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Hello and welcome to Episode 276 of the People Powered Business Podcast.This week we are looking at your critical end of financial year compliance updates.We start by taking a look at what happens on the 1st July 2025 including the National Minimum Wage increasing by 3.5% to $24.95 per hour or $948 per week. in addition the Modern Award minimum rates increasing by 3.5% from the first pay period on or after 1 July.This is the time to be checking those Individual Flexibility Agreements and Annualised Wage Agreements to ensure you're still passing the better off overall test.Finally we have the Super Guarantee increasing to 12% on 1 July as well.Then we look at some of the key changes you may have missed in the last 1-2 years including wage theft criminalisation which came into effect 1 January 2025, the changes to the definition of Casual Employment and the new casual conversion pathway. Of course there is the ongoing contractor debate – but do your contractors meet the new definition? We touch on the Respect at Work Act and your positive duty obligations and of course the right to disconnect.We sum up by looking at what's coming in terms of further changes. This includes the final piece of the right to disconnect laws, the current Gender Undervaluation decisions, the likely ban in non compete clauses and what else might be in store.If you'd like to connect with other businesses who are also juggling the challenges of teams, I'd love you to join us inside our free Facebook Group, The People Powered Community, so I can learn more about what's working for you and any challenges you might be having.Join Here.https://www.facebook.com/groups/hrsupportaustraliaMentioned in this episode:Fair Work and Modern Awards Compliance Essentials WebinarIt's that time of year again. Award rates are going up. The Fair Work Act is changing (again). And if you're not across the updates, your business could be at risk - without you even realising it. That's why I'm hosting a live webinar this June: Fair Work and Modern Awards Compliance Essentials. We'll cover what's changing, what it means for you, the simple steps to stay on the right side of Fair Work and the common mistakes that can land you in hot water - and how to avoid them. It will be practical and jargon free. Get your place by clicking here: https://www.peoplepoweredbusiness.com.au/fairwork
Struggling to balance work and kidney disease? You're not alone — and this episode is your essential guide to thriving professionally and medically. We're joined by Dr. Jacquie, a leading expert in occupational health, to explore the critical intersection of employment, rights, and wellbeing for people living with chronic kidney disease (CKD).
Earlier this year, an amendment to the Illinois Freedom to Work Act invalidated non-compete clauses that would make it more difficult for a veteran or first responder to obtain mental health services. Without timely access to proper mental health care, these groups are at a higher risk of developing conditions like PTSD from their line of work. Partner Amit Bindra unpacks the new amendment with Operations Manager Angelia Salgado, a licensed professional counsel (PLC) who holds a master's in clinical mental health counseling. They discuss the law from the perspectives of both the legal field and the mental health industry. Amit provides background to Illinois non-compete law and explains how exactly this law changes things, while Angelia explores how mental health providers should modify their practice going forward, from introducing new paperwork to educating their teams on the amendment. Stay Connected & Learn More: Read our blog on the amendment Amit Bindra Angelia Salgado The Prinz Law Firm
Just recently, Workplace Relations and Safety Minister, Brooke Van Velden, announced sweeping changes to health and safety regulations for businesses that she described as “low-risk”. Some of the changes involved: narrowing the focus of the Health and Safety at Work Act to risks only causing death, serious injury or illness, creating a hotline for the public to report “overzealous” road cone placement and reducing "tick-box and safety activities" such as psychosocial harm policies for small businesses. Around this same period of time, Greens MPs Tamatha Paul and Benjamin Doyle received intense media and political scrutiny for comments they made at a university panel and on social media respectively, with the backlash towards Doyle forcing them to abstain from parliament this week. The Greens recently issued a call to the government to scrap their proposed changes to Early Childhood Care, which involve recognising qualifications other than early childhood teaching qualifications, removing up to 74% of ECE licensing criteria and removing requirements for regular updates and family. In their weekly catchup with the Green Party's Ricardo Menendez-March, Oto spoke to him about the party's take on all of these issues.
Small businesses will have less health and safety obligations under new reforms. Workplace Relations and Safety Minister Brooke van Velden has revealed her first changes to the Health and Safety at Work Act. She says small businesses will only need to manage risks relating to death or serious injury to reduce compliance costs. BusinessNZ Chief Executive Katherine Rich says it will bring a sigh of relief from small businesses - who are able to just focus on their success. "Safety is still paramount, but what we're seeing here is a clarification of what the responsibilities are." LISTEN ABOVESee omnystudio.com/listener for privacy information.
The Government's asking people to dob in too many road cones at work sites. A telephone hotline is planned - for people to report excesses. It'll be manned and funded by WorkSafe. It's been announced at the same time as Health and Safety at Work Act changes, with a focus on reducing the load on smaller businesses. Newstalk ZB senior political correspondent Barry Soper has voiced support with this idea. LISTEN ABOVESee omnystudio.com/listener for privacy information.
Small businesses will have less health and safety obligations under new reforms. Workplace Relations and Safety Minister Brooke van Velden has revealed her first changes to the Health and Safety at Work Act. She says small businesses will only need to manage risks relating to death or serious injury to reduce compliance costs. BusinessNZ Chief Executive Katherine Rich says it will bring a sigh of relief from small businesses - who are able to just focus on their success. "Safety is still paramount, but what we're seeing here is a clarification of what the responsibilities are." LISTEN ABOVESee omnystudio.com/listener for privacy information.
In this episode of the Nation's Blind Podcast, Anil and Melissa are joined by legislative directors Denise Avant, and Liz Wisecarver. They discuss the Blind Americans Return to Work Act, ways that blind people can advocate for ourselves, and highlights from the 2025 Washington Seminar.
Today a Senate Committee voted to advance former Oregon Representative Lori Chavez-DeRemer, Trump's controversial pick for Labor Secretary, to a full floor vote, so Americans would do well to begin preparing for an impending onslaught of labor-related news, especially since, as my colleague Mike Watson will likely make clear in this episode, the new courtship of Big Labor coming from the right made the unlikely pick of Chavez-DeRemer a possibility. Adding to the drama was the no vote from Kentucky Sen. Rand Paul, who, not coincidentally, earlier in February introduced the National Right to Work Act, a conservative-backed bill that among other things, makes paying union dues voluntary. Joining us to discuss that development, and his organization's work on the act itself, is Jace White, Director of Federal Affairs at the National Right to Work Committee. Links: Dr. Rand Paul Reintroduces National Right to Work ActNational Right To Work FoundationWhy Is Josh Hawley Bringing Obamanomics Back from the Grave?It doesn't go well when Republicans put Big Labor in the CabinetFollow us on our socials: Twitter: @capitalresearchInstagram: @capitalresearchcenterFacebook: www.facebook.com/capitalresearchcenterYouTube: @capitalresearchcenter
Congressman Josh Brecheen from Oklahoma discusses the recent House budget reconciliation bill aimed at reducing government spending. Congressman Brecheen shares insights on the historic significance of passing a budget blueprint by March 1 and its implications for the future of the republic. He emphasizes the need to cut waste, fraud, and abuse in government spending, as well as the importance of the REINS Act in returning legislative power to Congress. Additionally, he delves into the Healthy SNAP Act and the Get Back to Work Act, exploring how these initiatives can improve the health of Americans and encourage a strong work ethic. Later, Congressman Tim Moore shares insights on the unified Republican efforts to address wasteful spending and the national debt, which is nearing $37 trillion. He provides clarity on misconceptions surrounding Medicare and Social Security, emphasizing the focus on eliminating fraud rather than cutting essential services. Finally, it's AMAC Thursday, so Bobby Charles, the national spokesman for AMAC. joins and discusses the ongoing debates surrounding transgender athletes in women's sports, the fiscal challenges facing Maine, and the broader implications of the Biden administration's policies. Bobby shares insights on how the American public is responding to these issues, the accountability crisis in government, and the potential for a Republican resurgence in upcoming elections. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
The Office of Rail and Road (ORR) threatens Network Rail with possible enforcement action under the Health & Safety at Work Act. Could there be growing safety concerns with some of our railway structures?We look at the reaction to the government's Railways Bill consultation on GBR and hear from the Rail Freight Group's Director General, Maggie Simpson.There are strong words from the Heritage Railway Association's CEO Steve Oates about the state of leadership and governance with some of the country's heritage railways.In this episode:(00:00) Intro(00:56) ORR and Network Rail assets(07:15) Railways Bill consultation reaction(14:33) Freight's reaction to consultation(26:05) Avanti West Coast and the Beattock landslip(32:22) Heritage Railway Association interview(37:29) Thanks to Supporters and Members(39:17) Railway News Round-Up(36:25) 1000th HS2 freight train(40:40) Class 395 Javelin recovery(43:41) East Midlands Railway vandalism(45:05) Rail Network Enhancements Pipeline(46:39) Class 465 Networker painted in Network South Eastcolours(47:44) Green Signals merch store!(49:27) The Quiz(54:03) Northern conductor praised for helping motherMembership: If you want to see even more from Green Signals, including exclusive content, become a member and support the channel further too.YouTube -https://www.youtube.com/@GreenSignals/joinPatreon -https://www.patreon.com/GreenSignalsGreen Signals: Website -http://www.greensignals.orgMerchandise - http://greensignals.etsy.comNewsletter -http://www.greensignals.org/#mailing-listFollow: X (Twitter) -https://twitter.com/greensignallers LinkedIn -https://www.linkedin.com/company/green-signals-productions-ltdInstagram -https://instagram.com/greensignallersCredits:Presenters - Nigel Harris (@railnigel on X) & Richard Bowker CBE (@SRichardBowker). General Manager: Stef Foster (@stefatrail)
In Episode 125 of White Canes Connect, hosts Lisa Bryant and David Goldstein welcome Jesse Shirek, a government affairs specialist with the National Federation of the Blind (NFB). This episode focuses on the recently concluded Washington Seminar, an annual advocacy event where blind individuals from across the country meet with legislators to discuss key policy issues affecting their community. Jesse provides a historical overview of Washington Seminar, dating back to its origins in 1973, and emphasizes its continued importance today. He explains the rigorous preparation process, from training sessions to mock meetings, ensuring that NFB members present a unified and compelling case to lawmakers. This year, the seminar focused on three major legislative priorities: the Medical Device Non-Visual Accessibility Act, the Websites and Software Applications Accessibility Act, and the Blind Americans Return to Work Act. Additionally, a last-minute initiative emerged in response to concerning executive orders affecting disability rights and funding. Jesse shares his personal journey into advocacy, inspired by firsthand experiences witnessing systemic barriers faced by blind individuals. He highlights the power of grassroots advocacy and the significance of relationship-building with legislators. The conversation also touches on NFB-NEWSLINE®, a valuable resource for accessing newspapers and magazines in an accessible format. Listeners are encouraged to take action by reaching out to their representatives and participating in next year's Washington Seminar. For more information, Jesse provides direct contact details for those interested in advocacy or NFB resources. Show notes at https://www.whitecanesconnect.com/125 Links Mentioned Great Gathering In: https://youtu.be/wDUkAoyejtc?si=ZI0bUQdYR9TG8kgS Washington Seminar Info & Fact Sheets: https://nfb.org/programs-services/advocacy/washington-seminar Want NFB-NEWSLINE? Reach out to David at VP1@NFBofPA.org. An Easy Way to Help the NFB of PA Support the NFB of PA with every purchase at White Cane Coffee Company by going to https://www.whitecanecoffee.com/ref/nfbp. When you use that link to purchase from White Cane Coffee, the NFB of PA earns a 10% commission! Share the link with your family and friends! Listen to Erin and Bob Willman from White Cane Coffee on episode 072 of White Canes Connect. Donate to the NFB of PA Like what you hear on White Canes Connect? Support us and donate to the National Federation of the Blind of Pennsylvania, visit https://www.NFBofPA.org/give/. We Want to Hear Your Story Reach out with questions and comments, or share ideas! We want to hear from you. Call us at (267) 338-4495 or at whitecanesconnect@gmail.com. Follow White Canes Connect Find out why White Canes Connect is currently ranked at #13 of the 100 Best Visually Impaired Podcast. Find the show on: Apple Podcasts: https://podcasts.apple.com/us/podcast/white-canes-connect/id1592248709 Spotify: https://open.spotify.com/show/1YDQSJqpoteGb1UMPwRSuI YouTube: https://www.youtube.com/@pablindpodcast
9:05 – 9:22 (15mins) Weekly: Karen Kataline-@KarenKataline More info on Karen: www.karenkataline.com 9:41 – 9:56 (15mins) Mark Mix National Right To Work Foundation @RightToWorkDr. Rand Paul Reintroduces National Right to Work ActWASHINGTON, D.C. – Today, U.S. Senator Rand Paul (R-KY) reintroduced the National Right to Work Act to preserve and protect the free choice of individual employees to form, join, or assist labor organizations or to refrain from such activities. See omnystudio.com/listener for privacy information.
9:05 – 9:22 (15mins) Weekly: Karen Kataline-@KarenKataline More info on Karen: www.karenkataline.com 9:41 – 9:56 (15mins) Mark Mix National Right To Work Foundation @RightToWorkDr. Rand Paul Reintroduces National Right to Work ActWASHINGTON, D.C. – Today, U.S. Senator Rand Paul (R-KY) reintroduced the National Right to Work Act to preserve and protect the free choice of individual employees to form, join, or assist labor organizations or to refrain from such activities. See omnystudio.com/listener for privacy information.
COULD WE GET A NATIONAL RIGHT TO WORK BILL? The introduction of the National Right to Work Act in the U.S. House and Senate. The bill would end forced union dues payments for private sector employees across the country. Its introduction comes as a fight is brewing on Capitol Hill over Lori Chavez-DeRemer, whose confirmation hearing for Labor Secretary is coming up soon. Chavez-DeRemer backed the PRO Act when she was in Congress, which would have eliminated every state Right to Work law. I've got Mark Mix, the National Right to Work Committee President, on today to talk about the bill just introduced by Rand Paul. He's on at 1pm, follow them on X here or on Facebook here.
February 19, 2025 ~ Patrick Semmens, National Right to Work Committee Spokesman discusses the National Right to Work Act as well as his organization's concerns over Trump's labor secretary nominee.
February 19, 2025 ~ President Trump releases more executive orders. Todd Bettison named permanent police chief. National Right to Work Act introduced in Congress. Donald Trump and Zelenskyy exchange words over meeting between America and Russia. New survey shows hands free law is working.
Federal employees who telework at least once a week would lose locality pay under a new House bill. Under the Federal Employee Return to Work Act, teleworking employees would receive "Rest of U.S." locality pay even if they live and work in a region with a higher cost of living. Rep. Dan Newhouse introduced the bill. He and Sen. Bill Cassidy led the bill during the last session of Congress. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Federal employees who telework at least once a week would lose locality pay under a new House bill. Under the Federal Employee Return to Work Act, teleworking employees would receive "Rest of U.S." locality pay even if they live and work in a region with a higher cost of living. Rep. Dan Newhouse introduced the bill. He and Sen. Bill Cassidy led the bill during the last session of Congress. Learn more about your ad choices. Visit podcastchoices.com/adchoices
Welcome back to The Jeffers Brief, only on Contra Radio Network! This episode kicks off with host John Jeffers recounting his challenging week of rebuilding his wireless system and resetting security cameras. He shares his experience with Netgear Wi-Fi extenders and the laborious process of reinstalling security devices. Exciting news follows as John introduces the new sponsor, L2Survive, a YouTube channel dedicated to prepping and survival tips. He highly recommends checking out their videos, especially those on garage sale finds for preppers, and endorses the channel's practical insights. The episode takes a sharp turn into political discourse, with John expressing his disdain for Kamala Harris's speaking style and analyzing her body language during debates. He dives into the latest controversy, revealing a whistleblower affidavit alleging ABC News colluded with the Harris campaign by providing debate questions in advance and unfairly fact-checking Trump. John also discusses the ongoing threat of nuclear conflict, referencing leaked Russian military documents that outline criteria for using tactical nuclear weapons. He provides a detailed analysis of Russia's military strategy and potential scenarios for nuclear engagement. In a thought-provoking segment, John argues for the implementation of a National Right-to-Work Act, advocating for voluntary union dues and highlighting the economic benefits seen in right-to-work states. As always, John wraps up with a call to action for listeners to check out L2Survive on YouTube, promising valuable content for preppers and survival enthusiasts. Tune in for an episode filled with practical advice, political insights, and a deep dive into global security issues. --- Support this podcast: https://podcasters.spotify.com/pod/show/contra-radio-network/support
Welcome back to The Jeffers Brief, only on Contra Radio Network! This episode kicks off with host John Jeffers recounting his challenging week of rebuilding his wireless system and resetting security cameras. He shares his experience with Netgear Wi-Fi extenders and the laborious process of reinstalling security devices. Exciting news follows as John introduces the new sponsor, L2Survive, a YouTube channel dedicated to prepping and survival tips. He highly recommends checking out their videos, especially those on garage sale finds for preppers, and endorses the channel's practical insights. The episode takes a sharp turn into political discourse, with John expressing his disdain for Kamala Harris's speaking style and analyzing her body language during debates. He dives into the latest controversy, revealing a whistleblower affidavit alleging ABC News colluded with the Harris campaign by providing debate questions in advance and unfairly fact-checking Trump. John also discusses the ongoing threat of nuclear conflict, referencing leaked Russian military documents that outline criteria for using tactical nuclear weapons. He provides a detailed analysis of Russia's military strategy and potential scenarios for nuclear engagement. In a thought-provoking segment, John argues for the implementation of a National Right-to-Work Act, advocating for voluntary union dues and highlighting the economic benefits seen in right-to-work states. As always, John wraps up with a call to action for listeners to check out L2Survive on YouTube, promising valuable content for preppers and survival enthusiasts. Tune in for an episode filled with practical advice, political insights, and a deep dive into global security issues. --- Support this podcast: https://podcasters.spotify.com/pod/show/contra-radio-network/support
Welcome back to The Jeffers Brief, only on Contra Radio Network! This episode kicks off with host John Jeffers recounting his challenging week of rebuilding his wireless system and resetting security cameras. He shares his experience with Netgear Wi-Fi extenders and the laborious process of reinstalling security devices. Exciting news follows as John introduces the new sponsor, L2Survive, a YouTube channel dedicated to prepping and survival tips. He highly recommends checking out their videos, especially those on garage sale finds for preppers, and endorses the channel's practical insights. The episode takes a sharp turn into political discourse, with John expressing his disdain for Kamala Harris's speaking style and analyzing her body language during debates. He dives into the latest controversy, revealing a whistleblower affidavit alleging ABC News colluded with the Harris campaign by providing debate questions in advance and unfairly fact-checking Trump. John also discusses the ongoing threat of nuclear conflict, referencing leaked Russian military documents that outline criteria for using tactical nuclear weapons. He provides a detailed analysis of Russia's military strategy and potential scenarios for nuclear engagement. In a thought-provoking segment, John argues for the implementation of a National Right-to-Work Act, advocating for voluntary union dues and highlighting the economic benefits seen in right-to-work states. As always, John wraps up with a call to action for listeners to check out L2Survive on YouTube, promising valuable content for preppers and survival enthusiasts. Tune in for an episode filled with practical advice, political insights, and a deep dive into global security issues.
Former chief inspector Kevin Myers and staunch campaigner Janet Newsham debate the usefulness of the Health and Safety at Work Act as it reaches its 50th anniversary. Reflecting on the impact this legislation has had, we question its relevance and impact on today's constantly evolving work environment.
50 Years of the UK's Health and Safety at Work Act 1974: Transforming Workplace Safety Explore the pivotal history and far-reaching impact of the UK's Health and Safety at Work Act 1974, which unified fragmented safety regulations and significantly reduced workplace accidents, especially in the hazardous construction and demolition sectors. Discover how the Act established the Health and Safety Executive (HSE), mandated risk assessments, and cultivated a safety-first culture in the industry.
Val dives into two significant pieces of legislation that are poised to reshape the federal workforce: the Federal Employee Return to Work Act and the Federal Employee Locality Accountability in Retirement Act. First, Val explores the Federal Employee Return to Work Act, which aims to address the evolving landscape of remote work within federal agencies, and then break down the Federal Employee Locality Accountability in Retirement Act. This legislation seeks to ensure that federal employees' retirement benefits are aligned with their actual work locations during their final years of service. Whether you're just starting your federal career or nearing retirement, it's crucial to understand these new pieces of legislation that could affect you! Don't miss this episode if you're looking to secure your financial future as a federal employee. Make sure to subscribe to The Federal Retirement Show for more episodes and leave us a review! Listen to Previous Episodes: https://federalretirementshow.com/podcasts/ Subscribe to the show's YouTube channel:www.youtube.com/@americanbenefitsexchange Connect with Val:Phone --- (512) 582-6050Email --- vmajewski@thinkabx.comAmerican Benefits Exchange --- thinkabx.comFederal Retirement Show --- federalretirementshow.com/podcastsLinkedin --- https://www.linkedin.com/company/american-benefits-exchange/ About American Benefits Exchange:American Benefits Exchange focuses on providing solid financial solutions to Federal, postal, and state employees as well as members of the United States Armed Forces and small businesses. American Benefits Exchange brings years of experience and knowledge to support these niche markets. American Benefits Exchange, along with its provider companies, truly understands the needs of civil service employees. A portfolio of products is available to address important financial issues such as planning for retirement, FEGLI Option B replacement, Thrift Savings Plan Rollovers, and Pension Maximization.See omnystudio.com/listener for privacy information.
Host DG Linton Gridley delves into the history and evolution of Social Security since its inception in 1935, highlighting its vital role as a financial safety net for retirees, disabled individuals, and their dependents. The discussion covers significant program milestones, such as cost-of-living adjustments, the introduction of online Social Security statements, and the implications of the Senior Citizens Freedom to Work Act of 2000. Key insights include the complexities of deciding when to take benefits, the impact of personal circumstances like marriage and divorce, and recent changes due to the Covid-19 pandemic. Emphasizing the importance of financial planning, DG underscores the need for consulting with Social Security representatives and financial experts to navigate this essential yet complicated system.Connect with Aging with Grace at agingwithgraceinfo.org
Opportunity in America - Events by the Aspen Institute Economic Opportunities Program
Agencies across the US government are engaged in supporting employee ownership. And in recent years, this engagement has grown as new laws such as the WORK Act, the Main Street Employee Ownership Act, and other pieces of legislation have passed. In this discussion, we'll hear from a variety of agencies about the strategies and programs they are implementing, the lessons they are learning, and how stakeholders around the country can partner with them to expand ownership in their communities. Speakers include: Lisa Gomez, Assistant Secretary, Employee Benefits Security Administration, US Department of Labor Alex Jacquez, Special Assistant to the President for Economic Development and Industrial Strategy, National Economic Council, The White House David Brown, Director of Policy, Office of the Administrator, US Small Business Administration Leroy Garcia, Chief of Staff, Rural Business-Cooperative Service, US Department of Agriculture Maureen Conway, Vice President, The Aspen Institute; Executive Director, Economic Opportunities Program (moderator) This video comes from the second Employee Ownership Ideas Forum, hosted by the Aspen Institute Economic Opportunities Program and the Rutgers Institute for the Study of Employee Ownership and Profit Sharing. Our 2024 Forum, “Employee Ownership on the Ground,” brought innovative employee share ownership initiatives and speakers from around the country to Washington DC to highlight how this bipartisan approach to improving jobs, wealth creation, and business performance is helping create more equitable economies in states, cities, and rural communities. For clips and highlights from the Forum, subscribe to the Economic Opportunities Program on YouTube: https://www.youtube.com/@aspeneop/ And tune in to our podcast to listen to full discussions on the go: https://podcasters.spotify.com/pod/show/aspeneop For more from the Forum — including videos, photos, audio, transcripts, and additional resources — visit: https://www.aspeninstitute.org/events/employee-ownership-ideas-forum-2024/
New IOSH president Stuart Hughes tells us how he landed a job at Mercedes AMG, what his plans are for his presidency, and how he'll be marking the 50th anniversary of the Health and Safety at Work Act.
Last year, the Federal Government passed the Respect at Work Act and as of Tuesday, this new workplace legislation comes into effect and it brings with it some important changes. To explain is lawyer and founder and director of EEO Specialists, Franca Sala Tenna. See omnystudio.com/listener for privacy information.
More than 150 frontline staff at Auckland Hospital's emergency department have signed a complaint to management saying chronic staff shortages are exposing them to unacceptable risk. The complaint has been signed by doctors, nurses and healthcare assistants and lodged under the Health and Safety at Work Act, warning hospital bosses that "safe staffing levels" are being "consistently breached". They say the ratio of nurses to patients should be no more than one to four but this is consistently breached, putting both staff and patients at risk. Nico Woodward is a nurse in Auckland Hospital's emergency department, a NZ nurses organisation delegate, and one of the signatories to the complaint. He speaks to the pressures inside E.D alongside Anne Daniels, president of the New Zealand Nurses Organisation and also an emergency department nurse.
A Northland dive company has avoided a prosecution over a kayaking accident after agreeing to fund community safety measures - at a cost of a quarter of a million dollars. A WorkSafe investigation found Dive Tutukaka and Tauraroa School were liable after the children, on a kayaking trip, fell out of the kayak, with one getting a foot stuck in a crevice in a sea cave while waves swept over her head. Both children were left traumatised while Tauraroa Area School's Board of Trustees was convicted of safety breaches under the Health and Safety at Work Act. While avoiding a conviction, WorkSafe says Dive Tutukaka's safety training will cost more than any fine they might have had to pay. Dive Tutukaka owner and manager Kate Malcolm spoke to Corin Dann.
Opportunity in America - Events by the Aspen Institute Economic Opportunities Program
Congress has taken important steps in the last couple of years to support the growth of employee ownership in the US. Bipartisan legislation such as the Main Street Employee Ownership Act and the WORK Act have recently passed and hold great potential for helping more businesses to become employee-owned through ESOPs and worker-owned cooperatives. In this conversation, speakers discuss the implications of recent legislation and what more needs to be done to help more workers become owners. It features a panel discussion with James Bonham (President, The ESOP Association), Ken Baker (CEO, NewAge Industries), Ike Brannon (President, Capitol Policy Analytics; Senior Fellow, Jack Kemp Foundation), Haydee Caldero (Senior Vice President / Finance & Strategy, Crêpes à Latte), and moderator Eleanor Mueller (Economics Reporter, Politico). For more information about this event — including video, audio, transcript, speaker bios, and additional resources — visit: https://www.aspeninstitute.org/videos/ownership-on-the-march-recent-progress-in-supporting-employee-ownership/ The discussion was held on June 14, 2023, as part of the Employee Ownership Ideas Forum, co-hosted by the Aspen Institute Economic Opportunities Program and the Institute for the Study of Employee Ownership and Profit Sharing at Rutgers University. This two-day convening brought together leading policymakers, practitioners, experts, and the media for a robust discussion on how we can grow employee ownership for the shared benefit of American workers and businesses. Learn more: https://www.aspeninstitute.org/events/employee-ownership-ideas-forum/
Construction industry bosses say the Government is dragging its heels in finalising health and safety regulations drafted four years ago. The complaints centre around the Plant, Structures and Hazardous Work regulations, part of the Health and Safety at Work Act 2015. Scaffolding Access and Rigging Association Chief Executive, Tina Wieczorek, says the existing regulations are years out of date, creating significant risks to anyone working in the crane, scaffolding, roofing and elevated work platform sectors. She spoke to Corin Dann.
In this update with Liz Lambert, we highlight the highly important sections within the Health and Safety at Work Act 2015, and what Liz has been working on with the Number 8 Workers' Union of New Zealand Inc, as well as highlighting an ongoing Employment Relations Authority court case from April 2023. Here are relevant links for you: 1.) https://number8.org.nz 2.) Health and Safety at Work Act 2015: https://www.legislation.govt.nz/act/public/2015/0070/latest/DLM5976660.html 3.) Section 191 of the Act - https://www.legislation.govt.nz/act/public/2015/0070/latest/DLM5977182.html 4.) Section 168 (Sub-section 4) - https://www.legislation.govt.nz/act/public/2015/0070/latest/DLM5977151.html 5.) PCBU definition - https://www.legislation.govt.nz/act/public/2015/0070/latest/DLM5976849.html 6.) Erica Whittome FreeNZ Interview link - https://rumble.com/v1iaogl-erika-whittome-taking-on-sport-nz-and-tennis-nz.html 7.) Amanda Turner Case - https://www.stuff.co.nz/national/health/129113530/covid19-nurses-dismissal-for-antivax-social-media-posts-justified 8.) COVID-19 Public Health Response (Air Border) Order 2021: https://www.legislation.govt.nz/regulation/public/2021/0427/latest/LMS577674.html 12.) Section 13 (Revoked) - https://www.legislation.govt.nz/regulation/public/2021/0427/latest/LMS580974.html- https://www.legislation.govt.nz/regulation/public/2020/0239/latest/LMS481622.html&- https://www.legislation.govt.nz/regulation/public/2020/0239/latest/LMS584076.html
The longer we stay locked up in our homes, the quicker our cities turn into ghost towns with empty transit systems and crumbling infrastructure. Host, Alex Pierson speaks with Shauna Brail, Economic Geographer, urban planner and Associate Professor at the Institute for Management and Innovation at the University of Toronto-Mississauga, about hybrid work arrangements, risk of turning our office spaces into ghost towns , leaving behind a trail of vacant cubicles and unfulfilled lease agreements. Learn more about your ad choices. Visit megaphone.fm/adchoices
Find out more at https://www.rushtoreason.com/show-notes/03-01-2023/
Host Bret Keisling gives a brief overview of important new federal legislation that should move employee ownership to new levels. Part of the Consolidated Appropriations Act, passed in December 2022, the SECURE Act and WORK Act call for the Department of Labor to provide guidance on ESOP valuations and determining fair market value, allow for deferred capital gains tax on S-Corp ESOP transactions, provide funding for state and local governments and non-profit entities to encourage EO, as well as implement technical changes to mandatory disbursements and to self-correcting and reporting inadvertent errors in ESOP administration. The show notes and full transcript of this episode, which includes links to all of the topics mentioned, is available on our website at https://www.theesoppodcast.com/post/mini-cast-213-the-secure-and-work-acts-move-eo-forward
In this week's episode, Dr. I. David Daniels will speak with Dr. Jerry Carbo, the President of the National Workplace Bullying Coalition. Dr. Carbo is not only an attorney but also a Professor of Management at the Grove College of Business at Shippensburg University. He teaches courses in employment law, Labor Relations, Business and Society, HRM, and organizational behavior. Dr. Carbo's research includes workplace bullying and harassment, employee rights, socially sustainable business systems, union reform, and revitalization. Dr. Carbo has been a professor at Shippensburg University since 2007. In addition to serving on the EEOC Select Task Force on the Study of Harassment in the Workplace, in 2019, Dr. Carbo became President of the National Workplace Bullying Coalition. The mission of NWBC is to eliminate bullying from the American Workplace through education, conversation, and legislation. The coalition is actively advocating the “Dignity at Work Act” as a legislative approach to the belief that dignity is a safety issue.
In this episode of KC Connect, Ibec experts Sophie Crosbie and James Cleary discuss the issue of penalisation under various pieces of employment legislation including the Protected Disclosures Acts and the Safety Health and Welfare at Work Act 2005.The rule against penalisation arise in a wide variety of employment legislation in in addition to specific protection for whistle-blowers and persons raising safety concerns. This places a prohibition on employers from engaging in retaliatory adverse action against an employee for invoking their rights or opposing unlawful acts or giving evidence or taking proceedings in employment law actions. In considering an allegation of penalisation, there are a number of different legal elements which the Court or Workplace Relations Commission will consider. We also consider some of the changes made by the Protected Disclosures Amendment 2022 which is due to come into effect on 1 January 2023 .Thank you for listening. To explore all of Ibec's podcast offering, visit here.
In this podcast, we discuss HSE's latest construction initiative focusing on the risks of injuries and aches, pain and discomfort in joints, muscles and bones known as musculoskeletal disorders (MSDs). With 40,000 construction workers reporting that they suffered with MSDs last year, Matt Birtles, Principal Ergonomics and Human Factors Consultant at HSE and Peter Crosland, National Civil Engineering Director at CECA discuss what the industry can do to promote change and protect its workforce. Amongst other things, the podcast covers HSE's ‘Your health. Your future' construction campaign, the impact that these injuries can have on workers and employers legal responsibilities and the sensible control measures that can be introduced regardless of the size of the construction site. For more information on the campaign visit ‘Your health. Your future' PODCAST TRANSCRIPT [00:00:00] Mick Ord (Host): A warm welcome to you whenever you are listening to this Health and Safety Executive podcast from me, Mick Ord, and our soon to be announced guest experts. This podcast will be the first in a series designed to help you to make your life a little easier, both in work and maybe even spilling over into your personal life, you never know. The health and Safety executive is committed to improving the health and wellbeing of workers in Great Britain. And today we'll be focusing on the construction sector, a key industry that employs more than two million people and includes employers and building workers, contractors and subcontractors, staff and freelancers alike in a range of organisations from sole traders to multinationals. Last year did the UK alone, 40,000 construction workers suffered from injuries and aches, pain and discomfort in joints, muscles and bones. Such injuries can have a serious impact on their ability to perform tasks, their quality of life, and in some cases their ability to stay in work and earn a living or having to take time off work as well. Many people suffer from long term pain and discomfort as a result of injuries sustained on building sites. So with such worrying stats in mind, the HSE are embarking on the Work Right construction campaign. This means that HSE inspectors will be performing a thousand inspections at building sites in the UK. So what will they be expecting from companies? Joining us is Matt Birtles, an ergonomics expert from the HSE Science Division, and a little later we'll be hearing from Peter Crosland, the National Civil Engineering Director at Ceca, the Civil Engineering Contractors Association. Well, first of all, Matt, thanks for joining us for the podcast. What should companies expect if an inspector does visit their site? [00:02:18] Matt Birtles: First and foremost, thank you Mick for hosting us and having us on this podcast. When an inspector comes knocking on site, first and foremost, expect the norm. So they'll be looking at safety as well as health issues. But what's happening during the campaign especially is there'll be an increased focus on particularly the kinds of risk factors associated with musculoskeletal disorders. So there's been an awful lot of effort ahead of this campaign within, you know, my regulatory colleagues in HSE to train them upon understanding the key risk factors. For musculoskeletal disorders, how to assess them and what kind of controls they might want to see in place. And so when the inspector does come, they'll be looking at the kinds of manual handling activities and maybe some repetitive work that commonly go on in construction sites and looking specifically at ways in which the risks are controlled. So there may be some of that manual handling activity happening during the inspection, and they'll just observe that and watch how it's done, where potentially improvements could be made. And also looking at the paperwork and the risk management system. If there aren't any manual handling operations happening at the time of the inspection, they're just more likely to ask principal contractors or ask them on site responsible for safety about manual handling, and ask them to show them their risk management systems, any risk assessments they have, any planned risk controls. Especially at those points where you'd expect increased manual handling. So moving materials around during deliveries, for example, during fitting or moving plant equipment. And so just an increased focus on musculoskeletal disorders in every inspection for the next six weeks or so. [00:03:57] Mick Ord (Host): And who specifically is the "Your Health, Your Future" campaign aimed at? [00:04:02] Matt Birtles: The target really is anybody involved in construction. And so while obviously anybody on the site, you're more likely to see colleague inspectors or regulatory colleagues, we'll be looking at those involved in the design and then planning of construction, and procurement, for example, and then certainly those on the managing sites and working on sites and doing the physical tasks on sites. And it's aimed at larger construction sites or smaller. And so we're going to try and focus on as many sites as we possibly can and as greater variance as possible. But everybody has responsibility for helping to manage MSDS or musculoskeletal disorders. [00:04:43] Mick Ord (Host): And why the focus now on the manual handling assessment? [00:04:48] Matt Birtles: Well, manual handling assessment. It's gotten easier over the years with the advent of the HSE tools like the MAC tool or manual handling assessment charts or the RAPP tool risk assessment for pushing and pulling. For, you know, barrows and the like, Manual handling assessment has gotten much easier. And while doing the assessment using the tile method or L23 method, it meant all the methods involved a checklist of looking at all the different risk factors. It could be quite arduous and not necessarily give you the answers that would lead neatly to potential solutions. Now, with the MAC tool, which is not new, there's nothing new in the MAC tool per se. It's much easier to actually do a quick assessment and wherever identifying manual handling operations. It's very quick and easy now – even using the online version, which is the new element of all this I suppose – to do a quick assessment and understand the key risks and level of risk. And so the barriers have gone for potentially, arguably, long and arduous risk assessments. It's now very straightforward to do a risk assessment, and so it shouldn't be a barrier anymore. [00:05:54] Mick Ord (Host): And how serious is the problem of injuries sustained in moving and handling construction materials? [00:05:59] Matt Birtles: Inevitably being who I am, where I'm from, I'm going to say very. But actually the stats do add up. As you mentioned, 40,000 injuries per year on average in the construction sector. But if you compare that to other industries or the rest of all industry, you've kind of almost got double the rates of musculoskeletal disorder amongst construction workers. So, while across industry, we might see roughly speaking about 1/100 workers getting injured with musculoskeletal disorder, in construction, it's around 1/50. So about 54% of ill health for the construction sector is musculoskeletal disorders. So it's far too common. It affects far too many lives. Then the other way of looking at how serious it is, is what's the impact on individuals and per individual? What happens to that person, and we may cover this a bit later, but it can affect every aspect of life. Of course, as you mentioned it can impact on your ability to actually go to work and earn a living. But also it can impact on your home activity, mucking around with your kids, the enjoyment you might get from normal stuff like going down the pub, going to the cinema, and those sorts of things. Because of the nature of the discomfort with MSDs, it can actually affect your ability to stand and make that uncomfortable, but also your ability to sit down and make that uncomfortable. So in those sorts of areas, it becomes very serious because it can really deeply impact on people's health and wellbeing, not just in work, but also outside of work. [00:07:28] Mick Ord (Host): Peter Crosland from Ceca, Peter, have you got some examples of the kind of injuries that workers have sustained and the actual impact it's had on their lives? [00:07:38] Peter Crosland: Well, yes. Thanks Mick. And I think yes, all too often where you get examples of people who have worked in the industry for a long time and then suddenly become unable to work. And coincidentally, I was at a meeting this morning up in the northeast where one of the previous site supervisors had worked for 20 years laying curbs. And actually had a back that was quite wrecked and he really was in a quite a difficult place. And I think we just hear that story all too often. So one of the problems has been the latency effect of all these issues coming to the surface, and I have to say that given the nature of our workforce, which is, I think we'll all know that demographics by now, they've been banded around. You know, many times that there are a cohort of people who have carried out those activities and are now suffering really quite badly, and they're having to move jobs. They're having to step down away from the work that they really, you know, they joined the industry to do and they can no longer carry out those functions. And as Matt says, that then starts to spill over into home life and it affects the quality of life of not only the worker, but also the family. [00:08:57] Mick Ord (Host): And in that particular example that you just quoted from the northeast, is there anything that you can do to help that particular person if they've been manual handling in a certain way for 20 or so years? [00:09:10] Peter Crosland: This is probably going to sound slightly negative, but I think sometimes we are a little bit reactive in the industry rather than proactive. Unfortunately, you have a whole host of workers who have operated in a slightly cavalier manner. Perhaps they didn't know better. And then as we have known, and certainly Matt's team have discovered through the statistics, that actually this is what's happening to the workforce and therefore we need to go and find ways of making sure that that doesn't happen again. And I think you can cite examples right and way throughout all the activities that certainly we were involved in, whereby, you know, we're always looking to see how we can improve matters for every worker. [00:09:55] Mick Ord (Host): Matt, with regard to the HSE visits, will companies being given prior notice or will they just turn up? [00:10:02] Matt Birtles: Generally we'll just turn up, There's not a specific requirement to give a prior notice. It may well be that a site's already got a planned inspection or a meeting with a regulatory colleague, and that will then turn into a musculoskeletal disorders focused inspection. But unless you've got already something planned in the next six weeks with a regulatory colleague, no, expect them to just turn up an announced. [00:10:26] Mick Ord (Host): How are the construction sites chosen beforehand? [00:10:30] Matt Birtles: Well, no sites are exempt, so any site could be visited by a regulatory colleague. Inspectors generally visit sites that are known to be higher risk, and there is some intel on that. There's a number of ways to identifying the sites to visit. The F10 notification database that we have on sites where we've had an instance before, perhaps sites where some concerns have already been brought to our attention through various means or sites, perhaps where they've received RIDDOR accident forms, or they've had RIDDOR reportable accidents in the past that have not previously been selected for investigation. There'll be some channelling with that along with a sort of local intelligence as well. Knowing where the sites are, but the sites, there's no specific requirement or desire to pick just on small or just on larger sites. Any site could be visited to be perfectly honest. [00:11:18] Mick Ord (Host): And what does the law say about what employees need to do to protect their workforce? [00:11:23] Matt Birtles: There are various laws. I suppose the one that's most specific to this campaign is the manual handling operations regulations. It's relatively straightforward, to be honest. In fact, if you ask any of my inspector colleagues – where I'm from in in the agency, it's our privilege to often train them – I imagine most inspector colleagues will say one of three words, and that's AVOID. ASSESS. REDUCE. So the law pertaining to manual handling is avoid hazardous operations. Now, that's important. It doesn't say avoid manual handling anywhere in the law. in fact, good manual handling is actually good for you. It does keep you fit, keep your muscular, and potentially there's research that suggests you may live longer. So don't avoid all manual handling, but avoid hazardous operations wherever you possibly can. But if you can't avoid hazardous manual handling, then we don't immediately, you know. Put in a claim or something. We assess those hazards. We assess the risk using usually the MAC tool and the RAPP tool initially, and that's a five-minute task. It'll take longer to, you know, find it on the website maybe than actually to do an assessment. But I promise you the second assessment, you deal with will take five minutes, and then you assess those tasks to understand the risk in order to reduce the risk. This is where the rubber really hits the road, in terms of risk management. We can have lots of really nice – in terms of the MAC and the RAPP tool – very colourful assessments. But unless they're used to actually challenge the tasks and make those tasks easier to do risk reduction by making the jobs easier, then it's just from the paperwork. So avoid, assess, and reduce risk is what it's all about. [00:12:59] Mick Ord (Host): And Peter, what are the barriers to employers and workers on sites? [00:13:04] Peter Crosland: I, I think there are many barriers, but I think it depends what type of site that you are looking at. What we find within Ceca particularly, we have a very broad church of members. So ranging from tier ones through to SMEs, almost on to solo practitioners in some cases, although they're not direct members because we do have limits on that. But I think one of the barriers will be for those, I would say, down the supply chain to be able to access the information and training that they need to carry out the work properly. So, you know, we've already mentioned the fact that yes, there is a legal requirement and there are others that apply as well. Obviously, you know, not least the ‘74 Health and Safety at Work Act, you know, we have as employers, have a duty of care. So regardless of where those people are in the supply chain, there is somebody responsible for that person. I actually, a bit like Matt, I split the sort of desires into three parts really. There is a sort of like a MUST DO, a SHOULD DO, and a COULD DO.. And that's where the barriers are really, because most do apply the MUST because it is a legal requirement, obviously. There is the SHOULD, which perhaps includes specific training around those lifting requirements that might generate those MSDs. But actually then there's the COULD. You know, what could clients and organisations do to really help the workers make sure that they don't suffer or are made ill through their work? So things like that would be really trying to engage with them, almost a one-to-one, job specific level, to say “Well, look, this is what we've got to do. How do you think we are going to do it?” And I don't think that happens often enough. [00:14:49] Mick Ord (Host): And Matt, what do employers need to know and do now prior to the possible visit? [00:14:56] Matt Birtles: Look at their risk management systems they've got in place. That may be occasionally dusting those off or just making sure that they're up to date. And so that means, you know, looking at the paperwork they've got in terms of a local policy, a local approach to managing musculoskeletal disorders, having a look at the risk assessments that they've already done, and do they still match the tasks? One of the things obviously about construction is they have a changing environment. So do they need updating and do you need to re-challenge some of the work that's done?? It may have changed since the last assessment, and again, I absolutely agree with what Peter just said through engagement with the workers. So obviously the colleagues who are actually doing the work know what's changing in the environment better than any of us. Have a chat with them to make sure that the risk assessments are covering the right tasks in terms of, you know, risk profile or effectively, are they the hardest tasks that the people on the sites would prefer to avoid? If they can, are they looking at the right tasks? And if not, maybe add to the risk assessments. Make sure that you're assessing those tasks that are identified through engagement are the ones that potentially have the greatest level of risk. And then look again at the solutions they've got in place. You know, download those hire catalogues and have a look at what's available and perhaps challenge what is being done. Is there anything that can be done on the sites that would avoid or eliminate some of the heavier activity by putting things on wheels or using mechanical aids? Just sharpen things up. I'm sure you know, the majority of sites have got risk management in place. Just make sure that that's ready because they're the sort of things that the inspector colleagues will be asking for when they do come around. [00:16:38] Mick Ord (Host): And Peter, you've already mentioned that the guidance is relevant to small builders as well as large builders. What about subcontractors? [00:16:46] Peter Crosland: Well, that's even a more difficult to nut to crack, I think. And it's really trying to get that message right throughout the supply chain. So I don't think there's any easy answer to this. We certainly, within Ceca and also working with HSE, it's very difficult to try and get a common message out to all of the industry, and almost by saying that each part of the industry also almost needs a specific message as well. So we do really work quite hard at trying to get the right message to the right people at the right time. And obviously small builders, small organisations are part of that conundrum, if you like. So certainly not an easy answer there, Mick. And I think we're all searching for that holy grail in being able to, as I say, do exactly that – get the right message to the right people at the right time. [00:17:37] Matt Birtles: I concur. That is the challenge, isn't it? Getting the message to the smaller enterprises and the refurb kind of sites is a challenge. While largely the messages are the same for those sites, proportionality and practicability may mean that the kinds of solutions we would expect to see or hope to see under smaller sites would be far less than those on the larger. There's just not enough money washing around to go to the higher companies and get the largest solutions. And so, we have to be quite pragmatic about what we should expect. But the guidance is still relevant. It's just proportionately, we may expect a little bit less in terms of expenditure on, you know, the various solutions that are out there for smaller sites. [00:18:18] Mick Ord (Host): If a company doesn't satisfy the criteria laid out by the inspector, then what are the penalties, Matt? [00:18:23] Matt Birtles: Obviously it depends, and it's still always going to be proportionate to the level of risk. And so, we'd look at the circumstances at each campaign inspection individually. We'll be looking at the relevant standards, the relevant working practices, you know, see how far we are from good practices. For example, using HSE's enforcement management model, which standardises enforcement activity across any sector, anywhere, and looking at the enforcement policy. It could be that, you know, generally speaking for lower-level breaches, verbal advice or perhaps maybe a notice of contravention letter will be used in some circumstances where the gap from good practice or the levels of risk that aren't managed are a bit higher. It could be an improvement notice, and yes, it could be a prohibition notice where there's a more significant risk involved. So we would expect it to be, you know, across the range of potential enforcements, but as far as I'm aware, there's not a target to, you know, suddenly increase the number of prohibition notices or something to be guided by the risk assessments. [00:19:25] Mick Ord (Host): And will the inspectors be speaking to individual workers on site? [00:19:29] Matt Birtles: Yes. I mean, not to try and catch them out or anything. Not to try and point any fingers or blame at any individual. But a part of risk management is making sure that individuals understand the kinds of risks they're exposed to. And have been, you know, informed about levels of risk of certain tasks, have been informed on how to use safe operation procedures, and that could be how to use plant equipment or mechanical aids, for example. And also being informed about the end of any risk management processes. Once we've fixed everything we can through mechanical means and engineering risk out, we'll always have some residual risk at the end that we mop up with training. And so just to find out how well the trainings worked, the manual handing training, for example: has it landed? Has it been successful? Has it changed behaviour? We'd find that out from talking to individuals on site, not trying to pick upon the individual or point a finger and blame anybody, but just to get the general picture of how risk is managed on that side. There certainly could be, yeah. [00:20:30] Mick Ord (Host): And is there anything in particular that individual workers will be expected to know? [00:20:37] Matt Birtles: Yes. I think in terms of risk communication, the kinds of risk factors that they're exposed on site, or the key risk, the higher risk activities, what they may be and how they should accommodate them through RAMS or through safe operating procedures. We would expect anybody on site to know who they need to speak to, if they see any issues that concern for near miss reporting, or for, you know, just reporting potentially hazardous activity, which can happen. We all humans make errors, and we always see something a bit wrong. Where would we go to report that and what would the expectations be on any site? And then yeah, absolutely. The general health and safety training in manual handling training, for example. God forbid they are quoting HSE sentences that we use. We've taken a lot of the words that are given in manual handling training and made them far less fun. So we certainly wouldn't be an examination – "can you quote our particular guidance?" But the general kind of approach to practices. You know, when was the last time that they were sort of reminded of those approaches and did it land? Those are the kind of things we do want people to know about so that they are empowered, as Peter mentioned, for that level of engagement's important. And that's kind of what we're looking at there to make sure that that side of engagement's happening successfully. [00:21:57] Mick Ord (Host): And how will you know if the campaign has been a success? How will you measure its success? [00:22:03] Matt Birtles: Well, this is the first year of a multi-year campaign targeting ill health in construction. So we'll measure the impact of this campaign using the information gathered by inspectors while they're on site. Things like material breach rates or the number of inspections that leads to finding material breaches will be one metric. And then others regarding awareness and behaviour change, as best we can, based on observation. How many sites do we leave having made an immediate impact or a subsequent impact in terms of behaviour changes? But because this is the first campaign in the sector targeting MSDs in quite a while, one of the core objectives of this whole campaign is to provide a detailed knowledge of the state of play across the sector to allow HSE to adapt its approach in subsequent years on how best to support employers and protect workers in the construction industry. So, A lot of the work is going to be about what was effective and that's going to really channel our efforts in future years as we run the next year of the campaign. [00:23:06] Mick Ord (Host): And I guess that's something that you would echo as well, Peter Crosland? [00:23:10] Peter Crosland: Absolutely. We can't solve the issue of MSDs in in one fell swoop. As Matt says, it's an ongoing process. MSD issues have taken a long time to surface. Hopefully it won't take us long to resolve, but as we become more aware of the issues and also I think particularly, not to miss out on the fact that we're becoming aware of workers' presenteeism. So even if they are actually suffering with an MSD, because of the financial crisis that we're running through and have been running through for a while, you know, people feel compelled to go to work. So they're forcing themselves to work when they're not actually maybe running at 90%. So we need to keep on top of MSDs and certainly as Matt outlined right at the start, we did some work about five years ago to try and identify the financial cost of MSDs In terms of ill health to the industry. And we worked out, it was round about the 75% mark. So, you know, when you then compare it to the likes of occupational asthma, silicosis, asbestosis, occupational dermatitis, noise induced hearing loss, etcetera, MSDs are simply huge. So it really is. And I'm pleased to hear what Matt said, that it is part of an ongoing campaign that will be repeated on a regular basis. [00:24:31] Mick Ord (Host): Well look, gentlemen, thanks your lot for that. Anyone listening needs to go onto the HSE site, don't they, if they want a little bit more information about the tools that are available for them and all the stuff you've spoken about. So Peter Crosland from Ceca and Matt Birtles from the HSE Science Division, many, many thanks for joining us on the HSE podcast. [00:24:53] Matt Birtles: Thanks very much indeed. [00:24:55] Peter Crosland: Yeah, thank you Mick.
Welcome to episode 6 of Petch & Pals! Each episode producer Petch sits down with https://www.actonthis.tv PREMIUM members to chat all things acting and life! In this episode Petch and the gang look at creating YOUR OWN WORK as an actor. They explain why you don't need permission from ANYONE to do what you want - and why the perfect time to start is NOW! Not an Act On This member yet? Want acting career coaching from the BIGGEST casting directors, agents, actors, writers, directors and producers in TV - EVERY WEEK? Grab your membership TODAY - https://www.actonthis.tv Please drop a comment to let us know what you think! ENJOY! :)
In this Human Rights Safeguarding Podcast: the UK's Online Safety Bill with Damian Collins MP, the Bill's Scrutiny Committee's recommendations, the meaning of "harm", what offline laws apply to the online if any, Section 230, Francis Haugen, End-to-End Encryption (E2EE), the Health and Safety at Work Act 1974, the role of Ofcom the Regulator and how they will ensure social media companies comply with this new legislation.
Tonight Dr. Jerry Carbo joins us to talk about his work with the National Workplace Bullying Coalition and things we can do to help! Website: https://www.workplacebullyingcoalitio... Dignity at Work Act: https://dignityatworkact.org/ Justice for Evan: https://www.change.org/p/justice-for-... All of our links in one place: https://linktr.ee/TheRetailWarzone Contact/Submissions: thegenerationvoid@gmail.com --- Support this podcast: https://anchor.fm/theretailwarzone/support
What is God strange work mentioned in Isa 28? Is it somthing he has been doing or is it somthing he is going to do? Join us as we dive into this topic in scripture revealing the truth.
Healthcare employers may not realize that the newly enacted Illinois Freedom to Work Act will directly apply to restrictive covenant provisions for existing and new employees, including non-compete and non-solicitation provisions. In this episode, host Ericka Adler, Roetzel Shareholder and Health Law Practice Group Leader, and Adam Hirsh, Roetzel Business Litigation Attorney, analyze how the new law's restrictive covenant prohibitions, notice provisions, and consideration requirements will affect new and amended employee contracts starting January 1, 2022. Find all of our network podcasts on your favorite podcast platforms and be sure to subscribe and like us. Learn more at www.healthcarenowradio.com/listen/
Healthcare employers may not realize that the newly enacted Illinois Freedom to Work Act will directly apply to restrictive covenant provisions for existing and new employees, including non-compete and non-solicitation provisions. In this episode, host Ericka Adler, Roetzel Shareholder and Health Law Practice Group Leader, and Adam Hirsh, Roetzel Business Litigation Attorney, analyze how the new law's restrictive covenant prohibitions, notice provisions, and consideration requirements will affect new and amended employee contracts starting January 1, 2022.
In this LIVE broadcast replay, I recap on our most recent Act On This member-only Zoom session with ‘Brassic', ‘Doctor Who' and 'The Stranger' director Daniel O'Hara! We discuss audition prep, working on set, smashing your self-tapes - and the CRITICAL importance of HARD work! If you want to join our member-only sessions, grab your Act On This membership NOW - https://www.actonthis.tv/live Wanna join me for my next FB stream? Like and follow the Act On This FB page to be notified next time I GO LIVE! https://www.facebook.com/ActOnThisTV - Your comments mean the absolute world to me, please take a second, say ‘hi' and let me and my team know what you thought of this audio... P.S. - it would make my life, if you hit the subscribe button ;) - MEET ROSS ► Actor, presenter and high-performance coach. I've been training, working, and coaching in the TV industry for over 20 years. Today I work regularly as an actor in top TV drama, voice TV commercials, corporate work and animation, for some of the biggest networks on the planet, and speak regularly on stages, up and down the country, on what it takes to have success as an actor in an ever-evolving business. - ACT ON THIS ► In 2011, I launched Act On This - The TV Actors' Network - giving actors the business education that even the most prestigious drama schools still fail to deliver. Today https://www.actonthis.tv is the TV industry's LEADING knowledge platform - hosting hundreds of hours of audio and video interviews with the BIGGEST casting directors, agents, BAFTA and Oscar-winning actors, writers and producers in the business. - Act On This - The TV Actors' Network Main site: https://www.actonthis.tv FB Page: https://www.facebook.com/ActOnThisTV/ FB Group: https://www.facebook.com/groups/ActOnThisTV Instagram: https://www.instagram.com/actonthistv/ Twitter: https://www.twitter.com/ActOnThisTV/ - Bulletproof Actor Main Site: https://www.bulletproofactor.com Twitter: https://www.twitter.com/BulletproofAct/ - Subscribe to my VIP newsletter for updates and giveaways: https://www.actonthis.tv/subscribe
Join us for this critically important webinar hosted by Voices For Freedom co-founders (Claire Deeks) with special guests Sue Grey and Charles Tortise on 5 October 2021 as we discuss the Health & Safety at Work Act in the context of Covid19, attempts to mandate no jab, no job and other covid response issues. Every employee has the right to work in an environment where their health and safety is respected. And all employers are obliged by the law to actively limit the risk of harm in the workplace. The Health & Safety at Work Act is being cited as justification for a "no jab no job" policy. On closer look this becomes harder to accept when reconciled with what this Act is supposed to do. It's not just a top down set of rules for employers to impose on employees, it can be used by workers to exercise their rights to be consulted, informed and involved in decision making around safer work for all. In this webinar we will cover: basic information on the Health & Safety Act and how it can assist you best questions to ask about hazards, risks and controls suggestions on effective representation where you can get further help. You can find all the resources referred to in this webinar at https://voicesforfreedom.co.nz/employment DISCLAIMER: The information in this webinar is provided general information and educational purposes only. It does not constitute legal or medical advice. The matters discussed and any resources provided need to be considered by you with respect to your personal situation. Anything you say or do based on information provided in this webinar you do on your own account. We recommend that you seek professional legal and/or medical advice with respect to your own situation. Sue Grey LLB(Hons), BSc (biochemistry and Microbiology), RSHDipPHI Sue Grey is a New Zealand qualified lawyer with her own practice specialising in emerging issues, based in Nelson. She has worked for Department of Health in the mid 1980s - which included infection disease investigation and contract tracing, quarantine, health and safety in those days. Charles Tortise works within a team of H&S advisors and experts set-up in response to issues arising with Covid19. His own background includes serving in submarines with the UK Royal Navy and then with the Irish Naval Service engaging in fishery protection patrols, drug interdiction and search and rescue. For more podcasts on these and other topics relating to upholding our freedoms join Claire, Libby and Alia at VOICES FOR FREEDOM - https://voicesforfreedom.co.nz
Kelly Nelson is the Outreach and Communications Manager for Maryland ABLE. She has worked in the field of disabilities for more than 30 years. She has served in many roles supporting people with disabilities and their families through advocacy, education, and connecting them to vital resources within their community. She can be reached at knelson@marylandable.org. ABLE to Save Month August marks the nationally celebrated ABLE to Save Month. ABLE programs nationwide have changed the way people with disabilities and their families participate in the community, build financial wellness and plan for the future by empowering them to save and invest for the added expenses that come with having a disability without losing access to federal means-tested benefits. Learn more about how a Maryland ABLE can benefit you. What does the ABLE (Achieving a Better Life Experience) Act do? It gives states the opportunity to develop tax-advantaged savings programs for eligible people with disabilities. These saving programs provide the opportunity for people with disabilities to maintain eligibility for federal and state benefits while saving money to cover qualified disability expenses. For SSI purposes, the first $100,000 saved in ABLE account is disregarded for the purposes of the $2,000 asset limit. Contributions to ABLE programs are capped by the federal ABLE Act to the federal gift tax exclusion, currently $15,000 per year. Contributions are accepted by the Maryland ABLE program up to a maximum account value of $500,000, as of December 1, 2018. ABLE to Work Act - The ABLE to Work Act allows beneficiaries who are employed to contribute an amount equal to their current years gross income (up to a maximum of $12,760 in 2021) each year to their ABLE accounts in addition to the annual standard contribution limit of $15,000. Keep in mind that, if the beneficiary or their employer is contributing to a retirement plan, including a defined contribution plan (e.g. 401(k)), annuity plan (403(b)), or deferred compensation plan (457(b)) this calendar year, the beneficiary is not eligible to make ABLE to Work contributions. Information about Maryland's ABLE account program https://www.marylandable.org/ Maryland ABLE Visa® Prepaid Card Maryland ABLE account holders can access the funds in their ABLE account to pay for qualified disability expenses that support the beneficiary in his or her health, independence and quality of life. Account holders can access their funds through easy online account management or they can request the Maryland ABLE Visa® Prepaid Card for a low monthly fee. The prepaid card provides a convenient way to access funds for purchases made online or in the community. It also provides additional features such as setting up card alerts and customized spending for added protection and the ability to sort, filter, and tag ABLE purchases to easily record and track expenses. Maryland ABLE Resource Network https://www.ablenrc.org/state-review/maryland/ S.331 - ABLE Age Adjustment Act https://www.congress.gov/bill/117th-congress/senate-bill/331?s=10&r=6 This bill increases from 26 to 46 the age threshold for tax-favored ABLE (Achieving a Better Life Experience) accounts. Currently, individuals are eligible to save with ABLE accounts only if their qualifying disability was onset before age 26. Enactment of S.331, the ABLE Age Adjustment Act, would increase that to age 46, and would have a huge impact on millions of Americans — including thousands of people who experienced a traumatic brain injury after age 26. Disclaimer: This podcast is provided for informational purposes only and does not constitute endorsement of treatments, individuals, or programs which appear herein. Any external links on the website are provided for the visitor's convenience; once you click on any of these links you are leaving the BIAMD website. BIAMD has no control over and is not responsible for the nature, content, and availability of those sites.
In this LIVE broadcast replay, I recap on my latest interview with BAFTA 'Elevate' actress and star of ITV's 'Grantchester' - Melissa Johns! We look at building mental toughness and resilience in the acting industry, the ONE thing that is GUARANTEED to get you more acting work - and I draw the curtain back on my next Act On This feature, with Olivier award-winner, Andy Nyman! If you want to join our member-only sessions, grab your Act On This membership NOW - https://www.actonthis.tv/live Wanna join me LIVE next time? Like and follow the Act On This FB page to be notified next time I GO LIVE! https://www.facebook.com/ActOnThisTV - Your comments mean the absolute world to me, please take a second, say ‘hi' and let me and my team know what you thought of this audio... P.S. - it would make my life, if you hit the subscribe button ;) - MEET ROSS ► Actor, presenter and high-performance coach. I've been training, working, and coaching in the TV industry for over 20 years. Today I work regularly as an actor in top TV drama, voice TV commercials, corporate work and animation, for some of the biggest networks on the planet, and speak regularly on stages, up and down the country, on what it takes to have success as an actor in an ever-evolving business. - ACT ON THIS ► In 2011, I launched Act On This - The TV Actors' Network - giving actors the business education that even the most prestigious drama schools still fail to deliver. Today https://www.actonthis.tv is the TV industry's LEADING knowledge platform - hosting hundreds of hours of audio and video interviews with the BIGGEST casting directors, agents, BAFTA and Oscar-winning actors, writers and producers in the business. - Act On This - The TV Actors' Network Main site: https://www.actonthis.tv FB Page: https://www.facebook.com/ActOnThisTV/ FB Group: https://www.facebook.com/groups/ActOnThisTV Instagram: https://www.instagram.com/actonthistv/ Twitter: https://www.twitter.com/ActOnThisTV/ - Bulletproof Actor Main Site: https://www.bulletproofactor.com Twitter: https://www.twitter.com/BulletproofAct/ - Subscribe to my VIP newsletter for updates and giveaways: https://www.actonthis.tv/subscribe
In May 2021, Rep. Diana Harshbarger (R-Tenneessee) introduced the "Freedom to Work Act," a bill that would utilize the federal government to reduce occupational licensing requirements. In this episode, the Congresswoman joins Shoshana Weissmann to discuss the bill and the most prevalent arguments for and against its passage.Featuring:- Rep. Diana Harshbarger, United States Representative, Tennessee- [Moderator] Shoshana Weissmann, Senior Manager of Digital Media and Fellow, R Street InstituteVisit our website – www.RegProject.org – to learn more, view all of our content, and connect with us on social media.
In this WEEKEND WATCHLIST I was joined by Andrew Page from Strawman Investing to discuss EROAD (ASX:ERD)."EROADS is basically dragging the trucking industry into the 21st century."EROADS on Strawman https://strawman.com/reports/ERD/allSimply Wall St Summary: "EROAD Limited provides electronic on-board units and software as a service to the transport industry in New Zealand and internationally. The company offers products to reduce the time and money spend on road user charges compliance; and manage obligations and risks associated with the Health and Safety at Work Act, as well as fleet management products. It also designs and manufactures in-vehicle hardware; and operates secure payment and merchant gateways, as well as provides web-based value-added services. The company was founded in 2000 and is based in Auckland, New Zealand."https://simplywall.st/stocks/nz/tech/nzx-erd/eroad-sharesPortfolio tracker Sharesight tracks your trades, shows your true performance, and saves you time and money at tax time. Get 4 months free at https://www.sharesight.com/au/sharesforbeginnersDisclosure: The links provided are affiliate links. I will be paid a commission if you use these link to make a purchase. You will also usually receive a discount by using these links/coupon codes. I only recommend products and services that I use and trust myself or where I have interviewed and/or met the founders and have assured myself that they're offering something of value. Shares for Beginners is for information and educational purposes only. It isn't financial advice, and you shouldn't buy or sell any investments based on what you've heard here. Any opinion or commentary is the view of the speaker only not Shares for Beginners. This podcast doesn't replace professional advice regarding your personal financial needs, circumstances or current situation. See acast.com/privacy for privacy and opt-out information.
A stoush over schools' ability to refuse to enrol violent children is taking a new turn. The Principals Federation says it now has legal advice that suggests schools can refuse Education Ministry directives to enrol children who will make their workplace unsafe. The federation's president Perry Rush says the Education Act does not trump the Health and Safety at Work Act. He spoke to Corin Dann. The Education Ministry says it has not seen the legal advice. It says it only uses its power to direct an enrolment as a last resort.
Dave Rubin of The Rubin Report talks to Rand Paul, Republican U.S. senator for Kentucky, about how Washington, D.C., has become a dystopian ghost town. He describes how the Capitol riot has created a new irrational fear of domestic terrorism that will lead to a broadening of the definition of an “insurrectionist." Rand refers to his exchange with Rachel Levine as evidence that the Democratic Party and Biden administration have been taken over by the woke Left. Rand also shares why he thinks Dr. Fauci’s recommendations are becoming irrelevant and who should and shouldn’t get the COVID vaccine. Rand also discusses the Reins Act, his proposed legislation to curtail excessive government regulation, as well as the National Right to Work Act. Learn more about your ad choices. Visit megaphone.fm/adchoices
Workplace Bullying is on the rise! You may be asking, "What can we do about BILLS, ACTS and LAWS"? Join us March 27, 2021, at 1 PM EST. Our guest will be Dignity at Work Act representative, Ms. Camay! --- Support this podcast: https://anchor.fm/workplace-keyes-to-succes/support
Getting legislation passed can be a long haul. But the process doesn't have to be overwhelming, The National Workplace Bullying Coalition is forming state teams across the country to introduce the anti-abuse Dignity At Work Act. In this episode, I walk you through the process to introduce legislation. We have a fantastic team of state team directors who can help with the rest of the process monthly. If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org. If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place. Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
A year into Covid, we've been reduced to angry, spiteful, side taking, finger pointing, tittle-tattling busy bodies. The tragedy is the instruction came from the top.All 13 of the defendants facing charges in relation to the death of 22 people when Whakaari/White Island erupted can now be reported.The first hearing was today adjourned until June.Inflite Charters, ID Tours and Tauranga Tourism Services had not previously been reported but today made no application for suppression.The other 10 parties had already identified themselves.They are: White Island Tours, Whakaari Management and its directors James, Peter and Andrew Buttle, Kahu NZ, The National Emergency Management Agency, GNS Science, Volcanic Air Safaris and Aerius Ltd.At today's hearing WorkSafe asked that the matter be adjourned to allow more time for all parties to prepare given the magnitude of the case.Counsel for White Island Tours, Richard Raymond, also argued that the charges had been filed in the wrong court and should have been filed in Whakatāne rather than Auckland.The judge agreed to hold the next hearing in Whakatāne and adjourn the matter until June 3.Arguments into which court the rest of the proceedings would be held in would be heard then.When WorkSafe chief executive Phil Parkes first announced the charges, he said it concluded the most extensive and complex investigation ever undertaken by WorkSafe."We investigated whether those with any involvement in taking tourists to the island were meeting their obligations under the Health and Safety at Work Act 2015."We consider that these 13 parties did not meet those obligations. It is now up to the judicial system to determine whether they did or not. WorkSafe can't comment on the matters in front of the court."This tragedy had a wide-ranging impact on victims, families, communities and iwi, he said."There were 47 people on the island at the time of the eruption, all of whom suffered serious injuries and trauma, and 22 of those have lost their lives."Ten organisations were charged under the Health and Safety at Work Act 2015.Three individuals were charged under section 44 of the Act which requires directors, or individuals with significant influence over a company, to exercise due diligence that the company is meeting its health and safety obligations.White Island Tours faced two charges related to alleged offending between April 2017 and December 2019.Tourists are cleared from White Island following the volcanic eruption December 9, 2019 where 22 were killed. Photo/Michael SchadeTwo White Island Tours guides, Jake Milbank and Kelsey Waghorn, were seriously injured in the disaster. Fellow guides Hayden-Marshall Inman and Tipene Maangi lost their lives.One charge against the company relates to its duty to workers and the other relates to its duty to tourists.In relation to tourists, the charge particulars allege it was reasonable to: "Ensure booking confirmation, pre-activity information and tour description information provided sufficient detail regarding the hazards and risks, including the risks posed to tourists from volcanic activity, so tourists so could make an informed decision prior to commencing the tour."Whakaari Management Ltd faces two charges related to alleged offending between April 2016 and December 2019.The company granted licences to the operators that undertook tours to the volcanic island.In the particulars of both charges it alleged it was reasonable to ensure that workers and tourists were supplied with "appropriate personal protective equipment".Whakaari Management Ltd's three directors - James, Peter and Andrew Buttle - each face one charge respectively.It is alleged that each, as an officer of Whakaari Management Ltd, failed in the duty to exercise due diligence to ensure the company was meeting its health and safety obligations.Kahu NZ faces two charges related to alleged offending between April 2016 and December 2019.One charge relates to the...
The Dignity At Work Act is about granting our fundamental human right to dignity at work. Workplace abuse (or workplace bullying) often involves a person in power, such as a manager or supervisor, taking advantage of a less powerful employee. What workplace abuse is Abuse of power is too often a symptom of implicit bias — a problem discrimination law stopped helping since the 1980s when courts moved from focusing on impact to intent. Intent is a high threshold that makes the law mostly ineffective at addressing bias and disrupting hierarchies at work that create haves and have-nots when those in power “other” people. More than 50 years after Title VII of the Civil Rights Act of 1964, white men still occupy the vast majority of power positions in the U.S. workforce. Abuse may take the form of: Interpersonal abuse like public ridicule, disrespect, overwork, and overcontrol, including put-downs, screaming, excessive criticism, destructive gossip, false accusations, and other intimidating behavior. Organizational abuse like sabotage of your work, including impossible deadlines and workloads, micromanaging, removal of responsibilities without cause, purposeful inconsistent instructions, malicious schedule changing, withholding of information needed for your job, blowing off accomplishments, exclusion, taking credit for your work, invasion of your personal belongings, and giving bogus performance reviews to convince you you're a problem. Why workplace abuse is a problem The abuse often leads to severe damage for targets, witnesses, families, communities, organizations, and society, including loss of esteem, anxiety, depression, heart disease, high blood pressure, psychosomatic illnesses, physical harm, PTSD, suicide ideation, economic losses, turnover, absenteeism, workplace violence, lost production, violence outside work, divorce, increased medical bills, and detachment from communities. It costs employers billions of dollars annually. One of the biggest problems with workplace abuse is public health care costs. Employers externalize health care costs when they ignore employee well-being internally. When abused targets leave unhealthy work environments, they become burdens of taxpayers. They’re frequently uninsured. When they get sick, they turn to ERs for care, where delivering primary care is not cost efficient. By the time they get there, their health has already deteriorated to a point where treatment expenses are far greater than earlier intervention would have been. This bill would incentivize employers to address employee well-being internally and not make it a public problem. Numbers back up these problems. In his book Dying For A Paycheck (2018), Stanford professor Jeffrey Pfeffer says, "...the United States experiences about fifty-nine thousand excess deaths and about $63 billion in incremental costs annually compared to what would be predicted given its per capita income level. Considering the total toll previously estimated (of about 120,000 excess deaths and $180 billion in costs), our analyses indicate that about half of the deaths and about a third of the incremental costs from workplace conditions appear to be potentially preventable if the United States were more similar to other advanced industrialized economies." (p. 59, 60). Prevention is both less expensive and more effective than remediation. What the Dignity At Work Act will do If passed, the Dignity At Work Act would: Provide a cause of action for employees who suffer from workplace bullying. Hold employers accountable for abuse at work. Eliminate the need for proof of intent that renders discrimination law ineffective at disrupting social hierarchies at work. (White men still retain the vast majority of power positions in the U.S. workforce more than 50 years after Title VII of the Civil Rights Act of 1964. The Dignity At Work Act would strengthen protections for those who believe their mistreatment at work may be due to discrimination but can't prove it.) Create an incentive for employers to actually prevent, detect, remedy, and eliminate workplace bullying rather than wait for severe damage to take action. Protect low-wage workers who can't afford our pay-to-play legal system. How this bill differs from related legislation We can’t prove intent. We’ve learned from U.S. and international jurisprudence that it’s often impossible for targets to prove the bully’s intent, but the bullying still has negative impacts. Intent (general or specific) must not be one of the required elements for a claim of workplace bullying. Bullying scholars and legal practitioners both understand the difficulty of proving intent. As a result, intent is generally not included in the research definition of bullying and should not be included in the law. The Dignity At Work Act does not require targets of bullying to prove their bully’s intent. Psychological and physical harm is only one aspect of damage. We’ve learned through U.S. harassment jurisprudence that targets should not have to suffer psychological or physical harm before they have a cognizable claim. As the EEOC has recently reiterated, we want to stop harassing behaviors as soon as possible. An effective bill must establish a standard of harm that mirrors the EEO laws that the hostile environment or the bullying itself is enough of a harm to have a cognizable claim. Just as the EEOC and the judicial system have recognized that a hostile environment caused by harassment based on a protected status is harmful to workers, the Dignity At Work Act recognizes the hostile environment created by bullying is also a harm that should have a legal remedy. Legal action must be affordable to everyone. The majority of U.S. workers are unable to afford access to the pay-to-play legal system. An effective anti-bullying bill must account for this lack of access and provide access to remedies via a governmental agency. A governmental agency with enforcement and oversight of an anti-bullying law will be able to not only provide access to targets, but also provide regulations, enforcement guidance, and model policies for employers. Conflict resolution via a governmental agency will be more expeditious than litigation, prevent tying up already overburdened courts with additional litigation, and provide paths for mutually agreeable resolutions that will allow employers and employees to continue a productive working relationship. The Dignity At Work Act would assure targets several paths to remedies including access to a state agency with enforcement power and private litigation should targets choose that route. Learn more at DignityAtWorkAct.org. If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org. If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place. Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Jack talks with Sen. Paul about the Covid Relief Bill and the National Right to Work Act. See omnystudio.com/listener for privacy information.
Barrister and comedian Chris Kehoe and Viagra addicted house husband Alex Boardman finish the mini-series of vaccine law podcasts. They discuss vaccinating children when the parents cannot agree whether or not the child should be inoculated. Also, they consider a 2020 case in which a child is under the care of a local authority. What does The Children Act 1989 have to say on these matters? Plus, what is happening with school closures/openings in light of s.44 of The Health and Safety at Work Act, we discuss whether the monarchy are pulling their weight these days and a chat about ibuprofen very quickly turns to a chat about viagra.
On Monday, WorkSafe New Zealand filed charges against 13 parties in relation to the Whakaari/White Island eruption on December 9th last year, which tragically killed 22 people, and left 25 others with severe life altering injuries.According to WorkSafe NZ, the charges conclude the most extensive and complex investigation they‘ve ever undertaken.The investigation took a look at all organisations associated with taking tours to White Island, whether or not they were operating that day, to check that prior to that day they were meeting their obligations under the Health and Safety at Work Act 2015. It didn't take in to consideration the rescue or recovery attempt. They concluded that 13 parties did not meet those obligations.Worksafe has done a rigorous job, and that's absolutely the right thing to do. We must learn from this tragedy, and do everything we can to make sure it never happens again.But in some cases, their approach seems heavy handed.Two parties who've publically acknowledged they're among those charged were closely involved in rescue efforts immediately after the eruption.Mark Law, owner of helicopter company Kahu Helicopters NZ, along with two other Kahu crews were among the first responders who flew to the island after it erupted, helping evacuate a number of survivors.Also in the air that day, and another charged party, was Tim Barrow from Volcanic Air, who also contributed to the rescue effort.Mark Law has been vocal about his response to the charges, none of which relate directly to the disaster itself, calling them “a bit wanting”. One of the charges relates to equipment not being properly maintained, another was that the company failed to implement an asbestos plan for a building on White Island that may or may not contain asbestos. He has been charged with not providing due care to passengers.In light of what happened – important stuff.But surely, as Mark Law was not conducting tours on White Island the day it erupted, a warning, a fine, and the opportunity to fix issues would have been an appropriate response? Suspend his operation even – if he still had one. Mark, like so many in Whakatane, has lost his livelihood since the tragedy.It feels as if the whole adventure tourism industry has been put on watch by this investigation – and that's not a bad thing.But I wonder how much self-reflection has taken place at WorkSafe as well. According to Laws, he'd owned his helicopter company for 22 years and was only been visited by WorkSafe once during that time. A rather relaxed approach to a high risk industry.I'm not the only one wondering if prosecuting these pilots is an overreaction –over 84,000 people have signed a petition on Change.org asking the Prime Minister to stop the prosecution of the pilots who saved lives on Whakaari / White Island.The petition is asking for recognition of the extraordinary efforts of these men and others who flew with them, and throw out the charges.On December 9th last year, Mark and two colleagues, and Tim, all commercial pilots who knew the area, made the decision to fly to White Island on a rescue mission. I know some people think their actions were reckless, foolish and against health and safety regulations - they probably were.Weirdly, I would have thought it would be this action that was cause for a WorkSafety investigation, and yet, as I said earlier, this investigation did not look at the rescue or recovery operation.But they did what needed to be done. They went above and beyond to help people desperately in need. I can remember being horrified at the time there was the possibility people were going to be left to suffer – knowing no one came to help them. That's just not the Kiwi way.We will have to wait until the preliminary hearing on December 15th to find out more about the charges laid, and whether they are in fact justified, but until then it's important to distinguish between the charges laid against these gentlemen, and their heroic action...
The Dignity At Work Act is THE strongest piece of legislation I've seen to hold employers accountable for abusing workers. And to change the status quo, we need a bill with teeth. In this episode, bill author and professor Jerry Carbo and I explain the need for the bill and how it fills gaps in the law — especially for those who suffer from discrimination but can't prove it. Learn more at DignityAtWorkAct.org. If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org. If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place. Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
In this episode of the podcast, MEAT+POULTRY talked with Ryann Glenn and Michael Annis, partners in the Food & Agribusiness practice group of law firm Husch Blackwell. The conversation covers a variety of ongoing legal topics in the meat and poultry industry, including how COVID-19 compares to other periods of agribusiness law. Glenn and Annis also discuss the difficulties of litigating these cases for both the companies and the employees. In addition, the attorneys laid out early legal procedures they have seen with meat processing cases during the pandemic and what the ongoing Safe to Work Act might look like if passed through the US Congress.
Tom Jacob, trial lawyer with Whitehurst, Harkness, Brees, Cheng, Alsaffar, Higginbotham, and Jacob, PLLC in Austin, joins us on today's show! Tom talks about Zoom trials, the Feres Doctrine, outlining before you write, and lots of recommended tools!COVID Update (Recorded July 30, 2020)Finished off a federal bench trial by Zoom; had one final witness as COVID hit, so earlier this summer the judge/parties went ahead with the final witness by Zoom to close the trial.Had been doing a lot of remote depos pre-COVID so they were prepared when that ramped upHe built an app to use with Zoom to quickly pull up case files documents, annotate them, and display themHis partners screenshare PDFs on their screenLots of hearings by Zoom too; probably more now than ever because it is so much more convenient and easy to get the parties togetherLooking forward to the Travis County pilot program; jury trial much trickierVery easy for jurors to get distracted, especially for longer trialsLots of time/cost savingsHis practice/firmHe practices mostly in federal court representing veterans and military service members against the U.S. government in personal injury and medical malpractice cases.Examples: catastrophic brain injury in a child; building fell on client; Sutherland Springs mass shooting caseGets clients by referrals, being active in the community, writing/publishing, and getting found on GoogleFor 50 years active duty military haven't been able to sue the government for medical malpractice / personal injury because of the Feres Doctrine, judge made law that barred these types of claims, but Congress recently passed a law to counter that doctrine. Now these military members can bring an administrative claim (still cannot sue).Not perfect since it is the agency you are suing that is making the determination, but it is somethingNew law just went into effect, and the agencies are passing the regulations right nowCongress is also working on COVID liability provisions that could impact their practice and whether their clients can bring claims if it is written broadlyOdd because most of the lawsuits being brought due to COVID are not tort-lawsuits, so immunity from torts doesn't align. Most lawsuits are employment, evictions, etc.As of September 11, this Safe to Work Act, Senate Bill 4317, has not yet made its way through Congress.Advice for lawyers in practiceNo matter where you are on the drafting ladder, turn your draft in ready to fileWhile he was clerking with a firm during law school, he wrote a motion that the partner approved of, but criticized him for not filling in the partner's bar number to the signature block.Even if you know it is going to go through multiple revisions and multiple peopleIf you don't know something, ask. Don't want to ask the partner who assigned the work? Ask a paralegal or associate.When you are writing, you should always outline firstAlways knew this but didn't put it into practice until more recentlyThought it was outdatedNow he outlines everythingUses an entirely separate application (OmniOutliner) where he outlines (focus is on substance)When you get to the prose piece, you don't have to worry about the substance and can focus on the prose/writingAdvice to lawyers who are job seekingAs a lawyer you are a professional writer, which includes being a professional publisher (understand how layout/design impact substance)Be able to hold the conversation in an interviewRapid Fire QuestionsTrait/Characteristic you most want to see in an associate: hustleHabit that has been key to your success: laziness - find an easier way to do itFavorite app/tool: Soulver (advanced calculator for MAC; dates/times/etc.)Favorite social distancing activity: runningFavorite legal movie: My Cousin VinnyThanks again to Tom Jacob for joining us on the show!
Bill S. 4317 "Safe To Work Act" update. Keep this bill from moving forward! Call your NC legislators and make a difference. Learn more about us at https://www.thelitigator.com/
There have been numerous changes to the Social Security program since it was created in 1935. Just think: in 1937, life expectancy was age 63—but you had to be 65 to collect Social Security benefits. Two bills have passed since then that have dramatically changed things for the 77 million Baby Boomers that will be retiring. What are they? What impacts did they have? What do I foresee happening with the future of Social Security? Listen to this episode of Retirement Made Easy to learn more! You will want to hear this episode if you are interested in... [1:38] Social Security: What's Next? [2:35] The Senior Citizens' Freedom to Work Act [4:19] The Bipartisan Budget Act of 2015 [6:04] Calculate your full retirement age [7:30] When you should claim your benefits [11:20] What changes are going to happen? [14:47] Will my Social Security be taxed? [16:49] Survivor benefits: can you switch to your own? [18:06] Survivor benefits for divorced spouses [19:42] How and when do you claim your benefit? The TWO acts passed by Congress that were game-changers The first bill that I'm going to reference is the Senior Citizens' Freedom to Work Act of 2000. This bill eliminated the retirement earnings test for someone who had reached full retirement age. What does that mean? You can collect your full social security benefit and still work as much as you want. Your benefits will not be reduced because you're working. If you're working and NOT full retirement age but collecting social security, you can earn up to $18,240 per year without a reduction in your benefits. For every $2 you earn over that limit, Social Security will hold back $1 of your benefits. Before 2015, we used creative strategies to maximize the lifetime social security benefit. When the Bipartisan Budget Act of 2015 was passed, they closed “unintended loopholes'' of social security—two of which were the strategies we used to maximize benefits. The biggest change was if you were born after 1953, you could not file a restricted application. What does that mean? The 2015 act cut down on your choices for claiming strategies when it came to social security. To find out how to calculate your full retirement age—listen to the episode—and reference the resources below! When you should claim your Social Security benefits When should you claim your benefits? Everyone's situations are different. No Social Security benefits are alike. Why? Because the benefits you receive are based on your best 35 working years. Let's say we have a couple with children. The husband has a higher social security benefit than the wife because she took some years off of work to care for their family. Generally speaking, his benefit is going to be higher. When I'm advising clients when to claim their Social Security benefits, I make sure they keep in mind the survivor benefit. Whenever there is a death, the higher benefit continues and the lower benefit drops off—that's the survivor benefit. So if the husband's benefit is greater, it might make sense to delay the higher of the two benefits when and if possible. NOTE: Many variables dictate when you should claim social security (age difference, health, plans to work, the dollar amount of differences, spousal benefit, and much, much more). Social Security: Changes that WILL be coming Recently, the Social Security Administration completed some research where they determined, by 2035, that the Social Security Trust fund will be bankrupt. Benefits won't stop, but they'll all be reduced by 21%—If Congress makes NO changes between now and 2035. But Congress will come up with some solutions to continue benefits for ongoing generations. The bottom line is that Congress is going to have to increase the amount of money being paid into Social Security. The working generation is already paying 6.2% of their pay into FICA taxes (with the employer contributing the same amount). That is 12.4% of what they make. 77 million baby boomers are going to depend on that money. In 1935, you had 40 workers paying in for every 1 recipient. In 2020, we have 2.8 workers paying in for every 1 recipient. By 2035, 2 workers will be paying in for every 1 receiving benefits. Major changes to social security will be coming to keep it solvent and running smoothly. These changes are inevitable. So don't panic and be afraid that your money won't be there. Will your Social Security be taxed? How do the survivor benefits work? How do you claim your Social Security benefit? I answer some of my most popular Social Security questions in the rest of the episode—don't miss it! Resources & People Mentioned Senior Citizens' Freedom to Work Act of 2000 The Bipartisan Budget Act of 2015 Calculate Your Retirement Age Get Your Social Security Statement Will Your Social Security be Taxed? The Future of the Social Security Program Connect With Gregg Gonzalez Email at: Gregg@RetireSTL.com Podcast: https://RetirementMadeEasyPodcast.com Website: https://StLouisFinancialAdvisor.com Follow Gregg on LinkedIn Follow Gregg on Facebook Follow Gregg on YouTube Subscribe to Retirement Made EasyOn Apple Podcasts, Spotify, Google Podcasts
Jason discussing the Bill S. 4317 introduced by Mr. Cornyn (for himself and Mr. McConnell) titled the "SAFE TO WORK Act" Learn more about us at: https://www.thelitigator.com/
Charles Daniels from American Workers First, is our guest. On July 27th, 2020 John Cornyn, Senior Senator from Texas (R) and Mitch McConnell, Senate Majority Leader from Kentucky (R), introduced the ‘SAFE TO WORK Act’ (S. 4317). The legislation is an acronym, Safeguarding America’s Frontline Employees To Offer Work Opportunities To Kickstart the Economy. While the name of the bill indicates that the purpose is to ‘safeguard’ employees, what follows is a piece of legislation that systematically eliminates worker protection and instead focuses on limiting the liability of corporations from potential lawsuits for failure to protect their frontline employees.
Welcome to Learn on the go, a Community Care Inform podcast where we discuss what the latest research, practice models and policy guidance mean to your practice.This episode in our mini series about practice during the coronavirus pandemic is about fear and social work. It covers how fear can impact on practice, what helps social workers maintain concerns at a manageable level, support from managers and particular sources of fear during the pandemic such as lack of PPE, whether vulnerable children and adults are safeguarded and the impact on people with mental health problems. The expert guest is Brian Littlechild, professor of social work at the University of Hertfordshire. The questions were asked by Joanna Silman, content editor at Community Care Inform.2:01 – What is ‘fear’ in the context of social work?6.03 – Causes of fear during the pandemic8.34 - Getting support for fear-inducing situations14.17 - Being assertive20:32 - The SAFE approach (Support, Assertiveness, Fit, Empathy)Community Care Inform subscribers can access additional resources and a written transcript of the podcast here on Inform Children https://www.ccinform.co.uk/learning-tools/fear-and-social-work-podcast/ and here on Inform Adults: https://adults.ccinform.co.uk/learning-tools/fear-and-social-work-podcast/Law and guidance referred to:Health and Safety at Work Act 1974http://www.legislation.gov.uk/ukpga/1974/37/contentsThe High Court judgment in Walker v Northumberland County Council (1994): https://www.bailii.org/ew/cases/EWHC/QB/1994/2.htmlSocial Work England guidance on applying the professional standardshttps://www.socialworkengland.org.uk/standards/professional-standards/Social Care Wales code of professional practice and practice guidancehttps://socialcare.wales/fitness-to-practise/codes-of-practice-and-guidance
Dignity At Work Act author, president of the National Workplace Bullying Coalition, and university professor Jerry Carbo has spent years researching workplace abuse and what laws abroad help protect worker dignity. On this episode, Jerry shares insights into what his vast experience taught him and how he's bringing that knowledge to fight for psychological safety for workers. Advocates in more than 15 U.S. states hope to introduce this bill in 2021. If you'd like to introduce the bill in your state, email info@dignityatworkact.org to be part of the growing movement. You'll will receive support every step of the way. Read more about the bill, including the bill language: http://dignityatworkact.org/ If you've been abused at work related to COVID-19 and would like to share your story anonymously, email info@dignitytogether.org. If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place. Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
It's been years since YouTube supported free speech. But now they aren't even pretending. According to CEO Susan Wojcicki, their official policy now is to remove any content that contradicts the WHO. Two months ago, the WHO was saying that the virus couldn't pass from human to human. They also said more than once that wearing a mask is a waste. Clearly, we should take their word as gospel. Meanwhile, California reported the highest one-day rise in cases so far. Yet with the standard for testing positive getting looser and looser every day, it's tough to know exactly what that means. Finally, Congress is debating three new proposals: The Emergency Money for the People Act would send Americans $2,000 monthly checks for up to one year The Rent and Mortgage Cancellation Act would cancel rent and mortgage payments for up to one year The Getting America Back to Work Act would provide a payroll tax rebate that covers 80 percent of payroll expenses Who knows which bill will pass. Maybe all three! It won't really matter. Whatever happens, money will continue to flow TO the people who know how to attract it and AWAY from those who only know how to spend it. We'll also discuss Harvard receiving $9 million in stimulus money despite their multi-billion dollar endowment, and a YouTube "influencer" with a video that got over a million views. Plus, Ellen DeGeneres is under fire because her public persona is apparently quite different from her private life. All this and more! After you listen to this episode, please share it with a friend. We're growing like crazy, and it's all thanks to each and every one of you. So thank you for helping us spread the word. Jason's taking a long weekend to finally recuperate from a crazy first quarter, so no show on Friday. We'll see you guys again on Monday. Have a great weekend!
A tranche of "far-reaching and unprecedented" travel restrictions means New Zealand now has some of the toughest border restrictions in the world to help prevent the spread of the coronavirus.From midnight tonight, any person from any country, excluding the Pacific islands, will be required to self-isolate for 14 days upon arrival to the country and Prime Minister Jacinda Ardern has encouraged all New Zealanders to avoid all non-essential travel overseas.As well as affecting thousands of peoples' travel plans, the move is expected to significantly impact Kiwis' jobs and New Zealand economy.Self-isolation means you should avoid situations that could facilitate the transmission of the virus, including work.So what does that mean for Kiwi work places?Can I still go to work if I have been told to self-isolate?Employment New Zealand has issued guidelines for the workplace which state that employers should not require or knowingly allow workers to come to a workplace when they are sick with Covid-19 or if they have been advised to self-isolate under public health guidelines.If they do, they are likely to be in breach of their duties under the Health and Safety at Work Act.And if a worker comes to the workplace after being told not to, they can be suspended from work.How will self-isolating affect my pay?If a worker in self-isolation does not feel sick and is willing and able, they can offer to work from home and agree with the employer to do so. They will be paid normally.If an employee, who has been advised to self-isolate under Ministry of Health guidelines for Covid-19, can't practicably work from home, then special paid leave should be considered. Other forms of paid leave can be considered (such as paid sick leave) and used by agreement between the employer and the employee.If the person is sick, or needs to care for a sick dependent, paid sick leave (and anticipated sick leave) may be used. If paid sick leave is not available, paid special leave should be considered. Other forms of paid leave can be used by agreement between the employer and the employee.Contractor pay and leave is not covered by this guidance. Employers and contractors can agree to any payment arrangements they wish to.What if I'm worried about getting coronavirus at work?Where the employer does not agree there is a reasonable belief or concern about an employee contracting coronavirus at work, they can instruct them to come to the workplace.The pair can agree the worker will work from home, in which cases, the worker will be paid normally. The employer and worker may also agree to other arrangements, for example paid special leave.The worker must follow the reasonable instructions, policies and procedures of their employer.Employment NZ said employers should plan ahead and work with workers and unions for likely scenarios of Covid-19.Can I get extra financial support?If you have been affected by coronavirus, Work and Income may be able to provide financial support, even if the person is not on a benefit.In emergencies, WINZ can help with:loss of livelihood (where you can't work and have lost your income)• food, clothing and bedding (immediate needs up to a maximum amount)• accommodation costs if you have to move.To find out what help may be available, who to contact for help, or for more information, call the Government Helpline on 0800 779 997 (9am–5pm, 7 days a week).How can I prevent the virus while at work?Regular cleaning of the workplace environment will minimise the spread of infection by reducing workers' contact with contaminated surfaces.Where possible, use disposable cloths to clean surfaces. Reusable cloths should be cleaned, disinfected and then dried after use.Basic personal actions to stop the spread of infectious diseases include:getting immunised against infectious diseases• washing and drying hands regularly and well• staying at home if you are sick• covering coughs and sneezesThe new restrictions...
A tranche of "far-reaching and unprecedented" travel restrictions means New Zealand now has some of the toughest border restrictions in the world to help prevent the spread of the coronavirus.From midnight tonight, any person from any country, excluding the Pacific islands, will be required to self-isolate for 14 days upon arrival to the country and Prime Minister Jacinda Ardern has encouraged all New Zealanders to avoid all non-essential travel overseas.As well as affecting thousands of peoples' travel plans, the move is expected to significantly impact Kiwis' jobs and New Zealand economy.Self-isolation means you should avoid situations that could facilitate the transmission of the virus, including work.So what does that mean for Kiwi work places?Can I still go to work if I have been told to self-isolate?Employment New Zealand has issued guidelines for the workplace which state that employers should not require or knowingly allow workers to come to a workplace when they are sick with Covid-19 or if they have been advised to self-isolate under public health guidelines.If they do, they are likely to be in breach of their duties under the Health and Safety at Work Act.And if a worker comes to the workplace after being told not to, they can be suspended from work.How will self-isolating affect my pay?If a worker in self-isolation does not feel sick and is willing and able, they can offer to work from home and agree with the employer to do so. They will be paid normally.If an employee, who has been advised to self-isolate under Ministry of Health guidelines for Covid-19, can't practicably work from home, then special paid leave should be considered. Other forms of paid leave can be considered (such as paid sick leave) and used by agreement between the employer and the employee.If the person is sick, or needs to care for a sick dependent, paid sick leave (and anticipated sick leave) may be used. If paid sick leave is not available, paid special leave should be considered. Other forms of paid leave can be used by agreement between the employer and the employee.Contractor pay and leave is not covered by this guidance. Employers and contractors can agree to any payment arrangements they wish to.What if I'm worried about getting coronavirus at work?Where the employer does not agree there is a reasonable belief or concern about an employee contracting coronavirus at work, they can instruct them to come to the workplace.The pair can agree the worker will work from home, in which cases, the worker will be paid normally. The employer and worker may also agree to other arrangements, for example paid special leave.The worker must follow the reasonable instructions, policies and procedures of their employer.Employment NZ said employers should plan ahead and work with workers and unions for likely scenarios of Covid-19.Can I get extra financial support?If you have been affected by coronavirus, Work and Income may be able to provide financial support, even if the person is not on a benefit.In emergencies, WINZ can help with:loss of livelihood (where you can't work and have lost your income)• food, clothing and bedding (immediate needs up to a maximum amount)• accommodation costs if you have to move.To find out what help may be available, who to contact for help, or for more information, call the Government Helpline on 0800 779 997 (9am–5pm, 7 days a week).How can I prevent the virus while at work?Regular cleaning of the workplace environment will minimise the spread of infection by reducing workers' contact with contaminated surfaces.Where possible, use disposable cloths to clean surfaces. Reusable cloths should be cleaned, disinfected and then dried after use.Basic personal actions to stop the spread of infectious diseases include:getting immunised against infectious diseases• washing and drying hands regularly and well• staying at home if you are sick• covering coughs and sneezesThe new restrictions...
California’s AB5 law — the Opportunity to Work Act — took effect on January 1, 2020. Since its implementation, it’s essentially killed the creative economy in California by denying freelancers the right to work as an independent contractor. This is an update about the fallout, response, and gear shifting as a result of the law, why you need to wake up about legislation that affects your livelihood, and what you can do about it.
This is an interview that I did with Trevel Henry. Trevel and I have known each other for many years and between us we probably have around 60 years experience (God that makes us sound old) in this industry so we'd thought we'd get around to doing a video together. In this video we discussed lot of topics related to the use of force and violence in the workplace such as: No restraint/hands-on policies, staff training, Common Law, the Health and Safety at Work Act, staff training or lack of, whistleblowing, the basket-hold and single-person restraint, etc. We also talked about some of the 'mad' things that we and other trainers have been told by staff that they say they have been told by other trainers and even managers in their workplace. If any of you listening this want to contact Trevel then you can do so directly using this emato il - trevel@nvcawareness.com
This week, Cal talks about cool possum facts, how to cook goose, hunting vs. eradication of non-native species, sheep vs. goats in Grand Teton, and so much more. Connect with Cal and MeatEater Cal on Instagram and Twitter MeatEater on Instagram, Facebook, Twitter, and Youtube Shop MeatEater Merch
* Rand Paul promotes The National Right to Work Act stands up for all American workers by ensuring their ability to choose to refrain from joining or paying dues to a union as a condition for employment. * Schiff withholding transcript that exposes his prior contact with whistle-blower. * Trump Adds steel and aluminum Tariffs to Argentina and Brazil. * Ring let police view map of video doorbell installations for over a year. * Measles Outbreak. Samoa has mandated everyone on the island nation get vaccinated. * Giuliani Calls Trump to Tell Him He Was Joking About Having an ‘Insurance Policy’. * Barbra Streisand: The Founders Envisioned Impeachment to Stop Aspiring Despots Like Trump. * US Considers Tariffs on $2.4B in French Products over Digital Tax. * Study: Drinking 3 Cups Of Coffee, Tea Daily Can Trigger Migraines. * Federal Government Opens 725K Acres in California to Oil, Gas Drilling. * The Link Between Diet, Exercise and Alzheimer’s – A new study finds that lifestyle changes can improve cognition. --- Support this podcast: https://anchor.fm/loving-liberty/support
If you are confused about what to do and what not to do during the COVID 19 pandemic when it comes to your workplace, you are not alone. Even amongst the Occupational Safety and Health profession, debate continues to rage on. Of course, this isn’t the time for conflicting opinions – we have to follow […]
Revision podcasts for construction, plumbing and electrical students with employability tips. Great for flip learning and evidencing differentiation. Discusses the Health and Safety at Work Act 1974, Health and Safety Policy and the difference between hazards and risks.
Employment Shareholder Lisa Hogan discusses Colorado Senate Bill 85, the Equal Pay For Equal Work Act, with proponent Charlotte Sweeney. Lisa and Charlotte, who tend to be on opposite sides in employment cases, try to unpack the complicated issue of equal pay and the possible impacts of this proposed legislation.
Knowingly Recommending Equipment That Is Not Fit For Purpose Who would be liable in an organisation is a trusted person was intentionally bringing in equipment that was not fit for purpose, in other words, it has not been industry tested or medically reviewed, and was, therefore, breaching Section 6 of the Health & Safety at Work Act 1974? The short answer is that the company would be vicariously liable, which for means that the person bringing the equipment in, is not just acting dishonestly, but also (in my humble opinion) acting negligently and potentially fraudulently. It is also a betrayal of trust and a conflict of interest and it could potentially lead to someone being injured, that would highly likely not have happened if they had used the equipment that was fit for purpose. I'd be interested in your comments!
As you would have picked up already I am not a massive fan of focusing on health and safety law however, I hear quite a lot of the time "we cant do that because of health and safety regulations." "We have to do this because of Health and Safety Regulations." So I thought lets do a mini series on health and safety law. So starting today with the top dog HASWA. We cover the sections you must know and the details in them and hopefully you will realise that its not as scary or restrictive as some will make out. --- Send in a voice message: https://anchor.fm/rebrandingsafety/message
As you would have picked up already I am not a massive fan of focusing on health and safety law however, I hear quite a lot of the time "we cant do that because of health and safety regulations." "We have to do this because of Health and Safety Regulations." So I thought lets do a mini series on health and safety law. So starting today with the top dog HASWA. We cover the sections you must know and the details in them and hopefully you will realise that its not as scary or restrictive as some will make out. --- Send in a voice message: https://anchor.fm/rebrandingsafety/message
Do you know what to do when a non-compete agreement has been violated? In Amit Bindra's last episode, we talked about protecting trade secrets and confidential information. We continue this conversation today by diving into what happens when you need to take an employee to court when a non-compete agreement has been violated in the workplace. We touch on what the process looks like and the impact of recent laws in Nevada, Utah, and Illinois. Find out more about how to start your own business With us is Amit Bindra from The Prinz Law Firm located in Chicago Illinois. He uses his extensive experience in employment law to run a practice focused on non-compete agreements, non-solicitation agreements, and trade secrets. When a Non-Compete Agreement Has Been Violated - Key Points A non-compete agreement can remain valid whether an employee leaves voluntarily or is terminated. Legal redress for a violation often happens quickly. A preliminary injunction or a TRO decision (temporary restraining order) could be issued. Employees may try to file suit to declare an employer’s action void or invalid. Illinois recently passed the Illinois Freedom to Work Act to protect low wage earners. Utah passed a law that a non-compete agreement that last more than one year is not enforceable. Nevada amended their non-compete law that limits enforcement if a client seeks out a former employee, rather than the employee soliciting the client. Congress recently passed the Defend Trade Secrets Act. Employers use the Computer Fraud and Abuse Act to prevent employees from accessing their computer system without permission. When drafting agreements, work with your attorney to protect the company’s interests. Typically, employers include a clause in the agreements to ensure if they win, their attorney fees and expenses will be paid by the employee. We hope you enjoy listening; have a great day! Links and Contact Information The Prinz Law Firm Tales from around the Watercooler Bindra, Recent Trends in Noncompete Laws Across the United States, American Bar Association (February 21,2018) Here are some of our featured free resources. How Can I Organize My Financials? Should I Have A Business Plan? What Steps Should I Take Towards Branding? How Can Marketing Bring In More Clients? The Start-Up Checklist What Type Of Corporation Should I Be? Things To Consider When Scaling A Business
In this episode of the podcast I deal with a suggested topic from a podcast listener who emailed to say: "Really enjoy listening to your podcasts. Could I ask that you consider health and safety at work, workplace danger and Section 44 of the ERA 1996 as a future topic as it's a interesting subject?" In this episode I will cover: The protection from detriment provided by Section 44 of the Employment Rights Act 1996. Unfair dismissal protection for employees who raise health and safety issues. Basic health and safety obligations as set out in the Health & Safety at Work Act 1974. Minimum legal requirements. How individual Directors, business owners and managers can be liable for health and safety breaches. Considerations in respect of mental health and protecting from risks to mental health safety. Action Points Check to ensure that you comply with the minimum requirements of the Health and Safety Act Work Act 1974. Review your procedures and policies to ensure they are fit for purpose. Undertake any risk assessments. Ensure that your managers have training and a good understanding of the legal requirements. If you are unsure how this affects your business, please give us a call – 01983 897003 – 023 8098 2006 – 01722 653001 Useful Links Health & Safety Executive Website As part of our HR Harbour annual subscription service for employers we provide guidance and support with settlement discussions and documentation. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £180 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by email alison@realemploymentlawadvice.co.uk or miranda@realemploymentlawadvice.co.uk or by telephone 01983 897003, 01722 653001 or 023 8098 2006
Do Motivation-Less Talking More Doing/Business Mental Juice Station
Do Realize your dreams by working your business as if you already have employees Rinse and Repeat!!!!!!
Thom takes your Anything Goes Friday calls. Also, Congressman Rick Nolan joins us to discuss the "Go to Washington, Go to Work" Act.
Remove the Guesswork: Health, Fitness and Wellbeing for Busy Professionals
If you’re an HR manager or an HR director and you’re responsible for the wellbeing, the resilience, and the energy and performance levels of the people within your organization or business, then this bonus episode is for you! In line with our event, Increasing Employee Engagement and Retention: What Part Does Wellbeing Play and Why Does It Matter on the 3rd of July, Steven Cochrane of Pinsent Masons joins the podcast to talk about the legal implications of not having a retention policy or strategy, and not thinking about wellbeing for your organization. We’ve got a wealth of information to share, so make sure you don’t miss out! Visit https://www.bodyshotperformance.com/podcasts-blog for complete show notes of every podcast episode. Topics Discussed in this Episode: What wellbeing means in a legal What questions you should ask around wellbeing Legislation that’s relevant to employees’ wellbeing The Health and Safety at Work Act The Equality Act The Working Time Regulations Flexible Working The legal implications of a company without a wellbeing strategy The costly errors and oversights made by some organizations The impact of technology on wellbeing Key Takeaways: The law is important, but thinking about wellbeing through a legal prism often leads to a compliance-led approach to wellbeing, which is not very helpful and may even be counterproductive. Rather than asking “What do we need to do?” or “What can we not do?” or “What are the liabilities if we do X, Y, or Z?” the questions should be around “What makes the employees happy?” “What are the stressors in the workplace and how do we mitigate or eradicate them?” There are a number of legal protections in the wellbeing space. From a statutory perspective, there is a whole raft of employment legislation that deals with stress at work and wellbeing, as well as a whole raft of European and domestic safety legislation, and common law obligations and duties of care. These are all highly relevant in terms of thinking about wellbeing from an employee engagement perspective. It’s not always easy to find an approach that works for everybody. While many organizations assume that flexible working, agile working, remote accessing, etc. is a great thing, some employees might find it rather invasive, intrusive, and actually quite stressful. There are those who like to separate work from home, and so technology in terms of remote working and having access to the system and being able to work from home has a negative impact on their wellbeing. Action Steps for HR Managers and HR Directors: Make sure that you have a retention policy or a wellbeing strategy in place. Don’t take the compliance-led approach when dealing with employees. Steven said: “What we see more often are situations where employees are suffering from stress. That’s exacerbated quite often by poor management, lack of support, lack of empathy, quite often by a lack of education and mental health awareness.” “In terms of success stories, employers who have excellent retention and their attrition rates are very positive, that’s the best success story you can have.” Thanks for listening! If you’re interested in what you just heard and you happen to be in London on Tuesday, 3rd of July, we are running an event called Increasing Employee Engagement and Retention: What Part Does Wellbeing Play and Why Does It Matter. Check out the link for more details! And if you’re interested in finding out what your health IQ is, take the Health IQ test to find out, and get a free 39-page report built around our six signals, which are sleep, mental health, energy, body composition, digestion, and fitness. If you’ve enjoyed what you’ve heard on this episode and it’s added value to you, share the episode with someone you think could benefit from it. And don’t forget to leave a rating or a review and subscribe on Apple Podcasts. Links to things we discuss in the show: Increasing Employee Engagement and Retention: What Part Does Wellbeing Play and Why Does It Matter - an event by Bodyshot Performance Limited More from Leanne Spencer: Bodyshot Performance Bodyshot Performance Limited Facebook page Remove the Guesswork BOOK by Leanne SpencerRise and Shine BOOK by Leanne Spencer Leanne’s Email
...is the primary piece of legislation covering occupational health and safety in Great Britain. The Health and Safety Executive, with local authorities (and other enforcing authorities) is responsible for enforcing the Act and a number of other Acts and Statutory Instruments relevant to the working environment. The full text of the Act (as amended) is available at legislation.gov.uk link to external website where it can also be downloaded free of charge. For some basic information on what employers must do to make sure their businesses comply with health and safety law, visit: http://www.hse.gov.uk/simple-health-safety/index.htm
Despite Winter setting in we are off to the seaside this week. After Hastings Borough Council had to shut down their pier in 2006 one of the companies who owned an amusement arcade and bingo tried to claim compensation under the Building Act 1984. However would their alleged infractions of the Occupiers' Liability Act 1957 and Health and Safety at Work Act 1974 work against them? Music from bensound.com
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