MARMI | Contrail Impact Task Force An MRMI Initiative Understanding Contrail Management: Opportunities, Challenges, and Insights A Comprehensive Overview Report / July 2024 Authors and Acknowledgments Authors Siân Andrews, NATS Joey Cathcart Andrew Chen Henri Cornec, Yale Center for Environmental Law and Policy, Yale University Supraja Kumar, International Council on Clean Transportation Joachim Majholm, Blue Lines Maxime Meijers, Estuaire Nicolas Meijers, Estuaire Reed Miller, University of Maine, Departme ...

MARMI HIRD A | DERIVATIVE Crowdfunding for Climate Tech Startups A Global Analysis and the Opportunity Ahead Report / July 2024 Authors and Acknowledgments Authors Pilar Carvajo Lucena Weiting Li Emma Loewen Cheryl Webster Authors listed alphabetically. All authors from RMI unless otherwise noted. Contacts Emma Loewen, eloewen@third-derivative.org Pilar Carvajo Lucena, pcarvajolucena@third-derivative.org Copyrights and Citation Emma Loewen, Weiting Li, Cheryl Webster, and Pilar Carvajo Lucena, Crowdfunding ...

Brand Finance ® A CONO Drinks The annual report on the most valuable and strongest Alcoholic Drinks brands July 2024 Contents | --- | |--------------------------------------------| | About Brand Finance | | Foreword | | David Haigh, Chairman & CEO, Brand Finance | | Ranking Analysis | | Beers 50 | | Spirits 50 | | Segment Rankings | | Regional Analysis | Brand Spotlights38 WULIANGYE39 Methodology42 Our Services48 © 2024 All rights reserved. Brand Finance Plc. Brand Finance Alcoholic Drinks 2024 brandirector ...

Brand Finance ® V éxico 50 2024 2 L Análisis de las marcas mexicanas más valiosas, fuertes y con mayor valor de percepción de sostenibilidad Junio 2024 Índice de Contenidos | --- | |------------------------------------------------------------| | Sobre Brand Finance | | Prólogo | | David Haigh, Presidente y CEO, Brand Finance | | Prólogo | | Laurence Newell, Managing Director, Brand Finance Americas | | Resumen Ejecutivo | | Análisis del Valor de Marca | | | Índice Global de Poder Blando Metodología Nuestros ...

The Battery Mineral Loop The path from extraction to circularity July 2024 Authors Daan Walter, Will Atkinson, Sudeshna Mohanty, Kingsmill Bond, Chiara Gulli, Amory Lovins Contacts Daan Walter daan.walter@rmi.org Will Atkinson watkinson@rmi.org Acknowledgements We would like to thank the following individuals for their input and expertise: E.J. Klock McCook, Rushad Nanavatty, Laura LoSciuto, Monkgogi Buzwani, Natalie Janzow, Sam Butler-Sloss, Laurens Speelman, James Newcomb, Lachlan Wright, Mike Hemsley, Ma ...

Regulatory Framework Overview - The FIFA regulatory framework focuses on strengthening protections for female players and coaches, particularly regarding maternity, adoption, and family leave [1][3][4] - Amendments to the FIFA Regulations on the Status and Transfer of Players (RSTP) were approved to provide minimum conditions for pregnancy and maternity protections [4] - The framework extends maternity protections to female coaches and supports family connections during international duty [5] Leave Entitlements - Female players and coaches are entitled to maternity leave of 14 weeks, with at least 8 weeks post-birth [7] - Adoption leave varies: 8 weeks for children under 2, 4 weeks for children aged 2-4, and 2 weeks for children over 4 [8] - Non-biological mothers are entitled to 8 weeks of paid absence, to be taken within 6 months of the child's birth [8] - Family leave cannot be taken concurrently with adoption leave for the same child [8] Contractual Stability and Fair Treatment - Contracts remain valid regardless of pregnancy, maternity leave, or adoption leave [7] - Termination of a contract due to pregnancy or related leave is presumed unjust, leading to compensation, sporting sanctions, and potential fines [8] - Players and coaches are entitled to two-thirds of their contracted salary during leave [7] Special Protections and Rights - Players can choose to continue playing or training during pregnancy, with club support [11] - Clubs must offer alternative work if a player feels unsafe to play or train [11] - Medical leave is available for health-related reasons, supported by a valid medical certificate [11] - Players and coaches can decide when to start and return from leave, with full salary upon return [12] Breastfeeding and Menstrual Health - Players and coaches are allowed to breastfeed or express milk as required, with clubs providing suitable facilities [14][15] - Menstrual health-related absences are approved with full pay guaranteed [19] Registration and Replacement Rules - Clubs can register a female player outside the registration period to replace a player on maternity, adoption, or family leave [17] - Players returning from leave can also be registered outside standard registration periods [18] National Implementation - The RSTP sets minimum standards that must be followed at the national level [20] - Member associations can implement stronger protections through their own regulations or collective bargaining agreements (CBAs) [20] - If national laws provide better protections than the FIFA framework, those laws take precedence [20] Support for National Team Players - Member associations are encouraged to provide family-friendly environments during final competitions, including accommodations, breastfeeding facilities, and childcare services [19]

2024 State of the VITA Technology Industry CRITICAL EMBEDDED SYSTEMS TM July 2024 www.VITA.com Disclaimer: The views expressed here are solely those of the author in his private capacity and do not in any way represent the views of VITA. State of the VITA Technology Industry July 2024 by: Ray Alderman, Chairman of the Board, VITA This report provides the reader with updates on the state of the VITA Technology industry in particular and of the board and system industry in general, from the perspective of Ray ...

Investment Rating - The report does not explicitly provide an investment rating for the industry Core Insights - The 2017 Hays Asia Salary Guide indicates that Asia is taking a leading role in driving globalization, with significant economic impacts from redeveloped trade relationships [4] - Employers are expected to adapt quickly to emerging economic conditions, focusing on attracting quality hires and retaining top talent [5] - Skill shortages are a major concern, with 96% of employers reporting difficulties in recruiting skilled labor [8] - The salary forecast for 2017 remains similar to the previous year, with most employers planning modest salary increases [10] Market Overview & Trends - 61% of employers expect overall business activity to increase in 2017, despite economic concerns at the country level [8] - 51% of employers anticipate their local economy to remain static, while 33% expect it to weaken [8] - Gender diversity in management roles has improved slightly, with women holding an average of 31% of such positions [9] - 42% of employers plan to increase permanent staffing, while 47% intend to maintain current headcount [9] Salary Policy - The majority of employers increased salaries by only 3% to 6% during their last review, with 38% planning similar increases in the next review [10] - China leads in salary increases, with 56% of employers planning raises of more than 6%, while Japan has a high percentage of employers planning minimal increases [10] Recruitment Trends - The report highlights a reliance on temporary staffing, with 21% of employers expecting to increase temporary staffing [9] - 85% of employers provide additional benefits beyond salary, with health and medical benefits being the most common [12] - 34% of candidates are actively looking for new jobs, with many willing to relocate for better opportunities [12] Candidate Trends - Candidates are increasingly prioritizing salary increases, with 61% looking for higher pay compared to 48% the previous year [13] - 65% of candidates did not request a salary increase last year, indicating a potential disconnect between employer and employee expectations [13] - The lack of career progression is a significant motivator for job hunting, with 47% of candidates citing it as a key reason for seeking new opportunities [12] Sector-Specific Insights - In the Accountancy & Finance sector, there is a growing demand for CFOs with IPO experience in China, as many companies seek to raise capital [60] - The construction industry in China is expected to grow due to government infrastructure projects, creating ongoing recruitment needs [147] - The life sciences sector is seeing increased hiring activity, particularly for medical affairs professionals and product managers [267] Salary Information - The report provides detailed salary ranges for various roles across different countries, indicating significant variations based on location and industry [58][71][76][248]

UK Real Estate Navigator Q1 2024 A quarterly review of the UK commercial real estate market knightfrank.com/research Knight UK REAL ESTATE NAVIGATOR Q12024 Frank ECONOMIC CAPITAL MARKETS OFFICES DISTRIALITION INDUSTRIAL& RETAIL& SPECIALST UPDATE E SECTORS STFINCS Economic update Global ald UKeconoly CONTACT: VICTORIAORMOND,CEA Knight UK REAL ESTATE NAVIGATOR Q12024 Frank ECONOMIC CAPITAL OFFICES DIS TRIALITION INDUSTRIAL& RETAILS SPECIALST UPDATE MARKETS LEISURE SECTORS DQMTACTS Global economy The glnbal ec ...

LOGIC: North East �� Knight �� Frank Q1 2024 Occupier and investment market trends in the logistics and industrial sector. knightfrank.com/research LOGIC:NORTH EAST Occupier Market Prime rents remain resilient, despite moderation in take up and upward trend in supply MODERATE FIRST QUARTER FOR TAKE UP Take up of industrial units over 50,000 sq ft in theNorth East region totalled 178,000 sq ft in the first quarter of 2024. One freehold and one leasehold deal completed; 4 Opus Park, Preston Farm in Stockton-o ...