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Singapore police arrest death penalty book author

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Singapore police arrest death penalty book author

November 8th, 2022 | Uncategorized |

Tuesday, July 20, 2010

Singapore police arrested British author and journalist Alan Shadrake one day after the launch of his book about the country’s use of the death penalty.

Shadrake, 75, was arrested on Sunday morning at a hotel in Singapore and taken into custody by police on charges of criminal defamation, in response to a complaint lodged by the city-state’s Media Development Authority (MDA) over the contents of his new book, Once a Jolly Hangman: Singapore Justice in the Dock. Separately, the Attorney-General served Shadrake with an application for an order of committal for contempt of court, accusing him of “cast[ing] doubt on the impartiality, integrity, and independence” of Singapore’s courts through his book.

Shadrake’s latest book discusses alleged “double standards” in the country’s application of the death penalty, and contains interviews with local human rights activists, lawyers, and former police officers, including retired Changi Prison executioner Darshan Singh; Singh later claimed that he had been “tricked” into the interview. In earlier media comments, Shadrake stated that he expected “trouble” but no concrete action from authorities over his book, lest they draw even more attention to its claims. Retailers took his book off shelves after inquiries by the MDA; a spokesman for the MDA stated that the book was not banned, but suggested that booksellers “seek legal advice to ensure that the books they sell do not contravene Singapore laws”.

Shadrake has written for a variety of newspapers, including The Daily Telegraph of London as well as the New Straits Times of neighbouring Malaysia. His previous book, The Yellow Pimpernels, told the tale of various attempts to escape from East Germany over the Berlin Wall. If convicted, he faces a two-year imprisonment and a fine.

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Love Uniform Dating}

November 8th, 2022 | Clothing |

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by

William Rogers

Got a thing for firemen? Or perhaps you’ve always wished marrying a nurse. Whatever your type, you’ll find it on uniform dating sites. These sites were set up specifically with uniformed personnel in mind. Typically, these people work awkward shift patterns or work faraway from home for hours of time which can have a bearing on long term human relationships.

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Meeting like-minded personnel can take a great deal of the stress out of dating. The majority of the general public can’t know what goes into working in your industry. At uniform dating sites, you can meet people who not only understand your working patterns, they also truly appreciate why you do what you do. On most sites, you can sign up for free and even start contacting a person without having to pay anything. Arranging your profile is easy and stress free. You can begin sending communications or ‘flirts’ immediately. Yet, remember that if you prefer to access further features, you may need to pay a membership amount. You can even seek out people who work in your profession and therefore will understand precisely what you go through on a day-to-day basis. This support and understanding can help to make a nurturing bond between you that will last. Uniform dating is fast becoming one of the hottest new dating services. Even so it’s not just restricted to those who work in uniform, the sites are ready to accept everyone ( still, you must be over 18). If you do not work in uniform but you want to meet somebody who does, this is the place for you. The idea can be extremely alluring but do try to understand that they will usually have a great deal of responsibility and a tough work environment. As with all dating sites, remember your etiquette! Even if you are not curious about someone who contacts you, you must do the courteous thing and reply. Politely inform them of you aren’t interested and wish them luck in their continuing search. Also, when chatting for the very first time with someone, don’t ask too many personal questions. Keep it light and flirty – you can get to the juicy stuff later! Most especially, you must be truthful on your profile. Don’t upload photos that aren’t representative of exactly how you look and be honest about your hobbies and way of life. You will only finish up unclear and perchance hurting people, along with making your own life quite difficult in the act! If you plan to join up with somebody, make sure it is in a public, busy place. You must always keep your wits about you. Don’t be afraid to be a little bit guarded in the beginning: if your date is a common sense person, they will appreciate your caution and respect it. It’s a safe way to meet new people and enjoy yourself. The main site for sale encourages safety on dating in the modern world and keeps your info as private as you would like it to be. So get registered and enjoy yourself

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French workers use threats in compensation demand

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Colleges offering admission to displaced New Orleans students/LA-ND

Submitted by: Ti Grant Eckert

Lush green lawns are simply gorgeous-but it can take plenty of work to achieve that stunning emerald look. Watering your lawn correctly is absolutely vital to keeping your lawn healthy and green in any climate. Proper watering of your lawn can even help preserve water, as you’ll be using it more efficiently, with less waste.

When and How to Water

You don’t necessarily need to start watering your lawn as soon as the first few warm summer days appear. You’ll actually achieve a healthier lawn, with a more extensive and deep root system, if you hold off watering until your lawn begins to enter a mild state of drought. When your lawn begins to enter this state, the grass will turn a darker shade of green, and footprints made when you walk across the lawn will remain imprinted, instead of the blades quickly bouncing back up.

If you’re able to, watering your lawn early in the day is best. Midday watering is inefficient and may be detrimental to your lawn, as moisture will evaporate quickly at this time. Watering in the evening can help cultivate lawn diseases, as the grass will remain damp for longer periods. However, if you live in a very hot climate, watering during the evening is preferable, as less moisture will be lost due to evaporation, and temperatures will not be cold enough to prevent grass blades drying completely overnight.

One of thee most important points in watering your lawn is ensuring that you maintain an even distribution of water over the entire lawn, and that no spot is either missed or flooded with excess water.

The best way to achieve this objective is with a sprinkler system, rather than with a hose. To ensure your system is providing even coverage over your lawn, place some empty cans or other straight-sided containers at various spots over the lawn, and then check how much water each contains after a watering session.

How Much Water?

Thorough, less frequent watering is much more efficient-and healthy for your lawn-than frequent, light watering. A good, heavy watering that penetrates deep into the soil helps to promote a healthy root system, and also discourages the growth of weeds.

In normal conditions, grasses need between three quarters of an inch and one full inch of water per week to maintain that rich green color, and to keep the lawn healthy and actively growing, as well as attractive. In very hot climates, more frequent watering may be needed. Check your lawn for blade ‘bounce’ to ensure your lawn receives enough water.

Remember that this requirement includes both precipitation (rain) and watering. If you receive an inch of rainfall in any given week, you can hold off watering until it’s needed. In addition, it’s important to realize that this one inch isn’t an absolute requirement-your lawn won’t sicken and die if it doesn’t get an inch every week, but too much water in a short time can be harmful. If, for example, you know rain is expected very soon, you can safely hold off watering until after the rain arrives.

How Long?

Each watering of your lawn should provide plenty of water for the active root zone of the grass. The length of time this takes depends on the type of watering system you use, and the type of soil you have. In general, most types of grass need to be soaked to a depth of eight to twelve inches. Some grasses, such as bluegrass, need to be soaked to a depth of six to eight inches.

To calculate how long you’ll need to run your sprinkler system to achieve the right depth, do the following:

1. Run your sprinkler system for fifteen minutes.

2. After 24 hours, drive a screwdriver or other implement into the earth to check how deep the water penetrated. You’ll be able to drive the implement easily through moist soil, but once you hit dry soil it will become difficult.

3. Divide 120 by the depth of moist soil you determined in step 2. If the water soaked in to a depth of three inches, for example, you’ll end up with a figure of 40 minutes. That means it will take two hours for the lawn to be soaked to a depth of nine inches, and two hours and forty minutes to get soaked to a depth of twelve inches.

Water Conservation Tips

If you live in a climate that routinely achieves very high temperatures during the summer, consider letting your lawn go dormant as an alternative to watering.

Purchase a rain gauge so that you can determine how much rain your lawn receives, and avoid over-watering.

Aerate your lawn to allow the grass to use water more efficiently.

About the Author: Grant Eckert is a freelance writer who writes about topics pertaining to home maintenance such as

trugreen.com/

Lawn Care

Source:

isnare.com

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By Elizabeth Rice, SPHR

The overwhelming phenomenon of social media sites such as Facebook, MySpace, and LinkedIn has alternately sparked excitement, concern, and controversy among businesses everywhere: excitement about the abundant marketing opportunities these networks provide; concern about the growing lack of image control companies have as a result; and controversy over whether or not today’s employees are spending too many of their work hours socializing online, and fewer hours actually working.

Like it or not, social media is here to stay. And some savvy employers are making the most of it with an “if you can’t beat ’em, join ’em” philosophy toward social networking sites, blogs, online videos, and more. Rather than viewing these outlets simply as a threat to employee productivity and company image, these businesses have begun utilizing social media as a helpful (and free) tool for screening potential job candidates, checking up on new hires, and monitoring current employees.

But are these screening techniques legal? Below is a look at both the benefits and liabilities of using social media to monitor prospects and employees.

Social Media as the New Background Check

It’s long been suspected that employers use social networks to take a “behind the scenes” peek at job applicants, but just how common is the practice? The answer, according to a recent report by CareerBuilder, is very common: nearly half of employers surveyed said they use sites like Facebook, MySpace, Twitter and LinkedIn to research potential hires. Furthermore, 35% of survey respondents said they decided not to offer a job to a candidate based on the content uncovered in these searches. Among the most frequently-cited reasons for not hiring these prospects were the discovery of provocative photos, references to drinking and drug use, poor online communication skills, and online bad-mouthing of previous employers.

Checking prospective hires via social media has become so commonplace, in fact, that it recently inspired the launch of a new startup company called “Social Intelligence.” The company, which launched in September 2010, provides a screening and monitoring service that tracks an individual’s social media activity on various networks, and then screens it for employer-designated red flags like gang involvement, drug use, and demonstrations of potentially violent behavior. According to Forbes, Social Intelligence “is essentially taking the traditional background checks commonly used by corporate HR departments…and moving them online to track social media networks.” The company’s reports filter out legally sensitive information such as sexual orientation, race, or religion, and the data is manually reviewed before being distributed to prospective employers. Social Intelligence’s CEO Max Drucker says that the service helps companies perform due dilligence with regard to hiring and risk management, while protecting prospective employees from discrimination.

And social media monitoring isn’t just limited to job applicants; some companies are using it to check up on current employees as well. Accodring to a 2009 survey from the American Management Association, 52% of U.S. employers have fired employees for email and web violations. Stories are widely circulated about instances when an employee has been disciplined or even terminated for posting negative content about an employer on social media outlets like Facebook and personal blogs. Companies claim these actions provide legal grounds for termination, arguing that such content is damaging to their corporate image and negatively impacts business. Notable examples include the 2009 instances in which employees of fast-food purveyors Domino’s and KFC took video and photos of their unsanitary use of the restaurants’ food and equipment, posted the material on YouTube and MySpace, and caused an overnight uproar (for which all employees involved were immediately fired). Meanwhile, other employees have been caught red-handed when, after calling in “sick” to miss work, they subsequently (and foolishly) posted online updates and pictures of themselves spending the day at a party or on vacation. For example, acccording to New York’s Daily News, more than a dozen Department of Education employees were recently fired for “faking illnesses to take vacations.” Among the clues that tipped off coworkers and administrators were vacation photos the offenders had publicly posted on their Facebook profiles.

Staying Aware of the Legal Pitfalls

Though social media can undoubtedly be used to a company’s advantage, employers must also be aware of some inherent risks that come with exploring this new terrain. Because social media and the so-called “blogosphere” are relatively uncharted territory for the workplace, the law is currently racing to keep pace with what is and isn’t legal when it comes to screening, while large companies are hurrying to develop written employee policies pertaining to social media. The good news is that, for now, much of the judgment about social media falls in favor of employers. A recent report by the Ocala Business Journal attests that checking social media sites and making subsequent hiring or termination decisions about employees and prospective hires is well within a company’s legal rights, because an employee could potentially affect an employer’s reputation. According to the article, “employers doing background checks [often] ask if it’s legal to check social media sites to find out more about potential employees. It is.” Employees questioning the validity and legality of these searches are typically told that, although the actions posted online may have been performed off the clock, they still have the capacity to affect a company’s reputation. “One major impact of social media is the line between professional and personal lives has blurred,” the article says. “Social media is impacting hiring as well as termination.” Likewise, Social Intelligence CEO Drucker attests that his company’s methods are compliant with the Fair Credit Reporting Act, and that the onus falls on the employee or job seeker to use discretion in posting anything online. “People need to exercise good judgment and understand that what they post publicly is public, and an employer has a right to know about it,” he says.

When it comes to searching an employee or prospect’s social media presence, the legitimate risk for employers lies in potentially violating anti-discrimination and privacy laws. According to the National Law Review, “an employer’s examination of an employee’s or potential hire’s social network sites may provide the basis for claims under employment discrimination statutes if the employer used [these] methods to seek out information that was legally protected in some way.” Such legally protected data includes religion, ethnicity, political affiliations, gender, or sexual orientation: all information that is readily available on many Facebook profiles. “If plaintiffs can show that they were discriminated against in the hiring process, or wrongfully terminated based on information gleaned from updates on Twitter, pictures on Facebook, or accounts on their personal blogs,” the National Law Review asserts, “the employers will surely be held liable under the pertinent anti-discrimination statutes.”

Another employer risk is gaining information online by engaging in what is known as “social engineering:” manipulating an individual into granting access to his or her otherwise private online networks. When it comes to social media, examples of these spy techniques might include trying to “friend” an individual on Facebook for the purpose of looking at his or her otherwise private, personal information, or requesting access to a password-protected blog not accessible to the general public. In these cases, an employee or prospective hire may allege that such actions constitute an invasion of privacy, since the employee or applicant has demonstrated a reasonable expectation of privacy with respect to their social media accounts by protecting them with passwords and making them accessible on a case-by-case basis.

In summary, employers who aren’t already doing so may want to begin exploring social media as a potential vetting tool, while keeping in mind that the laws pertaining to these practices could change as social media continues to find its place in the workforce. Perhaps more importantly, employees and job seekers should pay careful attention to what they choose to share publicly online, taking to heart the old adage that “some things are better left unsaid” – or, in this case, unposted.

About the Author: Elizabeth Rice, SPHR, is the President of Innovative Employee Solutions , a San Diego-based company specializing in nationwide payroll and HR administrative services for the contingent workforce. Ms. Rice has more than 25 years of experience in HR and executive management.

Source: isnare.com

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