Our resident experts at Pinsent Curtis Biddle bring you a comprehensiveupdate on all the latest decisions that could affect your organisation, andadvice on what to do about themO’Flynn v Airlinks the Airport Coach Company Limited, EAT Ruling on Human Rights implications of drugs screening * * * * Airlinks introduced a drugs and alcohol policy which included a‘zero tolerance’ policy on drugs. It also introduced random drugs screening of10 per cent of its workforce per year. Miss O’Flynn was screened, testedpositive for cannabis, and was dismissed. The EAT upheld the tribunal’s decision to reject her unfair dismissalcomplaint. Key points Miss O’Flynn claimed her dismissal was unfair because by introducing thedrugs and alcohol policy, carrying out screening and dismissing her for takingcannabis outside of work, Airlinks had infringed her rights under Article 8 ofthe European Convention on Human Rights, incorporated into UK law by the HumanRights Act 1998, which affords everyone the right to a private life. The EAT rejected this argument. The relevant acts took place before 2October 2000, when the HRA came into force, and the Act does not haveretrospective effect. However, the EAT did express tentative views on what the merits of the argumentwould have been had the Act been in force. As Airlinks was not a publicauthority, the Act would not have been directly enforceable against it,although the tribunal would have had to consider it in reaching its decision.Also, the EAT stated the only effects on the employee’s private life were thatshe had to provide a urine sample and that she could not take detectable drugswithout jeopardising her employment. Even if this did constitute a prima facieinfringement of her Article 8 rights, employers can justify interference withprivate life where this is necessary to protect public safety. The EAT indicated if there was a prima facie infringement then the testingsystem, and the employer’s response to an adverse test result, would have to beproportionate to the risks posed by the drug use. An employer should bear inmind the drug taken, the amount taken and the threat to safety this posedhaving regard to the employee’s duties. What you should do – Consider whether health and safety considerations justify alcohol and/ordrugs screening, and whether any screening should be random or targeted. – Set out any screening process in a drugs and alcohol policy. The right tosubject employees to screening should, where possible, be included in contractsof employment, and will normally require employees’ consent. – Clearly state potential consequences of any adverse test result in thepolicy. Ensure any action taken is proportionate to the risk posed by theemployee and the drug levels found. – Watch out for the fourth section of the Information Commissioner’sEmployment Code of Practice, which will deal with the data protectionimplications of drug screening. Coxall v Goodyear Great Britain Limited, Court of Appeal Employers can be under a duty to dismiss employees at risk of injury * * * * Mr Coxall was employed to spray tyres with lubricant paint. Hisemployer had complied with its health and safety obligations in setting up asafe place of work. Nevertheless, the exposure to paint caused Mr Coxall tosuffer with asthma. He brought a claim against his employer alleging it had been negligent inallowing him to continue to work once he had been diagnosed with asthma, eventhough he had insisted. Key pointsThe Court of Appeal held that an employer may be under a duty to stop anemployee doing a job (whether by finding alternative employment or evendismissing him) regardless of the employee’s own wishes, where he is at risk ofinjury if he continues in it. Whether or not that duty arises depends on themagnitude of the risk to the employee’s health. On the facts, Lord Justice Simon Brown found the employer had been negligentin permitting Mr Coxall to continue working (although Mr Coxall’s contributorynegligence in doing so would have been relevant had it been raised). However,Lord Justice Brook held the employer had acted negligently only in failing todiscuss all of the possible options with Mr Coxall. He suggested any duty toprevent an employee from willingly taking a risk would apply only where therewas “a very significant risk of [the employee] being exposed to harm of aconsiderable magnitude”. What you should do – If such circumstances arise, medical advice should be sought. Consultationshould take place with the employee, but the employee’s views will not beconclusive. If the medical advice indicates there is a significant health risk,look at alternative employment. – In cases where the employee’s condition amounts to a disability, rememberthe duty to make reasonable adjustments under the Disability DiscriminationAct. – Consider dismissal only as a last resort and after full consultation withmedical advisers and the employee, as even where the duty applies a dismissalmay still be unfair. Fairchild v Glenhaven Funeral Services Ltd, House of Lords Important personal injury test case * * * * This case dealt with issues of major importance for personal injuryclaimants. The question was whether an employee may recover damages forpersonal injury caused during employment with more than one employer where bothor all employers have breached their duty of care towards him but the employeecannot show at what point his injury was sustained. Key pointsMr Fairchild was suffering with mesothelioma, caused by the inhalation ofasbestos dust. He worked consecutively for two employers, both of whichbreached their duty of care with the result that during his employment withboth parties he inhaled excessive quantities of asbestos dust. However, MrFairchild could not prove, on the balance of probabilities, that his conditionwas a result of his inhaling asbestos dust while with his first or secondemployer or occurred during his employment by both employers taken together. The House of Lords broke new ground by unanimously holding both employersliable for the injury, although the Law Lords were not unanimous in theirreasons for reaching that result. The scope of the principle will be developedincrementally on a case-by-case basis. What you should do – Identify those jobs where employees are at risk of industrial industrythrough cumulative exposure to the job. – Consider carefully whether to adopt the practice growing in the US oftesting recruits for diseases to which people in the job in question aresusceptible. While such tests may assist in demonstrating that responsibilityfor any illness or injury lies with a previous employer, equally if testresults are clear it will be harder to argue you are not responsible for it.The data protection and human rights implications of testing, and the potentialfor disability discrimination complaints from applicants rejected on the basisof adverse results, must also be borne in mind. McNiffe v Redcar and Cleveland Borough Council, EAT Capability dismissal fair despite imminent transfer to less demandingjob * * * Ms McNiffe was dismissed for capability reasons. She complained herdismissal was unfair because, among other things, she had been about totransfer to a less demanding role which she had previously performedadequately, and she had not been expressly warned that she would be dismissedif her performance did not improve. The tribunal rejected her complaint and theEAT rejected her appeal. Key pointsMs McNiffe’s transfer had been deferred to enable her to ensure her reports wereup to date. She had not done so, and had shown no willingness or capability todo so. As a social worker, reporting adequately was a fundamental part of herrole, and it was also a requirement of her new role. She had been told onnumerous occasions her performance was deficient in this area and been given agreat deal of assistance to improve it. In relation to the imminent transfer, the EAT stated the most reliable guideto the employee’s capability was her performance recently, not that in her previousrole over two years ago. The tribunal had concluded the employer had actedreasonably in not taking that past performance into account. On the warning issue, the EAT stated that although only one formal warninghad been given, and no express threat of dismissal had been made, Ms McNiffewas fully aware that reporting was a fundamental part of her role, and that heremployers were very unhappy with the way she was carrying out that task. On this basis, the EAT thought Ms McNiffe was sufficiently intelligent torealise what the consequences of her failure to improve would be. What you should do It would be unwise to rely on this case when dealing with capabilitydismissals. Best practice is to set clear objectives and to give clear writtenwarnings as to the potential consequences of failing to meet them. Blackburn v Gridquest Ltdt/a Select Employment, Court of Appeal Court fails to make general ruling on validity of paying workers arolled-up rate * * * * * This is the latest of an ever-increasing number of decisionsconcerning workers who are paid at a rolled-up rate, which is intended toincorporate an element of holiday pay into regular pay packets. The Court of Appeal’s decision had been eagerly awaited given the apparentconflict between various divisions of the EAT on this issue. For example, inthis case the EAT had directed that the employment tribunal should give creditfor any holiday pay included in the rolled-up rate when calculating what sumsthe workers were owed. But in MPB Structures Ltd v Munro (EAT/1257/01) – seeCase Round-up, July/August – the EAT held such payments were an unlawfulattempt to contract out of a worker’s entitlement under the Working TimeRegulations 1998, and accordingly no credit should be given for them. Key pointsOn the facts of this case, the Court of Appeal held there was no agreementthat payments to workers included an element of holiday pay. The Court made itclear that it was not for employers unilaterally to decide that a proportion ofweekly pay represents holiday pay – without the worker’s agreement on this thesum paid will simply represent contractual remuneration for the week’s work. There was therefore no need for the Court to consider the wider issue ofwhether such an agreement would have been enforceable, and it declined to doso. Regrettably, this leaves employers in a quandary. If the decision in Munrois followed then payment of the agreed rolled-up rate will not discharge theirobligation to pay holiday pay. This means employees who have been paid arolled-up rate could potentially claim arrears of holiday pay going back to 1October 1998, when the Working Time Regulations came into force. What you should do – If you pay at a rolled-up rate, check there is an express term of thecontract specifying what part of that payment represents holiday pay. – Given the continued uncertainty, consider whether there is a practicalalternative to a rolled-up rate. Best practice is to pay workers at the correctweekly rate as and when they take their annual leave. Any other arrangement may not meet your obligations under the Working TimeRegulations. Previous Article Next Article Related posts:No related photos. Comments are closed. Case round upOn 1 Sep 2002 in Personnel Today
Related posts:No related photos. Comments are closed. Previous Article Next Article Anyone who has spent a reasonable amount of time in the HR/recruiting industry invariably will have been on the wrong end of candidate opting out of an application process. There are of course a multitude of reasons why this might happen, a lot of which are outside of our control, but sadly in a large amount of cases, accountability rests on the shoulders of the agent/HR pro and in a lot of cases this can have significant ramifications. For example, in agency-land the client can quickly lose faith in an agent’s ability to close the recruitment loop. In internal talent acquisition you will be held accountable for the cost associated with the time spent resulting in a no-hire etc. Not to mention the pounding your reputation could take from the candidate or client perspective if it a regular occurrence. Sadly in HR and recruitment the candidate opt-out is an evil that will always play a part in our role but if we ensure adequate focus on the quality of our communication and efficiency of our processes, the risk will be largely minimized. It’s not rocket science by any means, but it’s good to not lose sight of the basics as our experience grows.Clarity is King: Grey areas are the mortal enemy of any recruiter. When talking to a candidate, the more details that go undiscussed or the more inaccurate the information you give the applicant, the higher the no-hire’o’meter will rise. When talking to a candidate, if you get the impression that any details you’ve divulged about the remit, remuneration package, location or pertinent skills managed to raise the candidate’s eyebrows and perhaps caused un-easiness, DRILL DOWN!. Don’t be happy with getting a half-hearted approval to flick a CV to a client/hiring manager. Ultimately all you will be doing is facilitating the beginning of a fact finding mission for the candidate (which they will opt out of as soon as any facts they don’t like arise) as opposed to offering up all the facts and ascertaining that they are your/clients next superstar. Yes, your CV submittal rate will be higher but your conversion rate will stink.Recruit in a timely manner, without lacking substance. Anyone who has read my previous blog post (Why the long……process) will know my thoughts on drawn out, lengthy recruitment processes. IMO, if a recruiter or HR pro must ask a candidate to go through a 6 stage process in order for them to ascertain suitability, or if they lack the ability to consult properly with their clients/hiring managers around why this is not needed, then there is some serious training required. Personally, I’m a fan of a robust phone screening process followed by a panel interview or a well put together 2 stage interview process. Keeping in mind the candidate experience, neither option would be arduous but will give more than adequate time to ensure a full screening process.As I said, by no means rocket science but I’d suggest just keeping these two things in mind will largely contribute to overall recruitment success rate and conversion ratios. Read full article Recruitment: The Candidate Opt-outShared from missc on 14 Apr 2015 in Personnel Today
Euphausiid life histories and distribution in the vicinity of South Georgia were studied from a series of samples taken in April 1980, November–December 1981, and July–August 1983. Size frequency data indicated a two-year life cycle for Euphausia frigida and the possibility of a three-year cycle for E. triacantha. The genus Thysanoessa was represented by a mixture of T. macrura and the dominant T. vicina. A one-year life cycle is proposed for the latter but that of the former is unknown. Spawning in E. frigida and to a lesser extent Thysanoessa spp. commenced as early as July and euphausiid calyptopes were a feature of the plankton for much of the year. E. superba eggs were found in low abundance over the shelf to the north of the island, but no hatched larvae were found. Behaviour patterns such as diurnal and seasonal migration partially confounded attempts to relate euphausiid distribution to environmental features. However calyptopes of most species, were generally more abundant in oceanic water deeper than 500 m and there was limited evidence that in August, E. frigida had commenced spawning in the colder part of the survey area.
ADNOC inching towards offloading stake in gas pipeline business to GIP and Brookfield backed investor group. (Credit: PublicDomainPictures from Pixabay) Abu Dhabi National Oil Co. (ADNOC) is reportedly inching towards selling a stake in its natural gas pipeline business to an investor consortium backed by Global Infrastructure Partners (GIP) and Brookfield Asset Management.The investor group is expected to buy a stake of 49% in the gas pipeline operations of the Abu Dhabi state-owned energy company, reported Bloomberg, citing people familiar with the development.The deal, which is expected to be announced this month, could value the ADNOC gas pipeline business at more than $15bn after including debt.According to the publication, its sources said that equity financing has been made ready and the bidders are in talks regarding the terms of a debt package with banks. The discussions for buying the stake in the gas pipeline business are said to be in an advanced stage and going on with the timing and valuation likely to change.The GIP-backed investor group is reported to have Snam – an Italian infrastructure operator, Ontario Teachers’ Pension Plan, GIC – Singaporean sovereign fund, and South Korea-based NH Investment & Securities.BlackRock pulled out from the competition to acquire stake in the ADNOC gas pipeline businessIn March 2020, BlackRock pulled out from the race to buy a stake in the ADNOC natural gas pipeline business, reported Reuters citing undisclosed sources. Following the withdrawal of BlackRock, at least six bidders were in the fray for buying the stake as per the publication at that time.Last September, ADNOC completed the sale of a 6% stake in ADNOC Oil Pipelines for $600m to GIC. Through the deal, GIC joined ADNOC, BlackRock, KKR, and the Abu Dhabi Retirement Pensions and Benefits Fund (ADRPBF) in the recently created pipeline partnership in the UAE.The oil pipeline partnership, which covers 18 pipelines having a total length of more than 750km. ADNOC raised $4bn by selling a stake of 40% to KKR and BlackRock in June 2019. The investor group, backed by GIP and Brookfield, is expected to buy a stake of 49% in the gas pipeline business of the Abu Dhabi state-owned energy company
Manages a portfolio of planned giving prospects who are likely tobe major gifts donors in support of university-wide initiatives orfor an assigned college or unit. Possesses a high level ofknowledge and expertise in areas of gift planning strategies anddeferred giving vehicles and is knowledgeable about major gifts,general fundraising and estate and financial planningfundamentals. Cultivate benefactors to secure planned gifts at the leadershiplevels.Work with Development colleagues and academic leadership todevelop and execute solicitation strategies that merge thephilanthropic interests of a benefactor with the priorities of theUniversity.Work closely with benefactors and their advisors to select andimplement the use of appropriate gift planning vehicles to maximizethe gift to the University and the tax advantages for thebenefactor.Develop and present detailed proposals to benefactors toprovide information about giving options, tax implications of eachoption, and University policies regarding the implementation ofvarious gift strategies.Prepare and review gift documentation with the assistance ofGift Planning support staff including but not limited to trustagreements, gift agreements, and bequest provisions.Assist benefactors and their attorneys, CPA’s, and otheradvisors with research regarding tax, estate planning, andfinancial implications of various gift structures.Manage certain financial and administrative functions of theGift Planning Office.Consult with, advise, and train collaborative partners,development staff, volunteers, and professional advisors ondeferred giving practices and procedures. Assists in the development and implementation of various giftplanning programs, marketing initiatives and communicationsstrategies.Manages a portfolio of prospects mostly at the level of$100,000 or more for outright and planned gifts.Identifies, cultivates and solicits prospects, and stewardsdonors; works with administrators, faculty, staff and volunteers asappropriate.May be assigned to work with one or more colleges or units todevelop strategic gifts plans for those units.If assigned to a college or unit, may be responsible forcreating and implementing a development plan for components withinthe assigned college or unit, including resource management.Participates in University-wide development activities asneeded.May lead staff in the absence of the director.Performs other duties as required. EEO/AAQualifications :Bachelor’s Degree and 5 years experience.Requires a thorough understanding of both theoretical and practicalaspects of analytical, technical or professional discipline or thebasic knowledge of more than one professional discipline. Knowledgeof the discipline is normally obtained through a formal,directlyjob related 4 year degree from a college or university or anequivalent in-depth specialized training program that is directlyrelated to the type of work being performed.Requires a minimum of five (5) years of directly job-relatedexperience.Additional Information:Have the Ability to: Preferred Qualifications: Working knowledge of estate planning techniques, tax law andthe general body of statutory, regulatory, and case law regardingplanned gifts would be helpful in this role.Experience working directly with clients.Experience with legal research and drafting skills.Preference is for a Law degree or CPA or CFP certification forthis role.
Speaking exclusively to Cherwell, Alastair Buchan, the University’s head of Brexit strategy, said: “Oxford’s non-UK EU staff members make an enormous contribution to the teaching, research and administrative activities of the University, and the continued uncertainty over their status and entitlement to remain in the UK is a significant factor for both them and the University.“It would be no surprise, given the uncertainty about the future, if our EU colleagues were to be thinking about moving elsewhere within Europe. So—just as many others are doing—we would urge the government to settle this matter as quickly as possible.”Fears over a Brexit exodus follow concerns that uncertainty and anxiety over the UK’s exit from the EU are preventing international students applying to UK universities.It was recently reported that despite widespread opposition in the UK to general immigration remaining at its current rate, 58 per cent of Britons oppose a reduction in student immigration.First-year English student Jorge López Llorente, who comes from Spain, suggested that Brexit “will impede lots of [international students] from applying” to Oxford, warning that Brexit is reinforcing perceptions of the British as nationalist and arrogant.Llorente further noted that concerns over potential changes to the structure of fees and loans for international students are discouraging European applications, saying of a friend that he “may not be able to come to Oxford despite getting an offer because of the money”.He added that mere rumours and misconceptions over Brexit are enough to deter international applications. The UK’s top universities are especially vulnerable to a potential exodus of European scholars in response to the UK’s exit from the European Union, new figures from the Higher Education Statistics Agency (HESA) suggest.The research shows that 21 of the Russell Group’s 24 universities have a proportion of EU academics higher than the UK average. Moreover, EU nationals make up over a quarter of the academic staff at eight universities: including 26 per cent at Oxford and 27 per cent at Cambridge.Uncertainty over the working rights of EU staff and their dependents after Brexit has led to concerns that European academics may exit the UK in large numbers.In a recent report, the Commons Education Select Committee expressed fears that a Brexit “brain drain” would threaten the international competitiveness and long-term success of UK universities. The committee also called on the government to guarantee the rights of European university staff after Brexit.The HESA research comes just weeks after a YouGov survey revealed that 76 per cent of European academics in the UK said they were more likely to consider leaving UK higher education as a result of Brexit. It was reported in the same survey that 90 per cent of UK academics believe Brexit will have a negative impact on the UK higher education sector.The Russell Group, it is predicted, would be particularly susceptible to such an exodus. The Group has emphasised the benefits to British universities of the free movement of academics within the EU to the UK and has stressed the value of universities being able to recruit staff from the EU without having to negotiate the UK visa system.The University of Birmingham, a member of the Group, recently warned that European universities are using Brexit as an opportunity to poach academics from the UK. Analysis from Times Higher Education shows there were around 1700 EU academic staff working at Oxford in 2015-16, up from the 1400 in 2012-15, with only University College London having a larger number of EU academic staff.
Public involvement: Acceptance by the Planning Inspectorate on behalf of the Secretary of StateKey activities: The process in a snapshotThere are six key stages within the process. The summary below provides examples of when and how people have an opportunity to provide evidence to the Planning Inspectorate.Pre-applicationKey activities: The relevant Secretary of State then has a further three months from receiving the recommendation in which to issue the decision. Six weeks for any legal challenge. Have their say on the proposal to the developer through their pre application consultation The Planning Inspectorate is an agency of the Ministry for Housing, communities and Local Government (MHCLG) and operates within the policy framework prescribed in the Planning Act 2008, secondary legislation and the National Policy Statements. Register to say what you agree or disagree with in the application Submit your representation View application documents submitted by the developer on the Planning Inspectorate website Attend the Preliminary Meeting Say how the examination should be conducted. Public involvement: DecisionKey activities: Pre-examinationKey activities: Details will be posted at the Planning Inspectorate’s website on how to register as an interested party – if an application has been accepted for examination and publicised by the developer. Opportunity to legally challenge a decision not to accept an application. The application, submitted by Horizon Nuclear Power for a proposed nuclear power station to be located adjacent to the existing power station at Wylfa A, on the Isle of Anglesey in Wales was accepted by The Planning Inspectorate for examination on 28 June 2018.The generating station would have an electrical output of approximately 3,100 megawatts (MW), provided by two Advanced Boiling Water Reactors. If development consent is granted, construction would take approximately seven years, with operation likely to commence around 2027. Further information about the project can be found in the development consent application documents which are available on the Planning Inspectorate’s website.The public and those interested in the proposal can register with the Planning Inspectorate until midnight on 13 August 2018.People can register easily online.Alternatively, they may call The Planning Inspectorate’s helpline: 0303 444 5000 for a printed registration form, which must be completed and returned by 13 August 2018.Sarah Richards, Chief Executive of The Planning Inspectorate said. “This is an opportunity for people to play a part in the planning process and influence the outcome. We encourage people to get involved by registering as an interested party. By doing so, people will be able to participate fully in the examination of this proposal”.Those who register will be entitled to provide evidence in writing to support their representation, to attend the Preliminary Meeting, to request an open floor hearing and to speak at other hearings where appropriate.A copy of the application together with further information about the proposal and how to register to make a relevant representation is available on The Planning Inspectorate website.EndsJournalists wanting further information should contact the Planning Inspectorate’s Press Office, on: 0303 444 5004 or 0303 444 5005 or email: [email protected] information on this application, including details of the developer’s website, is available in National Infrastructure’s Programme of Projects. Visit: the Projects page.Notes to editors: Submit more detailed comments in writing Comment on what other people have said Request and attend an open-floor hearing If being held, request to speak at open-floor and / or issue specific hearing(s) Comment on the local authority’s Local Impact Report – detailing the impact of the scheme on the local area. A maximum of six months to carry out the examination A maximum of three months for Planning Inspectorate to issue a recommendation to the relevant Secretary of State, with a statement of reasons. Single Inspector or a Panel of Inspectors appointed. Preliminary Meeting called and held. Procedure and timetable set for examination. Public involvement: Project development / developer’s pre-application consultation and publicity. Environmental impact assessment preparation and scoping, where required. Public involvement: Post decisionKey activities: ExaminationKey activities: The Secretary of State has 28 days from the day after receipt to decide whether or not an application should be accepted for examination Public involvement:Opportunity to challenge.
Update: After our initial post, many fans speculated that LOCKN’ would not be Dead & Company’s final shows of 2018, given that the band did not confirm the festival’s announcement at the time. However, on Wednesday, July 18th, following the band’s tour-closing two-night run at Boulder’s Folsom Field, Dead & Company has confirmed via Instagram that the group will not perform in 2018 following their upcoming LOCKN’ appearances. LOCKN’ Festival is going down August 23rd to 26th, 2018 at Infinity Downs & Oak Ridge Farm in Arrington, Virginia. Leading the bill is the Grateful Dead-inspired Dead & Company with four sets scheduled for the weekend: two on Saturday, August 25th, and two on Sunday, August 26th. The shows already have a lot of buzz around them, especially given LOCKN’s previous announcement that Branford Marsalis will join the group on the final day of the festival.With Dead & Company finishing off their summer tour on July 13th and 14th at Boulder, Colorado’s Folsom Field, fans have been eagerly awaiting more details on the band’s fall and winter schedule. Thus far, LOCKN’ is the only performance on their schedule following their summer tour, and it looks like it’s going to stay that way—the festival just announced via an email blast that LOCKN’ will be fans last chance to see Dead & Company in 2018.Catch Dead & Company’s final shows of 2018 at LOCKN! You can grab your weekend pass now via the LOCKN’ website.
Eric Clapton is feeling in the holiday spirit. The famous British guitarist has shared a new music video for “Christmas In My Hometown”, one of the 14 holiday-themed recordings featured on his first ever Christmas album, 2018’s Happy Xmas.The new video of the holiday song originally penned by Sonny James was shared on Monday, and features a neatly-presented Clapton playing his Martin acoustic guitar alongside Simon Climie, who also co-produced the new album.The video opens up with a wave of light shining off a nearby Christmas tree before the camera zooms out to a shot of both guitarists sitting side by side on a stage setup complete with wrapped presents, a trio of brightly lit evergreens, and an analog tape recorder off to the side. Fans who look closely can even notice Santa Claus hanging out in the background while tuning into the performance through a pair of headphones.The song doesn’t quite have the stereotypical instrumentation of sleigh-bells heard on most Christmas songs, and Clapton seems totally okay with that. The easy-going flow of Clapton’s “Christmas In My Hometown” gives the cover more of a drawn-out Americana feel to it. The song happens to be about looking back on the holidays in one’s hometown—which would be Surrey, England in the case of Mr. Clapton.Eric Clapton – “Christmas In My Hometown” – Official Video[Video: Eric Clapton]Happy Xmas arrived back on October 12th and is comprised of a mix of 13 well-known and slightly obscure holiday covers ranging from “Jingle Bells” to “Christmas Tears”. His cover of “Jingle Bells” also acts as a tribute performance in memory of late Swedish DJ Acivii, who died earlier this year.Eric Clapton recently announced his upcoming three-night residency at London’s Royal Albert Hall scheduled for May 13th, 15th, and 16th of next spring. Tickets for his only scheduled U.K. performances of 2019 are on sale now and are limited to six per household. Fans can purchase tickets directly from the venue box office, or by clicking here. Clapton was also recently nominated for a Grammy for his recording of “Life In 12 Bars” in the “Best Music Film” category for the 2019 awards.
To boost awareness of computer security threats, Saint Mary’s College Information Technology will offer computer security awareness sessions Monday Oct. 25. Kathy Hausmann, coordinator of student computing, said three sessions will be offered at noon, 4 p.m. and 7 p.m. to educate students, faculty and staff about the dangers of the Internet, as well as other computer security topics. Hausmann said she would talk about malware, which is malicious software for the computer, as well as phishing, which is an attempt to acquire passwords or personal information illegally. She will also talk about using file sharing programs like LimeWire, how to create effective passwords and Facebook privacy. According to Hausmann, each time a computer is logged onto the Internet, it is vulnerable to a variety of threats. “I think it’s important that students, faculty and staff attend the sessions because as long as they are using a computer, they are connected to the Internet, they have e-mail accounts, [then] they are susceptible to the threats that are online,” she said. “We’ll just be going over best practices of what you should be aware of if you are online.” Hausmann said members of the College community have already been affected by such threats. “We have had several instances of faculty, staff and student computers infected with malware,” she said. “Since August, we have had faculty and students be affected by phishing scams and we also have had issues with students having peer-to-peer file sharing applications on their computer.” Similar sessions have been offered in previous years, Hausmann said, but because of the constant changes in technology, this year’s sessions will offer more up-to-date information. “I’ve done these sessions for a couple of years now, but they keep changing,” she said. “Just as the technology changes, the scammers and the spammers and the hackers and the malware writers come up with new ways to trick people and so we always have to try to be one step ahead of them. “These are our tools for defense. Education is what can protect you.”