Police in Nepal made their biggest cannabis bust in June 2012, seizing more than 2.5 tons from a jungle on the outskirts of the capital Kathmandu, a spokesman said. Drug squad officers discovered 2,640 kilograms of the plant packed in 88 plastic sacks and bound for India, police superintendent Sher Bahadur Basnet said. He said the haul had a street value in Nepal of about $155,000 but would fetch far more on the international market. Five men in their 20s were arrested and each face jail sentences of up to 10 years and fines of 100,000 rupees (about $1,886) if convicted. By Dialogo January 01, 2013
11SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Charles Shanley Charles Shanley has specialized in executive recruiting and project management for more than 20 years. He has a solid background in all facets of Executive Search and has extensive experience … Web: www.jmfa.com Details Prior to the country’s economic downturn, many credit unions maintained formal staff development and leadership training programs that enabled management to recognize potential among existing staff members and develop the skills necessary to nurture professional growth.However, over the past several years many institutions struggled to keep up with ever-changing regulatory expectations and security concerns. As a result, a large portion of human resources and financial allocations were refocused on compliance training initiatives, along with technology and fraud prevention investments.High talent demand vs. short supplyNow, as Baby Boomers exit the industry through retirement, there is a realization and growing concern that the employee roster for many credit unions doesn’t contain the bench strength necessary to build strong leadership and secure future new business opportunities.Over the past several months, I have heard this from clients who are contemplating the specific skills and leadership characteristics they expect to need in the coming years to meet the demands of the changing industry environment. Many see the lack of these skills exhibited by existing employees, as well as outside job candidates, as a challenge to their long-term strength.This concern is reinforced by a recent survey of hiring decision makers conducted by Harris Poll. Forty-eight percent of respondents from U.S. companies reported they don’t see enough qualified candidates for open positions and many expect this to get worse as the economy continues to improve.The problem these days is people with some of the most highly sought-after expertise and leadership characteristics can demand higher compensation and are either happy in their current organization or are holding out for an opportunity to step into a more senior leadership role.And whether it’s because current leaders didn’t see the importance of preparing, coaching and mentoring younger employees and managers – or because the increased cost of doing business made it difficult for smaller organizations to survive and grow – the lack of internal leadership talent waiting in the wings could prove challenging for many institutions for the foreseeable future.Prepare to build long-term internal strengthsLet’s face it. In the current environment the most cost-effective way to get the skills needed to lead your credit union to a successful future is to create an internal process that identifies, trains and prepares today’s key staff members to become tomorrow’s leaders. And while this requires time and resources to put into place and manage, the rewards are worth the investment.Following are some tips to help you get the process started in your credit union:Create and introduce a professional development plan that begins during a new employee’s on-boarding process and progresses as the employee grows within the organization.Build benchmarking into the process to gauge areas where customized training opportunities might be beneficial, or to determine whether or not an employee is a match for a certain job.Utilize assessments to identify leadership characteristics among employees early on to further develop and provide additional experiences that will increase skills and breadth of knowledge.Put in place performance-based and competitive salaries, along with appealing benefits.Create a positive environment throughout the organization that inspires employees to high performance.Establish a referral bonus system for staff to receive compensation for any new employees they refer that are hired for open positions.Take advantage of opportunities to hire strong, qualified candidates even if there is not a specific need at the time. Otherwise, when an opportunity arises, the candidate may not be available.Benefits of pro-active planning and in-house trainingA well-managed, in-house training program is more cost-effective than bringing new talent into the credit union every time an opening occurs. Plus, an established succession plan can identify potential stars and weed out staff members that don’t possess the necessary skills and leadership qualities.Other benefits of developing internal talent include:existing personnel already know the institution, its members and community;promoting from within boosts employee morale;building internal bench strength keeps talent in the organization when there is a lack of potential candidates in the marketplace; andavoiding competition with larger institutions in attracting/affording the best talent.What’s more, investing in professional development for current staff will increase employee retention and can be a major selling point for your recruiting efforts in the future.Create a company-wide succession plan to achieve your desired resultsLosing long-term leadership or highly-skilled personnel is not a matter of “if” but “when.” By creating a company-wide succession plan – along with coaching and mentoring internal employees who show promise and interest in growing their skills – you can avoid the pitfalls of waiting until there is an empty position to fill. If you lack some of the essential skills or leadership characteristics within your organization, a professional recruiter can help you find the talent you need to be successful as long-time leaders retire and competition for top performers increases.In today’s competitive market, having a full complement of highly trained, motivated employees is an essential element for successfully implementing strategic initiatives and meeting performance goals. This is true whether the credit union is a new charter or a well-established institution that has been serving its community for years.
I can walk into a company and tell within seconds whether or not its employees are well treated and happy on a basic level. The level of employee engagement, warmth and sense of a shared purpose is palpable. It’s something I simply feel after being in the business of talent management for several years. And while my conclusion may be subjective, there’s plenty of hard evidence that shows that happy employees lead directly to better performance and higher profits. Last year revenues increased by an average of 22.2 percent for the 2014 Fortune 100 Best Companies to Work For. And according to the Bureau of Labor Statistics, these same companies added new employees at rate that was five times higher than the national average.In other words, it pays to invest in your people. It also happens to be the right thing to do.And what makes for happy employees? Here’s a list of 5 tools to create a culture and workplace that is growing, dynamic, fun, wildly productive and highly profitable. continue reading » 3SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr
The former Disney Channel star noted that the topic of “feeling good and connecting with someone” was never brought up in relation to sex.“I think as a young girl you get taught, ‘Well, you want the guy to feel good’ or something, and that’s really a terrible mentality to go into, like, starting to have sex with,” she said.Duff was then challenged to explain the birds and the bees to teenage girls in 30 seconds.- Advertisement – Sexy time! Hilary Duff opened up about what she learned about sex when she was younger and what she wishes she’d known.“Oh my god, well, I thought the first time you have sex, you’re going to get pregnant,” Duff, 33, said on the Wednesday, November 11, episode of Lady Parts, hosted by Sarah Hyland.- Advertisement – “When you think you’re ready to have sex, first get to know your body,” the “Come Clean” singer said. “Learn what you like, learn what feels good for you before you go into doing it with someone else.”The Cinderella Story actress pointed out that no one should “feel pressure to have sex” and noted that “you can never take away who you had sex with.”She added: “Your number is just going to keep growing. So be careful so know who you’re having sex with and you like them. Sex is about pleasure, and not just for them, for you.”Duff announced last month that she and husband Matthew Koma are expecting their second child. The couple, who wed in December 2019, share 2-year-old daughter Banks.The Texas native also shares 8-year-old son Luca with her ex-husband, Mike Comrie.Listen to Us Weekly’s Hot Hollywood as each week the editors of Us break down the hottest entertainment news stories! Fellow guest star Ashley Benson echoed Duff’s childhood sex fears, saying, “I thought if you got fingered, you’d get pregnant. I mean, anything touching your vagina, I was like, ‘I’m going to get pregnant.’”Hilary Duff attends #BlogHer20 Health at Rolling Greens in Los Angeles on February 1, 2020. Broadimage/ShutterstockThe Lizzie McGuire alum then recalled being told about pleasing men during sex, but not about feeling good yourself.“One thing that’s a bummer that people don’t really talk about when you’re younger is that sex is for pleasure, too — not just about being in love,” the Younger star, who is pregnant with her third child, explained. “Like, you’re having a lot of different feelings in your body and a lot of people are, like, ready at different times.”- Advertisement – – Advertisement –
The existence of Aventis Pasteur’s stockpile of millions of doses of frozen smallpox vaccine was publicly disclosed in March 2002. The company then offered to turn the vaccine over to the federal government, which was preparing a smallpox vaccination program for the military and some healthcare workers at the time. The JAMA report says the stockpile contains about 85 million doses. Talbot TR, Stapleton JT, Brady R, et al. Vaccination success rate and reaction profile with diluted and undiluted smallpox vaccine. JAMA 2004;292(10):1205-12 [Abstract] More than 99% of the vaccinees showed a vaccination “take,” defined as a vesicle or pustule at the site 6 to 11 days after vaccination, with no significant difference in take rates between the three dilution groups, the report says. All volunteers had induration and erythema at the inoculation site, but the areas affected were significantly smaller in women than in men. Before the disclosure of the Aventis stockpile, the nation’s supply of smallpox vaccine was only about 15 million doses (though studies have shown it can be diluted). However, the British vaccine maker Acambis has been under contract since 2001 to supply 209 million doses of a smallpox vaccine to the government. In view of the findings, the authors write, “The existing supply of approximately 85 million doses of APSV [Aventis Pasteur smallpox vaccine] can be expanded, leaving an ample stockpile of smallpox vaccine to protect the entire US population in the event widespread vaccination is imminently needed. With adequate supplies of vaccine for the population of the United States, the potential exists for sharing additional supplies with other countries as well.” Using vaccine made in 1956 and 1957, the recent study was a double-blind, randomized trial funded by the National Institute of Allergy and Infectious Diseases. Volunteers recruited at Vanderbilt, Iowa, and Cincinnati were screened for contraindications and given the vaccine at full strength or in a 1:5 or 1:10 dilution. The volunteers, who had never had a smallpox shot, were then observed in person every 3 to 5 days for 2 weeks and again at 1 and 2 months after vaccination, and were interviewed by phone after 6 months. Blood serum samples were taken before vaccination and 28 and 56 days afterward. A trial of the vaccine in 340 young adults showed it was effective when diluted to one-fifth and one-tenth of full strength, according to the report by a team of 10 researchers from Vanderbilt University, the University of Iowa, Cincinnati Children’s Hospital, and EMMES Corp. The lead author is Thomas R. Talbot, MD, MPH, of Vanderbilt University School of Medicine. In the 2 weeks after vaccination, 99.7% of the volunteers had pain or itching at or near the vaccination site. Systemic symptoms were also common: fatigue was reported by 79.1%, myalgia by 78.2%, headache by 75.0%, and fever by 21.5%. The frequency of these side effects was about the same in all three groups. A quarter of the vaccinees missed some activities because of reactions to the shot. The authors say the frequency of side effects, while not unexpected, seemed higher than that in a recent trial of lyophilized (powdered) smallpox vaccine. Sep 10, 2004 (CIDRAP News) A test of smallpox vaccine made by Aventis Pasteur in the 1950s show it is still effective even when diluted, suggesting that the United States has more than enough vaccine for everyone, according to a report this week in the Journal of the American Medical Association. The researchers did not actively monitor the volunteers for cardiac symptoms, because the trial took place before myopericarditis emerged as a rare side effect in the US military smallpox vaccination program. However, four volunteers reported episodes of chest pain or tightness in the 2 weeks after vaccination, and one reported exercise-associated dyspnea and tachycardia. All of these symptoms resolved with rest or treatment with nonprescription drugs, the report says. Because of the number of smallpox vaccine trials coinciding with this one, serologic data for all the vaccinees were not available in time for the JAMA report. However, data were available for a subset of 109 volunteers from Vanderbilt University. By a month after vaccination, all except one of these vaccinees had developed a neutralizing antibody response. This response was significantly higher in the 1:5 dilution group than in the 1:10 group.
Alan Rubenstein is to leave the UK’s Pension Protection Fund (PPF) early next year, the defined benefit (DB) lifeboat fund announced this morning.Rubenstein has led the PPF as chief executive since joining in April 2009, during which time the fund – which takes over the DB schemes of bankrupt companies – has grown from £2.9bn (€3.2bn) to £30bn.Arnold Wagner, PPF chairman, said: “The board is extremely grateful to Alan for his excellent leadership of the PPF over the last eight years and wish him every success in the next phase of his career.“As a result of his achievements as chief executive, the PPF is in a strong position, well placed to continue to protect the millions of people in the UK who belong to defined benefit pension schemes. Our task now is to locate a successor to pilot the PPF through its next phase of development.” Rubenstein added: “After eight hugely enjoyable and successful years with the PPF, I have decided that the time is right to seek a fresh challenge.“I’m enormously proud of the progress we have made during my time as chief executive. The PPF has grown from an organisation whose very survival was in doubt to one which is now a firmly established part of our national pensions fabric. “Above all, between the Pension Protection Fund, and the Financial Assistance Scheme, which we run for government, almost half a million people are now better off thanks to the protection we provide.”Sir Steve Webb, director of policy at Royal London, worked with Rubenstein on many occasions during his five years as UK pensions minister. He described the outgoing CEO as “a giant of the pensions world” and “an exceptionally tough act to follow”“He has overseen a period of rapid growth for the PPF and has helped to ensure that the organisation is on a firm financial footing going forward,” Sir Steve added. “Many hundreds of thousands of current PPF members and many millions of potential PPF members owe him a debt of gratitude. I have no doubt that Alan could have earned far more in a private sector post than the government is prepared to pay someone to run a public body of this sort, and it is to his great credit that he gave his all to the PPF for a sustained period and leaves it in such a strong position.” Alan Rubenstein gives evidence to the government’s Work & Pensions Committee during the BHS enquiry in 2016During his tenure, Rubenstein became the public face of the PPF. He appeared in front of the Work and Pensions Committee – a cross-party group of politicians from the UK parliament’s lower house – on numerous occasions, most recently to explain to politicians the fund’s role in the debate about the BHS and British Steel pension schemes.He was also a driving force behind the establishment of the Pensions Infrastructure Platform. The PPF was a founder member of the platform in 2012.Before joining the PPF, Rubenstein ran Lehman Brothers’ Pensions Advisory Group. He was previously a managing director at Morgan Stanley, and has served on the boards of Dutch asset manager Robeco, the UK’s Institute and Faculty of Actuaries, and the National Association of Pension Funds (now the PLSA). Currently, he is non-executive director at insurance company esure and an investment adviser to the British Coal Staff Superannuation Scheme.During Rubenstein’s tenure the PPF won several IPE awards, including Best European Pension Fund in 2013 – the first UK fund to win this category. It has also been recognised for excellence in real estate investing and liability-driven investment.
Enterprise Products Partners (EPD) has announced three additional expansion projects that will increase the partnership’s capacity to load liquefied petroleum gas (LPG), polymer grade propylene (PGP) and crude oil from its Enterprise Hydrocarbon Terminal (EHT) on the Houston Ship Channel.Currently, Enterprise’s nameplate LPG loading capacity is approximately 660,000 barrels per day (BPD).Previously, the US provider of midstream energy services unveiled a project to add 175,000 BPD of LPG loading capacity, which is currently under construction and expected to be completed late third quarter of 2019.The additional, new projects are expected to increase incremental LPG loading capacity by another 260,000 BPD. They are planned to be in service in the third quarter of 2020.When completed, the projects will give EHT nameplate capacity to load up to almost 1.1 million BPD of LPG, or approximately 33 million barrels per month.In response to record demand for PGP by international markets, the partnership is adding refrigeration facilities at its Houston Ship Channel terminal that will enable Enterprise to load up to an incremental 67,200 BPD, or approximately 2 million barrels per month, of fully refrigerated PGP. With this expansion project, Enterprise will enable co-loading fully refrigerated PGP and LPG onto the same vessel. This expansion is expected to be available in the fourth quarter of 2020.As part of the expansion, Enterprise is also building an eighth dock at its Houston Ship Channel terminal with the capability to load approximately 840,000 BPD of crude oil, increasing the partnership’s nameplate export capacity for crude oil at the Houston Ship Channel to 2.75 million BPD, or nearly 83 million barrels per month.Expected to begin service in the fourth quarter of 2020, the new dock will be able to accommodate a Suezmax vessel, the largest ship class that can navigate the Houston Ship Channel.“We are pleased to announce this additional investment in our Houston Ship Channel marine terminals. In total these expansions will enable us to load an incremental 1.3 million BPD of LPG, polymer grade propylene and crude oil,” A.J. “Jim” Teague, chief executive officer of Enterprise’s general partner, said.Enterprise estimates that by 2025 exports of U.S. crude oil will increase from 3 million BPD to 8 million BPD and the domestic LPG export market will double from 1.4 million BPD to 2.8 BPD. Much of this growth is being driven by increasing production from the Permian Basin of Texas.
The suspects were detained in the lockup cell of Police Station 2. BACOLOD City – Two suspected drug peddlers were arrested in a buy-bust operation in Barangay Mandalagan, Bacolod city. Charges for violation of Republic Act 9165, or the Comprehensive Dangerous Drugs Act of 2002 will be filed against them./PN Nine sachets of suspected shabu weighing about 15 grams valued at around P120,000 were seized from residents Dennis Dumdum, 47, and Carlo Rasmo, 39, a police report showed. Nine sachets of suspected shabu valued at around P120,000 were seized in a buy-bust operation in Barangay Mandalagan, Bacolod City on June 20. Residents Dennis Dumdum and Carlo Rasmo were arrested during the operation. POLICE STATION 2/BCPO An undercover cop initially from the suspects suspected illegal drugs for P500 around 10:30 p.m. on June 20.
Since then he has proved himself a suitable successor to Edwin van der Sar at United and been the subject of intense interest from Real Madrid, but Sanchez Flores – who the goalkeeper grew so close to he bought him a pocket watch as a present – believes he should remain in the Premier League, and is convinced that his experience in England has been vital to his development. “I gave David his debut. He was the third-choice ‘keeper and after one month he was first choice,” Sanchez Flores said. “He was amazing. You just need to focus on the training and watch how he is taking the ball and handling it. “For me he is probably the best goalkeeper in the world. I got a present after two years when we separated, it was a clock. “The watch is an antique, golden on a chain. You wear it in your pocket. It is very English. I don’t remember but I think there was an inscription. I still have it. I won’t wear it, that’s too much. “(But) he has everything, he is more than a goalkeeper. He can control everything, the ball in the air. He is good in the goal and out of the goal. For me he is the top three best goalkeepers in the world. “It would be perfect for the Premier League for him to stay and perfect for him. He needed to come here to learn. “I’ve talked a lot about De Gea but with his confidence it will be very difficult to score past him. Press Association Quique Sanchez Flores has revealed that he is looking forward to a reunion with Manchester United’s David De Gea, having given the goalkeeper his break. “I have (a special relationship with De Gea). (And) with (David) Silva and (Sergio) Aguero, I wanted to wait until after the game because I don’t like to speak to opponents before the game. I try to respect. I don’t like my players to see me having a relationship with other players, hugging them. I will wait in my dressing room, for sure. After the game, of course, I will spend time with him.” United visit Watford after a period in which they have been labelled boring by their own fans, owing to their predictability and lack of goals. Flores, however, does not agree with that verdict, and believes that not only is their ball retention “amazing” but that United will improve further. “I t is amazing ball possession,” he said. “This is a process. (Their manager Louis) Van Gaal is doing a bit to respect the style of play, to keep the ball and after with the idea to (score). It is not boring. At the moment they are doing their first objective – to keep the ball. “The other part of the process is to be offensive, aggressive in the last third. Maybe at the moment they are not so aggressive in the last third but they are efficient, because they are shooting three and put three in the goal. So it is a process.” Watford host United in the Premier League on Saturday, seven seasons after Sanchez Flores promoted De Gea into Atletico Madrid’s first team, and his former manager, now in charge at Watford, believes he has matured into the world’s best. De Gea was Atletico’s third choice when Sanchez Flores was appointed manager in October 2009 but he ended the season in the first team and close to making Spain’s victorious squad for the 2010 World Cup.
THE Pakistan Cricket Board (PCB) is allowing its players to return to the Hero Caribbean Premier League (CPL), for which it had first delivered No-Objection Certificates.The PCB had initially asked that the players return from the leagues to facilitate the playing of a World Series XI game, as well as the National T20 Cup. That competition has been rescheduled to November.According to PCB Chairman, Najam Sethi, the National T20 Cup had to be rescheduled because of his organisation’s busy schedule.“The World XI series was not officially confirmed when we set the dates for our domestic tournament,” said Sethi.“That series falls right in the middle of when our competition would have been played. Then there’s a by-election (on September 17 on the seat of now-disqualified prime minister Nawaz Sharif) and after that the team has to go to the UAE, so the competition was squeezed out,” he added.“As a result, we have moved it to November. An added advantage of this arrangement is that our players who are taking part in the CPL and other county matches will be able to take full part in those tournaments. This will make the players happy too, as well, as the CPL.”The Tallawahs’ Imad Wasim, the Tridents’ Shoaib Malik and Wahab Riaz, the Trinbago Knight Riders’ Shadab Khan, St Kitts and Nevis Patriots’ Mohammad Hafeez and Hasan Ali, and the Warriors’ Babar Azam are all now free to return.