The annual Loreto Letterkenny Christmas Trade Fair was a tremendous success for all those involved. There was no lack of creativity in the school gym on Tuesday morning!The tables were transformed into tills were business exchanges occurred between students. Decorations lined the walls and Christmas music played in the background. Stalls were crowded with colourful Christmas cards, baked goods and homemade designs.At nine o’clock, the hall was flooded with 1st year students eager to buy gifts and treats for themselves and their friends. The sales began!Companies raced for customers and began with a whole range of sales techniques, including giving out samples, chatting about their products to the teachers and creating special offers.Bank of Ireland were present to begin the judging at ten. The young entrepreneurs stood up straight and explained their business models confidently to the judges.It was a tight call with all the innovation and hard work that had taken place, but in the end 2nd year students Akshata & Akshara Joha won Best Salespeople on the day.‘Nook & Cranny’ ran by TY students Anna Leadley & Orlaith Bennis and ’C&C A to Z’ by Caoimhe Teape and Chloe Murray won Best Product.After the excitement of the hall, coffee and tea was available to adults in the Constance Centre. Mince pies were laid out, ready for eating. A company began to sell delicious crepes, much to the delight of hordes of students, judging by the queues!Sixth class children from Woodland National School and Scoil Mhuire Gan Smál were ushered in to get their raffle ticket and their glass of orange juice and candy canes. Teachers received a well-earned cup of tea and biscuits for their efforts from the TY students. At the end of the day students began to close up their companies and return to class. New skills were learnt and the pupils, now seasoned salespeople, will take these skills out into the world.The experience they have received here is something that will help them as they prepare for exams and in life.The opportunity to hold this event could not have been possible without the dedication of teacher Ms. Mairead Boyle, business teachers and the wider staff at Loreto Secondary School, Letterkenny. Of course, a huge congratulation to all students involved in the organisation and the companies in the trade fair.Loreto teachers tell Santa want they want for Christmas!rpt Loreto Letterkenny Christmas Trade Fair a huge success – Pic Special was last modified: December 12th, 2019 by StephenShare this:Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to share on Pocket (Opens in new window)Click to share on Telegram (Opens in new window)Click to share on WhatsApp (Opens in new window)Click to share on Skype (Opens in new window)Click to print (Opens in new window)Tags:CHristmasdonegalFairLoreto
LOOK: Venues for 2019 SEA Games Brace for potentially devastating typhoon approaching PH – NDRRMC Halep in line for No. 1 after Cincinnati semifinal win Don’t miss out on the latest news and information. LIST: Class, gov’t work suspensions during 30th SEA Games LATEST STORIES SEA Games: PH’s Alisson Perticheto tops ice skating short program Catriona Gray spends Thanksgiving by preparing meals for people with illnesses PH billiards team upbeat about gold medal chances in SEA Games PLAY LIST 03:07PH billiards team upbeat about gold medal chances in SEA Games05:25PH boxing team determined to deliver gold medals for PH00:45Onyok Velasco see bright future for PH boxing in Olympics00:50Trending Articles01:35Panelo suggests discounted SEA Games tickets for students02:49World-class track facilities installed at NCC for SEA Games03:04Filipino athletes share their expectations for 2019 SEA Games02:25PH women’s volleyball team motivated to deliver in front of hometown crowd01:27Filipino athletes get grand send-off ahead of SEA Games UPLB exempted from SEA Games class suspension MOST READ Read Next SEA Games in Calabarzon safe, secure – Solcom chief View comments WATCH: Streetboys show off slick dance moves in Vhong Navarro’s wedding FILE – Photo from Kuala Lumpur SEA Games Website.The Philippines just missed out on a podium finish in men’s water polo, losing to Indonesia, 12-5, Sunday in the 2017 Southeast Asian Games at National Aquatic Centre in Bukit Jalil, Kuala Lumpur, Malaysia.Stumbling from the get-go, the Filipinos faced a 4-1 deficit in the first quarter against the reigning silver medalists and failed to respond in the ensuing quarters to bow out of the competition with three straight defeats.ADVERTISEMENT The Philippines finished its campaign with a 1-3 card, with its lone win coming against Thailand, 9-7 in the opening day last Tuesday.Singapore won the gold medal, Indonesia settled for silver, while host country Malaysia wound up with bronze.FEATURED STORIESSPORTSWATCH: Drones light up sky in final leg of SEA Games torch runSPORTSSEA Games: Philippines picks up 1st win in men’s water poloSPORTSMalditas save PH from shutout
LATEST STORIES Frontrow holds fun run to raise funds for young cancer patients Read Next Riding high on a 13-game winning run, Lyceum coach Topex Robinson knows it will only get tougher from hereon for the Pirates in NCAA Season 93.The Pirates, who clinched a Final Four berth last week, try to move closer to an elimination-round sweep when they clash with the desperate Emilio Aguinaldo College Generals at 4 p.m. on Tuesday at Filoil Flying V Centre in San Juan.ADVERTISEMENT Fire hits houses in Mandaluyong City Nonong Araneta re-elected as PFF president LOOK: Loisa Andalio, Ronnie Alonte unwind in Amanpulo for 3rd anniversary Brace for potentially devastating typhoon approaching PH – NDRRMC Kammuri turning to super typhoon less likely but possible — Pagasa BSP sees higher prices in November, but expects stronger peso, low rice costs to put up fight E.T. returns to earth, reunites with grown-up Elliott in new ad Trending Articles PLAY LIST 00:50Trending Articles02:11’Not just basketball’: Circumcisions, pageants at Philippine courts00:50Trending Articles01:37Protesters burn down Iran consulate in Najaf01:47Panelo casts doubts on Robredo’s drug war ‘discoveries’01:29Police teams find crossbows, bows in HK university01:35Panelo suggests discounted SEA Games tickets for students02:49Robredo: True leaders perform well despite having ‘uninspiring’ boss02:42PH underwater hockey team aims to make waves in SEA Games “From here on, we’re going to play the tough teams so every experience that we could get is very important,” said Robinson after the Pirates secured a postseason berth for the first time with a 94-83 win over Perpetual Help on Thursday.Letran seeks to move up to solo third when it clashes with another Final Four contender, San Sebastian, in the first game at 2 p.m.FEATURED STORIESSPORTSWATCH: Drones light up sky in final leg of SEA Games torch runSPORTSSEA Games: Philippines picks up 1st win in men’s water poloSPORTSMalditas save PH from shutoutThe Knights have nailed back-to-back wins after a three-game slide to climb back into contention.And with the Jose Rizal U Bombers slumping, the Knights have a golden opportunity to consolidate their place in the next round.Letran coach Jeff Napa’s wards are coming off an 88-79 win over Mapua last week. But San Sebastian is also in fiery form, having beaten St. Benilde, 73-61, also last week. Wednesday Group, Dreamchaser rule inaugural PBS “Our game is slowly picking up after some soul-searching,” said Napa. “We’re ready to achieve our goals.” Don’t miss out on the latest news and information. MOST READ View comments
Companies in this story: (TSX:LB) The Canadian Press MONTREAL — Laurentian Bank of Canada’s fourth-quarter net income dropped by 13 per cent from the previous year to $50.8 million, on lower revenues and loan volumes, and missed analyst estimates.The Montreal-based company’s net income amounted to $1.13 per diluted share during the three months ended Oct. 31, down from $1.42 during the same period a year ago. Analysts had expected earnings of $1.26 per share, according to Thomson Reuters Eikon.On an adjusted basis, the Montreal-based bank reported net income of $54.3 million, down 18 per cent from $66.5 million.Other factors weighing on Laurentian’s results include a $5.9 million gain on the sale of its investment in Verico Financial Group during the same quarter one year ago, as well as an increase in provisions for credit losses or money set aside for bad loans.For the full 2018 financial year, Laurentian reported net income of $224.6 million, up nine per cent from $206.5 million during 2017.“Our 2018 results reflect our actions to strengthen the Group’s financial foundation, including maintaining healthy liquidity levels and our investments in people, processes and technology,” said Laurentian’s president and chief executive officer Francois Desjardins in a statement. “This positions us well to deliver our strategic objectives.”
TORONTO — A new survey shows business optimism for the year ahead among Canadian manufacturer executives is lower than it was a year ago as trade issues weigh.The survey, conducted by RK Insights, showed that 30 per cent of the 501 respondents were optimistic about business prospects for 2019, down from 44 per cent who were a year earlier.It showed that 18 per cent of the senior executives were concerned about business prospects for the year ahead, but that 51 per cent were cautiously optimistic in a similar level to last year.The survey, conducted in August and Sept. before a new North American trade deal was signed, showed an increase in concerns about the effects of U.S. President Donald Trump’s trade policies.Sixty-five per cent of respondents were very concerned about U.S. protectionism, up from 54 per cent last year, while 61 per cent were very concerned about Trump’s impact on bilateral relations, up from 45 per cent.The survey, conducted on behalf of Plant Magazine, has a margin of error of about four per cent, 19 times out of 20.The Canadian Press
Aizawl: Aizawl FC ended their I-league campaign on a high, notching up a come-from-behind 2-1 win over Churchill Brothers FC here Saturday. Churchill Brothers drew first blood through Willis Plaza in the 4th minute but an unfortunate own goal in the 42nd minute from Hussain Eldor of Churchill Brothers brought up the equalizer for Aizawl FC. Kromah then converted a penalty in the 87th minute to earn the win for Aizawl. Aizawl FC goalkeeper Lalawmpuia was adjudged the hero of the match. With this win, Aizawl FC finished their I-League campaign in the seventh place with 24 points, while Churchill Brothers finished their campaign three places above with 34 points. Churchill started on an attacking note, putting pressure on the home side right from the first minute. They were penetrating deep quite easily into the Aizawl FC defence and the results soon showed when Churchill Brothers drew first blood as early as the 4th minute. Plaza scored his 21st goal of the season through a beautiful cross from Nicholas Fernandes to make it 1-0 in Churchill Brothers’ favour. Churchill never really stopped attacking, thereafter, constantly trying to extend their lead, but full marks to Aizwal FC defenders Richard Kassaga and Govin Singh and goalkeeper for not allowing Churchill Brothers to score. Aizawl FC looked settled by the half-hour mark and started creating chances through the combination of Issac, Lalrinchhanna constantly supplying to Kromah and Lalkhawpuimawia but Churchill’s defence was up to the task. Aizawl finally managed to get an equalizer in the 42nd minute through an own goal from Churchill’s Hussain Eldor. What was interesting about this goal was the pressure that Aizawl FC created on Churchill’s defence when an outstanding cross from Lalrinchhanna to Lalkhawpuimawia was hastily interrupted by Eldor, but rather than clearing the ball safely, it ended up straight into the goal. The second half began with the hosts leading the attack to find a lead. Aizawl FC forwards Kromah and Lalkhawpuimawia kept the pressure up on Churchill Brothers but a combination of great defending and goalkeeping from the visitors ensured that Aizawl do not find a way to the back of the net. Churchill Brothers, on the other hand, started with their attacks on the counter initially and found their way into the box as well, but lack of a good finish saw both the teams tied at 1-1 for a major part of the second half. Aizawl FC finally found their lead when Kromah made no mistake converting a penalty to hand Aizawl FC a 2-1 lead in the 87th minute. Churchill Brothers FC Goa, thereafter, tried to restore parity but it was already too late.
Christine Lins, Executive Secretary of Renewable Energy Policy Network for the 21st Century (REN21). UN Photo/Evan Schneider The Renewables Global Futures Report: Great debates towards 100 per cent renewable energy also noted that more than 70 per cent of the experts expressed that a global transition to 100 per cent renewable energy is both feasible and realistic, with European and Australian experts most strongly supporting this view.The report also found that similar number expected the cost of renewables to continue to fall, beating all fossil fuels within the next ten years.Noting some challenges in achieving the 100 per cent transition, the report mentioned that in some regions, most notably Africa, the US and Japan, experts were sceptical about reaching that figure in their own countries or regions by 2050, largely due to the vested interests of the conventional energy industry.Also, the lack of long-term policy certainty and the absence of a stable climate for investment in energy efficiency and renewables hinder development in most countries, read the report.“When REN21 was founded in 2004, the future of renewable energy looked very different than it does today,” noted Arthouros Zervos, the Chair of REN21, adding: “at that time, calls for 100 per cent renewable energy were not taken seriously, today the world’s leading energy experts are engaged in rational discussions about its feasibility, and in what time frame.” The REN21 report is based on interviews with 114 renowned energy experts from all regions of the world.In addition to governments, REN21 also includes international organizations, industry associations, science and academia and the civil society, as well as UN agencies including the UN Development Programme (UNDP) and United Nations Industrial Development Organization (UNIDO). “[The report] is meant to spur discussion and debate about both the opportunities and challenges of achieving a 100 per cent renewable energy future by mid-century,” said Christine Lins, the Executive Secretary of Renewable Energy Policy Network for the 21st Century (REN21) – a global renewable energy policy multi-stakeholder network hosted by the UN Environment Programme (UNEP).“Wishful thinking won’t get us there; only by fully understanding the challenges and engaging in informed debate about how to overcome them, can governments adopt the right policies and financial incentives to accelerate the pace of deployment,” she added.At a press conference at UN Headquarters today, Ms. Lins said that 2016 was the third year in a row where the global economy continued to grow, by three per cent, but emissions related to the energy sector decreased. And that was mainly due to renewable energy and efficiency investment in China and in the United States.“And so, we actually really see that renewables are, on the one hand making their way into the energy systems of many countries, but also we see that we have come a long way. We have a 20 per cent of the world’s final energy consumption nowadays coming from renewables,” she added.
Brock University’s Board of Trustees is seeking one new ongoing staff representative to serve a three-year term on the Board.The general bylaws of the Board of Trustees specify that the Board shall include two ongoing staff members, elected by the ongoing staff of the University, serving staggered three-year terms.As of July 1, 2017, there will be one ongoing staff vacancy on the Board.The University Secretariat will hold elections in May to select one representative from the ongoing staff for a three-year term commencing July 1, 2017.All ongoing staff of the University are eligible to serve, except those who report directly to the President or to a Vice-President. Nomination forms are available on the University Secretariat election website.The nomination form must be signed by at least three members of the ongoing staff and the nominee. The nomination form must be submitted in person, by interoffice mail or by e-mail to [email protected], no later than 4:30 p.m. Friday, April 28. The Office of the University Secretariat is located in ST1107.The election will be done by electronic voting, with the exception of those without an active e-mail address, who will receive a paper ballot.Voting will begin at 8:30 a.m. on Wednesday, May 10 and will close at 4:30 p.m. on Wednesday, May 24.All eligible voters will receive an e-mail to their Brock e-mail account with a link to a secure electronic ballot. Those without an active e-mail account will receive a paper ballot which must be returned to the Office of the University Secretariat. Each voter may vote for one candidate as there is only one vacancy. The candidate leading the poll will be declared elected to the three-year term.Contact Chabriol Colebatch, Secretary to the University, at ext. 3335 if you have any questions.
Les fichiers des cartes grises peuvent être vendusUn amendement de la loi Loppsi 2 permet à l’Etat de vendre les données personnelles figurant sur les cartes grises. Cet après-midi, les députés vont discuter de la possibilité d’en savoir plus sur ces acheteurs.Cette décision a été prise et votée dans l’indifférence générale. L’Etat peut désormais vendre les données personnelles figurant sur les cartes grises grâce à la loi Loppsi 2. Les nom, prénom, date de naissance et adresse peuvent être cédés à des fins statistiques ou scientifiques mais aussi commerciales, selon LeParisien.fr. Un problème qu’il convient d’encadrer car ces données peuvent être utilisées à des fins malveillantes telles que le trafic de voitures ou le racket : “On imagine l’intérêt que ces informations pourraient avoir pour des organisations criminelles désireuses de pratiquer le racket, le trafic ou le vol de véhicules à grande échelle”, s’indigne l’avocat Olivier Hugot, spécialiste du droit sur Internet. Le citoyen pourrait s’opposer à cette vente mais l’administration n’est pas obligée de le prévenir. Un amendement est ainsi en cours d’étude pour assainir ces dispositions.Le 14 décembre 2010 à 14:29 • Emmanuel Perrin
Offering employees financial education in the workplace is a practice that is growing in popularity. According to Nudge Global’s Financial education: the definitive guide 2016 research, published in March 2016, 50% of respondents are considering introducing a financial wellbeing programme, compared to 20% in 2014. Meanwhile, the number of employers that are not supporting employees’ financial wellbeing has fallen from 7% in 2014 to just 1% in 2016.The research also found that there is a broad range of drivers that are influencing employers’ decisions to introduce a financial education programme, from the number of pension changes that require greater understanding, to a focus on employee wellbeing.Financial education is a benefit that is both valued by employees and valuable to the employer in the sense that employees are able to gain a better understanding of how to manage their money, or more effectively plan for their retirement, thereby helping to keep the talent pipeline and succession plans moving.But what do employers need to include in a financial education programme to ensure it meets the needs and requirements of a broad range of employees? The employer needs to have a clear plan in mind, says Jo Thresher, head of Money at Work at Jelf Employee Benefits. “There’s still a toss-up of responsibility between employees and employers. Employees still think it’s down to employers to help them with money, tax, and decisions, mainly with pensions, but that’s not the case,” she says. “If the employer doesn’t educate the employee that [this responsibility] is up to them, they will be in trouble.“The employer doesn’t believe it is its responsibility; it isn’t wholly its responsibility but if it educates [employees], perhaps the employee can start to engage. Otherwise, they’ve got the pension freedom and choices, but if they’ve got no money, they’ve got no choice.”Financial education should, therefore, be about learning to do things differently, adds Thresher.Programme content and deliveryPrior to implementing a programme, an employer should decide what content to include and how to deliver it. Employers might want to consider what the key financial issues are among staff. This can consist of push and pull issues, says Jonathan Watts-Lay, a director at Wealth at Work.“Some of the stuff [employers] will need to push out is often around the benefits they offer, for example, if they’re offering a pension, share schemes, salary sacrifice [arrangements and] voluntary benefits,” he explains. “A lot of that employees don’t really understand, but the employer has put in place, presumably for a reason, so the employer needs to have a ‘push’ strategy to make sure all employees understand what is available.”The pull aspect comes from an issue an individual might have, and want to pull on sources for more information. However, employers need to think about how explicit or otherwise they can be in presenting staff with financial education. For example, individuals might not want their employer to be aware that they have debt problems, so the employer’s responsibility will go as far as blanket communications to all staff informing them of seminars or workshops, for example.Watts-Lay says: “It’s then down to the individual to make that decision as to whether they think it will be worthwhile them attending. Whereas if it’s at retirement, for example, it can be much more personalised. For example, where a person has reached the age of 55, so they could retire and take their money, it’s quite right to be explicit and say: you’re now at an age when you might want to consider retirement, or taking money out of your pension. [Employers] can be far more targeted with that second group than with the first because of the [different levels of] sensitivity.”Financial education providers can see a spectrum of issues among employees and, in turn, for employers that want to offer support. This could be help with managing or saving money, help to get on the housing ladder or debt, or it could be high earners and changes to the annual allowance.Looking at various elements of employee data can also give an indication of the financial issues that are important among a workforce. Andrew Woolnough, value proposition director at Willis Towers Watson, says: “At a strategic level, [employers] are mapping out the risks associated with their employees with regards to financial wellbeing. It allows them to start collecting data and joining things up. For example, it could be people are making stress claims on the employer’s liability, income protection or private medical [insurance schemes].“The forward-thinking employers are now looking at reported short-term absenteeism data, linking that through to their talent, succession planning and age profile. It’s joining the dots together so they can be proactive. Financial wellbeing is split across HR, health and safety, risk, finance and payroll. It’s a corporate risk and impacts the entire organisation from profitability to productivity.”Effective implementationDeciding on the target audience is a key part of the implementation of a financial education programme, but segmenting the workforce into different demographics is not the only solution. Darren Laverty, partner at Secondsight, says: “Everybody is uniquely different in terms of their financial savvy, their education, their background, their stage of life. It’s too variable to try and segment and to get right. We found [employees] don’t know what they need to know; we’ve had to step right back and say, ‘let’s get people aware of what they need to be educated about’.”As a starting point, employers could offer a presentation to as many employees as possible, which will run through lots of different financial topics, such as retirement planning, debt, mortgages, investment and estate planning. Employees can then choose to attend workshops on the topics they feel are most relevant to them, says Laverty.“The employer feels [it is] doing as much as [it] can if [it] can drive people in to this presentation, and then offer the opportunity to attend more detailed workshops on relevant topics to them, whether they take it or leave it, it’s up to them, but at least the employer feels [it has] done what [it] can to help them,” he adds.Although financial education in the workplace is a valuable benefit, it can help to exacerbate the advice gap, whereby people want financial advice, but can’t afford it. It could be argued that financial education effectively puts more employees into that gap because they have more information about their financial wellbeing.However, there are ways to bridge the gap in the workplace, says Laverty. “It might be an online financial education portal, the [employee] might just need a will, or they might just need a query answered,” he says. “The number-one thing is helping people understand what it is they need to learn about.”Coventry University supports employees’ financial wellbeing with education programmesCoventry University refreshed its financial education programme to help support employees with their financial understanding and also promote awareness of the organisation’s total reward package.In June 2015, the university introduced pilot financial education workshops in response to a number of factors: employees were taking more interest in their own financial wellbeing; the pace and complexity of pension changes; and a desire to create greater engagement among employees with its total reward package.Renu Birla, rewards strategy manager, says: “[This] all led us to the conclusion that we really needed to offer our employees financial workshops that would enable them to take more ownership of their own financial wellbeing. The workshops were intended to offer guidance and support employees in making their own decisions, whichever life stage they were at. They also raised awareness of the value, choice and flexibility of the individual benefits that we offer at the university so that employees could leverage them to make savings or gain other advantages.”The university chose a face-to-face workshop style in order to enable open discussion among employees. The content was agreed with the provider because the university wanted to ensure that staff got an independent view, but it also canvassed the views of employees. Birla explains: “As part of the pilot, we sent out pre-evaluation surveys to find out from employees what they wanted to achieve from the workshops. We also asked them after they attended the pilots did they feel they met their objectives. Their responses informed the design of the programme going forward.“The feedback from all those that attended was that they found the workshops incredibly useful, both in the way that we’ve designed them, and the fact that they focused on take-away points and actions that they could follow up on going forward.”After positive feedback from employees that attended the pilots, the university introduced a full financial education programme, provided by Wealth at Work, that runs each spring and autumn. It focuses on different life stages: those employees just starting out; those with more commitments that want support in managing finances; and those getting ready for an easier life [in the run-up to retirement]. It also offers a specific separate programme on retirement planning, mainly for those up to 10 years away from retirement.Employee feedback from the pilot and workshops so far has been extremely positive. Birla says: “Employees appreciated getting a one-stop shop including what the whole university package is all about. Second, across the board, they appreciated the open-forum discussion workshop, so people were almost learning from each other. They also felt they had improved their understanding of the choices they had under the pension scheme. They definitely felt that they left knowing how they could keep on board and updated, it was something ongoing.“It’s really about [employees’] financial wellbeing and trying to get them into that discipline of looking at it on an ongoing basis from the start of their career. It also gave us a platform to make sure that they realise the value of the total reward package we offer, everything from training and development to cash benefits,” adds Birla. Need to know:More employers are recognising the importance of supporting employees’ financial wellbeing in the workplace with education programmes.Financial education programmes should cover a broad range of financial topics.Determining the issues that are important among staff can be a sensitive task, so it can be more effective to let employees self-select programmes that are relevant to them.