#National employment screening services

[mensusaonlinestore1]

WAYS TO CONDUCT AN EMPLOYEE SCREENING TEST FOR THE GOOD HIRING FOR YOUR COMPANY

Hiring the best candidates, successful candidates for your business or company is the most important thing which could make you successful.

So, it is important to hire the employee right way and with right manner.

Not only this, you need to know who is right candidate for you. An employee who is giving interview to your office obviously left a curriculum viate or resume for you to look into his profile. However, much information always needed to know on behalf of the employer or hiring manager just to ensure that he/she is going to be the right candidate for you.

WHAT DOES THE CRIMINAL BACKGROUND CHECK SERVICES ACTUALLY DO?

The background check (not only the criminal background check, it is all kind of background check services) of employment will actually provide you the ability to verify the information the candidate provided in resume. If one candidate lied, one can see the red flags in the resume and could make final decision of hiring.

The background check is also often called background screening services which fetches the past record of the candidates, where he stayed etc as well.

The background check services also fetches if you did any legal violation in any other city and then moved to another city. But more such record finding team/work will always need more money and time to find the such things and this is why background screening sometimes getting costly.

But more the accurate data will help you to make your decisions more accurate and whether you will hire this guy or not.

A recent study says more than 92% of employers did background verification one times in their hiring life .

BENEFITS OF BACKGROUND CHECKING SERVICES – Well, all the employers have the right to do background check for their offices and no doubtly, this helped the employer to select the right candidate for their office. Background screening services may help company to get rid of violent, aggressive, rude and reckless behavior performing candidates from office. The background screening services also helps to compete with federal laws.

TYPE OF BACKGROUND SCREENING PROCESS – There are various kind of background screening process done by employers and some of them are following –

SOCIAL SECURITY VERIFICATION – The social security number verification is the most important factor. The verification of social security number gives details of all pending penalties against the candidate from govt. level.

DRUG TESTING VERIFICATION – Drug testing is really a required thing in background testing process. Drug destroys our energy, if someone is drug addicted; he can make other drug addicted, which may eventually destroy society, professional work culture as well. That’s why drug testing verification, which is mostly done by healthcare experts. If you are going to verify your candidate’s drug testing verification make sure you do this.

EDUCATIONAL QUALIFICATION VERIFICATION – Educational qualification as provided by candidates/ employee is the most important thing to verify. The background screening companies may have access to database of the college /universities for which they verify on behalf of the company. What candidate gave you in his/her resume must be verified along with data accurately so that you can make sure you are hiring the right employee for your company.

EMPLOYMENT HISTORY VERIFICATION – One can also use background checks to verify the candidate’s employment history. Typically, the hiring manager contacts previous employers via phone or email to make this verification. Some employers only offer basic information, such as position and date of employment.

There could be many other kind of verification; this is not just limited to it.

However, before you start background check make sure you do the following things as well for your safety, human right point of view –

Gather legal knowledge , your rights , employee rights from your end both federal and state laws

Set clear policies regarding your company background check. Better you write it in your company hiring and selection terms and conditions.

Let him aware regarding your background check campaign. If you state require candidates permission to do background check then just take permission from your candidate 1st and then start background screening.

If you need background check services you can contact with Reliable checks, which are pretty good to provide you with background check services.

Our background check services starts from as low as $29 per hour basis.

If you are looking for background check services based in United States, then you can contact us immediately.

We offer robust, dynamic background check employment screening services to all of our clients. We delivery results on time so that you would not have any delay in hiring.

All we just need social security number and date of birth. We do the rest of the things for you.

You can email or call whatever you can do to contact with us. Ask us questions and we would love to give you answers for all of your questions.

This article is written by Reliable checks , who does background check or background screening services for employees with just only social security numbers and date of birth.

Lets know today , the pros and cons of background checking. Mostly, they have pros and which is discussed in this blog. Lets read today , why background check is so important. If you are looing for any background checking companies Reliable checks is here to provide this .

Looking for companies to do kind of background check ? Reliable checks does this with starting of just $29. If you are looking for background screening services within United states , read the blog and contact us immediately. Hire us and see how do we deliver.

[backgroundscreening]

The Effectiveness of Due Diligence and How NBS Upholds Quality

Background check due diligence may only require a small amount of information; NBS can start the process with this information.

[jessicamessicavillageofspillage]

Apparently transpeople will also die from the inaccurate recording of Sex within statistics

The collection of data on a person’s sex – that is, whether they are male or female – has become controversial in recent years, and a number of public bodies have moved away from collecting data on sex as a result. For example, Scotland’s chief statistician recently issued guidance stating that data on sex should only be collected in exceptional circumstances. This move has been greeted with alarm by quantitative social scientists who believe that data on sex is vitally important and that data on both gender identity and sex is needed.

The Office for National Statistics (ONS) was also embroiled in controversy when it proposed to guide respondents to the 2021 England and Wales census that they may answer the sex question in terms of their subjective gender identity, rather than their sex. This was despite the fact that the 2021 census also included a new separate question on gender identity. The ONS was forced to change its proposed guidance on the sex question by a judicial review and went on to advise that people should answer the first question to reflect their legal sex. The Scottish census authorities have been criticised for disregarding the implications of that judgment.

Statistics on employment, health, crime and education have all been affected by this trend.

The Government Equalities Office has issued guidance to employers who are legally bound to report on their gender pay gap to provide data on their employees’ gender identity, not their sex, and to exclude employees who “do not identify as ‘men’ or ‘women’” from the data. This makes it impossible to assess whether natal males who identify as trans or non-binary may have different labour-market experiences from natal females who identify as trans or non-binary. Yet non-binary or transgender identification may not protect females from discrimination, for example, on the basis of pregnancy or maternity or the perceived risk of becoming pregnant.

The NHS decides who to call for routine medical screenings based on the gender marker a person has recorded with their GP rather than their sex as recorded as birth. The NHS’s failure to record biological sex on patient records has led to trans patients not being called in for screening for conditions that may affect them due to their sex, such as ovarian cancer or prostate cancer. If trans patients are not screened for such conditions, the consequences are potentially fatal. The use of gender identity rather than sex has also led to confusion for some trans patients attempting to use sexual health services.

Freedom of information requests have revealed that multiple police forces in England now record crimes by male suspects as committed by women if the perpetrator requests to be recorded as such. Even small numbers of cases misclassified in this way can lead to substantial bias in crime statistics.

Differences between the sexes are an important factor for analysis in most, if not all, of the areas that social and health scientists address. Sex, alongside age, is a fundamental demographic variable, vital for projections regarding fertility and life expectancy. Sex has systematic effects on physical health and is also linked to mental health. And the importance of sex extends to all aspects of social life, including employment, education and crime.

We know that many differences between the sexes have changed dramatically over time – education and labour market participation are two examples. Without consistent data on sex, social scientists would not be able to track this change over time or to understand whether efforts to improve the representation of women and girls in domains where they are underrepresented have been effective.

We have been losing data on sex, as public sector bodies have switched to collecting data on gender identity instead. But the tide may have turned. The UK Statistics Authority has recently published guidance that recommends that “sex, age and ethnic group should be routinely collected and reported in all administrative data and in-service process data, including statistics collected within health and care settings and by police, courts and prisons”. It also says data producers should clearly distinguish between concepts such as sex, gender and gender identity.

Both people’s material circumstances and their identities are important to their lives. We know that sex matters, and we have much to learn about the ways in which gender identity matters, too. Rather than removing data on sex, we should collect data on both sex and gender identity, in order to develop a better understanding of the influence of both of these factors and the intersection between them.

Original article in The Conversation

Professor Alice Sullivan’s academic profile

UCL Social Research Institute

[covid-safer-hotties]

We can do better for young people with long covid - Published July 25, 2024

We need greater awareness, resources, and rehabilitation for children and adolescents with long covid

Research and resources to support children and adolescents living with post covid-19 condition (long covid) are sparse. Difficulties with diagnosis, non-specific symptoms, and a lack of awareness are just some of the reasons for this, and they contribute to the stigmatisation of this relatively new condition. Greater support, treatments, and resources are needed for young people living with long covid.

Global prevalence estimates of long covid in children vary widely depending on cohort, methodology, and definition, with reported rates of 1.6-70%.3 Obtaining a diagnosis can take time as investigations are needed to eliminate other possible disease cause, and symptoms can be broad and fluctuate or relapse over time. Symptoms of the condition include fatigue, exertion intolerance, mood changes, sleep disorders, headache, pain, and change in respiratory function and can affect everyday functioning, such as eating habits, activities of daily living, physical activity, behaviour, academic performance and school attendance, and social interactions.

The nature of the symptoms, a lack of professional awareness, and absence of a definitive diagnostic test mean that stigmatisation is common. Young people with long covid frequently feel embarrassed about having the condition and its physical limitations, and that people behaved differently towards them because of misinformed notions that they might be exaggerating or that long covid is not a real disease. It has been suggested that stigma drives people away from health services, contributes to psychological distress, and compromises long term physical outcomes.

The latest data from the UK Office for National Statistics estimated that more than 100 000 children and young people aged 3-17 living in England and Scotland were experiencing self-reported long covid in the month period ending 7 March 2024. More than 20 000 of these children and adolescents reported that their ability to undertake daily activities had been limited “a lot.”

Appropriate medical screening, rehabilitation, and assistive technologies can support those living with long covid by improving physical, mental, cognitive, and social functioning to perform essential everyday tasks such as self-care, communication, or mobility. Evidence based resources from the World Health Organization, produced with the long covid kids’ youth advisory panel, are available on this topic, and provide guidance on subjects such as pacing activity, managing breathlessness, and returning to education. Rehabilitation and assistive technologies can help improve participation in family life, education, and employment.

Read the rest at either link!

[scotianostra]

9th October 1900 saw the birth in Edinburgh of Alastair Sim, the actor best known for his character and comedy roles.

He was the youngest of Alexander and Isabella Sim's four children. His father was a tailor who owned his own shop on Lothian Road, it is still a shop selling running gear nowadays.To use a suitable phrase for his father, I like the jib of the man, Alexander was one of a group of professional people in Edinburgh who noted the plight of wounded Veterans returning from the front who had little or no prospects of suitable accommodation or employment ahead of them. They founded the Scottish Veterans Garden City Association during the 1st World War and, under the chairmanship of Lord Salvesen, paid for the construction of houses for the use of returning servicemen.

Alexander Sim was offered, but refused, a knighthood.

For a time, the family lived above the shop, but as Alastair entered school, the business picked up enough that they were able to move to a house in Craigleith. Young Alistair was educated at Bruntsfield Primary, James Gillespie's High School and George Heriot's School. He worked for his father then another Edinburgh tailor but showed little aptitude and decided to enter Edinburgh University, studying analytical chemistry, but his further education was cut short when he was called up to the army. After the war he returned home and announced to his parents he was going to take up acting, this wnet down like a lead balloon and there was a falling out, Alistair left the family home and spent a year in the Scottish Highlands with a group of jobbing workers.

On returning to Edinburgh Sim took post in the burgh assessor's office. In his spare time, he entered poetry reading classes, winning the gold medal for verse speaking at the Edinburgh Music Festival.This led to him taking a job as a Fulton lecturer in elocution at New College, part of the University of Edinburgh.

Alastair Sim began working as a stage actor in 1930, taking on minor roles. His deep talent was soon discovered, and he was cast as Othello that same year. In 1932, he met and married Naomi Plaskill, his muse and wife for life. The couple had one child, a daughter named Merlith. It wasn't long before Sim moved to films in supporting roles. One of his more memorable characters was that of Detective Sergeant Bingham in the film series Inspector Hornleigh. His on-screen presence was so dominant that he has often been credited with "stealing the scene" from the film's star actors.

Throughout the 1940s, Sim was cast in several lead roles; he starred in the thriller Green for Danger, the comedy The Happiest Days of Your Life and Alfred Hitchcock's Stage Fright, among other major films. One of Sim's better-known portrayals was that of Captain Hook in the production of Peter Pan, a role he reprised six times during his career. In a national cinema poll in 1950, Sim was voted the most popular film actor in Britain.

I think quite a few of us will remember Alastair Sim in a slightly different role to those I have already pointed out, growing up before we had all the TV channels we have now and watching the old black & white films and the classic Belles of St Trinians where he played headmistress Millicent Fritton.

Looking through his other roles, I spotted he played the notorious Dr Knox, not once-but twice. For those who don't know, the doctor of note was a professor of Anatomy at Edinburgh University, he paid Messrs Burke & Hare for fresh cadavers to demonstrate the human anatomy at the University.

I mentioned Alistair's father refusing a knighthood, and it pleases me to tell you he too refused the offer of becoming Sir Alistair Sim in the early 70's.

He died of cancer in August 1976, insisting that his body be used for medical research - and that there should be no memorial service for him. His widow lived until 1999; she published a memoir, Dance and Skylark: Fifty Years with Alastair Sim in 1987. There is a plaque, commemorating Sim's birth, outside the Filmhouse Cinema in Lothian Road, Edinburgh, only a short distance from where he was born above his father's shop.

[daphnejane]

Helloooooooo, Polin Nation! I cannot believe that S3 (part 1) will be available on our screens in just under 6 hours. I am so keyed up I could climb the walls right now. I'm also super excited to share the first part of a new story that I am writing with LadyTicklebotham!

Captivating Mr. Bridgerton

Summary: Colin Bridgerton, the esteemed butler-cum-valet of the cavalier Earl of Eastbourne, is more than a little surprised when his employer announces he will soon marry. The weary butler is in for a shock when the Earl brings home the loveliest creature he’s ever set eyes upon. What will the faithful servant do when he must choose between duty and the forbidden?

Rated M

Tags: Colin/Penelope, Penelope/OMC, butler Colin, Lady Pen, all about Polin, marriage of convenience, slow burn, Polin HEA

Snippet!

Colin paused, sure he misheard his employer. “I beg pardon, my Lord. I believe I misheard you.”  Lord Eastbourne’s arms slipped into his sky blue jacket; the earl admired his reflection in the mirror. “Come now, Mr. Bridgerton. You don’t want the rest of the staff to think you reached your position solely based on your handsome visage.”  Colin cleared his throat; even after two years of service, he still felt embarrassed when the earl commented on his appearance—even though he knew it was just a bit of fun for his employer—to see how befuddled he could make the unflappable butler.  “Apologies, my Lord. I thought you said you were getting married,” Colin said, smoothing the fabric across the shoulders on the back of the earl’s coat.  The sandy-haired gentleman gingerly ran his fingertips through the edges of his hair, fluffing it slightly in his attempt to hide his retreating hairline. “Well, then accept my apologies, because you were listening. I am getting married in two days’ time.” “Sir?”  “I was tired of listening to my mother harp on. Really, it’s been dreadful this past year having to listen to her expound upon the merits of one debutante after another—exhausting, really.” “But… you haven’t courted anyone… have you?” He laughed, his head falling back with mirth. “Christ no. Courting isn’t necessary if you find the right woman. The trick is to look not at the popular girls with full dance cards, but those standing at the perimeter of the ballroom, desperate for a glance, a smile, any scrap of attention.” He must have taken in the distress in Colin’s face because he shook his head and said, “Don’t give me that look, Bridgerton. I chose well—the daughter of a baron, intelligent, unnoticed, and desperate to leave her ridiculous family. She will make an excellent wife, and I will make a very amiable husband.” 

Continue reading on AO3!

[mariacallous]

Over the past two years, more than 20 states have expanded access to state jobs through a simple move: assessing or removing bachelor’s degree requirements. With state, local, and federal governments employing 15% of the U.S. workforce, these actions are of enormous consequence, especially for “STARs,” or workers who are skilled through alternative routes. STARs—who have gained their skills through community college, the military, partial college, certification programs, and, most commonly, on-the-job training—represent over half of the nation’s workforce, and currently occupy approximately 2 million state jobs.

Government leaders see removing bachelor’s degree requirements as critical to meeting their hiring needs and public service delivery obligations. And at a time when states are struggling to fill a high number of open roles, removing these requirements can attract a larger pool of talent.

Many states already have laws or policies that forbid discrimination based on educational attainment. But in practice, hiring patterns have favored degrees, and the composition of the state workforce reflects this. While they comprise half of the workforce, STARs fill only 36% of state jobs—representing a gap of 1 million good state jobs for STARs nationwide.1 The explicit commitment to removing degree requirements is a signal to STARs that they are welcome to apply.

Further, these actions are meant to build a state workforce that reflects the community it serves. Historically, government employment has been used to improve economic equity, providing increased economic opportunities for members of historically disadvantaged groups (notably women and Black workers). In recent decades, however, the bias toward credentialing has resulted in the inadvertent exclusion of STARs, with disproportionate consequences. When a bachelor’s degree is required for a position, employers automatically screen out almost 80% of Latino or Hispanic workers and nearly 70% of Black, veteran, and rural workers. Increased STAR hiring will help correct this inequity.

It is still too early to measure the impact of these changes on hiring behavior, as it will take time while hiring numbers slowly accumulate through job turnover and new positions. Yet we can already see signs that the effort is bearing fruit. In the first quarter of this year, more than 20 states made a yearlong commitment to focus on skills-based hiring through the National Governors Association’s Skills in the States Community of Practice. As one of the lead partners, our organization—Opportunity@Work—supports states through peer learning to prepare and make action plans for the organizational changes needed to implement skills-based practices, which will ultimately improve hiring and advancement outcomes for STARs.

We also see changes in state job postings. We analyzed two years of data on jobs that paid over the national median wage and were posted by all the states that took action to remove degree requirements by April 2023.2 Our findings show that in the 12 months prior to these state actions, 51.1% of roles explicitly listed a bachelor’s degree as a requirement. In the 12 months following, that percentage fell to 41.8%—a nearly 10-point shift. The largest shifts occurred in job postings for roles in management, IT, administration, and human resources—all occupations in which STARs have been underrepresented in the public sector compared to the private sector. For example, in state governments, 69% of general and operations managers hold a bachelor’s degree, while only 45% do in the private sector.3

State leaders view these actions as a critical first step. “We are creating opportunities for everyone, not just those with higher education,” said Melissa Walker of the Colorado Department of Personnel and Administration. “We want to draw on all kinds of experience.” Colorado has pragmatically focused on policy implementation and behavior change; in addition to updates to agency rules and regulations, its executive order focused on a transition to skills-based hiring as the norm for Colorado human resources, including funding for the training of hiring managers and development of a skills-based hiring toolkit. The state’s Department of Personnel and Administration is providing training and resources for human resources teams across state agencies, enabling each to make the necessary changes in their processes and procedures. Resources include a new job description template designed to identify skills—a simple tool that promotes skills-first thinking and behavior change at the hiring manager level.

Culture and systems change both take time. Adjusting common processes and procedures—as well as attitudes and behavior—is challenging, especially in a large, decentralized state government. Yet more than 20 states have begun this hard work. This month, bolstered by these early successes, Opportunity@Work is proud to launch the STARs Public Sector Hub to support these states and others on their skills-based journeys and build the public workforce to meet this moment.

[notwiselybuttoowell]

The Trump administration’s Day 1 executive actions governing federal workforce issues could collectively kickstart the new president’s efforts to politicize the nonpartisan civil service, beginning with a potential “mass layoff” of recent agency hires, good government experts said Tuesday.

As part of a tranche of executive actions either setting new policy or revoking Biden-era initiatives issued upon his inauguration Monday, President Trump revived Schedule F, albeit under a slightly different moniker—Schedule Policy/Career. Like the first iteration of the policy, unveiled in October 2020 but never implemented, it aims to reclassify tens of thousands of federal workers in so-called “policy-related” positions out of the competitive service, stripping them of their civil service protections and making them effectively at-will employees.

There are some changes from the original Schedule F executive order: first, it strips much of the language regarding exempting Schedule F positions from the competitive hiring process. And in various places it moves the final decision-making authority for conversion of jobs into the new job classification to the president, rather than the Office of Personnel Management director, likely in an effort to make it easier to ward off legal challenges.

The National Treasury Employees Union has already filed a lawsuit seeking to block the Trump administration from moving forward with implementing Schedule F, arguing that when Congress passed the 1978 Civil Service Reform Act, it defined “policy-related” positions specifically as political appointees, not career workers, and that excepted service job schedules should be “narrowly defined.”

“Congress has enacted comprehensive legislation governing the hiring and employment of federal employees,” the union wrote. “When establishing hiring principles, Congress determined that most federal government jobs be in the merit-based, competitive service. And it established that most federal employees have due process rights if their agency employer wants to remove them from employment. Because the Policy/Career executive order attempts to divest federal employees of these due process rights, it is contrary to congressional intent.”

Replacing the original Schedule F’s hiring process changes is a new executive order entitled Reforming the Federal Hiring Process and Restoring Merit to Government Service. Max Stier, president of the Partnership for Public Service, positively cited the measure, which tasks officials with developing a hiring action plan to reduce the time it takes to hire new federal employees, better communicate with job applicants throughout the process and better incorporate technology into the hiring and selection process.

Don Kettl, professor emeritus at the University of Maryland and former dean of its School of Public Policy, warned that there are worrying passages within that order. In addition to language denigrating concepts like equity and gender identity, it calls for ensuring federal jobseekers “faithfully serve the executive branch,” in addition to the existing oath to defend the Constitution.

“It’s a loyalty test, to both the administration and to its values,” Kettl said. “It’s an opportunity in the screening process to ensure that the people hired are aligned with what they want to advance, an effort to transform government to match Trump’s basic values from the very start.”

Another troubling development came in the form of a Monday night memo from Acting OPM Director Charles Ezell, which calls on agencies to submit a complete list of employees still within their one-year probationary periods by Friday. It also stresses that probationary employees lack appeal rights before the Merit System Protection Board and encourages agencies to use paid administrative leave to send employees home while they consider restructuring offices and components.

Kevin Owen, a partner at the law firm Gilbert Employment Law, said he took OPM’s memo as a signal that the administration may seek to use probationary employees as a way to fulfill Trump and his confidant Elon Musk's promise of “mass layoffs” of federal workers.

“I think that is a precursor to their pledge to reduce the size of the federal government, and an easy target to make those reductions are the people with no rights and who were hired by the last guy,” Owen said. “[And] I think it sets a precedent that will allow future administrations to do the same going forward. That may invite Congress to step in and change that rule in the future—not this Congress, but a future one—because this will start to encroach more and more into a spoils system as time goes on.”

And Ron Sanders, a former chairman of the Federal Salary Council who resigned his post in 2020 after Trump unveiled the first iteration of Schedule F, described the OPM memo as the first in a pair of shoes to drop.

“The second shoe is that once those lists are in place, those probationary workers are at risk,” he said.

[queenofcandynsoda]

Criteria to Live and Work in Olympia

In Sol Fertilis, living and working in Olympia, the capital city, is a privilege reserved for those who meet the state’s strict criteria. These requirements ensure that only the most loyal, accomplished, and ideologically aligned individuals reside in the capital. I got the idea when I learned that loyal party members of the Workers Party of Korea can live or work in Pyongyang, North Korea. These requirements are necessary for anyone who wants to live, work, and have children to go to a Center and Children’s Palace there.

The criteria include:

Loyalty to the State: Applicants must demonstrate unwavering commitment to the principles of Sol Fertilis, often verified through extensive background checks and ideological evaluations. They also need to score at least 85% on the National Loyalty Test.

Exemplary Contribution: Citizens must show a track record of significant contributions to society, whether in industry, science, culture, or public service.

Perfect Record: A spotless personal and professional history is mandatory, with no criminal record, dissenting behavior, or even minor infractions.

Civic Engagement: Active participation in state-sanctioned activities, such as public celebrations, rallies, or volunteer work in state projects, is highly valued.

Mandatory Endorsements: Applicants need recommendations from at least two high-ranking officials or prominent citizens already residing in Olympia.

Residency Quotas: Space in Olympia is limited, so candidates must often wait years or compete through rigorous selection processes to earn their place.

Cultural Compliance: Residents are expected to fully embrace and exemplify the cultural values and practices of Sol Fertilis, including wearing the National Emblem daily and participating in mandatory ceremonies.

Economic Productivity: Proof of employment in a state-approved industry or field, with a guaranteed ability to contribute to Olympia’s economy, is required.

Physical and Mental Health: Comprehensive health screenings ensure that residents are in peak condition, as the state prioritizes the productivity and longevity of its citizens.

Proven Fertility: Applicants must undergo medical evaluations to demonstrate their fertility. Those who are unable or unwilling to have children may face rejection unless they meet other exceptional qualifications.

Reproductive History: Individuals or couples applying for residency in Olympia must either already have children or commit to having them within a specified timeframe after moving to the city.

Parental Evaluations: Prospective parents must pass psychological and ideological screenings to ensure they will raise their children according to the values of Sol Fertilis.

Ideological Declarations: Prospective residents are required to publicly denounce Nazi Ostania and Zandia during formal interviews or ceremonies, pledging loyalty to the anti-fascist and anti-Zandian principles of Sol Fertilis.

Background Vetting: Extensive background checks ensure that applicants or their families have no historical ties to these ideologies, whether directly or indirectly.

Civic Contributions: Active participation in anti-Nazi Ostanian and anti-Zandian initiatives—such as public forums, campaigns, or cultural events—is often a prerequisite, showcasing the applicant’s commitment to these values.

Employment Record: Applicants must present a proven history of steady and exemplary work performance in their chosen field. Those with frequent job changes, gaps in employment, or subpar references are often excluded.

Productivity Metrics: The state evaluates applicants based on measurable contributions to their workplace or industry. This could include innovations, efficiency improvements, or high output levels.

Workplace Conduct: Applicants must demonstrate a reputation for punctuality, reliability, teamwork, and respect for authority. Any history of insubordination or disruptive behavior can disqualify them.

Service to the State: A positive work ethic also includes contributions to state projects, public initiatives, or national programs. Applicants who have volunteered for extra responsibilities or gone above and beyond their professional duties are highly valued.

Behavioral Conduct: The children must exhibit exemplary behavior, including respect for authority, adherence to rules, and active participation in state-sanctioned activities. Any record of disobedience, delinquency, or disruptive behavior can disqualify the family.

Ideological Alignment in Work: In addition to performance, applicants must exhibit ideological alignment by ensuring their work supports the goals and values of Sol Fertilis, avoiding any activities or roles that might contradict state principles.

Citizenship Training: Children are expected to actively engage in citizenship training programs that instill loyalty, patriotism, and ideological alignment with Sol Fertilis. Participation in youth organizations, public service activities, or cultural programs is mandatory.

Parental Accountability: Parents are held accountable for their children’s behavior and development. Families must demonstrate that they have instilled discipline, respect, and state-approved values in their children.

Screening for Ideological Alignment” The state assesses the children’s understanding and acceptance of the nation’s values, including anti-Nazi Ostanian and anti-Zandian ideologies, as well as respect for the Progressive Natalist Party and other cultural symbols.

Customization: While personal flair is allowed within the framework, alterations that contradict state-approved designs or imply rank misrepresentation are forbidden.

[swiftsnowmane]

A former leader of the Iranian Baha’i community says the Islamic Republic gives them no chance of “leading a normal life” on account of their faith.

“For forty-five years, we Baha’is have been constantly disqualified from leading a normal life in our ancestral homeland,” Mahvash Sabet, a former member of the Baha’i community’s leadership group wrote in a letter from Tehran’s Evin Prison.

She reflected on the impact of the Islamic Revolution of 1979, stating, "Our ancestral homeland was abruptly taken from us, and we became 'the others'." Sabet recounted the misfortunes suffered by the Baha’i community, including the execution of nearly 250 of its members and the confiscation of assets belonging to many others.

The Shia clergy consider the Baha’i faith as a heretical sect. With approximately 300,000 adherents in Iran, Baha’is face systematic persecution, discrimination, and harassment. They are barred from public sector employment and, in certain instances, have been terminated from private sector jobs due to pressure from authorities.

In her letter, a copy of which was received by Iran International, Sabet has used the term “disqualified” (radd-e salahiyat) to describe Iranian Baha’is deprivation of civil and human rights including freedom of religion, the right to higher education, and most jobs.

In the context of ideological screening primarily carried out by security and intelligence bodies, Radd-e salahiyat means “found disqualified” for a position or status. Screening is conducted in a wide range of situations including higher education, civil service, participation in national sports teams, and elections.

Belief in the absolute guardianship and rule of a jurisprudent cleric (velayat-e motlaqqeh-ye faqih) and the Constitution of the Islamic Republic as a governing system are two of the fundamental requirements for being “qualified” in these situations.

Sabet, now seventy-one, was dismissed from her job as a school principal after the Islamic Revolution of 1979. She has been consistently denied the opportunity to publish her poetry in Iran, where books undergo scrutiny and rejection not solely based on their content, but often due to the authors' ideology, religion, or private lives.

In her letter, Sabet, who has spent nearly twelve years in prison for her faith, reveals that authorities appropriated a sand processing factory her husband had been constructing just a week before its launch. “He was disqualified, too!” she wrote in her letter.

In 2009, seven leaders of the Baha’i community, collectively known as Yaran (friends or helpers), including Sabet, were arrested. They were sentenced by a revolutionary court to 20 years in prison on fabricated charges, including "insulting" Islamic sanctities, propaganda against the regime, and alleged spying for Israel, for which the prosecutor had sought death sentences.

Some of the charges, including espionage, were dropped by an appeal court in 2010, resulting in a reduction of their sentences to 10 years. However, authorities reinstated the original 20-year sentences in 2011.

All members of the Yaran group were released from prison between September 2017 and December 2018. However, Sabet and Fariba Kamalabadi, another female member of the group, were arrested again on August 1, 2022.

Both women endured months of solitary confinement while awaiting their trial. In December, they were handed another decade-long prison term for "forming a group to act against national security," a sentence they are currently serving.

[world-cinema-research]

Technology: The Transformation of Films (Final Essay)

By Nathan Gruber

Ever since 1965, films underwent a drastic transformation that can now be reflected on through several key changes and dimensions such as technology and special effects. The result of this transformation are films that utilize the latest technology to take the audience to another world. One of the greatest films to do this is Avatar (2009) because it truly takes you to a new world with the use of effects. In this essay, we will determine how films have changed since 1965 by comparing the dimensions of Bonnie and Clyde (1967), Indiana Jones and the Temple of Doom (1984), Crouching Tiger, Hidden Dragon (2000), and Avatar (2009).

Bonnie and Clyde (1967) is an artistic success based on the lives of Bonnie Parker (Faye Dunaway) and Clyde Barrow (Warren Beatty). It was a success in several different areas including financial with it cost at $50,700,000 and took $2.5 million to create. Although it was a massive hit, “only around 5% of the movie’s content is historically accurate.” (Ashley Yoon’s Essay about Bonnie and Clyde). At the time this film was made, social issues were the primary topic to debate and protest over with the Civil Rights Movement and the Vietnam War. The goal of the Vietnam War protests were “to get national visibility for the anti-war movement” (U.S. Marshals Service). As for the Civil Rights movement, the photo below is a prime example of the violence that was taking place because of the unjust treatment of different races, specifically African Americans, which led to “the systematic denial of employment opportunities by white-owned businesses” (Britannica). This denial led to specific ethnicities gaining little money through work even when granted a job. 

In the 1980s, Indiana Jones and the Temple of Doom (1984) was released with critics giving it a standing ovation for the special effects by calling it “the most impressive achievements in the whole history of Raiders and Bond-style thrillers” (Roger Ebert Review). However, it must be noted that the way the film handled culture is rather distasteful, yet as Screen Rant reveals “there is no other film in the series in which Indy seeks out a lost artifact solely to return it to its rightful owners.” At the time of the film's release, Ronald Reagan was elected to be the President of the United States. This event is the single most important event of the year because of how it shows what the people of the United States wanted for a leader as the election had him at “525 electoral votes to (his opponent) Mondale’s 13” (Britannica). These facts make the film ahead of its time in the cultural and political aspects, but in other aspects, how does it compare? As the film utilized the top special and practical effects, the reception for it was major with the film making $333,080,271 at the box office making it a massive hit. The greatest examples of these effects are the rope bridge scene and the mine cart scene because of the combination of effects used which all make the film come to life.  

Rope Bridge Scene: https://youtu.be/nPGxSotEa-c?si=Rnwjn5Ky5Swr8Ixs 

Mine Cart Chase Scene: https://youtu.be/hVGl1d8hRBI?si=EOslw31_FId1rQQ8 

Crouching Tiger, Hidden Dragon (2000) was a huge hit and became widely renowned for the effects and story. At the time, the film received $213,966,221 at the box office. Even though it is renowned for the effects and stunts, the film used as little computer heavy effects as possible as computers “were used only to remove the safety wires that held the actors” (Robert Ebert’s Review). What makes this film truly unique is the unorthodox roles of the characters with women being powerful, strong warriors that defy “the limitations traditionally placed on them” (Aiden McKinney’s Week Seven Film comparison). At the time the film was created, the election of George W. Bush was a slim win as Florida was counted wrong and had to be recounted in order to know who won. As seen in the electoral map below, this event is the perfect example of the political climate of the time the film was made because it demonstrates how this decision was a difficult one to make. 

Avatar (2009) was a spectacularly massive hit that toppled every movie ever made and has kept that spot since then because of the 2.7 billion dollars made worldwide. This film utilized a vast array of CGI and other technologies that made the film appear as real as possible. This film was the first to use these technologies “to make his movie, which is what made it huge in cinematic history” (Jillian Arnold’s essay about Avatar). The clip below is an interview with James Cameron on the technology used in the film which shows the full extent of the film’s CGI. The technology used in the film would bring to life a film devoted to nature. This is what separated it “from the other science fiction films with its viewpoint regarding the nature besides the entire characteristics of a science fiction film” (Kalay, 43). At the time the film was created, Barack Obama became the first African-American president of the United States. 

Each of these films’ technology, special effects, and historical events serve as a guide to how films have changed since 1965. The film Bonnie and Clyde (1967) provided very little technological advancements because the film utilized some older technology from older films such as the screen domes for car chases to keep the budget low. This can be said for the special effects because much of it was done by previous films. However, the blood seen in the film was a small advancement to make the blood look real. The historic events at the time had the country in a social awakening that brought uncertainty to many people. When compared to Indiana Jones and the Temple of Doom (1984), there is a stark contrast in these areas because the Indiana Jones franchise used the latest effects and technology. Plus, Indiana Jones and the Temple of Doom (1984) came out at a time when there really wasn’t anything to cause a huge concern over, not even an election because the people were more united in 1984. 

Indiana Jones and the Temple of Doom (1984) utilized the latest in technology and special effects. It pushed these boundaries at a time of peace. In contrast, Crouching Tiger, Hidden Dragon (2000) used very minimal computer generated effects to make the movie look more authentic by using the computers to only remove safety robes. Crouching Tiger, Hidden Dragon (2000) pushed the boundary of tradition by having gender roles swapped so the women are the warriors and it did this at a time of little uncertainty because of an election that had to be recounted due to a miscount. However, it was a peaceful time. 

Crouching Tiger, Hidden Dragon (2000) used minimal technology to deliver the most authentic stunts possible. It did this at a very peaceful time. Meanwhile, Avatar (2009) heavily relied on special effects and CGI to bring the audience into the world James Cameron created. Like Crouching Tiger, Hidden Dragon (2000), it did all of this in a peaceful time. 

These films had different dialogue, sets, special effects, and genres. Bonnie and Clyde (1967) utilized minimal special effects, the genre was a clash between romance and action/drama, the sets were all either abandoned shacks, nature, or in a small town, and the dialogue was done in such a way that it wasn’t historically accurate, yet it gave context to the audience without sounding fake. Indiana Jones and the Temple of Doom (1984) had a genre of action/adventure, the sets were all in nature, in a palace, and in a terrifying cave system, the special effects were very grand and quite large in scope, and the dialogue was a bit over the top with Willie’s (Kate Capshaw) constant yelling at things as though it was her first time outside. In comparison, Crouching Tiger, Hidden Dragon (2000) had an action/adventure and romance genre, tons of special effects that were all stunts with a little editing, the sets were all outside in nature and in temples, homes, and other such buildings and were highly detailed, and the dialogue was very creative and clever with a rather unique choice of words, In Avatar (2009), there was an overwhelming amount of special effects, the sets were all in nature or else in a laboratory, the genre was a sci-fi action/drama, and the dialogue was interestingly integrated with the Na’vi language at parts, but mainly stuck with serious conversions. 

Each of these films hold an important place in film history with each contributing something to the industry. Looking back on each of these films, it becomes clear that with each contribution, there is a change to films as Bonnie and Clyde (1967) made violence more acceptable, Indiana Jones and the Temple of Doom (1984) brought technological advancements to special effects, Crouching Tiger, Hidden Dragon (2000) used technology and practical effects to make the film look realistic, and Avatar (2009) utilized computer technology to make it so sets weren’t even needed. As you can see, the biggest change to films is the technology used in them as movies today don’t even need practical sets. That is how movies have changed since 1965.

[mensusaonlinestore1]

IS BACKGROUND CHECK REALLY REQUIRRED AND WHAT IS THE BEST WAY TO START WITH IT ?

One cannot deny background check have lot of benefits.

However , it have lot of cons too. It have lot of risks lehally or morally as well.

So, one must have cautioous  while doing background checks.

In some jobs background checks is must necessary thing like the person who will be managing finance , data security things etc and so on.

Why we will need a background check ? May be because of following reasons –

One need to know who the person actually is . Where he actually lives I mean address verfication , his beloging verification  etc and so on. Often people change the city to avoid recognition from fraud. This is pretty important to make sure that you hired the right guy.

Those where extra security required like any position in any business where you will need to manage stockpile of cash positions or manging transactions etc always need special background of candidates who is being hired if he having clean background. If he did not violate any laws or break rules in anywhere. Though background check have limitations within a particular teritory , yet within the teritory it is pretty powerful.

In case of corporate sector , It is very important to check his experience. If your candidate is saying that he have experience of working in some sector , then it is very important to check background while calling the old companies or placements and also their behaviour etc and so on .

But there are lot of restrictions you must obey too in order to do fair background check as well

Make sure that you have candidats authoritty. Once you have interviwed a candidate you asked him/ her that you have permission to do background check of him.

Background check is so really important if you want to hire right people for right work and also want to maintain safety of the people in your office as well as your business and for your campus.

IF YOU NEED TO DO NATIONAL CRIMINAL BACKGROUND CHECK  THEN RELIABLE CHECKS IS HERE WITH YOU TO PROVIDE YOU THAT SERVICES.

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There are lot of Nationwide criminal background check companies available who will do background check for you, but reliable checks I would say most bullish.

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This article is written by reliable checks who do background verification for candidates, price starting from $29 . All we just need date of birth and social security numbers and we can do the job for you.

[darkangel1791]

Hollywood actors are going on strike after contract negotiations fail

The entertainment industry is already at a standstill because of a writers strike.

July 13, 2023, 4:12 AM EDT / Updated July 13, 2023, 3:16 PM EDT

By Daniel Arkin

NBC.com

LOS ANGELES — Thousands of Hollywood actors are heading to the picket lines after their labor union and a trade group representing the industry's leading studios failed to reach a deal on a new contract, grinding film and television production to a halt.

The national board of the Screen Actors Guild-American Federation of Television and Radio Artists, or SAG-AFTRA, voted unanimously Thursday morning to go on strike, the guild announced at an afternoon news conference.

The picket lines will start to form on Friday.

"What happens here is important because what's happening to us is happening across all fields of labor, by means of when employers make Wall Street and greed their priority and they forget about the essential contributors that make the machine run," SAG-AFTRA president Fran Drescher said.

The guild’s members, rattled by the economics of the streaming era and the rise of unregulated digital technologies, seek higher base compensation and safeguards around the use of artificial intelligence, among other demands. Hollywood's writers are already striking over similar issues.

In a news release early Thursday, SAG-AFTRA said that, after more than four weeks of bargaining, the trade association that represents major companies such as Disney, Netflix and Warner Bros. Discovery “remains unwilling to offer a fair deal on the key issues that are essential" to its members.

Drescher, who starred on the sitcom “The Nanny,” said in that statement her guild “negotiated in good faith,” but “the AMPTP’s responses to the union’s most important proposals have been insulting and disrespectful of our massive contributions to this industry.”

The Alliance of Motion Picture and Television Producers, the group representing the studios, said the strike was "certainly not the outcome we hoped for as studios cannot operate without the performers that bring our TV shows and films to life."

"The AMPTP presented a deal that offered historic pay and residual increases, substantially higher caps on pension and health contributions, audition protections, shortened series option periods, and a groundbreaking AI proposal that protects actors’ digital likenesses for SAG-AFTRA members," the group said.

"The Union has regrettably chosen a path that will lead to financial hardship for countless thousands of people who depend on the industry," the group added.

The strike will be limited to film and television productions. The walkout will not involve SAG-AFTRA members who work in the news business, such as certain broadcast hosts and announcers.

The announcement comes more than two months after the Writers Guild of America, a union that represents film and television scribes, started striking amid its own dispute with the AMPTP. (The group represents Comcast, the corporation that owns NBCUniversal; some employees of the NBCUniversal News Group are represented by the WGA.)

The writers walkout halted most television production, delayed the filming of some high-profile movies and sent late-night talk shows into reruns. The actors strike will likely force other sets to go dark.

SAG-AFTRA members authorized a strike June 5 by an overwhelming margin: 97.91% of the almost 65,000 members who cast votes. The guild began negotiating with the top studios and streaming services two days later.

The union’s existing contract with the major studios originally expired at 11:59 p.m. PT June 30, but both sides agreed to continue negotiations and extended the talks until midnight on July 12.

SAG-AFTRA has argued that performers have been undermined by the new economics of streaming entertainment and threatened by emerging technologies. 

The guild is seeking increased base compensation for performers, which union leaders say has declined as streaming-first studios pivot away from paying out residuals to talent and inflation takes its toll on the economy in general.

The union’s actors are also alarmed by the threat posed by the unrelated use of AI (such as tools that can make digital replacements for recognizable stars) and the cost of “self-taped auditions” — videos that used to be paid for by casting departments and production offices.

In recent weeks, some in the entertainment business worried that all three major Hollywood guilds — SAG-AFTRA, WGA and the Directors Guild of America, or DGA — would walk off the job simultaneously.

But that will not be the case since the Directors Guild announced in early June it had reached a “truly historic” tentative agreement with the studios.

Daniel Arkin is a national reporter at NBC News.

[victorjohndagala]

National Disability Awareness Month is a time dedicated to raising awareness about the experiences, rights, and needs of people with disabilities. This annual event provides an opportunity for individuals, communities, and organizations to come together and promote inclusivity, accessibility, and equal opportunities for people with disabilities. During this month, people are encouraged to learn more about disabilities, celebrate the contributions of people with disabilities, and advocate for policies that support their full participation in all aspects of society. By increasing understanding and promoting acceptance, National Disability Awareness Month aims to create a more inclusive and welcoming society for all.

HISTORY OF NATIONAL DISABILITY AWARENESS MONTH

The history of National Disability Awareness Month can be traced back to 1945 when Congress designated the first week of October as National Employ the Physically Handicapped Week. The week was later expanded to include people with all types of disabilities and became National Disability Employment Awareness Month. In 1988, the month was officially designated as National Disability Awareness Month.

During this month, various events and activities are organized to promote disability awareness, including public talks, workshops, film screenings, art exhibits, and disability-friendly sports and recreation events. The goal of these events is to promote understanding and acceptance of people with disabilities, and to encourage the wider community to become more inclusive and accessible.

WHY IS AWARENESS IMPORTANT?

Awareness is important because it can lead to increased understanding and empathy, and ultimately to positive changes in attitudes and behaviors. When people are aware of an issue, they are more likely to recognize its impact and take action to address it.

In the context of disabilities, awareness is particularly important because it can help to break down stereotypes and reduce stigma. When people are more aware of the challenges that individuals with disabilities face in their everyday lives, they are more likely to be empathetic and understanding, and less likely to discriminate or marginalize them. Increased awareness can also lead to greater support for policies and initiatives that promote accessibility and inclusion.

Awareness is also important because it can lead to greater inclusion and opportunities for people with disabilities. When people are more aware of disability issues, they are more likely to advocate for the rights of people with disabilities and to work towards creating a more accessible and inclusive society. This can result in increased employment opportunities, better access to education, and improved access to public spaces and services.

In addition, awareness can help to promote a more positive image of people with disabilities. When people are more aware of the abilities and accomplishments of people with disabilities, they are less likely to view them as a burden or a liability. This can help to reduce stigma and discrimination and promote greater acceptance and understanding.

INSPIRING STORIES OF PEOPLE WITH DISABILITIES

For those with disability, how do you think people see you as someone with a disability?

People with disabilities can be seen as fabulous for many reasons, just like anyone else. Having a disability does not define a person's entire identity. People with disabilities may have unique strengths, talents, and perspectives that make them fabulous individuals. They may have overcome significant challenges or achieved great things despite their disability, which can be inspiring to others.

However, people with disabilities are often subject to stereotypes and negative attitudes. They may be seen as less capable or deserving of certain opportunities, or they may be pitied or objectified. This can be frustrating and discouraging, as it can limit their opportunities and diminish their sense of self-worth.

"Breaking Barriers: A Girl's Journey of Working Despite Disabilities"

Individuals with disabilities have unique skills, perspectives, and experiences that can be valuable assets to any workplace. It's important to recognize that disability does not define a person's abilities or potential, and that everyone should have equal access to opportunities to work and contribute to society. By creating inclusive workplaces and providing reasonable accommodations, employers can tap into the talents and potential of individuals with disabilities, and help them achieve their full potential. Additionally, individuals with disabilities who work often gain a sense of purpose, independence, and fulfillment, as they contribute to their communities and achieve their personal and professional goals. Disability should never be a barrier to working or pursuing one's passions and aspirations.

Here's another story about Anna's Celebration of Life Foundation and how they help kids with disabilities and other special needs.

Celebrating life despite disabilities is about embracing our abilities and strengths, building resilience and a positive mindset, building meaningful relationships, engaging in meaningful work or volunteering, focusing on self-care and wellness, seeking out role models and mentors, challenging stereotypes and promoting awareness, celebrating diversity and inclusion, pursuing education and personal growth, engaging in creative expression, embracing assistive technology and adaptive strategies, and cultivating gratitude and mindfulness. By embracing these practices, we can live a fulfilling and joyful life, no matter what challenges we may face.

CHALLENGES FACED BY PEOPLE WITH DISABILITIES

People with disabilities face numerous challenges in their daily lives, including physical, social, and economic barriers that can limit their participation in society. These challenges include:

Physical barriers: Many people with disabilities face physical barriers that prevent them from accessing buildings, transportation, and public spaces. For example, wheelchair users may find it difficult to access buildings that do not have ramps or elevators, while people with vision impairments may have difficulty navigating unfamiliar environments that do not have clear signage.

Social barriers: People with disabilities may face social barriers such as discrimination, stigma, and isolation. These barriers can make it difficult for people with disabilities to participate in social activities, find employment, or access healthcare.

Economic barriers: People with disabilities are more likely to experience poverty and unemployment than people without disabilities. This is often due to discrimination, lack of accessible education and training, and inaccessible workplaces.

HOW INDIVIDUALS AND ORGANIZATIONS CAN GET INVOLVED?

Volunteer: Many disability-related organizations and service providers rely on volunteers to support their programs and services. Consider volunteering your time and skills to a disability-related organization during National Disability Awareness Month. You can help with events, advocacy campaigns, fundraising, or other activities.

Donate: Nonprofit organizations that serve people with disabilities often rely on donations to fund their programs and services. Consider making a donation to a disability-related organization during National Disability Awareness Month. Even a small donation can make a difference.

Attend Events: Attend events related to disability awareness during the month of October. This can include events such as workshops, conferences, and fundraisers. By attending, you can learn more about disability-related issues and meet other people who are passionate about disability rights.

Advocate: Use your voice to advocate for disability rights during National Disability Awareness Month. This can include sharing information and resources on social media, contacting your elected officials to voice your concerns about disability policy, or participating in disability-related rallies and protests.

Learn More: Take the time to educate yourself about disability-related issues during National Disability Awareness Month. This can include reading books and articles written by people with disabilities, attending disability-related webinars, or watching documentaries and films that center around disability.

[yaldev]

The Average Baby

At the dawn of history, a kid could get away with wasting their time. Societies were simpler, and though subsistence farming was backbreaking, it was straightforward. By the age of ten, kids knew everything they needed about shovels and plows, and they knew it while they planted seeds, picked up ladybugs from the grass, and sat around. But as tools became more complex, society went with it, and kids had to learn about new tools: tax forms, parking permits, affordable shopping and nation-states. Suddenly it took until their teen years to know what they needed to thrive.

The complexity of the human world scaled up forever. By the time you showed up, machines were doing all the seed-planting and crystal bug-picking and around-sitting, so your only options are more complicated things. None of us can blame you if you struggle to keep up, no matter how much you tried to learn before adulthood. At least, if you had to do it the old-fashioned way.

The education system needed severe changes, and like all complex social problems, the solution was obvious was technical:

Provide nutritious formula that accelerates a baby’s brain development—biochemically prepare it for an early start to its exciting adventure

Begin teaching at a younger age so the child has more learning time without delaying its employment

Incorporate screen-based entertainment before 12 months of age to foster technological literacy

Support teaching staff with self-learning pedagogical software that tailors itself to the learning style of each individual child

Phase out those teachers for technicians to optimize the self-learning pedagogical software

Toys encourage repetitive behaviors, so replace them with procedurally-generated virtual reality games that grow in complexity over time; these develop critical thinking and an innovation mindset

Phase out curricular elements which machines already perform more efficiently than humans: music, mathematics, languages, art

Replace these subjects with modern skills to solve modern problems: supply chain management, personal and corporate finance, artificial intelligence tools, long-term investing, customer relationship management, direct sales, cybersecurity solutions, quantitative analysis

Foster moral development with faith-inspired readings

Combat youth extremism with earlier political science classes emphasizing relevant topics for the common citizen: the story of the Conquests, the importance of Empire, the heroism of military service, etc.

Encourage workplace unity and teamwork skills by fostering student friendships in the context of group projects

Eliminate bullying with personalized virtual-reality recess time

Design a pristine outdoor playworld for virtual-reality recess time: simulated environments more vivid than their true physical counterparts have been proven to lead to higher grades and psychological benefits compared to outdoor play

These data-driven solutions for the average baby are ensuring that a new generation of workers can be competitive in a rapidly changing labor market. Paired with good nutrition and plenty of sleep, today’s kids have a bright future: good citizens, flourishing homeowners and valued team members. Best of all, they will know how to make every second count. They’ve learned how far behind their peers they fall when they pick up crystal bugs instead of learning new skills and diversifying their investments.

---

Yaldev is a sci-fantasy worldbuilding project by Ulysses Maurer, with art by Beeple. By looking at narratives, stylized loredumps, bad poetry and little details, we'll witness the story of a planet filled with magical power, the nation which tried to conquer it, this empire’s dramatic collapse and the new world which emerged in its wake. Along the way we'll meet the characters who live here, and we'll explore questions about nationalism, rationalism, the natural world and the quest to master it. For all stories in chronological order, check out the pinned posts at r/Yaldev!

[scotianostra]

9th October 1900 saw the birth in Edinburgh of Alastair Sim, the actor best known for his character and comedy roles.

He was the youngest of Alexander and Isabella Sim's four children. His father was a tailor who owned his own shop on Lothian Road, it is still a shop selling running gear nowadays.To use a suitable phrase for his father, I like the jib of the man, Alexander was one of a group of professional people in Edinburgh who noted the plight of wounded Veterans returning from the front who had little or no prospects of suitable accommodation or employment ahead of them. They founded the Scottish Veterans Garden City Association during the 1st World War and, under the chairmanship of Lord Salvesen, paid for the construction of houses for the use of returning servicemen.

Alexander Sim was offered, but refused, a knighthood.

For a time, the family lived above the shop, but as Alastair entered school, the business picked up enough that they were able to move to a house in Craigleith. Young Alistair was educated at Bruntsfield Primary, James Gillespie's High School and George Heriot's School. He worked for his father then another Edinburgh tailor but showed little aptitude and decided to enter Edinburgh University, studying analytical chemistry, but his further education was cut short when he was called up to the army. After the war he returned home and announced to his parents he was going to take up acting, this wnet down like a lead balloon and there was a falling out, Alistair left the family home and spent a year in the Scottish Highlands with a group of jobbing workers.

On returning to Edinburgh Sim took post in the burgh assessor's office. In his spare time, he entered poetry reading classes, winning the gold medal for verse speaking at the Edinburgh Music Festival.This led to him taking a job as a Fulton lecturer in elocution at New College, part of the University of Edinburgh.

Alastair Sim began working as a stage actor in 1930, taking on minor roles. His deep talent was soon discovered, and he was cast as Othello that same year. In 1932, he met and married Naomi Plaskill, his muse and wife for life. The couple had one child, a daughter named Merlith. It wasn't long before Sim moved to films in supporting roles. One of his more memorable characters was that of Detective Sergeant Bingham in the film series Inspector Hornleigh. His on-screen presence was so dominant that he has often been credited with "stealing the scene" from the film's star actors.

Throughout the 1940s, Sim was cast in several lead roles; he starred in the thriller Green for Danger, the comedy The Happiest Days of Your Life and Alfred Hitchcock's Stage Fright, among other major films. One of Sim's better-known portrayals was that of Captain Hook in the production of Peter Pan, a role he reprised six times during his career. In a national cinema poll in 1950, Sim was voted the most popular film actor in Britain.

I think quite a few of us will remember Alastair Sim in a slightly different role to those I have already pointed out, growing up before we had all the TV channels we have now and watching the old black & white films and the classic Belles of St Trinians where he played headmistress Millicent Fritton.

Looking through his other roles, I spotted he played the notorious Dr Knox, not once-but twice. For those who don't know, the doctor of note was a professor of Anatomy at Edinburgh University, he paid Messrs Burke & Hare for fresh cadavers to demonstrate the human anatomy at the University.

I mentioned Alistair's father refusing a knighthood, and it pleases me to tell you he too refused the offer of becoming Sir Alistair Sim in the early 70's.

He died of cancer in August 1976, insisting that his body be used for medical research - and that there should be no memorial service for him. His widow lived until 1999; she published a memoir, Dance and Skylark: Fifty Years with Alastair Sim in 1987. There is a plaque, commemorating Sim's birth, outside the Filmhouse Cinema in Lothian Road, Edinburgh, only a short distance from where he was born above his father's shop.