Brexit unlikely to be complete over a two year period – Hayes

first_img Twitter Facebook By admin – October 3, 2016 Guidelines for reopening of hospitality sector published A Fine Gael MEP says he doesn’t think it will be possible for the UK to negotiate their exit from the EU over a two year period.Yesterday, the British Prime Minister Theresa May announced that she will trigger Article 50 by the end of March next year.The Prime Minister says she hopes the process of the UK leaving the European Union will be complete by March 2019.But Fine Gael MEP Brian Hayes, says the complex negotiations process that lies ahead could take longer than Theresa May estimates:Audio Playerhttp://www.highlandradio.com/wp-content/uploads/2016/10/brexit7am.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume. WhatsApp Nine Til Noon Show – Listen back to Wednesday’s Programme Google+ Calls for maternity restrictions to be lifted at LUH Facebook RELATED ARTICLESMORE FROM AUTHOR Pinterestcenter_img Twitter Google+ WhatsApp Pinterest Three factors driving Donegal housing market – Robinson GAA decision not sitting well with Donegal – Mick McGrath Previous articleOpposition mounts to planned Oyster farm at Cruit IslandNext articleTwo men charged in connection with fire in underground car park in court later today admin Brexit unlikely to be complete over a two year period – Hayes Homepage BannerNews LUH system challenged by however, work to reduce risk to patients ongoing – Dr Hamiltonlast_img read more

Bar Council Of Delhi’s Resolution Urges Collegium To Consider Superseded District Judges For Elevation To High Court

first_imgNews UpdatesBar Council Of Delhi’s Resolution Urges Collegium To Consider Superseded District Judges For Elevation To High Court Shreya Agarwal19 March 2021 9:04 AMShare This – xThe Bar Council of Delhi in its meeting last week passed a resolution urging the collegium headed by Chief Justice DN Patel to consider names of some District Court judges who were allegedly superseded on the decision of elevation to the Delhi High Court.The resolution states, “In fact, the District Judges are appointed on the basis of the seniority and unblemished record. The…Your free access to Live Law has expiredTo read the article, get a premium account.Your Subscription Supports Independent JournalismSubscription starts from ₹ 599+GST (For 6 Months)View PlansPremium account gives you:Unlimited access to Live Law Archives, Weekly/Monthly Digest, Exclusive Notifications, Comments.Reading experience of Ad Free Version, Petition Copies, Judgement/Order Copies.Subscribe NowAlready a subscriber?LoginThe Bar Council of Delhi in its meeting last week passed a resolution urging the collegium headed by Chief Justice DN Patel to consider names of some District Court judges who were allegedly superseded on the decision of elevation to the Delhi High Court.The resolution states, “In fact, the District Judges are appointed on the basis of the seniority and unblemished record. The non-recommendation of these judges may bring dissatisfaction among the judges…”Stating that such dissatisfaction is not conducive to the working of the judiciary, and that there are “sufficient vacancies” in Delhi High Court,The Resolution urges the collegium to consider the superseded judges as well for elevation. Subscribe to LiveLaw, enjoy Ad free version and other unlimited features, just INR 599 Click here to Subscribe. All payment options available.loading….Next Storylast_img read more

Case to proceed against accused over Danielle McLaughlin murder

first_img Twitter Case to proceed against accused over Danielle McLaughlin murder DL Debate – 24/05/21 Pinterest News, Sport and Obituaries on Monday May 24th Facebook WhatsApp Loganair’s new Derry – Liverpool air service takes off from CODA Homepage BannerNews A judge has ordered for a case to proceed against 23-year-old Vikat Bhagat on charges of murdering Donegal woman Danielle McLaughlin. Danielle was killed while visiting India in March of last year.The matter came up before a court in India yesterday and later, an order was passed saying charges are to proceed against him.The court heard the arguments from public prosecutor and defense advocate with Vikat Bhagat also present in the court yesterdayDuring the course of interrogation, Bhagat had admitted to having raped Ms. McLaughlin after taking her to the isolated location. He then killed her using a broken beer bottle to silence her, in the belief that his identity would not be revealed.Miss McLaughlin had visited Goa in 2016 and police believe that she may have befriended some locals then. Google+ Google+center_img Pinterest Previous articleGAA Programme – Carndonagh’s Markey Cup Win & Slaughtneil CamogieNext articleExclusive: Gardai engaged with female pedestrian prior to fatal collision News Highland Twitter WhatsApp By News Highland – March 15, 2018 Nine til Noon Show – Listen back to Monday’s Programme Important message for people attending LUH’s INR clinic Facebook RELATED ARTICLESMORE FROM AUTHOR Arranmore progress and potential flagged as population grows last_img read more

Breaking: Emergency services attending crash on Letterkenny-Derry road

first_img Facebook Arranmore progress and potential flagged as population grows Google+ WhatsApp Twitter Facebook Previous articleJohn Downey due in court over murder of two Dublin soldiersNext articleUpdate: Gardai urging motorists to expect delays after minor crash News Highland Breaking: Emergency services attending crash on Letterkenny-Derry road RELATED ARTICLESMORE FROM AUTHOR Emergency services are currently attending the scene of a collision on the main Letterkenny to Derry road. The crash happened shortly after 7am this morning on the Derry side of Manorcunningham.It’s not yet known if anyone has been injured.Gardai are urging motorists to approach the area with caution and to expect delays. Pinterest Important message for people attending LUH’s INR clinic center_img Twitter Community Enhancement Programme open for applications Pinterest Homepage BannerNews By News Highland – November 6, 2018 Google+ Nine til Noon Show – Listen back to Monday’s Programme Loganair’s new Derry – Liverpool air service takes off from CODA WhatsApp Publicans in Republic watching closely as North reopens furtherlast_img read more

Helping staff get back on track

first_imgHelping staff get back on trackOn 14 Oct 2003 in Personnel Today Related posts:No related photos. Comments are closed. Previous Article Next Article A groundbreaking drugs and alcohol advice service has helpedLondon Underground tackle a culture of misuse, reduce sickness absence andimprove productivity. Alex Blyth reportsThe business London Underground (LU) is a major business carrying some 3 millionpassengers a day. It runs 511 trains on 253 miles of track and employs morethan 12,000. It has an HR team of 386. The challenge When, in July 2003, the London Evening Standard claimed that a culture of”drink and drug abuse” was prevalent among LU employees andsubcontractors, the company was able to point to its highly successfulprogramme for tackling alcohol abuse. While crashes, strikes, andpart-privatisation have kept LU in the headlines, few have noticed the workdone by LU manager Nigel Radcliffe and his team in building the groundbreakingdrug and alcohol advisory service. LU set up the unit in 1993 in response to new legislation that would holdorganisations liable if they failed to show due diligence in ensuring thatthose in control of public transport were not intoxicated. Random testing wasintroduced and Radcliffe was hired to set up and manage the unit. Radcliffe describes the culture of alcohol abuse. “The depots all hadbars. Shift workers would drink together before doing the night shift, andmanagement turned a blind eye.” The implications of this lack of action went beyond immediate concerns overcriminal prosecution. Alcohol Concern estimates that absenteeism and lowproductivity as a direct result of alcohol abuse costs the UK £2bn a year, andLU was certainly bearing heavy costs in this respect. Radcliffe describes how the unit faced tough decisions from the outset.”A core issue was how to deal with someone in a safety-critical job whohas just admitted to an alcohol problem. We have to stand the employee downfrom their job, but we also have to honour our promise to protect their job.For this reason, it is crucially important to hire top-quality assessmentstaff, but many companies balk at the cost and effort required. There are ahandful of consultancies offering the service, but we decided to build theexpertise entirely in-house.” The unit helps about 100 employees each year, with about 60 per cent havinga serious problem. The first stage is a three-week assessment programme, at theend of which a contract is signed. The contract details the requirements of thecompany for that individual to return to their job. Fifty per cent requireresidential treatment and most of this is done through a cost-sharingarrangement with local authorities. Treatment frequently takes up to a year tocomplete. The programme costs almost £500,000 a year, and has facedconsiderable opposition from parts of the organisation. However, after 10years, the results speak for themselves. The outcome Eighty per cent of those who go through the programme return to work withina year. Prior to treatment, those with an alcohol problem take an average of 30days’ sick leave, while after treatment this falls to just seven days. When youconsider the numbers involved, LU is recouping a fair amount of its investmentpurely in terms of attendance. Minimising the risk of prosecution, improved productivity and employeemotivation are also significant benefits for LU, but Radcliffe has been mostsurprised by the shift in attitudes. “Early on there was massiveresistance from unions and management to interference with drinking. Now,drinking at work is perceived to be just as socially unacceptable as drinkdriving.” The employee perspective John has worked for LU since 1983. He describes the drink culture of theearly days. “You weren’t one of the gang if you didn’t drink. I remembermany instances of people not getting overtime because they hadn’t been in thepub before the night shift.” He was a heavy drinker in, around and outside of work. When LU introducedrandom testing, he began to take time off. This continued until the year 2000,when he was close to being sacked for persistent absence and so approached theunit. “I spent six weeks denying my problem before I agreed to go intoresidential treatment. I was there from November to March, during which timethe company continued to pay me. After about 100 days back at work I relapsed,but went straight back to the unit, where we agreed that I needed to startattending AA meetings. By September, I was able to get back to work again andsince then everything has gone well,” he says. John is now a track access controller, earning about £40,000 a year anddoing an important, demanding job for LU. He has no hesitation in praising theunit. “If the unit had not been there, I would probably be dead by now. Iknow how much the company has invested in me. I just hope that I have been ableto repay that investment.” Learning points for HR Radcliffe has four pieces of advice for anyone wanting to set up a similarscheme: – Before you start, be very clear about the relationship between advisoryand disciplinary processes – Ensure the people you hire are good enough to deal with the extremelydifficult jobs you will ask of them – Educate management to ensure buy-in – Be aware of the scale of what you are getting into. last_img read more

HR: Positive Resignation – How to hand in your notice

first_imgRead full article HR: Positive Resignation – How to hand in your noticeShared from missc on 8 Jan 2015 in Personnel Today Comments are closed. Related posts:No related photos.center_img Previous Article Next Article A question that all HR/recruitment professionals get asked on at least a semi regular basis is: “How should I resign?”. The real answer is, there is no textbook answer as there are so many variables and moving parts involved relevant to e.g. company, manager, your professional style etc. but there are definitely a whole lot of wrong ways to do it. Here’s my 4 small tips that hopefully will offer some piece of mind during what in most cases is an awkward conversation (at best), and help it flow with a little more ease and hopefully avoid friction or burned bridges.Tip 1: No matter how much you might feel like it, don’t use the flaws of the company/manager as your reason for leaving. This is not the time or the place to have this conversation. My advice would be that if there is a burning desire inside you to offer some constructive criticism, do so at an exit interview in a rational and balanced manner. Instead use the positive points of why you have chosen to accept the new role as the reason for your departure.Tip 2: I’m firmly of the belief that we never stop learning and thus regardless of if you feel it has been the most fulfilling role or not, think of the lessons you’ve learned and thank your manager/company for the opportunity to have learned and grown as a professional.Tip 3: Unless extenuating circumstances dictate otherwise, wherever possible be willing to work your full contractual notice period. Make arrangements as such so as to make your transition out of the company as smooth as possible.Tip 4: If not already part of process, offer your time to have an “exit meeting/interview” with your line manager with the aim of trying to shed light on where in your opinion, the organisation could improve. This is where you can offer your CONSTRUCTIVE feedback and show that you are not harbouring any ill feelings due to some negative experiences but instead are aiming to offer your opinion to ensure other employees don’t feel the same thing.These are by no means complicated steps and is relatively “back to basics” kind of stuff but I hope it will give some piece of mind to anyone who may be looking for a little direction on ways to part ways in a positive light.last_img read more

No. 7 Nevada beats BYU 86-70

first_img Tags: BYU Cougars Basketball November 6, 2018 /Sports News – Local No. 7 Nevada beats BYU 86-70 Associated Press Written by FacebookTwitterLinkedInEmailRENO, Nev. (AP) — Caleb Martin scored all 21 of his points in the second half and Jordan Caroline tied a career high with 16 rebounds to help No. 7 Nevada beat Brigham Young 86-70 in the season opener Tuesday night.After Nevada’s offense sputtered in the first half, it accelerated in the second, especially in the game’s final 10 minutes. Nevada shot 27 percent from the field in the first half and 51 percent in the second.Jordan Caroline helped Nevada go into the half tied at 34. He had a double-double with five minutes left in the first half, the 28th of his career, which moved him into sixth all time in school history. He led all players with 25 points.Jahshire Hardnett led BYU with 17 points. Cougar forward Yoeli Childs had 16 points and 12 rebounds, but played limited minutes after he committed his fourth foul with 19:10 left in the second half.BIG PICTUREBYU: The Cougars entered a raucous Lawlor Events Center (15th largest attendance in Nevada history, 11,094) and competed against a top ten team, showing why they are a contender to challenge Gonzaga in the West Coast Conference.Nevada: With the first top 10 ranking to start the season in school history, there’s a lot of hype in Reno.UP NEXTBYU: The Cougars return to Provo on Friday for its “Crosstown Clash” against Utah Valley.Nevada: The Wolf Pack plays game two of its four-game home stand to start the season Friday as it hosts Pacific.last_img read more

Saipem to install subsea system for Búzios pre-salt project in Brazil

first_imgThe overall production system of Búzios-5 is expected to include the interconnection of 15 wells to a FPSO Búzios field is located in water depths from 1537 to 2190 meters. (Credit: FreeImages/QR9iudjz0) Italian oilfield services company Saipem has secured a $365m contract to install a rigid riser-based subsea system for the Búzios pre-salt project in Brazil.Discovered in 2010, Buzios is a deepwater oil and gas field located in the pre-salt Santos Basin offshore Rio de Janeiro.The field is located in water depths from 1537 to 2190 meters.Currently, it produces from four floating production, storage and offloading units (FPSOs).Petrobras is planning to add another FPSO to expand the production from the field.In November last year, Mitsui & Co., Mitsui O.S.K. Lines (MOL), and Marubeni partnered with MODEC to deliver the FPSO called Almirante Barroso MV32 for the field.To be moored in 1,900m water depth, the Almirante Barroso MV32 will be the fifth FPSO to operate in the field after the P-74, P-75, P-76 and the P-77 platforms.Scope of contract secured by Saipem for Búzios-5The overall production system of Búzios-5 is expected to include the interconnection of 15 wells to the FPSO in two phases.Under the contract, Saipem will be responsible for the engineering, procurement, construction and installation (EPCI) of the steel lazy wave risers (SLWR) and associated flowlines between all wells and the FPSO.Specifically, the contract involves five production and five injection risers and flowlines for a total length of 59km, a 16 km-long gas export line to be connected to an existing pipeline, 11 rigid jumpers and 21 foundation subsea structures (risers and PLETs).The FPSO will have a capacity to process 150,000 barrels of crude oil per day, 212 million standard cubic feet of gas per day, and 240,000 barrels of water injection per day.In addition, it will have minimum storage capacity of 1,400,000 barrels of crude oil.The FPSO is expected to draw its first oil from the Buzios field in 2022.last_img read more

Islands in Ebbsfleet

first_imgHome » News » Land & New Homes » Islands in Ebbsfleet previous nextLand & New HomesIslands in EbbsfleetThe Negotiator5th October 20180531 Views A series of man-made islands like the Palm in Dubai could be created in the UK’s first Garden City in 100 years.A huge lake in Ebbsfleet Garden City in North Kent could be turned into an oasis where people could grow fruit and vegetables, visit an adventure playground for all ages or take part in sporting activities.The islands would be linked by walkways and one would be become an arts and culture island with open air productions.Floating hotel pods and an innovation area for businesses would be included as well as the Garden City’s very own beach, while floating “eco islands” would bring wildlife to the site with insect hotels, bee hives and bat boxes.The existing 12 hectare lake is currently inaccessible but could now be opened up and transformed.The idea was the winning entry in an international landscape competition.Called HALO, (Hives, Arcs, Links, Organics) the design would become one of the Garden City’s most prominent features.Judges said HALO demonstrated exactly what they had hoped for – a design that was radical, but realisable. The panel was also excited by its possibilities, particularly because the design reflected the founder of the garden city movement, Ebenezer Howard’s concept of the best of town and country life.The Ebbsfleet Development Corporation which is overseeing the plans for up to 15,000 homes and a vibrant new city centre, will look at how the scheme can be incorporated to be a dominant feature along with six other new city parks across the site.Kevin McGeough, Director of Ebbsfleet Garden City’s Healthy New Towns project, said, “This exciting and inspiring design exceeded our expectations. We have been encouraged by the innovation and the wide variety of approaches in this scheme.”Kent Garden City Links HALO Hives Organics Arcs Ebbsfleet Ebbsfleet Garden City floating hotel pods October 5, 2018The NegotiatorWhat’s your opinion? Cancel replyYou must be logged in to post a comment.Please note: This is a site for professional discussion. Comments will carry your full name and company.This site uses Akismet to reduce spam. Learn how your comment data is processed.Related articles Letting agent fined £11,500 over unlicenced rent-to-rent HMO3rd May 2021 BREAKING: Evictions paperwork must now include ‘breathing space’ scheme details30th April 2021 City dwellers most satisfied with where they live30th April 2021last_img read more

EVSC Unveils Mayor’s Work Ethic Certificate

first_imgToday (August 20), the Evansville Vanderburgh School Corporation, in collaboration with the OptIN Advisory Council and the City of Evansville, officially unveiled the Mayor’s Work Ethic Certificate. The Mayor’s Work Ethic Certificate is a college and career readiness opportunity for eighth grades students to identify, develop and demonstrate the skills necessary to be successful in high school and beyond. Currently, students at six EVSC schools will have the opportunity to earn the certificate.“By earning the Mayor’s Work Ethic Certificate, our students are demonstrating they have a strong work ethic and are saying they are committed to learning and mastering the skills necessary to be successful as they go on to high school and begin planning their future in earnest,” said EVSC Superintendent David Smith. “The Mayor’s Work Ethic Certificate gives us the opportunity to formally recognize these students for possessing the skills that industry tells us are important at every level, for every single employee.”The EVSC’s Mayor’s Work Ethic Certificate is a product of EVSC’s OptIN, a program that helps students and parents identify all of the opportunities available to them upon high school graduation. OptIN officials announced the creation of the Governor’s Work Ethic Certificate (GWEC) in August 2018. The Governor’s Work Ethic Certificate is available for high school seniors.“Because of the success we saw with the Governor’s Work Ethic Certificate, we wanted to take those skills and customize them for our eighth graders,” said B. J. Watts, OptIN executive director. “Just like the GWEC, the Mayor’s Work Ethic Certificate outlines the top transferable skills we know students need in order to be successful as they move forward, regardless of where their path may take them.”According to Watts, the Mayor’s Work Ethic Certificate mirrors the six skills – called P.R.I.D.E.S. – that are outlined in the Governor’s Work Ethic Certificate. The EVSC’s Work Ethic Certificate requires student mastery of the P.R.I.D.E.S., plus four academic components. The P.R.I.D.E.S include: Four hours of community service Initiative: Students will demonstrate ability to self-start and think creatively and critically. Students will be involved and take ownership of their work. 98% or higher attendance rate Persistence: Students will be resilient, persevere through challenges and problem solve. “As an EVSC graduate and member of the OptIN advisory council, it is personally inspiring to be actively involved in increasing opportunities for students,” said Evansville Mayor Lloyd Winnecke. “This certificate portrays to those considering investing in our community that students from the EVSC possess the transferable skills necessary for sustained success regardless of when they enter the workforce.”Rewards will be given to students each quarter who remain eligible for the Mayor’s Work Ethic Certificate. At the end of the school year, all students who successfully earn the certificate will receive a summer pool pass from Mayor Lloyd Winnecke.“We are excited to see this come together and are extremely thankful for the close partnership and working relationship we have had with Mayor Winnecke who has been extremely supportive of this program,” Watts said. “We definitely could not have done this work without his leadership and support.”The EVSC will pilot the Mayor’s Work Ethic Certificate at six schools – McGary, Thompkins, Washington, Lincoln, North Jr., and Lodge. No AEA (in-school suspension), OSS (out-of-school suspension) or referral to EVSC’s CARES program No more than one “F”center_img Ethics: Students will be trustworthy and demonstrate humility, integrity, and independence in their actions. The four academic components for the Mayor’s Work Ethic Certificate include: Responsibility: Students will accept and demonstrate service to others, possess a positive attitude and communicate effectively and appropriately Dependability: Students will show reliability and accountability, demonstrating responsibility and consistent punctuality. Self-Management: Students will be flexible, work collaboratively with others, and manage emotions. FacebookTwitterCopy LinkEmailSharelast_img read more