Tanzania Breweries Limited (TBL.tz) listed on the Dar es Salaam Stock Exchange under the Beverages sector has released it’s 2002 annual report.For more information about Tanzania Breweries Limited (TBL.tz) reports, abridged reports, interim earnings results and earnings presentations, visit the Tanzania Breweries Limited (TBL.tz) company page on AfricanFinancials.Document: Tanzania Breweries Limited (TBL.tz) 2002 annual report.Company ProfileTanzania Breweries Limited produces, distributes and sells malt beer in Tanzania, as well as non-alcoholic malt beverages and alcoholic fruit beverages. The company markets its own products under the following liquor brands; Safari Lager, Kilimanjaro Premium Lager, Ndovu Special Malt and Konyagi. Tanzania Breweries also produces and distributes Castle Lager, Castle Milk Stout, Castle Lite, Peroni and Redds Premium Cold under license from SABMiller International BV. It also distributes international wines and spirits under license from Distell (Pty) Limited of South Africa. It is the largest and oldest brewing company in Tanzania, with breweries in Dar es Salaam, Arusha, Mwanza and Mbeya. Tanzania Breweries Limited is a subsidiary of SABMiller Africa BV. Tanzania Breweries Limited is listed on the Dar es Salaam Stock Exchange
Lasaco Assurance Plc (LASACO.ng) listed on the Nigerian Stock Exchange under the Insurance sector has released it’s 2003 annual report.For more information about Lasaco Assurance Plc (LASACO.ng) reports, abridged reports, interim earnings results and earnings presentations, visit the Lasaco Assurance Plc (LASACO.ng) company page on AfricanFinancials.Document: Lasaco Assurance Plc (LASACO.ng) 2003 annual report.Company ProfileLasaco Assurance Plc is a composite insurance and financial services company in Nigeria licensed to underwrite business in major sectors of the economy. This includes the heavy engineering, construction, banking and finance, manufacturing, agriculture and tourism sectors. Lasaco Assurance Plc’s business portfolio includes leadership and a significant stake in key federal and state government insurance businesses, multinational and private companies. The company also offers life cover to high-tech, capital intensive and special risk sectors such as oil and gas and aerospace. Lasaco Assurance Plc has business interests in property development and management as well as shareholdings in numerous blue chip enterprises. The company’s head office is in Lagos, Nigeria. Lasaco Assurance Plc is listed on the Nigerian Stock Exchange
CAL Bank Limited (CAL.gh) listed on the Ghana Stock Exchange under the Banking sector has released it’s 2013 interim results for the half year.For more information about CAL Bank Limited (CAL.gh) reports, abridged reports, interim earnings results and earnings presentations, visit the CAL Bank Limited (CAL.gh) company page on AfricanFinancials.Document: CAL Bank Limited (CAL.gh) 2013 interim results for the half year.Company ProfileCAL Bank Limited is a leading financial institution in Ghana offering products and services for the investment, corporate and retail banking sectors, as well as custodial, treasury, security brokerage, fund management and asset management services. The banking group underwrites securities and provides financial solutions for corporate finance operations, loan syndications and securities portfolio management, acquisitions and mergers, acceptance of bills of exchange, bullion dealings, export trade development and financing, hire-purchase finance and leasing. CAL Bank Limited provide a counseling and financing service for industrial, agricultural, mining, services and commercial ventures. The financial institution was founded in 1990 and is based in Accra, Ghana. CAL Bank Limited is listed on the Ghana Stock Exchange
Ollie Lawrence of England in action in 2020 (Getty Images) There’s ambition. There’s drive with ball in hand too. There’s a laser focus to rival Cyclops from X-Men. But those are just small parts of what makes up Worcester and England centre Ollie Lawrence. And if you seek a testament to how this 21-year-old has thundered into national attention, just ask how he handled recent lockdowns.“I think me being an only child, it just made me be able to cope with being on my own,” a relaxed Lawrence tells Rugby World. “I’m very content to live on my own – I’ve lived on my own for two years now. A lot of people don’t like it, but I can without any issues and I always saw what I do with my career as something for me and my family. I don’t have distractions and if anything it’s helped me get to where I am so far.“I think lockdown was one of the best things for me because I got time to train how I wanted to train. I got time to let my body recover in the way it needed to. And I just got time to focus on myself.“Even hard sessions I enjoyed, because I could choose when to do them, whether in the afternoon or 11 in the morning. It was based on how I was feeling and it felt like me having control of my life.”It’s an approach you won’t often hear detailed but it makes total sense. This is not a criticism of anyone – he clearly just liked having the director’s chair for a bit.Lawrence carries for Worcester Warriors (Getty Images)We could speculate about an alternative life, where Lawrence went off to uni to study something like physiotherapy, but his dreams always involved sport. As a young all-rounder, he played cricket, rugby and football, spending time in Aston Villa’s and Birmingham’s academies. He went to national swimming meets in primary school, he enjoyed tennis, badminton and table tennis (when he first joined Worcester, he wanted to conquer all-comers with a paddle but jokes that he’s since migrated to the sofa area of the team room).The back says he is grateful for so much family support, with father Mike a sports-mad ally. But there is one area where his dad has the edge and, in talking about it, you get yet another angle on the Lawrence mindset.“Of all the sports I’ve done, golf is probably my worst,” he begins. “It’s probably the only sport my dad is actually better than me at!All elite athletes are competitive. How does that manifest for him?“It’s one of those things where if I try something and I see that I’m not as good as someone, I want to spend as much time as I can to be better than that person. So it’s all down to time. If I had a whole summer off I would just go and play golf and golf and golf and golf so when I came back, I’d be better than everyone. It’s one of those things that sometimes brings the worst out of me.”That’s refreshingly honest for someone so young. But of course he has to work within a team too, and Lawrence continues: “When I first came into Worcester I had to earn my stripes. I think they knew that I was talented but in the first couple of months I just tried to settle myself into the squad and connect with them more than anything, because I knew my rugby would take care of itself.Putting in a kick against Georgia (Getty Images)“I slowly realised that earning respect from players isn’t always off the field, it’s mainly on the field. Because you can be a great bloke off it but at the end of the day you are there to win games of rugby.” The Midlander has a mature approach to criticism, too. He wants it; he wants to improve. But if a respected figure gives him some, he’ll “remove myself from the situation first” to analyse it, then come back to find out more.A hole-punch carrier with a canny offloading instinct, Lawrence also racks up tackles and loves running hard lines to drag defenders away so team-mates can get to an edge.Of course, when talk of England call-ups first began, comparisons with one Manu Tuilagi grew loud.“I don’t take that in a negative light,” Lawrence reflects. “Manu is someone I looked up to, someone I wanted to be like because of the way he plays. So if anything I took it as a compliment. There’s always going to be opinions out there, saying, ‘He’s his replacement’, etc.“Well, so be it. Everyone has an opinion. But those opinions don’t matter like my opinion matters to me and what I think.“It doesn’t frustrate me because I’m not Manu. I’m never going to be Manu. He’s probably got an extra 15kg on me! And he’s got a hell of a lot more experience than me. So I understand people using comparisons because of the similar game we play, but I am who I am and Manu is who he is and it’s as simple as that.”It’s excellent to hear a young star know what they want to do with their career and simply lay it out. No distractions; straight to it.Direct, explosive. He is perfectly suited to today’s game.This feature first appeared in Rugby World’s March edition. LATEST RUGBY WORLD MAGAZINE SUBSCRIPTION DEALS The Worcester and England centre gives an insight into his sporting approach. This feature first appeared in the March issue of Rugby World. Can’t get to the shops? Download the digital edition of Rugby World straight to your tablet. Subscribe to the print edition for magazine delivery to your door.Follow Rugby World on Facebook, Instagram and Twitter.
iStock(DALLAS) — Immigration and Customs Enforcement arrested more than 280 workers at a Texas technology company in what the agency described as the largest workplace raid in a decade.Agents with ICE’s Homeland Security Investigations unit began looking into the company after the agency received tips that CVE employees were using fraudulent documents.“Businesses that knowingly hire illegal aliens create an unfair advantage over their competing businesses,” said Katrina Berger, a special agent with HSI in Dallas. “In addition, they take jobs away from U.S. citizens and legal residents, and they create an atmosphere poised for exploiting their illegal workforce.”Immigration authorities regularly conduct audits of I-9 forms, the documents companies use to prove their employees are citizens or have other authorization to work.ICE has been under increased scrutiny as the Trump administration has attempted to ramp up immigration enforcement policies.However, the number of arrests made by ICE agents dropped by more than 10 percent in the second half of 2018. When the data was made public last month, senior ICE officials said the agency has been forced to divert resources to address the influx of migrants at the U.S.-Mexico border.Detention centers along the southern border have been overwhelmed to the point that Customs and Border Protection agents have started immediately releasing migrant families with notices to appear in court. Copyright © 2019, ABC Radio. All rights reserved.
Employers face claims for substantial damages if they fail to take proper steps to deal with bullying at work A recent House of Lords decision confirms that employers may be liable for damages if they negligently fail to protect staff from bullying or harassment at work.It is recognised that bullying in the workplace is a significant cause of stress-related illnesses such as depression, anxiety and insomnia. There is no specific legislation yet in the UK dealing with this problem. But that is not to say victims of bullying at work have no legal redress. For example, it is well established that harassment at work on grounds of sex, race or disability may amount to unlawful discrimination.More generally, if an employee is driven to resign as a result of bullying or harassment at work, he or she may be in a position to recover compensation for unfair constructive dismissal. Employers are also potentially liable under the Protection from Harassment Act 1997, generally known as the “anti-stalking” legislation.The House of Lords’ recent decision in Waters v the Commissioner of the Metropolitan Police, 27 July 2000, unreported, has confirmed another avenue of redress for bullied employees whose treatment results in physical or mental harm.WPC Waters broke a work taboo by complaining about a serious sexual assault by a fellow police officer at a time when they were both off duty. She alleged that, as a result of her complaint, she was ostracised, victimised, threatened and maliciously criticised by colleagues over a protracted period. As a consequence, Waters claimed she suffered psychiatric injury.The House of Lords’ judgement clearly establishes that an employer can be liable for physical or psychiatric injury suffered by an employee as a result of its failure to take reasonable steps to protect him or her against victimisation or harassment which it knows or ought to know is taking place.The Lords went on to hold that, although police constables are office-holders with no contract of employment, they are nonetheless “quasi-employees” subject to the same principles as an ordinary employer-employee relationship. Accordingly, there were no public policy grounds preventing Waters’ claim from being considered on its merits.The important lesson from this case for employers in general is that they are potentially liable to pay staff substantial awards or damages if they are negligent in failing to take proper steps to tackle workplace bullies.The best antidote is for employers to develop a comprehensive, official policy for dealing with bullying in the workplace in all its various forms (including sexual, racial harassment and so on). A policy of this kind should provide clear and accessible procedures for employees to raise complaints, and make all staff aware that bullying behaviour of any kind will not be tolerated and will be met with serious disciplinary consequences. Also, during the recruitment process, employers should make checks on applicants’ backgrounds and look out for evidence suggesting violent or abusive tendencies.Key points• Employers who tolerate bullying or harassment in the workplace are vulnerable to various different types of legal action.• In particular, employers can be liable for damages for their negligence in failing to take suitable precautions to protect employees from victimisation.• Best practice is to develop an official policy on bullying at work, making clear that it will be treated as a serious disciplinary offence.By Richard Lister, a lawyer in the employment department at Lewis Silkin Previous Article Next Article Time to get tough with the workplace bulliesOn 3 Oct 2000 in Personnel Today Comments are closed. Related posts:No related photos.
Comments are closed. Previous Article Next Article Working for a brighter futureOn 1 May 2002 in Personnel Today The Industrial Society has relaunched as the Work Foundation in a move tostrengthen the organisation’s research and consultancy role and widen itsinfluence with policymakers. The rebranding exercise follows the sale last year of the society’sworkforce training business and associated publications to the Capita Group andformalises the change of focus for the organisation. Founded in 1918 thesociety has campaigned to improve individual skills through training, but underits new name it is shifting away from its training heritage to focus onincreasing business take-up of workforce management issues through research,consultancy and advocacy. Chancellor of the Exchequer Gordon Brown gave the keynote address at thelaunch event in London. The new name, he said, encapsulates “what isessential to the success of British business in the new century: a new approachto work, to the benefits of work, to the management and co-ordination of work,to the rewards of work, to family-friendly work.” Work Foundation chief executive Will Hutton said so-called ‘soft’ issues ofhuman resources are in fact ‘hard’ and should be “at the centre ofbusiness and organisational strategy”. The Foundation’s first reportdemonstrates that the need for action is urgent, according to Hutton. Working Capital, Intangible Assets and the Productivity Gap reveals thatemployee satisfaction has plummeted over the past decade, despite the increaseof high-performance management techniques. “Some UK employers are exploring ways of liberating their workforcesthrough innovations over balancing work and domestic life, or delegatingdecision making – but they do so against a hostile background. One of the WorkFoundation’s objectives is to reinforce their instincts and persuade others tojoin them,” says the report. Related posts:No related photos.
We investigated phytoplankton blooms around the island of South Georgia, in the South Atlantic sector of the Southern Ocean, during 3 austral summer cruises. Blooms developed largely to the northwest, downstream of the island, in the Georgia Basin. Drifter buoys approached the island from the southwest and diverged in the region of ca. 55 degrees S, 40 degrees W, to pass either to the west or east of the island and into the main bloom area of the Georgia Basin. The divergence zone indicated a likely site of upwelling of nutrient-rich deepwater, whilst the eastward flowing drifters indicated nutrient enrichment through shelf sediment interactions along the Southern and eastern shelf. South Georgia’s summer phytoplankton blooms were characteristic of those found in Fe-replete environments. Water column standing stocks of chl a and primary production rates were 3 times higher at stations situated within the main bloom (in-stations) compared to those outside of the bloom (out-stations). NO3:PO4 depletion ratios were significantly higher and Si(OH)(4):NO3 depletion ratios lower at in-stations compared to out-stations and were in the range expected under Fe-replete conditions. High photochemical quantum efficiency (F-v/F-m,) and low functional absorption cross-section (alpha(psm)) values, measured during our January 2005 cruise, further supported the view that in-stations were Fe-rich. However, on all cruises, both in- and out-stations were strongly dominated by the largest chl a size-fraction (microphytoplankton), and diatoms accounted for >63%, of the total cell count. Reduced availability of Fe at out-stations may have prevented very large species of diatoms from blooming there, but did allow a modest accumulation of smaller diatoms. Simultaneous limitation of Fe with silicic acid or temperature may also account for the species composition and reduced productivity observed at some out-stations. Conversely, a steady supply of Fe and macronutrients, together with shallow mixed layers and slightly elevated temperatures, could account for the blooms of giant diatoms observed at in-stations.
The post-doctoral fellow will manage the research conducted on theground and will build networks and contacts to help disseminate theresearch under the Energy, Resources, and Environment (ERE) programand the Initiative for Sustainable Energy Policy (ISEP).There is a possibility that the position could be extended to yearstwo and three of the project, pending grant renewal.About Prof. UrpelainenView Prof. Urpelainen’s biography at https://www.sais-jhu.edu/users/jurpela1 Maintain, update, and improve ISEP’s data on India’s powersystem and coal-fired power generationDevelop and execute power systems and integrated assessmentmodels to establish baseline energy trends, conduct scenarioanalysis, and assess implications of different policyinterventionsPrepare academic research papers and policy briefs based onmodeling About Johns Hopkins SAISVisit the SAIS website at http://www.sais-jhu.edu/About EREVisit the ERE website at http://www.sais-jhu.edu/content/energy-resources-and-environment DescriptionFounded in 1943 and a Johns Hopkins division since 1950, The PaulH. Nitze School of Advanced International Studies of the JohnsHopkins University (SAIS) has been educating global leaders foralmost 60 years. As a highly selective graduate institution with adistinguished faculty, SAIS consistently ranks as one of the topschools of international relations in the world. SAIS was foundedto provide a practical approach to training students ininternational leadership and foreign relations, and to providemid-career educational opportunities for those already working inrelated fields. Today, SAIS offers the M.A., M.I.P.P., and Ph.D.degrees and enrolls some 700 full-time students on the Washington,DC campus, 190 students at the SAIS Center in Bologna, Italy, andabout 180 Chinese and international students at the Hopkins-NanjingCenter in Nanjing, China.The Postdoctoral FellowshipThe School of Advanced International Studies at the Johns HopkinsUniversity invites applications for a 1-year postdoctoralfellowship (extension possible pending grant renewal) inWashington, DC to support year one of a three-year research projectlooking at the energy transition in India.The post-doctoral fellow’s research will evaluate the economicfeasibility of coal-fired power generation in India, consideringthe ongoing transition to renewables and the risk of strandedassets. This work will produce a detailed evaluation of theeconomic fundamentals of India’s coal-fired power generationportfolio under realistic and robust assumptions about futurescenarios. This assessment will help Indian policymakers plan foran economically viable transition based on a transparent andrigorous analysis.Specific tasks include: About ISEPVisit the ISEP website at http://www.sais-isep.orgApplicants should have completed their Ph.D. requirements by thestart date, but applicants close to completion will also beconsidered.Applicants must have a high level of technical knowledge in powersystems modeling, integrated assessment modeling, and/or computablegeneral equilibrium modeling.Applicants must demonstrate significant experience with research onIndia’s energy policies and the power sector.Possible disciplines include electrical engineering, operationsresearch, management, energy economics, and public policy.Interest in public policy or political economy is highlypreferred.Experience with financial modeling is desirable.Interdisciplinary research experience is desirable.Review of applications for a postdoctoral fellow will beginimmediately.Interested applicants should submit a cover letter, currentCurriculum Vitae outlining the applicant’s experience andpublications, and a list of three academic references.Review of applications will continue until the position isfilled.The successful candidate for this position will be subject to apre-employment background check.For additional information, email Prof. Urpelainen [email protected] Please place “Postdoctoral FellowApplication” in the subject line.The Johns Hopkins University is committed to equal opportunity forits faculty, staff, and students. To that end, the university doesnot discriminate on the basis of sex, gender, marital status,pregnancy, race, color, ethnicity, national origin, age,disability, religion, sexual orientation, gender identity orexpression, veteran status or other legally protectedcharacteristic. The university is committed to providing qualifiedindividuals access to all academic and employment programs,benefits and activities on the basis of demonstrated ability,performance and merit without regard to personal factors that areirrelevant to the program involved.The successful candidate(s) for this position will be subject to apre-employment background check.If you are interested in applying for employment with The JohnsHopkins University and require special assistance or accommodationduring any part of the pre-employment process, please contact theHR Business Services Office at [email protected] For TTYusers, call via Maryland Relay or dial 711.The following additional provisions may apply depending on whichcampus you will work. Your recruiter will adviseaccordingly.During the Influenza (“the flu”) season, as a condition ofemployment, The Johns Hopkins Institutions require all employeeswho provide ongoing services to patients or work in patient care orclinical care areas to have an annual influenza vaccination orpossess an approved medical or religious exception. Failure to meetthis requirement may result in termination of employment.The pre-employment physical for positions in clinical areas,laboratories, working with research subjects, or involvingcommunity contact requires documentation of immune status againstRubella (German measles), Rubeola (Measles), Mumps, Varicella(chickenpox), Hepatitis B and documentation of having received theTdap (Tetanus, diphtheria, pertussis) vaccination. This may includedocumentation of having two (2) MMR vaccines; two (2) Varicellavaccines; or antibody status to these diseases from laboratorytesting. Blood tests for immunities to these diseases areordinarily included in the pre-employment physical exam except forthose employees who provide results of blood tests or immunizationdocumentation from their own health care providers. Anyvaccinations required for these diseases will be given at no costin our Occupational Health office.Equal Opportunity EmployerNote: Job Postings are updated daily and remain online untilfilled.EEO is the LawLearn more:https://www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdfImportant legal informationhttp://hrnt.jhu.edu/legal.cfm