first_imgAddThis Sharing ButtonsShare to LinkedInLinkedInShare to FacebookFacebookShare to TwitterTwitter Subscribe to the iGaming newsletter Email Address 3rd July 2018 | By contenteditor Topics: Tech & innovation Pit Stop Betting is to offer more than 15,000 betting points to motorsport fans as it gears up for its first major races this summer.The Motorsport Network-backed platform is now live on Apple’s App Store and will soon be available on Google’s Play Store, with the British Grand Prix at Silverstone taking place this weekend.Pit Stop Betting has been developed by an in-house team led by tech entrepreneur Simon Vumbaca and will cover 10 motorsport series at launch, including Formula One and Moto GP.Vumbaca told that it was important to create a product that was specific to the needs of the motorsports fan, and the opportunity to design a bespoke platform came about thanks to the early backing of Motorsport Network, the parent company of several digital companies including,,, and“Betting options for motorsport are not really structured,” Vumbaca said. “There are a lot of big operators that focus on football and horse racing, which I understand, and they don’t want to target the investment required to develop a platform for 10 series.“We have 10 years of data from 10 different series to create the sportsbook.”Pit Stop Betting said it is important that its motorsport venture is not a race to the bottom. Bets will be accepted up to a maximum of £50, and Vumbaca said he wants people to enjoy the challenge of putting their knowledge to the test and not be “ashamed” of gambling.The focus is on ‘rewarding entertainment’, with Pit Stop Betting providing plenty of content, including access to information, technical data and videos, to help its players make good decisions when they wager. The app’s simple and intuitive mobile interface has been designed to be operated with a single thumb.“We want a product that offers a new way to interact with betting,” Vumbaca said.Pit Stop Betting is initially live in the UK with the hope of entering other European markets later this year. It also plans to launch a number of enhancements over the next few months, including a pool betting service that again attempts to improve engagement with motorsport events.“We do have financial goals of course, but the major target at present is development and to make sure it is well received,” added Vumbaca. Pit Stop Betting to drive motorsports market Tech & innovation Tags: Mobile Pit Stop Betting will offer more than 15,000 betting points to motorsport fans  Regions: UK & Irelandlast_img read more

first_img Subscribe to the iGaming newsletter Topics: Finance AddThis Sharing ButtonsShare to LinkedInLinkedInShare to FacebookFacebookShare to TwitterTwitter 27th March 2020 | By Stephen Carter Global gambling revenues are now projected to fall below 2016 levels as the spread of the coronavirus continues to disrupt worldwide gambling markets, according to H2 Gambling Capital.With total recorded Covid-19 cases topping 500,000 and India’s move into lockdown confining a third of the world’s population in their homes, H2 now expects revenues to fall 12.1% this year, compared to 11% last week (see Chart 2 in dashboard below)This takes 2020 expectations in week 8 following the outbreak of the pandemic to $415bn, below the $416bn return in 2016 (see Chart 8 below).H2 said the downgrade was not as great this week as last due to most of the major shutdowns/restrictions taking place in week 7 since the outbreak.North America however saw the greatest downgrade in revenues for 2020 this week, now standing at -8.59% from -6.66%, where 200 million people across 21 states were urged to stay at home (see Chart 5).The greater impact of such movement restrictions on the land-based vs. the online side has been reflected in the projected online share of rising to 16% this week’s revision from 13% before the oubreak (Chart 2).iGamng contines to see growth in the US with calls in the US for it to be permitted as part of state governors’ emergency powers. Email Addresscenter_img Finance Tags: Online Gambling Covid-19: global revenues tracking below 2016 levels lobal gambling revenues are now projected to fall below 2016 levels as the spread of the coronavirus continues to disrupt worldwide gambling markets, according to H2 Gambling Capitallast_img read more

first_img Topics: Finance Sports betting Sportsbook Sportsbook Regions: US Indiana Before adjustments, revenue came to $10.7m, of which $7.5m was made online and $3.2m in retail. AddThis Sharing ButtonsShare to LinkedInLinkedInShare to FacebookFacebookShare to TwitterTwitter Players staked $173.1m online – another new record – and $34.4m in person.  Amounts wagered soared almost 500% year-on-year to $207.5m, with adjusted gross revenue growing 66.8% to $14.3m.  This in turn led to a record monthly tax take, of $1.4m. Indiana set records in betting handle and revenue in September, as the return of the NFL helped sportsbooks in the Hoosier state to their most successful month to date. Read more on iGB North America 9th October 2020 | By Daniel O’Boyle Indiana sets records for handle and revenue in September Subscribe to the iGaming newsletter Email Addresslast_img read more

first_imgEcobank Transnational Incorporated ( listed on the Nigerian Stock Exchange under the Banking sector has released it’s 2014 annual report.For more information about Ecobank Transnational Incorporated ( reports, abridged reports, interim earnings results and earnings presentations, visit the Ecobank Transnational Incorporated ( company page on AfricanFinancials.Document: Ecobank Transnational Incorporated (  2014 annual report.Company ProfileEcobank Transnational Incorporated Plc is a financial institution in Nigeria offering banking products and services for the domestic, corporate, investment banking and treasury sectors. Customers include individuals, governments, financial institutions, local and international organisations, small to medium enterprises and micro businesses. Ecobank offers an extensive array of products and services ranging from transactional accounts, electronic banking and money transfer services to term loans, treasury services and financial advisory and consultancy services for asset and wealth management. The company is a subsidiary of Ecobank Transnational Incorporated. It operates through 640 branches located in major towns and cities in 27 countries in Africa. The company’s head office is in Lagos, Nigeria. Ecobank Transnational Incorporated Plc is listed on the Nigerian Stock Exchangelast_img read more

first_imgRioZim Limited ( listed on the Zimbabwe Stock Exchange under the Mining sector has released it’s 2019 interim results for the half year.For more information about RioZim Limited ( reports, abridged reports, interim earnings results and earnings presentations, visit the RioZim Limited ( company page on AfricanFinancials.Document: RioZim Limited (  2019 interim results for the half year.Company ProfileRioZim is an integrated mining and metallurgical company in Zimbabwe with an extensive portfolio of resources in gold, base metals, diamonds, coal and chrome. It mining operations include Renco Gold Mine in Masvingo Province, and Cam & Motor Gold Mine and Empress Nickel Refinery; both in the Mashonaland West Province. RioZim also has interests in Sengwa Colliery (Private) Limited with coal assets in Gokwe North; Murowa Diamonds (Private) Limited with operations in Zvishavane; and Marnatha ferrochrome refinery in Kadoma. RioZim separated from its parent company, Rio Tinto plc, in 2004 to become a wholly-owned Zimbabwean company. Its subsidiaries include RioGold (Private) Limited, RioZim Base Metals (Private) Limited and RioDiamonds (Private) Limited. RioZim Group Limited is listed on the Zimbabwe Stock Exchangelast_img read more

first_img Help by sharing this information News 2011-2020: A study of journalist murders in Latin America confirms the importance of strengthening protection policies Organisation RSF_en BrazilAmericas Reports Reporters Without Borders is shocked by the fatal shooting of José Maria Ramos da Silva, a driver employed by the Diário do Nordeste in the northeastern city of Fortaleza, who was killed while taking two of the newspaper’s reporters to a slum district. His death serves as a reminder that journalists are not the only media workers who risk their lives. RSF begins research into mechanisms for protecting journalists in Latin America April 27, 2021 Find out more April 15, 2021 Find out more to go further Reporters Without Borders voiced shock today at the murder of José Maria Ramos da Silva, a driver employed by the Diário do Nordeste regional daily, who was shot while accompanying two of its journalists on a visit to a slum in Fortaleza, in the northeastern state of Ceará, on 26 October.“We extend our most sincere condolences to Ramos da Silva’s family and all the staff of the newspaper for which he worked,” the press freedom organisation said. “This incident serves as a reminder that journalists are not the only ones exposed to danger in this profession and that many media assistants are also killed every year.”Reporters Without Borders welcomed the fact that police quickly identified suspects.The shooting occurred when Da Silva, 55, drove reporter Aécio Santiago and photographer José Leomar to a centre used by social workers in the slum district of Favela dos Sandras on the afternoon of 26 October and waited for them outside. As they emerged from the building on completing their work, they saw Da Silva being held up by a gunman. As they went to look for help, they heard shots. According to an autopsy, Da Silva was shot three times at close range, in the ear, chest and abdomen. He had also been struck in the face many times with great force.The police have already named the suspected killer. He is Edigleuson “Batata” Monteiro da Silva, 18, an alleged specialist in hold-ups since adolescence who was recently let out of prison, as was his suspected accomplice, José Vandeílson “Vandeco” Campina do Nascimento, 25, at whose home police found the revolver used in the shooting. They were identified by local shopkeepers who had recently been held up. The police have issued wanted notices for them and have warned that they are dangerous. November 2, 2005 – Updated on January 20, 2016 Fortaleza newspaper driver shot dead while taking two journalists to slum district May 13, 2021 Find out more News Alarm after two journalists murdered in Brazil BrazilAmericas Follow the news on Brazil News Receive email alertslast_img read more

first_img Comments are closed. Thesecond article on sickness absence gives advice on how OH professionals canpositively influence an organisation’s sickness absence record.  By Linda Maynard What are the trends in managing sickness absence today? Before this questioncan be answered there is a need to understand whether sickness absence ratesare changing and to consider if the recording of absence has developedeffectively in order to provide worthwhile comparative data. The main findings of the Confederation of British Industry’s fifth annualabsence survey, published in July 2001 shows sickness absence is still a bigproblem. Data shows absence averaged 7.8 days per employee in 2000 which addsup to 192 million days or 3.4 per cent of total working time. Public sectorworkers continue to have a higher rate of absence, 10.2 days compared with 7.6in the private sector1. These absence rates have decreased over the past 10 years but theConfederation of British Industry survey shows a wide difference in therelative performance of employers. The lowest absence rates occur inorganisations which involve senior managers in the everyday management ofabsence. No consistent recording of absence One of the problems with these “snapshots” of sickness absencerates is that there is no consistent method of defining sickness absencebetween companies. Each organisation will have its own way of recordingabsence, normally the line manager’s role, which may then be fed to a centraloffice to produce a rate of absence. This makes comparative studies complex –even between organisations that work in the same industry. It also means thatassessment of whether management of absence is effective is notstraightforward. Dr Stuart Whitaker of the Institute of Occupational Health in Birmingham definessickness absence as, “Absence from work that is attributed to sickness bythe employee and accepted as such by the employer”2. Whitaker goes on to state that probably the most common way in the UK of determiningthe average (mean) rate of absence is to calculate lost hours over contractedhours, while not adjusting for annual leave, but excluding maternity leave.Other lost time such as doctor, dental or hospital appointments are discounted.These rates of absence do not reflect the pattern of absence, although someorganisations do record the medical reasons for absence and this helps toinform management of any trends. The usual method of standardising the medicalinformation is to use the medical coding book, the International StatisticalClassification of Diseases and Related Health Problems, ICD-10, published bythe World Health Organisation. However, this coding is thought by many to betoo complicated and of not use to managers coping with sickness absence. Thecodes also do not directly take into account those absences caused or relatedto work and therefore this specific information is normally not available. Some organisations are actively working on the issue of sickness absencedata collection in order to produce statistics that are useful for benchmarkingpurposes. The Black Country NHS Personnel Consortium, in conjunction with theInstitute of Occupational Health in Birmingham, is a good example, with nineNHS trusts having agreed a common approach to recording sickness absence data.They have a definition of sickness absence used by all the trusts involved andhave now produced data that are comparable between the nine organisations. Trends in managing absence Many organisations have now turned their approach to managing sicknessabsence to more positive “managing attendance” policies andprogrammes to help line managers deal with this issue. Comprehensive policies may include information on proactive OH involvement,”healthy workplace initiatives”, absence management training for linemanagers, return to work interviews and a more open approach to illnesses suchas mental health problems. Trigger levels are normally set relating to”unacceptable” amounts or frequencies of sickness, at which pointearly consultation with the worker should take place. Referral may be made to the occupational health department for anindependent opinion and advice. The emphasis is on keeping individuals at workand if necessary, temporarily redeploying them to a more suitable role orphasing their return to employment. If patterns of absence can be identified from the sickness absence rates,such as the reasons and duration of sickness analysed by occupational group, ornoted after a group of similar referrals, this can help managers make earlierreferrals to OH. It also helps to take a broader, proactive approach inreducing sickness generally. Analysis of data can help in identifying possiblecauses of absence such as an unsafe practice, exposure to hazardous substancesor organisational change. OH professionals normally see referred employees in order to offer impartialadvice concerning fitness and to assess if any appropriate interventions arenecessary to help rehabilitate the individual back to work. Workplace visitsmay be required, organised by the manager, in order to assess the environmentand any relevant health and safety training. The benefits of using this approach are usually measured usingorganisational targets against which to assess the reduction or otherwise inrates of absence. Disability awareness Legislation such as the Disability Discrimination Act 1995 continues toraise employer awareness of disabled employees in the workplace. The managementof individuals who become disabled as a result of sickness, may require thecompany to make “reasonable adjustments” before they can return tothe job. Appropriate and efficient rehabilitation is a key target in the documentRevitalising Health and Safety jointly produced by the HSC, HSE, and DETR in2000. The Government is looking to strengthen the retention and rehabilitationservices for workers who become disabled or have persistent sickness.”Vocational rehabilitation” is defined as “the process wherebythose disadvantaged by illness or disability can be enabled to access, maintainor return to employment, or another useful occupation”3. So often return to work is delayed because there is a wait for NHStherapies. Some companies will pay for an employee to have a course of physiotherapy,for example, in order to aid the return to work. But not all organisations arein a position to offer this help. It is acknowledged that the longer individuals are off work the less chancethey have of returning and that few workers return to any job if they areabsent for one to two years3. A case-management approach Many organisations with good sickness absence frameworks now practise a casemanagement approach by reviewing longer-term cases on a regular basis. Caseconferences are held, usually attended by OH, the line manager and humanresources. This provides an excellent opportunity for all parties to be kept up todate, offer advice and agree on the appropriate action to be taken. A recent report, published by the British Society for RehabilitativeMedicine3 entitled Vocational Rehabilitation – the Way Forward highlights anincreasing separation of employment and health services in rehabilitatingpeople back into work. The emphasis has changed to a focus on promoting generalindependence rather than getting back to work. As well as NHS professionals facilitating return to employment, it pointsout the potential value of OH services in this area. But there is alsorecognition that there are often uneasy relationships between OH professionals,GPs and hospitals, as well as patchy OH provision. Among the mainrecommendations a call is made for closer liaison with OH services and thatearly, professional and accessible vocational rehabilitation should beequitably available early following illness or injury. The report supports the effectiveness of the case management approachparticularly for people with complex disabilities. One of the most effective approaches to managing sickness absencehighlighted in the CBI survey1 quoted earlier, appears to be in focusing thehuman resource policies of the organisation on the actual causes of sicknessabsence in the company. But how are all the true causes identified? Wider, often interactive factorsother than disease may affect why an individual may become “sick” andtherefore takes absence from work. Whitaker2 argues that new and innovativeapproaches which involve managers, the OH service, HR and workers’representatives are needed which recognise these often non-medical psychosocialfactors. The different perspectives, originating from different disciplines such associology and organisational psychology, include: – Social insurance systems, benefits payments and medical certificationpractices. Employers are now bearing more of the initial costs of sicknessabsence. In some companies employees have become self-employed making themresponsible for their own sickness absence costs – Job security, availability of alternative employment and the economicclimate – Organisational factors such as the size of the enterprise, HR policies andmanagement procedures – Companies with proactive policies and procedures, for example, thatpromote family friendly actions may influence absence figures – Job satisfaction, motivation to attend, workplace stress and thepsychosocial work environment – Individual factors – personality, social support and circumstances, sex,marital status and ill health. OH professionals have long acknowledged that these broader issues, particularlythe human factors, may affect the health of the workers. Bailey4 states themain interactive human factors affecting attendance at work are motivation,personality and work design, and the perceived structure of the work climate. He goes on to argue that by measuring the relationship between themotivation to attend work as a satisfying experience along with the personalityof the individual employees and the design of their jobs and the work climate,employers are better placed to introduce stress management interventions in theworkplace. In working alongside managers and other stakeholders in the business,occupational health professionals can positively influence attendance issues.Continuing the HSE theme “good health is good business” means beinginvolved if possible at a senior level and understanding the organisation andthe economic climate within which the company is operating. Progress There does appear to be progress in developing useful rates of sicknessabsence data based on an agreed definition, which can be used to increaseawareness of patterns and inform appropriate action. The important role of rehabilitation in returning individuals to work is atlast being acknowledged with the inclusion of the occupational health professional.The OH role in supporting organisations also appears to be growing to enableemployers to consider the broader factors that may be having an effect onhealth and absence, and to be proactive in dealing with these broader, oftenexternal influences. The role of occupational health in providing advice on individual cases isvaluable but the wider picture needs to be remembered. References  1. Whitaker, S. (2001) The Management of Sickness Absence Occupational andEnvironmental Medicine 58(6), Jun I, 420-424 3. British Society of Rehabilitative Medicine (2000) VocationalRehabilitation. The Way Forward. London: BSRM 4. Bailey, R. (1998) Attendance Allowance Occupational Health April 23-25 A standardised approach– The standard approach to sicknessabsence used by the Black Country NHS Personnel Consortium records as follows: 1. Lost hours over contracted hours 2. No adjustment for annual leave3. Maternity leave is excluded4. Partial shift absences, hospital appointments, etc, arediscounted– Data is collected by line managers and fed to a centralsystem in each trust– The information collected is the most reliable comparablesickness absence data currently available in the NHS– HR personnel select a particular ward and time period toaudit data collected and compare to that already captured?  Results are fed back to managers, includinginformation on over and under-reporting of absences– Reason for absence is currently being piloted in three of thetrusts. The system aims to capture hours of absence and medical reason forabsence. Ten categories (e.g. musculoskeletal problems, mental health problems,etc.) subdivided into defined problems Related posts:No related photos. Previous Article Next Article Absent without leaveOn 1 Oct 2001 in Musculoskeletal disorders, Personnel Todaylast_img read more

first_imgShifting growth trends in oil and gas drillingWhile onshore projects will account for most of this activity in terms of pure numbers – 61,700 wells are expected by 2022 – the most notable growth will be seen offshore, where drilling is expected to surpass 2019 levels over the next two years to reach more than 2,700 wells annually.“In contrast to previous years, when the North American shale sector led production growth, we expect the onshore and offshore shelf in the Middle East and the deepwater market in South America to be the main drivers of growth going forward,” said Rystad research analyst Daniel Holmedal.Hit hardest by last year’s market collapse, the vast US onshore sector has largely settled in for a period of capital discipline and near-term production restraint – a strategy that is “pushing most activity out to 2022 and beyond,” the analysis noted.In its latest oil market report, the International Energy Agency highlighted capital spending across the US shale sector fell by 50% last year, and “guidance suggests a recovery of less than 5% in 2021” – indicating new production activity will remain subdued.“While operators tout their ability to respond quickly to higher prices, the focus of the short-term strategy is clearly survival by debt management and sustaining, rather than growing, output,” the energy watchdog added.Meanwhile, sizeable offshore projects in Brazil and Guyana are moving ahead, and these two regions are expected to dominate medium-term production activity, outside of the Opec+ alliance.Holmedal said: “To recover production levels, operators will have to launch new drilling plans in tandem with maintenance and enhancement programmes for existing wells, opening significant opportunities for well service suppliers in the years ahead.” Around 54,000 wells are expected to be drilled worldwide in 2021 (Credit: Aleksei Zakirov/Shutterstock) Oil and gas drilling activity is bouncing back quickly following last year’s market crisis, but despite a forecast for two consecutive years of growth a return to pre-pandemic heights is not expected just yet.A rebalancing of market fundamentals as fuel demand begins to return and Opec+ production cuts ease the pressure of oversupply is encouraging exploration and production companies to restart planning and operations after a challenging 2020.Analysts at Rystad Energy expect roughly 54,000 wells to be drilled globally this year – a 12% year-on-year increase – with a further 19% annual rise anticipated in 2022 to around 64,500 wells.This overall figure remains below the 71,000 wells drilled in 2019, and “it still looks like drilling needs some more time to recover to pre-pandemic levels” the consultancy said. Analysts say oil and gas drilling growth is returning after a challenging 2020, but there will be a shift in emphasis towards offshore activitieslast_img read more

first_imgIndiana’s unemployment rate stands at 3.2 percent for October and remains lower than the national rate of 3.6 percent. The monthly unemployment rate is a U.S. Bureau of Labor Statistics (BLS) indicator that reflects the number of unemployed people seeking employment within the prior four weeks as a percentage of the labor force.Indiana’s labor force had a net increase of 567 over the previous month. This was a result of a decrease of 1,397 unemployed residents and an increase of 1,964 employed residents. Indiana’s total labor force, which includes both Hoosiers employed and those seeking employment, stands at 3.38 million, and the state’s 64.4 percent labor force participation rate remains above the national rate of 63.3 percent.Learn more about how unemployment rates are calculated here: 2019 Employment ChartsEmployment by SectorPrivate sector employment has grown by 16,500 over the year and has decreased by 2,000 over the previous month. The monthly decrease is primarily due to losses in the Manufacturing (-4,000) and the Trade, Transportation and Utilities (-2,100)sectors. Losses were partially offset by gains in the Leisure and Hospitality (2,100) and the Professional and Business Services (1,500) sectors. Total private employment stands at 2,734,500, which is 2,400 above the December 2018 peak.Midwest Unemployment RatesOctober 2019 Midwest Unemployment Rates EDITOR’S NOTES:Data are sourced from October Current Employment Statistics, Local Area Unemployment Statistics – U.S. Bureau of Labor StatisticsOctober employment data for Indiana Counties, Cities and MSAs will be available Wednesday, Nov. 20, 2019, at noon (Eastern) pending U.S. Bureau of Labor Statistics validation.FacebookTwitterCopy LinkEmailSharelast_img read more

first_imgBroadway vet Leigh Zimmerman will join the West End transfer of Noel Coward’s Relative Values as Miranda Frayle. Directed by Trevor Nunn and starring the previously announced Patricia Hodge, Caroline Quentin and Rory Bremner, the Theatre Royal Bath production will play a limited engagement March 19 through June 21. Press night is set for April 14 at the Harold Pinter Theatre. View Comments There is consternation at Marshwood House when the young Earl announces he is to marry a Hollywood film actress…. but the family is well and truly flummoxed when it comes to light that the starlet’s sister is none other than Moxie, the Earl’s mother’s maid. In an attempt to cope with this deeply embarrassing situation, Moxie is dressed up in her ladyship’s cast-offs as the family endeavours to pass her off as one of their own. Returning to the production from Bath are Steven Pacey as Peter, Timothy Kightley as Admiral Sir John Hayling, Amanda Boxer as Lady Cynthia Hayling, Sam Hoare as Nigel and Rebecca Birch as Alice . Olivier winner Zimmerman has appeared on Broadway in Chicago, A Funny Thing Happened on the Way to the Forum, Crazy For You and The Will Rogers Follies. Recent London stage credits include A Chorus Line and A Love Affair from A2Z .last_img read more