Norse Consulting’s Post

What to do if your employee has complained of less favourable treatment because of their disability or race, for example?  If so, you need to deal with any workplaces issues promptly, fairly and appropriately to avoid matters escalating. REACH OUT TO OUR FRIENDLY TEAM today We’re here to support you, giving you the legal backup you need to move forward with confidence. Admin@sw19lawyers.co.uk +44 (0) 20 8947 7997 https://lnkd.in/eJsAdQQv #discrimination #employmentlaw

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Why I write about rural policing: Mayerthorpe, Alberta, population 1300--- On March 3, 2005, four RCMP constables were shot and killed from ambush while engaged in recovering a stolen vehicle. Anthony Gordon, Lionide Johnston, Brock Myrol and Peter Schiemann died in what remains the worst single-day loss of life for Canadian law enforcement. The resulting Public Death inquiry determined in 2011 that the officers who were shot down did not have the appropriate weapon to face someone with a semi-automatic rifle, and henceforth RCMP would provide its officers with patrol rifles. When an anti-government extremist in Moncton killed three RCMP constables and wounded two more in 2014, those officers still had not been issued nor trained with those rifles. Unlike OSHA in the USA, Canada requires government agencies to adhere to workplace safety standards. The RCMP was prosecuted for and convicted of labor code violations for that failure after the Moncton shootings. This sort of workplace safety inquiry would never take place in the US. The jigsaw puzzle, crazy quilt nature of our jillions of little and big independent, disjointed governments has a downside, when it comes to getting anything done across the board. #TheRuralBadge #mayberrysamyth #ruralbadgeproblems #rcmp #officersafety #fallen #officerinvolved #theirlivesmatter #canada #mayerthorpetragedy #osha #workplacesafety #noexcuses

some asshole who I don't even know text me out of blue at before 8 am and says "let's get you processed so we can get you a job" in a city way too far to get to reasonable, that I didn't apply for and doesn't say who they are or who they work for" I responded "How about No?" and i blocked this turd lmao. what a dick and how rude on a few different levels. this is a pure example of how not to treat someone and how to piss me off in a matter of seconds. it's appalling that this is even close to being acceptable and I'm not here to be processed like God damn cattle in an auction. disrespect like this will only lead to more bullshit and mistreatment and never text me out of the blue without explaining who the hell you are, it's called courtesy you obtuse prick and it's obvious you missed that day in manager school. huge red flag in the #hiringprocess and it's sad that anyone thinks that they are helping me by forcing me into a job I can't afford to get to or even treat me like a human. the last time I was fckin processed I was in the slam for many different reasons and I refuse to be treated like some God damn inmate again. poor choice of words to opens dialogue, dude. #applicationprocess #work #jobhunt2024 #jobs #jobhunt #dontworkforshittyppl #redflag #careerhelp

Take control of your resources and make the most out of what you have. Contact us or stop by our office for more tips and to review your coverage options! 💡 📍816 W Laraway Rd New Lenox, IL 60451 ☎️ (815) 463-5800 #insuranceresources #resources #goodneighbor #statefarm #newlenox #illinois #newlenoxinsurance #youragentkevinmolloy #kevinmolloyinsurance

Duty to Mitigate Part II – Revenge of the Job Offer "In Gannon v Kinsdale Carriers,[1] the Ontario Superior Court of Justice found that a terminated employee failed to mitigate by refusing to accept an offer of comparable employment, disentitling her to damages for reasonable notice." https://ow.ly/7iUr50QNMnh Sometimes getting to “DONE” is as simple as coffee & conversation. How about we have a chat… #groupbenefits #employeebenefits #consulting #leadership #communication #culture #compensation #wellness #employeeengagement #cgib Humans serving Humans

I concur with my colleague, but as someone who provided expert witness testimony in this case dealing with the extremely violent, vicious, and vituperative nature, and nurture of online harms that targeted Prof Wiles, have some additional thoughts about the judgement. The judgement acknowledges the severity of harassment she faced and the university's breach of contractual obligations to protect her health and safety. However - and this is crucial - it falls short in addressing the full extent of online harms and the inadequacy of the university's monitoring and assessment processes. This verdict has significant implications for academic freedom and the safety of public-facing academics in New Zealand. It highlights a worrying gap in understanding and addressing the complex nature of online threats within institutional frameworks. The court's reluctance to provide specific recommendations for managing such risks leaves academics vulnerable to ongoing and potentially escalating harassment. The case exposes the urgent need for universities in New Zealand to develop robust, comprehensive systems for monitoring and responding to online threats against their staff. The current approach, as demonstrated by the University of Auckland, is woefully inadequate in capturing the full spectrum of harassment across various digital platforms. Moreover, the judgement's assumption that the situation has improved and that the university can now provide fit-for-purpose threat assessments is concerning. This overlooks the persistent and evolving nature of online harms, particularly in the context of ongoing public health debates and inquiries. As academics continue to engage in public discourse on contentious issues, they face increasing risks of targeted harassment. The judgement missed an opportunity to establish clear guidelines for institutional protection of academics, potentially leaving other universities ill-prepared to safeguard their staff. This case underscores the critical need for academic institutions to recognise and address the changing landscape of public engagement and the associated risks. Failure to do so may have chilling effects on academic freedom and public scholarship in New Zealand. Stuff has a good capture of the outcome. https://lnkd.in/gP8bXEhu

Harassment and intimidation can lead to suppression of research, as academics don’t feel able to share their work. This benefits no one. Researchers must be able to speak out openly and honestly about research findings, or valuable evidence will be lost. Without institutional backing, many researchers turn away from the public eye. By providing a safe environment for staff to engage with the public, institutions are also protecting public discourse - ensuring researchers feel comfortable enough to publish their work means the public has access to vital contributions which can benefit all our lives. Unfortunately we don’t yet live in a world where all researchers can always speak out. This is why every year, in partnership with Nature Magazine, we award the John #MaddoxPrize, recognising individuals who stand up for science and evidence, even in the face of adversity or hostility.

only want jobs in Maryland

Celebrating Success at Waterford & South Tipperary Local Area Employment Services! We are thrilled to share the outstanding results of our recent mid-year client satisfaction survey. Thanks to the heartfelt efforts and dedication of our team, we’ve achieved remarkable feedback across the board: 95% of clients are satisfied with our services, highlighting the effective and supportive nature of our programs. Our caseworkers received praise for their politeness, friendliness, and helpfulness, with 98% positive responses. 97% affirm that their caseworker is pivotal in helping them find employment opportunities. These results are not just numbers; they represent real people, real challenges, and real triumphs. At WST LAES, every client is at the heart of what we do, and these statistics reflect the trust and confidence our community places in us. A huge thank you to all our clients who took the time to provide their feedback. Your insights are invaluable in shaping our services to better meet your needs. I also want to extend a special thanks to our incredible staff at WST LAES. Your commitment to our mission of empowering the long-term unemployed in Waterford and South Tipperary is what makes these results possible. You don’t just serve our community; you uplift it. As we move forward, we remain committed to enhancing our services and continuing to provide high-quality, impactful support to everyone who walks through our doors. Remember, whether you’re seeking job opportunities, training, or just a bit of guidance, WST LAES is here for you. Let’s keep the conversation going! What aspect of WST LAES has impacted you the most? Share your stories and let’s celebrate together! #ClientSatisfaction #TeamAppreciation #EmploymentServices #CommunityImpact #WSTLAES #WaterfordLeaderPartnershipCLG #WaterfordAreaPartnership #SouthTipperaryDevelopmentCompanyCLG