Related After closing 2010 with a record 869 multisport clubs, USA Triathlon reached 900 official clubs for the first time in the organisation’s history earlier this month. Currently, USA Triathlon (USAT) lists 903 official clubs nationwide across the US.No matter the level of multisport skill, athletes can enhance their triathlon experience by joining a local club, which allows athletes to train smarter, harder and have more fun with like-minded individuals.Official clubs receive access to a number of important resources from USA Triathlon and are eligible for race discounts and discounts from USAT partners. USA Triathlon actively seeks input from its official clubs to help enhance the benefit structure for club and USAT members.www.usatriathlon.org
LiveScience:Parents may not be the overtired, overworked and all-around miserable individuals they are sometimes made out to be, suggests new research finding Mom and Dad (particularly fathers) experience greater levels of happiness and meaning from life than non-parents.“This series of studies suggest that parents are not nearly the ‘miserable creatures’ we might expect from recent studies and popular representations,” study researcher Elizabeth Dunn, of the University of British Columbia, in Canada, said in a statement. “If you went to a large dinner party, our findings suggest that the parents in the room would be as happy or happier than those guests without children.”Even so, Dunn told LiveScience, “We’re not saying parents are walking around in this amazing state of bliss either.”Read the whole story: LiveScience More of our Members in the Media >
A conservation group concerned about the protection of a rare bird of prey could halt plans for a multi-million-euro wind farm development in Meenbog, Co Donegal.The Irish Raptor Study Group, a voluntary organisation committed to the monitoring for conservation purposes of birds of prey, particularly the Hen Harrier and Buzzard throughout Ireland, has been granted leave to legally challenge An Bord Pleanála’s approval of the development.Mr Justice David Barniville said in the High Court yesterday he would consider setting a date for a judicial review and directed that all parties have relevant documentation lodged in court by October 19th. Barrister David Browne, who appeared for the Study Group, said his client was seeking an order quashing the planning board’s decision of June 25th last granting the developer Planree Limited planning permission.Although the main thrust of the proceedings is against An Bord Pleanála the developer and Donegal County Council have been joined as notice parties.Ryan Wilson-Parr, of Gleann Alainn, Drogheda, Co Louth, who is chairman of the bird protection group, claims the planning permission is contrary to the European Birds Directive and to the Planning and Development Act.He told the court that in December 2017 the Cork-based company Planree Limited had applied for planning permission for 19 turbines at Meenbog, Croaghonagh and Cashelavean in south Donegal, an area identified by the National Parks and Wildlife Service as important for the Hen Harrier and deserving of special protection. The Study Group had strongly objected to the proposed development and claimed the southern area of the county supported up to 11 territorial pairs of breeding Hen Harrier, equivalent to seven per cent of the national population.An Bord Pleanála’s approval of the development had been granted with 20 conditions attached, including the appointment of an on-site Ecological Clerk of Works and the putting in place of a specific monitoring programme for the species throughout construction.The Irish Raptor Study Group say the Hen Harrier, once widespread throughout the country, is now Ireland’s rarest declining breeding bird species due to habitat loss and has suffered a 50 per cent decline in numbers over the last 40 years.Protection of rare bird of prey may stop Donegal wind farm was last modified: September 21st, 2018 by StephenShare this:Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to share on Pocket (Opens in new window)Click to share on Telegram (Opens in new window)Click to share on WhatsApp (Opens in new window)Click to share on Skype (Opens in new window)Click to print (Opens in new window) Tags:courtdonegalhen harrierwind farm
To hire or not to hire – internally – that is the question.In the constant struggle to cut costs and improve the time-to-hire metrics, many organizations are looking for candidates in a place that may have been overlooked in the past — their existing employee base. Yes, fishing for talent from the company pond is making a comeback.While hiring from within may seem like a good idea and have many advantages, it’s not always possible as current employees may lack the experience and skill sets necessary to take on a new role, and many organizations do not have formal training or succession plan programs that invest in the development of top performers. Hiring from within can also stifle the mix of new ideas, expertise, technology and energy into an organization’s culture. And with career consultants now recommending a new job every three to five years, there’s no guarantee that the internal hire –- and the money invested in their training — will stick around.So what’s a company to do?Please join @weknownext at 3 p.m. ET on Sep. 25 for #Nextchat with special guest Janine Truitt (@CzarinaofHR). We’ll chat about growing your own talent, and ask the following questions:Q1. What are the advantages of hiring/promoting an internal candidate?Q2. How can talent management and succession strategies be crafted to ensure a promotable pool of future talent?Q3. How can companies who regularly promote/hire from within ensure a fresh mix ideas, skills and experience?Q4. What are the reasons you might bypass an internal candidate who has the skills and experience for the promotion?Q5. How do the hiring practices of an organization affect engagement, morale and culture?Q6. How is the trend in job hopping affecting succession planning programs in your organizations?Q7. Do you see the trend of job hopping (every 3-5 years) increasing or decreasing in the future? Why?
A regular round up of news, legal trends and workplace developments to help keep HR ahead of the curveAny time there’s a technological revolution, there are winners and losers. About this, historical precedent is clear. After all, elevator operators, scriveners and ice cutters have mostly retired or had to reinvent themselves because technology made their jobs obsolete. The advent of clean energy created winners in the form of oil, gas, wind and solar companies and the millions of workers they employ, but losers in the form of coal miners – an occupation which has all but disappeared in the last few decades.The next revolution – robotics – is upon us, but it’s hard to say exactly who the losers will be. Early indicators are that big businesses stand to reap most of the rewards in the form of cost savings, efficiency and the reduction of human error. But identifying the losers is a lot more complicated. For example, Adidas closed one of its factories in China and moved it to Germany so it can experiment with using robots to make sneakers. That’s a win for Adidas but also a loss for thousands of Chinese factory workers.Take truck drivers, for example, which is (by far) the most common occupation in over half of US states. There are about 1.8 million truck drivers in the US, and they made a median annual salary of over $40,000 in 2015. And those jobs are typically available to individuals without a college degree. Alarmingly, some industry analysts expect the robot revolution will make truck drivers go extinct. That’s a tremendous number of blue collar workers making a solid salary with solid benefits who will need to find a completely different line of work. Is the US economy prepared to handle that?Think this is a problem only for blue collar workers? Au contraire mon HR frère.The Washington Post is currently using robots and algorithms to write tweets and snippets about the Olympics to free up their (ahem) human reporters to write more involved stories. And when you consider routine surgeries like appendectomies or tonsil removal, suddenly the robot doctor with the inhumanly-low complication rate and the acceptable bedside manner doesn’t seem so bad. The robots are coming and they’re coming for all of us – surgeons, writers, drivers, retail and fast food workers, bankers. Nobody is safe – not even apple pickers. Hollywood, futurists and science fiction authors have made this abundantly clear.The rise of robotics suggests a number of questions for the US economy at large, businesses that rely on technology and HR professionals:What will US businesses do about this? Will they reinvest some of their cost savings back into the businesses to create new jobs for humans or will they simply pocket all of it?What will the humans whose jobs disappear do about it? Will they languish on the government dime or will they reinvent themselves and/or get into different industries? Will they rebel against their robot overlords?Will the robot revolution highlight deficiencies in STEM education? Will the US education system respond to the need for technical skills by gravitating toward more of a vocational education for students?What can HR do to help their companies prepare?For HR, the solution is to analyze various facets of the business including business model, skill level, education and experience of the current staff and data analytics regarding efficiency and performance. Understanding this data will enable HR and the business at large to establish a baseline of productivity. From there, understanding what robotics technology is capable of, where it’s going, what limitations are in place and the expected speed of evolution all will be crucial in determining whether a robot is capable of doing a human’s job, but also whether replacing humans with robots makes sense for that business.But of course, this is called Human Resources for a reason. Robots don’t need a shoulder to cry on when they’ve had a rough day. They don’t call in sick or harass each other. They don’t hang nooses in each other’s lockers. They don’t tweet mean things about each other (at least not yet).So if a lot of the human jobs disappear in favor of robots, will HR professionals themselves see a reduction in demand for their expertise? Perhaps that will be the final straw that sparks the resistance.Olympic-Level HRIf you’re a sports fan, Olympic coverage every two years is must-see television. Thankfully this time around all of the good stuff is on during prime time (apologies to the readers who like watching archery) so we don’t have to worry (as much) about worker time theft or the distraction factor at work like we do during “March Madness” or “Cyber Monday.”But of course, the relevance of an event like this for the business community and HR doesn’t stop with time theft. The organizers for Rio 2016 claim that the games added at least 90,000 jobs to the local economy in Brazil, with another 85,000 contractors hired by third-party companies. Additionally, the games are expected to leave a legacy of skilled labor in place, which, in theory, will pay dividends to the Brazilian economy in years to come.Tell that to the people who were promised a working sewage system though, and you’re likely to hear some Portuguese profanities. Organizers are struggling with the logistics of the games in the form of bacteria and viruses in the water, the Zika virus and a depleted local police force. They can’t even keep the diving pool blue.But if logistics aren’t enough to deal with, the IOC is also grappling with a PR issue caused by their stunning lack of understanding about how the Internet works. Apparently the IOC has told its sponsors that if they use #Rio2016 or #TeamUSA in tweets that they will be sued. Why not just save everyone some time and invite Internet trolls to harass you?Compliance CarouselSupercuts has agreed to a $2 million settlement after tangling with the wage and hour buzz saw. The suit alleged that the haircutter failed to pay managers overtime and failed to provide meal or rest breaks in (you guessed it) California going all the way back to 2010. Supercuts elected to get out clean (shaven) rather than get involved in hairy litigation. Sometimes the puns just write themselves.Last year’s “joint employer” decision from the NLRB is starting to have an impact. At the time the decision was made it was considered alarming, but most experts suggested a wait and see approach. Well, we’ve waited and now we see a ton of lawsuits. According to Littler Mendelson, at least 50 joint employer claims have been filed against franchises since September 2015, most of which are against McDonald’s and a variety of service industry businesses. Another 80 charges may lead to joint employer claims in the future, and an additional 150 joint employer claims were made against non-franchised businesses. The upshot of this activity is that many small businesses are now cancelling their plans for expansion and franchisors have scaled back worker training and guidance from the top, fearing that this kind of activity will expose them to joint employer lawsuits.HR’s anonymous Internet complaint department – Glassdoor.com – is under attack for allegedly pulling back the curtain on 600,000 anonymous users. Back in June, Glassdoor changed its terms and conditions and informed clients by sending a massive group email out to them, revealing the email addresses of previously anonymous users who probably had really mean things to say about their companies. One person is now suing Glassdoor, claiming that revealing her email address and identity damaged her business reputation. The plaintiff has retained celebrity attorney Mark Geragos and is seeking to form a class of plaintiffs who have been similarly sabotaged.HR Grab BagCredit to the EEOC. When they say “equal,” they mean it. The EEOC just won a judgment against a Louisiana staffing firm that was accused of refusing to hire women for trash collector jobs. A federal district court ordered the company to pay $179,000 in damages – a drop in the bucket compared to other fines – but the message seems pretty clear – gender-specific jobs are on the way out with very few exceptions.Littler Mendelson’s annual Executive Employer Survey is out, completed by over 800 in-house counsel, HR and C-Suite executives. Some key findings were that 82% of respondents expect DOL enforcement to impact their workplace next year, 70% expect a rise in joint employer claims and 74% expect a rise in discrimination claims made by LGBT workers.Internet pioneer Monster.com has been acquired for a paltry $429 million by Netherlands-based HR consultant Randstad. The new owner will keep the Monster name and business independent, but intends to wrap Monster’s job board into a larger, full suite of HR services. Monster itself recently acquired a startup job board in June called Jobr, demonstrating that you can be both a buyer and a seller in this fast-paced technology mergers and acquisitions market.How is this song related to HR?In the last edition of HR Intel, we asked you how “War” by Bob Marley & The Wailers is related to HR.“War” is one of the signature songs of the post-Civil Rights era and represents a full admonishment of institutionalized racism around the world. The lyrics of the song make it clear that people of color were fed up with inequality and laid out what they wanted to see changed in order to achieve peace. In writing the song, Marley drew inspiration from the former emperor of Ethiopia, Haile Selassie, who famously addressed the United Nations in October 1963 regarding racism and injustice. The song is perhaps a window into the psyche of those who are still fighting for equality and justice, so if you ever find yourself trying to identify with demonstrators or “Black Lives Matter,” give this song a quick listen.We leave you with “Subdivisions” by Rush.Tell us how you think this song is related to HR in the comments section below.Originally posted on the XpertHR blog.
(AP) – Missouri lawmakers have passed a bill that could give parents and guardians greater rights in end-of-life decisions involving children.The House gave final approval Monday to “Simon’s Law” – named for a St. Louis boy with a rare genetic disorder who died at 3 months old in 2010. His parents said they discovered later that hospital employees did not try to save their son’s life because a doctor had issued a do-not-resuscitate order without their knowledge.The legislation prohibits medical personnel from instituting do-not-resuscitate orders for those younger than 18 without the consent of at least one parent or legal guardian.Simon’s mother, Sheryl Crosier, emotionally thanked Missouri lawmakers Monday as she watched them vote on the bill.Kansas became the first state to enact a similar law in 2017.
Skyrocketing data growth shows no signs of letting up. An IDC study published in May predicted the amount of digital information created annually will grow by a factor of 44 through 2020. The study also found that the number of files, images, records and other digital information containers will grow by a factor of 67, while the number of IT professionals will grow by just a factor of 1.4. Can you do more with less (for the fifth straight year)?These and similar findings underscore the need for storage architectures that can scale out quickly, easily, and affordably to absorb ever-larger amounts of data. This is particularly true if you’re operating a cloud computing environment that can grow in unpredictable ways.So let’s look at a few design guidelines for your scale-out storage architecture.Storage interfaces—Given the nature of scale-out storage and the explosion of storage requirements, it’s imperative to have interfaces that connect easily and seamlessly to your network. These interfaces should allow you to scale out with network-attached storage (NAS), direct-attached storage (DAS), iSCSI and network file storage (NFS)—whatever is best for the application. However, make sure you provide enough flexibility and interoperability to move to the “next” innovation.Unified networking—A converged network based on 10Gb Ethernet (10GbE) has become the de facto standard for scale-out storage infrastructure. 10GbE allows you to leverage multiple storage interfaces and protocols, including Fibre Channel over Ethernet (FCoE) for connectivity to existing storage area networks (SANs), as well as NAS, DAS, NFS and iSCSI. 10GbE also provides interfaces to Microsoft, Oracle, VMware and other application environments.Storage-object flexibility—Your network must have the flexibility to move diverse storage objects freely throughout your environment. This includes a range of new object types, such as video and tagged pictures. You also need to be able to work with tools from Microsoft, Cisco, EMC, Google and a host of open-source providers.Storage architectures have not changed fundamentally in well over a decade but there are changes coming. These changes will maximize system administrator flexibility, tools and scale. I have always found that “understanding the future before it becomes today” provides you with the strongest set of tools to deliver for your customers (internal and external) and stakeholders.Remember the adage, “There is no such thing as a free lunch”? In storage architectures that has never been more true than today. Capacity, flexibility and scale have a cost. Reduce your capital cost as much as possible today and invest in standards, people and process for tomorrow.These architectural guidelines help ensure that your storage architecture won’t become a hindrance to the scaling and performance of your data center infrastructure—even when data growth is skyrocketing.Are you ready? Let us know your thoughts….  Source: “The Digital Universe Decade – Are You Ready?” IDC study by John Gantz and David Reinsel. May 2010.
zoom The Panama Canal Authority (ACP) informed that the east lane of Miraflores Locks will be out of service for a period of ten days due to scheduled dry chamber repair work.Beginning in the evening hours on July 31 until August 10, 2017, the repair work on Miter Gates 104, 105, 120, and 121 would be undertaken. During this period, Miter Gates 122 and 123 will also be installed in position 120-121, ACP said.Concurrent with the lane outage at Miraflores Locks, a culvert outage will take place on the east lane of Gatun Locks, in order to perform repair work on rising stem valves 207, 223, 228, 229, and 244. The east lane of Gatun Locks is scheduled to be out of service for bulkhead installation starting in the evening hours on August 3 for a period of 10 hours.On August 10 the Gatun Locks lane will be out of service for bulkhead removal, and is scheduled to return to normal operations on August 11.As a result, and in accordance with the rules governing the Transit Reservation System, Condition 2 for the Panamax locks will be in effect during the repair works.The slots available for regular vessels less than 300 feet in LOA will be limited to two, regardless of transit direction, and vessels awarded these slots will not be allowed to request a daylight transit.The booking slot available through the auction process, and the slots for Neopanamax vessels, will continue to be offered during this period, ACP informed.
Related Items: Facebook Twitter Google+LinkedInPinterestWhatsAppKingston, Jamaica, October 8, 2016 – Prime Minister, the Most Hon. Andrew Holness, is urging the Development Bank of Jamaica (DBJ) to fast-track the Harmony Cove project, which will see the development of a casino resort in Trelawny.Addressing the DBJ’s Strategic Planning Retreat for Boards of Directors at The Knutsford Court Hotel in Kingston on Friday, (October 7), Mr. Holness said the development has great potential to drive economic growth and advance Jamaica’s place in the tourism market. “This project is one that the DBJ needs to take a very serious look at. The Government is very anxious that this be done. (My) charge to the Board is to get on with this project. We have to make some decisions on it; we have to move ahead,” he said.Harmony Cove is owned by the DBJ and the National Housing Trust (NHT), under the company, Harmonisation Limited, which is planning the development of the resort, projected to have as many as 5,000 rooms. It has been reported that ground is to be broken for the first phase of the project in 2017, which will see to the construction of the first 1,000 rooms valued at US$900 million.The Prime Minister, meanwhile, encouraged the DBJ to strengthen its capacity to manage risks as it strives to place greater focus on projects geared at developmen. “A shift has to take place in how we deal with risks. In everything there is risk, but you have to be able to properly calculate it, assess the outcomes, the effects, the possible benefits and loss, and manage it,” he said.Mr. Holness, however, hailed the Bank for fulfilling its mandate to promote business development, through projects such as its Innovation Grant from New Ideas to Entrepreneurship (IGNITE) programme, which focuses on innovation, small business and young entrepreneurs. He also called on the DBJ to speed up the way it divests projects to the private sector, in line with the Government’s push for greater public-private partnership. He said the Bank must also play a critical role in ensuring that there is collaboration between local and foreign investors, so that Jamaicans can have some ownership in large enterprises which invest locally. Facebook Twitter Google+LinkedInPinterestWhatsApp