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Applicant Tracking System- A big No to Recruitment Stress Gone are days when the recruiter in an organisation use... Read More
Whistle Blower Policy
Define Whistleblower Meaning & Definition. What is Whistleblowing in Whistle Blowing Policy in Business
Define who is Whisteblower ?
What is Whistle Blower policy meaning and whistleblowing procedure in business :
In an organization whistle blowing policy means that the company gives freedom and allows their employees to report or telling the management the Facts and putting a Stop on all unethical immoral or illegal work. Whistle Blowing policy meaning and its objective is to create the open work environment practice within the organization to encourage employee to raise the voice on wrongdoings and enhance the belongingness.
Types of Whistleblowing
Some benefits of having a whistleblower in workplace and the same can be explained as:
Disclaimer: The content prepared has been created with greatest care.
n. Fraud, misrepresentation, any kind of theft or abuse of authority, getting hold of confidential Information any kind of discrimination is included under the whistleblower policy.
5. Whistleblower complaint:
A whistleblower complaint may be defined as complaint wherein whistleblower
(person raising the complaint) has observed that an employee , associate etc. have breached or may have breached the ethical code of business conduct, accounting, auditing matters etc. Raising concern against any wrongdoing which has been done or can be done will protect the company's reputation. It is the responsibility of all the employees, vendors, contractors, stakeholder etc. to bring into notice any wrongdoing as soon as possible. All the complaints must be raised to ombudsperson.
6. The Principle of reporting:
If an employee observes that there is the violation of the code of conduct, he /she must immediately inform their superior. An employee who has any doubt that any illegal activity is happening or can happen should inform superior or legal department
7. The Protection is given to a whistle blower:
As per the whistleblowing procedure, there must not be any revenge against the employee who has raised the concern for breach of any code of conduct or integrity issue. Employee raising concern should not be penalized. In case of retaliation, strict disciplinary action will be taken.. Such issues can be raised to HR or ombudsperson
8. Areas covered under whistle blowing policy:
Below mentioned list gives some examples of the area where the breach of the code of conduct is observed. However, there can be reasons beyond the list as well:
a. Any kind of Harassment or discrimination
b. Sharing of confidential information
c. Any breach of privacy
d. Any kind of Fraud or Fraudulent
e. Misrepresentation of financial data
f. Any kind of illegal activity
g. Corruption
h. Invalid promotion
i. Illegal sales activity
j. Conflict of interest
k. Trading within the company
l. Illegal competitive behaviour
m. Improper use of company assets.
9. Whistle blowing process :
The whistle blowing process has been explained in detail and is mentioned as below:
a. The whistleblower can raise the concern in writing or verbally to the ombudsperson. The complaint can be sent through email or verbally through the telephone. However, even for verbal complain a written draft is prepared by ombudsperson.
b. All complaints received by ombudsperson or the audit committee which is constituted by ombudsperson shall check whether any breach of the code of conduct has happened or not. In case of the review by the audit committee, if any illegal activity has happened committee can recommend that its whistleblowing at work complaint or not. The ombudsperson or audit committee will respond to the concern within 2 days of receiving the complaint.
c. The person who is a whistleblower may or may not disclose his/her identity.
d. Even in case of whistleblower has not revealed the identity , the complaint will be taken with utmost seriousness. For better investigation it is suggested to disclosed identity, the final decision however is taken by the whistleblower. The identity of whistleblower is kept confidential in all cases. This is to be noted that any false allegations on any employee by other employees, vendor or contractor or any other stakeholder will result in strict disciplinary action as per the rules framed under the whistleblowing policy in the workplace.
e. Once the investigation is given to the audit committee by the ombudsperson the audit committee will perform the below mentioned tasks:
1. Will be in contact with employee, vendor, and stakeholder to get the necessary information to carry out further investigation.
2. Will discuss the steps needed internally for investigation of the complaint.
3. It is advisable to keep all information confidential during the investigation. No information is shared outside either by the whistleblower or by the audit committee.
4. This secrecy is maintained to protect the uprightness of the whistleblower process and investigation.
5. It is the responsibility of the ombudsperson to share the status and findings of investigation with the board of director. The final report must contain all the details and documentation deemed fit or necessary.
f. The whistle blowing process allows the whistleblower in the company can raise their concern to their manager or head of the department. However, they can also contact the following mentioned persons:
a. Human resource
b. Head of the department
c. Legal department
d. Compliance Head
e. CEO
f. Management committee members
g. In case of urgent situation, an employee can write directly to the chairman of the audit committee
h. Any complaint received by HR will be sent to the director of the human resource for action.
10. Management assurance:
a. The Identity of the whistleblower: A whistleblower is a person who raises the concern the revelation of identity depends upon the choice of whistleblower. Also as discussed in the previous paragraph the identity is kept confidential. It is shared only in case it becomes necessary for the investigation purpose or as per the demand of the business.
b. No Retaliation: The company makes sure that there will be no retaliation action against any employee who has raised any concern in good faith.
11. Corporate ombudsperson:
The corporate ombudsperson has been given responsibility to deal with the investigation process for each concern raised by the employee. He/she is also responsible for the management of compliance issue within the organisation. He/ she is responsible to check that the audit committee is investigating the case while abiding by the internal policies and procedure.
12. Investigation Process :
Any concern raised by an employee for breach of the ethical code of business will be taken under investigation by the corporate ombudsperson and the audit committee as per the process defined above in the policy. The employee, vendor, stakeholder against whom the concern is raised if found guilty a strict disciplinary action will be taken. Below mentioned steps are followed during whistle blowing process:
A. In the first step, the employee/ vendor/ contractor raises the concern to the corporate ombudsperson with all relevant documents and proofs as early as possible.
B. An audit committee is formed by the corporate ombudsperson carrying minimum 8 persons with expertise in dealing with legal compliance. This committee is formed within the company. The audit committee needs to start their investigation process within 2 days of receipt of the complaint.
C. The audit committee must start the inquiry and come up with the report within 15 to 45 days from the receipt of the initial complaint.
D. The audit committee must suggest the corrective action which needs to be taken by the immediate reporting manager or head of the department for implementation. In case the employee who is found to be guilty of any illegal wrongdoing will be penalised as prescribed by ombudsperson and will be implemented by HR.
E. The whistleblower will be revealed with the status and final findings after the investigation is done.
13. Role and Responsibilities:
Following the regulations guided by the Whistleblowing at work the roles and responsibilities of employees, stakeholders, ombudsman, audit committee and CEO are explained as follows:
a. Employees:
1. The first and foremost task of the employee is to bring into notice of the company in case any illegal activity is done in the company or about to happen in the company. The employee must have proper evidence to raise any concern.
2. To work in collaboration with the audit committee with complete confidentiality.
3. The policy is meant to raise concern which is of serious nature and is actually happening. Any false allegation will result in serious disciplinary action.
4. An Employee who is whistleblower if not satisfied with the investigation done by the ombudsperson, he/she can directly approach the chairman of the audit committee.
b. Ombudsperson:
1. To make sure that the whistleblower policy is implemented in the company.
2. In case the ombudsperson through investigation comes to a conclusion that any illegal act or wrongdoing has been done, the case can be closed by ombudsperson.
3. All the inquiry details must be properly implemented.
4. Appointment of the audit committee to carry out investigation further.
5. To handover, the report received to the board of directors, CEO and director HR.
6. To share the final findings with the whistleblower, with a gesture of thanks for protecting the company's reputation.
7. All safety measures have been followed for the protection of the whistleblower.
c. Audit Committee
1. To carry on the investigation in a transparent way.
2. To make sure that complete findings have been done by the committee.
3. To make sure each and every information is kept confidential.
4. To finally decide after investigation if any wrongdoing has been done or not, in case it is done then by whom?
5. To ensure an appropriate action being taken against the dismissal and preventive measures.
6. Documentation of complete report.
7. Submit the final findings and report to the ombudsperson.
d. CEO:
1. To share the final report with the statutory board.
2. To cooperate fully with the investigation team.
3. Maintain complete confidentiality.
4. To make sure the audit committee and ombudsperson have taken necessary action against the wrongdoers.
5. Be known with the final conclusion of the investigation team.
14. Confidentiality:
All complaints by whistleblower should be confidential as per the rules and regulations under whistleblowing guidelines. People involved in the process should make sure that they do not share any information outside.
Maintain secrecy of entire matter.
The matter can be discussed only if being asked to do by management for investigation purpose.
Should not keep any documentation related to investigation unattended.
Also, the whistleblower name can be revealed only if
1. Whistleblower confirms that he/she will be identified and has no issue related to identification.
2. Identification is one of the requirements to carry on the investigation further.
3. According to laws identification is required.
15. Retention of documents:
1. As per the whistle blowing policy and procedure, it is the responsibility of the ombudsperson to maintain documents needed for the complaint received from the whistleblower.
2. All the details related to complaints are maintained for reporting purpose.
3. All the documents are retained for a period of 8 years.
Sample 2.
Whistle blower Policy for Employees
In order to maintain higher standard of ethical conduct our organisation provides a broad way to employees to raise their concern against any kind of fraud, scam, and any misrepresentation of data in case they come across any of them without fear or unfair treatment. This is the main objective of whistle blower policy or whistle blowing at work.
- This policy provides a platform to employees to voice their concern on any improper act. However a certain set of whistle blowing procedure should be followed as per the whistle blowing at workplace.
- It also encourages employees to share their concern timely and also to ensure there is timely response from the company on the same.
- To promote Lawful conduct.
Scope: The scope of whistle blower policy is to define the actions for raising a concern, and the protection provided to the person raising the concern. The set of whistle blowing procedures to be followed by the corporate whistle blower (Whistle blower definition explained in policy later) as a concern is raised and the responsibilities of different associates. In all cases company reserves the right whether a case requires investigation or not, if required then how it has to be followed as per the whistle blower policy.
Regular and contractual employees of the company
Eligibility: All employees of an organisation are covered under whistle blower policy template It includes
- Vendors
- suppliers or agency
- Contractors
Disciplinary actions: It means any action that is being taken against an employee if any kind of improper act like fraud, scam etc. identified during course of investigation. It includes
However it is not limited to warning, suspension. Disciplinary action varies from case to case basis.
Whistle blower definition: It means a person who raises his/ her voice against any wrong doing within the organisation or outside the organisation. It defines whistle blower.
Subject: A person against whom the allegations are made or evidences collected during an investigation.
Audit committee: It means a person or group of persons who carry out investigation against the case that is raised by the whistle blower. They are the ones who recommend disciplinary action.
Good Faith: It means the right intent with which the unethical or improper act is raised. It will lose its meaning in case some false accusations are made and if in case the alleged practice lacks facts or personal knowledge.
Whistle officer: A whistle officer is generally the company secretary.
Investigation team: It may be defined as a team who carry out investigation of protected disclosure.
Employee: Employee means employee working in the company.
Protected disclosure: It is defined as concern raised by written communication made in honest intentions that disclose unethical activity.
Chairman: Chairman means the chairman of whistle blower committee.
Whistle committee: The committee constituted to deal with Complaints under this Policy.
Reportable Matters:
Following are considered under the reportable matters:
1. Breach of contract
2. Misuse of Authority
3. Misrepresentation of company data
4. Negligence towards public health and safety
5. Misrepresentation of financial records
6. Any illegal act
7. Sharing of confidential information
8. Misuse of company assets
9. Non compliance with the company authority.
10. Non compliance with the code of conduct.
11.Disclosing confidential information with outsiders ex. competitors
12. Unethical practice like bribe given or bribe taken
13. Misuse of company powers
14. Theft of confidential information's
Policy details: It is the responsibility of all employees to raise the concern in case they come across any unethical practice. Failing to comply with it will be considered as immoral behaviour. What is whistle blowing as already been explained in the whistle blowing template above.
Guideline procedure:
In order to make whistle blower policy a success it is necessary that the company will take care of following:
- To make sure that whistle blower do not undergo any unfair treatment and is not exploited
- Complete confidentiality of matter
- To take adequate step in case of unfair treatment or exploitation
- Take stringent actions, if any evidence related material is destroyed.
In case the investigation team reaches a conclusion that the concern raised was false and was made with malicious intentions, in such case strong disciplinary action is taken against the employee raising the concern. However there may be case when any concern is raised which might not need any investigation but it has been raised with honest intentions in such case no action will be raised against the employee.
The complaints raised by a whistle blower (define Whistle blower explained above) should not be confused with grievances. This policy excludes any complain made against superior/ subordinate relationship issues, dissatisfaction in job profile, issues related to favouritism etc. Such issues are not covered under the whistle blower policy. Any external matter like non receipt of payment etc is also excluded from this policy. Day to day operations problems shall be dealt normally under grievance handling by HR. What is whistle blowing as already been explained so far. Whistle blowing policy meaning is completely different from grievance handling.
Raising a concern:
Whenever an employee comes across any improper act it is requested to make the concern in writing in order to assure better understanding of the issues. The report must contain all facts and information and there should not be any assumptions. It is not necessary for the whistleblower to prove the complaint but it is expected that the complain must have facts. The details are mentioned in whistle blowing process.
Responsibilities of a whistle blower
- To bring to notice any improper practice happening in the organisation which employee whistle blower comes across. However while reporting the matter whistle blower must have evidences against the improper practice. This is as per the whistle blower policy meaning.
- There should not be any delay in reporting such matter.
- All the rules and regulations as mentioned in the policy must be followed while reporting an improper act. It has been explained in what is whistle blower policy?
- A whistle blower must produce genuine evidences against the improper act reported by him/her as explained in define whistle blower.
- Any false allegations by whistle blower may attract disciplinary actions. As explained in define whistle blower.
- It is must for whistle blower to maintain the confidentiality of the matter till it is completely resolved. This is expected from employee whistle blower.
- A whistle blower is supposed to provide evidences which must have a ground for initiation of investigation. However he /she must try getting the evidences which they have access to. Company cannot guarantee any protection in case they try getting it which they do not have access to.
Responsibilities of Investigation team:
- The investigation team is supposed to carry out investigation in a very transparent way.
- To maintain confidentiality of the information.
- To make sure investigation is done thoroughly to find the facts.
- Keep all documentation safe and secure.
- Recommendation of disciplinary action
- Submission of documents evidences to whistle Officer.
Responsibilities of Whistle officer:
- The whistle officer is supposed to maintain the confidentiality of the matter.
- To keep all information and evidences safe and secure.
- To act as secretary to ombudsperson or arbiter.
- To carry out non biased enquiry.
- Proposal of disciplinary action, if any.
- Preparation of final report.
Responsibilities of an audit committee:
- To review and approve the whistleblower process.
- To analyse cases received under whistle blower policy.
- In case similar kind of concern is raised against an employee repeatedly, in such case audit committee can take strong disciplinary action which may even lead to termination.
Disciplinary act:
In case it is determined that an improper act has happened, the following actions can be taken:
- Any employee found accountable of an improper act will be subject to disciplinary actions, it may even lead to termination of employee.
- Policies will be formed to ensure that any such violation can be perceived in an early stage.
- In case an employee is trying to destroy any of the evidences, then disciplinary action will be taken against the employee who may even lead to termination.
Disclosure of improper act:
The disclosure of any improper act by the whistle blower may be done while sharing or hiding their names. However in case name is kept hidden the company will decide whether to take up the investigation or not. It will depend on how seriously the improper act has been raised by the whistle blower when identity is hidden.
Reporting of improper act:
The reporting of improper act will be done either by sending an email or writing a letter to the whistle officer. All the critical information must be provided rightly by the whistleblower.
Format of raising a concern:
While raising a concern it is generally preferred that it should be given in writing. The whistle blower ideally should mention the name and contact details.
Summary of the improper act, all those employees/ persons involved in improper act, time and place of occurrence of the act.
Protection of whistle blower:
1. The whistle blower is given protection to safeguard him/her from any form of retaliation like reprisal or any kind of exploitation.
2. Neither the whistle blower be transferred nor demoted during course of investigation.
3. Protection is given to whistle blower provided that the disclosure is made with honest intentions.
4. Identity of whistle blower is kept confidential unless the whistle blower has no issues in being identified or identification is needed as per the law.
5. Whistle blower is provided protection from any kind of retaliation.
6. Whistle blower who comes across any kind of retaliation may file a complaint to whistle officer. Strong disciplinary action taken against the person who retaliates.
7. The improper act as raised by whistle blower is true.
8. No false allegations made by whistle blower.
9. No allegations are made for personal interest.
10. Strict disciplinary action will be taken against those who try to exploit the whistle blower.
11. Any other person/ employee supporting the investigation will also be protected like the whistle blower.
Rights of a subject:
- It is the right of the subject to be perceived.
- It also has the right to be informed of the outcome of investigation.
Method to be followed for raising a concern:
It is generally preferred that the concern must be raised in writing. It can be done by writing an email or in the form of a letter. Any kind of concern related to senior management should be sent directly to CMD. The CMD will constitute a committee to investigate the improper act related to senior management. However in case of employees other then the senior management, the company secretary will be the whistle officer of the company. However to carry out the investigation HR head is also involve to determine whether
Improper act has happened or not. The process Owner for whistle blower policy is the company secretary.
To carry out the investigation the whistle officer receives the concern through email/letter as preferred by whistle blower. The whistle officer along with company secretary and HR head examine whether concern raised is improper act or not. It is then communicated to the whistle blower. The whistle officer keeps records of the findings and communicates with the whistle blower.
If any improper act has happened the whistle blower along with the whistle committee investigates as per the policy. The whistle committee comprises of HR Head, Internal audit, 1 employee from department where improper act has happened.
Sometimes it might be the possibility that internal investigation does not help and it needs to be audited externally as required by the law. In such case the whistle blower raises the concern to the external authority and wait for the report.
The employee who has committed the improper act is also informed as investigation can't be progressed without information. Investigation generally happens with interviews and with documents as and when required.
The whistle committee conduct the investigation and submits the report within 60 days of receipt of concern. If it is a criminal offence, Police is informed on the same. The Whistle officer, policy owner and CMD of the company will decide the action to be taken against the employee who has committed improper act on recommendation from whistle blower committee and keep whistle blower informed on the same.
Documentation and retention of documents:
The whistle officer will maintain all documentation. It includes all the documents provided by the complainant or any other document as received during investigation. All the documentation must be retained in an orderly fashion. Documentation access is limited to whistle blower, whistle officer, investigation team, HR Head and Audit committee. The document related to any such case shall be retained for minimum 9 years.
Action on False allegation:
Serious action will be taken against employees who knowingly make false allegations under unethical and improper practice. The stringent action against any such employee may even lead to termination.
Process Flow:
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subset: commoncrawl


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Injured Congresswoman undergoes brain surgery
The US Congresswoman, who was shot by a gunman in Arizona, underwent a brain surgery after the bullet fired at a close range passed through her head.world Updated: Jan 09, 2011 17:07 IST
The US Congresswoman, who was shot by a gunman in Arizona, underwent a brain surgery after the bullet fired at a close range passed through her head.
Congresswoman Gabrielle Giffords, who officials believe was the target of the shootout remained in critical condition after the brain surgery, though doctors said they were hopeful of her recovery.
The bullet, from a semiautomatic pistol, entered her head from the front and exited through the rear after passing through her brain in what doctors described as a "through and through" injury.
The mass shooting that besides gravely wounding Giffords, killed a federal judge amongst five more people, has shocked the nation and raised concerns that the heated political discourse had taken a dangerous turn.
Giffords underwent brain surgery after the shooting that authorities said was a targeted attempt on her life.
Neurosurgeons at University Medical Center in Tucson operated on the Congresswomen, and doctors were hopeful she would recover, Dr Peter Rhee said during a news conference at the hospital.
Giffords was following commands, which is a good sign, he said.
C J Karamargin, Giffords' communications director said that Giffords remained in critical condition in intensive care and was not fully conscience.
However, he said Gifford's deputy director Ron Barber, who was wounded in the shooting, was "doing very well" and speaking.
"I'm very optimistic about her recovery," Rhee said.
Six people were killed and 13 others were injured in the volley of bullets.
The 40-year-old Arizona Democrat was meeting constituents for the first time since surviving a bruising re-election campaign last fall.
The Democrat had drawn the ire of critics on the hot-button issues of immigration and the health-care reform. In fact, a vandal had shattered a window of her Tucson office in the days after she cast a vote in favour of the president's health care bill.
It was the first time in more than 30 years that a US lawmaker was the victim of an assassination attempt.
Police are holding a 22-year-old man in the shooting rampage, which occurred outside a supermarket where Giffords was greeting constituents.
The gunman shot Giffords in the head at close range and then continued to fire into the small gathering of people.
Law enforcement and medical officials in Arizona said that at least 18 people were shot in the melee and that six of them had died, including John M Roll, the chief US District judge in Arizona, and Gabe Zimmerman, Giffords's local director of community outreach.
First Published: Jan 09, 2011 17:05 IST


text: My name is Tara Dettra and I'm a licensed midwife living in St. Augustine with my husband Greg and our five amazing kiddos (who were all born at home!). After the homebirth of our oldest daughter in 2004, I fell in love with midwifery and wanted to help other women have a similar empowering experience. I attended the Florida School of Traditional Midwifery in Gainesville, Florida and apprenticed primarily under Sharon Schmidt at Fruitful Vine over the course of my education. In 2008 I graduated and opened my homebirth practice in St Augustine, Florida.


text:
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Famous Deaths
- Floyd Curry, Canadian ice hockey player (b. 1925)
- Rob Levin, creator of Freenode (b. 1955)


text:
Thank you to everyone who helped make our Annual Dinner fantastic!
To see photos from this year's Dinner, click here. All photos courtesy of Lisa Foote.
The Rosie the Riveter Trust Board of Directors invites you to attend Stories to Inspire--Honoring the Past, Forging the Future, our Annual Benefit Dinner 2019. This event will honor living Rosies and other home front workers who transformed American industry, society and culture, and help raise funds for our youth programs. Enjoy a special evening to benefit programs of the Rosie the Riveter/WWII Home Front National Historical Park.
Join us at El Cerrito's historic Berkeley Country Club on Saturday April 6, 2019, to enjoy a special homage to the stories and people who inspired a nation and the future generations. Meet our special guest Jonathan Jarvis, former National Park Services Director, who now leads the Institute for Parks, People and Biodiversity at U.C. Berkeley, and crafted Every Kid in a Park, which has increased access to national parks for youngsters from every background, and their families. Help us honor the courage and dedication of WWII Rosies, and raise funds to inspire new generations with vital historical knowledge and a 21st Century "We Can Do It" spirit.
Event Information:
Saturday, April 6, 2019
Berkeley Country Club
7901 Cutting Boulevard, El Cerrito, CA 94530
5:30 pm - Cocktails and Silent Auction
7:00 pm - Dinner and Program
Dress code: Business casual - 40's wear encouraged
Our silent auction will feature great items, such as:
2019 Dinner Sponsors


text:
CLAYTON, MO (KTVI) – Felony charges have been filed against two St. Ann men in connection with a rape in Bridgeton.
20-year-old Dalonte Ball and 18-year-old Joseph Hester are both charged with one count each of forcible rape and sodomy.
Police say the two men took the victim to a basement of a Bridgeton home in April 2013, where she was given alcohol and raped.
Both suspects are being held on a $100,000 bond.


text:
By Roger E. Kasperson, Pieter Jan M. Stallen (auth.), Roger E. Kasperson, Pieter Jan M. Stallen (eds.)
Risk verbal exchange: the evolution of makes an attempt possibility conversation is without delay a really new and a truly outdated box of curiosity. threat research, as Krimsky and Plough (1988:2) indicate, dates again not less than to the Babylonians in 3200 BC. Cultures have generally applied a number of mecha nisms for looking ahead to, responding to, and speaking approximately dangers - as in foodstuff avoidance, taboos, stigma of folks and locations, myths, migration, and so on. all through heritage, exchange among areas has necessitated labelling of boxes to point their contents. Seals at websites of the 9th century BC Harappan civilization of South Asia checklist the landlord and/or contents of the boxes (Hadden, 1986:3). The natural nutrition and Drug Act, the 1st labelling legislation with nationwide scope within the usa, was once handed in 1906. universal legislations masking the place of work in a few nations has routinely required that employers notify staff approximately major risks that they come across at the activity, a duty officially prolonged to persistent risks within the OSHA's chance conversation rules of 1983 within the usa. during this feel, chance verbal exchange is one of the oldest approach of probability deal with ment. even though, it is just until eventually lately that possibility verbal exchange has attracted the eye of regulators as an specific substitute to the via now extra universal and formal techniques of ordinary atmosphere, insuring and so on. (Baram, 1982).
Read Online or Download Communicating Risks to the Public: International Perspectives PDF
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- Boundaries of Discourse in the International Court of Justice : Mapping Arguments in Arab Territorial Disputes
- Imperfect competition in international trade
- The Stellar Populations of Galaxies: Proceedings of the 149th Symposium of the International Astronomical Union, Held in Angra Dos Reis, Brazil, August 5–9, 1991
- Co-created Effective, Agile, and Trusted eServices: 15th International Conference on Electronic Commerce, ICEC 2013, Turku, Finland, August 13-15, 2013. Proceedings
- Numerical Methods: Proceedings of the International Workshop Held at Caracas, June 14–18, 1982
Extra resources for Communicating Risks to the Public: International Perspectives
Sample text
The Disaster Act is relatively recent and has not yet been fully implemented. Its implementation has been hampered by the fact that the Bescherming Burgerbevolking (BB), the organization that has been entrusted with activities in the case of emergencies has been dissolved. Its dissolution was also coupled with a change in the organization of the fire brigades. Fire brigades have played a key role in coping with disasters in the past and will continue to do so in the future. In 1981 municipalities were obliged to develop a disaster plan and to have it completed before 1 september 1983.
In this sense also, the higher technical profile of risk analysis in The Netherlands could back-fire by providing higher expectations of precision in defining hazards and more opportunity for critical exposure of the uncertainties behind the analyses and information. At least the UK process does not convey strong claims about the technical precision of the information provided. There is scope for developing a better debate about the organizational measures taken to try to control hazards, and whether people trust these.
Information can be provided actively and/or passively: a. Information provision in an active sense means that in some way or other information is transmitted to people by means of some kind of media. b. Information provision can be considered to be passive if information is in principle available to people but they have to acquire it themselves. Of course there will not always be a clear distinction between the two. E. M. ), Communicating Risks to the Public, 35-54. © 1991 Kluwer Academic Publishers.


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Do you love the annual flurry of holiday cards but not the mess they create on the mantel? This video shows an easy way to display Christmas cards. the wall (or. Add a nail to the wall and hang tree display by aligning the drilled hole with the nail. Then, add cards to the tree display by opening and hanging the folds on the string. From: Brian Patrick Flynn Wallmount card rack display constructed of clear acrylic. Available in 4 sizes, choose from open or closed ended card racks. This card display is about 1 3/4" deep.
Aug 10, 2018. This versatile Christmas card looks great just about anywhere! Hang this piece on an empty wall, prop it up by your entryway, or place it on top. Christmas Wreath Card Holder, Christmas Card and Photo Holder, Wall Christmas Card and Picture Display for all Your Holiday Greetings, Perfect Gift, Holds 14 Cards.
by Wire Home Decor. $24. 99 $ 24 99 + $3. 99 shipping. 3. 3 out of 5 stars 8. A Christmas tree card holder is a unique and festive way to display your Christmas cards. This is a fun and easy DIY project that your family and friends will love to decorate and look at during the holidays. Oct 8, 2016. Having trouble trying to figure out how to display Christmas cards?. Ribbon Display: Whether it's a wall or even the back of a door, it's easy to. To create this clever card showcase, tie a bundle of berried twigs (use florist's picks if you don't have real ones) with twine, nail the Christmas card display to the wall, and arrange cards in the branches.
Find and save ideas about Christmas card display on Pinterest. | See more ideas about Card displays, 360 photo app and Christmas card decorations. How to display christmas cards on wall. May 14, 2011 · Pin cards to Christmas lights for a whimsical display. Purchase a short strand of Christmas lights with a white wire. Secure the lights to your wall using white or clear self-adhesive wall hooks (i. e. Command hooks). Find great deals on eBay for card wall display.
Shop with confidence. Display Easels; Christmas& Winter Wall Décor. New Listing % BASEBALL CARD WALL DISPLAY. Greeting card display stands with steel wire construction are not only the most popular, but also rotate for easier and quicker viewing. All models feature a sign clip located on top of the racks for displaying promotional messages or pricing.
How can the answer be improved? Wreath Display: Attach your Christmas cards to a wreath form or you can adhere your Christmas cards onto the wall or blank surface in the shape of a wreath. You can also use a full wreath or a live Christmas wreath, just take some clothespins and clip your cards on. Try these clever ideas to display your Christmas and holiday cards this year. 10 Clever Ways to Display All Your Holiday Cards This Year.
This blogger shows how you can use wall art that. Find and save ideas about Christmas card display on Pinterest. | See more ideas about Card displays, 360 photo app and Christmas card decorations. 15 Creative Ways to Display Christmas Cards. the blogosphere and found some really great ways to display those gorgeous cards instead of taping them to the wall.
Display your holiday cards on this wall Christmas card holder – such great holiday card display ideas! There is nothing like decorating for the holidays, and we really enjoyed making this homemade card. Find great deals on eBay for Christmas Card Display in Christmas D? cor. Shop with. Verycute and unique Christmas card wall display. Excellent condition.
See all. Check out these fun and creative holiday decor ideas for displaying your. dots or roll tape to attach cards in the shape of a Christmas tree on an empty wall. Christmas Wreath Card Holder, Christmas Card and Photo Holder, Wall Christmas Card and Picture Display for all Your Holiday Greetings, Perfect Gift, Holds 14 Cards.
Display Cards in books, trees, wall art, windows, stairs. . change them out for the seasons! | See more ideas about Christmas card holders, Christmas ideas.
15 Ways To Display Your Christmas Cards. that means lots of festive greeting cards will be. Use glue dots or roll tape to attach cards in the shape of a Christmas tree on an empty wall. Our first Christmas card arrived in the mail yesterday and hence commenced the welcomed onslaught of mail-carried holiday cheer. We vowed last year— after seeing our entry table fall prey to an unruly array of cards— to preempt the happy attack by having an easy and orderly card display system in place.
the mantel? This video shows an easy way to display Christmas cards. wide ribbon in a festive color, scissors, wall adhesive tape, small clothespins, cards.
The 12-pocket greeting card rack is perfect for impulse buys or last-minute cards to go with gifts when customers reach the register or while they wait on gift wrapping services, while larger greeting card racks can be placed in convenient locations throughout the store. Feb 19, 2016 · Our favorite Christmas card display ideas blend holiday cards with everyday functionality. Use a brightly painted ladder to display Christmas cards against any wall. Simply tuck the cards over or between bungee cords screwed in place in an X pattern.
Add hooks to the sides to hang stockings or candy-filled cones. How to Store and Display Your Postcards. Clothes pegs attached to the wall in a random pattern hold the cards in place. I love the old Christmas postcards for. Dec 17, 2015. String Wall Tree: If you're expecting lots of cards this year, you're going to need something big.
Make an entire wall a card display by. Ready to display your Christmas card, favorite holiday photos and so much more!. Wall Christmas and Holiday Card and Photo Display, Perfect Gift. by Wire Home Decor. Want to know how to display greeting cards on the wall? Turn to your backyard!
A branch is the perfect base for displaying holiday cards. Simply glue cards to. Do you need a good way to display the greeting cards and photographs you receive at this time of the year? I used to slip ours through the slats in the wooden window blinds, but that made it hard to open the blinds, and during these darkest of dark days we want those.
This versatile Christmas card looks great just about anywhere! Hang this piece on an empty wall, prop it up by your entryway, or place it on top of a table. Turn an old frame into a Christmas display with help from some chicken wire. It's an inexpensive material that makes it easy to display cards.
Find this Pin and more on Holiday Christmas Card Displays by Catherine. Display all your Christmas cards on this fabulous Christmas Card Display Wall Sticker, that. Vintage-Inspired Christmas Card Holder. An ornate wrought-iron gate is a beautiful wall display on its own, but add a wreath, ribbon, and garland and it turns. Display your holiday cards on this wall Christmas card holder – such great holiday card display ideas! There is nothing like decorating for the holidays, and we really enjoyed making this homemade card holder.
Instagram Photo Wall Display. This past Fall we put a call out for reader to send Holiday cards so we could get to know all of you a little better. Christmas cards adorn a centerpiece" tree" made with twigs from your yard. Arrange twigs in a pitcher or vase, and clip or tie cards to twig ends.
For an added burst of holiday color, weave a red ribbon or piece of rickrack through the display. You can also display cards by clipping them a wreath card holder, arranging the cards in a shape of a tree and taping to a blank wall or creating a collage and [. ] Reply 7 Creative Ways to Display Holiday Cards - Sarah Barksdale Design says: How to Display Christmas Cards.
In spite of electronic communications, sending Christmas cards is still a popular tradition. then hang the ribbon on your wall. Attractive, High-Quality Floor Spinners, Countertop Displays and Wall Racks to Display Your Greeting Cards and Other Print Media. Clear Solutions manufactures and sells a wide variety of greeting card holders, from floor spinners and countertop card holders to tiered racks and card shelves for counters, wall and slatwall.
Phone: (122) 566-4707 x 3106
Email: [email protected]


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We have all seen those programmes where people miss flights due to, what I can only call stupidity and incompetence. As a family, we have sat around the TV laughing and commenting at those people that manage to arrive at an airport without their passports or after the flight has departed.
I mean, who actually does that? Who turns up to fly to a foreign country without their ID? It always amazes me that these people feel that they should be able to fly anywhere without valid proof of who they are.
And as for those that don't allow enough time to get to the airport. HELLO! Everyone knows you have to leave a good couple of hours before flight time to now get through the stricter security checks – you know the ones where you have to take off your shoes, remove all liquids over 100ml, take all the modern technology out of your bag and place in a separate box to be scanned. So why risk being late and running through the terminal with just minutes to spare before the doors are closed?
Why? Because we love to push boundaries and see how far we can get.
Realistically missing a flight can happen to even the most prepared travellers but its knowing what to do when you miss a flight that is important, especially for your wallet.
It is important to know what you can and can't claim for, what you should and shouldn't say and also what evidence you need to collect for those pesky insurance companies.
What Flight Compensation are you Entitled to?
Firstly, the thing to remember is that not all missed flights can be claimed for. If for example, you missed a flight because one of the airlines didn't inform you about a change to departure time, you may be able to make a claim. If you booked a package holiday and the holiday provider didn't allow for enough time to transfer you back to the airport, once again you are within your rights to claim for a refund. If however, you are personally to blame for your inability to get to the airport on time, or even to check in on time because the check-in queue was going too slowly, the chances of getting any compensation are very slim.
If you are to blame, you also need to remember that, if they can rearrange your flight, there is likely to be a penalty charge that you need to pay in order for the ticket to be altered. No amount of screaming at the individual behind the desk will change that – although it does give other passengers a bit of entertainment while they are waiting quietly in the queue behind you.
For those that do miss their flight, there is also something called the 'flat-tyre' rule. Basically, what it means is that if you arrive up to two hours after your initial flight time if you explain that the reason for your delay is down to perhaps a flat tyre, an accident or something similar than chances are they will attempt to move you onto the next departing flight which is a god-send when you have been stuck on the motorway for four hours due to a horrendous pile up whilst trying to get to Heathrow. I would suggest that if you know you are going to miss your flight because of a 'flat-tyre' incident that you do at least contact the airline provider to give them a heads up. This will of course, only help your case when you finally make it to the airport and pleading to get onto the next available plane.
What about however, when you miss a connecting flight?
What to do When You Miss a Connecting Flight
When we are booking flights we try to leave as much time as possible between connecting flights without it turning into a full-on camp out session in the terminal building. We have never opted for a flight that has less than a two hour stop-over and even then sometimes we question whether we have left ourselves enough time.
Sometimes though, tardiness is not our fault but that of the airlines. As a passenger we could have done absolutely everything right. We can arrive for our initial flight in plenty of time only to find out that there is an extreme delay which is going to have dreadful knock-on effects to your further travel plans. For this reason, we always try to book all flights with the same provider, or at the very least a sister provider, because realistically we know that they will need to help us get to our final destination.
It is not always as simple as that however, so what are you entitled to if you have booked connecting flights with numerous different companies?
Flight Compensation for Connecting Flights
Under EU Air Passenger Rights Regulation there are now several things that passengers of missed connecting flights are entitled to.
#1 Monetary Compensation
Depending on how far you travel you could gain up to €600 per person (with a minimum of €250 up for grabs) if you are delayed for more than 3 hours before reaching your final destination. It doesn't even matter if your connecting flight was with a competing airline as long as the ticket issues is valid for all flights taken.
#2 Refreshments and Accommodation
Airports are notoriously expensive but because people are in a holiday mood it is pushed under the carpet and people tend to ignore that their normal £3.50 beer is now £7.50. This is of course until your flight is delayed.
However, if your flight is delayed by more than 2 hours, whether it is your first or connecting flight, the airline company has to provide you with snacks and refreshments. While these vouchers only really allow for a sandwich and a bottle of water what we need to remember is that every little thing helps. Plus it makes you feel slightly better about the company and are more likely to reused them again in the future.
On top of that, if you are delayed overnight no one should be forced to stay in the terminal. Overnight hotel accommodation should be provided to all those delayed and provide the transportation to get you there and back.
If this doesn't happen and you have to arrange things for yourself make sure you keep all receipts as proof of purchase that you will need in order to make a claim. Also, bear in mind that airlines are not going to pay for top-notch ultra luxurious hotels. I understand you may be frustrated but you also need to remain reasonable if not you will be out-of-pocket in the long run.
#3 Full Refund After 5 hours
If you decide for whatever reason that you do not want to continue any further with your planned trip and the delay is in excess of 5 hours, you can request a full refund from the airline.
In order to get compensation however, there are a few things you need to do.
How do I Guarantee Compensation Will be Paid?
In order for your claim to be considered you do need to do several things including:
#1 Gain Written Confirmation
The airline needs to issue you with something in writing that highlights all the reasons for the flight cancellation or delay.
#2 Collect Proof
Photos, receipts documenting any expense incurred, tickets, vouchers, phone calls and anything else you believe you can claim for. No receipt will equal no money back.
#3 Exchange contact details
There is nothing better than a group supporting one another when trying to get a tricky claim through with a big organisation so make sure you collect phone numbers or email addresses from others in the same situation. Having contact with other passengers is often the leverage you need for your claim to be processed at speed.
Finally, remember that all of this compensation is through the airline and not your insurance company so it may well be worth also looking at your Travel Insurance Policy Documents to see whether you are eligible to gain anything further.
Regardless of how persistent you are, when it comes to claiming for a connecting flight, remember you do qualify for something. Knowledge is key in situations like this and now you are aware of what your are entitled to next time you miss that connection make sure to claim for what is rightfully yours.
Have you missed a connecting flight in the past? How long were you waiting around for? Do you put in a claim?


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Supp is a global network for realtime hospitality shifts. As the uberisation of traditional industries takes place, Supp proposes a model to secure hospitality's future as a fairer, more transparent and equitable one. Designed by technology and hospitality experts with a focus on the millennial cohort of the workforce, the Supp protocols ensure its dApp is affordable for everyone, and value arising from the success of its model is distributed to its users rather than just benefiting shareholders. Supp tokens can be earned by its users in an incentive system that rewards positive participation within the community. Its dApp and protocols are powered by the ERC-20 utility token on Ethereum's blockchain. Since we began experimenting with inner Melbourne iOS users in 2017 the minimum viable product has generated over AUD$120,000 in shifts. Having achieved proof of concept we are ready to decentralise and expand the model.
"this app sits in the lifestyle category for young people"
A minimum viable product has been tested by 1,500 hospitality workers and 300 venues from Inner Melbourne. The venues represent a broad cross-section of the industry from highly regarded fine diners, corner cafes, pubs, event groups, food vans and stadiums. The workforce comprises back-of-house and front-of-house roles including baristas, chefs, kitchen hands and more. Over AUD$120,000 in shifts have been performed with the prototype. Users have been highly engaged in the feedback loop and our roadmap is profoundly informed by these users. As at February 2018, Supp is only available on the Australian iOS Appstore.
For hirers the value proposition is clear. Hirers post shift to local workers. Pick the best available worker. Workers set their minimum rate.
Why a dApp solution for the hospitality sector?
- Workers and hirer interests are currently misaligned
- The old, inefficient and costly recruitment practices are ripe for overhaul
- Smartphone penetration reached 85% in Australia in mid-2015 but is closer to 100% for the young hospitality workforce
- User trust in centralised technology giants is waning (Uber, Facebook, Google, Airbnb)
- Low cost platform
- The other 60% of the world's population are about to join the Internet (only 3 of 7.1 billion people are on the internet)
Value proposition
- Reduced end to end process of finding a worker from an average of 2 hours to 60 seconds
- Better results due to specialising on hospitality vertical
- No more headaches
Marketplace model. Worker insurance, platform operating costs
Supp's proprietary matching algorithm will be used as a recommendation engine to improve results.
Most qualified workers are selected based on prior job performance, reliability and distance from job. This instant access to a large pool of suitable workers can provide a quick fix for unexpected staff vacancies or known future vacancies.
Collecting data for use in recommendation engine to improve the user experience. Community will have control over future use of data.
Supp screens workers based on job requirements and invites suitable ones to apply, allowing for cherry picking from an on-demand workforce.
Part of worker solution: Online Marketplaces and Casualisation of the workforce: Online marketplaces provide a clear way of building a profile, displaying skills and experience (just as you would build your resume/portfolio but much more efficient) and attract a rating and feedback reviews (just as you would build a word-of-mouth reputation). These systems are designed to replicate the same marketplace mechanics that people use to select a freelance contractor through any other traditional channel such as the seek.com.au.
With increased transparency, online marketplaces provide the opportunity for workers to more easily sell their skills, differentiate themselves from the competition, and therefore earn the best possible rate. In any marketplace, it's equally possible that the rates of pay could in fact be bid upwards (if demand for certain workers is greater than supply). Online marketplace creates choice for both the hirer and the worker. They empower workers and create new opportunities across a spectrum of different work types and break down rigid career structures, allowing workers to instead make use of their diverse skills in myriad of different ways.
An analysis of both workers and hirers is required to understand the related but unique pain around staffing in both camps.
Workers/ Demand side of shifts: For workers such as chefs and baristas the process of writing a CV and spraying it across the multiple job boards or pounding the pavement is maligned as laborious and ineffective. For hospitality workers, a major draw card to the industry is the flexible nature of casual work, enabling a fit with other aspects of life, be it study or parenthood. Supp enables that flexibility by helping these workers to side-hustle. The global gig economy is expected to continue to proliferate throughout 2018. In Australia where the majority of the hospitality labour market is casual, youth underemployment is at an all-time high meaning workers want more hours.
"According to Forbes, now over 40% of the US workforce is contingent and by 2020 it will be greater than 50%. In contrast, in 2005 only 30% of workers were contingent"
The workforce casualisation trend has been building for some time and it is clear old models are breaking down. In Australia, ANZ Bank has published job ad statistics showing that job ads increased steadily since mid-2013. However, at the same time unemployment has been creeping up. Usually an increase in job ads would result in a decreasing trend in unemployment. However, the current statistics are bucking the trend – suggesting a structural shift in the employment market. The trend towards casualisation is already clear as shown by a decreasing trend in permanent employment as temporary employment continues to grow, according to the Australian Bureau of Statistics. Employers are clearly looking to hire workers but on more flexible terms. The mismatch suggests the market will experience ongoing casualisation as employers look to acquire the specific skills and labour they need on-demand, while workers will turn towards alternative, flexible sources of work and income.
People are becoming increasingly savvy about the monetisation potential of their data. They seek control.
Some key concerns of workers at present include:
- Better pay
- Less hours
- Stop the "suck it up" culture
- Empowerment
**Discuss some key industry issues (social, underpayment, no shows etc)**
Hirers/ Supply side of shifts: The biggest issue reported by hospitality businesses is staffing. Managers in charge of this function waste hours of time juggling the roster, often at the expense of not completing other important tasks. For venues such as cafes, restaurants and pubs a simple, reliable and efficient way to fill staff vacancies doesn't exist. Venues typically have a small roll call when it comes to back-filling sick leave or scaling up their team to handle an influx of customers. Traditionally the search for staff would involve the time consuming process of "calling around" prospective fill-ins, within the limits of their internal staffing network. Large venues such as Stadiums or event companies need to rapidly scale up and down their workforces using casual staff and usually pay a premium to do so through traditional agencies. The hospitality industry is also robust and resilient through down cycles, particularly in Western countries. The staffing problem is expected to worsen as the industry grows and competition for staff heats up.
"The industry is booming as Americans are putting a growing share of their food budget on eating out"
Some key concerns of hirers at present include:
- Lack of trust in workforce
- Staffing turnover is at an all-time high
- Lack of skilled staff
- Growth of industry increasing competition for customers
- ?
- ?
Hospitality is a bedrock industry which underpins the small business sector in most countries yet no venue is immune from the high staffing turnover.
Market Entry
Melbourne was the perfect launch pad for Supp due to the vibrant hospitality sector and its history as an innovative hub that often sparks global F&B trends.
We are committed to an ambitious user acquisition strategy which aims to concurrently grow supply and demand for shifts. Key elements of our market entry growth strategy are:
- Supp's main source of growth is currently word of mouth. We achieved this due to our focus on maximising user experience (in-app and off-app). Word of mouth sign ups will continue to be our main focus through app improvements and user testing.
- Ambassador Program: leading workers and hirers will be invited to participate in a referral program which can earn them tokens in return for recruiting active users to the platform;
- Loyalty Program designed to encourage network effects;
- Trickle Down Marketing: by targeting the best venues and workers Supp will ultimately capture the wider market. It's impossible to do this in reverse due to trickle down effects;
- Sequencing markets correctly: we're initially target global hospitality hubs, one country at a time, starting with Melbourne and Australia. For a sustainable rollout we must consider demand and supply of shifts;
- Target universities, tourism offices and hospitality bodies;
- Google ads and social media including, Instagram, Facebook and Twitter accounts; and
- PR channels including influencers, digital and traditional media
- Focus on maximizing Supp UX to generate word of mouth sign ups
Key elements of our medium term growth strategy include:
- Seek strategic partnerships to provide additional revenue streams from the platform;
- Top level management appointments to strengthen corporate and consumer go-to-market teams;
- Expansion of digital marketing through additional channels, increasing market coverage; and
- Localisation of smartphone app to increase global market penetration, including: translation into foreign languages, customized for local regulations.
In 1998 a computer scientist named Nick Szabo wrote a paper called "The God Protocol". In it he spit-balled about the ultimate protocol that designated God as a third party who vouched for all online transactions. It would establish the necessary trust and security required to transact peer-to-peer over the internet.
Ten years later Satoshi Nakamoto wrote the whitepaper for a peer-to-peer version of electronic cash called Bitcoin. In it he proposed a distributed trust network that resonated with the God idea. This network would be governed by a protocol that allows data to be safely exchanged over the internet and authenticated by mass collaboration rather than requiring a "trusted" third party like a bank. Bitcoin was the first protocol blockchain organisation but its code was published online (open source) to help others build their own blockchain from scratch (hello Ethereum). Rather than Supp building its own at least initially we will use the blockchain built by Ethereum. A good analogy is Google, UBER, Alibaba, Amazon and Facebook all building their businesses on top of the internet.
A simplified way to think about blockchain is as a digital history of transactions. Only with blockchain this data isn't stored on a central database; it's stored in a "distributed" ledger of records. A "block" represents the transaction data and contains a cryptographic hash of the previous block and timestamp. These blocks are stored on a single chain ("the blockchain") which is replicated across computers in a peer-to-peer network (Napster was used to exchange movies and music in this P2P fashion). Computers in the network are called nodes and some of these nodes may voluntarily work to update the blockchain with new information aka engage in the mining process.
The blockchain movement was reinforced by the launch of Ethereum in 2015 and smart contracts which enables any developer to create a new genre of decentralized apps ("dApps"). Ethereum blockchain is a distributed, open-source blockchain-based computing platform. This computing platform, the Ethereum network, hosts dApps that are executed with chunks of codes named smart contracts; all transactions on the Ethereum network, as well as the computing costs of executing smart contracts, are paid for in the Ethereum cryptocurrency ether.
There are countless in-depth explanations available online for anyone wishing to delve into blockchain in more detail. This section will now focus on how Supp uses blockchain.
Supp has an operational iOS app that will transition over time to be either partially or fully developed on the Ethereum network. We will initially use ERC20 blockchain technology and use a combination on Supp developed ands 3rd party protocols. Per our roadmap, Supp will decentralise aspects of our business model such as governance, beneficiaries, growth and payments. Supp will have its own token to fuel the protocols. The tokens can be earned by users and used as an optional currency of payment for shifts performed. They can also be purchased and sold for fiat currency (AUD, USD etc) or other cryptocurrencies.
Supp will utilise a set of protocols in aspects of governance, users as beneficiaries (ownership), growth and payments.
Governance. Why decentralise?
Currently Supp's Management governs the community using a set of guidelines found on its website. The governance protocol removes the need for Supp to act as a central authority. It's calibrated so that instead of merely hoping users do the right thing, Supp rewards them to do the right thing. And instead of hoping users won't play up, Supp will charge them for poor behavior i.e. a no-show.
Up until now, playing the central authority was the best solution for some of these instances which are common in hospitality:
· "No-shows": A worker has confirmed their presence at a shift but never arrived and failed to notify the manager
· "Failure to pay": a hirer fails to pay a worker without an explanation
· A hirer has refused to pay the minimum hours required by Fair Work (government regulatory body)
· Arbitrating between a worker and hirer over a dispute
While Supp is mostly frictionless and the above examples represent a small percentage of overall shifts, at scale this represents a significant time burden. Also, some cases are clear cut. Other cases are "he said, she said" situations where it is difficult for a Supp staff to provide reasonable judgement.
For the community to run smoothly without a central authority, Supp uses incentive mechanism design to encourage users to participate in governing the platform. Decentralised governance is relatively immune from bias, human error and political pressure. Any conduct, criminal or otherwise, will be regulated by the usual local regulatory bodies.
REPHRASE/ DELETE: Data privacy. People are concerned about how their data is being used and monetised. As we are aware apps collect endless amounts of personal data. We advocate for the control and collective use of this data to be put in the hands of the users, which might lead to making the data available for betterment of the community in the eyes on the community. (confused lady meme?)
REPHRASE/ DELETE: (Supp is "baking" beneficiary rules into the model which reward users for participation. Instead of the value uplift from Supp's successful model benefiting only the shareholders of Supp (as is the case with Uber, Airbnb, Airtasker), the users are beneficiaries of the community's success. In the same way that airlines issue frequent flyer points, for hiring and working on Supp's platform users, will be issued fungible tokens which can be easily exchanged for fiat currency)
As a result of the instant and free flow of information over the internet, trust in all institutions (government, banks, media, religion to name a few) is at an all time low. Decentralised governance will become increasingly commonplace as the millennial generation grows up.
Payments. Why tokenise?
Profit margins are low in hospitality, thus owners of venues are highly sensitive to prices. Low or underpayment of workers is common in the industry.
Stripe currently charges 30 cents + 2.75% of shift wages for processing payment. Introducing optional token payments will allow users to save on Stripe fees leading to higher wages for workers and lower costs for hirers.
With our MVP we confirmed that higher paid shifts receive more applicants, so workers are also price sensitive.
The more affordable Supp can be, the higher the participation rate and frequency of use by hirers and workers.
Beneficiaries. Why decentralise?
Users are the backbone of the community but in traditional models (UBER, Airbnb, Facebook etc) they wouldn't benefit from the uplift in value which arises when the community grows. The token system allows Supp to distribute value created to users. Supp's users become its champions when interests are aligned. It motivates participation and creates stickiness. Reward the early adopters who are integral to the mass adoption of any innovation.
Tighten feedback loop
The users inform the roadmap and help the startup stay on its critical path, avoiding edge cases. Involve users directly in the feedback loop for a better market-fit. Decentralised consensus/ voting system.
A shift from the internet of information to the internet of value.
A transaction is typically the transfer of ownership for a digital asset (i.e. a bitcoin, an MP3, a meme). It is decentralized and distributed
Bitcoin was created with egalitarian idealogues.
In practical terms, a Supp token allows
Mining is decentralised consensus.
We appreciate our model has applications to other industry verticals and have not ruled out a future pivot in these directions. For now, Supp's team has a razor sharp focus on revolutionising the hospitality industry.
This new field describes how demand and supply determine the token price in a tokenised community.
Supp uses blockchain architecture to power incentive mechanisms which are designed according to the shared principles of the community. These mechanisms will encourage positive participation and eliminate bad behavior through issuing Supp tokens. Aside from rewarding good behavior the Supp token will represent an optional medium of exchange for shifts, and its function can be expected to evolve over time. Supp tokens can either be instantly converted to AUD, sent to family members across the globe, held onto to participate in Supp governance, or kept in a digital wallet and converted into whatever local currency a barista with a round-the-world ticket requires.
The price of a token will be driven by supply and demand dynamics. Upward pressure on the demand side will be driven by the increasing utility of the token within Supp's ecosystem.
Demand-side Tokenomics:
More payments in Supp tokens puts upward pressure on the token price. Workers are attracted to receiving tokens as the medium of exchange because the platform fees are significantly lower, resulting in a higher hourly rate. As the community grows city by city the platform shift activity will increase resulting in higher token demand.
Many families are spread across the globe. In hospitality it's common for workers to support families abroad by sending them a portion of their wages. These people may elect to be paid in tokens that can be transferred to a family member's wallet anywhere in the world instantly and at almost no cost.
Millennials which are the majority cohort in hospitality travel far more than any other generation. While working hospitality shifts in foreign countries they may elect to be paid some of their shift wages in tokens for use in other countries. This removes the need to set up a local bank account which is impractical for short visits. The lifestyle enhancing potential of this is really exciting for anyone in the industry. Without much forward planning an Australian barista could seamlessly fly in to Auckland for a working holiday using their suite of lifestyle apps (Supp – for income, Airbnb – for accomm, UBER – for transport).
As Supp's community grows and blockchain becomes mainstream, more users may opt for payment in tokens, thereby increasing the demand for tokens. Acknowledging that today workers may want to be fully paid in fiat, Supp will introduce a sliding scale which can be toggled at the worker's discretion (full fiat, half fiat/ half SUPP/ full SUPP). In the event of full payment in token, the amount of tokens paid to the worker will be adjusted to represent the current market value of Supp tokens in the local currency. There is high demand to transact on Supp's app because it saves both workers and hirers time by an order of magnitude compared to traditional ways. Cheaper use of the platform via token payment method will make the platform more accessible and intensify the market efficiencies.
Suppy side dynamics include a limited supply (scarcity), hard to obtain (mineable through completing shifts), and quarterly buy-backs of tokens using platform profits.
Users are rewarded according to a payoff structure. Users can commit to a mechanism that grants an outcome.
Token Velocity
Users are rewarded according to a payoff structure. Users can commit to a mechanism that grants an outcome.
Cryptoeconomics – area of applied cryptography design with economic theory.
Token Crowd Sale
The Supp Token crowdsale and the corresponding token creation process will be issued by Supp App Pty Ltd, an Australian Proprietary Limited Company, and will be organised around smart contracts running on Ethereum. Participants willing to support the development of Supp can do so by sending Ethereum currency to the designated address. By doing so, they are purchasing Supp Tokens (SUPP) at the rate of 4,000 SUPP per 1 ETH (approx. USD$0.20 per token) which are sent to their wallet.
There are 3 token issue events in total.
1. Presale local: 1 March – 1 April
2. Presale global: 15 April – 15 May
3. ICO: 1 June – 1 July
For each event, Supp Tokens can be purchased in AUD, ETH or BTC. The creation will be capped ("Soft Cap") upon receipt of ETH equivalent to USD$5M. This amount is subject to change before the Token Creation event.
If the Crowdsale campaign does not reach its minimal capital goal of $1M all funds will be returned automatically to the SUPP token holders by the Ethereum smart contract. Token Creation has a hard cap: upon achieving this cap, token creation will stop and no further contributions will be accepted. The hard cap amount is USD$10M ETH. Tokens that are not sold during the Crowdsale will be burned automatically by the smart contract


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Ubiquinone Found to Be Best CoQ10 for Blood Pressure and Glucose
Preventable conditions like diabetes and hypertension (also known as high blood pressure) continue to present major health problems in America. The American Heart Association estimates that one in every three people has high blood pressure, while the Centers for Disease Control (CDC) estimates that one in every 11 people have diabetes. Worse yet, millions more have pre-diabetes, with blood sugar levels higher than normal, but not quite high enough to be considered diabetes.
While seemingly unrelated, diabetes and high blood pressure go hand-in-hand more than you'd think. In fact, cardiovascular disease is a major complication of type-2 diabetes.
Research shows that approximately 65 percent of people with diabetes die from heart attack or stroke. Similarly, diabetics are two to four times more likely to have heart disease or a stroke than those without diabetes.[1]
Ubiquinol vs. Ubiquinone: Which Form of CoQ10 is Best for Blood Pressure and Diabetes
Given the clear and very common connection between diabetes and heart disease, researchers set out to see if a specific form of the heart-healthy antioxidant CoQ10 could have an impact on both conditions.
Researchers have known for some time now that CoQ10 is beneficial for those with heart concerns or blood sugar imbalances, but less was known about which form was best. Ubiquinol is a form of CoQ10 with one more electron than its other form, ubiquinone, the form naturally made by the body. They are sort of different sides of the same CoQ10 coin, if you will, yet there has been much debate surrounding which form is preferred for those with heart health concerns.
Researchers gave two different forms of CoQ10—ubiquinol-10 and ubiquinone-10—to separate groups of diabetic rats, to determine if one might be more effective than the other against blood pressure and/or elevated glucose levels.
In the study, researchers looked at several factors in relation to the effectiveness of either form of CoQ10:
- Oxidative stress markers, including reactive oxygen metabolites and malondialdehyde
- Non-fasting blood glucose levels
- Blood pressure
- Bioavailability
Researchers Conclude Ubiquinone Best form of CoQ10 for Blood Pressure and Glucose Balance
Oxidative stress is a critical biomarker when it comes to diabetes, as both free radical damage and a decrease in antioxidant protection have been shown to contribute to and even increase the development of diabetes complications.
Researchers found that both blood glucose and blood pressure were decreased in those rats given the ubiquinone-10. This form also reduced oxidative stress and increased CoQ10 levels, as well as a liver coenzyme known as nicotinamide adenine dinucleotide phosphate (NADPH) coenzyme Q reductase.
The ubiquinol-10 form also eased oxidative stress and increased CoQ10 levels. However, this form was found to be better absorbed in the liver and pancreas than ubiquinone-10, though researchers were quick to point out that both were similarly effective.
Given the results of the study, the ubiquinone form of CoQ10 appears to be the more well-rounded of the two.
The CoQ10 Connection: Don't Wait Until It's Too Late!
Coenzyme Q10 (CoQ10) has long been studied for its cardiovascular protection, ranging from artery support, healthy muscular function of the heart, good pumping action, and maintaining a strong heart overall.[2-9] When it comes to blood pressure specifically, study after study shows that CoQ10 works to significantly lower blood pressure, even in people with hypertension and, yes, type-2 diabetes.[10-16]
The health complications that can stem from either preventable condition present too much risk to ignore. Diabetes alone has a whole host of debilitating side effects. In addition to affecting mood, sexual function, oral health, digestion, and wound healing, diabetes also increases your risk for:[17]
- Blindness (diabetic retinopathy)
- Nerve damage (diabetic neuropathy)
- Kidney failure
- Stroke
- Heart disease
- High blood pressure
Clearly CoQ10 is a safe and effective treatment for people with diabetes who are looking to not only lower blood sugar levels, but also to protect their cardiovascular systems, particularly when it comes to free radical damage and blood pressure.
In both forms, long-term supplementation appeared to be safe. Aim for 200-400 mg of CoQ10 as ubiquinone per day for optimal heart health.
- http://ndep.nih.gov/media/CVD_FactSheet.pdf.
- Lee BJ, et al. Nutrition. 2012 Mar;28(3):250-5.
- Zeb I, et al. J Cardiovasc Dis Res. 2012;3:185-90.
- Weber C, et al. Internat J Vit Nutr Res. 1994;64:311-5.
- Mortensen SA, et al. Drug Exptl Clin Res. 1985;11:581-93.
- Gaby AR. Alt Med Rev. 1996;1:168-75.
- Fujioka T, et al. Tohoku J Exp Med. 1983; 141(suppl):453-63.
- Fotino AD, et al. Am J Clin Nutr. 2012 Dec 5. [Epub ahead of print.]
- Gaby AR. Altern Med Rev. 2010 Jul;15(2):113-23.
- Digiesi V, et al. Curr Ther Res. 1992; 51:668-72.
- Folkers K, et al. Res Commun Chem Pathol Pharmacol. 1981;31:129-40.
- Langsjoen P, et al. Mol Aspects Med. 1994;15(suppl): S265-S72.
- Digiesi V, et al. Molec Aspects Med. 1994;15(Suppl):S257-S63.
- Digiesi V, et al. Curr Ther Res. 1990;47:841-5.
- Hodgson JM, et al. Eur J Clin Nutr. 2002;56:1137-42.
- Singh RB, et al. J Hum Hypertens. 1999;13:203-8. Prangthip P, et al. J Diet Suppl. 201
- http://www.cdc.gov/diabetes/managing/problems.html.
Kimberly Day has spent the past 15 years uncovering natural and alternative health solutions. She was the managing editor for several of the world's largest health newsletters including those from Dr. Susan Lark, Dr. Julian Whittaker and Dr. Stephen Sinatra. She has also penned several health-related newsletter and magazine articles, co-authored the book the Hormone Revolution with Dr. Susan Lark, contributed articles to Lance Armstrong's consumer site livestrong.com, and created a number of health-related websites and blogs.
For tips, tools and strategies to address your most pressing health concerns and make a positive difference in your life, visit Peak Health Advocate.


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about the game
Lots of games can be played with soft balls, choose from Ball fun part 1 and part 2. Mix and match these games throughout each 8 minute session to keep the group engaged
Equipment needed: Soft balls
· Elephant Football: Arrange the group in a large circle, the group stand with their legs wide apart and lean over with their hands acting like elephant trunks! The ball is given to one player who begins the game by batting the ball with their 'trunk' aiming to get it in-between another players legs the player can defends their goal with their trunk and aim the ball in-between someone else's legs. If the ball goes through a players legs they must run round the circle before coming back into the game
· Body guard: Arrange the group to stand in a circle, nominate 1 person to be an evil king or queen and another person to be their body guard, they both stand in the middle of the circle, the aim of the game is for the children standing round the circle to hit the evil king or queen with the soft ball but the body guard has to defend them. When the evil king or queen gets hit swop over and allow other children to play that part


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2018: A Year to "Get Connected"
2017 has come to an end and we once again find ourselves presented with a new beginning full of opportunity and the mysteries of much unknown. For many, this wraps up a December that was abuzz with holiday hustle and bustle. For others, it has been more of a time to turn inward for contemplative meditation on the reason for this season and the changes it brings. Whatever may be going on in your life right now, we appreciate that you are taking this moment to connect with us at IHIN.
The New Year is a fitting backdrop for our activities because, for IHIN, all things are new! As the new nonprofit steward of Iowa's Health Information Exchange, we have brought in – as promised – a new IT platform (with Orion) that is the best Christmas present ever! We are already very busy onboarding new and current clients – and working behind the scenes on all the new and expanded services that will soon be available!
Here's what else is new at IHIN:
As you may be aware, the IHIN team has been working on an environmental scan of the healthcare eco-system in Iowa to support and guide our strategies moving forward in 2018. The scan was focused on five types of healthcare providers:
- Home Health
- Long-Term Care
- Hospice
- Federally Qualified Health Centers and Rural Health Clinics
- Assisted Living
As part of the environmental scan, we sent an online survey to virtually all providers in those specialties. We also conducted "Key Informant Interviews" – in-depth discussions with a smaller number of representative providers in each category.
These tactics were very successful and yielded a tremendous amount of data and insight. If you're interested in viewing the results, please read the Executive Summary and/or actual data here [hyperlink]. We'd love to hear what you think!
Special "SHOUT OUT" to the wonderful people at Mercy Hospital and Clinic in Centerville for serving as an outstanding pilot site for our Key Informant Interviews. They were great hosts and provided important information about how healthcare info exchange and care coordination is currently working in Iowa. They also helped us fine-tune our interview tool. Thank you to the good folks at Mercy Centerville!
Furthermore, we have added a very informative PowerPoint presentation (doesn't everyone love PowerPoint?) that will give you an overview of what IHIN does, as well as a comprehensive overview of SWAN – the Statewide Alert Notification system that notifies healthcare providers to their patients' unplanned Emergency Room visits and hospital admissions. We are pushing to get the word out on SWAN and looking for feedback on how to make it really work for providers! We are currently working to give more providers access to alerts so the associated doctors, nurse practitioners, care coordinators, health coaches and case managers are notified of their patients' unexpected health events and can be proactive in providing care and services during these challenging transitions. The presentation won't take long to review and may help clear up any questions.
All of us at IHIN wish you a very happy and productive New Year! Let's "get connected" and work together to create real improvement in healthcare outcomes in Iowa in 2018.


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Even though Atletico Madrid was eliminated from the Copa de Rey, the team has plenty to look forward to for the rest of the season.
Atletico outplayed Barcelona at Camp Nou on Tuesday in the Copa del Rey semifinals, but the 1-1 draw in the second leg still fell short of a comeback – in part because of a missed penalty and an officiating mistake.
Still, the impressive performance filled Atletico with hope for the Spanish league and Champions League.
"We take a lot of positive things from this match," Atletico coach Diego Simeone said. "Hopefully this will be an important step for us ahead of what's left in the league."
Atletico, which won the league title in 2014, got off to a struggling start and is only fourth in the standings, seven points behind Real Madrid – which has two games in hand.
Without the regularity that had been a trademark of Simeone's team in recent years, the title remains a longshot. But Atletico needed a boost to at least get back in the fight for one of the direct qualifying spots for the Champions League.
Atletico is four points behind third-place Sevilla, and six behind second-place Barcelona. Only the top three teams advance without having to go through a playoff round.
"We are proud of what we've done, proud of having done everything that was within our reach," Atletico midfielder Saul Niguez said. "We hope this will continue so we can become more consistent. This is the Atletico Madrid that we know. Nobody can count us out. We will keep working hard and hopefully this will be a turning point for the rest of the season."
Atletico's failure to cap its comeback on Tuesday could be pinned on some of its own mistakes, including the 80th-minute missed penalty by Kevin Gameiro. But Simeone also appeared to put some of the blame on the refereeing, as Antoine Griezmann had a goal wrongly called off for offside early in the second half.
"I have no doubt why in the Champions (League) we have more chances than we do in the league or in the Copa," he said, apparently hinting at favoritism toward Barcelona and Real Madrid in the local competitions. "I have no doubt."
Atletico had midfielder Yannick Carrasco sent off in the 69th minute, while Barcelona had Sergi Roberto red-carded in the 58th and Luis Suarez sent off in injury time.
Atletico's next game in the league is at home against Celta Vigo on Sunday at Vicente Calderon Stadium. It will host Barcelona in three weeks, and will also play at home against Sevilla. Its match against leader Madrid will be at the Santiago Bernabeu Stadium in April.
Atletico faces Bayer Leverkusen in the last 16 of the Champions League, with the first leg in Germany later this month.


text: Life Skills Curriculum By Marye Audet Life Skills Curriculum was developed for special needs students by Adrian Crawford. With over thirty years of teaching experience, she felt that special needs students' education in basic skills was not being met. She decided to do something about it and created her own comprehensive and sequential programs. Life Skills Curriculum Workbooks The curriculum is made up of a series of workbooks that are created for individualized use for each student. There are reproducible materials included. Related Articles Lesson Plans for Teaching Computer Skills Lesson Plans for Teaching Computer Skills Social Skills Lesson Plans Social Skills Lesson Plans Why Is a High School Education Important? Why Is a High School Education Important? Functional Reading Programs This workbook is aimed at students with limited reading abilities. The reading program helps students learn basic vocabulary skills that will help them function in society. This workbook includes a reproducible list of nine hundred public signs and phrases. These will help the student learn about: Safety Community Directions Information Mobility Accessibility There are pre-tests to better evaluate what the student has actually learned and progress that has been made from one school year to the next. Additionally students will learn to read fast food menus. Reading menus is an important skill and allows the students to have more freedom, which in turn builds confidence. This workbook uses menus from: McDonald's Taco Bell Wendy's Arby's Kentucky Fried Chicken The menus teach the definitions of the different terms and identify the different categories. While prices published in the example menus may not be currently accurate, the program will give the student practice in reading menus, understanding the prices and descriptions, and ordering the food. Included are order practice sheets and tests. Written Language Programs When developing this program, the author realized that the target students did not have the skills to meet her goals. Her plan had been to train them to write a paragraph made up of at least five sentences. Without the ability to write a basic sentence the students could not meet the goal of writing the paragraph, so Ms. Crawford created a basic sentence writing program. The program is divided into twenty-one skill levels. Each skill level builds on the one before it, requiring increasingly complex responses. The lessons are to be taught orally before the students are required to write complete sentences. Included in this section is the Spelling Program with four different spelling lists. Each reproducible list has been analyzed for difficulty. The first list has the most important basic words for the student to learn. There are four (reproducible) spelling lists which have been task-analyzed for levels of difficulty. Functional Math Programs The math programs are designed to assist students in learning: Money skills - Kids Make Cents is a program to teach special needs students about money, including making change. Checking account skills - A list of vocabulary words that the student will need know are introduced before the student learns to fill out forms, including: Deposit slips Checks Checkbook registers Savings account skills - Similar to the checking account program the savings account skills program gives more practice and includes: Filling out deposit slips Filling out withdrawal slips Balancing the statement Telling time - Students learn the various vocabulary used for telling time such as "half past" or "quarter to". Once the student understands these phrases he is taught alternative methods of telling time. This program uses manipulatives to give the student a greater understanding of clocks and time. Basic Math For students that are able to understand simple mathematics there is a basic math program that teaches: Addition Subtraction Multiplication Division Each skill is divided into tasks and levels, so that the teacher or parent can individualize the program to match the specific needs of the student. You can find more information about the Life Skills Curriculum at the website. The author does private consulting as well as customer support. Other Life Skills Lessons There are several programs available entitled Life Skills. Each of them targets a different market and fulfills a different need. Some of them are: James Stanfield's curriculum involves the transition from high school to real life after graduation. Money Instructor helps teach the skills surrounding money and consumerism. Good Character is life skills and character for grades four through twelve. Other great resources for life skills lessons are the Boy Scout and Girl Scout handbooks. Remember, many important life skills are learned just by living everyday life. A good life skills curriculum is important for any student, whether they have special needs or are categorized as gifted. Find a lesson plan that you are comfortable with and can teach effectively for the best results. .


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Minnesota. This is a cool set of passport stickers along with a childrens play passport. These make a great gift idea or learning game for children visiting this special location. Collect all of the series featuring many of the greatest cities and tourist attractions in the United States.
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Finally I found this Passport Sticker Sets PP59196 Passport or Scrapbooking Sticker Set-Minnesota, thanks god. It has really good lasting. Passport Sticker Sets PP59196 Passport or Scrapbooking Sticker Set-Minnesota requires almost no maintaince.