Previous Article Next Article Advice leads to professional isolationOn 1 Apr 2002 in Personnel Today I would like to describe the professional isolation that can be experiencedby an OH professional when client management decide to go against health adviceand apply pressure directly through the OH adviser’s employing company ormanagement. Rehabilitation advice I recently devised a rehabilitation programme for an employee returning towork after suffering non-work-related stress. When she returned to work, thedepartmental manager told her to work the first two weeks at half days until hehad contacted HR to find out what the actual procedure was. The HR department informed her of the referral process via OH. On her secondday back at work I saw her following an HR referral. During the consultation Ifully assessed the employee and devised a rehabilitation plan consistent withmy findings and the ability of the employee. This plan would have seen theemployee back at work within four weeks. However, when the employee returned to her department and informed thesection manager of the plan, the manager telephoned me and challenged meregarding the proposed plan. During the conversation the manager became quiteangry, stating she would be logging a complaint. She also tried to gain medicalinformation from me and stated she knew about the employee’s problems and feltshe was fit to resume work. At this point I told her that I would not discuss any aspect of the casewith her and directed her to contact HR. She did this and logged a complaintabout my attitude and questioned my ability to implement the rehabilitationpackage. This complaint was then forwarded and my manager was asked to investigate.During this investigation it was found that I had acted within the boundariesof my role. However, after this, a cascade of minor events were brought to my attentionthrough my manager. I started to wonder if this had anything to do with myprevious actions. Out-of-hours presence Following this, the company had arranged a teambuilding exercise at a localhotel, which was followed by an evening meal. I had previously informed mymanager that I could not attend in the evening. Two days before the event, my manager asked me in front of eight otheremployees if I would be going to the evening function. I said I would be goingall day but could not attend in the meal. At this point she told me I would begoing and that it was part of my contract to be flexible to the client’srequirements. Later that day my manager said she wanted a meeting with me to discuss theclient’s concerns over some aspects of my work. I attended and was shocked atallegations (without evidence) that there had been several complaints regardingmy work. Some of the issues being raised made me to think there was some sortof conspiracy going on. I would recommend anyone with similar problems to contact the RCN as it hasbeen a good source of support. Name and address supplied Has anyone experienced a similar situation or have any advice to offer ourreader? Call Eliza O’Driscoll on 020 8677 1951 or e-mail eliza [email protected] Comments are closed. Related posts:No related photos.
Productivity in the UK is suffering because employers focus their resourceson developing high-earning skilled staff at the expense of low-incomeemployees. So concludes the HR Trends and Prospects 2003 report from the CharteredInstitute of Personnel and Development (CIPD), which finds lower skilledworkers receive less training, and feature less in recruitment and rewardstrategies. They are also less likely to return to work when they becomeparents, owing to prohibitive childcare costs. The study, based on recent research by the CIPD, finds many UK workers donot believe their employers or senior executives have their interests at heart.Only one in three workers report they trust senior management “a lot”to look after their best interests. The CIPD’s chief economist John Philpott warned employers they risk damagingtheir productivity if they neglect their low-skilled workers. “It is easy to see why organisations devote so much attention towardsrecruiting and retaining the best staff, given the pressures of an increasinglycompet- itive marketplace,” he said. “But they do so at the expenseof improving performance and productivity at all levels.” Philpott said employers that place a greater emphasis on developing staff atall levels also find it easier to fill skills shortages by promoting fromwithin. The report shows firms are becoming more innovative in recruiting andretaining staff. Training and development is the most popular measure used toretain top performers (66 per cent), followed by promoting a good image (47 percent) and increased pay (44 per cent). www.cipd.org.uk Firms neglect low-paid staffOn 6 May 2003 in Personnel Today Previous Article Next Article Comments are closed. Related posts:No related photos.
Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Contact E.B. Solomont Full Name* Email Address* Knock CFO Michelle DeBella and CEO Sean Black (Photos via Knock; PR Newswire)Knock, a startup that helps people buy new homes before selling their old ones, has tapped a former Lyft and Uber executive as its new CFO.The company said Michelle DeBella will report directly to Knock’s co-founder and CEO Sean Black, who previously co-founded Trulia. Her focus will be on driving “profitable growth” for Knock’s Home Swap program, which pre-funds mortgages to give homeowners more flexibility when buying and selling a home.DeBella was most recently a vice president of finance transformation and governance at Lyft.Before that, she was global head of internal audit at Uber.At both companies, she helped scale the finance departments ahead of their IPOs, Knock said. She previously spent 17 years at Ernst & Young and nearly a decade at Hewlett Packard.ADVERTISEMENTBased in New York, Knock has raised more than $600 million in debt and equity since 2015. Investors include RRE ventures, Foundry Group, Redpoint, Greycroft, Corazon Capital, Correlation Ventures, Great Oaks Venture Capital and FJ Labs.In a statement, Black said DeBella was joining Knock at a “critical inflection point” in the company’s trajectory.Until last year, Knock’s main offering was a trade-in program, where it purchased homes on behalf of consumers while helping them sell and list their old house. Once the home sold, the seller paid back Knock.Citing friction in that model, Knock rolled out its new Home Swap program in July 2020. Knock also offers sellers interest-free bridge loans, for up to $25,000, to fix up their old homes before listing them for sale. If a home fails to sell in six months, Knock offers a backup offer.Knock’s Home Swap is available in 15 markets, including Arizona, Colorado and Texas. It recently expanded to South Florida. Knock plans to expand to 21 markets by mid-2021 and 75 markets by 2023.Read moreKnock expands to South Florida Homebuying startup Knock pivots to lending Knock raises $400M in 2019 Message* Share via Shortlink TagsHousing Marketibuyersstartups
Tags Share via Shortlink Full Name* Message* Such services aren’t necessarily new. Apple, Google and other tech companies in a war for talent have provided amenities to their employees for years. But now the pressure is on to lure workers back to the workplace.Related Companies is rolling out an outdoor space equipped with wifi and power outlets. Employees also can receive free Covid-19 testing and babysitting.Silverstein Properties has introduced parking discounts, Uber and Lyft credits and, for those still unwilling to come in, virtual fitness classes to stay connected.Still, some don’t see the new offerings bringing back employees.“The ice cream socials are appreciated but not a factor,” Jonathan Wasserstrum, CEO of SquareFoot, a commercial real estate broker based in Manhattan, told the Journal.[WSJ] — Sasha JonesContact Sasha Jones (iStock/Illustration by Kevin Rebong for The Real Deal)In Manhattan, where just 15 percent of workers have returned to the office, landlords are getting frustrated competing with employees’ couches.So they’re offering amenities ranging from on-site child care to dry-cleaning pickup and parking discounts — anything to bring back employees, according to the Wall Street Journal.Tishman Speyer, for example, is dangling free use of a new co-working space, an app to book services ranging from manicures to grocery delivery, newly installed picnic tables and even free tarts.Read moreYelp employees may work remotely foreverOffice unease: Tenants are paying up but staying away“Little bit of guilt trip”: Jeff Blau joins landlords pushing return to work Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Email Address* office marketRelated Companiessilverstein propertiestishman speyer
Home » News » Housing Market » Chill wind across the property market previous nextHousing MarketChill wind across the property marketCountrywide, Zoopla, Crest Nicholson, Persimmon and Berkeley all hit by falling share prices.The Negotiator26th July 20160660 Views Pessimism about house prices is blowing a chill wind through the stock market as UK’s leading builders – as well as Countrywide and Zoopla (ZPG) – saw their share prices dip.Monday’s FTSE 250 opened with Countrywide shares falling by 7.2 per cent to 233.7pence; ZPG fell by 2.2 per cent and Crest Nicholson fell by 1.3 per cent.The falls are not desperate, but they are an indication of the concerns about the stability of the housing market since the EU Referendum result. Richard Donnell (left) at Hometrack said, “It is still early days, and seasonal factors also need to be considered but the growth in new listings and slower sales points to slower price growth in the months ahead. This growth in supply reflects a mix of new homes filtering through from London’s expanded development pipeline, investors looking to take capital gains, or selling to de-leverage their investments following the reduction in tax relief on mortgage payments for buy-to let investors.”house prices stock market property market share prices July 26, 2016The 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 BREAKING: Evictions paperwork must now include ‘breathing space’ scheme details30th April 2021 City dwellers most satisfied with where they live30th April 2021 Hong Kong remains most expensive city to rent with London in 4th place30th April 2021
View post tag: europe View post tag: Spanish View post tag: port View post tag: Alrosa View post tag: Arrives Share this article September 6, 2012 Submarine Alrosa Arrives in Spanish Port Black Sea Fleet (BSF) diesel-electric submarine Alrosa escorted by Baltic Fleet (BF) rescue tug SB-921 arrived in Spanish port Ceuta.The submarine is under way from Kronshtadt to Sevastopol returning after scheduled repairs. In Ceuta, Russian BSF rescue tug Shakhter joined the task unit.When staying in the port, the sub and escorting ships will replenish supplies, and the crew will take rest. After that, the task unit will be reformed, and Alrosa escorted by rescue tug Shakhter will head for the Black Sea.[mappress]Press Release, Septembar 6, 2012 View post tag: News by topic Back to overview,Home naval-today Submarine Alrosa Arrives in Spanish Port View post tag: submarine
Position SummaryThe Department of Pediatrics, University at Buffalo (UB), JacobsSchool of Medicine and Biomedical Sciences and Oishei Children’sHospital of Buffalo are recruiting a full-time faculty physician inthe Division of Endocrinology and Diabetes. The ideal candidatemust hold a medical degree and be board certified in bothpediatrics and pediatric endocrinology. The candidate will provideclinical care for children and young adults with endocrinedisorders and both Type 1 and Type 2 diabetes. This position doesinclude outpatient care in our newly remodeled dedicated outpatientcenter as well as satellite clinics in the Western New York region.Additionally, there are inpatient clinical duties and teachingresponsibilities for medical students, residents, and fellows.Interest in quality improvement and clinical research isencouraged.The Division of Pediatric Endocrinology/Diabetes is a busy practicewith 6 BC Pediatric Endocrinologists and an ACGME accreditedfellowship program. The division sees approximately 8,000 patientsper year. We are an active clinical research division participatingwith TrialNet, Type 1 Diabetes Exchange, and the Pediatric DiabetesConsortium. UBMD Pediatrics is one of 18 practice plans within UBMDPhysicians’ Group, the single largest medical group in the area,and we are supported by 14 pediatric subspecialties. Our physiciansalso make up the academic teaching faculty within the Department ofPediatrics at the Jacobs School of Medicine and Biomedical Sciencesat the University at Buffalo. UB is an equal opportunity,affirmative action employer/recruiter.Minimum QualificationsMD or DOPreferred QualificationsFor more information, click the “How to Apply” button.
The Department of Fine and Performing Arts in the College of Artsand Sciences at Loyola University Chicago ( LUC ) invitesapplications for a full-time tenure-track position at the rank ofAssistant Professor for academic year 2021-22. The department seeksapplicants with expertise in non-Western Art History thatcomplements rather than duplicates existing program strengths inModern and Contemporary, and South Asian and Islamic. The Fine Artsprogram offers a Bachelor’s degree serving approximately 150undergraduate art majors in art history, sculpture and ceramics,drawing, painting and printmaking, photography and visualcommunication. Information about the department is available athttp://www.luc.edu/dfpa.This search is part of a University-wide, multi-year hiringinitiative designed to hire outstanding researchers and teacherswho are reflective of our diverse student body and committed tointerdisciplinarity (i.e., working with colleagues across differentsubfields and disciplines) and the pursuit of external grants. Ofspecial interest are candidates who can further the University’sefforts to foster diversity, equity, and inclusion.Candidates must be able to teach all levels of undergraduate arthistory courses including CORE courses, our Medieval throughBaroque curriculum, and additional upper level courses fitted tothe applicant’s research interests. They will also be responsiblefor advising and mentoring students. The successful candidate isexpected to pursue a strong research program, including the pursuitof external grants. Desired Start Date08/09/2021 Duties and Responsibilities Open Date11/20/2020 Position End Date Minimum Education and/or Work Experience Number of Vacancies Posting Details Location CodeFINE AND PERFORMING ARTS (02105A) Job Number85TBD Close Date The candidate will have a Ph.D. in Art History at the time ofappointment. Candidates for the position must clearly demonstratethe potential for excellence in research and teaching and have arecord of (or clear potential for) distinguished scholarship,grant-funded research, and student mentorship. Experience workingor conducting research in the specialty area of Race andRepresentation is desirable. The candidate should be willing tosupport the mission of LUC and the goals of a Jesuit CatholicEducation. Job TitleFine and Performing Arts, Assistant Professor in Art History,Tenure Track Qualifications Candidates should submit to www.careers.luc.edu (1) a brief letterof interest; (2) a current Curriculum Vitae; (3) a statementoutlining the applicant’s research agenda; (4) a statement onteaching experience; and (5) a statement addressing past and/orpotential contributions to mentoring a diverse student body throughresearch, teaching and other channels and engaging a diversecommunity through scholarship and service. Applicants should alsoarrange for three recommendations from individuals prepared tospeak to their professional qualifications for this position,especially in terms of scholarship, teaching and mentorship, to besubmitted electronically to the above website (letter writers willreceive an electronic prompt from LUC ). Candidates may forwardadditional materials related to teaching excellence and samples ofscholarly publications to:Paula Wisotzki, Ph.D., Search Committee ChairDepartment of Fine and Performing ArtsLoyola University Chicago1032 W. Sheridan RoadChicago, Illinois 60660Review of applications will begin on December 15, 2020 and continueuntil the position is filled.LUC is an Equal Opportunity/Affirmative Action employer with astrong commitment to hiring for our mission and diversifying ourfaculty. The University seeks to increase the diversity of itsprofessoriate, workforce and undergraduate and graduate studentpopulations because broad diversity – including a wide range ofindividuals who contribute to a robust academic environment – iscritical to achieving the University’s mission of excellence ineducation, research, educational access and services in anincreasingly diverse society. Therefore, in holistically accessingthe many qualifications of each applicant, we would factorfavorably an individual’s record of conduct that includesexperience with an array of diverse perspectives, as well as a widevariety of different educational, research or other workactivities. Among other qualifications, we would also factorfavorably experience overcoming or helping others overcome barriersto an academic career or degrees.As a Jesuit Catholic institution of higher education, we seekcandidates who will contribute to our strategic plan to deliver atransformative education in the Jesuit tradition. To learn moreabout LUC’s mission, candidates should consult our website atwww.luc.edu/mission. For information about the university’s focuson transformative education, they should consult our website atwww.luc.edu/transformativeed. Position Number Position TitleFine and Performing Arts, Assistant Professor in Art History,Tenure Track Is this split and/or fully grant funded?No FLSA StatusExempt Open Until FilledYes Position Details Organizational LocationPROVOST Job CategoryUniversity Faculty Job TypeFull-Time Physical DemandsNone Working ConditionsNone The candidate will have a Ph.D. in Art History at the time ofappointment. Candidates for the position must clearly demonstratethe potential for excellence in research and teaching and have arecord of (or clear potential for) distinguished scholarship,grant-funded research, and student mentorship. Experience workingor conducting research in the specialty area of Race andRepresentation is desirable. The candidate should be willing tosupport the mission of LUC and the goals of a Jesuit CatholicEducation. CampusRogers Park-Lake Shore Campus Quick Link for Postinghttps://www.careers.luc.edu/postings/14524 Special Instructions to Applicants Department NameFINE AND PERFORMING ARTS Applicant DocumentsRequired DocumentsCover Letter/Letter of ApplicationCurriculum VitaeOther DocumentTeaching StatementResearch StatementOptional Documents Supplemental QuestionsRequired fields are indicated with an asterisk (*).
FacebookTwitterCopy LinkEmail (WASHINGTON, D.C.) – Eighth District Congressman Larry Bucshon, M.D. released the following statement after Senate Democrats established enough votes to filibuster – procedurally block – the President’s Supreme Court nominee, Judge Neil Gorsuch:“Judge Gorsuch is an impressive jurist who will undoubtedly uphold the rule of law. His record clearly demonstrates he understands his role on the court is not to legislate from the bench, but rather to apply the law as written by elected representatives of the people. There’s not a more qualified judge to replace the late Antonin Scalia,” said Bucshon. “Unfortunately, Senate Democrats today made clear their intent to block a vote on Judge Gorsuch. This obstruction flies in the face of the will of the American people. I call on Senate Democrats to put politics aside and allow a vote on this qualified nominee; and I support Leader McConnell’s intent to confirm Judge Gorsuch using all options available to the Senate if this political theater continues.”
FARMINGTON – The Farmington Selectboard met Tuesday evening to discuss a new liquor license application, two revised department budget proposals and a memorial sculpture at the site of the former LEAP building.The Farmhouse Beer Garden, located at 926 Farmington Falls Road, was approved for a liquor license to sell beer and wine; the newly established beer garden and pizza restaurant hopes to open by July 4. Owner Keeley Valverde said despite the current situation with COVID-19, she decided to move forward with her plans of opening that have been in place for a long time now.The beer garden will be hosted at her home, which has beautiful views of the surrounding hills, she said, and will be outdoor seating only which is fitting for the current restrictions, she said.“I think it’s going to be a great experience and a nice addition to town,” she said.The Farmhouse will sell ice cream, local beer, pizza and wine and will include a fire pit in the hangout area. Valverde has owned and operated a hotel with bar and restaurant in the past, so she is familiar with the business she said.“I’m appealing to more of the relax and enjoy experience. We won’t have late hours and we’re not appealing to young kids to come and hang out. We’re going for the family experience,” she said.In other business, Town Manager Richard Davis said the proposed 2020/2021 budget is $770 dollars below the 2019 figures. The proposed total budget, after adjustments were made by the Parks and Recreation Department and the Police Department, is roughly $6.1 million.Farmington Chief of Police Jack Peck said he was able to reduce their proposed budget to $82,316 less than the previous year’s. That figure is currently being proposed at $1.3 million. Peck said between a lack of applicants for two vacant positions, and the Police Academy being closed, he was able to reduce figures. The two vacant positions were cut from his budget for the first six months of the fiscal year, and training expenses were reduced to $9,350 with the expectation that the academy will remain closed for a while.“I think we can save this amount, if not more. I’m willing to take a look at it all the time and do what we can do,” he told the board.Davis made the recommendation for the annual town meeting to be canceled this year due to the COVID-19 pandemic. He said the board has the power to commit taxes based on last year’s budget, and he expects there will even be a reduction. The only other option would be a referendum vote, he said, which would still likely draw a large crowd to the voting ballots. No decisions were made regarding the town meeting.The Parks and Recreation Department was also able to reduce their proposed budget by $4,498 after cutting back on some programming expenses. Department head Matt Foster said they won’t be running the swim program this summer, which is where the majority of the savings were made. He allocated some of that money toward equipment repair, but was able to bring the proposed budget down to $188,566.The construction of a memorial sculpture is being proposed for town-owned property directly across the road from where a former LEAP building exploded last fall. Davis said there hasn’t been any discussion at the town level about the sculpture, and since selectmen have the responsibility for the property he wanted to bring the idea forward.Selectman Scott Landry said Chief Terry Bell wasn’t thrilled by the proposed idea, but is open to conversation with local artist Vera Johnson who is attempting to create the memorial.“They’re trying to do good and get a memorial up, let’s let them figure out what they want or don’t want to do,” Landry said.