Comparison of fundraising in UK and Netherlands Six Dutch students have compared fundraising in the UK and the Netherlands for their graduation assignment.Six Leisure Management students at the Netherlands Institute for Tourism and Transport Studies in Breda, Holland, have completed a research project comparing fundraising in the UK and in Holland.The report looked at the history of fundraising in each country, the sources of funds, the existence of consultants, legal regulations, volunteering, attitudes to giving, and many other issues. Advertisement Howard Lake | 21 December 2000 | News AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving. 16 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis The final report is 175 pages long and is available as an Adobe Acrobat PDF (312 Kb) from UK Fundraising.
35 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Howard Lake | 10 May 2011 | News Tagged with: Charities Aid Foundation Finance Scottish charities can now pay in funds over-the-counter to their CAF Bank accounts at any of the 320 Scottish branches of RBS. The service is part of a deal between CAF Bank, the not-for-profit bank owned by the Charities Aid Foundation (CAF), and the Royal Bank of Scotland (RBS).The deal with RBS mirrors a similar arrangement CAF Bank has with HSBC for charities in England and Wales.Recently CAF Bank announced a debit card which enables charity staff cardholders to pay for goods and services from their CAF Cash Account in person, over the telephone, and online, in the UK and overseas. In addition cash can be drawn at ATMs bearing the MasterCard acceptance mark.www.cafonline.org/banking CAF Bank extends services to Scottish charities AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving.
News Help by sharing this information October 2, 2020 Find out more Receive email alerts RSF_en Gopolan Nair was sentenced in the lower court to three months in prison. It is not the harshest penalty for “insult” under Article 228 of the criminal code but the severest sentence under Chapter 228 on insult and physical injury under the Emergency Act. Gopolan Nair faced one year in prison and a 5,000 dollars fine—————–Reporters Without Borders condemns the three-month prison sentence which a Singapore court imposed yesterday on blogger Gopalan Nair for insulting a high court judge in a blog entry. A Singaporean lawyer who became a US citizen in 2005, Nair plans to file an appeal on 20 September, the day he is due to begin serving his prison sentence.“This sentence is disproportionate,” Reporters Without Borders said. “Nair was given the severest sentence possible under the criminal code for insult. We urge the judicial authorities to be reasonable and to reverse this decision to send a blogger to prison.”Nair’s trial under article 228 of the criminal code began on 10 September. He defended himself.During the first hearing, Nair denied allegations that he had sent emails to Belinda Ang, the high court judge he was accused of insulting, and to another judge. “What I wrote on my blog is addressed to the whole world,” he said. He also accused the police of taking his notebook containing the password to his email account and blog.Nair, 58, was arrested in Singapore on 31 May under article 13 (d) of the Miscellaneous offences Act) and was charged four days later with “sedition” (http://statutes.agc.gov.sg/) for criticising Ang and another judge, Lai Siew Chiu, for their handling of a defamation case that resulted in Chee Soon Juan, the head of the opposition Singapore Democratic Party, spending 12 days in prison (and his sister, Siok Chin, spending 10 days in prison).Nair was freed on bail on 5 June pending trial. His blog is still accessible in Singapore. SingaporeAsia – Pacific Organisation SingaporeAsia – Pacific October 15, 2020 Find out more Singaporean website prosecuted over election coverage RSF’s denounces Singapore’s disregard of press freedom ahead of its Universal Periodic Review Follow the news on Singapore News September 18, 2008 – Updated on January 20, 2016 Blogger Gopalan Nair gets three months in prison for insulting judge News to go further News Coronavirus: State measures must not allow surveillance of journalists and their sources April 10, 2020 Find out more
WhatsApp Twitter Twitter WhatsApp By Digital AIM Web Support – February 3, 2021 Previous articleOuster Signs Multi-Year Supply Agreement with Lux ModusNext articleTony Romo Plays in Super Bowl Digital AIM Web Support Pinterest Facebook Facebook Silgan Announces New Senior Secured Notes Offering Local NewsBusiness Pinterest STAMFORD, Conn.–(BUSINESS WIRE)–Feb 3, 2021– Silgan Holdings Inc. (Nasdaq:SLGN), a leading supplier of sustainable rigid packaging solutions for consumer goods products, announced today that it plans to offer $500 million aggregate principal amount of new senior secured notes maturing in 2026, subject to favorable market conditions. The notes will be guaranteed on a senior secured basis by the U.S. subsidiaries of Silgan that guarantee obligations under Silgan’s senior secured credit facility. Silgan plans to use the net proceeds from this notes offering to prepay a portion of its outstanding term loans under its senior secured credit facility. The notes being offered by Silgan will not be registered under the Securities Act of 1933, as amended, or the Securities Act, or under any state securities law and may not be offered or sold in the United States absent registration or an applicable exemption from registration under the Securities Act and applicable state securities laws. The notes will be offered only to qualified institutional buyers under Rule 144A and outside the United States in compliance with Regulation S under the Securities Act. This press release does not constitute an offer to sell any security and shall not constitute an offer, solicitation or sale in any jurisdiction in which such offering would be unlawful. Silgan is a leading supplier of sustainable rigid packaging solutions for consumer goods products with annual net sales of approximately $4.9 billion in 2020. Silgan operates 110 manufacturing facilities in North and South America, Europe and Asia. The Company is a leading supplier of metal containers in North America and Europe for food and general line products. The Company is also a leading worldwide supplier of dispensing systems and metal and plastic closures for food, beverage, health care, garden, home, personal care and beauty products. In addition, the Company is a leading supplier of plastic containers for shelf-stable food and personal care products in North America. Statements included in this press release which are not historical facts are forward-looking statements made pursuant to the safe harbor provisions of the Private Securities Litigation Reform Act of 1995 and the Securities Exchange Act of 1934, as amended. Such forward-looking statements are made based upon management’s expectations and beliefs concerning future events impacting the Company and therefore involve a number of uncertainties and risks, including, but not limited to, those described in the Company’s Annual Report on Form 10-K for 2019 and other filings with the Securities and Exchange Commission. Therefore, the actual results of operations or financial condition of the Company could differ materially from those expressed or implied in such forward-looking statements. View source version on businesswire.com:https://www.businesswire.com/news/home/20210203005579/en/ CONTACT: Robert B. Lewis (203) 406-3160 KEYWORD: UNITED STATES NORTH AMERICA CONNECTICUT INDUSTRY KEYWORD: PACKAGING MANUFACTURING STEEL SOURCE: Silgan Holdings Inc. Copyright Business Wire 2021. PUB: 02/03/2021 09:00 AM/DISC: 02/03/2021 09:01 AM http://www.businesswire.com/news/home/20210203005579/en TAGS
365 additional cases of Covid-19 in Republic Google+ 75 positive cases of Covid confirmed in North WhatsApp Man arrested on suspicion of drugs and criminal property offences in Derry Facebook Twitter Twitter Further drop in people receiving PUP in Donegal Facebook RELATED ARTICLESMORE FROM AUTHOR Google+ Former Northwest MEP Pat the Cope Gallagher says he has made no decision on whether or not he will put himself forward to run in the next general election.There has been a number of names mentioned who could run alongside Deputy Charlie McConalogue for Fianna Fail in the next General Election.And the former Fianna Fail Minister has been tipped to run in the new five seat Donegal constituency.When asked would he be putting himself forward, Pat the Cope was staying tightlipped:Audio Playerhttp://www.highlandradio.com/wp-content/uploads/2015/02/copeundecided.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume. By News Highland – February 3, 2015 Previous articleTransport Minister says government remains committed to the A5Next articleMan arrested following Derry drug seizure News Highland Pinterest WhatsApp Pat the Cope “undecided” about another Dail bid Homepage BannerNews Main Evening News, Sport and Obituaries Tuesday May 25th Gardai continue to investigate Kilmacrennan fire Pinterest
News UpdatesCentre Extends Term Of Justice (Retd.) Bansi Lal Bhat As Officiating Chairperson Of NCLAT [Read Notification] LIVELAW NEWS NETWORK17 Sep 2020 6:33 AMShare This – xThe Central Government has once again extended the term of (Retd.) Justice Bansi Lal Bhat as the Chairperson (Officiating) of the National Company Law Appellate Tribunal (NCLAT), for one month. In a notification issued to this effect it is intimated that he shall hold that office upto October 16, 2020. He was appointed to the said office on March 12, 2020 and took charge on March…Your free access to Live Law has expiredTo read the article, get a premium account.Your Subscription Supports Independent JournalismSubscription starts from ₹ 599+GST (For 6 Months)View PlansPremium account gives you:Unlimited access to Live Law Archives, Weekly/Monthly Digest, Exclusive Notifications, Comments.Reading experience of Ad Free Version, Petition Copies, Judgement/Order Copies.Subscribe NowAlready a subscriber?LoginThe Central Government has once again extended the term of (Retd.) Justice Bansi Lal Bhat as the Chairperson (Officiating) of the National Company Law Appellate Tribunal (NCLAT), for one month. In a notification issued to this effect it is intimated that he shall hold that office upto October 16, 2020. He was appointed to the said office on March 12, 2020 and took charge on March 15, for a period of three months. His tenure was thereafter extended by the Central Government for a further period of three months with effect from June 15, 2020. Recently, the Delhi High Court had issued notice to the Ministry of Corporate Affairs and the Registrar of NCLAT in a plea challenging his appointment as such. The Petitioner, Advocate Fozia Rahman, is aggrieved by the fact that the Central Government has not appointed the senior most member of the NCLAT as its officiating Chairman. As per NCLAT’s website, Justice Bhat enrolled as an Advocate with the Bar Association of Srinagar in 1975 after obtaining his law degree from the University of Kashmir. He practiced in Civil, Criminal and Revenue Courts until selection in KCS Judicial in 1982. He was promoted as a Sub Judge in June 1989 and served as the CJM, Jammu till his induction in the Higher Judicial Service in August 1999, whereafter he served as Principal District and Sessions Judge in both Jammu and Srinagar besides at Poonch, Reasi and Kathua. He also served as Presiding Officer of Motor Accidents Claims Tribunal, Jammu for a year and as Special Judge Anti-Corruption, Jammu for two tenures. He was appointed as Special Judge of the newly created Anti-Corruption Court for trial of CBI cases in August 2011 where he served till his elevation as an Additional Judge of the J&K High Court on March 8, 2013. He was made a permanent judge of the J&K High Court in September 2014 and was appointed as the President of J&K State Consumer Disputes Redressal Commission in December, 2016; but had to resign after 19 days as he was appointed as Judicial Member in the newly set up Armed Forces Tribunal, Regional Bench Srinagar at Jammu. Later, in 2017, he resigned from the position after being appointed as Judicial Member of National Company Law Appellate Tribunal, New Delhi on October 17, 2017. Click Here To Download Notification Read Notification Subscribe to LiveLaw, enjoy Ad free version and other unlimited features, just INR 599 Click here to Subscribe. All payment options available.loading….Next Story
Brenda Griffies (MEXICO BEACH, Fla.) — Hurricane Michael left a trail of destruction in its wake after making landfall on the Florida Panhandle Wednesday.The power of the fierce Category 4 storm is evident in dramatic footage showing demolished homes and submerged neighborhoods.ABC News meteorologist Ginger Zee saw a devastating storm surge in Mexico Beach, Florida, topple a house from its foundation.Zee was in the eye wall of the storm for more than an hour, with conditions were so bad that she and her team lost the ability to broadcast.“All I can see is devastation,” Zee said on ABC News’ live broadcast.On Thursday, Zee posted this photo of the aftermath in Mexico Beach, writing, “Finally have service and will try to tweet the photos I am able to as I know many of you are desperate to know what’s left. Survivors gave me numbers to call and I have. Powerful phone calls telling their loved ones they are alive.”Video from Apalachicola, Florida, shows dozens of abandoned vehicles submerged in water and other destruction left in the wake of the storm.The winds were so strong they tore down a canopy over a Texaco gas pumping station in Inlet Beach.In Panama City, a massive metal pole holding up a billboard toppled over, crushing a building below it.The winds were strong enough to pierce the windshield of a car in Panama City Beach.One building, seen in a photo posted by ABC affiliate WBMA-TV from Tuscaloosa, appears to have crumbled beneath the hurricane’s 150 mph winds.Northwest Florida Daily News reporter Annie Blanks tweeted video footage of seawater flowing inside the Dewey Destin’s seafood restaurant near Mexico Beach.The Lanark Fire Department tweeted video of a terrifying storm surge creeping up the shore, bringing seawater into a carport of a beachfront home.Strong waves overtook a boat ramp to Choctawhatchee Bay at Legion Park, a video posted to Instagram by Lars Rygaard shows.Richard Fausset, and Atlanta-based reporter for The New York Times, posted a photo of a group of people huddling in a storage closet at his hotel in Panama City.Fausset wrote that the “whole hotel is shuddering” like an earthquake.Workers at the Walton County Animal Shelter were seen comforting dogs and cats up for adopting as they ride out the storm.Michael is the strongest hurricane to strike the Florida Panhandle since the mid-1800s, according to FEMA.After pummeling Florida, Michael barreled through Georgia. In Paulding County, Georgia, a road was left sliced in two.The storm is quickly moving north on Thursday, through the Carolinas and beyond.Copyright © 2018, ABC Radio. All rights reserved.
ABC News(PHOENIX) –Snow, rain and wind have slammed into the Southwest as the Plains and Upper Midwest brace for a blizzard.And on Sunday — one of the biggest travel days of the year — the Northeast is forecast to see a snowy mix on its roadways.The latestFlagstaff, Arizona, is buried under 9 inches of rain this Black Friday.The state is also recovering from major rainfall and damaging winds.And in the mountains near San Bernardino, California, east of Los Angeles, tens of thousands were without power Friday amid massive amounts of snowfall.The forecastOn Friday, the rough weather is moving east, bringing snow from the Rockies to the Midwest, and the storm will intensify Friday night into Saturday,Blizzard warnings have been issued across parts of Nebraska, South Dakota, Wyoming and Minnesota.By Saturday afternoon, the ongoing blizzard will make traveling very dangerous across the northern Plains and upper Midwest.Northern Minnesota, northern Wisconsin and the Upper Peninsula of Michigan will be especially hard-hit.Duluth, Minnesota, is forecast to see 12 to 20 inches of snow and wind gusts up to 40 mph. Minneapolis may get 6 to 9 inches of snow and 40 mph wind gusts.Meanwhile, severe storms are expected in the South on Saturday. Louisiana, Arkansas, western Mississippi and some of eastern Texas could get damaging winds, tornadoes and large hail.On Sunday — one of the biggest travel days of the year as families head home from Thanksgiving — the storm heads to the Northeast.Much of the Northeast, including New England, will likely get snow. Pennsylvania, New Jersey and southern New York are expected to get a wintry mix, making the roadways extra treacherous.Copyright © 2019, ABC Radio. All rights reserved.
Employersstill have time to respond to the EOC’s draft code of practice on equal pay,which will be taken into account by tribunals in assessing claims. Here is itsguidance on conducting an equal pay review Tackling the gender pay gap reduces the risk of litigation. It can alsoincrease efficiency by attracting the best employees, reducing turnover,increasing commitment, and cutting absenteeism. Pay is one of the key factorsaffecting motivation and relationships at work. It is therefore important todevelop pay arrangements that are right for the organisation and that rewardemployees fairly. Providing equal pay for equal work is central to the concept of rewardingpeople fairly for what they do. While employers are not required by law tocarry out an equal pay review, the Equal Opportunities Commission coderecommends them as the most appropriate method of ensuring a pay system deliversequal pay free from sex bias. Essential features of equal pay reviews Employers are responsible for providing equal pay and for ensuring paysystems are transparent. Pay arrangements are frequently complicated and thefeatures that can give rise to sex discrimination are not always obvious. Astructured pay system is more likely to provide equal pay and is easier tocheck than a system that relies primarily on managerial discretion. Acasprovides basic advice on the various different types of pay systems and on jobevaluation (www.acas.org.uk). Whatever kind of review process is used, theessential features are the same, which are to: – Compare the pay of men and women doing equal work – Explain any equal pay gaps – Close those gaps that cannot satisfactorily be explained on grounds otherthan sex These features are the same whatever the size of the organisation. An equal pay review is not simply a data collection exercise. It entails acommitment to put right any sex-based pay inequalities and this means thereview must have the involvement and support of managers with the authority todeliver the necessary changes. The validity of the review and success ofsubsequent action taken will be enhanced if the pay system is accepted both bythe managers who operate the system and by the employees. Employers shouldtherefore aim to secure the involvement of employees and, where appropriate,their representatives, when carrying out an equal pay review. Carrying out a voluntary equal pay review The EOC recommends a five-step model: – Step 1: Decide the scope of the review and identify the data required – Step 2: Determine where men and women are doing equal work – Step 3: Collect pay data to identify equal pay gaps – Step 4: Establish causes of any significant pay gaps and assess thereasons for these – Step 5: Develop an equal pay action plan or review and monitor thesituation Step 1: In scoping the review employers need to decide: – Which employees are going to be included. It is advisable to include allemployees deemed to be in the same employment – What information will be needed. Employers will need to collect andcompare broad types of information about all the various elements of pay andpersonal characteristics of each employee – that is whether male or female,what relevant qualifications they have to the job; what hours they work andwhen and where they work these; their length of service; and so on. Theinformation will vary depending on the type of organisation, its pay policiesand practices and scope of the review – Who should be involved in carrying out the review? An equal pay reviewrequires different types of input from people with different perspectives. Theywill need a knowledge and understanding of the pay and grading arrangements;any job evaluation schemes; and payroll and HR systems. It can also be helpfulto have someone with an understanding of equality issues, such as men and womenbeing segregated into different types of work – When to involve the workforce. Employers need to consider when to involvethe trade unions or other employee representatives – Whether expert advice is needed. Employers may also wish to considerwhether to bring in outside expertise. Acas can provide practical, independentand impartial advice on the employee relations aspects of equal pay reviews – As a matter of good practice, employers may also want to look at pay byethnicity and disability, or age, as well as gender. It may first be helpful toconsider the quality of information available and whether it is adequate forcarrying out a wider review. It may also be appropriate to seek advice from theCommission for Racial Equality and the Disability Rights Commission. Public sector organisations obliged by the Race Relations (Amendment) Act2000 to adopt an Equality Scheme should ensure the pay review deals with anypay gaps between workers from different ethnic groups as well as genderdifferentials. Step 2: Employers need to do one or more of the following checks: – Whether men and women are undertaking ‘like’ work – Work rated as equivalent – Work of equal value These checks determine where men and women are doing equal work. They arethe foundation of an equal pay review (Reference manual p20). Employers who do not have analytical job evaluation schemes designed withequal value in mind will need to find an alternative means of estimatingwhether men and women are doing equal work. The EOC Equal Pay Review Kitincludes suggestions on how this can be achieved. Employers who do use suchschemes need to check their scheme has been designed and implemented in such away that it does not discriminate on grounds of sex. Step 3: Employers need to collect and compare pay information for men andwomen doing equal work by: – Calculating average basic pay and total earnings – Comparing access to and amounts received of each element of the paypackage To ensure comparisons are consistent, when calculating average basic pay andaverage total earnings for men and women separately, employers should do thiseither on an hourly basis or a full-time salary basis (grossing up or down forthose who work fewer, or more, hours – excluding overtime – per week than thenorm). Employers then need to review the pay comparisons to identify any gender paygaps and decide if any are significant enough to warrant further investigation.Generally it is suggested that differences of 5 per cent or more, or patternsof difference across pay comparisons of 3 per cent or more should be regardedas needing exploration and explanation. It is advisable to record all thesignificant or patterned pay gaps identified. Step 4: Employers need to: – Find out if there is a genuine reason for the difference in pay that hasnothing to do with the sex of the jobholders – Examine their pay systems to find out which pay policies and practices arecontributing to any gender pay gaps Pay systems vary considerably. Those that group jobs into pay grades orbands have traditionally treated jobs in the same grade or band as being ofbroadly equal value, either because they have been evaluated with similarscores under a job evaluation scheme, or because they are simply regarded asequivalent. However, recent years have seen a trend towards structures with fewer,broader grades or bands and greater use of performance pay and market factors.A single broad band or grade may contain jobs or roles of significantlydifferent value because they encompass a wide range of job evaluation scores.This, coupled with a wider use of other determinants of pay and more complexmethods of pay progression, means it is important for employers to check allaspects of the pay system from a variety of standpoints – design, implementation,and impact on men and women. The EOC Equal Pay Review Kit provides details onwhat to look for. Step 5: If there are gaps between the sexes’ pay for which there isno genuine reason, employers will need to make the necessary arrangements toprovide equal pay for current and future employees. Employers who find no gapsor who find gaps for which there are genuine reasons should nevertheless keeptheir pay systems under review by introducing regular monitoring. This willensure the pay system remains free of sex bias. Find out more… on the EOC code of practice at www.eoc.org.ukCase study: developing an action planCompany A carried out an equal payreview because it was proud of its reputation as an employer of choice. The equal pay review was held as part of the ongoing managementof the reward structure. The review revealed a gender pay gap of 9.5 per centin the bottom grade and 7.1 per cent in the top grade. Reasons for the gender pay gap: – Job segregation– Lower starting salaries on promotion – Lack of structured progressionWith trade union support the company is working towards closingthe gender pay gap with new policies on progression and salaries on promotion.In 2001 the company publicly set aside a sum of money to narrow the pay gap.Case study: who should be involvedCompany B decided to carry out anequal pay review because it was proud of its stance on diversity.The company decided it had enough in-house expertise to enableit to carry out an equal pay review without the assistance of external payconsultants.The company decided the internal audit team would collate andanalyse the data, then produce a report for the human resources team. This teamwould implement any changes in policy and practice.It decided it would involve the workforce at an early stage andbegan by holding an early meeting between senior managers and the trade union. It also decided to develop a communications strategy to keepthe workforce informed of developments, thereby encouraging ownership of theprocess and to help the company manage workforce expectations. Comments are closed. Previous Article Next Article Reviewing the situationOn 1 Feb 2003 in Personnel Today Related posts:No related photos.
The interior dynamics of Helheim Glacier were monitored using an autonomous phase‐sensitive radio‐echo sounder (ApRES) during two consecutive summers. The return signals from all observational sites exhibited strong non‐tidal, depth‐dependent diurnal variations. We show that these variations in the glacier interior can be explained by an englacial diurnal meltwater cycle: a data interpretation that assumes constant ice‐column composition through time leads to dynamical inconsistencies with concurrent observations from GPS and terrestrial radar. The observed diurnal meltwater cycle is spatially variable, both between different sites and in the vertical, consistent with the existence of a dense and complex englacial hydrologic network. Future applications of this observational technique could reveal long‐term meltwater behavior inside glaciers and ice sheets, leading to an improved understanding of the spatiotemporal evolution of the basal boundary conditions needed to simulate them realistically.