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- Deed by a Disabled Person is Void, Not Voidable
- January 7, 2016
- Law Firm: Pessin Katz Law P.A. - Towson Office
- The Maryland guardianship laws do not fully describe the consequences of a disabled person's entry into a transaction without the knowledge of their guardian. Is the transaction void or voidable? Is one who advances funds entitled to ratification of that act by a guardian? Are they entitled to restitution? Can such a person earn a right of subrogation in the case of the payment of a prior lien? In Nutter v Black, (No. 1563, Sept. 30, 2015, Kehoe, J.), the Maryland Court of Special Appeals, agreeing with the Baltimore County Circuit Court, held that a reverse mortgage entered into by Edwina E. Black, ("Black") without the knowledge of her court appointed guardian, attorney David L. Moore, ("Moore") was void. Consequently, James B. Nutter & Co. ("Nutter") was not entitled to ratification by Moore, reimbursement by way of a theory of "unjust enrichment", or subrogation as a result of the loan transaction and the satisfaction of Black's existing mortgage.
The opinion of the Court of Special Appeals described Black as "disabled", meaning one of those "...persons who have been adjudicated by a court to be unable to manage their property and for whom a guardian of the property has been appointed." The Court stated that such an individual is to be distinguished from an "incompetent", the latter being one of those "...individuals who may be unable to manage their property, but who are not subject to guardianship proceedings." The Court remarked that the distinction was "critical to the outcome of this appeal".
The facts of the case were straightforward. Black was a disabled person. Nutter was a reverse mortgage lender. Moore was Black's court appointed guardian. Black entered into a reverse mortgage involving Black's residence with Nutter without Moore's knowledge or consent. Nutter asked Moore to ratify the transaction or make restitution. Moore refused. Nutter filed suit to compel ratification or, in the alternative, for restitution or subrogation under the prior purchase money mortgage for Black's residence.
Title to Black's residence was in the name of Moore, as her guardian, and was subject to a deed of trust, again in the name of Moore. The parties stipulated that the title agent for the reverse mortgage "failed to properly identify the guardianship action in the Court record." The stipulation did not mention if the title agent was aware of Black's disability based upon the deed and deed of trust for her residence.
As part of the closing on the reverse mortgage, Nutter paid off the deed of trust on Black's residence, paid settlement costs and advanced funds to Black. After Moore was notified of the satisfaction of the loan used to purchase Black's residence he investigated the Nutter loan. After several months of trying to reach Moore, Nutter subsequently wrote to Moore and asked him to either ratify the transaction or return the funds paid out at closing.
Moore advised Nutter that the transaction was void as a matter of law and he had no obligation to return the monies paid out by Nutter. Nutter contended that the transaction was voidable and it was entitled to a declaratory judgment so stating and related relief.
The Baltimore County Circuit Court agreed with Moore. The reverse mortgage was void, not voidable; Nutter had "constructive notice of Ms. Black's disability"; and, therefore, Nutter was not entitled to restitution because the transaction was void, not voidable.
The Circuit Court denied Nutter's claim for restitution because that claim was premised solely upon Nutter's contention that the reverse mortgage transaction was voidable. The reasoning of the Circuit Court was that because the transaction was void, Nutter acquired no rights in Black's residence property and "thus was not compelled to pay the [existing] mortgage in order to preserve any rights."
Before the Court of Special Appeals, Moore argued that because of Ms. Black's disability, the reverse mortgage transaction was void and Nutter's only rights, if any, lie in restitution or subrogation. Nutter contended that the reverse mortgage transaction was voidable based upon Moore's not timely rescinding the loan. Had he done so, Nutter argued, it would have been made whole by repayment upon rescission. Because of the delay and failure to rescind on the part of Moore, Nutter asserted that he "constructively affirmed" the reverse mortgage.
The Court of Special Appeals noted that Maryland courts have limited ruling deeds to be void due to possible subsequent consequences involving the chain of title to those circumstances involving the "face of the deed", meaning forgery, by example. However, Moore was, in essence, asking the Court to rule that Black's deed was, indeed, a forgery due to her lack of capacity.
The Court of Special Appeals agreed with Moore. It reasoned that because Maryland's guardianship statute vested title to all property of a disabled person in that person's guardian, the disabled person was like a forger: "Owning nothing, she can convey nothing." Furthermore, the Court stated that a properly recorded court appointment of a guardian is "constructive notice to the world that the disabled person is without authority to convey his or her property." The Court noted that "imprudence" in a title search bears its own risks, and a deed by a disabled person should be treated no differently than "any other readily-recognizable title flaw."
From an equitable standpoint the Court pointed out there were policy reasons to treat the transaction as void rather than voidable citing depletion of the guardianship estate by the reduced equity in the property as a result of the transaction; and, consequently, any increase in the property's value inuring solely to Nutter; and, furthermore, ratification of the transaction possibly depriving Black eventually of all equity in the property; and, finally, rescission of the loan forcing Black to produce funds which were not available to her or her guardian and which would have to be secured from other sources.
Nutter's woes were further compounded on appeal by the observation of the Court of Special Appeals that any argument regarding Nutter's right to restitution had not been properly preserved for appeal. As a result, the Court refused consideration of any argument regarding a right of Nutter to restitution.
The Court of Special Appeals also spoke to the voluntary nature of the payoff of the existing mortgage on the property. It indicated that an "officious payor" (volunteer) would not be entitled to any relief for its actions by way of the argument of "unjust enrichment" and, in this case, that is how it viewed Nutter. In finding Nutter an "officious payor", the Court stated that since Black lacked capacity any "contract" between she and Nutter was void and, therefore, Nutter was not acting under a legal duty when it paid off the existing mortgage. Nor did Nutter act "under any sense of moral duty" due to the business nature of the transaction. Also, because the contract was void, it was not acting to protect any interest it might have had in the property. Finally, Nutter could not claim it was acting at Black's behest since she lacked the capacity to enter into the business transaction. The fact that Nutter may have been acting on mistaken information was irrelevant to its argument for relief.
In conclusion, the Court's opinion was that Black's lack of capacity; Nutter's lack of "diligence and prudence" in extending the loan to Black; and the deed to Black's residence and the associated purchase money deed of trust "unambiguously informed anyone who bothered to read them that [Black] was under a disability and that Moore was the guardian of her property" were sufficient to deny Nutter any equitable relief arising out of theories of unjust enrichment or subrogation. Nutter was a volunteer, purely as a result of the action of Black being void, not entitled to equitable relief.
Nutter highlights the observation that those who deal with a disabled person whose guardian has attended to all formalities of a court ordered guardianship do so at their own peril. Had Black been merely incompetent, the result of the case may have been different. In Nutter, the Court of Special Appeals has stated that it will not allow the rights of the disabled to be compromised because of the actions of third parties. The case may find its way to the Maryland Court of Appeals, the State's highest court.


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Typed transcripts of letters from Sarawak, as Bishop of Labuan and Sarawak,1849-1866; transcripts of letters in the archives of the Society for thePropagation of the Gospel in Foreign Parts, from Borneo, Sarawak and Singapore,1848-1867.
Papers of the Rt. Rev'd. Francis Thomas McDougall
- For more information, email the repository
- Advice on accessing these materials
- Cite this description
- Bookmark:https://archiveshub.jisc.ac.uk/data/gb161-mss.pac.s.104
- This material is held at
- ReferenceGB 161 MSS. Pac. s. 104
- Dates of Creation1848-1867
- Language of MaterialEnglish.
- Physical Description2 boxes
Scope and Content
Administrative / Biographical History
Francis Thomas McDougall (1817-1886), Bishop of Labuan and Sarawak, studiedmedicine at the University of Malta, King's College, London and Magdalen,Oxford, where he graduated in 1842. On leaving Oxford he superintended ironworks in South Wales. When the ironworks failed he took holy orders andwas ordained in 1845. He was made curate successively of Farnlingham Pigot, St. Mark'sLakenham and of Christ Church, Woburn Square, London. In 1847 he took up anoffer of mission work in Borneo under the auspices of Sir James Brooke, theRajah of Sarawak. The mission grew large enough to warrant a properlyconstituted head and in 1855 he was consecrated Bishop of Labuan andSarawak. In 1867 his health compelled him to return to England and in 1868 heresigned his bishopric. In around the same year he was presented with thevicarage of Godmanchester. He was made Archdeacon of Huntingdon, 1870, Canonof Ely, 1871, Canon at Winchester, 1873 and Archdeacon of the Isle of Wight,1874. In 1886 he was given the vicarage of Milford. In c1842 he married HarrietteBunyon.
Conditions Governing Access
Bodleian reader's ticket required.
Collection level description created by Paul Davidson, Bodleian Library of Commonwealth and African Studies at Rhodes House.
Other Finding Aids
Listed as no. 713 in Manuscript Collections in Rhodes House Library Oxford,Accessions 1978-1994 (Oxford, Bodleian Library, 1996).
Conditions Governing Use
No reproduction or publication of personal papers without permission. Contact the library in the first instance.
A packet of McDougall's manuscript sermons and other literary papers (including a copy of G.W. Kitchin's printed sermon at his funeral, 1886) was donated to the library on 6th November 1989.
Extracts from letters of Harriett McDougall were used inTropical interludes: European life and society in South-East Asia by Graham E. Saunders (Kuala Lumpur, Oxford University Press, 1998)

subset: commoncrawl


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In honor of researchers trying to decode the mystery of the meaning of the Easter Island hats this week, I scouted out some of the handmade designs these ancient relics have inspired.
The history of this intriguing place off the coast of Chile has us captivated as it's been said the red Easter Island hats date back to around 1200 when they were made using volcanic red scoria to symbolize "high birth and status," according to Telegraph.
All the statue replicas and Easter Island hats and designs seen here are by Etsy artists. Design credits go to:
nawbinbeads x2 | DSKDesigns | pittsburghcakegirl | lildecalshoppe | Tabooisland x2 | castaway17 | rafdog | SusanHPhillips
Mystery Statue Tribute Art
More Stats +/-
32 Awe-Inspiring Statues
Smoking Statues
Risque Political Sculptures
Monstrous Man Statues
Monumental Kleenex Box
Intricate Crafts in Honor of the Easter Island Hats
- By: BiancaSep 8, 2009
References: etsy & trendhunter
References: etsy & trendhunter


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While in Auckland Eliott and I felt we would be remiss without fitting some culture in between happy hours. So we decided to take a trip to the Art Gallery and the National Museum/War Memorial. While we found a lot of different artifacts and perspectives, but we also found some similarities to the museums back in the states. Below is a little photographic journey of the highlights along with our enlightened insights…
Perched on top of a grass-covered hill with views of the city this massive, marble building could have been in the middle of Washington DC.
These Maori carvings would have sat outside houses or the marae (communal building for social and religious events). They actually represent sacred ancestors, not deities. They reminded us of the totem poles you might see in the Native American sections of our museums back home, or maybe of something you saw in your nightmares.
This was one of our favorite pieces of the museum. We're not sure how to describe it, but it's basically a WWI propaganda and education poster from a New Zealand newspaper. When the UK declared war on Germany the NZ government followed suit, but it seems many New Zealanders were unsure why the Brits jumped into war in the first place (I don't think they were alone in this). So here is a simple three-pronged explanation of the whole ordeal. This poster highlights the confusion that exists to this day around WWI, it seems most countries were saying to themselves, "wtf happened!"
And like most art galleries, Auckland's left us speechless. That stuff's just deep…like space.


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After falling all the way down to third place in the first round, Alexander was written off of even defending its district title. But the Lady Bulldogs pulled themselves from that third spot all the way to the top by sweeping north-side rival United 63-48 Friday at Laredo Energy Arena.
With Alexander's victory and United South's win earlier that night over LBJ, the schools will now meet for the District 29-6A title on Tuesday.
"We went into district with a lot of injuries, and Val (Lopez) is holding down the fort," Alexander head coach Gilbert Cardenas said. "These younger kids — and I mean younger by classification — they understand because of the program that was established before us that we are trying to maintain or supersede that culture. A big thing is coming in and filling that role. I really think that these kids have bought into the system."
Alexander (26-8, 11-2 District 29-6A) set the pace early on and was able to put a run together when United cut its lead. AHS sophomore Aly Benavides recorded a double-double with 12 points and 15 rebounds to go along with four blocks. Senior MaCayla Muñoz added 14 points and junior Yuli Zamora had 11.
The Lady Bulldogs defense shut down United's big guns on offense in the first half and held United to single digits. Alexander raced out to an 11-5 first-quarter lead and never trailed throughout the game as Benavides and Zamora ruled the paint. The duo forced United to try its luck from the perimeter as United found it hard to put together an offensive outburst to reel Alexander back in.
United (28-5, 10-3) was paced by Natalia Treviño as she had a game-high 16 points while Ileana Rodriguez added 14 for the Lady Longhorns.
Earlier in the night, United South (25-10, 11-2) took care of sister school LBJ on rivalry day at LEA. The Lady Panthers meticulously took apart LBJ (10-21, 0-13) early on and picked up 55-33 victory to stay at the top of the District 29-6A standings heading into the final game of the regular season.
"This is a good team win for us and again a great team effort by everybody," United South head coach Leopoldo Guardiola said. "For the most part, minutes were separated today. That is what a team does. When your name is called, you are ready to go, and our team did a great job today."
With a playoff spot secured already, United South was looking like a well-oiled machine as it utilized all the players on its roster. It is no secret that the Lady Panthers posses one of the deepest benches in the district and they were able have fresh legs on the floor for 32 minutes.
The constant United South rotation had 12 players get in the action and score. Karina Flores came off the bench to score 12 points with 10 coming in the second half as she led the balanced offense. Senior team captain Lily Hernandez hit the opening basket — a long 3-pointer — to set the tone for the remainder of the game. United South went on a 7-0 run before LBJ sophomore Yaretzi Ortiz hit a lay up to stop the Lady Wolves scoring drought.
United South kept the defensive pressure on, holding LBJ to single digits through the first three quarters. Senior Deynira Martinez helped LBJ cut the deficit in half with free throws and a completed three-point play as the Lady Panthers took a 12-6 first-quarter edge.
The Lady Panthers flexed their offensive muscle and opened the second quarter on 15-0 run with baskets by Hernandez, Priscilla Cantu, Joselyn Cardinas, Evelyn Cruz, Angela Ramirez and Katherine Soto.
Martinez stopped the bleeding for LBJ after drawing a foul and being sent to the charity stripe to complete her second three-point play of the game. The Lady Wolves were able to finish on a 7-0 run heading into halftime as United South held a 27-13 advantage.
United South's starting core sat the majority of the season half as Guardiola gave valuable minutes to his reserve players. The Lady Panthers outscored LBJ 16-7 in the third period before the Lady Wolves put together their best quarter. LBJ started to find its offensive rhythm in the final period to outscore United South 13-12.
Nixon (30-6, 15-0 District 31-5A) claimed the District 31-5A title with a 43-21 victory over Valley View. This marks Nixon's first district title since the 2007 season and also head coach LeaAnn Mendoza's first title as a head coach. Mendoza was an assistant when Nixon won their last district title. Alexia Navarro paced Nixon with 15 points while Rut Moreno added 12.
"It's the best feeling and we are extremely proud to earn a title for our school," Mendoza said. "Our girls and our entire staff have been extremely dedicated and focused throughout this journey. Our hard work is paying off, but we are still determined to make a deep run in the playoffs."
Three days after Martin pulled an upset over LISD sister school Cigarroa to grab possession of fourth place heading into the final two games of season, the Lady Tigers fell to Sharyland Pioneer 42-29. With the loss and the Cigarroa victory, the Lady Toros are in the fourth and final spot. The Lady Tigers (12-24, 7-8) had Karma Flores and Sylvia Rodriguez finish with seven points each.
Cigarroa (17-19, 8-8) took down Roma 39-19 and are finished with its regular season. With the victory, the Lady Toros sit in great position forcing Martin to win its season finale in an attempt to get into the postseason. CHS had Larizza Cantu finish with 14 points and eight rebounds while Lori Deleon added 12 points and nine boards.
Twitter: @lmtnews


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George Stein's article was lively, ably researched and well written. However, it ended on the seemingly obligatory sour note with a quotation from an emigre publisher (Alexander Polovets) who makes a living from routinely swiping away at a country that at the very least deserves some measure of compassion.
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Each week, we feature a couple from our latest issue.
If you're drooling over Kate Morgan-Kocher's gown as much as we were, well, be prepared to have your heart broken: It was custom-created just for her by her cousin, designer Joel Diaz of JOLIBE Atelier New York. (Kate describes it as her "dream wedding gown," and we have to agree.) Fortunately, Kate's gown is not the only gorgeous detail of her summer wedding to Tyler Kocher … and the rest are much easier to draw inspiration from.
Kate's friends helped her out with planning the wedding, and they—together with her mother and Regina Prange of Natural Designs Floral—transformed a Morgan family farm into a stunning wedding venue. The farm, by the way, had additional significance to the couple: It's where Tyler proposed during a hike on the property.
But for Kate, however, the most memorable aspect of the evening is also a simple one: It was all about the joy of "sharing our special day with our closest family and friends," she says.
The Details
Wedding date: July 25, 2015
Wedding colors: Pink, gold and neutrals
Attendants: Four bridesmaids, four groomsmen, a ring bearer and a flower girl
Bride wore: Custom gown and veil made by a family member (Joel Diaz at JOLIBE Atelier New York), kate spade new york shoes and family jewelry
Groom wore: Suit from Express
Rings: Worthington Jewelers
Rehearsal dinner: Kenyon College
Ceremony: Church of the Holy Spirit at Kenyon College
Reception: A Morgan family barn
Caterer: Two Caterers
Cake: Mrs. Goodman's Baking Co.
Florist: Natural Designs Floral
Photographer: Nicole Dixon Photographic
Videographer: Happy Kamper Films
Invitations: Peabody Papers
Reception tunes: MoJoFlo
First dance: "You & Me" by Penny and the Quarters
Guest favors: Donation in guests' names
Registries: Williams-Sonoma and Pottery Barn
Guests stayed at: Kenyon Inn
Sunday brunch: Catered by Bleu & Fig Catering and Design at the Morgan family barn
Honeymoon: Kauai, Hawaii


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A Hanover Township woman is charged with welfare fraud after illegally obtaining $1,459 in food stamps, the Rochester office of the Department of Public Welfare said.
Rebecca Naman, 34, of 355 Route 30, Lot 82, failed to report additional household income to the Department of Public Welfare. According to the report, Naman�s boyfriend, the father of her child, had employment with the Ajax Pipeline Corp. between October 2012 and April 2013.


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SPECS:Limited Edition of Only 500 Pieces WorldwidePrecise 25-Jewel Swiss Automatic Movement ETA Valjoux 7750 ChronographHighly Scratch Resistant Sapphire CrystalSurgical Grade Stainless Steel CaseSurgical Grade Stainless Steel BraceletSilver Dial Swiss Made in 3 dimensionsBlack Luminous HandsLuminous Hour Markers Date Display at 9 O'clock PositionSub dials at 12 O'clock and 6 O'clock Sapphire Crystal Exhibition BackDeployment BuckleScrew-down Crown43 mm Case Diameter12 mm Case Thickness20 mm Bracelet WidthWater Resistant to- 50m/165ftAsking $415.00 that includes fees and shipping in CONUS.
I accept PayPal as payment method.
No trades and please, no lowbal offers.


text:
HiI am in Dubai on a visit visa, I accepted an offer from an LLC a couple of days ago and now I have an offer from a Free zone company which I would like to take up. Can I revoke the offer letter so signed without any legal or financial implications ?
I have just signed the offer letter with the LLC, and have not submitted any documents till date for the propose of Visa issuance
The clause mentioned in offer letter is as below:
After confirmation, any party can terminate the contract by giving one month's notice period (I have not signed any contact till date, just the offer letter)
Your employment is subject to the company's successfully completing all the labor and immigration facilities concerning your employment permit ( I have not submitted any documents yet)
Deduction of AED 3000 labour processing fee in case of resignation before completing 1 year continuous employment
Please help
As per labour reform regulations effective 2016, an offer letter made to a foreign worker becomes legally binding after it is signed by both parties. An offer letter to a foreign worker signed by both parties becomes a legal contract.
Hence, after signing, the employer is not allowed to alter or replace any provisions of the offer letter unless such changes have the consent of both the employer and the employee, are within the scope of law and do not compromise the rights of the employee.
The employer must ensure that the employee has read the offer letter and understood it. If it is proved that a worker did not go through the annexes before signing the labour contract, the employer will be fined AED 20,000 for submitting incorrect data to MoHRE.
If the employee is in the UAE, he must sign the offer letter before the employer can seek MoHRE's preliminary approval for his employment.
Employers must disclose the terms of the offer letter to MoHRE. A copy of the offer letter is stored in the MoHRE's database. Employees are issued work permits based on these offer letters.
(Moreover, it depends on which job offer letter you signed because there are 2 types of offer letter being given by employer, the company internally issued Offer Letter and the MOL Offer Letter. The process usually goes like this, Once you signed the offer letter it will be submitted to MOHRE for job approval, then they will issue the MOL Job Offer Letter. Once you signed the MOL Offer Letter it is now considered as a legal contract therefore both the company and the employer is now legally bounded. If ever they already submitted your job offer letter to the MOHRE and you signed a job offer letter from another company, then it will result to confusion and may proceed to disapproval. You can further request or ask your company regarding their policy on your matter or the details on the job offer you signed.)
For further details please see https://government.ae/en/information-and-services/jobs/employment-process-in-the-private-sector


text:
- Derick Stokes
- 2 years ago
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1 Affiliated Teaching Hospital BOARD OF DIRECTORS: 27 TH MAY 2016 AGENDA ITEM: 10.2 SUBJECT: STAFF SURVEY REPORT AND ACTION PLAN RESPONSIBLE DIRECTOR: Director of Human Resources & Organisational Development AUTHOR: Director of Human Resources & Organisational Development PREVIOUSLY CONSIDERED BY: Trust Management Committee EXECUTIVE SUMMARY: The attached report and action plan has been produced in response to the NHS National Staff Survey and Quarterly Friends and Family Staff Survey results for our Trust. The national survey was conducted between September and November The Quarterly Friends and Family surveys were undertaken during Quarter 1, 2 and 4 of 2015/16. In order to address concerns raised as part of the survey an action plan has been constructed for consultation and approval. The action plan has been devised in consultation with the members of the Trust Management Committee and contains priority actions to be undertaken with specific timescales and success factors against each action. ACTION REQUIRED: RISK TO THE TRUST (include reference to BAF or Corporate Risk Register) WORKFORCE ISSUES: (including training and education implications) FINANCIAL IMPLICATIONS: Specify No/Yes (Detailed within the report). COMMUNICATION/CONSULTATION ISSUES (including patient and public involvement) STRATEGIC OBJECTIVE: (specify trust strategic objective) CQC DOMAINS safe. effective. caring. responsive to people s needs. well-led Please indicate which domain the report is providing assurance on To consider the actions and approve the plan. BAF Strategic Risk 3 - Inability to attract, develop and retain good staff Increasing staff engagement. Indirect through attrition and not being able to fill vacancies as well as reduced productivity. To all staff To maintain a fulfilling and developmental working environment for our staff. Well-led Chairman: Graham Foster Chief Executive: David Sissling
2 Affiliated Teaching Hospital 1 Introduction STAFF SURVEY OUTCOMES AND ACTION PLAN The NHS Staff Surveys provide an opportunity for organisations to survey their staff in a consistent and systematic way. This makes it possible to build up a picture of staff experience and, with care, to compare and monitor change over time and to identify variations between different staff groups. Obtaining feedback from staff and taking account of their views and priorities is vital for driving real service improvements in the NHS During 2015/16 the Trust undertook the national NHS staff survey and the quarterly NHS Friends and Family Test Staff Survey. Over previous years the Trust has performed poorly in regards to staff survey responses when benchmarked nationally. Improving the staff survey outcomes is vital for improving staff engagement in the Trust challenges and acts as a benchmark for prospective employees National NHS Staff Survey 2.1 The 2015 National NHS Staff Survey was conducted between 25 th September and 27 th November The Trust Management Committee selected the survey method for 2015, which was a paper based and electronic method, whereby staff members with active addresses were sent the survey electronically, with other staff receiving a paper version of the survey. 2.2 The results of the survey were communicated in various forums, including Leadership Forums, Chief Executive Announcements, Joint Staff Side Committee Meetings, Trust Management Committee, Workforce Development Committee and the Board of Directors during February and March A copy of the report previously circulated and presentation of the key findings form the survey can be found in Appendix 1 and 2. 3 Staff Friends and Family Test 2015/16 including Q4 3.1 In 2015/6 a different approach has been taken with regards to the Staff Friends and Family Test (SFFT) with Clinical Business Units and Corporate Directorates allocated to each quarter. This change was made following feedback from survey that the survey was to repetitive to complete each quarter. Responses to the survey were able to be made via postcard completion, online and the Trust smartphone app. Quarter 1 Women s and Children s and Clinical Support Services Quarter 2 - Surgery, Anaesthesia, Core services and Corporate Services Quarter 3 SFFT survey not undertaken, National NHS staff survey being undertaken Quarter 4 - Urgent Care, Adult Medicine, Speciality Medicine and Estates and Facilities 3.2 The SFFT survey asks staffs response to two questions. Q1 How likely are you to recommend the Trust to friends and family if they needed care or treatment? Chairman: Graham Foster Chief Executive: David Sissling
3 Q2 How likely are you to recommend the Trust to friends and family as a place to work? 3.3 The Trust results for 2015/16 compared to 2014/15 are shown below: NB completion rates during 2015/16 are still calculated against all Trust staff rather than those targeted to complete the survey during the relevant quarter. Completion rates when compared against the target audience for the survey are at approx. 25% 3.4 The results highlight a similar outcome to that of the National NHS Staff Survey results, with the greatest reduction being demonstrated in Quarter 2 of 2015/16, in line with a majority of the business areas which performed below expectation in the national survey, such as Core Services, Corporate areas and Surgery. 4 Staff Survey Action Plan 4.1 A Staff Survey Action Plan was developed for 2015/16 with a number of actions undertaken in line with the summary on page 7 of Appendix 2. Whilst overall improvements were made when benchmarking our performance internally, when compared nationally our Trust performance remains below national benchmarks, which reflects poorly on our staff experience of working at the Trust. 4.2 Therefore further work specifically with regards to the development of targeted actions has been developed with input from the HR team, staff side representatives and members of the Trust Management Committee. 4.3 The action plan contained within Appendix 3, provides specific actions be to undertaken in line with specific staff survey pledges in order to identify where progress is being made. With some of the actions there is a greater series of detailed actions as with the We Will CARE Together Values programme 4.4 The theory behind the staff survey essentially sets out that good staff engagement leads to successful organisations with high levels of performance on staff management and patient care. The actions that support staff engagement and that are reflected in the staff survey action plan can be seen in many models of staff engagement. 5 ACTION REQUIRED BY THE BOARD 5.1 To note the content of the report and approve the attached action plan Chairman: Graham Foster Chief Executive: David Sissling
4 APPENDIX 1 Affiliated Teaching Hospital National NHS Staff Survey 2015 Results and Action 1 Introduction 1.1 The NHS Staff Survey provides an opportunity for organisations to survey their staff in a consistent and systematic way. This makes it possible to build up a picture of staff experience and, with care, to compare and monitor change over time and to identify variations between different staff groups. Obtaining feedback from staff and taking account of their views and priorities is vital for driving real service improvements in the NHS. 1.2 Over previous years the Trust has performed poorly in regards to staff survey responses and progress to date is contained within this paper, including the recent Staff Friends and Family survey outcomes. Improving the staff survey outcomes is vital for improving staff engagement in the Trust challenges and acts as a benchmark for prospective employees. 1.3 The 2015 National NHS Staff Survey was conducted between 25 th September and 27 th November The Trust Management Committee selected the survey method for 2015, which was a paper based and electronic method, whereby staff members with active addresses were sent the survey electronically, with other staff receiving a paper version of the survey Survey Results Presentation and Action Plan update 2.1 The annual national staff survey was sent out to all staff in September 2015 and in February 2016 the NHS Staff Survey Co-Ordination centre published reports for each Trust benchmarking them against average and best performing Trusts. 2.2 The survey findings were summarised in 32 Key Findings against four pledges and additional themes, such as staff engagement and equality and diversity. 2.3 For 2015, as in 2014, the decision was made to issue the survey to all staff, rather than a percentage of staff, in order to receive a representative view from staff within the Trust. In 2013 circa 400 staff completed the survey, in 2014 circa 1400 (39%) staff completed, however in (27%) staff completed the survey. A rationale for the reduction in completion could be attributed to the change to completion methodology. 2.4 There are some improvements in the responses by our staff in 2015, the overall picture saw 10 of the key findings improve, with 2 key findings deteriorating; however a majority of our results remain within the bottom 20% of Acute Trusts, presenting a continuous challenge for us to address a number of concerns. 2.5 The ten areas of key findings had a statistically significant improvement when comparing the 2014 to 2015 results, these are: KF1 - Staff recommendation of the organisation as a place to work or receive treatment KF4 Staff motivation at work KF8 Staff satisfaction with level of responsibility and involvement KF10 Support from immediate line managers 4
5 KF18 - % of staff feeling under pressure in last three months to attend work when feeling unwell KF22 - % of staff experiencing physical violence from patients, relatives or the public in last 12 months KF 23 % of staff experiencing physical violence from staff in last 12 mths KF7 - % of staff able to contribute towards improvements at work KF20 - % of staff experiencing discrimination at work in last 12 mths KF28 - % of staff witnessing potentially harmful errors, near misses or incidents in last mth 2.6 The two areas of key findings had a statistically significant reduction when comparing the 2014 to 2015 results, these are: KF11 - % of staff appraised in last 12 mths KF16 - % of staff working extra hours 2.7 The summary full staff survey results will be subject of a presentation, which includes heat maps of areas of concern benchmarked against national performance of the staff pledges. 2.8 An action plan, in line with the Trust Workforce Development Strategy, will be developed presented to the Board of Directors at a future date, which will seek to address the areas of greatest concern raised within the survey outcomes. The plan will include comments by members of the Board of Directors, the Workforce Development Committee, Trust Management Committee (including local CBU suggestions) and Joint Staff Side Meetings. 3 Conclusion 3.1 In conclusion Board members are requested to note the staff survey presentation provided at the Board meeting and actions to be taken regarding the 2015 staff survey action plan. Mark Smith Director of HR and OD February
7 APPENDIX 3 Affiliated Teaching Hospital Staff Survey - Action Plan 2016 RAG Key: Not started: Behind plan: On track: Complete: ACTION REF ACTIONS REQUIRED CURRENT SITUATION LEAD TARGET/ REVIEW DATE R A G Success Factor Staff Pledge 1: To provide all staff with clear roles, responsibilities and rewarding jobs A1 Implement concept of personal governance Personal Development Review and incremental pay progression guidance reviewed and re-issued Sept Subject to a further improvement plan for 2016 to increase the appraisal rates. Sue Newing June 2016 All staff have a PRDPR (monthly performance reporting and Workforce Dashboard) A2 Continue to undertake safe staffing audits Monthly reference point meetings established Leanne Hackshall Quarterly More clinical staff recommend the Trust in SFFT A3 Implement leadership and management development programmes Providers appointed and delegates identified. To link Matron and Sisters development to leadership programmes Mark Smith Sept 2016 Second cohorts are completing the programme 2016 programmes to commence in Sept 2016 A4 Implement and continually review/ refresh a comprehensive recruitment plan Programme to be put in place, revised this year to review the ability to recruit overseas. CBU Leads/ Resourcing Review again June Reducing vacancies and temporary staff costs and quicker 7
8 Local recruitment events scheduled for 2016 Team 2016 advert to hire rimes A5 Review and revise the format for job descriptions and person specs New format in draft Andrew Stewart May 2016 Clarity of understanding of duties and criteria to apply A6 Develop a retention package applicable for all staff but addresses hard to recruit areas Team project in HR, reviewing existing R&R arrangements locally and regionally in line with terms and conditions Kathryn Large/Mary Dovey July 2016 Information available for recruitment purposes Staff Pledge 2: To provide all staff with personal development, access to appropriate education and training for their jobs, and line management support to enable them to fulfil their potential B1 Undertake Training Needs Analysis Linked to appraisal action plan, development needs to send to workforce each month to enable the TDA to be completed. Sheila Turner August 2016 Clarity of role specific training needs B2 CBUs and Directorates to plan increases in Appraisals including agreeing personal development plans Appraisals are lower than Trust target in some areas. New PDRP process to include renewed promotion of compliance incremental progression HR Ops/ CBU Management Teams June 2016 All staff have a PRDPR B3 Development of a staff training brochure To be prepared following the development of a TNA Sheila Turner Sept 2016 Staff to be able to view appropriate training and availability B4 Promotion and training in e-roster to enable Better time management and work life balance E-roster has been upgraded and is now being extended throughout the organization Karen Purdie August 2016 Rosters being sent 8 weeks in advance leave being booked on line. 8
9 B5 Review of statutory and mandatory training provision to meet organisational need Review commenced Sheila Turner July 2016 Improved feedback from staff and mangers Staff Pledge 3: To provide support and opportunities for staff to maintain their health, well-being and safety C1 Consider outcome from regional health and wellbeing survey, develop Health and Wellbeing Strategy and implement Heath needs assessment being rolled out as part of GCC. Regional public sector survey being developed, however likely end of May deployment Sue Newing/ Mark Smith June 2016 Targeted plans in place to support staff to be fit to care C2 Global corporate challenge to be repeated based on the success of last year. Funding sourced. Programme commences 25 th May Mark Smith May 2016 Participation of 210 members of staff to GCC C3 Free eye tests to be offered to staff and their families Proposal to be discussed at the Health and wellbeing group Jackie Farrell July 2016 Positive staff feedback C4 Introduction of Smoke Free Site TMC agreed go live date of 6 th June, comms plan in situ, signage ordered C5 Raise the profile of health and wellbeing group Survey monkey to be used. Improved notice boards, and monthly promotion Sue Newing June 2016 Reduction of smoking on site and alternative therapies being offered as part of the process Sue Newing May 2016 Wider awareness of the group within the trust. C6 Explore the possibility of introducing an employee assistance scheme within the trust. On framework providers being sourced Sue Newing Sept 2016 Staff benefit, accessible for all Errors and Incidents D1 Review and publicise lessons learned forums encourage attendance (e.g. over lunch with food provided/ target attendance to key groups) Patient Safety Lessons Learned Forum held every 8 weeks all staff groups invited to attend. Susan Clennett Aug 2016 Staff are more confident and empowered to report incidents through 9
10 Schwartz rounds held to encourage learning understanding of how this is used for learning Violence and harassment E2 Re-publicise the Dignity at Work Policy Policy drafted to. Be shared with the trade unions Kathryn Large May 2016 Staff are aware of what constitutes bullying, harassment and victimisation and are confident and know how to report it. E3 Publicise Raising a Concern and the introduction of the Speak Up Guardian and the purpose of the role Policy being ratified at TMC on the 22/3/16 Sue Newing April 2016 Employees have confidence in the process, issues being raised. Staff Pledge 4: To engage staff in decisions that affect them, the services they provide and empower them to put forward ways to deliver better and safer services F4 Introduction of the We Will CARE Together programme with a specific focus on the Trust CARE Values Launch of the CARE Values within the Trust to support the delivery of the Trust Operational Plan and Strategy Mark Smith Sept 2016 An opportunity to seek and receive feedback across the organisation launching the values and identifying the behaviours Staff Satisfaction G1 Hold focus groups to find preferred methods of communication Focus groups were held, now need to be refreshed and revised based on this year s feedback CBU Management Teams Jul 2016 CBUs have specific local plans documented to address local issues as outlined within the national staff survey 10
11 G2 Finding effective cascade methods of communication with all staff groups across the organisation Variety of methods used, including CEO , Leadership Forum review, Link Listeners, however feedback from staff still suggests improvement is still needed. An increase in social media campaigns, twitter, facebook, staff app has demonstrated positive impacts Clare Culpin Sept 2016 Information audit confirms key messages are being received and feedback being provided with alternative suggestions Equality and diversity H1 Work to improve the data the trust holds on the 9 protected characteristics for staff. There are data gaps which if they were addressed may give a clearer picture in some areas like disability. Link as an NHS Employers Partner for Equality, Diversity and Inclusion for 2016/17 Chaman Verma Sept 2016 Reduced data gaps and promote awareness of E,D and I. 11
12 Affiliated Teaching Hospital 2015 National NHS Staff Survey Summary of Results for Kettering General Hospital NHS FT
13 Affiliated Teaching Hospital Summary Overall Staff Engagement Results
14 Affiliated Teaching Hospital Ranked Results 2015 v National Averages Top 5 ranking scores Bottom 5 ranking scores
15 Affiliated Teaching Hospital Largest Local Changes since the 2014 Survey Where staff experience has improved Where staff experience has deteriorated
16 Affiliated Teaching Hospital Staff Group Heat Map 2015 Results
17 Affiliated Teaching Hospital CBU Heat Map 2015 Results
18 Affiliated Teaching Hospital 2014 Staff Survey Action Plan and Outcomes Action Introduction of new Appraisal Process CBU and Directorates plan to increase appraisal completion Schwartz Rounds Publicise lessons learned forums Staff Pledge Outcome 1, 2 New process introduced in October 2015, to be fully implemented and adhered to throughout 2016/17 particularly given the 2015 survey outcome giving a greater quality appraisal and ensuring completion 1 Commenced in December 2014 to continue and ensure that LLF is attended by multi-professional staff To be monitored Monthly Workforce Report CBU performance review meetings Workforce Development Committee ¼ to Trust Board Attendance and outcomes at Quality Governance Steering Group Safe Staffing Audits 1 Completed and will be continued through SafeCare system implementation Monthly Safe Staffing NQB data produced and submitted SafeCare monthly CBU performance meetings Leadership Development Programme Focus Groups CBU Communications 1, 2, /16 Cohorts to be completed in April Leadership event to be planned for April 2016 to acknowledge the work undertaken. Evaluation and feedback to determine future models 1 Focus Groups held in CBUs e.g. CCU/Oakley and Barnwell's further understanding required regarding communication methods within CBUs Recruitment Plan 1 Recruitment plan and events in place for 2016/17 inclusive of local, national and international recruitment. Training Needs Analysis Learning Education Group Workforce Development Committee ¼ Monthly Performance review meetings Staff Friends and Family Survey Monthly Workforce Report CBU performance review meetings 1 Full TNA to be completed based on national framework and appraisal outcomes Learning Education Group Trust Management Committee Health and Wellbeing 3 A number of activities including GCC launched in 2015 to be consolidated with HWB plan for 2016 increased usage of The KGH Staff Health and Wellbeing Focus Group
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text:
The Stamina needed for these two weeks could definitely qualify for an Olympics game.
Interviews, Zone Conferences, Firesides, and travel began this week.
The roads leaving Cali were busy as we left the city at 6:30am.
Our new assistant, Elder Stutz, is learning what it feels like to keep this schedule...exhausted!!
We traveled to Buga, Zarzal, Andalucia, and Tuluá
to do interviews and house inspections.
Elder and Sister Torgerson were with us. Elder Torgerson is helping to get all the apartments in better shape...bless him!
We were pleased to hear that the truck arrived in Tuluá and Palmira to deliver new mattresses, pillows, mattress protectors, microwaves, and sandwich makers
to all our apartments. This has been quite the project to get funding and improve the living conditions of our missionaries. I fought the good fight and won!!!
I believe the mattresses we replaced were older than some of our missionaries!!
Our first Round of Zone conferences was with the Tuluá, Paraíso, and Palmira Zones.
Zona Tulua
Elders McKay, Hutchison, Malca, Lewis, A. Ramirez, Carillo (front)
Elders Faundez, Parada, Camacho, Dyas, Jensen, Lamoreaux, Aldunate, Cartes, Aleluya, Low, Conde (b)
Zona Paraíso
Elders Rocha, Aspajo (front)
Elders Calle, Lobelcho, Santizo, Curtis, Cabrera, Aguilera, Chumacerro (back)
Zona Palmira
Elders Rodriguez, Bolokoski (front)
Elders Alvarado, Guerrero, Almeida, Chamorro, Quisbert, F. Ramirez (back)
We enjoyed instruction on how to improve our communications skills,
work with the members,
and then of course....lunch.
Missionaries are ALWAYS hungry!!
It was Elder Conde's birthday this very day...August 10...
and Elder Aspajo's birthday was coming on August 12...
and Elders Carillo, Malco, Conde, and Aspajo
were the only birthdays in the last 3 months...June, July, August!
Happy Birthday to YOU!!!
And then the Mission Olympic GAMES began...
The first game was played as a companionship before they arrived at the conference.
Each companionship in the mission had 4 hours on a given night to find and contact as many new investigators as possible.
It was quite impressive how a little competition led to a lot of new contacts.
Next (in the pictures above) we played a relay game with scripture mastery scriptures.
The final game was a marathon with Preach My Gospel.
Points were totaled and each zone had their gold, silver and bronze medal winners.
Zona Tulua
GOLD: Elders McKay and Carillo (zone leaders)
SILVER: Elders Cartes and Faundez
BRONZE: Elder Parada
Zona Paraíso
GOLD: Elders Rocha and Aspajo (zone leaders)
SILVER: Elders Cabrera and Chumacero
BRONZE: Elders Santizo and Curtis
Zona Palmira
GOLD: Elders Rodriguez and Bolokoski (zone leaders)
SILVER: Elders F. Ramirez and Guerrero
BRONZE: Elders Almeida and Quisbert
All of the missionaries are winners in our eyes...
They are working hard.
They are being obedient.
They are wearing themselves out in the work of the Lord.


text:
"Stylistic diversity, as well as the lack of trendhopping (read: no dubstep) makes the continued evolution of Blaqk Audio worth following" - Alternative Press Magazine (4/5)
"…tracks that could easily be mistaken for Depeche Mode or Erasure." - Revolver Magazine
"an exciting experience unparalleled by any electronic act currently active." -UnderTheGunReview.net (8/10)
Los Angeles, CA (September 11, 2011) – BRIGHT BLACK HEAVEN, the infectious new album from BLAQK AUDIO, is available today. Currently sitting at #1 on the Electronic Albums charts for both iTunes and Amazon, #3 on the Amazon Dance and DJ Album charts, and #13 on the overall iTunes charts, BRIGHT BLACK HEAVEN can be heard streaming in its entirety here. BLAQK AUDIO – comprised of Davey Havok and Jade Pudget of AFI – creates addictive, beat-oriented, dance music that highlights their shared love for classic electronica and modern EDM. BRIGHT BLACK HEAVEN is the follow-up to the duo's 2007 debut, Cexcells, that made its debut at #18 on the Billboard Top 200 Charts.
BRIGHT BLACK HEAVEN is available at most major outlets including:
01. Cold War
02. Fade To White
03. Faith Healer
04. Deconstructing Gods
05. Everybody's Friends
06. Let's Be Honest
07. With Your Arms Around You
08. Bliss
09. Bon Voyeurs
10. The Witness
11. Say Red
12. Ill-Lit Ships
Remaining Tour Dates:
09/11/12 – San Francisco, CA @ Great American Music Hall
09/12/12 – San Jose, CA @ The Blank Club
09/14/12 – Los Angeles, CA @ The Roxy *SOLD OUT*
For more information on BLAQK AUDIO, please visit:


text:
by Quinten
(Hesperia, CA)
You've read too many of these and you decide to pick me!!! I am a thirteen year old that is looking to grow in cash I am a hard worker that is in the construction business I have remodeled and made houses look great please call i really need the money
Join in and write your own page! It's easy to do. How? Simply click here to return to Jobs for 13 Year Olds Wanted.


text:
He will work for Apple for a year in Vancouver to qualify for a U. You can also find and open Air Port Utility by navigating to ~/Applications/Utilities/.
On a Windows PC, type "Air Port Utility" into the Start menu search field and select the application.
released an update for its Air Port routers that closes a nine-month-old flaw that allowed attackers to use the hubs against their owners.
The Air Port Base Station firmware updates are numbered 7.6.7 and 7.7.7 for 802.11n and 802.11ac routers, respectively.
Helie expected Apple to give him a bug bounty for finding the flaw, but he got a different kind of reward.
Two months later, Apple flew him out to its Cupertino, California headquarters for interviews, then gave Helie a choice of two job offers. On a Mac, click Command Space, type "Airport Utility" and select Air Port Utility.
If you are attempting to set up earlier versions of the Airport Utility and firmware, you can use these instructions, but this is an experimental feature, we cannot provide technical support for this setup.


text:
Nom!Oboros is a 2.5D reincarnation puzzle platformer. Nom! your way through the inhabitants of this adorably creepy world. Reincarnate as them and use their unique abilities to solve the spatial puzzles.
Use the W, A, D, and space keys to navigate around the world. Come in contact with the other creatures to Nom! and absorb them. Die to reincarnate as the last creature you absorbed, an indicator in the top right shows you the type this will be. Use the special abilities of each type, like super jump, block pushing and smaller stature to solve the spatial puzzles. Use death as a tool to reincarnate and gain or lose abilities, but make sure you have eaten someone, if you haven't you may die permanently!
Source: The Publisher Website.


text:
Clinics, Camps, Leagues and Tournaments
About Us
PLAYING IS GIVING! Greater Pottstown Tennis & Learning (GPTL) is a nationally recognized tennis and learning 501(c)3 non-profit organization and was awarded the USTA Middle States NJTL Chapter of the Year. GPTL has an innovative model where a portion ofRead more
Greater Pottstown Tennis and Learning was selected by USTA Middle States as a 2018-2019 Premier School Tennis Provider. The 2018-2019 Premier Providers were selected and are acknowledged for their excellence in providing USTA tennis programming in one or more of
Junior Clinics
WINTER CLINICS Session II registration is open! Sign up for fun game-based tennis lessons. GPTL mentors youth development, not just player development. Our coaches mentor tennis instruction for all ages and levels through a pathway of Red, Orange, Green, Yellow.
Adult Clinics
Get a great workout and meet new players! Sign up for WINTER CLINICS Session II. Professional coaches run fun game-based group tennis instruction for all levels of adults age 18 and up. Learn fundamentals, proper techniques and singles and doubles
US Open Bus Trip
Brenna, a GPTL junior player, participated in the ceremonial coin toss for Naomi Osaka's round one match at the Net Generation "Kids on Court" Demonstration at the 2018 US Open. Naomi Osaka went on the win the women's singles championship.
Serve & Connect
Serve & Connect is a community engagement program designed to bring kids and cops together on the courts to play tennis, build trust and make real connections. Sponsored by the USTA Foundation and in cooperation with the Pottstown Police Department,
Maple Street Courts
In a partnership with Borough of Pottstown, and with the support of the USTA Foundation and Pottstown Area Health & Wellness Foundation, GPTL is excited to announce that we have officially broken ground for the GPTL Tennis & Education Center
Partner with GPTL
Partner with us and make a difference in our community! Thank you to all sponsors and donors for supporting our mission. GPTL hostsRead more


text:
It is a bit more of a stoned effect than a high effect. I would say it is 60/40 indica, what it makes a perfect strain for early evening to stay awake and have fun.
I use it for medical purposes like headaches or backpain, it is my perfect medicine.
The only negative aspect is that it is hard to concentrate on more than 1 thing, but that is because of the indica/sativa ratio I guess.
6 months ago


text:
An English In Kentucky
Monday April 28th 2014 Tim
Although I have never seen them together, I
believe there are two Toads in the Vegetable Garden. They are both
of the same species, but I have no idea what that species might be.
Of Toad species identified as Kentucky Natives, there are three likely
candidates, and of those three likely candidates my vote goes to a Toad
Species that has been given the name Fowler's Toad. And here I am
told that a Fowler's Toad has a voice that sounds like, "the bleat of a
sheep with a cold."
Now if
you happen to be pottering in the Vegetable Garden, one or
other of the Garden Toads will make a little noise at you,
if he or she has the idea that you might not have noticed
him or her. It is indeed a very peculiar noise. Kind
of petulant, sort of bad tempered, rather insistent, and
does offer a suggestion of "get out of my garden."
Then , there'll be a little very deliberate hopping around
from the Garden Toad and you might hear the noise again. In
the past I have thought of this noise as a sort of low pitch
'quack'. The kind of thing you'd get from a day dreaming


text:
Phil Jones has admitted Manchester United deserved to lose against Newcastle on Sunday and says he and his team-mates are devastated at the result.
United lost 1-0 at St James` Park in a result that left them 16 points behind Premier League leaders Manchester City.
It continued manager Jose Mourinho`s record of never winning a league game at Newcastle, but Jones admits United did not deserve to take anything from the match.
Speaking to MUTV, he said: I think the result was probably fair. I don`t think we deserved to win the game.
We started slow and sloppy. The crowd were on their feet, they got momentum.
Second half we had a few chances but we`re not kidding ourselves. We were not good enough today. We started too slow and couldn`t get to the rhythm of our game.
We`ll have to play a lot better than that if we`re going to kick on and improve.
Wins for Tottenham and Liverpool at the weekend mean the gap between second-placed United and fifth-placed Chelsea is now just six points - and it could be reduced to just three if Chelsea win their game in hand against West Brom on Monday, live on Sky Sports.
Chelsea vs W Brom
February 12, 2018, 7:00pm
Live on
With the competition for places in next season`s Champions League intensifying, Jones admits United need to improve.
He said: A lot of teams around us keep drawing, losing points and there is a lot still to play for.
It was a disappointing day, but we have to go again. That`s all we can do, that`s all we know. We`re disappointed, we`re devastated, but we have to improve.
Super 6 £1m jackpot
Simply predict six correct scores to win Jeff`s £1 million. Enter your selections for free here.


text: Hi, I just bought a my touch 4g, which is my first "smart phone". A bit overwhelmed to say the least but fascinated. I will be asking many questions over the next month I am sure!! With two kids I don't have many opportunities to sit and play with the phone so it will be a long process to figure this thing out. Fun to be had! My contact were copied from my last phone and they are an absolute MESS! I need to delete 70 percent of them and rename many. My last phone jacked them all up. I think this would be best done on my computer.... how do I do this?