Falcon Gold Zimbabwe Limited (FALG.zw) 2005 Annual Report

first_imgFalcon Gold Zimbabwe Limited (FALG.zw) listed on the Zimbabwe Stock Exchange under the Mining sector has released it’s 2005 annual report.For more information about Falcon Gold Zimbabwe Limited (FALG.zw) reports, abridged reports, interim earnings results and earnings presentations, visit the Falcon Gold Zimbabwe Limited (FALG.zw) company page on AfricanFinancials.Document: Falcon Gold Zimbabwe Limited (FALG.zw)  2005 annual report.Company ProfileFalcon Gold Zimbabwe Limited is a gold mining and exploration company in Zimbabwe. The company owns Dalny mine in Chakari, Venice Mine in Kadoma and Golden Quarry mine in Shurugwi. Founded in 1991, Falcon Gold Zimbabwe is a subsidiary of New Dawn Mining Group. New Dawn Mining Corp. in involved in the exploration, development, extraction, processing and reclamation of precious metal deposits in Zimbabwe. It primarily explores for gold, base metals and precious metals. Falcon Gold Zimbabwe Limited also has an operational processing plant and ancillary infrastructure which supports a central processing plant that treats ore from Pickstone. Falcon Gold Zimbabwe Limited is listed on the Zimbabwe Stock Exchangelast_img read more

Nigerian Breweries Plc (NB.ng) 2016 Abridged Report

first_imgNigerian Breweries Plc (NB.ng) listed on the Nigerian Stock Exchange under the Beverages sector has released it’s 2016 abridged results.For more information about Nigerian Breweries Plc (NB.ng) reports, abridged reports, interim earnings results and earnings presentations, visit the Nigerian Breweries Plc (NB.ng) company page on AfricanFinancials.Document: Nigerian Breweries Plc (NB.ng)  2016 abridged results.Company ProfileNigerian Breweries Plc is the largest brewing company in Nigeria producing the nation’s favourite brew, STAR. The company boasts one of the most modern brew houses in the country producing a popular range of lager, stout, malt drinks, ready-to-drink beverages, cider, carbonated soft drinks and energy drinks for local consumption and for export. Lager brands include STAR, Heineken, Gulder, Goldber, “33 Export”, Life, More and Stella; the stout brand is Legend; the malt brand is Amstel Malta; the ready-to-drink brand is Ace Passion; the cider brand is Strongbow Apple Cider; the soft drink brand is fayrouz and the energy drink brand is Climax. Nigerian Breweries Plc has 11 breweries, 2 malting plants and 26 sales depots; enjoys a growing export market; and offers sales and logistic and marketing support to merchants and vendors. Brands in the product portfolio are available in 13 countries including the United Kingdom, South Africa, the United States and various countries in Middle-East and West Company. Its company head office is in Lagos, Nigeria. Nigerian Breweries Plc is listed on the Nigerian Stock Exchangelast_img read more

RIP: The Rt. Rev. Charles E. Jenkins, former bishop of…

first_imgRIP: The Rt. Rev. Charles E. Jenkins, former bishop of Louisiana, dies at 69 Rector Tampa, FL Submit an Event Listing Rector Albany, NY Curate (Associate & Priest-in-Charge) Traverse City, MI Family Ministry Coordinator Baton Rouge, LA This Summer’s Anti-Racism Training Online Course (Diocese of New Jersey) June 18-July 16 Canon for Family Ministry Jackson, MS Rector Bath, NC Bishop Diocesan Springfield, IL Rector Knoxville, TN Rector Pittsburgh, PA Rector and Chaplain Eugene, OR Associate Rector Columbus, GA Rector Martinsville, VA Rector/Priest in Charge (PT) Lisbon, ME Featured Events TryTank Experimental Lab and York St. John University of England Launch Survey to Study the Impact of Covid-19 on the Episcopal Church TryTank Experimental Lab Virtual Celebration of the Jerusalem Princess Basma Center Zoom Conversation June 19 @ 12 p.m. ET Course Director Jerusalem, Israel In-person Retreat: Thanksgiving Trinity Retreat Center (West Cornwall, CT) Nov. 24-28 The Rt. Rev. Charles Edward Jenkins III, tenth bishop of the Diocese of Louisiana. Photo: Diocese of Louisiana[Diocese of Louisiana] The Rt. Rev. Charles Edward Jenkins III, tenth bishop of the Diocese of Louisiana, died on April 9, surrounded by his family. He was 69 years old. Funeral arrangements are pending. The diocese will share more information as soon as it is available.Jenkins was a native of Shreveport, Louisiana. He was consecrated bishop of the Diocese of Louisiana on Jan. 31, 1998, and served as bishop until 2009.He graduated from Nashotah House Theological Seminary in 1976. He was ordained to the priesthood by Bishop James Brown in 1977. At the time of his election as bishop, he was rector of St. Luke’s, Baton Rouge, where he served for 12 years.Jenkins will be remembered most for his leadership and community rebuilding efforts after Hurricanes Katrina and Rita in the fall of 2005.After his retirement, Charles served as bishop-in-residence of Grace Church, St. Francisville. He often presided over services at St. John’s, Laurel Hill, the chapel of Grace Church.He is survived by this wife, Louise Hazel Jenkins, sons Benjamin and Edward (Beth), and granddaughters Claire and Eleanor.Please keep the Jenkins family in your prayers. May Charles’ soul and the souls of all the faithful departed rest in peace.Read Jenkins’ Nola.com obituary here. Submit a Press Release An Evening with Presiding Bishop Curry and Iconographer Kelly Latimore Episcopal Migration Ministries via Zoom June 23 @ 6 p.m. ET Episcopal Migration Ministries’ Virtual Prayer Vigil for World Refugee Day Facebook Live Prayer Vigil June 20 @ 7 p.m. ET Rector Smithfield, NC Rector Washington, DC Submit a Job Listing Associate Rector for Family Ministries Anchorage, AK Posted Apr 12, 2021 Priest-in-Charge Lebanon, OH Priest Associate or Director of Adult Ministries Greenville, SC center_img Seminary of the Southwest announces appointment of two new full time faculty members Seminary of the Southwest AddThis Sharing ButtonsShare to PrintFriendlyPrintFriendlyShare to FacebookFacebookShare to TwitterTwitterShare to EmailEmailShare to MoreAddThis Director of Administration & Finance Atlanta, GA Assistant/Associate Rector Morristown, NJ Cathedral Dean Boise, ID Director of Music Morristown, NJ Rector Belleville, IL Assistant/Associate Rector Washington, DC Featured Jobs & Calls Rector Shreveport, LA Remember Holy Land Christians on Jerusalem Sunday, June 20 American Friends of the Episcopal Diocese of Jerusalem Obituary, Tags Rector Hopkinsville, KY The Church Pension Fund Invests $20 Million in Impact Investment Fund Designed to Preserve Workforce Housing Communities Nationwide Church Pension Group People Inaugural Diocesan Feast Day Celebrating Juneteenth San Francisco, CA (and livestream) June 19 @ 2 p.m. PT Missioner for Disaster Resilience Sacramento, CA Rector (FT or PT) Indian River, MI Youth Minister Lorton, VA Assistant/Associate Priest Scottsdale, AZ The Church Investment Group Commends the Taskforce on the Theology of Money on its report, The Theology of Money and Investing as Doing Theology Church Investment Group Ya no son extranjeros: Un diálogo acerca de inmigración Una conversación de Zoom June 22 @ 7 p.m. ET Episcopal Charities of the Diocese of New York Hires Reverend Kevin W. VanHook, II as Executive Director Episcopal Charities of the Diocese of New York Press Release Service Join the Episcopal Diocese of Texas in Celebrating the Pauli Murray Feast Online Worship Service June 27 Associate Priest for Pastoral Care New York, NY Rector Collierville, TN New Berrigan Book With Episcopal Roots Cascade Books Curate Diocese of Nebraskalast_img read more

Cops kill unarmed college student in Texas

first_imgAug. 10 — The terror and killing spree by cops aimed at Black, Brown, Indigenous and other oppressed people continues unabated throughout the United States. Christian Taylor, a 19-year-old college student and football player in Texas, has become the latest unarmed person of color to be killed by police in 2015.Christian TaylorThe young Angelo State University defensive back, an African-American sophomore, was shot and killed in the early morning hours of Aug. 7 in Arlington, Texas, a Dallas suburb. The killer was a white rookie cop, Brad Miller, 49, who was still under supervised field training on his first job as a police officer.Taylor’s death at the hands of a white cop came just two days before the first anniversary of the shooting death of unarmed Michael Brown by cop Darren Wilson in Ferguson, Mo. Wilson was exonerated of wrongdoing, and the ensuing Ferguson rebellion of outraged and oppressed youth inspired others across the U.S. to come out against racism and police terror killings.Cops responded to calls about 1 a.m. concerning a possible break-in at an Arlington car dealership on Aug. 7 and discovered that a vehicle had been driven through a front window. Store video of the car lot revealed Taylor acting erratically, but the dealership had no video surveillance inside the facility. (ABC News, Aug. 9)After homicide, cops claim they’re ‘sad’The unarmed youth was shot four times by Miller and was dead at the scene. A Taser was also used on Taylor by Miller’s field training officer. The medical examiner ruled later in the day that Taylor’s death was a homicide caused by “gunshot wounds to the neck, chest and abdomen.” (abcnews.go.com, Aug. 8)Arlington police spokesperson Paul Rodriguez said in a statement issued later on the day of Taylor’s killing, “The Arlington Police Department is saddened by this loss of life and will provide the community a clear and transparent investigation.” (wfaa.com, Aug. 7)Audio leaked to the Huffington Post apparently disproves the cops’ lie that a “struggle ensued” with Taylor when they arrived on the scene, which was supposedly what caused Miller to discharge his firearm four times at Taylor. (huffingtonpost.com, Aug. 8)The Dallas field office of the FBI has been called in to assist in the investigation of Taylor’s killing while Miller has been placed on “administrative leave” until the law enforcement agencies investigate and decide if one of their own acted unlawfully or not.Police killings pervasive in U.S.The Washington Post on Aug. 8 revealed results of a review by reporters Sandhya Somashekhar, Wesley Lowery and Keith L. Alexander on the pervasiveness of police killings in the United States.In a nutshell, the writers state the racist facts of cops’ homicidal actions:“So far this year, 24 unarmed Black men have been shot and killed by police — one every nine days, according to a Washington Post database of fatal police shootings. During a single two-week period in April, three unarmed Black men were shot and killed. All three shootings were either captured on video or, in one case, broadcast live on local TV.“Those 24 cases constitute a surprisingly small fraction of the 585 people shot and killed by police through Friday evening [Aug. 7]. … Most of those killed were white or Hispanic, and the vast majority of victims of all races were armed.“However, Black men accounted for 40 percent of the 60 unarmed deaths, even though they make up just 6 percent of the U.S. population. The Post’s analysis shows that Black men were seven times more likely than white men to die by police gunfire while unarmed.”The growing struggle of rank-and-file activists and community members in the Black Lives Matter movement, first sparked by the death of 17-year-old Trayvon Martin by a racist cop wannabe in February 2012, and continuing through the Ferguson and Baltimore rebellions and beyond, is what will stop killer cops.Working-class solidarity with the most oppressed needs to take a front-and-center place of importance with white activists across the U.S. The right of Black and all oppressed people to self-determination and self-defense against racist killers must be supported by all progressive and anti-racist fighters.FacebookTwitterWhatsAppEmailPrintMoreShare thisFacebookTwitterWhatsAppEmailPrintMoreShare thislast_img read more

Azeri journalist charged with high treason could face life sentence

first_imgNews to go further News June 4, 2021 Find out more RSF_en AzerbaijanEurope – Central Asia Help by sharing this information News Follow the news on Azerbaijan Receive email alerts Reporters Without Borders is angered by the escalating judicial harassment of Hilal Mammadov, human rights defender and editor of the newspaper Tolishi Sado (Voice of the Talysh), who was arrested on 21 June and could face life imprisonment. “We are totally outraged at the latest charges levelled against Hilal Mammadov and at the penalty he could face,” the press freedom organization said.“This is quite absurd and is an indication of the growing tension between the Iranian and Azeri secret services. This escalation must stop and it is intolerable that journalists and activists continue to be caught up in it in this manner. We insist that Hilal Mammadov be freed as soon as possible.” Mammadov was arrested on 21 June and charged with “large-scale drugs trafficking” under article 234.4.3 of the criminal code.The interior minister and the public prosecutor said in a joint statement issued yesterday that an investigation had produced evidence of espionage against Mamedov. It said he was recruited in 1992 by an Iranian intelligence officer, Abdol Ali oglu Hamzayev, to gather and pass on information. Charged with “high treason” under article 274 of the criminal code, as well as “incitement to national, racial, social or religious hatred” under article 283.2.2, he could face a life sentence and the seizure of all his possessions if convicted. He is alleged to have cooperated with the Iranian secret services and of carrying out activities “harmful to the sovereignty, national security and territorial integrity of Azerbaijan”.His case has been handed over to the serious crimes department of the attorney-general’s office and a team of investigators from the prosecutor’s office, the interior ministry and the national security ministry has been assigned to it. In 2008, Novruzali Mammadov, a journalist from the same publication, was sentenced to 10 years’ imprisonment for espionage and incitement to ethnic hatred. He was declared dead in Baku prison hospital in August 2009 after being tortured. He was 68 years old. Similar espionage charges have also been made against the young Azerbaijani writers Farid Huseyn and Shahriyar Hajizade, who have been held in Iran for the past few weeks. They could face between one year and five years in prison under article 502 of the Iranian criminal code.They were kidnapped on 2 May in the northern Iranian city of Tabriz on their way back from a news conference in Tehran. They were first reported as missing until the authorities announced nearly a month and a half later that they were under arrest.Photo : http://www.mediaforum.az center_img “We’ll hold Ilham Aliyev personally responsible if anything happens to this blogger in France” RSF says AzerbaijanEurope – Central Asia April 9, 2021 Find out more News RSF calls for a fully transparent investigation after mine kills two journalists in Azerbaijan June 8, 2021 Find out more July 5, 2012 – Updated on January 20, 2016 Azeri journalist charged with high treason could face life sentence Russian peacekeepers deny foreign reporters access to Nagorno-Karabakh Organisation last_img read more

Donegal County Council named overall winner of Road Safety Award 2016

first_imgHomepage BannerNews Twitter 75 positive cases of Covid confirmed in North Facebook RELATED ARTICLESMORE FROM AUTHOR Pinterest Previous articleTII refuses to address road safety concerns in Kilmacrennan – O’DonnellNext articleCathal Farren wins USL Player of the Month Award admin By admin – November 8, 2016 WhatsApp Google+ Twitter Facebookcenter_img Donegal County Council named overall winner of Road Safety Award 2016 Main Evening News, Sport and Obituaries Tuesday May 25th Pinterest 365 additional cases of Covid-19 in Republic Donegal County Council has been named overall winner of the “Road Safety Award 2016” in the Excellence in Business Awards by the Public Sector Magazine.This is the second year in succession that Donegal County Council has won the award.To date, 161 people have lost their lives on Irish roads, an increase of 30 on the same period last year, 10 of those deaths in Donegal.Road Safety Officer with Donegal County Council is Brian O’Donnell:Audio Playerhttp://www.highlandradio.com/wp-content/uploads/2016/11/brianod530.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume. Further drop in people receiving PUP in Donegal Man arrested on suspicion of drugs and criminal property offences in Derry WhatsApp Google+ Gardai continue to investigate Kilmacrennan firelast_img read more

Eight donkeys rescued by Donegal Donkey Sanctuary

first_img WhatsApp Twitter Pinterest Eight donkeys have been rescued by the Donegal Donkey Sanctuary over the weekend.The animals, which were rescued from various locations across the country were found in a state of neglect covered in cuts and sores and some with overgrown hooves.Manager of Donegal Donkey Sanctuary Danny Curran says it’s vital people reach out for assistance in caring for animals:Audio Playerhttps://www.highlandradio.com/wp-content/uploads/2020/07/curran1pm.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume. Important message for people attending LUH’s INR clinic Facebook Google+ Eight donkeys rescued by Donegal Donkey Sanctuary Facebook AudioHomepage BannerNews By News Highland – July 20, 2020 Google+center_img Arranmore progress and potential flagged as population grows RELATED ARTICLESMORE FROM AUTHOR Pinterest Loganair’s new Derry – Liverpool air service takes off from CODA News, Sport and Obituaries on Monday May 24th Twitter Previous articleImplementation of Deputy Doherty’s Consumer Insurance Contracts Bill delayedNext articleCalls for LIS scheme to be properly funded or scrapped News Highland Nine til Noon Show – Listen back to Monday’s Programme WhatsApp Community Enhancement Programme open for applicationslast_img read more

Coldest air of the season is on the way for Eastern US

first_imgABC News(NEW YORK) — Thirty cities in the eastern U.S. had its warmest October on record and now we go from that to winter-like weather. The next several days will feel like a frigid slap in the face for millions east of the Rockies. Before the arctic blast, we have to watch two storm systems moving east with snow and heavy rain. The first storm system will bring mostly snow to the Great Lakes and Upper Midwest with some areas getting close to 4 inches of snow. On Tuesday morning, four states from Minnesota to Michigan are under a Winter Weather Advisory for the snow to come later Tuesday into Wednesday morning.A second storm system will develop in the southern Plains Wednesday night and will spread heavy rain from Oklahoma to Missouri for Thursday morning. Some flash flooding is possible as some areas could see more than 3 inches of rain. To the north of the rain where the cold air is in place, snow will develop from Chicago to Detroit. It is still uncertain how much snow major Midwestern cities will get but there is a chance for the first accumulating snow in Chicago and Detroit on Thursday.By Thursday evening, the storm system will move quickly into the Northeast bringing the first significant snow to the eastern Great Lakes from Cleveland to Erie, Pennsylvania and into Buffalo, New York and into northern New England. South of there, most major cities along I-95 corridor will be warm enough for just rain.What is certain is that a major cold blast is on the way end of the week into the weekend from the Plains to the Northeast and even into parts of the South.Copyright © 2019, ABC Audio. All rights reserved.last_img read more

Data Protection: Be prepared

first_img Comments are closed. Previous Article Next Article Related posts:No related photos. Thekey issue for employers over the new Data Protection Act is forward planning.The new Act is more complex than its forebear and uses new terminology. MikeHibbs offers a guide to formulating a policyThe Data Protection Act 1998 will come into force on 1 March 2000, althoughit received Royal Assent on 16 July 1998 and was scheduled to be fullyimplemented in 1999. There are, however, transitional rules in relation toexemptions for some manual data which postpone the requirements until 23October 2007. HR departments and other people likely to have dealings with the Act need toprepare in advance. Those affected should be aware that the new Act, whichreplaces the 1984 version, is more complex, and the 19 Statutory Instrumentscurrently being drafted – 15 of which have been completed so far – can only addto the complexity. One problem posed by the new Act and numerous regulations is the use of newterminology. Some terms are defined in the Act but the parameters of thedefinitions will have to be set by the tribunals. The Act creates traps which the unwary could fall into because of greyareas. The best policy is transparency and keeping staff informed as to whatinformation about them is held and what will be done with it. Forward planningis the key – policies need to be drafted now to anticipate and deal withanything new under the Act. What information? One of the most significant changes introduced by the 1998 Act is the factthat information held on a relevant filing system will now be deemed to be dataand therefore subject to the provisions of the Act. Manual information will becovered as well as information held on automated systems. What exactly is a relevant filing system? When debated by the Government, itwas clear that the intention was that information on random pieces of paperwhich is not readily accessible should not count. On the face of it, theinformation needs to be held as a structured set which is readily accessible,such as a file. But the information need not be in order. Information about anindividual could become structured by way of reference numbers or stickers. Without any tribunal case law for guidance, this is a grey area for the timebeing. Employers should remain cautious and treat all information which fallsunder the definition of personal or sensitive personal data as subject toprotection under the Act. Personal data shall be processed fairly and lawfully There is guidance in the Act as to what personal data is. Practicallyspeaking, this will cover not only the name and address of the individual butalso any opinion about him, and whether there is an intention to promote ordemote him. Usually, such information can only be obtained and used with theconsent of the individual. The main exception is if such information is neededfor the administration of justice. Consent already poses problems. To avoid any doubt, a policy should containa provision that such information will only be disclosed with the express consentof the individual. Ideally, this should be in writing but express verbalconsent is theoretically acceptable. The only problem with any verbalcommunication is proving it took place if there is a dispute. A consent formwould eliminate any doubt. Sensitive personal data This information includes the racial or ethnic origins, political opinionsor religious beliefs, sexuality, state of health or commission of an offence.This information often comes to the fore in application forms, or forms monitoringthe ethnic or racial origins of employees. Such forms usually contain aprovision explaining that the information is confidential. The requirements for using this sort of information under the Act and thedraft Data Protection (Processing of Personal Data) Order 1999 are stricterthan that of personal data. People who have access to personnel files need tobe wary of this. The explicit consent of the individual is needed – again, inwriting would be strongly advisable. One of several other conditions must also be met. The two most likely to berelevant are where the information is for the protection of the individual’svital interests, and the use of the information for the legitimate interests ofthe person using the information. In practice, this will cover the situation where medical information isneeded by a hospital about the employee when he has been involved in a seriousaccident. It will also cover the release of information in relation to a surveymonitoring the racial or ethnic backgrounds of staff in a certain profession,for example. Policies need to reflect these strict requirements. Consider what is a vitalinterest or what is a legitimate interest in your employees’ and businesscircumstances. Accuracy The information held in relation to individuals must be accurate. The onusis on the person holding the information to ensure that he takes all reasonablesteps to ensure that the information is up to date. Any policy should advisestaff to notify the relevant person of any changes to information held aboutthem. An individual has the right to request that inaccurate information aboutthem is erased. Right of access to records Employees should be advised of their right to access information held aboutthem in a policy – this is an issue of transparency. When the original ECdirective was being drafted, the intention was to create a final version whichbalanced the individual’s right to privacy against freedom of information.Staff need to know what information their employer holds about them. After a written request, which can also be by way of e-mail, and anadministrative fee if the employer so desires – £10 at most and within 40 days– the employee must be provided with details of what personal information isbeing processed, why it is being processed and to whom the information is to bedisclosed. The fee is only a fall-back provision, as employers should be encouraged toprovide this information within a reasonable time in an attempt to maintainopenness in an organisation. The main exception to this rule is access to examination scripts. As forexam marks, staff have a right to know the result within five months of arequest or 40 days from the announcement of results, whichever is sooner. Ofcourse, employers can provide this information much sooner if they are able to.A policy could state that this information will be imparted as soon as isreasonably possible after it comes to the employer’s attention. Other rights for the individual Under the Act, an individual is entitled not to suffer substantial damage orsubstantial distress to him or another when personal data pertaining to him isprocessed. Compensation may be payable if he does suffer such harm. The individual can serve a written notice on the person processing suchinformation to cease if he will suffer such damage. A reply must be sent within21 days. In practice, to avoid such a cumbersome process, a policy could state thatsuch information will not be processed without consulting that person. Then, ifthe individual considers that no harm will ensue and explicitly consents, theprocessing could go ahead. Exemptions Personal data is exempt from protection if it is needed for the purpose ofsafeguarding national security. Also, personal data is exempt from the rulethat it shall be processed fairly and lawfully if it is needed for theprevention or detection of crime, the apprehension or prosecution of offendersor for tax or duty assessment. A policy should contain a provision to thiseffect. The Data Protection Commissioner The commissioner has the power to draw up a code of practice which employerswill be expected to follow. It is likely to provide that employers will beunable to dismiss or discipline staff solely by using information fromautomated systems such as cameras and computers. There have been examples ofemployers obtaining information by reading employees’ e-mails or listening intophone calls, and in some instances cameras have been installed in toilets tosee whether staff spend time there as a break. Employers may need to revisetheir policies once the new code of practice is produced, which may be laterthis year. Enforcement In the event that an employee thinks the employer has exceeded his rightsunder the Act, there should be a provision in a policy explaining who theemployee should contact in the first instance. Maintaining openness between thetwo parties is most likely to avoid any future confrontation. Employers should know, however, that an individual has the right under theAct to apply to the Data Protection Commissioner to have an enforcement noticeimplemented against the employer. Under the Data Protection Tribunal(Enforcement Appeals) Rules 1999, an employer can appeal to an employmenttribunal against an enforcement notice within 28 days of the date of thenotice. If in doubt Trying to translate a new Act with new terminology into practical terms isalways a difficult task. And while many of the potential problems can beforeseen, many more are likely to emerge when employers come to devise theirown policies. The best that employers can do is devise a policy outlining the issuesraised by the Act. There also needs to be consent provisions where, forexample, personal or sensitive personal data is likely to be processed. Toavoid liability, employers should err on the side of caution until someparameters have been set by the tribunals. Under the Act any person directly affected by the processing of personaldata can ask the Data Protection Commissioner to assess whether the provisionsof the Act are being complied with. Again, a policy should state that internaldiscourse between the two parties should precede any such consultation. If noagreement can be reached, the commissioner should then be consulted by theindividual. Mike Hibbs is head of employment law at Shakespeares Solicitors andvisiting professor of employment law at the University of Central England Checklist– Go through all manual and anticipated personnel data and check for any personalor sensitive personal data, such as any opinions about an employee, his raceand so on. Make sure all systems have been covered, including those held bydepartmental managers.– Remove any unnecessary or unhelpful data.– Devise a data protection policy:a) What do we need to hold and why? b) Who should have access to the information?c) Consider who should hold such information. d) Make time limits clear – 40 days for access to records and 21 days foryour reply to an access to information request. e) Make the exemptions clear, such as the administration of justiceexemption.f) How will disputes be dealt with? Follow the internal procedure first.g) Revise your disciplinary and grievance procedures to cover abuses of data.– Devise consent forms for processing personal data as well as processingsensitive personal data.– Devise plans for the regular updating of information. You should considerthe regular circulation for new addresses and so on.– Make sure new employee information is taken correctly.– Work out how you will answer requests for information within 40 days andwhether you will make an administrative charge (up to 10).– Plan to revise policies as soon as the Data Protection Commissionerpublishes the Code of Practice, probably in summer 2000. Data Protection: Be preparedOn 1 Feb 2000 in Personnel Todaylast_img read more

HR directors now receive share option incentives

first_img Growing numbers of HR directors are beginning to enjoy senior management perks such as share options, according to a report.The study by consultancy Towers Perrin found HR directors in 18 out of 26 countries are now given share options as long-term incentives compared with six four years ago. Damian Carnell of Towers Perrin said, “It is no accident that the use of stock as a compensation device coincides with the emerging appreciation of human capital as a key area for sustained competitive advantage.”Employers recognise that employees who directly share in company financial results are more likely to be engaged, which in turn tends to correlate to higher corporate performance.”The Towers Perrin 2000 worldwide total remuneration report also found nearly one in four employees said they would accept lower pay increases in exchange for more incentives.Nearly two-thirds said they believe that when employees own company stock they feel more committed to the company’s success. The report also found HR directors in Argentina are the best paid, beating the US, Brazil, Belgium and UK. But UK accountants beat the rest when it comes to pay levels, earning almost double that of their European colleagues.Middle management accountants are also benefiting from better remuneration packages. Four years ago few received long-term incentives but now the US, UK and South Africa pay them incentives such as share options.UK accountants were not the only ones at the top of the pay league: UK chief executives also earn more than their continental colleagues. Overall, the United States still leads the way in providing long-term incentives to employees primarily by offering stock options. But the authors believe that in an increasingly global talent pool other countries are being forced to follow suit.www.towersperrin.com By Kathy Watson Comments are closed. Previous Article Next Article HR directors now receive share option incentivesOn 14 Nov 2000 in Personnel Today Related posts:No related photos.last_img read more