Leave a Reply Click here to cancel reply.Comment Name (required) Email (will not be published) (required) Website Occupational mental health cases are normally not emergencies. Yet, supporting management and HR to adopt a triage approach to initial evaluation and any subsequent intervention can pay dividends, as Dr William Badenhorst and Dr Lorenzo Grespi outline.The Collins Dictionary defines triage as “the process of quickly examining sick or injured people, for example after an accident or battle, so that those who are in the most serious condition can be treated first”.With its wartime origins, applying triage to the evaluation and management of occupational mental health problems may seem surprising as, after all, most occupational mental health cases are not emergencies. Mental health clinicians would be less surprised, as NHS mental health teams adopt triage to plan the initial evaluation and subsequent steps for addressing conditions of any level of severity: from mild psychological difficulties to acute psychiatric disorders.About the authorsDr William Badenhorst is a consultant psychiatrist and deputy medical director of Grespi. Dr Lorenzo Grespi is a consultant psychiatrist and medical director of GrespiMental health problems present in different ways, including as physical ailments or poor performance, and therefore need to be recognised and understood in order to plan effective interventions. Mental health difficulties require interventions specific to their nature and circumstances. Needless to say, the sooner the general direction of travel is identified, the better.In contrast, when triage does not occur, certain standard HR approaches can make things worse, wasting resources and causing frustration or breakdowns in employer-employee relationships. Classic examples include well-meaning employers telling employees on sick leave to “take all the time off they need” before returning to work; recommending to see EAP counsellors as a clichéd response to any psychological difficulty; or commencing performance management before considering whether technical incompetence or psychological difficulties are at the root of the issues.As highlighted by Charlotte Duggan in her Occupational Health & Wellbeing paper back in the spring (Use triage to help crack mental health, May 2018, vol 70, no 5), doing nothing when mental health problems arise can lead to serious consequences. We agree with Duggan that triage in mental health is an important tool for deciding what to do. However, we disagree with the notion that generically trained staff in EAP services are well placed or qualified to carry out this role, as we will clarify in a further section of this paper. We will also outline the specialist characteristics of occupational mental health triage, describe the skills set required, and argue that HR should be empowered to take up the driving seat for initiating the process with the help of specialist providers.Triage and HRDrawing on an approach with origins in the battlefield makes sense when considering the pressures faced by HR: complex situations, high emotional temperatures, overt conflicts, potential reputational damage, medico-legal implications, management’s expectation that problems should be swiftly resolved.Managers may struggle to reconcile the employer’s duty of care to employees with the company’s business requirements. On the other hand, neglecting to recognise or not making reasonable adjustments for an employee’s mental health needs may lead to challenges under the Equality Act 2010.The process is also often affected by generic or medically questionable sick notes for “stress”: a catch-all expression (rather than a real medical diagnosis) that mostly clouds the nature, source and diagnostic relevance of underlying mental health conditions.It is therefore crucial that HR should allow time for triage.We hasten to point out that, as long as the triage takes place early and is jointly carried out by HR and triage mental health specialists, the process mostly amounts to a 15-20 minutes focused telephone conversation.Effective triage allows HR to form a clearer picture of the situation and remain in charge of the occupational mental health process. It identifies a pathway that addresses the employee’s mental health needs and the employer’s duty of care.Triage involves the following questions:What is the nature of the problem?How urgent is it?Who are the parties involved?Is a mental health problem causing or contributing to the situation?Is a clinical opinion needed? Or a legal opinion? Or both?What can be gained from these opinion(s)?What should be done next and why?What is the extent of the employer’s duty of care?Who’s is doing what, when and how: HR, line-manager, clinician, lawyerThe answers may seem obvious. However, when HR managers are facing complex situations involving unwell employees, GPs, managers and the wider workforce, it can be difficult to think clearly.We would like to point out that counsellors are mostly unequipped to triage, recognise and assess serious mental health conditions, as well as address the medico-legal implications for the organisation.In addition, clinicians such as occupational health nurses who have not worked in multidisciplinary mental health teams generally do not have an in-depth picture of the professional competencies of mental health disciplines and may therefore be unable to direct employees to the most appropriate specialists.Our experience as a specialist mental health service provider leads us to recommend that employers consider these factors and take due diligence in the commissioning of occupational mental health services.Triage and mental health awarenessThere is no doubt that mental health problems are better addressed when recognised early and dealt with proactively. However, this process is more effective when it is underpinned by a corporate framework on occupational mental health.An occupational mental health and wellbeing plan and an occupational mental health and wellbeing policy help clarifying where employers and employees stand when mental health problems arise at work. In contrast, generic occupational health policies tend to provide a poor frame of reference for the management of complex occupational mental health situations.We therefore recommend that employers incorporate in their employment framework an occupational mental health and wellbeing plan and an occupational mental health and wellbeing policy. Our next article in this two-part series will explore this issue in more detail.Triage in practice, example one – identifying an underlying issueA technician reported a minor incident at work in which he had stumbled and hurt his back. A studious worker, he took sick leave for several weeks and repeatedly visited his GP and his local hospital for ongoing physical symptoms, despite no definitive cause being found.An occupational health assessment indicated that he had suffered a mild sprain which would not affect his work. He was then repeatedly signed off by his GP for “stress”.When he announced that he would be returning to work, he met with his line-manger. During the meeting the manager noticed that his tone was unusually terse and disconnected. The employee also made various requests for adjustments, some of which had an awkward rationale.His manager sensed something was wrong and became concerned that, given the high-risk nature of the employee’s duties, sub-optimal performance may potentially put the public at risk. A triage conference call was swiftly arranged, which included senior managers, a consultant psychiatrist and an employment lawyer.It was agreed that the employee should be offered an occupational psychiatric assessment. Other options kept on hold were: returning to work; taking annual leave; making reasonable adjustments; or reviewing work duties.The employee was found to have a depressive disorder which had remained hidden for many years. It also emerged that the ‘minor’ incident had exposed a pre-existing vulnerability, seemingly related to serious traumatic events from the past. This had triggered him re-experiencing in the present a catastrophic let down from the past, this time towards his employer.Recommendations included optimum treatment of the depression and an intervention from an occupational therapist (OT) to help him develop a clearer picture of his psychological difficulties and how they could affect his capacity to carry out his work duties, as well as how his unresolved personal problems could be addressed.After three OT sessions he reached the conclusion that the time had come for him to seek specialist help for his long-standing personal difficulties, and to resign from his post as he could not cope with the intrinsic pressures of his duties.Thanks to the swift triage process, the company kept a step ahead of the significant risks that would have arisen had the employee’s condition not been spotted and appropriately managed. The employee’s departure was amicable, saving cost, management time and enabling the company to recruit a replacement in a planned fashion, while the individual was free to move forward positively in his life.Triage in practice, example two – stumbling in the darkA professional became unwell following a period of increased tension at work. She consulted her GP who signed her off for ‘stress’ and prescribed an antidepressant. Her employer referred her to their occupational health provider.During the telephone occupational health assessment with a nurse – who, not untypically, had no experience in mental health work – the employee explained that she had suffered from “stress”, was improving but still struggled with concentration. The occupational health report did not make any reference to work and personal circumstances, diagnosis or risk. It stated that, although still stressed, she was fit to work and recommended that reducing the medication would improve her concentration.She returned to work. However, as she had major interpersonal difficulties with colleagues, HR sought advice from us about how to manage the situation. Following a triage conference call an occupational mental health assessment was recommended, at which it emerged the employee was suffering from a depressive episode that actually required an increased dose of the antidepressant.She also had serious personality problems, lacked support outside work, and was at moderate risk of a breakdown. The clinician highlighted that she was psychologically fragile and recommended a detailed plan that included support meetings with her line-manager, specialist help from our team and a further psychiatric consultation scheduled for a few weeks later.This approach had the effect of decreasing the emotional temperature in the office, reassuring HR that they were not alone in facing potentially explosive situations, and helping the employee process during her clinical sessions the emotions which had escalated to aggressive behaviours towards colleagues.But for the timely triage of the employee’s return to work, the employee would have run the risk of experiencing a serious deterioration of her mental health and destructive interpersonal relationships at work. This in turn could have led to longer-term professional and personal consequences for her and substantial cost to the company. Instead, her return to work was contained safely and her inter-personal problems ameliorated over time.Conclusion – effective triageTriage in occupational mental health should involve specialists with significant experience of addressing complex psychological difficulties through a multidisciplinary approach: an experience which is gained almost exclusively through many years of work in NHS mental health teams.Skills include recognising potential psychiatric disorders from apparently minor clues; assessing risk; prioritising cases; identifying relational factors; indicating which discipline is best suited to carry out the initial assessment.Triage specialists should also be experienced in the understanding of organisational dynamics as this is crucial to make sure that occupational mental health interventions are implemented effectively by complex organisations.Ultimately, the key to effective occupational mental health management is to be prepared before problems develop. A positive culture encourages openness and shared responsibility for promoting and protecting health. Once problems arise, early triage carried out jointly by HR and a triage specialist ensures sound, timely and cost-effective management. One Response to Triage: the (mostly) missing link in OH mental health Related posts:No related photos. Reply This is an excellent article articulating the complexity of the issues along with the skill sets & experience required. This kind of triage I believe will become an emerging career stream in & of itself – being located somewhere between HR & OHS/Wellbeing, depending on the size of an organisation.I am very passionate about this topic and open to having conversations to advance thinking / action that will make a difference in this space. There is so much work to be done.Thanks so muchJackie Jackie Knight 6 May 2019 at 1:41 am # Triage: the (mostly) missing link in OH mental healthOn 7 Dec 2018 in Stress, Mental health conditions, Depression, Return to work and rehabilitation, Sickness absence management, Occupational Health, Wellbeing and health promotion, Personnel Today Previous Article Next Article
The Classics department at Cambridge suffered embarrassment this week as the £1.3 million renovation of their facility resulted in a misspelling on the doors of their new foyer.Academics had chosen a Greek inscription from Aristotle’s Metaphysics which translates as “all men by nature desire to know” to grace the facade. However, the word “phusei”, meaning “by nature”, was spelled with the English letter “S” rather than the Greek letter sigma.The glass doors of stylish new entrance on the university’s Sidgwick site have also been criticised for opening too slowly and causing queues of staff and students. University officials have declined to comment on the doors.
Life is pretty good for The Motet‘s energetic new vocalist, Lyle Divinsky. Since joining the band over a year ago he has recorded a well-received album, Totem, toured the country, sang the National Anthem at a pro baseball game, made his mark on NOLA with a slew of Jazz Fest late night tributes, and made multiple appearances at Red Rocks–just to name a few. This whirlwind of experiences would exhaust most people. But for Divinsky, getting a shot to do what he loves for a living is more than enough fuel for him to “keep on don’t stopping” night after night.Next weekend, Divinsky will be taking part in the all-star musical mix-and-match mayhem of Brooklyn Comes Alive, where he’ll join Motet bandmates Joey Porter, Dave Watts, Garrett Sayers, and Ryan Jalbert as well as Todd Stoops, Jennifer Hartswick, and Natalie Cressman for a tribute to the music of neo-funk legends Jamiroquai.We caught up with Lyle to chat about The Motet, Brooklyn Comes Alive, Jamiroquai, and the whirlwind year he’s had as an emerging artist in the live music scene:Live For Live Music: You’ve had a while get used to the job of fronting The Motet. In what ways has the experience been different from how you expected it would be.Lyle Divinsky: Honestly it has been amazing. I feel really blessed, at home immediately. The Motet and I came together as family. There was instant chemistry. We wrote our first two songs together before we even met in person.It has been a really cool growing process together and I give love to everybody in The Motet. When I came in they didn’t say “Hey, we really need you to do this.” When I came in they gave me the freedom to really explore the creative process with them. I got to be me without any set expectations. That was huge. Now that we are a little over a year and a half into this we all understand how the band is taking its newest shape.The Motet has always been an evolving thing. There has always been different members coming in and different genres being explored. I appreciate the fact that The Motet is very free and open in these processes. We’re in the writing process right now and we are just exploring things that the band hasn’t touched on before without sacrificing what the band is and can be.L4LM: The Motet has indeed gone through a lot of permutations. In this last year and a half you have helped forge a very distinctive era for the band.LD: It’s like I said…I love the fact that The Motet is boundary-less. It’s very cool to be part of a group that is unafraid to push their boundaries and explore what is inspiring us at the moment.L4LM: The passion you sing with and the energy you expend during a Motet show are exhausting to just watch. How do you manage to bring so much of yourself to the stage night in and night out?LD: I mean…it is a simple way to answer your question, but I love it. I am not one of those dudes who is in constant motion. I am totally cool with just chilling. But when i get onstage, especially with all the energy everyone in this band brings, it’s impossible for me to not bring it as well. I’m playing my favorite music and I am the happiest dude in the world when I get this chance to do this.Joining this band, making this music with The Motet…I get blown away every night. I wouldn’t be bringing this energy if I wasn’t getting it from them every time I step on the stage. A lot of it is just me responding to what they do in the moment. Plus…I don’t like running so this is where I get my cardio!Check out Divinsky performing with The Motet at Red Rocks this past sumer below:L4LM: The Motet’s most recent album, Totem, sounded like it was a fast and near seamless fit for you and the rest of the band. After all this touring, how ready are you guys to return to the studio?LD: We are definitely hoping to have something out next year. We’re not ready to put any sort of time frame on the next record, but it should be sometime next year. It will be pretty dope…we are coming up with some fun stuff in the writing process that I think people will really dig.L4LM: You just took part in a Hurricane Harvey benefit in Colorage. Did you have any people in the path of this crazy weather?LD: We have some friends down in Houston. And we have plenty of musical brothers and sisters. Luckily most of our people seem to be all good. In Florida I didn’t have anyone directly, but plenty of extended friends and family down there. I also have people in St. Johns.St. Johns and the other islands that were affected by Irma are very small and easily overlooked but they are devastated. I used to go down there once a year and seeing them like this is just really sad. All their supplies need to be flown in and their airstrips are just gone. Their communications are down and there are people without shelter or food. It’s a scary time for them.We all need to come together as the giant, loving community we are and take care of each other. It is sad that it takes a disaster to shine a magnifying glass on the things that are really important. Right now we are in the wake of it and it is our responsibility to take care of our family.L4LM: On a lighter note…you got a chance to take on every singer’s dream and nightmare…the National Anthem in front of a packed Colorado Rockies crowd. Were you nervous?LD: Dude…that was the most nervous I have ever been for any gig. Straight up. I was so nervous, no joke. I didn’t even realize how nervous I was. I’ve gotten pre-show jitters before but I have just shook it off. Usually you shake that off during the first song…but with the anthem you only get the one song. They asked me if I wanted to hold the mic or have it on a stand. I told then I wanted to hold it because if I am not dancing around I don’t know what to do with my hands. I can’t be dancing to the national anthem. But when I was holding the mic is was shaking so bad I had to use my other hand to balance it out.I had sung the anthem before so I knew to start low and slow. I kinda laughed at myself. I was wondering what the hell I had gotten myself into. But it worked out and it felt great. I definitely want to do it again.L4LM: Pretty sure there is no rule against busting a move during the anthem.LD: Right? Maybe next time I will just shimmy and shake a little bit. Do something in the Marvin Gaye-style from that NBA All-Star game back in the eighties with the little drum machine. I think that is the only version of the national anthem that had women screaming from the crowd.L4LM: While you hail from Maine, you resided in Brooklyn for a few years. Are you ready to go back “Come Alive” next week?LD: Oh man, I can’t wait. Brooklyn was my home for about seven years and I owe a lot to that town. I started off playing in the subways. I worked myself from the underground to the overground. I love the place and a lot of my chosen family is there. Especially for Brooklyn Comes Alive. The lineup is insane and I can’t wait to not only play music but to just go around and see it.L4LM: What do you think of the core concept of Brooklyn Comes Alive, with the mix and match music philosophy?LD: I think it is such a cool and unique approach. Bands and musicians alike are all about those special moments that can occur in live settings. And when you take so many incredibly talented passionate musicians who have become such good friends it makes for a insane experience. Whether it is a tribute set or a super jam or even a collaborative all original set of music you never know what is gonna happen. When you have this level of musicianship and this level of passion from the fans you are sure to get once in a lifetime moments.L4LM: How do you like participating in super jams and the like? Your natural frontman skills seem perfectly suited for these kinds of shows.LD: I get to go around to things like this and that “Daze Between” show during Jazz Fest that was dedicated to the Grateful Dead and the Allman Brothers. It is fun to be able to sing songs I don’t always get tot sing with people I don’t always get to play with…I just feel really lucky I get the opportunity to do that kind of stuff.I love where I am and what I am doing with The Motet, but I also enjoy this extra inspiration that I get from collaborations like these. I think these superjams are not only unique but important to our community. They build relationships.L4LM: Your big gig over the Brooklyn Comes Alive weekend is a tribute to Jamiroquai. Do you remember how you first encountered their smooth sounds?LD: Yeah man…his stuff started to come out when I was in grade school. When I was in my earliest years in high school I started to really get into funk and soul. My dad was an incredible singer, still my favorite, and thanks to him there was always a lot of funk and soul music around. I was really getting into D’Angelo and the neo-soul music at the time but when the space funk stuff from Jamiroquai started coming out I was just blown away.I remember seeing the “Virtual Insanity” video for the first time and I was like “Who the fuck is this?” Then exploring it more I realized that was the pop edge of what they were doing. Their music showed me what you could really do with not just funk but ALL music. There was room to grow and expand it. That was important to my musical formation.Watch the official music video for Jamiroquai’s “Virtual Insanity” below:L4LM: Well, we appreciate your taking the time to talk. Can’t wait to see what you and your friends have in store for us this weekend!LD: Thanks for your time as well brother. See you there![Cover photo via Emily Butler]You can catch Lyle Divinsky along with over 100 other talented artists this weekend at Brooklyn Comes Alive. Set to take place across three venues in Williamsburg, Brooklyn (Brooklyn Bowl, Schimanski, Music Hall of Williamsburg) on September 23rd and 24th, Brooklyn Comes Alive is inspired by the vibrant musical communities of Brooklyn and New Orleans. The unique homegrown event puts the focus on the musicians, curating dream team collaborations, tributes, and artist passion projects for two full days of incredible music both new and old.The 2017 lineup is set to include hand-selected band lineups featuring all-star musicians like John Scofield, George Porter Jr. (The Meters), Vinnie Amico (moe.), Bernard Purdie, Joel Cummins, Ryan Stasik, and Kris Myers (Umphrey’s McGee), Aron Magner and Marc Brownstein (The Disco Biscuits), Mike Greenfield and Jesse Miller (Lotus), Jason Hann (String Cheese Incident), Alan Evans (Soulive), Cyril Neville (Neville Brothers), Henry Butler, Jon Cleary, Reed Mathis (Electric Beethoven), Michael League, Nate Werth, Chris Bullock, Robert “Sput” Searight, and Bob Lanzetti (Snarky Puppy), Jennifer Hartswick and Natalie Cressman (Trey Anastasio Band), and scores of others! ***Tickets Are On Sale Now!***Brooklyn Comes Alive is now offering single day tickets, as well as a ticket payment plan for as low as $30/month. When checking out, just select “Monthly payments with Affirm” as your payment method. To find out more about ticketing, VIP options, and lodging, head to the festival website.
Sign up for our COVID-19 newsletter to stay up-to-date on the latest coronavirus news throughout New York [dropcap]T[/dropcap]he Pentagon announced Monday that the US has officially expanded its airstrikes in Iraq against ISIS, less than a week after President Obama laid out in a nationally televised speech his strategy to “degrade and ultimately destroy” the Sunni militants who have laid siege to large swaths of the war-torn region.Obama’s decision to increase air strikes against ISIS, which calls itself the Islamic State and also goes by ISIL, came after two American journalists were beheaded by the militants, making ISIS a household name, and raising fears at home that the terrorist group could attack the US.In order to “eradicate a cancer like ISIL,” as Obama said, the administration will send 475 additional American troops to Iraq to support and train Iraqi and Kurdish forces, as well as assist with intelligence gathering. The president also said he’d take action in Syria if need be. Prior to Obama’s speech, the military had already conducted 150 strikes in Iraq to support Kurdish and Iraqi forces on the ground.Before Obama even announced his strategy to combat the extremists, a WSJ/NBC poll found that 61 percent of Americans said military action against the group is in the nation’s best interest. More than a third said they’d support both airstrikes and sending ground troops into Iraq.So, America is rallying behind their commander in chief. But is this war legal on Constitutional grounds?The administration insists that it has the authority to bomb ISIS without Congressional support because of the 2001 Authorization to Use Military Force Act and the Use of Military Force Against Iraq Resolution of 2002—two laws that the White House has said it would like to see repealed.The 2001 authorization allows the government to use armed forces against those responsible for attacking the US on Sept. 11, 2001, meaning al Qaeda. The 2002 law authorizes using military force against those same perpetrators and enables the president to “defend the national security of the United States against the continuing threat posed by Iraq.”Obama, in his remarks in May 2013 at the National Defense University in Washington D.C., said he intended to “engage Congress about the existing Authorization to Use Military Force, or AUMF, to determine how we can continue to fight terrorism without keeping America on a perpetual wartime footing.”“Groups like AQAP [al Qaeda in the Arabian Peninsula] must be dealt with, but in the years to come, not every collection of thugs that labels themselves al Qaeda will pose a credible threat to the United States,” he said. “I look forward to engaging Congress and the American people in efforts to refine, and ultimately repeal, the AUMF’s mandate.” #455533858 / gettyimages.com Less than two months ago, Susan Rice, Obama’s national security advisor, sent a letter to House Speaker John Boehner in which she called the 2002 resolution “outdated” and reiterated the administration’s belief that it should be repealed.“With American combat troops having completed their withdrawal from Iraq on December 18, 2011, the Iraq AUMF is no longer used for any U.S. government activities and the Administration fully supports its repeal,” she wrote.But neither law has been repealed or amended. Instead, they are both currently being used to justify airstrikes in Iraq and possibly Syria.In last week’s speech, Obama asked for Congressional support to train and equip so-called moderate opposition forces in Syria who have been fighting Syrian President Bashar Al-Assad’s regime.In a background call with reporters before Obama’s speech, an unidentified senior administration official claimed that the AUMF gives Obama legal justification to use military action against ISIS, and passed the 60-day extension period as stipulated in the War Powers Resolution. #455529508 / gettyimages.com “We do not believe the President needs that new authorization in order to take sustained action against ISIL,” the senior administration official said. “We believe that he can rely on the 2001 AUMF as statutory authority for the military airstrike operations he is directing against ISIL, for instance.”The Obama administration often cites the AUMF when conducting airstrikes against affiliates of al Qaeda, as well as when it targets US citizens. ISIS, which the senior government official told reporters last week “has roots in al Qaeda in Iraq,” was recently disavowed by al Qaeda and is now acting on its own.Obama’s plan appears to have garnered uncharacteristic bipartisan support, but with many in Congress up for re-election this fall, as The New York Times points out in a scathing rebuke of Obama’s legal justification, it’s unclear if Congress wants to vote for the air strikes, even though it’s the only branch of government allowed by the Constitution to declare war.Although Republicans in Congress have criticized the president for taking unilateral action in the past, they have been silent about him superseding their authority in fighting ISIS. But they will likely vote for arming the moderate Syrian opposition, which could force the administration to defend its strategy.However, there will be no such debate about going to war.
continue reading » While a lot of people have heard of credit unions, the advantages in membership remain mostly unknown unless you happen to be a member or know someone who is. Most people tend to think they cannot belong to one because they aren’t lucky enough to meet the criteria that will grant them that elusive ‘members only’ status. They might also be a bit confused about the cooperative nature of these institutions and what it means to be a member. However, credit unions have been a part of our financial system for over a century, and contrary to popular belief, there probably is one, or several, that you do qualify for.Here is the FAKE NEWS surrounding credit unions and why joining a credit union might actually be the perfect option.1. Credit unions strictly limit eligibility. While credit unions do require that members meet certain criteria or have an affiliation in order to become a member, it might be as simple as location or the city you live in. Sometimes the criteria might be more specific, such as credit unions related to an occupation, a religion or even being a school’s alumni association, but there are usually one or more in your area that you would be eligible for. Keep in mind, membership is also extended to family members, so you may find you qualify based on a parent or spouses affiliation. To learn more, visit CULookup.com to see the credit unions in your area that you might be eligible for. 176SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr
Attachment: As of January 01, 2020, the new Law on the Provision of Services in Tourism and the Law on Hospitality came into force. LAW ON PROVISION OF SERVICES IN TOURISM (Official Gazette 130/17, 25/19 and 98/19) As these are important laws for tourism, we bring you a consolidated text of both laws attached. The Law on Provision of Services in Tourism regulates services in tourism, the manner and conditions for providing these services, the contract on travel in a package deal and the contract on related travel arrangement, and the rights and obligations of traders and passengers in relation to these contracts. catering activity regulates the manner and conditions under which legal and natural persons may perform catering activity. LAW ON CATERING ACTIVITY ( (Official Gazette 85/15, 121/16, 99/18, 25/19 and 98/19)
Tonight, the Croatian Institute of Public Health (HZJZ) published instructions for catering facilities, according to which catering facilities from the following groups are allowed: Restaurants, Bars (cafe, pub, buffet, tavern and cellar) and Cattering facilities, but with adherence to all anti-epidemic measures and strict measures of social distancing as follows: Cover photo: Photo by Patrick Tomasso on Unsplash It is forbidden to serve food, drinks and beverages in the building.The customer picks up the purchase at the door, window or directly in front of the door of the building.It is necessary to ensure compliance with the highest hygiene standards and keeping the distance of a limited number of customers in order to reduce physical contact and maintain the prescribed distance of 2 meters between buyers, sellers and buyers, and sellers if one charges and the other issues.It is recommended, where not otherwise regulated, to install a partition / protection from plexiglass or other disinfectants of washable material in order to meet all the conditions and safety measures for the protection of buyers and sellers.If possible, payment by contactless cards is recommended.For the cash payment process, it is recommended that the customer first put the money on the counter and then take the withdrawn balance and after each customer the counter is disinfected.The product (beverage, meal, etc.) should be ordered and paid for in a place separate from the place of issuing / taking over the order (ie one person takes over the order and charges and the other issues the ordered), if this cannot be organized, the seller must disinfect hands between billing and ordering and disinfecting the area / counter where billing and ordering takes place between the two activities.Ensure that no crowds are created, and that clear instructions are placed at all entrances and visible places.If possible, it is recommended to ensure the flow of customers in such a way that the adjacent entrance / approach is separated from the exit / exit.In visible places, point out instructions and recommendations for adhering to general rules on hygiene and a strict measure of physical distance.If a drive-in system is organized, it is forbidden to get out of the car and the measures listed under points 3, 7 and 10 must be observed.
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PMT and PME, the industry-wide schemes for the Dutch metal sector, are considering plans to inform participants of their individual entitlements to pension assets, with a view to restoring faith in the industry.They said they agreed in principle with union FNV’s call for pension funds to clarify how much money they had “reserved” for each individual participant.The €68bn PMT said it planned to discuss the matter with “two other large sector schemes”, and that it had put the matter on the Dutch Pensions Federation’s agenda, in order to flesh out the concept and agree on a uniform approach.The €381bn civil service scheme ABP and €185bn healthcare pension fund PFZW said that they, too, supported the proposal. PFZW said participants would appreciate the idea, and that it was looking into the best way to present the information, while ABP said it was about to start an experiment among its participants to gauge their response.FNV put forward the idea of calculating a personal share of pension assets – pension rights multiplied by funding – as a potential means of increasing participants’ confidence in the industry.PMT and PME echoed this view, with the latter noting that “participants sometimes fear there will be no pension left the moment they retire”.It added: “By providing them regularly with a personal statement about how much has been set aside for them, we aim to allay their concerns.”David van As – director at BpfBouw, the €55bn sector scheme for the Dutch building industry – said his scheme’s board would also discuss the idea.Contrary to the FNV’s proposal, the Social and Economic Council (SER) is assessing a variant for a future pensions system comprising individual pensions accrual, under which the assets are to be individually owned.The union, however, does not support this proposal.
So far the fund, which NEST developed in partnership with UBS Asset Management, has been focussed on investment risks and opportunities linked to efforts to stem climate change. NEST adopted it for its default strategy in February 2017 and, at the end of June, managed £624m of assets.In its first year the fund performed better than the FTSE World Index. NEST acknowledged that this was a short time frame and that the differences were small but said they were statistically significant so far.According to analysis it carried out, one potential reason for the improved performance was that the share price of companies in the fund responded better to negative climate-related news than the benchmark, it said.“We’ve successfully identified more resilient companies, which even in the face of negative climate change news are maintaining their value better”NEST said it took all the important climate-related news stories it could find in major media publications over a six-month period and measured the investment performance of its climate aware fund and that of the FTSE benchmark index and a control fund for five days after each news story was published.“On average, each time a negative news story about climate change was published, the investment value of the control fund and benchmark lost more money,” it said.“This suggests that we’ve successfully identified more resilient companies, which even in the face of negative climate change news are maintaining their value better.”Over a year, added NEST, these small differences added up and contributed to the overall outperformance of its climate aware fund.Compared with the benchmark, NEST’s investment in the fund meant it had about 21% – £133m – more invested in companies that were positioned to benefit from a global transition to a low carbon economy, including renewable green technology companies such as Xinyi Solar Holdings.Conversely, it had withdrawn the same amount from companies not making progress on adapting for a low-carbon future; companies such as Duke Energy, ExxonMobil and Royal Dutch Shell were affected by this.The climate aware fund tracks the FTSE Developed index but over or underweights companies depending on whether they stand to benefit or lose from the move to a low carbon economy. NEST seeded the fund with about £130m and has since increased its allocation to 30% of its global developed equities in the growth phase of its default strategy, and 40% in the foundation phase.‘Members want responsible investment’ Almost three-quarters of NEST members who participated in a survey wanted their pension scheme to invest responsibly, the auto-enrolment provider has said.Just under half of those surveyed – 47% – said it “matters a lot” to them that their pension scheme considers how the companies and markets they invest in are run and how they “treat people and planet”, NEST reported.A further 26% said they agreed with this if it produced better returns, while 12% said it did not really matter to them at all.Research commissioned by the multi-employer scheme also found that savers’ levels of trust, interest and confidence in pensions were boosted by hearing about how their pension was invested responsibly.NEST gave a sample of its membership some information about what it did as a responsible investor, and found that half of those surveyed said the information improved their impression of the scheme. Some 44% said it made them more interested in their pension and 45% agreed it made them feel more confident about saving with NEST.The master trust also found that 63% of savers wanted to hear more about responsible investment from their pension scheme.Diandra Soobiah, head of responsible investment at NEST, said: “A potential £495bn will flow into workplace pensions over the next 12 years, making workers more powerful shareholders with a major stake in how companies and markets are run.“They’re telling us they want this money invested responsibly, which could improve the environment and society they’ll live and retire in as well as their future bank balances.”The scheme said it was encouraged by the survey results. It said it would continue to invest “to achieve good pension outcomes by considering the wider impact of corporate behaviour on people and the planet”.NEST’s latest annual responsible investment report can be found here . The UK’s £3.8bn (€4.2bn) National Employment Savings Trust (NEST), with over seven million members, is to begin considering how physical impacts of climate change may affect investments it has made in its “climate aware” fund, the pension scheme has said.The next stage of the development of the fund would consider how phenomena such as sea level rises, flooding, hurricanes and droughts might influence companies based on their physical location, and hence the value of the scheme’s investments, the multi-employer scheme said in its 2018 responsible investment report.“Impacts might include transport networks in extreme weather regions becoming unavailable, or heavy industry and refining close to the coast becoming unusable,” it said. Schroders recently warned investors against overlooking the physical risks of climate change – as opposed to transition risks stemming from steps to limit temperature rises.