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New UTV television channel to be served by Limerick office

first_imgPrint Previous articleRhino horn smuggler pleads guilty in US courtNext articleDeveloper to complete fire safety work on city apartments admin Advertisement Email Andrew CareySign up for the weekly Limerick Post newsletter Sign Up UTV are to bring a new television channel to Ireland and it is expected to be served by their regional office in Limerick.Owners of Limerick’s Live 95fm, UTV have announced plans to establish a new television channel thus creating 100 new jobs by 2015.The company, who has offices in Dublin, Galway, Waterford Cork and in Limerick, said that an application to the Broadcasting Authority of Ireland (BAI) for a Content Provision Contract will be submitted this week.In a statement, the company said the move follows the signing of an agreement which will give UTV the exclusive broadcasting rights for soaps such as Coronation Street and Emmerdale in the Republic. The new channel will be based in Dublin with additional newsgathering and reporting presence in Cork, Galway, Waterford and Limerick. UTV plans to have this new channel on air in early 2015.It said it expects the new channel to breakeven in its first full year of operation and then move into profit from 2016.“The audience in Ireland has known the UTV brand for more than 50 years through our station for Northern Ireland and we’re delighted to announce our plans for a new dedicated channel for viewers in the Republic of Ireland,” commented the company’s group chief executive John McCann. NewsBreaking newsNew UTV television channel to be served by Limerick officeBy admin – November 6, 2013 489 center_img Twitter Facebook Linkedin WhatsApplast_img read more

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GOOD NEWS: Scholarship funds presented to local colleges

first_img By admin – April 1, 2018 GOOD NEWS: Scholarship funds presented to local colleges Pinterest WhatsApp Pinterest Local News WhatsApp Twitter Facebook Twitter Facebook The Odessa Board of Realtors’ Annual Christmas Tour of Homes raised more than $24,000 for local colleges.These scholarships were awarded to each college at a luncheon March 27.This is the 24th year the Odessa Board of Realtors has hosted the Christmas Tour of Homes. The following homeowners generously opened their homes on Dec. 3 to allow the community to take part in raising scholarships for local colleges: Tonjua and Darrel Farris, Cheryl and Tony Cunningham; Sarah and Clay Moore; and Carol and Travis Fisher.Jeff Meyers, executive director for advancement, and Kim McKay, vice president for student services and enrollment management, accepted the scholarship funds on behalf of Odessa College.Tatum Hubbard, chief of staff/executive director of communications, accepted the scholarship funds on behalf of the University of Texas of the Permian Basin. Previous articleELAM: Volatility rises, commodity rally on holdNext articleBoard to discuss TRE, bond, rezoning adminlast_img read more

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Airline worker who stole plane told air traffic controllers: ‘I don’t want to hurt no one’

first_imgKOMO(SEATTLE) — An airline employee stole an otherwise empty passenger plane from Seattle-Tacoma International Airport on Friday night and performed dangerous maneuvers in the sky before crashing on a nearby island about an hour later, officials said.The employee, who was a ground services worker for Horizon Air, died. He was identified by a senior federal aviation source as Richard Russell, whom authorities described as a 29-year-old resident of Pierce County in Washington state.The Horizon Air turboprop plane took off from the runway at 7:32 p.m. local time Friday, with the man identified as Russell behind the controls and no one else on board, officials said. The 76-seat airliner was captured on video doing giant loops in the air and other risky stunts during its hour-long flight.North American Aerospace Defense Command quickly launched two F-15 fighter jets to pursue the rogue aircraft, a federal senior aviation source told ABC News. Meanwhile, the Federal Aviation Administration said it implemented a “groundstop” for Seattle-Tacoma International Airport as air traffic controllers “communicated with the individual who was flying the aircraft to try to help him land safely.”An hour after the unauthorized takeoff, the plane crashed on Ketron Island, a small, sparsely populated island about 40 miles away from the airport. The fighters jets were not involved in the crash, officials said.Aerial footage of Ketron Island showed a large fiery blaze where the plane crashed. No one on the ground was harmed and no buildings were damaged, officials said.Seattle-Tacoma International Airport flights were delayed or diverted Friday night due to the incident, with normal operations resuming by around 1 a.m., officials said.“This might have been a joyride gone terribly wrong,” said Pierce County Sheriff Paul Pastor.‘We don’t know how he learned to do that’Airline officials are unsure how Russell learned to operate a plane, much less perform flying stunts. There are many switches and levers to even start a plane, Horizon Air CEO Gary Beck told reporters at a news conference Saturday.“We don’t know how he learned to do that.” Beck said, adding that the man did perform some “incredible” maneuvers. “To our knowledge he did not have a pilot’s license.”The man was authorized to be in the area of the airfield where the plane was parked for maintenance, officials said.Beck said he and Brad Tilden, the CEO of Alaska Airlines, the parent company of Horizon Air, are working closely with the FBI, the National Transportation Safety Board and the Federal Aviation Administration to better understand the circumstances of the unauthorized flight.The FBI said it is leading an investigation into the incident, including interviewing the Russell’s family and coworkers.Debra Eckrote, the Western Pacific regional chief for the National Transportation Safety Board, said investigators are searching through the plane wreckage to retrieve the flight data recorder, which could help determine a motive.‘I don’t want to hurt no one’Audio recordings of the Russell’s exchange with air traffic controllers were posted on Broadcastify and confirmed by federal aviation sources as authentic. In the recordings, air traffic controllers can be heard trying to persuade him to land the plane and help him do so safely. They also had experienced pilots radio in to guide him on flying.“I just kind of want to do a couple maneuvers to see what it can do before I put it down,” Russell tells air traffic control.“This is probably like jail time for life, huh? I would hope it is for a guy like me,” he says a few minutes later.“We’re not going to worry or think about that, but could you start a left-hand turn please?” an air traffic controller responds.“I don’t want to hurt no one,” Russell says a few minutes later.Air traffic control tries to convince Russell to land at the Air Force’s nearby McChord Field.“If you wanted to land, probably the best bet is that runway just ahead to your left, again that’s the McChord Field. If you wanted to try, that might be the best way to set up and see if you can land there. Or just like the pilot suggests, another option would be over Pudget Sound into the water,” an air traffic controller says.“Dang, did you talk to McChord yet, because I don’t think I’d be happy with you telling me I could land like that, because I could mess some stuff up,” Russell replies.“I already talked to them and, just like me, what we want to see is you not get hurt or anybody else get hurt. So like I said, if you want to try to land, that’s probably the best place to go,” the air traffic controller says.Minutes later, Russell sounds remorseful and says he’s a “broken guy” with “a few screws loose.”“I got a lot of people that care about me and it’s going to disappoint them that — to hear that I did this. I would like to apologize to each and every one of them. Just a broken guy, got a few screws loose I guess. Never really knew it until now,” he says.A pilot who was asked to help guide Russell radios to him, “Let’s try to land that plane safely and not hurt anyone.”Russell responds, “All right. Damn it. I don’t know, man, I don’t know, I don’t want to. I was kind of hoping that was going to be it, you know?”Russell was ‘suicidal’ and ‘acted alone’The Pierce County Sheriff’s Department described Russell as a “suicidal male” who “acted alone,” but that his actions were “not a terrorist incident.”The FBI’s field office in Seattle posted a statement on Twitter Friday night, also saying that the incident did not appear to be terrorism.“Although response efforts to tonight’s aircraft incident and the investigation are still ongoing, information gathered thus far does NOT suggest a terrorist threat or additional, pending criminal activity,” FBI Seattle tweeted. “The FBI continues to work with our state, local, and federal partners to gather a complete picture of what transpired with tonight’s unauthorized Horizon aircraft takeoff and crash.”White House press secretary Sarah Huckabee Sanders praised the response of public agencies in a statement Saturday morning.“The president has been briefed on the incident involving a stolen plane from Sea-Tac Airport in Seattle and is monitoring the situation as information becomes available,” Sanders said. “Federal authorities are assisting with the ongoing investigation which is being led by local authorities. We commend the interagency response effort for their swift action and protection of public safety.”Copyright © 2018, ABC Radio. All rights reserved.last_img read more

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Passport to success?

first_imgRelated posts:No related photos. Passport to success?On 1 Oct 2002 in Personnel Today Comments are closed. Previous Article Next Article To combat high levels of partner dissatisfaction on internationalassignments, the US Department of State has introduced a scheme to help spousesfind employment and happiness. Marion Callahan reportsPartner satisfaction can make or break international assignments. More thanhalf of them fail, and the number one cause is spousal dissatisfaction. As thenumber of dual-income married couples soars, and the pool of young qualifiedcandidates willing to sacrifice their partners’ careers for their own continuesto dwindle, this is clearly a problem that is not going to fade away. In May, the US State Department launched a programme to help thousands ofoverseas employees’ spouses find jobs. Dubbed SNAP (Spouse NetworkingAssistance Programme), the scheme is being tested in 10 countries, wherenewly-hired local employment advisers are scouring the job market to place themin the right roles. These agents are skimming through local newspapers and classifiedsadvertisements, forging industry contacts and lining up interviews. Some arelaunching websites where spouses exchange job-finding tips, while other agentsare briefing them on the social nuances of their host countries. No job is guaranteed. But officials say the Department of State (DoS) isreaching out in unprecedented ways, fulfiling a recent pledge to boostrecruiting and retention efforts. Programmes such as SNAP are a priority nowmore than ever before, as both the public and private sectors are in the midstof a war for talent. Leading state department officials say one of the top retention challengesis dealing with the complexities of dual-career families. “The lack ofspouse employment opportunities was often a significant factor in decidingwhether to remain or resign,” says US Ambassador Ruth Davis, directorgeneral of the Foreign Services and HR director, citing a 2002 employeesatisfaction survey. Since SNAP began, more than a dozen spouses and family members have foundwork in their fields. Success stories are expected to multiply as the agents strengthen and widentheir network of contacts. Organisers now expect Congress to support theprogramme’s expansion in another 10 countries next year. “Spouse employment issues may have little to do with foreign affairs,but it is a big ‘quality of life’ issue and can impact the mission if ourofficers [staff] are unhappy,” says Debbie Thompson, who directs SNAPalong with other family support programmes for the DOS in Washington DC.”We know from our own reports that the most common reason for assignmentfailure was partner dissatisfaction. People were talking about leaving. Thatwas enough to make us concerned.” Today, few spouses are willing to suspend their careers or slice theirsalaries in half to accommodate an overseas move. Congress has poured $800,000(£520,000) into SNAP so that US foreign service spouses don’t have to makethese sacrifices. The bulk of this money pays the salaries of the employmentadvisers in the field, who are now helping to support the careers of 1,500employees’ spouses in Belgium, Canada, Chile, Egypt, Japan, Korea, Poland,Mexico, Singapore, and the UK. State department officials are now researching countries in which to placethe programme next year. As SNAP matures and networks become established, jobplacement goals are expected to jump from 20 to 80 per cent, Thompson says. “Right now, we’re in the early stages and we’re giving our adviserstime to build a strong base of contacts. If we help 20 per cent of our spouses,it’s 20 per cent more than we’d helped before,” she says.”Eventually, we believe if the support is in place and the rightinformation is in the right hands, spouses will find a job in their field in ashort amount of time. But it’s not an easy task, no matter where you are in theworld.” In the past, many spouses found the job-searching process to belong, tedious, and simply “not worth the hassle”, she says. Steve McKinney, a local employment adviser in Korea, says spouses becameoverwhelmed by the country’s hiring process and gave up. “This leads to either no employment, underemployment, discouragement,or a feeling of lacking worth, which causes stress for the sponsored spouse andunhappiness within the family unit,” says McKinney, who also serves asco-chairman of the American Chamber of Commerce’s Living in Korea Committee. Going Global president Mary Anne Thompson, an international relocationexpert, says spouses in foreign countries face a plethora of obstacles whenthey set out on a job search, especially if they lack guidance or expertise. “They don’t know what newspapers to read, how to write a résumé orwhere or when the career fairs are,” says Thompson, who has researched andpublished information on employment practices in more than 23 countries.”It could take a year to figure it all out.” Before May, the DoS provided in-country sponsors to help families settleinto their homes and adjust to the new culture. Some language training wasoffered, and spouses were given the right to apply for a work permit – one ofthe most difficult hurdles for married partners in the private sector toovercome. Despite the logistical support, employees were still talking about leaving,mostly because their spouses were unhappy. Already facing stiff competition forqualified candidates from a rising number of non-governmental organisations andprivate companies, the DoS turned to its family liaison office to draft a plan.Debbie Thompson zeroed in on establishing a career network, something whichforeign service officers stressed was most apparently lacking after spouseswere plunged into foreign countries. Families wanted contacts well-versed in acountry’s culture and hiring procedures, she says. “We realised that one professional working in the field could savespouses what could amount to a year of job-searching, navigating through localbureaucracies and hiring customs,” Thompson says. McKinney is especially proud of a recent success in the Korea office. Hehelped to place a career-track spouse in a position at the Korean office of oneof the world’s top accounting firms. “The successful spouse is elated. She gets to continue her career andis actually improving her résumé by getting this international experience withone of the top companies in the world in her chosen field,” McKinney says.He was also able to help two of his placements negotiate salaries exceedingthose their US jobs. In other countries, stiff requirements for special certifications and evenmore schooling can add to the frustration. DoS hired Going Global to providespouses with employment manuals detailing job conditions and academicrequirements in dozens of countries. Therefore, employees and their spouses aremade aware of the employment challenges before they accept an assignment. “We are getting more and more spouses who are doctors andlawyers,” says Going Global’s Mary Anne Thompson. “And you can’t justwalk into another country and practice medicine or law.” Spouses withtechnology expertise are the easiest to place. Most DoS spouses have careers ineducation or medicine, two professions which often require additionalcertifications to practice abroad. SNAP’s Debbie Thompson says that while permits are granted, countries arenot bending the rules to make room for accompanying spouses. “Spousescertainly won’t glide through,” she says. “There are no shortcuts andwe’re not asking for any.” In some countries, the programme simply wouldn’t work. From the start, SNAPwas limited to countries able to support it. Language difficulties, the localunemployment rate, gender limitations and ambassador co-operation wereimportant factors during the selection process. “Our hopes were dashed with Argentina because of the strugglingeconomy,” Thompson says. “We considered Israel, but we had someserious security concerns.” Saudi Arabia was eliminated from the list of potential sites, she says,because of the language difficulty and the inability for women to work incertain sectors or drive on public roads. To narrow the selections, Thompson rated each country on these factors: – Is there a work agreement in place for diplomatic spouses between the USand the country in question? – Are there enough spouses to support the programme? – Is the country’s economy stable? – Are salaries in the country comparable to those in the US? – Are security concerns an issue? – How difficult are the language barriers? – Are multinational or US corporations located in the country willing toco-operate? “When you are starting a programme like this from scratch, you want tobe in places that give you the best opportunity to succeed,” Thompsonsays. “We wanted to jump as few hurdles as possible.” Statistics– 23 per cent of companies helpspouses find employment– 35 per cent of companies help spousesnetwork– 45 per cent of companies offereducation or training   benefits– 20 per cent of companies helpspouses find volunteer work– 7 per cent of companies pay forspousal lost income– 59 per cent of companies areseeking alternatives to long-term assignments– 70 per cent are expanding use ofbusiness travel without relocation– 16 per cent of expatriates arefemale, up from 13 per cent in 1995– 69 per cent of expatriates aremarried– Spouses accompany approximately 87per cent of married expatriates– Before an assignment, 43 per centof spouses are employed– After an assignment, 14 per cent ofspouses are employed– 80 per cent of companies reportthat cross-cultural preparation was a successSource: Global Relocation Trends2001 Survey (research on 150 companies worldwide, representing 33,340expatriates.)Case study: Relocating to Mexico CityExpatriate Ellen Jones, an embassyemployee spouse based in Mexico City, hasn’t yet found work as a primary schoolteacher. “I’m getting closer to finding what I want,” shesays. “Still, it’s a very complicated and involved process. You hit aroadblock everywhere you turn.”But the SNAP programme has helped her family. Her localadviser, Nadja Giuffrida, helped place Jones’ three accompanying children – allover 21 years old – in well-paying, professional jobs.  Giuffrida helped Jones’ daughter Daniellefind a job teaching the Graduate Management Admissions Tests for a branch ofthe Princeton Review in Mexico City.”Nadja was able to connect with people,” saysDanielle, adding that Giuffrida helped her draft a r‚sum‚ and line-upinterviews. “Without her, I would have had to continue dropping offunsolicited r‚sum‚s. In this country, finding a job is about finding the personwho can get you the job you want.”Guiffrida says ‘making friends’ is the key to findingemployment in Mexico. Many business transactions, including recruitment,”demand a certain amount of warmth and a mutual bond before a deal isclosed,” she says. “In Mexico, it is perfectly normal – especially inhigh circles – to be greeted by a strong hug if you are a man, or a kiss on thecheek if you are a woman.”While Guiffrida says cultural differences are a glaringobstacle for job seekers, the Jones family points to the country’s bureaucracyas another source of frustration. Although family members of embassy employeesare eligible for an FM3 work permit in Mexico, they still must go through along, laborious process to get one. Even then, not all the hurdles have beencleared.Once a work permit has been promised, a recipient may obtain ajob and go to work. But until the permit has been received, no pay can beissued.”The Mexicans have a saying, ‘poco a poco’, which meanslittle by little, and it applies to everything, including obtaining a permit,which could take as long as three months,” says Danielle Jones. She shouldknow: she has been at work for more than two months and has yet to be paid.The lesson for private businessPrivate companies cannot afford toignore the warnings of unsuccessful international assignments. And, accordingto a recent survey by Windham International, the National Foreign Trade Council(NFTC) and the SHRM Global Forum, more than half of them do fail.”And the number one reason is spousaldissatisfaction,” says Brenda Hagen, Director of Global WorkforceDevelopment at Prudential Intercultural, an arm of Prudential RelocationInternational. She has reviewed both the Windham survey and its internalsurvey, Many Women Many Voices.Such reports are pushing family issues to the forefront of theglobal hiring market.  Most transfereesreturn home before the assignment ends and, even more disconcerting, leave thecompany once they repatriate.”Employees are not leaving because they lack the technicalskills to do their jobs,” says Hagen. “The biggest factor is thefamily’s inability to adjust to the new environment. And companies aren’t doingenough to help them.”With the average expatriate assignment costing $1.5m(£960,000), companies can’t afford to ignore the unhappy partners, she adds.Larger corporations, battling similar retention problems as theUS State Department, should adopt programmes like SNAP, says Steve McKinney, anemployment adviser in Korea, as such an investment may be too financially steepfor smaller firms.”It all comes down to the war on numbers. The cost perperson is much higher than an internal programme, but the cost of losing a welltrained employee and moving expatriates more often, clearly outweighs the priceof a personalised transitional programme for a few spouses.”Plus, it is a clear boost for morale and the retention rate, hesays. “We can now sit down with these spouses, confidentially assess theirbackground and career goals, and then devise a customised plan that takes allthe cultural nuances of our adopted country into consideration,” McKinneysays.”This brings them great satisfaction. And even if theycannot get exactly what they want, they understand the limitations and whatthey are. We’re people, not machines, and it is the human resources of acompany that makes the difference at the bottom line.”Among the major employers providing support for accompanyingspouses is Motorola, whose officials say it is important to support the a poolof people who are willing to go abroad with their families.The electronics manufacturer, which has more than 1,000expatriates worldwide, backs spouses with a financial stipend and offersassistance with continuing education, says Motorola spokesperson JenniferWeyrauch. She says the money can be used for search firms, r‚sum‚ coaching andother career placement services.NFTC’s senior director of global HR, Bill Sheridan, has noticeda shift in the type and duration of expatriate assignments which also affectspouses’ situations.”We are seeing more six and 12-month assignments, and webelieve this is in part due to the dual-career challenges companies arefacing,” says Sheridan. “Gone are the days of the male employee withhis stay-at-home wife.”A new generation of professionals is emerging, says IleneDolins, vice-president of GMAC Global Relocation Services.”Couples are now partners and there is no such thing as atrailing spouse. Everyone wants the best opportunity without neglecting theirpartner. A spouse’s self esteem and career are more important than money.”Barbara Fitzgerald-Turner, president of Human ResourcesStrategies in Maryland, says companies need to communicate with theiremployees, not pay them off with housing perks or company cars.Fitzgerald-Turner was a seasoned HR executive when she decidedto accompany her husband on his job in Paris in the 1990s. Upon arrival, shebecame mired in paperwork, and vividly recalls one document in particular.”To live in Paris, I had to sign a paper saying I wouldnot work in France,” says Fitzgerald-Turner, who was annoyed by thecountry’s restrictive policies. “These are the surprising issues spousesface.”One hurdle is countries battling with high unemployment ratesare reluctant to grant work permits to foreigners. Work permits are availableto DoS employee spouses in more than 100 countries because of formal andinformal US bilateral agreements. However, these permits are not alwaysavailable to spouses of employees in the private sector. Those who do get themoften confront high work permit fees, laws preventing employment of expatriatespouses, cultural differences and language barriers.”This is a big issue,” says Fitzgerald-Turner.”I saw people who thought they could deal with taking time off from work,but it drove them crazy. Then add the stress of being in a new country. Someindividuals really couldn’t find a place for themselves and just ended up goingback home.”Effects of relocation on spouses’employmentThe DoS says 65 per cent of USgovernment employees’ spouses work when based in the US. After relocating on aninternational assignment, that figure plummets to 35 per cent, nearly a 50 percent drop. Of the 35 per cent of spouses working, more than 75 per cent takejobs paying less than an average of $30,000 (£19,000) annually. The remainingspouses telecommute, freelance or seek jobs in the local economy. Many settlefor work without pay.last_img read more

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Salybia Primary School cops Carnival Princess 2012 title

first_imgLocalNews Salybia Primary School cops Carnival Princess 2012 title by: – February 6, 2012 Adicia Burton at the launching of the Carnival Princess Competition. Photograph by: Josiah St. Jean of Pictastic Photo Studio. A nine year old student of the Salybia Primary School has been crowned winner of the Carnival Princess 2012 competition.The show which was organized by the Rotaract Club was held on Sunday at the Harlem Plaza in Newtown.Adicia Burton won four awards defeating seven other contestants; Gianni George of the St. Martin’s Primary School, Nisha Prosper of the Goodwill Primary School, Shaihda Francois of the Paix Bouche Primary School, Britny Toussaint of the St. Joseph Primary School, Jeanyia Giraudel of the Grand Fond Primary School and Brier Evans of the Convent Preparatory School.She won the awards of Ms. Congeniality, Best in party dress, Best party dress and Miss Intelligence.The first runner up position went to the Convent Preparatory School’s Brier Evans winning the Best Costume and Best in costume awards.The Grand Fond School’s Jeanyia Giraudel won the second runner up position winning the Miss Photogenic and Best talent awards.[nggallery id=135]Dominica Vibes News 32 Views   one comment Tweet Sharecenter_img Share Share Sharing is caring!last_img read more

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Rep Lucido joined by timechange expert for committee hearing

first_img Categories: Lucido News 21Mar Rep. Lucido joined by time-change expert for committee hearing State Rep. Peter Lucido, left, speaks in support of his legislation to end the twice-annual time change in Michigan. Time-change expert Scott Yates, right, joined him to testify before the House Commerce and Trade Committee.Rep. Peter Lucido, of Shelby Township, was joined today by time-change expert Scott Yates to speak in support of legislation to eliminate the twice-a-year time changes in Michigan.Lucido, the Shelby Township legislator sponsoring the bill, said the twice-a-year time changes are disruptive, making employees late to work and negatively affecting how students perform at school.“We’ve been flipping our clocks around for nearly 100 years, and it just doesn’t make sense. No one can provide a good reason about why we continue to participate in the time change, but loads of people have very valid reasons about why we shouldn’t,” Lucido said. “Teachers complain that it’s disruptive to students, dairy farmers will tell you their cows produce less milk because of the time change, business owners notice lower productivity in their employees, and study after study has shown that changing the clocks has negative health effects.”Reports have shown increases in heart attacks, seizures, strokes and on-the-job injuries due to time changes. A 2014 study by the American College of Cardiology shows a 25-percent jump in heart attacks occurred the Monday after moving the clocks, compared to other Mondays during the year. Another study from the Journal on Health Medicine showed an increase in hospitalizations due to strokes in the two days following the time changes from 2004 to 2013.“Science shows how bad it is for people to change times,” Yates said. “The statistics are very clear that time change does effect everybody.”Rather than end Daylight Saving Time, however, Lucido is proposing that Michigan eliminate the time change by remaining in Daylight Saving Time all year round.“We’re already in Daylight Saving Time for nine months out of the year, it makes sense for us to just stay there,” Lucido said. “That’s what the majority of people I’ve spoken to all across Michigan want because it gives families more time to spend outside in the evening. This will lead to more active children and help combat childhood obesity.”House Bill 4011 remains under consideration by the House Commerce and Trade Committee.###last_img read more

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