Calling Kristina Olson a path-breaking researcher doesn’t begin to describe all the doors this year’s winner of the National Science Foundation’s (NSF’s) most prestigious prize for young scientists has opened.A social and developmental psychologist at the University of Washington (UW) in Seattle, Olson is the first person from her discipline to win the 42-year-old Alan T. Waterman Award. She’s also the first woman since 2004 to receive the $1 million prize. Although scientists from every field that NSF supports are eligible, only three social scientists—the previous two were men—have ever captured the Waterman, named after NSF’s first director.Olson’s research on the social development of transgender youth has expanded the traditional boundaries of academic psychology. And her plans to use a big chunk of the prize money on a new summer internship program for undergraduate minority students also may be unprecedented for Waterman winners.Even so, Olson is far from satisfied by that impressive string of firsts. “I don’t think a woman of color has ever won,” she says. (Two black scientists, both men, have been honored.) “My goal is to use the money to move us in new directions, because things aren’t going to just change on their own. And unless we make room for all of the best people, it will be hard to make progress on any of society’s problems.” Read the whole story: Science More of our Members in the Media >
He also noted that, based on other similar viruses, most people who get the virus will develop some level of an immunity to it. While the durability of that immunity is typically around a year, epidemiologists are not yet sure how this applies to COVID-19. They are also unsure of how much of the community needs to become immune to prevent widespread transmission , also known as “herd immunity.” When it comes to vaccination, Dr. McLaughlin has details: “There will be several options for manufacturers and distributors to make and ship vaccine across the globe. The United States government has focused on three vaccine candidates to fund for Phase Three trials under Operation Warp Speed.” FacebookTwitterEmailPrintFriendly分享The House Health and Social Services Committee held a hearing on Tuesday to examine the status of the COVID-19 pandemic in Alaska, and to discuss the public health challenges created by the disease. The hearing was prompted by the number of people with COVID-19 in Alaska steadily increasing over the past few weeks. Chief Epidemiologist Dr. Joe McLaughlin was among the health officials to testify, and he began his testimony by proposing an answer to the oft-asked question, ‘How do we really define an outbreak of COVID-19?’: “It basically defined as two or more laboratory-confirmed cases in a population with onset dates within a 14-day period. These people have to be epidemiologically linked. We need to know that they had some contact with each other, and they do not share a household, and they are not identified as ‘close contacts’ with each other in another setting during standard case investigation contact tracing. It’s sort of a complex definition.” He notes that Alaska’s numbers tell a fairly encouraging story, at this point: “We’ve had 778 cases reported in Alaska, and even if this is a tenfold underestimate of the true burden of COVID-19 in Alaska thus far, that’s still only one percent of our population. We really don’t know what the true proportion of Alaskans who have been infected with COVID-19. All we know is what the reported cases show which is 778 cases.” He also noted that funding for vaccinations, as far as he can tell thus far, will come from the federal government and not from state agencies.
ENDS IN Displayed poorly Not relevant North Muskegon’s Justice Sikkema eyes the loose ball. Photo/Randy Riksen Displayed poorly Evan Fles sends a pass upfield for WMC. Photo/Randy Riksen Bestseller Displayed poorly ENDS IN The North Muskegon team celebrates after Justice Sikkema finds the team’s first goal. Photo/Randy Riksen Other Shop Now Ads by Amazon DEAL OF THE DAY Thank you! This will help us improve your ad experience. We will try not to show you such ads again. Report a problem This item is… Not relevant Thank you! This will help us improve your ad experience. We will try not to show you such ads again. Displayed poorly North Muskegon’s No. 5 all Kinahan battles Western Michigan Christian’s Evan Fles. Photo/Randy Riksen Mail $19.38 $0.00 DEAL OF THE DAY Inappropriate / Offensive DEAL OF THE DAY (832) Not relevant (8133) Add Comments (Max 320 characters) Add Comments (Max 320 characters) Fox Sports Go DEAL OF THE DAY $9.99 × Other Thank you! This will help us improve your ad experience. We will try not to show you such ads again. Bestseller Report a problem This item is… $0.00 Report a problem This item is… Inappropriate / Offensive $0.00 Inappropriate / Offensive × (3879) $14.99 Other Add Comments (Max 320 characters) NBC Sports DEAL OF THE DAY WMC celebrates after the Warriors tally the game’s opening goal. Photo/Randy Riksen (975) Thank you! This will help us improve your ad experience. We will try not to show you such ads again. Shares DEAL OF THE DAY $22.99 FOX Sports: Stream live NFL, College Footbal… Inappropriate / Offensive Thank you! This will help us improve your ad experience. We will try not to show you such ads again. (32825) Ads by Amazon Add Comments (Max 320 characters) Not relevant Not relevant Not relevant Share Bestseller Share × Displayed poorly (35309) ENDS IN × Twelve × Tyler VanBeek chases for the loose possession against North Muskegon’s No 15 Dalton Fuller Bestseller × Inappropriate / Offensive Other ENDS IN Other (1445) × Inappropriate / Offensive Lemedy Women Padded Sports Bra Fitness Wo… Thank you! This will help us improve your ad experience. We will try not to show you such ads again. ENDS IN Add Comments (Max 320 characters) Add Comments (Max 320 characters) Sports Illustrated Report a problem This item is… Inappropriate / Offensive ENDS IN Bestseller ENDS IN Inappropriate / Offensive Not relevant Report a problem This item is… DEAL OF THE DAY Other Add Comments (Max 320 characters) Report a problem This item is… × Bestseller Displayed poorly Report a problem This item is… (5153) Nuun Sport: Electrolyte Drink Tablets, Citru… $20.00$233.61 Other Bestseller ENDS IN Thank you! This will help us improve your ad experience. We will try not to show you such ads again. By Steve GunnLocalSportsJournal.comMUSKEGON – In a lot of ways, the North Muskegon and Western Michigan Christian soccer teams couldn’t be more evenly matched.Both came into their Division 4 district tournament showdown on Monday ranked high in the state – North Muskegon at No. 4 and WMC at No. 5.Justice Sikkema looks up for the North Muskegon possession. Photo/Randy RiksenIn a previous meeting earlier this season, the teams tied 1-1.But North Muskegon has Justice Sikkema, one of the most electrifying offensive players in the state, and that made the difference.Sikkema scored twice and the Norse walked away with a dramatic come-from-behind 3-1 victory over the Warriors on WMC’s home field.North Muskegon, now 15-1-2 on the season, moves on to play Muskegon Catholic Central in Wednesday’s district semifinals at MCC.Western Michigan Christian finished the season 14-5-1.“We knew we weren’t going to keep them to zero – WMC is too good,” said an excited Sikkema after the game. “We knew we were going to have to fight back and come with our complete 100 percent ‘A’ game and not leave anything on the field, and that’s what we did.”After the game, one North Muskegon played yelled to his teammates that they had to turn their attention to the next game.But Norse Coach Jeremy Tjapkes replied, “You can celebrate all night with this one. We’ll worry about Catholic tomorrow.”“Soccer is about memories and enjoying the moment,” Tjapkes said later. “If you never take time to enjoy the moments then they’re not worth anything. Tonight we’re going to let them enjoy this one.”Dylan Mines springs for the WMC head ball. Photo/Randy RiksenThe game was scoreless until the 16:12 mark of the first half, when WMC’s Hayden Hubers worked a shot through a crowd and into the goal, giving the Warriors a 1-0 lead.North Muskegon tied the game almost three minutes later when Sikkema broke in alone on the WMC goal, hesitated a brief moment, then trickled a slow shot past the Warrior keeper.The score was 1-1 at halftime, with the Norse having a 6-4 edge in shots on goal.North Muskegon took control in the second half, keeping the ball largely in the WMC zone and missing several good chances to score.The game-winning goal came with 15:43 remaining, when North Muskegon’s Zach Burdon broke in toward the WMC goal with the ball, trailed almost step-for-step by a Warrior defender. The referee ruled that Burdon was taken down, giving the Norse a penalty shot from inside the box.Dylan Hoffman calmly cashed in on the shot, giving North Muskegon a 2-1 lead.WMC Coach Dave Hulings questioned the call that led to the penalty shot, but was careful to say that it didn’t cause his team to lose.“It was two boys going after a ball that they were going after all night,” Hulings said. “Nobody had a scoring opportunity, they were shoulder-to-shoulder. I let the refs make the call. That’s what they make the big bucks for.“That’s not what lost the game. It was two good teams and somebody had to lose. They played better. I’m not trying to make excuses.”Sikkema put the icing on the cake for the Norse just 18 seconds later, scoring on a breakaway to make the score 3-1.The Warriors applied heavy pressure toward the end of the game, but North Muskegon goalkeeper Ian Collins, who played the second half, made several big saves to preserve the lead and the win.North Muskegon had an overall 13-8 advantage in shots on goal.“Hats off to Dave (Hulings) and his team for having a fantastic year,” Tjapkes said. “It’s unfortunate that these two teams had to play in the first round of districts, but to be the best, you have to beat the best.” Displayed poorly Other Thank you! This will help us improve your ad experience. We will try not to show you such ads again. Displayed poorly Range: Why Generalists Triumph in a Special… Bestseller Report a problem This item is… Add Comments (Max 320 characters) DEAL OF THE DAY Not relevant
Share This!©Rikki NiblettIt’s well known that The Osborne Family Spectacle of Dancing Lights will be ending this year, but if you’ll be down there early this week, I bring you good news! Guests will have an additional opportunity to see the lights, as they have been extended through Wednesday at Disney’s Hollywood Studios.In addition, the park will remain open until 10:00 p.m. Monday, January 4 through Wednesday, January 6. The Osborne Family Spectacle of Dancing Lights will be available from dusk until 9:00 p.m. on the Streets of America.So if you’ll be in town and the lights are a favorite of yours, make sure you catch them before the glow away forever on Wednesday, January 6.
Originally posted on HR Bartender blog. I’m not going to write a big long explanation for this post. If you’re in the HR world, you know that the much-awaited final ruling came from the U.S. Department of Labor (DOL) about changes to the overtime rule in the Fair Labor Standards Act (FLSA.) Last summer, I spoke with Jonathan Segal, a partner with the law firm Duane Morris LLP regarding the proposed overtime rule changes to the minimum weekly salary requirement and the primary duty test. When I read that the final rules were released, I asked Jonathan if he would give us the scoop. And he very graciously said yes.I cannot begin to tell you how thankful I am that Jonathan dropped everything to share his initial thoughts with us. He does have a full-time job that keeps him very busy. Please remember that his comments should not be construed as legal advice or as pertaining to any specific factual situations. If you have detailed questions, you should address them directly with your friendly neighborhood labor attorney.The U.S. Department of Labor final rule regarding overtime came out last week. What are the key provisions of the new rule?[Segal] Initially, the DOL proposed effectively $970 per week. In the final rule, the DOL made the weekly minimum salary ‘only’ $913. Even with the reduction from the initial proposal, this is still more than double what the minimum salary currently is under the 2004 regulations.There is one bit of good news for employers. That is, unlike before, employers now can include certain non-discretionary compensation toward the minimum salary. Specifically, employers can include non-discretionary bonuses, incentive payments and commissions to satisfy up to 10 percent (10%) of the minimum weekly salary.Also, the DOL had proposed increasing the minimum salary each year. Instead, the DOL, when it finalized the regulations, has mandated increases ‘only’ every three years. Again, this is less than what was feared, but still creates some cost concerns for employers.The DOL initially had asked a series of questions about the primary duty test. Those questions suggested that the DOL might adopt a percentage approach, like California. Fortunately, the DOL did not adopt a percentage approach. Indeed, it did not change the primary duty test at all. Primary duty still means major or most important. While the standard has not changed, our experience is that the DOL is examining positions more closely.Reminder: employee gets the benefit of federal or state law, whichever is more protective. Accordingly, California employers remain subject to the percentage test.There was concern that employers would be given only 60 days to implement. The effective date of the new rules is December 1, 2016. Therefore, employers will have almost six months to prepare.While six months seems like a long time to get ready, the time can pass quickly. What types of activities should human resources professionals do in order to get prepared for the changes?[Segal] HR professionals are going to need to evaluate carefully a number of options before deciding what to do with each employee whose salary falls below the new minimum salary. There is no ‘one-size-fits-all’ answer to the key question we all will face in deciding whether to raise salaries or to convert to non-exempt.One factor that an employer will need to consider is the impact of an increase of one employee’s salary on other employees. Should other employees who are above the minimum salary get a boost, too?If the decision is made to increase the employee’s minimum salary now, the employer needs to know that that salary will continue to rise. Can the employer commit now to future increases?The employer also needs to consider the employer relations considerations in converting the employee from exempt to non-exempt. For some employees, being converted from exempt to non-exempt will be deemed as a demotion.Moreover, for many, there will be a loss of flexibility if an employee is converted from exempt to non-exempt. We all know that exempt employees have more flexibility in terms of when and where they get the work done compared to non-exempt employees.It is not sufficient to say that these employees will lose flexibility. By virtue of their jobs, even if they are reclassified as non-exempt, many of them will need some flexibility.Therefore, employers will need to develop carefully-crafted recordkeeping plans to allow for some remote work by non-exempt employees who previously were exempt. No remote work may avoid legal claims but it may limit your business. So start thinking about guard rails to limit, capture and pay for all remote work. This is deceptively complex issue so please consult with counsel for legal adviceThese are but some of the issues that employers will need to consider as they make the decision whether to increase an employee’s salary or to convert him or her to non-exempt.One of the considerations you mentioned in the last question are the conversations that the company needs to have with employees who are currently exempt (and will become non-exempt when the rule goes into effect.) What are 2-3 tips that organizations need to consider when speaking with employees?[Segal] Communication is critical if an employee is converted from exempt to non-exempt. As previously noted, the employee may deem this to be a demotion.I remember in 2004 when law firm paralegals were told they no longer were professionals and would receive overtime. Notwithstanding the potential to earn more money, many were upset.It is important for the employer to make clear that the change is driven by law and that the employer does not value any less the contributions that the employees provide. Yes, say it: don’t just think it!Less is not always more so take the time to explain. That may mean preparing bullet points for your managers if HR cannot handle every meeting.Another consideration you mentioned was the provision in the final rule that automatically updates the minimum salary requirement levels every three (3) years. How does this increase every 3 years affect the decisions employers make now?[Segal] Employers need to consider first and foremost how they will get the work done. And, yes, that includes the cost of doing so. In determining cost, employers must consider that there will be increases every 3 years. They will be based on the 40th percentile of full-time employees in the South.Employers may wish, periodically, to look at data from the Bureau of Labor Statistics (BLS) to determine what the 40th percentile is. That may result in a change in course of action before the mandated increase. Keep in mind that, if you increase an employee’s pay and then convert, the cost of overtime will be substantially higher. As noted earlier, the minimum salary will go up every 3 years. What if you can’t keep up?As a general rule, an employee’s base rate for overtime is all compensation (subject only to certain enumerated exceptions) divided by 40. The employee usually receives 1.5 times the base rates for overtime hours (that is, over 40). Reminder: in California, it is after 8 hours in a day.So, let’s assume you raise an employee now from $750 per week to $913 per week and then over the next 3 years to $1,000 per week. But let’s project the number the DOL comes up with 3 years from now is $1,100 per week. Too much, you say?That’s okay. You can convert the employee to non-exempt at a later date but you will be making overtime payments at a much higher level than if you had converted the employee initially and not later.Yes, we all will be making judgment calls on imperfect information! But isn’t that what HR does all the time as it balances competing considerations?Last question, where can HR pros go to learn more about the new regulations and how it impacts them? Is your firm putting together a webinar that readers can register for?[Segal] SHRM is a wonderful source for information. I learn a great deal not only from the webinars but also from its thought leaders on Twitter, in particular, on this issue, Lisa Horn. You can follow her on Twitter @SHRMLobbyistLisaAnd our firm is hosting a number of webinars. Thanks for opportunity to share a link: http://bit.do/b2UL3A HUGE thanks to Jonathan for sharing his knowledge with us. If you want to stay on top of these changes, be sure to follow him on Twitter @Jonathan_HR_Law or read his blog at Duane Morris. This issue is going to be talked about for some time. It’s important to get the information needed to make the right decisions for your organization.
Related Posts john paul titlow When Amazon launched its Kindle Fire tablet last month, it sparked discussions among most tech enthusiasts and bloggers over things like whether or not they’d buy one and whether the new device should be seen as a competitor to Apple’s tirelessly dominant iPad. One detail about what Amazon unveiled was cause for concern for some. Silk, the Web browser that will ship with the new tablet, utilizes Amazon’s powerful cloud computing infrastructure to help serve up Web pages faster and even predict your browsing habits. Naturally, this split architecture and its potential to capture private user data caught the attention of organizations like the Electronic Frontier Foundation, who inquired with Amazon about the privacy implications Silk presents. The EFF got some answers late last week, and the organization was largely reassured by what it heard. Perhaps most importantly, Amazon noted that Silk’s cloud acceleration feature is optional. Users can easily turn it off in their settings if they would prefer that Silk load pages like a standard Web browser. Amazon also said that even when it’s turned on, Silk’s cloud acceleration would not affect pages secured with SSL. Thus any requests for any URL prefixed with HTTPS would not be passed through Amazon’s servers. Finally, Amazon assures privacy advocates that the data it does capture is completely anonymized and that it cannot be linked to an individual or Amazon user account. Some Privacy Concerns Persist Still, the EFF is not 100% satisified with Amazon’s approach, although they said they are “generally satisfied with the privacy design of Silk.” They note that some URLs contain identifying information, and that some content cached on Amazon’s servers could as well. Even the aggregate, presumably anonymous browsing data Amazon will collect concerns the EFF, who says it could make “an attractive target for law enforcement.”Members of the U.S. Congress have also started asking questions about Silk. Last week, lawmakers from both political parties pressed Amazon about the browser’s ability to track user behavior and what the company plans to do with the data it collects. Democratic Congressman Ed Markey gave Jeff Bezos three weeks to answer a letter containing a series of questions about the issue, while others pondered the necessity for legislation to protect consumers.Either way, Amazon is set to start shipping the Kindle Fire on November 15. Any early adopters who are not convinced that their privacy is secured while using the device’s Web browser can turn the controversial setting off. A Web Developer’s New Best Friend is the AI Wai… Tags:#Amazon#Browsers#news#web Top Reasons to Go With Managed WordPress Hosting Why Tech Companies Need Simpler Terms of Servic… 8 Best WordPress Hosting Solutions on the Market
It might seem too early for the next iPhone rumourbut we have quite a substantial image-leak for the next iteration of theiPhone 5C. If the images are to be believed what we are seeing here looks like therear housing of iPhone 6C. With the bright coloured back it very well qualifiesas the successor to the iPhone 5C which was introduced in 2013.The phone is rumoured to be launched by the end ofthis year and should be released alongside the iPhone 6S and iPhone 6S Plus.Other than the images, previous leaks suggest that the phone will feature thesame 4-inch screen that the previous iPhone 5C sported.The iPhone 6C might be powered by the A8 chipset,the same chipset that powers iPhone 6 whereas the iPhone 6S and 6S Plus mightget the newer A9 SoC. In the images iPhone 5c and the purported iPhone 6c lookpretty similar but the new version shows room for a dual-LED flash and adistinctive dual-speaker grill.That said, these images cannot be taken tooseriously as these are just initial leaks that can only be substantialised byfurther leaks on similar lines. The phone will be cheaper than the all-metaliPhone 6 but the consumer will have to compromise with the extremely plastickyrear panel.Source: GSMArena
APTN NewsIndigenous activists are keeping a close eye on an oil spill near Barriere, B.C., days before Kinder Morgan’s so-called deadline on its $7.4-billion Trans Mountain expansion project.On Sunday, the provincial Ministry of Environment said a flow meter leaked about 100 litres of crude oil into the ground at the Darfield Pump Station.Crews started cleaning up the site and monitoring the area.“The station was quickly isolated and as a precaution, the main Trans Mountain Pipeline was shut down,” a statement reads, adding crews started the pipeline just before 3:30 p.m. that day.Kanahus Manuel, who’s spearheading the Tiny House Warriors movement in an attempt to block the pipeline, was on site during the cleanup – and plans to keep monitoring the area.“When the pipeline spills like that on our land, if we don’t mobilize and if we don’t go there and if we don’t show our presence, then they can continue to do this and get away with it,” she said.Kinder Morgan has threatened to back out of the expansion project by May 31 if Ottawa, B.C. and Alberta can’t come to an agreement. Meanwhile, a B.C. court quashed two legal challenges by the City of Vancouver and Squamish Nation, but a number of other lawsuits are still pending.Meanwhile, Green Party Leader Elizabeth May pleaded guilty to criminal contempt after she protested at the Kinder Morgan construction site, violating a B.C. court injunction. She must pay a $1,500 fine.“I made a promise to the Tsleil-Waututh, Squamish and Musqueum First Nations that I would stand with them in opposing this disastrous pipeline and tanker project,” she said in a press release. “To keep that promise, I made the choice to undertake an act of civil disobedience. I knew the consequences and, in pleading guilty today, I accept the consequences of my actions.”On Monday, Prime Minister Justin Trudeau reiterated that his government is “going to get this pipeline built,” but offered no news on the matter days before Kinder Morgan’s deadline.“We continue to engage in financial discussions on the way we are going to do that,” he said. “When we have something to announce you can be sure we will announce it.”Until then, Kinder Morgan has stopped all non-essential spending on the pipeline expansion project that will triple the flow of diluted bitumen from Edmonton to Vancouver.Manuel is preparing for a battle this week, as she expects the federal government will manage to greenlight the project.“They’re going to go full force,” she said. “They want to see this pipeline completed.And we’ll do whatever it takes to stop it and block it.With Files from the Canadian Press