Examiner further asserts that reading SCH signals in one TDMA frame belongs to common knowledge in the art, and thus rejects claim 1 for lack of inventiveness.
Now, let's try the above-mentioned analyzing approach. Firstly, we determine distinguishing technical features in view of the closest prior art; secondly, we analyze the relationships of the distinguishing technical features as well as respective functions of those technical features, so as to determine the technical problems, technical solutions and technical effects of the present application; and finally, we determine the key point of the present invention.
By comparing the whole solution of claim 1 and that of the reference, we have understood that the reference fails to disclose the feature of reading SCH signals of more than two NCells in more than two time slots of one TDMA frame. Next, based on the above feature, it can be determined that the technical problem to be solved should be: how to improve the efficiency of reading SCH signals, and consequently, as technical effects of the present application, the SCH signals of NCells can be read more efficiently. Based on the above analysis, we can confirm that the key point of the invention has been defined in the original claim 1, and therefore, it is unnecessary to amend the claims.
Based on the key point of the invention, we get back to the office action to see whether the Examiner's opinions about the correspondences of features are correct or not. On one hand, it is correct that the "SCH bit pattern" corresponds to "SCH signal" because the "SCH bit pattern" in the reference and the "SCH signal" in the present application have the same effect in their respective technical solutions and they are different terms that represent the same concept. On the other hand, however, the Examiner's opinion about reading more than two SCH bit patterns in more than two time slots of one frame is not so reasonable. This is because, although the reference discloses that the SCH bit pattern is included in each time slot of one or more frames, the SCH bit pattern still has to be read in any one time slot of one frame, which cannot be equivalent to reading more than two SCH bit patterns in more than two time slots of one frame. In fact, the reference does not disclose the above distinguishing technical feature throughout the specification at all.
In this way, we come to a conclusion that the distinguishing technical feature determined by the Examiner is inaccurate, and accordingly the alleged technical problem solved by the present invention, which is determined based on the above distinguishing technical feature, is inaccurate, too.
Now, we have been clear what is wrong in the Examiner's opinions. Next, we will analyze the Examiner's reasoning logics, and try to find the weakness in the reasoning so as to determine what should be emphasized in our arguments. By analyzing, we find that the intrinsic logic of the Examiner is likely that even if the reference fails to disclose the SCH signals of two or more neighboring cells are read in two or more time slots of the same frame, those skilled in the art can readily conceive to read SCH signals of multiple neighboring cells in multiple time slots of one frame since the reference discloses reading one SCH signal in any one time slot of one frame.
Based on the above analysis, we argued in the response that the distinguishing technical feature determined by the Examiner is inaccurate, and we emphasized that in the prior art, only one SCH signal can be read in one frame, which is also true for the reference because the SCH signal still can only be read in one time slot of one frame, although said one time slot can be any one slot in one frame, not limited to the first slot. Therefore, the reference fails to disclose "reading SCH signals of more than two NCells in more than two time slots of one TDMA frame" as defined by claim 1, and the above distinguishing technical feature does not belong to the common knowledge in the art either. The Examiner accepted our arguments and the application was granted a patent right.
In conclusion, practically, how to determine whether an application is inventive because of the subjective factors involved in the judgment of inventive step has always been a difficult point. For a patent attorney, it is far from enough to remember the provisions and steps of the "three-step approach". The patent attorney shall always keep in mind that the technical solution should be considered as a whole to determine the inventive step of the invention, which is really in conformity with the provisions and spirits of the Patent Law and the Guidelines for Patent Examination.
1. The approach consists of (1)determining the closest prior art;(2)determining the distinguishing features of the invention and the technical problem actually solved by the invention;(3)determining whether or not the claimed invention is obvious to a person skilled in the art. See the Guidelines for Patent Examination (the "Guidelines").


text:
IT NEVER ENDS: U.K. says citizens will need "booster" shots every three months FOREVER in order to manage covid
Health and Social Care Secretary Sajid Javid of Great Britain has announced plans to impose a policy of endless booster shots for all adults every three months for the rest of their lives.
Speaking before the House of Commons (watch below), Javid explained how the Joint Committee on Vaccination and Immunisation (JCVI) recently decided that the new plan is to regularly inject all adults 18 years of age and older every three months for the Chinese Virus and its many variants.
Minimum dose interval for booster jabs to be halved from 6 months to 3 months and all adults to be offered booster Covid vaccine, Health Secretary Sajid Javid confirms https://t.co/q4Clo5uc6k pic.twitter.com/jHwMeteRzU
— BBC Politics (@BBCPolitics) November 29, 2021
"JCVI published its advice in the last hours," Javid said. "First, it advised that the minimum dose interval for booster jabs should be halved from six months to three months. Second, that the booster program should be expanded to include all remaining adults aged 18 and above."
Javid went on to explain that he believes booster shots should be offered by age group "in a descending order," beginning with those "most vulnerable to the virus."
"So, priority will be given to older adults and people over 16 who are at risk," he explained.
Javid also wants "severely immunocompromised" people 16 years of age and older to receive what he described as "three primary doses" of the injection followed by a fourth booster dose.
"Finally, that children aged between 12 and 15 should be given a second dose 12 weeks from the first dose," he added.
"I have accepted this advice in full. With this new variant on the offensive, these measures will protect more people more quickly and make us better protected as a nation."
U.K. once again forcing self-isolation, face masks for Moronic variant
Javid has been pushing for months to mass inject children, by the way.
Long before the JCVI released this latest "advice," Javid was demanding that children as young as 12 be "considered" for the injections as part of a "broader perspective" approach to the plandemic.
Javid waited to get the green light from the JCVI first so he could pass the blame off to them, but everyone who has been paying attention can clearly see that he has been wanting to jab children for quite some time now.
In addition to the four times yearly injections, Javid is also eager to impose new self-isolation and face mask policies, which commenced on Tuesday in response to the new "Omicron" (Moronic) variant.
England's deputy chief medical officer Prof. Jonathan Van-Tam told a Downing Street briefing that Moronic is the "new kid on the block," and that it was "always … the case that, at some point, we are going to get a variant that gives us heightened concern."
"If vaccine effectiveness is reduced – as seems pretty likely, to some extent – the biggest effects are likely to be in preventing infections and, hopefully, there will be smaller effects in preventing severe disease," he added.
Like Javid, Van-Tam's solution to the alleged problem is "vaccine boosting," which he called "the thing we can do most easily while we wait for that science mist to clear."
Prof. Wei Shen Lim, chair of the JCVI, claims that getting injected as early as possible is the best way to get ahead of the next "wave" of the virus. The World Health Organization (WHO), not surprisingly, feels the same way.
Fake news outlets like the BBC are also perpetuating the lie that the booster shots "significantly increase the immune response" to the Fauci Flu, even though this has never actually been proven and is mere speculation.
Even so, the U.K.'s National Health Service (NHS) is working rapidly to deploy the boosters at "warp speed" to ensure that as many needles are getting into as many arms as possible.
More of the latest news about the Moronic variant can be found at Propaganda.news.
Tagged Under: booster, booster shots, COVID, depopulation, forever, genocide, pandemic, Plandemic, Sajid Javid, spike protein, three months, vaccination, vaccine wars, vaccines

redpajama_set_name: RedPajamaCommonCrawl


2. Hover over the +Add button in the bottom left-hand corner and select Account.
4. You will then be directed to the Account record once it has been created. You can now record activities, manage Opportunities, Chatter and more.


The highest quality Japanese-style, all purpose soy sauce. Star K certified Kosher. Gluten Free.
Chef Myron's Aged Shoyu soy sauce is all natural, preservative, MSG and GMO free, and is brewed from water, soybeans, wheat and salt. A yeast called koji is added which starts a fermentation and long aging process. During this fermentation the proteins of soybean and wheat, including gluten, are broken down by microbial enzymes into amino acids. (In the case of gluten, primarily glutamic acid). The gluten is sufficiently converted such that trace is less than ten parts per million.
The US FDA and the Codex Alimentarius, which is the organization authorized by the World Health Organization with defining the criteria of gluten free, have both established the Gluten Free threshold to be less than 20 ppm. Chef Myron's Aged Shoyu falls below less than half that. This allows us to certify that our Aged Shoyu soy sauce is "gluten free". This testing was done using the currently accepted standard testing methodology by a highly accredited laboratory.
Traditional Soy Sauce. The highest quality Japanese-style, all purpose soy sauce. Star K certified Kosher. Gluten Free.
Flavor: Deep, savory "Umami", mellow and full-bodied, low salt profile.
Applications: An all purpose soy sauce. Soups, sauces, gravies, meat products, poultry products, salad dressings, etc.
Ingredients: An all purpose naturally brewed soy sauce made from water, soybeans, whole wheat and salt. Preservative & GMO free.


Don't miss Stock Culinary Good's Pop-Up Store in Black Pear during starting June 7th!
Immerse yourself in an extravaganza of gift baskets by Stock Culinary Good's and shop for the perfect end-of-school- year teacher's gift while enjoying our hand-crafted coffees from Black Pear's certified barristas. These superb baskets serve as great ideas for cook-out parties and your bestie's birthday! Intrigued? To make it even better Black Pear is offering a free $5.00 gift card for every $20.00 gift card purchase to go along these marvelous gift baskets. Come and see for yourself, you'll be pleased you did!
Ellen Brown, a columnist for The Providence Journal, is one of the most versatile and respected authors and recipe developers on the American food scene. Her popular weekly cooking column is now in its seventh year and she has written more than 40 cookbooks that have won wide critical acclaim.
Brown gained the national limelight in 1982 as the founding food editor of USA Today, and is credited in the culinary field as one of the founders of the New American Cuisine movement, which was in its infancy when she designed the paper's food coverage. In 1985, she was honored by Cook's Illustrated magazine, which selected her for inclusion in the prestigious "Who's Who of Cooking in America." Profiles of her have appeared in The Washington Post, The Detroit News, Coastal Living, The Providence Journal, and The Miami Herald.
The Bloody Mary Book features 65 new and innovative recipes to surprise any party guest. What better way to own the secret to this terrific crowd-pleaser than attend Ellen Brown's book signing at Black Pear on June 15th? An event free for all! Makes the perfect gift for dad, just in time for Father's Day weekend! Pencil it down! June 15th, 5:00 pm Black Pear in collaboration with Grapes and Grains and Decadent Catering.
This Father's Day make a striking gift with one of Black Pear's signature coffee dry-rubs, along with our featured selection of BBQ gadgets and themed baskets! Just pop in, you'll be glad you did!
Something new and exciting, a true community wine dinner! Reserve your table today and be one of the less than 40 people who will join Black Pear Culinary Team, in a 4-course community dinner served with an exclusive selection of wines from the renowned local Grapes and Grains. The genuine farm-to-fork extravagant dishes will include chilled lobster, pan seared scallops and prosciutto encrusted lamb rack along with dessert and wine. Tickets are $75.00 per person and include tax and gratuity. Please call (401) 337-5895 and reserve your table.
Here at Black Pear, we highly value quality ingredients. Our fresh strawberries and other seasonal fruits are harvested in Rhode Island. We also use locally sourced ingredients for our breads baked here fresh each day. We are proud to source our ingredients locally, as much as possible, bringing you the freshest and highest quality products.


text:
Die Fleischmühle ist eine Getreidemühle an der Glems im Leonberger Stadtteil Höfingen.

Im Jahr 1526 war die Mühle in der Hand des Hans von Nippenburg aus Schöckingen. Obertonmühle war der ursprüngliche Name dieser Mühle. Nachdem die Mühle 1550 im Besitz der "Fleischmartins Witwe" war, wurde sie in Fleischmühle umbenannt. Einer der früheren Besitzer bezog zu Weihnachten einen Zins aus der Mühle. Wenn er ihn nicht rechtzeitig erhielt, schickte es seinen Knecht in die Mühle. Dieser sollte dann das Geld in einer Schüssel über der Tür und die Hühner unter der Bank vorfinden. Andernfalls hatte der Knecht das Recht, das Mühleisen auszubrechen und wegzunehmen. Die Fleischmühle brannte 1896 ab und wurde wieder neu aufgebaut.

Das historische Mühlwerk und der Mühlkanal sind bis heute vollständig erhalten. In der Fleischmühle wird das Mehl heute noch nach alter Tradition gemahlen. Die Mühle wird auch zur Durchführung von Veranstaltungen genutzt.

Siehe auch
 Glemsmühlen

Weblinks
http://fleischmühle-leonberg.de

Quellen
 Informationstafel am Glemsmühlenweg

Wassermühle in Baden-Württemberg
Bauwerk in Leonberg
Mühle im Landkreis Böblingen
Mühle in Europa

redpajama_set_name: RedPajamaWikipedia


text:
WA's top-performing high schools revealed as students don't let pandemic hold them back
By Lauren Pilat
Western Australia's top-performing schools have been revealed, with the usual suspects dominating the top 20 in what was a particularly tough year for students.
According to the School Curriculum and Standards Authority data, calculated using median ATAR scores and released on Monday, big private schools sit at the top of the tables, but public schools Shenton College (14), Rossmoyne Senior High School (16), Willetton Senior High School (18) and Mt Lawley Senior High School (20) all made the top 20 cut.
Hale School dropped three spots to sixth place with a 90.35 median ATAR, while Christ Church Grammar remained in third spot with the same score as last year and 2016, when it placed fourth with 92.50.
Christ Church produced the state's top academic, Beazley Medal winner Josh Green, while independent Jewish school Carmel College soared 22 spots up the leaderboard to 13th place after previously falling from second spot to 35 in 2019.
Presbyterian Ladies' College fell six places to 11 with 89.20. Previously the girls' school jumped an impressive 15 places from 20 in 2018 to fifth in 2019 with 90.75.
However, it was year 12 students from WA's only academically selective public school, Perth Modern, who took out the state's top scholastic achievement for the fifth year in a row.
The co-educational Subiaco school recorded a median ATAR of 97.55, compared to the state's median of 81.65.
The class of 2020 also broke another state record, with 72 of the 243-strong cohort attaining an ATAR of 99 or higher.
Perth Modern principal Lois Joll said she was incredibly proud of the "extraordinary" results.
As a public school without the resources of the most expensive private schools, Ms Joll said her best resource was talented teachers and the school's wellbeing program, which supported the students to be engaged in academics as well as the school.
It was the only public school to make the top 10.
Shenton College, which previously had been the other public school to place in the top 10, dropped to 14th place with 88.60. It was the top non-selective public school on the leaderboard.
However, a win for public education saw two schools enter the top 50 leaderboard for the first time. Comet Bay College placed 35, while Butler College came in at 39.
Education Department director general Lisa Rodgers said the results showed fantastic year-on-year improvement in the achievements of Year 12 students.
"More students than ever received their Western Australian Certificate of Education, or WACE, which is a national recognition of success and completion in senior secondary education. This positions students for success beyond school into work, training or further study," she said.
"Public schools continue to excel for students across the range of academic and vocational pathways."
Five all-girls schools padded out this year's top 10.
St Hilda's Anglican School for Girls climbed from 8th to second, Penhros College jumped from 11th to fourth, Methodist Ladies' College climbed one spot from six to five, St Mary's Anglican Girls' School was seventh, down from number four, and Santa Maria College camein at 10, up from 14th.
As the highest-ranked non-selective school, St Hilda's Principal Fiona Johnston said she was incredibly proud of the students' progress, with the 2020 cohort to be long remembered for living through a global pandemic.
"However, academic results should not be the only factor in determining a good school," she said.
"The wellbeing of the students, co-curricular activities and allowing girls to follow their passions, ultimately leads to a healthy mind and success in the classroom."
Ms Johnston said a number of St Hilda's students were offered early entry university placements before their final exams, but this did not deter their work ethic.
"We are proud of our graduates and know that whichever path they choose, they are all capable of extraordinary things," she said.
A first was achieved this year for the state's top country school, Our Lady of Mercy College, which achieved 27th spot in its first year operating.
Principal Rob Crothers said as a new school everything was a first, which meant it was a year of working very hard, especially including building a sense of community in such unprecedented times.
"We think that the ATAR rankings sit very comfortably with the achievements of our other students who have done the general pathways and VET qualifications because they've done exceptionally well also," he said.
Mr Crothers said the result set the bar for the future of the school.
"With COVID and being a new school we feel the kids have really embraced life in all of its dimensions, they've shown resilience, they've shown determination, adaptability – they're all characteristics we'd like to see in our students and they've matched it in what's been quite a challenging year," he said.
Lauren Pilat
Lauren is a casual journalist at WAtoday who reports on education and general news.


There is a process for having a title issued for older machines, as long as it has not already been done. If the seller has simply lost the paper copy, but it was transferred to their name, they can go to their local title office and get a duplicate for about $10, and it takes about 10 minutes. If they never transferred it into their name they must go to the last owner and get them to procure a duplicate. Second, you may want to get your machine registered to use Ohio's growing public off road trail systems. Insurance is another issue, insurance companies may not issue a policy if you do not have a title, or may deny a future claim if they find out you are not the legal owner.
Yeah, but the guy selling this 1999-current machine says he will give me a bill of sale and it will be easy for me to get a title, and it's so cool, and a good deal, and I really want it, and, and…!!!!!!!
Many Ohio riders are unaware of the fact that ATVs and dirt bikes have a Certificate of Title, just like a car or truck. If they have no way to contact the previous owner it will be nearly impossible to procure a title.
Both ODNR and Wayne National Forest, as well as some private parks, require the machine have a current registration and insurance to be used on the trails. After reading all that information above you still believe it will be easy to get a title if the seller does not have it?
The title is the legal documentation that proves you are the owner. If someone is selling an ATV or dirt bike and they cannot produce the title, something is wrong! If it turns out that they come looking for the machine and they have the title, you could have lost your money at best, or face criminal charges at worst. You will get a slip of paper from the BMV which you must then take to your local motor vehicle title office. Explain that you have a pre-1999 ATV or dirt bike that never had a title, and you need to have one issued. Note that due to privacy laws you will not be shown any information such as an owners name to track them down.
You may be asked for proof of ownership, or to sign an affidavit attesting that you are the owner.
In fact under section 4505.19 of the Ohio Revised Code ( as well as a couple other Ohio laws) it is in fact illegal to sell any vehicle without providing the title. The best you will get is the number of the county of residence where the owner lived when the title was last processed. If you have owned the machine for many years documentation may be hard to find, and you will need to use the affidavit.
So if you run the search on a machine that has been reported stolen there are no flags on this site to warn you. The site will only tell you if it has a title and the county where the owner of record lived when recorded.
10.04.2016 at 11:49:15 Accident, but when you might want to make a car cAP's impartial used valuation service supplies commerce.
10.04.2016 at 15:23:49 The truck left his title on the title, this has.
10.04.2016 at 11:15:23 Being of your automobile, then make.
10.04.2016 at 15:24:35 Drive, get a CarFax report, and have a mechanic inspect car pays the tremendous.


I saw this posted on Yahoo and had to copy it as I think it is so spot on. The writer is right that there are way to many clubs in Arizona and the ECNL teams fighting over players as that is revenue instead of doing hat is best for Arizona soccer and only having one team. Both of those teams mentioned below (I think) are watered down and should be one team, without a roster of 25 and only have the best players represent Arizona. This goes for the boys and girls teams, limit how many teams one club can have, maybe a total of 10-12 boys and girls teams through state level competition maximum. There are players on one of the ECNL teams who were marginal players on my kids club team the last few years. Heck one player who made the ODP team was a "last 3 on one of my kids teams, but if you want to pay the fees and do all of that travel to play 10 minutes so you can boast your kid plays on that team, more power to you. It isn't all about talent, it is about handing over that check.
"If they want to make an impact in player development they need to cap the club teams based on population of players. In Arizona club teams have popped up everywhere for one purpose, making $$$. Thus players go to different teams as they perceive starting on a clubs top team is better than being a bench player on another team so what has happened is there is so much parody in general that all teams have similar records, no real standout teams are present and development stalls. Year to year these parents switch what teams their kid is on in the "grass is greener" mindset,then discover it is the desert- and they switch again.
There are 2 ECNL teams for the under 16 girls age group, they both lose or tie to state level teams and struggle out of state-thus the top talent is not on those teams. Consolidate these teams to half of what is out there and then they can compete against the California, Texas and Eastern teams.
Headers, yeah good coaching can help that.


Enjoy a day tour to Giza pyramids & great Sphinx before visiting the Egyptian Museum which hosts the treasure room of the king Tutankhamen and the largest amount of pharaonic antiquities.
Pick up from the hotel in Cairo by our English speaking representative. Visit one of the seven wonders of the world (the Pyramid of Cheops, the first and great Pyramid of King Jufu), the visit includes the other Pyramids of Giza: Kefrén (the second Pyramid attributed to King Khafraa, son of King Jufu) and Micerinos (the third and smallest Pyramid of King Mycerinus, son of King Jafraa and grandson of King Jufu) The Sphinx (with its half lion and half of Pharaoh) and Temple of the Valley, the tour ends with a magnificent visit to the Egyptian Museum, which contains the largest collection of monuments from the pharaonic era of Ancient Egypt, as well as a room that includes the treasures of Tutankhamun. Back to the hotel.
All transfers in a private vehicle with air conditioning.
All the entrances to the mentioned tourist places.
Entrances to the interior of the Pyramids and the Mummies Room in the Egyptian Museum.
Tips, drinks, personal expenses or extras not mentioned in the program.


Will you speak to one or two classes?
Is your visit part of a career day at school where others are coming in to describe their occupations as well?
Is your visit being used to emphasize experiments that demonstrate "fun with science"?
Is your visit being used as part of a science unit on the topic of physics?
20 minutes before the target class time?
Will there be time available to set-up in the classroom?
Would the teacher like a short biography to introduce you to the class?
Check the contents of your suitcase, print out the flyers, print a transparency of the flyer to use on the overhead projector, and take some time to practice, even if you simply run through the presentation in your mind. If you have a laser pointer, you might bring it along, but be careful not to share it with anyone or leave it where it can be "borrowed".
This site was last updated June 3, 2005.
This site is maintained by the Center for Optics Manufacturing.


text:
Joey Votto: Rookie of the Year?
Chad Dotson
I'd love to see Joey Votto win National League Rookie of the Year, and he's making a great case for the honor. I just can't see him winning, but what an outstanding rookie year this kid has had.
Yeah, we're all frustrated at this crappy organization, but Joey Votto is one of the great big bright spots. I'm glad he's a Red.
New Reds bloggers
God Bless Pete (we need a tag for this)
Blame Chad for creating this mess. Chad launched Redleg Nation in February 2005, and has been writing about the Reds ever since. His first book, "The Big 50: The Men and Moments That Made the Cincinnati Reds" is now available in bookstores and online, at Amazon, Barnes & Noble, and wherever fine books are sold. You can also find Chad's musings about the Cincinnati Reds in the pages of Cincinnati Magazine. You can email Chad at [email protected]
Baseball Is Life: Developed Over Lifetimes
Mary Beth Ellis
Reds Fall in Walk-Off Fashion 6 to 5 to Pirates
Jeff Carr


text:
Marie-Bernard Gillioz Praz, née Gillioz, à Saint-Léonard le , est une œnologue valaisanne connue pour avoir mis en œuvre la production intégrée dans son vignoble.

Biographie
Marie-Bernard Gillioz Praz vient d'une famille vigneronne de huit enfants. À la fin de ses études secondaires, elle obtient une maturité pédagogique à l'école normale de Sion. Elle enseigne en Valais pendant deux ans puis à Veyrier dans le canton de Genève où elle reste huit ans.

La formation
Désireuse de rentrer au pays et de travailler la vigne, elle se bat pour obtenir la possibilité de suivre la formation d'oenologue à l'École d'ingénieurs de Changins. Bien que cette formation ne soit pas destinée aux femmes, Marie-Bernard Gillioz sait convaincre de son intérêt et suit cette formation au début des années 1980. Elle fait également ses premiers pas dans des entreprises viticoles pourtant peu enclines à engager des femmes. Jacques Guhl lui fait confiance et elle devient métral, responsable des cultures du domaine Bonvin à Sion. Dans le même temps, elle travaille au laboratoire d'œnologie d'Olivier Joris à Chamoson, un passionné de viticulture sans traitements chimiques.

Comme de nombreuses femmes de son époque, désireuses de poursuivre leur carrière professionnelle après leur maternité, Marie-Bernard mène de front l'éducation de ses trois enfants avec sa passion pour la vigne. Elle appartient à la génération des pionnières de la viticulture féminine en Valais avec Corinne Clavien-Defayes, Madeleine Gay et Marie-Thérèse Chappaz.

Le vignoble
Après un séjour de deux ans aux États-Unis, elle constitue son propre vignoble dans la région de Sion, sur la colline de Valère et Tourbillon ; elle crée sa propre cave à Grimisuat en 1992. De conception écologique, sa cave utilise la gravité et refroidit le vin grâce à la température extérieure. Marie-Bernard Gillioz appartient au premier groupe de viticulteurs en Valais désireux d'utiliser les moyens naturels aussi bien dans leur vignoble que dans leur cave. Elle refuse d'utiliser les herbicides, les pesticides et les insecticides ; elle collabore avec la station ornithologique de Sempach pour permettre le retour des oiseaux des vignes. Avec les membres de Vitival créée en 1989, elle essaie de comprendre le climat, le terroir, les oiseaux et les animaux qui représentent l'environnement dans lequel la vigne trouve son épanouissement. Elle devient la première femme présidente de Vitival et occupe cette fonction de 2003 à 2009. Cette association compte  en 2018 qui participent à l'amélioration de l'environnement dans la vigne.

Reconnue à plusieurs reprises pour la qualité de ses vins, la cave de Marie-Bernard Gillioz est réputée au-delà des frontières cantonales.

Références

Personnalité valaisanne
Naissance en août 1954
Naissance dans le canton du Valais
Personnalité suisse de la viticulture


African countries and its people celebrate annually to mark a day called Independence Day. It is the day that each African country respectively had established its own statehood-conventional governance.
The question coming into minds of many African independent thinkers is what is the significant of this Day? Should we have to celebrate? And why? Is it a day of happiness and achievement or a day of honoring our past colonizers?
No doubt, it has a great meaning for European invaders as it does and will preserve their footprints in African continent. Not only that, but the offspring of west European colonizers of Africa are rejoicing each and every year the legacy and honors their grand-parents left for them which is Africa was a dark place and made them inhabitable place.
On the contrary my fellow African brothers and sisters believe that it is a day of happiness and honoring their great –grand parents who fought for their freedom and dignity. Well, If it's not true that European perpetrators don't joy and consider a day of recognition and thanksgiving, why shouldn't they be angry at and respond to at least in a diplomatic reaction.
For example, my home country Somalia, despite the incomprehensible magnitude of human tragedy taking place on a daily basis, people still go to the streets to celebrate this Independence Day. Not to mention, millions of dollars spend on this occasion while millions of people are dying for hunger and treatable diseases.
Some people wonder why Africans don't commemorate days that reflecting their culture, history and religions. Interestingly, we have our own important days like any nations and societies, eg. Charismas day, Good Fridays, Eid days and Heritage day but we undervalue them due to relentless bombardment of other peoples' culture. Unfortunately, this happened because our incompetent leaders, so call African elites and western indoctrinated who consider themselves academics never taught people days that have significant and relevant to their culture and beliefs.
In my opinion it shouldn't be celebrated at least for two good reasons: firstly, it is acknowledgment of the crimes committed by west Europeans people and thanking the living grand children. Secondly, it is humiliation to us by admitting –we were nothing before you. And we could better spend that money on somewhere rather useful such as hospitals, schools and other public infrastructures. Hence I do believe it is vital to teach students as part of nations' history.


text:
Ant Engineering: A liquid and a Solid?
By Interesting Engineering
Researchers at Georgia University discovered fascinating features in the fire ant species including their incredible buoyancy, and tendency to act as a fluid and solid which could see potential applications in modern material engineering.
Ants are peculiar creatures, outnumbering humans one million to one. Ants engineer intricate homes with airways, waterways, hospitals and more. Even more intriguing are fire ants, specifically the way they interact with one another, and the environment. As a single unit, fire ants possess all the generic nifty things the rest of the species can do; they are strong and still serve under a queen. But as a unit, fire ants demonstrate peculiar feats such as becoming a live raft, acting as a fluid, while also acting as a solid material.
The ants are remarkably social, relying on each other for their own survival. When together, the ants act as a single unit, comparable to a liquid, or as Georgia Tech describes, like ketchup. When a penny was dropped onto the collection of ants, the insects temporarily disconnected their grasps on one another to allow the penny to flow right through the colony, then self-assembled again after the coin passed.
The collection of ants have the ability to change shapes and act in different ways based on the tasks at hand to better interact with the environment. Water to a single ant is often deadly, but to the fire ants, it can be a great method of transportation. When floodwaters hit, the ants self-assemble into a "solid" mass that has incredible buoyancy which keeps them above the water, high and dry (unless they, of course, are the ones on the bottom). The ants have also been known to build bridges and span gaps many times the length of their own size.
"It's not unlike ketchup,"
Says Alberto Fernandez-Nieves, a professor in the School of Physics.
"The harder you squeeze, the easier it flows. But with ants, this happens much more dramatically than with ketchup."
Research conducted at the Georgia Institute of Technology claims the ants can pull off these magnificent feats because the insects act like as a liquid and solid simultaneously- superfluid ants if you will. The ants were put inside a rheometer (see picture below- essentially a device that tests the solid and liquid properties of foods) where they were spun at constant speeds from about 0.0001 rpm up to about 100 rpm. It was discovered by researchers that when spun at higher speeds, the behavior of the live ants was similar to that of the dead ants: under higher forces, the ants let go and played dead despite having the strength to hold on much longer (don't worry, they were okay). It was discovered the ants did this in order to protect the other ants from becoming injured or killed under the forces, despite wanting to stick together as a colony.
Ants in the rheometer, a machine that tests the solid-like and liquid-like response of materials [Image Source: Georgia Tech]
"Ants seem to have an on/off switch in that they let go for sufficiently large applied forces,"
Says David Hu, another professor from George W. Woodruff School of Mechanical Engineering.
"Despite wanting to be together, they let go and behave like a fluid to prevent getting injured or killed."
The same mechanism was discovered in the penny drop experiment. Ants flowed around the coin to allow it to sink to the bottom where it can cause no harm. However, when the ants were (scientifically) poked, they respond like a spring and quickly return to their original shape, demonstrating aspects generally atributed to solid rubber like substances.
Ants acting as a solid, springy material [Image Source: Georgia Tech]
"This is the hallmark of viscoelastic behavior,"
Said Fernandez-Nieves.
"The ants exhibit a springy-response when probed at short times, but behave fluid-like at longer times."
It was determined that ants are equally solid and liquid-like. Allowing them to adapt in different environment scenarios, giving them an advantageous edge with their dual specialities.
Ants acting as a liquid and solid while some "flow" out from the bottom as some remain "solid" - Similar to a non-Newtonian fluid [Image Source: Georgia Tech]
"Remarkably, the observed behavior is similar to what is seen in materials that are not alive, like polymer gels right at the point when they become a gel,"
"This is quite puzzling, and we are now performing many more experiments to try and understand where these similarities arise from and how much they can be pushed. Doing this will hopefully extend our current way of thinking about materials, that like the ants, are active and thus out-of-equilibrium. There is much more interesting work we plan on doing with ants."
The puzzling feature of ants is comparable to maximizing the most out of a jello package. At the max point, it would be somewhat solid, but also somewhat liquidy. The jello is similar to the properties of the ants, acting as a solid and a liquid. But perhaps the most perplexing thing about ants is the way they conform after being split in half.
"They're like liquid metal – just like that scene in the Terminator movie."
Says Hu, who claims the flexibility of the ants allows them to enjoy the best of both sides and take advantage of many situations. Instead of splitting off and dispersing, the ants work together and allow passage of materials and then reconect to create a "solid" mass.
[Image Source: Georgia Tech]
Ants have the ability to act as a liquid, but also have the ability to float like a solid raft. Current studies are trying to determine if the abilities of ants can be attributed and recreated in other materials to create self-assemble and self-heal properties which could see applications in many areas including robotics and military sectors. For now, the mysterious surprising little creatures remain an engineering marvel with their ingenious survival techniques that one day soon, human engineers may be able to recreate.
SEE ALSO: Cooperative Robots Scale Walls Like Ants
Written by Maverick Baker
5 Major Controversies and Challenges in Engineering
Christopher McFadden
Biomineral Body Armor Shields Leaf-Cutter Ants in Deathmatches, Says Study
Brad Bergan
Solid Fuel Ramjet Engine Tests to Extend Artillery Range More Than 60 Miles
The Engineering Behind Chand Baori and Other Famous Stepwells


text:
TCF Hosts Teleconference to Discuss 2003 Second Quarter Earnings on July 16 At 10:00 a.m. CDT
Company Release - 7/1/2003 2:46 PM ET
WAYZATA, Minn., July 1 /PRNewswire-FirstCall/ -- TCF Financial Corporation (TCF) (NYSE: TCB) is hosting a teleconference to discuss its 2003 second quarter financial results on Wednesday, July 16, 2003 at 10:00 a.m. CDT. TCF Chairman and Chief Executive Officer, William A. Cooper, is hosting the teleconference and will be joined by other TCF executives. If you would like to listen to TCF's live teleconference, please dial (800) 642-1385. To listen to the replay of TCF's teleconference, please dial (800) 642-1687 and enter conference ID # 1426858 during the following dates and times:
Replay begins two hours after the call is completed on Wednesday,
July 16th and will be available through Friday, July 25th.
TCF's teleconference will also be webcast live at TCF's website, www.tcfexpress.com . The link to TCF's live webcast can be found within the investor relations section of TCF's website by clicking on the Audio button. The teleconference will be archived for replay on TCF's website.
TCF is a Minnesota-based national financial holding company with $12.1 billion in assets. TCF has more than 390 banking offices in Minnesota, Illinois, Michigan, Wisconsin, Colorado and Indiana. Other TCF affiliates provide leasing and equipment financing, mortgage banking, brokerage, and investments and insurance sales.
SOURCE  TCF Financial Corporation
-0-                             07/01/2003
/CONTACT:  Jason Korstange, +1-952-745-2755, or Patricia L. Quaal,
+1-952-745-2758, both of TCF Financial Corporation
/Company News On-Call:  http://www.prnewswire.com/comp/840750.html /
/Web site:  http://www.tcfexpress.com /
(TCB)
CO:  TCF Financial Corporation
ST:  Minnesota, Colorado
IN:  FIN
SU:  CCA MAV
AM-CM
-- CGTU073 --
3462 07/01/2003 14:46 EDT http://www.prnewswire.com
The information that is on or available through this site speaks only as of the particular date or dates of that information. We do not guarantee the accuracy or completeness of information on or available through this site, and we are not responsible for inaccuracies or omissions in that information or for actions taken in reliance on that information. TCF Financial Corporation does not undertake an obligation, and disclaims any duty, to update any of the information on or available through this site.
Corporate Social Responsibility Report
As-Reported Financials
Stock Purchase Program
IRS Forms 8937
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