Facebook Twitter NewsHousingRents in Limerick city rise despite national rate coolingBy Rose Rushe – February 14, 2020 686 WhatsApp Advertisement TAGSdaft.ie Q$ 2019Irish Property Owners AssociationProfessor Ronan LyonsRental Tenancies Board Print THE last quarter for which we have national statistics for the rate at which rents fluctuate in the 26 counties is Q4 of 2019. Daft.ie’s reports issued four times annually are met with interest, given the enormous database from which it collates statistics.This portal to residential (and commercial) rentals and sales is used by virtually all estate agents and by private landlords who eschew an agency to let and maintain properties.Sign up for the weekly Limerick Post newsletter Sign Up Note the Daft infographic that shows the biggest increase in rents charged in the country were in Limerick. This is true of the city especially, presenting an 8.3 per cent gain over Q4 2018. Properties in adjacent Clare were charging almost 8 per cent more than in the last quarter of 2018.The FG-FF coalition is deemed to have fallen on the twin spears of Housing and Health. Swathes of the electorate who voted were unmoved by a 95 per cent employment rate, years of slog for a stable Brexit and Ireland ranked by the UN in December as 3rd best country in the world for quality of life (pipped by Switzerland and Norway, tops).What is driving rents here up, vis a vis Dublin levelling off with household income maxed out in The Pale?Scarcity. Daft.ie’s analyst Prof Ronan Lyon of TCD makes the point that construction costs for apartments “make it unviable to build the thousands of new rental homes that are desperately needed.”Another factor is the thousands of private landlords bailing out of the sector due to steep taxes and the cost of refurbishment between tenancy turnovers.2019 closing data for rents: €1,402 national average €896 Limerick county€1,167 Limerick city( €667 average mortgage)Feb 2020 – 76 properties availableWith a burgeoning jobs market in the Mid-Wests biopharma, food, finance, tech and aviation sectors, there has been a major influx in professional workers and their families moving to Limerick. From Cook Medical to WP Engine, Johnson & Johnson to Regeneron, recruitment campaigns by locally rooted industry are bringing an educated populace to the Mid-West.For sure, new residential stock is coming on board in the suburbs, in city new builds and the remodelling of older properties. But in a market of rising residential values, owners of landbanks and builders know that their assets are appreciating all the time. Limerick City and County Council is backing a €12mn investment in public housing so future supply is being addressed.The good news is that available rental accommodation nationally has increased by 10 per cent in 2020 since last year. Much of this is driven by tax-friendly house sharing in a landlord’s principal private residence, such contracts being outside the remit of the Rental Tenancies Board. The most recent rental index for the Board is Q3 of 2019. The Irish Property Owners Association (IPOA) had a big reaction to news that there were 21,235 tenancies registered in Q3 2019 compared to 25,448 in Q3 2018.“There was a drop of 17 per cent in the amount of tenancies registered,” commented Stephen Faughnan of the IPOA. “Rent Pressure Zones limit the income of investors without limiting the cost of the provision of the accommodation. Property owners who rewarded good tenants by keeping the rent low have been unfairly and substantially disadvantaged.“A recent survey carried out by IPOA revealed that 31 per cent of landlords were sub-venting their mortgage from other income, and 71 per cent of landlords were letting below market rent. 25 per cent of landlords had rent [pegged at] 33 per cent below market rent.”Mr Faughan went on to state that “sadly, 44 per cent of landlords surveyed stated that they intended to leave the market in the next five years.”Another statistic: “Between 2016 and 2018 over 2000 landlords left the sector and over 12,000 rental homes are no longer available.” Email Linkedin Previous article€6m investment brings 50 new jobs to BallinaNext articleJoe Rooney: Shut up and laugh Rose Rushehttp://www.limerickpost.ieCommercial Features and Arts Editor at Limerick Post
Working closely with faculty, trainees, students andadministrators, search committees, and Department Directorsproviding effective strategies for identifying diverse candidatesand addressing bias in the screening and selection process.Overseeing unconscious bias training for all search and selectioncommittees. Sharing responsibility with the JHM Chief Diversity Officer forserving as a member of Department Director and other SOM searchcommittees. Being a resource to support SOM initiatives to recruit, retainand advance diverse faculty, housestaff, and post-doctoral fellows[clinical and non-clinical]. Specifically, the Associate Dean forDiversity and Inclusion will: The Johns Hopkins University School of Medicine seeks anaccomplished and creative academic leader for the position ofAssociate Dean for Diversity and Inclusion. The successfulcandidate will have demonstrated expertise and vision in promotingand advancing diversity for faculty and learners as well as anoutstanding academic career at a major academic medicalinstitution.The Associate Dean will report to the Executive Vice Dean of theSchool of Medicine (SOM) and the Vice President, Chief DiversityOfficer of JHM in executing the JHU & SOM diversity strategicpriorities/goals. The Associate Dean for Diversity and Inclusionwill advise the JHU-SOM senior leadership team and lead strategicdiversity efforts that advance JHU-SOM’s mission and vision;collaborate with key university constituencies to develop and carryout initiatives that contribute to the achievement of diversitygoals; contribute to the recruitment, retention and career goals ofunderrepresented faculty, trainees (housestaff and clinical andnon-clinical and post-doctoral fellows) and other learners (medicaland graduate students); and support the overarching goals of JHUfaculty, trainees, students, and academic leaders to enhance theSOM programs for diversity and health equity. The Associate Deanwill create and lead a SOM Diversity Council to coordinatediversity and inclusion initiatives across the Clinical and BasicScience Departments and will serve as a member of the JHM DiversityLeadership Council to help facilitate coordination of system-widediversity and inclusion best practices.The Associate Dean works as a member of the Johns Hopkins MedicineOffice of Diversity and Inclusion and the Dean’s Office and carriesthe broad responsibilities for: Being a visible and accessible leader for faculty and learnersunderrepresented in medicine and science. The Associate Dean for Diversity is expected to: Demonstrate a collaborative and transparent leadership style;strong interpersonal skills; and excellent written and oralcommunicationsDemonstrate program development skills and the ability totrack, analyze and disseminate data on effort/programevaluationDemonstrate ability to collaborate with and advise faculty andlearners from all backgrounds and especially those underrepresentedin medicineBe knowledgeable about tools and resources on leadership andfaculty and learner recruitment, retention and advancementBe recognized for their reputation on diversity issues andinitiatives to recruit, retain and advance diverse faculty,learners and staff. Providing mentoring, peer support and sponsorship to facultyand learners from underrepresented groups. The qualified candidate needs to have a MD and/or PhD and/ orequivalent doctoral degree. Demonstrated academic achievements,preferably at the Associate or full Professor level.8-10 years of related work experience.Exhibit in-depth contemporary knowledge of the culture of academicmedicine and the issues of access, inclusion, diversity, equity andmulticulturalism.The Associate Dean for Diversity reports to the Executive Vice Deanof the School of Medicine and the Vice President/Chief DiversityOfficer, JHM who has broad responsibilities for supportinginitiatives for faculty, staff and learner excellence anddiversity.Applications are only being accepted online via Interfolio and mustinclude a cover letter and CV.The successful candidate(s) for this position will be subject to apre-employment background check.The following additional provisions may apply depending on whichcampus you will work. Your recruiter will adviseaccordingly.During the Influenza (“the flu”) season, as a condition ofemployment, The Johns Hopkins Institutions require all employeeswho provide ongoing services to patients or work in patient care orclinical care areas to have an annual influenza vaccination orpossess an approved medical or religious exception. Failure to meetthis requirement may result in termination of employment.The pre-employment physical for positions in clinical areas,laboratories, working with research subjects, or involvingcommunity contact requires documentation of immune status againstRubella (German measles), Rubeola (Measles), Mumps, Varicella(chickenpox), Hepatitis B and documentation of having received theTdap (Tetanus, diphtheria, pertussis) vaccination. This may includedocumentation of having two (2) MMR vaccines; two (2) Varicellavaccines; or antibody status to these diseases from laboratorytesting. Blood tests for immunities to these diseases areordinarily included in the pre-employment physical exam except forthose employees who provide results of blood tests or immunizationdocumentation from their own health care providers. Anyvaccinations required for these diseases will be given at no costin our Occupational Health office.The Johns Hopkins University is committed to equal opportunity forits faculty, staff, and students. To that end, the university doesnot discriminate on the basis of sex, gender, marital status,pregnancy, race, color, ethnicity, national origin, age,disability, religion, sexual orientation, gender identity orexpression, veteran status or other legally protectedcharacteristic. The university is committed to providing qualifiedindividuals access to all academic and employment programs,benefits and activities on the basis of demonstrated ability,performance and merit without regard to personal factors that areirrelevant to the program involved.The successful candidate(s) for this position will be subject to apre-employment background check.If you are interested in applying for employment with The JohnsHopkins University and require special assistance or accommodationduring any part of the pre-employment process, please contact theHR Business Services Office at [email protected] For TTYusers, call via Maryland Relay or dial 711.The following additional provisions may apply depending on whichcampus you will work. Your recruiter will adviseaccordingly.During the Influenza (“the flu”) season, as a condition ofemployment, The Johns Hopkins Institutions require all employeeswho provide ongoing services to patients or work in patient care orclinical care areas to have an annual influenza vaccination orpossess an approved medical or religious exception. Failure to meetthis requirement may result in termination of employment.The pre-employment physical for positions in clinical areas,laboratories, working with research subjects, or involvingcommunity contact requires documentation of immune status againstRubella (German measles), Rubeola (Measles), Mumps, Varicella(chickenpox), Hepatitis B and documentation of having received theTdap (Tetanus, diphtheria, pertussis) vaccination. This may includedocumentation of having two (2) MMR vaccines; two (2) Varicellavaccines; or antibody status to these diseases from laboratorytesting. Blood tests for immunities to these diseases areordinarily included in the pre-employment physical exam except forthose employees who provide results of blood tests or immunizationdocumentation from their own health care providers. Anyvaccinations required for these diseases will be given at no costin our Occupational Health office.Equal Opportunity EmployerNote: Job Postings are updated daily and remain online untilfilled.EEO is the LawLearn more:https://www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdfImportant legal informationhttp://hrnt.jhu.edu/legal.cfm Providing annual reports to the Vice President/Chief DiversityOfficer and the team of Associate Deans on SOM faculty and learnersthat includes diversity initiatives, demographic trends andobjective outcomes, strategic goals, and future plans. Working collaboratively with SOM leaders, Department Directors,Division Chiefs, Vice Dean of Faculty, Vice Dean for Education, andDiversity Councils/Committees to advance the institution’scommitment of recruitment, retention and advancement of a diverseacademic workforce. Collaborating and partnering with Diversity Councils in the SOMand JHU and launching a SOM Diversity Council. Explre opportunities to create transitions of underrepresentedgroups from our residencies and fellowships (clinical andnon-clinical) to our faculty.Partner with the Assistant Dean from Medical Student Affairsand Director of Medical Student Diversity and the Assistant Deanfor Graduate Biomedical Education and Graduate Student Diversity toorganize underrepresented medical and graduate students,housestaff, and postdoctoral fellow attendance to the regional andnational meetings of the Student National Medical Association(SNMA), the Latino Medical Student Association (LMSA), Society forAdvancement of Chicanos and Native Americans in Science (SACNAS),Annual Biomedical Research Conference for Minority Students(ABRCMS), and other minority-focused meetings/recruitmentevents.Partner with the Associate Dean for Postdoctoral Affairs tosupport recruitment and retention of non-clinical postdoctoralfellows from UIS groups and to establish a UIS mentoringnetworkPartner with the Assistant Dean from Graduate BiomedicalEducation and Graduate Student Diversity to enhance UIS graduatestudent recruitment and retentionPartner with Assistant Dean from Medical Student Affairs andDirector of Medical Student Diversity to enhance UIM medicalstudent recruitment and retention.Centralize reoganization of departmental UIM visitingclerkships that aim to foster recruitment into our housestaffprogramsOversee unconscious bias and holistic admissions training forresidency program selection committeesPartner with the Associate Dean for Graduate Medical Educationto support recruitment of housestaff who are from groupsunderrepresented in medicine (UIM); serve as a co-advisor to theHousestaff Diversity Council; establish a school-wide second lookweekend with UIM applicants to all of our residency programs priorto the Match and underrepresented in science (UIS) and UIMapplicants to our fellowship programs; and createa mentoringnetwork for UIM housestaff and clinical postdoctoral fellows andUIS non-clinical postdoctoral fellows. Collaborating with the offices of Faculty and FacultyDevelopment, Women in Science and Medicine, Medical StudentDiversity, Graduate Student Diversity, Student Pipeline Programs,Vice Dean for Education, JHU Office of Diversity and Inclusion, JHUOffice of Multicultural Affairs, and JHU Vice Provost for Diversityand Inclusion on cultivating new initiatives, and implementing andevaluating existing efforts. Co-sponsoring educational experiences, curricular andco-curricular, that foster faculty and learner education indiversity, cultural and linguistic competency, health equity,implicit bias and multi-cultural instruction.
Previous articleThree Fun Michiana Events To Enjoy While Social DistancingNext articleGrace College student, 20, didn’t die due to COVID-19 Network Indiana WhatsApp By Network Indiana – November 3, 2020 0 380 Facebook (“Gas Pump” by Mike Mozart, CC BY 2.0) The election could have an effect on the direction of gas prices in the coming days. It’s just hard to say what that effect could be.“It could be a volatile week to go along with the volatile year that it’s been. Now that there’s a concern that there could be a legal challenge to some of the election results is concerning markets due to the fact that it could slow down stimulus and a whole lot of things,” said Patrick DeHaan, head of petroleum analysis for GasBuddy.President Trump has also signaled that he could fire Dr. Anthony Fauci from the White House Coronavirus Task Force. Fauci is considered to be the nation’s top infectious disease expert.“That’s just another thing to contend with here. There’s a lot of pessimism with it. It’s a sign of a volatile cabinet and a volatile White House,” said DeHaan.That volatility could lead to higher gas prices. DeHaan believes all of this uncertainty means it may be better for you to fill up your gas tank sooner rather than later.“It may not be a bad idea to fill your tank probably by Wednesday. There’s no price hike on the radar yet. We could go a little longer for the next hike. It really just depends on the price of oil and overall markets. Right now, there’s a lot of anxiety in those markets, so keep an eye on it,” said DeHaan.DeHaan thinks even if there is a price hike, prices shouldn’t go a lot higher than $2 per gallon.“We are seeing some of the lowest prices in northwest Indiana. It’s $1.68 at one station in East Chicago, $1.70 in Schererville. There is one station in Indianapolis selling it for $1.69. Stations in Greenfield tend to be low. There are some stations there at $1.78,” said DeHaan.The increase in coronavirus infections has also kept demand low. Twitter Google+ WhatsApp Google+ Election results could dictate the direction of gas prices Pinterest IndianaLocalMichiganNationalNews Pinterest Facebook Twitter
SSP, the travel location foodservice brand operator, has reported a 41.5% surge in underlying profit before tax from £16.4m to £23.2m for the six months to 31 March 2016.Like-for-like sales were also up 3.3%, which the company said was driven by an increase in air passenger travel and retailing initiatives. Group revenue was up 4.4% on an actual exchange basis from £859.2m to £896.7m.The company declared it was pleased with the performance of the UK business, which saw revenue increase 2.8% on a like-for-like basis and underlying operating profit jump 47.2% from £18.0m to £26.5m. It said this had been driven by a continued increase in airport passenger numbers and spend per passenger.Outlining its strategy going forward, SSP said it was focused on the food and beverage market in travel locations and that the long-term structural growth of this sector in airports and railway stations offered the company excellent opportunities for expansion. It added that, in the first half of the year, net contract gains were up 2.0%, with particularly strong growth in North America, driven by new unit openings and high contract retention.degree of uncertaintyIn its outlook, the company said the second half of its financial year had started in line with its expectations, but warned that a degree of uncertainty always existed in the short term around global events and passenger numbers.Kate Swann, chief executive officer at SSP, said: “SSP has made further good progress in the first half of 2016 and we continue to deliver our strategic initiatives. Constant currency operating profit was up 28% driven by good like-for-like sales growth in our existing business, new contract openings, which are building our presence across the world, and further operational improvements. I am particularly encouraged by the pace of development in our North America and Asia-Pacific operations.“Looking forward, the second half has started in line with our expectations. While a degree of uncertainty always exists around passenger numbers in the short term, we are well-placed to benefit from the structural growth opportunities in our markets and to create further shareholder value.”
Each spring, thousands of K-12 students attend environmental education camps at Georgia 4-H facilities across the state. They hold snakes, hike through creeks and marshes, visit historic sites and enjoy nature; all with a goal of learning about the environment. Since the COVID-19 outbreak has public schools closed, school buses parked and Georgians sheltered in place, the Georgia 4-H Environmental Education Program is now being offered virtually.To continue reaching students, Georgia 4-H centers have created “From The Mountains To The Sea,” an online educational series. The lessons began on March 30 and a new lesson will be added every weekday through May 22.“Thousands of K-12 grade students and teachers would have filled our 4-H facilities this spring, building memories and bringing learning to life using Georgia as a classroom without walls,” said Melanie Biersmith, associate state 4-H leader. “We hope that by offering these short programs each weekday, we can give youth and adults a way to stay connected to our facilities and our programs during this time when we aren’t able to physically participate in field studies. We can’t wait to welcome everyone back to our facilities and give students these experiences in person, once it is safe to do so.”Each weekday afternoon, a different Georgia 4-H center uploads or live streams an environmental education lesson. Lessons will cover a range of topics such as herpetology, entomology and beach or stream ecology as well as highlight specific amenities at the 4-H centers including historic landmarks, salt marshes, tidal creeks, natural history museums and species exhibits.During the first week of lessons, the series reached more than 17,000 people. Topics included a tour of the Rock Eagle 4-H Center Wildlife Laboratory during feeding time, a lesson on diamondback terrapin turtles on Tybee Island, macroinvertebrates and stream ecology in the Georgia mountains, a walk through the maritime forest on Jekyll Island and an introduction to the farm area at Fortson 4-H Center.As one of the nation’s largest providers of residential environmental education, the Georgia 4-H Environmental Education Program provides opportunities for high-quality day and overnight educational experiences. The research-based curriculum correlates to the Georgia Standards of Excellence and provides hands-on learning in the context of the real world. Since the program began in 1979, it has reached over 1.2 million youth.Georgia 4-H offers environmental education at each of its six facilities: Rock Eagle 4-H Center located in the piedmont in Eatonton, Georgia, Wahsega 4-H Center in the Dahlonega mountains, Fortson 4-H Center in Hampton, Georgia near Atlanta, Burton 4-H Center on Tybee Island and Georgia 4-H at Camp Jekyll and 4-H Tidelands Nature Center on Jekyll Island.To join in on the lessons, follow the Georgia 4-H Centers on social media or review the lessons in the series archive at https://georgia4h.org/environmental-education/from-the-mountains-to-the-sea-archive/.The centers and their Facebook pages are as follows:Rock Eagle 4-H Center for Mondays at The Mound, www.facebook.com/RockEagle4HCenter;Burton 4-H Center for Tuesdays on Tybee, www.facebook.com/Burton4H;Wahsega 4-H Center for Wahsega Wednesdays, www.facebook.com/wahsega4h;Georgia 4-H at Camp Jekyll/4-H Tidelands Nature Center for Thursdays with Camp Jekyll/Tidelands, www.facebook.com/CampJekyll or www.facebook.com/Tidelands4H; andFortson 4-H Center for Fortson Farm Fridays, www.facebook.com/Fortson4HCenter.Georgia 4-H empowers youth to become true leaders by developing necessary life skills, positive relationships, and community awareness. As the largest youth leadership organization in the state, 4-H reaches more than 242,000 people annually through the University of Georgia Cooperative Extension offices and 4-H facilities. For more information, visit georgia4h.org or contact your local Extension office.
One of the historic days for both our gastronomy and tourism is certainly a great success and recognition of the restaurant Monte from Rovinj, which became the first and only Croatian restaurant with a MICHELIN star.Late last week, Metro, which is a global partner of the MICHELIN guide, officially handed over the MICHELIN star to the Monte restaurant. Along with Monte, twelve restaurants from the Istrian County – Meneghetti, Batelina, San Rocco, Konoba Morgan, Zigante, Marina, Damir & Ornella, Konoba Čok, Sv. Nikola, Wine Vault, Alla Beccaccia and Pergola – entered selection of MICHELIN’s gastro guide for 2017 and presented them with plaques in METRO in August, the so-called MICHELIN plates.”METRO recognized the strength and potential of Istrian gastronomy in 2014 when we opened the first wholesale center in Istria adapted to hotels, restaurants and caterers. METRO has also cooperated with MICHELIN’s guide in Croatia in order to help Croatian restaurants and caterers take their place on the gastronomic map of the world.”, Said Roberto Mancuso, President of the Management Board of METRO Cash & Carry Croatia, adding that more than a third of METRO customers in Croatia come from the HoReCa sector, including 32 restaurants with a MICHELIN recommendation.With more than 100 years of experience in restaurant selection, the MICHELIN guide today recommends more than 20.000 restaurants in 30 countries around the world. Whether it is Europe, Asia or America, MICHELIN inspectors apply the same criteria in assessing the quality of every restaurant they visit anonymously. Using a unique process perfected over the decades, the MICHELIN guide has become an international reference for fine-dining, and the MICHELIN guide plaque is an official recognition that the restaurant is part of the 2017 selection. The MICHELIN guide presents a selection of the best restaurants and hotels in the 28 countries it covers.