PORT ST. LUCIE, Fla. – Andy Mickelson shot a 4-under 68 on Saturday to take a two-stroke lead into the final round of the PGA Assistant Championship. Mickelson (no kin to Phil) is a PGA apprentice at Mistwood Golf Club in Romeoville, Illinois. He had an 15-under 201 total and has played 47 straight holes without a bogey on PGA Golf Club’s Wanamaker Course. “I am driving it great right now and I’ve hit a ton of greens. So yes, I am staying out of trouble,” Mickelson said. “I’m not putting incredibly well, but if you have enough looks, you’ll find a few birdies. My target number today was 69. I figured if I shot that, I’d have the lead heading into the final round. So I did one better and that’s a big positive.” Adam Rainaud of South Hadley, Massachusetts, was second after a 66. Karen Paolozzi of Atlanta, the lone woman in the field, was tied for 37th at 1 under after a 73.
The senior judge in charge of modernising the courts service has hit out at ‘ill-informed comments’ from lawyers and ‘misunderstandings’ about controversial plans to test out-of-hours courts.In a letter despatched over the weekend, Lord Justice Fulford sets out to ‘demystify’ the flexible hours courts pilot, insisting the plans are ’not a disguised attempt to persuade, or force… legal professionals and others to spend more time at court than they do at present’. The letter was sent to all judges via the judicial intranet and the Law Society and Bar Council, a spokesman for HM Judiciary said.Court sessions will be split so as to enable a longer court day – but populated by different people, the judge says.Last week HM Courts & Tribunal Service confirmed details of the new pilot, to take place over six months from this autumn. Six courts have been selected, as was mooted back in March before the testing was put back by the general election. The plans are proving highly controversial, with the Criminal Bar Association pledging to support barristers who refuse to participate in the ’fundamentally flawed’ scheme.’In my capacity as the Judge in Charge of Reform, and in light of public comments – particularly from members of the legal profession – I thought it would be helpful to attempt to demystify the proposed Flexible Operating Hours Pilots,’ Fulford writes. ’I regret the extent of the widely-broadcast misunderstandings and ill-informed comments from a range of sources.’The Judicial Executive Board has discussed the proposed pilots on a number of occasions. It is vital that we improve the use of the courts and tribunals’ estate. We already struggle to maintain our buildings and it is hard to justify spending scarce funds on courts and tribunals that are not adequately utilised. We must use our assets to the greatest possible (but always sensible) extent, without asking anyone to work longer hours than at present.’Fulford acknowledges concerns raised by lawyers about the impact of flexible hours on diversity in the professions and how they will work. But he adds: ’We have listened to these concerns, but the whole point of running the pilots is to test fully all the concerns expressed. We approach this project with an entirely open mind as to whether flexible operating hours is a viable goal.’If it works it works; if it doesn’t, it doesn’t…a significant, detrimental impact on diversity in the professions is not a price judges are willing to pay.’Fulford notes that previous initiatives testing flexible court sittings have failed. But he stresses that lawyers are now operating in a ‘radically altered world’ in which ’digital and IT changes are transforming the opportunities for moving cases readily between judges, advocates and venues far more readily than in yesteryear, and there is a marked improvement in our preparedness to operate outside jurisdictional silos’.The project team has developed an ‘Invitation To Tender’ to secure experts in independent evaluation.Fulford stresses that there are no plans for a national rollout, concluding: ’If the ideas [the pilots] explore do not pass muster, then they will fade into history at the end of the six-month period. However, if any of the models succeed, we will consider with HMCTS the circumstances in which we may repeat the relevant arrangements on a more regular basis.’Law Society president Joe Egan commented: ’Fees for criminal legal aid work were frozen in cash terms for more than 20 years, and then substantially cut. Criminal legal aid practices already operate at little or no profit. Under this new government plan solicitors would be expected to attend court during unsocial hours for no uplift in pay. Firms would have to pay out additional staff costs without any compensation. It is not acceptable to operate a pilot without paying solicitors properly for the additional cost they will incur as a result.’
Your Pittsburgh Steelers will celebrate “50 years” of training camps this year with a party for the fans starting at noon on July 26th at St. Vincent College in Latrobe. Food, music, vets, games, prizes, the whole nine yards. If you’re a true fan, you’ll get there. Here we go Steelers. Here we go!!! < You Have Just Crossed the Finish Line > Dez Bryant signs with the Cowboys for $70 million $ $ $. Guess that tells you who’s who and who’s not. Mark your calendar for Saturday, October 17th for the 2nd Annual Pittsburgh City League All-Sports Hall of Fame Inductions honoring the best of the best from the City League. Wyndham Hotel, Oakland, 6:00 p.m. reception, 7:00 p.m. event. Call (412) 628-4856 for information. A. J. Burnett stood tall and took it like a pro, but I know he’s fuming inside. You mean to tell me he makes the All-Star game for the first time in his “16 year” baseball history and they couldn’t put him in the game for one inning . . . c’mon man!!! BILL NEALYou can say what you want . . . and I know you will . . . but it took a lot of nerve for Bruce Jenner, a/k/a Caitlyn Jenner to go center stage at the ESPY’s and come all the way out of the closet as a transgender person. I don’t care, never did. To each their own and everybody has to find “their corner in the sky.” But, I can tell you this, if you want any secret I’ve got, you’re gonna have to open the casket after I’m dead and get ’em. I ain’t telling nothin! So you all think that Bill Cosby acted alone in this alleged assault on women . . . has anyone thought to ask “Fat Albert” what his role in this whole thing was. I’m just sayin! You know that old saying what goes around comes around? Well Tiger Woods is the proud owner of that saying now. The man can’t catch a break to save his cheatin life . . . oops, my bad! Even you hard core Tiger haters must admit this poor guy has suffered enough. The Armon Gilliam Memorial “Hard Work” Youth Basketball Camp is set for August 15th and 16th for boys and girls ages 8-16 years at the Penn Hill YMCA. $25 for the entire weekend. Complete supervision, college and pro players and coaches, lunch both days, camp t-shirt, training and weight lifting instructions, skills and drills and games. Call (412) 628-4856 to register now. Only 100 spots available. (412) 628-4856.
It’s day two of the Curragh’s Derby weekend with the first race off at 3.15pm and two group races. The Group 2 Comer Group International Curragh Cup at 3.45pm and the Group One Pretty Polly Stakes at 5.25pm. George McDonagh reports… print WhatsApp Facebook Twitter Email Our best bet is Westwood (10/1 E-Way) running in the 6.25pm.
The problem of employee theft is well-documented, with recent figures suggesting that the majority of workers have stolen from their employers. Retail theft is a particularly acute challenge, given the ready access to cash and stock. The financial impact of employee theft on retail businesses is considerable, with some surveys estimating that employees account for between 30 and 45 percent of retail crime losses, far in excess of those resulting from external shoplifting. Against this background, what steps should retail employers take to protect themselves from employee dishonesty, and what are the constraints?Pre-Employment ScreeningOnly a minority of employee thieves face any adverse consequences, including dismissal or a criminal investigation arising from their theft. This is because many retailers simply do not have the resources to identify the culprit and, in practice, it is often difficult to catch them in action; theft being typically identified through cash losses, sale irregularities, stock inventories and other means.Given that detecting and identifying employee theft can be challenging for businesses, a sensible strategy is to put measures in place to avoid hiring dishonest employees in the first place. This involves instituting a pre-employment screening programme, or reviewing the effectiveness of existing screening processes.- Sponsor – Pre-employment screening practices may include:Verifying personal background information provided by a candidate looking for employment, such as his/her education and qualifications;Checking the candidate’s references with previous employers; andUndertaking identification, criminal, and credit-history checks.Screening and the LawLegal constraints limit the scope of pre-employment screening permitted in European Union (E.U.) countries. This reflects, in large part, the E.U. Data Protection Directive that in this context aims to strike a balance between the employer’s needs and the candidate’s right to carry respect for his or her private life. Cultural expectations around privacy also play a part in shaping employer requests for background checks in different E.U. countries.In most E.U. countries, background checks are only permitted if they are relevant and proportionate to the role, and the candidate’s consent is required in order for the checks to be carried out. An employer can generally refuse to hire a candidate based on the findings of the background check, although the candidate may request access to the information collected that led to this decision. Many E.U. countries strictly enforce the rules limiting background checks, and businesses are advised to take them seriously as breaching them can lead to financial and other penalties.Across the E.U. there are varying rules about criminal record checks, with most countries applying strict controls. For example, this might include only permitting the disclosure of unspent convictions.Screening in Practice across EuropeWhile this summarises the position in relation to pre-employment screening in the E.U., there are some nuances across countries. For example, in general terms:It is not common for employers to carry out credit and criminal records checks in Ireland due to practical difficulties in obtaining the information, although candidates can be required to declare any relevant criminal convictions.Checks concerning identity and criminal history are quite common in Italy. However, criminal record checks can only reveal unspent convictions and must be requested specifically by the candidate; and then only if the potential job involves a high degree of trust. Consultation with the works councils is necessary when introducing a policy on pre-employment screening.Credit history checks are not allowed in the Czech Republic. That apart, background checks are quite common.In Finland, if the employer has at least thirty employees, it must negotiate general principles and practices for collecting information from candidates and employees during and after recruitment with its employees and/or employee representatives.In Germany, works council consultation may be triggered where the employer only hires candidates successfully passing pre-employment screening. It is not common to ask former employers for references, as employers are under an obligation to provide departing employees with a written reference on termination. Candidates will therefore normally provide the employer with copies of all written references when applying for a job.In France and Poland, restrictions operate to limit most credit and criminal history checks, with some exceptions for criminal checks. For example, this may apply in relation to some security or financial-sector positions.When introducing pre-employment screening in E.U. countries, employers should explain to candidates as early as is reasonably practicable in the recruitment process, the nature of the verification process and the methods used to carry it out. They should only request information that can be justified in terms of the role offered, and prior consent should be obtained. Local laws may impose additional legal constraints.Monitoring EmployeesMonitoring employees, such as using CCTV to deter dishonesty or collect evidence in the event of suspected thefts, is a common occurrence in retail businesses. Again, E.U. data-protection laws require the employer to balance its needs with an employee’s right to privacy when installing and operating workplace monitoring.Typically, across the E.U. there are legal constraints that require the employer to inform employees, in as much detail as possible, about the manner in which they will be monitored and to only conduct monitoring that is relevant, justified, and proportionate. Consent is usually also necessary.Covert monitoring is strictly controlled. For example, in the U.K. it should only be carried out as a last resort, be time limited, sanctioned by senior management, and be required by law or instituted to prevent or detect criminal activity or malpractice. These conditions are difficult to satisfy in practice, and mean such monitoring can only be justified where other means of detection have failed and in sufficiently serious circumstances.Lawfully Terminating EmploymentThere will be occasions where an employee is caught stealing, or the employer is satisfied that he or she is responsible for a theft and wishes to terminate the employment. The law and practice regulating the termination of contracts for misconduct differs across the E.U. This reflects the absence of any harmonising E.U. law around dismissal on grounds related to the individual, as opposed to, for example, on economic grounds such as redundancies. This means that it is left to each country to decide how to regulate individual employee theft dismissals.Despite this, there are some general themes that emerge from the regulation of employee terminations on the grounds of misconduct across Europe:A serious incident of employee theft is likely to amount to gross misconduct, which may entitle the employer to terminate employment without lengthy notice.An employer should follow a fair procedure before the termination. While the detail of the procedure varies across E.U. countries, it will usually include informing all workers during their employment of the consequences of committing employee theft, for example, in a readily available disciplinary code; conducting a thorough and independent fact-finding investigation in response to specific allegations of employee dishonesty; providing a written statement of the theft allegations to the employee before meeting with him or her; allowing the employee to put forward a defence; and ensuring that the process is not subject to undue delay.Most countries require the notice of termination to be put in writing.In some E.U. countries, there are set time periods within which the employer must act following the discovery of the employee theft, as in the following examples:In the Czech Republic a period of two months applies.In Germany, it is two weeks.In others, the trade union or works council must be informed in advance if the termination is to be valid.In Sweden, if the employee is a union member, the employer must notify the local union, which is entitled to consult with the employee before the termination takes place. If consultation is requested by the trade union, the employer cannot give notice until the consultation is concluded.Minor or petty theft, in itself, may not provide sufficient cause to justify immediate termination in some countries, and a warning may instead be appropriate or a termination with notice.Awareness and Other ProgrammesMany retail businesses, aiming to keep employee theft at a minimum, will screen potential job candidates for high-risk roles, monitor employee conduct in the workplace, and act to remove employees reasonably believed to have committed theft. In addition, as retailers increasingly operate and expand their brands’ appeal across borders, the preference is often to adopt consistent recruitment policies and rules across countries.Outside of the specific options identified above, other HR employment practices can help reduce employee theft:Embedding an organisational culture that promotes honesty and vigilance.Promoting fair reward and recognition to reduce the risk of theft arising from staff feeling underpaid and undervalued.Operating a whistle-blowing facility to allow employees to confidentially report concerns about the conduct of others.Having clear rules around transactions, such as not serving family and friends, and rules around the use of discount cards.Training employees, for example, to make them aware that theft is monitored, that there is a risk of them being detected, and the implications of breaching company procedures.As employee theft continues to challenge retailers, big and small, employing a range of these tactics can help tackle this growing problem.This article was first published in LP Magazine EU in the Autumn edition 2014 and updated in May 2016. 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Debbie Wilson Joe Biskup William Chan Trevor Jolly Mens 30’s Mark Hartley Allan Watts Darren Jones Michael McDonald Derek Duguid Dennis Coffey Trevor Strahan Ben Smith Theresa Lowe Manu Wakely Shane Fredericksen Jason McNamara Sue Howard Chris Benfield John Howard Coaching Staff Danny Bretherton Andrew Keayes Mick Lennon Cathy Ring Senior Mixed Touch Football Australia have announced Australian Senior Teams for the Federation of International Touch (FIT) World Cup to be played in Stellenbosch South Africa 17-21 January 2007.Australia will field teams in all seven divisions on offer at the 2007 FIT World Cup, including the four senior divisions.Australia will defend its World Champion tag in the Men’s Open, Women’s Open, Mixed Open, and Men’s 35’s divisions, with the Men’s 40’s and Mixed 30’s divisions back on the FIT World Cup competition program after an absence since 1999.Touch Football Australia congratulate the following players and coaching and support staff on their National selection and wish them well for their participation in the 2007 FIT World Cup. Sue Salter Michael Cheung Coaching Staff John Moujali George Ornealas Tracey Williamson Paul Ridder Dave Raper Dean Taylor Barry Jackson Lars Hanson Mark Hearnden Chris Hill Tim Kitchingham John Samin Anthony Dudeck Peter Sanders Brandon McDonald Adam Fahim Rachel Byrne John Collins Wayne Gleeson Russell Cox Mitch Bonaventura Emmanuel Bughiar Craig Green Clynton Wastell Craig Slavin David Kafoa Ian Jordan Matt Barclay Wayne Grant David Roberts Chris Ferguson Men’s 40’s Barry Gibson Len Ryan Chris Jonson Dionne Kelvin Christian Browne Coaching Staff Men’s 35’s Coaching Staff Ferno Harb Ashley Taylor Ron Connelly Amanda Bourne Paul Thommason Scott Danswan Matt Russell Robyn Kildare John Singh Jeff Cheung Moses Choy Peter Wandl Pule Latoa
VICTORIA, B.C. — The B.C. government issued a notice this week that emergency alerts issued through the national Alert Ready program will be able to be sent to compatible wireless devices such as smartphones starting April 6th.Wireless alerts will be publicly tested for the first time in B.C. on May 9th at 1:55 p.m. local time, in addition to tests on radio and television stations. On April 6th of last year, the CRTC mandated that wireless service providers be capable of sending wireless public alerts in Canada in one year’s time.A similar system made headlines in early January when a warning of an imminent ballistic missile attack in Hawaii was sent to cellphone users via the U.S. Commercial Mobile Alert System. That warning turned out to be a false alarm. “Accurate and timely information in an emergency situation can save lives and livelihoods, and we need to deploy every tool available to alert people of potential public safety threats,” said Mike Farnworth, Minister of Public Safety and Solicitor General. “As technology improves, we are always looking for new ways to broaden our reach and reduce the time it takes to communicate critical safety information. Wireless alerts will help us achieve both of those objectives.”The government said today that Emergency Management B.C. will initially issue such alerts for tsunami threats only, with an expansion including other hazards and emergencies possibly being considered in the future.
FORT ST. JOHN, B.C. – The RCMP want to remind drivers to slow down for the current winter driving conditions.The RCMP shared, with snow clearing taking place on some of the streets and avenues, conditions can improve immensely but they can also become more slippery, depending on a variety of factors. Recently, while the RCMP attended a motor vehicle collision between two vehicles at a high use intersection, another collision occurred between two more vehicles.Road conditions may be contributing factors but drivers can still be ticketed for Speed Relative to Conditions for a fine of $167.00 (Sec. 144(1)(c) Motor Vehicle Act) as they did not slow down enough to maintain control as they approached the intersection. “The known or posted speed signs don’t change on our roads,” said Cst Neustaeter, “but conditions do.”A person must not drive at a speed that is excessive relative to the road, traffic, visibility or weather conditions, shared the RCMP.The RCMP are reminding drivers to be aware of where pedestrians may interact with traffic such as crosswalks and when pedestrians enter the roadway to get into their vehicles. The road can be uneven and slippery for pedestrians. Drivers who slow down have more time to react if the pedestrian slips or falls.Drivers are responsible for driving at a reasonable speed that protects them from sliding through intersections, causing a collision with another vehicle or person. These collisions are preventable when drivers slow down and drive relative to conditions shared the RCMP.
After leading Ohio State to a perfect season, Urban Meyer is a finalist for the Eddie Robinson Coach of the Year Award, according to the Football Writers Association of America. In his first year in Columbus, Meyer led the Buckeyes to a 12-0 record and their first undefeated season since 2002. His nomination for the honor, which is given to college football’s best coach, isn’t anything new. Meyer, who is the sport’s second-winningest active Football Bowl Subdivision coach, won the award after leading Utah to a 12-0 mark in 2004. While at Florida, Meyer was nominated for the accolade in 2008 – a season that saw him lead the Gators to a national championship. Meyer joins Gary Andersen (Utah State), Dave Doeren (Northern Illinois), Brian Kelly (Notre Dame), Will Muschamp (Florida), Bill O’Brien (Penn State), David Shaw (Stanford), Bill Snyder (Kansas State) and Kevin Sumlin (Texas A&M) as finalists for the award. Fellow Big Ten coach O’Brien was named the conference’s Coach of the Year on Nov. 27 after guiding the Nittany Lions to a 8-4 record this season. Among the nine coaches, only Meyer and Kelly led their respective teams to 12-0 records. While OSU is barred from the year’s postseason because of NCAA violations and subsequent penalties, the Fighting Irish are scheduled to play Alabama (12-1) in the BCS National Championship Game on Jan. 7. 2013. Meyer’s Buckeyes are ranked No. 3 in the Associated Press top 25 poll behind No. 1 Notre Dame and the No. 2 Alabama.
Crystal Palace winger Andros Townsend has risen to the defence of his misfiring teammate Christian BentekeThe Belgian forward was signed by Palace in 2016 for a club record fee of £30m from Liverpool.But Benteke hasn’t scored for the Eagles since April’s 5-0 thrashing of Leicester City.The 27-year-old also hasn’t managed an away goal since January and finished with only three Premier League goals last campaign.However, Benteke remains a regular at Selhurst Park under manager Roy Hodgson and Townsend believes there is a lot more to his teammate than what the stats suggest.How Joe Ward thanks his faith for his football Manuel R. Medina – September 13, 2019 Crystal Palace defender, Joel Ward, has thanked his Christian faith for helping him play football professionally and he explains why.“People focus on his goal record but he has offered a lot and played very well again,” Townsend told the Evening Standard.“With strikers, people tend to forget about the performance if they don’t score but Christian was good on Sunday and I’m sure he’ll be good again on Saturday.“It was a frustrating day for everyone. Christian played very well again. He had a chance [with a header from Townsend’s cross] but the goalkeeper made a great save.“He worked hard, he won a lot of headers, running the channel and causing all sorts of problems.”Benteke has scored a total of 20 goals in 73 appearances in all competitions for Palace.