Latest news with #Condell
Calgary Herald
10-07-2025
- Sport
- Calgary Herald
How much has play-calling played a part in the Ottawa Redblacks' offensive struggles?
Article content 'It's hard to say that we don't know what we're doing in those situations because we won like seven games last year in those situations,' he added. 'So it's not like we just up and forgot, right? But, yeah, it's definitely something we talk about and we emphasize, situational awareness and stuff.' Article content Asked about his thought process on the series of plays in question at Commonwealth Stadium, Condell explained that he was trying to get the Redblacks into field-goal range with a catch-and-go-down 'surrender play.' Article content Would he call the running play again if he had a chance for a redo? Article content 'We needed to get the first down, and we did,' he said after stating that he was 'confident in all calls, so I was good (with that one).' Article content 'Hindsight is 20-20 for all of us,' Condell added, 'but to me we have to be able to get down and get a chance to do it. We didn't get far enough, we didn't kick it, so we had to go on.' Article content Article content Condell took over as Redblacks offensive co-ordinator last season and guided the team to the second-most passing yards (5,445) in the nine-team league. Along with helping the Hamilton Tiger-Cats to the Grey Cup games in 2019 and 2021, he was quarterbacks coach of the Toronto Argos when they won the Grey Cup in 2017. Article content Condell has been questioned for his selection of plays in the past, but what OC hasn't? Article content Either way, he understands it comes with the territory. Article content 'I have to be able to always put these guys in the best position possible, and it's always evaluated from game in and game out,' Condell said. 'I've got to be able to do that for them, so I think that's the most important thing.' Article content Why has the Redblacks' offence struggled to make 'explosive' plays so far? Article content The easy answer is that they've been without Brown for three of five games. But the Redblacks have had their top gun for a couple of starts, and they've generated a league-low three 30-plus-yard passing plays. Hamilton, Saskatchewan, and Winnipeg have had the next fewest with seven each, while Toronto, with backup quarterback Nick Arbuckle behind centre, leads the CFL with 11. Article content Article content Brown, who has accounted for two of the 30-yarders, says the hip injury that sidelined him for a couple of games is not preventing him from airing the ball out. Article content What is? Article content 'It's a better question for the defensive co-ordinators around the league than me,' Brown said. 'Because it seems like at times we get different coverages than some folks. I would do it, too. I would make us take 12 plays, string success together, and either get a stop on second-and-long or get an interception or a (Redblacks) penalty and the drive stalls. I can get down with that motive, that strategy. I think it's smart. But that's kind of where we're at.' Article content Article content 'I think if we have better first-down efficiency, it might organically happen,' Brown added. 'But I think we've been in a lot of second-and-longs … You're not dictating, you're kind of out of the mode of where you get to dictate, whereas you get to second and four (and) someone has to play man coverage. Man coverage with a waggle is tough. But they want to get more guys in the box to stop the run because there's a chance that you'll run. You're not running on second and 12.' Article content Ottawa also has the highest two-and-out percentage (42) in the CFL, which, of course, is not a good thing. Article content 'I think we're in way too many second-and-long situations, which make us a little more one-dimensional, completely one-dimensional,' Brown said. 'You don't get a ton of opportunities to dictate to the defence, being in second-and-long. I think everyone in the stadium or watching knows what is going to happen. Article content 'So why did that happen? Negative plays on first down, whether it's an incomplete pass, a poorly executed play or a penalty. We've got to get rid of those and stay on schedule, and we should be cooking.' Article content Said Condell: 'I think the biggest thing that we have to be able to establish is to have some rhythm in the whole game. What does that mean? Be able to get the play call in, out, make sure everyone gets it, and we don't have those penalties, anything of that nature. To be able to establish that, you get more opportunities. The explosive plays will come when those things happen. When you're not establishing that rhythm, it makes it a lot harder.' Article content Brown blamed himself for the missteps in Edmonton, which included a time-count violation and an illegal forward pass, as well as an offside call on wide receiver Kalil Pimpleton, a procedure call on guard Drew Desjarlais and a holding penalty on receiver Eugene Lewis. Article content The communication issues might be explained by the fact that Brown missed a month had he not practised all week leading up to the game and run Condell's offence for more than a season. Article content 'There are times when maybe you can do a little bit less,' Brown said. 'So we can have less responsibility and less thinking and just go. We don't want to necessarily put that ceiling on anyone because guys continue to improve and get better, and we feel like with our offence, we have a lot of guys that are not just good players, but good thinkers, and we want to take advantage of that. So you've got to balance that.' Article content Article content At the same time, Brown offered a little perspective when he conceded that offside and illegal-procedure penalties were 'a lack of discipline and a lack of focus.' Article content 'In that moment, it's hard, especially if you have other things going on,' he said, using the centre position as an example. 'Like if you're in charge of protection. He has 100 calls a week that he has to be prepared for, and he is, and then in the moment something happens and then he's communicating, and I'm talking. That's how those things happen. So those things we communicate in corrections, and we'll get fixed.' Article content Even the Argos, who have played one less game than the Redblacks, Tiger-Cats and Alouettes, have put 128 points on the board. Did we mention they've had to use their backup QB to date?
Dublin Live
29-05-2025
- Business
- Dublin Live
Dublin restaurant worker awarded €17k after being made redundant while pregnant
Our community members are treated to special offers, promotions and adverts from us and our partners. You can check out at any time. More info A well-known hospitality group on Dublin's northside has been ordered to pay €17,000 to a former assistant manager of one of its restaurants who was made redundant shortly after notifying her manager she was pregnant. The Workplace Relations Commission ruled that McHugh's Restaurants had discriminated against Karen Condell on grounds of gender over her dismissal from her role as assistant manager at McHugh's restaurant in Portmarnock. The WRC found that it had breached the Employment Equality acts 1998-2015 in its handling of the dismissal. The company, which also operates McHugh's restaurant in Raheny and Blackbanks bar and grill in Kilbarrack, is part of a group which also operates a number of off-licences and Centra stores. Ms Condell claimed the redundancy cited as the reason for her dismissal was not genuine. She told the WRC that she informed her employer in June 2024 that she was pregnant. Ms Condell said she was subsequently informed by the group's hospitality manager, Paul Foley, at the end of July 2024 that the restaurant in Portmarnock would be closing but she was reassured that redeployment options would be explored. She gave evidence that no alternative role was found for her over the period she worked out her notice. The company said a decision was taken to close the Portmarnock restaurant on July 30, 2024. Mr Foley gave evidence that attempts were made to find alternative employment for affected staff. He stated employees with over a year of service were subsequently offered roles elsewhere within the group but only one staff member with less than 12 months' service – a chef – was redeployed due to a specific vacancy matching their role. Mr Foley said he had noted that "all our hospitality businesses are worryingly slow" when asked by Ms Condell in August 2024 about another role. He told her on August 27, 2024 that no alternative jobs had been found. Mr Foley said he mentioned that there might be a role in a deli although he had no authority over the group's grocery division, although he thought it might not be suitable given she was pregnant. WRC adjudication officer, Breiffni O'Neill, said he was satisfied that there was prima facie evidence that Ms Condell was discriminated against as the restaurant's owner had failed to source an alternative role for her following the closure of the outlet in Portmarnock. Mr O'Neill contrasted her situation with many of her colleagues from the Portmarnock restaurant who were not pregnant and who were given jobs elsewhere within the group. He highlighted how the company had held no discussions with Ms Condell prior to notifying her she was being made redundant on July 30, 2024. Mr O'Neill said she was also not provided with any opportunity to engage in what would have been a very belated consultation process about her redundancy in advance of her termination date. He specifically pointed to how she had not been asked for any input or questioned about her transferable skills, qualifications or previous experience. The WRC official noted that Mr Foley was unable to say if any other roles had become available within the group during her notice period which had not been offered to other staff from the Portmarnock restaurant. "The respondent did not take sufficient and effective measures to avoid dismissing the complainant on the grounds of redundancy," said Mr O'Neill. Ordering McHugh's Restaurants to pay Ms Condell compensation of €17,000 – the equivalent of 26 weeks' pay – for the negative effects of her discriminatory dismissal, Mr O'Neill said the sanction should be "effective, dissuasive and proportionate." While a higher award might well be justified in the case, he said it took into account Ms Condell's relatively short period of employment and the relatively small nature of the respondent's business. Join our Dublin Live breaking news service on WhatsApp. Click this link to receive your daily dose of Dublin Live content. We also treat our community members to special offers, promotions, and adverts from us and our partners. If you don't like our community, you can check out any time you like. If you're curious, you can read our Privacy Notice. For all the latest news from Dublin and surrounding areas visit our homepage.
Irish Daily Mirror
29-05-2025
- Business
- Irish Daily Mirror
Restaurant employee awarded €17k after being made redundant during pregnancy
A well-known hospitality group on Dublin's northside has been ordered to pay €17,000 to a former assistant manager of one of its restaurants who was made redundant shortly after notifying her manager she was pregnant. The Workplace Relations Commission ruled that McHugh's Restaurants had discriminated against Karen Condell on grounds of gender over her dismissal from her role as assistant manager at McHugh's restaurant in Portmarnock. The WRC found that it had breached the Employment Equality acts 1998-2015 in its handling of the dismissal. The company, which also operates McHugh's restaurant in Raheny and Blackbanks bar and grill in Kilbarrack, is part of a group which also operates a number of off-licences and Centra stores. Ms Condell claimed the redundancy cited as the reason for her dismissal was not genuine. She told the WRC that she informed her employer in June 2024 that she was pregnant. Ms Condell said she was subsequently informed by the group's hospitality manager, Paul Foley, at the end of July 2024 that the restaurant in Portmarnock would be closing but she was reassured that redeployment options would be explored. She gave evidence that no alternative role was found for her over the period she worked out her notice. The company said a decision was taken to close the Portmarnock restaurant on July 30, 2024. Mr Foley gave evidence that attempts were made to find alternative employment for affected staff. He stated employees with over a year of service were subsequently offered roles elsewhere within the group but only one staff member with less than 12 months' service – a chef – was redeployed due to a specific vacancy matching their role. Mr Foley said he had noted that "all our hospitality businesses are worryingly slow" when asked by Mr Condell in August 2024 about another role. He told her on August 27, 2024 that no alternative jobs had been found. Mr Foley said he mentioned that there might be a role in a deli although he had no authority over the group's grocery division, although he thought it might not be suitable given she was pregnant. WRC adjudication officer, Breiffni O'Neill, said he was satisfied that there was prima facie evidence that Ms Condell was discriminated against as the restaurant's owner had failed to source an alternative role for her following the closure of the outlet in Portmarnock. Mr O'Neill contrasted her situation with many of her colleagues from the Portmarnock restaurant who were not pregnant and who were given jobs elsewhere within the group. He highlighted how the company had held no discussions with Ms Condell prior to notifying her she was being made redundant on July 30, 2024. Mr O'Neill said she was also not provided with any opportunity to engage in what would have been a very belated consultation process about her redundancy in advance of her termination date. He specifically pointed to how she had not been asked for any input or questioned about her transferable skills, qualifications or previous experience. The WRC official noted that Mr Foley was unable to say if any other roles had become available within the group during her notice period which had not been offered to other staff from the Portmarnock restaurant. "The respondent did not take sufficient and effective measures to avoid dismissing the complainant on the grounds of redundancy," said Mr O'Neill. Ordering McHugh's Restaurants to pay Ms Condell compensation of €17,000 – the equivalent of 26 weeks' pay – for the negative effects of her discriminatory dismissal, Mr O'Neill said the sanction should be "effective, dissuasive and proportionate." While a higher award might well be justified in the case, he said it took into account Ms Condell's relatively short period of employment and the relatively small nature of the respondent's business.
