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Junior Chats with Alesha Dixon about the Launch of her New Kidswear Collection

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The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

Lee X H&M Collaboration creates sustainable denim for kids

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The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

Junior’s Top Picks from the Bobo Choses S/S21 Collection

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The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

VEJA X Mini Rodini Kid’s Trainer Collaboration

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The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

Marks and Spencer to Launch Roald Dahl Kids Fashion Collection

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The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

A new Polarn O. Pyret and Disney Collection launches – and it’s the cutest!

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The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

Hello world!

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Welcome to WordPress. This is your first post. Edit or delete it, then start writing!

List of mobile applications

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App stores typically take the form of an online store, where users can browse through these different app categories, view information about each app (such as reviews or ratings), and acquire the app (including app purchase, if necessary – many apps are offered at no cost). The selected app is offered as an automatic download, after which the app installs. Some app stores may also include a system to automatically remove an installed program from devices under certain conditions, with the goal of protecting the user against malicious software.

Many app stores are curated by their owners, requiring that submissions of prospective apps go through an approval process. These apps are inspected for compliance with certain guidelines (such as those for quality control and censorship), including the requirement that a commission be collected on each sale of a paid app. With the ease of use apps offer, and their presence on most mobile devices, app stores rose to prominence at the beginning of the 21st century with their adoption by iOS (iOS App Store) and Android (Google Play). Similar systems for the distribution of apps written for other operating systems have also been available for some time (particularly Linux distributions since the early 1990s), through package management systems and their graphical front-ends.

Low quality apps to be removed from App Store

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App stores typically take the form of an online store, where users can browse through these different app categories, view information about each app (such as reviews or ratings), and acquire the app (including app purchase, if necessary – many apps are offered at no cost). The selected app is offered as an automatic download, after which the app installs. Some app stores may also include a system to automatically remove an installed program from devices under certain conditions, with the goal of protecting the user against malicious software.

Many app stores are curated by their owners, requiring that submissions of prospective apps go through an approval process. These apps are inspected for compliance with certain guidelines (such as those for quality control and censorship), including the requirement that a commission be collected on each sale of a paid app. With the ease of use apps offer, and their presence on most mobile devices, app stores rose to prominence at the beginning of the 21st century with their adoption by iOS (iOS App Store) and Android (Google Play). Similar systems for the distribution of apps written for other operating systems have also been available for some time (particularly Linux distributions since the early 1990s), through package management systems and their graphical front-ends.

The Electronic AppWrapper  was the first commercial electronic software distribution catalog to collectively manage encryption and provide digital rights for apps and digital media(issue #3 was the app store originally demonstrated to Steve Jobs at NeXTWorld EXPO).[4] While a Senior Editor at NeXTWORLD Magazine, Simson Garfinkel, rated The Electronic AppWrapper 4 3/4 Cubes (out of 5), in his formal review. Paget’s Electronic AppWrapper was named a finalist in the highly competitive InVision Multimedia ’93 awards in January, 1993 and won the Best of Breed award for Content and Information at NeXTWORLD Expo in May, 1993.

Best app deals of the day

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The Electronic AppWrapper  was the first commercial electronic software distribution catalog to collectively manage encryption and provide digital rights for apps and digital media(issue #3 was the app store originally demonstrated to Steve Jobs at NeXTWorld EXPO). While a Senior Editor at NeXTWORLD Magazine, Simson Garfinkel, rated The Electronic AppWrapper 4 3/4 Cubes (out of 5), in his formal review. Paget’s Electronic AppWrapper was named a finalist in the highly competitive InVision Multimedia ’93 awards in January, 1993 and won the Best of Breed award for Content and Information at NeXTWORLD Expo in May, 1993.

Many Linux distributions and other Unix-like systems provide a tool known as a package manager, which allows a user to automatically manage the software installed on their systems (including both operating system components and third-party software) using command line tools—new software (and the packages required for its proper operation) can be retrieved from local or remote mirrors and automatically installed in a single process. Notable package managers in Unix-like operating systems have included pkgsrc (1997), Debian’s APT (1998), YUM, and Gentoo’s Portage (which unlike most package managers, distributes packages containing source code that is automatically compiled instead of executables). Some package managers have graphical front-end software which can be used to browse available packages and perform operations, such as Synaptic (which is often used as a front-end for APT).

In 1996, the SUSE Linux distribution has YaST as frontend for its own app repository. Mandriva Linux has urpmi with GUI frontend called Rpmdrake. Fedora and Red Hat Enterprise Linux has YUM in 2003 as a successor of YUP (developed at Duke University for Red Hat Linux).