to go further Organisation SomaliaAfrica March 2, 2021 Find out more Reporters Without Borders is very disturbed by yesterday’s police raid on the headquarters of the independent daily Haatuf in Hargeisa, the capital of Somalia’s breakaway northwestern territory of Somaliland, which has resulted in the newspaper’s closure.“The sudden occupation and closure of this newspaper’s premises by the police is absolutely outrageous and constitutes the latest in a disturbing series of attacks on independent media in recent months in Somaliland,” said Cléa Kahn-Sriber, the head of the Reporters Without Borders Africa desk.“If the region’s authorities feel defamed by a newspaper’s content, they can at least adhere to the basic legal procedures instead of launching a police raid. We call on the police to immediately end their occupation and to permit the reopening of Haatuf and other regional news outlets that have been closed arbitrarily.”Ahmed Ali Egge, the editor of Haatuf’s Somali-language version, said armed police raided the newspaper yesterday as today’s issue was being prepared, forcing journalists to abandon their offices and flee.The police said the Hargeisa regional court had ordered the newspaper’s closure for publishing “false and malicious” information about local officials. But the newspaper’s staff was unaware of any judicial proceedings.During the days preceding the raid and again yesterday, Haatuf published articles accusing energy minister Hussein Abdi Duale and interior minister Ali Mohamed Waran Ade of corruption and embezzlement.This is the third time that an independent media has been closed in an act of censorship in Somaliland in the past four months.Information minister Abdullahi Dhir Ukusen rescinded the licence of Universal TV’s Somaliland bureau on 3 February for “insulting” Somaliland President Ahmed Mohamed Silanyo by portraying him in cartoon during its Sunday comedy programme.On 13 December, the police raided Hubaal News Network, and arrested two of its journalists. Three days later, the paper was closed, with the police chief claiming that he had a warrant for all the staff, and remains so until this day. An arrest warrant had been issued in June 2013, but a Somaliland court rescinded it in September. The legality of the closure is still a matter of dispute.Between 3 December 2013 and 3 January 2014, at least 11 journalists were arbitrarily arrested in Somaliland.Somalia is ranked 176th out of 180 countries in the 2014 Reporters Without Borders press freedom index. February 24, 2021 Find out more January 8, 2021 Find out more RSF_en Help by sharing this information Receive email alerts News Follow the news on Somalia News News Radio reporter gunned on city street in central Somalia RSF and NUSOJ call for release of a journalist held in Somalia’s Puntland region News April 9, 2014 – Updated on January 20, 2016 Another news outlet bites the dust in police raid SomaliaAfrica RSF requests urgent adoption of moratorium on arrests of journalists
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Top StoriesMysterious Death of NLU Jodhpur Student: SC Asks Rajasthan Police To Complete Investigation Within Two Months Radhika Roy7 July 2020 11:28 PMShare This – xThe Supreme Court has directed the Rajasthan Police to complete the investigation into the August 2017 mysterious death of Vikrant Nagaich, a 3rd-year student at National Law University, Jodhpur, within a period of two months. A Bench of Justices RF Nariman, Navin Sinha and BR Gavai gave the direction in a plea filed on behalf of Nagaich’s mother, which sought for a transfer…Your free access to Live Law has expiredTo read the article, get a premium account.Your Subscription Supports Independent JournalismSubscription starts from ₹ 599+GST (For 6 Months)View PlansPremium account gives you:Unlimited access to Live Law Archives, Weekly/Monthly Digest, Exclusive Notifications, Comments.Reading experience of Ad Free Version, Petition Copies, Judgement/Order Copies.Subscribe NowAlready a subscriber?LoginThe Supreme Court has directed the Rajasthan Police to complete the investigation into the August 2017 mysterious death of Vikrant Nagaich, a 3rd-year student at National Law University, Jodhpur, within a period of two months. A Bench of Justices RF Nariman, Navin Sinha and BR Gavai gave the direction in a plea filed on behalf of Nagaich’s mother, which sought for a transfer of investigation from the State Police to the Central Bureau of Investigation (CBI) on account of the former allegedly making no effort to apprehend the offenders. On 8th June, the Bench had issued notice in the matter while observing that they would first hear the Rajasthan Police in order to ascertain why no progress had been made in the investigation over a period of 3 years since Nagaich’s death, before considering the plea for transfer of investigation. The plea was filed on behalf of Naigaich’s mother, Neetu Kumar Naigaich, by Advocate-on-Record Astha Sharma. Nagaich had been found dead on 14th August, 2017, under unnatural circumstances, near the railway tracks opposite the University, after going out with his friends for dinner the night before. The plea contends that the University had been reluctant to inform the parents of the deceased, up until a group of friends of the deceased forced them to do so. Further, apparently statements were made to the media, which depicted that the deceased had committed suicide as he was suffering from depression. Additionally, no efforts had been made by the Police to apprehend suspects. In 2019, the Petitioner-Mother had approached Rajasthan High Court, seeking for the constitution of a Special Investigation Team (SIT). However, in February of this year, the petition was disposed of with the observation with the mere direction that the Investigating Officer may thoroughly investigate the matter. The plea contends that the approach of the State Police towards the police was lax and relevant possible witnesses had not been examined on the basis of flimsy grounds. There had allegedly also been selective processing of the statements of witnesses, which implied prejudice and malafide intent in a bid to protect local villagers. “The Petitioner is also aware that such conduct of the investigating agency may be on account of the fact that the deceased was not a domicile of the State, and was a student who had come from outside, and therefore, his death is not being investigated to apprehend the perpetrators, who could be locals from the said area”. Furthermore, the plea submits that the the Investigating Agency had further failed to investigate and analyse the phone records of the deceased. Neither Facebook or Google had been approached, nor had any data been retrieved from the deceased’s phone to trace the movement in order to ascertain the events of the fateful night. PayTM transaction from the mobile of deceased had also not been done. Therefore, the plea contends that the obvious lacunae in the investigation into the death of the deceased pinpoints at the investigating agency’s reluctance to deviate from their initial conclusion that the deceased had committed suicide. On this basis, it has been prayed that the investigation is transferred to the CBI. Next Story
Publicans in Republic watching closely as North reopens further RELATED ARTICLESMORE FROM AUTHOR Arranmore progress and potential flagged as population grows Pinterest Facebook Loganair’s new Derry – Liverpool air service takes off from CODA WhatsApp Facebook Tributes have been paid to former Bishop of Raphoe and Derry, Seamus Hegarty who passed died yesterday.Born in Kilcar, Co Donegal, Bishop Hegarty retired as Bishop of Derry after 7 years in 2011, due to ill health, having previously served as Bishop of Raphoe.In leading today’s tributes, Bishop of Derry Donal McKeown said that Bishop Séamus had an impressive dedication to his role as a priest and bishop, with a special expertise in education. His concern for Irish emigrants around the world was constant and heartfelt.Bishop of Raphoe Alan McGuckian said that Bishop Hegartys ministry as bishop was deeply challenged.During those years there was the tragedy of serious crimes of child sexual abuse perpetrated by priests in the diocese.Following his resignation in 2011 on grounds of ill-health, Bishop Hegarty said he was deeply sorry that anyone was hurt through his management of allegations historically.Meanwhile Foyle MP Elisha McCallion also expressed her condolences stating that many people across Derry and Donegal, where he previously served as bishop, will be saddened by his passing.“He led the Derry diocese for many years and was involved in many important times in people’s lives, including confirmations and events” Previous articleGarda overtime ban in place until New YearNext articleGAA Preview: All to play for in the Donegal Senior Football Championship News Highland Twitter Google+ Pinterest WhatsApp Google+ Twitter Nine til Noon Show – Listen back to Monday’s Programme By News Highland – September 21, 2019 Important message for people attending LUH’s INR clinic Homepage BannerNews Community Enhancement Programme open for applications Tributes pour in for the late Bishop Hegarty
WhatsApp Man sentenced to 12 months at Donegal District Court for shoplifting Facebook WhatsApp A man has appeared before Donegal District Court today after being apprehended in Sligo yesterday for shoplifting offences.Gardai in Collooney arrested the man yesterday and found him to be in possession of €1,500 worth of stolen perfumes taken from various pharmacies in Sligo and Collooney.The man was handed a 12 months custodial sentence at Donegal District Court today.All the stolen property recovered has been returned. Google+ Pinterest Nine til Noon Show – Listen back to Monday’s Programme Twitter RELATED ARTICLESMORE FROM AUTHOR By News Highland – March 4, 2020 Arranmore progress and potential flagged as population grows Facebook Twitter Previous articleMain Evening News, Sport and Obituaries Wednesday March 4thNext articleCouncil launch new Business Concierge Service News Highland Pinterest Google+ Homepage BannerNews Loganair’s new Derry – Liverpool air service takes off from CODA Important message for people attending LUH’s INR clinic Community Enhancement Programme open for applications Publicans in Republic watching closely as North reopens further
Putting online psychometrics to the testOn 11 Jun 2002 in Personnel Today Online psychometric testing is gaining ground as a scientific andcost-effective method for measuring a job applicant’s suitability – but it alsoraises a number of concerns. How accurate is it? What are the safeguardsagainst fraud? Will it fall foul of data, race and sex discrimination rules?Keith Rogers looks for some answers Rick Woodward, European learning and development director at Kimberly-Clark,is an enthusiastic advocate of online psychometric testing. Having introducedthe process in both its graduate and executive recruitment programmes, thecompany has slashed its cost base, streamlined its administrative processes andimproved both internal communications and its feedback to job applicants. Bestof all, Woodward argues, the candidates themselves say they like it. Kimberly-Clark’s experiences, based on services provided by SHL, fly in theface of much recent research into the online testing market. To date, HRmanagers have demonstrated a reluctance to go down the internet route at thisstage of the selection process, citing numerous fears ranging from thedifficulties of administering tests remotely, to concerns about their equalopportunities responsibilities. Although the internet recruitment market isexpanding fast, psychometric testing seems to be running up against bothpsychological and practical hurdles. But given how widely the procedure is being deployed, particularly amongTimes 1,000 companies, acceptance of online testing is becoming a major issue.In a depressed economy where the volume of applications for each job grows, theability to automate parts of the recruitment process is becoming ever morepressing – particularly as organisations expand the reach of their jobadvertisements through internet advertising, generating a correspondingincrease in candidates. Although the employment market might favour the hirertoday, the conditions also create a growing administrative burden that becomescostly and inefficient. As a pre-interview screening process, psychometric testing is a powerfultool, whether used online or carried out with pen and paper. Used to measureboth a candidate’s job-related abilities and to assess their personality, itprovides a relatively scientific context to the biographical data that’stypically used as the basis for the interview process. Organisations such asGlaxoSmithKline have already moved from paper-based tests to running theprocess on PCs within their assessment centres, so speeding up data analysisand report generation, removing the potential for human error in theadministrative process and allowing them to store candidate-related datacentrally. In theory, online testing merely takes that process one stagefurther, retaining all the administrative benefits while allowing candidates tocarry out the tests from their own chosen location. While the theory is good, in practice it raises a number of concerns. Tobegin with, one advantage of bringing candidates to an assessment centre ratherthan allowing them to take tests at home is that the employer can control theenvironment in which they operate. As Mark Evans at GlaxoSmithKline points out:”They are being supervised – it’s the same temperature in the room,there’s no noise, no distractions – the kids aren’t running around, the guynext door isn’t using a pneumatic drill. And there’s something good about thefact that you can give similar verbal briefings. I think there’s something tobe said for having the human element there to offer reassurance.” But there’s a counterpoint to this argument, according to Dr Colin Selby ofPenna Consulting, which provided Glaxo-SmithKline with its PC-based testing.Selby, who is also chairman of a British Psychological Society committee,argues that while assessment centres can provide reassurance, they can also beprejudicial – if the administrator is unfriendly, for example, that may inhibita candidate’s performance. The online testing experience of Woodward atKimberly-Clark supports that view: “It was a win from the candidates’point of view – they liked it, and said it was better than sitting in anassessment centre with other candidates, and us breathing down theirnecks.” Managing the test environment is only one aspect of a wider control issuethat persistently crops up when HR managers express their reservations aboutrunning the process online. John Hackston, managing consultant at test providerOPP, draws a distinction between ability testing, which requires strictcontrols, and personality tests – but even the latter can present problemsonline. For one thing, some candidates will try to find out what the”right” answer is – and given the speed with which organisations canprovide feedback to applicants, there’s little to stop the same person loggingin under a variety of pseudonyms to try different approaches. Tests that aresupposedly subject to strict time controls can also be hard to police. There are some technical solutions to these issues. SHL’s testing program,for example, drops a Java applet onto the applicant’s system that times themout when the test period is complete. The company reinforces that approach bydistributing an “honesty contract”, which points out that someattributes will be tested again if the candidate progresses to the next stageof assessment and any disparities will be investigated. Others take a morepragmatic approach – Kimberly-Clark, for example, puts no time limit on thetests it carries out online, partly in recognition of the fact that somecandidates (like those for whom English is a second language) will require moretime to complete the process than others. Catering for these kind of cultural variances is a further area of concernfor potential adopters, both in ethical and legal terms. Will all candidateshave access to a PC – and will those that are unfamiliar with the PCenvironment spend more time working out how to use a mouse than filling in theonline form? Is the online process liable to breach any key employmentlegislation, particularly the Sex Discrimination, Race Relations and DisabilityDiscrimination Acts? What are the implications under the Data Protection Act? In some areas, the issues are no different whether the tests are carried outonline or on paper. As the IRS Employment Review pointed out in January,indirect discrimination can occur purely because of differences in the way thatmen and women respond to psychometric questionnaires. Guidelines issued by theCommission for Racial Equality advise companies on how to head off these kindsof problems, ensuring, for example, that tests don’t contain irrelevantquestions in areas that may be unfamiliar to racial minority applicants. AsOPP’s Hackston points out, organisations should use the same criteria foronline testing service providers as they would for any other medium, lookingfor reliability and validation in the testing procedures. Selby also suggeststhat companies validate their PC or online procedures with existing employeesbefore they use it on candidates, measuring their 10 highest and lowestperformers and ensuring that the psychometric process successfullydistinguishes between the two. Data protection issues are a little more specific to PC-based and onlinetesting, and processing of personal data is strictly regulated. As the IRSreport points out, employers must comply with all the data protectionprinciples enshrined in the 1998 Act, including ensuring that personal data isrelevant to the purposes for which it is processed, isn’t kept longer thannecessary and is protected against unauthorised or unlawful processing. Intechnical terms, that means stored data must be secured against unauthorisedoutside access, and controlled effectively internally. Some proponents ofPC-based or online testing argue that the automatic data collation is a benefitin addressing all of these legal issues, since it allows for rapid collation ofdata for analysis. But the issue of candidates’ access to and familiarity with PCs is lessclear cut. GlaxoSmithKline’s Evans, who is keeping an open mind about movingdown the online route, says his only concern right now “is the fact thatyou might be excluding sections of the population. There’s a danger ofexcluding very good candidates by restricting testing to the internet.”Ultimately, the decision to go down the online route will be heavily influencedby local environmental factors. “Access to the web is still an issue for some people,” says Selby.”If you want to recruit a nurse in the Philippines, access issues couldprevent some candidates applying. You’ve got to accept that there areinequalities in this respect. If somebody can’t be bothered to find access tothe web in the US, they’re not thought to be serious – that point has beenraised in the UK as well. While it’s okay for IT engineers – it’s not fair forpeople who want to work in a children’s home.” Woodward emphasises thesecultural differences apply across Europe – while psychometric testing isincreasingly common for graduates in Germany, for example, it raises eyebrowswhen applied to more senior positions. While these types of objections are all valid, few dispute the fact thatonline testing offers three core benefits – better speed, accuracy and cost. Aswell as quicker collation and analysis of electronic data, both PC and onlinepsychometric tests allow for faster dissemination of data within organisations,speeding up the internal administration that accompanies selection and bringinguniformity to the processes. In particular, candidate feedback – which Selbydescribes as an applicant’s “right” – can be dramatically improved. Administrative accuracy is also enhanced as processes are automated and there-keying of data is removed. That does not, however, necessarily improve theaccuracy of the data itself. While Selby points to BPS research indicating thatresponses to personal questions tend to be more reliable online than on paperor face-to-face, Woodward’s experience at Kimberly-Clark is that theconsistency of online responses is lower compared to previous testingexercises. “Because people have got more time, they’re thinking ‘what’sthe politically correct answer?’” he says. “One engineer’sconsistency score was one (against a norm of five to seven) – when I met him Idid not believe a word he said.” From a cost perspective, however, the statistics are compelling. While thereis a cost associated with training testers to manage a new online environment,Kimberly-Clark has seen its selection overheads drop significantly. The companyused to accommodate candidates for two nights in hotels while they went throughits assessment process – by running the psychometric tests offsite, the companysaved one night’s hotel accommodation, amounting to an overhead reduction ofsome £7,000 a year. The tests themselves are also cheaper. “Every time wedid a test with paper and pencil and calculators it was costing us £25: this iscosting us £13.50,” says Woodward. But before organisations jump into online testing, they need to take intoaccount several key factors. To begin with, all the major software and serviceproviders insist that psychometric testing should be viewed as just one elementof the overall selection process. Steve Newhall, head of business developmentat DDI, says: “We would not recommend that you use any level ofpsychometric test as a tool on its own. It needs to be balanced withbehavioural information – what they can do and what they’ve done. We tend touse psychometrics as a way to supplement the other information we get.” He adds: “It’s about the robustness of the assessment tools. You take adecision in any other process about the point at which you switch to a humaninterface. Are we bringing people through to that point, and have we weeded outunsuitable people; gathered data that’s going to add significant value to thathuman piece; and have I managed to get that data more cheaply andefficiently?” Also, organisations need to ensure that their existing recruitment processesare suitable for the online environment. Roy Davis, head of communications atSHL, points out that the internet is merely the transport mechanism for thetesting process – success depends on how effective the underlying HR processesare. “If you’ve got a bad test to start with,” he says, “puttingit on the internet won’t improve it.” Because internet recruitment causespotential overload problems as the organisation’s reach expands, Davis suggeststhat companies should also give candidates an opportunity to opt out of theprocess, perhaps by being more specific in describing what the advertised jobreally entails. In that vein, Selby says companies need to be far clearer aboutthe nature of both the job and the personality specifications associated withit before they go down the internet route. It’s no longer enough to ask for”leadership potential” – rather, firms should be stressing the natureof the leadership skills required and situations in which they apply. Right now, the market for online testing remains relatively immature, anduptake is only likely to increase when the number of reference sites expands.The emergence of more sophisticated techniques – such as adaptive testing,where systems change the questions posed to candidates in relation to theirresponse – will also begin to swing the balance. Ultimately, however, it willbe the experiences of organisations like Kimberly-Clark that determine whetherother users follow suit. “I’ve been surprised by the results of some of the research [intoonline testing],” says Woodward. “We’ve got a cheap, sophisticatedtest that we should be using for all executive appointments – it’s giving you aquality second interview.” Related posts:No related photos. Previous Article Next Article Comments are closed.
Facebook To monitor the status of any outage affecting your home or business, click here. WhatsApp Twitter By Brooklyne Beatty – August 12, 2020 1 388 I&M provides power restoration update, 11,500 still in the dark Pinterest Google+ Twitter Indiana total customers: 1,200Fort Wayne area: 425South Bend area: 775 Google+ MichiganBenton Harbor area: 11 p.m. FridayBuchanan area: 11 p.m. todayThree Rivers area: 11 p.m. today Facebook Pinterest Estimated times of restoration are listed below, though earlier times are being established as individual outages are assessed and crews are assigned.IndianaFort Wayne and Avilla area: 11 p.m. ThursdaySouth Bend/Elkhart area: 11 p.m. today WhatsApp (Photo supplied/Indiana-Michigan Power) Indiana Michigan Power (I&M) has provided a power restoration update after Monday night’s storms.By 9 a.m. Wednesday, power had been restored to more than 75% of the nearly 52,000 customers who lost power Monday.The number of I&M customers still in the dark are as follows:Michigan total customers: 10,300Benton Harbor area: 10,100Buchanan area: 100Three Rivers area: 125 TAGScustomersi&mIndiana Michigan Powerpowerrestorationupdate Previous articleFree tree debris disposal in South Bend until August 21Next articlePlymouth company seeking additional funding for military project Brooklyne Beatty IndianaLocalMichiganNews
Renshaw Food Group has revealed a positive performance for its premium bakery division in its financial results to 31 March 2016, announced today.Haydens Bakery grew sales by 4% year on year, with the growth rate quickening to 12% in the second half of the year, despite a strategy to narrow its range. Product complexity remained a challenge in the division, it said, but this was being addressed with a greater focus on fewer product lines.Revenue for the premium bakery division was £29.4m in the period compared with £28.4m for the same 2014/15 period. Profits were down £0.1m compared to -£0.4m in the previous comparable period.The Liverpool-based company revealed that customer service in the division was excellent over the Christmas and Easter periods, but said this came at a cost of significantly increased labour, which impacted margins leading to a decline in ebitda.In the cake decoration division, sales revenue was slightly down on the previous year, as Renshaw removed a manufacturing contract and Renshaw Europe lost a private-label contract. Revenue was £48.3m for the year to 31 March 2016 compared with £49.2m for the previous comparable period. However, operating profit rose from £5.5m in 2014/15 to £6.5m in 2015/16. Sales of the Renshaw brand grew, as the company focused on its branded proposition and the company said export sales outside Europe were strong.For its food ingredients division, unprecedented commodity price deflation, particularly in sugar and dairy, resulted in a significant decline in revenues from £27m to £22.7m and an operating loss of £0.4m compared with a profit of £0.3m in the previous period. The company said sugar was impacted by weak world prices, but also in Europe ahead of ending the quotas in 2017, while dairy, where quotas have already ended, was hit by the Russian export ban.
We all know that online shopping is extraordinarily convenient. Whether you’re purchasing a gift for a family member, friend or just treating yourself, you can buy virtually anything from your computer or mobile device. The question is, though, are you a savvy online shopper? Below are a few helpful tips for getting the most out of your money while making those mobile purchases.Subscribe to email alerts – When you visit an online shop, you will often be asked to sign up for their recurring emails. Although no one likes a clogged inbox, take advantage of the discount offered for subscribing (which can range from 10-20%). Email blasts are required to include an unsubscribe option, therefore after you use the promo code provided, you are free to remove yourself from the list.Check out online consignment stores and private shopping clubs – Groups like Zulily and Gilt Groupe are free to join and are great resources for finding high-end items at discounted prices. Local consignment stores often have an online shopping option and Facebook also supports many private shopping groups selling high-end items in your local area.Download retailers’ mobile apps – Companies like 1-800 Contacts will offer customers a percentage off for downloading and ordering through their mobile app. Even a small amount off your purchase can help, and like the email blasts, after you take advantage of the offer provided, you can always delete the app from your device.Discover a cheaper way to wander – Don’t automatically assume you can’t travel just because you are on a tight budget. Sign up for alerts from Airfarewatchdog. When you input your ideal travel destination, they will notify you of the best deals available. VRBO and Airbnb have a large selection of affordable accommodations for your next trip, and Living Social offers daily cost-effective updates on unique events, excursions, and experiences in your local area. 113SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Wendy Moody Wendy Moody is a Senior Editor with CUInsight.com. Wendy works with the editorial team to help edit the content including current news, press releases, jobs and events. She keeps … Web: www.cuinsight.com Details
The Rumble Ponies finished with a 35-29 record the first half of the 2019 season, but dropped under .500 the second half, finishing with an overall record of 67-73. The team opens the 2019 campaign at home on April 9, hosting the Akron RubberDucks. “Like” Nicole Menner on Facebook and “Follow” her on Twitter. Boles has been promoted to field coordinator, as part of ongoing changes with Mets minor league staffing. The Mets have yet to name a manager for the 2020 Rumble Ponies season. SAN DIEGO, CA (WBNG) — With winter meetings underway in San Diego, 12 Sports has learned from sources that Kevin Boles will not be returning as Rumble Ponies manager, after just one season in Binghamton. Prior to coming to Binghamton, Boles spent five seasons managing the Pawtucket Red Sox (AAA). With this move, the Rumble Ponies will be in search of its 17th manager in franchise history. Luis Rojas was promoted to quality control coach after the 2018 season. “Kevin was a great guy. Very straightforward, a hard charger, which is why I think you saw him get promoted. He’s capable of overseeing a lot of teams which is what he’s going to be doing. I’m happy for Kevin he was great to work with and he’s a very talented person,” said Rumble Ponies owner John Hughes. “Like” Jacob Seus on Facebook and “Follow” him on Twitter.
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