BMA GP committee chairman Dr Richard Vautrey and Health Secretary Sajid Javid held a first “emergency” meeting last week on current abuses in general medicine.
At the meeting, the BMA called for “clear public support for general practitioners”, recognizing “the enormous pressure they are under”, urgent investment in primary care to “remove unnecessary bureaucracy” and a commitment government to work with the BMA on “a nationwide campaign to stop abuse of NHS staff”.
Doctor Vautrey noted the meeting “allowed us to make clear how unacceptable the growing abuses against hardworking and dedicated general practitioners and general medical staff are, fueled by a damaging and demoralizing disinformation campaign in parts of the media, as well as commentary of politicians “.
He said the BMA has told the government it must “explain to the public that more patients than those before the pandemic have been able to access their GPs, whether by phone, online consultations or online. person “, as” priority “.
He added: “The Secretary of State has to face the reality of unsustainable workload pressures, poor premises, the impact of the backlog of care and the transfer of secondary care to general medicine and we urged him to trust the practices to provide service to patients without the rigidity, bureaucracy and burden of unnecessary QOF or CQC inspections.
“We also called for many more actions to allow practices to increase their staff and for the government to respect its commitment of 6,000 additional general practitioners. Words are not enough, now we need urgent action.
The BMA has also called on Mr Javid to support increased prison sentences for those assaulting healthcare workers and rescue workers, following the Manchester attack.
The incident comes amid growing criticism of the apparent lack of government support for GPs and primary care staff facing abuse from patients.
Last week, the Institute of General Practice Management (IGPM) co-signed a letter to Health Secretary Sajid Javid criticizing a “lack of central support or a public challenge by the government” of the increase in cases of violence .
Shortly after the Florence House Medical Practice assault, the IGPM again tweeted to Mr. Javid ask, “What are you doing to help? When will you respond to our letter of concern? ‘
Separately, Mr Javid said: “Violence against people working in health services is unacceptable.
“NHS staff work tirelessly to care for patients and shouldn’t have to fear for their safety.
“We are doing everything we can with the NHS to protect staff from abuse and bring offenders to justice.”
NHS chief executive Amanda Pritchard also denounced the attack as “unacceptable”.
Meanwhile, the chairman of the BMA GP committee, Dr Richard Vautrey, urged the government to “act and quickly, before more incidents of this gravity occur”.
He added: “Those who commit heinous acts like these must be dealt with by law and it is essential that governments, and every national and local health agency do much more to ensure the safety of personnel working in practices. who are clearly placed at increased risk by current anti-GP rhetoric.
Up to 75% of chiefs of staff, nurses and general practitioners have experienced verbal abuse from patients during the Covid-19 vaccination campaign, with general practitioners warning that it could worsen for the Covid recall and influenza campaigns this winter.
The Driver and Personnel Management Software Market research report enumerates crucial attributes such as growth determinants, challenges and future prospects that will influence industry dynamics in the coming years. In doing so, it helps stakeholders gain a competitive advantage as it outlines the actions they should and should not take to improve their profit margins.
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Chiefs of staff urged the health secretary to publicly condemn the “indefensible” abuses directed against general medical staff.
In an emailed letter to Health Secretary Sajid Javid (September 9), the Institute of General Practice Management (IGPM) said that there is a “lack of central support, or the government’s public challenge to the increase in cases of abuse of people working in primary care.
“GPs, chiefs of practice and other primary care professionals share the frustrations of patients when faced with long delays for an appointment or long wait times to get to their surgery. “, reads the letter, which was co-signed by the BMA, RCGP and the NHS Confederation.
“But it’s important to remember that we are all on the same side and we all want to make sure that high quality care is provided when needed.”
The letter comes after a summer that has seen a significant increase in patient abuse against staff.
A June survey indicated that up to 75% of chiefs of staff, nurses and general practitioners suffered verbal abuse from patients during the Covid-19 vaccination campaign.
Signatories have now said the situation would be “indefensible under normal circumstances” but that in light of the pressures associated with Covid-19, the damage could be “irreversible” as staff reconsider their future in general practice.
These abuses were compounded by media coverage, in which some media “repeatedly attacked, insulted and scapegoated” general practitioners and their teams, they said.
Meanwhile, the current shortage of blood test tubes has led to further criticism of GPs for postponing testing “even though the situation is beyond their control and under national guidelines.”
They told the health secretary he must “publicly support and defend general practitioners and dedicated primary care staff against this wave of misinformation and abuse.”
The signatories added that patient care must be protected by taking care of those providing the care.
They also requested to meet with Mr. Javid to discuss the concerns described in more detail and to ensure that appropriate support is provided.
In 2021, managing employee operations is more than just shift planning, but solutions like BarSight Restaurant Systems are here to help.
Running a restaurant or other catering establishment is very different from a typical 9 to 5 operation. Even before COVID-19, the extent of responsibilities that operators have to juggle on the staff side alone can be. intimidating.
BarSight’s software made in Canada is designed to meet the unique needs of each restaurant business and offers the flexibility and support that standard retail planning and accounting programs cannot handle.
Foodservice operators simply don’t have the time to spend hours using spreadsheets and various planning systems and technologies, especially in a post-pandemic environment that sees many restaurants being forced to throw away the rule book.
BarSight enables owners and managers of create a schedule quickly and efficiently and in a way that meets all of their needs. On average, it takes just seven minutes for supervisors to create a new schedule and validate it against employee overtime, time off requests, and availability.
Take advantage of integrated accounting-driven payroll reports with estimated planned costs
Enable sales integrations with Square or Clover to automatically generate sales figures
Copy teams from day to day and week to week
Print and share calendars and reports
The system operates as a free web application and all employees can have free access to log in, view schedules and request changes, time off, shift swaps, etc. All requests can be easily approved or disputed by managers and operators within the system.
A solution for a changing world
Food service workers often wear multiple hats, from waiters replacing bartenders to line cooks who become team leaders. This is likely an upward trend as the effects of the pandemic continue and many restaurants face increased union struggles.
RELATED: The Hiring Dilemma: Attracting Restaurant Employees Amid The Damage From The Pandemic
Other scheduling programs may struggle with this, but BarSight is designed for it.
The software allows operators to assign multiple roles to employees and schedule them normally in the easiest way they could hope for. The planning process provides the estimated labor cost broken down to include overtime and allows restaurant budgets to be divided in the way that is convenient for operators. Scheduling validation helps prevent issues with accidental daily or weekly overtime, and special access may be granted to certain employees to allow them to schedule, approve requests, etc.
Meanwhile, the integration of sales data from Square and Clover allows the system to provide average sales data and compare it to the estimated labor costs of the day to give a better overview of the profits than the restaurant is likely to perform on this day.
Since the software knows who has been scheduled, it provides a pre-filled daily signature sheet that can be printed out for employees, making it easy to view payroll shifts. Invoices and petty cash entries can be submitted from a computer, tablet or mobile phone and entered into the Accounts Payable module of the system when and where convenient for generating data, graphs and reports to help with operating margins. This information can then be easily uploaded and shared, and the full summary can be submitted to accounting for easy processing.
BarSight’s new fully customizable manager Logbook is the perfect all-in-one solution for generating reports to help operators stay on top of their operations, including general daily logs, customer feedback, health and safety forms, inventories, daily sales reports and more. All forms are viewable online at any time and monthly reports can also be reviewed and printed.
Maple Ridge, BC owner Brian Howard built BarSight with the goal of bringing simple people management tools to small independent restaurants, cafes, breweries and wineries at an affordable cost.
“With BarSight, the financial side of it all comes to the fore and at no extra cost. The main goal is to show restaurants how much they spend so they can be more financially responsible. Caring for employees and making sure they have a good work-life balance is crucial. BarSight can be the solution to this problem by first focusing on the needs of the business in a way that fits the current climate when it comes to restaurant staffing and shift requirements.
Brian Howard, Owner of BarSight
In an age when balancing staffing and financial needs is more important than ever, BarSight is a simple solution to the problem.
Walmart staff and management are to receive the COVID-19 vaccine by Oct. 4, according to a company-wide memo obtained by FOX Business.
The new policy applies to home office and management associates who travel to the United States, but not to associates who work in stores.
Shoppers wear face masks when they leave a Walmart store in Vernon Hills, Illinois. (PA)
The company will implement a new vaccine status verification process for U.S. associates and will continue to monitor the situation to determine if a change to its return to work date is necessary, according to the note.
CORONAVIRUS RELIEF PROGRAMS BEGIN TO EXPIRE FOR MILLIONS OF AMERICANS
Walmart is also reversing its mask policy and will require all of its workers – including those vaccinated in areas with high infection rates – to wear masks.
In stores in areas with high infection rates, the company is encouraging customers to wear masks and will add signs at entrances.
The move comes just three days after the Centers for Disease Control and Prevention reimposed the masking guidelines, recommending that even vaccinated people re-mask themselves indoors in parts of the United States where the delta variant of the coronavirus feeds. outbreaks of infection.
CLICK HERE TO READ FOX BUSINESS ON THE GO
“We continue to follow with deep concern the evolution of the pandemic and the spread of the variants, in particular the delta variant,” wrote Donna Morris, director of human resources at Walmart, in the note distributed to employees. “We know that vaccinations are our solution to drive change. We urge you to get vaccinated and hope that many more of you will be vaccinated.”
Staff at the Museum of Jewish Heritage have unionized, but say they are frustrated with management as they try to come to an agreement on a first contract.
In November, 27 New York Museum staff – 77 percent of those who voted – voted to join District Council 37, New York City’s largest public employee union. Since then, say union members and their representatives, relations with management have been difficult.
District 37 Council negotiator Moira Dolan said the process has been the longest leading to a contract she has worked on.
“When we organize a workplace, we don’t start from scratch, we start with what we have and then look to improve our conditions,” she said. “And we understand that there will always be compromises, but we have not received any meaningful or meaningful proposals from management for compromises.”
A spokesperson for the museum said in an email: “Negotiations with the union are underway to reach a first collective agreement. It is still early in the process and the Museum is negotiating in good faith.
The campaign for a union began in June last year, when 32 people – 40% of the workforce – were fired despite wage protection loans and amid what CEO Jack Kliger called an “existential crisis.” Caused by the coronavirus pandemic. Kliger himself suffered a 15% pay cut and the museum transferred several full-time to part-time employees to preserve staff salaries.
Staff members say the union will contribute to job security, reducing wage disparities and promoting and improving safety and other issues at the museum, whose full name is the Museum of Jewish heritage – A living memorial to the Holocaust. The Museum, located at the southern end of Manhattan, has used recorded testimonies and curated collections to educate visitors about Jewish history since it opened in 1991. It welcomes more than 60,000 school children each year.
Newly organized staff members staged protests to build support for their cause – sometimes musically. On a June 8 demonstration, workers brought their own musical instruments to an indoor concert featuring Sharabi, a Bhangra-Funk-Klezmer fusion group. On July 11, workers demonstrated in front of the museum.
In seven bargaining sessions, according to employees, museum management proposed to cut sick leave, cut annual leave and eliminate paid time off on Fridays to observe Shabbat and reduce time off for d other religious observances.
The idea that museum workers should have less free time for religious observances annoyed many.
“It is not in line with the values of the institution since its inception, we have always been a Shabbat and Yom Tov observer institution and we want to make sure that it is something that will continue to exist in the future. “said a full-time employee. employee who requested anonymity for fear of retaliation at work. “In some cases our building is the only place, the only memorial… for people who have lost family members to the Holocaust, which is one of the reasons for keeping Jewish holidays sacrosanct. saints is so important.
The next meeting between union representatives and museum management is set for July 30.
Newly unionized Jewish Heritage Museum staff, management discuss first contract
The government said it would provide 24-hour security to Pantang Hospital and surrounding areas to deal with the problem of attacks on staff and patients.
The Ministries of Health and Employment and Labor Relations gave the assurance during a meeting with the La Nkwantanang Municipal Assembly and union leaders of Pantang Hospital staff on Friday, July 2.
A memorandum of understanding between the parties also revealed that the “Ministry of Health will continue and complete the construction of the hospital fence wall within the time frame stipulated by the project (eight calendar months).
The government’s initiatives come in response to a protest by injured staff at Pantang Hospital who took to the streets to express their displeasure at the unfavorable working conditions that put their lives in danger.
According to staff, the lack of fencing resulted in them being attacked by criminals who encroached on hospital grounds, forcing them to put down their tools until their concerns were resolved.
To meet the challenges, the La Nkwantanang-Madina Municipal Assembly has announced that it will initiate legal proceedings for a restraining order within the next seven days to prevent private developers from continuing construction on the hospital property. .
In addition, the Ministry of Health, in collaboration with the Municipal Assembly, undertook to “ensure that structures without authorization from the Municipal Assembly on the grounds of the Hospital are duly demolished within the next 90 years. days “.
But reports from JoyNews’ Fostina Safo reveal that Pantang hospital staff refused to comply with the deal, saying they were not consulted by Union leaders before signing the protocol. Okay.
Meanwhile, the Deputy Minister of Employment and Labor Relations, Bright Wireku Brobbey, has begun consultations with aggrieved staff to get them to return to work with immediate effect.
Madden 22 dropped a bombshell of new game details with the official reveal, and it continues this week with a deep dive into Franchise Mode.
There’s no doubt that the anticipation is very high for Franchise Mode, and now we’ve taken a closer look at what that might look like when Madden 22 launches.
New Features in Madden 22 Franchise Mode
EA Sports released the first Madden 22 All Access video with the early focus on the highly anticipated Franchise Mode.
They discussed several new aspects of Franchise Mode including staff management, staff points, weekly strategy, dynamic play day, improved season engine, franchise center updates, and more.
Personnel management and personnel matters
These are some of the first in-depth glimpses fans got of what Franchise will look like in Madden 22, including a quality shot of the added staff management feature and RPG-style talent trees.
Each of these could be spotted in the official Madden 22 trailer, but were part of montage footage briefly shown and not easily read.
New Staff Goals will allow you to challenge your team to take down specific goals to earn additional Staff Points each week, and these can be spent on any of the four elements of your Franchise Staff.
Talents vary, but we know they can affect everything from injury ranking and recovery time to player progression and scouting.
You will have the opportunity to carefully build a maximized franchise to make the most of your own skills and the way you manage the team.
Weekly strategy and half-time adjustments
The weekly strategy is all about taking franchise mode and giving it a planning injection, and those shots will now include the exact consideration of what kind of strengths and weaknesses your opponent will present on the pitch.
You will be able to choose an offensive and defensive game plan each week, focusing on one type of game or aspect of the game in order to counter the opposing team.
You’ll also need to factor in player health in order to keep everyone healthy throughout a full season, which is even practice.
Players will have the option of limiting the intensity of training in order to preserve the health of players throughout the season.
The halftime adjustments are a great addition, and they will be felt both inside and outside of Franchise Mode for Madden 22.
Players will now be able to change the offensive and defensive game plan at half time based on your opponent’s tendencies during the first half.
Seasonal engine and franchise center
Along with the other major feature changes, Madden 22 is getting an all-new Season Engine for the franchise with new storylines expected to appear throughout the season.
They said there will be over 35 different storylines in the title at launch, with more to be added in future updates.
Early previews showed press conferences with your head coach being able to choose between two answers to a key question, which is in line with what we’ve seen in the beta so far.
They also presented a potential scenario where you can pair a veteran quarterback and a young wide receiver to create a star from the rookie through improved chemistry and successful weekly goals.
On top of that, the main screen and Franchise Hub where you’ll be working while playing the game mode has received a facelift with clear goals, activities, and more UI upgrades.
Scouting coming in September
One of the big Franchise Mode updates that has been covered in this Deep Dive is Scouting, but this addition won’t arrive until at least September of this year.
Unfortunately, players will have to wait a full month after the game’s release, but that’s also part of EA Sports’ commitment to “Live Service Updates”.
They viewed Franchise Mode as a live service, similar to Ultimate Team, and intend to continue updating and improving it throughout the season.
While the wait is frustrating, the glimpses we’ve seen of this new scout mechanic look really promising, with the ability to carefully place your Scouts in different regions with their own individual objective.
The draft outlook will also move up and down the draft table throughout the season and offseason, which should better mimic the fluctuations in the NFL scouting and drafting in real life.
We had the opportunity to be in a first media preview of Madden 22 and also got to ask the developers about the business logic improvements, which are expected to arrive with a future update.
WATCH: Madden 22 All Access Franchise Deep Dive
If you’d like to watch the All Access Deep Dive mode for the franchise in Madden 22, you can check out the full video below.
The full video is just over five minutes long and you can see several different screenshots of what Franchise might look like in Madden 22 this year.
Pre-order Madden 22
Pre-orders have been posted on the EA website, Microsoft and PlayStation Stores, Best buy & Amazon – for the three editions of the game.
Saskatoon Retail Software Startup 7 teams has raised US $ 21.5 million (C $ 25.9 million) in Series B funding as the company seeks to evolve its restaurant workforce management platform to meet the needs of needs of restaurants as they prepare for the post-pandemic world.
The cycle was led by New York-based growth equity fund Enlightened Hospitality Investments (EHI). It also involved the participation of existing investors from 7shifts, Ten Coves Capital, Relay Ventures and Conexus Venture Capital.
“As the industry rebuilds itself, there has never been a more important time for restaurants to have more visibility in the workforce. “
EHI is affiliated with Union Square Hospitality Group (USHG), the company behind Gramercy Tavern and Union Square Cafe. The new funding follows USHG’s recent implementation of the 7shifts platform in its portfolio of restaurants, cafes and bars. 7shifts plans to use the new capital to continue to grow their team and invest in product development. As part of this round, EHI will join the 7shifts board of directors.
“As the industry rebuilds itself, there has never been a more important time for restaurants to have more visibility into the workforce to improve performance and long-term profitability,” said Jordan Boesch, CEO of 7shifts.
“Engaging with restaurant staff through reliable, data-driven shift planning will be key to delivering meaningful job satisfaction while controlling costs, improving performance and replenishing results,” added Boesch.
Created in 2014, the 7shifts software aims to simplify personnel management “one team at a time”. The Saskatchewan startup, which has offices in Toronto and New Jersey, provides a job planning and administration platform for restaurants. 7shifts currently serves over 500,000 foodservice professionals at 18,000 locations around the world in North America, Europe, the Middle East and Australia.
7shifts raised approximately C $ 21 million in Series A funding in 2019, including a C $ 13 million first round in January and a C $ 7.9 million extension in October.
RELATED: Saskatchewan Extends Incentive To Invest In Start-Up Companies
The startup had initially planned to mount its Series B in March. But, when COVID-19 hit and restaurants were forced to close due to public health concerns, 7shifts had to put those plans on hold and was forced to put 40 of its 160 employees on leave. Boesch told BetaKit 7shifts raised around C $ 10 million in a bridge round in June from its existing investors to “deal with the [pandemic] storm ”and make sure he had the trail to continue to grow and build.
With 85 percent of its customers based in the United States (US), 7shifts was well positioned to ride the wave of reopening across the United States. Boesch said the company’s revenue had returned to pre-pandemic levels in September.
“What we started to see, as we were able to bring back people that we previously had to put on leave, we saw the industry come back to life, really, at the very end of 2020,” Boesch said.
According to 7shifts, the startup recently enjoyed a “new customer onboarding record” as restaurants seek to simplify team management and increase profitability. The company has called this process “even more critical,” both during COVID-19 and as businesses begin to recover from the pandemic.
Boesch said that for every month of 2021 so far, 7shifts has seen a record number of new restaurant customer registrations, adding that May is currently on track to beat April.
RELATED: Three Prairie-Based Startups Close Seed Rounds, Raising $ 2.45 Million in Total
The CEO called 7shifts “very well positioned” for the future given the growth of the startup and the increased focus of the restaurant industry on employee engagement, retention and exploitation of technology. .
“The restaurant and hospitality industry is on the cusp of one of the greatest periods of growth and hiring we have ever seen, and having the right technology to handle this process will be critical. to be successful, ”said Danny Meyer, Founder and CEO of USHG and Co-Founder and Managing Partner of EHI.
7shifts currently has 150 employees and plans to add 20 more in roles such as partnerships, sales, marketing and customer success.
UPDATE (5/25/21): This article has been updated with comments from 7shifts CEO Jordan Boesch.