Previous Article Next Article Remote employee benefits and customer support – 19 Apr 2019 […] rights and obligations still depend on geography, which is determined in the contract (source: Personnel Today). For example, employers with non-exempt remote workers (teleworkers are not the same as […] Related posts:No related photos. View all posts by Jo Faragher → Trackbacks/Pingbacks More and more employees now work outside the office, whether for better work-life balance or to match the demands of work. Employment lawyers Hilary O’Connor and Cerys Williams highlight five things to consider with remote working.Remote working is now a common feature of the business world, whether through ad-hoc communications “on the go” or via more formalised working arrangements.Mobile working resourcesWhat is included in working time?Liveflo: obtain a worker’s agreement to opt out of the 48-hour working weekEmployment law manual: general health and safety dutiesHowever, the everyday normality of mobile working should not mislead employers into thinking it is legally straightforward. While the flexible workplace has definite benefits for all, a few basic precautions are needed to avoid some less obvious pitfalls.Place of work problemsHealth and safety obligations do not stop at the office door. Employers need to assess the suitability of the working environment at home by (at the minimum) conducting a workplace risk assessment and ensuring that employer’s liability insurance extends coverage to home working.Likewise, thought should be given to ergonomic horror story scenarios involved when employees work on the move, hunched over laptops or typing long emails on mobile devices. Useful guidance notes and leaflets can be found on the HSE website, but bear in mind that just providing documents is unlikely to discharge your legal duties, unless this is supported with appropriate training.Turning a home into a place of work can also raise non-employment issues like whether or not arrangements breach planning permission or the terms of any household insurances.Dedicated workspaces could even change the tax status of the property. Employers are well advised to flag these potential implications to homeworkers and to clearly communicate that it is the individual’s responsibility to understand the impact on their property and related obligations.Redundancies and dismissalsWhile our working practices may no longer depend on geography, legal rights and obligations largely still do. Legal headaches can develop in respect of atypical workers upon redundancy, dismissal or other legal trigger points.Redundancy is a location specific concept; it occurs where a particular site closes or where an employer’s need for work of a particular type ends or reduces in the place where the employee was employed.The place of work also affects pooling and selection and, for larger scale restructuring, it will also be relevant which “establishment” the mobile worker is assigned to.For mobile workers, their place of work will be determined by reference to the facts but also to what their contract says.Employers can improve their position by ensuring that contracts specify not just the employee’s place of work but also to which base or HQ they are assigned.Most importantly, mobile workers must be considered at an early stage of redundancy planning, to pre-empt challenges over pooling and consultation.Particular care is also needed with employees who are working remotely from overseas. In the recent case of Lodge v Dignity & Choice in Dying, an employee was held to have UK unfair dismissal and discrimination rights despite not having set foot here for 15 years. A key factor was simply that her work supported a UK business.Remote managementAs with many long-distance relationships, when managing remote workers extra effort can be needed to keep everybody engaged and aligned.Organisations need to take proactive steps to ensure and maintain sufficient access to training and promotion, corporate “visibility”, integration and social involvement.In many organisations, the number of employees working remotely or from home may be disproportionately female, so failure to ensure appropriate support and development for these workers may amount to actionable discrimination.Aside from the practicalities, a watchful eye is needed to combat stereotypes about home workers or even just a lack of rapport that may subconsciously influence decision-makers.Confidentiality and data securityWhile most organisations have general data protection and confidentiality obligations on their radar, mobile working poses additional challenges and the consequent risk of breaching duties owed to third parties.Security and encryption of mobile devices is an obvious action point, but thought should also be given to restricting the ability to print, download or remotely access particularly sensitive information.Employees should also be given guidance about inadvertent disclosure though being overheard or overlooked in public spaces and of the implications of taking devices overseas, which could amount, in law, to a cross-border data transfer.Working timeThe ability to work away from the office also blurs the line between work time and down time. The curse of the mobile age is the constant expectation of immediate response to emails and voicemails, including during holidays.Needless to say, this may be a breach of employees’ rights under working time laws if it is not truly voluntary but results from an (unwritten) office rule.Make sure that employees have signed an opt out of the 48-hour week, if necessary, but bear in mind that minimum daily and weekly rest periods and annual leave cannot be waived.The only real solution is to ensure client and colleague expectations are managed and that workplace culture respects the legal limits. About Jo Faragher Jo Faragher has been a business journalist for 15 years, working in commissioning editor and editor roles for the past 10. A regular contributor to Personnel Today, she has also written features for the Financial Times, and supplements for The Times and The Guardian. Remote working: five legal issues you might have missedBy Jo Faragher on 20 Oct 2015 in Rest periods, Personnel Today, Legal opinion, Mobile workers
Most studies concerning the foraging ecology of marine vertebrates are limited to breeding adults, although other life history stages might comprise half the total population. For penguins, little is known about juvenile dispersal, a period when individuals may be susceptible to increased mortality given their naïve foraging behaviour. Therefore, we used satellite telemetry to study king penguin fledglings (n = 18) from two sites in the Southwest Atlantic in December 2007. The two sites differed with respect to climate and proximity to the Antarctic Polar Front (APF), a key oceanographic feature generally thought to be important for king penguin foraging success. Accordingly, birds from both sites foraged predominantly in the vicinity of the APF. Eight king penguins were tracked for periods greater than 120 days; seven of these (three from the Falkland Islands and four from South Georgia) migrated into the Pacific. Only one bird from the Falkland Islands moved into the Indian Ocean, visiting the northern limit of the winter pack-ice. Three others from the Falkland Islands migrated to the eastern coast of Tierra del Fuego before travelling south. Derived tracking parameters describing their migratory behaviour showed no significant differences between sites. Nevertheless, generalized linear habitat modelling revealed that juveniles from the Falkland Islands spent more time in comparatively shallow waters with low sea surface temperature, sea surface height and chlorophyll variability. Birds from South Georgia spent more time in deeper waters with low sea surface temperature and sea surface height, but high concentrations of chlorophyll. Our results indicate that inexperienced king penguins, irrespective of the location of their natal site in relation to the position of the APF, develop their foraging skills progressively over time, including specific adaptations to the environment around their prospective breeding site.
Prolonged standing and/or walking.Handling light weight objects.Using or carrying equipment. Seeking an Assistant Professor with a teaching and active researchcareer. The Assistant Professor will teach undergraduate andgraduate courses in nutrition and dietetics and advise students inthe areas of nutrition and dietetics. The ideal candidate mustpossess a terminal degree (PhD, DCN ) in nutrition or related fieldwith expertise in Community Nutrition, Nutrition Epidemiology orPublic Health Nutrition preferred; and reasonably expect to have adoctorate degree prior to assuming the position; RD credential required; evidence of professionalpreparation in nutrition and dietetics; minimum of three (3) yearsof teaching experience at the college or university level, or theequivalent in terms of specialized experience post RD credentialing; evidence of capability to engage inand publish research and present at professional meetings;demonstrated knowledge and awareness of professional developmentsrelated to areas of expertise. Desired start date Position Details Posting Details Special Instructions to ApplicantsOpen to all applicants. Close Date Minimum of three (3) years of teaching experience, at least threeof which must have been at the college or university level, or theequivalent in terms of specialized experience post RD credentialing. Work Experience Essential Duties Summary Required Licensing/Certification Job Description Summary / TWC Summary * Do you have a minimum of three (3) years of teachingexperience, at least three of which must have been at the collegeor university level, or the equivalent in terms of specializedexperience post RD(N) credentialing?YesNo Hiring Range$42,139.00 – $57,941.00 Education Position End Date (if temporary) • Teaches undergraduate and graduate courses in nutrition anddietetics.• Advises students in the areas of nutrition and dietetics.• Collaborates with nutrition and dietetics faculty as appropriatefor enhancing instructional delivery and contributing todepartmental goals.• Supervises undergraduate nutrition and dietetics students inclinical and community practicums.• Works on department, college and/or university committees asappropriate.• Engages in community service activities as appropriate.• Performs other job-related duties as assigned. Open Until Filled (overrides close field)Yes * Do you have an earned doctorate (PhD, DCN) in nutrition orrelated field with expertise in Community Nutrition, NutritionEpidemiology or Public Health Nutrition preferred; and reasonablyexpect to have a doctorate degree prior to assuming the position?Have an earned doctorate (PhD, DCN) in nutrition or relatedfield with expertise in Community Nutrition, Nutrition Epidemiologyor Public Health Nutrition.Reasonably expect to have a doctorate degree prior to assumingthe position.None of the above. UA EEO Statement Grant TitleN/A Applicant DocumentsRequired DocumentsResumeCover Letter/Letter of ApplicationOfficial TranscriptsOptional DocumentsTeaching PhilosophyOther DocumentReference Letter 1Reference Letter 2Reference Letter 3 % FTE Working/Environmental Conditions Official TSU TitleASSISTANT PROFESSOR DIETETICS Hours of WorkTBA An earned doctorate (PhD, DCN ) in nutrition or related field withexpertise in Community Nutrition, Nutrition Epidemiology or PublicHealth Nutrition preferred; and reasonably expect to have adoctorate degree prior to assuming the position. It is the policy of Texas Southern University to provide a workenvironment that is free from discrimination for all personsregardless of race, color, religion, sex, age, national origin,individuals with disability, sexual orientation, or protectedveteran status in its programs, activities, admissions oremployment policies. This policy of equal opportunity is strictlyobserved in all University employment-related activities such asadvertising, recruiting, interviewing, testing, employmenttraining, compensation, promotion, termination, and employmentbenefits. This policy expressly prohibits harassment anddiscrimination in employment based on race, color, religion,gender, gender identity, genetic history, national origin,individuals with disability, age, citizenship status, or protectedveteran status. This policy shall be adhered to in accordance withthe provisions of all applicable federal, state and local laws,including, but not limited to, Title VII of the Civil RightsAct.Manual of Administrative Policies andProcedures Knowledge, Skills, and Abilities N/A Security Sensitive Position?Yes Posting Supplemental QuestionsRequired fields are indicated with an asterisk (*). Knowledge of:• Policies, procedures, and practices.• Microsoft Office Professional or similar applications.Skill in:• Detail oriented.• Effective customer service.• Problem-solving and decision-making.• Multitasking and time management.• Both verbal and written communication.Ability to:• Work with a diverse student population. 1.0 Posting NumberTSU202367
Source: Pret A MangerPret A Manger is set to cut a further 400 jobs and close six shops in response to the expected challenges over the coming months as Covid-19 levels rise in the UK.Pret will be consulting on several adjustments within specific areas of the UK business and said not all shops will be impacted.It comes just a couple of months after Pret announced nearly 3,000 jobs would be lost from its UK shops and support centre and follows the decision to permanently close 30 UK shops in July.The business had seen consistent sales growth over the last four months, with consecutive weeks of trading progress since April. However, this growth has slowed since the end of September as Covid-19 infection rates increase.“It’s absolutely right that we take steps to stop the spread of the virus and tackle the new wave of infections. Sadly, the result of the rise in infections and the necessary shift in public health guidance mean that our recovery has slowed,” said Clare Clough, UK managing director at Pret.This has particularly impacted trade in the City of London, Pret added, noting that the latest round of changes will enable it to continue to adapt through the winter.“We’ve said all along that it’s up to Pret to decide our own future and that we must adapt to the new situation we find ourselves in. That’s why we have to make these further changes as we continue to transform our business model and prepare for the six months ahead. We are doing everything we can to support our team members and to prevent further job losses.”In recent months, the business has embarked on a transformation programme which has seen it launch a new coffee subscription service and retail coffee offering with Amazon.Sales via online channels are performing strongly, it added, thanks to new partnerships with Deliveroo, Just Eat and Uber Eats.Pret has also recently unveiled a strategic partnership with motorway service firm Moto. The first Pret Moto shop at Cherwell Valley is set to open in December, with a second shop planned at Moto’s new Rugby service area in early 2021.
DETROIT (AP) — Some pilots have emerged as victims of a deceased doctor who worked for decades at the University of Michigan. Robert Anderson is at the center of a scandal at the university. He’s accused of molesting hundreds of young men there, especially athletes who saw him for injuries. But Anderson also had another group of patients, made up of pilots and others in the aviation field who regularly needed physicals. Anderson was designated by the government as an aviation medical examiner in southeastern Michigan. It’s not known how many people in the aviation field will make assault claims about Anderson. The University of Michigan has acknowledged “credible allegations” against Anderson and expressed a willingness to settle cases out of court.
Nov 22, 2005 (CIDRAP News) – Federal health officials today proposed rule changes to make it easier for public health authorities to keep travelers from bringing infectious diseases into the United States or spreading them between states.The changes would require airlines and ship operators to report passengers who have certain signs of illness and to keep lists of passengers for at least 60 days after arrival, the Centers for Disease Control and Prevention (CDC) announced. The proposed rules also expand the definition of ill travelers to include those with influenza-like illness, and they provide more specific legal protections for people placed in quarantine.The Department of Health and Human Services has authority to use isolation and quarantine to keep people with any of nine infectious diseases out of the country. Pandemic influenza was added to the list of diseases this year; the others are cholera, diphtheria, tuberculosis, plague, SARS (severe acute respiratory syndrome), smallpox, yellow fever, and viral hemorrhagic fevers.The proposed rule changes are largely a result of the SARS experience in 2003, when the CDC had a lot of trouble tracking down and alerting passengers who had been on flights with suspected SARS case-patients, officials said.”The absence of rapid electronic passenger manifests completely paralyzed our ability to notify people who were on board with suspected SARS cases,” Dr. Marty Cetron, director of the CDC Division of Global Migration and Quarantine, said in a teleconference today.After the SARS outbreak subsided, the CDC analyzed what changes were needed in the disease-control regulations incoming concerning travelers. “Existing communicable disease regulations are outdated, have not kept up with advances in disease control measures, and have not been substantially updated for over 25 years,” the agency said in a news release.Cetron said the proposed regulations would require airlines and passenger ship lines to keep an electronic list of passengers for 60 days after arrival and be prepared to provide it to the CDC in a day or less. The rule also would apply to interstate airline flights between large and medium-sized cities, he said.In the past, passenger lists often have been purged within 48 hours, and if a disease threat emerged after the fact, it became very difficult to recover passenger names and contact information and seating charts, Cetron explained. Health officials sometimes had to go through customs forms to get the information, “an extremely time-consuming process even for a single flight,” he said.The proposal also calls for airlines to ask passengers to provide post-arrival contact information for potential use by public health officials, though this would be voluntary, Cetron said. “We’re asking airlines to come up with a proposal for how they would accomplish this,” he said.The CDC is “hopeful and optimistic” that most people would accept assurances that the information would not be used for other than public health purposes, Cetron added.The updated regulations also require “the captain of a conveyance” (pilot or ship captain) to report to the CDC any passenger who has certain signs and symptoms suggesting one of the nine diseases of concern, Cetron said. “It’s best if they do this before landing, to allow for pre-positioning of medical personnel,” he said.The definition of ill passengers who must be reported has been expanded to include those with influenza-like illness, meaning those with fever, cough, and sore throat, Cetron told reporters.As things stand now, he explained, sick travelers are not usually reported until well after their trip and generally are identified through traditional public health surveillance. “What we have now is a very passive system that we can occasionally enhance with awareness and education,” such as giving lists of illness signs to airline personnel, he said.He was unable to say how many reports of ill passengers the CDC has received in a typical year.The new regulations also include more detailed due-process rules for people placed in quarantine because of exposure to a disease, Cetron said. The existing rules have “largely been silent on the specifics” of legal protections for people subject to quarantine.The proposed rules empower authorities to hold a person for 3 days, after which a formal decision must be made whether to quarantine or not, he said. In addition, there must be an opportunity for a hearing before an independent arbiter.Also included in the proposed changes is “explicit authority to offer vaccination, prophylaxis, and other appropriate medical interventions on a voluntary basis” to people in quarantine, according to a CDC fact sheet.The proposed rules are to be published in the Federal Register, and the CDC will accept comments on them for 60 days. (See links below for the regulations and information on submitting comments.)See also:CDC page for proposed regulationshttp://www.cdc.gov/ncidod/dq/nprm/index.htmCDC fact sheet, including addresses for comments on the regulationshttp://www.cdc.gov/ncidod/dq/nprm/docs/ControlofCommunicableDiseasesfactsheetfinal.pdf
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Better use of outdoor space is a major goal for renovators with this a prime example by Accord Construction Group and Three Birds Renovations.A MASSIVE renovation boom has been forecast nationally and Queensland is one of the places expected to lead the surge.Renovation activity has been tipped to ramp up by another $500m off last year’s decade high to top $8.8b nationally.More from newsParks and wildlife the new lust-haves post coronavirus21 hours agoNoosa’s best beachfront penthouse is about to hit the market21 hours agoThe latest Master Builders Australia Building and Construction Industry Forecasts out today expected renovation work to total a massive $44b over the next five years nationally.Master Builders Australia’s national economics manager Matthew Pollock said a decade high was reached last year at $8.3b but that was expected to ramp up even further now.He said “the surge in the pipeline of alterations and additions (renovations) work for residential builders kicked off in 2017” giving small builders a much needed lifeline.“While the boom in new dwelling construction has been centred on the Sydney and Melbourne markets this is forecast to be reversed with the boom in renovation work. We expect growth to be strongest in South Australia, Western Australia and Queensland which is great news for our members in those states who have been doing it tough.” FOLLOW SOPHIE FOSTER ON FACEBOOK
One conservative MP criticized the step, saying only the return should be considered for investments of pension money. He said he wanted to put forward a motion banning Swiss Pensionskassen from becoming members of SVVK-ASIR and applying ethical or sustainable criteria to their investments.German civil servants’ scheme to exit energy firmsMeanwhile in Germany, the local government pension fund for the civil servants of North Rhine-Westphalia announced it would divest from energy producers EDF and ENGIE.This is part of a new sustainability strategy for the €10.4bn portfolio, which was created last year.Beginning this month, investments are to be screened under a new set of criteria. These have not been published in detail, but include a ‘best-in-class’ approach. Where necessary, divestments are made.The regional finance ministry confirmed in a statement the ENGIE corporate bonds had been sold the same day the divestment decision was made. ENGIE runs nuclear power plants via its Belgium subsidiary. These plants have been criticized for security failures and other potential risks. One of the largest critics was the German province of North Rhine-Westphalia, which borders Belgium. AP2 invests in Dutch-issued affordable housing bondSwedish national pensions buffer fund AP2 has invested an undisclosed amount in a social bond issued by NWB Bank in the Netherlands to finance affordable housing in the country.In a statement, the Swedish fund said: “Social bonds fit well into the AP2’s global interest rate portfolio as it broadens the fund’s ESG work and provides opportunities for further diversification and is a way to combine good return on capital with allocation of investments in important and good social project.”The pension fund said it made its first social bond investment in 2014, and has put money into a number of such bonds since.“The return needs to be similar to other fixed income investments with similar credit risk,” it said.NWB Bank launched the Affordable Housing Bond at the beginning of this month in two tranches, a seven-year €1.5bn issue and a 15-year €500m issue.The proceeds are to finance lending to social housing associations in the Netherlands in accordance with the bank’s Affordable Housing Bond Framework, the bank said. The seven-year bond carries a 0.25% annual coupon, and the re-offer price is 99.799%, while the 15-year bond has a 1.25% annual coupon and a re-offer price of 99.946%. The notes will be listed on the Luxembourg Stock Exchange, NWB Bank said. The largest Swiss Pensionskasse, the CHF38bn (€34.9bn) Publica, is to divest from five unnamed arms manufacturers.Patrick Uelfeti, CIO at Publica, confirmed the decision on Swiss national radio.It follows the recommendations by the SVVK-ASIR sustainable investment platform that Publica co-founded in 2015.In March, the analysts issued a list of 15 arms companies producing either cluster ammunition, nuclear weapons in countries without a nuclear weapons arsenal, or anti-personnel-mines.
Share Sharing is caring! HealthLifestyleLocalNews Dominica observes Nutrition Day today by: – June 1, 2011 Photo credit: fitsugar.comThe Ministry of Health is joining the rest of the Caribbean in observing Caribbean Nutrition Day today-an annual event endorsed by the Pan American Health Organisation.This year the theme for Caribbean Nutrition Day is “Let’s Get Physical”.According to officials, the focus is geared at encouraging the population to engage in some form of physical activity which can be done regularly and result in improved health.The merits of physical activity range from preventing chronic conditions, promoting weight management to improve sleep patterns and benefits which are hard to ignore.Dominica Vibes News Tweet Share 26 Views no discussions Share