Friday, November 19, 2010
Looking For Pitbull Poodle Mix
Click for company an obligation to measure work-related stress
The circular Sacconi: traditional risk assessment but also the intangible
ROME - Loads and pace of work, hours and shifts, career paths and even conflicts with colleagues. These are some of the stressors to be evaluated in all workplaces, public and private, large or small, to implement, where necessary, measures to eliminate or minimize stress. This provides the circular signed Thursday by the Ministry of Labour in implementation of the Consolidated Health and Safety at Work. How then the 'path' set out in the document will be applied in practice remains to be seen, although it is easy to predict that on a matter as sensitive and discretionary, however, many conflicts could arise between companies and workers. The circular is a duty, both because the European regulations and the national state, as explained by a note from the ministry headed by Maurizio Sacconi, that 'the risk assessment work must include all the risks to health and safety of workers and of workers. Not only, therefore, the traditional factors, such as, for example, the use of harmful substances or dangerous machinery, but also the "risks of such intangible, including, specifically, those concerning the work-related stress."
THE COURSE - To establish the method by which to identify this risk category, a panel of experts from government, regions and social partners adopted a path, "which represents the minimum level of implementation of the obligation" to which must follow "all employers." First, the circular says, we should define what is the "work-related stress," according to the European Agreement of 8 October 2004: it is the "condition that may be accompanied by discomfort or dysfunction of physical, psychological or social consequence and that some individuals do not feel able to respond to requests or expectations placed in them. " However, the ministry warns perhaps Conscious of this definition, stress is to consider only those caused by 'factors specific to the context and the content of the work. " We should not be confused with short personal or family stress.
EVALUATION GROUP ON TWO-STAGE - Even for this, says the circular, the evaluation must be made on "groups of workers exposed to stress in a homogeneous" and not on the individual. By whom? As with all other risk factors, by the employer, "using the charge of prevention and protection with the involvement of the competent physician, if appointed, and after consulting the representative of the workers' safety." The evaluation is done in two phases. The first mandatory intended to detect "objective and verifiable indicators' of various kinds: the index of injury "Specific and formalized frequent complaints by workers 'shifts from the" interpersonal conflicts at work, "the correspondence between the skills of workers and what prompted them to' development and career development." If you do not indicate risk, the employer must only account for them in the paper include a risk assessment and monitoring plan. If, however, are stress factors, we proceed to phase two: first the adoption of "appropriate corrective action" and then, if the situation does not improve, the 'thorough assessment', including 'questionnaires, focus groups and semi-structured interviews '. Only in undertakings employing "Up to 5 workers", the procedure may be easier, for example, "meetings" between employer and employees. The procedures set out in the circular from next December 31. Good luck.
Author: Henry Marro
Source: http://www.corriere.it
THE COURSE - To establish the method by which to identify this risk category, a panel of experts from government, regions and social partners adopted a path, "which represents the minimum level of implementation of the obligation" to which must follow "all employers." First, the circular says, we should define what is the "work-related stress," according to the European Agreement of 8 October 2004: it is the "condition that may be accompanied by discomfort or dysfunction of physical, psychological or social consequence and that some individuals do not feel able to respond to requests or expectations placed in them. " However, the ministry warns perhaps Conscious of this definition, stress is to consider only those caused by 'factors specific to the context and the content of the work. " We should not be confused with short personal or family stress.
EVALUATION GROUP ON TWO-STAGE - Even for this, says the circular, the evaluation must be made on "groups of workers exposed to stress in a homogeneous" and not on the individual. By whom? As with all other risk factors, by the employer, "using the charge of prevention and protection with the involvement of the competent physician, if appointed, and after consulting the representative of the workers' safety." The evaluation is done in two phases. The first mandatory intended to detect "objective and verifiable indicators' of various kinds: the index of injury "Specific and formalized frequent complaints by workers 'shifts from the" interpersonal conflicts at work, "the correspondence between the skills of workers and what prompted them to' development and career development." If you do not indicate risk, the employer must only account for them in the paper include a risk assessment and monitoring plan. If, however, are stress factors, we proceed to phase two: first the adoption of "appropriate corrective action" and then, if the situation does not improve, the 'thorough assessment', including 'questionnaires, focus groups and semi-structured interviews '. Only in undertakings employing "Up to 5 workers", the procedure may be easier, for example, "meetings" between employer and employees. The procedures set out in the circular from next December 31. Good luck.
Author: Henry Marro
Source: http://www.corriere.it
Thursday, November 18, 2010
Restaurant Vore Stories
Health
Health Plan "Assicassa" for male and female workers covered by the Negotiable Telecommunications
Mini Guide For plan information, click here ASSICASSA
For Application Form click here
Click For Flyer here
click here for the Complete List of
discount arrangement with UniSalute
Health Plan "Assicassa" for male and female workers covered by the Negotiable Telecommunications
Mini Guide For plan information, click here ASSICASSA
For Application Form click here
Click For Flyer here
click here for the Complete List of
discount arrangement with UniSalute
As required by the Collective Bargaining Agreement signed on October 25, 2009, from 1 January 2011 for the Companies Telecommunication do not have additional medical treatment will leave the HEALTH 'STATEMENTS for the benefit of permanent employees in the sector.
A great achievement for all workers with a small allowance of just € 2 per month from their pay (and 8 against the company) will participate in a mutual aid and solidarity that will ensure:
A great achievement for all workers with a small allowance of just € 2 per month from their pay (and 8 against the company) will participate in a mutual aid and solidarity that will ensure:
- repayments in case of hospitalization,
- laboratory analysis,
- expenses for pregnancy,
- specialist visits, etc..
For more information contact the RSU SLC CGIL
Colagiovanni
Marcello Rosina Pani
Colagiovanni
Marcello Rosina Pani
Port Royale 2 1.4 Patch
Press supplementary agreement on implementing the Plan holidays (11/10/2010)
After requesting a postponement of 2 days in the notification of acceptance or refusal of leave than the terms of the agreement, the Company, without prior notice the RSU and in violation of that agreement, has informed the operators of the only country that Better planning for some time had to be made fully revised.
The company has asked operators to submit a new schedule in the near future that should have provided the complete disposal of the leave accrued but not yet taken by the deadline of December 31 instead of February 28 as per the signed agreement.
similar communication is not at present be given to workers employed on other jobs and are unable to understand the reasons for this discrepancy.
We note with surprise that this company has decided to stop the worst labor relations or to misunderstand the role of a real union. The SLC CGIL
not going to play the role of bouncer, not the task of convincing workers to accept any business decision. The SLC CGIL
reiterates the importance of sharing and cooperating to solve problems and when necessary to sign the appropriate agreements, once signed, but these must be respected. The emergence of new problems must be communicated and discussed with the MSW in order to find possible solutions that do not adversely affect the rights of workers. Therefore, the SLC CGIL
requires an urgent meeting to see if the company has decided to boycott the agreement on the vacation plan and assess responsibility for the solutions that can be adopted and that does not sacrifice only for the workers.
The company has asked operators to submit a new schedule in the near future that should have provided the complete disposal of the leave accrued but not yet taken by the deadline of December 31 instead of February 28 as per the signed agreement.
similar communication is not at present be given to workers employed on other jobs and are unable to understand the reasons for this discrepancy.
We note with surprise that this company has decided to stop the worst labor relations or to misunderstand the role of a real union. The SLC CGIL
not going to play the role of bouncer, not the task of convincing workers to accept any business decision. The SLC CGIL
reiterates the importance of sharing and cooperating to solve problems and when necessary to sign the appropriate agreements, once signed, but these must be respected. The emergence of new problems must be communicated and discussed with the MSW in order to find possible solutions that do not adversely affect the rights of workers. Therefore, the SLC CGIL
requires an urgent meeting to see if the company has decided to boycott the agreement on the vacation plan and assess responsibility for the solutions that can be adopted and that does not sacrifice only for the workers.
MSW SLC-CGIL B2WIN
SLC REGIONAL OFFICE - CGIL
SLC REGIONAL OFFICE - CGIL
Tuesday, November 9, 2010
Saturday, November 6, 2010
How To Set Up A Camera In The Bathroom
Send mail sent to the company on 05/11/2010
Hello,
on the request completion and delivery of the statement of responsibility for the application of the preferential taxation of royalties related to increases productivity are being asked to extend the delivery date, scheduled for Monday, November 8.
This reference is considered necessary because of the limited time required for data retrieval, it is noted that this procedure is not required by all companies and that has not made a timely sharing of information with the RSU that it found so unprepared to respond to the mass of questions for clarification from the employees.
would request submission in electronic format of the press on this notice board and a copy of the corporate form to be filled by workers in order to ensure timely delivery to a service center to receive this tax CGIL and all appropriate clarification.
Rsu SLC CGIL B2Win
Wednesday, November 3, 2010
Tuesday, November 2, 2010
Monday, November 1, 2010
Genitral Tatoo On Woman
2010 Giuseppe Simone
Do you know UNESCO? Obviously I speak for those who are straight between July 15 and August. Here, they should give her pussy to those who have low incomes. Then we feed the pussy. In conclusion: do not pretend that a man can speak foreign languages.
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