Personal Organizati­on – The Bible Post http://thebiblepost.com/ Sat, 03 Jul 2021 06:04:21 +0000 en-US hourly 1 https://wordpress.org/?v=5.7.2 https://thebiblepost.com/wp-content/uploads/2021/03/favicon.jpg Personal Organizati­on – The Bible Post http://thebiblepost.com/ 32 32 The political prosecution of the Trump organization https://thebiblepost.com/the-political-prosecution-of-the-trump-organization/ Fri, 02 Jul 2021 21:22:00 +0000 https://thebiblepost.com/the-political-prosecution-of-the-trump-organization/ Donald Trump looked dejected in the midst of his victory on election night 2016. As I duly recounted a few weeks later, sociologist Anne Nassauer, applying well-established measures, told me: “We cannot than speculating on why President-elect Trump has shown facial expressions of sadness. . It is surprising that he showed these expressions directly after […]]]>


Donald Trump looked dejected in the midst of his victory on election night 2016. As I duly recounted a few weeks later, sociologist Anne Nassauer, applying well-established measures, told me: “We cannot than speculating on why President-elect Trump has shown facial expressions of sadness. . It is surprising that he showed these expressions directly after his election victory.

Speculating was not difficult. This week is why. Mr. Trump, who is not the fool some imagine, knew that winning the presidency was a dangerous mishap from a personal legal standpoint. Mr. Trump, until then, has mostly struggled with sharpies who only wanted a portion of his money, not its destruction. He also knew that in our overgrown regulatory state, prosecutors can find something about anyone, even those who conduct their business with a qualm alien to Mr. Trump.

It’s “political,” Mr. Trump said of this week’s accusations. Yes, necessarily and in part. This is why people with Mr. Trump’s deep pockets and Mr. Trump’s turbulent history are not wise to go into politics, even though it could be beneficial for the nation to have a pool of presidential talent. largely welcoming.

The charges brought by Manhattan District Attorney Cyrus Vance Jr. and New York Attorney General Letitia James are exaggerated for the amount of tax offenses related to employee compensation. Flight? Who stole what from whom? Mr. Trump’s company and his butler, CFO Allen Weisselberg, but not Mr. Trump himself so far, are accused of distributing benefits as normal business expenses, thereby avoiding taxes on personal income and social charges.

Mr Trump’s lawyer said, probably correctly, that such complaints are usually settled in civil matters with the Internal Revenue Service for the reasons discussed above. The IRS is primarily concerned with getting the most money at the least cost for its enforcement efforts. Not so elected officials such as Mr. Vance and Mrs. James. If the prosecution is a big financial loser for New York State, that’s fine with them.



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Major ETM, Industrial Engineering Alumni Organization Brings Food and Safety to Nigerian Children https://thebiblepost.com/major-etm-industrial-engineering-alumni-organization-brings-food-and-safety-to-nigerian-children/ Fri, 02 Jul 2021 13:05:35 +0000 https://thebiblepost.com/major-etm-industrial-engineering-alumni-organization-brings-food-and-safety-to-nigerian-children/ When Mubarak “Mo” Muhammed founded the Grassroots Africa Basketball Foundation (GRAB), he planned to provide shoes for children in his hometown of Suleja, Nigeria. However, as he and GRAB grew, they expanded their efforts beyond shoes. Since its inception, GRAB has provided shoes for over 100 children, renovated basketball courts in the area, and adopted […]]]>


When Mubarak “Mo” Muhammed founded the Grassroots Africa Basketball Foundation (GRAB), he planned to provide shoes for children in his hometown of Suleja, Nigeria. However, as he and GRAB grew, they expanded their efforts beyond shoes.

Since its inception, GRAB has provided shoes for over 100 children, renovated basketball courts in the area, and adopted a nearby children’s shelter.

Muhammed used the skills he learned in Louisiana Tech’s engineering and technology management and industrial engineering programs to drive his organization to success.

“The entrepreneurial engineering skills I learned in the Industrial Engineering and Engineering and Technology Management programs helped me redefine GRAB’s vision into a sustainable plan. As an engineering student at Louisiana Tech, I strengthened my leadership, planning and communication skills, and I am able to apply manufacturing and quality processes to reduce costs on GRAB projects.

Through proper project planning and research cost analysis he learned at Louisiana Tech, Muhammed reduced GRAB’s operational costs. The organization completed the first refurbishment of the court, reducing costs by almost a third from the original cost estimate. GRAB made cosmetic changes and installed new fiber rims, exterior lighting, benches and a field security fence for around $ 4,500. The renovated field is a college-sized regulation field with borders, markers for three-point lines and free throws, and the GRAB logo in the middle of the field.

After completing the refurbishment of the court, Muhammed and GRAB set out to help repair the nearby Angwan Zumra center in Suleja, a center that provides shelter and meals for underprivileged children.

Muhammed also credits his training to Tech for his ability to develop a communication plan that helped GRAB members share ideas and plan a dormitory renovation for the center via Zoom calls and see ideas perfectly executed.

“So far we have spent $ 13,000 to install and build 12 well ventilated and electrically powered hostel rooms for the kids. Our initial cost estimate for this project was $ 25,000. We cut costs almost in half using the skills I learned in Louisiana Tech’s Engineering and Technology Management program. I must also thank the GRAB Foundation team in Nigeria for a job well done.

Centers like Angwan Zumra lack clean water, food for a balanced diet, beds and safety devices due to poor funding.

Muhammed said he hopes GRAB will help alleviate some of these problems through campus fundraising and campaigns with Greek organizations to rehabilitate the center.

The rehabilitation will be carried out in three phases: providing a new roof for the sleeping area; install doors, windows and gates for security; and the installation of electrical infrastructure. For the second phase, GRAB will provide 300 mattresses – one mattress for each child in the center – will install lockers that the children can use as cupboards, and install a water system that will provide them with drinking water. In the third phase, GRAB will implement a cafeteria plan, employ two chefs, provide two months of groceries, and bring in a GRAB Ambassador to educate chefs and children on personal hygiene.

Once GRAB completes the rehabilitation, the organization will introduce educational platforms on YouTube and teach them skills to help them prepare for a career.

Muhammed estimates that the phases will cost $ 12,000; $ 9,000; and $ 14,000, respectively. GRAB has run fundraising campaigns, sold raffle tickets at baseball games, and applied for grants to raise funds.

Learn more about the latest GRAB Foundation initiatives at organization website or @grabfoundation on Instagram.



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How to bring power to your organization https://thebiblepost.com/how-to-bring-power-to-your-organization/ Wed, 30 Jun 2021 23:51:50 +0000 https://thebiblepost.com/how-to-bring-power-to-your-organization/ What is specific customer service empathy and how do you go about training it and deploying its power to help you begin the transformation of your business into a more customer-centric operation? Let me back down. If you could somehow start from scratch and aim to create the most customer-centric and customer-friendly business, you might […]]]>


What is specific customer service empathy and how do you go about training it and deploying its power to help you begin the transformation of your business into a more customer-centric operation?

Let me back down. If you could somehow start from scratch and aim to create the most customer-centric and customer-friendly business, you might try to hire only people who were psychologically constructed from birth to have the personality trait empathy, at least for roles with direct contact with the client.

Because, whatever you’ve been taught, the reality is that there is, unfortunately, a strain of empathy that exists as a more or less enduring personality trait. As with other personality traits that an individual possesses this tension of empathy (what psychologists unsurprisingly call trait-based empathy) is broadly defined for the rest of its life once an individual reaches adulthood, with a few exceptions.

And those exceptions, the ones that can change a person’s trait-based empathy setting from “off” to “on” are not created by anything on the surface that I can pull out of a hat. training for you, I’m afraid. The kind of exceptions that alter a personality trait can be multi-year therapy, a major trauma or personal awakening, or (and I’m not kidding here) a head injury.

But you have a business to run. And I expect that won’t give you time to gently hit your existing employees on the head in the hopes of creating a personality-changing head injury; neither are you going to lay off all of your existing customer-facing staff in the hope of replacing them with a whole new roster of employees perfectly selected to have that personality trait of empathy.

So what to do instead? Train your existing employees in the simplest and equally useful type of empathy: What psychologists call situational empathy and what I think in a customer service context you can quite aptly call customer service specific empathy is the context in which you practice. (I’m a customer service improvement and customer service turnaround consultant.)

Customer service specific empathy can be learned and enhanced from live training or e-learning programs, including those offered by my company. (Online customer service learning may actually have the advantage here over live training, as the ability to include video scenarios is a powerful tool for building specific empathy.)

Whatever type of external training you are considering, or if you want to try it on a do-it-yourself basis, here is an overview of what you want to convey and the limits of empathy training, in an organizational vacuum. . Being aware of both can help you make a meaningful dent in the universe by training and deploying employees with specific customer service empathy:

1. While a technical in the deployment of customer service empathy, it is to capture the clues, what matters here is to capture the clues that really make sense to the client. A favorite example of this (borrowed from my book, Ignore your customers (and they will leave) is from Madison, an experienced and knowledgeable Zappos employee who works over the phone. Let’s listen: A client calls who is at their wit’s end about the challenges of finding a comfortable shoe for an upcoming family wedding.

Madison responds with a lot of empathy and passion, after focusing on the key part of the information shared with her: that her interlocutor has narrow feet, a category that is deemed difficult to fit into. “Honestly, the ‘narrow ones’ are the worst! It’s almost as if the entire industry has conspired against narrow-footed people. My aunt has narrow feet like you, and I swear it seems every other conversation I have with her is about her miseries related to them.

As you can imagine, the two are soon to be besties. And, quickly, Madison’s client regains hope that the next wedding will be more than a party of torture for her feet. Then, browsing together while still on the phone, Madison and the client manage to find a likely new candidate for painless but dressy shoes.

2. Know that there can be a lack of empathy when your employees are serving people. seriously life situations different from theirs. While there is always a certain disconnect between the frame of reference of your employees’ lifestyle and that of your clients, a dramatic divergence occurs when your clients are High net worth individuals (HNWIs). The economic and lifestyle realities of high net worth clients can be light years away from those of your employees, resulting in a lack of empathy and practicality in conversations and service recommendations.

In this sense, Ross Buchmueller, CEO of the PURE Group of Insurance Companies, which serves wealthy owners and families, recalls hearing an employee of a company (not his, by the way) tell a wealthy client that “I” I never recommended anyone take a $ 10,000 deductible because I could never afford to pay that much if something went wrong, ”which, although a blunt comment – and certainly valid in the employee’s worldview – was not necessarily good advice for a client who could easily self-insure for that amount or more, and for whom it could have been a significant saving on premiums and a smart financial decision.

Likewise, as we examine the relatively strong recovery of Covid here in much of the United States, when we serve clients (external or internal) in India, Brazil and elsewhere, their realities may be very different and require a important cropping.

3. Empathy alone may not be enough. Is your organization ready to let empathy translate into action? Here is an example that is small and yet deep. The actions of this empathetic employee did not cost his company any measurable amount of money, but the whole scenario demanded that management be open to the creative deployment of what you might call “empathy in action.” . Is your business ready to follow suit? Otherwise, improving your conversational empathy skills may not be enough:

Out of nowhere, a dog leaps to the reception of the Hyatt House hotel in the suburbs of Virginia, clearly on a mission. The front desk clerk bends down and throws a rolled newspaper into the waiting dog’s mouth. Once this stage of his mission is accomplished, the dog wags his tail and the agent goes back to work processing the papers for the next guest.

“[The dog’s] The owner had just sold her home after 40 years of existence and, like many of our guests at Hyatt House, she is in limbo before moving into her first apartment as an empty nester, ”says Sara Kearney, vice-president. Senior President of Hyatt. . “My colleague at the reception [at this point in the interview I had to confirm that Kearney had said “colleague,” not “collie”] tried to help this guest keep some semblance of her routine from her previous life. So every morning, his dog crosses the hallway to the reception, collects the newspaper as he did when they lived at home and brings him back to the guest room where his master is waiting for him.

*****

Situations like that of this customer, the dislocated dog owner, can weigh heavily on their perception of the goods and services you provide. Fortunately, such situations are also where truly empathetic customer service can shine. But that can’t shine just by training your employees to be empathetic in their conversational responses over the phone or in person. While a comforting ear can often suffice, sometimes empathy needs to be turned into extra action. Is your organization ready to do this? This is a next key question.



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New owner Ryan Smith has started to put his mark on his NBA franchise, making Dennis Lindsey an advisory role. https://thebiblepost.com/new-owner-ryan-smith-has-started-to-put-his-mark-on-his-nba-franchise-making-dennis-lindsey-an-advisory-role/ Mon, 28 Jun 2021 22:55:12 +0000 https://thebiblepost.com/new-owner-ryan-smith-has-started-to-put-his-mark-on-his-nba-franchise-making-dennis-lindsey-an-advisory-role/ Dennis Lindsey’s exit from president of Utah Jazz basketball operations was more an ownership decision than Lindsey’s personal decision, sources at the Salt Lake Tribune say, as new owner Ryan Smith opted out without Lindsey at the helm and selected general manager Justin Zanik. as the main decision maker of the team. Smith made the […]]]>


Dennis Lindsey’s exit from president of Utah Jazz basketball operations was more an ownership decision than Lindsey’s personal decision, sources at the Salt Lake Tribune say, as new owner Ryan Smith opted out without Lindsey at the helm and selected general manager Justin Zanik. as the main decision maker of the team.

Smith made the decision to put his stamp on his organization as the new owner. “It’s only natural that his preferences and inclinations lead us in new directions,” Lindsey admitted last week after the team’s disappointing second-round exit against the Los Angeles Clippers.

And Lindsey wasn’t the only victim of the Jazz front office. David Fredman, who had worked for Jazz for almost five years since the team’s inception in 1974, and until this week, served as the team’s professional player personnel manager, was informed that his contract was not renewed.

There were a myriad of factors at play in Smith’s decision to leave Lindsey. One of the byproducts, intentional or not, will be the chance to purify the air and continue to improve the internal culture of the organization after a long disconnect between Lindsey and Jazz head coach Quin Snyder.

Lindsey, hired by Jazz in 2012, chose Snyder to be his team’s head coach in the summer of 2014 after a disappointing season under his predecessor Ty Corbin. But in the years that followed, Snyder and Lindsey’s relationship deteriorated, creating a distrust between the two that impacted Jazz’s day-to-day operations.

There were many disagreements, both on and off the pitch, according to sources.

• Lindsey and the team’s front office disliked Snyder’s tendency to keep rotations smaller and more consistent, preventing late bench players and prospects from getting playing time, downsizing players. which the front office believed or wanted to increase the value of (among them Dante Exum and Nigel Williams-Goss).

• Meanwhile, Snyder frankly believed that these players weren’t often NBA-rotating caliber, and playing them for significant minutes would hurt his chances of winning. Snyder believed Lindsey hadn’t given her teams as much talent as possible and left gaps on the roster unaddressed, which limited her training options – which became evident in the wake of the Jazz’s loss to the Clippers in this year’s playoffs.

• In Derrick Favors’ first stint with the Jazz, Lindsey was in favor of starting Favors as a power forward alongside All-NBA center Rudy Gobert, praising the defensive sense of the pair. Snyder, meanwhile, struggled to space the floor under those queues.

• Snyder has joined most of the Jazz front office feeling frustrated with the selection of Udoka Azubuike with the team’s first-round pick in 2020. The selection, sources say, was made following intense disagreement from the team’s scouting department, but Lindsey saw a future in Azubuike’s size and ability to finish around the basket.

• Snyder was sometimes frustrated with Lindsey’s public statements. In a 2018 interview, after a 9-12 start to the season, Lindsey noted Jazz’s high turnover as the source of the early season woes. Snyder saw the comments as encroaching on his territory.

• In general, there were disagreements over who oversaw various matters off the field, including certain aspects of the team’s training facilities.

For much of the couple’s working relationship, Larry H. Miller Group of Companies CEO and former Jazz chairman Steve Starks acted as a go-between between Lindsey and Snyder, who rarely wanted to talk one-on-one. head. Indeed, the disconnect between the two was frequently discussed and seen as an open secret – first among those who work for Jazz, and then later among insiders of the league as a whole.

While disagreements between coaches and front offices are common in the NBA, Lindsey and Snyder’s relationship was seen as unusually cold.

“Look, there have been different issues for a while. This is how I want to fix it, ”said Fredman, when asked about the discord within the team’s front office. “Obviously, this is no surprise from an internal point of view.”

In a statement given to reporters after Lindsey’s decision became official, Snyder complimented Lindsey.

“I really appreciate that Dennis believed in me and gave me the opportunity to be the head coach of Utah Jazz,” said Snyder. “He was extremely committed to my success, the success of our players and he built a roster that continually put us in a position to grow and fight. I am and will remain grateful for the time spent working with him.

While the relationship between the two has not been as combative this year as it had been at various points in their tenure, thanks at least in part to the team’s regular season success, there was a the view of some within the organization that a long-standing feud had been settled.

“Quin won,” a source said simply.

The end result is this: Lindsey has been demoted to an advisory role which functionally acts as a way for Lindsey to stay connected to the league and continue earning her contract salary without having any real decision-making power within the league. team. The move was announced on Sunday night when the team learned the reshuffle would go public as soon as possible. Lindsey, in a statement, said he has been considering an advisory role for years.

But most would expect Lindsey to find another job in the NBA rather than sticking around with Jazz for a long time in that role – he would have been interested in the vacant Dallas job, since held by Nike executive Nico Harrison. His hometown of the Rockets would also make sense as a landing point, but the team want to give new general manager Rafael Stone a chance to shine. Lindsey, who finished second in this year’s NBA Executive of the Year vote, believes she can find a suitable position soon.

As for Fredman, “I just met them and they just informed me that they weren’t going to offer me a contract in the future,” Fredman told the Tribune. “I want to say that I am certainly disappointed, but not bitter. The Jazz have been great for me. It has been an honor to work for 42 years for the Jazz franchise. And we’ll see what happens in the future; it is important to note that I do not intend to retire.

As Managing Director, Zanik, who has a better relationship with Smith and Snyder than Lindsey, will lead the team’s operations. Zanik was hired by the Milwaukee Bucks from Jazz in 2016 and was set to become Milwaukee’s chief decision maker. This never happened, as the team’s ownership group ended up at odds over Zanik’s rise. He returned to Utah in 2017 and will finally have the chance to lead the decision-making of an NBA team with the Jazz.

With Lindsey’s basketball sense no longer present, the team want to complete their front office under the leadership of Zanik, whose experience comes primarily from his role as a basketball agent, not a scout. Dwyane Wade has added his voice to front office conversations, but does not play a daily role in decision making. Former Wade teammate and current Miami Heat basketball analysis and development director Shane Battier was mentioned as a potential addition to the team’s front office by Tony Jones of The Athletic on Sports Illustrated’s The Crossover podcast.

Former Boston Celtics executive Danny Ainge reportedly met the team last week, and it is unclear in what role he would join the team if a marriage was found. Marquis Newman, currently the team’s scout coordinator, could take on greater responsibilities, as could Steven Schwartz, the team’s current director of basketball operations. Snyder, no doubt, will have an important voice.

It was also recognized that the current front office lacks diversity. Longtime Jazz front office executive Walt Perrin was the highest minority for years in the organization, but he was hired by the New York Knicks to be their deputy general manager last summer. Newman is black, but the team may want to add more diversity to the upper echelons of the management structure.

Frankly, the Jazz also want to make moves that star goaltender Donovan Mitchell and his team like. Even though Mitchell just signed a five-year extension with the team, the deal includes a player option after season four, and the pro-NBA player power structure means Mitchell, if he wanted to, could organize an outing earlier. Mitchell (and teammate Royce O’Neale) are represented by Ty Sullivan of the Creative Artists Agency (CAA); a current CAA executive is among those considered for a front-office role.

The franchise will want to nail these additions soon. The team had a somewhat fractured structure during last week’s NBA Combine which ended on Sunday. The NBA Draft takes place on July 29, and NBA free agency negotiations open on August 2. Creating a steering group for these key decisions would only help the team move forward.

But already, the team’s new ownership group has made substantial changes to the organization. By all accounts, there is more to come.



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honor system will only support virus | Columns https://thebiblepost.com/honor-system-will-only-support-virus-columns/ Sun, 27 Jun 2021 05:04:21 +0000 https://thebiblepost.com/honor-system-will-only-support-virus-columns/ Many states, including Indiana, have largely or completely eliminated restrictions related to COVID-19. Additionally, the Centers for Disease Control and Prevention recently issued the recommendation allowing fully vaccinated individuals to remove their masks, adding that social distancing is not necessary for them in most situations indoors, regardless. the immunization status of other people present. There […]]]>


Many states, including Indiana, have largely or completely eliminated restrictions related to COVID-19.

Additionally, the Centers for Disease Control and Prevention recently issued the recommendation allowing fully vaccinated individuals to remove their masks, adding that social distancing is not necessary for them in most situations indoors, regardless. the immunization status of other people present. There are a few exceptions, including public transport and healthcare facilities.

The CDC’s recommendation reflects the high-potency vaccines provided against COVID-19, including new variants currently in circulation. It is also an indication that we now know that vaccinated people have extremely low asymptomatic infection rates and rarely pass the virus to others.

The recommendation also reflects several factors.

COVID statistics have dropped dramatically in recent weeks – in part due to warmer weather – to the lowest number of daily cases, hospitalizations and deaths in almost a year. Immunization rates have continued to rise – currently 41% of all Americans are fully immunized (36% in Indiana). In addition, around 30% were infected, at least temporarily, adding to total immunity in the United States.

But we are still far from 80% of collective immunity thanks to the vaccination necessary to be really safe. There are still 20,000 new cases and hundreds of deaths from COVID every day. With vaccine hesitation and the politicization of COVID vaccinations, some authorities consider obtaining collective immunity uncertain. The pandemic is not yet over.

The CDC’s recommendation is excellent insurance for people who have been vaccinated. For example, people who are fully vaccinated may feel much more confident to go to restaurants, to the movies, or to be with friends safely. But the CDC did not adequately anticipate its unintended consequences.

The recommendation is poorly designed for businesses and public places where vaccination status is unknown.

The CDC guidelines regarding masks and other restrictions are being used inappropriately by businesses, state and local health departments, and mayors and governors as an open door to end COVID restrictions.

It is not politically feasible in most situations to require people to prove their immunization status or even ask the question. Many states, including Indiana, have banned the government from issuing “passports” for vaccines. In some states, the ban extends to businesses.

The new public health message regarding the pandemic is “personal responsibility” otherwise known as the “honor system”. Without verification of vaccination status, unmasked and unvaccinated people entering public places extend the threat of the spread of COVID-19 to other unvaccinated adults; children too young to be vaccinated; and, even vaccinated, the immunocompromised.

And with the spread continuing, the threat of spawning new, more contagious, deadly, or vaccine-resistant variants remains.

I’m amazed that the CDC and local and state health departments explicitly depend on the honor system to keep unvaccinated people wearing masks. When did personal accountability become an effective public health strategy?

Public health officials have never relied on people to act responsibly or prudently. That’s why we have public health regulations.

Is relying on personal accountability any indication that health officials are politically capitulating to the goal of herd immunity and taking a ‘time to move on’ approach, or for those who choose to remain unvaccinated, do they adopt a “time to accept the consequences” attitude?

Our progress is fragile. We must continue with measured restrictions until collective immunity is achieved while using widespread vaccine passports. Unfortunately, we are probably at the point of no return and these measures are unachievable.

As an official from the World Health Organization recently said: “We can see the light at the end of the tunnel, but we are not blinded by the light. “

Dr. Richard Feldman is a former Indiana State Health Commissioner.



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Want to check your EPF balance? Here’s how to do it in seconds https://thebiblepost.com/want-to-check-your-epf-balance-heres-how-to-do-it-in-seconds/ Sat, 26 Jun 2021 03:46:24 +0000 https://thebiblepost.com/want-to-check-your-epf-balance-heres-how-to-do-it-in-seconds/ Want to check your EPF balance? Here’s how to do it in seconds | Photo credit: BCCL Highlights Members of the Employee Provident Organization (EPFO) can now check their PF balance online, by SMS or by missed call If a trust manages the EPF, then the employer must be contacted to check the balance of […]]]>


Want to check your EPF balance? Here’s how to do it in seconds | Photo credit: BCCL

Highlights

  • Members of the Employee Provident Organization (EPFO) can now check their PF balance online, by SMS or by missed call
  • If a trust manages the EPF, then the employer must be contacted to check the balance of the contingency fund.
  • UAN should be seeded with bank account, Aadhaar and PAN to verify PF balance

New Delhi: The pension fund, the Employees’ Provident Fund Organization (EPFO), a social security body run by the Indian government, manages the Employee Provident Fund (EPF). The EPF is a mandatory contribution from an individual’s salary that any organization with more than 20 employees must deduct. For many, EPF is the primary retirement savings option.

Contributions made to provident fund accounts are eligible for deduction from taxable income under Section 80C of the Income Tax Act. The interest rates on these contingency fund accounts are revised from time to time by the government. The EPFO ​​allows users to easily consult their EPF balance and access other information relating to their provident account.

Here’s how to check the PF balance in seconds:

  • SMS method: If your UAN is integrated with your KYC details, you can send an SMS to get your PF balance details. Type your text in the format: EPFOHO UAN ENG. Here the last three letters determine the preferred language which can be changed as needed. For example, HIN for Hindi, MAR for Marathi and TAM for the Tamil language. Send the SMS to the number 7738299899. You will receive the details of your PF balance.
  • Missed call method: If your UAN is integrated with your KYC details, make a missed call to the prescribed toll-free number. Make a missed call on 011-22901406. Post the call, you will receive an SMS which will contain all the details of your PF account.
  • Umang application method: Open the Umang application (Unified Mobile Application for New-age Governance) and click EPFO. The member will be taken to a page that shows employee centric services. Click on “employee-centric services” which will direct the user to the page. Then click on “show passbook” and enter the UAN and one-time password (OTP), which the user will receive on the registered cell phone number. After that, the member will be able to check the EPF balance.

Check the PF balance through the EPFO ​​website:

You can even check the balance of your Provident Fund (PF) account on the official EPFO ​​website. You need to log into the official EPFO ​​website – epfindia.gov.in. and click on the e-passbook link available at the top right of the portal.

You will be redirected to the EPF booklet page – passbook.epfindia.gov.in. Log in to the account by entering the username – also known as UAN or universal account number, and the password. The UAN is an identification number mentioned in the monthly payslip of each employee.

Once logged in, the relevant job details should be selected. For example, someone who has worked in three different organizations will have a choice of three different Member IDs. Select the member’s ID. Once a member ID is selected, the user can view the EPF e-booklet or the EPF booklet. The passbook indicates the balance of the EPF account.

How to check EPF balance check without UAN number:

Step 1: Login to the EPF homepage of epfindia.gov.in

2nd step: Click on “Click here to find out your EPF balance”

Step 3: You will be redirected to epfoservices.in/epfo/. Go to “Member Balance Information”

Step 4: Select your state and click on the link of your EPFO ​​office

Step 5: Enter your PF account number, name and registered cell phone number

Step 6: Click on ‘Submit’ and your PF balance will be displayed.

It should be added that in order to check the PF balance you need to activate the UAN. The password will be sent to the mobile number. Note that subscribers can only check the PF balance six hours after activating the UAN.



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ECHO Factsheet – Mozambique (Last updated 24/06/2021) – Mozambique https://thebiblepost.com/echo-factsheet-mozambique-last-updated-24-06-2021-mozambique/ Fri, 25 Jun 2021 10:47:13 +0000 https://thebiblepost.com/echo-factsheet-mozambique-last-updated-24-06-2021-mozambique/ introduction In Mozambique, nearly 2 million people are currently facing severe food insecurity due to the security situation, drought and the socio-economic impact of COVID-19. The fragile humanitarian situation in Mozambique’s northern province of Cabo Delgado continues to deteriorate. An escalation in violence has resulted in the internal displacement of more than 700,000 people. It […]]]>


introduction

In Mozambique, nearly 2 million people are currently facing severe food insecurity due to the security situation, drought and the socio-economic impact of COVID-19. The fragile humanitarian situation in Mozambique’s northern province of Cabo Delgado continues to deteriorate. An escalation in violence has resulted in the internal displacement of more than 700,000 people. It is estimated that at least 1.3 million people are in need of immediate humanitarian assistance and protection in Cabo Delgado and the neighboring provinces of Niassa and Nampula.

What are the needs ?

Mozambique is facing multiple shocks, including the conflict in Cabo Delgado, frequent natural hazards, epidemics and the current impact of COVID-19.

The armed conflict in Cabo Delgado intensified in 2020, with a significant increase in the number and scope of attacks by armed groups and the resulting humanitarian impact.

Extreme weather events, including floods, cyclones and droughts, occur regularly, with increasing frequency and intensity due to climate change. Mozambique has yet to fully recover from the powerful Cyclones Idai and Kenneth, which hit the country in 2019.

The population remains very vulnerable to small-scale but frequent hazards. More recently, Tropical Storm Chalane and Tropical Cyclone Eloise hit central Mozambique in December 2020 and January 2021 respectively, bringing strong winds and heavy rains. In 2021, the International Organization for Migration (IOM) estimates that 93,000 people are still living internally due to floods and cyclones

Almost 2 million people face severe food insecurity (crisis or emergency levels), including 900,000 in Cabo Delgado. The increase in food insecurity since 2020 is attributed to several factors, including the security situation and armed conflict, drought and the impact of the coronavirus pandemic.

How do we help?

In 2021, the EU allocated more than € 17 million in humanitarian aid. The EU supports people affected by the conflict in the north of the country, including internally displaced people and their host communities. Our support includes protection as an essential element; shelter; non-food items; water and sanitation; education in case of emergency; and access to health care.

While the emergency response in the northern part of Mozambique has dramatically increased to become a humanitarian priority in 2021, the EU also maintains its support for improving the disaster preparedness in the countryside. Preparedness and rapid action can reduce the impact of natural hazards and help save lives and property. To this end, the EU supports actions that build the capacities of communities and help local and national disaster management authorities to prepare for and respond to disasters.

Several EU-funded projects are using innovative technologies and approaches, such as drones – used in Idai’s response to Mozambique and Malawi – to map high-risk areas, or text messages to alert communities to dangers imminent and enable communities to provide information to disaster management authorities.

The EU is also supporting disaster preparedness actions in schools through safe learning facilities, training teachers in early warning and teaching children how to stay safe. Building on the lessons learned during the 2019 floods, the European Commission also worked on the strategic pre-positioning of emergency stocks, to facilitate and accelerate the response to natural hazards.

To cope with and mitigate the impact of COVID-19, EU humanitarian aid partners have adapted their programs to provide personal protective equipment, promote basic hygiene such as hand washing and undertake activities awareness raising.

In addition, the European Commission provides 100 million euros in humanitarian aid support the deployment of COVID-19 vaccination campaigns in African countries with critical humanitarian needs and fragile health systems. At least € 8 million of this funding is intended for Southern Africa and Indian Ocean region – of which € 2.5 million will support the deployment of vaccination campaigns in Mozambique.



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Forum: The Critical Role of Managers and Allies in the Legal Profession https://thebiblepost.com/forum-the-critical-role-of-managers-and-allies-in-the-legal-profession/ Tue, 22 Jun 2021 17:38:00 +0000 https://thebiblepost.com/forum-the-critical-role-of-managers-and-allies-in-the-legal-profession/ The names of companies and law firms listed above are generated automatically based on the text of the article. We are improving this functionality as we continue to test and develop in beta. We appreciate comments, which you can provide using the comments tab on the right of the page. In the corporate world, managers […]]]>


The names of companies and law firms listed above are generated automatically based on the text of the article. We are improving this functionality as we continue to test and develop in beta. We appreciate comments, which you can provide using the comments tab on the right of the page.

In the corporate world, managers of diverse employees have a significant influence on the success of their employees and the development of these essential employees.

While it is the same in the legal industry, it is more difficult to determine who is the manager of the diverse lawyer. Most partners work with a variety of partners, even in smaller law firms, so it’s harder to tell which partner is labeled a “manager”. Unfortunately, this often means that it becomes less clear who is responsible for the development, support and promotion of various lawyers.

However, it is the underrepresented people – people of color, women, LGBTQ + people, people with disabilities and veterans – who need effective advocates in the workplace beyond their manager. And these advocates are courageous allies in society who strive to create more equitable and inclusive workplaces and experiences.

All law firms have their own distinct structure, and that structure determines who is responsible for guiding a diverse partner on the path to success. Obviously, the partner who assigns the job must be the first advocate in the career of the lawyer. Second, area managers (or similar positions) may not interact regularly with various lawyers, but are responsible for the overall success of all lawyers under their jurisdiction. In some cases, companies also have someone in an administrative role who oversees work assignments, ratings, and reviews – another good candidate to be an advocate. And finally, formal and informal mentors play a role.

In the legal world, all of the executives mentioned above must act as a “manager” in order to have a positive impact on the career paths of the various partners and to improve the retention of the firm. However, problems arise when none or only one of these people step in and accept responsibility.

Ensuring that diverse lawyers have access to formalized work assignments, professional development opportunities, mentoring programs, and sponsorship commitments does not come without a concerted effort.

Business leaders should focus on these four areas to ensure that advocacy takes place within the company:

Building relationships

Wesley Bizzell, senior deputy general counsel for Altria Client Services and president of the National LGBT Bar Association, notes that “time is a challenge,” whether in a corporate law department or a law firm, but that “Old school listening” is essential to a manager’s role in supporting various lawyers. Building relationships with various attorneys shows that the manager invests in attorney careers.

The key is to create a “genuine relationship with people because it will pay off in the long run,” says Ronald Jordan, senior senior manager at Carter-White & Shaw. “It’s an investment.

Provide opportunities

It is essential for the success of various lawyers that managers know how and to whom they assign the work and the quality of these engagements. “It’s important to think about high-level work within the team,” says Bonnie Lau, partner at Morrison & Foerster and former chair of the Leadership Council on Legal Diversity. “It is common knowledge that partners tend to rely on their colleagues of choice, which often excludes various under-represented lawyers.”

Ensure a work pipeline

The development of key legal skills is vital for all lawyers, and work assignments are the primary mechanism by which lawyers acquire these skills and knowledge. It doesn’t matter who controls the pipeline, “what’s important is just to point out and value various lawyers so that they have access to them,” said Gregory Grossman, partner at Sequor Law.

Managers, however defined in a law firm, need to ensure that their various lawyers gain the experience necessary to stay on track in their firm, and there are many ways for managers to do this. . For example, to ensure the firm’s work was fairly distributed, Jenner & Block piloted a new work assignment process to create “more oversight and insight starting with new partners,” notes Courtney Carter, Jenner & Block’s Director of Diversity & Inclusion.

Promote the alliance

An ally is someone who helps create work cultures that attract and retain the highest quality lawyers. These allies make a meaningful and lasting commitment to diversity, equity and inclusion to best support the advancement of under-represented lawyers. An ally must also show courage and agree to risk his political capital for under-represented lawyers.

This includes “offering to introduce colleagues from under-represented groups to influential people within your network,” says Keyonn Pope, Partner at Reed Smith.

Be an ally

What does it mean to be an ally in a legal organization? Senior lawyers in positions of influence often act as allies of those with less access, taking responsibility for implementing changes that will enable the success of under-represented lawyers.

“Being an ally or accomplice requires a commitment to use your personal and professional platform to create positive change,” says Daniel L. (DL) Morriss, Diversity, Equity and Inclusion (DCI) Partner at Hinshaw & Culbertson. Indeed, an ally can perform powerful acts such as recommending new colleagues for high-level work, extended assignments, and learning opportunities.

Allies can also show their support by creating a safe space for lawyers to be authentic themselves, normalizing mental health and wellness issues, and suggesting various lawyers as speakers or panelists. “There are people who support DCI and want to be allies,” says Taylor Wilson, Managing Partner of Haynes and Boone, adding that it is important to “empower them to use their voice and privilege to advocate better. in favor of change ”.

Allies are also looking to create systemic change within the organization, not just removing barriers for some under-represented lawyers. This can be done through resource funding, salary reviews, inclusive hiring practices, inclusive benefit plans, nursing rooms, wellness rooms, prayer rooms, accessibility of sites and toilets for all sexes.

Ultimately, allies must give honest and constructive feedback and overcome fears that the recipient will not accept the feedback. Studies have shown that African American attorneys come under scrutiny from supervising attorneys, which can lead to poor performance reviews, lower bonuses, less visible assignments, and loss of time. employment. Feedback should be specific. When you identify something negative, offer help and highlight ways and resources to improve yourself. The key is to link all feedback to business goals.

In the legal field, diversity of thought and perspective is essential to serve clients at the highest level. Managers and their allies will help law firms move forward by creating an environment in which all underrepresented communities have equal access to quality work and opportunities.

Remember, the ultimate goal of a diverse workforce is to promote a wider range of perspectives, experiences, and ideas for solving clients’ legal issues. This should be the goal of every lawyer and law firm manager.

The opinions expressed are those of the author. They do not reflect the views of Reuters News, which, under the principles of trust, is committed to respecting integrity, independence and freedom from bias. The Thomson Reuters Institute is owned by Thomson Reuters.

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Museum credit card used for gambling, personal transactions https://thebiblepost.com/museum-credit-card-used-for-gambling-personal-transactions/ Mon, 21 Jun 2021 17:13:05 +0000 https://thebiblepost.com/museum-credit-card-used-for-gambling-personal-transactions/ Gastonia Police are investigating after an associate at a Gastonia museum allegedly used the museum’s credit card to spend more than $ 35,000 on gambling and other personal transactions. The African American Museum of History and Culture reported that $ 35,341 of the museum’s funds had been spent without authorization since March 2019, according to […]]]>


Gastonia Police are investigating after an associate at a Gastonia museum allegedly used the museum’s credit card to spend more than $ 35,000 on gambling and other personal transactions.

The African American Museum of History and Culture reported that $ 35,341 of the museum’s funds had been spent without authorization since March 2019, according to a police report. The museum, located on the second floor of the Loray mill, opened to the public on February 16, 2019.

Dot Guthrie, co-founder and curator of the museum, and Charlie Pearson, a member of the museum’s board with a background in finance, reported the missing funds on Wednesday after performing an internal audit.

Police said the person spent the money playing in casinos and withdrew money from the museum’s bank account using an ATM on several occasions.

In an interview on Monday, Guthrie said someone from the African American Museum organization was responsible for the unauthorized expenses, although she did not name the person or their role at the museum. Gastonia police have not laid any criminal charges in this case.

Since founding the museum with her husband, Bobby, Guthrie has organized a number of exhibits, book readings, and other educational programs that detail the history of black culture in Gaston County, as well as in North Carolina and across the United States. The museum is largely dependent on donors and volunteers.

Guthrie, also a member of the Gaston County School Board, said she was devastated to learn of the fraudulent activity. However, she intends to remain optimistic and focus on the museum’s mission.

“I hope this incident does not spoil the excellence of the museum and what we stand for,” she said.

“We know how important it is for our children to have a positive mindset and how important it is for cultures to appreciate diversity. This is what we have done and what we will continue to do.

The names of several donors, volunteers and members of the museum’s planning committee are listed on the museum’s website.

You can reach reporter Gavin Stewart at 704-869-1819 or on Twitter @GavinGazette.



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Stacy Cornay: Who do you know? https://thebiblepost.com/stacy-cornay-who-do-you-know/ Sun, 20 Jun 2021 13:02:03 +0000 https://thebiblepost.com/stacy-cornay-who-do-you-know/ I asked for help. The response has been overwhelming. I was hoping to find someone to help me with a specific family problem. I’m not the type to ask for help, and at first I wasn’t sure where to turn. I didn’t want to post it on social media, but I knew there were potential […]]]>


I asked for help. The response has been overwhelming. I was hoping to find someone to help me with a specific family problem. I’m not the type to ask for help, and at first I wasn’t sure where to turn. I didn’t want to post it on social media, but I knew there were potential answers to my question waiting to be found. What did I do? I sent a request, via email, to people who I thought could help me locate what I was looking for.

The result was almost instantaneous. I was provided with names and contact details, links and organizations to consult, as well as a lot of support and encouragement. I had exchanges with people whom I had not heard from for a long time, thus renewing our relations. I’ve also heard from people I don’t know at all. My message was passed on to them and they wanted to help. Soon after, I had people all over the area shaking the bushes to help me find what I was looking for.

You may ask, what does this have to do with marketing? The answer is, everything. My example encompasses all of the components needed for networking at its best. And networking should be a key part of any good marketing strategy.

Knowledge sharing is networking. It is important to understand the two basic types of networking that traditionally take place. Networking to gather information about people, businesses, organizations, or what is more commonly known as referrals or referrals, is one type. This type of networking is initiated by those who wish to locate specific products, services or information. The knowledge shared in this type of exchange tends to be formed through direct experience or reputation.

The second type of networking occurs when individuals, businesses, or organizations intentionally take the necessary steps to achieve and maintain priority awareness among their clients, clients and the public so that they are identified when opportunities arise. All networking involves sharing and developing reputation, personal experience and notoriety in the market.

Abraham Lincoln said, “Character is like a tree, and reputation like a shadow. The shadow is what we think of it; the tree is the real thing. People want to be associated with others of good character, of good reputation. So it’s no wonder that many companies, organizations and individuals spend so much time considering their character, their reputation.

Nothing speaks louder than experience. This is true for both positive and negative experiences. Much of our credibility relates to how others perceive our products and services. This is why testimonials and reviews receive so much attention. They can make or break a business.

Creating and maintaining a general awareness about your organization and what it has to offer never stops. Advertising and marketing is certainly part of this process. Priority Awareness is defined as the first brand that comes to mind when a customer is asked a spontaneous question about a category, and is often at the center of these efforts.

I received a lot of different answers to my question. However, several websites were mentioned more than once. Most of the people referring me to websites had personal experience. Others referred them to me because of their good reputation.

Several people were also mentioned. Interestingly enough, an organization and an individual have reached the top. I have spoken with the person mentioned and I am now moving forward with a plan in mind.

Networking is an investment. It takes time and, when done correctly, can yield great results for years to come. Don’t let it slip.

Stacy Cornay is the owner of Communication Concepts Public Relations & Advertising. She can be reached at 303-651-6612; scornay@comm-concepts.com; www.comm-concepts.com; Facebook.com/Concepts of communication; Twitter @CommConceptsPR; or LinkedIn.



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