See you in court

first_imgSee you in courtOn 1 May 2001 in Personnel Today Comments are closed. OH professionals may well be called as witnesses in employment tribunals.Make sure you are well prepared and do not be fooled by their apparentinformality.  By Linda Goldman and JoanLewis Employment tribunals were created in 1964, originally to hear appealsagainst certain expenses imposed by statutory bodies during industrialtraining. Their functions quickly grew to provide rapid, inexpensive andinformal access to justice in disputes about employment legislation. The overwhelming number of current cases means that rapidity is notnecessarily achieved. Many claims have little substance and some defences aredoomed to fail, so new rules (already in existence in Scotland) are planned toincrease the amount of costs that tribunals can award against unmeritoriousparties. Informality exists in comparison with civil and criminal courts butrepresentation is the norm, whether by a barrister, solicitor, consultant orfriend (paid or otherwise). Witnesses give evidence on oath or affirm but allparties remain seated during the proceedings. Employment tribunals are courts at the lower end of the judicial spectrum.They consist of a chairman who is a solicitor or a barrister and two laymembers with experience from management and shop floor sides of industry,respectively. Their main jurisdiction is in connection with employment disputes arisingout of allegations by individual applicants against their employer, the respondent.The applicant may be an employee but temporary workers can bring complaintsunder discrimination law and breaches of regulations. The ceiling on claims for unfair dismissal is £51,700 at present. Breach ofcontract claims arising on termination of employment are limited to £25,000.Discrimination claims are unlimited in value. Eligibility Many applicants do not require a qualifying period of employment to go tothe employment tribunal as it is discriminatory to reject a job candidate onthe grounds of race, sex or disability. Acts of discrimination or breaches ofstatutory requirements give rise to an instant qualification for employmentprotection and compensation. These claims also qualify people for awards forhurt feelings. Unfair dismissal claims depend on employees having completed 12months’ qualifying service. The role of OH personnel Occupational health personnel or employers are liable to be involved inmatters relating to the termination of employment and therefore bring or defenda claim for unfair dismissal. They may also be required to attend as witnessesto give evidence about fair procedure in ill-health dismissals, disability orhealth and safety cases. Increasingly, nurses or doctors are witness both to fact, saying whatactually happened; and/or as experts giving an opinion as to whether procedureswere adequate. In the latter instance, in a disability discrimination claim,for example, the tribunal may need to hear why a person was considered unfit todo a particular job and why reasonable adjustments could not have been madefrom the medical point of view. Appeals The losing party may appeal to the Employment Appeal Tribunal provided thereis strong argument that the decision is wrong in law, perverse on the facts orperhaps biased in favour of one side. The EAT’s filter system only allows casesto proceed where the appellant can put forward a strong legal argument (whichis not necessarily the same as having any prospect of success). Furtherchallenges can be mounted to the Court of Appeal or House of Lords if animportant point of law is involved. An appeal may result in a case beingreferred back to a differently constituted employment tribunal to deal with thecase or one aspect of it anew. Employment tribunals also hear appeals against non-discrimination noticesfrom the Equal Opportunities Commission and the Commission for Racial Equality,to be extended to Disability Rights. Occupational health personnel may beinvolved in the further appeal function of employment tribunals in respect ofimprovement or prohibition notices issued by the Health and Safety or LocalAuthority Inspectorate. Deadlines are strictly enforced Applicants who do not comply with strict time limits for claiming will getnothing unless they can sue a representative for negligently missing adeadline. Time limits vary according to the type of case and should beconsidered urgently. This is useful advice for employers, who can begin aninvestigation that might avert proceedings, and for employees who can amassevidence and assess their prospects of success. Unfair dismissal has a strict time limit of three months. So, a person whoseemployment terminated on 1 May 2001 must ensure that an application is receivedby the tribunal by 31 August 2001 unless it was not reasonably practicable todo so. An earthquake or other catastrophic event might prevent adherence to thetime limit, for instance. Awards are subject to deductions for contributory conduct on the part ofapplicants. They require the dismissed or otherwise offended persons to haveattempted to mitigate their loss and will be made, in respect of loss ofearnings, for such a period as is just and equitable. Concise and relevant evidence Whereas professional representation often shortens proceedings,unrepresented applicants have usually had a few months of obsessive involvementwith their cases, reliving and reciting in hugely unedited form the content oftheir witness statements, including details of their cases which are, alas,peripheral to the decision which the tribunal has to make. The tribunal is nota psychotherapy session, nor is it an organ of vengeance. It will deal justlywith the complaint presented to it, determine the issues and consider whether areasonable employer would have acted in the way the respondent employer did. Itwill be helped by concise and relevant evidence. In carrying out its functions, the tribunal expects the truth, the wholetruth and nothing but the truth. From time to time, the truth hurts but thatshould have been established earlier. Cases are now prepared to strict timetables which include the parties disclosingdocuments to one another well in advance of the hearing and exchanging witnessstatements. There are no film-style surprises in employment tribunals. Eachparty is well prepared to challenge each other’s evidence but that challengeshould not be by bending the truth. Liars need not only long memories but goodones and need to share those memories with others of like minds. Which bringsus from the realms of perjury to conspiracy and, perhaps, another article sometime in the future about life behind bars. Linda Goldman is a barrister at the civil chambers of Bernard Pearl,Lincoln’s Inn. She is head of training and education for ACT Associates &Virtual Personnel. Joan Lewis is the senior consultant and director of ACT Associates and VirtualPersonnel Case round-upOH personnel as expert witnessesForth Ports Authority v Lorimer [1992], Court of Session, IDS Brief 625(1998), p14 L explained that he had a drink problem when he was found, in breach ofcompany rules, to be under the influence of alcohol while driving a crane. Ftelephoned L’s GP who said that L was depressed but did not have a drinkproblem. L was dismissed. The EAT upheld the tribunal’s finding that theemployer should not have dismissed L without obtaining a medical report. TheCourt of Session said that the main consideration was whether L was under theinfluence of alcohol. Details of the depressive illness were not of materialsignificance in assessing the misconduct, “the essence of which was knownand undisputed”. The employer was not under a duty to investigate further.OH personnel and health and safety dutiesHealey v Excel Logistics, EAT 20 May 1998, IDS Brief 622, p5 A health and safety representative is protected from unfair dismissalarising out of health and safety matters even if employed for less than 12months. He/she is therefore currently entitled to a minimum basic award of£7,200 if successful. Here, H was employed from 1995 and became health andsafety representative in 1996. H was concerned about an entry in the accident book of a supermarket where acolleague had been injured when making a delivery. He made several approachesto management of the supermarket about the accident report. His employer deemedthat to be gross misconduct and he was dismissed within a year ofemployment.  The tribunal held that H had gone on a clandestine mission that did not fallwithin the Safety Representatives and Safety Committees Regulations 1997because the supermarket was not under the control of his employer. EAT saidthat the tribunal had failed to consider that the inspection was carried outunder Regulation 4(1)(a), enabling a health and safety representative toinvestigate potential hazards in the workplace. There was nothing to supportthe “clandestine mission” set out by the tribunal and there wasnothing in the Regulations which indicated that the representative needed thepermission of the employer to inspect the accident book. The dismissal was therefore automatically unfair as he was dismissed becausehe was investigating the cause of accidents in the workplace.OH input and disability discrimination Leonard v Southern Derbyshire Chamber of Commerce, 2001, IRLR 19L suffered clinical depression for which she took medication from 1995 andwhich was exacerbated in 1997 after she was raped. She went on sick leave inMarch 1998 but her condition worsened following her brother’s death in August1998 and by her dismissal in October 1998, which she claimed was unfair byreason of disability discrimination. The agreed medical evidence was the GP report stating she had a long-termmental impairment. In determining whether the impairment had a substantialeffect on her normal day-to-day activities, the tribunal considered theGuidance and found that, taking each heading of affected activities as a whole,there was no substantial effect. They were impressed that she was managing to cope. EAT said that theapproach was to focus on what the applicant could not do, rather than what shecould do, referring to Paragraph C6 and 7 of the Guidance, indicating that animpairment may indirectly affect abilities under the set headings. The tribunalwas entitled to take account of her abilities but should not have done so atthe expense of her disabilities. It had not taken account of the fact that shehad not been able to work since 1998 and her coping strategies had failed. The EAT decided that the applicant was disabled within the meaning of theAct. The case is therefore remitted to the tribunal for determination ofwhether the applicant was dismissed by reason of her disability and whether anyreasonable adjustment could have been made to avert the dismissal. Previous Article Next Article Related posts:No related photos.last_img read more

HR: Does business hours mean all hours?

first_imgHR: Does business hours mean all hours?Shared from missc on 9 Dec 2014 in Personnel Today Comments are closed. Has “normal business hours” become a thing of the past? These days, I rarely meet anyone who almost immediately following waking up in the morning, wont grab their phone from the bedside to check their email, or who considers their nights to be personal or family time, which not so long ago seemed the norm. What is it about modern day issues and work problems that are more important than those that we were facing years ago that can’t wait until the next day? Or is it a simple case that our ability to prioritize is being depleted due to such ease of systems access which allows many organisations’ staff to turn any computer, laptop, tablet or mobile device into a make-shift work station?I’m as guilty as the next person of the late night emails and struggling to switch off but I’m one of the lucky ones who enjoys what I do enough that it doesn’t feel like a chore. What about those who aren’t as lucky and feel like they don’t have the pressure release of being able to go home and un-wind?Human nature dictates that if we get too used to something, it becomes habitual and we begin to expect it. This being the case, if this isn’t carefully managed, how long will it be before being “switched on” at all times is an expected part of a job as opposed to it being a sign of an engaged and happy employee who will strive to go above and beyond any contractual obligations? Don’t get me wrong, the huge emphasis which these days is placed on interoperability and mobility of internal systems of course is a great thing and phenomenal feat in technology advancement but with it comes the potential for more risk, more pressure and more un-happy staff if it is not managed well. Previous Article Next Articlecenter_img Read full article Related posts:No related photos.last_img read more

The wellbeing benefits of ‘giving something back’

first_img Social prescribing, such as group gardening projects, can help to mitigate loneliness and mental ill health.Dinendra Haria/REX/Shutterstock Encouraging professional volunteering can be a great way for an organisation to demonstrate its corporate social responsibility. But it can also send out a powerful message around commitment to wellbeing, both at an executive and individual employee level, argues Adele Blakebrough.As chief executive of the charity Social Business Trust (SBT), I know from experience how important a sense of purpose can be to employee wellbeing.Our charity uses the expertise of business volunteers to help social enterprises grow, and those volunteers often tell me that their work with us is the most meaningful and enjoyable thing they do.We each spend, on average, 92,000 hours working in our lifetime, so why should we not make that time worthwhile and good?About the authorAdele Blakebrough MBE is chief executive of the Social Business TrustWhen I spoke about this – how to encourage an engaged and purposeful workforce – at last year’s Wellbeing at Work event in London, the feedback I got from delegates was really positive. It underlined to me the importance employers are now placing on the wellbeing of their people, including encouraging social volunteering outside of the workplace.What, only a few years ago, might have been seen as a niche topic is now high on the agenda of many major, high-performing businesses.Workplace satisfaction is definitely about more than pay and conditions; when people feel valued and a part of something that matters they will in turn give their work their best. It’s good for people and it’s good for business results too. Employee wellbeing in this context cannot be taken for granted.Another message that came through clearly to me at last year’s conference was that, rather than focusing on issues that can inhibit wellbeing in the workplace, employers are now much more open to providing positive support for employees to thrive.It was particularly good to hear some people’s stories on this theme. These included individuals talking candidly about their personal “journeys”, especially when it came to overcoming mental health and other challenges, to become even more effective at work. There was also a strong message of hope: if employers proactively support staff wellbeing, it is clear, things can and will change for the better.Leadership by exampleAnother theme that came through strongly was the need for business executives to lead by example. If business leaders speak out in favour of wellbeing but then visibly work themselves into the ground, the inconsistency will be all too clear to employees. If business leaders choose to embrace wellbeing, that advocacy must be authentic.A good example of this in practice and in the context of what we do at SBT is the fact that each of our corporate partners has a senior representative on our investment committee, which decides which social enterprises we support.The committee includes, for example, Steve Varley, chair and managing partner for EY UK and Jan-Coos Geesink, managing director at Thomson Reuters, who are committed to our cause. They’re incredibly busy people but, by personally making time for SBT, they are, in effect, sending out a very powerful message and encouraging their employees to do the same.That ‘wellbeing factor’ at workWe encourage business people to use their skills for social good by volunteering their expertise to help high-growth potential social enterprises thrive.  We often find that people underestimate how much they know but their skills and knowledge can play a vital role, but also the sense of achievement and wellbeing they can get back in return.Sceptics may of course question whether professional volunteering in this way can perhaps be detrimental to the careers of those involved during their time out; does it mean they’re taking their eye off the ball of their own career and development, missing out on opportunities and visibility? But 92% of our business volunteers say their experience has in fact helped their professional development.You can work for a company and take pride in what you do: you’re a team player and make a clear contribution to the bottom line. But that doesn’t mean we still don’t want to “give something back”, perhaps to our local community or for causes that we feel passionate about. It does not need to be either/or. It can be, “I’m delivering for my company but what about those in our society who are in need?”.Crucially, I feel people have a greater sense of wellbeing if they can contribute beyond the confines of a conventional working life. Many companies of course already recognise this and rally staff around fundraising activities. That’s all worthwhile, but we take it a step further and say to people that our social enterprises need you because you’ve got something incredibly useful to give that’s beyond money: your business expertise.It brings our volunteers a great sense of satisfaction from feeling genuinely useful. Many people feel they can and should do more than make money. They feel that, if their skills are only honed for commercial gain, life can lack sufficient purpose and depth.  That’s a complex thing to grapple with but it really matters.The importance of small thingsFinally, I’m a great believer in the importance of a simple “thank you”.  So we hold an annual party to thank everyone involved in SBT, bringing together our corporate partners, business volunteers and social enterprises.Recently more than 200 of them braved stormy weather to join us, showing just how much people like appreciation being shown. But what sticks in my mind are the words of one senior business person who received an award on behalf of his company to mark a record breaking year of achievement for SBT.He told me that, despite having climbed to the top ranks in business, he’d not had any previous contribution recognised in this way. “This is the first ‘work’ award I have ever been in a position to collect personally, he explained, “And it felt really good.”Simple words maybe but they certainly underlined to me, as much as any research or analysis, the benefits of making people feel valued at work. The wellbeing benefits of ‘giving something back’On 5 Oct 2018 in Occupational Health, Wellbeing and health promotion, Personnel Today, Work-life balance Related posts:No related photos. Previous Article Next Article No comments yet. Leave a Reply Click here to cancel reply.Comment Name (required) Email (will not be published) (required) Websitelast_img read more

Seasonal variation in vitamin D metabolites in southern elephant seal (Mirounga leonina) females at south Georgia

first_imgSouthern elephant seals spend two periods on land each year, during breeding and moult, exposed to intensive UV radiation. The time between periods on land are spent at sea, with little exposure to the sun. A study of serum 25-OH-D3 and 1,25(OH)2-D3 on southern elephant seals was carried out at South Georgia. Samples were collected on four different occasions: early and late breeding, and early and late moult. The levels of 25-OH-D3 increased when seals were on land, and decreased when at sea. Two annual peaks of 25-OH-D3 were found, both of which immediately followed periods of intensive exposure of UV radiation. 1,25(OH)2-D3 levels showed a seasonal variation, but no significant changes while being on land were detected. The diving behaviour at sea for southern elephant seals and no detectable change in 25-OH-D3 indicates that the seals feed on prey containing vitamin D.last_img read more

Surface circulation at the tip of the Antarctic Peninsula from drifters

first_imgAn array of 40 surface drifters, drogued at 15-m depth, was deployed in February 2007 to the east of the tip of the Antarctic Peninsula as part of the Antarctic Drifter Experiment: Links to Isobaths and Ecosystems (ADELIE) project. Data obtained from these drifters and from a select number of local historical drifters provide the most detailed observations to date of the surface circulation in the northwestern Weddell Sea. The Antarctic Slope Front (ASF), characterized by a similar to 20 cm s(-1) current following the 1000-m isobath, is the dominant feature east of the peninsula. The slope front bifurcates when it encounters the South Scotia Ridge with the drifters following one of three paths. Drifters (i) are carried westward into Bransfield Strait; (ii) follow the 1000-m isobath to the east along the southern edge of the South Scotia Ridge; or (iii) become entrained in a large-standing eddy over the South Scotia Ridge. Drifters are strongly steered by contours of f/h (Coriolis frequency/depth) as shown by calculations of the first two moments of displacement in both geographic coordinates and coordinates locally aligned with contours of f/h. An eddy-mean decomposition of the drifter velocities indicates that shear in the mean flow makes the dominant contribution to dispersion in the along-f/h direction, but eddy processes are more important in dispersing particles across contours of f/h. The results of the ADELIE study suggest that the circulation near the tip of the Antarctic Peninsula may influence ecosystem dynamics in the Southern Ocean through Antarctic krill transport and the export of nutrients.last_img read more

Cancer Research Faculty

first_imgPosition NumberF63360 Quick Linkhttps://www.vcujobs.com/postings/86222 The Department of Pathology at Virginia Commonwealth UniversitySchool of Medicine invites applications from outstanding scientistswho are qualified for a tenure-track faculty position at the levelof Assistant or Associate Professor. Posting DetailsEmployees hired into Administrative and Professional positionsposted on or after July 1, 2017, will be governed by and, ifemployed on July 1, 2018 will move into the new University HumanResources System. For additional information, go tohttp://greatplace.vcu.edu. Is this employee on a H1B Visa? DepartmentPathology How did you learn of this position?vcujobs.comProfessional / Field Group {e.g., Academy of Management}Chroniclevitae.comDiversejobs.netHigherEdJobs.comIndeed.comLinkedIn.comVCU Recruiter / Search FirmReferral / Word of MouthOther (See Next Question)Unsure Qualified candidates will have a PhD or MD/PhD degree. Allapplicants should have peer-reviewed publications that demonstrateresearch productivity and currently hold awards from the NIH orequivalent sources of research funding. Demonstrated experience, atfellowship or faculty level, working in and fostering a diversefaculty, staff, and student environment or a commitment to do so asa faculty member at VCU is required. Salary will be commensuratewith the candidates’ experience and qualifications. Competitivestartup funds will be provided. Position TypeTeaching and Research Faculty Required Qualifications Our mission is to provide high-quality, cost-effective pathologyservices in a manner that supports the patient care, education, andresearch missions of the Virginia Commonwealth University HealthSystem and School of Medicine. Type of SearchNational Tenure StatusTenure Eligible Open Until FilledYes RankOpen Working TitleCancer Research Faculty Application Process/Additional Information Diversity Statement Informationcenter_img Supplemental QuestionsRequired fields are indicated with an asterisk (*). Mission or Goal of Unit Number of Months12 Grant funded position?No Application Deadline Date Preferred Qualifications Posted Salary The successful candidate is expected to develop and maintain arigorous externally-funded research program in cancer biology,broadly defined, to complement the basic and translational researchactivities in the Department of Pathology and the VCU Massey CancerCenter. Specifically, we seek a candidate to conduct research onexamining the role of hormone signaling in the pathogenesis andprogression of cancer using in vivo tumor models and bioinformaticsapproaches. For additional information contact:Deidra TraboshManager of Administration & Faculty SupportVCU Department of PathologyP.O. Box 980662Richmond, Virginia [email protected] Proposed Hire Date07/01/2019 Date Posted01/30/2019 School/UnitSchool of Medicine Chief purpose of this position in support of above mission orgoal If you selected ‘Other’ for your referral source pleaseindicate where you heard about this posting. (If you did not select’Other,’ please enter ‘n/a.’)(Open Ended Question) Position Responsibilities Applicant DocumentsRequired DocumentsCover Letter/Letter of ApplicationCurriculum Vitae (CV)Optional Documentslast_img read more

Push to expand relief fund for Indiana small businesses

first_img Facebook Google+ By Network Indiana – March 6, 2021 1 234 Previous articleAccused bank robber behind bars after allegedly missing court datesNext articleSeveral animals die in a Berrien County barn fire Network Indiana Twitter Push to expand relief fund for Indiana small businesses Pinterest (“Business” by Dennis Skley, CC BY-ND 2.0) A relief fund for Indiana small businesses could get a vote next week in the state Senate, but some businesses are lobbying to expand it.The bill is targeted mainly at restaurants, bars and hotels, but any business could be eligible if it has fewer than 100 workers, grosses less than 10-million dollars, and lost at least a third of that revenue to the pandemic after turning a profit the year before.That revenue limit would rule out Noblesville’s Ruoff Music Center, but Live Nation lobbyist Mark Shublak argues the pandemic has made the concert venue a small business, dropping Live Nation’s payroll from more than 12-hundred workers to eight. And he argues the hotels and eateries the bill is trying to help won’t recover if they don’t have customers, and they won’t have customers without the entertainment attractions that draw them.And Markle Senator Travis Holdman (R) says the bill leaves out businesses which had just opened and weren’t earning enough yet to meet the eligibility requirements.The Senate will debate possible changes, but Appropriations Chairman Ryan Mishler (R-Bremen) warns if you change the eligibility, the businesses who just miss the new cutoffs will ask to move it again.The fund would use federal assistance to give businesses up to 10-thousand dollars a month for five months to help with payroll and other expenses while they try to ride out the pandemic. It’s similar to an 11-million-dollar Indianapolis grant fund which gave about 600 restaurants an average of 18-thousand dollars last year.Indiana Restaurant and Lodging Association president Patrick Tamm says one in five Indiana restaurants has closed since the pandemic began, and says he expects the casualty rate to hit 50-percent by the end of the year without additional help. WhatsApp Pinterest Facebook IndianaLocalNews Twitter WhatsApp Google+last_img read more

Listen To A Great Bob Weir & RatDog Show Played On This Day, 15 Years Ago

first_imgOn this day back in 2001, Bob Weir & RatDog played Toledo, OH’s Stranahan Theater & Great Hall, for a what was a rocking performance that showcased the band’s ability to bring it to the next level at smaller theater gigs. Opening with New Orleans staple, and oft-covered Dead tune “Iko Iko”, the band went right into super funky “West LA Fadeaway” with a nice touch from the horn section. A pretty cover of The Beatles’ “Blackbird” slowed things up a bit, while “Eternity” (a Weir/Wasserman track co-written with Willie Dixon) proved the strength of this show very early on. “Scarlet > Iko Iko” gave the end of the first set a nice boost of energy leading into set break.The Second set was a non-stop jam, highlighted by a beautiful “Picasso Moon > October Queen”, and the “Estimated Prophet > The Other One Jam > Spanish Moon Jam > The Other One” portion of the set begs for a listen in and of itself. And make sure you check out the “Bass/Drums Jam”, some pretty interesting stuff going on there. This was a solid show front to back that showed Bobby locked in with a lineup that consisted of the recently passed Rob Wasserman (bass), Jeff Chimenti (keys), Mark Karan (guitar), Kenny Brooks (saxophone), and Jay Lane (drums).Setlist: Bob Weir & RatDog at the Stranahan Theater, Toledo, OH – 10/6/2001Set I: Iko Iko > West L.A. Fadeaway, One More Saturday Night, [email protected] > [email protected] > [email protected] > Bury Me [email protected] > Scarlet Begonias > Iko IkoSet II: Jam > Picasso Moon > October Queen > The Deep End > Even So > Hell in a Bucket > Estimated Prophet > The Other One Jam > Spanish Jam > The Other One > Bass/Drums, Jam > Standing on the Moon, Two Djinn > CorrinaEncore: U.S. Blues[via Archive.org and Ratdog]last_img read more

Get the salt out

first_imgGo nuts for healthy fats in the kitchen: Fat is a great carrier and enhancer of flavor, and using the right fats (including healthy oils, nuts, and avocados) can help make up for any flavor loss from using less salt. Responding to the health threat posed by Americans’ over-consumption of sodium, experts in the department of nutrition at Harvard School of Public Health (HSPH) and The Culinary Institute of America (CIA) called today for sodium reduction strategies that are strong and effective—and that maximize the enjoyment people derive from food.“There is now overwhelming evidence that we must treat sodium reduction as a critical public health priority, much as we did when we discovered the harms of trans fats,” said Walter Willett, MD, DrPH, chairman of the department of nutrition, HSPH, and a member of the Institute of Medicine (IOM) of the National Academy of Sciences. “The food industry tackled the trans fat reduction challenge with remarkable speed. We invite their best creative minds to bring similar leadership to the equally urgent cause of sodium reduction.”This call for action complements the IOM’s release today of a much-anticipated report, Strategies to Reduce Sodium Intake in the United States. Sodium is a major culprit in our nation’s epidemic of high blood pressure—a disease that can start in childhood and will afflict nine out of 10 Americans over the course of their lifetimes.A 35 percent reduction in Americans’ average daily sodium intake could save billions of dollars annually on health costs—and save upwards of 90,000 lives—by lowering people’s blood pressure, and in turn, their risk of heart disease and stroke. But achieving this will take a comprehensive, population-wide effort, one that includes federal leadership to create a level playing field so that all food companies can move in concert toward gradual, steady reduction of sodium levels.Policy changes need to go hand in hand with practical strategies. That’s why scientists from the department of nutrition at HSPH and culinary experts from the CIA have drawn up “Tasting Success with Cutting the Salt: Twenty Five Science-Based Strategies and Culinary Insights.” Among the recommendations:Produce first: Fill half your plate with fruits and vegetables. Our bodies need more potassium than sodium, and many fruits and vegetables are good sources of potassium. In addition, produce, which is naturally low in sodium, will displace other high-sodium foods on your plate. Know your seasons, and, even better, your farmer: Shop for raw ingredients with maximum natural flavor, thereby avoiding the need to add as much (if any) salt. Sear, sauté, and roast: Take the time to learn some simple cooking techniques that can boost flavors and make your cooking less reliant on sodium. Spice it up: One of the easiest ways to reduce the need for added salt is through the use of ingredients such as spices, dried and fresh herbs, roots (such as garlic and ginger), citrus, vinegars, and wine.Many chefs and food product developers are already hard at work on multipronged initiatives to reduce sodium,” said Greg Drescher, CIA’s executive director of strategic initiatives and a member of the IOM sodium reduction committee. “We encourage all chefs to think as broadly as possible about ways to reduce sodium, since the sodium issue is not merely about saltiness. It’s about flavor, and about the many different strategies chefs and all of us can use to create sensational flavors.”Americans, on average, consume the equivalent of about a teaspoon and a half of salt each day (3,400 milligrams of sodium). The IOM report outlines the steps needed to cut that back to a teaspoon per day (2,300 milligrams of sodium). Doing so will be a major public health achievement, Willett notes, and once we meet that goal, we shouldn’t stop there. “The latest research finds that most adults should limit themselves to only 1,500 milligrams of sodium each day, about two-thirds of a teaspoon of salt,” Willett says. “To reach that target, we need to make it easy and delicious for consumers to choose foods with less salt.”The top 25 list can be found at “Cutting Salt and Sodium,” a new section of The Nutrition Source, HSPH’s nutrition website and one of the leading online sources of science-based nutrition information. The website also has questions and answers on the scientific case for sodium reduction, delicious lower-sodium recipes from the CIA, and in-depth coverage of sodium’s effects on health.This collaboration is an outgrowth of a long-running and very successful joint leadership initiative between the department of nutrition at HSPH and the CIA, “Worlds of Healthy Flavors,” that annually brings together top nutrition scientists, volume foodservice chefs and operators, and influential culinary experts. With many of today’s most urgent diet and health issues having a combination of science, public policy, and taste/flavor components, the department of nutrition at HSPH and CIA view this type of collaboration as essential to achieving real success in fostering healthier food choices. The department of nutrition at HSPH and the CIA also collaborate with the Harvard Medical School Osher Research Center on a groundbreaking, ongoing educational series for physicians and other healthcare professionals, “Healthy Kitchens, Healthy Lives.”last_img read more