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Jul 8, 2022 (posted viaProZ.com): Completed proofreading 11000-word pregnancy marketing content(English to Chinese) for Neighborhood Care, NY. Honored to be part of the Healthcare community!...more, + 29 other entries »
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English to Chinese: Excerpt from The Economist Magazine General field: Bus/Financial Detailed field: Business/Commerce (general)
Source text - English As the authors note, the third stage involves individuals redefining their role in the community. This process may be particularly difficult for those who have been in high-powered jobs. They must come to terms with a loss of their status and the realization that they are both replaceable and mortal. Employment provides people with a lot more than just an income: it gives a structure to the day, opens up new friendships and provides a purpose that comes from taking part in a shared endeavor.
Those who have reached the top of the tree often neglect the other areas of their life—indeed, they may not have got so high if they didn’t. For such people, retiring may be a lot like the five stages of grief: denial, anger, bargaining, depression and acceptance. Denial is particularly significant. As Ms Hall and Mr Stokes observe, “those in power gradually become insulated from reality” and “develop an inflated sense of their own importance”. Executives may not realize they have grown out of touch with new market developments or so overweening in their behavior that they are alienating their staff. When others suggest that it is time for them to step down, they may feel angry at the apparent betrayal.
Translation - Chinese 正如作者所言，第三个阶段涉及到个人重新定义自己在社区中的角色。对于那些曾经身居要职的人士来说，这个过程也许会尤其困难。他们必须面对地位的失去并意识到自己是可替代的且终有一死。就业为人们提供的，远远不止收入本身；就业规划出人们一天的时间架构，提供交友的机会，并且通过努力参与合作，获得价值感。
English to Chinese: Summer Program Notification General field: Social Sciences Detailed field: Social Science, Sociology, Ethics, etc.
Source text - English Newsletter for 6-18-21
Happy Summer! It goes without saying, but I feel like I should say it one more time...that was quite a year!
Thank you to our students, staff, and families for all their work and perseverance through this difficult year. We’ve all been asked to take on a whole new way of learning, teaching, and parenting. Even though we’ve all had moments where we’ve felt that we were failing, I have seen time and time again how we have risen to the challenge and have overcome obstacles to make an undesirable set of circumstances a positive and rewarding experience.
This was shared with students last Friday, but please take a moment to watch the Woodstock Summer Farewell Video as staff would like to wish you all a happy summer.
Although there are still many unknowns about the fall, each day seems to come with a more optimistic outlook. At the school level, we are continuing to prepare and plan for the full return to school in August. We are following the latest guidance from the state and district to plan for a safe return in the fall and will make the necessary accommodations and adjustments as we approach the first day, but we are SO excited to see all our students back in the building!
Thank you for being a part of the Woodstock Community. This past year will definitely be remembered, but more importantly, how our community responded with Perseverance, Integrity, Curiosity, and Compassion will be unforgettable.
English to Chinese: Top Boys Basketball Tournament News Report General field: Other Detailed field: Sports / Fitness / Recreation
Source text - English Sports Update: Roosevelt, Cleveland Make Strong Debuts in Top Boys Basketball Tournament
The Roosevelt and Cleveland high school boys basketball teams made history last month, playing in the state’s premier holiday tournament, the Les Schwab Invitational, for the first time.
Both Portland Interscholastic League teams made strong showings, each winning three of four games, during the event at Liberty High School in Hillsboro. Each team also landed a player on the five-member all-tournament team of the 16-team event:
• Roosevelt sophomore Terrence Hill, a 6-foot-3 guard, led all players in scoring at 26.8 points per game, and tied for second in assists at 5.5 per game.
• Cleveland junior Christian Green, a 6-foot-3 guard/forward, led all players in rebounds at 9.3 per game and averaged 17.3 points.
Also for Roosevelt, sophomore guard Utrillo Morris won the Deante Strickland Mr. Hustle Award, given to the player who impresses with his effort and energy.
Cleveland, under coach Dondrale Campbell, beat David Douglas 80-53, Lake Oswego 85-77 and Jesuit 62-57 to finish in fifth place in the tournament. The Warriors’ only loss was to Beaverton, 66-65, in a game in which they nearly came back from a 12-point fourth-quarter deficit.
Roosevelt, under coach Yusef Leary, beat Gresham 70-68, Jesuit 71-67 and Lake Oswego 82-77. The Roughriders’ lone defeat was 80-74 to Barlow.
The Les Schwab Invitational, which celebrated its 20th anniversary, regularly draws top teams from across the country and has featured such future NBA stars as Kevin Durant, Carmelo Anthony, Ben Simmons and Kevin Love.
Portland girls basketball tournament returns: After the 2020 version was canceled because of the pandemic, the Pacific Office Automation Holiday Classic returned. The PIL-hosted event, started in 2018, was played December 28-30 and featured teams from 42 schools playing at the varsity, junior varsity and junior varsity 2 levels. Games were played in the modernized gyms of three PPS high schools: Franklin, Grant and McDaniel.
Because of the unpredictability of the pandemic, this year’s event was not played with tournament brackets like the first two years, with teams simply playing games at assigned gyms. Grant won all three of its games at its home gym. Lincoln, playing at McDaniel, also went undefeated, winning twice, with its December 29 game canceled.
Cleveland, Franklin and Ida B. Wells each went 2-1, while Benson, Jefferson and McDaniel went 1-2.
Translation - Chinese 体育动态：Roosevelt和Cleveland在顶级男子篮球锦标赛中首次重磅亮相
English to Chinese: Informed Consent for Speech & Language Pathologist Tele practice General field: Law/Patents Detailed field: Law: Contract(s)
Source text - English Informed Consent for Speech & Language Pathologist Tele practice
with XX Public Schools
This Informed Consent for Tele practice contains important information related to speech-language pathology sessions using the Internet. Please read this carefully.
BENEFITS AND RISKS OF TELEPRACTICE FOR SPEECH-LANGUAGE PATHOLOGY
Tele practice refers to providing speech-language pathology services remotely using telecommunications technology such as video conferencing software. One of the benefits of tele practice is that the client and the clinician can engage in services without being in the same physical location. This can be helpful in ensuring continuity of care if the client and clinician cannot be located in the same location. It may also be more convenient for both the client and clinician. Tele practice, however, requires technical competence on both of our parts to be helpful. Although there are benefits to tele practice, there are some differences between in-person sessions and tele practice sessions, as well as some risks. For example:
Risks to confidentiality: Because tele practice sessions will take place outside of the XX Public School buildings there is potential for other people to overhear sessions if you are not in a private place during the session. On our end, we will take reasonable steps to ensure your privacy. But it is important for you to make sure you find a private place for our sessions where you will not be interrupted. It is also important for you to protect the privacy of our session on your cell phone or other device. You should participate in therapy sessions in a room or area where other people are not present and cannot overhear the conversation.
In addition, your child may be working with a group of peers on similar goals, much like in a school setting. In this case there is the potential that a family member from a different household may see and or hear your child on the screen.
Issues related to tele practice: There are many ways that technology issues may impact tele practice sessions. For example, technology may stop working during a session, other people might be able to get access to our private conversations, or stored data could be accessed by unauthorized persons. While we do not anticipate these issues, we want to be transparent in communicating that they may arise during our tele practice work.
Location: Speech language pathologists can only provide services to students that are physically in the state where the SLP is licensed. Families need to be aware that if their child is out of state, no tele practice services can be offered.
Efficacy: Most research shows that tele practice is about as effective as in-person therapy for a variety of speech-language pathology services, but not all. We are thankful to have the opportunity to continue our work with you/your child via tele practice during the COVID-19 outbreak.
EMERGENCIES AND TECHNOLOGY
Technology: Google Hangout & Zoom is the technology service we will use to conduct tele practice speech-language pathology videoconferencing appointments. Interruptions: If the session is interrupted for any reason, such as the technological connection fails, disconnect from the session and your clinician will re-contact you via email with a new Google Hangout session link. If there is a technological failure and we are unable to resume the connections, your clinician will email you to reschedule.
Recordings: Our tele practice sessions may be recorded in order to collect data needed to track progress on goals and develop goals and IEP planning. Recordings will not be shared or made public; they will be kept confidential and will be deleted as soon as the necessary data is collected.
Emergencies: By signing this document, I acknowledge:
● Tele practice via Google Hangout or Zoom with clinicians from XX Public Schools is NOT an Emergency Service. In the event of an emergency, I will use a phone to call 911.
● Though my clinician and I may be in direct, virtual contact through tele practice neither Google Hangout nor the XX Public School provides any medical healthcare services or advice including, but not limited to, emergency or urgent medical services.
● Google Hangout software facilitates videoconferencing and is not responsible for the delivery of any healthcare, medical advice, or care.
● To maintain confidentiality, I will not share my tele practice appointment link with anyone unauthorized to attend the appointment.
INFORMED CONSENT
By signing this document, I certify:
● That I have read or had this form read and/or had this form explained to me.
● That I fully understand its contents including the risks and benefits of using tele practice.
● That I have been given the opportunity to ask questions and my questions have been answered to my satisfaction.
______________________________ _______________
Patient Name (Typed) Date
______________________________ ______________
Patient Signature (Typed) Date
______________________________________ __________________
Parent/Guardian Name (if applicable) Date
______________________________________ __________________
Parent/Guardian Signature (if applicable) Date
______________________________________ __________________
Clinician Name (Typed) Date
______________________________________ __________________
Clinician Signature (Typed) Date
English to Chinese: District Complaint Policy General field: Law/Patents
Source text - English Complaint Policy 4.50.032-P
We know that when families are engaged with their children’s schools, children are more likely to have academic success, graduate from high school, develop self-confidence, and demonstrate strong social behaviors. When we put children at the center of our decisions and actions, we can deliver better experiences for all students and families. We also know that our school district can be complex and that families and students will have questions and sometimes concerns about our curriculum, classrooms, programs, and other experiences.
Portland Public Schools welcomes expressions of concern as opportunities to learn, clarify our intentions, and engage in continuous improvement to benefit all students. We welcome those conversations and expect that all adults, including PPS educators and other staff, will model our core values--including respect, relationships, honesty and integrity, collaboration, and a strong commitment to racial equity and social justice--when we have those conversations.
When a student or family has a concern, we encourage a direct conversation with the educator or department directly involved in the issue. There are many other District staff who may be able to help, too, including administrators who oversee specific schools or departments. The District also has a District and Family Liaison, who can help families access information, connect with District staff, and help resolve concerns.
We also make available to PPS students, families, and all who reside within the PPS District community a Formal Complaint process. This policy and the accompanying administrative directive describe that process in greater detail. All parties to a Formal Complaint shall be treated and treat others with respect and dignity, and the District will provide support to those making complaints so that the process is accessible, transparent, and reflects our strong commitment to racial equity and social justice. The District will resolve complaints as quickly as possible and in compliance with state law.
The District shall create welcoming environments that reflect and support the racial and ethnic diversity of the student population and community. The District’s goal is to have a complaint process that is accessible to, and welcoming of, all of our students, parents/guardians, and PPS community members.
I. Formal Complaints: Accessibility; Training; and Annual Reports
A. A full explanation of the complaint procedure, including all forms, shall be available at the District’s administrative office and on the home page of the District’s Conflict Resolution website found here.
1. Formal Complaints
This policy provides a process for resolving complaints as required by Oregon Administrative Rule 581-022-2370, including, but not limited to, complaints related to:
a) Instructional standards and practices
(1) Curriculum
(2) Teaching strategies
(3) Testing
(4) Counseling
(5) Class size
(6) Alternative education programs
(7) Instructional materials
(8) Compliance with state standards
b) Special education
c) Health and safety
d) Equitable education opportunities
e) Sports safety
f) Restraint and/or seclusion
g) Bias or discrimination in education
h) Retaliation against a student or parent/guardian
i) Failure to investigate complaints of bias
B. Information regarding the complaint process shall be easily accessible to members of the school community and user-friendly.
C. The District shall provide training for building administration and designated District staff on how to handle formal complaints under this policy, as well as the administrative directive 4.50.031-AD.
D. Because complaints can be an important indicator of the health of an organization, the Superintendent will provide to the Board at least annually data on trends, emerging issues, and district responses, as well as an assessment of the formal complaint process.
II. TIMELINES
A. In order to investigate a complaint while memories are recent and witnesses and documents are likely more available, a complaint must be filed within the following time limits:
1. Within two years after the alleged violation or unlawful incident occurred or the complainant discovered the alleged violation or unlawful incident. For incidents that are continuing in nature, the time limit runs from the date of the most recent incident; OR
2. Within one year after the affected student has graduated from, moved away from, or otherwise left the District, whichever is later.
B. The time limits for bringing formal complaints may be extended by the District for complaints about significant student safety issues, including those arising out of employee misconduct, sexual abuse or conduct, or other allegations of harm to students.
C. The receipt of a written complaint starts the 90-day timeline for resolution of complaints under this policy.
III. FILING A FORMAL COMPLAINT
A. STEP 1:
1. The written complaint must be filed with the District’s complaint coordinator by letter, email, or the written complaint form. The written complaint should include the name and contact information for the complainant, a description of the concern, and the student’s name, if applicable. It is helpful if the written complaint also includes the names of any other parties involved, including witnesses; a description of efforts to resolve the concern; and suggestions for resolution. The complainant shall receive a written acknowledgement of receipt of the complaint within 5 days of submitting the complaint.
2. In most situations, a District leader for the involved school, or the appropriate departmental supervisor, will be responsible for investigating and responding to the complaint at Step 1. The Superintendent may assign a different decision maker at Step 1 as appropriate.
3. All formal complaints will receive a decision in writing that addresses each concern raised and contains reasons for the District’s decision within 30 days of receipt of the complaint, unless the parties agree to extend the deadline. The resolution will include information about the next steps in the complaint process.
4. PPS accepts confidential anonymous formal complaints concerning Division 22 matters by email at [email protected] and phone at 503-916- 3462. Those making complaints anonymously should provide as much information as possible when making the complaint. PPS will investigate any complaint, including anonymous complaints, as fully as it can.
IV. FILING AN APPEAL
A. STEP 2: APPEAL TO THE SUPERINTENDENT
If the issue is not resolved to the complainant’s satisfaction, the complainant may request a review by the Superintendent. The request for review shall be submitted in writing within 10 days of the complainant receiving the decision in Step 1.
1. After reviewing materials previously submitted or gathered and after conducting additional review, if deemed necessary, the Superintendent or designee shall issue a written decision addressing the review of each concern raised and the reason for the decision and provide the written decision to the complainant, pursuant to OAR 581-022-2370. All complaints appealed to the Superintendent will receive a decision in writing within 30 days of receipt of the request for review. The decision will include information on the steps for further appeal under this policy.
2. Upon receiving the Superintendent’s decision, if the complainant wants to continue to appeal, the complainant may appeal to the Board.
B. STEP 3: APPEAL TO THE PPS SCHOOL BOARD
The Board will vote on the appeal within 30 days of the written request to appeal the Superintendent’s decision. The Board will have the full written record of the decisions at Step 1 and Step 2. District staff and the complainant shall exchange any other written background information they intend to present to the Board at the appeal hearing at least 24 hours before the hearing. If new information is offered less than 24 hours before the Board hearing, the complainant may ask for an extension of time. The complainant may provide testimony when the complaint is heard. The Board shall decide that the Superintendent's decision is:
1. Affirmed and no further action will be taken; or
2. Reversed and may direct the Superintendent to take alternative steps or other course of action. To the extent the Board modifies the
Superintendent’s decision, it will issue a final decision that addresses each concern raised in the complaint and contains reasons for the District’s decision.
If the complainant is not satisfied with the decision of the Board, the complainant can file an appeal with the Oregon Department of Education (ODE) as permitted by OAR 581-022-2370(4)(b) and OAR 581-002-0005.
C. Other Types of Complaints
Complaints about Sexual Conduct and Sexual Discrimination should be directed to the Title IX Department here.
Complaints or reports about child abuse should be directed immediately to the Child Abuse hotline at 1-855-503-SAFE, as well as to a PPS supervisor.
More information about conflict resolution resources may be found here.
D. Other provisions
1. The District will provide translation and interpretation services and other reasonable accommodations to assist complainants through the Formal Complaint process. Legal advice is not a resource provided by the District.
2. The District representative assigning staff to investigate and respond to a complaint shall avoid any conflicts of interest, or the appearance of conflicts of interest.
3. Complainants may bring an advocate or support person to any meeting or proceeding.
4. Retaliation against any person who files or participates in the complaint process is strictly prohibited. Retaliation is any intentional action that would deter a reasonable person from participating in the process. Anyone who believes they have suffered retaliation should immediately report it to the Superintendent or PPS Board of Directors.
5. The District will share with complainants as much information as possible about the findings of the investigation and will, in all cases, share the outcome of its investigation of complaints. However, PPS is often prohibited from disclosing specific information about disciplinary action taken against an employee or student involved in the complaint. The Board will hear complaints concerning students and employees in a closed session unless the employee or student/family requests an open session.
6. If the District fails to meet the timelines stipulated in this policy, the complainant may appeal to the PPS School Board or to the Oregon Department of Education. The timelines may be extended by agreement between the complainant and the District. For example, this may be needed if there are many witnesses to interview, key witnesses are unavailable because of holidays, medical leave, etc., or if a particular Board meeting does not work for the complainant.
7. As used in this policy, “days” will be counted as “calendar days.” Any period for response under this policy that falls on a weekend or legal holiday shall be extended to the next business day.
8. The District may not be able to assure confidentiality of the names of persons who file complaints under this policy.
9. If a complaint alleges employee misconduct that is outside the scope of this policy, the complaint coordinator will notify the Superintendent in writing of that filing, and the District will endeavor to respond in a timely manner to the
complaint.
10. Current and former employees may not bring a complaint under this policy regarding the terms, conditions, or status of their employment.
11. Complaints that have been previously filed, investigated, and responded to and for which appeals have been exhausted or the time for appeal has expired cannot be refiled when the complaint is regarding a particular incident or issue that has already been addressed through the Formal Complaint process.
12. Additional allegations offered during the Step 2 process will not be heard along with the original complaint. The person making the complaint will be informed that the allegation will not be addressed as part of the Step 2 response and that the allegation must be filed as a new complaint with the District’s complaint coordinator.
13. Because the Board serves as the final decision maker at the Step 3 appeal, Board members should not knowingly initiate or continue contact with complainants about the topic of a complaint or independently investigate allegations in the complaint once they have notice that a formal complaint has been filed. District staff will regularly notify Board members about new formal complaints that are filed.
E. Complaints against the Superintendent or members of the Board of Education
Any complaint about alleged individual misconduct by the Superintendent (but not District action for which the Superintendent may have ultimate responsibility as the chief executive officer of the District) shall be overseen by the Board of Education.
Board members are volunteers serving in an elected capacity and are accountable to the citizens in the Portland Public Schools district for their actions and policy positions. Complaints alleging ethics violations or violations of the law against an individual Board member should be made to the Board Chair who will refer these issues to appropriate governmental jurisdictions or a third party if a majority of the Board approves of the referral. Complaints related to ethics violations or violations of the law against the Board Chair should be made to the Board Vice-Chair(s) who will refer these issues to appropriate governmental jurisdictions or a third party if a majority of the Board approves of the referral. If a third party investigates a complaint, after receiving the results of the investigation, the Board shall decide, within 30 days, in open session what action, if any, is warranted.
F. Complaints submitted to members of the Board of Education
School board members who receive formal complaints from constituents or staff shall forward complaints to the District’s complaint coordinator. Board members shall forward informal complaints to the appropriate school or department in order to address the concern.
V. FURTHER APPEAL RIGHTS
If any complaint alleges a violation of Oregon Administrative Rule (OAR) Chapter 581, Division 22 (Standards), Oregon Revised Statute (ORS) 339.285 to 339.383 or OAR 581- 021-0550 to 581-021-0570 (Restraint and Seclusion), or ORS 659.852 (Retaliation), and the complaint is not resolved through the complaint process, the complainant, who is a student, a parent or guardian of a student attending a school in the District ,or a person who resides in the District, may appeal a final decision by the District to the Deputy Superintendent of Public Instruction as outlined in Oregon Administrative Rule (OAR) 581- 002-0005.
If the complaint alleges discrimination pursuant to ORS 659.850 (Discrimination in Education), a complainant may appeal a final decision by the District to the Oregon Department of Education or may file a complaint directly with the U.S. Department of Education without having to exhaust District procedures under this policy.
In addition to using the District complaint procedure, Special Education complaints may be made directly to the Oregon Department of Education. The complainant must send a copy of the complaint to the District and the Department of Education at the same time.
Adopted 11/2014; Amended 6/12/18, 6/15/2021
Legal Reference(s):
ORS 192.610 to 192.690 ORS 332.107
ORS 339.285 to 339.383 ORS 659.852
OAR 581-022-2370
ORS 192.610 to 192.690 ORS 332.107
ORS 339.285 to 339.383 ORS 659.852
OAR 581-022-2370
Chinese to English: 單身狗薯片美式可樂味产品简介 General field: Marketing Detailed field: Food & Drink
Source text - Chinese 單身不單心，狠狠愛自己，型格薯片，迷倒一片。可樂可以“咚咚咚”地喝，還能“喀嚓嚓”的嚼，換個姿勢，暢享可樂！有機草原優質大土豆，純淨又營養；美國工藝新鮮切片，均勻又完整。單身狗糧薯片，用愛出品~
Translation - English Treat yourself with our Coke-flavored potato chips! Now you can enjoy Coke in a more fun way! Made from premier organic potatoes grown on selected prairie, our chips are guaranteed to bring you the freshest taste. Evenly thick-cut and seasoned to perfection, every bite of our chips is made with love and is sure to deliver happiness to you.
Chinese to English: 暴风雪之日企业宣传视频文案翻译 General field: Marketing Detailed field: Business/Commerce (general)
Source text - Chinese 天氣的驟變影響了大半個美國
我們的客人因為停電而紛紛取消訂單
不只客人有難處，我們送貨的貨車也“遭殃”了.我們貨倉的環境也非常糟糕，車胎都被雪堆埋住了. 雖然惡劣的天氣帶了非一般大的挑戰給我們.但很慶倖我們有一班好同事.貨倉同事親自為大家“開闢道路”
到了後面還使用了貨倉的叉車鏟雪.我們也借來了別的公司的小貨車
完成了客人的訂單.
Translation - English The inclement weather has spread across the country
Our clients had to cancel their orders due to power outage.
Moreover, the extreme weather condition posed additional challenges to our daily delivery procedures.
At our Portland warehouse, the truck tires were half buried by the snow. Despite of the great challenge that the weather condition brought to us, our helpful coworkers volunteered to clean off the path outside the warehouse; they even used forklift to scrape snow off the ground. Under the snowy weather condition, we had to rent a few semi-trucks for slippery, winding roads in order to complete deliveries as scheduled. We went to great lengths to continue delivering, however, we decided to temporarily close the Portland warehouse for one day last Saturday due to the weather-related safety concern. This is the first temporary closing since our establishment in 2005.At S.J. Distributors, we are never afraid even under unexpected difficult situations. We always stand together to face oncoming challenges. We strategically turn each critical moment into an opportunity; as we believe, light is at the end of the tunnel.See, the sun is coming out again; snow is starting to melt. Great job, buddy!
Happy Chinese New Year 2021!
Chinese to English: 1%低脂有機牛奶产品简介 General field: Marketing Detailed field: Food & Drink
Source text - Chinese 1%低脂有機牛奶，精選純淨牧場，放心奶源，嚴苛的質量檢測優質高蛋白。核心科技萃取大自然，滴滴保留新鮮營養與精華。要營養不要脂肪，1%低脂牛奶是健身減肥愛好者的最佳伴侶。
好牛奶還可以這樣搭：蛋白奶+能量棒，運動後補充蛋白和能量；營養奶+cookie，早上下午上班學習補營養，滿滿活力，更有狀態；睡前一杯安眠奶，有助入眠，邊睡覺邊補鈣。
Translation - English Our organic low fat 1% milk comes from healthy, happy cows that spend their days on selected pasture. Our trusted farmers helped exceed the standards on organic pastures by bringing us the freshes and most nutritious dairy milk offered by nature. The protein in our milk has gone through a strict quality inspection process and is a complete protein- providing all of the essential amino acid your body needs. Our 1% low fat organic milk makes a great companion for people who are on a diet and are passionate about keeping fit. Pair our tastiest milk with energy bars, an excellent way to recharge your energy after a workout. It also goes well with cookies, a smart way to help you power through all the activities in your day. Regain your energy in seconds! Enjoy a glass of low-fat milk before bedtime, as milk is known to be an excellent source of calcium, which helps improve quality of sleep. Get your daily calcium during beauty sleep!
Chinese to English: 熟急凍蒜蓉奶油智利青口 Garlic Butter Mussel General field: Marketing Detailed field: Food & Drink
Source text - Chinese 嚴格甄選優質的智利青口（又叫智利藍貽貝），在南太平洋冰冷清澈海域養殖，天然培養，符合最嚴格的環境標準和衛生標準。智利青口外觀與新西蘭綠唇青口不一樣，其外殼呈現黑褐色。肉質飽滿既健康又營養，是理想的控制體重和高血壓的佳品。智利青口捕撈上來後會先經過一道加熱處理，添加蒜蓉奶油的獨特風味。然後急速低溫冷凍，可保護青口的肉質始終保持原有的新鮮、色澤及含水量。想吃就吃的即食產品，無需過多操作，微波爐或放入鍋中加熱即可享受高級美味。
Translation - English Sourced from Chile's crystal clear waters of the Southern Pacific, our mussels (called Chile Blue Mussels) are raised using the strictest environment and quality control standards. Different from New Zealand green-lipped mussels, these mussels have dark brown-colored shells. Plump and juicy by nature, the mussels are cooked and frozen in a flash with their juices and fresh flavor intact. Consuming mussels regularly can help control your body weight and blood pressure within the normal range. Cooked immediately after harvested, our mussels boost a fresh coastal flavor. Infused with a delicious sauce of garlic and butter, this on-the-go-snack from a vacuum pouch retains all of the mussels’ natural juices.
English to Chinese: Offer of Employment General field: Law/Patents Detailed field: Law: Contract(s)
Source text - English XXX, INC.
OFFER OF EMPLOYMENT
[Date]
[Name]
[Street]
[City, State, ZIP]
Re: Employment by XXX, Inc.
Dear [Name]:
We are very excited that you will be joining XXX, Inc., a California corporation (the “Company”), as ________, effective on ___________________. This letter will confirm the terms of your employment.
At-Will Employment
Employment with the Company is employment at-will. Employment at-will may be terminated with or without cause and with or without notice at any time at the will of either you or the Company. Terms and conditions of employment with the Company may be modified at the sole discretion of the Company with or without cause and with or without notice. Other than XXX (CEO’s Name), no one has the authority to make any agreement for employment other than for employment at-will or to make any agreement limiting the Company’s discretion to modify the terms and conditions of employment. Only the CEO has the authority to make any such agreement and then only in writing and signed by each the CEO and the respective employee. No implied contract concerning any employment-related decision or term or condition of employment can be established by any other statement, conduct policy, or practice. As a new hire, your performance will be reviewed after a ninety (90) day trial period, at which time your continued employment will be evaluated. This trial period does not in any way modify the at-will status of your employment relationship with the Company.
XXX, INC.
Position and Duties
You shall serve in the position of __________ at the Company and shall perform all the duties of that position as described on Exhibit A. Your position, job description, salary, duties and responsibilities may be modified from time to time in the sole discretion of the Company. You agree to strictly adhere to all of the rules and regulations of the Company as may be set forth in any Employee Manual or published policies of the Company now or in the future, including all amendments to the Manual which may be made in the future in the Company’s sole discretion (as published or amended from time to time, the “Manual”).
No Other Employment
You agree to devote your full business time, attention and best efforts to the business of the Company during the employment relationship. The Company’s normal business hours are from 8:30 a.m. to 5:30 p.m., Monday through Friday. As an exempt salaried employee, however, you will be required to work additional hours depending on the nature of your work assignments.
Compensation of Employee
(a) Wage. The Company shall pay you, and you agree to accept from the Company in payment for your services to the Company, a wage/salary of $______________ per hour, subject to applicable tax withholding requirements. Any proposed increase of your wage, compensation or benefits must be approved by human resources.
XXX, INC.
(b) Bonus. The Company pays out certain discretionary bonuses on a quarterly and annual basis. While there are several factors that may lead to the awarding
of the bonuses, including attendance and work performance, bonuses are not guaranteed and may not be given in any quarter or year.
(c) Vacation; Sick Leave. You will be entitled to vacation during each full year of employment, and sick leave benefits, in accordance with the Company’s standard policies to be set forth by the Company from time-to-time in the Manual.
(d) Benefit Plans. You shall be entitled to participate in any standard health and other benefit plans established by the Company on terms as may be established by the Company in its sole discretion. Although you may be eligible for such benefits if they become available in the future, the Company does not promise or represent that such benefits will in fact become available or that once made available they will be continued.
(e) Employee Expenses. The Company will reimburse you for pre-approved business expenses (approved by the President or the Board of Directors), as provided within the guidelines of the Company’s expense policy. All expenses shall be subject to review and approval by your direct report and the CEO and shall require reasonable documentation.
Confidentiality Agreement
As a condition to your employment with the Company, you acknowledge that you have executed and delivered a copy of the Company’s Confidentiality Agreement and will abide by its terms. You acknowledge that a remedy at law for any breach or threatened breach by you of the provisions of the Confidentiality Agreement would be inadequate, and you therefore agree that the Company shall be entitled to injunctive relief in case of any such breach or threatened breach.
XXX, INC.
Governing Law
This Agreement is made and shall be construed and enforced in accordance with the laws of the State of California. This Agreement and the Exhibits supersede and replace all
prior agreements or understandings, oral or written, between the Company and you, except for prior confidentiality agreements, if any. This Agreement may not be modified except by a writing signed both by the CEO and by you.
Arbitration
Any controversy, dispute or claim arising out of or relating to your employment, this agreement or breach thereof shall first be settled through meditation administered by JAMS. If the parties are unsuccessful at resolving the dispute through mediation, the parties agree to arbitration administered by JAMS pursuant to its Employment Arbitration Rules & Procedures and subject to JAMS Policy on Employment Arbitration Minimum Standards of Procedural Fairness. Judgment on the Award may be entered in any court having jurisdiction. The parties agree that the binding arbitration will be conducted in Los Angeles, California with a single arbitrator familiar with employment disputes. This agreement is in addition not in lieu of the stand alone Arbitration Agreement. In the event of any dispute, and to the extent allowed by applicable California law, the prevailing party shall be entitled to its reasonable attorneys’ fees and costs from the other party, whether or not the matter is litigated or arbitrated to a final judgment or award. The arbitrator’s decision shall be final and binding on all parties, and may be entered in any court having competent jurisdiction.
Severability
If any provision of the Agreement or the Exhibits is determined to be invalid or unenforceable, the remainder shall be unaffected and shall be enforceable against both the Company and you.
XXX, INC.
Employee Review and Receipt of Agreement
You acknowledge that you have carefully read and considered all provisions of this Agreement and the Exhibits and agree that all of the restrictions set forth herein are fair and reasonably required to protect the Company’s interests. You acknowledge that you have received a copy of this Agreement and the Exhibits as signed by you. You acknowledge that, prior to signing this Agreement, you have had an opportunity to seek the advice of independent counsel of your choice relating to the terms of this Agreement You further acknowledge that you are an at will employee and that either you or the Company may terminate your employment at any time with or without cause and with or without notice
XXX, INC.
Sincerely,
XXX, INC.
_________________________
XXX XXX, CEO
Agreed to and Accepted:
By: ___________________________
Printed Name: ___________________________
Dated: ___________________________
EXHIBIT A
DESCRIPTION OF DUTIES
The employee shall be employed as _____________ and shall report to the _________________ or such other executive officer as the Company shall designate. Subject to modification by the human resources or the CEO, the employee’s job duties will include, but not be limited to:
-Detail
Responsibilities will include:
-Detail
附表 A
职责简述
兹证明该员工受聘的岗位为_______________ ，直属上司为___________________ 或者由本公司指定的其他执行官。 该员工的工作职责包括，但不限于以下内容；公司董事长或人力资源部有权对其工作职责做出修改。
•
职责包括:
•
Chinese to English: Company Notification: Updates about COVID-19 related paid leave policies General field: Bus/Financial Detailed field: Human Resources
Source text - Chinese 在2020年，政府因新冠疫情推出了一系列的相關政策以及救助福利；福利中都有包含針對企業在所屬員工確診或其家人確診頒布的臨時FFCRA-有薪病假（Families First Coronavirus Response Act-Paid Leave）。此福利是包括因員工確診，員工家人確診需照顧家人，或者需照顧因疫情而學校關閉留待家中的兒童這三種無法上班的情況而配合的有薪病假福利（其他具體詳細信息或資格等請參考回政府網站，此處只羅列一小部分主要信息），並且將在12/31/2020截止且所有相關該福利都取消。
在該福利截止並取消後，公司經過考慮且都想繼續為同事提供福利，所以決定在3/31/2021前繼續為員工個人確診的情況提供有薪病假福利（可使用的有薪病假時間及政策不變）。
政府福利取消詳情可參考FFCRA Question and Answers(FFCRA問與答)網站信息的-104：
https://www.dol.gov/agencies/whd/pandemic/ffcra-questions#104
Translation - English The federal government has issued a series of COVID-19 related policies and relief packages since the start of the pandemic in the year 2020. These include “Families First Coronavirus Response Act-Paid Leave” (FFCRA) under which certain employers are required to provide up to 80 hours of paid sick leave to employees who need to take leave from work for certain specified reasons related to COVID-19. These reasons may include the following:
o the employee or someone the employee is caring for is subject to a government quarantine order or has been advised by a health care provider to self-quarantine;
o the employee is experiencing COVID-19 symptoms and is seeking medical attention; or,
o the employee is caring for his or her son or daughter whose school or place of care is closed or whose child care provider is unavailable for reasons related to COVID-19.
The temporary leave provisions established under the FFCRA as listed above have expired on December 31, 2020. Please visit https://www.dol.gov/ to check on eligibility and more details.
After careful consideration, the Company has decided to continue to provide up to 80 hours paid sick leave to employees who are confirmed with COVID-19 and are subject to quarantine until 3/31/2021. However, please note that as part of FFCRA, emergency paid expanded family and medical leave, is no longer valid after January 1, 2021.
For any questions, please refer to FFCRA Question and Answers at https://www.dol.gov/agencies/whd/pandemic/ffcra-questions#104
English to Chinese: American consumers are kicking off 2022 with some big price increases in everyday purchases General field: Bus/Financial Detailed field: Economics
Source text - English American consumers are kicking off 2022 with some big price increases in everyday purchases. The price of food and utilities surged in January from the previous month, according to the Labor Department. Prices for healthcare and housing have also started to creep up.
Vehicle prices, which have been rising rapidly because of a shortage of computer chips, saw inflation moderate in January but remain well above where they were a year ago.
Inflation is broadening out and affecting goods and services that had until now been relatively spared by rising prices, said Gus Faucher, chief economist at PNC Financial Services Group. “Businesses are dealing with higher labor costs, they’re dealing with higher input costs and they’re passing some of those along to their consumers,” he said.
Higher prices will likely push down consumer confidence, Mr. Faucher said, although he added he doesn’t expect it will have much of an effect on consumer spending, which rose an inflation-adjusted 7.9% in 2021 from the previous year, according to the Commerce Department. Rising wages, plentiful jobs and pent-up savings from pandemic-related stimulus programs should prop up spending and overall economic growth, he said. Below are a few categories that saw significant price changes in January:
Groceries
Groceries rose a seasonally adjusted 1% in January from December, the Labor Department said, well above overall inflation, which stood at 0.6% on the month. Cereal and bakery products were up 1.8% and meats, poultry, fish and eggs rose 0.3%. Meat prices have risen rapidly over the past year and stand 12.2% above where they were a year ago.
Translation - Chinese 2022年伊始，美国消费者遭受了部分日常消费品物价的大幅上涨。据劳工部称，一月份食品价格和水电煤气费用比上个月出现激增。医疗及住房价格也已开始逐渐上涨。
English to Chinese: General test instructions General field: Medical Detailed field: Medical: Health Care
Source text - English Context: The following passage is an excerpt of instructions for nurses who test patients for cognition-related illnesses. The test includes five subtests that require the patient to perform different tasks with pen and paper, such as connecting dots, tracing lines, or filling out shapes.
General instructions for test performance
Please observe the following every time you administer the test.
Verify before you start the test if all the necessary materials are at hand:
• Test sheets
• Pen (Verify the function of the pen before you start and always keep an extra in reserve.)
• Stopwatch
• Test instructions
• Clipboard
For measuring the time use a stopwatch! Don't rely on your wristwatch, or else the precision of the measurement may be impaired considerably by reading errors.
The following rules apply for the beginning and the end of the measured time intervals: For predefined time limits (subtest 1) you give the starting command (= onset of time measurement) and the stop sign (= end of time measurement). In subtests with unlimited time (subtest 2, 3, 4 and 5) you measure the time from first putting pen to paper until the respective goal is reached.
Stick to the predefined time limits!
Use the written test instructions every time you administer the test even if you are convinced that you know the text by heart. Please read the instructions word by word and ask the patient if they understood it. If not - repeat the entire instruction! Then you let them do the respective practice test. If you observe errors, please inform the patient immediately until you are sure that they can perform the test according to the instructions.
Be sure that a patient who needs reading glasses puts them on for the test. Make sure the test sheet is adequately illuminated. If possible, the patient should do the test sitting comfortably at a desk.
English to Chinese: Effects of Migration on Allergic Diseases General field: Science Detailed field: Medical (general)
Source text - English Effects of Migration on Allergic Diseases
Globalization and urbanization in modern societies are driving increasing volumes of migration worldwide. Migrant populations move within or between countries in search of enhanced career opportunities, a better quality of life, or to seek refuge from war or political unrest. Migration exposes individuals to changes in environmental exposures which can be traced to a specific temporal event, thus studies in migrant populations provide unique opportunities to evaluate the effects of different environmental factors on human health, as well as to identify potential gene-environmental influences which may contribute to the pathogenesis of disease.
Studies have shown disparities in health and disease indices between migrant and native populations living in the same geographical location. The process of migration exposes immigrants to changes in socioeconomic, cultural, psychological, as well as environmental factors. These include exposures to new pollutants and allergens, climate, diet, housing conditions, access to healthcare and health-seeking behaviors, all of which may contribute to the pathogenesis and/or influence the measured prevalence of allergic disorders.
While it is known that allergic disease prevalence differs between migrant and native populations, differences in patterns between first- and second-generation immigrants and supporting proof-of-concept mechanistic studies have only recently been published. In this review we summarize the various patterns of allergic disease prevalence observed in migrant populations, highlighting novel observations on the differences in allergy prevalence between first- and second-generation immigrants, factors contributing to the observed differences, and supportive mechanistic studies which may explain these findings.
English (Medical Interpreting Training School, verified) English (Pacific Lutheran University, verified) English (University of Portland (Master of Business Administration), verified) English to Chinese (Taus-Certified Post Editor)
Memberships
ATA, Oregon Society of Translators and Interpreters, Northwest Translators and Interpreters Society, NCTA, NLSC
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Adobe Acrobat, Amara, MateCat, memoQ, MemSource Cloud, Microsoft Excel, Microsoft Word, Subtitle edit, Smartcat, Subtitle Edit, Trados Studio, Wordbee
I am a native Chinese speaker with a B.A. in English and an MBA. I have also completed intensive training in
translation and interpretation from NYU and Hong Kong City University. A
member of the American Translators Association, I have been working as a
professional translator for Fortune 500 companies, local and federal government agencies, food wholesalers, public & private schools,
non-profits and language agencies since 2010. I worked as an English Subtitle
Translator for the 2011 Beijing International Film Festival, China.
Areas of specializationinclude: Business (particularly marketing,
human resources, advertising, retail, mobile Apps), education, legal services, medical
interpreting, new media, and social services.
As an MBA in International Marketing, I’ve helped businesses based
in the U.S. and China expand their territories globally. Paired with
outstanding language skills, I am
experienced in providing translation, localization & consulting services to
promote branding and bring your business to the next level.Please feel free to contact me by email at [email protected]
to request a quote for translating/editing/proofreading any Chinese documents
into English and any English documents into Chinese.
An avid linguist and explorer of languages & cultures of the East and
the West, I am always seeking opportunities to bridge communication gaps for
people with diverse backgrounds.
I consider myself as a highly
reliable, honest, conscientious professional. I am aiming for long-term client
relationships where both parties develop mutual understanding and trust. I
research terms carefully and effectively communicate with clients to make sure
no ambiguities existing in the source text. I always do my best to ensure that
the meaning, style, register and tone of the source language are accurately and
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I'm always happy to preview any files and give you an honest opinion about
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