Subscribe to the iGaming newsletter Problem gambling funding body GambleAware and the UK’s Football Supporters’ Association have called on professional football clubs to be more proactive in educating fans about the risks associated with gambling. Problem gambling funding body GambleAware and the UK’s Football Supporters’ Association have called on professional football clubs to be more proactive in educating fans about the risks associated with gambling. Just 10% of UK football fans felt that their club is doing enough to warn of the risks of gambling, according to a new FSA survey carried out in conjunction with GambleAware’s ‘Bet Regret’ safer gambling campaign.Supporters were asked a number of questions about the role of gambling in the sport, with just 13% of all respondents are or would be happy for their team to be sponsored by a gambling company. Some fans also raised concerns about young fans being unnecessarily exposed to gambling branding and messaging.This included new initiatives, such as gambling brands sponsoring individual players. Fans were critical of the role 32Red played in Wayne Rooney joining Championship club Derby County. The former England striker will wear the squad number 32 as part of a sponsorship deal with the operator when he joins the team in January 2020.“Football clubs are not like any other business – they are an integral part of many match-going supporters’ lives and have a duty of care,” FSA chief executive Kevin Miles said.“It’s clear fans want their clubs to do more on educating their supporters about the risks of gambling and alongside GambleAware we’ll be pushing clubs, particularly those with prominent gambling sponsors, to do better.” The survey is the first piece of joint work undertaken by GambleAware and the FSA, with the two organisations to run a series of other initiatives throughout the 2019-20 season to help encourage moderation of betting behaviours.“The results of the survey highlight fans’ concerns that football clubs and gambling companies could do more to encourage safe betting and make people, especially young people, aware of the risks,” GambleAware chief executive Marc Etches said.“Our new partnership with the FSA is based on a shared agenda to help create a safe betting environment in football. It means the voice of the fans will be heard and allows us to engage directly with them in communities to encourage moderate betting behaviour.”GambleAware launched its Bet Regret initiative in February and had a 61% rate of recognition amongst the campaign audience during the first wave of activity. Last month, the charity commenced the second stage of the campaign. Regions: UK & Ireland Football clubs urged to educate fans on risks of gambling AddThis Sharing ButtonsShare to LinkedInLinkedInShare to FacebookFacebookShare to TwitterTwitter 13th September 2019 | By contenteditor Sports betting Topics: Sports betting Email Address
Tags: Online Gambling Online gambling operator PointsBet has revealed it raised a total of AU$70.5m (£51.2m/€43.4m/US$51.1m) through the first stage of its fully underwritten entitlement offer. PointsBet raises AU$70.5m via initial entitlement offer AddThis Sharing ButtonsShare to LinkedInLinkedInShare to FacebookFacebookShare to TwitterTwitter 9th September 2020 | By contenteditor Subscribe to the iGaming newsletter Finance Email Address Online gambling operator PointsBet has revealed it raised a total of AU$70.5m (£51.2m/€43.4m/US$51.1m) through the first stage of its fully underwritten entitlement offer. Launched earlier this week, the offer will see the operator issue approximately 10.8m new shares, priced at $6.50 each, with around 55% of shares purchased by existing shareholders. PointsBet is seeking to generate a total of $153.2m through the entitlement offer, and said the first segment of the scheme matched its expectations. The second part of the initiative, comprising a retail entitlement offer, will open on 11 September and aim to raise approximately $82.7m. Eligible retail shareholders in Australia and New Zealand will be able to take part in the offer at the same entitlement offer price, with the option to purchase new shares at $6.50 each. Shareholders have until 22 September to participate, with retail rights trading to be made available from today (9 September) until 15 September. Entitlements not taken up under the offer will be sold via a retail shortfall bookbuild on 25 September. The wider entitlement offer forms part of a larger fundraising effort at PointsBet, with the overall aim of generating an additional $300m in funds. Last week, PointsBet revealed it had surpassed initial expectations in the initial part of the project, whereby it raised $200m through a share placement. The operator sold off a total of 18,181,819 new shares at a price of $11 each. Should the remainder of the entitlement offer proceed as hoped, this would mean that the operator could raise more approximately $353.2m. Topics: Finance Strategy
ArchDaily CopyHouses•Point Roberts, United States ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/622968/lightbox-bohlin-cywinski-jackson Clipboard Lightbox / Bohlin Cywinski Jackson Area: 1560 ft² Year Completion year of this architecture project Architects: Bohlin Cywinski Jackson Area Area of this architecture project ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/622968/lightbox-bohlin-cywinski-jackson Clipboard Houses Photographs Projects “COPY” Save this picture!© Nic Lehoux Photography+ 12 Share “COPY” 2015 Year: Photographs: Nic Lehoux Photography Contractor: United States Consultants:PCS Structural SolutionsClient:Nic LehouxPrincipal:Peter Bohlin, Robert MillerProject Manager:Jeremy EvardProject Team:Patricia Flores, Kyle PhillipsCity:Point RobertsCountry:United StatesMore SpecsLess SpecsSave this picture!© Nic Lehoux PhotographyRecommended ProductsWoodBlumer LehmannFree Form Structures for Wood ProjectsEnclosures / Double Skin FacadesIsland Exterior FabricatorsCurtain Wall Facade SystemsDoorsRabel Aluminium SystemsMinimal Sliding Door – Rabel 62 Slim Super ThermalWoodAccoyaAccoya® CanalsText description provided by the architects. Designed as a home and studio for a photographer and his young family, Lightbox is located on a peninsula that extends south from British Columbia across the border to Point Roberts. The densely forested site lies beside a 180-acre park that overlooks the Strait of Georgia, the San Juan Islands and the Puget Sound.Save this picture!© Nic Lehoux PhotographyHaving experienced the world from under a black focusing cloth and large format camera lens, the photographer has a special fondness for simplicity and an appreciation of unique, genuine and well-crafted details.Save this picture!Floor PlanThe home was made decidedly modest, in size and means, with a building skin utilizing simple materials in a straightforward yet innovative configuration. The result is a structure crafted from affordable and common materials such as exposed wood two-bys that form the structural frame and directly support a prefabricated aluminum window system of standard glazing units uniformly sized to reduce the complexity and overall cost.Save this picture!© Nic Lehoux PhotographyAccessed from the west on a sloped boardwalk that bisects its two contrasting forms, the house sits lightly on the land above the forest floor.Save this picture!Floor PlanA south facing two-story glassy cage for living captures the sun and view as it celebrates the interplay of light and shadow in the forest. To the north, stairs are contained in a thin wooden box stained black with a traditional Finnish pine tar coating. Narrow apertures in the otherwise solid dark wooden wall sharply focus the vibrant cropped views of the old growth fir trees at the edge of the deep forest.Save this picture!© Nic Lehoux PhotographyLightbox is an uncomplicated yet powerful gesture that enables one to view the subtlety and beauty of the site while providing comfort and pleasure in the constantly changing light of the forest.Save this picture!© Nic Lehoux PhotographyProject gallerySee allShow lessschmidt hammer lassen Reveal Chirstchurch’s New Central LibraryUnbuilt ProjectWhy 2015’s Most Important Design In Architecture Isn’t A Building, But A New York Ti…Articles Share HBHansen Construction Lightbox / Bohlin Cywinski JacksonSave this projectSaveLightbox / Bohlin Cywinski Jackson CopyAbout this officeBohlin Cywinski JacksonOfficeFollowProductsWoodGlass#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesDabasNundahPoint Roberts3D ModelingHousesWoodOn InstagramUnited StatesPublished on April 27, 2015Cite: “Lightbox / Bohlin Cywinski Jackson” 27 Apr 2015. ArchDaily. Accessed 11 Jun 2021.
TNLA ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/870373/louttit-house-seeley-architects Clipboard Landscape: CopyHouses•Lorne, Australia Louttit House / Seeley Architects Year: Photographs Engineer:Don Moore & AssociatesArchitect In Charge:David SeeleyCity:LorneCountry:AustraliaMore SpecsLess SpecsSave this picture!© Peter HyattRecommended ProductsDoorsVEKADoors – VEKAMOTION 82Enclosures / Double Skin FacadesFranken-SchotterFacade System – LINEADoorsECLISSESliding Pocket Door – ECLISSE LuceDoorsSaliceSliding Door System – Slider S20 Built high on the amphitheatre surrounding Louttit Bay, the Louttit house challenges the typical expectations of a renovated home with bold, yet sensitive addition the Lorne streetscape. A prosaic suburban brick house has been transformed to accommodate an extended family, while presenting as a modest sized house.Save this picture!© Peter HyattInspired by early “fibro beach shacks” and the beautiful Otway Ranges, fibre cement sheeting and Spotted Gum timbers are evident throughout the interior. Externally, the weathering steel roof shedding water into a generous pebble lined trench when it rains.Save this picture!Upper Level PlanUpon entry one is greeted by a long timber clad ‘box’ appearing to be inserted into the dwelling through both levels. Revealed mostly as wet areas within, it also hides an “Alice in wonderland” door to a mattress floored Nook for kids to nap or play “fortress”. The lower level is a dedicated “kids space” (for big kids too), featuring a generous rumpus room, a spa deck and two bedrooms Save this picture!© Peter HyattThe upper or entry level is thermally zoned, with a suspended fireplace partitioning the living and dining areas. From these rooms, spectacular views of the meandering Great Ocean coastline are realized. It’s no wonder that everyone wants to stay at the Louttit house.Save this picture!© Peter HyattOur clients, a recently retired couple were recommended to us and approached with an open brief to renovate a very urban brick dwelling into a holiday retreat to better capture the coastal views and to provide a higher standard of accommodation for their family . Through a fluid, open and trusting design process, we delivered a design that transformed the house, with a result that greatly exceeded their expectations.Save this picture!© Peter HyattThe design of the Louttit house is zoned by over two levels to accommodate three generations. At the upper level, an air locked zone accommodates an open planned kitchen and living area with two bedroom suites each with generous Ensuites. The lower level includes two bedrooms; wet areas, a garage, games room and Nook that is covered in mattresses for the grand kids.Save this picture!© Peter HyattWorking within the existing shell and by opening up the north facade with large sliding doors capped by a generous skillion roof, the improved spatial qualities and detailing has lead to considerably improved home, better solar orientation and cross ventilation.Save this picture!© Peter HyattAn air lock strategically placed at the Entry to the house protects the interior from the effects of winter winds, reducing heating costs.Save this picture!© Peter HyattSustainably sourced Citriodora maculata was been used extensively as the internal floors and linings. Like the bricks from the original house, these timbers can be readily recycled at the end of the dwellings life.Save this picture!© Peter HyattExternally, the prosaic face bricks were roughly rendered and a straw broom run through the wet mortar, creating a pattern akin to that left on the sand by children dragging a tree branch along.The Corten clad roof completes the renovation, reflective of but not succumbing to the effects of the nearby corrosive effects of the southern ocean.Save this picture!© Peter HyattA considered landscape design encompassing stone filled gabion walls and native trees, contributes to the textural palate thoughtfully reflective of the Otway’s landscape.The Louttit house provides a fresh perspective in repurposing an existing , but inappropriate house, transforming it into a contextual, sustainable home that we expect will be enjoyed by many future generations.Save this picture!© Peter HyattProject gallerySee allShow lessNamwon Pavilion – SanSan / Boundaries ArchitectsSelected ProjectsBolivar Multifamily Housing / Hitzig Militello arquitectosSelected Projects Share Builder: ArchDaily Architects: Seeley Architects Area Area of this architecture project Area: 580 m² Year Completion year of this architecture project Louttit House / Seeley ArchitectsSave this projectSaveLouttit House / Seeley Architects 2015 Projects ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/870373/louttit-house-seeley-architects Clipboard “COPY” Save this picture!© Peter Hyatt+ 22 Share Photographs: Peter Hyatt Manufacturers Brands with products used in this architecture project Manufacturers: Bluescope, Boral, Virdian Poulsen Builders Houses CopyAbout this officeSeeley ArchitectsOfficeFollowProductWood#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesLorneAustraliaPublished on May 12, 2017Cite: “Louttit House / Seeley Architects” 12 May 2017. ArchDaily. Accessed 11 Jun 2021.
Ask Jeeves AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving. 40 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Can Ask Jeeves, the popular natural language search engine, answer your fundraising questions? Unlikely, but the site can occasionally produce some useful results for the fundraiser, even if they weren’t quite the answer you thought you were looking for.Can Ask Jeeves, the popular natural language search engine, answer your fundraising questions? Unlikely, but the site can occasionally produce some useful results for the fundraiser, even if they weren’t quite the answer you thought you were looking for.Have some fun at lunchtime by trying out a few fundraising questions in natural language at Ask Jeeves. Let us know if you find some useful results. Advertisement Howard Lake | 26 January 2001 | News
The two American journalists who were held for 140 days in North Korea express their gratitude to all those who supported them. Here is their message: RSF_en Help by sharing this information Journalists face archaic sanction of capital punishment in some parts of the world Follow the news on North Korea to go further News News Campaigns November 18, 2019 Find out more North KoreaAsia – Pacific News August 14, 2009 – Updated on January 20, 2016 Video: Thanks from Laura Ling and Euna Lee North KoreaAsia – Pacific July 6, 2020 Find out more As doubt persists on North Korea’s “zero” coronavirus cases, RSF urges for transparency Organisation Receive email alerts “Without independent journalism, this would be the news” – RSF’s new ad April 1, 2020 Find out more
Comments are closed. OH professionals are reporting an increase in bullying and a distinct lackof action to tackle the problem, according to new research. By Eliza O’Driscoll At the 1998 SOHN conference Occupational Health conducted an informal surveyamong 60 delegates which found that one in three had been bullied by their linemanager and 60 per cent had come across colleagues or other staff who had beenbullied. Following the publication of the survey results we received a number ofletters and telephone calls from OH nurses detailing their own experiences ofbullying, which were often quite horrific. Common themes emerging from theirexperiences were isolation, lack of support from colleagues and management andthe absence of a clear policy to deal with incidents of bullying. We then devised a questionnaire (Occupational Health, July) asking readersto help us establish the scale of the problem. It was a detailed survey whichasked about the organisation they worked in and their perception of how muchbullying existed within it and how it was tackled. There were also questions ontheir personal experience of bullying. Fifty-two readers responded to the questionnaire which was broken down intofour sections. First we wanted to establish what sort of employers we weredealing with, then there was a series of questions designed to elicit theemployer’s formal attitude towards bullying. Further questions dealt with therespondents view of their employer’s bullying policy and finally, respondents’own experiences of bullying. The employer The majority of respondents worked in large organisations: two-thirds ofthem in organisations of more than 1,000 employees and a third in organisationsof between a hundred and a thousand employees. Manufacturing (30 per cent) andthe NHS (27 per cent) represented the greatest number followed by the servicesector at 15 per cent. Asked about their organisation’s attitude to bullying, more than two-thirdsof respondents felt their employer did not take bullying seriously. Forty-eightper cent reported that there was no formal bullying policy within theirorganisation, and 27 per cent said no one within their organisation had beengiven responsibility for bullying. No respondent was able to give a positiveanswer when asked if their organisation had carried out a survey within thepast few years to find out the extent of bullying; 60 per cent said it had not,while 40 per cent did not know. An overwhelming majority of organisations (91per cent) offered no formal training in dealing with bullying. When it comes to dealing with bullying it seems that organisations areill-prepared. So how do they respond when faced with actual cases of bullying?Not very well, by all accounts. First we asked respondents whether bullying went on in their organisations.Ninety per cent said they believed it did. Ninety-six per cent went on to saythat they were currently aware of incidents of bullying. (We are not sure howto account for the 6 per cent who were aware of bullying incidents but stillthought that they did not happen within their organisation.) Almost two-thirds thought that victims of bullying were reluctant to reportthe case, while only 4 per cent thought that they were not. Nearly half thoughtthat incidents of bullying had increased in the past two years, a fifth thoughtthey had stayed the same and just 2 per cent believed they had reduced. With regard to the amount of time it took cases of bullying to be resolved,less than a fifth (19 per cent) were dealt with in less than six months, afurther 15 per cent in six to 12 months, while 20 per cent took more than ayear. One-third of respondents said they did not know how long it took toresolve these cases. Personal effects When it came to respondents’ personal experiences of bullying, it was to beexpected that most would have been at the receiving end some form of bullying.So it was no surprise to discover that 90 per cent of respondents had personallybeen bullied. Of these, almost half (48 per cent) of respondents were beingbullied in their present employment and 29 per cent had been bullied in aprevious job. A substantial 12 per cent admitted to having been bullied in boththeir current and previous positions. And who was doing the bullying? Fellow OH professionals in many cases – 33per cent pointed the finger at an OH nurse or nurse manager, followed by 30 percent who were bullied by an HR manager, 22 per cent by an OH doctor and 20 per centby a colleague. Responses to being bullied varied, with more than half (52 per cent)choosing to confront the bully directly and 46 per cent taking a complaint tosenior management. Sadly, 40 per cent chose to leave the organisation, while only 30 per centapproached a professional body. Just 17 per cent of respondents made use oftheir organisation’s grievance procedure, while 9 per cent took legal action. Finally, we asked if respondents had observed work colleagues in their owndepartments being bullied. Two-thirds (65 per cent) had seen this happen. Survey limitations It must be stressed that this survey was of a small and self-selectingsample. We are not attempting to claim that it represents a true reflection ofthe scale of the problem among the universe of occupational health nurses. Nevertheless, it is worrying to see the extent to which large organisationsare failing to tackle the problem of bullying, both on a preventive level, with91 per cent of organisations offering no formal training in dealing with theproblem, none apparently having carried out a survey recently to find out theextent of the problem, almost a third having no particular person designated totake responsibility to deal with the problem and, most worrying of all, almosthalf having no formal policy on tackling bullying. No wonder only just over a third of cases were resolved in under a year. Related posts:No related photos. Hard factsOn 1 Jan 2000 in Personnel Today Next Article
CharlesNewman recently led a seminar for HR professionals on the new Employment Act.Here, focusing on the new dismissal, disciplinary and grievance procedures, heanswers the main practical questions and concerns that came out of thosediscussionsWhen will the new procedures be in force? The Government has indicated the new legislation is not likely to be inforce before the second half of 2003, following consultation this winter. What should HR managers be doing to prepare? – Carry out an audit of current practice among HR managers and line managersregarding procedures on dismissal. Unless a picture of best practice emerges, Irecommend training HR and line managers well ahead of the new legislation toreduce the risk of the employer facing the extra cost of dismissals withoutbasic procedures. – Inform line managers they will need to re-think some of the basicsregarding termination of employment. For example, many currently work on thebasis that employees in their probationary period and employees of less thanone year’s service can be dismissed without any procedure, whereas once the lawchanges, in most cases following the basic procedure will be warranted. – Train HR managers and line managers on the increased importance of gettingthe paperwork of the employment relationship in place. At the moment manymanagers know there are no teeth to the legislation that requires a basicsection 1 written statement/written contract of employment. They need to beaware that once the new legislation is in place, financial penalties could flowfrom not providing an employee with a written statement of terms andconditions. What is the bottom line for unfair dismissal compensation without anyproper procedures? Assuming the employee has one year’s service, if the new basic procedures arenot followed the employment tribunal can award an adjustment to unfairdismissal compensation of up to 50 per cent (it will normally be between 10 and50 per cent). In money terms, this means that if an employer is held liable to pay themaximum compensatory award for unfair dismissal which currently stands at£52,600, this maximum award could be increased by 50 per cent, giving in effecta maximum compensatory award for unfair dismissal of £78,900. Added to this, if the employer fails to provide a written statement of termsand conditions, it could also be hit with a further four weeks’ pay on top. On a dismissal, do I only have to worry about the new procedures after thefirst year of employment? The new procedures will apply from day one of employment. There is noseparate legal claim for failure to follow the new procedures, rather the newlaw will come into play on the back of the existing Employment tribunal claims.In other words, the potential 50 per cent uplift in an unfair dismissal award willonly come into play if an unfair dismissal claim has been brought successfully,so the risk of an increase in unfair dismissal compensation will still onlyapply (in most cases) where the employee has been dismissed after more than oneyear’s service. Nevertheless, it is important to note that the potential 50 per cent upliftin awards applies not only to unfair dismissal claims, but to all other commontribunal claims, including sex, race and disability discrimination and breachof contract. In unlawful discrimination cases the stakes will be raised by the new rules.Discrimination awards are uncapped – they can already be very high in somecases – so a 50 per cent uplift on a large award could be extremelysignificant. The point to note with breach of contract claims is that any dismissal, evenwhere the employee has less than one year’s service and therefore does not haveunfair dismissal rights, could still lead to a 50 per cent uplift incompensation for breach of contract (usually the payment in lieu of notice).This is because the new procedures are to be incorporated into every employmentcontract, and therefore failure to follow them will be a breach of contract. In practice, the financial risk in breach of contract claims will not besignificantly increased for employees on very short notice periods, butemployers could be faced with significantly increased payouts to higher paidstaff on longer notice periods. For example, an employee earning £80,000 on athree-month notice period would currently be entitled to £20,000 in lieu ofnotice, but under the new rules this could rise to £30,000. It is unclear justhow the jurisdiction limit of £25,000 on breach of contract claims in tribunalwill operate in such circumstances. Will the new procedures apply even during the probationary period? Yes, the new procedures will apply from the first day of employment,regardless of whether the employee is subject to an initial probationaryperiod. This does not mean that probationary periods will not still serve a usefulpurpose. Many employers provide that a shorter notice period applies during theprobationary period, and for the reasons set out above regarding breach ofcontract claims, it would be sensible for employers who do not currently dothis to consider it. If we follow the new procedures does that mean any dismissal isautomatically fair? It seems this will not be the case. Although it is not entirely clear fromthe new Act or the Government’s commentary on it, the general view is that inunfair dismissal cases there will be a two-tier assessment of the fairness.First, tribunals will need to consider the basic procedures under the new Actto determine whether the dismissal is automatically unfair. If the employer overcomes that hurdle, the tribunal will go on to considerwhether the dismissal was fair or not in all circumstances, taking into accountcurrent principles of reasonableness. If, as expected, it will be possible for an employer to comply with the newcontractual disciplinary procedures, but still end up losing an unfairdismissal case, this could lead to confusion among employers. How do these new procedures fit in with the Acas code? There is no reference in the new Act to how the new procedures will operatealongside the Acas Code of Practice on Disciplinary and Grievance Procedures,which has become the benchmark for tribunals considering the fairness of anemployer’s procedures. It has been generally assumed the new Act will establishminimum procedures, and that best practice, as set out in the Acas code, willcontinue to require procedures that are significantly more extensive. However, the DTI has recently suggested Acas will be invited to revise itsCode. We will have to wait and see what is decided on this after consultationand discussions between Acas and the DTI. Why are there two different levels of basic procedure? It is not entirely clear why the Government has chosen to introduce‘ordinary’ disciplinary and grievance procedures, and ‘modified’ disciplinaryand grievance procedures. It appears to have taken the view that if an employeecommits an act of gross misconduct then dismissal can take place immediatelywith only the ‘modified’ procedure applying thereafter. However, this seems to confuse ‘summary’ dismissal with ‘instant’ dismissal;it has long been a well-established principle of reasonableness in unfairdismissal cases that simply because an employee is accused of gross misconduct,it does not mean that they should be instantly dismissed without further investigationand a hearing. The proposal seems to overlook the possibility of the employer suspending anemployee pending an investigation. The modified grievance procedure seems to have been put in place to enableemployees to resign and claim constructive dismissal immediately without havingto set out the reasons why they feel they have been constructively dismissed ina written grievance first. The employee will still have to state the grievancein writing after termination, however, otherwise they could be barred fromclaiming. Do the new procedures apply only to dismissals for disciplinary issues? No, the new procedures will apply on any dismissal. This means dismissalsfor redundancy and ill health, for example, will need to be conducted inaccordance with basic procedures. This could lead to employees in redundancysituations being able to appeal against the decision to select them forredundancy, a step not always provided for by employers at the moment. What about the right to be accompanied – how does that fit in? The right to be accompanied does not form part of the new minimumprocedures. However, this right already exists for all employees, regardless oflength of service, for disciplinary and grievance procedures, so it is onlydismissals that do not fall into the disciplinary bracket where the right to beaccompanied will not apply. It will be interesting to see whether in practice employees will be offeredthe right to be accompanied in all dismissal situations where the employer hasdecided to comply with the minimum procedures. Allowing an employee to beaccompanied at all dismissal meetings is likely to become best practice. Charles Newman is a partner in the London employment department ofBeachcroft Wansbroughs Late changes to the Employment Bill Prior to receiving Royal Assent the following late changes were added:Written terms and conditionsThe penalty for not providing a written statement of terms andconditions of employment will be two or four weeks pay at the tribunal’sdiscretion. The original idea of an increase in any award by up to 25 per centhas been dropped. However, it remains the case that there will be nofree-standing right to bring a claim to be awarded this penalty, rather it willonly be applicable if the employee has brought another claim in the tribunal,for example an unfair dismissal claim.Tribunal costs – preparation timeOne of the most radical changes in the new legislation will bethe right of a party in a tribunal claim to recover costs in respect ofpreparation time if the other party’s conduct has been vexatious, abusive,disruptive or otherwise unreasonable. Up until the final draft of theEmployment Bill it looked as though this right would be introduced alongside theright to be awarded legal costs in those circumstances as well, but at the lastminute a change was introduced so that a party will have to choose whether toclaim for recovery of preparation time costs or recovery of legal costs. Comments are closed. Question timeOn 1 Sep 2002 in Vexatious claims, Personnel Today Previous Article Next Article Related posts:No related photos.
US Navy announces hospital ship’s mission stops in South America View post tag: US Navy May 28, 2019, by Back to overview,Home naval-today US Navy announces hospital ship’s mission stops in South America navaltoday US Navy hospital ship USNS Comfort (T-AH 20) is beginning another deployment to South America, Central America, and the Caribbean mid-June to deliver medical assistance in response to the humanitarian crisis created by the ongoing political and economic instability in Venezuela.During its five-month deployment, Comfort medical teams will pull in to Colombia, Costa Rica, Dominican Republic, Ecuador, Grenada, Haiti, Jamaica, Panama, Saint Lucia, St. Kitts and Nevis, and Trinidad and Tobago for working port visits.“This deployment responds directly to the man-made crisis Maduro’s regime has created,” said US Navy Adm. Craig Faller, commander of US Southern Command, which will oversee the deployment. “Comfort medical teams will be working alongside host nation medical professionals who are absorbing thousands of Venezuelan migrants and refugees.”From October to December 2018, Comfort completed its sixth deployment, an 11-week deployment for medical support to Ecuador, Peru, Colombia and Honduras, helping more than 26,700 patients in need, including 599 onboard surgeries.This marks the seventh hospital ship deployment to the region since 2007. The embarked medical teams will provide care on board and at land-based medical sites, helping to relieve pressure on national medical systems strained partly by an increase in cross-border migrants. As with the last deployment, the plan is to embark medical professionals from partner nations to join in the effort to provide medical care to patients. The deployment reflects the United States’ enduring promise of friendship, partnership and solidarity with the Americas. View post tag: USNS Comfort View post tag: Venezuela Authorities Share this article
By Donald WittkowskiSix years later, Mary Lou Hayes still becomes emotional thinking about the beautiful Leyland cypress trees at her 31st Street home in Ocean City that were destroyed by Hurricane Sandy’s fierce winds and raging flood waters.“I’m going to cry,” Hayes said, wiping away tears. “It was so sad, because this town used to be covered with trees.”Hayes, though, was one of the volunteers Monday in Ocean City who participated in a state-sponsored seedling giveaway that is helping communities across New Jersey slowly replace some of the trees damaged or lost to the hurricane’s fury in October 2012.Altogether, the state Tree Recovery Campaign will distribute 500,000 seedlings to New Jersey residents over a five-year span. In Ocean City, 2,000 trees were given out for free on Monday at City Hall, the Community Center and at the three schools.Barbara Henry, a member of the Ocean City Shade Tree Committee, displays a black gum seedling.At this point, most of the seedlings are little more than willowy stalks about a foot or two high. However, tree lovers envision them blossoming into their full botanical beauty in years to come to create more green space in a beach town crowded with vacation homes and condos.“When properly planted and maintained, trees can be assets to a community,” according to a press release explaining the goal of the Tree Recovery Campaign. “They improve the visual appeal of a neighborhood or business district, increase property values, reduce home cooling costs, remove air pollutants and provide wildlife habitat, among many other benefits.”Hayes, a former longtime member of Ocean City’s Shade Tree Committee, mainly loves trees for their beauty. She shared plenty of advice for their care while handing out the seedlings to residents at City Hall.“No volcanoes. It rots the base of the trees,” she said while reminding them not to pile mulch directly around the seedlings once they are planted.Bayberry, beach plum, black gum, mockernut hickory, Norway spruce, white pine and willow oak were some of the varieties of trees given away in Ocean City.Hayes said the mockernut hickory trees can grow as high as 100 feet tall. She cautioned, however, that they are not tolerant of salt water, so property owners should think twice about planting them in flood-prone areas of town.Bayberry trees, on the other hand, are good at withstanding both flood waters and high acidity levels. Bayberries are natural to the barrier islands, making them a perfect choice for the Jersey Shore, Hayes explained.Ocean City resident Loretta Harris holds up two bayberry tree seedlings and their planting instructions.Ocean City resident Loretta Harris picked up two bayberry seedlings that she plans to plant at her house on Haven Avenue.When asked whether she thought her newly adopted seedlings have any chance of growing into mature trees, Harris replied, laughing, “Hopefully.”Although it may be hard to imagine now, Ocean City was covered with trees, including bayberry, pine and cedar, when it was founded as a Christian seashore retreat by four Methodist ministers in 1879. In the 1800s, the island was an expanse of marshlands, meadows and cedar swamps.Myriad trees, particularly the cedars, were cut down later on to make masts for the wooden sailing ships popular in the 1800s, said Joseph Clark, chairman of the Ocean City Shade Tree Committee.“Originally, it was all trees,” Clark noted of the town’s beginnings. “But anything that was tall was taken down for ship masts.”Mature trees at Lake Memorial Park at Fourth Street and Wesley Avenue give a sense of what Ocean City was like when it was once covered with greenery.Clark pointed out that some of Ocean City’s early holly trees have survived and are estimated to be around 300 years old. Parts of town remain dotted with aged hollies and other very old trees, he said.During Hurricane Sandy, Ocean City lost many pine and pear trees, as well as shrubs, Clark and Hayes said. Hayes will never forget the five Leyland cypress trees that were destroyed at her house.But now, the Tree Recovery Campaign gives Ocean City a chance to replace its green and leafy hurricane casualties – one seedling at a time. From left, Ocean City Shade Tree Committee Chairman Joseph Clark and volunteers Mary Lou Hayes and Barbara Henry admire some of the seedlings given away to the public in April of 2018.