text:
European Parliament calls for ban on gene drive technology
2021 /in Media, Risk, Regulation, and Policy /by David Obrochta
Save Our Seeds, Save Our Seeds, 2021.
The European Parliament yesterday confirmedi it's precautionary stance towards the use of a new genetic engineering technology called gene drive. In its report on the EU's Biodiversity Strategy for 2030, adopted at the European Parliament's plenary on 08.06.2021, Parliamentarians demand that "no releases of genetically engineered gene drive organisms should be allowed, including for nature conservation purposes, in line with the precautionary principle." Mareike Imken, coordinator of the European Stop Gene Drive Campaign welcomes this decision and comments: "With its position today, the European Parliament recognizes that this technology raises a series of scientific, regulatory, societal and ethical questions and concerns. As its use could severely harm biodiversity, the European Parliament calls to postpone any environmental releases until these questions have been addressed and settled. This is an important message that should feed into the ongoing discussions about global regulations at the next meeting of the International Union for Conservation of Nature (IUCN) in September in Marseille and those of the Convention on Biological Diversity in October in Kunming, China." 27 civil society and science organisations from across the EU had sent a letter to Parliamentarians in support of the amendment ahead of the vote. It "provides reasonable suggestions on how to implement the European Parliament's previous position in its resolution on the 15th meeting of the Conference of Parties (COP15) to the Convention on Biological Diversity (2019/2824(RSP)". In that previous position, adopted in January 2020, the European Parliament had called "on the Commission and the Member States to call for a global moratorium at the COP15 on releases of gene drive organisms into nature, including field trials, in order to prevent these new technologies from being released prematurely and to uphold the precautionary principle, which is enshrined in the Treaty on the Functioning of the European Union as well as the CBD".
Guidance on the environmental risk assessment of genetically modified animals
Genome editing: scientific opportunities, public interests and policy options in the European Union
Development of Sterile Insect Technique for Control of the European Grapevine Moth, Lobesia botrana, in Urban Areas of Chile
Fact check: Genetically modified mosquitoes are cleared for release in the US
Mutagenic chain reaction cannot be sufficiently controlled,
Tags: CBD, gene drive synthetic, malaria, policy, regulation, risk
https://www.geneconvenevi.org/wp-content/uploads/2020/04/Save-Our-Seeds.png 300 300 David Obrochta /wp-content/uploads/2019/10/GC-color-logo-for-header-3277-x-827-1030x260.png David Obrochta2021-06-09 10:56:172021-06-13 11:00:31European Parliament calls for ban on gene drive technology


text:
Q: Service Based connection String that changes when on different machine I have a Service based database and the default connection string is
@"Data Source=(LocalDB)\MSSQLLocalDB;AttachDbFilename=C:\Users\James\OneDrive\Miller Veneers\Program\Current\HandHeld\SQLLibrary\MyDatabase.mdf;Integrated Security=True";

which works. my problem is that when I go to change it to a dynamic so I can use this on a different computer it stops working.
I have tried
@"Data Source=(LocalDB)\MSSQLLocalDB;AttachDbFilename=" +
                   (System.IO.Path.GetDirectoryName(System.Reflection.Assembly.GetExecutingAssembly().GetName().CodeBase) +
                    @"\MyDatabase.mdf;Integrated Security = True;");

 and
@"Data Source=(LocalDB)\MSSQLLocalDB;AttachDbFilename=/MyDatabase.mdf;Integrated Security = True;

thanks so much!

A: Both your examples are a bit wrong.
Your second attempt goes wrong, I guess, because of the slash (/), instead of the backslash ().
Furthermore, I think getting your path might lead to incorrect results. If your code is located in a DLL which is located in the assembly cache, you get a path to the assembly cache, not the location of your application. Perhaps you should consider GetEntryAssembly.
Try to combine the dynamic path with the filename using Path.Combine(...), something like this:
string connectionString =
    @"Data Source=(LocalDB)\MSSQLLocalDB;AttachDbFilename=" +
    System.IO.Path.Combine(
        System.IO.Path.GetDirectoryName(System.Reflection.Assembly.GetEntryAssembly().GetName().CodeBase),
        "MyDatabase.mdf") +
    @";Integrated Security = True;"

A: I would suggest saving it in the config file, then change the username from the config when you want to change the DB path

redpajama_set_name: RedPajamaStackExchange


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Government Bill
As reported from the committee of the whole House
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Hon Iain Lees-Galloway
2 Commencement
3 Principal Act
Amendments relating to collective bargaining and unions
Amendments to Part 2 (preliminary provisions)
3A Section 5 amended (Interpretation)
Amendments to Part 4 (recognition and operation of unions)
3B Section 12 amended (Object of this Part)
4 New section 18A inserted (Union delegates entitled to reasonable paid time to represent employees)
18A Union delegates entitled to reasonable paid time to represent employees
5 Section 20 amended (Access to workplaces)
6 Section 20A repealed (Representative of union must obtain consent to enter workplace)
6 Section 20A amended (Representative of union must obtain consent to enter workplace)
7 Section 21 amended (Conditions relating to access to workplaces)
8 Section 25 amended (Penalty for certain acts in relation to entering workplace)
8A New section 30A and cross-heading inserted
Employer's information sharing obligations
30A Union may provide employer with information about role and functions of union to pass on to prospective employees
Amendments to Part 5 (collective bargaining)
9 Section 31 amended (Object of this Part)
10 Section 32 amended (Good faith in bargaining for collective agreement)
11 Section 33 replaced (Duty of good faith does not require collective agreement to be concluded)
33 Duty of good faith requires parties to conclude collective agreement unless genuine reason not to
12 Section 41 amended (When bargaining may be initiated)
13 Sections 44A to 44C repealed
14 Sections 50K and 50KA and cross-heading repealed
15 Section 53 amended (Continuation of collective agreement after specified expiry date)
16 Section 54 amended (Form and content of collective agreement)
Amendments to Part 6 (individual employees' terms and conditions of employment)
17 New cross-heading above section 60A inserted
Good faith
17A New cross-heading above section 61 inserted
Terms and conditions of employment if work covered by collective agreement
18 Section 62 replaced (Employer's obligations in respect of new employee who is not member of union)
62 Terms and conditions for first 30 days of employment of new employee who is not member of union
62A Employer must share new employee information with union unless employee objects
63 Terms and conditions of employment of employee who is not member of union after expiry of 30-day period
19 Section 63A amended (Bargaining for individual employment agreement or individual terms and conditions in employment agreement)
19A New section 63B and cross-heading inserted
63B Additional employer obligations when bargaining for terms and conditions of employment under section 62
Individual employment agreements
Specific terms and conditions of employment
Unfair bargaining
Amendments to Part 8 (strikes and lockouts)
21 Section 80 amended (Object of this Part)
21A Section 86A amended (Notice of strike)
22 Sections 95A to 95H and cross-headings repealed
23 Section 100 amended (Jurisdiction of court in relation to injunctions)
Amendments to Part 9 (personal grievances, disputes, and enforcement)
24 Section 104 amended (Discrimination)
25 Section 106 amended (Exceptions in relation to discrimination)
26 Section 107 amended (Definition of involvement in activities of union for purposes of section 104)
27 Section 119 amended (Presumption in discrimination cases)
Amendments to Part 10 (institutions)
28 Section 161 amended (Jurisdiction)
Other amendments
29 Section 67A replaced (When employment agreement may contain provision for trial period for 90 days or less)
67A When employment agreement may contain provision for trial period for 90 days or less
29A Section 67B amended (Effect of trial provision under section 67A)
Amendments to Part 6A (continuity of employment if employees' work affected by restructuring)
30 Section 69A amended (Object of this subpart)
31 Section 69B amended (Interpretation)
32 Sections 69CA to 69I replaced
69D Meaning of new employer
69E Examples of contracting in, contracting out, and subsequent contracting
69F Application of this subpart
69FA Employer's breach of obligations not to affect employee's rights and new employer's obligations
69G Notice of right to make election
69H Employee bargaining for alternative arrangements
69I Employee may elect to transfer to new employer
33 Section 69OAA repealed (False warranty: exempt employer)
34 Section 69OC amended (Disclosure of employee transfer costs information)
Amendments to Part 6D (rest breaks and meal breaks)
35 Sections 69ZC to 69ZEB replaced
69ZC Interpretation
69ZD Employee's entitlement to, and employer's duty to provide, rest breaks and meal breaks
69ZE Timing of rest breaks and meal breaks
69ZEA Exemption from requirement to provide rest breaks and meal breaks
69ZEB Compensatory measures
36 Section 69ZG amended (Relationship between Part and employment agreements)
37 Section 69ZH replaced (Relationship between Part and other enactments)
69ZH Relationship between this Part and other enactments
Amendments relating to remedy of reinstatement
38 Section 5 amended (Interpretation)
39 Section 125 replaced (Remedy of reinstatement)
125 Reinstatement to be primary remedy
Amendments to Part 11 (general provisions)
39A New section 237A inserted (Amendments to Schedule 1A)
237A Amendments to Schedule 1A
Transitional, savings, and related provisions
40 Schedule 1AA amended
Consequential amendments to Wages Protection Act 1983
41 Consequential amendment to Wages Protection Act 1983
The Parliament of New Zealand enacts as follows:
This Act is the Employment Relations Amendment Act 2018.
This Act comes into force as follows:
the following provisions come into force 4 months after the date of Royal assent on 6 May 2019:
section 4 (which provides for union delegates to have reasonable paid time to represent employees):
sections 9 to 11 (which provide for the duty of good faith to require collective agreements to be concluded):
section 16 (which provides for rates of wages and salary to be included in collective agreements):
sections 8A and 17 to 19A (which relate to employers' obligations in relation to new and prospective employees who are not union members):
section 29 (which relates to when employment agreements may provide for trial periods of 90 days or less):
sections 30 to 34 (which relate to continuity of employment if an employee's work is affected by restructuring):
sections 35 to 37 (which relate to rest breaks and meal breaks):
sections 24 to 27 (which relate to discrimination in relation to union membership and involvement in union activities) come into force 6 months after the date of Royal assent:
the rest of this Act comes into force on the day after the date of Royal assent.
This Act amends the Employment Relations Act 2000 (the principal Act).
Part 1 Amendments relating to collective bargaining and unions
In section 5(1), insert in its appropriate alphabetical order:
wages includes amounts payable to an employee in respect of services provided to the employer—
for time; or
for piece work; or
wholly or in part by way of commission
Replace section 12(d) with:
to provide representatives of registered unions with reasonable access to workplaces for purposes related to—
the employment of the union's members; and
the union's business; and
the health and safety of employees who are not members of the union.
After section 18, insert:
An employee is entitled to spend reasonable paid time undertaking union activities during the employee's normal hours of work if—
the employee has been appointed or elected as a union delegate, in accordance with the rules or procedures of the union, to represent other employees of the employee's employer who are members of the union on matters relating to their employment; and
the activities relate to representation of employees of the employer; and
the activities would not unreasonably disrupt the employer's business or the union delegate's performance of employment duties.
Before undertaking activities under subsection (1), an employee must—
agree with the employer that the employee may undertake activities under this section from time to time without notice; or
notify the employer—
when the employee intends to undertake the activities; and
how long the employee intends to spend undertaking the activities.
The employer may refuse to allow an employee to undertake the activities only if the employer is satisfied, on reasonable grounds, that the activities would unreasonably disrupt the employer's business or the union delegate's performance of employment duties.
An employer must pay the employee for any time spent undertaking union activities under subsection (1) at the rate of pay that the employee would otherwise have received if the employee were performing their ordinary employment duties during that time.
This section does not prevent an employer from providing an employee with enhanced or additional entitlements to spend paid time undertaking union activities on a basis agreed with the employee.
In section 20(1) and (4), replace "sections 20A and 21" with "section 21" .
Replace section 20(1) with:
A representative of a union is entitled, in accordance with this section and sections 20A and 21, to enter a workplace for 1 or more of the following purposes:
purposes related to the employment of the union's members:
purposes related to the union's business:
purposes related to the health and safety of any employee on the premises who is not a member of the union, if the employee requests the assistance of a representative of the union on those matters.
Repeal section 20A.
After section 20A(1), insert:
However, subsection (1) does not apply to a representative of a union if,—
at the time of the representative's entry into the workplace,—
there is a collective agreement in force between the employer and the union; and
the coverage clause in the collective agreement covers the work done by employees at the workplace; or
the union or the employer has initiated bargaining for a collective agreement; and
the intended coverage of the collective agreement, as set out in the notice given in accordance with section 42, covers the work done by employees at the workplace.
After section 21(4), insert:
Nothing in subsections (1) to (4) allows an employer to unreasonably deny a representative of a union access to a workplace.
Replace section 25(a) and (ab) with:
refuses to allow a representative of a union to enter a workplace; or
After section 25(ab), insert:
(ac)
refuses to permit a representative of a union who is entitled to enter a workplace to enter the workplace; or
A union that is a party to a collective agreement may, at any time, request an employer that is a party to the agreement to provide certain specified information about the role and functions of the union to prospective employees under section 63B(3)(b).
The union must—
specify the information that the union requests the employer to provide to prospective employees; and
specify the form in which the union requests the employer to provide the information to prospective employees; and
provide the information to the employer in the specified form.
The employer or a representative of the employer may refuse to comply with the request only if—
the information is confidential; or
is about the employer; and
would, or is likely to, mislead or deceive the prospective employee; and
would significantly undermine bargaining between the employer and the prospective employee.
An employer who agrees to comply with the request must provide the information to prospective employees under section 63B(3)(b) in the specified form.
An employer must be treated as having agreed to comply with the request if the employer or a representative of the employer does not respond to the request within 15 working days.
If the union requests under subsection (2)(b) that the employer provide hard copies of the information to prospective employees,—
the union must supply to the employer any hard copies of the information that the employer is requested to provide to prospective employees; and
the employer must notify the union in writing when the employer requires further hard copies of the information to comply with the request.
After section 31(a), insert:
to provide that the duty of good faith in section 4 requires parties bargaining for a collective agreement to conclude a collective agreement unless there is a genuine reason, based on reasonable grounds, not to; and
After section 32(1)(c), insert:
even though the union and the employer have come to a standstill or reached a deadlock about a matter, they must continue to bargain (including doing the things specified in paragraphs (b) and (c)) about any other matters on which they have not reached agreement; and
Replace section 33 with:
The duty of good faith in section 4 requires a union and an employer bargaining for a collective agreement to conclude a collective agreement unless there is a genuine reason, based on reasonable grounds, not to.
For the purposes of subsection (1), genuine reason does not include—
opposition or objection in principle to—
bargaining for, or being a party to, a collective agreement; or
including rates of wages or salary in a collective agreement; or
disagreement about including a bargaining fee clause under Part 6B in a collective agreement.
For the purposes of subsection (1), opposition to concluding a multi-employer collective agreement is a genuine reason not to conclude a collective agreement if that opposition is based on reasonable grounds.
Clause 6 of Schedule 1B overrides subsection (3).
In this section and in clause 6 of Schedule 1B, multi-employer collective agreement means a single collective agreement involving 2 or more employers.
Replace section 41(3) and (4) with:
If there is an applicable collective agreement in force,—
a union must not initiate bargaining earlier than 60 days before the date on which the collective agreement expires:
an employer must not initiate bargaining earlier than 40 days before the date on which the collective agreement expires.
However, if there is more than 1 applicable collective agreement in force that binds 1 or more unions or 1 or more employers, or both, that are intended to be parties to the bargaining, then—
a union must not initiate bargaining before the later of the following dates:
the date that is 120 days before the date on which the last applicable collective agreement expires:
the date that is 60 days before the date on which the first applicable collective agreement expires:
an employer must not initiate bargaining before the later of the following dates:
the date that is 40 days before the date on which the first applicable collective agreement expires.
Repeal sections 44A to 44C.
Repeal sections 50K and 50KA and the cross-heading above section 50K.
Repeal section 53(2A) and (4).
After section 54(3)(a)(i), insert:
the rates of wages or salary payable to employees bound by the agreement; and
For the purposes of subsection (3)(a)(ii), a collective agreement contains the rates of wages or salary payable to employees bound by the agreement if it—
contains, in respect of the employees bound by the collective agreement (whether by reference to the work or types of work done by the employees or by reference to named employees or types of employees),—
the rates of wages or salary payable for certain work or types of work or to certain employees or types of employees; or
the minimum rates of wages or salary payable for certain work or types of work or to certain employees or types of employees; or
1 or more methods of calculating the rates or minimum rates of wages or salary payable for certain work or types of work or to certain employees or types of employees; and
indicates how the rate of wages or salary payable to an employee bound by the agreement may increase during the term of the agreement.
After section 60A, insert:
applies to a new employee who—
is not a member of a union that is a party to a collective agreement that covers the work to be done by the employee; and
enters into an individual employment agreement with an employer that is a party to a collective agreement that covers the work to be done by the employee; but
does not apply to an employee who—
resigns as a member of a union and enters into an individual employment agreement with the same employer; or
enters into a new individual employment agreement with the same employer.
For the purposes of subsection (1)(a), a collective agreement that includes a coverage clause referring to named employees, or the work done by named employees, to whom the collective agreement applies must be treated as covering the work or type of work done by the named employees (whether done by those employees or any other employees).
For the first 30 days after the new employee commences employment with the employer, the employee's terms and conditions of employment comprise—
the terms and conditions in the collective agreement that would bind the employee if the employee were a member of the union (other than any bargaining fee payable under Part 6B); and
any additional terms and conditions mutually agreed to by the employee and employer that are no less favourable to the employee than the terms and conditions in the collective agreement.
If the work to be done by the new employee is covered by more than 1 collective agreement, subsection (3)(a) applies to the collective agreement that binds the greatest number of the employer's employees in relation to the work the employee will be performing.
No term or condition of employment may be expressed to alter automatically after the 30-day period in a way that makes it less favourable to the employee than the collective agreement.
For an employee who holds a minimum wage exemption permit under section 8 of the Minimum Wage Act 1983, the terms and conditions under subsection (3) are subject to the terms of the permit relating to the wages to be paid.
This section applies to an employer who enters into an individual employment agreement with a new employee under section 62.
The employer must, within 10 days after the employee commences employment with the employer, provide the employee with a form approved by the chief executive under section 237AA that the employee may complete and return in accordance with subsection (4) for the purposes of—
notifying the employer whether the employee intends to join a union (or a particular union):
objecting to the employer providing information about the employee to,—
if the employee does not intend to join a union, any union; or
if the employee intends to join a particular union, any other union.
The form must be accompanied by a notice that—
specifies the period during which the employee may complete and return the form, which is the period described in subsection (4); and
explains that, unless the employee objects in accordance with this section, the employer will provide the following information to each union that is a party to a collective agreement that covers the work to be done by the employee:
the name of the employee:
whether the employee has, during the period,—
notified the employer that the employer intends to join the union; or
notified the employer that the employer does not intend to join the union; or
notified the employer that the employee intends to join the union; or
notified the employer that the employee does not intend to join the union; or
not completed and returned the form.
The employee may complete and return the form during the period that—
starts when the employee receives the form; and
ends 30 days after the employee commences employment with the employer.
The employer must, within 10 working days of the expiry of the period described in subsection (4), provide the following to each union that is a party to a collective agreement that covers the work to be done by the employee (unless the employee has objected in accordance with this section):
if the employee completes and returns a form in accordance with this section, the completed form:
if the employee does not complete and return the form in accordance with this section, notice that the employee did not complete and return the form.
Nothing in this section limits or affects the right of an employee to become, or not to become, a member of a union or a particular union at any time.
An employer who fails to comply with this section is liable to a penalty imposed by the Authority.
This section applies after the expiry of the 30-day period described in section 62(3) to an employee who is not a member of a union that is a party to a collective agreement that covers the work done by the employee.
The employee and the employee's employer may, by mutual agreement, vary the individual employment agreement entered into under section 62 as they think fit.
After section 63A(1)(b), insert:
under section 62(3), in relation to additional terms and conditions for the first 30 days of an employee's employment:
under section 63(2), in relation to variations to terms and conditions of an individual employment agreement after the 30-day period:
Replace section 63A(1)(e) with:
in relation to the terms and conditions of an individual employment agreement (including any variations to that agreement) for an employee if no collective agreement covers the work done, or to be done, by the employee:
For the purpose of subsection (1)(e), a collective agreement that includes a coverage clause referring to named employees, or the work done by named employees, to whom the collective agreement applies must be treated as covering the work or type of work done by the named employees (whether done by those employees or any other employees).
This section applies to an employer who is bargaining with a prospective employee for terms and conditions of employment for the first 30 days of an individual employment agreement under section 62(3).
The employer must, in addition to doing the things described in section 63A(2), inform the prospective employee—
that a collective agreement exists and covers work to be done by the prospective employee; and
that the prospective employee may join a union that is a party to the collective agreement; and
how to contact the union; and
that, if the prospective employee joins the union, the prospective employee will be bound by the collective agreement; and
that, if the prospective employee enters into an individual employment agreement with the employer, the prospective employee's terms and conditions of employment will, during the first 30 days of the prospective employee's employment, comprise—
the terms and conditions in the collective agreement that would bind the prospective employee if the prospective employee were a member of the union; and
any additional terms and conditions mutually agreed to by the prospective employee and employer that are no less favourable to the employee than the terms and conditions in the collective agreement.
The employer must also provide to the prospective employee—
a copy of the collective agreement; and
any information about the role and functions of the union that the employer is required to provide to prospective employees in accordance with a request by a union under section 30A.
After section 67H, insert:
Repeal section 80(bb).
An omission or error in any information specified under subsection (2)(b) or a failure to comply with subsection (3)(a) does not affect the validity of the notice if the omission, error, or failure is minor and technical only.
Repeal sections 95A to 95H and the cross-headings above sections 95A, 95B, and 95F.
Repeal section 100(1)(c) and (2)(c).
Repeal section 100(4) and (5).
In section 104(1), replace "or involvement in the activities of a union" with "or the employee's union membership status or involvement in union activities" .
After section 106(3), insert:
Despite section 104, an employee is not discriminated against in that employee's employment simply because the employee's employment agreement or terms and conditions of employment are different from those of another employee employed by the same employer by reason of the employee being a member of a union.
Section 104 must be read subject to section 9(3).
In the heading to section 107, replace "involvement in activities of union" with "union membership status or involvement in union activities" .
In section 107(1), replace "involvement in the activities of a union means that, within 12 months" with "involvement in union activities means that, within the 18 months" .
For the purposes of section 104, union membership status means that, within the 18 months before the action complained of, the employee—
was a member of a union; or
intended to join a union.
In section 119(1)(b), replace "involvement in the activities of a union" with "union membership status or involvement in union activities" .
Repeal section 161(1)(cba) and (la).
In section 161(2), delete "(cba)," .
Part 2 Other amendments
Replace section 67A with:
An employment agreement containing a trial provision may be entered into by a small-to-medium-sized employer and an employee who has not previously been employed by the small-to-medium-sized employer.
For the purposes of this section and section 67B,—
small-to-medium-sized employer means an employer who employs fewer than 20 employees at the beginning of the day on which the employment agreement is entered into
trial provision means a written provision in an employment agreement that states, or is to the effect, that—
for a specified period (not exceeding 90 days), starting at the beginning of the employee's employment, the employee is to serve a trial period; and
during that period, the small-to-medium-sized employer may dismiss the employee; and
if the small-to-medium-sized employer does so, the employee is not entitled to bring a personal grievance or other legal proceedings in respect of the dismissal.
In section 67B(1), replace "an employer" with "a small-to-medium-sized employer" .
In section 67B(5)(a) and (b), replace "employer" with "small-to-medium-sized employer" .
Repeal section 69A(4).
In section 69B, repeal the definitions of associated person and exempt employer.
Replace sections 69CA to 69I with:
In section 69I, new employer,—
in relation to contracting in, means person A in the definition of that term:
in relation to contracting out,—
means person B in the definition of that term; but
if person B subcontracts the work (whether before or at the same time as the contracting out), means the subcontractor:
in relation to subsequent contracting,—
means person C in the definition of that term; but
if person C subcontracts the work (whether before or at the same time as the subsequent contracting), means the subcontractor:
in relation to the sale or transfer of an employer's business (or part of it), means the person to whom the business (or part of it) is sold or transferred.
In the rest of this subpart, new employer means the person to whom an employee—
may elect or has elected to transfer under section 69I; or
has transferred under that section.
This section contains examples of contracting in, contracting out, and subsequent contracting.
Whether, in the following examples, an employee comes within the protection provided by this subpart depends on whether section 69F applies to the employee.
This subsection sets out examples of contracting in.
Example A
A rest home carries on business in the age-related residential care sector. Instead of providing food catering services through its employees, it enters into an agreement with an independent contractor to provide those services.
The agreement under which the independent contractor provides those services to the rest home expires or is terminated.
The rest home then uses its employees or engages further employees to provide those services.
Employees of the independent contractor to whom section 69F applies may elect to transfer to the rest home.
Example B
The circumstances in this example are the same as in example A except that the independent contractor engages a subcontractor to provide food catering services to the rest home.
As a result of the agreement between the rest home and the independent contractor expiring or being terminated, the agreement between the independent contractor and the subcontractor expires or is terminated.
Employees of the subcontractor to whom section 69F applies may elect to transfer to the rest home.
In both example A and example B, it does not matter whether the rest home's or the independent contractor's employees originally provided the food catering services or whether the work was contracted out or subcontracted at the outset.
In example A and example B, the persons relate to the definition of contracting in as follows:
the rest home is person A:
the independent contractor is person B.
This subsection sets out examples of contracting out.
Example C
A school has employees who provide cleaning services.
The school then enters into an agreement with an independent contractor to do that work or some of that work.
The employees of the school to whom section 69F applies may elect to transfer to the independent contractor.
Example C would not be a contracting out if, at the outset, the school does not have employees providing cleaning services.
In example C, the persons relate to the definition of contracting out as follows:
the school is person A:
Example D
The circumstances in this example are the same as in example C, except that later on the independent contractor decides that, instead of using its employees for the contract for the school, it will engage a subcontractor to do the work or some of the work.
Employees of the independent contractor to whom section 69F applies may elect to transfer to the subcontractor.
In example D, the persons relate to the definition of contracting out as follows:
the independent contractor is person A:
the subcontractor is person B.
In example C and example D if, at the outset, the independent contractor did not have employees providing cleaning services, but subcontracts the work straight away, then the employees to whom section 69F applies may elect to transfer to the subcontractor.
This subsection sets out examples of subsequent contracting.
Example E
An airport operator enters into an agreement with an independent contractor to provide food catering services at the airport.
Some time later, the agreement under which the independent contractor provides those services expires or is terminated.
The airport operator then enters into an agreement with a second independent contractor to provide food catering services at the airport.
Employees of the first independent contractor to whom section 69F applies may elect to transfer to the second independent contractor.
In example E, it does not matter whether the agreement between the airport operator and the first independent contractor constitutes a contracting out.
In example E, the persons relate to the definition of subsequent contracting as follows:
the airport operator is person A:
the first independent contractor is person B:
the second independent contractor is person C.
Example F
The circumstances in this example are the same as in example E, except that the first independent contractor engages a subcontractor to do the work or some of the work.
Later on, the agreement under which the subcontractor provides the work expires or is terminated and the first independent contractor engages a second subcontractor to provide food catering services at the airport.
The employees of the first subcontractor to whom section 69F applies may elect to transfer to the second subcontractor.
In example F, the subsequent contracting occurs at the subcontracting level.
In example F, the persons relate to the definition of subsequent contracting as follows:
the first subcontractor is person B:
the second subcontractor is person C.
This subpart applies to an employee if—
the employee is in a category specified in Schedule 1A; and
as a result of a proposed restructuring,—
the employee will no longer be required by the employee's employer to perform the work performed by the employee; and
the work performed by the employee (or work that is substantially similar) is to be performed by or on behalf of another person.
To avoid doubt, this subpart applies even though the performance of the work by or on behalf of the other person does not begin immediately after an employee ceases to perform the work for the employee's employer.
To avoid doubt, any failure by an employee's employer to comply with the obligations imposed on employers by this subpart does not limit or affect the rights of an employee under this subpart or the obligations of a new employer under this subpart.
As soon as practicable, but no later than 20 working days before the date on which a restructuring takes effect, the employer of the employees who will be affected by the restructuring must provide the affected employees with—
information about whether the employees have a right to make an election under section 69I; and
if the employees have a right to make an election under section 69I, an opportunity to exercise that right; and
information sufficient for the employees to make an informed decision about whether to exercise any right to make an election; and
the date by which any right to make an election must be exercised, which is—
the date that is 10 working days after the day on which the employees are provided with the information described in paragraphs (a) to (c); or
if the employees' employer and the new employer agree to a later date, that agreed date.
Without limiting the information to be provided under subsection (1)(c), the information provided under that provision must include—
the name of the new employer:
the nature and scope of the restructuring:
the date on which the restructuring is to take effect:
a statement to the effect that an election—
must be made in writing and signed by the employee; and
may be delivered, sent by post, or sent by electronic means (for example, by fax or email) to the employee's employer:
notice in writing—
that employee transfer costs information and individualised employee information (as those terms are defined in section 69OB) relating to employees who elect to transfer will be provided to the new employer; and
that explains that individualised employee information includes (but is not limited to) information about any disciplinary matters relating to those employees and any personal grievances raised by those employees against the employer; and
that those employees are entitled to access the information, and to request correction of the information, in accordance with the Privacy Act 1993.
The employees' employer must send an election that complies with subsections (1)(d) and (2)(d) to the new employer as soon as practicable, but no later than 5 working days after the day on which that election is received by the employees' employer.
If an employee sends an election that complies with subsection (2)(d) by post or electronic means before the date described in subsection (1)(d), the employee must be treated as having exercised the employee's right to make an election by that date.
If the employee's employer sends an election to the new employer by post or electronic means before the date that is 5 working days after the day on which the employee's employer received that election, the employee's employer must be treated as having met the deadline specified in subsection (3).
If the restructuring is a contracting in or a subsequent contracting, person A in the definition that applies must give the employer sufficient notice of, and information about, the restructuring to enable the employer to comply with subsection (1).
In subsection (6), sufficient notice means—
as soon as practicable; but
no later than 25 working days before the date on which the restructuring takes effect.
An employer or other person who fails to comply with this section is liable to a penalty imposed by the Authority.
To avoid doubt, an employee may, after the employee's employer has complied with section 69G(1) and before deciding whether to exercise any right to elect to transfer to the new employer, bargain with the employee's employer for alternative arrangements.
If the employee and employer agree on alternative arrangements,—
the alternative arrangements must be recorded in writing; and
if paragraph (a) is complied with, the employee may not subsequently elect to transfer to the new employer.
An employee to whom this subpart applies may, before the date provided to the employee under section 69G(1)(d), elect to transfer to the new employer.
If an employee elects to transfer to the new employer, then, to the extent that the employee's work is to be performed by the new employer, the employee—
becomes an employee of the new employer on and from the specified date; and
is employed by the new employer on the same terms and conditions as applied to the employee immediately before the specified date, including terms and conditions relating to whether the employee is employed full-time or part-time; and
is not entitled to any redundancy entitlements under those terms and conditions of employment from the employee's previous employer because of the transfer.
To avoid doubt,—
the election of an employee to transfer to a new employer may result in the employee being employed by more than 1 employer if—
only part of the employee's work is affected by the restructuring; or
the work performed by the employee will be performed by or on behalf of more than 1 new employer; and
a person becomes the new employer of an employee who elects to transfer to the new employer whether or not the new employer—
has, or intends to have, employees performing the same type of work as (or work that is substantially similar to) the work performed by the employee who has elected to transfer to the new employer; or
was an employer before the employee transferred to the new employer; and
this section does not affect the employment agreement of an employee who elects not to transfer to the new employer.
This example relates to subsection (3)(a). A retailer owns 3 gift shops and engages an independent contractor to clean the shops. The independent contractor employs a cleaner to clean the gift shops.
The cleaning contract between the retailer and the independent contractor expires.
The retailer enters into a cleaning contract with a second independent contractor for the cleaning of 1 shop, and enters into a new cleaning contract with the first independent contractor for the cleaning of the other 2 shops.
As a result, the first independent contractor no longer requires the cleaner to clean 1 of the shops.
The cleaner may elect to transfer and become an employee of the second independent contractor in relation to 1 shop while remaining an employee of the first independent contractor in relation to the other 2 shops.
In this section, specified date means the date on which the restructuring takes effect.
Repeal section 69OAA.
Repeal section 69OC(2A), (3A), (3B), and (7).
Replace sections 69ZC to 69ZEB with:
In this Part, unless the context otherwise requires, work period—
means the period—
beginning with the time at which, in accordance with an employee's terms and conditions of employment, an employee starts work; and
ending with the time at which, in accordance with an employee's terms and conditions of employment, an employee finishes work; and
includes all authorised breaks (whether paid or not) provided to an employee or to which an employee is entitled during the period specified in paragraph (a).
Entitlement and duty
An employee is entitled to, and the employee's employer must provide the employee with, rest breaks and meal breaks in accordance with this Part.
Work period between 2 hours and 4 hours
If an employee's work period is 2 hours or more but not more than 4 hours, the employee is entitled to one 10-minute paid rest break.
If an employee's work period is more than 4 hours but not more than 6 hours, the employee is entitled to—
one 10-minute paid rest break; and
one 30-minute meal break.
two 10-minute paid rest breaks; and
Work period over 8 hours
If an employee's work period is more than 8 hours, the employee is entitled to the rest breaks and meal breaks in accordance with subsections (6) and (7).
During the work period of 8 hours, the employee is entitled to—
During the work period beyond 8 hours (the subsequent period), the employee is entitled to the following:
if the subsequent period is 2 hours or more but not more than 4 hours, to one 10-minute paid rest break:
if the subsequent period is more than 4 hours but not more than 6 hours, to—
one 30-minute meal break:
Timing of breaks as agreed
If an employee and employer have agreed on the times at which the employee is to take rest breaks and meal breaks during the employee's work period, the rest breaks and meal breaks are to be taken at those times.
Timing of breaks in absence of agreement
In the absence of an agreement, the rest breaks and meal breaks are to be taken in accordance with the applicable provision in subsections (3) to (7).
If section 69ZD(2) applies, an employer must, so far as is reasonable and practicable, provide the employee with the rest break in the middle of the work period.
If section 69ZD(3) applies, an employer must, so far as is reasonable and practicable, provide the employee with—
the rest break one-third of the way through the work period; and
the meal break two-thirds of the way through the work period.
a rest break halfway between the start of work and the meal break; and
the meal break in the middle of the work period; and
a rest break halfway between the meal break and the finish of the work period.
If section 69ZD(5) and (6) apply, an employer must, so far as is reasonable and practicable, provide the employee with—
If section 69ZD(5) and (7) apply, an employer must, so far as is reasonable and practicable, provide the employee with the breaks as follows:
if the subsequent period is 2 hours or more but not more than 4 hours, the rest break in the middle of the subsequent period:
if the subsequent period is more than 4 hours but not more than 6 hours,—
the rest break one-third of the way through the subsequent period; and
the meal break two-thirds of the way through the subsequent period:
a rest break halfway between the start of the subsequent period and the meal break; and
the meal break in the middle of the subsequent period; and
a rest break halfway between the meal break and the finish of the subsequent period.
An employer is exempt from the requirement to provide rest breaks and meal breaks in accordance with section 69ZD(1) if—
the employer is engaged in—
the protection of New Zealand's national security; or
an essential service; and
the continuity—
of service is critical to New Zealand's national security; or
of service or production in the essential service is critical to the public interest, including (without limitation) services affecting public safety; and
the employer would incur unreasonable cost in replacing an employee, employed in the protection of New Zealand's national security or in the essential service, during rest breaks and meal breaks—
with another person who has sufficient skills and experience; and
without compromising—
New Zealand's national security; or
public safety.
If subsection (1) applies, the employer and employee may agree that any rest breaks and meal breaks are to be taken in a different manner (including the number and timing of breaks) than specified in this Part.
An employer is exempt from the requirement to provide rest breaks and meal breaks in accordance with section 69ZD(1) if subsection (2) or (3) applies.
This subsection applies if—
the employer is engaged in the protection of New Zealand's national security; and
continuity of service is critical to New Zealand's national security; and
the employer would incur unreasonable costs in replacing an employee, employed in the protection of New Zealand's national security, during the rest breaks and meal breaks—
without compromising New Zealand's national security.
the employer is engaged in an essential service; and
continuity of service or production in the essential service is critical to the public interest, including (without limitation) services affecting public safety; and
the employer would incur unreasonable costs in replacing an employee, employed in the essential service, during the rest breaks and meal breaks—
without compromising public safety.
If subsection (2) or (3) applies, the employer and employee may agree that any rest breaks and meal breaks are to be taken in a different manner (including the number and timing of breaks) than specified in this Part.
If the employer and employee are unable to reach agreement under section 69ZEA(2) section 69ZEA(4), an employee is entitled to, and the employee's employer must provide the employee with, compensatory measures.
In this section, compensatory measure—
means a measure that is reasonable and designed to compensate an employee for a failure to provide rest breaks or meal breaks in accordance with section 69ZD(1); and
may include (without limitation)—
a measure that provides the employee with time off work at an alternative time during the employee's work period (for example, by allowing a later start time, an earlier finish time, or an accumulation of time off work that may be taken on 1 or more occasions); or
financial compensation; or
both time off work at an alternative time and financial compensation.
For the purposes of subsection (2),—
if the compensatory measure provided is time off work at an alternative time,—
the employee must be provided with at least an equivalent amount of time off work (that is, the same amount of time that the employee would otherwise have taken as a rest break or meal break); and
the time off work at an alternative time must be provided on the same basis as the rest break or meal break that the employee would otherwise have taken:
if the compensatory measure provided is financial compensation, that financial compensation must,—
in the case of an employee paid at variable rates during a work period, be at least an amount—
that is equivalent to the amount that the employee would have earned during the time that the employee would otherwise have taken as a rest break or meal break; and
that is calculated at the average of the rate of pay that the employee would have earned in that work period; or
in the case of any other employee, be at least an amount that is equivalent to the amount that the employee would have earned during the time that the employee would otherwise have taken as a rest break or meal break:
if the compensatory measure provided is financial compensation, that financial compensation, at a minimum, must relate to the amount of time that the employee was required to work but would otherwise have taken as a rest break or meal break, and must,—
in the case of an employee paid at variable rates during a work period, be calculated at the employee's average rate of pay in the relevant work period; or
in the case of any other employee, be calculated at the employee's ordinary rate of pay:
if the compensatory measure includes both time off work at an alternative time and financial compensation, the total amount of alternative time plus time for which payment is made must be at least equivalent to the amount of time that the employee would otherwise have taken as a rest break or meal break.
For the purposes of subsection (3)(c), any financial compensation must,—
in the case of any other employee, be calculated at the employee's ordinary rate of pay.
Replace section 69ZG(2) and (3) with:
An employment agreement that excludes, restricts, or reduces an employee's entitlements under section 69ZD or 69ZE or fails to comply with section 69ZEA or 69ZEB—
has no effect to the extent that it does so; but
is not an illegal contract under subpart 5 of Part 2 of the Contract and Commercial Law Act 2017.
Replace section 69ZH with:
If an employee is provided with, or entitled to, rest breaks or meal breaks under an enactment other than this Part,—
this Part prevails if the breaks provided under this Part are additional or enhanced breaks:
the other enactment prevails if the breaks provided under the other enactment are additional or enhanced breaks.
If an employee is required to take a rest break by, or under, an enactment other than this Part, the requirement for a rest break defined by, or under, the other enactment applies instead of the provisions or entitlements for rest breaks or meal breaks provided under this Part.
However, if subsection (2) applies, the employee's employer must provide the employee with—
at least the same number of breaks as provided under this Part; and
breaks of at least the same duration as the breaks provided under this Part.
In section 5, insert in its appropriate alphabetical order:
reinstatement is a remedy in a personal grievance raised by an employee that may be granted as described in section 123(1)(a)
Replace section 125 with:
This section applies if—
the remedies sought by, or on behalf of, an employee in respect of a personal grievance include reinstatement; and
it is determined that the employee did have a personal grievance.
If this section applies, the Authority or court must provide for reinstatement wherever practicable and reasonable, irrespective of whether it provides for any other remedy as specified in section 123.
After section 237AA, insert:
The Governor-General may, by Order in Council made on the recommendation of the Minister, amend Schedule 1A to add, delete, or amend categories of employees.
The Minister may recommend the making of an Order in Council to amend Schedule 1A to add a category of employees only if the Minister is satisfied that the employees in the category of employees—
are employed in a sector in which restructuring of an employer's business occurs frequently; and
have terms and conditions of employment that tend to be undermined by the restructuring of an employer's business; and
have little bargaining power.
The Minister may recommend the making of an Order in Council to amend Schedule 1A to amend a category of employees only if the Minister is satisfied that the employees in the category of employees (if the category is amended in accordance with the recommendation) will satisfy the criteria in subsection (2).
The Minister may recommend the making of an Order in Council to amend Schedule 1A to delete a category of employees only if the Minister is satisfied that the employees in the category of employees no longer satisfy the criteria in subsection (2).
Before recommending the making of an Order in Council to amend Schedule 1A, the Minister must—
receive a request to add, amend, or delete a category of employees from a person or an organisation that—
clearly identifies the category of employees to which the request relates; and
specifies the sector in which the category of employees provides service; and
includes evidence that the relevant employees satisfy or no longer satisfy (as applicable) the criteria in subsection (2); and
receive a report from the department on whether the employees in the category of employees satisfy the criteria in subsection (2); and
provide the report to, and consult, any employers, employees, representatives of employers or employees, or other persons or organisations as the Minister considers appropriate.
Nothing in subsection (5)(c) requires the making available of information that could properly be withheld in accordance with the provisions of the Official Information Act 1982 if the information were requested under that Act.
In this section, restructuring has the same meaning as in section 69B.
In Schedule 1AA, before clause 1, insert the Part heading set out in Part 1 of the Schedule of this Act.
In Schedule 1AA, clause 1, replace "schedule" with "Part" .
In Schedule 1AA, insert the Part 2 set out in Part 2 of the Schedule of this Act in its appropriate numerical order according to the date of enactment of the provisions of that Schedule.
This section amends the Wages Protection Act 1983.
In section 6(1), definition of recoverable period, delete "or (if the employer is entitled to make a specified pay deduction under section 95B of the Employment Relations Act 2000) any part of any wages" .
Repeal section 6(3)(ba) and (5).
Schedule Transitional, savings, and related provisions
Part 1 New Part 1 heading inserted into Schedule 1AA
Part 1 Provisions relating to Employment Relations Amendment Act 2014, Employment Relations Amendment Act 2016, and Employment Relations Amendment Act (No 2) 2016
Part 2 New Part 2 inserted into Schedule 1AA
Part 2 Provisions relating to Employment Relations Amendment Act 2018
In this Part, 2018 Act means the Employment Relations Amendment Act 2018.
Provisions relating to collective bargaining and unions
6 Duty to conclude applies to bargaining initiated before commencement
Sections 31 to 33 of this Act (as amended by sections 9 to 11 of the 2018 Act) apply to all bargaining that has not concluded before the commencement of sections 9 to 11 of the 2018 Act, whether the bargaining was initiated before or on the commencement of sections 9 to 11 of the 2018 Act.
7 Existing opt-out notice under section 44B continues to have effect
Sections 44B(3), 44C, and 53(2A) (as they were immediately before they were repealed by sections 13 and 15 of the 2018 Act) continue to apply in relation to an opt-out notice given before the commencement of this clause in accordance with section 44B (as it was immediately before it was repealed by section 13 of the 2018 Act).
8 Existing declarations or determinations under section 50K continue to have effect
The following continue to have effect as if sections 14, 15, and 28 of the 2018 Act had not come into force:
any declaration or determination made by the Authority under section 50K(3) or (4) or 50KA(2) before the commencement of this clause:
any orders or recommendations made by, or directions issued by, the Authority under 50KA(5) before the commencement of this clause.
Sections 53(4) and 161(1)(cba) (as they were immediately before they were repealed by sections 15 and 28 of the 2018 Act) continue to apply in relation to any declaration or determination made by the Authority under section 50K(3) before the commencement of this clause.
However, an application made under section 50K (as it was immediately before it was repealed by section 14 of the 2018 Act) that is not determined or dismissed before the commencement of this clause must be treated as if it had not been made.
9 Requirement for collective agreement to include rates of wages or salary applies only to collective agreement concluded on or after commencement
Section 54 (as amended by section 16 of the 2018 Act) applies to a collective agreement concluded on or after the commencement of section 16 of the 2018 Act whether bargaining for the agreement was initiated before, on, or after the commencement of section 16 of the 2018 Act.
Section 54 (as it was immediately before it was amended by section 16 of the 2018 Act) continues to apply to a collective agreement concluded before the commencement of section 16 of the 2018 Act.
10 Amendments relating to new employees apply to employees who enter into IEAs on or after commencement
Sections 62 and 62A of this Act (as inserted by section 18 of the 2018 Act) apply to a new employee who commences work with an employer, or signs an employment agreement with an employer, on or after the commencement of section 18 of the 2018 Act.
Section 63B of this Act (as inserted by section 19A of the 2018 Act) applies to an employer who is bargaining with an individual on or after the commencement of section 19A of the 2018 Act for terms and conditions of employment for the first 30 days of the individual's employment under section 62 (as inserted by section 18 of the 2018 Act) whether the bargaining was initiated before, on, or after the commencement of section 18 of the 2018 Act.
11 Union may provide information about role and functions of union for employer to pass on to new employees before commencement of section 18 of 2018 Act
If the union requests, on or after the commencement of section 8A of the 2018 Act but before the commencement of section 19A of the 2018 Act, that an employer provide certain specified information to new employees, the reference to section 63B(3)(b) in section 30A (as inserted by section 8A of the 2018 Act) must be read as if section 63B(3)(b) had already commenced.
However, an employer who receives information under section 30A before the commencement of section 19A of the 2018 Act is required to provide the information only on or after the commencement of section 63B(3)(b) (as inserted by section 19A of the 2018 Act).
12 Specified pay deductions must cease on commencement
An employer who is making specified pay deductions from the salary or wages of an employee under section 95B must cease the deductions on the commencement of sections 22 and 23 of the 2018 Act.
Sections 95F to 95H and section 100(1)(c), (2)(c), (4), and (5) (as they were immediately before they were repealed by sections 22 and 23 of the 2018 Act) continue to apply in relation to any specified pay deductions made before the commencement of this clause.
Provisions relating to trial periods of 90 days or less
13 Trial provisions contained in employment agreements entered into before commencement continue to apply
A trial provision contained in an employment agreement entered into before the commencement of sections 29 and 29A of the 2018 Act in accordance with section 67A (as it was immediately before it was replaced by section 29) of the 2018 Act continues to apply as if sections 29 and 29A of the 2018 Act had not commenced.
Provision relating to rest breaks and meal breaks
14 Employees receiving compensatory measures before commencement of section 35 of 2018 Act
This provision applies to an employee who is receiving compensatory measures under sections 69ZEA and 69ZEB (as they were immediately before they were replaced by section 35 of the 2018 Act) (existing compensatory measures).
On the commencement of section 35 of the 2018 Act, if an exemption under section 69ZEA(1) applies to an employer providing existing compensatory measures,—
the employer and employee may agree that any rest breaks and meal breaks are to be taken in a different manner (including the number and timing of breaks) than that specified in Part 6D; but
if the employer and employee are unable to reach agreement under paragraph (a), the employee is entitled to, and the employee's employer must provide the employee with, compensatory measures in accordance with section 69ZEB (as replaced by section 35 of the 2018 Act).
On the commencement of section 35 of the 2018 Act, if an exemption under section 69ZEA(1) does not apply to an employer providing existing compensatory measures, the employee is entitled to, and the employee's employer must provide the employee with, rest breaks and meal breaks in accordance with sections 69ZD and 69ZE (as replaced by section 35 of the 2018 Act).
On and from the commencement of section 35 of the 2018 Act, the employee continues to be entitled to receive the existing compensatory measures until the earlier of the following:
the coming into force of an agreement between the employer and the employee under subclause (2)(a):
the employer provides the employee with compensatory measures under subclause (2)(b).
The provisions of this clause have effect despite any provision to the contrary in any contract or agreement.
Provision relating to remedy of reinstatement
15 Remedy of reinstatement in personal grievance proceedings
Any personal grievance proceedings brought before the Authority or the court (or a court on appeal), but not finally determined or completed, before the commencement of this clause must be determined or completed under the law as it was at the time the proceedings were brought.
Any personal grievance proceedings brought before the Authority or the court (or a court on appeal) on or after the commencement of this clause must be determined in accordance with section 125 as replaced by section 39 of the 2018 Act.
Subclause (2) applies irrespective of whether the action alleged to amount to a personal grievance occurred or came to the notice of the employee before, on, or after the commencement of section 39 of the 2018 Act.
Introduction (Bill 13–1)
First reading and referral to Education and Workforce Committee
Reported from Education and Workforce Committee (Bill 13–2)
Committee of the whole House (Bill 13–3)
The Parliamentary Counsel Office

redpajama_set_name: RedPajamaCommonCrawl


Is there a method of looping through field names of a table similar to looping though controls ?
Thanks, everyone, this is what I was looking for.
My code works, but I am trying to populate unbound cascading comboboxes when a user returns to make changes to a record after the record has been saved and the form closed. Since the comboboxes are unbound I created 3 lines of code that looked up the proper record and inserted the data into each of the comboboxes so that the user could see what was selected originally (some of the arrangements have 4 comboboxes working together so if a change is to be made, I will clear the comboboxes and initiate the original cascading set-up) .
However, I just created a query that gets the correct data. This seems like an easier approach. How do I pass the queried data into my comboboxes, since the recordsource for the form is a different query?
Edited by: codedcad on Thu Jun 8 14:50:35 EDT 2006.
Edited by: codedcad on Thu Jun 8 15:03:20 EDT 2006.
You should be able to set the Row Source of the combo box to the query. The form won't care.
I am still haing a problem getting the record data from the query into the combo. I open the query, it gives me the correct data but can't seem to get the correct settings for the combobox. The query has a total of 7 fields. I am trying to get the 4th field data into the combobox. Do I need to set the Bound column, Column count, etc. or should I access the query with a direct SQL statement?
..and, can the query be run in the background, not visible.?
Got it to work using DLookup.
ext, I'm going to try to set the option groups in the same manner.


text:
Q: Query entire class vs first object in the class In my cloud code I want to retrieve the first object in the "Messages" class. Then i want to grab some information from that object, send it to another class, and finally delete that object from the "Messages" class i originally pulled it from.
My question is do i need to query the entire "Messages" class just to get the first object in it?  I don't want to slow down my app due to inefficient code.
Parse.Cloud.afterSave("sendMessage", function(Parse.Message, response) {
  var body = null;
  var senderName = null;
  var senderId = null;
  var randUsers = [];

  var query = new.Parse.Query(Parse.Message);
  query.find({
    success: function(results){
      body.push(results[1].get("messageBody"));
      senderName.push(results[1].get("senderName"));
      senderId.push(results[1].get("senderId"));
      response.success(getUsers);
    },
    error: funtion(error){
      response.error("Error");
    }

  });
});

to avoid confusion: "getUsers" is an arbitrary function call.

A: To retrieve entry from class, you need the query the table. However, your problem is getting the first record which does not require getting the all record. From your code I can see that you get the first record of result array (result[1] ). You can apply the solution; getting the first record of the class that you want to query. You can do it via two ways; either you can set the limit 1 to your query or you can use the first() method. The Parse.Query JS API link is below;
https://parse.com/docs/js/symbols/Parse.Query.html
Check the limit and first methods.
Hope this helps.
Regards.


By Mara Weaver, a senior history major from Bloomingtown, Ill.
When I was younger, my parents would tuck me into bed almost every night. No matter what juvenile trauma I had faced during the day or the squabbles I had had with my mom or dad, I could count on the fact that the day would end with them singing me the same lullabies, pulling the covers up to fold me tightly into bed and kissing me goodnight. The safety and love wrapped up in this routine was something that I was not necessarily able to name when I was five years old, but as the years have passed, I have come to realize how lucky I was to have that care and consistency in my life as a child.
As I transitioned out of childhood and into the mystery that is the teenage years, I left behind the ritual that had offered so much comfort. But at the same time that my parents' gentle lullabies began to fade, a new song emerged, a simple tune carried by the words of Zephaniah 3:17: "The LORD your God is with you. God is mighty to save. God will take great joy in you. God with quiet you with God's love. God will rejoice over you with singing." This was — and is — a lullaby for me, a song stemming from the love of my God and heavenly parent restoring and renewing my peace when I most need it.
But it gets better than that. God is not just with us as some caretaker far away. Christ has come, Christ is risen and Christ will come again. When this passage delivers the words "the LORD your God is with you," it does not mean that God's presence is a thing of the past. This is a reality that we can — and must — proclaim in this season of Advent as we anticipate the coming of Immanuel, God with us.
Sing aloud, O daughter Zion; shout, O Israel! Rejoice and exult with all your heart, O daughter Jerusalem! 15The Lord has taken away the judgments against you, he has turned away your enemies. The king of Israel, the Lord, is in your midst; you shall fear disaster no more. 16On that day it shall be said to Jerusalem: Do not fear, O Zion; do not let your hands grow weak. 17The Lord, your God, is in your midst, a warrior who gives victory; he will rejoice over you with gladness, he will renew you in his love; he will exult over you with loud singing 18as on a day of festival. I will remove disaster from you, so that you will not bear reproach for it. 19I will deal with all your oppressors at that time. And I will save the lame and gather the outcast, and I will change their shame into praise and renown in all the earth. 20At that time I will bring you home, at the time when I gather you; for I will make you renowned and praised among all the peoples of the earth, when I restore your fortunes before your eyes, says the Lord.


Creations by Rachael Creative Team Call!!!
one you are not gonna wanna pass up either!
is lookin' for a few good gals!
our team of scrappers are crazy fun and friendly.
act before the end of the month.
She has has a few full time spots available and 2-3 guest spots open each month through June. And if you get a guest spot you could be asked to stay on full time after that month if she has a full time spot open.
- Posting to at least 3 Galleries- DST required, GP or SM, plus you can choose one of your own.
Rachael likes her girls to be active in her CT forum and in the store forums. It's fine if your the quite type, but she at least needs to know your hanging around and keeping up on whats going on.
So have you been over to Digi Scrap Addicts to check out their newsletter, the December Enabler yet? If not, you are gonna want to, because it's packed with loads of inspiration. And this month there are four featured designers, one of which just happens to be Creations by Rachael, whom I CT for. All four of the talented designers have contributed gorgeous kits to this month's "The Fix"!! And as a special bonus, the DSA CT members have created 12x12 Quick Pages using the 4 kits included in this mega! All for only $3!!!
And below I share two of my LOs I created with Creations by Rachael's kit, so that you have an idea on what her gorgeous kit is like. So, whatcha ya waiting for? Head on over and check out what you are missing!


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Three in five Brits reject higher taxes to reach Net Zero
By: Admin - Climate DepotJanuary 9, 2022 8:51 AM
https://www.netzerowatch.com/three-in-five-brits-reject-higher-taxes-to-reach-net-zero/
70% of Brits worried about energy costs this Christmas, new ComRes poll reveals.
Over 60% of Brits say they won't benefit from the government's 'green' subsidies in poll commissioned by campaign group Net Zero Watch.
Three in five UK adults aren't willing to pay higher taxes on their energy bills to help reach Net Zero targets.
65% of UK adults say they haven't been given enough of a say on the government's Net Zero policies.
"Net Zero could deliver a political crisis greater than the Poll Tax"
A staggering 70% of Brits say they are concerned about the financial impact of increased energy costs this Christmas, according to a new poll released today. This includes 79% of Labour voters. You can view the data tables here.
Meanwhile three in five (58%) UK adults say they would NOT be willing to pay higher taxes on their energy bills to help reach Net Zero targets including 49% of Labour and Green Party voters.
Two thirds (65%) of UK adults say the public have not been given enough of a say on the Government's Net Zero policies, and while 30% of 18-24 year olds feel their voices have been heard, only 10% of all those over 45 feel they have had sufficient input.
The poll, commissioned by Net Zero Watch and conducted by Savanta ComRes, also found over 60% of Brits believe they won't benefit from government's 'green' subsidies – £5,000 to replace gas boilers with heat pumps and 35% of the cost of an electric vehicles, up to £2,500.
The most unpopular policy of the late twentieth century, and one that ultimately brought down Margaret Thatcher, was the introduction of the UK Poll Tax. In the months leading up to its introduction in April 1990, polls showed around 60% of the population were opposed to it.
With a raft of measures set for introduction, such as the phasing out of gas boilers by 2035, petrol and diesel cars and vans by 2030, and the mandatory EPC 'C' rating for landlords by 2025, the current government looks as if it is heading towards a "Poll Tax" moment of their own. These figures clearly show that the country is not behind either the policies or the direction of travel, and over two-thirds don't feel they've been given a say.
Craig Mackinlay MP, Chair of the Net Zero Scrutiny Group said:
"As I've been saying for some time, I didn't become a Conservative to make my constituents colder and poorer.
"It's clear, looking at these figures, that the British public are not signed up to the government's plans. They feel they haven't been consulted or had their say; the majority don't feel that government grants for air pumps or electric cars are either relevant to them, or more fundamentally needed to nudge them towards unreliable technologies they don't want, and there is real worry about the ever-increasing costs of energy bills this winter.
"The general public are quite obviously not onside, and we need to be very careful about just whose shoulders are going to be carrying the very considerable costs of Net Zero."
Steve Baker MP, who heads up the steering committee of the Net Zero Scrutiny Group said:
"I've warned that the cost of Net Zero could deliver a political crisis greater than the Poll Tax, and these figures show that the government are heading straight for such an eventuality.
"The British people are clearly deeply unhappy about paying higher taxes to help reach Net Zero targets and feel they haven't been consulted about the choices the government are making.
"Grants for air pumps and electric cars are all very well, but how many people can actually afford to pay all the additional costs? 20% think they will actually benefit.
"We are heading down a path where blithe promises are made without considering the realities of current technology and the fact that many people in this country will just be left colder and poorer."
Benny Peiser, Director of Net Zero Watch, said:
"Whilst these are not shocking figures to us, they should ring alarm bells in No. 10. Britain may have hosted COP26, but the general public feel that they have not been given a real say on the changes the government are forcing through.
"Millions of families will be struggling to keep their homes warm and their cars running this winter. Fuel prices continue to soar and the burden of these energy costs will fall on the elderly and the low paid at a time when people are already finding things tough.
"The government need to start listening and setting a more realistic path. We cannot bankrupt the country for an arbitrary goal or to look good on the international stage."
Filed under: emissions, europe, gnd, polling