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Ceník publikace PR článků a komerčních sdělení

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Vaši zajímavou nekomerční tiskovou zprávu, článek uveřejníme zdarma .
PR články a komerční sdělení publikujeme za poplatek dle ceníku viz. níže.

Zprávy nám zasílejte na email info@press-media.cz v této struktuře :

Titulek (max 80 znaků)
Perex (zvýrazněný úvod článku)
Text
Jméno autora článku , url autora, zdroj apod.
Jméno autora fotografie/obrázku, ev. popis fota.
Obrázky zasílejte pouze ve formátu JPG o minimální velikosti 800x500px.

Ceník publikace PR článků a komerčních sdělení

Publikace PR článku na portálu HlavníZprávy.cz490,- Kč
Publikace PR článku na ostatních portálechjiž od 75,- Kč
Publikace PR článku na více portálechmnožstevní slevy dohodou

V případě dlouhodobější spolupráce ceny dohodou
Ceny jsou uvedeny včetně 21% DPH (nejsme plátci DPH)

Technické parametry PR článku

  • Rozměr hlavního obrázku – min: 800 x 450px, rozlišení 72 DPI, horizontální orientace (na šířku)
  • Datový formát obrázku – JPG, PNG
  • Počet obrázků do fotogalerie k článků – Max. 5
  • Datový formát obrázku – JPG, PNG
  • Licence k obrázku – K obrázku je nutno uvést autora / zdroj. Zadavatel zasláním obrázku prohlašuje, že je oprávněn poskytnout fotografii ke zveřejnění – autorská práva jsou v pořádku
  • Ilustrační fotografie – V případě nedodání obrázku připojíme k článku fotografii z free fotobanky
  • Titulek – max 80 znaků včetně mezer (slova titulku nesmí být použita jako hypertextový odkaz)
  • Perex – max 500 znaků včetně mezer (slova v perexu nesmí být použita jako hypertextový odkaz)
  • Text – Doporučujeme jednu až dvě normo strany (1NS = A4 standardní řádkování)
  • Odkazy v textu – V textu mohou být uvedeny max 3 hypertextové odkazy
  • Embedování obsahu třetích stran – do textu je možno vložit Tweet, FB statut, video aplikace YouTube, mapu aplikace Google Maps.
  • SEO optimalizace – Za příplatek 100,- Kč bez DPH upravíme meta tag title a meta tag description v hlavičce HEAD. U hypertextových odkazů doplníme atribut title.
  • Publikace článku – Článek publikujeme obvykle do několika hodin od zaslání všech podkladů. Publikace je trvalá po celou dobu existence portálu.

 Přehled regionálních a oborových portálů

Objednávky PR článků zasílejte na email info@press-media.cz včetně vašich fakturačních údajů. Pro další informace nás můžete kontaktovat zde nebo na telefonu +420 774 509 555.

New Sonos update: Dolby Atmos controls for Arc, battery upgrade for Roam

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The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

Denon and Marantz offer free solution to 120Hz Xbox AVR issue

0

The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

Bang & Olufsen Beolab 28: These smart-looking smart speakers are future upgradeable

0

The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

Sony wants to bring the boom to your room with new X-Series speaker range

0

The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

Bang & Olufsen Beosound Emerge is one swanky looking bookshelf speaker

0

The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

Audio Pro’s C10 Mk II is a new AirPlay 2 and Google Cast multiroom speaker

0

The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

LG’s 2021 soundbars start to roll out, SP11RA leads the way with 7.1.4 channel

0

The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

Jeden víkend, všichni nakažení. Každý den cítím vinu za smrt tchyně. Od mrtvice ho dělily minuty.

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Zpochybňuje závažnost pandemie se Tony Green rozhodl uspořádat setkání pro svou rodinu. Krátce na to měl on a dalších pět pozvaných pozitivní test na koronavirus
Příběh Tonyho Greena převyprávěl novinář Eli Saslow.
Původně vyšel na webu Washington Post.

Když onemocněl prezident Donald Trump, na chvíli se mi vrátil pocit z toho, jak jsem se poprvé probral v nemocnici. Vím, jaké je to, když vás poníží tento virus.

Předtím jsem si myslel, že pandemie je pouze podvod. Že je to nafouknutý mediální hoax. Dělal jsem si srandu z lidí, kteří nosili roušku.

Všechno mě to dohnalo a musel jsem si přiznat svou chybu. Takže, pokud mě chcete nenávidět nebo vinit, klidně jděte do toho. Dělám to také.

Ta oslava byl můj nápad. A právě proto mě to tak mrzí. Nuž, vlastně to nebyla ani oslava, spíše setkání. Bylo nás jen šest, dobře? Moji rodiče, můj partner a rodiče mého partnera. Měsíce jsme byli zavřeni doma v Texasu a guvernér právě ohlásil, že malé setkání jsou zřejmě v pořádku. Jsme si v rodině velmi blízcí a neviděli jsme se už věčnost. Bylo konečně léto. Pomyslel jsem si: Nejhorší je za námi. Ksakru, Posuňme se už dál. Čeho se tak bojíme?

Kdo to přinesl do domu?

Ne všichni z mé rodiny mají stejné přesvědčení jako já, ale tlačil jsem na nich. Nikdy jsem se za své názory nestyděl. Jsem gay a konzervativec, takže jsem zvyklý kráčet proti proudu. Médiím jsem přestal věřit jako zdroji informací, když začali jít v roce 2016 silně proti Trumpovi. Zrušil jsem si kabelovku. Všechno to byly pouze názory, takže jsem si raději vytvářel svůj vlastní. Trošku pravdy najdu tady, trošku tam, pak to dám dohromady a uvidím, co z toho vyjde.

V mém osobním okruhu mám zhruba čtyři tisíce lidí a ani jeden z nich neonemocněl. Ani jeden. Začnete poslouchat vtipy o tom, jak člověk s padákem skočí z letadla a zemře na Covid-19. Pomyslíte si: Něco tu nesedí. Začnete odmítat a popírat.

„No tak, už stačilo. Setkejme se a konečně si užívejme život,“ řekl jsem své rodině.

Všichni přišli přes víkend. Dohodli jsme se, že si nebudeme od sebe držet odstup nebo se tím zbytečně stresovat. Mámu jsem neviděl několik měsíců, to ji mám jakože setkat a neobjal? Ale no tak! Máme dvoupatrový dům, takže bylo místo pro každého. Každý přišel dobrovolně. Zdálo se nám, že to potřebujeme.

Husí kůži nejsou zbytečný pozůstatek evoluce. Souvisí s růstem vlasů

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Uvažoval nad nimi už Charles Darwin.

Zima, strach, šok, úzkost či vzrušení jsou podněty, které nejednou vyvolají na lidském těle husí kůži. Nový výzkum naznačuje, že buňky, které způsobují husí kůži, jsou také zodpovědné za růst a regeneraci vlasů a chlupů.

Nad tím, proč lidem naskakují husí kůži, uvažoval už Charles Darwin ve svých spisech o evoluci.

Jde o pozůstatek z dob, kdy byli naši předkové mnohem více ochlupení, a právě husí kůže je chránila před chladem.

Pokožka na zimu reagovala stažením malých svalů, důsledkem čehož došlo k vztyčený chlupů. Takto naježené ochlupení bránilo úniku tepla ven z těla.

Dlouho se uvažovalo, že v současnosti už husí kůži nemají pro lidi význam. No vědci z Harvardské univerzity nedávno přišli na dosud neznámou funkci husí kůže.

Tytéž buňky, které v těle způsobují husí kůži, zároveň aktivují kmenové buňky vlasových váčků, ze kterých vyrůstají vlasy a chlupy. Zjištění by mohlo mít význam pro léčbu vypadávání vlasů.

Výzkum, který proběhl na myších, publikovali v časopise Cell.

propojenost systému

Vědci zkoumali kůži ve vysokém rozlišení pod mikroskopem.

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