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Cision Canada
08-07-2025
- Business
- Cision Canada
THE RONA FOUNDATION PRESENTS $1.3 MILLION TO 8 CANADIAN NPOs THROUGH ITS 2025 BUILD FROM THE HEART PROGRAM Français
BOUCHERVILLE, QC, July 8, 2025 /CNW/ - The RONA Foundation, which oversees the philanthropic activities of RONA inc., one of Canada's leading home improvement retailers operating and servicing some 425 corporate and affiliated dealer stores, will present a total of $1.3M to eight non-profit organizations (NPOs) across the country through its 2025 Build from the Heart program. This initiative, which was launched in 2022, is designed to provide financial support to NPOs with projects aimed at revitalizing a living environment or facilitating access to housing for victims of domestic violence and their children, low-income families, and people with disabilities or mental health issues. The beneficiary organizations were selected earlier this year following a call for applications. A selection committee studied the projects and made their decision based on a rigorous evaluation grid. "At the RONA Foundation, we care deeply about improving life in the communities where we take root. Given that access to housing is a major challenge that underscores the vulnerability of many Canadians, we are committed to supporting this cause," says Catherine Laporte, Chair of the RONA Foundation Board of Directors and Senior Vice-President, Marketing and Customer Experience at RONA. The program raised funds through a mix of initiatives, including: A fundraising campaign that took place in all RONA+ and RONA corporate stores and online at from April 21 to May 31, 2025. The new "Win Your Renovations" contest, which gave customers who donated $15 or more a chance to win one of three RONA gift cards, including one for $25,000 and two for $1,000. A partnership with several major appliance vendors (Amana, Bosch, Electrolux, Frigidaire, Frigidaire Gallery, GE - MABE, KitchenAid, LG, LG Studio, Maytag, Midea, Samsung, and Whirlpool), who donated $5 to the RONA Foundation for every major appliance sold in stores and online from April 17 to May 28. The RONA Foundation's annual Golf Day, held at the Club de Golf La Vallée du Richelieu on July 7, 2025, which was attended by many RONA vendors. "The Golf Day was an incredible demonstration of solidarity," says Foundation Director Josée Lafitte. "Thank you to our partners, customers and donors. Every action counts. I would like to express my sincere gratitude to each of them for their generosity and support. Together, we can make a difference." Organizations Supported by the Build from the Heart Program in 2025 Province Name Amount received Alberta Habitat for Humanity Edmonton $100,000 British Columbia Hollyburn Community Services Society $150,000 Manitoba Genesis House $50,000 Nova Scotia Habitat for Humanity Nova Scotia $50,000 Ontario Gillian's Place $300,000 Ontario Lanark County Interval House and Community Support $300,000 Québec La Traversée $300,000 Saskatchewan Moose Jaw Women's Transition House $50,000 To learn more about the organizations and projects that will receive funding through the Build from the Heart program, visit To share this news on social media, please use @RONAEN (Facebook), @RONA (LinkedIn), and @RONAinc (X). Information on the 2026 campaign will be announced in the fall on the official website About the RONA Foundation The RONA Foundation is a charity established in 1998, whose mission is to help improve the quality of life of Canadians in need by revitalizing their living environments or making it easier to access housing. In particular, it aims to help victims of domestic violence and their children, low-income families, and people with disabilities or mental health issues. Visit us at to learn more about the RONA Foundation. About RONA inc. RONA inc. is one of Canada's leading home improvement retailers headquartered in Boucherville, Québec. The RONA inc. network operates or services some 425 corporate and affiliated dealer stores under the RONA+, RONA, and Dick's Lumber banners. With a long and rich history, RONA inc. supports Canadians in their home improvement and construction projects since 1939. To achieve this, the company relies on a team of 21,000 employees, to whom it strives to provide an inclusive workplace where everyone is encouraged to contribute. As a result of its ongoing efforts in sustainable development, the company is recognized as one of Canada's Greenest Employers. To learn more about the company, visit
RTHK
26-06-2025
- Entertainment
- RTHK
Ancient Egyptian treasures coming to HK Palace Museum
Ancient Egyptian treasures coming to HK Palace Museum The exhibition "Ancient Egypt Unveiled: Treasures from Egyptian Museums" will run from November 20, 2025 to August 31, 2026 at the Hong Kong Palace Museum. Photo: RTHK Animal mummies, monumental coffins and colossal statues of pharaohs Tutankhamun and Akhenaten will be coming to a local museum later this year, with the aim of sharing the "richness, mystery and enduring legacy of ancient Egypt" with the SAR, organisers said. Co-organised by the Hong Kong Palace Museum (HKPM) and Supreme Council of Antiquities (SCA) of Egypt, the exhibition "Ancient Egypt Unveiled: Treasures from Egyptian Museums" will run from November 20, 2025 to August 31, 2026. It will feature 250 artefacts from seven major Egyptian museums, including recent archaeological discoveries from the Saqqara. "This exhibition not only celebrates our shared passion for heritage but also reflects the growing cultural ties and mutual respect between Egypt and China, in addition to our ongoing commitment to cultural exchange and international cooperation," said Mohamed Khaled, secretary-general of the SCA. To foster a unique dialogue between civilisations, the HKPM will display a selection of ancient Chinese relics alongside the Egyptian masterpieces, which highlights the achievements and parallel developments of two of the Four Great Ancient Civilisations. "It demonstrates that Chinese culture is not a closed system," says Louis Ng, director of HKPM. "There may not have been direct communication between Egypt and China, but we can see in the objects that there are quite similar patterns." Ng said the exhibition represents a key step in the HKPM's ongoing mission to promote cross-cultural collaboration. Alongside the artefacts, the museum will offer educational programmes, performances and workshops tailored to engage diverse audiences. "The activities are specially tailor made. The exhibition will last for nine months and covers the summer holidays next month. We will organise many family activities to supplement this exhibition," he said. Information on tickets will be announced in August.
The Advertiser
24-06-2025
- The Advertiser
'Culture of silence': confidentiality agreements help bosses, not victims
Welfare officer Pita Foliaki Lokotui got a call from a farm worker standing outside a hospital after being raped, asking him how she was supposed to get home. Mr Lokotui helps seasonal workers from his birth country, Vanuatu, to navigate agricultural employment in Australia. He acts as a mediator between employer and wage earner under the Pacific Australia Labour Mobility (PALM) scheme, a seasonal worker program for Pacific islanders when businesses can't find enough locals to fill positions. But in this case, there was little he could do but "be a listening ear" for the worker, who was given a taxi voucher to get to the hospital. Someone was supposed to pick her up after she'd seen a doctor but, instead, the hospital reception was left with instructions to give her another voucher for the ride back to her temporary home, Mr Lokotui said. "If I look at it in terms of support through through a Vanuatu lens, it's appalling," he said. A veteran of farm work, Mr Lokotui spent seven years picking fruit after arriving in Australia in 2004, before working on bee hives and ultimately becoming a beekeeper himself. Now the Mildura resident in north-west Victoria helps condense all the information workers from Vanuatu might need about their rights and responsibilities in Australia to "proactively" address any issues that might arise once they get to their jobs. On June 25 he's helping launch a new Australian Human Rights Commission report into workplace sexual harassment of diverse and marginalised people, Speaking from Experience: What needs to change to address workplace sexual harassment. One in three Australian workers say they have experienced sexual harassment in the workplace, according to the commission. But that was much higher for particular groups of employees, including teenagers aged 15 to 17 (47 per cent), LGBTQIA+ people (46 per cent), Indigenous people (56 per cent), and people with a disability (48 per cent). The new report puts the voices and experiences of 300 people from diverse backgrounds, who have experienced sexual harassment at work, front and centre of the discussion. Their workplaces ranged from councils and fast food outlets, to hospitality, healthcare, farms, and community and professional services. Among the commission's 11 recommendations is to lift the lid of silence imposed on victims of harassment under non-disclosure (NDA) and other confidentiality agreements. "Contributors consistently noted that they felt NDAs and confidentiality agreements were used as a way to silence victim-survivors and protect perpetrators," sex discrimination commissioner Anna Cody said. "Many survivors may feel compelled to sign NDAs due to fear of losing future employment opportunities, professional retaliation, or reputational damage - despite the agreements often serving to protect the interests of organisations, such as minimising reputational risk," Dr Cody told ACM, the publisher of this masthead. She said NDAs "frequently" caused isolation, prevented victims from getting closure, and undermined transparency. Every employer had a responsibility to create a safe working environment. "By silencing those who experience workplace sexual harassment, identifying and addressing problems becomes very difficult," Dr Cody said. "This, in turn, perpetuates a culture of silence." The commission is recommending Australia adopts laws like those in Ireland to prevent employers from using NDAs in cases of harassment or discrimination unless the worker explicitly wants one. The employer would also need to fund independent legal advice for the worker in these cases. Mr Lokotui said seasonal farm workers - who came to Australia to earn money for a better life for them and their families - were often isolated and far from regional towns with little to do on their days off. It's why he focused his advocacy on preparing workers and helping create the safest work environments possible. "That's why I love beekeeping," he said. "Because with beekeeping you can't look at the bees and say, 'Why aren't you providing honey?'" You couldn't poke or kick the hive to force the bees to make honey, he said. "You need to understand what's happening around the environment. That's what I focus on." Welfare officer Pita Foliaki Lokotui got a call from a farm worker standing outside a hospital after being raped, asking him how she was supposed to get home. Mr Lokotui helps seasonal workers from his birth country, Vanuatu, to navigate agricultural employment in Australia. He acts as a mediator between employer and wage earner under the Pacific Australia Labour Mobility (PALM) scheme, a seasonal worker program for Pacific islanders when businesses can't find enough locals to fill positions. But in this case, there was little he could do but "be a listening ear" for the worker, who was given a taxi voucher to get to the hospital. Someone was supposed to pick her up after she'd seen a doctor but, instead, the hospital reception was left with instructions to give her another voucher for the ride back to her temporary home, Mr Lokotui said. "If I look at it in terms of support through through a Vanuatu lens, it's appalling," he said. A veteran of farm work, Mr Lokotui spent seven years picking fruit after arriving in Australia in 2004, before working on bee hives and ultimately becoming a beekeeper himself. Now the Mildura resident in north-west Victoria helps condense all the information workers from Vanuatu might need about their rights and responsibilities in Australia to "proactively" address any issues that might arise once they get to their jobs. On June 25 he's helping launch a new Australian Human Rights Commission report into workplace sexual harassment of diverse and marginalised people, Speaking from Experience: What needs to change to address workplace sexual harassment. One in three Australian workers say they have experienced sexual harassment in the workplace, according to the commission. But that was much higher for particular groups of employees, including teenagers aged 15 to 17 (47 per cent), LGBTQIA+ people (46 per cent), Indigenous people (56 per cent), and people with a disability (48 per cent). The new report puts the voices and experiences of 300 people from diverse backgrounds, who have experienced sexual harassment at work, front and centre of the discussion. Their workplaces ranged from councils and fast food outlets, to hospitality, healthcare, farms, and community and professional services. Among the commission's 11 recommendations is to lift the lid of silence imposed on victims of harassment under non-disclosure (NDA) and other confidentiality agreements. "Contributors consistently noted that they felt NDAs and confidentiality agreements were used as a way to silence victim-survivors and protect perpetrators," sex discrimination commissioner Anna Cody said. "Many survivors may feel compelled to sign NDAs due to fear of losing future employment opportunities, professional retaliation, or reputational damage - despite the agreements often serving to protect the interests of organisations, such as minimising reputational risk," Dr Cody told ACM, the publisher of this masthead. She said NDAs "frequently" caused isolation, prevented victims from getting closure, and undermined transparency. Every employer had a responsibility to create a safe working environment. "By silencing those who experience workplace sexual harassment, identifying and addressing problems becomes very difficult," Dr Cody said. "This, in turn, perpetuates a culture of silence." The commission is recommending Australia adopts laws like those in Ireland to prevent employers from using NDAs in cases of harassment or discrimination unless the worker explicitly wants one. The employer would also need to fund independent legal advice for the worker in these cases. Mr Lokotui said seasonal farm workers - who came to Australia to earn money for a better life for them and their families - were often isolated and far from regional towns with little to do on their days off. It's why he focused his advocacy on preparing workers and helping create the safest work environments possible. "That's why I love beekeeping," he said. "Because with beekeeping you can't look at the bees and say, 'Why aren't you providing honey?'" You couldn't poke or kick the hive to force the bees to make honey, he said. "You need to understand what's happening around the environment. That's what I focus on." Welfare officer Pita Foliaki Lokotui got a call from a farm worker standing outside a hospital after being raped, asking him how she was supposed to get home. Mr Lokotui helps seasonal workers from his birth country, Vanuatu, to navigate agricultural employment in Australia. He acts as a mediator between employer and wage earner under the Pacific Australia Labour Mobility (PALM) scheme, a seasonal worker program for Pacific islanders when businesses can't find enough locals to fill positions. But in this case, there was little he could do but "be a listening ear" for the worker, who was given a taxi voucher to get to the hospital. Someone was supposed to pick her up after she'd seen a doctor but, instead, the hospital reception was left with instructions to give her another voucher for the ride back to her temporary home, Mr Lokotui said. "If I look at it in terms of support through through a Vanuatu lens, it's appalling," he said. A veteran of farm work, Mr Lokotui spent seven years picking fruit after arriving in Australia in 2004, before working on bee hives and ultimately becoming a beekeeper himself. Now the Mildura resident in north-west Victoria helps condense all the information workers from Vanuatu might need about their rights and responsibilities in Australia to "proactively" address any issues that might arise once they get to their jobs. On June 25 he's helping launch a new Australian Human Rights Commission report into workplace sexual harassment of diverse and marginalised people, Speaking from Experience: What needs to change to address workplace sexual harassment. One in three Australian workers say they have experienced sexual harassment in the workplace, according to the commission. But that was much higher for particular groups of employees, including teenagers aged 15 to 17 (47 per cent), LGBTQIA+ people (46 per cent), Indigenous people (56 per cent), and people with a disability (48 per cent). The new report puts the voices and experiences of 300 people from diverse backgrounds, who have experienced sexual harassment at work, front and centre of the discussion. Their workplaces ranged from councils and fast food outlets, to hospitality, healthcare, farms, and community and professional services. Among the commission's 11 recommendations is to lift the lid of silence imposed on victims of harassment under non-disclosure (NDA) and other confidentiality agreements. "Contributors consistently noted that they felt NDAs and confidentiality agreements were used as a way to silence victim-survivors and protect perpetrators," sex discrimination commissioner Anna Cody said. "Many survivors may feel compelled to sign NDAs due to fear of losing future employment opportunities, professional retaliation, or reputational damage - despite the agreements often serving to protect the interests of organisations, such as minimising reputational risk," Dr Cody told ACM, the publisher of this masthead. She said NDAs "frequently" caused isolation, prevented victims from getting closure, and undermined transparency. Every employer had a responsibility to create a safe working environment. "By silencing those who experience workplace sexual harassment, identifying and addressing problems becomes very difficult," Dr Cody said. "This, in turn, perpetuates a culture of silence." The commission is recommending Australia adopts laws like those in Ireland to prevent employers from using NDAs in cases of harassment or discrimination unless the worker explicitly wants one. The employer would also need to fund independent legal advice for the worker in these cases. Mr Lokotui said seasonal farm workers - who came to Australia to earn money for a better life for them and their families - were often isolated and far from regional towns with little to do on their days off. It's why he focused his advocacy on preparing workers and helping create the safest work environments possible. "That's why I love beekeeping," he said. "Because with beekeeping you can't look at the bees and say, 'Why aren't you providing honey?'" You couldn't poke or kick the hive to force the bees to make honey, he said. "You need to understand what's happening around the environment. That's what I focus on." Welfare officer Pita Foliaki Lokotui got a call from a farm worker standing outside a hospital after being raped, asking him how she was supposed to get home. Mr Lokotui helps seasonal workers from his birth country, Vanuatu, to navigate agricultural employment in Australia. He acts as a mediator between employer and wage earner under the Pacific Australia Labour Mobility (PALM) scheme, a seasonal worker program for Pacific islanders when businesses can't find enough locals to fill positions. But in this case, there was little he could do but "be a listening ear" for the worker, who was given a taxi voucher to get to the hospital. Someone was supposed to pick her up after she'd seen a doctor but, instead, the hospital reception was left with instructions to give her another voucher for the ride back to her temporary home, Mr Lokotui said. "If I look at it in terms of support through through a Vanuatu lens, it's appalling," he said. A veteran of farm work, Mr Lokotui spent seven years picking fruit after arriving in Australia in 2004, before working on bee hives and ultimately becoming a beekeeper himself. Now the Mildura resident in north-west Victoria helps condense all the information workers from Vanuatu might need about their rights and responsibilities in Australia to "proactively" address any issues that might arise once they get to their jobs. On June 25 he's helping launch a new Australian Human Rights Commission report into workplace sexual harassment of diverse and marginalised people, Speaking from Experience: What needs to change to address workplace sexual harassment. One in three Australian workers say they have experienced sexual harassment in the workplace, according to the commission. But that was much higher for particular groups of employees, including teenagers aged 15 to 17 (47 per cent), LGBTQIA+ people (46 per cent), Indigenous people (56 per cent), and people with a disability (48 per cent). The new report puts the voices and experiences of 300 people from diverse backgrounds, who have experienced sexual harassment at work, front and centre of the discussion. Their workplaces ranged from councils and fast food outlets, to hospitality, healthcare, farms, and community and professional services. Among the commission's 11 recommendations is to lift the lid of silence imposed on victims of harassment under non-disclosure (NDA) and other confidentiality agreements. "Contributors consistently noted that they felt NDAs and confidentiality agreements were used as a way to silence victim-survivors and protect perpetrators," sex discrimination commissioner Anna Cody said. "Many survivors may feel compelled to sign NDAs due to fear of losing future employment opportunities, professional retaliation, or reputational damage - despite the agreements often serving to protect the interests of organisations, such as minimising reputational risk," Dr Cody told ACM, the publisher of this masthead. She said NDAs "frequently" caused isolation, prevented victims from getting closure, and undermined transparency. Every employer had a responsibility to create a safe working environment. "By silencing those who experience workplace sexual harassment, identifying and addressing problems becomes very difficult," Dr Cody said. "This, in turn, perpetuates a culture of silence." The commission is recommending Australia adopts laws like those in Ireland to prevent employers from using NDAs in cases of harassment or discrimination unless the worker explicitly wants one. The employer would also need to fund independent legal advice for the worker in these cases. Mr Lokotui said seasonal farm workers - who came to Australia to earn money for a better life for them and their families - were often isolated and far from regional towns with little to do on their days off. It's why he focused his advocacy on preparing workers and helping create the safest work environments possible. "That's why I love beekeeping," he said. "Because with beekeeping you can't look at the bees and say, 'Why aren't you providing honey?'" You couldn't poke or kick the hive to force the bees to make honey, he said. "You need to understand what's happening around the environment. That's what I focus on."
Indian Express
02-06-2025
- Entertainment
- Indian Express
Aamir Khan reveals people thought his career was over after gaining weight for Dangal: ‘He cannot make a comeback now'
Famously known as 'Mr Perfectionist', Aamir Khan has often made headlines for his unique choice of films and his dedication to each of his roles. Despite his stellar career, Aamir has never placed much value on formal education. A college dropout himself, Aamir Khan recently said he has always been like Rancho from 3 Idiots. Speaking to Raj Shamani, Aamir Khan recalled his college days and said, 'I was always Rancho type who didn't care about certificates. I skipped formal education.' He said it was his real life choices and thinking process that made Rajkumar Hirani cast him as Rancho. 'One of the biggest reasons why Raju (Hirani) wanted me in the film is because of my thinking. That is my belief as well. That is who I am.' All the films that brought him immense fame are the ones he took big risks with. Be it Lagaan, which eventually went to the Oscars or Dangal, which broke all box office records, these are the projects that nobody believed in but Aamir Khan followed his instincts. ALSO READ | Thug Life controversy explained: From Kamal Haasan's controversial remark on Kannada language to petition in Karnataka high court He did, 'I also did Lagaan going by instincts. It was a time when everybody thought I was a fool to do it. They thought who will watch a film based on cricket. Even when I took up Rang De Basanti, it was the fifth remake of Bhagat Singh and Azad in that one and half year. It was extremely impractical to take up a subject made so often. Taare Zameen Par and Dangal, all of these projects were my impractical decisions. When I did Dangal, and gained weight for the same, I remember anybody who met me from the industry used to give me weird reactions. They would say, 'Aamir Khan gaya, he cannot make a comeback.' Their reactions used to be so funny. I have taken risks. All these decisions maine pagalpan mein li hai and I have been lucky.' Aamir Khan is currently gearing up for the release of Sitaare Zameen Par on June 20.
Time Business News
26-05-2025
- Time Business News
A Beginner's Guide To iPhone 16 Templates
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Involve lamination or guides that outline: The safe zone for interface elements Notification/status bar areas Mark or energetic Island placement Bottom indications bar margins This helps guarantee no essential elements get shut off during actual use. 4. Front & Back Views: For tangible goods designers,You need both front and back iphone is essential for simulations like cases,skins,or phone with modifiable layers for shadows and high points provide added fact. The Smart Guide To iPhone 16 Templates: An Efficient template isn't just correct-it's easy to work with,adjustable, and performance-friendly. Here's how to design one the smart way: 1. Use Layered Files for Flexibility: Always manufacture your templates with well-labeled elements like shadows,highlights,and User Interface components into create future modifications and helps cooperate understand your layout straightaway. 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Bring Your Templates To Life: A plain representation or outline isn't sufficient- today's buyers and customers want to see a world of focusing where simulation comes in. Add Ultra-fine shadows to enhance. Use reflections or angry stares to imitate a screen under light. Incorporate a natural background (e.g., hands holding the phone or desk layouts). Simulate real-use circumstances (apps in motion, hands tapping, dynamic transitions) If you fall into any of the following categories, working with updated iPhone 16 templates will significantly improve your workflow: App Developers: Create launch previews, promo images, or App Store screenshots Create launch previews, promo images, or App Store screenshots Digital Sellers: Market wallpapers, phone cases, or lock screen widgets Market wallpapers, phone cases, or lock screen widgets UI/UX Designers: Build interactive prototypes for iOS apps and mobile web Build interactive prototypes for iOS apps and mobile web eCommerce Entrepreneurs: Sell physical products that require visual placement on the latest devices Sell physical products that require visual placement on the latest devices Content Creators: Make Instagram Reels, TikTok videos, or YouTube thumbnails using device frames You could build everything from scratch—but why reinvent the wheel? Visit AK Digital File for professionally designed iPhone 16 Templates. They offer: Fully layered Power and Signal Distribution Systems and Artificial Intelligence files Realistic front and back views Smart objects for easy customization Commercial license for sellers and designers Compatibility with popular tools like Canva and Figma These templates are ideal for both beginner and advanced designers looking to elevate their visual presentations. Designing with an accurate, efficient iPhone 16 template is no longer optional—it's essential. The iPhone 16 brings a mix of subtle hardware shifts and big visual expectations from your audience. Whether you're creating product previews, app designs, or social media content, staying updated with the right template will save time, reduce design errors, and deliver better results. Start designing like a pro today with ready-to-use templates customized for the latest iPhone. TIME BUSINESS NEWS
