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danielfela/iStock(WASHINGTON) — As Puerto Rico prepares for a major test of its still-damaged infrastructure almost two years after Hurricane Maria, questions remain about FEMA’s ability to deal with Dorian and other new storms given record vacancies at the agency.FEMA remains without a permanent leader after Brock Long announced his resignation in February. Pete Gaynor has been leading the agency in an acting role as President Donald Trump’s permanent nominee, Jeffrey Byard, remains unconfirmed. Unlike some Trump nominees, Byard’s nomination shows no sign of problems, but still awaits a full floor vote by the Senate.“FEMA is taking all possible preparatory actions in anticipation of impacts, including the forward deployment of personnel,” according to an agency spokesperson.President Trump on Tuesday signed an emergency aid declaration for Puerto Rico and on Wednesday tweeted that “FEMA and all others are ready” and “will do a great job” while at the same time taking yet another swipe at San Juan’s Democratic mayor.Though the agency has acknowledged a staffing shortage, it remains confident in its ability to respond to the impact of the storms this hurricane season.“Between the ongoing recovery from the 2017 hurricanes and the agency’s surge to support response needs in the islands, we have over 3,000 people in Puerto Rico and the Virgin Islands,” said a FEMA spokesperson.But the concern from lawmakers, scarred by the tragic response to Maria, has them doubting FEMA’s readiness.“The fact remains that FEMA and its federal partners were not ready to respond to consecutive major storms in 2017,” House Homeland Security Chairman Benny Thompson, D-Miss., said at a FEMA oversight hearing in June. “Without having the right people in place, trained, and ready to respond, FEMA cannot carry out its mission.”Gaynor told lawmakers that FEMA is ready to respond to the impact of any potential storms that come out of this year’s hurricane season. But he indicated to Thompson that the agency could use more help.“It has been a struggle for FEMA to make sure that we have enough disaster responders in reserve,” Gaynor said. “We’re probably short a few thousand employees.”The Trump administration recently told Congress recently that it plans to start shuffling $271 million around in its Homeland Security budget so that it can cover the cost of detaining and transporting more undocumented migrants. FEMA, one of the affected agencies, would stand to lose $155 million, but the agency is pushing back on the notion that they’d be without the necessary financial resources heading into the peak of hurricane season.“Based on DHS and FEMA’s review of historical emergency spending from the DRF Base account, this amount will be sufficient to support operational needs and will not impact ongoing long-term recovery efforts across the country,” said a FEMA spokesperson.Even as preparation for the current crop of storms is underway, there’s concern about how ready the government will be for future storms.An internal agency report following the 2017 hurricane season found that “FEMA’s incident workforce is historically over-committed to smaller disasters, leaving a fraction of the agency’s capacity to prepare for and respond to complex catastrophes and national security emergencies.”FEMA’s workforce is comprised of nearly 14,000 employees with roughly 45% of employees working in response and recovery and in the aftermath of Hurricane Maria, the agency has aggressively taken initiative to start moving staff into areas well in advance of a tropical storm or hurricane threat.FEMA began flying in resources and staffing to Puerto Rico for several days before Tropical Storm Dorian began posing a threat to the island. But even still, the agency’s acting administrator in an interview with ABC News issued a warning to anyone in the path of a storm this hurricane season.“FEMA will not make you whole,” he said. “But we highly encourage flood insurance because that will get you back to normal faster. That investment in flood insurance is the best defense you can make for yourself and your family.”Copyright © 2019, ABC Radio. All rights reserved.
What started as a musical tribute concert has become so much more, as members of Lotus, RAQ, Particle, Digital Tape Machine and more will join forces for an all-star performance dedicated to the late great Prince. Going as “Supernatural Beings,” the group had previously announced a performance featuring the music of Michael Jackson, James Brown & Prince. Now, that tribute will take on a new role in the wake of Prince’s passing.The group features Marcus Rezak (Digital Tape Machine), Todd Stoops (RAQ), Mike Greenfield (Lotus), Clay Parnell (Particle), Emily Nichols (Woo Park), Marty Gierczyk (Chicago Funk Mafia), and Christian Rogala (Fluid Minds). With support from SPREAD, this should be one great night of music.It all goes down Thursday, April 28th, at the Emporium Arcade Bar in Chicago, IL. For more information, head here.
A new study offers the first evidence that fetal sex can affect the amount of milk cows produce, a finding that could have major economic implications for dairy farmers.The study, co-authored by a Harvard scientist, examined 2.4 million lactations by nearly 1.5 million dairy cows in the United States, finding that cows that gestated back-to-back daughters produced as much as 1,000 pounds more milk than those that give birth to sons over the first two lactations. The work is described in a Feb. 3 paper in PLoS One.The study authors included an estimate on the potential value of using artificial insemination techniques to increase the number of female calves cows produce.“If this were adopted by the dairy industry today, not counting the cost of the technology for sperm selection, the growth in terms of wholesale milk value is in the ballpark of $200 million gross — just by manipulating the conception of a daughter on the first pregnancy,” said Katie Hinde, an assistant professor of human evolutionary biology, who co-authored the study with Barry Bradford, an associate professor at Kansas State University. “This is something, I think, that would be very appealing, especially to organic dairy farmers, because this is a method for increasing milk production that would be allowable under organic standards.”The importance of the study, however, goes well beyond the economics of dairy farms, she said.“One of the key questions in evolutionary biology is how mothers allocate resources to their offspring. There have been a handful of studies that show the milk produced for sons and daughters is different, but it was unclear whether this was due to some behavioral interaction between the mother and the infant postnatally or if there was something going on prenatally. We’ve now shown that this is established during pregnancy, although nursing patterns after birth are likely to also be important.”To explore whether another factor, such as a difficult delivery, might be behind the difference in milk production, Hinde and her co-authors selected 113,000 cases in which researchers had complete data on the first and second pregnancies of cows that experienced low-stress labors. The results were unequivocal — cows produce more milk for daughters than they do for sons.The question that remained, Hinde said, was how powerful the effect was. Could the sex of a fetus influence milk production in an already-established lactation? Could the sex of one fetus affect lactation in a subsequent pregnancy, even years later?“In both cases, the answer is yes,” she said. “The cellular architecture of the mammary gland is such that its ability to synthesize milk improves in an additive way across pregnancies. What we found was that having a daughter in the first pregnancy seems to be creating a higher ‘set point’ … and the next lactation is additive from that higher base point.”While cows that conceived back-to-back sons produced significantly less milk, researchers were surprised to find that a son-daughter sequence led to an increase in milk production, though one less pronounced than the increase through back-to-back daughters. Interestingly, Hinde said, among cows that conceived a daughter followed by a son, milk production remained high.What could be behind the disparities? Hinde and colleagues believe there are two possible answers.The difference in production could be an evolutionary adaptation that cows use to help female calves develop earlier, thus increasing their reproductive potential.“The fact is what constrains a daughter’s reproductive potential is the length of her reproductive career,” Hinde explained. “But if she can develop and mature at a faster rate, and start reproducing earlier, that’s one way she can potentially increase her offspring output over her lifetime, whereas sons can slow-play it … as long as they are healthy enough to reach maturity, they can make up for whatever deficit they received from their mother early in life. So it could be that mothers are adaptively allocating more resources to daughters in an effort to accelerate their reproductive maturation.”The other theory, Hinde said, is that the difference is the result of the shared physiology between mother and daughter.“Just by virtue of its shared physiology with the mother, through the placenta and shared circulation exchange, the fetus has the ability to affect the mother,” he said. “We see this in humans with conditions like gestational diabetes. The estrogens produced by the fetal daughter are the same hormones that, in the mother, are priming the mammary gland’s development during pregnancy, so it could be that daughters are an added hormonal signal that results in an increase in milk synthesis.”While the study points to an opportunity for dairy farmers to increase output without increasing their herds, Hinde emphasized that some of its central findings also connect to important health issues.“Knowledge about lactation and breastfeeding is essential for empowering mothers and families to make decisions about infant feeding,” she said. “That same information is going to inform clinical practices — if the physiology of sons is such that they are expecting certain constituents or certain volumes of milk that’s different from daughters, that’s going to affect how doctors feed them in neonatal intensive care units, or during illnesses.“We owe it to women who do not breastfeed — whether it’s due to clinical contraindications, socioeconomic cultural realities, or institutional barriers — to have infant formula products that are the best they can be. We made different deodorants for men and women, and yet we still make one-size-fits-all baby formula. We are not yet at the point where we can say the milk should be different for sons and daughters, but we are at the point where we can see differences, and we need to understand those much better.”Aside from the science, the research was noteworthy for its origin: Rather than being the product of a chance meeting at a conference, Hinde’s collaboration with Bradford began in a thoroughly 21st-century way — via Twitter.“I had written a blog post about sex-biased milk synthesis that outlined all the mammal species for which we have data, and highlighted the pre- versus postnatal question,” she said. “I posted a link to the post on Twitter, and a few weeks later I got a direct message from Barry asking if I was interested in collaborating with a dairy cow model since I usually study monkeys and humans.“I was immediately excited, because I saw this as the perfect synthesis of exciting, novel results, the value of large data sets and the opportunities afforded us by online social networks among scientists.”
The University implemented a number of changes to its process of reporting and resolving cases of sexual assault, sexual misconduct, dating violence, domestic violence and stalking at the beginning of the academic year. The changes included the hiring of two additional deputy Title IX coordinators, an increase in the role of the deputy Title IX coordinator in the administrative resolution process — which can result in disciplinary consequences — and the new option of pursuing an “alternative resolution” in lieu of disciplinary action.“We always get feedback about incidents that have occurred,” University vice president for student affairs Erin Hoffmann Harding said. “We’ve made a variety of changes trying to be responsive to what we’ve learned and how we can be more supportive of all students.”These changes were rolled out in the midst of an unsettled lawsuit against Notre Dame filed in April by a former student — referred to as “John Doe” — alleging he was unjustly dismissed from the University less than a month before his graduation.Doe was experiencing episodic depression and suicidal thoughts in the summer and fall of 2016, according to the original lawsuit, and sent related texts to his girlfriend — referred to as “Jane Roe” — over the course of months. Roe perceived the texts as sexual harassment and dating violence and reported the incidents to deputy Title IX coordinator Heather Ryan on Oct. 14, according to documents from a preliminary injunction hearing in the Northern District Court of Indiana. After an investigation and subsequent administrative hearing, the University found Doe in violation of its sexual harassment policy and expelled him, with an opportunity to re-enroll at a later date.The lawsuit alleges Notre Dame mishandled the case and conducted an investigation full of “procedural flaws, lack of due process and inherent gender bias, designed to ensure that male students accused of any type of sexual misconduct or harassment — concepts that do not apply to John’s conduct — are found responsible.”Judge Philip Simon ordered the University to permit Doe to take his final exams in May, stating in his order following an April 28 injunction hearing that “the University’s limits on hearing testimony — particularly the application of its narrow witness standard — might be found to be arbitrary or capricious in several respects.” Notre Dame was required to grade Doe’s work, the order said, but it could still withhold his degree and ban him from campus pending the result of the case.An initial date for the trial has not been set.Hoffmann Harding said she could not comment on an unresolved court case. Of the policy changes, however, she said similar revisions and improvements are made each summer.“We try to learn from each and every situation where a student has been hurt or harmed and look at it every summer,” she said. “We’ve looked at it every summer since I’ve been in this role.”For its most recent changes, she said Notre Dame looked to Baylor University’s newly-implemented model.“Baylor’s system is one of the most recent that has had input … from the Office of Civil Rights, but also from outside folks with expertise in fairness and ensuring that we can be supportive of students involved in these situations,” Hoffmann Harding said.Ryan said the University is in the process of hiring the two new deputy Title IX coordinators, who will collaborate with her to fill the position’s heightened responsibilities. Instead of contracting work with external investigators as Notre Dame has done in the past, deputy Title IX coordinators will now conduct investigations by talking to the complainant and respondent, interviewing witnesses and examining information provided.This change was made in response to student feedback about conversations with external investigators and the timeliness of investigations, Hoffmann Harding said.“In some cases, [students] felt a bit less comfortable sharing information with an external investigator, as excellent and well trained as they are,” she said.In the past, once an investigation was complete, a Title IX case was referred to the Office of Community Standards for a hearing. Now, a three-person panel — comprised of the deputy Title IX coordinator conducting the investigation, a member of the Office of Student Affairs and another individual from the Title IX office — will recommend a finding and outcome, Ryan said.“Everything will happen much sooner than it’s happened in the past, in terms of timeline for a student who’s experiencing this,” she said.In his injunction order, Simon pointed specifically to delays in the investigation and hearing processes as merits to why Doe’s case had some likelihood of success, part of the burden of proof required for the order allowing Doe to take his exam. Simon wrote that in its handbook, the University sets a goal of finishing each case within 60 days of the initial report; the decision in Doe’s case was made 111 days later.Additionally, Doe filed complaints against Roe in February that “evidently remain pending,” Simon wrote, preventing Doe’s allegations from drawing Roe’s character and credibility into question.Now, Ryan said, after a final report is released by the investigative panel — stating whether or not a respondent is found to have violated University policy and recommending disciplinary action, if necessary — both the complainant and respondent have the opportunity to accept the outcome. If either party contests the decision, the case moves to an administrative review proceeding to determine if there was a procedural flaw, substantive new information or insufficient evidence to support the recommended finding — reasons the University accepts as grounds for review.“This scope allows us to have an administrative review board really look at a case in a way that is comprehensive and really responding to student concerns,” Ryan said. “They’d be able to still have an opportunity to speak in front of that panel and share information, ask questions.”The administrative review board is now chosen from a pool of trained individuals from the University appointed by University president Fr. John Jenkins, she added.In the past, a case review board consisted of three faculty and administrators, according to a transcript of the April injunction hearing. Simon discussed the review of Doe’s case in his order, referencing a “conclusory and dismissive denial by the Conduct Case Review Board” as another merit of the case to allow Doe to take his exams. Simon wrote that the board refused to consider Roe’s “cherry-picked” text messages and “evidence pertinent to Jane’s credibility and state of mind,” which could have qualified as reasons to remand the case to the Office of Community Standards before taking any disciplinary action.Hoffmann Harding said in previous years, when a case came to the Title IX office, a complainant had two options: to pursue an administrative resolution, potentially dealing with disciplinary consequences, or — if the deputy Title IX coordinator found no threat to the general community — to close the case. Now, complainants have the additional option of an “alternative resolution,” she added.“This has the objective of stopping a behavior, but not necessarily going to that next step, a disciplinary outcome,” Hoffmann Harding said. “So it involves sharing the feedback … and then basically agreeing that it ceases and desists, but not necessarily taking that next step.”Ryan said participation in the alternative resolution process would be voluntary for both parties and entail non-disciplinary outcomes, such as mediation, support services or a non-contact order. The goal of it all, she added, is to make the process more “restorative.”“It’s going to be very individual, depending on the needs of the complainant and the nature of the concern,” she said.This option was not available in October, when Roe made her complaint against Doe. Ryan Willerton, Notre Dame’s vice president of career and professional development and former director of the Office of Community Standards, said the disciplinary outcomes were meant to be “educational,” while speaking about the old process at the injunction hearing in April. In his court order, Simon wrote that he did not find this testimony to be credible.“Being thrown out of school, not being permitted to graduate and forfeiting a semester’s worth of tuition is ‘punishment’ in any reasonable sense of the term,” the judge wrote.Hoffmann Harding said the University is always looking at ways to adapt policies and procedures to ensure it is “providing student care in the fairest and most compassionate way.” And despite the numerous changes made to the University’s process of dealing with Title IX cases internally, the process of reporting sexual harassment or misconduct remains the same, she added.“I think it’s very important to realize that most things really haven’t changed in terms of getting support from confidential or non-confidential resources,” Hoffmann Harding said.The University introduced the changes in its summer training and Welcome Weekend programs and will continue to publicize them in other ways, such as the Moreau First Year of Studies courses. Ryan said she will be hosting a monthly “Lunch and Learn” series, where students are welcome to discuss and learn about the new policies. “We’re trying to make it accessible and transparent for all of you so that students have enough choices and agency and the support they need,” Hoffmann Harding said. “That’s truly at the underline of what’s driving all of this.”Assistant Managing Editor Rachel O’Grady contributed to this report.Tags: deputy title IX coordinator, John Doe, Title IX
US Senator Patrick Leahy (D-VT) hails a major new rule targeting cross-state air pollution and cleaning Vermont’s air that has been in the works for more than 20 years. Leahy said the release Thursday by the U.S. Environmental Protection Agency (EPA) of a final Cross-State Air Pollution Rule ‘goes directly to the distant sources of pollution that have long bedeviled clean air strategies in Vermont, New England and other areas of the country. This will substantially reduce the wayward drift from dirty old coal-fired power plants that have been one of the thorniest problems in cleaning the air we breathe.’The rule effectively replaces the 2005 Bush Administration Clean Air Interstate Rule, which was struck down by the courts. The new Cross-State Air Pollution Rule will improve air quality by limiting sulfur dioxide and nitrogen oxides, producing as much as $280 billion in health benefits annually. Studies conducted in the course of drafting the final rule suggest that the decreased levels of smog and pollution could prevent up to 34,000 premature deaths each year starting in 2014 and could benefit the economy by ending the need for 1.8 million sick days each year. The rule requires 27 states to significantly improve air quality by reducing power plant emissions that cross state lines and that contribute to ozone and fine-particle pollution in downwind states like Vermont.Leahy said, ‘Solid results like these are what the Clean Air Act was meant to accomplish. For downwind states like Vermont that have taken firm steps to responsibly reduce air and water pollution, cross-state pollution has long been a particularly destructive and frustrating obstacle. These new steps will improve our quality of life and benefit the health of all Vermonters.’Leahy has long championed the Clean Air Act and efforts to reduce the cross-state air pollution that drifts into Vermont. To read Senator Leahy’s full statement on the new rule, please click here. (THURSDAY, July 7, 2011) ‘ US Senator Patrick Leahy
FacebookTwitterLinkedInEmailPrint分享Renew Economy:Norwegian multinational energy company Equinor has received approval to build a 200 MW floating offshore wind farm off the coast of the Canary Islands which would be the world’s largest planned floating offshore wind farm.Equinor – a company involved in both the renewable market as well as the oil and gas sector, and controversially in proposed oil drilling in the Great Australia Bight – has confirmed to various trade outlets that it has received a necessary permit to move forward with building the 200 MW floating offshore wind farm, which will require investment of around €860 million (AU$1.3 billion).The project, to be built in the Canaries Special Zone, could begin operations as early as 2024 – depending on a smooth bureaucratic and regulatory process. The project is expected to create between 120 and 200 jobs during the 20-year lifespan of the project.Equinor is already responsible for the world’s largest operating floating wind farm, the 30MW Hywind Scotland project, which was first approved by the Scottish Government back in late 2015, and which began generating electricity in October 2017. Hywind Scotland has been a landmark project for Equinor, and for the offshore wind industry as a whole. In early-2018, Hywind Scotland was revealed to be outperforming all expectations, and operating at levels consistently above bottom-fixed offshore wind farms.Floating offshore wind does not need to rely on specific water-depths but can be tethered to most any depth, allowing projects to be built further out from the shore, out of sight, and accessing stronger and more consistent winds. Floating offshore wind also serves a further purpose in regions where there are tectonic, volcanic, or extreme weather conditions, where bottom-fixed turbines would simply be implausible.More: Norway’s Equinor to build world’s biggest floating wind farm near Canary Islands Equinor to build world’s largest floating offshore wind project near the Canary Islands
Air Chief Marshal Sir Hugh Dowding is considered one of the heroes of the Battle of Britain, which took place in August/September of 1940. He was known to be stubborn and shy with not much of a sense of humor. However, he and his band of fighter pilots, whom he affectionately referred to as his ”chicks”, because of their young age, were the heroes of this battle, saving Britain from the invading German army. He is widely viewed as having won this battle by thorough preparation and keen strategizing. His preparation included phone lines buried in cement to ensure un-disrupted communication, an underground concrete operations room, and when battle came, disguising his squadron’s smaller size by sending them out in small increments so the enemy would underestimate their forces. His squadron of fighter pilots were loyal, no doubt because of the care he took to see after their welfare and prepared them well prior to battle. Dowding came to be known by his ‘chicks’ pilots as someone who cared for his men and had their best interests at heart. In a way, Dowding laid the groundwork for one aspect of The Credit Union Difference.His example of preparedness is often referenced as an example of how to succeed even when the odds might be against you. As Benjamin Franklin once said, “By failing to prepare, you are preparing to fail.” What should not be overlooked, however, is the care Dowding took when preparing and looking after his men. He inspired their loyalty, motivated them, and in return they did their best and gave him their trust.What led to Dowding’s success with his men and what can we learn from Dowding to help inspire our own employed “chicks”? continue reading » 6SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr
Colleges and universities continually produce a fresh wave of enthusiastic workers. They are the future professionals, leaders and specialists of your credit union. These well-educated graduates are eager to change the world in their chosen careers. Unfortunately, some may soon find out that their exciting new job is not quite as captivating as they had hoped. They were likely pulled in the direction of a particular career because of a dream or at the suggestion of someone they admired, but the reality and day-to-day work rarely lives up to the hype. Welcome to the real world? Much as I’m sure we all did, they probably envisioned ONLY the parts of the job that they saw on T.V. or in the movies. Provided it was interesting enough to even appear on one! In most, dare we say ALL jobs, there are facets that they are not going to like or be exceptionally good at. Doing these functions can be de-motivating, cumbersome, um, pure drudgery. Over time, they can become stressful and result in poor performance. Since it is, in fact, inescapable (my glass may be half empty today), the trick is to be sure that the parts they do like outweigh the ones they don’t. For companies, this can be managed by matching individuals with positions that, for the most part, complement their natural behavioral tendencies. For example, make sure your teller has meticulous attention to detail, an analytical mind and strong task focus; that your product development manager has big-picture vision; and that your sales executive is competitive. By capitalizing on the strengths and preferences of your new recruits, your organization reaps rewards in more ways than one. Your employees are well suited to their work, they enjoy most aspects of the job and can see themselves growing with the organization. Simply put, retention, engagement and motivation are easier to achieve when your team actually likes what they do. Oh, and who they do it with…Employees leave managers, not companies. It’s especially important for leaders to assume the role of mentor and coach to inexperienced workers. Aside from understanding what motivates this younger generation at a macro level, be sure to understand what each individual needs to produce and grow. If your new hire feels embarrassed by group recognition, don’t call him out at meetings. Keep feedback private and personal. Some people are motivated by competition, others are motivated by camaraderie. Treating everyone the same and acting as if they should be thrilled with anything you do to motivate them, doesn’t work. It’s not merely the job demands that can impact job satisfaction and productivity. An equally important and impactful variable is the work environment. A fast paced, relatively disorganized company that is constantly shifting priorities or changing direction might appeal to some but not others. It would likely be a stressful environment for someone who values stability and predictability, but intoxicating to a big-picture visionary. While the job demands are the job demands (there’s no escaping general ledger entries for the bookkeeper, or closing deals for the financial sales rep), the work environment can be shaped to capture your department’s preferences. You can make it what they need it to be and get the most from your team in return. Win-win. You could design a relatively flat organizational chart or one with numerous lines of authority. You can implement compensation structures that truly incentivize. Salespeople are often motivated by independence and by variable compensation, such as commission. They like knowing they can make their own decisions and earn more based on their individual effort and contribution. And, they have no trouble taking risks for greater rewards. Support personalities, on the other hand, value structure and can be intimidated by variable compensation plans. They are motivated by a stable salary with team-based bonus opportunities. Understanding your people and their behavioral preferences allows you to shape the work environment and manage to their strengths and motivators. Doing so will reduce turnover and save your company time, money and many headaches.Behavioral assessments reveal an employee’s natural tendencies, their motivational hot buttons, and their ideal work environment. Armed with this information, you can structure work duties, create reporting relationships and implement incentives that work. The Omnia Profile (www.omniagroup.com), which takes less than 15 minutes to complete, offers insight into job and environmental compatibility, as well as direct comparisons to peers and supervisors. So, you hire that new graduate, invest in training and see their potential. You know turnover is expensive (and hiring is the part of your job that you hate!), so you definitely want to do all you can to retain them. You had them take a behavioral assessment pre-hire and are aware of the strengths, challenges, likes and dislikes. You now have reliable, concrete information you can act on to make your world easier and their entry into the real world more fun. 11SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Carletta Clyatt Carletta Clyatt, a popular seminar speaker, is the SVP at The Omnia Group. She offers clients advice on how to manage more effectively and gain insight into employee strengths, weaknesses … Web: www.omniagroup.com Details
Categories: Editorial, OpinionSomeone, somewhere, somehow is going to have to give President Donald Trump a piece of wall to stand in front of.It might as well be the Democratic congressional leaders Charles Schumer and Nancy Pelosi. The wall is not a good idea; it’s a colossal boondoggle in the making.That’s why many Republicans as well as Democrats oppose the president’s signature initiative.Walls are ill-suited to much of the geography of the U.S.-Mexico border, and much of that geography happens to be owned by private citizens who do not want a 30-foot eyesore destroying their property.Engineering problems will probably prove less daunting than the legal sort.Both pale before another ingenious threat: ladders.Practicalities sometimes get tossed aside in the immigration debate, mostly because immigration policy is forged by joining two irreconcilable ambitions.On one side is the drive for human freedom for people who illegally crossed the border to build better lives and join the fabric of America. Given those facts, a piece of wall is a small concession that Democrats (and border-state Republicans, most of whom also oppose the idea) should make.A wall is a symbol to Trump voters and a promise he desperately wants to fulfill.It’s a symbol Democrats can exploit, as well, reassuring swing voters that they are not the party of “open borders.”Sure, it’s a waste.But a brief, discrete stretch of tremendous, Trumpian edifice may be the incongruous price of human freedom. Francis Wilkinson writes editorials on politics and U.S. domestic policy for Bloomberg View.More from The Daily Gazette:EDITORIAL: Thruway tax unfair to working motoristsEDITORIAL: Find a way to get family members into nursing homesEDITORIAL: Beware of voter intimidationFoss: Should main downtown branch of the Schenectady County Public Library reopen?EDITORIAL: Urgent: Today is the last day to complete the census And even if they did, it’s far from fool-proof.Many employers, regardless of industry, cut corners. (Ask Trump.)One way or another, billions of dollars will be spent on security to ransom Dreamers, and eventually others, and much of that spending will be sub-optimal.For example, the doubling of the Border Patrol since 2004, and the deployment of sophisticated surveillance technology, has unquestionably made it harder to cross the border illegally.However, the nature of the crossings has changed as well.Many more immigrants are fleeing violence in Central America and are happy to turn themselves in to U.S. agents once they cross.Drones, surveillance towers and increased personnel merely facilitate the meet and greet. Meanwhile, the militarization of the border has led to the professionalization of sneaking across it.Immigrants now pay increasingly high fees to cartels to secure passage.Enriching those cartels was not exactly the desired outcome.Other expenditures would surely be more cost-effective.The Border Patrol could make good use of paved roads and better technology.But spending money wisely on proven deterrents won’t fulfill the requirements of a political deal: Immigration conservatives must get something expensive and concrete in exchange for freeing Dreamers, even if that something turns out to be wasteful and largely symbolic.Indeed, the Trump administration has already proposed cutting useful programs to fund the symbolically satisfying sort. On the other is a fierce determination to prevent people from crossing the border illegally, period.There is no way to make sense of these contrasting visions except by compromise that fulfills neither.Thus, the price of freedom for undocumented immigrants living in the U.S., including Dreamers brought here as children, can only be some form of increased security.Conservatives in Congress cannot face their voters if they agree to legalization, let alone citizenship, for all 11 million immigrants living illegally in the U.S. without being assured that the process will not repeat itself in another few decades.A brief review of American history and a survey of its lengthy borders, staggeringly vast coastline, thousands of airports and magnetic attraction to strivers suggests that this may be an elusive goal. The only genuine security against illegal immigration is a system, such as E-Verify, to prevent undocumented immigrants from gaining employment.Many industries, including agriculture, construction and food processing, are not eager to adopt E-Verify.
Anyone found violating the PSBB measures, such as individuals participating in public gatherings and offices of nonessential companies remaining open, will be punished to educate the public, Anies went on to say.Under the PSBB regulations, all workplaces, except those in essential sectors such as the financial, fuel, food, medicine, retail, water, communications and logistic sectors, must remain closed and implement work-from-home policies.Nonessential workplaces found operating during the PSBB period will be sealed up, while their business licenses will be revoked if they continue to violate the restrictions.“The provincial administration and the Industry Ministry are reviewing the businesses that previously received permits to continue operating during the PSBB period. If we find that they are not in an essential sector, [the administration] will ask the ministry to review their permits,” Anies said.Read also: Indonesia to evaluate partial lockdown as companies, factories continue business as usualThe Jakarta administration will continue to distribute social aid to around eligible 1.2 million families including packages of staple food, cloth masks and soap worth around Rp 150,000 (US$9.63).Anies added that the administration would update its data on the social aid beneficiaries, as many people were continuing to lose their jobs due to the crisis. The updated data and distribution map will be able to the public at corona.jakarta.go.id.Jakarta, the epicenter of the COVID-19 outbreak in the country, had recorded 3,383 cases with 301 fatalities and 322 recoveries as of Wednesday. Nationwide, 7,418 cases have been recorded with 635 fatalities.While the number of confirmed cases is continuing to increase, Anies said fewer bodies had been buried according to COVID-19 protocol following the implementation of PSBB measures. The Jakarta administration announced on Wednesday that the large-scale social restrictions (PSBB) will be extended until May 22 as the COVID-19 outbreak has yet to subside.Jakarta Governor Anies Baswedan made the decision to extend the restrictions – initially slated to end Thursday – for another 28 days after consulting with health experts and the Jakarta Health Agency.“The key to implementing PSBB measures is for all parties to be disciplined,” Anies said during a press briefing at City Hall on Wednesday. Topics : “If we are disciplined, stay at home and reduce our activities outside, Insya Allah [God willing] this outbreak will be overcome soon.”The governor also urged Muslims to conduct religious rituals during Ramadan, such as tarawih (evening prayers), at home with their families rather than in congregations. He also urged Jakartans not not to participate in the Idul Fitri mudik (exodus) in compliance with the government’s recent ban.Read also: Coronavirus outbreak may end in June with ‘mudik’ ban: IDIThis year, Ramadan will last from Friday until May 24.