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British Malayali

_mdnwKv AtXmdnänbpsS Xocpam\\w A´naw BsW¦nepw AXv tNmZyw sN¿s]SmhpóXmWv. AtXmdnänbpsS Xocpam\\¯nð ]niIpIÄ Dsï¦nð sIbÀ Ìm³tUÀUv s{Ss#_yqWð AXv ]cntim[n¨v Xocpam\\w d±v (Quash) sN¿pItbm Asñ¦nð Xncp¯pItbm sN¿mhpóXmWv. ]s£ s{Ss_yqWð \\½psS ]cmXn tIÄ¡Ww Fópsï¦nð _mdnwKv AtXmdnänbpsS Xocpam\\¯nð \\nba]ctam, hkvXpXm]ctam Bb Fs´¦nepw sXäpIÄ DïmIWw. AXv sImïv Xsó \\½psS tIkv s{Ss#_yqWð ^benð kzoIcn¡m\\pÅ (s]Àanj³) A¸oð thWw BZyw kaÀ¸n¡m³ !   A§s\\ ^benð kzoIcn¨ Hcp tIkv ]nóoSv AXnsâ sacnänsâ ASnØm\\¯nð kzX{´ambn BWv s{Ss#_yqWenð \\S¯s¸SpI (Proceed ) sN¿pI.   \\n§Ä¡v Hcp \\gvknwKv tem tkmfnknäsd Gähpw AXymhiw thïn hcpóXv ChnsS BWv. ImcWw CXv Ahkm\\ I¨n¯pcp¼v BWv. hkvXpXIÄ ]cntim[n¡m³ In«pó Ahkm\\ Ahkcw.   hogcpXv hnISkckzXn !!   tImSXnIÄ \\n£v]£w BWv. s{Ss#_yqWenð \\ap¡pw _mdnwKv AtXmdnän¡pw \\½psS `mKw hniZoIcn¡m³

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British Malayali

Question I am working in a care home as a support worker.I am working for three years now. My previous Manager allowed me to work according to my family need bcz I am having small kids to look after and wife also working. After change in management they said not possible any more.If I want to work in the company like before I need to go as a flexible worker it is like bank staff for the company where no guarantee for hours and need to work in different homes under the company. I seek advice from Unison also they are also saying same.Is there any legal possibility to maintain my working pattern? Thank you.  Regards Anish Answer. Dear Anish, If you are the parent of a child under 17 (under 18 if your child is disabled) or caring for an adult, you have the right to ask your employer for flexible working. You must also have worked for your employer for at least 26 weeks. Flexible working can include working part time, working school hours, working flexitime, home working, job sharing, shift working, staggering hours and compressing hours (where you work your total number of agreed hours over a shorter period). Although you have the right to ask to work flexibly, your employer doesn\'t have to agree to it. However, they must give your request serious consideration and have a good business reason if they decide not to agree. If you are asking for flexible working be

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British Malayali

Dear Sir, I am a nurse working in a care home. I am suspended for sleeping during the shift. Three care assistants complained against me. I never sleep during the duty. I was taking rest. The care assistants not like me. They made complaint to harass me. My employer told me that I will be dismissed me from my job. Give me some advice? (Identity is kept confidential) Answer Your question is not giving full description of events. We are trying to answer your question with limited inputs. Sleeping while on duty amounts to gross misconduct, which invites harsh punishment of dismissal. In some Employment Contracts, the employees are not allowed to sleep even during break time. In health sectors, sleeping while on night duty invites harsh and stringent punishment. Your case is that, you never slept while on duty. Our concern is that, why three care assistants ganged up against you. You are using some words like "not like me" and "harass me". These words have much ramifications as per Employment Law. If you have a specific grievance of "harassment", we advise you take independent legal advice. Zenith Solicitor (Legal Defence Team)   Disclaimer The information contained in this article are from the event happened previously. The author of this article takes no responsibility in any shape or form should someone decide to act upon

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British Malayali

d{]ksâj³ Dïmbmew Cñ¦nepw Hcn¡ð _mÀ sN¿s¸«mð AXv Hóv ]p\\]cntim[n¡m³ Ffp¸w Añ. _mdnwKv ]p\\]cntim[n¡m³ Hmtcm BfpsSbpw {]mb¯nsâ ASnØm\\¯nð kab ]cn[n \\nÝbn¨n«pïv AXv Xmsg ]dbpw {]Imcw BWv.   ]Xns\\«p hbkn\\p Xmsg DÅhÀþ Hcp hÀjw  ]Xns\\«n\\pw Ccp]Xn\\men\\pw CSbnð  DÅhÀ þAôp hÀjw  AXn\\p apIfnð DÅhÀþ ]¯p hÀjw    CXnð \\nóv \\½Ä Hóv hyàambn a\\knemIpóXv \\½fnð GXmïv FñmhÀ¡pw (_mÀ sN¿s]«mð) ]¯p hÀjw Im¯ncn¡msX ]p\\]cntim[\\¡v  t]mepw At]£n¡m³ Ignbnñ.   F§s\\ Xpd¡mw ASª hmXnepIÄ ??   ap³]v ]dª t]mse _mdnwKv In«nbmð AXv hÀj§Ä IgnbmsX ]p\\]cntim[n¡nñ. ]¯p hÀjw Ignªmð ]p\\]cntim[n¡mw FtóbpÅp. Fóncpómepw \\½psS kmlNcy¯nð amäw Dïmbn«pïv Fóv sXfnbn¨mð tIkv ]p\\]cntim[n¡mhpótX DÅp.   ChnsS Gähpw {][m\\ s]« I

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British Malayali

Dear Sir, I am a qualified Medical Practitioner and working in obstetrics and genecology department. I sometimes work in A & E on locum arrangement. Two week before, we got emergency call from paramedic’s ambulance services of arrest of 5year boy. The A&E unit was set up for receiving the boy and my duty was the time recording of every incidents of managing the cardiac arrest.I was recording the timing in my mobile and simultaneously writing on the board. We tried almost 6 hours to save the boy and at last boy was dead. Last week I received a phone call from the Medical Director saying that he want to have a word with me of some incidents happened at A & E. When I met him he told me that a student nurse raised an allegation against me that, I was taking the photograph of the dying child. I was literally shocked. I told him that I never done it, you can check my mobile and my mobile will flash for the incoming calls. My director was not listening to me. My investigation meeting is scheduled on next week. I am too much panicking of my career and can you please advise me. Nobody complaint against me except the student nurse and others thanked me of the help and support. what to do?   Answer. Dear Dr Ibrahim We believe that, the allegations levelled against you was in the middle of a resuscitation attempt to save the life of a boy. We imagine that, ther

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British Malayali

d{]ktâj³ Hcp Häaqen BWv. _mÀ sN¿s¸«mð AXnð \\nóv c£s¸Sm\\pÅ Htc Hcp I¨n¯pcp¼v. \\½psS `mKw hniZoIcn¡m\\pÅ BZys¯bpw Ahkm\\s¯bpw Ahkcw. Ip«nItfm hÄWd_nÄ Btbm DÅ BfpIÄ¡v \\½Ä Hcp `ojWn Añ Fóv sXfnbn¡s¸SpónS¯v BWv _mÀ enÌnð \\nópw ]pdt¯¡p IS¡m\\pÅ hmXnð. Npcp¡¯nð Hcp d{]ktâj³ F§s\\ AhXcn¸n¡póp FóXns\\ B{ibn¨ncn¡pw _mÀ enÌnð \\nópw c£s¸Smtam Cñtbm FópÅXv. d{]ktâj³ Ab¨nñ¦nð _mdnwKv AtXmdnän AhcsS ap³]nð Ccn¡pó sXfnhpIfpsS ASnØm\\¯nð Xocpam\\w FSp¡mw. AXv \\aps¡Xncmhm³ BWv IqSpXepw km[yX. AXv A´nahpw Bbncn¡pw.  F§s\\ sImSp¡mw Hcp d{]kâj³. FhnsS sImSp¡Ww d{]kâj³ ? d{]ktâj³ tk^v KmÀUv AtXmdnän¡v FgpXn BWv kaÀ¸nt¡ïXv. \\ap¡v Hcp tkmfnknäÀ, tIbdÀ, IpSpw_mwKw, t{SUv bqWnb³ XpS§n ]ecpsSbpw klmbt¯mSp IqSn AXv X¿mdm¡mw. Hcp tkmfnknäÀ¡

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British Malayali

Aev]w t]SntbmSp IqSn Xsó \\½Ä ImtWï Hcp Øm]\\w BWv _mdnwKv AtXmdnSn. t\\ct¯ kqNn]n¨ abuse & negligence sâ ASnØm\\\\¯nð \\½sf  Cu {]^j\\nð \\nópw hne¡póXn\\p A[nImcw DÅ Øm]\\w BWXv.. \\ap¡v FñmhÀ¡pw Adnbmhpó {Inan\\ð sdt¡mÀUv _yqtdmbpw  (CRB) tk^v KmÀUv AtXmdnänbpw Cónñ. AXnsâ Øm\\¯v taev ]dª cïp Øm]\\§fpw IqSntNÀó Unkvs¢mjÀ B³Uv _mdnwKv kÀhokkv BWv DÅXv . AXv sImïv Xsó AXnsâ A[nImchpw ap³]v DÅXnt\\¡mÄ hfsc IqSpXepw BWv. CRB ]cntim[\\ apXð tPmenbnð XpScpónSt¯mfw Imew \\½psS Hmtcm {]hÀ¯nbpw kkq£vaw \\nco£n¡pó HómWv Cu Øm]\\w _mÀ enÌpIÄ ]ehn[w ap³]p kqNn]n¨Xv t]mse abuse or Negligence Dsï¦nð \\½psS Ft¹mbÀ hnjbw _mdnwKv AtXmcnSnsb Adnbnt¡ïXv Dïv. cïp Xcw _mÀ enÌpIÄ BWv sNbvX Ipä¯nsâ ASnØm\\¯nð DÅXv. ssNðUv _mÀ  enÌpw  BUÄSv _mÀ enÌpw. _mÀ sN¿s¸SpóhÀ a

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British Malayali

slð¯v sIbÀ skIvSdnð hÀ¡v sN¿pó Fñmhcpw Xsó tI«n«pÅ cïp t]cpIÄ BWv INDEPENDENT SAFE GUARD AUTHORITY  bpw BARRING AUTHORITY bpw. \\½fnð s]« Bsc¦nepw At\\zjW \\S]Sn t\\cnSpt¼mfmWv \\½Ä km[mcW Bbn Cu cïp t]cpIfpw tIÄ¡póXv. AXnsâ NqSmcpó apd¡v \\½Ä AXv ad¡pIbpw sN¿póp...   BÀ¡pw sN¿mhpó Hcp ]Wnbñ \\½ptSXv, B Imcyw \\aps¡ HmÀa thWw. Fñm Xc¯nepw {]mb¯nepw s]« BfpItfmsS CSs]«p tPmen sN¿m³ FñmhÀ¡pw Cu bq sIbnð A\\phmZw Cñ. AXv \\ap¡v Dïv. AXv sImïv Xsó Xsó Nne D¯chmZ§fpw. AXnð sNdnb Nne hogvNIÄ¡v t]mepw  \\½Ä sImSpt¡ï hne hepXmWv.   tað  ]dª cïp Øm]\\§fpw BWv A¯cw Hcp hogvN  hómð \\½Ä  C\\n XpSÀóv Cu cwK¯v Xsó {]hÀ¯n¡tWm Fóv Xocpam\\n¡póXv. Npcp¡¯nð Hcp \\gvtkm sIbdtdm tPmenbnð hogvN hcp¯nbmð Hcp  C\\n AXmbn«p bp sI bnð FhnsS F¦nepw XpSÀóv hÀ¡v sN¿

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Cw¥ïnð Gähpw IqSpXð aebmfnIÄ tPmen sN¿pó sXmgnð taJeIfnð HómWtñm \\gvkn§v. tPmen k¼mZn¡pI FóXpt]mse Xsó {]m[m\\yapÅ ImcyamWv \\gvkn§v taJebnse sXmgnð \\nba§sf¡pdn¨pÅ hkvXpXIÄ a\\Ênem¡pI FóXpw. \\nÀ`mKyhimð Cw¥ïnse \\gvkn§v taJebnse \\nba§sf kw_Ôn¨v ChnsS hÀj§fmbn tPmen sN¿pó aebmfnIÄ¡v t]mepw ]cnanXamb Adnth DÅq. Cu AÚX ]et¸mgpw \\½sf \\nba{]iv\\§fnte¡v hen¨ngbv¡mdpïv. prevention is better than cure  Fóp ]dbpóXv t]mse \\gvkn§v taJebnse \\nba§sf¡pdn¨pÅ Adnhv A]IS§Ä kzbw £Wn¨v hcp¯mXncn¡póXn\\v D]Imc{]ZamIpw.   F³Fwkn Cw¥ïnð tPmen sN¿pó Fñm \\gvkpamcpw F³FwknbpsS ]qÀ® \\nb{´W¯n³ Iognð hcpóhcmWv. Hcp \\gvkv AhcpsS tPmen Bcw`n¡pó \\nanjw apXð Ahkm\\w htcbpw AhcpsS tPmen Øes¯ Fñm {]hÀ¯\\§fpw F³FwknbptSbpw AXnsâ A\\p_Ô LSI§fptSbpw \\nb{´W ]cn[nbnð hcpóXmWv. ]eÀ¡pw Adnhnñm¯ ckIcamb Imcyw \\gvkpamÀ tPmen kab¯n

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ap³ ]dª teJ\\¯nð knän Iu¬knensâ AUðäv tk^v KmÀUv AtXmdnän, HcmÄs¡Xnsc Ipäw Iïp]nSn¨mð BbXv C³Uns]³Uâv tk^v KmÀUv AtXmän¡v d^À sN¿pw Fóv kqNn¸n¨ncpóp. BbXv Hcp d^dð t^mw aptJs\\bmWv Adnbn¡póXv. hmb\\¡mÀ Adnªncnt¡ï Hcp {][m\\ Imcyw Hcp sXmgnepSabv¡v t\\cn«pw C³Uns]³Uâv tk^v KmÀUv AtXmdnän¡v d^dð \\S¯mhpóXmWv. Hcp kzImcy hyàn¡pw d^dð \\S¯m\\pÅ AhImiw DÅXmWv. A§s\\ Hcp d^dð \\Sóv Ignªmð C³Uns]³Uâv tk^v KmÀUv AtXmdnän Ipä¯nsâ Kuchw A\\pkcn¨v GsX¦nepw Hcp _mÀUv enÌnð DÄs¸Sp¯pw. {][m\\ambpw cïv Xc¯nepÅ t_mÀUv enÌv BWv DÅXv. 1. AUðäv t_mÀUv enÌv 2. Nnð{U³kv t_mÀUv enÌv Ipäw Btcm]n¡s¸« hyànsb tað¸dª cïmw enÌnepw Hcpant¨m, Asñ¦nð GsX¦nepw Hcp enÌntem DÄs¸Sp¯mw. km[mcW IïphcpóXv cïv enÌpw Hcpan¨v DÄs¸Sp¯póXmWv. Ipäw Btcm]n&ie

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