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Opening Thursday, 1 May 2014, 6:00 pm
"Doesn't the analogy between language and games throw light here? We can easily imagine people amusing themselves in a field by playing with a ball like this: starting various existing games, but playing several without finishing them, and in between throwing the ball aimlessly into the air, chasing one another with the ball, throwing it at one another for a joke, and so on. And now someone says: The whole time they are playing a ball-game and therefore are following definite rules at every throw.
And is there not also the case where we play, and make up the rules as we go along? And even where we alter them – as we go along.
(Ludwig Wittgenstein, Philosophical Investigations, paragraph 83)
In Philosophical Investigations Wittgenstein cleans up everyday language for us, so that we will also be able to use it when we do philosophy. He lays out all the possibilities of language, and combines propositions together, so that we understand his metaphor for language – a toolbox, in which not all the tools are suited to the same task.
Heimo Zobernig does something similar within visual art. He lays out all the possibilities – painting, sculpture, film, the pedestal, typography, the title, the catalogue, partition walls, lighting, stage construction, floors, ceilings, chairs, tables, the artist function and the curator function, the seminar – and sees how they can be combined or refined and, hence, perform a new, artistic, meaning-bearing function. Occasionally, a new function, a new "tool", is introduced, but not particularly often, and not without mature consideration. And then he tests out and varies the possibilities of his arsenal with each new exhibition or project that he is invited into, or which he occasionally also initiates himself. The language game, to use Wittgenstein's term, that he participates in and which he himself shapes, has proved to be extraordinarily flexible, and has made possible around thirty exhibitions and projects every year for thirty years! Whether the artworld's interest in Zobernig's work centres on its institutional critique or, on the contrary, on its solid late modernism seems of little relevance. What is important is that Zobernig has figured out the complex machinery that constitutes the way that an art exhibition constructs and bears meaning.
It is symptomatic that more analyses and texts have been produced about Zobernig's art than about that of almost anyone else of his generation. And as evenly as his exhibitions and projects are spread throughout the decades, it is equally interesting for critics to write about his work for decade after decade.
Artists of Zobernig's generation are called postmodernists, either because they shift the focus to the viewer/reader/listener and are interested in the actual meaning creation in art, or because they see that it is enough for the artist to create a structure. It is the viewer, or life, that fills it with meaning. It was this phenomenon that led the minimalists to try to avoid anything that could be associated with the human hand, and hence with personal expression. The postmodernists accept the fait accompli, rather than avoiding it. And Zobernig, at least, feels no anxiety about the artistic subject. It seems as though he sees it as one function among other functions. Here his training as a stage designer may play a certain role, along with all the experimental-theatre works of his youth.
A text that was to be one of the most important for the early postmodernists – even if Zobernig himself does not refer to it explicitly – is Walter Benjamin's The Work of Art in the Age of Its Technological Reproducibility from 1936. Here Benjamin proposes that the whole of our seeing and our relationship with the artwork has been transformed, not only through the technically possibility of reproducing the artwork, but also above all through the new media: photography and film. Instead of cult value, what now emerges is exhibition value. He writes: "With the emancipation of specific artistic practices from the service of ritual, the opportunities for exhibiting their products increase."
Benjamin is extraordinarily radical in his analysis: he maintains that when the magical value, or what he calls the cult value, of art has disappeared, totally new possibilities open up for the artwork. As soon as the work of art is recognized by its exhibition value, rather than its cult value, it can even be the case that what he calls "the artistic function" becomes incidental. Other functions emerge in its place. One of these is play or the game, which, according to Benjamin, becomes an increasingly crucial aspect of the artwork the further removed human beings get from their urge to master nature through magic.
When Benjamin turns to film and proposes that film actors do a "test performance" in front of the camera, rather than actually playing a role that they can identify with, like theatre actors do, this becomes really interesting in this context. Benjamin specifically claimed that, in their quest for authentic characters who would simply be themselves in their films, Russian filmmakers see the actors themselves as props. They need a certain type, a certain external appearance, rather than an actor.
And then Benjamin comes to his famous simile, in which he compares painting and film photography to the relationship between the healer and the surgeon. Just as the healer heals with magic, with laying on of hands, and distance, the painter needs a certain distance from reality. The cinematographer, in contrast, goes deep into the substance of reality, and uncovers things that the human eye is unable to perceive.
Three things are interesting here in relation to Zobernig's practice. They apply to his relationship with painting, to the way he uncovers the exhibition space, and to the way he uses his own subject.
Adopting Benjamin's metaphor, we can say that Zobernig is both surgeon and healer. In an early text, the foreword to his first major museum show in Austria (Neue Galerie am Landesmuseum Joanneum, Graz, and Salzburger kunstverein, 1993), he describes the artist's new possibilities within a system that no longer has any fixed boundaries, but which instead emerges as a complex network. But he objects to the way that this would also imply an end to aesthetics. For, in such a case, he writes, this would also mean an end to art.
Here, Zobernig's stance differs from that of conceptual art, and also from the stance of institutional critique: that the artist and/or institution decide what is art. His emphasis on the significance of aesthetics is reminiscent of Immanuel Kant's disinterested object, worthy of being contemplated in its particularity, its unique beauty, and specifically through its uselessness for any purpose other than contemplation, the viewer practices self-forgetfulness, and thereby objectivity.
The disinterested object corresponds fairly well to Benjamin's "healer". The effect happens at a distance.
All the possibilities that Zobernig sees in being able to operate in an extended spatiality and contextual field correspond to the surgeon's incision, or to what Benjamin calls exhibition value.
We could say that what makes us recognize an artistic incision into a space, an architecture, a situation like a work by Zobernig, specifically depends on an altogether special aesthetic, a way of relating to proportions and functions.
His painting becomes a special case of this universal aesthetic attitude.
Aesthetics, or an even more highly charged word, taste, is not a private matter, utilizable solely for home furnishing. It is a way of apprehending and ordering the world. Marcel Duchamp understands aesthetics as something that is as personal and fundamental as handwriting – as something partly unconscious or, in any case, difficult to change. The special refractive lens of aesthetics means that people discriminate – that they prefer one specific constellation over another. Zobernig tries to counteract the effects of an overly narrow discrimination, for instance, through his systematic, encyclopaedic collections and surveys of certain areas of artistic interest. One example among many is seen when he compiles an impressive bibliography of everything that has been written about colour (Farbenlehre, 1995), or when he adopts the printing colours (cyan, magenta, yellow) as his working material. But he can also – in an early exhibition (Galerie Holzer Villach 1991) – copy all the diagrams about how human beings experience colour from a scientific book about the effects of colour on people, as though to show how absurd is the idea that there is an objective colour experience.
Almost all young artists initially express themselves visually by starting to paint. This was also the case with the very young Zobernig. Some carry on, and subsequently choose painting as their primary means of expression, even if they try out other possibilities. Or then the urge to paint fades as other means of expression take over. This does not happen in Zobernig's art. He continues to paint in parallel with incorporating a series of other possibilities into his artistic repertoire. He seems to appreciate being able to use the healer's distance as well, at the same time as he performs his various incisions.
Exhibition value beats cult value on every level, Benjamin maintains. He was primarily referring to artists such as El Lizzitsky, Rodchenko and Tatlin. But there is a point at which exhibition value ceases, and that point is the human face. Cult value takes over, or – Benjamin is not entirely clear here – does the human face stand for authenticity?
Zobernig frequently appears in his own videos. I am particularly interested in three of them in this context. Video no. 6, 1991, is a 30-minute video in which the artist looks us straight in the face. Video no. 12, 1996, shows the overlaid image of the naked artist moving around in an architectural promenade through Chicago. Video no. 18, 2000, shows the naked artist battling with large sheets of cloth in chroma-key colours, the ones used to allow the background in video recordings to be altered. The naked face, the naked body, the emblem of honesty, is here also the artist's own. This is the artist's person as one function among the other expression functions.
The artist's own person, his own statement about his art etc., is usually ascribed an almost overwhelming authority. People very rarely go against the artist's own words. But Zobernig uses his person – or persona? – without such weightiness. Simone Weil writes in a well-known essay about the difference between person and personality. I will travesty her and propose that we are seeing Zobernig's naked artist person, not his impressive artist's personality.
There is a series of such subtle apparent contradictions in Zobernig's art. The foremost and most significant is that, when he incorporates into the gallery or exhibition space elements that are traditionally seen as having a supporting function, but are not the work itself, he does not call into question the concept of art, but extends it. Thus, the bar counter becomes art, like the pedestal, the shipping crate, the partition walls, the floor, the podium, the catalogue, the poster, the conversation, the discourse. If all these visually neutral areas are part of a meaningful discourse, it also becomes very difficult to distinguish the discourse from the work – and it is on this distinction that modernism's art criticism depends. In The Creative Act (1957) Duchamp is the first to analyse the phenomenon, when he claims that an artwork is constituted by two poles – on the one side the artist, on the other side the viewer, who later becomes posterity. But, if the viewer is the one who gives the work meaning (which, as Duchamp writes, is "'refined' as pure sugar from molasses"), how can one then acquire the distance required for analysis? It gets even more complicated when the artist, as Zobernig does, maintains that he is more of a historian or a scientist than an artist. There is then a short-circuit in the traditional system, which assumes, for example, that art and science are each other's polar opposite.
Instead, Zobernig seems to be proposing that art is one specialized way of analysing and acquiring new knowledge about how our visual and intellectual reality is constituted. In order to be able to be apprehended as art, this knowledge must be achieved through aesthetics. Without aesthetics art ceases to be art, and becomes something else. We then lose the very special tool, the lens that we call art. The contribution that Wittgenstein made to philosophy Zobernig makes to art. He shows all the words in between, the passages and highways of visuality, and refines them, making makes them useable for art.
Gertrud Sandqvist
Terpentin Projections – Heimo Zobernig at Nicolas Krupp Contemporary Art
Contemporary Art Daily, Nicolas Krupp, Basel


Chen Dandizi's practice includes video, installation, photography, and literature. There are always alienated emotional experiences expressed in her works. Through the use of cool colors and gloomy tones, she tries to reveal the loneliness of individuals in our current urban life. The artist's independent life away from family since childhood has left her a calm attitude towards the relationship between herself and her family and society in general, while also shaping her sensitive perspectives in the observation of specific individuals. The link between the artist and the Other and Elsewhere could be seen as her imagination -- a narrative fantasy that completes the release of emotions through projecting herself into unfamiliar objects.
Classical films and literary works are an important inspiration for Chen Dandizi. Using montage edits, cuts, and juxtapositions, the artist either creates new content separating from the original background sets, or positions original plots into daily life. She enables the classics the ability to transcend time and space, thus staging dialogues between them and the present.
Chen Dandizi was born in Hezhou, Guangxi, China 1990. Since 2007, she has been living in Guangzhou. Chen received her BA degree from the Guangzhou Academy of Fine Arts (Guangzhou, China) in 2015. Chen's recent solo exhibitions have been presented at the Guangdong Contemporary Art Centre (Guangzhou, China). Chen has also exhibited at Capsule Shanghai, (Shanghai, China), Bi-City Biennale of Urbanism/Architecture, (Shenzhen, China), Canton Gallery, (Guangzhou, China), OCT Contemporary Art Terminal (Shenzhen, China), Mexico National Culture Digital Centre (Azcapotcalco, Mexico), and The Ninth Asian Student Photography Contest (Chengdu, China).


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Communicating the value of pensions makes difference to employees and employers
How can communicating the value of pensions make a real difference to employees and employers
Episode 59: How much do your employees know about their pension? We take a look at auto-enrolment, what it means for the business and its staff, and how HR can communicate its true value.
In this podcast Philippa Lamb discusses pensions with Pensions Minister, Steve Webb , Charles Cotton, CIPD Public Policy Advisor, Reward, Steve Rumbles, Head of UK DC Pensions at BlackRock and Tim Taylor, Head of Reward and Recognition at TUI Travel UK and Ireland.
Philippa Lamb: Pension planning is one of those subjects many of us would rather not think about. We know we should but somehow we just never seem to get round to it. Well next year we're going to have to because the government has decided to bite the bullet and bring in auto enrolment.
Starting in October a rolling programme will begin and employers will have a new statutory duty to enrol all employees earning above a certain threshold into a pension scheme. All this, along with the abolition of the default retirement age, an aging population and the possibility of a flat rate state pension in the future and suddenly everyone's talking about pensions. Here's what Steve Webb, the Pensions Minister, has to say about it.
Steve Webb: The challenge is that we have millions of people of working age today who are heading for a low standard of living in retirement unless we take action. The state will provide a basic minimum but for most people the basic state pension, even at a higher level, is just for the basics and most people want more than that in retirement but they're not heading for that unless we can get far more of them into pension saving and saving more.
Steve Rumbles : I think if we didn't take some action then we would be in serious trouble.
PL: Steve Rumbles is a pensions expert. He's managing director and head of BlackRock's UK defined contributions pension team. He's also worked at Merrill Lynch Investment Managers and Lloyds Bank and according to him the government has a huge challenge on its hands.
SR: People don't even understand how the current state pension system works. The basic principle I think was that a lot of people actually they think that they are putting money away and the government very kindly is hiding it away in some chest somewhere and in 30 years time they're going to dust it off and they're going to pay it to the member and that's what's used and the reality is that isn't how it works, we're effectively paying the retirees now and we all know, certainly in the industry, what the problem is but I don't think the basic member even understands that. Anything that makes it clearer and easier to understand has got to be a positive thing.
PL: Out on the streets in London's Victoria, a quick straw poll told us what we already suspected, many workers are still in deep denial about their retirement finances.
PL: Do you have a pension?
A: No I don't.
PL: Why not?
A: Because I don't have enough money to start one up and I'm too old now probably to start one up and get anything from it so I'm just hoping I inherit ((laughs)).
A2: We get a pension statement every year but I'd be honest I don't really take much notice in so much as they take what they take and that's as much as it is to contribute to a pension to give me some sort of income when I'm older.
PL: Do you know how much that will be?
A2: Um...
A3: No I don't.
A3: I just haven't even thought about it really.
A4: I took my pension at work but I haven't got
my own private pension no.
PL: And do you think will it be enough for you to live on?
A4: No.
PL: Can you see yourself ever getting a personal pension?
A5: To be honest it's just not on my agenda at all I never really think about it.
PL: Do you know how much you pay into it each month?
A6: It's non-contributory.
PL: Do you know how much your employer pays into it each month?
PL: Do you think you should know?
A6: I get statements sent to me each year but I don't read them.
A7: Yes.
PL: Is it a workplace scheme?
A7: Yes I'm not sure what that percentage is.
PL: So do you have any idea how much it will give you when you stop working?
PL: Auto enrolment will mean that every organisation from the biggest corporations down to the smallest of SMEs will have to enrol all eligible employees so unless the employee actively opts out they will, from that moment onwards, be saving for a pension. Pensions Minister, Steve Webb, told me what he's hoping to achieve.
SW: The idea is to build on the lessons from America and elsewhere which show us that when people are put into a pension that they opt out from rather than having to actively choose and opt into one, coverage rates tend to be much, much higher and we can look at American workplace schemes which run on one basis or another basis and often the staying in rate can be 80 or 90% on an opt out scheme and as low as 20 to 30% on an opt in scheme. So we know pensions are difficult for people, they're off-putting, they don't know what to choose so we're taking all of that away from the individual, it will be a new duty on employers starting next summer to enrol their workers and starting with the biggest firms.
PL: Now I see you're hoping to add I think it's as many as seven million new savers, obviously lethargy will mean that some people will just stay enrolled because they won't think about it, they won't opt out but I have seen estimates of as many as 40% of people expected to opt out. How are you going to combat that?
SW: There's a lot we can do to make sure that people stay in once they've been enrolled. One of the important things is that we need to communicate with employers because, you know, some people say they don't trust politicians and they don't trust financial advisers but they may trust their employer rather more on this sort of issue. So when the Pensions Regulator tells employers about their duties we'll make sure that they are comfortable in communicating with their workers, they know what they can say, they've got standard literature they can issue, so we don't want to expect employers to be pension experts but we do want to give them the tools so that when people come back to them and they want basic information they know where they can find it and we want to stress the value of the employer contribution. If you put money in an ISA, or indeed under the mattress, you don't get an employer contribution and it's like a pay rise if you don't want that pay rise fine opt out but it's a valuable additional benefit for people which we hope they'll take up.
PL: Do you think you've got that message across then because I think, you know, this is 55% of SMEs saying their schemes will not comply? Can that be right or are they just misunderstanding your regulations?
SW: One of the things about auto enrolment is it is a staged process. So next year, 2012, it'll be the huge employers, Britain's high street names and so on, many small and medium size firms won't even come in until 2014 or even 2015 so there's several years to get this thing going, to get the information out. Obviously with legislation still not even through parliament yet we can't start writing letters to people telling them because parliament might change it so we need to finalise it but then we have a major communication strategy as a department. The Pensions Regulator will be communicating with employers directly. NEST will be communicating with people and other providers as well. So this will gather momentum very significantly in the coming months.
PL: If significant numbers do opt out it will be problematic for the government. The CIPD's Reward adviser, Charles Cotton thinks it's very hard to predict opt out numbers but that the best way to get people to stay in a scheme is to make it more affordable and the surest way to do that boost the economy at large.
Charles Cotton: We've got to see economic growth a priority from the government to try and boost the economy and obviously it's very difficult but if we can get the economy to start to grow we start seeing people getting pay rises, we start to see consumer inflation falling, then people feel more confident about the future and will start, you know, more likely to not opt out of a pension scheme and possibly pay even more money into a pension scheme.
PL: In a bid to create a genuinely low cost, flexible and easy to understand pension scheme for lower earners the government has set up the National Employment Savings Trust, or NEST. By 2017 the total contribution level will be a minimum of 8%, that's 3% from the employer, 4% from the employee and 1% tax relief. Tim Taylor is head of Reward and Recognition at TUI Travel UK and Ireland. It's the largest sector in TUI Travel Plc, one of Europe's leading leisure travel companies. They do offer defined benefit schemes but their main vehicle is a defined contribution scheme which is open to all UK employees to come in on various levels. About a quarter of their employees are currently in a scheme.
Tim Taylor: For about 5,000 across the UK in total in a scheme so if you're looking at auto enrolment we're thinking well you're probably looking in the region of around 13 to 14,000 potentially will need to come in so some quite sizeable numbers.
PL: On top of that?
TT: Yes.
PL: But of course they can only guess at how many will opt out.
TT: We're working on the assumption that probably around 80% will come in. I think we're…
PL: And stay in?
TT: Yes I think so. I think, you know, pensions is complicated and I think, you know, people don't go in because they don't really understand it but I think the reality is there's also a bit of inertia so once people are in they'll probably stay in. So I think our feeling is that actually the numbers will be quite significant that will come through once we've auto enrolled them in and they will probably stay in the scheme because they'll know it's a good thing to be in a pension scheme. There may be some affordability issues on an individual basis but I think most people will recognise that once they are in they'll probably stay in.
PL: The success of the reforms really balances on the issue of employee opt out and that may vary widely across different sectors. Here's Steve Rumbles again.
SR: Different industries will approach this in different ways and I think the government has this view, NEST have this view of a 20 to 25% opt out rate. I think that at the smaller end of the corporate scale I think that's probably right, I think for larger companies apathy will prevail and therefore not as many people will opt out as predicted, would be my view.
PL: For smaller firms without schemes or whose existing schemes will not be acceptable under the new regime it will take significant amounts of time and money to organise alternatives. Steve Webb.
SW: For smaller firms who don't have any pension provision at all clearly NEST will play a crucial role and one of the good things that NEST has been designed to fill a gap in the market so they've had to think about firms who aren't very interested in pensions, people who don't understand the jargon of pensions, we've made sure that NEST is a low cost provider. So we've made sure that there is someone out there who's available, fulfils your statutory duties, in a relatively painless way and that's crucial. In terms of firms who already have schemes we've tried to make it as easy as possible for them to tick the box in terms of adequacy. So rather than say, "Your scheme has got to look exactly, to every dot and comma, like we say," we've got a pensions bill going through at the moment that relaxes some of those rules, that says basically if it is a decent scheme, and we set out various ways it can satisfy those rules, then you don't have to change it just carry on. Now if you're only putting a few percent in it's not going to pass the test, you know, we do need to make sure a decent amount is going in but we've tried to be as flexible as we can.
PL: As Steve Webb says, NEST is designed to make things cheaper and easier and perhaps it will be SMEs who opt for NEST as a pension provider but what else ought the government to do to support employers in getting the message across? No one's under any illusions that explaining pension reform to people is anything other than an uphill battle.
PL: Okay did you know that next year everyone's going to be automatically enrolled into a pension scheme at work?
A: No I didn't know.
PL: Yeah it's called auto enrolment. You can opt out but you'll be automatically signed up for it.
A1: I would probably opt out.
A2: I have a pension I'm a civil servant, although there's all the action that's being taken because they want to change all the criteria of it. So again I'm not quite sure how much, when and so on and so forth.
A3: I think if this had happened years ago I probably wouldn't do but now I think it's probably too little too late.
PL: Obviously the communication strategy is crucial. Here's Steve Webb.
SW: Because we're talking about ten or 11 million people being auto enrolled this will be massive. This will be, you know, if they're not talking about it on East Enders I'll be surprised because one in four of the adult population's going to be auto enrolled. This isn't going to be a niche, techie, pensions thing, this is going to affect somebody in your household, somebody who lives next door.
PL: So will we see big TV campaigns as we saw the drink driving and anti smoking?
SW: There will be a whole raft of campaigns. I mean we're working out the exact strategy but there'll be national campaigns. As I say employers will be contacted directly specifically, provided template literature and all of that and although there is a duty on firms to comply we want to help then, we want to enable them to. There is a stick in the system, there is a penalty for not complying but we don't want to have to use it. We want to enable firms to comply and I think people will be talking about this thing. We're starting with the biggest firms who are the best able to communicate and we will learn lessons as we go when we get to the smaller firms.
PL: So the government's aim clearly is to create a communication campaign big enough to really get people talking about this but Tim Taylor is in no doubt that the nuts and bolts of the communication's responsibility will still lie with the organisation.
TT: I'm working under the assumption that although obviously we're expecting some communications to come out centrally from the government...
PL: Yes.
TT: ...I would imagine that the way these things go is that we will probably pick up quite a lot within the company and…
PL: But how do you feel about that? Is that irritating? It's not really your job is it to educate your staff about pensions?
TT: It is a little bit frustrating but it is the way that HR legislation and practice really go so more and more comes back to the employer. Ultimately they do work for us. It is a key opportunity for us to show how we differentiate, that we actually take this issue seriously and can retain and attract people. So it is something that we need to take on board but yes it is a bit frustrating. What I'd like to see is a comprehensive awareness programme that actually says, "You need to be aware of this. You need to be aware of your financial future and it's important for you as an individual, and this is considering across the UK, but actually as a business we can then tag onto the back of that and say, "And yes this is what we're doing," but I suspect we'll probably be doing a lot of the legwork as well.
PL: We can all see there's a clear necessity for the government to simplify and encourage pension saving but is it fair to put the onus so heavily on the employer? I put that to Steve Rumbles.
SR: It is an expensive job but it's one they recognise exists, it's not a UK phenomenon it's a global phenomenon, okay. So they've got to deal with it. My sense is that you can approach this in one of two ways, you can either say, "We've got to put our hands in our pocket and come up with a load, a load of money, this is all terrible," da, da, da, or you can embrace it and you can say, "You know what, we've got to do this, they're probably going to fund it from salaries in some way, shape or form, anyway, logically," so you might as well make the most of it and promote it as a positive thing to do for your employees.
PL: So the real challenge for businesses is to turn this into a quantifiable benefit not just an expense?
SR: Well why not? It's an expense you've got anyway, why not promote it?
PL: That's exactly the approach that TUI is taking. Tim Taylor.
TT: I think the way we are looking at it is we know that we're going to have increased costs as a result of auto enrolment, now there's two approaches to that, we can just comply with the legislation and take the cost from there or we can look at it and say, "Okay well for that spend what can we do that will actually give us a better result for our employees at a better benefit offering and provision that will retain and attract individuals coming through?" So you've got to do the work, actually why don't you widen that and see what the opportunities are whilst you're doing that work to improve what you already have?
PL: This is where the role of HR really comes into play. Charles Cotton.
CC: I think it depends on HR making the business case for the organisation and in some instances employees you need them to get the job done but they don't necessarily add value or create value for the organisation. So in those instances employers will probably just say well we'll do what the legal minimum and what the law requires. For other organisations especially those in the service-based sector or knowledge-intensive firms or innovation and creative industries then employees are the people who create the wealth, they are a source of competitive advantage for the organisation so therefore they do want to attract the best, retain the best and develop them and in those instances pensions will be an important part of the overall package.
PL: The proposal for a new flat rate state pension is getting a broadly positive reaction. Steve Webb explained the benefits to me.
SW: What we're doing is trying to simplify a very complicated system. We're not spending more money. So we're taking what's currently a wide range of pension outcomes, you know, somebody retiring in a few years time, a typical man, actually gets about £160 from the state, a typical woman about £130. We're replacing that kind of system, related to earnings and all sorts of other things, with a simple system. So if we go ahead the idea would be over time people would get a flat rate pension, broadly the sort of figures we talked about are around £7,000 a year compared with a basic of about £5,000, but people are getting other money on top. So it's not about throwing money at the state pension it's about simplifying it precisely to support auto enrolment so that when somebody thinks, 'Well shall I bother saving?' they don't open their national newspaper and see a story that says, "Don't bother saving because the government will just means test it away from you," they know that what they save is theirs to keep.
PL: Current plans to raise the state pension age to 66 by 2020 are going through parliament now and the age could shift to 67 as soon as 2026. Now that would mean there are eight million people in their 40s now who are going to retire a year later than they planned so why does the government keep moving the goalposts? Pensions Minister, Steve Webb.
SW: The current plan to go to 67 by 2036 is just too slow but I think it's possible to exaggerate this. People will typically, even at a pension age of 67 when we get there, have over two decades in retirement, so this isn't work til you drop. The people we're talking about, say we move forward, as you suggest, to the mid 20s these people already have a pension age of 66, so it's a one year change, if we announced it soon that would be at 15 years notice from today, now I'm 46 so I'd be covered by this, frankly another year it doesn't seem unreasonable, given everything that's going on, to adjust my pension age by a year with that sort of length of notice. Now we all know we're living longer but we're living longer like an express train and therefore we can't say 40 years out, 30 years out, 20 years out, this is definitely your pension age because things are just changing so dramatically.
PL: So you need to reserve that right to change the age again?
SW: Up to a reasonable point but we do accept the need for a minimum notice period.
PL: There's a fear that employers with schemes where the employer currently contributes more than 8% will take the opportunity to save money and level down when the reforms come in leaving employees out of pocket. I put that to Steve Webb.
SW: There are employers who have existing employees in existing schemes. People say, "Oh they'll level down." But what does that mean? That means they say to somebody who they've employed, maybe for years who they're putting, I don't know, 8% into their pension, "Guess what we're going to slash your pension contribution," that's not an easy conversation to have. It may well be for new employees or employees who aren't in the scheme they'll enrol at the minimum level. I can see a sort of two tier approach may happen and I think that's clear that will happen in some cases but there's not much evidence that existing provision for existing workers will be reduced. There was one survey recently, The Association of Consulting Actuaries, that emailed 50,000 firms and 49 and a half thousand didn't reply and on the strength of the 400 odd who did they came up with a sort of headline that scared people. We have to be very careful about this. The Department's done rigorous work on this, surveyed employers, talked to all sizes and shapes and we think that what's called levelling down will be quite limited. Some firms will but the majority will add to provision and then of course that will be reflected in pay negotiations and other…you know it is a cost and it will have to be borne.
PL: So will these reforms put Britain in a better place 30 years down the line? Steve Rumbles.
SR:. Well obviously I hope it does, not least because if I do the sums I'm not far off that myself so ((laughs)) sort of needs to. I think we'll be in a better place than we are now I don't doubt that. My challenge I guess is that a typical contribution into a final salary scheme at the moment is 23%. A typical contribution into a DC scheme at the moment is around about 11 or 12 and general thinking from certainly the modelling tools we've got it needs to be nearer 15. So it isn't hard to work out that eight is not enough.
PL: Which is the NEST contribution.
SR: Uh huh and so my problem I guess is that employees, because the government has mandated eight, well it's not the NEST contribution it's the Reg: contribution but the bottom line is that people will assume, again apathy, they will just assume that if the government said it was eight it is eight and that's what they need and therefore the pensions that they get when they start to retire or 20 years time when they sit down with an IFA who says, "Well you're way off track where you want for your standard of living," that's going to be a challenge. So the bit I don't agree with is that eight is sufficient but you've got to start somewhere and I think it's right to build up over time because that helps employers and employees in, as you say, a bit of a strapped time. But it's interesting in Australia the rates have continually risen such as I think they're around about 12 now.
PL: And presumably we'll see that here won't we?
SR: I would have thought so. I would have thought so.
PL: HR has many challenges here. There's an opportunity to pitch these reforms as a tool for recruitment and retention but there's also a big logistical challenge. Each and every organisation needs a strategy for implementing the reforms and this is where HR really comes into play.
SR: Yeah I think the bigger problem for firms actually is not, clearly finding the money to pay for it sure, but this legislation didn't just happen last week it's been building up and you're right companies are strapped but nevertheless it's not new news, so to speak, the bigger challenge appears to be around payroll systems and personnel systems and their capability to create these files and to identify whether you're earning enough to be auto enrolled, whether you're the right age to be auto enrolled, picking up the fact that you opted out and then three years later you need to be opted back in again on the staging date. I'm not aware of any payroll or personnel system that does that and the general feeling in the market at the moment is that they're not planning on doing it either but that's a big challenge.
PL: So the basic logistics of making this work?
SR: Absolutely that to me is going to be a real challenge.
PL: Because we haven't heard much about that?
SR: No we haven't and I think that's probably because again larger companies, particularly the biggest ones for October next year, have got big pensions departments and big HR departments so…
PL: But for SMEs?
SR: Correct when you get down into the SME level you might just buy a version of Sage, for instance, if that's not in there how are they going to identify all these people? I think that's almost going to be the bigger challenge, oh you need to find 20 million. Well okay I need to find 20 million how do I solve the systems problem? Oh I've left it too late what do I do now? That's going to be a big challenge.
PL: More than ever it's a successful communications strategy that will differentiate those organisations who manage to implement and make the best of these reforms. Charles Cotton.
CC: You are going to need more emphasis around employer education to say, "Well this is what the offering is. These are the choices, these are the consequences of the choices," and then being able to communicate that effectively and having moved away from the days of paper communication and now organisations are looking at the internet and increasingly social media we think from Facebook to Twitter, to communicate the value of the employer offering.
PL: So a big challenge all round for employers.
CC: A big challenge but hopefully the CIPD is there to help our members meet this challenge and rise to this challenge.
PL: For more information on how to make the pensions reforms work for you, including the CIPD's research Business Case for Pensions and the Employee Outlook Focus on Pensions, check out our show notes at http://www.cipd.co.uk/podcasts.
Remember we're always keen to hear your feedback so please do fill in the feedback forms on the podcast page. As we just heard from Charles social media is a vital part of communication nowadays and....
Next month, I'll be exploring the many imaginative and unusual ways in which smart organisations are using social media.

redpajama_set_name: RedPajamaCommonCrawl


Dell Boomi (Boomi), the leading transformation provider of cloud integration and workflow automation to build The Connected Business, introduced the new Dell Boomi Technology Partner Program from the Partner Summit at Boomi World 18. The new partner program provides additional enablement resources and standards to ISVs and implementers to accelerate the rate of innovation on and around the Boomi platform and enhance the delivery of customer solutions.
The Technology Partner Program is a specialized program designed for independent software vendors (ISVs), systems integrators, and other app developers under the Dell Boomi Global Partner Program. The global program provides our consulting, integration, SaaS and OEM partners an industry-best framework to engage with customers in building a connected business. The Boomi partner ecosystem helps organizations around the world and across industries improve their businesses and drive digital transformation.
"Boomi has always been an open platform. The more, strong partners there are who continue to deliver value-added adjacent solutions to the platform, the more successful our customers are going to be with their transformation projects," said Dave Tavolaro, vice president of business development for Dell Boomi. "This specialized partner program is aimed at giving Boomi technology partners the training, support and resources they need to meet rapidly growing demands from customers that want to build connected businesses."
The Boomi Technology Partner Program was created for organizations with any of the following use cases.
Develop public connectors on the Boomi platform: Many Independent Software Vendors (ISVs) are seeing demand from customers to help them simplify adoption of their software platforms. Implementers are asked to accelerate integration across a wide range of applications and platforms. By leveraging the new partner program and the Dell Boomi SDK to develop and release public connectors on the Boomi platform, Boomi ISV and Implementation partners can meet those customer needs.
Create interoperability with the Boomi platform: When using the Dell Boomi SDK to develop on the platform, partners with adjacent solutions can leverage platform documentation and APIs to create interoperability with the Boomi platform. Partners in the program today help customers create independent reporting and analytics, or to make calls to the platform to launch a process.
Validate compatibility with the Boomi platform: As the Boomi global customer footprint continues to expand, customers are increasingly expecting other software solutions they acquire to be compatible with Boomi. This demands the right level of collaboration and access to key enablement resources to streamline the engagement and deliver results for customers.
Benefits to members of the Boomi Technology Partner Program include development, testing and demo access to a Dell Boomi tenant, access to the Technology Partner Program team for guidance and support and access to the Dell Boomi Partner Resource Center. Additionally, training and certification resources are made available to the partner, along with marketing resources.
"Our business is to provide accurate and reliable foreign exchange data to our customers. With the Boomi Platform, we offer a seamless, global service to companies to connect to the data regardless of which ERP system they use," said Mateo Graziosi, Head of FX Data Services at OANDA. "Having an official program with Boomi and additional development resources is a great ongoing benefit that will result in a continued trustworthy experience for our customers."
"As businesses continue to drive digital transformation, they need a technology ecosystem that works together securely and seamlessly," said Andrew Homer, Director of Business Development and Technology Alliances, RSA, a Dell Technologies Business. "The new interoperability securely protects the Dell Boomi platform with RSA SecurID® Access, both through single sign-on and multi-factor authentication for efficient and secure identity and access management. Together, the Boomi Technology Partner Program and RSA Ready Partner Program empower customers to focus on opportunities to transform their business while protecting their most valuable assets."
"The testing and documentation benefits of being part of the Boomi Technology Partner program helps us to expand coverage of our standards-based SSO and MFA solution to meet the needs of our joint customers without interruption," said Omer Karatas, EVP, SAASPASS. "We are also excited to align forces with the number one choice in this industry for thousands of customers."
"SL monitors middleware technologies and infrastructure, and correlates them to create service centric views. We are now strengthening our offerings by monitoring the Dell Boomi Platform to provide complete end-to-end visibility into its connectors and process flows; as well as detailed performance and availability metrics for Atoms and Molecules running on-premises, and on heterogeneous cloud platforms. Boomi's Technology Partner Program provided invaluable enablement resources for our development effort, enabling us to accelerate building interoperability between the Boomi Platform and our monitoring solution," said Praful Bhayani, VP of Strategic Projects and Business Development at SL Corporation.
"We transform the way our ISV customers manage and integrate their data platforms," said Thomas Bennett, GM of Technology, Unico Solution. "With so many new Database and application platforms created in the cloud, the Boomi Technology Partner Program provides the foundation to easily develop and expand the Boomi Platform to meet the unique needs of our ISV customers. This partnership allows us to quickly drive business value for them, which is a huge competitive advantage for us."
"Dell's Boomi technology is the backbone of the Upland Integration Platform which provides the flexibility and connectivity that our enterprise customers require from our cloud solutions," said Kevin Sequeira, Senior Vice President of Product Management at Upland Software. "Boomi's Technology Partner Program helps us to deliver expanded connectivity across our applications so we can provide a seamlessly integrated, cross-product experience that results in greater customer success. We are pleased to be part of the Boomi Technology Partner Program."


text:
driverless car Stories November 30, 2015
Formula E will launch a new race series with driverless electric cars starting in 2016
- Nov. 30th 2015 10:36 am ET
Cars Electric car Formula E Autonomous car race
MOTORSPORT - FORMULA E TESTS - LA FERTE GAUCHER (FRA) 13/11/2013 - PHOTO : FRANCOIS FLAMAND / DPPI
After the success of its Formula E Championship, the FIA group announced a new race series with driverless electric cars in partnership with Kinetik. The new championship is called 'ROBORACE' and aims at providing a competitive platform for the autonomous driving solutions that are now being developed by automotive and tech companies.
ROBORACE will "piggyback" on the Formula E Championship with each race taking place on the same circuit right before the Formula E race. FIA and Kinetic plan for 10 teams, each with two driverless cars, to compete in 1-hour races. expand full story


Computable Document Format (CDF) is a dynamic document format associated with the Mathematica mathematics software. It is a text-based format.
CDF is publicly documented, but it is pretty much impossible to properly render it without using components of the proprietary Mathematica software.
Wolfram Language & System Documentation Center - Allegedly, CDF is documented here.
Wolfram Demonstrations Project → * → "Download Demonstration as CDF"
This page was last modified on 22 April 2016, at 19:01.


text:
//////////////////////////////////////////////////////////////////////////////////////////////////////////////
//	Projet sous Licence Apache Version 2.0.	                                            //
//----------------------------------------------------------------------------------------------------------//
//                                                                                //
//	Pour plus d'informations concernant cette licence et son utilisation,  //
//	veuillez consulter :                                                                            //
//		- Le document LICENSE                                                                //
//		- http://www.apache.org/licenses/LICENSE-2.0                               //
//                                                                                //
///////////////////////////////////////////////////////////////////////////////////////////////////////////////

/*
 * File:   definitions.h
 * Author: mousseyed, kevin
 *
 * Created on October 20, 2010, 11:31 AM
 *
 * DESCRIPTION
 * ----------------------------------------------------------------------------
 *
 *  La structure du fichier est la suivante :
 *
 *  0./ Constantes definies pour le systeme d'exploitation
 *  1./ Constantes (arbitraires) pour définir les opcodes
 *  2./ Constantes permettant de savoir avec les 4 premiers bits :
 *          - Le groupe d'instructions auquel appartient l'opcode (cf. 3./)
 *     [OU] - L'opcode lui-même
 *  3./ Constantes permettant de définir les opcodes de chaque groupe au vu des
 *      4 derniers bits.
 *   4./ Constantes permettant de définir les modes d'adressages
 *   5./ Constantes permettant de definir les bornes inferieures de chaque instruction
 *   6./ Constantes utilisees pour le predecodage
 * ----------------------------------------------------------------------------
 */

#ifndef CONSTANTES_H
#define	CONSTANTES_H

// Define utilisé pour effectuer des tests, debugs
// #define TEST
// #define DEBUG

//------------------------------------------------------------------------------------
//  0./ Constantes definies pour le systeme d'exploitation
//-------------------------------------------------------------------------------------

//--------------------------------------------------------- EMPLACEMENT OS
// Emplacement de l'OS par defaut
#define EMPLACEMENT_OS "systemeExploitation/OS.bin"

//--------------------------------------------------------- ENTREES DE LECTURE
// Indique que CHARI doit lire sur l'entree standard
#define ENTREE_STDIN (1)

// Indique que CHARI doit lire le fichier "fichierEntree" au lieu
// de la sortie standard
#define ENTREE_FICHIER (2)

//--------------------------------------------------------- VECTEURS INTERRUPTIONS
// Emplacement memoire contenant l'adresse
// du pointeur de pile utilisateur
#define ADR_MEM_SP_USER (0xFFF8)

// Emplacement memoire contenant l'adresse
// du pointeur de pile systeme
#define ADR_MEM_SP_SYS (0xFFFA)

// Emplacement memoire contenant l'adresse
// du LOADER
#define ADR_MEM_LOADER (0xFFFC)

// Emplacement memoire contenant l'adresse
// du TRAP HANDLER
#define ADR_MEM_TRAP_HANDLER (0xFFFE)

//--------------------------------------------------------- OUTILS PROGRAMME
// Taille allouée pour stocker l'ensemble du programme Pep8
#define TAILLE_MEMOIRE_MAX (0xFFFF )

// Masque sur 16 bits (pour les debordements,...)
#define MASQUE_16_BITS (0xFFFF)

// Masque pour les 8 bits de droite
#define MASQUE_8_BITS_D (0x00FF)

// Masque pour les 8 bits de gauche
#define MASQUE_8_BITS_G (0xFF00)

//----------------------------------------------------------------------------
//  1./ Constantes (arbitraires) pour définir les opcodes
//----------------------------------------------------------------------------
#define STOP    (0)
#define RETTR   (1)
#define MOVSPA  (2)
#define MOVFLGA (3)
#define BR      (4)
#define BRLE    (5)
#define BRLT    (6)
#define BREQ    (7)
#define BRNE    (8)
#define BRGE    (9)
#define BRGT    (10)
#define BRV     (11)
#define BRC     (12)
#define CALL    (13)
#define NOTR    (14)
#define NEGR    (15)
#define ASLR    (16)
#define ASRR    (17)
#define ROLR    (18)
#define RORR    (19)
#define NOPN    (20)
#define NOP     (21)
#define DECI    (22)
#define DECO    (23)
#define STRO    (24)
#define CHARI   (25)
#define CHARO   (26)
#define RETN    (27)
#define ADDSP   (28)
#define SUBSP   (29)
#define ADDR    (30)
#define SUBR    (31)
#define ANDR    (32)
#define ORR     (33)
#define CPR     (34)
#define LDR     (35)
#define LDBYTER (36)
#define STR     (37)
#define STBYTER (38)

//----------------------------------------------------------------------------
//  2./
//  Constantes contenant les valeurs possibles des 4 premiers bits d'un opcode
//----------------------------------------------------------------------------

// Constantes permettant de deviner le groupe auquel appartient l'opcode
// (1 groupe = opcodes dont les 4 premiers bits sont identiques)
#define GRINST1 0 //instructions concernees : STOP,RETTR,MOVSPA,MOVFLGA,BR,BRLE,BRLT,BREQ,BRNE,BRGE
#define GRINST2 1 //instructions concernees : BRGT,BRV,BRC,CALL,NOTR,NEGR,ASLR,ASRR
#define GRINST3 2 //instructions concernees : ROLR,RORR,NOPN,NOP
#define GRINST4 3 //instructions concernees : DECI,DECO
#define GRINST5 4 //instructions concernees : STRO,CHARI
#define GRINST6 5 //instructions concernees : CHARO,RETN
#define GRINST7 6 //instructions concernees : ADDSP, SUBSP

// Constantes permettant de deviner directement l'opcode
// (les 4 premiers bits de l'opcode sont uniques dans tout le jeu d'instrutions)
#define ADDR_DEB    7
#define SUBR_DEB    8
#define ANDR_DEB    9
#define ORR_DEB     10
#define CPR_DEB     11
#define LDR_DEB     12
#define LDBYTER_DEB 13
#define STR_DEB     14
#define STBYTER_DEB 15

//----------------------------------------------------------------------------
//  3./
//  Constantes contenant les valeurs possibles des 4 derniers bits d'un opcode
//----------------------------------------------------------------------------

// Groupe d'instructions : GRINST1
#define STOP_FIN    0
#define RETTR_FIN   1
#define MOVSPA_FIN  2
#define MOVFLGA_FIN 3
#define BR_FIN_I    4   // Borne inf. des valeurs possibles pour l'instruction BR
#define BR_FIN_S    5   // Borne sup. des valeurs possibles pour l'instrucion BR
#define BRLE_FIN_I  6
#define BRLE_FIN_S  7
#define BRLT_FIN_I  8
#define BRLT_FIN_S  9
#define BREQ_FIN_I  10
#define BREQ_FIN_S  11
#define BRNE_FIN_I  12
#define BRNE_FIN_S  13
#define BRGE_FIN_I  14
#define BRGE_FIN_S  15

// Groupe d'instructions : GRINST2
#define BRGT_FIN_I  0
#define BRGT_FIN_S  1
#define BRV_FIN_I   2
#define BRV_FIN_S   3
#define BRC_FIN_I   4
#define BRC_FIN_S   5
#define CALL_FIN_I  6
#define CALL_FIN_S  7
#define NOTR_FIN_I  8
#define NOTR_FIN_S  9
#define NEGR_FIN_I  10
#define NEGR_FIN_S  11
#define ASLR_FIN_I  12
#define ASLR_FIN_S  13
#define ASRR_FIN_I  14
#define ASRR_FIN_S  15

// Groupe d'instructions : GRINST3
#define ROLR_FIN_I  0
#define ROLR_FIN_S  1
#define RORR_FIN_I   2
#define RORR_FIN_S   3
#define NOPN_FIN_I   4
#define NOPN_FIN_S   7
#define NOP_FIN_I  8
#define NOP_FIN_S  15

// Groupe d'instructions : GRINST4
#define DECI_FIN_I  0
#define DECI_FIN_S  7
#define DECO_FIN_I   8
#define DECO_FIN_S   15

// Groupe d'instructions : GRINST5
#define STRO_FIN_I  0
#define STRO_FIN_S  7
#define CHARI_FIN_I   8
#define CHARI_FIN_S   15

// Groupe d'instructions : GRINST6
#define CHARO_FIN_I  0
#define CHARO_FIN_S  7
#define RETN_FIN_I   8
#define RETN_FIN_S   15

// Groupe d'instructions : GRINST7
#define ADDSP_FIN_I  0
#define ADDSP_FIN_S  7
#define SUBSP_FIN_I   8
#define SUBSP_FIN_S   15

//----------------------------------------------------------------------------
//  4./ Constantes permettant de définir les modes d'adressages
//----------------------------------------------------------------------------
#define IMMEDIAT                (0)
#define DIRECT                  (1)
#define INDIRECT                (2)
#define PILE                    (3)
#define PILE_INDIRECT           (4)
#define INDEXE                  (5)
#define INDEXE_PILE             (6)
#define INDEXE_PILE_INDIRECT    (7)

//----------------------------------------------------------------------------
//  5./ Constantes permettant de definir les bornes
//	inferieures de chaque instruction
// 	i.e. En ne tenant pas compte des informations
//	concernant les registres et/ou modes d'adressage
//----------------------------------------------------------------------------

// Instructions dont il n'y a rien a ignorer
// Deja definis dans 3./

// Instructions dont on ignore le mode d'adressage
// Ou instructions dont on ignore le registre
// (Bit le plus a droite)
#define BR_I    4
#define BRLE_I  6
#define BRLT_I  8
#define BREQ_I  10
#define BRNE_I  12
#define BRGE_I  14
#define BRGT_I  16
#define BRV_I   18
#define BRC_I   20
#define CALL_I  22
#define NOTR_I  24
#define NEGR_I  26
#define ASLR_I  28
#define ASRR_I  30
#define ROLR_I  32
#define RORR_I   34

// Instruction dont on ignore le valeur n
// (2 bits les plus a droite)
#define NOPN_I   36

// Instructions dont on ignore le mode d'adressage
// Ou instructions dont on ignore la valeur de n
// (3 bits les plus a droite)
#define NOP_I  40
#define DECI_I  48
#define DECO_I   56
#define STRO_I  64
#define CHARI_I   72
#define CHARO_I  80
#define RETN_I   88
#define ADDSP_I  96
#define SUBSP_I   104

// Instructions dont on ignore le mode d'adressage
// Et dont on ignore le registre
#define ADDR_I    	112
#define SUBR_I 		128
#define ANDR_I 		144
#define ORR_I 		160
#define CPR_I     		176
#define LDR_I     		192
#define LDBYTER_I 	208
#define STR_I     		224
#define STBYTER_I 	240

//----------------------------------------------------------------------------
//  6./ Constantes utilisees pour le predecodage
//----------------------------------------------------------------------------

// Constantes permettant de connaitre l'etat du decodage
// pour une instruction donnee
#define DECODAGE_A_FAIRE (0)
#define DECODAGE_FAIT			 (1)
#define DECODAGE_A_IGNORER	     (2)

#endif	/* CONSTANTES_H */

redpajama_set_name: RedPajamaGithub


text:
Q: How to use a greek symbol in grid.arrange() I am using the grid.arrange() function in R to parse together multiple plots. My current code is structured as follows:
grid.arrange(
plot1,
plot2,
legend,
ncol = 3,
top = "Change in Score",
left = "Change in Score"
)

I am trying to change the left = "Change in Score" to the Greek symbol "Delta" in order to replace "Change in."
No clue how to do this...Thanks for any suggestions!!

A: I am using the iris dataset as an example. You can use Unicode Characters for in this case Delta \u0394. You can use the following code:
library(ggplot2)
plot1 <- ggplot(iris, aes(x = Sepal.Length, y = Sepal.Width)) +geom_point()
plot2 <- ggplot(iris, aes(x = Petal.Length, y = Petal.Width)) +geom_point()

library(gridExtra)
library(grid)
grid.arrange(
  plot1,
  plot2,
  #legend,
  #ncol = 3,
  top = "Change in Score",
  left = "\u0394 Score"
)

Output:

redpajama_set_name: RedPajamaStackExchange


text:
COVID-19 update: 5RB is open for business and continues in full operation. All of our barristers are able to attend hearings and meetings with clients via telephone or video conference software. Click here for further details.
Call 5RB+44 (0)20 7242 2902
Urgent injunctions
Register for 5RB updates
BBC v Rochdale Metropolitan Borough Council, X and Y
Reference: [2005] EWHC 2862 (Fam); [2006] EMLR 117
Court: Family Division
Judge: Ryder J
Date of judgment: 8 Dec 2005
Summary: Privacy - Anonymity - Social workers - Family proceedings - Injunction to restrain identification - Article 8, ECHR - Freedom of expression - Article 10, ECHR
Download: Download this judgment
Appearances: Adam Wolanski QC (Respondent)
Instructing Solicitors: BBC Legal department; Rochdale MBC Legal Service for X; Thomsons for Y
The BBC intended to identify social workers involved in a case of alleged child abuse in Rochdale in 1991. In the 1991 wardship case the Judge held that the two social workers carried out interviews with the children at the centre of the case incompetently but did not name them. Several of the children, as adults, waived their privacy and gave interviews to the BBC for a documentary and wanted to name the social workers in question and show footage of the interviews. The council applied for an injunction to restrain the BBC from identifying the social workers on the basis that they and their families would be harmed personally and professionally and they had a reasonable expectation of privacy arising out of their anonymisation in 1991. They also argued that problems of recruitment of social workers in child protection cases would be exacerbated by the naming of experts in such cases.
Whether continuing protection should be afforded to two social workers, X and Y, whose identities were not revealed in the open court judgment that concluded the original wardship proceedings in 1991.
Applying the balancing exercise in Re S and Campbell v MGN, dismissing the application:
(1) There was nothing inherently confidential or constituting an abnormal physical threat to the social workers that justified interference with the Article 10 rights of the former wards and the BBC;
(2) The evidence served in support of the social workers' Article 8 claim did not convincingly establish a pressing social need for the restraint asked for;
(3) Interference with the social workers' Article 8 rights was legitimate and proportionate, given the public interest in the proceedings and in openness in family proceedings generally.
(4) There was no longer any interest of a particular child or children generally in retaining the anonymity of the social workers.
The court made clear that the balancing exercise between privacy and freedom of expression may be revisited, in fresh circumstances and after a long period of time, to the extent that a previous balance that favoured privacy rights should not give rise to a reasonable expectation of privacy indefinitely. This case is further recognition of a trend towards openness in the Family Division. Importantly, the judge held that experts involved in Family Division cases could not "normally" expect privacy, even where identification risked exacerbating recruitment problems in the field.
Urgent advice
Jonathan Barnes appointed to QC
5RB talks – webinar
Sir James & Lady Deirdre Dyson v Associated Newspapers
The Times pays libel damages to Barbara Hewson
Successful defence for HarperCollins and author in mammoth Australian libel claim
Wright v Granath (CA)
[2021] EWCA Civ 28
Soriano v Forensic News & ors
[2021] EWHC 56 (QB)
Gerrard & Anor v (1) ENRC Ltd (2) Diligence International LLC
[2020] EWHC 3241 (QB)
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[2020] EWHC 2951
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text:
Save the day as the leader of the Rescue Team!
Save the day as the leader of the Rescue Team, a group of life-saving pros trained to swoop in and sweep up in the wake of a natural disaster! When a tornado tears up a group of once tranquil islands, the mayor calls the Rescue Team to dig his people out of the debris. There's just one problem: The greedy fat cat has been skimping on building codes and skimming the town treasury, so he needs discretion as the crew rescues disaster victims and gets the islands up and running again.
Use strategy to figure out the quickest way to clear debris, repair the infrastructure, and restore damaged buildings. Make good use your resources as you gather the food, materials, and the money you need to fund your operations. And do your best to unlock every achievement and earn a gold medal on each of the game's 40 levels. Easy to play, challenging to master, and packed with fun, Rescue Team 3 is the best one yet!
-Ten buildings
-40 levels
-Three rescue assistants
-Three kinds of transport
-In-game tutorial
Technical Notes: This game requires a 3D Compatible Video Card.
View all reviews for Rescue Team 3 >


Play jets of war. Fly your powerful jet for an epic dog fight and bombing missions.
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Q: NameError: uninitialized constant TurboDevAssets I'm learning rails. I downloaded the code from https://github.com/diaspora/diaspora but it can't run. It's the error codes:
/home/a1/.rvm/rubies/ruby-2.1.7/web/diaspora/config/environments/development.rb:42:in `block in <top (required)>': uninitialized constant TurboDevAssets (NameError)
    from /home/a1/.rvm/gems/ruby-2.1.7/gems/railties-4.2.6/lib/rails/railtie.rb:210:in `instance_eval'
    from /home/a1/.rvm/gems/ruby-2.1.7/gems/railties-4.2.6/lib/rails/railtie.rb:210:in `configure'
    from /home/a1/.rvm/gems/ruby-2.1.7/gems/railties-4.2.6/lib/rails/railtie.rb:182:in `configure'
    from /home/a1/.rvm/rubies/ruby-2.1.7/web/diaspora/config/environments/development.rb:1:in `<top (required)>'

The config/environments/development.rb is:
Diaspora::Application.configure do
    [...]
    # Speed up asset serving
    config.middleware.insert 0, TurboDevAssets
 end

How to resolve the problem?

A: Open your Gemfile and make sure this line is in there:
  gem "turbo_dev_assets", "0.0.2"

If it is but you're getting that error move that line outside a conditional or to one of the conditional sections where you know it will get picked up when you run the command:
RAILS_ENV=development bin/bundle install --deployment --with "development test postgresql"

Then verify in the output of that command that you see this line:
Installing turbo_dev_assets 0.0.2

This should resolve the error:
Name error ,uninitialized constant TurboDevAssets (NameError)

A: You must run bundle install.
TurboDevAssets is a gem within the gemfile:
  gem "turbo_dev_assets", "0.0.2"

Bundle install will setup it up.


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A new online sales tax bill would create a $10 million small business exemption
By: Zak Stambor of Digital Commerce
A new online sales bill introduced last week would include an exemption for small businesses that generate less than $10 million in annual U.S. e-commerce sales. Based on Internet Retailer research, the bill would require the 1,629 retailers that generated e-commerce sales of at least $10 million last year to collect sales tax on remote sales while allowing smaller merchants to avoid doing so.
Similar to the bill Rep. Bob Gibbs (R-Ohio) introduced earlier this month, this bill—called Online Sales Simplicity and Small Business Relief Act—is a response to the U.S. Supreme Court's decision in Wayfair v. South Dakota, which allows states to require out-of-state merchants to collect and remit local sales tax on goods sold to their residents.
The new bipartisan bill, sponsored by Reps. Jim Sensenbrenner (R-Wisc.), Anna Eshoo (D-Calif.), Jeff Duncan (R-S.C.) and Zoe Lofgren (D-Calif.), would prohibit states from forcing out-of-state retailers to remit sales taxes from sales prior to June 21, the date of the Wayfair decision. It would prevent states from imposing sales tax collection duties until Jan. 10, 2019 and, most notably, it would carve out a $10 million exemption for small business sellers until the states produce a Congress-approved bill that, according to the bill, would simplify sales tax collection to the point where no small business exemption would be necessary.
"This bipartisan legislation reins in the taxation free-for-all created by the Supreme Court's ruling in Wayfair," Sensenbrenner says in a statement. "Online sellers need clarity and stability in the sales tax arena. Our bill will protect small businesses and internet entrepreneurs from excessive regulatory burdens."
Although, this is the third online sales-tax bill introduced since the Wayfair decision, and few expect Congress to act.
"These issues have been around for some time and Congress has never acted," says Rachelle Bernstein, vice president and tax counsel at the National Retail Federation. "Do you think they have the time or the inclination to act now? Frankly, I'm skeptical."
Similarly, Overstock.com Inc. board member Jonathan Johnson III believes that, "Congress will do what it always does, which is nothing," he says. That being said, he worries that the $10 million exemption doesn't make sense. "If you're making $9 million, you can afford to get sales tax software," he says.
Overstock is No. 32 in the Internet Retailer 2018 Top 1000.
Permalink: https://sensenbrenner.house.gov/2018/9/a-new-online-sales-tax-bill-would-create-a-10-million-small-business-exemption


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Collorec (bret. Koloreg) – miejscowość i gmina we Francji, w regionie Bretania, w departamencie Finistère.

Według danych na rok 1990 gminę zamieszkiwały 692 osoby, a gęstość zaludnienia wynosiła 24 osoby/km² (wśród 1269 gmin Bretanii Collorec plasuje się na 724. miejscu pod względem liczby ludności, natomiast pod względem powierzchni na miejscu 299.).

Bibliografia

Miejscowości w departamencie Finistère

redpajama_set_name: RedPajamaWikipedia


The Dolphins had allowed nine pass plays of 25 yards or more yards in the first four games, including gains of 46 and 33 yards last week in a 24-21 overtime loss at Arizona.
Cincinnati's longest pass play was for 24 yards from Dalton to wide receiver Andrew Hawkins in the fourth quarter. Green did catch nine passes, including a 2-yard touchdown against tight coverage from Smith early in the fourth quarter, but he gained just 65 yards from those receptions.
Smith drew the assignment against Green for most of the game.
Defensive tackle Randy Starks had the other interception of Dalton, picking off a pass at the line of scrimmage on the opening drive of the third quarter and setting up the Miami offense at the Cincinnati 36. Three plays later the Dolphins converted the turnover into seven points on a 13-yard touchdown run by Reggie Bush and Dan Carpenter's extra point.
That extended a one-point halftime lead to eight points, 14-6.
"We had a stunt going on and got the middle clogged up. I read the quarterback's eyes and I was fortunate enough to make the play," Starks said.
Starks had three tackles, half a sack, a quarterback hit and a second pass breakup to go along with the interception.
Defensive coordinator Kevin Coyle spent the previous 11 seasons as Cincinnati's defensive backs coach. His knowledge of the Bengals' attack under offensive coordinator Jay Gruden helped in the shutdown of the Cincinnati offense.


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ACAMH News
ACAMH News keeps you up to date with the latest information
Posted on 5th June 2019
We are delighted to announce the inaugural winners of the ACAMH Awards, recognising the work of individuals whose work advances our understanding of mental health in children and young people.
These awards form an important part of Our Vision of 'Sharing best evidence, improving practice' as they will inspire the future of the field through better understanding of why children and young people experience difficulties and what promotes their wellbeing.
Martin Pratt, Chief Executive of ACAMH, said: "ACAMH has always been a beacon for blue sky science, as well as ways services, and practices, can help foster an improved understanding of child and adolescent mental health. These awards acknowledge the dedication, expertise and sheer hard work of our deserving winners, and I would like to congratulate all of the winners on their success."
Eric Taylor 'Translational Research into Practice' Award goes to Professor Shafran and team at Great Ormond Street Institute of Child Health Psychological Medicine Research Team (Judging Panel; CAMH Editors, plus ACAMH Board)
Great Ormond Street Institute of Child Health Psychological Medicine Research Team
"We are very honoured to be the first recipients of the Eric Taylor Translational Research into Practice Award and winning this award means a great deal to the entire team. We believe passionately that psychological treatments must be accessible, evidence-based and cost-effective. Our focus is carrying out clinically-based research to evaluate the potential of available treatments that can be implemented in a range of settings. The close relationship between our clinical and research teams is critical to ensuring the successful translation of research into practice, and we are delighted to demonstrate that evidence-based psychological treatments can be provided at the point of need for children with both mental and physical health needs."
Dorothy Bishop 'JCPP Best Paper' Award for a paper published by the JCPP in a volume in the previous year goes to Dr. Jessica Schleider and Professor John Weisz for 'Single-session growth mindset intervention or adolescent anxiety and depression: 9-month outcomes of a randomized trial' (Judging Panel; Professor Edmund Sonuga-Barke, Editor in Chief, and Professor Pasco Fearon, Deputy Editor in Chief, plus ACAMH Board)
Dr. Jessica Schleider
Professor John Weisz
"Thank you for this wonderful news! As you know, I have long been a huge admirer of ACAMH, and of course I think the world of Dr Jessica Schleider and of her work, so this honor is very special in multiple ways!" – Professor John Weisz
CAMH Best Paper Award for a paper published in CAMH in a volume in the previous year goes to Dr. Liz O'Nions and co- authors, Professor Essi Viding, Dr. Caroline Floyd, Emma Quinlan, Connie Pidgeon, Dr. Judith Gould, Professor Francesca Happé for 'Dimensions of difficulty in children reported to have an autism spectrum diagnosis and features of extreme/'pathological' demand avoidance' (Judging Panel; CAMH Editors, plus ACAMH Board)
Dr. Liz O'Nions
Professor Essi Viding
Dr. Caroline Floyd
Prof Francesca Happe"We are delighted and honoured to have won this award, and we are extremely grateful to the Association for Child and Adolescent Mental Health panel for considering our paper."
David Cottrell 'Education of CAMH Professionals' Award for outstanding contribution to the education/training of child and adolescent mental health professionals goes to Rhonda Mitchell, Infant Mental Health Practitioner & Training Officer, and Sue Ranger, Consultant Clinical Psychologist, Leeds Infant Mental Health Service. (Judging Panel; Dr. Mark Lovell and Professor Stephen Scott, plus ACAMH Board)
Rhonda Mitchell & Sue Ranger
"We are delighted to be awarded the very first 'David Cottrell Education of CAMH Professionals Award' for our 'Infant Mental Health: Babies, Brains and Bonding' training day. We are passionate about developing a shared understanding with practitioners from a diverse range of professional backgrounds about the importance of early relationships, in the first few weeks and months of life, for optimal outcomes throughout the lifespan. Having this recognition from ACAMH really supports us in promoting the infant mental health agenda, the need to support parents in caring for their infants and in influencing consideration of the earliest relational experiences of children, young people and adults."
Kathy Sylva 'Rising Star' Award for best scientific contribution to child and adolescent mental health by a person within 10 years of their first published paper in a peer-reviewed journal goes to Rebecca Waller, Assistant Professor, Department of Psychology, University of Pennsylvania. (Judging Panel; JCPP Editors, plus ACAMH Board)
Rebecca Waller
"It is an enormous honor to have been awarded this. Kathy's lifelong work to advance early years education and community services to promote the well-being of children and families is truly an inspiration. In my own work, I am interested in understanding different pathways to childhood behavior problems and aggression, which can be significant barriers to children's educational success, as well as harmful to families, communities, and children's long-term physical and mental health. My research seeks to inform better ways to identify children at risk for these outcomes and develop more effective and tailored personalized intervention and treatment strategies to work with families in the community or clinic, as well as directly with children."
JCPP and CAMH editorial team members listed among most highly cited researchers in the world
Posted on 21st November 2019
by Mubasil Chaudhry
Teacher assessments could replace high-stake testing to improve student well-being
by Dr Jessica Edwards
In Conversation… Dr. Trudie Roussow
Posted on 1st October 2019
by Matt Kempen
Creating Therapeutic Physical Environments
Attachment and lived emotional experience of children and young people
ADHD in 2019: Learning's from Ireland's Specialist ADHD service in CAMHS
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DAKAR (Reuters) – Congo's Ebola epidemic has now exceeded 1,000 cases, the Health Ministry said on Monday, with a death toll of 629 in the world's second worst ever outbreak.
Health workers have been better prepared than ever for this latest epidemic of the hemorrhagic fever, which causes severe vomiting, diarrhoea and bleeding, and kills more than half those it infects. New technologies like a trial vaccine, experimental treatments and futuristic cube-shaped mobile units for treating patients have helped curb the spread of the virus.


We believe these small group studies, listed by category, will encourage your Small Group to grow your relationship with the Person of Christ –God– and the Body of Christ –the church.
Some of the resources below are intended to be processed as a group and some may benefit from supporting literature. Please feel free to reach out to your Leader, Coach, or Area Pastor as you connect intentionally!
Grace is the foundation for the Christian faith (Romans 5:1-2) and the Christian life (1 Peter 4:7-11). It distinguishes the Christian faith among all religions and a understanding of grace is an essential first step in our relationship with God!
The participant workbook is primarily a stand-alone summary focused on application rather than a supplement to the primary book.
Greg Ogden has given the church an excellent resource in identifying foundational principles to a Growing relationship with Christ. Originally designed for groups of 3-4 to but can easily be adjusted to most small group sizes.
This short book has been"…hailed by many as the best modern book on Christian spirituality…" (Amazon.com) and continues to challenge readers of all maturity levels. The leader's guide can be helpful but is not necessary.
A modern martyr, Bonhoeffer's challenge is powerful but perhaps not what one would expect from someone hunted by Nazi Germany for his faith. He encourages the church to connect intentionally as few ever have.
Many small groups undergo a tragic transition from a life-giving community to a life-draining obligation. Brad House teaches what God designed community to be, and then points out stumbling blocks to the modern church in achieving that vision. The Companion resource helps structure the discussion and provides self-assessment tools for the group.
The foundation of the Christian message is that we have problems that we can't solve. We are saved from condemnation through faith (Eph 2:8-9), but practically speaking, how do I stop what needs to stop and start what needs to start? Tim Chester tackles one of the most difficult questions and brings tired Christians back to a place of grace and truth.
Our world is changing and while the church's message will never change, our methods and our mindset must be focused on loving people where they are if we will effectively share our faith in a way it can be understood (1 Corinthians 9:19-23). These authors challenge conventional ways of thinking about "church" and in the process free the church to love neighbors in a more meaningful way.
When it comes to sharing our faith there's a (healthy) fear of coming off as pushy or even manipulative. This resource offers practical steps to share what's most important in a genuinely loving way— all while following the Holy Spirit's guidance to speak (or even to be silent!).
The 4-week video teaching can be quite helpful for groups with little experience in evangelism and should be supplemented by the participant guide.
Unspoken Expectations are often times not only unspoken but unknown! This 4-week study helps married Small Group Members grow closer to each other and closer to God.
This 4-week study offers timely, practical methods for parents to lead their families with a healthy confidence towards a healthier family. This study has been immensely popular and is based on very deep roots of experience & research.


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Iran: Protests Facing "Swift and Brutal Crackdown"
Demonstrations across Iran last Thursday and Friday have been violently suppressed, continuing a trend of the use of extreme force to quell dissent among the Iranian public. According to Iranian Human Rights Monitor, police officials have accused protesters of "spying, encouraging others to participate in protests, acting against national security and disrupting public order through social media." However, the protesters have strong reasons to stand against the theocratic regime, especially given the three young men who were recently executed for taking part in demonstrations last year. Moreover, other instances of "exceptional cruelty" have been noted in Iran, including the execution of a 55 year old father for drinking alcohol.
Below is an article by Breitbart News
Iranian security forces rushed to suppress a new wave of demonstrations across Iran on Thursday and Friday. The regime is clearly nervous about a possible repeat of the 2019 protests, which featured some of the same grievances and defiant slogans.
Attempts to control the new protests were familiar as well, including police and paramilitary units using force to disperse the crowds, government censors throttling Internet traffic, and allegations that the protests are the work of sinister subversives in collusion with hostile foreign powers.
Iran Human Rights Monitor quoted police officials accusing protesters of "spying, encouraging others to participate in protests, acting against national security and disrupting public order through social media."
The Islamic Revolutionary Guard Corps (IRGC), the mullah-controlled combination of oppressive internal secret police force and external terrorist organization, claimed on Thursday that it arrested a "sabotage" team sent by the People's Mojahedin Organization of Iran (PMOI), an Iranian opposition group led by expatriates. The PMOI observed Thursday as the anniversary commemoration of the Iranian resistance, holding an online "Free Iran" event that included a number of former U.S. and European government officials.
Newsweek reported tear gas was fired into a crowd of protesters in the southwestern Iranian city of Behbahan on Thursday after they began chanting in opposition to Supreme Leader Ayatollah Ali Khamenei and criticizing the regime for funneling Iranian money to foreign militant groups.
#BREAKING: #IranProtests have erupted tonight in Behbahan. Chants of "No to Gaza, No to Lebanon, My life for Iran"
MEK sources at the scene report chants of
"Death to Khamenei"
"We don't want mullahs' rule"@PressSec @RichardGrenell @gatewaypundit @realDonaldTrump #FreeIran2020 pic.twitter.com/VnN2tpCLaW
— M. Hanif Jazayeri (@HanifJazayeri) July 16, 2020
Watch: Protesters in #Iran's southwestern city of #Behbahan in oil-rich Khuzestan province chant "not Gaza, not Lebanon, I give my life for Iran," as demonstrations slowly spread to other cities.#IranProtestshttps://t.co/f19il498t0 pic.twitter.com/bC2402OiOV
— Al Arabiya English (@AlArabiya_Eng) July 16, 2020
"Key elements of opposition groups" were rounded up by security forces in the northeastern province of Khorasan Razavi, according to Iranian media, while the Internet monitoring group NetBlocks.org detected restrictions on Internet access in the trouble spots.
Police officials warned they would deal "decisively" with "desperate" demonstrators and warned the public to "vigilantly refrain from any gathering that could provide a pretext for the counter-revolutionary movement."
The demonstrators also said they were under attack by the Basij, the vicious paramilitary group Tehran likes to unleash against troublesome gatherings of unhappy citizens.
On Thursday, Iranian state media claimed a member of the Basij militia was killed along with two other people in a "terrorist" attack by "counter-revolutionary groups" in the western province of Kurdistan. Kurdish militants have been known to operate in the area, but Thursday's reports did not hint at the identity of the "counter-revolutionaries."
The protesters have some longstanding grievances against their theocratic rulers, but they appear to have been galvanized by specific recent events, including the death sentences handed down to three young men who participated in the 2019 demonstrations and several other executions carried out recently.
A number of Kurds have been executed recently, which could be part of the reason for the killings in the Kurdistan region reported by Iranian news. Other executions have been noted for their exceptionally capricious cruelty, including a 55-year-old father of two who was put to death last week for drinking alcohol.
The regime's grip on the Iranian people may have been weakened by an embarrassing series of fires and explosions that could be an espionage campaign against Iran's nuclear weapons program.
A weakening economy under pressure from renewed U.S. sanctions and public anger at the regime's handling of the coronavirus crisis are also seen as factors in the reinvigorated protest movement, especially by the PMOI, which believes this combination of crises has destroyed the legitimacy of the regime for a growing number of Iranian citizens.
The Iranian public seems acutely aware that their government lied shamelessly about both the number of protesters killed by security forces and paramilitary thugs last year, and the number of people who were killed by the coronavirus this year.
As one resident of Tehran told Reuters in a telephone interview on Thursday, "People are angry. The economy is so bad that we cannot survive."
Photo: Mona Hoobehfekr/ISNA via AP
Business, Development and Human Rights
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