Scharfsinn86/iStock/Thinkstock(NEW YORK) — Nearly one million people are without power across the Northeast on Thursday afternoon as the region digs out from its second nor’easter in seven days.Two to three feet of snow fell from New Jersey to New England as the major nor’easter swept across the Northeast on Wednesday and it is continuing to bring heavy snow to parts of northern New England.But before the snow turns to slush a third nor’easter may hit by Monday.At least one person died from the storm. The victim, an 88-year-old woman from Suffern, New York, died after being hit by a falling tree in her driveway, according to police in Suffern, which is about 30 miles northwest of Manhattan.As of Thursday afternoon over 900,000 customers were without power in the Northeast.The weather also had a big impact on travel: more than 3,200 flights were canceled because of this storm.As snow continued to fall in northern New England, Woodford, Vermont, hit the 3 foot mark, picking up 36 inches of snow.On Wednesday it was areas inland of the major cities that saw the heaviest snow. The cities themselves were mostly spared: Philadelphia saw about six inches, New York City say three to four inches and Boston saw 6.4 inches.A possible third nor’easter could impact the hard-hit Northeast by Monday.Two long-range forecast models, the European and American, are not in agreement about the storm’s path.The European model shows a very weak system that heads straight out to sea, with no impacts at all to the Northeast.However, the American model shows the storm moving much closer, potentially bringing another nor’easter near the coast.It is still too early to determine which path the storm could take. Copyright © 2018, ABC Radio. All rights reserved.
Bowook Yoon(NEW YORK) — The hashtag #WhyIDidntReport can be found on social media platforms like Twitter, Facebook and Instagram — and now it’s on pieces of paper around the streets of New York City.The back-to-the-future project — which allows people to get off their phones and share stories of sexual assault on sheets of white paper — started off as a class project for students at the School of Visual Arts.Ha Jung Song, 25, and Bowook Yoon, 26, were instructed to create something they cared about deeply for an advertising portfolio class.Their professor, Thomas Shim, challenged Yoon and Song to create meaningful art.“I asked a lot of questions: What are your reasons? What is your emotional connection? Making sure it came from an authentic process and not for fame,” Shim told ABC News.The students told ABC News they were inspired by sexual assault survivors who were posting their experiences in wake of the Brett Kavanaugh allegations.Christine Blasey Ford says the Supreme Court nominee sexually assaulted her in the 1980s while at a party. Two other women have also come forward with allegations against Kavanaugh.The hearing on Thursday included testimonies from Ford, who detailed her allegations for the Senate Judiciary Committee, and Kavanaugh, who angrily denied them.The White House and Senate Republicans agreed to a one-week delay after President Trump ordered an FBI investigation.President Trump, who nominated Kavanaugh, has steadfastly defended him.Last week, the president, after initially not criticizing Ford, questioned why she didn’t report the crime when it happened.“I have no doubt, if the attack on Dr. Ford was as bad as she says, charges would have been immediately filed with local law enforcement authorities by either her or her loving parents,” he tweeted.Yoon said it was that tweet that gave her a sense of urgency to speak up.“We saw Donald Trump’s tweet blaming sexual assault victims and other people are retweeting that and made the #WhyIDidntReport,” Yoon said. “They’re sharing their experience and we thought we could make a simpler template where people could speak up about this problem.”Song agreed that victims needed a platform.“We recently found out many victims of sexual assault didn’t report it for all different reasons that are equally valid,” Ha Jung Song told ABC News.More than 1,000 fliers have been posted around New York’s busiest, most high-profile subway stations, including Times Square, Herald Square and Union Square.At the Union Square station, one person wrote: “He was popular, plus well loved, so I didn’t think anyone would believe me.”Beyond the old-school pen and paper format, the students provide a forum online, too. They created an Instagram account — @whyididntreportit — and have received hundreds of reactions, including personal notes, photos and words of support, they said.“We didn’t expect people would react this much. We just wanted to let people know about this movement,” Yoon told ABC News.Pictures on their Instagram account, which has more than 1,000 followers, included a note from a woman who says she was a sexual assault survivor. She lives more than 700 miles away in Georgia.“He was an ex and I was drunk. I knew no one would believe me. I could barely walk to my car, so I called the one person I thought I could trust. I was betrayed in the worst possible way,” Tiffany Howerton, 26, shared with their Instagram page @whyididntreportit.“I used my notepad on my phone, I took a screenshot, and posted it as a picture on my Instagram,” Howerton told ABC News. “The page reached out to me and thanked me for sharing my story.”The students are creating larger posters and taking their project to other parts of Manhattan, including Lincoln Center and Union Square Park.The posters are for anyone who wants to engage, they said.“It’s not your fault. You are so brave,” reads one of the posters.The students want to provide as many platforms as possible for people to open up about what they’ve endured.“We think it’s very important to give them a place where they can share their stories and get support,” Yoon told ABC News.Copyright © 2018, ABC Radio. All rights reserved.
Learning for life: confined space medicalsOn 1 Feb 2000 in Personnel Today Related posts:No related photos. Life Long Learning and Continuing Professional Development (CPD) are theprocesses by which professional people, such as nurses, develop and improvetheir practice for the benefit of their clients. There are many ways to address CPD, formally, through attending courses,study days and workshops, or informally, through private study and reflection.Reading articles in professional journals is a good way of keeping up-to-datewith what is going on in the field of practice, but reflecting and identifyingwhat you have learnt is not always so easy. The following questions are designed to help you to identify what you havelearnt from studying the article. They will also help you to clarify what youcan apply to practice, what you did not understand and what you need to explorefurther. 1 How may leptospirosis present itself? a) diarrhoea and vomiting b) flu like symptoms c) sore throat and runny nose d) earache 2 Reynauds disease is more painful in a) hot and humid conditions b) constantly wet conditions c) hot and dry conditions d) cold damp conditions 3 BMI stands for a) body mass index b) base metabolic index c) body mechanics index d) body metabolic index 4 BMI is calculated using a) age and height b) height and weight c) age and weight d) height, age and weight 5 Spirometry is undertaken to determine a) the ventilation capacity of the respiratory system b) the gas transfer of the respiratory system c) the blood gas transport of the respiratory system d) all of the above 6 Confined space workers are at risk of Hepatitis B because a) rat bites b) needlestick injuries c) poor personal hygiene d) working in sewers 7 Workers should be referred to the physician if blood pressure isgreater than a) 150/80 b) 160/85 c) 170/80 d) 180/95 8 Psychological assessment is undertaken to ensure a) freedom from claustrophobia b) stable personality c) freedom from agoraphobia d) freedom from arachnophobia 9 At what age is re-examination required annually? a) 40 b) 45 c) 50 d) 55 10 The incidence of leptospirosis has reduced today because of a) Pest control measures b) PPE c) Detergent in waste water d) All of the above Feedback1b Reading more about Leptospirosis. 1) Noone J, (1998) Diagnosis& treatment of leptospirosis in primary care settings, Nurse PractitionerMay 23(5) p62-73. 2) Payling K, (1994) Leptospirosis: identification andmanagement. Occupational Health May 46(5) p164-52d3a 4b For further information on BMI read the article Crombie N. (1999)Obesity Management, Nursing Standard, Aug 13 (47) p43-65a Read Booker R, (1999) Getting to grips with spirometry (Skills Updateseries) Community Nurse July 5(6) p17-206b Read Howard G, (1996) Hepatitis B and the employers duty tovaccinate, Occupational Health Aug 48(8) p284-6,3037d Borrow and study a copy of RCN Nursing Update video and workbook Onthe way up: Hypertension. Learning Unit 080 from your RCN Office. 8a9c10d Previous Article Next Article Comments are closed.
“Weexpected to find a little lack of foresight and lack of responsibility beingtaken but the results were staggering,” says Network Associates’ businessdevelopment manager, Nigel Todd. Todd accuses senior managers of taking an“ostrich-like approach” to their responsibilities over security and, in manycases being too afraid to admit they don’t know how to deal with e-businessissues.“It’s a bitlike the emperor’s new clothes: when e-business is mentioned, nobody dares say,‘What are you talking about?’,” he says. “In these technology-driven days, itis a brave senior manager who puts his hand up and says he doesn’t understandit.” The reportreveals that 47 per cent of respondents believe that fears over security aloneare hampering e-business development, with only 34 per cent saying they arecompletely satisfied with their anti-virus measures. More than70 per cent believe that their company’s network speed and availability mustimprove if it is to meet the requirements of e-business. The need for this tohappen is borne out by the worrying statistics that 30 per cent of companiesexperience a complete network crash at least once every 12 weeks and 23 percent of companies suffer critical data corruption through virus attack.The reportsays that chief executives and managing directors must take responsibility forthe hardware and software infrastructure and must have a proper e-businessstrategy.“E-businessshould be much more about having a planned approach than just saying, ‘We’vegot to have a web site’,” explains Todd, who believes the rush to get anon-line presence, and the strain this puts on corporate resources, are also toblame for many system deficiencies. “Thesecurity policy must be taken from the board downwards and it should bepractical and easily managed. It should also be revisited regularly becausee-business changes all the time. You should have the ability to see securitythreats.”Once thepolicy is decided, HR managers and directors must play their part inimplementing it properly, says Todd. The report recommends that responsibilityfor corporate security should be written into the job description of thedesignated manager. Employees must be made more security-conscious.Forty percent of respondents said that end-users were the most vulnerable part of thenetwork, creating the biggest security threat. “They must stop, for instance,leaving passwords on the sides of their computer,” says Todd. “Theyshould be trained to understand why they shouldn’t do this – that leaving apassword is like leaving the vault open and once a hacker is in the vault, it’smuch easier to open the security boxes. If staff understand why they shouldn’tdo it, they will buy into it.”Improved ITtraining for employees and better housekeeping would also minimise unnecessarycalls to a company helpdesk, he says. Approximately 40 per cent of supportcalls were password-related problems that could be cured by the user.The fullNetwork Associates Healthcheck research is available on the Personnel Today website at www.personneltoday.co.uk Comments are closed. Previous Article Next Article Tighten security and take on e-businessOn 5 Dec 2000 in Personnel Today Seniormanagement, including HR directors, are failing to put the necessary securitysystems and strategies in place to prepare UK companies for e-business, says areport by security specialist Network Associates. Vanson Bourne polled 120heads of communications and corporate networks for the Healthcheck research,which also highlights many weak spots that lose companies millions of pounds ayear. The Network Associates’ prescription for a healthye-businessElevate the care of your e-business healthto the board – it’s a strategic issueConstruct a practical, easily manageable butcomprehensive e-business security policy that reflects your business processesReview and audit constantly – there is noroom for complacencyInvest in your e-business securitystrategy – the ROI will become clearTrain your users in basic security policyand get their buy-in and understandingKeep anti-virus software constantly upto date – otherwise it is uselessManage your e-business centrally.www.nai.com Related posts:No related photos.
Related posts:No related photos. XpertHR, the ground-breaking online information resource for HRprofessionals, was last week named best new launch/business in the prestigiousAssociation of Online Publishers 2002 interactive awards. It beat off stiff competition from leading websites designed for businessprofessionals to take one of the top accolades in what are widely regarded asthe Oscars of the industry. XpertHR, a joint venture between the publisher of Personnel Today and legalspecialists Butterworths, was praised for its breadth of content, ease of useand relevance in helping HR professionals carry out daily tasks. To celebrate, XpertHR is running a prize draw to win a champagne balloonflight for two. Either visit the Personnel Today stand (B60) at the forthcomingCIPD conference in Harrogate, or e-mail your name, organisation address and telnumber to [email protected] www.xperthr.co.uk Previous Article Next Article XpertHR named best new launch at online ‘Oscars’On 22 Oct 2002 in Personnel Today Comments are closed.
Previous Article Next Article Comments are closed. Ourresident experts at Pinsent Curtis Biddle bring you a comprehensive update onall the latest decisions that could affect your organisation, and advice onwhat to do about them Ventov Chief Constable of West Yorkshire Police, Court of AppealGuidance on the appropriate level of discrimination awards** * * The applicant successfully claimed sex discrimination after suffering aserious campaign of harassment. Initially, she had coped with the abuse butultimately suffered depression. She was dismissed on performance grounds. Thetribunal awarded £165,829 for loss of future earnings, considering that had shenot been dismissed she would have had a 75 per cent chance of working untilretirement. A further award of £74,000 was made – £65,000 for injury tofeelings, £15,000 aggravated damages and £9,000 for psychiatric damages.TheEAT overturned both awards. It said statistical evidence showed only 9 per centof women police officers served for more than 18 years. The tribunal’s approachto loss of future earnings was radically out of step with these statistics. TheEAT reduced the injury to feelings awards to £39,000.Theapplicant appealed to the Court of Appeal which considered the tribunal’sassessment of a 75 per cent chance of employment until retirement to be highbut nonetheless permissible. Statistical evidence could legitimately be over ridenby the tribunal’s assessment of the applicant. Ofmore general application was the Court of Appeal’s view of the injury tofeelings awards. It considered the tribunal’s award of £74,000 to be”patently extravagant”, particularly when compared with JudicialStudies Board guidelines on general damages for personal injuries. Theappropriate award was £18,000 injury to feelings, with £5,000 aggravateddamages and £9,000 for psychiatric damage.KeypointsTheCourt of Appeal’s guidance on the level of injury to feelings awards was:–The top band is £15,000 to £25,000, to be awarded in the most serious cases, suchas lengthy campaigns of discriminatory harassment –Between £5,000 and £15,000 should be awarded for other serious cases–The lowest level of award is between £500 and £5,000, appropriate for cases ofisolated or one-off acts of discrimination–Where additional awards are made for aggravated damages or psychiatric damage,the total of these awards should be assessed to ensure proportionality and ajust outcomeWhatyou should do–Train managers to recognise signs of harassment and provide guidance on howthey should respond–Tackle harassment early – if problems persists for a long time and no action istaken, the level of award will be greater–Be prepared to apologise in appropriate cases. In this case, the high-handedmanner in which the complaints were addressed led to the award of aggravateddamagesSainsbury’sSupermarkets v Hitt,Court of AppealThe ‘band of reasonable responses’ test restored for consideringadequacy of disciplinary investigations** * * Hitt was dismissed for misconduct after missing stock was discovered inhis locker. He claimed the stock had been planted, naming other employees whoselocker keys fitted his own. Only one of these was in the store at the time andhe denied leaving his work area. Theemployer’s investigation showed that Hitt had had the opportunity to take thestock and had left his work area twice that day. Hitt’s explanation wasrejected at the disciplinary hearing.Anemployment tribunal found the dismissal unfair as the allegation that the stockwas planted in the locker was not adequately investigated – all employees withkeys fitting Hitt’s locker should have been discounted and his manager shouldhave been eliminated from suspicion. TheEAT rejected the employer’s appeal, ruling that the “range of reasonableresponses” test did not apply to the issue of whether the employer’sinvestigation was adequate. This suggested tribunals could find a conductdismissal unfair on the grounds that they would have carried out furtherinvestigations.TheCourt of Appeal overturned this approach and declared Hitt’s dismissal fair.Employment tribunals cannot impose their own opinion of what was a reasonableand adequate investigation. KeypointsTherange of reasonable responses test is a fundamental part of unfair dismissallaw. It gives employers broad discretion in how they approach disciplinary andother dismissals. Any reduction in the scope of this test introduces a lesspredictable, more subjective standard of fairness. This ruling re-emphasisesthat an employer acts fairly if his actions were among those open to areasonable employer on the facts of the case. Whatyou should do–It is still important to ensure disciplinary investigations are thorough–Investigate what employees have to say and allow them time to produce anyrelevant evidence–Train managers on how to deal with investigations and hearings. Encourage themto take advice from HR during the processFoxv Betesh Fox Solicitors, EAT A timely reminder that refusing requests for part-time workcould be discrimination** * Fox worked as a full-time legal secretary. After maternity leave, however, sheasked to come back part time. Her request was refused – full-time secretarieswere required to support full-time lawyers and working part-time would place anundue burden on other staff and the business as a whole. The applicantsuggested shorter hours, or job sharing, but these were also found to be unacceptable.Therewas no argument that Fox had suffered indirect sex discrimination. The onlyissue being argued was whether the treatment was justified. The tribunal saidit was – the requirement for full time work corresponded to a real need of thebusiness and was consistent with its size, type of work performed and how thework was organised.TheEAT overturned this finding. The employment tribunal had failed to balance theeffect of the discrimination (both in terms of how many women were likely to bedisadvantaged and the impact of that disadvantage) against the allegedjustification. Onlyif the alleged justification was sufficient to outweigh the discriminatoryeffect could the treatment be lawful. KeypointsFlexibleworking is a hot issue. From this April, employees with children aged six orunder or disabled children up to 18 have a new statutory right to requestflexible working. Thestatutory scheme includes a procedure which the employer must follow anddetails the grounds for refusal of requests (see page 14). Thisnew right does not replace existing liabilities. Employees will still be ableto rely on arguments of indirect sex discrimination if a request to changeworking hours is refused. As this case shows, the key issue in such claims willbe justification. The outcome of the balancing exercise described above isdifficult to predict. Whatyou should do–Issue a procedure governing flexible working requests, in line with thestatutory scheme. Train managers on how to follow it–Audit your working practices. Where does flexibility exist? If a job cannot bedone part-time, from home or on varied hours, why not? This audit will promotea consistent and well considered approach to requests –Flexibility is an attractive selling point when recruiting and retaining staff.Keep an open mind, be creative and even consult your staff on how flexibleworking might be achievedCaseof the month by Christopher Mordue Extended limits for discrimination claims will prolong tribunalprocessHendricksv Commissioner of Police of the Metropolis, Court of AppealA liberal approach to time limits for discrimination claims threatensgreat expense and practical difficulties for employers** * * * Hendricks claimed sex and race discrimination against the commissioner.She alleged some 100 acts of discrimination by 50 police officers over a periodof 11 years. If her claim was allowed to proceed she would need to call some100 witnesses in a hearing that would last up to three months. But had shebrought her claim in time?TheEAT ruled the claim was out of time. There was no alleged discriminatory act in the three-month period priorto her complaint being filed. Hendricksargued there was a “continuing act” of discrimination, a policy orregime of discrimination against women and members of ethnic minorities. Ifthere was such a continuing act, time limits would not be activated until thatact came to an end.However,the EAT ruled there was no prima facie evidence of such discrimination. A”continuing act” had to consist of a “policy, rule, practice orregime” of discriminatory treatment. All of Hendricks’ allegationsconcerned her own treatment and so could not be evidence of a generalisedpolicy of discrimination against all women and members of ethnic minorities.There was no evidence of any link between the incidents of allegeddiscrimination, which involved many individuals. Without that, no practice orpolicy could be inferred. Hendrickssuccessfully appealed to the Court of Appeal. It said the EAT’s approach toidentifying a “continuing act” was wrong. “Policies, rules,practices or regimes” were only examples of continuing acts, notexhaustive categories. Thequestion was whether the commissioner was responsible for an ongoing state ofaffairs in which female ethnic minority officers were treated less favourably.If so, that could be an act of discrimination “extending over aperiod”. The burden would be on Hendricks to prove that continuing stateof affairs, especially a link between the incidents she complained of. However,it was wrong to determine the time limit issue at the preliminary stage, withouthearing all of the evidence.KeypointsAmore liberal approach to the concept of continuing acts of discrimination willnot necessarily make it easier to succeed with this type of claim. However, itwill make it harder for employers to have claims dismissed at a preliminarystage. Tribunals will have to consider all the evidence before they can judgewhether the claim was made in time. Thepractical difficulties of this sort of claim are not just longer hearings andthe consequent impact on legal fees and management time. If those involved havemoved on or cannot recollect the incidents or reasons for their actions, theemployer’s case will undoubtedly be weakened.Changesto the burden of proof in sex discrimination cases already mean that once aprima facie case of discrimination is shown – that is less favourable treatmentand a difference in sex – it is for the employer to show that the treatment wason non-discriminatory grounds (this approach will be adopted in cases of racediscrimination later this year). Without solid and reliable evidence, employersmay struggle to mount a cogent defence.Whatyou should do–Adopt effective equal opportunities policies and practices. This means goingbeyond paper documents. What practical steps or initiatives do you take topromote diversity and equality?–Carry out equal opportunities monitoring, especially in recruitment, careerprogression, appraisals, pay, discipline and grievances. Identify discrepanciesand investigate why these exist–Make sure managers keep records of all key decisions they take – promotion, payreviews, transfers, appraisals and disciplinary action, for example. These mayprovide vital evidence in proceedings–Make sure employees know how to challenge discriminatory treatment throughgrievance or harassment procedures and know their complaints will be treatedseriously Case round upOn 1 Feb 2003 in Personnel Today Related posts:No related photos.
Oxford 15London Wasps 41The underdog’s audacity lost out to professionalism on Monday as a brave, adventurous Blues side was overpowered by the superior stamina and raw power of London Wasps. Despite the result, this was the Blues’ best performance of the season; in an impressive team effort, winger Jonan Boto provided a man of the match performance by scoring two of “the best tries seen at Iffley Road this season.”The visit of the Premiership champions brought a large crowd to Iffley Road, and the huddled spectators packing its stands were treated to a very high quality game, both teams playing with pace, width and flair. The quality of Oxford’s basic skills and set pieces was a step above previous displays: the line outs were superb, the Blues even stealing a few off the visitors, and the ball handling was almost faultless. This was all the more impressive in view of the difficult conditions, as light, swirling rain built to an all-out rainstorm over the course of the match.Oxford scored all their points during a first half display which contained moments of brilliance. After Ed Thrower had drop-kicked Wasps into an early lead, Boto put the Blues in front with a scintillating try, coming up in support of a Matt Sherman brake in his own 22 and outpacing the cover defence to the tryline. The Blues followed this up with a great time try, driving captain Andy Dalglish over the line. Though Garth Chamberlin pulled one back for Wasps, Boto restored the Blues lead with a try few fans will quickly forget. Sean Fauth turned the ball over in the Blues’ half and Boto stepped past the Wasps’ defence, including wrong-footing skipper Mark Lock, before sprinting to the tryline.Wasps responded to their surprise deficit with ferocity. They shackled the Blues’ pacey backline, keeping it scoreless for the rest of the match despite continuing enterprising play. On attack, they ruthlessly exploited weaknesses in the Oxford line; tries came from Ireland international Jeremy Staunton, Ali McKenzie and Rob Baxter. The Blues still looked like they could strike back as Boto and Fauth combined but Wasps went in at half time 27-15 ahead. After half time, the visitors’ raw power shone through, as Baxter soon completed his hat trick. Oxford had the best of the last ten minutes, with Jon Fennell and Peter Jenkins hitting Wasps hard, but once again their line held firm.The Blues’ performances are certainly improving. They have moved on from their crushing defeat against Leicester three weeks ago, and the likes of Fennell and Boto are emerging as potential match winners. But they have already lost twice as many matches as they have won, a ratio unlikely to improve against upcoming opponents Harlequins, Tonga and Leinster. The must make full use of the few winnable fixtures remaining to build the compusre and match awareness essential to win close games or, for all their promise, they could come unstuck in the Varsity match.ARCHIVE: 3rd week MT 2005
FacebookTwitterCopy LinkEmail DECEMBER 22ST, 2017 TYRONE MORRIS HENDERSON, KENTUCKYThursday was a special day for the children and staff at the Methodist Hospital in Henderson. While Santa Claus makes a visit to the hospital every year, this year was special.Lead Speech Language Pathologist Susan Marsch and her staff came up with the idea to have a more intimate setting for special needs children– Caring Santa. It gives the children an opportunity to meet Santa Claus at their own pace.Parents say their children go through a lot. So to see a smile on their kids’ face leaves them speechless.“A lot of those kids because of either mobility issues or behavioral problems, sensory impairments; they would just benefit from something that they could meet him one on one, not wait in crowded lines at something like a mall,” says Susan Marsch.Many of the parents on hand were appreciative of Santa’s visit and the staff of Methodist Hospital Therapy Services.Tyrone MorrisWeb ProducerMore Posts – WebsiteFollow Me:
Richard StanislawRichard and Becky Stanislaw present “Songs that Stick” — the last presentation of the Ocean City Historical Museum’s Thursday night Series — 7 p.m. Thursday (Sept. 4) at the Ocean City Historical Museum.The lecture is free and open to the public.The Stanislaws will look at music that “everybody knows” and examine why it has sticking power. The audience will sing these tunes with them and learn the reasons for their popularity.Selections include a wide range of styles, including: “Beautiful Dreamer,” “Proud To Be An American (God Bless the USA),” “God Bless America,” “Somewhere Over the Rainbow,” “Amazing Grace,” “I’ve Been Workin’ on the Railroad” and even “Happy Birthday.”Musicologist Richard Stanislaw and English Professor Becky Stanislaw, who each hold doctoral degrees, will lead the singing and examine why people tend to know these melodies.Richard recently retired as president of the Ocean City Tabernacle. Prior to that, he was a music professor and administrator at Waynesburg University and earlier at Taylor University and Bloomsburg University. Becky, now a real estate agent with Goldcoast Sotheby’s International Realty, before coming to Ocean City, taught English at California University of Pennsylvania and Ball State University. So, the discussion will include both music and texts that influence these sticky songs.Ocean City Historical Museum has an extensive collection of memorabilia from residences and businesses in Ocean City, dating from the first regular vacationers tenting at the “Camp Meeting” to the present. Come a little early to allow time to walk around the Museum, located in the Community Center (the Library) at 17th and Simpson.
Britain and Australia both face intensifying, complex and evolving threats to our way of life. That is why it is so important our two countries stand side-by-side to stay ahead of those who want to harm us. Two Royal Navy warships, HMS Sutherland and HMS Argyll, are heading to the region to continue the pressure campaign on North Korea, demonstrating Britain’s role on the international stage. We have a long and historic relationship with Australia but today we are modern, equal, and global powers with shared values and a commitment to make the world a safer place. Work together on the mission to establish stability in Syria and Afghanistan, to which Australia is the largest non-NATO contributor; Combine on humanitarian missions, such as: the two Malaysian airline incidents, Ebola in Sierra Leone and disaster relief in Vanuatu; Additionally, Royal Navy ship HMS Sutherland will visit Australia in February and March, allowing further opportunities for the two naval forces to collaborate. Work together on science and technology, and defence equipment; Hold annual meetings of foreign and defence ministers (AUKMIN) to coordinate responses to shared threats, such as Daesh; The UK Defence Secretary also met Minister for Defence Industry, Christopher Pyne, in Canberra today (Monday 12 Feb) to discuss exciting new defence export opportunities as Britain prepares to leave the European Union.The Type 26 Global Combat Ship is a key example of this and has been shortlisted for Australia’s Future Frigate Programme. The cutting-edge warship would not only boost the partnership between the two countries, but would bolster Australia ballistic missile defences and give them an unrivalled anti-submarine warfare capability to face growing underwater threats.Mr Williamson went on to meet Minister for Veterans’ Affairs and Defence Personnel, Michael McCormack, to talk about issues impacting and sharing research on Veterans and the successes of the British Armed Forces Covenant.Australian forces recently solved a 103-year-old mystery when they discovered His Majesty’s Australian Submarine AE1, the first Allied submarine lost in World War One, off the coast of Papua New Guinea. As part of this modern partnership the UK and Australia: Have more than one hundred people from all three services on exchange programmes between our nations, working together and learning from each other; Are part of the Five Eyes intelligence-sharing organisation and work together on tackling shared threats; Police the seas as part of the Combined Maritime Forces, to provide security and stability on the seas, including tackling drug and weapon smugglers; In his first trip to Australia as Secretary of State for Defence, Mr Williamson met his counterpart, Minister for Defence, Marise Payne, in Sydney. They examined how both allies can continue to adapt in the face of cyber-attacks and nuclear threats from North Korea and how best to counter global terrorism.Defence Secretary Gavin Williamson said: