252 vacant social units in Limerick

first_img THERE are currently 252 vacant social housing units in Limerick  – the fourth highest figure in the country behind Cork City, Dublin City and Cork County.Nationally, there are 3,000 social housing units lying empty.Sign up for the weekly Limerick Post newsletter Sign Up A spokesperson for Limerick City and County Council explained that of the 252 units, just 29 units “could be considered lettable”.According to the local authority, these 29 properties are “short-term casual vacancies currently being offered or repaired”.The council provided a breakdown of the remaining vacant units and revealed that there are 111 voids awaiting long-term refurbishments including four apartment complexes.“Cluid Housing Association have now begun work bringing 20 apartments at Hyde Road back to use,” added the spokesperson.There is one house being renovated for “special adaptations”, as well as one vacant site, and 110 units in Regeneration areas “being refurbished or demolished”.The local authority’s social housing portfolio amounts to a total of 5,121 units.The latest figures in relation to Limerick City and County Council’s housing waiting list show that there are now more than 4,600 people seeking social housing.Jackie Bonfield, general manager, Mid West Simon said the homeless charity is in regular contact with the council in relation to potential voids coming on stream.“We are aware that a third of all council lets are being allocated to homeless people and we look forward to the planned 36 units, 12 of which are for the homeless, due to be back in stock by year’s end. While the figure of 252 is very concerning we understand that this figure includes Regeneration units to be knocked.”Ms Bonfield continued: “We urge both council and central government to work in a more cohesive manner to ensure that any potential properties come on stream in a timely manner, including voids and NAMA properties. We appeal to the government to consider all solutions to the current housing crisis so as a society we can begin to move away from emergency-led responses and move towards providing access to affordable, permanent housing with support – a housing-led approach.” Limerick’s National Camogie League double header to be streamed live WATCH: “Everyone is fighting so hard to get on” – Pat Ryan on competitive camogie squads Vanishing Ireland podcast documenting interviews with people over 70’s, looking for volunteers to share their stories Facebook Email WhatsApp Predictions on the future of learning discussed at Limerick Lifelong Learning Festival News252 vacant social units in LimerickBy John Keogh – November 12, 2015 807 Twittercenter_img Print Advertisement RELATED ARTICLESMORE FROM AUTHOR Limerick Artist ‘Willzee’ releases new Music Video – “A Dream of Peace” TAGSJackie BonfieldlimerickLimerick City and County CouncilMid West Simon Communitysocial housing Previous articleGarda warning to hoax callersNext articleLessons in lunch from Limerick schools John Keoghhttp://www.limerickpost.ie Linkedin Limerick Ladies National Football League opener to be streamed livelast_img read more

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Age aware

first_imgThe Employment Equality (Age) Regulations came into force on 1 October, 2006, providing protection from age-related discrimination in the workplace for employees and applicants alike. Now, the first Employment Tribunal case to reference the legislation has been heard and has seen a 67-year-old employee reinstated to her post.Consequently, it is worth emp-loyers refreshing their memories of the basic requirements of the regulations, so as to avoid falling foul of the law themselves, particularly since recent surveys of workers and employers have produced some interesting results; one in 10 workers claimed to have experienced age discrimination, even since the introduction of the legislation and, in contrast, employers believed they were fairly or very well informed about the legislation, even though, in an ACAS survey of 750 small businesses, less than 30% of them then responded correctly to a question about whether it is still lawful to have a retirement age.RecruitmentSome simple mistakes occur at the recruitment stage, where employers are often confused about whether they can specify how much experience they’re looking for.There is nothing in the regulations that prohibits employers requiring certain experience. However, the pitfall to beware is that “time-linked” experience is likely to be indirectly discriminatory, since, generally, only applicants who have worked for the specified period will be able to apply. The effect of this is indirect discrimination, often towards younger applicants who may not have the experience specified because they had only just left school/college and are too young to have been able to work the required period.Employers need to be able to justify the reason for the period of experience they have specified and should also be aware of “direct” age discrimination – such as specifying an age range for applicants – which is likewise unlawful unless it can be objectively justified.The only exception to an employer refusing to employ someone on grounds of age is where a person is older than, or within six months of the employer’s normal retirement age – or 65 if the employer doesn’t have a normal retirement age – as the regulations provide an exemption for that category.Another area of confusion concerns job advertisements and titles. Although many employers are now aware that words such as “youthful”, “young”, “mature” or “older” should not feature in adverts, only once Tribunals have considered more age-related cases will we have guidance on other words with possible ageist connotations, such as “dynamic”, “responsible” or “ener-getic”. In the meantime, it is sensible for employers to be mindful of the language they use in adverts and focus on the job itself.There is no case law from the English Tribunals at present, but a recent Irish case, where age dis-crimination laws have been in force for some years, is relevant here. The complainant was asked questions about his age at an early stage of the interview process, including questions on the application form such as “living with parents/renting/mortgaged accommodation”, “number of children”, “age” and “date of birth”. He provided incorrect information, arguing that the questions were “irrelevant and invasive” and was not appointed to the post, despite being suitable. He was awarded E5,000, as it was held that he had been discriminated against on grounds of his age.Since discrimination law enables an individual to bring a claim if they can demonstrate that their ’age’ may have had an impact, employers should avoid any practice where someone may ’infer’ that age was an issue, such as asking for date of birth or the sort of questions raised in the Irish case.Once in a post, employees are in a better position to assess general treatment, so it’s important for employers to treat employees fairly and to be seen doing so, and to keep good records of all aspects of the employment relationship, from adverts to interview notes and from appointment letters and contracts, to termination documents.This is particularly important where any potentially contentious matters arise, such as a disciplinary or a dismissal (including redundancy), as employees may allege that the basis for the action was the employer’s age discrimination against them. In such as case, for the employer to defend the claim, documents providing an “audit trail” of the reasons for any action or decisions taken will prove vital.Employers should inform employees on how they will deal with unacceptable employee-to-employee behaviour since, even though any victimisation or harassment might be conducted by employees themselves, it’s usually the employer who is vicariously liable for their actions.RetirementThe regulations have introduced a national default retirement age of 65, which means employers can retire employees (or set retirement ages) at or above 65 and retirements or retirement ages below the default need to be able to satisfy the test of objective justification.Irrespective of the age an employer sets, they will have to follow the ’Retirement Procedure’, the first stage of which is to notify the employee, at least six months in advance of the retirement date, of their right to request to continue working. If the employee makes such a request, they should then meet to discuss it, following which the employer should inform them of their decision, which the employee can appeal. n—-=== Summary and tips for employers ===1. Avoid using age in any aspect of an employment-related decision, wherever possible2. Consider if age – or time-linked experience – really matters to the job in question3. Confirm that reasoning is not based on assumptions about age or on preconceived ideas4. Consider whether the same aim can be achieved in another way than by using age or time-linked experience5. Imagine explaining why age or experience was relevant – having to objectively justify using such criteria – to help clarify, first, whether you need to include it and also what reasons would you give to justify inclusion6. Remove age-related questions from person specifications, job adverts and application forms; they can be included on Equal Opportunities forms7. Keep good records of interviews, offers made and rejections, training undertaken or declined, and promotions8. Check whether service- related benefits that accrue with time are discriminatory9. Ensure that redundancies are not made on the basis of age or length of service10. Ensure managers are aware of the Retirement Procedure. lBrigit Foster is an employment lawyer at Darbys LLP solicitors in Oxfordlast_img read more

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Mid-Year Marks: 2019 Student Government Insider

first_imgDiane Park | The Observer Read below for all of the mid-year marks for the 2019 student government administrations of Notre Dame and Saint Mary’s:Boyle, McGuire discuss mid-year progressSaint Mary’s SGA president reflects on semester of community-building during time of administrative transitionStudent government department reviewsSaint Mary’s SGA committee reviewsSenate examines finances, passes resolutionsStudent Union Board expands programming, empowers freshmen2019 Notre Dame Class Council Reviews2019 Saint Mary’s Class Council ReviewsStudent government plans civil discourse launch for next semesterND, SMC student government administrations discuss Midnight Express cancellationHPC encourages participation in dorm events, bridge with administrationTags: Elizabeth Boyle, HPC, Notre Dame Student Government, Patrick McGuire, Saint Mary’s Student Government Association, Student Government Insider 2019, Student Union Boardlast_img read more

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Rev. Billy Graham: Life and legacy of ‘America’s pastor’

first_imgWatch the latest video at <a href=”http://www.foxnews.com”>foxnews.com</a>He’s known as ‘Amercia’s pastor,’ Rev. Billy Graham passed away at age 99. He’s preached to more live audiences than anyone in history and rose to prominence as a spiritual adviser for almost every U.S. president. Here’s a look back at Graham’s life and lasting legacy.last_img

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