The distribution and nutrient status of phytoplankton in the Southern Ocean between 20� and 70� W

The distribution of phytoplankton along transects amounting to about 10,000 nautical miles in the sector of the Southern Ocean between 20° and 70°W was determined during the austral summer of 1978/79. Chlorophyll a concentration was monitored by the continuous measurement of in vivo fluorescence (IVF). Surface samples were collected for the determination of temperature, salinity, chlorophyll a concentration, carbon fixation rate and species of the phytoplankton. Phytoplankton distribution was found to be extremely patchy both locally and regionally. High phytoplankton concentrations were often associated with either hydrographic features, such as upwelling or the presence of sea-ice, or with bathymetric features, such as shelf breaks, submarine mountain ranges or islands. Enrichment experiments, in which the effects of various nutrient additions on the rate of 14C fixation by the natural phytoplankton were compared, and bioassay experiments, in which the growth of Thalassiosira pseudonana (Hustedt) Hasle and Heimdal in enriched water samples was measured, were carried out using water samples collected at various stations throughout the study area. Although these techniques were effective in demonstrating nutrient limitation elsewhere, the results suggest that availability of nitrate, phosphate, silicate, trace metals or vitamins exerts no primary control over phytoplankton abundance south of the Polar Front. read more

Feeding of krill around South Georgia. II. Relations between feeding activity, environment and vertical distribution

Relations between a model of the feeding activ- ity of Euphausia superba, the oceanic environment and the vertical distribution of krill around South Georgia are described. Krill with full alimentary tracts occur both above and below the thermocline, over a 20-fold range of chlorophyll concentration. Changes in chlorophyll concentra- tion, temperature, salinity and nutrients which occur down the water column appear to have no effect upon the feeding activity of krill. As the energy requirements of krill can be met with known filtration rates over the range of chlorophyll concentrations encountered, this study suggests that krill adjust their filtration rate to compensate for wide changes in chlorophyll concentration and feed throughout the water col- umn. We cannot, however, exclude the possibility that krill from all depths could have fed in the cod-end of the net in the surface layer read more

‘Scandalous’ and ‘absurd’ changes to Welsh eviction laws will make ejecting bad tenants ‘a huge problem’

first_imgWelsh housing minister Julie James has announced in a series of tweets that she is to reform the evictions process is Wales in a way that will give tenants year-long contracts by default.At the moment Welsh tenants, like their English counterparts, have a minimum contract period of six months when signing up to an Assured Shorthold Tenancy, but James says Wales is now to go further and extend this to a year.“I am optimistic that we can overcome the final barriers to implementing our [act] and that tenants will feel all the benefits of the changes before the end of this assembly,” the minister says.But unlike England, the Welsh government does not have plans to offer alternative routes for landlords to evict tenants should they wish to move back into a property, sell or comprehensively refurbish it.Eviction legislationThe changes to the Renting Homes (Wales) Act 2016, which contains the equivalent to Section 21 ‘no fault’ eviction legislation in England, have been heavily criticised by the Residential Landlords Association’s Vice Chair in Wales.“This is a scandalous move that is essentially introducing 12-month contracts by default,” says Douglas Haig (pictured, below).“Creating a situation where a property cannot be repossessed within the first six months and then introducing a further six-month notice period could cause huge problems for landlords.“They will be left powerless when it comes to problem tenants, who will be legally allowed to stay in the property for a year. If tenants are not paying rent, huge arrears could build up in this time.“We will be warning government that this move could cause serious damage to landlord confidence and the availability of homes to rent in Wales, at a time when demand continues to increase.”David Cox, Chief Executive of ARLA Propertymark, says: “Extending notice periods to six months is absurd. It means that landlords will have to wait half a year before they can start court proceedings, which then takes 22 weeks on average before the tenant is actually evicted.“Therefore, this means that tenants could build up almost a year in rent arrears before a Possession Order is enforced; potentially causing landlords to be repossessed by their mortgage lender. In another example, if the tenant is being evicted for anti-social behaviour, these proposals mean that neighbours would be forced to endure up to 12 months of the tenant from hell. This is illogical and will only damage the sector and local communities.”  July 8, 2019Nigel LewisWhat’s your opinion? Cancel replyYou must be logged in to post a comment.Please note: This is a site for professional discussion. Comments will carry your full name and company.This site uses Akismet to reduce spam. Learn how your comment data is processed.Related articles Letting agent fined £11,500 over unlicenced rent-to-rent HMO3rd May 2021 BREAKING: Evictions paperwork must now include ‘breathing space’ scheme details30th April 2021 City dwellers most satisfied with where they live30th April 2021 Home » News » ‘Scandalous’ and ‘absurd’ changes to Welsh eviction laws will make ejecting bad tenants ‘a huge problem’ previous nextRegulation & Law‘Scandalous’ and ‘absurd’ changes to Welsh eviction laws will make ejecting bad tenants ‘a huge problem’Extension to legislation proposed by Welsh housing minister will see tenants given minimum contract term of 12 months.Nigel Lewis8th July 201901,352 Viewslast_img read more

We Must Build A Future Workforce For ALL

first_imgThe latest Future of Jobs Report by the World Economic Forum suggests that the rapid evolution of machines and algorithms in the workplace could create 133 million new roles between now and 2022.That’s a heck of a lot of jobs to fill.This is a great problem to have, but a problem none the less if we are not in a position to take advantage of the opportunity. According to the quarterly Gartner Emerging Risks Survey, talent shortage rated as one of the top three emerging risks that organizations face globally. In 2018, the ManpowerGroup Talent Shortage Survey noted that employers are struggling to fill open jobs, with 45% globally reporting that they can’t find the skills they need.While I believe the data and have seen this challenge play out firsthand, I’m also a firm believer that in a world with 7.5+ billion people, there are plenty of talented individuals with the will to succeed in these emerging jobs.As business leaders, it’s our responsibility, and a business necessity, to prepare our workforce – those here today and those coming tomorrow. And we can’t afford to leave anyone out. We must arm those with the will to succeed with the skills to succeed.Here are five approaches we’re taking to prepare our future workforce.Engage students early and often. Dell Technologies has invested nearly $70 million in STEM (science, technology, engineering and math) education programs over the last five years. The programs provide students access to technology and educational programming. Many students around the world just require ongoing exposure and encouragement to enter into STEM fields. There’s an expression that says, “if you can see it, you can be it.” By sponsoring programs like Girls Who Code, FIRST Robotics and Computer Aid International, we provide both monetary and team member support to initiatives that empower kids to see themselves succeeding in the workforce of the future regardless of their gender, background or socioeconomic status.Tap into “non-traditional” talent pools that could get overlooked.People on the autism spectrum often have key skills required for success in the tech industry – attention to detail and strong math skills for example. However, sources estimate that as many as 90% of adults with autism are either unemployed or underemployed. Given this fact, in partnership with HMEA, The Arc of the Capital Area and Neurodiverisity in the Workplace, we’ve  established a neurodiversity hiring initiative in Massachusetts. Due to the positive experience, we recently expanded the program to Texas. Our Neurodiversity Hiring Program provides career readiness training for individuals on the autism spectrum, with the potential for full-time career opportunities in critical areas such as cyber-security, data analytics, software engineering, artificial intelligence and more.We also recognize the incredible talents and skills of military veterans and their spouses and actively work to recruit, train, and hire from this often-overlooked talent pool. Military veterans and spouses too often struggle to convey the many transferrable skills they possess. With characteristics like discipline, commitment and loyalty, we know the veteran community is a highly skilled talent pool and we are fortunate to have them as part of our Dell Technologies family.Skill and reskill the workforce to help eager non-techies and techies alike  The World Economic Forum Future of Jobs Report notes that the skills required to perform most jobs will shift by 42% leading up to 2022. We actively look for ways to skill and reskill not just our current employees, but the future talent pool as well. We joined Northeastern University’s Align program, which is designed to serve women and underrepresented minorities from non-IT fields who are pursuing master’s degrees in computer science. We also committed to the Historically Black Colleges & Universities (HBCU) Partnership Challenge and launched Project Immersion, a program where we work with minority serving institutions and other universities to establish curriculum and provide our employees as guest instructors. This college/corporate partnership ensures students have relevant and valuable skills upon graduation and universities accomplish high placement rates – a win for all parties.Recent research from McKinsey shows that between 40 million and 160 million women globally may need to transition between occupations by 2030, often into higher-skilled roles. We’ve partnered with the Society of Women Engineers and iRelaunch to provide job coaching and training for new and potential hires to ensure they are up to speed on the latest and greatest trends and information related to their fields and industries. We call the program Dell Career ReStart. Once hired, we offer 1:1 role and career mentoring and additional coaching and support to ensure that our employees have the best chance for accelerated success.Solve big problems together.Not one company is immune from the talent shortage so it’s critical we work together to share best practices, resources and solutions for meaningful change.Dell Technologies was recently invited to join the Autism @ Work Employer Roundtable, a way to share best practices and resources with other organizations and corporations who have autism hiring initiatives. As an organization committed to bringing diverse perspectives to the table, investing in hiring and training adults with autism is not only the right thing to do, it makes clear business sense.We were also a founding member of the Veteran Jobs Mission, which brings together companies committed to hiring, training, and providing career success opportunities to U.S. military veterans and military spouses.We’re also involved with the Reboot Representation Tech Coalition, which seeks to double the number of women of color graduating with computing degrees by 2025.  We are proud to be one of the twelve founding companies which committed more than $12 million to this goal, which represents a 30X increase in funding. Membership in Reboot continues to grow.We also joined the CEO Action for Diversity & Inclusion Coalition to work across our industry and more broadly on cultural and gender issues in the workplace.Culture matters.Our goal has always been to build an environment where team members can be themselves and where different perspectives, ideas and backgrounds are valued. Our team members have told us we’re on the right track. We were recently recognized by LinkedIn as a 2019 Top Company and by FairyGodBoss as a Top 10 Tech Company according to women working at Dell Technologies. But there is still much work to do and there is no quick fix.Progress requires a long-term view, systemic changes across the entire talent continuum, and new partnerships that bring peers together to create impact with scale. This is a journey, but our mission is very clear, and this will continue to be a key focus as we look toward 2030.last_img read more

Unemployment rate drops to 6.6 percent, 1,000 jobs added

first_imgThe Vermont Department of Labor announced today that the seasonally adjusted unemployment rate for February 2010 was 6.6 percent, down one tenth of a point from the revised January rate and down one tenth of a point from a year ago.“Vermont saw modest job growth across a number of sectors in our labor market in February,” said Patricia Moulton Powden, Commissioner of the Vermont Department of Labor. “While this is promising news, we would need to see this pattern continue to determine that employment recovery has begun in the state.”Seasonal Job GrowthDuring non-recessionary periods this past decade unadjusted job counts have grown an average of 1,200 jobs from January to February. This year we saw an increase of 2,200 or 0.7%, a better than average performance. The annual rate of unadjusted job growth improved to -1.4%. Much of the seasonal job gains came from the Education & Health sector, (900 or 1.5%) the State Government Education sector, (1,400 or 17.8%) and the Local Government Education sector, (600 or 2.4%). These are mostly education support staff returning from their January breaks. We also saw seasonal job gains in Manufacturing, (200 or 0.7%) Leisure & Hospitality, (400 or 1.1%) and Administrative Support & Waste, (250 or 3.2%). The largest seasonal declines were observed in Retail Trade, (-300 or -0.8%) Construction, (-750 or -7.4%) Other Services, (-300 or -3.1%) and Other State Government, (-250 or -2.8%).When seasonally adjusted, February payroll jobs grew by 1,000 jobs or 0.3% over January. This growth was led by the Administrative Support & Waste sector, (400 jobs or 4.7%) Local Government, (300 or 1.0%) Leisure & Hospitality, (200 or 0.6%) Manufacturing, (200 or 0.7%) and the Retail sector, (200 or 0.6%). Seasonally adjusted job losses were observed in the Construction sector, (-200 or -1.6%) and State Government, (-200 or -1.1%).Employment GrowthVermont’s February seasonally adjusted unemployment rate fell one tenth of a point to 6.6% as a result of an increase of 1,500 in the number of employed and a small decline, (-200) in the level of unemployed. For comparison purposes, the US seasonally adjusted unemployment rate for February was 9.7 percent, unchanged from January, 2010.February unemployment rates for Vermont’s 17 labor market areas ranged from 5.1 percent in Hartford to 11.0 percent in Newport. Local labor market area unemployment rates are not seasonally adjusted. For comparison, the February unadjusted unemployment rate for Vermont was 7.1 percent, down four-tenths of a point from January 2010 and down 0.3 points from a year ago.Vermont Labor Force Statistics (Seasonally Adjusted)Changes FromFebruary2010January2010February2009January2010February2009Total Labor Force361,300359,900361,1001,400200Employment337,400335,900337,0001,500400Unemployment23,90024,10024,100-200-200Rate (%)’s labor force, employment and unemployment statistics are produced from a combination of a Statewide survey of households and statistical modeling. The data are produced by the Local Area Unemployment Statistics Program (LAUS) a cooperative program with the US Department of Labor, Bureau of Labor Statistics and the Vermont Department of Labor.Vermont Seasonally Adjusted Nonfarm Employment in ThousandsBY NAICSPrelim.RevisedRevisedChange From:% Change From:Feb-10 Jan-10 Feb-09 Jan-10 Feb-09 Jan-10 Feb-09 Total – All Industries297.3296.3301.21.0-3.90.3-1.3Private Industries243.3242.4246.80.9-3.50.4-1.4Construction12.312.514.3-0.2-2.0-1.6-14.0Manufacturing30.630.432.80.2-2.20.7-6.7Durable Goods21.821.523.70.3-1.91.4-8.0Non-Durable Goods8.88.99.1-0.1-0.3-1.1-3.3Trade, Transportation & Utilities54.654.357.00.3-2.40.6-4.2Retail Trade 36.536.338.60.2-2.10.6-5.4Trans., Warehousing & Utilities8. Activities12.512.412. & Business Services21.821.822.20.0-0.40.0-1.8Professional., Scientific & Technical12.712.813.1-0.1-0.8-0.8-3.1Administrative Support & Waste8. & Health Services61.060.959. Ed. Services13.012.813.30.2-0.31.6-2.3Health Care & Social Assistance48.048.146.1-0.11.9-0.24.1Leisure & Hospitality 34.634.432., Entertainment & Recreation3. & Food Services30.930.728. Services9.69.99.6-0.30.0-3.00.0Total Government54.053.954.40.1-0.40.2-0.7State Government17.317.517.9-0.2-0.6-1.1-3.4Local Government30.330. Burlington MSATotal – All Industries109.7109.1112.60.6-2.90.5-2.6Statewide Total – All Industries estimate is seasonally adjusted independently.Note: Beginning January 2009 Vermont is publishing a seasonally adjusted Total-All Industries estimate for theBurlington – S. Burlington MSA.Current Employment Statistics Program (CES). Produced by the Vermont Department of Labor in cooperation with the U.S Bureau of Labor Statistics.ESTIMATED NONFARM EMPLOYMENT IN VERMONT(not seasonally adjusted)PRELIMREVISEDREVISEDCHANGES FROM% CHANGES FROMINDUSTRY BY NAICSFeb-10Jan-10Feb-09Jan-10Feb-09Jan-10Feb-09TOTAL NONFARM296,600294,400300,8002,200-4,2000.7%-1.4%TOTAL PRIVATE240,100239,600243,850500-3,7500.2%-1.5%GOODS PRODUCING40,40040,95044,700-550-4,300-1.3%-9.6%MANUFACTURING30,30030,10032,400200-2,1000.7%-6.5%Durable Goods21,75021,35023,500400-1,7501.9%-7.4%Computer & Electrical Equipment Mfg.7,6507,7508,300-100-650-1.3%-7.8%Fabricated Metal Products Mfg.2,3502,3502,4500-1000.0%-4.1%Non-Durable Goods8,5508,7508,900-200-350-2.3%-3.9%Food Mfg.3,8003,9003,850-100-50-2.6%-1.3%CONSTRUCTION9,40010,15011,600-750-2,200-7.4%-19.0%MINING & LOGGING700700700000.0%0.0%SERVICE-PROVIDING256,200253,450256,1002,7501001.1%0.0%TRADE, TRANSPORTATION AND UTILITIES53,35053,50056,100-150-2,750-0.3%-4.9%Wholesale Trade9,8509,6509,7502001002.1%1.0%Retail Trade35,50035,80038,000-300-2,500-0.8%-6.6%Food & Beverage Stores9,85010,1009,800-25050-2.5%0.5%General Merchandise Store2,8002,9002,650-100150-3.4%5.7%Transportation, Warehousing and Utilities8,0008,0508,350-50-350-0.6%-4.2%Utilities1,7001,7001,700000.0%0.0%Transportation & Warehousing6,3006,3506,650-50-350-0.8%-5.3%INFORMATION5,4005,3505,55050-1500.9%-2.7%FINANCIAL ACTIVITIES12,45012,40012,50050-500.4%-0.4%Finance & Insurance9,5009,4509,45050500.5%0.5%Real Estate, Rental & Leasing2,9502,9503,0500-1000.0%-3.3%PROFESSIONAL AND BUSINESS SERVICES20,95020,85021,250100-3000.5%-1.4%Professional, Scientific and Technical12,60012,60013,1000-5000.0%-3.8%Administrative, Support and Waste8,1507,9007,8002503503.2%4.5%EDUCATIONAL AND HEALTH SERVICES61,10060,20059,4509001,6501.5%2.8%Educational Services13,50012,55013,750950-2507.6%-1.8%College, Universities and Professional7,6507,2007,700450-506.3%-0.6%Health Care and Social Assistance47,60047,65045,700-501,900-0.1%4.2%Ambulatory Health Care Services15,80015,80015,60002000.0%1.3%Hospitals12,85012,90012,300-50550-0.4%4.5%Nursing and Residential Care Facilities6,8506,8506,850000.0%0.0%LEISURE AND HOSPITALITY37,05036,65034,8504002,2001.1%6.3%Arts, Entertainment and Recreation3,3503,3003,70050-3501.5%-9.5%Accommodation and Food Services33,70033,35031,1503502,5501.0%8.2%Accommodations16,75016,40013,8503502,9002.1%20.9%Hotels & Motels14,40014,30013,0001001,4000.7%10.8%Food Services and Drinking Places16,95016,95017,3000-3500.0%-2.0%OTHER SERVICES9,4009,7009,450-300-50-3.1%-0.5%GOVERNMENT56,50054,80056,9501,700-4503.1%-0.8%Federal Government6,3506,4506,400-100-50-1.6%-0.8%State Government Education9,2507,8509,3001,400-5017.8%-0.5%Local Government Education25,10024,50024,9006002002.4%0.8%Other State Government8,8009,0509,300-250-500-2.8%-5.4%Other Local Government7,0006,9507,05050-500.7%-0.7%Note: CES PROGRAM DATA ARE PRDUCED IN COOPERATION WITH THE U.S. BUREAU OF LABOR STATISTICSESTIMATES ARE PRELIMINARY AND SUBJECT TO REVISION. SEE ANNUAL SUMMARY FOR DETAILSBeginning with the January ’09 estimates CES has implemented a change to theSuper Sector previously titled “Natural Resources & Mining” to “Mining & Logging”.It’s merely a change of title to better reflect the true makeup of the Super Sector in CES.VERMONT LABOR FORCE AND UNEMPLOYMENTLABOR MARKET AREAS BY RESIDENCE (Not Seasonally Adjusted)February 2010 EstimatesTotalNumberNumberFeb-10Jan-10Feb-09AreaLabor ForceEmployedUnemployedRate (%)Rate (%)Rate (%)Barre-Montpelier29,50027,2002,3007.88.68.2Bennington13,25012,2501,0507.88.09.6Bradford4,9004,40050010.110.010.2Brattleboro24,65023,0501,6006.46.86.4Burlington-South Burlington113,150106,5506,6005.86.46.3Hartford19,80018,8001,0005.15.04.7Manchester12,45011,5509507.67.77.8Middlebury17,85016,4001,4008.08.18.0Morristown-Stowe20,90019,1501,7508.38.58.6Newport14,25012,7001,55011.011.011.9Randolph8,6007,8507508.58.88.7Rutland28,15026,0002,1507.67.87.8Springfield13,30012,3509507.27.47.1St. Johnsbury14,75013,5001,2508.58.88.7Swanton-Enosburg14,30013,0501,2508.79.09.3Warren-Waitsfield4,6004,4002004.44.64.3Woodstock3,4503,2502005.96.15.2Vermont Total360,200334,55025,6507.17.57.4Note: Unemployment rate is calculated as the number of unemployed divided by total labor force and expressed as a percent.Source: Vermont Department of Labor LAUS program in cooperation with the U.S. Bureau of Labor Statistics Source: VT DOL. 3.26last_img read more

Colombian Armed Forces Neutralize FARC Dissidents

first_imgBy Myriam Ortega/Diálogo May 07, 2018 The Colombian Armed Forces conducted an operation to arrest dissidents among guerrillas who rejected the peace agreement. On March 18, 2018, Joint Task Force Omega (FTCO, in Spanish) conducted Operation Minerva II and neutralized dissidents of the Revolutionary Armed Forces of Colombia (FARC, in Spanish)—eight men and one woman—in the rural department of Guaviare, in south central Colombia. “Thanks to the intelligence [work] of the Police and the Colombian National Army, we established the presence of the residual Organized Armed Group (GAO, in Spanish) called First Front,” Army Major General Eduardo Enrique Zapateiro, FTCO commander, told Diálogo. “The planning for the operation was done in a limited time frame, but nothing was left to chance.” The intelligence information from different sources indicated several probable sites where the group planned to meet. The 2nd Air Combat Command (CACOM 2, in Spanish), an air component of FTCO located in the south of the country, was tasked with corroborating the intelligence with intelligence and reconnaissance aircraft. “That required that we do an appropriate analysis, a search and analysis of all the information we had—[weather], time of the attack—anticipating that there would be no contingencies with any of the aircraft,” Air Force Colonel Juan Carlos Rueda, CACOM 2 commander, told Diálogo. “This gave us an hour, which was accomplished with precision.” The operation was conducted on time in a jungle region with adverse climatic conditions. “If we had let another hour pass, we could have lost the target,” said Col. Rueda. “The precision of CACOM 2’s bombing, then the air assault and combat, ensured that the entire structure we were after would go down in this operation in the Itilla River, municipality of Calamar,” Minister of Defense Luis Carlos Villegas said in a press release. “Numerous items were seized, war material including rifles, pistols, grenade launchers, radios, and geolocators, in a field mined with 10 explosive devices with 100-pound cylinders.” FARC dissidents “Today, guerrillas who didn’t want to accept the peace process between the Colombian government and FARC constitute the residual GAOs, or the FARC dissidents,” Army General Alberto José Mejía, general commander of the Colombian Military Forces, told the media. “When the peace agreement was signed 16 months ago, there were some 500 members; currently there are around 1,200.” “These residual groups focus on drug trafficking and boosting criminal economies in these areas,” said Gen. Mejía. “Depending on the region, they try to form alliances with the National Liberation Army (ELN, in Spanish), the Gulf Clan, or the Popular Liberation Army (EPL, in Spanish), known as Pelusos or Puntilleros. In other words, they all live off narcotrafficking.” The FARC’s residual groups maintain terrorist strategies they use against the government and the population, but with a smaller number of men. “This made them change their modus operandi, their movements. Many of them operate as civilians. They blend in with the civilian population. Sometimes, they have weapons. Other times, they don’t,” said Col. Rueda. “The modus operandi of these residual GAOs is an irregular context, which forces us to get ahead of them.” Joint Task Force Omega For its internal defense, Colombia counts on a campaign called Victoria Plus—a strategic program of the Military Forces—and the Safe and Peaceful Communities plan from the National Police. “This is the first time in our history that all campaigns [are] military and police,” explained Gen. Mejía. “That means that from the perspective of planning we anticipate unity and integration; this makes it so that, today, we cannot conduct an operation without each other.” In accordance with its strategic plans, FTCO has used the joint doctrine concept with its land, air, and riverine components since its inception in December 2003. “In 15 years, the force obtained striking results as part of its offensive operations and maneuvers,” Maj. Gen. Zapateiro said. “During the first quarter of 2018, FTCO seized 431 kilograms of cocaine and heroin and 4 kg of cocaine paste. It destroyed 14 laboratories for cocaine paste processing and a cocaine hydrochloride laboratory. Within the Persistent Threat System, they carried out four operations [against GAOs] and neutralized 431 improvised explosive devices. Thirteen individuals turned themselves in voluntarily, and 18 were arrested,” he concluded.last_img read more

Lending Perspectives: Will your credit union be a winner or a loser post COVID-19?

first_img continue reading » ShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr Around the office over the last months, I’ve pontificated on the long-term impacts on the economy, jobs, industries and various companies from COVID-19. One of the terms I’ve used is disruption. There will certainly be lots of jobs lost and companies that go out of business. However, there will certainly be companies and jobs created from how our lives and consumer needs change. What’s uncertain? Whether COVID-19 will have a net positive or negative impact on jobs and how long the disruption will last.If you think about our current economic situation and this disruption long enough, you’ll probably come to the conclusion there will be winners and losers on the other side. As credit unions, we believe with our collective heart that we should all be winners. But we all can’t win. I doubt the pandemic will slow a 30-year trend of credit union consolidation. It should only increase the pace of this change.Over the years I’ve realized I’m a bit of an amateur economist. I come to a better understanding of our economy by trying to observe as much as I can and collecting anecdotal evidence. I’ve observed a few notable things from various businesses I’ve patronized (or tried to) over the last few months; here’s how we can use those observations to help us understand how well each of our credit unions may fare in the foreseeable future!last_img read more

Son of Development Land Tax is a throwback to the bad old days

first_imgTo access this article REGISTER NOWWould you like print copies, app and digital replica access too? SUBSCRIBE for as little as £5 per week. Would you like to read more?Register for free to finish this article.Sign up now for the following benefits:Four FREE articles of your choice per monthBreaking news, comment and analysis from industry experts as it happensChoose from our portfolio of email newsletterslast_img

Where are they now?

first_imgTo access this article REGISTER NOWWould you like print copies, app and digital replica access too? SUBSCRIBE for as little as £5 per week. Would you like to read more?Register for free to finish this article.Sign up now for the following benefits:Four FREE articles of your choice per monthBreaking news, comment and analysis from industry experts as it happensChoose from our portfolio of email newsletterslast_img