Oil price rises over Oman supply fears

first_img Oil price rises over Oman supply fears Monday 28 February 2011 3:06 am Show Comments ▼ whatsapp whatsapp Share by Taboolaby TaboolaSponsored LinksSponsored LinksPromoted LinksPromoted LinksYou May LikeMisterStoryWoman Files For Divorce After Seeing This Photo – Can You See Why?MisterStoryMoneyPailShe Was A Star, Now She Works In ScottsdaleMoneyPailTotal PastThe Ingenious Reason There Are No Mosquitoes At Disney WorldTotal PastPeople TodayNewborn’s Strange Behavior Troubles Mom, 40 Years Later She Finds The Reason Behind ItPeople TodaySerendipity TimesInside Coco Chanel’s Eerily Abandoned Mansion Frozen In TimeSerendipity TimesBetterBe20 Stunning Female AthletesBetterBeautooverload.comDeclassified Vietnam War Photos The Public Wasn’t Meant To Seeautooverload.comElite HeraldExperts Discover Girl Born From Two Different SpeciesElite HeraldDrivepedia20 Of The Most Underrated Vintage CarsDrivepediacenter_img Brent crude rose over one per cent to near $114 a barrel today (Monday) as protests in Oman fuels concern about security of supply from the Middle East and North Africa even as top exporter Saudi Arabia pumps more.Oman is the latest producer to feel the impact of the regional unrest, although its oil flow has not been affected. Revolt in Libya has cut as much as three quarters of the OPEC-member’s output, prompting Saudi Arabia to step in and plug the supply gap to Libya’s oil buyers.Brent crude rose by $1.15 to $113.29 a barrel. US crude rose $1.39 at $99.27 a barrel. Both benchmarks posted their highest weekly close in two and a half years last week.“There is the continued threat that conflicts will spread in the region that produces a large amount of oil in the world,” said Ben Westmore, a commodities economist at the National Australia Bank.“There’s been a bit of a contagion already,” he said.The worst-case scenario for oil markets would be an interruption to supply from Saudi Arabia. It holds most of the world’s spare crude output capacity, and without it there is no producer that could fill supply disruption such as that stemming from Libya.The impact on oil supply would also be severe if conflict were to spread to big suppliers such as Iran and Kuwait, Westmore said.Protestors blocked roads into the industrial area of Oman’s refined product export port Sohar on Monday. Product shipments continued unhindered, a port spokeswoman said.Oman is a small oil producer pumping around 850,000 barrels per day, but its crude forms part of benchmark pricing for more than 10 million barrels per day of crude shipped from the Middle East to Asia. Oman exports crude through the port at Mina al-Fahal. John Dunne More From Our Partners A ProPublica investigation has caused outrage in the U.S. this weekvaluewalk.comUK teen died on school trip after teachers allegedly refused her pleasnypost.comBrave 7-Year-old Boy Swims an Hour to Rescue His Dad and Little Sistergoodnewsnetwork.orgBiden received funds from top Russia lobbyist before Nord Stream 2 giveawaynypost.comAstounding Fossil Discovery in California After Man Looks Closelygoodnewsnetwork.orgSupermodel Anne Vyalitsyna claims income drop, pushes for child supportnypost.comRussell Wilson, AOC among many voicing support for Naomi Osakacbsnews.comNative American Tribe Gets Back Sacred Island Taken 160 Years Agogoodnewsnetwork.orgPolice Capture Elusive Tiger Poacher After 20 Years of Pursuing the Huntergoodnewsnetwork.org Tags: NULLlast_img read more

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Hwange Colliery Company Limited (HCCL.zw) 2017 Annual Report

first_imgHwange Colliery Company Limited (HCCL.zw) listed on the Zimbabwe Stock Exchange under the Mining sector has released it’s 2017 annual report.For more information about Hwange Colliery Company Limited (HCCL.zw) reports, abridged reports, interim earnings results and earnings presentations, visit the Hwange Colliery Company Limited (HCCL.zw) company page on AfricanFinancials.Document: Hwange Colliery Company Limited (HCCL.zw)  2017 annual report.Company ProfileHwange Colliery Company Limited extracts, processes and distributes raw coal and coal products in Zimbabwe and sub-Saharan Africa. The Hwange Coalfield and Chaba Mine are located in the north-western region of Zimbabwe; its head office is in the capital city, Harare. Hwange Colliery operates in three segments; mining, medical services and estate management. The Mining division operates in categories that include thermal coal, industrial coal and coking coal. The coke categories include foundry coke, metallurgical coke, coke peas and coke breeze. The by-products include benzole, tar naphthalene and coke oven gas. The Medical Services division manages a healthcare service for its employees and local communities in the mining areas. The estate management division provides and manages properties for rental and sells retail goods and services. Hwange Colliery Company Limited is listed on the Zimbabwe Stock Exchangelast_img read more

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The future of face-to-face fundraising

first_imgThe future of face-to-face fundraising AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Howard Lake | 22 July 2007 | News A new conference looking at the future of face-to-face fundraising is taking place in London on 27 September.The conference entitled ‘Where now for face-to-face fundraising?’ will be held at City University.Organised by fundraising sector specialist Back Page Books, this unique event will look at how the face-to-face marketplace has changed, how it is affected by new regulation and legislation and what the future may hold. Advertisement Tagged with: Eventscenter_img  21 total views,  1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis “Face-to-face is still one of the most cost-effective techniques in a fundraiser’s armoury,” said Penny Stephens, director of Back Page Books. “We know that it has been phenomenally successful for charities over the last 10 years or so, and it continues to bring in hundreds of thousands of new donors and millions of pounds each year. But it’s a high profile form of fundraising and it also comes under the media microscope more often than other techniques.”Supported by the Public Fundraising Regulatory Association (PFRA) and chaired by its chief executive Mick Aldridge, the conference will address questions such as:*Who are our donors and how do we look after them? *What will the Charities Act mean for face-to-face?*Is in-house face-to-face feasible, or must we always outsource?*Should we be looking at attrition or retention?*New forms of face-to-face: are they damaging the sector?*What does F2F fundraising look like in other countries, Europe and further afield, and what can we learn from them?Speakers will include Michael Naidu of Mencap, Jenny Sheriff of Sustrans, Anne-Marie Piper of Farrers, Patrick Brennan of nfpSynergy, Daryl Upsall of Daryl Upsall Consulting International and Ian MacQuillin of Turner PR. Places are limited at this event and early booking is advised. 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.last_img read more

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Recruiting a New Chief Executive: A Guide for Trustees and Chairs

first_img Howard Lake | 19 January 2008 | News  13 total views,  1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Recruiting a New Chief Executive: A Guide for Trustees and Chairs 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.last_img read more

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Fundraiser to end child abuse

first_img Pinterest Harmony Home logo Twitter Facebook By admin – April 4, 2018 Previous articleMall-wide job fairNext articleMarch for Babies admin Facebook Twittercenter_img WhatsApp Harmony Home Children’s Advocacy CenterA Bingo and Bubbly Ladies Luncheon benefiting the Harmony Home Children’s Advocacy Center has been scheduled from 10:30 a.m. to 2 p.m. Friday at MCM Grande FunDome Hotel, 6201 E. Business I-20.The event will include champagne, prizes, auction, bingo and more.For tickets or table reservations, call Imelda Garcia at 432-333-5233 or email [email protected] Fundraiser to end child abuse Local News Pinterest WhatsApplast_img read more

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KymetaTM Expands Its Next Generation Solutions with Commercial Availability of the u8 GOV Terminal…

first_imgLocal NewsBusiness Facebook The u8 GOV terminal and u8 GO provide the complete connectivity solution for on-the-go communications. Facebook KymetaTM Expands Its Next Generation Solutions with Commercial Availability of the u8 GOV Terminal and u8 GO Twitter WhatsApp TAGS  center_img By Digital AIM Web Support – February 9, 2021 Pinterest Twitter WhatsApp Pinterest Previous articleIntradiem Launches Automation Solution for Back Office OperationsNext articleInvestition in Digitalisierung: Bundeswehr beauftragt Motorola Solutions mit der Erneuerung der sicherheitskritischen, verlegefähigen Kummunikationsnetze Digital AIM Web Supportlast_img read more

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Clarity needed on fate of cross border workers – Begley

first_img Twitter Google+ News, Sport and Obituaries on Monday May 24th Facebook Arranmore progress and potential flagged as population grows WhatsApp By News Highland – March 25, 2020 Previous articleSwann urges people to stay at home as NI death toll reaches 5Next articleSliabh Liag Visitor facilities closed due to Covid-19 News Highland Nine til Noon Show – Listen back to Monday’s Programme Facebook RELATED ARTICLESMORE FROM AUTHOR AudioHomepage BannerNewscenter_img Clarity needed on fate of cross border workers – Begley Pinterest Google+ Pinterest Important message for people attending LUH’s INR clinic Twitter There are urgent calls for more clarity for cross-border workers on the current emergency lockdown measures in the North.It’s estimated that more than 30,000 workers cross the border every day for work, many of them employed in hospitals and health services.The lockdown in the north has left many concerned about how it will impact them when they work in one jurisdiction and live in another.MP Órfhlaith Begley says there needs to be cooperation between ministers north and south to ensure these cross-border workers not left in limbo…………Audio Playerhttps://www.highlandradio.com/wp-content/uploads/2020/03/orlabegley1pm.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume. Loganair’s new Derry – Liverpool air service takes off from CODA WhatsApp DL Debate – 24/05/21 last_img read more

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Purpose is a two-faced god

first_imgPurpose is a two-faced godOn 1 Feb 2001 in Personnel Today Is the law deliberately designed to make your life difficult? Some days itis hard to believe it isn’t. Here two leading lawyers sound off about someparticularly topical bugbears. And, they warn, don’t expect things to get anybetter…Purpose is a two-faced godBusiness constantly asks the law to give certainty. Increasingly it fails todo so and many wonder why. One reason is that these days we are constantly toldthat our laws should be interpreted “purposively”. In other words,look for what the legislator intended to mean and don’t worry to much about thewords actually used. This can be beneficial – it plainly makes the law lessrigid – but it is not a good recipe for certainty. This is particularly so whenthere are different views as to the chief purpose of a particular law. Purposecan vary with the perspective of the onlooker and this can foul things up foreveryone. Take an example from The Transfer of Undertakings (Protection of Employment)Regulations. Many people buying businesses plan changes to increase efficiencyand profitability. Most of these changes will be “measures” withinEuropean and domestic law. Since 1981 the law has required measures to be thesubject of consultations with employee representatives. Employers are requiredto consult “with a view to reaching agreement”. It seems from this that the legislator would take a benign view whennegotiations take place and result in an agreement being reached. In otherwords the purpose of this law is to encourage agreements. What could be betterthan employers and employees considering the future of a business together andagreeing a way forward? Then see what the judges did with this law. According to the ECJ and theHouse of Lords, any agreements reached by employees in these consultations arenot binding. The judges’ reasoning is that, in their view, the principlepurpose of the directive is to protect employee’s rights. Apparently, employeesneed protection so much that their elected representatives or trade unionscannot be trusted to look after them when a business changes hands, even if thenew deal leaves employees better off. So, like Janus, purpose seems to be a godthat looks in two directions at once. Many will ask: why bother to consult if no agreement can be relied upon?Because, to add insult to injury, you will be sued if you don’t. The law saysthat you may have to pay up to 13 weeks’ pay to each affected employee if youdo not consult. Remember, too, what may have to be done to begin consultation.If a workplace has no recognised trade union (and three-quarters of workers inthe UK are not in trade unions) or no representatives exist, then electionsmust be held to identify them. The trouble here is that no one has been able to cut through the morass ofgood intentions and settle on a sensible balance of interests. In 1998 the DTItried to persuade European legislators to allow representatives to do deals foremployees without success. In the end everyone is left to muddle throughdespite the law – all because the judges and legislators cannot agree on itspurpose. Fear the worst: there is much more where this came from! Stephen Levinson is a partner at KLegal, the law firm associated withKPMG Guilty until proven innocent?Handling a sexual harassment claim is one of the most difficult problemsfacing employers. The sensitive nature of such complaints, the potential forunlimited compensation and above all the difficulty in balancing the rights ofthe victim and the alleged harasser while determining the issues, means eventhe most experienced human resources manager must tread carefully. The latest Equal Opportunities Review survey reveals that compensation insex discrimination cases averaged £7,208, representing only a 5 per centincrease over the previous year. This contrasts with an increase of no lessthan 65 per cent in compensation in race discrimination cases now running at anaverage of £9,948.   There were only 206sex discrimination cases which resulted in compensation awards and thestatistics suggest that sexual harassment which, after all, only represents apart of the discrimination total, is, at least in terms of financialconsequences for employers, small beer. However, the practical experience suggests the reality is rather different.The great majority of cases settle, and no figures are available which giveeither the numbers or the compensation paid. The true cost to the employerincludes absences through ill health, management time spent in investigation,compensation paid to victims, costs of replacing staff sacked for harassmentand, of course last but not least, lawyers’ fees.  If identifying harassment is sometimes difficult, determining liability canalso be complex. The “strict liability” test raises the spectre ofemployers being liable for the actions of employees in the course of theiremployment. Employers will be held liable for sexual harassment about whichthey were informed but which they did not seek to remedy. But what if the employerdoes not know about the harassment? An employer is still potentially liable forthis because the law actually states that the employer is liable for adiscriminatory act by an employee “whether or not it was done with theirknowledge.”There is no doubt that sexual harassment can blight the lives not only ofvictims, but also those wrongly accused. While it is not always easy to form aview on the rights and wrongs of a particular case, I am confident I haveencountered instances where a relatively junior employee has “played thesexual harassment card” in an attempt to wreck the career of a seniorconsidered, for one reason or another, to be an enemy. No smoke without fire isan all too common reaction. It is vitally important that the investigation processwill not only uncover sexual harassment where it takes place, but also thosewho make wrong accusations who should, of course, themselves then be subject todisciplinary action. The position under UK law is that the onus of proof always remains with theperson alleging sexual discrimination albeit, where less favourable treatmentis established and not explained, the court or tribunal is permitted to draw aninference of discrimination. This is all set to change under a EuropeanDirective on the burden of proof in sex discrimination law. The UK has until 22July to comply. The directive requires that when people establish facts fromwhich it may be presumed there has been direct or indirect discrimination, itshall be for the employer to prove that there is no breach of the principle ofequal treatment. It might be thought this would have no obvious application in sexualharassment. What facts have to be established in order for there to be apresumption of discrimination resulting in a reverse of the burden of proof? This is not an easy question. If special attention given to an individualwas shown, would it then be presumed that that was on account of sex? Wouldthat create a situation where the burden passed and any doubt had to beresolved in favour of the person alleging sexual harassment?  How would that stand in relation to theHuman Rights Act? These are all difficult questions but at the very least, theburden of proof directive can only encourage sex discrimination claimsincluding those relating to harassment. Anthony Fincham is employment partner at CMS Cameron McKenna Comments are closed. Previous Article Next Article Related posts:No related photos.last_img read more

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Website of the week: www.longservice.com

first_imgWebsite of the week: www.longservice.comOn 4 Dec 2001 in Personnel Today Comments are closed. Previous Article Next Article Nobody acknowledges the importance of rewarding long service more than HR,but finding the time to administer and manage it in a structured way isn’talways easy. Longservice.com, owned and run by WH Business Gifts, offers asimple, Web-based system that takes care of the whole business. Service periodscan be determined online (for instance, five years, 10 years and so on) and arecognition level allocated for each one. Once Longservice is supplied with thenecessary employee data (this can be done annually or monthly), the systemrecognises when an employee is coming up for a service reward, and provides fora gift to be chosen for them or by them from the appropriate recognition level,and then delivers it. HR can control whether it wants the gift to be deliveredto the recipient’s home or to be presented, and can choose from optionsincluding personalisation. There is no set-up fee or contractual agreementrequired, and the service can be extended to birthdays and leaving presents.The site allows you to take a simple tour and clicking on the “HRinvolvement” section will explain exactly what the HR department has to doto get it up and running. Related posts:No related photos.last_img read more

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USA: Eisenhower CSG to Deploy

first_img View post tag: CSG USA: Eisenhower CSG to Deploy View post tag: Naval Share this article View post tag: News by topic June 19, 2012 Training & Educationcenter_img View post tag: Eisenhower The Eisenhower Carrier Strike Group (IKE CSG), with nearly 6,000 Sailors, is scheduled to deploy from Naval Station Norfolk, Va., and Naval Station Mayport, Fla., June 20, to support operations in the U.S. Navy’s 5th and 6th Fleets.The aircraft carrier USS Dwight D. Eisenhower (CVN 69), commanded by Capt. Marcus A. Hitchcock, guided-missile destroyers USS Winston S. Churchill (DDG 81) and USS Jason Dunham (DDG 109) will deploy from Naval Station Norfolk.Guided-missile cruiser USS Hue City (CG 66) and guided-missile destroyer USS Farragut (DDG 99) will deploy from Naval Station Mayport.Working with allied and partner maritime forces, the IKE CSG deployment will focus heavily on maritime security operations and theater security cooperation efforts.IKE CSG has successfully completed a series of complex training events and certifications over the last several months to ensure they operate effectively and safely together.Commanded by Rear Adm. Michael Manazir, IKE CSG is comprised of Carrier Strike Group (CSG) 8, embarked Carrier Air Wing (CVW) 7, embarked Destroyer Squadron (DESRON) 28, Winston S. Churchill, Jason Dunham, Hue City and Farragut. The aircraft squadrons of CVW 7 embarked aboard IKE are: The squadrons of CVW-7 include strike fighter squadrons VFA-143 “Pukin Dogs”, VFA-131 “Wildcats”, VFA-83 “Rampagers” and VFA-103 “Jolly Rogers”; tactical electronics warfare squadron VAQ-140 “Patriots”; carrier airborne early warning squadron VAW-121 “Bluetails”; Fleet Logistics Support Squadron 40 “Rawhides and helicopter anti-submarine squadron HS-5 “Nightdippers.”[mappress]Naval Today Staff, June 19, 2012; Image: US Navy Back to overview,Home naval-today USA: Eisenhower CSG to Deploy View post tag: DEPLOY View post tag: Navylast_img read more

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