Manchon Hohojae / SMART ARCHITECTURE

first_imgArchDaily 2017 Manufacturers: Eagon, samhanC1Save this picture!© Yoon Dong-gyuRecommended ProductsDoorsLonghiDoor – HeadlineWoodEGGERWood-based materials in EGGER HeadquartersWoodHESS TIMBERTimber – GLT HybridDoorsGorter HatchesRoof Hatch – RHT AluminiumText description provided by the architects. The “HO(好)” from HO HO JAE((好好斎) has meaning of “good” in Chinese character. By using this word twice in a row, we hope that this house would be a perfect place to live.Save this picture!Isometric SituationHO HO JAE is a urban detached house with three stories above ground and one underground level for a family of five, husband, wife and three children. The house has land area of 133.20㎡(40 pyeong), which is adjust to 8m-wide road to the south and 3m-wide dead-end road to the north.Save this picture!© Yoon Dong-gyuWe hope and plan that this house is in plain mild and naturally assimilate very easily to the environment around house.Save this picture!© Yoon Dong-gyuSave this picture!© Yoon Dong-gyuThe basement level for husband and wife’s hobby room is bordered to 3m-wide dead-end road to the north. We secured a privacy of the room by planting bamboo to the road side. It also has enriched street scene.Save this picture!SectionThe first floor consists of living room and kitchen. There is a small yard in front of living room in the east.Save this picture!© Moon Jung-sikThe second floor consists of master bedroom and children’s room. We partly use aluminium louver as appropriate for their privacy. Save this picture!© Yoon Dong-gyuThe attic is designed for children’s play room and is in front of wood deck on rooftop. When planning the attic, we keep our mind on interchange between attic floor and family room on the second floor by eye contact. Project gallerySee allShow lessHome L / mnb design studioSelected ProjectsCall for Entries: BAITASI 2017 International Design CompetitionIdeas Share CopyHouses•Daegu, South Korea Manchon Hohojae / SMART ARCHITECTURESave this projectSaveManchon Hohojae / SMART ARCHITECTURE “COPY” “COPY” Save this picture!© Yoon Dong-gyu+ 37 Share ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/875351/manchon-hohojae-smart-architecture Clipboard Houses Photographs:  Yoon Dong-gyu, Moon Jung-sik Manufacturers Brands with products used in this architecture project center_img Photographs ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/875351/manchon-hohojae-smart-architecture Clipboard Projects Year:  Architects: SMART ARCHITECTURE Area Area of this architecture project Area:  188 m² Year Completion year of this architecture project South Korea Manchon Hohojae / SMART ARCHITECTURE CopyAbout this officeSMART ARCHITECTUREOfficeFollowProductBrick#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesDaeguSouth KoreaPublished on July 10, 2017Cite: “Manchon Hohojae / SMART ARCHITECTURE” 10 Jul 2017. ArchDaily. Accessed 11 Jun 2021. ISSN 0719-8884Browse the CatalogSinkshansgroheBathroom Mixers – FocusGlass3MGlass Finish – FASARA™ Fabric/WashiPartitionsSkyfoldVertically Folding Operable Walls – Mirage®WoodParklex International S.L.Wood Finishes in Landaburu BordaSinksBradley Corporation USASinks – Frequency® FL-SeriesMetallicsTrimoFire Resistant Panel – Trimoterm FTVSkylightsVELUX CommercialModular Skylights – Northlight 40-90°SinksAcquabellaSink – LeviCurtain WallsRabel Aluminium SystemsMinimal Curtain Wall – Rabel 35000 Slim Super ThermalWoodBlumer LehmannData Processing for Wood ProjectsPorcelain StonewareCeramiche KeopeCeramic Tiles – EvokeChairs / StoolsBassamFellowsSpindle Chair and StoolMore products »Save想阅读文章的中文版本吗?每一个细节都“刚刚好”——韩国好好斋住宅 / SMART ARCHITECTURE是否翻译成中文现有为你所在地区特制的网站?想浏览ArchDaily中国吗?Take me there »✖You’ve started following your first account!Did you know?You’ll now receive updates based on what you follow! Personalize your stream and start following your favorite authors, offices and users.Go to my streamlast_img read more

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European royal families’ philanthropy analysed

first_img About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving.  43 total views,  1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis European royal families’ philanthropy analysed Tagged with: Prospect research Recruitment / people The latest issue of Philanthropy in Europe magazine examines the charitable giving of Europe’s royal families.Issue 16 of Philanthropy in Europe (PiE) analyses the philanthropy of 13 of Europe’s royal families. Aside from their patronage and involvement with many fundraising causes, Europe’s royals are personally responsible for over 60 grant-making foundations giving both nationally and internationally.The magazine features royal families and foundations in Belgium, Denmark, Great Britain, Greece, Liechtenstein, Luxembourg, Monaco, Netherlands, Norway, Romania, Serbia and Montenegro, Spain, and Sweden. Advertisement Howard Lake | 3 February 2004 | News AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThislast_img read more

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Braun Sponsors ‘Growing Climate Solutions Act’ to Reward Farmers for Climate-Smart…

first_img Facebook Twitter SHARE SHARE Home Indiana Agriculture News Braun Sponsors ‘Growing Climate Solutions Act’ to Reward Farmers for Climate-Smart Practices Braun Sponsors ‘Growing Climate Solutions Act’ to Reward Farmers for Climate-Smart Practices U.S. Senators Mike Braun (R-IN), Debbie Stabenow (D-MI), Lindsey Graham (R-SC) and Sheldon Whitehouse (D-RI) introduced the Growing Climate Solutions Act Thursday which will break down barriers for farmers and foresters interested in participating in carbon markets so they can be rewarded for climate-smart practices. The bill has the support of the American Farm Bureau Federation, National Corn Growers Association, Environmental Defense Fund, McDonald’s, Microsoft, and over 40 farm groups, environmental organizations, and Fortune 500 companies [click here for the full list].“As a Main Street Entrepreneur and conservationist, I know firsthand that if we want to address our changing climate then we need to facilitate real solutions that our farmers, environmentalists and industry can all support, which this bill accomplishes,” said U.S. Senator Mike Braun.“While farms and forests have been uniquely impacted by the climate crisis, they can also be an important part of the solution. Our bipartisan bill is a win-win for farmers, our economy and our environment by providing new economic opportunities to store carbon while also addressing the climate crisis,” said U.S Senator Debbie Stabenow.“America’s farmers and ranchers have made tremendous strides in reducing our carbon footprint, with overall greenhouse gas emissions under 10 percent for our industry. As we endeavor to do more with less, we are always focused on doing better and working together to protect the natural resources we all enjoy. We are grateful to Senators Braun and Stabenow for consulting us on their efforts to bring clarity and validity to a voluntary, market-based carbon-credit system and provide a USDA-led review to inspire confidence as we enter the new carbon marketplace,” said American Farm Bureau President Zippy Duvall.“Corn farmers have been leaders in adopting farming practices to improve the quality of soil, water, and air around our farms and are pleased to endorse the Growing Climate Solutions Act. This bipartisan effort recognizes agriculture’s role in mitigating the impact of climate change and promotes voluntary, agriculture-friendly ideas into the climate discussion. NCGA thanks the Senators for their leadership and looks forward to working together to implement policy that benefits both the environment and farmers’ bottom line,” said Kevin Ross, President, National Corn Growers Association.The Growing Climate Solutions Act creates a certification program at USDA to help solve technical entry barriers that prevent farmer and forest landowner participation in carbon credit markets.  These issues – including access to reliable information about markets and access to qualified technical assistance providers and credit protocol verifiers – have limited both landowner participation and the adoption of practices that help reduce the costs of developing carbon credits.To address this, bill establishes a Greenhouse Gas Technical Assistance Provider and Third-Party Verifier Certification Program through which USDA will be able to provide transparency, legitimacy, and informal endorsement of third-party verifiers and technical service providers that help private landowners generate carbon credits through a variety of agriculture and forestry related practices. The USDA certification program will ensure that these assistance providers have agriculture and forestry expertise, which is lacking in the current marketplace. As part of the program, USDA will administer a new website, which will serve as a “one stop shop” of information and resources for producers and foresters who are interested in participating in carbon markets.Through the program, USDA will help connect landowners to private sector actors who can assist the landowners in implementing the protocols and monetizing the climate value of their sustainable practices. Third party entities, certified under the program, will be able to claim the status of a “USDA Certified” technical assistance provider or verifier. The USDA certification lowers barriers to entry in the credit markets by reducing confusion and improving information for farmers looking to implement practices that capture carbon, reduce emissions, improve soil health, and make operations more sustainable.Today, many third-party groups are developing protocols and testing methods to calculate emissions reduction and sequestration in agriculture and forestry. The landscape is evolving rapidly. The Growing Climate Solutions Act recognizes this fact and provides the Secretary with a robust advisory council composed of agriculture experts, scientists, producers, and others. The advisory council shall advise the Secretary and ensure that the certification program remains relevant, credible, and responsive to the needs of farmers, forest landowners, and carbon market participants alike.Finally, the bill instructs USDA to produce a report to Congress to advise about the further development of this policy area including: barriers to market entry, challenges raised by farmers and forest landowners, market performance, and suggestions on where USDA can make a positive contribution to the further adoption of voluntary carbon sequestration practices in agriculture and forestry.Source: Senator Mike Braun’s Press Office Facebook Twitter By Hoosier Ag Today – Jun 4, 2020 Previous article2020 Indiana State Fair CanceledNext articleMcKinney Remains Confident Phase One Still Gets Done Hoosier Ag Todaylast_img read more

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AVer Announces CAM520 Pro2 & VC520 Pro2

first_imgLocal NewsBusiness Facebook Pinterest VC520 Pro2 (pictured) is an enterprise-grade camera and speakerphone solution that brings a fluid audio communication experience to any meeting space. WhatsApp Facebook AVer Announces CAM520 Pro2 & VC520 Pro2 By Digital AIM Web Support – February 16, 2021 center_img WhatsApp TAGS  Twitter Previous articleVigorous preparation returns as Biden calls other leadersNext articleVIRUS TODAY: President Biden extends ban on foreclosures Digital AIM Web Support Pinterest Twitterlast_img read more

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CLSK IMPORTANT NOTICE: ROSEN, A GLOBALLY RECOGNIZED LAW FIRM, Encourages CleanSpark, Inc. Investors with…

first_imgLocal NewsBusiness Twitter Facebook Twitter Facebook By Digital AIM Web Support – February 19, 2021 WhatsApp TAGS  center_img CLSK IMPORTANT NOTICE: ROSEN, A GLOBALLY RECOGNIZED LAW FIRM, Encourages CleanSpark, Inc. Investors with Large Losses to Secure Counsel Before Important Deadline – CLSK NEW YORK–(BUSINESS WIRE)–Feb 19, 2021– WHY: Rosen Law Firm, a global investor rights law firm, reminds purchasers of the securities of CleanSpark, Inc. (NASDAQ: CLSK) between December 31, 2020 and January 14, 2021, inclusive (the “Class Period”), of the important March 22, 2021 lead plaintiff deadline. SO WHAT: If you purchased CleanSpark securities during the Class Period you may be entitled to compensation without payment of any out of pocket fees or costs through a contingency fee arrangement. WHAT TO DO NEXT: To join the CleanSpark class action, go to http://www.rosenlegal.com/cases-register-2025.html or call Phillip Kim, Esq. toll-free at 866-767-3653 or email [email protected] or [email protected] for information on the class action. A class action lawsuit has already been filed. If you wish to serve as lead plaintiff, you must move the Court no later than March 22, 2021. A lead plaintiff is a representative party acting on behalf of other class members in directing the litigation. WHY ROSEN LAW: We encourage investors to select qualified counsel with a track record of success in leadership roles. Often, firms issuing notices do not have comparable experience or resources. The Rosen Law Firm represents investors throughout the globe, concentrating its practice in securities class actions and shareholder derivative litigation. Rosen Law Firm has achieved the largest ever securities class action settlement against a Chinese Company. Rosen Law Firm was Ranked No. 1 by ISS Securities Class Action Services for number of securities class action settlements in 2017. The firm has been ranked in the top 3 each year since 2013 and has recovered hundreds of millions of dollars for investors. In 2019 alone the firm secured over $438 million for investors. In 2020 founding partner Laurence Rosen was named by law360 as a Titan of Plaintiffs’ Bar. Many of the firm’s attorneys have been recognized by Lawdragon and Super Lawyers. DETAILS OF THE CASE: According to the lawsuit, defendants throughout the Class Period made false and/or misleading statements and/or failed to disclose that: (1) the Company had overstated its customer and contract figures; (2) several of the Company’s recent acquisitions involved undisclosed related party transactions; and (3) as a result of the foregoing, defendants’ positive statements about the Company’s business, operations, and prospects were materially misleading and/or lacked a reasonable basis. When the true details entered the market, the lawsuit claims that investors suffered damages. To join the CleanSpark class action, go to http://www.rosenlegal.com/cases-register-2025.html or call Phillip Kim, Esq. toll-free at 866-767-3653 or email [email protected] or [email protected] for information on the class action. No Class Has Been Certified. Until a class is certified, you are not represented by counsel unless you retain one. You may select counsel of your choice. You may also remain an absent class member and do nothing at this point. An investor’s ability to share in any potential future recovery is not dependent upon serving as lead plaintiff. Follow us for updates on LinkedIn: https://www.linkedin.com/company/the-rosen-law-firm, on Twitter: https://twitter.com/rosen—firm or on Facebook: https://www.facebook.com/rosenlawfirm/. Attorney Advertising. Prior results do not guarantee a similar outcome. View source version on businesswire.com:https://www.businesswire.com/news/home/20210219005484/en/ CONTACT: Laurence Rosen, Esq. Phillip Kim, Esq. The Rosen Law Firm, P.A. 275 Madison Avenue, 40th Floor New York, NY 10016 Tel: (212) 686-1060 Toll Free: (866) 767-3653 Fax: (212) 202-3827 [email protected] [email protected] [email protected] www.rosenlegal.com KEYWORD: UNITED STATES NORTH AMERICA NEW YORK INDUSTRY KEYWORD: LEGAL PROFESSIONAL SERVICES SOURCE: The Rosen Law Firm, P.A. Copyright Business Wire 2021. PUB: 02/19/2021 03:52 PM/DISC: 02/19/2021 03:52 PM http://www.businesswire.com/news/home/20210219005484/en Pinterest Pinterest WhatsApp Previous articleEverbridge annuncia di essersi aggiudicata cinque contratti relativi alle soluzioni Public Warning con società di trasmissioni wireless, governi e Stati finalizzati alla protezione delle persone e delle aziende in Europa e in AsiaNext articleWilliams career-high 32 sparks WSU to romp over Cal 82-51 Digital AIM Web Supportlast_img read more

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El Paso teacher who gained popularity online dies after 2-month battle with COVID-19

first_imgKVIA-TVBy MEREDITH DELISO, ABC News(EL PASO, Texas) — An El Paso, Texas, elementary school teacher whose video of her first graders giving each other hugs went viral in 2018 has died after a two-month battle with COVID-19.Zelene Blancas, a bilingual teacher at Dr. Sue A. Shook Elementary School, was in the intensive care unit for nine weeks after contracting COVID-19, according to a GoFundMe fundraising campaign her family set up to help cover her medical expenses. Blancas died on Monday, school officials confirmed with ABC News. She was 35.“She always made an effort to share kindness, whether it was with a message or a note or just reaching out to her colleagues,” Principal Cristina Sanchez-Chavira told ABC News. “Just a very, very loving person.”The school has been remote since March. At the beginning of this school year, Blancas created care packages that included masks, pencils and candy and delivered them to her students, her principal said.“She embodied kindness,” Sanchez-Chavira said. “That’s who she was.”The El Paso native, who taught at the school for four years, gained national attention in 2018 after a video she posted on Twitter went viral. In it, her first graders chose from a “good morning or goodbye” menu to give each other hugs, handshakes, high-fives or fist bumps.“What a nice way to end our week!!” Blancas wrote in the post.After her video garnered over 13 million views, Blancas told the El Paso Times that she wanted her students to feel like they “have a safe place to come back to and learn in a safe environment.”Blancas was surprised that it took off, Sanchez-Chavira recalled.“That small action touched so many lives,” the principal said. “The kids felt so comfortable. You could see how loving they were — that came through in her video. And that I attribute to the culture she established in her class, that loving culture.”The video, which has since been viewed over 22 million times, drew the attention of PinkSocks Life co-founder Nick Adkins, whose organization works to spread kindness by gifting pink socks. He connected with Blancas to hand out over 1,330 pink socks to students at her elementary school last year during a “kindness pep rally.”The two continued to stay in touch, Adkins told ABC News, and he planned to return to her school district this past spring before postponing due to the pandemic.Blancas “was just a bundle of kindness and joy and love,” Adkins said.“We try to celebrate people and organizations that are doing good things,” he said. “I’m grateful for the legacy that she’s left behind.”El Paso has been hit hard by the coronavirus pandemic. After a surge in positive COVID-19 cases and hospitalizations this fall, El Paso County Judge Ricardo Samaniego ordered nonessential businesses to shut down in late October. The order ended on Dec. 1, while curfews during the holidays have since gone into effect to further limit spread. More than 1,450 people in El Paso have died due to COVID-19.Sanchez-Chavira said her school has been largely spared during the pandemic until now. Once she learned of Blancas’ passing, the school contacted the families of her students personally, including students from the past two years. The school is currently collecting photos of Blancas and letters from her students to give to her family, the principal said.Sanchez-Chavira said she hopes to honor Blancas once the school returns to in-person learning, such as through a “kindness corner,” for a “constant reminder of her and her kindness.”“It’s very easy to find teachers that can teach,” Sanchez-Chavira said. “But to find teachers that carry this passion and love for children, and the spreading of kindness, that in itself is irreplaceable.”Copyright © 2020, ABC Audio. All rights reserved.last_img read more

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HR budget at IBM slashed through e-HR

first_img Comments are closed. Related posts:No related photos. The successful introduction of a global e-HR system by IBM has helped thefirm slash HR budgets by 40 per cent while increasing staff satisfaction. IBM’s HR director for UK and Ireland speaking at the CBI’s International HRExchange Conference in London last week said the HR team has been responsiblefor rolling out an e-HR system to 320,000 employees in 160 countries. Paul Rodgers told delegates that the move to e-HR is saving the company$350m (£238m) a year and has resulted in employee satisfaction increasing fromabout 30 per cent to more than 90 per cent. “Our HR managers’ manual was over 300 pages long, residing incupboards. It hadn’t been updated in years,” he said. “We needed to be able to update systems to suit a rapidly changingbusiness.” Almost all HR administration and ‘paperwork’ is now electronic andself-service. Rodgers said when employees call the HR helpdesk, they are ‘walked through’the intranet to show them how to do it in future. “Employees have a single point of contact and they can get informationvery, very quickly,” he said. HR budget at IBM slashed through e-HROn 4 Jun 2002 in Personnel Today Previous Article Next Articlelast_img read more

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Under threat

first_imgWhile the introduction of greater protection for temps isbeing hailed as good news for workers, it will make the market tougher foremployer and contractor alike. Nic paton examines the likely impact on onehigh-tech playerSharp-eyed football fans watching June’s World Cup would have noticed onename kept cropping up on the pitch-side billboards in Japan and South Korea –Avaya. The New Jersey, US-based company provided telecom and data systems forthe tournament, built the official website and will do the same for the 2006championships in Germany. Although not yet a household name, Avaya employs some 23,000 people aroundthe world, operates in 90 countries and last year generated revenues in theregion of $6.8bn (£4.3bn). Formerly part of US technology giant Lucent Technologies, Avaya was spun offas an independent company in 2000, but can trace its roots back to the middleof the 19th century and the development of telephony services in the US. The company manages more than 100 million voicemail boxes worldwide and is aspecialist in developing call-handling technologies. In Europe alone, itstechnology can be found in more than 3,000 call centres. In the UK, theoperation is considerably smaller, with about 1,000 permanent staff splitbetween its headquarters in Guildford and offices in Welwyn Garden City. On topof this, at any one time the company will employ about 40 to 50 freelancecontractors, normally working on specialist IT contracts. Projects, which normally last up to a year but sometimes beyond that, willoften revolve around developing and maintaining the non-core IT infrastructureor doing things such as working on the corporate intranet or website, says MikeYoung, UK HR director for Avaya. Agency and contract staff are also sometimesused to plug short-term gaps among permanent staff. This modus operandi is now under threat from European employment legislationset to make the market tougher for employer and contractor alike, fears Young.Two key sets of regulations are focusing the minds of HR and employmentprofessionals in the IT contract market. The first is the Fixed-Term Employees (Prevention of Less FavourableTreatment) Regulations 2002, which are due to come into force on 1 October thisyear. These will transpose the European Commission’s Directive on Fixed-TermWork into UK legislation. The regulations will prevent fixed-term employees from being treated lessfavourably than similar permanent employees, and limit the use of successivefixed-term contracts. Fixed-term employees will have the right to be treated inthe same way as permanent staff on comparable contracts in areas such as pay,pensions and other benefits, unless the employer can justify it otherwise. The regulations will cover those working under a contract of employment fora specified term or those working on a contract that terminates automaticallyon completion of the project or at a particular event. Battle lines This will mean where a comparable permanent employee receives, or isentitled to, pay or another benefit, a fixed-term employee should be entitledto something similar, bearing in mind the length of contract and the basis onwhich that pay or benefit is offered. Fixed-termers will also have the right tobe informed by their employer of any available vacancies. The other area of concern is the European Parliament and European Council’sdraft directive on working conditions for temporary and agency workers. Battlelines are still being drawn up over this, with employers’ bodies and some inGovernment expressing deep concerns about the effect this directive could haveon the UK. It would mean employers and agencies having to ensure temporary workers –employed by an organisation for six weeks or longer – have the sameremuneration rights in areas such as pay, pensions, paid holidays and healthinsurance as permanent workers doing comparable jobs. The directive is designed to protect low-paid agency staff. But contractorsin the IT and technology sectors claim, with some justification, that they area completely different breed from, say, contract cleaning or catering staff. IT contractors are normally highly-skilled workers who have gone intocontract work because it is their preferred mode of employment. They relish itsflexibility and prefer cash upfront to a pension, paid holiday or any otherbenefit on the table, argues Young. “Rates of pay will be higher than for permanent staff,” he admits,an issue that, some contractors explain, can cause resentment among permanentstaff. But contractors, in return, are not covered by the rest of a company’sterms and conditions and have less job security. “You are employing people to do things that are specific and need to bedone, but are not necessarily seen as core to the business. When we are lookingat a core activity, we tend to look at the permanent option first. Contractworkers are useful to the business because it means you can exercise a degreeof flexibility. You have a high degree of flexibility because you havecontinuity through defined pay and time, but you do not want those skills on apermanent basis. You might, for instance, want to outsource that activity inthe future,” he adds. One of the main challenges for an organisation that uses contractors on aregular basis is dealing with the skills gap that can develop when anyone hasbeen working with permanent staff for a period of time has to be let go.”At a human level, when you have people around the office, they do get tobe valued as people. They understand the business and they are very importantto us. By its nature, the way the law and the rules drive us, you cannot employthose people beyond a certain time. After a year, you are starting to hit allsorts of requirements. So people say we are going to be losing those skills andknowledge after a year. “It is hard, but after that period, we tend to make the decision tomake the change. As a result, HR will often get accused of harming thebusiness, but in fact what we doing is protecting the business, looking out forit,” he explains. When the fixed-term regulations come into force, the most obvious likelychange is that employers will increasingly look to co-ordinate their contractrequirements through agencies rather than directly with individual contractors,Young predicts. “Individuals will not have so many opportunities to jointhe company directly. Rather, we will be working with suppliers exclusively,not individuals,” he forecasts. Relationship shift The main reason for this is that, if other benefits are going to have to beoffered, there will be more pressure to drive down rates. Pay will be morelikely to be set to take into account any other benefits that are on offer atthat organisation. It saves time, hassle and paperwork to negotiate rates through an agencyrather than individually with each contractor, so the primary relationship willshift towards the supplier. “People like us are going to take a much more cautious line about whatwe do,” Young says. “At end of the day, we are employing contractorsfor cost reasons and flexibility reasons,” he adds. Contractors generallywould prefer a higher rate to pension provision – they will normally have theirown pensions anyway and will not want to build up a stack of differentpensions, he suggests. The same goes for other ‘fringe’ benefits such as sickpay or holiday pay. The draft directive on agency and temporary workers, if it becomes law inits current form, will also be more of a burden than a boon, he expects. Employers will have to assess much more closely the skills they havein-house, what they need and what is available to them. Organisations may lookmore closely at simply outsourcing operations or even boosting their in-housetechnical operations. Although agencies have a key role to play in keeping rates low, conversely,if agencies become more prominent and, for instance, a standard rate is introduced,the flexibility that is a key selling point of contract staff could disappear.”With a standard rate, it would be harder to bargain,” says Young. Contractors, too, are likely to find less flexibility and opportunity in thenew arrangements. “There won’t be the opportunity for them to jump aroundso much. They will have to get into employment-type relations with theco-ordinating agencies, which may not suit them. And I do not see that thiswill encourage more permanent employment, because that is not why contractorsget into it,” he says. In the longer term the worry is that if contracting as a profession becomesless attractive and lucrative, fewer bright graduates will be attracted to it.This will mean a smaller pool of talent to draw on and employers may be forcedto take more activities in-house. What is clear, however, is the status quo clearly is set to give way.”It is going to change, of that I am certain,” says Young. Theprimary driver of the amount of contract work undertaken will remain,inevitably, the market. But under the fixed-term regulations organisations willhave to look much more closely at how they protect their costs before makingthe decision to employ contract labour. Organisations such as Avaya, which are committed to working within therules, recognise the need to have legislation in place to protect low-paid andexploited contract and agency workers. But while well-meaning, suchheavy-handed legislation could well have the opposite effect to that intended,at least in the IT contractor market. By not taking account of the pressuresand constraints of the markets such as Avaya’s, the regulations could end upmaking a valuable and flexible labour market less flexible, more insecure anddistinctly less inviting. “Quite often, for an employer, the decision to take on a contractor isnot as difficult as the decision to take on a permanent member of staff simplybecause you can turn it on and off,” explains Young. “But if it becomes more problematic, what you might find is peoplesimply putting projects off or finding some internal way of doing them.” Under threatOn 1 Sep 2002 in Personnel Today Comments are closed. Previous Article Next Article Related posts:No related photos.last_img read more

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Norwegian musher Thomas Waerner wins Iditarod

first_imgMarch 18, 2020 /Sports News – National Norwegian musher Thomas Waerner wins Iditarod FacebookTwitterLinkedInEmailJeff Manes/iStock(ANCHORAGE, Alaska) — Thomas Waerner of Norway won the Iditarod Trail Sled Dog Race Wednesday morning, crossing the finish line in Nome, Alaska after 9 days, 10 hours, 37 minutes, and 47 seconds.The Iditarod is one of the few U.S. sporting events not cancelled amid the coronavirus pandemic.After finishing the nearly 1,000 mile trek across Alaska, Waerner thanked his ten sled dogs, petting and rubbing them. He then gave each dog a snack, before telling reporters at the finish line that the win felt “awesome.”The 47-year-old had only attempted the race once before, in 2015. He finished 17th in that race, and was named Rookie of the Year.Fanspoured out of bars and hotels to cheer Waerner on. He will win at least $5,000 and a pickup truck.Waerner is the third Norwegian musher to win the Iditarod, which began with 57 mushers on March 8.Fears over the coronavirus altered this year’s race, with fans asked not to fly to Nome for the finish, as the city closed buildings to the public. In other villages along the course, official check-in points were moved outside of the community to limit contact.Copyright © 2020, ABC Audio. All rights reserved. Beau Lundcenter_img Written bylast_img read more

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Scottie Pippen announces death of eldest son, Antron: ‘A kind heart and beautiful soul gone way too soon’

first_img Beau Lund FacebookTwitterLinkedInEmailYang Huafeng/China News Service/VCG via Getty Images(NEW YORK) — NBA legend Scottie Pippen announced on Monday the sudden death of his son, Antron. He was 33.Pippen, who played for the Chicago Bulls, shared a series of photos of his eldest child on Instagram and penned an emotional tribute to his memory. The basketball great did not identify a cause of death.“I’m heartbroken to share that yesterday, I said goodbye to my firstborn son Antron,” said Pippen, 55. “The two of us shared a love for basketball and we had countless conversations about the game.”“Antron suffered from chronic asthma and if he hadn’t had it, I truly believe he would’ve made it to the NBA. He never let that get him down, though — Antron stayed positive and worked hard, and I am so proud of the man that he became,” the six-time NBA champ said.While calling for prayers for Karen McCollum, his ex-wife and Antron’s mother, as well as his friends and family members who loved him, Pippen continued, “A kind heart and beautiful soul gone way too soon. I love you, son, rest easy until we meet again.”Pippen and McCollum wed in 1988 and divorced in 1990. Antron was their only child.The basketball legend remarried in 1997 and welcomed four more children with current wife Larsa Pippen.The “Real Housewives of Miami” alum honored her stepson on social media, writing in an Instagram Story, “Some truths in life are hard to accept. Your memories will never be forgotten! They will always remain with us forever. You are forever in our hearts, we love u and will miss u always Rip Antron.”Copyright © 2021, ABC Audio. All rights reserved. Written bycenter_img April 20, 2021 /Sports News – National Scottie Pippen announces death of eldest son, Antron: ‘A kind heart and beautiful soul gone way too soon’last_img read more

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