NICO Holdings Limited (NICO.mw) listed on the Malawi Stock Exchange under the Insurance sector has released it’s 2003 annual report.For more information about NICO Holdings Limited (NICO.mw) reports, abridged reports, interim earnings results and earnings presentations, visit the NICO Holdings Limited (NICO.mw) company page on AfricanFinancials.Document: NICO Holdings Limited (NICO.mw) 2003 annual report.Company ProfileNICO Holdings Limited provides products and services for general insurance, life insurance and pension administration in the corporate and private sector of Malawi; with interests in banking, asset management and information technology services. NICO Holdings Limited operates in Malawi, Zambia, Tanzania, Uganda, Mozambique and Zimbabwe. It was established in 1965, and was the first general insurance company to list on the Malawi Stock Exchange. Its general insurance division covers segments that range from personal accident and household insurance to construction, engineering, professional indemnity, marine hull and cargo, fire and loss of profits. NICO Holdings Limited also offers insurance for individuals and corporate clients which includes endowment assurance and savings protection. The company has a corporate banking division offering standard products and services, aswell as solutions for foreign exchange, investment management and women business programmes. NICO Holdings Limited has invested in providing technology services to clients, including software and Internet systems and communication solutions, card technology and surveillance systems. NICO Holdings Limited is listed on the Malawi Stock Exchange
2017 ArchDaily Atelier Schreckenberg, Planungsgesellschaft mbH EKM Partner, fire protection Dehne, Kruse Brandschutzingenieure GmbH & Co.KG, Gifhorn Landscape: Save this picture!© Nikolai Wolff+ 29Curated by María Francisca González Share Projects Bremer Punkt / Lin Architects Urbanists Bremer Punkt / Lin Architects UrbanistsSave this projectSaveBremer Punkt / Lin Architects Urbanists MEP: Manufacturers: EGGER, Hoppe, NIBE, ROCKWOOL, SIGA, Steico, Ampack, Bauder, Europa Lärche FSC, Fermacell, Ganderkesee, Gerhardt Braun, Modell Tokyo, System Quantum, Typ EUROSTRAND, Typ Katherm 80, Typ Klemmrock, Typ Rissan and Sicrall, Typ Sisalex 500 CopyApartments•Bremen, Germany Apartments Germany Photographs Photographs: Nikolai Wolff Manufacturers Brands with products used in this architecture project “COPY” Year: Area: 800 m² Year Completion year of this architecture project “COPY” ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/870720/bremer-punkt-lin-architects-urbanists Clipboard Consulting Designer:Ian Warner, Johannes Siemer, S-T- A-T- EExecution Planning:Architect Dipl.-Ing. KahrsStructure / Acoustics:PIRMIN JUNG Ingenieure für Holzbau, Deutschland GmbH, Bremen fire protection Dehne, Kruse Brandschutzingenieure GmbH & Co.KGClient:GEWOBAText:Mariam Gegidze, Emma WilliamsPhotos:Nikolai Wolff, Kay Michalak, Fotoetage, BremenArchitect In Charge:GEWOBA, Corinna BühringDesign Team:LIN Architects Urbanists, Giulia Andi, Finn Geipel, Philip König, John Klepel, Tobias Schlimme, Mattis Krebs, Maja Lesnik, Ines Dobosic, Bruno Pinto da Cruz, Daniel Nissimov, Jan-Oliver Kunze, Anna Heilgemeir, Veljko MarkovicCity:BremenCountry:GermanyMore SpecsLess SpecsSave this picture!© Nikolai WolffRecommended ProductsDoorsdormakabaEntrance Doors – Revolving Door 4000 SeriesWoodAccoyaAccoya® Cladding, Siding & FacadesDoorsC.R. LaurenceCRL-U.S. Aluminum Entice Series Entrance SystemWindowsOTTOSTUMM | MOGSWindow Systems – BronzoFinestra B40Bremen Like many German cities, Bremen is confronted with an increasing housing shortage and a growing demand for affordable housing.In response to this, the largest Bremen Housing Association, GEWOBA, has prudently taken on a supplementary extension to their existing 45,000 plus housing stock. In 2011, within the framework of the competition “ungewöhnlich Wohnen” (unusual living), five exemplary lots from a postwar housing area were chosen to investigate the adaptability of the area. The proposals considered contemporary demands for affordable and flexible housing that could offer manifold inhabitant configurations. These housing areas in the Gartendstadt Süd of Neustadt Bremen, offer generous green open areas formed by homogenous four-storey housing blocks.Save this picture!FacadeCube House The high adaptability and multiplicity of the modular prefab timber system makes the Bremer-Punkt a pilot project for supplementary extensions to social housing on an urban scale.Save this picture!Courtesy of Lin Architects UrbanistsThe urban niches are activated by the punctual integration of four-storey timber cubes. With a surface area of only 13.35 x 13.35m, the cube houses react sensibly to the existing buildings, granting the character of the green open spaces of the estate to keep their appearance. The new buildings are designed as a modular timber prefab system. This system allows flexible layout possibilities for site specific needs and responds to individual demands. The houses can adapt to differing apartment combinations, surface area, circulation, facade, and building form requirements.Save this picture!Construction SystemPrototype In February 2017 the first three Bremen-Cubes will be completed in the Gartenstadt Süd.With a 44-58m2 living area (two to three rooms), these smaller apartments succeed in providing affordable housing with a higher than average standard of living, timber construction system, generous window openings, spacious private outdoor areas, and optimised south-west orientation. The new buildings present an upgrade to the housing stock and the local area, and afford existing tenants intergenerational equity, specifically for those requiring barrier-free design solutions. A collective living project is housed in the third Bremer Cube, adding new energy to the area.Save this picture!© Nikolai WolffFrom Prototype to Serial Housing From the conceptual idea through to the finished and final serial housing typology, an intensive design process has been applied.Save this picture!Section A-AThe cognisance of the planning process for the prototype was evaluated and developed with regards to construction methods, site development and spatial efficiency optimisation of the new constraints. The Bremen-Cube has been worked through as a multiplicitous, serial housing typology. It realises contrasting housing mixes with predetermined apartment layouts of different sizes and organisation. The new addition offers more layout variability and more useable living space. The optimised building envelope provides the building with a good energy efficient surface-area-to- volume ratio.Save this picture!© Nikolai WolffAt present there are seven Bremen-Cubes in planning and realisation, in the districts Neustadt, Kattentum and Schwachhausen – followed by more buildings to be implemented.Save this picture!Isometric DiagramSave this picture!Isometric DiagramFloor Plan Kit The Bremen-Cubes can accommodate up to eleven apartments per building. The floor plan kit showcases a catalogue of twenty-two apartment typologies, which have the possibility to be combined with each other in over sixty variations.Save this picture!© Nikolai WolffThe serial building typology compliments the existing housing with new flexible and barrier-free floor plans. The apartment sizes range from a one-room apartment of 30m², to a six room apartment with 138m².Save this picture!Living PatternThe multiplicity and customisation of the apartment configurations ensures that each site is able to offer an individual proposal to differing user-groups. All the apartments are barrier-free and two apartment typologies are fully wheelchair accessible.Save this picture!© Nikolai WolffInhabitants The open plan layout allows for multifaceted living models; living and working are equally conceivable as are many possibilities of family constellations, single households or collective living forms.Save this picture!© Nikolai WolffWithin the context of current affordable housing demands and discussions on living space requirements, the Bremen-Cube offers flexible and site-specific proposals for public or privately funded models, providing a high social mix and intergenerational equity. Nineteen of the twenty-two apartment typologies fulfil the requirements of the “Bremer Wohnraum-Förderungsprogramms” (Bremen housing funding board). The third Bremen-Cube will be realised in cooperation with the “Martinsclub Bremen e.V.” as an exemplary community housing project. The project looks to house a heterogenous mix of young people and elderly, disabled, refugees and low-income persons and families together. The GEWOBA has complied a floorplan catalogue of the versatile combination possibilities of the housing typologies.Save this picture!Color ConceptLiving Quality A full height glazed loggia is connected with the kitchen, creating a spatial extension, which becomes an integral part of the living area.This combination of loggia and kitchen creates a high quality living space, where cooking, dining, playing, and gardening are made possible. The green living quality is accentuated on a variety of scales through the careful placement of the cubes, as well as with the large facade openings with their immediate connection to the outdoor vegetation. The open circulation balcony is a meeting point for the inhabitants, and forms a node between inside and outside. The second generation will offer higher flexibility for different apartment typologies and sizes. Through the use of large sliding doors, rooms can be closed off, divided or extended according to need.Save this picture!© Nikolai WolffProject gallerySee allShow lessPrimary School EB1 / Adalberto DiasSelected ProjectsRenovation of Xi’an South Gate Plaza / China Northwest Architecture Design and Resea…Selected ProjectsProject locationAddress:Bremer Str., 28203 Bremen, GermanyLocation to be used only as a reference. It could indicate city/country but not exact address. Share Architects: Lin Architects Urbanists Area Area of this architecture project ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/870720/bremer-punkt-lin-architects-urbanists Clipboard CopyAbout this officeLin Architects UrbanistsOfficeFollowProductConcrete#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousingApartmentsBremenGermanyPublished on January 10, 2018Cite: “Bremer Punkt / Lin Architects Urbanists” 10 Jan 2018. ArchDaily. Accessed 11 Jun 2021.
The headline seemed to herald a new day and was reported by corporate media as breaking news: “Justice Department says it will end use of private prisons.”On Aug. 18, U.S. Deputy Attorney General Sally Yates sent out a memo instructing federal officials to “not renew contracts with prison operators or to diminish existing contracts” as they come up for renewal over the next five years. She added this was “the first step in the process of reducing — and ultimately ending — our use of privately operated prisons.”The memo immediately got enormous coverage. It sounded like dramatic prison reform.But the new directive will impact only 22,000 federal prisoners — less than 1 percent of the 2.3 million people held in U.S. prisons. It will not significantly reduce the number of prisoners at the national, state or local level.It does not address the hundreds of ways that public prisons are the source of an endless profit stream for U.S. corporations and banks. It does not touch the notorious hellholes of state-operated Attica, Angola, Soledad, Atmore Holman, Florence, San Quentin or other prison concentration camps.It will not end slave labor, forced work programs or solitary confinement.The Department of Justice directive applies only to the Federal Prison Bureau. It does not apply to U.S. Homeland Security or federal Immigration and Customs Enforcement prisoners — the fastest-growing area of the private U.S. prison industry. In 2015 for-profit ICE prisons held 62 percent of all Homeland Security incarcerated immigrants. (americanprogress.org/issues)As small as this change is in U.S. prison policy, it came only because of struggle by prisoners and by grass-roots activists.Struggle forces prison-policy changeThe pressure to maximize profit in private prisons has been exposed in Mother Jones and The Nation, in left publications including Workers World, and in social media campaigns, petitions and protests. These have highlighted the secretive, abusive conditions of prisons for profit run by megabusinesses like G4S, CEO Group and Corrections Corporation of America.In ICE for-profit detention centers, where many of those held are mothers with children, prisoners have gone on hunger strikes and repeated protests against inhuman conditions. Because of mass opposition, both Bernie Sanders and Hillary Clinton made campaign statements opposing private prisons.The recent directive will strengthen the struggle to end existing U.S. private prisons, even though only 13 privately run facilities are covered. The directive is also significant because it goes against the drive to privatize for profit every aspect of every institution in the public domain — including schools, hospitals, libraries, social services and parks.Activists can springboard from the directive and demand the closing of all 7,000 U.S. prisons and jails.The U.S. jails more people per capita than any country in the world. With less than 5 percent of the world’s population, the U.S. imprisons more than 25 percent of those incarcerated globally. More than two-thirds of state prisoners and 97 percent of federal prisoners are serving time for nonviolent crimes.The actual count of U.S. prisoners varies widely, depending on what facilities are included. According to Prison Policy initiative: “The American criminal justice system holds more than 2.3 million people in 1,719 state prisons, 102 federal prisons, 2,259 juvenile correctional facilities, 3,283 local jails, and 79 Indian Country jails, as well as in military prisons, immigration detention facilities, civil commitment centers, and prisons in U.S. territories.” (tinyurl.com/hmazugq)This number more than triples — to 7 million — if the 850,000 people on parole and 3.9 million people on probation are counted. Unpayable bail is the cause of 11 million people a year cycling through local and city jails as they await arraignment and trial.Prison: a racist system of tortureThe racism pervading every aspect of life in capitalist society — from jobs, income and housing to education, health care and opportunity — is most brutally reflected in those caught up in the U.S. prison system. Overwhelmingly, they are people of color. Mass incarceration is both racist to the core and hugely profitable for the banks and corporations.Nationally, 39 percent of African-American men in their twenties are in prison, on probation or on parole. In major urban areas, an astonishing one-half of Black men have criminal records. The U.S. imprisons more people than South Africa did under apartheid. (“Incarceration Nation” by Linn Washington)There are now more African-American men in prison, on probation or on parole than were enslaved in 1850, before the Civil War began, according to Michelle Alexander in “The New Jim Crow: Mass Incarceration in the Age of Colorblindness.”Increased support is needed for the growing number of prisoners’ rights campaigns to fight this predatory, racist system.Prison justice campaigns have exposed systematic torture, including solitary confinement. According to solitarywatch.com, more than 80,000 prisoners are held in solitary on a daily basis, including 25,000 prisoners in long-term isolation, stretching into years and decades.Tens of thousands of prisoners are held in Supermax prisons, Secure Housing Units, Restricted Housing Units, Special Management Units, disciplinary segregation or other isolation cells in prisons and jails around the country. Keeping prisoners in 23-hour lockdown has become routine practice in understaffed prisons. These figures do not include prisoners in juvenile facilities, immigrant detention centers and local jails.Campaigns have focused on the urgent necessity of providing life-saving medical treatment to prisoners, such as access to hepatitis C and HIV medicines.The prison-industrial complexThe network linking prison corporations, investment firms, police and their “benevolent societies,” courts and the bail/fine system is called the prison-industrial complex. The name is parallel to “the military-industrial complex” — a term for the interconnected banks, military and oil industries, contractors, corporate lobbyists and professional soldiers that profit from war and repression.Almost all federal, state, county and city government prisons operate in ways that allow corporations to make big profits, even when the jails are technically still considered “public” institutions. Prison bonds provide a lucrative return for such capitalist investors as Merrill-Lynch, Shearson Lehman, American Express and Allstate. Prisoners are traded from one state to another based on the most profitable payment-per-bed arrangement.Private or for-profit companies, rather than government agencies, are involved in the building and maintenance of prisons. Food services, surveillance, medical services, prisoner phone service and ankle monitors are all contracted out to major corporations and bring windfall profits. Even probation services and recruiting and training of guards are now contracted out to private–for-profit corporations.Prison phone companies GTL and Securus Technologies sued and won a decade-long effort to stop limiting the charge for prisoner phone calls to $.11 a minute. They were determined to keep in place charges for prisoner phone calls of up to $14 a minute. The staggering phone charges keep prisoners out of touch with their families and their families further drowning in debt. (arstechnica.com/tech-policy)Guaranteed contract renewals and a high rate of profit ensure that lobbyists will push for an ever-expanding prison system.Merging military and prison industriesThe Department of Justice memo on closing private prisons makes no mention of another profitable operation inside U.S. prisons — prisoner manufacture of military weapons.Prisoners earn only 23 cents an hour in U.S. federal prisons to manufacture high-tech electronic components for Patriot Advanced Capability 3 missiles; launchers for TOW (Tube-launched, Optically-tracked, Wire-guided) anti-tank missiles; and other guided missile systems. (“The Pentagon and Slave Labor in U.S. Prisons,” www.globalresearch.ca, Feb. 4, 2013)Prisoner labor — with no union protection, overtime pay, vacation days, pensions, benefits, health and safety protection or Social Security withholding — also makes components for McDonnell Douglas/Boeing F-15 fighter aircraft; Bell/Textron’s Cobra helicopter; and General Dynamics/Lockheed Martin’s F-16. Prisoner labor produces night-vision goggles, body armor, camouflage uniforms, radio and communication devices and lighting systems and components for battleship anti-aircraft guns, along with land mine sweepers and electro-optical equipment for the BAE Systems Bradley Fighting Vehicle’s laser rangefinder. Prisoners recycle toxic electronic equipment and overhaul military vehicles. (www.alternet.org)Giant multinational corporations purchase parts assembled outside the U.S. at some of the lowest labor rates in the world, then resell the finished components — weapons as well as other products — to the U.S. government at the highest rates of profit. Major corporations profiting from the slave labor of prisoners include Motorola, Compaq, Honeywell, Microsoft, Revlon, Chevron, TWA, Victoria’s Secret and Eddie Bauer.The U.S. prison system extracts superprofits from the most desperate and isolated part of the population. In capitalist courts, the corporate right to profit almost always trumps human rights.In fact, the entire prison system operates as a very profitable form of modern day slavery. So it is helpful to remember the words of the great abolitionist leader Frederick Douglass: “Power concedes nothing without a struggle. It never has and it never will.”The struggle against prisons must raise the demand to abolish this modern form of slavery and tear down the walls.FacebookTwitterWhatsAppEmailPrintMoreShare thisFacebookTwitterWhatsAppEmailPrintMoreShare this
Get our daily Pasadena newspaper in your email box. Free.Get all the latest Pasadena news, more than 10 fresh stories daily, 7 days a week at 7 a.m. More Cool Stuff MOPS at Sierra Madre Congregational Church strives to meet the needs of every mother who has children ages birth through kindergarten.MOPS (Mothers of Preschoolers) provides an open, caring and accepting atmosphere where women come together to share in this important season of life. The theme for the 2011-2012 year is Momsense: Bold â€“ Loving â€“ Sensible taken from II Timothy 1:7. The church encourages every mother to join MOPS and â€œget in the gameâ€ as they work on mothering strategies and develop their God-given gifts to be better moms who make a better world.About MOPSAt each meeting each member will enjoy a fresh breakfast, relevant teaching, encouragement, wisdom from mentor moms and lots of fun! At the same time their young ones will receive loving care in the childrenâ€™s program. SMCC MOPS meets every 1st and 3rd Tuesday from 9:00 AM to 11:30 AM in Pritchard Hall.Sierra Madre Congregational Church, 170 West Sierra Madre Blvd., Sierra Madre, (626) 355-3566 or visit www.smccnet.org. Faith & Religion News Sierra Madre Congregational Church: MOPS: Mothers of Preschoolers Published on Tuesday, June 26, 2012 | 5:38 pm Name (required) Mail (required) (not be published) Website Subscribe Make a comment Top of the News Community News Herbeauty10 Ways To Power Yourself As A WomanHerbeautyHerbeautyHerbeauty7 Reasons Why The Lost Kilos Are Regained AgainHerbeautyHerbeautyHerbeautyA Mental Health Chatbot Which Helps People With DepressionHerbeautyHerbeautyHerbeautyIs It Bad To Give Your Boyfriend An Ultimatum?HerbeautyHerbeautyHerbeauty5 Things To Avoid If You Want To Have Whiter TeethHerbeautyHerbeautyHerbeautyYou Can’t Go Past Our Healthy Quick RecipesHerbeautyHerbeauty Business News Pasadena’s ‘626 Day’ Aims to Celebrate City, Boost Local Economy Pasadena Will Allow Vaccinated People to Go Without Masks in Most Settings Starting on Tuesday First Heatwave Expected Next Week faithfernandez More » ShareTweetShare on Google+Pin on PinterestSend with WhatsApp,Virtual Schools PasadenaHomes Solve Community/Gov/Pub SafetyCitizen Service CenterPASADENA EVENTS & ACTIVITIES CALENDARClick here for Movie Showtimes Community News 5 recommended0 commentsShareShareTweetSharePin it Your email address will not be published. Required fields are marked * EVENTS & ENTERTAINMENT | FOOD & DRINK | THE ARTS | REAL ESTATE | HOME & GARDEN | WELLNESS | SOCIAL SCENE | GETAWAYS | PARENTS & KIDS Home of the Week: Unique Pasadena Home Located on Madeline Drive, Pasadena
Print Advertisement Twitter Predictions on the future of learning discussed at Limerick Lifelong Learning Festival NewsLocal NewsLimerick City of Culture 2014 scoops theatre awardBy Alan Jacques – February 28, 2015 1729 Limerick Ladies National Football League opener to be streamed live WhatsApp Facebook Limerick’s National Camogie League double header to be streamed live LIMERICK City of Culture 2014 was honoured with an award at the Irish Times Theatre Awards held at the National Concert Hall last weekend. The Judges Special Award praised Limerick City of Culture “for using the city in the most imaginative way to rebrand Limerick as a beacon of artistic endeavour”. Limerick Arts officer, Sheila Deegan said the award was recognition not only for all the cultural practitioners involved but also for Limerick and its citizens, including the many volunteers, who engaged so enthusiastically with the entire event. “Limerick City of Culture has proved to be a major success, and now the city is working on a bid for designation as European City of Culture 2020 as a means of insuring continued investment in culture as a way of developing Limerick’s future,” she added. The Irish Times Theatre Awards are held annually to recognise the best performances and productions in Irish theatre. Vanishing Ireland podcast documenting interviews with people over 70’s, looking for volunteers to share their stories RELATED ARTICLESMORE FROM AUTHOR TAGSEuropean City of Culture 2020Irish Times Theatre AwardslimerickLimerick City of Culture 2014Sheila Deegan WATCH: “Everyone is fighting so hard to get on” – Pat Ryan on competitive camogie squads Linkedin Email Previous articleAspiring jockey loses case over hand impaled on fenceNext articleHarry Clarke windows return to Limerick parish after 45-year absence (489) Alan Jacqueshttp://www.limerickpost.ie Limerick Artist ‘Willzee’ releases new Music Video – “A Dream of Peace”
Efren Zuniga Special to the Odessa AmericanBy Rebecca BellMC executive director, Institutional AdvancementMIDLAND “Don’t second guess going to college,” Efren Zuniga advised. “I enrolled in the Information Technology program at Midland College in 2014, and since that time my life has only gotten better.”Eight years ago, Zuniga moved to Odessa from Plainview, TX because of the job opportunities in the Permian Basin. He started working at the Family Dollar warehouse and trained for his commercial driver’s license.“That job was OK, but it wasn’t really my passion,” Zuniga explained. “I eventually left Family Dollar and started working as a waiter at The Shrimp Boat restaurant, just as a way to earn a living and make ends meet.”It was about this time that Zuniga met his future wife Nelida, who had graduated from Midland College’s (MC) Associate Degree Nursing program.“She couldn’t say enough good things about Midland College,” Zuniga said. “I told her that I had always wanted to work with computers since I was a little boy, and she encouraged me to enroll in classes at Midland College.”In 2016, Zuniga graduated from MC with an Associate of Applied Science degree in Information Technology. He immediately was offered a job working for Ector County ISD as a Level I computer technician. Because of his degree and his industry certification as a Cisco Certified Network Associate (CCNA), he was soon promoted to the position of network engineer. As such, he is a member of a four-person team responsible for ensuring that the school district’s information technology systems are running smoothly.“It’s a great job,” Zuniga said. “I wouldn’t change it for anything. I see myself staying here a long time.”Zuniga credits part of his career success to the hands-on training he received at MC and the college’s CCNA Academy Boot Camp.“I quickly learned that if I applied the time and effort to learning all I could about computer network technology, the skills would come,” he stated. “The instructors were great. Marty Villarreal taught a lot of my courses, and she was always willing to go the extra mile. She always stressed that there were no dumb questions, and she really wanted us to succeed. Another memorable instructor was Heather Sanders. She was always available to help.”“Efren was dedicated to completing his degree,” Marty Villarreal, MC Information Technology professor said. “During the time he attended Midland College, he had a full-time job while also driving from Odessa to Midland to take classes. He is now reaping the rewards of his hard work.“He recently passed a Cisco certification and reached out to thank me. He wanted to share his success with his instructors at Midland College. He placed his trust in the Information Technology program at Midland College to help him meet his goals. Now, he is happily working in his chosen career.”Efren and his wife Nelida have been married for five years, and they have two boys—Esteban, age 4, and Eduardo, age 2. Nelida is the manager of a health clinic in downtown Odessa. The family enjoys spending time together. Efren said that movie night is always fun, and visiting Nelida’s parents at their ranch south of Odessa is a special treat for the family.“Life is good,” Zuniga said. “I have a great family, and I’m finally fulfilling that career passion that I’ve been trying to find. Passion is the difference between having a job and having a career!” Facebook By OA Life – May 1, 2021 GOOD NEWS: Grad finds career passion in computer networking Twitter Pinterest Pinterest TAGSEfren ZunigaMidland College WhatsApp WhatsApp Twitter Facebook CommunityGood NewsLocal News Previous articleWellness seriesNext articleChurch News May 1, 2021 OA Life
GAA decision not sitting well with Donegal – Mick McGrath Facebook Calls for maternity restrictions to be lifted at LUH Pinterest By admin – August 22, 2014 Pinterest RELATED ARTICLESMORE FROM AUTHOR WhatsApp Google+ Google+ Twitter Facebook Twitter Homepage BannerNews Three factors driving Donegal housing market – Robinson Nine Til Noon Show – Listen back to Wednesday’s Programme Previous articleWork to do for McIlroyNext articleNew owner of Rockhill House to set up Facebook page to seek publics views admin WhatsApp Guidelines for reopening of hospitality sector published Overnight security alert in Derry declared a hoax An overnight security alert in Derry has now ended and been declared a hoax.At approximately 8.45pm last night a van was stopped in the Iniscarn Road area by two unknown males, one who was carrying a suspected firearm.A suspicious object was placed in the van and the driver was told to make his way to The Diamond.The driver abandoned the van at Fanad Drive where he alerted police. It’s the second such incident in Derry this week.Chief Inspector Tony Callaghan, the Foyle Area Commander, said it was the second such attack in 48 hours:Audio Playerhttp://www.highlandradio.com/wp-content/uploads/2014/08/callaghan1.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume.The Mayor of Derry, Brenda Stevenson says it is another disgraceful incident:Audio Playerhttp://www.highlandradio.com/wp-content/uploads/2014/08/mayor.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume. LUH system challenged by however, work to reduce risk to patients ongoing – Dr Hamilton
Previous Article Next Article Flexible workingOn 14 Mar 2000 in Personnel Today Related posts:No related photos. Globalisation,the changing nature of work and the 24-hour economy means that new ways ofworking will become an imperative of successful business life. And whileflexible working is not just an HR issue, the function will be in the Vanguardof the change. But first there are significant cultural and managerial barriersto overcome. Our report, which begins with research findings, will equip youwith the skills and knowledge you need to make the leapHowUK attitudes compare with the US Overcomingthe barriers to introducing flexible working: a practical guide Time to flex: start of a newmonthly column on flexible working Whatthe government needs to do to encourage employers to adopt flexible working Casestudies of three organisations which have successfully implemented flexibleworking Humanresources professionals are caught between a rock and a hard place on the issueof flexible working, according to a new survey, Change. What Change? EmployerViews on Flexibility, compiled by flexible work specialist The ResourceConnection.Onthe one hand, HR professionals concede that the business case for a moreflexible approach to work has already been won. Most acknowledge that it wouldimprove productivity and performance, help attract more talented people, reduceabsenteeism and employee turnover, and restore a better balance between thehome and working environments. Moreover, most believe that the revolution isunstoppable: more flexible working patterns will eventually become the norm.The technology is now in place to support such a move and – perhaps moreimportantly – it is clear that employees both want and need greater freedom intheir working lives.Yetthere is a log-jam. To date, few organisations have committed to a moreflexible approach to employment, and most continue to claim there aresignificant cultural and managerial barriers combining to prevent them frommaking the leap. There is also widespread concern among HR professionals thatthey do not have the necessary skills in place to support such a move fully.Thereport’s authors insist that none of these barriers is insurmountable, and theytake the argument further. Companies operating in the new economy,characterised by fluid working relationships between hitherto distinct organisations,will need to learn the art of remote management if they are to remaincompetitive – indeed it could be argued that their very survival will dependupon it. Asco-author John Knell, head of research at the Industrial Society, concludes,”Many of the skills HR managers need to develop to manage flexible workingare the same as those required for the futuristic, networked economy.”When it comes to making a start, there’s no place like home to begin the work.78%of HR professionals believe flexible work programmes bring competitiveadvantage”Peopleintuitively know that flexible working will enable them to hold onto people andincrease productivity,” says Carol Savage, managing director of TheResource Connection. Eighty-eight per cent of those canvassed believe thatorganisations which offer flexible work are more attractive to employees, and asimilarly high figure (87 per cent) agree that working long hours does not makepeople more effective – indeed, more than half claimed that long hours were leadingto employees showing signs of stress.Thesurvey also overwhelmingly demonstrated the belief that organisations goingdown this route would enjoy improved morale and motivation among staff, as wellas greater loyalty and commitment. “They recognise there’s a limit to howmuch you can offer in terms of salary and title when skilled people are lookingfor something else,” says Savage. Sixty-four per cent of respondentsagreed that certain tasks would be achieved more productively if undertaken outsidethe office, and a similar number believed that the Internet and e-commerce aremoulding a new type of flexible worker.”Iam positive that people recognise the need for it, and really understand thebenefits which it will bring to the organisation. But the difficulty comes inproving financial benefits,” says Savage. “We need to put flexibilityon the balance sheet, to measure the improved productivity and employeeretention so you can go to the board and say, ‘This is a commercial thing’.Personnel people are the ones who should be driving it.”Knellat the Industrial Society agrees: “HR managers need new drivers andquality information to win the argument at board level. This is not a softissue; it’s a hard one, directly linked to business strategy and needs. Oftenwhen people talk about enhancing flexibility, they focus on the cost ofimplementation, or the benefits it would bring to individuals. They rarelyfocus on how beneficial flexibility would be to the whole organisation, yetthis is a compelling argument. Flexible working must feature more prominentlyin companies’ balanced scorecards so its progress can be measured.”66%of employers are experiencing an increased demand for flexible workYetthe overwhelming number of respondents (69 per cent) have no policy on flexiblework, demonstrating a considerable gap between the organisation’s behaviour andthe views of its employees. “That didn’t surprise me,” says Savage.”We have so many highly qualified, talented people on our database whowant to work three or four days a week. My challenge is to convince people theyare worth employing. But really it’s like pushing water uphill to get people todo something that they know is beneficial.”Ona more positive note, there are signs of green shoots beginning to emerge: 76per cent of those canvassed claimed their company has experimented with ad hocexamples of flexible working practices.Butsomething is clearly going wrong in those companies which have implementedformal policies, because take-up is not high. “Less than 10 per cent ofemployees took up the option when it was available,” says Savage. Itis a statistic which might demonstrate that flexible working is still notconsidered a viable option for those employees who wish to be considered”committed” workers – although 81 per cent of those canvassedinsisted that flexible workers gave the same commitment.Thiswas echoed by the views of the survey’s respondents, 60 per cent of whomclaimed that not all roles could be carried out on a flexible basis.Accordingto Knell, many of the HR managers canvassed, while quick to blame those insenior management for continuing cultural barriers to the change, nonethelessmanifested “classically antediluvian” attitudes to the practicethemselves. While 55 per cent claimed that senior employees were notchampioning the issue, a similar percentage claimed it was”acceptable” for men to work flexibly, and a high percentage claimedit was appropriate only for junior members of staff.Butthis contrasts strongly with what middle managers of both sexes say they wouldactually like. In two previous surveys canvassing male and female linemanagers, The Resource Connection found that 93 per cent of women and 81 percent of men wanted a more flexible working environment. Unsurprisingly,however, these groups felt they would be penalised for making the move in termsof lower pay, fewer promotional opportunities and less interesting andchallenging roles.”Ifflexible working is going to work it has to be taken up by everyone. It needsto be created across all genders and at all management levels,” saysSavage. “A lot of men in the focus groups we spoke to were happy tocontinue working 40-50 hours a week, but they wanted to restructure their timeso they could spend more time with their children.” Thereare examples of flexibility being implemented to good effect at a senior level,she adds. A case in point is an ad hoc project at Barclays Bank where a seniormanagement team has embarked on a job-sharing project.”Everyrole can be done on a flexible basis. If you understand the components of thejob there are ways of bringing it through. Companies are now operating in aglobal environment, frequently offering customer service on a 24-hour,seven-day basis. There is no reason why you have to work between 8am and 6pm tohold down a full-time job.”Butshe concedes that many senior male managers might be loath to make the move”because they are defined by their working environment. If they workedmore flexibly they might feel the pressure to get more stuck in at home. Andcompanies are making it far more enjoyable to work at home, so why should theylead by example?” CaryCooper, professor of organisational psychology at Umist agrees: “Men are lesskeen because their identity is totally involved with work. They’re frightenedof leaving the politics, they think it means they’ll be totally out of theloop. That’s a big inhibitor for men. If you have workaholics at the top,everyone’s going to follow suit. “Organisationalpolitics is a real issue. People in managerial jobs want to be where the actionis. A lot of managers don’t model flexible working for themselves,” hesays.Moreover,Prof Cooper believes that just because men say they want to work more flexibly,it doesn’t follow they necessarily mean it: “I think there are a largenumber with the outward facade of ‘new men’, but underneath they’re actuallystill cavemen. They think flexible working would mean they’d have to play alarger role at home, and many men still don’t want to do this.”79%of respondents believe that flexible working is open to abuseThiswas one of the leading disadvantages of flexible working cited by surveyrespondents: “Lack of trust is a real inhibitor,” says Prof Cooper.”Managers are asking: if we allow them to work from home, will they do itor will they skive? Managers like to have empires – and they like to see thatempire in front of them. They don’t like to manage virtually because they don’tthink it has the same status.”Oneproblem companies face when overcoming this issue is that, despite a clearcommitment that work should be measured by results (rather than hours worked orcompany status), only 5 per cent claimed they have put in placeperformance-related pay structures. “HR managers are blinkered on thisissue,” says Savage. “Howdo they know that people coming into the office aren’t sitting around all dayplaying computer games.” Indeed, in an apparent contradiction, the surveyshows that HR professionals believe that, on the whole, flexible workers areactually more committed to their jobs and work more than pro-rata.Otherperceived disadvantages of flexible working included a feeling that it would bedifficult to create a system that was fair to all – although most disagreedwith the concept that everyone would want the same time off and that flexiblepolicies would increase discrimination. Respondents also dismissed claims thatthere would be loss of internal competition and camaraderie.49%believe that flexible working is difficult to manage”Thereis an attitude among HR people that ‘because I don’t have the skills, I won’tdo it,” says Knell – citing the statistic that 75 per cent of respondents believedthey would have to go outside the organisation to pick up these skills.”There’s an acknowledgement that there are challenges.” Typical ofthese are: how do you develop a rewards-based culture? How do you managevirtual teams? How do you assure continuity and commitment? But none of thesebarriers are insurmountable.Stickingto current work patterns there’s no hassle with systems and contracts, so it’smuch easier to say, ‘right we’ll stick with the usual 48 week year’”, saysSavage. “There’s a perception that with flexible working there’s too muchto do. People wonder if it’s going to be an administrative nightmare.”ProfCooper agrees that, given the evidence that managers don’t set objectives andmeasure outcomes adequately under existing arrangements, monitoring peopleworking at a distance is likely to be a substantial challenge. “We don’tknow how to work from home: how to manage the time, how to manage theenvironment, how to deal with technical failure, how we get the training. Sothere’s a long learning curve.”Thatsaid, Knell points to strong evidence in the survey that HR managers understandsome of the first steps that need to be taken. “There was a remarkablystrong consensus on this: nearly the whole sample understood that it was importantto have in place effective communication systems.” And most respondentscited the importance of adequate training, a focus on time management, and asharing of responsibility: Over 90 per cent agreed that management teams had tobe strong throughout and not rely on one key member.30%of organisations adopting flexible working piloted the scheme before theyrolled out the programme”Ideallythis figure should have been higher,” says Knell – particularly given theabsence of an external benchmark through which companies can validate theirprogress. Too many organisations, he adds, make the mistake of imposing thepolicy as a top-down imposition. “Don’t put in flexible packages withoutincluding input from staff: use their expertise and they’ll buy into thescheme.”US votes for flexibility• Although the Government has shown its commitment to the introduction ofmore flexible work patterns through a variety of new measures, many believethat they continue to lack teeth. Typical of these is the Parental Leaveprovision, which was incorporated into the recent Employment Rights Act.Although this guaranteed fathers – as well as mothers – the right to 12 weeks’leave to attend to family matters, uptake is expected to be poor because theleave is unpaid.Helen Froud, director of corporate services at Worcestershire CountyCouncil, claims her research into similar developments in the US gives the lieto this assumption. “The Parental Leave directive, as incorporated into UKlaw, compares with the US Family & Medical Leave Act of 1993,” shesays. When the provision was first introduced into the US, attitudes to it weresimilar to those prevailing in the UK now. But time and changing mores havechanged all that.Froud found that growing numbers of US employees are signing up for theleave, whether paid or otherwise. Indeed, in a bid to make themselves moreattractive to employees, 13 per cent of US companies chose to pay for the leavevoluntarily. In an in-depth study of AT&T, Froud found that while only onein 400 employees signed up for the leave when it was first introduced, thatfigure now stands at one in 18 – a substantial shift in a comparatively shorttime-span.”This points to a developing trend in HR practice and society at largethat it is more and more acceptable for both parents to take time off to carefor their children,” she says. “It often makes economic sense: in 20per cent of households where both parents work, the male partner earns lessthan the female.”In my personal view the Parental Leave directive marks the beginningof a social revolution. People will look back at this moment as the time thatBritain first began to be concerned about what impact employment is having onfamilies and society as a whole,” she adds. Comments are closed.
Comments are closed. Previous Article Next Article Survey reveals gap between race bias policy and practiceOn 13 Feb 2001 in Personnel Today Fewerthan half of NHS trusts have written procedures for dealing with racialharassment, according to new research.Asurvey by the Commission for Racial Equality reveals that only 5 per cent ofNHS trusts have fully implemented racial equality action programmes and only 11per cent have set themselves employment percentage targets.RacialEquality and NHS Trusts included responses from 128 trusts in the London, SouthWest, South East and Eastern regions of the NHS in England.Thesurvey says, “Policies tend to be written without reference to tradeunions or staff and many employees are unaware of the trust’s policy. In manythere was a disturbing gap between equal opportunities policy andpractice.”CREcommissioner Shushila Patel said the survey reveals some prime examples of goodpractice and good intentions, but that it also shows that more progress isneeded.About45 per cent of trusts surveyed have an action plan that is scheduled forimplementation or is in the process of being implemented.Patelsaid, “Parliament has just put into law the most important piece of raceequality legislation for 25 years, providing for a duty on the part of publicbodies to work for race equality.”Thissurvey shows why the legislation is so important. While the overwhelmingmajority of trusts surveyed have formal written policies, half of all thetrusts have no plans to implement those policies in any meaningful way.”MarieClary, HR manager for Poole Hospital NHS Trust, thinks the survey’s findingsshow trusts should guard against complacency about racial equality.Shesaid, “I think the survey gives practical indications of how trusts canpositively respond and implement racial equality in the health service.”Thereis always more to be done but I think we have got the basics right. It is notan area where you ever feel you’ve done enough. As soon as you reach a certainpoint you want to set new targets and objectives.”http://www.cre.org.uk/By BbenWillmott Related posts:No related photos.
Substantial chance of misinterpretationOn 2 Jan 2003 in Personnel Today Some of the statements made in the article A Matter of substance in theNovember issue of Occupational Health, gave a dangerously misleading view ofhow laboratories handle drug and alcohol samples. It has taken a great deal of time and effort to reassure staff that theircompany procedures are fair. But in one fell swoop, this article lays waste toall the hard work by stating: 1 ‘The laboratory process … may show up not only banned substances, but alsowhether an employee is pregnant or has any genetic disposition to disease’. Any reputable laboratory operating to UKAS-accredited standards will onlylook for substances agreed upon by the sample donor. They are not allowed totest for anything else under any circumstances. 2 ‘… nobody can be tested against their will, and consent must always besought’. Again, UKAS-accredited laboratories demand the sample donor gives consentfor the test to be carried out. Implying this may not occur is a seriousindication of ‘rogue’ suppliers doing tests without consent. 3. ‘… testing alone will not resolve workplace drug and alcohol problems,and should not be a substitute for a comprehensive policy’. The substance abuse policy is the basis for minimising substance misuse inthe workplace. It is likely that incorrect inferences will be drawn from it that willdamage accredited companies, policy makers and laboratory suppliers who ensurethat all legislation, privacy and respect is maintained for sample donors. Alison Payne FIBMS DMS Managing director, JMJ Laboratories The Editor replies: This article was written by legal experts to provide general employment lawadvice on the broad issue of drug and alcohol use in the workplace. It was notintended to be a detailed analysis on how drug and/or alcohol samples arehandled by laboratories, or the merits of testing organisations. I’m sure we are all agreed on the importance of using reputable laboratoriesthat only check for substances permitted by the donor, with procedures in placethat are part of a comprehensive policy. Related posts:No related photos. Previous Article Next Article Comments are closed.