Color Marketing – 880666 http://880666.org/ Mon, 25 Jul 2022 10:16:20 +0000 en-US hourly 1 https://wordpress.org/?v=5.9.3 https://880666.org/wp-content/uploads/2021/06/icon-4-150x150.png Color Marketing – 880666 http://880666.org/ 32 32 Program Manager – United States of America https://880666.org/program-manager-united-states-of-america/ Mon, 25 Jul 2022 10:16:20 +0000 https://880666.org/program-manager-united-states-of-america/ overview manager, program Based in Washington, DC 10-25% international travel Work from almost anywhere Status = Eligible Reports to the Senior Program Manager who we are Population Services International (PSI) is the world’s leading nonprofit social marketing organization. We are a diverse group of over 4,500 entrepreneurial development professionals in over 35 countries, committed to […]]]>

overview

manager, program

Based in Washington, DC

10-25% international travel

Work from almost anywhere Status = Eligible

Reports to the Senior Program Manager

who we are

Population Services International (PSI) is the world’s leading nonprofit social marketing organization. We are a diverse group of over 4,500 entrepreneurial development professionals in over 35 countries, committed to making it easier for everyone to live healthier lives and plan the families they want. PSI uses its global presence and over 50 years of experience to rethink healthcare. We work to shape market systems, change policies and funding, and strengthen global capacity to better support consumer-centric healthcare.

Join us!

The Global Operations Africa Program Management Team (PMT) harnesses the power of the PSI network to establish operational and technical excellence in the marketplace and beyond to deliver positive and scaled consumer-centric primary healthcare outcomes.

PSI is seeking a Manager, Program to oversee PSI’s operational, technical and programmatic excellence goals and implementation of quality standards by providing wide-ranging operational, technical and/or project management support to a global project or portfolio of network members/country projects. May also supervise one or more staff members acting as network member/country contact point. Work with network members/country project teams, HQ technical and service departments and subcontractors to ensure program/project objectives are met to high standards of quality and timeliness and meet donor requirements. Ensuring the programmatic and financial health and technical quality of a portfolio of network members and country or global projects of high complexity. Demonstrate advanced knowledge or provide specialized subject matter support in a technical or functional area (e.g. in a healthcare area or in specific program management skills). Supports country, project or department management with donor relationships. May also contribute to broader departmental and/or organizational initiatives and working groups. Within a global project or technical team, you will also contribute to the development of technical documents and presentations for internal and external audiences.

Responsibilities****Your Contributions

-Overseeing and ensuring smooth operational and programmatic delivery and technical quality of a portfolio of global projects or network members/countries, including overseeing work plans and deliverables and managing sub-contracts in coordination with immediate team members, network members or global project team members, and global technical and service departments . 35% of the time – Financial management support for department and network member/country project teams, including preparing and tracking project, country and team budgets, project expenses and reviewing financial reports. 20% of the time – Assist or guide in new business development opportunities, including the development of strategy and technical proposals. 15% of the time – Leading recruitment, training and ongoing performance management of employees. 15% of the time – Provide specialized training or technical support in at least one technical or functional area and/or contribute to departmental/organizational initiatives and oversee related knowledge management. 15% of the time

The time percentages listed above are not exact. They are estimates and are subject to change. Also, this is not an exhaustive list of all the duties expected of a job holder, but rather a summary of the main responsibilities and requirements of the job. The incumbent may be asked to perform duties not listed above. PSI reserves the right to revise job profiles at any time due to changed areas of responsibility.

qualifications

what are we looking for

-Bachelor’s degree (or international equivalent) in a related field -Master’s degree (or international equivalent) in a related field preferred -At least 7 years of relevant experience. An equivalent combination of relevant education and experience may be substituted. -At least 1 year leadership experience preferred. – Knowledge of international development, international donor priorities and/or healthcare areas required (such as DFID, USAID, CDC, KFW, corporate and foundation donors). -Excellent written, oral and cross-cultural communication skills. Relevant language skills per country and program portfolio. – Strong, proven skills in Excel, budget management and monitoring, and strong financial acumen. -Excellent analytical/problem solving skills. – Project and people management skills. -Demonstrated ability to work in a multicultural environment. – Ability to multitask and work effectively in a fast-paced team environment. -Ability to work effectively independently and in diverse teams and contexts. – Highly organized, hardworking, reliable and a self-starter. -Ability to revise and improve processes to increase efficiency.

– French language skills required

The candidate we hire embodies the corporate values ​​of PSI:

**Measurement:** You use hard evidence to make decisions and guide your work. They set clear goal posts in advance and clearly explain if you need to move them. Pragmatism: They will endeavor to achieve the best possible result with the available resources. You will not be paralyzed by the need to make things perfect. **Honesty:**You own your mistakes and are open about your shortcomings – that’s the only way you can learn and improve. **Collaboration:** You will quickly create a mental map of who to rely on for what, your team, at headquarters and in our country offices – if you try to do everything yourself you will not succeed. **Trust:**You accept the limits of your sphere of influence and agree with colleagues when in doubt. **Commitment:** They are in it for the long haul and want to grow with the organization, just as PSI serves its customers and partners with host country governments through thick and thin.

References are required. The successful candidate must pass a background check. For domestic positions: Must be eligible to work in the United States. NB PSI will not consider work visa sponsorship for this position.

PSI has implemented a COVID-19 vaccine mandate to provide our employees with a safe employment and work environment. Candidates who are offered a position are required to provide proof of vaccinations prior to their starting date and their employment is conditional on this. Candidates who require medical or religious accommodation should inform their recruiter.

PSI is an equal opportunity employer and encourages applications from qualified individuals regardless of actual or perceived race, religion, color, gender, age, national origin, disability, sexual orientation, marital status, personal appearance, enrollment, political affiliation, marital status, or responsibilities, gender identity or expression, pregnancy, childbirth, related medical conditions or breastfeeding, genetic information, amnesty, veteran, specially disabled veteran or uniform service member status, or employment status.

ACCESSIBILITY NOTICE: If you require reasonable accommodation for any part of the employment process because of a physical or mental disability, please email: newhiresupport@psi.org or call (202)785-0072.

PI186372890

Apply here

How to apply

Apply here

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Lack of Indigenous representation on US corporate boards https://880666.org/lack-of-indigenous-representation-on-us-corporate-boards/ Sat, 23 Jul 2022 15:11:46 +0000 https://880666.org/lack-of-indigenous-representation-on-us-corporate-boards/ PHOENIX (AP) — Mary Smith had a plan: She would serve as a member of a company board of directors. She already had the resume. Smith is an attorney and was the chief executive officer of the US Indian Health Service, a $6 billion company. “I think most people aren’t going to get a call […]]]>

PHOENIX (AP) — Mary Smith had a plan: She would serve as a member of a company board of directors. She already had the resume. Smith is an attorney and was the chief executive officer of the US Indian Health Service, a $6 billion company.

“I think most people aren’t going to get a call out of the blue,” she said. “You have to put yourself out there so people know you want to be on a company board because there are recruiters who recruit for company boards. But the vast majority of board seats are still filled through networking.”

Smith’s planning was deliberate. She “very consciously treated it like a full-time job”. This included learning about corporate governance and board responsibilities, as well as developing a ‘board biography’ to highlight traits board members are looking for, such as: B. Regulatory experience. She also hired coaches to sharpen her pitch.

“I didn’t want to look back and be like, ‘Oh, I wish I had done X, Y, or Z.'”

Political cartoons

Smith has carved out a seat for himself at a table where few Indigenous people have been invited in the past.

About 4,000 companies trade on Wall Street through the New York Stock Exchange, or NASDAQ. Each of them has professional board members who are responsible for the running of the company. The number of American Indians and Alaska Natives represented on these boards is far less than one-tenth of 1%.

Smith, a citizen of the Cherokee Nation, is now a member of the Board of Directors of PTC Therapeutics Inc., a publicly traded global biopharmaceutical company focused on “the discovery, development and commercialization of clinically differentiated medicines that benefit patients living with rare diseases.”

She receives an executive fee of $30,659, according to the company’s report with the Securities and Exchange Commission. She also receives options and stock based on the company’s success, which can be worth hundreds of thousands of dollars.

Smith says there’s more to serving on a board than showing up to four meetings a year.

“It sounds like an easy gig, but no, it’s actually a lot of work,” she said. There are documents that need to be checked, a duty of care and fiduciary duty. A bad decision could lead to liability.

“So, yes, you must be very thoughtful and fulfill your fiduciary duties to the company.”

According to management consultancy Spencer Stuart and their annual report index, the average total compensation for a board seat is $312,279. This average reflects actual director compensation, including the voluntary and usually temporary pay cuts some boards took during the peak of the pandemic. More than three quarters of directors grant stock awards to directors in addition to compensation.

Serving on a corporate board is a good thing, but there are a few prominent Indigenous board members. Cherie Brandt is a board member of TD Bank in Toronto. She is both Mohawk of Mohawks of the Bay of Quinte and Ojibway of Wiikwemkoong Unceded Indian Reserve. She was appointed last August. Kathy Hannan, Ho Chunk, works at Otis Elevator and Annaly Capital Management.

A number of Aborigines also serve on regional bank boards, utility companies and throughout the energy sector.

Overall, the data shows movement related to diversity. The 2021 US Spencer Stuart Board Index shows that white directors have declined slightly in 2021, but still make up eight out of 10 board members, and six of the 10 are white males.

The index also found that directors from historically underrepresented groups accounted for 72% of all new directors at S&P 500 companies, up from 59% in 2020. The proportion of women rose to 30% of all S&P 500 directors.

“Despite a record number of new directors from historically underrepresented groups, the overall representation of some demographic groups on the boards of the S&P 500 lags behind their representation in the US population,” said Spencer Stuart. “For example, although 42% of the U.S. population identifies as African American, Hispanic, Asian, Native American/Alaska Indian, or mixed race, these groups make up only 21% of the directors of the S&P 500.”

The 6th edition of the “Missing Pieces Report: The Board Diversity Census” by accounting firm Deloitte and the Alliance for Board Diversity is a multi-year study that found that public companies are making slow progress in appointing diverse boards. The Allianz goal is for women and minorities to make up 40% of all company board seats, up from 17.5% in 2021.

And the thing is, the Alliance for Board Diversity says, based on the skills of new board members, that women and people of color are more likely than white men to have experience with “corporate sustainability and socially responsible investing, government, sales and marketing, and technology in the workplace on their boards. “

In other words, if the new framework is sustainability, specifically environmental, social, governance or ESG, then people of color who are appointed to boards are more prepared for the task at hand.

Native Americans are largely absent from corporate governance.

The numbers are startling. According to Deloitte, less than a tenth of 1% of all company board members are in the “Other” category. There are so few Indigenous people on corporate boardrooms that there isn’t even a measurement. (The Spencer Stuart Board Index simply reports less than 1% for representation of Native Americans and Alaskans.)

There are some initiatives trying to change that. The first comes from the National Association of Securities Dealers Automated Quotations, or NASDAQ, a computerized stock trading system. A Board Diversity Rule was introduced in August 2021, requiring companies to use a standard template for board representation and “have or explain why they do not have at least two different directors”.

And in California, a 2020 law requires companies headquartered in the state to have one to three board members who identify themselves as members of an “underrepresented community” that includes Asian, Black, Hispanic, Native American and Pacific Islander people as well as those who are gay, lesbian, bisexual or transgender. The law allowed the Secretary of State to fine companies that failed to comply. Then, in May 2022, a Los Angeles court overturned the law as unconstitutional; his application is suspended pending the completion of the appeals process.

But companies act anyway. Four years ago, almost a third of the boards of public companies in California were made up entirely of men. Today, it’s less than 2%, according to the most recent report from the California Partners Project. This year, two-thirds of California public companies have three or more women directors — six times as many as in 2018.

“I think it’s very important to have representation, especially from the Native American community,” said Rep. James Ramos, D-San Bernardino. Ramos is a citizen of the Serrano/Cahuilla tribe and the first California Indian to be elected to the state assembly. “It serves two distinct purposes, first, to ensure that not only are California Natives represented, but that the nation’s Natives have a voice when it comes to advancing the economy of our community, our state and our nation.”

Ramos said it was also ambitious and demonstrating chances.

“When you compile statistics and data, we hear it all the time: Latino population, right? statistics and data. African American, statistics and data. And yet we are talking about people of color and diversity and we don’t even mention Native Americans or even California Indians in general.”

There were a significant number of Native Americans who served on philanthropic bodies.

Sherry Salway Black, Oglala Lakota, has served on a number of such boards and says she has often heard the tale of only one or two Native Americans serving on boards of private foundations. So she conducted a “quick and dirty” survey and found at least 28 Aboriginal people serving in 13 private foundations and nine Aboriginal people on the boards of seven community foundations.

One area where there is much Native Board action is in community development financial institutions, which are mission-driven and focused on community building and access to capital. There are dozens of such credit institutions, and it was especially important in the agricultural sector.

Carla Fredericks, Mandan, Hidatsa and Arikara, is Chief Executive Officer of The Christensen Fund, a $300 million foundation. She said it’s important to be deliberate when appointing board members.

“It’s long overdue,” she said. “Even though we have tried to add additional board members to our board, we are certainly aware that while there is incredible leadership experience in the Indian country, not much board experience that people have. So it’s really important to build that.”

Fredericks said it can be a self-perpetuating problem when boards require prior experience but don’t explore translatable experience.

“We looked at the candidates from a broader perspective,” Fredericks said. “I also think we had a really intentional lens to recruit tribal peoples to the board.”

ICT has compiled a list of Indigenous representation on corporate boards, government-sponsored corporations, university boards and large non-profit organizations that illustrates the large talent pool that already exists. For example, when members of Congress retire or even lose an election, they are often sought after as board members. The process is not the same for tribal leaders who have run multi-million dollar corporations, especially for large tribes like the Navajo Nation or the Cherokee Nation.

Part of this equation is how boards recruit new members. The Missing Pieces report, a 2021 census compiled by the Massachusetts Institute of Technology’s Sloan School of Management, says there are immediate impacts after women and minorities are placed in key positions, such as on the nominating committee. “After two years, those boards are more likely to have a higher proportion of women or minorities.”

Mary Smith, a Cherokee citizen on the PTC Therapeutics Board of Directors, said there was a need to expand the network beyond past CEOs to include other areas of experience, such as tribal leadership.

“I would like to see more Indians on boards. And I hope that some people will start saying, ‘Yes, I could do that.’ And then try to put yourself out there to be on the radar,” she said. “People in the native community have a lot to contribute to corporate boards.”

Copyright 2022 The Associated Press. All rights reserved. This material may not be published, broadcast, transcribed or redistributed.

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Mitsubishi Chemical adds Kai’li Blue as a mid-launch mid-spin offering https://880666.org/mitsubishi-chemical-adds-kaili-blue-as-a-mid-launch-mid-spin-offering/ Thu, 21 Jul 2022 13:39:23 +0000 https://880666.org/mitsubishi-chemical-adds-kaili-blue-as-a-mid-launch-mid-spin-offering/ Just like Kai’li White, Blue uses high-tenacity MR70 carbon fiber and SLRC (Super Low Resin Content) prepreg for a strong, responsive shaft. Prepreg refers to the layers of resinous carbon fiber that are combined in the construction of a golf shaft. The MR70 carbon fiber was specifically designed and developed by MCG for high-performance aerospace […]]]>

Just like Kai’li White, Blue uses high-tenacity MR70 carbon fiber and SLRC (Super Low Resin Content) prepreg for a strong, responsive shaft. Prepreg refers to the layers of resinous carbon fiber that are combined in the construction of a golf shaft.

The MR70 carbon fiber was specifically designed and developed by MCG for high-performance aerospace applications. It is an innovative carbon fiber material that is 20% stronger and has a 10% higher modulus than traditional materials.

The SLRC prepreg contains up to 15% more carbon fiber and 13% less resin than conventional prepregs. This allows for a higher density of carbon fibers, providing up to 40 times the strength with less added weight and a cleaner feel. The SLRC fibers are also oriented at a unique 45 degree angle to provide additional tip strength and a lower torque rating.

A final element of the Kai’li shaft story is the implementation of the GEARS 3D motion capture system, which allows MCG engineers to measure both the golfer and the club simultaneously. Nodes are placed on the racquet head and shaft to measure how the shaft twists, flexes, sags, loads, etc. Validating new products and prototypes is extremely useful for the company, but it’s just as valuable when it helps designers shows where to make corrections and adjustments.

“We’ve always thoroughly tested our products with robotics and player testing,” Reed said. “As we expended more and more resources within this process, we began working with the GEARS motion capture system to analyze the shaft’s behavior in 3D motion. This enables us to validate existing structures and qualify development structures. As we continue to grow, it is important to take our testing processes and systems to the next level.”

The Kai’li Blue shafts are available in the following weights and flexes:

Kai’li Blue 50 Grams (R, S)

Kai’li Blue 60 (R, S, X, TX)

Kai’li Blue 70 (S, X, TX)

Kai’li Blue 80 (X, TX)

Kai’li will only be available at MCG authorized retailers and distributors at a suggested retail price of $300. (Click here for more information)

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Global Rubber Color Masterbatch Market 2022 Booming Strategies of Top Companies – Aron Universal Limited, Hangzhou Xiaoluan Imp & Exp Co., Ltd, PT Base Pancakarya https://880666.org/global-rubber-color-masterbatch-market-2022-booming-strategies-of-top-companies-aron-universal-limited-hangzhou-xiaoluan-imp-exp-co-ltd-pt-base-pancakarya/ Tue, 19 Jul 2022 14:50:20 +0000 https://880666.org/global-rubber-color-masterbatch-market-2022-booming-strategies-of-top-companies-aron-universal-limited-hangzhou-xiaoluan-imp-exp-co-ltd-pt-base-pancakarya/ Global Rubber Color Masterbatch Market Report published by MarketandResearch.biz offers the market size, product offerings, DROC analysis and advanced technological growth of the market development, as well as details on market segments such as geographical regions, product classification, application and end-user companies in the research analysis. Experts gather comprehensive and specific marketing information by using […]]]>

Global Rubber Color Masterbatch Market Report published by MarketandResearch.biz offers the market size, product offerings, DROC analysis and advanced technological growth of the market development, as well as details on market segments such as geographical regions, product classification, application and end-user companies in the research analysis. Experts gather comprehensive and specific marketing information by using market research processes and technologies and examining current techniques. The report provides an accurate definition of Rubber Paint Masterbatch market size and percentages with a thorough study of multiple industries.

DOWNLOAD FREE SAMPLE REPORT: https://www.marketandresearch.biz/sample-request/242152

The report highlights product types which are as follows:

  • Silicone rubber color masterbatch
  • EPDM rubber color masterbatch
  • Other

The geographical segments are determined by the manufacturing and consumption information.

The important areas protected in the file are:

  • North America (United States, Canada and Mexico)
  • Europe (Germany, France, UK, Russia, Italy and Rest of Europe)
  • Asia Pacific (China, Japan, Korea, India, Southeast Asia and Australia)
  • South America (Brazil, Argentina, Colombia and Rest of South America)
  • Middle East and Africa (Saudi Arabia, United Arab Emirates, Egypt, South Africa and Rest of Middle East and Africa)

The report highlights the product which is as follows

  • pigment
  • fiber
  • Movie
  • Other

Research includes top manufacturers including business profiles

  • Aaron Universal Limited
  • Hangzhou Xiaoluan Kobold & Exp Co.,Ltd
  • PT base pancakarya
  • Prism Color Limited
  • Chemical Technology Co.,Ltd. Shanghai Yuku
  • Thai Bamroong Chemicals Co.,Ltd.
  • Universal Masterbatch LLP (UNICOL)

ACCESS FULL REPORT: https://www.marketandresearch.biz/report/242152/global-rubber-color-masterbatch-market-2022-by-manufacturers-regions-type-and-application-forecast-to-2028

The study considers the global Rubber Color Masterbatch market fundamentals such as: B. Key Drivers, Prospects, Constraints, and Challenges. The study can help organizational players achieve efficient global and regional market growth. It summarizes the Rubber Color Masterbatch market including descriptions, segment categories, technical conditions and current market developments affecting the market players.The study also includes understanding the different perspectives of the customers requirements to meet their demand related to the Rubber Color Masterbatch market.

Regional research can be segmented into very different regions: consumption-based, progress, profits, and growth rates. Along with brief knowledge and revenue estimates, the report provides key sales data and knowledge about market vendors and traders. The study also succinctly examines end-user business sectors and their anticipated needs.

The PESTEL analysis includes the following elements:

  • economic factor– Includes countries GDP growth, per capita income, inflation rate and CAGR percentage
  • social factors– Includes male to female ratio, attitudes towards the new company, literacy rate.
  • technological factor– Latest technological factors, ad hoc strategies adopted by companies
  • legal factor– Health and Safety, Workers and Labor Law
  • environmental factor– Contribution to society, proper waste management by each company, CSR activity

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Why Tide Pods Look Like Candy https://880666.org/why-tide-pods-look-like-candy/ Sat, 16 Jul 2022 22:10:00 +0000 https://880666.org/why-tide-pods-look-like-candy/ P&G had also found that consumers were tired of lugging around bulky 7-pound Tide detergent bottles, measuring out liquid detergent and pouring it into a cup, and then cleaning up the inevitable spills. Doing laundry had become a dreaded duty. The company needed to create something different that would convince consumers to move away from […]]]>

P&G had also found that consumers were tired of lugging around bulky 7-pound Tide detergent bottles, measuring out liquid detergent and pouring it into a cup, and then cleaning up the inevitable spills. Doing laundry had become a dreaded duty.

The company needed to create something different that would convince consumers to move away from liquid laundry detergent. It set out to create a distinctive palm-sized, liquid-filled laundry detergent capsule that would grab shoppers’ attention on the shelf and make doing laundry a little more exciting.

In 2012, after eight years, P&G America finally introduced Tide Pods, a delicious blue, orange and white single pack of concentrated laundry detergent.
Tide Pods was a breakthrough success. But P&G created a product so visually appealing and compelling that it inadvertently became a public health risk.

Interruption of the laundry

Tide, which hit the U.S. market in 1946 as the first synthetic laundry detergent, has long been one of P&G’s most important brands on a list that includes Gillette, Pampers, Dawn, Bounty and other staples of American households.
Tide dominated the laundry detergent sector and was at times P&G’s largest US brand. Within the company, working on Tide was a coveted job and often a stepping stone to senior management.

Tide Pods wasn’t P&G’s first attempt at creating a laundry tablet.

In 1960, P&G launched Salvo, a compressed powder tablet. It was on the market for about five years. In 2000, P&G introduced Tide Tabs: tablets filled with washing powder. But the company pulled them from the market two years later – the powder tablets did not always dissolve completely and only worked in hot water.

“It wasn’t even close to hitting the targets,” a former P&G employee later told The Wall Street Journal.

P&G’s next attempt – the development of a liquid tablet that would eventually become Tide Pods – was an extremely difficult technical task. More than 75 employees and 450 different packaging and product sketches were involved in this. Thousands of consumers were surveyed.

The goal is to “break sleep washing” among consumers who “automatically pick up detergent,” P&G’s marketing director for North American fabric care told the New York Times. “We want to shake up this category with innovations.”
At the 2012 Academy Awards, P&G featured Tide Pods in a sparkling, vibrant commercial with the tagline “Pop In. Stand Out”. The spot encouraged customers to “stick” Tide Pods in the washing machine and watch their clothes “burst” with brightness. P&G spent $150 million on a promotional blitz to ship Tide Pods to consumers.

“Food imitation products”

Within a year, Tide Pods surpassed $500 million in sales in North America and controlled about 75% of the single-dose laundry pack market, the company said at the time. The product was so successful that other manufacturers rushed to develop similar versions.

Tide Pods has appealed to customers with its lightweight design, blue, orange, and white striped swirl, and soft, squishy feel.

Today it features a patented three-chamber design that separates detergent (the green compartment), stain remover (white) and bleach (blue). P&G didn’t say why it changed colors.

Even the packaging of Tide Pods was different.

How We Became Addicted To Misusing Q-Tips
The company developed a clear plastic container in the shape of a goldfish bowl that clearly highlighted the pods to make them stand out on the shelf. People also liked the way the Tide Pods felt in their hands, researchers found.
according to dr Frédéric Basso, a professor at the London School of Economics and Political Science who has researched this trend, the design of Tide Pods reflected a long strategy by consumer goods manufacturers to develop cleaning and personal care products that have food or beverage properties, known as “food-like Products”.

Other examples of this tactic are Bottles in the form of soft drinks and labels with colorful fruits.

By designing products that make connections to food, games, or other positive experiences, customers are less likely to automatically associate those items with uncomfortable or boring work, Basso said.

“Tide pods obviously remind people of food, particularly food that was made to appeal to children,” said John Allen, an anthropologist at Indiana University and author of “The Omnivorous Mind: Our Evolving Relationship with Food,” in an E -Mail. It’s “bite-sized, processed, colorful, with a non-threatening texture, something of a cross between a candy and a chicken nugget.”

Unwanted Consequences

But the appearance of Tide Pods posed an unforeseen threat.

Young children and elderly people with dementia started putting them in their mouths. Within two months of Tide Pods launching, nearly 250 cases of young children eating packets of detergent were reported to poison control centers across the United States.
P&G quickly responded to safety concerns by making Tide Pods packaging more difficult to open with a double-lock closure on the lid. A year later, the packaging was changed to orange from the original clear plastic resembling candy shells. Since then, P&G has made a number of other changes that have made tide pod packaging more child resistant and improved warnings.
P&G said accidents among young children are primarily due to improper storage and access to laundry packages, not the color of the pods. The company pointed to a 2017 study that found color did not play a critical role in accidental contact with laundry pods.

The company is conducting an ongoing tide pod safety campaign to educate consumers on the proper use and storage of the product, a P&G spokesman said. It includes advertising and content partnerships with online channels for parents.

Yet, in 2013 and 2014, detergent capsules from Tide and other companies were involved in two deaths and two dozen life-threatening poisonings. According to one study, more than 37,000 calls to US poison control centers involving children under the age of six were received during those years.
P&G has developed numerous safety innovations for tide pods since 2012.
Eight deaths were reported to the Consumer Product Safety Commission between 2012 and 2017. Two of the cases were infants and six were adults with dementia.
In 2015, Consumer Reports said that detergent capsules were too risky to recommend because of their safety issues.
This year, P&G and other manufacturers passed voluntary laundry package standards to reduce accidents involving young children. Under P&G’s leadership, manufacturers agreed to keep the capsules in opaque containers, coat them with a bitter or foul-tasting substance, and reinforce them to reduce the risk of bursting when squeezed.

A P&G spokesman said the standard has led to a sharp drop in accident rates in recent years, even as more people use laundry packages.

Despite P&G’s efforts to make Tide Pods packaging and design safer and to warn consumers of risks, in early 2018 a Tide Pods “challenge” meme quickly spread on social media among teens challenging others to to swallow the capsules. Tide partnered with then-New England Patriots tight end Rob Gronkowski to issue a PSA and launched a safety campaign on social media.
At the time, New York lawmakers asked P&G to change the design of the Tide Pods to make them look less edible. The state legislature introduced a bill that would require all laundry detergent packaging sold in New York to be a uniform color that is “unattractive to children”.

However, P&G said accidents happen whether the product has no color, one color or multiple colors, and there is insufficient evidence that each color is associated with safety improvements.

Keeping Tide Pods out of the reach of children, the company says, is the number one safety preventive measure.

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Mexico discusses changes to tobacco marketing regulation https://880666.org/mexico-discusses-changes-to-tobacco-marketing-regulation/ Fri, 15 Jul 2022 22:41:19 +0000 https://880666.org/mexico-discusses-changes-to-tobacco-marketing-regulation/ On May 26ththIn 2022, the National Commission for the Improvement of Regulation (CONAMER) published the preliminary draft of the “Decree amending, adding and repealing various provisions of the Regulations of the General Law on Tobacco Control”. The reform project bans all forms of advertising, promotion and sponsorship of products made with tobacco, directly or indirectly, […]]]>

On May 26ththIn 2022, the National Commission for the Improvement of Regulation (CONAMER) published the preliminary draft of the “Decree amending, adding and repealing various provisions of the Regulations of the General Law on Tobacco Control”.

The reform project bans all forms of advertising, promotion and sponsorship of products made with tobacco, directly or indirectly, through any means of communication and broadcasting, including print and sound media.

The proposal also prohibits the sale of tobacco-containing products via platforms, digital applications or streaming services where electronic marketing or electronic intermediation is permitted. In addition, it prohibits direct or indirect presentations of the product that allow the consumer to observe or physically take it.

In addition, the reform project prohibits the use of logos, trademarks, or “branding elements” on tobacco products, as well as non-tobacco products, that contain distinctive graphics, design aspects, slogans, sales messages, colors, or color combinations related to tobacco products.

The above measures implemented in the regulation of the law restrict the freedom of trade for various activities as they create unnecessary barriers to free trade. They are also incompatible with international treaties, as they lack regulatory coherence with some laws, including the Federal Industrial Property Law, which prohibits the use of trademarks and slogans. In addition, the proposed measures interfere with the powers of other authorities and disregard the hierarchy of laws.

While this proposal addresses a legitimate public health concern, our legal framework and international obligations must be taken into account in order to maintain healthy economic competition and a fair and free market that respects the rights of the bound subjects, including the right to free development as a personality and self-determination of the individual.

© 2005-2022 OLIVARES Y COMPAÑIA SCNational Law Review, Volume XII, Number 196

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CORE welcomes new members to its Board of Directors https://880666.org/core-welcomes-new-members-to-its-board-of-directors/ Thu, 14 Jul 2022 17:51:36 +0000 https://880666.org/core-welcomes-new-members-to-its-board-of-directors/ Children of Restaurant Workers (CORE)©, the national nonprofit that supports hospitality workers with children, today announced the appointment of four new members to its Board of Directors. The new board members include Frank Sickelsmith, vice president international for Inspire Brands, Desiree Springer, vice president national accounts on premise at Titos Handmade Vodka, Rachael Kelly, chief […]]]>

Children of Restaurant Workers (CORE)©, the national nonprofit that supports hospitality workers with children, today announced the appointment of four new members to its Board of Directors. The new board members include Frank Sickelsmith, vice president international for Inspire Brands, Desiree Springer, vice president national accounts on premise at Titos Handmade Vodka, Rachael Kelly, chief people officer at Smokey Bones, and Stacey Kane, president of BroadTalk Marketing, an independent director of marketing at has been a CORE consultant for two years.

VEIN will benefit from the wealth of knowledge and industry experience of the new members,” said Colleen Brennan, Vice President, National Accounts Rodney Strong Wines and CEO of VEIN. “You come to CORE at an exciting time as we continue to raise awareness and funding for food and beverage service workers who have legally dependent children and are in a qualifying situation. The addition of these directors complements the skills and experience of our board, and we are confident they will provide valuable prospects as we continue to execute our strategy, drive development and meet the needs of some of the industry’s 15 million employees.”

Frank, Lisa, Rachael and Stacey will work with the other 11 board members and CORE’s Executive Director, Sheila Bennett, to support the entire hospitality and beverage industry VEIN and increase visibility for families affected by a health crisis, injury, death or natural disaster.

For the past five years, CORE has served families of restaurant workers in all 50 states, DC and Puerto Rico. They have helped families affected by tornadoes in Nashville, Mayfield, KY, wildfires, hurricanes and families facing a health crisis. CORE helps cover living expenses, medical needs, expenses, child care, therapies and more while navigating a qualifying circumstance. CORE provided financial assistance to families who lost everything when their home caught fire or allowed a single mother to be with her child during major surgery, treatment and recovery.

“During my tenure in the food and beverage industry, I have met many employees and families with heartbreaking stories of how they have faced adversity,” said Sheila Bennett, Executive Director of CORE. “You inspire our team to work even harder and I hope so now VEIN to be the first point of contact that comes to mind when employees with children are affected by a health crisis or natural disaster and need support and financial relief.”

About Frank Sickelsmith

Frank Sickelsmith is International’s Chief Development Officer for Inspire Brands. Inspire Brands is a multi-brand restaurant company with a current portfolio of 32,000 Arby’s, Baskin-Robbins, Buffalo Wild Wings, Dunkin’, Jimmy John’s, Rusty Taco and SONIC Drive-In worldwide. Prior to his current role, Frank worked at Autogrill Group as Global Vice President and Group Director of Brand Development and Strategic Partnerships and previously held senior positions at HMS Host and Brinker International

About Desiree Springer

Desiree has over 20 years of experience in the wine and spirits industry. She is currently Vice President of National Accounts On Premise for Tito’ Handmade Vodka. Her diverse background in the industry allows her to look at on-site business from a holistic perspective. With her experience as an operator, distributor and supplier, her passion, drive and commitment to excellence has driven her to deliver excellence at every turn. Her creative approach to driving revenue growth, designing innovative programs, and inspiring her team to dream in color to achieve their goals sets her apart. She has led her team in winning multiple VIBE awards for excellence in on-premises accounts.

About Rachel Kelly

Rachael Kelly has over 20 years of human resources experience helping restaurant businesses build engaging and productive cultures. Most recently, Rachael served as the chief people and culture officer for Smokey Bones, owed to Sun Capital. Kelly was recently named woman of the year by the National Diversity Council, along with other awards including being named Most Influential Restaurant Industry Executive by Nation’s Restaurant News and Top 50 Human Resources Professional by Oncon Icon Awards.

About Stacey Kane

Stacey Kane has over 25 years of experience working with multi-unit restaurant chains as a Marketing Manager and Marketing Consultant. She has worked with brands such as California Tortilla, ThinkFoodGroup, Subway, and East Coast Wings + Grill. Known for her incredible creativity and obsession with dates, she has been named four times in Fast Casual Magazine’s Top 25 Movers and Shakers List and twice in the Nation’s Restaurant News Power List – Readers Pick. Currently, Kane is a fractional chief marketing officer for several fast-casual brands, including cult favorites Mamoun’s Falafel and Garden Catering. She stepped in as a consultant to lead CORE’s April 2020 marketing efforts.

About Sheila Bennett

Sheila Bennett, a Nashville, TN native, is Executive Director of CORE: Children of Restaurant Employees as Executive Director, serving families of restaurant workers in all 50 states, DC and Puerto Rico. With over 30 years of restaurant industry experience, Bennett has worked for the National Restaurant Association Education Foundation, Share Our Strength – No Kid Hungry and created the Dine Out for No Kid Hungry, has worked in all aspects of the restaurant industry and has worked for Loyalty E- marketing company. In 2021, she was named to the Nation’s Restaurant News POWER LIST – Reader’s Choice Award and received the Phila Award, Category: Patti Myint Award presented by the Nashville Scene in partnership with the Nashville Farmers’ Market and the Metro Human Relations Commission .

About children of restaurant workers (CORE)

CORE: Children of Restaurant Workers, a national 501(c)3 is dedicated to serving food and beverage service workers with children when either the working parent or the child is disabled by a medical diagnosis, illness, injury, death, or disability a natural disaster. Founded by food and beverage industry veterans to help hospitality workers with children bridge the financial gap when either the parent or child is dealing with a health crisis or natural disaster. Since 2013, the organization has grown into a nationally recognized nonprofit that has served more than 1,600 families in all 50 states, DC and Puerto Rico. To qualify for a scholarship, to apply, or to recommend a family for a scholarship, please visit CREgives.org. To learn more about CORE and how you can help food and beverage service workers with children by making a donation, please visit COREgives.org.

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Pilot program to introduce a small business help desk in King County https://880666.org/pilot-program-to-introduce-a-small-business-help-desk-in-king-county/ Tue, 12 Jul 2022 23:01:18 +0000 https://880666.org/pilot-program-to-introduce-a-small-business-help-desk-in-king-county/ Community Business Connectors pilot program aimed at equitable recovery as businesses report worsening climate The Port of Seattle Commission today approved $650,000 in funding to launch Community Business Connectors, an innovative two-year pilot program with the Seattle Metropolitan Chamber of Commerce aimed at providing direct service to underserved small businesses in King County . The […]]]>

Community Business Connectors pilot program aimed at equitable recovery as businesses report worsening climate

The Port of Seattle Commission today approved $650,000 in funding to launch Community Business Connectors, an innovative two-year pilot program with the Seattle Metropolitan Chamber of Commerce aimed at providing direct service to underserved small businesses in King County .

The Community Business Connectors program will act like a helpdesk for small businesses, assisting them with referrals to a range of resources. Small businesses, community-based organizations, or anyone in the hub can submit a help ticket. Once a ticket is submitted through the online admission form, the Seattle Metro Chamber assigns the ticket to a “connector” – a designated organization or individual who is aware of available small business resources. This connector contacts the company directly and provides referral options for business professionals such as advisors, lenders, and attorneys.

“Businesses that have survived COVID have shown resilience, but after several listening sessions with the community, it is clear that business owners are now faced with ongoing pandemic issues and a whole new set of challenges related to affordable leases, staff shortages, inflation and rising interest rates , and more,” said Sam Cho, commissioner of the Port of Seattle. “Coming out now, while federal aid is pouring into the states and localities, gives us the best opportunity to save jobs and build stability in traditionally underserved communities and businesses.”

“Small businesses have been hit hard by the pandemic, and this is especially true for small businesses owned by people of color, who have faced higher barriers to accessing capital, receiving state and local aid, and transitioning to online sales,” he said Rachel Smith, President and CEO of the Seattle Metro Chamber. “For a just, inclusive recovery, we must ensure small businesses are given the direct support and resources they need not only to not fall behind, but to thrive.” We’re proud of this public-private partnership with the Port of Seattle—an economic development engine and Chamber member—to launch this pilot program to make it easier for small businesses across King County to connect with trusted advisors .”

Small businesses report deteriorating prospects

To better understand what small business owners need to survive the current business climate, the port has contracted with 10 community-based organizations to survey BIPOC companies how they are doing after two years of the pandemic. A total of 318 surveys in nine languages ​​were returned at the port. The majority of the surveys came from companies representing South and East King County.

The survey results show that BIPOC-owned small businesses are facing challenges and need support:

  • Only 18 percent of companies are doing better than a year ago
  • Forty-seven percent of companies are worse off than they were a year ago
  • Business losses, not enough customers and reduced income or unemployment are among their biggest challenges
  • Businesses need help applying for financial assistance, marketing and advertising, and increasing sales.
  • Fifty-four respondents indicated that they needed help pursuing government procurement opportunities.

How is your business now compared to a year ago?

Watch a video to hear directly from community-based advocate Lori Wada of the Korean American Resource Center about the challenges small business owners face, or from business owners Samuel Rodriguez and Byung Kwan Chae about their experiences over the past two years .

Why Community Business Connectors

The Community Business Connector initiative will fund and support seven to ten King County “connector” organizations to help impacted small businesses receive the critical help and resources they need to survive. The connectors provide significant reach and a link to technical support at a time when federal resources are flowing to states and local communities for recovery. The initiative supports up-to-date community-based outreach and uses resources to connect small businesses with consultants, both non-profit and for-profit local organizations.

The initiative to hire Community Connectors grew out of regional conversations surrounding the Small Business Administration‘s (SBA) Community Navigator pilot program. Economic development workers from local cities, community groups and small business consultants helped with overall program development and supported additional community engagement. Recruiting culturally and linguistically knowledgeable counselors can help bridge the gap to achieve economic justice in underserved communities.

program funding

While there are many partners in King County that offer small business services, there is no organization that can comprehensively provide the breadth of small business resources contemplated by the new Community Business Connector initiative.

The CBC program is jointly funded by the Port of Seattle, King County, the Seattle Metropolitan Chamber of Commerce, city partners and several partners to be determined. In the first year, the Port of Seattle plans to fund $300,000 to get the new program off the ground. The Seattle Chamber will allocate $380,000 from its King County COVID-19 Local Recovery Funds to this initiative. The port will work with the Seattle Metro Chamber to implement this new small business initiative. In addition, interested city partners are providing an estimated US$ 30,000.

In year two, the port plans to support $350,000 to maintain and expand capacity by hiring three additional Business Connectors. The Seattle Chamber is providing an additional $90,000.

Contact

Peter McGraw | Port of Seattle media officer
(206) 787-3446 | mcgraw.p@portseattle.org

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Business News | Stock market and stock market news | financial news https://880666.org/business-news-stock-market-and-stock-market-news-financial-news/ Mon, 11 Jul 2022 01:52:19 +0000 https://880666.org/business-news-stock-market-and-stock-market-news-financial-news/ Find prices, news, mutual fund NAVs TKS INE467B01029, TCS, 532540 Tata Steel INE081A01012, TATASTEEL, 500470 trust INE002A01018, RELIABILITY, 500325 ICICI bank INE090A01021, ICICIBANK, 532174 Tata Motors INE155A01022, TATA MOTORS, 500570 […]]]>













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