“This Stock Could Be Like Buying Amazon in 1997” Image source: Getty Images. Renowned stock-picker Mark Rogers and his analyst team at The Motley Fool UK have named 6 shares that they believe UK investors should consider buying NOW.So if you’re looking for more stock ideas to try and best position your portfolio today, then it might be a good day for you. Because we’re offering a full 33% off your first year of membership to our flagship share-tipping service, backed by our ‘no quibbles’ 30-day subscription fee refund guarantee. I’m sure you’ll agree that’s quite the statement from Motley Fool Co-Founder Tom Gardner.But since our US analyst team first recommended shares in this unique tech stock back in 2016, the value has soared.What’s more, we firmly believe there’s still plenty of upside in its future. In fact, even throughout the current coronavirus crisis, its performance has been beating Wall St expectations.And right now, we’re giving you a chance to discover exactly what has got our analysts all fired up about this niche industry phenomenon, in our FREE special report, A Top US Share From The Motley Fool. I would like to receive emails from you about product information and offers from The Fool and its business partners. Each of these emails will provide a link to unsubscribe from future emails. More information about how The Fool collects, stores, and handles personal data is available in its Privacy Statement. Click here to claim your copy now — and we’ll tell you the name of this Top US Share… free of charge! £5k to invest in the stock market crash? I think these are the best UK shares to buy now Matthew Dumigan owns shares in Taylor Wimpey. The Motley Fool UK owns shares of and has recommended GlaxoSmithKline. The Motley Fool UK has recommended Lloyds Banking Group. Views expressed on the companies mentioned in this article are those of the writer and therefore may differ from the official recommendations we make in our subscription services such as Share Advisor, Hidden Winners and Pro. Here at The Motley Fool we believe that considering a diverse range of insights makes us better investors. The past few weeks have illustrated that the stock market often seems to have a mind of its own. Economic uncertainty means that one day’s rebound could be met the next day with crashing share prices.With the volatility in the stock market showing no sign of easing, it can be difficult to determine the best UK shares to buy today. However, as long as investors are prepared to buy and hold for the long term, I think the market crash presents an opportunity to buy quality FTSE 350 shares. In my view, many UK stocks look dirt-cheap at the moment relative to their average historic valuations.5G is here – and shares of this ‘sleeping giant’ could be a great way for you to potentially profit!According to one leading industry firm, the 5G boom could create a global industry worth US$12.3 TRILLION out of thin air…And if you click here we’ll show you something that could be key to unlocking 5G’s full potential…Best UK sharesFor example, the Lloyds share price has fallen by 56% this year, to its lowest level since 2012. Thus far, the bank’s balance sheet has proven more than capable of handling the crisis. In fact, cancelling the dividend has meant Lloyds’ key capital ratios have actually improved quarter-on-quarter. As a respected and well-capitalised bank, I think Lloyds will whether the storm comfortably. As such, buying shares in the bank today could prove a smart investment in the long run.By contrast, global healthcare giant GlaxoSmithKline has thrived recently. The company reported healthy first-quarter sales and profit growth, which rose by 19% and 14% respectively. Full-year guidance remains unchanged as the defensive nature of GSK means earnings should be stable. Moreover, I think healthcare and pharmaceutical firms have a bright future. With ageing populations and advancing medical technology, healthcare stocks such as GSK and AstraZeneca are wise long-term investments in my view.Finally, with the phased reopening of construction sites and estate agents confirmed, UK housebuilders such as Taylor Wimpey and Bellway look like solid investments in my eyes. What’s more, new home sales throughout the lockdown period remained resilient, with prices reported to be similar to pre-pandemic levels. With the long-term outlook in the property market remaining favourable for housebuilders, these two could be strong long-term buys.Hold for the long termThe current conditions in the stock market are unsteady and the macroeconomic outlook is gloomy. With that in mind, it’s vital for investors to hold for the long term. That’s at least around five years, but ideally much longer.Because markets are unpredictable, investing for the long term allows you to ride out the temporary downswings without having to panic. Additionally, efforts to try and make a quick sale from crashing share prices are often futile because at the end of the day, time in the market beats timing the market.Remember this simple concept when buying a selection of top UK shares and you’ll be well on the path to building wealth. So, if you have spare cash to invest, don’t waste the opportunity the market crash brings to buy cheap shares and hold them for the long term. Matthew Dumigan | Saturday, 23rd May, 2020 Enter Your Email Address Simply click below to discover how you can take advantage of this. Our 6 ‘Best Buys Now’ Shares See all posts by Matthew Dumigan
The interview is not published on Internet magazine’s Web site, so you’ll have to buy the magazine itself to read it. The interview appears on page 28. Anuradha Vittachi, the director of OneWorld International Foundation, and non-profit sector Internet pioneer, is interviewed in this month’s Internet magazine.The Oneworld.net Web resource is the largest online resource for development and human rights organisations and individual activists. Although it doesn’t focus on fundraising, it is an excellent example of how non-profit organisations can use the Web to collaborate, inform and campaign.Co-founder of Oneworld.net Anuradha Vittachi, is interviewed in the September 2001 issue of Internet magazine. She explains that the site started with just £10,000. Now they are funded by DfID, which recently gave them £1 million. They also have one corporate sponsor, BT. Advertisement Howard Lake | 31 August 2001 | News 26 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Anuradha Vittachi, OneWorld.net founder, interviewed in Internet magazine AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving.
105 total views, 1 views today Tagged with: arts Law / policy Melanie May | 4 April 2016 | News 106 total views, 2 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis8 About Melanie May Melanie May is a journalist and copywriter specialising in writing both for and about the charity and marketing services sectors since 2001. She can be reached via www.thepurplepim.com. The Government has announced that it is to pilot a crowdfunding scheme to promote use of the model by cultural organisations.The pilot was announced in the Government’s first white paper for culture in 50 years, launched by Minister for Culture Ed Vaizey late last month. The white paper has two primary areas of focus: increasing participation in culture, particularly amongst disadvantaged children and young people, and helping cultural organisations secure funding from sources other than public funding.As such, the paper states that the Government will launch a new pilot scheme in partnership with the National Endowment for Science, Technology and the Arts, Arts Council England and the Heritage Lottery Fund “to explore the opportunities for matched crowdfunding as a way of funding cultural projects and to build the evidence base to support the growth of this method of fundraising.”According to the paper, donation-based crowdfunding grew the fastest among all alternative finance models in 2015, with a 507 per cent year-on-year growth rate and £12 million distributed.In addition, the white paper states that the Government will also work with Arts Council England, the Heritage Lottery Fund and other partners to support cultural organisations in diversifying their funding, including exploring non-grant sources of income and other ‘innovative means’ of fundraising. It will work with Arts Council England, the Heritage Lottery Fund and other partners to rejuvenate the approach to stimulating interest from key donor groups and to improve the cultural sector’s corporate engagement. Advertisement AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis8 Government to pilot crowdfunding scheme for cultural organisations
Iran: Press freedom violations recounted in real time January 2020 Organisation Follow the news on Iran News December 13, 2006 – Updated on January 20, 2016 The family of Shirko Jahani get news of him but not where he is being held News Call for Iranian New Year pardons for Iran’s 21 imprisoned journalists Receive email alerts June 9, 2021 Find out more IranMiddle East – North Africa News to go further News March 18, 2021 Find out more RSF_en Help by sharing this information IranMiddle East – North Africa Reporters Without Borders expressed its relief after obtaining proof that Shirko Jahani is still alive. He was given permission on 13 December 2006 to contact his mother and his wife. But the journalist, who sounded frail on the phone, was unable to give any information about his whereabouts.”As long as secret detentions are frequently synonymous with torture and ill-treatment, we fear for the safety of Shirko Jahani and urge the Iranian authorities to demonstrate openness by providing fresh information about him,” the worldwide press freedom organisation said.The journalist’s family, who lives in the north-west of the country, has made constant calls to local prisons to try to find out where he is, but without success.————————————————————-12.12.2006Authorities asked to prove that detained journalist is still aliveReporters Without Borders today called on the Iranian authorities to provide evidence that Shirko Jahani, a journalist who was arbitrarily imprisoned on 27 November in the northwestern city of Mahabad, is still alive. It has been unofficially reported that he died in custody.“The family has received no word from him for a week,” the press freedom organisation said. “He was initially taken to Mahabad prison and placed with ordinary detainees. Then he was transferred to an unknown location on 6 December. Now we fear the worst and demand that the authorities inform us about his state of health.”Jahani’s wife told Reporters Without Borders she received a phone call today from a person describing himself as a member of the Mahabad intelligence services who said Jahani died of a heart attack after falling into a coma.A contributor to the Turkish news agency Euphrat, Jahani was summoned on 27 November to the Mahabad prosecutor’s office, where he was immediately arrested on the prosecutor’s orders for writing critical articles that had been published in the foreign press. Jahani also belongs to an organisation founded by fellow journalist Mohammad Sedigh Kabovand that defends human rights in the Kurdish part of Iran.After refusing to pay of bail of 5 million tumen (about 4,000 euros), he immediately went on hunger strike in protest against the arbitrary nature of his arrest. After Hengameh Shahidi’s pardon, RSF asks Supreme Leader to free all imprisoned journalists February 25, 2021 Find out more
The big fightOn 21 Jan 2003 in Personnel Today Comments are closed. Related posts:No related photos. Previous Article Next Article LuciaGraves takes a look at bullying in a global context, and asks what is it, howdoes it impact on your business, and what policy decisions can you take toavoid it?Bullying in the workplace costs businesses hundreds of billions of pounds ayear with at least one in 10 employees reporting being bullied at some timeduring their working life. In recent surveys carried out in the UK, the US,Australia, and European Union, the percentage of people who had been bullied inthe workforce ranged from 8 to 20 per cent – and this is without looking atparts of the world where employee protection and health and safety regulationsare much less developed. A study of 3,500 UK workers by Mercer Human Resource Consulting found morethan one in five had been bullied at work at least once during the past year.Almost one in 10 reported bullying on more than one occasion, with 2 per centsaying they have been bullied five or six times. The TUC reported last year that the most recent figures available showedthat 1.3 million people had been attacked at work in the UK during one year. Inthe US workplace, there are two million violent victimisations a year, includingassaults, rapes and robberies; and an average of 1,000 workplace murders ayear, according to The National Crime Victimisation Survey in the early 1990s,the most recent figures available. In Australia estimates on ‘harassment’ in the workplace range from 400,000to two million workers affected each year, affecting between up to five millionworkers at some point during their working lives (Beyond Bullying Association2001). There are similar figures for Europe – about 8 per cent of EU workers(or 12 million workers) have been bullied, according to a European Union surveyin 1996. Bullying is a more common problem, then, than illegal discrimination such asracist or sexist behaviour and affects both sexes. The US Campaign AgainstWorkplace Bullying (CAWB) survey in 2000 found both men and women guilty ofbullying, with women making up three-quarters of the targets. More than 80 percent of bullies are bosses. It is a matter of concern because of the severe effects it has on employees.The CAWB found 41 per cent of bullying victims were diagnosed with depression.And one in five men and one in three women suffered from post-traumatic stressdisorder. Quite apart from the personal human misery implied from these figures, italso costs businesses money. More than 80 per cent of respondents to the CAWBreported effects preventing them being productive at work through anxiety andsleeplessness. And 80 per cent left their jobs – half through choice. So theresult of bullying for employers is underperforming staff or losing staff –both expensive options. In the worst cases, the business may end up being sued. One of the highestcompensation payouts for bullying at work in the UK reached £230,000. Thehighest recent settlement in the US was $3m (£1.9m) – although this was laterreduced to $300,000 (£187,000) by a federal court. The total cost can be huge. A survey carried out by the Australiangovernment estimates the cost of bullying to be $Aus 6-7bn (£2.2bn to 2.5bn) ayear or 0.9 per cent to 2 per cent of GDP. A serious case over six monthsbetween Aus$17,000 and Aus$24,000, (£6,000-£9,000) or anything up toAus$175,000 (£64,000) a case (including everything from legal and settlementcosts and estimated costs of operating in the meantime minus that worker). Inthe UK the estimated cost is £2bn a year, according to a report by the LondonChamber of Commerce. The movement against bullying in the workplace is now gathering momentum.One of the countries at the forefront is Sweden, which has had anti-bullying legislationsince 1993 – the ordinance of the Swedish National Board of Occupational Safetyand Health contained provisions for measures against Victimisation at Work. AndAustralia completed a huge study of workplace violence in March 2002, theQueensland Government Workplace Bullying Taskforce Report. All over the world Bills are being drafted against bullying: the Dignity atWork Bill in the UK, which failed to pass through parliament before the summerbreak in 2002, but could be revived; the US Campaign against Bullying isplanning to lobby for state legislation in California then Colorado and otherUS states; and the European Union commissioned research into violence in theworkplace which was completed in 2001 – a first step towards legislation. There are vocal pressure groups in most countries, too, such the CAWB run byGary Namie in the US. “We need to make it legally actionable,” hesays. “At the moment in the US, for example, a woman can’t sue anotherwoman for bullying. She can only sue if it is sexual harassment.” What is bullying in the workplace? Headache number one for HR departments is that bullying is defineddifferently in different parts of the world. Where there is no legislationspecifically about bullying, anti-discrimination legislation or human rightslegislation can be used to bring legal cases against an employer. The problem with not defining it is that one man’s bully can be another’s‘robust’ manager, with a tough style that could, even unintentionally, distressemployees. A general definition is that bullying is a form of psychological orphysical harassment. In Australia, the Queensland Government Workplace Bullying Taskforceredefined bullying as ‘workplace harassment’ in its report published in March2002, because harassment had already been recognised as ‘prohibited conduct’.The definition runs: “Workplace harassment is repeated behaviour other than behaviour thatis sexual harassment, that: – Is directed at an individual worker or group of workers, and – Is offensive, intimidating, humiliating or threatening, and – Is unwelcome and unsolicited, and – A reasonable person would consider to be offensive, intimidating orthreatening for the individual worker or group of workers.” Has bullying increased? Bullying is a growing problem because of new workplace stresses. JaneCarrington, managing director of Right CoreCare, a company that runs EmployeeAssistance Programmes in the UK, (see p20) suggests: “There may be moreemphasis now on performance, with the personnel department which [previously]dealt with employee welfare and supporting the employee, looking at theirwellbeing, becoming human resources which looks at recruitment, retention andperformance. But you have a lot of people frightened of change.” The cultural factor Not all cultures recognise bullying as a problem, although problems canarise when two cultures clash. Zareen Karani Araoz, president of the US-basedconsultancy Managing Across Cultures, has studied workers in countries asdiverse as Japan and India, and their working relationship with Westernemployees. “Cross-cultural training needs to be compulsory for any multinationalexecutive dealing with other cultures, and also for workers moving into newcultures,” she says. “Indians in the US, for example, sometimes allowthemselves to be bullied.” She explained that this is because salaries arelower, and they are working in some marginalised part of the company and feelthey can’t say anything. “They can’t be productive in these circumstances.They can be very timid, and need to be taught how to be more culturallyappropriate.” India has a different concept of bullying according to Araoz.”Behaviour such as raising your voice is not interpreted in the same wayas in America. In many family-run businesses the head is seen as a benevolentdictator who tells you what you should be doing – although this would have beentolerated more in the past than today.” As a result of this and othersocio-economic factors, bullying litigation is non-existent. In Japan, where there is a strong corporate hierarchy similar to India’s,complications can arise when dealing with Westerners. The Japanese have a greatsense of saving face and pride, are unable to express their feelings and areultra sensitive to domination, but they don’t show it in a way Westernersunderstand. “There are nine ways of saying ‘yes’ in Japanese, and seven of saying‘no’. When they perceive they are being bullied they may seem to say yes and donothing,” explains Araoz. “The Japanese mindset is attuned tocourtesy and sensibility, so the way Americans speak can be perceived asdominating, ordering, or bullying.” What policy decisions to make “Many companies don’t want to know about the problem. They are toofrightened,” says anti-bullying writer Tim Field, author of UK website www.successunlimited.co.uk.”They have to recognise signs of dysfunction. It is a serial offence inthe majority of cases I process, and the bully is often very convincing.” Bullying is particularly difficult for HR departments to deal with becauseit is an issue between employees and requires care so as not to assume guilt oneither side – as well as avoiding being more sympathetic to the ‘victim’because the complaint is not always justified. Ann Coles, consultant at employment law specialist Fox Williams, says:”It is very difficult for HR departments to deal with because it is as ifboth sides are on trial. The ‘victim’ may be suffering from stress but theperson who is accused will also find it a harrowing experience. There ispotential for an employer to lose both sets of employees. You have to be fair,neutral and independent.” She adds: “It has an enormous cost to the reputation of both victim andperpetrator – people may lose their jobs. I’ve seen instances where the personaccused was not guilty, the accusation was a means of getting rid of someonewho was a threat. In ambitious companies accusing people of bullying may be atactic.” There are two main strategies a company can follow to pre-empt bullying inthe workplace: draw up a bullying policy and train their employees inappropriate action and in teambuilding, or hire a company to start up anEmployer Assistance Programme. “A written policy is essential, it makes clear what acceptablestandards are,” says Field. “It gives the employer the aegis to dealwith the issue in the absence of a legal statement. It has to be more thanwords on paper, with a willingness to carry it through.” Ann Bevitt, partner and employment law specialist at Morrison &Foerster, agrees. “It is essential to have a policy in place so employeesknow what they should and should not be doing. If companies have someprecautions, and have taken all reasonable steps to stop something, they can’tbe found liable in the UK” Namie’s campaign against workplace bullying in the US emphasises the need toinvolve all stakeholders in policy drafting – from employees to HR department,union reps and management. Training programmes Training programmes that encourage teambuilding could offer a way ofavoiding bullying. Rhoda Frindell Green, a New York City-based organisationalpsychologist and consultant to companies on HR issues, uses the Myers BriggsType Indicator questionnaire, which measures personal preferences and differentwork styles. She then gets team members to discuss the results, and uses it toshow why people who have different ways of working can be equally effective. “It shows there is another way to work. This person can make acontribution,” explains Green. Namie, who has also worked on anti-bullying policies and training, believesthis is essential – “otherwise employers tend to make the target solve hisor her own problem” he says. “In domestic violence it is considered illegal and immoral so weoutlawed it, but with bullying this has not happened.” But, he adds, thecompany’s willingness to stamp out the bully is limited. “It says: ‘do youmean our regional manager Bob would be affected if he was a repeat offender?’It doesn’t want to let go of its right to veto whatever the company has decidedis best.” Employee Assistance Programmes Designed to create a lifeline for distressed employees, the EmployeeAssistance Programmes offer access to an impartial third party for anonymouscounselling and assistance. Companies which run EAPs should be fully informedabout any policy the particular company has taken towards bullying andoccupational health. Jane Carrington, managing director of Right CoreCare whichruns EAPs for several companies in the UK, points out that bullying can be aquestion of perception, esteem, or the way the company is being run or changed.She says an important aspect of the work is that it preserves employeeanonymity. “Only if the individual agrees can we reveal their identity. We workwith them to rebuild strategies to go back into work.” The advantage of having an outsider is that they do not have the sameloyalties as someone within a company, and the employee is more likely to discussproblems when confidentiality is guaranteed before getting to crisis point. “It is also advantageous to the company as the procedures will thenseem fairer to all sides, and it has an informed monitor on its personnel.Carrington says: “If you get a lot of calls for the same problems to dowith the same manager we would highlight that to the personnel manager. Againwe have to make sure it is a trend.” Another good reason to set up an EAP is that in the UK ~Judge Lady JusticeHale recently ruled that an EAP might constitute a legal defence for a companyaccused of allowing bullying. Not everyone is sure that an EAP is enough, however. Anti-bullying authorField says: “In theory it is a good idea, but it depends on the attitudesof employers. Some use it as a cover and do it for good PR. It needs to comefrom a genuine desire to produce a healthy, happy employee.” Beyond the EAP Coles says that a company may need to go beyond written policy and EAPs tochange the company culture. “It needs to be proactive and have management training dealing withmacho management culture, to be firm on this and make it clear this is notacceptable. It must also give illustrations of what this culture looks like.This way it can get in before their managers turn into ‘bullies’.” Carrington stresses that any anti-bullying policy needs to go to the heartof the organisation’s culture. “The culture is important, it should bepeople-centred and ethical, and people want opportunities to be creative,”she says. Bullying: the steps employees should take– The first stage in any bullyingproblem should be the ‘victim’ trying to sort the problem out with theperpetrator, before taking it to a complaint stage, says Dr Rhoda FrindellGreen, a New York City-based organisational psychologist and consultant tocompanies on HR issues. She has often given advice to employees about how todeal with problems, and she divides bullying issues into three categories –when the bully is:1) Boss/clientIf you are the target you need to go to the other person andask for some time to talk – say, half an hour. You call the meeting and youropening statement should be something such as “Here is what I need, to dothe best possible job for you. I could do a better job for you if I get ‘X’from you. I need to get to do this or that in a meeting, and need you not tosent me those biting e-mails, or I need you to call me and give me thisinformation because I feel isolated”. This is a way of getting thingsstraightened out. Let’s assume the boss says “Yes, fine, I didn’t realiseI was doing this, I apologise”. If a week later the boss is still doingthe same thing, you go back in and say in a more light-hearted way, “Uhoh, its happening again”, giving them another chance to change it. Thissometimes changes the relationship and the bullying stops.The employee has choices. He or she can discuss it the problemwith management, but first should try to negotiate. In the worst case they canrequest a transfer or resign. 2) Staff member who reports to you/outside vendorYou call them in and say: “This is not acceptablebehaviour, this is a warning.” If it is a staff member you say: “Ifthis continues you risk losing your job”, witha vendor “If thiscontinues you risk losing a client”.3) A colleague on an equal footingGo to lunch with them and say: “We sometimes interact welland sometimes don’t. What you did is not beneficial to our relationship. Whatprompted it?” Suffering in silence is not what I am recommending at anylevel. It takes some courage to address bullying.Anti-bullying: nine-point actionplanThe Campaign against WorkplaceBullying provides a comprehensive nine-point guide on the website www.bullybusters.org, This is anadapted, shortened version. It:– Needs to state what bullying is with concrete examples. Thisshould include verbal assaults as well as other misconduct. Anne Coles says:”A good policy needs to give some illustrations of what might amount tobullying – undermining, for example. It needs to be made clear that this is notacceptable.”– Must show what would give rise to an investigation– Will state how the investigation should be carried out. Thisshould be in a way that employees consider fair, probably using an outsideagency– Should allow for the immediate separation of plaintiff anddefendant in a way that does not punish either– Should require documentation of damages to the claimantincluding any impact on health or purse– Must state the time within which a response should be made tothe claimant– Must state what will happen if bullying is found – dependingon the gravity of the offence, from public apology right through to severancepackages– Should be followed up with training so that people are awareof the policy– May need an anti-retaliation clause so that any subsequentbullying is seen as a separate caseFurther reading The International Labour Organisation’s anti-bullying report www.ilo.org/public/english/protection/safework/violence/violwk/violwk.pdfAustralian Workplace Bullying Taskforce report, March 2002 http://www.whs.qld.gov.au/taskforces/bullying/bullyingreport.pdfUK-based anti-bullying website www.successunlimited.co.ukUS-based anti-bullying website www.bullybusters.orgBullying and Harassment in the Workplace by the London Chamber of Commerce www.londonchamber.co.uk – lookfor link to report May 2000 Cultural awareness consultancy run by Zareen Karani Araoz www.managingcultures.comThe EU’s next four-year plan for health and safety at work http://europa.eu.int/comm/employment_social/news/2002/apr/081_en.htmlThe Irish Health and Safety Authority’s code of practice on the preventionof bullying in the workplace www.hsa.ie/pub/publications/bullyingcop.pdfSouth African anti-bullying website www.worktrauma.org/
Sponsors include the Ocean City Firefighters Association, Ocean City Police Benevolent Association Local 61, Ocean City Home Bank, Monihan Realty, Thomas H. Heist Insurance Agency, the Ocean City Education Foundation and Schools Superintendent Kathleen Taylor (personal donation). Ocean City students who rode their bicycles to school on today (June 13) found something different on their bikes for the ride home. While they were at school, volunteers from Bike OCNJ installed free bicycle lights for safe riding after dusk.Bike OCNJ added the small lights on elastic bands to all bicycles parked outside Ocean City’s three schools on Monday. They will return on Tuesday. The lights were placed at the front (white) and rear (red) of all bikes.Bike OCNJ is a group committed to bicycle safety and enhancing bicycle routes and amenities in town. People riding unlit bikes at night in Ocean City is one of the biggest complaints heard by the group and by Ocean City police.Clockwise from top left: Rachel Heist, Sgt. Brian Hopely, Tom Heist, Jennifer Heist, Drew Fasy.Tom Heist, a Bike OCNJ co-chair, worked with police, firefighters and local businesses to raise money for a couple thousand sets of bicycle lights. They will be made available to the public.The lights are free. They are available for anybody to pick up at the City Hall Welcome Center (Ninth Street and Asbury Avenue), the Route 52 Welcome Center, the Ocean City Police Department (Eighth Street and Central Avenue) and the Ocean City Free Public Library (17th Street and Simpson Avenue).Bike OCNJ Co-Chair Tom Heist works outside Ocean City High School installing free bike lights on Monday, June 13.The lights are small, easy to attach or take off (just an elastic band), and include no logos or commercial insignia.The free bike lights include three modes: on, flashing and off Ocean City Police Ptl. Pat Walsh, Bike OCNJ Co-Chair Drew Fasy, Bike OCNJ volunteer Rachel Heist, Bike OCNJ volunteer Jennifer Heist, Bike OCNJ Co-Chair Tom Heist and Ocean City Police Sgt. Brian Hopely work outside Ocean City High School installing free bike lights on Monday, June 13.
With this Saturday’s showing of the documentary film “One Water,” student government’s Global Water Initiative culminated a year-long series of events and fundraisers aimed towards addressing the world’s clean water crisis.According to the Global Water Initiative’s final report, 2.5 billion people all over the world live without adequate sanitation. In addition, one in six persons on earth lives without access to potable water.Former student body vice president Cynthia Weber believes the project achieved a lot in its year of existence.“I think that it was successful on two fronts: raising awareness on a fixable issuesomewhere else in the world and also using Notre Dame resources to do so,” she said. “Not only was it our goal to help fix wells, but also to educate the campus.”Throughout the course of the year, various service organizations have put on a number of events to both raise awareness of the issue and collect funds to be donated to the non-profit Water Project, the partner organization to Notre Dame’s Global Water Initiative. In total, at least $4,464 will be donated to the Water Project, which provides sustainable, safe water by fixing broken wells in the African nation of Sierra Leone.Rachel Roseberry, co-director of the Global Water Initiative along with Justin Pham, said that the program, the first of its kind for Notre Dame, was a great achievement for the campus.“I think that it is important that Student Government showed this year that it can focus on a single service initiative for the entire year,” she said. “It’s a pretty unique model that hadn’t been done before.”In addition to fundraisers put on by student organizations, members and organizations of Notre Dame’s academic community such as the Ford Family Program in Human Development Studies and Solidarity at the Kellogg Institute helped educate students on the issue of the global water crisis.Weber said having widespread campus participation strengthened student bonds over the course of the school year.“Groups on campus that normally didn’t connect were brought together so it helped build our community as well as helping the world,” she said.Roseberry mentioned two events in particular that stood out in terms of raising awareness and funding for the global water crisis, in addition to demonstrating Notre Dame’s sense of community giving.“Howard Hall’s ‘Totter for Water’ was a fantastic event that raised over $2,000,” she said. “The Benefit CD in February with 18 student artists was another way the Notre Dame community came together to raise money for the world’s clean water crisis.”Weber said while the Global Water Initiative was coming to a close with the end of last year’s Student Government term, the Notre Dame campus should expect a similar program after the success of this year’s series of events and fundraisers.“This particular initiative won’t be continued but something similar to it will be next year,” she said.
Graduate student Michael Thigpen had two rules to live by. “He would never judge people, his No. 1 rule was, ‘No judgment shall be passed,’” senior Shawn Steurer said. “And he taught us if it’s not fun, don’t do it.” Thigpen, a first-year master’s student enrolled on the Global Health Training program, died unexpectedly earlier this week and was discovered early Tuesday morning in his off-campus residence. Thigpen, a native of Monument, Colo., was 23. He received his undergraduate degree from the University of Colorado and planned to apply to medical school after he completed his one-year program at Notre Dame. Friends remembered him as an avid climber, enthusiastic about life and always smiling. Steurer, the president of the Notre Dame Climbing Club, first met Thigpen when the graduate student joined the group at the beginning of the semester. “He was very energetic, which was awesome. … The news was sad, finding out about his death, but I’ve caught myself smiling thinking about him because all the memories. He smiled a lot, told a lot of jokes.” Steurer recalled the club’s fall break trip to climb in Boulder in Thigpen’s home state. He remembered one occasion when Thigpen decided to test his coordination by climbing an entire route with tape over one eye, describing him as a “wild card.” Thigpen’s antics always made their club trip more enjoyable, Steurer said. “He always had a positive outlook and when I was stressing about various things on the trip, like how we were going to pack things in the car, he was always very lax and had the mindset that it was going to work out,” Steurer said. “When everyone was stressed, thinking things would not work out, he brought positive energy and fun.” Thigpen was a musician who had performed professionally, and Steurer remembered the mandolin he insisted on bringing to Colorado with the club. “He loved music,” Steurer said. “Although the car was jam-packed with six people and a van and all their gear for the trip, he insisted on bringing [the mandolin.] He played by the campfire.” The first thing junior Chris Glueck saw when he met graduate student Michael Thigpen at the rock-climbing wall with the Climbing Club was his hair. The second was his smile. “The first thing I noticed about Michael was his hair because his hair was down to his shoulders,” Glueck said. “The second thing I noticed about Michael was his smile. He had a huge smile. … He’s just a ball of energy.” Glueck laughed at the memory of Thigpen leading Steurer in playing their instruments around the campfire over fall break. He remembered seeing Thigpen on Friday at a dinner off campus and watching him meet the new people around him with ease. “I don’t think he knew anybody there but by the end of the night, he knew everybody there,” he said. “I don’t think I ever saw him without a ridiculous smile on his face.” The Climbing Club gathered at the Grotto to remember Thigpen on Tuesday night, Glueck said, and members of the Notre Dame community gathered Wednesday for Mass to celebrate his life. University President Fr. John Jenkins presided over the Mass, and director of Campus Ministry James King delivered the homily. When he spoke, King evoked an image from that day’s Gospel – the image of Christ on the cross. “We can place ourselves in that scene and wonder what must have gone through [Mary’s] mind,” King said during his homily. “Was she thinking of him as a carefree child that she once held in her arms? … Was she standing there wondering if there was something she could have, should have, done to deter him from the road upon which he as set out on his way down from God? “There are no real answers, there are no good answers, to any of those questions no matter how much she or us may turn them around in our minds. Because there is simply no good answer to the question of why a young man dies early, whether his name is Jesus Christ or Michael Thigpen. We only know that, as Lamentations says, our souls are not at peace.” King offered the support of the University community to those gathered in Thigpen’s memory. “For those of you who were Michael’s friends, fellow students, members of the Climbing Club, faculty, staff, I would say this, ‘Weep and mourn,’” King said. “But I would also say hold on to one another, as you did yesterday, as you have today, as you may need to tomorrow and for some tomorrows to come. “Hold on to one another and know that you are embraced too by this community, this Notre Dame family, and that you are also enveloped in the love of Mary our Mother, Our Lady of Notre Dame, who knew herself what it was like to weep and mourn.”