Company Staff – Obitel Kiev http://obitel.kiev.ua/ Thu, 23 Jun 2022 09:45:42 +0000 en-US hourly 1 https://wordpress.org/?v=5.9.3 https://obitel.kiev.ua/wp-content/uploads/2021/07/icon-2-150x150.png Company Staff – Obitel Kiev http://obitel.kiev.ua/ 32 32 South Korea puts staff of this crypto company on the no-fly list https://obitel.kiev.ua/south-korea-puts-staff-of-this-crypto-company-on-the-no-fly-list/ Wed, 22 Jun 2022 08:56:06 +0000 https://obitel.kiev.ua/south-korea-puts-staff-of-this-crypto-company-on-the-no-fly-list/ TerraUSD’s paired token, Luna, plunged in value last month. Seoul: Several employees of South Korea-based Terraform Labs, the company behind the TerraUSD stablecoin, which collapsed last month and rocked cryptocurrency markets, cannot leave the country, officials said. prosecutors. TerraUSD’s paired token, Luna, plunged in value last month, triggering a sell-off and setting off a chain […]]]>

TerraUSD’s paired token, Luna, plunged in value last month.

Seoul:

Several employees of South Korea-based Terraform Labs, the company behind the TerraUSD stablecoin, which collapsed last month and rocked cryptocurrency markets, cannot leave the country, officials said. prosecutors.

TerraUSD’s paired token, Luna, plunged in value last month, triggering a sell-off and setting off a chain reaction that pushed some major institutions in the crypto sector into serious trouble. TerraUSD was supposed to be pegged 1:1 to the US dollar.

An official from South Korea’s supreme prosecutors office, who declined to be named as is customary in South Korea, said several Terraform Labs employees had been put on a no-fly list.

He added that he could not give further details until investigations were completed.

A Terraform Labs spokesperson said in a statement, “We are not aware of the details of the reported ban.”

Losses associated with the stablecoin have also contributed to the struggles of US crypto lender Celsius, which suspended withdrawals this month, and Singapore-based crypto hedge fund Three Arrows Capital, which is considering options such as selling assets and a bailout by another company.

Bitcoin, the world’s largest cryptocurrency, is trading at around $20,000, having lost around half of its value since early May when the issues with TerraUSD became apparent.

(Except for the title, this story has not been edited by NDTV staff and is published from a syndicated feed.)

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EasyJet cabin crew in Spain called for nine-day strike in July https://obitel.kiev.ua/easyjet-cabin-crew-in-spain-called-for-nine-day-strike-in-july/ Tue, 21 Jun 2022 12:56:47 +0000 https://obitel.kiev.ua/easyjet-cabin-crew-in-spain-called-for-nine-day-strike-in-july/ The Spanish union Unión Sindical Obrera (USO) has called a strike for the 450 EasyJet cabin crew members based at Barcelona-El Prat (BCN), Málaga (AGP) and Palma de Mallorca (PMI) airports. As noted, the measure is scheduled for July 1, 2, 3, 15, 16, 17, 29, 30, and 31. The reason “is none other than […]]]>

The Spanish union Unión Sindical Obrera (USO) has called a strike for the 450 EasyJet cabin crew members based at Barcelona-El Prat (BCN), Málaga (AGP) and Palma de Mallorca (PMI) airports. As noted, the measure is scheduled for July 1, 2, 3, 15, 16, 17, 29, 30, and 31.

The reason “is none other than the current deadlock in the negotiation of the company’s second collective agreement for crew members,” said Miguel Galán, general secretary of the EasyJet Málaga union. “The company has no interest in negotiating the improvement of working conditions for crew members in Spain, so that we have the same working conditions as those operating in other European bases, such as France and Spain. Germany,” he added.

He also explained that the basic salary for cabin crew in Spain is 950 euros, 850 less than those performing the same function in France and Germany. The figure, he said, does not correspond to the cost of living in the Spanish towns where the employees reside.

Galán added that crew members rely on variable pay to achieve a commensurate level of income in Barcelona, ​​Malaga and Palma de Mallorca. In this sense, he argued that “if you fly long hours, you pay the bills, but at the cost of reduced rest time and longer flights”.

– Advertising –

For the new collective agreement, Unión Sindical Obrera demands an increase in the base salary without reduction in the amounts per hour of flight, the inclusion of the payment of a seniority supplement, the remuneration of the training hours, the limitation of the periods of service to promote rest time and the annual renewal of all elements of the on-board uniform, among other requirements.

The measure is in addition to those announced by other unions in other European countries. The impact of the strikes could be greater than before, mainly due to the strong increase in demand ahead of the summer travel season and the growth in the number of flight operations.

In addition, in recent times, the structures of airlines and airports are sometimes no longer sufficient to maintain services on time and without interruption.

See also: Ryanair in trouble: Italian staff also go on strike

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Former Stanchart staff win pension benefits battle https://obitel.kiev.ua/former-stanchart-staff-win-pension-benefits-battle/ Sun, 19 Jun 2022 21:01:55 +0000 https://obitel.kiev.ua/former-stanchart-staff-win-pension-benefits-battle/ Companies Former Stanchart staff win pension benefits battle Monday, June 20, 2022 A branch of StanChart Bank in Nairobi. PICTURES | NMG Former employees of Standard Chartered Bank Kenya have won a decades-long case after a court ordered the lender’s pension scheme to recalculate their benefits after deciding their amounts had been reduced due to […]]]>

Companies

Former Stanchart staff win pension benefits battle


A branch of StanChart Bank in Nairobi. PICTURES | NMG

Former employees of Standard Chartered Bank Kenya have won a decades-long case after a court ordered the lender’s pension scheme to recalculate their benefits after deciding their amounts had been reduced due to use erroneous actuarial factors.

The Pension Benefits Appeals Tribunal has agreed with the 629 retired employees that the bank’s pension fund used the wrong procedure to calculate their terminal dues, leading to a reduction in contributions.

The court said the pensioners had a legitimate expectation that their benefits would be calculated on the basis of the documents provided by the bank to the scheme and not on the new reduced actuarial factors, which were applied.

“Although this court does not find that there was fraudulent misrepresentation, this court is satisfied that there was misrepresentation, concealment and non-disclosure of the actuarial factors that the plan intended to use in the calculation of the appellants’ benefits in relation to those provided to the appellants at the material time of the dispute”,

The court further ordered the lender to repay 1.1 billion shillings, which was transferred from the scheme to the bank in 2000, which the pensioners argued ended up altering their benefits and entitlements.

The court noted that since the bank’s early retirement program in 1999, retirees who left their jobs at age 50 were entitled to their capitalizations and pensions immediately and that all those who retired below age 50 years were entitled to updated capitalizations. immediately and their pension would be deferred until age 50.

The court also said that housing allowance and cost-of-living adjustments, among other benefits, should have been taken into account in the calculations in accordance with the act and the rules.

“The result of the foregoing is that this court finds that the appellants have proved that the transfer of the surplus to the bank was not made within the limits of the laws in force and the rules relating to trust deeds”, said the court presided over by Muthoni Gichohi.

The pensioners sued their former employer and the Standard Chartered Bank Kenya pension fund, accusing them of reducing their lump sum payment by using incorrect actuarial factors in calculating commuted values ​​for deferred pensioners and commuted values ​​for immediate retirees.

They sued the bank and the scheme saying he should be made to pay 9 billion shillings as the balance of lump sum pension benefits and interest plus a 1.1 billion shillings refund to the fund and paid with interest totaling 5.79 billion shillings.

Stanchart said he created a new scheme set in 1999 as a section of the trust fund created in 1975, which absorbed all existing employees, leaving those who had already retired with the old terms and conditions. In 2006, the lender separated the plans with the agreement of all eligible employees.

[email protected]

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Standard General tells Tegna employees ‘no intention to cut staff’ https://obitel.kiev.ua/standard-general-tells-tegna-employees-no-intention-to-cut-staff/ Fri, 17 Jun 2022 13:00:00 +0000 https://obitel.kiev.ua/standard-general-tells-tegna-employees-no-intention-to-cut-staff/ Standard Media CEO Deb McDermott tried to quell rumors and concerns that when and if her company resumes Tegnathe new company could reduce its workforce. In a highly unusual move during a takeover, and with takeover approval still in the hands of the Federal Communications Commission, McDermott sent a memo to Tegna workers that included […]]]>

Standard Media CEO Deb McDermott tried to quell rumors and concerns that when and if her company resumes Tegnathe new company could reduce its workforce.

In a highly unusual move during a takeover, and with takeover approval still in the hands of the Federal Communications Commission, McDermott sent a memo to Tegna workers that included a bolded paragraph to emphasize:

You may have read comments in the press from groups opposed to the deal speculating that Standard General will cut journalism and lay off reporters at company stations. These comments are simply untrue.

Standard General and I have always placed a high value on local journalism and do not intend, and have never intended, to cut TEGNA stations’ news or news staff. In fact, and as we have represented to the FCC, we do not intend to reduce staff at the station level as a result of the transaction.

On the contrary, we expect vigorous competition in all markets, which will require continued investment in local journalism and newsgathering operations.

Our commitment to journalism has been supported by both Standard General and myself at major local broadcast groups over the past 12 years, including those at Young Broadcasting, Media General and, most recently, Standard Media Group.

The CEO’s email follows what Standard General – the investment firm that owns Standard Media – calls a “baffling” review by the FCC. The FCC requested detailed information about Standard General’s plans for staffing and serving the public interest, and how it plans to handle retransmission agreements with cable and satellite companies. The FCC has issued a protective order this would require the company to send confidential information to the government that would not have to be made public.

Groups including Common cause, the NewsGuild-CWAand Public Knowledge openly opposed the takeover and asked the FCC to delay approval.

Speculation that Standard General could cut staff may be rooted in the sticky war of words. General Chief Standard Soo Kim was critical of Tegna’s leadership, even attempting to buy the company. In April 2020, Standard General launched a detailed attack on Tegna’s profitability which included a reference that worried Tegna employees. He posted this chart, in which he said Tegna stations have “2x the number of employees per station compared to their peers,” but lag behind their peers in terms of profitability.

(General SEC Standard Filing, April 13, 2020)

Standard General didn’t say Tegna was overstaffed, but the comparison was troubling to employees watching what happened in the newspaper industry when private equity fund managers took over companies. media and cut staff. Industry watchers point out that Tegna stations are mostly found in larger markets than their industry counterparts, although Nexstar and Gray have both added large market stations to their portfolios in recent years.

In his e-mail, McDermott does not say categorically that there will be Nope layoffs or staff reductions – no one can make such predictions – but she said her own track record as a media manager showed her dedication to journalism:

Having been a station general manager and having worked with newsrooms for over 30 years, I firmly believe that strong local journalism is a critical component to the success of a local broadcast station.

While I will have much more to share with you in the future about our post-closure plans, I wanted you to hear these points from me and reiterate our commitment to building on the many successes you have already achieved. I look forward to meeting you in person in the future and working with all of you to create new opportunities for the Society.

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Company staff applauded for rolling up sleeves and donating blood – The Royal Gazette https://obitel.kiev.ua/company-staff-applauded-for-rolling-up-sleeves-and-donating-blood-the-royal-gazette/ Tue, 14 Jun 2022 18:45:00 +0000 https://obitel.kiev.ua/company-staff-applauded-for-rolling-up-sleeves-and-donating-blood-the-royal-gazette/ Created: June 15, 2022 07:38 Butterfield and Vallis receive their award for winning the Corporate Blood Drive competition. (Photograph provided) A company has been applauded for answering the call for blood donations by winning the ninth annual corporate blood drive competition. A spokeswoman for the Bermuda Hospitals Board said Butterfield and Vallis beat out 14 […]]]>

Created: June 15, 2022 07:38

Butterfield and Vallis receive their award for winning the Corporate Blood Drive competition. (Photograph provided)

A company has been applauded for answering the call for blood donations by winning the ninth annual corporate blood drive competition.

A spokeswoman for the Bermuda Hospitals Board said Butterfield and Vallis beat out 14 other local businesses that took part in the initiative.

Eyitayo Fakunle, Consultant Hematologist at BHB, said, “Each of the 15 competing companies is to be applauded.

“Every donation is a donation we need, and just by participating, they are helping their employees to come and donate.

“The past two years have been very difficult for individuals and businesses, and your continued support of blood donation has helped us maintain our blood supply and save lives in Bermuda.”

As part of World Blood Donor Day today, Butterfield and Vallis were presented with the trophy by Kim Wilson, the Minister of Health, along with Ayoola Oyinloye, the Chief Medical Officer, Wesley Miller, Chief of Staff of the BHB, and members of the Bermuda Blood Donor Center team.

Terri Durrant, publicity manager and president of wellbeing at Butterfield and Vallis, said the company and its staff are passionate about supporting blood donation.

She added: “Congratulations and thank you to all my colleagues who have rolled up their sleeves this year to donate blood.

“For some, it took a long time to find the courage to donate, but now they are regulars.

“We look forward to strong competition in the coming year and are determined to make it a double.”

Other companies that participated include AF Smith, Ascots, Axis, Bermuda Monetary Authority, BF&M, Conyers, Fidelity, FIL, Freisenbruch, Lancashire, Liberty, Marsh McLennan, the Department of Public Works and Renaissance Re.

Lucy Correia, phlebotomist nurse at the Blood Donor Centre, said: “We are so grateful to every company and to everyone who donates.”

Companies interested in entering the competition can email blood.donation@bhb.bm or call 236-5067.

Last week, the BHB warned that the number of blood donors was not keeping pace with the growing need for transfusions.

Dr Fakunle said there were nearly 2,000 blood transfusions last year, up from 1,590 in 2017, an increase of 26%.

Meanwhile, the number of blood donors has increased from 1,002 to 1,081, an increase of 8%.

In an effort to support blood donation, the Hamilton Princess & Beach Club has announced that those who have donated blood in the past year will be entered into a raffle for prizes including a hotel stay and a champagne brunch.

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Agencies have ignored staff retention for too long. Here’s how they can change https://obitel.kiev.ua/agencies-have-ignored-staff-retention-for-too-long-heres-how-they-can-change/ Tue, 14 Jun 2022 05:30:58 +0000 https://obitel.kiev.ua/agencies-have-ignored-staff-retention-for-too-long-heres-how-they-can-change/ Agencies won’t get very far if the staff don’t stick around. While some turnover is expected, teams made up of long-term members can provide consistency, reliability, and chemistry that can’t be bought. Over the past year, however, the market has favored those looking elsewhere. In a recent Twitter debate, advertising veteran Derek Walker suggested that […]]]>

Agencies won’t get very far if the staff don’t stick around. While some turnover is expected, teams made up of long-term members can provide consistency, reliability, and chemistry that can’t be bought. Over the past year, however, the market has favored those looking elsewhere. In a recent Twitter debate, advertising veteran Derek Walker suggested that agencies have ignored these issues, rely on an excess of candidates to the detriment of the sustainability of their company. The flaws in this strategy were exposed during the pandemic when agency professionals fled some businesses and rushed to others.

Does your company monitor retention? And how do you create an environment that fosters staff loyalty? Body spirit? Really interesting corporate benefits? Or do you just make sure you pay better than the other guys? We asked expert agency leaders for their perspective.

How do you solve a problem like… staff retention?

Carly Avener, Managing Director, Leo Burnett

Leo Burnett has low churn: We recently celebrated several anniversaries that demonstrate the strength of our culture and our ability to retain staff, including our incredible Office Manager, who has been with us for 50 years.

This is due to the momentum we have as an agency: the great work we do and the effort we put in to ensure our people are clear about Leo’s purpose and their role within it. -this.

We invest in things that matter to our employees (training, D&I, mental health, sustainability), communicate openly with the agency, and ensure people are fairly rewarded for their hard work.

Kev Chesters, Strategic Partner, Harbor Collective

I don’t think the ‘Great Resignation’, the ‘Great Reset’ or the pandemic really changed the fundamentals.

To limit employee turnover, always show people that you value them as people first and employees second.

It’s about giving people the flexibility to work the way they work best, compensating them fairly, and providing them with a clear path to progress.

Also, don’t try to keep people who don’t want to stay. More than half of the people who accept a counter-offer are no longer in the same position twelve months later. As in all relationships, sometimes it’s better to part ways amicably.

Anne Stagg, UK Managing Director, Merkle

We have ensured that our leadership team is as visible and accessible as possible to all employees. We believe it is essential to build an infrastructure from the ground up and embed an inclusive culture where employees can speak openly without judgment and feel supported, and where feedback is valued and implemented.

We have achieved this through regular sessions with senior leaders and proactive mental health and meditation initiatives to provide staff with the opportunity to engage in open dialogue with the broader workforce. Competing on pay alone may not be the only option, but creating a truly collaborative workforce, engaging people and using positive influence will go a long way in minimizing turnover. Staff.

Ewen MacPherson, Group Human Resources Director, Havas UK

I agree that “people don’t leave companies, they leave managers”, which Derek’s tweet alludes to, but the current talent crisis is much more complex than that. It’s a confluence of different dynamics, many of which are positively driven. Additionally, the majority of people moving now (in all industries) weren’t actually looking in the first place – scarcity in the market creates opportunity (and inflates salaries disproportionately), and these factors distract from positive employment experiences.

Our employees have rated us as a great place to work for three years in a row and in the toughest times. Sometimes you have to accept that all you can do is your best – treat your employees well, create an exceptional employee experience, and let the rest take care of itself.

Tilly Morgan, Director of Operations and People, Wilderness

At Wilderness, staff retention is tracked monthly against our new hire forecast to ensure overall growth for the year. We conduct monthly employee engagement, leadership and management surveys to get direct feedback from our team on areas where we can improve. From these surveys, we were able to identify employees who were considering new opportunities at other companies, speak to them directly, and generate a future roadmap of their progression. This has allowed us to extend the average life cycle of team members from six to 12 months.

People like to know where they are going and how to get there. At Wilderness, we invest time in identifying opportunities, mapping routes to get there, and financially investing in staff training to support their journey.

Aubree Cross, Vice President of Marketing, Booyah Advertising

We have always known that talented and fulfilled people are the key to the success of our agency. The stability that high retention brings to both the customer experience and our general operations is invaluable. We trust our teams and invest in them and their careers.

With benefits like professional management training, strong 401k matching, and a decade-plus unlimited PTO program, we help our team members feel fulfilled and excited about working at Booyah for the long term. One of the biggest mistakes an agency can make is taking its employees for granted.

James Maxwell, Executive Creative Director, Teamspirit

If you want people to stay, you need to focus on them and how you treat them day to day, not the benefits. Life happens: their dogs die; grannies get sick; the boilers break down; ambitions change. We believe in really showing our care and care for people, and that means trusting them, not micro-managing them, flexibility where needed and much more, vital support – but often not flashy-. That’s why we don’t dictate for what reasons compassionate leave can be taken: it’s not up to us to know who matters most. This is why our parental leave is inclusive and covers all types of family structure and composition.

If you treat people as if the things that matter to them matter to you as a business, then the long-term plans that matter to you, the business, are more likely to matter to them.

Chris Jefford, Managing Director, Truant London

The key to employee retention is not pay and benefits. People stay – in our experience – when they buy into the vision and values, and when they see these come to fruition in the workplace culture. And when the team is given the confidence, freedom and autonomy to make decisions that allow them to leave their indelible mark on the company.

No amount of free drinks, table tennis competitions, or summer Fridays can hide a shitty culture, and pay raises just hide the cracks for so long. So create a vision that people want to play a part in and let them.

Jason Cobbold, Managing Director, BMB

The agency’s preoccupation with bright new hires is a bit like an addiction to new business — and just as misplaced. It doesn’t matter if you lose the things you value the most.

In a world where the ability to have a flexible workforce that can scale up and down really matters, so does having a stable, passionate and motivated core. Having the same group of people growing together and understanding each other is often the differentiator for an agency. We need to move from celebrating the magic of the new to the real magic that comes from consistency.

James Callahan, Co-Founder and Managing Director, FutureDeluxe

Companies have to work really hard these days to make sure their teams are happy, motivated, inspired, valued, well paid and part of a vibrant community. Otherwise they will leave. Or, at least, not give it their best.

Historically, we have had quite impressive staff retention. Empathy is the key. Understand how the staff feels, then do something about it. Don’t underestimate the power of a good conversation over coffee.

We offer unlimited vacations, flexible and remote working and a great atmosphere. Even so, keeping staff happy and motivated to stay long term is a work in progress and something we are always looking to improve.

Mark McDonagh, Director of Client Services, EBY

From experience, many agencies talk about a good game, only to have staff members sobbing in the toilets because of the toxic environment that exists, and then they leave.

Action speaks louder than words; Genuine support and flexibility has been key to retaining our staff at EBY. More than 50% of our team of 14 people have been part of the agency for more than 10 years. Whether it’s helping team members relocate, flexible working hours, or not losing a single person during the pandemic, these are things that are (almost) as important as raises. salary and promotions.

Patti McConnell, Co-Founder and Managing Partner, Something Different

We expect there to be more to life than work. We talk about our talent: go see your sister in London. Go football coach. Work abroad. Bring back that juju. We trust, and that makes people want to stay. Before Covid, we worked from anywhere – it was part of our founding model. Booking a mid-day appointment is no problem, just do your job. With trust comes individual ownership and responsibility, which gives power.

In the office, we treat the staff to lunches and coffees, we eat together. This in addition to giving raises and continuing to pay 100% health benefits and matching 401Ks.

Do you want to participate in future debates? Email me at sam.bradley@thedrum.com.

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Google pays $118 million to women who earn less than men https://obitel.kiev.ua/google-pays-118-million-to-women-who-earn-less-than-men/ Sun, 12 Jun 2022 13:17:44 +0000 https://obitel.kiev.ua/google-pays-118-million-to-women-who-earn-less-than-men/ Google has agreed to pay more than 15,000 employees $118 million as part of a settlement. The company has been accused of paying its female staff $17,000 less a year than men for the same work. A lawsuit was filed in September 2017 by four former Google employees. Loading Something is loading. Google has agreed […]]]>
  • Google has agreed to pay more than 15,000 employees $118 million as part of a settlement.
  • The company has been accused of paying its female staff $17,000 less a year than men for the same work.
  • A lawsuit was filed in September 2017 by four former Google employees.

Google has agreed to pay more than 15,500 employees $118 million to settle a longstanding gender discrimination and fair pay lawsuit, court documents show.

The settlement covers employees of 236 job titles in California since September 14, 2013, plaintiffs’ law firms Lieff Cabraser Heimann & Bernstein and Altshuler Berzon said in a press release.

Employees worked at many levels and divisions, with average pay around $7,600.

The agreement follows a complaint filed in September 2017 by former employees Kelly Ellis, Holly Pease, Kelli Wisuri and Heidi Lamar.

The initial filing said Larmer, a preschool teacher at Google’s children’s center, was paid $18.51 an hour, while a less qualified and less experienced male counterpart was paid $21 an hour.

Google was accused last year of paying its female employees $17,000 a year less than male staff doing the same work in the ongoing lawsuit. They initially sought $600 million in damages.

According to the filing, the settlement calls for an independent industrial organizational psychologist to analyze Google’s hiring practices and pay equity.

Ellis, who served as a software engineer at Google’s Mountain View headquarters for about four years, said she hoped the deal would mark a shift in her practices.

Peas in a report“As a woman who has spent her entire career in the tech industry, I am optimistic that the actions Google has agreed to take under this settlement will ensure more fairness for women. Google, since its creation, is leading the tech industry, and they also have the opportunity to lead the charge to ensure the inclusion and equity of women in tech.”

A preliminary approval hearing is scheduled for June 21.

Google did not immediately respond to Insider’s request for comment made outside of normal working hours.

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Holidays in Italy are under threat as airport staff announce strikes over the summer https://obitel.kiev.ua/holidays-in-italy-are-under-threat-as-airport-staff-announce-strikes-over-the-summer/ Fri, 10 Jun 2022 13:12:53 +0000 https://obitel.kiev.ua/holidays-in-italy-are-under-threat-as-airport-staff-announce-strikes-over-the-summer/ Share the article Last update 19 minutes ago The chaos of summer travel in Europe will only get worse. Now that travel demand has returned to 2019 levels and most countries have scrapped entry rules, Europe as a whole is failing to handle higher passenger numbers amid reports of a reduction in airport staff. In […]]]>

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Last update

The chaos of summer travel in Europe will only get worse.

Now that travel demand has returned to 2019 levels and most countries have scrapped entry rules, Europe as a whole is failing to handle higher passenger numbers amid reports of a reduction in airport staff. In Italy, the situation is particularly worryingas the operators have just announced strikes during the summercasting shadows over the holidays of millions of people.

Airplane flying over the Colosseum in Rome, Italy

On Wednesday June 8, several air traffic controllers left their posts for a full 24 hours, severely disrupting travel to and from Italy and other European countries. The move halted airport operations at major Italian hubs, leading carriers like ITA Airways, EasyJet and Ryanair to cut a number of flights.

Unfortunately, this could be replicated in the summer months (much busier) as the number of passengers increases:

Busy Fontana Di Trevi in ​​Rome, Italy

The strike leads to the cancellation of several flights across Italy

Earlier this week, millions of travelers were disrupted in Italy after unionized air traffic controllers struck. The situation only got worse when unions then called on workers at some low-cost airlines, such as Ryanair, to join the strike for four hours, leading to hundreds of delays and cancellations.

According UIL Transportationthe real union behind the strike, 360 flights have been canceled and 4,000 passengers directly affected. Those due to fly with Ryanair have been hit hardest as UIL Trasporti and FILT-CGIL, another workers’ union, have urged a four hour strike for company workers in Italy.

Black female air traffic controller holding tablet in airport tower.  The office room is full of desktop computer screens with navigation screens, plane departure and arrival data for the team

Their main complaints related to reductions in remuneration linked to on-board sales and difficult working conditions endured by Ryanair staff. The company, Europe’s biggest low-cost airline flying to hundreds of destinations on the continent and beyond, later denied that its crew took part in the strikes – even though their scheduled flight had been affected.

According to a spokesperson, the delays and cancellations suffered by customers are linked to the departure of air traffic controllers. At least 14 flights who were due to depart from Milan were grounded, passengers bound for London bearing the brunt. Ryanair apologized for the inconvenience but maintained the strikes were beyond its control.

Passengers crossing the EGate at Fiumicino airport in Rome, Italy

Another low-cost carrier, EasyJet, also blamed its multiple cancellations on Wednesday on departure from Italian controllers. Passengers due to travel to Bologna, Milan, Naples, Rome and Venice all had their long awaited summer vacation ruined. ITA Airways experienced similar disruptions, but managed to reroute most of its passengers to avoid the strike.

Disruptions will continue throughout the summer

Lemons hanging from a tree with a view of the Amalfi coast in southern Italy, mediterranean concept, Europe

While flight operations have since resumed, the unions involved continue to list poor pay conditions for their actionas well as “arbitrary wage cuts, non-payment of sick leave, the company’s refusal to grant time off during the summer season, and the lack of water and meals for the crew”.

Signaling they or they will call more strikes in the coming months if an agreement is not reached quicklya spokesperson for UIL Trasporti conceded that “this will only be the first in a series of protest actions that will make the summer hot‘. Unfortunately, airports – and airlines – are unlikely to overcome their current short-term challenges.

Long queue of people queuing in an airport, travel chaos concept

Europe’s airports are already in deep trouble due to a lack of staff at a time when passenger numbers are skyrocketing, and a large majority of European hubs predict a chaotic summer ahead. With the possibility of more strikes to come, this will only worsen the aviation crisis of 2022, even after Covid is gone.

Expect Italy travel delays in the coming weeks

ITA Airways Concept Image, Fiumicino Airport, Rome, Italy

During the summer, winding queues and extremely busy departure halls will be a common sight across Europe, as the industry goes on a hiring spree to try to salvage the first post-Covid tourist season. A total of 191,000 aviation workers were fired during the pandemic, making it virtually impossible for airports to fill all the gaps before the start of summer.

Italy may have fully lifted all pandemic-related restrictions on June 1, again allowing foreigners to visit regardless of their vaccination status, but holidaymakers can now have more pressing issues – other than Covid – at their fingertips. If you are leaving for Italy soon, check your flight status before you go to the airport and make sure in case of cancellation before you travel.

Read more:

Travel insurance that covers Covid-19 for 2022

Spain and Italy won’t follow EU in removing masks on flights this week

Why Travelers Should Only Pack One Carry-On Bag This Summer

Delta says flights will see record price increases this summer of up to 30%

What travelers should know about the spread of the Monkeypox virus in Europe

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‘Big Resignation’ hits White House with staff turnover | Economic news https://obitel.kiev.ua/big-resignation-hits-white-house-with-staff-turnover-economic-news/ Wed, 08 Jun 2022 19:57:00 +0000 https://obitel.kiev.ua/big-resignation-hits-white-house-with-staff-turnover-economic-news/ By ZEKE MILLER, Associated Press WASHINGTON (AP) — New White House press secretary Karine Jean Pierre was saying her third on-camera goodbye to a staff member leaving in less than 24 hours when she joked to reporters, “I promise we we’ll have a press shop.” She added, “Not everyone leaves.” It’s a dynamic playing out […]]]>

By ZEKE MILLER, Associated Press

WASHINGTON (AP) — New White House press secretary Karine Jean Pierre was saying her third on-camera goodbye to a staff member leaving in less than 24 hours when she joked to reporters, “I promise we we’ll have a press shop.” She added, “Not everyone leaves.”

It’s a dynamic playing out across the White House complex this month – and further proof that even the White House isn’t immune to what’s been called “the great resignation.” as employers struggle to fill vacancies and workers move into new jobs at record rates.

The administration is going through an unusually high period of staff turnover as President Joe Biden approaches 18 months in office. Long working hours, low morale and relatively low salaries weigh on both the senior ranks and the more numerous junior aides who keep the White House running.

It’s not unusual for personnel to change at this stage of a presidency, but the speed of change has sometimes been brutal: two-thirds of the White House press shop, much of the In the COVID-19 response, two of the deputies on the president’s advice, even the staffer who manages the White House Twitter account all depart within weeks of each other.

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Some of them are by design. By custom, White House staff have been told to leave in July or wait until after the November election, according to current and former officials.

Yet the turnover, especially in the senior ranks, pales in comparison to President Donald Trump’s turbulent first year, which hired and fired staff at a record pace. Additionally, Biden White House’s staffing was more stable than many predecessors in its early days, making recent and upcoming releases more visible.

The extent of Biden’s turnover will not be clear until the end of the month, when the White House is due to submit its annual salary report to Congress.

Biden aides insist the departures are not tied to the president’s low poll numbers, but instead reflect a natural transition for staffers – some of whom have also worked long hours on the campaign – seeking to improve their quality of life. Helpers stressed that replacements have been secured for most departing staff and that no critical roles are vacant.

“This is a normal time for this level of turnover in any administration,” White House spokeswoman Emilie Simons said. “Public service involves sacrifice, and staff often have young children or promising careers in the private sector that they have put on hold, or opportunities for advancement within government or through higher education. “

Many departing aides head to federal agencies, which have far deeper pockets than the president’s small executive office. They can often double their salary and significantly reduce their workload.

In many ways, the departures echo a broader trend in the economy — which the Biden White House has championed — where a historically tight labor market has given workers unnatural leverage to seek better-paying, more compatible jobs. with their post-pandemic lifestyle.

“We’ve seen these historic levels of quits,” said Nick Bunker, director of economic research at the Indeed Hiring Lab. “We’ve also seen very rapid job growth, so people are kind of taking advantage of the situation, getting new jobs, getting higher salaries. So I think that’s from a workers perspective, pretty much a positive story overall.

More than 4 million workers quit their jobs every month over the past year, according to Labor Department data, representing nearly 3% of all workers quitting their jobs every month, most for jobs. other work opportunities.

“It’s a labor market right now,” then-White House press secretary Jen Psaki told MSNBC last year months before she left for a job. “We know that. People are looking for more reliable benefits. They are looking for higher salaries.”

The White House has bristled at the term “great resignation” and tried to reframe it as what Bharat Ramamurti, the deputy director of the National Economic Council, calls the “great upgrade”.

Congress sets the budget for the president’s executive office, and that budget has remained largely stable even as costs have increased, including some due to the coronavirus response.

Biden also expanded the staff when he entered the White House, thanks in large part to the centralization of the federal response to COVID-19 and climate policy within the West Wing. The 2021 report listed an average salary of around $94,000. This is 40% more than the country’s median household income, but still less than what well-qualified personnel could earn in the private sector.

“White House salaries tend to be much lower than the salaries people had before they entered the White House,” said Kevin Hassett, former chairman of the Council of Economic Advisers in the Trump administration. “It follows naturally from the fact that a president can choose people who are at the top of their profession. So when people go back to their outside profession, wages probably go up for almost everyone. »

Veterans of the old West Wings who serve or have contact with Biden administration officials say there is a noticeable lack of joy in the White House complex. The pandemic has diminished some of the perks of work that generally make work demands more bearable, they said.

“These aren’t perks in a superficial sense, but they are moments that strengthen your team, focus you on the mission, and recharge your batteries,” said Eric Schultz, deputy senior White House press secretary at the end of the Obama administration. . “Nobody goes to the White House to get to the coast, but the jobs are running out, so inspiration along the way can mean a lot.”

The pandemic has meant few bowling alley birthday parties in the bowels of Eisenhower’s executive office building and reduced the ability to show loved ones around the historic workplace. In December, the White House was unable to hold holiday parties for staff because of COVID-19, and travel is only returning to pre-pandemic norms. For Biden’s first year in office, most employees couldn’t even stand on the South Lawn aisle to see the president arrive or depart on Marine One.

COVID precautions around Biden himself, including testing for those who might encounter him daily, mean many staffers have little personal interaction with their boss. For some departing staff, a highlight of their time at the White House came when former President Barack Obama visited the White House and spoke with staff on the occasion of the anniversary of the Affordable Care Act. Aides said he spent nearly five hours in the building and made a point of mingling with staff — in many cases, spending more time with them than Biden was able to.

Biden, aides said, has revived a pre-pandemic tradition of hosting departure photos for staffers and their families leaving the administration.

Associated Press writer Josh Boak contributed to this report.

Copyright 2022 The Associated press. All rights reserved. This material may not be published, broadcast, rewritten or redistributed.

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Biotech Athersys to lay off 70% of its staff in an effort to cut costs https://obitel.kiev.ua/biotech-athersys-to-lay-off-70-of-its-staff-in-an-effort-to-cut-costs/ Mon, 06 Jun 2022 20:12:56 +0000 https://obitel.kiev.ua/biotech-athersys-to-lay-off-70-of-its-staff-in-an-effort-to-cut-costs/ Diving Brief: Athersys, a biotech company working on a type of stem cell therapy, is to lay off 70% of its workforce, announcing Thursday a restructuring plan aimed at reducing costs. The move comes two weeks after Athersys revealed a late-stage study of its lead drug led by partner Healios KK. missed its main objective […]]]>

Diving Brief:

  • Athersys, a biotech company working on a type of stem cell therapy, is to lay off 70% of its workforce, announcing Thursday a restructuring plan aimed at reducing costs.
  • The move comes two weeks after Athersys revealed a late-stage study of its lead drug led by partner Healios KK. missed its main objective in the treatment of ischemic stroke. The company’s shares fell more than 60% on the day the news broke.
  • Athersys expects to complete its restructuring by the end of June. Even with the spending cuts, the company said it will need to raise funds in the future and hinted at exploring other options.

Overview of the dive:

Athersys’ research efforts center on a cell therapy platform that it studies in a range of conditions, including stroke, respiratory distress and heart attack.

In the area of ​​stroke, Athersys is working with Japan’s Healios, which has tested Athersys cell therapy as a stroke treatment in a phase 2/3 trial called TREASURE. The placebo-controlled study was conducted in Japan and recruited 206 older adults with moderate to moderate-severe ischemic stroke.

Results showed that treatment with Athersys therapy did not significantly outperform placebo on the primary study endpoint, which was defined as achieving an “excellent outcome” out of three function measures at 90 days.

Although the trial results were insufficient, Athersys executives said in a June 2 conference call that they and Healios would continue to analyze the study results.

The company said in its statement that its restructuring plan is intended as a first step to make it “more attractive for both financial and strategic partners”.

Athersys employed 104 people as of December 31, 2021. The restructuring plan will cost the company about $3.5 million in severance costs.

Along with the job cuts, several senior members of the management team are also leaving. Athersys president and chief operating officer William Lehmann left the company on May 31. Executive Vice President and Chief Scientific Officer John Harrington and Chief Financial Officer Ivor Macleod will step down at the end of June.

Athersys CEO Daniel Camardo said on the conference call that the departures are not in response to the decline in the company’s shares, which have been trading at less than $1 per share since February.

Going forward, Athersys will focus on its MASTERS-2 trial, which is taking place in the Asia-Pacific region, Europe and the United States. The company, however, said it will need to raise more funds to fully enroll in the study and report the results. .

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