A delegation of the Save Our St Joseph’s Hospital Action Group, is to meet the Health Minister and other officials to state their case today.The Stranorlar campaign group is battling to reverse government plans to transfer all nursing care in St. Joseph’s Hospital to a new Letterkenny facility by 2021.The SOS group is due to meet with Minister Simon Harris, Minister of State Jim Daly, Department of Health officials, HSE officials and Donegal Oireachtas members. The meeting was organised by Minister Joe McHugh. However the group has criticised the Minister’s recent failure to supply vital material for their campaign.Fr John Joe Duffy. Chairperson of the Save Our St. Joseph’s Hospital Action Group said:“Much to the disappointment of our Action Group Minister Joe McHugh has failed in his commitment to obtain these and failed to respond to numerous requests for information regarding his commitment to obtain the Rhatigan Report and HSE plan.”Despite this, Fr Duffy is hopeful for a positive outcome from today’s Dáil visit. He said: “Our hope is that this Wednesday’s meeting will be the road map to reverse the cuts and decision to close down the residential and nursing care units, to restore our bed complement to 78 and restore staffing levels which have been depleted. “The hospital is been depleted of resources consistently as more and more of the residents in the St. Joseph’s catchment area are shipped out to nursing homes despite their wish to remain within their own community.”Fr Duffy said further action will be taken if the meeting does not secure all long stay, short stay, convalescent and dementia nursing care at St Joseph’s.He said: “If this meeting does not give us back our services at St. Joseph’s Hospital, we guarantee the Government a winter of discontent. “We will launch a plan of action for the consideration of the people and are seriously considering the running of a hospital candidate in the forthcoming elections. “Nevertheless, we approach this week’s meeting in a constructive fashion and open minded, but equally and completely resolved and determined to resolve this crisis facing our community hospital and to succeed in restoring all services to St. Joseph’s community hospital and nursing residential unit.”Save Our Services seek to resolve St Joseph’s crisis at Dáil meeting was last modified: November 6th, 2018 by Rachel McLaughlinShare this:Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to share on Pocket (Opens in new window)Click to share on Telegram (Opens in new window)Click to share on WhatsApp (Opens in new window)Click to share on Skype (Opens in new window)Click to print (Opens in new window)Tags:Fr John Joe DuffySave Our ServicesST JOSEPHS
Share This!Guy is back, and this time he’s checking out the must-try Halloween treats at Disneyland for 2019. Which of these foods would be on your must-try menu?
20 August 2012 A task force will be set up to look into labour issues in South Africa’s platinum industry after last week’s violent clashes near the Lonmin mine in Marikana, Mineral Resources Minister Susan Shabangu said on the weekend. The task force will consist of representatives from the mining industry, unions, government and traditional leadership. Forty-four people, including two police officers and 34 mine workers, were killed and scores injured in violent clashes in the mining town of Marikana outside Rustenburg, North West province last week. Shabangu and Labour Minister Mildred Olifant met with the Chamber of Mines, business and organised labour in Johannesburg on Saturday to discuss and agree on an action plan to address the violence at Lonmin’s Marikana mine and share practices applied by other mining companies. The management of Lonmin, the Chamber of Mines and other mining executives gave an account of what challenges they faced relating to engaging with labour organisations and employees generally. Both ministers then met with organised labour to get their account and what they perceived as the source of the conflict. Olifant reminded all parties of the legal processes pertaining to labour organisations and how they needed to operate as required by the law. Shabangu also put to all stakeholders the need to agree on how the Association of Mineworkers and Construction Union (AMCU) would be engaged going forward, as long as their operations were within the confines of the law. Shabangu reiterated the need for all role players to uphold the spirit of tripartism as the image of the country’s mining industry was being tarnished after the sector, working with the government, had gone out to the world saying that the South African mining sector was open for business and encouraging investors to invest in the sector. Source: SANews.gov.za
Nina is a one-person employee and labor relations department for a midsize hospital. Her job can get rather busy because line managers reach out to her often for support in holding their employees accountable.Nina’s approach to employee discipline stems from her sense of fairness and her strong work ethic: While she understands that employees sometimes face challenges that might get in the way of their work performance, she believes they nevertheless need to perform at a minimally acceptable level to earn their pay. Yet she also recognizes that recent changes in employment law may constrain her ability to discipline or terminate workers, and it can be a challenge to explain this to the line managers who look to her for guidance and wisdom.”In truth, the National Labor Relations Board [NLRB] has taken an exceptionally aggressive stance in terms of limiting employers’ rights to discipline workers for certain infractions,” said Rich Falcone, a shareholder at law firm Littler Mendelson in Irvine, Calif. (no relation to the author). “Employers are well-advised to take caution before doling out corrective action or moving to termination for certain offenses.”A case in point: Employers historically have had a huge amount of discretion when it comes to dealing with employee misconduct. Depending on the level of egregiousness, employers could typically move to immediate termination (known as a “summary dismissal”) or issue a final written warning even for a first offense. “The NLRB, however, in recent years has curtailed an employer’s discretion in handling certain conduct-related offenses, even for nonunion employee populations,” Falcone said. Consequently, employers need to ensure that their policies and practices are not only consistent with state law but with the National Labor Relations Act as well.To continue reading, please click here.
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