The port authority board elected Will McKnight to serve a second year as chairman, Joel Wooten Jr. as vice chairman, and Kent Fountain as secretary treasurer.McKnight has been a part of the board since 2014, as secretary treasurer and vice chairman; he continues to serve as president of his family owned construction company McKnight Construction (MCK).Wooten, Jr. is a founding partner at law firm Butler Wooten & Peak LLP. Fountain is president and ceo of Southeastern Gin & Peanut manufacturing company.Throughout the pandemic, GPA has remained open for business whilst implementing safety practices to protect workers and port users.The port has reported relatively strong results, given the Covid-19 crisis. Griff Lynch, executive director said: “While our deepwater terminals have seen challenges…our long-term outlook remains positive.”The authority cites that its port of Savannah Garden City Terminal handled 337,359 teu during may 2020 – a year-on-year decrease of 9.7 percent. For the fiscal year to date, container trade has decreased by 0.5 percent (in teu) compared with 2019. From July 2019 to May 2020, the total volume of cargo handled by the port tons increased by 1 percent.www.gaports.com
Tweet Share 10 Views no discussions LocalNews Unpaid salaries for truckers to be resolved soon by: – June 18, 2013 Truckers have been asked to hold on for at least two more weeksTruckers contracted to undertake work on phase two of the Melville Hall road project have to wait for at least two more weeks for overdue salary payments. The truckers who claim that they have not been paid salaries since January 2013, commenced industrial action three weeks after attempts to collect their salaries failed. On Monday 17th June the executive of the Dominica Tipper Truckers Association met with officials from the Ministry of Public Works including Public Works Minister Rayburn Blackmoore, permanent secretary in the Ministry of Public Works Lucienne Blackmoore and senior engineer Emile Lancelot.At that meeting they were informed that all funds for of the project have been exhausted.However, according to vice president of the Association Malcolm Reid, they were asked to “hold on for at least the end of this month” and assured that arrangement for additional funding for the project is being sought. Mr Reid explained the difficulty in obtaining payment is that the invoices must be sent to Martinique and that takes some time.“We would have had to go through the various agencies here through the consultant, etc., and then the documents would have been forwarded to Martinique where it would spend a long time – Martinique was the problem, then from Martinique to France then back to Martinique then come back to Dominica”, he explained. Contractor Jacques Ghardakhan is charged with the responsibility to pay to the truckers and not the government. Mr Reid stated that the new payment arrangements will allow for tranches of money to be logged in a bank in Dominica.“So when we have work and made our claims once we have satisfied the consultants or the contractors, then the funds will already be in Dominica for payment,” he explained. He also called on Mr Ghardakhan’s project manager to treat Dominican truckers fairly.“Jacques Ghardakhan’s project manager seems to have a beef with Dominican truckers and little petty personalities, and withholds information from us and does arbitrary stuff,” he said.Therefore, the Association will be meeting sometime today and tomorrow to discuss how this could be dealt with. He added that they will not condone any behavior that would cause problems for the Association and its members. “Some of us our loans have gone into arrears, we owe for tires and all kind of things so now that this thing is being fixed up”.He also noted that the meeting with Public Works officials went well and they “are happy it is resolving itself”. Meanwhile, president of the Association Earl Laudat said he is confident that government will resolve the matter in the quickest possible time. “The Minister at least set the cards on table. He was very unhappy that we have not gotten paid from since January. It was some sort of disbelief to everybody but that is the reality about it,” he noted.Mr said he clearly understands that the problem is not that of the government but that of the funding agency and contractor and called on Mr Ghardakhan to meet with truckers soon to discuss new working arrangements. Dominica Vibes News Share Sharing is caring! Share
In Pattaya, the winners of each category were presented with the mayor’s trophies while all participants received medals. This event is considered a great way of showcasing Wushu and strengthening the friendship and bond between Thai and Chinese cultures.Two female competitors face off in the Tai Chi with general weapons category.This young martial artist goes through her routine in the Tai Chi with short weapons event. Wushu practitioners from all over Thailand gathered at Pattaya School No. 7 on Saturday, April 30 for the 14th running of the national Wushu championships, being held in Pattaya for the second time. The event programme featured men’s and women’s competitions in Tai chi with general weapons, bare handed Tai chi, Tai chi with short and long weapons, bare-handed combat, weapon combat and team performance.Banjong Bantoonprayuk, host of Pattaya, and Worapoj Pongpalee, advisor to the mayor presents trophies to some of the junior winners.Wushu is derived from traditional Chinese martial arts and is both an exhibition and a full-contact sport. In recent times it has become an internationally recognized sport through the International Wushu Federation (IWUF), which holds the World Wushu Championships every two years.
Tickets are still available for the game on Saturday night (7.35pm) with savings of up to 15% available when purchased online. Update on returning players:Tiernan O’Halloran has returned to team training following knee surgery at the end of last season.Prop:Finlay Bealham sustained a head injury in the Glasgow game and is currently following return to play protocols.Lock:Andrew Browne is rehabilitating from an Achilles tendon injury and expected to be out for a number of weeks.Back Row:Naulia Dawai is continuing his recovery from a hamstring injury and is aiming to return to full training in the coming weeks.Scrum-half:Caolin Blade will re-integrate into team training this week as he continues his recovery from a hamstring injury in the pre-season game against Munster.Centre:Peter Robb underwent surgery for an ongoing hip issue earlier this week and will be out of action until December.Back Three:Niyi Adeolokun is continuing his recovery from knee surgery under the supervision of the medical and fitness teams. The Connacht medical team have issued the below update on the squad ahead of Saturday night’s historic Guinness PRO14 clash against South Africa’s Southern Kings. print WhatsApp Facebook Twitter Email
European Rugby Challenge Cup Round 4, Kingston Park, Newcastle, England 20/12/2015Newcastle Falcons vs ConnachtNewcastleÕs Sonatane Takulua and Eoghan Masterson of ConnachtMandatory Credit ©INPHO/James Crombie Eoghan Masterson is set to captain Connacht in their Challenge Cup game against Worcester in the Sportsground tomorrow (3pm). The 24-year-old takes his place at number 8 in a back row that includes Eoin McKeon at blindside and James Connolly at openside. There is also a new-look front row from the team that started the round one bonus point win away to Oyonnax. Denis Buckley comes in at loosehead and Dave Heffernan and Dominic Robertson-McCoy are included at hooker and tighthead respectively. In the backs, Bundee Aki returns to the centre alongside Eoin Griffin in the centre. Tiernan O’Halloran is also back in the side at full back after a brief injury. Connacht’s record try scorer in European competition Matt Healy, who scored two tries in the opening round, is included in the starting XV.He spoke to reporters about the challenge that Connacht face tomorrow: “We had a great travelling support last week in Geneva and we were delighted with the bonus point win. So, we had a review of the Oyonnax game and very quickly moved on and started focusing on Worcester. We are delighted to be back in the Sportsground in front of our home support. Worcester will bring a big challenge, they had a good win last week and, like ourselves, will be looking to gain a bit of momentum this weekend.”#CONvWORKick-off 3.00pm:(15-9) Tiernan O’Halloran, Darragh Leader, Bundee Aki, Eoin Griffin, Matt Healy, Jack Carty, Caolin Blade, (1-8) Denis Buckley, Dave Heffernan, Dominic Robertson-McCoy, Quinn Roux, James Cannon, Eoin McKeon, James Connolly, Eoghan Masterson (Capt)Replacements (16-23): Shane Delahunt, Peter McCabe, Conor Carey, Cillian Gallagher, Jarrad Butler, Kieran Marmion, Craig Ronaldson, Cian Kelleher.print WhatsApp Facebook Twitter Email
Galway county stars Shauna Molloy (St Fursey’s Headford) and Louise Ward (Kilkerrin Clonberne) of University of Limerick will go up against Sarah Gormally (Kilkerrin Clonberne) and Aine McDonagh (Maigh Cuilinn) of UCD in an intriguing O’Connor Cup Ladies Football final at 4pm today in Grangegorman. UCD edged out UCC with a late goal in a thrilling semi-final yesterday while UL were much too good for Queens as they qualified for the final for the 6th year in a row. University of Limerick 7-16 Queens Belfast 2-9UL team v QUB: C Moore (Cork); Shauna Molloy (Galway), C McGrath (Waterford), A Kelleher (Cork); Louise Ward (Galway), L Ryan (Clare), J Cregg (Roscommon); S Kelly (Cork), F McHale (Mayo); R Delee (Limerick), E Needham (Mayo), S Howley (Mayo); H O’Donoghue (Kerry), E Scally (Cork), R Howard (Tipperary). Subs: E Fitzpatrick (Tipperary) for Needham (40), F Tagney (Kerry) for Howley (40), O O’Dwyer (Tipperary) for Cregg (46), S Murphy (Kerry) for Scally (50), A Healy (Laois) for McGrath (50). UCD 2-7 UCC 1-9UCD team v UCC: L Bruggner (Kerry); K McGrath (Waterford), Sarah Gormally (Galway), R Flynn (Mayo); N Carr (Donegal), N Collins (Dublin), M Byrne (Dublin); M Lambe (Dublin), T O’Sullivan (Dublin); A Murphy (Kerry), Aine McDonagh (Galway), L McCartan (Westmeath); C Mohan (Monaghan), D Beirne (Leitrim), K Boyce Jordan (Westmeath).Subs: C Foxe (Wexford) for Mohan (29), A O’Reilly (Kerry) for Boyce Jordan (51).print WhatsApp Facebook Twitter Email NUIG ladies were beaten in the O’Connor Shield final by DCU yesterday, while GMIT’s ladies won the Donaghy Cup for only the second time after beating Marino Institute in DIT by 6-13 to 1-13.
TOWSON, Md. – University of the Incarnate Word senior guard Ifunanya Mora was named Capital One Academic All-America® Women’s Basketball Third Team on Thursday, as selected by the College Sports Information Directors of America (CoSIDA).Mora, who hails from Grand Prairie, Texas, is a biology major with a perfect 4.00 GPA. She is a four-year starter for the Cardinals and become the 11th player in school history to score 1,000 career points this year. She is the school’s all-time leader in blocks, free throws made and attempted. She is among the top 10 in school history in points, rebounds, assists and steals. She is a two-time First Team Academic All-District selection.To be eligible for Academic All-America consideration, a student-athlete must be a varsity starter or key reserve, maintain a cumulative GPA of 3.30 on a scale of 4.00 and have reached sophomore athletic and academic standings at his/her current institution.
Former Celtic assistant John Collins says John Hughes would be a huge loss to Inverness CT, believing his former colleague is good enough to manage the Scottish champions.Hughes’ future is in doubt with the manager at odds with the club’s board over his player budget.The former Falkirk and Hibernian boss, who led the club to third place and Scottish Cup glory in 2014/15, has been at loggerheads with the Highlanders’ hierarchy in recent times over cash for new players.With no end to the dispute in sight, Hughes’ position appears in real doubt. After working together at Livingston, Collins – who recently departed Glasgow’s east end along with Ronny Deila – says Hughes is talented enough to take the Celtic Park vacancy. He said: “The first thing I will say is John Hughes has done an unbelievable job at Inverness. He took on a team that was a long ball team, played no football and he very quickly moulded them into a total football team.“They got to the League Cup final in his first season and lost on penalty kicks against Aberdeen. In the second season they beat us [Celtic] in the semi-final and won the Scottish Cup on top of that he has sold players and made players better.“How his name hasn’t been mentioned for the Celtic job I don’t know. What he has done with average players, no support, no training ground, no sports science, no video analysis is incredible. If Inverness lose John Hughes then it will be a huge loss to them.“Do you make players better? Do you make teams better? Do you play a brand of football that is entertaining? John Hughes ticks all those boxes. “He did us a great favour by beating Aberdeen twice and drawing with them at important moments in the season. He’s proved he can make teams better. His team’s play entertaining football with no money, no supporters so why not?”Former Liverpool boss Brendan Rodgers held further talks with Celtic on Tuesday and while the Parkhead side will talk to other candidates, Collins feels the Northern Irishman would be a great choice for the role.He added: “Brendan would be a brilliant choice, I like him a lot. I enjoy watching his teams play football and I enjoy listening to him so I think he’d be a terrific choice. There’s lots of others in the mix.”
scott gerber How to Meet the Demands of the Socially Conscio… How to Cultivate the Skill of Being a Creative … Guest author Scott Gerber is the founder of the Young Entrepreneur Council.In an early-stage startup, you may not have much in the way of cash to offer new hires. While you’ll often hear advice about how to structure equity for technical hires, deciding how to compensate other key hires—from cofounders to sales staff—isn’t as clear-cut.To help you figure it out, I asked founders from YEC how they figured out what to offer early-stage, nontechnical hires. Their best advice—from considerations to make to equations to use—is below.1. Base It on the Number of Employees You HaveEarly hires are more critical than late hires. Think of your company hires in terms of stages: 1–2 employees, 3–6, 7–15, 16–30, 31–60, 61–150, etc. The amount of equity an employee gets should go down with each stage, because the company is getting less risky to work for, and because you just can’t keep issuing large amounts of equity to everyone at the company. Here’s one system to follow: Employees 1-2 (cofounders) should split the company either 50/50, 67/33, 75/25, or some other reasonable amount. Employees 3-6 should get between 1 and 5 percent of the company in equity, while employees 7–15 should get 0.5–1 percent. Employees 16–30 should get between 0.25–0.5 percent, and so on. A great company to look to for guidance on this is Buffer, which opened up all its salary and equity calculations. —Mattan Griffel, One Month2. Calculate Based on Your Capital ConsiderationsAssuming you’re starting with no capital, you’re going to grant pieces of your company in order to give incentives to early-stage employees. In my experience, sales and marketing is most often handled by stakeholders when there’s no capital. If sales staff is a requirement of your particular company, revenue-share models can be more conducive with the startup economy so you’re not forced to give away critical pieces of your business before seeking subsequent investment. —Blair Thomas, EMerchantBroker 3. Decide on What You Want Everyone to KnowWe make all compensation, salary, and equity based on the expectation that everyone eventually finds out each other’s numbers. This means that people with similar positions and responsibilities should have the same compensation. Even if a candidate asks for lower equity than their peers, give them the same amount. When they find out that you gave them less equity than a peer, you’ll lose their trust. When we give out offers, we tell candidates that we don’t negotiate because what we offer is prioritizing fairness for the candidate and the rest of the team. New hires have been appreciative of this approach. —Nanxi Liu, Enplug4. Use AngelList to DecideAngelList is a great resource for determining early-stage compensation for non-founders. It shows you how much equity companies like yours in your geographical area are offering employees of various titles, and takes the guesswork out of the process. —Brennan White, Cortex5. Start With an Option PoolThe best way to manage equity for key and strategic hires is through an option pool. Most option pools include total equity in the amount of 10–15 percent, which you’ll need to allocate based on projected hires over the next 24 to 36 months. Once you establish your intended list of hires, you can allocate up to 75 percent of the option pool (leaving wiggle room for negotiation). Generally speaking, technical hires should get more equity than nontechnical hires. However, you may want to break the “technical-hire” rule for superstar nontechnical hires, especially if the hire fills a needed executive or senior-level position. Once you think through your hiring, you’ll be in a better position to allocate your option pool. Note: setting up an option pool will also be helpful should you raise venture capital. —Kristopher Jones, LSEO.com6. Tie It to PerformanceUsing equity in lieu of capital compensation until you are cash-flow positive is normal. The shares should be on a vesting schedule and should be tied to performance and agreed upon by both parties. —Lane Campbell, June7. Keep a Vesting Period in MindIn general, sales and marketing staff tend to get less equity than technical hires with the exception of nontechnical managers and executives. In my opinion, how much equity you give is less important than how the equity will vest. In general, most vesting periods are four years long, though people are experimenting with longer and shorter periods. This means that regardless of how much equity the non-technical hire is given, they will have to stay with the company (not get fired or quit) in order to achieve the full amount of equity given. For instance, if you provide a nontechnical hire with 0.5 percent equity over 4 years, the stock will vest in equal installments of 0.125 percent each year. Vesting periods are critical because they protect the company and create better alignment between the hire and his or her performance over time. —Obinna Ekezie, Wakanow.com8. Base It on How Critical the Hire IsIt’s a two-step process. First, do some research to find the industry benchmark (try AngelList.) Second, you should think critically about how important this particular hire is going to be. For example, in enterprise companies, sales positions becomes very critical for the success of the company. If it is like that, you want to sweeten the deal further. Overall, good companies tend to be more generous with their stock options. —Ashu Dubey, 12 Labs9. Use Equity to Keep Everyone in the GameCompensating those on your team with the success of your business will add extra motivation and drive. Especially early on, you need all hands on deck and everyone moving in the same direction. This includes all aspects of your business, not just technical team members. I leveraged AngelList frequently to assess how much equity to give. Putting in a one-year cliff and a vesting schedule has been critical to keep the team motivated, and gives something to really celebrate when we hit those key milestones. —Kristi Zuhlke, KnowledgeHound10. Quantify and Be FlexibleIt’s a very tricky question with many different answers, depending on who you ask; there’s no single answer, but there are ways to tailor compensation to your company and industry that will serve you exponentially better than listening to general advice. Keep in mind several factors: How big is your equity compensation pool (15 percent, 20 percent, etc.)?How many hires will you be making in the next six months with the current equity comp pool, and what types of hires will these people be (low-level, high-level)?How early is this employee and what kind of salary is this employee getting relative to their industry?How important or unique is this employee compared to other hires? Keep these things in mind relative to your equity pool, and also compare to industry what you come up with as a guideline. —Alec Bowers, Abraxas Biosystems 11. Think in Terms of Dollars, Not Shares or PercentagesYou should have a reasonable expectation of how much your business is worth today and might be worth in a year or two. You can also estimate what additional upside a new hire will need to either compensate for below market comp today, or take on the risk of joining a startup. For example, if the market for a sales person is $65,000 and commission is 10 percent, you can decide how much additional bonus per year they need to join your team ($25,000, $50,000, $100,000). Consider what that might grow into based on your valuation growth (2x, 5x, 10x) to get them to join. Then you can decide if it’s worth giving that up for what they bring in terms of sales growth or lead generation. —Avi Levine, Digital Professional Institute 12. Make Sure Total Compensation Hits Market ValueThere are market rates established for all levels and roles. Target a compensation package within 20 percent of market rate. We’ve had success by offering a menu of three choices, which allows each candidate to choose their mix of cash and equity. Just remember that a well-rounded startup has strong technical and nontechnical people, so don’t treat anyone like a lower-class employee. —Aaron Schwartz, Modify Watches13. Do the MathSlicing up equity should come down to a math equation. Instead of reinventing the wheel, you should use math that other people have invented to figure it out. Y Combinator cofounder Paul Graham puts it together in this simple equation: 1/(1 – n). What it breaks down to is that if “n” is the equity you’re giving up, it’s worth it if it makes the company worth more than 1/(1 – n). Beyond that, I stick to the basics: Have a one-year cliff and four-year vesting for all equity employees. —John Rampton, Due AI Will Empower Leaders, Not Replace Them Tags:#compensation#Equity Compensation#Guest Posts#hiring#Nontechnical Hires#recruiting#Stock Options#yec Related Posts How Connected Communities Can Bolster Your Busi…
Do you have a new blog? Want to get 8 free links to your blog? Here is a list of free links in blog directories that you can get for your blog, along with the Page Rank of the blog directory (read this article to learn more about Page Rank: The Importance of Google PageRank: A Guide For Small Business Executives).So far, none of these links have driven a ton of traffic, however, more inbound links do help you a lot in terms of search engine optimization (read this article to learn more about linkbuilding: Executive Summary: Linkbuilding and SEO for the Internet Marketing Neophyte).We have submitted our own blog to each of these blog directories and can confirm that they are quality links from reputable sources, and they are all free and do not require a reciprocal link.8 Quality Blog Directories with Free, No-Reciprocal Links Page Rank PR: wait… I: wait… L: wait… LD: wait… I: wait…wait… C: wait… SD: wait… Blog Optimization 3 Globe of Blogs 6 5 Bloggernity Did you like what you read? Want more? Get automatic updates by subscribing to our RSS Feed or Email List (top right hand side of this page). SuperBlog Directory 3 7 BlogFlux 6 Blog Listing Don’t forget to share this post! AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to Email AppEmail AppShare to LinkedInLinkedInShare to MessengerMessengerShare to SlackSlack Bloggapedia Blog Directory Blogarama Topics: Originally published Nov 28, 2007 12:18:00 PM, updated October 18 2015 4 6 Bloggio