Joy Sports Transfer Daily: Monday’s 23 top stories

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first_imgThe new series from the team at 99.7FM, tracking the latest moves in the window. We call it the #JoySports Transfer Daily. Here, we summarize all the moves and rumours in a quick, easy to read format.The series started in July 1 and ends on August 31.When does the transfer window open?The Premier League season wrapped up on May 24 and there has been a slew of confirmed transfers since – including James Milner and Danny Ings to Liverpool and Memphis Depay’s move to Manchester United. But the window did not officially open until 12am on Wednesday 1 July 2015.Is that the same across Europe?No it is not. The transfer window dates for the major European leagues have yet to be finalised, but France, Germany, Spain and Italy’s tends to open at the beginning of June rather than July. This means players from those leagues can agree moves into England, but transfers will not be ratified until July 1. The Dutch summer transfer window tends to open in the second week of June.In today’s edition…DI Maria’s PSG move looms Angel Di Maria has arrived in Doha to undergo his medical ahead of a proposed £44m move from Manchester United to Paris Saint Germain.United paid a British record £59.7m fee to Real Madrid last August for the 27-year-old and were understood to want more than the £44m figure quoted in several national newspapers on Friday.But a deal has reportedly been struck and Di Maria, who was given an extended holiday after competing for Argentina at the Copa America but failed to meet up with the rest of the United squad on their pre-season tour of the United States, looks poised for a move to France.He flew in to Qatar on Sunday night, posing for photographs with fans. He is expected to undergo his medical tests at the Aspire Academy on Monday.…Thiago Silva believes Di Maria is joining bigger club’ Thiago Silva believes Angel Di Maria will be making a step up when he leaves Manchester United for Paris Saint Germain. Di Maria will undergo a medical in Qatar today after PSG agreed a fee of £44.5million to sign the Argentina winger from Manchester United. And Silva believes the Ligue 1 champions now only trail Real Madrid and Barcelona among Europe’s elite clubs, highlighting the capture of Di Maria as evidence of PSG’s growing stature. “People now need to respect PSG as one of the big clubs in Europe,” Silva said. “Real Madrid and Barcelona are probably on another level, but after that if you join PSG you are you probably taking a step up.” PSG knocked out Chelsea on their way to the Champions League semi-finals last season, a fact not lost on Silva.”We went further than any English clubs in Europe last year,” he added…LVG: United need players like PedroLouis van Gaal has indicated Manchester United must sign a player in the mould of Pedro. The Spaniard has been heavily linked with a move to Old Trafford, with United tipped to make a £22m bid. “Barcelona have the speed of Neymar and [Lionel] Messi — and they have Pedro behind them. We have to compete with that. “We can win the title if we can buy players with speed and creativity. We have to improve our selection in that way. Bayern Munich have [Franck] Ribery and [Arjen] Robben. After that they can change with [Thomas] Muller and they also had [Xherdan] Shaqiri at times. They are our competitors. Chelsea have [Eden] Hazard, Willian, Oscar — that is speed and creativity.”…Rafael set for Lyon switch Manchester United defender Rafael Da Silva has arrived in France ahead of his move to Lyon, according to the club’s president Jean-Michel Aulas.The Brazilian has one year left on his contract and has been told he is not in manager Louis van Gaal’s first-team plans this season following the arrival of Matteo Darmian. Aulas confirmed the 25-year-old’s arrival in Lyon, although the two clubs are yet to agree a transfer fee.He tweeted: “Raphael [sic] has arrived from Manchester U. We’re waiting for an agreement with MU on the transfer. He’s in a very Brazilian good mood.”David De Goer?Louis van Gaal has instructed Manchester United to sell David De Gea .The United boss wants to draw a line under De Gea’s contract stand-off before the new Premier League season kicks off in six days’ time. Van Gaal believes it makes sense for vice-chairman Ed Woodward to broker a deal with Real Madrid rather than keep an unhappy player at the club.And De Gea’s departure would pave the way for United to make a £25million swoop for Ajax No 1 Jasper Cillessen. Van Gaal has illustrated with his willingness to allow Argentine winger Angel di Maria to Paris St Germain at a £20million loss that he only wants players who are fully committed to his philosophy….Juve can’t offer Pogba crazy wages Juventus director general Giuseppe Marotta admits the club cannot offer Paul Pogba a ‘crazy salary’ but reiterated their desire to keep hold of the highly-rated France international. Pogba has helped Juventus win three successive Serie A titles since joining from Manchester United in 2012 and this summer has been linked with a host of European clubs – including Barcelona and Manchester City. Juve turned down a reported 80million euro bid from Barcelona last month and Marotta concedes that the Turin club cannot offer the 22-year-old midfielder the sort of salary some of their European rivals can…No Isco or Oscar for JuveThere’s more from Juventus director general Giuseppe Marotta as he went on to confirm that Juventus are seeking to bolster their midfield numbers  this but are not planning to lodge bids for Chelsea’s Oscar or Real Madrid’s Isco.”Isco and Oscar are both stellar players, but in the case of Juventus – unfortunately, for now – we will never be able to sign them,” Marotta added……But are interested in NasriJuventus are keen to sign Manchester City midfielder Samir Nasri, according to reports. The Italian champions apparently want Nasri to replace Arturo Vidal, who has joined Bayern Munich. Juventus had initially studied a move for Julian Draxler from Schalke, but that deal looks unlikely according to Rai Sport. Nasri arrived at City from Arsenal in 2011, and has made over 100 appearance for City…. Higuain delivers hammer blowBlow for Napoli with Gonzalo Higuain apparently having no intention of staying in Naples. “We had a meeting with the President (Aurelio De Laurentiis) in Venice 10 days ago,” said agent and brother Nicolas Higuain. “He offered a one-year contract extension, however, in my opinion – and in our opinion – we’ll continue with the original contract, expiring in 2018. I don’t think we’ll accept the President’s offer, because the contract isn’t that different to the one we signed before, so for us it’s not a real offer. We’re calm and happy to continue with the current conditions. At the moment, we have faith, Gonzalo will stay at Napoli, in a team which is 100 per cent focused and can win something. It seems strange, but the big clubs have not contacted me, nor have I spoken with anyone.”…Could Pepe leave Real Madrid?Pepe could leave Real Madrid this summer, reports Sport.The Portugal international, who joined Madrid from Porto for €30m in 2007, is inside the final year of his contract and talks over extending his stay froze several months ago.Madrid are expected to opt for a first-choice centre-back pairing of Sergio Ramos and France youngster Raphael Varane this season and that could relegate Pepe to the status of back-up player.The Bernabeu giants’ recent recruitment of Spain Under-19 defender Jesus Vallejo, according to Sport, is a clear sign that the club are placing stock in youth and that could mean that the club are willing to let Pepe leave before the close of the transfer window later this month… Charlie Austin eyed for Hammers switchWest Ham will this week step up their attempts to bring QPR’s Charlie Austin to Upton Park. The striker is valued at £15million by Rangers – and director of football Les Ferdinand has insisted they will accept nothing less for the man who scored 18 top-flight goals last season. So far, the Hammers, Newcastle and Southampton have baulked at that valuation. But, West Ham boss Slaven Bilic may go back in again, this time offering winger Matt Jarvis, 29, to Rangers as a make­weight in the deal. The winger has only one year left on his contract and would fetch close to £4m. That means a cash outlay of £11m for Austin – a sum the West Ham hierarchy will find more appealing.The Hammers are short up front following last week’s serious injury to Enner Valencia in the Europa League…City eye Berahino swoopManchester City are set to gazump their rivals and sign Saido Berahino.And, after the debacle in Stuttgart last night, the ­arrival of the West Brom striker cannot come soon enough.Raheem Sterling and Co were on the receiving end as the pressure was cranked up on boss Manuel Pellegrini ahead of next weekend’s big Premier League kick-off.Albion fielded enquiries from the Etihad this week, with the Champions League qualifiers asking to be kept abreast of interested rivals amid reports that Newcastle were set to make a bid. Spurs are long-standing admirers of the frontman, too, but news that moneybags City are now in the hunt should ensure they win the race for the 21-year-old, who scored 14 Premier League goals last season…Gradel to return to BournemouthBournemouth are on the verge of re-signing the Ivory Coast international Max Gradel from St Etienne. The former Leeds winger is having a medical ahead of the move being completed. He previously spent time on loan with Bournemouth in 2007/08, has played over 40 times for Ivory Coast and scored 17 times in Ligue 1 last year as St Etienne qualified for the Europa League…Raheem replacement?Liverpool are looking to snap up Real Madrid winger Denis Cheryshev for £14.9 million Although not first choice for Real Madrid the Russian has impressed whilst on loan to Villarreal.Cheryshev is considered to be a good replacement for Raheem Sterling, but Liverpool are also reportedly interested in Barcelona’s Adama Traore…Nobody wants MarioRoma are the latest club to turn down the chance to sign Mario Balotelli (below, left).The Italian is free to leave Liverpool with Brendan Rodgers having finally lost patience with the £16m striker.A number of sides have been offered the chance to sign Balotelli, including Bologna and Sampdoria – bit both have conceded they cannot afford him.That would not be the case for Roma, who have been offered the player by his agent Mino Raiola…Sunderland eye double swoopSunderland remain in talks with Rubin Kazan to sign midfielder Yann M’Vila.We also understand Dick Advocaat’s side are one of two clubs to have made an enquiry to sign QPR midfielder Leroy Fer.West Ham are also thought to be interested in the Dutchman.Astori set to move to Fiorentina……and are offered PatoSunderland have been offered the chance to sign Brazil striker Alexandre Pato for £5million.The Black Cats – who have agreed to sell Connor Wickham to Crystal Palace for £9m– have opened talks on Pato, 25.The former AC Milan star is on loan to Sao Paulo from Corinthians, where he has rediscovered his form.Pato scored 51 goals for Milan in 117 Serie A games, but his spell at the San Siro was interrupted by a string of injuries.With the futures of Steven Fletcher and Danny Graham uncertain, Sunderland bossDick Advocaat has also been linked with Blackburn’s Jordan Rhodes…Astori set fro Fiorentina?Davide Astori has reportedly completed his Fiorentina medical and should soon complete his move to the Viola, according to Football Italia. Brazilian full-back Gilberto is also undergoing his medical today and should be announced as a new arrival from Botafogo later today. Fiorentina are on a high at the moment after beating European champions Barcelona 2-1 in the International Champions Cup yesterday thanks to a Federico Bernardeschi…Llorente set for Spain return?Sevilla are keen on signing Fernando Llorente from Juventus, according to reports. The former Athletic Bilbao forward has struggled for regular action at the Italian champions since joining in 2013. Llorente has been linked with various clubs including Arsenal, Real Madrid, Manchester United, Barcelona and Tottenham, but could now return to Spain for the club’s Champions League campaign. Juventus want around 12 million Euros for the player, who would replace Carlos Bacca after he joined Milan. Llorente (below) is apparently ready to take a pay cut to finalise the move…Loan rangerSteve Bruce is waiting to see if Manchester United will release Paddy McNair. Hull’s boss has moved James Chester out to West Brom for £8million, but he is under pressure to slash the KC Stadium wage bill. And he is hoping Louis van Gaal will allow the young centre-half out on loan.However, Van Gaal does not have sufficient resources at present to give Bruce a definitive answer – and the Geordie may have to wait until after the season gets under way before he gets his man.In February, McNair was rewarded with a new deal to tie him to Manchester Uniteduntil June 2017…Connor deal doneConnor Wickham has completed a move from Sunderland to Crystal Palace. We understand the fee will total up to £9m inclusive of add-ons…Barca keen on Vertonghen?According to reports in Spain, Barcelona could move for Tottenham defender Jan Vertonghen (below right, pictured) this summer.Barca have been heavily linked with Monaco’s Aymen Abdennour and remain confident of landing him. However, should Monaco decide to keep the Tunisian – or he want to stay put – they want to have Vertonghen ready. His countryman Thomas Vermaelen joined Barca last summer but injuries hindered his first season and Luis Enrique isn’t sure if he will ever re-find his best form…–Follow Kweku on Twitter: @nana_odum. Get more news from the #JoySports hashtaglast_img

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ICL aims to cut call centre staff turnover

first_imgICL aims to cut call centre staff turnoverOn 23 Oct 2001 in Personnel Today Comments are closed. ICL has changed its call centre policy in a bid to slash employee turnoverin the coming year. Under the new approach, staff are assessed by the number of calls they solverather than the number of calls they take. The initiative was piloted in four of ICL’s seven UK call centres. It cutstaff turnover from 24 to 6 per cent and resulted in a 20 per cent rise incustomer satisfaction. Peter Richardson, HR director for infrastructure and operations at ICL,expects the scheme to cut staff turnover at call centres from 20 per cent tothe company’s average of between 11 and 13 per cent. He said, “There is no reason why call centre staff turnover should beworse than the rest of the business. Twenty per cent is too high and I expectthe management scheme to make a big dent in the staff turnover rate.” The new approach makes call centres more customer focused and will cut thenumber of calls staff have to handle as problems are solved more effectively. Previous Article Next Article Related posts:No related photos.last_img

Advisers from Pinsent Curtis Biddle answer questions

first_imgAdvisers from Pinsent Curtis Biddle answer questionsOn 1 May 2003 in Personnel Today Comments are closed. Related posts:No related photos. Advisers from Pinsent Curtis Biddle answerquestionsChristopher Mordue on grievance proceduresQ The new statutory discipline, dismissal and grievance procedures comeinto force in April 2004. Is there anything employers should be doing toprepare? A The new statutory procedures under the Employment Act 2002 will beone of the most fundamental employment law reforms for many years, impacting onthe day-to-day management of all employment disputes. Breach of the procedureswill significantly affect both liability and compensation in tribunal cases.The importance of these reforms makes it essential employers prepare well inadvance. Some details of the new procedures and how they work will only beclear once the regulations are published. But the basic scheme is reasonablyclear and there are a number of steps employers should now be considering. The new procedures will apply to all employees and become part of theircontract of employment. The discipline and dismissal procedure applies to allforms of disciplinary action, even oral warnings, and to all dismissals. Breachby the employer will mean that any dismissal is automatically unfair. What’smore, compensation will be increased by at least 10 per cent and possibly by 50per cent. The statutory grievance procedure will need to be followed by all employeesbefore they make any complaint to an employment tribunal. Breach of theprocedure will lead to any damages awarded (for example, an award fordiscrimination) being increased by 10 to 50 per cent. In advance of these changes, employers need to carefully review theirexisting procedures to ensure compliance with the new statutory scheme. Theyneed to consider how (if at all) they will reflect the contractual status ofthe new procedures in their contracts of employment and procedural documents.They also need to carefully review and reconsider how they deal with employmentdisputes in practice. For example, the new procedures require employers tostart the dismissal or disciplinary process by explaining, in writing, thecircumstances that have led them to consider dismissing or disciplining theemployee. Employers also need to carefully review how disciplinary anddismissal hearings are conducted, what information is provided to the employeeand at what stage, and the length of time taken for each stage. Employers must also consider whether they need any new dismissal procedures,in particular, for dealing with performance issues, ill-health terminations andredundancies, and whether they need to adopt any new grievance procedures todeal with specific types of complaints. For example, many employers alreadyhave specific procedures for dealing with allegations of sexual or racialharassment and it may be appropriate to introduce specific procedures for othertypes of complaint. The new statutory scheme threatens to punish basic procedural errors veryharshly. Therefore, it is vital for employers to effectively communicate thenew statutory procedures to line managers. This can be accomplished through trainingand written guidance on how to deal with disciplinary cases, grievances and thevarious forms of dismissal. This training and guidance should also cover otherrelevant employment law risks, such as unfair dismissal law more generally anddiscrimination complaints. Employers should also prepare for far heavier use of their grievanceprocedures once the new rules take effect. One issue is of time and resources –are there enough trained managers at each level of the grievance procedure tohear the grievances? Will appeals impact particularly heavily on the time ofsenior managers, who might then have to give evidence in employment tribunalcases? If so, could the procedure be changed to spread the time burden moreeffectively? A further change to be introduced under the Employment Act 2002 relates tothe statutory statement of main terms and conditions of employment. Currently,there is no real sanction for a failure to provide this statement or for afailure to keep it up-to-date. From next April, employers will face a ‘fine’ ofup to two weeks’ pay for such breaches. Employees will have no free-standingclaim for this amount. However, if the employee wins any kind of tribunal case,the tribunal must then assess whether or not the obligation to provide andmaintain an accurate statement has been breached and, if so, can impose thefine. Claire Newberry on sex discriminationQ We seconded employees to a joint venture company; the joint venturepartner provided the management team. Now, one of our female employees hasresigned and complained of sex discrimination by a manager. It seems she raiseda grievance against her supervisor and the manager dealt with her grievanceless favourably than he dealt with another raised against the same supervisorby a man – who is also one of our employees. Are we liable for the actions of amanager who isn’t even one of our employees? A Your company may well be liable for the actions of the manager,even though it does not employ him. In a recent and similar case (Victor-Davisv Hackney London Borough Council, 2003, All ER (D) 318, Feb), the manager was acontractor and not an employee of the council. As soon as the council formedthe view that the contractor manager had behaved inappropriately, it tookappropriate steps to deal with the situation. The council assumed that withoutknowledge, it would not be held liable for the inappropriate acts of thecontractor manager. The tribunal agreed. However, it was overruled by theEmployment Appeal Tribunal. The EAT provided guidance in dealing with such situations. The properapproach to determine your company’s liability is to consider whether or notthe manager was acting on authority conferred by your company when he allegedlycommitted the discriminatory act. Your joint venture partner provided theentire management team. It would appear that in carrying out normal managementactivities, the manager was acting on authority conferred (explicit or implied)by your company. Handling a grievance may be classed as normal managementactivities, so your company may well find itself liable for a discriminatoryact committed by a non-employee. The Victor-Davis case concerned sex and race discrimination, but the EAT’sguidance could also be applied to non-discrimination cases. So, the conduct ofan agency manager, say, could saddle an employer with liability forconstructive unfair dismissal. All the more reason, then, for employers tothink carefully before conferring authority on non-employees. If this cannot beavoided, then such arrangements need to be carefully structured so thatresponsibilities are thoughtfully allocated, and that all three parties(employees, managers and employers) know where those responsibilities lie.Finally, an employer who confers authority to manage on a non-employee needs amechanism for addressing any management failures. In the case of your company,this would be by having complaints about the manager dealt with by your jointventure partner as a disciplinary/performance issue. John McMullen on TUPE reformsQ What is the position with regard to the reform of TUPE and when will ithappen? A The reform of TUPE should be regarded as a jigsaw puzzle containinga number of pieces. First, on 13 February 2003, the office of the Deputy PrimeMinister published details of a code of practice applicable to local authoritytransfers of employees to a private or voluntary sector partner as part of acontract to provide any local public service. The code will ensure that contractors confirm their obligations to protectthe terms and conditions of transferring local government employees, includingthe right to ongoing access to the local government pension scheme or to analternative good quality occupational pension scheme. The guide will also applyto new joiners, who must be offered new terms and conditions that are overallno less favourable than those of transferred employees. New joiners will alsohave to be offered a reasonable pension provision which may either bemembership of the local government pension scheme, membership of a good qualityemployer pension scheme or membership of a stakeholder pension scheme with anemployer contribution. Further information can be obtained from the officialwebsite (www.odpm.gov.uk). As for the TUPE regulations themselves, on 14 February 2003, the secretaryof state for trade and industry announced new regulations would be published indraft during the first half of 2003, with a view to placing them beforeParliament in the autumn of 2003, coming into effect in spring 2004. But thecoverage of occupational pension rights under TUPE will be consideredseparately and to a longer timescale as part of the pensions review being takenforward by the Government’s Green Paper Pensions in the Workplace published on17 December 2002. The TUPE revisions, it is promised, will include giving more comprehensivecoverage to service contracting operations (not including those involving highlevel ‘professional services’) with the aim of improving the operation of themarket and promoting business flexibility; introducing a requirement on the oldemployer (transferor) to notify the new employer (transferee) of the employmentliabilities that will be transferring, thus increasing the transparency of thetransfer process and combating “sharp practice”; clarifying thecircumstances in which employers can lawfully make transfer-related dismissalsand negotiate transfer-related changes to terms and conditions of employmentfor economic, technical or organisational (ETO) reasons; and introducing newflexibility into the regulations application in relation to the transfer ofinsolvent businesses, promoting the ‘rescue culture’. Christopher Booth on dependants leaveQ Over the last three months, my PA has been absent from work on a dozenor so occasions in order to look after her son, who has been diagnosed withhaemophilia. While I am sympathetic about her reasons for being absent, and Iam aware that employees have a right to time off to look after dependants, Ineed my PA at work. A An employee is entitled to take a reasonable amount of time offduring working hours in order to take action that is necessary: – to provide assistance when a dependant falls ill, gives birth or isinjured – to make arrangements for the provision of care for a dependant who fallsill The right does not apply unless the employee tells her employer the reasonfor their absence as soon as reasonably practicable and how long they expect tobe absent. In Qua v John Ford Morrison Solicitors, EAT 884/01, the EAT gave someguidance on the determination of a ‘reasonable’ amount of time off in order totake action which is ‘necessary’. – Factors taken into account will include the nature of the incident thathas occurred, the relationship between the employee and the dependant, and theextent to which anyone else was available to help – In determining what is the reasonable amount of time off, this is aquestion of fact for the tribunal in every situation, but the disruption orinconvenience caused to an employer’s business by the absence are irrelevant.However, an employer can take into account the number and length of previous absencesas well as the dates when they occurred, in order to determine whether the timeoff on a subsequent occasion is reasonable and necessary – The right to time off to “provide assistance” does not enableemployees to take time off to provide the care themselves, beyond thereasonable amount necessary to enable them to deal with the immediate crisis.The statute envisages some temporary assistance – The statute contemplates a reasonable period of time off to enable anemployee to deal with a dependant who has fallen ill unexpectedly. 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Aryzta announces plans to raise £715m in capital

first_imgAryzta is aiming to raise around £715m as part of plans to strengthen its presence in the frozen bakery market.The move follows a profit warning in May and announcement of plans to reduce costs over the next three years as the business comes under pressure from increased labour and ingredient costs.In a statement issued this morning (13 August), the company said it had undertaken a detailed review of its capital structure and would now approach shareholders with a view to raising €800m (£715m).The additional funding will be used primarily to reduce debt, which Aryzta said would give it the strategic and financial flexibility it needed to implement its business plan and focus on the frozen bakery market.Aryzta also reported that trading in its fourth quarter had been in line with expectations and with the guidance it gave in its profit warning in May.The company added that it remained committed to its previously announced €1bn deleveraging plan, made up of a combination of cash flow generation and at least €450m of asset disposals. Aryzta said it had made solid progress with disposal of non-core assets and that it still planned to dispose of its stake in French retail group Picard.“A significantly improved capital structure will provide Aryzta with the means to continue to take the necessary steps to reposition the business and deliver on our strategy,” said Aryzta chief executive Kevin Toland.“Over the medium term, we expect to generate significant cash flow, which will be applied towards continued net debt reduction and to resource selective growth opportunities.”In April, Aryzta appointed former Frieslandcampina chief operating officer Gregory Sklikas as CEO of its European business.last_img

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