The sponsor acknowledged without changes to state law, the board would be “purely advisory.” While more organizations are moving toward remote work, office spaces are still largely here to stay. Location : South Africa-Gauteng-Boksburg Job Field : Human Resources Posting Date : Jul-09-2020 End Date : Jul-15-2020 Job Type : Internship Shift : Day Job Job Schedule : Full-time MEDICAL Intern JOB… Professional photographer and YouTube Jessica Kobeissi recently decided to take on some of the viral “DIY photography hacks” that she’s seen online, and Now is the time to reflect on how you manage yourself and how you manage others. LONDON, UK / ACCESSWIRE / July 10, 2020 / Many candidates who are graduating with impressive degrees are finding themselves either unemployed after graduation or are working a job that is unconnected to their academic background. The reason behind this is that many of them do not have sufficient work
A proposed civilian oversight board for the Wilmington Police Department would investigate allegations of excessive force, attempt to interview all parties and make findings — to the extent allowed by the state’s police bill of rights law.
Even the sponsor of the bill creating such a board seemed to think it wouldn’t amount to much with the state law in the way.
“If no changes are made we would be looking at a purely advisory board,” said Councilman Chris Johnson. “It’s not ideal.”
On Thursday he still introduced his civilian board legislation, hoping to create the board as well as push for state law changes. Both legislative bodies are now on break, with City Council returning later in the summer and the General Assembly returning next year.
The civilian board proposal “gives us more leverage and more weight behind going down to Dover in January and demanding changes,” Johnson said.
Johnson on Thursday also tabled a City Council resolution asking the General Assembly to repeal the law enforcement officer bill of rights.
At the moment that law, fiercely defended over the years by Delaware’s police unions, prevents any non-law enforcement officers from questioning police over a civilian complaint, and sharply restricts public access to police records of internal investigations and discipline.
In the past these restrictions, and the opposition of police unions, have prevented similar civilian boards from being created in Delaware.
Prior efforts to bring civilian oversight to Wilmington police have failed. Will that change?
Wilmington’s police union president Greg Ciotti declined to comment on the legislation, saying the union had not had time to review it.
If passed, the bill would create a nine-member board with one member being an employee of the mayor’s office, three members being from City Council and five being appointed members.
The appointed members would be from the following groups: the Delaware Chapter of the American Civil Liberties Union, the Delaware Chapter of the National Association for the Advancement of Colored People, the Wilmington HOPE Commission, the Latin American Community Center and the members of the clergy in Wilmington.
Preference would be given to appointees with experience in law, civil rights and law enforcement background but no appointees could be former Wilmington police officers.
The bill gives the board broad powers to look into patterns and policies of the police department, allowing it to “conduct investigations, hold hearings, make findings and issue reports, all or any of which may be either public, private, or confidential as the [board] determines in its discretion based upon the circumstances of the case and the requirements of the law.”
But in investigating complaints against officers, asking questions of the department and making findings public, the board would be limited by the police bill of rights.
Without the ability to question officers, a civilian board has no real investigatory power, experts said.
“If you can’t interview the officer you’re not going to be able to develop a good case,” said Samuel Walker, a national police accountability expert and frequent consultant to police departments. “You have to have full authority to get the relevant facts.”
Man hit by Wilmington police car during arrest sues city, officers
But experts said civilian police oversight boards can still be successful without the ability to investigate individual complaints or incidents. Investigative civilian boards around the country are often overburdened and only conclude cases in favor of complainants in a few cases, Walker said.
Another civilian oversight model focuses on investigating broad practices within police departments, using what are known as police auditors or inspectors general. Walker said that’s the most effective model for police reform.
“Problems with excessive force … it’s organizational failures,” he said. “So an auditor model specifically directed to investigate and change the organization, that’s the kind of model that’s likely to be the most effective in getting meaningful results.”
Both types of boards require the cooperation of the police department to make recommended changes.
Even an auditor model would require more access to police records, said Liana Perez, director of operations for the National Association for Civilian Oversight of Law Enforcement.
“You have to have that access to complaint records, [such as] ‘How many have you received for this type of behavior?’ or ‘Are there certain categories of complaints?’ and ‘What are the outcomes of those?'” Perez said.
The proposed Wilmington board would hire an unspecified number of staff members, to be overseen by the board member who works for the mayor’s office.
Walker cautioned that this raises a “definite conflict of interest,” saying review boards should be independent of any mayor.
Council on Thursday also addressed a handful of other policing and civil rights matters.
Members approved a bill sponsored by Johnson authorizing the Wilmington Police Department to publish its policy manual, after voting down a similar measure from Councilman Sam Guy three years ago.
In recent weeks, after thousands protested in Wilmington against police brutality, the department has released some sections of the manual, including its use-of-force policy.
Council members introduced a bill, supported by Mayor Mike Purzycki’s office, approving the spending of $400,000 to hire four new police employees to oversee a body camera program, one of Purzycki’s promises to protesters.
Wilmington mayor promised body cameras ‘without delay.’ How soon will it happen?
The spending plan assumes the city will receive more than $500,000 in federal grant money this fall to pay for camera equipment for the program’s first year.
That will be discussed when Council returns.
Council also approved the appointment of seven members to the city’s reinstated Civil Rights Commission by Purzycki and City Council President Hanifa Shabazz.
Wilmington has made no progress revamping forgotten civil rights commission
The commission, which in the 1990s handled matters of discrimination in city programs and policies including policing, fell off the radar over the years when new mayors failed to appoint new members.
Shabazz two years ago said she would reinstate the commission, but both she and Purzycki said they “failed to follow through” until contacted by a News Journal reporter about it last month.
The new members are:
- Garrison Davis, co-coordinator of Delaware for Police Oversight
- Attorney and former deputy attorney general Brionna Denby
- Freire Charter School Co-Head of School Nate Durant
- Red Clay Consolidated School District teacher and counselor Luz Maldonado
- Community advocate John Mitchell
- Baltz Elementary School Principal Amy O’Neill
- Kathleen Patterson, past president of the Second District Neighborhood Planning Council
Jeanne Kuang covers Wilmington for The News Journal. Contact her at email@example.com or (302) 324-2476. Follow her on Twitter at @JeanneKuang.
Council Post: Real Estate And The Future Of Work
Founder and CEO of The Raisner Group (formerly Proteus Capital Management), a private real estate investment firm in New York City.
In the future, will we all work from home?
This is one of the most-asked questions resulting from the Covid-19 shutdown — understandably so, after a long nationwide experiment in working remotely and handling meetings over Zoom and Slack. In fact, many New York City businesses are going into their fourth month of remote work as of this article — the city has not reopened yet for the entirety of business activities that Manhattanites are involved with.
While many corporate announcements and speculations have been made about “working from home forever,” I do not believe this will happen. Humans are just not made for that.
From a real estate perspective, the need for central business districts and office buildings will continue. And so will the need for urban residential buildings close to work.
In periods of crisis, people rapidly forget about normal life. But for the commute times saved, let us be realistic: Day after day, more and more of the national workforce drifts away. Without an office environment to commute to and provide a sense of discipline and general energy, we have all witnessed members of our work circles become demotivated with tasks they would swiftly deal with in a normal work environment.
Without an office, the “work-life balance” expression loses its meaning. Not to mention, employees with young children and those who lack a proper desk setup or the technological bandwidth (e.g., internet speed) to maintain office-like productivity can find it harder to focus at home.
How many Zoom calls and group messages these days end with “looking forward to seeing you in person”? Humans crave social contact. In fact, on a sad note, social isolation has sparked an increase in the country’s suicide rate during the pandemic.
Facebook has announced that as many as 50% of its employees could work from home within the next five to 10 years (Fine print: Most likely for a pay cut), and Twitter has proclaimed that its employees could “work from home forever” (Fine print: If their position allows for it). Even if tech companies are more likely to succeed with this due to their very nature, they still thrive on creativity and company culture.
The economy is the other reason we will likely go back to office work en masse. A company might be able to maintain its company culture remotely and online for a limited time, but not forever. And new companies may struggle to create a company culture remotely because this often requires in-person time that allows teams to bond.
And then there are meetings. Meetings allow us to brainstorm with a different mindset and more fluidity than conference calls, which, by nature, have to be directed by one person or group of persons — the conversation doesn’t flow fluidly, hindering the development of ideas. Meetings also allow for sales to be made. Chances are, you will only perform virtual sales calls until your competition starts to visit your prospects in person to close deals.
Different times call for different measures. Office spaces will certainly evolve and adapt to the current environment. Open floor plans, for instance, might have to be partitioned for health concerns, at least temporarily. Buildings may be rated by some form of “health index” to make occupants more comfortable.
Arguably, companies may also need more office space in order to comply with social distancing measures while still being able to hold the same number of employees on-site. JPMorgan, for example, announced that it will bring back 50% of its workforce to its Manhattan office by mid-July, with plans for more thereafter, marking desks with green or red signs to indicate where employees can sit. Interestingly enough, the tech-savvy bank kept 20% of its workforce at its offices during the pandemic.
I don’t believe employees will leave big, “superstar” cities. These cities will thrive again as soon as what made them more productive and successful comes back: the ability to gather with the best and the brightest and the possibility to interact with others frequently and let the results “take care of themselves.”
Like everybody, I am eager to resume life as we knew it, safely. In my experience running a real estate private equity company, working from home is nowhere near as productive as being in the office, and being in the office alone is not as productive as being in the office with my full team. This is when things really swing, and my firm is at its best. So, “let’s twist again, like we did last summer.”
Forbes Real Estate Council is an invitation-only community for executives in the real estate industry. Do I qualify?
Author: Remy Raisner
Unilever: General Work Opportunities
: South Africa-Gauteng-Boksburg
: Human Resources
: Day Job
MEDICAL Intern JOB DESCRIPTION
Ø Checking off orders placed /received and follow thru for payment
Ø Medical orders – making sure documentation in order and procedure followed with the necessary signatures etc
Ø MSDS -material safety data sheets -maintain file by receiving new data sheets and accessing info off internet at times.
Ø Training – assist with setting up and monitoring training provided by outside service providers.
Ø Requesting and sending medical records to/from other sites.
Ø Preparing for events such as wellness, HIV etc
Ø Maintain patient files
Ø Prepares new files for employees
Ø Extract files when employees attending medical center for treatment by the OHN/OMP
Ø Files and keeps current employee files
Ø Maintains medical files /records of HR Temps and contractor
OCCUPATIONAL HEALTH SURVILLIENCE
Ø Receives and monitors contractor medicals .Checks if documentation complete ,if not contacts contractor and informs. Gets the OHNP to sign off medical
Ø Informs SHE security ,Unilever contact when medicals have been signed off by the OHN in order that induction can take place
Ø Recalls and follow up sick notes
Ø Does monthly absenteeism report
Ø First aid boxes in the factory
Ø Eye wash stations -checks and prepares bottles
Ø Sends information to SHE department when emergency equipment has been replaced.
MAINTANANCE IN THE CLINIC
Ø Ensure that all equipment in working order
Ø Report any faults and following up of faults
Ø Assist in checking of emergency equipment (oxygen and fire )
Ø Arranges registration of new chronic conditions with Discovery
Ø Assist with renewal script
Ø Discusses queries with Discovery Medical aid
Ø Assist and maintain health education material -notice boards
FORMAL QUALIFICATIONS REQUIRED
Ø Studying or completed Admin /secretarial Certificate or Diploma
Will be expected prioritise major responsibilities and clinic schedule within timelines provided by the OHN
Apply Online for the Unilever: General Work Vacancies
Author: Author: Admin
YouTuber Debunks Viral Photography ‘Hacks’ She Found Online
Professional photographer and YouTube Jessica Kobeissi recently decided to take on some of the viral “DIY photography hacks” that she’s seen online, and see if they work as expected… or at all. As you might imagine, for the most part, the answer is “not really.” But it makes fur a fun video actually investigating these hacks.
Kobeissi mostly pulls videos from popular sources like 5 Minute Crafts, and shows how several of the results (if not all) were probably taken with high-quality lighting in a studio. In some cases it’s totally nonsensical and fake; in others, the “hack” might be useful or accurate on some level, but the final image presented by the video is definitely taken with studio lighting or created in Photoshop.
More often than not, catchlights tell all.
She tackles 5 hacks in all, and all-but-one seem like the final shots were more-then-likely not captured as advertised. As Kobeissi explains at the end of her video:
My issue with these hack videos is that they show you a final picture that wasn’t taken under the circumstances that they advertise […] As a photographer, I’m like, “at least be realistic when you’re showing people what these hacks do.”
Check out the full video up top to see all five photography “hacks” in action, and feel free to drop some more examples in the comments that you think need to be debunked.
(via ISO 1200)
Council Post: Remote Work Is Here To Stay: Here’s How To Do It Better
The world of work as we know it has changed dramatically in 2020, as entire industries and many people pivoted to remote work due to the realities of the pandemic. As someone with over 10 years of experience working remotely, let me first stress that this current state of remote work is very different from what remote work usually looks like. But, once you are able to adapt and create and enact a cohesive set of routines, you may just embrace remote work once and for all.
As the pandemic became a swift, daunting reality, much of the work world quickly scrambled to develop plans and procedures. Companies that had been business as usual on Monday closed their doors indefinitely by Friday afternoon, and remote work was suddenly the standard for many. In fact, the number of remote workers doubled between mid-March and early April, according to Gallup.
However, remote work had been steadily growing well before stay-at-home orders were issued. According to a study published in February 2020 by FlexJobs, the number of people working remotely increased by 159% between 2005 and 2017. Benefits to remote work include no commute (with a secondary benefit to the environment), a flexible schedule, the ability to work from anywhere, increased productivity and greater ease in balancing family commitments.
While these benefits are still true, the current state of remote work should not be used as the ultimate benchmark for what working from home looks like. This is not the “new normal,” but a period that is totally unique and challenging. We are pulled in too many directions right now to experience the true benefits of working remotely. Emotions and focus can be all over the place. If you live with a partner, roommates or family, everyone is likely home all the time, also working or schooling online. Daily life, in general, is on a “next normal” trajectory, nothing like what it was when we flipped the calendar to March.
When things begin to pivot again and life settles into a “new normal,” you will already have some experience with working remotely and will be able to appreciate the boost in productivity that you may experience. Right now, we have the ability to shift our perspectives on remote work, whether we like it or not, and realize that we can all do it successfully.
Based on the current limitations and the atypical remote work environment we’re experiencing at the moment, we need to give each other grace. Don’t make judgements about remote work at a time when everyone is home, working on their own individual projects, under the level and type of stress that we’re currently experiencing. You can’t expect remote work to go right from the very start either, even in normal times.
Take some time each day for self-reflection. Think about how you manage yourself and how you manage others. There’s surely no better test than remote work to see how you manage yourself.
Some benefits of remote work for managing yourself and your productivity include:
• You can work longer time stretches with fewer interruptions (in nonquarantine settings at home).
• You can block your calendar for the projects you deem essential.
• You can organize your schedule so that you only take meetings on certain days of the week, protecting other days for work sessions or big-picture strategic thinking. (This is something you can do with your team, too.)
If you are in a position to manage others who are working remotely, here are some things to consider:
• Trust is the most important component. Do not monitor or track employees using technology. Base evaluations on their work product.
• Don’t just recreate the office environment. Reevaluate the way you all work. This is a chance to do things differently. Think outside the box.
• Get rid of stand-up meetings or check-ins where people just share what they are doing. This information can be written up and shared instead. Make your meetings action-driven and focused on decisions that need to be made or input that needs to be gathered.
• Be thoughtful about how others prefer to communicate, and think about the right tools for the right conversations.
• Get familiar with the collaboration tools out there (Asana, Basecamp, Slack, Zoom, Google Suite), and use them when working with your team. Find what works.
While the remote work world that we are experiencing right now looks very different than it did in February 2020, and it will hopefully shift again once we get through the pandemic, now is your opportunity to become comfortable with a routine, utilize collaboration tools and find ways to make remote work an ideal way to be productive, manage a team and manage the balance between work and life.
Author: Young Entrepreneur Council
Green Rock Consulting, a Recruitment Firm in London, is Helping Thousands of Candidates Build Work Experience from Anywhere in the World
LONDON, UK / ACCESSWIRE / July 10, 2020 / Many candidates who are graduating with impressive degrees are finding themselves either unemployed after graduation or are working a job that is unconnected to their academic background. The reason behind this is that many of them do not have sufficient work experience and skills, which is working against them in today’s competitive employment market.
A growing number of employers today look for practical work experience instead of a university degree when hiring new graduates. In a recent survey conducted by the Association of Accounting Technicians (AAT), which was participated by 1,000 employers, 49 percent of respondents noted they would prefer seeing experience gained through a relevant apprenticeship or previous position on a candidate’s CV as opposed to the 24 percent who went for a degree qualification.
Of those who put premium on candidates with work experience, 71 percent said they consider it as a big factor because it is an indication that they were able to apply their skills in a real work setting. 61 percent, on the other hand, said it displays candidates’ understanding of the working world.
With this growing demand among employers, Green Rock Consulting is serving a unique way for candidates to bridge the gap in their work experience and skills so they can forward stronger applications and become more competitive.
The firm provides support and guaranteed mentorship and work experience placements to candidates in companies operating in the financial and business sector. Once placed, candidates receive mentoring from a professional and are given a range of tasks that reflect the work they can expect in the sector they want to be a part of, improve their ability to make decisions, and gain insights into workplace behaviours and norms.
To make the scheme even more attractive, Green Rock Consulting made sure that everything takes place online. Through this arrangement, candidates can work at their own time and pace and be able to keep their existing jobs or commitments.
Green Rock Consulting’s co-founder and professional development specialist Alison Louis said, “Candidates with work experience and the right skills set have the upper hand in today’s employment market. The problem is that many new graduates do not have them because they are finding it difficult to secure placements not just because of growing competition, but also because of some personal barriers.”
“One of this is the cost associated with doing internships or apprenticeships, which is one of the most recommended ways to build work experience and skills. For many new graduates, engaging in these undertakings will put a strain on their wallets because they cannot afford to travel daily or rent out a space for just a couple of months. So rather than spending their time and energy on unpaid internships or apprenticeships, they would settle with whatever full-time job that comes their way.”
“I’m not saying that is a bad thing because even if a job is not related to your degree, it will still provide you transferable skills. What I am seeing as a problem is that this eventually becomes their reality instead of being in the sector where they should be really in. “Green Rock Consulting is trying to break down those barriers. So, the company itself and its scheme have been created out of a need to give candidates a better option for bridging the gap in their work experience and skills. We have positioned ourselves to be an excellent alternative to traditional internships or apprenticeships, particularly in the finance and business sector.”
“Our mission has always been to guide and support graduates in achieving their goals. To deliver on that mission, our company focuses on providing a way for candidates to gain relevant work experience and skills without the associated challenges of traditional internships or apprenticeships. As a result, gaps in both their work experience and skills can be greatly reduced and they can hit the ground running and contribute to the growth of a company once they get hired.”
SOURCE: Green Rock Consulting