Evra charged by UEFA after aiming kick at fan

first_imgUEFA have charged Marseille defender Patrice Evra with violent conduct after a scuffle between the player and a club supporter before a Europa League game at Vitoria Guimaraes in Portugal, European football’s governing body said on Friday.Evra was sent off after he appeared to aim a kick at a fan’s head at the side of the pitch during the warm-up at the Afonso Henriques stadium.The 36-year-old will be banned for at least one match, with the UEFA Control, Ethics and Disciplinary Body to rule on the incident on Nov. 10.Marseille have also been charged by UEFA with a field invasion by supporters, setting off of fireworks and “acts of damages” during their 1-0 defeat in Portugal.last_img

Wins for Dacres, Russell, McPherson

first_imgJamaica registered three victories on day one of the inaugural Athletics World Cup in London and are now sitting in fourth position with 77 points in the eight-team points table. Janieve Russell, Fedrick Dacres and Stephenie Ann McPherson scored maximum points for the black, green, and gold in their respective events. Russell won the women’s 400m hurdles comfortably in 55.10 seconds. “I am very pleased. My main objective was to get the valuable points my country needs, because I have the 4x400m later so I conserved energy,” Russell said after the race. Dacres, who has been dominant all season in the discus throw, also won his event comfortably. But the Calabar High past student was not pleased with his performance. “I am not pleased at all because I thought I could have thrown much better. But that’s life, it is a work in progress,” Dacres said of his 65.32m, effort. Stephenie McPherson cruised victory in 50.98 seconds to capture the women’s 400m. The 29- year-old and Russell later teamed up with Tiffany James and Christine Day to mine silver in the women’s 4x400m in 3:24.29. McPherson, closing like a runaway train, almost edged out the Americans, who won by a 100th of a second (3:24.28). Elaine Thompson, the Olympic sprint-double champion, had to settle for second in the women’s 100m after American Ashley Henderson blasted out of the blocks to register the first big win of her career in 11.07 seconds. Thompson, who was 200th of a second slower, has had problems with her starts all season after suffering an injury to her Achilles tendon a year ago. Commonwealth champion Ronald Levy, was also beaten into second in the 110m hurdles by French athlete Pascal Lagarde-Martinot, who stopped the clock at 13.22 seconds. Levy, who registered 13.30, was not pleased with his performance. “It was disappointing. Very disappointing, but it was nice competing here again. The last time I came, I got injured,” Levy said about sustaining an injury at the IAAF World Athletics Championships last year in the Queen Elizabeth Stadium. The USA lead the points standing with 109 points while France hold the number two position with 85. Jamaica and Poland are on 77 points each but the Europeans are ahead because they have registered more victories on the day. The meet continues today at noon (Ja time).last_img read more

PLDT sends Marinerang Pilipina to 12th straight defeat

first_imgMOST READ LOOK: LJ Reyes, Paolo Contis celebrate 1st birthday of baby Summer Will you be the first P16 Billion Powerball jackpot winner from the Philippines? Jeric Teng shines as Pasig-Sta. Lucia nets another win at home Calm moments allow Taal folks some respite PLAY LIST 02:37Calm moments allow Taal folks some respite03:23Negosyo sa Tagaytay City, bagsak sa pag-aalboroto ng Bulkang Taal01:13Christian Standhardinger wins PBA Best Player award03:05Malakanyang bilib sa Phivolcs | Chona Yu01:26Homes destroyed after Taal Volcano eruption02:48ABS-CBN franchise has ‘natural deadline,’ no need for quo warranto — Gatchalian LATEST STORIES PLDT Home Fibr pounced on winless Marinerang Pilipina in straight sets, 25-16, 25-23, 25-20, to regain its winning ways in the Philippine Superliga All-Filipino Conference on Saturday at Filoil Flying V Centre in San Juan City.Coming off a frustrating three-set loss to defending champion Petron last week, Grethcel Soltones sparked the Power Hitters to send the Lady Skippers to their 12th straight loss after a 90-minute encounter.ADVERTISEMENT Steaming fissures on Taal Volcano Island spotted Soltones nailed 10 kills for 11 points to lead PLDT while putting up tremendous floor defense with 19 digs and 13 excellent receptions.Aiko Urdas was also instrumental with nine points laced with 16 digs while Sasa Devanadera also had nine points to go with Jasmine Nabor’s 14 excellent sets.FEATURED STORIESSPORTSGolden State Warriors sign Lee to multiyear contract, bring back ChrissSPORTSCoronation night?SPORTSThirdy Ravena gets‍‍‍ offers from Asia, Australian ball clubsPLDT tightened its grip on the No. 6 spot with an improved 4-7 win-loss record, but head coach Roger Gorayeb already accepted that they would be facing the No. 3 team in the knockout quarterfinals.“At least we got a win today. We’re just trying to get confidence from our remaining games,” said Gorayeb, whose wards will end their qualifying round against Cignal, Generika-Ayala and F2 Logistics. MRT-3 files raps vs engineer who brought ammunition to station View comments Sons Of Apollo releases new studio album ‘MMXX’ Benefits of township living Duterte lambasts Catholic Church anew in curse-laden speech before Filipino Baptists “We only have a slim chance to rise from number six so we just have to maintain it and get ready for the next round.”The Lady Skippers put up a gallant stand in the second set, building a 14-11 lead before the Power Hitters stormed back. A neck-and-neck duel figured down the stretch of the second frame before Jerrili Malabanan delivered the finishing touches for the two-set lead.Sports Related Videospowered by AdSparcRead Next Don’t miss out on the latest news and information. OSG petition a ‘clear sign’ of gov’t bid to block ABS-CBN franchise renewal — solonlast_img read more

Schiff gang bill faces rough going

first_imgThis year, Schiff’s main opposition comes from Rep. Bobby Scott, D-Va., whose approach omits law enforcement and focuses entirely on prevention methods. “Under the get-tough approach, no matter how tough you got last year, you have to get tougher the next year,” Scott said Tuesday, noting that the U.S. incarceration rate is seven times the international average. “We are already very tough on crime,” Scott said. But Paul Seave, California’s director of gang and youth violence policy, praised Schiff’s bill as “hitting all the marks” of both suppression and prevention. Also testifying in favor of the measure was Rep. Joe Baca, D-San Bernardino. He is carrying a measure with Sen. Barbara Boxer that would create a federal task force. The proposal for a task force, which would draft a comprehensive, national anti-gang strategy, came out of a community outcry after 11-year-old Mynisha Crenshaw was fatally shot in 2005 when her home was targeted by gang members. The bill has been called “Mynisha’s Law” in her memory, and passed as part of Feinstein’s measure in the U.S. Senate. But Peter Scharf, executive director of the Center for Society, Law and Justice, wrote to committee members that Schiff’s bill emphasizes “high-cost correctional involvement” that, Scharf said, “would have a potentially catastrophic fiscal and human impact.” He maintained that research shows “minimal evidence” that increasing prosecutorial resources lowers crime rates. Kevin Pranis, an analyst for the Justice Policy Institute think tank in Washington, D.C., told lawmakers that balanced approaches invariably wind up devoting more resources and attention to law enforcement. Widening the definitions of gang members and crimes, he and others said, is likely to sweep nonmembers into police dragnets. “There is no balance in the `balanced approach’,” Pranis said. “I would make a plea that we let law enforcement do what law enforcement does best: solve crimes and apprehend perpetrators, not chase after kids in baggy pants.” And Brian Walsh, a senior legal fellow at the conservative Heritage Foundation think tank, warned that Schiff’s approach of federalizing what are currently state and local crimes might not be constitutional. While the bill characterizes certain offenses as impacting interstate commerce – and therefore under federal jurisdiction – Walsh said most of them are simple street crimes and suggested that politicians could be improperly stretching the definition. lisa.friedman@langnews.com (202) 662-8731160Want local news?Sign up for the Localist and stay informed Something went wrong. Please try again.subscribeCongratulations! You’re all set! The bill also creates federal penalties for gang crimes and makes recruitment a punishable offense. It would earmark more than $700 million to create task forces and set up job training and other prevention programs. “Los Angeles, unfortunately, probably has the distinction of being the gang capital of the country, if not the world,” Schiff said. But, he added, it also is home to thoughtful solutions, such as combining tough prosecution with effective prevention programs. The bill’s chilly reception in the House stands in stark contrast to the response in the U.S. Senate, where a similar measure by Sen. Dianne Feinstein passed unanimously last week. The House opposition underscored the priorities of Democrats, now in the majority. Last year under Republican rule, the House passed a get-tough bill that made 16-year-olds subject to adult prosecution and required that any gang crime resulting in a death carry a mandatory death penalty. WASHINGTON – A Southland lawmaker’s bill that would amp up penalties for gang crime and pour millions of dollars into prevention programs got a mixed reception Tuesday as critics split over the best way to fight street violence. Two criminal-justice researchers opposed the bill by Rep. Adam Schiff, D-Pasadena, saying it relies too heavily on law enforcement responses that studies show have only a limited impact on crime. “I don’t hear much support for this bill,” Rep. Maxine Waters, D-Los Angeles, told the House Judiciary Committee. Schiff testified in favor of his measure, which defines a criminal street gang as five or more members who have committed at least one gang-related felony apiece, and three such crimes collectively. last_img


first_imgWe are getting ready for a once in a lifetime opportunity…to showcase our unique visitor experience, our cultural talent while telling a new international story about our city as it becomes the inaugural UK City of Culture 2013. Listed as the fourth must-see city by the Lonely Planet Guide, this is a perfect time to be part of a partnership team to help promote Derry~Londonderry during 2013 and beyond.We are delighted to invite applications for the following positions within the Derry Visitor and Convention Bureau.Chief Executive Officer (£47,427 – £51,484) Derry Visitor and Convention Bureau is looking for a Chief Executive Officer to lead its team in delivering the promotion of Derry as a world-class business and leisure tourism destination. C We need a candidate that will take a leading role in developing and implementing the organisation’s strategic action plans and successfully deliver a positive image of the city and its tourism offering. We want a Chief Executive that is passionate about the city, who will work closely with key stakeholders to bring forward a new and positive future for the city and who uses their excellent leadership and communication skills to instill a new confidence of what we have to offer. It’s our time and we want you to be part of this exciting chapter in the city’s story.ALSO:Chairperson to the DVCB Board (£5k per annum) – 2 days per monthDerry Visitor and Convention Bureau is looking to appoint a Chairperson for its Board. We want someone with excellent leadership skills who will bring new ideas to the table to successfully promote the city’s tourism product and help deliver new opportunities for the city and region. Digital Tourism Marketing Executive (£19,621)Initial period of one year with the possibility of a permanent post becoming available subject to funding.Accommodation Trade Liaison Executive (£19,621) – 2 postsOne year post subject to funding.Application forms and further details may be obtained online at www.derrycity.gov.uk/recruitment or from the Human Resources Section, Council Offices, 98 Strand Road, Derry, BT48 7NN Tel 028 7136 5151 Ext 6644 Completed application forms must be returned to the Monitoring Officer at the above address by Monday, 17 December 2012 at 4.00 p.m.Derry Visitor & Convention Bureau is committed to equality of employment opportunity and welcomes applications from all suitably qualified applicants regardless of religious belief, political opinion, racial group, gender, age, marital status, sexual orientation and whether or not they possess a disability or have or do not have dependants.Sharon O’Connor C Dir Council Offices, Town Clerk and Chief Executive 98 Strand Road, Derry BT48 7NNJOBS: CHIEF EXECUTIVE OF DERRY VISITOR AND CONVENTION BUREAU was last modified: December 4th, 2012 by BrendaShare 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:JOBS: CHIEF EXECUTIVE OF DERRY VISITOR AND CONVENTION BUREAUlast_img read more

Let’s all marvel at this fantastic David Beckham free-kick against Greece

first_imgFifteen years have passed since England drew 2-2 with Greece and David Beckham sent every England into hysterics with his late goal sealing a place at the 2002 World Cup.The stoppage time free-kick on 6 October, 2001, drew Sven-Goran Eriksson’s side level and meant a tricky play-off match was avoided.It was an unstoppable effort and made up for the several failed set-pieces earlier in the game.Then the Three Lions were naturally knocked out of the World Cup at the quarter-final stage.last_img

When every big six clash is taking place in the 2019/20 Premier League season

first_img Glen Johnson gives his review on the new Premier League fixturesHere are all the 2019/20 clashes against the top six (dates subject to change depending on TV and radio picks)…AUGUSTAugust 11: Man United v ChelseaAugust 17: Man City v TottenhamAugust 24: Liverpool v ArsenalAugust 31: Arsenal v Tottenham GETTY SEPTEMBERSeptember 21: Chelsea v LiverpoolSeptember 28: Man Utd v ArsenalOCTOBEROctober 19: Man Utd v LiverpoolOctober 26: Liverpool v TottenhamNOVEMBERNovember 9: Liverpool v Man CityNovember 23: Man City v Chelsea The new Premier League season will get under way in August and we won’t have to wait long for the first top-six clash.That’s because Manchester United and Chelsea will meet on the opening weekend of the 2019/20 campaign. Video Player is loading.Play VideoPlayMuteCurrent Time 0:00/Duration 1:15Loaded: 13.23%Stream Type LIVESeek to live, currently playing liveLIVERemaining Time -1:15 Playback Rate1xChaptersChaptersDescriptionsdescriptions off, selectedCaptionscaptions settings, opens captions settings dialogcaptions off, selectedAudio Tracken (Main), selectedFullscreenThis is a modal window.Beginning of dialog window. Escape will cancel and close the window.TextColorWhiteBlackRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentBackgroundColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentTransparentWindowColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyTransparentSemi-TransparentOpaqueFont Size50%75%100%125%150%175%200%300%400%Text Edge StyleNoneRaisedDepressedUniformDropshadowFont FamilyProportional Sans-SerifMonospace Sans-SerifProportional SerifMonospace SerifCasualScriptSmall CapsReset restore all settings to the default valuesDoneClose Modal DialogEnd of dialog window.Close Modal DialogThis is a modal window. This modal can be closed by pressing the Escape key or activating the close button.PlayMuteCurrent Time 0:00/Duration 0:00Loaded: 0%Stream Type LIVESeek to live, currently playing liveLIVERemaining Time -0:00 Playback Rate1xFullscreen The old rivals are set to battle it out on Sunday at Old Trafford in the first massive clash of the season.And the following weekend brings another mouthwatering match-up, as champions Manchester City host Tottenham.Liverpool also welcome Arsenal to Anfield in August before the opening month ends with the Gunners taking on north London rivals Tottenham at the Emirates.In December, there are FIVE matches featuring last season’s top six teams, with Manchester City facing back-to-back games against Manchester United and Arsenal.Liverpool will face a tough run-in as they take on Arsenal and Chelsea in the final month. 3 Video Player is loading.Play VideoPlayMuteCurrent Time 0:00/Duration 1:03Loaded: 15.75%Stream Type LIVESeek to live, currently playing liveLIVERemaining Time -1:03 Playback Rate1xChaptersChaptersDescriptionsdescriptions off, selectedCaptionscaptions settings, opens captions settings dialogcaptions off, selectedAudio Tracken (Main), selectedFullscreenThis is a modal window.Beginning of dialog window. Escape will cancel and close the window.TextColorWhiteBlackRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentBackgroundColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentTransparentWindowColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyTransparentSemi-TransparentOpaqueFont Size50%75%100%125%150%175%200%300%400%Text Edge StyleNoneRaisedDepressedUniformDropshadowFont FamilyProportional Sans-SerifMonospace Sans-SerifProportional SerifMonospace SerifCasualScriptSmall CapsReset restore all settings to the default valuesDoneClose Modal DialogEnd of dialog window.Close Modal DialogThis is a modal window. This modal can be closed by pressing the Escape key or activating the close button.PlayMuteCurrent Time 0:00/Duration 0:00Loaded: 0%Stream Type LIVESeek to live, currently playing liveLIVERemaining Time -0:00 Playback Rate1xFullscreen GETTY center_img Last season’s top two will go head-to-head for the first time in November 3 Man United and Chelsea played out a 1-1 draw in their last Premier League meeting at Old Trafford 3 Arsenal and Tottenham will clash in the first month of the season GETTY Here’s how the opening weekend of the Premier League will get under way for the 2019/20 seasonDECEMBERDecember 3: Man Utd v TottenhamDecember 7: Man City v Man UtdDecember 14: Arsenal v Man CityDecember 21: Tottenham v ChelseaDecember 28: Arsenal v ChelseaJANUARYJanuary 1: Arsenal v Man UtdJanuary 11: Tottenham v LiverpoolJanuary 18: Liverpool v Man UtdJanuary 22: Chelsea v ArsenalFEBRUARYFebruary 1: Tottenham v Man CityFebruary 8: Chelsea v Man UtdFebruary 22: Chelsea v TottenhamFebruary 29: Man City v ArsenalMARCHMarch 7: Man Utd v Man CityMarch 14: Tottenham v Man UtdMarch 21: Chelsea v Man CityAPRILApril 4: Man City v LiverpoolApril 25: Tottenham v ArsenalMAYMay 2: Arsenal v LiverpoolMay 9: Liverpool v Chelsealast_img read more

Drumming up support for Play Your Part

first_imgPlay Your Part partners Brand SA CEO Miller Matola, and CEO of Heartlines Garth Japhet at the Play Your Part breakfast meeting, held in Sandhurst, Johannesburg recently. (Image: Nosimilo Ramela)Brand SA introduced its latest campaign, Play Your Part, to representatives of government departments, business and NGOs at a recent breakfast meeting in Sandhurst, Johannesburg.The campaign encourages South Africans to do whatever they can, no matter how big or small the contribution, to create a better country. It also aims to connect and celebrate citizens who are already playing their part and making an impact in their communities.Speaking at the breakfast meeting on 17 August 2011, Brand SA CEO Miller Matola said: “Play Your Part is a national movement for social change, contributing to social cohesion and national unity.”The Brand SA has collaborated with Forgood, an online social network with a humanitarian focus, to create a facility whereby willing South Africans can connect with each other to share stories about the work they are doing, exchange ideas for projects and secure resources.“There are amazing people doing amazing things every day, everywhere in our country, this is a platform for them to share their stories, and to celebrate great stories,” said CEO of Heartlines Garth Japhet.The online resource gives information to people who are keen on doing something in their respective areas, but do not know how to go about it.“Play Your Part will help connect people who are interested in the same things. It will also connect them with the opportunities they are looking for,” he said.Japhet added that the Play Your Part site, powered by Forgood, will also provide regular news updates and list events taking places various communities.Play Your Part enables users to create their own profiles, join the campaign and start making a difference.Business joins inFinancial Times CEO Rochelle Josiah said her publication endorses the initiative and would be playing its part through some of its own projects.Michelle Gerszt, marketing executive of the Smile Foundation, spoke about how her NGO is playing its part by helping children with facial abnormalities access free corrective plastic and reconstructive surgery.“We help children with abnormalities such as cleft lips and palates, burn victims, those with facial paralysis and other conditions. The medical staff who work with us all work for free: they volunteer their time to help our young patients. They are playing their part in changing the lives of young people and their parents.”Gerszt said her organisation is proud to be part of the Play Your Part initiative as it promotes the same values as the foundation. “The work we do brings people together for the purpose of making a difference in the lives of those in need.”She added that the Smile Foundation had a skills development programme in place to equip medical teams with the necessary techniques and knowledge.“Instead of bringing in specialists from other countries, we have our own doctors and nurses trained and skilled to perform these complex surgeries. We are investing in the medical teams we work with and we support the public hospitals we work in by purchasing equipment that can be used by the departments of plastic and reconstructive surgery.”Pieter Pretorius, general manager for the country’s power utility Eskom, said his company’s 49m initiative was also making a difference in South Africa.“We are proud to be associated with the Brand SA’s Play Your Part. The campaign speaks to the same ideas as our project: 49m is about mobilising people to play their part in building a better future for South Africa. We want to encourage people to reduce their consumption of electricity, thereby reducing our carbon footprint.”Pretorius added that people can make small changes like remembering to switch off any lights or appliances that are not in use. “It’s not about sacrificing, but rather about being considerate. The power we save today is the power we’ll need tomorrow to light our rooms, watch our televisions and boil our kettles.”Government adds its supportZeng Msimang, director of strategy and content for the Department of International Relations and Cooperation, said the Play Your Part campaign has helped the government raise funds to provide famine relief to Somalia.She added that although the initiative is a local one, the department would promote it across all countries it works in.“For us Play Your Part is about being patriotic and it starts with our diplomats. We want it to start internally with the way we treat and behave towards each other.”last_img read more

#Nextchat: HR is Sexy and We Know It!

first_imgIs HR sexy?  Is it an attractive field of study for college students?  Do young professionals view HR as a hot, new profession for the 21st century?   The answer to all of these questions is yes.According to CareerCast, “Employment growth for Human Resources Managers is projected to be a very healthy 21% thru 2020, which is on par with most medical professions, according to the U.S. Bureau of Labor Statistics.  Young professionals care about what’s going on in our government and in our world. They know that issues such as healthcare and immigration reform, the skills gap and the “fiscal cliff” are front and center, and many want to join a profession that’s at the critical intersection of it all.Additionally, young professionals want meaningful work. They like the idea of contributing to a company’s success story by creating strategies to attract the best talent. They want to manage a global employment brand and develop innovative social media campaigns.  Since many have been unemployed — or underemployed — for long periods, a career that helps others secure employment, skills training and career development is incredibly worthwhile.Please join @weknownext at 3 p.m. ET on Dec. 12 for #Nextchat with special guest Justin Angsuwat (@JustinAngsuwat), a human capital consultant for Price Waterhouse Coopers and a member of the SHRM Young Professionals Advisory Committee.  We’ll chat about “Why HR is Sexy and We Know It!”Q1. What makes the HR profession “sexy” in the 21st century?Q2. Why is human resources one of the top 3 professions to enter in 2012?Q3. How can young professionals get into the HR profession and why would they want to?Q4. How can young professionals make an impact on business through a career in HR?Q5. Why is HR front and center in Washington right now?Q6. How does tax, healthcare and immigration reform impact business?  How is HR influential in shaping that policy?Q7. How will young HR pros change corporate cultures to attract and retain future generations of the workforce?last_img read more

Trust and HR – The Business Impact of Listening to Your Employees

first_imgLike any other profession, there are plenty of HR horror stories out there – from the “Why We Hate HR” to “It’s Time to ‘Blow Up’ HR”. That being said, human resources plays an important role in the organization. It’s often the “go-to” place for employees and, as such, they need to feel comfortable coming to HR. Here’s an example:An employee was recently accused of harassing and bullying by someone with anxiety. The accuser kept a log over 8 months and never said anything to the employee. The employee said when HR met with them, they never listened to their side of the story. Now, the accused employee has anxiety and depression. They’re having a hard time working because they were told that they need to hold themselves to a different standard because the accuser has anxiety.The employee feels targeted and feels they can’t turn to HR because they didn’t listen or care during the first interaction.Obviously, we’re only hearing one side of the story. So it’s hard to resolve the situation, but there are a few things we can discuss about HR, credibility, and investigations. So, I asked employment attorney  Heather Bussing if she would share her expertise and, thankfully, she said yes!Heather BussingPlease remember that Heather’s comments should not be construed as legal advice or as pertaining to any specific factual situations. If you have detailed questions, they should be addressed directly with your friendly neighborhood labor attorney.Heather, one of the first things that struck me about this story is that the employee knew their accuser has anxiety. We don’t know how they learned that piece of information. Is an employee having anxiety something HR should know and/or share with others?[Bussing] If the anxiety rises to the level of being a disability under the Americans with Disabilities Act (ADA) or requires leave under the Family and Medical Leave Act (FMLA), it would make sense that HR knows about the condition because the employee would have disclosed it when she asked for leave or accommodation. The employee may also have simply told HR in the course of making the bullying complaint.As for HR sharing with others, it is important not to disclose medical information about employees to anyone who does not need to know it. Confidentiality is sometimes required by the Health Insurance Portability and Accountability Act (HIPAA), although most employers have very limited, if any, coverage under HIPAA. Mostly, it has to do with privacy, trust, and not promoting gossip or speculation about people, taking leave, or changing jobs. It is simply in everyone’s best interest, particularly HR’s, to keep employee health information confidential as much as possible.When dealing with leave issues or even an investigation of a complaint, it is best to keep any discussion of medical information general. Discuss it as a ‘personal issue’ or ‘health issue’ rather than a specific medical condition. Digital versions of medical reports for ADA, workers’ compensation, or FMLA, should be password protected or encrypted. Lock up any hard copies.How a company should accommodate someone with anxiety gets very tricky because there is simply no way to make someone with anxiety feel safe or comfortable all the time. (If there were, I would sign up immediately.)My sense (guess) in this case, is that the employee with anxiety has identified with her diagnosis and spends some time and energy letting other people know. If so, she probably told both the other employee and HR. When that happens, the information is no longer confidential. But HR should continue not to discuss it except with people who need to know regarding any investigation, leave, or other accommodation.The employee feels that, in the initial meeting with HR, they weren’t being heard. Is there anything an employee can do during (or after) the meeting to get their side of the story told?[Bussing] In this situation, it did not seem like she was disciplined or there were any other admonitions except to try to be nice. So, it would be good for her to take this into account when considering whether or not she was heard or believed. If HR truly believed the person complaining, there would likely have been a stronger response. Bullying is not okay. So my take is that HR is taking both sides with a grain of salt.Yet, not feeling heard when there is a claim or dispute is a common issue. Sometimes it is because HR believed the first story they heard or have some other (reasonable or unreasonable) bias toward the other employee. Sometimes, it has more to do with the employee’s feelings and impression because HR did not agree with her completely.Either way, it is a difficult position. If the employee goes over HR’s head, it will create more drama and almost always upsets HR, which can make things more difficult for the employee down the line.So I usually advise sitting down and writing out what she wants HR to know and understand. Then get someone who has some objectivity and who will tell her the truth to look at it and see where it needs clarity or toning down. Employment lawyers are good at this and may even do it as part of an initial consult.She should explain in the memo that she left the meeting not sure whether she was clear in explaining what happened and wanted to follow up in writing to make sure HR understood. If there is a decision she wants modified or clarified, ask for that specifically. The important thing is to stick to the facts and make the memo as clear and reasonable as possible. If all she wants is to be heard, this would create a clear record.If there is something specific that she wants, always start with HR and only go beyond that (either to a higher level internally or making a legal claim) after discussing it, putting it in writing, and if applicable, following grievance or other policies.Don’t assume that just because things did not go your way, that you were not heard or understood. Many HR decisions are about finding balance and compromise when there are competing stories. If you need your way, all the way, all the time, it may not be HR that is the trouble.The employee feels that this incident has caused them to experience anxiety and depression that is having an impact on their work. Do they need to inform the company that they need a work accommodation? Why or why not?[Bussing] At this point, she may have situational anxiety and depression that could benefit from therapy. She has a choice about whether to get that on her own, request FMLA leave if needed, or make a workers’ compensation claim. The more the employer is involved, the more the employee may be required to reveal information about her therapy or medical treatment and life. So consider it carefully.If the condition becomes chronic and more severe, it may make sense to ask for leave either under the ADA if the condition qualifies, or the FMLA either way.The reality is that just getting entangled in the process of requesting leave or making a claim can exacerbate the anxiety and depression. So she should weigh the options with her doctor or therapist and if it seems like she will need leave, also talk to an employment attorney.Is it fair to tell an employee that they need to hold themselves to a different standard? Isn’t that setting a precedent?[Bussing] The oddest part of this story is the idea of telling an employee to hold themselves to a different standard. What does that mean?I don’t have enough information to understand whether there is manipulation and bullying going both ways. But it appears that there is now a competitive anxiety contest starting. If so, giving either side an advantage by imposing a different standard of conduct or behavior on one side is a really bad idea.In addition, requiring employees to be kind is not a reasonable accommodation. It should be the general standard of conduct for all, even if some people have anxiety and depression.While there can be some tolerance for difficult behavior due to someone’s medical condition, if it is permanent, they may not be qualified to have the job. This is a complex ADA accommodation analysis that is not possible here.But the focus should be on the person with the anxiety and depression, whether she can do the job, and how to get her help. The company should not allow her to do whatever she wants while the rest of the company has to walk on eggshells.Last question, what are the implications of employees failing to bring issues to HR because they don’t feel HR listens or cares?[Bussing] It depends. If employees feel comfortable talking to their managers and the managers are responsive, then HR rarely gets directly involved, and there will be few implications.In other organizations, where HR is the mediator of workplace issues, the implications are much larger. When people don’t trust HR, they usually deal with difficulties at work by starting to hate their jobs, which leads to performance issues, which leads to losing employees. Attrition is expensive, time consuming, and puts a burden on the remaining employees while the organization finds replacements.It also means that HR will not hear about problems until it is too late, which often means more claims and lawsuits.But most of all, if employees don’t trust HR, they probably don’t trust any of the leadership and that is a culture and management problem that does not bode well for the future of the organization.Listening and caring are the foundation of working with other people. If HR is not getting that right, they have lost their way.A HUGE thanks to Heather for sharing her knowledge. Be sure to check out Heather’s writing on HR Examiner for more great insights.As you can see, employee situations aren’t always easy to facilitate. And some of what has to be fleshed out is the context of the situation. One thing is certain, employees need to feel that they can go to HR. They might not like what HR says, but they are comfortable speaking with someone in the department.last_img read more