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Title: Manchester City Faces Massive Crisis as English Premier League Accusations Escalate
Mutual of America Capital Management LLC boosted its position in MARA Holdings, Inc. ( NASDAQ:MARA – Free Report ) by 112.4% during the third quarter, according to the company in its most recent filing with the Securities & Exchange Commission. The fund owned 203,975 shares of the business services provider’s stock after acquiring an additional 107,963 shares during the period. Mutual of America Capital Management LLC owned 0.07% of MARA worth $3,308,000 at the end of the most recent reporting period. A number of other hedge funds have also recently modified their holdings of MARA. Beaird Harris Wealth Management LLC grew its stake in shares of MARA by 121.1% in the first quarter. Beaird Harris Wealth Management LLC now owns 1,269 shares of the business services provider’s stock worth $29,000 after purchasing an additional 695 shares during the last quarter. Signaturefd LLC grew its position in shares of MARA by 74.8% in the 3rd quarter. Signaturefd LLC now owns 2,975 shares of the business services provider’s stock worth $48,000 after buying an additional 1,273 shares during the last quarter. Capital Performance Advisors LLP purchased a new position in shares of MARA during the third quarter valued at approximately $50,000. DekaBank Deutsche Girozentrale bought a new position in shares of MARA during the first quarter valued at approximately $105,000. Finally, Tobam lifted its stake in MARA by 173.0% in the third quarter. Tobam now owns 7,701 shares of the business services provider’s stock worth $125,000 after acquiring an additional 4,880 shares during the period. Hedge funds and other institutional investors own 44.53% of the company’s stock. Wall Street Analyst Weigh In Several research analysts have commented on the stock. Cantor Fitzgerald began coverage on shares of MARA in a report on Thursday, October 10th. They issued an “overweight” rating and a $21.00 price objective for the company. HC Wainwright restated a “buy” rating and issued a $28.00 price objective on shares of MARA in a report on Wednesday, November 13th. JPMorgan Chase & Co. reduced their target price on MARA from $14.00 to $12.00 and set an “underweight” rating on the stock in a report on Friday, August 23rd. Macquarie raised their target price on MARA from $22.00 to $29.00 and gave the company an “outperform” rating in a research note on Monday, November 18th. Finally, Compass Point cut MARA from a “buy” rating to a “neutral” rating and upped their price target for the stock from $21.00 to $25.00 in a research note on Thursday. Two research analysts have rated the stock with a sell rating, four have assigned a hold rating and four have assigned a buy rating to the stock. Based on data from MarketBeat.com, the company currently has an average rating of “Hold” and an average price target of $22.88. Insider Buying and Selling In related news, CEO Frederick G. Thiel sold 27,512 shares of the firm’s stock in a transaction that occurred on Friday, September 20th. The shares were sold at an average price of $15.70, for a total value of $431,938.40. Following the sale, the chief executive officer now owns 4,278,309 shares in the company, valued at approximately $67,169,451.30. This trade represents a 0.64 % decrease in their ownership of the stock. The sale was disclosed in a document filed with the SEC, which can be accessed through the SEC website . Also, CFO Salman Hassan Khan sold 16,700 shares of the business’s stock in a transaction on Monday, September 16th. The shares were sold at an average price of $15.70, for a total transaction of $262,190.00. Following the sale, the chief financial officer now owns 2,103,347 shares of the company’s stock, valued at approximately $33,022,547.90. This represents a 0.79 % decrease in their ownership of the stock. The disclosure for this sale can be found here . In the last ninety days, insiders sold 135,622 shares of company stock worth $2,399,805. 0.97% of the stock is owned by corporate insiders. MARA Trading Up 7.7 % Shares of NASDAQ MARA opened at $26.03 on Friday. The firm’s 50 day moving average price is $17.83 and its 200-day moving average price is $18.70. MARA Holdings, Inc. has a 52-week low of $10.76 and a 52-week high of $34.09. The company has a debt-to-equity ratio of 0.22, a quick ratio of 4.00 and a current ratio of 4.00. The company has a market cap of $8.38 billion, a PE ratio of 33.00 and a beta of 5.52. MARA ( NASDAQ:MARA – Get Free Report ) last released its quarterly earnings data on Tuesday, November 12th. The business services provider reported ($0.42) earnings per share (EPS) for the quarter, missing the consensus estimate of ($0.38) by ($0.04). MARA had a net margin of 27.48% and a negative return on equity of 8.40%. The business had revenue of $131.60 million during the quarter, compared to the consensus estimate of $140.26 million. During the same period last year, the company posted ($0.05) earnings per share. The business’s revenue was up 34.4% compared to the same quarter last year. On average, equities research analysts expect that MARA Holdings, Inc. will post -0.72 EPS for the current fiscal year. MARA Company Profile ( Free Report ) MARA Holdings, Inc operates as a digital asset technology company that mines digital assets with a focus on the bitcoin ecosystem in United States. The company was formerly known as Marathon Digital Holdings, Inc and changed its name to MARA Holdings, Inc in August 2024. MARA Holdings, Inc was incorporated in 2010 and is headquartered in Fort Lauderdale, Florida. Read More Want to see what other hedge funds are holding MARA? Visit HoldingsChannel.com to get the latest 13F filings and insider trades for MARA Holdings, Inc. ( NASDAQ:MARA – Free Report ). Receive News & Ratings for MARA Daily - Enter your email address below to receive a concise daily summary of the latest news and analysts' ratings for MARA and related companies with MarketBeat.com's FREE daily email newsletter .The circumstances surrounding Liu's death have sparked conversations about the pressures and expectations placed on individuals, especially those in the public eye, to maintain a certain standard of beauty. The pursuit of perfection, often fueled by societal norms and the influence of social media, can sometimes lead individuals to take risks that have unforeseen consequences.So far this season, Tillman has made 9 appearances for Bayern Munich, totaling 292 minutes on the pitch. While he is yet to find the back of the net or provide an assist, his contribution to the team goes beyond just goals and assists. His work rate, ability to cover ground, and willingness to track back and defend have not gone unnoticed by the coaching staff and fans alike.
It’s that odd time of year between Christmas and New Year’s where it is easy to lose track of what day it is, what year it is, if you have to work tomorrow and other basics that are so cut and dried the other 51 weeks of the year. Maybe that explains the Minnesota Wild seemingly losing track of where they were and what they were doing for some critical minutes on Sunday, as things slipped away in a 3-1 loss to the Ottawa Senators. ADVERTISEMENT The Wild grabbed an early lead but could not add to it, as Josh Norris netted the game-winner for the Senators on a third-period power play, snapping a two-game Ottawa losing streak. Claude Giroux hit an empty-net goal in the final minute for the visitors. Freddie Gaudreau supplied the only offense for the Wild with a first-period goal. They got 33 saves from goalie Filip Gustavsson, but saw their two-game winning streak and all of the good feelings they had collected with last Friday’s come-from-behind win in Dallas disappear. The Wild’s struggling penalty kill had gone 3 for 3 versus the Stars, and killed a penalty midway through the third, only to see team captain Jared Spurgeon head to the box just seconds later. On their second consecutive man advantage, Norris popped a quick shot over Gustavsson’s left shoulder to give the visitors their first lead with 7:18 remaining in regulation. The Wild were being outshot and outplayed late in the first when Declan Chisholm caught a pass from Marcus Foligno and ripped a long-range shot that Gaudreau deflected into the upper right corner. It was just the seventh goal of the season for Gaudreau and his first since he had the only bright spot in a 7-1 home loss to Edmonton on Dec. 12. It was also the 50th goal of Gaudreau’s career. The Senators began the middle period with a strong push and forged a tie when Ridly Greig grabbed a puck that came hard off the end boards and slipped it past Gustavsson with less than two minutes gone in the second. Ottawa outshot the Wild 11-0 in the opening five minutes of the period. Ottawa goalie Leevi Merilainen, making just his third start of the season, finished with 30 saves in the game and got some assistance from the goalposts, as Matt Boldy’s deflected shot in the first period and power-play shots by Mats Zuccarello and Spurgeon all struck the iron. In the final seconds of the middle frame, another Boldy shot hit the crossbar. The Wild at least kept the home crowd engaged, moving the puck well on the power play, and via fisticuffs when fourth-liner Ben Jones and Senators winger Noah Gregor exchanged blows late in the second. ADVERTISEMENT Wild star forward Kirill Kaprizov missed his second consecutive game and third of the season with a lower-body injury. Team officials have listed him as day-to-day and are hopeful for his return soon. The Wild close out 2024 with a New Year’s Eve home game at 7 p.m. versus Nashville. ______________________________________________________ This story was written by one of our partner news agencies. Forum Communications Company uses content from agencies such as Reuters, Kaiser Health News, Tribune News Service and others to provide a wider range of news to our readers. Learn more about the news services FCC uses here .
As investigators delved into the background of the suspect, a startling revelation came to light - the suspect had been an avid gamer with a significant amount of playtime on the popular gaming platform, Steam. According to records obtained from the suspect's computer, he had spent hundreds of hours playing violent video games, leading some to speculate that his actions may have been influenced by his virtual experiences.
A growing number of employers and politicians are taking the provision of menstrual leave more seriously than ever before. BENGALURU - Ms Francesca Cotta is prone to painful cramps, severe weakness and waves of emotional distress during her periods. The 29-year-old writer, who lives in Goa, would always have to take a day off when the pain became especially bad. This was despite none of her previous workplaces – start-ups and small magazines – offering paid leave for female employees suffering menstrual pain. “If I worked with a woman, I was more likely to say I was having my period. With a male boss, I would say ‘stomach ache’ and they would understand. I have been fortunate that I have never been denied a day off,” said Ms Cotta, who is now self-employed. Sometimes this was off the books, and at other times, she would use her normal leave allotment. “There are times I have blacked out due to a severe lack of energy. It’s not healthy for the organisational expectation to be that all women employees in pain must always suck it up,” she said. But like most Indian women, more often than not, she tolerated the pain on the job because of her own discomfort in bringing it up or worry about missing work deadlines. Changes, though, are afoot, with a growing number of employers and politicians taking the provision of menstrual leave more seriously than ever before. In the past four years, the idea of menstrual leave has gone from being a one-of-a-kind corporate policy by a food delivery app in Bengaluru to featuring prominently in the election manifestos of political parties during recent polls in western India’s Maharashtra state. As women voters become more politically significant and companies and governments want more women in the workforce, that taboo-laden, hush-hush “time of the month” has become a national subject today. Court petitions and parliamentary proposals for menstrual policies have been rejected but are bringing the issue to the forefront. Three state governments mandated menstrual leave in 2023 and two more are seriously considering it. Pandemic review Despite religious and cultural stigmas around menstruation in India, several corporations, big and small, are reviewing their human resource policies to offer time off or flexible work days for their women and transgender employees during menstruation. Since food delivery start-up Zomato first offered 10 days of paid period leave annually in 2020, other companies have also instituted such leave. These include rival food delivery app Swiggy, educational technology firm Byju’s, Malayalam newspaper Mathrubhumi, digital content company Culture Machine, data security company Seclore Technology and Indian electricals manufacturer Orient Electric. Much of this began during the pandemic, when “a lot of companies were generally thinking about employee welfare more than they ever had before, and work-life balance was taken more seriously”, said Ms Aparna Mittal, founder of the Delhi-based Samana Centre, a firm that consults on diversity, equity and inclusion. Menstrual leave allows employees to take time off work when period symptoms like cramps, nausea or dizziness become so painful or uncomfortable that they impede their ability to work. For women with conditions like endometriosis or polycystic ovary syndrome (PCOS), period pain can be debilitating. Non-profit Slam Out Loud, which runs art education programmes in schools in Delhi, Pune, Bengaluru and in villages, reworked its leave policy in 2023 after two women employees with endometriosis and PCOS talked about experiencing unbearable pain during their menstrual cycles. “Women should not have to use their sick or casual leave for their menstrual days, something all of us experience. They end up not having any leave left for vacations, festivals or actual sickness,” said Slam Out Loud’s co-founder, Ms Mridula Reddy, 30. The organisation now offers its 45 staff one day a month as optional menstrual leave. Mr Thomas Zacharias, 38, a chef who established The Locavore, a food-based storytelling and event company in Kochi, offers one or two days of menstrual leave every month to his 40 employees. He said that “changing deadlines to accommodate a colleague’s overall wellness does not make a big difference to productivity” and instead creates a healthy workplace with invested workers. Sure but slow uptake However, as only a fraction of organisations are forward-thinking on the matter, labour experts say governments should make policies to compel companies to offer such leave. Some experts said a government mandate could help end employers’ last-mile reluctance, especially in manufacturing, retail and sales sectors, which are conventionally lax in adopting labour-friendly practices. Japan has established menstrual leave as a labour right since 1947. Spain, Sweden, Taiwan, Indonesia, South Korea and Zambia also have menstrual leave. The designs vary, with some offering three days off every year, an optional day a month, flexible arrangements like remote work, or longer breaks during the workday for a few days a month. In India, politicians who have dismissed it include former women and child development minister Smriti Irani, who asked in 2023: “Why should a woman’s menstrual cycle be known to her employer?” Four attempts by MPs in 2017, 2018, 2019 and 2022 to introduce menstrual benefit laws failed to even be approved for discussion in Parliament. In January, the Supreme Court dismissed a petition to make menstrual leave mandatory at the workplace, saying that it would “lead to women being shunned from the workforce”, although there is no evidence that this would happen. “In no instance has it ever been reported that a menstrual leave policy prevents employers from hiring women,” wrote sociologist Manjima Bhattacharjya, the author of Intimate Cities, in The Indian Express newspaper, making a case for menstrual policies because they create healthier, more equal workplaces. But even as the national government dithers, state governments are blazing the trail in mandating menstrual leave – in response to and in encouragement of women’s participation in the workforce, which has nearly doubled from 22 per cent in 2017 to 40.3 per cent in 2023. Odisha state in the east announced one day’s leave a month in November. In 2023, the southern state of Kerala granted a 2 per cent relaxation in attendance for menstrual issues to female students in all universities and institutions. Karnataka, also in the south, is finalising a policy under which women get six days of paid menstrual leave every year. The northern state of Bihar has given two days of menstrual leave since 1992, even though women made up a small portion of the working staff at the time. The law emerged from a set of demands made by striking public sector employees, among them women teachers, nurses and clerks, who asked for menstrual leave as well as toilets and creches. Mrs Sangita Kumar, 65, a retired government school teacher in Patna, said the right to take menstrual leave “gave me a lot of relief” through most of her three-decade-long career. “At first, we teachers called it ‘natural leave’ in the letter to the headmistress, and later settled on ‘special leave’. Given a little moment to rest, I became more productive when I returned to work,” said Mrs Kumar, who found it useful even during her menopause. To male colleagues “joking” about women being perpetually on leave, she would say “it’s government policy, it is legal”. She added: “Just like we women do on so many occasions, I ignored the taunts till they stopped.” An official in the Bihar government’s social welfare department told The Straits Times that the progressive legislation was “perhaps too ahead of its time”, because many professors initially felt “shy and awkward” to ask for menstrual leave. But “these days, it has become quite routine in government offices, with some women applying for it and others saying they don’t need it”, he said, under the condition of anonymity because he was not authorised to speak to the media. Lingering euphemisms Without the backing of a law, companies that do offer menstrual leave often use workarounds to address the stigma or complaints about unfairness from some sections. This helps their female employees take the needed time off work without undue scrutiny. Many call it “wellness leave”, 12 to 15 days of paid days off in addition to sick and casual leave, which staff can also take to attend to mental health needs, said Ms Mittal of Samana Centre. They also have “manager sensitisation” training to “prevent supervisors from making comments or rolling their eyes”. A senior manager at technology company IBM said that while menstrual leave is “not categorised as such”, he has “the flexibility to grant unlimited casual leave in pockets of one day at a time” to his subordinates based on trust. “I have had multiple employees use that option when they’ve had particularly intense menstrual periods in a given month,” said the IBM manager, who requested anonymity because he was not authorised to speak to the media. Some employees tell him the reason openly while others use codes such as “feeling under the weather”. Though change is painstakingly slow, workplaces are heading in the right direction, both in offering period leave and finding ways to reduce the stigma for women. Two employees from a major public sector manufacturer that employs over 7,700 people told ST that since 2023, it has offered an option to work from home for two reasons: menstruation or caregiving. Employees select one option in the employee management system. “Initially, I didn’t want my (manager) to know when I was on my period, but after I worked from home a few times, I am over my embarrassment. So are the managers,” said an employee of the conglomerate who is in her 30s. “It’s no big deal now,” she added. Join ST's Telegram channel and get the latest breaking news delivered to you. Read 3 articles and stand to win rewards Spin the wheel nowAI promoters are like the snake oil peddlars of the late 18th and early 19th century in America, who exploited people’s unscientific belief that oil from snakes had various health benefits. The concoctions sold as snake oil didn’t contain what was claimed, it was largely found to be ineffective and in extreme case led to the loss of life. AI snake oil literally means AI that does not work. However, it does favor us by shining what may not work because researches in more than a dozen AI fields have found far-reaching credibility crises. AI Snake Oil uncovers such rampant claims, and warns of the dangers of AI when it is controlled by largely unaccountable big tech corporations. Amidst so much publicity around AI, an amazing hype around artificial intelligence has been generated at the cost of human wisdom. Driven by the desire to quick fix solutions, the hype comes around with questionable generative and predictive answers. Should it not be the responsibility of researchers to separate the milk from the forth? The professor-student team of Narayanan and Kapoor at the Princeton University have cut through the hype with some clear and crisp writing on how AI fails us daily, and how it might one day benefit us. Interestingly, they comment on new developments in AI in their newsletter AISnakeoil.com. That AI will cause sudden mass joblessness seems far fetched, however, it will change the nature of many jobs and decrease the demand for other jobs. Previous waves of automation had similar impact, albeit more abrupt. When typewriter was replaced by word processer the transformation was significant, as it called for a change in the nature and skill of job. Rarely been a job category been replaced entirely by technology, only elevator operator seems to have disappeared due to automation. Automation often decreases the number of people working in a job or sector without eliminating it. Called automation paradox, the most common type of impact is a change in the nature of job duties. Last mile phenomenon of automation is of critical importance: it takes previously done job but creates new types of needs for human labour. For those whose jobs are already automated, however, the prospects could be scary. One must appreciate that Narayanan and Kapoor have made things simple, which others have tried to make it complex. AI Snake Oil offers a breath of fresh air about both AIs, predictive and generative. As of today, predictive AI is not on a firm footing. Falling prey to snake oil is crucial when it is known how it fails and even harms people. The problem is how much data we can can have and how effective our models are likely to predict the future. Limits to predicting future based on the past data and concurrent trends is fraught with uncertainty. Machine learning therefore can only generate the plausibility of what the future might hold. Proponents of AI know the limits but do not want any reputational damage as yet. A 2023 paper claimed that machine learning could predict hit songs with 97 percent accuracy, however, in reality the study’s results are anything but false or even bogus. Earlier studies do bear testimony to it, although such papers about ‘frightening accuracy’ have the potential to revolutionize the music industry. Who would not want to spin money based on such a hype? Overall more than a dozen fields have compiled evidence of widespread flaws but none of it has been publicly accepted, but the supply of snake oil comes from companies that want to sell predictive AI. “Fears about automation/technology are fears about capitalism.” As companies are driven by profit, AI is expected to generate profit. More than technology, it is capital which is at the core of the entire debate. Big Tech companies have gotten so rich off of AI that they can easily mould public perception. Academic research and tech journalism too are completely dependent on industry funding. It is this aspect that Narayanan and Sayash have tried to bring up honestly in their book. Painting AI with a single brush is tempting but flawed, they say. AI Snake Oil is all about why there is so much information, misunderstanding, and mythology about AI. There is a collective learning, but non-acceptance of common follies. Everyone is found guilty of telling untruths – if not to one another, then to themselves. Certainly, everyone in AI fraternity is found guilty of that. Most of the time, what we think of as truth is threaded with self-serving distortions. AI Snake Oil has everything you ever wanted to know about AI. (Sudhirendar Sharma is an independent writer, researcher and academic) CommentsThe development, based in Faverdale Industrial Estate is set to include a wide range of amenities such as football and cricket training areas, golf simulators, a gym, a canteen, and even a dedicated padel tennis court, is designed to alleviate this pressure. The new complex aims to address the growing demand for accessible training spaces and amenities in Darlington. (Image: Ward and Sons Holdings Ltd) Francis Ward, director of Ward and Sons and the driving force behind the project highlighted the importance of this development for the town. As someone deeply involved in grassroots sports, Ward emphasised the challenges of finding suitable venues for local teams and coaches. He said: "As a coach for Hurworth Albion football club, I found it to be a real task to find somewhere to train in the winter indoors or outdoors. Same as all the other coaches in grassroots football. "As females are coming into football as fast as males, most clubs are struggling to accommodate for this growth. I also think any facilities can than keep kids off the streets in my opinion is a plus." Ward added: "I have spent years being involved in grassroots sports including boxing and football and I have always found it difficult to find a venue. Even now, we are still travelling to Middlesbrough and other areas to take part in a 6-a-side game as there is no availability in Darlington. "Darlington is a thriving town, with hundreds of new housing developments under construction and new infrastructure to go... Cian Mortimer