first_imgThursday Jul 7, 2011 The new Super Rugby 2011 Trophy As this season we’ve had a change of format, title, and branding with SANZAR’s Super Rugby tournament, that means there is also a new trophy on offer for the winner of the final between the Reds and Crusaders in Brisbane this weekend.The new trophy, as can be seen in the below video feature, was designed by a team in Sydney that took a whole host of elements into account when creating it. It is 65cm tall and features the three colours of all three competing nations, as was explained by SANZAR CEO Greg Peters.“The shape of the trophy is cantered around three curved legs, each representing the conferences involved in the Super Rugby competition. Bold colours on each leg correspond to the conferences with gold for Australia, black for New Zealand, and green for the South African Conference,” he said.“Already, the respective Conference winners – the Reds (Australia), Stormers (SA) and Crusaders (NZ) have been presented with similar, scaled-down trophies for their achievements during the regular season. The champions trophy is the ‘big one’, and will become the ultimate symbol of Super Rugby supremacy in the years to come,” he added.While Peters went on to say that the legs of the trophy reaching up are a reference to players going for the ball in the lineout, Greg Martin of the Rugby Club felt it was more suited to be worn on the head, which may well happen this coming Saturday.We’ll find out soon if it will be James Horwill or Richie McCaw who gets to lift it for the first time. Time: 03:13 Note: Thanks to the Rugby Club on Fox Sports for the feature.ADVERTISEMENT Posted By: rugbydump Share Send Thanks Sorry there has been an error Related Articles 81 WEEKS AGO scottish prop saves fire victim 84 WEEKS AGO New Rugby X tournament insane 112 WEEKS AGO Vunipola stands by his comments supporting… From the WebThis Video Will Soon Be Banned. Watch Before It’s DeletedSecrets RevealedWrinkle Remedy Stuns TV Judges: Forget Surgery, Do This Once DailySmart Life ReportsIf You Have Ringing Ears Do This Immediately (Ends Tinnitus)Healthier LivingHere’s the Purpose of These Little Bumps in the F and J Keys on Your KeyboardNueey10 Types of Women You Should Never MarryNueeyShe Was the Most Beautiful Girl in the World. What She Looks Like Now is InsaneNueeyThe content you see here is paid for by the advertiser or content provider whose link you click on, and is recommended to you by Revcontent. As the leading platform for native advertising and content recommendation, Revcontent uses interest based targeting to select content that we think will be of particular interest to you. We encourage you to view your opt out options in Revcontent’s Privacy PolicyWant your content to appear on sites like this?Increase Your Engagement Now!Want to report this publisher’s content as misinformation?Submit a ReportGot it, thanks!Remove Content Link?Please choose a reason below:Fake NewsMisleadingNot InterestedOffensiveRepetitiveSubmitCancel ADVERTISEMENT Trending 6 DAYS AGO HUGE controversy sees Borthwick call Pat Lam a liar during heated Prem clash 5 DAYS AGO Melbourne Rebels do their best to wreck Bryn Gatland 4 DAYS AGO Lam’s explanation of bizarre situation that caused heated touchline argument 5 DAYS AGO François Steyn’s ridiculous 60-metre drop goal which left commentators in hysterics 1 WEEK AGO WATCH: Brutal footage of the fight between Jake Ball and Alun Wyn Jones Great Tries 5 DAYS AGO Eye-opening compilation shows why Taulupe Faletau could harm Springboks this Summer 5 DAYS AGO The time Waisale Serevi used his iconic hitch-kick to carve up Scotland in 2000 1 WEEK AGO Veainu finishes superb try after octopus style offload from Waisea 2 WEEKS AGO FULL MATCH REPLAY: Huge stars on show when All Blacks host Pacific Island XV in 2004 2 WEEKS AGO WATCH: Hooker produces ridiculous speed to score 60-metre wonder try for Hurricanes View All Big Hits & Dirty Play 22 HOURS AGO Awesome new Etzebeth montage will have Springboks fans psyched for Summer Lions tour 5 DAYS AGO Melbourne Rebels do their best to wreck Bryn Gatland 5 DAYS AGO Eye-opening compilation shows why Taulupe Faletau could harm Springboks this Summer 5 DAYS AGO Re-live O’Driscoll’s EPIC try-saving tackle in 2003 RWC quarter-final 1 WEEK AGO AWESOME video shows the very biggest and best tackles of the 2020/21 season View All See It To Believe It 3 DAYS AGO Cheetah racer Habana reveals what was actually going through his mind that day 4 DAYS AGO Lam’s explanation of bizarre situation that caused heated touchline argument 5 DAYS AGO François Steyn’s ridiculous 60-metre drop goal which left commentators in hysterics 5 DAYS AGO Re-live O’Driscoll’s EPIC try-saving tackle in 2003 RWC quarter-final 6 DAYS AGO HUGE controversy sees Borthwick call Pat Lam a liar during heated Prem clash View All Funnies 2 WEEKS AGO Joe Marler elated in special interview as fans return to The Stoop 2 WEEKS AGO WATCH: One of the luckiest and most bizarre tries you will EVER see 2 WEEKS AGO WATCH: Reds players caught out in hilarious celebration blooper vs Chiefs 2 WEEKS AGO WATCH: Faz, Piutau and Burns star in hilarious try fail compilation 4 WEEKS AGO MLR: Giltinis howler sees try overruled despite attempts to celebrate View All Amateur 32 WEEKS AGO Viral video of Scottish club brawl goes down a storm with rugby community 69 WEEKS AGO RUGBYDUMP BLITZ: This Best of the Week round up is sure to entertain you 69 WEEKS AGO RD BLITZ – Disaster, just when it looked so promising… 69 WEEKS AGO That glorious moment that will live on forever, like it or not 69 WEEKS AGO RD Blitz – PROP’S Lionel Messi wizardy creates incredible try View All Player Features 15 WEEKS AGO WATCH: Bumping off tacklers and taking high balls, Rob Kearney had an impressive Super Rugby debut 21 WEEKS AGO Brian Moore on money in modern rugby and how it should never be compared to ‘outlier’ football 22 WEEKS AGO Tuisova’s wrecking ball montage will make you grateful you never made it as a pro 28 WEEKS AGO New Zealand rugby pod admit Owen Farrell is world class 29 WEEKS AGO WATCH: Bath prop launches Amazon documentary focused on those from non-traditional backgrounds View All Related Content from the RugbyPass Network ‘What you do today is how you’re going to be remembered’: Spirit of Rugby – Ep 5 In Spirit of Rugby episode 5, Jim Hamilton talks Lions with Matt Dawson, Jeremy Guscott, Rob Kearney, Simon Shaw, Tom Croft and John Bentley. Watch: Reforging the Steelers | Episode 2 | RugbyPass Original Documentary In Episode 2 of Reforging the Steelers, we follow the team through rounds two to four as they try to get their season on track after an opening loss to competition powerhouses Tasman. Shock result: Crusaders left ruining costly errors with win over Rebels not enough for final guarantee In a shock result, the Crusaders have failed to record the requisite winning margin needed over the Rebels to book themselves a spot in the Super Rugby Trans-Tasman final and are now reliant on the Blues dropping the ball against the Force. ‘I deliberately haven’t mentioned it too much this week’: Tim Sampson keeping mum ahead of Blues battle The Western Force aim to play the role of party poopers on Saturday when they take on the ladder-leading Blues at a venue that shall not be named. Highlanders player ratings vs Brumbies | Super Rugby Trans-Tasman The Highlanders have given themselves a decent shout at playing in the Super Rugby Trans-Tasman final. Who were the top dogs in what was effectively a semi-final showdown with the Brumbies? Hurricanes player ratings vs Reds | Super Rugby Trans-Tasman How did the Hurricanes rate in their final game of Super Rugby Trans-Tasman, their 43-14 victory over the Reds? The new Super Rugby 2011 Trophy | RugbyDump – Rugby News & Videos RugbyDump Home RugbyDump Academy Store About Contact Legal Privacy Policy Cookie Policy Categories Latest Great Tries Big Hits & Dirty Play See It To Believe It Funnies Training Videos Player Features RugbyDump Home RugbyDump Academy Store About Contact Sitemap Categories Latest Great Tries Big Hits & Dirty Play See It To Believe It Funnies Training Videos Player Features Legal Privacy Policy Cookie Policy Sign In Username or Email Password Stay logged in Forgot password Thank you for registering Click here to login Register Register now for RugbyDump commenting & enewsletter. * Required fields. Username * Password * Email * Password Repeat * Please send me news, information and special offers from RugbyDump By clicking register you agree to our Privacy Policylast_img read more

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first_imgFriday Jul 25, 2014 Waratahs vs Brumbies Super Rugby Semi Final Preview with Kearns & Kafer This is an oustanding preview for the Waratahs vs Brumbies all-Australian Super Rugby Semi Final clash that takes place in Sydney tomorrow. The last time the two sides met in the final was 2002, when the Brumbies won 51-10. This year the Waratahs are a form side though so it’ll be tight.The Waratahs are after their 8th straight win, which will set them up for a home Final for the first time ever. The Brumbies on the other hand are looking to go one better than they did last year, losing to eventual champions the Chiefs in the final.Kickoff on Saturday is at 19:30 local, 09:30 GMT, and 11:30 CEST ADVERTISEMENT Posted By: rugbydump Share Send Thanks Sorry there has been an error Related Articles 81 WEEKS AGO scottish prop saves fire victim 84 WEEKS AGO New Rugby X tournament insane 112 WEEKS AGO Vunipola stands by his comments supporting… From the WebThis Video Will Soon Be Banned. Watch Before It’s DeletedSecrets RevealedUrologists Stunned: Forget the Blue Pill, This “Fixes” Your EDSmart Life ReportsYou Won’t Believe What the World’s Most Beautiful Girl Looks Like TodayNueeyGranny Stuns Doctors by Removing Her Wrinkles with This Inexpensive TipSmart Life ReportsIf You Have Ringing Ears Do This Immediately (Ends Tinnitus)Healthier Living10 Types of Women You Should Never MarryNueeyThe content you see here is paid for by the advertiser or content provider whose link you click on, and is recommended to you by Revcontent. As the leading platform for native advertising and content recommendation, Revcontent uses interest based targeting to select content that we think will be of particular interest to you. We encourage you to view your opt out options in Revcontent’s Privacy PolicyWant your content to appear on sites like this?Increase Your Engagement Now!Want to report this publisher’s content as misinformation?Submit a ReportGot it, thanks!Remove Content Link?Please choose a reason below:Fake NewsMisleadingNot InterestedOffensiveRepetitiveSubmitCancellast_img read more

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first_img  366 total views,  4 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis20 Tagged with: environment Search Technology Search engine plants 40 million trees Melanie May | 31 October 2018 | News AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis20center_img  365 total views,  3 views today About Melanie May Melanie May is a journalist and copywriter specialising in writing both for and about the charity and marketing services sectors since 2001. She can be reached via www.thepurplepim.com. A search engine that uses its profits to plant trees has now planted 40 million, with the aim of reaching 50 million by 2019.Ecosia.org shows ads next to the search results, both of which are powered by Bing, and uses at least 80% of the profits it generates through ad revenue to support reforestation projects. Ecosia can be used on most devices and has browser extensions for all major browsers, such as Firefox, Safari, and Chrome. However it can also be manually added to smaller browsers, and there is also an iOS app, an Android app, and a Windows phone app for mobile devices. A counter in the corner of the search engine shows how users are contributing to the planting of a new tree through their searches. Headquartered in Berlin, Germany, Ecosia says it is the world’s largest not-for-profit search engine. A certified B Corporation, it has planted 40 million trees across 19 planting sites worldwide, including Burkina Faso, Madagascar, Indonesia and Peru. It is also what is known as a steward-owned company, which means shares cannot be sold at a profit or owned by people outside of the company, and no profits can be taken out of the company.In October, Ecosia also made an unsolicited one million euro offer to save the last remaining stretch of the 12,000-year-old Hambach Forest in Germany. A regional court has temporarily halted German energy company RWE’s plans to demolish the Forest for the expansion of the country’s largest coal surface mine, but RWE has formally rejected the offer, refusing so far to enter into any further negotiations.  Ecosia’s CEO and Co-founder, Christian Kroll, said users had been vocal on the topic of finding a way to permanently save the Hambach Forest. “We are offering one million euros to RWE to take the fate of this 12,000 year old forest out of limbo land. With their ability to mine for lignite under the remaining stretch of the forest in question, we ask RWE to consider this offer.”The offer was to remain open until the end of this month, with Ecosia also considering making a second offer. Advertisementlast_img read more

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first_imgTCU rowing program strengthens after facing COVID-19 setbacks printTCU guard Desmond Bane soared to new heights, scoring a career-high 24 points on 9-13 shooting, making a career-high six three-pointers, and helping the Horned Frogs crusie to a 100-63 victory over Tennessee Tech to improve to 2-0 Monday at Schollmaier Arena.“It’s a credit to my teammates because they happened to find me when I was open tonight and I was able to knock them down,” Bane said. “You have to be ready to step up and knock it down, and tonight just happened to be my night.”Bane matched his previous career-high of 19 before halftime, and his six three-pointers were the most three-pointers in a game by a TCU player since Hank Thorns hit eight threes against UNLV Feb. 14, 2012.TCU head coach Jamie Dixon said Bane has made significant strides since last season.“Desmond’s good, and what is good about him is how much he’s improved from last year to this year: I think the USA basketball thing was a big confidence-booster,” Dixon said. “He’s so much better off the dribble, and our guys have so much confidence in him. We thought he was going to be a good player, but I think he’s certainly elevated himself to beyond that.”Bane said his new role has played a part in his development as well.“Last year, Jaylen [Fisher] happened to go down, I was asked to step up into a starting role, which was big for me,” Bane said.The starting lineup of Bane, Alex Robinson, Kenrich Williams, JD Miller, and Vladimir Brodziansky is now 6-0, with the first four of those wins coming in the NIT last season.Every Horned Frog seemed to have a great night Monday as all 12 TCU players who dressed for the game logged minutes, including senior forward Clayton Crawford who made his collegiate basketball debut. TCU guard Dalton Dry broke his career high in points with six, as the Horned Frogs hit 100 points for the first time since scoring 106 against Mississippi State Nov. 24, 2014.“We think we space the floor, and a lot of those things are passing and ball screens, it’s not just one guy,” Dixon said. “It was good to see these guys make some shots.”However, Dixon said his team can’t rely on this kind of offensive output regularly.“We have to be a team to where if the shots aren’t going in we’ve got to be good in other areas and win the games with defense,” Dixon said. “Defense and rebounding has to be the constant: we’re not quite there believing in that, but we need to get there.”TCU continues a stretch where it plays three games in five days when it hosts South Dakota Wednesday, Nov. 15 at 8 p.m. Linkedin Garrett Podellhttps://www.tcu360.com/author/garrett-podell/ Garrett is a Journalism and Sports Broadcasting double major. He is the Managing Editor for TCU360, and his passions are God, family, friends, sports, and great food. Boschini: ‘None of the talk matters because Jamie Dixon is staying’ Men’s basketball scores season-low in NIT semifinals loss to Texas + posts Garrett Podell ReddIt Facebook ReddIt Boschini talks: construction, parking, tuition, enrollment, DEI, a student trustee Previous articleWestcliff Elementary teacher named Lockheed Martin chair for teaching excellence in elementary scienceNext articleHoroscope: November 14, 2017 Garrett Podell RELATED ARTICLESMORE FROM AUTHOR Photo by Carolina Olivares Garrett Podellhttps://www.tcu360.com/author/garrett-podell/ Garrett Podellhttps://www.tcu360.com/author/garrett-podell/ Facebook Twitter Linkedin Listen: The Podell and Pickell Show with L.J. Collier Garrett Podellhttps://www.tcu360.com/author/garrett-podell/ Twitter TCU baseball finds their biggest fan just by saying hello Another series win lands TCU Baseball in the top 5, earns Sikes conference award last_img read more

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first_imgLinkedin Email Limerick’s All Ireland winning champions return to action Print Steve makes magical return to Electric Picnic Twitter NewsLocal NewsLocal GAA clubs get animated in Michael’s new comic bookBy Alan Jacques – January 24, 2014 869 OPW expected to take responsibility after flood leaves homes and GAA club underwater Previous articleFormer mayor tries to NIP immigration issue in the budNext articlePensioner charged with rape of 7 year old girl Alan Jacqueshttp://www.limerickpost.ie BOSTON-based Limerick man Michael Graham has launched an Irish language comic book featuring local GAA clubs Ahane and Na Piarsaigh.Originally from Coonagh, Michael works as an engineer for Analog Devices and transferred from the Raheen plant to their Boston base 13 years ago. His bilingual comic strip titled ‘Two-Goal Foley’ tells the tale of two former hurlers watching a championship match on the TV in their local pub.Sign up for the weekly Limerick Post newsletter Sign Up “My grandfather Mick Hayes played with the great Ahane team of the 1930s with the likes of Mick Mackey and Timmy Ryan. He often shared stories with me of those times. My cousins and friends played for Na Piarsaigh when I was growing up, so that is why I included those teams,” Michael explained.A past pupil of St Nessan’s Community College, the 37-year-old revealed that the storyline came to him during an Irish language discussion group he joined in 2010 to “refresh and revive” his native tongue.“A common form of Irish creative writing is the ‘agalaimh beirte’, a kind of dramatic or poetic dialogue between two people. Although this project is not quite in that category, it provided a loose framework for the story of two men in a pub, discussing the sport of hurling and playfully poking fun at each other, as only friends do,” Mr Graham told the Limerick Post.A graduate from the University of Limerick, Michael is passionate about sport and began writing sports articles for a local newspaper in Boston as a hobby in 2012. He also has a keen interest in Irish culture and the Irish language, which prompted him to write ‘Two-Goal Foley’.This interest in everything Irish has grown stronger during his years away from Ireland.“I wanted to allow readers who were both new to and learning the Irish language to be able to appreciate and learn some Irish in the process of enjoying the art and the story. This includes people with Irish heritage in the US interested in the language of their mother country, and people interested in learning to speak and write the language for themselves. Included in the book will be information, again in both languages, about how to learn more about the Irish language and Gaelic games,” Michael concluded.‘Two-Goal Foley’ is now available from the Celtic Shop on Rutland Street and the Crescent Bookshop in Dooradoyle.center_img WhatsApp RELATED ARTICLESMORE FROM AUTHOR Morrissey on the double as Ahane return to top level of Limerick senior hurling Facebook Morrissey helping bridge the gap for Limerick’s young guns Limerick GAA Notes TAGSAhaneCoonaghMichael GrahamMick HayesMick MackeyMusic LimerickNa PiarsaighTimmy RyanTwo-Goal Foley Advertisementlast_img read more

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first_imgOvidiu Dugulan/iStockBy JON HAWORTH and IVAN PEREIRA, ABC News(NEW YORK) — The novel coronavirus pandemic has now killed more than 600,000 people worldwide.Over 14.5 million people across the globe have been diagnosed with COVID-19, the disease caused by the new respiratory virus, according to data compiled by the Center for Systems Science and Engineering at Johns Hopkins University. The actual numbers are believed to be much higher due to testing shortages, many unreported cases and suspicions that some governments are hiding or downplaying the scope of their nations’ outbreaks.The United States has become the worst-affected country, with more than 3.7 million diagnosed cases and at least 140,541 deaths.Here is how the news is developing. All times Eastern: 11:13 a.m.: Florida hospitals running out of ICU beds as cases soar over 360,000Florida health officials say their hospitals are reaching capacity in their ICUs as the number of COVID-19 cases continues to climb, with the statewide total now over 360,000.Roughly 18% of the state’s adult ICU beds are available and 53 medical facilities in the state have maxed out their ICU bed load, according to Florida’s Agency for Healthcare Administration.There were 292 people were hospitalized in the last 24 hours, the Florida Health Department reported Monday morning, bringing the state’s total COVID-19 hospitalizations to 21,263. There are currently 9,397 active coronavirus hospitalizations, according to the health department.The state recorded 10,347 new coronavirus cases in the last 24 hours, bringing Florida’s total to 360,394, the Health Department said. The seven-day average of new cases has been over 10,000 for the last week, according to Health Department data.There were 90 additional deaths recorded during that timeframe, bringing the state’s total casualty count to 5,181, according to the Health Department.10:25 a.m.: New York officials warn of potential reclosings after crowds spotted outside restaurantsGov. Andrew Cuomo and Mayor Bill de Blasio gave harsh warnings to New Yorkers following several reports and viral videos over the weekend that showed crowds outside New York City bars and restaurants.A frustrated governor called the incidents “stupid” and raised concerns that those actions could increase the spread of the virus and undo the work that was done to keep case numbers down.“We cannot allow these congregations to continue,” Cuomo said at a news conference on Monday. “We’re going to have to roll back the reopening plan and close back bars and restaurants.”De Blasio said during his daily briefing that he shut down a restaurant in Astoria, Queens, where some customers were seen loitering in the streets. He said police officials will be out near hots pots to enforce the city’s COVID-19 rules and they are ready to shut down more establishments that don’t comply.“It’s not widespread, but where it’s happening it will be stopped,” he said.New York City entered phase four of the state’s reopening plan Monday, with several industries being allowed to resume operations including indoor and outdoor film productions.The number of COVID-19 hospitalizations across the state was 716, the lowest number since March 18, and there were eight related fatalities in New York, according to the governor. Cuomo said the state will have a challenge due to the increasing number of cases throughout the country and urged New Yorkers to remain cautious.“We have to protect the progress we made. … “An outbreak anywhere is an outbreak everywhere.”10:13 a.m.: Oxford study on coronavirus vaccine generates promising early resultsA team of scientists at the University of Oxford released promising results showing their COVID-19 vaccine appears safe in a Phase 1/2 study.The results, which were published Monday in the scientific journal The Lancet, found the vaccine appeared to activate several parts of the immune system. Experts say only the results of an ongoing larger Phase 3 study will show if the vaccine works to protect people from the virus.8:25 a.m.: Surgeon General pleads with Americans to wear face masksDuring an interview on Fox and Friends, Surgeon General Jerome Adams pleaded with Americans to wear face masks and cited their benefits, despite previous vocal doubts from the president. Adams told the hosts Trump and the administration are on the same page and the most effective way to reopen the country safely was for every person to wear a mask voluntarily. “I’m pleading with your viewers, I’m begging you, please understand that we are not trying to take away your freedoms when we say wear a face covering,” he said. “We are saying if we do these things, we can actually open and stay open.”On Sunday, during his interview with Fox News’ Chris Wallace, Trump said he’s a believer of masks but also “masks cause problems too,” and said there would be no national mandate for masks. He also took issue with CDC Director Robert Redfield’s statement that if everyone wore a face mask over the next four to six weeks, “we could drive this epidemic to the ground.” “I don’t agree with the statement that if everybody wears a mask everything disappears,” Trump said during the interview.Trump also criticized Adams during the interview for earlier statements against mask use. The surgeon general admitted he and his team were wrong during the beginning of the pandemic. “Once we realized that the science was different for this virus, we changed our recommendations,” Adams said. Adams argued against a federal mask mandate citing concerns over enforcement. “I would rather help people understand why they should cooperate with wearing a mask and how they benefit from it versus simply saying we are going to force you to do it particularly sending in federal troops and using federal mechanism,” he said.3:55 a.m.: France makes wearing a mask indoors mandatoryFrance is taking a new step in the fight against the spread of the new coronavirus making the wearing of the mask mandatory in closed public spaces from today.The Minister of Health, Olivier Véran, said on Saturday that the obligation to wear a mask would apply in shops, “establishments open to the public”, “covered markets” or even banks.Wearing a mask on the street, in parks, at sea, on hiking trails or at the beach is not included in the new legislation.The fine for non-compliance will be 135 Euros ($154 U.S.).Meanwhile, France’s Health Minister said that there is an estimated “400 and 500 active clusters in France” of COVID-19.Véran told local news outlet franceinfo on Monday morning that there were “worrisome signs of an epidemic resumption in certain territories”, including 400 to 500 active clusters.“These places of contamination are mainly located in closed places and in specific environments such as slaughterhouses” said Véran. “We are very far from the epidemic wave … there is a dynamic of circulation of the virus that worries us.”2:10 a.m.: 85 members of shipping vessel in Alaska test positive for COVID-19At least 85 crew members on an American Seafoods ship have tested positive for COVID-19, according to the company.A factory trawler called The American Triumph departed Oregon on June 27 with 119 crew members on board to make their way to Alaska to fish for pollock but two weeks after the ship departed seven members of the crew reported that they were suffering from symptoms potentially associated with COVID-19.The seven crew members were tested in Unalaska and six out of the seven of them tested positive for the virus.All crew members were then tested and a total of 79 more workers were found to have tested positive bringing the total to 85 crew members out of the 119 onboard the American Triumph, according to a statement by the city.American Seafoods spokeswoman Suzanne Lugoni said that none of the crew showed COVID-19 symptoms before boarding and that the company screened employees before the fishing expedition began.“We are moving expeditiously to relocate our crew and get them the care they need,” said American Seafoods CEO Mikel Durham. “I want to thank the Illiuliuk Family and Health Services, the City of Unalaska Unified Command, and the public health and critical infrastructure professionals in Alaska who provided us with support and clear guidance.”Meanwhile, Alaska had 119 new cases of COVID-19 reported on Sunday — a new record for the state.All of the crew members will now be moved to Anchorage where they will isolate.“Our priority is supporting our crew members and protecting the community. I am deeply grateful for the entire Alaska community for working with us to get our crew the care they need,” said Durham. Copyright © 2020, ABC Audio. All rights reserved.last_img read more

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May 18, 2021

Voodoo HR

first_img In the bid to find and retain the best staff, some companies are exploring the wilder paths of ‘alternative’ recruitment and motivational techniques. But are they serious business tools, or just snake oil?Finding the right talent is probably the second hardest job for any company these days. The hardest job, of course, is keeping talent once you’ve found it. On average, four out of every 10 recruits will leave your company within 18 months.At the same time, business is changing so fast that many industries are operating on Internet time. Like dogs ageing, the on-line world works at a rate of seven years for every calendar year, all of which makes it harder for companies to do what they need to do best – retain talent and motivate it.Recruitment has long experimented with other techniques, often decked out with pseudo-scientific credentials, such as psychometric testing and more recently Neuro Linguistic Programming. Not everyone is impressed with the results. Jonathan Benn, group managing director of the Opera recruitment group, says, “This may not be the right thing to say, but I think a lot of the time companies use these tests to cover themselves. If the hiring goes wrong, they can hold the tests up and say: ‘Look, it’s not my fault’.”That said, Benn admits that his company does use these tests but claims there is no hypocrisy at work. “We mainly use them to make it harder for candidates. That way, we eliminate those who cannot be bothered to make the effort.” But Jacqueline Clarke, from CSA management consultants, disagrees. “If you were a shareholder in a major public company, would you want your new chairman chosen just from an interview and gut instinct or would you want that backed up by as much supporting evidence as you could find?”Cynics, like one recruiter who asked not to be named, see all this as “just another excuse for someone else to charge you a few hundred a day on stuff that just confirms what you already think anyway”. What makes these tests so seductive is that they appear to offer managers the chance to quantify the unquantifiable, measuring that softest of factors – company fit. But by using them, management explicitly recognises that an employee’s whole personality is key to their success, a recognition which often vanishes when the applicant signs up. Many companies invite staff to leave their personalities at home in an attitude best summed up by Henry Ford who said, “How come when I need a pair of hands, I get a human being as well?”Those who shun psychometrics have turned to other solutions such as Neuro Linguistic Programming. Asked if she is a believer, Clarke laughs and says, “It’s incredibly accurate, or it was when applied to our team. But again, it can be misused. You see people using parts of it, like the mirroring technique, and it’s so naff. You just want to say to them, ‘Oh be yourself’.” Clarke is even less enamoured of those employers/recruiters who turn the job interview into a psychodrama. Frank Williams, manager of the eponymous Formula 1 team, once interviewed a nervous would-be driver in the nude. The idea was to shock the driver so he would be too surprised to press for a high salary. Clarke’s response to such theatrics is, “How dare they? What gives an employer the right to do that? It’s not fair, it’s not cricket and I don’t think it’s productive.”But then, when it comes to finding and keeping staff, companies have been forced to go to incredible lengths. Corporate America is leading the trend with Fortune 500 companies offering on-site swimming pools and hair and nail salons, daily transcendental meditation sessions, cabaret singers to coach executives on better presentations, retreats, time off and funds to do MBAs, you name it. The list of perks is such that you feel it is only a matter of time before a multinational takes up the walk-in freezer therapy offered by German physiotherapist Franziska Weber. Just three minutes in Weber’s chamber at temperatures of -110íF is guaranteed to reduce stress, although to some it may smack a bit too much of cryogenics.But some companies have eschewed bribery and the dubious attractions of large on-site freezers to focus on their staff as individuals. Roger Lewin and Birute Regime, co-authors of The Soul At Work, make a persuasive case that managers need to reach staff through their emotions, which chimes in with those HR professionals who have argued that companies must take a more holistic approach to their staff. Director of HR policy at the CBI John Cridland says, “As a business discipline, HR needs to innovate but because the basic issues in HR are as old as the hills, the quest for innovation can take you into some very different areas.” What follows is a whistlestop tour of some of those areas, areas which only the genetically polite like Cridland could call “different”. Prepare to be surprised, amazed, appalled and, perhaps, intrigued.HypnosisHow it works All that stuff about swinging watches and “You are feeling very sleepy” is stage hypnotism. In hypnotherapy, the hypnotist counts the subject down into a trance-like state using their voice and implanting suggestions.When the subject is in a trance, the hypnotist will implant positive vibes and encourage the subject to see visions – for example, if the subject is terrified of speaking in public, they will be asked to visualise an audience applauding them. Typically, after 50 minutes, they will be led back to consciousness. This practice cannot be used on any employee who is diabetic, epileptic or on medication. Nor, says, Steve Miller, hypnotherapist and group training consultant at Auto Trader, should it be used on anyone who feels uneasy with the idea of going into a trance.Miller hypnotises individuals and groups and a session is usually built into training programmes. He believes it works particularly well in a sales environment. “I’ve worked in sales and I know that there, more than anywhere else in industry, the product is the people. That’s what people are buying, so if you feel good about yourself you’re likely to sell more.” But does it work? Miller has anecdotal evidence from employees that after sessions they feel “incredibly positive and relaxed”. Asked if he had any qualms about playing with people’s minds he says, “No, because I’m qualified and I’m only leaving them with positive thoughts.”Other HR professionals were more sceptical, with one asking what gave employers the moral right to play with employees’ psyches in this way.But Auto Trader is so convinced of the benefits that Miller will be using these techniques on 40-something senior executives from the north-west region. He is, however, still waiting to hypnotise his own managing director. “We were discussing something the other day and I said, ‘You know we could deal with that in a session’ and he looked terrified.” There is no hard statistical feedback on his effectiveness “but the managers and the employees can’t get enough of it”. Part of his treatment is to empower staff by teaching them how to hypnotise themselves.A similar experiment at Barnet Football Club in the old Third Division in 1993-1994 ended a 10-game losing streak, but after two post-hypnosis games without defeat they blew a vital relegation battle against Cambridge United.ClairvoyanceHow it works Clairvoyant Francesca Kimpton sits in on interviews and says, “The best way I can describe it is that I see a film of the future and whether that person will fit into the organisation.”Clairvoyants such as Kimpton believe the future is predestined, that we choose our parents but forget our destiny in the trauma of birth. We are all born with the ability to see into the future but in most cases, she says, “Life squashes it out of us.” Kimpton, whose clients include 15 to 20 companies and the managing director of a bank, can also read a person’s “aura” – the electromagnetic field which, she says, surrounds all of us. (For obvious reason she is not introduced to applicants as a clairvoyant.) She also helps assess company morale.But does it work? On a no-names, no pack-drill approach, Kimpton can cite enough examples to suggest there’s something to this. “A good example was when she advised a company that they would hire a woman with red hair called Sarah J and to hang on to her for six months because even though her and the employer would almost come to blows because their working styles were so different this person would be good for the company. My client said those words were the only thing that kept her going through those first six months and she realised I was right – the customers loved the new employee and the two have now become great friends.” Although Kimpton has been doing this for companies for 12 years – her current rate is £300 a day – she knows nothing she can say will convince the cynics. “I just say, try it and see if it works.”It sounds kooky but Kimpton, from her unusual vantage point, makes some sound points about what’s wrong with many companies. “Many managers are not good at thinking outside the box, especially when they are recruiting, and when they hire people they tend to give them a desk and forget about them. There is a reluctance to treat employees as individuals, which I think comes from the manager’s own insecurity.”FoodHow it works You are what you eat which, given the statistics for the consumption of fast food, ought to mean that the vast majority of staff are quarter pounders with cheese. But the link between diet and well-being lies at the root of much modern medical science and government health education policy. Companies have traditionally not put this link to any more serious purpose than, say, making sure staff don’t drink too much at lunchtime or ensuring that the staff canteen has salad on the menu. That may be about to change. Eric White, project manager for nutrition education company Energis, is convinced diet can help a business’s bottom line. To that end, Energis managing director and state dietician Penny Hunking is conducting a study with at least 12 UK companies which will involve staff keeping diaries of what they eat and how they feel. The results will be published later this year, but some employers don’t want to wait that long. “We have had a lot of interest in this research from organisations such as certain police forces who want to know how they can advise employees on what to eat to best ease the transition from one shift pattern to another,” says White. But does it work? Experience and some research suggest employees are less productive immediately after lunch. White says companies could focus employees on good eating practice by having themed weeks in the company canteen or just providing guidance to employees. Focusing on diet certainly fits in with a holistic approach to managing the workforce, and with absenteeism costing the public sector alone £3bn a year, any incremental savings made will be more than welcome.Face readingHow it works It was Shakespeare who said there is no art in finding the mind’s construction in the face, but even the Bard’s colossal imagination did not foresee that this mind-reading technique would one day support an entire industry.Simply put, in books such as It’s All In The Face by a woman with the unlikely name of Naomi R Tickle, this is the idea that facial features should tell an employer all about an applicant’s personality. So, for instance, a candidate’s verbosity is directly proportional to the thickness of their upper lip and if their eyes are set too close together they will be very intolerant. If you believe the theory, from 60 to 100 personality traits – from big ones (sensitivity) to smaller ones (whether they have what Tickle calls “dry wit”) – can be identified from the face and, here’s the added bonus, even more can be identified if you can persuade the applicant to let you examine their feet. But does it work? Tickle’s book claims tests have proved this is 92 per cent accurate, a claim which sounds uncannily like the old advertising slogan that in tests eight out of 10 owners said their cats preferred it. The bottom line is, despite claims by one US practitioner that it cuts staff turnover by 20 per cent, there is not enough research to support or refute this approach. Face reading’s advocates, in a bid for scientific status, call their approach “personology”, a term invented by California judge Dr Edward Vincent Jones, whose detailed notes on thousands of people who appeared before him in court persuaded him that certain traits are infallible guides to human behaviour.At the basis of this theory is a kernel of common sense. Why else is the face-to-face interview still the keystone of most recruiting? But taken literally and to extremes, face reading can lead to some deeply dodgy conclusions.In the 1970s, some British police officers were taught how to recognise people with criminal tendencies using rather similar reasoning.ChaosHow it works This isn’t the chaos which management guru Tom Peters says companies should thrive on, nor is it the chaos of scientific theory. This is the injection of a certain amount of anarchy, if not downright irrationality, into corporate life. The best British example is probably St Lukes, the company which set out to be an ethical advertising agency. Co-founders Andy Law and David Abraham took an even bigger step away from standard practice by abolishing offices, secretaries, corporate dress, even ownership of a company mobile phone – staff picked one up from a stack by reception as they started the day – and building a “chill-out” room where staff lockers are decorated according to the employee’s whim by a company artist and a library which stocks works on ethics and radical feminism.This might sound more like an all-or-nothing attempt to abolish hierarchies than what you might call voodoo HR, but what St Lukes has created has been driven as much by emotion as reason. Part of its creed is that its approach forces people to move physically around the company in a much more radical way than hopping from one hot desk to another.Californian software marketeer Accolade has introduced anarchy into the very department which epitomises the command-and-control, rigidly hierarchical, old school management – the finance department, known inside the company as the department where most of the water pistol fights break out. Other Accolade initiatives include ping pong tables in conference rooms, a six times a year off-site company poker game, and awaydays when the whole company goes bowling, to the cinema or the miniature golf course. The theory, as expressed by another US executive, is that adults can learn from play as well as children and if you’re putting the same part in the same widget a million times a day you’re going to get bored and quality will drop unless the company schedules some “non-boring time”. But does it work? Accolade’s employee turnover in the early 1990s, when it first pioneered this approach, was 2 per cent a year – not bad for any company, let alone one based in Silicon Valley. (The company has since merged). As for St Lukes, it was voted ad agency of the year in 1988. Its biggest problem now is growth.GraphologyHow it works Your handwriting is a definitive guide to your personality, so all an employer needs to do is hire a graphologist who can decode an applicant’s writing. (If the applicant underlines their signature, that’s probably bad news as it means they’ve got an ego bigger than your annual turnover).Various business magazines will tell you graphology is in everyday use in business, but big companies willing to go public on their use of this technique are few and far between. Heidelberg, the world’s largest supplier of printing equipment, does admit to having used this practice for years. But does it work? Consider this diagnosis: “This is written by a man who doesn’t like to be overruled. He is probably better at the big picture than the little detail, has a lot of energy to achieve what he wants and considers it very important to get his message across”. Add the words “control freak” and you have a near-perfect description of the Prime Minister, whose handwritten 10-point plan for Britain in April 1997 was analysed by a member of the British Society of Graphology. The biggest problem with graphology, as expressed by the clairvoyant Kimpton, is that what you learn is not much more detailed or surprising than what you could find out via more conventional means. Voodoo HROn 23 May 2000 in Personnel Today Comments are closed. Related posts:No related photos. Previous Article Next Articlelast_img read more

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first_img Previous Article Next Article Related posts:No related photos. TheGovernment has announced plans to change the Regulations 1999 provisions. SueNickson sets out the present rights to see what it has to build onMaternity rights legislation was overhauled as part of the widespreadchanges made by the Employment Relations Act 1999, amending the EmploymentRights Act 1996 (ERA), and implementing the Maternity and Parental LeaveRegulations 1999 (the Regulations). The amendments were intended to simplifythis complex area of law and to a certain extent have been welcomed asproviding clarification on many points. On 7 December 2000 the Governmentannounced plans to change these provisions yet again. An overview of thepresent rights is set out here to see what the Government has to build upon. Maternity Leave The provisions relating to maternity leave are now found in sections 71-75of the ERA and in the Regulations. All employees are entitled to 18 weeks maternityleave, this is known as ordinary maternity leave (OML). An employee with oneyear’s service as at the 11th week before the expected week of childbirth (EWC)will also qualify for additional maternity leave (AML). This entitles her totake leave of up to 29 weeks from the date of birth. As an employee may opt tobegin her ordinary maternity leave up to 11 weeks before the EWC this providesa maximum entitlement of 40 weeks leave. There are two circumstances in whichan employee will not be able to choose when she begins her maternity leave.Early childbirth will automatically begin maternity leave as will any absencedue to a pregnancy related reason in the six-week period immediately precedingthe EWC. Terms and conditions during Maternity Leave During the ordinary maternity leave period the employee is entitled toreceive all their normal contractual benefits with the exception of pay orwages, for example, she will usually be able to retain her company car duringthe 18 weeks. The employee’s normal pay will be replaced with statutorymaternity pay. If contributions are made to the employee’s pension then theyshould be continued as at the notional rate of her normal salary. During the additional maternity leave period the regulations state that thecontract will remain in existence however the terms and conditions that applyduring this period are limited. The employee will have the benefit of theimplied obligation of trust and confidence; notice of termination provisions;redundancy payment provisions and disciplinary and grievance procedures. Shewill be bound by the implied obligation of good faith and any terms relating tonotice of termination; disclosure of confidential information; the acceptanceof gifts or other benefits or participation in any other business. Holidays and Maternity Leave As stated, the contractual benefits except pay will continue to accrueduring the ordinary maternity leave period. This will include accrual ofcontractual leave. During the additional maternity leave period there is noright to accrue contractual leave. There is, however, the need to comply withthe minimum annual leave provisions contained in the Working Time Regulations1998 which state that all employees will be entitled to at least four weeks annualleave. The employee’s contractual leave entitlement should be calculated,excluding the additional maternity leave period, then an adjustment made toensure that the annual leave still complies with this minimum entitlement. Maternity Pay The provisions relating to statutory maternity pay (SMP) are contained inthe Social Security Contributions and Benefits Act 1992 and the StatutoryMaternity Pay (General) Regulations 1986 (SMP Regs). To qualify for SMP theemployee must have 26 weeks service as at the qualifying week, ie the 15th weekbefore the EWC and average earnings in the eight weeks up to and including thisweek over the lower earnings level for National Insurance contributions. If shemeets the qualifying conditions the employee will be entitled to receive 90 percent of her normal earnings for the first six weeks of the maternity leaveperiod and then 12 weeks at a flat rate of £60.20 (reviewed annually in April).The SMP Regs provide that an employee’s normal earnings should be calculated asat the qualifying week but that back dated pay rises should be taken intoaccount also. In the case of Alabaster v (1) Woolwich plc (2) Secretary ofState for Social Security, 2000, The Times 9 April, the Employment AppealTribunal held that the SMP Regs did not go far enough to comply with therulings of the European Court of Justice on maternity pay. In effect the SMPRegs should not ignore pay rises that take place at any time between thequalifying week and the end of the maternity pay period. This decision has beenappealed but if confirmed it will mean that the SMP Regs will have to beamended. Paid time off for antenatal care The employee’s right to paid time off is contained in sections 55 to 56 ofthe ERA. There is no minimum service qualification for the employee to acquirethis right nor does it matter if the employee’s job is temporary or permanent. Antenatal care is not defined by the ERA whether it includes relaxation orparent-craft classes is a matter of some contention. In the case of Gregory vTudsbury, 1982, IRLR 267 the tribunal accepted, with supporting medicalevidence, that the relaxation classes the employee attended were an essentialpart of her antenatal care. Mrs Gregory’s employer allowed her time off toattend the appointments but refused to pay her for that time. The tribunal heldthat by allowing Mrs Gregory time off the employer had accepted that it wasreasonable and therefore should have paid her. However in Bateman v FlexibleLamps Ltd, ET Case No. 3204707, a tribunal refused to accept that antenatalcare would include parent-craft classes, describing such as merely optional.Therefore, it remains an area of some uncertainty. The right is to time offduring the employee’s working hours. An employer is not entitled to rearrangethe employee’s normal working hours in order to avoid the employee taking timeoff. An employee who is permitted to take time off under section 55 is entitledto be paid at the appropriate hourly rate for the period of absence necessaryto enable her to attend the appointment. An employee must produce a certificateof pregnancy and appointment card if requested to do so. If she fails to dothis she will not be entitled to pay for any time off allowed. Health of the pregnant worker The EU Pregnant Workers Directive makes provision for the health and safetyof pregnant workers. An employee who is pregnant, or who has recently givenbirth, or who is breastfeeding may, as an ultimate measure, have to besuspended from work on health and safety grounds if continued attendance mightdamage her, or her baby’s health. Under the Management of Health and Safety at Work Regulations 1999 employersof women of childbearing age are required to carry out a risk assessment on anemployee’s role. If the role poses a risk to either the new or expectant motheror baby’s health, or if the employee advises them that such a risk does exist(for example, on advice from their GP) the employer should take steps to reduceor remove the risk. The obligation would include temporarily adjusting theworking conditions and/or hours of work; offering suitable alternative work, orsuspending her from work for as long as is necessary to protect her safety orthat of her child. Alternative work must be suitable in relation to the employee andappropriate in the circumstances for her to do and, the terms and conditionsapplicable must not be substantially less favourable than those which apply toher performing her normal role. If suspended the employee is entitled to full pay during the period ofsuspension in accordance with section 68 of the ERA unless she has unreasonablyrefused a suitable alternative offer. Notification procedures The same notice provisions apply to both OML and AML. An employee has togive 21 days notice confirming her pregnancy, the EWC, and her intended startdate of maternity leave. The notice need not be in writing unless the employer so requests. If anemployee intends to return at the end of the OML or AML she need do nothingmore. If, however, she intends to return earlier than the end of the maternityleave period to which she is entitled she is required to give 21 days notice.In the event that she does not the employer will be able to postpone her returndate for up to 21 days. If the employee is entitled to AML the employer may request confirmationthat she will be returning at the end of the AML. The request should be sent noearlier than 21 days before the end of the OML. The letter should explain howshe can work out when her AML will end and ask for confirmation of the child’sdate of birth and whether she intends to return at the end of the AML. Itshould also warn the employee that if they fail to reply within a period of 21days she may be penalised. She will not lose her right to return but she will lose statutory protectionagainst action that may amount to a detriment and her right to claim automaticunfair dismissal. The right to return Following OML the employee is entitled to return to the job in which she wasemployed before her absence with the benefit of all her rights as if she hadnot been absent. Failure to allow this for a reason connected to her maternityleave will be automatically unfair dismissal. Following AML the employee is entitled to return to the same job, or if itis not reasonably practicable for the employer to permit her to return to thatjob, to another job which is both suitable for her and appropriate for her to doin the circumstances. Again failure to allow her to return will beautomatically unfair dismissal. Parental Leave The right of employees to take parental leave is contained in the ERA andthe regulations. The right is to take up to 13 weeks’ unpaid leave in respectof each child, for whom the employee has parental responsibility, for anypurpose connected with the care of that child. It is subject to a requirementof one year’s qualifying service. The entitlement is in addition to the rightto take maternity leave. The leave need not be taken as one continuous period,but must be taken by the child’s fifth birthday, the fifth anniversary of theadoption of the child, or, if the child is disabled, by their 18th birthday. Parental leave may be taken by both parents of any child born or adopted onor after 15 December 1999, ie when the Regulations were implemented. The leavealso extends to a person who is not a natural parent of the child, but who hasparental responsibility under the Children Act 1989 (or its equivalent inScotland). The TUC have challenged the requirement that the child must be born oradopted on or after 15 December on the basis that it does not properlyimplement the Parental Leave Directive. The matter has been referred to theEuropean Court of Justice. Workforce/collective agreement It was decided to leave a degree of flexibility regarding the administrationof the leave, to allow scope for employers to agree a method of implementationwith their workforce. Agreements should be in writing, in the form of collective or workforceagreements, incorporated into the contract of employment. It has to be reviewedwithin a five-year period. It must apply to the entire workforce or to themembers of the relevant group of workers, who perform a particular function orbelong to a particular department. It must be signed by all members of thegroup, or by elected representatives. This means that employers can agree withtheir workforce how much notice must be given when an employee wishes to takeleave, and whether leave must be taken in blocks of a particular period oftime. They may also agree on whether certain contractual benefits will remainavailable to employees during the period of leave. An agreement cannot,however, give rights that are less favourable than those given by the statute.If there is no such agreement then parental leave must be administered inaccordance with the default provisions. The default provisions The default provisions require that an employee give at least 21 days’notice of their intention to take parental leave; that it should be taken inblocks of one week, and that no more than four weeks’ leave can be taken in anyyear. An employer may postpone the parental leave for up to six months if theemployee’s absence will cause undue disruption to the business. It would benecessary to advise the employee of the postponement within seven days ofreceiving the notice to take leave giving details of the new dates. This right to postpone however does not apply when an employee gives noticeto take the leave as at the date of birth or adoption. There are more generous provisions for parents of disabled children. Theyare not required to take leave in blocks of one week, and leave can be taken upto the child’s 18th birthday rather than its fifth birthday. The terms and conditions that continue during the period of parental leaveare the same as those that apply during the AML period. Sue Nickson is partner and national head of employment law at HammondSuddard Edge Comments are closed. Maternity and parental leave: One year onOn 1 Feb 2001 in Personnel Todaylast_img read more

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first_imgThe National Weather Service has issued a High Wind Warning in effect for Ocean City from 4 p.m. Sunday (Feb. 24) through 6 p.m. Monday (Feb. 25).Forecasters predict sustained west winds of 25 to 35 mph with gusts from 45 to 55 mph on Sunday night. Starting Monday morning, gusts could reach 55 to 60 mph.Loose objects on your property should be brought inside or secured. All contractors are asked to secure job sites. Driving conditions could be hazardous, and scattered power outages are expected. With the ground saturated from heavy rainfall, the wind could blow down trees and limbs.Please write down the following emergency contact numbers for local utility companies should you experience outages or other problems during the upcoming storm:Atlantic City Electric: 800-833-7476South Jersey Gas: 888-766-9900Comcast Cable: 800-COMCAST (800-266-2278)For Police & Fire Department emergencies, call 911. For non-emergencies, call 609-399-9111.Further information is available at www.ocnj.us/oem.The utility companies recommend you contact them directly as soon as you experience a problem so that they can properly track outages and repairs.last_img read more

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first_imgA new system to “end the reliance on cheap, low-skilled labour coming into the country” has come under fire from trade groups.The Food & Drink Federation has expressed concern about businesses getting access to employees who won’t qualify under the new system – highlighting bakery assistants, meat processors and workers essential to the production of a “huge array of basic foodstuffs”.Points-based immigration system(A total of 70 points is required to be eligible to apply)Offer of job by approved sponsor (20 points)Job at appropriate skill level (20 points)Speaks English at required level (10 points)Salary of £20,480 (minimum) (0 points)Salary of £23,040 – £25,599 (10 points)Salary of £25,600 or above (20 points)Job in a shortage occupation (20 points)PhD in subject relevant to the job (10 points)PhD in a STEM subject relevant to the job (20 points) Taking effect from 1 January 2021, the new system will assign points for specific skills, qualifications, salaries or professions – with visas only given to those who gain enough points.There will be no specific route for low-skilled workers, and it is estimated 70% of the existing EU workforce would not meet the requirements of the skilled worker route.“Today is a historic moment for the whole country,” said home secretary Priti Patel. “We’re ending free movement, taking back control of our borders and delivering on the people’s priorities by introducing a new UK points-based immigration system, which will bring overall migration numbers down.”However, the system has concerned some businesses, with UKHospitality declaring that ruling out low-skilled immigration would be “disastrous”. Here’s how trade groups have reacted:FDFMark Harrison, policy manager (Employment and Access to Labour)“Today’s announcement is a significant improvement on previous proposals for skilled workers. It is also encouraging to see the commitment to streamline the system, but it must also be made accessible and affordable for businesses of all sizes, many of which won’t have used the immigration system before.“We have concerns about access to those potential employees who won’t qualify through these ‘skilled’ routes, such as bakery assistants, meat processors and workers essential to the production of huge array of basic foodstuffs, such as cheese, pasta and sausages.“While we are committed to promoting the use of automation and technology in our sector, the benefits of such innovations will not be felt overnight and some food chain roles remain challenging to automate.“We believe a route for entry-level workers should be introduced, which retains control of immigration while also supporting business needs, incentivising upskilling, and boosting productivity.”UKHospitalityKate Nicholls, chief executive“Ruling out a temporary, low-skilled route for migration in just 10 months’ time will be disastrous for the hospitality sector and the British people. Business must be given time to adapt.“These proposals will cut off future growth and expansion and deter investment in Britain’s high streets. It will lead to reduced levels of service for customers and business closures. Hospitality is already facing an acute labour shortage, despite investing significantly in skills, training and increasing apprenticeships for the domestic workforce.“This announcement fails to recognise that hospitality is at the heart of every community in the UK.“We understand the government’s desire to deliver on the referendum result and its aim of moving to a skills-based immigration system. We fully support the ambition to upskill the domestic population and provide opportunities for people in every part of the UK. These proposals fail to deliver on the government’s own objective of providing an immigration system that works for the UK’s economy and its people.”British Beer & Pub AssociationEmma McClarkin, chief executive“The new points-based immigration system will present significant challenges for our sector. Many pubs rely on workers from overseas, so it is hard to see how they will cope with such fundamental changes coming into effect in just 10 months. Pubs will especially struggle with the costs and complexities of becoming a sponsoring employer in order to take on staff from outside the UK.“The new points-based system should recognise the staff shortages our sector faces, therefore enabling talent coming to the UK to work in pubs by making up points elsewhere. We will continue to press our case with the Government to ensure they understand this need, so that the pub and hospitality sectors continue to thrive. We believe it is crucial that, for example, the Youth Mobility Scheme is now expanded to help facilitate this.”last_img read more

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