Viking Warrior

Oh come on pap . It's all well and good to blame Cameron and co . But again you seem to be supporting the Russians in their stance . They support Assad . I have no idea who used the weapons apart from the fact they were used . If its the other lot then I would have thought the Russians would have provided evidence that it was the rebels .

Havent russia used Chemical weapons in afghan and China somewhere else? I have vague recollections of Gorbachov commissioning a 5 yrear programme sometime in the 80/s

My concern .and while the likes of Pap go on about the UK and Us about involvement. I do not hear much debate or rhetoric re Russia idley standing by. Perhaps they have more to gain from Oil and gas reserves by not intervening. perhaps they are the ones supplying whoever with chemical weapons in syria

so do we started to see one of our players lifting him up like rugby lineouts so he had head the ball into the net , or will he be used to head the daisy cutter level headers

Well done Hampshire

2 wickets to go or they need 43 from 4.5 overs come on hants

Watching Cardiff . They also play 11 in the box defending . Time to plan our tactics against them

Zinc tape will help . If you use enough iodine yes you could run tomorrow along with zinc oxide tape . Goe to supermarket and get something like compeed or a similar hydrocolliod dressing.

Ouch . There's heel blister patches you can buy in boots, Tescos etc . You will find them helpful . Iodine will work if you have lots if applications . Same with meths . But the first few applications will hurt like hell and i mean hell . So bite on a stick if you go down that route

I'm finding the negative posts frustrating

Don't have a stream but thanks to Matt I knew we had scored . He was about to report on another game and said he saw something more important in the corner of his eye

Get in fonte

Good we are on page 6 we will equalise shortly

Over the bar . Come on saints cheer me up

Spot on duck hunter . It's those areas such as fruit picking that can be abused sadly

Singing come on you saints might get banned in the future as it might offend other religious groups who dont have saints There is no end to the PC world thought process, I did have a wry smile when they said you would be banned from going to the world cup in brazil if you were cuaght make such chants, Just how many football fans from the UK will be going to the world cup,

Wow how easy it is for a genuine request for advice to get out of hand. I hope all will be okay for you Bowers,

Interesting case Ron . He could still take out an unfair dismissal case . If despite getting a redundancy package the manager fills your post like for like . The redundancy package could be worth more than any unfair dismissal claims . The average pay out Is quite low . He could claim for sex discrimination though

Bowers . Just read your email above . Your manager has not handled this very well and is out of order . The comment that you will able to put your case at a disciplinary is out of order and not good practice . sounds like bullying and intimidatory behaviour . Your trade union rep will be able to use her behaviour in supporting any case raised against you . . I will respond to the facts you have raised this evening and give you some additional guidance if it will help you given others have given you decent advice already

Barry are you blinkered or what ? i was responding to this post . Im not refering to whether AWOL is sackable or not but to the following point you raised Absence is not AWOL, you need to understand that bit first

AS Benj540 stated , if the employer doesnt follow propers policies and procedures then any case will fall apart. Back to Bowers , based on what he has conveyed and dependent who he works for, I wouls suggest the maixmum he would get would be a verbal warning if deemed appropriate given the mitigating circumstances he mentions. If he was working for the organisation I work for it would not get anywhere near a disciplinary process unless there was previous warnings given

Oh on a final note Barry, this is from ACAS . I know what I am talking about here Unauthorised absence can be deemed fair grounds for dismissal, but it pays to know your rights and responsibilities as an employer to avoid employment tribunal claims. The case of an employee going off on sick leave and then failing to return, in spite of repeated attempts by their employer to contact them, is one with which many companies and organisations are familiar. So at what point can it be deemed fair for an employer to consider that an AWOL employee has 'self-dismissed'? Several recent legal cases have shown that this can be a grey area in law, and that the concept of 'self-dismissal' is far from clear-cut. Before dismissing a member of staff, employers need to demonstrate first that they have taken all reasonable measures to contact them to ask whether they wish to resign and communicate the intention to dismiss them if no response is received by a certain date. It's particularly important to keep records of all attempts, as failing to show that you have made sufficient effort to contact your employee can leave you open to claims for unfair dismissal and disability discrimination later on.

Barry I know what AWOL is . I served in the Military In the United Kingdom, United States, and Canada, military personnel will become AWOL (/ˈeɪwɒl/; U.S.: Absence Without Leave [1]) or AWL (pronounced the same; U.K., Canada, and Australia: Absent Without Leave) when they are absent from their post without a valid pass or leave. The United States Marine Corps, United States Navy, and United States Coast Guard generally refer to this as Unauthorized Absence, or "UA". Personnel are dropped from their unit rolls after 30 days and then listed as deserters; however, as a matter of U.S. military law, desertion is not measured by time away from the unit, but rather: by leaving or remaining absent from their unit, organization, or place of duty, where there has been a determined intent to not return; if that intent is determined to be to avoid hazardous duty or shirk contractual obligation; if they enlist or accept an appointment in the same or another branch of service without disclosing the fact that they have not been properly separated from current service.[2] People who are away for more than 30 days but return voluntarily or indicate a credible intent to return may still be considered AWOL. Those who are away for fewer than 30 days but can credibly be shown to have no intent to return (for example, by joining the armed forces of another country) may nevertheless be tried for desertion. In rare occasions, they may be tried for treason if enough evidence is found. In the United States, before the Civil War, deserters from the Army were flogged; while, after 1861, tattoos or branding were also adopted. The maximum U.S. penalty for desertion in wartime remains death, although this punishment was last applied to Eddie Slovik in 1945. No U.S. serviceman has received more than 24 months imprisonment for desertion or missing movement since the beginning of the post September 11th, 2001 era.[3] A US service member who is AWOL/UA may be punished with non-judicial punishment (NJP), or by court martial under Article 86 of the Uniform Code of Military Justice for repeat or more severe offenses.[1][4] Many AWOL/UA service members are also given a discharge in lieu of court-martial.[5][6][7][8][9][10] Missing Movement is another term which is used to describe when a member of the armed forces fails to arrive at the appointed time to deploy (or "move out") with their assigned unit, ship, or aircraft; in the United States military, it is a violation of the Article 87 of the Uniform Code of Military Justice.[11] The offense is similar to absence without leave but can draw more severe punishment.[11] Failure to Repair consists of missing a formation or failing to appear at an assigned place and time when so ordered. It is a lesser included offense within Article 86 of the UCMJ.[1]

Barry again you make an erroneous comment about HR They are employed by a company to sack people in short, thats not wrong, you simply did not like my answer, but a truth it is none the less. If you believe they are watertight as well you are very very naive. AS Lord Duckhunter sated, We have a specific role to advise managers We are not there to sack people , on the contrary , we are there to ensure the correct process is fair, and that proper investigations, etc are carried out . what is important are what the alledged allegations are, is the evidence corroborrated , whether it is misconduct. discrimination , bullying and harrasment ets, It is not a case of just sacking someone. . There will be occassions when someone will be sacked due to Gross misconduct. but due process will be undertaken and besides and employee has a right to appeal the disciplinary outcomes. I have been involved with various disciplinary hearings and on numerous occassions I have advised the Panel not to award a particulary disciplinary sanction including dismissal > We are there to ensure due porcess is undertaken and is fair , not to sack people and also had behind the scene discussions with trade union officers covering a wide range of employment topics. Its not a case of Hire and Fire Barry . You seem to be quite ingnorant of what HR / personnel actually do , I could write a lot more on this subject but it would be wasted on You .

Bary you are quite a patronising ****t at time If you have not heard the word AWOL I suggest you need to actually work in an enviroment that uses it, from the railway industry to Kellogg's use it as procedure. Unionised and non Unionised. Im totally aware of the word AWOL . its is word that has its roots stemming back centuries from th military. The common term is unathorised absence> im sure in some industires that AWOL is still used. So please dont accuse me of being thick . . I only assumed that Bowers might be military based as the fulll facts of his employment status were not known at the time. I can assure you I work in an organisation that is unionised , including the marine environment, so get your facts right before suggesting I work in such an environment. Besides my sole intention was to help a fellow listee who needed some guidance re a potential disciplinary situation they found themselves in.