19 June 2014 Surfing superstar Jordy Smith is set to return to home waters in the South African leg of the Association of Surfing Professionals (ASP) World Tour, starting with the Mr Price Pro Ballito on the KwaZulu-Natal coast, which runs from 30 June to 6 July. Taking place at the crucial half-way mark on both the ASP Qualifying Series and ASP World Tour, the event will see the world’s best surfers flocking to South Africa for the back-to-back ASP Prime-rated Mr Price Pro Ballito and J-Bay Open, which is back as a stop on the elite ASP World Tour, and runs from 10 to 21 July. Top results at home One of the most dominant athletes on home soil over the past five years, Smith thrives on performing in front of a home crowd. His results include clinching victory at the Mr Price Pro Ballito in 2010 followed by a runner-up finish in 2013. He also claimed back-to-back victories in J-Bay (Jeffreys Bay in the Western Cape) in 2010 and 2011. “There is always something special about competing at home,” Smith said in a statement in Tahiti this week. “It’s mainly being familiar with the waves and having the support of family and friends.” Renowned as one of the biggest beach festivals on the African continent, the Mr Price Pro Ballito is expecting approximately 100 000 fans to soak up the non-stop entertainment over the seven days. Having earned a total of nine heat wins on the World Tour so far this season, Smith, currently ranked eleventh in the world, has produced mixed results and is looking to the Mr Price Pro Ballito as preparation for the J-Bay Open. The festival will include free music concerts at Salt Rock on 3 and 4 July, while a Food and Wine Festival takes place on 1 and 2 July.Corporate social investment The RedCap Foundation has been selected as the event’s Corporate Social Investment program. Active in the region since 2010, the Foundation’s health and education programmes impact low-income communities in KwaDukuza. SAinfo reporter ‘A great opportunity’ “I find surfing Primes a great opportunity to fine tune my surfing, especially in the lead up to a World Tour Event,” he explained. “It’s sometimes easier to stay focused when you surf every day. Too many lay days in a row can be the biggest distraction.” ‘A world-class wave’ “When it’s on, it’s a world-class wave. You can get ‘backdoor-like’ barrels, then as it drops it becomes really high performance, especially with the wind blowing into the rights,” he said With a second place finish to Julian Wilson in one of the most exciting finals in Mr Price Pro history in 2013, the competitive beast in Smith will settle for nothing less than going one better in 2014.‘I want to win three in a row!’ “I’m really looking forward to trying to bring the trophy back to South Africa,” Smith said. “I love nothing more than winning in front of the home crowd and winning in Ballito would be the ultimate preparation for J-Bay. I want to win three in a row!” A standout performer in the variable conditions that the Mr Price Pro can dish up, Smith is looking forward to the challenges Ballito will produce up this year.
One of the most common—and most difficult questions faced during a job interview is one that many candidates disdain and often consider pointless: “What is your greatest weakness?”We expect that the question will be coming, but often wonder why it is asked in the first place. After all, why would anyone in such an important and pivotal point in a job search candidly confess to their greatest flaws? From the interviewer’s perspective, what value is there is listening to candidates skate around the question during the job interview? If we know that it’s unlikely that a candidate will provide an answer that is completely direct and honest, why ask the question in the first place?The answer is actually very simple. It’s because the way that individuals answer this question during the job interview is very telling. The answer provides insight into an individual’s character. It speaks to their self-awareness and ability to be self-reflective. It is an indicator of the willingness for self-improvement. It demonstrates a level of self-confidence, personal drive, and professional maturity. Every answer reaches well beyond the perceived identification of an area of opportunity.- Sponsor – When conducting the job interview, the ability to gauge character is a critical skill, and tells us a great deal about the quality of the candidate. While the question may be expected, the answers provided can still communicate a great deal of valuable information. Bottom line, the interviewer wants to know what type of person you are to work with, what type of employee you will be to manage, and how you will fit into the working environment.Common MistakesWhile most candidates may anticipate the “weakness” question during the job interview, many still struggle to provide a strong answer. In fact, many will try to outsmart the interviewer with their response, and end up outsmarting themselves. A few common mistakes that candidates can make would include:Trying to spin a desirable quality into a “weakness” response. Many will attempt to take an aspect of performance that they know is typically seen in a positive light and try to spin it as a “weakness.” Some common examples would include:“I’m too much of a perfectionist.”“I care too much about doing a good job.”“Sometimes I work too hard.”Most interviewers quickly see right through this type of response, and see the answer as a way to avoid the question and the heart of the matter at hand. Remember, most good interviewers will not only recognize this avoidance, but will ask follow-up questions that can lead to some uncomfortable outcomes. For example: “What do you mean that you work too hard? Is it too difficult? Do you think you should work less?”Revealing a weakness that raises flags. It can be very difficult to talk about flaws in a situation like a job interview, especially in situations where the candidate is nervous, stressed, or unprepared. Some candidates may end up confessing to a weakness such as:“Sometimes I don’t get along with some of my peers at work.”“Sometimes I have a difficult time getting to work on time.”“Sometimes I have a hard time completing my work assignments.”It can be very difficult to overcome this type of response, as such comments are directly related to performance, and are quite frankly strong reasons not to hire a particular candidate.Failing to provide a real answer. Some candidates will claim that they can’t think of a weakness. Really? You can’t come up with a single area where you can improve? This type of answer typically is seen as an indicator that the candidate isn’t prepared, isn’t being honest, and/or lacks the professional maturity to objectively reflect on their skills, abilities, and career in general.How to Answer the “Weakness” QuestionSo how should you answer the “weakness” question? Let’s start by understanding the reasons why the question is being asked in the first place. Your response isn’t simply based upon the particular weakness—it’s also about your ability to be self-reflective. Can you look at yourself in the mirror and say, “Where can I get better?”As a starting point, understand that if someone is asking you where you can get better, you should expect that there will be a follow-up question: “What are you doing to improve?” Think through this question beforehand as well, and answer that question as part of your response. Demonstrate the desire for professional growth. Immediately show that you recognize the need to improve and are taking steps to get there.Don’t get caught up on the word “weakness.” Search for your personal areas of opportunity and where you would like to improve. This is the question that is at hand, and likely what the interviewer is looking for. Focus on the question and not just a particular word or phrase that you interpret as a negative.Be prepared. Looking at your areas of opportunity is an important aspect of every individual’s professional growth plan. It’s not good enough to play a part—you have to actually be self-reflective in order to reach your professional goals.Be genuine. Don’t simply choose an area of opportunity because it sounds good. While it’s important to be smart about your decision and pick an acceptable subject, look at an area where you sincerely feel that you can get better. This honesty and integrity will make a difference, and will be reflected in the way the information is delivered—and received.Take the initiative to improve. A willingness and motivation to improve will lead to successful outcomes, regardless of the circumstances surrounding a job interview.Every job interview is an opportunity. However, it’s important to remember that we also create our own opportunities, and it’s critical that we take the steps to be prepared. Self-reflection is a critical aspect of professional growth, and is a common characteristic that every company will look for in their leadership. Make the effort, take the steps, and good things will happen. Stay UpdatedGet critical information for loss prevention professionals, security and retail management delivered right to your inbox. Sign up now
Proposed regulations provide much anticipated guidance on the base erosion and anti-abuse tax (BEAT) under Code Sec. 59A and related reporting requirements. The regulations are proposed to apply generally to tax years beginning after December 31, 2017, but taxpayers may rely on these proposed regulations until final regulations are published.Code Sec. 59A was added by the Tax Cuts and Jobs Act (P.L. 115-97) (the Jobs Act) and imposes a tax on base erosion payments of taxpayers with substantial gross receipts. The tax is equal to the base erosion minimum tax amount for the tax year. The Jobs Act also added reporting obligations regarding the BEAT for 25-percent foreign-owned corporations subject to Code Sec. 6038A and foreign corporations subject to Code Sec. 6038C.Proposed BEAT RulesThe proposed regulations generally provide rules for determining whether a taxpayer is an applicable taxpayer on which the BEAT may be imposed and rules for computing the taxpayer’s BEAT liability. In particular, the proposed regulations provide rules:– 1. for determining whether a taxpayer is an applicable taxpayer on which the BEAT may be imposed ( Proposed Reg. §1.59A-2);– 2. for determining the amount of base erosion payments (Proposed Reg. §1.59A-3(b));– 3. for determining base erosion tax benefits arising from base erosion payments (Proposed Reg. §1.59A-3(c));– 4. for determining the amount of modified taxable income, which is computed in part by reference to a taxpayer’s base erosion tax benefits and base erosion percentage of any net operating loss deduction (Proposed Reg. §1.59A-4);– 5. for computing the base erosion minimum tax amount, which is computed by reference to modified taxable income (Proposed Reg. §1.59A-5);– 6. for applying the proposed regulations to partnerships (Proposed Reg. §1.59A-7);– 7. that are specific to banks and registered securities dealers;– 8. that are specific to insurance companies;– 9. that disregard certain transactions having a principal purpose of avoiding Code Sec. 59A (anti-abuse rules) (Proposed Reg. §1.59A-9);– 10. regarding the general application of the BEAT to consolidated groups (Proposed Reg. §1.1502-59A);– 11. addressing limitations on a loss corporation’s items under Code Secs. 382 and 383 in the context of the BEAT (Proposed Reg. §1.383-1); and– 12. regarding reporting and record keeping requirements under Code Sec. 6038A.Proposed Applicability DatesConsistent with the Code Sec. 59A applicability date, the proposed regulations (other than the proposed reporting requirements for qualified derivatives payments (QDP)) are proposed to apply to tax years beginning after December 31, 2017. However, taxpayers may rely on these proposed regulations for tax years beginning after December 31, 2017, until final regulations are published, provided the taxpayer and all related parties consistently apply the proposed regulations for all those tax years that end before the finalization date.The proposed reporting requirements for QDPs apply to tax years beginning one year after the final regulations are published. However, the simplified QDP reporting requirements are proposed to apply to tax years beginning after December 31, 2017.Any provision that is finalized after June 22, 2019, will apply only to tax years ending on or after the date of filing of the proposed regulations in the Federal register.Comments and Hearing RequestsWritten or electronic comments and requests for a public hearing must be received by the date that is 60 days after the proposed regulations are published in the Federal register. Send submissions to CC:PA:LPD:PR (REG-104259-18), room 5203, Internal Revenue Service, P.O. Box 7604, Ben Franklin Station, Washington, DC 20044. Submissions may be hand delivered Monday through Friday between the hours of 8:00 a.m. and 4:00 p.m. to CC:PA:LPD:PR (REG-104259-18), Courier’s desk, Internal Revenue Service, 1111 Constitution Avenue, NW., Washington, DC 20224, or sent electronically, via the Federal eRulemaking Portal at www.regulations.gov (IRS REG-104259-18).Proposed Regulations, NPRM REG-104259-18IR-2018-250Other References:Code Sec. 59A– CCH Reference – 2018FED ¶5461A– CCH Reference – 2018FED ¶5461C– CCH Reference – 2018FED ¶5461E– CCH Reference – 2018FED ¶5461G– CCH Reference – 2018FED ¶5461I– CCH Reference – 2018FED ¶5461K– CCH Reference – 2018FED ¶5461M– CCH Reference – 2018FED ¶5461O– CCH Reference – 2018FED ¶5461Q– CCH Reference – 2018FED ¶5461S– Code Sec. 383– CCH Reference – 2018FED ¶17,204D– Code Sec. 1502– CCH Reference – 2018FED ¶33,145D– CCH Reference – 2018FED ¶33,148B– CCH Reference – 2018FED ¶33,190B– CCH Reference – 2018FED ¶33,193ABCCH Reference – 2018FED ¶33,193FCCH Reference – 2018FED ¶33,209Code Sec. 6038ACCH Reference – 2018FED ¶35,561ADCCH Reference – 2018FED ¶35,561BDCCH Reference – 2018FED ¶35,561DDCode Sec. 6655CCH Reference – 2018FED ¶39,572BTax Research ConsultantCCH Reference – TRC INTL: 18,206Login to read more tax news on CCH® AnswerConnect or CCH® Intelliconnect®.Not a subscriber? 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Divide and rule is an old colonial trait that has been ingrained into Indian cricket. In the 70s and 80s, it witnessed the North-South segregation, a subject that the press and the public speculated a lot about. But the acrimony, if any, never came out in the public domain.The BCCI has had its own share of spars with broadcasters, new cricket leagues or even the contract issues in the 80s which saw K Srikkanth, the former opening batsman and current chief selector, take over the India captaincy under duress.The MS Dhoni-Virender Sehwag public spat is one that could leave impressionable scars on Team India. The team is in transition and the younger breed entering the system will wait and watch. Some will choose to be on the buttered side of the bread and some may choose to be neutral.It is apparent that Sehwag and Gambhir will be around for a while on sheer cricketing skills. The blemishes of this incident will stay for a while, if they are not wiped away through transparent talks.If the selection of the Indian team for the Asia Cup is any yardstick to dissect the locker room screenplay, then it is palpable that the BCCI has orchestrated this script.First, there was the rationale behind rewarding the only bright spark of the tour Down Under, Virat Kohli, with the mantle of being the second-in-command. Kohli’s time to be understudy should have come by design rather than default. At the moment, he seems to be a catalyst to douse the fire in the team.advertisementSecondly, the uncanny elucidation (one of the many, I might stress) by the chairman of selectors on the disparity between Gambhir and Dhoni’s age is a hollow argument. It doesn’t take one to be an Archimedes to recognise that disproportionate ages don’t change with the passage of time or preferences of the authorities.The counsel to suggest rest for Sehwag and Zaheer is again seemingly ambiguous. The selection on the threshold of a possible three-game, undeserved, final in the CB Series highlights a few issues.The apparent backstage histrionics that surfaced from the ‘rotation’ theory didn’t help team camaraderie. The subsequent lack of restraint by the protagonists at press congregations did not helped the issue. It has highlighted the otherwise strategically acknowledged theories of ‘rotation’ and the contentious ‘youth over seniors’ debate and questioned its bona fides.Dressing room moods and a team’s character are often tested in sport .The positive mood often comes from triumphs and stunning performances. Indian cricket needs to focus on these two critical issues. The rest will sort itself out. Crevices are often evident when there is a famine. The scarcity of competitive team performances is where Indian cricket’s drought is.(The writer is a former captain of the Mumbai Ranji team)
The HTC One E9+ dual sim has been launched in India at a price of Rs 36,790. The device was announced for the Indian market in April. The smartphone sports a 5.5-inch 2560 x 1440 pixels qHD and is powered by a 2GHz octa-core MediaTek Helio X10 64-bit processor alongside 3GB RAM.It also comes with 32GB internal memory, expandable via microSD card, 20MP rear camera with LED flash, and an ultrapixel front camera, along with a 2,800mAH battery. The smartphone will be powered by Android 5.0 Lollipop based Sense UI. Speaking at the launch, president, HTC South Asia, Faisal Siddiqqui, said “Our newest HTC One E series builds on the momentum of the flagship phones with sophistication and style. The HTC One E9+ dual sim, continues to build on HTC’s innovation and design, with a 2K 13.97 cm (5.5-inch) large display, 20 mega-pixel camera, and a MediaTek Helio X10 processor and 2GHz octa-core chipset. Our popular UltraPixel is now on the front facing camera with tons of features, HTC BoomSound with Dolby Audio Surround and more, all this in a slim form factor. We are certain that this offering will delight many of our consumers.”Connectivity options on the device include 4G LTE/3G HSPA+, Wi-Fi 802.11 a/ac/b/g/n, Bluetooth 4.1, GPS with GLONASS. Also on the device are dual front-facing BoomSound speakers with Dolby Audio. Also read: Our review of the HTC One M9+