Standard Chartered Bank Botswana Limited ( 2011 Annual Report

first_imgStandard Chartered Bank Botswana Limited ( listed on the Botswana Stock Exchange under the Banking sector has released it’s 2011 annual report.For more information about Standard Chartered Bank Botswana Limited ( reports, abridged reports, interim earnings results and earnings presentations, visit the Standard Chartered Bank Botswana Limited ( company page on AfricanFinancials.Document: Standard Chartered Bank Botswana Limited (  2011 annual report.Company ProfileStandard Chartered Bank Botswana is a leading financial services company in Botswana; operating in the retail, corporate and institutional banking sector. The first branch was opened in 1897 which makes it the oldest financial institution in Botswana. Standard Chartered operates a network of 17 branches and agencies located in the major towns and cities of Botswana, and supported by a Loan Centre and Customer Call Centre. The retail banking division offers a range of transactional products and services, as well as solutions for wealth management and SME banking and lending. The Corporate and Institutional banking division caters for local businesses as well as multi-national corporations; with a product portfolio that includes cash management, trade services, syndications and lending, treasury services, foreign exchange, currency options, government bonds, high-yield deposits and liquidity management products. Standard Chartered Bank is highly respected for its adherence to corporate government standards and its commitment to uplift communities in Botswana through a dedicated community programme.last_img read more

Cim Financial Services Ltd ( 2016 Abridged Report

first_imgCim Financial Services Ltd ( listed on the Stock Exchange of Mauritius under the Financial sector has released it’s 2016 abridged results.For more information about Cim Financial Services Ltd ( reports, abridged reports, interim earnings results and earnings presentations, visit the Cim Financial Services Ltd ( company page on AfricanFinancials.Document: Cim Financial Services Ltd (  2016 abridged results.Company ProfileCim Financial Services Limited (Cim Group) is headquartered in Mauritius that is regulated by the bank of Mauritius as a non-banking deposit taking institution and licenced by the Financial Services Commission as a credit financing institution offering a range of credit.  The company avails individual consumers, SMEs and large corporates with financial services such as consumer finance, crediLimited t card, forex, leasing and factoring. Cim Financial Services is listed on the Stock Exchange of Mauritius.last_img read more

Britam Holdings Limited ( HY2016 Interim Report

first_imgBritam Holdings Limited ( listed on the Nairobi Securities Exchange under the Investment sector has released it’s 2016 interim results for the half year.For more information about Britam Holdings Limited ( reports, abridged reports, interim earnings results and earnings presentations, visit the Britam Holdings Limited ( company page on AfricanFinancials.Document: Britam Holdings Limited (  2016 interim results for the half year.Company ProfileBritam Holdings Limited is an investment holding company providing solutions for insurance, investment management and property management for the personal, commercial and corporate sectors. The company services markets in Kenya, Uganda, Tanzania, Rwanda, South Sudan, Malawi and Mozambique. Britam Holdings Limited also offers solutions for short- and long-term insurance, asset management and property management. Personal and corporate solutions are available for individual and group life, pension, medical, micro and general insurance. Its insurance product offering covers unit-linked products and plans for education, whole-life plans, life, critical illness, disability as well as products covering fire, aviation, engineering, motor, marine, personal accidents, liability, theft and workers compensation. Britam Holdings Limited specialist divisions deal with discretionary/segregated portfolio management, wealth management and unit trusts. The company has interests in purchasing and selling properties and developing, leasing or renting land. Formerly known as British-American Investments Company (Kenya) Limited when it was founded in 1920, the company changed its name to Britam Holdings Limited in 2015. The company head office is in Nairobi, Kenya. Britam Holdings Limited is listed on the Nairobi Securities Exchangelast_img read more

Convicted Sex Offender Accused of Kidnapping Two Pasadena Women to be Arraigned Friday

first_img Community News A 38-year-old Compton man who had been convicted in 2008 for assault to commit mayhem will be arranged Friday, May 20, at the Pasadena Courthouse for a new charge of kidnapping for purposes of sexual assault filed by two 18-year-old women earlier this month.Anthony Seth McDaniel was arrested by the United States Marshal’s Pacific Southwest Fugitive Task Force on May 4, as he was leaving work in Carson. The two women had complained he had offered them a ride in his pick-up truck on April 30 but later demanded sexual acts and threatened to kill one of the victims with a handgun.Pasadena police said McDaniel saw the two women waiting at a bus stop in Pasadena at about 10 p.m. on April 30 and offered them a ride. The women accepted the offer but later on noticed the suspect was not driving them to the direction they requested.One of the women saw a chance to open the truck’s door and jump out of the vehicle. She was later transported to a hospital due to a broken ankle.The other victim related to police she was threatened with a handgun while still inside the suspect’s vehicle. Near the 110 freeway at Olympic Blvd., she yanked at the steering wheel, causing the truck to crash into another vehicle. The suspect opened the front passenger door and pushed to victim out of the truck, according to police. She was later contacted by a CHP officer who learned about the kidnapping and drove the victim to the Pasadena Police Department.Detectives later found out about McDaniel’s previous conviction and learned he was outfitted with a GPS monitoring device.After his arrest on May 4, McDaniel was booked at the Los Angeles County Jail with a $2 million bail. faithfernandez More » ShareTweetShare on Google+Pin on PinterestSend with WhatsApp,Virtual Schools PasadenaHomes Solve Community/Gov/Pub SafetyPasadena Public WorksPasadena Water and PowerPASADENA EVENTS & ACTIVITIES CALENDARClick here for Movie Showtimes More Cool Stuff Make a comment Subscribe Your email address will not be published. Required fields are marked * Top of the News First Heatwave Expected Next Week HerbeautyA Mental Health Chatbot Which Helps People With DepressionHerbeautyHerbeautyHerbeauty8 Easy Exotic Meals Anyone Can MakeHerbeautyHerbeautyHerbeautyWeird Types Of Massage Not Everyone Dares To TryHerbeautyHerbeautyHerbeauty6 Strong Female TV Characters Who Deserve To Have A SpinoffHerbeautyHerbeautyHerbeautyYou Can’t Go Past Our Healthy Quick RecipesHerbeautyHerbeautyHerbeautyThis Trend Looks Kind Of Cool!HerbeautyHerbeauty 3 recommended0 commentsShareShareTweetSharePin it center_img Name (required)  Mail (required) (not be published)  Website  Community News Business News Public Safety Convicted Sex Offender Accused of Kidnapping Two Pasadena Women to be Arraigned Friday Published on Tuesday, May 17, 2016 | 1:57 pm Home of the Week: Unique Pasadena Home Located on Madeline Drive, Pasadena EVENTS & ENTERTAINMENT | FOOD & DRINK | THE ARTS | REAL ESTATE | HOME & GARDEN | WELLNESS | SOCIAL SCENE | GETAWAYS | PARENTS & KIDS Pasadena Will Allow Vaccinated People to Go Without Masks in Most Settings Starting on Tuesday Pasadena’s ‘626 Day’ Aims to Celebrate City, Boost Local Economy Get our daily Pasadena newspaper in your email box. Free.Get all the latest Pasadena news, more than 10 fresh stories daily, 7 days a week at 7 a.m.last_img read more

Government Continues to Hold Firms, But Not Individuals, Accountable

first_img Related Articles The Best Markets For Residential Property Investors 2 days ago Brian Honea’s writing and editing career spans nearly two decades across many forms of media. He served as sports editor for two suburban newspaper chains in the DFW area and has freelanced for such publications as the Yahoo! Contributor Network, Dallas Home Improvement magazine, and the Dallas Morning News. He has written four non-fiction sports books, the latest of which, The Life of Coach Chuck Curtis, was published by the TCU Press in December 2014. A lifelong Texan, Brian received his master’s degree from Amberton University in Garland. Demand Propels Home Prices Upward 2 days ago Data Provider Black Knight to Acquire Top of Mind 2 days ago Department of Justice Financial Crisis Settlements 2016-02-15 Brian Honea February 15, 2016 970 Views Share Save Tagged with: Department of Justice Financial Crisis Settlements Subscribe Sign up for DS News Daily Servicers Navigate the Post-Pandemic World 2 days ago A memo issued by the U.S. Department of Justice in September 2015 stated that the department would seek to prosecute individuals and not just firms for their role in precipitating the financial crisis in 2008. Despite this memo, no announcements have been made regarding the prosecution of individuals despite three notable settlements with firms in the last five months.The Justice Department is not the only entity in the last few months to vow to crack down on Wall Street. Democratic presidential hopefuls Bernie Sanders and Hillary Clinton, duSettlring their respective campaigns, have both vowed repeatedly to get tough on Wall Street banks and financial institutions that break the law.The latest settlement occurred last week when Morgan Stanley agreed to pay $3.2 billion to resolve claims that the investment banking firm misled investors as to the quality of mortgage-backed securities in the run-up to the crisis. It was the fourth completed multi-billion dollar settlement between the government and the largest financial firms over its mortgage practices—with still no prosecutions of individuals.“One of the most effective ways to combat corporate misconduct is by seeking accountability from the individuals who perpetuated the wrongdoing,” Deputy Attorney General Sally Q. Yates wrote. “Such accountability is important for several reasons: it deters future illegal activity, it incentivizes changes in corporate behavior, it ensures that the proper parties are held responsible for their actions, and it promotes the public’s confidence in our justice system.”In January, Goldman Sachs agreed in principle to a settlement for $5.1 billion over its MBS practices. When that settlement is complete, it will be the fifth multi-billion dollar agreement over the sales of toxic MBS between the federal government and financial institutions. The DOJ has settled with JPMorgan Chase (a then-record $13 billion in November 2013), Citi ($7 billion in July 2014), and Bank of America (a record $16.65 billion in August 2014) for selling toxic-mortgage backed securities to investors in the run-up to the crisis.In early February, HSBC Bank reached a settlement for $470 million with several federal agencies and almost every state attorney general regarding “mortgage origination, servicing, and foreclosure abuses.”The settlements may not be done yet—there is widespread speculation that Deutsche Bank will settle with the government over RMBS practices this year. There is also speculation that the Royal Bank of Scotland will settle for a multi-billion dollar amount with the FHFA for allegedly selling toxic RMBS to Fannie Mae and Freddie Mac before the crisis.While it has been less than six months since the Yates memo was issued, one must ask the question: Will the government hold executives from these firms accountable, or will the government continue to reach multi-billion dollar settlements with the firms and be satisfied that justice was served? Servicers Navigate the Post-Pandemic World 2 days ago Home / Daily Dose / Government Continues to Hold Firms, But Not Individuals, Accountable Governmental Measures Target Expanded Access to Affordable Housing 2 days ago Previous: Fairholme Demands the Government Turn Over Documents in GSE Profit Suit Next: DS News Webcast: Tuesday 2/16/2016  Print This Post in Daily Dose, Featured, Government, News Data Provider Black Knight to Acquire Top of Mind 2 days ago Government Continues to Hold Firms, But Not Individuals, Accountable Governmental Measures Target Expanded Access to Affordable Housing 2 days ago Demand Propels Home Prices Upward 2 days ago About Author: Brian Honea The Week Ahead: Nearing the Forbearance Exit 2 days ago The Best Markets For Residential Property Investors 2 days agolast_img read more

Multi-play unit to be installed at Bernard McGlinchey Town Park

first_img DL Debate – 24/05/21 By News Highland – May 4, 2018 Multi-play unit to be installed at Bernard McGlinchey Town Park Pinterest RELATED ARTICLESMORE FROM AUTHOR Twitter Twitter WhatsApp Derry draw with Pats: Higgins & Thomson Reaction Facebook Facebook Google+center_img Pinterest AudioHomepage BannerNews Journey home will be easier – Paul Hegarty FT Report: Derry City 2 St Pats 2 Previous articleESB warn of dangers of swimming in reservoirsNext articlePSNI dealing with a further two security alerts in Derry News Highland WhatsApp Further works are due to commence in the coming weeks at the Bernard McGlinchey Town Park.Works will include the installation of a multi-play unit in the play area of the park and it has also been confirmed that all equipment at the new Letterkenny Outdoor Gym, will be operational in the next two weeks.Local Councillor Dessie Shiels says the constant development of facilities at Letterkenny Town Park means there is something for everyone:Audio Player Up/Down Arrow keys to increase or decrease volume. Google+ Harps come back to win in Waterford News, Sport and Obituaries on Monday May 24thlast_img read more

Bereavement room opens in maternity unit of LUH

first_img Arranmore progress and potential flagged as population grows Pinterest By News Highland – January 24, 2019 Facebook Pinterest Google+ Evelyn Smith, (second from right) Head of midwifery at Letterkenny University Hospital pictured with staff at the opening if the Bereavement room. (North West Newspix)A new bereavement room has been opened in the maternity unit of Letterkenny University Hospital.The room will be known as the Butterfly Room, inspired by Féileacáin, the Stillbirth and Neonatal Death Association of Ireland.The Butterfly Room at Letterkenny University Hospital has been designed for bereaved parents and their families.It is a private, spacious and soundproof area which will allow parents quiet time to spend with their baby and loved ones, while still receiving support and assistance from staff.Director of Midwifery, Evelyn Smith says the significance of this new development is to offer some small comfort to families whose baby has died before or shortly after birth.The room has been funded by HSE and Féileacáin, a double bed has also been donated by the parents of Beth Hope in her memory. Twitter WhatsApp Facebook Google+ RELATED ARTICLESMORE FROM AUTHORcenter_img Twitter Important message for people attending LUH’s INR clinic DL Debate – 24/05/21 Bereavement room opens in maternity unit of LUH Homepage BannerNews Loganair’s new Derry – Liverpool air service takes off from CODA Previous articlePossible increase to Muff-Buncrana bus serviceNext articleCEO of Udaras clarifies details over empty units News Highland Harps come back to win in Waterford WhatsApp News, Sport and Obituaries on Monday May 24th last_img read more

Breaking down the barriers

Previous Article Next Article Breaking down the barriersOn 1 Mar 2001 in Personnel Today Comments are closed. New laws and business pressures meanthat organisations must attend to diversity issues. Elaine Essery looks at apan-European project that helps to get the relevant training off to a flyingstartAs managing diversity moves higherup the list of priorities at many organisations, an ambitious new project seeksto turn the rhetoric into reality.Sheffield Hallam University BusinessSchool has secured funding from the European Commission to develop a DiversityEnabling Framework in partnership with organisations in Italy, Spain andSweden. The year-long project aims toproduce a practical toolkit to help employers tackle diversity by drawing oncurrent good practice and sharing the knowledge and experiences oftransnational partners. It seeks to build a consensus on how to tackle commonproblems within the European Union, whilst promoting cumulative learning. The initiative is the brainchild ofDr Nav Khera, an expert in managing diversity and consultant to the EuropeanCommission who served on both the Euro- pean anti-discrimination directivesadopted in the last year within the Amsterdam Treaty. Khera is passionate about the needfor social inclusion and about empowering organisations to manage diversity.“If you want to enforce anti-discrimination laws you’ve got to start poolingknowledge and action,” he says. “Many organisations are in a deficitmodel not because of sinister designs on exclusion, but because they simplydon’t know what to do. I want to teach organisations to fish, not just give thema fish.” Massive distinctionKhera wants to see the term“managing diversity” used as common parlance and is keen to distinguish it fromequal opportunities. “The distinction is a massive one,” he stresses.“Equal opportunities is aboutletting people in, but managing diversity is about what you do with them onceyou’ve let them in.” “Basically, it’s about getting fromour employees the best they’ve got to offer and, if we do it well, giving themthe best we have to offer. That’s the definition of good management.” The project will take anacross-the-board or “horizontal” approach, looking principally at race,disability, age and sexual orientation in a bid to combat discrimination ondifferent grounds. Sheffield-based project leader,Jacqui Yates, explains, “We need to recognise that things don’t happen inpigeon holes. People are sometimes badly treated for a number of reasons. Theydon’t always get discriminated against because they’re black, for example: it’smuch more complex and holistic.” The project is needed becausecosmetic approaches have not worked, says Yates. “A lot of organisations claimto be committed to equal opportunities and have policies and glossy documents.”Issues not addressed “But whether that translates intothe way people are recruited, trained and managed, the way the organisationworks with its customers and evaluates what it does in the area of managingdiversity – all those issues are not addressed,” she says. Her view is borne out by thefindings of a recent survey carried out by the Industrial Society. Two out of three respondents saidthat diversity was a high priority and 77 per cent expect it to become evenmore important to their organisation over the next couple of years. But the survey showed that less thanhalf had relevant strategies in place. Falling foul of the law is just one ofthe damaging effects of failing to match good intentions with commitment inpractice. Over 40 per cent of respondents saidthey had been involved in tribunal cases regarding diversity/equality issues.Increasing legislation and regulation is one of the drivers which will promptaction. Diana Worman is diversity adviserwith the Chartered Institute for Personnel and Development and is involved withthe Sheffield Hallam project. She says, “Most people will only start to thinkabout the issues if they’ve got pressure to make them do that. “There’s a lot more legislationcoming out of Europe, in particular in the field of human rights, and we’rewaiting to see what the impact of that will be.”Looking out for law “Because there’s so much regulationaround, the challenge to HR is to think, ‘What is around? What law can I becaught out by?’ and so on.” There is also a sound business case.Because organisations are now operating in a very competitive globalmarketplace, they are having to look for new ways and new solutions to thechallenges of dealing with the world the way it is. And it is a world that is changingmore quickly than we might appreciate, with intensive travel, improved communicationstechnology, demographic changes and different social expectations all impactingon the business environment. “The war for talent and newresourcing practices will force more HR activity,” Worman believes. “There are a lot of arguments aboutthe business case – and what competitors are doing and why they are real moversfor systemic change. “The more people understand thevarious levers, the more they’re likely to make the waves that need to happen,because it’s all about change management.” There is a clear need to get thediversity message out of the HR box. Respondents to the Industrial Societysurvey said that the attitude of line managers (42 per cent) and businesspressures on line managers (41 per cent) were among the main barriers toachieving progress in diversity. Understanding relevance“How you influence and help the lineto understand why it’s relevant to what they’re doing is very hard because HRpeople have been grappling to get things right in their own area ofresponsibility,” says Worman. “It’s a question of trying to get asmany people as possible to understand more of the issues.” The starting point for the partners,led by Sheffield Hallam, is to find out what has been done in otherorganisations and other cities, draw it together and put it into a format thatis manageable and accessible. A comprehensive modularised toolkitwill be the result, which people can use to meet their own needs.“The Diversity Enabling Frameworkwon’t be a prescription of what you ought to do,” says Yates. “It will be someoptions, some ways of thinking, some schemes that others have used that peoplemight find useful and prompt them to think about their own organisation – howit interacts with the community and how it treats its staff.” That way the important principle ofsubsidiarity within the EU will be maintained, whereby member states willcontinue to have their own say and adapt things in a local context. Initially the toolkit will be usedby the people involved in the project. They will be trained in its use by staffat Sheffield Hallam so that they can act as change agents by training trainershow to implement it in other organisations. But its impact will become muchgreater. In December Sheffield Hallam will present its final report on theproject to Brussels. Rolling out frameworkThe university will then focus onrolling out the framework within Britain and will work with the CIPD inpromoting its use among HR and training professionals. Transnational partners will do thesame in their countries, as it is to be translated into Italian, Spanish andSwedish. Longer term, Yates wants to see itdeveloped as a dynamic resource for a wider population. “I would see it assomething which gradually keeps evolving as things go out of date and new ideascome in,” she says. Use of a “diversity” symbol isproposed for those organisations that participate in the Diversity EnablingFramework, though the project leaders and management board have yet to work outthe detail of how such a kitemark would be awarded.Committed to the concept “To have a kitemark woulddemonstrate that an organisation was committed to the concept behind theframework and was taking forward its plans to implement it,” Yates explains. “It will be an important signal toemployees and customers, so I think it’s going to be an attractive thing fororganisations to have.” Sheffield City Council leader, PeterMoore, agrees. “If you can put the logo on your headed notepaper it’s like IIP– it shows that you’re a good, forward-thinking employer. These sort of thingsalways add value to a business.” Since diversity is an inclusiveconcept, active involvement of stakeholders, including those groups affected bydiscrimination, is key to the management of the project. Two major employers in the area –Sheffield City Council and Central Sheffield Universities Hospital Trust – areparticipants. So are bodies such as the BlackCommunity Forum and the Council’s Disability Consultative Committee. Christine Barton is part of that committee.“We want to ensure that whatever enabling framework is produced it’s one thatdisabled people can sign up to. “In the timescale we hope that theinitiative will bring best practice to people’s perspective across a fairlywide audience and, what’s more, it will be good practice that we – disabledpeople – have identified,” Barton said.The transnational aspect of theproject is of great interest to Barton. “There are enormous differences inperspectives across Europe, particularly between somewhere like Sweden andsomewhere like Italy and that’s a debate that needs to be entered into,” shesays. Starting debate“Perhaps another outcome of thisproject would be that it allows us to some extent to start that debate.” Participating employers see a rangeof benefits from the project, both in terms of their staff and the widercommunity. “We already do a lot of training inequal opportunities, but recognise that we still have a long way to go. Thetoolkit could be the way in which we achieve our aim of raising awareness ofdiversity issues throughout the whole organisation,” says senior personnelmanager at Central Sheffield Universities Hospital Trust John Friend.“One of the main benefits we want tosee is better recruitment and retention which is a problem with particularstaff groups. “Other benefits are a little lesstangible. They’re about being an even better employer and fitting in right withthe local community.” Moore believes that having thetoolkit to help tackle diversity within the organisation has to be of benefitto the council as an employer of 19,000 people. Carrot to employersBut its chief benefit is acting as acarrot to the potential new employers and investors Sheffield is trying toattract. “It’s another string to our bow,” he says. “We will be able to givethem the means to tackle diversity – because the legislation is there thatneeds to be adhered to. “Most employers want to be equalopportunity employers and it’s one more good thing we can offer potentialemployers and investors in the City.” The road to managing diversity is along one, but the journey is essential for business growth. “We have to learnbetter that it doesn’t matter what a person looks like or acts like,” saysKhera. “More important is how they deliverthe job outcomes necessary to achieve the organisation’s goals. “Imperative to progress is that weunderstand that neither our staff nor our customers are homogeneous in anyconceivable way.” Khera does not underestimate the enormityof the challenge and how it can overwhelm employers. His message to them is reassuring:“Help is at hand. Here’s what we’re giving you and we’re teaching you how touse it. “You can integrate this into yourown practices and it will help you manage your business better.” This article reflects the author’sviews. The European Commission is not liable for any use that may be made ofthe information contained hereinManagingdiversity The business benefits are:– Attracting and retaining the best people– Maximising employee contribution – Boosting morale – Reducing absenteeism– Complying with EU legislation suchas the Human rights Act and the directive on Race which has to be implementedby 2003– Avoiding legal costs – Enhancing company image – Improving customer relations – Accessing new markets – Increasing competitivenessManagingdiversity – the Swedish viewDiversity is high on the politicalagenda in Sweden, according to Gunilla Jansson, development manager with the FireBrigade in Malmö, one of the transnational partners. “About 40 per cent of the populationin Malmö is from abroad. There’s a lot of social discussion and problems aboutimmigration, so the project is particularly relevant to our city,” saysJansson. She sees the need for the workforceto reflect the diversity of the population. “When you’re used to working with aparticular kind of people, you have to look around you and see that there areother groups of people you can work with. “We need those people in ourorganisations who can talk to, inform and educate others,” she says. “A project like this is interestingbecause it can open your eyes to things you need to do. It gives us anopportunity to discuss with other countries and share knowledge – it’s alearning experience.” Jansson says the project partnerswill be able to learn something about equality in the workplace from Sweden,especially from her own organisation.“The fire brigade here in Malmö isvery good at training and education and that’s why this project is veryinteresting because it concentrates on training. I think we can give yousomething there,” she adds. Related posts:No related photos. read more

Paul Rhodes opens second bakery outlet

first_imgGreenwich bakery Paul Rhodes London has opened a second upmarket shop in Notting Hill and hopes to open two more next year in the capital.The new store is twice the size of the firm’s first outlet in Greenwich, opened in 2008, and includes a 25-seater café. It sells artisan breads, produced at its central Greenwich bakery, including sourdoughs, focaccia, brioche, soda bread and British multigrains, alongside pastries, cakes, sandwiches, quiche and pizza.Set up by then-three Michelin-starred chef Paul Rhodes in 2003, the bakery supplies around 250 wholesale customers in the capital including restaurants and hotels.last_img

Ween, Tame Impala & More Make For An Unforgettable Project Pabst Weekend

first_imgLast weekend marked the return of Project Pabst to Portland, OR, as the two-day MusicfestNW event took over the Pacific Northwest city with some incredible performances. From August 27-28, Portland was treated to some great music from artists like Duran Duran, Ween, Tame Impala, Ice Cube, Nathaniel Rateliff & The Night Sweats and so many more!Fortunately,Greg Homolka Photography was on the scene to capture the festivities. Check out his images from the festival, posted below!A$AP FergDuran DuranLiv WarfieldNathaniel Rateliff & The Night SweatsIce CubeSTRFKRDiarrhea PlanetDrive Like JehuHop AlongTame ImpalaWeen Load remaining imageslast_img