Previous Article Next Article Staff lose work if National axedOn 27 Mar 2001 in Personnel Today Related posts:No related photos. Companieswhich rely on the Grand National to boost their income could face the prospectof laying off staff if the year’s biggest race is cancelled because of thefoot-and-mouth outbreak.Thecancellation of the race would also impact on the recruitment industry in theNorthwest, which would normally seek to employ temporary catering staff to dealwith the hospitality boom created as 50,000 people gather around Aintree eachApril.StephenPearse, policy specialist at Liverpool Chamber of Commerce, said a cancellationwould have a knock-on effect on transport and hospitality industries.Hesaid, “Smaller companies could really struggle as a result of foot-and-mouth.But the concern is not having any work to give staff – many of the people whowork for contract caterers are part-timers and this could have an impact on therecruitment industry.“Therewill be a lot of hotels that will suffer as a result of this and if it isrescheduled it will not be the same.” Comments are closed.
Previous Article Next Article E-learning firm’s low staff loss is model to followOn 10 Apr 2001 in Personnel Today Effective staff development hashelped e-learning and management consultancy Academee achieve significantgrowth since it was established in 2000.Academee, which waslaunched with a staff of just 27, has already grown to employ more than 80people and it predicts its workforce will expand to least 170 by 2002.The company has beenchosen by the Learning and Skills Council as a “best practice”example of the value of progressive staff training.Acadamee’s HR managerBrenda McNamara, who is responsible for designing personal development plansfor all members of staff, believes training has played a vital role in thecompany’s expansion.McNamara said employeecoaching is vital in the e-learning sector. “HR and individual stafftraining is seen very much as the reason for the success of Academee,” shesaid. “We believeinvestment in the people who come to work for us is highly important if we areto continue to grow and keep the talent we need.”Continuoustraining and development is vitally important, especially in our industry. “Staff have tokeep on top of technological developments if the company is to stay ahead ofthe rest and if they are to stay loyal.”The company only lostthree members of staff in 2000. McNamara said, “Ibelieve this is down to our willingness to accommodate the wishes of those weemploy. They too have an interest in the continued growth of the company.”Academee CEO SimonHayward said, “We aim to give individuals the confidence and support theyneed to be innovative, different and daring.”www.academee.com Related posts:No related photos. Comments are closed.
Comments are closed. Related posts:No related photos. Previous Article Next Article Company pension schemes are becoming increasingly unaffordable as peoplelive longer and retire earlier, according to the new chairman of the NationalAssociation of Pension Funds. Peter Thompson told the NAPF’s annual conference in Birmingham last weekthat many firms are closing their defined benefit schemes to new entrantsbecause of rising projected costs. He said the ramifications of increasing longevity will affect employers andscheme members as well as the economy and the attitudes and beliefs of society.Thompson said, “There is a dichotomy here – a discontinuity between onthe one hand an increasing life expectancy and on the other a reducing workinglife. “It is neither logical nor reasonable to suppose the discontinuity cancontinue and indeed, become greater indefinitely. “The retired part of our lives cannot continue to expand apparentlywithout limit, while the working part stays the same or reduces – not if weexpect to continue to enjoy a reasonable standard of living inretirement.” Thompson, a partner at consultancy William M Mercer, called for a completereview of what is meant by retirement to ensure pensions can continue toprovide a decent standard of living. He added, “What is needed is a fundamental review of what we mean byretirement and what we mean by work in an era when flexible working and so onare likely to become more common. “It demands an acceptance by all of us and by the Government and itsagencies of a blurring of the edges between paid employment and other forms ofwork, and the need to modify our present systems and approaches to reflect thechanging workplace.” www.napf.co.ukBy Ben Willmott Stark warning over the future of retirementOn 30 May 2001 in Personnel Today
Previous Article Next Article A list of useful online resources to help you in your professional researchand educational needsMind www.mind.org.ukGrant House, 15-19 Broadway, London E15 4QB Tel: 0208-519 2122 Mind is the UK’s leading mental health charity with over 220 local supportgroups. It is the largest provider of voluntary sector quality community careand offers a range of services including helplines, drop-in centres, shelteredhousing, befriending, counselling, employment and training schemes. It alsoproduces educational information and advises the Government, healthcareprofessionals and the public on all aspects of mental health. SANE www.sane.org.uk1st Floor, Cityside House, 40 Adler Street, London E1 1EE Tel: 0845 767 8000 A national helpline which offers information and support to anyone affectedby mental illness. Depression Alliance www.depressionalliance.org35 Westminster Bridge Road, London SE1 7JB Tel: 0207-633 0557 A registered charity aiming to provide information, support, and advice on anational scale for sufferers of depression, their friends, relatives andcarers. Offers self-help groups, support, research and campaigns to reduce the stigmaattached to depression. Mental Health Foundation www.mentalhealth.org.uk20-21 Cornwall Terrace, London NW1 4QL Tel: 0207-535 7400 UK charity dealing with mental health and learning difficulties. National Service Framework for Mental Health www.doh.gov.uk/nsf/mentalhealth.htmlBritish Confederation of Psychotherapists www.bcp.org.ukTel: 0208-830 5173 An advisory board made up of representatives of mental health professions toset standards for training and practice in the mental health field. British Association of Psychotherapists www.bap-psychotherapy.orgTel: 0208-452 9823 Life Lines Project www.life-lines.org.ukA self-help site written by and for people suffering from depression. The Samaritans www.samaritans.org.uk10 The Grove, Slough, Berkshire SL1 1QP Helpline: 01753 216500 Charity providing 24-hour, seven day a week emotional support for anyone whois suicidal or in despair. The Samaritans has over 200 branches throughout thecountry. Alzheimer’s Disease Society www.alzheimers.org.ukTel: 0207-306 0606 Helpline 0845 300 0336 Manic Depression Fellowship www.mdf.org.ukTel: 0207-793 2600 A national charity for people whose lives are affected by manic depression,also known as bipolar disorder. National Schizophrenia Fellowship www.nsf.org.ukTel: 020 8547 3937 Advice line: 0208-974 6814 Schizophrenia UK www.schizophrenia.co.ukThis site, produced by the Institute of Psychiatry, is a useful source ofinformation about this chronic mental illness. Social Anxiety Disorders Sufferers www.social-anxiety.co.ukEating Disorders Association www.gurney.co.uk/edaAdult Helpline: 01603 621 414 Youth Helpline: 01603 765 050 Recorded info line: 0906 861 5466 At Ease www.at-ease.nsf.org.ukNational advice line: 0208-974 6814 A site aimed at teenagers and young adults offering advice and support onall aspects of general mental health. Uzone www.uzone.org.ukSite focusing on mental health issues for 11-16 year- olds. Contact a Family www.cafamily.org.ukTel: 0207-383 3555 A registered charity offering help and support to parents of children withmental health problems. Compiled by Kate Rouy This listing is not exhaustive and the journal welcomes further additionsfrom readers as well as suggestions for further topics of interest to includein this series Resource Guide: Mental healthOn 1 Jul 2001 in Personnel Today Comments are closed. Related posts:No related photos.
BSM is using interactive TV for a recruitment campaign to increase thenumbers of female driving instructors. The driver training company, which is part of the RAC, has signed a dealwith the Job Channel for a 12-week campaign in a bid to boost the number ofqualified and trainee instructors, as well as the proportion of women recruits.Nick Jones, head of HR for RAC consumer services, is hoping that the TVrecruitment scheme on Sky, NTL and Tele-west, which is being run as a pilot,will expose the company to a wider audience. Potential recruits can apply fromthe comfort of their own sofa using the remote control. “The Job Channel is a potentially ideal solution for our recruitmentneeds. It gives us access to a broad audience in a quick and cost effectivemanner,” he said. BSM is also looking to significantly increase the number of drivinginstructors offering special skills to learner drivers, such as signing for thedeaf, knowledge of other cultures, and an understanding of people who havespecial needs. The initial response has been good with more than 200 expressing aninterest, but Jones said the initiative’s success would be measured by how manyof these people actually sign up to the BSM trainee driving instructorprogramme. BSM has about 2,600 franchised driving instructors. The company recruits allyear round as the organisation is still growing. Comments are closed. Previous Article Next Article Related posts:No related photos. BSM uses digital TV to recruit staffOn 20 Aug 2002 in Personnel Today
Read more to have a say on working timeOn 19 Nov 2002 in Personnel Today Related posts:No related photos. Almost 70 per cent of readers responding to our latest Barometer poll thinktheir labour costs will increase if the 48-hour opt-out is removed from theWorking Time Directive (WTD). It’s a resounding vote for keeping the opt-out and maintaining the statusquo. But now it’s time to take this crucial issue to the European Commission(EC). The EC has asked the Employment Lawyers Association to conduct research inthe UK to find out how removing the opt-out would affect business. The resultswill be fed into the EC’s review of the WTD, with recommendations being madewithin 12 months. So, next week, Personnel Today is joining forces with the Employment LawyersAssociation to run research in both this magazine and on personneltoday.com togauge widespread HR opinion. The results will be published in the New Year andsent immediately to Fernando Pereira, the commissioner responsible in Brussels,to inform his decision. Word on the grapevine is that Pereira is leaning towards removal of theopt-out and it’s a tough call. The UK is the only country not limited torestricting staff to working a 48-hour week and there are lots of validarguments for and against us continuing to be an exception. On the one hand, too many employees are working ridiculous hours causinghigh rates of stress and family breakdown. Nearly four million – mostly men –work more than 48 hours and 1.25 million work more than 55 hours a week. Ourlong-hours culture has not helped productivity and we remain one of the weakestnations. The counter argument by business is that the UK workforce thrives on theflexibility of a longer working week and huge chunks of industry could notexist without it. The transport, hospitality, healthcare and manufacturingsectors all fear crippling costs, loss of competitiveness and jobs at risk ifthe opt-out is removed. And whether you like it or not, we cannot ignore thefact that the UK has become a 24-hour society in everything we do, includingemployment. The future of the working week is under scrutiny and this is a rareopportunity for HR to connect with the Eurocrats and tell it as it is. That’swhy it is important you take 10 minutes next week to complete the questionnairein the magazine or on our website. For your troubles, your details will beentered into a draw for an overseas weekend break for two to Brussels – thatcan’t be a bad quid pro quo can it? Jane King is editor of Personnel Today Comments are closed. Previous Article Next Article
RMTleader Bob Crow points the finger at HR for lacking the skills and experienceto negotiate with unions and reach agreement before disputes escalate out ofcontrolEmployers need to regain the ability to settle workplace disputes “overa pie and pint”, according to abrasive RMT leader Bob Crow. Speaking exclusively to Personnel Today, Crow believes a lack of training inindustrial relations within HR is one of the reasons for the upsurge in strikeaction over the past 12 months. He believes informal bargaining and negotiatingskills have slipped off the employment relations agenda and need reviving. He called on the Chartered Institute of Personnel and Development tointroduce more practical training in its HR qualification to equip employerswith skills to prevent workplace disputes from escalating into strikes. “It is not just over the table that issues can be resolved, it can bedone with a pie and a pint. We can walk round the corner and say ‘this is wherewe are coming from, where are you coming from?’ and reach an agreement,”he said. High-profile disputes Besides the ongoing firefighters’ strike, high-profile industrial disputesover the past 12 months have included the first nationwide industrial action bylocal government staff over pay for 25 years and strikes to support an increasein London Weighting. Disputes over pay also interrupted South West Trains and Arriva TrainsNorthern services and hit Manchester Airport, while concerns over safety led tosocial security staff walking out. Crow believes many of these strikes could have been avoided had the hands-onindustrial relations skills of HR professionals involved been up to scratch. “People who have come into HR seem to go a bit too much by the text bookfor me. They have gone to university, yet have not been told how thingsactually happen,” said Crow. “I’m not against people being taught the theory of industrialrelations, but they need the practical know-how as well. Their training shouldbe practical – about the reality of industrial relations life out there in theworkplace.” Foster good relations However, Crow dismissed suggestions that industrial relations are at crisispoint. He believes the current industrial relations climate is a good one.”In the main industrial relations are very good, there is a bit of ‘to-ingand fro-ing’ which you will always get. “At the end of the day the only way you are going to get something isby fighting for it. No-one is going to come along and say ‘we feel sorry foryou, here is a pay rise’, ” he said. Crow wants HR professionals at all levels to foster a good workingrelationship with their opposite number in their organisation’s recognisedunion or employee representative body. He believes this would help reduceindustrial tension and promote openness and constructive discussion. Despite his criticism of HR, Crow supports the profession’s bid for astrategic role within organisations, and wants more money invested in thefunction. “I would support having an HR director on every board so thereis HR input at the highest level in every company,” he said.”Organisations put a great deal of emphasis on HR when there is a disputerather than putting the emphasis on it before there is a problem to ensureresources are already in place to help resolve things.” The RMT leader is critical of union/employer partnership agreements. He saidhe would never sign a ‘no strike’ deal with an employer and believes that anysavings an organisation makes through a partnership deal should be splitequally with staff to improve their terms and conditions. “Some of the unions that have signed up to partnerships agreements havebasically handed themselves over to the employer lock stock and barrel,”he said. “Organisations know the unions will never take strike action. Sowhere has it got them?” Union members on the board Crow questioned the value of union members sitting on company boards – as inthe case of the Defence Aviation Repair Agency featured in Personnel Today (4February, News). “Union officials on the board! I mean what are they going to do? Arethey really decision- makers? I don’t think so. It’s just paying lip service.They are there as a bit of a stooge so companies can say they have trade unionmembers on the board who are being consulted.” Crow believes union militancy rather than partnership with employers is theway to increase flagging union membership. A recent report by the London Schoolof Economics and the Policies Studies Institute revealed that union membershiphas dropped by a third in the past 18 years. “Trade union members have been disillusioned with paying money in to aunion that pays lip service to their needs,” said Crow. “Members want to see that their union is punching away for them. Ifthey see the trade union is fighting for them then they think ‘that is for mybenefit’. ” The RMT’s membership statistics support his claim. Since hardliner Crow waselected to succeed Jimmy Knapp as general secretary of the RMT last year, theunion’s membership has jumped by 13 per cent from 55,000 to 63,000. Crow speaks out for the firefighters…Crow described the Government’sthreat to impose a pay deal on the striking firefighters as”scandalous”.The Fire Bridges Union (FBU) is demanding a 40 per cent payrise to take starting pay to £30,000 a year, while the Government has offeredan 11 per cent increase over three years, linked to modernisation of theservice.The RMT general secretary believes the Government should letthe FBU and employer negotiate a settlement, then worry about how it will befunded. Crow fears Deputy Prime Minister John Prescott’s threat toforce a settlement could have serious implications for industrial relations. “The Government’s threat to introduce new anti-trade unionlaws is scandalous,” he said. “Jack Straw has already gone back onhis word and stopped prison officers from striking. Who will it be next –railway workers, public sector workers?”When staff realise that they cannot withdraw their labourthey will just walk out illegally. What will happen if 10,000 LondonUnderground workers walk out? What will the Government do, put them in prison?”…but blasts Mason’s role in tubestrike Crow launched a scathing attack on London Underground’s (LU) HRdirector Bob Mason for his role in strikes by tube train drivers last autumn.Crow and Mason clashed last year when RMT train drivers on theTube walked out over pay. Crow claims that LU broke its promise to reduce the£1,600 pay gap between drivers of passenger and engineering trains.The dispute was only resolved when London Mayor Ken Livingstonepromised he would take the dispute to non-binding arbitration when he takesresponsibility for the tube this spring.”I’ve got no time for the bloke at all,” Crow said ofMason. “The mayor has made it clear he [Mason] will not be staying when hetakes over the Tube.””Mason has been parachuted in by the Government to smashthe unions, yet he is the one who caused the problems.” Crow said the RMTwanted to take the dispute to arbitration, but Mason refused. Comments are closed. Previous Article Next Article Related posts:No related photos. Crow accuses HR of lacking the skills to resolve disputesOn 11 Feb 2003 in Personnel Today
Employers’ alert after tribunal ruling on tempsOn 8 Apr 2003 in Personnel Today Employers have been warned to examine their employment relationships withtemporary workers and the agencies that supply them following a landmarkdecision by the Employment Appeal Tribunal (EAT). The EAT ruled in favour of a temporary worker Dacas, who had claimed unfairdismissal after her contract with Wandsworth Borough Council, where she hadbeen working for six years on assignment through Brook Street Bureau, wasterminated without notice. Dacas’s claim for unfair dismissal was rejected by an employment tribunal onthe grounds that she was neither an employee of the agency nor an employee ofWandsworth Borough Council. The EAT overturned this decision in favour of Dacas, ruling that she had indeedbeen unfairly dismissed by the employment agency Brook Street Bureau. Makbool Javaid, partner at law firm DLA, said the decision showed thatcourts will increasingly look to the reality of the relationship betweenemployer and worker to determine whether there is a contract of employment or acontract to provide services. Javaid warned that in other cases, the EAT might well find that the employerrather than agency is the temporary worker’s actual ’employer’. “It is clear that the courts will not allow a situation to arise wherethe individual is left with no remedy and is caught in limbo, where neither theagency nor the employer has responsibility,” said Javaid. Previous Article Next Article Comments are closed. Related posts:No related photos.
Full Name* Share via Shortlink Message* Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Meanwhile, prices have skyrocketed. Average monthly pricing for life sciences investment sales has more than tripled from May 2020, reaching $627 per square foot in December.The pandemic has done more than just bolster demand. Pfizer, one of the world’s largest pharmaceutical companies and vaccine manufacturers, got into the action by acquiring properties that it occupies in San Diego and Raleigh. The company now owns 4 million square feet across a dozen properties.Traditional offices, which have been imperiled by the pandemic, have found a savior in life sciences. Life sciences investment as a percentage of total office volume reached a record high of 16.4 percent in 2020, more than double the 2019 figure, as $15 billion of fundraising and $10 billion of closed real estate transactions spilled into the market.Still, with fitting issues and zoning prerequisites, converting some commercial spaces, such as retail, into life sciences venues can be difficult.Contact Sasha Jones Photo Illustration of BioMed Realty CEO Tim Schoen and Alexandria Real Estate Equities CEO Joel S Marcus. (Getty, BioMed) Demand for life sciences doesn’t seem to be letting up.As the need for wet lab space exceeds the limited supply, more than 36 million square feet of new construction is expected to hit the top 14 life sciences markets across the United States, according to a new report by Newmark.That comes as $29.9 billion of health care venture capital poured into the market last year, a 36 percent increase from 2019.Major owners of life sciences space have been aggressively pursuing deals. Alexandria, currently the largest owner of such properties in the country, with about 300, closed on an estimated $3 billion in life sciences real estate last year. That’s in addition to the 2.8 million square feet that the company has under construction.Blackstone Biomed recorded the largest deal last year with its $3.45 billion acquisition of Brookfield’s 2.3 million-square-foot Cambridge portfolio. The project is slated to close in this quarter.Read moreStaying ahead on the life science leasing curveLife sciences deal is Washington state’s largest sale everLife-sciences sector proves safe haven for landlords Email Address* TagsBlackstone GroupCommercialCommercial Real Estate
Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink TagsInvestment SalesRetail Real Estateupper east side Email Address* Full Name* 1529 62nd Street, Brooklyn (Google Maps) It was another banner week for New York City’s mid-range investment sales: Seven deals between $10 million and $30 million combined for a total volume of $115 million.While that’s below last week’s total of $154 million, it’s still a strong showing for the third week of 2021.Manhattan had three deals, including a Tribeca retail space that sold for $3,900 per square foot. Two properties changed hands in Brooklyn, while Queens and the Bronx each notched one sale.Here are more details for the week ending Jan. 22.1. Bremen House sold two mixed-use buildings on the Upper East Side: a 38,500-square-foot property at 220 East 86th Street and a 36,000-square-foot one at 1653 First Avenue. The buildings sold for $14 million and $14.5 million, respectively. The buyers were anonymous limited partnerships. Gonca Hartmann Tekiner signed for the seller.ADVERTISEMENT2. A limited liability company, 63 Medical Properties, spent $32 million on a 4,900-square-foot industrial building at 1529 62nd Street in Bensonhurst. The seller was limited liability company MMark2018, which purchased the parcel in December 2020 for $13.2 million from LLCs affiliated with Jack Guttman and Jack Basch. In December, Abraham Woldiger filed an application for a five-story, 45,833-square-foot commercial building at the site.3. Cape Advisors sold a 3,086-square-foot, ground-floor retail space at 102 Chambers Street in Tribeca for $12 million, or nearly $3,900 per square foot. Gregory Kraut signed as the buyer for a limited liability company.4. Jerry Wang of Jia Wing Realty bought a 28,320-square-foot warehouse at 29-05 28th Avenue in Flushing for $11.3 million. The seller was coffee supply company Vassilaros & Sons.5. The Republic of Austria purchased a 13,462-square-foot commercial condo at 633 Third Avenue in Murray Hill for $10.7 million. The seller was the Partnership to End Addiction.6. Affordable housing nonprofit HP Webster Gardens Housing Development Fund purchased a 83,806-square-foot, mixed-use building at 1971 Webster Avenue in Mount Hope for $10.8 million. The building contains 69 residential units. The seller was the MacQuesten Companies.7. Marvell Scott purchased a 21,370-square-foot medical facility at 1408 Ocean Avenue in Midwood for $10 million through 1408 Partners LLC. The seller was Gennady Kiselman, also through an LLC.Contact Orion Jones Message* Share via Shortlink