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BRIT music awards to host 4,000-strong audience in UK pilot event

LONDON —  Some 4,000 people will attend the BRIT Awards next month, in what organizers of Britain’s pop music honors said would be the first major indoor music event with a live audience as the country emerges from coronavirus disease 2019 (COVID-19) lockdown.

The ceremony, to be held on May 11 at London’s O2 arena, will form part of the UK government’s Events Research Program, looking at whether major events can take place in closed environments without social distancing. This means audience members, of which 2,500 will be key workers who will be gifted tickets, will not have to wear face masks inside the arena but will have to provide proof of a negative lateral flow test result to enter the venue. They also have to take a test after the ceremony and provide contact details as part of the country’s COVID test and trace system.

“This has been a long tough year for everyone and I’m delighted the night will honor the key worker heroes who have cared for us so well during that time and continue to do so,” singer Dua Lipa, who is nominated for four awards, said in a statement. “They are quite simply an inspiration. The BRIT Awards are always special and this will truly make it a night to remember.”

Ms. Lipa is among several singers who will perform at the event, the first live music show at the O2 in more than a year.

Like elsewhere, COVID-19 pandemic shut down music events with live audiences in Britain. Under Prime Minister Boris Johnson’s phased roadmap out of lockdown, entertainment venues can re-open their doors next month. — Reuters

Sun Life, Prudential top life and non-life insurers in 2020

FREEPIK

Sun Life Canada (Philippines), Inc. and Prudential Guarantee & Assurance, Inc. (PGA) were named as the top life and non-life insurance companies, respectively, in terms of premium income last year, the Insurance Commission (IC) reported on Thursday.

Based on the unaudited quarterly report on selected financial statistics submitted by firms, the IC said Sun Life posted the highest premium income among life insurers at P39.27 billion, while PGA booked P4.55 billion in net premiums to top the non-life sector in 2020. The two insurers also claimed the top spots in 2019.

“[Net premium written] represents how much of the premiums non-life insurers get for assuming risks,” Insurance Commissioner Dennis B. Funa said in the statement.

LIFE INSURERS
For the life insurance sector, Philippine Axa Life Insurance Corp. recorded the second-highest net premiums with P31.27 billion, followed by Pru Life Insurance Corp. of UK with P30.98 billion; the Philippine American Life and General Insurance Co. (Philam Life), with P16.77 billion; and BPI-Philam Life Assurance Corp. with P16.30 billion. 

The rest of the top 10 firms were the Manufacturers Life Insurance Co. (Phils)., Inc. (P15.88 billion); Allianz PNB Life Insurance, Inc. (P15.76 billion); BDO Life Assurance Co., Inc. (P15.14 billion); FWD Life Insurance Corp. (P13.64 billion); and the Insular Life Assurance Co., Ltd. (P10.37 billion).

Sun Life Philippines also remained at the top spot in terms of net income with P8.47 billion, followed by Philam Life with P4.52 billion, Manulife with P4.05 billion, Pru Life UK with P3.27 billion, and AXA Philippines with P2.83 billion.

Rounding out the top 10 were Insular Life (P2.7 billion), BPI-Philam Life (P1.43 billion), Sun Life Grepa Financial, Inc. (P958.09 million), United Coconut Planters Life Assurance Corp. (P674.22 million), and Manulife Chinabank Life Assurance Corp. (P382.85 million).

Meanwhile, Philam recorded the highest assets at P291 billion, followed by Sun Life Philippines’ P274 billion, AXA Philippines with P142 billion, Insular Life with P141 billion, and Pru Life UK’s P117 billion.

“The combined net worths of the top ten (10) life insurance companies accounted for a remarkable 87.04% of the industry’s entire net worth as of year-end 2020, amounting to P214.1 billion,” Mr. Funa added.

NON-LIFE SECTOR
Meanwhile, Malayan Insurance Co. Inc., posted a net premium income of P4.08 billion last year, the second biggest in the sector after PGA. This was followed by the Pacific Cross Insurance, Inc. with net premiums written of P3.32 billion; Pioneer Insurance & Surety Corp. with P2.97 billion; and BPI/MS Insurance Corp. with P2.82 billion.

The rest of the top 10 non-life insurers in terms of premiums were Charter Ping An Insurance Corp. (P2.64 billion); Mercantile Insurance Co., Inc., (P2.04 billion); Commonwealth Insurance Co. (P1.79 billion); FPG Insurance Co., Inc. (P1.69 billion); and Standard Insurance Co., Inc. (P1.51 billion).

In terms of net worth, Pioneer Insurance registered the highest at P17.42 billion, followed by Malayan Insurance (P4.44 billion); BPI/MS Insurance (P4.21 billion); Standard Insurance (P3.49 billion); and Philippines First Insurance Co. (P2.41 billion).

Meanwhile, Pioneer Insurance posted the highest assets in the sector in 2020 at P39.84 billion, followed by Malayan Insurance with P34.97 billion, PGA with P20 billion, BPI/MS Insurance with P15.3 billion and Charter Ping An Insurance with P11 billion.

Mr. Funa said the combined net worth of the top 10 non-life insurers reached P42.56 billion last year, making up 43% of the P98.44 billion net worth of the entire sector. — BML

Union opposes police clearance requirement for DoLE dealings

PHILSTAR

THE Philippines’ largest union said a police clearance requirement for transacting with the Department of Labor and Employment (DoLE) would represent an “added burden” for workers, hindering the resolution of labor cases.

In a statement Thursday, the Associated Labor Unions-Trade Union Congress of the Philippines (ALU-TUCP) said the proposal, made by the head of the Philippine National Police (PNP), Debold M. Sinas, involves obtaining a National Police Clearance to conduct dealings with DoLE.

“From the looks of it, the proposed police clearance in DoLE transactions would further delay the injustice among aggrieved workers and would drive away those seeking redress in DoLE’s conciliation, mediation and dispute resolution and workplace inspection processes and many other services,” according to ALU-TUCP National Executive Vice-President Gerard R. Seno.

Adding a bureaucratic layer to these processes will mean additional costs for workers. Mr. Seno said industrial peace processes are necessary “to make our economy productive and competitive.”

A letter dated March but released to the public this week outlined the PNP proposal. On Wednesday, Labor Secretary Silvestre H. Bello III was quoted as saying in a news report that the proposal is under consideration.

Other labor groups have expressed opposition to the police clearance requirement, including the Bukluran ng Manggagawang Pilipino, the Kilusang Mayo Uno and the Nagkaisa Labor Coalition. — Gillian M. Cortez

Vista Land income declines by 45%

VISTA Land & Lifescapes, Inc. reported a consolidated net income of P6.4 billion, 45% lower than the P11.6 billion generated in 2019 due to the pandemic.

“The past year truly challenged our ability to move forward despite the presence of a global health crisis. However, it even proved to be one of our most innovative years yet as we accelerated our digital transformation to reach and to better serve our clients,” Vista Land Chairman Manuel B. Villar, Jr. said in a statement on Thursday.

The company’s consolidated revenues dropped by 26% to P32.7 billion from P44.4 billion.

Vista Land said rental revenues from its commercial business dropped by 7%, without disclosing specific figures.

The property developer launched P5-billion worth of residential projects in the last quarter of 2020, ending the year with a launch value of P10 billion.

“We are glad to have witnessed the sustained uptrend of our reservation sales registering 37% growth since the second quarter of last year and are looking at 2021 with optimism following the resilient overseas Filipino remittances in 2020 and its projected growth of up to 4% this year,” Mr. Villar said.

The company’s capital expenditures totaled to P24.6 billion for the year, while total consolidated assets as of the end of December amounted to P284.1 billion.

“Vista Land will continue to capitalize on its geographic reach as the demand and preference of affordable housing located outside Metro Manila continues to be seen. We are also looking at increased foot traffic with the start of the vaccination rollout this year,” Mr. Villar said.

Meanwhile, Vista Land’s leasing business was able to improve its operational gross floor area (GFA) to 95% as most of its tenants were deemed essential.

“We also added over 90,000 square meters of GFA for our leasing business, mostly commercial centers as we took advantage of the captive demand of our residents,” Manuel Paolo A. Villar, president and chief executive officer of Vista Land, said.

On Thursday, Vista Land shares at the stock exchange slumped by 0.27% or P0.01 to close at P3.68 each. — Keren Concepcion G. Valmonte

‘Who will play me?’: Boy George launches casting search for biopic

Boy George — DEAN STOCKINGS / EN.WIKIPEDIA.ORG
Boy George — DEAN STOCKINGS / EN.WIKIPEDIA.ORG

LONDON —  British singer Boy George launched a casting search on Tuesday, looking for an actor to portray him in a music biopic set to start filming this summer.

The Culture Club frontman, whose real name is George O’Dowd, took to social media to make the announcement. In a video he said Line of Duty actor Daniel Mays would play his father, and added teasingly “there’s rumors of Keanu Reeves popping in.”

“I’m very excited to announce the movie of my life and Culture Club called Karma Chameleon will be shot this summer in London and around the world,” he said. “There’s only one problem, and it’s quite major —  who is going to play me? We’re looking for a brave young actor, from anywhere in the globe, to take on the role of his life.”

The film, written and directed by Sacha Gervasi, will follow the singer’s “humble beginnings in an Irish working-class family, through his rise to the top of the international charts with Culture Club,” according to a press release. — Reuters

New Mortal Kombat movie brings fantasy violence to screens

Hiroyuki Sanada and Joe Taslim in Mortal Kombat (2021) — IMDB.COM

LOS ANGELES — The Mortal Kombat movie reboot from Warner Bros., which debuts Friday in theaters and on the HBO Max streaming service, aims to better depict the extreme gore of the video game franchise than two toned-down cinematic spinoffs of the 1990s.

The video game has pushed the limits of violence and gore since it arrived in arcades in 1992 and was a main factor behind the establishment of a rating system for violence in video games by the industry.

“It would be crazy to ignore that violence is a fundamental part of the video game,” Josh Lawson, who plays brawler Kano in the film, said in an interview with Reuters Television. “If you pull punches on that part of the game, then I’d say you’re not doing … a true service to the game,” he added. “This does go as far as you possibly can.”

The movie follows Cole Young (Lewis Tan), a new character to the franchise, who finds he and his family are being hunted by the ice-wielding Sub-Zero (Joe Taslim) because he has a mysterious birthmark. He meets others who have the birthmark including fire-wielding Liu Kang and Kung Lao, who uses his metal hat as a weapon. All three are destined to fight in the mysterious Mortal Kombat tournament to help protect Earth.

The actors in Mortal Kombat hail from all around the world. Star Tan is of British and Chinese descent. “I’m proud to represent the Asian male in a way that is rarely represented, and by that, I mean in a heroic role,” Mr. Tan said. “We get represented as martial artists but not really as these heroes on this grand scale in Western cinema.” —  Reuters

PayMaya, AMLC ink deal to address financial crimes

FACEBOOK/@PAYMAYAOFFICIAL

Digital payments firm PayMaya Philippines, Inc. announced on Thursday that it had signed a partnership agreement with the Anti-Money Laundering Council (AMLC) to help the government in addressing financial crimes.

AMLC and PayMaya signed an information-sharing protocol agreement, which will serve as a bilateral agreement and cooperative framework “to prevent and mitigate financial crimes in the country,” the digital financial services company said in an emailed statement.

Under the agreement, AMLC and PayMaya will work together on information-sharing and capacity building. 

PayMaya said the collaboration aims to “strengthen the integrity” of the country’s financial system.

The information-sharing protocol agreement, PayMaya also noted, can help address other crimes such as online sexual abuse and exploitation of children, human trafficking, terrorism financing, swindling or estafa, and donation scams, among others.

PayMaya is a subsidiary of Voyager Innovations, Inc., the digital innovations company of PLDT Inc. Hastings Holdings, Inc., a unit of PLDT Beneficial Trust Fund subsidiary MediaQuest Holdings, Inc., has a majority stake in BusinessWorld through the Philippine Star Group, which it controls. — Arjay L. Balinbin

Microsoft says free courses reach 150,000 in Philippines

REUTERS

MICROSOFT CORP. said 150,000 trainees in the Philippines have acquired new digital-ready skills during the pandemic via its online courses.

In a statement Thursday, Microsoft said it “has helped over 30 million people in 249 countries and territories gain access to digital skills, of which over 150,000 are from the Philippines.”

The free courses and affordable certifications are offered in collaboration with GitHub, Inc. and LinkedIn Corp. These courses are on offer until the end of this year.

Microsoft Philippines General Manager Andres Ortola said in a statement Thursday, “COVID-19 has increased the need for digital skills, and we are committed to meeting that need, however we can — paving the way for a more resilient Philippines and allowing all sectors of society to contribute to the economic recovery.” 

It will also partner with the National Government in providing training to 800,000 civil servants.

Microsoft also plans to launch an online service, Career Connector, which will career-match jobseekers to tech-enabled occupations. Microsoft aims to steer 50,000 people worldwide to new careers through the platform.

In partnership with LinkedIn, Microsoft also offers the Microsoft Teams app Career Coach, which aids students on potential career paths and connecting them with mentors to help them gain real-world skills. — Gillian M. Cortez

SEC approves AC Energy’s follow-on offering

THE corporate regulator announced that it has “favorably considered.”

The Securities and Exchange Commission (SEC) has approved AC Energy Corp.’s follow-on offering of up to P16.48 billion, the corporate regulator said on Thursday.

The SEC said that its commission en banc approved the registration statement of the Ayala-led company covering a total of 2,010,248,617 common shares.

Broken down, some 1,580,000,000 shares will be part of the firm’s primary offer, which is priced from P6 to P8.20 apiece; while the remaining 330,248,617 shares will be part of the secondary offer.

“The offer comes with an overallotment option consisting of up to 100 million common shares,” the SEC said.

The corporate regulator said that at maximum price, AC Energy and the selling shareholders may earn P16.08 billion from the follow-on offering, if oversubscription is allowed.

“AC Energy will use the net proceeds from the primary offer, estimated at P12.64 billion, to partially fund the development of power projects, inorganic growth opportunities, repayment of loans and reduction of payables, as well as other general corporate requirements,” SEC said.

The public offering will take place from May 3 to 7, while the shares are scheduled to be listed on the local bourse on May 14.

AC Energy, the energy platform of Ayala Corp., hopes to exceed 5 gigawatt of renewables capacity and generate at least half of its energy output from renewables by 2025.

AC Energy shares at the local bourse shed 2.71% or 20 centavos to finish at P7.19 apiece on Thursday. — Angelica Y. Yang

Disney signs deal to stream Spider-Man, other Sony films

LOS ANGELES — Walt Disney Co. said on Wednesday it had reached a deal with Sony Pictures to bring new Spider-Man movies and other films to Disney’s streaming services and TV networks in the United States after they play on Netflix.

Disney also secured rights to offer hundreds of older Sony films much sooner, including Jumanji and Hotel Transylvania. The company said it will add a significant number of Sony titles to Hulu starting in June. Financial terms were not disclosed.

The arrangement means Disney will be able to offer new Sony movies, including any new installments in Marvel’s Spider-Man and Venom series, starting in 2023. First they will play in theaters and be offered on DVD and video-on-demand. Next, they will head to Netflix for an exclusive 18-month period before going to Disney+ or other Disney platforms.

The agreement covers new Sony films that debut in theaters between 2022 to 2026. That is scheduled to include Marvel’s Morbius, best-selling book adaptation Where the Crawdads Sing, Brad Pitt thriller Bullet Train and another installment in the Bad Boys comedy series.

Netflix reached a deal with Sony earlier this month. —  Reuters

Emerging technologies to combat the pandemic

In a landmark gesture for humanity, Israelis stepped out into the streets unmasked for the first time in a year on April 18 amid a further easing of COVID-19 safety restrictions. The government has relaxed the mask-wearing rule outdoors in response to its successful mass vaccination drive, which has now reached 5.34 million people or 61.7% of its 9.3 million citizens.

The swift rollout of a vaccination program and a set stringent protocols may be the much-publicized reasons for Israel’s triumph against the world’s archenemy, but new and emerging technologies have a huge impact on the country’s success. While many industries collapsed such as in travel and entertainment, the technology sector in Israel have emerged with renewed energy, with tech players inventing new solutions and adapting products and technologies to ease the burden on the health system, and help people and businesses survive during and beyond the crisis.

A report from the Tony Blair Institute for Global Change cited that at the onset of the pandemic, the Israeli Innovation Authority put out a call for proposals in an effort to speed up disruptive innovations to address Covid-19-related issues. This resulted in commercialized technological solutions in the fields of monitoring, contact tracing and reporting, digital health, ventilation devices and PPE, logistics, and other tech solutions aimed at mitigating the new reality through technology and innovations.

One example is Neura, that released an AI-enabled contact tracing for governments, public health officials and first responders, based on analysis of complex mobile data, without compromising privacy. It offers digital epidemiological investigations, contact tracing alerts and info, and real-time gathering detection for high-risk areas.

Another Israeli company, Clew, developed Al-powered predictive analytics for ICU patients which delivers real-time optimized patient workflow and clinical resource allocation, and early predictive warnings for patient complications (flagging patient deterioration 6-12 hours before condition worsens). The platform utilizes available patient data to provide predictions for early identification and intervention as well as patient prioritization and can be deployed on-premises or in the cloud. This is currently being used in Israel, France and the US.

Yet another, AI’s Sterilisation Robot, wherein Israeli Airforce Industry’s robot carries adapted UV-C technology, designed to disinfect coronavirus facilities at hospitals. It is also used in sterilizing passenger aircrafts to address new requirements for aircraft disinfecting between flights.

There’s a host of emerging technologies, which if rolled out to many countries in the world can potentially slow down, if not, totally end, the pandemic. A study published in the Journal of Clinical and Experimental Hepatology, outlined the innovations utilizing 4th Industrial Revolution technologies to combat Covid-19.

Artificial intelligence (AI) is used in “detecting virus, individuals with fever, and suspected symptoms of COVID-19 through the integration of thermal imaging, AI computer vision, and cloud computing and accordingly advice for the treatment. Further, these have brought down the time of genetic detection to minutes.”

Cloud computing is used to store Covid-related information and made available to enable an enormous amount of computing power to the users with the help of the internet and helps in making real-time decisions in disease modeling. Software can be used with blockchain and other tools to model requirements of critical facilities at a different level, from the hospital to the nation.

Big data provides storage capacity for extensive data of the population in a format that can be used efficiently for analysis and necessary action can be taken toward the prevention of disease transmission, movement, health monitoring, and prevention system.

Telemedicine enables a patient to have a consultation from well-trained professionals on their medical conditions through video calls, avoiding the need for a hospital visit and thus helping the social distancing and man-to-man contact and disease transmission. However, these remote consultations are now possible with using better telecom infrastructure with virtual reality and augmented reality.

Blockchain is used to build algorithms that help provide real-time information to all the strategic partners and traceability in the process of disease control and help toward effective management of the supply chain for vaccines and healthcare supplies.

Internet of things (IoT) applications connect all devices to the internet in the hospital and strategic locations. Thus, these connected devices help to inform the medical staff of any errors and change of requirements during the treatment process.

Drones are used as unmanned vehicles controlled by remote location which can undertake jobs of logistics providers and area surveillance and can also be used for disinfecting remote locations.

Robotics undertakes repetitive jobs with precision and reliability in the hazardous environment of infectious disease in and around the hospitals and can make an intelligent decision with inputs from the population data analyzed through AI.

Additive manufacturing technologies undertake the manufacture of personalized devices for healthcare workers and patients, using 3D printing technology for the COVID-19, whenever required.

These emerging technologies have a critical role to play in containing, managing, and providing solutions to the challenges the world is facing. Coupled with funding, strict social protocols, and political will, these will put an end to the scourge.

 

The author is Founder and CEO of Hungry Workhorse Consulting, a digital and culture transformation consulting firm. He is the Chairman of the Information and Communication Technology Committee of the Financial Executives Institute of the Philippines (FINEX). He is Fellow at the US-based Institute for Digital Transformation He teaches strategic management in the MBA Program of De La Salle University. The author may be e-mailed at rey.lugtu@hungryworkhorse.com

How HR must handle all employee issues

I’m the newly-hired human resource (HR) manager at a medium-sized corporation. Since my appointment, I have noticed an increasing number of complaints about the management style of team leaders, line supervisors, and managers. The issues involve such matters as the non-approval of leave applications and even a requirement that workers be at their desks 100% of the time. How should I handle these trivial issues? — Golden Girl.

A common question raised by parents with young children during weekends is: “Do we hear too well or our children are just too noisy?” Applying this to your situation, the question becomes: “Is your management team too strict or the employees complaining about nothing?”

Employee issues that you characterize as trivial suggests that you may be biased in favor of your team leaders, line supervisors, and managers. On the other hand, the employees consider these issues important to them, and assign to them an importance similar to requests for salary increases or promotions. So, where do you draw the line?

It’s not only the question of “where,” but it should be that you, as the HR manager, needs to draw the line to reduce, if not eliminate these issues. As the company’s internal police, drawing the line means establishing general rules that are reasonably acceptable to both labor and management.

For decades, “employee issues” have been conflated with the grievance machinery in place at unionized establishments. It doesn’t mean however, that the machinery can’t be applied in non-unionized companies which may opt to refer to them as “grievances,” which may carry a negative connotation that may hinder dispute resolution.

“Non-union grievance procedures,” according to Cornell University conflict resolution professor Alexander Colvin in his research paper Grievance Procedures in Non-Union Firms (2014) “vary widely in their structure from informal open door policies to elaborate peer review and arbitration based procedures.”

THE PROBLEM WITH GRIEVANCE PROCEDURES
However, many non-unionized companies often object to the use of the term “grievance machinery,” including the fear that such wording may invite employees to form a union. Such organizations have become proactive in creating alternative programs to create, enhance, and maintain dynamic policies to bring about organizational justice.

There are many programs that management may initiate through the HR department as a first line of defense. To properly carry out its duties, HR should create and maintain communication programs designed to resolve any issue and prevent them from deteriorating into full-blown industrial conflict:

Open-door policy This literally means that any employee can elevate an issue, idea, or complaint to the next-higher level of management if a team leader, line supervisor, or manager fails to resolve it within a reasonable period. This allows any employee to break the so-called chain of command without any repercussions. Resorting to such measures is not unanimously supported by HR experts.

The key therefore, is to train all line executives how to resolve issues. This may include teaching them the dynamics of effective leadership.

The 24-Hour Rule This policy is related to the open-door policy as it sets the timeline for all line executives for resolving employee issues. After one day without resolution, the case is automatically elevated to the next level. The exception to this is when a line executive is on leave or at a business meeting that will delay addressing the issue.

Some organizations consider the 24-hour rule to be absurd. That’s why they adopt a 48-hour rule instead. Whatever it may be, the timeline for resolving issues must be the soonest possible time.

HR Monitoring System Whatever program is resorted to, HR must monitor all employee issues and their resolution by line executives. This is to ensure that all issues are resolved in accordance with established guidelines and timelines. To make this happen, line executives must send a FYI email to HR for the record.

The whole idea is for HR to compile a database of best practices for resolving issues, particularly common problems that may be rooted in the persistence of obsolete or impractical management policies.

MANAGEMENT STYLE
Every step of the way, employees must be allowed to express themselves freely. Many supervisors and managers may not know it, but many issues can be traced to their aloofness to the plight of their employees. At times, bosses may even interrupt workers as the latter are trying to raise their issues.

It is to be expected that some employees will be timid. That’s why line executives must patiently hear out what their workers are saying. This gives management the opportunity to understand the problems being raised. It often boils down to the line executive asking deep-dive questions.

On the other hand, line executives must also avoid dismissing any arguments from employees. HR and line executives must assess the worthiness of all issues raised without prejudging them. It’s the best approach to avoid miscommunication.

 

Send anonymous questions to elbonomics@gmail.com or via https://reyelbo.consulting