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To provide an overview of a new, streamlined process from the Division of Swap Dealer and Intermediary Oversight (DSIO) of the Commodity Futures Trading Commission (CFTC) by which a commodity pool operator (CPO) may request expedited no-action relief for failure to register under Section 4m(1) of the Commodity Exchange Act if such CPO has designated another, registered CPO to serve as the CPO of the commodity pool.

Explains the background to the CPO registration no-action relief related to CPO delegation and the streamlined process for requesting no-action relief, including the procedure for requesting relief and the applicable criteria that must be satisfied to utilize the streamlined process.

By providing an alternative, streamlined process for requesting no-action relief from CPO registration in the context of delegation arrangements in certain circumstances, the CFTC staff is attempting to facilitate obtaining such relief, particularly since relief may be sought on behalf of multiple commodity pools by means of a single request. However, the criteria that must be fulfilled in order to utilize the streamlined process are not necessarily applicable to all CPOs and in all scenarios. Thus, certain CPOs may need to request no-action relief outside of the new, streamlined process or consider alternative fund structures.

Practical guidance from experienced asset management lawyers.

Facebook groups provide a forum for members to post content and engage with others through comments. Sometimes members behave poorly and violate the expectations of group members. In this study, the authors build a research framework based on expectancy violation theory (EVT) to predict and better understand the behaviour and responses of members when faced with violations in their groups.

Facebook group members completed surveys regarding their interactions in social media groups. The independent variable predictors in the study were categorized by personal characteristics, relationship characteristics and group characteristics. Participants also identified expectancy violations they had encountered (either severe or mild) and identified how they would react to the two types of violations. Regression models were developed for severe and mild violations.

The regression models show that personal characteristics such as age, gender and marital status; relationship characteristics such as their social media usage frequency and their social media engagement level; group characteristics such as anonymity of users and purpose of the group as well as the perceived severity of the violation influence how a member will respond to the expectancy violation.

The research study extends the existing expectancy violation literature by providing a comprehensive framework to predict how users will react to negative expectancy violations. This study also has practical implications for how group administrators might manage expectancy violations.

The purpose of this paper is to identify the case for taking employee health and wellbeing into account in some way and to consider a range of objections that might be raised against such exercises.

The paper identifies the existence of a persistent sickness absence as a cause for concern for a range of stakeholders and how it might be accounted for in the light of recent developments within the intellectual capital field. Attention then turns to some of the difficulties such well meaning interventions might encounter, and briefly considers how a self‐accounting approach might in some part overcome these.

The paper finds that a programme of empirical research within the field of employee health and wellbeing is now required to ensure that employee health and wellbeing into account.

While predominantly a discursive contribution to the literature, the paper incorporates some discussion of innovative accounting interventions.

In contrast to viewing sickness absence from a cost perspective, the paper encourages stakeholders to embrace a wider spectrum of ways of seeing to better understand employee health and wellbeing issues in the work place.