The mountainous island of South Georgia, situated in the cold but productive waters of the Southern Ocean, is one of the world’s most important seabird islands. It is estimated that over 100 million individual seabirds are based there, and that there may have been an order of magnitude more before the introduction of rats. South Georgia has 29 species of breeding bird, and is the world’s most important breeding site for six species (Macaroni Penguin Eudyptes chrysolophus, Grey-headed Albatross Thalassarche chrysostoma, Northern Giant Petrel Macronectes halli, Antarctic Prion Pachyptila desolata, White-chinned Petrel Procellaria aequinoctialis and Common Diving Petrel Pelecanoides urinatrix). It is also probably in the top three such sites for seven others (King Penguin Aptenodytes patagonicus, Gentoo Penguin Pygoscelis papua, Wandering Albatross Diomedea exulans, Black-browed Albatross Thalassarche melanophris, Southern Giant Petrel Macronectes giganteus, Black-bellied Storm-petrel Fregetta tropica and South Georgia Diving Petrel Pelecanoides georgicus). Several of these species are globally threatened or near-threatened, which enhances the importance of South Georgia and emphasises the need for action to improve the conservation status of its birds. Although South Georgia is currently classified by BirdLife International as a single Important Bird Area (IBA), closer scrutiny may well reveal that it would better be considered as comprising several distinct IBAs. Current threats to the South Georgia avifauna include rats, regional climate change, and incidental mortality in longline and trawl fisheries outside the Southern Ocean. The 2010/11 austral summer marked the start of a major campaign to eliminate rats. Local fisheries are now well regulated but South Georgia albatrosses and petrels are still killed in large numbers in more distant fisheries. Furthermore, there is probably little that can be done to mitigate the effects of climate change.
View post tag: Exercises View post tag: starts Training & Education View post tag: Navy The Navy, working with the University of Memphis Department of Health and Sport Sciences, began a beta test of nine physical fitness exercises July 11.Bill Moore, director, Navy Physical Readiness Program,said there are currently no plans to change the Navy’s physical readiness test, but the study will examine viability other options that may have greater operational relevance.“The purpose of the beta test is for research purposes only and is intended to collect data,” said Moore.“The results of this beta test could be used to develop a physical readiness test that incorporates more functional movements which better mimic Navy job-specific tasks,” said Moore.He said Navy officials will need to analyze the results after the test concludes later this month.The beta test examines Sailors participation in nine exercises. Cadence push-ups, single-leg plank and single-leg wall squats are used to measure muscular endurance. The leg-hip dynamometer, hand-grip dynamometer and standing long jump measure muscular strength. The pro-agility shuttle, 300-yard shuttle, five kilometer bike test and two kilometer rower measure anaerobic capacity.The test exercises were selected to allow researchers to examine two major components of physical fitness: health and skill related. They feature common movements practiced both in sports and on the job.“Health-related components include cardiovascular fitness, body composition, flexibility, muscular strength, and muscular endurance,” said Lt. Cmdr. David Peterson, Navy Physical Readiness Program exercise physiologist. “Skill related components include speed, agility, balance, coordination, reaction time and power.”More than 180 Sailors, male and female, representing a full spectrum of age and fitness levels are participating to allows researchers to examine applicability for the Navy demographic.Personnel Specialist 2nd Class (SW/AW) Joshua Sickles, assigned to Navy Recruiting Command, said he typically scores excellent on his semi-annual physical readiness test. During the beta test, Sickles performed the single-leg plank, standing long jump and two-kilometer rower during his first test session.“It was different than what we do now and harder” said Sickles.Sailors in the beta test will participate in a total of six sessions.“This is an exciting opportunity to participate in a state-of-the-art research study,” Moore said. “However, I need to reemphasize that this is for research purposes only and that there are currently no plans to change the Navy PRT.”[mappress]Source: navy, July 18, 2011; View post tag: Fitness View post tag: Beta View post tag: Naval View post tag: US View post tag: NINE View post tag: test View post tag: Physical July 18, 2011 Share this article View post tag: News by topic Back to overview,Home naval-today US Navy Starts Beta Test of Nine Physical Fitness Exercises US Navy Starts Beta Test of Nine Physical Fitness Exercises
Maryland, United States Administrative Not specified Full Time jobs in Baltimore Salary Not Specified Save Budget Assistant Maryland, United States You need to sign in or create an account to save Twitter Share Johns Hopkins University Similar jobs Baltimore City Community College The successful candidate(s) for this position will be subject to apre-employment background check.If you are interested in applying for employment with The JohnsHopkins University and require special assistance or accommodationduring any part of the pre-employment process, please contact theHR Business Services Office at [email protected] For TTYusers, call via Maryland Relay or dial 711.The following additional provisions may apply depending on whichcampus you will work. Your recruiter will adviseaccordingly.During the Influenza (“the flu”) season, as a condition ofemployment, The Johns Hopkins Institutions require all employeeswho provide ongoing services to patients or work in patient care orclinical care areas to have an annual influenza vaccination orpossess an approved medical or religious exception. Failure to meetthis requirement may result in termination of employment.The pre-employment physical for positions in clinical areas,laboratories, working with research subjects, or involvingcommunity contact requires documentation of immune status againstRubella (German measles), Rubeola (Measles), Mumps, Varicella(chickenpox), Hepatitis B and documentation of having received theTdap (Tetanus, diphtheria, pertussis) vaccination. This may includedocumentation of having two (2) MMR vaccines; two (2) Varicellavaccines; or antibody status to these diseases from laboratorytesting. Blood tests for immunities to these diseases areordinarily included in the pre-employment physical exam except forthose employees who provide results of blood tests or immunizationdocumentation from their own health care providers. Anyvaccinations required for these diseases will be given at no costin our Occupational Health office.Equal Opportunity EmployerNote: Job Postings are updated daily and remain online untilfilled.EEO is the LawLearn more:https://www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdfImportant legal informationhttp://hrnt.jhu.edu/legal.cfm You need to sign in or create an account to save Save Grants & Contracts Specialist LinkedIn Salary Not Specified Grants & Contracts Specialist Budget Assistant Minimum qualifications(mandatory):High school diploma/ GEDwith courses in accounting, business, or equivalentexperiencetwo years related workexperience (additional education may substitute for experience tothe extent permitted by the JHU equivalency formula.)Preferredqualifications:Bachelor’s degree inaccounting, business or related field.Knowledge of libraryacquisitions practices and procedures.Experience with MicrosoftExcel and macros.Knowledge of SAP andHorizon software.ClassifiedTitle:Accounting SpecialistRole/Level/Range: ATO 37.5/02/OE Starting Salary Range:$17.42 – $23.95 per hourEmployee group: Full Time Schedule: Monday – Friday, 37.5 hours per week Exempt Status: Non-ExemptLocation: 01-MD:Homewood Campus Department name: 10000080-Business Office Personnel area: LibrariesThe successful candidate(s) for this position will be subject toa pre-employment background check.If you are interested in applying for employment with The JohnsHopkins University and require special assistance or accommodationduring any part of the pre-employment process, please contact theHR Business Services Office [email protected] For TTYusers, call via Maryland Relay or dial 711.The following additional provisions may apply dependingon which campus you will work. Your recruiter will adviseaccordingly.During the Influenza (“the flu”) season, as a condition ofemployment, The Johns Hopkins Institutions require all employeeswho provide ongoing services to patients or work in patient care orclinical care areas to have an annual influenza vaccination orpossess an approved medical or religious exception. Failure to meetthis requirement may result in termination of employment.The pre-employment physical for positions in clinical areas,laboratories, working with research subjects, or involvingcommunity contact requires documentation of immune status againstRubella (German measles), Rubeola (Measles), Mumps, Varicella(chickenpox), Hepatitis B and documentation of having received theTdap (Tetanus, diphtheria, pertussis) vaccination. This may includedocumentation of having two (2) MMR vaccines; two (2) Varicellavaccines; or antibody status to these diseases from laboratorytesting. Blood tests for immunities to these diseases areordinarily included in the pre-employment physical exam except forthose employees who provide results of blood tests or immunizationdocumentation from their own health care providers. Anyvaccinations required for these diseases will be given at no costin our Occupational Health office.Equal Opportunity EmployerNote: Job Postings are updated daily and remain online untilfilled.EEO is the LawLearn more:https://www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdf Generalsummary/purpose:The Account Specialist, working in the Library Finance Office,applies accounting principles for managing the Sheridan Libraries’materials and collections funds.Note: This position is noteligible for visa sponsorship.Specific duties& responsibilities:Identify and processforeign and domestic invoicesPrepare and postprepayments to subscription agents; track transactions for vendorprepayment accountsPost and reconcile foreigncurrency conversions, vendor discounts, foreign wire bank fees,vendor refunds/credits, special shipping charges;Create vendors records forthe Libraries’ Horizon and University’s SAP financialsystems;Create electronic exportfile for domestic payments and transfer to University’s AccountsPayable Department;Initiate SAP onlinepayment requests; complete SAP cost transfersReconcile vendorstatements;Track and reconcileprocurement card purchasesTrack revenues andexpenses for all Hopkins libraries’ electronicresourcesVerifies accountinformation and accuracy of items charged to budgets;Respond to inquiries frominternal and external sources, including the University Office ofthe Controller, regarding expense activities and resolvesdiscrepancies;Maintain budgethierarchies, create budget reports, track materials budgetexpenditures, assist with fiscal year close;Uses various softwareapplications, such as spreadsheets and relational databases, toassemble, manipulate and/or format data and/or reports;Assist with reconciliationof Horizon and University SAP financial systems; run scripts thatcompare transactions and fund balances in both systemsWork closely with otherunits of the Technical Services Department to maintain qualitycontrol and efficient workflow. Save Lead Payroll Specialist Johns Hopkins University Financial Affairs Not specified Full Time jobs in Baltimore Lead Payroll Specialist Facebook More searches like this You need to sign in or create an account to save Maryland, United States Salary Not Specified Business & Administrative Affairs Not specified Full Time jobs in Baltimore Apply(This will open in a new window from which you will be automatically redirected to an external site after 5 seconds) HomewoodCampus
Dear Savvy Senior,I will be retiring in a few months and need to get some health insurance for my wife and me until we can enroll in Medicare. What are my options? About to RetireDear About,There are several places early retirees can find health insurance coverage before Medicare kicks in, but the best option for you and your wife will depend on your income level and your health care needs. Here’s where to look.Government MarketplaceIf your yearly income falls below the 400 percent poverty level after you retire, the Affordable Care Act (ACA aka Obamacare) marketplace is probably your best option for getting health coverage because of the premium subsidies they offer, which will reduce the amount you’ll have to pay for a policy.ACA health insurance is major medical insurance that covers essential health benefits with no annual or lifetime coverage maximums. And they can’t charge you more or deny you coverage because of a pre-existing health condition.To qualify for the subsidies, your household’s modified adjusted gross income for 2019 must be under $48,560 for an individual, or $65,840 for a couple.If your income is just above these thresholds, you should talk to a tax advisor about perhaps making a larger IRA contribution or strategically timing retirement account withdrawals to help you qualify. To see how various levels of income might affect your premiums and subsidies, see the subsidy calculator on the Kaiser Family Foundation website at KFF.org/interactive/subsidy-calculator.To shop for marketplace plans in your state, visit HealthCare.gov or call their toll-free helpline at 800-318-2596.If you find that you are not eligible for the subsidies and the premiums seem unaffordable, look into ACA-compliant plans that you can purchase off the marketplace directly from the insurance carrier or through a broker. In some states, you might find plans with lower premiums, especially on silver plans.To find off the marketplace policies, see health insurance shopping websites likeeHealthInsurance.com, or contact a broker or agent to assist you. See LocalHelp.HealthCare.gov to locate someone in your area.Short-Term Health InsuranceIf you can’t find an affordable ACA plan, you may want to consider short-term health insurance, which is much cheaper. These plans, which are not available in every state, are bare-bones health plans that provide coverage for three, six or 12 months – depending on state/federal rules. But be aware that short-term plans don’t comply with the ACA so they can deny sick people coverage, they don’t cover preexisting conditions and they can exclude coverage essentials like prescription drugs.To shop for short-term health insurance, visit eHealthInsurance.com or contact a local broker or agent via LocalHelp.HealthCare.gov.COBRAIf you need health insurance coverage for less than 18 months, another option you may want to consider is COBRA, which allows you to remain on your former employer’s group health plan, but not every employer plan is COBRA eligible. Contact your employer benefits administrator to find out if yours is.In most cases COBRA is expensive, requiring you to pay the full monthly premium yourself. But, if you’ve already met or nearly met your employer plan’s deductible and/or out-of-pocket maximum for the year, and don’t want to start over with a new plan; or if you find your employer’s health plan to be better or more affordable that the other options, it makes sense to keep your current coverage under COBRA.Send your senior questions to: Savvy Senior, P.O. Box 5443, Norman, OK 73070, or visit SavvySenior.org. Jim Miller is a contributor to the NBC Today show and author of “The Savvy Senior” book.
For more information, head to the venue’s website. Asbury Lanes is set to finally reopen its doors over Memorial Day Weekend. What started as a bowling alley in the 1960’s and transitioned into a 350-capacity alternative music venue in the early 2000’s will be “the same anything-goes local hangout it always was and reborn as a state-of-the-art music venue,” according to David Bowd of Salt Hotels, the company that will operate the new venue.The music venue/bowling alley hybrid finally got the makeover it deserved–after closing in October of 2015 due to structural and mechanical issues–and will reopen with double the capacity (a platform will cover the bowling lanes during performances allowing for a 746 capacity), an exclusive talent buying deal with The Bowery Presents, as well as a custom sound system and lighting from Nashville’s Cour Design.Already a recipe for success, considering the room’s legendary value and proximity to Asbury Park’s Boardwalk, the venue–which faced closure after a half-century of use–is totally revolutionized and even includes a “secret” passage to the Asbury Hotel next door, “which was the first part of a multi-billion-dollar redevelopment of Asbury Park by real estate investment company iStar, which purchased the club,” according to Pollstar.“Everyone has an Asbury Lanes story,” explains Bowd in a press statement posted in the New Jersey Chamber of Commerce. “Emotions ran higher with this project than with anything we’ve undertaken. What mattered to them matter to us: keeping the soul of this incredible venue while making changes necessary to guarantee its figure.”According to the announcement, Bowery Presents–who books shows at major East Coast venues like Terminal 5, Music Hall of Williamsburg, and Brooklyn Steel–will host around 150 concerts a year at Asbury Lanes, bringing “a curated mix of both leading and up-and-coming talent to the Lanes’ re-invented stage.”As for the venue’s design, “There’s no flash,” The Asbury Hotel designer Anda Andrei explains. “No one wants it too polished. This is a meaningful building. … This is going to be the fun, open, wild Lanes everyone loves, except we won’t have to worry that it might cave in.”According to the NJCC, the famous bowling-pin sign will be reinstalled with a “modern twist” on the newly whitewashed exterior brick walls.“We want to amplify what’s already here,” Brian Cheripka, senior vice president of real estate investment company iStar, explains. “We have an opportunity to capture Asbury Park’s incredible sense of place through the properties we are developing and although it involved a much greater investment than building a new building, we chose to restore as much of the original building as we could.” Oh, and there’s a 24/7 diner inside.Check out some photos of the new Asbury Lanes below, as posted by the New Jersey Chamber of Commerce.
The healthiest diets cost about $1.50 more per day than the least healthy ones, according to new research from Harvard School of Public Health (HSPH). The finding is based on the most comprehensive examination to date comparing the prices of healthy foods and diet patterns to less healthy ones.The study will be published online today in BMJ (British Medical Journal) Open.“People often say that healthier foods are more expensive, and that such costs strongly limit better diet habits,” said lead author Mayuree Rao, a junior research fellow in the Department of Epidemiology at HSPH. “But, until now, the scientific evidence for this idea has not been systematically evaluated, nor have the actual differences in cost been characterized.”The HSPH researchers conducted a meta-analysis of 27 existing studies from 10 high-income countries that included price data for individual foods and for healthier vs. less healthy diets. They evaluated the differences in prices per serving and per 200 calories for particular types of foods, and prices per day and per 2,000 calories (the U.S. Department of Agriculture’s recommended average daily calorie intake for adults) for overall diet patterns. Prices were assessed per serving as well as per calorie because prices can vary depending on the unit of comparison.The researchers found that healthier diet patterns — for example, diets rich in fruits, vegetables, fish, and nuts — cost significantly more than unhealthy diets (for example, those rich in processed foods, meats, and refined grains). On average, a day’s worth of the healthiest diet patterns cost about $1.50 more per day than the least healthy ones.The researchers suggested that unhealthy diets may cost less because food policies have focused on the production of “inexpensive, high volume” commodities, which has led to “a complex network of farming, storage, transportation, processing, manufacturing, and marketing capabilities that favor sales of highly processed food products for maximal industry profit.” Given this reality, they said that creating a similar infrastructure to support production of healthier foods might help increase the availability — and reduce the prices — of more healthful diets.“This research provides the most complete picture to date on true cost differences of healthy diets,” said Dariush Mozaffarian, the study’s senior author and an associate professor at HSPH and Harvard Medical School. “While healthier diets did cost more, the difference was smaller than many people might have expected. Over the course of a year, $1.50/day more for eating a healthy diet would increase food costs for one person by about $550 per year. This would represent a real burden for some families, and we need policies to help offset these costs. On the other hand, this price difference is very small in comparison to the economic costs of diet-related chronic diseases, which would be dramatically reduced by healthy diets.”Other HSPH authors included research fellows Ashkan Afshin (Department of Epidemiology) and Gitanjali Singh (Department of Nutrition).Funding for the study came from a Genes and the Environment Initiative grant from HSPH; a National Heart, Lung, and Blood Institute cardiovascular epidemiology training grant in behavior, the environment, and global health; and a National Institute of Diabetes and Digestive and Kidney Diseases training grant in academic nutrition.
Read Full Story A widely used class of industrial chemicals linked with cancer and interference with immune function — perfluorinated alkylate substances, or PFASs — appears to build up in infants by 20%–30% for each month they’re breastfed, according to a new study co-authored by experts from Harvard T.H. Chan School of Public Health. It is the first study to show the extent to which PFASs are transferred to babies through breast milk, and to quantify their levels over time.“We knew that small amounts of PFAS can occur in breast milk, but our serial blood analyses now show a buildup in the infants, the longer they are breastfed,” said Philippe Grandjean, adjunct professor of environmental health at Harvard Chan School.They found that, in children who were exclusively breastfed, PFAS concentrations in the blood increased by roughly 20 to 30 percent each month, with lower increases among children who were partially breastfed. In some cases, by the end of breastfeeding, children’s serum concentration levels of PFASs exceeded that of their mothers’.“There is no reason to discourage breastfeeding, but we are concerned that these pollutants are transferred to the next generation at a very vulnerable age. Unfortunately, the current U.S. legislation does not require any testing of chemical substances like PFASs for their transfer to babies and any related adverse effects,” Grandjean said.The study appeared online August 20, 2015 in Environmental Science & Technology.
40SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Keith Hughey Keith joined JMFA in 2012, with more than 35 years of consulting and managerial experience. Until founding his own practice, J. Keith Hughey Company in 2008, he was a principal … Web: www.JMFA.com Details Over the past several years, I have watched the trends of workplace satisfaction with a great deal of interest. Throughout the Great Recession, various studies consistently indicated that roughly two-thirds – plus or minus a percentage point or two – of U.S. workers were dissatisfied with their job.According to data from the Bureau of Labor Statistics (BLS), during the depths of the Recession – when employment opportunities were scarce – about 1.3 percent of the labor force was voluntarily electing to take the nearest exit from their place of employment each and every month.Outlook changing with improved job marketMore recently, however, the trend seems to be changing according to a report released by the Society for Human Resource Management. Results of this study found that 86 percent of U. S. employees reported overall satisfaction with their job.And while this sounds great at first glance, one of the primary reason workers are more satisfied in their job is the fact that the improving labor market is providing new opportunities to find situations that are a better fit for their workplace and personal needs. This trend is supported by the BLS information that shows the number of employees choosing to leave their job is up to 2 percent each month.The reasons for changing jobs can be varied and complex, but multiple employment satisfaction surveys point out that one of the main issues that causes employees to leave is they don’t feel valued or respected by their employer or supervisor. In a number of studies that have examined why employees are unhappy, the following issues appear time after time:The boss is a micro-manager.The boss is never around/never available.There is no sense of opportunity for career advancement, personal or professional growth.There is no sense of direction or vision.There is no feedback about one’s job performance.Management seems to care more about themselves than their people.There is no sense of team or teamwork.There is scant opportunity to use the best of one’s skills and abilities.There is no recognition of the employees’ contribution (or value).The culture conveys a message of a lack of caring and concern for the employees.And no matter how you spin who has responsibility for creating a work environment where employees are respected and their work valued, an organizational leader or immediate supervisor should ultimately be held accountable for setting the policies, procedures and practices that define an organization’s culture and values.The cost of overlooking employee valueSpace doesn’t permit me to examine the costs of turnover to an organization, but suffice it to say that the direct expenses tied to separation costs, vacancy costs, hiring costs and training costs are sizeable. Yet they can and often do pale in comparison to the indirect costs associated with the decline in service that occurs when an experienced employee is replaced with one who lacks the same level of expertise or abilities, and those all-important business and personal relationships.But just to put it into perspective, it is routinely estimated that the cost to replace a non-exempt employee averages between 33 percent and 50 percent of his or her total annual salary and benefits. What’s more, replacing an exempt employee costs anywhere from 100 percent to 200 percent of that employee’s total annual salary and benefits.Add it up and we’re talking real money. Unfortunately, most organizations pay insufficient attention to the impact of turnover because it isn’t captured in a line item on the income statement. Nor is there a practical means to reflect the value of human capital on the balance sheet.So what should an organization and its leaders do? The answer depends in part upon your turnover rate. If it is relatively low, then I would keep doing what you’re doing – for now anyway.However, if your turnover is high or increasing, then some significant changes in your leadership philosophy, your corporate culture, your policies and practices could be necessary. Or, quite possibly, you may need urgent changes in your strategies for identifying, selecting and developing future generations of leadership. Either way, taking care of your people is integral to taking care of your members, your organization and its future.Effective leadership is the key to satisfied employees In order to build an effective organization and leverage the skills and talents that existing employees possess, an effective leader must be committed to modeling the type of behavior that he or she desires for the staff to emulate on a daily basis. This includes willingness to:communicate the organization’s vision to all employees;provide the tools and training necessary to empower employees to do their jobs effectively;involve staff in making decisions that will ultimately impact them;delegate responsibility to encourage professional growth for all employees; andlisten to employee input in order to create a true sense of workplace teamwork.If implemented effectively, this behavior will help to establish a partnership with employees where everyone is working together with a shared commitment to reaching the organization’s strategic objectives and goals. And, perhaps more important, it will result in fewer employees looking for the exit door.
That was after the controversial decision was taken to postpone a league game away at Lens, initially scheduled for last Saturday, in order to give the PSG squad a break after their Champions League ‘Final Eight’ exertions.The match at Lens has been rescheduled for next Thursday, September 10, with PSG due to entertain Marseille three days later.Strict French league rules stipulate that collective team training sessions must be cancelled if a club has at least four positive tests over an eight-day period, with match postponements possible.The cases raise questions about why the French league decided to postpone PSG’s match in Lens, only for so many of their players to travel abroad on holiday during a pandemic.The postponement was granted in order to give PSG players a rest after their European run, despite France’s richest club having only played five competitive games in six months.The last French season was ended early, with 10 rounds of matches unplayed, because of the health crisis, and the start of the new French season has already been impacted.In recent weeks, several Ligue 1 clubs have reported positive tests, including Strasbourg, Lyon, Marseille, Rennes, Nantes and Montpellier.Marseille’s game against Saint-Etienne on August 21, which was set to be the season opener, was postponed. “All of the players and coaching staff will continue to undergo tests in the coming days.”The French champions, who last month lost the Champions League final to Bayern Munich, had already said on Monday that two unnamed players had reported back with coronavirus symptoms following a holiday.L’Equipe reported the players in question were Argentinian duo Di Maria and Paredes. Now it claims Neymar is the other squad member to test positive.The three were among several PSG stars who travelled to the Spanish Mediterranean island of Ibiza last week for a holiday in the aftermath of their Champions League campaign, mixing with friends and family after spending the previous weeks isolated in a secure bubble with teammates in Portugal. Three Paris Saint-Germain players have tested positive for coronavirus, the French club announced on Wednesday, in a setback to their preparations for the scheduled start of their Ligue 1 campaign next week.French sports daily L’Equipe reported the players in question were Neymar, Angel Di Maria and Leandro Paredes, but PSG did not reveal any names.”Three Paris Saint-Germain players have confirmed positive Sars CoV2 tests and are subject to the appropriate health protocol,” PSG said in a statement. Topics :
130 Daisy Hill Road, Daisy Hill.More from newsCrowd expected as mega estate goes under the hammer7 Aug 2020Hard work, resourcefulness and $17k bring old Ipswich home back to life20 Apr 2020He said it was the perfect location because the children could walk down the road to school at John Paul College every day.“From the time that they went there, they didn’t need to be accompanied,” Mr Bradley said.While the home is nestled in suburbia, Mr Bradley said the surrounding trees made it feel like it was in the country. 130 Daisy Hill Road, Daisy Hill.“It was a pretty extensive renovation,” he said.“When we got there, it really wasn’t a very attractive house.“At the time, we picked it because we moved up from Victoria and we essentially went suburb hunting – the most important thing was what school the kids were going to go to.” 130 Daisy Hill Road, Daisy Hill.“I’d say the upstairs living room and the upstairs deck is my favourite area,” Mr Bradley said.“You can have a drink in the late afternoon and watch the setting sun.” 130 Daisy Hill Road, Daisy Hill.“To me, that’s probably it’s selling point – (it) feels really private,” Mr Bradley said.He said it was close to Daisy Hill Forest and Koala Reserve so it was a peaceful area to live.“I’ve got views of nothing but trees,” Mr Bradley said.“It’s almost like a botanic gardens.”The outdoor deck and private balcony were what he loved most about the home because he could enjoy the tranquillity that the bushland offered. 130 Daisy Hill Road, Daisy Hill.RENOVATIONS have transformed this family home at Daisy Hill into a modern country-style retreat.The four bedroom house at 130 Daisy Hill Rd was once much smaller.That was until owner John Bradley bought the property about 15 years ago and added the deck before a second storey was built.With three children, Mr Bradley said more space was a must.