Eric Fehrenbacher/iStock(BUENA, N.J.) — The parents of the high school wrestler who was forced to cut his dreadlocks or forfeit a match say they’re overwhelmed by the support their son has received.Charles and Rosa Johnson released a statement through their lawyer, saying their son Andrew has been dealing with the aftermath of the controversial incident.“Wrestling has taught Andrew to be resilient in the face of adversity. As we move forward, we are comforted by both the strength of Andrew’s character and the support he’s received from the community. We will do all that we can to make sure that no student-athlete is forced to endure what Andrew experienced,” his parents said in the statement.Johnson, who is black, was told he could not compete with long hair at a meet in Atlantic County on Dec. 19. He was given 90 seconds to decide, according to his family’s statement.Johnson was wearing his usual headgear and covering his hair, but the referee said it was not in compliance with state rules. He then gave the teen the ultimatum of cutting his dreadlocks or forfeiting the match.Dominic Speziali, an attorney who is representing the family, argued that the referee should have raised any concerns during the pre-match weigh-in. And though the referee missed the weigh-in because he was late to the meet, he “failed to raise any issues with the length of his hair or the need to wear a head covering.”After Johnson went out to compete, an athletic trainer then cut his dreadlocks.“As the trainer is cutting Andrew’s hair in the middle of the gym, the referee is behind them directing her to keep cutting until he was satisfied with the length,” Speziali said in the statement.The family defended the athletic trainer and their son’s coaches.“As this matter is further investigated, the family wants to be clear that they are supportive of Andrew’s coaches and the team’s athletic trainer,” Speziali said. “The blame here rests primarily with the referee and those that permitted him to continue in that role despite clear evidence of what should be a disqualifying race-related transgression.”The referee is not identified in the family’s statement, but Philadelphia ABC station WPVI identified him as Alan Maloney.Maloney did not respond to a request for comment from ABC News. Speziali’s statement notes that the family is awaiting the results of an ongoing inquiry into the referee’s conduct by the N.J. Division of Civil Rights.Meanwhile, the teen’s parents said in the statement that Andrew has received a “thunderous outpouring of unsolicited support — including from an Olympic wrestler, leading civil rights advocates, and elected officials.”Copyright © 2018, ABC Radio. All rights reserved.
The club’s 2018/19 front of shirt sponsor has launched a half-time competition on home matchdays, open to supporters aged 18 and over.Four fans will randomly be selected to go pitchside during half-time and will go head-to-head as they shoot as many footballs through a D-shaped target as possible, within 30 seconds.
Photo: D.C. UnitedPlease follow and like us: “Guys are excited to get this on,” D.C. United coach Ben Olsen told the media. Kickoff is Saturday night at 6 p.m. Toronto FC comes into Saturday’s game with a 13-10-11 record. They’re coming off a 1-0 win over the Columbus Crew. Jozy Altidore suffered a quadriceps injury and withdrew from Team USA’s CONCACAF action including the contest played at Audi Field. Olsen said later in the interview, “I think they’re in good form and I think we’re in good form. It tends to be a fun matchup. We understand the quality that they bring, and they’re certainly as sharp as they’ve been all season at the right time. But again, we feel like we also are pretty clear in who we are and how to go about the game to have success. Then it’s just about which team executes and make the plays that matter on game day. We are looking forward to it. D.C. United heads north of the border to begin the 2019 MLS Cup playoffs in a brand new format. Unlike the previous format of two legs at both stadiums, this tournament will now be strictly a one-and-done, win-or-go-home format. As intimidating as it sounds, the Black and Red are up to the challenge. D.C. United played to a scoreless draw in their finale at Audi Field with FC Cincinnati. The silver lining was that it was their fifth consecutive shutout. D.C. United is now tied with Atlanta United for 14 shutouts, the most in the league.
Dear Editor,On April 5, it was reported in the State media that Junior Public Infrastructure Minister Annette Ferguson, who was accompanied by Regional Councillor Juilian Cummings, visited the Pomeroon riverine communities of Friendship and Martindale to address concerns affecting the livelihood and wellbeing of residents, particularly the clogged canals which were adversely affecting ingress and egress to their homesteads.Over the years, these neglected communities have suffered from the lack of basic infrastructure, such as roads, electricity, potable water and sewage disposal. Therefore, the people should not delude themselves into thinking that, from Minister Ferguson’s visit, anything substantial will be done anytime soon to improve their lot, since the Govt. has no development plan for this considered backwater area.However, it’s worth a try for them to seek assistance from the State, as they do not have the financial/technical resources to do much of the “heavy lifting” required to improve their communities, nor the political clout to effect the necessary changes.Firstly, the Government should be requested, through the National Drainage and Irrigation Authority, to provide a dragline/excavator to clear the clogged canals of silt and vegetation. This would enable residents to get their produce to market, their children to school, and their sick to the hospital in a timely manner.Secondly, the cultivated areas should be empoldered to prevent flooding from excessive rainfall, runoff from adjoining lands, and overtopping from the Pomeroon River.Next, the Government should provide low-interest loans for residents to buy solar-generated electricity for their homes, which is cost-effective vis-a-vis diesel-generated electricity. Loans should also be provided to assist the residents to purchase 400/500- gallon PVC tanks to store rainwater for their domestic use. A pit latrine designed with the help of the local sanitary inspector could take care of waste disposal. If adequate financial resources later become available, the pit latrine could be upgraded to a septic tank installation.Water transportation would be the modus operandi for these communities for the foreseeable future. Therefore, the Govt. should make available duty-free 25-HP Yamaha outboard motors for the people to buy, as well as provide them with technical assistance to help them design and build efficient and cost-effective boats to meet their needs.Minister Ferguson had informed residents of the Pomeroon region that drainage and maintenance of canals within their communities were not areas for which regional Governments receive funding to manage on behalf of the Central Government. Further, she claimed that the complaint she was requested to look into did not fall under the responsibility of the Ministry of Public Infrastructure (MPI), but she would nevertheless engage further with executives of the RDC and other ministers of the Govt when she returned to office.It is inconceivable that Minister Ferguson was oblivious to the fact that the Central Government has been, and is, spending millions of taxpayers’ dollars to provide drainage for Georgetown, East Coast villages, and other coastland areas. Further, the Honourable Minister must have been aware that the MPI has been dabbling with the drainage of Georgetown, East Bank of Demerara villages, and elsewhere since 2015.The rainy season is expected to commence in a few weeks’ time. It is therefore important for the Govt. to start addressing the needs of a desperate people, thereby alleviating them out of their misery.Yours faithfully,Charles Sohan
5 December 2011New ways of producing goods, which will reduce both energy consumption and emissions from energy production, have to be found, South African President Jacob Zuma told the World Economic Forum Green Partnership Dialogue in Durban on Sunday.This, according to Zuma, would require profound and far-reaching changes in economies, and would affect how business is done.The potential benefits were huge, however, as transforming the means of production to make them more environmentally sustainable in the long term would open the door to new investment, production and employment prospects.‘We must work on this together’“It is not a job just for government or business or labour alone,” Zuma said. “It is something we must work on together.”South Africa is the largest producer of electricity in sub-Saharan Africa, generating 90% of its electricity from coal. The country has committed to securing 4 000 megawatts of renewable energy for the national grid by 2016. This is more than the City of Durban uses in a year.South Africa’s solar and wind energy industries have targeted the creation of at least 50 000 “green” jobs by 2020, with the government pledging its support for the installation of one-million solar water heating systems by 2014 to 2015.This will also provide the basis for expanding local production of components and heating systems.Business’ technological, managerial expertise neededZuma said that bringing in new sources of electricity required the government to regulate the national grid, and that it needed business to invest and bring its technological and managerial expertise to the table.“Above all, we must make sure that poor communities do not end up footing the bill, whether through job losses or high prices,” Zuma said.“We are encouraging more labour-intensive activities that can create employment opportunities on a mass scale.”Zuma added that the country’s electricity utility, Eskom, and business would continue to work on technologies to further reduce emissions from coal-fired plants.Source: BuaNews
The Occupational Safety and Health Administration (OSHA) defines workplace violence as “any physical assault, threatening behavior or verbal abuse occurring in the workplace.” A workplace can be a location, either permanent or temporary, where an employee performs any work-related duty. This includes, but is not limited to, the buildings and surrounding perimeters, including parking lots, field locations, clients’ homes and travel to and from work assignments.The most common acts of workplace violence are simple assaults, totaling 1.5 million incidents a year. These range from simple pushing to much more serious acts of violence. Robberies account for 84,000 workplace violence incidents per year. Homicide is currently the fourth leading cause of fatal occupational injuries in the United States. Of the 4,679 fatal workplace injuries that occurred in 2014, 403 were workplace homicides. Retail industry employees are particularly susceptible to violent crime, as businesses are often open late, lightly staffed, are sometimes in high crime rate areas and usually have cash on hand. But not all workplace violence stems from external assaults by strangers.More and more, domestic violence situations are bleeding into the workplace. Even if a potential victim is “on the run” or hiding, they usually have to go to work at some point. Thus, a potential predator knows where to find them. Women are much more likely than men to be victims of on-the-job intimate partner violence or homicide. Spouses, boyfriends/ girlfriends and exes were responsible for the on-the-job deaths of 321 women and 38 men between 1997-2009, according to the U.S. Department of Labor. Nearly 33% of women killed in U.S. workplaces between 2003-2008 were killed by a current or former intimate partner. Another frightening statistic shows that 70% of workplaces in the U.S. do not have a formal program or policy that addresses workplace violence.- Sponsor – But, it’s statistically rare, right? Odds of it affecting your company are small, right? Wrong on both counts! Below is just one example from my 10 years of overseeing retail loss prevention at Nike. There were many others.A Nike Factory Store in Las Vegas had a strong workplace violence policy and management trained in basic reaction procedures. A female sales associate confides in store manager that she is afraid of her boyfriend and that he has threatened to show up in the store. The store manager did not notify loss prevention or employee relations, as she was trained to do. Instead she took it upon herself to rely on the basic training she knew. The store manager offered the employee time off. The employee said she had to work so the manager allowed the associate to work in the back of house instead of on the sales floor. The manager also got a picture of the boyfriend and briefed her management staff on the issue.Sure enough, a couple of days later the boyfriend shows up in the store looking for his girlfriend. Instead of calling police as her training required, the store manager simply warned the associate, who was in the back. For some unknown reason, the associate made the decision not only to come out and meet with the boyfriend but she agreed to leave the store with him. The manager, although knowing it was a bad situation, did nothing to stop it or notify authorities. Five blocks from the store, the boyfriend pushed the associate out of his car, got out himself and shot her five times on the sidewalk.Miraculously, the associate survived although she will never be the same. Yes, the boyfriend was caught and convicted. However, had the manager counseled with loss prevention in the beginning and called police immediately after seeing the boyfriend, as she was trained to do, this tragic incident might have been prevented.Not all workplace violence situations are this serious or dramatic, but incidents sparked by domestic disputes happen every day and are on the rise. As noted above, 70% of U.S. workplaces do not have a formal workplace violence policy in spite of the fact that OSHA’s General Duty clause states “each employer shall furnish to each of his employees a place of employment which is free from recognized hazards that are causing or likely to cause death or serious physical harm”. Obviously this rule is aimed at general safety but it also covers the prevention and control of the hazard of workplace violence.This article is not designed to be a comprehensive training guide on workplace violence. But it is designed to point out the ever-increasing role of domestic disputes as a cause. It is also designed to point out that all employers have a duty under OSHA guidelines and that up to 70% of companies have nothing in place.What can retail loss prevention professionals do? Basically, three things: • Learn all you can about workplace violence, its causes, preventative measures and response protocols. • Know your company’s workplace violence policies and program by heart, if there is one. • If your company is lacking in this area, lobby loss prevention, human resources, employee relations and senior management to develop a program and train all employees.Start now and good luck. Stay UpdatedGet critical information for loss prevention professionals, security and retail management delivered right to your inbox. Sign up now
Retail Touchpoints’ sixth annual Store Operations Superstar Award winners have recently been announced—and one convenience store retailer is happy to hear the news. This year, 7-Eleven earned the gold medal for its loss prevention strategy.According to the Superstar Awards report, “convenience store asset protection differs from other retail, especially at a 24/7 operation like 7-Eleven. With a small footprint and easy access, 7-Eleven faces issues like armed robbery, shoplifting and ‘grab and go.’ Operations issues include food safety/freshness, tobacco regulations, and environmental challenges with selling gasoline.”7-Eleven’s asset protection team has been challenged to maintain a comfortable, safe environment for shoppers while managing these security concerns—and aiming to drive profitability as well. To achieve its goals, the AP team’s strategy focuses on four fundamental pillars: revenue assurance, inventory variation control, incidents and investigations and safety and AP awareness. In addition, a recent 5,000-store rollout of a digital video system from Tyco Retail Solutions has helped boost sales while reducing shrink.- Sponsor – The Store Operations Superstar Award is “some nice recognition for the team,” said Mark Stinde, LPC, VP of asset protection for 7-Eleven.The Superstar Awards also recognize retailers that rank among the best for store operations strategies in five other categories: digital innovation, customer engagement, workforce management, store format innovation, and internal operations. Check out the other award recipients. 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? Sign up for a free trial or contact us for a representative.
Workstation users are the creative and technical heart of many successful businesses. Their demanding workloads drive the need for increased workstation performance from generation to generation. Aging workstations that cannot cope with today’s workloads become impediments to business intelligence, productivity, and creativity. These power-users need tools and technology that will help them do their best work.In September 2017, we announced the breakthrough performance of Intel® Xeon® Scalable processors for dual-socket expert workstations alongside the new Intel® Xeon® W processor, delivering optimized performance for mainstream workstations. We are continuing the momentum with today’s launch.Introducing the new Intel® Xeon® E ProcessorToday, we are pleased to introduce the new Intel® Xeon® E processor. Intel is committed to delivering the ultimate workstation performance for creative professionals worldwide. The Intel® Xeon® E processor, successor to the Intel® Xeon® E3 processors, is designed for entry workstations, where CAD and digital content creators need powerful single-threaded application performance with a platform optimized for reliability and affordability. It joins our portfolio of workstation-specific solutions including Intel® Xeon® Scalable processors for expert and Intel® Xeon® W processors for mainstream workstation professionals.The new Intel® Xeon® E processor delivers the enhanced performance and built-in visuals demanded by industry professionals. Compared to its predecessor, the new processor offers enhancements in processor speed, memory capabilities, security and reliability features. The Intel® Xeon® E processor is available with Intel® UHD graphics supported by a broad set of workstation applications.Step Up to Professional Workstation PerformanceThe new Intel® Xeon® E processor supports the increasing demands and workflows of professional CAD, media, and content creation. With improvements in processor speed, enhanced memory capabilities, advanced hardware-enhanced security, and reliability features available with support for 4K UHD Intel® graphics technology. The new Intel® Xeon® E processor now features up to 6 cores, with up to 4.7 GHz Intel® Turbo Boost Technology 2.0 performance and up to 64GB of DDR4 2666 MHz ECC memory support, delivering up to 1.71X improved performance compared to a four-year-old entry workstation2, and up to 1.36X improved performance compared to a prior generation1 entry workstation. When combined with a VR-ready professional GPU, the new Intel® Xeon® E processor exceeds the minimum processor requirements from the leading VR headset manufacturers, delivering an outstanding professional quality VR design experience.Putting the Processors to WorkOur partners are now shipping the new Intel® Xeon® E processors in their workstation offerings. Dell, HP, and Lenovo are among the first companies shipping with today’s launch. Equip your technical and creative teams with the latest tools to power your business.“At Dell we are committed to offering customers of all sizes a range of solutions to suit their individual needs and budgets,” said Rahul Tikoo, Vice President and General Manager, Dell Precision workstations. “Featuring the new Intel® Xeon® E processors, our Dell 3000 series entry-level workstation towers and 1U rack are designed to power through intensive workloads—all have a substantially smaller footprint and are available at an impressively affordable price point.”“HP Z Workstations customers are some of the most power-hungry customers on the planet,” said Carol Hess, Vice President Worldwide Product Management for HP Workstations, HP Inc. “New Intel® processors will help HP deliver superb performance for the rapidly changing and increasingly schedule-driven workflows customer face today.”“At Lenovo, our goal is to equip our workstation users with hardware that will deliver next-level performance and reliability,” said Rob Herman, General Manager of Lenovo Workstations. “The addition of the new Intel® Xeon® E processors to our ThinkStation* P330 family of workstations delivers outstanding performance, reliability and visuals our customers need and shows Intel’s unwavering commitment to delivering trusted, professional-grade solutions.”To learn more about Intel® Xeon® E processors and our other solutions for workstations, visit www.intel.com/workstations or check out our Ultimate Workstation Performance Product Brief and Comparison Guide. 1 Up to 1.71X performance improvement on a 4 year refresh. Config : 1x Intel® Xeon® E-2186G Processor, Platform: Moss Beach, 4 x 8GB DDR4 2666 ECC(32GB 2666MHz ) ,OS: Ubuntu 17.10 (Kernel 4.13.0-35-generic) ,Benchmark: SPECrate*2017_fp_base (Estimated), Compiler: ICC 188.8.131.52,BIOS: CNLSE2R1.R00.X119.B54.1803131307, 03/13/2018 (uCode:0x84), Storage: SSD S3710 Series 800GB, Score: 35.3 compared to 1x Intel® Xeon® E3-1286v3 Processor Platform: S1200RP, 4 x 8GB DDR4 1600 (32GB 1600MHz ) ,OS: Ubuntu 17.10 (Kernel 4.13.0-35-generic), Benchmark: SPECrate*2017_fp_base (Estimated), Compiler: ICC 184.108.40.206,BIOS: S1200RP.86B.03.04.0006.030520181328, 03/05/2018 (uCode:0x24), Storage: SSD S3710 Series 800GB, Score: 20.3, measured as of june 20182 Up to 1.36X performance improvement gen on gen. Config : 1x Intel® Xeon® E-2186G Processor, Platform: Moss Beach, 4 x 8GB DDR4 2666 ECC(32GB 2666MHz ) ,OS: Ubuntu 17.10 (Kernel 4.13.0-35-generic) ,Benchmark: SPECrate*2017_int_base (Estimated), Compiler: ICC 220.127.116.11,BIOS: CNLSE2R1.R00.X119.B54.1803131307, 03/13/2018 (uCode:0x84), Storage: SSD S3710 Series 800GB, score: 41.9 compared to 1x Intel® Xeon® Processor E3-1285v6 Platform: S1200SP, 4 x 8GB DDR4 2400MHz ,OS: Ubuntu 17.10 (Kernel 4.13.0-35-generic), Benchmark: SPECrate*2017_int_base (Estimated), Compiler: ICC 18.104.22.168,BIOS: S1200SP.86B.03.01.1029.012520180838 (uCode:0x84), Storage: SSD S3710 Series 800GB, Score: 30.7, measured as of june 2018