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WORLD3d agoIn Pompeii, a woman's wardrobe resurfaces with beauty items and jewelsJewels, coins, tools and cosmetics: a cupboard in Cornelius Maximus's house brings to life the daily lives of Pompeii's women before Vesuvius erupted in AD 79.EuroNews [en]

POLITICS3d agoCourt Orders Uzodinma To Stop Parading Himself As APC Candidate For Imo West Senatorial DistrictJustice Egwuatu issued the order after holding that Uzodinma did not win the May 18 primary election conducted by the APC and monitored by INEC. The post Court Sacks Uzodimma as APC Imo West Senatorial Candidate, Declares Rochas Okorocha Winner appeared first on Channels Television.Channels TV

BUSINESS3d agoCard dollar today: what is its quote this Thursday, October 29See the quote for buying and selling the card dollar today. Quotes, evolution, forecasts, and information for currency exchange.Clarín

BUSINESS3d agoCCL dollar today: what is its quote this Thursday, October 29See the quote for buying and selling the CCL dollar today. Quotes, evolution, forecasts, and information for currency exchange.Clarín

DISASTER3d agoFather of 2 drowns after being caught in current trying to rescue seagull caught in fishing line - FOX WeatherFather of 2 drowns after being caught in current trying to rescue seagull caught in fishing line FOX Weather Metro Atlanta native dies trying to free tangled seagull in Florida FOX 5 Atlanta Metro Atlanta native drowns trying to rescue seagull WSB-TV Florida dad, 31, drowns trying to save tangled seagull in Panama City Beach New York Post Bay County remembers beloved community member following weekend fishing incident WJHGgoogle · united states of america

MILITARY3d agoGRSE Achieves Another Milestone in German Export Project with Keel Laying of Fifth MPVGarden Reach Shipbuilders & Engineers Ltd. (GRSE), a Navratna Defence Public Sector Undertaking under the Ministry of Defence, Government of India, achieved…psuconnect_in · india

DISASTER3d agoTrial set in lawsuit from families of 2 women killed by fallen banyan in HiloHILO >> A jury trial has been scheduled for September in the wrongful death lawsuit filed on behalf of two women killed last year when a massive banyan tree on Kilauea Avenue in Hilo uprooted and collapsed.staradvertiser · united states of america

BUSINESS3d ago11 hybrid work rules that actually make senseHybrid work succeeds when flexibility comes with clear expectations. Here, experts in the field share practical insights on how meetings, focus time, communication, and accountability can genuinely improve productivity and morale. These 11 rules help teams work better together without adding unnecessary complexity. Trust Individual Attendance Choices One rule that always works: Let employees decide for themselves which days they come to the office. Otherwise there’s no point in hybrid at all. Hybrid is usually introduced so that everyone is in the office on certain days, but in practice that setup does nothing for productivity, and certainly nothing for team morale. People are different. Everyone has their own rhythm, preferences, and life situations, family circumstances included. Forcing everyone into the office on, say, Monday and Friday makes no sense. Freedom of choice does. An example from our team: Some people spend the minimum possible time in the office, and when they do come in, they want maximum solitude. I run into them there at 7 a.m., and often on Saturdays. Others hate working from home, and I see them in the office four days a week, though even they like to do some of their work from home. So in my view, real hybrid is when an employee gets the most out of the office plus the most out of remote. That’s the main advantage of hybrid. It gave us all three at once: lower turnover, better results, and a better mood in the team. It works because we look at results, not at hours in the office. Nick Anisimov, founder, FirstHR Hold Monday Priority Check-Ins The rule: a weekly clarity check-in, face-to-face wherever possible. In a hybrid environment, the nonverbal and environmental cues we rely on are missing when people aren’t in the office: the overheard conversation, the glance across the desk that says someone is struggling. Assumptions rush in to fill that gap, and assumptions are where productivity and morale begin to erode. My one rule is a short check-in every Monday between each team member and their manager, in person on office days and by video on remote days. It covers three things: priorities for the week, what “done” looks like for each, and any blockers or capacity limits. Face time matters because tone and body language build trust in a way a message can’t. A brief written recap afterwards gives everyone a shared reference point. Imagine an analyst who believes a report is due biweekly while her manager expects it weekly. In an office, she might catch the mismatch in passing. In a hybrid setup, she finds out when the deadline is missed. A 10-minute conversation on Monday surfaces it. That’s the power of clarity. It creates shared understanding without confrontation. It aligns everyone on what’s being done, by whom, and by when. It’s not about being rigid; it’s about psychological safety, where people feel able to say “that won’t fit this week” before a problem grows. Without it, even the best intentions can unravel into missed deadlines, duplicated effort, or damaged trust. The research supports this. Gallup reports that only 50% of employees strongly agree they know what’s expected of them at work, yet those who do are 2.5 times as likely to be engaged and to perform at a higher level. When expectations are vague, emotional energy goes into navigating assumptions rather than making progress. Clarity also protects well-being, especially for those who avoid conflict and may agree to things they shouldn’t simply because the boundaries were never defined. Setting expectations isn’t just a communication skill; it’s an act of self-leadership. Clarity brings calm, and calm teams are more productive and happier, whether on-site or remote. Elizabeth Lenihan, career strategist & talent solutions consultant, Elizabeth Lenihan Reserve Quiet Time, Cluster Collaboration My rule has two parts. One: Protect a full at-home day each week as a no-meeting zone—and defend it like revenue depends on it, because it does. Two: Dedicate one in-office day as team meeting day. As someone who has worked remotely off and on since before the turn of the century, I can honestly say it’s not remote days killing productivity. It’s meeting creep—the 30-minute “syncs” multiplying across time zones until the real work gets done in the margins, late at night, on weekends. I have never seen anyone burn out from working at home. They burn out from the commute, then making up the lost hours at home. I had a director who understood this. She blacked out our entire team’s calendar every Thursday—no meetings, no “quick syncs,” no exceptions. That was the at-home focus day. And she stacked our in-person meetings on Wednesdays—team meeting day—so the office day earned its commute. We were in the room together, doing the work that actually needed a room. Thursday was sacred. It was the one day for the deep, uninterrupted thinking that hybrid work promised but rarely delivered. And because we actually liked each other, when we were in close proximity it meant quick questions got answered in the hallway instead of becoming another calendar invite. Productivity went up because the work finally got real hours instead of leftover ones. Morale went up because Thursday felt like trust—a company saying, we don’t need to see you to know you’re working. One day for focus, one day for the team. That’s the whole rule. And it’s the difference between a hybrid policy and a hybrid promise. Cassandra James, founder, chief strategist, Cassandra O. James Enterprises Own Flexibility’s Burden on Colleagues The hybrid work rule I recommend: Own the whole outcome, including the work your flexibility creates for others. I’ve led distributed global teams and worked in manufacturing, where production employees must be on-site. Across both environments, I’ve learned that managing to results requires looking beyond an individual’s task list. For HR, Finance, and other functions serving internal customers, helping colleagues succeed is itself a deliverable. Consider an HR employee who completes reports and policy updates remotely but is difficult to reach when a production employee has a payroll question. If that employee must repeatedly chase an answer, or a supervisor becomes the default intermediary, flexibility has transferred work to someone else. A stronger hybrid agreement defines deliverables, response times, reliable contact channels, and availability that reflects the needs of different shifts. The manager evaluates both the employee’s output and whether colleagues can reliably get the support they need. This protects autonomy while reducing delays, interruptions, and resentment. Especially where only some roles can work remotely, morale depends on whether flexibility works for the whole team. The measure of success is whether your work enables others to do theirs. Julie Catalano, chief people officer, Palmer International Make Commutes Earn Their Value One hybrid policy I’ve seen work really well for productivity and morale is two in-office days a week. But it worked because this particular company I went into to support did a great job of having a clear setup and purpose for those two days. Two in-office days in a different company with little or no setup, and productivity and morale may have plummeted. This is where we have to be careful with blanket policies. The policy is one slice of the pie. But if we don’t have the other slices in place, we obviously don’t have a full pie and therefore shouldn’t blindly expect the same results. So here is why two in-office days worked so well for this company. One of the days started with a short team meeting where everyone got caught up on what was going on, what needed attention, and most importantly, where everyone’s work had made a difference. This last part is huge. Morale is rooted in having a sense of purpose. For people to be their most productive selves, they must believe their work is contributing to something important. This is foundational for a productive culture. After that, the day was for things that are just easier to do in person, such as creative problem-solving, mentoring and teaching, and making decisions that require a dialogue. The flip side of this I’ve seen as well. Where people commute in, spend half the day on Teams, eat lunch at their desk, work at the computer, and go home wondering why they had to come in at all. This can cause morale and productivity to drop quickly, as people think they’re being brought in to be micromanaged or because leadership doesn’t trust them. A lack of trust and appreciation is disastrous. If you want people to be more engaged and productive in the office, being there has to bring something to the table that staying home doesn’t. When they can get everything they need from home, and the office only adds a commute, this does nothing for productivity or morale. It may seem obvious that it wouldn’t, but from my experience, leaders can have a huge blind spot around this. So before we set a hybrid policy, we need to ask the question: How is this better for the people working here? Better for the people will equal better for the bottom line. Seems so simple, but an unfortunately overlooked question. Lisa Jeffs, CEO & founder, Lisa Jeffs Toronto Life Coach & Toronto Executive Coach Establish Weekly Feedback Cadence I am a 20-year serial entrepreneur, and my teams have been hybrid and high performing the last nine years. Here is my top hybrid work rule: Create a mindful meeting structure that supports every employee through their Monday though Friday work cycle. The result is that every employee knows exactly when they are getting support, feedback, and time to improve their deliverables, processes, and leadership. For instance, here is the meeting structure my teams use: Mondays: Every direct report participates in an action call. This call is an opportunity to share with the entire team: (1) What you are working on (your top 1-3 priorities or deliverables), (2) Requests for support (e.g., “For me to complete X, I’d like intros to Y”), (3) Your responses to questions or concerns from other team members before you start working on these items. Wednesdays: Individual check-ins using Slack or email (asynchronous first), asking how those top 1-3 priorities are doing. Are you on pace to finish when you said you would? Are there missing resources (e.g., human, financial, tech) that you need? Are there concerns that need to be dealt with? Depending on the severity, an as-needs call can be scheduled to support that team member. Fridays: Every direct report participates in a strategy call. It brings back the entire team to share: (1) A quantitative and qualitative look at what was completed (e.g., 85% is completed), (2) A chance to share what worked and didn’t work, (3) The opportunity to share one win (an achievement from this week) and one lesson (how you will grow as a leader). These calls are set as weekly calendar invites, so they have regular opportunities for feedback, recognition, and learning, regardless of whether we are in a low-stress or high-stress period in the business. Cherry Rose Tan, AI & innovation speaker, Author of Still Standing (Wiley ’24), Possibility Executed Record Decisions in Shared Channels Our best rule is that decisions get written down, not just said. When some people are in a room and others are on a call, the people in the room always end up knowing more. A quick chat after the meeting, a decision made by the coffee machine. Nobody means to leave anyone out. It just happens. So we made it simple. If a decision changes what someone else is working on, it goes in writing in a shared place the same day. Not a long memo. Two or three sentences: what we decided, why, and who it affects. What I noticed was that it helped the people in the office as much as the remote ones. Fewer “wait, I thought we agreed on something else” moments. Fewer meetings just to repeat what another meeting already covered. It also took pressure off people to be seen. When decisions live in writing, nobody has to be in the right room at the right time to stay in the loop. That’s good for morale, because people feel trusted instead of watched. Hybrid work doesn’t fail because of where people sit. It fails when information depends on where people sit. Andrey Kustarnikov, CEO at G-Accon, G-accon Centralize Tasks in Asana Our one rule is: If it’s not in Asana, it didn’t happen. Every project, deadline, and owner lives there. If you want to know where something stands, you go look. You don’t call a meeting, and you don’t ping someone late in the day asking for an update. That rule got rid of our status meetings. We still meet. One team meeting a week on the Level 10 format, and it’s for working through problems. One-on-ones run 15 to 30 minutes with the same agenda every time, so nobody walks in wondering what it’s about. Most hybrid policies I see spend all their energy on which days people come in. What actually wears people out is feeling they have to prove they’re working. When the work is visible, nobody has to sit on camera all day or answer every message in two minutes to look busy. And you can take a step back for an hour without feeling guilty, right? If you want to try it, start with one meeting. Pick the one your team dreads most and see if a shared task list can replace it. Jocelyn Bermudez, CEO, JMB Digital Solutions Schedule Monthly Development Dialogues Require a standing monthly 30-minute one-on-one for every hybrid team member. Use a simple agenda: Review performance and resources, then have the employee share one win and one frustration. Reserve part of the time to discuss personal and professional goals so conversations go beyond day-to-day tasks. I paired this practice with annual reviews that itemize the full compensation package so employees can see how the company invests in them, which helps clarity and morale. AlexSandra Sisler, keynote speaker & retail/aesthetics executive, EmpowerServe Protect Deep Focus, Measure Outcomes In my opinion, one of the best hybrid work rules is to let employees have uninterrupted periods to concentrate on work and evaluate it according to performance instead of measuring it according to how often employees go online. As a technology leader, I understand that solving a complicated problem requires concentration. Messages and meetings may distract from concentrating and make it hard to do even simple tasks. I would create guidelines regarding responses and designate a few hours to concentrate and use common hours for discussion. For instance, if an engineer has to solve a technical issue, I would give them time to focus on their task instead of distracting them with frequent check-ups. They can update me later, and critical issues will be dealt with anyway. It allows employees some freedom to do their job without guessing from others. I feel that this policy also boosts morale as people get the sense that their time is not being questioned, since they own it. They are able to concentrate on doing their work rather than proving through chats that they are occupied. Flex working does not imply the same working hours for all employees. There are some things where collaboration should be instant and other tasks where collaboration is better avoided. I would discuss the focus time and how we communicate to see if it works. It is my recommendation for managers to ensure there is enough time to work and conduct meetings that have some purpose. Vitaliy Kononov, cofounder & CTO, Atty Build Human-Safe Spaces In my experience, the most important hybrid work rule that impacts morale is to remember to create human-safe environments both in the office and virtually. Human-safe environments in-person are simple. Virtual counterparts include assuring people feel safe and heard, permitting camera on/off flexibility, allowing bio breaks and simple things like ensuring folks can eat lunch, even if they’re on camera for 12-hour marathon meetings. Hybrid work policies function best when they provide a supportive environment for all staff, regardless if they apply to in-office or remote days. Michelle Li, chief operating officer, Bisbloxfastcompany · united states of america

POLITICS3d agoCouncil bills aim to put spotlight on island’s history, cultureTwo Hawaii County Council measures aimed at highlighting Hawaii Island history and culture are moving forward after receiving support from lawmakers at a meeting last week. Bills 199 and 200 would establish a historic place marker program and a mo‘olelo interpretation program, respectively. The post Council bills aim to put spotlight on island’s history, culture appeared first on Hawaii Tribune-Herald.hawaiitribune_herald · united states of america

WORLD3d agoNATIVE COLLEGE ATHLETES DISCOVER BASKETBALL MEANS MORE THAN A GAME IN NEW DOCUMENTARY “MEDICINE BALL”SAINT PAUL, Minn., Oct. 29, 2026 /PRNewswire/ — A compelling new documentary exploring the power of sport, cultural pride, and personal journeys of Native college athletes is set to premiere on PBS during Native American Heritage Month. Directed by Dakota/Diné filmmaker Leya Hale, Medicine Ball follows Lexus Redthunder and LeRoy Staples Fairbanks IV as they navigate […]celebrityhint · india

BUSINESS3d agoS&P 500 Hides a Stealth Bear Market Beneath a Flat IndexMarket Analysis by Michael Lebowitz covering: S&P 500, iShares S&P 500 Value ETF, iShares S&P 500 Growth ETF, U.S. 20-Year. Read Michael Lebowitz's Market Analysis on Investing.cominvesting_us · united states of america

BUSINESS3d agoSOFAZ's transfers to state budget decline by $725M in Jan-SeptThe State Oil Fund of Azerbaijan's transfers to the state budget declined by $725 million during the January-September period. This indicates a significant financial change in government funding.trendaz · azerbaijan

BUSINESS3d agoATOM Price Prediction: Buried Under Every Moving Average as Oversold Stochastics Build PressureCosmos (ATOM) trades at $1.60 on Binance spot as of October 29, 2026, down 2.21% over 24 hours and below every key moving average on the daily chart. Stochastic indicators sit in deeply oversold te... (Read More)blockchain_news · united states of america

CONFLICT3d agoHumanitarian aid set to enter Oleshky as a rare Russia-Ukraine truce holds for a third dayA Ukrainian official says that humanitarian aid is set to arrive in the stricken Russian-occupied city of Oleshky on Friday, as a ceasefire between Russia and Ukraine stretches into its third dayThe Independent World

WORLD3d agoPopstars: one by one, who are the 11 participants still in the runningThe contestants of the competition have already moved into the "Popstars Mansion" to complete their singing and dancing training. The profile of each one. In addition to singers, they are content creators, university students, and actresses.Clarín

WORLD3d agoNFF warned me against inviting Mikel, Enyeama, Emenike — Oliseh“I regret not having listened to the NFF. Because when I took over the job, the first thing NFF told me was to stop inviting three of them (Mikel, Enyeama and Emenike) because they were chaotic to the NFF,” he said. The post NFF warned me against inviting Mikel, Enyeama, Emenike — Oliseh appeared first on Vanguard News.Vanguard Nigeria

POLITICS3d agoAllegations against me are baseless, malicious, and politically motivated: L. MuruganL. Murugan has stated that allegations made against him are baseless, malicious, and politically motivated. This declaration addresses the nature of the accusations.The Hindu

BUSINESS3d agoCrypto dollar today: how much it quotes this Thursday, October 29See the quote for the purchase and sale of the crypto dollar today. Quotes, evolution, forecasts, and information for currency exchange.Clarín

BUSINESS3d agoMEP dollar today: how much it quotes this Thursday, October 29See the quote for the purchase and sale of the MEP dollar today. Quotes, evolution, forecasts, and information for currency exchange.Clarín

HEALTH3d agoThailand and Vietnam meat seizures highlight deepening risk of unsafe food on the tableA flurry of meat seizures across Thailand and Vietnam has raised fears of animal-borne diseases devastating regional livestock populations and unsafe food ending up on consumers’ plates. Driven by rising energy and logistics costs, unscrupulous suppliers have targeted restaurants and wet markets desperate to protect margins by sourcing cheap, unregulated cuts – even those past their expiry date or tainted with disease. On October 21, police in Vietnam’s southern province of Dong Nai dismantled a...South China Morning Post

CONFLICTBREAKING3d agoShip reported on fire off Oman as Iran escalation fears mountDW News [en]

POLITICS3d ago39 million people have already voted in this year’s midterm as Trump makes final push to save his majorityOver 18 million mail-in votes have already been cast, despite President Trump previously questioning their legitimacyThe Independent World

POLITICS3d agoANSES payment schedule in November with holidays due to the arrival of the PopeThe payment dates for social benefits changed due to the November holidays in the framework of the arrival of Pope Leo XIV in Argentina. In addition, beneficiaries will receive a 1.93% increase.Clarín

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