Linkedin Email Limerick on Covid watch list Housing 37 Compulsory Purchase Orders issued as council takes action on derelict sites Twitter Shannon Airport braced for a devastating blow TechPost | Episode 9 | Pay with Google, WAZE – the new Google Maps? and Speak don’t Type! Previous articleUL to host 2019 Collingwood Cup FinalsNext articleWebsite uncovers Newcastle West’s hidden gems Staff Reporterhttp://www.limerickpost.ie NewsLocal NewsGarda video initiative goes on trial in LimerickBy Staff Reporter – December 5, 2018 2020 Garda Bryan Duddy displaying the new Garda video app alongside his specially equipped BMW motorbike.Photo: Brian ArthurAN INITIATIVE that involves live video footage from traffic checkpoints bring transmitted to Garda headquarters is being piloted in Limerick city in a bid to curb criminal activity.The footage, captured by mobile phone or motorbike mounted cameras by road policing Gardaí in Limerick, is beamed to Dublin through a new Garda mobile app used by members of the units.Sign up for the weekly Limerick Post newsletter Sign Up Video from Garda checkpoints or from pursuits is transmitted directly to Garda headquarters in Dublin’s Phoenix Park.While Garda management is understood to be reviewing the application of the system nationwide, the details of a full implementation is being teased out as the feed has no evidential use in court case as it is not stored or recorded.However it is seen as a significant advance in the Garda’s efforts to detect and prosecute criminal activity. While the initiative was introduced on a trial basis, its implementation across all Garda divisions will require additional funding from the Department of Justice.Garda Bryan Duddy told the Limerick Post that “embracing technology in the context of modern policing is both exciting and challenging.“It will change the future of the way we police and it will increase the visibility and effectiveness of Gardaí on the roads,” he said.Garda Duddy, who is a member of the Roads Policing Unit at Henry Street Garda Station, added that the new technology will greatly benefit traffic policing.The Limerick-based Garda is using a new state-of-the-art BMW RT1200 motorbike which is also equipped with technology that can relay scan number plates of cars.The bike is fitted with ANPR (Automatic Number Plate Recognition) technology which has the ability to scan the registration plates of up to 150 cars in three minutes.The system eliminates the need for officers to call in driver or car details to a station.Aside from the bike’s capabilities in relaying live feed information as well as the ANPR features, the bike can go from 0 to 60kmph in three seconds and and has a top speed of 240kmph.The bike and its technology can be seen this Friday from 2pm to 7pm at the Crescent Shopping Centre. TAGSCrimeLimerick City and CountyNews Facebook Advertisement WhatsApp RELATED ARTICLESMORE FROM AUTHOR Local backlash over Aer Lingus threat Print Is Aer Lingus taking flight from Shannon?
SeanPavonePhoto/iStockBy LUKE BARR, ABC News(WASHINGTON) — As President Donald Trump ramps up his hard-line rhetoric against protesters, The Department of Homeland Security said Wednesday it is launching rapid deployment teams to federal monuments over the Fourth of July weekend.The effort comes in the wake of nationwide protests over the death of George Floyd in Minneapolis police custody in May — many of which have targeted Confederate and other statues and monuments.“As we approach the July 4th holiday, I have directed the deployment and pre-positioning of Rapid Deployment Teams (RDT) across the country to respond to potential threats to facilities and property,” said DHS Acting Secretary Chad Wolf. “While the Department respects every American’s right to protest peacefully, violence and civil unrest will not be tolerated.”The Department says the task force will work with the Department of the Interior and Department of Justice to establish information sharing but would not provide specifics as to what the teams would do and how many personnel would be deployed. It is also unclear whether DHS is responding to any specific threat or planned protest.Trump has been focusing on protecting statues and monuments, last week signing an executive order to do so.“I just had the privilege of signing a very strong Executive Order protecting American Monuments, Memorials, and Statues – and combatting recent Criminal Violence,” Trump tweeted. “Long prison terms for these lawless acts against our Great Country!”The Department says Trump’s executive order “directs DHS, within its statutory authority, to provide personnel to assist with the protection of federal monuments, memorials, statues, or property.”Trump has tweeted numerous times about protecting statues, even tweeting the FBI wanted poster for some of the alleged suspects who tried to take down the Andrew Jackson statue outside the White House.“We are tracking down the two Anarchists who threw paint on the magnificent George Washington Statue in Manhattan. We have them on tape. They will be prosecuted and face 10 years in Prison based on the Monuments and Statues Act. Turn yourselves in now,” the president tweeted.Over the weekend, DOJ charged four people with allegedly trying to take down the statue.On Fox News’ “Fox and Friends” Wednesday morning, Wolf said that because of the “lawlessness” of the past few weeks “the president, the administration, we are taking some really strong action.”But the American Civil Liberties Union said the government, specifically DHS, should be focused on other critical issues.“DHS should not be prioritizing the protection of property over the wellbeing of Black and Brown communities. DHS has proven time and time again that it cannot be trusted to protect human life. The fact that they are now being deputized to protect property shows exactly where this administration’s priorities are,” Andrea Flores, deputy director of immigration policy for the ACLU said in a statement to ABC News. “Our government should be focusing resources on keeping communities of color safe and investing resources in investigating threats to the wellbeing of these communities not turning additional law enforcement resources against them and further militarizing our streets.” Copyright © 2020, ABC Audio. All rights reserved.
In this series, we delve into the XpertHR reference manual to find essentialinformation relating to one of our features. This month’s topic…The Data Protection Act 1998The now-repealed Data Protection Act 1984 laid down rules relating to theprocessing of personal data held on a computer or computer disk. With the DataProtection Act 1998 (DPA) coming into force, the rules apply not only tocomputerised records but also to data held in a ‘relevant filing system’; thatis to say, in any manual or paper-based filing system that is structured eitherby reference to individuals or by reference to criteria relating toindividuals, in such a way that specific information relating to a particular individualis readily accessible. Meaning of personal dataThis means data relating to a ‘living individual’ (an employee) who can beidentified from that data or from that and any other information held by theemployer (the ‘data controller’), or that is likely to come into the employer’spossession. It also includes any expression of opinion and any indication ofthe employer’s intentions (or that of any other person within the employingorganisation) in respect of that employee – whether contained in (or attachedto) a letter, memorandum, report, certificate or other document, or held in apaper-based file, on computer, or by any other automated or non-automatedmeans. Any personal data ‘processed for the purposes of management forecasting ormanagement planning’ may be withheld if disclosing it would be likely toprejudice the conduct of the employer’s business. Nor do employees have theright to access personal data which contains information concerning theiremployer’s bargaining position in relation to negotiations or discussions aboutemployee pay and benefits or the like. Sensitive personal dataThis consists of information about an employee’s: – Racial or ethnic origins – Political opinions – Religious beliefs – Trade union membership – Physical or mental health or condition – Sex life or sexual orientation – Criminal (or alleged criminal) activities – Criminal proceedings, criminal convictions or sentences Sensitive personal data must not be held on an employee’s personal filewithout their express consent – unless it is held in compliance with anemployer’s legal obligations or to protect the employee’s vital interests. Such data may be retained only for as long as necessary, for the purpose ofdefending a complaint of unlawful discrimination on grounds of sex, race,disability or trade union membership (or non-membership), or (so long asappropriate safeguards are in place) for reviewing, monitoring, promoting ormain-taining an equal opportunities policy. Sensitive personal data volunteered on a job application form or during anemployment interview or held with the express consent of the employee inquestion, should be deleted from the employee’s personal file, unless retainedfor legal reasons. It may be necessary to retain health records if legislation precludes theemployment (or continued employment) of people in specified occupations or inwork involving exposure to certain hazardous substances. If a job application form requires a job applicant to provide informationwhich could be characterised as ‘sensitive personal data’, the form shouldexplain the employer’s reasons for requiring that information, together with anassurance that the information will be held in the strictest confidence. Itshould also state that (in keeping with the applicant’s rights under the DPA)it will not be disclosed or otherwise made available to any unauthorised thirdparty; and that it will be destroyed if the candidate’s application foremployment is unsuccessful. The same rule applies to ‘sensitive personal data’volunteered by a job applicant in a CV or similar document. Duties of employersPersonal data must be accurate, adequate and relevant; must not be disclosedto unauthorised third parties without the express consent of the ‘data subject’(the employee); must be kept up to date; must be processed fairly and lawfully;and must not be held for longer than is strictly necessary. See The eight dataprotection principles below. However, the DPA allows that certain personal data volunteered by a job applicantor existing employee needs to be held on file for contractual or legal reasons,consistent (in the latter case) with an employer’s duties and liabilities underlegislation such as the Social Security Contributions and Benefits Act 1992,the National Minimum Wage Act 1998, the Working Time Regulations 1998, theMaternity and Parental Leave etc Regulations 1999, health and safetylegislation, and so forth. The Management of Health and Safety at Work Regulations 1999 requireemployers to monitor the health of employees who are, or may be, exposed tohazardous substances, and to maintain any associated health records for aspecified number of years, for example. Evidence of an employee’s entitlement to parental or maternity leave, timeoff for dependants, annual holidays and such like, must also be retained forobvious reasons. An employer would be justified in keeping documentary evidencerelating to an employee’s dismissal (for whatever reason) against thepossibility of a complaint of unfair or unlawful dismissal or an action fordamages arising out the employer’s alleged negligence or breach of a statutoryduty. The same would be true of allegations of sexual or racial harassment or ofan employer’s failure to make reasonable adjustments to accommodate a disabledemployee. Attendance records (supported by doctors’ sick notes, accidentreports, etc) must be maintained for that same reason, as must records ofdisciplinary warnings and hearings. Keeping details of an employee’s age, nationality, marital status,parenthood, next of kin, home address, telephone number, bank account, etc canbe justified on a variety of practical and legal grounds (for example to complywith age limits on working hours and periods of employment, in the case ofaccidents and emergencies, and for the purposes of the national minimum wage,payroll, pensions). The eight principlesUnder the DPA, personal data held on an employee’s personal file or on anyassociated or computerised record must be: 1. Processed fairly and lawfully, either with the employee’s consent, or forcontractual or legal reasons, or in the employer’s legitimate interests; or toprotect the employee’s vital interests; and, in the case of ‘sensitive personaldata’, not without the employee’s explicit consent – unless that data is heldin compliance with any statutory duty, or to protect the employee’s vitalinterests, or for the purposes of legal proceedings, or for medical purposes or(in the case of data concerning an employee’s racial or ethnic origins) for thepurposes of identifying, monitoring, promoting or maintaining the employer’sequal opportunities policy 2. Obtained only for one or more specified and lawful purposes, and must notbe further processed in any manner incompatible with that purpose or purposes 3. Adequate, relevant and not excessive in relation to the purpose orpurposes for which it is processed 4. Accurate and, where necessary, kept up to date 5. Processed in accordance with the ‘subject access’ rights of employeesunder the DPA 6. Protected (by ‘appropriate technical and organisational measures’)against unauthorised or unlawful processing or disclosure, and againstaccidental loss, damage or destruction. And it must not be: 7. Kept for longer than strictly necessary (but, again, subject to any legalrequirements to the contrary) 8. Transferred to any country or territory outside the European EconomicArea (EEA) (for example in connection with a transfer or secondment overseas)unless that country or territory ensures an adequate level of protection forthe rights and freedoms of data subjects in relation to the processing ofpersonal data. For further information log on to: www.dataprotection.gov.ukAction point checklist– Check recruitment and selectionprocedures to ensure they comply with the DPA– Ensure automated systems are not used as the sole basis forshortlisting candidates for promotion, transfer or further training. Giverejected candidates an opportunity to make representations about theobjectivity, fairness and consistency of such systems – Scrutinise job application forms, health questionnaires, etcto ensure the questions asked are relevant. If necessary, accompany them with adocument explaining the justification for certain questions (“Are youpregnant or have you recently given birth?”, for example, or “Do youhave a disability?”)– Keep application forms, CVs and other documents from rejectedjob applicants under lock and key and destroy them within four months of thedate they were informed their application was unsuccessful. If there is achance of an offer of employment being made at a later date, inform thecandidate accordingly and ask for their written permission to retain thatinformation on file– Most workers now have the right of access to their personalfile. Scrutinise files and, where necessary, launder them to remove irrelevantpersonal data– Inform employees of their rights under the DPA, in particularto access to the information kept about them – Better still, provide each employee with a copy of his or herbasic personal file at least once a year. Invite the employee to identifyinaccuracies and suggested amendments.Questions and answersCan an employer approach aworker’s GP for information on their health?Not without obtaining their written consent. The employer isobliged to inform the worker of their rights under the Access to MedicalReports Act 1988. The worker has the right to see a copy of the report beforeit is relayed to the employer, and can ask the doctor to remove informationthey consider damaging or irrelevant, or forbid the doctor to release thereport to the employer. These rights do not generally extend to reportsprepared by an independent doctor paid for by the employer.Can employers use computers aloneto judge performance, reliability or conduct?An employer is duty bound to notify a worker of any significantdecision affecting them that has been taken solely on the basis of an automatedcomputer system. The employee may respond in writing within 21 days asking theemployer to reconsider the decision or to take a new decision other than onthat basis. The employer must reply within 21 days specifying the steps it willtake to comply with the employee’s request.Can an employee insist informationabout them is removed from their personal file?An employee may ask for information to be deleted if it isinaccurate or likely to cause them substantial unwarranted damage or distress.The employer must remove the information or explain why the request isunjustified within 21 days. The employer need not comply with a request if theworker consented to that information being held, or if it is necessary forcontractual or legal reasons, or to protect the worker’s interests. From 24October 2007, employees may apply to a civil court for an order requesting theremoval or destruction of inaccurate personal data. Data protectionOn 1 Jul 2003 in Personnel Today Comments are closed. Related posts:No related photos. Previous Article Next Article
Dean Forbes, CoreHR CEO, will become president of the Access People division HR software provider Access Group has acquired CoreHR to create Access People, in the latest in a string of HR technology deals to be announced this year.The acquisition of CoreHR, which serves more than 270 customers and has more than one million users, follows Access’ purchase of SME software provider People HR last year.HR software at Unleash SpringHR tech conference and expo Unleash Spring will take place at London’s ExCeL on 24 and 25 March 2020. Register for your ticket now.CoreHR and People HR will be merged to form Access People, which the group claimed would become one of the leading HR and payroll providers in the UK and Ireland and will have a turnover of more than £100 million.CoreHR’s products – which include people management, payroll, workforce management, recruitment, talent management and learning software – will be made available through the cloud-based Access Workspace platform.The deal is the latest in a number of HR tech acquisitions that have been announced in 2020. Last month Kronos and Ultimate Software announced they were merging to form one of the world’s largest HCM and workforce management software companies, while Cornerstone OnDemand said it would acquire Saba in a deal worth almost $1.4 billion.Dean Forbes, the current CEO of CoreHR, will become the president of Access People. He said: “Over the past 36 years CoreHR has created a world class human capital management system, built on the expertise of our people, in partnership with our customers that delivers real value.“Access is fully committed to help us further enhance the depth and range of our products directly and via connectivity to the Access Workspace suite of solutions. We are excited to be joining Access as part of the newly formed Access People division and everyone in the team from Access and CoreHR are fully committed to helping make Access the company of choice for HCM, HR and payroll solutions.”Access Group CEO Chris Bayne said: “CoreHR is a key player in this space and adds significant scope for Access to deliver even more solutions, to a broader range of organisations, across multiple markets, in particular allowing us to bring Access Workspace to the Irish market.“The combined HCM offerings Access can now deliver will further strengthen our ability to take a bigger share of this growing market over the coming years.” HR Systems opportunities on Personnel TodayBrowse more HR systems jobs Previous Article Next Article Skillsoft enters bankruptcy proceedings in bid to reduce debtMajor learning software company Skillsoft has announced it has filed for Chapter 11 bankruptcy to help deal with debts of… No comments yet. Leave a Reply Click here to cancel reply.Comment Name (required) Email (will not be published) (required) Website Access Group buys CoreHR to form Access PeopleBy Ashleigh Webber on 5 Mar 2020 in Learning management systems, HR software, Payroll software, Latest News, Personnel Today, Mergers and acquisitions, HR Technology Related posts:
Bio State budget vs. job creation – January 22, 2015 Latest Posts House fire in Winter Harbor – October 27, 2014 TRENTON — The junior high baseball team at Acadian Christian School remains undefeated so far with wins of 17-1 over Etna, 11-9 over Veazie and 7-4 over Penobscot Christian.The Seahawks are coached by David Clark. For more sports stories, pick up a copy of The Ellsworth American. admin Hancock County Court News Nov. 3 thorugh Dec. 11 – January 22, 2015 Latest posts by admin (see all) This is placeholder textThis is placeholder text