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FLORENCE, Italy (AP) — Inter Milan beat Como 2-0 to cement third place in Serie A and close the gap on top two Atalanta and Napoli on Monday. Carlos Augusto got the opener when he headed home a corner kick in the 48th minute. Marcus Thuram scored the second in stoppage time with a potent strike into the roof of the net. It was the first time these teams have played each other in the top division since 2003 and although Inter had lost only one league game all season it struggled to impose itself on 15th-placed Como. However, it won without exerting itself and the three points were enough to take Simone Inzaghi’s men within three points of leader Atalanta and within one of Napoli. Inter has a game in hand over both clubs. Fiorentina missed a chance to go fourth when it lost at home to Udinese 2-1. The Florence club won a record eight consecutive Serie A games before losing to Bologna 1-0 on Dec. 15, and it looked to be back on track when Moises Kean converted a penalty after eight minutes to become the first Fiorentina player to reach double figures in the league since Federico Chiesa in the 2019-20 season. However, Udinese was a different prospect after the break. Lorenzo Lucca equalized with the aid of sloppy defending four minutes into the second half and then Florian Thauvin found space on the edge of the box to curl in the second eight minutes later. The result left Udinese in ninth place and Fiorentina in fifth. The match was a special one for Edoardo Bove, the Fiorentina player whose collapse with a heart issue led to the suspension of its game with Inter Milan on Dec. 1. Bove was fitted with a defibrillator implant soon after and sat on the Fiorentina bench for the first time since his collapse. He is not allowed to play but his position on the sideline alongside coach Raffaele Palladino was seen as a step towards normality for the 22-year-old midfielder. AP soccer: https://apnews.com/hub/soccerTrump tax-cut plans could be slowed by a wary bond market
Short Interest in WaFd, Inc (NASDAQ:WAFD) Expands By 26.8%provided some relief with a 2-0 victory at Leicester to secure just a second win in 14 games for the crisis-hit English champions on Sunday. Savinho and Erling Haaland struck either side of half-time as City ended a run of eight away games without a win. The performance was still far from the standards that Guardiola’s side have set in winning an unprecedented four consecutive English top-flight titles. But the effusive celebrations of Haaland’s header 16 minutes from time showed that three points was all that mattered for the visitors to at least temporarily halt their remarkable slump. Victory lifts City up to fifth but they are still 11 points behind leaders Liverpool. Guardiola made just one change from the 1-1 Boxing Day draw against Everton as Kevin De Bruyne replaced his Belgian international colleague Jeremy Doku. De Bruyne’s fitness struggles have played a part in City’s slump and he immediately showed what Guardiola’s men have been missing for most of the season. >> Everton 0-2 Nottingham >> Fulham 2-2 Bournemouth >> Tottenham 2-2 Wolves >> Crystal Palace 2-1 Southampton
The last paycheque from a decades-long career arrives next Friday and the nest egg you built during those working years will now turn into a main source of income. It can be a jarring switch from saving for retirement to spending in retirement. Financial experts say that transition is a process. People need to psychologically prepare for retirement, says Kurt Rosentreter, senior financial adviser at Manulife Wealth. "It's not just stop one day and all of a sudden, start living off your savings," he said. Forecasting how much money you'll need for the next two to three decades and figuring out how to spend that money in your golden years can be challenging. Rosentreter said setting up a plan for retirement spending starts at least two years before bowing out of the job. That means knowing your cost of living, tax impacts and how to live off passive investment income or rental property income for the rest of your retired life. "All of a sudden, your food money and everything else -- your fund money -- is now tied to the stock market, bond market, politics, economics, tax rates," Rosentreter said. "That's pretty intimidating." Having confidence in your planned retirement cashflows is crucial when switching from saving to spending mode -- and helps maintain calm when stocks and bonds aren't doing well, Rosentreter said. "A written plan that says, 'Here's how much you have, here's how you will access it over the next month, next year, next 10 years, the rest of your life,"' Rosentreter said. Rosentreter asks his clients to split their costs of living into four categories -- fixed core costs such as shelter, utility bills, gas and food; fixed variable costs such as birthday gifts; discretionary expenses such as dining out and luxury costs such as driving an expensive SUV. "You start with the mathematics of what their cost of living is," he said. "You can't head into retirement without the numbers." Rosentreter then helps forecast cash flows to age 100 with all the information on expenses and income, he said. Marlene Buxton, the principal fee-only certified financial plannerat Buxton Financial for Retirement, agrees that having a plan is important in reducing the stress of spending. People often move a large amount of money into a checking account and spend from that, she said. "But when that happens, watching the value decrease each month, it's not psychologically good." Deciding which pot to tap into first depends on a person's retirement goals, Buxton said. For example, if a person has a locked-in retirement account, Buxton recommends moving it to a life income fund upon retirement and drawing income from it every month. A retiree can also withdraw a minimal amount from a registered retirement fund to supplement their income. Other income sources can be defined benefit pension plans and tax-free savings. Then, move to CPP and OAS at age 70, she added. Even when people think they have ample savings, there's a level of stress and some even begin to limit their day-to-day spending, Buxton said. But day-to-day spending is not what puts a dent in savings, she added. "It's the larger decisions around how long before downsizing or when to begin certain benefits such as CPP or OAS or what age to retire," that affects retirement cash flow, she said. Rosentreter said retirees need to revisit their cash flow plans once a year and gauge their progress. "You need some kind of dashboard that isn't just investment statements that come at the end of the month and show you (whether you're) up or you're down," he said. Financial plans can also change if someone gets divorced, widowed, or has health issues, Rosentreter said. "Whatever the factors are, you just have to kind of work that into the mathematical calculations," he said. "In the end, it's putting all this on a spreadsheet and working with it and moving the numbers back and forth to see where it works based on what starts the conversation," Rosentreter said. This report by The Canadian Press was first published Nov. 21, 2024.CDC chief urges focus on health threats as agency confronts political changesMALVERN, Pa., Dec. 13, 2024 (GLOBE NEWSWIRE) -- TELA Bio, Inc. ("TELA Bio") (NASDAQ: TELA), a commercial-stage medical technology company focused on providing innovative soft-tissue reconstruction solutions, today announced that the Compensation Committee of the Board of Directors of TELA Bio approved inducement grants of restricted stock units covering 1,700 shares of its common stock to three newly-hired employees, with a grant date of December 11, 2024 (the "Grant Date"). The restricted stock units were granted pursuant to the Nasdaq Rule 5635(c)(4) inducement grant exception as a component of each individual's employment compensation and were granted as an inducement material to his or her acceptance of employment with TELA Bio. The restricted stock units will vest in equal annual installments over four years, subject to each individual's continued service with TELA Bio through the applicable vesting dates. About TELA Bio, Inc. TELA Bio, Inc. (NASDAQ: TELA) is a commercial-stage medical technology company focused on providing innovative technologies that optimize clinical outcomes by prioritizing the preservation and restoration of the patient's own anatomy. The Company is committed to providing surgeons with advanced, economically effective soft-tissue reconstruction solutions that leverage the patient's natural healing response while minimizing long-term exposure to permanent synthetic materials. For more information, visit www.telabio.com. Caution Regarding Forward-Looking Statements This press release contains forward-looking statements within the meaning of The Private Securities Litigation Reform Act of 1995. Words such as "may," "might," "will," "should," "believe," "expect," "anticipate," "estimate," "continue," "predict," "forecast," "project," "plan," "intend" or similar expressions, or statements regarding intent, belief, or current expectations are forward-looking statements and reflect the current beliefs of TELA Bio's management. These statements are not guarantees of future performance and are subject to certain risks, uncertainties and other factors that could cause actual results and events to differ materially and adversely from those indicated by such forward-looking statements. These risks and uncertainties are described more fully in the "Risk Factors" section and elsewhere in our filings with the Securities and Exchange Commission and available at www.sec.gov, including in our Annual Report on Form 10-K and Quarterly Reports on Form 10-Q. Any forward-looking statements that we make in this announcement speak only as of the date of this press release, and TELA Bio assumes no obligation to update forward-looking statements whether as a result of new information, future events or otherwise after the date of this press release, except as required under applicable law. Investor Contact Louisa Smith ir@telabio.com
Disneyland's 70th Anniversary Is Bringing Back Some Classic Attractions, But I'm Bummed About A Few That Are MissingFrom Pride employee resource groups to a recurring wave of rainbow logos each June, LGBTQ+-friendly workplaces can feel more like the rule than the exception in 2024. Yet, while corporate leaders pat themselves on the back, many queer employees across Canada are still quietly navigating challenging workplace dynamics tied to their sexual orientations and gender identities. For these employees, true equity and inclusivity goes beyond gender-neutral bathrooms and company-sponsored Pride events. It means addressing deeper, often overlooked issues that remain largely invisible to those outside the LGBTQ+ community. It’s an issue that Nate Shalev, an inclusivity speaker and adviser based in Brooklyn, N.Y., feels strongly about. They posted about some of those barriers in a LinkedIn post, where they are ranked as one of the U.S. and Canada’s Top LGBTQIA+ Voices. “When I was told I would have to travel for work, my immediate reaction would be panic,” they wrote. “I was concerned about booking travel with my legal name and risking my team calling me by a name I no longer use, getting through TSA as a trans person with my dignity intact ... [and] navigating queer and transphobia at hotels or in taxis, or anywhere, in front of my co-workers.” Through their consultancy, Revel Impact, Shalev draws on past experiences with “really bad bosses” to help build more inclusive workplaces, educating companies on the barriers their LGBTQ+ team members may be facing – on top of simply getting their jobs done. Barriers like: “Is the conference you asked me to go to safe? What about that client meeting? The whole team is going for a happy hour, but this bar isn’t LGBTQ-friendly. Should I leave? Would that make me look like I wasn’t a part of the team?” Shalev says these sorts of concerns are routinely dismissed or there’s no clear channel through which to handle them since they don’t rise to a legal level of discrimination, despite having negative affects. While most organizations in North America have anti-discrimination policies in place, Ottawa-based talent and brand specialist Lindsay Moorcroft says that doesn’t necessarily mean those policies are sufficient. “Unless you’re building your programs and policies with the [affected] people in the room, there’s always the possibility for something to be forgotten,” Moorcroft says, reflecting on a previous job at a small startup where she was the only out queer employee. “Pronouns weren’t being asked in meetings. They weren’t shared in e-mail signatures. There was no option to even talk about that. So then it’s like, do I want to be the person who brings it up?” she says. For Kaitlin Geiger-Bardswich, a communications and advocacy director in Ottawa, the risk of speaking up paid off. Although she works for a national non-profit she calls “progressive” and “feminist,” bereavement leave didn’t include pregnancy loss until she advocated for it after experiencing a miscarriage herself. “Even if it’s not a miscarriage, when a fertility treatment doesn’t work, when an embryo transfer doesn’t work, there is that grief,” she says. Fertility issues aren’t specific to the LGBTQ+ community, but “gay couples, by definition, typically need to access fertility treatment of some kind,” as Geiger-Bardswich says. “So it’s more likely that if you have gay employees who are interested in parenting, they’re going to have to navigate this.” According to , more than half of Canadian employers don’t provide fertility benefits, including drugs and treatment costs. And only seven provinces provide public funding to cover partial costs of fertility treatment. In Geiger-Bardswich’s case, she and her wife relied on limited OHIP coverage when trying to conceive, while paying thousands of dollars out-of-pocket for medication and donor sperm. She says she was grateful to have flexibility in her work hours, which made it easier to attend doctor’s appointments throughout the in-vitro fertilization process without fear of repercussions. Flexible work arrangements, including remote work, can also benefit transgender employees who are transitioning or who are repeatedly misgendered at the office, says Shalev. Geiger-Bardswich notes that as anti-trans and anti-LGBTQ+ rhetoric increases around the world, it adds another layer of concern for queer Canadians. She points to Italy’s push as an example. “I hope that’s not going to happen in Canada,” she says. “But with how things are happening around the world, there is nervousness around the legal benefits and legal situations for parents like us.” So, what can workplaces do to achieve real, meaningful inclusivity? Shalev says it’s about taking a pro-active, rather than reactive, approach. This could look like ensuring there’s space for preferred names on all applications, forms and other communications. Before international trips, a systematic pretravel questionnaire might allow queer employees to request extra security, a travel companion, a NEXUS membership or a car service to make the experience safer and smoother, Shalev says. “It doesn’t have to feel complicated. Actively create spaces for these conversations to happen. Ask folks what they need,” says Shalev, noting that this has been more difficult in recent years with LGBTQ+ issues growing increasingly politicized. “Because queer issues have been politicized so much, there’s this sense that it’s a taboo topic. That’s a big shift I’ve seen, versus it just being inclusion work and wanting to support colleagues. Trans folks aren’t politics. We’re people.” One organization that appears to be embracing a pro-active approach is Moorcroft’s current employer, ecobee, a home automation company headquartered in Toronto. The company’s diversity, equity and inclusion (DEI) offerings include an LGBTQ+ allyship group, a private social channel for LGBTQ+ employees and a policy-focused working group. Most importantly, Moorcroft says, a variety of voices are in these rooms alongside her, including those of senior leadership. “DEI means nothing if the top of the company is not supporting it, and it’s not in their [budget],” she says. Every organization has different needs and resources, which is why Shalev says, “It’s not one-size-fits-all.” Pride at Work Canada and Great Place to Work provide for organizations looking to improve inclusion, with strategies ranging from collecting data on employee demographics to administering queer mentorship programs. While certain measures may seem niche, “LGBTQ+ inclusion benefits us all,” Shalev says. “When I do workshops, of course I know there are other queer folks in the room. But then there are the parents of trans kids, or somebody with a partner who’s trans. Our workplaces are microcosms of our larger society, and if we create better workplaces, we can also create better communities and [and better] worlds.”
Here's the fact: Harm Reduction Science and Technology
Trump's 25% tariff could be an existential threat to Canada's recovering auto industry
Netflix’s dumb new Christmas action movie is more try-hard than Die HardHundreds of people have been arrested in a crackdown on illegal working in London including at car washes, nail bars, supermarkets and building sites. Immigration enforcement teams from the Home Office have carried out nearly 1,000 visits to target illegal working in the capital in recent months. At one hotel in Kensington, six agency staff were arrested, with five on suspicion of illegal working and one identified as having overstayed their visa. Ministers claimed that the London clampdown was an 11 per cent rise in enforcement activity since the July election. Border security minister Dame Angela Eagle MP said: “We know that people who come to the UK and end up working illegally in poor conditions are often sold a false narrative about their ability to live and work here. “This creates a draw for people to risk their lives by crossing the Channel in a small boat – we must put a stop to it. “That’s exactly why we’re ramping up our enforcement work to clamp down on illegal working and stop the abuse of both the immigration system and our economy.” The Home Office said that 996 enforcement visits between July and November led to 770 arrests and 462 premises receiving civil penalty notice referrals. The referrals mean the employers could face a fine of up to £60,000 per worker if found guilty. Ministers stressed that the London crackdown had particularly focused on targeting car washes, nail bars, supermarkets and construction sites suspected of hiring illegal workers. Often these individuals are forced to work, and sometimes live, in squalid conditions and may be paid below the minimum wage, it added. Eddy Montgomery, director of enforcement, compliance and crime at the Home Office’s Immigration Enforcement Unit, said: “Our increased activity shows we are absolutely focused on preventing illegal working in the UK and safeguarding those who are made to work in squalid conditions. “We will continue to work around the clock to stop exploitation by criminal gangs and bring those involved to justice.” More than 35,000 people have risked their lives trying to cross the Channel in “small boats” to reach Britain this year , more than last year, but below a peak in 2022. Around two thirds of these arrivals are granted asylum in the UK, according to immigration experts. More than 70 people have drowned in the Channel this year, as they seek to reach the UK, as people smugglers pack more and more people into unseaworthy inflatable boats, with women and children often at greatest risk. Britain, like many countries, has limited routes for people fleeing persecution to claim asylum outside the country. The new Labour government ditched the Tories deeply controversial Rwanda deportation scheme and has instead focused on trying to break up the gangs behind the human trafficking trade across the Channel But it is not yet clear if the new strategy is proving successful.
Commanders' Tyler Biadasz Exits Game With Apparent Leg Injury
