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BOSTON , Dec. 13, 2024 /PRNewswire/ -- The Board of Directors (the "Board") of The China Fund, Inc. (the "Fund") has declared a distribution in the amount of $0.1497 per share. The distribution is comprised entirely of ordinary income. The dividend will be payable on January 10, 2025 , to stockholders of record on December 30, 2024 , with an ex-dividend date of December 30, 2024 . The Fund has a Dividend Reinvestment and Cash Purchase Plan (the "Plan") in which each stockholder automatically participates, unless the stockholder instructs Computershare Trust Company, N.A. (the "Plan Agent"), in writing, to have all distributions, net of any applicable U.S. withholding tax, paid in cash. If the Fund's shares are trading at a premium to the net asset value ("NAV") per share of the Fund on the distribution payment date, the Plan provides that stockholders will be issued Fund shares valued at NAV. If the Fund's shares are trading at a discount to the NAV per share, stockholders will be issued shares of the Fund valued at market price. Stockholders will not be charged a fee in connection with the reinvestment of dividends or capital gains distributions. A stockholder may terminate his or her participation in the Plan by notifying the Plan Agent in writing at the address below. Stockholders who have questions regarding the distribution may contact EQ Fund Solutions, LLC at 1-888-CHN-CALL (246-2255). The Fund is a closed-end management investment company with the objective of seeking long-term capital appreciation by investing primarily in equity securities (i) of companies for which the principal securities trading market is in the People's Republic of China (" China "), or (ii) of companies for which the principal securities trading market is outside of China , or constituting direct equity investments in companies organized outside of China , that in both cases derive at least 50% of their revenues from goods and services sold or produced, or have at least 50% of their assets, in China . While the Fund is permitted to invest in direct equity investments of companies organized in China , it presently holds no such investments. The Fund's shares are listed on the New York Stock Exchange under the ticker symbol "CHN." The Fund's investment manager is Matthews International Capital Management, LLC. For more information regarding the Fund and the Fund's holdings, please call 1-888-CHN-CALL (246-2255) or visit the Fund's website at www.chinafundinc.com . For more information about the Plan or to terminate your participation in the Plan, please contact Computershare Trust Company, N.A. at c/o The China Fund, Inc. at P.O. Box 43078, Providence, Rhode Island 02940-3078, by telephone at 1-800-426-5523 or via the Internet at www.computershare.com/investor . View original content: https://www.prnewswire.com/news-releases/the-china-fund-inc-declares-distributions-302331625.html SOURCE The China Fund, Inc.
HP Inc. Reports Fiscal 2024 Full Year and Fourth Quarter Results
The announcement of the film's production has sent chills down the spines of horror enthusiasts and fans of the two popular actors. With a script penned by award-winning screenwriter Zhang Lei, "Dark Curse: The Haunting" promises to deliver a gripping storyline that will keep audiences on the edge of their seats from start to finish.
One of the key areas that have seen a substantial boost is the hospitality industry. Hotels near the concert venues have experienced a surge in bookings, with fans eagerly reserving rooms well in advance to ensure they have a comfortable place to stay during their Taylor Swift experience. Many hotels have even introduced special packages and promotions to cater to the influx of fans, further enhancing their revenue streams.Another notable adjustment in Tencent Video's membership benefits is the introduction of tiered pricing options to cater to different consumer segments. By offering flexible subscription plans with varying features and benefits, Tencent Video seeks to attract a broader audience base and drive higher subscription rates. This personalized approach to pricing reflects the platform's commitment to customer satisfaction and loyalty.In conclusion, while Munios may have felt that they deserved all three points against Manchester City, securing a draw is still a commendable achievement. The team's fighting spirit and quality on the field bode well for their future performances, and fans can look forward to more thrilling encounters from this exciting team.The Champions League, the pinnacle of European club football, is a stage where legends are made and dreams are shattered. Real Madrid, with their rich history and unmatched success in the competition, have always been a force to be reckoned with. However, their recent performances have raised doubts and questions about the once-invincible team.
One of the main reasons for low-temperature burns from hot water bottles is leaving them in direct contact with the skin for an extended period. The heat from the water bottle can gradually increase the temperature of the skin, leading to tissue damage and hardening of the skin. This can result in discomfort, redness, blistering, and in severe cases, permanent scarring.
Romain M'Vila (Cagliari) - The experienced French midfielder has been a key player for Cagliari this season, providing stability and creativity in the heart of the midfield. In Matchday 15, M'Vila put in a dominant performance, controlling the tempo of the game and providing an assist to help Cagliari secure a crucial win.Despite the challenges that lie ahead, Boeing is confident in the future of the 737 MAX. The company has made significant improvements to the aircraft's design and has implemented new safety measures to prevent similar accidents from happening again. With the resumption of production, Boeing is signaling its commitment to addressing the issues that have plagued the 737 MAX and to ensuring the aircraft's long-term success.
None(CNN) — President-elect Donald Trump’s team has signed an agreement with the White House unlocking key transition briefings and activities after a lengthy delay amid concerns, in part, over a mandatory ethics agreement. “President-elect Trump is entering the next phase of his administration’s transition by executing a Memorandum of Understanding with President Joe Biden’s White House,” incoming White House chief of staff Susie Wiles said in a statement. “This engagement allows our intended Cabinet nominees to begin critical preparations, including the deployment of landing teams to every department and agency, and complete the orderly transition of power,” Wiles continued. The White House agreement, which was due October 1, serves as the gatekeeper for access to agencies and information and could lay the groundwork for Trump’s team to receive security clearances necessary to begin receiving classified information, although it was not immediately clear how that information sharing with the Biden administration would proceed. “The Transition already has existing security and information protections built in, which means we will not require additional government and bureaucratic oversight,” the Trump transition said in a statement. Trump’s team also said it “will not utilize taxpayer funding for costs related to the transition.” It added that it “will not use government buildings or technology provided by GSA (the General Services Administration) and will operate as a self-sufficient organization.” Its existing ethics plan “will meet the requirements for personnel to seamlessly move into the Trump Administration,” it said, noting that that agreement will be posted to the GSA’s website. With the agreement in place, members of the Biden administration can now begin to prepare their incoming counterparts for a handoff on January 20. CNN has reached out to the White House, the Office of Management and Budget and the GSA for comment. The-CNN-Wire TM & © 2024 Cable News Network, Inc., a Warner Bros. Discovery Company. All rights reserved.
In addition to traditional forms of stimulus such as tax relief and subsidies, the forthcoming policies are expected to leverage digital technologies and innovative approaches to incentivize consumer spending. This could involve the implementation of digital payment platforms, e-commerce promotions, and targeted marketing campaigns to enhance the overall shopping experience and encourage greater consumer engagement.One potential replacement for Pogba is Kalvin Phillips, the talented midfielder who has been a standout performer for Leeds United in recent seasons. Phillips, who is also a key player for the England national team, has attracted interest from a number of top clubs across Europe, with Manchester United reportedly leading the race for his signature.
Despite the challenges that lie ahead, Boeing is confident in the future of the 737 MAX. The company has made significant improvements to the aircraft's design and has implemented new safety measures to prevent similar accidents from happening again. With the resumption of production, Boeing is signaling its commitment to addressing the issues that have plagued the 737 MAX and to ensuring the aircraft's long-term success.
Title: Reversing the Talent Drain? Pharma Giant Eyes Real Madrid Prodigy in Winter Transfer Window as Galacticos Set Sights on Team CoreHow Trump's Return Will Impact the Chip Wars
The collaboration between G.E.M. and Coca-Cola for "Black Myth: Wukong" showcases the power of synergy between popular culture, music, and cinema. By bringing together a talented artist like G.E.M. with a global brand like Coca-Cola and a highly-anticipated film like "Black Myth: Wukong", the collaboration has not only generated buzz but also created a unique and captivating visual experience for fans and audiences.
From Pride employee resource groups to a recurring wave of rainbow logos each June, LGBTQ+-friendly workplaces can feel more like the rule than the exception in 2024. Yet, while corporate leaders pat themselves on the back, many queer employees across Canada are still quietly navigating challenging workplace dynamics tied to their sexual orientations and gender identities. For these employees, true equity and inclusivity goes beyond gender-neutral bathrooms and company-sponsored Pride events. It means addressing deeper, often overlooked issues that remain largely invisible to those outside the LGBTQ+ community. It’s an issue that Nate Shalev, an inclusivity speaker and adviser based in Brooklyn, N.Y., feels strongly about. They posted about some of those barriers in a LinkedIn post, where they are ranked as one of the U.S. and Canada’s Top LGBTQIA+ Voices. “When I was told I would have to travel for work, my immediate reaction would be panic,” they wrote. “I was concerned about booking travel with my legal name and risking my team calling me by a name I no longer use, getting through TSA as a trans person with my dignity intact ... [and] navigating queer and transphobia at hotels or in taxis, or anywhere, in front of my co-workers.” Through their consultancy, Revel Impact, Shalev draws on past experiences with “really bad bosses” to help build more inclusive workplaces, educating companies on the barriers their LGBTQ+ team members may be facing – on top of simply getting their jobs done. Barriers like: “Is the conference you asked me to go to safe? What about that client meeting? The whole team is going for a happy hour, but this bar isn’t LGBTQ-friendly. Should I leave? Would that make me look like I wasn’t a part of the team?” Shalev says these sorts of concerns are routinely dismissed or there’s no clear channel through which to handle them since they don’t rise to a legal level of discrimination, despite having negative affects. While most organizations in North America have anti-discrimination policies in place, Ottawa-based talent and brand specialist Lindsay Moorcroft says that doesn’t necessarily mean those policies are sufficient. “Unless you’re building your programs and policies with the [affected] people in the room, there’s always the possibility for something to be forgotten,” Moorcroft says, reflecting on a previous job at a small startup where she was the only out queer employee. “Pronouns weren’t being asked in meetings. They weren’t shared in e-mail signatures. There was no option to even talk about that. So then it’s like, do I want to be the person who brings it up?” she says. For Kaitlin Geiger-Bardswich, a communications and advocacy director in Ottawa, the risk of speaking up paid off. Although she works for a national non-profit she calls “progressive” and “feminist,” bereavement leave didn’t include pregnancy loss until she advocated for it after experiencing a miscarriage herself. “Even if it’s not a miscarriage, when a fertility treatment doesn’t work, when an embryo transfer doesn’t work, there is that grief,” she says. Fertility issues aren’t specific to the LGBTQ+ community, but “gay couples, by definition, typically need to access fertility treatment of some kind,” as Geiger-Bardswich says. “So it’s more likely that if you have gay employees who are interested in parenting, they’re going to have to navigate this.” According to Fertility Matters Canada , more than half of Canadian employers don’t provide fertility benefits, including drugs and treatment costs. And only seven provinces provide public funding to cover partial costs of fertility treatment. In Geiger-Bardswich’s case, she and her wife relied on limited OHIP coverage when trying to conceive, while paying thousands of dollars out-of-pocket for medication and donor sperm. She says she was grateful to have flexibility in her work hours, which made it easier to attend doctor’s appointments throughout the in-vitro fertilization process without fear of repercussions. Flexible work arrangements, including remote work, can also benefit transgender employees who are transitioning or who are repeatedly misgendered at the office, says Shalev. Geiger-Bardswich notes that as anti-trans and anti-LGBTQ+ rhetoric increases around the world, it adds another layer of concern for queer Canadians. She points to Italy’s push to remove non-biological parents from birth certificates as an example. “I hope that’s not going to happen in Canada,” she says. “But with how things are happening around the world, there is nervousness around the legal benefits and legal situations for parents like us.” So, what can workplaces do to achieve real, meaningful inclusivity? Shalev says it’s about taking a pro-active, rather than reactive, approach. This could look like ensuring there’s space for preferred names on all applications, forms and other communications. Before international trips, a systematic pretravel questionnaire might allow queer employees to request extra security, a travel companion, a NEXUS membership or a car service to make the experience safer and smoother, Shalev says. “It doesn’t have to feel complicated. Actively create spaces for these conversations to happen. Ask folks what they need,” says Shalev, noting that this has been more difficult in recent years with LGBTQ+ issues growing increasingly politicized. “Because queer issues have been politicized so much, there’s this sense that it’s a taboo topic. That’s a big shift I’ve seen, versus it just being inclusion work and wanting to support colleagues. Trans folks aren’t politics. We’re people.” One organization that appears to be embracing a pro-active approach is Moorcroft’s current employer, ecobee, a home automation company headquartered in Toronto. The company’s diversity, equity and inclusion (DEI) offerings include an LGBTQ+ allyship group, a private social channel for LGBTQ+ employees and a policy-focused working group. Most importantly, Moorcroft says, a variety of voices are in these rooms alongside her, including those of senior leadership. “DEI means nothing if the top of the company is not supporting it, and it’s not in their [budget],” she says. Every organization has different needs and resources, which is why Shalev says, “It’s not one-size-fits-all.” Pride at Work Canada and Great Place to Work provide toolkits for organizations looking to improve inclusion, with strategies ranging from collecting data on employee demographics to administering queer mentorship programs. While certain measures may seem niche, “LGBTQ+ inclusion benefits us all,” Shalev says. “When I do workshops, of course I know there are other queer folks in the room. But then there are the parents of trans kids, or somebody with a partner who’s trans. Our workplaces are microcosms of our larger society, and if we create better workplaces, we can also create better communities and [and better] worlds.” Interested in more perspectives about women in the workplace? Find all stories on The Globe Women’s Collective hub here , and subscribe to the new Women and Work newsletter here . Have feedback? E-mail us at [email protected] .CANCUN, Mexico (AP) — Darryl Simmons II scored 19 points to help Gardner-Webb defeat SE Louisiana 73-69 on Tuesday. Simmons shot 7 for 13 (2 for 5 from 3-point range) and 3 of 3 from the free-throw line for the Runnin' Bulldogs (3-3). Pharell Boyogueno scored 15 points while going 6 of 13 (3 for 7 from 3-point range) and added seven rebounds and four steals. Anthony Selden shot 6 of 10 from the field and 3 of 6 from the free-throw line to finish with 15 points. Jeremy Elyzee led the Lions (2-4) in scoring, finishing with 22 points, three steals and two blocks. Sam Hines Jr. added 12 points, seven rebounds, six assists and four steals. Jakevion Buckley finished with 11 points, four assists and three steals. The Associated Press created this story using technology provided by Data Skrive and data from Sportradar .