Simply click below to discover how you can take advantage of this. Christopher Ruane | Tuesday, 24th November, 2020 | More on: DCC DGE Image source: The Motley Fool Renowned stock-picker Mark Rogers and his analyst team at The Motley Fool UK have named 6 shares that they believe UK investors should consider buying NOW.So if you’re looking for more stock ideas to try and best position your portfolio today, then it might be a good day for you. Because we’re offering a full 33% off your first year of membership to our flagship share-tipping service, backed by our ‘no quibbles’ 30-day subscription fee refund guarantee. Click here to claim your copy now — and we’ll tell you the name of this Top US Share… free of charge! chris231 has no position in any of the shares mentioned. The Motley Fool UK has recommended Diageo. Views expressed on the companies mentioned in this article are those of the writer and therefore may differ from the official recommendations we make in our subscription services such as Share Advisor, Hidden Winners and Pro. Here at The Motley Fool we believe that considering a diverse range of insights makes us better investors. 2 FTSE 100 stocks I’d buy using the Warren Buffett method Our 6 ‘Best Buys Now’ Shares “This Stock Could Be Like Buying Amazon in 1997” I would like to receive emails from you about product information and offers from The Fool and its business partners. Each of these emails will provide a link to unsubscribe from future emails. More information about how The Fool collects, stores, and handles personal data is available in its Privacy Statement. Warren Buffett is famous for his outstanding track record in investing, By learning his simple approach to assessing shares, investors hope to be able to improve their own success rate in the stock market.Below I explain one key thing Buffett looks for when assessing companies, and then identify a couple of leading FTSE 100 shares I’d buy using that method.5G is here – and shares of this ‘sleeping giant’ could be a great way for you to potentially profit!According to one leading industry firm, the 5G boom could create a global industry worth US$12.3 TRILLION out of thin air…And if you click here we’ll show you something that could be key to unlocking 5G’s full potential…A moat helps keep protect a company’s businessIn olden times, castles had moats to help repel attackers. It took more effort to attack a castle surrounded by a muddy pool of water. That reduced the chance that a building with a moat would be overrun by enemy soldiers.The same is true for companies. That is why Buffett tries to choose businesses with a commercial “moat” – something which makes it harder for competitors to move into the same business space. For example, Buffett has a big holding in Coca Cola, whose unique formulation provides a protective moat. Similarly, he holds American Express, whose brand and service network is impossible for competitors to replicate.Special recipes and brand namesSome leading British companies are attractive to me precisely because they have the sort of moat that appeals to Buffett.One example is Diageo (LSE: DGE). Like Coca Cola, this drinks company has a lot of proprietary drinks recipes, such as its Johnnie Walker whisky blends and Guinness beer brand. These are impossible for competitors to replicate exactly.In an age of globalised drinks brands, the company’s extensive distribution network further widens its moat. Diageo already sells into bars and restaurants, so the cost of adding in extra drinks brands is minimal. But for a single distillery or brewery with a limited range, getting distribution in new outlets could be cripplingly expensive.Diageo clearly recognizes the advantage this portfolio strategy gives it. That is why it continues to acquire brands, such as its recent purchase of gin distiller Chase. Its shares have started to pick up again, but I would still buy Diageo for its moat.Distribution networksA lesser known company I would also buy for the sort of moat Warren Buffett discusses is the logistics specialist DCC (LSE: DCC). Like Diageo, one element of its business moat is a distribution network. The company operates oil and gas retail networks throughout Europe and North America. In many areas, there is a stable repeat customer base for products like liquid propane gas (LPG).The costs to entry to set up a competing network are simply too high to be economically viable. While there are concerns about the sustainability of oil markets for cars, I don’t worry about LPG in rural areas and for industrial uses. I expect LPG to continue in use for decades. That moat is one reason why DCC has such strong business results, year after year. DCC may not be as well-known as Diageo, but both companies have raised their dividend every year for more than a quarter of a century.I find Buffett’s simple principles for successful stock picking helpful partly because they are so easy to understand and apply. Using this method, I’d buy Diageo and DCC today. Enter Your Email Address I’m sure you’ll agree that’s quite the statement from Motley Fool Co-Founder Tom Gardner.But since our US analyst team first recommended shares in this unique tech stock back in 2016, the value has soared.What’s more, we firmly believe there’s still plenty of upside in its future. In fact, even throughout the current coronavirus crisis, its performance has been beating Wall St expectations.And right now, we’re giving you a chance to discover exactly what has got our analysts all fired up about this niche industry phenomenon, in our FREE special report, A Top US Share From The Motley Fool. See all posts by Christopher Ruane
27 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Tagged with: Digital Recruitment / people The company is using its wide network of contacts to source potential applicants. A case of Champagne, or a donation of equivalent value to charity, is on offer to anyone referring a successful candidate.Ben Brabyn, Managing Director of Bmycharity, said: “We’re recruiting exclusively from within the charity sector to ensure that the needs and priorities of professional fundraising always come first. Our business is growing fast and we are the only profitable online fundraising service provider in the UK.”Bmycharity is looking for fundraisers who are familiar with the fundraising environment, and who understand the fundraising process and the role and benefits of online fundraising, and communication skills.The company has doubled its number of charity clients in the past year.Statement from Justgiving (19 July 2005):In response to the above statement which says “[we] [ie BmyCharity] are the only profitable online fundraising service provider in the UK”, Justgiving has contacted us to point out that “this statement is untrue. Justgiving is profitable.” AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Bmycharity to expand by recruiting professional fundraisers Howard Lake | 18 July 2005 | News Online fundraising service provider Bmycharity has begun a recruitment drive to attract professional fundraisers to join the team and help client charities increase online income and cut administrative costs.The online fundraising and sponsorship company, which has raised more than £5 million in the five years since its launch, has emailed all its charity contacts inviting applications and referrals.Business development and fundraising support are the two top recruiting priorities for Bmycharity. Advertisement About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving.
News April 28, 2021 Find out more Hunger strike is last resort for some imprisoned Moroccan journalists RSF_en Organisation News RSF joins Middle East and North Africa coalition to combat digital surveillance to go further NSO Group hasn’t kept its promises on human rights, RSF and other NGOs say Follow the news on Morocco / Western Sahara Morocco / Western SaharaMiddle East – North Africa Condemning abusesProtecting journalistsOnline freedomsMedia independence Conflicts of interestImprisonedInternetFreedom of expressionJudicial harassment News June 8, 2021 Find out more Bouachrine had been held since February on charges of human trafficking, abuse of power for sexual purposes, rape and attempted rape. The trial, which began on 8 March, was held behind closed doors and, in a verdict handed down on the night of 9 November, the court convicted him of sexual assaulting a number of women and dropped the other charges. Many aspects of the trial contributed to the doubts surrounding the case. It was expedited at the prosecution’s request. Plaintiffs were pressured by the authorities and some denied making complaints against Bouachrine. One was close to a government official he had criticized. And the court rejected defence requests for alternative expert evidence.“This case seems to indicate a desire to persecute a journalist who had fallen foul of the authorities in the past in connection with his journalism,” RSF said. “The conduct of the trial prevents us from ruling out the hypothesis that it was trumped up or at least exploited in order to further discredit him as a journalist. The verdict is marred by doubt.”Bouachrine was prosecuted in 2009 for a cartoon that allegedly disrespected the royal family and national flag, in 2015 for an article deemed to have undermined “Morocco’s reputation,” and in early 2018 for defaming two government ministers.Morocco is ranked 135th out of 180 countries in RSF’s 2018 World Press Freedom Index. News November 12, 2018 RSF disturbed by Moroccan journalist’s 12-year jail sentence April 15, 2021 Find out more Morocco / Western SaharaMiddle East – North Africa Condemning abusesProtecting journalistsOnline freedomsMedia independence Conflicts of interestImprisonedInternetFreedom of expressionJudicial harassment Reporters Without Borders (RSF) is disturbed by the 12-year jail sentence that a Casablanca criminal court has passed on Taoufiq Bouachrine, the publisher of the daily Akhbar al-Youm, on sexual assault charges that he has always denied. Many doubts surround the verdict, RSF says. Help by sharing this information Receive email alerts
Comments are closed. Previous Article Next Article Home aloneOn 1 Jul 2001 in Personnel Today There are many benefits to be gained to setting up a desk at home for boththe employer and employee. But companiesneed to prepare carefully before rushing into teleworking. Staff must be given support, not just leftto get on with it. By Nic Paton For more and more British workers their daily slog into work may soon be atan end. Last year, using Government data, the Institute of Employment Studiesestimated that one in 17 British workers was now teleworking from home – anincrease of 19 per cent on the year before. And the Confederation of BritishIndustry has said 23 per cent of employers have been introducing teleworking. Home working offers the attraction of letting workers manage their time moreflexibly, while freeing up valuable office space and cutting overheads foremployers. Yet companies need to be wary before rushing into a teleworkingscheme. There are numerous legal, health and safety and occupational healthissues that need to be addressed if a teleworking initiative is to be asuccess. Research results Research by Dr Sandi Mann, senior lecturer and occupational psychologist atthe University of Central Lancashire, has found that if managed poorly, workingfrom home can lead to employees suffering higher levels of stress and emotionaldifficulties than their office-based colleagues. In a study of 14 teleworkers in the telecommunications and banking sectors,Dr Mann found there were some significant benefits to be had from home working.Less travel (57 per cent), a better working environment (50 per cent) and fewerdistractions (43 per cent) all rated highly. But the other side of the coin was that 57 per cent of those polledcomplained of isolation, half said they were actually working longer hours and28 per cent felt they lacked support. Other complaints included less sick leave(21 per cent), less career progression (14 per cent) and greater costs (7 percent). Dr Mann concedes that while her sample was small, her findings throw up theneed for more research into the potential emotional and occupational healthproblems faced by employees working from home. “Companies need to make sure they are thinking about the psychologicaleffects of working from home. They need to consider the isolation andfrustration, particularly with technology. How are they going to reduce thoseisolating effects?” she asks. “People feel they need to be available at their desk or their phone allthe time. They tend to work much longer hours than if they were in the office.That is not safe for their long-term health.” Businesses need to have overt occupational health policies in place from theword go, she argues and, in some cases, a change in thinking has to take place.”In an office you can be seen to be working but at home it is verydifficult to prove that you are working. There has to be an explicit expressionof trust,” she adds. Legal aspects of home working According to Roger Steel, a partner at solicitors Eversheds, there is a raftof legal and contractual issues that firms should make watertight beforeallowing workers to head for home. These include whether a worker is breaching the terms of a mortgage or leaseand is still covered by housing and contents insurance. If regular supplies arebeing delivered, is there access? What happens if there is a burglary or theworker suddenly decides to move house? Is your software agreement applicableout of the office? What if a partner is employed by the competition? Remuneration, such as for the loss of a company car or a London weighting,should be considered as well as the right to consult with trades unions, hesuggests. Other areas should be hours of work and, critically, the health andsafety of the working environment. “It is pretty much beyond doubt that it is the employer’sresponsibility to go to the place of work, in other words the home, and checkthat it is a safe environment. Are there, for instance, cables trailing acrossthe floor, can the baby stick a rattle in the socket?,” he asks. Steel adds, “It is absolutely imperative that it is not just the HRmanagers who write down what the terms and conditions are. You need to consultwith the IT people, with the health and safety people and the security people.Everyone has to be involved before the contract is formulated.” Occupational health issues Isolation allied with a poor workstation and bad ergonomics tends to be thebig three occupational health problems when it comes to working from home,argues Kit Artus, director of occupational health consultancy Cheviot Artus. “If you are employing somebody then the place where they are working orgainfully employed becomes the place of work. There is a duty of care in termsof standards, the environment, the equipment and the workstation,” shesays. “The coffee machine culture is our support in many ways in a workingenvironment. If someone is working in isolation that does not alwaysoccur.” The person doing the occupational health risk assessment – whether they comefrom HR or within the occupational health department – needs to be competentand, vitally, to know when they are at the limits of their knowledge and ahealth and safety or OH issue or concern should be referred on. “There should be a policy which can outline minimum requirements and aminimum strategy or it can be one that goes beyond that. There is often aculture that sees home working as a lower hazard, but it is high risk,”she says. Maintaining contact And businesses need to accommodate the fact that workers are, generallyspeaking, social animals who need contact with other people from time to time,argues Professor Adrian Furnham, a professor of psychology at UniversityCollege, London. “Home workers have to be very self-disciplined. It is very easy to godown to the fridge or do some cleaning or gardening. People do not get enoughfeedback. Do they have a sense of the mother ship or is there a loss of a senseof identity?” he asks. One company that has pioneered home working is the Co-operative Bank, firstin its debt management division (see case study) and latterly with itsfinancial advisers. Alison Booth, HR development manager at the bank, says it now has 60financial advisers working from home and going out to meet clients, in a schemethat started last May. The bank conducts personality tests on staff who want towork from home, will install equipment and sort out any tax and insuranceissues. Home assessments are done by self-assessment with a company follow-upif any particular issues arise. “If you work at home alone the isolation in itself can cause stress.When advisers come in for their monthly meetings, we have a policy that if theyare finding it difficult or it is not working, then we will bring them backinto the office,” says Booth. “The best rule of thumb is that we do not treat people working fromhome in a different way to how we treat those in the office,” she adds. The advisers have additional terms of employment in the contractsclassifying their home as their workplace, a mileage allowance, set hours ofwork and an allowance for heating and lighting. They are also given a papershredder for confidential documents, a lockable filing cabinet and virus detectiontechnology. Health and safety At the Nationwide, Britain’s biggest building society, a formal project todraw up a health and safety policy for home workers was set in place 18 monthsago, although the society had operated an informal system since 1993. “We focused on health and safety around the workstation, setting uplighting, having support and so on and making sure that they were not doingthemselves injury or harm. It is about having the right training andsupport,” says Denise Walker, head of corporate personnel. The protocol covers equipment – including hardware, software and IT support– assessing people’s capabilities and financial issues. Home workers wereissued with information about what to do if there is an accident in the homeand can watch health and safety videos. While there is no psychometric testing,extensive discussions are held with the employee and manager before the goahead is given. A home worker’s support group, called Hug, has also been set upfor the 65 or so formal home workers. Others find a more semi-formal approach works for them. At managementconsultancy Pricewaterhouse Coopers, the emphasis is very much on theconsultant outlining how he or she wants to work, and what they need. Home workers need to feel involved According to partner Kevin Delany, in the six or seven years the company hasbeen operating a home working policy, the emphasis has shifted from simplysetting people up properly at home to ensuring they are kept involved in thelife of the company. “People are realising that working from home is not as much fun aseveryone thought it was going to be. People want to come into the office simplyto speak to other people and get some sparks going. It is about beinginclusive,” he says. The company has about 14,000 to 15,000 UK staff who work from home in somecapacity, and while there are guidelines and packs available, it is left verymuch up to the consultants to provide a specification to fit their needs. There is a global computer system that all staff can log into remotely andeveryone is issued with laptops when they are recruited. However, the sense ofisolation, or simply feeling forgotten about, can still be an issue. “This has been the biggest problem – the ability to support people whoare away from the office for any particular time. It is very easy to letperformance appraisals slip, but you just have to make them happen. You have tokeep people updated. You can go out on a 15-month project and come back andfind there are 15 new people working on your floor,” says Delany. Case StudiesScottish EquitableThe growing popularity of working from home led life assurance firm ScottishEquitable to put a formal home working health and safety policy in place 18months ago. The company now has about 30 of its sales consultants working fromhome around the country, out of 4,000 employees in total.The onus for getting the OH and health safety right has fallen squarely onthe company’s OH department. Angela Dunlop, occupational health and safetyadviser, says the key has been learning as they go along and making absolutelysure a full home and ergonomic assessment is carried out.Equipment such as a fax, separate phone line and a budget for desks is allprovided and the sales consultants are expected to come into the office at leastonce a week.”They are in regular daily contact with their managers and they canalso contact each other,” she says.Scottish Equitable does not sell policies to the public, only to independentfinancial advisers, so there is no contact with the public, and clients arenever seen at home. As many of the sales staff work from laptops, Dunlop hasmade sure a separate “docking station” is set up with a separatekeyboard and mouse. Confidential waste is taken into the nearest branch anddisposed of in the company’s normal manner.The assessment also covers issues such as mortgage and insurance changes,heating and lighting expenses and installation of fire fighting equipment suchas smoke alarms.Now that there are sales staff working from home across the country, thenext stage is to ensure regular interim assessments are carried out throughself-assessments. Staff will be sent a video showing them how to do it, sheadds. Follow-up home assessments will then be carried out every two years.”Home working is not always for everyone. Some people do not take toit. But for those who do, it gives them more freedom and autonomy in the house.Some of them have young children and they get to see more of them,” saysDunlop.”If people find they do not like it, we make sure they can be movedback into the office,” she adds. Co-operative BankKirsty Milne, a debt management specialist with the Co-operative Bank inManchester, has been working from her home in Leek, Staffordshire since July1995. From the off, the bank, which was one of the first UK financialinstitutions to offer home working, has bent over backwards to make her feel nodifferent from any other employee, she says.Before setting her up, the bank carried out a thorough health and safetyevaluation of her home and conducted psychometric testing on all employees whowanted to work from home to see if they were likely to be up to the job. Theproject was a six-month trial at first, which has since been extended to apermanent arrangement.”It paid for all the equipment, made sure the installation and spacingwas correct and so on. It put in a fire extinguisher and a first aid kit,offered a foot stool if my legs were too short. In effect you got everythingyou would get if you were in the office,” says Milne.The debt management home working team works set, regular shifts, for instance,7.30am to 3.30pm, 9am to 4pm, or 9.30am to 4.30pm, but everyone has their lunch at the same time toencourage communication between team members. A team meeting is held at theManchester head office every fortnight and staff are encouraged to communicatewith their manager at other times. “I think you have to be an extremely outgoing person to work from home.All the people I know who work from home are very sociable. If you wereintroverted you could become very isolated, and if your social life revolvesaround your job it could be a problem,” Milne says. Related posts:No related photos.
The provisioning parameters, breeding success, adult mass, and survival of yellow-nosed albatrosses were studied over 7 successive years at Amsterdam Island, southern Indian Ocean. We examined the ability of this long-lived seabird to adjust its breeding effort under different environmental conditions and the fitness consequences in terms of survival and quality of offspring produced. Provisioning rate and adult mass varied extensively between years, and the lowest and highest values were associated with sea surface temperature anomalies. When waters around the island were colder, adults were in good condition and brought large meals at short intervals, whereas warmer waters resulted in lower provisioning rates, lower adult mass, and lighter chicks at fledging. Adult survival and fledging success were not affected by sea surface temperature anomalies. Yellow-nosed albatrossesappear to be unable to adjust their breeding effort every season, and their differential breeding investment probably primarily reflects different levels of food availability. Yellow-nosed albatrosses are able to regulate their provisioning behavior according to the nutritional status of their chick only when conditions are favorable. Birds appear to invest primarily in their own future maintenance rather than in provisioning. They have a wide safety margin in body mass that limits mortality risks during goodyears as well as during poor years. However, during unfavorable seasons adults continue to provision chicks that have a poor prospect of survival to breeding, without additional survival costs for the parents. Favorable seasons therefore have a high value in terms of fitness because of the high quality of the chick produced. We suggest that understanding how long-lived animalsoptimize their provisioning behavior and lifetime reproduction can only be achieved through studies encompassing several contrasted seasons.
The contract extension is entered under the Master Framework Agreement between Equinor and Maersk Drilling Maersk Drilling secures one-well extension for low-emission rig with Equinor. (Credit: MAERSK DRILLING) Equinor Energy AS has exercised the option to add development drilling of one additional well at the Martin Linge field offshore Norway to the work scope of the low-emission rig Maersk Intrepid. The contract has an estimated duration of 80 days, with work expected to commence in September 2021 in direct continuation of the rig’s current work scope. The contract value of the extension is approximately USD 29.5m, including integrated services provided, but excluding potential performance bonuses.The contract extension is entered under the Master Framework Agreement between Equinor and Maersk Drilling, in which the parties have committed to collaborate on technology advancements and further initiatives to limit greenhouse gas emissions. As the first of Maersk Drilling’s rigs to be upgraded to a hybrid, low-emission rig, Maersk Intrepid in late 2020 produced an initial data point of reducing fuel consumption and CO2 emissions during drilling operations by approximately 25%, compared to the baseline average for the rig, while NOx emissions were reduced by approximately 95%. The contract with Equinor Energy AS contains a performance bonus scheme based on rewarding reduced CO2 and NOx emissions.“We’re thrilled to add this additional work scope where Maersk Intrepid will again be utilising Managed Pressure Drilling to safely and efficiently deliver a high-pressure, high-temperature well at Martin Linge. Our collaboration with Equinor is focused on cost efficiency and responsible, low-emission drilling, and we look forward to continuing the journey we’ve started with Maersk Intrepid’s very promising first results within emissions reductions,” says COO Morten Kelstrup of Maersk Drilling.Maersk Intrepid is an ultra-harsh environment CJ70 jack-up rig, designed for year-round operations in the North Sea and featuring hybrid, low-emission upgrades. It was delivered in 2014 and is currently operating at Martin Linge for Equinor Energy AS. Source: Company Press Release
Last week Oxford completed its update of university policy and procedures on harassment following work with OUSU and other student organisations. OUSU’s Vice-President for Women Anna Bradshaw announced the update on OUSU’s website on Thursday 4 December.Bradshaw told Cherwell, “It Happens Here and successive Vice-Presidents for Women were absolutely instrumental to lobbying for an updated policy. After years of work, the update was agreed to about a year ago, and since then we have worked closely with the University on the drafting of the updated Policy.”She also tweeted, “So proud & happy to see the new Harassment Policy- result of the hard work of many incl @mssarahpine & @YuanfenYang.”Director of Student Administration and Services Emma Potts confirmed OUSU and other organisations played a role in raising concerns about the need for updates, although the improvements did also come as part of a general policy review.Potts commented, “The input from students via Oxford University Student Union representation, along with working party membership from other relevant parts of the collegiate university, was instrumental in formulating the new Policy.”She went on to detail how these “major improvements” seek to clarify processes and resolutions to cases, adding, “The major change is the development of a clear Procedure for student complaints of harassment against other students.“The office of the director of Student Welfare and Support Services will be a clear point of contact for advice and support, which is particularly important for cases involving students [or staff] from more than one college or department, or where students may feel unsure or uncomfortable about approaching their own college or department.”The updates to policy also include separate guidance for staff on dealing with cases involving sexual assault or violence raised by students and clarify the level of support available to those students who have been subject to harassment or harassment complaints.Bradshaw similarly underlined the clarity of the new updated policy, stating, “Some of the most important improvements include how much clearer and easier to use the Policy and Procedures are, a vastly increased focus on welfare, and the new guidance for staff on handling cases of sexual violence.”Nonetheless, despite a university-wide update to policy, OUSU’s Vice-President for Women was quick to highlight that changes will not be immediately implemented in college and so she urged students to play an active role in encouraging their colleges to respond to the updates and follow suit. She said, “Changing the University’s harassment policy does not change colleges’ policies, and if students want to get involved in updating their college’s policy then they should get in touch with me at [email protected]“Another easy thing that students can do to help is to write to their Head of House, Dean, or other senior members of their college saying how excited they are that the University has updated it’s policy, and how they hope the college will respond to this.”OUSU confirmed in its online announcement that it will be working hard to ensure the policy is effectively introduced in individual colleges. One of the purposes of the newly-formed Harassment Policy Working group, which includes members of WomCam, It Happens Here, CRAE, the LGBTQ Campaign and Disabled Students Campaign, is to combat this issue.
Learn to Row Day is for Boys and Girls from age 12 up. The OCHS Crew Team is participating in USRowing’s Nationwide “Learn to Row Day” Event this Saturday, June 1st at our boat dock under the 34th Street Bridge, OC side (865 Periwinkle St, OC 08226) anytime between 9am-1pm.What is “Learn to Row Day”? It is a FREE event where anyone ages 12 & older can try rowing on the erg machine and also try rowing on the water in our crew boats with experienced rowers to guide you in a fun, relaxed atmosphere. There will be free refreshments. And, all participants are automatically entered into a raffle to win a free Heritage Surf Board, valued at $500.00! We hope you come out and give rowing a try, anytime between 9am & 1pm this Saturday, June 1st. Bring your friends!! Try something new- TRY ROWING!Questions? Contact [email protected]
Out of hours media enquiries 020 7944 4292 Roads media enquiries all filling stations to roll out new labels by September 2019 labels will help motorists pick the right fuel, whilst informing them of the biofuel content of both petrol and diesel uniform EU-wide labels will prevent drivers from filling up with the wrong fuel abroad The labels will appear on the pumps on every forecourt and on the filler caps of all new vehicles, allowing motorists to easily match the correct fuel to their car or motorbike.These labels will be increasingly important as new fuels come onto the market. In 2018 we issued a call for evidence on whether and how best to introduce E10, a petrol grade with up to 10% renewable ethanol. We plan to issue our response to this later in 2019. These new labels will help drivers chose the right fuel for their vehicle, whilst also highlighting the use of biofuels in reducing the CO2 emissions from everyday road vehicles. Our Road to Zero strategy set out our ambition to end the sale of diesel and petrol cars by 2040, while the ongoing decarbonising of traditional fuels will help during this transition. Drivers are set to benefit from new labels to help them to easily identify the right fuel for their vehicle, thanks to new rules being rolled out by the Department for Transport.The labels, which will be accompanied by a wider public information campaign later this year, will also help drivers understand the biofuel content of the fuels they use every day.Last year, the carbon dioxide (CO2) savings from using biofuels in road transport was equivalent to taking over a million cars off the UK’s roads.Blending biofuels into regular petrol and diesel reduces CO2 emissions, helping us to meet climate change commitments. Petrol, which contains up to 5% renewable ethanol, will be labelled ‘E5’, while diesel, which contains up to 7% biodiesel, will be labelled as ‘B7’.A DfT spokesperson said: Switchboard 0300 330 3000 Media enquiries 020 7944 3021
[Photo: Christian Stewart] STS9 just wrapped up their Enceladus tour, rounding out an extensive tour in celebration of their 20th year as a band. Earlier in the week, the band shared a behind-the-scenes video of one of their soundchecks to promote their “Supernova” soundchecks, part of the band’s VIP packages in which they welcome a small group of fans before each show. During these special open soundchecks, the band both improvises and takes requests from fans. You can check out a video from one of these special fan soundchecks below, courtesy of the band.Members Of Umphrey’s, Tribe, & The Motet To Perform Special Jazz Set At Dominican HolidazeSTS9 Surprises Fans By Playing Unannounced ‘Artifact’ Set On Their 20th Anniversary [Video/Photo]STS9 will be offering access to “Supernova” soundchecks as part of their VIP experience for their upcoming four-night California New Year’s Eve run. In addition to access to soundchecks, fans who purchase the VIP experience are also offered meet-and-greets with the band, signed gear, and more. Check out more details about the CID packages here, and go to STS9’s website for tickets to their upcoming New Year’s Eve run.