Rabin Bhujun, the editor of the Ion.news website, said he was concerned that “influential people” could turn this law into “a tool for intimidation and harassment,” exposing those targeted to “arrest and lengthy interrogation.” May 6, 2011 Find out more Newspaper editor freed pending outcome of appeal October 31, 2011 Find out more Receive email alerts Assemblée nationale de Maurice à Port-Louis. Photo : Karsten Ratzke / Wikimedia Commons Help by sharing this information Politically-motivated boycott of media group by government When originally adopted in 2001, the ICTA referred solely to messages that caused anxiety or distress in those to whom they were addressed, conditions that could be determined by means of a psychological assessment. But to “restore order” and combat online “excesses,” Acting President Barlen Vyapoory has approved changes that make it possible for any person to file a complaint and seek damages for a post, share or even a like that “is likely to cause or causes annoyance, humiliation, inconvenience, distress or anxiety.” The extremely vague and broad nature of these terms is all the more disturbing because the maximum penalty for all offences cited in the ICTA has been doubled, from five to ten years in prison, while the previous stipulation that prosecutors have to demonstrate an intent to cause harm has been dropped. to go further News RSF_en MauritiusAfrica Online freedoms InternetFreedom of expression News Reporters Without Borders (RSF) calls on the Mauritian national assembly to reconsider last week’samendments to the Information and Communication Technologies Act (ICTA), which have drastically reinforced penalties for supposed online abuses a year ahead of the next parliamentary elections. Follow the news on Mauritius Organisation MauritiusAfrica Online freedoms InternetFreedom of expression June 3, 2010 Find out more News Mauritius is ranked 56th out of 180 countries in RSF’s 2018 World Press Freedom Index. Under the amendments adopted on 6 November, anyone in Mauritius sending a message via the Internet that causes or could cause something as harmless as “inconvenience” could end up being sentenced to up to ten years in prison. Prime Minister Navin Ramgoolam launches blistering attack on independent media Many Mauritian journalists and publishers have voiced concern about the dangers posed by these amendments. Nad Sivaramen, the publisher of the newspaper L’Express, told RSF he regarded the desire to monitor social networks in the run-up to the elections as “suspicious.” November 17, 2018 RSF condemns harsh penalties for online content in Mauritius “In the run-up to parliamentary elections in a year’s time, online criticism of the government by journalists doing their job as democracy’s watchdogs is liable to expose them to repeated prosecution and even to extremely heavy sentences,” said Arnaud Froger, the head of RSF’s Africa desk.“The national assembly must reconsider these amendments, whose use could drastically curtail the freedom to inform. This draconian legislation is also a complete contradiction of the ruling party’s promise in 2014 to pass a law facilitating access to information, a law that Mauritians are still awaiting.” News
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.
MOGADISHU, Somalia (AP) — As Somalia marks three decades since a dictator fell and chaos engulfed the country, the government is set to hold a troubled national election. Or is it? Two regional states refuse to take part in the vote to elect Somalia’s president and parliament members, and time is running out before the Feb. 8 date on which mandates expire. The United Nations warns that going beyond that date without a solution doing so brings Somalia into “an unpredictable political situation in a country where we certainly don’t need any more of that.”
INDIANAPOLIS, Ind. — The Indiana House of Representatives approved unanimously House Bill 1324, co-authored by State Representative Randy Frye (R-Greensburg).If approved the bill would ensure that state employees who are members of the Indiana National Guard or a reserve component of the armed forces of the United States are entitled to a leave of absence without any time lost while on active duty.The proposal would allow for compensation in the amount that is equal to the difference between the member’s active duty military pay and the salary the member would have received if they were not called to active duty.House Bill 1324 now goes to the Senate for further consideration.
Communities in Lifford and Strabane are being invited to come along to an information meeting on the new Riverine Project in the Old Courthouse in Lifford.The meeting, which is being jointly hosted by Donegal County Council and Derry City and Strabane District Council, will provide the community with further information on the delivery of the €8.96million Riverine Project providing an update on the progress made to date along with a timeline for the development of this iconic project.The Riverine Project was awarded funding by the Special EU Programmes Body (SEUPB) under the Peace IV Programme in June this year and will see the creation of a new shared space project that will reach across Lifford and Strabane creating thirty acres of new cross-border community park space and infrastructure. It will encompass a number of unique elements all designed to encourage greater levels of positive cross-community contact including: a pavilion building; outdoor wetland and park space; a family fun space; cross-border pathways and greenways; and a newly constructed pedestrian footbridge connecting the space across the River Foyle.Cathaoirleach of Donegal County Council Cllr. Nicholas Crossan believes that the role of the community will continue to be vital as the project is progressed and delivered over the next number of years.He said: “This project is designed to encourage greater levels of positive cross-community contact and I would encourage the community to stay involved and get even more groups and individuals involved to ensure that the needs and aspirations of all sections of the community are captured right from the outset.”Mayor of Derry City and Strabane District Council, Cllr. Michaela Boyle added: “This is a truly exciting project and I think it is really important that we acknowledge the vital role played by the community in helping secure €8.96million for the delivery of what will be a transformative shared space. “We want to say a massive thank you to everyone involved. Both Councils acknowledge that the success of being awarded funding for the Riverine Project is due in no small part to the huge support, and contribution of, the many local communities and voluntary groups from all sectors in the Strabane and Lifford area during the application process.”Representatives of all community and voluntary groups are invited to attend this event to ensure that their much-valued views, needs and aspirations for this transformative development for their community are heard.The role of community and voluntary groups in informing the development of the project and the opportunities for participation will also be outlined at the event.The Riverine Community Information event will be held on 5th November at 7pm in the Old Courthouse in Lifford.Council to host information evening on new Riverine Project was last modified: October 29th, 2019 by Shaun KeenanShare this:Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to share on Pocket (Opens in new window)Click to share on Telegram (Opens in new window)Click to share on WhatsApp (Opens in new window)Click to share on Skype (Opens in new window)Click to print (Opens in new window) Tags:Riverine Project
Acknowledgement of God as Creator permeated the inauguration celebrations today in the US Capitol.A new presidential term is called an inauguration: a beginning. The Bible opens with an inauguration, too: “In the beginning, God created the heavens and the earth.” Here are a few moments during today’s presidential inauguration ceremonies where God was acknowledged as the Creator of all things.For the invocation, Cardinal Timothy Dolan made two references to God as Creator.Also at the invocation, Dr Samuel Rodriguez quoted James 1:17, “every good gift and every perfect gift is from above, and cometh down from the father of lights.”The Mormon Tabernacle Choir sang “America the Beautiful,” which opens with glorious visions of spacious skies, amber waves of grain, purple mountain majesties above the fruited plain. The prayer in the chorus, “God shed his grace on thee,” signify that God is the source of these wonders of nature.In his first inaugural address, President Trump said that all men, whether black, brown or white, bleed the same red blood of patriotism, implying we are all descended from one human pair as taught in Genesis. Shortly after that, he said, “And whether a child is born in the urban sprawl of Detroit or the windswept plains of Nebraska, they look up at the same night sky, they fill their heart with the same dreams and they are infused with the breath of life by the same almighty Creator.” Earlier in the speech, he quoted Psalm 133, which speaks of how good and pleasant it is when brothers dwell together in unity. He ended with repeated invocations, “God bless America.”At the benediction, Franklin Graham quoted I Timothy 2:3-5 and 1:7 that speak of one God, immortal, invisible, to whom our prayers should be addressed, and one mediator between God and man, Christ Jesus.In the final prayer, Bishop Wayne T. Jackson cited Acts 17:26 which says that God has made from one blood all the nations to live on the face of the earth.At the inaugural luncheon, a black pastor led the invocation, calling on the eternal Lord God, our refuge and strength. He spoke of God’s providence and, like Franklin Graham earlier, cited I Timothy 2:3-5. He spoke of God-appointed duties. He used nature imagery, praying that Trump’s presidency might be like the sun shining through clouds, like a rainbow after the storm, and like the singing of birds at dawn. In conclusion, he invoked God’s sovereign name.After the luncheon, Patrick Conroy led the benediction, praying, “May we always be grateful for the kindnesses we receive.”The day’s celebrations began and ended with religious observances: first, a service at St. John’s Church; on Saturday morning, the National Prayer Service.In Live Science, Jeanna Brynner explains the history of God-and-Bible traditions in inaugurations. She explains why they are constitutional, but “separation of church and state” is not. Phys.org, by contrast, posted a rather funny article about how secularists are looking for non-religious hymns. “Somewhere Over the Rainbow” and “Imagine” are contenders for unbelievers who still want some kind of spiritual celebration for special occasions.Acknowledgement of God as our Creator has a unifying message. We are all on this earth together. Malachi considered it intuitively obvious: “Have we not all one Father? Has not one God created us?” (Malachi 2:10). Paul, speaking in Athens, agreed that he was of the same “one blood” of the Greeks and “all nations.” America’s Declaration of Independence also unifies us, stating that all men are created equal, and that our rights our endowed by our Creator. The peaceful transfer of power illustrated today despite deep political divisions was smoothed by these repeated acknowledgements that a single, common Creator is the ultimate source of our blessings, and deserves our common allegiance.What can atheists and evolutionists say? Darwinians might allege (and notoriously have alleged) that some people are more evolved than others. Here’s a recent example: Science Daily put out a blatantly racist claim, “Arctic Inuit, Native American cold adaptations may originate from extinct hominids” (notice the perhapsimaybecouldness index). And on solemn occasions, to whom will they give the invocation and benediction? To Darwin? To chance? to the Stuff Happens Law?Imagine Darwin’s Moron Pumpernickel Choir singing the atheist version, America the Ugliful (see Panspermia in the Darwin Hymnbook). We post it here to accentuate the contrast between Biblical creationism and Darwinian evolutionism. Be sure to go back and read Katherine Lee Bates’ original uplifting lyrics as cleansing after groaning at the Darwin version below.PANSPERMIA (to the tune of America the Beautiful)1. O ugliful for birdless skies, for amber acid rain,For purple lightning tragedies above the fruitless plain;Panspermia, panspermia, come shed thy spores on me,And crowd my scenes with selfish genes from sea to lifeless sea.2. O ugliful for stinking slime, that sees beyond the years;Thine accidental mutants climb, evolving blood and tears.Mutation rate, mutation rate, chance mend thine every flaw,Select the best, blot out the rest, till red in tooth and claw.3. O horrible for meteor strikes, whose stern dispassioned stress,Bombard thy dinosaurs extinct, across the wilderness;No miracle, no miracle, may chance thy luck refine,Till all success be randomness. (Don’t say that word Design!)4. Unscrupulous for theories proved by suffocating strife,Who more than truth their status loved, abortion more than life,O media, our media, we spread disgrace by thee,And drown our foes with legal woes from plea to whining plea. (Visited 52 times, 1 visits today)FacebookTwitterPinterestSave分享0
Share Facebook Twitter Google + LinkedIn Pinterest Ohio is the state of have and have nots when it comes to rain. Scattered areas of very heavy rain next to limited rain occurred over the last week. Rainfall over Ohio the last week ranged from less than 0.10 inches to over 5 inches. Most places experienced 0.50 to 2 inches.The outlook for the next seven to 10 days calls for below normal rainfall. Rainfall through July 6 across Ohio will generally be under 0.25 inches so things will be drying out in a hurry into the 4th of July holiday.The last week of June will see near normal temperatures and rainfall generally under 0.25 inches except isolated high totals.The first week of July will see above normal temperatures returnwith a heat dome building to the west again. Around this heat dome will be disturbances which brings the risk of storms and localized heavy rain back to the state of Ohio between July 7 to 13.Overall, July is forecast to be warmer and drier than normal. However, extreme maximum temperatures above 95 will also be limited which is good news. Pockets of heavy rain will occur into July but the overall patterns favors slightly drier than normal conditions.You can see all the latest NOAA information for the region at: http://w2.weather.gov/ohrfc/DroughtBriefing
Audio swells are a dynamic way to add some punch to your transitions. In this video tutorial, we cover how to work with them in your own editing suite.When it comes to editing my movies, using musical swells has become a dynamite (must use) addition to my tool belt. In this tutorial, I’ll go over how to use them, why they’re important, and why you’re missing out (if you haven’t tried them already).Music swells are essentially auditory ramp-ups created by taking the last section of a song and reversing it. Note, this trick will only work on a song with a long fade-out at the end; it needs to close on a single key hit. I would say 80 percent of songs end like this, so it shouldn’t be much trouble sourcing them. (If you’re looking for some examples, here’s a good playlist.)Here’s how to do it. Finally, line up the swell with a clip you want to cut to. I recommend using this at the tail end of shots, scenes, and videos.That’s it! If the swell doesn’t last as long as you need it to, you can easily stretch it by slowing down the speed and checking off the “Maintain Audio Pitch” box.This technique can help you enhance your scenes with more pronounced transitions, as well as provide a better closing note. Auditory swells are an incredible multipurpose tool in the editing suite, and I suggest that every editor should begin using them.Looking for more video tutorials? Check these out.Which Camera Movement Should You Use — And When And Why?Video Tutorial: Build Your Own $50 Car-Side Camera MountThe Benefits of Working with 4K Footage in a 1080 SequenceWhat Else Can You Do with Your 360° and VR Video Footage?Everything to Know About Layer Styles in After Effects Trim the last section of your song, and place it in a new track on your timeline. This will be that final note hit we were talking about earlier. The length of the final note is different from song to song, so the duration of this clip will vary. Next, take this clip, and reverse it using the Speed Duration drop-down menu.