Data protection racket?On 1 Apr 2001 in Personnel Today Thedraft Code of Practice for the Data Protection Act has been met with muchcriticism and controversy. Kirsty bamford and Paul Killen look at the originalAct, consider the draft proposals and explain how the Code will work in practiceLastOctober, the Data Protection Commissioner published a draft Code of Practiceentitled The use of personal data in employer/employee Relationships (theCode). The draft Code sets out standards with which employers should complywhen processing personal information, to avoid falling foul of the DataProtection Act 1998 (the Act). Although the Code aims to give practicalguidance for employers when implementing the Act, the commissioner ElizabethFrance, has gone beyond the scope of the Act, setting out recommendations forwhat is considered to be “best practice”.Publicationof the final version of the Code was originally planned for this spring but,following a great deal of criticism, has been postponed until later in theyear. Much of the criticism has centred on the fact that the section dealingwith employee monitoring in the draft Code is not harmonised with theTelecommunications (Lawful Business Practice) (Interception of Communications)Regulations, which were issued under the Regulation of Investigatory Powers Act2000. The Code is far more draconian in its approach than the Act and isconsidered by many to go too far in placing onerous obligations on employers.In the circumstances, employers could be forgiven if they are confused as toprecisely where their duties lie under the 1998 Act.TheData Protection Act 1998Beforetackling the Code, it is essential that employers should have a goodunderstanding of what the Data Protection Act requires of their business. TheAct, which came into force on 1 March 2000, sets out rules on how personalinformation belonging or relating to an individual is obtained, processed orhandled. Whereas the previous Data Protection Act 1984 (now repealed) appliedonly to records held on computer, the new Act extends to include certain paperrecords. A number of significant terms are defined in the Act, and the criticalones may be summarised as follows.–The Act applies to “personal data”. That is data that identifies anindividual subject. Personal data includes all data regarding facts andopinions about an individual and covers information held regarding theintentions of a data controller towards an individual.–”Sensitive data” is given special protection and is defined aspersonal data which relates to race or ethnic origin, political opinions,religious or other beliefs, trade union membership, sex life or the commissionof any offence. –Employers will be “data controllers” and will therefore need tocomply with “the data protection principles” (see below) and theother requirements of the Act (for example, the notification requirements). Anemployer will “process” information if they obtain, record, or holdinformation, or carry out any operation or set of operations on personal data. –The Act applies to data held in a “relevant filing system”, definedas a set of information in which records are structured so that “specificinformation relating to a particular individual is readily accessible”.This means that a substantial amount of manual data (for example, that held ona personnel file) will fall within the scope of the Act. Personnel records heldwithout an indexing system or in a disorganised fashion, may not be caught bythe Act, although the draft Code suggests that even information not heldcentrally, but kept for example by a line manager, will be caught within theambit of the Act. IndividualrightsEmployeeshave the right of access to information held about them, whether on computer oron paper. Employers may charge a fee(£10) for providing data to an employee, and exemptions apply where a businessneeds to protect the confidentiality of the data processed for managementforecasting or planning purposes, or where the employer has given aconfidential reference (in relation to education, training or employment). Thislatter exemption only applies where the employer has given the reference, notwhen a reference has been received from a third party (although the employer inthat case may not have to disclose the identity of the third party to the employee).Processingdata legitimatelyInorder to comply with the requirement that personal data is processed”fairly and lawfully” employers must ensure that certain conditionsare met. A data subject should be aware of the identity of the data controller,the reason why the information has to be processed and to what extent. Thereare a number of conditions that have to be met before personal data can beprocessed legitimately. At least one of the following conditions must apply.–The individual has given his or her consent to the processing–The processing is necessary for the performance of a contract with theindividual–The processing is required under a legal obligation–The processing is necessary to protect the vital interests of the individual–The processing is necessary to carry out public functions, or–The processing is necessary in order to pursue the legitimate interests of thedata controller or third parties.Inthe case of sensitive data however, processing is subject to additional strictconditions, which require, among other things, the following.–The employer has the “explicit” consent of the individual, or–The processing is required under a legal obligation, or–Any processing of sensitive data regarding racial or ethnic origin and so onmay only be done with a view to promoting or maintaining equality. This meansthat, unless one of the other permitted reasons applies, employers must obtainthe employee’s consent to processing, which must be explicit where sensitivedata is concerned. This begs the question, “What is ‘consent’”?Employeeconsent?Unfortunately”consent” is not defined in the Act. The guidance to the Act refersto “any freely given specific and informed indication of [his] wishes bywhich the data subject signifies his agreement to personal data relating to himbeing processed”. The guidance also states that “signify”implies some form of active communication between the parties. Therefore,employers will not be able to infer consent from a lack of response to a communication.This means that a provision in a handbook or a clause in an unsigned contractof employment is unlikely to constitute valid consent. It also seems clear thatconsent that is obtained under duress or in response to misleading informationwould not be a valid basis for processing.Itis recommended that employers include a standard clause in contracts ofemployment, recording the employee’s consent to the processing of personaldata. For example, “You consent to the company holding and processing, bothelectronically and manually, the data it collects in relation to you and youremployment (in the course of your employment), for the purposes of thecompany’s, for example, management and administration of its employees and itsbusiness, and, or, for compliance with applicable procedures, laws andregulations and to the transfer, storage and processing by the company or itsagent of such data outside the European Economic Area, in particular to [namecountries where group companies are based] and any other country in which thecompany has offices.”However,it is important to note that it is unlikely that explicit consent could beobtained via a generic clause in a contract, so specific consent should besought for the processing of sensitive data. In the case of sensitive data, anemployer should notify an employee on the type of data that is to be processed,the purpose and any special aspects of the processing which may affect theemployee. DraftCode of PracticeTheCode sets out two standards of conduct: the requirements that the commissionerbelieves are necessary for compliance with the Act, and recommendations (orgood practice), which go beyond the strict remit of the Act. The Code (which isstill in draft form) covers various aspects of the employment relationship,including recruitment, the keeping of employment records, the monitoring ofemployee communications and the retention of former employees’ records. Businessesmust nominate someone to oversee data compliance, train the staff involved indata processing and ensure that procedures are in place for regular dataclean-up operations. Recruitment and interview procedures and application formsshould be reviewed to ensure that only relevant data is requested and retained.TheCode recommends specific time limits for the retention of recruitment recordsand applications, references, tax records, sickness records, appraisals,training records, disciplinary records etc. All new staff should be advised ofwhat records will be held concerning them, for what purpose and, if theinformation will be disclosed, to whom.Inthe case of sickness records, which fall within the definition of sensitivedata, employers are advised only to hold such records with explicit consent,ensuring that employees are aware of the extent of such information. Equalopportunity monitoring is likewise considered sensitive and should only beundertaken as part of an ongoing programme of equality. Security is paramountand businesses should set up a system of access controls to protect personaldata.Inrelation to the disclosure of information, a system must be put in place thatenables employers to locate information easily so that they can respond withinthe stipulated 40 days of receiving a request. A further requirement is thatemployers check the identification of a data subject to prevent informationbeing passed on in error and exercise caution before responding to any externalrequest for information. It is also particularly recommended that you put adisclosure policy in place to assist staff members who are likely to receivesuch requests.MonitoringcommunicationsEmployersshould establish specific business purposes for which monitoring will beintroduced and undertake an evaluation exercise to assess the impact ofmonitoring on the privacy, autonomy and legitimate rights of employees.Employees should in turn be advised of what monitoring will take place and thatany information gathered should only be used for a non-specified purpose in thecase of the discovery of criminal activity or gross misconduct. TheCode specifically provides that covert monitoring is unlikely ever to bejustified and, in the case of e-mail monitoring, states that spot-checkmonitoring is preferential to continuous monitoring and should be limited totraffic data rather than the contents of communications. Employers should alsohave clear business reasons for monitoring, which should be strictly limitedand targeted. Personal e-mails should never be opened. In the case of Internetmonitoring, this should be proportionate to the risk to the business and shouldbe designed to protect, rather than to prevent abuse. KirstyBamford and Paul Killen are solicitors in the employment and pensionsdepartment at Paisner & CoTheeight principles of data protectionWhileprocessing personal data, employers must comply with the eight principles ofgood practice. These are that data must be as follows:–Fairly and lawfully processed–Processed for limited purposes and not in any matter incompatible with thosepurposes–Adequate, relevant and not excessive–Accurate–Not kept for longer than is necessary–Processed in line with a data subject’s rights–Secure–Not transferred to countries without adequate protection. Comments are closed. Previous Article Next Article Related posts:No related photos.
Atmospheric hydroperoxides (ROOH) were measured at Summit, Greenland (72.97 degrees N, 38.77 degrees W) in summer 2003 (SUM03) and spring 2004 (SUM04) and South Pole in December 2003 (SP03). The two dominant hydroperoxides were H2O2 and CH3OOH (from here on MHP) with average (+/- 1 sigma) mixing ratios of 1448 (+/- 688) pptv, 204 (+/- 162) and 278 (+/- 67) for H2O2 and 578 (+/- 377) pptv, 139 (+/- 101) pptv and 138 (+/- 89) pptv for MHP, respectively. In early spring, MHP dominated the ROOH budget and showed night timemaxima and daytime minima, out of phase with the diurnal cycle of H2O2, suggesting that the organic peroxide is controlled by photochemistry, while H2O2 is largely influenced by temperature driven exchange between the atmosphere and snow. Highly constrained photochemical box model runs yielded median ratios between modeled and observed MHP of 52%, 148% and 3% for SUM03, SUM04 and SP03, respectively. At Summit firn air measurements and model calculations suggest a daytime sink of MHP in the upper snow pack, which decreases in strength through the spring season into the summer. Up to 50% of the estimated sink rates of 1-5 x 10(11) molecules m(-3) s(-1) equivalent to 24-96 pptv h(-1) can be explained by photolysis and reaction with the OH radical in firn air and in the quasi-liquid layer on snow grains. Rapid processing of MHP in surface snow is expected to contribute significantly to a photochemical snow pack source of formaldehyde (CH2O). Conversely, summer levels of MHP at South Pole are inconsistent with the prevailing high NO concentrations, and cannot be explained currently by known photochemical precursors or transport, thus suggesting a missing source. Simultaneous measurements of H2O2, MHP and CH2O allow to constrain the NO background today and potentially also in the past using ice cores, although it seems less likely that MHP is preserved in firn and ice.
Associated Press February 25, 2021 /Sports News – Local Barcello scores 29 to carry BYU past San Francisco 79-73 FacebookTwitterLinkedInEmailPROVO, Utah (AP) — Alex Barcello had a career-high 29 points as BYU beat San Francisco 79-73.Julian Rishwain led the Dons with a career-high 25 points. Tags: Alex Barcello/BYU Cougars Basketball/WCC Written by
Hunters branches in Buntingford, Stevenage and Baldock Lettings opened in Hertfordshire on 1st December following a rebrand from the long established estate agency, Country Properties, which joined Hunters Property Plc in 2015 after its acquisition.The Stevenage, Buntingford and Baldock Lettings offices will incorporate the Hunters blue and white branding as part of all marketing collateral.The Hunters Stevenage and Buntingford branches will offer a full sales and lettings service operated by Franchise Partner, Ian Wilson, above, and his team. The longest serving member of the Country Properties network, Ian joined the company as an 18-year-old in 1978 before becoming the first franchisee in 1984.Hunters Baldock Lettings will offer a lettings and management service, led by Claire Hazard, above, who joined Country Properties 17 years ago, before becoming Franchise Partner of Baldock Lettings in 2010. Glynis Frew, CEO of Hunters Property Plc, said, “We are over the moon to see Hunters branding in these new locations. The rebranding of Stevenage, Buntingford and Baldock Lettings will offer many benefits to the branches, the staff and their customers.”Ian Wilson Hunters rebrand acquisition Claire Hazzard February 12, 2018The NegotiatorWhat’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 » Hunters acquisition rebrands previous nextAgencies & PeopleHunters acquisition rebrandsThe Negotiator12th February 20180747 Views
The Cape May County Chamber of Commerce has joined the call from Cape May County government and Cape Regional Health System to second home-owners and transient visitors: please do not visit Cape May County for the next two weeks, or until April 1, while the extraordinary events caused by COVID-19 unfold.“We are hopeful that Cape May County will return to regular business sooner rather than later. However, during this challenging time, we must focus on taking care of our residents using the limited resources we have. This step is a difficult one for everyone involved, and one that we are anxious to reverse,” said Vicki Clark, President of the Cape May County Chamber.She added, “I’ll be the first person to extend you a heartfelt ‘welcome back’ once we are past this crisis.”More information and updates can be found online at www.CapeMayCountyChamber.com.
On the darkest December nights, the Blinkie van glows with warmth from within, promising sanctuary from the snow and a reliable ride home. Strung with brightly colored Christmas lights during the winter months, this favorite piece of Saint Mary’s campus culture has been ferrying students along the stretch of road between Notre Dame and Saint Mary’s for more than 13 years. In the past, however, the Blinkie schedule ran only Monday through Saturday, leaving some students visiting on Sundays no choice but to walk Saint Mary’s Road back to campus.In their Student Government Association (SGA) campaign platform, student body president and senior Madeleine Corcoran and student body vice president and senior Kathy Ogden stressed the need for additional transportation on Saint Mary’s Road.“Last year, many students had voiced their concerns regarding not having any Sunday transportation, especially between Saint Mary’s and Notre Dame’s campuses,” Corcoran said in an email. “Students who are involved in activities such as ROTC, band and Campus Ministry especially struggled with this logical challenge. Additionally, students who are taking classes at Notre Dame and often have to meet with classmates on Sundays.”SGA approached vice president for student affairs Karen Johnson with the proposal to provide students with Sunday Blinkie transportation during the months between fall break and spring break, Corcoran said.“Throughout the summer, Saint Mary’s, Holy Cross and Notre Dame administrators worked with South Bend TRANSPO about budgeting and scheduling changes,” Corcoran said. “However, it was not in the Saint Mary’s budget for this year to add Sunday transportation. The SGA executives felt that [a Sunday Blinkie service] is a necessity for Saint Mary’s students in the winter months, so we began looking at our own budget. We decided it was possible for us to provide the additional service.”“The Student Government Association agreed to fund the extra time and we were happy to help them,” Johnson said in an email.SGA is currently collecting data determining if the Sunday services are frequently used, Corcoran said, and if results show that the additional Blinkie rides are benefiting the student body, SGA will propose adding the service to the College administration budget.Corcoran and Ogden also reintroduced the idea of utilizing a Blinkie location tracker app, a project that has been explored in past years, Corcoran said. While the tracker has yet to reach development stages, Corcoran said she and her partner will be passing the baton to next semester’s incoming Student Government executives.“It’s definitely an option and a possibility, and actually Student Government started working on it a few years ago, so they said we could pick that back up,” she said. “But at this point, it’s kind of on the back burner … hopefully we can at least start working on [the tracker app] again and then pass that on to next year’s leaders to get that started and moving forward.”Campus safety is a top priority stressed by both the current Student Government and Saint Mary’s administrations, Corcoran said.“Saint Mary’s Road does not get well-plowed for students in the winter time, especially for those who are trying to bike,” she said. “There are some days when it is too cold, rainy or windy for students to be outdoors for such a long time. Additionally, the transportation provides a convenience for students who have busy schedules.”Johnson said the main goal of campus security is to educate students about general safety, as the college cannot always provide transportation off-campus.“I think students should always be aware of their personal safety and make sound decisions about walking alone,” Johnson said. “We cannot provide transportation on-demand, but do our best to help student who need to get around. Students need to use safe transportation such as Uber, Lyft or taxi services to get places and should never walk alone.”Tags: 2018 Student Government Insider, blinkie, Corcoran-Ogden, Saint Mary’s Student Government Association
By April ReeseUniversity of GeorgiaEvery winter, many homes in Georgia fall victim to chimney fires.University of Georgia foresters say cleaning a chimney helpsprevent the risk of these fires.David Moorhead, UGA professor of silviculture, or commercialforestry, says it’s important to check your chimney and burn anefficient fire.Give your fireplace a winter checkup”Make sure all fireplace equipment is in good shape,” Moorheadsaid. That includes stoves, inserts and fireplaces. Pay closeattention to the flues, chimneys and stovepipe to make surethey’re clean and ready to go for the winter. Check the integrity of your chimney, stovepipe and any flamearresters, he said. And check the hearth in open fireplaces.”If you have an open fireplace, without a screen, it’s verylikely you could have things that may have nested in there overthe summer,” he said. “It’s good to clean out any nests that maybe in the chimney flu, because these could cause a flash firewhen you first light your fireplace.”If you use a fireplace with a pilot light or gas starter, checkthe fittings to make sure they’re working properly. “If you have anyquestions, contact someone who can come out and check theconnections,” Moorhead said.Proper firewood: hardwoods”One of the things that can really help in not only safety but inefficiency, too, is to use the right kind of firewood,” he said.The best wood is seasoned because its moisture content has been reduced throughdrying.Moorhead suggests splitting and stacking the wood and keeping acover over it. With normal Georgia temperatures, he said, thewood will air-dry sufficiently in three or four months.Don’t go out and cut living trees for firewood, Moorhead said.”You’ll be better off to work on some trees that have been cutpreviously and have dried out a little,” he said, “or to buy woodfrom a vendor.””Green wood is going to have a high moisture content that’s goingto allow a lot of the extractives in wood to go up in smoke andform residues on flues, chimneys and stovepipes,” he said. “Overtime, that’s where we get a buildup of creosote that could starta chimney or a flue fire.”Heat efficiency”Seasoned wood is particularly important for an efficient heatsource, as well as safety,” he said. “Hardwoods like oak,hickory, hard maple and pecan give a higher heat value and lastlonger.”Pine can be good starter wood but burns too quickly to be anefficient heat source. Moorhead recommends using only seasonedpine and in moderation.”You won’t want to go on a diet of 100-percent pine, but a littlewon’t hurt,” he said. Buildups in chimneys can cause fires. “You will get buildup ofmaterial and soot,” Moorhead said. “In some cases, this causescreosote, which is an oily deposit inside of a chimney or flue.In certain circumstances, that can cause a fire.”To help avoid a house fire, have your chimney cleaned.”A little bit of preventive maintenance can really save a lot ofproblems down the road,” Moorhead said. “Typically, you’ll needto thoroughly check all of the equipment, any electricalcomponents, the blowers or anything that might be associated withyour wood-burning units.”
By Dialogo September 24, 2012 On September 20, Ecuador’s Police reported they seized cocaine and marijuana during two operations carried out in Pacific coast towns. In the first operation, agents seized 149.7 kilos of cocaine hydrochloride in Naranjal (province of Guayas, southeast), local Police Chief Luis Herrera told the press. The officer stated that the substance was hidden inside the floor of a van and authorities arrested two women that were traveling in the vehicle. He indicated that the cargo is valued at $4 million in the international market. During the second operation, in the city of Portoviejo (capital of Manabí province, west), authorities arrested a man and confiscated 219.5 kilos of marihuana in a house. So far in 2012, Ecuador has seized about 26 tons of drugs, including over nine tons of marihuana and cocaine paste, through actions that resulted in the arrest of 2,000 criminals.
By Julieta Pelcastre/Diálogo May 14, 2018 An important job of the Mexican Defense Department (SEDENA, in Spanish) is coming to the aid of other countries hit by natural disasters. Procedures for Plan DNIII-E are designed for both domestic and international operations to ensure the safety of people facing unexpected dangerous events. “Humanitarian aid is provided under a coordination and cooperation scheme with the authorities of the affected sister nation,” said Army Major Juan Manuel Corral Hernández, chief of the Risk Management Group under the Civil Protection subsection of SEDENA’s general staff. “Either the Mexican government offers the support, or the president of the affected nation requests it directly from our country,” he told Diálogo. The natural disaster relief plan in support of civilians is connected to the Mexican National Civil Protection System. The plan sets general guidelines and arranges for the deployment of Mexican Army and Air Force personnel and assets for timely help to populations affected by a disaster. “We contributed with search, rescue, and assistance tasks, debris removal, helped civil authorities, managed shelters, reestablished lines of communication, evacuations, and medical aid,” Major Gabriel Medina Zamora, Mexican Air Force (FAM, in Spanish) pilot, told Diálogo. “Mexico always responds immediately with humanitarian aid to our sister nations.” Plan DNIII-E, in effect since 1996, has three phases: prevention, aid, and recovery. Its relief force is made up of two components: the land component, comprising engineers, specialized personnel, and state-of-the-art heavy machinery; and the air component, comprising fixed-wing and rotary aircraft. “To date [May 2018], our specialized personnel lent support on 42 occasions in 20 different countries,” said Maj. Corral. “The Mexican government sends response teams from the Navy, Army, FAM, Federal Police and Civil Protection, along with equipment to provide support to countries hit with disasters, particularly earthquakes and floods.” Give and take The Mexican Armed Forces are always ready to help partner nations or any country in need. “We don’t pay attention to a person’s nationality; if requested, they are provided the help we can provide,” said Maj. Medina. “We do it with pleasure through the procedures of Plan DNIII-E, in coordination with the armed forces and other authorities of affected nations.” Mexico deployed its civilian and military personnel on humanitarian aid missions after the earthquakes in Haiti and Chile in 2010. It was also there after the tsunamis in Indonesia in 2004 and Japan in 2011, Hurricane Katrina in the United States in 2005, Hurricane Mitch in Central America in 1998, as well as during the recent forest fire in Nicaragua in April 2018. On that occasion, Mexico sent a FAM helicopter with two Bambi Buckets with a 2,000-liter water capacity, along with their respective crews, at the request of the Nicaraguan government. The teams supported the extinguishing work in the Indio Maíz Biological Reserve, where a fire destroyed more than 5,000 hectares of forest. Mexico also showed its solidarity to the Ecuadorean people. In 2017, Mexico sent a Boeing 727 belonging to the Federal Police, along with a contingent of Federal Police officers, troops from the Army, FAM, and the Navy, and personnel from the Mexican Red Cross and Civil Protection. The teams supported victims of the 7.8-magnitude earthquake that struck the Andean nation on April 16th. “Every aid mission is a new experience; it’s difficult to describe because you see people suffering a lot. What matters is to show solidarity to those who need it at times when your strength is put to the test,” Senior Airman Rafael Cisneros, a FAM pilot, told Diálogo. He participated in the search and rescue efforts in Ecuador after the 2017 earthquake and performed reconnaissance work and damage assessments. The international community also showed solidarity with Mexico after the earthquakes in September 2017. More than 20 partner nations assisted in rescue work with specialized professional units and heavy equipment. Military and commercial airplanes contributed with transport so equipment and support could be used promptly. “Giving and receiving is a show of solidarity,” said Maj. Medina. Joining forces “Since natural phenomena don’t respect borders, we have to join forces and be prepared,” said Senior Airman Cisneros. The number of natural disasters greatly increased over the past decade. According to the United Nations Office for Disaster Risk Reduction, each disaster puts the lives of millions of civilians in danger. The training and education allow for standardization of tasks so that national and international institutions can operate efficiently and jointly. “Those of us who participate in humanitarian aid missions operate under international standards,” Senior Airman Mario Alberto Rosas García, a member of FAM’s Human Rescue Team, told Diálogo. “Military units that help during natural disasters are certified. They are in excellent physical condition and know how to work under pressure as a team.” “Mexico trained, organized, and prepared personnel and armed forces to provide assistance to the civilian population, whether domestically or abroad,” Maj. Corral concluded. “Often, officers from other countries are trained in the application of Plan DNIII-E and in the Civilian Protection Course at the Mexican Army College.”
One of the most important but intimidating challenges credit unions face today is figuring out how to achieve so-called “digital transformation” by extending and enhancing their presence through technology.But wholesale adoption of the sudden, radical changes that transformation implies is often the worst approach a credit union can take. That’s because when a business model has been as successful as the credit union vision of pairing outstanding value and member experience, saying it needs transforming is like telling a butterfly it was better off as a caterpillar.Pursuing a Strategy of Digital EvolutionSo how can credit unions embrace the best of digital transformation without falling prey to the confusion and headaches that result from trying to do too much too soon? Here at PSCU, we think that a strategy of “digital evolution” represents the best way to leverage the potential of digital tools to do more of what’s already working well.Our mantra for implementing digital evolution is common sense and time-honored: “If it ain’t broke, don’t fix it.” Credit unions can take that advice to heart by steering clear of vendors that want to sell them expensive bells and whistles, as well as consultants suggesting strategies that aren’t a good fit. continue reading » 13SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr