Seed Co Limited Annual Report

first_imgSeed Co Limited (SEED.zw) listed on the Zimbabwe Stock Exchange under the Agricultural sector has released it’s 1999 annual report.For more information about Seed Co Limited (SEED.zw) reports, abridged reports, interim earnings results and earnings presentations, visit the Seed Co Limited (SEED.zw) company page on AfricanFinancials.Document: Seed Co Limited (SEED.zw)  1999 annual report.Company ProfileSeed Co Limited is the leading producer and marketer of certified crop seeds in Zimbabwe, supplying hybrid maize seed to commercial farmers as well as wheat, soya bean, barley, sorghum and ground nut seed. The seeds is grown from parent seeds under contract by an established network of seed producers. Innovation and pioneering breeding methods drive the Seed Company’s success; having successfully developed hybrid crop seed varieties in Zimbabwe that are recorded as the highest yielding varieties in their class. The Seed Company has a dedicated research team; producing hybrid crop seeds and non-hybrid cereals and oil crop seed varieties that are suitable and adaptable for Zimbabwe’s ecological conditions. Seed Co Limited is listed on the Zimbabwe Stock Exchangelast_img read more

Republic Bank (Ghana) Limited (RBGH.gh) 2012 Annual Report

first_imgRepublic Bank (Ghana) Limited (RBGH.gh) listed on the Ghana Stock Exchange under the Banking sector has released it’s 2012 annual report.For more information about Republic Bank (Ghana) Limited (RBGH.gh) reports, abridged reports, interim earnings results and earnings presentations, visit the Republic Bank (Ghana) Limited (RBGH.gh) company page on AfricanFinancials.Document: Republic Bank (Ghana) Limited (RBGH.gh)  2012 annual report.Company ProfileRepublic Bank (Ghana) Limited, formerly known as HFC Bank Limited, is a financial services institution in Ghana offering banking products and services for the investment, corporate, retail and mortgage sectors as well as solutions for asset management, property management and development services. The company is focused on 4 segments: consumer, mortgage, corporate and microfinance banking. Mortgage banking services include home equity, home purchase or improvement mortgages and public-sector home schemes. Investment banking services include asset management, financial advisory, brokerage and managed funds. The commercial division offers a full-service product and service offering including home, education, executive and business loans and foreign trade and document processing services. Private banking services include cash management, investment accounts, mortgage facilities and safe custody services. Republic Bank (Ghana) Limited also provides foreign currency, institutional finance and electronic and mobile banking services. Republic Bank (Ghana) Limited is a subsidiary of Republic Financial Holdings Limited. Republic Bank (Ghana) Limited is listed on the Ghana Stock Exchangelast_img read more

Southern Cross Tourist Company Limited (SCT.mu) 2013 Abridged Report

first_imgSouthern Cross Tourist Company Limited (SCT.mu) listed on the Stock Exchange of Mauritius under the Tourism sector has released it’s 2013 abridged results.For more information about Southern Cross Tourist Company Limited (SCT.mu) reports, abridged reports, interim earnings results and earnings presentations, visit the Southern Cross Tourist Company Limited (SCT.mu) company page on AfricanFinancials.Document: Southern Cross Tourist Company Limited (SCT.mu)  2013 abridged results.Company ProfileSouthern Cross Tourist Company Limited is a Mauritian company that has activities in the tourism and leisure sector where the company owns and operates hotels in Mauritius. The company manages hotels such as the Preskil Beach Resort at Pointe Jerome, Mahebourg, Astroea Beach at Pointe D’Esny, Mahébourg, and Solana Beach at Belle Mare, Mauritius. Southern Cross Tourist Company Limited is headquartered in Curepipe, Mauritius, and operates as a subsidiary of The Union Sugar Estates Co. Limited. Southern Cross Tourist Company Limited is listed on the Stock Exchange of Mauritius.last_img read more

Diamond Trust Bank of Kenya Limited (DTK.ke) Q12021 Interim Report

first_imgDiamond Trust Bank of Kenya Limited (DTK.ke) listed on the Nairobi Securities Exchange under the Banking sector has released it’s 2021 interim results for the first quarter.For more information about Diamond Trust Bank of Kenya Limited reports, abridged reports, interim earnings results and earnings presentations visit the Diamond Trust Bank of Kenya Limited company page on AfricanFinancials.Indicative Share Trading Liquidity The total indicative share trading liquidity for Diamond Trust Bank of Kenya Limited (DTK.ke) in the past 12 months, as of 1st May 2021, is US$3.76M (KES407.64M). An average of US$313.56K (KES33.97M) per month.Diamond Trust Bank of Kenya Limited Interim Results for the First Quarter DocumentCompany ProfileDiamond Trust Bank of Kenya Limited is a financial services and insurance group providing products and services to clients in Kenya, Tanzania, Uganda and Burundi. The company offers a diverse range of products for transactional banking as well as a full service offering for mortgages, asset financing and an insurance premium finance facility. Its treasury services include spot and forward foreign exchange transactions, cross currency swaps and deals, fixed income securities, corporate bonds, fixed income securities, structured treasury products and money market products. Its trade finance services include letters of credit, documentary and clean collections, negotiation of export bills, suppliers credit financing and bank guarantees. Formerly known as Diamond Trust of Kenya, the company changed its name to Diamond Trust Bank Kenya Limited in 1997. Its head office is based in Nairobi, Kenya. Diamond Trust Bank of Kenya Limited is listed on the Nairobi Securities Exchangelast_img read more

Forget a Cash ISA. I’d buy these 2 FTSE 100 dividend stocks to retire early

first_img Renowned stock-picker Mark Rogers and his analyst team at The Motley Fool UK have named 6 shares that they believe UK investors should consider buying NOW.So if you’re looking for more stock ideas to try and best position your portfolio today, then it might be a good day for you. Because we’re offering a full 33% off your first year of membership to our flagship share-tipping service, backed by our ‘no quibbles’ 30-day subscription fee refund guarantee. Enter Your Email Address Our 6 ‘Best Buys Now’ Shares Image source: Getty Images. “This Stock Could Be Like Buying Amazon in 1997” Click here to claim your copy now — and we’ll tell you the name of this Top US Share… free of charge! While Cash ISAs may be a popular means of saving for retirement, they may not be the most effective strategy. After all, the income return on Cash ISAs is lower than inflation in many cases. With interest rates set to stay low over the coming months, this could lead to a loss of spending power that hurts your retirement prospects.As such, now may be the right time to buy a diverse range of FTSE 100 shares. In many cases they offer wide margins of safety and healthy income returns. Here are two prime examples of such companies that I think could help you to retire early.5G is here – and shares of this ‘sleeping giant’ could be a great way for you to potentially profit!According to one leading industry firm, the 5G boom could create a global industry worth US$12.3 TRILLION out of thin air…And if you click here we’ll show you something that could be key to unlocking 5G’s full potential…ShellThe recent quarterly update from Shell (LSE: RDSB) highlighted the company’s resilience when faced with challenging market conditions. Gas prices and chemicals margins were weak during the period, although the business was still able to deliver healthy levels of profitability and free cash flow.Looking ahead, Shell may continue to experience uncertain operating conditions. However, it still has the potential to reduce debt levels and invest in its asset base to generate improving long-term financial performance.With the stock currently trading on a price-to-earnings (P/E) ratio of 11.2, it appears as though investors have factored in the challenging trading conditions facing the business. Its bottom line is due to rise by 5% next year, which could lead to improving investor sentiment in the coming years.Although there are more stable income shares in the FTSE 100, Shell’s dividend yield of 6.6% is appealing for long-term investors. As such, now could be the right time to buy a slice of the company while it trades on a modest valuation and when could offer improving total returns.AdmiralAnother FTSE 100 share that could deliver an impressive return is Admiral (LSE: ADM). The motor insurance company’s most recent interim results showed that it is making progress in delivering its strategy. Notably, its European business is growing at a fast pace, while its loans business made a strong start. This could help to diversify its business and may provide access to growth opportunities.With a 5.5% dividend yield, Admiral is an attractive income share. It has a solid track record of growing dividends, while modest profit growth forecasts over the next couple of years suggest there may be further scope for a rising shareholder payout.Certainly, the wider motor insurance business has experienced a challenging period in recent months. Changes to the rate used to set personal injury compensation in the UK caused Admiral to experience a £33m headwind in the first half of the current year.However, with the stock having a high yield and offering solid growth prospects, it could deliver an impressive total return which helps you to build a retirement nest egg. See all posts by Peter Stephenscenter_img I’m sure you’ll agree that’s quite the statement from Motley Fool Co-Founder Tom Gardner.But since our US analyst team first recommended shares in this unique tech stock back in 2016, the value has soared.What’s more, we firmly believe there’s still plenty of upside in its future. In fact, even throughout the current coronavirus crisis, its performance has been beating Wall St expectations.And right now, we’re giving you a chance to discover exactly what has got our analysts all fired up about this niche industry phenomenon, in our FREE special report, A Top US Share From The Motley Fool. Forget a Cash ISA. I’d buy these 2 FTSE 100 dividend stocks to retire early Simply click below to discover how you can take advantage of this. Peter Stephens owns shares of Admiral Group and Royal Dutch Shell B. The Motley Fool UK has recommended Admiral Group. Views expressed on the companies mentioned in this article are those of the writer and therefore may differ from the official recommendations we make in our subscription services such as Share Advisor, Hidden Winners and Pro. Here at The Motley Fool we believe that considering a diverse range of insights makes us better investors. Peter Stephens | Wednesday, 22nd January, 2020 | More on: ADM RDSB I would like to receive emails from you about product information and offers from The Fool and its business partners. Each of these emails will provide a link to unsubscribe from future emails. More information about how The Fool collects, stores, and handles personal data is available in its Privacy Statement.last_img read more

Emergency Medicine Association warns A&E services at LGH could be compromised

first_img 365 additional cases of Covid-19 in Republic Emergency Medicine Association warns A&E services at LGH could be compromised Facebook Man arrested on suspicion of drugs and criminal property offences in Derry Further drop in people receiving PUP in Donegal Pinterest WhatsApp Pinterest 75 positive cases of Covid confirmed in North By News Highland – August 8, 2011 Main Evening News, Sport and Obituaries Tuesday May 25th Previous articleDonegal Rape Crisis centre seeks more volunteersNext articleYouth tasered by police appears in court in Derry News Highland center_img Twitter Gardai continue to investigate Kilmacrennan fire WhatsApp RELATED ARTICLESMORE FROM AUTHOR Twitter Newsx Adverts Google+ Facebook Google+ The President of the Irish Association of Emergency Medicine says Letterkenny General Hospital’s Emergency Department could be compromised by the HSE decision to freeze recruitment at all levels.The IAEM says it’s especially worried that the hiring of essential frontline staff to man 24 hour emergency departments will be prohibited from August 15th.Presidnet Fergal Hickey, an A&E Consultant at Sligo General Hospital says he doesn’t believe the HSE has any intention of closing the unit in Letterkenny, but if a blanket ban on hiring locum doctors is implemented, then that’s what will happen…………[podcast]http://www.highlandradio.com/wp-content/uploads/2011/08/hicky1.mp3[/podcast]In a statement to Highland Radio News this morning, the HSE said There are 5 Non Consultant Hospital  Doctor vacancies at Letterkenny General Hospital these positions are currently being filled by locum Medical staff to ensure continuity of service.The allocation of NCHDs to Letterkenny General from the India and Pakistan recruitment initiative has commenced, and the HSE anticipates that doctors recruited from this initiative will fill the remaining vacancies in the coming weeks and months.However, Fergal Hickey says this will not solve the problem…………[podcast]http://www.highlandradio.com/wp-content/uploads/2011/08/hicky2.mp3[/podcast]last_img read more

Legal Validity Of Pre-Nuptial Agreements

first_imgColumnsLegal Validity Of Pre-Nuptial Agreements Adab Singh Kapoor28 April 2020 11:17 PMShare This – xAbstract:By way of this article, the author wishes to look into the possible advantages and dis-advantages of pre-nuptial agreements, and to examine the reasons for why these agreements are considered unenforceable in Indian law and how they may conflict with the present matrimonial laws in India. In furtherance of such an analysis, the author seeks to propound a more pragmatic and broad…Your free access to Live Law has expiredTo read the article, get a premium account.Your Subscription Supports Independent JournalismSubscription starts from ₹ 599+GST (For 6 Months)View PlansPremium account gives you:Unlimited access to Live Law Archives, Weekly/Monthly Digest, Exclusive Notifications, Comments.Reading experience of Ad Free Version, Petition Copies, Judgement/Order Copies.Subscribe NowAlready a subscriber?LoginAbstract:By way of this article, the author wishes to look into the possible advantages and dis-advantages of pre-nuptial agreements, and to examine the reasons for why these agreements are considered unenforceable in Indian law and how they may conflict with the present matrimonial laws in India. In furtherance of such an analysis, the author seeks to propound a more pragmatic and broad minded approach to be adopted by courts when it comes to the possibility of enforcing pre-nuptial agreements entered into by couples, in lieu of the current judicial trend which does not recognise the validity of pre-nuptial agreements altogether WHAT IS A PRE-NUPTIAL AGREEMENT: A Pre-Nuptial Agreement is a compendious agreement that is usually signed prior to one’s marriage, describing the rights and obligations of the individuals involved in the marriage, such as, inter alia, their personal and financial rights, in the event of a future failure or breakdown of their marriage. It is often seen that matrimonial litigation, especially in proceedings for the determination of maintenance and alimony, entails a long, ugly and drawn out case between the parties. In this regard, in the event a pre-nuptial agreement is already in place, it can assist in easing the parties’ time, stress, and financial resources involved. WHY ARE PRE-NUPTIAL AGREEMENTS ILLEGAL IN INDIA: As per the laws that currently prevail in India, a pre-nuptial agreement is regarded as a void agreement and an unenforceable instrument. There are numerous judgements which do give us relevant and cogent reasons for why pre-nuptial agreements are illegal and invalid by law. Such a strict and unbending approach of the Indian courts towards the non-applicability of pre-nuptial agreements definitely has some basis. As pre-nuptial agreements predetermine the extent of the spouses’ rights and obligations towards, inter alia, maintenance, custody and separation, in the event of failure of their marriage, such pre-determined rights may not always be in consonance with the rights and liabilities conferred on the parties by law. Therefore, if spouses are to be bound by a pre-nuptial agreement, they may have to waive the rights afforded to them in law in relation to maintenance, alimony, and other such marital aspects, as well as their fundamental right of access to justice. The Courts are of the firm view that ‘no person has a right to waiver of his fundamental right [2]’. In this regard, it is pertinent to consider the views of the Supreme Court of India, in “Anita Kushwaha and Ors. vs. Pushap Sudan and Ors [3], which has shed considerable light on the aspect of a ‘bar on one’s fundamental right to access to justice’: “…If “life” implies not only life in the physical sense but a bundle of rights that makes life worth living, there is no juristic or other basis for holding that denial of “access to justice” will not affect the quality of human life so as to take access to justice out of the purview of right to life guaranteed under Article 21. We have, therefore, no hesitation in holding that access to justice is indeed a facet of right to life guaranteed under Article 21 of the Constitution. We need only add that access to justice may as well be the facet of the right guaranteed under Article 14 of the Constitution, which guarantees equality before law and equal protection of laws to not only citizens but non-citizens also…”(Emphasis Supplied) As seen above, a waiver of fundamental rights has been condemned by the Apex Court in various judgements by stating that no one has the right to waive the fundamental rights conferred upon a person by the Constitution , that there can be no waiver of fundamental rights nor can a citizen be estopped against the Constitution and that no individual can barter away the freedoms conferred upon him by the Constitution. Thus, a construal of the above mentioned judgments suggests that a pre-nuptial agreement, which limits the right of either spouse to take recourse to provisions and remedies in law, may tantamount to a denial of access to justice, within the meaning of the aforesaid judicial pronouncements. It has also been held that the right to receive maintenance is a statutory right framed and implemented by the legislature and that as a result, the statutory rights and liabilities under, inter alia, beneficial legislations such as Section 125 of the Code of Criminal Procedure, 1973, Section 24 of the Hindu Marriage Act, 1955, Section 20 of the Protection of Women from Domestic Violence Act, 2005 and other codified personal and secular laws in India, cannot be bartered or negated by either spouse by entering into an agreement to the contrary. Such an agreement, in addition to being against public policy, would also be against the clear intention of the legislators who framed the said beneficial statutes. Section 23 of the Indian Contracts Act, 1872 expands on this very principle, being firm on the point that any contract having an object that is illegal or contrary to law cannot be a lawful contract. Therefore, giving effect to an agreement which overrides these provisions of law would tantamount to not only giving recognition to something which is opposed to public policy, but would also amount to negation of those legislations. THE POSSIBLE PROVISIONS OF A PRE-NUPTIAL AGREEMENT THAT MAY COME IN CONFLICT WITH THE LAW: From a practical standpoint, there are many provisions in a typical pre-nuptial agreement that have the potential of being struck down or overruled in the event they are subject to judicial scrutiny: clauses in relation to waiver of either spouse’s maintenance rights, clauses opposed to beneficial arrangements for child custody and financial support, clauses which regulate the conduct or daily routine of the spouses during the marriage, and clauses restricting children to be born out of the wedlock, among others. Basis the above rationale, there are several judicial rulings which take the view that an agreement in which the wife gives up or relinquishes her right to claim maintenance at any time in the future, is opposed to public policy, and that therefore such an agreement, even if voluntarily entered into, is not enforceable , and that an agreement by which the wife relinquishes her right to receive maintenance any time in future is contrary to public policy and consequently unenforceable One such judicial pronouncement is that given by the High Court of Andhra Pradesh in “R. Rambilas vs. Ms. Anita and Another”, wherein it has opined that: “A clause in an agreement that wife shall not be entitled to claim maintenance from husband cannot be used in proceedings under Section 125 of Cr.P.C., since, such clause is opposed to public policy and, therefore, void under Section 23 of the Contract Act.” Further, the High Court of Gujarat, following suit, has held as under: “3 . Many people today consider marriage solely in terms of biology, sociology or culture. When marriage and family life are viewed in a merely naturalistic manner, they lose all reference to God and are no longer rooted in the absolute values or founded upon divinely ordained truths. One result is that the premarital sex, trial marriage, and cohabitation are a commonplace today. Adultery, divorce, and remarriage are treated casually. “Pre-nuptial contracts” are becoming a popular way to take out economic insurance against a likely future divorce.” [10] Thus, while an agreement by which this statutory right of a spouse to maintenance is relinquished may not per se be illegal, it cannot be effectuated at the cost of negating the statutory rights for maintenance provided for by the makers of our legislation. Such agreements would amount to ousting of the jurisdiction of a Magistrate and the Family Courts to entertain maintenance claims, which are not permissible in law. Therefore, a claim for maintenance cannot be rejected or deemed inadmissible on the basis of an agreement for waiver of one’s right to maintenance. HOW ARE THE LAWS OF GOA ALLOWED TO ENFORCE THE VALIDITY OF PRE-NUPTIAL AGREEMENTS, THEN? While most of the rights and legal remedies of spouses in India are derived from personal laws, which are protected under the religious freedom guaranteed vide Articles 25 to 28 of the Constitution of India. However, Goa’s family laws are based on the Portuguese Civil Code of 1867 (hereinafter referred to as the “Code of 1867”). Consequentially, a prenuptial agreement for property distribution is allowed under the Portuguese Civil Code [13]. It is interesting to note that despite all legal barriers to the formation and sustenance of a pre-nuptial agreement in India as discussed above, the Code of 1867 does allow for such agreements to exist; in fact, spouses who enter into a pre-nuptial agreement prior to the solemnization of their marriage, cannot alter, modify or revoke such an agreement, or any part thereof, at a later stage. In many such aspects of personal laws, the Code of 1867 is sort of a blueprint for a future Uniform Civil Code. The High Court of Bombay, as well as Shri Y V Chandrachud, erstwhile Chief Justice of India, have lauded and appreciated the adoption of a uniform civil code by Goa, vide judgment titled “Damodar Ramnath Alve v. Shri Gokuldas Ramnath Alve”, holding as under: Being overwhelmed by the Portuguese Civil Procedure Code, I feel it my duty to quote the purpose and object behind the Portuguese Civil Procedure Code ( it be referred as P.C.P.C.). The P.C.P.C. is commonly known as “The Code Napoleon”. It is stated that the Code is the outcome of teachings of the contemporaneous French, German and Italian jurists. Civil Code regulates matter relating to family, contracts, succession and property. This was universally followed by all communities, Hindus, Muslims and Christians. This Code has the unique distinction and the privilege of already having a “Uniform Civil Code”, as envisaged by the Founding Fathers of the Constitution under Article 44 of the Constitution of India, which equally governs and regulates the juridical relations of its citizens, irrespective of their race, sex, caste or creed. … To some extent, therefore, the Code has fulfilled in the Territory of Goa, Daman and Diu that resolve so eloquently expressed in the Preamble of our Constitution to constitute India into a Secular Republic and to secure social and economic justice to all the citizens, equality of status and of opportunity and fraternity assuring the dignity of the individual. The Hon’ble the then Chief Justice of India, Shri Y.V. Chandrachud while delivering the Inaugural Speech at the Conference held by the Goa, Daman and Diu Advocates Association on ‘The Family Laws of Goa, Daman and Diu’, stated as follows :- “It is heartening to find that the dream of uniform Civil Code in the country finds the realization in the Union Territory of Goa, Daman and Diu only.” After the Liberation of Goa on 19th December 1961, the Parliament of India passed the Goa, Daman and Diu Administration Act, 1962, Section 5(1) of which reads as follows: “All laws in force immediately before the appointed date in Goa, Daman and Diu or any part thereof, shall continue to be in force therein until amended or repealed by a competent legislature or other competent authority.” The Family Laws in force in Goa, Daman and Diu relating to marriage, divorce, children and succession are still in force. These Family Laws are primarily contained in the Code of 1867. It is a self-contained Code containing the substantive law on the Civil side. [15] The Code of 1867 being applicable is an exception carved out of the general laws of succession namely Indian Succession Act, Hindu Succession Act, 1956, Muslim Personal Law (Shariat) Application Act, 1937 and other personal laws. [16] THE AUTHOR’S SUGGESTIONS AND CONCLUSION: Taking a leaf out of the Code of 1867 in this regard, the author recommends that the Courts of India adopt a more liberal approach to pre-nuptial agreements, as they possess a number of advantages which cannot be side-lined or ignored; they avoid, or at least limit the scope of, costly and time consuming litigation in the future, and facilitate the inclusion of provisions that may be unique to the situation at hand, yet are left un-addressed till date on account of the gaping lacunae in enacted legislature. Moreover, acrimonious and time consuming matrimonial litigations, into which spouses invest substantial amounts of time, energy and financial resources, can be prevented by taking recourse to a pre-nuptial agreement, where parties can disclose their respective assets in advance, as well as the manner in which they desire for the said assets to be distributed in the event of a subsequent dispute between the spouses. Therefore, in order to consolidate these pros and cons of pre-nuptial agreements and make the best of the situation, the author suggests that the Courts must gradually shift from a rigid and contemptuous view of such agreements to a more open-minded approach to the same. Parties to a marriage ought to be allowed the liberty to frame and enter into their own, individual pre-nuptial agreements, as long as the stipulations of the same conform to the present laws and principles of maintenance in India today. Moreover, the Courts of India can also take a suo-moto initiative, as so commendably done by the High Court of Delhi vide its judgment titled “Kusum Sharma vs. Mahinder Kumar Sharma” [17] (wherein the Court has provided a sample affidavit of income and expenditure to be adopted in matrimonial disputes), and can recommend a draft as well as propose guidelines for the framing of a basic pre-nuptial agreement in keeping with the relevant matrimonial laws. Alternatively, it is suggested that every pre-nuptial agreement entered into between a married couple ought to be subjected to the scrutiny of the judiciary of this nation, in order to weed out legal inconsistencies in the same and to facilitate an amicable resolution of disputes and / or separation of the parties involved.(The author is Proprietor of Delh-based firm Adab Singh Kapoor & Associates. The article was written with the research assistance of Shefali Menezes, Associate at the Firm. Views are personal) Endnotes: Basheshar Nath Vs Commissioner of Income-tax, Delhi and Rajasthan & Anr. (AIR 1959 Supreme Court 149)(2016) 8 SCC 509Ibid. 17Olga Tellis and others Vs Bombay Municipal Corporation and others (1985 SCC (3) 545)Ibid. 5Ramchandra Laxman Kamble Versus Shobha Ramchandra Kamble And Anr,Writ Petition No. 3439 / 2016, Decided on 21.12.2018Rameshwar s/o Sandu Kachkure vs. State of Maharashtra & Anr. 2018(4) Mh.L.J.(Cri.)2009 All MR (Cri) Journal 232Bhanjibhai Anandbhai Chavda Vs. State of Gujarat and Ors. Criminal Misc. Application (For Quashing and Set Aside FIR/Order) No. 15703 of 2015, Decided On: 21.02.2017Ranjit Kaur vs. Pavittar Singh P and H1992 CRI. L.J. 262Rajesh R. Nair vs. Meera Babu, Division Bench of Kerala, 2013 ( 1 ) KHC 812Portuguese Civil Code, 1867, Article 1096 1997 (4) BomCR 653Ibid 12Jose Paulo Coutinho Vs Maria Luiza Valentina Pereira & Ors, 2019(12) SCALE 338Decided on 29th May 2017 Next Storylast_img read more

Gardai begin excavation linked to missing Strabane woman

first_img By News Highland – January 8, 2019 Arranmore progress and potential flagged as population grows Facebook Nine til Noon Show – Listen back to Monday’s Programme Deidre O’FlahertyGardai in Donegal have begun a land search and excavation in the Milford District.The search is part of an ongoing investigation into the disappearance of Deirdre O’Flaherty of Ballymagarry in Strabane.Ms. O’Flaherty, who was 46, was reported missing on the 11th January 2009 at Moville, Co. Donegal.Gardai say that they are liaising closely with the relevant family at this time and a family liaison officer has been appointed.It’s expected that the search may take between 3 and 5 days and will involve the Donegal Divisional Search Unit, the Garda Technical Bureau and external contractors.It’s understood that the search is being conducted in a remote location in the Milford District.This development continues to form part of a missing person investigation and Gardai have stressed that there is no change regarding same.No further details are available at present however Gardai say that will be issuing updates on progress of the search when appropriate and when the search is completed. Twitter Important message for people attending LUH’s INR clinic Gardai begin excavation linked to missing Strabane woman Publicans in Republic watching closely as North reopens further WhatsApp Loganair’s new Derry – Liverpool air service takes off from CODA Google+center_img Twitter Pinterest Previous articleBreaking – Campbell resigns from Donegal County CouncilNext articleGang plotting raid on two Donegal premises caught by Gardai News Highland RELATED ARTICLESMORE FROM AUTHOR WhatsApp Community Enhancement Programme open for applications Homepage BannerNews Facebook Pinterest Google+last_img read more

How will National Works Councils affect UK firms?

first_imgFromMarch 2005, the Information and Consultation Directive will give UK workers anew right to minimum standards of information and consultation. This article answersyour questions on its likely impactIf a company has a European Works Council, does it also need a nationalworks council? The new requirement to have an employee consultative body at national level shouldnot be confused with the existing requirement to have a European Works Council(if a valid request for one is received from staff). However, if an organisation’s European Works Council is based in the UK, itmay be able to function as the national works council as well. But untilregulations on implementing national works councils are in place, thisrequirement will remain uncertain. There may also be practical difficulties relating to confidentiality whendealing with UK-specific matters. Will the directive apply to my company, and what is the deadline forcompliance? This depends on the number of workers in your company. All the evidence sofar is that the Government will decide that only businesses with more than 50staff will need to comply with the directive. The Government estimates thedirective will only apply to 1 per cent of all UK companies, although this willcover 75 per cent of employees. When businesses will actually have to comply is based on a sliding scale,which also depends on the number of staff. What are my company’s information and consultation obligations? The right to information and consultation will cover: – Information on the recent and probable development of the business’activities and economic situation – Information and consultation on the situation, structure and probabledevelopment of employment within the business and on any anticipatory measuresenvisaged, in particular where there is a threat to employment (ie,redundancies) – Information and consultation on decisions likely to lead to substantialchanges in work organisation or in contractual relations, including decisionsalready caught under the TUPE and collective redundancies information andconsultation obligations. It is unclear how much detail the Government will set out or exactly whatthese categories mean. However, some examples of areas that might be consideredare TUPE transfers, redundancies, changes to working conditions, restructuring,financial accounts, health and safety issues, business plans, environmentalissues, training and employee development. The list is potentially very long. How do the new requirements compare with current UK information andconsultation obligations? At present, there is no general framework requiring employers to set upstanding arrangements for informing and consulting with employeerepresentatives on general business issues that may impact on staff. There arespecific requirements obliging employers to inform and consult in relation toTUPE transfers, collective redundancies and other issues. However, theseobligations are usually only triggered after a specific event, such as aredundancy situation, or a business transfer. Under the new directive, staff representatives will have the right to beinformed and consulted on a very wide range of matters, potentially spanningall areas of business activity. They will also have the right to be informed ona continual basis, not just on the occurrence of single trigger events, as inmuch of the current legislation. When does the information have to be given and consultation have tooccur? The directive states that information should be given to staffrepresentatives ‘at such time, in such fashion and with such content’ as are appropriateto enable them to conduct an adequate study and, where necessary, prepare forconsultation. The timing, method and content of consultation should be ‘appropriate’ andit should be conducted at the relevant level of management and representation(depending on the subject under discussion) and on the basis of informationsupplied by the employer, and an opinion formulated by the staffrepresentatives. The first step, therefore, is to provide information. Once therepresentatives have had an opportunity to consider the information, you mustconsult with them. You must allow staff representatives to meet with thecompany and give a response to any opinion they put forward, together with areason for that response. Consultation must also be ‘with a view to reaching anagreement’ on certain decisions. However, nothing in the directive gives staff the power to make decisions oroverride or affect an employer’s decision. Therefore, the national workscouncil will not have any power to legally negotiate or bargain with theemployer. But for the sake of good employee relations, you may decide to acceptits wishes at times. This is an edited version of part of Personnel Today’s One Stop Guide toEmployee Consultation How will National Works Councils affect UK firms?On 1 Jul 2003 in Personnel Today Comments are closed. Related posts:No related photos. Previous Article Next Articlelast_img read more

Stagecoach bus driver accused of ignoring Muslim commuters

first_imgA complaint has been made against the bus company Stagecoach Group regarding alleged incidents of Islamophobic discrimination along Cowley Road.According to a complaint made against Stagecoach Group Muslim commuters were ignored on two separate occasions by company bus drivers on the number 10 bus route. The complaint was submitted to ‘Tell MAMA’ (Measuring Anti Muslim Attacks), a project that records anti-Muslim abuse in the UK.On the first occasion, the complainant stated, a couple who “were obviously Muslim… tried to flag the bus down but the driver despite seeing them completely ignored them and continued to drive on.” In the second instance, a bus driver “deliberately chose to drive on” after “being flagged down by a group of people, one of whom was clearly wearing a Hijab and clearly identifiable as a Muslim.”In a written response to the complainant, a Stagecoach employee apologised for the incidents, saying, “I can see the situations you described. I am at a loss to explain why the driver did not stop. I completely understand how these incidents have been interpreted. I give you my assurances that matters of this nature are treated very seriously. We are an equal opportunities employer who ensures that all customers, employees or job applicants are treated fairly and equally.”Further assurances were also made, including a formal interview with the driver and an investigation “in line with the Company’s disciplinary procedure.”In a statement to Cherwell, a spokeswoman for Stagecoach Group said, “We would be very disappointed to hear of any situation where a driver is found not to have stopped for passengers waiting at a bus stop. We have investigated the matter fully, including viewing CCTV and speaking to the driver involved.“There was one occasion on which a customer remained inside the bus shelter as the vehicle passed the stop and did not appear to clearly indicate a desire to board that particular bus. There were a number of other buses in the area at the time. In addition, we have not found any evidence to suggest that the driver’s behaviour on this occasion was racially motivated.“The welfare of our customers is of the utmost importance to us and we are very clear that anyone employed by Stagecoach should treat both customers and colleagues fairly and with respect and that we will not tolerate discrimination of any kind.”According to Tell MAMA, transport is one area where victims of anti-Muslim abuse “consistently raise concerns.” The organisation was founded in February 2012 to record physical, verbal, written and online attacks against Muslims and provide support to the victims. In 2014-2015, 548 verified incidents were reported.Kiran Benipal, Co-Chair of OUSU’s Campaign for Racial Awareness and Equality (CRAE), told Cherwell of her “horror and disgust” at the alleged incident, stating that “the racial tension which it highlights is particularly poignant at this time of the year – Ramadan.”“Incidents such as this one and those similar have become all too commonplace, and are too rarely logged. Instead, they have become anecdotes for Oxford BME residents and students to share and momentarily reflect on, before they return to the reality of Oxford life as a ‘racial minority.’”last_img read more