LATEST ADDITION TO S CLASS FAMILY

The new Tiwal 3R is a sport version of the inflatable Tiwal sailing dinghy.

It provides a compact alternative to traditional sports dinghies, with increased rigidity both on the hull, the mast and appendages.

It also benefits from an increase in power with a new mainsail in laminated sailcloth and is equipped with a boom.

The initial Tiwal 3 was launched three years’ ago, and the new sport version completes the range of inflatable sailing dinghies - the Tiwal 3, Tiwal 2 and Tiwal 2L - from the French shipyard.

“The sporting public wanted a nomadic boat with even better performance. Offering the possibility of sailing everywhere, simply and with maximum fun, is in Tiwal’s DNA,” explained Marion Excoffon, designer and co-founder of Tiwal.

“For the Tiwal 3R, we’ve brought even more rigidity to the whole boat,” adds Marion Excoffon.

control beside a pantograph helmsman’s door.

A large opening roof can reveal the main deck to the elements. Systems are accessed through an integrated Böning vessel monitoring system while, for entertainment, a Naim audio system is installed throughout the saloon, master stateroom and sportbridge.

Below deck, there are four en-suite cabins, with a further twin cabin aft for occasional guests or crew.

The upper deck has a U- shaped dining area, wet bar with barbecue and L-shaped seating forward that transforms to a sunbed.

The foredeck has sunbeds with integrated adjustable headrests, which can be converted to create additional aft-facing seats.

At the stern is a garage with electro-hydraulic door and integrated launch system.

The hull benefits from a new technology – ‘fusion’ – as well as a better flow of water at the back of the hull.

The mast is made of 90% carbon and the appendages are made in composite.

A 7.2m2 light wind rig is for 6 to 12 knots of wind, and there is a 6m2 sport sail for stronger winds.

All sail controls return to the helmsman on each side of the boat.

Conversations around cost-of-living concerns are making their way into the workplace as people look to their employers for support.

Already, big-name companies are announcing an array of financial initiatives to help employees combat the biggest income squeeze on record.

Metro Bank recently confirmed plans to give a pay rise to 98% of its employees, while John Lewis has begun providing free meals to help staff’s budgets stretch further. Others have introduced perks such as interest-free loans, gift cards, shopping discounts, one-off bonuses, and even emergency hardship loans.

A general review

Employee needs have changed. As such, an incentive and reward package that worked a decade ago might not cut it today. It may be an opportune time for a compensation and benefits review to optimise the current offering based on what really matters to employees right now, namely money.

Indeed, with money worries at the forefront of many people’s minds, a recent survey in HR Magazine found overtime to be the most in-demand work perk, followed by flexible working hours and company-funded retirement plans.

From a legal perspective, it’s important to make sure that any benefits that might be changed aren’t part of an employee’s contract of employment. If they are, employers need to consult staff to get their agreement to make changes.

Changing benefits is one matter, looking at changing pay in response to a rise in cost of living is another