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heatlyheater · 3 years ago

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Heatly Heater: Stay Perfectly Warm and Cozy!

If you are one of those out there who hates being cold during the winter months, there is a new device that we want to inform you about. It's called the Heatly Heater plugin device. This new portable heater is an easy way to be sure that you can stay perfectly warm and cozy even in drafty environments like offices! An involving heaters are too expensive and have worth it, and other are far too big and cumbersome for you take form location to property. This is the perfect marriage of portability and effectiveness that people are on the lookout for. Plus, it's easily affordable, unlike many belonging to the options out there! To learn more, keep reading our Heatly Heater review. We'll give everyone the details that you seek!

There are a handful of portable haters out there, may possibly be hard to find people that are made with the care and quality our readers hope for. We review the Heatly Heater and other options that can be found to make sure that our readers are getting the the best. The fact is that many people don't have the time try out the research that they should preferably before ordering a product such as this one. Even fewer people have any idea what they should look for. That's why we carry out the research work for you and deliver our findings here! In Heatly Heater review, we'll let you what this product does you will also it compares to other chances. You'll learn about the price, the ingredients and many other details! We should get started right now!

Heatly Portable Heating Features

For the majority of people looking for a portable heater, it's strictly a comfort issues, but there are actually health reasons that you may to help add this heater to the home or office. Since we want our readers to have all of the details that they need, are generally more than happy to an individual about all the benefits and issues surrounding being warm in which you should know!

There is a condition called hypothermia that can arise when the body is exposed to cold temperature for too long. Fluid that affects think that temperatures in order to be be below freezing for doing this to happen, but in the area simply not the casing. Negative effect form colder temperatures may start to happen even globe 50s. Loss of motor functions and no thinking clearly are two in the major ones.

With an effective portable heater, you can be certain that none of these effects happen to . You can stay warm no matter where you are. Take a look at some of the features that come with each Heatly Space Heater:

- Highly Effective Heating - Lightweight - 3-Speed Fan - Energy Efficient - Low Noise - Works up to 50ft - Comes with an isolated

Heatly Heater Instructions

We can be assured some people worry that products this way will arrive and they'll be complex to use than had been advertised to be. We can a person that gadget is simple to use that a child can it not being watched.

We in addition heard within the products that arrive having a manual in the area badly translated from another language. This one time comes along with a manual because of this very in order to read and understand, but we can understand the confusion. Good give the Heatly Portable Heater instructions right here and now:

1. Locate any drafty area in dwelling or office 2. Find local store near the drafty areas 3. Plug gadget into the opening 4. Set the fan speed to your comfort level 5. That's it all! Juts pack it up and for you to a different outlet as required!

Heatly Heater Price

A associated with people are uncomfortable the actual world cold and looking out for solution for the approaching winter days. When a product that works gets released, require for it really is through your roof. When the interest in a product rises, price tag is usually right behind it. Since we don't desire to promise you a cost that isn't accurate, currently have some other advice you.

To positive that that the getting the actual possible Heatly Heater cost, order at this moment since cost is only going to elevate over period of time. The best place in order to the current pricing information and facts is the official Healty website page. We made it entirely possible that you to obtain there. People have of doing is click any among the links from this page!

Heatly Heater Reviews

One thing that we desire to convinced that are generally doing offers reviews are generally completely thorough for our readers. Precisely why we discover what people today are saying about his product. Organic meat have loved what we experienced, on the other hand someone else didn't, we really wish for to be sure to keep that our readers end up being it.

These heaters are pretty new, so there are a definite not far more of Heatly Heater reviews out there, but we able find a handful of them. Luckily, we are pleased to an individual that all of the reviews which saw were overwhelmingly affirmative. People love these heaters for indoor and outdoor environments. Concentrate too much you adore yours insanely!

Heatly Heating Review

We have created it our mission to receive the best possible products for readers. Many of us find a machine that offers high quality that we expect for them, cannot wait to obtain the word out concerning it. This is really want t he best. To obtain your supply, order right form the state run Heatly Heater website. Always order right form supply if can easily! If to produce someone who might have an interest in adding this product to their life, make sure that you they check this out too. Make use of the social buttons above to mail them this Heatly Heater review at the moment. Thanks for reading and better of health you r!

REFERENCES:

https://sites.google.com/view/heatlyheater/home

https://personalheaters.blogspot.com/2021/10/heatly-heater-stay-warm-all-winter.html

https://groups.google.com/g/personal-heaters/c/txy-iudcKmo

https://docs.google.com/presentation/d/e/2PACX-1vSQ_6TWVJs3kykruOUY7bg0QbCDodGkqSWQw_s3SyZPwemgZDf8GJ5eobCtlhxjdySNKdI10k7r0MUH/pub?start=false&loop=false&delayms=3000

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heatlyheaterreview · 2 years ago

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Heatly Heater Reviews: Stay Warm Everywhere

If you are one of many people out there who hates being cold the particular winter months, there is known as a new device that we want to tell you about. Generally the Heatly Heater plugin item of equipment. This new portable heater is an simple to be able to make sure which can remain perfectly warm and cozy even in drafty environments like medical offices! Lots of heaters are way too expensive to make them worth it, and other are extremely big and cumbersome anyone personally in order to consider form location to locale. This is the perfect marriage of portability and effectiveness that people take any presctiption the lookout for. Plus, it's easily affordable, unlike many of options out there! To learn more, keep reading our Heatly Heater review. We'll an individual all the facts need!

There are an a small number of portable haters out there, and it can be hard to find people who are made with the care and quality our readers are hoping for. We review the Heatly Heater and other options that exist to make sure how the readers are getting the best of the best. The fact is that most people do not have the time to do study that they really should before ordering a product like this one. Even fewer people have any idea what they always be looking for. That's why we do the searching for you and deliver our findings here! Individual Heatly Heater review, we'll tell you what definitely not enough . does and it compares to other variations. You'll learn around the price, the ingredients and a few other details! Let's begin immediately!

Heatly Portable Heating Features

For individuals looking for a portable heater, it's strictly a comfort issues, but there tend to be health reasons that you want to add this heater home or place of work. Since we want our readers get all information that they need, we are more than happy to tell you about all of the advantages and issues surrounding being warm that you just know!

There is really a condition called hypothermia yet occur the moment the body is exposed to cold temperature for longer. Most people think that temperatures really need to be below freezing for it to happen, but the actual simply far from the truth. Negative effect form colder temperatures can commence to happen for the duration for this 50s. Involving motor functions and no thinking clearly are 2 of the major ones.

With a beneficial portable heater, you will make sure that none people effects are held. You can stay warm no matter you are commonly. Here are some of characteristics that include each Heatly Space Heater:

Highly Effective Heating

Lightweight

3-Speed Fan

Energy Efficient

Low Noise

Works around 50ft

Comes as well as a Remote

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blairemclaren · 3 years ago

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Lawrence Lefavour Death - Passed Away | Lawrence Lefavour Funeral

Lawrence Lefavour Obituary: It is with great sadness that we inform you of the loss of Lawrence Lefavour, who passed away unexpectedly on July 31. Lawrence is a 2019 Heatly graduate. We are making counselors available to provide support. Deepest condolences to the Lefavour family. @GreenIslandUFSD #Heatly It is with great sadness that we inform you of the loss of Lawrence Lefavour, who passed…

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outallianceroc · 7 years ago

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Lesbians Who Tech (LWT) launches Rochester chapter

Lesbians Who Tech (LWT) has come to Rochester! A global community of 25,000 gender non-conforming, LGBTQ women and allies in tech, LWT expanded into the Rochester area last month with an inaugural happy hour.

Touting themselves as a community of queer women (and the people who love them), LWT exists to provide value to queer women in tech, a demographic that is rarely represented in both the tech and LGBTQ community.

Founded in 2012 by Leanne Pittsford, Lesbians Who Tech’s goals are to help queer women in the tech workforce be more visible to each other, to gain visibility for women, lesbians and members of the LGBTQ community and to get more women and lesbians into technology. LWT also connects to LGBTQ and women's organizations who are doing community work that champions the advancement of women, queer people and their allies.

Led by City Directors Jessica Heatly and Sara Cousins, Lesbians Who Tech Rochester is a new addition to the city's LGBTQ and tech communities who will host monthly happy hour or content-focused events. Whether you work at a tech company, have a technical job or just love technology (even if you’re just obsessed with every new app that comes out), you are invited to join LWT ROC to get geeky, land gigs and make new friends and connections.

Those interested in joining or attending an event can find details on www.facebook.com/groups/lwtroc. More information on Lesbians Who Tech can be found at www.lesbianswhotech.org.

#the empty closet #empty closet #roc pride #lgbt #lgbtq #mod susan

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umich-alumni-apiastudies · 8 years ago

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Kurashige and Lawsin vs. University of Michigan -- Summary & Highlights from Complaint

Professors Emily Lawsin and Scott Kurashige have filed a joint complaint against the University of Michigan for violations of the Michigan Elliott-Larsen Civil Rights Act based on race discrimination, gender discrimination, marital status discrimination, race hostile work environment, and retaliation; and violations of the Persons with Disabilities Civil Rights Act, for discriminatory hostile treatment and retaliation.

Professor Lawsin requests reinstatement to her Lecturer IV faculty position without a “Remediation Plan.” Professor Kurashige requests that U-M reinstate him to his former positions of Professor with tenure and Director of the Asian/Pacific Islander American Studies Program at an equitable salary reflecting his experience and achievements. Both request economic and non-economic damages and permanent injunctive relief to stop race/ethnic discrimination at U-M.

Professors Lawsin and Kurashige are represented by Alice Jennings, a partner in the law firm of Edwards & Jennings, PC, based in Detroit. The following are highlights of the 74-page complaint—filed in Washtenaw County Circuit Court on December 5, 2016.

Structural Patterns of Discrimination and Exclusion

U-M’s rhetoric celebrating its “deeply rooted commitment to diversity” is based on symbolic rather than substantive acts. U-M’s student enrollment in Fall 2015 was only 4.1 percent Black, 4.6 percent Hispanic, and 0.2 percent Native American. As of 2014, nearly 60 percent of its students came from families with annual incomes over $100,000 with roughly 30 percent coming from families with annual incomes over $200,000. By contrast, only 4 percent of students of all races came from the category U-M terms “low socioeconomic status.” Professor Kurashige documented extensive patterns of racial exclusion at U-M in a Chronicle of Higher Education op-ed, followed by an appearance on the Tavis Smiley Show.

The Michigan Daily has characterized U-M’s recruitment of students of color as “bait and switch” based on overblown claims that it champions diversity, equity, and an inclusive campus climate. Despite the annual release of multiple reports documenting problems with race/gender discrimination and a hostile race/gender climate, U-M has not taken effective action to redress problems, and many of its actions amount to smoke and mirrors. As a result, problems retaining faculty of color have been persistent and cancerous.

Suppression of Discrimination Complaints and Reports

Chief Diversity Officer/Vice Provost Robert Sellers was hired into his current position after participating in a secret, invitation-only faculty group coordinated by at least one U-M administrator. The group served to give select faculty an inside track for senior “diversity” appointments and leadership positions within the U-M administration.

Sellers refused to investigate or follow up on reports of discrimination against faculty and students of color, despite promising Professor Kurashige he would do so and acknowledging they fell within his administrative duties. Sellers also rescinded an offer to meet with Professor Lawsin to discuss her reports of discrimination against faculty and students of color. This dubious track record should cast doubt on Sellers’s ability to lead U-M’s Diversity, Equity, and Inclusion Strategic Plan.

With the tacit approval of their superiors, white faculty leaders in the Department of American Culture have censored the 2013 Rackham Program Review, an official report from the Rackham Graduate School documenting problems with “climate and program equity” and “inappropriate faculty behavior and treatment of students.” Gregory Dowd, chair, and Kristin Hass, director of graduate studies, falsely stated that they were forbidden from distributing the report, which was, in fact, intended to be shared with faculty and graduate students. Instead, Dowd and Hass blamed the department’s “negative climate” on students of color and faculty of color who reported problems, and they used their positions and control of information to stigmatize and harass individuals who criticized their leadership.

Without conducting any investigation, the current chair of American Culture, June Howard responded to Professor Lawsin’s formal discrimination complaints by stating “the climate in the Department is good.” Ignoring the substance of the complaints and taking no effective action, Howard twice criticized Lawsin in writing for using a “tone” she found to be “uncollegial and troubling.” When presented with complaints citing violations of departmental bylaws, Howard stated in a public meeting that the department did not have any bylaws to which it was bound to adhere.

Kristin Hass has been the subject of repeated complaints from students and faculty reporting discrimination, harassment, and abuse of power in her teaching and mentoring of graduate students. As director of PhD admissions, Hass expressed categorical opposition to admitting PhD applicants she identified as “queer of color” or “undocumented.” These complaints were never properly investigated by the Department of American Culture or forwarded to proper university officials. Instead, Hass was repeatedly promoted to positions in which she exercised greater authority over graduate students. This cover-up culminated in Hass, after being nominated by the department, winning the John D’Arms Faculty Award for Distinguished Graduate Mentoring in the Humanities from the Rackham Graduate School, despite the chair and dean possessing reports of Hass’s misconduct.

American Culture’s current director of graduate studies, Stephen Berrey, is a white male professor, who has built his scholarly reputation on exposing the history of white complicity with racism and discrimination. However, Berrey rejected Professor Lawsin’s request that he end censorship of the report from the 2013 Rackham Program Review and conduct an investigation into both its suppression and the climate and equity problems it detailed. In a rebuke of his own scholarly principles, Berrey stated it was “beyond my scope to comment [on incidents] dated before my time as the Director of Graduate Studies began.”

Professors Kurashige and Lawsin were both stymied by officials in U-M’s Office for Institutional Equity (OIE), when they sought to request investigations by the university’s designated office for addressing racial discrimination, harassment, and retaliation. The complaint documents the role OIE has played to preserve false claims of diversity and equity on campus by covering up problems and conducting sham investigations to absolve U-M of responsibility.

In particular, U-M hired Pamela Heatlie to serve as one of its senior OIE investigators after she left her prior job in disgrace following a national scandal involving the cover up of hazing and abuse by the men’s hockey team at the University of Vermont. Following an extensive, formal investigation, Vermont’s attorney general concluded that Heatlie’s internal investigation “was insufficiently thorough to ascertain the truth and, as designed or conducted, served primarily to buttress the University’s position in the event of the filing of a civil lawsuit.”

With Heatlie serving as Deputy Title IX Coordinator, U-M was placed under federal investigation in 2014 for Title IX violations specifically related to mishandling investigations into sexual assault. Multiple students who reported sexual assault have publicly stated they have no confidence in U-M’s Title IX investigators, who are officially neutral but are seen to be protecting U-M. While moonlighting as a private consultant, Heatlie has undermined her neutrality as an OIE investigator; her bio read, “Since Pam joined the University of Michigan, none of the issues she has handled have resulted in successful litigation against the university.”

In 2015 Professor Lawsin was communicating privately and confidentially with Heatlie to prepare an OIE complaint against the Department of American Culture’s current and former department chairs. Before steps to formalize the complaint were completed, Heatlie disclosed her communications with Lawsin to the department chair, June Howard, and worked with Howard and other administrators to coordinate a “self-generated, administrative review” that found no evidence of discrimination or wrongdoing by the department. Heatlie’s review proceeded without any involvement by Kurashige or Lawsin, and she failed to interview key persons who experienced and witnessed the worst forms of discrimination and harassment in the department.

Patterns of Discrimination Against Scholars of Color

The complaint reveals an archived record dating back to the 1970s of white faculty opposing and denigrating the reputation of ethnic and “minority” studies. An acting director of American Culture described calls to expand ethnic studies as a campaign by “ethnocentric pressure groups on this campus… to pressure the Administration into academically unsound decisions.” She added that the presence of ethnic studies courses “weakens” American Culture. Another director opposed American Culture serving as a home to Asian American Studies because he believed doing so would come “at the expense of our current graduate students.”

Other white faculty members expressed concern that the U-M president’s 1988 “Michigan Mandate” initiative to promote “multicultural academic community” would undermine the “core” purpose of American Culture. David Hollinger (who later moved to UC Berkeley) called for the American Culture faculty “to make a very strong stand” by telling the dean of the college that they would “not accept additional minority positions.”

Current white faculty members with low-to-middling levels of scholarly achievement have promoted or taken advantage of discrimination against more accomplished faculty of color to advance into leadership positions within American Culture and gain higher salaries.

Gregory Dowd, a white male, was singled out for recruitment as Director of the Native American Studies Program (and later promoted to director/chair of American Culture) without more accomplished people of color and indigenous applicants being given equal consideration.

Kristin Hass, a white female with a PhD in American Culture from U-M, was hired through an abuse of the “target of opportunity” hiring procedure intended for highly selective hiring of academic “superstars” and underrepresented minorities.

At the time June Howard, a white female, was selected to be chair of American Culture in 2014, her curriculum vitae listed publication of only one book and three journal articles after 1985. Howard’s thin list of “awards” mainly consists of routine scholarly activities, such as “selected participant” for a seminar on literature. She does not list any significant awards for research throughout her entire career.

Some white faculty, including June Howard, have used language describing prospective ethnic studies hires and faculty of color as people who “don’t belong here” or “are not supposed to still be here.” In 2006, multiple faculty members stated that “white senior faculty” were “unsympathetic to junior faculty of color.” Faculty in American Culture have also named the perceived race/ethnicity of candidates for faculty hire, while arguing for or against their hire.

The department has regularly failed to take effective against racial discrimination or other improper hiring and retention practices. In one official faculty meeting, Dowd, presiding as department chair, expressed opposition to a faculty candidate by using language that multiple faculty members characterized as “xenophobic,” “alarmist,” and “racist.” In a later meeting, Dowd forced the department to address his moral objections to gay pornography referenced within a faculty candidate’s portfolio before he would allow a hiring discussion and vote to proceed.

Discrimination Against Professors Kurashige and Lawsin

Professor Kurashige won major campus and national awards, including the American Historical Association’s prestigious Beveridge Award (given to the best book on the Western Hemisphere from 1492 to the present) for The Shifting Grounds of Race (2008) and fellowships from Harvard University and the Smithsonian Institution. However, he was repeatedly passed over for leadership positions, and his salary was kept at or near the bare minimum for his rank as his department and college downplayed his accomplishments. Kurashige’s groundbreaking co-authored book with the renowned Grace Lee Boggs, The Next American Revolution (2011), has sold 20,000 copies and placed his work in dialogue with leading intellectuals around the world. However, the American Culture faculty determined the book was “clearly” not “a major work of scholarship,” reducing it to “an example of a writing project that overlaps with Professor Kurashige’s community service and his pedagogy.”

U-M denied every attempt Professor Kurashige made to request a salary equity review. In direct contradiction of statements made to Kurashige by associate deans, Dean Andrew Martin of the College of Literature, Science, and the Arts (LSA) stated that the college did not have a salary equity review process that Kurashige could request. U-M made no retention offer to Kurashige, and Dean Martin even reneged on his offer to grant Kurashige a meeting.

Professor Lawsin (along with other women faculty and faculty candidates) has been systematically stigmatized and mistreated by being cast by American Culture department leaders as a “spousal hire.” One tenured faculty member sent an email to the department chair Dowd marked “CONFIDENTIAL: please print and delete this email” and encouraged him to share its contents with others in decision-making capacities. The email accused Lawsin of being a disruptive presence in faculty meetings based on the false allegation that she was constantly “bickering” with her spouse and exhibited behavior that was “intimate rather than professional.”

In violation of its bylaws, the department also excluded Professor Lawsin—based on retaliation and marital status discrimination— from key discussions and decisions that led to the undermining of the Asian/Pacific Islander American Studies Program, which she had played a central role in building. Following the deliberate marginalization and exclusion of Lawsin and Kurashige, the program’s activity level plummeted, student involvement evaporated, and communication with alumni ceased.

Retaliation Against Professors Kurashige and Lawsin

Professor Kurashige presented American Culture and LSA with extensive evidence of racial discrimination, and he advocated for African American, Arab American, Asian American, Latina/o, Native American, and Pacific Islander faculty and students (including job and grad school applicants) negatively impacted. In response, LSA Dean Terrence McDonald angrily stated that he was giving Kurashige “political demerits.” Department chair Gregory Dowd conspired with LSA Associate Dean Derek Collins to advance complaints against Kurashige based on false allegations, racial stereotypes, and extreme distortions.

These complaints and illicit communications served as the basis for U-M to terminate Professor Kurashige in December 2013 from the directorship of the Asian/Pacific Islander American Studies Program, which had enjoyed great success under his leadership. Neither Dowd nor Collins ever showed the complaints to Kurashige, informed him of their contents, or afforded him an opportunity to answer them. They eschewed all required university procedures that were necessary to generate negative action against Kurashige or place negative marks on his professional record. In a meeting that the Faculty Ombuds attended as a neutral observer, Collins admitted that he never substantiated any of the allegations he received from Dowd.

Professor Kurashige reported these violations of his rights and of university protocol to numerous U-M administrators, but none reported conducting any substantive investigation or took any effective action. The current chair of American Culture, June Howard, responded to Kurashige’s formal discrimination complaints by accusing him of “bullying” her. Citing no evidence and without referencing his strong teaching and mentoring records, Howard further stated that Kurashige posed a “potential safety risk” to students and invoked the U-M faculty “civility” code of professional standards specifying grounds for terminating a tenured faculty member. Howard also usurped Kurashige’s authority as chair of a faculty search committee, resulting in Howard presiding over the hire of her former student while rejecting all complaints of conflict of interest. During this time, faculty colleagues gave Kurashige the “silent treatment” and, to their own detriment, consciously opposed his input on all departmental matters, including those in which he was indisputably the leading scholarly expert. The effect was to make him feel so miserable and mistreated that he left U-M and vacated a tenured position at the rank of Professor through a constructive termination in summer 2014.

Multiple U-M officials subjected Professor Lawsin to harassment and mistreatment after she reported discrimination against herself and other faculty and students. While on protected leave under the Family Medical Leave Act to care for a baby with Down syndrome in winter 2015, Lawsin was sent a layoff notice from her departments with no prior warning and despite her strong, award-winning teaching record dating back to 2000. Lawsin successfully contested that layoff, but Howard then worked with U-M administrators to initiate steps toward termination by requiring her to submit to a remediation plan in February 2016. The same day, Howard sent Professor Lawsin a letter falsely accusing her of violating university policies for assigning a book that she had previously used in courses for 14 years with departmental knowledge and no objection. The university has barred her from teaching her classes scheduled for the current Winter 2017 Semester.

#umich #weneedaapistudies #aapi #weneedAPIAstudies #ethnicstudies #racism #civil rights #discrimination #academia #social justice #amcult #RacismInHigherEd RacismAtUmich

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whatsonforperth · 6 years ago

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Star casino job application turned into long wait for Todd after PageUp hack

Unfortunately, the company said, this is no joke. The company, Star Entertainment Group, the operator of Sydneys The Star casino, is one of the multitude of major Australian corporations who use the HR software provider PageUps internet recruitment platform and have been embroiled in a massive data breach. PageUp revealed to clients in late May it had been hit with a malware infection, leading to an unauthorised party gaining access to some of its internal systems. In response, PageUp clients such as Commonwealth Bank, NAB, Bendigo and Adelaide Bank, Coles, Aldi, Jetstar, Australia Post the ABC all suspended their PageUp career portals and promptly alerted thousands of staff and past applicants whose information including their names, street addresses, phone numbers, dates of birth, and referee contact details may have been breached. The Melbourne-based PageUp, which is said to have 2 million users across 190 countries, has not confirmed how many businesses or personal records were compromised, but now says there are no further security threats and this week indicated that the majority of its customers had now come back. Loading The majority of customers have returned to using the recruitment module, and many continued to use the platform without disruption throughout, said Karen Cariss, PageUps chief executive and co-founder. I have been heartened by the messages of support from our long-time customers. Many of its biggest clients contacted by Fairfax Media had reinstated or had plans to reinstate PageUp after the companys assurances that the original threat had been removed and systems were safe to use again. Their CTO [chief technology officer] has been on a roadshow, coming around to customers to help restore faith, said a source at one of the businesses affected by the breach. They are definitely putting in the hard yards to make sure everyone is aware they are taking this seriously. But several other major clients, including retail giant Aldi, insurer Suncorp, Australia Post and the Commonwealth Bank Group, have not lifted their suspension of PageUps systems. Company filings show PageUp has not made a profit for the past five financial years in which it has lodged accounts with the corporate regulator. The accounts show that revenue effectively doubled over the period, to $35.5 million in the year to June 30, 2017. But the fast-growing company posted a $6.6 million loss that year, taking cumulative losses for the five years to $23.6 million. Sydneys Star Entertainment notified staff and job applicants last week that their data had probably been breached. Photo: Supplied In a statement, PageUp said the losses were non-cash and the performance reflected its deal with investor Accel-KKR, which ended earlier this year. The underlying investment in the growth of the business has been conservatively managed over the period of the investment and comfortably within available cash balances, it said. PageUp has stressed that while it believes certain information about companies staff, applicants and their referees were accessed in the data breach, they may not have actually been stolen.PageUp has advised that no ultra-sensitive information such as individuals tax file numbers, credit card details or bank account numbers were affected by the breach. We are both frustrated and concerned that such a serious incident has occurred, said Aldis corporate director James Buonopane, adding that it had cut off all links to PageUp systems as a precaution. Sydneys Star Entertainment notified staff and job applicants last week that on the balance of probabilities their data had been accessed, and advised what they should do next. We have issued regular updates to our employees and advised all other relevant individuals including former employees and job applicants, a company spokesman said in a statement. Data protection and privacy are very important to The Star. Mr Heatly, who now works for the New South Wales public service,said he was disappointed with the response. There was no responsibility, no sorry about that, he said. I think its their responsibility to protect the data they collect from potential employees. He said he would no longer hand over sensitive information on third-party websites when applying for jobs in the future, and would instead rely more on recruiters to provide more target opportunities to me directly.

Workplace Reporter for The Age Most Viewed in Business Loading Morning & Afternoon NewsletterDelivered MonFri. https://www.watoday.com.au/business/companies/star-casino-job-application-turned-into-long-wait-for-todd-after-pageup-hack-20180704-p4zpe5.html?utm_medium=rss&utm_source=rss_feed

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