KZN SAPS and Sivananda Foundation Join Forces for 'Yoga for Humanity' Initiative

Ladakh is home to the largest population of snow leopards in India—477 individuals out of an estimated 718. Furthermore, this federal territory supports over 38 species of mammals, 340 species of birds, and 1800 species of vascular plants, which has attracted significant tourist attention for many years.

As part of this sustainable and eco-friendly tourism program, visitors will have a rare opportunity, guided by experts, to see the region's unique flora and fauna, a government representative stated.

The decision was made at the first meeting of the governing body of the newly established Snow Leopard and High Altitude Nature Conservation Society (SHAN). A government representative noted that the Deputy Governor of Ladakh, Vinay Kumar Saxena, chaired this meeting. Saxena instructed the Forest Department to organize jeep safaris modeled after popular national parks such as Kaziranga and Ranthambore. These tours will be conducted in specially equipped open vehicles driven by trained local drivers and guides.

In addition to including areas like Nubra, Zanskar, Sham, Kargil, and Dras—known for large populations of the elusive snow leopard and diverse avifauna—Saxena ordered the study of possible safari routes through the Hemis, Changtang, and Karakoram reserves.

The government plans to hire and train 20 local residents in bird watching, species identification, and wildlife tracking. The SHAN Society, established by Saxena on June 16 of this year, aims to develop a comprehensive plan for community-led wildlife conservation, waste management, plastic-free tourism promotion, creation of sustainable livelihoods, and responsible ecotourism across Ladakh through environmental education and empowering local communities.

Saxena stated that 'these efforts are aimed at preserving the natural heritage of Ladakh so that future generations inherit an ecosystem that is richer, healthier, and more sustainable. Our vision is to make Ladakh a global example of community-managed nature conservation and responsible high-altitude mountain tourism.'

During lunchtime, when dal and rice are served, there is often a desire to eat something spicy and crunchy to enhance the flavor of the dish. If you and your family are tired of monotonous vegetables, try adding crispy Alu Bhujia to your diet. This dish is not only very simple to prepare but also incredibly tasty and crunchy. Pairing this potato snack with dal and rice is considered ideal.

We present a simple way to prepare this snack so that it turns out perfectly crispy and piquant.

For this dish, you will need the following ingredients: 4-5 medium potatoes (cut into long, thin pieces), 2-3 tablespoons of mustard oil or refined oil, 1 teaspoon of cumin seeds, half a teaspoon of asafoetida seeds (hing), 2-3 hot peppers (cut in half), half a teaspoon of turmeric powder, half a teaspoon of red pepper powder (to taste), 1 teaspoon of coriander powder, half a teaspoon of amchur powder or chaat masala (for spiciness), salt to taste, and finely chopped fresh cilantro for garnish.

First, peel the potatoes and cut them into thin, long pieces. Wash them thoroughly in water 2-3 times to remove excess starch, and then dry them completely on a colander.

Heat the oil in a cast iron skillet or a non-stick pan. When the oil is well heated, fry the cumin, hing, and rai seeds in it. Then add the sliced hot peppers.

After this, pour the sliced potatoes into the pan and mix well. Add the turmeric powder and salt. Set the heat to medium and fry the potatoes without a lid for 3-4 minutes. It is important not to cover the pan, otherwise, the potatoes will become soft and lose their crispiness.

When the potatoes are slightly cooked and start to take on a light golden color, add the coriander powder and red pepper powder. Reduce the heat to medium-low and continue cooking, stirring occasionally, until the potatoes are perfectly crispy and dark golden on the outside.

Just before turning off the stove, stir in the amchur powder and finely chopped cilantro, mixing well. The ready piquant and crispy Alu Bhujia is ready. Serve it hot with dal and rice, and everyone will love its taste.

If you cook Alu Bhujia in a cast iron skillet, it turns out more aromatic and crispy. To achieve maximum crispiness, do not cover the pan while cooking, as steam will make the potatoes soft.

The former Food and Beverage Department administrator, Magosi Letimile, challenges CTICC's actions regarding her treatment during employment and the termination of her contract for operational reasons in April 2021.

Letimile, who uses a wheelchair, claimed that she faced direct and indirect discrimination due to her disability, as well as intersecting grounds of race and gender.

Her case also involves allegations of automatically unfair dismissal, procedural and substantive unfairness during redundancy, and violation of her constitutional rights.

According to court documents, Letimile was continuously employed by CTICC from August 2019 to April 2021. She was hired under an initiative aimed at candidates with disabilities, and she was promised training and support for returning to work after developing a disability.

However, she stated that CTICC failed to provide the promised training, suitable equipment, and reasonable accommodation necessary for her to perform her duties independently.

Documents assert that the work environment became hostile, and Letimile experienced harassment, exclusion, and lack of understanding from managers and leadership. She claimed this attitude persisted throughout her employment and later extended to the termination process.

Among the issues raised was the equipment required of her in the food and beverage department. Letimile claims that the label cutter intended for her duties could not operate effectively while seated, as it required significant downward pressure. She allegedly had to rely on the help of other staff or manually cut hundreds of labels with scissors, sometimes having to work after hours.

Although a label cutter suitable for use in a wheelchair was eventually provided, Letimile claims it subsequently disappeared and was not replaced. Her court filings also detailed disputes regarding flexible working hours, transportation solutions, and the impact of power outages on her ability to enter or exit her eighth-floor apartment.

Letimile stated that she depended on the elevator and could not leave the building during power outages. On one occasion, she said, she was trapped in the elevator and required physical assistance to be rescued, leaving her stressed and in pain.

She also claimed that requests to make up for working hours on weekends were denied, despite other employees being allowed to work on weekends. Additional accusations concern her health and co-morbidities related to Covid-19.

Letimile asserted that she was forced to attend personal meetings regarding her dismissal despite expressing concerns about the health risks she faced as a disabled and immunocompromised employee. She also claimed that CTICC applied the same Covid-19 protocols to her as to other employees, disregarding her individual medical circumstances.

According to the documents, Letimile's position was not initially designated as redundant. However, another employee whose position was allegedly made redundant requested to take her place under the 'last in, first out' (LIFO) principle. Letimile argues that this employee was a healthy man with approximately a month more seniority and qualifications unrelated to her role.

She contended that CTICC failed to consider that applying the LIFO principle and replacement could disproportionately harm disabled employees who were recently hired through targeted recruitment programs. Her documents argue that applying LIFO without considering disability and equal employment opportunities can perpetuate the historical exclusion of people with disabilities from the workforce.

She maintained that the selection process resulted in her being dismissed from a position specifically suited for her, which was then filled by a healthy employee. Letimile believes this made her dismissal automatically unfair due to disability and substantively unfair.

The matter was initially referred to the Commission for Conciliation, Mediation and Arbitration in May 2021. After the parties failed to resolve the dispute through conciliation, a certificate of outcome was issued in June 2021, and the dispute was transferred to the Labour Court as an alleged automatically unfair dismissal due to disability.

Letimile is seeking R500,000 in non-pecuniary damages for alleged pain, suffering, humiliation, trauma, and violation of her dignity. She is also claiming compensation equivalent to 24 months' salary for the alleged automatically unfair dismissal, as well as compensation for lost training and career advancement opportunities.

Furthermore, she requests R1 million in constitutional compensation for the alleged violation of her rights to dignity, bodily and psychological integrity, freedom of expression, and freedom of association. She also seeks coverage of legal costs and interest on any awarded sum.

CTICC's representative, Olivia Bruce, stated that the case remains before the Labour Court. Bruce noted: 'The case is currently before the Labour Court, and CTICC respects the judicial process, which is not yet concluded.' She emphasized that all allegations outlined in Letimile's court documents are yet to be verified and determined by the Labour Court.