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.
Engineers from some of the world’s biggest tech firms, including Microsoft, Facebook, Google, Snap and Twitter, worked for 2 days at a hackathon in the United States co-hosted by the Home Secretary and Microsoft, which tasked industry experts to come up with tools to identify online child grooming.A prototype tool has been developed that can be used to automatically flag potential conversations taking place between child groomers and children.Home Secretary Sajid Javid said: Hackathon participants analysed tens of thousands of conversations to understand patterns used by predators. This enabled engineers to develop technology to automatically and accurately detect these patterns.Potential conversations between a groomer and their victim will be flagged so a moderator can investigate further.Further work will take place on the prototype. Once completed it will be licensed free of charge to smaller and medium-sized technology companies worldwide.During his trip to the United States the Home Secretary met major tech firms so he can be updated on their efforts to tackle the crime. He used the meetings to explore how companies could make greater use of technology to proactively find and remove abusive content from their sites.He noted that, while some progress had been made, companies still had to go further and work faster to tackle online child sexual exploitation (CSE). The Home Secretary was thanked for his leadership and commitment to the issue of CSE.Online child sexual abuse will be the focus of the next Five Country Ministerial meeting in London in summer 2019, bringing together interior ministers and attorneys general from the UK, US, Australia, Canada and New Zealand.Last week the government announced a package of measures to tackle online CSE. This included: We all have a responsibility to tackle online child sexual exploitation and the new tool developed during the hackathon is a positive step forward. Once complete, it will be rolled out for free to other tech companies that want to deploy it. This is just one thing we can do together to combat this appalling crime. commissioning the Internet Watch Foundation to investigate how advertising is funding CSE activity a taskforce, chaired by the Home Secretary, bringing together representatives from ad agencies, trade bodies and brands to ensure criminals don’t have access to this funding stream a £250,000 innovation call for organisations to bid for funding to assist them in developing innovative solutions to disrupt live streaming of abuse new tools to improve the capabilities of the Child Abuse Image Database (CAID) – the database used by the NCA and UK police forces to search for indecent images of children and increase the ability to identify victims
Ever since it was first announced, Grateful Dead fans have been quite eager to see the Martin Scorsese-produced documentary that chronicles the Dead’s prolific career. While it was initially intended for the band’s 50th anniversary, a new interview with filmmaker Justin Kreutzmann may shed some light on the delays.Kreutzmann spoke to the Asbury Park Press ahead of the Asbury Park Music In Film Festival, where he’ll be on hand for a “Growing Up Dead” panel discussion with former NHL player Jim Dowd. The festival has a number of Grateful Dead themed events planned, including a screening of Grateful Dawg to examine the relationship between Jerry Garcia and David Grisman. The Glimmer Grass Band is set to play a bluegrass tribute set to the Dead, and there will be a discussion of the new Scorsese film (but no screening just yet) with Kreutzmann, director Amir Bar-Lev and producers Nick Koskoff and Eric Eisner.In an interview on the Asbury Park Press’s podcast, “Fan Theory,” Kreutzmann goes into his life growing up as the son of drummer Bill Kreutzmann. He also talks about the new film, explaining why the film is taking so long to create.”The film could stand on its own just with some of the finds that are in there and some of the stuff that I’ve never seen. … I feel I’ve seen a lot of stuff so if I haven’t seen it I’m guessing it will be new to a lot of people. And, it’s amazing footage,” Kreutzmann said. “But the way the story is being told it’s really emotional and it had a big impact on me.”He continued, “Like I said, I’m probably the most jaded Grateful Dead viewer you could ever imagine, but I think it’s going to be well worth the wait and I’m glad we’re taking our time to really do it right because it’s one of those stories that you can’t just rush through it. It’s a big story with a lot of different characters and a lot of music. So I think we’re not too far off. It’ll see the light of day fairly soon.”You can listen to the full interview below:
Today might be Friday the 13th, but it also happens to be the 45th birthday for one Michael Kang. The multi-instrumentalist has played a pivotal role in The String Cheese Incident since the band’s formation in 1993, with his familiar voice and quick handiwork on guitar, mandolin, and violin.We aren’t the only folks who have celebrated Kang’s birthday, and some digging through the archives led us to an amazing performance at the Varsity Theatre in Baton Rouge, LA, held on this day in 1998. After a rocking first set, the band welcomed out a special guest during the second half; Keller Williams. This happened a full year before their collaborative album Breathe was released in 1999, sowing the seeds for a release that would give us songs like “Best Feeling” and “Not Of This Earth.””Williams not only joined String Cheese in the middle of “All Blues,” but he led a sing-a-long “Happy Birthday” for Kang, and even stayed through to finish off the song. What a guy! Williams also appeared towards the end of the set to lend a hand for a cover of Grateful Dead’s “Franklin’s Tower,” but left Cheese to their own devices to finish up the show with a fun “I Know You Rider.”Thanks to Michiel Oudendijk, we have some pristine audio recording of this performance. Tune in to this birthday celebration below, and don’t forget to wish Michael Kang a happy birthday!Setlist: The String Cheese Incident at Varsity Theatre, Baton Rouge, LA – 5/13/98Set 1: Chili Dawg, Another Night, Lester Had a Coconut, Got What He Wanted > Elvis’ Wild Ride > jam > Elvis’ Wilde Ride, Bigger Isn’t Better > San JoseSet 2: 100-Year Flood > Jam > All Blues > Happy Birthday* > All Blues* > Climb, Good Times Around the Bend, Mouna Bowa, Wake Up > Franklin’s Tower* > I Know You Rider As a special bonus for those of you who scrolled all the way down, here’s Michael Kang sporting an afro wig on Halloween from last year:
Originally built in 1960 as a hotel, Harvard Law School’s (HLS) North Hall has recently earned LEED Gold certification through the LEED for Commercial Interiors (LEED-CI) version 3.0 rating system for its conversion into a 112 room dormitory for students at Harvard Law School. North Hall is Harvard University’s 44th LEED certification and the third project to achieve LEED certification at HLS.The efficiency strategies implemented during this renovation highlight both HLS’ and Harvard’s commitment to greenhouse gas reduction and achieving the University-wide goal of reducing emissions 30% below 2006 levels by 2016, inclusive of growth. This project is particuarly impressive because despite being a life safety project, the project team recognized the opportunity to streamline processes by implementing energy conservation measures and capitalizing on other sustainability measures while the project was being designed and constructed.An energy recovery system that pre-treats fresh air with conditioned exhaust is expected to save HLS approximately $50,000 and reduce emissions by 159 MTCDE annually. Common areas in the building such as the entry lobby, laundry room, and kitchens feature high efficiency LED lighting. Early analysis of the existing lighting determined that in many instances too much artificial lighting was being provided. For certain fixtures the design team was able to cut lighting demand in half simply by replacing two-lamp fixtures with one-lamp replacements. These lighting improvements in aggregate are expected to reduce the electrical demand by more than 40% when compared to the already rigorous ASHRAE 90.1-2007 standard.More than 96% of the interior elements such as ceilings, flooring, and wall partitions were able to be retained, and over 11 tons of furnishings and electronics were salvaged for use in other projects on campus. An impressive construction waste recycling rate of 95% was achieved.For more information on the project and its sustainability features, check out the North Hall Renovations case study on the Green Building Resource website.
If you think today’s emphasis on recycling represents a revolution in human behavior, think again.Before the Industrial Revolution and the advent of cheap consumer goods, throwing things away was a last resort as homeowners repaired, repurposed, and recycled home goods until there was little left to use.Then they gave the leftovers to the ragman.Susan Strasser, the Richards Professor of American History at the University of Delaware, said Thursday that recycling’s history gives it a place near and dear to the American heart, a place usurped by the Industrial Revolution’s production of cheap consumer goods but partially restored in recent times.“In all cultures, people reuse stuff. That’s what the Industrial Revolution interrupted,” Strasser said.Strasser, author of the book “Waste and Want: A Social History of Trash,” spoke at Harvard’s Geological Lecture Hall as part of the Peabody Museum of Archaeology and Ethnology’s fall lecture series, “Trash Talk.”In her lecture, titled “Rags, Bones, and Plastic Bags: Trash in Industrial America,” Strasser tracked the evolution of refuse from the 19th century to the present. Before the Industrial Revolution, Strasser said, trash was virtually unknown. Without widespread mechanization and absent a ready supply of consumer goods, people developed the skills to make and maintain the things they owned.Women sewed and knitted, turning the family father’s torn pants into the son’s smaller pants, she said. Bits of old clothing were used in quilts, and then the worn-out quilts themselves were put to other uses, such as padding a homemade chair. Men built and repaired furniture and regularly reused items around the home for other purposes.“The 19th century world regarded reusing materials as a matter of common sense, of stewardship of material goods,” Strasser said.The production cycle of goods was also different from today, functioning as more of a closed loop, within which merchants and peddlers didn’t just sell goods, they reclaimed what the family couldn’t reuse — scraps of metal, cloth rags, bits of glass — and turned them into new goods.“Production and disposal were part of the same process,” Strasser said. “Through the early part of the Industrial Revolution, there were no landfills, no incinerators. There just simply wasn’t that much trash.”The result, Strasser said, was that homes were operated in a cultural framework that valued individual handiwork and the maintenance of a family’s possessions for years and even generations.“People used to be stewards of things, and their reuse was a fundamental skill of life,” Strasser said.By the end of the 19th century and early in the 20th, that had begun to change. New manufacturing methods allowed the mass production of goods, lowering their cost even as railroads ensured they were available throughout the nation. The lowered cost also lessened incentives to care for things as diligently as in the past. In addition, a whole new category of consumer goods arose: disposables, made with the express purpose of eventually being thrown away.With industrialization came the idea of “affordable luxuries,” an increased emphasis on fashion, style, and acquiring the latest technological innovations. What also arose was an association of poverty with mending things and reusing them.As consumer society took hold, cities began to institutionalize the easy creation of trash through garbage pickup. For the first time, families could drop things they no longer wanted into a trash can, cart it to the curb, and never see the trash again.“Industrialization created waste on a previously unimagined scale. It added up to a seismic shift in the individual’s relationship with the material world,” Strasser said. “People who once made things now bought things.”Living in industrial society withered away the handiwork skills once essential in families. Today, Strasser said, most people couldn’t create the goods needed for basic living even if they had to, though some of those skills, such as knitting, continue as hobbies.“The situation is serious,” Strasser said. “We’re literally consumers. Few of us know how to make clothes anymore. Few of us know how to build houses anymore. Few of us even know how to make music anymore rather than buying it.”But the transition hasn’t been all bad, Strasser said. Many goods available today couldn’t be produced in the home even if one wanted — such as computers, televisions, and other advanced electronics. Strasser also said that the old days had their own problems. The handiwork skills that were lost, while valuable in everyday living, also took lots of time to exercise. Women in particular gained a lot of freedom to choose how to spend time not dedicated to sewing, knitting, canning, cooking, and other tasks. In addition, our societies are much cleaner and healthier, thanks to modern sanitation and trash removal.“Streets smelled really bad. People smelled really bad,” Strasser said. “I don’t want to say the world we lost is ideal, but neither is the new world ideal.”
By Claudia Sánchez-Bustamante/Diálogo October 18, 2016 U.S. Navy Admiral Kurt Tidd, U.S. Southern (SOUTHCOM) commander, announced on October 15th that the air relief effort undertaken to bring humanitarian aid and assistance to Haiti after Hurricane Matthew has begun to transition from land to the USS Iwo Jima, deployed on Haiti’s coastal waters in order to continue to support the U.S. Agency for International Disaster (USAID). “What you’re beginning to see is a transition as the civil authorities, [non-governmental organizations], and other entities get in, get on the ground … and deliver life-saving goods,” said Adm. Kurt Tidd. “We’re kind of at that natural point where the demand signal on us is going down as they are picking up the load.” On October 16th, U.S. Navy Rear Admiral Cedric Pringle, commander of JTF-Matthew, transferred command of the operation to Rear Admiral Roy I. Kitchener, commander of the Expeditionary Strike Group (ESG) 2, deployed aboard the amphibious assault ship USS Iwo Jima (LHD 7). This allows air lift duties to be directed from the Iwo Jima and the close to 400 task force personnel deployed with 12 HH-53 Super Stallion, HH-60 Black Hawk, and CH-47 Chinook helicopters to support JTF-Matthew since October 5th to redeploy to their home stations, opening up valuable landing space at Port-au-Prince International Airport for the aid coming in from the international community. As of that same date, JTF-Matthew helicopters have delivered approximately 239.5 metric tons of relief commodities (aid and supplies) to the people in areas devastated by Hurricane Matthew. Many tasks that were being performed by the task force have been completed, but those that remain will be assumed by civilian disaster assistance experts and agencies in Haiti. The USS Iwo Jima, the world’s largest amphibious assault ship, provides greater capabilities and flexibility to the task force. According to the U.S. Navy, its airlift and transport capabilities make it uniquely suited to support the delivery and distribution of much-needed relief supplies, as well as transport humanitarian assistance personnel in the immediate aftermath of a natural disaster. The Iwo Jima brought with it 11 embarked aircraft and more than 500 Marines from the 24th Marine Expeditionary Unit, and 225 pallets of supplies to support the effort led by the USAID. “The same capabilities that make us a dominant military force also allow us the ability to provide critically-needed assistance and humanitarian aid,” said Lt. Col. Christopher D. Hafer, commanding officer of Combat Logistics Battalion 24, speaking on behalf of the 24th Marine Expeditionary Unit, to the ESG 2 Public Affairs. “We are able to work alongside the various U.S. government agencies experienced in providing disaster relief to ensure relief supplies, equipment, and manpower get to where they are most needed.” According to an article on the website Navy Times, Adm. Tidd said he’s pleased with how his troops performed on a short-notice mission. “What is always gratifying to see is when you pull together a disparate team of people coming from all over the country as well as those in theater … they work together, they coordinate in a very seamless manner,” Adm. Tidd said. “This is joint operations at its finest.”
23SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Lorraine Ranalli Lorraine Ranalli is Chief Storyteller & Communications Director, as well as published author. Her most recent work, Impact: Deliver Effective, Meaningful, and Memorable Presentations, is a pocket book of public … Web: LorraineRanalli.com Details Response to my December article The End of Banking at Credit Unions? was fast and a tad furious. For that I am grateful because it means it struck a chord, which was the intention. In the article, I offered an idea for an alternate, albeit invented, term for “banking” that could be used by credit unions interested in differentiating themselves as FIs.I carefully pointed out that adopting bold new language would only be successful if employed in a clever, calculated manner and with support from the entire organization. Guerrilla marketing is not for the faint-hearted, a point validated by some faint-hearted reactions like “[FIs should] not get caught up in internal circular arguments about nomenclature” and “this sounds like a solution to a problem that doesn’t exist” (both posted in the Credit Union Group on LinkedIn).A few comments supported the idea, even if not my suggested terminology. Others flat out did not like the terminology but at least they understood the concept. “OMG! UR efties sound extraordinarily iffy 2ME! LOL!” is my favorite comment because it made me laugh. The author got the point. That’s not to say he endorsed it but he was engaged.After all, engagement is the intended outcome of content marketing. Alas, some are content with their marketing as is.Thanks for reading and engaging!