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Reigning In Autodialers

Jon Tavares, Senior Compliance Consultant, discusses autodialers, the precautions that should be taken and the FCCs definition of them.

Jon Tavares – Senior Compliance Consultant

For a while we have been advising financial institutions to take a very, very cautious approach with the TCPA, especially in regard to the definition of an Autodialer. But, with the current makeup of the FCC and a recent court decision, perhaps you can reign in that definition a little bit.

In 2015, the FCC took a very broad approach to the definition of an Automatic Telephone Dialing System (Autodialer). An Autodialer is any equipment that has the capacity to store or produce numbers to be called using a sequential or random number generator and to dial those numbers. The 2015 Order looked at “capacity” and determined that the fact that the equipment, in its present configuration or as used to make the call, does not produce or store numbers or dial those numbers does not preclude it from being an automatic telephone dialing system so long as it has the capacity. The TCPA’s use of “capacity” did not exempt equipment that lacks the present ability to store or generate numbers or to dial randomly or sequentially. The definition of an Autodialer is very broad and includes equipment that has the potential ability to store or generate and to dial telephone numbers. This potential ability standard could have potentially swept all smartphones into the definition because they have the capacity to store telephone numbers and to automatically dial those numbers through the use of an app or other software. Basically, unless you were using a rotary phone to make calls, you could have been using an Autodialer. So, we took a very conservative approach and advised that you treat any call you make as being made with an Autodialer.

Back in March of 2018, the US Court of Appeals for the D.C. Circuit issued their decision in ACA International v. FCC setting aside the 2015 Order’s clarifications on the definition of an Autodialer. The Court stated that the FCC’s definition of an Autodialer included all smartphones. This definition is an unreasonably expansive interpretation of the TCPA and the statute cannot be read as to include all smartphones. The Court set aside the portions of the 2015 Order with regard to the definition of an Autodialer. The Court did not, however, further define an Autodialer and permitted the FCC to reconsider how to interpret the definition of an Autodialer. The FCC could, according to the Court, use exemptions to limit the breadth of the definition of an Autodialer.

In 2015, when the order was issued, the FCC consisted of three Democrat and two Republican Commissioners. Since then, there has been a massive turnover at the FCC with only two commissioners remaining. President Trump has been able to replace two other commissioners. As it sits now, the FCC consists of three Republican commissioners and one Democrat (though President Trump has nominated a second Democrat to bring the FCC back up to five commissioners). Ajit Pai, who was very critical of the expansive interpretation of the Autodialer interpretation, is now the Chairman. Pai has indicated that the FCC may consider a much less expansive definition. In May 2018, the FCC issued a public notice seeking comments on how to interpret “capacity” in light of the court’s decision. The comment date has past and we are now waiting on the FCC to issue an order clarifying what “capacity” means.

Until the FCC issues more guidance on exactly what “capacity” means, we still urge caution with the TCPA but you do not need to treat EVERY call as being made by an Autodialer. But, for example, you may still want to be cautious if your office telephone system is (or can be) connected with your computer network and you can place a call from your computer.


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Horizontal Grinders

CBI Horizontal Grinders

Horizontal Grinders Designed for More Value

The value curve of the Horizontal Grinder has been completely re-imagined by CBI to achieve unmatched production. For three decades, CBI grinders have been purpose-built to outproduce, outperform, and outlast all other grinders on the market. CBI Horizontal Grinders reduce a customer’s total cost of ownership and have raised the expectations of an entire industry. Connect with our team and see what CBI can do for your business.

Largest production rates  Leading fuel economy Best cost per ton
Easiest maintenance  Unmatched durability Highest resale value
Lowest maintenance costs  Greatest versatility

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Bison 120

Jaw Crusher

Bison 120 Compact Jaw Crusher

The Bison 120 is a compact jaw crusher that has been specifically designed for operators for whom versatility, maneuverability and transportability are of key importance. It is compact enough to fit inside a container for transport but strong enough to withstand the toughest of applications.

The Bison 120 features a ‘680mm x 400mm’ single toggle Jaw Crusher that can be adjusted hydraulically using the remote control which comes as standard with the machine. The Jaw is driven hydraulically allowing the customer the ability to reverse the Crusher to clear a blockage as well as being able to run in reverse permanently for sticky applications such as asphalt. The ability to adjust the jaw setting and operate the plant fully from the remote control allows for a fast and simple set up for the customer. With its intuitive operation, quick set-up times, compact size and ease of transport the Bison 120 the ideal solution for all small to medium sized operators.

Specification Value
Transport Length 18' 4" / 5.58m
Transport Width 7' 6" / 2.28m
Transport Height 9' / 2.74m
Jaw Inlet 27" x 16" / 680mm x 400mm
Output Potential 90 US tph / 80 tph

Request a Quote

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5 Day Plan Registration Target

Andrew Harman | | Surveying, Planning,

Land Use Victoria (LUV) have recently initiated revised workflows aimed at registering subdivision plans (containing 10 or more) lots within 5 days of lodgement.  The registration target for smaller plans remains at the previous benchmark of 15 days.

The 5 day registration target has generally been achieved in the first two months of the changes.  This initiative has been well received by the development industry - providing reduced timeframes from final compliance to titles (and settlements).

TGM’s Licensed Surveyors strive to prepare plans of subdivision that will pass through the registration process without delay. We have third party accredited assurance systems aimed at minimising errors and oversights.

Contact us to discuss how CardnoTGM can assist on your latest project.


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Mount Union's Bill Borchert placed on College Football Hall of Fame ballot

The Review Staff Report

Former Mount Union quarterback Bill Borchert (Class of 1998) is on the 2021 ballot for induction into the College Football Hall of Fame.

The ballot includes 99 divisional player (non-Division I) candidates.

Borchert was a two-time All-American that played under center for the Purple Raiders from 1994-97. Mount Union went 50-3 over those four seasons, winning four Ohio Athletic Conference titles and NCAA Division III national championships in 1996 and 1997.

He won the 1997 Gagliardi Trophy, given to NCAA Division III's top all-around player, the 1996 and 1997 OAC Mike Gregory Awards as the conference's top offensive back and was a three-time All-OAC First Team selection.

He still holds school career records as he was 946-for-1,447 for 14,482 passing yards with 189 passing touchdowns. He accounted for a record 15,308 yards of total offense and 200 touchdowns responsible for. As a senior in 1997, he threw a school-record 63 touchdown passes.

Borchert has already been inducted into the Greater Cleveland Sports Hall of Fame in 2009 and the Mount Union M-Club Hall of Fame in 2013.

The Parma native graduated from Mount Union in 1998 with a degree in business administration and marketing. He is currently a sales executive with IBM and lives with his wife, Erin, and daughters, Lauren and Emily, in Richfield.

Mount Union has one coach and one player already in the College Football Hall of Fame as former head coach and current athletic director Larry Kehres was inducted in 2017 while former quarterback Jim Ballard was inducted in 2008.

The announcement of the 2021 College Football Hall of Fame Class Presented by ETT will be made in early 2021, with specific details to be announced in the future.

The 2021 College Football Hall of Fame Class Presented by ETT will be officially inducted during the 64th NFF Annual Awards Dinner on Dec. 7, 2021, at the New York Hilton Midtown. They will also be honored at their respective schools with an NFF Hall of Fame On-Campus Salute, presented by Fidelity Investments, during the 2021 season.

To be eligible for the ballot, players must have been named a First Team All-American by a major/national selector as recognized and utilized by the NCAA for their consensus All-America teams; played their last year of intercollegiate football at least 10 years prior; played within the last 50 years and cannot be currently playing professional football. Coaches must have coached a minimum of 10 years and 100 games as a head coach; won at least 60 percent of their games; and be retired from coaching for at least three years. If a coach is retired and over the age of 70, there is no waiting period. If he is over the age of 75, he is eligible as an active coach. In both cases, the candidate's post-football record as a citizen may also be weighed.

Once nominated for consideration, all player candidates are submitted to one of eight District Screening Committees, depending on their school's geographic location, which conducts a vote to determine who will appear on the ballot and represent their respective districts. Each year, approximately 15 candidates, who are not selected for the Hall of Fame, will be named automatic holdovers and will bypass the district screening process and automatically appear on the ballot the following year. Additionally, the Veterans Committee may make recommendations to the Honors Court for exceptions that allow for the induction of players who played more than 50 years ago.

Of the 5.33 million individuals who have played college football since Princeton first battled Rutgers on Nov. 6, 1869, only 1,010 players have earned induction into the College Football Hall of Fame, or less than two one-hundredths of a percent (.02%) of those who have played the game during the past 150 years. From the coaching ranks, 219 individuals have achieved Hall of Fame distinction.


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2017 Iron Dog -- Day 6 coverage

It is now 85° warmer on the Yukon River than it was earlier this week when the teams were headed towards Nome.  I am sure the guys are not missing the -50° but of course +35° comes with its own challenges. With 342 river miles left before the finish line in Fairbanks the racers will encounter a trail of sticky snow and more than likely sections of what is called 'jumble ice'.   While large sections of the rivers can freeze smoothly there are also many stretches were the teams will have to deal  huge chucks of protruding ice along with open leads of water. What is also a potential hazard while running the rivers is that you can be scooting along 80 to 90 MPH and suddenly there is an ice ridge or the ever present piece of driftwood hiding under a coat of snow ready to take out the suspensions of the sleds. The top teams are now taking a 10 hour layover in Galena before running 172 miles up the mighty Yukon to Tanana.  The teams will be held at this village of 250 people until Saturday morning before being released to ensure a daylight finish in Fairbanks.  From Tanana the course leaves the Yukon and runs up the Tanana River past Manley Hot Springs and Nenana.  Eventually they arrive at North Pole and take the Chena River to the finish line. TnT (Team #8 of Tyler and Tyson) arrived in Galena 24 minutes ahead of Cory and Ryan of Team #41.  Those two teams have been running very similar times since leaving Nome and have certainly separated themselves from the rest of the pack for now.  It is going to be exciting to watch some of the best riders battle it out over this home stretch. Tyson Johnson first ran the Iron Dog when he was 17 yrs. old and this year is his 19th race.  His partner Tyler Aklestad has 14 Iron Dogs under his belt.  They are hard core veterans who have seen it all and used that experience and skill to win this race last year.  Their Skidoos have been flawless thus far and they are in a great position to be repeat champs. Hot on their heels is the Arctic Cat duo of Cory Davis and Ryan Simons.  Cory's father, Scott Davis, is a 7 time Iron Dog champ so obviously Cory has been around the Iron Dog his whole life.  Both he and Ryan are extremely talented riders who have gained national notoriety with numerous X-Games medals between them along with many wins and championships on the USXC and USCC circuits in the lower 48.  Ryan is from Alberta, Canada and I don't think a non-Alaskan has ever won this race.  Cory is running his 5th Iron Dog and this is Ryan's fourth attempt.  If the race was based simply on riding ability these guys would be hard to beat.  But the Iron Dog is also all about strategy, weather, navigation, wrenching, team work, endurance, toughness and much more. Yesterday was a wild one for the race with the blizzard along the coast causing poor visibility resulting in a lot of crashes and damaged suspensions.  Flights out of Nome were cancelled and the inability of pilots to reach villages to bring fresh parts also played a factor.  For example when Nick Olstad of Team #16 wiped out his front suspension he would normally have his pilot with a plane full of parts waiting at the next checkpoint.  Instead they lost a significant amount of time.  It would have been much worse if not for the resourcefulness of the fans and fellow racers.  Teams may accept parts from locals as long as it is monitored in a checkpoint by officials.  And who would have thought that Team #16 would find 2017 AXYS parts in the tiny village of Shaktoolik!  Sometimes luck plays into this race as well.
Team #17 of Chad Gueco and Dusty VanMeter came into Nome in 7th place but after wrenching adjustments they left Nome in 6th place.  Unlike most of their competitors they had a fantastic ride through the storm and are now sitting in  3rd place in Galena.

Kolin Smith created this meme from a Heather Tuckness Sottosanti photo.

Rebecca also shared this humorous encounter she overheard.  Mike Telkamp and his partner Paul Johnson of Team #13 were planning to layover in Unalakleet, instead of listening to the handful of fans and supporters who were encouraging them to push on to Kaltag.  Rebecca says,  "when they pulled into UNK and were heading to park for layover, we asked Teri Paniptchuk to tell him that Kris McGrath Telkamp said to keep going! Apparently, Mike didn't want to experience the wrath of his wife being ignored so they fired it back up and kept going!"
Harley Huntington took this video of Cory Davis as he refueled in Koyuk yesterday.  Just 50 miles from Koyuk they came upon Team #16 all wadded up on the trail.  Team #41 stopped and helped them get sorted out and made sure they were ok.  Here is Cory at the next fuel stop. [video width="222" height="400" mp4="https://www.thealaskalife.com/wp-content/uploads/2017/02/16925146_1316827565040225_5188223921228349440_n.mp4"][/video]
The Iron Dog Oracle's response: "This is so cool. He had genuine concern for one of their top rivals in this race. This is what makes the Iron Dog the greatest race on the planet. Nice work Cory Davis and Ryan Simons. You have many new fans this year!"  Great sportsmanship is certainly seen throughout this race.
The hospitality of the villages is an integral part of this race as well.  So many open their homes and do what they can to get the racers warmed up, dried out, fed, hydrated along with many other details.
Erica Esmailka took this photo of Teams #49 and #14 enjoying the royal treatment in Kaltag.
 Fisher Dill captured this cool video clip of Team 17 coming into Unalakleet yesterday. [video width="222" height="400" mp4="https://www.thealaskalife.com/wp-content/uploads/2017/02/16917359_394557637590216_526662006665641984_n.mp4"][/video]

 **Update #1**

It's been snowing and blowing all across Interior Alaska the last two days and it could play a deciding factor especially  between the top two teams.  From Ruby to Tanana is the longest stretch on the trail with no checkpoint for 120 miles. This is complicated further by the fresh snow which will cause the sleds to burn more fuel between the two stops. Racers are allowed to get fuel from their pilots, who either land or air drop it.  If flying weather isn't good today, then the racers will have to find someone from Tanana to haul some fuel back to them. Without extra fuel there is little chance the leaders will be able to make it the entire 120 miles on their 15 gallons of fuel.  This 120 mile stretch is the only place on the trail where the racers can receive outside help from someone not in this race.

 The report is that from Ruby to Tanana the trail is not yet broken, but that Arnold Marks Jr. has left Tanana with fuel and is headed towards Ruby.  Team #8, Aklestad/Johnson, have a 24 minute lead over Davis/Simons, BUT they will be breaking trail for Team #41 who will burn less fuel and likely be a bit quicker.  This is going to get interesting to see how it unfolds.  I'm sure the engineers and technicians in Minneapolis and Valcourt are on pins and needles! We have received word that the father/son from Maine, Team #31, has officially scratched in Unalakleet.  Word is that Tim had gnarly a crash and  has suffered a concussion. He's OK at this point.  Helmet not so much. He was taken care of at the clinic and is in good condition.

Here is a photo of Tim and Remington Lessard at the starting line in Anchorage.

I don't have any details at this point but it looks like Team #19 of Harold Attla and Archie Beetus have scratched in Kaltag.  So we now have 19 teams that have scratched and 16 teams left in the race.  It is hard to overstate how tough this race is on men and machines. ***It looks like something is up with Team #41.  They went on the clock 30 minutes ago but haven't left Galena yet.  Meanwhile Team #8 is through Ruby and making good time toward Tanana.  Everyone will hold up in Tanana tonight and race to the finish line tomorrow.

***Looks like Team #41 damaged both of their rear suspensions on the way to Galena. Had to switch out two shafts.  They could have  hit the ice shelf 4 miles before Galena that many of the other teams crashed on last night.  It appears Team #8 has a 80 minute lead on the #41's as it now stands.

**Update #2**

The top two teams are being held over in Tanana before being released to the finish line tomorrow.  TnT of Team #8 checked in 74 minutes ahead of Davis/Simons who had to fix both rear suspensions before leaving Galena. And here are some details concerning Team #19's scratch:  'Information released by family: Harold Attla has been flown to Fairbanks with a concussion. He also has lacerations on his back and legs from studs. He is in good condition.  He crashed in front of Nulato and was taken directly to the clinic."  Prayers that he will be OK and fully recover. Gueco and VanMeter are solidly in 3rd place at this point having checked out of Ruby at 16:02.  Team #49 'The Sons of Thunder" left Ruby 31 minutes later interestingly they are the only Polaris team in the top 6.  Right behind them, leaving just 6 minutes later is Team #28 of Gundersen/Norum.

Carole Huntington's photo shows Team #17 getting fuel halfway between Ruby and Tanana at Kokrine Hills Bible Camp.

 Here is the order and times of the top five teams checked into Tanana.  Only 1 minute separating the #28 and the #49!
Below shows  the wreckage of Jerrod Vaughn's Polaris.  A head on collision with with Team #39 at the Poorman Checkpoint was the culprit.   It is being towed to Galena and rumor has it that Jerrod may donate it to the Vocational Tech School in Galena.  Kids can tear it apart and probably sell what few parts are worth salvaging.

Planning on That ! And going to make a point to hang with Tom ( my Back country Rebel ) next year….

Mark Edson April 17, 2021

Do you know what’s going on with Team #6? They’re hanging in there, but keep seeing them drop so wondering if there’s equipment issues, crashes, etc.? Thank you again for all your wonderful updates!

Michelle Schachle April 17, 2021

We appreciate the feedback! It has been a team effort in getting these updates together, but we are glad that you’re enjoying them.

Kyle April 17, 2021

Photo meme*

Kolin Smith April 17, 2021

Thanks Kolin! I will edit that.

Kyle April 17, 2021

Photo caption of Chad and Dusty was created by me, Kolin Smith. Was just shared by Rebecca Charles on facebook. Great coverage thus far however!

Kolin Smith April 17, 2021

Your coverage takes me way back to when KABN radio covered the Iditarod Race. They had in depth interviews with racers along the trail and from villagers. That type of coverage is missing these days. Thanks for the great coverage!!

Calliope Kate April 17, 2021

It’s a shame that iron dog doesn’t provide better coverage than a non profit! Thank you for. Your effort!

Joecks Wilson April 17, 2021

Great coverage as always. I’m from Minnesota I’ve been watching The Iron Dog Race for many years now. From articles to Posting’s on forums to the iron dog website .. It’s amazing and how far it has come for this race to where it is now from where I first started reading about it. Is so awesome. ! As for at the gas stop for Team 41 . To hear him say those words in that video trying to get the message out for parts that need to be replaced for team 16 definitely shows you on a true sportsman. I’m a big fan of this team 41 now , I will continue to cheer on other teams as always in this race each year ! It was sad to see team 4 have to scratch and end up this way but I have a feeling that they’ll be back again just like a lot of the other teams that had to scratch. It’s incredible on the conditions of the weather and the riding conditions that these teams have to go through . I still can’t get over how team 41 is so compassionate and the true sportsmanship that’s in them , to stop and check on them and then leave and go on. Thanks for doing what you guys do on letting us know what’s going on on a daily basis this lower 48’r can’t wait to be there for the start and finish one day in the future. !

Mark Edson April 17, 2021

Glad you are enjoying the coverage Mark. And yes, you need to experience this race first hand in Big Lake or Nome or Fairbanks…..or all 3!

Kyle April 17, 2021

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Home Page

Pancake Day and Safer Internet Day

Today was both safer internet day and pancake day! We had pancakes with lots of different toppings! We also learnt about internet safety and how the internet can be used in both positive and negative ways. We read a story about Smartie the Penguin and discussed how to stay safe online.


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Joan Clanchy Death – Joan Clanchy Obituary / Cause of Death

Joan Clanchy Death – Obituary: Joan Clanchy has left friends, family and loved ones heart-broken as the news surrounding the death of Joan Clanchy was announced. Information about the death of the deceased was released across social media on April 06, 2021.

We mourn with the family of Joan Clanchy, we understand how disheartening they could be right now, so we are sending our thoughts and prayers to the people affected.

Joan Clanchy Funeral | Obituary Arrangements

Joan Clanchy Funeral and Obituary arrangements has not been officially released. We are working on getting more information about the deceased, feel free to use the comment section if you have any information about this story.

Tributes to Joan Clanchy

To the family, kindly receive our heartfelt condolences. Do you have anything to say or condolence messages to share. Feel free to use the comment section below, Friends and Family has shown their sympathy by sharing their grieving message across social media.

Joan Clanchy GoFund Page

At the moment, we are not sure if any GoFundMe me account was created on behalf of the dead person, either to fund the funeral arrangements or created on behalf of the family.

Although funeral arrangements have yet to be announced, it goes without saying the family is dealing with a devastating loss and could use your support. On behalf of the family, we are asking for your prayers, love, and support during this very difficult and painful time for them.


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I think when we first saw images of Liam Neeson as Zeus from the set of the movie, very few of us were impressed…

Clash of the Titans, Liam Neeson, Zeus

…but I think we can agree that Neeson’s delivery of “RELEASE THE KRAKEN” is a classic.

That said, the REAL joke in today’s comic is the Craklin Oat Bran in the third panel. Man, what a great cereal. So much fiber. I’m pooping myself just thinking about it!

I didn’t get a chance to see Clash of the Titans like I thought I would this weekend and that doesn’t bother me as much as I thought it would. I was looking forward to a bit of dumb cinema until I realized that lining up for that kind of abuse was, well, also dumb.

That didn’t seem to stop most people, though. Clash of the Titans made over $60 million at the box office this weekend.

Usually when a film makes that much in it’s first weekend, people start talking about filming a sequel. But I was momentarily emboldened when I thought to myself “Mythology doesn’t have a sequel does it?”

Not so fast. Director Louis Leterrier recently said that he envisioned a TRILOGY of films and Clash of the Titans writers Phil Hay and Matt Manfredi confirmed it. So be on the lookout for that one, I suppose.

I don’t have much more to say about the film, but I’m curious if anyone here saw it. If so, what did you think? Did anyone see it in 3D? Reportedly, the 3D effects are horrendous. I’d like to know if it’s as bad as the critics say it is. Leave your comments below.

In the meantime, I’m getting ready for C2E2 next week in Chicago. I’ve been working on a new booth banner and some exclusive merchandise. If you follow Theater Hopper on Facebook, I’ll be posting some images soon. Including a series of 1″ badges I’ll be selling as well as artwork from an exclusive print I hope to sell at the show as well.

That’s all for me. Thanks for swinging by and have a great day!

↓ Transcript
It is a testament to the power and sincerity of Liam Neeson as an actor that he can show up in a straight paycheck movie like Clash of the Titans and bellow a ridiculous catchphrase that instantly weave itself into the fabric of our everyday lives...


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How Do You Catch a Movie Pirate?

Movie studios are looking for new tactics against illegal file-sharing and other copyright infringement, from hiring young, tech-savvy turncoats to taking legal action against digital pirates and the search engines they use. The increasingly aggressive moves reflect the growing severity of the industry's global problem: Piracy is so commonplace in Spain that soon it may not make financial sense to sell DVDs there at all.

The latest move is all too familiar for the music industry's own travails: sue the downloaders. Over 20,000 movie downloaders have been sued over the past few weeks by US Copyright Group, a DC legal firm that is actively seeking out companies that want to sue. The firm is drumming up business with an aggressive pitch to movie copyright holders, stating on its website: "We are here to recover losses for copyright holders and to stop film piracy. We are here to SAVE CINEMA."

The Motion Picture Association of America has expressed interest in US Copyright Group's approach, but hasn't signed on yet. A recent history lesson suggests why: The Recording Industry Association of America sued thousands of people before abandoning the wave of lawsuits in 2008. The campaign was an unambiguous public relations disaster, illicit music downloads continue apace, and the industry has continued to struggle.

One alternative to suing individuals is taking action against the companies that facilitate downloading. The MPAA just landed another victory against Isohunt, one of the world's leading search engines for torrents, files that are used to share both legal and illegal content. A U.S. judge just ordered Isohunt to remove all infringing content from its site; the site's administrator said that would effectively force him to shut it down.

The problem is that fighting filesharing sites is a massive game of Whack-a-Mole: Bash one and three more pop up. Again the history lesson is telling: After the music industry smashed Napster, dozens and then hundreds of smaller services took its place.

The final recent tactic is to hire spies. On Monday, TorrentFreak, a Web site which covers torrents, reported on a a new job listing from Warner Brothers for an "IT literate" anti-piracy intern in the UK. According to the posting, duties will include:

Monitoring local Internet forums and IRC for pirated WB and NBCU content and in order to gather information on pirate sites, pirate groups and other pirate activities; finding new and maintaining existing accounts on private sites; scanning for links to hosted pirated WB and NBCU content and using tools to issue takedown requests

The yearlong internship comes with a $26,500 salary, but it's a risky job, as Gizmodo points out. If your identity is uncovered, "you have, literally, the entire, worldwide community of pirates pissed at you."

That's the downside to catching pirates -- sometimes they catch you first.


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Overtime Gets a Break

President Obama announced a regulation to more than double the threshold for overtime pay. How much will this help the American middle class?

Tomas Bravo / Reuters

On Monday evening, President Obama took to the Huffington Post to announce that he would more than double the threshold for what a person can earn and still be eligible for overtime pay, from $23,660 to $50,440, expanding the number of workers who qualify by 5 million. The new cutoff will restore the threshold to what it was in the 1970s, adjusted for inflation.

The change is “good for workers who want fair pay,” the president wrote, “and it’s good for business owners who are already paying their employees what they deserve—since those who are doing right by their employees are undercut by competitors who aren't.”

The new rule will be a boon to certain groups. As Lydia DePillis writes in The Washington Post, “If all salaried managers making between $455 and $970 per week suddenly became eligible for overtime, the change would disproportionately affect women, minorities, younger people, and the less educated,” who are overrepresented in the jobs that pay in that range.

But, though it may mean a lot to some workers, economist Daniel Hamermesh of the University of Texas was quick to emphasize that this is a relatively small measure, when considered in the context of the entire American economy. “Of all the things that could be done to improve the economy, it’s not a biggie,” said Hamermesh.

He added that though the president emphasized the effect the measure would have on wages, there will also be important consequences for job creation. “Overtime is a tax on long hours,” he said. If employers want to avoid paying overtime wages, they may instead turn to hiring new workers.

As The New York Times points out, not everyone agrees. In a statement on the expansion of overtime, the National Retail Federation argued that a policy change would “add to employers’ costs, undermine customer service, hinder productivity, generate more litigation opportunities for trial lawyers and ultimately harm job creation.”

But Jared Bernstein, a former White House economist who has written frequently on the benefits of overtime expansion, says that the two main arguments against the president’s new policy contradict each other. The first theory is that employers “will adjust base wages down” to account for overtime wages. The other is that the measure will “raise business costs.” “They can’t both be right,” he argued. “It can’t be costless and expensive.”

The overtime rule change alone will only go so far in addressing the stagnated wages of the American middle class. As Noam Scheiber writes in The New York Times:

To overcome [the disparity in earnings between the middle class and the richest Americans], labor advocates and other experts say, there are two main approaches that promise to increase middle-class wages considerably. The first would be to improve the bargaining power of workers, so that they could claim more of the wealth generated by productivity gains, which the affluent are keeping primarily to themselves.

The second type of policy change would be to limit the incomes of those nearest the top of the ladder—by reining in the favorable tax treatment of executive pay, for example, or raising income tax rates.

But, as Scheiber notes, those two changes are not exactly politically feasible at this time.


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The Atlantic Politics & Policy Daily: DACA-scuse Me?

A bipartisan group of senators said they have reached an “agreement in principle” on a deal that would protect Dreamers while enhancing border security and making changes to immigration laws.

Reed Saxon / AP

Today in 5 Lines

A bipartisan group of senators said they have reached an “agreement in principle” on a deal that would protect Dreamers while enhancing border security and making changes to immigration laws. In a joint statement, the senators said they are “now working to build support for that deal in Congress.” The Washington Post reported that during a meeting with lawmakers, President Trump grew frustrated about restoring protections for immigrants from Haiti and African countries and asked, “Why are we having all these people from shithole countries come here?” The House approved legislation to renew government surveillance powers, and the Senate voted to start debating the bill. The Trump administration announced that it will allow states to impose work requirements for able-bodied adults as a condition for qualifying for Medicaid.

Today on The Atlantic

  • Abandoning Trump: According to previously unpublished findings, some Trump supporters have lost faith in the president since he took office. (Ronald Brownstein)

  • When Pundits Run America: On Thursday, Trump tweeted a policy opinion contradicting the official White House position. Here are the implications of the president not understanding his administration’s positions. (David A. Graham)

  • ‘NeverTrump’ in 2018: If moderate Republicans want to regain control of the GOP, they’ll have to stop Trumpian candidates from being nominated in the first place. (Seth Mandel)

Follow stories throughout the day with our Politics & Policy portal.

Activists hold a vigil against deportation outside the Jacob Javits Federal Building in Manhattan in New York City. Brendan McDermid / Reuters

What We’re Reading

‘He Thinks They’re All Losers’: Last week’s meetings at Camp David illustrated what has always been a tense relationship between President Trump and Republican leaders—but now, “members can’t always mask their frustration.” (Molly Ball and Philip Elliott, Time)

Getting on Trump’s Good Side: White House advisers say that Attorney General Jeff Sessions has for months been trying, and failing, to impress the president with the Justice Department’s work. (Josh Dawsey and Matt Zapotosky, The Washington Post)

Hopelessness and Despair: The average American lifespan has declined for two years in a row, writes David French, yet it hasn’t been addressed by Washington or covered in the media the way a significant economic downturn would have been. (National Review)

Unintended Consequences: Michael Wolff’s book, Fire and Fury, is “Exhibit A in how not to damage Trump’s presidency,” argues Bret Stephens: It lowers expectations of the president and legitimizes the administration’s claims of fake news. (The New York Times)

The Old Sleight of Hand: Walmart announced it’s increasing employees’ pay and bonuses in response to the corporate tax cut, but a closer look shows the move is not as generous as it was made out to be. (Judd Legum, ThinkProgress)

All the President’s Men: This chart shows how Trump’s approval rating has dropped over the past year across voting blocs. (Karen Yourish and Blacki Migliozzi, The New York Times)

Question of the Week

At Sunday night’s Golden Globe Awards, Seth Meyers jokingly suggested that Oprah Winfrey should run for president. Reactions have ranged from fleeting amusement to serious requests for a 2020 campaign. There’s even some indication Winfrey could be taking the idea more seriously herself. On Monday, David A. Graham considered what an Oprah candidacy could mean for the Democratic Party.

If you could pick any celebrity to run on the Democratic ticket in 2020 from any field—entertainment, tech, business, etc.—who would it be? And why?

Share your response here, and we’ll feature a few in Friday’s Politics & Policy Daily.

-Written by Elaine Godfrey (@elainejgodfrey), Taylor Hosking (@Taylor__Hosking), and Lena Felton (@lenakfelton)


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4 Bad Window Maintenance Habits You Should Stop

It should be your priority to properly maintain your windows. They are important to your home’s integrity and insulation. Unfortunately, you may have bad habits that are damaging to your windows.

Bad Window Maintenance Habits

Take better care of your windows and maximize their lifespan. Avoid the following bad maintenance habits:

1. Don’t leave your window covering down. This is especially true during the winter when it can cause trapped moisture that can damage the interior of your home. If you make it a habit to leave the coverings down when it’s cold, condensation can block the airflow and result in moisture buildup. High levels of moisture inside can damage and rot your wooden fixtures and furniture. Just leave your window covering a few inches to prevent trap moisture.

2. Don’t use a power washer and a strong chemical window cleaner in your replacement windows. You should always be gentle when washing your windows. The pressure of a power washer and the muriatic acid in masonry cleaning solutions is damaging to your window’s seal. By damaging your window’s seal, you would be compromising your window’s insulation value.

3. When your window has a low-emissivity (Low-E) coating on its glass, avoid topping it off with a storm window. This is because Low-E coated windows reflect heat from the sun. So, when you put a storm window on top of a Low-E coating window, it traps heat. The heat stuck between can only damage the window glass.

4. You should make it a habit to lock your windows, not just for your own safety, but for your window’s maintenance, too. When your windows are locked, the seal between the sash and weatherstripping is tightened. This will help preserve your window’s insulation and energy-efficient values.

For your replacement windows installation and maintenance services, trust the experts of Renewal by Andersen® of San Francisco. Call us at (510) 263-3210, or fill out our contact form to schedule an appointment. We proudly serve clients in San Francisco, CA.

"I wished to have this done long time ago, had I known the benefits of these products provided by Renewal by Andersen"

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Hide Condition Report - False

Condition report and AML Notice

Descriptions provided in both printed and on-line catalogue formats do not include condition reports. The absence of a condition statement does not imply that the lot is in perfect condition or completely free from wear and tear, imperfections or the effects of aging. Interested bidders are strongly encouraged to request a condition report on any lots upon which they intend to bid, prior to placing a bid. All transactions are governed by The Canterbury Auction Galleries Conditions of Sale.

Clients should be aware the The Canterbury Auction Galleries are registered under the new Anti-Money Laundering art market regulations, and will be operating within the British Art Market Federation published guidelines

Lot 1510

Tuesday 10 Jun, 2014 - 12.00am

An 18th Century oak side table fitted three drawers on square legs, 37ins wide x 20ins deep x 30ins high (with replacement shaped panel to frieze)

Estimate £120 - 160 Sold for £140

Plus buyers premium of 24% »


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Hide Condition Report - False

Condition report and AML Notice

Descriptions provided in both printed and on-line catalogue formats do not include condition reports. The absence of a condition statement does not imply that the lot is in perfect condition or completely free from wear and tear, imperfections or the effects of aging. Interested bidders are strongly encouraged to request a condition report on any lots upon which they intend to bid, prior to placing a bid. All transactions are governed by The Canterbury Auction Galleries Conditions of Sale.

Clients should be aware the The Canterbury Auction Galleries are registered under the new Anti-Money Laundering art market regulations, and will be operating within the British Art Market Federation published guidelines

Lot 1273

Tuesday 11 Jun, 2013 - 10.00am

A Victorian ebonised stool of shaped outline, the seat upholstered in pink leaf pattern cloth and buttoned, on turned legs and castors, 42ins x 22ins x 15ins high

Estimate £100 - 150

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Simon Drake appointed general manager for the Other House

06 September 2021 by
Simon Drake appointed general manager for the Other House

Simon Drake has been appointed general manager of the Other House, a new brand of all-suite hotels, the first of which will be opening in London's South Kensington in spring 2022.

Joining from the same role at the Mandrake in Fitzrovia, he will then oversee the launch of a second Other House site in Covent Garden the following year. He was also previously general manager at the Randolph in Oxford and hotel manager at the Conrad London.

Naomi Heaton, chief executive of the Other House, said: "Simon is full of drive, energy and enthusiasm, with a huge personality and complete commitment to the guest experience. This will be a perfect fit with our bold, ground-breaking and inspiring brand of residents' clubs. His experience will be invaluable in establishing the Other House as a market leader in contemporary London accommodation and welcoming this new chapter of hospitality."

Drake added: "I am thrilled to be joining the Other House team, being part of a new era of hospitality embracing slow travel and any length stays with sustainability, technology and memorable experiences. I look forward to steering the success of this new brand."

The Other House is described as a lifestyle brand of residents' clubs, positioned as a second home for guests, without a hefty price tag. The group is owned by the Portfolio Club, a joint venture between real estate investment advisory firm London Central Portfolio and Netherlands pension provider APG. The first property will open following development of the former Harrington Hall in South Kensington with the Wellington Block in Covent Garden to follow. Further acquisitions are planned.

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Very Merry Christmas Snack Plate

Availability: In stock
Delivery time: 5-7 Business Days

Embrace the true joyous spirit of the holiday season with the wonderfully festive White Christmas Very Merry Christmas Snack Plate. This playful small ceramic snack plate features a lovely vintage crackled texture for a heritage touch. An elegant Christmas sentiment at the center reads, “Have a very Merry Christmas and a Holiday Full of Cheer,” for a spirited touch. This plate is perfectly sized to hold a variety of snacks and appetizers and would make for a wonderful addition to any holiday gathering.

Size: 7.0"H x7.0"W x1.0"D

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About Us

The Clay Studio of Missoula is a non-profit organization dedicated to the promotion, education and provision of resources in the ceramic arts.

Our Mission & History

The Clay Studio of Missoula’s goal is to provide the general public with affordable access to high-quality ceramic art instruction. We strive to fulfill this goal by: 1) offering a wide array of ceramics classes and workshops to adults and children of all levels of skill; 2) providing local ceramicists with inexpensive access to studio space and professional quality equipment; 3) hosting resident artists from across the country who are able to share their ideas, experiences, and techniques with our students; and 4) holding exhibitions of contemporary ceramic works and representing an array of regional ceramic artists in our gallery.

Founded in 1998 by former University of Montana students, the Clay Studio of Missoula was established to fill a void in Missoula’s growing community—the need for a comprehensive ceramic center where community classes could be held and where serious but less established ceramicists could access studio space and professional quality equipment at a reasonable cost. On March 1, 1999, the Clay Studio of Missoula was incorporated as a Montana non-profit corporation and a 501(C)(3) charitable entity recognized by the Internal Revenue Service.

Events at The Clay Studio of Missoula are supported in part by the Montana Arts Council, a state agency funded by the State of Montana and the National Endowment for the Arts


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The Best Blues Album in the World...Ever! Volume 2

Published August 25, 2005.VariousThe Best Blues Album in the World...Ever! Volume 2 (EMI)From the Delta to Chicago skinny white boys, around label conflicts, this collection lives up to its title. The weakest of these 32 tracks kicks the ass of 90 percent of today's chart tunes and influences the other 10. What made the 60s rock was a ratio more like 40 asskick to 60 influence. Boiling rage (Son House), roaring lust (Howlin' Wolf) and pioneering licks (Elmore James) poke your spine just a bit more when presented cheek by jowl. This stuff was too scary for most white folks until their own tried it on. A pleasant surprise is how well Canada's own McKenna Mendelson Mainline, from 1969, stands up among the few tracks less than 40 years old. If you can't tell the old blues guys apart, let this be your dictionary. —Doug Taylor

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Health and Social Care MSci

University of Huddersfield

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  • Qualification

    Master of Science - MSci

  • Location

    Main Site

  • Study mode

    Full time

  • Start date

  • Duration

    4 Years

Course summary

Why Health and Social Care? This is an integrated Master’s four-year health and social care degree. Designed to combine both undergraduate and postgraduate study into a single degree this course aims to equip you with the necessary skills, abilities and knowledge to meet the rapidly expanding and changing environment in health and social care. This course aims to give you the knowledge, understanding and core skills required to pursue a wide range of careers in a variety of statutory or non-statutory, community or residential health and social care settings. Graduates might go into areas such as working in drugs and alcohol, housing, women’s centres, domestic violence and disability. How will you learn? * You’ll be taught different aspects of health and social care, from looking at how to assess needs to being introduced to law, social policy, assessment and care planning. * You’ll explore your own values in relation to working with diverse groups, and engage in becoming a reflective practitioner. * Taking a hands-on approach you’ll have the opportunity to put your theoretical skills into practice through undertaking a work placement in your third year. This will support and enhance your learning, increase your future employability prospects and give you the chance to make useful contacts in industry so that you can reach your full potential. * You’ll be taught by a very supportive and experienced teaching team who have worked in a range of health and social care roles. They’ll use their expertise to bring their teaching to life with real-life case studies. Giving you the opportunity to develop your skills and put you in a good position for both the UK and an international jobs market, personal and professional development, leadership and international perspectives are keen components of this course. You’ll also be supported in exploring and identifying a range of career choices for yourself.This course is current and responsive to the changing, challenging and diverse landscape of the Health and Social Care sector. By becoming a Master's level graduate, it's expected that students will become future managers and leaders in health and social care. Students will learn relevant and up to date practice and theory and be taught by lecturers with backgrounds as health and social care practitioners and researchers. Service users and carers will enhance the learning experience. ~ Tracy Pottinger, Head of Division of Social Care and Counselling.

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University of Huddersfield

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    University of Huddersfield, Queensgate, Huddersfield, Kirklees, HD1 3DH, England

100% of teaching staff are Fellows of the Higher Education Academy – Huddersfield is the first and only UK university to achieve this.
Huddersfield has a thriving international community of over 4,000 students from nearly 100 different nationalities.

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Important Covid-19 Update

At The Dilan our priority is to ensure the health of our guests. In order to make our guests feel as safe as possible, we have taken a series of very important safety measures and health guidelines.

Balcony Apartment

35 m2

up to 4

Smart TV // Independently controlled air conditioning & heating // Refrigerator // Microwave oven // Stove // Counter-top ceramic hobs // Nespresso machine // Kettle // Toaster // WiFi/Ethernet ports // Hairdryer // Safe box // Baby cot (provided upon request) // Other amenities include: Bathrobes, slippers, bath amenities, complimentary espresso capsules & tea, kitchen utensils


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Grassroots hero Carol Firth tells her coaching story with Scarborough Ladies on IWD

Carol Firth is involved in a number of roles at Scarborough Ladies FC, after starting her coaching pathway with the North Riding CFA. On International Women’s Day, she tells us how she got involved and has helped grow the game for girls in her home town….

Thursday 08 Mar 2018
Carol Firth explains how she got into coaching with her local club, Scarborough Ladies FC

It’s strange how things work out.

I was never really that interested in football, I was always a classic armchair fan really - I support Liverpool and my husband is a Leeds fan so I’d been to Elland Road more times than Anfield.

Women’s football wasn’t really a thing in Scarborough either, but when my husband’s daughter Leanne started playing for Scarborough Ladies FC, I just went along to watch and support.

And that’s how it all started, I first got involved with a bit of fundraising for the club then joined the committee as a parent representative.

By this time, my husband had started coaching a team and I’d go along to support and help him out when I noticed there was a coaching gap with the younger age groups, between 4-8 year-olds.

So that’s when I started out coaching, just to give them a hand really and I booked myself on an FA Level One course through the County FA back in 2012.

It was supposed to be an all-female course, but unfortunately there wasn’t enough females on it, so it ended up being a mixed course and that was great for me.

There were lots of people from different age groups and lots of different reasons why people were doing it so that was fascinating, and it was a really good course.

More and more girls are getting into the game in 2018

I love coaching. It really makes you watch a game of football differently and I get enjoyment from seeing girls playing football and getting excited about it, in an environment where they can enjoy playing without feeling any pressure or criticism.

There’s so many more girls interested in playing football now too. It’s grown so much and the attitude of people involved in the game has changed as well.

It’s not seen as just a boy’s sport anymore, it is accessible to women and young girls especially and we’ve seen that.

When I got involved first with the club, there was an open-age team, a reserve team and two junior teams. Now, we’ve got players aged from 4-18 with over 120 girls registered to play.

We’re the largest all-female club in the area, established in 2005 and we have the cubbies based from age four up to U18s at the moment.

It’s a big part of my life, I’m also involved on the child-welfare side and am vice-chair of the club, so it keeps me busy and is something I’d recommend to anyone.

Has Carol's story inspired YOU to start out your own coaching journey? Find out how you can become a qualified coach and see the courses that are available for you.

Find out more on our coach mentor programme, in which grassroots coaches such as Carol receive support and guidance from their local County FA.

By Carol Firth Coach, Child Welfare Officer, Vice Chair, Scarborough Ladies FC


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Call Us: (317) 979-0578

Northern Estates Homes for Sale in Indianapolis

Displayed below are homes for sale in Northern Estates, a neighborhood located in Indianapolis, IN. Listings are updated multiple times a day from the MIBOR MLS and include large photos, maps, virtual tours, local school info and more.

For more details about any of these Northern Estates homes for sale, click the "Request More Info" button located on the property detail page of every listing. We can provide you with disclosures, past sales history, dates and prices of properties recently sold nearby, and more. You can also set up a time to view any listing in person by clicking the "Schedule a Showing" button.

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illustration: privilege as a head start in a running race
Illustration: Guardian Design/Christophe Gowans

The class pay gap: why it pays to be privileged

Illustration: Guardian Design/Christophe Gowans

Within Britain’s elite occupations, the advantages of class are still mistaken for talent.

By Sam Friedman and Daniel Laurison

Last modified on Fri 22 Feb 2019 07.00 EST

Mark has one of the most coveted jobs in television. As a senior commissioner at one of Britain’s biggest broadcasters, he controls a budget extending to the millions. And every day, a steady stream of independent television producers arrive at his desk desperate to land a pitch. At just 39, Mark is young to wield such power. After making his name as a programmemaker, he initially became a commissioner at a rival broadcaster before being headhunted five years ago. A string of hits later, he is now one of the industry’s biggest players.

Yet when we met Mark, and invited him to narrate his career in his own words, a very different account emerged. It is not that he disavowed his success; he is clearly proud of what he has achieved. But what is striking is Mark’s acknowledgment that his upward trajectory, particularly its rapid speed and relative smoothness, has been contingent on “starting the race” with a series of profound advantages. He is certainly from a privileged background. His parents were both successful professionals and he was educated at one of London’s top private schools before going on to Oxford.

“It is not like I think I am rubbish,” he said towards the end of our interview. “I’ve seen lots of peers with greater networks and privilege screw up because they just weren’t good enough. But at the same time, it is mad to pretend there’s not been an incredibly strong following wind throughout my career.”

This idea of a “following wind”, a gust of privilege, gets to the heart of what we call the class ceiling. It neatly captures the propulsive power provided by an advantaged class background – how it acts as an energy-saving device that allows some to get further with less effort – deftly shaping career trajectories, delineating what courses of action are possible, what kind of support is available, and how one’s “merits” are perceived by others. Equally, the metaphor also describes the experience of the upwardly mobile who, very often, have the wind against them. It is not that such individuals cannot move forward, or never reach the top; just that, generally, it takes longer, happens less frequently and often represents a markedly more labour-intensive, even exhausting experience.

But thinking about privilege as a prevailing wind is not just more fetishisation of the top; our class backgrounds do not matter only in relation to who has the top salaries, or the most powerful jobs. Instead, privilege affects all sorts of life outcomes, in all sorts of ways and all parts of the class structure. And in each of these domains, the key issue is that when the following wind of privilege is misread as merit, the inequalities that result are legitimised. This leads those who have been fortunate to believe they have earned it on their own, and those who have been less fortunate to blame themselves.

Writing in 1915, the philosopher and social theorist Max Weber observed: “The fortunate man is seldom satisfied with the fact of being fortunate. Beyond this, he needs to know that he has a right to his good fortune. He wants to be convinced that he ‘deserves’ it, and above all, that he deserves it in comparison with others … good fortune thus wants to be legitimate fortune.”

Weber could easily have been writing about today. Fast-forward 100 years and the current political fetish for social mobility and meritocracy is clearly motivated by a similar societal yearning for “legitimate fortune”. In fact, this still represents the key rhetorical tool for most politicians when seeking to justify current mushrooming rates of inequality. The rocketing incomes enjoyed by top earners since the 1980s, we often hear, are perfectly acceptable as long as those from all class backgrounds have fair access to the jobs that generate such disproportionate rewards. Social mobility, in other words, imbues inequality with a kind of meritocratic legitimacy. In the latest iteration of this, as expressed by Theresa May soon after she became prime minister, Britain must become “the world’s great meritocracy”; this is the primary means to address society’s “burning injustices”.

But is getting ahead in contemporary Britain really just a matter of merit; of “legitimate fortune”? Well, having spent the past five years researching who gets in and who gets on in Britain’s elite occupations, our answer is a resounding no. Only 10% of those from working-class backgrounds (meaning those whose breadwinning parent did “routine” or “semi-routine” work, or didn’t work) make it into Britain’s higher managerial, professional or cultural occupations – according to our analysis of more than 100,000 people in the Office for National Statistics’ labour force survey.

And access is particularly restricted in areas such as medicine, law and journalism. Only 6% of doctors, for example, are from working-class backgrounds, while the figure among the workforce as a whole is 33%. Some of this can be explained by the advantages enjoyed by those who follow directly in their parents’ footsteps. If you have a parent who is a doctor, you are 24 times more likely to become a doctor. The children of lawyers are 17 times more likely to go into law and the children of those in film and television 12 times more likely to go into these fields.

Still, it is important that we don’t fixate on this issue of access. Most academics, policymakers, charities and businesses have tended to make this mistake in the past, implicitly suggesting that the baggage of our class origins somehow disappears once we enter the workplace. We wanted to shift the debate – from getting in to getting on. And what we found was striking. In contemporary Britain, it quite literally pays to be privileged. Even when those from working-class backgrounds are successful in entering the country’s elite occupations, they go on to earn, on average, £6,400 less than colleagues whose parents did “middle-class” professional or managerial jobs – a nearly 16% class pay gap. This is exacerbated for women, people with disabilities, and most ethnic minorities. Each face a distinct double disadvantage. Women from working-class backgrounds, for example, earn on average £19,000 a year less in elite occupations than men from privileged backgrounds, and the figure is even higher for non-white women.

Students throw their mortarboards in the air after their graduation ceremony.
Photograph: Christopher Furlong/Getty

These numbers are certainly concerning. But it is important not to jump to the conclusion that that they are entirely driven by class prejudice and discrimination. In fact, many readers have probably already started formulating their own explanations for the class pay gap; maybe working-class people are simply younger on average than those from privileged backgrounds, and therefore less far along in their careers? Or perhaps the privileged have higher rates of educational attainment? Maybe they just work harder, or perform better at work?

These are plausible mechanisms that deserve careful scrutiny. And some are indeed part of the story. Education does explain some of the gap. Those from privileged backgrounds tend to have higher qualifications and attend more prestigious universities, both of which are associated with higher earnings. Yet significantly, even Oxford and Cambridge, supposedly the ultimate sorting houses of academic ability, do not wash away the advantages of class origins. Graduates from privileged backgrounds still go on to earn £5,000 a year more than their working-class peers.

Other important mechanisms are also at work. The privileged are more likely to work in London, in large firms, and in professions such as finance – all of which are associated with higher pay.

But most importantly, even when we adjust for all these factors, along with a range of conventional indicators of merit – such as hours worked, training and experience – still half the class pay gap remains. This is worth underlining; even when those from working-class backgrounds are similar to their advantaged colleagues in every way we can measure, they still earn significantly less.

The question this raises, of course, is why? To get at this we quickly realised we needed to go beyond survey data. So we brokered access to a number of elite firms, conducting 175 interviews at a large multinational accountancy firm, a successful architecture practice, one of Britain’s biggest television broadcasters, and with self-employed actors. Going behind the closed doors of elite firms revealed a number of hidden mechanisms that propel the privileged forward.

‘Hear that?” said Dave, a senior manager at our television broadcaster, as he led us through the aluminium and glass-clad headquarters to our interview room. The layout of each department, we observed as we walked, was exactly the same. There is no spatial demarcation of grade or seniority, and the desks are arranged open-plan. This gives the impression of inclusivity but also, we imagined, means it must be quite hard to remember which department you are in. Dave cupped his hand over his ear: “You just have to listen to know which floor you’re on. You can tell by the accents. Posh, right? Yep, this is commissioning.”

Exploring elite workplaces showed us that the class pay gap is less about those from working-class backgrounds getting paid less for doing the same work and more about the kind of workplace segregation implied by Dave’s comment. And he was right. Only 7% of those in commissioning – the most prestigious and high-paying department – were from working-class backgrounds. The figure in HR was 22%. And even more significantly, this segregation was also vertical: only 2.5% of the executive team were from working-class backgrounds. Here, as in most of our case studies, there was a distinct class ceiling.

How do we account for this? Well, people tend to presume that career progression rests solely on the labour of individuals. Yet our interviews revealed that people rarely progress in elite occupations based on their own efforts alone. Instead, very often, when our interviewees narrated decisive moments in their careers – key decisions, new jobs, big promotions – there were others in their stories who provided a significant hand up. Such help tends to come from two directions.

First, we consistently saw the profound advantages afforded to those who can draw upon “the bank of mum and dad”. This kind of financial patronage is pivotal in propelling careers forward, particularly in precarious areas like the cultural industries. Here money acts as an important early career lubricant, allowing the privileged to manoeuvre into more promising career tracks, resist exploitative employment and take risky opportunities – all of which increase their chances of long-term success. In contrast, those who lack the insulation of family money described the day-to-day of making a living in these areas a kind of economic chaos, or as one actor put it, “like skydiving without a parachute”.

Yet a helping hand does not always push from behind or below. In many elite occupations, support is more likely to come from above. And instead of economic it is often social – in the form of sponsorship. This process is simple; a senior leader identifies a junior protege and then, often operating beneath formal processes, is able to fast-track their career by brokering job opportunities, allocating valuable work or advocating on their behalf. This was particularly common at our accountancy firm, where most partners talked openly about “bringing through” younger staff to the partnership. And while this was often presented as innocent talent-spotting, we found that sponsor relationships were rarely established on the basis of work performance. Instead, they were almost always forged, in the first instance, through a sense of class-cultural affinity – shared humour, taste or lifestyle. And, as senior managers across our case studies were themselves overwhelmingly from privileged backgrounds, this acts as another way that progression is rigged in favour of the privileged.

And the main reason these helping hands are so effective is that they are largely hidden from public view. Both are perennially downplayed in people’s career narratives. Of course, this strikes to the heart of “legitimate fortune”; most want to believe they deserve their good fortune, as Weber argued. But at the same time such muting, concealing and obscuring means that others working in elite occupations, and the public as a whole, are prevented from knowing the true extent to which elite careers rest on the support of others.

This also fundamentally complicates our understanding of “merit”. It suggests that, to be effective, a person’s merits need to be showcased in the right setting or in front of the right people; they need a platform. As one TV script editor from a working-class background astutely observed of her senior commissioners: “They’re all really talented, it’s not that. But the reason they are is because they’ve had the opportunities to be, kind of, seen as talented.”

Merit is not only assumed to be the sole property of individuals. It is also thought to have a fixed nature – conventional indicators are widely considered objectively measurable and equally recognised by all. But a key theme running through our research is that merit has to be continually demonstrated in the workplace, and others – especially senior decisionmakers – have to be persuaded of its value. And the key point here is that supposedly objective measures of merit are often actually received, assessed and valued very differently according to how they are performed. Some performances “fit”, in other words, and others do not.

To understand “fit”, it is first important to understand the dominant behavioural codes that prevail in elite occupations. These are rooted in the history of these occupations, in what type of people have done this work in the past and how, over time, they have been successful in embedding their own ideas about the “right” way to be at work. In accountancy, for example, and particularly in spaces such as the City (of London), the historical residue of an overwhelmingly privileged (white, male) majority is an enduring emphasis on corporate “polish” – encompassing formal dress and etiquette, interactional poise and an aura of gravitas. This, of course, is not assessed in any formal way, but instead discerned via an instinctive gut feeling, an intuitive sense, as one senior accountant put it, that some simply “feel like a partner”.

A member reading the paper in the lounge at the Garrick Club in London.
Photograph: Christopher Cormack/Corbis

In television, though, this stuffy idea of polish holds little sway. Instead, most told us they had chosen television because the culture was informal – that this was a key sign of TV’s openness. However, the more we delved into this informality, the more we began to understand that it is not a social leveller at all; on the contrary, it constitutes a very subtle and intricate code. In particular, we identified two dimensions of what we termed “studied informality”. First, this requires a particular package of self-presentation – casual but hip dress (there was a lot of discussion about the right kind of trainers), a “knowing”, often ironic humour (who knows when to swear in meetings, put their feet up or mock their managers), and a level of familiarity (hugs and kisses rather than handshakes) not normally associated with the professional workplace.

There was also another component – a particular highbrow way of talking about television. This was exemplified at the broadcaster during the “creative assembly”, where programme ideas were discussed in front of the executive team. The laudable aim of this weekly meeting was to bring staff together from different backgrounds to initiate what the chief creative officer described as a “collision of different ideas and perspectives”. Yet interviews revealed that the concept had dramatically backfired. Far from disrupting existing hierarchies, the assembly had become a crucible of the already anointed; a gladiatorial encounter where the discussion of television programmes simply acted as a vehicle for commissioners to underline their cultural prowess, jockeying to drop cultural references, or showcase an ever-more arcane mode of aesthetic appreciation. “It’s sort of a game of showing off,” one senior commissioner explained. “I’m like, how … why are we talking about Of Mice and Men in relation to a programme about lie detectors?”

The point here is that although those at the top valued this code, most others admitted in anonymous interviews that it had little connection to the actual work, or to the mainstream programmes being made. This matters because it illustrates how the self-presentational baggage of a privileged class origin is frequently mistaken in elite occupations as a marker of a person’s talent, ability or potential.

We also found that behavioural codes are particularly important in certain areas of work. In environments such as television commissioning or financial advisory, for example, the success of the “final product” is hard to foretell, and therefore the knowledge and expertise of the professional is inherently ambiguous. Presenting or performing the right image, then, becomes integral as an act of persuasion, a proxy for a competence that cannot be reliably or definitively demonstrated in the moment.

In contrast at our architectural practice – the one case study where we did not find a class ceiling – behavioural codes were noticeably muted. This, we were continually told, was a “pragmatic” firm where managers value transparent and demonstrable technical competence and where clients can “see through the bullshit”, as one partner put it, of self-presentational bluster.

What happens when people don’t get the platform to showcase their “merits”, or when their performances of merit are not recognised? In the course of our research, we heard from many people who reported these kinds of experiences. Not all were upwardly socially mobile, but most were. These narratives underlined the uncertainties that flow from not having an economic safety net, the extra labour required if one does not have the advocacy of a sponsor, or the lingering anxiety that stems from failing to convincingly mimic dominant behavioural norms. In such instances, when performances of merit don’t land, we found that the mobile often self-eliminate from pushing forward in their careers.

And here we challenge common-sense assumptions about upward mobility. We find that when the mobile enter elite occupations, the lack of fit is deeply felt, and often generates a sense of unease that lingers. This emotional labour is important to register. And certainly, when examined through the lens of wellbeing rather than economic and occupational achievement, the success of social mobility is much more uncertain.

Of course, the performance and recognition of merit is not just affected by a person’s class background. On the contrary, we find strong quantitative evidence – the first we know of – that upwardly mobile women and members of (certain) minority ethnic groups face a double earnings disadvantage in elite occupations. Our interview data sheds some light on these intersectional inequalities, particularly the way gender and ethnicity can magnify the visibility of class difference, and increase the scrutiny placed on these individuals in their execution of dominant behavioural codes. It is telling, for example, that no female equivalent exists of the heroic tale of the working-class boy made good. Instead, stereotypes of upwardly mobile women tend to be especially stigmatising, emphasising pretentiousness and pushiness.

Mark was legitimately exemplary in all the ways we conventionally think about “merit” – he had achieved highly in the education system, had worked hard, and had amassed a wealth of valuable experience. Yet as he freely admitted, he had been given a distinct platform to demonstrate these merits. There was the family money at the start, a safety net that “tided [him] over” when he was jockeying around for his first permanent contract. There were the senior colleagues who fast-tracked him at key moments. “It’s sort of medieval in television,” he explained. “I mean, I could almost give you my whole trajectory in sponsors.”

Most important was the sense that Mark’s package of merits, and the way he presented them, was readily recognised by senior figures; an instinctive sense that he could “sort of fit in with the telly tribe”, “connect” with colleagues, and understand what was really at stake in settings like the commissioning room. As he recalled of meetings on one high-profile news programme: “It was instantly recognisable to me, exactly like the common rooms at school and at Oxford. The rules are: it’s good to be right, but it’s better to be funny!”

We would argue that this ability to land merit plays a critical role in erecting, and maintaining, Britain’s class ceiling. Of course we don’t mean to say there is no such thing as talent, or that career success is unrelated to individual skill or ability. Instead, our key point is that the identification of merit is inextricably intertwined with the way it is executed, facilitated, and recognised. And more broadly, by shedding light on the ways in which conventional understandings of merit provide, at best, an insufficient explanation for success at the top, we can raise wider questions about an economic system that too often allocates profoundly unequal rewards based on the accident of social origin.

Names have been changed. Adapted from The Class Ceiling: Why it Pays to be Privileged by Sam Friedman and Daniel Laurison, published by Policy Press and available at

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All in it together? Young people and the cuts

Are young people unfairly disadvantaged by the spending squeeze? Here's a list of nine areas, from housing to education in which teenagers and young adults appear to be disproportionately shouldering the cuts burden.
Wed 8 Dec 2010 06.36 EST

Back in October, the day after the comprehensive spending review, I reported that teenagers and young adults would, as a group, be among the biggest losers from the public spending cuts. Together with my colleague Shiv Malik (who has written a book about intergenerational unfairness) we've now drawn up a list of nine areas, from jobs to housing to youth services, where youngsters appear to be disproprortionately affected by the funding squeeze. I would hazard a guess that for disadvantaged young people living in deprived areas the impacts will be even harsher.

Please let us know in the comments thread about anything you think we've missed and we can update it.

1. Housing The cuts arguably will make it more difficult for many youngsters to find stable and affordable accommodation. The social housing building budget has been slashed by 60%. The coalition has said it is to build 150,000 new homes. However this is to be spread over four years and according to sources in the housing sector, that figure also includes 60,000 homes which were previously budgeted for. There is a double effect here because in the private sector, house building has also ground to a halt and overall, building rates are at their lowest since the 1920's.

2. Housing benefits These are to be slashed on the basis of age alone as the less generous "shared room" rate of benefit is extended from under 25's to everyone under 35, saving an expected £215m. This makes it more difficult for younger people to keep hold of their own flat in the subsidised private rented sector. The rate reflects the amount of rent charged for a single room with shared use of the rest of a house - in many areas this rate will not cover the rent for available properties. Charities have warned this will lead to increased homelessness. Combined with the Coalition's proposed 10% cut in housing benefit for those out of work for a year, these policies will affect more than a quarter of a million young adults.

3. Social housing tenancies Housing Minister Grant Shapps has outlined plans to change tenancy rules for newcomers into the social housing sector. Whilst older, established tenants will be allowed to keep the benefits of a secure tenancy, which include rents well below market cost, new tenants - many of whom will be young people - will be offered less stable and more expensive contracts. In London, this could see see an established tenant on paying £95 a week for a two bed home, while a new tenant in a similar property next door would be charged at 80% of the market rate - around £248. Tenants on new contracts (but not those on "lifetime tenancies") will also have their finances monitored every two years and if they be are deemed to be earning enough, they will be asked to leave their home and community.

4. Jobs One in five young people aged 16-24 are jobless, while latest figures show that 124,000 18 year olds are "neets" - not in employment, education, or training - a year-on-year rise of three percentage points. The rise is attributed partly to the University places crisis which saw 209,000 students fail to win a place on a degree course this summer, an increase of a third on 2009. Despite this, one of the first actions of the coalition government was to scrap the Future Jobs Fund programme for younger people. There are an estimated 70 graduates to every job vacancy. Even organisations like the Home Office, local authorities and the NHS have begun taking on unpaid interns to fill the gaps.

5. Child benefit The Institute for Fiscal Studies has calculated that when tax changes and cuts to child benefit are taken in the round, the hardest hit group will be families with children. The under-30's are the most likely age group to have children in the next 5- 10 years.

6. Student Fees In England the cost of University tuition is set to rise from around £3,125 a year to between £6,000 and £9,000. Alongside this, the higher education teaching budget has been slashed by 75% - the highest cut out of any departmental sector. Taken as a whole, this could be presented as a tax on the youngest generation to promote a benefit - a better trained workforce - that everyone will gain from.

7. Educational Maintenance Allowance (EMA) These £30 weekly payments designed to encourage and support young people from lower income families to stay on in 16-19 education have been scrapped. Research by the National Union of Students found that 60% of students surveyed said they would not be able to stay on in education without it. EMA has been replaced by an "Enhanced Learner Support Fund", a smaller pot of money derided by the NUS as "so impractical as to be almost laughable." Without EMA, many fear the numbers of NEET's, those not in education, employment or training, will rocket beyond their current all time high.

8. Youth Services Local authorities are not by law obliged to provide youth services, so many councils have concentrated financial savings in this area. Somerset county council, for example, has slashed spending on on youth clubs, residential activities, training and volunteering opportunities by 73% over the next three years. The Connexions programme, which provides a range of advice to young people, from careers to housing, has been drastically cut in many local authority areas. Elsewhere there are reports of cuts to cultural and creative activities, and youth clubs, while the government has axed free swimming for under 16's, and announced plans to cut school sports funding.

9. Youth social work Many of the organisations dealing with some of the UK's most disadvantaged and vulnerable teenagers and young adults - described four years ago by David Cameron as "a central component of improving our society's sense of general wellbeing" - are seeing their funding shredded as a consequence of local authority cuts. These have affected teenage pregnancy programmes, and schemes aimed at diverting troubled youngsters away from drugs and crime and towards training, education or work. A survey by the National Council for Voluntary Youth Services found that a fifth of youth charities fear they will have to close next year as a result of funding shortfalls.


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Harpenden Cares: Trust Volunteers Distributing Oxygen Saturation Monitors

There is a new 'project' that the Harpenden Trust (as Harpenden Cares) have been asked to take on by the St Albans, Harpenden & Redbourn GP Federation.

We have some of our DBS volunteers delivering and collecting back oxygen saturation monitors between the Hayley Stewart Hub (at the Harpenden Memorial Hospital) and patients' homes. This small device enables patients to measure their own oxygen saturation levels over approximately one-to-three-days under the guidance of their GP. Understanding someone's oxygen levels when suffering/possibly suffering from Coronavirus/Covid-19 can help clinicians make decisions about the best treatment for the patient and, with normal oxygen levels, a patient may be able to safely remain at home.

This is an ongoing project, and it is great to be able to help out with something so worthwhile.

Harpenden Trust supports Harpenden Cares

06 May 2020

In Other News

Success of Mike Joiner's Care Fund Fundraising Effort

20 September 2021
Mike Joiner undertook his personal fundraising effort on behalf of the Harpenden Trust (News, 23 July) on 22 August 2021.

Appeal for ... Christmas Appeal Collectors 2021

19 September 2021
The Harpenden Trust's Care Fund is dependent on the funds raised by its annual Christmas Appeal to support individuals and families in Harpenden.

Harpenden Trust … now on YouTube – and the Trailer for our new Film

19 September 2021
Harpenden Trust has now launched itself on YouTube. Our new page can be found using the link here.

Mayor's Charities Event: Charity Quiz Night, 24 September

25 August 2021
The rescheduled Mayor's Charity Quiz Night, for which the Harpenden Trust is one of the nominated charities, will take place on Friday, 24 September at the Trust's Halls in Southdown.


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Responsible Use of Gene Drives: Hastings Center Research Scholar Available to Discuss Major New Report

A National Academy of Sciences committee released a report today on the responsible use of gene drives, a rapidly developing field of research that holds promise for addressing persistent problems, such as eradicating mosquito-borne diseases  and conserving endangered species, but that also risks harming entire ecosystems. Gregory Kaebnick, a research scholar at The Hastings Center and a member of the committee, is available to comment on the findings.

Gene drives are technologies that make genetic changes to an organism in a way that’s designed to spread the changes to all of the organism’s offspring, and eventually throughout the organism’s entire population. For example, researchers could try to develop a gene drive to prevent a species of mosquito from carrying Zika or malaria. Researchers might also be able to eliminate a species of mosquito altogether.

“The fast moving nature of this field is both encouraging and concerning,” the report states.  Research on gene drives has outpaced research that is “essential to determining the efficacy of gene drives and their biological and ecological outcomes.”

The report emphasizes the importance of human values in addressing questions about the potential benefits and harms of gene drive-modified organisms for people, the potential impact on the environment, and the use of gene drives and who will make decisions about them.

“The report is open-minded about the good that gene drives might achieve, but it also takes a broad view of the kinds of concerns that gene drives raise,” said Kaebnick.  “We’ve never dealt with a technology that can change the natural world in quite the way gene drives would be designed to do. We should go forward with the technology only if we can do so safely and acceptably.” Kaebnick is a principal investigator of a Hastings Center project on the role of values in impact assessment and author of Humans in Nature: The World as We Find It and The World as We Create It (Oxford University Press).

To interview Gregory Kaebnick, contact:
Molly Galvin
Senior Media Officer
National Academies of Sciences, Engineering, and Medicine
(202) 334-3786; (202) 731-2841 (cell)


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Annular Solar Eclipse/New Moon – May 2012

By Patricia Liles http://ascensionforall.com/2012/05/16/annular-solar-eclipsenew-moon-may-2012/ Dear Friends New Moon and solar eclipse are not until Sunday, May 20th, but I’m sending this out a little early for a variety of reasons.  I hope you…

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So Your Teen Took the Car for a Spin Without Permission? Here’s How to Rebuild Trust After a Breach

It's been said that "little kids, little problems; big kids, big problems." Parents of teens know this is true. Teens will push the limit and, sometimes, in the process, break parents' trust. The parents' role is to learn to forgive while using the breach as a teachable moment. We've asked psychologists for tips on how to mend the bonds of communication and rebuild trust.

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Understand the teenage brain

Teenagers are impulsive and emotional by nature. (And their junk food habits aren’t helping, by the way.) “Their brains are not always able to think about the future and the consequences of their actions,” explains Joseph Shrand, MD, chief of Adolescent Psychiatry, High Point Treatment Centers in Brockton, Massachusetts. “It’s not their fault, just the way their brains are developing. Adults have the ability to anticipate the consequence of their actions: We are living more in the frontal part of our brain, and this includes how you manage this breach of trust. Your child may never have intended to make you not trust them; they were just doing what teenagers want: to take risks, be social, and feel pleasure.”

Manage your anger

Dr. Shrand advises parents to keep the scope of a teen’s understanding in check when confronting them after a breach of trust. “Keep this in mind when you talk with—not to—your teen,” he says. “How you manage your own anger is going to model how they manage theirs.” To diffuse a conflict more effectively, try some of these strategies.

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Speak frankly about your disappointment

Clearly explain how you were hurt by their transgression. “Talk with your child about the breach of trust and ask them what they think they could do to build it back,” Dr. Shrand continues. “An honest discussion about how much it hurt that this child whose diapers you changed, who you trusted, has violated that trust and influenced the relationship. I would rather have a thoughtful child than merely a compliant one,” he says.

Set consequences

There has to be consequences for your teen’s actions. (Speaking of which, make sure you’re not following any of these 52 terrible parenting tips.) Dr. John Mayer, a clinical psychologist in Chicago, and a consultant at Doctor On Demand says that penalty should fit the action. “For example, when they have taken the car out without permission, a good logical consequence is: You can’t be trusted to use the car.” Setting a fair punishment in line with the breach makes the most sense.

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Give them a path to redemption

Beyond a logical consequence, Dr. Mayer advises, parents give a road map on how the child can earn your trust back. “Doing dishes for 16 weeks after they took out the car without permission has nothing to do with the car. I suggest give them short trial runs with using the car again with strict parameters: Limit time and distance, and then increase the parameters as they show increasing trust until they are back to where they were when they did the mistrustful act,” he says. “This is called titration—you slowly add trust and responsibility back in small doses. If they break your trust again, go back to step number one and reset your consequences and parameters.” (And make sure you never utter these words as a parent.)

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Clarify your expectations

Parents should tell their child in a warm, gentle, and honest, “I mean business” tone of voice that the most important thing between two people is to feel trust and security, says Fran Walfish, PsyD, Beverly Hills family and relationship psychotherapist and author. “Add that it makes a person feel safe when you know they will always tell you the truth. You can count on them and that’s a good feeling. That’s why telling the truth all the time matters so very much,” Dr. Walfish says. Ever wonder what your teen is thinking? Here you go.

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Consider a one-time pass

If your teen lied only once and demonstrates genuine remorse, regret, empathy, and apologizes to the parents solemnly promising to never ever do it again, then you can grant one pass, and the breach of trust can be repaired, says Dr. Walfish. “I have seen a positive turnaround occur when the prevaricator demonstrates genuine remorse for hurting his or her parents and immerses himself into reform in a completely committed fashion,” she says. Check out these other 11 rules for raising teenagers.

Keep a positive dialogue going

“Many teens will initially find talking to be akin to torture,” explains Patricia O’Gorman, PhD, a psychologist in private practice in upstate New York. “But it’s what they need. This usually means setting aside time to talk—not lecture. Time to be together.” Use these tips to stay closer to your children.

Make the rewards of being trustworthy clear

Life gets easier for everyone when you’re able to trust your child, so explain to them in clear terms how it will benefit them. “It could be as simple as saying something like, ‘When I can trust you, I feel more comfortable letting you stay out late, go out different places with your friends, or borrow the car,'” says Jason Eckerman, PsyD, a licensed psychologist with experience working with kids and adolescents in Minnesota. When a child feels trusted and secure their actions most likely will continue on a positive path.

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