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How will the world change after the “new corona”?

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How will the world change after the "new corona"?
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To prevent the spread of the new coronavirus infection, many countries have implemented a “social distancing strategy” to minimize the possibility of person-to-person contact.

You may not go back to traditional “everyday life”.
Everybody wants to get back to daily life as soon as possible. However, even after weeks or months, you will not return to daily life. Some will never look back. Many people still don’t get it, but they will soon find out.

Today all countries accept the idea that they need to “flatten the curve” (even the UK has accepted). In other words, it promotes a “social distancing strategy” to delay the spread of the new coronavirus and prevent the collapse of the medical system due to the current outbreak of infected in Italy.

This means that this pandemic (in the world) will not be able to get immunity until enough people are infected with the new coronavirus (assuming immunity lasts for several years, but this is just a guess) or a vaccine is available. It is necessary to maintain a low level of infection.

How long will it take and strict social restrictions? President Donald Trump announced new guidelines on March 16, such as a ban on gatherings of more than 10 people. He said: “A few weeks of strengthening measures can quickly eliminate the crisis.” In China, the number of new infections is increasing. It was lowered and the six-week lockdown began to ease.

However, this will not converge. If there is a new coronavirus carrier somewhere in the world, unless it is strictly managed, the outbreak can occur repeatedly. In fact, it will happen over and over again. Researchers from Imperial College London issued a report (PDF file) on March 16, proposing methods of containment.

The method consists of implementing a strict strategy of social distancing each time the number of hospitalizations in the intensive care unit (ICU) begins to increase and alleviating this situation each time the number of hospitalizations in the ICU decreases. The following figure shows the process.

The orange line represents the change in the number of ICU hospitalizations. When the number of hospitalized patients exceeds a threshold (say, 100 per week), the country will close all schools and most universities and implement social distancing strategies.

When the number of patients admitted to the intensive care unit drops below 50, the social distancing strategy will be canceled. However, people with symptoms and their partners will continue to be isolated at home.

What is “social distancing”? The Imperial College researchers defined it as: “All families will reduce their contact with schools, workplaces and people outside the home by 75%.” This does not mean that you can go out with your friends once a week instead of four times a week. This means that everyone will reduce social connections as much as possible and reduce the overall chance of contact by 75%.

The Imperial College researchers used this model for social distancing strategies and school closings, about two-thirds of the time (about two months and a month) before the vaccine was available.

The bottom line is what to do. By the way, even if the vaccine is developed successfully, it will take at least 18 months.

The report also noted that the results of the implementation of the social distancing strategy are “similar in quality in the United States.”
It is difficult to implement social distancing strategies within 18 months. There should be another solution. For example, is it not enough to increase the ICU and increase the number of patients that can be treated at the same time?

However, the Imperial College research team model cannot solve the problem by increasing the number of ICUs. Even without the best mitigation strategy – isolating or isolating the sick, the elderly, close contacts and schools – the entire population cannot promote social distancing strategies, but the number of seriously ill patients has skyrocketed.

It turns out that the medical system in the US or UK has eight times its capacity (the smoothest blue curve in the figure below is the change in the number of beds required in this case. The flat red line represents the ICU current (number of beds)) Even if the mass of the factory produces hospital beds, ventilators and all other equipment and supplies, more nurses and doctors are needed to treat all patients.


Assuming that a comprehensive social distancing strategy is not implemented, the number of people infected with the new coronavirus will increase rapidly, causing the health system to collapse.

Imperial College COVID-19 Team

How about implementing all the restrictions in about five months? Unfortunately, it has no effect. Once the restrictions are lifted, the pandemic will reoccur.

In that case, the pandemic occurred in winter, which is the worst time for the medical system to be overloaded.

A full strategy of social distancing and other measures lasted five months, but was later canceled and the pandemic reoccurred.

Imperial College COVID-19 Team

What if you take ruthless measures? That is, if a greater number of hospitalized patients is established in the ICU (this is the threshold for implementing the social distancing strategy) and the death of more patients is allowed, the time to implement the social distancing strategy can be shortened. It is? But there is no difference. According to the research team at Imperial College London, even the most restrictive hypothesis requires the public to spend more than half the time at home.

This is not a temporary disaster. This is the beginning of a new lifestyle.

Living under the pandemic

In the short term, restaurants, cafes, bars, nightclubs, stadiums, hotels, theaters, cinemas, art galleries, shopping centers, craft fairs, museums, musicians and other artists, sports facilities (and sports teams), conference rooms. . (And conference organizers), cruise lines, airlines, public transportation, private schools, daycare centers, and other businesses that should be overcrowded will be seriously damaged.

In addition, it also emphasizes parents who are forced to enter school at their children’s home, parents who are worried about being infected by the new coronavirus, parents who are abused, and parents who cannot do versus fluctuations in income. It goes without saying that this is the case.

Of course, it can be adjusted to a certain extent. For example, Jim may start selling home fitness equipment and training courses online.

There is already an area called “closed economy” where new services will exploit. You can also expect some habits to change, such as low carbon dioxide emissions, local production in the local consumer supply chain, and an increase in the number of walks and bikes.

However, he will not be able to cope with the turmoil in many companies and lives. The stay-at-home lifestyle has long been unsustainable.

So how do you live in this new world? Improvements to the medical system are expected to play a role in the solution. Prevent the novel coronavirus infection (COVID-19) by providing pandemic response forces to identify and contain the outbreak before the infection spreads, and immediately increase the production capacity of medical equipment, test kits and drugs. Not in time yet, but it will be useful for future epidemics.

In the short term, perhaps difficult commitments can sustain social life on the surface. For example, half the seats in a movie theater must be moved, meetings must be held in large rooms with widely spaced chairs, and stadiums must be reserved in advance to avoid overcrowding.

But in the end, developing advanced methods to identify people at risk and “legally” distinguish people at risk can reestablish safer relationships. think.

This pioneering measure is currently being implemented in some countries. In Israel, location information from mobile phones used by national intelligence agencies to track terrorists is being used to track people infected with the new coronavirus and their close contacts. Singapore closely tracks contacts and publishes detailed unnamed data on identified infected persons.

I was surprised by the details of the new information on the coronavirus released by Singapore. The website lists all previously identified infected people in chronological order, their places of residence and work, hospitals, and the operator’s network topology.

Of course, we don’t know exactly what this new future will look like. But, for example, in a world where you need to use your smartphone to sign up for sports tracking services to board a plane.

The airline cannot tell the passenger where he has been, but will warn him if he is near a known infected person or near a point of infection. Similar information will be required when using large venues, government buildings, or central public transportation facilities.

Body temperature scanners are everywhere and it may be necessary to wear a monitor in the workplace to track vital signs such as temperature, blood pressure and heart rate.

Whenever proof of age is required at the nightclub entrance, you may need to show proof of vaccination in the future. Use your smartphone to show your ID or do some digital verification to show that you have been infected with the latest virus and have recovered or been vaccinated.

Just as people have adapted to airport security controls, after the terrorist attacks, these controls have become increasingly strict, and they will also adopt and accept such measures. Annoying surveillance will also be seen as a small price to pay for basic freedom to get along with others.

But, as always, the real costs will be borne by the poorest and weakest. People who do not have access to medical services or who are prone to illness are increasingly excluded from places and opportunities that others can take advantage of.

The work of free drivers, plumbers, yoga instructors, and various performance workers has become more unstable. For immigrants, refugees, illegal immigrants and people with criminal records, this is a new obstacle, making it increasingly difficult to establish themselves in society.

Furthermore, the government and companies are free to choose the standard of assessment, unless there are strict regulations on the assessment of disease risk.

For example, high-risk requirements may include annual income of less than $ 50,000, household composition of 6 or more, and specific residents of the community. And there are biased algorithms and hidden space for discrimination.

For example, last year an algorithm used by a US health insurance company was found to inadvertently favor whites.

Until now, the world has changed many times. Now it is changing again. We all need to adjust to the new lifestyle, establish jobs, and build relationships.

But like all other changes, some people have lost too much and will lose more. The best expected result is that the severity of the crisis will eventually cause the state to correct serious social inequality, leaving many people in a highly vulnerable state.

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Bereavement Leave in the Philippines





Bereavement Leave in the Philippines
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Grieving the loss of a loved one is an incredibly challenging experience, and when it happens, having the support and understanding of your workplace can make a significant difference. In the Philippines, the provision of Bereavement Leave is a crucial aspect of the employment landscape that aims to offer employees the necessary time and space to cope with such profound personal losses.

Overview of Bereavement Leave

Bereavement Leave, also known as compassionate leave or funeral leave, is a type of time-off granted to employees in the event of the death of a family member or a close relative. It recognizes the emotional toll such situations can have on an individual and acknowledges the need for dedicated time to grieve, make necessary arrangements, and find solace with family. Understanding how this form of leave operates within the legal framework is essential for both employers and employees.

Importance of Understanding Legal Aspects


the legal aspects of Bereavement Leave is vital for all parties involved. For employees, it means knowing your rights, understanding the eligibility criteria, and being aware of the support your employer is obligated to provide during such challenging times.

Employers, on the other hand, must comprehend their responsibilities under the law. Establishing clear, compassionate, and legally compliant policies ensures a supportive work environment and helps foster a sense of understanding and empathy within the organization.

This blog post aims to shed light on the legal intricacies of Bereavement Leave in the Philippines, guiding both employees and employers through the nuances of the system. By delving into the legal framework, we hope to empower you with the knowledge needed to navigate this challenging aspect of the workplace with sensitivity and clarity.

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Legal Framework in the Philippines

Understanding the legal foundation of Bereavement Leave in the Philippines is crucial for both employers and employees to ensure a fair and supportive work environment during times of loss.

Philippine Labor Code Provisions

The Philippines, recognizing the importance of providing compassionate support during bereavement, has specific provisions in the Labor Code addressing this matter. Section 6, Article 94 of the Philippine Labor Code outlines the regulations related to the grant of special leave benefits, including Bereavement Leave.

According to this provision, employees are entitled to a certain number of days of leave with full pay, specifically allotted for the death of a family member. The specific details, such as the duration and coverage, are typically outlined by the employer’s internal policies or collective bargaining agreements.

Recent Updates and Amendments

It’s important to stay informed about any recent updates or amendments to the labor laws governing Bereavement Leave. Legislation can evolve to better address the needs of employees and align with the changing dynamics of the workplace.

Who Qualifies for Bereavement Leave?

Understanding who qualifies for Bereavement Leave is a fundamental aspect of navigating this compassionate benefit in the Philippines. Let’s break down the key elements that determine eligibility and the necessary documentation.

Employee Categories and Eligibility

Bereavement Leave is generally available to employees across various categories, but the specific eligibility criteria can vary. In most cases, eligible employees include those in regular employment, whether on a full-time or part-time basis Additionally, some companies may provide this benefit only after a certain period of service, so tenure could be a factor.

Documentation Requirements

Clear communication between employees and employers during these challenging times is key. Employers should strive to create an environment where employees feel comfortable discussing their needs and seeking guidance on the required documentation. Sim

ultaneously, employees should familiarize themselves with the specific requirements outlined by their employer to facilitate a compassionate and efficient process during moments of grief.

In the subsequent sections, we will explore the duration and scope of Bereavement Leave, shedding light on how this benefit can be effectively utilized to support employees during difficult times.

Duration and Scope of Bereavement Leave

Navigating the duration and scope of Bereavement Leave is essential for both employees seeking time for grieving and employers aiming to provide adequate support. Let’s delve into the key aspects of how this leave is structured.

Maximum Leave Period

Bereavement Leave typically comes with a predefined maximum leave period, and this duration can vary based on company policies, collective bargaining agreements, or even the specific circumstances of the loss. In the Philippines, it’s common for employers to grant a certain number of days for Bereavement Leave, allowing employees sufficient time to attend to the funeral, make necessary arrangements, and cope with the initial stages of grief.

Employees should be aware of the maximum leave period specified by their employer and understand any additional conditions that may apply, such as whether the leave is granted consecutively or non-consecutively. Clear communication with the human resources department can help address any uncertainties and ensure a smooth process.

Coverage of Leave (Immediate Family, Relatives, etc.)

The scope of Bereavement Leave often extends beyond immediate family members, but the specific coverage can vary. Immediate family members commonly covered include parents, siblings, spouses, and children. Some employers may also include grandparents, grandchildren, or in-laws in their policies.

Understanding the breadth of coverage is crucial for employees when they need to request Bereavement Leave. Employers should clearly communicate the eligible relationships in their policies, allowing employees to navigate the process with ease during emotionally challenging times.

It’s worth noting that some companies may have more inclusive policies that consider the unique circumstances of each employee.

Employer Obligations and Responsibilities

When it comes to Bereavement Leave, employers play a pivotal role in providing not just a policy but a compassionate and supportive environment for grieving employees. Let’s explore the key obligations and responsibilities that employers bear in facilitating Bereavement Leave.

Notification and Approval Procedures

Timely and transparent communication is crucial during times of grief. Employers should establish clear procedures for employees to notify them about the need for Bereavement Leave. This notification process may include specifying whom to contact within the HR department, the preferred method of communication, and any required documentation.

Once notified, employers are responsible for promptly processing and approving Bereavement Leave requestsCreating a culture that encourages open communication and understanding can contribute significantly to this process. Employees should feel comfortable reaching out to their supervisors or HR representatives, knowing that their needs will be handled with empathy and efficiency.

Ensuring a Supportive Work Environment

Beyond the procedural aspects, employers have a broader responsibility to foster a supportive work environment that recognizes the emotional challenges associated with bereavement. This involves not only complying with legal requirements but going above and beyond to accommodate the needs of grieving employees.

Demonstrating empathy and understanding can contribute to a positive workplace culture that values the well-being of its members.

This collective effort contributes to a workplace where compassion is not just a policy on paper but a lived experience.

In the subsequent sections, we will delve into the comparison of Bereavement Leave with other types of leave and explore best practices for both employers and employees in navigating this sensitive aspect of the workplace in the Philippines

Comparison with Other Leave Types

Understanding how Bereavement Leave differs from other types of leave is crucial for both employees and employers. Let’s explore the distinctions between Bereavement Leave, Sick Leave, Vacation Leave, and the role of employer discretion in shaping these policies.

Contrasting Bereavement Leave with Sick Leave and Vacation Leave

  • Bereavement Leave:

  • Bereavement Leave is specifically designed to provide employees with time off to cope with the death of a family member or close relative. Its primary focus is on providing emotional and practical support during times of grief. The duration is usually short-term, addressing the immediate needs surrounding the loss.
  • Sick Leave:

  • Sick Leave, on the other hand, is intended for situations where an employee is personally unwell or needs medical attention. It addresses health-related issues and is often taken for the employee’s own illness or medical appointments.
  • Vacation Leave:

  • Vacation Leave is granted for the purpose of rest, relaxation, and personal time away from work. It is typically planned in advance and allows employees to take a break for leisure, travel, or personal pursuits.

Employer Discretion and Policies

Employers have the discretion to shape these policies based on the unique culture and values of their organization.

  • Consideration for Grieving Employees:

  • Compassionate employers may exercise flexibility in applying Bereavement Leave policies. This could involve providing additional days of leave or considering special cases where employees experience loss outside the defined policy parameters.
  • Communication and Transparency:

  • Employers should communicate their Bereavement Leave policy clearly to all employees. Transparent communication helps set expectations, reduce ambiguity, and ensures that employees are aware of the support available to them during times of bereavement.

In the following sections, we will explore how to handle disputes related to Bereavement Leave and share best practices for both employers and employees in creating a compassionate and understanding workplace in the Philippines.

Handling Bereavement Leave Disputes

In an ideal world, the process of requesting and granting Bereavement Leave would be smooth and understanding. However, disputes can arise, and it’s important for both employees and employers to know how to navigate these situations with empathy and effectiveness.

Resolving Issues Amicably

Disputes regarding Bereavement Leave can often be emotionally charged, given the sensitive nature of the circumstances. To resolve issues amicably:

  • Open Communication:

  • Encourage open communication between the concerned employee and the HR department. Establishing a platform for dialogue allows for a better understanding of each party’s perspective.
  • Reviewing Company Policies:

  • Both parties should refer to the company’s Bereavement Leave policy. Reviewing the policy together can help clarify any misunderstandings and ensure that the process is fair and consistent.
  • Flexibility and Empathy:

  • Employers should approach these discussions with flexibility and empathy. Grieving employees may be navigating complex emotions, and a compassionate approach can contribute to a more positive resolution.

Seeking Assistance from Labor Authorities

In cases where disputes persist and cannot be resolved internally, seeking assistance from labor authorities is an option. Here’s how to approach this process:

  • Understanding Legal Recourse:

  • Familiarize yourself with the labor laws and regulations related to Bereavement Leave in the Philippines. This knowledge is crucial for understanding your rights and responsibilities.
  • Documenting the Dispute:

  • Both employees and employers should document the nature of the dispute, including communication records, relevant policies, and any additional supporting documents. This documentation can be valuable when seeking external assistance.
  • Contacting Labor Authorities:

  • If internal resolution attempts prove unsuccessful, either party can contact relevant labor authorities, such as the Department of Labor and Employment (DOLE). They can provide guidance, mediate discussions, and, if necessary, enforce compliance with labor laws.

Handling Bereavement Leave disputes requires a delicate balance of legal understanding, empathy, and effective communication. The goal should always be to find a resolution that acknowledges the unique circumstances surrounding bereavement while ensuring fair and consistent application of company policies.

  1. Best Practices for Employers

In times of loss, the support employers provide can make a significant impact on the well-being of their employees. Here are some best practices for employers to create a compassionate and understanding environment surrounding Bereavement Leave.

Creating a Compassionate Bereavement Leave Policy

  • Clear and Inclusive Policies

  • : Develop clear and inclusive Bereavement Leave policies. Specify the eligible relationships, the number of days granted, and any additional support offered. Transparency is key to helping employees understand and navigate this benefit.
  • Flexibility and Understanding:

  • Infuse flexibility into the policy to accommodate the diverse needs of your workforce. Recognize that each employee’s grieving process is unique, and a one-size-fits-all approach may not be sufficient.
  • Communication:

  • Effectively communicate the Bereavement Leave policy to all employees. Make sure they are aware of the support available to them during difficult times. Regularly update and reiterate these policies to ensure everyone is informed.
  • Training for HR and Management:

  • Provide training for HR professionals and management to handle Bereavement Leave requests with empathy and understanding. Sensitivity in these situations is paramount, and proper training can equip staff to offer the support needed.

Supporting Employees During Grieving Periods

  • Check-In and Offer Condolences:

  • Reach out to employees who have experienced a loss. A simple message of condolence and support can go a long way in expressing care and empathy. Offering condolences also reinforces a culture of compassion within the workplace.
  • Flexible Work Arrangements:

  • Consider offering flexible work arrangements for employees returning from Bereavement Leave. This could include modified schedules, remote work options, or reduced workloads to help individuals ease back into their professional responsibilities.
  • Access to Counseling Services:

  • Provide access to counseling services or Employee Assistance Programs (EAPs). Grieving employees may benefit from professional support, and making these resources available demonstrates a commitment to their overall well-being.
  • Memorial Policies:

  • Consider implementing memorial policies or practices within the workplace, such as moments of silence or
  • memorial events. These initiatives can help create a supportive community and acknowledge the impact of the loss on the entire organization.


In navigating the sensitive terrain of Bereavement Leave in the Philippines, understanding both its legal aspects and the human dynamics involved is paramount. Let’s recap the key legal insights and discuss how empowerment can become a cornerstone for both employees and employers.

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Dermatologist Personalized and Custom Skin Care Routine





Skin type quiz
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Nowadays, there are a lot of websites out there claiming to personalize, and customers give the best skincare routine for their skin health. The reality is that they just try to sell their brand through this promotion. Most of them use AI to customize a better skincare routine, but AI is not enough when it comes to giving reality-based skincare suggestions based on individual requirements or skin textures. Thus, you need to always consult with the best dermatologist you can first diagnose your real skin type. Most doctors prefer to use the one and only recommended Skin type quiz that provides the best and most accurate results.

This type of quiz is mostly found in medical textbooks and is mostly used by expert dermatologists around the world. Through this quiz, they can diagnose any person’s skin type accurately. Basically, this skin type quiz was initially developed in 2005 by one of the most famous, Dr. Leslie Baumann, who is a dermatologist at the University of Miami. It is known to be a gold standard skin diagnosing quiz which is used worldwide for skin care researching and diagnosing trials.

This type of skin type can diagnose the nature of skin and identify up to 16 different skin types. It can even reveal the accurate type of skin along with the sensitivity ratio you have among the basic 4 types. After diagnosis, the dermatologist matches our skin type with a 40,000 skincare template that has been diagnosed on different Baumann skin types for years. This entire process is performed by an expert dermatologist who can tackle the process complications easily. Thus, finding the right and accurate skin care product could be difficult for common doctors. This skin care quiz is designed to provide advanced results that ordinary skin diagnosing systems are unable to identify.

In this digital era, everything is performed with software guidance. Thus, you can easily get your perfect skincare routine based on the quiz result to get the ultimate benefit. You will achieve the best skincare routine along with the best medical grade skin care brands that are suitable for your skin type. You can find out many options for your skincare and choose the one based on your skin requirements. You can get a personalized skincare routine along with dermatologist recommended skincare brands product easily.

But what if you are vegan? Well! It doesn’t matter if you are vegan or not. If you want luxury skincare, recycled packaging for every skincare product or need to invest in an affordable skincare brand, you can get many options. You don’t need to worry about costly skincare items. All you need is to scroll and choose the best and required skin care products that meet your requirements for your skin type. You can even find drugstore brands in the list. After getting the results of the skincare routine quiz, you will be able to manage your skin health by following a custom skincare routine based on your skin type!

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