Zeco Holdings Limited (ZECO.zw) listed on the Zimbabwe Stock Exchange under the Engineering sector has released it’s 2012 abridged results.For more information about Zeco Holdings Limited (ZECO.zw) reports, abridged reports, interim earnings results and earnings presentations, visit the Zeco Holdings Limited (ZECO.zw) company page on AfricanFinancials.Document: Zeco Holdings Limited (ZECO.zw) 2012 abridged results.Company ProfileZeco Holdings Limited builds rail wagons and locomotives through its subsidiaries for utilities in Zambia, Tanzania, Mozambique, Ethiopia and Kenya. Formerly known as Resco, the company also manufactures roller shutters, electronic garage doors, steel windows and doorframes, burglar bars, filing cabinets and agricultural implements for the Zimbabwe building and construction sector and export to countries in sub-Saharan Africa. In 2008, the company acquired all the assets held by Corbett Holdings (Private) Limited and its operating subsidiaries; Electrical and Mechanical Suppliers and Importers (Private) Limited, Halgor Estate (Private) Limited, FaiT Lux (Private) Limited and Zimplastics (Private) Limited. Zeco Holdings Limited is listed on the Zimbabwe Stock Exchange
Supermarket Sainsbury’s will donate 80,000 children’s books to Save the Children in support of child literacy in the UK.The donation includes a selection of books for four, five and six years plus, and features a range of illustrated stories, colouring books and educational titles. The books will be distributed to areas where Save the Children is working across the UK with the aim of encouraging children and families to get more enjoyment from reading.The donation was made as Sainsbury’s announced the winners of its second annual Sainsbury’s Children’s Book Awards. These are designed to highlight some of the best children’s books of the year. The judging panel include Melissa Smith, Head of the Born to Read programme at Save the Children.The shortlisted books will be promoted in Sainsbury’s stores in the run-up to Christmas.Emma Brewster, Sainsbury’s Children’s Book Buyer said:“Sainsbury’s is a strong supporter of child literacy and believe too many children leave primary school unable to read well enough to enjoy it and read for pleasure. The consequences of this can affect them throughout the rest of their lives and that’s why we wanted to help highlight the issue and do our bit to help through our annual Children’s Book Awards. As well as raising awareness we’re proud to work with Save the Children to get books into the hands of the right groups to get more children reading well throughout the UK.” 81 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Tagged with: corporate Sainsburys Save the Children Advertisement Sainsbury’s donates 80,000 children’s books to Save the Children About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving. Howard Lake | 7 October 2015 | News AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis
Tagged with: Celebrity Funding IG Advisors lightful social media Social media fundraising platform Lightful has secured £4m in Series A funding to expand its services and “to transform global charity sector”.The company claims that the funding represents the largest sum for an early-stage start-up in the social impact space.The Series A investors in the platform come from across the world of sport, the arts, business and technology. They include:Nick Mason of Pink FloydDario Franchitti, IndyCar championJeffrey Thomas, Lightful board memberAnnika Small, awarded OBE for services to social innovation and digital technologyLightful offers charities, individuals and social enterprises a single platform that enables organisations manage their social media content, supporter relationships and campaigns from a single dashboard. Integrated with Facebook, Twitter and LinkedIn, its tools include a story-builder, in-platform chat, and analytics tools. It can be used via desktop and by iOS and Android apps.It was founded in 2015 to revolutionise the way charities and social enterprises drive genuine positive action through social media.It was set up by Vinay Nair (CEO), Carlos Miranda (Chairman) and Johnny Murnane (COO), from Ireland, the US and Ireland respectively. Nair previously worked for J.P. Morgan and Social and Sustainable Capital, one of the largest social impact investors in the UK, and is currently practitioner-in-residence at Saïd Business School, Oxford University.Miranda, a serial social entrepreneur, is the founder of strategy consultancy I.G. Advisors and Social Misfits Media, where he consults a wide variety of philanthropists, foundations, companies, charities, and social enterprises, including the Bill and Melinda Gates Foundation and UN Women.Murnane had an extensive career in management consultancy, and previously headed up Bank of Ireland’s UK strategy division. #ReclaimSocial#ReclaimSocial movement gets underway what Lightful describes as “the lack of innovation in the sector”, andbuild bespoke technology solutions (e.g. community portals, donation pages for digital fundraising campaigns) for clientsThe funding will also help expand the work of Lightful’s R&D division, Lightful Labs, which is trialling experiential technology including artificial intelligence, machine learning, bots and voice recognition. Lightful is this month taking part in a charity tech hackathon with Comic Relief. Main image: Lightful founders (l-r) Carlos Miranda (Chairman), Vinay Nair (CEO) and Johnny Murnane (COO) Howard Lake | 9 February 2018 | News Lightful secures £4m in funding to expand its services internationally AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis17 This week Lightful launched #ReclaimSocial, its movement to “reclaim social media for social good”, designed to tackle recent claims that social media platforms like Facebook are “destroying society”.Lightful’s founders see its successful funding round as proof of interest in impact investing, following the £95m late-stage acquisition of JustGiving by Blackbaud.Vinay Nair, CEO & Co-Founder of Lightful, said of the successful funding round: “With claims that social media is destroying society and acting as a purveyor of hate speech, there’s clearly a significant opportunity to bring about change – and we believe the social impact space has a vital role to play. With the fantastic support from our incredible investors, we’re excited to try to make 2018 the year we can finally reclaim social media – for good.”Nick Mason, one of Lightful’s investors, said: “Many charities have been hampered by time consuming tasks and budget constraints which inhibit progress. The Lightful concept is easing some of these fundamental issues, and this is exemplified by the sheer number of organisations signing up to the platform. I’m excited to see what the next few months have in store.” What is the funding for?The money raised will be used to develop its core platform with voice recognition, ‘bots’ and machine learning projects. It will also enable the organisation to expand internationally, working with the charities and ‘beyond profit’ organisations (those who place purpose alongside profits) that make up the £1.5+ trillion social impact sector.Lightful has already signed up 1,800 charities, individuals and beyond profit organisations to mobilise causes on social media, including partnerships with Comic Relief and London’s Air Ambulance.In addition to its core platform, Lightful will be further investing in a full-service digital consultancy called Lightful Services. This will address: Advertisement 246 total views, 2 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis17 About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving. 245 total views, 1 views today
Top of the News Home of the Week: Unique Pasadena Home Located on Madeline Drive, Pasadena Pasadena Will Allow Vaccinated People to Go Without Masks in Most Settings Starting on Tuesday More Cool Stuff Business News Community News Community News Your email address will not be published. Required fields are marked * Herbeauty9 Of The Best Family Friendly Dog BreedsHerbeautyHerbeautyHerbeautyA Mental Health Chatbot Which Helps People With DepressionHerbeautyHerbeautyHerbeautyThink The Lost Weight Won’t Be Regained If You Stop Eating A Lot?HerbeautyHerbeautyHerbeautyThe Most Heartwarming Moments Between Father And DaughterHerbeautyHerbeautyHerbeauty5 Things To Avoid If You Want To Have Whiter TeethHerbeautyHerbeautyHerbeautyKeep Your Skin Flawless With These Indian Beauty RemediesHerbeautyHerbeauty 7 recommended0 commentsShareShareTweetSharePin it Get our daily Pasadena newspaper in your email box. Free.Get all the latest Pasadena news, more than 10 fresh stories daily, 7 days a week at 7 a.m. Name (required) Mail (required) (not be published) Website faithfernandez More » ShareTweetShare on Google+Pin on PinterestSend with WhatsApp,Virtual Schools PasadenaHomes Solve Community/Gov/Pub SafetyPASADENA EVENTS & ACTIVITIES CALENDARClick here for Movie Showtimes Pasadena’s ‘626 Day’ Aims to Celebrate City, Boost Local Economy Subscribe top box 4 New Film Tells Story of Mack Robinson and Other Black Olympians in 1936 Nazi Olympic Games From STAFF REPORTS Published on Wednesday, August 3, 2016 | 4:46 pm Make a comment EVENTS & ENTERTAINMENT | FOOD & DRINK | THE ARTS | REAL ESTATE | HOME & GARDEN | WELLNESS | SOCIAL SCENE | GETAWAYS | PARENTS & KIDS First Heatwave Expected Next Week Pasadena athlete Mack Robinson and 17 other black Americans defied Jim Crow and Adolf Hitler in 1936, and went on to win hearts and medals at the Summer Olympic Games in Berlin that year, even when they represented a country that considered them second-class citizens and competed in a country that rolled out the red carpet in spite of what was then an undercurrent of Aryan superiority and anti-Semitism.A new film being released August 5 tells the story of those storied days and people, the 18 black American Olympians – 16 men and two women – who were heroes for America in the Summer Olympics in Berlin, but returned home to a short-lived glory because at that time, racial segregation in most facets of American society, even in sports, was widely practiced.The film, “Olympic Pride, American Prejudice,” has been screened at several film festivals, including the Los Angeles Film Festival and the American Black Film Festival, and opens for theatrical release on Friday, August 5 in New York City and in Santa Monica, California.“Olympic Pride, American Prejudice,” which took four years to complete, now tells the story of the 17 other Americans, including Mack Robinson, Jackie Robinson’s elder brother. Mack Robinson placed second in the 200 meters at the U.S. Olympics Trials in 1936, earning a place on the Olympic Team. He went on to win the silver medal at the Olympics in Berlin, finishing 0.4 seconds behind Jesse Owens.Mack Robinson was born in Cairo, Georgia, in 1914. He and Jackie and his other siblings were left fatherless at an early age. Their mother, Mallie, was the sole support of the children. She performed in a variety of manual labour tasks, and moved with her children to Pasadena while the children were still young.Mack set national junior college records in the 100 meter, 200 meter, and long jump at Pasadena Junior College. Then he placed second in the 200 meters at the United States Olympic Trials in 1936, earning himself a place on the Olympic team.The movie’s release coincides with the 80th anniversary of the 1936 Olympics which many believed Hitler organized in Berlin as part of Nazi propaganda promoting Aryan racial superiority. The XI Olympiad played August 1 to 16 that year.Before this documentary, much of black Americans’ participation in the 1936 Olympics was centered on Jesse Owens, who won four gold medals in track and field and was the most successful athlete in that Olympics. At least two films have been made about Jesse Owens, one in 1984, and the latest, “Race,” released in February this year.Before the concept for the documentary was made, writer-director Deborah Riley Draper herself thought Jesse Owens was the only one on the 1936 Olympic Team.“After doing research, we discovered 17 others, including two women,” Draper tells the online TV program Black Hollywood Live Conversations. “It’s a really powerful story, because these are kids. They were on a boat for 10 days headed to Nazi Germany to represent America, where they were second-class citizens. And then when they get to Berlin, a few interesting things happen: they were able to get on the bus. They were able to get into restaurants and sit out and be served. So this really changed their perspective. And when they came home, while the stories may not have been known, you know the impact, because Mack Robinson – Jackie Robinson’s brother – was on that 1936 team. Ten years after Mack, Jackie Robinson breaks the color barrier in American baseball.”Draper, a former advertising executive, says she stumbled on the story of the 17 other Americans as she was researching on Valaida Snow, a trumpet player who was arrested while touring Denmark in 1941 and intered in a Nazi concentration camp for two years. When Snow returned, it was she who referenced the Olympians, and from her research, Draper knew about the 17 other Americans.“We started with – I think there were 18 people, we don’t quite know their names, we have this photograph where we could see their faces,” Draper says. “So then there’s this process of investigation, finding out who they are – the accurate names, then finding the families, finding the school records, finding the university records, and going over to Germany where the records were very intact.”Draper had to personally dig through a variety of sources, including such leading black newspapers of the day – the Chicago Defender, Pittsburgh Courier, the Baltimore Afro-American, among others – and stories in Ebony as well as obituaries.The film includes Draper’s subtitled interview with a German spectator from the 1936 Olympics.Blair Underwood officially narrates the documentary and does double duty as executive producer. But the voices of the actual Olympians can be heard throughout the film, as well as the voices of some of their children who had to tell of the heartbreak their parents felt for having their great accomplishments largely ignored at home.In the interview Black Hollywood Lives’ Conversations, Draper says the film tells a story that is a vital part of history and is as relevant today as it was almost 80 years ago.“I was fascinated that the grandchildren of slaves would be able to go to Germany and represent America, and then we lose sight of the story, it disappears,” Draper says in the interview, seen on YouTube at https://www.youtube.com/watch?v=5RZ8XtbN00U. “And I thought, wow, what would happen if all of these 18 young people were able to talk to young people of today and they were able to tell stories and create a pathway for the future, so that this next generation can understand what it feels like to break down stereotypes, what it feels like to kick in doors and do it in a way that’s really smart, really graceful, and a way that they can’t take it from you? These stories may be lost, but their impact lives forever. And I’m going to make sure that the story lives forever, too.“Olympic Pride, American Prejudice” opens at the Monica Film Center, 1332 2nd Street in Santa Monica, and plans to expand to 10 other cities in September.For more information on schedules, keep monitoring www.1936olympicsmovie.com.
A NEW surgical centre and outpatient facility at Croom orthopaedic hospital along with an increase in the number of long-stay patient beds at St. Ita’s Hospital in Newcastlewest are among developments planned by the HSE in Limerick.Sign up for the weekly Limerick Post newsletter Sign Up Confirmation that work is to proceed at both hospitals was welcomed this week by Limerick Fine Gael TD Patrick O’Donovan who said that this was as a result of discussions with the Department of Health and the HSE over many months.“Earlier this year, I organised a very productive meeting between Health Minister Leo Varadkar and representatives of the medical team in Croom. Before that, I facilitated a visit by the former Minister James Reilly to St. Ita’s where he met with the Hospital staff and representatives of the Friends of St. Ita’s.“Over the last number of months, I have met with the HSE in the Mid West on a number of occasions in relation to both hospitals to impress upon them the need for investment in the facilities and I am glad now to see that plans are being developed for both locations.”Deputy O’Donovan was told that the plans are at a very early stage “but I believe that the most important thing is that by working with the representatives and volunteers attached to both St. Ita’s and Croom, we have been able to get the HSE to see the value of prioritising the two hospitals for investment.“This initial phase of the process is probably the most important. Without a plan, money cannot be allocated from the HSE budget, so the fact that they have agreed to start this work and already have detailed proposals being put together is very positive.“The next steps will also be challenging where we have to fight for our share of the national HSE capital budget, but I am confident based on the commitment of the HSE locally that working together we can convince the HSE nationally to make these investments”, he added. Previous articleAmbulance crew shortages force stand-downsNext articleGardai arrest suspect in Newcastle West assault Bernie Englishhttp://www.limerickpost.ieBernie English has been working as a journalist in national and local media for more than thirty years. She worked as a staff journalist with the Irish Press and Evening Press before moving to Clare. She has worked as a freelance for all of the national newspaper titles and a staff journalist in Limerick, helping to launch the Limerick edition of The Evening Echo. Bernie was involved in the launch of The Clare People where she was responsible for business and industry news. WhatsApp Facebook Print Advertisement NewsCommunityDevelopments at Croom and St ItasBy Bernie English – August 25, 2015 1149 Linkedin Twitter Email
Facebook Derry Cllr angered as Creggan park forced to close By admin – October 17, 2016 75 positive cases of Covid confirmed in North Further drop in people receiving PUP in Donegal News Twitter Previous articleGlenswilly will now face Down champions in Ulster Senior Club Football ChampionshipNext articleCathaoirleach of Donegal County Council to launch new ASCENT program admin WhatsApp Pinterest Gardai continue to investigate Kilmacrennan fire Facebook Twitter RELATED ARTICLESMORE FROM AUTHOR Pinterest 365 additional cases of Covid-19 in Republic Man arrested on suspicion of drugs and criminal property offences in Derry Main Evening News, Sport and Obituaries Tuesday May 25th Google+ A Derry Councillor is angered after vandals have forced the closure of a park in the city.APEX Housing Association has closed the Creggan park on the grounds of health and safety for the foreseeable future after it was attacked by vandals at the weekend.Creggan Park has been attacked by vandals a number of times in the recent past.Sinn Fein Councillor Kevin Campbell is urging parents to sit down with their children and explain the implications of vandalism …Audio Playerhttp://www.highlandradio.com/wp-content/uploads/2016/10/campbell1.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume. WhatsApp Google+
Related posts:No related photos. Comments are closed. Persistentshort-term absence can be trickier than the long-term kind for HR practitionersto deal with. david morgan recommends the best way forward to minimise thelegal risksTheaverage British employee took just over a week off work last year, according toa recent study by the CBI. The average cost of that absence was £434 peremployee which gives a total cost of £10.7bn. In addition to the financialcost, absenteeism also has a detrimental effect upon employee morale, customersatisfaction, productivity and production quality.Whileevery employer is familiar with the financial costs and disruption associatedwith long-term employee absence, short-term persistent absences – often byrepeat offenders – can be even more inconvenient to the business and moredifficult to manage from an employment relations perspective. The onus is onthe employer to be proactive in taking steps to assist an employee’s return towork while, at the same time, setting down transparent guidelines for thestandards of attendance. Therewill, however, come a time when absenteeism causes employers to say”enough is enough” and take the decision to dismiss. Anindustry-specific attendance procedure tailor-made to the needs of the businessis vital to avoid costly claims of unfair dismissal and disabilitydiscrimination. Conductor capability?Indefence of a claim for unfair dismissal, employers must establish the principalreason for dismissal, which must be one of the potentially fair reasons, namelyconduct, capability, redundancy or breach of a statutory requirement. Failingwhich, the reason must fall within the catch-all “some other substantialreason” for dismissal.Theproblem is that for years, the courts and tribunals, not to mention employers,have had difficulty in establishing the appropriate reason for dismissal in acase of short-term persistent absence as it does not sit squarely with eithercapability or conduct.Putsimply, if a fit employee has a number of sporadic certified absences butcontinually returns to work, he could hardly be said to be”incapable” of doing the job for which he is employed. Likewise, ifan employee presents a medical certificate for an absence which was genuinelyon the grounds of ill health, his behaviour could not properly be construed asmisconduct justifying disciplinary intervention. In contrast, where an employerhas reason to believe that the absence is not genuine, this should be dealtwith in line with the company’s disciplinary procedure following a fullinvestigation into the circumstances and reason for the non-attendance at work.Sendingout an SOS… RWhere,then, does this uncertainty leave employers seeking to manage absenteeism inthe workplace? All is not lost as the courts and employment tribunals haveupheld dismissals for short-term persistent absence as falling within thepotentially fair “some other substantial reason” (SOSR) defence tounfair dismissal proceedings. InWilson v The Post Office, 2000, IRLR 834 CA , the Court of Appeal approved thedefence of SOSR in cases of short-term absenteeism. Given the importance ofservice delivery to its business, the Post Office has an attendance procedurewith a number of defined stages agreed with its trade unions and disseminatedthroughout the workforce. Wilson was dismissed for failing to meet thestandards set out in the procedure after a number of warnings. The procedurewas intended to reduce levels of absence and was corrective rather thanpunitive. It fell outside normal disciplinary procedures. Theemployment tribunal which heard the case at first instance held that thedismissal was unfair because, Wilson’s absences being genuine, the dismissalmust be by reason of capability. As Wilson had been declared fit by the companydoctor and had returned to work, it was unfair to dismiss him by reason of lackof capability. However, the Court of Appeal held that Wilson’s dismissal couldfairly be categorised as SOSR. He had failed to meet the standards set out inthe contractually agreed attendance procedure and this was the reason fordismissal. The court remitted the case back to be heard before a freshemployment tribunal to consider whether, on the facts of the case, the companyhad acted reasonably in treating SOSR as the reason for dismissal.Thereasonable employerHavingestablished SOSR as the reason for dismissal, the second prong of an unfairdismissal case requires employers to establish that the decision to dismissfell within the “range of reasonable responses” open to a reasonableemployer under section 98 (4) of the Employment Rights Act.Inthe latest Acas code of practice on disciplinary hearings, it is recommendedthat absence is dealt with outside normal disciplinary procedures. The key to afair dismissal for short-term absence will be in the implementation throughoutthe company of an attendance procedure. Ideally, the procedure should form partof the terms and conditions of employees’ contracts of employment. It should beintroduced in a spirit of consultation with the workforce and, if appropriate,a recognised trade union. Employees must be made aware of the standardsexpected of them and the consequences of failure to meet them.Employersshould take into account the following when managing absenteeism and beforegiving consideration to dismissal:–Employees must be given appropriate warnings (albeit non-disciplinary) thatdismissal may result if their attendance record does not improve.–Employers must carry out a full and fair review of the employee’s attendancerecord and the reasons for the absences.–Employers should consider whether there is an underlying medical conditionwhich may preclude them from proceeding to deal with the case under theattendance procedure. They must take a medical opinion from the company doctor,the employee’s GP and, or, an independent medical specialist. –The impact of the Disability Discrimination Act must be considered (see box).–The employee must be given any opportunity to make representations in hisdefence at every stage of the procedure and certainly before the decision istaken to dismiss. Line managers should meet personally with the employee at areturn to work interview following each bout of absence and before issuing aformal warning.–If, following warnings, the employee’s attendance record does not improve,consideration should be given to dismissal, taking into account the employee’slength of service, performance, the effect of past and future absences on thebusiness, and the likelihood of attendance improving in the future.Draftingan attendance procedure–Employers will be on stronger grounds to defend employment tribunal proceedingsif the procedure forms part of the terms and conditions of employment.–The standards expected must be disseminated through training of line managersand cascaded through to the operational grade employee.–The standards expected must be clearly set out. They should be accompanied by asystem of formal non-disciplinary warnings, for example a first stage warningafter three absences in a six month period; a second warning after threeabsences or more in the next six months and finally consideration being givento dismissal if a further three absences are incurred in the following sixmonths. The standards themselves will depend upon the particular industrysector taking account of such matters as service delivery or productionrequirements.–The implications of a failure to meet the standards (dismissal) must be set outclearly. –Any absences by reason of disability or an accident at work should not becounted towards the attendance record in terms of the procedure.–Every self- or medically-certified absence should be assumed to be genuineunless there is reasonable belief that the employee is malingering, in whichcase the matter should be fully investigated.–A system of return to work interviews should be built into the procedure toensure personal contact with the employee at every stage. –An employee should be accorded the right of appeal to a higher level of managementagainst a decision to dismiss.–A mechanistic approach should never be taken to the procedure and there shouldbe room for managerial discretion in individual cases. nDavidMorgan is a solicitor in the Glasgow office of UK law firm McGrigor DonaldDisabilitydiscrimination?Whilethe Disability Discrimination Act is more significant in managing long-termabsence cases, it should not be ignored when dealing with sporadic absenteeism.The DDA provides that if an impairment ceases to have a substantial adverseeffect on the employee, it nonetheless is treated as continuing to have thateffect if the effect is likely to recur. Therefore, conditions such as backinjuries or stress-induced ailments such as anxiety and depression may fall withinthis category.Thefailure to take into account the fact that an employee’s absence was caused bya disability may result in a finding not just of unfair dismissal but alsodisability discrimination, with potentially unlimited financial consequences. Inaddition to the direct prohibition of discrimination on the grounds ofdisability, an employer discriminates under the DDA if it fails to comply withthe duty to make a reasonable adjustment. Employers must make reasonableadjustments to ensure that working arrangements do not place disabled employeesat a disadvantage by reason of their disability, as compared with otheremployees who are not disabled, for example, altering the employee’s hours ofwork, allocating some duties to another employee and allowing time off fortreatment or rehabilitation.Employerswith fewer than 15 employees are exempt from the provisions of the DDA.Furthermore, there is a defence of justification for disability discrimination,in situations where the employer has a material and substantial reason for thedetrimental treatment/dismissal. Previous Article Next Article Away again? NaturallyOn 1 Sep 2001 in Personnel Today
The pelagic nekton community was sampled with the RMT 25 opening/closing net and a neuston net at two stations in the Scotia Sea south of the Antarctic Polar Front in the open ocean (Station 1) and on the South Georgia northwestern slope (Station 2). Downward oblique tows were made with the RMT 25 through discrete 200 m layers to 1000 m in daylight and darkness. A total of 119 cephalopods representing nine species were removed from the samples, and mantle and arm lengths were measured to the nearest 0.1 mm. The most abundant species at each station was an undescribed Brachioteuthis sp. (B. ?picta). Galiteuthis glacialis and Alluroteuthis antarcticus were caught at both stations. Histioteuthis eltaninae, Bathyteuthis abyssicola and Psychroteuthis glacialis were caught at Station 1. Mastigoteuthis psychrophila and a Chiroteuthis sp. were caught at Station 2. B. ?picta was present throughout the water column to 1000 m at both stations, with little evidence of ontogenetic descent. There was evidence for ontogenetic descent in G. glacialis. This species was absent from the Antarctic Surface Water (ASW) at Station 1, where it was concentrated in the Circumpolar Deep Water (CDW). At Station 2 it was present throughout the water column to 1000 m. The other species were all caught in the core of the CDW (>400 m). In juvenile B. ?picta, G. glacialis and A. antarcticus, growth of the brachial crown is positively allometric with respect to mantle length. Recent data on biomass spectra in high-latitude pelagic systems show that they are characterised by the presence of peaks of biomass separated by biomass minima. Positive allometric growth in the brachial crown of these antarctic oceanic squid is suggested to have evolved as an adaptation to the peaked, or domed, structure of the pelagic biomass spectrum which must be spanned by these predators as their optimum prey size increases with growth. Interspecific differences in the allometry of tentacle growth are probably related to differences in strategies for stalking and capture of prey.