Safaricom Limited (SCOM.ke) 2012 Abridged Report

first_imgSafaricom Limited (SCOM.ke) listed on the Nairobi Securities Exchange under the Technology sector has released it’s 2012 abridged results.For more information about Safaricom Limited (SCOM.ke) reports, abridged reports, interim earnings results and earnings presentations, visit the Safaricom Limited (SCOM.ke) company page on AfricanFinancials.Document: Safaricom Limited (SCOM.ke)  2012 abridged results.Company ProfileSafaricom Limited is an integrated telecommunications company in Kenya providing mobile, fixed voice, data, SMS, Internet and M-PESA services. The company sells mobile phones and tablets as well as broadband modems and routers. It also offers its customers data bundles for pre- and post-paid customers; pre- and post-paid voice plans and SMS services for national and international roaming; Okoa Jahazi for emergency top-up credit; and Flex plans for browsing, calling and SMSing. Bonga Points is a customer loyalty programme and M-PESA is a mobile telephone service to deposit, transfer and withdraw money as well as pay for goods and services. Other services offered include website and email, calling and cloud and hosting services. Safaricom Limited’s head office is in Nairobi, Kenya. Safaricom Limited is listed on the Nairobi Securities Exchangelast_img read more

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Radio station director freed on bail after a month in prison

first_img BurundiAfrica RSF_en to go further Reporters Without Borders condemns leading radio journalist Bob Rugurika’s arbitrary detention for the past week and the charges brought against him, which include complicity in the murder of three Italian nuns last September.Rugurika is the director of Bujumbura-based Radio Publique Africaine (RPA), which is renowned for its investigative reporting and is Burundi’s most popular privately-owned radio station.He was arrested on the orders of a prosecutor and taken to Bujumbura’s main prison, Mpimba, on 20 January after initially receiving a summons to present himself to judicial officials for the stated purpose of providing “clarification” on his reporting.Rugurika is accused of complicity in the murder of the nuns, violating the confidentiality of a judicial investigation and “failing to show solidarity” – all in connection with RPA’s coverage of the triple murder. The charges carry a possible 20-year jail sentence.The station’s reporting implicated intelligence officials and included an interview with a person who confessed to being one of the perpetrators and who is still on the run. The confession embarrassed the police because they had claimed to have already arrested the perpetrators.“We strongly condemn Rugurika’s unjustified detention, which has the sole aim of pressuring him into revealing the identity of his contacts,” said Cléa Kahn-Sriber, the head of the Reporters Without Borders Africa desk.“These actions clearly reveal the Burundian justice system’s lack of independence from the government. Instead of actively investigating the triple murder, it has preferred to target a journalist who was just doing his job. Such behaviour is worrying for freedom of expression and information. This type of intimidation is likely to worsen in the electoral run-up. We call for Rugurika’s immediate release.”Two days after his arrest, Rugurika was transferred to Muramvya prison, 30 km outside the capital, where he spent the first day in solitary confinement. Since then, he has been allowed to receive visits from his lawyer and his family.His lawyer, Jean Bosco Ngendakuvwayo, told Reporters Without Borders: “ If he was summoned as a journalist for questioning about his news coverage, he should be charged as a journalist under the press law, not under the criminal code as is the case at the moment.”Ngendakuvwayo added that he is calling for his client’s “immediate and unconditional release” on the grounds that he is being held arbitrarily.Under Burundian law, Rugurika must be brought before a judge by 4 February to determine whether he will remain in detention.Burundi adopted a media law in 2013 that criminalizes certain kinds of reporting, including reporting involving national security, and makes it possible to force journalists to name their sources.Burundi is ranked 142nd out of 180 countries in the 2014 Reporters Without Borders press freedom index. February 19, 2015 – Updated on January 20, 2016 Radio station director freed on bail after a month in prison Follow the news on Burundi Organisation October 21, 2020 Find out more November 27, 2020 Find out more Help by sharing this information Four Burundian journalists complete 12 months in arbitrary detention Newscenter_img After being held for four weeks, Radio Publique Africaine director Bob Rugurika was released on bail today from Muramvya prison and was greeted by a large crowd on his arrival in the capital. A Bujumbura appeal court had ordered his conditional release yesterday.“We are delighted that Bob Rugurika has been reunited with his loved-ones. Still, we we call on the Burundian authorities to drop all the absurd charges against him and stop it attempts to gag the media,” said Cléa Kahn-Sriber, the head of the Reporters Without Borders Africa desk.Freed on 15 million Burundian francs (8,400 euros) in bail, Rugurika will have to report to an investigating judge on the first Monday of each month and is forbidden to leave the country without permission. He is still facing the same four original charges. His lawyer said he is allowed to resume running his popular radio station.**********************************************************************A Bujumbura court today confirmed criminal charges against Radio Publique Africaine director Bob Rugurik a in connection with his coverage of the murder of three Italian nuns, and refused to hear a request by his lawyers for his provisional release.Detained since 22 January, Rugurika is facing a possible 20-year jail sentence on charges of complicity in the triple murder, harbouring criminals, violating the confidentiality of a judicial investigation and “failing to show solidarity.” “These charges have been maintained with the aim of gagging Burundi’s most popular news outlet,” said Cléa Kahn-Sriber, the head of the Reporters Without Borders Africa desk. “The decision sends a threatening message to all of Burundi’s journalists and constitutes a grave attack on freedom of information. We reiterate our call for Rugurika’s immediate release.”Journalists and civil society representatives staged a second demonstration yesterday in Bujumbura to show support for Rugurika and demand his release.At today’s hearing, the deputy prosecutor said Rugurika could not be granted a provisional release because he might contact people linked to the triple murder. Burundian appeal court upholds prison sentences for four journalists Receive email alerts News The 2020 pandemic has challenged press freedom in Africa ********************************************************************** Reports News BurundiAfrica June 5, 2020 Find out morelast_img read more

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Seven journalists attacked or threatened by local leader of ruling party

first_img to go further RSF calls for the release of Bangladeshi journalist Rozina Islam, unfairly accused of espionage Receive email alerts Bangladeshi writer and blogger dies in detention News Help by sharing this information News News RSF_en BangladeshAsia – Pacific Organisation center_img News May 19, 2021 Find out more January 14, 2003 – Updated on January 20, 2016 Seven journalists attacked or threatened by local leader of ruling party Reporters Without Borders (Reporters sans frontières) protested today to Bangladesh home minister Altaf Hossain Chowdhury against a physical attack on two journalists by a leader of the country’s ruling Bangladesh Nationalist Party (BNP) in the central town of Rupganj.He called for those responsible to be punished and expressed concern about the erosion of press freedom when provincial journalists reporting on ruling party politicians were threatened for it. National press journalists who reported the 10 January attack on A. Hye Milon and S. A. Sohel, correspondents for the newspapers Dainik Jugantor and Dainik Manavzamin, also received threats.The two journalists were stopped when returning home on a motor-bike and beaten by Aminul Islam, head of the local branch of the BNP. Police were alerted by their cries and rescued them, according to the daily Prothom Alo. Islam, who was reportedly angry at press articles about his extensive love life, was arrested and jailed and the journalists filed a complaint against him.Since reports of the attack appeared in the press, the journalists have been threatened by a gang of thugs demanding that the prosecution of Islam be dropped. Five correspondents for major national dailies were also threatened on 12 January, apparently with the support of a police officer in the town of Bhulta, Abu Bakkar Siddiqi, who is a friend of Islam. Nineteen local journalists have appealed to the prime minister and the Narayanganj district police chief for protection. February 26, 2021 Find out more Bangladeshi reporter fatally shot by ruling party activists BangladeshAsia – Pacific Follow the news on Bangladesh February 22, 2021 Find out morelast_img read more

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Caste System Forbidden But Individuals Free To Put Up Display Boards Mentioning Caste Names: Madras High Court

first_imgNews UpdatesCaste System Forbidden But Individuals Free To Put Up Display Boards Mentioning Caste Names: Madras High Court Sparsh Upadhyay7 March 2021 5:43 AMShare This – xThe Madras High Court last month observed that private individuals have got the freedom and choice to put up display-boards or other material (even if they contain Caste names) according to their wishes as long as they are not obscene or offensive. The Bench of Chief Justice Sanjib Banerjee and Justice R. Hemalatha was hearing the plea of one Amuthan who sought directions to…Your free access to Live Law has expiredTo read the article, get a premium account.Your Subscription Supports Independent JournalismSubscription starts from ₹ 599+GST (For 6 Months)View PlansPremium account gives you:Unlimited access to Live Law Archives, Weekly/Monthly Digest, Exclusive Notifications, Comments.Reading experience of Ad Free Version, Petition Copies, Judgement/Order Copies.Subscribe NowAlready a subscriber?LoginThe Madras High Court last month observed that private individuals have got the freedom and choice to put up display-boards or other material (even if they contain Caste names) according to their wishes as long as they are not obscene or offensive. The Bench of Chief Justice Sanjib Banerjee and Justice R. Hemalatha was hearing the plea of one Amuthan who sought directions to respondents to eradicate the caste names which are used in front of the Educational Institutions and Shops and other Establishment in the State of Tamil Nadu, based on his representation. In short, the petitioner raised a grievance related to caste names being used in connection with educational institutions, shops and establishments. At the outset, the Court observed, “While the petitioner’s sentiment may be appreciated, it is difficult for courts to control the activities undertaken by certain individuals unless such activities are downright illegal or criminal.” Significantly, the Court remarked, “The continuation of the caste system under the constitutional scheme of things is completely forbidden. However, there is also an element of freedom and choice left to the private individuals to put up display-boards or other material according to their wishes as long as they are not obscene or offensive.” With this observation, the Court opined that the matter brought to the notice of the Court was not worthy or being carried forward and thus the plea was dismissed. Other notable orders of the High Courts In related news, while dismissing the bail plea filed by some accused in an honor killing case, the Telangana High Court in December 2020 observed that the people of India are victims of social evils, like casteism and honour killings. In 2019, the Madras High Court, while ordering police protection to a couple, had remarked that inter-caste marriages are good for the society in rooting out the caste system. The boy and girl, in this case, belonged to a different caste and they married in spite of stern objections from the latter’s family. As the threats continued even after the couple started living with the boy’s family, they filed a complaint before the police. Again, in 2019, putting an end to a ‘colonial legacy’ the practice of mentioning caste status in criminal proceedings, the Punjab and Haryana High Court had observed that caste system is profoundly illogical and is also against the basic tenets of the Constitution. In December 2020, inquiring about the proposed steps for complete overhauling of the Prison Manual, the Rajasthan High Court had asked the State Government to ensure that the prisoners are not forced to indulge in menial jobs like cleaning toilets etc. merely on the basis of their caste and also that no under trial prisoner is forced to perform such jobs in the prison. In June 2020, while granting relief to a couple who had been separated by the wife’s family on account of caste-based differences, the Gujarat High Court had made significant remarks viz. the social impact of such incidents. The division bench comprised of Justice Sonia Gokani and Justice NV Anjaria observed, “…the caste system in the country is making it more and more difficult for the young people to decide their own life partner and the rigidity in the minds of adults in the family becomes the serious cause of division of human relationship.” Case title – Amuthan v. The State of Tamil Nadu and others [W.P.(MD) No.3570 of 2021] Click here to download the orderRead orderNext Storylast_img read more

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Police in Strabane & Derry warn over cold callers & scammers

first_img Police in Strabane & Derry warn over cold callers & scammers Police in Derry and Strabane are urging the public to be on their guard against cold callers and scammers.They have confirmed that the criminals continue to prey on the community by taking advantage of householders, even during the COVID 19 pandemic.In a statement Chief Superintendent Simon Walls said: “Unfortunately, during these unprecedented times there are still despicable people who are out to make money by taking advantage of others.With so many people either working or self-isolating from home, police say that their advice on cold callers is more important than ever.Scammers are exploiting the situation people now find themselves in with police receiving reports criminals calling to the homes of older or vulnerable people, telling them they will do their grocery shopping for them for a small fee.These people take the money but never deliver the goods.Police are making a direct appeal to friends and loved ones of older people, or those who are vulnerable in our communities to please, take a few minutes and have a conversation with them about what they can do to help protect themselves and their homes. Twitter WhatsApp By News Highland – March 24, 2020 Important message for people attending LUH’s INR clinic Loganair’s new Derry – Liverpool air service takes off from CODA WhatsApp RELATED ARTICLESMORE FROM AUTHOR Facebook Google+ Homepage BannerNewscenter_img Pinterest Facebook Twitter Pinterest Previous articleMick McCarthy urges Irish fans to stay safe and stay apartNext articleCouncil offers deferrals in commercial rates News Highland Community Enhancement Programme open for applications Nine til Noon Show – Listen back to Monday’s Programme Google+ Arranmore progress and potential flagged as population grows News, Sport and Obituaries on Monday May 24th last_img read more

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457 new confirmed cases of Covid-19 and 3 additional deaths notified today

first_img WhatsApp Homepage BannerNews Pinterest RELATED ARTICLESMORE FROM AUTHOR Facebook Google+ 457 new confirmed cases of Covid-19 and 3 additional deaths notified today Previous articleDriver arrested for speeding and driving under the influence of drugsNext articleSnow on high ground expected as Donegal routes to be gritted News Highland News, Sport and Obituaries on Monday May 24th Twitter Twitter Google+center_img Loganair’s new Derry – Liverpool air service takes off from CODA Important message for people attending LUH’s INR clinic By News Highland – April 4, 2021 The Health Protection Surveillance Centre has today been notified of 3 additional deaths related to COVID-19.There has been a total of 4,718 COVID-19 related deaths in Ireland.As of midnight, Saturday 3rd April, the HPSC has been notified of 457 confirmed cases of COVID-19. There is now a total of 238,148* confirmed cases of COVID-19 in Ireland.As of April 1st 2021, 893,375 doses of COVID-19 vaccine have been administered in Ireland:636,963 people have received their first dose256,412 people have received their second dose*Validation of data at the HPSC has resulted in the denotification of 4 confirmed cases. The figure of 238,148 confirmed cases reflects this. Arranmore progress and potential flagged as population grows Pinterest WhatsApp Nine til Noon Show – Listen back to Monday’s Programme Facebook Community Enhancement Programme open for applicationslast_img read more

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NYC man seen on video aggressively arrested seeks to sue for $50M

first_imgkali9/iStockBy CHRISTINA CARREGA, ABC NEWS(NEW YORK) — Six weeks have passed since a bystander recorded Fitzroy Gayle’s interaction with NYPD officers that quickly escalated to an aggressive arrest over smoking marijuana in a park.Yet, the 20-year-old Brooklyn, New York, man is still uttering the words over 142,000 Twitter users retweeted onto their timelines. “I never expect anything like that to happen to me,” Gayle told ABC News on Wednesday.Now, Gayle’s civil attorney Sanford Rubenstein says he will file a $50 million notice of claim with the city’s comptroller’s office on Thursday. The NYPD officers involved allegedly falsely arrested and assaulted Gayle on March 4, according to Rubenstein.The notice of claim, which is the first step before filing a formal lawsuit against the city, will also claim that the responding officers allegedly “engaged in a conspiracy to cover up their conduct.”Request for comment from the city’s law department, which represent the NYPD in legal matters, was declined as the notice of claim is pre-litigation and not a formal lawsuit.Gayle was arrested after plaincothes officers spotted him and another young man allegedly smoking marijuana in a Brooklyn park. Police said the two men ran when the officers approached them.“I never had any altercations with the police before,” said Gayle who says he frequently watches the bystander’s disturbing video of him screaming and begging for help in disbelief.Gayle said he was fully conscious as several uniformed and plainclothes police officers threw him to the ground where he was punched, kicked, stomped and forcefully handcuffed. The other person Gayle was allegedly with received a summons and was released.The NYPD launched an internal investigation after a video posted to social media.Gayle was arrested and charged with resisting arrest and obstruction of governmental administration in the second degree. Both misdemeanors. He was also cited for violation of unlawful possession of marijuana in the second degree, according to the NYPD.The charges are still pending as the coronavirus has suspended all pending matters in courts across the city, said Oren Yaniv, a spokesman with the Brooklyn District Attorney’s Office“I had a couple of nightmares,” said Gayle who has been meditating more with hopes of overcoming what happened.I’m walking home from work and this undercover cop was holding this man. The guy asked for the cop to identify himself, he ignore that. He asked what crime he commit, he ignore that too. I pulled out my phone. You can hear the guy screaming “I never thought it would happen to me”Both New York City’s Mayor Bill de Blasio and NYPD Commissioner Dermot Shea said on March 5 at a press conference that they “have concerns” about the caught-on-camera arrest.But, Rubenstein claims that despite those concerns none of the officers involved were placed on modified duty pending the criminal or internal investigations.“There is no change in the officers’ duty status and the internal investigation is ongoing,” a spokeswoman for the NYPD told ABC News on Wednesday.“For these officers not to be placed on modified duty after a month, clearly means that there is a deadly virus of special treatment in the NYPD,” Rev. Kevin McCall, a civil rights activists, told ABC News.Gayle says he was held at the precinct from 10 p.m. until after 2 p.m. the following afternoon where he said officers intimidated him and threatened to send him to Rikers Island if he didn’t admit to having marijuana on him.“He was trying to make me scared because it’s jail, you’re in there and you can’t do anything about it,” said Gayle who was released from the precinct to his mother Daphane and McCall with a desk appearance ticket.“As a mother looking at those eight police officers on top my son like that, I don’t think I can overcome from what I saw, it’s really painful,” Gayle’s 58-year-old mother told ABC News on Wednesday. “But by the grace of God it could of been much worse. Every day I see my son and I’m grateful because he could not be there.”The city’s Civilian Complaint Review Board, an independent agency that investigates the NYPD, said almost two dozen complaints had been filed regarding Gayle’s case.The NYPD has the discretion to arrest anyone for marijuana possession, but Brooklyn District Attorney Eric Gonzalez has called for issuing civil summonses as a response to low-level marijuana use and possession.Criminal court summonses are issued in order to avoid arrest and getting fingerprinted “unless they fail to show identification,” according to the state’s Unified Court System.“Fitzroy will continue to cooperate fully with the criminal probe of the actions of the police officers involved being conducted by the Brooklyn District Attorney’s Office. We look forward to deposing all of the police officers involved in his beat down,” said Rubenstein. “The fight for Justice for Fitzroy Gayle continues.”Gayle said the supervisors from his two jobs were concerned and supportive of him taking time off from work to heal from his injuries. He said he continues to receive medical treatment including physical therapy for the injuries to his head, neck, upper body, legs and lower back.Copyright © 2020, ABC Audio. All rights reserved.last_img read more

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McDonald’s turns up the heat

first_imgMcDonald’s turns up the heatOn 1 Oct 2003 in Personnel Today Head of training Lynn Phillips explains why the rebranding of foodphenomenon McDonald’s brings a massive skills programme in its wakeWalk into a McDonald’s this month and you should notice a difference. RonaldMcDonald is still going strong and so too are the burgers and fries, but nowcustomers can choose from a menu that includes chicken, fish, a choice ofsalads and possibly low-fat yoghurt. What’s more, it’s all being served with asmile. This rebranding, which comes with the slogan ‘I’m lovin’ it’, is part of aworldwide initiative to get the fast-food giant back on track. At the end of last year and for the first time in its history the firm wentinto the red, hit by food scares and changing tastes in family eating. Soworried was the US firm by its falling sales that it wooed its former companypresident Jim Cantalupo back from retirement to help turn the firm around. In addition to its changing menus, McDonald’s is refurbishing itsrestaurants and has launched a global advertising campaign aimed at winningback customers. But such a massive rebranding campaign can not happen withoutinput from the training and HR function. As a result a massive hospitalitytraining programme is about to sweep through the firm’s 1,231 restaurants inthe UK. This is where head of HR and training Lynn Phillips (right), who has beenwith the firm for more than 20 years, comes in. “The fast food industry isnow a completely different place from when I started working here,” shesays. “The whole pattern of people eating out has changed. Perhaps what wehave seen recently at McDonald’s is the result of us not changing quicklyenough.” Phillips started working as a part-time crew member in her local McDonald’swhile still at school. She continued during her gap year between school anduniversity, rising to a first-line supervisor. When she finished her degree inmodern languages she went back to McDonald’s as a management trainee. “I started out in restaurant management, but I had already said that Iwas interested in moving to personnel. It was a very small department then, butafter three or four years McDonald’s found me a job in the personnel team andI’ve been here ever since.” Phillips moved up the ranks until 1995 when she took over as head of HR. Twoyears later she was given responsibility for customer services as well, andearlier this year she became head of training too, reporting to the UK’s chiefoperating officer. “It’s a fantastic opportunity to work closely with the operations partof the business,” Phillips says. “I know that training is a strengthfor us, but I want to see it translated into business results.” McDonald’s decision to bring HR and training under one person meant Phillipscould be intimately involved with early rebranding plans in the UK. “Thissort of global exercise is a first for us although each country does have theautonomy to adapt the global framework to its own needs,” Phillips says. She and her colleagues worked closely with the communications team in thebuild-up to the rebranding, especially when it came to talking to restaurantmanagers about what was happening. “We’ve helped with the content of thesesessions and made sure they were relevant to the management audience,” shesays. In addition they have been pulling together the hospitality trainingprogramme that, by the end of this year, will have cascaded down to the 68,000crew members working in McDonald’s wholly owned and franchised restaurants inthe UK. According to Phillips, the development work really started a year agowhen McDonald’s began rolling out a training programme for restaurant staffcalled ‘out to make you smile’. “From each restaurant we brought together the core team of managers andkey staff into one of our training centres and went through things like customerprofiles, what customers are looking for and the barriers to good service. “The aim was for all these teams to take this information and developtheir own mission statement to take back to their restaurants and instil it inother crew members.” It has proved a highly successful programme, Phillips says. “We’ve useda mystery shopper exercise to measure it and found that the restaurants thatreceived the training were scoring between 3 and 5 per cent higher on servicethan the national and regional averages.” Next generation On the back of this programme, McDonald’s is now running what Phillipsdescribes as the next generation of hospitality training. Called ‘FriendlinessFirst’, the programme will take restaurant management teams off-site to one ofthe firm’s seven regional training centres. There will of course be a video to bring home the purpose and processes ofthe rebranding, but teams will also be encouraged to thrash out the principlesof hospitality, the importance of how they interact with customers and how bothof these apply to the new face of McDonald’s. They will then return to theirrestaurants with a package of training materials to use with crew members and,by the end of 2003, all restaurant employees will have completed FriendlinessFirst. When it comes to what people see in a restaurant, hospitality training iskey, but it’s not just about reinforcing the rebranding, it’s about ratchetingup McDonald’s level of service overall. “The challenge of continuallyimproving service levels has always been there, but our competitors have gotbetter and we have not moved on as fast,” Phillips says. Hospitality It comes back to changes in the fast food business. McDonald’s has built itssuccess on the back of an emphasis on speed and functionality. But what peoplewant now is hospitality, not just service. Hence the current stress onfriendliness and smiling. As well as restoring the fast-food giant’s fortunes, Phillips is hoping thatthe ‘I’m lovin’ it’ rebranding will finally put paid to snide, clichéd remarksabout ‘McJobs’. It’s not a concept that she has ever recognised or understoodbecause, as far as she is concerned, McDonald’s offers some great careeropportunities. “Fifty per cent of our senior managers have been promoted from withinand 75 per cent of our restaurant managers have come up from crew members. Thisis a better track record than any other restaurant chain in the UK,”Phillips says. What’s more McDonald’s in now 29th in the Times Top 100 Graduate Employers.Graduates come for training but often stay because the career opportunities areso good. “We have never aimed to be the highest payer. Our salaries andbenefits are competitive but beyond that it’s about the work we offer,”Phillips says. She blames the McJobs label on the snobbish UK press. “There’s still abig stigma in this country attached to working in the catering or servicesector,” she says. Research from the Work Foundation earlier this year,backs Phillips’ view. It described McDonald’s as one of the “unsung heavylifters at work in the UK economy… who dig deepest into some of the country’smost difficult and marginalised labour markets.” And it praised the firm’straining and development for taking unskilled workers and turning them intohigh-skilled employees. “We took part in the research because we knew we had good things to sayabout ourselves as an employer. We weren’t surprised by the findings but wewere encouraged to see that what we do is valuable,” Phillips says. She believes the key to McDonald’s training strength lies in the fact thatunit managers are so hands-on. “We say that training is everyone’s job, every day – that’s thetraining department’s mission statement,” Phillips says. Blended approach So as well as delivering most of the initial training for new recruits,managers will be there on the floor ready to provide coaching when it’s needed.More experienced crew members are also encouraged to take on the role of buddyor mentor to new and more junior staff. At the same time there is a form ofcurriculum for crew members. So there are check lists of tasks they mustcomplete and standards they should reach, there are work books to ploughthrough and NVQs to work towards. It’s a blended approach that works well forMcDonald’s. As a result the training department is relatively small with only 30 people,including regional training managers. What is more internal trainers have hadoperational experience with many coming on secondment from the front line for twoor three years. It all adds to the department’s success and credibility.”We want our trainers to be able to speak from a position ofknowledge,” Phillips says. As head of both training and HR she sees her role as one of co-ordinator orfacilitator. In many ways she is the glue between McDonald’s people strategyand operations. “My role is about making sure training is working tosupport the business, working with the regions and with other strategic areas.It’s about co-ordinating people and activities,” she says. After 20 years with the firm she cannot imagine being anywhere else.”The thing about this company is that every time I think I’ve gotsomething under my belt they find me a new challenge.” For the next fewmonths at least, that challenge will be getting managers and crew members inthe restaurants geared up for the rebranding and convincing them that ‘I’mlovin’ it’ is really worth it. rials to use with crew members and, by the end of 2003, all restaurantemployees will have completed Friendliness First. When it comes to what people see in a restaurant, hospitality training iskey, but it’s not just about reinforcing the rebranding, it’s about ratchetingup McDonald’s level of service overall. “The challenge of continuallyimproving service levels has always been there, but our competitors have gotbetter and we have not moved on as fast,” Phillips says. Hospitality It comes back to changes in the fast food business. McDonald’s has built itssuccess on the back of an emphasis on speed and functionality. But what peoplewant now is hospitality, not just service. Hence the current stress onfriendliness and smiling. As well as restoring the fast-food giant’s fortunes, Phillips is hoping thatthe ‘I’m lovin’ it’ rebranding will finally put paid to snide, clichéd remarksabout ‘McJobs’. It’s not a concept that she has ever recognised or understoodbecause, as far as she is concerned, McDonald’s offers some great careeropportunities. “Fifty per cent of our senior managers have been promoted from withinand 75 per cent of our restaurant managers have come up from crew members. Thisis a better track record than any other restaurant chain in the UK,”Phillips says. What’s more McDonald’s in now 29th in the Times Top 100 Graduate Employers.Graduates come for training but often stay because the career opportunities areso good. “We have never aimed to be the highest payer. Our salaries andbenefits are competitive but beyond that it’s about the work we offer,”Phillips says. She blames the McJobs label on the snobbish UK press. “There’s still abig stigma in this country attached to working in the catering or servicesector,” she says. Research from the Work Foundation earlier this year,backs Phillips’ view. It described McDonald’s as one of the “unsung heavylifters at work in the UK economy… who dig deepest into some of the country’smost difficult and marginalised labour markets.” And it praised the firm’straining and development for taking unskilled workers and turning them intohigh-skilled employees. “We took part in the research because we knew we had good things to sayabout ourselves as an employer. We weren’t surprised by the findings but wewere encouraged to see that what we do is valuable,” Phillips says. She believes the key to McDonald’s training strength lies in the fact thatunit managers are so hands-on. “We say that training is everyone’s job, every day – that’s thetraining department’s mission statement,” Phillips says. Blended approach So as well as delivering most of the initial training for new recruits,managers will be there on the floor ready to provide coaching when it’s needed.More experienced crew members are also encouraged to take on the role of buddyor mentor to new and more junior staff. At the same time there is a form ofcurriculum for crew members. So there are check lists of tasks they mustcomplete and standards they should reach, there are work books to ploughthrough and NVQs to work towards. It’s a blended approach that works well forMcDonald’s. As a result the training department is relatively small with only 30 people,including regional training managers. What is more internal trainers have hadoperational experience with many coming on secondment from the front line fortwo or three years. It all adds to the department’s success and credibility.”We want our trainers to be able to speak from a position ofknowledge,” Phillips says. As head of both training and HR she sees her role as one of co-ordinator orfacilitator. In many ways she is the glue between McDonald’s people strategyand operations. “My role is about making sure training is working tosupport the business, working with the regions and with other strategic areas.It’s about co-ordinating people and activities,” she says. After 20 years with the firm she cannot imagine being anywhere else.”The thing about this company is that every time I think I’ve gotsomething under my belt they find me a new challenge.” For the next fewmonths at least, that challenge will be getting managers and crew members inthe restaurants geared up for the rebranding and convincing them that ‘I’mlovin’ it’ is really worth it. CVLynn PhilipsMay 03            Head ofHR and training (and customer services)May 97            Head of HR and customerservicesAug 95             Headof HRApr 94             London HR and trainingmanagerApr 90             Regionalpersonnel managerMar 87             Fieldpersonnel officerOct 83             JoinsMcDonald’s as a graduate trainee manager Comments are closed. Previous Article Next Article Related posts:No related photos.last_img read more

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Speech: Margot James speech at Radio Festival

first_imgGood afternoon everyone.In this country we are all very blessed with one of the most diverse and vibrant radio sectors in the world.And don’t just take my word for it. Last year, two of the five Grand Awards from the New York International Radio Festivals went to the UK broadcasters.So our radio industry is in great shape.On average, UK listeners consume around a billion hours of radio each week.And the average listener tunes into over twenty hours of live radio every week.It is a time of great change and great opportunity for the UK radio sector. Recent months have seen exciting new stations, like Scala Radio, being created and more ways to listen to audio content than ever before.But this vital industry cannot be complacent. The market is more competitive than ever, with competition from podcasts and music streaming services.Six million people listen to podcasts each week in the UK – and many of them are younger people, who are increasingly seeing podcasts as their default way of getting audio content.Alongside this change in consumption habits, digital advertising is become more prominent, which can create challenges around how to gain value from content.This issue was set out clearly in the recent Cairncross Review into the sustainability of high quality journalism.So we need a concerted effort to keep this important radio industry thriving.And I wanted to use my speech today to set out what Government and industry can do to make this mission a reality.I firmly believe that there is a place for traditional radio.Whatever technological changes may take place, people are still striving for high quality and relevant audio content, with very high production values.Just as in the TV industry we are seeing a revival of hit show moments’ Fleabag and the Bodyguard, the same applies to great radio content too.Such as The thought provoking You, Me and the Big COr last week’s live coverage of Liverpool beating Barcelona in the champion’s league semi-finalRadio stations have always had a real role to play in creating some of the shared moments that help bind our communities together.And last year’s Mental Health Minute was an outstanding example of radio collaborating on a topic that matters to the whole UK but which needs a real and sustained effort from all of us to raise awareness.I am so pleased that the BBC, Commercial Radio and Community Radio have all come together this year to build on last year’s impact.I’m looking forward to seeing the RAJAR results this week to see the impact of the new stations and new formats we have seen in recent months.This is part of a golden period of innovation, with record investment in audio content.And as a Government, we want to support this momentum.We are providing three million pounds to support innovative radio content through the Audio Content Fund.This landmark package of support is designed to unlock the potential of independent production companies to develop innovative and challenging content.It is available for public service radio programming that is traditionally more difficult to support on a commercial basis, including documentaries, comedy, drama and entertainment.This high quality content is what we need to treasure in our radio sector and this fund will help it to reach a wider audience.This means commercial radio will be able to commission high quality programmes that they would want to have on their networks but can’t afford to do day-to-day.And it means production companies can get new outlets for public service content, beyond the BBC.This means more commissions, greater competition and a higher quality of content across the board.I am delighted that former BBC Director of Radio Helen Boaden will be chairing an experienced panel, who can bring to bear their extensive knowledge from across the industry.The first application round closed a few weeks ago and I am delighted that we received 50 bids covering a wide variety of genres.There will be further application rounds in July and October and I hope that those of you who are eligible will be taking part.This is part of a wider programme of support that includes Young Audiences Content Fund of up to 57 million pounds is available for new TV programme for young audiences.But Government support should not only be financial. We also have a responsibility to create the best possible environment for radio broadcasting to thrive.The commercial sector has performed relatively strongly in recent years and has seen growth in terms of both share of listening and revenue from advertising and sponsorship.But this recovery has been against the backdrop of a severe reduction in revenue in the last recession and the slow recovery of commercial revenues.If we are to help the sector adapt to the changing world, we need regulation that is fit for the digital age.Commercial radio remains the most regulated UK media sector and subject to a system of regulation designed for AM and FM radio services in the late 1980s.And this regulation is becoming increasingly out of date and burdensome as analogue radio audiences decline.Digital radio now accounts for more than 52 per cent of all UK radio listening and we need a legislative structure that reflects this change, and gives us flexibility to deal with the change that lies ahead.The rapid growth of digital technologies like digital and online radio, and on-demand audio services like TuneIn, Spotify and Apple Music provide a real challenge to all radio broadcasters but also an opportunity.This has been a spur for the sector to find new ways of attracting and retaining listeners, especially younger audiences.As I am sure you are aware, Ofcom made changes to its localness guidelines last Autumn following the first review since 2009.The changes – which we welcome – will give commercial radio licences more flexibility in how and where they produce their programmes, while ensuring that listeners’ expectations for high quality local news and other content continue to be met.However, I appreciate the strong attachment many people have to local radio and we certainly do not want to see this valuable local content disappear.This is why we have been supportive of new, local stations, whether they are commercial or community based. We have over 280 community stations launched since 2005.We are also responding to a desire expressed by smaller stations and new entrants – to open up access to the terrestrial DAB radio platform -and offer communities a wider choice of radio services on digital.We provided financial support for Ofcom’s technical trials of small scale DAB technology in ten towns and cities, which have been extended until 2020.They have seen around 160 small stations broadcasting on terrestrial DAB and DAB plus for the first time – including in my own area, with Black Country Radio.We consulted industry on detailed proposals for new licensing arrangements for small scale multiplex services last year and received a wide range of considered responses. We published our response to the consultation last October.We have been working hard since then and I am pleased to inform you that – subject to the wider Parliamentary timetable – we intend to bring forward the detailed secondary legislation next month,Ofcom will be consulting on their proposed approach to licensing shortly after this.We have seen considerable interest in these proposals – with Ofcom receiving over 700 expressions of interest. We hope this will be translated into many more community and commercial stations broadcasting on digital, giving listeners an even greater choice of local content.With this work taking place, combined with the BBC’s very welcome commitment to investing in and reinventing its local stations, I am confident that we will have the right balance between national and local in the years ahead.Reaching 50% share of all listening last year was an important milestone in the development of digital radio and for radio as a whole.The package of measures announced by DCMS in December 2013 including improvements to digital radio coverage alongside the investment in content by broadcasters and support from car manufacturers and the supply chain have helped to drive the take up of digital radio by consumers.We said that we would review the progress of digital radio and consider the next steps once the listening threshold had been reached.I had preliminary discussions with representatives from the BBC and commercial radio and industry at a roundtable in March. We also supported an industry workshop in April.It is clear that changes in technology and the competitive landscape in the past 5 years [since December 2013] mean that the debate about a future digital transition programme for radio has shifted.Previously the radio industry’s boundaries were clear: radio was delivered through a bespoke distribution system to a bespoke individual device. But this is no longer the case.Increasingly audio consumption is through hybrid devices that also do a myriad of other useful things – such as smart speakers in home and dashboard info-tainment systems.A consideration about the future of radio can no longer be seen as just a binary decision about a switch from an analogue to a digital broadcast platform.A review must have a much broader focus to reflect the growing challenges arising from IP based audio content delivery and how this affects future decisions on radio distribution.But there is also an opportunity here.For broadcasters and other stakeholders to collectively develop a shared vision for a sustainable vibrant digital audio sector for the UK. And to come up with some tangible steps to achieve the vision.So I can confirm that we will begin a review of digital radio. We will move forward on a programme of work that will begin in a few weeks and conclude by the middle of next year.But in order to be successful it will have to be a collaborative effort.I look forward to working closely with the BBC and commercial radio and with manufacturers, the car industry and others in the radio supply chain over the coming months.Finally, I wanted to end on another subject that is very important to me. Diversity in the UK’s media sectors.Ofcom’s first survey into diversity in the radio industry was published in June, and the findings were extremely striking.It showed that women are under-represented at senior levels, where men make up 81% at Board level.Whilst women are heavily represented in marketing and support roles, they are under-represented in technical or programming roles.Meanwhile, ethnic minorities make up only 6% of staff at the broadcasters that submitted data – compared to 14% of the UK population. This percentage is a lot higher in London and other big cities.Disability was virtually invisible.So there is some way to go to make sure the radio industry represents the variety and diversity that makes up modern Britain.Proper representation is vital to maintaining the trust of different audiences – whether it is on the air or behind the scenes.This isn’t just the right thing to do. It makes good business sense.To know how to evolve to meet the needs of younger, more diverse audiences as they get older; you need to employ them.And provide genuine opportunities for those who have talent but may not yet be the finished product, or might not know the right people.I know there is some excellent work taking place here.Both Global and Bauer have invested in academies aimed at giving young people from diverse backgrounds and communities an opportunity to develop skills and training opening helping access into the media.And in January, the BBC and RadioCentre held a masterclass with Creative Access aimed at young BAME (black, Asian, and minority ethnic) people looking to get into the radio industry.But there is much more that needs to be done. Indeed I would argue that the future success of our radio industry partly depends on how well we tackle the lack of industry diversity.And I will keep advocating for the industry, so we can give this important industry the support it needs.Our vibrant radio sector is an integral part of our daily life and our national discourse.Whatever technological changes lie ahead, we need to make sure we maintain the benefits provided by audio content, and enable the breadth of programming and formats that we currently enjoy.This conference is an important forum to discuss how we can remain ahead of the challenges on the horizon.And how we can work together to make this brilliant sector stronger and more sustainable in the digital age.last_img read more

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News story: Government launches Health and Care Visa to ensure UK health and care services have access to the best global talent

first_img We are indebted to overseas health and care professionals for their tremendous contributions, not just in saving thousands of lives throughout this crisis, but for the vital role they play year-round. This new visa is part of our new immigration system making it quicker, cheaper and easier for the best and brightest health and care professionals from around the globe to work in our brilliant NHS. Right across the immigration system the Home Office is already supporting frontline healthcare staff through initiatives such as visa extensions and the creation of the bereavement scheme.The Prime Minister has previously announced that health and social care workers will be permanently exempt from the Immigration Health Surcharge going forward, and Immigration Health Surcharge payments made since 31 March will also be refunded.As part of the launch of the Health and Care Visa, those who apply via the visa and their dependants will be exempt from the Immigration Health Surcharge. The government has already began refunding Immigration Health Surcharge payments for any healthcare professionals on Tier 2 visas who have paid since 31 March 2020, and this process will continue. More information will be published on the Immigration Health Surcharge GOV.UK pages for customers to contact us directly if they believe they are due a refund. The Department of Health and Social Care is currently working with the sector to set up operational arrangements for reimbursing health and social care staff outside the scope of the Health and Care visa. These arrangements will commence from 1 October in 6 month reimbursements.The new Health and Care Visa will apply to eligible roles within the health and care sector. The events of recent months have illustrated just what a crucial role the care sector plays in UK society. The government is working closely with the sector to support and recognise the contributions of care workers. This includes a widespread focus on training and introducing a proper career structure to provide opportunities for those in the sector and makes it an attractive profession for prospective carers.The independent Migration Advisory Committee has been very clear that immigration is not the answer to the challenges in the social care sector and, as we implement the new immigration system, we want employers to focus on investing in our domestic workforce. Our health and care system has always had a proud tradition of welcoming overseas staff to work, train and live in the UK, and I’m proud that the NHS is a destination of choice for talented people from around the world. The unwavering commitment, skill and compassion staff have shown during the fight against this deadly virus is nothing short of phenomenal, and the reimbursement of the immigration health surcharge recognises the enormous contribution of those who have come to the UK to work in health and social care. I’m incredibly proud of our health and care workforce and look forward to welcoming new professionals from across the globe to continue the fantastic work to ensure our health system remains the best in the world. The Home Secretary and Secretary of State for Health and Social Care have today announced the new Health and Care Visa will be launched this Summer, creating a new fast-track visa route for eligible health and care professionals and delivering on a key manifesto commitment.They have also today announced further details on how the exemption to the Immigration Health Surcharge will work for health and care staff, who will now be permanently exempt from this charge.The Home Secretary and Health and Social Care Secretary have together developed the Health and Care Visa to demonstrate the government’s commitment to deliver for the NHS and wider health and care sector. It is designed to make it easier and quicker for the best global health professionals to work in the NHS, for NHS commissioned service providers, and in eligible occupations in the social care sector.The legislation needed to open this new route will be laid in Parliament today and health professionals will be able to apply from August.The new Health and Care Visa will come with a reduced visa application fee compared to that paid by other skilled workers, including exemption from the Immigration Health Surcharge. Health and care professionals applying on this route can also expect a decision on whether they can work in the UK within just three weeks, following biometric enrolment. Those working in health and social care who do not qualify for the Health and Care Visa will still be able to claim a reimbursement from the Immigration Health Surcharge if they have paid this on or after 31 March.Home Secretary Priti Patel said: Health and care professionals from all over the world have played a vital role in hospitals and care homes across the country fighting coronavirus. The introduction of the Health and Care Visa follows a number of unprecedented measures to show the UK’s gratitude to health workers from overseas.Secretary of State for Health and Social Care Matt Hancock said:last_img read more

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