Regions: UK & Ireland Subscribe to the iGaming newsletter The Scottish government has given the go-ahead for professional sport to return in the country on 22 June after easing restrictions related to the novel coronavirus (Covid-19) pandemic. Tags: Race Track and Racino 19th June 2020 | By contenteditor Topics: Sports betting Horse racing Horse racing AddThis Sharing ButtonsShare to LinkedInLinkedInShare to FacebookFacebookShare to TwitterTwitter The Scottish government has given the go-ahead for professional sport to return in the country on 22 June after easing restrictions related to the novel coronavirus (Covid-19) pandemic.Scotland will enter the second phase of its exit from Covid-19 lockdown today (19 June), though certain restrictions will remain in place over the weekend before being relaxed from Monday next week.Professional sport can restart from 22 June, with Scottish Racing having already set out plans to resume racing behind closed from that date.Ayr will host the first meeting in Scotland since 16 March, with two fixtures also set to take place at Hamilton next week, the first on 24 June and the second on 28 June.“The resumption of professional sports is another step towards some level of normality and its safe resumption is only possible thanks to a constructive relationship between the Scottish government and bodies like Scottish Racing,” Scotland’s Minister for Public Health, Sport and Wellbeing, Joe FitzPatrick, said.Scottish Racing manager Delly Innes added: “This has been an immensely challenging time for our five excellent racecourses, but this is an important first step on the road to recovery, and we will be working hard to ensure all our participants are familiar with, and adhere to Scottish rules and guidance where these differ from UK guidance.”All meetings in Scotland will adhere to specific guidelines set out by the British Horseracing Authority (BHA). These include a list of people allowed to attend meetings, as well as rules on screening, social distancing and the usage of personal protective equipment.Racing in England resumed on 1 June after the Department for Digital, Culture, Media and Sport (DCMS) gave the green light for professional sports to return, while Welsh racing also recommenced earlier this week.BHA chief executive Nick Rust said: “I am very pleased that Scottish racing is returning safely from next Monday at Ayr racecourse, ensuring that our truly nationwide sport can resume in line with the protocols which have been working well since our resumption at Newcastle on 1 June.“It is a sign of horseracing’s preparedness that we are the first major sport to return in Scotland as the recovery from Covid-19 continues.” Scottish government approves return of professional sport Email Address
Liberty Kenya Holdings Limited (LBTY.ke) listed on the Nairobi Securities Exchange under the Insurance sector has released it’s 2013 abridged results.For more information about Liberty Kenya Holdings Limited (LBTY.ke) reports, abridged reports, interim earnings results and earnings presentations, visit the Liberty Kenya Holdings Limited (LBTY.ke) company page on AfricanFinancials.Document: Liberty Kenya Holdings Limited (LBTY.ke) 2013 abridged results.Company ProfileLiberty Kenya Holdings Limited is an insurance company offering products and services for the retail and corporate sectors in Kenya and other countries in the Africa sub-region. The company provides life assurance, superannuation, industrial life assurance, bond investment and business incidental insurance services as well as insurance products and services for aviation, engineering, fire, liability, marine, private and commercial vehicles, personal accident, theft, workmen’s compensation and employer’s liability insurance. Liberty Kenya Holdings Limited also offers asset management and property development services for the private and corporate sectors in Kenya. The company is a subsidiary of Liberty Holdings Limited and is the holding company for Heritage Insurance Company and a short- and long-term insurance business called Liberty Life Kenya Assurance Limited. Liberty Kenya Holdings Limited has a presence in 15 countries in the Africa sub-region. Its head office is in Nairobi, Kenya. Liberty Kenya Holdings Limited is listed on the Nairobi Securities Exchange
John Holt Plc (JHLT.ng) listed on the Nigerian Stock Exchange under the Industrial holding sector has released it’s 2017 interim results for the third quarter.For more information about John Holt Plc (JHLT.ng) reports, abridged reports, interim earnings results and earnings presentations, visit the John Holt Plc (JHLT.ng) company page on AfricanFinancials.Document: John Holt Plc (JHLT.ng) 2017 interim results for the third quarter.Company ProfileJohn Holt Plc assembles, sells, leases and services power and cooling equipment in Nigeria and has business interests in the energy, infrastructure and construction sectors. The company sells, leases and maintains Holt Star air conditioners for home and industrial use; sells, installs and maintains diesel generators; provides after-sales service and spare parts for its product range; and supplies fire and safety equipment and services. John Holt Plc has business interests in warehousing and inventory management, facility management, property development and the construction of glass reinforced plastic boats. Other business interests include construction and maintenance of power projects, supply of power equipment such as transformers, hybrid generators, gas generators and pre-pad meters, and providing services to the power sector which includes power plant management, energy audits, capacity building, technical training and power system redesigns. John Holt Plc is involved in designing and constructing roads, bridges, drainages, residential and industrial buildings, warehouses, shoreline protection facilities, jetties and telecommunications masts. The company also provides professional services for the exploration and production sectors and oil and gas sectors. John Hold Plc is a subsidiary of John Hold & Company (Liverpool) Limited. Its head office is in Lagos, Nigeria. John Holt Plc is listed on the Nigerian Stock Exchange
“COPY” Projects ArchDaily 2011 House In Souto / Nelson Resende House In Souto / Nelson ResendeSave this projectSaveHouse In Souto / Nelson Resende “COPY” Houses ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/214376/house-in-souto-nelson-resende Clipboard Portugal ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/214376/house-in-souto-nelson-resende Clipboard Photographs Year: CopyHouses•Santa Maria da Feira, Portugal CopyAbout this officeNelson ResendeOfficeFollowProductConcrete#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesSanta Maria da FeiraHousesPortugalPublished on March 07, 2012Cite: “House In Souto / Nelson Resende” 07 Mar 2012. ArchDaily. Accessed 11 Jun 2021.
Friends of revolutionary Cuba gathered at the Berkeley Fellowship Hall in the Bay Area on June 18 to celebrate the 30th anniversary of the Pastors for Peace Cuba Caravan, which has consistently broken the U.S.-imposed blockade on that country. The evening was sponsored by a coalition of groups, including Task Force on the Americas and the International Committee for Peace, Justice and Dignity. Along with the Venceremos Brigade, which just celebrated its 50th anniversary, the Caravan provides humanitarian aid and support to the Cuban government.Bill Hackwell of the International Committee for Peace, Justice and Dignity; Dave Welsh, Workers World Party, labor activist and singer/songwriter; Alicia Jrapko, International Committee U.S. Coordinator; Jane Franklin, author of ‘The Cuban Revolution and the United States: a Chronological History’; and Catherine Murphy, filmmaker and activist.The event featured two special guest speakers. Catherine Murphy, a San Francisco-based filmmaker who produced the well-known film “Maestra” about the 1961 Cuban literacy campaign, represented Pastors for Peace. A Cuban educator, who was the youngest participant in the literacy brigade, also spoke. The educator has worked for nearly 60 years since the brigade, as an activist and then as a teacher, supporting the revolutionary process in Cuba.The Cuban educator recalled the campaign with great fondness. “I was the youngest child in the campaign, and it was all made possible because of the work of the entire Cuban people,” she noted. “Everyone had a role to play and this was the foundation of our entire education system.” Both featured guests emphasized that education at every level, as well as health care, are completely free in Cuba.There was much discussion about the U.S.-enforced blockade of Cuba and how harmful it has been to the Cuban people. Recent actions by the current U.S. administration will make it harder for people to travel to Cuba and almost impossible for people to visit the U.S. from Cuba. With the signing of recent activation of Title III of the Helms-Burton Act, counterrevolutionary Cubans and U.S. businesses can now lay claim to property that they “owned” (or stole) prior to the revolution.Allies of Cuba were urged by Murphy and other speakers to visit Cuba soon and show their support. The evening’s special Cuban guest was optimistic about her country’s continued support of other struggles and peoples around the world. “With what little we have, we have always shown others our solidarity,” she said. From Haiti to Venezuela, from Angola to Palestine, the people of the world have reached out and embraced this revolutionary solidarity.Editorial note: Recent threats against Cuba by the Trump regime made it necessary to withhold the name of the Cuban educator who spoke at this West Coast fundraiser.FacebookTwitterWhatsAppEmailPrintMoreShare thisFacebookTwitterWhatsAppEmailPrintMoreShare this
LimerickNewsIreland’s Young Filmmaker of the Year 2021 closing date extendedBy Meghann Scully – January 7, 2021 105 REPRO FREE – The closing date for the call for entries for Ireland’s Young Filmmaker of the Year 2021, Ireland’s festival celebrating young filmmakers from Ireland has been extended to Monday, February 22, 2021. Fresh International Film Festival 2021 takes place from March 22 – 28, 2021 and is open to young people from 7-18 years of age. Enter now at freshfilmfestival.com (picture taken before social distancing). Picture: Dermot Culhane.DUE to unprecedented demand, the closing date for the call for entries for Ireland’s Young Filmmaker of the Year 2021, Ireland’s festival celebrating the best in young filmmaking has been extended to Monday February 22, 2021.Fresh Film is an advocate for young filmmakers and encourages young people to make films by hosting the annual Fresh International Film Festival and Ireland’s Young Filmmaker of the Year Awards.Sign up for the weekly Limerick Post newsletter Sign Up Fresh International Film Festival 2021 takes place from March 22 – 28, 2021 and is open to young people from 7-18 years of age.This year Fresh celebrates its 25th year and continues to provide an opportunity for young filmmakers to see their work on the big screen and to compete for the title of Ireland’s Young Filmmaker of the Year and to win €1000 towards their next film.All submissions are also considered for a range of Specialist Awards including the Radharc Trust Award for documentaries, the Cartoon Saloon Animation Award, the RTÉ 60 Second Award, the Film in the Irish Language award and the RTÉ Factual Award, in addition to the International and Audience awards.The Festival has Junior (7-12 years), Senior (12- 18 years) and International categories for individual and group projects. Young filmmakers can enter as independents, as part of their school or in a group. Films must be original and can be up to 15 minutes duration for Seniors or 10 minutes duration for Juniors.As part of its Fresh International strand, it distributes Irish films made by young people to festivals all over the world and seeks opportunities for young people to participate in international exchanges.Speaking about the final call for entries, Festival Director and Founder Jayne Foley said, “We are extending our closing date for entries to Monday, February 22 to give filmmakers more time to put together their films for this year’s Festival this means you’ll have an extra month to put the finishing touches to your films or even start making one now!“It’s incredible to be celebrating our 25th birthday this year and we are going to have a really exciting event at this year’s Festival looking back at the many young filmmakers that ‘got their start’ at Fresh.”Closing date for entries is Monday, February 22, 2021.The full festival programme will be available shortly. Further details and application forms can be found at www.freshfilmfestival.com. WhatsApp Previous articleGardai investigating after abusive caller to restaurant claimed to be Fine Gael MinisterNext articleMan being treated in Intensive Care Unit after house fire in Limerick Meghann Scully Facebook Billy Lee names strong Limerick side to take on Wicklow in crucial Division 3 clash RELATED ARTICLESMORE FROM AUTHOR Advertisement WATCH: “Everyone is fighting so hard to get on” – Pat Ryan on competitive camogie squads Twitter TAGSIreland’s Young filmmaker of the YearKeeping Limerick PostedlimerickLimerick Post Linkedin Limerick’s National Camogie League double header to be streamed live Limerick Ladies National Football League opener to be streamed live Donal Ryan names Limerick Ladies Football team for League opener Print Email Roisin Upton excited by “hockey talent coming through” in Limerick
News Updates’Common For Elders To Sometimes Scold Youngsters; Making Daughter-In-Law Do Household Work Not Something Unusual’: Kerala HC [Read Order] Mehal Jain29 May 2020 7:22 AMShare This – x”Making a daughter in law to do the house hold/domestic work is also not something unusual”, remarked the Kerala High Court recently, allowing a husband’s plea for dissolution of marriage on the ground of cruelty.A division bench comprising Justices A M Shaffique and Mary Joseph made these observations while allowing the husband’s matrimonial appeal holding that the wife’s conduct amounted…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?Login”Making a daughter in law to do the house hold/domestic work is also not something unusual”, remarked the Kerala High Court recently, allowing a husband’s plea for dissolution of marriage on the ground of cruelty.A division bench comprising Justices A M Shaffique and Mary Joseph made these observations while allowing the husband’s matrimonial appeal holding that the wife’s conduct amounted to cruelty.According to the wife, the husband’s mother was so cruel to her and she made her to do all domestic works even during the convalescent period after a surgical operation. She was abused and ill-treated physically and mentally by the mother in law. Responding to this argument, the judgment authored by Justice Mary Joseph observed : “No family is totally devoid of clashes among members constituting it. It is common for elders to scold and sometimes abuse youngsters… From the evidence tendered by the respondent, it is all the more clear that the aforestated factors formed the basis for her ill-will to petitioner’s mother”, the bench proceeded to observed. The Court stated that it could find no justifiable reason for her to get the husband’s mother excluded from the family or to be desirous of having a separate residence to the exclusion of her. “The above contentions raised by the respondent in her counter statement more particularly disclose her dislike to the mother in law and her desire to maintain a family life to her exclusion. It is also discernible from her contentions that initially the petitioner was very loving and life with him was comfortable and the mother in law caused changes in his attitude towards herself and the child”, noted the bench. The judgment further records that the factum that the wife was desirous of getting rid of the mother in law from their family life is more evident from her testimony during cross examination “Therefore, the respondent was very particular to have a more comfortable and happy life to the exclusion of petitioner’s mother who according to her, was the root cause for problems to originate in her matrimonial life”, inferred the bench. Moreover, the Court observed that the respondent has no case that the petitioner was a drunkard at the time when he married her, though she has claimed that subsequently, on account of the undue influence and ill-advice of his mother, he had begun returning home late into the night in an intoxicated state and had taken to assaulting her and their child. On the contrary her specific case was that he was lovable and affectionate and their life was smooth, happy and comfortable. “Evidence indicates that the respondent and the petitioner’s mother were not cordial and clashes were frequent. Therefore, it is natural for the petitioner to be a scapegoat of the in-differences. It is also natural for a wife in that scenario to make persistent effort to constrain her husband to be separated from the family life and that would undoubtedly be tortuous for him”, reads a portion the decision. The bench was of the view that the petitioner’s turning to be a drunkard can only be taken as the natural outcome of the pressure exerted on him by the respondent to have a separate residence to the exclusion of petitioner’s mother- “The persistence of the respondent was unbearable for the petitioner, could be seen from his conduct of avoidance of the company of the respondent after leaving her at the parental home” Besides, the High Court noted that the Petitioner has consistently pleaded specifically about the displeasure of the respondent towards his mother, when examined as PW1, and the respondent has also endorse the same in her counter-statement and her cross-examination. “Respondent as RW1 has stated that the petitioner after dropping her at the parental home has not turned up to take her back. From the above conduct of the petitioner admitted by the respondent, it is evidenced that the torture suffered by him amidst the respondent and his mother was of much gravity and something unbearable for him”, concluded the bench. Finally, the court opined that this evidence is satisfactory for it to take a view that the respondent has treated the petitioner with cruelty sufficient enough to grant a decree for dissolution of marriage in his favour, thereby reversing the judgment of the Family Court. Apart from all the above, the bench attached weight to conduct of the parties after their separated life, commenting that they have proved themselves to be unfit for resuming the matrimonial relationship. “Not even a single attempt was made from the side of the respondent to join the petitioner to continue the marital life. Therefore, the case on hand is also one, wherein the marital relationship among the parties have become irretrievably broken. Pursuit of any nature will not help resumption of matrimonial life. The cruelty having been established and the parties by their life have made it clear that joining in matrimonial relationship is something impracticable, the grant of a decree for dissolution of marriage is appropriate in the case”, the bench held. Family Court Is An Adjudicator, Not A Counsellor In so far as the Family Court had, in refusing the plea for dissolution, observed that “It is fair and necessary to harmonise them through the process of love, affection and mutual respect”, the High Court unequivocally declared that it has “no hesitation to hold that the Family Court was highly unjustified in making the above observations”. The Family Court had been of the view that situations are such that the respondent/wife can accompany the husband in his matrimonial home and to build up a good happy life, and that naturally, if the respondent is not responding to that suggestion, petitioner can choose one of the method of restitution of conjugal rights. “With these observations, I am inclined to hold that there are no sufficient circumstances herein to dissolve the marriage between the petitioner and respondent”, it had ruled. “The Family Court has taken the role of a councilor rather than an adjudicator while doing so. It is after much efforts and counseling that a case comes up before the court for adjudication. Then the role of the court is to adjudicate the issue involved in the case based on the evidence after duly appreciating it. The Family Court is not supposed to advice the remedies to the parties and issuing directions. We are not satisfied with the way in which the Family Court had dealt with the case on hand”, the High Court said.Click Here To Download Order[Read Order] Subscribe to LiveLaw, enjoy Ad free version and other unlimited features, just INR 599 Click here to Subscribe. All payment options available.loading….Next Story
News UpdatesJustice NV Ramana Releases NALSA’s National Helpline Number and ‘Handbook of Formats: Ensuring Effective Legal Services'[Read Press Note] LIVELAW NEWS NETWORK4 Jun 2020 10:17 PMShare This – xSpeaking at a webinar on Thursday, Supreme Court Judge, Justice NV Ramana emphasized on the need to provide door-step legal remedies during the prevalent crisis created by the pandemic. “During such times, when the victims cannot reach us, it imperative for us to reach them,” he said while highlighting the plight of women and children during the lockdown. Justice Ramana, also…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?LoginSpeaking at a webinar on Thursday, Supreme Court Judge, Justice NV Ramana emphasized on the need to provide door-step legal remedies during the prevalent crisis created by the pandemic. “During such times, when the victims cannot reach us, it imperative for us to reach them,” he said while highlighting the plight of women and children during the lockdown. Justice Ramana, also the Executive Chairman of NALSA, was speaking at the launch event of NALSA’s ‘Handbook of Formats: Ensuring Effective Legal Services’. He expressed concern over the spike in reported domestic violence and child abuse cases during the lockdown and assured that “persistent efforts” have been undertaken by the authority to provide legal assistance to the victims. “One of the critical areas which has come to our notice was rising violence within the family itself. We also saw increasing rise in the number of instances of child abuse. During such times, when the victims cannot reach us, it imperative for us to reach them. Acknowledging the urgency of the situation we have established One Stop Centres (OSCs). Persistent efforts have been taken to provide legal assistance, through teleservices of female Panel Lawyers in every district. In other matters, petitions have been filed under the Domestic Violence Act,” he said. Pertinently, NALSA has also released a Toll free National Legal Helpline 15100, to ensure that no person in need of justice is denied the same. Justice Ramana underlined the active role played by the Legal Service Authorities across the country to ensure decongestion of prisons during the pandemic. “As per the directions of the Supreme Court, the SLSAs have actively assisted High Powered Committees to identify and complete the necessary formalities for the release of prisoners, both undertrials and convicts, during the pandemic,” he said. He noted that, as many as 58,797 undertrial prisoners and 20,972 convicts on parole etc. had been released with the assistance of the Legal Services Institutions and legal representation had been provided to 9,558 persons at the remand stage. He also touched upon the looming migrants issue and said, “Massive reverse migration will invariably lead to increase in poverty, inequity and discrimination.” The Handbook, prepared in collaboration with the Commonwealth Human Rights Initiative, is an attempt to improve the quality of legal services by strengthening documentation and reporting by Legal Services Institutions across the country. It contains formats that will enhance data collection, enabling NALSA to analyse trends and patterns emanating from data, and identification of issues at the micro level. The Handbook consists of two sections. The first section contains formats for legal aid providers i.e. panel lawyers, retainer lawyers, remand lawyers, jail visiting lawyers and lawyers attached to police stations and for community and convict paralegal volunteers. The second section includes formats for Legal Services Institutions including registers for the Front Office, attendance registers, clinics and for the Monitoring and Mentoring Committees. “Handbook is the first crucial step towards standardizing and bringing in uniformity in the use of formats. This handbook is an effective tool for management of human resources and in future will prove as a small but significant step in realizing justice for all,” Justice Ramana said in his keynote address. The webinar was also attended by Ashok Kumar Jain, Member Secretary, NALSA; Mr Alok Agarwal, Former Member Secretary, NALSA and Mr Sunil Chauhan, Director, NALSA, who all reiterated the significance of the Handbook as an effective tool for management of legal services activities. Click Here To Download Press Note Read Press Note Next Story
Questions and answersOn 1 Dec 2000 in Personnel Today The employment law team at Charles Russell answer questions on workplaceissuesChanging terms and conditions Q: To what extent can anemployer impose changes to contracts of employment? A: As a matter of law, nochanges to an employee’s contract of employment may be made without theemployee’s consent. However, this consent may be express or implied. As aconsequence of this, and as a matter of practice, if there are minor changes toa contract which do not adversely affect employees, these may be notified toemployees and in the absence of any objections, consent to the changes will beimplied. However, in the case of more significant or wholesale changes, then expressconsent must be obtained. If an employer simply attempts to impose suchchanges, then employees may be entitled to resign and allege that they havebeen constructively dismissed. The only other option, is for the employer toterminate the existing contract of employment on notice and offer to re-employon the new terms, to take effect immediately following the end of the noticeperiod. This is a risky step and as it involves a dismissal, could give rise tounfair dismissal claims. Therefore, a fair procedure prior to dismissing anyemployees is vital. Furthermore, under the recent case of GMB v Man Truck & Bus UK Limited,if an employer is proposing to dismiss 20 or more employees in this way, thenthe employer has to undergo a collective consultation process, as in the caseof standard redundancies. It is important to note in this regard, that theobligation to consult arises (at the latest) at the point where the employerhas a proposal (i.e. prior to a final decision being made) to dismiss 20 ormore employees. If consultation is left until the employer is giving notice toterminate or has reached a final decision to give notice, then it would be toolate. A failure to collectively consult in this way, would potentially giverise to claims for protective awards and will also affect the fairness of thedismissals. Finally, some contracts of employment expressly reserve the power for theemployer to vary the terms of employment. However, these clauses are of limiteduse and an employer is unlikely to be able to vary contractual provisions whichaffect the rights of the employee by relying on them. Michael Bradshaw Emergency leave Q: On 18 December, anemployee called in saying that she was unable to come into work as herchildminder was ill. She has indicated that she may not be able to return untilafter the Christmas holiday and has taken all her holiday entitlement for thecurrent year. I have been told that she had too much to drink at the christmasparty on 17 December and suspect that she may be using this as an excuse. Whatcan I do? A: Employees now have theright to take a reasonable amount of time off work to deal with certainunexpected or sudden emergencies involving a dependent. A dependent isidentified as a husband, wife or partner, child or parent of the employee. Awider definition may apply in certain circumstances to include someone whoreasonably relies upon the employee for assistance, for example, where theemployee is the primary carer and is the only person who can help in anemergency. The legislation does not specify the amount of time off which an employee isentitled to take off to deal with such emergencies, although for most cases,one or two days should be sufficient. The right to time off does not mean anemployee may take several weeks off to care for a child, but will be entitledto reasonable time off to enable them to deal with the situation and makealternative care arrangements. It is not necessary for the employee to givenotice in writing and by telephoning in the employee has complied with hernotification requirements. The employer cannot insist that the employeeprovides evidence, to support this. The right to time off does not include entitlement to pay which is entirelyup to the employer’s discretion, unless provided for within the terms andconditions of employment. Where an employer suspects an employee may be taking advantage of thisprovision, by simply informing the employee that whilst the employer is sympatheticto their situation, this period of absence will be unpaid will generally be asufficient deterrent to prevent employees from abusing this entitlement. As in this case, where an employer believes an employee is abusing the rightto time off, this should be dealt with in accordance with the company’s normaldisciplinary procedures. Melanie Jenkins Employee surveillance Q: Christmas time can be atime for merriment within the office. Last year, employees downloaded risquématerial from the Internet and forwarded it around the office, which causedoffence to other employees. We are concerned to prevent this happening thisChristmas. A: If you have a concern thatmatters could get out of hand this Christmas, then the first thing to do is toremind employees of your policies concerning access to the Internet ande-mails. Make it clear that whilst there is a balancing act in employees havinggood fun, they must remember that someone’s fun is someone else’s harassment.Employees should be warned that if such conduct takes place, then disciplinaryaction could follow, which could lead to dismissal. You may also wish to make clear in a note to employees that someone withinyour organisation (possibly the IT Department) will be monitoring employees’e-mails. Under the Regulation of Investigatory Powers Act 2000, new regulationshave been introduced, known as the Lawful Business Practice Regulations 2000which came into force on the 24 October 2000. Those regulations allow you as anemployer, without the employee’s consent, to investigate and detect the unauthoriseduse of the business telecommunications system of an employer. This means thatit is perfectly lawful for you as an employer to check and intercept suche-mails. The regulations and, good practice dictate that employees should always bemade aware of the practices of monitoring that will be undertaken by you. Thisis why it would be good practice to make clear in the note you send toemployees about what monitoring may take place. It may be the case that this isalready made clear in your existing e-mail or Internet policies, but there is noharm, and indeed every advantage in reminding employees of their obligationsand that monitoring will take place. David Green Christmas bonus Q: Do employees on maternityleave have the right to receive a Christmas bonus? A: Employees absent onmaternity leave over the Christmas period would be entitled to receive aChristmas bonus in the same way that it is paid to all other employees, unlessthe employer can show there is some precondition to payment of the bonus thatthose on maternity leave do not satisfy. If a Christmas bonus is paid to allemployees irrespective of how much of the year they have worked, it should alsobe paid to those on maternity leave. The only instance in which an employercould justify not paying a Christmas bonus to an employee on maternity leavewould be if the bonus was intended to be a reward for work carried out over aspecific period, during the whole of which period the employee in question hadnot worked. If the employee had worked part of the period in question, theywould have a right to receive a pro-rata amount of bonus. Some employers areincluding provisions in their contracts to this effect so that if an employeeis absent from work for a period of a month or more, for whatever reason,including sickness, maternity leave or on sabbatical then a bonus is onlypayable for the time that they have been at work. Nick Hurley Holidays Q: Can an employer requireemployees to work Christmas day and Boxing Day? (Ebenezer Scrooge) A: There is no statutoryentitlement for an employee to have bank and public holidays off. In England,Wales and Northern Ireland Christmas day and good friday are common holidaysand although not specified by law as bank holidays, have become customaryholidays because of common observance. Bank and customary holidays, are generally observed and it is commonpractice for an employees’ terms and conditions of employment to include anentitlement to a holiday on those days. Although an employee’s contract may notspecifically state that they are entitled to time off on bank and publicholidays, if over a period of time, it has been customary not to requireemployees to work on these holidays this may be regarded as forming part oftheir terms and conditions. Helen Brooks Comments are closed. Previous Article Next Article Related posts:No related photos.
September 2, 2020 /Sports News – Local Mitchell: ‘Just the beginning’ for Jazz after playoff loss Written by FacebookTwitterLinkedInEmailThe sixth-seeded Utah Jazz wound up on the wrong side of NBA history as they were sent home from the bubble after a Game 7 loss to Denver.The Nuggets became the 12th team in the annals of the league to overcome a 3-1 deficit to win a series. But Jazz All-Star guard Donovan Mitchell still likes the direction of a team that’s now made the postseason in four straight season.Mitchell says this is “just the beginning” for the ascending Jazz. Tags: Donovan Mitchell/Utah Jazz Associated Press