Related posts:No related photos. Alist of useful online resources to help you in your professional research andeducational needsInstituteof Healthcare Managementwww.ihm.org.uk7-10Chandos StreetLondon W1M 9DETel: 020-7460 7654Fax: 020-7460 7655e-mail: [email protected] body for management within health in the UK, with around 9,000members in the NHS, management consultancies, commercial organisations andacademia. Includes information about provision of healthcare management,details of IHM publications, conferences and courses, discussion forums, adatabase of training courses and providers, plus news, policy resources andlinks to other useful sites.CareerdevelopmentSiriuswww.sirius.comCareerdevelopment process site, specifically aimed at university population, butoffers a wealth of resources for anyone searching for vocational guidance.Rather wordy, but worth a closer look.Instituteof Managementwww.inst-mgt.org.uk2Savoy CourtStrand London WC2R 0EZTel: 020-7497 0580Fax: 020-7497 0463Themission of the IOM is to provide the art and science of management,representing approximately 3 million employees in the UK. Verydetailed Website, includes a counselling and career development section,including guidelines on CPD and a careers information factsheet, detailing thepotential paths leading to a successful career. Also includes a news updatesection for professional managers and other potentially useful information.Icirclewww.icircle.comCareerssite offering advice on every aspect of career development from CV preparationto assertiveness at work. Very general site, but content is continually updatedand offers some useful information about presentation and everything workrelated. It also has a very thorough page of relevant links to other sites,giving full contact details and a summary of each.TheIndustrial Societywww.indsoc.co.uk3Carlton House TerraceLondon SW1Y [email protected] Personnel and Developmentwww.ipd.co.ukInstituteof Personnel and DevelopmentIPD House, Camp RoadLondon SW19 4UXTel: 020-8971 9000Fax: 020-8263 3333Professionalinstitute for those working in management and involved in the development ofpeople.TrainingPPITrainingwww.ppimk.comCoursesbased on how to communicate at work more powerfully and achieve goals moreeasily.TheTraining Registrywww.tregistry.comDirectoryof management training courses, financial, HR, leadership, IT, health andsafety and leadership courses.PresentationskillsTheSpeaker’s Coach www.magma.caACanadian site offering tips for anyone having to speak and present informationin public.PresentationSkills for the emergent managerwww.ee.ed.ac.ukActuallya site aimed at engineers, but contains all the information necessary foranyone faced with a presentation to senior management. Tips come under headingsincluding: The object of communication; How to get the message across; Theimportance of planning; Formulating objectives; Identifying your audience; Structure;Sequential arguments; Attention grabbing; Presenting a structure; Creating arapport; Use of visual aids; The delivery, and so on.Thesite also has links to other similar sites as well as tips on how to improve managementskills. It is easy to use and understand and contains effective advice withoutbeing bogged down in management jargon. BBCOnlinewww.bbc.co.ukAsever, the best news resource to be found. As well as up-to-date news on allmanagement issues it also contains an easy-to-access archive system, as well asbackground briefings on all aspects of management and healthcare.Compiledby Kate RouyThislisting is not exhaustive and the journal welcomes further additions fromreaders as well as suggestions for further topics of interest to include inthis series Resource Guide: ManagementOn 1 Apr 2001 in Personnel Today Previous Article Next Article Comments are closed.
Previous Article Next Article Related posts:No related photos. Youth versus experienceOn 6 Apr 2004 in Personnel Today Isolder and wiser better in today’s interim market? Nic Paton looks at both sidesof the debateJusttoday, I had a conversation with an organisation about taking on an interimassignment, and they said they did not want someone who was too young. So Ifind being older is a positive advantage, people like my expertise,”explains interim manager Jan Hobson.Hobson,49, has been an interim for the past five years, taking the plunge afternotching up more than 20 years’ experience at a high level within HR (see CV).For her, the fact that, as she puts it, she “has some grey hairs” isa vital part of being an effective interim.”There’san element of the psychological contract about it. Clients expect you to havebeen there and done it, to have the war wounds and survived,” shestresses.Firmsexpect interims to be able to do more than simply shift resources around ormanage a function, she argues, something that, again, lends itself to someonewith more experience. Astudy by interim agency Chiumento in February concluded that interim managersare becoming more widely used and more respected, with more firms recognisingtheir potential to fill a strategic hole or take on senior management roleswithin an organisation.Hobsonsays employers are keen on interims with plenty of experience, who have‘weight’. “For instance, if there are problems within the HR team, theymay want someone who can act as a coach or mentor, but who is not doing it froma corporate political point of view. You need to have had a certain level ofexperience to be able to do that,” she explains.ForHobson, deciding to become an interim was a gradual process. “I hadreached a quite senior position within the corporate structure, so I had tolook at myself and my skillsets and what I enjoyed doing. I was deterred frommoving any higher up the corporate ladder because I did not want to spend anymore time on internal politics,” she says.”Also,there was the issue of work-life balance. As head of international HR, I wasdoing a lot of mergers and acquisitions work, lots of traveling and working allhours and, as a result, I had some issues with my son.”Sheadds: “I networked and spoke to a number of people and organisations,including agencies such as Penna. But it was still a big leap into theunknown.”Evenwith her seniority and contacts, it still took some time to get established, soit is vital to plan the move ahead, particularly to ensure you have a financialcushion in place.”Itwas six to nine months before I got my first big assignment – it’s quite hardto get started when you are working at a senior level,” says Hobson.”Ifyou can leave an organisation with a promise of some interim work in thefuture, that really helps. I also did some short-term consultancy project workfor a while. The first one is always the hardest to get,” she adds. Oneof the issues with getting started is the need to convince the agencies thatyou are not just viewing interim management as a stop-gap to something better;whatever your age it needs to be a definite career choice, explains Hobson. Thisis particularly the case because, as with all interims, you can get downperiods between assignments. “It is definitely feast and famine,” shesays.Nowadays,though, Hobson is normally very busy – in the past two-and-a-half years therehave been few fallow periods – working particularly on things such aspost-acquisition integration or integration of different business or HR unitsand developing HR policies and practices.Otherkey areas that she specialises in include the development and implementation ofchange management strategies, policy and strategy development, employeerelations, performance management, compensation design and locum HR services.Clientsthat she has worked for include Scottish Power, Direct Line Insurance,Prudential-Bache and XL Capital, including many smaller and medium-sizedenterprises. At this level, she commands a rate of around £1,000 a day.”Ilike the flexibility, and being able to use your technical skills. Somebody buyingin an interim is buying your years of expertise,” she enthuses. “Youneed to be flexible, open-minded and creative.”Thisis particularly the case because interims need to be able to pick up issues andproblems quickly, identify solutions or changes of direction and implementthem. The fact that interims implement change is one of their definingcharacteristics, and their skills, often gleaned from years in the field, arecritical.”Ialso like that there is usually a high level of clarity about what you aredoing – you tend to know what people want and what they are expecting ofyou.”Therange of projects that interims use businesses for has vastly increased in thepast few years. According to Chiumento, again, more and more firms are nowusing interims for short-term projects, often the preserve of younger interims.Whetherthis means interims are becoming little more than glorified project managers isa moot point. But at the top end, with turnaround specialists brought in toshake up an organisation and then drag it in the right direction, experience isstill a valued commodity.”Youneed to have your technical skills already in place. Interim management is notabout building a career path. You need to have had an established career, butyou do also need to keep your skills updated, which you can often do in the offperiods,” she explains.Indeed,Hobson is between assignments at the moment, and so is spending some of hertime brushing up on her coaching skills through a series of coaching coursesarranged by Penna. Ironically, such events can also be good networkingenvironments.Thefact you are your own boss is both a pro and a con. It is a pro, of course, inthat you decide what you want to do, but a con in that you are always chasingwork and work is always chasing you, which can make planning down time andholidays somewhat problematic.JanHobson CVBased:Chipping NortonCareer:July 2000 – 2004Director, Real Potential Ltd support services (interimmanagement company)January1996 – June 2000 Director ofInternational Human Resources, Prudential-Bache International (UK) Limited(part of the Prudential Securities business group)April1995 – December 1995 Internationalcompensation and benefits manager, Crosfield Electronics LimitedJuly1982 – March 1995Europeancompensation and benefits manager, HR manager, policy and administration,compensation and management development manager, UK compensation and benefitsmanager, salary administration manager, Pitney Bowes LtdSeptember1977 – July 1982Salesand marketing personnel manager, compensation and benefits manager, personnelofficer, Sperry UnivacLastyear, interim manager Andrew Nash was at a networking event for HR and otherprofessionals. There were around 40 people there. “Five or six of us wentinto a group to discuss something within a workshop, and one HR guy in hisearly 60s immediately moved away because he said he felt threatened,” saysNash. Fortunatelyfor Nash, 36, an interim for the past four years, such incidents are extremelyrare. “In the sort of roles I’m pitching for – head of resourcing orsenior recruitment roles – my age has never come into it.”Thedays of the interim market being the preserve of 50-something, ex-chiefexecutives are long gone. Nowadays, believes Nash, it is a much more fragmentedmarket, with even the concept of what defines an interim becoming confused bothfor managers and interims.Whilemany would dispute whether such roles really are interim positions, theexpansion in the market means that older and younger interims can thrivealongside each other, albeit carrying out different functions.TheChiumento Coming of Age report argues that, even if the age of interims isgoing down, there are more serious ‘career interims’ coming into the market.These are often people like Nash, who are mid-career but are still veryexperienced in their field and committed to interim management as a permanentway of working rather than as a stopgap following redundancy. Themost common use for interims during 2003 was to manage short-term projects (74per cent, up from 59 per cent), said the report, with just 15 per cent hired tostep into a permanent role on a temporary basis, down from 26 per cent in 2002.Asimilar study by Russam GMS last summer also found part-time assignments wereincreasingly popular, with the number of managers working less than a full weekgoing up by some 5 per cent.Theexpansion in the market has led to a blurring of the interim role. You can, forinstance, find 20-something temporary project managers describing themselves as‘interims’ or managers who are simply covering a vacant post. While many woulddispute whether such roles should be defined as interim positions in theconventional sense of the term, this does mean the market is now big enough forolder and younger interims to thrive alongside each other, albeit carrying outdifferent functions, says Nash. “Ithas never been a factor in the assignments that I’ve got and I’m normallyworking with people of a similar age to me,” he points out.Nashbelieves that what is important is not whether older or younger interims managein different ways, but that their experience is relevant, and that they canmakes things happen. Confidence is a key attribute for any interim,particularly younger ones, he adds.”Youhave to have confidence in your ability, know that you are the best around andthat you can go in and add value. You have to be sure you are worth the moneyyou are charging.”Nashdecided to become an interim after spending most of his career in recruitmentand sales. “One of my children became quite ill and it made me look atthings afresh. Rather than go back to working with agencies, I wanted time toreflect and go off and do something fresh,” he says.”Idid a fair amount of research on the web and in trade journals and I felt thatas I had experience through my recruitment work of quite a wide diversity ofsectors – industry, IT and investment banking – that I could put those skillsto a more appropriate use.”Hisfirst assignment was working within the HR department of a service partner ofBT. It was just a month’s work but he took it to get something under his belt.”It was then extended to three months and I was on my way,” he says.Sincethen, he’s done seven assignments in four years, including working for bignames such as Norwich Union, Egg, Masterfoods and the British Library. His rateis usually somewhere between £350 and £500 a day.”Itgives you variety. You are always learning different ways to do things, whichyou can then apply elsewhere,” he explains. “You also tend not tohave to get involved in the politics [of an organisation].”Thebig downside, of course, is that with flexibility comes uncertainty. Nash picksup assignments through a combination of his own contacts, networking, andworking through agencies such as Russam GMS, Chiumento and Praxis. Duringthe inevitable fallow periods between assignments that are part of interimworking, Nash uses the time to recharge, regroup and brush up on any extraskills or training that he needs.”Youhave to plan that you are going to survive off eight or nine months a year.Having said that, I tend to put a massive amount of effort, both mental andemotional, into my assignments, so sometimes when one is finished, it can be abit of a relief. Clients do expect their pound of flesh, and you do tend to puteverything into it,” Nash adds.”ButI enjoy the lifestyle, going in and picking up a new organisation, looking atwhat needs to be achieved. When you do a good job, it’s great to be able tothink that you have got that achievement under your belt,” he says.AndrewNash CVBased:LincolnshireCareer:2000– present dayInterimmanager through his firm Ash Consultancy and Management, specialising inrecruitment, resourcing, HR and general management, and also works through arange of agencies1994-2000Executivewith a regional recruitment agency1990-1994Salesdirector for an electronics security firm Comments are closed.
The passive tracer method is used to estimate ozone loss from ground-based measurements in the Antarctic. A sensitivity study shows that the ozone depletion can be estimated within an accuracy of ~4%. The method is then applied to the ground-based observations from Arrival Heights, Belgrano, Concordia, Dumont d’Urville, Faraday, Halley, Marambio, Neumayer, Rothera, South Pole, Syowa, and Zhongshan for the diagnosis of ozone loss in the Antarctic. On average, the ten-day boxcar average of the vortex mean ozone column loss deduced from the ground-based stations was about 55±5% in 2005–2009. The ozone loss computed from the ground-based measurements is in very good agreement with those derived from satellite measurements (OMI and SCIAMACHY) and model simulations (REPROBUS and SLIMCAT), where the differences are within ±3–5%. The historical ground-based total ozone observations in October show that the depletion started in the late 1970s, reached a maximum in the early 1990s and stabilised afterwards due to saturation. There is no indication of ozone recovery yet. At southern mid-latitudes, a reduction of 20–50% is observed for a few days in October–November at the newly installed Rio Gallegos station. Similar depletion of ozone is also observed episodically during the vortex overpasses at Kerguelen in October–November and at Macquarie Island in July–August of the recent winters. This illustrates the significance of measurements at the edges of Antarctica.
Home » News » Land & New Homes » Magna Carta Park: new and exclusive parkland private estate launches previous nextLand & New HomesMagna Carta Park: new and exclusive parkland private estate launchesThe Negotiator13th February 20200733 Views Royalton Residences is to launch Magna Carta Park, set in an exclusive private estate in Englefield Green, Surrey. Magna Carta Park offers 57 beautifully designed homes within 57 acres of ancient woodland and landscaped gardens – close to the site of the eponymous King John treaty.With 23 houses, 10 townhouses and 24 apartments across three mansion blocks, the properties range from one-bedroom apartments of 1141 sq ft to five bedrooms homes of 4495 sq ft. The luxurious development has been achieved with the partnership of celebrated architect Julian Bicknell and Associates and interior designer, Louise Bradley. The development has an estimated GDV of £130m and prices range from £1,000,000 to £4,500,000.We reveal details of what it will be like for our residents, who will live in an environment of matchless luxury.The architectural design embraces a contemporary take on the classic elegant architecture from the 17th century to the present day, drawing on some of the most celebrated British architectural styles. The designs provide each household with beautiful views over the estate, as well as access to large gardens or private terraces.With 57 acres of private land residents will have access to extensive amenities including a tennis club, concierge and 24-hour security, with complimentary access to the spa, restaurant and indoor swimming pool of neighbouring Audley Coopers Hill.Alex Herman, Sales and Marketing Director, said, “Opening the show house this month, we are pleased to reveal new details of what it will be like for our residents, who will live in an environment of matchless luxury.”Magna Carta Park parkland private estate Royalton Residences private estate Surrey Alex Herman ancient woodland land and new homes new homes February 13, 2020Jenny van BredaWhat’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
William Reed Business Media, publisher of British Baker, has launched the Food and Drink Logistics (FDL) Show in response to market demand. It will run alongside the firm’s set of market-leading trade shows, including the Baking Industry Exhibition.The FDL Show will provide a platform for firms involved with warehousing, palletised transport, third-party logistics, supply chain solutions and many other areas to showcase their products to top-level decision-makers from the food and drink sectors. This market in the UK is worth some £12bn a year, accounting for 10% of food and drink firms’ total spend.For visitor details, contact Sarah Corbett on [email protected] exhibit, contact Daren Rose-Neale on [email protected]
As more states legalize medical marijuana, two key groups — researchers whose job is it to understand its benefits and drawbacks, and physicians charged with advising potential users — are struggling to catch up with policymakers.Ilana Braun, an assistant professor of psychiatry at Harvard Medical School and chief of the division of adult psychosocial oncology at the Dana-Farber Cancer Institute, led a survey of cancer physicians around the country, exploring their attitudes and actions on medical marijuana.The survey was sent to 400 oncologists, with a 63 percent response rate. We asked Braun to outline her findings, which were published last month in the Journal of Clinical Oncology.Q&AIlana BraunGAZETTE: What are the highlights of the survey?BRAUN: I think the key messages from the data are, first of all, though almost half of oncologists surveyed recommend medical marijuana clinically, less than a third feel equipped with enough knowledge to make such recommendations.Our second key message is that medical marijuana is a salient topic in today’s cancer care. Eighty percent of oncologists we surveyed hold discussions with patients about medical marijuana. Sixty-seven percent believe it to be useful as an adjunct to standard pain management, and 68 percent for poor appetite cachexia [illness-related weight loss and frailty].The third key message is that there are some nonmedical variables that affect how oncologists approach medical marijuana, and these include region of practice, practice setting, and the number of patients they see.GAZETTE: So a significant percentage of oncologists who recommend medical marijuana to their patients also say they didn’t feel knowledgeable enough to do so. How do we make sense of that? I assume it’s not as simple as these folks being bad doctors.BRAUN: Right, and I don’t want to imply that. Unfortunately, our survey wasn’t designed to drill down into why this might be the case, but it’s definitely curious and we need to explore more.GAZETTE: Is this an education problem or a research problem?BRAUN: I think it’s probably a little bit of both. There isn’t a lot of high-quality research done in oncology regarding medical marijuana. So we probably need some clinical-effectiveness trials involving medical marijuana in oncology — and in other illnesses — and then I think we probably need more research in how to best inform medical professionals, particularly oncologists, who are frequently confronted with this issue.GAZETTE: How do physicians, once they become licensed and go out into practice, keep up on recent developments like the advent of medical marijuana?BRAUN: That’s a good question. We all take it upon ourselves to read scientific literature that comes out. We have journals like the New England Journal of Medicine, or our specialty journals. We try to read those. Then we’re obligated by licensing bodies to complete continuing medical education credits, otherwise known as CMEs. In that context, we go to national conferences or do online modules, so we are constantly trying to broaden our knowledge and keep current. And then many of us are obligated to retest at regular intervals, let’s say every 10 years.GAZETTE: Do we know whether there are CMEs specifically about medical marijuana?BRAUN: There certainly are. I believe that in the state of New York, in order to become a physician who can formally recommend medical marijuana to patients, you need to complete a four-hour CME requirement. It’s a state-organized curriculum. In Massachusetts, you have to complete two of what we call level 1 CMEs on medical marijuana, so a two-hour course.GAZETTE: What do we know about the medical benefits of marijuana, for pain, nausea, anxiety — some of these conditions that it’s potentially useful for?BRAUN: Randomized control trials of whole-plant medical marijuana haven’t been carried out in cancer patients, so oncology often draws from evidence in clinical trials carried out on other diseases and also from clinical trials carried out with pharmaceutical cannabinoids [the active compounds in marijuana]. Maybe pharmaceutical cannabinoids have one active ingredient, or two active ingredients — they may be synthetic, they may be herb-derived — but it’s different from marijuana. We extrapolate from those.In that context, the indication that probably has the strongest evidence base is pain. There have been more than half a dozen good, randomized control trials of whole-plant medical marijuana for pain management.GAZETTE: And they showed that it’s effective?BRAUN: They showed that it’s effective. And there are FDA-approved cannabinoid pharmaceuticals that you can get at the pharmacy, dronabinol being one of them. It’s FDA-approved for weight-loss cachexia. I’m sure oncologists are extrapolating from their knowledge of this drug that they use all the time in the clinic.GAZETTE: Why is it important that the usefulness of medical marijuana be tested specifically in an oncology setting?BRAUN: Other studies are usually done in very specific populations. It’s not clear you can generalize them to another disease.GAZETTE: Without the studies that you believe are still needed, is marijuana legalization premature?BRAUN: It’s a complex issue. Something like 30 states and the District of Columbia have comprehensive medical marijuana laws, and then many additional states have less-comprehensive but still some form of medical marijuana. Given that these medical marijuana laws are so popular on a state level, I think that we need to catch up with the science.GAZETTE: Why did you do this study?BRAUN: I worked clinically with cancer patients and found that the topic of medical marijuana comes up frequently in the exam room.Second, 30 states and the District of Columbia have these comprehensive medical marijuana laws, and the vast majority name cancer as a qualifying condition. Very few other conditions exist in almost every state law — cancer and HIV/AIDS — and yet the views of oncologists regarding medical marijuana had not been explored. So I thought this was a hole in the literature that should be plugged.This interview has been edited and condensed.
Reed Wood, assistant professor of political science at Arizona State University’s School of Politics and Global Studies, discussed the role and impact of women in armed conflict in a lecture Tuesday at the Hesburgh Center for International Studies. His research is one of the first large-scale systematic data collection of women’s participation in combat.Rosie Biehl | The Observer Wood, a Kroc Institute Visiting Research Fellow, opened the lecture by emphasizing that war and conflict are typically male dominated.“There is a large focus on war being men’s work,” Wood stated. “While occasionally women are seen as heroes, these stories are typically narrative accounts, in which the woman’s participation in war happens by chance, rather than her own decision.”Using his research, Wood aimed to revise the perception of women in armed conflict, demonstrating their roles and the importance of these roles. His research focused on two questions: what factors contribute to women’s participation in rebel groups in insurgencies and what impact do they have on group behavior and conflict outcome?To better understand what motivates women to enter into combat, Wood analyzed participation through two approaches. First, he looked at motivators that cause individuals to participate in combat. Next, he examined groups’ motivations for recruiting individuals. His findings showed that women, like men, typically join insurgency groups due to fear of violence and repression, revenge and the ideology of the group.“In general, men and women join insurgency groups for the same reason on an individual level,” Wood said.Finding this similarity, Wood examined female participation from the perspective of the group, by investigating what makes certain groups more likely to recruit women. On this level, Wood found that groups recruit women based on their demand for resources, tactical and strategic benefits and pre-existing ideologies.“Women are less likely to be scrutinized in society, and are therefore often used in covert operations,” Wood said.For this reason, terrorist groups are more likely to recruit women for operations like suicide bombings, in which the bomber must get close to the victim and remain unnoticed. Wood cited the Battle of Algiers, in which the National Liberation Front used women to plant bombs in crowded French cafes.After discussing what factors motivated women to join and to be recruited to armed conflict, Wood explored the direct and indirect impact that women have on armed conflict.In discussing the indirect impact that women have on conflicts, Wood highlighted the essentialist perspective approach, which focuses on the perceived inherent nature of women.“There is a general argument that women are less aggressive and violent and more compassionate and caring than men,” Wood said.Analyzing the impact of women through this essentialist perspective, Wood proposed that the inclusion of women in a group would make the group appear more favorable and less violent, consequently leading to earlier peace negotiations and help the group to gain more favor both nationally and internationally. Additionally, images of women in war can help to solicit international sympathy and alliances.In this sense, the inclusion of women could act as a sort of propaganda, demonstrating the legitimacy of the group’s cause.“It is hard to overstate the symbol of women in insurgent groups,” Wood said. “The inclusion of women can shape the public opinion, by demonstrating solidarity and legitimacy for the group.”Within a country, the inclusion of women can also be used to shame men into joining the cause, Wood said.“It send the message that if women are fighting, men should be fighting too,” he said.In contrast to the power of the essentialist view of women, factors such as socialization, selection effects and compensation could limit the impact that women have on changing violent dynamics of a group, Wood said.“In terms of selection effects, the women who show up to fight are the most likely to be more violent than other women,” he said.Additionally, given that war is seen as “man’s work,” women may feel the need to overcompensate and act more violently than men, Wood said. He concluded with the concession that the direct impact of women in combat is difficult to measure; however, although they are often overlooked, women greatly impact the outcome of conflicts.Tags: gender relations, Hesburgh Center for International Studies, Kroc Institute, kroc institute for international studies, war
Waitress Show Closed This production ended its run on Jan. 5, 2020 Some more Broadway faves are ready to serve up some pie alongside Tony winner Jessie Mueller in Waitress. Reprising their performances from the American Repertory Theatre run are Drew Gehling as Dr. Pomatter, Keala Settle as Becky, Dakin Matthews as Joe and Eric Anderson as Cal.Additionally, Tony nominee Christopher Fitzgerald and Orange is the New Black’s Kimiko Glenn will join the cast as Ogie and Dawn; the roles were played in Massachusetts by Jeremy Morse, who will appear in the ensemble, and Jeanna de Waal (currently in Kinky Boots).The show, which features a score by five-time Grammy nominee Sara Bareilles, will begin performances on March 25, 2016 at the Brooks Atkinson Theatre, where it will open on April 24. ART artistic director and Tony winner Diane Paulus helms the new musical.Settle earned a Tony nomination for Hands on a Hardbody; she most recently appeared on Broadway in Les Miserables. Gehling’s Broadway credits include Jersey Boys and On a Clear Day You Can See Forever. Matthews has appeared on the Main Stem previously in The Audience, Rocky The Best Man and A Man for All Seasons. Anderson returns to the Broadway stage after performing in The Last Ship, Rocky, Soul Doctor and Kinky Boots. Fitzgerald received Tony nods for Finian’s Rainbow and Young Frankenstein; his additional credits include An Act of God, Wicked and Chicago. Glenn will make her Broadway debut with Waitress; she appeared in Spring Awakening on tour and Freckleface Strawberry off-Broadway.In addition to Morse, the ensemble will feature Charity Angél Dawson and Stephanie Torns. Additional casting will be announced later.Waitress is based on the 2007 film by the late Adrienne Shelly and features a book by Jessie Nelson. It follows Jenna (Mueller), a small town waitress stuck in a loveless marriage. As a nearby baking contest approaches, she’s torn between her commitments and—thanks to her pie-making expertise—a chance at freedom. Jessie Mueller Related Shows Star Files View Comments
A troubling trend during the COVID-19 pandemic is an increase in calls to poison helplines about children drinking hand sanitizer and for exposure to cleaners and disinfectants.The American Association of Poison Control Centers reported 7,593 hand sanitizer exposure cases in children 12 years and younger in the first four months of 2020, with a sharp increase seen in March when stay-at-home orders began.To a child, a bottle of hand sanitizer sitting on the kitchen counter can look attractive. The container may be brightly colored, smell like food and could even contain glitter.If a child ingests more than a small taste, they may be at risk for alcohol poisoning.Most of the hand sanitizers people use are alcohol-based and contain 60% to 70% ethyl alcohol, more alcohol than most hard liquor. Alcohol poisoning can lead to confusion, vomiting and drowsiness, and in severe cases, death. You can reduce the risk by storing hand sanitizer out of reach and sight of children.Encourage children to thoroughly wash their hands and allow them to use hand sanitizer only with careful adult supervision. If you suspect someone has swallowed hand sanitizer, contact the Georgia Poison Center at 1-800-222-1222.As people clean and disinfect their homes more often, children and other family members also are being exposed to more household cleaners and disinfectants.The daily number of calls to poison centers increased sharply at the beginning of March for exposures to both cleaners and disinfectants, with bleach accounting for 62.1% of the increase in calls.Along with increased use, products may not be used properly. Chemical odors and aerosol sprays contribute to indoor air contaminants and may trigger allergies and asthma in some people.You can protect your family and reduce the risk of exposure by following these guidelines:Always read and follow the directions on the label.Dilute products using water at room temperature unless stated otherwise on the label.Avoid mixing chemicals, especially bleach and ammonia, which will create a chlorine gas.Use cleaning products in well-ventilated areas.Wear eye and skin protection.Store household cleaners, disinfectants, laundry products and pesticides out of sight and out of reach of children and pets.For more information, visit the Georgia Poison Center at georgiapoisoncenter.org/poisons/in-the-news/alerts-recent-trends/hand-sanitizer, the Centers for Disease Control at cdc.gov/mmwr/volumes/69/wr/mm6916e1.htm?s_cid=mm6916e1_w#F1_down and the American Association of Poison Control Centers at aapcc.org/track/hand-sanitizer.
Attachment: Decision on measures restricting social gatherings, work in trade, service activities and holding sports and cultural events The work of gyms, sports centers, fitness and recreation centers, all organized trainings, dance schools, children’s and other workshops is suspended. The suspension of religious gatherings is also valid. All public events and gatherings are canceled, work is suspended for all service activities that are not essential for the functioning of the community, such as museums, theaters, cinemas… As of Thursday at 0:01, a number of measures come into force aimed at ensuring stricter measures of social distancing, in order to mitigate the possibility of the epidemic spreading. The ban is valid for the next 30 days. The facilities that will work must ensure the greatest possible distance of workers and measures of social distance. They must also ensure ventilation of the space, measures of enhanced hygiene and daily cleaning of the space, and they must also provide points with disinfectants, as well as posters on proper hand washing and protection. In conclusion, only those activities that are necessary for normal functioning will work: food stores, gas stations, restaurants that have delivery, bakeries, grocery and hygiene stores, pharmacies. The operation of catering facilities of all categories is also suspended, with the exception of the preparation and delivery of food and the operation of soup kitchens. All stores will also be closed, except for: sales of food and hygiene items, pharmacies, gas stations, kiosks, bakeries, specialized stores with children’s equipment, sales of animal feed, sales of specialized orthopedic aids… We remind you that people in self-isolation must strictly adhere to it instructions given to them. “Everything that is not necessary is suspended”- concluded Bozinovic. Employers are obliged to organize work from home, organize teleconferences, cancel business trips, and prohibit workers suffering from acute respiratory diseases from coming to work. The National Civil Protection Headquarters announced new measures at 18.00 pm to reduce the possibility of transmission and protection against the spread of coronavirus.