KUALA LUMPUR, Malaysia, March 16 (Bernama-PRNewswire) -- The success of GoCar's pilot P Licence campaign highlights the need for services that support the entire community. GoCar Malaysia is extending a helping hand by expanding GoCars to all including P Licence holders, starting in April 2020. From conducting daily activities to acting quickly in emergency situations, transportation is an important part of the infrastructure, and GoCar is driven to ensure that crucial services are available to all.
With the majority of students and young adults opting out of buying a car due to the never-ending expenses and long-term responsibilities, the need for affordable, accessible and flexible transport has never been more necessary. The vast majority of car rental services do not allow P Licence holders to rent cars, and this is where GoCar comes in. The pilot phase of the campaign allowed P Licence members to drive selected GoCars from locations within Klang Valley, and quickly proved that demand is high. Since the launch in November 2019, the GoCar App has seen a 500% increase in the number of active P Licence members, with a significant portion of these members aged between 18 – 21 years old. With the tremendous influx of signups to the campaign and positive reviews, GoCar has pushed car rental norms and made P Licence membership a part of their profile. They made 250 cars available last month in 7 states and will be extending this to all of their cars. Alongside this movement, the GoCar App will ensure that P Licence members can book any GoCars at all locations. To tap into this new feature, members are advised to update their GoCar App to version 3.5.8 in April 2020. GoCar is actively working with strategic partners to lower the car rates by wrapping GoCars, making services affordable for people from all walks of life. Further striving for social inclusivity in the P Licence campaign, GoCar is offering discounts for P Licence holders who signup between 13th March 2020 and 31st March 2020. Here's how new members can maximise these offers: Get a total of RM40 off:
GoCar's P Licence campaign and contribution ensure that there are options available for everyone. Providing unbiased opportunities and advantages for the betterment of society illustrates that social inclusivity is key to GoCar's identity. For further media enquiries, please contact: Ashley Chew Head of Marketing, GoCar Malaysia [email protected] Raveena Elizabeth Marketing Executive, GoCar Malaysia [email protected] About GoCar Malaysia GoCar Malaysia is an on-demand car-sharing platform that provides the flexibility to drive a car by the hour or day via its smartphone application. GoCar was established in 2015 on two simple notions — to make booking a car easier and car-sharing as an alternative to car ownership in Malaysia. With a strong market presence, GoCar is available in over 400 locations at 72 cities, ranging from sedans, crossover SUVs, MPVs, and pickup trucks. For more information, please visit GoCar's website. Tel: 0146364504 Source: GoCar Malaysia
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KUALA LUMPUR, March 11 -- Crown Bioscience has launched two new liver fibrosis rodent models, allowing more rapid and cost-effective evaluation of the preclinical effects of NASH and anti-fibrotic treatments on acute liver injury, advanced fibrosis and/or fibrosis reversal.
The launch of these models furthers CrownBio’s commitment to progressing NASH drug development by providing a wider breadth of preclinical platforms. According to a statement, the two models encompass fibrosis induced by carbon tetrachloride and a new cholesterol-added, choline-deficient fibrosis (CCDF) diet. The new CCDF diet is a modification of the choline-deficient, L-amino acid-defined, high-fat diet (CDAHFD) currently in preclinical use, featuring lower fat composition and added cholesterol. The resulting Wistar rat and C57BL/6 murine models display more severe liver injury than rodents on CDAHFD, with fibrosis observed in only six to nine weeks, and without the significant weight loss commonly observed in conventional chemical and nutritional deficit models. “Fibrosis is associated with more severe forms of NASH, so developing new platforms to model this disease aspect can help the patient populations worst affected by this silent disease,” said CrownBio senior vice-president (Cardiovascular and Metabolic Disease), Dr Jim Wang. “These new models, along with other liver disease models including MS-NASH and CCl(4) induced or modified rodent models, as well as NHP models, add to our vision of establishing a market-leading platform of highly translational models to accelerate NASH drug discovery.” -- BERNAMA New ACCA report, Empowering the Advancement of Women in the Workplace, reveals critical gaps that limit women’s contributions and opportunities
KUALA LUMPUR, March 12 (Bernama) -- ACCA (the Association of Certified Chartered Accountants), in conjunction with the second anniversary of ACCA Malaysia’s Women’s Network* and the month of March where women all over the world are celebrated, unveiled the results of its Empowering the Advancement of Women in the Workplace Report which highlights prevailing attitudes, disparities and challenges faced by women professionals. * The ACCA Malaysia Women’s Network was launched in 2018 to provide a platform for women members to network, share insights, offer support and create more opportunities for career advancements. “Empowerment of women in the workplace is a cause that is highly relevant to ACCA Malaysia as women comprise 60% of our members, and we look forward to welcoming more. We also proudly acknowledge that the achievements of women leaders locally and around the world are significant contributors to economic and social development. This report underscores the importance of taking concrete steps to be more supportive and inclusive so that more women can achieve their full potential; in this way we can create a more diverse business environment that adds value to the nation,” said Datuk Alexandra Chin, former ACCA President and Chair of ACCA Malaysia’s Women’s Network. Key findings from the ACCA Malaysia Empowering the Advancement of Women in the Workplace Report were: Gender disparity increases at more senior roles – While recruitment of new staff is perceived as being gender neutral with regard to salaries, benefits and career opportunity development, distinct gender disparity was noticed as talents progressed in seniority, with the gap widening at higher levels of management. Pervasive gap between perception of men and women on initiatives needed to support women’s career advancement – Far fewer men than women believe that female employees face any gender-based inequality at work. Given that most people in senior leadership roles are still men, it’s difficult to see how gender parity can be accelerated when many of those in positions of influence do not see any inequality. Women placed more importance on initiatives such as flexible working arrangement (80% vs 60%), supportive Immediate Superior (73% vs 59%), career development opportunities (72% vs 59%), competitive wage and other financial benefit (67% vs 44%) and a good maternity leave policy (65% vs 50%) Women who have taken a career break face difficulty in reentering the workforce – The majority of women (80%) who take a career break do so to raise a family (41%) or to have better work-life balance (39%). Most career breaks lasted less than a year but a significant proportion (38%) faced difficulties in their attempts to re-enter the workforce. Sexual harassment is common and few companies have sufficient channels or formal mechanisms for reporting such incidents – One out of 4 women (25%) have experienced or witnessed sexual harassment in the workplace. Only 43% of the respondents’ organisations have policies on sexual harassment. Women face the same challenges at every stage of career – The top three barriers are family commitments, inflexible work arrangements and a male-dominated environment. The report concluded with recommendations from a roundtable comprising of CEOs, HR Leaders, Senior Finance Leaders and Senior Government representatives. Their recommendations were: • Improve the design and availability of Flexible Work Arrangements (FWA). Establish FWA for both men and women to allow more equal distribution of family responsibilities • Redesign renumeration packages to fit different working arrangements • Provide more equitable leadership and sponsorship programmes to enable opportunities for advancement • Redesign government policies and incentives to attract and retain women professionals in the workforce • Develop clear framework and separate legislation to deal more effectively with reports of sexual harassment “Around the world, ACCA calls for women as well as men to challenge their preconceptions and define their own route to success by learning to acknowledge their own efforts and accomplishments. In this way, we take greater control of our career, so we can make good decisions that shape our future and drive us towards the goals we envision for ourselves,” said Edward Ling, Country Head of ACCA Malaysia. SOURCE: ACCA Malaysia KUALA LUMPUR, March 10 -- Airports Council International (ACI) World has revealed its world-renowned Airport Service Quality Awards winners, recognising airports worldwide that deliver the best customer experience in the opinion of their own passengers.
This year, 140 awards have been won by 84 individual airports, according to a statement. Consistent winners Indianapolis International Airport, Beijing Capital International Airport, Singapore Changi Airport, and Toronto Pearson, Aeroporto di Roma-Fiumicino, Mumbai’s Chhatrapati Shivaji International Airport, Delhi’s Indira Gandhi International Airport, Shanghai Pudong International Airport and Sheremetyevo International Airport have this year been joined by first-time recipients from all regions. The first-time recipients include Kotoka International Airport (Accra, Ghana), Mangalore Airport (Mangalore, India), Supadio Airport (Pontianak, Indonesia), Ålesund Airport (Alesund, Norway), Aeropuerto de Hierro (Valverde, Spain) and Aeropuerto de Melilla (Melilla, Spain). “The Airport Service Quality Awards represent the highest possible recognition for airport operators around the world and recognise excellence in customer experience,” said ACI World Director General, Angela Gittens. “The awards this year have been won by a diverse group of winning airports from around the world which illustrates the industry-wide commitment to delivering exceptional customer experience.” The Airport Service Quality programme is the world’s leading airport customer experience measurement and bench-marking programme. In 2019, more than half of the world’s 8.8 billion travellers passed through an ASQ airport. The winning airports will come together at the ASQ Awards Ceremony to be held during the third ACI Customer Experience Global Summit in Kraków, Poland in September 2020. -- BERNAMA KUALA LUMPUR, March 10 (Bernama) -- The Inland Revenue Board of Malaysia (IRBM) would like to inform that the Operational Guideline No. 1 Of The Year 2020 regarding the Procedure on Submission of Amended Return Form (ARF) has been uploaded to the IRBM Official Portal as a reference and guide for taxpayers.
This guideline can be accessed and downloaded as follows: www.hasil.gov.my > Home Page > Legislation > Operational Guidelines > Procedure on Submission of Amended Return Form For quick access, click at the following link: http://lampiran2.hasil.gov.my/pdf/pdfam/GPO_1_2020_2.pdf This guideline revokes the Operational Guidelines No. 4 of the Year 2019 issued on 30th August 2019. For further enquiries, please visit the official portal of IRBM at www.hasil.gov.my or contact Hasil Care Line (HCL) at 03-8911 1000 or 603-8911 1100 (overseas). Issued by: Communications Division | Chief Executive Officer Office Inland Revenue Board of Malaysia Date: 10 March 2020 SOURCE : Inland Revenue Board of Malaysia |
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