text:
Emergency services scrambled to Trafalgar Square in London with air ambulance
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HomeNewsIain Duncan Smith insists 'big changes coming down the track' to reap...
Iain Duncan Smith insists 'big changes coming down the track' to reap Brexit benefits
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Have you ever walked into a thrift shop...
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Sir Iain Duncan Smith tonight insisted "big changes are coming down the tracks" to capitalise on Brexit. The former Tory leader said the Conservatives are "getting on with it now" and blamed Covid for delays in reaping benefits from Britain's departure from the EU.
Sir Iain highlighted new legislation paving the way for a bonfire of thousands of Brussels-derived laws still on the UK statute book after Brexit.
And he pointed to the opportunity to reshape regulation now the country is out of the bloc.
Speaking on Nigel Farage's GB News show, the Brexiteer Tory MP said: "Well there's no question we need to get these things done.
"The problem has been that we had Covid for two years and it really bust a huge amount of possibilities for us. But we're getting on with it now.
"We've got the Bill that's just gone through to get rid of retained EU law that you might have argued should have happened before, it took a while to sort out, but that's going through."
Sir Iain added that there is "a lot going on the regulation side" including financial services, farming and the environment.
He said: "So there are big changes coming down the tracks now.
"Yes I would love it to have happened earlier, but I think all things considered the key thing is we get it done so the UK is well and truly and properly out.
"We have Northern Ireland to sort still which is going on but that can only end with one single decision which is no part of the UK can ever be under a law from a foreign organisation, in this case, European law."
Sir Iain's comments come after the Retained EU Law Bill cleared its final Commons hurdles last week.
The Bill allows for some 4,000 EU-derived laws to be scrapped by the end of the year, unless they are specifically kept or replaced.
Meanwhile, London and Brussels have ramped up negotiations aimed at securing a resolution to the impasse over the Northern Ireland Protocol.
The protocol was designed to avoid a hard Irish border but it has created economic barriers between Northern Ireland and the rest of the UK, with unionists claiming it has weakened the region's place within the union. The arrangement has been an ongoing source of tensions between the UK and the EU.
It comes as shadow foreign secretary David Lammy today insisted Labour will seek to "fix the Tories' bad Brexit deal" if voted into power at the next general election.
In a speech at Chatham House in London, the shadow cabinet minister said Labour would "not rejoin" the EU's single market or customs union under a Sir Keir Starmer premiership.
But Mr Lammy said the party would take action to reverse the "damage" the current UK-EU trade deal is doing to the British economy, while also restoring European relations.
039big
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Kate and William reveal NZ PM supported them when Queen died in heartfelt personal message
Frozen pond warning as teen and dog rescued from icy waters as temperatures plummet
Finance January 27, 2023 0

redpajama_set_name: RedPajamaCommonCrawl


text:
Q: Android appcompat toolbar stretches when searchview gets focus I'm updating an app to use the new Toolbar instead of the regular ActionBar.
In my app the user must be able to select a contact from their contact list. To do so, I've added a SearchView to the menu.
The contacts are already in the list; the SearchView is used to filter the list using the ArrayAdapter.getFilter() method.
It all worked fine using the ActionBar, but the Toolbar's height gets stretched to just behind the keyboard. Using the XML inspection from Android Device Monitor I can see the ListView exists behind my keyboard.
It almost seems as if the SearchView wants to display suggestions, but I have no such thing configured. Any idea what's going wrong?
The images illustrate the problem. They show the normal, expanded and focused state of the SearchView.
This is my XML menu:
<?xml version="1.0" encoding="utf-8"?>
<menu xmlns:android="http://schemas.android.com/apk/res/android"
    xmlns:app="http://schemas.android.com/apk/res-auto">
    <item android:id="@+id/action_forwarding_contact_search"
        app:showAsAction="always"
        android:title="@string/forwarding_contact_search"
        app:actionViewClass="android.support.v7.widget.SearchView"
        android:icon="@drawable/abc_ic_search_api_mtrl_alpha"/>
</menu>

Edit
Giving the Toolbar a fixed height doesn't solve the problem, because it will make SearchView disappear when it has focus. Changing the gravity of either item seems to have no effect on the SearchView.

A: The accepted answer works fine, however I needed an alternative that would allow to view the Toolbar under translucent status bar.
The problem is that Toolbar uses paddings to cover for system components. As a result, the paddingBottom of the Toolbar is being set to soft keyboard's height whenever the keyboard appears. Solution was to reset the padding before calling super.onMeasure in my custom Toolbar class:
public class MyToolbar extends Toolbar {

   (...)

   @Override
   protected void onMeasure(int widthMeasureSpec, int heightMeasureSpec) {
       setPadding(getPaddingLeft(), getPaddingTop(), getPaddingRight(), 0);
       super.onMeasure(widthMeasureSpec, heightMeasureSpec);
    }
}

A: I had the same problem than OP, I tried the android:fitsSystemWindows="true" solution, but it was half resolved: the searchview didn't expand anymore but the notification bar (top of screen) became totally white (like the layout background) instead of red (my app theme).
I found an alternative way and it's working like a charm, so for those who are stuck, try this:
In your manifest, just add this line in your activity section:

android:windowSoftInputMode="adjustPan"

Example:
<activity
    android:name=".MainActivity"
    android:windowSoftInputMode="adjustPan"
    android:label="My main activity" >
</activity>

A: It seems like a old question but I want to address the real cause about this issue.
In fact, the fitsSystemWindows does not only add statusBar insets into your views padding, but also keyboard's height. So, when keyboard showed, your toolbar(which is the view who consumes window insets) will gain a bottom padding equals to your keyboard's height.
Move fitSystemWindows to root node do solve this problem, but sometimes we can't do that, for example we need toolbar's background to fill the statusbar.
So, the real solution for this issue, I think, is to tell view only consume top insets. Luckily, Android do offer a method for us to do that.
private static final View.OnApplyWindowInsetsListener CONSUME_TOP_INSET_LISTENER = new View.OnApplyWindowInsetsListener() {
    @RequiresApi(api = Build.VERSION_CODES.KITKAT_WATCH)
    @Override
    public WindowInsets onApplyWindowInsets(View v, WindowInsets insets) {
        int b = v.getPaddingBottom();
        int l = v.getPaddingLeft();
        int r = v.getPaddingRight();

        v.setPadding(l, insets.getSystemWindowInsetTop(), r, b);
        int il = insets.getSystemWindowInsetLeft();
        int ir = insets.getSystemWindowInsetRight();
        int ib = insets.getSystemWindowInsetBottom();
        return insets.replaceSystemWindowInsets(il, 0, ir, ib);
    }
};
public static void makeViewConsumeTopWindowInsetsOnly(@NonNull View view) {
    if (Build.VERSION.SDK_INT >= Build.VERSION_CODES.KITKAT_WATCH) {
        view.setOnApplyWindowInsetsListener(CONSUME_TOP_INSET_LISTENER);
    }
}

Add above code to some place, and call this method with the view you want to consumes top insets.

A: Ok, I figured it out. There was no problem with the SearchView, because the same happened with ordinary EditTexts which were placed normally inside a layout xml. The Toolbar wasn't the problem either.
I created an empty activity and played around with anything I changed in my app and finally came to my theme. On KitKat and later I had <item name="android:windowTranslucentStatus">true</item> set on the theme, so the navigation drawer would appear behind the status bar.
Disabling/removing this would resolve the issue. This reminded me of the android:fitsSystemWindows="true" property. It is set on the Toolbar, but not in the layout xml of the main activity that contains the DrawerLayout.
I guess the DrawerLayout sets itself to fit the system windows.
E.g. there's no fitSystemWindows property here:
<android.support.v4.widget.DrawerLayout xmlns:android="http://schemas.android.com/apk/res/android"
    xmlns:tools="http://schemas.android.com/tools"
    android:id="@+id/drawer_layout"
    android:layout_width="match_parent"
    android:layout_height="match_parent"
    tools:context=".DashboardActivity">

The activity where the problem occurred did not have a NavigationDrawer, it was a new activity. Setting android:fitsSystemWindows="true" on the root node of the layout of the activity made things work fine.
So, for anyone to read this: if you have <item name="android:windowTranslucentStatus">true</item> in your theme, make sure any root node containing a toolbar contains a android:fitsSystemWindows="true".
Working sample:
<LinearLayout xmlns:android="http://schemas.android.com/apk/res/android"
    android:layout_width="match_parent"
    android:layout_height="match_parent"
    android:fitsSystemWindows="true"
    android:orientation="vertical">

    <include layout="@layout/toolbar" />

        <LinearLayout
            android:layout_width="match_parent"
            android:layout_height="match_parent"
            android:orientation="vertical">

            <EditText
                android:id="@+id/editText"
                android:layout_width="match_parent"
                android:layout_height="wrap_content"
                android:singleLine="true" />

            <Button
                android:id="@+id/button2"
                android:layout_width="wrap_content"
                android:layout_height="wrap_content"
                android:text="New Button" />
        </LinearLayout>
</LinearLayout>

A: I had same issue like this but did't help above answers but after lots of search found something.
may help you too.!!
after add this attribute in toolbar
android:layout_height="?attr/actionBarSize"
<android.support.v7.widget.Toolbar xmlns:android="http://schemas.android.com/apk/res/android"
style="@style/ToolBarStyle"
android:layout_width="match_parent"
android:layout_height="?attr/actionBarSize"
android:background="@color/myPrimaryColor"
android:minHeight="@dimen/abc_action_bar_default_height_material" >

<TextView
    android:id="@+id/toolbar_title"
    android:layout_width="wrap_content"
    android:layout_height="wrap_content"
    android:textSize="18sp"
    android:textColor="@color/myTextPrimaryColor"
    android:layout_gravity="center" />

</android.support.v7.widget.Toolbar>

A: I had the same issue with a SearchView on a Toolbar with a TextView and Spinner in it. Closing the SearchView (either by pressing the Toolbar back button or by switching to a different tab in the ViewPager) caused the Toolbar to stretch out to just below the top of the keyboard.
I solved it by placing an extra layout around the views in my Toolbar.
Before:
<android.support.v7.widget.Toolbar
    xmlns:android="http://schemas.android.com/apk/res/android"
    android:layout_width="match_parent"
    android:layout_height="wrap_content">

        <TextView
            android:layout_width="match_parent"
            android:layout_height="match_parent"/>

        <Spinner
            android:layout_width="wrap_content"
            android:layout_height="wrap_content"/>

</android.support.v7.widget.Toolbar>

After
<android.support.v7.widget.Toolbar
    xmlns:android="http://schemas.android.com/apk/res/android"
    android:layout_width="match_parent"
    android:layout_height="wrap_content">

    <LinearLayout
        android:layout_width="match_parent"
        android:layout_height="match_parent"
        android:orientation="horizontal">

        <TextView
            android:layout_width="match_parent"
            android:layout_height="match_parent"/>

        <Spinner
            android:layout_width="wrap_content"
            android:layout_height="wrap_content"/>

    </LinearLayout>

</android.support.v7.widget.Toolbar>

A: I ran into a similar issue and setting showAsAction="always|collapseActionView" inside the Search Menu Item (menu.xml) solved the stretching of the toolbar for me.

A: simplest solution without changing xml and keeping translucent system bar is to add:
kotlin:
toolbar.setOnApplyWindowInsetsListener { toolbar, windowInsets ->
    toolbar.updatePadding(
        windowInsets.systemWindowInsetLeft,
        windowInsets.systemWindowInsetTop,
        windowInsets.systemWindowInsetRight,
        0
    )
    windowInsets.consumeSystemWindowInsets()
}

please check if your fitsSystemWindows=true are placed correctly.

A: I would like to share my experience but before that I want to dropped this comment. So far, I really find this CoordinatorLayout shenanigans buggy and not worthy of being dropped in the SDK. Its just buggy. When it behaves like this erratically, the architecture on the xml layout is not much of a help to figure out whats going on. I followed the examples religiously and none of them worked.
Having said that, I am using the build tools version v24.0.2 (The latest as of this writing) and my situation may be of different than the rest. So I am putting this answer along with other answers here.
In my case, I am using this library for NavigationDrawer
As some answers here pointed out, its the navigation drawer. I tried not using that library and still having the problem. I have CoordinatorLayout as the parent layout of my two activities and programatically inserts the NavigationDrawer as instructed by the library author. The expanding Toolbar the size of the screen when focusing on an EditText is still there. Therefore, in my case, the problem is not coming from there.
Here's what I did in my case:
I removedfitsSystemWindows from the CoordinatorLayout layout of the activity. Contrary to what other people suggested here.
I am pasting my entire activity layout here:
<?xml version="1.0" encoding="utf-8"?>
<android.support.design.widget.CoordinatorLayout
    xmlns:android="http://schemas.android.com/apk/res/android"
    xmlns:app="http://schemas.android.com/apk/res-auto"
    xmlns:tools="http://schemas.android.com/tools"
    android:id="@+id/coordinatorlayout_homescreen"
    android:layout_width="match_parent"
    android:layout_height="match_parent"
    tools:context=".activity.HomeScreenActivity">

    <android.support.design.widget.AppBarLayout
        android:layout_width="match_parent"
        android:layout_height="wrap_content"
        android:fitsSystemWindows="true"
        android:theme="@style/AppTheme.AppBarOverlay">

        <android.support.design.widget.CollapsingToolbarLayout
            android:id="@+id/collapsingtoolbarlayout_homescreen"
            android:layout_width="match_parent"
            android:layout_height="wrap_content"
            android:fitsSystemWindows="true"
            app:contentScrim="?attr/colorPrimary"
            app:expandedTitleMarginStart="64dp"
            app:expandedTitleMarginEnd="48dp"
            app:layout_scrollFlags="scroll|enterAlwaysCollapsed">

            <android.support.v7.widget.Toolbar
                android:id="@+id/toolbar_homescreen"
                android:layout_width="match_parent"
                android:layout_height="wrap_content"
                android:fitsSystemWindows="true"
                app:layout_collapseMode="pin"/>

        </android.support.design.widget.CollapsingToolbarLayout>

    </android.support.design.widget.AppBarLayout>

    <android.support.v4.widget.NestedScrollView
        android:layout_width="match_parent"
        android:layout_height="match_parent"
        app:layout_behavior="@string/appbar_scrolling_view_behavior">

        <FrameLayout
            android:id="@+id/framelayout_homescreen"
            android:layout_width="match_parent"
            android:layout_height="match_parent" />

    </android.support.v4.widget.NestedScrollView>

    <!--
    <android.support.design.widget.FloatingActionButton
        android:id="@+id/fab_homescreen"
        android:layout_width="wrap_content"
        android:layout_height="wrap_content"
        android:layout_gravity="bottom|end"
        android:layout_margin="@dimen/fab_margin"
        android:src="@android:drawable/ic_dialog_email" />
    -->

</android.support.design.widget.CoordinatorLayout>

I did this on another activity and it works as expected. I don't have the expanding Toolbar anymore.  But this problem occurred. I am about to pull my hair out. The status bar became white. Phoenix Wang solution on that post fix it for me and I quote his answer:

I found the answer in this link:Status Bar Color not changing with
  Relative Layout as root element
So it turns out we need remove the
  <item name="android:statusBarColor">@android:color/transparent</item> in

styles.xml(v21). And it works just fine for me.

My only concern is how will this solution holds in the upcoming updates. CoordinatorLayout should not be behaving like that.

A: In case you are using an EditText inside Toolbar, adding "flagNoExtractUi" in imeOptions  , will solve the stretching edit area.
EditText for Search Action without stretching:

android:id="@+id/toolbar_editText"
android:layout_height="wrap_content"
android:layout_width="wrap_content"
android:inputType="text"
android:imeOptions="actionSearch|flagNoExtractUi"
android:singleLine="true" />

redpajama_set_name: RedPajamaStackExchange


text:
Q: Why does Vue's  interfere with my HTML? So, when writing my CSS, I created a modal which opens when an invisible checkbox is clicked. Naturally, I used the  hack to accommodate this; clicking the label activates the checkbox and opens the div. When I use the following html, this system works as expected:
+

However, when I attempt to introduce a vue-router link to load content into the modal, things stop working:
<router-link to = "/classComp/create">
   +
</router-link>

The above HTML successfully loads the code into the modal, but the modal remains invisible. For some reason, the router-link is activated but the label class is not. The <router-view> element renders thusly on my page:

+

Does anyone know the cause of or solution to this error? Thanks.


Funky Trunks F-Team is powering into Australian Age Championships.
Like a hangover follows a nationals after-party, so does Aussie Age Swimming Champs after #auschamps19 comes to a close this weekend. Packing their bags and jumping out of the chilly Tassie waters (even though they swim in a heated pool like the rest of us) are two of our newest F-Teamers who have been smashing out the k's at Hobart Aquatic Centre. In a sentence or two, meet Noah Kamprad and Max Giuliani ready to pump it out for a big week in Adelaide.
Tassie teammates Noah Kamprad (left) and Max Giuliani (right) are funk'd up and ready for Age Nationals.
Max has 6 Tassie age records in freestyle and made it to the podium 3 times at 2018 Victorian Age Champs. In the 15 year old age group he's racing the 50m, 100m, 200m and 400m Free next week.
Noah has more Tassie records than he can count on his two hands (he has 14 records and 8 fingers and 2 thumbs) with the 200m right up to the 800m Free in his trophy cabinet. He gave the Victorians a lesson at the 2018 Victorian Age Champs, medalling 6 times and topping the podium on 4. He's got the 100m, 200m, 400m Free and 200m Fly in the 14 year old age group before taking on the older boys in the 14/15 year old 800m and 1500m Free at Aussie Age Champs.
F-Teamers Adem Ibrahim, Tom Lightfoot and Ryan Bicknell are keen to race in their APEX suits.
We're fired up to see how the boys go against the best young swimmers in Australia. Be sure to keep an eye on our Instagram stories to see how they go.


text:
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POSH POLICY
WHISTLE BLOWER POLICY
WORKPLACE SEXUAL HARASSMENT PREVENTION AND RESOLUTION POLICY
The content of this documents must not be reproduced or disclosed to any person outside the organisation either wholly or in parts without the prior consent of the Management representative.
Shyamala Deshpande
Balachandar N
Workplace Sexual Harassment Prevention & Resolution Policy
To provide a safe and respectful work environment / establish an atmosphere for employees that is free from Harassment or discrimination against employees on the basis of race, colour, creed, religion, gender, national origin, age, sexual orientation or gender identity, or physical or mental disability and outline the company's policy to protect all categories of employees (Direct and indirect) against Sexual Harassment in particular.
The Policy is meant to promote a healthy work environment that is free from harassment of all kinds for all those covered. The policy provides for an effective Complaint and Redressal mechanism for any cases of Harassment including Sexual Harassment.
This policy shall apply to all employees, trainees, contract employees, interns, temporary workers, consultants and all those who are involved in the company's activities directly or indirectly on a day-to-day basis, hereinafter referred to as the "Individual". All employees, including supervisors and other management personnel, are expected and required to abide by this policy. No person will be adversely affected in employment with the employer as a result of bringing complaints of unlawful harassment or sexual harassment in particular.
4.1 Sexual Harassment
Sexual Harassment includes any one or more of the following unwelcome acts or behaviour which is offensive to the person or persons it is targeted towards whether directly or by implication namely:-
Physical contact and advances; or
A demand or request for sexual favours; or
Making sexually coloured remarks; or
Showing pornography; or
Any other unwelcome physical, verbal or non-verbal conduct of sexual nature; or
Implied or explicit promise of preferential treatment in employment; or
Implied or explicit threat of detrimental treatment in employment; or
Implied or explicit threat about present or future employment status; or
Interference with work or creating an intimidating or offensive or hostile work environment for the person concerned; or
Humiliating treatment likely to affect health or safety; or
Examples of harassing behaviour may include unwanted physical contact, foul language of an offensive sexual nature, sexual propositions, sexual jokes or remarks, obscene gestures, and displays of pornographic or sexually explicit pictures, drawings, or caricatures. Use of the employer's or employees own computer system or any electronic or digital device for the purpose of viewing, displaying, or disseminating material that is offensive in nature may also constitute harassing behaviour.
4.2 Internal Complaints Committee
A Committee will be formed under this policy to investigate complaints of sexual harassment referred to it and make appropriate recommendations to the relevant management team. The Internal Complaints Committee shall consist of the following members to be nominated by the employer, namely:-
A Chairperson who shall be a woman employed at a senior level at workplace from amongst the employees.
Not less than two members from amongst employees preferably who have had experience in social work or have legal knowledge
One member from amongst non-governmental organizations
One half of the total members so nominated should be women
Internal committee shall hold office for three years from date of nomination. List of members of the Committee for the period February 2018 to February 2021 is as per Annexure-1. The same committee will continue, unless notified otherwise in writing at the end of the term.
4.3 Management Team
A Management team refers to the person/s vested with the powers to take appropriate disciplinary action and comprises the senior management of the organisation which will include any employee designated as Chief Executive Officer, Managing Director, Director,//President/Business Human Resources Head.
Complaint Communication Channel
The addresses / phone numbers / e-mail addresses etc. of all members of the Internal Complaints Committee are given in Annexure 1
Sexual harassment of an individual at work place (Prevention, prohibition & redressal) Act, 2013
6.1 Procedure for Lodging Complaints
Any aggrieved Individual may lodge a complaint to the Internal Complaints Committee in writing within 90 days from the date of an incident and in case of continued harassment, 90 days from the last instance of harassment.
Complaint of sexual harassment:
1. Where the aggrieved woman is unable to make a complaint on account of her physical incapacity, a complaint may be filed by:-
Her relative or friend
Her co-worker
An officer of the National Commission for Women or State Women's Commission or
Any person who has knowledge of the incident, with the written consent of the aggrieved women
2. Where the aggrieved woman is unable to make a complaint on account of her medical incapacity, a complaint may be filed by:-
A special educator
A qualified psychiatrist or psychologist or
The guardian or authority under whose care she is receiving treatment or care, or
Any person who has knowledge of the incident, jointly with her relative or friend or a special educator or psychologist or the guardian or authority under whose care she is receiving treatment or care, or
3. Where the aggrieved women for any other reason is unable to make a complaint, a complaint may be filed by any person who has knowledge of the incident with her written consent.
4. Where the aggrieved women is dead, a complaint may be filed by any person who has knowledge of the incident with written consent of her legal heir.
Procedure on Receipt of Complaints
The Chairperson shall, within 90 working days of the receipt of a complaint under this policy, personally meet or designate a member of the Internal Complaints Committee to meet the Individual who has made the complaint and record the findings of such interview.
After the interview as stated above, the Chairperson shall, on being satisfied about the existence of a prima facie case of harassment, within a further period of 90 working days, appoint an Investigation Committee comprising of the members of the Internal Complaints Committee to investigate the complaint, after recording reasons thereof and inform the Internal Complaints Committee of his/her action.
If the Chairperson is satisfied that there is no prima facie case of harassment having occurred as complained of, he or she shall dismiss the complaint after recording in writing reasons therefore.
The Investigation Committee shall promptly and thoroughly investigate the Complaint referred to it and submit to the Chairperson, a report of its findings within 10 working days from the date of the complaint being referred to it.
Every Individual shall cooperate with the Internal Complaints Committee in its investigation and any failure to cooperate with the Internal Complaints Committee in its investigation will be deemed as a contravention of this Policy.
The Committee shall document all investigations and findings. No person against whom a Complaint is made shall be part of the Investigation Committee.
Internal Complaints Committee can recommend to the employer, at the request of the aggrieved employee, interim measures such as (i) transfer of the aggrieved woman or the respondent to any other workplace; or (ii) granting leave to the aggrieved woman up to a period of 3 months in addition to her regular statutory/ contractual leave entitlement. The complaints committee at the written request of the aggrieved women may recommend to the employer to restrain the respondent from reporting on the work performance of the aggrieved women or writing her confidential report, and assign the same to another officer.
Manner of inquiry into complaint:-
1. At the time of filing the complaint, the complainant shall submit to the Complaint Committee, six copies of the complaint along with supporting documents and the names and the addresses of the witnesses
2. On the receipt of complaint, the Complaints Committee shall send one of the copies received from the aggrieved woman to the respondent within a period of seven working days.
3. The respondent shall file his reply to the complaint along with his list of documents and names and addresses of witnesses within a period not exceeding ten working days from the date of receipt of the documents
4. The complaints Committee shall make inquiry into the complaint in accordance with the principles of natural justice
5. The complaints Committee shall have the right to terminate the inquiry procedure or to give an ex-parte decision on the complaint, if the complainant or respondent fails, without sufficient cause to present herself or himself for three consecutive hearings convened by the Chairperson or Presiding Officer, as the case may be: Provided that such termination or ex-parte order may not be passed without giving a notice in writing, fifteen days in advance, to the party concerned.
6. The parties shall not be allowed to bring in any legal practitioner to represent them in their case at any stage of the proceedings before the Complaints Committee.
7. In conducting the inquiry, a minimum of three members of the Complaints Committee including the Presiding officer or Chairperson, as the case may be, shall be present.
Refer to Annexure 3 for details on " Harassment Investigation Guide for members of the Internal Complaints Committee"
Proceedings and Communication of Findings:
The Complaints Committee shall consider the findings of the report and communicate the findings and recommendations to the Business Head. The Business Head will take appropriate action in consultation with the Chairperson of Internal Complaints Committee and communicate the findings to the complainant and the concerned Individual against whom such complaint was made within 60 days from the date of the investigation report.
The Business Head will also ensure that a closure report is submitted to the Chairperson of the Internal Complaints Committee on completion of any action taken.
The Internal Complaints Committee shall follow principles of natural justice in all its proceedings and shall maintain confidentiality of the identity of the complainant and the witnesses.
In case of complaint against Individual, who is/are members of the Complaints Committee, the Chairperson shall entrust the proceedings to the NGO representative to investigate the complaint and such person shall have the same powers as the Internal Complaints Committee in implementing this policy. Manner of taking action for sexual harassment:- When the Complaint Committee arrives at the conclusion of allegation against the respondent and it has been proved, it shall recommend to the employer , to take any action including a written apology, warning, reprimand or censure, withholding of promotion, withholding of pay rise or increments, terminating the respondent from service or undergoing a counselling session or carrying out community service.
As appropriate, the Company will work to protect the confidentiality of the identity of all parties involved and the nature of circumstances involved and/or relating to any allegation or complaint of harassment except when disclosure is appropriate or necessary for purposes in connection with the investigation of the allegation or complaint and/or taking appropriate remedial or disciplinary measures
Appeal Procedure
If the victim of harassment feels unsatisfied with the outcome of his/her complaint to the Unit Complaints committee, he/she may appeal to the Group Complaints Committee or a Court within 90 days from the date of last proceedings. This committee after hearing the appeal shall review the case and present their recommendations to the appropriate Management Team. The decision of the Group Level Management Team will be communicated to the Business Head to implement the recommendations
Appeal- Subject to any person aggrieved from the recommendation made or non-implementation of such recommendations may prefer an appeal to the affiliate authority notified under industrial employment act 1946 (20 0f 1946)
Implementation of the Recommendation
The punishment may be by way of any disciplinary action up to and including termination of employment as may be decided by the Internal Complaints Committee.
The implementation of the orders shall be within 60 days of the receipt of recommendation from the Internal Complaints Committee Chairperson may award interim relief to the complainant during the course of investigation to prevent any further Harassment or to safeguard the complainant from threats and retributions.
Determination of Compensation
For the purpose of determining the sums to be paid to the aggrieved woman, the Internal Complaints Committee shall have regard to:-
The mental trauma, pain, suffering and emotional distress caused to the aggrieved woman;
The loss in the career opportunity due to the incident of sexual harassment
Medical expenses incurred by the victim for physical or psychiatric treatment
The income and financial status of the respondent
Feasibility of such payment in lump sum or in instalments.
Action against Frivolous Complaints: So as to ensure that the protections contemplated under the Sexual Harassment Act do not get misused, provisions for action against "false or malicious" complainants have been made. Every Individual who lodges a false complaint or false evidence shall be liable for disciplinary action, up to and including termination of employment as per the rules of the Company. Where the complains committee arrives at the conclusion that the allegation against the respondents is malicious or the aggrieved women or any other person making the complaint, has made the complaint knowing it to be false or the aggrieved women or any other person making the complaint as produced any false or misleading documents, it may recommend to the employer, as the case may be, to take action.
Every Individual who threatens or intimidates (a) any Individual who has made a complaint under this policy or (b) any witness thereof, shall be liable for disciplinary action, up to and including termination of employment as per the rules of the Company
If an employer fails to constitute an Internal Complaints Committee or does not comply with any provisions contained therein, the Sexual Harassment Act prescribes a monetary penalty of up to INR 50,000. A repetition of the same offence could result in the punishment being doubled and / or de-registration of the entity or revocation of any statutory business licenses
The Complaints Committee shall ensure a quorum of at least 2 members when taking a decision/meeting.
The Management shall as soon as possible, after the coming into force of this policy submit the same to the concerned Government Department as partial compliance with the Supreme Court judgment in this regard.
Employee Responsibilities
The Aggrieved person
Consider using an informal method of resolution if the behaviour was minor. Only use this method if you feel it will permanently stop the offensive behaviour without reprisal and you feel the offender should be given a chance to change.
Consider filing a formal complaint with the Complaints Committee if the incident and behaviour is serious, absolutely unacceptable, or repeated (especially after telling the offender to stop)
Every Individual is entitled to a work environment that is free from Harassment.
Every Individual shall be entitled to complain against harassment to which he/she was subject to or which was targeted at him/her, to the Internal Complaints Committee established under this Policy.
Anybody who complains to the Internal Complaints Committee or participates in the investigations of the Committee for giving evidence or statements shall not be victimized or subjected to any unfavourable treatment in the conditions of his/her work.
The procedure for reporting incidents of harassing behaviour is not intended to impair, replace, or limit the right of any employee to seek a remedy under any appropriate judicial court
The Offending Person
Stop the behaviour immediately.
If you feel you may have harassed someone, take action.
Apologize. Ask another person or supervisor for advice and accompany you to the person who was subject to Harassment, or intervene on your behalf.
Talk to the person who was subject to Sexual Harassment and discuss how you two can communicate more effectively without giving room for offensive statements.
If a formal complaint has been filed, seek legal counsel or assistance to understand your rights.
The Friend or Co-Worker
If you are approached by a friend or co-worker who feels he or she was discriminated against or harassed, take action.
Encourage the person who was subject to Sexual Harassment to approach the offending person directly or use other informal resolution methods.
Offer to accompany the person who was subject to Harassment to the offending person, the Internal Complaints Committee or an agency to file a formal complaint.
Any incident of Sexual Harassment that comes to the knowledge of any Individual shall be reported to the Internal Complaints Committee promptly.
The Supervisor
If you observe or are approached about discrimination or Sexual Harassment, take action.
Advise the person who was allegedly subject to Sexual Harassment of his or her right to seek help through the compliance officer.
 Advise the offending person to cease harassment immediately. If the alleged offender is a supervisor, report it immediately to the Internal Complaints Committee and encourage the complainant to do the same.
Act promptly and take corrective action if you supervise the offending individual.
Warn all parties immediately against behaviour, which may look like direct or indirect reprisal.
In addition to ensuring compliance with the other provisions stipulated, the Sexual Harassment Act casts certain obligations upon the employer to, inter alia,
Provide a safe working environment
 Display conspicuously at the workplace, the penal consequences of indulging in acts that may constitute sexual harassment and the composition of the Internal Complaints Committee
Organise workshops and awareness programmes at regular intervals for sensitizing employees on the issues and implications of workplace sexual harassment and organizing orientation programmes for members of the Internal Complaints Committee. Manner to organize workshop etc.,–
Formulate and widely disseminate an internal policy or charter or resolution or declaration for prohibition prevention and redressal of sexual harassment at the work place intended to promote gender sensitive work spaces and remove underlying factors that contribute towards a hostile work environment against women
Carry out orientation programs and seminars for the members of the internal committee
Carry out employees awareness programs and create forum for dialogues.
Conduct capacity building and skill building programs for the members of the internal committee
Declare the name and contact details of all members of internal committee
Use modules developed by the state governments to conduct workshops and awareness programs for sensitizing the employees with the provisions of the Act
TTreat Sexual harassment as a misconduct under the service rules and initiate action for misconduct.
The employer is also required to monitor the timely submission of reports by the Internal Complaints Committee.
Preparation of Annual report – The annual report that the Complaints Committee shall prepare shall have the following details:-
Number of complaints of sexual harassment received in the year
Number of complaints disposed off during the year
Number of cases pending for more than 90 days
Number of workshops or awareness programs against sexual harassment carried out
Nature of action taken by employer or district officer
The Internal Complaints Committee shall in each calendar year prepare, in such a form and at such time as may be prescribed, an annual report and submit the same to the employer and the District Officer
The District Officer shall forward a brief report on the annual reports received to the State Government
The employer shall include in its report the number of cases filed, if any, and their disposal under this Act in annual report of his organization or where no such report is required to be prepared intimate such number of cases, if any, to the District Officer.
ANNEXURE 1
List of Internal Complaints Committee, Bangalore for the period February 2018 to February 2021:
Chairperson & Member (External)
Mrs. Shweta Shetty
shweta@cafecoffeeday.com
Mr. Sadananda Poojary
sadananda@abccoffeeday.com
Mrs. Shabari Prabhkar
shabri@cafecoffeeday.com
Mrs. Kadambari Misra
kadambari.m@cafecoffeeday.com
The following will be construed as Misconduct which will invoke strict disciplinary action from the organisation which can be up to termination of employment. This list is not exhaustive and misconduct may not be limited by these acts only:
Unwelcome remarks, slurs, jokes, taunts, or suggestions about a person's body, clothing, race, national or ethnic, origin, colour, religion, age, sex, marital status, physical or mental disability, sexual orientation, pardoned conviction, or other personal characteristics
UUnwelcome sexual remarks, invitations, or requests (including persistent, unwanted contact after the end of a relationship)
Displays of sexually explicit, sexist, racist, or other offensive or derogatory material
Written or verbal abuse or threats
Practical jokes that embarrass or insult someone
Leering (suggestive staring) or other offensive gestures or making obscene signs with one's fingers or hands
Unwelcome physical contact, such as patting, brushing, hugging, touching, pinching, hitting
Indecent exposure; Patronizing an employee in front of co – workers
Abuse of authority that undermines someone's performance or threatens her or his career
Vandalism of personal property
Physical or sexual assault
Graphic descriptions of pornography, showing pornography or sending, showing indecent letters and email messages
Terms of endearment, such as calling a co – worker "honey", "dear", "sweetheart", or some similar expressions
Invasion of privacy or practical jokes causing physical or psychological distress
Pressurise to become involved in anti – social or criminal behaviour
Verbal and/or physical intimidation – threats, shouting, derisory remarks, often in front of others
Ostracism, or conversely, excessive supervision
Undermining of the individual's position by changing work objectives/guidelines without consultation, taking credit for the target's work, deriding the target's work to supervisors, etc
Removing areas of responsibility and giving people menial or trivial tasks to do instead
Withholding information; Spreading malicious rumours, etc.
Harassment Investigation Guide for members of the Internal Complaints Committee
Getting the employee to describe the claim:
Listen to the charge. Don't make comments like, "You're overreacting."
Acknowledge that bringing a harassment complaint is a difficult thing to do.
Maintain a professional attitude.
Gather the facts; don't be judgemental.
Ask who, what, when, where, why, and how. Find out if the employee is afraid of retaliation. How does the employee want the problem resolved?
Ask the employee to give the complaint in writing . Offer assistance if required to write down the complaint.
Conducting an investigation of the claim—general rules to follow:
Investigate immediately. Delaying or extending an investigation can make witness testimony increasingly unreliable.
Remember that the manner in which the investigation is handled can itself furnish grounds for a hostile environment claim, so carefully document every step.
Treat all claims seriously—even those that seem frivolous—until you have reason to do otherwise.
Keep the investigation confidential. Emphasize to those involved that your discussions are not to be shared with unconcerned parties. Warn of possible disciplinary action, if necessary.
Limit the number of persons who have access to the information. Communicate strictly on a "need to know" basis.
Ask questions so that information is not unnecessarily disclosed. For example, instead of asking, "Did you see _________ touch _____?" ask "Have you seen anyone touch Joan at work in a way that made her uncomfortable?" Remember—the purpose of the investigation is to gather facts, not disseminate allegations
If there is more than one allegation, treat each separately.
Never broadcast the facts of a given situation or the results as an example to others or as a training tool.
Interviewing the complainant (Can be done when employee first reports charge):
Get specific details.
Find out whether there was a pattern of previous episodes or similar behaviour toward another employee.
Get the specific context in which the conduct occurred. Where? What time?
Determine the effect of the conduct on the complainant. Was it economic, non-economic and/or psychological?
Determine the time relationship between the occurrence of the conduct, its effect on the complainant, and the time when the complainant made the report.
Prepare a detailed chronology.
Analyze whether there might have been certain events that triggered the complaint, i.e., promotion, pay or transfer denial
Determine whether there were any possible motives on the part of the complainant.
Find out what the complainant wants.
Explain to the complainant that the charges are serious, that you will conduct a thorough investigation before reaching any conclusion, and that he or she will not be retaliated against for making the complaint.
Don't make any statements about the accused employee's character, job performance, or family life.
Interviewing the offending person:/accused :
Obtain a statement from the accused.
Identify the relationship of the accused to the complainant.
Was there any prior consensual relationship between the parties? How long have they known each other? Is there a history of group or individual socializing?
If the individual was a supervisor, indicate the individual's job title, obtain a copy of the individual's job description, and determine the individual's specific duties at the time of the alleged harassment.
Determine whether the accused directed, or had responsibility for the work of other employees or the complainant, had authority to recommend employment decisions affecting others or was responsible for the maintenance or administration of the records of others.
You can expect the accused to deny the charges. Observe the reaction. Note whether there is surprise, anger, or disbelief. Describe the details of the allegation and note the areas of disagreement between the testimonies of both parties. If the accused denies the allegations, probe further to determine with the accused the background, reasons, and motivation that could possibly trigger the complaint.
Interviewing witnesses:
Obtain statements from any witnesses who support or deny any of the complainant's allegations. Be aware that witnesses are often reluctant to come forward out of fear of reprisal.
Assure all witnesses that their cooperation is important, that their testimony is confidential and that they will not be retaliated against for testifying.
Resolving the complaint:
Apologise for the incident occurring, if that is appropriate.
When attempting to remedy the conduct, avoid requiring the claimant to work less desirable hours or in a less desirable location. If you offer to transfer the complainant, try to get the complainant's consent and make sure the transfer position is substantially similar to the complainant's prior position. This helps ensure that the complainant is not being illegally punished for reporting discrimination or harassment.
Consider the severity, frequency and pervasiveness of the conduct when imposing discipline on the harasser. There are several disciplinary options available, including:
oral and written warning
reprimand
demotion
When imposing discipline on the accused, any forms of discipline short of termination should be accompanied by a warning that similar misconduct in the future may result in immediate termination. If no discipline is imposed, document the reasons why.
Provide remedial counselling and training on sexual harassment, if appropriate. Also take the opportunity to re-communicate your policy.
Carefully and fully document the investigation, the discipline imposed, and any remedial steps taken.
Conduct follow-up interviews with the parties to inform them of the company's actions.
Fees or allowances for Member of Internal Committee:
1. The member appointed from amongst non-government organizations shall be entitled to an allowance of two hundred rupees per day for holding proceedings of Internal Committee and also the reimbursement of travel cost incurred in travelling by train, in three tier air condition or air conditioned bus and auto rickshaw or taxi or actual amount spent by him on travel, whichever is less.
The employer shall be responsible for the payment of the allowances
Person familiar with issues relating to sexual harassment:
Person familiar with issues relating to sexual harassment shall be the person who has expertise on issues relating to sexual harassment and may include any of the following:-
.A social worker with at least five years' experience in the field of social work which leads to creation of social condition favourable towards empowerment of women and in particular in addressing workplace sexual harassment
A person who is familiar with labour, service, civil & criminal Law
Fees or allowances for Chairperson and members of local committee:
1. The Chairperson of the local committee shall be entitled to an allowance of two hundred and fifty rupees per day for holding the proceedings of the said committee.
2. The members of the local committee other than the members nominated shall be entitled to an allowance of two hundred rupees per day for holding the proceeding of the said committee and also the reimbursement of travel cost incurred in travelling by train in three tier AC or AC bus and auto rickshaw or taxi, or the actual amount spent by him on travel, whichever is less.
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text:
Importers receive training on local marine insurance
Importers have been advised to insure their goods with local insurance companies to reduce their costs of doing business at the ports of Ghana.
The Chief Operations Officer of GLICO General Insurance, Mr Solomon Twum Barima said importers would make savings in their businesses because the Ghana Revenue Authority (GRA)-Customs Division would use the same value of the insurance taken locally in Cost Insurance Freight (CIF) in calculating their import duties and levies.
He gave the advice on 20th March, 2019 at a seminar organised for shippers during the first quarter meeting of the Greater Accra Regional Shipper Committee (GARSC) at the Ghana Shippers' House.
Mr Barima added that it was easier for importers to make cargo claims in Ghana since the local insurer is closer by to inspect any damage or losses. Additionally, importers also make savings by not remitting foreign exchange which come with bank charges to pay premiums.
He advised the importers to remit the C&F values of their goods and pay the insurance in Ghana and later forward the certificate of insurance to Customs for calculation of duties and levies.
The Chief Executive Officer of the Ghana Shippers' Authority (GSA), Ms Benonita Bismarck reiterated the importance of insurance in shipping and encouraged the shippers to always insure their goods.
She said it was important to build the capacity of local insurance companies because they bring significant benefits to shippers and Ghana as a whole.
Per the Marine Insurance Act 2006 (Act 724), Section 37(1) (c), unless authorised by the National Insurance Commission, a person shall not enter into a contract of insurance with an offshore insurer in respect of goods, other than personal effects, being imported into the country.
The National Insurance Commission and the Ghana Revenue Authority (GRA)-Customs Division are earnestly in talks to soon enforce Act 724 which would make it compulsory for all importers to locally insure their cargo without which they(cargo) cannot be cleared.
Representatives from over 70 companies including trade associations and bodies whose businesses affect the supply and demand of shipping services attended the seminar.
Jospong Group projects Ghana as best destination for investment in Africa
Warning notices pop up at KIA in fight against extortion


Here we go! Wishing everyone a happy and prosperous new year. This year I'm pledging to nurture my creativity whether it be to make more art, play with more yarn, or make up songs with my kids. What are you going to do with your journey around the sun?


If your drinking water supply comes from a well, it would be advisable to test it for pollutants. Contact your local health department personnel for a list of the typical well water contaminants in your area. You may want to get your drinking water tested by an independent lab.
Look under "Water Analysis" in your yellow pages or ask your local or state health department for names of certified laboratories that can analyze your well water for bacteria, nitrates, hardness, iron, sediment, radon, arsenic, and even pesticides. Once you know contaminants are present, you can address each issue with an appropriate treatment.


Pierre-Emerick Aubameyang is known for his elaborate goal celebrations but the Arsenal striker needed some extra help from Letitia Wright to perfect the Wakanda Forever handshake.
Aubameyang linked up with the Black Panther star on Monday night after helping Arsenal to a 2-0 win over Newcastle at the Emirates.
Aubameyang famously donned a Black Panther mask to celebrate a goal in the 3-0 win over Rennes in the Europa League last month.
However, the Gabon international struggled to get his timing right when attempting to perform the Wakanda Forever handshake with Wright.
Eventually the pair mastered the move after a number of attempts and Wright later took to social media to thank Arsenal for arranging the meet.
She tweeted: "After seeing @Aubameyang7 put on the black panther mask after scoring. I had to head down to @Arsenal to check out the game.
"Happy I did! Really enjoyed it!"
Arsenal moved above north London rivals Tottenham into third place in the Premier League with their win over Newcastle.
The Gunners next face Everton at Goodison Park on Sunday, live on Sky Sports.


Of course our main aim is to slow-ify the world: to inspire people to get out of the hamster wheel and focus on what's truly important in life. That goes along with a lot of fun and lifestyle, and we tend to forget the watch making part.
This kind recognition from watch experts is truly important to us as it proves that we are one the right track delivering not only a unique story, but also a credible high quality product.


text:
De familie Rodenbach, afkomstig uit het Rijnland, is bekend als oprichters en naamgevers van de Brouwerij Rodenbach in Roeselare. Zij speelde een belangrijke rol tijdens de Belgische Revolutie en bracht ook enkele bekende schrijvers voort.

De familie Rodenbach
Stamvader was Ferdinand Rodenbach (1714-1783), een Duitse militaire chirurgijn, afkomstig uit Andernach am Rhein. Hij had gediend in het Oostenrijks leger tijdens de Oostenrijkse Successieoorlog, en werd als krijgsgevangene opgesloten in Rijsel. Na zijn vrijlating in 1748 nam hij ontslag uit het Oostenrijks leger en huwde hij met Johanna Vandenbossche uit Wakken. Hij vestigde zich in 1749 te Roeselare en werd er toegelaten tot het medische beroep. Met zijn vrouw Johanna Vandenbossche kreeg hij acht kinderen, van wie drie dochters en twee zonen de volwassen leeftijd bereikten.

Ferdinands oudste zoon Pieter Ferdinand Rodenbach (1759-1820) volgde hem op als chirurgijn in 1782. Hij nam in 1789 deel aan de Brabantse Omwenteling. Tijdens de Franse aanhechting was hij een bewonderaar van de idealen van de Franse Revolutie en werd hij benoemd tot adjoint au maire (wethouder). Hij liet zijn beroep van chirurgijn voor wat het was en begon een jeneverstokerij. Hij was lid van de West-Vlaamse Provinciale Staten gedurende het Verenigd Koninkrijk der Nederlanden. Later zette hij zich in voor de heropening van het Klein Seminarie Roeselare, dat gesloten was geweest tijdens de annexatie van de Oostenrijkse Nederlanden door Frankrijk. Hij had zeven kinderen met Anna Marie De Geest, waaronder zijn zonen Ferdinand, Alexander, Constantijn en Pedro. De jongens krijgen hun opleiding in Parijs.

Ferdinand Gregoor Rodenbach (1783-1841), broer van Alexander Rodenbach. Hij was luitenant-grenadier in La Grande Armée tot 1815. Hij werd handelaar en pachter der stadsaccijnzen. Hij stichtte, samen met zijn broers Alexander en Pedro, in 1821 de brouwerij Rodenbach en bleef vennoot tot 1836. Hij werd eveneens arrondissementscommissaris te Roeselare en Ieper. Hij had tien kinderen met Marie Vermander, onder wie Jules Rodenbach.
 Jules Edmond Rodenbach (1824-1914) was de zoon van Ferdinand Gregoor Rodenbach en de vader van Albrecht en Ferdinand Rodenbach.
Albrecht Rodenbach  (1856-1880), de Vlaamse schrijver en dichter.
Ferdinand Rodenbach (1864-1938), jongere broer van Albrecht; schrijver en schilder.

Alexander Rodenbach (1786-1869), de Blinde Rodenbach, was mede-oprichter en leider van de brouwerij. Hij was een belangrijk oppositielid tegen koning Willem I, werd lid van het Nationaal Congres, en later gedurende 38 jaar volksvertegenwoordiger en gedurende bijna 25 jaar burgemeester van Rumbeke.

Constantin François Rodenbach (1791-1846) was geneesheer, leraar en later volksvertegenwoordiger en consul. Hij nam deel in 1812 aan de veldtocht van Napoleon naar Rusland als hulpmajoor en chirurgijn. Hij nam, zoals zijn boers Alexander en Ferdinand, deel aan de Belgische Revolutie in 1830. Hij was, samen met Jenneval coauteur van de eerste versie van de Brabançonne, het Belgisch volkslied. Hij lag aan de basis voor de keuze van de eerste Belgische koning  Leopold van Saksen-Coburg. Hij ligt begraven aan de voet van de Akropolis van Athene.
Constantin Auguste Rodenbach (1824-1891), zoon van Constantin François, was ambtenaar en schrijver.
Georges Rodenbach (1855-1898), Franstalig schrijver en dichter, was de zoon van Constantin Auguste.

Pedro  Rodenbach (1794-1848), de soldaat, mede-oprichter van de brouwerij en eigenaar vanaf 1836. Hij was lid van de Keizerlijke Wacht van Napoleon. Hij nam, zoals zijn broer Constantijn, deel in 1812 aan de veldtocht van Napoleon naar Rusland en vocht in 1815 in de Slag bij Waterloo aan de zijde van Nederlanders tegen de Fransen. In 1830 vocht hij rond Brussel tegen de Nederlanders gedurende de Belgische Revolutie. Hij had acht kinderen met Regina Wauters (1795-1874), een brouwersdochter uit Mechelen. In  de periode 1836 - 1864 nam zij de leiding van brouwerij in handen en zorgde voor verdere uitbreiding. Zij installeerde ook de eerste stoommachine in Roeselare.
Edward Rodenbach (1823-1902) was de zoon van Pedro en Regina. Hij was eerst ondernemer van een mechanische spinnerij. Hij nam in 1864 de leiding over van de brouwerij en zorgde voor verdere expansie met de bouw van een nieuwe mouterij, in 1872 een moutast (nu een beschermd monument), gistkelders en een lagerkelder. Hij stelde in 1898 een sociaal vooruitstrevend werkhuisreglement op. Hij had vier kinderen met Eugenia Mergaert.

Eugène Rodenbach (1850-1889), was de enige zoon van Edward en Eugenia. Hij nam in 1878 de leiding van de brouwerij over en introduceerde er, na een stage in Engeland, de foeders. Na zijn dood nam zijn vader opnieuw de leiding over.

Fotogalerij

Bron
Dit artikel, of een eerdere versie er van, is afgesplitst van het artikel Brouwerij Rodenbach.

Externe links
 De familie Rodenbach, website stad Roeselare
 Stamboom familie Rodenbach

Belgische familie

redpajama_set_name: RedPajamaWikipedia


If you follow recent statistics, you probably know that by 2019 80% of the world's internet traffic will be claimed by video. The popularity of animated logos in videos is growing massively.
It seems that everybody is now using logo animations in social media videos, websites, corporate videos, television, promoting their company, service or product in a visually dynamic way to start or end their corporate videos.
No surprise, as our eyes are trained to catch things in motion much faster than static visuals.
With Introbrand, you can easily create your own custom logo animation video by uploading your logo directly in your browser and have your final animation video ready for downloading in just 5 minutes.
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With an animated logo you create a strong and memorable image for your brand. Animation will bring your logo to life and create a much stronger connection with your audience and potential clients in seconds.
Having an animated logo for your corporate, product or website videos will add a sense of consistency and professionalism to your online presence. In fact, it can even give a professional flavor to any simple video or post and make it look like a high-value video production.
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Filming and editing a video about your products is just the first step. Add your corporate logo animation to the end of all product movies. This looks so much more appealing than a plain video and you literally brand your company name to the viewers' minds.
Ever noticed the 5-second YouTube logo animation that occasionally shows up in-between different YouTube videos? Its YouTube's self-promotion. You can do the same with short YouTube ads of 5 seconds. These are super effective, and people won't skip them because they are so short and sweet, excellent way to show off your logo and create a connection with viewers.
Add your new logo animation to your company videos or explainer videos on your website to impress your clients with a dynamic and professional look.
All social media platforms are now promoting video media, as prices for ads and sponsoring video posts are extremely affordable. Be it Facebook, Instagram, LinkedIn or even Twitter, posting a short logo animation in the newsfeed will show your brand to billions of social media users.
Logo animations will make your business YouTube channel and videos stand out from the hodgepodge of amateurish videos. The logo animation is the centerpiece of any video branding. It identifies you and your channel and leaves a memorable impression.
The universal look of this corporate animation is a great choice for a variety of production purposes. Branding your corporate films with this clean animation is a strong statement for any business and will make you look like a serious player in your industry. Use this simple and powerful corporate animation for all your videos and ads.
Add energy to your videos or channel with a clean animated opener inspired by Dub music. The echo effect and dubbing of forms transform this animation into a powerful and yet visually minimalistic animation that can perfectly fit any purpose.
Powerfully revealing logo or text from digital blocks, this type animation is reminiscent of transmitting data, digital worlds and speed. Quick and upbeat, it is a perfect choice if you don't have estate for lengthy motion graphics.
Bring clarity and light to your Videos with the Glasslath animation made of crystal-clear laths resembling glass. Fresh colors and minimalistic animation will be a true treat to watch and an invite to your viewers to expect something new and original.
You'll have your film productions identified and branded with the simple and quick 3 seconds animation. Simplicity and motion is all that is needed to capture the attention of new customers. Get it right from the start and let this animated piece inspired by an abstract cursor line work its branding magic for your company. .
For perfect results with Introbrand, the logo should be a PNG file with transparent background (no background color). Don't have a logo? You can also just enter text in our animated logo templates or head over to Canva.com and quickly create a logo.
Pick a design that best suits your brand's tone and voice. Most successful businesses (think of Apple, Google and Amazon) use neutral or white backgrounds and brief but effective animations. This works for almost any kind of business. By the way, Introbrand lets you adapt colors while most templates will automatically use the original logo colors.
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Make sure your logo has a good contrast to the backgroun. If not, go back to any graphic software and change it. After that you can adjust the background colors, slogan and music. Colors are easily altered with the main color slider and there is a great selection of free music and jingles to choose from.
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Sara Lien is the owner of Lien Public Relations. She has been a public relations professional since 2007. Lien Public Relations focuses on people and telling stories. Sara's goal is to get to the main issue of a story and raise awareness of that story.
Sara loves to tell stories. She finds people and their experiences fascinating.
Sara holds a B.S. in journalism from Stephens College and a Juris Doctorate from Concord Law School. She is a former sportswriter for Real Sports Magazine, Women's Sports Wire, and Cedar Rapids Gazette. She worked at a research firm in Marion, Iowa as a writer and editor.
After graduating from Concord Law School, Sara decided to continue her career in communication. She was the Public Relations Director at BRIO publishing in Minneapolis for almost three years. Sara has worked with CBS, CNN, Headline News, and The 700 Club, as well as Minneapolis media such as KARE 11, WCCO, Minneapolis Star Tribune, St. Paul Pioneer Press, and KMSP Fox 9.
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Tomodachi Life: The Kotaku Review
Yannick LeJacq
How do I describe Tomodachi Life? I'll start with the name. "Tomodachi" (友達) is the Japanese word for "Friend," so the title of Nintendo's new 3DS sim game translates literally to "friend life."
That's a bumbling phrase. But it helps illustrate why I've had such a hard time explaining the game's appeal to friends and colleagues, even the ones who are more seasoned gamers than myself. Imagine trying to sum up what the word "friend" in an essay. Or trying to review "life." There's no hyperbole here; Tomodachi Life is, on some basic level, a game about the lives of a group of friends.
But that's not good enough. Here are some of the ways I've tried to describe the game to real-world friends as I've played it for 20-odd hours over the past three weeks:
It's the most tedious game I've played in a long time.
This is the best game I've played this year.
No, wait. It's not really a game at all. It's a virtual ant farm you can carry around with you inside your 3DS. Only instead of ants, Tomodachi Life is filled with a bunch of quirky Twitter bots that can actually speak.
Actually, it's a parenting simulator. In the truest sense of that term.
Tomodachi Life is the RuPaul of video games.
Tomodachi Life is the Eminem of video games.
These all come from scattered gchat messages. Whenever I typed one of them to a friend, they usually responded with something like, "lol" or, "um...what?"
I know they don't make much sense on their own. But Tomodachi Life doesn't either at first. So let me try and attack each of them in turn.
Tomodachi Life has often been described as Nintendo's take on The Sims, a series that's had a seemingly inexplicable and meteoric rise to the level of a pop culture phenomenon since it first debuted 14 years ago. Its success was inexplicable because, at face value, the game sounded like it was jettisoning all the ideas and features that people love about video games. Instead of performing superhuman feats like mowing down hordes of Nazis or bouncing on top of giant magical mushrooms, The Sims let you create a number of characters who could indulge in all the boring shit you already do in real life: get a job, buy a house, pick out outfits, go on dates, get married and (eventually) have kids.
Tomodachi Life is similar to The Sims in this regard. At the outset of the game, you're assigned an island and implored to start peopling it with Miis, the quirky little humanoid avatars who have usually been consigned to the menus of Nintendo's consoles. You give your islanders everything they have: food, clothing, shelter. They all start the game housed in a single apartment complex:
Before you get to this point, you have to actually make all these Miis. There are a few options to import ones from other people's games, but relying on that too heavily would be missing out. When you build these Miis, these virtual citizens of your island, you give them names, faces, personalities, even the voices with which they can speak to one another:
Again like The Sims, this kind of gameplay might strike gamers who only love shooters or platformers as boring.
But there's one part of Tomodachi Life that seemed incredibly tedious even by those standards. Once I got settled into Yanville Island with my first batch of Miis, I started seeing a little green icon pop up on their windows from time to time. When I'd slide over to one with the console's stylus, I'd get a peek inside their window. The Mii would usually be grinning ecstatically, bouncing up and down and flapping their arms so intensely I thought they were trying to fly.
"Please play with me!" he or she would would chirp, beaming up at me expectantly. Here's an example of what would happen next, using my Mii named Chuck as a guinea pig:
This quiz that Chuck gave me is one of the most exciting games the Miis ask you to play.
That's saying something. There are a few other quizzes, which challenge me to do things like guess what an item is when the camera is zoomed in on it so closely it only shows a cluster of pixels, or determine which character is being shown on the screen based on their silhouette.
There are a handful other games that are equally bizarre for their mundane normalcy. What they all have in common is they're either maddeningly easy or annoyingly difficult in a way that's difficult to actually learn from or improve upon. One asks me to match different sets of tiles based on the images displayed on them, for instance, while another pits me against my Mii in a tabletop competition where we both pound on the table until one of us knocks over the other's action figure.
And then there's one that immediately became my favorite just because of how odd it was. I start with a single playing card, a two. My Mii has another two and a Joker card. We both hide the cards from one another, and have to pick one from the other in turn until one of us ends up with both of the twos. It usually lasts about five or ten seconds.
The first time I played cards with one of my Miis, I wondered: what the hell is this game? And why am I even playing it?
Tomodachi Life started with a short video hinting that, in time, my Miis would get start dating and get married. One day, they'd even have children. I guess that's the endgame I have yet to reach? But is this—playing the most boring game of cards imaginable—what I need to do to get there?
When I first started playing Tomodachi Life, nothing about the game made sense. I had to remind myself: Nintendo made a deliberate decision to bring this game to its American audience a full year after it launched in Japan. People in the U.S. love The Sims, and Tomodachi Life sold 1.83 million copies in its first nine months on the market in the company's home country. Was I missing something that all these other gamers could already see?
I was. Tomodachi Life is amazing. But I still haven't told you why. Doing so is hard. Let me try again.
It's a virtual ant farm filled with crazy talking Twitter bots.
Once I brought my Miis into their world, they quickly began to assume lives of their own. The window-pane format of the two screens on the 3DS exaggerates this phenomenon with a brilliant effect. The longer I played Tomodachi Life, the more I started to feel like I was an outsider, peering into some bizarre, alternate universe where everybody had giant heads and spoke in ghostly robotic warbles.
Putting all of these Miis together in the melting pot of my 3DS and seeing what happens is where Tomodachi Life's charm begins to shine. Whenever I stop in at the Yanville apartment complex, I see a number of windows lit up and marked with little orange faces or thought bubbles, showing that the Miis want to talk.
Usually, they make random and mundane comments about what's been going on in their lives:
The last Mii here is Kotaku's Editor-in-Chief Stephen Totilo, imported from his game of Tomodachi Life. Even as a Mii, he still sounds like the boss!
Other times—and this is where there the Twitter bot comparison comes in—they strike a surprisingly emotional cord. The Tuesday or E3 week, for instance, I opened up my 3DS to check in on my Miis during my late-night subway ride home from Gawker's Soho office. Along with the rest of the Kotaku team that wasn't at E3, I was pulling long hours that were exaggerated by the three-hour time difference between Los Angeles and New York.
Feeling pretty zonked, I tapped on a little speech bubble for one of my Miis that night. He looked up at me, still beaming cheerfully but with a hint of concern in my voice.
You look tired, he said. You should give yourself some time to rest.
The next morning on my subway ride back to the office, another Mii—my original Mii—had this to say:
Again like Twitter bots, these comments came at random amid a stream of other information—these about the Mii's other needs and desires. But that makes the moments when they do align perfectly with whatever I've been dealing with strike a deep emotional chord.
Earlier this week when I was once again checking in on my Miis during the subway ride home, for instance, I stopped in at one named Anya's apartment. Before I could do anything, she wiped her brow and sighed heavily, saying she was having a hard time handling the summer heat.
Me too, Anya, I thought as I felt sweat trickle down the back of my neck. Me too.
This wonderful happenstance produces some introspective, philosophical moments. The first Mii I made was one modeled after myself. I gave him my name, my birthday, my favorite color, my gigantic round hipster glasses, even my nickname "YanYan." Once I filled out Yanville island with more Miis, they all began referring to me as "YanYan's look-alike."
This was just silly at first. Pretty soon, it started to get kind of weird.
"What's it like in your world out there, YanYan's look-alike?" one Mii asked me early on in the game, turn her head slowly to lock eyes with me through the screen and grinning mysteriously.
"We're all so grateful to you, YanYan's look-alike!" another said a few days later.
They were all being polite. Deferential in a needy sort of way. They still are. But the Miis have started to make something clear to me. This is their world, not mine. I may have built it from scratch and helped them decorate it, but I am still a visitor in Yanville Island. For many of them, it's their only home.
Others have started to ponder deep existential questions about the very nature of their being:
Like many players of sim games, I've filled Yanville with an assortment of Mii-ified versions of people I know, or wish I wish I knew, in real life—friends, family members, celebrities, more ex-girlfriends than I care to admit. Anya's look-alike is a good friend from college who now lives in Queens, for instance. We've never dated, but Anya and YanYan recently got married.
Anya's look-alike knows all of this, but Anya doesn't. When she first wondered out loud if she had some counterpart in my world, my first thought wasn't that the game isn't sophisticated enough to let me explain this to her. Instead, I looked down at her innocent yet piercing gaze and caught myself thinking selfishly: I hope she doesn't find out the truth, because then she might want to leave.
It's a parenting simulator
The vast majority of my time spent playing Tomodachi Life has been dedicated to three related tasks: feeding, clothing, and housing my Miis. I'm free to dress them up, decorate their apartments, and feed them whatever I want. But they're also free to talk back to me, a right they all love to exercise.
Just take this moment when I'm feeding the Mii version of my brother Seth. He didn't exactly spit up the food I was trying to give him. But he made sure to let me know that he wasn't happy with it:
There's a deliberate slipperiness to the way one is allowed to control the Miis that makes this all work. These aren't the avatars you control in a shooter or a 3DS platformer like Super Mario 3D World. They're not puppets meant to execute your every command perfectly. So while the Miis ask for your advice or help solving problems, they only accept these directives for what they are: arbitrary suggestions. For better or worse, they're free to make their own decisions and live with the consequences of them.
This becomes especially odd and hilarious when Miis start dating. Here's a clip of my Mii Lisa asking for advice on how to proposition Chuck to become her boyfriend. After I told her what I thought, there was nothing else I could do. Literally nothing—the game switched over to a cutscene once she walked out the door to meet him at the park.
Things took a turn for the weird:
The love triangle turned out well at the end of the day, but things haven't always gone so smoothly. At one point, I stepped into Anya's apartment and saw dark clouds hovering over her head.
She'd just had a fight with her friend Harry, she told. She didn't know what to do. I recommended that she try to patch things up. But when she walked over to her apartment (Harry is a woman, more on that later) to apologize, Harry didn't accept it.
Back to square one, only the clouds over Anya's head were darker than before. She was in a terrible mood, she told me. She couldn't think about anything else.
I had no idea what to do, and this feeling of powerlessness was overwhelming. I couldn't bear to see her like this, but the game didn't offer any immediate solution. It was up to me to make things right. I ended up giving her present after present until, slowly but surely, she started to smile again.
It's in moments like these that Tomodachi Life transcends whatever trappings it has a small and silly sim game. Seth is a Mii, the same way YanYan is a Mii, Anya is a Mii, and Rick Ross is a Mii. But they're my Miis. I made them, and I can't help but feel partially responsibly for everything that happens to them.
Once I realized that, I started to appreciate the dumb mini-games in Tomodachi Life for what they are. They're not games that were put there for my enjoyment. Rather, they're the bullshit I'm supposed to put up with if I want to be a good parent.
The dynamic Tomodachi Life establishes here reminds me of one of my favorite moments in Louis C.K.'s standup, when he talks about being bored to tears playing Monopoly with his daughters:
I'm also painfully bored every time I have to be quizzed by one of my Miis one what a pixel item is. But remember how happy Chuck was every time I got an answer right?
That's the point. I'm the dad in this situation. I have to do this. Because I'm doing it for them.
Tomodachi Life pulls this off so masterfully that Nintendo's controversial decision to not let Miis get gay married even started to make sense to me. It was a reprehensibly conservative decision. But taken in the context of the game, it also mimics something that even the most supportive parents of queer children often feel: a desire not to pry too deeply into the lives of their kids—particularly the x-rated parts.
I want my Miis to be happy, in other words. And I want them to feel comfortable asking me for help when they're not. But I don't need to know everything that YanYan and Anya do with each other when they step into their new house and shut the blinds.
Tomodachi Life is the RuPaul of video games
This got me thinking. A few weeks ago, I wrote a post about an interview that RuPaul did in which he gushed about his undying love of The Matrix. I hadn't started playing Tomodachi Life at that point. When I did, the game's self-aware tone reminded me of his repeated references to taking the red pill.
So I did what any self-respecting nerd would in that situation: I visited Yanville's town center, and made a Mii of RuPaul.
Silliness aside, there's a deeper point here. Nintendo imbued Tomodachi Life with some outmoded views about gender and sexuality. But it also gave me the means to circumvent them.
Take my Mii Harry, for instance:
I listed Harry as a woman in the game. That's partly because I modeled her off my real-world friend Harry Hanson, who just happens to be an up-and-coming drag queen on the Brooklyn circuit who performs under the name Amber Alert:
Harry's married to another of my Miis named FredBob, a male character I made when I was toying with the 3DS camera to see how it would import my face into the game. They live in the suburbs now, and FredBob doesn't seem to have a problem going to bed every night with a full-bearded woman.
This is a cheap trick, for sure. But actively rebelling against the strictures set by Nintendo only adds to the fun.
Tomodachi Life is the Eminem of video games
RuPaul isn't the best musical analogy here, however. He's always been a diehard advocate for LGBT rights, so Nintendo's homophobic stance doesn't quite click. I discovered a better comparison after I made a Mii of Eminem and saw that he quickly became best friends with RuPaul.
I mean, think about it. Eminem has made a phenomenally successfully career off pushing people's buttons. For a long time, he was practically synonymous with the blistering homophobia apologist rap nerds expect, even enjoy, in the genre. But in doing so, he also managed to win the adulation of those same rap nerds while frequently cross-dressing and "rapping about homosexuals and vicodin," as someone puts it in a skit on his sophomore album The Marshall Mathers LP. Mainstream artists often have to introduce progressive ideas this way: so subtly that many fans probably won't even notice them.
The man's skill probably had something to do with his success too, I'm guessing. But hey, Nintendo didn't become the largest company in the video game industry by making subpar work either.
"It seems to me that some Nintendo games are simply dying to be queer or to subvert gender norms," my colleague Patricia Hernandez argued in a thoughtful piece on Tomodachi Life after playing it for seven hours. After sinking some more time into it, I can respond: Yes, they do. But Tomodachi Life is already pretty damn queer. It's just up to us as players to bring that out.
Thing is: we're the parents here, not the characters in the game. The annoying part of what that means is that Nintendo has asked essentially asked us to be a particular conservative, oppressive type of parents.
That's still on us, however. The uncomfortable truth here is that Nintendo's stance here mirrors the attitude that older generations have had towards gay marriage and LGBT rights. It's one that slowly eroding as younger people who don't give a shit about what their friends do in the bedroom (or bathhouse!) become increasingly politically and socially enfranchised. But that's not happening overnight.
Like younger Americans, the Miis in Tomodachi Life will move on with their lives like Harry and FredBob did. They'll figure out ways to get married to and have sex with whoever the fuck they want to. They may have to wait for me to stop peeking into their windows, but they'll have their own lives.
We're the ones that still need to grow up.
To contact the author of this post, write to yannick.lejacq@kotaku.com or find him on Twitter at @YannickLeJacq.
VileCore
For fuck's sake, now every game should get "points" taken away because there's no homosexuality in it???


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Crewe Alexandra badge - Link to home
FAQ, Help & Troubleshooting
James Jones Contract Option Triggered
Home-grown midfielder's deal extended by further 12 months
Crewe Alexandra midfielder James Jones has had the one-year option triggered on his current contract to keep him at The Alexandra Stadium until summer 2018.
The academy product's deal was due to expire this summer, but the Club had an option to extend the contract.
The 21-year-old has amassed over 100 appearances for the Club since making his debut in 2014, moving from strength to strength to cement himself in the centre of the Alex's midfield.
Also gaining international recognition with Scotland's Under 21 set-up, Jones has been in fine form this season, bagging nine goals in 44 appearances for Crewe.
Crewe have formally triggered the option with the EFL & it's now confirmed that Jonah will remain a Crewe player until at least June 2018.


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Sadly, the grove I've been frequenting doesn't look as spectacular as the one above. Instead of purple flora at great heights, this grove is populated with complicated feelings and unburied, unhurried words.
Today I googled pictures of Hygge. Never one to be on time for a trend, this Christmas I deemed our house hygge central, with candles and blankets and herbal teas and wooly socks everywhere. It could also be called The Sick House, for our home has been that, too.
For a quick few minutes, before chaos reenters, I walk through an almost clean dining and living room (it won't stay this way for long). I'm thinking about a talk I'm to give this weekend. Worrying about it, actually.
I usually look forward to these things, sharing stories about our life, our children, our work and our future. And I have a somewhat general idea on what I am to share. A loose outline. A verse here, a deep thought there. But really, it's all jumbled in fuzzy pieces. The image is not yet clear.
For nothing is impossible with God.
The verse for the year. A grand thought.
What is it about this verse that stumps me? I feel uncomfortable with it, like I don't really believe it. I've heard of it and read others testify to it, but I don't think I've seen it.
Or rather, maybe I have, but it's not been impossible enough for me. Maybe I've been ignoring it, unaccepting of it, afraid of it.
I think it's not the impossible I'm to talk about. It's Elizabeth's story.
We have no idea what God is saving us from, saving us for.
Joyful, painful ancitipation. A hopeful longing.
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Copyright © 2008-2019 Karen Huber. All rights reserved.


Pune: Four persons were killed and one seriously injured when their car rammed into a pillar on Pune-Mumbai Expressway near Lonavala this morning, police said. The car rammed into the pillar of Devale overbridge at Malvali, about 15 kms from Lonavala, on the Expressway at around 10 AM, killing four of the five car occupants on the spot, they said.
"It seems that the accident took place after the car driver lost control over the wheels and the vehicle rammed into a roadside pillar of an overbridge on the expressway," a Lonavala rural police officer said.
"The impact of the crash was so much that the entire car got mangled, killing four persons on the spot," he said. The victims were heading towards Pune, however, police are ascertaining from where they were coming, he said adding that the exact reason of the accident is being investigated.
The deceased have been identified as – Omkar Mancharkar, Rajvir Singh Thakur, Kunal Nigutkar and Ajinkya Karkhanis, all residents of Pune. The injured person, who is reported to be critical, has been rushed to a private hospital.
On July 26, five youths were killed and one was grievously injured when their car overturned on the Pune-Mumbai Expressway under Kamshet police station limit.