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fymagnificentwomcn · 5 years ago

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Women of Ottoman make me so sad especially when people hate on them. Those women lived horrible lives. Most of them were kidnapped, sold, thrown under a psycho Padisah. How can you wait for them to care for your kingdom? Of course they were going to survive for themselves and for their children. None of them deserves the hate they get. I hope God put all of them in peace. No human should go through such terrible things.

Totally agree Anon.

Women from Ottoman Empire cannot be for example compared with women from the West – first and foremost, they were slaves that at the very beginning lost their families, homes and even had to change their name and religion to have any chance at making a new life. Some lost their families very early, and often it also affected them emotionally when they grew up without having familial bonds. Even as consorts, they were one of many, and they had no legal status outside their children, Even mothers of princes other than hasekis were referred to as “Mother of Prince X” in records, and mothers of daughters were even more invisible. They had a very limited access to outside world, there was no way a woman could ascend the throne as a ruler in her own reign, other than as regent. Not to mention all matters connected with fratricide and kafes, it was living in constant fear. It’s hard to compare them to European queens, who had more stable and safe position even if they also had to face misogyny and oppression .

It was no fairytale, even in the show that didn’t show a lot of atrocities involved in slave trade and focused on those women who still somewhat “succeeded”.

I will use this opportunity to discuss some double standards about those who succeeded vs. those who didn’t pertaining to the TV show, but will later come to the crux, I promise.

The faux feminism in this fandom is astounding to me,including the glaring obvious double standards depending on who fan favourite is - and fan favourite is often who is simply “the coolest”, “most victorious”, “most stylish”, “most lucky”, generally young, beautiful, badass, and successful, not sad or depressed. We all know reactions to Hürrem and Mahidevran doing the same things back in original MY - when Mahidevran did awful things to Hürrem, she was just pathetic jealous woman, but when Hürrem did multiple times the same or worse things to other women it was “yass queen” and she ‘fights for her love, so touching, so strong, so great, self defence”. Suddenly Hürrem is allowed to do so because she”s “not like other girls, so not like these pathetic dumb losers”. Hürrem was strong, cunning, and smart, but she also had one clear advantage over all her “enemies” - the love of the most powerful man in Ottoman history. She made multiple mistakes too, but could always count on Suleiman turning a blind eye or forgiving her - something that Mahidevran or others could never count on.

Frankly, even Hürrem vs. Mustafa was often treated more as Hürrem vs. all this “pathetic” women that fought for Mustafa’s case aka Mahidevran or Suleiman’s sisters in fandom. Suddenly Mustafa cannot even defend his own mother because he immediately had it coming for “choosing the wrong side”. Even if you disapprove of him defending/not abandoning his mother, e.g. choosing to poison him sounds a little disproportionate, don’t you think? I said it and I will repeat it again – Hürrem is a character very similar to Cersei – yes, she suffered a lot because of a system devaluing women and yes she’s a survivor and a strong woman who managed to make life for herself in that system – but she’s not a feminist character because she actually only uses the system to her own advantage (and often perpetuates it), and actually displays a lot of traits of internalised misogyny, voicing multiple times how she is different from other girls and this is why she must be the only one by Suleiman’s side, while other women aren’t even entitled to dream about such things. She condemns Mahidevran for wanting to be the only one and being jealous, but then when Suleiman is with other woman she’s all “I’m not like pathetic Mahidevran, I must be the only one”. Same with multiple comments that she often makes… Hürrem was sassy &sarcastic, and had many good comebacks, but it makes me sad how people often cheered on and applauded those worst ones that again display internalised misogyny, like her mocking Mahidevran why she cares about her appearance so much when she doesn’t have a man to share a bed with? Or her again being all “I will give birth to many boys, and you won’t even give birth to a girl”. Again, that whole society was misogynistic and other women also were influenced by it, like they all wanted to give birth to a boy mostly…but often it is about status and wanting to raise/maintain rank, while Hürrem boasts the fact that she gives birth to many boys as again a trait to show how special&strong she is, even part of her reaction to Mihrimah’s birth is her unable to accept the fact that she could give birth to a girl and being disgusted by the fact.. yes, she accepts her later on and her reaction does also stem from being aware of how misogynist the system is, but it shows precisely that – yes, she is influenced by the system and suffered because of it, but at the same time she begins to display same behaviour that she suffered from, tries to cut herself from others in disadvantaged position. And yes, not all characters had similar reactions to giving births to daughters, and mind you Hürrem already had a son&became sultana, plus was Suleiman’s clear fave that could hope for more children. She wasn’t in the worst situation, even Hafsa and Suleiman were very happy at birth of a girl and nobody criticised her for it. Conversely, in MYK Kösem states multiple times that she wants to give Ahmed both sons and daughters, and when she’s pregnant with her second child, she says she wants a girl now for a change. Even when Ayşe hopes for a boy so that Murad’s anger may be melted, she’s happy about Kaya’s birth&clearly loves the baby from the start & is distraught when she is taken from her. Hürrem was never intended to be viewed as feminist, always justified heroine.. this is why instead of making her first bad deed be a revenge on Mahidevran, who had treated her horribly and unfairly, she attacked the person who was most kind to her of them all and who recently went through the same exact shit. Some people hate Gülnihal, but then say Hürrem wasn’t a homewrecker because she had the right to make life for herself in harem.. true, but so did Gülnihal, and it’s not like she could refuse to go to Suleiman’s chambers pls. It wasn’t to be seen as right, it was clearly shown that Hürrem can be both the oppressed and oppressor at the same time from the start. If they had wanted to make her character only all about revenge, they would have again made her gone after Mahi, not innocent Gülnihal, her “best friend”. And people going how Mahi is irredeemable, but with Hürrem it’s so okay because she’s cool while she slays..eh. I admit I never liked Hürrem because personally she never appealed to me, but I totally get why people stan her because she’s an interesting, three-dimensional character (and yes she does have a softer side too), I’m just bothered by some making her some empowered heroine who is excused for everything by the fact that she was a slave and suffered a lot because of it – because you know she is not the only one who went through the same shit – the harem is full of such women, for start. Even statesmen like Ibrahim or Rüstem are slaves (of course as men they have more opportunities for a career etc.), eunuchs attending ladies are slaves… This whole system is based on slavery, yet she often behaves & talks like she’s the only one who lost her family, was kidnapped & mistreated.

And even Nurbanu becoming her successor was accidental because she actually wanted her dead later, though of course Nurbanu was still clearly inspired by her. She never intended for anyone to follow her example and to make her elevation become a permanent element of Ottoman system, and it’s symbolised by her decision to bury the “ring of power” (lol) with her (though of course what Nurbanu did with taking it anyway was plain disgusting).

I think that trying to examine why this character behaves like that is more interesting than simply go YASSS QUEEN.

Thus said, I hate these reductive“takes” calling these women “bitches” because yes there are complex reasons why some of them have become pretty cruel, so while there are no excuses for some of the behaviour, the simple word “bitch” does not cut it at all.

/Yes, I discussed Hürrem here because out of all MY/K characters she seems to be the least hated among major female characters & biggest fan favourite,/

Anyway, the point is that neither Hürrem nor Mahidevran are the villains of the story. The show makes it clear in its last episodes that Suleiman is the true villain – he was the most powerful man at that time, when the padisah’s position was truly strong, as Gülfem put it in the finale “even leaf cannot fall without your approval”. He’s not as dumb or passive as it may seem at first glance -of course he needs to pretend to be objective and just, but he has his own agenda just as everyone else. Moreover, he pretended to be the one trying to ease conflicts… yet he was often the one enhancing them. Even from the start when he gave the ring he had promised Mahidevran to Hürrem&and in many ways humiliated her… then he did the same with giving Isabella necklace he had promised Hürrem. Bah, it was clear he often enjoyed making Hürrem jealous because it flattered his ego. He ultimately even enhanced the conflict between Selim and Bayezid to get rid of the latter, who was “the more dangerous son”. He was always pulling the strings.. he allowed Selim to buy Bayezid from Tahmasp by the way he conducted negotiations because he knew Bayezid would get rid of his brother on the road. It’s practically what Gülfem says to him in last episode again. He knew what backlash was directed at him following Mustafa’s death and he didn’t want another son killed in front of him. As Mahidevran said in the final episode to Mihrimah “It was your father who chose the lives we lived for all of us”. He was the one that determined the fate for everyone. And even if Mihrimah did not want to admit it in any way in front of her mother’s enemy, she pretty much understood then that Selim was also her father’s puppet in a way and it’s my guess why she ultimately decides to leave the palace instead of plotting revenge for Bayezid (and we know she would eventually be back). It was Suleiman who was pulling strings all along throughout the whole show, even sometimes by choosing to refrain from acting.

In MYK, the situation is different that we deal with incompetent, weak or even tyrannical sultans, who are also sometimes danger to ordinary people or break the Imperial law. Kösem acts here like the protector of sultanate and again we see different standards. Can you imagine how criticised Kösem would be if she had used similar methods to Murad’s or even once had gone to on “night spree” and executed people for banning all these dumb prohibitions? Yet for many Murad is the “cool guy” and “poor misunderstood Murad”. Calling Kösem a tyrant.. please you have an actual tyrant here. Look how much criticism she gets for saying “I’m the state”, while Murad calls himself “shadow of God on Earth” , “sole owner of the Ottoman Empire”, “I’m the justice” , “true death” etc. all the time and he’s “badass”. Or how she’s criticised because she dared to try to influence the Divan to convince Murad to change punishment for his prohibitions. She’s an “usurper”, not the guy who enacts unjust law and oppresses his subjects.

And here we come to crux – look at how Suleiman is treated in MY, everyone is flattering him, he’s the one who for most time isn’t blamed for what is happening, everyone strives to be in his good graces, his sons step on their toes around him and idealise him even when he behaves like a total asshat. Even when he dies people try to remember him for his “magnificence”

Now look at Kösem, a female ruler, who was turned by scapegoat by people when something went bad and she had far less freedom to make choices and yet far more criticism, blame shifting and insults thrown her way. Suleiman is credited “for making sacrifices for the Empire”… but he really didn’t have to execute all the people he decided to kill, and his decisions truly affected everyone badly and led to further mess, starting from Ibrahim’s.. It was especially visible in case of Mustafa – he was obviously innocent and didn’t intend to rebel, but after what happened rebellions did begin.Conversely, each difficult decision that Kösem made led to stabilisation in Empire and prevented unrest, yet what she does is interpreted by some as “wanting power for sake of power” because woman cannot act in favour of state nation or dynasty – there’s only personal interest or power hunger. Her life is clearly framed as tragedy both by the “curse” of her witnessing the death of everyone she loved and her death being a parallel scene to her capture - because she was never truly free.

Interestingly, IMO Suleiman for all his talent and his achievements, fucked up the succession issue – succession by combat truly began to run its course during that period & no longer even fulfilled functions for which it was practiced – to put on the throne “the strongest” contender, one with the biggest support, also most successful military commander – while it’s true that era of conquest was naturally over and Empire had to become more sedentary, it still doesn’t make Selim the strongest or best suited candidate for the throne after Suleiman – his not going on campaigns etc. and being more of palace sultan had nothing to do with him recognising the transformation, but simply lack of interest in state matters and preferring to have fun than to rule. He wasn’t some demon, but he was terribly passive & lazy. And him not being a warrior was the least of his problems. Suleiman had extreme power and authority, he introduced first law reform after Mehmed the Conqueror – the fact that he allowed such contest (and well his sons didn’t even wait for his death to start a civil war) was a bad decision when it came to long-term planning. Some may say maybe he would have done something concerning move to seniority if one of Hürrem’s sons had been the eldest… maybe, but we will never know. Contrary, while all Ahmed’s sons died during Kösem’s lifetime, we know her legacy connected with anti-fratricide law lived on – after her death fratricide was a rare occurrence with only a few special exceptions in specific circumstances.

Of course there’s also the matter that Suleiman’s era and Kösem’s era were totally different – here it was even a success to manage to stabilise Empire. And here we need to stress how important context is – I always stress how important it is to assess historical figures in context – for me it’s hard to even compare, let’s say Kösem and Hürrem, because they lived in different ages and fulfilled different roles, let alone comparisons between historical figures from other parts of the world, perhaps even from different age. I can’t understand e.g. why Peirce compared Kösem and Turhan to Elizabeth I and Mary Stuart in Empress of the East – both situations were completely different, the only thing they had in common was that there was a power struggle between two powerful women, which ended with one of them executing the other (and we don’t even have 100% confirmation of Turhan ordering Kosem’s execution because such thing wasn’t officially in her power). I appreciate Peirce a lot, but TBH this comparison was just dumb for a professional historian.

Kösem’s case really shows how loss of innocence may be used as weapon against you – very early on, she gets the lesson even with Ahmed – the moment she first became involved with scheming following the death of her father, he got mad at her for the duration of her whole pregnancy – he didn’t ask why she had done it or any other details – she wasn’t his “ideal fantasy” from the portrait anymore and this was what mattered – and only then changed his mind when after so many futile attempts made by Kösem to talk to him, she finally forced him to listen to her explanations & motivations, and subsequently he became all “I will make everyone pay for every tear of yours & for making us endure pain of separation”. Ah okay, but don’t forget about yourself ;) And once Kösem stopped being “şehzade’s dream” with death of Ahmed and was truly her own political leader, she became to be more and more exposed to this with the passing of time and once she acquainted more and more power.

And don’t forget some male historians praising Turhan for “giving the power back to the rightful hands aka men”… it tells you all, and it’s false anyway, since it didn’t mean Turhan losing interest in state affairs and only caring about the harem (and honestly, “Köprülü was “her man”, she didn’t choose someone she had no influence upon). That was what she decided the Empire needed at that particular moment, not because she realised that politically involved women sucked lmao.

- Joanna

#ottoman history #magnificent century #magnificent century kosem #muhteşem yüzyıl #muhteşem yüzyıl kösem #answered #you know guys all these answeres were written during all these months the blog was on semi-hiatus #and as I did a lot of rewatch #I put a lot of my thoughts during rewatch to these answers #I doubt they will be as long when I open the askbox again tbh #mods opinions

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csnews · 6 years ago

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New regulations are a matter of life and extinction for right whales

David Abel - April 20, 2019

Moments after Michael Moore launched the drone, just off the starboard side of the Rosita, a charcoal-colored fluke thrust out of the dark chop. Seconds later, a few feet away, another smaller fluke emerged.

It was a rare sign of good news for the beleaguered North Atlantic right whales, among the most endangered species on the planet. There are thought to be 411 left — down from nearly 500 in 2010 — and the scientists on this recent morning had spotted a mother and her calf, one of seven born in recent months.

Toward the bow of the 55-foot sloop, Moore was staring through an enclosed viewfinder to guide his drone to just the right spot over the whales, which have experienced a spike in deaths and a sharp drop in births. He had the tricky task of flying through a fine mist showering from their blowholes, to collect vapor samples that would help his team test for bacteria to gauge the health of the whales.

“The good news is the right whales are still out there doing their thing,” said Moore, director of the Marine Mammal Center at the Woods Hole Oceanographic Institution. “They still have the potential to do what they have to do to survive as a species. We just have to let them do it.”

The whales’ arrival in Cape Cod Bay — about half of the overall population was recently there feeding on a vast swarm of zooplankton — coincides with another, more controversial effort to protect the species from extinction.

This week, a team of federal and state officials, scientists, fishermen, and others appointed by the National Oceanic and Atmospheric Administration plan to meet in Providence and issue formal recommendations that seek to reduce whale deaths and serious injuries by as much as 80 percent.

The recommendations, likely to be adopted by NOAA, could have a significant effect on lobstermen and other fishermen throughout the Northeast. The region’s lobster industry alone takes in more than $500 million a year, consistently making it the nation’s most valuable fishery.

The options being considered by the Atlantic Large Whale Take Reduction Team include closing more areas of the Gulf of Maine and nearby waters to lobster lines, which are considered a primary threat to right whales. Another change could require lobstermen to use significantly weaker rope that connects traps on the ocean floor to buoys on the surface — rope designed to break if a whale gets tangled in it.

Most fatalities of right whales appear to be the result of being entangled in fishing lines, scientists say. In a federal survey of right whale deaths between 2010 and 2014, scientists found that 82 percent died as a result of entanglements, which can drown them instantly or kill them slowly by making it exhausting to swim and impairing their ability to feed. The rest died from ship strikes.

Regulators have succeeded in reducing the death toll from ship strikes by moving shipping lanes away from areas where right whales travel and requiring large ships to reduce speeds at certain times of the year, scientists say.

But previous measures to reduce entanglements — such as requirements that lines connecting lobster traps be weighted so they sink to the seafloor or use weak links so they snap if snagged by a whale — have largely failed.

As a result, federal officials are now considering more drastic action, such as what their counterparts in Canada have done recently. Canadian officials required a host of closures after 12 right whales were found to have died in 2017, some as a result of entanglements in snow crab lines in the Gulf of St. Lawrence. The regulations prevent fishermen who catch snow crabs and lobster from setting their traps when right whales are present.

NOAA now estimates that fishing lines kill or seriously injure between five and nine right whales a year. The real number is hard to know because about 60 percent of right whale deaths are unobserved, agency officials say.

In a recent letter to members of the Take Reduction Team, coordinator Colleen Coogan warned that its proposals could prove painful to fishermen.

“We know this target is daunting, but it is necessary to ensure the recovery of the North Atlantic right whale population,” she wrote.

Mike Pentony, the regional administrator of NOAA, said he hoped the team would “assist us in taking the important steps necessary to reverse the decline of this iconic species.”

Lobstermen throughout the region, however, have expressed deep concerns about the possible closures and other regulations.

In Massachusetts, lobstermen from Plymouth to Provincetown say they have borne the brunt of previous regulations and fear additional government requirements could hurt their ability to make a living.

Since 2014, NOAA has banned lobstermen from setting traps in Cape Cod Bay between Feb. 1 and April 30, or until right whales leave the area. Many of the lobstermen complain that the ban also effectively keeps them from fishing in January and May because they have to spend weeks removing and then resetting their traps.

Other closures prevent fishing in the Great South Channel, a vast bottom southeast of Chatham, between April 1 and June 30 when whales frequent those waters.

“We are looking at drastic changes coming our way,” said John Haviland, president of the South Shore Lobster Fishermen’s Association, who has spent 43 years fishing, mainly out of Marshfield.

Haviland said he has lost significant business to the existing closures.

“It causes not just economic hardship. For a lot of guys, it causes emotional or mental hardship.”

Many lobstermen feel they have been unfairly blamed for the deaths of right whales. They hope the government will find ways for them to continue fishing.

“If there are additional closures, an awful lot of guys will be hurting,” said Dave Casoni, who has fished out of Sandwich for 45 years.

Some lobstermen already lose as much as $20,000 a month because of the existing closures, he said.

While many lobstermen in Maine have benefited from record catches in recent years — the value of the landings there is now about three times what it was in 2000 — others further to the south have been struggling with more modest catches and rising costs for bait and fuel.

“For me, it’s a matter of just hanging in there,” said Casoni, 75. “But for the younger guys in the business, there’s a real question about whether they can continue making a living doing this work.”

Agency officials and scientists on the team said they recognize the threat of additional regulations to the industry.

Many of them have been hoping that new technology will ultimately enable lobstermen to fish with remotely activated devices that would raise traps to the surface.

One option the team is considering is whether some lobstermen could be permitted to use such ropeless fishing systems in closed areas, providing an incentive to experiment with the new technology.

“The situation cries for an innovative approach, and from my point of view, ropeless fishing is the best idea out there,” said Charles “Stormy” Mayo, a member of the Take Reduction Team and director of the Right Whale Ecology Program at the Center for Coastal Studies in Provincetown.

Many lobstermen, however, say the technology remains clunky and too expensive to be a practical solution. With as many as 800 traps per lobsterman, the equipment could cost tens of thousands of dollars, they say.

While the fishermen and environmental advocates debate how to protect right whales, scientists this month have been taking advantage of their arrival in Cape Cod Bay. On a recent clear afternoon, a team aboard a Center for Coastal Studies plane counted 221 whales, distinguishing them by blotch-like calluses that form distinctive marks on their heads.

Meanwhile, on his boat in the bay, Moore flew his drone above the surfacing whales, taking pictures to measure their lengths and widths and collecting blow samples.

On another boat, Lisa Conger, a NOAA biologist, led a team of researchers taking biopsies of right whales. Using retrievable darts, they were able to collect tissue samples from the mother and calf that had recently arrived in the bay, vital information that helps scientists monitor calf survival rates.

Across the horizon, scores of whales were breaching the surface and belly flopping with a huge splash. Then they disappeared below to feed on their tiny prey.

“I’ve been doing this since the early ’90s, and it’s still awe inspiring,” Conger said. “You have to take your head out of the research for a bit and appreciate it. It’s a spectacle that never gets old.”

#news #wild #whale #cetacean #conservation

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tussive · 7 years ago

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Name: tussive Date: 10/08/2017

Target behaviors are specific and observable areas of behavioral concern which can be identified for possible intervention. Based upon this Self rating the following 'at risk' or 'clinically significant' target behaviors are suggested:

Broad Internalizing Concerns (clinically significant) - tussive demonstrates behaviors whch are often associated with internalized issues such as stress, anxiety, or depression.

Broad Externalizing Concerns (clinically significant) - tussive demonstrates 'acting out' behaviors whch are often associated with anger-management difficulties and/or poor impulse control.

Task Avoidance/Off-Task (at risk) - tussive may tend to avoid, ignore, or otherwise fail to accomplish required or expected tasks including homework, daily chores, etc.

Social Withdrawal (clinically significant) - tussive may be somewhat socially isolated and avoid situations in which social interaction is expected or required.

Somatic Issues (clinically significant) - tussive may complain of physical symptioms or 'ailments' such as headaches, nausea, body aches, minor injuries, etc.

Disruption (at risk) - tussive may engage in behavior which disturbs, interrupts, or draws others 'off-task'.

Delinquency (at risk) - tussive may engage in negative or rebellious behavior with his peers.

Active Aggression (clinically significant) - tussive may become angry and start physical fights or verbal arguments with others.

Defiance (at risk) - tussive may deliberately break rules or otherwise challenge and/or defy authority. Hypothesized functions of behavior are assumed underlying emotional needs or motivations which may result in certain predictable behavioral tendencies. Based upon this Self rating the following 'at risk' or 'clinically significant' hypothesized functions of (or emotional motivations for) observed or potential behaviors are suggested:

Escape/Avoidance (clinically significant) - tussive's behavior may enable him to escape or avoid an unpleasant, difficult, or potentially embarrassing situation. Typical behaviors of this nature include general fear-of-failure reactions such as task avoidance and social withdrawal but may also involve perfectionism. Common ‘behavioral triggers’ include new or unexpected situations, feeling inadequate or unprepared, or being surrounded by too many people. Suggested interventions include: 1. Provide tangible reinforcement (rewards). 2. Reward effort or participation rather than outcome. 3. Avoid tasks which are clearly beyond his capabilities. 4. Provide gentle prodding and encouragement.

Anxiety Reduction (clinically significant) - tussive's behavior may help him to relieve stress and/or anxiety. Such behavior is frequently obsessive and/or compulsive in nature and can be somewhat disruptive or annoying to those around him. Common ‘behavioral triggers’ include new or unexpected situations, feeling inadequate or unprepared, or feeling excessive social pressures. Suggested interventions include: 1. Provide acceptable outlets for stress (such as a soft toy or ball to squeeze). 2. Allow frequent breaks or 'time-outs' when he chooses. 3. Encourage him to share his feelings of anxiety with others. 4. Avoid placing him in potentially stressful situations.

Self Indulgence (clinically significant) - tussive's behavior may allow him to do as he pleases with little regard for the needs or desires of others. This can cause friction and relationship difficulties with both peers and adults. Typical behaviors such as task avoidance, delinquency, and defiance may occur when tussive is asked to do something which he finds difficult or unpleasant. Common ‘behavioral triggers’ include being asked to do something difficult or unpleasant, rigid external expectations, or perceived lack of freedom. Suggested interventions include: 1. Offer several acceptable choices rather than a single demand or expectation. 2. Help him to find the relevance in a given task or assignment (i.e. why should this matter to him?). 3. Develop a behavioral contract with mutually identified expectations, consequences, and rewards. 4. Help him to understand how his behavior impacts others.

Defensive Reaction (at risk) - tussive's behavior may be related to a need to defend himself from a perceived threat, challenge, or rejection which may or may not have been intended. Typical behaviors of this nature include verbal or physical aggression and/or abrupt social withdrawal. This behavior can be the result of a somewhat paranoid perception of social situations and is often viewed by others as an unexpected overreaction to harmless teasing, meaningless comments, etc. Common ‘behavioral triggers’ include feeling challenged, teased, criticized, or potentially embarrassed. Suggested interventions include: 1. Help him to more accurately perceive social situations. 2. Help him to feel safe, accepted, and supported. 3. Intervene quickly when it appears he may feel criticized or potentially embarrassed. 4. Temper any potentially critical remarks in order to avoid a possible overreaction.

Power/Control (at risk) - tussive's behavior may be intended to challenge authority and/or assert control over his own life or those around him. This can be related to feelings that others have been overly controlling or unfairly punitive. Typical behaviors may include task avoidance, delinquency, aggression, and/or defiance. Common ‘behavioral triggers’ include being told to do something undesirable, rigid external expectations, or a perception that rules/consequences are unfair. Suggested interventions include: 1. Choose your battles carefully - don't engage in power struggles over insignificant issues. 2. Don't back down on important issues. 3. Respect his need to make many of his own choices. 4. Allow him to experience the “natural consequences” of his choices and learn from his mistakes.

This mental health screening is based upon current DSM criteria and is intended to help clarify or identify areas of potential mental health concern. Formal evaluation by a competent mental health professional should be considered whenever there are mental health concerns. Based upon this Self rating the following 'at risk' or 'clinically significant' mental health concerns are suggested:

ADHD Inattentive (clinically significant) - tussive appears to display characteristics of an attention deficit hyperactivity disorder - inattentive type. Such characteristics may include difficulty focusing on or maintaining attention to tasks, difficulty with organization, carelessness, etc. ADHD requires a medical diagnosis (from a physician or psychiatrist) and can be treated through a variety of behavior management and/or medical interventions. ADHD may add volatility to behavioral actions and/or reactions.

ADHD Hyperactive (clinically significant) - tussive appears to display characteristics of an attention deficit hyperactivity disorder - impulsive or hyperactive type. Such characteristics may include being generally 'fidgety', impulsive, active, disruptive, etc. ADHD requires a medical diagnosis (from a physician or psychiatrist) and can be treated through a variety of behavior management and/or medical interventions. ADHD may add significantly to the volatility of behavioral actions and/or reactions.

Conduct Disorder (clinically significant) - tussive appears to display characteristics of a conduct disorder. Such characteristics may include a combination of aggression, destruction of property, deceitfulness, and serious violation of rules. A conduct disorder is a very serious mental health condition which typically requires extensive behavior management, therapeutic, and sometimes legal/correctional intervention.

Depressive Disorder (clinically significant) - tussive appears to display characteristics of depression. Such characteristics may include generalized sadness, feelings of guilt or worthlessness, lack of energy, sleep disturbance, significant weight loss or gain, thoughts of death or suicide, and a general loss of interest in most daily activity. Depression can be effectively treated through therapeutic and/or medical intervention.

Anxiety Disorder (clinically significant) - tussive appears to display characteristics of an anxiety disorder. Such characteristics may include generalized tension, irritability, difficulty concentrating, sleep disturbance, lack of energy, etc. Anxiety disorders can be effectively treated through therapeutic and/or medical intervention.

Obsessive Compulsive Disorder (clinically significant) - tussive appears to display characteristics of an obsessive-compulsive disorder. Such characteristics may include inflexibility (needing to do things in a certain way), difficulty getting his mind off of certain thoughts or mental images, a need to perform certain actions over and over to relieve stress, etc. An obsessive-compulsive disorder can be effectively treated through therapeutic and/or medical intervention.

Thought Disorder (clinically significant) - tussive appears to display characteristics of a thought disorder. Such characteristics may include delusions, hallucinations, extremely unusual or unpredictable behavior, and/or generalized lack of emotional response. A thought disorder is a very serious mental health condition typically requiring extensive therapeutic and medical intervention.

Autism Spectrum Disorder (clinically significant) - tussive appears to display characteristics of an autism spectrum disorder. Such characteristics include qualitative impairment in social interaction along with impaired communication and/or restricted, repetitive, or stereo-typed patterns of behavior or interest. Although traditional emotional/behavioral strategies can be effective, individuals with ASD typically require very concrete and structured interventions focused on developing more effective communication of feelings along with appropriate social interaction. Medical intervention can also be helpful.

Cautionary note: ASD concern may be triggered by heightened social anxiety, obsessive-compulsive tendencies, or an excessively independent personality.

#Nice.

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paulbenedictblog · 5 years ago

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%news%

New Post has been published on %http://paulbenedictsgeneralstore.com%

Cnn news FBI director reacts to report on Russia investigation: Exclusive

Cnn news

Cnn news In a broadcast original, Wray reacted to a Justice Division watchdog epic.

December 9, 2019, 9: 40 PM

8 min read

FBI Director Christopher Wray equipped blended reactions to a Justice Division watchdog epic that uncovered "extreme performance failures" on the portion of agents occupied with the Russia investigation but in some device determined the bureau turned into as soon as justified in launching its probe.

In an original broadcast interview with ABC Data, Wray lamented "actions described in this epic that [he] considered as unacceptable and unrepresentative of who we are as an establishment." However, he said it turned into as soon as "main that the inspector well-liked chanced on that, in this particular instance, the investigation turned into as soon as opened with appropriate predication and authorization."

Justice Division Inspector Out of the ordinary Michael Horowitz on Monday launched his 478-page epic chronicling the situations surrounding the FBI's surveillance of members of Donald Trump's 2016 presidential marketing and marketing and marketing campaign, at the side of Carter Web page, who had lived and labored in Russia. In his epic, Horowitz asserted that the FBI resolution to surveil Web page turned into as soon as factual.

“We did no longer earn documentary or testimonial evidence that political bias or unsuitable motivation influenced the FBI's resolution to sight [surveillance] on Carter Web page,” Horowitz wrote.

However the president and his allies have known because it "a indispensable SPY scandal" and accused these alive to of engaged on behalf of the "Deep Suppose."

Wray did no longer answer on to the president, but pushed reduction on the "Deep Suppose" characterization of the bureau's work.

"I mediate that is the roughly label that's a disservice to the men and girls who work on the FBI who I mediate kind out their jobs with professionalism, with rigor, with objectivity, with braveness," Wray said. "So as that's no longer a duration of time I'd ever exercise to describe our work drive and I mediate or no longer it's an affront to them."

Horowitz's epic described a sequence of main errors and omissions linked to the surveillance utility concentrating on a previous Trump marketing and marketing and marketing campaign aide that "made it appear that the records supporting probable cause turned into as soon as stronger than turned into as soon as in fact the case."

"In my be conscious, every error and omission is indispensable and or no longer it's one thing we must exercise severely," Wray steered ABC Data.

The president and his allies have lengthy alleged that the Trump marketing and marketing and marketing campaign turned into as soon as illegally spied on, aggressively accusing both the Obama administration and the FBI of accomplishing what Trump has known as "some of the finest political scandals in historical past."

Asked whether he view the FBI unfairly focused the Trump marketing and marketing and marketing campaign, Wray equipped a blunt overview: "I enact no longer."

Criminal real Out of the ordinary William Barr made headlines in April 2019 when he steered a Senate panel that "spying did happen" on the Trump marketing and marketing and marketing campaign, adding there turned into as soon as a must "explore" whether the probe turned into as soon as "adequately predicated." Wray has beforehand said "spying" is "no longer a duration of time I'd exercise," and on Monday reiterated that level.

"All yet again, a amount of folks have a amount of colloquial terms," he said, " but we exercise terms esteem ‘investigation' and ‘surveillance.'"

Wray also pushed reduction on a widely debunked theory attach forth by the president and his allies that Ukraine, no longer Russia, interfered in the 2016 election – and sounded the fright on the Kremlin’s plans for the 2020 cycle.

“We have not got any recordsdata that means that Ukraine interfered with the 2016 presidential election,” Wray said, adding that “to this point because the [2020] election itself goes, we mediate Russia represents essentially the most indispensable menace.”

Wray took over the FBI's high space in August 2017, months after James Comey's dismissal from the attach. After releasing his epic Monday, Horowitz is anticipated to face lawmakers on Wednesday in a public hearing before the Senate Judiciary Committee.

ABC Data' Jack Date, Alex Mallin, Luke Barr, and Olivia Rubin contributed reporting.

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babymilkaction · 6 years ago

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IBFAN comment on EFSA open session on age of introduction of baby foods

IBFAN comment on EFSA Public Consultation on the draft scientific opinion on appropriate age for introduction of baby foods.

93rd NDA Plenary Meeting in Parma. – 3rd July 2019

Panel on Nutrition, Novel Foods and Food Allergens (NDA)

After attending the EFSA open meeting I submitted the comments below. My poor rating did not relate to the EFSA staff who were always polite and helpful.

I appreciate the decision to allow me to attend as an on-site observer, however I do not understand why this decision was described as ‘exceptional. I cannot find any EFSA message explaining that attendance in person would be possible. The message I received on the 19th June (addressed to those who had made submissions) said that there would be a plenary meeting on the 3rd July and that I could register to watch online. I didn’t take a screenshot, but I think the link implied that the room was full. In response to my query I received an email saying that exceptionally I could attend in person. In fact, when I arrived in Parma I found that there were several/many free places in the room. Perhaps there are particular rules about the number of observers (and from which constituencies – private sector, NGO etc) who can attend in person that I am not aware of. If so could you send them to me

At the start of the meeting I mentioned my particular concern to attend the meeting. Alongside concerns about food crises in the late 1990s, IBFAN’s exposure of the lack of transparency and failure to address Conflicts of Interest in the Scientific Committee for Food, was a key factor in the setting up of EFSA. In order to protect public health the EU needed a publicly-funded agency that would operate independently of the European legislative and executive institutions (Commission, Council, Parliament) and EU Member States. My understanding has been that EFSA decisions should not be influenced in any way by the political or commercial desire to expand the EU market for baby foods. I expressed my appreciation of EFSA’s role over the years, and its past determination to stick to the evidence, especially in relation to the setting of Codex standards on controversial issues related to formulas and foods targeting children 0-36 months.

Interpretation of the Question: A key problem that was never properly addressed or acknowledged was NDA Panel’s unnecessarily restricted and narrow interpretation of the original and quite loose question from the Commission to revise its 2009 opinion. The NDA’s interpretation was – in itself – a highly political decision that clearly favoured the baby food industry. NDA members must be well aware that science and politics are not separate and that social, economic and commercial consequences MUST be taken into account when a scientific opinion is formed that will be translated into a legislation that will have such an enormous impact globally. The framing of questions is critically important. By choosing to ignore the context of the question (the forthcoming legislation) the NDA Panel chose to eliminate the most important and urgent risks to child health. In my view this showed that there was a commercial influence within the Panel (if not from current COI – but from COI in the near past) that could threaten EFSAs global reputation for scientific independence and its commitment to its public health mandate. Of course there is a difference between risk assessment and risk management. But the NDA Panel must know that its opinion is highly likely to be used by industry to lobby governments both within and outside the EU to weaken regulation and worsen the current appalling situation. See latest report from Public Health England highlighting the confusion caused by the baby food industry’s failure to follow global health recommendations. Whatever decision regarding EU legislation is taken, the opinion will be interpreted by all those who read it (EFSA’s role is communication after all) – including paediatricians, health professionals and possibly families – that it is fine to start complementary feeding at 3-4 months. It was shocking therefore to see the important and highly relevant comments and evidence from observers dealt with in such a cursory and dismissive way: described as invalid, not focused on science, risk management rather than risk assessment, outside EFSA’s remit, too political etc. In only a few non-essential places was the Opinion changed.

Format of the meeting: The description of the structure/format of the meeting was made very hastily at the beginning. Aside from giving my name and a brief introduction (see above), as an observer I was not allowed to ask questions about this or comment on anything that was said until AFTER the NDA Panel finished speaking and AFTER the very speedy adoption of the opinion and report. It was never made clear that this would happen. As I expressed at the meeting, it rendered the expensive effort of attending the meeting a waste of time. Although I was given time to speak (I believe I was the only observer who spoke on this subject) it was clear that nothing I said would alter the decision – clearly pre-determined – to adopt the opinion more or less as it was. I was told that I was not allowed to photograph the screens (which I found difficult to see at first) but was eventually allowed to move forward to the round table. Although we were told that the written comments from observers would be published, I did not see any analysis of how many were critical or in favour of the opinion. However, it seemed to me that the large majority (including those from WHO and UNICEF) were highly critical and raised a large range of serious and fundamental concerns about the flaws and omissions. Most importantly the opinion failed to address the possible risk /impact of marketing, labelling of industrially produced and highly processed commercial foods on child health and the length of ANY exclusive breastfeeding (a wholly legitimate risk). Instead we were frequently told that it was not within EFSA’s remit to look at the ‘optimal age for exclusive breastfeeding’ – something that all observers know is done and dusted and not a question put to EFSA. What is relevant is whether a label (alongside other promotional claims, packaging, promotion, sponsorship etc ) that suggests that a food is suitable (and by implication necessary) from 3, 4 or 5 months, will harm child health and child development in any way and/or lead to a reduction of breastfeeding – even by one day. These are the questions that policy makers have to tackle in the future delegated Act foreseen in Regulation 609/2013 – questions that were continually dismissed as being outside the scope of the research.

Age rangeThe decision at the end to change the title from ‘Age of introduction’ to ‘range’ was taken very quickly with no acknowledgement that the panel had limited its research to the lower age range – 3-6 months and had ignored risks and developmental readiness post 6 months. This is a further important reason why the opinion will not provide policy makers with the evidence they need to arrive at a sound health protective decision on labelling. It will unfairly favour an age range for labelling of 3-6 months rather than say 5-7 months.

Composition of foods ignored In relation to developmental readiness – we were told that the composition of foods was not looked at all – just its consistency. Are we to assume that the pureed and pulverised products fed to children in single use plastic pouches through nozzles are fine?

Impact of Exports: As I mentioned in the meeting, the Panel failed to explain why it did not address the risks of the export of products labelled as suitable from 3,4 or 5 months. Given the importance of EU export market and the EU’s influence on Codex global standards, this is a legitimate question that falls well within the Commission’s question. With the increase in liberalized economic policies and the advent of digital technology, online shopping portals in India are selling complementary foods manufactured by UK-based companies with labels from “4 months+” all of which violate the Indian law (The IMS Act). Why did the NDA panel not address the risks of exports that would add to the commercial pressure to reduce weaken legislation in Third countries, including stated wishing to join the EU and developing countries where these are matters of child survival.

IBFAN comment on EFSA open session on age of introduction of baby foods was originally published on Baby Milk Action

#breastfeeding #infant formula #Nestle

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nathanielburgos · 5 years ago

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Compulsory Redundancy (Employers’ Guide)

To ensure the survival of your business you may find yourself forced to make financial cuts, including reducing your payroll liabilities. Alternatively, your organisation may have undergone a complete restructure, or you may have invested in new technology, making certain roles obsolete.

Whatever the business driver behind redundancy, employers must in all cases follow a fair and transparent procedure.

The following guide looks at the process of compulsory redundancy, as well as the rights and entitlements of employees selected for redundancy.

What is compulsory redundancy?

A redundancy situation is where you terminate an employee’s contract of employment because you no longer need anyone to do the particular job role that they perform. This could be due to a reduction in workload, a change in your working practices or nature of work, or if your business is closing down.

For a redundancy to be genuine, you must be able to show that the employee’s job no longer exists.

Redundancy can either be compulsory or non-compulsory (voluntary).

Compulsory redundancy is where the employer decides who to make redundant based on certain criteria, whereas a non-compulsory redundancy is where individuals are invited to volunteer for redundancy, although there must still be a fair and transparent selection process in place. In other words, employees will not be automatically selected just because they have applied.

Whether or not you decide on voluntary or compulsory redundancy will depend on your reasons for downsizing your workforce, and other factor such as time pressures. In particular, if your company or organisation is in financial difficulty, compulsory redundancy may be the only viable option to ensure your business remains operational.

However, in circumstances where there is no imminent threat of liquidation, offering a voluntary redundancy package as a means of streamlining your operations can help to minimise the stress caused to any potentially affected employees, as well as the workforce as whole. Voluntary redundancy can be made attractive by offering an enhanced redundancy pay package as an incentive to accept.

In particular, by showing that you are attempting to deal with the situation as fairly as possible, this will help to maintain the morale of staff who are staying on and, in turn, improve the prospects of a successful overall outcome.

If, however, there are insufficient volunteers for non-compulsory redundancy, you may still have to proceed with making compulsory redundancies, although in most cases voluntary redundancy will be an effective way of reducing your payroll liabilities.

Alternatives to compulsory redundancy

Offering voluntary redundancy, or even early retirement, is just one way of avoiding a compulsory redundancy situation. However, it is incumbent on you as an employer to take all possible steps to avoid dismissing any member of staff.

This could be done in any one of the following ways:

Exploring options for staff to work flexibly, for example, working part-time, compressed hours, homeworking or job shares

Reducing or banning overtime for the foreseeable future

Restricting any new recruitment for the foreseeable future

Laying off any self-employed contractors or freelancers

Short-time working or temporary lay-offs, where the contract(s) of employment allow for this or agreement can be reached, although this must be a short-term solution and not a permanent change

One of the most effective ways of avoiding compulsory redundancy is filling vacancies elsewhere in the business with existing employees. Even if you have selected someone for compulsory redundancy, it remains open to you to offer that individual suitable alternative employment within your company or organisation for that person to consider.

However, for an offer to be valid it must satisfy the following conditions:

It should be unconditional and in writing

It must be an actual offer, not where the employee has to apply

It must be made before the end of the employee’s existing employment contract

It should state how the new role is different to the previous job

The new role must start within four weeks of the end of the previous job.

Further, an employee who accepts an offer of an alternative role should be given a 4-week trial period, or longer if agreed in writing, to assess the suitability of their new role. The trial period should start after the employee has worked their notice period for their previous job and the contract for that job has ended.

Following this trial period, if both you and the employee decide that the job is unsuitable for them, s/he will still be entitled to claim redundancy pay (see below for how this is calculated). If, on the other hand, the employee refuses to accept a suitable alternative role without good reason, they may lose their entitlement to any statutory or contractual redundancy pay.

Fair selection criteria for compulsory redundancies

Having considered all alternative options to redundancy, if you have reached the conclusion that compulsory redundancies are unavoidable, you will need to decide the criteria by which employees will be selected for potential redundancy.

When identifying a pool for selection and whom to make redundant, you must ensure you approach this fairly, without discriminating against certain individuals or groups. That said, a fair basis on which to select people for redundancy could be based on various different criteria, including:

An employee’s skills, qualifications and/or aptitude

An employee’s standard of work and/or performance

An employee’s attendance record, although you should not include absence relating to maternity or disability

An employee’s disciplinary record

It is also possible to select someone based on their length of service, ie; last in, first out, but only where you can justify this approach. Given that this approach could indirectly discriminate against an individual based on their age, which is a protected characteristic under the Equality Act 2010, it is always best to use an additional basis on which to select an employee to make the process fair.

You should also bear in mind that all nine protected characteristics under the 2010 Act would be classed as an automatically unfair reason to select someone for compulsory redundancy, namely: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex, or sexual orientation.

Other selection criteria in a compulsory redundancy situation that would be classed as automatically unfair include any reason relating to:

Parental, paternity or adoption leave, or an employee taking time off to care for a dependant

An employee acting as a colleague’s representative, such as in a disciplinary hearing

An employee being, or not being, a member of a trade union

Being a part-time or fixed-term employee

A reason relating to pay and/or working hours, such as an employee requesting the national minimum wage, refusing to opt out of the maximum weekly working hours or taking annual leave.

Compulsory redundancy process

Having identified the selection criteria for compulsory redundancy, you should always consult any affected employees about your proposals, otherwise run the risk of any dismissal by reason of redundancy being classed as unfair.

In particular, if you are making 20 or more employees redundant within any 90-day period in a single establishment you must follow the collective consultation rules.

If there are fewer than 20 planned redundancies there are no set rules to follow, although it is still good practice to fully consult with employees and their representatives to show that you have embarked on a fair and transparent process with a view to exploring ways of avoiding or reducing any redundancies.

The collective redundancy process involves notifying the Redundancy Payments Service (RPS) before a consultation starts using form HR1. You can be fined if you do not notify the RPS. Thereafter, you must discuss your redundancy proposals with both elected representatives and individual employees, and provide written details of:

The reasons for redundancies

The numbers of employees involved and which jobs are at risk

How you plan to select employees for redundancy

How you plan to carry out the redundancies, including timeframes

How you will calculate redundancy payments

You must give employees, and their representatives, sufficient time to consider your proposals, and respond to any requests for further information. You must also consider and respond to any suggestions made, and although you can reject any ideas you do not think are reasonable, you should explain why.

Broadly speaking, you will need to show that the consultation was genuine and that you aimed to reach agreement. As such, it’s important to document all discussions and the reasons for your decisions.

The minimum consultation period will depend on the number of proposed redundancies, but typically will need to be a minimum of either 30 days before making the first redundancy (for 20 to 99 redundancies) or 45 days (for more than 100 redundancies). The redundancy period may last longer than the required minimum period if it’s a large or complex redundancy situation.

You can only make an employee redundant once the consultation process is complete. You should inform an employee of your decision to make them redundant both face-to-face and in writing. The letter should set out their notice period, the date on which their contract comes to an end and how they can appeal. By setting up an appeals process for employees who feel they have been unfairly selected, this can reduce the possibility of any claim for unfair dismissal.

Compulsory redundancy pay & entitlements

If you make an employee redundant, they may be entitled to redundancy pay in accordance with a basic minimum rate set by the government. This is known as a “statutory redundancy payment”. To be eligible for a statutory redundancy payment, an individual must satisfy the following conditions:

Be classed as an employee working under a contract of employment, including part-time employees

Have at least 2 years’ continuous service with you

Have been dismissed, laid off or put on short-time working, where there was a genuine need to make redundancies

The statutory redundancy pay rates are based on an employee’s age and length of employment with you, counted back from the date of the dismissal, where a qualifying employee will be entitled to the following:

Aged 18-22: half a week’s pay for each full year of employment

Aged 22-40: one week’s pay for each full year of employment

Aged 41 or older: 1.5 weeks’ pay for each full year of employment

The length of service is capped at 20 years, with weekly pay capped at £525. As such, the maximum amount of statutory redundancy pay is £15,750. That said, it is open to you to provide extra redundancy pay over and above the statutory minimum, or even to make a redundancy payment to employees who have not yet accrued the 2-year qualifying period, although you are not legally obliged to offer contractual redundancy pay unless otherwise agreed.

Having dismissed an employee, you must provide him or her with a written statement setting out the amount of statutory redundancy payment and how you reached that figure. This can be included within their redundancy decision letter.

In the event of any disagreement over your calculation, or you fail to make the payment due no later than an employee’s final pay date, or an agreed date soon after, s/he will be able to make a claim for payment to an employment tribunal.

When you make an employee redundant, in addition to receiving a statutory redundancy payment, they will also have certain other entitlements.

In particular, all employees under notice of redundancy have the right to:

A statutory or contractual notice period

Reasonable time off work to look for a new job, albeit subject to a qualifying period of continuous service.

Compulsary redundancy notice periods

Having completed the redundancy consultation, as a matter of law, you must provide any staff selected for redundancy with at least the minimum statutory notice period. This will be based on the length of time they have worked for you, namely:

1 month up to 2 years: at least a week’s notice

Between 2 and 12 years: a week’s notice for every year employed

12 or more years: 12 weeks’ notice.

The employee’s contract of employment may allow for a longer period of notice. Further, you can also allow staff to leave earlier than the planned leaving date, by offering payment in lieu of notice. In other words, you can make a payment to cover the notice period they would have worked.

Reasonable time off work

Where an employee has been continuously employed by you for 2 years by the date their notice period ends, they are entitled to a reasonable amount of time off work, either to look for another job or to arrange training to help them find another job.

However, the length of time an employee can take will depend on their circumstances. Further, regardless of how much time is taken, the most you have to pay the employee is 40% of one week’s pay. This is the total amount and not the amount per week. By way of example, if an employee gets paid £500 a week for a 5 day working week, the most you would have to pay them for their time off is £200 (40% of their weekly pay).

Need assistance?

Making staff redundant is a challenging process, requiring careful handling both of employee relations and managing the legal risks. Get the process wrong and you potentially face tribunal claims and damage to reputation.

As employment law specialists, we can assist if you have any queries relating to redundancies, particularly large or complex redundancy situations involving more than 20 employees. Speak to our experts today for advice.

Compulsory redundancy FAQs

Do you have to offer voluntary redundancy before and compulsory redundancy?

Redundancies can be compulsory or non-compulsory. In both cases, employers must follow a fair and transparent selection process.

What is the difference between compulsory and voluntary redundancies?

Businesses may offer voluntary redundancies as a way to streamline staff costs, while compulsory redundancies may be the only option for a businesses in financial difficulties.

Does voluntary redundancy pay more than compulsory?

Voluntary redundancy packages tend to be higher than statutory redundancy entitlement to incentivise staff.

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Last updated: 26 March 2020

Compulsory Redundancy (Employers’ Guide) published first on https://ordergcmsnotescanada.tumblr.com/

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chestnutpost · 6 years ago

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No. Ilhan Omar Is Not The Steve King Of The Left.

This post was originally published on this site

Ilhan Omar, the freshman Democrat from Minnesota who has only been in government for two months, is at the center of yet another political storm.

Politicians from both sides of the aisle have accused her of anti-Semitism in response to her controversial stance criticizing the influence of the pro-Israel lobby within the U.S. At the same time, she is contending with increased death threats and Islamophobic attacks as a result of those criticisms.

On Tuesday, The Washington Post published a column by conservative blogger Henry Olsen comparing Omar to the white supremacist congressman Steve King (R-Iowa). And Speaker Nancy Pelosi and other top Democrats announced a new resolution targeting anti-Semitism, likely to be voted on Thursday, in a move that, many said, specifically focused on Omar’s previous statements linking support for Israel to lobbying money.

The reaction to Omar’s comments has been loud and unequivocal, but many are concerned it’s unwarranted, and others say that she is an easy target as a black Muslim woman.

Noura Erakat, a human rights lawyer and an assistant professor at George Mason University based in Washington, D.C., said the bipartisan consensus supporting the U.S.- Israeli relationship is inevitably changing. She said that Omar is part of a new class of freshmen members of Congress who are challenging the public discourse.

Studies have shown that young millennials are increasingly distancing themselves from Israel and its policies. Human rights groups have long criticized Israel’s crippling 12-year blockade on the Gaza Strip, as well as the West Bank occupation that they say violates international human rights laws. Erakat also pointed out that the political situation inside Israel is also rapidly transforming, arguably for the worse, as Israel’s current administration has warped into extreme right-wing government.

So when Omar began her term in Congress with her taboo views on Israeli policies, the freshmen congresswoman had already set a precedent for controversy, said Erakat. In addition to being a visible, black, Muslim woman who is also a refugee, it becomes too easy for her attackers to lean into racist, Islamophobic attacks to silence her.

As of Wednesday morning, Pelosi’s resolution was postponed after a number of progressive groups asked for more time to review the situation. Pelosi told House Democrats that an updated version of resolution will include language condemning anti-Muslim rhetoric.

Omar, who has faced condemnations from members of her own Democratic party, as well as the GOP, was forced back into the limelight after critics from both sides denounced her recent comments at a Washington event last Wednesday.

“I want to talk about the political influence in this country that says it is OK for people to push for allegiance to a foreign country,” Omar told attendees at the event held at a bookstore. She also said that her detractors had unfairly characterized her criticism of Israeli policies under the guise of anti-Semitism.

It was because of those new statements that another round of backlash began. The chairman of the House Foreign Affairs Committee, Rep. Eliot Engel (D-N.Y.), called for Omar to apologize. Rep. Juan Vargas (D-Calif.) tweeted that “questioning support for the U.S.-Israeli relationship is unacceptable,” while Rep. Nita Lowey (D-N.Y.) accused Omar of engaging in bigotry.

ASSOCIATED PRESS

Omar responded to Lowey’s tweet with a 7-part tweet thread of her own that stated lawmakers like Lowey should be able to distinguish between anti-Semitism and criticism of the Israeli policy.

“I am told everyday that I am anti-American if I am not pro-Israel. I find that to be problematic and I am not alone. I just happen to be willing to speak up on it and open myself to attacks.,” Omar tweeted.

The latest controversy occurred just as the FBI announced that it was investigating death threats made against the congresswoman in her home state of Minnesota. Not even 24 hours later, an Islamophobic poster was discovered outside the West Virginia House of Delegates chamber which depicted an image of the Twin Towers during the Sept. 11 attacks with the words “Never Forget ― You Said.” Omar’s face is positioned right under the towers where the caption continued, “I am the proof you have forgotten.”

But instead of condemning the storm of anti-Muslim hatred Omar faced, lawmakers were eerily silent. Among of the few lawmakers that spoke out included Rep. Alexandria Ocasio-Cortez (D-NY) who lamented on the blatant hypocrisy by members of Congress who were quick to criticize Omar just weeks ago but were nowhere to be found when Omar found herself dealing with a multitude of Islamophobic threats.

Nylah Burton, a freelance writer who recently published an op-ed titled “As a Black Jew, The Ilhan Omar Controversy Is Incredibly Exhausting” is among those young millennials whose perception on Israel has changed over the years. Burton told HuffPost in a phone call that she believes Democrats threw Omar under the bus.

“There are fifteen other conversations that we need to be having but we’re not having them because we can’t see past this dichotomy that we’ve been given and that’s what’s really messed up about this entire thing,” Burton said.

Particularly angered by the false equivalency between Omar and King noted in the Washington Post piece, Burton said she wants to see the government “remove actual white nationalists in Congress and from our highest offices” and that Omar shouldn’t be removed, but in fact, supported.

“It’s just so many levels of unfairness. It’s disgusting actually,” Burton said of the Omar and King comparison. “To think that Ilhan Omar is like Steve King is delusional. Steve King is a violent anti-Semite.”

There’s something really harmful about comparing something as pervasive as systematic white supremacy to comments you didn’t like coming from a black person. It minimizes the history and the current reality of white supremacy which is literally killing black, brown, Jewish people in this country. Rebecca Pierce, filmmaker focusing on Israel’s asylum-seekers

King has repeatedly espoused white supremacist views and used his official government website to direct his constituents to a white nationalist blogs that regularly publishes the work of anti-Semites and Nazi sympathizers, HuffPost has previously found. Yet King continues to hold his position within a Congress for the last 16 years with little to no condemnations from his peers.

Burton also argued the resolution put forward was a “gesture meant to attack Omar and not to attack of the anti-Semites in Congress, in our presidency who have enabled extreme levels of anti-Semitism leading to the deadliest attack on American Jews in American history.”

“This resolution does not send a message to them. It sends a message to Omar and to people who support Omar. Those are not the people who need that message,” she continued.

Imani Gandy is a legal analyst at Rewire.News, who identifies as a secular Jewish black woman and has followed the developments around Omar and the accusations of anti-Semitism. Like Burton, Gandy was dismayed by the Post’s column.

“[Omar] is not the enemy. She’s certainly a person who maybe needs to have some conversations with Jewish people and figure out how to be more precise with her language,” said Gandy. “There’s a space for that and she has been open to that.” But she completely dismissed the accusations that Omar is inherently anti-Semitic let alone is Omar anything close to King and other politicians like him.

Rebecca Pierce, a filmmaker who is currently working on a documentary about asylum-seekers in Israel, denied the accusations that Omar was anti-Semitic. She, like Gandy and Burton, argued that the biggest threat to Jews like herself was not Omar’s comments but the threats of white supremacy.

“There’s something really harmful about comparing something as pervasive as systematic white supremacy to comments you didn’t like coming from a black person,” she said. “It minimizes the history and the current reality of white supremacy which is literally killing black, brown, Jewish people in this country.”

Pierce said the Omar was being “held to a very different standard” that other problematic politicians like King and Rep. Kevin McCarthy (R-Calif) who have pushed anti-Semitic conspiracy theories were a bigger threat to the American-Jewish community. The conversation, Pierce said, has been reductive and pitted the black and Jewish community against each other.

But academics like Erakat, say whether the resolution passes or not, it doesn’t solve the core issue at hand. With anti-Semitism and Islamophobic rhetoric at an all-time high, alongside the apparent complications differentiating the pro-Israel lobby from the diversity of opinions among Jewish-Americans, it has become imperative to discuss what each of those looks like.

“This should be a learning moment but nobody talks about it. Instead, they just point fingers to shut down the conversation but they are not willing to engage in a substantive discussion,” Erakat said.

Omar echoed this during her most recent comments at the event in Washington, saying it’s important to embrace the concerns of her Jewish constituents but also include those supporters who are concerned about Palestinian human rights.

“We never really allow space for the stories of Palestinians seeking safety and sanctuary to be uplifted,” Omar said. “And to me, it is the dehumanization and the silencing of a particular pain and suffering of people should not be OK and normal.”

The post No. Ilhan Omar Is Not The Steve King Of The Left. appeared first on The Chestnut Post.

from The Chestnut Post https://thechestnutpost.com/news/no-ilhan-omar-is-not-the-steve-king-of-the-left/

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mrwilliamcharley · 6 years ago

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Job Candidate Disclosing Why They Quit a Job – Ask #HR Bartender

One of the most common questions asked during an interview is “Why did you leave your last job?”. Today’s reader wants to know the best way to answer that question.

Hi, just found your blog. I wanted to get your advice on how to respond to prospective employers regarding the reason why I left my senior position. The real truth of the matter is that we got a new boss with whom I had some integrity issues – we did not seem to see things in the same light.

After 10 years on the job, I felt it was better for me to accept the package and move on. I also signed a separation agreement. How can I explain this without trashing my former employer?

I wish I could say that there’s always one absolutely right answer in this situation. Since there are different considerations, I reached out to two respected colleagues to get their thoughts. Hannah Morgan (aka Career Sherpa) is a well-known job search, career and social media strategist. She’s the author of “The Infographic Resume” and a regular contributor at U.S. News & World Report. Recruiting Animal (and yes, that might be his real name) is the host of the wildly popular Recruiting Animal show (broadcast live every Wednesday at 12n Eastern). He’s also a professional recruiter.

When asked about the reason you’ve left a job, is it okay to mention unflattering things about a former employer? Why or why not?

[Morgan] Let’s first address the reason employers ask candidates why they left their previous jobs. Employers want to know if the candidate was forced to leave due to performance issues or was downsized due to no fault of their own. Asking this question helps employers weed out ‘potentially problem’ employees.

Since candidates are usually on their best behavior during an interview, it can be difficult to see problematic behaviors first-hand. During the interview, the employer listens for any signs that the candidate is unhireable. Employers are listening for a pattern of leaving jobs and blaming it on bad bosses or companies. If a candidate has had several jobs in a short period of time and blames bad managers, it’s likely that the problem isn’t the managers. The common denominator is the candidate and a sign of a problem employee or an employee who hasn’t learned how to evaluate future bosses.

That being said, it is never advisable to bad-mouth or mention unflattering things about a former boss, employee or company. In fact, it is unprofessional. Some might call it character assassination or slander to say negative things about other people. No matter how awful or unfairly you were treated, never divulge that information. It only makes you, the candidate, look bad.

[Animal] Recruiters hate it when a candidate bad-mouths an old boss. They say that it’s not professional. They want you to lie or obfuscate. I agree in part. You shouldn’t go into an interview and say ‘I wish that a**hole would die a painful death. He has it coming’ or ‘I wish I could be the one to pull the switch.’

While that might be how you feel, you can’t admit that you have a hate-on for anybody because you’re supposed to have control of your emotions. But you should be straightforward about policy differences if they were the reason for leaving.

People usually say they left for ‘philosophical differences’ but that could mean anything and it’s clearly just a dodge. If the differences you had with your old boss involve sensitive issues for your old company, you could say that you had policy differences and would prefer to discuss how you fit with the new job in the early stages of the hiring process. Leave a discussion about the details of your differences with your old employer until the new employer is serious about you as a candidate.

I remember the case of an accountant who was pressured to sign off on some creative bookkeeping by his famous, aggressive CEO and CFO. They all ended up going to jail. He should have left the company and had no fear of explaining exactly why he did so. There is no shame in it and you don’t want to work for a company that cannot appreciate that.

In this scenario, the employee talks about integrity issues with their boss. For a moment, let’s just say the boss is a jerk. It’s not really about something ethical. Is it okay to say during an interview that “the boss and I just don’t get along”? Why or why not?

[Morgan] If your boss was a jerk, that’s your opinion. And just because you didn’t get along with him or her doesn’t mean others can’t. If your boss was unethical, sexually harassed you, or did something else illegal, that’s up to HR and law enforcement to resolve. It doesn’t belong in the job interview. As unfair as it sounds, employers are more likely to side with the past employer/boss than the candidate who sounds disgruntled or unable to cope.

Rather than try and explain the ins and outs of your relationship with your jerky boss or complicated ethics violations, it’s better to gloss over that detail and stay focused on the bigger reason of why you left – more rewarding work, more relaxed work environment, better pay, more challenging career or whatever you were looking for when you decided to leave. Taking ownership of your career shows an optimistic, can-do attitude and that’s what employers want.

[Animal] Presumably, you left just because you didn’t like her personality? I don’t think that’s likely if she did everything else well. If someone has an unpleasant personality, it’s bound to be reflected in her management style and you could focus on that rather than her personality. This means that you could describe your differences as management issues rather than simply personality. If the old boss shouted at people or made inappropriate comments, you should say so. But you have to ask that the recruiter promises to keep your remarks very confidential.

You could also say that you were looking for a change of culture. When they ask what you mean, you could describe the personality, so to speak, of the kind of place you are looking for. Maybe you want to work with people who talk about the non-fiction books they are reading instead of sitcoms. Or maybe you want to work with people who are more upbeat in the mornings. You might not have to say that your boss is a low-brow drinker, who has endless family problems, and drags herself into the office looking like death warmed over every morning.

The reader didn’t ask, but let’s say the reason they left was because they were terminated. Should the candidate be 100 percent truthful about the matter (even if they don’t agree with the reason they were fired)?

[Morgan] There’s a big difference between being fired and laid off in the eyes of employers. It’s probably best not to use either term because of the negative connotation each has.

If you were laid off, use downsized, position eliminated or impacted by a reduction in force. In the reader’s question above, if there was a reduction in force and an opportunity to leave with a severance package, then the candidate can take the answer one step further and spin the situation into a positive to help ease the future employer’s mind. For example:

“After 10 years with the same company, I decided it was time for a change and took the separation package. This gave me time to reassess what I want to do next and look for my next great assignment.”

On the other hand, if an employee is fired because of something they did wrong, it’s referred to as being terminated for cause. It’s possible, during a background check, that this information can be verified. The prospective employer may ask if the ex-employee is eligible for rehire or the reason for termination. When an employee is laid off it usually means they are eligible for rehire. However, someone who was fired, would not be eligible for rehire. Since this information could be discovered, it is best to be truthful about being fired.

If a candidate was fired, they should simply state that he/she was let go or dismissed. Then the candidate can explain what they learned from being fired. This brief explanation helps the employer understand the situation and hopefully believes that it won’t happen again. For example, the response might sound like this:

“I was let go from my last job. I didn’t do my best work or make the best decisions then. But I now realize how important it is to my team and supervisor to be accountable and on time. This has taught me a valuable lesson and in my next job, I look forward to being an employee that others can rely on.”

[Animal] If you think that there are some things that reflect poorly on you that would not come out unless you, personally, reveal them then leave those things out because they would probably be insignificant details.

But if that’s not the case, then the candidate would have to acknowledge her errors and show quite clearly that she has learned her lesson. The candidate might need to be prepared to take a lesser job at a lower salary. Organizations might be willing to help individuals rebuild their reputations if they get a good deal. Example: I know a guy who was fired because he was too slow on the job. It was easy to believe because he spoke as slow as molasses in everyday conversation. He would have to admit that he realized he needed a job that did not require a lot of quick action.

One more thing…If you don’t agree with the reason you were fired, then you have to prepare a strong case and present it in a calm, reasonable manner. And it has to be a solid case. If you present a biased and distorted view of things by brushing aside your obvious errors, no one will consider you.

I want to extend a huge thanks to Recruiting Animal and Hannah Morgan for sharing their thoughts on this topic. These two professionals sit at different places in the hiring process and have different relationships with candidates. While their styles might be very different, their advice wasn’t.

Today’s post is one of those that I would bookmark for future reference. You know at some point, a friend, family member, or colleague is going to ask you this question.

Images captured by Sharlyn Lauby while exploring the world.

The post Job Candidate Disclosing Why They Quit a Job – Ask #HR Bartender appeared first on hr bartender.

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sublimedeal · 7 years ago

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Russ Horn – Tradeonix Trading System

No Matter What Level You’re At Right Now, Even If You Have Never Made A Dime Trading, This System Could Transform You Into A Trading Pro And You Could Start Making Money Right From Day One!

The key to your success with this system is the sheer simplicity of it. When you are over-run with indicators it can become a huge distraction and make it confusing as to when you should be trading. That’s why this system uses only the things that are truly necessary, and nothing more!

Your success will be boosted by the suite of top secret custom indicators that combine data from the micro trend, the medium, trend and the long term trend, all in one easy to use dashboard.

And the new custom heatmap indicator will help you visualize everything in milliseconds! This system is the pinnacle of all my years of knowledge and insight as a professional trader and combines all that knowledge into a simple yet highly potent system that’s incredibly accurate and highly effective at extracting huge sums of cash from the markets.

In fact, it is so advanced that you could trade this system without ever having to even look at the price chart!

You Could Make An Absolute Killing With This System Without Ever Having To Look At The Price The Most Accurate Trade Entry Signals I’ve Ever Developed!

So what do you get? You are going to get what I consider to be the safest, most accurate and most profitable way of trading that’s ever been made available to the public. Coupled with a targeted risk reduction strategy so that even when you lose some trades (which is to be expected with any form of trading) the losses should always be a mere fraction of the initial 1%-2% that you risk on every trade.

When you actively reduce the size of the losing trades (while at the same time squeezing as much profit from the winning trades as humanly possible) the inevitable result is that your trading balance could grow faster than you ever could imagine.

On most trades you could quickly find yourself in zero-risk situations if you follow my trade management strategy to the letter. And don’t worry, I make this super easy for you to execute like a professional, even if you are new to trading.

Everything is broken down into clear, step-by-step bite-sized chunks of actionable information.

Which makes it possible to make money on up to 83% of trades!

This clear, step-by-step, easy-to-understand trading system will be broken down into bite-sized chunks of highly actionable information so you can quickly start making money on up to 83% of trades! DVD 1 will be super-important for both beginners and experienced traders. It will begin by taking you through a Forex boot camp that will quickly teach you the basics of Forex trading, including placing trades, introducing the stop-loss and the trailing stop loss. (Hint: this technique can help increase the risk: reward ratio unfairly in YOUR favor and help you squeeze the most money out of every trade.) Even experienced traders are guaranteed to find new insights and gain access to my deepest trading philosophy secrets. It will act as a perfect refresher to place you in the correct state of mind to make this work to put cold hard cash in your pocket. You’ll be shown how to install the groundbreaking Tradeonix system onto the MetaTrader 4 platform, which literally takes a few seconds and is so easy that even if you are someone who thinks computers are complicated, you could still have this set up and ready to make money in seconds. No stone will be left unturned, and all the trading terminology you will ever need to understand will be explained in the simplest of terms so you can focus your attention on the important money making tasks rather than get tied up in jargon! You will dive deep into the function of each of the secret custom indicators that make the magic happen. You’ll understand why each and every one of them provides a specific function, necessary to see the crazy returns you have already seen this system deliver in the live trade videos peppered throughout this page! You will hear my views on the currency pairs, which ones I value more than others, and at what times they can be leveraged to see insane profits so you can take the shortcut right to where the money is hiding in plain sight. You will learn my rock solid money management system that is designed with only two things in mind: How to protect the money you already have in your account, like a rottweiler viciously guarding it’s dinner, and how to grow your account in the fastest and safest way possible. This combination of factors are the backbone of growing the money in your account at terminal velocity. By the time you complete DVD #1 you will be pumped and ready to dive into the real meat of this training.

It has come to my attention that many people who are new to Forex trading often worry about the basics, and rightfully so, because without having a solid understanding of the basics, you can easily feel overwhelmed.

However, you don’t have to worry about this anymore because DVD #1 will take care of everything for you. You’ll wonder why you ever let this stuff worry you after you discover how simple and easy the basics are once you receive my expert tuition.

Next, let’s take a closer look at what you’ll discover on DVD #2. DVD #2 is going to become your holy grail of Forex trading because it contains the key information needed to create the reinforced financial stability that you and your family could rely on during your retirement!

As with every trading system, sticking to the rules of the system is the single most important thing you can do if you want to become wealthy, so that’s why I’ve devoted an entire DVD to cover these in great detail. If you learn the rules of this system properly and put them into practice on every single trade, the only likely outcome is you will make more than enough money to help you plan for a better retirement and enjoy the finer things in life.

There are only four basic steps to trading this system, so the rules will be easier than ever to stick to, meaning you’ll be able to pick it up and start making money with it right off the bat. You will see exactly how to execute each type of short and long trade in both an aggressive style and a conservative style so you can always trade in a style that you are most comfortable with. You will see there are very exact trade entry signals, so it will be easier than ever before to determine whether or not to enter a profitable trade. There will be no guesswork involved at all with this system and I will walk you through multiple examples explaining everything clearly. You will hear and see the reasons why each and every example is a perfect trade setup so you can quickly and easily recognize the best trading opportunities when you come to start trading the system yourself. You will discover how to quickly enter trades with a risk:reward ratio of 1:2. This means that you can make twice as much money as you are risking for each trade, so even if you were to lose twice as many trades as you win, you still wouldn’t lose any money. You will discover how to manage each open trade using two separate techniques that could allow you to be active in the market with absolutely ZERO money at risk. As the trade progresses you will have a clear understanding of how this works so you can ramp up your returns. There’s no better feeling than being in a live trade knowing that no matter what happens, there is no way you can lose money. You will discover the secret to squeezing every single cent out of your successful trades by using a sneaky tactic that will stop you exiting the trade early and leaving easy money on the table. You will discover two different ways to run a trailing stop loss which is a way of reducing the risk you’re exposed to, automatically, so if you have to pop out while you are in a live trade, you will have peace of mind that nothing is going to go wrong when you’re not there. You will be shown how to trade with the trend on your side, with a special twist thrown in that will ensure that you never get sucked into a trade with any false signals. This is a secret I discovered and I know you’re going to love its simplicity and the genius behind this important idea. By the time you get to the end of DVD #2 you will have a full, in depth understanding of the rules of the system and will see how the indicators all work in unison to help you on your quest to become a consistently profitable and wealthy trader.

The manual will provide a handy reference to everything you discover on this DVD however we shall cover that

Before that, have a sneak peek at what you’ll get on DVD #3!

This will be like looking through the most powerful microscope on the planet to discover secrets that will change the way you think and feel about trading forever!

DVD #3 is where we take everything you’ve learned so far and tie it together by analyzing 20 different trading scenarios in close, granular detail. You will be walked through 20 different examples, step-by-step, and the amount of knowledge that will be downloaded and embedded into your brain during this DVD will have a lasting effect on you. You will be taken through five conservative long trades, showing you the safest and easiest way to grow the money in your account so if you are risk-averse, you can move Forward with the knowledge that Forex doesn’t have to be risky. You will have enough chances to make money using a conservative style of trading without ever having to be more aggressive, if you don’t want to. However, sometimes taking the aggressive approach will be exactly what the situation calls for, so you will also be taken through an additional five scenarios that will show you textbook aggressive long trades. If you are in a hurry and need to make big money fast, you will discover all my secrets for making aggressive trades in the safest manner possible. Then you will be taken through five conservative short trade examples. This is where you are placing sell orders, when the indicators alert you that the currency is trending downwards. This particular style of trade is perfect to give you a level of protection that stock market trading is lacking. If a currency goes into freefall, instead of losing everything, like stock market traders can, you could instead be making even more money than you usually do. And of course, you’ll be taken through five separate examples of aggressive sell trades. These have the potential to instantly transform you into a very wealthy person during the financial and economic uncertainty that we are facing, as reported by the news with an ever increasing and alarming regularity. You’ll be shown firsthand how to use the combination of the eight custom indicators to decide whether or not to enter trades and I will guide you through the thought process I go through, in each scenario, so you can have a framework to allow you to use the indicators to their fullest potential. You’ll discover how I suggest you use the indicators, including the specific things to look out for in order to increase your chances of hitting a home run and making the kind of trades that could replace your weekly income in just a matter of minutes. You will see the theory in action and any questions you might have from DVDs 1 and 2 are sure to be answered as you listen to me explain everything in fine detail as we pour over charts. You will find out how you could even trade with this system JUST using the indicators and not ever having to look at the price charts, that’s how powerful this system is. It’s like how helicopter pilots are able to land their helicopter safely after blacking out their windows and using only the indicators on their control panel to touch down. DVD #3 will be your first taste of seeing the system working on the charts and by the time you complete this DVD you should have a newfound sense of confidence and the belief that you could really make this work!

It doesn’t matter who uses this mechanical system. If you have a copy of Tradeonix, have the indicators installed and you follow the simple rules, then there is absolutely every likelihood that you will make a lot of money that could provide you and your family with the financial security that’s been missing from your life, up until now. And to round this section off, here’s why you’ll watch DVD #4 again and again!

DVD #4 is your chance to watch how I use this system to build up profits so you can see what this system is truly capable of.

You can watch as I talk you through absolutely EVERYTHING that is going on in my mind, in every trading scenario as I show you trade after trade how to bank an absolute fortune, right before your very eyes. So you can mirror my actions, make similar decisions at the right times and employ the same strategies that I teach in order to squeeze every last dollar out of your trades and make money like a professional. DVD #4 includes:

16 live trades. Like the previous DVD, you will be shown both conservative and aggressive entries for both long and short trades, so all scenarios are covered and you’ll know exactly what to do in your own trades. You’ll see first hand how to reduce your risk on every trade as it progresses, so you could regularly find yourself inside a live trade with ZERO RISK of loss. During these live trades, each step of the way, you will hear me “think out loud” giving you the full picture of what’s going through my mind as I take each trade so you can model my thought process for your own trades so you could win as often as I do. You’ll see both of my secret trailing stop loss strategies, one aggressive and one conservative and you’ll see how I use the indicators to inform how this is done, so again, you won’t have to guess whether or not you are doing the correct thing. These are the exact strategies that you can use to reduce your risk massively and squeeze as much money as possible from every trade. Landing on your doormat along with these four powerful and profitable DVDs, filled with the most cutting edge trading information you’ll find anywhere on the planet, will be your trading manual.

The manual is packed to the brim with all the information you require to profit in the world’s largest and most liquid market, Forex!

Because I kept it short and to the point you will soon know the pages of this manual inside out, and in no time at all you will have internalized all the money making information contained on its pages. The powerful information in this manual goes hand in hand with the secrets you’ll discover in the DVDs, with absolutely ZERO filler content. Every single word in this short yet concise 40-page book is designed to get you up and running, banking more pips than you ever imagined possible, in as short a timescale as possible. This system was designed primarily as a fund trading system, powerful enough to be trusted with a giant account full of other people’s money so you know it’s powerful enough to grow your solo account. The information contained inside this manual is powerful enough to help you smash through your earnings ceiling and maintain a more wealthy lifestyle for the rest of your living days. Page 36 gives you an in depth guide to using the heat map indicator to guide you directly to the big money that’s currently waiting to be deposited into your account. Discover how to use ‘aggressive trailing’ to reduce your risk in a trade in the fastest way possible and to lock in the maximum amount of profit if the market swings against you before you hit your take profit target. (Page 30) The contents of this package are powerful enough to transform your life forever by giving you the financial security currently missing from your life and it could completely erase the stress you suffer, as you worry about how you’re going to pay for your retirement!

Yet… That’s not all you’ll receive! In addition to everything you’ve just read, you’ll get full, 100% access to my elite, private members’ portal.

It is in here where you will discover the real secrets to making massive profits when you trade. Not only will you access the secret custom indicators that make Tradeonix the accurate, powerful and easy to trade system it is…

Here’s why the Tradeonix mega-system is the only one you’ll ever need and why it’s makes making money easy!

Everything you will ever need to make mountains of cash trading is included in one clean, easy-to-use interface. There’s no need to have dozens of indicators. It just confuses things and makes it harder to trade profitably.

That’s why I created a suite of only the essential custom indicators that work together like a precision diamond cutter, carving out profitable trades with ease, repeatedly, over and over again.

Let’s take a closer look at the indicators on the price chart itself first.

The TRS

The TRS indicator is simple, yet it saves you so much time. No matter what time frame you look at, this indicator will tell you how much time is remaining before the current candle closes.

When you are looking for your next profitable trade, you can often be waiting on the close of a candle to give you the rock solid entry signal you’re looking for.

Rather than having to work it out yourself, this just makes your life a whole lot easier and frees you to be doing other, more important things.

And the second part of this indicator tells you the LIVE spread for any currency pair you are looking at.

When I’m scanning through currency pairs, one of the first things I check is the spread because if it’s high for some reason, then you are best moving onto another currency pair.

Why?

Well, the spread is how much you have to pay to trade that pair. Let’s say the spread was sitting at 10 pips and you made a profitable trade, banking 50 pips. You would actually only win 40 pips of profit.

So, this lets you quickly rule out currency pairs when the spread is high.

There’s no point in making your job harder than it has to be and this simple tool saves you so much time. It lets you focus on the best money opportunities at all times.

The Heatmap The heatmap is a special visual representation of what’s going on with the four main indicators. Inside the manual, you’ll be given a secret key that shows you different heatmap combinations that result in the highest probability of making serious money.

When you know the easy heatmap combinations to look for, this makes it very easy to assess a currency pair fast.

If the heatmap looks good, then it’s worth looking closer for a potential trade! Such a timesaver! The TBS

The TBS is a very specific kind of trend indicator that is custom designed to give you not only a very accurate trade entry signal, it also acts as an early warning signal of non-tradeable conditions. Avoiding a trade during non-tradeable conditions is just the same as putting money in your pocket.

This will help keep your win ratio even higher by cutting away most of the losers.

When you trade using the unique Tradeonix style, this finely tuned indicator maximizes things on both ends.

It increases the money you could make on each trade and reduces the losing trades.

That’s a real win win situation right there!

The TBM

The TBM is another powerful custom indicator, this time tuned for a different purpose. I can’t tell you exactly what it tracks, right here, that’s reserved for VIP Tradeonix members only and is only revealed once you become a member. However, I will tell you that this gives you a strict instruction on whether to go long or short. This saves any guesswork on your part so you can focus on collecting the profits. This part of the system also gives you exact instructions for the optimum stop loss level. Tradeonix uses a secret stop loss technique that causes a mathematical principle to work in your favor which causes your losses to be massively reduced. The risk:reward ratios will be heavily weighted to your benefit when you use this. It will be one of your best friends very soon because it’s a crucial key to your success, and the huge profits that could be soon heading your way. The TB Cloud

The TB Cloud plays a very important role in your overall success using the Tradeonix system. This custom indicator is designed to measure the momentum in the market at any given time.

When you discover the secret to using this properly, (it’s super easy, you’ll get it in seconds once you see the manual) you will absolutely love it.

If you’ve traded before, you know how sometimes you can find yourself in profit, yet the price has been hovering below your take profit level?

In these situations, traders tend to close the trade early to lock in the profits, out of fear the price will move against them.

How do you know what to do?

Well, if you can see at a glance that the momentum is still strong, then you might even increase your profit target level, to maximize your winnings.

On the opposite side, if you see the momentum has been slowing, then you’ll know whether you’d be as well banking the profits you already have.

This indicator is a gold mine!

Switch

Despite how it looks, this isn’t anything like the arrows you might have seen on other trading systems. This is actually a highly tuned, micro-level analysis engine that is used to alert you to glitches in the price action.

This indicator is VERY sensitive and incredibly Accurate, and there will never be a time you trade without the say-so of this master indicator.

I can’t go deeply into how it works here, again that’s one of the secrets that only members will be initiated into.

All you need to know is this… In no circumstances do you trade without this guy’s say so!

The TBL

The TBL is a visual representation of a hidden indicator on the price chart. It was custom made to keep the price chart clear of distractions. The price charts are kept super clean so you can focus on the exact price action tools that make the money for you.

This ensures you always know the longer term trend direction at a glance, and once you discover how to trade using the Tradeonix mega-system, you’ll find that having this information displayed in this manner saves you a mountain of otherwise wasted time.

There’s no need to manually go and check that stuff with Tradeonix.

Easy and simple is one of my motto’s!

The Tetragram

The Tetragram is a special custom hybrid indicator. It uses a unique combination of factors from the four main Tradeonix indicators, and it reveals hidden money information that is completely invisible to the naked eye.

The secret to how it works is classified to the general public.

However it gives added security to the other trade signals and can also identify false signals that otherwise would be missed.

This is your safety net. Your second opinion.

Some people are never quite sure when to use an aggressive or conservative style of trade.

Well, that won’t be you.

This will tell you exactly which one to use and when!

This alone could be worth tens of thousands of dollars or more for you over the next few years, that’s truly how powerful this is!

Every single part of the Tradeonix system is there for a very specific purpose and all of them work in tandem to produce the amazing results that people have been getting (and you could get) using it!

The Arrow Panel

The arrow panel is like the master hub of the system and is designed to present the most important information you need to know at any given second. The Pip Value section is really handy, especially for beginners and for people that suck at (or just hate doing) mental arithmetic.

This makes it incredibly easy to see how much each trade is worth to you.

Yet another huge timesaver that streamlines your process.

The Higher Timeframe section analyzes the higher trend in two different ways to give you on the spot, up to date and highly accurate live time information.

This saves you having to jump up and down timeframes manually and it saves you making any mistakes.

Again, essential information at hand, easily digestible and available at a glance.

This will save you hours per week and make you a far more efficient trader.

The main arrows section is a real time report on the current price action in relation to the indicators.

The truth of the matter is that you could make serious money with this system by looking at nothing else but the arrows.

You could literally cover your price chart with a piece of paper and hide it from view and STILL make huge sums of money with this.

So, despite having all of the amazing features and benefits that you’ve just read, even someone who was a complete trading beginner could jump in and start using this system.

It’s not complicated to learn all the extra ninja tricks that maximize gains and minimize risks however, you can take it one step at a time and get the basics tuned in almost immediately.

After that, you can experiment with the other precision tools that make up the rest of this amazingly powerful system.

The private members’ area is also where you will gain access to every secret I use to make trading simple, less time consuming and above all more profitable.

Just some of what you will get access to there is… Exclusive Trading Reports My Personal Trading Blog Fully Interactive Trading Forum New Trading Software & Upgrades Trading and Instructional Videos Live Webinar Dates Recordings of Previous Webinars Post Any Trading Question And Get A Personal Answer From Me Access To Your Many Bonuses

Russ Horn – Tradeonix Trading System published first on http://ift.tt/2qxBbOD

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tutorsof · 7 years ago

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BM350 Semester Exam

Question-1

The three essential managerial skills include:

technical, human, and empirical.

human, empirical, and conceptual.

technical, interpersonal, and controlling.

technical, human, and conceptual.

Question-2

A(n)________ is the existence of a discrepancy between an existing and a desired state of affairs.

opportunity

solution

weakness

problem

Question-3

The quantitative approach involves applications of:

statistics, information models, and computer simulations.

psychology testing, focus groups, and mathematics.

optimization models, interviews, and questionnaires.

surveys, strategic planning, and group problem solving.

Question-4

Ethics training sessions can provide what benefit?

They clarify acceptable and unacceptable practices.

They create ego strength in employees.

They evaluate decisions and management practices in terms of the code of ethics.

They strengthen the employees' locus of control.

Question-5

Planning is often called the primary management function because it:

offers some basis for future decision making.

creates the vision for the organizational members to work toward.

establishes the basis for all the other functions.

sets the tone for the organizational culture.

Question-6

__________ teams tend to be more task-oriented especially if the team members have never personally met.

Cross-functional

Problem-solving

Self-managed

Virtual

Question-7

A theory that suggests that employees compare their inputs and outcomes from a job to the ratio of input to outcomes of relevant others is known as:

action motivation.

goal setting.

reinforcement theory.

equity theory.

Question-8

How would a manager motivate low-skilled, minimum-wage employees?

Offer more pay for high levels of performance

Use employee recognition programs

Provide the opportunity for training

Provide the opportunity for full-time employment

Question-9

Managers can't really know whether their work units are working properly until they've evaluated what activities have been done:

with those who remain.

and have compared actual performance to a desired standard.

and evaluate the performance of each of their employees.

successfully.

Question-10

The prevalent thinking today is that:

organizations must make everyone fit a common corporate mold.

organizations should support, nurture, and utilize people's differences in a way that respects employees' unique perspectives and promotes a shared vision.

employees have a single identity.

All of the above.

Question-11

When a company calculates __________, the company looks at how much profit it expects to make from a particular customer, including each purchase he or she will make from the company now and in the future.

customer lifetime value

customer relationship management

utility

the exchange function

Question-12

By definition, a(n) __________ is a community, nation, or group that shares common traditions, institutions, activities, and interests.

market

society

environment

marketplace

Question-13

It is easiest for marketers to create an emotional connection between a consumer and a(n) __________ product.

approach

augmented

core

avoidance

Question-14

Information collected from government publications is an example of __________ data.

primary

secondary

observational

experimental

Question-15

A __________ is a promise to deliver specific benefits associated with products or services to consumers.

service

brand

license

patent

Question-16

Which type of segmentation is MOST related to the use of the word when, such as when consumers get the idea to buy, when they actually make their purchase, or when they use the purchased item?

Behavioral

Psychographic

Needs

Impulse

Question-17

Multisegment marketing is likely to __________ and __________.

increase research costs; decrease shipping costs

decrease resale value; increase sales volume

increase sales potential; increase costs

increase sales potential, decrease costs

Question-18

Demand would MOST likely be inelastic for which of the following?

Lamb chops and T-bone steaks

Gourmet cheese

Basic necessities

Luxury watches

Question-19

Financial services provider USAA sends materials about teaching teenagers how to drive safely to USAA customers who have children approaching driving eligibility age. USAA is using __________ information from a customer database to determine which customers should receive the materials.

demographic

geographic

psychographic

behavioral

Question-20

Some television shows have shown actors drinking a cup of Starbucks coffee. In these instances, Starbucks has chosen __________ as a marketing tool.

networking

direct marketing

broadcast advertising

branded entertainment

Question-21

Which of the following are a manager's three primary responsibilities?

Planning, Directing, Controlling

Budgeting, Planning, Controlling

Budgeting, Directing, Controlling

Budgeting, Planning, Directing

Question-22

All of the following are ethical principles identified in the IMA's Statement of Ethical Professional Practice except:

honesty.

teamwork.

objectivity.

responsibility.

Question-23

Which of the following companies would use a job costing system?

Health care provider

Crayon manufacturing company

Potato chip manufacturing corporation

Spring water bottling company

Question-24

When selecting a manufacturing overhead allocation base, managers should select the:

number of products produced.

activity-based products.

cost driver of those manufacturing overhead costs.

same number used in prior years.

Question-25

Conversion costs include:

direct labor and manufacturing overhead.

manufacturing overhead only.

direct materials and direct labor.

direct materials and manufacturing overhead.

Question-26

If the sales price is $20 per unit, the variable cost is $12 per unit, total fixed costs are $12,000, and 15,000 units are produced, the contribution margin per unit is:

Question-27

Which of the following budgets is the comprehensive planning document for the entire organization?

Sales budget

Capital expenditure budget

Master budget

Budgeting income statement

Question-28

Which of the following is a true statement regarding fixed overhead volume variance?

If production volume is less than anticipated, then fixed overhead has been under allocated and the fixed overhead volume variance is favorable.

If production volume is less than anticipated, then fixed overhead has been under allocated and the fixed overhead volume variance is unfavorable.

If production volume is greater than anticipated, then fixed overhead has been under allocated and the fixed overhead volume variance is favorable.

If production volume is greater than anticipated, then fixed overhead has been over allocated and the fixed overhead volume variance is unfavorable.

Question-29

Which of the following is a cash equivalent?

Accounts receivable

Certificates of deposit that mature in less than three months

Certificates of deposit that mature in one year or less

Prepaid expenses

Question-30

All of the following are business reasons for adopting environmentally sustainable practices except:

cost reduction.

competitive strategy.

stakeholder influence.

historical orientation of accounting.

Question-31

The science of ________ was developed by applying general concepts to a particular situation, person, or group.

Organizational Behavior

Anthropology

Psychology

Sociology

Question-32

Organizational behavior is a field of study that investigates the impact the individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving:

an organization's effectiveness.

an organization's social responsibilities.

the manager's pay.

the quality of the firm's products.

Question-33

Which of the following is an example of an affective attitude?

Believing that you did a good job

The observation that most dogs have four legs

The opinion that it is never acceptable to steal

Anger at being unfairly accused of a wrongdoing

Question-34

Which of the following terms indicates the degree to which people like or dislike themselves?

Core self-evaluation

Authoritarianism

Self-monitoring

Machiavellianism

Question-35

What is the main strength of job rotation?

It eliminates management involvement.

It increases motivation.

It increases productivity.

It decreases training costs.

Question-36

Which of the following is a group decision-making technique?

Mind mapping

Brainstorming

Lateral thinking

Group polarization

Question-37

Which theory of leadership proposes that followers attribute heroic or extraordinary leadership abilities when they observe certain behaviors?

Charismatic leadership theory

Authentic leadership theory

Transactional leadership theory

Attributional leadership theory

Question-38

According to the traditional view of conflict, conflict is:

harmful.

natural.

necessary.

healthy.

Question-39

You describe to your students a new committee within the university that brings together specialists from all different departments to develop a new interdisciplinary program. The structure of the committee best meets the definition of the:

matrix structure.

simple structure.

boundaryless organization.

virtual organization.

Question-40

________ refers to the degree to which jobs within the organization are standardized.

Formalization

Decentralization

Departmentalization

Span of control

Question-41

Oak Construction Company built 128 houses in Hilltop Estates. If the company built 7 times as many colonial style houses as ranch style houses, how many ranch style houses were erected?

Question-42

Calculate the weighted mean for the following data: value=10, weight=2; value=12, weight=6; value=15, weight=8; value=18, weight=6; value=20, weight=2

4.8

Question-43

This year Bronson's Tire Co. reported assets of $545,350 which is $120,640 more than last year. If owner's equity was $192,500 last year, what was the amount of liabilities reported on last year's balance sheet?

$232,210

$473,490

$352,850

$427,930

Question-44

Laser Printing and Graphics offers cash discounts of 2/15, 1/20, n/30 to customers on all purchases. A customer purchased $18,000 of merchandise on May 20. What is the amount of the net payment if the invoice was paid on June 8?

$17,640

$18,000

$17,820

$16,200

Question-45

Matt Stinson invested $4,000 in a simple interest account paying 5.5% per year. If he received $385 in interest, how long did he leave the money in the investment? (Express your answer to the nearest hundredth of a year.)

21 months

1.5 years

21 weeks

175 days

Question-46

Junko Kiera borrowed $13,000 at a discount loan rate of 12% for 30 months. Determine the true interest rate of Junko's loan.

0.171

0.152

0.133

0.141

Question-47

Klemson High-Tech Industries borrowed $65,000 for three years at 14% compounded semi-annually. How much interest will they pay on the loan when they pay it off at the end of the term of the loan? (Express your answer to the nearest cent.)

$32,547.52

$14,627.80

$9,100.00

$32,306.73

Question-48

Determine the future value of an ordinary annuity paying 10% quarterly for nine years if quarterly deposits of $450 are made throughout the nine years.

$25,785.64

$29,830.08

$4,479.53

$6,813.19

Question-49

An asset was purchased on January 3rd costing $75,000 with a salvage value of $2,800 and an estimated useful life of five years. Find the depreciation expense using the straight-line method.

$15,000

$15,440

$14,440

$13,750

Question-50

Mahalyk's Water Fun Shoppe specializes in jet skis. Mahalyk's inventory records showed the following for the past year: purchased 30 jetskis on February 10th at a cost of $4,000 per jetski; purchased 100 jetskis on May 12th at a cost of $3,000 per jetski; purchased 20 jetskis on June 15th at a cost of $3,500 per jetski; purchased 50 jetskis on July 20th at a cost of $2,500 per jetski Use the Average Cost Method to determine Mahalyk's value of ending inventory at the end of July if they had 75 jetskis left in inventory.

$230,625

$210,000

$255,000

$187,500

0 notes

rwwealth-blog · 7 years ago

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Tax Reform and Fairness – A Necessary Balance

We are fast approaching what many believe is crunch time for tax reform. There is a renewed push by the White House and Congress to enact tax reform by year’s end. President Trump is urging Congress to “move fast,” while the House and Senate work to identify a process to make it possible.

As the debate intensifies, policy goals will be fleshed out, trial balloons will be floated in the media, and key lawmakers will get down to business in assembling a package of reforms to the tax code that can pass muster in both chambers.

A mainstay of the tax reform discussions is a call for cuts in the corporate tax rate. Since the vast majority of U.S. businesses operate as pass-through businesses, tax reform plans have also applied the benefits of lower tax rates to certain pass-throughs. These pass-throughs, including S corporations and partnerships, don’t pay taxes themselves, but pass their earnings through to their owners who pay taxes at their individual rates.

Some in Washington have suggested that professional services pass-throughs – such as accounting firms – should not be treated like other businesses because of the mistaken belief they don’t help drive the economy. We know that’s not the case.

Accounting firms play an important role in the nation’s economic growth and job creation. In fact, the U.S. Bureau of Labor Statistics (BLS) reports for 2014 that there were more than 1.3 million accountants and auditors employed in the United States. BLS also forecasts that employment of accountants and auditors is projected to grow 11 percent through 2024, with 142,000 more jobs, faster than the average for all occupations. In 2016, payroll for CPA firms totaled nearly $40 billion, according to the BLS.

Fairness should also be a consideration in how Congress addresses tax treatment of service companies. It makes no sense to distinguish pass-through businesses and partnerships – such as accounting firms – from companies in other sectors merely because of the business’s choice of entity. This is a simplistic approach that does not reflect that in today’s economy, professional service pass-through firms require significant investment in tangible and intangible assets as they compete in the global environment. By unfairly disadvantaging professional service pass-throughs, the incentive to start or grow a business is diminished, with a corresponding loss of jobs and reduction in wages.

In testimony before the U.S. Senate Finance Committee on September 19, the AICPA stressed that “professional service firms are an important sector in our economy and heavily contribute to the nation’s goals of creating jobs and better wages.”

As part of our advocacy for sound tax policy, the AICPA several years ago developed a framework of guiding principles of good tax policy. Topping that list is the principle of equity and fairness, which states that similarly situated taxpayers should be taxed similarly. We often reiterate the view that equity and fairness is an essential attribute of a good tax system, recommending that equity and fairness be given due consideration in both the making and administration of tax laws.

In the final analysis, and in the interest of fairness, the nation’s accounting firms should be treated no differently than any other job and wage generator.

It is a common refrain in our nation’s capital that tax reform is needed now more than ever. Yes, that is true. And it has been for some time. But let’s be certain that fairness remains a central theme in how we go about it.

Barry C. Melancon, CPA, CGMA, President and CEO, American Institute of CPAs.