first_img Comments are closed. Related posts:No related photos. Previous Article Next Article IRS/DLAresearch shows a wide gulf between the views of the Data ProtectionCommissioner and employers on issues such as sickness absence records. DavidShepherd, editor of IRS Employment Trends, reports Issuesof access and disclosure are central to the Data Protection Act. “Employees,like any other individuals, have a right to know what information is kept aboutthem,” says the Data Protection Comm-issioner, Elizabeth France. Moreover, forsome categories of information, such as “sensitive personal data”, the explicitconsent of employees may be required before employers can legitimately holdrecords.Inthe commissioner’s view, it is good practice for employers to, “Provide everyemployee with a copy of his/her basic record annually and ask him/her toidentify inaccuracies and amendments needed.” Unfortunately, a majority of theemployers’ panel surveyed by research company Industrial Relations Services andemployment lawyers DLA Advance, falls short of her recommendations in thisrespect.Respondentsto a questionnaire were asked whether or not every em-ployee in his/herorganisation is provided with a copy of their basic personnel record and askedto identify inaccuracies and amendments needed. While public-sector respondentsare evenly split on the issue, about three-fifths of both private services andprivate manufacturing and utility employers did not provide employees with acopy of their basic record as a matter of course.Respondentswere also asked if their organisations automatically provide em-ployees withcopies of their records and how often they did so. More than half do soannually, although one-tenth do so less frequently (up to every three years)and around one-sixth say they do so on an ad hoc basis.Ifit is assumed (generously) that most of the employers providing employees withcopies of their records on an ad hoc basis do so at least once a year – thismeans that less than one-third follow the commissioner’s notion of goodpractice by providing for an annual employee update.Automaticdisclosure of basic personnel records to employees may be a matter of goodpractice, but disclosure following a legitimate access request from an employeeis a matter of law. Employees have a legal right to know what information iskept about them.AccessrequestsAccordingto the Data Protection Commissioner, “A subject access request is any writtenrequest (including e-mail) from a prospective, current, [or] past employee or anyother person who indicates they want to know what information is kept abouthim/her. Employers can charge up to £10 for responding to each re-quest and canask for information that helps them locate the records – for example dates ofemployment.”Tocomply with the DPA, and in particular with principle six, (Greaterdifficulties) the Com-missioner says employers must “have in place a systemthat enables [them] to locate all the information about an employee and providehim/her with a copy of that information promptly – in any event within 40 daysof receiving a subject access request”.Thereare some important exemptions from this subject access right. Most notably, inthe employment context, information kept for management planning or forecastingcan be withheld where supplying it would “prejudice the employer’s business”.Respondentswere asked whether or not their organisation has a procedure in place throughwhich employees can make an access request to see their records, and learn theuses to which their personal data will be put.Aroundthree-fifths said their organisation has an access procedure. A further quarterreports its organisation plans to introduce such a procedure. All but one ofthe latter group expects to introduce their procedures later this year.Therefore, by 2002, it appears that just under one-sixth of the IRS/DLA panelmay be in danger of failing to comply with this provision of the Act asinterpreted by the commissioner.MaximumdeadlineWethen asked respondents in organisations with a formal employee access procedurewhether or not a period of written notice is required from the employee. Aroundtwo-thirds of respondents say this is the case, with both private manufacturingand utility firms and private services companies being more likely to requirenotice than public sector employers.Askedhow much notice is required from employees seeking access to their records,around two-fifths of the relevant respondent group surveyed report a figure of40 days, which is in line with the maximum deadline allowed under thelegislation. Most of the remainder specify periods of between one and 14 days,although one reports that “reasonable” notice is required, and two say nonotice is needed.Employersare entitled to charge up to £10 for each access request, as noted above.Nevertheless, less than three-quarters do not charge an administration fee. Ofthose that do, most told us they require £10 or “up to £10”, although onecharges £5.Accordingto the Data Protection Comm- issioner, an employee’s explicit consent “willoften be required to legitimise the holding and use” of records that include“sensitive personal data”. Thisis defined as personal data consisting of information on the data subject’sracial or ethnic origin; political opinions; religious beliefs or other beliefsof a similar nature; membership or non-membership of a trade union; physical ormental health or condition; sexual life; commission or alleged commission ofany offence; and subjection to proceedings for any offence committed or allegedto have been committed by the data subject, the disposal of such proceedings orthe sentence of any court in such proceedings.Accordingly,respondents were asked whether or not their organisations have arrangements forensuring that sensitive personal data is processed only with the explicitconsent of the employee concerned. Seven-tenths of respondents report this isthe case in their organisations, leaving the remaining three-tenths appearingnot to comply with the DPA as interpreted by the commissioner.Thecommissioner says, “A record that a particular employee had 20 days’ sick leavelast year will be sensitive personal data. It might not be actual informationabout the employee’s health but it will be information as to his/her health.”This means that, to comply with the DPA, and in particular with principle one,(Making sure systems are able to delete out-of-date unwanted information)employers should “only hold sickness records of employees if [they] have theexplicit consent of each employee or if one of the other conditions forprocessing sensitive data is satisfied”.Inorganisations that hold sickness absence records (all but two of the sample)under three-tenths had not obtained specific consent of each employee to holdsuch records.CommunicationBothcompliance with the DPA and adherence to the Data Protection Commissioner’sview of what constit- utes good practice require significant efforts fromemployers in the area of employee communication.Tocomply with the Act, as interpreted by the commissioner, and in particular tocomply with principle one, employers must “inform newly appointed staff whatinformation will be kept about them, where it is obtained, how it is used andwho, if anyone, it will be disclosed to” and they must “explain clearly how anysensitive data is to be used” (as well as obtaining a clear indication of theemployee’s agreement).Moreover,to adhere to the commissioner’s notion of good practice, employers must “informnew employees of their rights under the Data Protection Act 1998, in particulartheir right of access to information kept about them”.Togauge the extent to which the organisations communicate with their employeesabout data protection issues, they were asked what methods were used to communicatewith employees. The most popular ways of communicating data protection issuesto the general population of employees are via the staff handbook and specificletters to staff – both of which methods are used by more than half theemployers.Thesecond question concerned the last time respondents’ organisations had issued acommunication to employees covering data protection issues. The responsessuggest a high level of recent communication.One-thirdof respondents report that data protection last featured in a communication toemployees within the past three months, a further third report a communicationwithin the past six months, and another sixth within the past year. Thisgives a total of just under four-fifths of the sample that have communicatedwith employees on data protection issues within the past year. Bycontrast, only one-tenth of our respondents report that their organisationshave never issued a communication of any kind to their employees on thissubject. Willthe new code be a solution or a nasty shock? TheDPA and the associated good-practice guidance provided by the Data ProtectionCommissioner place major responsibilities on employers. Butthe three-tenths of the IRS/DLA panel who have not read the draft code may bein for some nasty surprises when the final version is published.Respondentswho have read the draft were asked what effect they think the code will have onemployee relations in their organisations. Ona four-point scale, nearly half believe the code’s effect on their organisationwill be “neutral”, two-fifths believe it will be “positive” and one-sixthbelieve it will be “negative”. Nonebelieves the impact will be “very positive”. Amongthe reasons identified are:–Effects on my organisation will be positive. “It provides reassurance and clearguidance for ensuring compliance with [the DPA]”Localauthority– Effects on the wider economy will be positive. “Given the rise in globalcommunications, this should offer some protection and control within the UK”Automotivecomponent manufacturer– Effects on my organisation will be neutral. “The code only implements the‘best-practice’ position”Financialservices firm– Effects on my organisation will be negative. “It is overkill. We cannot doour job if we do not have [employees’] detailsTransportcompany– Effects on the wider economy will be negative. “The resource implications ofthe draft code are so large as to make it difficult for an organisation tofully comply” Howthe survey was carried outToprovide a snapshot of employers’ policies and procedures on the use of personaldata in employer-employee relationships, IRS and DLA jointly surveyed a panelof employers a year after the 1998 Act came into force. Theyquestioned them about the extent to which practice in their organisationscomplies with the DPA and about the extent to which they use some of the“good-practice” procedures set out by the commissioner in the code of practice.Thepanel comprised 53 respondents, 49 of whom submitted detailed questionnairereplies in time to be included in the main analysis. All but six responses arein respect of whole organisations; the others refer to a specific division,department or site. Thepanel represents a cross section of economic activity Two-fifths of it is drawnfrom the private services sector and a similar proportion from the publicsector, with the rest from manufacturing and utility companies.Therewas a bias towards medium-sized and large employers in the sample: the averageworkforce size among respondent organisations is 1,850. Broken down by broadsector, the median workforce size is 2,600 for public sector respondents, 785for the private services sector and 450 for manufacturing and utilities.Overall panel members employ 304,000 people – 127,000 (public sector), 157,000(private services) and 20,000 (manufacturing and utilities).Inrecognition of the sensitive nature of some of the issues involved, respondentswere offered the chance to participate in the research without their responsesbeing attributed to their organisations by name.ContactsDraftCode of Practice: the use of personal data in employer/employee relationshipsissued for consultation by the Data Protection Commissioner, October 2000,available at Review 724, March 2001, available from Fawzia Ittoo, IndustrialRelations Services, 020-7354 6747, or e-mail [email protected] price£25. For afull summary of the report’s main findings go to On the recordOn 20 Mar 2001 in Personnel Todaylast_img read more

first_img Previous Article Next Article Related posts:No related photos. Commission announces major staff pay reformsOn 1 Dec 2002 in Personnel Today Comments are closed. The European Commission has announced major reforms to its pay and promotionstructures for its 16,000 staff. Promotion will be on merit, dismissing Eurocrats will be made much easierand the current four staff grades will be cut to two. Many of its personnel practices have been in operation for up to fourdecades since the EU was created as the executive arm of the European Coal andSteel Community in 1957. Until now, promotion has been awarded due to seniority rather than ability,and it has been virtually impossible to sack a member of staff forincompetence. The measures are aimed at tackling the disillusionment felt by many of theEC’s talented middle-ranking Eurocrats, who spend years on the same grade. Neil Kinnock, the commission’s vice-president responsible for reforms, said,”We are going to introduce a meritocratic system which will rewardtalented people and get rid of the present career structure which places apremium on the length of service. These reforms are radical and will providevalue for money by contrast with established habits.” last_img read more

first_img View post tag: Operation Shamal Share this article USS Carl Vinson, French Oiler Meuse Conduct RAS View post tag: Oiler View post tag: RAS Authorities View post tag: News by topic View post tag: middle east View post tag: Navy April 22, 2015 View post tag: French View post tag: Meuse Back to overview,Home naval-today USS Carl Vinson, French Oiler Meuse Conduct RAS View post tag: USS Carl Vinson The US Navy’s aircraft carrier USS Carl Vinson recently engaged in a replenishment-at-sea with the French Navy’s replenishment oiler Meuse (A607) as part of Operation Shamal.Given the US aircraft’s massive size and weight, the operation was conducted at a safe distance to prevent any incidents from occurring.Launched on September 19, 2014, operation Shamal mobilizes 3,200 soldiers. It aims at the request of the Iraqi government and in coordination with allied of France in the region, to provide air support to Iraqi forces in the fight against terrorist groups.Naval Today Staff, Image: French Navylast_img read more

first_img View post tag: USS Laboon View post tag: europe View post tag: News by topic View post tag: Batumi Batumi, Georgia Welcomes USS Laboon Authorities View post tag: Naval June 29, 2015 The Arleigh Burke-class guided-missile destroyer USS Laboon (DDG 58) arrived in Batumi, Georgia, for a scheduled port visit, June 26.Laboon’s presence in Georgia reaffirms to partner countries that the U.S. Navy shares a commitment to the common goal of promoting security and stability within the region, while enhancing the interoperability between partner countries.Laboon is currently operating in the Black Sea, working with allies and regional partners to help develop and improve our maritime forces, maintain regional security, and work towards mutual goals in order to advance security and stability in Europe.USS Laboon, homeported in Norfolk, Virginia, is conducting naval operations in the U.S. 6th Fleet area of operations in support of U.S. national security interests in Europe. The ship deployed from Naval Station Norfolk in February 2015.[mappress mapid=”16348″]Image: US Navy Back to overview,Home naval-today Batumi, Georgia Welcomes USS Laboon View post tag: Georgia View post tag: Navy Share this articlelast_img read more

first_imgMelissa Morgan, owner of vegan bakery Ms Cupcake, has revealed plans to launch a chain of shops.Morgan, who has just had her first book of recipes published from the 1950s vintage-themed shop in Brixton, London, said she was in talks with several potential investors and backers about new shops, both in the UK and abroad.The shops could be located in countries across Europe and the Middle East as well as the UK, she said. “We are currently negotiating the next step now we have a tried and tested model,” she said. “The next step for us is more branches and also more books.” The next shop opening would be at least 18 months away.Morgan held a launch party for her book ‘Ms Cupcake: the naughtiest vegan cakes in town’ last week at the shop. She employed five caterers and provided free food, drink and cake to the guests, who were a mixture of customers, business associates and local residents.The book contains recipes for vegan cupcakes, large cakes, tray bakes, muffins and deep-fried treats including deep-fried cookie dough. Morgan said she was now working on a second book of recipes, which is set to be published in around 18 months.Morgan also revealed she had shelved plans for a range of supermarket vegan cakes. She said that after supplying cakes to the wholesale sector, she had decided the products worked best within the confines of the shop atmosphere, with the 1950s music, smells and customer service. “I need the products to capture the whole concept of Ms Cupcake,” she said.Ms Cupcake won British Baker’s 2011 Rising Star Award at the Baking Industry Awards.last_img read more

first_imgGood news for the organizers of the infamous Fyre Fest—the official merch that was meant to be sold at the fraudulent destination event will soon see the light of day!On Monday, it was reported that Manhattan’s US Attorney’s Office ordered the auction of the event’s merchandise, with proceeds going to benefit the financial victims of the disastrous festival. As many music fans know by now, the posh event never lived up to what its organizers had promised in that ridiculous promotional advertisement. Instead, it resulted in a $100 Million class action lawsuit and Fyre founder Billy McFarland pleading guilty to two counts of wire fraud.Related: Fyre Festival Founder Faces 115 Years Behind Bars, Amasses New ChargesAccording to the report, festival merch including Fyre-branded t-shirts, hats, and shorts will be sold online by the U.S. Marshals to anyone foolish enough to get some attention, in hopes of paying off the $26 million which McFarland owes to his financial victims. The fraudulent scam included investors being lied to and robbed of $24M, while the vendor used to sell tickets to the event was also scammed out of $2M.“We have an assortment of the ‘real thing’ Fyre Festival-branded tee-shirts, sweatpants, sweatshirts, hats, wristbands and medallions,” a United States Marshals Service spokesman for their Manhattan office confirmed in a statement to go with the report. “We know that there is tremendous interest in these items in the NY metro area in particular.”Interest in the disastrous Fyre Festival surged earlier this year following the release of a pair of documentaries about the bizarre saga by Netflix and Hulu, respectively.According to a court filing, McFarland has roughly $240,000 in his personal bank account, in addition to “two large boxes containing Fyre-branded T-shirts, sweatshirts, shorts and other clothing items that were intended for sale at the Fyre Festival.” Those assets, to which the court now has access, should begin to pay off the incredibly large sum of money which McFarland owes. A separate bank account owned by McFarland was also discovered by authorities, but the total amount of money in the said account has not been disclosed.The date of the online auction has yet to be announced as of Tuesday morning, and photos of the merchandise have yet to be released.[H/T Vulture]last_img read more

first_img 30SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Mike Plumer Mike Plumer is the Vice President of Sales for AltiGen Communications.  Mike has been with AltiGen since 1996, and has worked with thousands of companies migrating to Voice over IP.  … Web: Details Most problems are not apparent until they happen and cause chaos. Phone systems are not immune to failure, and when they do, an emergency may quickly ensue. Some credit unions are still relying on old, outdated phone systems. If they fail to have a  redundancy option for the phone system in their Business Continuity Plan, it is a recipe for disaster. When any system fails, the workflow is impacted, especially when your system for communication fails. Here are some impacts a phone system failure could have on your credit union in the event of an outage:Member Faith – After members fail to make contact with you, their faith in your ability to handle their most important assets is impacted. Members want their credit union to be stable and secure and will lose faith if your means of communication fails.Transactions Delayed – When loans and mortgages are being processed it’s a very collaborative, back and forth process. If members are right on the verge of getting approval and your phone system fails, finalizing their deal can be detrimental. You can only imagine how they would rate their experience working with your credit union. IT Costs – When your IT team has to neglect other projects to service the phone system failure, or you must outsource the service, you may be faced with large costs to get back up and running. Employee Productivity  – Your MSRs or help desk rep’s means of communication has failed, which ultimately stops their workflow. Equipment Replacement – If your phone system fails and IT is unable to recover, you may have to pay an up-front costly expense to replace the necessary equipment, or make a quick decision without the proper research. This could aggravate your board members, and budget for this could be difficult to come by.Helpdesk – When members suspect fraud or don’t recognize a debit or credit that is showing up on their history they want immediate reassurance or help from their credit union. If members can’t get through to your helpdesk in their time of need, their frustration and panic will only increase.Reputation – Members will quickly correlate your failed phone systems to failure of your credit union. Even if the outage is obviously not your fault, the lack of a seamless backup solution presents a poor image.  Members are your biggest advocates and are the lifeline to potential new business.  By implementing a solution that provides business continuity, you ensure your reputation among members and their communities will be maintained. Just as you have backup and recovery plans in place for your data network in your Business Continuity Plans, so should you consider your voice network in Disaster Recovery Planning. A SIP Trunking solution is low cost and allows you to have a separate Voice over IP Solution that can be used in the case of a carrier outage. Or, a complete transition to SIP Trunking can move your CU off expensive PSTN calling plans, using them only in the case of failover. There are plenty of scenarios and things that can go wrong if your phone system goes down and AltiGen Communications has the advice and solutions you need to ensure that never happens. Learn more about how AltiGen works with thousands of banks and credit unions to provide advanced Unified Communications solutions HERE.last_img read more

first_img ShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr continue reading » This year’s “unprecedented times” may have lasted a lot longer than we all originally imagined — and it’s now clear that, at least for the foreseeable future, member engagement will be digitally driven.The good news? Credit unions are already a step ahead: credit unions and community banks have higher customer and member engagement levels than national banks, according to Gallup. But there’s no need to rest on your laurels, especially when it comes to the rapidly changing online world. Here are three ways your credit union can increase digital member engagement:1. Meet them on mobile By now, we all know the importance of your credit union’s mobile banking app. But it’s equally important to provide your members with a seamless, enjoyable mobile experience. This is a key tool for connecting with younger members: millennials are three times more likely to use mobile banking services than other generations, and Gen Z likely won’t be far behind.But these days, it’s not just young adults who are banking from their smartphones. Take this opportunity to create a mobile experience as pleasant and frictionless as a trip to your physical branch — because that’s likely the main kind of “visit” most of your members will be making these days.last_img read more

first_imgTHIS modern Sorrento home has been designed with the entertainer in mind.No expense has been spared on the on the house with timber features and earthy tones used throughout.Vendors Fiona and Brendan Fitzpatrick bought the property in 2010 and said it had a lovely feel about it.There is plenty of space for the entire family to enjoy a waterfront lifestyle with several open-plan lounge and living areas. “It really is a great entertainer,” Ms Fitzpatrick said.“You walk in and it’s very open, we really do think it’s a lovely home.” 10 Clontarf Ave, Bundall. More from news02:37Purchasers snap up every residence in the $40 million Siarn Palm Beach North9 hours ago02:37International architect Desmond Brooks selling luxury beach villa1 day agoOne of the main hubs of the house is the outdoor entertaining area which looks out to the water. The customised outdoor kitchen has a dining area complete with television, fan and electric screens overlooking the pool and pontoon. “We spend a lot of time out there relaxing,” she said. Ray White Broadbeach agents Sam Guo and Julie Kuo are taking the property to auction on May 20. 10 Clontarf Ave, Bundall.last_img read more

first_imgSource: CoreLogicFollow Kieran Clair on Twitter at @kieranclair Mark Woodhouse and Charlie-Marie Shanks with children Cooper (3) and Noah (5) are selling their home in Rocklea which is one of Brisbane’s most affordable suburbs. Photo: AAP/Sarah MarshallIt’s tough to beat Brisbane for sunshine, good times and great opportunities.You can add housing affordability to the tick list too, with new research unearthing our city’s top 55 locations for price-accessible living.Exclusive data prepared by CoreLogic for The Courier Mail divided our region into six zones based on distance from the CBD.Video Player is loading.Play VideoPlayNext playlist itemMuteCurrent Time 0:00/Duration 1:07Loaded: 0%Stream Type LIVESeek to live, currently playing liveLIVERemaining Time -1:07 Playback Rate1xChaptersChaptersDescriptionsdescriptions off, selectedCaptionscaptions settings, opens captions settings dialogcaptions off, selectedQuality Levels720p720pHD540p540p360p360p270p270pAutoA, selectedAudio Trackdefault, selectedFullscreenThis is a modal window.Beginning of dialog window. Escape will cancel and close the window.TextColorWhiteBlackRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentBackgroundColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentTransparentWindowColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyTransparentSemi-TransparentOpaqueFont Size50%75%100%125%150%175%200%300%400%Text Edge StyleNoneRaisedDepressedUniformDropshadowFont FamilyProportional Sans-SerifMonospace Sans-SerifProportional SerifMonospace SerifCasualScriptSmall CapsReset restore all settings to the default valuesDoneClose Modal DialogEnd of dialog window.This is a modal window. This modal can be closed by pressing the Escape key or activating the close button.Close Modal DialogThis is a modal window. This modal can be closed by pressing the Escape key or activating the close button.PlayMuteCurrent Time 0:00/Duration 0:00Loaded: 0%Stream Type LIVESeek to live, currently playing liveLIVERemaining Time -0:00 Playback Rate1xFullscreenTop 10 Growth Suburbs01:07CoreLogic then identified the most affordable suburbs by median house price within each zone and highlighted the proportion of homes sold below $600,000.Across the most affordable suburbs within 10km, nine out of 10 saw most of their houses sell for below $600,000.In Keperra, it was almost 90 per cent of sales, while in Nathan, nearly four in five sales were under the mark.The study also revealed why southern buyers are flocking to the Sunshine State.Brisbane’s most affordable suburb within 10km was Rocklea had a median price of about $400,000, while the same analysis of Sydney revealed its most affordable was Tempe with a median of $1.2 million.“If someone was looking at this and they’re selling out of Sydney or Melbourne they could probably come here and be mortgage free,” said CoreLogic research analyst, Cameron Kusher.“Some of the areas are very well catered for in relation to public transport — for example in Keperra you’ve got a train line, Chermside has buses and Salisbury has a train line as well.”Mr Kusher said as well as price, buyers needed to consider factors such as property types, school zones, daily commute times and transport options before purchasing.Notably, the difference between the most affordable suburb in the 10-20km radius (Gailes $263,356) and most affordable mainland suburbs within 30-40km (Leichhardt $241,546) wasn’t big.The tight range suggests you don’t need to move beyond the 10 to 20km mark to save.“If we see growth in the economy and jobs, then some of these areas that are a little further out from the 10km radius will probably start to see a little bit of growth,” Mr Kusher said.Buyer’s agent and Property Pursuit principal, Meighan Hetherington, said Brisbane’s had a ‘magic 12km radius’ where homes within the measure were more expensive than those outside.This means buyers need only step beyond the ring to make major savings on price.“People are generally going to look at a 45-minute commute (by car) as being at the edge of reason in Brisbane, and that’s about that 12km radius,” she said.“Outside the 12 kilometres radius they’re looking at blue-collar jobs that are a bit further out and don’t need to travel to the city for work,” she said.Ray White Bulimba sales agent, Mark Diamond, said buyers who had already backed affordable Rocklea had reaped the rewards.“Its 15 minutes to get to the CBD,” he said.“I find now about 50 per cent of my buyers are investors — people buying for their superannuation. The other 50 per cent will be owner occupiers — young couples who’ve been pushed out of Moorooka and Annerley because they’re too expensive.’’He said the stigma of the 2011 floods had faded and he expected a steady annual value gain of about five per cent.Mark Woodhouse and Charlie-Marie Shanks are auctioning their cottage at 9 Golf Links Road, Rocklea.More from newsParks and wildlife the new lust-haves post coronavirus23 hours agoNoosa’s best beachfront penthouse is about to hit the market23 hours agoThe couple raised sons Noah and Cooper at the home and have loved being in the suburb.“The location and its proximity to the CBD is fantastic. You’re close to major traffic corridors as well as the Rocklea markets,” Mr Woodhouse said.Mr Woodhouse said he’ll be sad to farewell the suburb’s multicultural feel and friendly residents.“You couldn’t ask for better neighbours. We’ll miss them,” he said.Within the 10-20km band, all suburb medians were under $440,000 with the least expensive being Gailes at $263,356.In Bald Hills property will set you back about $430,000 — but you’d better get in fast, according to Lee-Ann Burke of David Deane Real Estate.Ms Burke said Bald Hills had been a hidden enclave, but it’s being uncovered.“Anything that comes up in the right part of Bald Hills is snapped up very quickly,” she said.At the median price you could find a 500sq m block with a three-bedroom, one-bathroom house, but prices were on the move.“Just in a matter of a few months that median price has gone up $5000 — from June until now,” she said. Jenna and Nathan Haywood bought into Bald Hills earlier this year. Photo: AAP/David ClarkJenna and Nathan Haywood bought their three-bedroom Bald Hills home this year for $425,000 and said the suburb covered off on their main criteria.“We wanted a good location, a reasonable price and a good quality property as well,” Mr Haywood said.The couple said while they would have liked to pay less for a property, but the well-presented home coupled with ready access to the highway, train stations, major retail and convenience facilities made the decision to buy easy.Brisbane’s affordable fifty five are:last_img read more