Companies news of 2006-12-26 (page 1)

  • Elbit Systems Border Control Management System (BCMS) Inaugurated by The Israeli Police
  • Next Inning Technology Updates Outlooks for SanDisk, Micron Technology, Qimonda, and...
  • Nike Issues New Year's ChallengeTrack Maria Sharapova, LeBron James and More at...
  • Forty Percent of Employers to Add Jobs in 2007, CareerBuilder.com Survey Finds
  • Chicago Is Top Destination to Ring in 2007 for Third Year Running, According to...
  • Forty Percent of Employers to Add Jobs in 2007, CareerBuilder.com Survey FindsBigger...
  • Quarante pour cent des employeurs offriront plus d'emplois en 2007, selon un sondage de...
  • Shelron Group Expects Increased Q4 2006 RevenuesCompany Attributes Growth to Booming...
  • SMART Modular Technologies Announces Filing of Registration Statement for Secondary...
  • Level 3 to Acquire SAVVIS Content Delivery NetworkTransaction Combines Industry Leading...
  • Linktone to Establish Exclusive Partnership With Hainan Satellite ('Travel Channel China')...
  • POW! Entertainment Gains Foothold in Sixty Billion Dollar Wireless Market



    Elbit Systems Border Control Management System (BCMS) Inaugurated by The Israeli Police

    HAIFA, Israel, Dec. 26 /PRNewswire-FirstCall/ -- Elbit Systems Ltd. announced that its Border Control Management System for the Israeli Police named ROTEM was inaugurated today. The innovative system interfaces with all government and security agencies in Israel, managing all entry and exit posts including: airports, seaports and land crossings.

    A national project, the border control system operates on three levels, including identification of the person, tapping all relevant national data sources, and enabling the border controller various options for handling each individual case, while updating all relevant databases.

    ROTEM is designed to address the country's changing security and civilian needs, enabling dynamic management of border control, providing an integrated border control and management system for processing passengers and vehicles at the various border points.

    The ROTEM system incorporates cutting edge IT and technological applications, and is based on an integrated name-matching engine - Soundex. The innovative architecture allows the performance of several complex actions in a relatively short response time, while maintaining strict information security measures, survivability and redundancy. The system is supported by Elbit Systems Group's integrative and comprehensive IT systems and adheres to other highly advanced data management systems developed by the Group.

    About Elbit Systems

    Elbit Systems Ltd. is an international defense electronics company engaged in a wide range of defense-related programs throughout the world. The Elbit Systems Group, which includes the company and its subsidiaries, operates in the areas of aerospace, land and naval systems, command, control, communications, computers, intelligence, surveillance and reconnaissance ("C4ISR"), advanced electro-optic and space technologies, EW suites, airborne warning systems, ELINT systems, data links and military communications systems and equipment. The Group also focuses on the upgrading of existing military platforms and developing new technologies for defense and homeland security applications.

    Contacts Company contact IR Contacts Ilan Pacholder, Corporate Secretary and Ehud Helft/Kenny Green VP Finance & Capital Markets Elbit Systems Ltd. GK International Tel: 972-4-831-6632 Tel: 1-866-704-6710 Fax: 972-4-831- 6659 Fax: 972-3-607-4711 pacholder@elbit.co.il ehud@gk-biz.comkenny@gk-biz.com

    STATEMENTS IN THIS PRESS RELEASE WHICH ARE NOT HISTORICAL DATA ARE FORWARD-LOOKING STATEMENTS WHICH INVOLVE KNOWN AND UNKNOWN RISKS, UNCERTAINTIES OR OTHER FACTORS NOT UNDER THE COMPANY'S CONTROL, WHICH MAY CAUSE ACTUAL RESULTS, PERFORMANCE OR ACHIEVEMENTS OF THE COMPANY TO BE MATERIALLY DIFFERENT FROM THE RESULTS, PERFORMANCE OR OTHER EXPECTATIONS IMPLIED BY THESE FORWARD-LOOKING STATEMENTS. THESE FACTORS INCLUDE, BUT ARE NOT LIMITED TO, THOSE DETAILED IN THE COMPANY'S PERIODIC FILINGS WITH THE SECURITIES AND EXCHANGE COMMISSION.

    Elbit Systems Ltd.

    CONTACT: Company contact, Ilan Pacholder, Corporate Secretary and VP
    Finance & Capital Markets, Elbit Systems Ltd., +972-4-831-6632,
    Fax: +972-4-831-6659, pacholder@elbit.co.il; IR Contacts, Ehud Helft
    or Kenny Green, GK International, +1-866-704-6710, Fax: +972-3-607-4711,
    ehud@gk-biz.comkenny@gk-biz.com

    Web site: http://www.elbitsystems.com/




    Next Inning Technology Updates Outlooks for SanDisk, Micron Technology, Qimonda, and Spansion

    PRINCETON, N.J., Dec. 26 /PRNewswire/ -- Next Inning Technology Research (http://www.nextinning.com/), a subscription service focused on semiconductor and technology stocks, announced it has updated outlooks for SanDisk , Micron Technology , Qimonda , and Spansion .

    New subscribers will also receive Next Inning's Q3 State of Tech report, a $149 value, free when they sign up for a complimentary 21-day trial subscription to Next Inning. In its entirety, Next Inning's Q3 State of Tech report is nearly 100 pages chock-full of charts, tables, and actionable investment commentary:

    https://www.nextinning.com/subscribe/index.php?refer=prn398

    In response to recent member inquiries, Editor Paul McWilliams wrote: "It should be no surprise to even casual observers, let alone Next Inning members, that Micron reported very strong profits during its November quarter; after all, for several months now, we've been reporting that DRAM revenues have topped all but the amazing records set during the shortage of 1995. However, based on the fact both Micron and DRAM maker Qimonda, which was spun off of Infineon earlier this year, are both trading strong this morning, it looks like Wall Street wasn't watching as closely as I had thought..."

    McWilliams looks at these topics: -- McWilliams suggested selling SanDisk when it peaked in January, buying in July at about $37, and selling in September slightly above $59. What is his current outlook for the stock? -- Does McWilliams recommend holding Micron and Qimonda heading into 2007? -- Does McWilliams' view on Spansion differ from his outlook for the rest of the memory market?

    Founded in September 2002, Next Inning's model portfolio has returned 273% since its inception versus 85% for the Nasdaq.

    About Next Inning:

    Next Inning is a subscription financial newsletter focused on technology stocks. Editor Paul McWilliams is a 20+-year industry veteran.

    NOTE: This release was published by Indie Research Advisors, LLC (CRD #131926), a registered investment advisor with the NASD and State of NJ. Past performance does not guarantee future results. Investors should always research companies and securities before making any investments. Nothing herein should be construed as an offer or solicitation to buy or sell any security.

    CONTACT: Marcie Martin, Next Inning Technology Research, +1-888-278-5515

    Indie Research Advisors, LLC

    CONTACT: Marcie Martin, Next Inning Technology Research,
    +1-888-278-5515

    Web site: http://www.nextinning.com/




    Nike Issues New Year's ChallengeTrack Maria Sharapova, LeBron James and More at www.NikePlus.com

    BEAVERTON, Ore., Dec. 26 /PRNewswire-FirstCall/ -- New Year celebrations typically come with inspirational stories of resolutions set and the expectation of heart-warming endings and goals achieved. But when was the last time unsuccessful bids at New Year's achievements were documented?

    Nike has created a real look at the consequences some runners must endure for failing to meet the goals they set in challenges with friends. Visitors to http://www.nikeplus.com/ can watch runners who did not live up to their challenges bob for lobsters, have their nose hairs plucked and be duct-taped to a bucking mechanical bull named Helga.

    Beginning now, runners can issue challenges to themselves and to their friends at http://www.nikeplus.com/, the Nike+ system which helps track miles, pace, time and calories burned. After January 31st, Nike will begin posting the consequences of those unaccomplished challenges on the site as shared by the runners themselves.

    The most publicized challenge will come from tennis superstar Maria Sharapova and be directed at NBA All-Star LeBron James. The challenge lives now at http://www.nikeplus.com/ but will air on network television as part of a national ad campaign to debut on December 25, 2006.

    Maria's challenge is simple. She will run more miles than LeBron in January. If she falls short, she will leave the tennis court for the basketball court and serve as LeBron's personal water girl at a game of his choice. If Maria outruns LeBron in January, then he must downsize from basketballs to tennis balls and act as a ball boy during a match of Maria's choice.

    Consumers can vote for who they think will win by using their own accumulated Nike+ miles. By contributing their Nike+ miles to either Maria or LeBron they can help swing the vote and determine who will be the winner and who must perform the forfeit. Beginning January 1, 2006, the Maria-LeBron challenge can be tracked at http://www.nikeplus.com/

    Without motivation it's too easy to give up or fall short on a resolution. Nike+ is the ultimate personal coach and monitoring system to chart the progress made against a resolution, with a community of users built around helping people accomplish their fitness goals.

    As an added incentive, NikeGO will donate $1 of retail product (up to $50,000) to support physical activity and sports programs to select Boys and Girls Clubs for every Resolution met during the NIKE+ New Year's Resolution Challenge. NikeGO is Nike's signature U.S. community affairs initiative and the company's long-term commitment to getting kids more physically active. Log on to nikego.com for more details.

    ABOUT NIKE PLUS

    Nike and Apple(R) announced a partnership bringing the worlds of sports and music together like never before with the launch of innovative Nike+iPod products. The first product developed though this partnership is the Nike+iPod Sport Kit, a wireless system that allows Nike+ footwear to talk with your iPod(R) nano to connect you to the ultimate personal running and workout experience.

    With the Nike+ footwear connected to iPod nano through the Nike+iPod Sport Kit, information on time, distance, calories burned and pace is stored on iPod and displayed on the screen; real-time audible feedback also is provided through headphones. The kit includes an in-shoe sensor and a receiver that attaches to iPod. A new Nike Sport Music section on the iTunes(R) Music Store and a new nikeplus.com personal service site help maximize the Nike+iPod experience.

    ABOUT NIKE, INC.

    Based near Beaverton, Oregon is the world's leading designer, marketer and distributor of authentic athletic footwear, apparel, equipment and accessories for a wide variety of sports and fitness activities. Wholly owned Nike subsidiaries include Converse Inc., which designs, markets and distributes athletic footwear, apparel and accessories; NIKE Bauer Hockey Inc., a leading designer and distributor of hockey equipment; Cole Haan, which designs, markets, and distributes fine dress and casual shoes and accessories; Hurley International LLC, which designs, markets and distributes action sports and youth lifestyle footwear, apparel and accessories and Exeter Brands Group LLC, which designs and markets athletic footwear and apparel for the value retail channel.

    Photo: http://www.newscom.com/cgi-bin/prnh/19990818/NIKELOGO
    AP Archive: http://photoarchive.ap.org/
    PRN Photo Desk, photodesk@prnewswire.com Nike

    CONTACT: New York Media Relations, +1-212-367-4447, or GCI,
    +1-212-537-8094, both for Nike

    Web site: http://www.nikebiz.com/




    Forty Percent of Employers to Add Jobs in 2007, CareerBuilder.com Survey Finds

    CHICAGO, December 26 /PRNewswire/ --

    - Bigger Paychecks, More Promotions, Flexible Schedules, Prolonged Retirement and Recruitment of Hispanic Workers Among Seven Major Trends for the New Year

    CareerBuilder.com, the nation's largest online job site with more than 23 million unique visitors and over 1.5 million jobs, released the results of its latest survey, conducted by Harris Interactive(R), tracking projected hiring trends for 2007. The survey, titled "2007 Job Forecast," was conducted from November 17 through December 11, 2006 of 2,627 hiring managers and human resource professionals in private sector companies.

    "Recent reports from the U.S. Department of Labor support a sense in the market that the economy is slowing at a gradual, reasonable pace and inflation has steadied," said Matt Ferguson, CEO of CareerBuilder.com. "This bodes well for job creation as economists and employers alike predict a moderated, yet stable, hiring environment to carry over into the New Year. Forty percent of hiring managers and human resource professionals surveyed report they will increase their number of full-time, permanent employees in 2007, compared to 2006. Eight percent expect to decrease headcount while 40 percent expect no change. Twelve percent are unsure."

    Amount of Employees Being Recruited

    While more than one-third (36 percent) of employers expect to add 10 employees or less in 2007, 29 percent will hire more than 50 and 20 percent will hire more than 100. Nearly one-in-ten employers will hire north of 500 new employees.

    Most Popular Positions

    On par with previous surveys, the areas employers will be recruiting for the most include healthcare (24 percent), administrative/clerical (19 percent), sales (17 percent), accounting/financial operations (17 percent), customer service (13 percent), information technology (13 percent), management (12 percent) and engineering (9 percent).

    SEVEN MAJOR HIRING TRENDS FOR 2007

    "Employers expect to face greater human capital challenges as a large number of Baby Boomers retire and productivity growth plateaus," said Ferguson. "Forty percent of employers report they currently have job openings for which they can't find qualified candidates. Going into 2007, the U.S. workforce is likely to see employers become more competitive in recruitment and retention efforts evident in higher salaries, better training and career advancement opportunities and more flexible work cultures."

    #1 - Bigger Paychecks

    Eighty-one percent of employers report their companies will increase salaries for existing employees.

    -- Sixty-five percent will raise compensation levels by 3 percent or more while nearly one-in-five will raise compensation levels by 5 percent or more.

    Nearly half of employers (49 percent) expect to increase salaries on initial offers to new employees.

    -- Thirty-five percent will raise compensation levels by 3 percent or more while 17 percent will raise compensation levels by 5 percent or more.

    #2 - Diversity Recruitment - Hispanics Workers in Demand

    Understanding the positive influence workforce diversity has on overall business performance, employers remain committed to expanding the demographics of their staffs.

    -- One-in-ten employers report they will be targeting Hispanic job candidates most aggressively of all diverse segments. Nine percent plan to step up diversity recruiting for African American job candidates, while 8 percent will target female job candidates. -- Half of employers recruiting bilingual employees say English/Spanish- speaking candidates are most in demand in their organizations.

    #3 - More Flexible Work Arrangements

    Work/life balance is a major buzzword among U.S. employers as employees struggle to balance heavy workloads and long hours with personal commitments.

    -- Nineteen percent of employers say they are very or extremely willing to provide more flexible work arrangements for employees such as job sharing and alternate schedules. Thirty-one percent are fairly willing.

    #4 - Rehiring Retirees

    Employers continue to express concern over the loss of intellectual capital due to a large number of Baby Boomers approaching retirement.

    -- One-in-five employers plan to rehire retirees from other companies or provide incentives for workers approaching retirement age to stay on with the company longer.

    # 5 - More Promotions

    With the perceived lack of upper mobility within an organization being a major driver for employee turnover, employers are carving out clearer career paths.

    -- Thirty-five percent of employers plan to provide more promotions and career advancement opportunities to their existing staff in the New Year.

    #6 - Hiring Overseas

    Companies continue to drive growth by entering or strengthening their presence in global markets.

    -- Thirteen percent of employers report they will expand operations and hire employees in other countries in 2007. Nine percent are considering it. -- Twenty-three percent of employers report they will hire the most workers overseas in China and 22 percent will hire the most in India.

    #7 - Better Training

    In light of the shortage of skilled workers within their own industries, employers are looking for transferable skills from other industries.

    -- Seventy-eight percent report they are willing to recruit workers who don't have experience in their particular industry or field and provide training/certifications needed.

    HIRING BY REGION

    Hiring activity is expected to remain strongest in the South and West in 2007. Forty-four percent of employers in the South plan to add new employees compared to 41 percent of those in the West, 38 percent in the Midwest and 36 percent in the Northeast. Measuring the number of employers expecting to decrease headcount, the Midwest leads at 10 percent followed by the South and Northeast at 7 percent and the West at 6 percent.

    HIRING AND COMPENSATION IN Q1

    Hiring

    Thirty-six percent of hiring managers and human resource professionals plan to add new employees in the next three months. Eight percent will decrease headcount while 48 percent anticipate no change and 9 percent are unsure.

    Compensation

    Fifty-one percent of employers report salaries for full-time, permanent employees have increased over the last three months. Forty-eight percent of employers expect salaries to increase in the next three months. Thirty-eight percent estimate the average raise to amount to 3 percent or more while one-in-ten (11 percent) anticipate an average raise of 5 percent or more.

    To view the entire forecast, visit http://www.careerbuilder.com/share/aboutus/pr_main.aspx .

    Survey Methodology

    This survey was conducted online by Harris Interactive on behalf of CareerBuilder.com among 2,627 hiring managers and human resource professionals (employed full-time; not self employed; with at least significant involvement in hiring decisions), ages 18 and over within the United States between November 17 and December 11, 2006. Figures for age, sex, race/ethnicity, education, region and household income were weighted where necessary to bring them into line with their actual proportions in the population. Propensity score weighting was also used to adjust for respondents' propensity to be online.

    With a pure probability sample of 2,627, one could say with a ninety-five percent probability that the overall results have a sampling error of +/- 2 percentage points. Sampling error for data from sub-samples is higher and varies. However that does not take other sources of error into account. This online survey is not based on a probability sample and therefore no theoretical sampling error can be calculated.

    About CareerBuilder.com

    CareerBuilder.com is the nation's largest online job site with more than 23 million unique visitors and over 1.5 million jobs. Owned by Gannett Co., Inc. (NYSE: GCI), Tribune Company (NYSE: TRB), and The McClatchy Company (NYSE: MNI), the company offers a vast online and print network to help job seekers connect with employers. CareerBuilder.com powers the career centers for more than 1,100 partners that reach national, local, industry and niche audiences. These include more than 150 newspapers and leading portals such as America Online and MSN. More than 250,000 employers take advantage of CareerBuilder.com's easy job postings, 19 million-plus resumes, Diversity Channel and more. Millions of job seekers visit the site every month to search for opportunities by industry, location, company and job type, sign up for automatic email job alerts, and get advice on job hunting and career management. For more information about CareerBuilder.com products and services, visit http://www.careerbuilder.com .

    Media Contact: Jennifer Sullivan +1-773-527-1164 Jennifer.Sullivan@careerbuilder.com Web site: http://www.careerbuilder.com http://www.careerbuilder.com/share/aboutus/pr_main.aspx

    CareerBuilder.com

    Jennifer Sullivan, CareerBuilder.com, +1-773-527-1164, Jennifer.Sullivan@careerbuilder.com




    Chicago Is Top Destination to Ring in 2007 for Third Year Running, According to Hotwire.comAtlanta and Orlando are second and third most popular destinations to celebrate New Year's Eve

    SAN FRANCISCO, Dec. 26 /PRNewswire/ -- Where do Americans want to make champagne toasts, shower in confetti and steal midnight kisses? According to discount travel site Hotwire.com(TM), the most popular city to ring in 2007 is Chicago, for the third consecutive year, followed by Atlanta and Orlando. New Orleans and San Francisco round out the top five most popular cities this year, while traditional New Year's Eve destination New York City falls to the tenth spot.

    "Low prices on four-star hotels plus great entertainment choices make big cities like Chicago a favorite destination for ringing in the New Year," said Barbara Messing, vice president and travel expert at Hotwire(R). "For travelers looking to celebrate the New Year in warmer spots without breaking the bank, cities like Atlanta, New Orleans or Phoenix are also great places to celebrate the last minutes of 2006."

    The top ten destinations for New Year's Eve 2006, according to hotel bookings on Hotwire.com, include (2005 rankings in parentheses):

    1. Chicago, Illinois (1) 2. Atlanta, Georgia (6) 3. Orlando, Florida (2) 4. New Orleans, Louisiana 5. San Francisco, California (4) 6. Las Vegas, Nevada (5) 7. Los Angeles, California (8) 8. Phoenix, Arizona (3) 9. Orange County, California 10. New York City, New York (7)

    Added Messing, "New Year's Eve is a great time of year to enjoy a new city while prices are low and spirits are high. We're seeing four-star hotels in many popular U.S. cities for around $100 per night."

    Below are examples of hotel rates recently booked on Hotwire for New Year's Eve weekend (December 28 - January 2)*:

    * $72 / night 4-star hotel, Las Vegas -- North Strip * $72 / night 4-star hotel, New Orleans -- Downtown * $73 / night 4-star hotel, Atlanta -- Marietta -- Vinings * $84 / night 4-star hotel, Chicago -- Northbrook * $103 / night 4-star hotel, Phoenix -- Scottsdale * $109 / night 4-star hotel, San Francisco -- Union Square West

    The discount travel experts at Hotwire(R) recommend booking travel now to land the best travel deals for New Year's Eve weekend. For more information, visit http://www.hotwire.com/.

    *Hotel rates shown are based on actual bookings made on Hotwire.com from December 4 - 18, 2006, for stays between December 28 - January 2, 2007. Hotel rates shown do not include applicable tax recovery charges and fees. However, total cost, including all applicable tax recovery charges and fees, is shown before bookings are made on Hotwire.com. All bookings are non-changeable and nonrefundable. Rates subject to availability. Because rates change all the time, Hotwire customers are encouraged to check rates for themselves.

    About Hotwire.com

    Hotwire.com(TM) is a leading discount travel site with low rates on airline tickets, hotel rooms, rental cars, cruises and vacation packages. Launched in 2000, Hotwire negotiates deep discounts from its travel suppliers to help travelers book unsold airline seats, hotel rooms and rental cars. J.D. Power and Associates 2006 Independent Travel Web Site Satisfaction Study(SM) recognized Hotwire for ranking "Highest in Customer Satisfaction For Independent Travel Web Sites." Hotwire is an operating company of Expedia, Inc. . CST: 2053390-40. NST: 20003-0209. For more information, visit http://www.hotwire.com/.

    NOTE: Hotwire and Hotwire.com are either registered trademarks or trademarks of Hotwire, Inc., in the U.S. and/or other countries. Other logos or product and company names mentioned herein may be the property of their respective owners.

    MEDIA CONTACT: Emily Collins 415-318-4106 Emily.collins@fleishman.com

    Hotwire, Inc.

    CONTACT: Emily Collins, +1-415-318-4106, or Emily.collins@fleishman.com,
    for Hotwire, Inc.

    Web site: http://www.hotwire.com/




    Forty Percent of Employers to Add Jobs in 2007, CareerBuilder.com Survey FindsBigger Paychecks, More Promotions, Flexible Schedules, Prolonged Retirement and Recruitment of Hispanic Workers Among Seven Major Trends for the New Year

    CHICAGO, Dec. 26 /PRNewswire/ -- CareerBuilder.com, the nation's largest online job site with more than 23 million unique visitors and over 1.5 million jobs, released the results of its latest survey, conducted by Harris Interactive(R), tracking projected hiring trends for 2007. The survey, titled "2007 Job Forecast," was conducted from November 17 through December 11, 2006 of 2,627 hiring managers and human resource professionals in private sector companies.

    "Recent reports from the U.S. Department of Labor support a sense in the market that the economy is slowing at a gradual, reasonable pace and inflation has steadied," said Matt Ferguson, CEO of CareerBuilder.com. "This bodes well for job creation as economists and employers alike predict a moderated, yet stable, hiring environment to carry over into the New Year. Forty percent of hiring managers and human resource professionals surveyed report they will increase their number of full-time, permanent employees in 2007, compared to 2006. Eight percent expect to decrease headcount while 40 percent expect no change. Twelve percent are unsure."

    Amount of Employees Being Recruited

    While more than one-third (36 percent) of employers expect to add 10 employees or less in 2007, 29 percent will hire more than 50 and 20 percent will hire more than 100. Nearly one-in-ten employers will hire north of 500 new employees.

    Most Popular Positions

    On par with previous surveys, the areas employers will be recruiting for the most include healthcare (24 percent), administrative/clerical (19 percent), sales (17 percent), accounting/financial operations (17 percent), customer service (13 percent), information technology (13 percent), management (12 percent) and engineering (9 percent).

    SEVEN MAJOR HIRING TRENDS FOR 2007

    "Employers expect to face greater human capital challenges as a large number of Baby Boomers retire and productivity growth plateaus," said Ferguson. "Forty percent of employers report they currently have job openings for which they can't find qualified candidates. Going into 2007, the U.S. workforce is likely to see employers become more competitive in recruitment and retention efforts evident in higher salaries, better training and career advancement opportunities and more flexible work cultures."

    #1 - Bigger Paychecks

    Eighty-one percent of employers report their companies will increase salaries for existing employees.

    -- Sixty-five percent will raise compensation levels by 3 percent or more while nearly one-in-five will raise compensation levels by 5 percent or more.

    Nearly half of employers (49 percent) expect to increase salaries on initial offers to new employees.

    -- Thirty-five percent will raise compensation levels by 3 percent or more while 17 percent will raise compensation levels by 5 percent or more. #2 - Diversity Recruitment - Hispanics Workers in Demand

    Understanding the positive influence workforce diversity has on overall business performance, employers remain committed to expanding the demographics of their staffs.

    -- One-in-ten employers report they will be targeting Hispanic job candidates most aggressively of all diverse segments. Nine percent plan to step up diversity recruiting for African American job candidates, while 8 percent will target female job candidates. -- Half of employers recruiting bilingual employees say English/Spanish- speaking candidates are most in demand in their organizations. #3 - More Flexible Work Arrangements

    Work/life balance is a major buzzword among U.S. employers as employees struggle to balance heavy workloads and long hours with personal commitments.

    -- Nineteen percent of employers say they are very or extremely willing to provide more flexible work arrangements for employees such as job sharing and alternate schedules. Thirty-one percent are fairly willing. #4 - Rehiring Retirees

    Employers continue to express concern over the loss of intellectual capital due to a large number of Baby Boomers approaching retirement.

    -- One-in-five employers plan to rehire retirees from other companies or provide incentives for workers approaching retirement age to stay on with the company longer.

    # 5 - More Promotions

    With the perceived lack of upper mobility within an organization being a major driver for employee turnover, employers are carving out clearer career paths.

    -- Thirty-five percent of employers plan to provide more promotions and career advancement opportunities to their existing staff in the New Year. #6 - Hiring Overseas

    Companies continue to drive growth by entering or strengthening their presence in global markets.

    -- Thirteen percent of employers report they will expand operations and hire employees in other countries in 2007. Nine percent are considering it. -- Twenty-three percent of employers report they will hire the most workers overseas in China and 22 percent will hire the most in India. #7 - Better Training

    In light of the shortage of skilled workers within their own industries, employers are looking for transferable skills from other industries.

    -- Seventy-eight percent report they are willing to recruit workers who don't have experience in their particular industry or field and provide training/certifications needed. HIRING BY REGION

    Hiring activity is expected to remain strongest in the South and West in 2007. Forty-four percent of employers in the South plan to add new employees compared to 41 percent of those in the West, 38 percent in the Midwest and 36 percent in the Northeast. Measuring the number of employers expecting to decrease headcount, the Midwest leads at 10 percent followed by the South and Northeast at 7 percent and the West at 6 percent.

    HIRING AND COMPENSATION IN Q1 Hiring

    Thirty-six percent of hiring managers and human resource professionals plan to add new employees in the next three months. Eight percent will decrease headcount while 48 percent anticipate no change and 9 percent are unsure.

    Compensation

    Fifty-one percent of employers report salaries for full-time, permanent employees have increased over the last three months. Forty-eight percent of employers expect salaries to increase in the next three months. Thirty-eight percent estimate the average raise to amount to 3 percent or more while one- in-ten (11 percent) anticipate an average raise of 5 percent or more.

    To view the entire forecast, visit http://www.careerbuilder.com/share/aboutus/pr_main.aspx .

    Survey Methodology

    This survey was conducted online by Harris Interactive on behalf of CareerBuilder.com among 2,627 hiring managers and human resource professionals (employed full-time; not self employed; with at least significant involvement in hiring decisions), ages 18 and over within the United States between November 17 and December 11, 2006. Figures for age, sex, race/ethnicity, education, region and household income were weighted where necessary to bring them into line with their actual proportions in the population. Propensity score weighting was also used to adjust for respondents' propensity to be online.

    With a pure probability sample of 2,627, one could say with a ninety-five percent probability that the overall results have a sampling error of +/- 2 percentage points. Sampling error for data from sub-samples is higher and varies. However that does not take other sources of error into account. This online survey is not based on a probability sample and therefore no theoretical sampling error can be calculated.

    About CareerBuilder.com

    CareerBuilder.com is the nation's largest online job site with more than 23 million unique visitors and over 1.5 million jobs. Owned by Gannett Co., Inc. , Tribune Company , and The McClatchy Company , the company offers a vast online and print network to help job seekers connect with employers. CareerBuilder.com powers the career centers for more than 1,100 partners that reach national, local, industry and niche audiences. These include more than 150 newspapers and leading portals such as America Online and MSN. More than 250,000 employers take advantage of CareerBuilder.com's easy job postings, 19 million-plus resumes, Diversity Channel and more. Millions of job seekers visit the site every month to search for opportunities by industry, location, company and job type, sign up for automatic email job alerts, and get advice on job hunting and career management. For more information about CareerBuilder.com products and services, visit http://www.careerbuilder.com/ .

    Media Contact: Jennifer Sullivan 773-527-1164 Jennifer.Sullivan@careerbuilder.com

    CareerBuilder.com

    CONTACT: Jennifer Sullivan, CareerBuilder.com, +1-773-527-1164,
    Jennifer.Sullivan@careerbuilder.com

    Web site: http://www.careerbuilder.com/
    http://www.careerbuilder.com/share/aboutus/pr_main.aspx




    Quarante pour cent des employeurs offriront plus d'emplois en 2007, selon un sondage de CareerBuilder.com

    CHICAGO, December 26 /PRNewswire/ --

    - Des chèques de paye plus élevés, plus de promotions, des horaires flexibles, une retraite prolongée et le recrutement de travailleurs hispaniques figurent parmi les sept tendances importantes pour la prochaine année

    CareerBuilder.com, le site d'emplois en ligne le plus important au pays avec plus de 23 millions de visiteurs différents et plus de 1,5 million d'emplois, a publié les résultats de son dernier sondage, mené par Harris Interactive(R), relevant les tendances prévues en matière d'embauche pour 2007. Le sondage, intitulé << 2007 Job Forecast >> (prévisions du marché de l'emploi en 2007) a été réalisé entre le 17 novembre et le 11 décembre 2006 auprès de 2 627 directeurs du recrutement et professionnels des ressources humaines de sociétés oeuvrant dans le secteur privé.

    << Des rapports récents du U.S. Department of Labor appuie la tendance dans le marché selon laquelle l'économie ralentit à un rythme raisonnable et graduel et que l'inflation s'est stabilisée >>, a affirmé Matt Ferguson, directeur général de CareerBuilder.com. << Cela est de bon augure pour la création d'emplois étant donné que les économistes et employeurs prévoient une période d'embauche modérée, mais stable, pour passer au Nouvel An. Quarante pour cent des directeurs du recrutement et des professionnels des ressources humaines questionnés ont déclaré qu'ils augmenteront leur nombre d'employés permanents à temps plein en 2007 comparativement à 2006. Huit pour cent s'attendent à réduire leur personnel alors que 40 pour cent ne prévoient apporter aucun changement. Douze pour cent sont incertains. >>

    Nombre d'employés engagés

    Alors que plus d'un tiers (36 pour cent) des employeurs s'attendent à ajouter 10 employés ou moins à leur équipe en 2007, 29 pour cent embaucheront plus de 50 nouveaux employés et 20 pour cent recruteront plus de 100 travailleurs. Près d'un employeur sur dix engagera plus de 500 nouveaux employés.

    Les postes les plus populaires

    Comparativement aux sondages précédents, la majorité des employeurs embaucheront dans les secteurs de la santé (24 pour cent), de l'administration/travail de bureau (19 pour cent), de la vente (17 pour cent), des services de comptabilité et des finances (17 pour cent), du service à la clientèle (13 pour cent), de la technologie de l'information (13 pour cent), de la gestion (12 pour cent) et de l'ingénierie (9 pour cent).

    SEPT TENDANCES IMPORTANTES EN MATIÈRE D'EMBAUCHE POUR 2007

    << Les employeurs s'attendent à faire face à des défis plus importants en matière de capital humain étant donné qu'un grand nombre de baby-boomers prennent leur retraite et que la croissance de la productivité stagne >>, a affirmé M. Ferguson. << Quarante pour cent des employeurs affirment qu'ils ont des postes à combler mais qu'ils ne peuvent pas trouver de candidats qualifiés. À l'aube de 2007, la main d'oeuvre américaine constatera probablement que les employeurs deviendront plus compétitifs dans leurs efforts de recrutement et de maintien des employés en offrant des salaires plus élevés, de la formation de plus grande qualité, de meilleures possibilités d'avancement professionnel ainsi que des modalités de travail plus flexibles. >>

    #1 - Chèques de paye plus élevés

    Quatre-vingt-un pour cent des employeurs affirment que leur entreprise augmentera le salaire des employés en poste.

    -- Soixante-cinq pour cent des employeurs augmenteront les niveaux de rémunération de 3 pour cent ou plus alors que près de vingt pour cent le feront d'au moins 5 pour cent.

    Près de la moitié des employeurs (49 pour cent) s'attendent à augmenter le salaire de base de leurs nouveaux employés.

    -- Trente-cinq pour cent des employeurs augmenteront les niveaux de rémunération de 3 pour cent ou plus alors que dix-sept pour cent le feront d'au moins 5 pour cent.

    #2 - Diversité des nouveaux employés - Travailleurs hispaniques en demande

    Reconnaissant l'influence positive qu'a la diversité de la main d'oeuvre sur le rendement de l'ensemble des activités, les employeurs poursuivent leur engagement consistant à étendre les données démographiques de leur personnel.

    -- Un employeur sur dix déclare qu'il se concentrera davantage sur les candidatures des Hispaniques pour les emplois de tous les secteurs d'entreprise. Neuf pour cent planifient diversifier le recrutement en engageant des candidats afro-américains, alors que huit pour cent cibleront les femmes pour combler leurs postes. -- La moitié des employeurs recrutant des employés bilingues affirment que les travailleurs qui parlent anglais et espagnol sont plus en demande dans leur domaine.

    #3 - Modalités de travail plus flexibles

    L'équilibre travail-vie personnelle est une expression à la mode chez les employeurs étant donné que les employés peinent à équilibrer leur grande charge de travail et les longues heures d'engagement personnel.

    -- Dix-neuf pour cent des employeurs affirment être très ou extrêmement disposés à fournir des modalités de travail plus flexibles aux employés, comme le partage d'emploi ou l'alternance des horaires. Trente et un pour cent sont assez disposés à cette possibilité.

    #4 - Réembaucher les retraités

    Les employeurs continuent d'exprimer leurs préoccupations concernant la perte de capital intellectuelle en raison d'un grand nombre de baby-boomers qui approchent de l'âge de la retraite.

    -- Un employeur sur cinq prévoit réembaucher des retraités d'autres entreprises ou inciter des travailleurs approchant de la retraite à prolonger leur carrière au sein de la société.

    # 5 - Plus de promotions

    Étant donné que le manque tangible de grande mobilité au sein d'une entreprise peut être une raison majeure du phénomène de roulement du personnel, les employeurs tracent des schémas de carrière plus clairs.

    -- Trente-cinq pour cent des employeurs prévoient offrir plus de promotions et de possibilités d'avancement professionnel à leur personnel en place au Nouvel An.

    #6 - Embauche à l'étranger

    Les entreprises continuent de croître en accédant à des marchés internationaux ou en consolidant leur présence sur ces derniers.

    -- Treize pour cent des employeurs affirment qu'ils étendront leurs activités dans d'autres pays et qu'ils y embaucheront de nouveaux employés en 2007. Neuf pour cent y songent. -- Vingt-trois pour cent des employeurs affirment que la majorité des travailleurs engagés à l'étranger proviendront de la Chine et 22 pour cent mentionnent qu'ils proviendront de l'Inde.

    #7 - Meilleure formation

    À la lumière de la pénurie de main d'oeuvre qualifiée dans leurs propres industries, les employeurs cherchent des employés d'autres industries ayant des compétences polyvalentes.

    -- Soixante-dix-huit pour cent affirment qu'ils sont prêts à recruter des travailleurs n'ayant aucune d'expérience dans leur industrie ou domaine et à leur donner la formation et les certifications nécessaires.

    EMBAUCHE PAR RÉGION

    En 2007, l'embauche devrait rester à un niveau élevé dans le Sud et l'Ouest des États-Unis. Quarante-quatre pour cent des employeurs dans le Sud prévoient ajouter de nouveaux employés à leur équipe en comparaison à 41 pour cent pour ceux de l'Ouest, à 38 pour cent dans le Midwest américain et à 36 pour cent dans le Nord-Est. Pour ce qui est des employeurs ayant l'intention de réduire leurs effectifs, le Midwest vient au premier rang avec 10 pour cent, suivi par le Sud et le Nord-Est à 7 pour cent et l'Ouest à 6 pour cent.

    EMBAUCHE ET RÉMUNÉRATION AU T1

    Embauche

    Trente-six pour cent des directeurs du recrutement et des professionnels des ressources humaines prévoient engager de nouveaux employés au cours des trois prochains mois. Huit pour cent réduiront leurs effectifs alors que 48 pour cent s'attendent à n'apporter aucun changement. Neuf pour cent ne sont pas certains de leur position sur ce sujet.

    Rémunération

    Cinquante et un pour cent des employeurs affirment que les salaires des employés permanents à temps plein ont augmenté au cours des trois derniers mois. Quarante-huit pour cent des employeurs s'attendent à ce que les salaires augmentent au cours du prochain trimestre. Trente-huit pour cent estiment que l'augmentation moyenne se chiffrerait à 3 pour cent ou plus alors qu'un employeur sur dix (11 pour cent) anticipe une augmentation moyenne de 5 pour cent ou plus.

    Pour consulter toutes les prévisions, veuillez consulter le http://www.careerbuilder.com/share/aboutus/pr_main.aspx .

    Méthodologie du sondage

    Le présent sondage a été réalisé en ligne par Harris Interactive au nom de CareerBuilder.com auprès de 2 627 directeurs du recrutement et professionnels des ressources humaines (employés à temps plein; n'étant pas à leur compte; ayant un rôle important dans le processus de prise de décision en matière d'embauche), âgés d'au moins 18 ans et se trouvant aux États-Unis entre le 17 novembre et le 11 décembre 2006. Les données liées à l'âge, au sexe, à la race/appartenance ethnique, à l'éducation, à la région de résidence et au revenu familial ont été pondérées lorsque nécessaire pour qu'elles soient représentatives de leurs proportions réelles dans la population. La pondération du score de propension a aussi été utilisée pour corriger la propension qu'ont les répondants lorsqu'ils sont en ligne.

    Avec un échantillon aléatoire simple de 2 627, on pourrait dire que dans une probabilité de quatre-vingt-quinze pour cent, l'erreur d'échantillonnage de l'ensemble des résultats est de 2 points de pourcentage. L'erreur d'échantillonnage pour les données des sous-échantillons est supérieure et variable. Cependant, cela ne tient pas compte des autres sources d'erreur. Ce sondage en ligne n'est pas fondé sur un échantillon aléatoire et, par conséquent, aucune erreur d'échantillonnage théorique ne peut être calculée.

    À propos de CareerBuilder.com

    CareerBuilder.com est le site d'emplois en ligne le plus important au pays avec plus de 23 millions de visiteurs différents et plus de 1,5 million d'emplois. Détenue par Gannett Co., Inc. (NYSE : GCI), Tribune Company (NYSE : TRB), et The McClatchy Company (NYSE : MNI), la société offre un vaste réseau en ligne permettant aux chercheurs d'emploi d'entrer en communication avec des employeurs. CareerBuilder.com fait fonctionner les centres de carrière pour plus de 1 100 partenaires qui rejoignent un public appartenant à un créneau spécifique ou à l'industrie et ce, à l'échelle locale et nationale. Ces partenaires comprennent plus de 150 journaux et portails de premier plan comme America Online et MSN. Plus de 250 000 employeurs tirent profit des affichages d'emploi faciles à utiliser de CareerBuilder.com, des quelque 19 millions de curriculum vitaes disponibles, du Diversity Channel et de bien plus encore. Des millions de chercheurs d'emploi consultent le site chaque mois pour chercher des emplois classés par industrie, lieu, type d'entreprise, et type d'emploi, se connecter à la suite d'alertes d'emploi obtenues automatiquement par courrier électronique, et obtenir des conseils sur la recherche d'emploi et la gestion de carrière. Pour de plus amples renseignements au sujet des produits et des services de CareerBuilder.com, veuillez consulter le http://www.careerbuilder.com .

    Contact Médias : Jennifer Sullivan +1-773-527-1164 Jennifer.Sullivan@careerbuilder.com Site Web : http://www.careerbuilder.com http://www.careerbuilder.com/share/aboutus/pr_main.aspx

    CareerBuilder.com

    Jennifer Sullivan, CareerBuilder.com, +1-773-527-1164, Jennifer.Sullivan@careerbuilder.com




    Shelron Group Expects Increased Q4 2006 RevenuesCompany Attributes Growth to Booming Online Holiday Sales

    NEW YORK, Dec. 26 /PRNewswire-FirstCall/ -- The Shelron Group Inc. (BULLETIN BOARD: SHRN) , a leading provider of e-commerce software and e-business solutions, today announced that final quarter revenues for the year are well beyond the Company's projections.

    "With a fantastic increase in online holiday sales for electronics products, in particular, ActiveShopper is making positive gains in the comparative shopping industry," notes Eliron Yaron, Chairman of The Shelron Group. "Our marketing and technical teams have done excellent work this year and we look forward to improved end of the year results for 2006."

    According to comScore Networks, it is estimated "that US consumer retail (non-travel) online spending for the 2006 holiday season through December 15 -- the first 45 days of the holiday season -- reached over $19 billion, marking a 25% increase vs. the corresponding days in 2005" (Dec. 20, 2006).

    eMarketer recently published a report (Nov. 2006) predicting that Web merchants will earn sales revenue in excess of $24 billion in the months of November and December, when holiday shopping is at its peak. This represents an increase of 22.1% over the same period in 2005.

    "We have every reason to be optimistic about ActiveShopper," says Yaron. "We are positioned in the heart of the online industry, which is now booming as more and more consumers are going online to do their shopping, and our partnerships are creating significant value and customer loyalty."

    About Shelron Group

    Shelron Group Inc. is a leading developer of advertising and comparative shopping software, products, and services. ActiveShopper(TM) is the brand name of the company's comparative shopping products, which include US, UK and Australia comparative shopping websites, a mobile website for cell phone and PDA users, and various price-detecting comparative shopping installable clients. The company's stock is publicly traded on the OTC Bulletin Board under the symbol SHRN. Additional information is available at http://www.activeshopper.com/ and http://www.shelrongroup.com/.

    Safe Harbor Statement:

    Safe Harbor Statement This press release may include certain statements that are not descriptions of historical facts, but are forward-looking statements within the meaning of Section 27A of the Securities Act of 1933 and Section 21E of the Securities and Exchange Act of 1934. These forward looking statements may include the description of our plans and objectives for future operations, assumptions underlying such plans and objectives and other forward looking terminology such as "may," "expects," "believes," "anticipates," "intends," "projects," or similar terms, variations of such terms or the negative of such terms. Such information is based upon various assumptions made by, and expectations of, our management that were reasonable when made but may prove to be incorrect. All of such assumptions are inherently subject to significant economic and competitive uncertainties and contingencies beyond our control and upon assumptions with respect to the future business decisions which are subject to change. A number of factors could cause our actual results to differ from anticipated results expressed in such forward-looking statements. Such factors are addressed in our filings with the Securities and Exchange Commission (available at http://www.sec.gov/). Accordingly, there can be no assurance that actual results will meet expectations and actual results may vary (perhaps materially) from certain of the results anticipated herein. We assume no obligation to update any forward-looking statements.

    Contact: Joel Gering 1-516-6206794 IR@activshopper.com

    Shelron Group Inc.

    CONTACT: Joel Gering, Shelron Group Inc., +1-516-6206794,
    IR@activshopper.com

    Web site: http://www.activeshopper.com/
    http://www.shelrongroup.com/




    SMART Modular Technologies Announces Filing of Registration Statement for Secondary Offering

    FREMONT, Calif., Dec. 26 /PRNewswire-FirstCall/ -- SMART Modular Technologies (WWH), Inc. ("SMART") , an independent manufacturer of memory modules, embedded computing subsystems, and TFT-LCD display products, today announced the filing of a registration statement pursuant to which certain shareholders, including Texas Pacific Group, Francisco Partners and Shah Capital Partners, intend to offer and sell 12,500,000 ordinary shares. The selling shareholders intend to grant to the underwriters of the offering an option to purchase up to 1,875,000 additional ordinary shares to cover over-allotments. SMART will not receive any proceeds from the offering. SMART's ordinary shares trade on The NASDAQ Global Select Market under the symbol "SMOD".

    The joint book-running managers for the offering will be Citigroup Corporate and Investment Banking, J.P. Morgan Securities Inc. and Lehman Brothers Inc. The co-managers of the offering will be Bear, Stearns & Co. Inc., Cowen and Company, LLC and Thomas Weisel Partners LLC.

    A registration statement relating to these securities has been filed with the Securities and Exchange Commission but has not yet become effective. These securities may not be sold nor may offers to buy be accepted prior to the time the registration statement becomes effective.

    This release shall not constitute an offer to sell or the solicitation of an offer to buy nor shall there be any sale of the ordinary shares in any state or jurisdiction in which such offer, solicitation or sale would be unlawful prior to the registration or qualification under the securities laws of any such state or jurisdiction.

    When available, a copy of the prospectus relating to the offering may be obtained by contacting: Citigroup Corporate and Investment Banking, Brooklyn Army Terminal, 140 58th Street, Brooklyn, New York 11220, Email: batprospectusdept@citigroup.com, Tel: 800-831-9146; JPMorgan Prospectus Department, One Chase Manhattan Plaza, New York, New York 10081, Tel: 212-552- 5164; Lehman Brothers c/o ADP Financial Services - Prospectus Fulfillment, 1155 Long Island Avenue, Edgewood, New York 11717, Email: monica_castillo@adp.com, Fax: 631-254-7268.

    About SMART

    SMART is an independent designer, manufacturer and supplier of electronic subsystems to original equipment manufacturers, or OEMs. SMART offers more than 500 standard and custom products to OEMs engaged in the computer, industrial, networking, gaming, telecommunications, and embedded application markets.

    SMART Modular Technologies

    CONTACT: Jack A. Pacheco, Senior Vice President & Chief Financial
    Officer of SMART Modular Technologies, +1-510-624-8134; or Suzanne Craig of
    The Blueshirt Group, +1-415-217-4962, or suzanne@blueshirtgroup.com, for SMART
    Modular Technologies

    Web site: http://www.smartm.com/




    Level 3 to Acquire SAVVIS Content Delivery NetworkTransaction Combines Industry Leading Network Scale and Video Capabilities with Pioneering Content Distribution CapabilitiesCompany Will Be Well Positioned to Target Growth of Rich Media Services over the Internet

    BROOMFIELD, Colo., Dec. 26 /PRNewswire-FirstCall/ -- Level 3 Communications, Inc. today announced that it has signed a definitive agreement to acquire the Content Delivery Network (CDN) services business of SAVVIS, Inc. . Under the terms of the agreement, Level 3 will pay $135 million in cash consideration to acquire certain assets, including network elements, customer contracts, and intellectual property used in SAVVIS's CDN business. The purchase price is subject to certain customary post closing working capital adjustments.

    SAVVIS's CDN services business, based in Thousand Oaks, Calif., with approximately 50 employees and over 100 customers, provides solutions that improve performance, reliability, scalability and reach of customers' online content. Initially developed in 1996 as Sandpiper Networks, the division developed, deployed and operated the world's first content delivery network. It has a globally distributed infrastructure in more than 20 countries.

    "The acquisition of SAVVIS's CDN services business will enable Level 3 to better address the increasing opportunity presented by rich media applications such as video, Web 2.0 applications, multiplayer online gaming and software as a service over the Internet," said Kevin O'Hara, president and chief operating officer of Level 3. "We are looking forward to welcoming the pioneers of CDN to our team.

    "The largest customers of CDN services rely on a combination of capabilities to support their businesses. These include services like CDN, IP transit, wavelengths, metro transport, and colocation. Upon completion of this transaction, Level 3 believes that it will be the only CDN services provider with a single source, full portfolio of end-to-end content distribution solutions, and will be in a unique position to offer a range of building blocks to meet these customers' needs.

    "Level 3 already has a strong brand and capabilities in video distribution through its Vyvx business. With native CDN capabilities and with Level 3's highly scalable, industry-leading IP backbone, we believe that Level 3 will be able to bring additional value to all video-centric companies by delivering video in a more intelligent and comprehensive way to a broader range of destinations.

    "This acquisition does not require the type of physical integration associated with the metro and backbone transactions we announced earlier this year. We are confident in our ability to incorporate this key capability into our portfolio."

    SAVVIS's content delivery customers include some of the largest enterprises in the world, including Microsoft.

    "As we grow our online services business, stability and control over our network infrastructure becomes increasingly important to deliver great experiences for our customers, partners and advertisers," said Arne Josefsberg, general manager of Global Foundation Services at Microsoft. "We look forward to a continued relationship with Level 3 as they embark upon this next phase of their network evolution."

    SAVVIS's CDN business had approximately $15 million in revenue for the nine months ending September 30, 2006.

    Closing is subject to customary conditions, including receipt of Hart- Scott-Rodino approval. Closing is expected to occur in the first quarter of 2007.

    About Level 3 Communications

    Level 3 Communications, Inc. , an international communications company, operates one of the largest Internet backbones in the world. Through its customers, Level 3 is the primary provider of Internet connectivity for millions of broadband subscribers. The company provides a comprehensive suite of services over its broadband fiber optic network including Internet Protocol (IP) services, broadband transport and infrastructure services, colocation services, voice services and voice over IP services. These services provide building blocks that enable Level 3's customers to meet their growing demands for advanced communications solutions. The company's Web address is http://www.level3.com/.

    "Level 3 Communications," "Level 3" and the Level 3 Communications logo are registered service marks of Level 3 Communications, Inc. in the United States and/or other countries. Any other product and company names herein may be trademarks of their respective owners. Level 3 services are provided by wholly owned subsidiaries of Level 3 Communications, Inc.

    Forward-Looking Statement

    Some of the statements made by Level 3 in this press release are forward- looking in nature. Actual results may differ materially from those projected in forward-looking statements. Level 3 believes that its primary risk factors include, but are not limited to: increasing the volume of traffic on Level 3's network; developing new products and services that meet customer demands and generate acceptable margins; successfully completing commercial testing of new technology and information systems to support new products and services, including voice transmission services; stabilizing or reducing the rate of price compression on certain of our communications services; integrating strategic acquisitions; attracting and retaining qualified management and other personnel; and the ability to meet all of the terms and conditions of our debt obligations. Additional information concerning these and other important factors can be found within Level 3's filings with the Securities and Exchange Commission. Statements in this release should be evaluated in light of these important factors.

    Photo: http://www.newscom.com/cgi-bin/prnh/19990721/LVLTLOGO Level 3 Communications, Inc.

    CONTACT: Media: Josh Howell, +1-720-888-2517, or Jennifer Daumler,
    +1-720-888-3356, or Investors: Robin Grey, +1-720-888-2502, or Valerie
    Finberg, +1-720-888-2501, all of Level 3

    Web site: http://www.level3.com/




    Linktone to Establish Exclusive Partnership With Hainan Satellite ('Travel Channel China') for Wireless Value Added Services

    SHANGHAI, China, Dec. 26 /Xinhua-PRNewswire/ -- Linktone Ltd. , a leading provider of wireless interactive entertainment products and services to consumers in China, announced today that the Company has signed an exclusive partnership with Hainan Satellite (i.e. ''Travel Channel China''), an innovative and unique media channel in China. Under the terms of the agreement, Linktone will be the exclusive partner to Hainan Satellite providing interactive wireless value added services for all its television programming. In addition, Linktone will provide product development, technical support, as well as 24-hour customer service support for Hainan Satellite. As one of the most popular and well recognized media assets in China, Hainan Satellite is an award-winning national television station and producer of China's broadcast of the Miss World Pageant.

    (Logo: http://www.xprn.com.cn:9080/xprn/sa/20061101171222-64.jpg )

    Chief Executive Officer Michael Li commented, ''We are delighted to announce this exclusive partnership with Hainan Satellite, a television station with coverage in all 31 provinces throughout China and a broad audience of more than 300 million viewers. As the exclusive provider of wireless value added services for Hainan Satellite interactive programming, Linktone continues to execute its ongoing strategy of developing new media initiatives while delivering a differentiated product.''

    Mr. Huang, General Manager of Hainan Satellite said, ''We successfully organized the Miss World Pageant, and received recognition with five awards dating back to 2004 for best program invention and most valuable TV media for investment. While we seek new platforms to reach out to the vast audience in China, we believe Linktone is an excellent partner for us in helping drive the convergence of new and traditional media while using wireless as the channel.''

    About Linktone Ltd.

    Linktone Ltd. is a leading provider of wireless interactive entertainment products and services in China. Linktone provides a diverse portfolio of services to wireless consumers, with a particular focus on media, entertainment and communications. These services are promoted through the Company's own marketing channels and through the networks of the mobile operators in China Through in-house development and alliances with international and local branded content partners, the Company develops, aggregates, and distributes innovative and engaging products to maximize the breadth, quality and diversity of its offerings. Linktone categorizes China's wireless services landscape as ''MAGIC'' -- Music, Advanced Gaming, Graphics, Instant Messaging and Community.

    About Travel Channel China

    Hainan Satellite, the parent company of Travel Channel China, is a rising TV media asset in the People's Republic of China. The Travel Channel China is a leading nationwide television channel for travel information throughout China. The Travel Channel China broadcasts 24-hours a day, and currently covers all 31 provinces with a viewer audience of over 300 million in China.

    FORWARD-LOOKING STATEMENTS

    This press release contains statements of a forward-looking nature. These statements are made under the "safe harbor" provisions of the U.S. Private Securities Litigation Reform Act of 1995. You can identify these forward- looking statements by terminology such as "will," "expects," "anticipates," "future," "intends," "plans," "believes," "estimates," and similar statements. The accuracy of these statements may be impacted by a number of business risks and uncertainties that could cause actual results to differ materially from those projected or anticipated, including risks related to: current or future changes in the policies of the PRC Ministry of Information Industry and the mobile operators in China or in the manner in which the operators enforce such policies; the risk that other changes in Chinese laws and regulations, or in application thereof by other relevant PRC governmental authorities, could adversely affect Linktone's financial condition and results of operations; the risk that Linktone will not be able to compete effectively in the wireless value-added services market in China for whatever reason, including competition from other service providers or penalties or suspensions for violations of the policies of the mobile operators in China; the risk that Linktone will not be able to develop and effectively market innovative services; the risk that Linktone will not be able to effectively control its operating expenses in future periods or make expenditures that effectively differentiate Linktone's services and brand; and the risks outlined in Linktone's filings with the Securities and Exchange Commission, including its registration statement on Form F-1 and annual report on Form 20-F. Linktone does not undertake any obligation to update this forward-looking information, except as required under applicable law.

    For more information, please contact: Investor Relations Edward Liu Linktone Ltd. Tel: +86-21-6361-1583 Email: edward.liu@linktone.com Brandi Piacente The Piacente Group, Inc. Tel: +1-212-481-2050 Email: brandi@thepiacentegroup.com

    Linktone Ltd.

    CONTACT: Investor Relations - Edward Liu of Linktone Ltd.,
    +86-21-6361-1583, or edward.liu@linktone.com; or Brandi Piacente of The
    Piacente Group, Inc., +1-212-481-2050, or brandi@thepiacentegroup.com, for
    LTON




    POW! Entertainment Gains Foothold in Sixty Billion Dollar Wireless Market

    BEVERLY HILLS, Calif., Dec. 25 /PRNewswire/ -- POW! Entertainment had the foresight early on to form strategic alliances and develop mobile content to lock in a firm position in the burgeoning wireless marketplace, as reported by Inside Wallstreet Report. After nearly two years in development, POW!'s efforts have paid off in a very big way: Sprint, the nation's most powerful wireless network, in their press release issued Friday, has officially listed Stan Lee's POW! Mobile Channel as Sprint's Channel 70.

    On Friday's news, Sprint stock gained 1.56%, while POW! Entertainment was up 12.24%.

    Stan Lee's POW! Mobile Channel can now be accessed by Sprint's Power Vision subscribers, right along with The Cartoon Network, The Weather Channel, ESPN, Fox Sports, Comedy Central, Hollywood Insider, Universal Pictures, Nickelodeon, MTV, ABC News Now, Hanna-Barbera, NFL Network, Saturday Morning TV, Looney Tunes, Warner Brothers Trailers, Sirius Music, Primetime TV, Sony Pictures Trailers, VH1, CNN toGo, and other Sprint channels. This makes POW! ENTERTAINMENT part of one of the world's largest mobile broadband networks.

    The Sprint Power Vision platform is a great fit for POW!'s founder Stan Lee, the creative genius behind Spiderman*, X-Men*, Fantastic Four*, Daredevil* and now Stan Lee's POW! Mobile Channel, which comes just in time for the holidays.

    "Holiday travelers will see that it doesn't matter whether grandma has cable, or if you get stuck in the airport for hours. You'll always have access to hours of entertaining live and on-demand programming with Sprint TV on a Sprint Power Vision phone," said Alana Muller, director of product marketing for Sprint. The company also announced wireless partnership with "The Ellen DeGeneres Show," which is now available as Sprint's Channel 76.

    Stan Lee's POW! Entertainment, Inc. announced in early 2005 that they formed a strategic partnership to develop a new mobile channel with mobile- streaming pioneer Vidiator(TM). Vidiator is a world leader in downloadable content delivery technologies for mobile streaming and has patents allowing mobile operators to offer premium multimedia applications. Through Vidiator's state-of-the-art mobile streaming technology, POW! gained the capability to seamlessly deliver its original "Stan Lee Presents" releases to major wireless carriers throughout the world.

    "The streaming and 3-D technology, developed by Vidiator since 1998, has matured to the point that video and 3-D can be combined into innovative mobile multimedia content," said Connie Wong, Vidiator's CEO. "The 'Mobisodes' we have created with Stan Lee are the first of their kind in the mobile multimedia market. I am pleased beyond words to bring POW! Mobile content to the wireless world and to catapult mobile entertainment into a new era."

    The US wireless market, according to reports from CITA-the Wireless Association(TM), has an estimated 224,347,047 wireless subscribers, and, in the first six months of 2006, revenues of $60.5 billion, up 8.6% over the first half of 2005. Additional data from the Wireless World Forum's "USA Mobile Market 2006" Statistical Handbook reveals that revenues from US Operators alone will grow by another $20 billion dollars in 2007.

    Mobile Phones and PDAs are rapidly transforming into "pay-for-play" video streaming entertainment devices. There are now over two billion wireless subscribers worldwide experiencing this exciting transformation of their cell phones. The large entertainment conglomerates, including many of the major motion picture studios-deeply entrenched in traditional income streams- are just now waking up to the future and aggressively trying to position themselves for a portion of the wireless market share, as major wireless service providers armed with new video streaming technologies are now vying for entertainment content to deliver to their enormous subscriber base.

    As a team, POW! and Vidiator have significant market share in this new niche, introducing projects that combine Vidiator's patented video streaming technologies and contemporary Stan Lee Original content, adapted for mobile applications. This type of content is exactly what companies like Sprint need to fill the huge demand for compelling mobile entertainment, giving them a substantial advantage over competitive carriers. The partnership creates a perfect and timely marriage at a time when mobile entertainment revenues begin to grow exponentially and demand for content accelerates to new levels.

    "In Asia, most people walking down the street are now holding cell phones in front of them, looking at streaming videos," Stan Lee jokes. "They're bumping into things, which is great for the Band-Aid business!"

    What the jovial and innovative Lee didn't mention is just how great this is for POW!'s business, as well. Based on the company's revenue-sharing distribution and licensing agreement, POW! will earn a percentage of sales from downloads of its programs. As a result, the company believes it will add significant revenues in 2007.

    For a "must-see" glimpse of the entertaining preview of Stan Lee's POW! Mobile Channel, visit http://stanleeweb.com/vidiator.htm

    About Vidiator

    Vidiator is a leading provider of mobile TV, video, audio and 3D messaging technology for the delivery of live and on-demand TV, radio and 3G multimedia content to mobile devices. Since 2002, Vidiator has pioneered mobile multimedia technology research and development, specializing in streaming, encoding, transcoding, 3D messaging and mobile TV solutions. Operating with a multi-national team of industry leaders in all forms of global media, Vidiator develops applications that leverage the company's patented streaming, transcoding and 3D technologies. The company's end-to-end content management, subscription and hosting services allow for the global publishing and distribution of mobile content. Vidiator's multimedia content delivery platforms are deployed throughout the mobile marketplace in 20 countries and on four continents. Vidiator has offices in Bellevue, Wash. (headquarters), London, Hong Kong and Seoul, Korea. For more information, see http://www.vidiator.com/.

    About POW! Entertainment Inc.

    POW! (Purveyors of Wonder) Entertainment, Inc. was founded by world famous comic book and motion picture icon Stan Lee, co-creator of Spider-Man*, X- Men*, The Hulk*, and Fantastic Four*, together with award winning producer Gill Champion and acclaimed expert in intellectual properties Arthur Lieberman esq., POW's principals have created, produced and licensed some of the most successful global character franchises of all time and generated billions of dollars in revenues. POW! has partnered with major studios, networks and industry leaders to perpetuate a whole new cast of contemporary Stan Lee Originals. POW! Entertainment is now publicly traded under the symbol (POWN). http://www.powentertainment.com/

    *These are characters and trademarks of Marvel Characters Inc. (MVL) Safe Harbor

    Forward-looking statements made in this release are made pursuant to the "safe harbor" provision of the Private Securities Litigation Reform Act of 1995. Forward-looking statements made by POW! Entertainment Inc. are not a guarantee of future performance. This news release includes forward-looking statements, including with respect to the future level of business for the parties. These statements are necessarily subject to risk and uncertainty. Actual results could differ materially from those projected in these forward- looking statements as a result of certain risk factors that could cause results to differ materially from estimated results. Management cautions that all statements as to future results of operations are necessarily subject to risks, uncertainties and events that may be beyond the control of POW! Entertainment Inc. and no assurance can be given that such results will be achieved. Potential risks and uncertainties include, but are not limited to, the ability to procure, properly price, retain and successfully complete projects, and changes in products and competition.

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    Web site: http://www.iwsrfn.com/

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