“COPY” New Zealand 2019 Houses “COPY” ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/938112/birch-park-house-matter Clipboard ArchDaily Birch Park House / Matter Photographs Save this picture!© Simon Devitt & Jackie Meiring+ 33Curated by Paula Pintos Share Year: Area: 680 m² Year Completion year of this architecture project Birch Park House / MatterSave this projectSaveBirch Park House / Matter Photographs: Simon Devitt & Jackie MeiringClients:S& T NichollsConsultants:bespoke interior designCity:AucklandCountry:New ZealandMore SpecsLess SpecsSave this picture!© Simon Devitt & Jackie MeiringRecommended ProductsWoodLunawoodThermowood FacadesMetallicsStudcoWall Stop Ends – EzyCapEnclosures / Double Skin FacadesFranken-SchotterFacade System – LINEAWoodLunawoodThermowood FacadesText description provided by the architects. Our clients envisioned the project as a generational home, for their own children, grandparents, and greater family in general. It was important to incorporate and interpret aspects of Chilean and Japanese design philosophies into the project. After much collaboration and iteration, the home was resolved as a series of pavilions, interlocking with the landscape, allowing the site to flow through the built forms. Increasing the length of the building envelope and threshold the floor plan remains simple programmatically while creating many experientially unique and flexible spaces.Save this picture!© Simon Devitt & Jackie MeiringSave this picture!PlansSave this picture!© Simon Devitt & Jackie MeiringThe lower levels have been settled into the land, reflected materially with the use of Petersen bricks as the cladding. These hand made bricks maintain a human feel and scale, detailed to create solid, continuous planes both inside and out. While at the entranceway the wall planes are almost continuous, this deprivation of the view dissolves as you move within the home, the bricks reducing to small wing walls set between joinery. Above the brick ‘base’ walls are rich timber-clad forms containing the more private family spaces. Using Shou Sugi Ban to treat the exterior timber added texture and detail, creating a velvet cloak, the soft timber full of warmth and texture.Save this picture!© Simon Devitt & Jackie MeiringSave this picture!© Simon Devitt & Jackie MeiringIn collaboration with our clients and the very talented team from ‘Bespoke Interior Design’, the kitchen, bathrooms, and interiors were developed using contrast and layering, highlighting the strength and beauty of each element and material. Concrete and timber providing the backdrop, green marble with smoked timber cabinetry, rich walnut against white marble, organic linens & paper lanterns with steel balustrades. The Kitchen and bathroom designs were deceptively simple in shape creating elemental carved blocks of both dark emerald green and white stone. The selected colours mirroring the natural landscape in the stunning vistas beyond.Save this picture!© Simon Devitt & Jackie MeiringProject gallerySee allShow lessUsing Adobe in Architecture: Techniques and ApplicationArticlesConcrete and Stone: New Homes Reinterpreting Tradition in CyprusArticles Share Projects CopyAbout this officeMatterOfficeFollow#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesAucklandOn FacebookNew ZealandPublished on April 23, 2020Cite: “Birch Park House / Matter” 23 Apr 2020. ArchDaily. Accessed 10 Jun 2021.
Comments are closed. Rules of misconductOn 1 May 2001 in Personnel Today Previous Article Next Article There has been considerable emphasis recently on the rights of employees notto be harassed or bullied in the workplace. But, says Stuart Neilson, the alleged perpetrators of bullying haverights too and in dealing with the allegations of bullying and harassmentemployers must not lose sight of those rightsRecently there has been an upsurge in the number of employees who claim thatthey have been bullied or harassed at work. A number of trade unions are activelypursuing campaigns aimed at raising awareness of bullying and harassment in theworkplace. As a result, there is increasing pressure on employers to be seen toact quickly and decisively with those who are alleged to have carried out suchacts. But don’t bullies have rights too? The answer, of course, is that yesthey do and that employers will overlook these rights at their peril. The rushto judgement of an alleged bully may seem like a good idea at the time but itis something employers may have cause to regret as they wait for the employmenttribunal to come around. When dealing with any misconduct case, including allegations of harassmentor bullying, employers must bear in mind the fundamental rights of theemployees who are facing the misconduct allegations. Three of the keyprinciples. – The right to know the allegations. – The right to be notified of the evidence in support of the allegations. – The right to a fair and impartial hearing. These are not the only difficulties an employer will face in dealing withthe alleged harasser or bully. It may need to determine whether there isgrounds for a grievance hearing or disciplinary hearing and might need toconsider whether or not to suspend the alleged harasser or bully. Suspension or not? The first step many employers will take when faced with an allegation ofharassment or bullying is to suspend the alleged perpetrator. Whilst that maybe appropriate in some cases, it is by no means appropriate in all cases. The employer must consider each case on its own merits and determine whetheror not suspension is an appropriate step to take. Suspension should only beused where there is a real need to remove the employee from the workplacetemporarily. A grievance or disciplinary hearing? A disgruntled employee will often raise allegations of bullying in the formof a grievance. In their terms and conditions of employment, many public bodiesprovide for formal grievance hearings to take place in these circumstances,with the alleged perpetrator invited to attend. This is a dangerous path tofollow. The grievance hearing is not the appropriate forum for determiningallegations of misconduct against individuals. Such an individual will havelimited rights in relation to the conduct of the hearing, because, since it isnot a disciplinary hearing they will have no right to an appeal. Despite this lack of rights, the grievance hearing may well establishwhether or not any misconduct has taken place, which could clearly prejudiceany subsequent disciplinary hearing. The proper path to follow is for theemployer to investigate any grievance raised and if satisfied that there is anissue of misconduct, suspend the grievance procedure before any hearing takesplace or any findings are made in relation to the grievance. They should thenfollow a proper disciplinary process with the individual against whom theallegations have been made. Allegations, evidence and the impartial hearing Harassment or bullying cases can be problematic in disclosing to the allegedperpetrator the nature of the allegations they face. The complainant may notwish to be identified to the alleged perpetrator and the employer may not wishto disclose to the alleged perpetrator the exact nature of the allegationsbecause by so doing he will be identifying the complainant. It is, however,difficult to see how there can be a procedurally fair dismissal incircumstances where the employee is unaware of the allegations against him. It is a fundamental principle of justice that an individual who facesaccusations knows what those accusations are in order that they have a fairopportunity to answer them. In PACT v Clark 1.3.1999 Employment Appeal Tribunal705/95, allegations of inappropriate touching made against an employee by twoyoung women in her care were not disclosed to the employee and the EmploymentAppeal Tribunal upheld the tribunal’s finding that this made the dismissalunfair. Accordingly, if the employer cannot disclose the allegations to the alleged perpetratorit will not be possible to carry out a fair disciplinary hearing. If the employer cannot proceed with a disciplinary hearing can theallegations be used at a later date to the alleged perpetrator’s detriment? Inthe case of TSB Bank plc v Harris 2000 IRLR 157, a number of complaints weremade against an employee who worked for the bank. Only two of those complaintswere ever disclosed to her. The employee was seeking to move to a new job andasked for a reference. However, the reference mentioned complaints made againsther of which she was unaware. As a result, she was not offered the new job andthen resigned from her existing job claiming constructive dismissal against heremployers. Her claim was successful. It was held that the employers were in fundamentalbreach of the implied terms of trust and confidence by revealing in a referenceto a prospective employer, complaints of which the employee was unaware. Inthat case the allegations were later used in the context of a reference. However,it is likely that if the allegations are used internally, say to block apromotion, in circumstances where they have never been put to the employee,then that may also give the employee valid grounds to later resign and claimconstructive dismissal. It is important that employees are always made aware of any allegations ifdisciplinary action is to be taken against them or any other action is to betaken which could be deemed as detrimental. What if the employer is able to specify the allegations but does not wish todisclose the identity of the complainants who have provided the allegations? The alleged perpetrator will inevitably argue that the identity of thewitnesses is crucial, as it could be that certain individuals who may be givingevidence have alternative reasons for wanting the allegations to stick. Thereare two separate issues here. Firstly, does the alleged perpetrator have aright to know who all the witnesses are? Secondly, is there a right to actuallysee the witness statements – even if it is with names and identifying remarksblanked out? The answer to the first issue is that the alleged perpetrator does not havea right to know the witness’s identity. However, this is not the end of thestory, since the issue is then whether or not the employer can make use of theevidence of an anonymous informant. Whether or not evidence from an anonymousinformant can be used depends on the circumstances of each case. The EAT havelaid down guidelines which may help. – A detailed written statement should be obtained from the anonymouswitness. – The employer should investigate further and seek to corroborate what is inthe statement. – Tactful enquiries should be made into the background of the informant. – The employer must decide, having carried out the steps above, whether ornot to proceed on the basis of the evidence of the informant. – If the case does proceed, the manager responsible for the hearing shouldseparately interview the informant. – The informant’s written statement should be provided to the employee ifpossible. – If the employee raises issues to put to the informant, an adjournment maybe appropriate. – Full notes should be kept of the proceedings. Whilst each case has to be considered on its own merits, it would be difficultto prove allegations of misconduct in circumstances where the only evidence wasuncorroborated testimony from a witness who may not be willing to beidentified. If there are witness statements, these should be disclosed to the employeeagainst whom the allegations have been made. If the actual statements cannot bedisclosed then at the very least the employer must make the employee aware ofthe content of the statements. Another area of concern in bullying and harassment cases concerns thehearing. Does the alleged perpetrator have a right to request the presence ofthe complainer at the hearing itself to cross-examine that person? Thedisciplinary procedure may provide that the employee has such a right, in whichcase the employer will be bound to comply with the terms of the procedure. Where the disciplinary procedure is silent, then the employee has noabsolute right to cross-examine witnesses. There will, however, be exceptionalcases and employment tribunals have held in the past that a failure to allowcross-examination in situations where, for example, there is a crucial issue offact upon which a decision to dismiss may turn, renders the dismissal unfair. The employer must therefore consider any requests by the employee tocross-examine the complainant carefully before determining whether or not it isappropriate in the circumstances of that particular case. Conclusion Bullying and harassment cases do create difficult issues for employers, butit is important that employers bear in mind the procedural safeguards to whichthose accused of such acts are entitled. Failure to follow a proper proceduremay leave employers exposed to potentially costly claims for unfair dismissal.n Stuart Neilson is a partner in the employment unit of McGrigor Donald Actions employers need to takeEmployers need to be aware of the rights of those accused of harassment orbullying. In particular– Employers should not automatically suspend employees who face allegationsof bullying or harassment. Suspension should take place only where it is bothappropriate and necessary.– Where allegations of bullying and harassment are made in the context of agrievance procedure, employers need to be prepared to suspend that procedureand move to a disciplinary procedure when it is considered likely that theremay be some disciplinary action arising out of the allegations.– Employers should not take disciplinary action against employees or subjectthem to any other detriment in respect of allegations that have not beenformally put to the employee.– If employers consider it is necessary to rely upon the evidence ofanonymous witnesses then they should only do so having followed the guidelinesset down by the EAT. – As a matter of course the content of witness statements should bedisclosed to the employee, unless there are exceptional reasons for not doingso.– Employers need to be aware that in exceptional cases it may be necessaryto allow the employee to cross-examine witnesses at disciplinary hearings. 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68 Views no discussions Photo credit: telegraph.co.ukBefore reviewing the Pew research data further, a word of clarification about my remarks on Catholic identity. A friend of mine remarked to me that the issue of identity can hardly be regarded or dismissed as ‘academic,’ as I put it. My choice of expression was not the best. I did not mean to imply that concerns about identity were unimportant. Let me explain.Every list of marks of Catholic identity starts with ‘sacramentality.’ This means that Catholics tend to think of or imagine reality in the way the sacraments signify their referents. Thus bread is the sacrament of Christ’s body; wine the sacrament of his blood. Oil has its own special referent, and so do the host of ‘sacramentals’ familiar to Catholics — crosses, medals, rosaries, holy water, etc. The referents are for the most part supernatural realities. Things in the natural sphere, in other words, are made to signify realities in a realm quite beyond their reach. That’s the Catholic ‘mode’ of thinking.The toll that greater secularization today takes on the religious consciousness lies in just this area. The signifying power of sacramentals is now considerably diminished, if not sometimes completely absent. This is why on special occasions liturgy is often so didactic. We have to keep explaining what this action or symbol ‘means’. “Now I’m going to pour water on the baby’s head, and what this means is…” We have to keep speaking and explaining because the actions or symbols no longer speak for themselves. Signification is silent or mute.I do not see much point in talking about identity when the more important question is the underlying lack of signifying power — and that, to my mind, is the connection with absence in our churches.At any rate, that is how I look at the matter. The Pew research diverges from me at this point, as I said. I wonder, as I will say later, how far its conclusions can equivalently apply to us.The reasons given for leaving in the Pew data have little to with disagreement over the Church’s position on today’s hot button issues: abortion, divorce, homosexuality, and so on. The percentage of those who leave over these issues ranges from 16 to 23%.Catholics leave because the Church does not meet their spiritual needs; they find interest in the Bible and the Protestant worship service more attractive. Further, those who become Protestant are not lax or indifferent Catholics. In fact, they attend worship services at a higher rate than those who remain Catholic – 63% to 42% in respect of weekly attendance.Seventy-one percent of Catholics who become Protestant also say that their faith is stronger than when they were children or teenagers, compared with forty-two percent of those remaining Catholic. Thus, Reese concludes, “both as believers and as worshipers, Catholics who become Protestants are statistically better Christians than those who stay Catholic. We are losing the best, not the worst.”This covers the substance of Reese’s account. The main lessons from the data in his estimation are three: First, those leaving are more concerned with spiritual nourishment than with doctrine. “Tinkering with the wording of the creed at Mass is not going to help. No one except the Vatican and the bishops cares whether Jesus is ‘one in being’ with the Father or ‘consubstantial’ with the Father… People are longing for liturgies that touch the heart and emotions.”Secondly, “thanks to Pope Pius XII, Catholic scripture scholars have had decades to produce the best thinking on scripture in the world. That Catholics are leaving to join evangelical churches because of attention to the Bible is a disgrace. Too few homilists explain the scriptures to their people…If we could get Catholics to read the Sunday scripture readings each week before they come to Mass, it would be revolutionary. If you do not read and pray the scriptures, you are not an adult Christian. Catholics who become evangelicals understand this.”Finally, “the data shows that two-thirds of Catholics who become Protestants do so before they reach the age of 24. The church must make a preferential option for teenagers and young adults or it will continue to bleed… Current religious education programs and teen groups appear to have little effect on keeping these folks Catholic…although those who attend a Catholic high school do appear to stay at a higher rate.”How much of this research applies to us is difficult to say. Of course, we too know the experience of exodus. We do not yet, however, have any real sense of why our ex-Catholics remain “unaffiliated,” as I feel many of them do. I also do not think that Catholics here leave to join evangelical Protestantism in quite the same large numbers. While it is true some Catholics have become Pentecostal, it’s difficult to guess how many or what percentage.The character of our liturgy is obviously something we must attend to. I would personally not emphasize that improvement should focus on a greater emotional register. My sense of our deficiency tends to go in other directions, for example, the lyrics and melodies of many of our hymns. The theology is often awful and the lyrics quite vacuous. I also think that many of the Collects (Opening Prayers) at Mass make terrible sense as prayers. Liturgical language on the whole is quite pedestrian, and some of the Gospel passages allocated for weekday readings are chopped from larger texts in the strangest places. I say “chopped” because that’s the only way to describe it. It often makes preaching from one day to the next quite difficult.My overall conviction is that the lack in liturgical experience today is a sense of the sacred. I do not mean by this an absence of pious associations (or organ music). I mean that what we lack is a self-evident sense, vital as the air we breathe, that there’s a living connection between heaven and earth. That we do not have today. What we more often have are feelings of severance or absence. The result is flat, prosaic liturgy, which only generates (can only generate) flat, prosaic feeling.By: Father Henry Charles Ph. d Share FaithLifestyleLocalNews The “hidden exodus” of Catholics from the Catholic Church, Part II by: – July 3, 2011 Tweet Share Share Sharing is caring! read more
Next year’s Basketball Hall of Fame Classic has been set. On December 29 at New Castle High School in the girls’ portion of the tourney Noblesville will play Benton Central and Lebanon will play Princeton.On December 30 the boys’ portion of this tourney will take place. It will match Lawrence Central against Lafayette McCutcheon and Martinsville vs. Ft. Wayne Carroll.You will remember that Greensburg participated in this tournament 2 years ago, and Batesville was a participant last year. It is quite an honor for your team to be selected to play in the world’s largest high school gymnasium. read more
Racing Post has confirmed leading online bookmaker bet365, as the first customer of its newly launched ‘international racing content’ API, which allows betting stakeholders to significantly broaden their racing inventory, showcasing all major racing jurisdictions across the globe.The announcement sees bet365 deepen its existing content partnership with Racing Post, choosing to gain in-depth information on South African racing, such as racecards, riding silks, form, comments, verdicts and star ratings, leading to market audiences being significantly better informed.Simon Betteley of bet365 detailed the value of Racing Post’s deeper content and data for customers – We’ve had a strong partnership with Racing Post for a number of years and they are the independent authority on British and Irish horseracing. Their content is incredibly valuable to our customers and I’m delighted to announce we have expanded the partnership for South African racing.”He continued: “The content is hugely important for races taking place further afield as it gives customers just as much insight and information on the field as it would in the UK. The content allows them to make informed decisions before placing a bet.”Moving its content provisions beyond UK and IRE shores, Racing Post’s expanded vertical further covers the UAE and Hong Kong racing, with France, Australia and LARC all to be released in the coming months.A key project for the publisher, Racing Post details that it targets 15 new territories supported by 40 languages for its content vertical, which will become the go-to race information and knowledge service for all betting stakeholders.Racing Post Key Partnerships Manager, Caroline Bushe: “We’ve worked with bet365 for a number of years and it is excellent to have an array of content live across the site of one of the biggest bookmakers in the world. We know the value punters place on our content in the UK and Ireland and we’re delighted StumbleUpon Betfred counters Oppenheimer bid in race to rescue Phumelela August 26, 2020 Share Submit Related Articles Spotlight delivers Racing Post translated services for Pari-Engineering Russia August 26, 2020 Spotlight ups matchday commentary reach and capacity for new EPL Season August 21, 2020 Share read more
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