So I saw Sully on this little workcation that I'm on in the beautiful Dallas, Texas. And I got to tell you it was a lot better than Jack Reacher too. And it was a very well made solid film with a slightly disappointing ending. I was kind of hoping everybody on the plane was going to die. I'm joking. Most of the kids of YouTube have got their reviews out already for Sully. This is nothing new. This is just one man's opinion. I assume if you've watched this, you've already seen the film for yourself and you're just interested to know what I thought about it to far our viewpoints line up. I think it's well made. Tom Hanks is a critical darling. He's always terrific. I think he's an amazing actor and probably an amazing person. I know nothing about him, but I want to call him dad at some point in life. Other noteworthies, Laura Linney's in this as his wife. They have some financial issues. I think, I don't know, it never really gets addressed if I recall. That story just kind of fizzles. They never actually meet up again. I thought that was really odd. That's the only big grape I have with the movie. It's well done. The CG on the plane is cool. Watching it crash. I mean, it's fake for sure.  We get dedicated scenes, though, where Tom Hanks, his character, Sully calls his wife probably five times. She's watching the news. She's seeing the events that are happening. She's worried about him. They have this financial stuff going on. None of it gets resolved. They never meet at the end and hug. That's just weird to me. There's going to be spoilers on this video, as I've stated. Most have already seen this thing, I think. And if not, I would assume you know the story behind the events that took place, which were only a few years old. It's still fresh. They're in the hearing room going over the footage. And Jeff Skiles, Aaron Eckhart's character, says a quip, says a joke. And that's how they end the movie. A movie that was, for the most part, pretty light on the humor. It was a pretty somber affair.  And the movie just abruptly cuts. I needed like five more minutes where he went home, saw his family, kind of settled down a little bit, had some dinner maybe, looked out his window, saw a plane fly off in the distance, and he smiles. Something just a little bit more uplifting and more natural flowing than the way that they ended this. All the actors do a fine job. They all brought their A game. There's a lot of actors I recognize. I hadn't seen for like 10 years or so who got heavier or just a lot older. And I would nudge my buddy. I'm like, hey, remember him? He's been in like 20 movies. He's always a douchebag.  It's always fun when that kind of stuff happens. The B and C cast, however, I wasn't feeling. So you have the A-listers and the supporting actors. But then you have the characters on the plane themselves. They were cartoonish at times, particularly a group of two brothers and a dad who just wanted to go golf. That's all you know about these guys is they want to golf. And it kind of takes you out of it a little. You're not really sure what the movie's going for at that time because everything is so intense. Whenever they cut back to the plane itself and sully trying to keep this thing from crashing and you already know the outcome, you're still there.  Clint Eastwood directed. I thought for sure we're looking at an over two hour movie. Most of his, I think all of his movies are over two hours. Usually they run around 220 or so. But he's consistently gotten shorter with his films. And this one is only an hour and 36 minutes long. I assume that includes credits. So really it's an hour and a half. And maybe he had an ending there. I'm going back to the ending again because it's bothering me because it would have made this movie just that much better. But if you were to add in five more minutes on, I think it would have made all the difference. There is a really weird shot. I just noticed some of these bizarre things in this because most of it is so well executed that the shots are framed very nicely. That when you do get that one shot, it stands out like a sore thumb.  And it's only maybe 10 seconds long, but he's got this kind of weird way he talks like this. And it was probably based off a real anchorman at the time. But the camera is right here. He's like this close, talking like this. And it is weird. It was bizarre. I don't know why they did that. Hey, Clint Eastwood is not typically known for having these kind of goofy parts to his movies. Million dollar baby and, you know, Gran Torino and stuff are all very well executed from beginning to end.  You kind of know what you're going to get every time. They all kind of have the same beats. You dive into the personal life a little bit. You see the struggles. They're not as clean as they appear on the surface. Although, Sully was almost as polished as you could get besides some little financing issues, which once again, I don't believe are ever addressed. You just have to assume he makes good amount of money from endorsements and things later. To put a number on it, though, one being the worst, 10 being the best, I think it falls at square and an eight. It's a nice film. That's it. That's Sully. Let me know what you thought. Were you blown away? I highly doubt it. An eight might be a little generous. I could easily watch it again, though. I have a flight to catch tomorrow. I thought about watching more kind of plain crash films before getting on my own to really get in the right mood for it.


Welcome to this channel is mixed from the mixed creation. The ministry of the ministry announces the timings of the public parks during Eid al-Fitli. Remember, according to the autosometric calculations it is projected that Eid al-Fitli will be on May 2nd of 2022. However, as per the ministry announcement has been made for the timings of the public parks during Eid al-Fitli in Katam as according to the ministry it has divided these parks into two in what you call the family parks and what you call the public parks. However, something that should be reminded that some parks that are going to be opening beyond the extra time that is extra time for example when we look at what you call the public parks that are going to be opening for 24 hours after 24 hours the ministry still urges that people who are going to use those public parks should be a little bit very careful and vigilant. How are they should be very vigilant and careful is that they should follow the rules they should follow the procedures that are being put in place by the people that are going to guide them for example in those public parks which have what you call open fences which have open fences there will be security guards there will be security guards to take care of all the position and take care of the place but they should follow and however still the ministry stresses that for people who are going to use those public parks during what you call the Eid al-Fitli should make sure that they keep those places clean by putting the rubbish or putting the litter in what you call the designated areas and not and putting and maintaining what you call the IG or what you call the agnico conditions in that area remember when we are talking about some of the private parks some of those private parks may be for families and children and those that will be specifically for the public for them to enjoy when you find the private parks probably to some extent you may have some fee to pay but however when we look at a time that it will be opening for example when you look at the alfujan the alfujan that is the neighboring parks for the families and women for children you remember it is going to be opening from the early morning of 5 a.m. and you'll be closing late in 1 a.m. and when you look at like for example we look at the alcohol alcohol alcohol alcohol parks that will be opening from 8 a.m. until 12 midnight and these other public parks for example look at albeda that do not have the fences those kind of parks will be opening for what you call 24 hours however for for the procedure that you have to follow the instructions that are being given by what you call the security guards because and the people who will be in charge of that place to maintain the area garbage however and litter it will stress by the minute that those ones should be strictly put in what we call designated area to keep the hygiene of those parks in one world the other however as we try to go through this you know we have to celebrate id alvidli and it's all sharing it's all loving and it's all liking and it's all part enjoying and coming together uh let me just get through what the ministry actually what the ministry stress the ministry of municipality announced the timings of the parks during the id alvidli holiday the ministry stressed that the alfujand neighbouring parks for families and children will remain open from early morning from 5 a.m. to 1 a.m. in the night ministry tweeted then it also said alcohol family park will receive visitors from 8 a.m. until 12 midnight during id holidays open public parks without fences will remain open 24 7 under the supervision of the security guards the ministry asked the people to follow instructions during their visits to those parks such as cooperating with the security personnel disposing wells properly in the designated garbage containers and also maintaining what you call a IG of the public place hope it is shared well to all the members thank you so much for coming back this channel by the way I don't keep on to remind you if you your first time to come across this channel please consider supporting this channel by clicking that subscribe button and also hitting the notification bell because it will already be the only way that you will always not to miss out any update that we get to put on this channel thank you so much see you again it makes from the next creation see you again in the next video as we try to look at the latest updates


Hello, everyone. Welcome to the When I Work live webinar. We're going to be getting started in just one or two minutes. I want to make sure that everybody who wants to join is able to join before we get started. So hang tight and we will be getting started here in just one or two minutes. While we wait, feel free to chat with us. You can use the chat button on the webinar toolbar. You can let us know where you're joining us from, what kind of work you're scheduling and time tracking for. That's always really fun for us to get to know you all a little bit better before we get started. When I Work does schedule for users globally and nationally, so wherever you are joining us from, feel free to let us know. We always get someone from somewhere really far away and really cool. So let us know where you're joining us from. And when I Work also does schedule for users that have all different types of setups, all different types of companies and use cases. So whatever you are looking to schedule with us, let us know. It does help us kind of direct the webinar a little bit. And it's very interesting for us to get to know all of your businesses a bit better. All right. I'm seeing just a couple of people are still joining. So I'm going to wait just a couple more seconds here. If you all do want to chat with us, let us know where you're joining us from or what kind of work you're scheduling and time tracking for. Feel free. We have worked with When I Work for quite a long time now. So whenever I do hear what kind of work you all are scheduling for, it's very exciting because When I Work is really great for all different types of setups and use cases. We have seen all different types of companies come through. All right. Just saw one last person join. So I think we can go ahead and get started. So I just want to welcome everyone one last time to the live Q&A. We're so happy to have you all join and we're excited to help you get started with When I Work. My name is Marie and I'm joined by my teammates Tiffany and Ethan were part of the customer onboarding team here at When I Work. And our mission is to help new users transition to When I Work as smoothly as possible. So during the next 30 minutes, we're going to be answering your When I Work questions. We're going to show you some ways that you can schedule your team, track time for your team and communicate. But the topics are going to be directed by the questions that you all ask us today. The questions are going to be flowing in. We'll get to as many as we can. If your question doesn't get answered or you come up with a new question, we will always be available to chat with you one-on-one. So we'll be providing you the resources to get yourself set up and to communicate with us and contact us at the end. If you're totally new to When I Work and just checking out the different plans that we offer, we're also going to outline all the different plans that we have and how you can upgrade your account at the end of the webinar as well. So stick around for that if you're interested. So during this session, you can ask questions on the Zoom toolbar with the Q&A button. So you can pop all of your questions in there. Tiffany is going to be going through those questions and asking as many as she can out loud. She might rearrange them based on where we are in the tool or she also might type some back to you based on how many we can get to out loud. But we'll try to get to as many as we can. I'm going to share my When I Work account before we get started and show you a little tour of my account. All right. So this is my When I Work account. This is the dashboard. I am logged in as the admin user. So the admin user essentially is just the user that has the highest access level privileges on the account. There can be three admin on every When I Work account. The top menu bar here is the main navigational center for When I Work. This is where you can access all the different tools within your account. So right now I'm in the dashboard. This is really nifty. This is going to give you a snapshot of what you're seeing for the day. So your schedule for the day laid out by hours, who is currently clocked in on breaks, clocked out, any attendance notices that you might need to know, who's no showing, who's late. And then we also do provide with a couple of graphs and any helpful tools to get a snapshot of what your day is looking like. This top menu bar again, this is where you can navigate to the different tools we offer. So our scheduler here, this is where you will create shifts for your employees. You will be creating your shifts in the scheduler here, publishing out your shifts so your employees know when they're working. The attendance tab, this is where you can access your time sheets, your time tracker. This is the landing page for your When I Work time and attendance platform. The work chat tool, this is your in-app messaging system. So your employees can chat in here. You can chat to your employees and it's just a way where you can all communicate with each other. This can be turned on and off. On the right hand side of the top menu bar, you have your settings. So first, if you hover over your name, you'll get your profile settings where you can add in information into your profile, see your schedule, view your availability and your alert preferences. This is very similar to what your employees are going to see, where they can see their schedule, set their availability, things like that. Then hovering over the gear icon, this is your settings area. You can find your general settings for your whole app, scheduler settings, attendance settings, the integrations tab. This is where you can set up integrations that connect your When I Work account to a payroll processor and your account and billing page. This is where you can manage your subscription. And then your workplace menu. This is one of the most important menus in When I Work. This is where you add in the building blocks of your account. So things like adding your employees, your positions, job sites, different schedules that you have. And all of this information will help you build out your shifts and build out your schedules. And then last but not least, our tray icon. This is our request center. This is where you can manage all the requests that come to you in your When I Work account. So things like open shift requests, if you're using our shift bidding tool, you can respond to those requests here, shift coverage requests. So if your employees are swapping and dropping shifts and you have manager approval turned on for that, those will show up here for you to accept or deny. And then our time off requests. If you have manager approval turned on for that, those will show up here.  So with that, I'm just going to be starting off in the scheduler and we can get started with our questions. Awesome. Our first question is, how do I input availability for my employees? And what does that look like on the scheduler? That's a great question. And I probably say this about every tool in When I Work, but it's a really, really cool tool. I always say that the availability tool is a kind of mutually beneficial tool for you and your employees. And that's because your employees are able to tell you when they are available or when they prefer to work and when they prefer not to work. So then you or any other scheduling manager can look in the schedule and do your best, if you want, to schedule around those preferences. So your employees are happy and you, on the other hand, your employees are showing up for the shifts that they are scheduled to work. So everything runs a little bit more smooth. And you can turn this tool on and off. We know it's not the right tool for every workplace.  So your employees can enter their availability on their end. They can do that on the mobile app. Or if they're logged in on a computer, like I am now, they'll hover over their name and just click my availability. They'll be presented with a calendar. From there, they can click add preference onto the days that they're looking at. They can either choose I'm unavailable to work or I prefer to work. They can choose all day or a certain time within that day. And then a really helpful tool is the repeat availability tool. So they can repeat their preferences every week, every two weeks, every day on specific days. And this is because a lot of times when employees are inputting their availability, it's because it's going to repeat their part-time employees, maybe their students. And they're always going to have class on Thursday mornings. And they'll never be able to make shifts on Thursday mornings, even if you schedule them for those shifts. So that can be very helpful in this case. So once they've made their preference, they'll just click save. And then back in the scheduler, you can see this on your end. So an availability preference will show up as a green tab. And an unavailability preference will show up as a gray tab on the corners of the shift cells. So if you see that there is a preferred availability, you can go ahead and click into that cell to schedule your employees for that day. All of your pre-made shift templates will pop up in this section here. And if the template has a thumbs up on it, that means that it is not conflicting with that preference. So those are great shifts to offer for your employees. You can even create a shift based on your employee's preferred times if that works for your team. If you see an unavailability preference here, you can click into the cell to schedule for that day. And then any of those pre-made shift templates that are conflicting with that preference will be grayed out. So it's kind of indicating that you might not want to schedule your employee for that time. But I do want to point out that the unavailability preference and the availability preference, these are just preferences. They're not official requests or time off. So make sure that your employees know that before starting using the tool. So for example here, if you have an unavailability conflict, you can still schedule your employee for that day. It's not an official time off like what you see here where you see I can't schedule the employee for this day. But you can schedule your employees over an existing preference. You'll get a little icon, a red icon saying that you've done this, but it's totally okay. It's just a preference to help you guide the schedule. So you can go ahead and move it over to a different day or different employee if that makes more sense. Availability is such a great tool that we offer. Our next question is how do I create a shift and are there any shortcuts available? Great question. We do have a lot of shortcuts when it comes to scheduling for your team. That's what we're here for. We're here to help you communicate your schedule, but also to help you make scheduling fast and easy. So the first way that you can just create a shift baseline is just by accessing your scheduler, clicking into a cell that corresponds with the correct employee and the correct day. And then from there you can choose a shift template, a pre-made shift template. You can just click that in and that will schedule out that shift template. Or you can click into the cell and create a custom shift. So the anatomy of a shift and when I work consists of a start and stop time. You can choose an unpaid break to add in there. You'll choose your position. So what kind of work will be done on this shift? You can add even a job site, tags or shift task lists, and then you'll be clicking save. And that will save that shift and it will look like one of these shifts in here. And then I'll go quickly over a couple of shortcuts. So the first and I love the shortcut. It's really helpful. And I just mentioned it. It's called shift templates. So to create a shift template, you'll hover over the workplace menu and then go into your shift template landing page. Here's where you can create all your shift templates. And essentially, again, these are just snapshots of shifts that you can save to use at any time. So to do that, you'll just click add shift template, fill out your template, and click add. And then back in the scheduler, when you go to schedule an employee again, all those shift templates will pop up based on your employee's qualifications, which positions they are assigned to. I also recommend using the copy tool. If the copy tool is something that you need in your workplace, you can copy individual shifts by clicking the command button, clicking down on the shift and dragging and dropping the shift. So you can see this just duplicates the shift. And you can add it that same shift into any day and any employee. Also remember that you can always drag and drop shifts really easily into other cells if you need to make any changes. Changes are very fast and easy to make in my work. Then the wrench icon here is really helpful for any shortcuts that you have. So first, I'll go to a fresh week in here. You can use the wrench icon to copy the entire previous week into the week that you're in. So click on the wrench icon, click copy previous week, and then allow conflicts. And you can copy that over very quick and easy. And then the last tool, actually I'll go over two more tools. So the second to last tool I'll go over is the schedule template tool. So similar to the shift templates, you can snapshot any entire week's schedule to use at any other time. So to do this, you'll create your schedule that you're looking at and that you want to save. Use the wrench icon and click save as new template. You'll give that a name and a description and click save template. And then in any other week that you need to schedule in, you'll click the wrench icon again and load in a template. I've created a ton of different templates in my account to kind of explain why you might need templates. Things like if you have a default schedule that you always like to use, works for everyone, and you just want to schedule that into any week. Maybe you have a template for different months and you want to keep those templates for those months. That works too. Open shifts coverage, and then you can also create rotations using your templates. So creating different rotations and loading those into any weeks in a pattern. That's also really helpful. And then the last tool really quickly that I'll go over back in my scheduler here is the repeating shifts tool. I've talked about this with a couple of customers today already. So to create a repeating shift, just open up your shift and click the repeat button, and then you can choose how frequently you want that shift to repeat. This is also helpful in creating rotating schedules. Or if your schedules are the same week to week, that's also very helpful in creating a long term schedule. Shortcuts are probably my favorite feature. They just make everything so much easier for you when creating shifts for employees. Our next question is from Brenda and she'd like to see how you can add a job site into a shift, but it sounds like a great time to go over what schedules and job sites are too. Great question. So I'll go over the two different ways that when I work has created to allow you to schedule shifts at different locations. So the first one I'll go over because the question is specifically about this. The first one I'll go over is job sites. So the job site tool essentially is an assignment that you can add on to a shift to allow your employees to know where their shift is taking place. So to create job sites in your system to begin with, you'll just hover over the workplace icon and click down into into job sites. You can import a larger list if you have a ton of job sites that you use or you can create a single job site here. You'll choose a name and a location if you have one. And then you can also add in any other notes that you might need to know about this job site. Once you've added in your job sites back in the scheduler, you'll see your shifts. When you schedule and create those shifts, you can add a job site onto that shift. So now you can see this shift is six to 130. It's going to be the barista position at location one. So when you go ahead and save that in there, you can see that I have a couple of shifts at different locations. This is a shift, for example, that doesn't have a location or job site added to it. But this shift here has location two added to it, this shift has location one added to it. So you can see that all these different schedules are going to be taking place at those different locations or those different job sites. So again, that is just opening up the shift and adding it into the job site area. And a helpful tip when you aren't using job sites. I know that you can sometimes have a lot of different job sites that you are working with. So over here on the left hand side, you can always filter your schedule by job site. So you can choose to only view one location at a time, for example. And that is helpful when you have a ton of job sites that you're working with and you want to make sure that you have adequate coverage for those different locations. So job sites, again, is just one way that you can indicate different locations and when I work. And it's really helpful for if you have a lot of those sites. So and if those sites are ever changing. So maybe a client based company like a security company, construction, at home health care, those are all different reasons that you might want to use the job site tool. The other way that you can create locations in when I work is going to be the multiple schedule tool. So multiple schedules essentially allows you to click back and forth between multiple schedule grids. So to create a different schedule in your account, you'll do kind of the same process you'll hover over the workplace icon, click into schedules, add schedule. And then you can see right now I just have two schedules in my account here, West and East. Back in the scheduler, you can hop back and forth between the different schedules that you've created over here on the left hand side under schedule, click the down arrow and you can move back and forth between the different schedule grids that you have. So this is helpful if you have I always say a limited amount of locations. So maybe you have two coffee shops or three retail locations. Or maybe you want to divide your team up into smaller teams or your larger organization into departments. That is a great use case for the multiple schedule tool. Maybe you are a health care organization and you have different departments like nurses and lab techs and doctors and you don't want to see them all on the same schedule. That's a great use case for multiple schedules. So again, you can move back and forth between the different schedules that you've created. And on the back end, your employees are going to show up on the schedules that they are added to in their profiles. So going into my employee list, you can assign the schedules that you want your employees to show up on within their employee profiles. So once they are assigned to the correct schedule, back in the scheduler here, they'll show up on whichever schedule they are assigned to. So backing up again, schedules and job sites, two different ways that you can indicate location in when I work. And I just want to quickly before we move on point out our help center. If you pop open the help center, you can search keywords or questions like job sites or schedules. And we have a whole article dedicated to helping you figure out if you would rather use schedules or job sites. So take a look at that if you are interested. The help center is just so awesome. It's so well done. We have so many great people that have worked on it. I highly recommend checking it out. And our next question is from Amanda. She's asking about some open shifts and how we could kind of make those more prioritized and then also how you could limit your first group of sorry, trying to rephrase this a little. So basically can employees sign up for the shift before everyone else and then open it up to new employees. So show how to like limit the employee list and such please. Great question. So we do have an open shift tool and there is some ways that you could maybe open up the shift for certain amounts of employees or certain employees before opening up the shift to all the employees that maybe are eligible to take that shift. And I'll go over kind of all of those options. First, I'll kind of explain what the open shift tool is for those of you who don't know. So like we showed earlier, you can assign shifts directly to your employees. And that's just by clicking into your employees and adding in those shifts. But if you don't want to assign your shifts directly to your employees and you prefer kind of more of a self schedule or an open schedule, you can use our open shifts. Open shifts are essentially just unassigned shifts. By default, your employees can grab open shifts first come first serve. So when I add in a shift into my open shift area, you can publish out those open shifts. And then at that point, whoever is qualified to take those open shifts can pick them up first come first serve. So for example, maybe I have an open cook shift here. So all of the employees that are assigned to the cook position in their employee profiles will be eligible to pick up that shift. So they will get a little notification by saying that there's new open shifts available. And then at that point, they can go into their app or their computer, log in and grab that open shift if they want to work that shift. There's a two different ways that I would say that you can give priority to certain employees to grab shifts. So the first way that I would recommend is by using something that we call tags. A tag you can think of as just a second layer of qualification for a shift. So the first layer would be the position. Second layer would be the tag. You can add tags in just like you can add positions. You can add tags here. And you can maybe create a tag that says like senior or first round employees. Once you create that tag, you can add the tag onto the open shift. You'll do that the same way as you add a position or a job site. You'll just add in the position. So it might be priority. Maybe you have priority employees that you want to offer the shift to first. So you'll add the priority tag onto the shift and then publish that shift out. At that point, only employees that are assigned to both the correct position and the correct tag will be able to pick up that shift. If nobody from that group picks up the shift, you can at that point open up the shift, take the tag off and republish it. And then it will be open to employees that are all assigned just to that position. And the sub tag or the sub qualification will no longer be necessary for your employees to grab that shift. Hopefully that makes a little bit of sense or answers the question a little bit. But the second way that I would add kind of a layer of priority to a shift would be the shift bidding tool. So again, by default, employees can grab the open shifts first come first serve based on their qualifications. But you can turn on a tool that we call shift bidding. So popping open this shift one more time. I'll use an unpublished one here. You can require pick up approval for the open shift. So if you have pick up approval turned on for your shift and you publish that shift out, you can see the little icon there. That will essentially allow your employees to raise their hand or say I'd like to pick up this shift. Once they raise their hand or ask for that open shift, you or another scheduling manager can go into your open shift requests and then approve a specific employee to pick up that shift. So maybe you have a couple of those priority employees that have requested to pick up the shift, you can choose them first. And then they'll end up working the shift. But if you have none of those special or employees that you would rather have that shift and just the other employees requested to pick up that shift, you can then give it to those employees. If that makes sense, I used a lot of words for that. But so if you want to kind of have a little bit more of a say over who's grabbing those open shifts and maybe give it to a priority employee, I recommend turning on the approval tool. And again, you just do that by opening up your your open shift and clicking to require pick up approval. Awesome. I we got a lot of questions on our scheduler stuff today. And so I think it's time to go over Marie and I's favorite options, which are all of our clock in options that we offer. It's true. It is one of my favorite tools. Tiffany's right. The time and attendance add on I always say works so beautifully with our scheduler. If you want to have a really streamlined employee management platform from when I work. So we have three different methods of clock in if you choose to turn on the time and attendance tool. So the actually I'll go into my attendance settings to actually show a little bit more. So the first way that your employees can clock in and out in when I work would be using a personal computer. So if this option is turned on, your employees will be able to log into their computers just like I am now, hover over the attendance tab and click clock in. They'll do the same then to clock out. The second way that you can have your employees clocking in and out with when I work is to create a terminal. This is the most similar to a traditional time clock terminal where your employees will come into the workplace. They'll see the terminal to clock in and they will use that to clock in and out. You can create a terminal on a computer by logging into your account, hovering over attendance and clicking lock as terminal. Or if you want to create a terminal on a mobile device, you'll just download the when I work terminal app and it will walk you through setting up the terminal on that mobile device. The terminal will essentially kind of take over and lock your computer or your mobile device as a time clock machine. Your employees will come into the workplace and clock in using that machine. It will look like this and then your employees will be able to enter their employee ID or their email to clock themselves in and then the same to clock themselves out at the end of the day. And then the third and I always say most popular way for employees to clock in and out in when I work is clocking in with the mobile app. So if this is turned on, your employees will see a big green button at the bottom of their when I work mobile app when they're logged in. It will say clock in or clock out. And they can just use that to clock in and clock out. And never fear if you do have the mobile app or the computer clock in options turned on, your employees can clock in and out from wherever. If you have a ton of remote employees, that's awesome. But if you want to ensure that your employees are at a certain location when they are clocking in and clocking out, you can always turn on the Geofence in order to make sure that your employees are at the right locations. So to do that, you'll just be clicking these two little buttons and this will restrict your employees clock in and or clock out to their location that they're at or where they should be working. You'll just then choose the distance. So how far away your employees need to be from their scheduled location is create the Geofence. And then if that is turned on, your employees will not be able to clock in or out if they are not on site. So that's very helpful, giving you a piece of mind that your employees are where they should be and actually working when they are clocking in and out. Looks like that's all we have time for. Thank you so much, Marie. You're so amazing. Thanks, Tiffany. All right. So as promised, we have a couple of information packets for you all. So first we'll go over the different plans that we offer, how you can upgrade your account, and then at the very end, we'll send out the information packet with all of the information to get in contact with us or all of our other resources that we have. So first off, we have two different plans based on the size of your company. So the first plan is the small business plan. This plan is right for you if you have under 100 users. If you have over 100 users, you'll be on our enterprise plan. And the enterprise plan is the best for larger businesses because it essentially just has extra tools that fit larger business needs. So things like access to our API key, global privacy, single sign on, all that good stuff. But if you have under 100 users, you'll be on the small business plan. So of course, if you think you might want to be on the enterprise plan, always just contact us and we'll get you all the information you need. But the small business plan is going to include all of the tools that we talked about today. So the scheduling only platform is going to include tools like creating shifts, so team scheduling, the availability tool that we talked about at the beginning, work chat, so communication, job sites, multiple teams, so creating locations in your account, open shifts, like we talked about at the end as well. All of those good tools are going to be in the small business scheduling plan. If you have a need to track your employee's time as well, which I always recommend, you can add the attendance add-on to your plan. The attendance platform is going to include all the tools for clocking in and out and tracking time for your team. So if you need any of the clocking abilities, like clocking in and out on your mobile phone, computer or terminal, integrations to payroll processor, which are really cool, all of those tools are going to come with the one attendance add-on. So the nice thing is that you can upgrade your when I work account on your own by simply logging into your profile. Once you've logged in, you'll hover over the gear icon and click into account and billing and then upgrade my account. From there, you'll choose which plans you want. So by default, scheduling and messaging is turned on and then you can add the time clock and attendance add-on if you need it. By default, we do a monthly billing. So we bill month to month, no contract. But if you would like, you can choose annual billing. So you pay for the year upfront. And the great thing is, is you get a 5% discount if you choose that. From there, you can choose check out and you can choose how many users you need. We bill in groups of five users. So you can choose five users, 10 users, 15, 20, 25, etc. So once you find out which user tier you want to be in, then you can reaffirm which tools you want and which billing cycle you want. And then you can click out and add your billing information. So it's really just as simple as that. So if you have any questions about this, we're always here and ready to answer any questions that you have. You can contact us for some one-on-one help via live chat or email. Live chat can be found within your account via the chat bubble on the lower right hand side of your screen. And then you can also reach us via email at gettingstartedatwhenitwork.com. We're always here to answer questions. Like I said before, questions that you have when you're getting started. If you have any questions on which plan is right for you or if when a work is right for you, if you come across any troubleshooting as you go, we are here to help you make this transition seamless. And we're here to support you. So if you take a look at the chat button on the Zoom toolbar, Tiffany has sent out all of the resources that we have for you to take a look at. So we have some prerecorded demos, our training center, where you can access your setup and training videos, which I highly recommend taking a look at, and then all of the links to contact us for some one-on-one chat or email help. So take a look at those. Those will really help you as you're getting started. We will leave that up for a couple of minutes also after this session. So you can always take a look as you go. So that concludes the session today. Thank you all for joining us and taking the time out of your day to be here. And I hope everyone has a wonderful rest of the day. Bye, everyone.


Hi, so I'm a student here at VCFA in the visual arts program. We had invited Leslie Ward, the president of the college, and Matthew Monk, the dean of students, to meet with us to answer some questions. We created some signs and we are visual artists, so that's what we do. We put our concern about our culture and our lives into art. Well we delivered a list of demands. We would like, we want the residencies to stay in Vermont, so we want them to break the contract that they have with Colorado College, which is to have the summer residencies that go there. We were notified that the winter residencies are going to be done online. And you know, visual art is very difficult to do online. We couldn't do this, you know, in Zoom. It's about community and collaboration and having the voice together. And that's been denied us. Hi, my name is Sabrina Resnick. I'm representing my cohort who just completed our second semester here at VCFA. Speaking to Leslie, I wrote you in the board a letter signed by my peers here in the visual arts program and school-wide. I'm unsure if you read it, as I never received a response. But nevertheless, I'm glad for the opportunity to speak to you face to face. The news to relocate the summer residency and make winter residencies remote was a shock to us. We are concerned about completing our degrees and the future of VCFA. These are significant changes and we would like to understand more. We have a few important questions to ask. What steps did you and the board take to save this campus and keep our residencies here before making this decision? Your letter sent on June 18th stated that this decision was motivated by the desire to build a financially stable model so VCFA can endure for decades to come. Are the finances of the school in peril? Will you provide information on the current financial state of the college? Will you provide a copy of the contract with Colorado College? What is the urgency to move the residencies by summer 2023? This question comes from a current graduate. As soon to be graduates, we have been looking forward to coming back to campus. We hope to come back to VCFA to participate in traditional opportunities for alumnics. Without this campus, there's an immediate detachment to the legacy of this program. Why would VCFA sell the campus it already owns and rent from a campus 1,974 miles away? Do you want to read or do you want me to? I'll read them. Is the consulting company Titan Partners working with VCFA? Does VCFA have a contract with Titan Partners? If yes, VCFA Board of Trustees Chair Michael Goldstein is also a managing director at Titan Partners. VCFA has a conflict of interest policy for the Board of Trustees. Did the board vote that there was no conflict of interest? If there's a contract, what did you and the board contract Titan Partners to do? Do you have any comments on Titan Partners history with small liberal arts colleges? What have you and the board concluded the impact would be on the Montpelier community of moving VCFA residencies? To Matthew Monk, the academic dean, how many students were consulted before making this decision and from which programs? Matthew said zero. Matthew said none. He was there. So this change was made without consulting us and denies us any voice. We feel betrayed. These are life-altering changes. We don't see that enough was done to look for alternatives and avoid the decisions in the first place. Do you understand why we're concerned? With this in mind, we ask that you create a plan describing how you will restart the process to secure the future of VCFA following a collaborative organization model which is outlined in their governance policy. The plan shall include input from students, faculty, program staff, alumnus, and the Montpelier community. The plan will describe how you will involve student, alumnus, and faculty stakeholders from each program in your decision-making process. And the plan will be provided in writing to students, faculty, program staff, and alumni by August 31st, 2022. We gave them a copy of the request in writing and emailed it to them and asked for a prompt reply in writing by noon on July 28th if they were in agreement with this process. If they cannot agree to this, we will pursue a tuition withholding action coordinated with other programs. Thanks for your time.


Okay, so that we have a coherent presentation. My name is Sam Vaknin. I'm a professor of psychology in Southern Federal University of Stov-on-Don, Russia, and a professor of finance and psychology in CSCAPS, Center for International Advanced and Professional Studies. As team colleagues, today I would like to discuss a much neglected topic in the psychology of personality disorders and that is the connection between trauma including an external shock such as the pandemic and reactance, in other words, disproportionate reactions to daily triggers or small triggers. First of all, in my work in the past few years, I am trying to reconceive of personality disorders as post-traumatic conditions. All personality disorders, at least in cluster B, which are the erratic or dramatic personality disorders, all of them start as trauma and abuse in early childhood. Narcissism, psychopathy, borderline, histrionic, all these people have experienced some form of trauma and abuse when they were children and these are the pathological dysfunctional reactions to trauma and abuse. So why not recast, reconceive, reconsider these personality disorders as post-traumatic conditions? One of the things that characterizes all these personality disorders that I've mentioned, because they are dramatic and because they are erratic, they are also disproportional. There is a phenomenon called reactance or total reactance. Psychopaths, borderlines, victims of trauma, by the way, people who had developed post-traumatic stress disorder or complex post-traumatic stress disorder, complex trauma, all these people react disproportionately even to the smallest irritation, to the tiniest provocation. They perceive everything as insults and slights, they're hyper-vigilant, they scan other people and their environment to find where have they been wronged, where have they been discriminated against, they are hair-trigger, they are irritable and so they develop over time mood disorders and impulse control issues. They escalate every conflict, every conflict, however minor, however imaginary, they take it full course, they take it to the level of a nuclear, apocalyptic, all annihilating warfare and they make disproportionate use of every weapon they have simultaneously. Reactance includes elements such as defiance, contumatiousness, hatred of authority, posturing, hostility, aggression, recklessness, abuse, all these are elements of reactance and these pitched battles happen again and again and again, they are recurrent, all bridges are burned, all relationships are shattered, hurtfully, irrevocably, people, these people, psychopaths, borderlines, narcissists, histrionics, they sometimes lose their jobs, they lose their families, they destroy their marriages, they end up with in horrible relationships with everyone, their children, their loved ones, all because they can't control their impulses and so the issue of reactance is a critical issue because the pandemic has been going on for five months now, many people have been socially isolated, many people have been settled from the daily lives, from the social support networks, many people are unable to practice the habits that they had developed over decades to control their impulses, to restrict and restrain their reactance and so today many, many people are deteriorating, degenerating if you wish, into these conditions. In contrast, the reactions of healthy people in healthy environments, these reactions are differential, these reactions are in kind, they're incremental, they build up, they are proportional, people weigh the consequences, people correct course, every step of the confrontation, they don't go from zero to hero overnight or within a second, patients with borderline personality disorder react to abandonment and rejection, real or imaginary or anticipated or feel, they react to neglect, to abuse, to being ignored, they react with, in this way, disproportionately, narcissists react to narcissistic injuries and narcissistic modification this way and psychopaths and people with histrionic personality disorder, they react to frustration this way, they are goal oriented, if they can't obtain the goal, if there are obstacles on the way to the goal, they react explosively, they destroy everything and everyone in their path. Now all these total reactants, all these disproportionality has to do, of course, with trauma, it's a post traumatic behavior. What is a trauma? Painful or ego dystonic memories, everyone has them, but if they are seriously hurtful, if they are life threatening, if they threaten one's self image in a substantial fundamental way, if they are ego dystonic, in other words, if they are exceedingly unpleasant, these memories replete with the attendant negative emotions and cognitions, these complex of memory, cognition, emotion that are bad, that are unpleasant, they are walled off, they are isolated from the normal stream of consciousness from the day to day cognitive and emotional functioning, these memories are put in an enclave, they are secluded, they are walled behind mental dissociative barriers, combinations of dams and firewalls. We all have these, we all have these very small reserves where we forget things, we forget unpleasant experiences, we repress them, we deny them, we reframe them, we tell ourselves narratives that somehow soothe, we self soothe, we solve our wounds and one of the major tools to do this is simply by forgetting, and we often forget, but when forgetting becomes pathological, when forgetting becomes extensive or pervasive ubiquitous, when forgetting is exclusively associated with negative emotional and cognitive content, with negative memories, we talk with that we are discussing then we are dealing with actually pathology, pathology that is very common in narcissistic personality disorder and even more so in borderline personality disorder. Sometimes even an innocuous mishap or a merely unpleasant event rupture these firewalls, rupture the fortress, break down the defenses and then there's an avalanche, a tsunami of pain and hurt and this tidal wave is released in a traumatic manner and this sometimes can be life-threatening. Trauma, when we are traumatized the trauma imprints everything, it puts its stamp, it puts a signature on everything and everyone involved or present in the stressful event however tangentially. So if you experience a trauma the places, the people, the smells, the sounds, the circumstances, the objects, the dates, categories of all the above, your thoughts at the time, your emotions at the time, all these things will get imprinted with the trauma, will get stamped with the traumatic experience. From that moment on these things will be able to re-trigger your trauma, will be able to force you to experience the trauma again and trauma imprinting is the core of post-traumatic stress disorder and complex trauma. It is also the mechanism behind triggering. What are triggers? Triggers are places, people, smells, sounds, circumstances, dates, objects that are reminiscent of the same classes of stressors, same classes of stress-causing events involved in the original trauma and consequently they evoke, they bring to the surface the original trauma and that's precisely the problem with this pandemic. This pandemic has touched upon absolutely every dimension of existence. Everything, the workplace, the family, loved ones, life and death, places, smells, images, everything has been imprinted with this massive external life-threatening shock. It will be very difficult to recover from this. There are four forms, four ways to release trauma, four ways we cope with trauma. The first one is cognitive release. We catastrophize. When we are traumatized, we tend to see only the negativity, only the horrible apocalyptic nuclear end result. We tend to anticipate the worst and so catastrophizing is an integral part. It's a cognitive fallacy of course. It's a cognitive deficit in a way. Catastrophizing is intimately involved in the cognitive release of trauma. In very extreme cases, we have flashbacks. Flashbacks are cognitions coupled with emotions, coupled with memories, in a way that is so vivid that actually the trauma victim re-experiences, relives the trauma. He believes himself to be back physically and mentally in the trauma and in this sense, re-traumatization or flashbacks are technically a psychotic experience. We intervene in these cases by using controlled catastrophizing via imagery. Then there is emotional release. Emotional release involves a triggering cascade. It's when seemingly minor triggers result in vastly disproportional trauma All the emotions erupt volcanically, uncontrollably. People's emotions become dysregulated. Traumatized people are overwhelmed by their emotions. Not only they cannot control the emotions, but they drown in them. They feel suffocated. And so we deal with this via a variety of techniques, chair-based techniques, chair-work dialogues, mindfulness, reframing in cognitive behavioral therapy, dialectical behavioral therapy, especially in the case of borderline, Gestalt, Schema therapy, and so on and so forth. All these therapies involve an attempt to control emotions by forcing cognitions upon the emotion. Essentially an emotion is a reaction to cognition or the continuation of cognition by other ways, by other means. So we use cognition to try to control the emotions. The third way the trauma is released is behaviorally, behavioral release, and that is what the total reactance that I mentioned at the opening of my presentation. Total reactance, this disproportional, explosive, uncontrolled, impulsive, defined, anti-social very often. Behavior, reckless, addictive. These behaviors are forms of releasing the trauma. And these behaviors characterize psychopaths, borderlines, trauma victims, people with mood disorders, people within impulse control issues. As I said, they escalate every conflict and so on and so forth. And so the total reactance is the behavioral form of releasing trauma. And we intervene in this by trying to create a therapeutic alliance with a patient if it is possible. With a narcissist it's very difficult because narcissism is an infantile defense and there is a regression to early childhood and it's very difficult to create an alliance with a narcissist. It's equally difficult to do it with a psychopath because the psychopath lacks basics such as empathy and respect for contracts and agreements. It's difficult to do it with a borderline because she's dysregulated and she has mood liability. It's very difficult to alliance with these type of patients. We try to encourage self-efficacy by leveraging actually some pathological elements. For example, we leverage the narcissist's grandiosity We challenge the narcissist to become more self-efficacious, more controlled, more goal-oriented in a good way, leveraging his grandiosity. We try to encourage agency, in other words, control over one's life. We use positive reinforcement, rewards, we reward socially acceptable or sublimated behavior. And we involve sometimes other people, other patients for example, in group therapy. These are the interventions for behavioral release and finally there is somatic release. Many people with traumas have what we call, what used to be called conversion symptoms. They somatize the trauma. They use their bodies to express the trauma. There are effects on motility, mobility, motor functioning, sensory motor functioning, sensor intake. There are effects on autonomous functions such as heart rate, sweating. So the body expresses the trauma very often unconsciously and involuntarily and seemingly unconnected to the trauma itself or any of its elements. So we use classic psychoanalytic techniques like dream work. We use psychodynamic psychotherapies. This requires somatization, requires deeper work, depth, psychology. Narcissists and psychopaths not only have experienced trauma as children, border lines, people with histrionic personality disorder. First of all today we consider all these personality disorders as elements or emphasis on a single underlying personality disorder. And second thing, many of these personality disorders are actually gender specific manifestations of the other. So for example, borderline personality disorder can be easily reconceived as secondary psychopathy in women. Narcissism seamlessly glides into psychopathy. Psychopaths are very grandiose, so they are all narcissistic. So there's a lot of commonality and a lot of comorbidity between these disorders. All these disorders are not only victims of trauma and abuse in early childhood, but they carry forward this trauma and abuse. They propagate it. They move it on intergenerationally if you wish. They are conveyor belts, their production line of trauma and abuse. And so they are dream records. They are particularly adept, these people with personality disorders. They are particularly adept at provoking triggering cascades by aggressively and contemptuously frustrating both individual and social expectations, cherished and life-threat sustaining hopes, deeply held beliefs and ingrained fantasies and values. They challenge all these things.  And all these disorders have an innate lack of empathy or truncated empathy, what I call cold empathy. They have goal focused cruelty and ruthlessness. They have absent impulse control, mind boggling recklessness. And when you put all these things together, they create a whiplash of shock and disorientation in other people. They inflict agony and a pervasive sense of being existentially negated in their nearest and dearest and intimate partner. To be with a narcissist or a psychopath or a borderline, create intolerable angst. That's the inevitable outcome. It's as though they infect, as though they are contagious. They infect other people with their internal chaos, low level of organization, pain, hurt, trauma and the abuse they had suffered. They share it with other people. They bring other people into their own near psychotic state. And so we need to reconceive of personality disorders as reactions to massive shocks. And if we do this, we will understand the real risk in this pandemic. The real risk in this pandemic is that in its wake, once we have solved the virus issue, once there is a vaccine, once there is a cure, the pandemic will have left behind millions upon millions of people whose trauma had been so extensive, so massive, so intolerable, so dysregulated that they will develop personality disorders. We are in for a secondary pandemic of mental health. And in this, in this ugly dystopian landscape of mental health issues that is awaiting us, there's depression, there's anxiety, of course, but there's also, there's also a tidal tsunami wave of personality disorders coming our way. Many people will have been rendered narcissistic, psychopathic, dysregulated, labile and histrionic by this pandemic. The question remains only one. Are these effects reversible? Are they situational? Are they the artifacts of complex trauma? Or will these people remain scarred for life and will become a new harbor, a new focus, a new epicenter of pain, trauma and abuse for other people? Thank you.


The Queen supports Black Lives Matter. Do you believe that? To be honest, I really don't. I don't think she supports them at all. But isn't it interesting? Football is supposed to be neutral on politics, but still footballers get on their knees to Black Lives Matter. The police are supposed to be neutral on politics, but they too bow down to BLM. Now the Queen, and she too, is supposed to be politically neutral. But now apparently she supports this group. Political neutrality is gone, but only where far left politics is concerned. Black Lives Matter is a neo-communist violent group that is responsible for death and destruction. But it is precisely because it is a neo-communist group that it has been allowed to seep into every aspect of our lives. It's worth noting though that reports claim that a royal aide said the Queen supports Black Lives Matter, not the Queen herself. But the monarchy needs to be careful about this. Despite press attempts to sanitise it, growing numbers of people are aware what Black Lives Matter really is. Their aims include defunding the police, they want a society of anarchy and lawlessness, they want to dismantle our society and replace it with something deeply sinister. They want borderlessness, an end to capitalism, an end to the family. We know what this is and much of the British public knows what this is. It would be a terrible shame if the Queen were to lose respect at this stage of her long and successful reign. I don't want to see that happen, but if the crown continues to side with left-wing politics that could easily happen.  They dominate all areas of life and now they are claiming the Queen. It is high time that people in the public eye called this out for what it is. Communism. We don't want it and nor I suspect does the Queen. Please like the video below and subscribe to our channel. As you probably know, For Britain is shadowbound on most social media, so it's really important to like and share our videos in order to get our message out. Thanks again for helping us to fight back. Thanks again for helping us to bring back Britain.


Hello everyone, welcome to the lecture series on computer graphics 2D reflection. At the end of this session, the students will be able to define 2D reflection, represent 2D reflection matrix, solve problem based on 2D reflection in computer graphics. In this video lecture, I will be discussing about two-dimensional reflection in computer graphics. We will discuss and understand how to represent a two-dimensional reflection matrix and finally, we will conclude with some practice problems based on two-dimensional reflection. We know that in computer graphics, transformation is a process of modifying and repositioning the existing graphic. When a transformation takes place on a 2D plane, it is called as two-dimensional transformation. Whereas when it takes place in a three-dimension plane, it is called as 3D transformation. Transformation in computer graphics are broadly classified as translation, rotation, scaling, reflection and shear. In this video lecture, we will be focusing on two-dimension reflection. So, what is reflection? That is, what is a two-dimensional reflection? The two-dimensional reflection is a mirror image of the original object. In the reflection process, the size of the object does not change. Reflection is a kind of rotation where the angle of rotation is 180 degree. The reflected object is always formed on the other side of the mirror. The size of the reflected object is same as the size of the original object. Moving ahead, we can represent reflection by using four ways. Reflection along x-axis, reflection along y-axis, reflection perpendicular to xy plane, reflection along with the line. However, in this video lecture, we will be focusing on the first two types of reflection. That is, reflection along x-axis and reflection along y-axis. So, consider a point object O that has to be reflected in a two-dimensional plane. Let the initial coordinates of the object O be x-old and y-old. New coordinates of the reflected object O after reflection are x-new and y-new. So, reflection on x-axis. We now understand this, as seen in the given diagram. Here, you have the original graphic primitive triangle ABC and you see here it being reflected along the x-axis. So, this reflection is achieved by using the following reflection equation. x-new is equal to x-old, whereas y-new is equal to minus y-old. Now, we see that here when the object is being reflected, the x-coordinates remain the same whereas the y-coordinates fall on the negative side of the y-axis. In the matrix form, the above reflection equation is represented as x-new, y-new is equal to 1, 0, 0, minus 1 into x-old, y-old. So, this is the matrix equation for reflection along x-axis. To simplify the problem solving, we represent this reflection matrix using homogeneous coordinates where a matrix is represented by three by three matrix. Reflection along x-axis is represented as given over here, x-new, y-new, 1 is equal to 1, 0, 0, 0, minus 1, 0, 0, 0, 1 into x-old, y-old, 1. So, this is the homogeneous coordinate representation of reflection matrix along x-axis. I hope you have understood the concept of two-dimensional reflection and the reflection that happens along the x-axis. Now, we understand the reflection on y-axis. As seen in the diagram over here, this is the original object and the reflected object is triangle that is ABC reflected you have A dash, B dash and C dash. So, this reflection is achieved by using the following reflection equation for y-axis that is x-new is equal to minus x-old. So, you can see over here as the reflection is along y-axis, the y-coordinates remain the same whereas the x-one turn on to the negative side. y-old is the same and as the y-new. So, in matrix form the above reflection equation is represented as x-new, y-new is equal to minus 1, 0, 0, 1 into x-old, y-old. So, this reflection matrix is a 2 by 2 matrix along the y-axis. In the similar way as we have seen the homogeneous representation for y-axis that is reflection along x-axis the reflection along y-axis is also represented using a 3 by 3 matrix as given here x-new, y-new, 1 minus 1, 0, 0, 0, 0, 0, 0, 1 into x-old, y-old, 1. So, this represents the reflection matrix along y-axis using the homogeneous co-ordinates representation. I hope you have understood the two-dimensional reflection along x-axis and y-axis and its representation using a 2 by 2 matrix equation and a 3 by 3 homogeneous co-ordinate representation. Now, we move ahead with the practice problems based on 2D reflection. So, given a triangle with coordinate points A, 3, 4, B, 6, 4 and C, 5, 6, we apply the reflection on the x-axis and obtain new coordinates of the object. So, here we are given a triangle ABC and you are expected to apply the reflection along the x-axis. So, by applying the equation to the old triangle coordinates ABC, the reflection has to be taken on the x-axis. So, we apply the formula here. Now, we get x-new is equal to for the coordinates A, 3, 4, the x-new turns out to be 3 and y-new is equal to minus old that is minus 4. So, the new coordinates for corner A after reflection are 3, minus 4. Now, for the next point of the triangle that is B, 6, 4, let the new coordinates of corner B after reflection P, x-new, y-new. Applying reflection equation along the x-axis, we have x-new is equal to x-old and that is 6 and y-new is equal to minus y-old that is minus 4. Thus, the new coordinates of corner P after reflection are 6, minus 4. Now, for coordinate C that is 5, 6, the new coordinates of corner C after reflection are x-new, y-new. Applying the reflection equation we have x-new is equal to x-old is equal to 5 and y-new is equal to minus y-old that is minus 6. Thus, the new coordinates of corner C after reflection are 5, minus 6. Now, we get the new coordinates of the triangle after reflection as shown in the diagram. This is the original coordinates that is ABC and this is the mirror that is the reflected image where you have all the y-coordinates on the negative side because this is a mirror image where you have applied reflection along the x-axis. Now, I hope you have got how to apply the equation for obtaining a reflection along a given axis. We have solved the problem now for x-axis. I want you all to pause the video for some time and solve this problem. Here, the problem that is being given is for again a triangle with coordinate points A 3, 4, B 6, 4, C 5, 6 and here you are expected to apply the reflection along y-axis and obtain the new coordinates. The previous example that we solved was for reflection along x-axis. In order to assure that you have understood, I have taken the reflection problem for y-axis. So, pause the video for some time and solve this question. So, on applying the equation for reflection along the y-axis, we see this is the original object that is ABC and when we apply the reflection equations to the points we get A is equal to minus 3, 4, y value remains the same. For B point we get minus 6, 4 and for C we get minus 5, 6. So, here we can observe that when we are obtaining the original object and the reflected object along this y-axis, x-coordinates have become negative. That was what was represented in the equation. So, this is the graphical representation of the same problem, original object and reflected object. So, when you solve a particular problem for reflection, it is very essential that you understand all about which axis is that being reflected and based on that you get the mirror image. Now dear students, I assume that you have understood the concept of two-dimensional reflection, reflection along x-axis and reflection along y-axis and how to solve and represent the given problem. So, these are the references. Thank you for your patient listening. Thank you.


Chad's president Idris Debi has died. The army said he died while visiting troops on the front line of a fight against northern rebels on Tuesday. The news comes a day after Debi was declared the winner of a presidential election. Chad's president Idris Debi has died whilst visiting soldiers on the front line of a battle against rebels, an army spokesman said on Tuesday. General Azemba Mondoa Aguna announced the death in a broadcast on state television, surrounded by a group of military officers he referred to as the National Council of Transition. Chad's marshal, the president of the republic, head of state, supreme leader of the armies, Idris Debi Itno, just gave his last breath while defending the integrity of the territory on the battlefield. He said Debi's son, General Mahamat Kaka, had been declared interim head of state. The news comes just a day after Debi was declared winner of Chad's presidential election. That victory had heralded a sixth term for one of Africa's longest-serving leaders. But the day of the election saw an attack on a border post by rebels who are based in Libya across Chad's northern frontier. Debi then advanced south across the desert. On Monday, Debi's campaign team said he was travelling to join troops fighting against the, quote, terrorists. Debi came to power following a rebellion in 1990 and was a staunch ally of Western powers in the fight against militants in the Sahel region.


Hi, everyone. I'm here with Makayla Wilkes, running in Maryland's fifth congressional district against House Majority Leader, Steny Hoyer. And she's here to talk about her campaign. Makayla, welcome back to the show. Hey, thanks for having me back on. It's a pleasure for sure. Really excited to have you on. So the primary campaign is, it's well underway, and the primary date is July 19th. And I thought it would be really excellent to talk to you because there's a lot of people who are vocalizing widespread anger with the Democratic Party establishment. So talk through why you decided to challenge one of the leaders of the Democratic Party, Steny Hoyer. Yes. So for people who don't know my story, I chose to challenge Majority Leader Hoyer because of my own life experiences and just seeing how policy affects our everyday lives. I was affected by policy by being thrown into the school to prison pipeline when I should have been given resources to deal with the mental health issues that I was dealing with after the loss of one of my family members. I was thrown into jail because I could not afford to pay court fees and traffic tickets, essentially being in traffic debt. And so I realized that poverty was criminalized and that there is an entire system that allows these injustices to happen over and over again to so many people in our communities. And I specifically chose to challenge Majority Leader Hoyer because he is the representative of my district. He's in a position of leadership in the House of Representatives on the Hill. And so he is in a position to do something about it. But instead he shows for his corporations, he refuses to put progressive legislation on the floor for a vote. And I always say people talk about Mitch McConnell's graveyard, but what about Steny Hoyer's graveyard and all of the policy that we could have voted on to enact fundamental change in communities across the country? Yeah. And that's great reasons to run. You've seen the struggle. You've lived the struggle. And that's one thing that really differentiates candidates like you from these corporate Democrats. I mean, I don't think Steny Hoyer has ever wondered a day in his life if he's going to be able to put food on the table or pay rent. So to have real people in Congress, that really does make all the difference. And one thing about leadership that I think that a lot of people are rightfully frustrated about, it's not just that they don't put forward progressive policies, but they actively campaign for the enemy. And the biggest example that everyone is pointing to is how Steny Hoyer, along with Nancy Pelosi and James Kyburn, are endorsing an anti-choice, pro-gun Democrat over a progressive woman. So can you talk through this widespread anger that people are feeling with the Democratic Party establishment, leadership in particular, and why you think it's justified? Yeah, absolutely. So with regards to Jessica Cisneros and Henry Cuellard and Steny Hoyer's decision, along with Nancy Pelosi and Kyburn, to still support him as a representative, and I know I myself was enraged when I read the story when Hoyer said that being pro-abortion or being pro-choice shouldn't be a litmus test for being a Democrat. And if you're just a regular person, okay. But when you are a person who has the authority to shape policy, who has the authority to impact people by legislation on a federal level, when you're someone whose opinions can affect my body and my choice to do what I want to do with it, then it absolutely has to be a litmus test. And that's just my opinion. And the reason why right now it is very, very, very detrimental and, you know, and why a lot of people are extra enraged at Democratic leadership's support of Henry Cuellard is because what we're seeing right now with regards to Roe v. Wade and people like Henry Cuellard and people that support people who are in office, whether you're Democrat or Republican, that support this pro-birth. This is the beginning. We're on the cusp of what is the worst to come. And so when you can't stand up for bodily autonomy, think about what's going to come next. Think about all the other decisions decided by the Supreme Court that could be overturned because Congress, after decades and decades, has not codified anything into law, has not protected it in any way. And so all of this is at risk. And so, of course, people are going to be enraged because we are back here in 2022, like we are in 1972 and 1973, once again, fighting for people's rights to their own privacy and to their own body. You didn't stand up for regular people during COVID to get the access to healthcare. You didn't stand up for people during COVID to end the eviction moratorium and went for unanimous consent knowing that it would inevitably fail. And now you're not standing up when it comes to people's rights, when it comes to people's privacy and reproductive rights. And so, everyone is definitely entitled to be mad as hell, not only at the not only a Democratic leadership, but the Democratic Party in itself. Yeah, yeah, well put. One thing that really is frustrating is how there's all these crises in this country. And you've talked about these on numerous occasions. This is all you talk about, essentially, as a very substantive candidate. But it seems like nothing can ever happen because of gridlock in Congress. Now you can attribute that to Republicans, the parliamentarian, the filibuster, either way. Nothing happens. But one thing that really put everything into perspective was, I think, how there were a couple of vigils in front of Supreme Court justices' homes. And then a couple of days later, like that, the Senate rushed through, basically, by unanimous consent, this law that would allow them to have protection 24-7. And nobody asked the question, how are we going to pay for that, like they do for progressive policies? But furthermore, there was no fight there. So when it comes to them, oh, they get things done immediately. But when it comes to protecting women's bodies, children in elementary schools, nothing happens. In fact, as we record this, Congress is on vacation currently. So can you kind of talk through this growing rift in the Democratic Party between the corporate wing and the progressive wing? Because I think that now, more than ever, it feels like we've all been proven, right? Like you've been at this for a couple of years. And I feel like after seeing Joe Biden's presidency for a year and a half, I kind of feel like we've all been vindicated. So talk through these differences, because mainstream media will pretend as if, oh, there's no differences. There's just policy disagreements. But the difference is night and day. Yeah, absolutely. The difference is definitely night. It's definitely night and day.  We're okay. We have the Democratic trifecta. We have the Senate. We have the House. We have the presidency. But nothing has fundamentally changed. We were promised a cancellation of student debt. We don't have that. But yet we're sending or trying to send billions of dollars over to Ukraine when we have black and brown people at the border being arrested. Just last summer or earlier this year, there were black Haitians being whipped by border patrol agents simply for seeking asylum, simply for seeking safety. The same thing that the Ukrainians are currently trying to do. And so I think it's completely irresponsible, for one, for the mainstream media to paint it that way. But it's also completely irresponsible for any elected officials, especially in Congress and the presidency to become lax.  And shame on them also for going on vacation after almost 20 children died at school at the hands of a mass shooter. And so the difference is absolutely night and day. The same problems that, but the thing is that the same issues that we're having now are the same issues we were having when Trump was president. There's no difference. There's absolutely no difference. And when we talk about the corporate Democrats and the progressive Democrats, I'm probably not going to be like for this, but I think that both could try harder. I appreciate the progressives that are in Congress that are doing what they need to do. They're fighting the good fight. I understand that there's pressure, but we need to fight harder. We already know the progressives that are in Congress. We ran. They ran off of calling people out by name, out of being bold. You know what I'm saying? And coming in and bowing to fight for us, which to an extent they are. But we can't stop calling them out by name. We have to continue to be bold. And we have to support candidates that are running in other races. And what I see a lot with a lot of the progressives is that they support primary challengers, but mainly kind of like the safe ones, like challengers who are running against other dams that are against abortion because that's problematic. But it's as equally problematic that there are people in leadership that have primary challengers that are progressive, that the incumbents don't support Medicare for all or environmental justice. All of these things are problematic, regardless of which may seem controversial or not. But nothing is ever going to change if we don't try to change it ourselves and if those are in the position to be able to do it to help others. And with regards to the corporatums, I mean, I'm pretty sure you and your viewers know the massive amounts of money that they take and how that translates into policy and how that translates into underserved communities, not getting the resources that they need because should we pass those policies that takes money away from the very people that funds the corporate campaigns? Yeah, I'm really glad that you brought that up about progressives in Congress because it feels really frustrating because they know how difficult it is to get their names out there. I've brought them on my programs before they were in Congress and tried desperately to help them with that. But you're right, they end up endorsing these candidates who are very likely to win because it's a high profile race. But they don't look at important races enough. Your race is one of the most important races because you're taking on Democratic Party leadership, which one, everybody is too afraid to do. And two, it's important because Democratic Party leadership is the problem currently. The reason why we're not doing well, why the Democratic Party is dying for lack of a better word. So it's really important that we have progressives who don't lose that will to fight once they get to Congress. And it seems like I don't want to say that the progressives in Congress are completely useless, not at all. But the problem is that it feels as if the desire to fight goes away once they're elected. Now, I don't know if there's like some sort of a magical spell or where you walk into the building, like you just changed immediately. I'd argue it's the environment, it's the culture, right? But I'm curious. So the Democratic Party is a huge issue, but you are somebody who I believe you've endorsed multi-party reform in the past. And so there's a piece of legislation that's kind of just been floating around Congress for years now. I've been screaming about it at the top of my lungs. It was previously HR4000, to my knowledge, it hasn't been reintroduced in this latest session. But basically it's called the Fair Representation Act. And what this would do is it would change our districts from single-member districts where everyone has one representative to three to five representatives, depending on the population. On top of that, it ends gerrymandering by making sure that all of these districts are drawn by independent commissions, which is something the Democrats did try to do to be fair. And basically it expands voting access, more broadly speaking. So in Congress, would you be a fighter for electoral reform to make sure that we don't have to keep voting for these same two parties? Because a lot of people feel so frustrated because it's like, okay, if I don't vote for Democrats, then that's one less vote for the person who stands between Congress and the fascist. So it's like this never-ending cycle where you just feel voters getting more and more frustrated and checking out. So would you support that type of legislation? Yes, I absolutely would. And to the point of single-member districts, no one person should have that much power. And no diversity comes from that. I don't understand. I mean, you know, I see how many constituents we have in our district, then I'm like, well, damn, like, that's a big job for one person. And it's like, you know, you want to have as much representation as you can for the people that are part of your constituencies. And so hell, yeah, that would definitely be something that I would support, along with like open primaries.  So you're not going to be on my ballot. And it's just like, that's not fair. Not only for like the voters, but also the candidates. You know, I've met some pretty bomb as, you know, Green Party candidates, you know, one in our district, his name is Pat Elder.  And so yeah, I think that anything that provides voters with more choice and anything that can diversify the way that we represent our communities is always going to be an A plus for me. And I would definitely. Yeah, that's why I love you and love your campaign because candidates like you, you always emphasize democracy, which is really important. And I think that people just assume, well, we're a democracy, and that's how democracy works. Sometimes you're annoyed. Sometimes you're happy. But no, actually, our democracy quite literally is incapable of fulfilling the needs of people, basic needs. I mean, we have an electoral college that makes it to that way. If you win the popular vote in the presidency, you might not get elected. That happened multiple times in our lifetimes. You know, we have this system where most of the policies that get passed into law are policies that were created by interest groups or business elites. So you have to expand democracy and not just accept that this is how it's always going to be.  So real quick before we leave, can you just give us the quick rundown of your platform? Everyone who's watching this is probably familiar with you and already knows it's an incredible platform, more policy substance than anyone in the Democratic Party or the Republican Party. But that's kind of obvious. And on top of that, let us know what we can do to support you if, you know, we're in that district. Can we do canvassing? If we're not in that district, can we phone bank? Let us help you. So let us know what to do. Absolutely. But first, I want to start off by saying that I cannot take credit for the entire, our entire policy platform. We have a wonderful team and we're very diversified who have all put on our thinking, our thinking caps to put this platform together. So I would not feel right taking 100% credit for that. But to answer your question, we have a lot of policies. But I would say our main focal point is to invest in our communities and put people first over profits and not treat any human right as a commodity. You know, we believe in a universal healthcare system, you know, under Medicare for all, we believe in environmental justice and racial justice by enacting, you know, enacting a Green New Deal, which is which isn't even a bill. It's a resolution that they don't want to put on the floor. And so, you know, we want to invest in public schools, and especially from what we just saw specifically the infrastructure of public schools, and to reimagine what public school safety means, it doesn't mean more police in schools. But it means actually providing the resources that these communities need. And if we focus on infrastructure, you know, they like to use the example, well, what about if a mass shooter comes into the building? Well, what if we can prevent them from even being able to access the building? So we want to dismantle the school to prison pipeline in that matter as well. We want to in homelessness, fully function, fully fund the section eight program to deal with the housing insecurity crisis that we have so many food deserts. One of the things that our campaign wants to do, you know, when I am elected, if the universe allows, is that we have local locally owned grocery stores funded by government grants that employ, you know, the residents in that area that have the same quality food as whole foods, but at a much cheaper rate to get rid of food deserts and provide more healthy food options within our communities. But those are just a few of the things that our campaign is highlighting a few of the top issues. But I would definitely encourage those inquiring minds to check out our website, which is just mckaylowilks.com. And if anyone would is interested, you know, after seeing this interview and helping out the campaign, our primary is on July the 19th. And early voting starts on July 7th. If you're in the area, we campus every Saturday and Sunday. We phone bank every Monday and Wednesday. And if you're not in the area, phone banking is something that you can do remotely. So yeah, I would definitely encourage, you know, folks who want to be a part of a movement that wants to create fundamental change, but maybe, you know, don't know where to start, our campaign is a great place to start. Well, Micaela, thank you so much. We're rooting for you. Obviously viewers, you heard the website, check her out, chip in a buck or two. And if you have time, please sign up to phone bank. And if you're in that area, absolutely vote for Micaela Wilks. It's not even a question, easiest decision you'll ever make. Micaela, thank you so much for coming on the program. Thank you. Appreciate you.


Can you define what is a cannabis social club in one or two sentences? Yes, a cannabis social club is an association without profit of members which are more than 18 years old and they sign an agreement that they don't want to keep buying the weed or the cannabis in the black market so that's why they do this contract and they say each one writes the amount of grams that he needs to consume every month and with the addition of all these numbers we calculate how many plans we need to provide the cannabis for the members so they don't go to the black market and they just produce for the people that is member of the club and there are some restrictions for example most of the clubs don't allow you to get more than 3 grams every day you go there this is not comparable to the coffee shop because it's more closed, it's more controlled and there's no kind of advertisement of clubs, it's forbidden the seat of the cannabis clubs was planned in Catalonia in 1992 it has been done just by activists and civil society organised and just recently I would say maybe the last two years the government has begun to dedicate attention to the phenomena because the phenomena was so big after 20 years that they could not keep looking to the other side and nowadays we have a huge reality of cannabis clubs nearly 200 in Barcelona, nearly 300, 350 in Catalonia but in whole Spain there are between 800 and 1000 clubs Is it in line with the Spanish law? What does the Spanish law say about cannabis use? Cannabis law is very particular, not just cannabis also because a lot of drugs because consumption has been always decriminalised since the beginning of democracy this is one of the facts that allows these cannabis clubs but the point is that this model has emerged in a grey zone of law so there's no specific law regarding cannabis clubs nowadays they are beginning to discuss it and depending on the level of the government you go there's a more open point of view or a more close point of view in fact from the central government they are completely against cannabis clubs so nowadays there's a discussion of what will happen if they will go back to flandestinity or they will be regulated How did the police react to the creation of cannabis clubs? Yeah, the most weak point of cannabis clubs is where the clubs are and the clubs are not normally in the same shop or place where the cannabis club is so imagine if you want to do a club you would rent a place in Barcelona but then out of Barcelona you rent another place and you decide if you do outdoors or indoors the place in the city is not a huge problem not for members, not for family because inside there's small amounts of cannabis so it makes no sense to go with 100 policemen there because at the end it's a few amount what is more in risk is the crops, the plantations and in that sense the members have to keep it absolutely off the record and if the police detects the plantation they go, they cut the plants and then it's a judge that decides what happens if this is traffic or not traffic until this moment we had had more than 100 cases in trials no one has been charged with penalties or whatever because they belong to a cannabis club Do you think this can be like an alternative model for regulating the cannabis market compared to what's happening in the US where it's mostly commercialized? Absolutely, I think this is maybe not the model but one model we can learn a lot it's a very nice experience One of the fears that we face when we talk about legalization is companies that they want to make profit will advertise this to everybody and minors and these issues so with cannabis clubs maybe it's a good transitional model to learn how we can implement these kind of regulatory systems so I think this should be more studied Recently you can read some criticisms that say that now it's too commercial in Barcelona that people just see the business and not this kind of social entrepreneurship but what it was before Yes, bad practices had happened but this is not because of, I think, not because of the bad behavior of people this is because of the lack of regulation some of them were more, his objective was more to get profit so they opened the doors, they invited more detourists this has happened but most of these clubs had been shut down last summer because the city hall was concerned about this image that Barcelona became the new Amsterdam How do you see the future? In September we will have regional elections and this will be also another very important point because it's not just about cannabis we are discussing about regenerating democracy and changing phases and changing many things so this can be very important for the future not just of cannabis clubs also because of the freedom of Catalonia you know these regional tensions that we have and at the end, in November, December, there are national elections and the government that is nowadays in Madrid it's absolutely against cannabis clubs so if they change, this is good for the health of the model if they win again, it will be very bad