 V(x). \label{eq:pCNError}
 \end{equs}
 So we obtain using Jensen's inequality and triangle inequality
 \begin{equs}
 \mathbf E[\tilde d^2_\beta(Y,Y_\epsilon) ] &\le \epsilon^2 (1+\beta V(x)) \\
 \mathbf E[\tilde d_\beta(Y,Y_\epsilon) ] & \le \epsilon (1 + \sqrt{\beta V(x)}).
 \end{equs}
\end{proof}


Finally, we show that $\P_\epsilon$ and $\P$ have a common Lyapunov function when the discretization is sufficiently fine. First note that the kernel $\P_\epsilon$ that differs from $\P$ only in the use of a truncated eigenfunction expansion is just a special case of the kernel $\P_m$ in \citet{hairer2014spectral}. Thus $\P_\epsilon$  has the same Lyapunov function as $\P$ by \cite[Lemma 3.2]{hairer2014spectral}, which we can take to be continuous and grow no faster than an exponential in $x$. Thus it remains to show that preservation of the Lyapunov function by discretization. We have
\begin{equs}
(\P_\epsilon V)(x) &= \sum_k V(\theta_k) \P(x,I_k) \le \sum_k e^{\epsilon} \int_{I_k} V(y) \P(x,dy) \\
&\le e^{\epsilon} \sum_k \int_{I_k} V(y) \P(x,dy) \le e^{\epsilon} (\P V)(x) \le e^{\epsilon}(\gamma V(x) +K).
\end{equs}
Thus taking $\epsilon$ sufficiently small that $\gamma e^{\epsilon}< 1$, we obtain the desired result. Error bounds can now be obtained by application of Theorem \ref{thm:WtdWErrorBound}. 


When it comes to personal injury cases involving a car accident, the liability of the party being sued is reduced by the extent of the victim’s contribution to the accident. The state of California uses the comparative negligence principle in determining liability so if you’re a victim of a car accident, the opposing party will try its best to prove that you played a role in the accident in order to minimize or completely avoid liability.
How does comparative negligence work?
Susie happens to be making a right turn when she hits Joe who was speeding in an attempt to go past a red light. Joe sustains serious injuries as a result of the accident. After all facts are submitted, the jury may find that Susie is 50% at fault for making a blind right turn, colliding with and injuring Joe, while Joe is 50% liable for the accident for speeding despite the red light. If the total verdict/compensation is $100,000, Joe only gets half.
The system works in the concept of fairness. Every person using the road is supposed to practice due diligence in keeping both himself and others safe. A car accident victim may also be considered negligent if he rides in a car he’s aware is defective or one being driven by an unfit driver; as a pedestrian, he could also make sudden movements that trigger the accident. Fault is divided among parties involved and the same applies even during negotiation with insurance companies.As soon as a business or non-profit hires its first employee, it must comply with the Fair Labor Standards Act (FLSA). This federal statute is widely known because it includes the minimum wage and overtime requirements we are all accustomed to. Still, there are many common misconceptions about this law. Businesses and organizations should take the time to ensure that they are complying with FLSA guidelines and keep careful records showing as much.
Exempt vs. Non-exempt
An employee who is classified as "nonexempt" must be paid minimum wage and must receive overtime pay for all hours worked beyond forty (40) hours per week. Individuals who are properly classified as “exempt” are not guaranteed minimum wage or overtime pay. Employers must have a solid understanding of what makes an employee exempt to avoid denying the right to minimum wage and overtime pay. Mistakes can lead to huge financial consequences for their business because FLSA penalties can add up fast.
How to Classify Employees
Despite popular belief, it is not the case that all salaried employees are exempt. In fact, employers must look at several different factors to determine the appropriate classification.
Employers should start by looking at the primary job duties for a particular position. Exempt employees fall into one of three categories. An employee in management who supervises two or more people and is responsible for hiring and firing is considered an executive. An employee who is primarily responsible for the support of the business works in an administrative role. These positions involve much more than simple clerical work and include human resource, public relations, and accounting roles. Professionals perform jobs that require advanced education and training, such as lawyers, physicians, teachers, and architects.
Executive, administrative, and professional employees must meet several additional requirements in order to be exempt. They generally must receive a salary rather than hourly pay. Employers must pay exempt employees a minimum of $455 per week. An executive, administrative, or professional who receives less than this amount is considered nonexempt and is entitled to receive overtime pay.
The Consequences of Mis-Classification
Sometimes employers will mistakenly mis-classify employees. By treating a nonexempt employee as an exempt employee, they may not properly record and compensate minimum wage and overtime hours. These employees may file FLSA overtime claims with the U.S. Department of Labor. After the claims are investigated, the employer may be subject to severe penalties and backpay.
Employers should take great care to avoid this situation. They should develop clear job descriptions that identify the job duties for all positions. They should work with an experienced employment attorney to ensure that they properly classify their employees as exempt or nonexempt. Finally, they should track and record all work hours to ensure that employees receive the full minimum wage and overtime pay they are entitled to receive.Information Aesthetics (one of the best blogs out there covering the world of information visualization) posted a link to NewsVisual, a 9 month old site that combines current news with link charts generated automatically using SEC data and IntellectSpace's proprietary link analysis software.
The site should be of particular interest to competitive intelligence and externally focused business intelligence professionals. I was a little disappointed in the load times for the full charts and was very disappointed to see that the charts only opened up in IE Explorer (Firefox users will have to get the IE Tab add-on to see the full charts). It was worth the effort though as the charts (see screenshot below for an example) add real depth and nuance to the stories.
Bias, whether conscious or unconscious, is unfortunately rife in recruitment. Particularly so in the interview room.
Employers need to work on inclusive recruitment, including interviews. Only then can every applicant be given the same fair chance to succeed. At the moment, this isn’t happening across the country.
Bias in recruitment is common and it is affecting many people. It is stopping employers from creating an equal and diverse workplace, as they should be doing. It is also stopping great applicants from getting the jobs they want and deserve.
For a starting example, “white-sounding names” on resumes were found to have a 50% higher chance of being offered an interview than identical resumes with “black-sounding names”. They were 75% more likely to get an interview than “Asian-sounding names”, too. We cannot ignore the role of interview bias in these figures. We also cannot ignore the effect that these practices have on the diversity, or lack thereof, that exists in our workforce.
Unconscious bias can be one of the biggest problems in a fair and diverse interview process. Especially so for companies that are trying to increase their levels of EDI but are still struggling to see the numbers rise. One of the first steps in becoming a Diversity-Positive employer openly reflecting on the unconscious biases that may exist in your workplace, working on them, and rooting them out. Once we are honest about what is going on, we can work on change. If we don’t acknowledge the problems, we will never work to fix them.
If you want to know how to actively reduce bias in your interview process, this page aims to help you with accessible, practical advice.
Being a fair employer makes the world better for everyone. At Aspiring to Include we want to do everything we can to see that change happen. And we want you to be a part of that change too.
There are lots of ways in which people are discriminated against and excluded in the interview process. Often before they have even entered the room. Factors such as names, locations and postcodes, educational backgrounds, age, and ethnicity can, unfortunately, have negative impacts on whether someone reaches the next stage of an application process or not. This is where we can easily see bias at work.
The most important thing in an application process is how the potential candidates will be suitable for the job at hand and all of its related tasks. Not any of their personal characteristics. In diverse, accessible, and inclusive recruitment, it is best for the recruiters to look first at each person based on their skills and what they can bring to the job. For as long as possible in the recruitment process, it is important to try and have those in decision-making roles as blind as possible. Blind to information that has the potential to cause bias and as open as possible to the information that is