Management at most overcrowded and most COVID-hit hospital apologise to patients ‘waiting over 100 hours’ for a bed Dr Siobhan Gallagher, Consultant Paediatrician, UL Hospitals Group, second from left, receives a donation from Helen Cunneen, Children’s Ark Development Group, for the refurbishment of the outdoor play area at the Children’s Ark, University Hospital Limerick. Also pictured are Margaret Gleeson, Chief Director of Nursing and Midwifery, UL Hospitals Group; Beryl Carswell and Avril Condell, Children’s Ark Development Group/Children in Hospital Ireland Limerick branch; and Dr Gerry Burke, Clinical Director, Maternal and Child Health Directorate, UL Hospitals Group.The Children’s Ark in University Hospital Limerick has received a donation courtesy of Helen Cunneen of Children’s Ark Development group for the refurbishment of the outdoor play area.The donation was accepted by Dr. Siobhan Gallaher Consultant Paediatrician for UL Hospitals Group. Also present were Margaret Gleeson, Chief Director of Nursing and Midwifery, UL Hospitals Group; Beryl Carswell and Avril Condell, Children’s Ark Development Group/Children in Hospital Ireland Limerick branch and Dr Gerry Burke, Clinical Director, Maternal and Child Health Directorate, UL Hospitals Group.The project includes a variety of play-based, activity equipment; specialised fitness equipment for patients with cystic fibrosis; multi-sensory play panels and a partially covered all weather play area. The courtyard’s design will provide a safe environment for all paediatric patients and a holistic space for parents and carers to relax in. It is anticipated that the project will be completed by summer 2018.Sign up for the weekly Limerick Post newsletter Sign Up More about health here. Print Facebook 53 patients waiting for beds at UHL University Hospital Limerick Christmas Gift appeal for children in Direct Provision WhatsApp Linkedin Email Numbers of Limerick hospital group staff sidelined by COVID-19 reduces by 162 in past 7 days TAGSChildren’s ArkdonationHelen Cunnennuniversity hospital limerick RELATED ARTICLESMORE FROM AUTHOR NewsHealthChildren’s Ark playground in University Hospital Limerick receives a donationBy Staff Reporter – March 12, 2018 2267 Advertisement 64 patients waiting for beds in UHL Previous articleCompetition winnerNext articleTwo sets of friends from Limerick are finalists in friendship competition Staff Reporterhttp://www.limerickpost.ie Twitter Updated statement on service disruptions UL Hospitals Group
Comments are closed. Related posts:No related photos. Previous Article Next Article From the reference manualOn 1 Mar 2003 in Personnel Today In this series, we delve into the XpertHR reference manual to findessential information relating to one of our features. This month’s topic isemployment contractsSUMMARY– It is important for contract terms to be in writing – Terms may be assumed by the courts to be implied if there are no writtenterms – The contract should be seen as a flexible compromise between the needs ofthe parties – The contract assumes great importance when the parties are in dispute – Statutory protection for employees may be dependent on the contract terms IMPORTANCE OF WRITTEN TERMSInevitably, there will be disagreements about the terms and conditions ofemployment. These can be solved without recourse to litigation if the contractterms are clear and unambiguous. If the terms are verbal, or not evenspecifically agreed upon by the parties involved, the situation is ripe fordispute, and there is nothing to hand to clarify the terms. It should not be assumed that verbal terms cannot be proved. The claimant –frequently the employee – must prove their claim, and if they have someevidence, the burden of proof passes to the employer. The court or tribunalwill then make its decision on the balance of probabilities. In practice, theevidence may be no more than what each party alleges it said or heard.Therefore, both employee and employer statistically have a 50 per cent chanceof success. If terms are verbally agreed, it is helpful to have a note of these terms,either made at the time, or immediately afterwards. This could be placed onfile or take the form of a letter confirming the agreement or new term. This isnot absolute proof of the term, but it is admissible evidence, and can bevaluable. Key terms, such as work, location, hours, pay, holiday and notice, have tobe given to the employee in writing by the end of their second month ofemployment. This is not a contract, but good evidence of the terms as seen bythe employer. IMPLIED TERMSIf there is no written agreement on a particular issue, the court ortribunal may assume a term is implied. This could be based on: – The conduct of the parties – A custom in the workplace, trade or area of employment or the region ofemployment – A custom implied in common law – The fact the court or tribunal believes the parties would have agreed tothe term had it been put to them Reliance on implied terms only results in uncertainty, as there can be noguarantee that a term will be implied or what that term will be. As impliedterms cannot override an express term, it is advisable to put the terms inwriting. IMPORTANCE OF THE CONTRACTThe contract does not have to be fair or reasonable – the courts willenforce it as agreed. However, a contract too one-sided is not likely to resultin a long or harmonious relationship. The contract is best regarded as acompromise between the (sometimes conflicting) needs of both parties. There is no automatic power to change the contract terms. So an employerwanting flexibility must build this into the employee’s contract. Similarly,neither employer nor employee should assume that conduct contrary to thecontract terms, means the actual contract has changed. Conduct or custom canfill the gaps in the contract, but do not override contract terms. The most generally recognised benefit of the contract – especially a writtenone – is its usefulness in avoiding disputes. It is decisive in a breach ofcontract claim, as the contract terms alone can be taken into account. It is less decisive in unfair dismissal claims, although it is certainlyimportant when the employee alleges constructive unfair dismissal. This iswhere the employee has resigned, but their resignation has been caused by aserious breach of contract by the employer (Employment Rights Act 1996, section95(1)(c)). This breach must be a breach of an actual contract term such as in WesternExcavating (ECC) Limited v Sharp 1978 IRLR 27 CA. But when deciding whether the dismissal was fair, the contract terms are notall-powerful. The tribunal may decide the dismissal was fair, even if theemployer has broken the contract. In Farrant v The Woodroffe School 1998 IRLR 176 EAT, the employerinsisted on a change of duties, even though it was in breach of contract. Theemployer had been wrongly advised that it had a legal right to make the change.However, taking all the circumstances into account, the Employment AppealTribunal decided that the dismissal was fair. STATUTORY PROVISIONSSome statutory provisions are based on the contract terms, and protection againstunfair dismissal is only given to employees. It is dependent on the contractbeing one of employment, and is generally denied to the self-employed. Theyhave some limited rights to claim unfair dismissal, such as when they have beendismissed because they sought to exercise their right to a representative indisciplinary or grievance proceedings (Employment Relations Act 1999, section13 referring to the Employment Rights Act 1996, section 230(3)). In other situations, statute provides a minimum benefit which replaces anylesser term in the contract, as with statutory minimum notice in the EmploymentRights Act 1996, section 86. PRACTICAL EXAMPLEFacts: A shop expected its staff to work additional hours in therun-up to Christmas. The contract made no provision for overtime, simplystating that their hours of work were ‘9am to 5.30pm with an hour for lunch’.The staff had worked the additional Christmas hours for several years withoutcomplaint, but this year there had been a pay dispute, and the employees werenot happy. They refused to work the additional hours, so the employer held adisciplinary hearing and dismissed them. It was surprised when the tribunalupheld the employees’ claims of breach of contract and unfair dismissal. Comment: The contract set out the hours of work. The custom ofworking the additional hours did not change the express contract term, so theemployer had broken the contract. It had dismissed the employees for refusingto do something they were not legally bound to do. This is normally ruled as anunfair dismissal, and would be here. The employer should have carefully considered the work requirements andincluded a contractual term permitting them to require staff to work overtime.It would be difficult to change the contract to include such a term as theemployees would be unlikely to accept it and there is no automatic right tochange the terms. But, having restored good relations with staff beforehand,this is what the employer needs to do. If this cannot be achieved, then theemployer would need to be more conciliatory in its overtime requests.QUESTIONS& ANSWERSWhyare written terms of employment important?Disagreementsover the terms and conditions of employment can be solved without litigation ifthe contract terms are clear and unambiguous. When the terms are agreedverbally, or are not agreed to by both parties, the situation is open todispute. Terms agreed verbally should be noted either at the time of theagreement, or immediately afterwards.Whatare written particulars and when should the employee receive them?Writtenparticulars of the key terms of employment, such as hours, pay, holiday andnotice, must be given to the employee in writing by the end of their secondmonth of employment. That statement is not the actual contract, but providesgood evidence of the terms as seen by the employer.Whathappens if there is no written agreement of the contractual terms?Thecourt or tribunal may assume a term is implied based on the conduct of theparties, a custom in the workplace or the industry as a whole, a custom impliedat common law, or its belief that the parties would have agreed the term had itbeen put to them. Relianceon implied terms results in uncertainty, so it is best to put all contractterms in writing.Canworkplace custom or conduct override the written terms of a contract?Notusually. The courts tend to enforce the contract as agreed. The contract doesnot have to be fair or reasonable. An employer requiring flexibility must buildthis into the staff contract. Neither employer nor employee should assume thatconduct contrary to the contract terms would change the contract. Conduct orcustom can fill the gaps in the contract, but cannot usually override the contractterms. However, it is possible for custom to override written terms – if, forexample, it has been customary for many years to ignore a written term, and theemployees have reasonably come to expect it to be ignored. Inwhat types of dispute are contracts important?Ina breach of contract claim, the terms are decisive. They are less decisive inunfair dismissal claims, although they are important when the employee allegesconstructive unfair dismissal. This is where the employee has resigned, buttheir resignation was caused by a serious breach of contract by the employer. Inredundancy cases, tribunals do not always use the contractual definitions wheninterpreting the statutory redundancy provisions.Arestatutory provisions dependent on the type of contract?Somestatutory rights, such as unfair dismissal and redundancy pay, are dependent onthe contract being one of employment, and are generally denied to those who areself-employed.
December 29, 2017 Police Blotter122917 Batesville Police Blotter122917 Decatur County EMS Report122917 Decatur County Fire Report122917 Decatur County Jail Report122917 Decatur County Law Report
DES MOINES — Roster management becomes even more crucial for spring coaches whose athletes all received an extra year of eligibility last week. The Drake softball team had only three seniors on this year’s squad and coach Rich Calvert does not believe any of them will take advantage of the extra year.Calvert says it becomes more complicated when looking at the younger classes.Calvert says it is an issue all coaches need to work through.Drake was 8-16 overall before their season was cut short. AMES — College athletic departments took a major financial hit with the cancellation of the NCAA basketball tournament. The loss of the football season would be catastrophic. Iowa State athletic director Jamie Pollard slashed coaches salaries and bonuses after his department lost five million dollars of tournament revenue.As the economic driving force Pollard says they can ill afford the loss of football.Pollard says options are already being discussed for football.Iowa State is scheduled to start the 2020 season on September 5th hosting South Dakota. IOWA CITY, Iowa (AP) — Cordell Pemsl is leaving Iowa to play his final season at another school as a graduate transfer. The 6-foot-8, 248-pound forward from Dubuque averaged six points and just over four rebounds per game in 96 games. Pemsl had three major surgeries over the last six years and was a reserve exclusively after starting 14 games as a freshman. He thanked his teammates, coaches, school and fans for a memorable four years. TONIGHT:AM-1300 KGLO — 2009 American League Central playoff — Minnesota Twins vs. Detroit Tigers — 7:00 MASON CITY — The North Iowa Bulls have been named the “Organization of the Year” by the North American Tier 3 Hockey League. It’s the fourth time the Bulls have won the award, winning it in 2014 and 2018, and sharing it with the Metro Jets in 2016. The four total awards are the most of any team in the NA3HL. The Bulls new home at the Mason City downtown arena led them to shatter attendance records during the season. The Bulls averaged 1242 fans per game for the season, with that number being 1585 fans per game once they moved into their new home. 11 Bulls players and alumni have made college commitments for next season. The Bulls finished 38-7-2-0 on the season, winning the West Division title and the team’s seventh division championship in nine years before the Fraser Cup post-season tournament was canceled due to the COVID-19 crisis.
How to Write a Welcome Email to New Employees? klint finley Why You Love Online Quizzes A few months ago, Nodejitsu co-founder Marak Squires wrote “The day’s of resumes and references for developers are slowly dying.” Squires sends his Github account to potential employers before he sends a résumé.With that in mind, check out My Github Résumé, a web application that will generate a résumé from a Github account.Here’s one for our resident hacker Tyler Gillies: Tags:#hack#Tools Related Posts The creator, David Coallier, notes:This is the first version, please keep in mind that it only fetches your first 30 repositories for now. I am planning on adding things as such as your most committed forks, most committed repositories and make the “My Popular Repositories” be built from your complete list of repositories. The issue right now is say you have 37 repositories, this will only retrieve the first 30 repositories that were created. I’ll put a note here when this is fixed or feel free to fork the page, make changes and send them back 🙂Photo by CharlotWest 7 Types of Video that will Make a Massive Impac… Growing Phone Scams: 5 Tips To Avoid
F2 steadies ship in time, turns back fighting Sta. Lucia Heart Evangelista admits she’s pregnant… with chicken Sports Related Videospowered by AdSparcRead Next World’s 50 Best Restaurants launches new drinking and dining guide Robredo: True leaders perform well despite having ‘uninspiring’ boss PLAY LIST 02:49Robredo: True leaders perform well despite having ‘uninspiring’ boss02:42PH underwater hockey team aims to make waves in SEA Games01:44Philippines marks anniversary of massacre with calls for justice01:19Fire erupts in Barangay Tatalon in Quezon City01:07Trump talks impeachment while meeting NCAA athletes02:49World-class track facilities installed at NCC for SEA Games Lacson: SEA Games fund put in foundation like ‘Napoles case’ MOST READ What ‘missteps’? WATCH: Firefighters rescue baby seal found in parking garage Ethel Booba on hotel’s clarification that ‘kikiam’ is ‘chicken sausage’: ‘Kung di pa pansinin, baka isipin nila ok lang’ Don’t miss out on the latest news and information. FC Meralco Manila dropped points for the second straight match after the Sparks were held to a 1-1 stalemate by a gritty Stallion Laguna side Saturday night in the Philippines Football League at Rizal Memorial Stadium.Playing their third game in eight days, the Sparks ran out of steam after a strong start, allowing Stallion substitute Jess Melliza to equalize at the hour-mark for a second consecutive draw.ADVERTISEMENT 1 dead in Cavite blast, fire Meralco, which battled the Davao Aguilas to a 2-2 stalemate in Tagum City last Wednesday, remains on top of the table with 17 points from seven matches. A first victory remained elusive for Stallion, which has three points from six matches, although coach Ernie Nierras’ men finally ended a three-game scoreless spell.“For us, it’s a setback,” said Sparks coach Aris Caslib, who missed James Younghusband (injury) and Simon Greatwich (suspension). “We were expecting young players to step up for this game, but the demands of the match were very high.”FEATURED STORIESSPORTSSEA Games: Biñan football stadium stands out in preparedness, completionSPORTSPrivate companies step in to help SEA Games hostingSPORTSMalditas save PH from shutoutSkipper Phil Younghusband gave the Sparks the lead from the penalty box in the 14th minute but Stallion tied the match in the 60th minute when Fitch Arboleda set up Melliza for the equalizer. Cayetano to unmask people behind ‘smear campaign’ vs him, SEA Games LATEST STORIES View comments