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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. See all posts by Peter Stephens Image source: Getty Images. 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. Forget buy-to-let! 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The 750 striking Harvard University Dining Service workers — cooks, dishwashers, servers and cashiers — brought multibillion-dollar Harvard University to its knees on Oct. 25, 2016. After a three-week strike, the university bosses caved, giving the members of UNITE HERE Local 26 even more than they had initially demanded. Most importantly, all the health care takeaways the Harvard Corporation had demanded were off the table. The strike victory holds valuable lessons for the workers and oppressed in the age of global capitalism — particularly now, under the Trump administration and the rise of fascist, racist elements. Workers World’s Martha Grevatt interviewed Chief Steward Ed Childs, a cook and leader in Local 26 for more than 40 years. This is the first in a series of articles based on the interviews where Childs explains how the workers won.The Harvard University Dining Service workers are a majority women, a majority immigrant and half workers of color. Our members are from all over the world — Africa, Asia, the Middle East, Europe, the Caribbean and Latin America. We have long-term veteran workers and young workers. How did this diverse workforce — who said to the world that “Health Care Is a Human Right!” — come together and defeat the Harvard Corporation, run by the likes of Citigroup and Goldman Sachs?We had a militant rank-and-file committee, but most were new to organizing a fightback. Our strike was spread out over 20 different locations in eight schools in two different cities. How did we overcome these challenges?We began preparing for a possible strike well in advance, holding numerous meetings in every dining hall, on every shift, as well as constituency meetings. These included constituencies within the union — cooks, dishwashers, servers and cashiers — but also constituencies on campus: law students and medical students; Black, Muslim, LGBTQ and women’s organizations; and other campus unions. At every meeting we went over Harvard’s takeaway demands point by point.The need for affordable, quality and preventive health care is universally understood. Our rank and file was part of that experience. They recognized later why all these seemingly endless meetings were necessary.Building union structureThrough the decades we have built a classic structure for union organizing and developed leadership in the rank and file. We did this through classes — for shop stewards, organizing and leadership — and by meeting with workers one-on-one. We brought leaders up from the bottom.I teach a course on organizing. You need a structure. At each worksite there are one or two stewards and secondary leaders. We have regular steward and leadership meetings. The structure builds the ranks, gives you more options about how to organize and takes care of a high turnover of workers by not relying on just one leader. This means you can survive — it’s more work, but you get more satisfaction and results. In the General Motors sit-downs in the 1930s, the United Auto Workers had a structure that engaged the rank and file. It could not have succeeded with a top-down, business unionism model.In the past there had been a large turnover of top leaders, so we focused on building leaders in the dining halls again. No hall went through the past year without a major meeting every couple of months.Another purpose of these meetings was to politicize the issue of health care. As far as the bourgeoisie were concerned, the money that goes toward health care was forced upon them by past struggles, and now they were going to take it back and keep the money themselves. The capitalists let loose on us over health care.There had been a successful campaign to get rid of the previous Harvard president, Larry Summers. The CEO of Goldman Sachs then took over the reins as interim president. That’s when Harvard Corporation took direct control. The president had an open house, invited union people and spelled out that the corporation intended to take a lot away and the main thing was health care. Throughout the entire economy, the bosses are doing it, so Goldman Sachs figures, why not at Harvard?Goldman, Bank of America, Citibank and their ilk all have had campaigns to undo health care. They actually told us years before that they would target us. It was a political campaign to undercut pensions, to keep layoffs with no compensation, but particularly to cut our health care. They never said they couldn’t afford it. They said, “This is the industry out there.” To settle our health care demand would have cost them less than half a million dollars. But they offered $1 million to $1.5 million worth of stuff we weren’t even asking for if we would just drop our demand to hold the line on health care. Our ranks knew that.On June 20 our contract expired. The usual summer layoffs took out all but 200 of our members. In September everyone came back ready to fight. There was a near-consensus on campus to support us if we struck for health care. We gave the bosses an ultimatum: If you don’t give in, we are going out.Building coalition around health care benefitsCoalition building was paramount. Spending over 40 years in the leadership of Workers World Party has taught me that. We reached out to all groups that had an interest in joining us in the struggle to maintain health care benefits.Everyone in the university community is in some way affected by the lack of adequate or affordable medical care or discrimination in health care. Professors and graduate student workers — who at Harvard are not unionized — are threatened by increased payments for health care. There are students who have no health insurance.Women, Muslims, people of color and LGBTQ people are all discriminated against by the health care industry under capitalism. They had a stake in the coalition, which was built up slowly and with patience over time. It included groups like the Black Student Association, Harvard Islamic Society, Muslim Student Society, Harvard Law Students, Black Law Students, Student Labor Action Movement (SLAM), campus LGBTQ groups and women’s groups, and the Jewish student group Hillel.Well before the strike began, the union embraced all these constituencies with a stake in the demand for affordable, quality, preventive health care for all. We met at a dormitory called Adams House in April, and this cemented the coalition among our members, students, faculty and other campus unions. A lot of radical students, including those in SLAM, live at Adams. Two progressive professors hosted the meeting. The union officialdom of UNITE HERE Local 26, who came at our invitation, tried to change the coalition-building character of the meeting and run it like a regular membership meeting, but we wouldn’t let that happen.A lot of student and campus union allies spoke. Our rank-and-file leaders spoke. The Black law students had just had an occupation over racism, and no one had supported them until our union got behind them. They were fantastic when they spoke. That meeting was where we first met the medical students. The room sat 100, and it was not only packed but overflowed into the street. The meeting made an impression on the union leadership.We also brought our coalition partners into our dining hall meetings so they would bond with the workers and the workers could see the living coalition. By the time the strike began in October, we had our fighting infrastructure well-established.Phebe Eckfeldt, Steve Gillis, Steve Kirschbaum, Milt Neidenberg and Minnie Bruce Pratt contributed to this series of articles.FacebookTwitterWhatsAppEmailPrintMoreShare thisFacebookTwitterWhatsAppEmailPrintMoreShare this
WhatsApp Limerick responding to its FDI potential TAGSCllr Cian PrendivilleCllr Daniel ButlerCllr Elena SecasCllr James CollinsCllr Joe LeddinCllr Shane CliffordCmhlr Séighin Ó CeallaighlimerickLimerick City and County Council NewsCouncillors divided over water chargesBy John Keogh – May 21, 2015 739 900 homes with go-ahead still on drawing board by Kathy [email protected] up for the weekly Limerick Post newsletter Sign Up LIMERICK councillors were divided along party lines this week regarding a motion calling on the local authority to abandon water charges.The motion, tabled at the Metropolitan District meeting by Anti-Austerity Alliance councillor Cian Prendiville, asked the council to write to the Ministers for the Environment and Justice calling on them “to scrap draconian plans to bring water bill non-payers to court”.The motion also urges the Ministers “to follow the example of the old Limerick City Council and abandon the water charges, and instead fund the service through progressive taxation”.Cllr Prendiville told the meeting that the Government is “all bark and no bite” and that “Irish Water still can’t take money from people’s wages and social welfare payments”.He added that it would “cost millions and take millennia” to initiate court proceedings against every person who refuses to pay their water charges.Comhairleoir Séighin Ó Ceallaigh (SF) said he agreed with the motion because “water is a basic human right; people should not be charged for it”.“The Government has lost the mandate of the people, they lost it a long time ago,” he added.Fianna Fáil councillor Shane Clifford commented: “Irish Water have been completely discredited by the Government. It must be very difficult for the Fine Gael and Labour councillors to come in here and defend the indefensible.“What should have happened is the system should have been fixed. When we’re not losing 50 per cent of our water every day then we can talk about water charges.”His fellow Fianna Fáil councillor James Collins pointed out: “Irish Water is a Government creation of Fine Gael and Labour. We do need investment in water infrastructure, but if the money used to create Irish Water had been invested in the infrastructure, then the charges wouldn’t be as high.”The motion was passed after receiving unanimous support from members of opposition parties, however councillors from the Government parties Fine Gael and Labour voted against it.Fine Gael councillor Daniel Butler remarked: “I don’t want to be associated with this motion. I’m very much pro water charges. If we want to maintain services we need water charges. I agree that Irish Water haven’t done the greatest job so far, and hopefully that will change.”Labour councillor Joe Leddin also disagreed with the motion and said: “The Anti-Austerity Alliance are anti-everything. They’re anti-charges but they want the best of services.”His party colleague Elena Secas suggested that local councillors should focus on local issues and commented: “We spend a lot of time discussing things that we really can’t resolve at local level. If we write a letter to the Ministers and get a response, what do we really achieve from that?” TV producers filming at Troy Studios urged to employ Limerick people RELATED ARTICLESMORE FROM AUTHOR Linkedin Print Facebook Advertisement Concerns raised over Punches Cross student development Happy ever after for Limerick’s last Metropolitan Mayor Email Twitter Previous articleLocal businessman brings new hope to SouthillNext articleIt’s the Real McCoy John Keoghhttp://www.limerickpost.ie O’Connell Street revitalisation plans lack ambition
LimerickNewsLIT is awarded more than one million euro for Minor Capital WorksBy Meghann Scully – August 28, 2020 116 Limerick’s National Camogie League double header to be streamed live Billy Lee names strong Limerick side to take on Wicklow in crucial Division 3 clash The €25 million funding will be provided to the institutions of technology through the Higher Education Authority (HEA). Print Email Linkedin RELATED ARTICLESMORE FROM AUTHOR Donal Ryan names Limerick Ladies Football team for League opener Twitter A 36% increase on last year’s funding, the €1,023,000 is part of the €25 million Devolved Capital Grant approved by Minister for Further and Higher Education, Research, Innovation and Science Simon Harris TD.This annual investment is being made under the National Development Plan – Project Ireland 2040, and is intended to address only a portion of the immediate capital requirements of Institutes of Technology (IoTs).The grant is intended to support IoTs and Technological Universities in addressing their most urgent infrastructural requirements for the academic year, including maintenance and refurbishment of facilities; replacement and upgrade of equipment, including ICT equipment; and building works.Welcoming the announcement President of LIT Professor Vincent Cunnane said, “This funding will help LIT make important improvements on our five campuses, upgrade equipment, and complete minor infrastructural works, thereby allowing us to deliver on strategic goals.” Advertisement TAGSKeeping Limerick PostedlimerickLimerick Institue of TechnologyLimerick PostLIT Previous articleJanesboro Gain Victory over Nenagh AFCNext article43 patients waiting for beds at UHL Meghann Scully LIMERICK Institute of Technology (LIT) has been awarded just over €1 million for necessary works and improvements to be made to its five campuses during the 2020-2021 academic year. Limerick Ladies National Football League opener to be streamed live Limerick Institute of Technology’s Moylish campus Facebook Predictions on the future of learning discussed at Limerick Lifelong Learning Festival WhatsApp WATCH: “Everyone is fighting so hard to get on” – Pat Ryan on competitive camogie squads
Governmental Measures Target Expanded Access to Affordable Housing 2 days ago August 8, 2019 1,874 Views Related Articles Homebuyers Homeowners mortgage NAHB SFR Single Family Rental single-family housing 2019-08-08 Radhika Ojha Print This Post Some builders are redefining the path to homeownership through new detached rental products. According to a post on the National Association of Home Builders’ (NAHB’s) Best in American Living blog, renting by choice–instead of owning outright–is becoming increasingly popular among millennials.The blog said that this was where newly constructed built for-rent single-family homes came into the picture. These homes, according to the blog, present millennials “with a terrific opportunity to live the American dream–without the additional responsibilities and stress of homeownership.”The blog indicated that one of the key reasons for the rise of these built-for-rent homes was diminishing affordability.The post, written by BSB Design, said that transitioning from a multifamily property to a single-family home was a “move-up” solution for families that desired “to have the flexibility to travel, live a low maintenance lifestyle, or avoid financial burdens.”Additionally, single-family rental homes offered advantages like a backyard as well as enhanced privacy without the expenses associated with homeownership like mortgages, down payment, or maintenance. “As rentals, these single-family products use high-quality interior finishes and materials to mitigate potential damage, and those finishes just feel more luxurious in a detached product,” said Rick Henry, Senior Principal of BSB Design in the blog. “For young families looking to grow, single-family rentals often offer more space.”Citing a survey by John Burns Real Estate Consulting, the blog indicated that 65% of single-family rentals offer three or more bedrooms compared to 11% of apartments.“The statistics also illustrate myriad benefits for builders, developers and property managers,” Henry observed. “First, diversifying product offerings is always a good thing, especially with waning single-family sales numbers of late. Developers appreciate the market penetration these rental homes achieve, allowing them to target younger newlyweds, families and even retirees. And finally, with a lower turnover rate for tenants compared to traditional multifamily rentals, property managers can earn premium rents.” Sign up for DS News Daily Radhika Ojha is an independent writer and copy-editor, and a reporter for DS News. She is a graduate of the University of Pune, India, where she received her B.A. in Commerce with a concentration in Accounting and Marketing and an M.A. in Mass Communication. Upon completion of her masters degree, Ojha worked at a national English daily publication in India (The Indian Express) where she was a staff writer in the cultural and arts features section. Ojha, also worked as Principal Correspondent at HT Media Ltd and at Honeywell as an executive in corporate communications. She and her husband currently reside in Houston, Texas. Data Provider Black Knight to Acquire Top of Mind 2 days ago in Daily Dose, Featured, Investment, News The Rise of Built-for-Rent Homes Share Save About Author: Radhika Ojha Servicers Navigate the Post-Pandemic World 2 days ago Tagged with: Homebuyers Homeowners mortgage NAHB SFR Single Family Rental single-family housing Demand Propels Home Prices Upward 2 days ago Home / Daily Dose / The Rise of Built-for-Rent Homes The Best Markets For Residential Property Investors 2 days ago Servicers Navigate the Post-Pandemic World 2 days ago Previous: Common Securitization Solutions CEO David Applegate Stepping Down Next: Fire and Floods: The Economic Impact of Natural Disasters Data Provider Black Knight to Acquire Top of Mind 2 days ago The Week Ahead: Nearing the Forbearance Exit 2 days ago The Best Markets For Residential Property Investors 2 days ago Governmental Measures Target Expanded Access to Affordable Housing 2 days ago Subscribe Demand Propels Home Prices Upward 2 days ago
Alex Potemkin/iStockBy JON HAWORTH, ABC News(NEW YORK) — It has been hard to find any kind of silver linings since the coronavirus pandemic has essentially put life on hold for much of the nation and the world, but New York City officials have announced a surprising — and welcome — one.New York City Department of Transportation Polly Trottenberg revealed in testimony before the City Council Transportation Committee on Tuesday that it has now been 58 consecutive days since a pedestrian has been fatally struck and killed in the city.This marks the longest stretch since the city began tracking pedestrian fatalities in 1983, according to ABC News’ New York City station WABC-TV.It has been 51 days since New York City shut down all nonessential businesses and mandated that all nonessential government and private-sector workers work from home on March 22.As a result, the city’s typically congested streets have largely been emptied and traffic has been reduced to unprecedented levels.Trottenberg, however, urged the public to remain vigilant even with fewer cars on the streets.“Unfortunately some drivers are taking advantage of our empty streets to speed recklessly, and we know we can never let up our vigilance,” Trottenberg said.Trottenberg said that New York City’s Department of Transportation has issued double the number of these violations as compared to the usual numbers before the pandemic broke out in the region. She also confirmed that the New York Police Department has stepped up targeted speed enforcement around the city as well.“We are continuing to install 60 new speed cameras each month, and plan to meet our goal of standing up the largest speed camera program in the world,” Trottenberg said.Officials say they will continue to concentrate on growing Citi Bike with a focus on the impacts of COVID-19 and that New York City is looking into opening up the city’s streets to pedestrians and cyclists after Mayor Bill de Blasio announced that New York would liberate 100 miles of streets from vehicle traffic, including 40 by the end of this month.Copyright © 2020, ABC Audio. All rights reserved.
Whatdoes a ‘reasonable adjustment,’ as stated in the 1995 Disability DiscriminationAct, actually mean in practice for employers, staff and OH? By Nic PatonThereare 6.2 million disabled people of working age in the UK, accounting for some18 per cent of the working population, according to the Employers’ Forum onDisability (EFoD).Whilemuch of the debate about disability in the workplace has focused, quiterightly, on ways to get people who already have disabilities into employment,in fact, about seven in 10 economically-active disabled people have becomedisabled during their working life. This is a trend that is likely to grow inimportance as the population, and the workforce, ages.Losingthe services of an employee through disability is a costly business. Itdeprives organisations of a considerable asset and all the investment in termsof their skills and experience goes with them. The EFoD estimated one largeemployer found the average cost of retiring an employee on medical grounds was£40,000. So,for the OH professional, dealing with a worker who has become disabled or whoalready has a disability is a vitally important area. While there have beenmany advances, notably the 1995 Disability Discrimination Act (DDA), manybusinesses and managers still have something of a blind spot when it comes toemploying disabled people.‘Disabledpeople will mean having to spend a fortune adjusting the workplace’, ‘it willhit productivity’, and ‘they simply won’t fit in’, goes the argument. Yet,scrub away the prejudice and misconceptions, and these arguments simply do notstand up.Disabledpeople, again according to the EFoD, take fewer days off sick and fewer daysabsent for reasons other than illness compared with non-disabled workers. Theirproductivity rates are on a par with other workers and they have better thanaverage safety records.Despitethis, unemployment rates for disabled people are about two-and-a-half timesthose for non-disabled people. TakeLloyds TSB. For the past two-and-a-half years, the bank has been working withconsultancy Churchill & Friend to improve access to the workplace and theworkplace environment for people with disabilities.Sofar, it has had some 800 referrals from Lloyds, both individuals with adisability who have joined the bank and people who have become disabled whilealready working there.”About73 per cent of referrals are still working for the bank, and of the people thathave left, only 18 per cent have left with bad feeling. So far, we have not hada tribunal case involving the scheme,” says senior partner Phil Friend.Degreeof disabilityHegoes on to explain that while disability is a very individual thing, in theworkplace, it can normally be categorised into four levels: A to D. Level D isthe lowest – possibly someone who suffers from back, neck or wrist pain whileworking at a keyboard, but who would not be labelled disabled.Inthis instance, the best course of action would normally be an OH assessment,followed by a report which, if Churchill & Friend is involved, is sent toC&F for recommendations, which may be things as simple as moving a piece ofequipment or a chair. “But the case is only closed when the individual ishappy that things are better,” says Friend.LevelC is where people are suffering severe pain – they may have difficulties withtheir back or neck from postural problems and may, as a result, be taking a lotof time off. This requires a more specialised assessment, but one that stillinvolves the OH department. Atlevel B, you start to get on to those people who will normally be covered bythe DDA. For these workers, their condition will be permanent and they willneed much more sophisticated work and assessment, not just using the OHdepartment but also specialists that can provide voice activated software, forinstance.Thefinal level – level A – is for those who are definitely covered by the Act,have a permanent disability and have real problems with day-to-day activities.WhileOH would still be involved, bodies such as the Government’s Access to WorkAgency, which provides advice, support and funding to help people withdisabilities in the workplace, would also play a key part.Atthis level of disability, you might be looking at redesigning a job,redeployment, buying in sophisticated equipment (the cost of anything above£300 will normally be covered by between 80 per cent or 100 per cent by Accessto Work), the use of workplace ‘buddies’, sign language support and so on.Thesplit at Lloyds is about 30 per cent in the A to B category, with the restbeing C to D level cases, Friend estimates.Inthe past six months, the consultancy has also begun work with BT helpingrehabilitate workers who, for instance, fall down holes or off telephone poles.So far, there have been some 60 referrals from that pilot. The consultancyworks closely with BT’s OH department, which is outsourced through Accenture,to try to resolve cases and get people back to work.Lackof clarityOneof the key problems with the DDA, suggests Friend, is the lack of clarity aboutwhat a “reasonable adjustment” actually means. But the main thing torealise about such adjustments is that the vast majority either cost nothing orvery little, stresses Bill Fine, senior consultant with AbilityNet, a charitythat provides information and advice on disability and computer issues.Employersfail to realise that the banks of identical computers they have stacked up ontheir desks can in fact be tweaked, at no extra cost, to help such workers.”Wehave one visually-impaired woman who uses a display presentation scheme on hercomputer. It is available as a standard part of Windows, but most people do notknow about it. It means she gets very large presentation and huge colourcontrast,” he says.”Ihave gone into places where people with established pain, who have a lot oftime off, have been given a trackball instead of a mouse, but they haven’t beentold they do not have to use a mouse at all. Or, for instance, you can get abig pointer on your mouse, or you can save keystrokes by using auto-text andauto-correct,” Fine adds.Thecharity runs one-day workshops outlining solutions that cost less than £100 –and never has time to get them all in, he adds. Better training also helps.With the right sort of training and a basic toolkit of solutions, occupationalhealth can do 75 per cent of non-standard assessments itself, Fine estimates.Whilethe charity charges for its services commercially, it will give free advice toindividuals and one-off advice to companies. It also has free downloads andfact sheets on its website.Roleof advocateApartfrom the practicalities of dealing with disability within the workplace, OH hasa critical role in acting as an advocate for the employee with special needs,argues Kit Artus, chairwoman of occupational health recruitment agency CheviotArtus.”OHcan say ‘that person can do it’, they may have to do it differently or you mayneed to make some adaptations to their workstation, but they can do it,”she explains.”Thereal angle is sensitivity. People may be coming to terms with the fact they aredisabled and how it is going to affect their job. It is about listening,sensitivity and concentrating on their abilities rather than their disabilities.”Forsomeone who has an established disability, if you listen sensitively, they willoften tell you the answer themselves. So you need to listen and identify whatyou can do to make sure they get access to all the facilities,” she adds.”If they cannot, say, grip a tap, then you may need to look at the toiletfacilities.”Otherpracticalities – as much common sense as anything – come into play, too.Arrangements for a person with a history of schizophrenia and irrationalbehaviour, but now on a successful treatment regime, might include reviews atsuitable intervals by an OHN. Bankinggiant HSBC, for instance, operates a rehabilitation policy for employees whohave undergone a long-term absence from work for reasons including stress anddepression. This includes a consultation process involving the individual,their line manager, the OH manager and HR department. Ifappropriate, there is a phased return to work, usually over a period of weeks,during which the individual gradually increases the hours or days worked until,if successful, they are able to resume their normal work pattern. Modifyinga job description to remove non-essential but potentially hazardous duties canmean employment continuing with minimal disruption. For instance, removing theoccasional requirement to lift for a person with arthritis or the removal ofwork at heights for an employee with epilepsy can all help. Replacing asensitising or irritant product with an alternative, may, together with healthsurveillance, enable an employee with asthma or eczema to continue working as apaint sprayer or cleaner.Whena ward clerk who had worked at St Thomas’ Hospital in London for 16 yearsdeveloped severe arthritis – necessitating a long period of sickness absence –the trust moved swiftly to adjust her workstation, and a support workerassistant was appointed for nine hours a week, with Access to Work covering 80per cent of the costs.”Ifyou can accommodate employees who have been injured and maintain them in theworkplace, why should there be different treatment for people who come into theorganisation with disabilities?” stresses Artus.Managingthe occupational health of workers with disabilities requires creativethinking. Sometimes self-treatment is the best course, for instance, having aplace where people can go to lie down once in a while, or providing an areawhere diabetics can administer their insulin. Itis also important to work closely with other care providers, to be aware ofresourcing options such as Access to Work, sources of information and adviceand when to turn to specialist agencies, suggests Artus.But,according to Friend, OH nurses still have some way to go. One of the problemshe has had is finding OH assessors who have the right combination of the experienceand commercial nous.”Ido not think that some of them understand the commercial imperatives. Theymight say, for instance, that the display screen needs to be moved morecentrally, but what if they are talking about a cashier in a bank? So you haveto look at other ways of doing it,” he complains.”TheDDA is far less understood by OH professionals than by health and safety. DDAOH specialists are far fewer – people who really understand what a reasonableadjustment can mean,” he says. “We have been through one or two OHconsultancies and have wondered what we are paying them for,” he adds.Contact:Churchill & Friend 01707 324466 www.abilitynet.org.uk www.employers-forum.co.uk www.jobcentreplus.gov.uk (for Access to Work) Comments are closed. Access all areas?On 1 Jun 2003 in Personnel Today Previous Article Next Article Related posts:No related photos.