Previous Article Next Article Pay law proposal to hinder womenOn 25 Feb 2003 in Personnel Today Related posts:No related photos. Comments are closed. Proposed changes to equal pay law will make it more difficult for women toclaim they are being paid less than a man doing the same job of the same worth,the Equal Opportunities Commission (EOC) claims. In its response to the Government’s consultation document, Equality andDiversity: The Way Ahead, the EOC warns that the onus of proving a job’s worthcould lie with female employees. Under the new proposal, if a job evaluation had already been carried out andrated the jobs differently, it would be the responsibility of a woman whoclaims she is being paid unfairly to prove that the job evaluation scheme wasflawed. Julie Mellor, chair of the EOC, said most people do not have the knowledgeneeded to point out the shortcomings of a job evaluation scheme. “This proposal would be big step backwards. Analysing a job evaluationscheme is a very specialist task,” she said. “Individual women cannot be expected to carry out that analysis andthen persuade a tribunal that the scheme is flawed. In practice, this would bea serious barrier to many women wanting to bring an equal pay claim. “The question of the relative value of different jobs is a difficultone,” Mellor continued. “However, because women and men are still concentrated in verydifferent kinds of work, it is often the only way the true value of the jobsmany women do can actually be assessed.” “The EOC urged the Government not to put new barriers in the way ofwomen who believe they are being paid unfairly. Otherwise, we will never closethe 19 per cent gap between women and men’s hourly pay,” said Mellor. Consultation on Equality and Diversity: The Way Ahead closed last Friday. By Quentin Readewww.eoc.org.uk
LettersOn 25 Nov 2003 in Personnel Today Related posts:No related photos. This week’s letterEqual pay healthchecks are the way to attain pay parityConversations with HR and other representatives of several hundredorganisations across the public, private and voluntary sectors indicate that noneare overtly keen to perpetuate gender inequalities or other unfairness inreward. The launch of Personnel Today Management Resources’ One-stop Guide to EqualPay Reviews and the recently revised Code of Practice on Equal Pay are just twoexamples of the high profile the subject continues to receive. Why then does the injustice of unequal pay continue – apparently unabated? Two key factors appear to block equity. First, the large amount of detailedwork perceived necessary to identify let alone achieve equality, when wider,business-related reward issues affecting retention, motivation and costeffectiveness demand attention. Second, the cost of retrospective correction oflong standing inequalities is potentially huge. If pursued to the letter of the law, the latter would result in significantcorporate, if not national, bankruptcy (try extrapolating the several millionpounds Lancashire street-lighting technicians claim across the UK). Some organisations, however, are working towards business-friendly paysolutions, while at the same time resolving past and potential inequalitiesmost cost effectively. Rather than pursue a relatively narrow, but complex and time-consuming equalpay review, they conduct broader pay audits – incorporating an equal payhealthcheck – and also addressing issues of market competitiveness, performanceand structural pay relativities. They provide a basis to minimise any potentialretrospective claims. Only by looking at equal pay in this wider, successorientated way, will we achieve a significant reduction in the gender pay gap. Derek A Burn Director, DLA-MCG Consulting and author of Pay Audit – Equal Pay Reviews andBeyond Rewards paradise is just not practical Many organisations would like to link total compensation (salary, bonuses,shares, etc) to an employee’s performance and ensure that the packages offeredare competitive enough to attract and retain top-quality staff. However, when dealing with thousands of employees, time and budget pressuresmean that the allocation of rewards is not always aligned to individualperformance (ie, the law of averages takes over). The losers in the scenario are the company’s key assets – its topperformers. Effective incentive compensation can motivate employees to meet the goals ofthe business. Break this link and the additional annual cost of meetingincreased salary and compensation expectations offers less intrinsic value tothe business. David Blune UK country manager, Callidus Software Chippy yank should broaden his outlook I was appalled at the views of John Torrance-Nesbitt’s views on diversity inthe UK (Letters, 11 November). With such diversity in a nation where there are so many walks of life, youcan’t help but get a cross-section of backgrounds in a US firm. The UK is smaller, therefore we have less of a pool of people to use. Wouldit be OK for an employer to place people in a job just to show they arediverse; or would it be best practice to put the best people in the job, evenif it meant they were all white? I strongly believe in diversity in the workplace. My own experience camefrom a large investment bank. We were keen to be diverse and eager to show wewere and proud of it. But I am white, heterosexual and female. Does that makeme bad at my job if I work with similar people because we were considered thebest candidates for the job? No. You can’t manoeuvre a diverse situation intoplace – it evolves. UK recruiters ask personal questions because they want to know a littleabout you and about your life, so that you may fit into a particular culture ina job. This procedure has nothing to do with being prejudiced. I think John Nesbitt has a bit of a chip on his shoulder and I’m sorry thathe feels so bitterly towards us in the UK. As a recruiting director, I think he should learn more about UK culture andshould refrain from such comments until he knows us better. Isn’t there anative American saying that you shouldn’t judge a man until you have walked fora day in his moccasins? Details supplied One vision at the top another at the bottom Telling people you are a tax inspector or an estate agent at a party isoften seen as dangerous. But, lately, I have become more and more embarrassedabout working in HR. There are some extremely poor practices out there and while companies canhide behind their oft stated ‘vision and values’, rarely do they live up tothem if you work at the bottom of the pecking order. My son is waiting to join the army and is filling in his time working for awell-known oil company at a local service station. He is one among six. He iscontinually abused and left out of any conversation. He has been disciplined byhis regional manager for being eight minutes late for work, when all the othersnever turn up on time and frequently don’t turn up at all. His hours arereduced when his manager wants to give a friend a few hours’ work. When heworks nights, he is often on his own through someone not turning up. My son is often threatened with violence while working nights. Add to this thefact that he is paid less than the others and when he asked for the same money,he was told that he would only be given his pay rise if he opted out of theWorking Time Directive. He has reported all of these things to his manager andis not allowed to contact HR direct. All this from a company that trumpets the usual blurb about protecting thehealth and safety of its employees, keeping open channels of communication, andoperating with the highest moral and ethical standards. Can anybody point me toany company that truly, and I mean in the opinion of its employees, meets itsown exacting values? Details supplied Radical tactics will cut the sick queue With all the associated problems with sickness absence and the almostimpossible situation that HR professionals are placed in, is it time forradical thinking? My suggestion is that employers should be able to insert a clause intoemployment contracts and/or works rules which state that if a staff member hasa specified period of sick leave over a certain period, then that automaticallymakes them redundant as they are no longer able to carry out their duties tothe required level. Prolonged and/or frequent sick leave must be close to beinga frustration of contract or a breaching of the implied terms. Or am I missing something? Robert Hicks HR manager, Company details supplied Employers should care about childcare I completely agree with the Daycare Trust’s and One Parent Families’ callfor the Government to develop a system of accreditation and registration forfriends and family who care for children (‘Informal Childcare Keeps UK TickingAlong’, 4 November, PersonnelToday.com). There are simply not enough formal childcare places available and typicalnurseries are quite costly, which means many [working] parents have no optionbut to leave their children in the hands of grandparents or willing friends.However, I strongly believe it is also time that employers took someresponsibility for childcare and woke up to the benefits of helping valued staffreturn to work, while providing the best care for their families. The provision of a childcare facility in the workplace can be substantiallyless expensive for parents due to government subsidies and possible employersubsidies, and the locality between parent and child provides close support. Furthermore, studies we’ve done show that employees are more productive andfar more reliable if an on-site nursery is provided, since parents don’t needto worry about the care of their children. Such a system also helps to increasehappiness levels at work and in turn positively impacts motivation andproductivity levels. In addition, an on-site childcare facility is a fantastic staff benefit,which can increase staff loyalty and help attract and retain good staff.Figures from the Chartered Institute of Personnel and Development show thatalmost a quarter of working parents with an annual household income of under£20,000 stop work as a result of becoming a parent. A workplace nursery canencourage employees to return to work for the company that has invested intheir development rather than taking their valuable skills elsewhere.Alternatively, they may simply feel that balancing childcare and work would betoo difficult – an increasingly important issue as the UK continues to faceskill shortages. Justin Palmer Managing director, Principio Professor’s attitude makes the blood boil The sadly misinformed attitude of Professor Richard Scase and others likehim (Opinion, 21 October 2003) is one reason why stress is a rapidly increasingproblem for UK plc. Like many of the ‘stress is for wimps and skivers’ school of thinking, heconfuses pressure, which all of us need to some degree to perform at our best,with stress, which is the unhealthy outcome of excessive or unrelentingpressure. He is concerned at the difficulty of distinguishing between work-related andexternally induced stress and wants ‘a quantifiable, scientific measure ofstress’. Presumably, he believes that if you can’t measure it, you can’t manageit. This is precisely why stress is an issue for organisations – unless weemploy automata instead of human beings, no measure will be satisfactory.Everyone has a different ‘pressure threshold’. If Professor Scase wants employees to bring 100 per cent of theircommitment, creativity and energy to the workplace, and to embrace changepositively, then he will need to put some effort into understanding whatmotivates them, and what is going on in their lives, out of work as well as init. It should not surprise him that people accused of skiving tend to live up totheir reputation. He should perhaps ask himself some serious questions aboutwhy the employees with whom he is familiar just can’t face getting out of bedfor him. Elizabeth McCaw Director of consultancy and training, ICAS Comments are closed. Previous Article Next Article
Previous Article Next Article TRAINING Contents Overview Planning your training, learning and development Supplier selection Payment, ownership and major UK suppliers Staff buy-in for training Was training effective and well delivered? Face-to-face or e-learning? Getting performance management to work for you (VIDEO) Managing people’s performance – fact or fiction? Case study: Working [email protected] at Pepsi QTG Related Smart Buyer training content Susannah Park, sales manager at Reed Learning, discusses in-house training. Smart Buyer is brought to you in association with leading training providers… mktoMunchkin(“589-ITG-580”); How to commission in-house trainingOn 18 Feb 2010 in Personnel Today Comments are closed. Related posts:No related photos.
Tectonomagmatic controls on Gondwana break-up models: Evidence from the Proto-Pacific Margin of Antarctica
Geochemical and isotopic data are presented that suggest the existence of a large, Middle Jurassic subduction‐related magmatic province common to both the Antarctic Peninsula and southern South America. We argue that during the initial stages of Gondwana breakup, Pacific margin magmas were derived from an enriched lithospheric mantle source similar to that for the contemporaneous within‐plate Ferrar‐Tasman suite. Enriched lithospheric initial‐rifting magmas were succeeded, in at least part of the Rocas Verdes basin, by transitional early drift magmas and then by entirely asthenospheric mid‐ocean ridge basalt (MORB) magmas representing lithospheric rupture and seafloor spreading. We propose a plate interaction model for the initial stages of Gondwana breakup relating the broad zone of lithospheric mantle melting to a reduction in plate boundary forces. The change from Gondwanide compression to lithospheric extension in the Jurassic is linked to a change from shallow to steeply dipping subduction and to a slowing of subduction rates caused possibly by a decreasing age of the subducting plate. Ridge‐trench interaction may have followed subduction of young, hot oceanic lithosphere, possibly causing a temporary cessation of subduction and a further reduction in plate boundary forces, thus facilitating breakup.
U.S. Trade Representative Robert Lighthizer and U.S. Secretary of Agriculture Sonny Perdue announced that the government of Morocco has agreed to allow commercial imports of U.S. poultry meat and products into Morocco for the first time.“The Trump Administration continues to prioritize the opening of new markets for U.S. agricultural products. This new access to the Moroccan market is an important step in ensuring that American farmers and ranchers can continue to expand their exports,” said Ambassador Lighthizer. “I welcome Morocco’s agreement to allow imports of U.S. poultry meat and products and the economic opportunities that will be afforded to U.S. producers.”“Opening new markets for American poultry and other agricultural products is a top priority. I am convinced that when the Moroccan people get a taste of U.S. poultry, they’re going to want more of it,” said Secretary Perdue. “The products that will be imported into Morocco are safe, wholesome, and very delicious. This is also a good harbinger of the kind of relationship that can be developed. We hope there are other things we can cooperate on as USDA works to expand markets around the globe.”The United States is the world’s second largest poultry exporter, with global sales of poultry meat and products of $4.3 billion last year. In May 2018, U.S. exports of agricultural products exceeded $12 billion (latest data available). Initial estimates indicate that Morocco would be a $10 million market, with additional growth over time. Morocco had prohibited imports of U.S. poultry. Officials from the Office of the U.S. Trade Representative and the U.S. Department of Agriculture worked with the Moroccan government to provide assurances on the safety of U.S. poultry.More details on requirements for exporting to Morocco are available from the USDA Food Safety and Inspection Service Export Library at: https://www.fsis.usda.gov/wps/portal/fsis/topics/international-affairs/exporting-products/export-library-requirements-by-country/Morocco.FacebookTwitterCopy LinkEmail
Google+ WhatsApp Pinterest IndianaLocalNews WhatsApp At approximately 7:30 p.m. on Thursday, June 11, a Goshen police officer made a traffic stop in the 100 block of South 7th Street. The vehicle was occupied by persons who had been involved in an incident on South 10th Street.Witnesses and victims stated that there had been a shooting in the 300 block of South10th Street resulting in the injury of three people.The victims, one female and two males were transported for treatment of their injuries.Several subjects were transported to the Goshen Police Department to provide statements.The names of the victims are currently being withheld as the incident remainsunder investigation.Anybody with information about the shooting is asked to contact the Goshen Police Department at [email protected] or call 574-533-4151. Twitter Pinterest Google+ Twitter Facebook Three people shot on South 10th Street in Goshen By 95.3 MNC – June 12, 2020 0 426 Facebook Previous articleIndiana playing catch-up with state neighbors in building skilled workforceNext articleSouth Bend man sentenced to three years for firearm possession 95.3 MNCNews/Talk 95.3 Michiana’s News Channel is your breaking news and weather station for northern Indiana and southwestern Michigan.
The Government has proposed to appoint a commissioner to oversee improvements at Northamptonshire children’s social care services, following concerns raised by existing commissioners and Ofsted about how the council supports vulnerable children and families.Education Secretary Damian Hinds and the Secretary of State for Housing, Communities and Local Government James Brokenshire have written to the leader of Northamptonshire County Council in a move designed to take swift and early action to improve its children’s services.They have today confirmed they are ‘minded to’ appoint Malcolm Newsam CBE as a children’s services commissioner, following Ofsted’s findings that the quality of services have deteriorated.Education Secretary Damian Hinds said: We must make sure that vulnerable children and families are kept safe and instead of waiting for failure, we can prevent it by acting quickly to intervene where concerns have been raised about the quality of care. Appointing a commissioner for Northamptonshire’s children’s services will help stabilise and improve the support for the children and families who need our protection. Keeping vulnerable children safe is one of the most important duties local authorities carry out. Ofsted’s report highlights serious concerns about the current performance of children’s services in Northamptonshire and this cannot continue. We are taking action today by recommending a children’s commissioner joins the existing commissioner team at the Council. This will help to stabilise and improve the service so each and every child receives the protection they deserve. Secretary of State for Communities Rt Hon James Brokenshire MP said: The proposal to appoint a commissioner for children’s services is part of the Government’s children’s social care strategy to spot early warning signs and take action quickly to support councils to make the necessary improvements where there a risk of failure.Malcolm Newsam CBE is an experienced director of children’s services and has worked with many underperforming councils to oversee improvements with successful results. He was awarded a CBE in 2017 for services to children’s social care.Two commissioners, Tony McArdle and Brian Roberts, were appointed in May to oversee council services in Northamptonshire, following the discovery of serious failings and financial problems. The appointment of a children’s commissioner would build on their initial work and provide additional support and expertise to tackle Ofsted’s concerns, working with Lincolnshire County Council, which is providing peer support to the council as one of the Department for Education’s Partners in Practice.Through the work of this team, local government services in Northamptonshire could undergo a reorganisation and the new commissioner would look at how children’s services could be delivered in the future. Findings will be reported back to the MHCLG and DfE Secretaries of State next year.Since May 2010, 44 local authorities have been lifted out of intervention and have not returned –including Doncaster and Rotherham which were both rated ‘Good’ by Ofsted this year.Northamptonshire County Council will now have the opportunity to make any representations to the Government on the appointment of a commissioner before a final decision, expected later this month.
Young patients with an aggressive form of leukemia who are likely to relapse after chemotherapy treatment can significantly reduce those odds by receiving additional courses of chemotherapy, suggest the findings of a clinical trial led by investigators at Harvard-affiliated Dana-Farber/Children’s Hospital Cancer Center in Boston.The trial leaders today presented the results of the Dana-Farber Cancer Institute Acute Lymphoblastic Leukemia (ALL) Consortium study, which involved nearly 500 patients under age 18 with B-precursor acute lymphoblastic leukemia (B-ALL), at the annual meeting of the American Society of Hematology (ASH).Trial participants received an initial course of induction chemotherapy for B-ALL, a cancer of the blood that is one of the most common cancers in children younger than 15. After a month of treatment, the patients’ bone marrow samples were sent for a test able to measure levels of leukemia that cannot be seen under a microscope. Thirty-five of the patients were deemed to have a very high risk of relapsing because they retained relatively large numbers of leukemia cells as measured by this test. An additional 16 patients were also considered very high-risk because their leukemia cells had certain chromosomal abnormalities.These 51 patients then received an intensified treatment regimen consisting of two additional rounds of chemotherapy using agents not typically given to newly diagnosed patients with B-ALL. This was followed by an intensified consolidation phase of therapy to keep the disease in remission, then a standard maintenance phase to further deter the disease from returning.Investigators estimate that five years after reaching complete remission, the rate of event-free survival (a measure of survival without relapse or development of another cancer) was 76 percent for these very high-risk patients. By contrast, less than half of similar patients who receive standard chemotherapy reach the five-year mark without relapsing.“Pediatric patients with B-ALL traditionally receive a standard course of chemotherapy if their risk of relapse is low, and a slightly intensified course if their risk is higher,” says the study’s lead author, Lynda M. Vrooman of Dana-Farber/Children’s Hospital Cancer Center and Harvard Medical School (HMS). “In this study, we identified a new risk group — those with a very high risk of relapse — and studied the effect of a novel, even more intensive chemotherapy regimen on their outcome.”“Though it involved a relatively small number of patients, the new trial is one of the first to show improved outcomes for this set of patients as a result of an intensified chemotherapy protocol,” says HMS Associate Professor of Pediatrics Lewis Silverman of Dana-Farber/Children’s Hospital Cancer Center, the senior author. Trial leaders will continue to track the study participants to gauge the durability of the remissions produced by the intensified treatment.Co-authors of the study include Kristen Stevenson and Donna Neuberg of Dana-Farber Cancer Institute; Marian Harris of Children’s Hospital Boston; and Stephen Sallan of Dana-Farber/Children’s Hospital Cancer Center.
Read Full Story It’s estimated that about five million children in India are addicted to tobacco. They’re lured in by small, brightly colored packs of chewing tobacco—very popular in India—that cost just pennies a pack and are available everywhere, often close to schools. Frequently, children start using chewing tobacco, then graduate to cigarettes as they get older.To combat this trend, the Mumbai-based Salaam Bombay Foundation has offered innovative school-based programs since 2002 to steer kids away from tobacco use by engaging them in spirited anti-tobacco campaigns and helping boost their life skills and confidence through sports, arts, and cultural activities. Padmini Somani, Salaam Bombay’s executive director and founder, described the organization’s work in a talk at Harvard School of Public Health (HSPH) on March 5, 2013 to health communication students and faculty.Kasisomayajula Viswanath, associate professor of social and behavioral sciences at HSPH, introduced Somani. With other HSPH colleagues, Viswanath has helped Somani evaluate Salaam Bombay’s programs. An April 2012 study published in PLOS ONE by Viswanath; Glorian Sorensen, professor of social and behavioral sciences at HSPH; Prakash Gupta, PD ’85, director of Healis-Sekhsaria Institute of Public Health in Mumbai; and Eve Nagler, SD ’10, a research scientist at Dana-Farber Cancer Institute, found that students enrolled in the foundation’s programs were half as likely as other children to start using tobacco.
People who eat a lot of fried foods may have a higher risk of type 2 diabetes and heart disease, according to a large, long-term study.Led by Leah Cahill, research fellow in the Department of Nutrition at Harvard School of Public Health (HSPH), and An Pan of the National University of Singapore’s Saw Swee Hock School of Public Health, the researchers examined data from more than 100,000 men and women over 25 years. They found that people who ate fried food at least once per week had a greater risk of both type 2 diabetes and heart disease, and that the risk increased as the frequency of fried food consumption increased. For instance, participants who ate fried foods 4-6 times per week had a 39% increased risk of type 2 diabetes, and those who ate fried foods 7 or more times per week had a 55% increased risk, compared with those who ate fried foods less than once per week.Eating fried foods away from home—where frying oil may not be fresh—posed the greatest risk, Cahill said. With each reuse, oil becomes more degraded, and more gets absorbed into food, which can contribute to weight gain, higher cholesterol, and higher blood pressure—all risk factors for type 2 diabetes and heart disease. Read Full Story