United Bank for Africa PLC (UBA.ng) listed on the Nigerian Stock Exchange under the Banking sector has released it’s 2010 presentation results for the half year.For more information about United Bank for Africa PLC (UBA.ng) reports, abridged reports, interim earnings results and earnings presentations, visit the United Bank for Africa PLC (UBA.ng) company page on AfricanFinancials.Document: United Bank for Africa PLC (UBA.ng) 2010 presentation results for the half year.Company ProfileUnited Bank of Africa Plc is a financial services institution in Nigeria offering banking products and services to the personal, commercial and corporate sectors. The company provides a full-service product offering ranging from transactional accounts, overdrafts and mortgage finance to domiciliary deposits, treasury services, asset management services, bonds, money market deposits and risk management solutions. United Bank of Africa Plc supports the agricultural sector through an agricultural credit support scheme which includes agro processing, an outgrowers scheme, equipment and mechanisation scheme and a tree crops replacement scheme. Founded in 1948, the company now has an extensive network of some 1 000 branches in the major towns and cities of Nigeria. Its head office is in Lagos, Nigeria. United Bank of Africa Plc is listed on the Nigerian Stock Exchange
NewsPlayback A 15 Minute Programme presented by Chris Ashmore every Thursday at 7.05pm highlighting all that’s happening in the farming community.Audio Playerhttp://www.highlandradio.com/wp-content/uploads/2016/03/FarmMar242016.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume. By admin – March 24, 2016 Twitter Google+ Highland’s Farming News – Thursday 24th March WhatsApp Pinterest WhatsApp Almost 10,000 appointments cancelled in Saolta Hospital Group this week Twitter LUH system challenged by however, work to reduce risk to patients ongoing – Dr Hamilton Google+ Facebook RELATED ARTICLESMORE FROM AUTHOR Pinterest Nine Til Noon Show – Listen back to Wednesday’s Programme Calls for maternity restrictions to be lifted at LUH Guidelines for reopening of hospitality sector published Facebook Previous articleWoman dies in hostpial following two car collision in Newtowncunningham yesterdayNext articleHOW DID I END UP HERE? admin Business Matters Ep 45 – Boyd Robinson, Annette Houston & Michael Margey
Google+ Twitter By admin – August 1, 2015 Twitter An MEP for Donegal is accusing the Government of discriminating against young people with disabilities with how it is implementing the Youth Guarantee Scheme.Under the scheme those under 25 are guaranteed a job offer, an apprenticeship of continued education within four months of leaving formal education or becoming unemployed.However the scheme is available to those on the live register but not those on Disability Allowance or Disability Benefit.Marian Harkin MEP says this is discrimination and has made a formal complaint in Europe against the Government on the matter:Audio Playerhttp://www.highlandradio.com/wp-content/uploads/2015/08/hark10.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume. Main Evening News, Sport and Obituaries Tuesday May 25th WhatsApp Man arrested on suspicion of drugs and criminal property offences in Derry Government discriminating against young people with disabilities – Harkin Homepage BannerNews WhatsApp Google+ Pinterest Pinterest Previous articleDoherty reiterates call for reverse in NowDoc service cutsNext articleTeenage boy remanded in custody after being found unconscious due to drug use admin Facebook Gardai continue to investigate Kilmacrennan fire 365 additional cases of Covid-19 in Republic Facebook Further drop in people receiving PUP in Donegal RELATED ARTICLESMORE FROM AUTHOR 75 positive cases of Covid confirmed in North
ChiccoDodiFC/iStock(NASHVILLE, Tenn.) — A man on the run for murder in Tennessee stabbed a sheriff’s deputy before he was gunned down by law enforcement in Texas on Monday, authorities said.Peter Bohning, 34, of Kent, Connecticut, was spotted by authorities in Gaines County, Texas, some 1,000 miles away from where he allegedly attacked a couple on Friday in Nashville, Tennessee. Bohning died in a Texas hospital on Monday morning after being shot during the altercation with the sheriff’s deputy, according to the Metropolitan Nashville Police Department.Nashville police initially named Bohning as a person of interest in the stabbing that left Donald Zirkle, 59, dead and his 58-year-old wife, Leigh Ann Zirkle, seriously injured. Police identified him as a suspect on Monday.The Zirkles were sitting on their back porch in Nashville on Friday afternoon when Bohning allegedly approached them to ask for directions, police said. Investigators aren’t exactly sure what happened next, but the encounter suddenly turned deadly when Bohning allegedly began stabbing the couple.Leigh Ann Zirkle fled the scene and collapsed in the street after sustaining “significant” stab wounds, including one to her neck, police said. Her husband was found critically wounded inside the home and transported to a local hospital where he later died, police said.Bohning’s car, a silver Subaru sedan with Connecticut license plates, was found “inexplicably parked” at the side of the home with its rear doors open. He allegedly fled the scene in the Zirkle’s 2010 gray Toyota Camry, police said.The Gaines County sheriff’s deputy in Texas encountered Bohning on Monday morning while answering a call about a suspicious vehicle. That vehicle was the Zirkle’s Toyota Camry, police said.Copyright © 2019, ABC Radio. All rights reserved.
Allegations of sexual harassment are always a cause for concern. But what doyou do when the allegations are uncorroborated? And what happens when itemerges that the case has more to it than first disclosed? Joe Glavina, Katie Jackson-Turnerand Rob Riley, assess the aftermath of an office affairBob has been employed as a sales manager for Sellit & Co for five years.He has recently been advised that his sales team’s results are poor and that hewill need to make a big improvement if he is going to hit budget. Bob returnedfrom sick leave six months ago, during which time his colleague, Wendy, also asales manager, managed Bob’s team along with her own. During that period Bob’ steam performed better under Wendy’ s management. Bob now complains that Wendyhas been sexually harassing him and this is the reason for his poorperformance. He requests a meeting with you to discuss what the company isgoing to do about it. What should you do? JG comments This situation should be dealt with very promptly. The firststep is to check that there is a sexual harassment, or equal opportunitiespolicy, which sets out the procedure for dealing with allegations of sexualharassment. Assuming there is a policy in place, you first need to carry out aninvestigation, which will involve talking first to Bob to gain a fullunderstanding of what has happened and ensure he is aware that the complaint isbeing treated seriously from the outset. You will need to explain to him theprocedure you will follow, the timescale and the fact that the matter will betreated in confidence, as far as possible. You will then have to decide whethera formal investigation is necessary. Sometimes it is possible to resolve fairly minor complaints by having thecomplainant raise their concerns directly with the alleged harasser, providedthere is support from HR. It is worth suggesting this to Bob, but if hedeclines, as is likely, a formal investigation will be necessary. This wouldentail interviewing any witnesses and taking statements from them. You muststress the importance of keeping the allegations confidential throughout theprocess. If witnesses insist on anonymity you will need to take account of thefact that Wendy is likely to be at a disadvantage in responding to theirevidence and so the appropriate weight to be given to them must be carefullyconsidered. Further steps might include looking for other evidence that could supportBob’ s claims such as e-mails, notes or other documents. Wendy must be informedof the allegations and be informed of his version of the events. With regard to informing Wendy, timing will be crucial. Often it is best tofind out whether the allegations have any merit before confronting a member ofstaff. However, once an investigation has started, rumours spread and so it maybe preferable for Wendy to be told sooner rather than later. If the allegationsare very serious, consideration should be given to suspending Wendy orseparating the two employees. You have further discussions with Bob and he explains that he had an affairwith Wendy three years ago. He tells you that he finished the affair and as aresult Wendy began harassing him. He admits that he did not mention itpreviously because he was embarrassed and thought the harassment could bestopped without mentioning it. Bob tells you that on the last occasion theyattended an event together Wendy further harassed him. At your request Bobprovides a detailed written account of all of his allegations against Wendy.The account covers over 20 incidents, some at work and some outside work, butthe majority of the incidents were not witnessed by anyone except Bob. Aconference period is commencing. Both Wendy and Bob and their teams will haveto attend and participate in these conferences, which will involve overnightstays. Wendy will be the key speaker at some of these conferences. What do youdo next? KJ-T comments Once Bob’ s allegations have been explored and there is a casefor Wendy to answer she should be interviewed. The circumstances may mean thatthis takes place after the conference. However, in the meantime it will benecessary to ensure that Bob and Wendy are kept apart. Assuming that there is insufficient evidence to suspend Wendy there is arisk they will meet at the conference, which is undesirable. This is a difficultsituation to handle because insisting Wendy moves to another hotel or does notattend the conference will risk undermining her position. Picking on Bob isalso tricky because it could lead to an allegation of victimisation on thebasis of less favourable treatment for having raised the complaint. You will need to speak to both parties and reach a solution which both wouldbe happy with. Asking the line manager to act as a chaperone might be asolution. You interview Wendy after the conference and she confirms that she had hadan affair with Bob. At the time she felt that Bob had a problem with the factthat the affair had ended and that as a result he was making her life difficultby raising the grievance. In relation to the allegations that she had harassedBob, Wendy denies any inappropriate behaviour and mentions that she actuallytried to support Bob in his work and had put him forward for promotion. Shesuggests that it is very convenient that with the majority of Bob’ sallegations there was never anyone else present. What practical steps might youtake to help you to assess the evidence? And assuming that there isinsufficient evidence to support the allegations of harassment, what stepsshould you take to resolve the situation and enable the parties to continueworking? RR comments In the absence of further independent witnesses, you will haveto weigh up Bob’s word against Wendy’ s, which makes it difficult to decide whoto believe. The important thing is that the approach you take is fair, objectiveand can be justified. A useful approach to take is to create a matrix intowhich you record all of Bob’ s allegations, together with any supportingevidence and, alongside this, you record Wendy’s explanations, together withany supporting evidence. You can then consider each allegation in turn andassess its weight. In this way you are better able to judge the credibility ofeach piece of evidence and, importantly, justify your decision to the partiesand, if necessary, to an employment tribunal. Assuming that there is insufficient evidence to support the allegations ofharassment you will need to explain your reasoning to both parties. You shouldalso explain the business need for finding a solution and try to get bothparties to “buy in” to that solution. If the parties cannot work together, then one of them will need to be movedand this will involve considering both the interests of that individual and theneeds of the business. Ultimately, if neither is prepared to cooperate, or ifthe business cannot accommodate a move, then dismissal of one or both of themwill need to be considered. Provided a fair procedure is followed the dismissalis likely to be fair in these circumstances. Obviously any such dismissal would need to be preceded by proper consultationand the basis for choosing between the two of them would need to be justifiedon objective grounds. The final decision will inevitably take into accounttheir relative value to the business. Rob Riley is a partner, Joe Glavina a professional support lawyer, andKatie Jackson-Turner a senior solicitor in the employment department atAddleshaw Booth & Co Previous Article Next Article Related posts:No related photos. Comments are closed. Who to believe?On 1 Jun 2001 in Personnel Today
Brad James July 22, 2019 /Sports News – Local Utah Athletic Director Mark Harlan Named To NCAA Division I Football Oversight Committee Tags: Arizona State/FBS football/FCS Football/Mark Harlan/NCAA/NCAA Division I/NCAA Football Rules/Ray Anderson/Shane Lyons/University of Utah athletics/West Virginia Written by FacebookTwitterLinkedInEmailINDIANAPOLIS-Monday, University of Utah director of athletics Mark Harlan was appointed to the NCAA Division I football oversight committee per an announcement from the NCAA.Harlan, currently in his second year at the helm of the U of U’s athletic department, joins 12 other members on this committee, which is chaired by West Virginia’s athletic director Shane Lyons.He began this term July 18 and will serve through June 30, 2023.This committee comprises both the FBS and FCS levels of NCAA Division I football. Their primary responsibility is to collaborate with “appropriate governance entities to provide solutions” that impact the health and safety of student-athletes playing football at all Division I institutes that sponsor football.The committee is also to supervise the procedures for licensing of postseason bowls/qualifications and/or selection procedures for the FCS championship.It will also provide direction to the NCAA Football Rules committee concerning playing rules that govern both FBS and FCS football.Harlan is the representative of the Pac-12 Conference, replacing Arizona State’s athletic director Ray Anderson.
This nefarious exploration of all things savage is a deliberately perverse piece, to such an extent that to grasp either where it’s coming from or what it’s meant to say is analagous to an exercise in enigmatic code-cracking. Ian and Cate enter a minimalist set, and before a word is spoken, we are struck by his brashness and her meekness, a combination which promotes fear from the start. Their sordid relationship is exposed, the play then skirting over bigotry, disabilites, terminal illness, and vicious sex, before a sudden shift to a crude examination of the effects of civil war. Through repeated rape, violence, and sickening imagery, playwright Sarah Kane attempts to expose modern civilisation. The acting of the three cast members is of a very high standard, and the directing by John Walton is strong. The body language of Charlotte Covel (Cate) is particularly effective for revealing the personality of her character. Her exploration of the hotel room and thumb-sucking reveal Cate’s child-like side. Andy King maintains a powerfully versatile portrayal of gun-brandishing Ian’s mood swings. But Ian is always more threatening when he puts the gun down and menacingly undresses in front of the unwilling Cate. The ceremonial undressing and redressing, which Ian uses in an attempt to entice Cate, seems to replace and animalise their colloquial discourse. The violence in the play, both shown and recollected, is unmitigated. We feel the sexual acts Ian forces on Cate are only a prelude to the entrance of the brutal soldier (Devesh Patel). Kane seeks a raw realism through nudity and violence, but the unrelenting surge of emotions is first stomach- turning and then tedious. However, the lack of relief from brutality does give the audience a feeling of what the constant fear of war is like. Whether thegraphic nastiness constantly shown and spoken of in the play is needed is another question. The description of events is even more upsetting than the events themselves. However, all the sex and blood utilised by Blasted does not succeed in highlighting anything new of relevance to an audience. We need not be personally introduced to fictional debauchery and bestiality to understand the horror of real occurrences. Our imagination, like the playwright’s, can create something far more horrifying than anything produced on stage.The play has the germ of a laudable concept, but the script is infected by a lack of substance. The audience is witness to death, rape, necrophilia, and the cannibalisation of a baby , all without clearly expressed meaning. The play does not even merit the dubious dignity of being branded sensationalist; it is not shocking but plainly absurd, rather a curious mixture of Sex And The City meets the Slater sisters.Archive: 0th HT 2004
A funeral mass was held June 19 at Immaculate Conception Church, Secaucus, for Mary Dempsey, 85, of North Bergen. She passed away June 16 at the Englewood Hospital. Born in Jersey City to the late John and Gertrude Sawyer, she worked as an office manager for Marion Cello in Carlstadt for many years. Predeceased by her husband Joseph R. Dempsey, and her daughter Maureen Hendershott, she is survived by her daughters Patricia and her husband Charles Niclas, Kathleen and her husband Robert Faiano, and Eileen Dempsey; son in law Lewis Hendershott; and her brother Robert Sawyer. She is also survived by her six grandchildren and three great grandchildren.Services arranged by the Mack Memorial Home, Secaucus.
Good afternoon, and welcome to DIT’s Free Trade Agreement stakeholder engagement event.I’d like to thank Karl and the whole of KPMG for hosting us today, and British American Business, for helping my officials to organise this event.I’m going to start by talking about beer.I accept that it may seem a little bit early in the day to be talking about more alcohol. But the UK beer and cider industry is one of my favourite examples of the transformative power of Free Trade Agreements.In the year before a formal FTA opened up South Korean markets to British exporters, the industry’s sales to that country were less than £2 million a year.By 2017 however, Koreans were consuming some ten times that value of British beer and cider a year. By coincidence, I will be heading to South Korea tomorrow.The quality of the product, of course, speaks for itself. Yet it also demonstrates how formal inter-governmental agreements can transform the prospects and profits of ordinary businesses across the UK.As you will be aware, from April next year the United Kingdom will begin to negotiate new, independent trade deals with key partner nations.The negotiations will be conducted by my Department for International Trade. Our department is one of the youngest in government – just two years old – but in that time we have built up an unparalleled repository of trade expertise.The negotiation and signing of these agreements will be conducted at a government level. Yet FTAs exist not for the benefit of government departments, but for businesses across the United Kingdom.That is why we have launched public consultations for our first four FTAs – with the United States, Australia, with New Zealand, and on the UK’s potential accession to the Trans-Pacific Trading Partnership.You have all been invited here today because you have a stake in the outcome of these negotiations. Many of you will trade with one of these countries, or all of them.All of you will have customers, or suppliers, that are some way connected to these nations. Globalisation has reached us all.After all, Birmingham, and the wider Midlands Engine, is one of the most internationally-connected areas of the United Kingdom. Technology, advanced manufacturing and the aerospace industry all have a significant footprint here, and all require free and open access to the world’s markets.It is not only manufacturers and exporters of physical goods that stand to gain from our future free trade agreements.The United Kingdom derives around 80% of its GDP from its service industry – more than almost any other nation in the G20. This is reflected in the make-up of today’s audience.Yet the rules-based international system has often failed to liberalise the trade in services in the way that it has for goods. As such, services exports are often subjected to tariffs and complexities that goods are not.Despite these constraints, the global trade in services tripled between 2000 and 2016.How and what we trade is also changing rapidly. International data flows will be 300 times higher by 2021 then they were in 2005. We are living in a world where knowledge and information is traded as readily as cars and steel, and yet we have no framework to govern or facilitate it.These FTAs, and the others that will follow, are an opportunity to redress the imbalance. They are a chance not only for the UK to open up new and vital market for our own companies, but to lead the way globally on trade in services liberalisation.You are here today because we want your input in this process. I have mentioned the wealth of expertise that exists in my department, but that can only get us so far.DIT exists to facilitate trade, and to help businesses from every corner of the United Kingdom to realise their global potential. To do that, we must shape our policy to your requirements.We have a once in a generation chance to choose what kind of country we want to be, and we want you – our businesses – to help us to realise it.And now I am happy to take a few questions, before I hand over to my officials, led by director Oliver Griffiths, who will take you through the Free Trade Agreement Consultations, and discuss the process with you further.