Africa's oldest surviving Catholic church is under threat
Its survival down the centuries is a miracle worthy almost of Francis Xavier, its patron saint. The tiny chapel in Malindi, an ancient port on Kenya's Indian Ocean coast, is believed to date to the turn of the 16th century, when Vasco da Gama, a Portuguese explorer, arrived on his way to India. He left some of his crew behind to establish a trading post there. They built their small, vulnerable Christian settlement in what was a Muslim city. In the centuries that followed, the chapel withstood invasions, economic decline and the sea itself.
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ITV News
12 hours ago
- ITV News
Trump's new travel ban set to come in to effect on Monday
President Trump's new travel ban is set to come in to effect on Monday, restricting travel to the US from 12 mainly African and Middle Eastern countries. The move comes amid growing tensions in the US as Donald Trump continues delivering on his election promise to increase immigration enforcement. The order banning travel from certain countries was signed by Trump on Wednesday and applies to citizens from: Afghanistan, Myanmar, Chad, the Republic of Congo, Equatorial Guinea, Eritrea, Haiti, Iran, Libya, Somalia, Sudan and Yemen. It also increases travel restrictions on people from Burundi, Cuba, Laos, Sierra Leone, Togo, Turkmenistan and Venezuela who are outside the US and don't hold a valid visa. Mohammad Sharafoddin, his wife and young son walked at times for 36 hours in a row over mountain passes as they left Afghanistan as refugees. They had hoped to one day bring their niece to the US to join them - from Monday that will no longer be possible as Afghanistan joins a list of 12 countries restricted from travelling to America. 'It's kind of shock for us when we hear about Afghanistan, especially right now for ladies who are affected more than others with the new government,' Mohammad Sharafoddin said, referring to the country's Taliban rulers. 'We didn't think about this travel ban.' The new ban does not revoke visas previously issued to people from countries on the list, according to guidance issued Friday to all US diplomatic missions. Travelers with previously issued visas should still be able to enter the U.S. even after the ban takes effect. Many immigration experts say the new ban is designed to beat any court challenge by focusing on the visa application process and appears more carefully crafted than a hastily written executive order during Trump's first term that denied entry to citizens of mainly Muslim countries. "We don't want them," says Donald Trump as he signs the travel restrictions executive order. In a video posted Wednesday on social media, Trump said nationals of countries included in the ban pose 'terrorism-related' and 'public-safety' risks, as well as risks of overstaying their visas. He also said some of these countries had 'deficient' screening and vetting or have historically refused to take back their citizens. Trump also tied the new ban to a terrorist attack in Boulder, Colorado, saying it underscored the dangers posed by some visitors who overstay visas. The man charged in the attack is from Egypt, a country that is not on Trump's restricted list. US officials say he overstayed a tourist visa. The ban was quickly denounced by groups that provide aid and resettlement help to refugees. 'This policy is not about national security — it is about sowing division and vilifying communities that are seeking safety and opportunity in the United States,' said Abby Maxman, president of Oxfam America, a nonprofit international relief organisation. Venezuela President Nicolás Maduro's government condemned the travel ban, characterizing it in a statement as a 'stigmatization and criminalization campaign' against Venezuelans.
Scottish Sun
18 hours ago
- Scottish Sun
I was one of the first to know Alima was going on Love Island – and the surprise reason she almost said no, reveals pal
Click to share on X/Twitter (Opens in new window) Click to share on Facebook (Opens in new window) LOVE Island star Alima Gagigo has brains as well as beauty, her skincare guru has revealed. The Scots stunner, 23, is swapping Glasgow for sun-soaked Majorca this summer as she looks to find romance inside telly's most famous villa. 4 Alima Gagigo is set to turn heads in the villa Credit: ITV 4 The Scots stunner, 23, is swapping Glasgow for sun-soaked Majorca Credit: Instagram / alimsssx 4 She has a degree in business from GCU. Credit: Instagram 4 Vanda has tipped Alima to become a firm favourite with fans. Credit: Supplied But the sexy singleton wasn't instantly won over by finding fame and fortune on the dating series - as she loved her job as a personal banker with Barclays. Pal Vanda Barbosa had a candid chat whilst giving the International Business graduate a facial treatment when she was signed up for the show. She said: 'Alima is stunning. I would definitely say she's one of the most beautiful people I have ever met. 'And she's such an intelligent girl, even when she was presented with the offer to go to Love Island she was still thinking about her job that she would have to give up. 'She's such a kind, caring and funny girl. We got on really well and bonded because both of us lived in Portugal before and speak Portuguese.' Alima is originally from Guinea Bissau and regularly enjoys exotic holidays abroad. Now she is set to follow in the footsteps of her fellow Scots and female Love Island success stories like Camilla Thurlow, Laura Anderson and Paige Turley. Speaking after she was announced, Alima said: "I'm a good flirt. I always ask guys on a night out to guess which country I'm originally from. 'If they get it right, they can get my number. But they never guess correctly so it works really well if you don't want to give a guy your number.' On what she's looking for, Alima added: 'A tall man with a handsome face. Top 10 funniest Love Island moments 'You know when you just look at a guy and they have that Disney prince look to them? That's it.' She also dropped a bombshell in her early snippets by revealing she helped to deliver her baby sister with a shoelace after her mum's unexpected labour. Her mum went into labour while Alima was writing an essay for university and she had to help with the umbilical cord. She joked: 'I told my lecturer what happened because I couldn't submit my essay and he thought I was lying. He said there were easier ways to get an extension." Her friend Vanda reckons Alima has plenty of stories to tell that will keep viewers entertained. But she also believes she will think carefully before falling into the arms of one the show's bachelors. The esthetician, who runs Skin By Vanda, said: 'She's always been single since I met her. I would like her to find a genuinely nice good guy, someone kind and thoughtful who treats her the way she deserves. 'She's such a beautiful soul, inside and out and I truly believe she deserves the absolute best.'
Daily Mirror
2 days ago
- Daily Mirror
Eid holiday rules on taking time off work for Eid ul Adha and Eid ul Fitr
There are two main Eid festivals in the Islamic calendar - but there are no bank holidays for Eid in the UK so employees are likely to ask for time off to observe these festivals. There are two primary Eid festivals in the Islamic calendar, and public holidays are typically declared for each one in Muslim-majority nations such as Saudi Arabia, UAE, Qatar, and Pakistan. Eid ul Fitr, which marks the end of Ramadan, is the first of these celebrations, followed later by Eid ul Adha in the 12th and final month of the year in the Islamic calendar. In the UK, there are no bank holidays allocated for Eid, so employees may request time off to observe these festivals. However, the dates of Islamic events like Eid are not determined until shortly before they occur, as a confirmed moon sighting is required to announce the start of any given month. This means that employers may receive last-minute requests for annual leave. But what does employment law say about taking time off for Eid? What is the law on taking time off work for Eid? The dates of the Eid festivals are only confirmed a few days prior, so employers might find themselves receiving annual leave requests at short notice. This can pose a challenge for businesses trying to organise staff schedules, reports Birmingham Live. Eid ul Fitr marks the beginning of a month, with its date set just after a moon sighting confirms it, usually giving little notice. In contrast, Eid ul Adha's date is known well in advance as it falls on the 10th day of a month. This unpredictability is why Saudi Arabia uses a national calendar with religious festivals pre-scheduled based on astronomical predictions. UK employment law specialists at Peninsula have offered guidance, stating: "Eid is an important celebration for Muslims and it is likely employers will receive annual leave requests for those who wish to observe this festival. Employers should deal with holiday requests through their normal procedures and any company policies. It is important to act reasonably and fairly, following the normal system to determine whether the request can be approved." Clarifying the legalities surrounding holiday requests, they added: "The law states that employees have to give a notice period of double the length of their holiday to their employer to request holiday i.e. six days' notice for three days' leave. Employers can also extend this notice period through their contractual holiday policy. Where the employee fails to give the required notice, the employer is not under an obligation to consider the request." What happens if your Eid holiday request is refused? Peninsula is advising employers to seriously take into account any holiday requests linked to observing Eid. However, should there be a need to decline such requests, bosses are encouraged to engage with the employee to explore mutually agreeable alternatives. They clarified: "It may be the case that the holiday request cannot be accommodated because of the needs of the business. It may be necessary to refuse leave where, for example, the workplace will be understaffed or the request is during a period of high customer demand. The Working Time Regulations allow employers to refuse holiday requests by giving employees the required notice. The required notice is equal to the amount of leave requested so if an employee requests a week off the employer has to give a minimum of one week's notice to refuse the request." Bethanie Booth, from Napthens Solicitors, emphasised that when time off isn't viable, employers ought to contemplate flexible working arrangements as an alternative. She notes that Eid is the perfect moment for companies "to encourage staff engagement, to educate staff and to improve their understanding of different religions across the workforce." Booth highlighted the importance of inclusivity within workplaces, suggesting businesses that acknowledge religious holidays like Easter or Christmas should also think about how to celebrate other important cultural festivities such as Eid. Firms are being urged to show flexibility and cooperation in handling last-minute holiday requests, including deviating from standard policies that normally require advance booking. She said: "If employees, for whatever reason, have insufficient holidays to cover their absence for the requested religious holiday, we would encourage employers to consider granting a period of unpaid leave." Moreover, companies should take a proactive stance by suggesting employees inform management of their intention to use annual leave for Eid, enabling better staffing and cover arrangements. She urged firms to: "We would also encourage employers to maintain a consistent approach to support members of staff who are observing a religious holiday to ensure that the business is not discriminating against members of staff who wish to observe religious holidays." What's the best practice for employers on Eid holiday requests? Ms Booth issued the following guidance on best practice for employers on Eid holidays: Agree to last-minute requests for holidays or unpaid leave where possible; Allow for flexibility among the workforce; and Communicate openly with all employees. She added: "We would also encourage employers to maintain a consistent approach to support members of staff who are observing a religious holiday to ensure that the business is not discriminating against members of staff who wish to observe religious holidays." Similarly, the Peninsula law firm warned: "Applying a fair and consistent holiday request policy across the workforce will not constitute direct discrimination on the grounds of religious belief, however, it can be classed as indirect discrimination because the policy applies to all but puts those of the Muslim faith at a particular disadvantage. This makes it crucial that employers have a genuine, objective business reason for refusing in order to objectively justify any indirect discrimination complaints."
