Comments for Personnel Today

Comment on Candidates more likely to back out of job offers by Brenda Clifford

Brenda Clifford — Fri, 02 Sep 2022 08:52:04 +0000

The showing of a salary range may impede on other staff views & questions raised. There are lots of conflicting views in media to home or office working for & against. Plus businesses need a set profit to enable business operating or all staff get effected by any downsize or worse – closures.

Comment on Give wellbeing a board seat: Prof Sir Cary Cooper talks to Oven-Ready HR by Dawn Sillett

Dawn Sillett — Tue, 05 Jul 2022 10:35:08 +0000

Great podcast – love Prof Sir Cary Cooper: “Bean bags, sushi and ping pong is not employee wellbeing.”

Comment on Faculty ‘ambassadors’ to promote OH in medical schools by Nic Paton

Nic Paton — Fri, 22 Oct 2021 14:11:51 +0000

In reply to Dr Muhammad Asif.

Hello Dr Asif, that’s great and I’m sure FOM will be pleased. The best way to do this, as the story advises, is to email students@fom.ac.uk but if you have any issues do come back of course.
Nic Paton

Comment on Faculty ‘ambassadors’ to promote OH in medical schools by Dr Muhammad Asif

Dr Muhammad Asif — Fri, 22 Oct 2021 14:06:21 +0000

Hello and good day.
I am keen to volunteer for OM introduction in medical schools/ students.

Regards

Dr Muhammad Asif
MBBS , DOccMed,
MSc OM Manchester ( In progress)

Comment on Third of employees asked to commit furlough fraud by Anna

Anna — Wed, 13 Oct 2021 06:50:23 +0000

My name is Anna Meisel I am a journalist with the BBC and I am currently investigating furlough fraud. I am sorry to hear about your experiences. I am very interested in speaking to those who were asked to work while their employers claimed furlough. I’d be very happy to keep it completely off-the-record. If you’d be happy to have a chat with me could you please email me at anna.meisel@bbc.co.uk? I look forward to hearing from you, Anna

Comment on MPs want ‘long Covid’ compensation for frontline workers by Colin Gorton

Colin Gorton — Thu, 24 Jun 2021 14:17:31 +0000

In reply to Mr Gilbert Almen. All NHS staff who or off sick with covid illness receive their normal full pay for the duration of lockdown. The absence does not count towards sickness record or disciplinary procedure. Contact HR and wages to nakes dure her sickness is registerdd as covid on thier system, make a complaint and give 20 days to correct the deduction from wages and issue arrears

Comment on Mandatory Covid-19 vaccinations ‘reasonable’ says EHRC by Andrew Town

Andrew Town — Mon, 21 Jun 2021 20:38:05 +0000

Much is now coming to light about these treatments, from Myocarditis, affected menstrual cycles and more. There is no precedent as the Hep B vaccine was fully licenced. These treatments are fully licenced in 2023 pending data at that time, so this argument is a little disingenuous to say the least. This is not how we do things in this country. I will have to walk away if its forced.

Comment on Brexit and Covid combine for steep decline in work visas by Dalubhule Siso Sibanda

Dalubhule Siso Sibanda — Mon, 21 Jun 2021 11:29:55 +0000

Thank you for sharing this great article. I could not agree more. I work in immigration myself and I am regularly seeing frustrated EU applicants who wish to come the UK on short term work visas but they are struggling to find employers who are willing to sponsor them.

Comment on Mandatory Covid-19 vaccinations ‘reasonable’ says EHRC by Anna

Anna — Mon, 21 Jun 2021 11:23:01 +0000

Wrong and horrible no more human rights we are being treated worse then animals, working hard all that time and risking our life’s and our family’s , looking after vulnerable people, sometimes double shifts as understaffed social care industry . We had shortage off Ppe and masks testing just once a week , everyone was sitting at home being paid and we healthcare workers had to work, very hard with all our love. Now just because we refuse vaccine they will get rid off us only if we won’t take vaccine I think that is sick and horrible.

Comment on MPs want ‘long Covid’ compensation for frontline workers by Mohammed Khan

Mohammed Khan — Sat, 19 Jun 2021 16:01:03 +0000

Same here. I dont know what benefits to apply for.
I’ve only applied for PIP

Comment on Sustainability ‘should be factored into remote working decisions’ by Gustavo Copelmayer

Gustavo Copelmayer — Sat, 19 Jun 2021 14:50:05 +0000

Sustainability is something that must be taken into account in all organizations due to the current climate crisis. We must always seek to influence in a positive way and in an “ecological way” as this article says. A green everyday, – Gustavo Copelmayer.

Comment on CPD: supporting transgender people in work by Alice Skye

Alice Skye — Sat, 19 Jun 2021 10:32:12 +0000

Transsexual is a dated term that is used in the original legislation which was formulated over a decade ago. The original shift from transsexual to transgender was an attempt to remove the sexualisation of trans people from fetishism and prostitution while simultaneously seeking to demedicalise being trans.

Gender incongruence is a recognised condition and latest research published at the end of 2019 and start of 2020 that has since been repeated and verified independently suggests that gender incongruence is caused by a misalignment of gene sequencing associated with the dimorphic sex development of the brain.

However, to medicalise this condition that people are literally born with, suggests that it is abnormal to be transgender and we all know that nature does not create uniform humans, each identical to the last where errors can be found. Differences exist in each and everyone of us and some of those may have a negative impact on our lives that we may wish to address through medical intervention but it should not be seen as something that is not normal in the way in which the medicalisation of gender incongruence has done in the past, particularly in the instances of electric shock therapy and lobotomies.

However, the primary reason for the shift from transsexual to transgender was to remove the idea of ‘sexual’ when talking about trans people in order to help tackle the sexualisation and fetishism of trans women and help address some of the social problems that result in so many trans women around the world being forced into prostitution for survival.

Comment on CPD: supporting transgender people in work by Alice Skye

Alice Skye — Sat, 19 Jun 2021 10:16:47 +0000

Observing genitals and then assigning a sex based on that observation which is then recorded.
Sex is not observed because there are multiple sex characteristics and it is only in very rare circumstances that a full check is carried out on all sex characteristics.

Comment on CPD: supporting transgender people in work by Alice Skye

Alice Skye — Sat, 19 Jun 2021 10:13:35 +0000

The protected characteristic of ‘Gender reassignment’

The EA2010 states:

7 Gender reassignment

(1)A person has the protected characteristic of gender reassignment if the person is proposing to undergo, is undergoing or has undergone a process (or part of a process) for the purpose of reassigning the person’s sex by changing physiological or other attributes of sex.

A trans person need only demonstrate that they are proposing to undergo gender reassignment and evidence of that does not need to be a first appointment at a Gender clinic which you very well know would take a person over 5 years to achieve (we’ve got people who attend our support groups currently waiting 11 years).

A trans person can demonstrate for protection under EA2010 a letter of referral to gender services. Considering that one of the criteria the gender services considers before agreeing HRT treatment, and GRC panel look at with regards to ‘proposing to undergo gender reassignment’ is a name change. Simply providing a deedpoll of your name change and any further ID such as a driving license with your updated details or a passport, may be seen as sufficient evidence to demonstrate a proposal to undergo gender reassignment and it would be for the opposing side to demonstrate otherwise.

Comment on How the Army Mediation Service is advancing on conflict by ICMAF Secretary

ICMAF Secretary — Fri, 18 Jun 2021 06:19:59 +0000

It’s not easy to implement and develop mediation in the Armed Forces, so it’s good to see that mediation is being used increasingly in the British Army. Experience in other countries shows that applying mediation in the Armed Forces requires a change of mindset, a culture shift. It takes time, many years.

According to the article, the Army Mediation Service was only established around 10 years ago. Army personnel recruited before then won’t have learned about mediation during their initial training, they won’t have a mediation mindset. As they go through their military career, it’s likely they’ll take the traditional approach to conflict resolution. Unfortunately this is time-consuming, often ineffective, and does little to restore interpersonal relationships. Of course, individuals can change their behaviour, but it requires curiosity to understand the benefits of mediation in the military. It takes an open mind to decide to act differently than in the past. And it takes power to apply such change across an organisation.

In a hierarchical organisation the size of the British Army, the decision to change must come from the top, and the message must be conveyed to all levels of the hierarchy. This requires training, publicity campaigns and a sense of confidence in this method of resolving interpersonal conflict. The stronger this feeling is, the more mediation can develop.