Image source: Getty Images. Royston Wild | Tuesday, 30th March, 2021 | More on: BLND LMP Simply click below to discover how you can take advantage of this. Time is running out for Stocks and Shares ISA investors to buy UK shares for this tax year. The 5 April deadline for individuals to max out their £20,000 annual tax-free allowance is fast approaching. Any amount that isn’t used can’t be rolled over to future years.Of course, investors don’t need to use any cash they park in their ISA right away. But there are plenty of quality British stocks out there which I think are great buys right now.5G is here – and shares of this ‘sleeping giant’ could be a great way for you to potentially profit!According to one leading industry firm, the 5G boom could create a global industry worth US$12.3 TRILLION out of thin air…And if you click here we’ll show you something that could be key to unlocking 5G’s full potential…Here are a few UK shares that have caught my attention because of their enormous dividend yields. Should I buy them for my ISA before next week’s deadline? Actually, I’d only buy one of them.Office tensionThe 5% forward dividend at British Land (LSE: BLND) looks mighty tempting right now. It’s a reading which smashes the broader 3.5% average for UK shares to smithereens. But I worry about the long-term impact which e-commerce growth will have on demand for its retail properties. Not to mention the consequences that the rising popularity of home working will have on occupancy rates at its offices.Comments from Catherine McGuinness, policy chairperson at the City of London Corporation, caught my attention today. She suggests that companies expect people to still come into their offices several times a week after Covid-19 has passed. What’s more, McGuinness said that planning applications indicate “a real surge of interest in getting office space in the City.” It raises the question of whether demand will in fact remain broadly stable.We’re still at the early stages of realising what post-pandemic workplaces will look like. The exodus of people from offices might not be a long-term phenomenon. And particularly if companies deem that flexible working creates more problems than they solve.Still, there’s a wealth of data showing companies planning to — or are already taking steps to — reduce their office footprints. And I’m afraid this, combined with the threat posed to its retail spaces by online shopping, makes British Land a risk too far for me right now.A better UK property shareI’d be much happier to invest in LondonMetric Property (LSE: LMP) right now. Okay, this UK property share also has exposure to retail parks and offices. But the business generates the lion’s share of profits from national and regional distribution hubs, a sector which is expected to undergo huge growth in the years ahead as e-commerce continues to grow. Some of LondonMetric’s blue-chip customers include Amazon, Primark, Tesco and DHL.I’m also encouraged by steps the business is taking to reshape its property portfolio. That’s even though property acquisitions always carry a layer of risk and that acquirers like LondonMetric Property can pay over the odds. This month, the company sold a number of retail properties and used the funds to purchase a data centre and a warehousing facility in Milton Keynes.I’m backing this UK share to deliver meaty long-term growth. That’s even though the possible introduction of an online sales tax could damage the broader logistics and warehousing industry. But a 4.3% dividend yield does whet my appetite for income. Are you on the lookout for UK growth stocks?If so, get this FREE no-strings report now.While it’s available: you’ll discover what we think is a top growth stock for the decade ahead.And the performance of this company really is stunning.In 2019, it returned £150million to shareholders through buybacks and dividends.We believe its financial position is about as solid as anything we’ve seen.Since 2016, annual revenues increased 31%In March 2020, one of its senior directors LOADED UP on 25,000 shares – a position worth £90,259Operating cash flow is up 47%. (Even its operating margins are rising every year!)Quite simply, we believe it’s a fantastic Foolish growth pick.What’s more, it deserves your attention today.So please don’t wait another moment. FREE REPORT: Why this £5 stock could be set to surge I would like to receive emails from you about product information and offers from The Fool and its business partners. Each of these emails will provide a link to unsubscribe from future emails. More information about how The Fool collects, stores, and handles personal data is available in its Privacy Statement. See all posts by Royston Wild Renowned stock-picker Mark Rogers and his analyst team at The Motley Fool UK have named 6 shares that they believe UK investors should consider buying NOW.So if you’re looking for more stock ideas to try and best position your portfolio today, then it might be a good day for you. Because we’re offering a full 33% off your first year of membership to our flagship share-tipping service, backed by our ‘no quibbles’ 30-day subscription fee refund guarantee. Our 6 ‘Best Buys Now’ Shares John Mackey, CEO of Whole Foods Market, an Amazon subsidiary, is a member of The Motley Fool’s board of directors. Royston Wild has no position in any of the shares mentioned. The Motley Fool UK owns shares of and has recommended Amazon. The Motley Fool UK has recommended British Land Co, LondonMetric Property PLC, and Tesco and recommends the following options: long January 2022 $1920 calls on Amazon and short January 2022 $1940 calls on Amazon. Views expressed on the companies mentioned in this article are those of the writer and therefore may differ from the official recommendations we make in our subscription services such as Share Advisor, Hidden Winners and Pro. Here at The Motley Fool we believe that considering a diverse range of insights makes us better investors. Get the full details on this £5 stock now – while your report is free. Enter Your Email Address 5% dividend yields! Should I buy these 2 UK property shares for my ISA?
Five things England can learn from the Cricket World CupEngland win the 2019 World Cup. Twice? After the England cricket team triumphed at Lord’s attention will turn to their rugby counterparts, who launch their campaign for World Cup glory in September.Of course, England’s cricketers dealt with the pressures of a home World Cup much better than the Stuart Lancaster’s men four years ago, overcoming a shaky week to eventually triumph in an epic. This begs the question: what can Eddie Jones’s current crop learn from Eoin Morgan’s side?In a tournament which will come down to marginal gains, who better to learn from than a side who won a global tournament in the most marginal manner possible? Therefore, with no further ado, here are five things England’s rugby team can learn from the cricketing victory…Things will go wrongBack in 2015, England could not shrug off the disappointment of a loss to Wales to regroup and beat Australia. It was as if they were so shocked by defeat in a game they’d widely been expected to win after beating Wales in Cardiff in that year’s Six Nations that they were mentally not quite ready for the Australian challenge.Pressure point: Owen Farrell during England’s defeat by Wales at RWC 2015 (Getty Images)Five victories after the Wales loss would have seen England lift the Webb Ellis Cup that year something which England’s cricketers managed to do en route to victory. Losses to Sri Lanka and Australia left them on the brink of an early exit, but they overcame these results admirably to triumph.In Japan, England are in a fairly tough pool, with France and Argentina the main dangers. They need to remember that the very real possibility of defeat by either doesn’t signal the end of their tournament and observe how the cricket team reacted to unforeseen adversity.The value of leadership Eoin Morgan would be the first to say he wasn’t one of England’s top performers with the bat at this World Cup. But he has been their most pivotal player, captaining the side with aplomb, cajoling them away from the ignominy of an early exit, managing his bowlers brilliantly and making the brave decision to give Jofra Archer the opportunity to bowl the pivotal Super Over.Leading figure: Eoin Morgan parades the trophy with young fans (Getty Images)A similar analogy could be drawn between Morgan and Martin Johnson, who led the 2003 England vintage. At the age of 33, Johnson was possibly outshone by his back row in the tournament, but his leadership and management of referees was invaluable.Owen Farrell is undoubtedly one of England’s leading lights, but he is an inexperienced leader, and still needs to work on how he interacts with officials. He would do well to give Morgan a phone call in the coming weeks.Fast starts – and how to stay on top Perhaps England should see the pool matches against USA and Tonga as a chance to hone the skills of their first-choice XV, rather than experiment at the 11th hour.Follow Rugby World on Facebook, Instagram and Twitter. England’s cricketers effectively faced four knockout games in the World Cup, as they had to face India and New Zealand to qualify for the semi-finals, before playing Australia and the Kiwis once more to lift the trophy. In the first three of these opening pair Jonny Bairstow and Jason Roy put together century partnerships, whilst in the final Chris Woakes took an early wicket – and England won each game.Fast show: Jonny May celebrates an early try against France (Getty Images)Eddie Jones’s team do not seem to struggle with starting quickly. Against both Ireland and France Jonny May scored in the second minute, England were 10-3 up at half-time against Wales, and they dotted down in the first ten minutes against Italy and Scotland. They were 15-0 up against the All Blacks in November, and held large leads early against South Africa on their summer tour last year.The problem is that England’s rugby team are just as good at losing leads as they are at accumulating them. Wales, New Zealand and South Africa all came back to win those games, whilst England were lucky to escape with a 38-38 draw against Scotland in the Six Nations.English cricketers are famous for sudden collapses after decent starts, but largely managed to halt this in the World Cup. Is it mental? Is it purely pressure? Jones should try to find out.Embrace diversityEoin Morgan’s answer in a press conference that “We had Allah with us” has been lauded. Morgan celebrated that England had players from “quite diverse backgrounds (and) cultures, and guys growing up in different countries”.Cultural mix: Billy Vunipola and Manu Tuilagi have Pacific Islands heritage (Getty Images)The rugby team are similar. Manu Tuilagi and the Vunipola brothers boast Samoan and Tongan heritage respectively, Willi Heinz and Ben Te’o were both brought up in New Zealand, whilst Ellis Genge has spoken eloquently about the prejudice he felt he faced coming from a working-class background.Yet the team’s diversity does not seem to have been celebrated. When the RFU speak of heritage, they do so accompanied with Saint George’s Crosses.The need to rotate (or not?)England’s cricket team was unchanged in their last four matches, with only two changes made over the course of the tournament. One was based on form – Moeen Ali was dropped for Liam Plunkett – whilst the other was injury-enforced, as James Vince briefly replaced Jason Roy.Take off: Liam Plunkett celebrates the wicket of Jimmy Neesham during the Cricket World Cup final (Getty Images)Obviously a Rugby World Cup is far more physical, and injuries are to be expected. It is extremely unlikely that Eddie Jones will be able to pick an unchanged team, even if he wanted to. However, England’s cricketing triumph shows that there is a lot to be said for allowing partnerships to prosper, for giving players the confidence to take risks, knowing that a mistake will not see them automatically dropped. LATEST RUGBY WORLD MAGAZINE SUBSCRIPTION DEALS Pure joy: England celebrate with the trophy after winning he Cricket World Cup final (Getty Images) Jacob Whitehead looks at how Eddie Jones and his team can take lessons from their cricketing counterparts
SHARE Facebook Twitter By Gary Truitt – Jun 17, 2014 Biodiesel Producers Hit DC in Final Push on RFS Biodiesel producers from across the country are in Washington, D.C. this week to make a final push back against the federal government’s latest proposal for the amount of biodiesel to be mixed into the nation’s fuel supply. The National Biodiesel Board says nearly 100 biodiesel producers, feedstock suppliers and other advocates from at least 27 states are on Capitol Hill to voice there concerns over the Environmental Protection Agency’s (EPA) proposal that would cut renewable volume obligations for biodiesel to well below last year’s production levels and that have resulted in nearly two-thirds of biodiesel makers laying off employees.“People are losing their jobs in this industry as we speak, and it’s largely because Washington has delivered sporadic, inconsistent policy,” said Anne Steckel, NBB’s vice president of federal affairs at NBB, the industry trade association. “As President Obama has said, America should be the world leader in biodiesel and in Advanced Biofuels. And we can be. But we need this Administration and this Congress to stand behind strong energy policy that encourages investment and growth.”“The recent spike in oil prices stemming from the situation in Iraq should remind us all why these policies are so important,” Steckel added. “We constantly talk about the need to reduce our dependence on oil. Doing that requires massive investments and infrastructure improvements that simply won’t happen without strong energy policy. We can’t keep taking one step forward and two steps back.”Biodiesel producers from Iowa, the nation’s top producer of the green fuel, are also making their voices heard. Grant Kimberley, executive director of the Iowa Biodiesel Board, issued the following statement:“This swinging pendulum of government policy is wreaking havoc on small businesses with real employees who have banked their future on the promise of growing the American energy industry. EPA’s current RFS proposal represents a giant leap backwards for American-made fuel and advanced biofuels. Our Iowa biodiesel producers and soybean farmers strongly oppose it.”A common message for all biodiesel producers in this fight is that the RFS is working to reduce greenhouse gases and lessen American dependance on foreign oil, as the original legislation back in 2007 intended. They also urge the EPA to follow the law and restore the numbers. Source: Domestic Fuel.com Home Energy Biodiesel Producers Hit DC in Final Push on RFS Previous articleNew Resource Available to Help Growers Take Action on WeedsNext articleEstate Taxes Now Ripe for Repeal Gary Truitt Facebook Twitter SHARE
News UpdatesMHA Order Directing Employers To Pay Wages During Lockdown, Not Applicable To Workers Who Were Unemployed Or Unpaid Before The Lockdown: Bombay HC Nitish Kashyap13 July 2020 10:33 PMShare This – xIn a significant order, the Bombay High Court has held that order passed by the Union Ministry of Home Affairs under the Disaster management Act directing all states and union territories to ensure that all the employers shall make payment of wages to their workers without any deduction during the lockdown, is not applicable to those workers who remained unpaid and unemployed for a long…Your free access to Live Law has expiredTo read the article, get a premium account.Your Subscription Supports Independent JournalismSubscription starts from ₹ 599+GST (For 6 Months)View PlansPremium account gives you:Unlimited access to Live Law Archives, Weekly/Monthly Digest, Exclusive Notifications, Comments.Reading experience of Ad Free Version, Petition Copies, Judgement/Order Copies.Subscribe NowAlready a subscriber?LoginIn a significant order, the Bombay High Court has held that order passed by the Union Ministry of Home Affairs under the Disaster management Act directing all states and union territories to ensure that all the employers shall make payment of wages to their workers without any deduction during the lockdown, is not applicable to those workers who remained unpaid and unemployed for a long period before the lockdown. Division bench of Justices Ujjal Bhuyan and Riyaz Chagla heard together the writ petition filed by a heavy machinery manufacturing company from Pune named M/s Premier Limited against an order of the Industrial Court directing payment of back wages to the workers who have not been paid since May 2019 along with the writ petition filed by Premier Employees Union seeking compliance of MHA’s order dated March 29, 2020 and subsequent state GR dated March 31, 2020. However, Court modified the order of the Industrial Court dated March 20, 2020 to the extent that workers will now be paid half their wages (instead of full wages as directed by the Industrial Court) on or before the tenth day of each month effective from March 1, 2020 till disposal of complaint. The union raised a grievance of unfair labour practice against the management of the company and on that a complaint was registered before the Industrial Court, Maharashtra at Pune. The company obtained NOC from the office of Commissioner of Labour, Maharashtra for shifting of its plant from the original site. The NOC was conditional in as much as the company had to give an undertaking that it would make full payment of wages and dues to the workmen and ensure continuity of their employment. In this backdrop, company issued a notice dated March 3, 2020 addressed to all the workmen and staff stating that the management had decided to suspend operations with immediate effect until further notice/orders as per clause 18 of the Model Standing Orders in respect of the workmen and under clause 19A in respect of the staff. Raising the grievance that the aforesaid suspension notice amounted to unfair labour practice, the union filed a complaint before the Industrial Court against the company. The Industrial Court found that the company did not follow proper procedure while issuing the notice dated March 3 and arrived at the conclusion that the company had committed unfair labour practice. Consequently the Industrial Court directed the company to pay full back wages to the workmen w.e.f. March 1, 2020 on or before the tenth day of each month. In view of the undertaking given by the company, the workmen did not oppose shifting of the plant, however, the company defaulted and has not paid wages and dues to the workmen since May, 2019. Even after the industrial court order, wages have not been paid, said Senior Advocate Gayatri Singh appearing on behalf of the petitioner union. Singh argued that management also did not make any payment towards the legal dues, such as, employers’ provident fund contribution, gratuity of retired employees and renewal payment of mediclaim insurance premium. Though the workmen expressed willingness to work at the relocated plant but they have not been provided any such work by the management, Singh said. MHA’s order dated March 29, 2020 and the consequent GR issued by the State of Maharashtra on March 31 directing employers to make full payment of wages to workers, labourers, daily wagers etc was relied upon by the petitioner’s advocate. On the other hand, Advocate Kiran Bapat along with Advocate Manish Leklar appeared for the Company and argued that because of non-cooperation and “obstructionist approach” of the union, certain customers withdrew their orders thereby causing heavy loss of business and earnings of the company. Therefore to ensure that manufacturing activities are carried on smoothly, the company took loans from several banks over a period of time amounting to Rs.330 crores. As of March, 2020, the company had outstanding dues of Rs.417 crores. That apart, the company also owed Rs.95 crores to other creditors and for payment of employee related dues, Adv Bapat submitted. Edelweiss Asset Reconstruction Company was engaged for revival of the company. After the factory land was sold, wages until May 2019 were paid to the workers. Moreover, Adv Bapat contended that since the two opposing parties are locked in an industrial adjudication for a cause of action which arose much prior to the lockdown, neither the MHA order dated March 29 nor the government resolution dated March 31 of the Government of Maharashtra would be applicable to the claim of the workmen. After hearing submissions of both parties, Court observed- “A conjoint reading of the central government order and the Maharashtra government resolution would go to show that those have been issued to meet the situation arising out of the lockdown. But the moot question is could the central government order and the Maharashtra government resolution be invoked in a situation where the management and workmen are engaged in an industrial adjudication relating to non-payment of salary / wages and suspension of work much prior to closure of the establishments due to the lockdown? Or where the related cause of action arose prior to the lockdown? Let us take a hypothetical case. Say an employee / worker is not in employment, for whatever reason, and has not been paid wages for one year prior to declaration of the lockdown. Can he still avail the benefit of the above central government order and the Maharashtra government resolution? In our view the answer to this question would have to be in the negative.” The bench explained – “To be deemed to be on duty one should be on duty on the date when the lockdown was declared. To be entitled to or for continuity of salary / wages during the lockdown, an employee / worker should receive the same till the month which is previous to closure on account of the lockdown. That apart, when there is an ongoing industrial adjudication pertaining to the claim of the workmen to wages, the claim to wages would be subject to such adjudication. The central government order and the Maharashtra government resolution cannot be invoked to short circumvent an industrial dispute which is being adjudicated upon before the competent forum.” Thereafter, the bench examined the order passed by the Industrial Court and noted that the Company committed unfair labour practice but said- “We find the above view of the Industrial Court to be contradictory. It is a settled proposition of law that ordinarily the final relief may not be granted by way of an interim order. Power to grant interim relief is discretionary. Such discretion has to be exercised on well established principles. Since a prima facie view has been taken that the management has committed unfair labour practice, certainly an interim order is called for. But what should be the nature of the interim order? It is an admitted position that the workmen have not been paid wages post May, 2019. Since their employment has not been disturbed because even as per the management the notice dated 03.03.2020 has only declared suspension of operations, the workmen cannot be left in the lurch.” Thus, Court modified the Industrial Court’s order and directed 50% wages to be paid to the workers. Also, the Industrial court has been directed to dispose of the complaint within six months.Click Here To Download Order[Read Order]Subscribe to LiveLaw, enjoy Ad free version and other unlimited features, just INR 599 Click here to Subscribe. All payment options available.loading….Next Story
Loganair’s new Derry – Liverpool air service takes off from CODA By News Highland – March 24, 2021 AudioHomepage BannerNews Facebook RELATED ARTICLESMORE FROM AUTHOR Twitter Community Enhancement Programme open for applications Ireland hit by ‘serious surge’ of Covid-19 Important message for people attending LUH’s INR clinic Google+ Facebook Pinterest The World Health Organisation says Ireland has been hit by the ‘serious surge’ of Covid-19 recently.The country’s five-day moving average has increased by 10 per cent over the past five days, and is now 538.There was a slight drop yesterday, with 371 new cases and 24 deaths announced – 27 of the new cases were in Donegal.There were 325 people in public hospitals with the virus last night – with 76 in intensive care.Six infectious Covid patients were being treated in LUH, 2 in ICU.Dr David Nabarro, the WHO’s special envoy on Covid, says Ireland’s situation is concerning:Audio Playerhttps://www.highlandradio.com/wp-content/uploads/2021/03/nabarro7am.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume. WhatsApp News, Sport and Obituaries on Monday May 24th Twitter Nine til Noon Show – Listen back to Monday’s Programme Arranmore progress and potential flagged as population grows Previous articleLeaving Cert students to face fewer questions this summerNext articleAction being taken on wait for Speech & Language services News Highland WhatsApp Pinterest Google+
KNXV(PHOENIX) — Phoenix police are investigating a report of sexual assault committed against a female patient who had been hospitalized in a vegetative state for a decade after the woman stunned hospital staffers when she gave birth to a child last month.While citing patient confidentiality laws in declining to confirm the details of the alleged assault, first reported by Phoenix CBS affiliate KPHO and confirmed in part by Phoenix ABC affiliate KNXV, Hacienda Healthcare released a statement this week that did not refute the description of the alleged incident reported by KPHO.A Phoenix police spokesman told KNXV that “the matter is currently under investigation.”“As an organization, Hacienda HealthCare stands fully committed to getting to the truth of what, for us, represents an unprecedented matter,” David Leibowitz, spokesman for Hacienda Healthcare, said in a statement. “We are already conducting a comprehensive internal review of our processes, protocols, and people to ensure that every single Hacienda resident is as safe and well cared for as possible. Anything less than that is unacceptable to our team, our company’s leaders and the communities we serve.”In a second statement released on Friday, the health-care facility said that officials there had “recently become aware of a deeply disturbing incident involving the health and safety of a Hacienda resident.” That statement went on to say that the facility “will continue to cooperate fully with law enforcement and all the relevant regulatory agencies regarding this matter.Sources cited by KPHO said that the woman had been a patient at the facility for at least 10 years following a near-drowning incident that left her in a vegetative state. The woman, according to the sources cited by KPHO, gave birth to a healthy baby boy on Dec. 29 last year.“None of the staff were aware that she was pregnant until she was pretty much giving birth,” a source told the news station. “From what I’ve been told she was moaning. And they didn’t know what was wrong with her.”The source went on to tell the news station that the woman would have been defenseless against a sexual assault, and unable to even communicate the fact that she was assaulted or was pregnant.The Arizona state Department of Health Services confirmed to KNXV on Friday that the facility, which has been operating for decades, is being mandated to operate with more guidelines, which include increased security, increased staff presence during interaction with patients and increased monitoring of patient care areas. All male health-care aides are now being required to provide treatment to female patients with another person in the room.By late Friday, Arizona Gov. Doug Ducey’s office released a statement saying he had been “informed of the situation that occurred at this healthcare facility and finds the reports deeply troubling.”The statement went on to say that “our top priority is patient safety. To that end, we are re-evaluating the state’s contract and regulatory authority as it relates to this facility and have been working closely with state agencies to ensure all necessary safety measures are in place.”Copyright © 2019, ABC Radio. All rights reserved.
Comments are closed. Shortlisted team for the easycando Award for e-learning: Personnel Today Awards 2000The Royal Bank of Scotland has brought e-learning to the heart of its operations. The company built a dedicated training and communications network (TCN) which delivers e-learning to 650 branches in the UK, reaching a maximum of 20,000 staff. Each branch has a multimedia training and communication PC (TCPC), linked via satellite and ISDN to the company’s Intranet, Orbit.Over 100 hours worth of learning content is available, arranged in role matrices aimed at customer advisers and customer service officers. Each Matrix holds modules designed to support and develop personnel within these roles. The modules are not limited to on-line training products – individuals may find themselves using CBT, assessments, videos, off-line workshops and even activities provided by a third party. The TCN has also allowed the bank to create a virtual classroom where staff in diverse locations can tune into a facilitator-led broadcast event. This facility not only means sessions have true interactivity, but it has brought together employees from geographically diverse parts of the organisation.Creating this network was a challenge both in terms of the technology required and in ensuring the delivery mechanism would be accepted by the staff. HR acted as project manager for the implementation of the network, ensuring all external and internal suppliers were able to operate effectively while minimising any disruptive impact the new system could bring to the end user.All key players involved in creating the network – including the bank’s own corporate affairs and HR systems development departments and external suppliers such as Epic Group and Forth Studios – were invited to a project definition workshop, facilitated by HRD. The workshop outlined the development process for the project and saw the creation of a “virtual team” through which all parties would receive guidance on their roles and responsibilities while appreciating the skills and roles of other players.The role matrix programmes developed for customer advisers and customer services officers were created by project consultants who identified the requirements and definitions for each role. They then contracted out the development of training products to e-learning solution providers.Ultimately, the TCN was a joint venture with corporate affairs which, having reviewed the existing communication infrastructure, found improvements could be made. The multimedia workstations offered an ideal platform to enhance communication channels and, by combining the needs of both departments, it was possible to show that the project would pay for itself within the first two years. Company fact fileTeam Royal Bank of Scotland, Training and Communication NetworkTeam leader Brian McLaren, manager for training and on-line learningNumber in HR team fourNumber of employees responsible for 10,000Main achievements TCN reaches some 20,000 staff. When comparing the cost of producing the e-learning solution to the cost of traditional delivery, the return on investment has been calculated at 700 per cent. The TCN featured as part of the business case in the company’s takeover bid of NatWestPriorities for next 12 months To build on the infrastructure and experience gained and move towards new initiatives such as corporate university and knowledge managementJudge’s Comment “This is probably the first major e-learning implementation in the UK. It is major in the sense that the project was aimed at the heart of the organisation’s training rather than being treated as a peripheral activity. It is a brave project and clearly they’ve made it pay in terms of value for money” Previous Article Next Article Related posts:No related photos. Royal Bank of ScotlandOn 19 Sep 2000 in Personnel Today
Related posts:No related photos. Case round-upsOn 11 Mar 2003 in Personnel Today Previous Article Next Article This week’ s case round-upRight to vary hours and wages International Packaging Corporation (UK) Ltd v Balfour and Others, EAT(Scotland),  IRLR 11 In this case, the tribunal held that a company had made unlawful deductionsfrom employees’ wages by its unilateral introduction of short-time working. Due to a fall in orders, the International Packaging Corporation (IPC)introduced short-time working and reduced staff working hours without theemployees’ consent, which led to a consequential reduction in their earnings.The workers brought tribunal complaints claiming that IPC had made an unlawfuldeduction from their wages (under s13 Employment Rights Act 1996). There was noexpress contractual term entitling IPC to introduce short-time working. However, the tribunal noted that IPC had introduced short-time working ontwo previous occasions without objection from the employees’ trade union.Therefore the tribunal held that there was an implied term, by reason of customand practice, that IPC was entitled to introduce short-time working. Nevertheless, the tribunal went on to find that as IPC had failed to satisfythe legal requirements of s13(2)b ERA 1996 (by failing to notify the workersindividually in writing of the term’s existence and effect), IPC had indeedmade unauthorised deductions, and the employees’ claims were upheld. IPCunsuccessfully appealed to the Employment Appeal Tribunal (EAT). The EAT did not agree that there was an implied term of the contract whichenabled IPC to introduce short-time working. There was nothing to suggest thatthe workers had agreed to an open-ended commitment to accept shorter workinghours or reduced wages at the discretion of IPC. The reduction in working hourswas a variation of contract, and any deduction of wages without agreement wasnot permitted under the 1996 Act, even if it related to the hours worked.Consequently, the workers’ claims for unlawful deductions of wages were upheld.No liability for stress related illness Barlow v Broxbourne Borough Council, High Court,  All ER (D) 208 In 1964, Barlow started working for the council as a gardener, and by 1993he had been promoted to senior operations manager. Following his breakdown in1998, Barlow left work. He brought a High Court damages claim for personalinjury. Barlow claimed he had been subjected to a “culture of abuse” andbullying by senior colleagues, causing psychological injury. He also arguedthat they had exposed him to a stressful working environment, which caused hisstress-related depression/anxiety, and resulted in his inability to work forthe council. The court dismissed the claim. It found that the incidents complained of didnot amount to bullying, and the council had not breached the duty of care thatit owed to Barlow. Furthermore, it was not reasonably foreseeable that he wouldsuffer psychological injury as a result of work-related stress. The court accounted for the fact that Barlow had appeared unflappable to hismanagers and had not complained about his workload, or mentioned his stress.Furthermore, he was aware of Broxbourne BC’s counselling service, but had notmade use of it. The court applied guidelines given in the Sutherland v Hatton case. Ithighlights that it is usually the worker’s burden to inform employers of anyrisk to their psychological health, before the employer’s duty to take actionis triggered. Comments are closed.
FacebookTwitterLinkedInEmailiStock(NEW YORK) — Here are the scores from Monday’s sports events: MAJOR LEAGUE BASEBALLINTERLEAGUENY Yankees 5 San Diego 2Houston 6 Chi Cubs 5Milwaukee 5 Minnesota 4AMERICAN LEAGUEBaltimore 5 Detroit 3Tampa Bay 8 Toronto 3Boston 12 Cleveland 5Oakland 8 L-A Angels 5Seattle 6 Texas 2Kansas City at Chi White Sox 2:10 p.m.NATIONAL LEAGUEMiami 3 Washington 2Pittsburgh 8 Cincinnati 5Colorado 4 Arizona 3, 11 InningsCincinnati 8 Pittsburgh 1LA Dodgers 9 NY Mets 5NATIONAL HOCKEY LEAGUE PLAYOFFSSTANLEY CUP FINALS, GAME 1Boston 4 St. Louis 2Copyright © 2019, ABC Radio. All rights reserved. Beau Lund Written by May 28, 2019 /Sports News – National Scoreboard roundup — 5/27/19
An Oxford University conservation unit responsible for tracking lions has responded to allegations that it accepted donations from a pro-hunting organisation.Since the reportedly illegal killing of a lion, Cecil, that was being tracked by Oxford University’s Wildlife Conservation Research Unit (WildCRU), donations to the unit have topped half a million pounds, founder and Director Professor David Macdonald told Cherwell on Monday.Oxford alumnus and US philanthropist Dr Tom Kaplan added to the funds, pledging on July 31 to match up to $100,000 in donations made to WildCRU. Dr Kaplan is the founder of field conservation group Panthera, and made his fortune investing in precious metals.Following the pledge, Professor Macdonald told Cherwell, “Dr Kaplan and his wife, Daphne, have been wonderful supporters of WildCRU, and I am deeply grateful. In the context of big cat conservation, he is the greatest living philanthropist”.However, WildCRU faced accusations of receiving funds from pro-hunting organisations after a blog post by Panthera Executive Vice-President Dr Luke Hunter surfaced on Tuesday.In the blog post, Dr Hunter writes, “Just as strong, empirical science has shown that over-hunting is bad for lions, it also demonstrates that hunting can be sustainable […] Hunting survives because hunters are usually more tolerant of hardship, and they pay extraordinary sums – up to $125,000 – to shoot a male lion. The business requires only a handful of rifle-toting visitors to prosper which, in principle, helps protect those areas”. He continues, “Let me state it again; I think sport hunting big cats is repellent and I would welcome its demise. But my personal distaste for hunting won’t help lions if shutting it down removes protection from African wilderness”.In response to the accusations made toward Panthera, Dr Kaplan told Cherwell in an interview, “Luke Hunter has done more for lion conservation across its range than anyone I know. Luke and I started Project Leonardo, which is the only range-wide program for the conservation of the African lion. To see him labelled as pro-hunting is absurd.” When queried about Panthera’s view on sustainable trophy hunting, Dr Kaplan said, “No organisation in the world is doing more to protect big cats. It is now the largest NGO that focuses solely on big cat conservation. None of us like hunting big cats. None of us advocate hunting. Although, professionally, conservationists have to face the reality that lions are hunted for trophies, personally we can’t relate to it, it’s not in our DNA. It goes against everything that motivates us in our passion for conserving wildlife.”Professor Macdonald also expressed WildCRU’s stance on sustainable trophy hunting, stating, “Modern conservation is highly inter-disciplinary – biology is necessary but not sufficient. Ultimately it is about how society wishes to live alongside wildlife, hopefully for the well-being of both. We are an evidence-based organisation, not an advocacy one, so we strive to provide the evidence that informs policy and mitigates the conflicts between people and wildlife”. Dr Kaplan and Professor Macdonald began working together when WildCRU was founded in 1986, in what Dr Kaplan describes as a “rewarding relationship”, to focus lion conservation efforts within Hwange National Park, where Cecil was killed. At first, Professor Macdonald experienced conflict with the Zimbabwean government on matters of hunting law and policy, but Dr Kaplan claims that “WildCRU have proven themselves to be excellent at proving scientifically the effects of hunting, thereby mitigating its effects, and even changing the laws.“Look at what they’ve done in Zimbabwe. In the early 2000s, the lion quota [limiting the number of lions that were legally allowed to be hunted] in the concessions around Hwange was 60. WildCRU’s science resulted in a hunting moratorium for three years, after which the revised quota was four.”Dr Kaplan, stressing his view of the importance of the work done by both organisations, continued, “If you strip out the emotion, the most important aspect of this whole discussion is that it is highlighting the really unknown story of the imperilled nature of the African lion. People assume that because they’re social animals and allow themselves to be seen, that they are ubiquitous. A century ago there were 200,000 lions; now we’re maybe down to 20-30,000.“An example of how this cat is ‘disappearing in plain sight’ is the data that was collected in West Africa, where we were told there were 21 areas where lions were thriving. When Project Leonardo’s study was released a year ago, there were only four areas in which they existed at all, and only one area in which there were more than 50 lions.”Both Dr Kaplan and Professor Macdonald expressed their belief in the positive outcomes that could arise from the public outcry over Cecil’s death. Dr Kaplan told Cherwell, “We need to take the interest that has gone viral, and turn it into a movement. The leading players in this field, Panthera, WildCRU and others, should converge into a partnership so they can express both the current state of the lion population, and concrete ways in which the decline can be reversed. In this way, the spirit that has been unleashed from Cecil’s sad fate, and the renewed donor interest, can be translated into an enduring and sustainable victory for conservation”.Professor Macdonald stated, “While the illegal death of Cecil was a tragedy, our hope is that something good will come of it. I think the extraordinary reaction around the world transcends concern for Cecil, or even just for lions, but reveals that millions of people care about wildlife, the environment and how people are to live alongside the nature on whose ecosystem services we all depend”.