FBI Charlotte(NEW YORK) — A North Carolina community is rallying in support of the family of 13-year-old Hania Aguilar, whose body was found more than three weeks after she was kidnapped in front of her home.An online petition to the Guatemalan Embassy requesting that Hania’s father be allowed to enter the U.S. to attend her funeral had garnered more than 9,200 signatures as of Sunday afternoon.Hania’s father “needs permission” to enter the U.S. “in order to see his daughter one last time,” the petition, posted to Change.org, stated. The petition also asks that the appropriate agencies “come together diligently to facilitate the process so this father can come to his daughter’s Funeral.”“No parent should be denied the right to attend their child’s funeral,” the petition stated, adding that Hania was a U.S. citizen born in Tennessee. North Carolina-based immigration attorney Stacy Maynor told ABC Charlotte affiliate WSOC that Hania’s father would have to prove that he did not intend to remain in the U.S. and that the federal government will take information like income and family history into account to determine the likelihood he will return to Guatemala.Hania’s father likely would not be able to make the funeral, Maynor told WSOC, because the process to obtain a special visa or green card could take weeks. The funeral is scheduled to take place on Saturday, the station reported. A spokesperson for the Department of Homeland Security did not immediately respond to ABC News’ request for comment. A man wearing a yellow bandanna and dressed in all black snatched Hania from outside her home at the Rosewood Mobile Park in Lumberton, North Carolina, on Nov. 5.That morning, Hania had taken the keys to start her aunt’s SUV when the man forced her into the car and drove away. Investigators found the stolen SUV three days later in Lumberton. Hania’s remains were found in a body of water in Robeson County on Nov. 27, authorities said.Authorities are combing through surveillance video from nearby homes and businesses and are trying to locate a man seen walking near Hania’s neighborhood the morning she was abducted.Copyright © 2018, ABC Radio. All rights reserved.
[email protected] declared a state of emergency for @midlandcountymi after the Edenville & Sanford Dams breached. “If you have not evacuated the area, do so now and get somewhere safe,” said Gov. Whitmer. “This is unlike anything we’ve seen in Midland County.” https://t.co/hMmN5QBdlQ https://t.co/oC3YzKv8Ls— Michigan.gov (@migov) May 20, 2020Evacuations started overnight. Midland County has over 83,000 residents, according to the U.S. Census.Shelter locations are in Colman High School, Bullet Creek, Midland High School, North Midland Family Center and West Midland Family Center, said Midland County Board Chair Mark Bone. djperry/iStockBy CHRISTINA CARREGA, ABC News(MIDLAND, Mich.) — The governor of Michigan declared a state of emergency Tuesday night after rapidly rising waters crashed through two dams and forced thousands to evacuate.Officials with the city of Midland warned residents that the Edenville Dam, along the Tittabawassee River, failed around 5:45 p.m., and that the Sandord Dam broke around 6:50 p.m.Since Monday, storms have produced more than 8 inches of rain that overflowed the dams and caused downstream flooding in Midland County. Sea Cord and Smallwood dams were experiencing high water flow on Wednesday and being closely monitored.Midland City Manager Brad Kaye said flood heights are expected to be up to 5 feet higher than the last highest flood in 1986.“In the 1986 flood, it was considered a 100-year flood,” said Kaye. “Current flood is predicted to be the equivalent of a 500-year flood.”A “500-year flood” means there’s a 0.002% chance — 1 in 500 — of it occurring in a given year, according to the United States Geological Survey.“In the next 12 to 15 hours, downtown Midland could be under approximately 9 feet of water,” Gov. Gretchen Whitmer said at a press conference Tuesday night. “We are anticipating an historic high water level.” EVACUATION UPDATE: If you have concerns about whether you should evacuate, please review the map below & read this post : https://t.co/DrfhAPUKr9Facebook not required to view. pic.twitter.com/sVBZMPSn00— City of Midland, MI (@CityofMidlandMI) May 20, 2020Kaye said the water systems are potentially at risk, and hospitals are major concern.However, MidMichigan Medical Center-Midland said the facility isn’t planning to evacuate just yet.“We have been working alongside local agencies, watching closely the rapid changes that have been occurring due to the flooding,” the hospital said in a statement. “We have transferred a few patients that were identified by their physician. … We continue to monitor the situation as it evolves.”Copyright © 2020, ABC Audio. All rights reserved.
Andre’ Hill/FacebookBy MEREDITH DELISO, ABC News(COLUMBUS, Ohio) — Officials in Columbus, Ohio, plan to invest nearly $5 million in new body-worn cameras and introduce new legislation targeting police response following the death of Andre Hill, a Black man who was shot and killed by a police officer last month.The city has set aside $4.5 million to fund the “next generation of body-worn cameras to ensure cameras are recording and audio is captured when we need it most,” Columbus Mayor Andrew Ginther said during a press briefing Thursday.The announcement comes nearly a month to the day after Hill was fatally shot by an officer dispatched to a “non-emergency” disturbance call.Adam Coy, the officer who shot Hill, was fired by the city earlier this month after an investigation determined that his use of deadly force was not reasonable.Coy did not turn on his body camera until after shooting Hill on Dec. 22, authorities said. Body-camera footage released earlier this month also appeared to show responding officers handcuffed Hill before rendering any first aid.The city invested millions to first outfit the Columbus Division of Police officers with body-worn cameras in 2016. The upgraded body-worn cameras will provide “common-sense changes that will protect our officers and the public,” Mayor Ginther said Thursday.The new cameras, which the city will begin installing this year, will automatically activate when an officer exits a cruiser on a priority call, sync with new dashboard cameras that are currently being installed and have improved resolution and video clarity, the mayor said.The city is also working to enhance the “look-back” feature to ensure the cameras are recording both video and audio. The look-back function on Coy’s camera recorded 60 seconds of the incident without sound.“Bottom line, if this technology were in place in December, we would have higher-resolution video and audio evidence leading up to and including the shooting death of Andre Hill. Period,” Ginther said.The city is working with the Columbus police union to ensure the look-back setting is aligned with the contract, the mayor said.The Columbus City Council also plans to introduce new legislation in the wake of Hill’s fatal shooting to “make sure this doesn’t happen again,” Council President Shannon Hardin said during the briefing.“Andre’s Law aims to ensure that safety officers use their body-worn cameras properly and call for medical aid or deliver medical aid themselves,” Hardin said.The proposed legislation, which Hardin aims to pass “in short order” after its introduction on Monday, would require that body-worn cameras be activated during any enforcement action and require police to request or render aid under certain circumstances.Those who violate the law could be subject to discipline, or even criminal charges, Hardin said.“Andre’s Law will not solve all police violence. But it’s one more step in the right direction — to ensure we know what is happening on the scene based on body-cam footage, and ensure that if residents are hurt, peace officers are there to render aid,” Hardin said. “And if officers don’t comply, that there can be greater accountability.”Columbus to invest nearly $5M in police bodycams after Andre Hill shooting.Copyright © 2021, ABC Audio. All rights reserved.
Previous Article Next Article Comments are closed. Innovative recruitment works for VirginOn 16 Jul 2002 in Personnel Today Related posts:No related photos. Family-friendlyrecruitment policies have helped Virgin Mobile to expand into one of the majorplayers on the UK scene, with innovative recruitment and retention policiesdriving the brand. By Liz HallLess than three years after its launch, Virgin Mobile is bucking the trendelsewhere in the telecoms industry, operating in profit ahead of plan, boastinga 1.6 million customer base and taking on around 30 new staff each month. Launched in November 1999 as a 50:50 joint venture between Sir RichardBranson’s Virgin and Deutsche Telekom’s T-Mobile, the UK’s first and theworld’s largest virtual network operator is the UK’s fifth-largest operator andits fastest-growing mobile phone business. Virgin Mobile has subsidiaries in Australia, Northern Ireland and Singaporeand has development plans in the US, Hong Kong, South Korea and continentalEurope. With Sir Richard at the helm, it comes as no surprise that the company’sbrand values include innovation, challenge and fun, which have been reflectedin recent recruitment campaigns. Other company values are quality, value andhonesty. The company has two UK offices, the HQ in Trowbridge and a satellite officein London’s Leicester Square. Customer centre staff work in Trowbridgealongside HR, payments and finance. Marketing, PR and financial analysts areused in London. RecruitmentVirgin Mobile employs 1,450 staff and has its sights set on furtherexpansion. This year, it plans to recruit some 300-350 staff, having taken on114 corporate division staff and 266 customer centre staff last year. When asked what she is most proud of in terms of personnel activities,director of HR Lily Lu has no doubt: recruitment. “I am utterly proud ofour recruitment, of how unusual, innovative, eye-catching and fun our campaignsare,” she says. “They reflect our values of fun, openness andinnovation.” (See ‘Key HR initiatives above.) This openness is carried through beyond advertising. Customer serviceadviser (CSA) recruitment takes place at an assessment centre and assessors deliberatelyleave the room so that candidates have carte blanche to ask an existing CSAwhatever they wish. The company does not run a conventional management trainee scheme and relieson word-of-mouth and work experience people for its intake – last year it tookon four graduates and it plans to take on another four this year. “We avoid the run-of-the-mill ‘milk round’, with express training, atthe end of which people may not be interested,” explains Lu. In the firstyear, graduate recruits do three or four months in different business areas,making a final choice at the end of the year. “This works well and gives individuals a say on how their career pathdevelops,” she says. And the company is always on the lookout for new talentand is not averse to creating a job to fit a particular person and the companyuses local recruitment agencies, holding regular meetings to ensure aconsistent corporate branding. RetentionWhile Virgin Mobile refuses to disclose staff turnover rate, Lu claims it islow – although higher than she’d like in the customer centres. “But it iscoming down thanks to our culture and the flexibility in working style,”she says. Employee communications is an integral part of Virgin Mobile’s operations.At least twice a year, all staff gather at Trowbridge’s arts theatre for abusiness update. Again, innovation and fun are prominent, with the lastgathering themed on Graham Norton’s irreverent Channel 4 TV show. Lu is workingon a cafeteria menu-style benefits scheme, which should be in place in about 18months and may include on-site massage. At present, benefits include four times base salary on death in service,private medical cover, pensions, 25 days holiday, enhanced maternity benefits,five days paid paternity leave, and paid sick leave up to a maximum of 12 weeksfull pay. The company also offers a bonus scheme, subsidised staff restaurantand the popular Virgin ‘tribe’ discount scheme. The maternity package consists of the first six weeks of leave at full basicpay, regardless of length of service. For staff who have been with the companyfor at least two years, maternity pay is enhanced in 20 per cent steps to amaximum of 100 per cent base pay for the full 18 weeks. The company is alsoinvestigating non-creche child-friendly work options. Flexible working is offered informally to non-customer service staff and thecompany tries to be as accommodating as possible with shift patterns. Training and development One of Virgin Mobile’s most innovative initiatives in the training arena isits Trowbridge-based ‘learning zone’ for which it sets aside £10,000 a year. The learning zone is rather like a library, with a quiet reading area, fishtank and a variety of training and development resources, including an on-sitemanager. The company has more than 20 trainers dedicated to its CSAs’ requirements.It has a separate team of 10 for its non-Virgin store staff. Training deliveryis a mixture of classroom, on-the-job, online and in the learning zone. New recruitsreceive an average 23 days training. Last year, staff completed about threedays training each on average, aside from that for new recruits. Performance managementVirgin Mobile’s appraisal and development system, the Employee DevelopmentProgramme (EDP), is Lily Lu’s brainchild. Originally a platform for assessing the staff bonus scheme, the EDP links HRstrategy to the bottom line and takes into account skills and personalqualities. In the melting pot are customer base, customer satisfaction, personalperformance and company financial performance. Each individual has a formalannual assessment with line managers. “We’re a young company moving at a tremendous rate. Everyone is runningabout trying to meet objectives so we need to make time to sit down withemployees,” says Lu. At the beginning of the year, the HR team began to tackle one of its keyobjectives for the year – succession planning. Although Virgin Mobile is not ahighly structured company, its management team are placed in broad employeebands to better identify gaps. Where gaps emerge, for example in IT, it ismaking sure training is in place to prepare existing staff to progressinternally. HR factfileLily LuDirector of HRLu has legal qualifications and has been with Virgin Group for20 years. She started at head office as an HR manager with free rein to set upall things HR from scratch, looking after about 200 staff. She recalls whenVirgin Atlantic did not even have a personnel department and she workedoff-site. “I have offered consultancy-based HR to the smallercompanies and guided others until they were toddlers, letting go so they canset up on their own with me just in the background owning the guidelines,”she explains. Over the years, her job has changed from being very muchhands-on in a small department, using PAs and secretaries as personnelassistants to a more strategic role. Her move three years ago to Virgin Mobileoffered excitement and new challenges. The last company she set up was VirginDirect at a distance. Now she is back in the driving seat again. “It istouch and go and I like that.” The sector itself represents a challenge to Lu: “Thissector is new to me. I knew not one iota about telecoms. But it is exciting,fast-moving and I have absorbed like a sponge.” Lu does not sit on theboard and describes her salary as ‘competitive’.Size of HR teamLu has an HR team of 16HR department structureHR is structured with two levels: one team dedicated to thecustomer centre, including recruitment and training, and another for corporatestaff. There is only one payroll and there is a crossover in terms of dailytasks. Lu is responsible for the strategic side of the HR function.Ratio of HR to employeesAbout 1:91. Key HR initiativesRecruitment campaign in and around Trowbridge starring threeSmart Cars painted in Virgin Mobile colours and logo. Building up thelibrary-style training area, the Learning Zone Setting succession planning inmotion.HR priorities for the yearSuccession planning, recruitment, training and development.How she spends her time– operations– change management: – strategic planning
Knight Frank is one of the most corporate of all the big estate agency chains, employing a small army of public relations people to keep its august reputation polished, and often leaning heavily on its venerable history.Or at least it did until now. One of the company’s several global CEOs Piers Brunner has embraced its stated corporate aim to “make work fun”, perhaps too enthusiastically.The 50-something has fronted a hilarious internal video promoting the company’s Wellness Week, featuring his attempts at a high-five with a tubby but woolly bear mascot.“Being the CEO of a global property consultancy firm has a very important role,” Brunner says with a half-concealed grin at the start of the video.“Not only are there the strategies that you’re putting in place within the business, the culture, the spirit that you’re building, but the health of the employees also rests on your shoulders.”Based in Hong Kong, Brunner has been CEO at its regional office for three years having spent 12 years prior to that at Colliers International.Healthier diet“Get ready for exercise, less stress and a healthier diet,” he urges Knight Frank employees during the video promoting the company’s Wellness Week.The baseball-capped branded mascot then does a set of exercises within the company’s boardroom including arm stretches, floor press-ups, squats, star jumps and even jogging. All set to some cheesy merry-go-round music.Brennan is helping make a difference to Knight Frank, though. Overall across the company’s 44 offices some two thirds of the estate agent’s workforce believe that they have got their work-life balance right.Watch the video: Hong Kong knight frank Piers Brunner September 3, 2018Nigel LewisWhat’s your opinion? Cancel replyYou must be logged in to post a comment.Please note: This is a site for professional discussion. Comments will carry your full name and company.This site uses Akismet to reduce spam. Learn how your comment data is processed.Related articles Letting agent fined £11,500 over unlicenced rent-to-rent HMO3rd May 2021 BREAKING: Evictions paperwork must now include ‘breathing space’ scheme details30th April 2021 City dwellers most satisfied with where they live30th April 2021 Home » News » Agencies & People » Knight Frank CEO’s unintended comedy success previous nextAgencies & PeopleKnight Frank CEO’s unintended comedy successPiers Brunner fronts internal internal video to urge fellow estate agents to reduce stress at work.Nigel Lewis3rd September 201802,699 Views
Principal Duties: Position Summary: The Staff Psychiatrist is a member of a dynamic team ofpsychiatrists, advance-practice nurse practitioners, and nurses whoserve university students in an outpatient psychiatric practicewithin University Health Services. A staff psychiatrist worksclosely with medical staff and therapists in a multi-disciplinarymodel to provide urgent and routine care to address students?mental health needs. There are no call responsibilities. Work Type: Please make sure your cover letter references your licensingstatus.Click the Apply Online link above or below to apply. You will berequired to create an account or login to an existing account.Please upload a cover letter and resume or CV to apply. You will berequired to provide three references, additional references may berequested later.The deadline for assuring full consideration is October 31, 2020,however, positions will remain open and applications may beconsidered until the position is filled. 227800-AS MD or DO in Psychiatry Department(s): Minimum Years and Type of Relevant Work Experience: Diversity is a source of strength, creativity, and innovation forUW-Madison. We value the contributions of each person and respectthe profound ways their identity, culture, background, experience,status, abilities, and opinion enrich the university community. Wecommit ourselves to the pursuit of excellence in teaching,research, outreach, and diversity as inextricably linkedgoals.The University of Wisconsin-Madison fulfills its public mission bycreating a welcoming and inclusive community for people from everybackground – people who as students, faculty, and staff serveWisconsin and the world.For more information on diversity and inclusion on campus, pleasevisit: Diversity andInclusion Instructions to Applicants: Appointment Type, Duration: CLINICAL ASST PROF(D53NN) Salary: Salary posted is the minimum. Experience will be considered.Successful applicants are responsible for ensuring theireligibility to work in the United States (i.e. a citizen ornational of the United States, a lawful permanent resident, aforeign national authorized to work in the United States withoutneed of employer sponsorship) on or before the effective date ofappointment.A period of evaluation will be required.A criminal background check will be conducted prior tohiring. Licensure or eligibility to become licensed as a physician in thestate of Wisconsin. Board certification in psychiatry.Board Eligible candidates will be considered only in theirimmediate post-graduate year. Board eligible candidates must becomeboard certified within 12-months of hire. Degree and Area of Specialization: Contact: A572580-UNIV HEALTH SERVICES/CCS/PSYCHIATRY Lili [email protected] Access (WTRS): 7-1-1 (out-of-state: TTY: 800.947.3529, STS:800.833.7637) and above Phone number (See RELAY_SERVICE for furtherinformation. ) Institutional Statement on Diversity: Anticipated Begin Date: DECEMBER 01, 2020 Full or Part Time: 80% – 100% Official Title: The Staff Psychiatrist provides routine and emergent psychiatricservices to University of Wisconsin- Madison students and consultswith University Health Services (UHS) staff. This includesperforming a comprehensive mental health history and diagnosticinterview, ordering and interpreting diagnostic testing, and makingtherapeutic decisions including prescribing medications.Collaborates with and provides consultation to other treatmentproviders including mental health counselors, medical providers,and Advanced Practice Nurse Prescribers. Monitors patient outcomesand initiates changes in treatment plan based on patient response.The provider must demonstrate a commitment to multiculturalism andserving underrepresented populations, follow agency policies andprocedures consistent with state mental health statutes, ethicalguidelines, best practices, privacy, and maintain accurate andtimely documentation for all clinical interactions andconsultations. Duties will be performed under the supervision ofthe Director of Psychiatry.Under the clinical oversight of the Director of Psychiatry, theStaff Psychiatrist:-Participates in unit quality improvement activities as required byaccreditation standards.-Attends staff, project team, psychiatric case consultation, andworkgroup meetings.-Serves on internal and external committees.- Provides supervision to psychiatry residents and evaluative inputregarding other UHS trainees in accordance with training policiesand procedures of the respective programs.-Provides campus-based services and consultation to internal andexternal constituents.-Provides continuing education presentations to trainees, staff,and external organizations.-May develop formal teaching relationships with academicdepartments.-Other responsibilities as assigned. Job no: 227800-ASWork type: Staff Full or Part Time, Staff-Full Time,Staff-Part TimeDepartment: UHS/CCS/PSYCHIATRYLocation: MadisonCategories: Health Care, Medical, Social Services Additional Information: The University of Wisconsin is an Equal Opportunity andAffirmative Action Employer. We promote excellence throughdiversity and encourage all qualified individuals to apply.If you need to request an accommodation because of a disability,you can find information about how to make a request at thefollowing website: https://employeedisabilities.wisc.edu/disability-accommodation-information-for-applicants/ License or Certificate: Ongoing/Renewable Experience working in a college mental health settingpreferred. Job Number: Academic Staff-Renewable The University of Wisconsin-Madison is engaged in a Title and TotalCompensation (TTC) Project to redesign job titles and compensationstructures. As a result of the TTC project, official job titles oncurrent job postings may change in Fall 2020. Job duties andresponsibilities will remain the same. For more information pleasevisit: https://hr.wisc.edu/title-and-total-compensation-study/.Employment will require a criminal background check. It will alsorequire you and your references to answer questions regardingsexual violence and sexual harassment.The University of Wisconsin System will not reveal the identitiesof applicants who request confidentiality in writing, except thatthe identity of the successful candidate will be released. See Wis.Stat. sec. 19.36(7).The Annual Security and FireSafety Report contains current campus safety and disciplinarypolicies, crime statistics for the previous 3 calendar years, andon-campus student housing fire safety policies and fire statisticsfor the previous 3 calendar years. UW-Madison will provide a papercopy upon request; please contact the University of Wisconsin PoliceDepartment . Employment Class: Minimum $220,000 ANNUAL (12 months)Depending on Qualifications Applications Open: Oct 2 2020 Central Daylight TimeApplications Close:
Have I been listening to too much indie-rock lately? This album seems to have a vaguely familiar feel, which borders dangerously on the verge of unoriginality. Think of a ‘daring’ fusion of fellow New York City band The Strokes, and English radiohead imitators Coldplay: now stretch the resulting incongruity outover a whole LP, and you’ve got Bows and Arrows. An overall rock feel with strained vocals but a few rich, delicate tracks, gives the album an air of experimentation lacking from some modern studio albums. The album opens with ‘What is it to Me?’, an off-kilter, track reminiscent of Tom Waits when he employs his more carnival-esque sound. This sound is fast becoming familiar in indie rock, with groups such as Animal Collective and Mystic Chords of Memory using it, to varying effect. Second track, ‘The Rat’, will be familiar because of recent radio airplay, but if you’re a fan of this tune, don’t get too excited since it is by far one of the best tracks on the album. The songs shift from quiet, waiflike tunes to full-blown rock extravaganzas, with little inbetween, leaving neither type making for easy listening. This leaves an impression of an album with a grainy, less-thantuneful sound, and a droning style that requires the insensitive ear of a hardened indie-rocker. Whilst such a juxtaposition is definitely not my cup of tea, if you like yours strong and slightly stewed then give it a go.ARCHIVE: 1st week TT 2004
At low tide early Friday morning (Oct. 2), the cliff line along the dunes at Fifth Street and Sixth Street shows the effects of a northeast gale that has been battering the beaches for more than a week.The following is Ocean City Mayor Jay Gillian’s weekly update to citizens posted on Friday, Oct. 16.Dear Friends,I would like to update you on several projects and activities going on in town.The north end beach replenishment project is tentatively scheduled to begin in early November. The contractor will begin to mobilize equipment near Beach Road and Morningside Road in the near future. The Army Corps of Engineers is working with city officials to determine the appropriate amount of sand to be pumped onto the north end beaches. The city will also be requesting that the contractor rebuild several areas of dunes that have been damaged. I will keep you updated as more information becomes available.Work started on the next phase of the boardwalk reconstruction program. The area from where the last phase stopped just north of 7th Street, to the north side of 8th Street is now blocked off, and we ask that pedestrians and bikers do not enter the construction area. Final prep work is being completed and actual demolition will begin next week.The top surface of the track at Carey Stadium was tentatively scheduled to be installed this week. However with a home football game tonight, and several activities planned around the game, we have asked the contractor to wait and begin on Monday. As with many projects, the progress on the track is weather dependent, but all signs look good for next week.This weekend the “Making Strides Against Breast Cancer” walk will take place Sunday, October 18th with registration beginning at 8:30 AM at 9th Street and the Boardwalk. This is a great event that provides free comprehensive information and support, and helps people take steps to reduce their risk of the disease or find it early when it’s most treatable.I hope everyone has a great weekend.Warm regards,Jay A. GillianMayor
Please vote for Ocean City, NJ tonight after 7 P.M.for Best Beach in America!coastalliving.com/beachbracketThe link will go live at 7 P.M. We are excited to announce that Coastal Living is including Ocean City in their first-ever Beach Madness Bracket, “The Best Beach in America 2016.”Ocean City now gets a chance to compete in a playoff style bracket that runs in conjunction with March Madness with the top beaches from every coastal state in the country.Here’s how the bracket will work:Each playoff round is an online vote, and Ocean City’s ability to advance to the next round is completely determined by the number of votes garnered during that voting period. Coastal Living will promote the competition across their social media channels, but the real secret to advancing (and winning!) is to get out the vote for Ocean City, NJ. Please help us advance and win by sharing this information and encouraging your associates to vote! Click here for the picture The URL for voting is www.coastalliving.com/beachbracket. The bracket launches (and therefore you can vote) beginning at 7pmET on Friday, March 11th!Here is the schedule for the rounds:Round 1: March 11, 7 pm – March 17, 5 pmRound 2 (Sweet Sixteen): March 17, 7 pm – March 23, 5 pmRound 3 (Elite Eight): March 23, 7 pm – March 28, 5 pmRound 4 (Final Four): March 28, 7 pm – March 31, 5 pmRound 5 (Finals): March 31, 7 pm – April 3, midnightWinner Announced: April 4*All times EasternAnd remember: the URL for voting is www.coastalliving.com/beachbracket! … And the hashtag is #bestbeach2016!
Facebook Pinterest By Tommie Lee – January 20, 2021 0 303 Twitter Twitter Google+ WhatsApp (Photo supplied/Indiana News Service) With a little effort, it’s easy to fight back against a potential scam.For our 953 MNC Scam of the Week this week, Rick Walz of The Better Business Bureau tells us the story of a seller who found something a little fishy in the actions of the person who was going to buy an item online.With just a little bit of research the seller was able to keep from being scammed and likely played a role in protecting other sellers.You can hear the story by clicking here. Hoosier does a little homework, beats a scammer WhatsApp IndianaLocalMichiganNewsSouth Bend Market Google+ Previous articleMan shot, injured at Family Express on Edison Road in MishawakaNext articleThe Backyard Brawl will return in 2023 Tommie Lee Facebook Pinterest