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Best of luck tomorrow lads....avoid the silly mistakes and ye will be fine, I have every faith in ye!

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The CEO of Sainsbury's Mike Coupe has apologised after he was filmed singing 'we're in the money' after an agreement was reached for his company to merge with supermarket rivals Asda.

Mr Coupe was seen on camera singing and humming the tune while waiting between interviews in a London television studio.

The deal, which is likely to face close scrutiny from competition authorities, would create a grocery giant overtaking Tesco as the biggest in the market with combined revenues of £51 billion. Shares in Sainsbury's rose steeply in response to the news.

It came as unions issued a warning over the merger saying that thousands of workers could be affected and that £500 million of potential savings could mean job losses or cuts to pay.

Sainsbury's has said the £12 billion deal would not lead to store closures or job losses in stores and that both brands would be maintained after the merger.

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sainsbury's ceo apologies for singing "we're in the money" before asda merger interview

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Sainsbury's CEO apologies for singing "we're in the money" before Asda merger interview

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The CEO of Sainsbury's Mike Coupe has apologised after he was filmed singing 'we're in the money' after an agreement was reached for his company to merge with supermarket rivals Asda. Mr Coupe was seen on camera singing and humming the tune while waiting between interviews in a London television studio.

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Some of the world's biggest and most popular brands of food, drink and cleaning products have signed up to an ambitious pact to reduce plastic pollution.

Forty-two businesses including Coca Cola, Pepsi co, Proctor and Gamble, Unilever, Birdseye and Nestle have promised to reduce packaging and increase recycling.

It is the latest initiative to have been inspired by Sky's Ocean Rescue campaign.

Another 15 organisations have also agreed to the targets set out in the UK Plastics Pact which is being launched by sustainability organisation WRAP.

The not-for-profit group says the firms that have so far signed up are responsible for more than 80% of the plastic packaging on products sold through UK supermarkets.

The pact has set out a list of goals that each firm must achieve by 2025:

:: Eliminate problematic or unnecessary single-use plastic packaging through redesign, innovation or alternative (re-use) delivery models.

:: 100% of plastic packaging to be reusable, recyclable or compostable

:: 70% of plastic packaging effectively recycled or composted

:: 30% average recycled content across all plastic packaging

Marcus Gover, Head of WRAP said of the news: "Together, we have a once-in-a-lifetime opportunity to rethink and reshape the future of plastic so that we retain its value, and curtail the damage plastic waste wreaks on our planet.

"This requires a transformation of the plastics system and can only be achieved by bringing together all links in the chain under a shared commitment to act. That is what makes the UK Plastics Pact unique."

:: Viewers clean Norway beach after Sky News documentary

One of the largest firms on the list is Procter & Gamble which makes Aerial, Head & Shoulders and Pampers amongst other brands. The company has been working to boost the amount of recycled material in its shampoo bottles for years.

It admits there is a lot of work to do to reach the targets in the Plastics Pact. Aimee Goldsmith, head of communications at the firm told Sky News that there are a lot of things to consider before changing packaging.

"There's a whole packaging development team who works at P&G to make sure that the product reaches the end user in perfect condition," she said.

"That might be the stability of the bottle, the fragility of the bottle, whether or not it's going to fracture or degrade when it's in our hot shower room. So we'll be looking at all types of things relating to the plastics that we use in our products."

For some campaigners though, the pact does not go far enough to reduce plastic use overall.

Sian Sutherland, founder of A Plastic Planet, said: "what we want to see from this pact is not just a set of recycling targets but also an absolute, measurable target which is about a dramatic reduction in the use of food and drink packaging overall, that's the only way to turn off the plastics tap in our society."

Wrap says the UK Plastics Pact is the first of its kind in the world. It hopes to replicate the scheme in other countries to form a global movement for change with companies and nations signing up.
:: Sky's Ocean Rescue campaign encourages people to reduce their single-use plastics. You can find out more about the campaign and how to get involved at www.skyoceanrescue.com

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Companies like Coca Cola and Nestle commit to cutting plastic pollution

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Some of the world's biggest and most popular brands of food, drink and cleaning products have signed up to an ambitious pact to reduce plastic pollution. Forty-two businesses including Coca Cola, Pepsi co, Proctor and Gamble, Unilever, Birdseye and Nestle have promised to reduce packaging and increase recycling.

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The man was demoted after raising concerns about the company's accounts.

By Derek McKay MD, Adare Human Resource Management

'CONSTRUCTIVE DISMISSAL' IS a term that I come across regularly when dealing with conflict between organisations and former employees.

However, there is generally a misunderstanding about what constructive dismissal is and how it is assessed.

Unlike when an employee takes a claim for an unfair dismissal, it is initially up to the worker to prove that their exit was a case of constructive dismissal under the Unfair Dismissals Act.

This is gauged against two specific tests: the 'contract test' and 'the reasonableness test'. Initially, the employee is required to demonstrate a breach against these tests, which is a high bar, before the burden falls on the employer to defend the case.

This is the opposite to an unfair dismissal case, where the burden is automatically on the organisation to prove that a dismissal was fair.

Under the contract test, the employee argues that the actions of their employer show or prove that their boss no longer intends to be bound by the terms of the contract.

For the reasonableness test, the employee argues that although their employer may have acted within the terms outlined in their contract, the actions of the employer are so unreasonable that they are entitled to treat the contract as being at an end.

So while the actions of the employer may not have actually breached any of the conditions of the contract, those actions can still be classified as being so unreasonable that there is justification to the involuntary resignation of the employee.
A good example
The findings in a recent successful constructive dismissals case at the Workplace Relations Commission provide a good example. The complainant had been employed as a floor manager with a company since 2014 on an annual salary of €42,000.

In 2015, the complainant was offered a new role within the company as a duty manager on an increased salary of €55,000, plus a weekly cash payment of €100 for expenses. The terms and conditions were agreed verbally but never confirmed in writing.

Shortly after starting the new role, the complainant had a meeting with senior management from the company. At that meeting, he identified a number of issues including with the business accounts, which showed irregularities relating to rebates.

He stated at the WRC hearing that he was belittled at this meeting and his concerns were not taken on board.

Following that meeting he stated that there was a change in how he was treated within the company and that he was being excluded from management meetings. The agreed expenses of €100 were also not being paid.

In January 2016, a new manager was employed as the new general manager, who was also responsible for managing the complainant.

Later in the month, the complainant was informed that he was under-performing and his salary was cut to €44,000, which he objected to and notified the company of the same by email.

The complainant stated that when he tried to discuss the issue with the owner of the company, he was treated in a demeaning manner, which upset him.

Following a visit to his GP in February, he was certified unfit for work and he undertook a course of counselling. However, after a sustained period of time not working and only receiving social welfare payments, he felt he had to go back to work.

But he felt he couldn't cope and resigned in June 2016. Upon hearing the case, the WRC found in favour of the complainant and awarded him a total of €25,500.
Redress
There are three options for redress available if it is deemed that an employee has been unfairly dismissed: reinstatement to the position previously held, reinstatement to a different position that would be suitable for the employee, or compensation.

The adjudicator noted that they were satisfied that there was a relationship between the change in how the company treated the employee and the voicing of his concerns.

The adjudicator also noted the issues raised about the cut in salary and accusations of under-performance without the employee being provided with any specific details of the under-performance.

Also noted was the employment of a new general manager prior to the complainant's 'review'. From this, the adjudicator concluded the decision to demote the complainant was made in advance of this review.

She found that there was again a connection between the demotion of the complainant and his concerns of financial irregularities. Furthermore, she found that the company breached the complainant's contract of employment by cutting his salary.

While some of the elements of this particular case may seem obvious from the point of view of the complainant, it is still important to remember that the burden of proof is with the claimant and they must show that their resignation wasn't voluntary.
Derek McKay is managing director at Adare Human Resource Management. The company will be hosting a Workplace Relations Commission mock adjudication hearing on Tuesday, 17 April. Sign up to our newsletter to receive a regular digest of Fora's top articles delivered to your inbox.

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What a worker's €25,000 payout can teach employers about 'constructive dismissal'

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The man was demoted after raising concerns about the company's accounts. By Derek McKay MD, Adare Human Resource Management 'CONSTRUCTIVE DISMISSAL' IS a term that I come across regularly when dealing with conflict between organisations and former employees. However, there is generally a misunderstanding about what constructive dismissal is and how it is assessed.

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Prudential has announced plans to split its business in two, with one focused on the UK and Europe and the other on international markets including Asia, where it hopes to sell its products to the growing numbers of wealthy consumers.

M&G Prudential will be a savings and investment provider in the UK and Europe, while Prudential plc will be an international insurance group targeting growth opportunities in Asia, the US and Africa.

Both firms will be headquartered in London and listed on the London Stock Exchange, the financial services group said. Prudential's shareholders will hold shares in both firms once the demerger is completed.

Paul Manduca, Prudential's chairman, said that splitting the company in two would allow the two firms to better focus on their individual strategies.

"The decision to demerge M&G Prudential follows a rigorous review by the board which considered all options, including the status quo, and concluded that it is in the best interest of the group to operate as two separately-listed companies, able to focus on their distinct strategic priorities in their chosen geographies," Manduca said. "Both are expected to meet the criteria for inclusion in the FTSE 100 index."

Mike Wells, Prudential's group chief executive will lead the international business, Prudential plc. The company will target Asia, offering insurance and savings options to a growing and increasingly wealthy population.

In the US, the company's Jackson business is already one of the largest providers of retirement solutions in America, targeting the country's 75 million baby boomers.

"In Africa, Prudential has established operations in five countries since 2014, with a substantial opportunity to serve the rapidly expanding customer demand for long term financial solutions," Prudential said.

M&G Prudential will continue to be led by its current chief executive, John Foley, with a focus on running a more capital efficient and reduced risk businesses. As part of that strategy it has agreed to sell a £12bn annuity portfolio to Rothesay Life.

Prudential said the timing of the demerger would depend on several factors, including the completion of the UK annuity sale, and the prevailing market conditions. It will be subject to the usual shareholder and regulatory approval.
Topics

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Prudential to split into two companies to target Asia

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Prudential has announced plans to split its business in two, with one focused on the UK and Europe and the other on international markets including Asia, where it hopes to sell its products to the growing numbers of wealthy consumers.

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Electronics retailer Maplin became the second high street retailer to collapse into administration today, putting 2,500 jobs at risk.

The group, owned by private equity firm Rutland Partners, called in accountancy giants PricewaterhouseCoopers after attempts to rescue the chain failed.

All Maplin stores across Britain and Ireland, of which there are more 200, will continue to trade and remain open for business, chief executive Graham Harris said.

The firm fell into administration on the same day it was announced Toys R Us had entered administration, where more than 3,000 jobs are under threat.

Mr Harris said Maplin had been hit by the impact of the Brexit-hit pound, a "weak consumer environment" and the withdrawal of credit insurance.

He said: "I can confirm this morning that it has not been possible to secure a solvent sale of the business and as a result we now have no alternative but to enter into an administration process.

"During this process Maplin will continue to trade and remains open for business.

"The business has worked hard over recent months to mitigate a combination of impacts from sterling devaluation post Brexit , a weak consumer environment and the withdrawal of credit insurance. "

He continued: "This necessitated an intensive search for new capital that in current market conditions has proved impossible to raise. These macro factors have been the principal challenge not the Maplin brand or its market differentiation.

"We believe passionately that Maplin has a place on the high street, and that our trust, credibility and expertise meets a customer need that is not supported elsewhere.

"We will now work tirelessly alongside Zelf Hussain, Toby Underwood and Ian Green, from PWC, who have been appointed as the as Joint Administrators of Maplin Electronics Limited, to achieve the best possible outcome for all of our colleagues and stakeholders."

The announcement came on the same day Toys R Us collapsed into administration, putting more than 3,000 jobs at risk.

Bosses had been scrambling to secure a rescue for the company but no last-ditch deal could be reached with a buyer this week as the company grapples with a £15million VAT bill.

The company came under increasing pressure to settle its debts, which was exacerbated by worse-than-expected Christmas sales.

Founded in 1985, Toys R Us is one of the UK's largest toy retailers with over 100 stores nationwide and over 1,500 stores worldwide in 33 countries. It also trades as Babies R Us.

Administrators Moorfields said all stores will continue to trade "until further notice" but much of the stock will be "subject to clearance discount".

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Maplin collapses into administration with 2,500 jobs at risk

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Electronics retailer Maplin became the second high street retailer to collapse into administration today, putting 2,500 jobs at risk. The group, owned by private equity firm Rutland Partners, called in accountancy giants PricewaterhouseCoopers after attempts to rescue the chain failed.

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PARIS (Reuters) - France will take Google () and Apple () to court over contractual terms imposed by the tech giants on startups and developers, said Finance Minister Bruno Le Maire.

Speaking on RTL radio, Le Maire said on Wednesday he had become aware that Alphabet Inc.'s Google and Apple Inc. unilaterally imposed prices and other contractual terms on software developers.

"I will therefore be taking Google and Apple to the Paris commercial court for abusive trade practices," Le Maire said.

"As powerful as they are, Google and Apple should not be able to treat our startups and our developers the way they currently do."

Spokespeople for Apple France and Google France did not immediately respond to calls and messages from Reuters seeking comment.

Le Maire also said he expected the European Union to close tax loopholes that benefit Google, Apple, Facebook () and Amazon () by the start of 2019. Brussels is currently examining measures to improve the taxation of overseas tech giants' online business in European markets.

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computer and electronics retailers (trbc)

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judicial process / court cases / court decisions

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France to sue Google, Apple over developer contracts: minister

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PARIS (Reuters) - France will take Google () and Apple () to court over contractual terms imposed by the tech giants on startups and developers, said Finance Minister Bruno Le Maire. Speaking on RTL radio, Le Maire said on Wednesday he had become aware that Alphabet Inc.'s Google and Apple Inc.

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He wasn't provided a written copy of the dismissal procedure.

By Derek McKay MD, Adare Human Resource Management

IT'S SIMPLY NOT enough to have HR policies in place in your organisation.

They must be followed and implemented correctly, particularly when dealing with termination of employment - otherwise it could significantly cost your business.
Dismissed based on allegation
The advice follows two recent decisions by the Workplace Relations Commission (WRC), which saw separate claimants receive tens of thousands of euro compensation due to the lack of due process and procedure.

In one of the cases, the claimant had sought adjudication by the WRC under the Unfair Dismissal Act 1977 having had her employment terminated after five years without any obvious justification.

The claimant had been dismissed by her employer, by email, based on an allegation against her made by co-employee. However, there was no investigation to substantiate the allegation nor did the employer follow any disciplinary procedure when terminating employment.

The WRC decision was in the amount of €18,400 compensation based on the fact the claimant was out of work for a period of time and when she did find alternative employment, it was at a substantially lower salary.

In accordance with legislation, all dismissals are considered unfair unless an employer can demonstrate otherwise.

Therefore, the employer must show that a reasonable decision was made when terminating employment and a fair procedure was followed.
Terms and conditions
In order to do this, it is important that an organisation retains adequate documentation to demonstrate adherence to the disciplinary process.

The second case saw the claimant seek adjudication by the WRC under the Unfair Dismissals Act 1977, the Terms of Employment Act 1994, the Organisation of Working Time Act 1997 and the Minimum Notice & Terms of Employment Act 1973.

The claimant was employed as a service adviser at a motor company for a period of 16 months from October 2015.

He had submitted that he had not received written terms and conditions of employment in accordance with the Terms of Employment (Information) Act.

Terms and conditions of employment must be furnished to an employee within the timeframe set out in the act: two months of the commencement date of their employment. This was not contested by the company.

It was stated by the complainant that he was dismissed during the course of a heated meeting and that the dismissal was substantively and procedurally unfair.

He also said that the company was in breach of the Minimum Notice and Terms of Employment Act for failing to pay his statutory notice. He had also said that the working environment was very pressurised and stressful.

In the evidence given during the WRC hearing, the company submitted that there had been issues around the performance of the claimant carrying out his duties, poor attendance and for misleading them.

They countered that the claimant had taken 41 days sick leave in a 14-month period, without medical certification and that he had also lied in relation to outstanding customer payments.

The WRC upheld the complaint that the employer was in breach of the Terms of Employment (Information) Act 1994 and awarded the claimant €1,500.

It was also found that the claimant was dismissed without the application of fair procedure.

The adjudicator also found that the claimant was working in an unsupportive environment and the lack of any procedures, as would normally be set out in terms and conditions of employment, was a contributory factor in his failure to challenge the performance issued raised.

He was awarded €12,000 compensation. He was also awarded a further week's salary for monies not paid to him during his notice period.

There may well be legitimate reasons to terminate an employee's contract for disciplinary or performance related issues.

But if the employee has not been provided with a written copy of the employer's dismissal procedure no later than 28 days after they have commenced work, then the employer is in breach of the Unfair Dismissals Act.

As this case shows, it is in the employer's own interest to have a clear and comprehensive set of procedures governing dismissal and ensure that employees are fully aware with the procedures.

And again, the employer must be able to clearly demonstrate that a dismissal was based on reasonable decisions and fair procedure was followed.
Derek McKay is managing director of Adare Human Resource Management, which will host a mock WRC adjudication hearing on 17 April.
Sign up to our newsletter to receive a regular digest of Fora's top articles delivered to your inbox.
By not following the right and fair policies and procedures set out in legislation, employers leave themselves open to significant financial penalties, regardless of the reasons for dismissal.

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A worker fired at a 'heated meeting' won €12,000 - here are the lessons for employers

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He wasn't provided a written copy of the dismissal procedure. By Derek McKay MD, Adare Human Resource Management IT'S SIMPLY NOT enough to have HR policies in place in your organisation. They must be followed and implemented correctly, particularly when dealing with termination of employment - otherwise it could significantly cost your business.

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https://www.inc.com/business-insider/best-google-benefits.html

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https://www.irishtimes.com/business/retail-and-services/first-lego-pieces-made-from-plant-based-plastic-to-go-on-sale-1.3412677?mode=amp

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Samsung unveils new flagship smartphones http://www.rte.ie/news/technology/2018/0225/943460-samsung/

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Diesel excise duty rise justifiable - ESRI report 
 http://www.rte.ie/news/2018/0222/942595-esri_diesel_duty/

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International Trade - Access to new markets (China)

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International Trade - Access to new markets (China)

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The ABP Food Group has signed a €50m deal to supply Chinese restaurant chain Wowprime in what is a significant first for the sector here.

ABP has been assessing opportunities in the Asian markets over the past seven years, and has now confirmed it has struck a three-year agreement with Wowprime Corporation to supply beef to its restaurants, even before Irish exporters get the green light for access to the Chinese market.

The food group said the contract - estimated at €50m - would also extend to its joint venture partners Slaney Foods, but it remains dependent on Irish beef gaining access to the Chinese market.

China is already the world's second-biggest beef importer and access for Irish beef would be a major win for the industry here. Irish officials travelled to China recently in a bid to progress the long-running bid for access for beef.

It follows the Department of Agriculture reviewing and responding to draft inspection documents following a visit by Chinese officials from their certifying body to Irish factories last year.

Mark Goodman, managing director of ABP's international division, said it had struck the exclusive agreement to supply Wowprime, which has over 400 restaurants in China and Taiwan. It offers a mix of Asian and Western cuisine with 18 brands.

"It is a tangible endorsement of the quality beef that Ireland and ABP has to offer, and it is another significant step in developing new market opportunities for our products against the uncertain backdrop of Brexit," said Mr Goodman.

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ABP signs first Irish deal to sell beef in China - FarmIreland.ie

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The ABP Food Group has signed a €50m deal to supply Chinese restaurant chain Wowprime in what is a significant first for the sector here. ABP has been assessing opportunities in the Asian markets over the past seven years, and has now confirmed it has struck a three-year agreement with Wowprime Corporation to supply beef to its restaurants, even before Irish exporters get the green light for access to the Chinese market.

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https://www.rte.ie/amp/940956/?__twitter_impression=true

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Increased Consumer Spending and it's impact on Economy

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Increased Consumer Spending and it's impact on Economy

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Spending by consumers in the Irish economy is set to break through the €100 billion level this year. That's higher than the previous peak in 2008.

In its latest quarterly bulletin, the Central Bank says jobs growth, rising wages and very low inflation are combining to boost household spending power.

Forecasting a continuation of strong economic growth, the Central Bank sees another 99,000 people in work by the end of next year, when unemployment will be below 5%.

With average wage growth forecast above 3% both this year and next, and inflation below 1% in the same period, this means higher real incomes and more purchasing power for households.

As a result, personal consumer spending is forecast to be €103 billion this year.

Domestic demand will continue to be the main driver of the economy, with a pickup expected in investment as well, and an export boost as Ireland's main trading partners continue to grow as well.

But there are also risks, notably from the recent tax changes in the US and mooted changes in the EU, which may affect the all important multinational sector, as well as Brexit and the negative impact it will have on the domestic owned economy.

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Consumer spending to reach record levels - report

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Spending by consumers in the Irish economy is set to break through the €100 billion level this year. That's higher than the previous peak in 2008. In its latest quarterly bulletin, the Central Bank says jobs growth, rising wages and very low inflation are combining to boost household spending power.

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https://www.siliconrepublic.com/jobs/ida-eoy-report-2017

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https://news.sky.com/story/amp/seven-fewer-mcvities-digestives-in-packs-because-of-brexit-11213339?__twitter_impression=true

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https://amp.independent.ie/irish-news/health/aldi-is-first-to-ban-energy-drinks-for-under16s-here-36509829.html?__twitter_impression=true

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Check out @breffniconaty’s Tweet: https://twitter.com/breffniconaty/status/954754603530293249?s=09

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Global Marketing scandals and importance of recognising culture

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H&M tone-deaf ad just another in long line with Pepsi, Dove, Nivea and Kellogg's messing up recently

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If the same ad appeared 13 years ago, it wouldn't have generated a third of the reaction nor publicity, writes Amy Rose Harte.

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Check out @breffniconaty’s Tweet: https://twitter.com/breffniconaty/status/954329484664205312?s=09

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Check out @campaignforleo’s Tweet: https://twitter.com/campaignforleo/status/954043917485465602?s=09

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Data Protection Issues

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Security researchers have disclosed a set of security flaws that they say could let hackers steal sensitive information from nearly every modern computing device containing chips from Intel, Advanced Micro Devices and ARM Holdings.

One of the bugs is specific to Intel but another affects laptops, desktop computers, smartphones, tablets and internet servers alike.

Intel and ARM insisted that the issue was not a design flaw, but it will require users to download a patch and update their operating system to fix.

"Phones, PCs, everything are going to have some impact, but it'll vary from product to product," Intel CEO Brian Krzanich said yesterday.

Researchers with Alphabet's Google Project Zero, in conjunction with academic and industry researchers from several countries, discovered two flaws.

The first, called Meltdown, affects Intel chips and lets hackers bypass the hardware barrier between applications run by users and the computer's memory, potentially letting hackers read a computer's memory and steal passwords.

The second, called Spectre, affects chips from Intel, AMD and ARM and lets hackers potentially trick otherwise error-free applications into giving up secret information.

The researchers said Apple and Microsoft had patches ready for users for desktop computers affected by Meltdown. Microsoft declined to comment and Apple did not immediately return requests for comment.

Daniel Gruss, one of the researchers at Graz University of Technology who discovered Meltdown, called it "probably one of the worst CPU bugs ever found" in an interview with Reuters.

Gruss said Meltdown was the more serious problem in the short term but could be decisively stopped with software patches.

Spectre, the broader bug that applies to nearly all computing devices, is harder for hackers to take advantage of but less easily patched and will be a bigger problem in the long term, he said.

Intel's Krzanich said Google researchers told Intel of the flaws "a while ago" and that Intel had been testing fixes that device makers who use its chips will push out next week.

Before the problems became public, Google on its blog said Intel and others planned to disclose the issues on 9 January.

Google said it informed the affected companies about the "Spectre" flaw in June last year and reported the "Meltdown" flaw after the first flaw but before 28 July.

The flaws were first reported by tech publication The Register. It also reported that the updates to fix the problems could causes Intel chips to operate 5-30% more slowly.

Intel denied that the patches would bog down computers based on Intel chips.

"Intel has begun providing software and firmware updates to mitigate these exploits," Intel said in a statement.

"Contrary to some reports, any performance impacts are workload-dependent, and, for the average computer user, should not be significant and will be mitigated over time," it added.

ARM spokesman Phil Hughes said that patches had already been shared with the companies' partners, which include many smartphone manufacturers.

"This method only works if a certain type of malicious code is already running on a device and could at worst result in small pieces of data being accessed from privileged memory," Hughes said in an email.

AMD chips are also affected by at least one variant of a set of security flaws but that it can be patched with a software update. The company said it believes there "is near zero risk to AMD products at this time."

Google said in a blog post that Android phones running the latest security updates are protected, as are its own Nexus and Pixel phones with the latest security updates.

Gmail users do not need to take any additional action to protect themselves, but users of its Chromebooks, Chrome web browser and many of its Google Cloud services will need to install updates.

Amazon Web Services, a cloud computing service used by businesses, said that most of its internet servers were already patched and the rest were in the process of being patched.

The defect affects the so-called kernel memory on Intel x86 processor chips manufactured over the past decade, The Register reported citing unnamed programmers.

It allows users of normal applications to discern the layout or content of protected areas on the chips.

That could make it possible for hackers to exploit other security bugs or, worse, expose secure information such as passwords, thus compromising individual computers or even entire server networks.

Shares in Intel were down by 3.4% following the report yesterday but nudged back up 1.2% to $44.70 in after-hours trading.

Shares in AMD were up 1% to $11.77, shedding many of the gains they had made earlier in the day when reports suggested its chips were not affected. company's reputation.

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Security flaws put phones and computers at risk

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Security researchers have disclosed a set of security flaws that they say could let hackers steal sensitive information from nearly every modern computing device containing chips from Intel, Advanced Micro Devices and ARM Holdings. One of the bugs is specific to Intel but another affects laptops, desktop computers, smartphones, tablets and internet servers alike.

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Sales of electric and hybrid cars exceeded half of new registrations in Norway in 2017, a record aided by generous subsidies that extended the Nordic nation's lead in a shift from fossil-fuel engines.

Pure electric cars and hybrids, which have both battery power and a diesel or petrol motor, accounted for 52% of all new car sales in 2017 in Norway against 40% in 2016, the independent Norwegian Road Federation (OFV) said.

"No one else is close" in terms of a national share of electric cars, OFV chief Oeyvind Solberg Thorsen said.

"For the first time we have a fossil fuel market share below 50%."

Norway exempts new electric cars from many taxes and road tolls and owners often get free parking and charging.

Norway also generates almost all its electricity from hydropower, so the shift helps to reduce air pollution and climate change.

Last year, the International Energy Agency (IEA) said Norway was far ahead of other nations such as the Netherlands, Sweden, China, France, and Britain in electric car sales.

By the IEA yardstick, which excludes hybrid cars which only have a small electric motor that cannot be plugged in, electric car sales in Norway rose to 39% in 2017 from 29% in 2016, when the Netherlands was in second on 6.4%.

"The shift has gone faster than we'd thought, and the big car makers say they're going all in to produce non-fossil cars," Mr Thorsen told Reuters.

Norway's electric car policies contrast with its big offshore oil and gas production.

Christina Bu, head of the Norwegian Electric Vehicle Association which represents owners, said it was too early to reduce incentives for electric cars, noting that parliament has set a goal of phasing out sales of fossil fuel vehicles by 2025.

"It's an ambitious goal only seven years away," she told Reuters.

A plan last year by the right-wing government to trim electric car incentives in the nation of 5.3 million people, dubbed a "Tesla Tax", was dropped in negotiations on the 2018 budget.

Norwegian car sales in 2017 were topped by the Volkswagen Golf, BMWi3, Toyota Rav4 and Tesla Model X.

The Tesla is pure electric and others have electric or hybrid versions.

Overall, sales of pure electric cars in Norway rose in 2017 to 21% from 16% in 2016.

Sales of diesel cars fell most in 2017, to 23% from 31% in 2016.

Some regions in Norway have started to charge higher road tolls for diesel cars than for petrol-driven vehicles.

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Over 50% of new Norway car sales now electric or hybrid

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Sales of electric and hybrid cars exceeded half of new registrations in Norway in 2017, a record aided by generous subsidies that extended the Nordic nation's lead in a shift from fossil-fuel engines.

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Today's entrepreneurs have shown they know the culture required to build a business in a technologically driven, digital environment.

However, we are still only average in creating new business start-ups compared to the rest of the EU according to the Organisation for Economic Co-operation and Development (OECD).

Our new business birth rate has improved dramatically according to the OECD, from being the laggard across the EU in 2014 for business start-ups; we are now slightly higher than the average across Europe.

Recent government data confirms that number of new company start-ups has grown to 22,091 in the 12 months to September 2017 - a very healthy jump of 10% over the prior year.

However, in their detailed profile on Ireland, the OECD points to the substantial untapped potential still in the population, particularly among women. For example, women are three times less likely than men to be self-employed, which is well below the EU average.

Particular emphasis is focused on women entrepreneurs, or lack of them. The OECD states that to increase the quantity and quality of entrepreneurship activities by women, it is important to understand the barriers they face in business creation.

Two thirds of women report their lack of skills and knowledge to start a business, have a fear of failure much higher than men, are more risk averse, more pessimistic about the growth potential of their business, and less likely to provide innovative goods.

Ensuring that women entrepreneurs realise their full business potential is now a major priority for Enterprise Ireland.

The Enterprise Ireland Female Entrepreneurship Unit was established in response to an under-representation of women entrepreneurs in Ireland.

As part of the initiative it has co-funded a number of key specific tailored development programmes to support ambitious women optimise their business success with DCU Ryan Academy, in which I delivered workshops on internationalising the business.

A similar programme was co-funded with CIT Rubicon in Cork.

However, there are now numerous other programmes directed at women to encourage them into starting a business. Is it enough?

No such fears for those in the 50 to 64 age bracket who top the poll for self start-ups across Europe, reports the OECD. Ireland's Smart Ageing Exchange is having its impact.

Its Build your Own Business programme in which I delivered Dublin workshops, recently went regional, announcing in October a partnership with Cork County Council and its Local Enterprise Offices, to specifically tailor a programme to meet the needs of regional mature adults.

The eight-week programme includes workshops, bespoke mentoring, networking and the opportunity to pitch to a panel of investors on the finale night.

Anne Connolly, chief executive of the network, said: "It's a myth that starting your own business is only for young people".

The writing was on the wall for the Government in 2009 when the economy went from recession into depression, our business failures peaking to the highest rate in Europe, our new business start-up rate the laggard of Europe.

A national entrepreneurship forum was set up which finally gave direction in a published comprehensive National Policy on Entrepreneurship.

In it, the Government planned to deliver an ambitious increase in the numbers of quality start-ups over five years from 2015 to 2019.

Many of the targets are being met according to the Government's business and innovation department, which points to a survival rate of 94% of companies set up since 2015. This is well up on the EU average and double that of the UK.

However, the more intractable issue remains that not enough start-ups manage to scale-up and become large global corporations.

Whereas in the UK, there is a much higher failure rate than in Ireland, they lead the way in Europe for start-ups that go on to scale-up to €100m-plus revenue.

I don't buy into the mantra "fail fast, fail often".

However, having sufficient funds to scale without running out of money, has to be balanced against scaling too slowly and risk losing momentum and vital opportunities.

It is a trick that Irish entrepreneurs - male or female - must learn to pull off.
John Whelan is an expert in global trade

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Ireland's entrepreneurs step up a gear but still a way to go

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Today's entrepreneurs have shown they know the culture required to build a business in a technologically driven, digital environment. However, we are still only average in creating new business start-ups compared to the rest of the EU according to the Organisation for Economic Co-operation and Development (OECD).

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Aldi Ireland have announced the introduction of a new minimum rate of pay of €11.70, matching the Living Wage rate recommended by The Living Wage Technical Group.

The new rate will come into effect on February 1 and represents a 20c increase on the entry-level pay for Aldi Store Assistants, Stock Assistants and Caretakers.

The decision will make Aldi the first supermarket in Ireland to commit to the Living Wage rate recommendation.

Aldi have ranked as the country's highest paying supermarket for over a decade with store employees already earning up to €14 per hour.

Giles Hurley, Group Managing Director, Aldi Ireland, said: "Our store colleagues are the cornerstone of our business. Without their hard work and dedication day in, day out, we would be unable to provide customers with the lowest grocery prices in Ireland. We are committed to offering the best pay and benefits in the industry and will continue to do so."

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Aldi Ireland to introduce Living Wage rate of €11.70

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Aldi Ireland have announced the introduction of a new minimum rate of pay of €11.70, matching the Living Wage rate recommended by The Living Wage Technical Group. The new rate will come into effect on February 1 and represents a 20c increase on the entry-level pay for Aldi Store Assistants, Stock Assistants and Caretakers.

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Within hours of the news on September 15 that thousands of Ryanair flights had been cancelled in Europe, pilots' WhatsApp groups exploded with pent-up frustration.

While management explained away the cancellations as a one-off rostering screw-up, pilots believed there was a deeper problem - that disaffected colleagues were leaving in droves.

The pilots saw an opportunity to shift the balance of power in a company where they feel they are treated, in the words of one serving captain, "like janitors".

A hectic five days of Facebook and WhatsApp exchanges and meetings later, representatives of 20 of Ryanair's 87 bases were demanding new contracts.

In December, pilots in Italy, Ireland and Portugal called strikes that would have been the first of their kind in the airline's history.

"The discontent has always been there - but the cancellations triggered everyone to mobilise," one pilot said.

Their manoeuvre worked. On December 15, Ryanair chief executive Michael O'Leary recognised unions for the first time, crossing what for him had always been a red line.

The full implications of union recognition for Ryanair's pioneering ultra low-cost business model will take months to become clear. The market's view was immediate - its shares fell 9% in a single day.

In his first interview since the cancellations, O'Leary told Reuters the decision did not indicate management weakness or pilot strength but the fact that the airline was facing the prospect of compensating 150,000 passengers in Christmas week.

"If you need to go on strike just to test our mettle, then go ahead," Michael O'Leary said in his Dublin office on Tuesday.

"But not in Christmas week. And not one that disrupts all our customers across Europe," he added.

The blunt-speaking CEO, who once crossed a picket line of baggage handlers to help load a plane, also indicated a grudging respect for the pilots: "In fairness, their timing was good."

Analysts have been concerned that rising staff costs could destroy one of the main pillars of the airline's cost advantage, pushing it into the crowded middle ground occupied by EasyJet and restructured legacy carriers such as Air Lingus.

Michael O'Leary counters that a "tiny proportion" of its advantage over rivals is due to staff costs. "There will be an uptick in labour costs next year, but will it alter the model? No."

The first signs that something was awry at Ryanair came in early summer, according to union officials and three pilots who asked not to be named because their contracts forbid them to talk to the media.

By May, the rostering department had begun calling pilots to ask them to work during their annual month off, a first.

Calls on days off also increased in frequency and on short notice, measures one pilot said were seen as a sign of "desperation."

"From the start of the summer schedule there were very, very clear signs that there issues in crew control," said the pilot, a captain who works at a base in northwest Europe.

O'Leary acknowledged in the interview that there were "all these little bits of mismanagement", including training pilots being sent to fly passengers and a backlog of newly hired pilots unable to fly.

By mid-summer, punctuality was suffering. In-house statistics show the number of flights arriving on time deteriorated from 91% in April to 83% in July, its worst level since 2010.

In early September, it had collapsed to the mid-60s, causing cascading delays and cancellations.

Management put out a call on September 13 offering pilots more money to work extra days, with management "not quite realising how serious it was," O'Leary told Reuters.

Two days later, Ryanair bowed to the inevitable and announced the cancellations.

Management has maintained the problem was triggered by a regulatory change. Starting in 2018, Irish airlines will have to calculate pilots' annual 900-hour flying time limits on the basis of the calendar year, like the rest of the European Union, rather than the customary April to March.

The rostering department responded by over-allocating annual leave in the final four months of 2017, which meant almost half of the company's pilots took a month off between September and December compared to 40% in a normal year, O'Leary said.

Many pilots believe the key factor was the high number of pilots leaving, and questioned management's distinction between a "standby pilot shortage", which it admitted, and a "pilot shortage", which it denied.

O'Leary told investors on September 18 that the annual turnover among Ryanair's 4,400 pilots was less than 5%.

On Tuesday, however, he admitted turnover had reached "high single digits" for captains and "low teens" for First Officers in 2017, more than double the churn rate of below 4% reported by EasyJet.

The number of pilots leaving has "undoubtedly stepped up this year," O'Leary said. "The uptick in First Officer resignations is highly unusual."

After the September cancellations O'Leary announced an extra €10,000 a year to pilots in several bases and "goodies" to pilots at others. If pilots misbehaved, however, "that will be the end of discussion on goodies," he said.

The approach did not have the desired effect and a week later the airline was forced to cancel another 18,000 flights and cut its growth plans, grounding 25 planes in the winter and 10 next summer.

While management was suffering setbacks, the pilots were growing in confidence.

By the end of September, they had set up an unofficial pan-European body with its own web site and WhatsApp group, allowing information to be shared instantly among a majority of pilots for the first time.

In October, the airline made its next move, hiring back its former director of flight operations, Peter Bellew, after just over a year as CEO at Malaysia Airlines to lead a "significant transformation in the way we reward and interact with our pilots."

In a meeting with pilots in London in mid-December, Bellew conceded the airline had lost pilots' trust, according to a recording of the meeting.

The airline's administrative staff appeared determined to give pilots a hard time, he said.

"With the anger there is around the place, if we don't manage to turn that around, we're going to lose more people, so we need to change that," Bellew said.

Michael O'Leary made it Ryanair's trademark to treat pilots more like bus drivers than what he saw as the pampered rock stars of aviation's golden age.

While Ryanair says it pays some of the highest salaries in the sector, pilots counter that pay varies widely.

They cite a "toxic" culture that included making them pay for uniforms, training and snacks on planes.

"Everybody you talk to is either in an interview process or looking," the captain based in northwestern Europe said.

But they said Ryanair could become a very attractive employer if pilots were allowed to conduct collective bargaining that would provide them with legally binding fixed conditions.

The airline's system of 5 days on, 4 days off, combined with its large pool of base cities, was a winning formula, they said. Management cited the potential for rapid promotion and one of the youngest fleets in Europe as other pull factors.

"There will be a mass exodus if they don't implement genuine collective bargaining for pilots," the captain based in southern Europe said. "If they start to change things, they will hold on to a lot of people."

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Within hours of the news on September 15 that thousands of Ryanair flights had been cancelled in Europe, pilots' WhatsApp groups exploded with pent-up frustration. While management explained away the cancellations as a one-off rostering screw-up, pilots believed there was a deeper problem - that disaffected colleagues were leaving in droves.