Podcasts about Acas

Acasă și la biserică să fie înălțate rugăciuni arzătoare pentru cei care s-au consacrat predicării Cuvântului. Credincioșii să se roage asemenea ucenicilor după înălțarea lui Hristos.Citește acest devoțional și multe alte meditații biblice pe https://devotionale.ro#devotionale #devotionaleaudio

En este escalofriante episodio de "El Club de los Curiosos", nos adentramos en el oscuro y controvertido mundo de las posesiones diabólicas. ¿Son manifestaciones reales de fuerzas malignas o simplemente fenómenos psicológicos mal interpretados? A lo largo de este programa, exploramos casos históricos y contemporáneos de supuestas posesiones, analizando las evidencias y testimonios desde diferentes perspectivas. Contamos con la participación de expertos en demonología, psicología y escepticismo, quienes nos ofrecerán sus puntos de vista sobre este fascinante y aterrador tema. Doctor Osorio, Ildefonso Muñoz, Paco Quevedo, Claudio Martino, Virginia Delgado, Beatriz Rodriguez, Marnofle y el Glan Lídel Kim Jong Pons cara a cara frente al maligno… Además, vuelven las terribles historias de Fernando Roldán y Manu Calatrava con su sección “Gastrocuriosindades”... Hazte mecenas mensual desde un euro y medio en este enlace y nos ayudas mazo: https://www.ivoox.com/support/614720 Visita la nueva web del Club de los Curiosos: www.elclubdeloscuriosos.com ¿Quieres anunciarte en este podcast? Hazlo con advoices.com/podcast/ivoox/614720 Nuevo Telegram del Club de los Curiosos: https://t.me/elclubdeloscuriosos Hazte #Mecenas del Club para apoyar la lucha de los anormales por el mundo o bien haz una donación por #Bizum indicando tu nombre y la palabra anormal al 688 323 552 Web del Glan Lidel: www.albertoenriquepons.es Libro de Mark Knopfler Málaga 360: https://360malaga.es No dejes de dejar comentarios, todos serán leídos y respondidos en el próximo programa, se os quiere. Estamos en Twitch, Instagram, TikTok, Youtube, Facebook y Twitter. Nuestro Mail de Contacto: albertoenriquepons@gmail.com Youtube del Club de los Curiosos: https://www.youtube.com/channel/UC6KgIO7QIVyYNY8LDbVvErA Facebook del Club de los Curiosos: https://www.facebook.com/elclubdeloscuriosos Instagram del Club de los Curiosos: https://www.instagram.com/elclubdeloscuriosos/?hl=es Ivoox el Rincón de Aprile: https://go.ivoox.com/rf/119655736 Canal Cocina con Marisa y Thermomix: https://www.youtube.com/@cocinaconmarisaythermomix6053 Tema Cierre: DefconDos Tema Cabecera: Makuki Ivoox: https://go.ivoox.com/rf/119655736 No dejes de visitar el Canal de Youtube de nuestra Cristina Marley:https://youtube.com/c/CristinaMarley El Baúl de Margarita: https://instagram.com/elbauldemargarita8?igshid=MzRlODBiNWFlZA== Ivoox de Narraciones de un Burro: https://www.ivoox.com/podcast-narraciones-burro_sq_f1507763_1.html Podcast de nuestro amigo Francisco Bustamante, el éxtasis de las abejas:https://go.ivoox.com/sq/925346 Podcast del Doctor Osorio y sus alumnos: https://go.ivoox.com/sq/2406678 Instagram Postureo en la Cocina de Manu Calatrava: https://www.instagram.com/postureoenlacocina?igsh=YjVnbXpyMWZnMDN5&utm_source=qr Instagram Marta Gonzalez Vallovera: https://www.instagram.com/artealday/?hl=es.Javier Si te gustan los animales visita www.airedelatoscana.com

En este escalofriante episodio de "El Club de los Curiosos", nos adentramos en el oscuro y controvertido mundo de las posesiones diabólicas. ¿Son manifestaciones reales de fuerzas malignas o simplemente fenómenos psicológicos mal interpretados? A lo largo de este programa, exploramos casos históricos y contemporáneos de supuestas posesiones, analizando las evidencias y testimonios desde diferentes perspectivas. Contamos con la participación de expertos en demonología, psicología y escepticismo, quienes nos ofrecerán sus puntos de vista sobre este fascinante y aterrador tema. Doctor Osorio, Ildefonso Muñoz, Paco Quevedo, Claudio Martino, Virginia Delgado, Beatriz Rodriguez, Marnofle y el Glan Lídel Kim Jong Pons cara a cara frente al maligno… Además, vuelven las terribles historias de Fernando Roldán y Manu Calatrava con su sección “Gastrocuriosindades”... Hazte mecenas mensual desde un euro y medio en este enlace y nos ayudas mazo: https://www.ivoox.com/support/614720 Visita la nueva web del Club de los Curiosos: www.elclubdeloscuriosos.com ¿Quieres anunciarte en este podcast? Hazlo con advoices.com/podcast/ivoox/614720 Nuevo Telegram del Club de los Curiosos: https://t.me/elclubdeloscuriosos Hazte #Mecenas del Club para apoyar la lucha de los anormales por el mundo o bien haz una donación por #Bizum indicando tu nombre y la palabra anormal al 688 323 552 Web del Glan Lidel: www.albertoenriquepons.es Libro de Mark Knopfler Málaga 360: https://360malaga.es No dejes de dejar comentarios, todos serán leídos y respondidos en el próximo programa, se os quiere. Estamos en Twitch, Instagram, TikTok, Youtube, Facebook y Twitter. Nuestro Mail de Contacto: albertoenriquepons@gmail.com Youtube del Club de los Curiosos: https://www.youtube.com/channel/UC6KgIO7QIVyYNY8LDbVvErA Facebook del Club de los Curiosos: https://www.facebook.com/elclubdeloscuriosos Instagram del Club de los Curiosos: https://www.instagram.com/elclubdeloscuriosos/?hl=es Ivoox el Rincón de Aprile: https://go.ivoox.com/rf/119655736 Canal Cocina con Marisa y Thermomix: https://www.youtube.com/@cocinaconmarisaythermomix6053 Tema Cierre: DefconDos Tema Cabecera: Makuki Ivoox: https://go.ivoox.com/rf/119655736 No dejes de visitar el Canal de Youtube de nuestra Cristina Marley:https://youtube.com/c/CristinaMarley El Baúl de Margarita: https://instagram.com/elbauldemargarita8?igshid=MzRlODBiNWFlZA== Ivoox de Narraciones de un Burro: https://www.ivoox.com/podcast-narraciones-burro_sq_f1507763_1.html Podcast de nuestro amigo Francisco Bustamante, el éxtasis de las abejas:https://go.ivoox.com/sq/925346 Podcast del Doctor Osorio y sus alumnos: https://go.ivoox.com/sq/2406678 Instagram Postureo en la Cocina de Manu Calatrava: https://www.instagram.com/postureoenlacocina?igsh=YjVnbXpyMWZnMDN5&utm_source=qr Instagram Marta Gonzalez Vallovera: https://www.instagram.com/artealday/?hl=es.Javier Si te gustan los animales visita www.airedelatoscana.com Escucha el episodio completo en la app de iVoox, o descubre todo el catálogo de iVoox Originals

Agradece a este podcast tantas horas de entretenimiento y disfruta de episodios exclusivos como éste. ¡Apóyale en iVoox! Adéntrate en CONEXIÓN FANTASMA, programa dedicado al contacto paranormal, experiencias sobrenaturales, demonios, leyendas, asesinatos y psicofonías. Existe un mundo espeluznante por descubrir, te invitamos a descubrirlo con nosotros... si te atreves... Dirige y presenta: Salva Valero Las opiniones vertidas en este programa son de exclusiva responsabilidad de quienes las emiten y no representan, necesariamente, el pensamiento del programa. ¿Tienes alguna vivencia paranormal que quieras compartir con nosotros?, escríbenos en Ndeterror@gmail.com Escucha el episodio completo en la app de iVoox, o descubre todo el catálogo de iVoox Originals

Agradece a este podcast tantas horas de entretenimiento y disfruta de episodios exclusivos como éste. ¡Apóyale en iVoox! Adéntrate en CONEXIÓN FANTASMA, programa dedicado al contacto paranormal, experiencias sobrenaturales, demonios, leyendas, asesinatos y psicofonías. Existe un mundo espeluznante por descubrir, te invitamos a descubrirlo con nosotros... si te atreves... Dirige y presenta: Salva Valero Las opiniones vertidas en este programa son de exclusiva responsabilidad de quienes las emiten y no representan, necesariamente, el pensamiento del programa. ¿Tienes alguna vivencia paranormal que quieras compartir con nosotros?, escríbenos en Ndeterror@gmail.com Escucha el episodio completo en la app de iVoox, o descubre todo el catálogo de iVoox Originals

Qual a influência dos demônios na vida do cristão? De maneira leve, mais muito direta, você vai aprender bastante com esse Debate 93!!!

Agradece a este podcast tantas horas de entretenimiento y disfruta de episodios exclusivos como éste. ¡Apóyale en iVoox! Bienvenidos a NOCHES DE TERROR, programa dedicado al espiritismo, casas encantadas, fantasmas, ouijas y demás misterios... ¿Qué se esconde detrás de lo que nos asusta? Dirige y presenta: Salva Valero. Las opiniones vertidas en este programa son de exclusiva responsabilidad de quienes las emiten y no representan, necesariamente, el pensamiento del programa. Twitter: @NdeTerror Mail: ndeterror@gmail.com Escucha el episodio completo en la app de iVoox, o descubre todo el catálogo de iVoox Originals

Será que todo tumor no coração é maligno? Neste episódio, exploramos as massas cardíacas, com foco no mixoma, o tumor benigno mais comum do coração.✅ O que você vai ouvir:• Principais tipos de massas cardíacas e como diferenciá-las • Quando suspeitar de um mixoma e quais exames solicitar • Diferenças entre tumores benignos e malignos do coração por meio dos principais exames de imagem. • O mixoma é sempre cirúrgico? E como devemos manejar os demais tumores?Com um bate-papo leve e divertido, Maria Júlia Souto e Raphael Rossi recebem o cardiologista Plinio Wolf para esclarecer esse tema essencial.

Join host Silver Zhou, FSA, Chair of YPAC, for a dynamic conversation with Matthew Duke, ACAS, a seasoned actuary, insurance industry leader, and longtime volunteer in various actuarial organizations. Duke shares the deliberate and strategic steps that shaped his career in both traditional actuarial roles and non-traditional industries. Along the way, he reveals invaluable insights on the impact of mentors and coaches at different career stages and why understanding people is key to success as a business leader. 

Canal Voces De La Noche: https://bit.ly/3MRYH2Q

Queridos amigos, desde estás playas paradisíacas, les mando un afectuoso saludo bebiendo un whisky diseñado por inteligencia artificial Empieza a notarse la noción de manejar un país como una empresa, un imperio como un emporio, una sociedad como una fábrica y una bandera como una marca. Y seguimos sumando ideas brillantes. Nos vamos de la Organización Mundial de la Salud, quitamos fondos de ayuda a Palestina, congelamos fondos de ayuda a Haití. Empezamos a salirnos de todo como lo hicimos del Acuerdo de París y de los espacios que nos incomodan. Táctica de vaciar de poder a las instituciones que no estén en sintonía. Como hacían aquellos a los que, razonablemente, acusábamos de dictadores ECDQEMSD podcast episodio 5976 Desde estas Playas Paradisíacas | Franja de Gaza Conducen: El Pirata y El Sr. Lagartija https://canaltrans.com Noticias del Mundo: Trump y el poder económico - El Super Bowl de Kendrik Lamar - Elecciones Ecuador - Bytedance detrás de DeepSeek? - Elon Musk quiere el tesoro - Empezó el carnaval Historias Desintegradas: El sonido de la ciudad - Triste historia de lunes - En caso y Punk Rock - Perdí un audífono wireless - La relatividad del tiempo - Chavo rucos y dones Caifanes - Eternos pre ocupacionales -  La grasa pelotudo - La pirámide de Campeche - Pescando en la península de Yucatán - El leopardo de Arabia - Las legumbres y más... En Caso De Que El Mundo Se Desintegre - Podcast no tiene publicidad, sponsors ni organizaciones que aporten para mantenerlo al aire. Solo el sistema cooperativo de los que aportan a través de las suscripciones hacen posible que todo esto siga siendo una realidad. Gracias Dragones Dorados!! NO AI: ECDQEMSD Podcast no utiliza ninguna inteligencia artificial de manera directa para su realización. Diseño, guionado, música, edición y voces son de  nuestra completa intervención humana.

Questions continue to grow about air safety in the US capital. We hear from Graham Braithwaite, professor of safety and accident investigation, at Cranfield University.Crispr designed gene cutting therapy for some patients with severe sickle cell disease, approved for NHS use. The ‘godfather of artificial intelligence' issues stark warning that the technology could one day replace humans.Also in this episode:Dr Ashley King, from the Department of Earth Sciences at London's Natural History Museum, on their analysis of the remarkable minerals found in the famous Nasa asteroid sample, Bennu, which they say unlocks secrets to “the ​starting ​point ​of ​our ​solar ​system”.Acas issues new advice on dealing with neurodiversity at work. A Complete Unknown: Bob Dylan gets a 150% boost in music streaming. Hosted on Acast. See acast.com/privacy for more information.

Agradece a este podcast tantas horas de entretenimiento y disfruta de episodios exclusivos como éste. ¡Apóyale en iVoox! Bienvenidos a NOCHES DE TERROR, programa dedicado al espiritismo, casas encantadas, fantasmas, ouijas y demás misterios... ¿Qué se esconde detrás de lo que nos asusta? Dirige y presenta: Salva Valero. Las opiniones vertidas en este programa son de exclusiva responsabilidad de quienes las emiten y no representan, necesariamente, el pensamiento del programa. Twitter: @NdeTerror Mail: ndeterror@gmail.com Escucha el episodio completo en la app de iVoox, o descubre todo el catálogo de iVoox Originals

In this episode 239 of the podcast I bring you a reminder of the without prejudice rules and section 111A protected discussions and the importance of following a process when you are making an offer to an employee. Equally if you are an employee engaged in discussions why your behaviour can also come under scrutiny. The case we are covering is Gallagher v McKinnon's Auto and Tyres. In this episode of the podcast we cover: What the common law ‘without prejudice' rules are and when they apply. What improper behaviour is in the context of without prejudice discussions. What the Section 111A Employment Rights Act 1996 is and when it applies. Why employers should follow the ACAS code of practice on settlement discussions. My tips for dealing with settlement discussions in a way that avoids any improper behaviour. The facts the case Gallagher v McKinnon's Auto and Tyres and the decision of the Employment Appeal Tribunal.   Previous Podcasts to Note Settlement Discussions & Settlement Agreements   Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Series, películas… de Quincy, de Lalo, de Isaac Hayes, de Ennio Morricone o de Nino Rota. Policías, ladrones, detectives privados, gangsters… De “El Padrino” a “Superdetective en Hollywood” pasando por “Shaft”, “Coffy” o “Jackie Brown”, “Misión Imposible”, “La Huída”, “Ironside”, “Colombo”, “Kojak”, “Banacek”, “Hawaii 5-0”…  DISCO 1 ISAAC HAYES Theme From Shaft (6) DISCO 2 WILLIE HUTCH Theme From Foxy Brown (2) DISCO 3 ROY AYERS Coffy Is The Color (CAN YOU DIG IT - CD 1 - 1)  DISCO 4 QUINCY JONES & TOOTS THIELEMANS Love Theme Frome “The Getaway” (YOU’VE GOT IT BAD - 4) DISCO 5 QUINCY JONES Theme From “Ironside” (SMACKWATER JACK - 3) DISCO 6 MIKE POST Hill Street Blues TVE GREATEST HITS- Car 2 Core 3)  DISCO 7 JOHN BARRY ORCHESTRA James Bond Theme (1) DISCO 8 ADAM CLAYTON/ LARRY MULLEN/LALO SHIFFRIN Theme From “Mission Imposible” (1) DISCO 9 LALO SCHIFRIN Dirty Harry Main Title (ESCA) DISCO 10 LALO SCHIFRIN The First Snowfall (BULLITT- 13)  DISCO 11 LALO SCHIFRIN Mannix (Cara 1 Corte 1) DISCO 12 HAROLD FALTERMEYER Axel F (From "Beverly Hills Cop" Soundtrack) (Cara 2 Corte último) DISCO 13 APOLLO FOUR FORTY Charlie’s Angels (14) DISCO 14 JAMES NEWTON HOWARD Theme From “The Fugitive Movie” (5) DISCO 15 ENNIO MORRICONE The Untouchables End Titles (Cara 1 Corte 1) DISCO 16 NINO ROTA The Godfather Waltz (Main Title) (1)Escuchar audio

Hace algunos meses se dio inicio a este espacio llamado "Contadores de Historias" y el primer invitado que me acompañó fue mi gran amigo Paso Arias de Extra Anormal Podcast y el dia de hoy nos volvemos a encontrar para seguir hablando de estos temas tan extensos y profundos como lo son las posesiones e influencias demoníacas. Hosted on Acast. See acast.com/privacy for more information.

 Amy: Hello and welcome to the Employment Law Focus podcast. I'm Amy Stokes. Charlie: And I'm Charlie Ray  Amy: and we're both employment law partners at TLT and today we're going to be discussing the Employment Rights Bill and well all 150 pages of it, well not quite but what we've done is we have discussed amongst ourselves Charlie and I and pulled out our top 10 takeaways from it.  By way of background, this was introduced to Parliament on the 10th of October and is the first phase of delivering the government's plan to make work pay. It brings in 28 individual employment law reforms. And the bill is a wish list of reforms, and it builds in some of the labour manifesto but a watered down version so it's not quite set in stone. Despite the headlines in the papers, it's a while before any of these changes are going to happen. Much of the details are going to be provided via regulations which won't be passed until consultation with stakeholders has concluded. Four of those consultations were very quickly turned around and have actually already started. Those include on zero hours contracts and their application to agency workers, beefing up the remedies for collective redundancy consultation, all the updates to trade union legislation and also statutory sick pay.  The government doesn't expect to start consultation however for the rest of the reforms until 2025, with the result that most reforms in the bill will not take place until we anticipate at least 2026, although there's been no commitment on that just yet. The bills also got to go through both houses of parliament before it gains royal assent and therefore may be changed along the way after the consultations as well.  So the bottom line is really that the proposals in the bill might well change and employers are going to have plenty of time to feed into the proposals and to prepare for them.  What Charlie and I have done to prepare for this podcast today is that we've picked out what we think are the most interesting elements of the bill, the reforms to the bill, primarily to employers. And we're going to run through them, not in the order of importance, just kind of in a more general order, just to give you a flavour of what they are. So, we'll talk through the background to them, the detail of the reforms, to give you a bit of an explainer on those. And then we're going to give you some of our insights from practice about what we think the real impact of those are going to be.  So, Charlie, do you want to kick us off with your first one?  Charlie: Yeah, we're going to start with probably what's been the main headline grabber from the bill, which is the proposal to remove the unfair dismissal qualifying period. Now, as we know, at the moment, we've had for some time a two -year qualifying period to be able to claim ordinary unfair dismissal. That doesn't take into account automatic unfair dismissals like whistleblowing, for example, where you don't need the two-year service, but for most unfair dismissal claims, two years service is required. So the idea is that it's going to become a day one right, and that so long as you started work from day one, you will have the right to claim unfair dismissal. The government are proposing to consult on introducing a new statutory probation period. So, the idea is that during that probation period, an employee could be dismissed using a lighter touch process, where if the dismissal is because of capability, or conduct, or contravention of illegal duty, or potentially for some other substantial reason, which are all reasons that we're familiar with now, that that would be a valid reason for an employer to terminate at the end of this probation period.  We need some detail on this, obviously, and one suggestion is that a redundancy dismissal wouldn't be subject to this lighter touch dismissal as a result of the statutory probation period. So it will be interesting to see how that one plays out. The suggestion is that the government's preference is to have a nine -month probation period in this so -called initial period of employment and I think the indication is that they would expect an employer to at least hold a meeting with the employee to explain the concerns about say their performance if that's the reason before making a decision to dismiss. So, it's going to be interesting to see how the government will develop that.  Amy: Yeah it's really interesting actually Charlie, I think that there's going to be the consultation on that's going to bring out some interesting points. But actually, it sounds like it's going to have a really big impact on employers. What do you think in practice that's really going to be?  Charlie: Certainly one of the implications is likely to be that more litigation may follow as a result of widening out the net to who it covers. I saw a statistic that suggests that this will grant unfair dismissal rights to another 9 million employees. So, straight away, the prospect of litigation is going to be increased. There's a question that I've seen floated as to how long an employer would need to be able to make a decision about whether an employee should stay in the role beyond this initial employment period.  And nine months, is that long enough? I think many employers would probably be hard pressed to think that nine months isn't long enough to make a decision about whether an employee is suitable for their role. What I think it will be in practice is that employers are going to have to tighten up their processes.  I mean, many employers at the minute do follow quite good probationary review processes where issues that might lead to an employee failing their probation period are flagged in good time and discussed, and therefore no surprise to the employee if they fail their probation period as a result of it. But not all employers do that.  And so, I think if you're going to take advantage of this new statutory probation period, it's going to mean employers have to tighten up their processes in handling probation reviews and probation decisions. I think it's also going to mean employers are going to need to ensure that they follow their redundancy processes in all cases because of the suggestion that redundancies wouldn't be part of this probationary review dismissal option. So, yeah, I think it's going to be quite a big change for employers this, if it comes in the way suggested. So, yeah, keep your eye on that one.  Amy: Yeah, and plenty of time to plan as well. I think that's a key point. As you say, some employers are already utilizing probation periods pretty well. So actually looking at that and expanding that practice more widely, I think is important. So, Thanks, Charlie.  So the first one from me moving on is the very hotly anticipated reform in relation to fire and rehire. It gets all the headlines that the way that it's been described. It's hit the press enormously given the large scale and perceived abuse of this by some employers. And so just to explain, firing rehire is essentially a tool, and actually in some cases a very useful tool, that employers use to change terms and conditions in the event that employees won't agree to those through a consultation process.  Importantly, the employees retain their continuous service, so that's the rehire piece. It's not just fire, it's rehiring the retain that continuous service. And it's often after a consultation period with unions or staff reps, and in my experience, and I'm sure yours as well, Charlie, it's very much used as a last resort. It was to be banned initially but then Labour realised that if they only addressed fire and rehire businesses are simply just going to fire employees and then rehire different employees which is what P &O Ferries did and that was all over the press as well.  What the bill proposes is that dismissals for refusing to agree to a variation will be automatically unfair where either the employee or another employee will be re -employed or employed to carry out substantially the same work. An exception there is going to be where essentially a business is on its knees and about to fall over. And so to use the proper term for that, it's where the employee can show evidence of financial difficulties, which or carry on the activities of the business and that in all of the circumstances, it could not avoid the need to make the variation.  Charlie: Yeah, I mean, what do we make of that defence, Amy? Is that going to be a way, do we think, of keeping in the right to fire and rehire through the back door or is it going to be difficult to meet that defence? What do we think?  Amy: Yeah, it's an interesting one. So, we thought that this would be a complete ban on it, and theyobviously introduced that defence. And the financial difficulties defence seems quite a hard one to run, given that an employer essentially needs to show that in all of the circumstances, the employer could not reasonably have avoided the need to make that variation. So they're going to need to be in some serious financial difficulty to satisfy that test, so in liquidation or in solvency.  So I think it's going to be really narrow, but I think the important kind of take away from this is, as I mentioned at the beginning, this does fall short of a total ban on fire and re-hire hire, which is what Labour had initially committed to do. However, it may as well be a ban with the enormously high bar that's been set to that exception. As we say with all of these, the devil's going to be in the detail. And I do think that these provisions will be contested by some employees in the consultation, there certainly needs to be a bit more clarification given on that financial difficulties, defence as well. Employers are undoubtedly going to have to produce accounts and all that kind of stuff as well, which would be quite interesting.  Charlie: Yeah, no, it certainly is. And actually, another area that we heard might have been banned is the third topic we're going to look at, which is the ending of exploitative zero hours contracts. And that's the phraseology that was being used by the Labour Party prior to the election, that they wanted to end the use of exploitative contracts that are zero hours ones. And many had speculated that meant they were going to ban them all together. And the bill makes clear that's not what they're planning to do. Instead, what it's going to do is propose to put an obligation on employees to have to offer these so -called guaranteed hours contracts to those who are on mainly zero hours contracts, but also those who are on minimum hours contracts as well to reflect the hours that they're regularly working over a reference period. And we're understanding that reference period is likely to be 12 weeks.  So that's going to be quite an interesting change for employers that use zero hours contracts, that the stats show over a million individuals are engaged on these type of contracts in the UK. So, it'll affect a lot of people. The idea of this offer is one that the worker wouldn't have to accept it. So what we might find, and this is where some of the detail will be quite interesting, is that if hours become more regular over time or increase over time, whether subsequent reference periods are going to mean that the workers are going to have the chance to be offered, again, the opportunity to have one of these guaranteed hours contracts reflecting what they might think is a better offer and is there going to be this ongoing obligation to update offers? I guess the expectation is that if the offer is then accepted that then they go on to one of these guaranteed hours contracts and they're no longer on the same basis that they were prior to that as an ordinary zero hours worker. So, going to be interested to see how that detail plays out. I think And this will affect quite a lot of businesses, particularly those in say the hospitality industry which traditionally uses a lot of these zero hours worker contracts. There's going to be consultation on this with employers and trade unions about how these review periods are going to work. And the government have said, it's interesting actually, they said that where they think that the work is genuinely temporary, there's not going to be any expectation on employers to offer these permanent contracts. But I've seen a lot of commentary that suggests that this might encourage businesses to use fixed term contracts more, albeit how that'll interact with the removal of the qualification period for unfair dismissal will be interesting to see.  A separate point actually of interest is that the bill also proposes a right for eligible workers to receive reasonable notice of changes to their working hours. And also a big change, I think, the idea that they can be eligible for compensation if their shift is cancelled or ended early. And there'll be a lot of detail in there then about what is going to trigger this right compensation, what's reasonable notice? All of those sorts of areas are the devil in the detail that you described at the start of the podcast, Amy. But yeah, lots of changes here, aren't there?  Amy: There are really. And as you mentioned, the details quite significant there, and there's going to be a lot more discussion in relation to it. And it seems really complicated as one of the most complicated reforms that we've looked at when we've worked through it. Do we think it's really going to achieve what the government's aims are on zero -hours contracts and the exploitative nature of them. What's your view on that, Charlie?  Charlie: Yeah, I mean, these are really complicated rules. It made my head hurt trying to get my understanding of what's going to be proposed and how the detail will be played out. I've seen loads of articles that go on for quite some time examining the what -ifs and the suggestion that there's going to be quite a few unintended consequences. So What we think might happen is that employers might be less likely to offer zero or low hours contracts or might offer fewer shifts to those on those contracts in order to avoid the prospect of then having to offer guaranteed hours contracts that might not reflect a pattern that they can then fulfil.  Equally, there's lots of areas of concern about seasonal contracts, those that work in agriculture or in hospitality, where there are seasonal fluctuations. It's not clear how these rules are gonna address the prospect that there could be peaks and troughs in work. And so if an individual is entitled to say, well, I want my guaranteed hours contract to reflect that peak time. And yet then the business might not be able to fulfil it. So, the impact is gonna, I think, depend on how some of these key details get consulted on and what the government decided to do in respect of them. Things like what's the definition of a low hour is going to be, what's the regularity of hours required, what's the level of compensation for a breach of the advanced notice duty. A lot of the detail isn't there yet, but for businesses that use zero hours contracts, this I think will be a big change.  Amy: The drafts people are going to have a good time with that one, aren't they. So, yeah, watch this space, I think, on that one.  Charlie: Agreed. Amy: So, moving on to the next reform, which is the reforms to the sexual harassment, the duty to prevent sexual harassment. We had a new duty which came in on the 26th of October. And the new duty is that the employer will take reasonable steps to prevent sexual harassment in the workplace and what the reform is doing is proposing to change that to take all reasonable steps rather than just taking reasonable steps. So, it's the inclusion of the word "all" which is important here as well.  The new duty might include things like carrying out assessments, publishing plans or policies, reporting sexual harassment and handling complaints, but actually it's a much higher bar than the current duty that we're dealing with at the moment, so that's quite an important... There were previously going to include it as all reasonable steps, and then they removed the ‘all', and then obviously now they're proposing to add that back in again. It's amazing what a small single word can do in the circumstances to increase the duty so significantly. In addition to that, they're also talking about reintroducing a duty to prevent third -party harassment. That was a previous duty that we had a few years ago and then it was repealed and they're talking about bringing that in. Whether that's a duty to take all reasonable steps to prevent third -party harassment or just to take reasonable steps remains to be seen and is subject to consultation.  This is going to have a real impact, particularly in the leisure and hospitality industry where you're working with customers potentially under the influence of alcohol and things like that as well, it's going to be quite a tricky duty to comply with and I think that was part of the reason why it was repealed previously. So that's certainly an important point and a takeaway, I think, from that element of the bill. And then in addition to that, the reforms provide that disclosures relating to sexual harassment will be protected as qualifying whistleblowing disclosures. Currently, they're not specifically protected in that way. It would have to fall normally under kind of victimization elements, but actually they're talking about increasing that and including it in a whistleblowing disclosure as well.  Charlie: Interesting, those aren't they Amy? I think, and in fact, it reminds me that we were talking only the other day about what our experience was of our clients preparing for the duty that came in only a few weeks ago to take reasonable steps to prevent sexual harassment. And what do you think about whether this change will alter the approach we've seen our clients taking so far?  Amy: Yes, it's interesting, really. Obviously, it's quite a surprise that suddenly it's brought back in again when the duty was only imposed a few weeks ago, really. And we've had a real wide change of how clients are prepared for this. Some have introduced training, have taken it extremely seriously, looked at their policies, reporting processes, all that kind of stuff. So they are essentially taking all reasonable steps already because of all of the different elements that they put in. And then other clients are quite comfortable with the current processes that they have in place. They've done very little. It's passed them by a little bit as well. I think that actually potentially that's part of the reason for reintroducing the all -reasonable steps piece, actually, to ensure that employers do take positive, proper positive steps in order to prepare for this, and I think that it will focus the mind, I think, in relation to what employers are doing there.  Certainly, it's going to increase the potential for employment tribunal claims, particularly with the whistleblowing piece, although question whether that's already protected in a different way. But certainly the third party harassment side in the hospitality industry, there has been some concern in relation to that already and it's a real hot topic about how that extension of the duty will be managed by those types of employers.  Charlie: Yeah, okay, no interesting stuff. And another change that we wanted to have a look at is the proposed changes to the Right to request flexible working. Many of our listeners will know that at the moment Employees can make a flexible working request up to two times per year and that the employee would have to deal with that request reasonably and Can then potentially refuse the request if they decide that that's what they want to do for one of those eight reasons Which are pretty wide reasons as we know The proposal here is that the government wants to try and tighten up what the rules say about refusing a request and the proposal is that employers would be able to refuse a flexible working request on specified grounds, which are the same grounds that we currently have actually, but that they'd only be able to do so if it was reasonable to rely on that ground and that in addition an employer would need to explain in writing to the employee, why their refusal is reasonable in the employer's view. So more narrow changes there, I think, to this.  Amy: Yeah, Is there much change here at all? What do you think, Charlie? I don't know.  Charlie: Yeah, it's a fair question. I think what we probably remember is that the government, when they were talking about this change prior to the election, we're using phraseology along the lines of that they wanted to make flexible working the default position for all and that only if an employer could prove that it's an unreasonable request could they get out of the obligation to allow a flexible working request. I mean, the argument I've been reading about is that the bill doesn't really go as far to do to do that at all. As all of these things are, it's subject to consultation. If all we're going to see is an adding of the requirement that the reason has to be reasonable and has to be expressed as to why that's reasonable, but it's based on the same grounds and the same obligation to follow it reasonably as a process and the same potential compensation. Ultimately, it might just ball down to employers just need to give clearer reasons as to why they're turning it down. So a lot of the talk prior to the election was about how they're going to introduce a right to a four -day working week. I saw that narrated quite a bit and this certainly doesn't get anywhere near that. So yeah, to your question, is there a lot of change here? Probably not on this one. Amy: So, I'm now going to move on to my next one, and I think you need to strap yourselves into this one because this is trade union reforms now, and there's quite a lot to go. We could have done the whole podcast on this really, so what I'm aiming to do really is just take you through the headlines of that and then talk about the key impact and insights that this proposed reform might have. So there are several provisions that have been badged as empowering workers to organised collectively through trade unions. And essentially, the Labour government are badging in the press that this is removing the red tape on trade union activity. So just to give you a little bit of the detail, and I think it's important that you understand this, is that they are intending on repealing much of the trade union act from 2016. And this includes, importantly, the requirements for at least 50 % of union members to participate in a ballot for industrial action for that industrial action to then be legal. They're also talking about repealing the requirements for 40% support amongst union members to proceed with industrial action in vital public services. And then this is a key one, reducing the notice for that needs to be given for industrial action from 14 days, which is what it is currently, once there is a successful ballot and they need to give 14 days notice of any actual strike action, they've been talking about reducing that down to seven days, so not a lot of time there at all for businesses to prepare for industrial action.  And then also kind of linked to that, they are talking about currently there is a six month mandate in place, so where there is a successful ballot for strike action, that mandate remains in place for six months. That's in consultation to increase it to a 12 -month period. So if there is a dispute, they could potentially call for strike action any time in 12 months rather than six at the moment.  So in addition to that, they're also looking at repealing the Strikes Minimum Service Act, and that was introduced not that long ago actually, to mitigate industrial action and the effect on critical sectors such as health services, education, transport, etc. And then in addition to that, there's some other reforms that I wanted to pull out. The first is that they are going to require employers to notify new employees of their right to join a union and regularly remind them of that. In addition, granting unions, and I think this is quite an important one, so granting unions the right to request workplace access to both recruit and organise, so that's not where there is a recognised trade union, that's any union can request right to a workplace. Currently they can't actually access that, they have no right of access, but they're talking about introducing the right to request, I think it's important to request that as well. And then they're also talking about simplifying the statutory recognition process, so statutory recognition of a trade union by removing the requirement for unions to secure backing of at least 40 % of the workforce in the bargaining unit in order to start that process.  The government have said that they are committed to a for consultation on this and actually that's already started and is one of the ones that's already started as well so I think that the general consensus is actually the trade union reform is going to be one of the first elements of the bill that will be introduced along with fire and rehire, just because I think that's a key part of the labour manifesto, obviously, with them being back for it so heavily by the trade unions. I think the key point here is the real impact that this is going to have on businesses. So whilst the collective voice of employees is of course important and a number of the employers that work with and focus heavily on maintaining positive industrial relations.  There is a concern that the repeal, in particular of the Trade Union Act, the reduced notice period for strikes, that could actually hinder employers' ability to manage effectively during a period of strike or industrial action. And the minimum service levels as well being repealed, there's all sorts of chatter and I've seen both sides of this in relation to that, about whether it's going to increase the burden on the public and employers and all this kind of stuff. But actually, when it was introduced, it was deeply unpopular and the consensus was, and the CIPD actually put forward a point on this as well, that they actually thought that the Minimum Services Act damaged the relationship between employers and unions as well and created this mistrust. And also, it was really of in terms of which employees were to provide that minimum service and all that kind of stuff. So it was actually quite unpopular really.  Charlie: A lot to get our heads around there, isn't there? I wonder whether employers that do unions a bit, but not a lot, but whether that's going to have quite an impact on them if all of these changes are made. There'll be a lot to change in their approach. Amy: You're absolutely right, Charlie. And I think that that's, We have these clients, don't we, that regularly deal with unions, and I do a lot of work in the union field. That's kind of my specialism, but I think that the key thing is those smaller employees that are not unionized already, the right of access for trade unions to recruit, it's certainly going to lead to further requests for recognition. And actually, because it's really unknown that some of these are smaller employees. There's a real kind of reluctance to engage with unions. There's a there is a lot of concern that surrounds that. And actually, if it is looking, and I do think that going forward, if these proposals are implemented, because of the how much easier it will be to obtain statutory recognition, there is a piece for employees that are approaching that process of statutory recognition to look at a voluntary arrangements in place, so doing a bit of work in terms of kind of trying to work with unions already, or actually implementing staff representative organisations and working more effectively with them as well, just to ensure that there is engagement and looking at it in a positive way. And just a kind of closing point on this. For those employers who have heavily unionised workforces, a lot of the clients that we work with at the moment are looking at their contingency plans for dealing with industrial action, what those might look like, because undoubtedly this is going to lead to more industrial action if it is implemented. So considering now kind of comms strategies for that, what you'll do, how you'll manage it, all that kind of stuff as well, I think is a really key takeaway from this one.  Charlie: Yeah, there are big changes there. An ally to engaging with unions actually, our seventh highlight is about collective redundancy consultation. And many of us will remember, gosh, it was it's almost 10 years ago now, the decisions in the Woolworth case when Woolworths became insolvent.  And as part of the redundancy consultation exercise, each store was deemed to be treated as a separate establishment, which meant that employees who were employed in a store that had fewer than 20 employees weren't entitled to a redundancy protective award. We've lived with that position ever since so that redundancies at an establishment are what might trigger the potentially 20 or more up to 99 and then when you get beyond 100 you're into a 45 -day consultation rather than the 30 -day consultation that applies when you're under 100. So that's the position we've left with since the Woolworth decision and that we've abided by.  So the proposal is going to remove the requirement that redundancies need to be at one establishment in relation to the duty to consult representatives and the duty to notify the Secretary of State. And what it will mean is that employers who are making redundancies, and we remember that the definition of redundancy goes beyond just the pure definition of redundancy under the Employment Rights Act, so it could encapsulate, say, any changes to terms and conditions, subject to what you were talking about earlier, Amy, and that they're going to need to top up the numbers of employees who are affected by these proposals over a rolling 90 -day period. And if they trigger the 20 or more, then that would trigger the obligation to carry out the collective consultation requirements. So a big change for employers, this is already subject to consultation as we do this podcast that opened on the 21st of October.  It goes on to ask for views on increasing the maximum protective award from the current 90 days up to 180 days, or even to removing it altogether, which would be a massive change from what we've been used to in this sphere. In addition, there's this suggestion that an employee or employees, as might well be the case, in a collector situation, might be able to apply for an interim relief application that would give them the right to continue to be paid until their case is heard, which at current rates could well be, say, a year or even more hence. So big changes here in this area. Amy: There really are and it's just picking up on one of the points that you made about the protective award. It's the only compensation award which is punitive in nature. Everything else is based on losses or injury to feelings or something like that and employment tribunals, but so increasing it is going to have a significant impact and removing it all together. I don't even know where you would start with that. Charlie: It is, I completely So that would be a profound change and a much bigger risk to employers if, say, the protected award was uncapped and not subject to a limit. I mean, it already can tot up to quite a big number, and as you say, being a putative award, they tend to say, well, we'll start at the top of the range and reduce it if we think you've done things that And, you know, it can actually, when you're looking at the numbers involved, it can be quite a big liability for businesses. And what I can see is that this is going to just create potential more banana skins for businesses if they're going to have to look at 90 -day rolling periods. You take a multiple site larger business, they're going to need to look potentially across their whole business and see whether they trigger the numbers. And a lot of businesses might not have the systems in place to ensure that that gets picked up all the time. So big changes would be needed for businesses if this is what happens.  Amy: Absolutely. And I don't think, I like the use of the word banana skins, by the way, Charlie, that certainly we should use that more often is that it's creating more banana skins for businesses. But yeah, interesting point and probably something that's not going to be that welcomed by employers, I would say potentially either. Yeah, like a few of the changes we're describing, that this is not one that employers are likely to find very welcome.  Amy: No, just a couple of kind of notes to point. So, the eighth one that we've picked out is actually the single enforcement body. We don't have a lot of information on this, we just thought it was quite interesting. And so, what they're allowing, the bill allows for the establishment of a new fair work agency. And what this is going to do is enable enforcement of labour market legislation, which includes legislation relating to holiday pay and SSP by the Secretary of State. It's anticipated that this agency is going to bring together all the different government agencies and enforcement bodies with the aim to create what they say is a stronger, recognizable single organization that people know where to go to for help. And just to point just an observation on this really, it talks about people to know where to go to help.  And obviously they mean employers there and they're looking at kind of enforcement of different elements of it. But actually also from our perspective kind of feeding into the consultation, looking at whether there should be better support for employers as well, particularly smaller employers who really want to comply with the law. And it's very complicated. There's lots of banana skins, as Charlie mentioned before, but actually ensuring that they have the assistance where they want to have that compliance to actually work with them. So, we very much welcome the single enforcement body, but actually looking at it from a kind of wider perspective so that all stakeholders who will engage with them are properly involved because it's not always the case at the moment with some of the enforcement bodies that we have currently.  Charlie: Yeah and let's look at our ninth highlight which is some of the day one leave rights and the new bereavement leave entitlements. So the plan is that the government wants to remove the qualifying period for unpaid parental leave which presently is that eight weeks entitlement to leave up to a child's 18th birthday and the two week statutory paternity leave rights. The idea is that they will make those day one rights for employees. And in addition to that, another point to flag is the new day one right to bereavement leave. So this is any employee that's going to be bereaved. And the current thinking is that it would be up to two weeks bereavement leave paid at statutory rates. If it's a child that the individual is bereaved for and one week if it's not a child. So we'll need to get more detail around this. The relationship, for example, with the deceased isn't clear at the moment and things like, you know, how to exercise the right to the entitlement or no doubt be fleshed out in regulations as time goes on. But some changes there that I So, some of the clients that we work with already allow some of those rights in a more enhanced way than they already existed. That might not be seen as a big change for many businesses.  Amy: Yeah, I think you're right there, Charlie. It kind of reflects the direction of travel that we're seeing at the moment, aren't we, in terms of kind of support for employees and all that kind of stuff as well, certainly. I don't think that's going to be one of the biggest changes out of all of the bills.  So, The final takeaway that Charlie and I had from the bill is actually what's not in the bill. It's not an element of it, it's what wasn't there. And I think we've touched on a couple of these already in terms of the kind of fire and rehire and zero hours, we expected there to be more in relation to that than they actually ended up being as well. But also in relation to that, and alongside the bill, there was a next steps document which had been published and outlined, amongst other things, how the government was going to deal with the promises that it made in its manifesto that have not been covered off in the bill.  So just to pick out a couple of those things that weren't in there and how they're going to be dealt with. And the first one is this right to switch off, the right to disconnect, which is another one that's hit the press. And obviously, I think it's the French, isn't it, Charlie, that they have this right to disconnect as well currently so kind of following on from what they had introduced and what this means essentially is that employees are prevented from being contacted out of hours and they're talking about introducing that still but by way of a statutory code of practice, so slightly different in terms of how that will be introduced. And then the much anticipated and very important element that relates to the Equality, Race and Disability bill. And what that is, is that we'll make it mandatory for large employees to report on their ethnicity and disability pay gaps, much in the same way as they already have to report on their gender pay gaps, which I think is a welcome addition in there as well. And they're also starting a consultation, they're committed to starting a consultation on a move towards the single status of worker and talking about transitioning towards a simpler two -part framework for employment status.  This has been in discussion for years and years now because employment status is super complicated, overly complicated. The legislation isn't fit for purpose. It's confusing for everybody involved in it and kind of links with all the zero hours stuff and all these other bits as well. I do wonder whether that was kind of put into the too hard box. They were rushing to get through the parts of the bill, they were rushing to get through all of that. And potentially that was put into a bit of a too hard box, I'm not sure, really. Certainly something that requires further consideration, along with reviewing the TUPE legislation as well, which has been in discussion really since Brexit, so that's quite an important element that needs some exploration and there will be a consultation on those.  Charlie: Gosh, so that's our 10, isn't it, isn't it Amy? We could have picked another 10 if we'd wanted to talk about because there's so much in the bill. It was being trailed as the biggest reform to employment rights in a generation and I think it's fair to say it probably meets that brief, doesn't it?  There's so much in there that's being proposed as new ways of interpreting a lot of the existing and new rights. So one of the things that I think you and I have both said, haven't we, is that the likelihood is this is going to place an increased strain on the Employment Tribunal Service and on ACAS, and it's unclear how an already stretched service is going to be able to cope withwhat's likely to be an increase in demand, isn't it?  Amy: Yeah, absolutely, Charlie. I mean, just to put it into context, I has a hearing listed in one of the London tribunals who are particularly overwhelmed at the moment. It was listed last week and that was listed for March 2027. It's a 15 -day hearing, so it's a long hearing, but the dismissal took place in 2021. So, it's just a huge amount of time and it's in no one's interest in those circumstances, not the employee, not the employer. Nobody involved in that process for things to take so long to get to a conclusion. So, we've already got a hugely overwhelmed tribunal system, so it'd be interesting to see what funding is proposed to the system to support them in dealing with the undoubtedly significant load that they will be having to deal with as part of that. Whether the single enforcement body will have some kind of involvement in that for certain types of enforcement of rights they might be taken away from the tribunal and put into that, we don't know. Again, over to consultation, it'd be interesting to see what happens with that. But certainly, there's additional work to be done on the periphery to ensure that this bill, if it's going to be the biggest shake -up, then it needs to have a system that reflects that as well. So the enforcement piece is really important and making sure that's fit for purpose.  Charlie: Yeah, no, that's a definite case of watch this space. And I think there's many people that might be a bit worried about the extent to which the system can cope. Anyway, let's wrap up because we've covered a lot here and I think our only reminders and maybe main takeaways are we don't know when these changes are going to take place. We're expecting them to be in 2026. So, what that means is employers, businesses, employees have got time to adjust to what's coming down the path and there's going to be a lot of consultations we think next year into 2025. That will put a lot of flesh on the bone.  That will pick out a lot of the points that we've been covering in some of the topics we've talked about today. So I think we'd encourage all of our clients and contacts to keep an eye on the developments. We at TLT will certainly be updating through our regular updates and through these podcasts on any of the changes that we see starting to take shape in due course. If you don't, subscribe to our updates. There's a note notes on this podcast as to how you can do so if you wish to. But other than that, thanks for listening. Amy and I have enjoyed chatting through all of these 10 topics today and we'll look forward to hopefully have you as a listener on our next series of these podcasts.  Amy: Yeah, thanks very much. See you at the next one. The information in this podcast is for general guidance only and represents our understanding of the relevant law and practice at the time of recording. We recommend you seek specific advice for specific cases. Please visit our website for our full terms and conditions.

Não deixe de nos acompanhar para os próximos programas no Instagram:@gastroclinica_vasconcelos

Após avaliarem 172 pacientes, os pesquisadores descobriram que os mais velhos, com menor peso e com músculos respiratórios mais fracos, tendem a precisar de ventilação mecânica por mais de 24 horas

Canal Voces De La Noche: https://bit.ly/3MRYH2Q

We get down to the facts regarding the obscure religion known as Raelism, with our guest, a Raelian Guide, Rob Sansone.  Raelism has been shrouded in mystery until now, as the Raelian guide explains their plans to build an 'Embassy for Extra-Terrestrials', the history of Raelism, human cloning, their belief that an extra-terrestrial species created humanity, and much more in this detailed conversation. ––––––– Links to Raelism content: Main Raelism site: https://www.rael.org/ ET Embassy Site https://etembassy.org/ Clonaid: "World's First Human Cloning Company" / Rael Human Cloning (Archived) Site: https://web.archive.org/web/20030201080253/http://www.clonaid.com:80/index.html

Hablamos con Andreu Climent, CEO y cofundador de Corify Care, que busca conseguir tratamientos contra las arritmias cardíacas que sean más rápidos, seguros y eficaces.

En este impactante episodio de Extra Anormal Podcast, contamos con la visita de Iván, quien nos relata la aterradora historia de cómo su hija fue víctima de manifestaciones demoníacas y la posesión por una entidad oscura. Los detalles de estos sucesos son escalofriantes, desde los primeros indicios hasta los momentos más perturbadores que vivió su familia. ¿Qué hacer cuando te enfrentas a lo inexplicable? Acompáñanos mientras Iván comparte su experiencia más siniestra y revela cómo enfrentaron este aterrador fenómeno.

Sportivii români care au participat la Jocurile Paralimpice de la Paris s-au întors acasă și au fost primiți cu flori și aplauze la Salonul Oficial al aeroportului Henri Coandă. Alexandru Bologa, aur la parajudo și Camelia Ciripan, bronz la para tenis de masă, au coborât din avion cu medaliile la gât și au vorbit despre experiența trăită la Paris. Președinta Comitetului Paralimpic Român, Sally Lamont-Wood cere crearea unui centru paralimpic în România.

Canal Voces De La Noche: https://bit.ly/3MRYH2Q

CBP and TSA have announced an enhanced ACAS data set required from inbound air carriers. What's expected? And are you ready?

A inteligência artificial pode ajudar na tomografia e ressonância cardíacas? by Cardiopapers

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Când o absență este mai relevantă decât o prezență (SpotMedia) - „Are capacitate de dialog cu masele? Mă îndoiesc. Nu e un tip de mititei”. Vladimir Tismăneanu analizează oferta politică de la prezidenţiale (HotNews) - Dezastrul planului de stocare a energiei: capacitatea ar trebui să crească de 10 ori până anul viitor. Teoretic (CursDeGuvernare) REPORTAJ Prima zi a noului Parlament European. Șoșoacă, „virusul suveranist”, insistă să fie văzută. Românii, prinși între negocierile pentru funcții și excentricitatea moștenită de acasă (Libertatea)Cei 33 de eurodeputați români au început marți, 16 iulie, noul mandat din Parlamentul European, în rândul acestora fiind diferențe evidente privind modul cum vor să iasă în față încă de la debutul celor cinci ani de legislatură.Unii au mizat pe modul cum vor să influențeze ce se întâmplă la Strasbourg și Bruxelles, în timp ce alții au mers pe un comportament spre zona spirituală, cu tămâie, mir și icoana protectoare.Alții, în stilul caracteristic, au încercat să epateze, cum e cazul Dianei Șoșoacă, ce încă de la început a ținut să exprime critici dure față de Ucraina și a anunțat că s-a înscris în Grupul de prietenie cu Rusia, pentru că „e nevoie de dialog cu Moscova”.Cu o zi înainte de începerea legislaturii, mai mulți eurodeputați și-au luat adio de la Parlament. Printre ei, și Traian Băsescu.Capitolul politică europeană e închis și pentru Marian Jean Marinescu, cel mai longeviv europarlamentar român, care după 17 ani de mandat își încheie cariera. În schimb, încep activitatea din Parlament nume ca Gabriela Firea (PSD), Virgil Popescu (PNL), Dan Barna (USR), Vlad Voiculescu (USR) sau Claudiu Târziu (AUR) și Gheorghe Piperea (tot AUR).Citiți reportajul în Libertatea. Când o absență este mai relevantă decât o prezență (SpotMedia)Deputatul și fostul ministru USR, Claudiu Năsui, a dezvăluit pe o rețea de socializare că dl Iohannis a fost invitat la dineul oferit de președintele Biden liderilor NATO cu ocazia summit-ului de la Washington, dar nu a participat.Absența dlui Iohannis este dovedită, într-adevăr, în primul rând din faptul că nu apare în absolut nicio poză, inclusiv de grup, de la dineu. Există și alte confirmări neoficiale, obținute de spotmedia.ro, că lucrurile stau așa.Sigur că un președinte poate absenta de la unele reuniuni când are o treabă mai importantă. Dl Iohannis era însă în Washington și nimic pe agenda domniei sale nu sugerează vreo urgență. Să fii la Washington, să fii invitat la un dineu la Casa Albă împreună cu liderii NATO și să alegi să nu te duci este absolut de neînțeles, scrie jurnalista Ioana Ene Dogioiu pe pagina SpotMedia.Adică poporul îi plătește avionul faraonic ca să se plimbe la Washington și domnia să trântește paltonul pe capota NATO și a Casei Albe, nervos că a rămas fără dregătorie.Și nici măcar nu găsește cu cale să dea explicații pentru absență. Așa cum nu a dat vreo explicație pentru oricare alte frecvente absențe sau despre imensele cheltuieli pentru luxul și poftele personale. Ceea ce domnia sa pare a nu realiza este că acest comportament complet inadecvat pentru un înalt demnitar este principalul argument pentru care a ieșit din toate calculele pentru vreo funcție externă.După cum spunea Frankfurter Allgemeine Zeitung, „este îndoielnic că Johannis ar fi chiar la înălțimea exigențelor unei funcții europene de top”. Iar dl Iohannis a dat la Washington o nouă dovadă că sigur nu este. INTERVIU VIDEO „Are capacitate de dialog cu masele? Mă îndoiesc. Nu e un tip de mititei” Vladimir Tismăneanu analizează oferta politică de la prezidenţiale (HotNews)„Mediocritate, meschinărie, dispreţ ciocoiesc”, îi caracterizează Vladimir Tismăneanu, într-un interviu acordat HotNews.ro, pe politicienii care le vor cere votul românilor la alegerile prezidenţiale. Istoricul şi profesorul de ştiinţe politice compară liderii politici de astăzi cu cei din urmă cu peste 20 de ani, din „perioada Adrian Năstase“.Vladimir Tismăneanu consideră că partidele tradiţionale suferă de „lipsă de imaginaţie politică, mediocritate, meschinărie”, dar îşi pune speranţa în capacitatea de reformare şi de adaptare a USR, care trebuie „adus la zi”. Analiză / Dezastrul planului de stocare a energiei: capacitatea ar trebui să crească de 10 ori până anul viitor. Teoretic. Cum stau celelalte state la stocare (CursDeGuvernare)Absența capacităților relevante de stocare a energiei electrice pune mare presiune pe sistemul energetic, respectiv pe piață. Pe de o parte, când producția are goluri de cerere, prețurile spot ajung la praguri negative.Și invers, în vârfurile de sarcină de seară, ne-susținute de producția din regenerabile, prețurile bat recorduri europene de creșteri exorbitante, pentru că România intră în blocajul perfect: nu produce destulă energie cât să acopere consumul, nici nu are capacitatea de import necesară și nici nu are suficiente resurse stocate.Într-un plan Național Integrat energetic privind schimbările climatice (PNIESC), cerut periodic de Comisia Europeană, Guvernul spune că România ar urma să ajungă la o capacitate totală de stocare de energie de 240 MW (mii kW) – putere instalată, sau de 480 MWh – producție stocată, până în 2025. Deocamdată, în acest an, în România abia se va ajunge la o putere instalată de stocare de 50 MW.Pe pagina CursDeGuvernare vedeți cum stau celelalte state la stocare.

Prieteni Vorbitorincii, avem o premieră, intrăm în lumea artelor despre care nu toți știm atât de multe, cu toate că ne-am dori. Așa că invitatul acestui episod va face lumină în acest univers și ne va introduce în lumea licitațiilor, a colecțiilor unicat, o lume cu artiști, creatori, vedete și mulți bani.  Doamnelor și domnilor, vi-l prezentăm pe timișoreanul Andrei Jecza, un exemplu foarte bun despre cum să faci afaceri cu artă. Pentru că arta nu este doar frumosul care ne înconjoară, ci și o afacere care poate ajunge la cifre cu multe zerouri la coadă. Andrei este fiul sculptorului Péter Jecza și fondatorul galeriei Jecza, pe care o puteți vizita la Timișoara. Are studii universitare la Timișoara și Londra, la Sotheby's Institute of Art, nume cu greutate pe cartea de vizită a oricărui negustor de artă. ”Dacă aș alege să trăiesc unde mi-ar plăcea, aș alege Viena. Din punct de vedere al afacerilor, eu trebuie să aleg Bucureștiul, pentru că aici se fac afaceri tari cu artă. Am vândut mult mai mult la București decât la Viena” ne-a spus invitatul. De la care am mai aflat și cum se stabilește valoarea unei opere, cât timp este bine să păstrezi opera licitată pentru a-i crește valoarea, cum decurge o licitație dacă vă bate gândul să participați, cu ce vedete internaționale vă puteți întâlni la licitații și evenimente, care este cea mai frumoasă colecție de artă din România și cum arată topul artiștilor români astăzi. Un pic peste 2 ore acest interviu din care am învățat multe, spunem noi. Vă așteptăm comentariile și vă mulțumim pentru fiecare like și share, astfel vom ajunge l amai multă lume. Vizionare plăcută!   06:15 Ce înveți la Sotheby's Institute of Art din Londra 09:50 Cum decurge o licitație 17:03 Investiția în artă 24:57 Cum se stabilește valoarea unei opere 34:03 Succesul lui Adrian Ghenie 43:32 Acasă la Andrei: Galeria Jecza 58:15 Arta prin ochii copiilor 1:05:59 Povestea Catedralei de la Orșova 1:11:38 Ce este grupul Sigma 1:26:22 Lumea celebrităților 1:38:51 Cazul Mark Rothko 1:46:49 Cea mai frumoasă colecție de artă din România 1:50:15 Memorialul Holocaustului (București) 1:53:58 Procesul lui Brâncuși cu ”elicea” 1:57:53 Top artiști români  

Alain Luna, del programa El Grito de la Llorona, nos comparte sus experiencias investigando y presenciando posesiones demoníacas con evidencia, también sus propias experiencias entrando a casas embrujadas donde algo… llama. Las Morras también comparten experiencias sobrenaturales con evidencia que no te puedes perder. Learn more about your ad choices. Visit megaphone.fm/adchoices

Dr. Richard Sauder, the authoritative Investigator on underground and undersea bases and sites, delivers shocking research into the world of the unknown:  The complexes and sites which are hidden from public view -- which go to subterranean depths of up to 15 miles beneath our feet.  Military; Research and Development; Black Projects; Unregulated Biological R&D, etc.  Grab your favorite liquid and dive deep into the worlds of the (previously) unknown. –––––––– Buy Richard Sauder's books: Hidden in Plain Sight : Beyond the X- FIles •  https://www.adventuresunlimitedpress.com/proddetail.php?prod=HIPS •  Underground Bases and Tunnels https://www.adventuresunlimitedpress.com/proddetail.php?prod=UGB •  Underwater and Underground Bases https://www.adventuresunlimitedpress.com/proddetail.php?prod=UUB Dr. Richard Sauders SUBSTACK: https://richardsauder.substack.com/ Personally e-mail Dr. Richard Sauder for instructions on how to send him a much needed donation:    Dr. Richard Sauder's e-mail:  42mecfi@proton.me

90 de prizonieri de război ucraineni, printre care 52 de apărători ai Mariupolului s-au întors acasă într-un schimb de prizonieri, a anunțat președintele Zelensky. Acesta este al 52-lea schimb de prizonieri de când Federația Rusă a invadat Ucraina. Ucraina a recuperat 90 de prizonieri de război, este un titlu din Suspilne Media care citează un anunț făcut de președintele Zelenskyi, șeful Biroului președintelui Andriy Yermak și avocatul poporului,  Dmytro Lubinets. Dintre cei 90 de prizonieri, 52 sunt apărători ai Mariupolului, dar și militari care au luptat la Cernobîl,  Herson, Donețk, Harkov, Zaporojie și Luhansk.Acesta este deja al 53-lea schimb de prizonieri de război de la începutul invaziei Federației Ruse, a menționat Lubinets. În total de 3.300 de ucraineni au fost recuperați până în prezent.Noi pași ai opoziției georgiene pentru a se coalizaRadiotavisupleba.ge, Europa Liberă în limba georgiană, publică un articol despre acțiunile președintei țării, Salome Zourabichvili, de a strânge opoziția pe un front comun împotriva partidului de la putere, Visul georgian care împinge țara mai aproape de Rusia și mai departe de Uniunea Europeană. După ce parlamentul a adoptat, în luna mai, o lege privind „agenții străini” după model rusesc, fapt care a dus la izbucnirea unor puternice proteste de stradă, președinta țării a anunțat lansarea unui program numit Charterul Georgian.În cadrul acestuia, președintele le propune partidelor de opoziție să ajungă la un acord asupra problemelor care trebuie rezolvate pentru integrarea europeană, pentru instaurarea democrației și a statului de drept.Potrivit lui Zurabishvili, este nevoie de un altfel de unitate, este nevoie de parlament altfel, altfel de alegeri și un altfel de guvernare.După Charterul Georgian, o parte din partidele de opoziție au semnat „Declarația de unitate” la Bruxelles. Potrivit unuia dintre liderii partidelor semnatare, declarația prevede ca până pe 8 iulie, fiecare partid să vină cu propuneri de schimbare și cu răspunsul la întrebarea dacă opoziția va candida pe o singură listă la viitoarele alegeri sau pe liste separate.Conferință pentru reconstrucția Ucrainei la ChișinăuMoldpres relatează despre Conferința internațională dedicată reconstrucției Ucrainei, desfășurată la Chișinău. Conferința a fost organizată de Camera de Comerț și Industrie Moldova-China, Camera de Comerț Italo-Moldavă, Camera de Comerț și Industrie Franța Moldova și Asociația Investitorilor din România.„Evenimentul reflectă angajamentul nostru comun pentru responsabilitatea socială corporativă și promovarea dezvoltării economice și sociale durabile în regiune”, se arată în comunicatul organizatorilor.În cadrul conferinţei au fost puse în discuţie: oportunităţile de investiţii în Moldova şi procesul de reconstrucţie a Ucrainei; rolul relaţiilor bilaterale între Moldova şi Ucraina; nişele de bază pentru investiţii în Ucraina şi situaţia economică din ţara vecină.Ambasada Republicii Populare Chineze în Republica Moldova a ținut să sublinieze, prin intermediul unui comunicat remis Moldpres, că nu are nicio legătură cu această conferință „Unul dintre organizatorii conferinței e „Camera de Comerț și Industrie Moldova-China”, care este o instituție înființată de cetățean moldovean. Au participat la Revista Presei Europa PlusLohvyn DANIIL               Ukraine                                                                                             Nika TEPNADZE            Géorgie                                                                                                             Laura STOICA                 Moldavie          

Știi care este ABC-ul siguranței banilor pe internet și ce trebuie sa faci sa nu cazi in capcana fraudatorilor? Cum sa-ti îmbunătățești relația cu banii? Urmăreste acest podcast "Acasă la Maruță" cu Gabriela Folcuț, director executiv Asociația Româna a Băncilor, iar la final poți intra pe www.sigurantaonline.ro sa-ti faci un test să vezi cât de bine îți protejezi banii. Share sa-i ajuți și pe ceilalți cu informația de siguranța a banilor.

ECATERINA LADIN, VIAȚA ACTRIȚEI DIN LAS FIERBINȚI. VENITĂ DE PESTE PRUT SĂ CUCEREASCĂ PUBLICUL ROMÂN

We discuss human-made flying saucer patents, and the potential for these inventions actually being created.  Are these "unidentified" flying objects of E.T. origin, of of human origin?  All is on the drawing board. This episode may contain adult language. 

Fecha de Grabacion: 8 de abril 2024¡Bienvenidos a un nuevo episodio de "Corriendo sobre 50" con Ramón Manzano y José Otero! En este episodio, exploraremos un aspecto fundamental del entrenamiento: el uso de las zonas cardíacas. Descubriremos la importancia de entender estas zonas y cómo programarlas en tu reloj Garmin para optimizar tu rendimiento.Nos acompañan dos invitados expertos en el tema: Nydia Sánchez, entrenadora de Swimlab Puerto Rico, y Pedro Rojas, entrenador de atletismo del grupo Red Runners. Juntos, exploraremos cómo las zonas cardíacas pueden potenciar tus entrenamientos y mejorar tu salud cardiovascular.Desde los beneficios de entrenar en diferentes zonas hasta cómo interpretar los datos en tu reloj Garmin, este episodio te proporcionará la información necesaria para llevar tu entrenamiento al siguiente nivel. ¡Prepárate para sumergirte en el fascinante mundo de las zonas cardíacas y optimizar tu rendimiento como corredor!Información de Swimlab Puerto Rico - Nydia SanchezFacebook: https://www.facebook.com/SwimlabpuertoricoTeléfono: (787) 205-2085Información de Pedro Rojas:Facebook: https://www.facebook.com/redrunnersprEmail: redrunnerspr@gmail.comTeléfono: (787) 358-7869********************************************************************Corriendo sobre 50 Podcast es presentado por:Logistik Events Management 787-244-0056 https://linktr.ee/logistikeventsprSwimlab Puerto Rico 787-205-2085 https://www.facebook.com/Swimlabpuertorico ********************************************************************Contáctanos! ==========================================Web : www.corriendosobre50.comFacebook: https://www.facebook.com/Corriendosob...Twitter: @PodcastCS50Instagram: Corriendo sobre 50Youtube: https://www.youtube.com/channel/UC0gK...Música: Gunslinger (Instrumental Version 60 Sec.)Daphne Media Music www.snapmuse.comAyúdanos a crecer!Comparte nuestros episodios, suscríbete, síguenos en nuestras páginas de redes sociales.

”Hai de Paști acasă” este îndemnul lansat pentru moldoveni să se reunească cu cei dragi și să descopere Moldova turistică. Vorbim despre campania lansată de Oficiul Național al Turismului și Ministerul Culturii care își propune să arate frumusețea și bucuria de a petrece în familie Sărbătoarea Învierii. Și în acest an, Lumina Sfântă de la Ierusalim va fi adusă separat de Mitropolia Basarabiei și Mitropolia Moldovei. Iar Poliția și Agenția Națională pentru Sănătate Publică a venit cu mai multe recomandări, în contextul sărbătorilor pascale.

Nuestra colección de tesoros sinfónicos compuestos por autores vieneses, salzburgueses y demás localidades pertenecientes a la actual Austria, sigue creciendo a ritmo constante y hoy te ofrecemos 5 muestras realmente apasionantes. Desde los habituales y conocidísimos Haydn, Mozart y Schubert hasta la irrupción de 2 autores inéditos en esta serie: Emil von Reznicek y Marianna Martínez, autores de diferentes épocas pero con un talento mucho más destacado que la repercusión conseguida por sus brillantes sinfonías. Carlos Iribarren y Mario Mora te acompañan en este nuevo episodio sinfónico con piezas que forman parte de la mejor música del mundo, la que siempre te ofrecemos en Hoy Toca, el programa de Clásica FM que te quiere sorprender.

CÂND VIAȚA NU URMEAZĂ SCENARIUL: POVESTEA LUI MARILU DOBRESCU. ACASĂ LA MĂRUȚĂ, PODCAST #155

Jumătate de milion de români s-ar putea întoarce acasă până în 2029. Și știți ce? Asta ar fi o mega oportunitate pentru dezvoltarea României! Cum facem asta? Aici intervine planul lui Sebastian Văduva. Deși sper că va reuși, eu sunt ceva mai sceptic dar nu renunț la optimism așa că haideți să vedem ce ar însemna asta: Impactul economic - 500.000 de români ar aduce un boost economiei noastre! Ar consuma mai mult, ar investi în afaceri locale și ar crea noi joburi. Plus că experiența și skillurile lor ar duce la inovație în diferite industrii. Super tare, nu? Pensii și sănătate - Știm cu toții că populația României îmbătrânește și asta pune presiune pe sistemul de pensii și sănătate. Dar dacă s-ar întoarce româna șii ăștia în vârstă de muncă, ar echilibra balanța și ar asigura sustenabilitatea pe termen lung. Revigorarea comunităților locale - Multe zone rurale sunt afectate de depopulare, dar revenirea românilor din diaspora ar readuce viață în aceste comunități. Ar îmbunătăți infrastructura, serviciile publice și ar promova tradițiile și cultura noastră. Ar fi ca o gură de aer proaspăt! Schimb de experiență - Românii întorși din străinătate vin cu o grămadă de cunoștințe și experiențe valoroase. Dacă le-ar împărtăși cu noi, ar îmbunătăți practicile profesionale și ar alinia standardele românești cu cele internaționale. Ar fi un adevărat game-changer! Mai multe detalii despre planul lui Sebastian, găsești în cel mai nou episod #IGDLCC. Apropo. Sebastian e la a doua prezență aici iar în primul episod am vorbit despre religie și capitalism și chiar le-am împăcat. Recomand cu drag episodul. 

RUXI OPULENȚĂ LASĂ GARDA JOS: CINE ESTE, CE O DOARE, CE IUBEȘTE | ACASĂ LA MĂRUȚĂ | PODCAST #145

PROF. DR. DAN VODNAR, CU CE NE HRĂNIM ȘI CUM NE AFECTEAZĂ ASTA | ACASĂ LA MĂRUȚĂ, PODCAST #143

Bienvenidos a NOCHES DE TERROR, programa dedicado al espiritismo, casas encantadas, fantasmas, ouijas y demás misterios... ¿Qué se esconde detrás de lo que nos asusta? Dirige y presenta: Salva Valero. Las opiniones vertidas en este programa son de exclusiva responsabilidad de quienes las emiten y no representan, necesariamente, el pensamiento del programa. Twitter: @NdeTerror Mail: ndeterror@gmail.com Escucha el episodio completo en la app de iVoox, o descubre todo el catálogo de iVoox Originals

MIHAI DEDU, LA UN PAS DE MOARTE DAR HOTĂRÂT SĂ LUPTE PENTRU SĂNĂTATEA SA | ACASĂ LA MĂRUȚĂ #143

ÎNȚELEGEREA DIABETULUI: CE DUCE LA BOALA CARE NE DĂ VIAȚA PESTE CAP | ACASĂ LA MĂRUȚĂ, PODCAST #142

We're bringing you this episode in collaboration with the MAD World Summit and Make a Difference Media (www.makeadifference.media), the all year around media channel that supports both MAD World and its sister event The Watercooler, which regular listeners will remember us attending in April 2023 (see Episode 37!) We had the privilege of being the official podcast for the 6th MAD World Summit, where we engaged with numerous business leaders, campaigners, and thought leaders. Through these conversations, we've identified six major trends that are reshaping the landscape of mental health in the workplace. Join the conversation as we explore: Allyship in Action Healing from Trauma Reasonable Adjustments for All Emotional Literacy Individual Well-being Anger in the Workplace We're thrilled to welcome to the podcast our 9 expert guests: Shelley O'Connor, Performance Manager and LGBTQ+ Network Co-Chair at the Bank of England: https://www.linkedin.com/in/shelley-oconnor29/ Jeremy Gautrey-Jones, Assistant Director of Employee Experience at the RSPCA: https://www.linkedin.com/in/jeremy-gautrey-83389040/ Isabel Berwick, Host of the financial Times Working It Podcast: https://www.linkedin.com/in/isabel-berwick-8b4922167/ Amit Sidhpura, Global Business Strategy Leader for Talent Transformation at IBM: https://www.linkedin.com/in/amitsidhpura/ Former Premier League footballer Clarke Carlisle and his fellow mental health campaigner and wife, Carrie: https://www.linkedin.com/in/clarke-carlisle-and-carrie-carlisle-765aa749/ Francoise Woolley, Head of Mental Health and Wellbeing at ACAS: https://www.linkedin.com/in/francoisewoolley/ Kimberly Ward, Financial Inclusion & Vulnerability Lead at First Direct: https://www.linkedin.com/in/kimberley-ward-she-her-79a824b1/ Stuart Sandeman, DJ and host of the Decompression Session on BBC Radio 1, Co-founder of Breathpod and Sunday Times bestselling Author of ‘Breathe In Breathe Out':https://www.linkedin.com/in/stuart-sandeman-a8556b64/ Resources More from Make a Difference Media Website & Newsletter: https://makeadifference.media/ MAD World Summit: https://madworldsummit.com/ Book Your Tickets for The Watercooler 2024: https://www.watercoolerevent.com/ More from Our Guests on Make a Difference Media Isabel Berwick on The Great Resignation: https://makeadifference.media/mental/from-great-resignation-to-recession-a-look-back-at-2022-and-whats-next-on-the-horizon-for-workplace-wellbeing-takeaways-from-the-webinar/ Jeremy Gautrey-Jones on Managing Trauma at Work: https://makeadifference.media/mental/managing-trauma-at-work/ Kimberley's Lived Experience of Disability: https://makeadifference.media/mental/at-first-direct-im-not-defined-by-my-disability-this-has-had-such-a-positive-impact-on-my-wellbeing-productivity/ Francoise on Reasonable Adjustments: https://makeadifference.media/mental/much-needed-new-guidance-around-reasonable-adjustments-for-mental-health-is-launched/ More from Truth, Lies & Workplace Culture Listen back to Truth & Lies for more on: The Watercooler 2023: https://truthliesandwork.com/truth-lies-work-podcast/the-watercooler-conference-podcast_2252/ Well-being 2.0: https://truthliesandwork.com/truth-lies-work-podcast/wellbeing-2-0_2385/ Lessons from Corporate Giants: https://truthliesandwork.com/truth-lies-work-podcast/lessons-from-corporate-giants_2367/ Connect with Al and Leanne Join the Conversation on LinkedIn: https://www.linkedin.com/company/truthlieswork/ Connect with Al on LinkedIn: https://www.linkedin.com/in/thisisalelliott/ Connect with Leanne on LinkedIn: https://www.linkedin.com/in/meetleanne Instagram: https://www.instagram.com/truthlieswork/ Twitter: https://twitter.com/truthlieswork TikTok: https://tiktok.com/truthlieswork Email: hello@truthliesandwork

En este episodio de Enigmas sin Resolver te presentamos todos los detalles, lo que se sabe y lo que aún falta por conocerse acerca de esta misteriosa posesión.