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Office of the Superintendent of Financial Institutions / Bureau du surintendant des institutions financières
Top of content
InfoPensions
Guidance and Legislative Matters
Regulatory Filings and Important Dates
FSRA/OSFI collaboration on DC plans - Update
Actuarial guide revisions
OSFI review of pension investments - Update
Revised processes performed by a LRA in the RRS
Pension Plans Survey
Important reminders and dates
FSRA/OSFI collaboration on defined contribution plans - Update
Amendments to the Pension Benefits Standards Act, 1985 in the 2021 Budget Implementation Act
OSFI discussion paper: Navigating Uncertainty in Climate Change – feedback and next steps
OSFI discussion paper: Developing Financial Sector Resilience in a Digital World – results of consultation
Basic rate for assessment of pension plans
Guidance posted on OSFI's website
Revised processes performed by a Local Registration Authority in the Regulatory Reporting System
New Superintendent of Financial Institutions
InfoPensions - Issue 25 - November 2021
InfoPensions includes announcements and reminders on matters relevant to federally regulated private pension plans including pooled registered pension plans. To receive email notifications of new items posted to OSFI's website, including this newsletter and other pension-related documents, please subscribe using Email Notifications.
If you have any questions about the articles you read in InfoPensions or if you have suggestions for future articles, please contact us at pensions@osfi-bsif.gc.ca. We expect to post the next issue of InfoPensions in May 2022.
For general enquiries, including pension-related questions, please contact us at information@osfi-bsif.gc.ca. If you prefer to contact us by telephone, by fax or by mail, please refer to the contact information on OSFI's website.
In the previous Issue 24 of InfoPensions , we provided an overview of work being carried out by OSFI and its Private Pension Plans Division (PPPD) to review how we supervise defined benefit pension plan investments. Among the areas for improvement we identified is the need for additional OSFI guidance intended to promote more robust investment risk management practices among the pension plans OSFI regulates. We are committed to keeping you informed of key developments relating to this important initiative.
Since our last update in May 2021, work has been ongoing to develop a discussion paper that proposes a set of principles-based regulatory expectations relating to risk management for pension plan investments. A key consideration for OSFI has been ensuring that pension plans of all sizes, investment complexity and risk profiles are able to apply and adapt these proposed regulatory expectations commensurate with their circumstances and experience. The intention of selecting the discussion paper format is to solicit feedback from plan administrators and other pension industry stakeholders regarding the implementation by pension plans of the proposed regulatory expectations set out in the discussion paper.
The discussion paper is expected to be published in early 2022 (in lieu of a late autumn 2021 timeframe that we have previously communicated). A consultation period will follow, during which plan administrators and other pension industry stakeholders are encouraged to review and comment on any aspect of the discussion paper. Feedback received will inform the development of guidance, which will first be released in draft form for comment prior to being finalized.
FSRA/OSFI collaboration on defined contribution plans – Update
Since December 2020, OSFI has collaborated with the Financial Services Regulatory Authority of Ontario (FSRA) in a joint consultation with stakeholders to improve outcomes for members through an enhanced supervisory approach for defined contribution plans. The Technical Advisory Committee (the Committee), established to review the supervisory approaches of both regulators, has completed its work. The Committee met six times and the discussions focused on the following main topics:
Administrator/employer responsibilities
Improving regulatory guidance for defined contribution plans
Promoting member engagement
Exploring regulatory efficiency and effectiveness
Decumulation
OSFI and FSRA have published a summary of outcomes of the discussions on the various topics listed above on their respective websites. In light of the wide acceptance of the Canadian Association of Pension Supervisory Authorities (CAPSA) Capital Accumulation Plan Guidelines, the Committee recommended putting forward a series of recommendations to CAPSA. Finally, the Committee recommended that plain-language guidance for pension plan members be produced. This guide − that administrators are encouraged to share with their members − is intended to communicate basic information and prompt action for key member decisions. The guide was endorsed by CAPSA and is available on CAPSA's website.
OSFI and FSRA hosted a webinar on these topics on November 9, 2021. The recording and the transcript will be available shortly on OSFI's website.
Information about the Committee, as well as summaries of the meetings, outcomes, recommendations and the member guide, are available on OSFI's website.
On June 29, 2021, Bill C-30 – An Act to implement certain provisions of the budget tabled in Parliament on April 19, 2021 and other measures (the Budget Implementation Act or BIA) received royal assent. The BIA included amendments to the Pension Benefits Standards Act, 1985 (PBSA) as well as other measures related to pensions:
Changes to the PBSA to implement a new framework for negotiated contributions plans, including the requirement for these plans to establish a funding policy and a governance policy.
Changes to the PBSA's unclaimed asset regime, including changes to facilitate the Government's intent to expand the scope of the federal unclaimed assets regime to include unclaimed pension benefits for unlocatable members of terminated federally regulated pension plans.
Changes to the Income Tax Act establishing rules to permit Variable Payment Life Annuities (VPLA) and Advanced Life Deferred Annuities (ALDA) for defined contribution pension plans and pooled registered pension plans.
Please note that changes to the negotiated contribution plan framework and unclaimed asset regime are not intended to be brought into force until the associated changes to the Pension Benefits Standards Regulations, 1985 are implemented. Similarly, defined contribution pension plans and pooled registered pension plans will not be able to offer VPLAs as a decumulation option until changes to pension benefits standards legislation have been implemented.
On January 11, 2021, OSFI released a discussion paper on Navigating Uncertainty in Climate Change (PDF, 2,480 KB). In response to the consultation, which closed on April 12, 2021, OSFI received feedback from over 70 respondents including federally regulated financial institutions, federally regulated pension plans (FRPPs), industry and professional associations, interested organizations and individuals. In October 2021, OSFI published a letter providing a summary of feedback received and next steps. For FRPPs, OSFI will continue collaborating with the Canadian Association of Pension Supervisory Authorities (CAPSA) to develop guidance on integrating Environmental, Social and Governance considerations in pension investment decisions and assess the need for additional guidance thereafter.
OSFI discussion paper: Developing Financial Sector Resilience in a Digital World - results of consultation
On September 15, 2020, OSFI issued a discussion paper on Developing financial sector resilience in a digital world (PDF, 5,754 KB). OSFI sought feedback on a range of technology-related risk areas, with a focus on cyber security, advanced analytics, and the technology third party ecosystem.
In response to the consultation, which closed on December 15, 2020, OSFI received over 50 submissions from a diverse group of respondents including federally regulated financial institutions, industry associations, technology companies and consulting firms.
There was broad support for OSFI's emerging principles-based and technology-neutral perspectives on technology risk management, as presented in the discussion paper. Respondents indicated that OSFI should first leverage its existing guidance and align any additional guidance with existing international and IT standards. Their input will help inform OSFI's regulatory and supervisory approaches to technology risks that meet our mandate of protecting private pension plan beneficiaries while recognizing that plan administrators are ultimately responsible for risk decisions.
The Private Pension Plans Division (PPPD) will review any draft guidance to determine if it is appropriate for federally regulated private pension plans. Pension plan administrators and stakeholders will be apprised of any draft guidance issued for pension plans and given an opportunity to provide feedback on specific OSFI proposals prior to the issuance of any final guidance.
The Assessment of Pension Plans Regulations require the Superintendent to publish annually in the Canada Gazette , Part I, a notice setting out the basic rate that will be applied to the assessment of pension plans in the upcoming fiscal year.
A notice was published in Part I of the Canada Gazette on September 25, 2021, setting out that the basic rate in effect for assessments that are invoiced by OSFI for plan years ending between October 1, 2021 and September 30, 2022 is $10. This basic rate is the same as last year's rate and applies to all pension plans registered under the Pension Benefits Standards Act, 1985 and the Pooled Registered Pension Plans Act .
Please refer to the Pension Plan Assessment Rate schedule on our website for more information on the applicable rate.
Since April 1, 2019, pension plans are no longer required to calculate their own plan assessment. OSFI determines the assessment due for a pension plan and sends an invoice after the due date of the plan's Annual Information Return (AIR) or, where applicable, after having received an application for registration. OSFI expects to prepare the invoice approximately 45 days after determining the assessment, e.g. approximately 45 days after the due date of the AIR. We ask that you please wait to be invoiced rather than sending the assessment along with an application for registration or the AIR.
The following documents were posted to the OSFI website since the last edition of InfoPensions :
November 2021 - Final version of the revised Instruction Guide for the Preparation of Actuarial Reports for Defined Benefit Pension Plans (Actuarial Guide). The draft version of section 2.7.4 of the revised Actuarial Guide was posted in July 2021 for consultation. The revisions provide updated expectations for plans using a replicating portfolio approach.
October 2021 - Pension Plan Assessment Rate Schedule and Pooled Registered Pension Plan Assessment Rate Schedule .
May 2021 - OSFI's Near-Term Plan of Prudential Policy for Federally Regulated Financial Institutions and Federally Regulated Private Pension Plans . This document sets out clear priorities and timelines to develop policies and guidance that will support continued resilience of banks, insurers and federally regulated private pension plans. Note that timelines may be impacted by the application of the caretaker convention during the federal election period.
Revisions to the Instruction Guide for the Preparation of Actuarial Reports for Defined Benefit Pension Plans
On November 5, 2021, OSFI issued the revised Instruction Guide for the Preparation of Actuarial Reports for Defined Benefit Pension Plans (Actuarial Guide) for consultation with pension plan stakeholders. The revisions to the Actuarial Guide provide updated expectations for plans using a replicating portfolio approach. The consultation period ended on September 10, 2021. We would like to thank everyone who provided input on the draft revisions.
Minor changes to other sections of the Actuarial Guide that have no impact on funding requirements were also made to clarify other expectations.
A draft of Section 2.7.4 of the revised Actuarial Guide was issued on July 9, 2021. A non-attributed summary of comments received, along with our responses and Guidance Impact Analysis Statement has been posted on OSFI's website.
The revisions to the Actuarial Guide will apply to actuarial reports with a valuation date on and after December 31, 2021. Early adoption is permitted.
The Bank of Canada's implementation of BoC Connect earlier this year included improvements to the processes performed by Local Registration Authorities (LRAs).
LRAs are the first point of contact for BoC Connect and Regulatory Reporting System (RRS) users within their organization. LRAs are responsible for managing user profile accounts for their organization, and, as needed, are the primary contact for the Bank of Canada's support personnel.
LRAs can now generate requests for the Bank of Canada Business Application Support team to:
create new BoC Connect user profiles;
change or remove the access to RRS for existing user profiles; and
assign a user to act as an LRA.
They can also view/update existing user profile information and unlock user profiles when a user has been locked out due to five unsuccessful password entries. These functions no longer require you to contact the Bank of Canada.
Step-by-step instructions on processes that can be performed by an LRA on behalf of an organization may be found in the BOC Connect LRA Guide, located in the Documents section of RRS, or on OSFI's website. For further assistance, please contact the Bank of Canada at 1-855-865-8636 and follow the instructions to reach RRS Support.
Annual filings and plan amendments must be filed using the Regulatory Reporting System (RRS).
Documents submitted in support of an application that requires the Superintendent's authorization should be submitted electronically at pensions@osfi-bsif.gc.ca. There is no need to mail a hard copy of the application in addition to the electronic one.
Under the Pension Benefits Standards Act, 1985 :
Action or Required Filing
All Plans:
Annual Information Return (OSFI 49) and Schedule A - Canada Revenue Agency Information Requirements (OSFI 49A) 6 months after plan year end
Pension Plan Annual Corporate Certification (PPACC)
6 months after plan year end or when changes occur
Certified Financial Statements (OSFI 60), Auditor's Report Filing Confirmation (ARFC) and, if required, an Auditor's Report 6 months after plan year end
Plan Assessments Payable upon receipt of the OSFI-issued invoice
Annual statements to members and former members and their spouses or common-law partners 6 months after plan year end
Amendments to documents that create or support the plan or fund Within 60 days after the amendment is made
Defined Benefit Plans Only:
Actuarial Report and Actuarial Information Summary and, if required, Replicating Portfolio Information Summary 6 months after plan year end
Solvency Information Return (OSFI 575) The later of 45 days after the plan year end or February 15
Under the Pooled Registered Pension Plans Act :
Pooled Registered Pension Plan Annual Information Return (includes financial statements) April 30 (4 months after the end of the year to which the document relates)
Auditor's Report April 30 (4 months after the end of the year to which the document relates)
Pension Plan Annual Corporate Certification (PPACC) April 30 (4 months after the end of the year) or when changes occur
Annual statements to members and their spouses or common-law partners February 14 (45 days after the end of the year)
Jeremy Rudin reached the end of his term as Superintendent of Financial Institutions in June 2021 and retired. In June 2021, Peter Routledge was appointed as the new Superintendent of Financial Institutions for a seven-year term. Mr. Routledge was most recently the CEO of the Canada Deposit Insurance Corporation (CDIC) and has extensive experience in the financial sector. More information about Mr. Routledge is available on OSFI's website.
Earlier this year, OSFI commissioned Phoenix Strategic Perspectives Inc., an independent research firm, to conduct a confidential online survey with administrators and professional advisors of active private pension plans regulated by OSFI. In the survey, respondents answered questions about OSFI's performance, including its response to COVID-19, and provided suggestions for improvements. While the overall response rate (19%) was notably lower than it has been in the past, results remain comparable against previous iterations of the survey.
Among other areas, high positive ratings pertain to OSFI's guidance material and consultations with industry when developing these guidelines, effectiveness in supervising plans under normal and COVID-19 circumstances, and timeliness in responding to enquiries. While overall assessments of OSFI were positive, in some areas we observed a shift compared to previous surveys, with many selecting "good" as opposed to "very good" or "somewhat effective" rather than "very effective".
The majority of respondents were aware of OSFI's COVID-19 measures and most agreed that we identified the right measures, responded in a timely manner, and provided clear expectations regarding COVID-19 circumstances.
The Private Pension Plans Division (PPPD) at OSFI responds to the results of the survey by preparing an internal action plan to address the findings that require attention. Following this year's survey, PPPD's action plan includes:
reviewing all approvals processes and procedures;
committing to PPPD's service standards for responding to general enquiries within 15 business days in the majority of cases;
reviewing the disclosure requirements in the Instruction Guide for the Preparation of Actuarial Reports for Defined Benefit Pension Plans ; and
reminding plan administrators to update their corporate information in the Regulatory Reporting System (RRS) as changes occur to help improve OSFI's ability to contact plan administrators.
For those that participated in the survey, thank you for your valuable input. We encourage all plan administrators and professionals to consider participating in the next survey.
For more information, please see the Overview of the Pension Plans Survey Findings on OSFI's website, which includes a link to the final report.


I know Washington's all in a tizzy, and everybody is pointing fingers at each other, and saying it's their fault, the Democrats' fault, and the Republicans' fault. Listen: I'll take responsibility. I'm the President.
We didn't draft these contracts. We've got a lot on our plate. But it is appropriate when you're in charge to make sure that stuff doesn't happen like this, so we're going to do everything we can to fix it.
So for everybody in Washington who's busy scrambling to try to figure out how to blame somebody else, just go ahead and talk to me, because it's my job to fix these messes even if I don't make them.
But what's just as important is that we make sure we don't find ourselves in this situation again, where taxpayers are on the hook for losses in bad times, and all the wealth that's generated in good times goes to those who are at the very top of the income ladder.


Do a little research about the company and the industry before the interview.
This involves browsing through the company's website to be well informed about the various aspects of the company. This will definitely gain you extra points, as your potential employer will be impressed if you have a good understanding of the industry and company. Moreover, having information about the company helps you know how your skills can fit into the organization.
Rehearse how to respond to specific questions.
There are questions that you're sure to be asked in any given interview, such as, "tell me about yourself." It is therefore important to prepare well in advance so that you are not ambushed by the interviewer.
It is advisable that you arrive for your interview about 15 minutes before the scheduled time. This helps you to be relaxed and focused. Moreover, being late makes it seem like you don't really care about the position.
First impressions matter and you only have one opportunity to impress your potential employer. Thus, it is always advisable to go for clothing that will make you look like a professional. Avoid clothes that are too uncomfortable or too revealing.
Give the interviewer a firm handshake and remember to thank them for the opportunity at the end of the interview. Also, remember to look confident and relaxed by wearing a smile!
Be sure to look the interviewer in the eye without staring. When you maintain eye contact with your interviewer, it creates an impression that you are confident and certain about what you are saying. You can also use gestures as a way of emphasizing certain points. In cases where you are not sure what to say, consider using transitional phrases instead of umms and ahs.
Remain calm during the interview. No matter how much you may have panicked beforehand or feel agitated by the questions being fielded to you, it is important to remain calm.
Always seek clarification whenever necessary as opposed to going ahead to respond to a question you are not clear about. Remember this may be the make or break question.
Most of the time, many people are afraid to ask questions. However, it is advisable to ask questions because it shows that you are interested in the job and the organization.
Interviews can be a hurdle if you are not well prepared. However, you can be sure to ace your interviews with the tips discussed above.
Vicky Olubi is the founder of TheTutoress, a London-based education company that specializes in 11+ intensive courses and tuition classes. Vicky enjoys sharing tutoring and education advice on her blog and regularly writes for various online magazines and blogs. Stay connected by following Vicky on Google+.
This entry was posted on Monday, January 27th, 2014 at 8:37 amand is filed under General. You can follow any responses to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.


text:
Q: Discord.js when I kick a person I want to see it in a channel + as a embed msg I'm using discord.js: "discord.js": "12.1.1" and this script is already looking OK.
So I made command handler and in that command folder I made a file called 'kickuser.js'
The permission is good, the kick is working as inteded.
But Now I want this to be also send to a specific channel + as a embed.
Person who did the kicking:
Action: Kick/Ban    || this is for later
Reason: reason...
When he was kicked * yesterday at 13:46
var kickEmbed = new Discord.MessageEmbed()
    .setDescription("Kick")
    .setColor("#ee0000")
    .addField("Kicked by", message.author);
  //.addField("Kicked user", ?)
 //.setFooter("time ?")

Below you can see my script 'kickuser.js'
const discord = require("discord.js");

module.exports.run = async(bot, message, args) =>{

    if(message.member.hasPermission("KICK_MEMBERS")) {

      if (!message.mentions.users.size) {
          return message.reply('You must tag 1 user.');
      }

      else {

          let member = message.mentions.members.first();
          let reason = message.content.split(" ").slice(2).join(' ');

          if(member.kickable == false) {
              message.channel.send("That user cannot be kicked!");
              return;
          }

          else {

              if(reason == ``) {
                  reason = (`No reason provided.`)
              }

              await member.send(`You have been kicked from **${message.guild.name}** with the reason: **${reason}**`)
              .catch(err => message.channel.send(`⚠ Unable to contact **${member}**.`));

              await member.kick(reason)
              await message.channel.send(` ${member} Reason: ${reason}`);

              console.log(`${message.author.tag} kicked ${member.user.tag} from '${message.guild.name}' with the reason: '${reason}'.`);

            }

      }

  }

      else {
      message.channel.send("You do not have permission to use kick.");
      return;
  }

}

A: I modified your code a bit to make it cleaner and I also wrote the embed for you.
You had to get the channel by accessing the guild's channels and looking for the ID of the channel you want to log the kick in using message.guild.channels.cache.get() then sending the embed you've created by using .send(embed) like you send any other message.
const discord = require("discord.js");

module.exports.run = async (bot, message, args) => {

    if (message.member.hasPermission("KICK_MEMBERS")) {

        if (!message.mentions.users) return message.reply('You must tag 1 user.');

        else {

            const channel = message.guild.channels.cache.get(CHANNEL_ID_HERE);
            const member = message.mentions.members.first();
            let reason = message.content.split(" ").slice(2).join(' ');

            if (member.kickable == false) return message.channel.send("That user cannot be kicked!");

            else {

                if (!reason) reason = (`No reason provided.`);

                await member.send(`You have been kicked from **${message.guild.name}** with the reason: **${reason}**`)
                    .catch(err => message.channel.send(`⚠ Unable to contact **${member}**.`));

                await member.kick(reason);

                const kickEmbed = new discord.MessageEmbed()
                    .setAuthor(member.user.tag, member.user.avatarURL())
                    .setColor("#ee0000")
                    .setTimestamp()
                    .addField("Kicked By", message.author.tag)
                    .addField("Reason", reason);

                await channel.send(kickEmbed);

                console.log(`${message.author.tag} kicked ${member.user.tag} from '${message.guild.name}' with the reason: '${reason}'.`);

            }
        }
    } else {
        message.channel.send("You do not have permission to use kick.");
        return;
    }
}

redpajama_set_name: RedPajamaStackExchange


What Can Chapter 13 do for (or to) You?
Curtis Ching has worked at the United States Trustee's Office for 29 years, first as a Trial Attorney, and now as the Assistant U.S. Trustee for the region which covers Hawaii, Guam and the Commonwealth of the Northern Mariana Islands. He has also worked for a private firm in Honolulu and clerked for a bankruptcy judge in San Diego and for the Chief Justice of the Hawaii Supreme Court.
Howard Hu has been the Standing Chapter 13 Trustee for the Territory of Guam and the Commonwealth of the Northern Mariana Islands since 2005. He also serves as the Standing Chapter 13 Trustee for the District of Hawaii since 1982 and has been appointed as Chapter 11 Trustee and as examiner in other bankruptcy cases. In addition to his Trustee duties, Mr. Hu practices as a Certified Public Accountant with an emphasis on tax planning for small businesses and individuals. He received his BBA degree from the University of Hawaii, his JD degree from the University of San Francisco School of Law and is a member of the National Association of Chapter Thirteen Trustees, Hawaii State Bar, and the Hawaii Society of Certified Public Accountants. Mr. Hu is a member of the Board of Directors for the National Data Center and a former director of the Bankruptcy Law Section of the Hawaii State Bar.


text:
Pulau Hantu - A celebration of marine life
Secret lives and secret worlds hidden in Singapore's most popular coral reef.
Parliament Report (full text): "Land reclamation at Pulau Ular", 20 Jul 2005.
Full text of the parliamentary discussion reported in The Straits Times, 21 Jul 05 as "Harm to marine life to be minimised."
Land reclamation at Pulau Ular (Environmental Impact), 20 Jul 2005. Singapore Parliament Reports, Parliament 10, Session 2, Vol. 80, Sitting 8. MPs Speaking: Dr Geh Min; Mr Heng Chee How; Mr Abdullah Tarmugi (Mr Speaker).
4. Dr Geh Min asked the Minister for Trade and Industry whether an Environmental Impact Assessment has been done with reference to land reclamation at Pulau Ular and, if so, what are the findings and recommendations particularly pertaining to the impact on coral reefs and marine lives of the surrounding areas and, if not, can one be done as soon as possible.
Mr Heng Chee How (for the Minister for Trade and Industry): Mr Speaker, Sir, JTC, which is the appointed agent for the reclamation project at Pulau Ular, had commissioned an Environmental Impact Assessment (EIA) study three years ago to determine the feasibility of reclaiming land at that particular site. The study was conducted by DHI Water and Environment (Singapore) Pte Ltd, which is an internationally renowned hydraulic institute, and included a survey of the corals and marine life around the area. Earlier this year, a supplementary assessment was also conducted to augment the earlier study.
DHI's assessment indicated that, with proper sequencing of the reclamation procedures and proper controls to limit the release of silt into the waters, marine life in these waters would not be endangered.
In line with DHI's assessment, JTC will work with the reclamation contractors to put in place necessary mitigating measures to minimise silt release. These include the use of fill materials with low silt content, and close monitoring of the sand filling process. In addition, at locations, such as Terumbu Bayan, where the corals will be directly impacted, these corals will be relocated to suitable locations. JTC will be pleased to work with interested organisations for this relocation exercise.
This reclamation project is currently in the advanced stage of planning. JTC has submitted its plans to the relevant regulatory agencies for approval. If necessary, JTC will work with the relevant agencies to put in place additional checks to ensure that the project minimises negative impact on the environment and marine habitats.
Dr Geh Min: Sir, firstly, may I ask if the Environmental Impact Assessment can be made available to other stakeholders, in other words, the public who is interested and concerned about the marine life there? Can the Minister of State give me more information about the techniques used - whether suction dredges are used, what type of silt screens are going to be used, is it a dry type of reclamation, will the reclamation be conducted from the north or south side and, in particular, the islands in the south, Pulau Hantu, and the protection of these islands which are one of the richest for our coral life have been taken into account in the Environmental Impact Assessment?
Mr Heng Chee How: Mr Speaker, Sir, firstly, I will take the Nominated Member's suggestion about providing more information from the Environmental Impact Analysis and how to make it more available into consideration by the Ministry.
Secondly, in terms of the technical information of the EIA, I am afraid that I do not have those specific technical information. But I would just like to assure the Nominated Member and all Members of the House that, from the MTI's perspective, we certainly do not want to do any more disruption or damage to our natural habitat or marine life than is absolute necessary. That is why, for a reclamation project like that, we commission a study and get it done by a body, in this case, DHI, that is competent in this regard. The entire purpose of doing this is to make sure that, even as we pursue the reclamation project in order to advance our economic objectives, we give balanced and focused attention on how we might be able to achieve that in tandem with taking care of our natural environment. So, this is the assurance that I would like to give to the Nominated Member and all Members of the House.
Dr Geh Min: Sir, I would like to thank the Minister of State for his assurances. Could I ask whether the Ministry of Trade and Industry routinely, before designating an area for industrial development - in this case, in the southern islands - do an EIA and consult all stakeholders, or is this only done after it is designated for industrial use, as in the case of Pulau Ular? Perhaps, I could use an analogy here. There have been EIAs done. Some of them have been done late and they can, therefore, only suggest mitigating measures.
Mr Heng Chee How: Mr Speaker, Sir, I would like to reiterate the Ministry's stand that, in wanting to promote economic development in Singapore, we are actually on the side of wanting to achieve that objective in tandem with seeing how best to also protect our environment. Studies, like the Environmental Impact Analysis, are actually demonstrative of our commitment in this area. Economic development can happen anywhere in Singapore, depending on the places that are zoned for industrial use and so on. So, whether or not there is a need for a large-scale or detailed Environmental Impact Analysis, we will have got to judge it on a case-by-case basis.
But, again, I would want to return to my point here that, if there are suggestions that the Member would like to give to the Ministry as to how to better schedule such studies or see when such studies might be necessary, we will certainly welcome those comments, and we would take those into consideration in improving our methods where necessary.
Mr Speaker: Dr Geh Min. Last supplementary question.
Dr Geh Min: Sir, I would like to thank the Minister of State for his offer. I have said this before, a more optimal way of approaching this problem is not to have MTI designate an area for industrial development and then have major reactions from various stakeholders - and I am not just talking about nature conservationists, I am talking about academics, scientists, other stakeholders - such as divers, fishermen ---
Mr Speaker: Dr Geh Min, can you please ask your question?
Dr Geh Min: Yes, Sir, may I propose to the Ministry that there should be a proper mapping out of the southern islands, including all the bio-diversity, and which areas are particularly rich. I would like to point out here that Pulau Hantu, which is less than 100 metres south of Pulau Ular, is considered one of the richest areas in the southern islands. If we have a proper mapping out before designating which areas are to be used for what, it would give other Government Ministries a better idea of where to locate their developments. Can I also reiterate that it is important ---
Mr Speaker: Dr Geh Min, I must insist that you ask your question, please.
Dr Geh Min: Sir, the Minister of State asked me for some recommendations as to how they can best approach it.
Mr Speaker: You can give it later. This is Question Time.
Dr Geh Min: Sir, my last question is: could we have a central coordinating body to protect the marine life and bio-diversity in the southern islands?
Mr Heng Chee How: Mr Speaker, Sir, I thank the Nominated Member for her views and suggestions. We will take in those views and consider them, as appropriate.
On the question whether or not we should map out, on a comprehensive national basis our natural habitat, I would just like to point out that the mission of the MTI is an economic one. It is when we are pursuing this mission that we are looking at different places and we say that, "Now, let us do something here." But we also know that, if we want to do something at a particular location, there could, possibly in some cases, be environmental impact, and that is why when we decide to pick a particular place, then we go to that impact study to see how best to approach the subject matter, and not the other way around.
Mr Speaker: I would like to remind Members to be frugal with their supplementary questions, unless they are crucial and please make them precise."
Thanks to Wild Singapore which has the chronology on the issue.
posted by Sivasothi @ 10:17 AM
Iconic Hantu Seastar represented in IUCN newslette...
Abby's Beting Bronok
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Vancouver Section
Bambi Revisisted
Kathleen Kashin
Call to Action Nasrin Sotoudeh
Media Release Letter
The Irish Crocus Project
International Newsletter January
Dr Joan Lurie
The Working Group
Friends and Angels
Bambi Revisted
Kathryn Schulz January 13, 2022 "Bambi" Is Even Bleaker Than You Thought newyorker.com/magazine/2022/01/24/bambi-is-even-bleaker-than-you-thought It is one of the most famous murders in the history of cinema.
A mother and her child are out for a walk, on the first warm day after a bitter winter. Beguiled by the changing weather, we do not see the danger coming. In fact, we never see it at all, because the man with the gun remains offscreen. We see only the mother's sudden alarm; her panicked attempt to get her child to safety; their separation in the chaos of the moment; and then the child, outside in the cold as snow once again begins to fall, alone and crying for his mother.
The film in question is, of course, the 1942 Walt Disney classic "Bambi." Perhaps more than any other movie made for children, it is remembered chiefly for its moments of terror: not only the killing of the hero's mother but the forest fire that threatens all the main characters with annihilation. Stephen King called "Bambi" the first horror movie he ever saw, and Pauline Kael, the longtime film critic for this magazine, claimed that she had never known children to be as frightened by supposedly scary grownup movies as they were by "Bambi."
Unlike many other Disney classics, from "Cinderella" to "Frozen," this fright fest is not based on a fairy tale. It was adapted from "Bambi: A Life in the Woods," a 1922 novel by the AustroHungarian writer and critic Felix Salten. The book rendered Salten famous; the movie, which 2/10 altered and overshadowed its source material, rendered him virtually unknown. And it rendered the original "Bambi" obscure, too, even though it had previously been both widely acclaimed and passionately reviled. The English-language version, as translated in 1928 by the soon to be Soviet spy Whittaker Chambers, was enormously popular, earning rave reviews and selling six hundred and fifty thousand copies in the dozen-plus years before the film came out. The original version, meanwhile, was banned and burned in Nazi Germany, where it was regarded as a parable about the treatment of Jews in Europe.
As that suggests, "Bambi" the book is even darker than "Bambi" the movie. Until now, English-language readers had to rely on the Chambers translation—which, thanks to a controversial copyright ruling, has been the only one available for almost a century. This year, however, "Bambi: A Life in the Woods" has entered the public domain, and the Chambers version has been joined by a new one: "The Original Bambi: The Story of a Life in the Forest" (Princeton), translated by Jack Zipes, with wonderful black-and-white illustrations by Alenka Sottler. Zipes, a professor emeritus of German and comparative literature at the University of Minnesota, who has also translated the fairy tales of the Brothers Grimm, maintains in his introduction that Chambers got "Bambi" almost as wrong as Disney did. Which raises two questions: How exactly did a tale about the life of a fawn become so contentious, and what is it really about?
Felix Salten was an unlikely figure to write "Bambi," since he was an ardent hunter who, by his own estimate, shot and killed more than two hundred deer. He was also an unlikely figure to write a parable about Jewish persecution, since, even after the book burnings, he promoted a policy of appeasement toward Nazi Germany. And he was an unlikely figure to write one of the most famous children's stories of the twentieth century, since he wrote one of its most infamous works of child pornography.
These contradictions are nicely encapsulated by Beverley Driver Eddy in her biography "Felix Salten: Man of Many Faces." Born Siegmund Salzmann, in Hungary in 1869, Salten was just three weeks old when his family moved to Vienna—a newly desirable destination for Jews, because Austria had lately granted them full citizenship. His father was a descendant of generations of rabbis who shook off his religious roots in favor of a broadminded humanism; he was also a hopelessly inept businessman who soon plunged the family into poverty. To help pay the bills, Salten started working for an insurance company in his teens, around the same time that he began submitting poetry and literary criticism to local newspapers and journals. Eventually, he began meeting other writers and creative types at a café called the Griensteidl, across the street from the national theatre. These were the fin-desiècle artists collectively known as Young Vienna, whose members included Arthur Schnitzler, Arnold Schoenberg, Stefan Zweig, and a writer who later repudiated the group, Karl Kraus.
Salten was, in his youth, both literally and literarily promiscuous. He openly conducted many affairs—with chambermaids, operetta singers, actresses, a prominent socialist activist, and, serially or simultaneously, several women with whom other members of Young Vienna were 3/10 having dalliances as well. In time, he married and settled down, but all his life he wrote anything he could get paid to write: book reviews, theatre reviews, art criticism, essays, plays, poems, novels, a book-length advertisement for a carpet company disguised as reportage, travel guides, librettos, forewords, afterwords, film scripts. His detractors regarded this torrent as evidence of hackery, but it was more straightforwardly evidence of necessity; almost alone among the members of Young Vienna, he was driven by the need to make a living.
Yet, like his father, Salten could be reckless with money. Anxious to seem like an insider, he insisted on eating, drinking, dressing, and travelling in the manner of his wealthier peers, with the result that he was constantly accruing debts, some of which he dispatched in dodgy ways —for instance, by "borrowing" and then selling a friend's expensive books. And he could be reckless in other respects, too. Inclined to be touchy, either by temperament or because he felt the need to prove himself, he spent much of his young life fomenting disputes (he once walked into the Griensteidl and slapped Kraus in the face after the latter criticized him in print), then resolving them via lawsuits or duels. Both his personal judgment and his critical judgment could be impulsive and errant; in his thirties, he borrowed prodigiously to produce a modernist cabaret, of the kind that was all the rage in Berlin, only to see it become a critical and financial catastrophe.
The production that brought Salten the most infamy, however, did not bear his name: "Josefine Mutzenbacher; or, The Story of a Viennese Whore, as Told by Herself." Published anonymously in Vienna in 1906, it has been continuously in print since then, in both German and English, and has sold some three million copies. Despite the subtitle, no one ever seems to have entertained the possibility that it was written by a prostitute, or even by a woman. In Salten's lifetime, nearly everyone thought he wrote it, except for those who liked him too much to believe he could produce something so filthy and those who hated him too much to believe he could produce something so well written. Salten himself twice claimed not to have been responsible for it but otherwise was silent or coy on the subject. These days, everyone from academics to the Austrian government regards him as the undisputed author of the book.
Written in the tradition of the ribald female memoir, à la "Fanny Hill," "Josefine Mutzenbacher" recounts the sexual adventures of the title character beginning when she is five years old, and continuing after her turn to prostitution in her early teens, following the death of her mother. Today, what is most shocking about the book is Josefine's youth. At the time, however, most of the scandal concerned her unapologetic embrace of her career, which she both enjoyed and credited with lifting her out of poverty, educating her, and introducing her to a world far wider than the impoverished Vienna suburbs where she (like Salten) grew up.
Perhaps inevitably, scholars have tried to draw parallels between "Josefine Mutzenbacher" and "Bambi." Both title characters lose their mothers while still in their youth; both books introduce readers in detail to urban borderlands—the poor suburbs, the flophouses, the forests—about which most proper Viennese were largely ignorant. Still, for the most part, 4/10 such comparisons seem strained. "Josefine Mutzenbacher" occupies much the same place in the Salten œuvre as his homage to carpets: the one that lies at the intersection of ambition, graphomania, and penury.
But the place of "Bambi" is different. If there is a through line to Salten's scattershot career, it is his interest in writing about animals, which was evident from his first published work of fiction: "The Vagabond," a short story about the adventures of a dachshund, written when he was twenty-one. Many other nonhuman protagonists followed, most of them ill-fated: a sparrow that dies in battle, a fly that hurls itself to death against a windowpane. Salten's novel "The Hound of Florence" concerns a young Austrian man destined to spend every other day of his life as the archduke's dog; in the end, he is stabbed to death, in his dog form, while trying to protect a courtesan he loves from assault. (In an even more drastic transformation than the one "Bambi" underwent, this story became, in Disney's hands, "The Shaggy Dog.") "Fifteen Rabbits" features, at first, fifteen rabbits, who debate the nature of God and the reason for their own persecution while their numbers gradually dwindle. "Renni the Rescuer," about a German shepherd trained as a combat animal, features a carrier pigeon traumatized by its wartime service. And then, of course, there is "Bambi"—which, like these other stories, was not particularly suitable for children, until Disney bowdlerized it to fit the bill.
If you haven't seen the Disney version of "Bambi" since you were eight, here is a quick refresher: The title character is born one spring to an unnamed mother and a distant but magnificently antlered father. He befriends an enthusiastic young rabbit, Thumper; a sweettempered skunk, Flower; and a female fawn named Faline. After the death of his mother the following spring, he and Faline fall in love, but their relationship is tested by a rival deer, by a pack of hunting dogs, and, finally, by the forest fire. Having triumphed over all three, Bambi sires a pair of fawns; as the film concludes, the hero, like his father before him, is watching over his family from a faraway crag.
"Bambi" was not particularly successful when it was first released. It was hampered partly by audience turnout, which was down because of the Second World War, and partly by audience expectations, since, unlike earlier Disney productions, it featured no magic and no Mickey. In time, though, "Bambi," which was Walt's favorite among his films, became one of the most popular movies in the history of the industry. In the four decades following its release, it earned forty-seven million dollars—more than ten times the haul of "Casablanca," which came out the same year. Perhaps more notably, it also earned a dominant position in the canon of American nature tales. In the words of the environmental historian Ralph Lutts, "It is difficult to identify a film, story, or animal character that has had a greater influence on our vision of wildlife."
That vision is of an Eden marred only by the incursion of humankind. There is no native danger in Bambi's forest; with the exception of his brief clash with another male deer in mating season, and maybe that hardscrabble winter, the wilderness he inhabits is all natural beauty and interspecies amity. The truly grave threats he faces are always from hunters, who 5/10 cause both the forest fire and the death of his mother, yet the movie seems less anti-hunting than simply anti-human. The implicit moral is not so much that killing animals is wicked as that people are wicked and wild animals are innocent. Some years ago, when the American Film Institute compiled a list of the fifty greatest movie villains of all time, it chose for slot No. 20—between Captain Bligh, of "Mutiny on the Bounty," and Mrs. John Iselin, of "The Manchurian Candidate"—the antagonist of "Bambi": "Man." Unsurprisingly, "Bambi" has long been unpopular among hunters, one of whom sent a telegram to Walt Disney on the eve of the film's release to inform him that it is illegal to shoot deer in the spring. Nor is the film a favorite among professional wilderness managers, who now routinely contend with what they call "the Bambi complex": a dangerous desire to regard nature as benign and wild animals as adorable and tame, coupled with a corresponding resistance to crucial forest-management tools such as culling and controlled burns. Even some environmentalists object to its narrowness of vision—its failure to offer audiences a model of a healthy relationship between people and the rest of the natural world.
But perhaps the most vociferous if also the smallest group of critics consists of devotees of Salten, who recognize how drastically Disney distorted his source material. Although the animals in the novel do converse and in some cases befriend one another across species, their over-all relations are far from benign. In the course of just two pages, a fox tears apart a widely beloved pheasant, a ferret fatally wounds a squirrel, and a flock of crows attacks the young son of Friend Hare—the gentle, anxious figure who becomes Thumper in the movie— leaving him to die in excruciating pain. Later, Bambi himself nearly batters to death a rival who is begging for mercy, while Faline looks on, laughing. Far from being gratuitous, such scenes are, in the author's telling, the whole point of the novel. Salten insisted that he wrote "Bambi" to educate naïve readers about nature as it really is: a place where life is always contingent on death, where starvation, competition, and predation are the norm.
That motive did not make Salten go easy on human beings. On the contrary: his depiction of our impact on nature is considerably more specific and violent than the one in the film, not to mention sadder. Consider the moment when Bambi, fleeing the hunting party that kills his mother and countless other creatures, comes across the wife of Friend Hare, in a scene that reads like something out of "Regeneration," Pat Barker's novel about the First World War:
"Can you help me a little?" she said. Bambi looked at her and shuddered. Her hind leg dangled lifelessly in the snow, dyeing it red and melting it with warm, oozing blood. "Can you help me a little?" she repeated. She spoke as if she were well and whole, almost as if she were happy. "I don't know what can have happened to me," she went on. "There's really no sense to it, but I just can't seem to walk. . . ." In the middle of her words she rolled over on her side and died.
What purpose are scenes like that one serving in this book? Salten maintained that, despite his own affinity for hunting, he was trying to dissuade others from killing animals except when it was necessary for the health of a species or an ecosystem. (That was less hypocritical than it seems; Salten despised poachers and was horrified by the likes of Archduke Franz Ferdinand, who boasted of killing five thousand deer and was known to shoot them by the score as underlings drove them into his path.) But authors do not necessarily get the last word on the meaning of their work, and plenty of other people believe that "Bambi" is no more about animals than "Animal Farm" is. Instead, they see in it what the Nazis did: a reflection of the anti-Semitism that was on the rise all across Europe when Salten wrote it.
As a textual matter, the best evidence for this proposition comes from two parts of "Bambi" that never made it onto the screen. The first concerns Faline's twin brother, Gobo, who was written out of the movie. A fragile and sickly fawn, Gobo cannot flee during the hunting rampage that kills Bambi's mother and Friend Hare's wife. For several months, he is presumed dead. Then one day Bambi and Faline spot a deer making its way across an open meadow with reckless nonchalance, as if oblivious to any possible peril.
This newcomer turns out to be the grownup Gobo, who, we learn, was rescued by a member of the hunting party, taken into his home, and nursed back to health. When Gobo returns, the other forest animals gather to hear him describe the kindness of the hunter and his family, the warmth of the dwelling, and the meals that were brought to him every day. Most of them think that Gobo's time among humans has made him dangerously naïve, but he is convinced that it has made him wiser and more worldly. "You all think He's wicked," he tells them. (In Salten's books, humans are typographically styled the way God is: singular and capitalized.) "But He isn't wicked. If He loves anybody, or if anybody serves Him, He's good to him. Wonderfully good!
" Every subjugated minority is familiar with figures like Gobo—individuals who have assimilated into and become defenders of the culture of their subjugators, whether out of craven self-interest or because, like Gobo, they are sincerely enamored of it and convinced that their affection is reciprocated. Such figures often elicit the disdain or the wrath of their peers, and Salten leaves little doubt about how he feels: Bambi "was ashamed of Gobo without knowing why," and the half-tame deer soon pays the price for his beliefs. One day, ignoring the advice of other animals, Gobo strolls into the meadow even though the scent of humans fills the air. He is confident that they won't harm him, but he is shot in the flank while his love interest looks on. As she turns to flee, she sees the hunter bent over Gobo and hears his "wailing death shriek."
One understands why Disney left that part out. So, too, a scene in Salten's book where a dog kills a fox, which unfolds at a horrifyingly leisurely pace. The fox's paw is shattered and bleeding, and he knows he will die soon, but he pleads with the dog: "Let me die with my family at least. We're brothers almost, you and I." When that fails, he accuses the dog of being a turncoat and a spy. The dog works himself into a frenzy defending the virtue and the power of his master, then itemizes all the other animals who serve humankind: 7/10
"The horse, the cow, the sheep, the chickens, many, many of you and your kind are on His side and worship Him and serve Him." "They're rabble!" snarled the fox, full of a boundless contempt.
It is easy, in light of these scenes, to see why some people interpret "Bambi" as a covert account of the crisis facing European Jews in the nineteen-twenties—a story about innocent creatures forced to remain constantly vigilant against danger, from would-be betrayers within and proto-Brown Shirts without. Some of Salten's biography supports that reading, starting with the fact that he knew a thing or two about assimilation. "I was not a Jew when I was a boy," he once wrote; raised in a household that prized European liberalism, and educated in part by pious Catholic teachers who praised him for his knowledge of the catechism, Salten only really began to identify as Jewish in his late twenties, when he grew close to Theodor Herzl, a fellow Austro-Hungarian writer and the father of the Zionist movement. He claimed that it was Herzl's pamphlet "The Jewish State" that made Salten, as he wrote, "willing to love my Jewishness." If so, that love was, to say the least, complicated. On the one hand, Salten began writing a weekly column for Herzl's Jewish newspaper, in which he grew more and more critical of the assimilationist impulse that had shaped his childhood; on the other hand, he wrote it anonymously and refused to set foot in the newspaper's offices. In later years, his increasing willingness to embrace his Judaism corresponded, not coincidentally, with the increasing anti-Semitism in Vienna, which made it impossible for Jews to forget or deny their religious background.
In 1925, three years after "Bambi," Salten published "New People on Ancient Soil," the product of a visit to Palestine and a book-length tribute to his friend's dream of a Jewish state. A decade later, his books, together with countless others by Jewish authors, were burned by the Nazis, and two years after that, following Germany's annexation of Austria, he moved to Switzerland. Salten died in Zurich, at the age of seventy-six, four months after Hitler killed himself.
Does all this make "Bambi" a parable about Jewish persecution? The fact that the Nazis thought so is hardly dispositive—fascist regimes are not known for their sophisticated literary criticism—and, for every passage that supports such a reading, numerous others complicate or contradict it. Many critics see in "Bambi" different or more diffuse political sentiments, from a generalized opposition to totalitarianism to a post-First World War commentary on the brutality of modern combat. All these readings are plausible, including the specifically Jewish one and Salten's own interpretation of his work as a plea for greater understanding of and greater care for the natural world. Yet the most striking and consistent message of the book is neither obliquely political nor urgently ecological; it is simply, grimly existential.
Whatever else "Bambi" may be, it is, at heart, a coming-of-age story, cervine kin to "Oliver Twist," "Little Women," and "Giovanni's Room." In the language in which it was written, however, it is often described not as a bildungsroman—a general novel of maturation—but more specifically as an Erziehungsroman: a novel of education and training.
The agent of that education is a character known as the old Prince, the oldest surviving stag in the forest, and the lessons he imparts are not subtle. When he first encounters Bambi, the latter is still a fawn, dismayed because his mother has lately grown distant—pushing him away when he tries to nurse, and walking off without caring whether he is following. Thus rebuffed, he is by himself in the middle of the forest bleating for her when the old Prince appears and scolds him. "Your mother has no time for you now," the old Prince says. "Can't you stay by yourself? Shame on you!"
That, in two sentences, is the ultimate message of "Bambi": anything short of extreme self-reliance is shameful; interdependence is unseemly, restrictive, and dangerous. "Of all his teachings," Salten writes, "this had been the most important: you must live alone. If you wanted to preserve yourself, if you understood existence, if you wanted to attain wisdom, you had to live alone." This is not "The Lorax" or "Maus." This is "The Fountainhead," with fawns.
Most panegyrics to the solitary life written by men have an element of misogyny in them, and "Bambi" is no exception. Seemingly brave and vivacious in her youth, Faline grows up to be timid and lachrymose; she "shrieked and shrieked," she "bleated," she is "the hysterical Faline." When she and Bambi are (for lack of a better word) dating, the old Prince teaches Bambi to ignore her calls, lest they come from a hunter imitating the sound. Like Gobo, the romance between the childhood friends is doomed by the logic of the book. "Do you love me still?" Faline asks one day, to which Bambi replies, "I don't know." She walks away, and "all at once, his spirit felt freer than for a long time." All other relationships with the female of the species have a similarly short life span; fatherly love is enduring and ennobling, motherly love juvenile and embarrassing. "Bambi" ends with its hero importuning two fawns, just as the old Prince had importuned him, to learn to live alone.
The curious thing about this insistence on solitude is that nothing in the book makes it seem appealing. The chief trajectory of Bambi's life is not from innocence to wisdom; it is from contentment and companionship—in his youth, he cavorts with Gobo and Faline, with magpies and Friend Hare, with screech owls and squirrels—to isolation and bare-bones survival. Stranger still, this valorization of loneliness seems unrelated to the book's second explicit moral, which concerns the relationship between human beings and other animals. In the final pages, the old Prince takes Bambi, himself now old and beginning to gray, to see something in the woods: a dead man, shot and killed by another hunter. (Amazingly, Walt Disney planned to include this scene in his film, excising it only after the sight of the corpse made an entire test audience leap out of their seats.) With the old Prince's prompting, Bambi concludes from this experience not that we humans are a danger even unto one another but, 9/10 rather, that other animals are foolish for imagining that we are gods merely because we are powerful. "There is Another who is over us all," he realizes while contemplating the dead man, "over us and over Him." The old Prince, satisfied that his work is done, goes off to die.
This vague gesture in the direction of deism has no antecedent in the book, no moral or theological trajectory to make Bambi's insight meaningful or satisfying. On the contrary, the book is at its best when it revels in rather than pretends to resolve the mystery of existence. At one point, Bambi passes by some midges who are discussing a June bug. "How long will he live?" the young ones ask. "Forever, almost," their elders answer. "They see the sun thirty or forty times." Elsewhere, a brief chapter records the final conversation of a pair of oak leaves clinging to a branch at the end of autumn. They gripe about the wind and the cold, mourn their fallen peers, and try to understand what is about to happen to them. "Why must we fall?" one asks. The other doesn't know, but has questions of its own: "Do we feel anything, do we know anything about ourselves when we're down there?" The conversation tacks back and forth from the intimate to the existential. The two leaves worry about which of them will fall first; one of them, gone "yellow and ugly," reassures the other that it has barely changed at all. The response, just before the inevitable end, is startlingly moving: "You've always been so kind to me. I'm just beginning to understand how kind you are." That is the opposite of a paean to individualism: a belated but tender recognition of how much we mean to one another.
What are we to make of this muddy, many-minded story? Zipes, in his introduction, blames some of the confusion on Chambers, contending that he mistranslated Salten, flattening both the political and the metaphysical dimensions of the work and paving the way for Disney to turn it into a children's story. But that claim is borne out neither by examples in the introduction nor by a comparison of the two English versions, which differ mainly on aesthetic grounds. Zipes is knowledgeable about his subject matter, but he is not a lucid thinker or a gifted writer (a representative sentence from the introduction: "Salten was able to capture this existential quandary through a compassionate yet objective lens, using an innovative writing technique that few writers have ever been able to achieve"), and the Chambers translation, from which I have quoted here, is much the better one.
In both versions, the "Bambi" that emerges is a complex work, part nature writing, part allegory, part autobiography. What makes it such a startling source for a beloved children's classic is ultimately not its violence or its sadness but its bleakness. Perhaps the most telling exchange in the book occurs, during that difficult winter, between Bambi's mother and his aunt. "It's hard to believe that it will ever be better," his mother says. His aunt responds, "It's hard to believe that it was ever any better."
It's tempting to read those lines, too, as a commentary on the Jewish condition, if only because—to this Jew's ears, at least—they have the feel of classic Jewish dark humor: realistic, linguistically dexterous, and grim. Yet no one alive today can regard such a sentiment as exclusive to any subgroup. It is simply a way of seeing the world, one that can be produced by circumstance, temperament, or, as in Salten's case, both. Reading him, one 10/10 suspects that the conventional interpretation of his most famous work is backward. "Bambi" is not a parable about the plight of the Jews, but Salten sometimes regards the plight of the Jews as a parable about the human condition. The omnipresence and inevitability of danger, the need to act for oneself and seize control of one's fate, the threat posed by intimates and strangers alike: this is Salten's assessment of our existence.
One of the forgotten novelist's most forgotten novels, "Friends from All Over the World," is set in a zoo that is maintained by an enlightened and humane zookeeper yet remains, intrinsically, a place of suffering and cruelty. The animals within it, Salten writes, "are all sentenced to life imprisonment and are all innocent." That is a lovely line, and one that seems to apply, in his moral universe, to all of us. In the forest—that is, in a state of nature— we are in constant danger; in society, tended and cared for but fundamentally compromised, we are still not out of the woods.
Published in the print edition of the January 24, 2022, issue, with the headline "Eat Prey Love."
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AnNua Health and Safety Policy
by AnNua on Monday, November 8, 2010 at 9:51pm ·
Health and Safety At Work (NI) Order 1978
The designated Health and Safety Officer for AnNua is Laverne O'Donnell who was elected at the committee meeting of 7th May 2010
General Policy Statement
1. AnNua respects the promotion of Health and Safety measures as a mutual objective for management and employees at all levels.
2. AnNua policy is to do all that is reasonable to prevent personal injury and damage to property and to protect everyone from foreseeable work hazards including the public insofar as they come into contact with the organisation.
3. In particular AnNua has a responsibility:
* to provide and maintain safe and healthy working conditions taking account of any statutory requirements
* to provide safe training and instruction to enable employees to perform their work safely and efficiently.
* to make available and maintain all necessary safety devices and protective equipment free of charge and to supervise their use.
* to maintain a constant and continuing interest in Health and Safety matters applicable to AnNua activities, in particular, by consulting and involving employees or their representatives where ever possible.
* to ensure that an existing member of staff is trained to provide first aid, if necessary
4. Employees have a duty to co-operate in the operation of this policy:
* by working safety and efficiently
* by using the protective equipment provided, and by meeting statutory obligations
* reporting incidents that have led or may lead to injury or damage
* by adhering to AnNua procedures, jointly agreed on their behalf , for securing a safe workplace.
* by assisting in the investigation of incidents with the object of introducing measures to prevent recurrence
* by undertaking such training as AnNua Committee and Ensemble may judge to be appropriate
* by nominating an ensemble representative (Christopher Norby) to consult in all issues with the designated Health and Safety Officer on the Committee (Secretary Laverne O'Donnell)
5. The Health and Safety Officer will carry regular safety Inspections within the workplace and record findings in a Health and Safety log book. All actions required/taken will be logged.
6. The Health and Safety Officer will maintain an accident book and all employees will be informed of reporting procedures.
INDUCTION POLICY AND CHECKLIST
AnNua believes that all new employees MUST be given timely induction training. This training is regarded as a vital part of staff recruitment and
integration into the working environment. This policy, associated procedures and guidelines define AnNua's commitment to ensure that all staff
are supported during the period of induction.
2. AIM
AnNua wish to ensure that staff induction is dealt with in an organised and consistent manner, to enable staff to be introduced into a new post
and working environment quickly, so that they can contribute effectively as soon as possible. This induction policy, associated procedures and
guidelines aim to set out general steps for Managers and Staff to follow during the induction process. It is expected that all Managers and Staff
will adhere to this policy.
AnNua expects that the implementation of good induction practice by Managers/Supervisors will:
Enable new employees to settle into AnNua quickly and become productive and efficient members of staff within a short period of time.
Ensure that new entrants are highly motivated and that this motivation is reinforced.
Assist in reducing staff turnover, lateness, absenteeism and poor performance generally.
Assist in developing a management style where the emphasis is on leadership.
Ensure that employees operate in a safe working environment.
GUIDELINES FOR MANAGERS/SUPERVISORS
Starting a new job is a demanding and often stressful experience. Quite apart from the obvious challenge of tackling new tasks, there is also the
need to become accustomed to a new organisation, a new environment and new colleagues. The purpose of induction is to support new employees
during this difficult period and to help them become fully integrated into the Company as quickly and as easily as possible.
Induction has benefits for all involved in the process. Employees who settle quickly into AnNua will become productive and efficient at an early
stage and in turn will experience feelings of worth and satisfaction.
It is generally recognised that new employees are highly motivated and an effective induction process will ensure that this motivation is
reinforced.
2. BENEFITS OF INDUCTION
The advantages of an effective and systematic induction process are as follows:
To enable new employees to settle into AnNua quickly and become productive and efficient members of staff within a short period of time.
To ensure that new entrants are highly motivated and that this motivation is reinforced.
To assist in reducing staff turnover, lateness, absenteeism and poor performance generally.
To assist in developing a management style where the emphasis is on leadership.
To ensure that new employees operate in a safe working environment.
To reduce costs associated with repeated recruitment, training and lost production.
3. INDUCTION CHECKLIST
The Induction checklist is a very useful way of ensuring that information is imparted to new employees when they are likely to be most receptive.
It avoids overloading employees with information during the first weeks whilst ensuring that all areas are covered. Managers/Supervisors should
ensure that these matters have been properly understood whilst the checklist is being completed, perhaps in the form of a weekly chat with the
new entrant. Arrangements should also be made for the employee to visit any relevant departments with which they have regular contact in the
course of their duties. At the end of the process the induction checklist should be signed by the relevant parties and placed in the member of
staff's personnel file.
4. FIRST DAY OF EMPLOYMENT
Preparations should be made for the arrival of the new entrant well in advance, for example, arrangements should be made to provide desk,
equipment and lockers etc.
Most new employees tend to be concerned primarily with two matters:
a) whether they can do the job and
b) how they will get on with their new colleagues.
It is therefore important to introduce them to their new workplace and colleagues at the earliest opportunity. An introductory talk will be
appropriate at this time and can be combined with the provision of general information and exchanging any necessary documentation. This talk
should be as brief as possible, because the employee is unlikely to be receptive to detailed information at this stage, and should be conducted
by someone who is well prepared and has sufficient time available. Managers/Supervisors should refer to the Induction Checklist and use it as a
basis for discussion thus ensuring all documentation is complete.
A tour of the workplace should be arranged for the new entrant allowing the Company / Division to be viewed as a whole and the recruit to see
where he/she fits into the organisation.
The new entrant will want to get to know his/her colleagues and quickly become part of the team and time should be made for this process.
Colleagues should be briefed on the new entrant's arrival. If possible one of the new entrants colleagues should be nominated to ensure that
he/she has every assistance in settling in quickly.
5. INDUCTION PROGRAMMES
Induction programmes must be geared to the individual's needs. Some of the more obvious new members of staff requiring special attention are as
For most new employees, induction is concerned with getting accustomed to a new job. For school leavers, however, it is about adjusting to a
whole new way of life – the world of work. Consequently, school leavers are likely to need more support than other groups. Wherever possible,
induction and subsequent training should relate to knowledge and skills which go beyond the employee's own particular job. School leavers will
need guidance on wider issues, such as career planning, acquiring qualifications, coping with the routine and discipline of work and managing
money.
It would also be helpful for school leavers to be introduced to an approachable person to whom they could take any queries they might have.
Graduates tend to have a high level knowledge but may not have the skills relevant to the job. They will want to feel that they are making a
contribution from early on and to understand the organisation of the Company and their role within it. Also they will want to have a clear
picture of future career prospects and to gain broad experience with this in mind. The Trust should provide the graduate recruit with an adviser
- such as a senior manager – who can organise the necessary breadth of experience and offer advice and support in relation to career progression.
Whilst many of the points in the checklist apply equally to all new managerial staff, in most cases individual induction programmes will be
necessary. These should be drawn up in consultation with new managers, taking into account their backgrounds and experience and the nature of
their new roles. Priority should be given to helping new managers establish and maintain relationships with management colleagues and
opportunities should be provided for them to spend time in other relevant departments to facilitate this process. This will help managers quickly
to gain an understanding of the Company's philosophies, strategic plans and business plans.
In some cases, it may be necessary to design induction programmes with the special needs of ethnic minorities in mind. Language problems and
attitudes amongst existing staff may be areas requiring particular attention. This is preparation that should be completed before any member of
staff joins the Company. The Company will not tolerate racist or prejudiced behaviour in any form.
Long-term Unemployed
Previously long-term unemployed people who have been recruited may have been absent from the working environment for some time so it will be
helpful to recap on some of the issues relating to school leavers. These should, of course, be adapted to suit older workers, who may need to
build up confidence and the induction process can be used to update knowledge of basic office technology (photocopiers, fax machines, telephone
systems, etc. as well as computers).
Other groups that may need special attention include disabled employees and women returning to work after having raised a family.
These groups will also require the induction procedure as women returning to work may, like the long-term unemployed, be out of touch and lacking
in confidence. Disabled employees may have all or a combination of induction needs, but these needs may be compounded by their disabilities. Part
of the induction process for disabled employees will involve checking such things as wheelchair access to parts of the workplace, toilets and
lifts etc. The necessary reasonable adjustments to the workplace required to accommodate the disabled individual should be completed prior to
them commencing, and carried out in discussion with the individual or their adviser.
COMPLETING THE INDUCTION PROCESS
Induction can be said to end when the individual become fully integrated into the organisation. Of course, there is no set timescale within which
this will happen and follow up is essential. Giving new employees the opportunity to ask questions several weeks into employment can be useful,
and the induction checklist will provide this opportunity. In some areas, such as understanding wider aspects of the organisation, follow up
after a number of months may be appropriate.
This is a checklist of information for Induction which managers / supervisors should use with new staff as part of their induction program
within the first few days, and certainly within the first two weeks of employment.
Health and Safety items should be identified immediately. The new employee should be asked to tick each subject as he/she has been informed about
it, and sign the end of the form.
Not all the following subjects are applicable to all departments. Should this be the case, record N/A.
Please read the guidance notes below before completing this form.
Certain groups of staff have specific induction needs. the main groups are detailed below, with particular points to take account of,
highlighted.
ITEMS SPECIFIC TO THE FOLLOWING GROUPS OF STAFF
Staff with Disabilities
Disabilities include for example physical handicap, deafness, blindness, mental handicap. consider the following for discussion:
1. Confirm the nature of the disability.
2. Clarify if the employee has any special needs relating to disability.
3. Check whether employee has any particular concerns regarding the workplace.
Graduates and College/School Leavers
These staff may have no previous work experience and will need careful integration into the department. Discuss the following:
1. Role within the department.
2. Reporting responsibilities.
3. Allocation and prioritisation of work.
Staff Returning to Work after a Period of Absence
This includes staff who were previously unemployed, women returning after starting a family, or after any other prolonged period of non-
employment. Discussion should include, for example:
1. The difference between the employee's previous working environment and this new one.
2. Changes in skills required for this area of work.
3. Requirement for training to update skills.
Managers and Professional Staff
These staff need a broader induction to put their post in context.
1. Structure and culture of department.
2. Role in relation to Department / Company as appropriate.
3. Training course in supervisory and management skills, if required.
ITEMS TO COVER WITH EACH NEW EMPLOYEE (if required)
1. Department function
2. Introduction to colleagues
3. New entrant's own job
4. Supervision
5. General layout – entrances and exits
6. Telephone system
1. Information on hours of work
2. Time recording, sign in sign
3. Bonus scheme, time in lieu
4. Probationary periods of employment
6. Reporting in when sick including when on leave
7. Arrangements for requesting leave: annual leave, unpaid leave, compassionate leave
8. Issue of appropriate attire
Health and Safety, Security, Fire
1. Health and safety information relevant to the department
2. Issuing of fire instructions and procedure
3. Location of fire-fighting equipment
4. Accident reporting
5. First aid facilities/pre-employment health screening/role of Occupational Health / Company Doctor
6. Loss of personal effects
7. Security of department/building
8. Arrangement for keys, passes, ID Badges etc.
9. Violence and aggressive behaviour
10. Management of monies/valuables
11. Major Incident procedures
1. Personal presentation
2. Disciplinary procedures
3. Courtesy to the customer and the public
5. Noise Control
6. Acceptance of gifts
7. Statements to the Press
8. Local rules regarding smoking
9. Private use of telephones
10. Standards of Business Conduct
1. Cloakroom, lockers, lavatories
Education, Training, Promotion
1. Study leave
2. Means of advancement, promotion opportunities
3. Employee appraisal, review systems
Employee Involvement and Communication
1. Information sources, e.g. notice boards, circulars etc.
2. Food and Health Policy
3. Handling Complaints
Items Specific to Department
2. Notice of termination of employment/funding ceased
3. Sick certificates
4. Waste disposal
AnNua Recruitment Guidelines
Recruitment and selection of staff and volunteers, AnNua will -
List all tasks that staff or volunteers need to perform, and the skills needed for those tasks (Job Description & Specification).
Make all vacancies openly available to interested applicants.
Advertise posts, both paid and unpaid, as widely as possible, through the most appropriate means.
Ask all applicants to supply information in writing. This will include personal details, past and current work / volunteering experience and
any qualifications or skills relevant to the post. It will also include a declaration of any, or no, past criminal record.
Ensure all volunteers, committee members and paid staff are familiar with AnNua's Child Protection Policies. Ensure Committee Members,
voluntary and paid staff are referred to our Child Protection Officer Veronica Norby who will access is any further screening is required on a
project to project basis.
AnNua will ensure the names and roles of all volunteers,
Ask for documentation to confirm the identity of the applicant, such as a long birth certificate.
Ask for written references. These may be followed up with a telephone call if appropriate.
Meet with all applicants. May not always be a formal interview, but may be done through an individual discussion with the person in charge.
Explore information contained in the application form and check it accuracy.
AnNua will ensure that training and resources are available to encourage the development of staff and volunteers.
All staff and volunteers will take part in a rigorous induction process,
including clear instructions on tasks and limits that apply to them. They will
be made aware of all policies and codes of behaviour applicable to AnNua and in particular of Child Protection procedures.
Staff and volunteers will be given an opportunity once a year to recognise and review their work within AnNua.
Complaints and Disciplinary Procedure
As per AnNua's Work Procedure document, it is hoped that minor disagreements that develop during a project can be quickly resolved without having
to consult procedural guidelines and in a spirit of cooperation. If, however, a member of the ensemble and/or committee feels strongly aggrieved
the following complaints and disciplinary guidelines should be followed.
Any complaint, be it of a group member, a committee member or a manager, should be referred to Secretary Laverne O'Donnell.
Secretary O'Donnell should then note the complaint and lead the aggrieved party through the project description and the members job
description seeking a solution within these guidelines. Should the member remain aggrieved or uncertain of their position the matter should be
referred to the committee members for resolution in accordance with this document and the work procedures policy.
Should the member raise a problem that in some way involves Secretary Laverne O'Donnell then the matter should immediately be referred to the committee.
Having consulted the work procedures document, the aggrieved parties job description and this document, should the committee members disagree on the members position and/or a satisfactory solution, the committee will be asked to vote on an outcome. A majority vote will determine the outcome of a particular dispute and/or any disciplinary action to be taken.
Should disciplinary action be recommended the form of that action shall also be determined by the majority of the committee and in accordance with the following guidelines.
In all instances the committee should seek to settle a problem co-cooperatively, in accordance with all company procedures and through appointing a mediator to consult with the parties involved. In all instances other than those involving herself, the mediator should be Secretary Laverne O'Donnell.
Where a dispute or complaint remains unsettled, the committee will judge how it should be settled and in whose favor.
Where the actions of a member are judged to have been in conflict with company procedure, to have contravened the members job description or to have caused harm in some way to another member or company functioning, the committee will decide an appropriate disciplinary action.
Where the unacceptable action is judged to be relatively minor, those judged to be contravening procedure or causing harm should be warned in writing to cease the offending behaviour.
Should the behavior continue the offending party should be warned again in writing that dismissal from their role may occur should they persist in disrupting the group.
If the complaint is of significant magnitude, as judged by the committee in accordance with company policy, the committee should immediately remove an accused party from their role within the project and initiate an investigation to quickly establish if the accused has a case to answer.
If, having consulted the various parties involved, the committee feels the accused does have a case to answer, the accused should be brought before the committee and asked to explain their actions.
The committee will then determine what course of disciplinary action should be followed. In cases in which serious breaches have occurred, and particularly those which may in some way lead to others being harmed through abusive behaviour and/or negligence, a member may be dismissed.
Where possible and affective, it is expected the committee will always seek to resolve a dispute without having to take disciplinary action and through seeking the cooperation of all concerned.
Work Procedures
The following is a document outlining the responsibilities of the members of the AnNua ensemble in both paid and voluntary positions. It includes
the roles of Secretary and administrator Laverne O'Donnell but not those of other members of the groups committee as these are outlined in the
constitution.
In the first instance it may be helpful to outline some procedures that should apply to all members of AnNua.
1. Prior to each project commencing Secretary Laverne O'Donnell will ensure all involved have received job specifications which clearly outline
their role throughout the life of the project. These will be included in a process of induction managed by Secretary Laverne O'Donnell. Those
involved in a project should read all procedural documents and their job description carefully. If there is any uncertainty or a point of
disagreement, this should be raised with Lavern prior to the project commencing.
2.Should a member have been designated a task and agreed to carry this out it is expected that the member shall do so within a designated
time frame and in a cooperative fashion.
3. Much of the work of members is carried out on a voluntary basis. It is important that volunteers apply the same standards of practice as those
being paid. These include ensuring that all tasks are completed to the best of one's abilities and letting the group know of any problems
encountered and/or any noted malpractice by others.
4. All members should be familiar with the groups various policy statements including our child protection policy and the complaints and
disciplinary documents.
5.If the member does not agree that a particular task should be designated to them, or should the task become problematic, they should consult
Secretary Laverne O'Donnell. In the first instance, both Laverne and the group member should sight the members job specifications. If these do
not clarify a particular role and the group member feels that it is problematic, Lavern should forward a description of the problem to members of
the committee. Having consulted the project description the job specification that relates to this, and the procedural document for complaints
and discipline, committee members will then be asked to judge whether the group member is being reasonable in raising a particular issue.
4. If, having raised an issue at these successive levels, the member remains in some way aggrieved, they should then make a formal complaint to
the committee through the secretary and in accordance with the complaints and disciplinary procedures policy.
5. Prior to each project, and during induction, a clear structure of authority should be established in terms of technical, administrative and
artistic function. It is expected that those designated authority over a particular area will be respected and that their directives will be
carried out in a cooperative manner. Should any member feel that another member in an authoritive role, or another co-worker, is abusing their
position, the member should consult the complaints and disciplinary document seeking a solution to the problem.
6. Likewise, anyone in a position of authority who feels that a members actions are disruptive or in some way irresponsible should consult
Secretary Laverne O'Donnell and clarify through consulting procedural documents and the members job description if disciplinary action is
7. AnNua recognise that the role of director within theatre is a particularly influential position. As such, and under the pressures of rehearsal
and performance, it is a position that often is abused through adopting too dictatorial an approach and in extreme cases may lead to unacceptable
demands which constitute abuse. It is, therefore, import all directors, and indeed managers in all areas, adopt a policy of cooperative
leadership. Should a member of AnNua feel at any time in some way abused they should immediately request that the abuse halt and consult with
Secretary Laverne O'Donnell regarding the possibility of initiating a complaint.
8. Accepting the above, all concerned in minor disputes are encouraged to settle them quickly and without the need to go through procedural
actions.


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09/28/2018 07:37 pm ET Updated Sep 29, 2018
Somehow Roman Polanski Films Are Still Getting Financed In The Age Of #MeToo
The convicted child rapist will start work next month on a film about a man wrongly accused of espionage.
NurPhoto via Getty Images
Director Roman Polanski in Krakow, Poland, in May 2018. He pleaded guilty to statutory rape in 1977 and has been living abroad to avoid more prison time in the U.S.
Seemingly unfettered by the rise of the Me Too movement, convicted child rapist and director Roman Polanski will start shooting a new film next month about a man wrongly accused of espionage.
"J'Accuse," the first film Polanski is starting work on since the Me Too movement launched a mass reckoning against predatory men in Hollywood and across the media landscape, is being financed by French production company Legende Films, the studio told The Hollywood Reporter on Friday.
Polanski even managed to nab Oscar winner Jean Dujardin to star opposite Louis Garrel as Capt. Alfred Dreyfus, the real-life French-Jewish soldier wrongly accused of spying for the Germans in the 1890s.
French activists protest Polanski's 2017 film, "Based on a True Story."
The French-Polish director's decision to create a film about a man who was falsely accused, imprisoned for five years and then exonerated is sure to raise some eyebrows.
In 1977, Polanski pleaded guilty to the statutory rape of a 13-year-old girl and served 42 days in prison as part of a plea deal. When he received word that a judge was planning to revoke his plea deal, he fled to Paris and has remained a fugitive there ever since.
While the U.S. has made multiple attempts to extradite him, Polanski hasn't been immune to recent repercussions of the Me Too movement, which in May he called a "mass hysteria that occurs in society from time to time." That same month, the Academy of Motion Picture Arts and Sciences expelled him ― though he's still holding on to the Oscar the academy awarded him in 2003 for "The Pianist."
News of Polanski's film comes the same day the Senate Judiciary Committee voted to send Brett Kavanaugh's Supreme Court nomination to the Senate floor despite multiple women coming forward with allegations of sexual misconduct.
Child Sexual Predator Roman Polanski Calls Me Too Movement 'Total Hypocrisy'
A Third Woman Has Accused Roman Polanski Of Sexual Abuse
Motion Picture Academy Expels Bill Cosby And Roman Polanski
Roman Polanski Accused Of Sexually Assaulting 10-Year-Old Model
Why Are We Still Not Really Talking About Roman Polanski?
Lydia O'Connor
Movies Roman Polanski Director


text:
Financial District (Toronto) – dzielnica finansowa w Toronto
 Financial District (San Francisco) – dzielnica finansowa w San Francisco
 Financial District (Los Angeles) – dzielnica finansowa w Los Angeles
 Financial District (Nowy Jork) – dzielnica finansowa w Nowym Jorku

redpajama_set_name: RedPajamaWikipedia


Former military Head of State Yakubu Gowon spoke out yesterday against Amnesty International for accusing the Nigerian army of human rights abuses in the war against Boko Haram.
Gowon strangely found his voice on this issue, demanding an apology. Yet, he has lost his voice on an issue that is closer to home for him. Since May over 500 villagers in Plateau State have been slaughtered by Fulani herdsmen. Women and children have been dragged out of their beds at night and killed. Many women have been raped. People are being killed at the rate of about 20 every day. Still, Gowon does not deem this as worthy of comment.
This is despite the fact that he is from the Angas ethnic group in Plateau State, who alongside their neighbours the Berom are the majority of the victims of the attacks.
President Muhammadu Buhari has also failed to comment on the issue, despite media reports, campaigns by the #PlateauSpeaks group, and an online petition calling on him to condemn the bloodshed.
Gowon, like Buhari, are cut from the same Nigerian ruling class cloth. The lives of ordinary Nigerians never mattered to them.


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