NEW YORK — Deron Williams had 15 points, 12 assists, four blocked shots and three steals, leading the Brooklyn Nets to a 98-85 victory over the Portland Trail Blazers on Sunday.Joe Johnson scored 21 points and Brook Lopez had 15 for Brooklyn, which has won five straight games at Barclays Center. The 6-1 beginning on the new home court is the Nets’ best start since the 2002-03 season when they won 18 of their first 19 at home. Wesley Matthews scored 20 points and J.J. Hickson had 19 points and 10 rebounds for the Trail Blazers, who were without LaMarcus Aldridge. The All-Star forward was out with a stiff back.Read Columbian Blazer beat writer Candace Buckner’s take on the game on the Blazer Banter blog.Rookie Damion Lillard added 13 points, six rebounds and seven assists. The Blazers selected Lillard with the first-round draft pick they acquired in the Gerald Wallace trade with the Nets last spring.
If you live above 500 feet in Clark County, the National Weather Service in Portland says you can expect half an inch to one inch of slushy snow Tuesday.But it could be short-lived.“These types of patterns usually don’t produce widespread sticking snow in the valleys,” meteorologist Chris Collins said.Snow fell Monday in Battle Ground and hit other parts of north Clark County on Monday evening. “It’s snowing pretty light in town, but closer to Yacolt, it is coming down pretty hard, my boss told me,” said Tony Melo, a barista at Old Town Battle Grounds.Light snow was falling Monday night in Yacolt where the roads were already slushy, said North Country EMS Chief Ben Peeler. About 7 p.m., Ronna Walsh commented on The Columbian’s website: “It took me an hour to get home from Battle Ground due to it snowing so hard, it’s a winter wonderland in Yacolt. Everything covered here, very quiet and beautiful.”Crews were preparing Monday evening for the possibility of an icy commute Tuesday.Colder temperatures late Monday night into this morning could produce snowflakes even at the lowest elevations of Clark County and the Willamette Valley, according to the National Weather Service. But accumulation, if any, is far less certain, said warning coordination meteorologist Tyree Wilde.Another system rolling in late Tuesday into Wednesday could produce similarly cold conditions, Wilde said. With cold air expected to come from the east at that time, the Columbia River Gorge stands a much better chance of seeing snow on the ground, he said. Forecasters should have a better idea of what to expect later today, Wilde said. read more
A Washougal man is accused of participating in a home invasion in Camas where a 51-year-old man was held hostage in an attempt to force payment for a debt.Court records say Nathan D. Benson, 35, was one of three suspects who entered a home in the 3400 block of Southeast Second Street Aug. 12 and held a resident against his will.Benson is accused of threatening the resident with a machete and striking him in the face with the resident’s cellphone. The resident told police he was able to wrestle the machete away from Benson and scare away the assailants, court records say.Benson appeared Tuesday in Clark County Superior Court on suspicion of second-degree assault, unlawful imprisonment, first-degree robbery and residential burglary.Judge Suzan Clark held him in lieu of $100,000 bail and appointed Vancouver attorney Nick Wood to defend him.He is scheduled to be arraigned Aug. 29 on the charges.According to court documents, Benson admitted to participating in the attack.The resident owed money to two people named “Vince” and “Nicole Bryden,” who also are suspects in the case, court documents say.“Vince” and “Nicole Bryden” allegedly forced the resident to the back of his bed and threatened and intimated him for about 90 minutes. Benson took a machete from the wall and threatened the resident with it, court documents say.He “admitted to becoming frustrated” and throwing a cellphone at the resident’s face, causing minor injury, Camas police Officer Henry Scott wrote in a court affidavit. read more
RelatedPosts Silver Heritage considering US$34 million offer to purchase all Nepal assets Australian-listed Silver Heritage Group says it is confident that a consultancy agreement with a former Nepalese partner, Rajendra Bajgain, will be found to have been terminated validly by a Nepal court.Silver Heritage announced on Friday that Bajgain had been granted a stay of termination after commencing court proceedings seeking reinstatement. Silver Heritage defends land encroachment allegations Silver Heritage says Tiger Palace sale on hold after potential buyer misses deposit deadline Bajgain had his agreement terminated in February after he publicly accused the company of failing to acquire necessary work permits for some senior staff at recently opened Tiger Palace Resort Bhairahawa.As reported by Inside Asian Gaming at the time, the former partner was quoted in an article in local Nepalese news outlet My Republica in which he claimed the company had employed five foreign senior management staff illegally. The article suggested the staff were in Nepal on “free visas.”Silver Heritage Managing Director and CEO Mike Bolsover denied the allegations and told IAG at the time that the unauthorized disclosure by Bajgain would lead “to sanctions being imposed by the company including but not limited to the potential termination of his consultancy agreement.”According to a Friday filing, a substantive hearing will now determine whether the consultancy agreement with Bajgain should be reinstated, with a date for the hearing yet to be set.“The company is confident that the consultancy agreement was validly terminated and believes that it will ultimately prevail when the substantive issues are ventilated before the court,” Silver Heritage said.“The company has agreed with Mr Bajgain to continue ongoing discussions to settle the disputes between the parties without need for further court action.”Silver Heritage launched South Asia’s first integrated casino resort, Tiger Palace Resort Bhairahawa, late last year. Load More read more
KRPK said that the extra energy will initially be divided between Naga Vladivostok, Shamble and Diamond Fortune’s Selena projects.“According to the conditions specified in investment agreements, the corporation must provide investors with all the technical conditions for work in a timely manner, namely, to build roads, water supply and drainage systems, sewage systems and power supply systems,” said Igor Trofimov, director of the Primorsky Krai Development Corporation.He added that KRPK and Energy China are working together on the construction of gas generation with a capacity of up to 100 megawatts.—-In other news, it has been revealed that a fifth IR planned for Primorye, to be built by Korean firm K International, will boast a golf facility, cable car, amusement park, water sports center and an art space.K International first unveiled their Russian IR plans in August, with the resort to cost around US$260 million. Providing an update on progress, Trofimov said, “A large Korean holding will become a resident of the Primorye resort by the end of this year. Korean partners intend to register a legal entity in Russia in mid-November and then the company will receive the right to participate in the procedure for buying out a land plot in the territory of a gambling zone.“The site area is 20 hectares, the volume of investments is about US$300 million dollars.”Trofimov added that KRPK was also deep in discussions with groups for the purchase of two remaining plots of land in Primorye and that “it is likely that by the end of this year all the plots will be sold, after which we will be more actively engaged in developing the concept of the non-gaming component of the entire project of the Primorye entertainment resort.“At the moment, under the agreements concluded, the amount of investment (in Primorye) is more than 78 billion rubles. Additionally, there are several deals for a forecast amount of investments of about 40 billion rubles. We plan that the total investment in the project will be at least 117 billion rubles or nearly US$2.3 billion.” Load More Primorsky Krai Development Corporation (KRPK) has entered into an agreement with a branch of the Far Eastern Distribution Network Company Primorsky Electric Networks that will see three integrated resorts currently under construction in the Primorye special economic zone provided with increased electricity supply.At the request of KRPK, Far Eastern will reconstruct the Muraveyka substation, increasing its capacity by 16 megawatts and building power supply networks to the borders of the region’s gambling zone. It is planned to increase the existing capacity in stages through 2020. 70% of Macau gaming market driven by 400,000 premium players: brokerage RelatedPosts 10,000 Chinese citizens flee Sihanoukville in days after Cambodian online gaming directive: report Sihanoukville authorities threaten legal action against 10 building owners over demolition orders read more
The First-Tier Tribunal has ruled that restrictions should be taken into account when shares issued to employees are valued for tax purposes.In the case of Sjumarken v HM Revenue and Customs [HMRC], Lars Sjumarken was employed by BNP Paribas as an investment banker, in charge of BNP’s EU investment banking division, until his contract was terminated on 18 October 2005.On 17 January 2006, a compromise agreement was signed between Sjumarken and BNP Paribas, which included a termination payment of £117,450, the release of shares under BNP’s share incentive plan (Sip), and cash under the bank’s Cash Incentive Plan (CIP).Sjumarken also received three months’ pay in lieu of notice.In addition, as an employee of BNP Paribas, he was eligible for 3,000 long-dated share options, which were granted to him in March 2003 and expired in 10 years from that date.Sjumarken’s self-assessment tax return for 2005-2006 did not include tax on the shares received under the Sip. Although he referred to these, he stated that these were free of tax because it was an approved scheme.The payment received under the CIP was listed as taxable income in his self-assessment return but in the course of subsequent discussions with HMRC, Sjumarken stated that this should be treated as a tax-exempt redundancy payment.Subsequently, HMRC issued a closure notice on 6 January 2010 stating that Sjumarken owed a further £57,836.36 of tax because both the shares granted under the Sip and the cash received thorugh the CIP were taxable income.The tribunal’s ruling results from the re-hearing of a decision given by the First-Tier Tribunal on 7 January 2011, which was set aside by a decision dated 15 January 2013 on the basis that there had been a procedural irregularity issues.Both parties have now agreed that neither the Sip nor the CIP were approved for UK tax purposes.Sjumarken’s appeal was accepted in respect of the valuation of the Sip shares, on the basis that these are restricted and the parties should agree a valuation on that basis. However, it was rejected in respect of any additional deduction.The case also found that an option holder does not give consideration to his or her employer when an option lapses on termination of employment, and that Sjumarken had an interest in more than one of the employer’s share incentive plans.After Sjumarken was made redundant, certain shares deriving from the share plan were allocated to the benefit of the taxpayer. At the time, these shares appear to have been valued for tax purposes by the employer without reference to any restrictions, although Sjumarken was informed by his employer that restrictions continued to apply to at least some of the shares.There was some confusion over the extent to which the restrictions continued to apply, and how this would affect the valuation process. Case conclusionsThe tribunal concluded that the relevant provisions in the share plan were unclear, and that the shares were subject to restrictions and should therefore be valued on that basis. The case also depicted that it is crucial that share scheme documents should be clear and unambiguous, and that individual arrangements for particular employees should be communicated fully and clearly to participants to avoid lengthy and time-consuming arguments further down the line.It also ruled that records should be kept by the employer regarding the individual arrangements for particular employees, and the basis on which valuations are made.Stephen Chater, share plans director at Postlethwaite Solicitors, said: “The First-Tier Tribunal had to consider which of the various valuation methods should apply for tax purposes where private company shares are acquired by, or disposed of by, employees.”This case involved shares which had originally been subject to restrictions (reducing their value for tax purposes) which fell away in certain circumstances. The tribunal had to therefore decide whether the restrictions still applied at the point at which tax became payable.” read more
The top ten most read stories on employeebenefits.co.uk on 13-19 August:1. British Airways gives staff allotment.2. CEOs paid 183 times more than average worker.3. Workers at Stansted Airport to strike over pay.4. LateRooms.com launches long-service awards.5. Duncan Brown to discuss unequal pay at Employee Benefits Live.6. Adobe enhances family leave package.7. Radian boosts staff engagement.8. 40% want pensions to be taxed like Isas.9. US court rules Yelp reviewers are not employees.10. 64% of Londoners use holiday for health appointments.
More than a third (36%) of respondents have access to an employer-organised sick pay insurance scheme, according to research by BHSF.Its A high wire with no safety net report, which surveyed 1,000 employees, also found that 33% of respondents believe that financial worries affect their job performance, either on a continual or occasional basis.The research also found:30% of respondents have access to an employer-subsidised sick pay insurance scheme, and 6% use a salary sacrifice arrangement for sick pay insurance.50% of respondents have no sick pay insurance at all, and 54% of respondents who were given the option to join an employer-organised sick pay scheme did not take up the benefit.68% of respondents state that their employer does not provide cancer cover, and 22% do not know if there is any cancer cover available through their employer.30% of respondents do not know how long their employer will continue to pay them in the event of sickness, and 17% do not know their employer’s policy on sick pay.72% of respondents worry, either all or some of the time, about their own financial security in the event of ill health.48% of respondents lose sleep worrying about financial issues, and 13% find that sleep deprivation brought on by financial issues are a constant problem.37% of respondents could not pay their bills in the event of ill health, and 28% would resort to using credit cards to pay for unexpected bills.13% of respondents do not know how long they could survive without a regular income.Brian Hall (pictured), managing director at BHSF Employee Benefits, said: “The combination of a lack of savings allied to zero sick pay provision, other than the statutory minimum of £89.35 per week, leaves many employees walking a high wire with no safety net. By the time mortgages, car repayments, council tax and four-weekly shops are taken into account, the vast majority of the UK’s workforce will find themselves in dire financial straits in a very short period of time, many will be forced back to work when they are not fit to return.“There are low cost insurance schemes available that can provide a safety net, but it needs employers to act as the catalyst in the workplace. If employees truly are the most valuable asset, it is incumbent upon employers to be brave and to help educate their workforce about financial issues such as sick pay. All too often the subject is swept under the carpet or not adequately addressed with a negative impact on employee wellbeing and mental health.” read more
The Australian government has confirmed a two-year pay deal for more than 33,000 public sector employees who are members of the Civil Service Association (CPSU/CSA) trade union.The two-year deal, which was voted for by CPSU/CSA members, will see state government employees receive a $1,000 (£592.67) annual pay increase from both 13 June 2017 and 13 June 2018 in accordance with the Public sector wages policy statement 2017.Under the terms of the deal, employees will also be have the right to access 10 days of paid family and domestic violence leave if required.The agreement also includes an enhanced consultation process for proposed changes within the workforce, and improved redundancy and redeployment provisions, including a comprehensive review of public sector redeployment and redundancy processes, and stronger case management for displaced employees.The CPSU/CSA plans to reopen negotiations for its members in December 2018.The new deal replaces nine previous industrial agreements covering public servants, government officers, school support officers, electorate officers, social trainers, jury officers, residential college supervisors and youth custodial officers.The new agreement is being finalised for lodgement in the Western Australian Industrial Relations Commission.Bill Johnston, commerce and industrial relations minister, said: “I’m very pleased the overwhelming majority of Civil Service Association members that voted agreed to the $1,000 a year pay increase. The McGowan government supports a fair system for all Western Australian public servants.”Rikki Hendon, assistant secretary at the CPSU/CSA, added: “This is an agreement that makes gains on issues important to our members. Their priority was always job security, fairer workloads and ensuring transparency in the public sector, and that is what this agreement delivers.“Members have recognised the new deal will improve their work life and have [overwhelmingly] voted yes to the new two-year deal. The government came to the table on several issues including family and domestic violence leave, stronger redundancy and redeployment clauses and more transparency on the use of fixed-term contracts and labour hire. This has been a long bargaining process, but members are positive about the changes that will be implemented with this new deal.” read more
Total pay for employees in Great Britain, which includes bonuses, increased by 1.5% in real terms between November 2017 to January 2018 and November 2018 to January 2019, according to research by the Office for National Statistics (ONS).The Average weekly earnings in Great Britain: March 2019 report also found that regular pay excluding bonus payments increased by 1.4% in real terms, namely adjusted for consumer price inflation, between November 2017 to January 2018 and November 2018 to January 2019.In nominal terms, which have not been adjusted for consumer price inflation, both total pay and regular pay increased by 3.4% between November 2017 to January 2018 and November 2018 to January 2019.Jon Boys, labour market economist at the Chartered Institute for Personnel and Development (CIPD), said: “The outlook for living standards is positive. Nominal pay growth has stayed the same, but with a fall in inflation, real pay growth has increased.“In the face of Brexit uncertainty, businesses may be employing more people to reach demand instead of making investments in plants and machinery. The latter is needed for long-term productivity growth. As ever, the official figures lag and as we get closer to Brexit, the date of departure will soon fall within businesses’ recruitment planning horizon. At this point, many may hold steady so we might expect less rosy results in the coming months.”Average total pay for employees in Great Britain was £530 a week in nominal terms before tax and other deductions from pay in January 2019. This compares to £684 a week for staff working within the finance and business services sector and £357 a week for those employed in wholesaling, retail, hotels and restaurants.Between November 2017 to January 2018 and November 2018 to January 2019, average total pay for finance and business services roles increased by 4.3%, versus a 2.4% increase for the wholesaling, retail, hotels and restaurants sectors.Kate Smith, head of pensions at Aegon, added: “Pay has been outstripping inflation for over a year and gives individuals greater bandwidth to save any additional income for later life; this is timely, given that auto-enrolment pension contributions are about to increase. Even a small amount saved today could have a significant impact on a retirement pot in the future.”Average regular pay, excluding bonus payments, was £497 a week in nominal terms for British employees in January 2019, before tax and other deductions from pay. This compares to £480 a week in January 2018. Average regular pay in real terms equates to £466 a week.Ben Frost, solution architect, Europe, Middle East and Africa (EMEA) at Korn Ferry, said: “Not all businesses are in the financial position to offer monetary rewards to attract and retain top talent. However, for the most part, employees’ expectations have begun to shift, and so money is no longer necessarily the most effective way of rewarding staff or appealing to new talent.“[Organisations] need to look at benefits beyond financial incentives in order to attract the best talent. From flexible working schemes for a better work-life balance, to robust career development programmes and creative working environments, employers need to communicate the benefits associated with their brand.“With this change in focus, organisations are able to attract and retain the best talent and so combat the current skills shortage that is affecting many industries.” read more