Accommodation – Ostelli Della Gioventu Fri, 04 Jun 2021 09:18:44 +0000 en-US hourly 1 Accommodation – Ostelli Della Gioventu 32 32 Inside Housing – News – London councils put homeless households over 200 miles away Fri, 04 Jun 2021 08:41:16 +0000

Councils across England are placing a growing number of homeless households in temporary accommodation outside their areas, in some cases more than 200 miles away, according to an analysis.

London councils have placed around 55,000 people in temporary accommodation outside the area (Photo: Getty)

Partition lines

Councils across England are placing increasing numbers of homeless households in temporary accommodation outside their areas, in some cases more than 200 miles away, #UKhousing analysis shows

More than one in four households living in temporary accommodation are now moved to other areas, the analysis found.

Around 55,000 people are living at any time in temporary out-of-zone accommodation provided by local authorities in London.

The analysis was carried out by the London Labor Housing Group and is based on Freedom of Information Act requests and publicly available data.

Barnet and Bexley councils have provided shelter to homeless people as far as Manchester, while Barking & Dagenham council has placed households in Bradford – both towns are around 200 miles from the capital.

Last summer, Merton’s council was censored by the local government ombudsperson after a man the local authority placed in temporary accommodation in Birmingham was forced to quit his job due to the three-hour commute .

The use of temporary out-of-zone accommodation by local authorities in the rest of England is also increasing.

When the coalition government came to power in 2010, around 10% of temporarily housed households across the country were moved out of their area.

By 2020, that percentage had risen to around 27%, alongside a well-documented overall increase in the use of temporary housing.

Between 2015/16 and 2020/21, the proportion of out-of-zone temporary placements by London councils as a percentage of the national total increased from 92% to 84%.

The number of out-of-zone placements across England is now 161% higher than when overall use of temporary accommodation peaked in 2004.

London’s Labor Housing Group has said that at the current rate of increase, a third of all out-of-zone placements will be made by non-London councils within a decade.

The group calls on the government to increase local housing allowance rates, which dictate the amount of benefits private tenants can claim to help with their housing costs, and to give councils more funds to fight homelessness. shelter.

Jack Shaw, author of the research, said: “It’s a perfect storm. Cuts in housing allowances and local authority budgets, as well as the inability to build the necessary housing, are forcing municipalities to relocate families elsewhere.

“At the same time, there is real concern about the well-being of foster families – up to a third of them are vulnerable – hundreds of kilometers away from their support networks, doctors and schools for children.

“The government must act urgently to protect families by properly funding homeless assistance in London and increasing local housing allowance.

“Temporary housing outside the area has already been described by the homeless households as a stealth social clean-up. This could be the next coating scandal to come if the government does not act.

The law requires councils to accommodate people in their home area whenever possible.

Spending on temporary accommodation services across England is estimated at almost £ 1bn per year, with around £ 200m falling out of general local authority funds and the rest paid for through housing allowances .

The government has released £ 750million in funding this year to try to tackle homelessness and rough sleep.

Sign up for our roaming newsletter

Sign up for our roaming newsletter

Source link

]]> 0
Edinburgh couple ‘breathless’ after being returned to homeless housing Thu, 03 Jun 2021 14:22:49 +0000

An Edinburgh couple who became homeless after their car was taken off the road recounted how they faced vile homophobia after being ‘bounced’ into temporary accommodation.

Caregiver Jonathan Landau-Letwinski said he and his partner Lee Riches were “struggling” before their vehicle – which has since been written off – passed its roadworthiness test last year, leaving them unable to pay the rent on their home. Rosyth.

They have since returned to the capital, but found themselves stranded in five different types of temporary accommodation with no kitchen or laundry room – forcing them to survive on cheesy toast made with foil and an iron.

The couple, who both suffer from poor mental health, survived a deportation attempt earlier this week but were told they had to wait at least three years for a council house with no family to which turn for help.

But Jonathan said the stress of the situation left them “on edge” and struggled to work part-time as caregivers for vulnerable people.

“We were considered temporarily homeless last February, but that night we had to sleep in the car because they had nowhere to go,” he recalls.

“Since then we’ve just bounced back in different places. I think this is the fifth different temporary accommodation that we are in and it is not sustainable.

“I have terrible attendance at work because I don’t know where I’m going to travel.

“We were told on Monday that the board had booked us, but they kind of backed off because we got in touch with our MSP and Shelter.

“But we’re just on edge at this point. We just feel trapped in uncertainty.

Jonathan said conditions at some of the temporary accommodation facilities were “extremely intimidating” with staff often reacting aggressively to them after finding out they were in a relationship.

But he also said the lack of social distancing at the start of the pandemic left him worried about his health and that of the vulnerable people he cares for.

“There was no kitchen or washing machine and by then everything had started to close,” he said.

“I had to wash my work clothes in the shower and my colleagues had started to notice. I was losing weight and just looked a little dirty.

“No one there had social distancing, no one was wearing masks, it was just a mess and it put me in danger because my job is to take care of the elderly and vulnerable.

“But there was homophobia on the part of the staff. They were from a completely different culture, we felt extremely intimidated, their whole attitude just changed when they found out we were a couple.

“They slammed doors in our face, avoided us, it was just awful to be inside.”

Housing chiefs have warned the couple that they have to wait a long time for any kind of accommodation with local authorities after being accommodated in their current hotel until September 1.

Beyond that date, Jonathan admitted their future was uncertain, especially after the car he needed for vital home visits was written off in a collision with another driver.

They have now started a GoFundMe page in the hope of raising money to live on from a reduction in his working hours.

“They told us we had to wait up to three years for a council house,” he said.

“I’ve been suicidal about it, we can’t wait that long at this point.

“I’m surprised I still have a job at the moment, but I’m already working part-time as it is, but they are getting smaller and smaller. “

He added: “If we can get any help it could be life changing but so far we have been contacted by a scammer which is really disheartening.

“Lee is separated from his family. We have nowhere to go and I don’t know where we are going from here.

Source link

]]> 0
EEOC Updates Guidelines for Workplace COVID-19 Vaccination Policies | Miller Canfield Wed, 02 Jun 2021 21:35:22 +0000

On May 28, 2021, the U.S. Equal Employment Opportunity Commission (EEOC) updated its technical assistance guidelines, What you need to know about COVID-19 and ADA, the Rehabilitation Act and other EEO laws, concerning COVID-19 vaccination in the context of employment. Below is a summary of the updated guidelines.


  • Under federal EEO laws, employers can require all employees entering the workplace to be vaccinated against COVID-19, subject to considerations of reasonable accommodation, disparate impact and disparate treatment.
  • If an employer or its agent offers voluntary vaccination to employees, the employer must comply with its obligations under federal non-discrimination in employment laws.
  • Employers can encourage employees and their families to get vaccinated without breaking EEO laws, including providing information to raise awareness of the benefits of vaccination and answering common questions and concerns (as outlined below).

Reasonable accommodation due to a disability

  • An employer can impose a qualification standard, such as requiring COVID-19 vaccination, if it is job-related and meets business requirements. If an employee cannot meet the standard (in this context, not being vaccinated), the employer may not require compliance unless they can demonstrate that the unvaccinated person would pose a direct threat to the patient. workplace. The employer must carry out an individualized assessment, taking into account many factors, to make this decision.
  • If the employer determines that the unvaccinated employee would pose a “direct threat” to the workplace, the employer must assess whether there is reasonable accommodation that would reduce or eliminate the threat.
  • As a good practice, employers should inform employees that requests for reasonable accommodation for a disability will be considered on an individualized basis when implementing a COVID-19 vaccination policy requiring confirmation of the vaccination.
  • An employee who is not vaccinated against COVID-19 due to a disability must inform the employer that they need an exemption from the vaccine requirement or that they need an accommodation in the workplace. work, but the employee does not need to refer specifically to the ADA or use the phrase “reasonable accommodation”. Employers should train managers and supervisors responsible for implementing the immunization policy to recognize a request for accommodation and provide them with information on how to deal with requests for accommodation.
  • When receiving a request for reasonable accommodation due to a disability, employers should engage in a flexible and interactive process to gather supporting medical documents regarding the employee’s disability and identify options for accommodation. workplace that do not impose undue hardship on the employer. Employers should consider all options before refusing an accommodation request.
  • If a fully vaccinated employee requests accommodation for an underlying disability because of a continuing concern that he or she faces an increased risk of serious illness from COVID-19 infection, the employer should process the request accordingly. to applicable ADA standards, including by engaging in an interactive process.

Disability-related medical investigations and examinations

  • If an employer requires their employees to be vaccinated against COVID-19 from the employer or their agent, ADA restrictions on an employer conducting disability-related investigations or medical examinations of their employee apply. pre-vaccination screening questions. Thus, they must be job related and conform to the needs of the company and, in turn, the employer must show that employees who do not answer questions and cannot get vaccinated will pose a direct threat to work place. However, if an employer offers to vaccinate their employee on a voluntary basis, the employer can ask disability-related screening questions without having to meet this standard.
  • The act of administering the vaccine by the employer or its agent is not a “medical examination” under the ADA.
  • This is not a “disability survey” for an employer to inquire about or request confirmation of vaccination from a third party.
  • An employee’s COVID-19 vaccination information is medical information that must be kept confidential and separate from the employee’s personal records under the American with Disabilities Act (ADA).

Reasonable accommodation because of religious beliefs

  • While an employer should normally assume that an employee’s request for religious accommodation is based on a sincere religious belief, practice or observance, employers may request additional supporting information if they have available. an objective factual basis for questioning the religious nature or sincerity of a particular belief.
  • An employer should carefully consider all possible reasonable accommodations, including telecommuting and reassignment.
  • “Undue hardship” under Title VII is easier to demonstrate than the ADA’s undue hardship standards and requires minimal cost or burden to the employer. In determining whether the accommodation would impose undue hardship on the employer, employers should take into account several considerations, such as the portion of the workforce vaccinated and the extent of employee contact with others.
  • Ultimately, if an accommodation cannot be provided, employers should determine if the employee has other rights under EEO laws or other federal, state and local regulations before taking employment action. unfavorable against the unvaccinated employee.
  • As a best practice, employers implementing a COVID-19 vaccination policy and requiring confirmation of vaccination should advise employees that requests for reasonable accommodation for a religious belief, practice or observance will be reviewed on an individualized basis.

Considerations for Pregnant Employees

  • If an employee seeks to be exempt from a vaccine requirement due to pregnancy, the employer must ensure that a pregnant employee is not discriminated against against other similar employees in their workplace. ability or inability to work. If an employer has made changes to employees whose ability or inability to work is similar to that of the pregnant employee, the pregnant employee may be entitled to those changes, including telecommuting, schedule changes , changes of assignment and leave.
  • Employers should train supervisors, managers and human resources staff to handle exemption requests from pregnant employees to avoid discrimination complaints.

Genetic Information and Vaccines Non-Discrimination Act

  • GINA Title II is not involved if an employer requires an employee to receive a COVID-19 vaccine administered by the employer or its agent, unless the pre-vaccination medical screening questions relate to the genetic information of the employee. the employee (for example, family medical history).
  • GINA Title II is also not involved if an employer requires employees to provide confirmation of COVID-19 vaccination from a healthcare provider.

Vaccine incentives

  • Under the ADA and GINA, an employer can offer an incentive for employees to voluntarily provide confirmation that they or their family members have received COVID-19 vaccines from a health care provider.
  • Under the ADA, an employer can offer an incentive for employees to voluntarily receive a vaccination administered by the employer or its agent if the incentive is not so great as to be coercive.
  • Under the GINA, an employer can offer an incentive to employees to voluntarily receive a vaccine administered by the employer or its agent if the employer does not acquire genetic information during the administration of the vaccines.
  • Under the GINA, an employer can do not offer an inducement to an employee in exchange for the vaccination of an employee’s family member by the employer or its agent, but may offer an employee’s family member the opportunity to be vaccinated without offer the employee an incentive as long as the employer takes certain steps to comply with GINA.

Source link

]]> 0
Students build 2-meter-wide glider in student accommodation during lockdown Wed, 02 Jun 2021 04:15:00 +0000

A group of engineering students built a 2.2-meter-wide glider in their student accommodation during lockdown.

While most students are affected by the lockdown, the University of Central Lancashire (UCLan) aerospace engineering group of students.

The 16-person team designed an 11-meter-wide piloted glider that would fly at 20 knots and planned to use the facilities at the University’s new engineering center to build the aircraft before the restrictions of Covid- 19 interrupt access to the campus.

Development manager Louis Frommweiler, 20, from Strasbourg, France, said: was a fifth of the original size as that would still cover the project dossier and we could build it in our accommodation.

“A few of us live together, so our apartment has become a workshop and the kitchen table has become a workbench. We had to change our planned materials which meant we used a lot of 3D printing, our manuals became weights and many of the team went to town to buy pliers and drill bits to do it function.

The group’s 2.2-meter-wide glider made its maiden flight successfully last week in the UCLan flight test area near Inskip.

Design manager Alex Child-Morris of Brighouse was responsible for remotely piloting the glider and explained how the team was still working on the aircraft as it was transferred to the launch rail.

The 22-year-old said: “We still had a few last minute changes to make at the airfield. We had our trusty “workshop in a bag” so we were like an F1 team in drilling, screwing and sawing.

“It was great to see him soar because we knew we would have overcome so many challenges to get there. As engineers, it’s our job to find solutions to problems, so we’re delighted that our forced changes worked as intended.

The original glider was reportedly flown by Dr Abdullah Desai, head of the aerospace engineering and pilot studies course at UCLan.

He said: “I was so confident in their abilities that I said I would use my pilot’s license to fly their glider.

“I was delighted to see how they responded to the challenges imposed on them by the national lockdown.

“They excelled, making sure they met the specifications and thus became the very first UCLan student-led team to design and fly an aircraft.

“It was a fantastic achievement and I’m immensely proud of each of them. ”

Source link

]]> 0
Peer-to-Peer Hosting Market Size and Share 2021 Tue, 01 Jun 2021 10:39:17 +0000

The report, titled Peer-to-peer hosting market, is one of the most comprehensive and essential additions to Reports Globe’s market research archive. It provides detailed research and analysis on key aspects of the peer-to-peer hosting market. The market analysts authoring this report have provided detailed insights into key growth drivers, restraints, challenges, trends, and opportunities to offer a comprehensive analysis of the Peer-to-Peer Hosting market. Market players can use the analysis of market dynamics to plan effective growth strategies and prepare for future challenges in advance. Every trend in the peer-to-peer hosting market is carefully analyzed and reviewed by market analysts. Market analysts and researchers have conducted an in-depth analysis of the Peer-to-Peer hosting market using research methodology such as PESTLE and Porter’s Five Forces Analysis. They have provided accurate and reliable market data and useful recommendations to help players gain insight into the current and future market scenario. The Peer-to-Peer Hosting report provides an in-depth study of the potential segments, including product type, application, and end-user, along with their contribution to the overall market size.

Request to obtain the PDF sample of the report @

Additionally, the market revenue by region and country is shown in the Peer-to-Peer Hosting report. The authors of the report also shed light on common trading tactics used by gamers. The major Peer-to-Peer Hosting market players and their complete profiles are included in the report. In addition, the report presents the investment opportunities, recommendations and trends currently in vogue in the peer-to-peer hosting market. This report will enable the major players in the peer-to-peer hosting market to make informed decisions and plan their strategies accordingly to stay ahead of the game.

The competitive landscape is a critical aspect that every key player must be aware of. The report throws light on the competitive scenario of the Peer-to-Peer Hosting Market to know the competition at the national and global level. The market experts also gave an overview of each major player of the Peer-to-Peer Hosting market, keeping in mind important aspects such as business areas, production, and product portfolio. Additionally, the companies are examined in the report on the basis of key factors such as company size, market share, market growth, revenue, production volume, and profit.

Request a discount on the report @

Segmentation of the peer-to-peer hosting market:

Peer-to-Peer Hosting Market, By Application (2016-2027)

Peer-to-Peer Hosting Market, By Product (2016-2027)

  • Simple room
  • Private room
  • Entire house / Apartment

Major players operating in the peer-to-peer hosting market:

  • Airbnb Inc.
  • Flipkey Inc.
  • HomeAway, Inc.
  • Roomorama
  • HouseTrip Ltd.
  • Wimdu
  • Lifealike Limited
  • Couchsurfing International Inc.
  • MyTwinPlace

Regional analysis:

The report provides information about the market area, which is further subdivided into sub-regions and countries. Besides the market share in each country and sub-region, this chapter of this report also provides information on profit opportunities. This chapter of the report mentions the market share and growth rate of each region, country and sub-region during the estimated period.

  • North America (United States, Canada)
  • Europe (Germany, France, United Kingdom, Italy, Russia, Spain, Netherlands, Switzerland, Belgium)
  • Asia Pacific (China, Japan, Korea, India, Australia, Indonesia, Thailand, Philippines, Vietnam)
  • Middle East and Africa (Turkey, Saudi Arabia, United Arab Emirates, South Africa, Israel, Egypt, Nigeria)
  • Latin America (Brazil, Mexico, Argentina, Colombia, Chile, Peru).

Preview the market before you buy @

Key questions addressed in the report:

  • What is the growth potential of the Peer-to-Peer hosting market?
  • Which product segment will take the lion’s share?
  • Which regional market will be a pioneer in the years to come?
  • Which application segment will grow sustainably?
  • What growth opportunities might arise in the peer-to-peer hosting industry in the years to come?
  • What are the biggest challenges that the peer-to-peer hosting market could face in the future?
  • Who are the leading companies in the peer-to-peer hosting market?
  • What are the main trends that will positively affect the growth of the market?
  • What are the growth strategies that players are pursuing to maintain their position in the peer-to-peer hosting market?

Request customization of the report @

Customization of the report:

Please contact us if you would like more information about the report. If you have any special requirements and want customization, please let us know. We will then offer you the report as you wish.

How Reports Globe is different from other market research providers:

The creation of Reports Globe was supported by providing clients with a holistic view of market conditions and future possibilities / opportunities to derive maximum profit from their businesses and assist in decision making. Our team of in-house analysts and consultants work tirelessly to understand your needs and provide you with the best possible solutions to meet your research needs.

Our Reports Globe team follows a rigorous data validation process, which allows us to publish editor reports with minimal or no discrepancies. Reports Globe collects, separates and publishes more than 500 reports per year covering products and services in many fields.

Contact us:

Mr. Mark Willams

Account manager

United States: + 1-970-672-0390

E-mail: [email protected]


Source link

]]> 0
UK’s newest wineries with accommodation Mon, 31 May 2021 17:35:10 +0000

There are now over 700 wineries in the UK and their numbers are expected to increase. With the same chalk and limestone soil as Champagne, the South East of England has the most, but the West Country has new ones too.

When, in 2017, chef Michael Caines purchased Lympstone Manor, part of the appeal was the surrounding farmland that overlooks the River Exe which he said would make an ideal terroir for English sparkling wine. More than 17,000 vines have been planted and after five years, the first vintage is expected this year. In the meantime, in addition to a Michelin starred restaurant and 21 rooms in the main house.

In September, the famous Pig collection, which operates a handful of hotels in the south of England – all with extensive vegetable gardens and sourcing within 25 miles, will open the South downs in Sussex. In a first for the group, 4,000 Chardonnay, Pinot Noir and Pinot Meunier vines were planted. The first harvest is scheduled for 2022.

More established Sussex vineyard Rathfinny has hotel accommodation in its flint barns, Tinwood has luxury lodges throughout its vineyard.

Smaller wineries tend to have less formal accommodations. Wild Escapes Fullerton Farm in Hampshire has four treehouses that overlook the Black chalk winery that cultivates Chardonnay, Pinot Noir and Pinot Meunier to create organic English sparkling wine in small batches. All treehouses have hot tubs, floor-to-ceiling windows, and a refrigerator with plenty of local wine.

In an Area of ​​Outstanding Natural Beauty (AONB) on the Jurassic Coast of Dorset is Little Waddon, producing both red and white wine. Its accommodation is in shepherds’ huts, who quickly become the best friend of an emerging vineyard. Sleeker than tents but easy to move around an area.

Accommodation provides a bit of ballast against start-up costs and can be flexibly used for pickers during harvest. Hencote near Shrewsbury has both a large farmhouse for hire and wooden safari lodges. Oastbrook in Sussex has a permanent ‘Hobbit House’ available for hire. Owner America Brewer, originally from Bahia, Brazil, planted her first vines in 2018; like many new winemakers in the UK, she studied at Plumpton College near Lewes in Sussex. Oxney Estate is England’s largest organic vineyard, spanning over 35 acres near Rye in East Sussex, with cottages and shepherd’s huts.

British wine (and this is really mainly England with a few vineyards in Wales; climate change has a long way to go before Scotland can successfully grow grapes) began as a story of tenacity and eccentric determination in the 1970s and natural wine fits well in this tradition. Well rated Tillingham, near Rye in Sussex, near the border with Kent, has eleven rooms in a former hop barn (this part of the south coast has long grown hops for beer) alongside a pizzeria and d ‘a smarter tasting menu. Covering 70 hectares, this mixed farm has both fruit trees and livestock along its vineyard. With 40,000 vines planted, she produced her first harvest in 2020.

Source link

]]> 0
Stranded traveler grateful for accommodation Mon, 31 May 2021 00:09:00 +0000

Distressed traveler Elly Niar awaits the reopening of State Highway 1 via Temuka.


Distressed traveler Elly Niar awaits the reopening of State Highway 1 via Temuka.

A night in a pub in southern Canterbury that normally caters to truckers was very good for stranded tourist Elly Niar.

The Aucklander had just started a planned South Island tour when the weekend rainstorm disrupted plans.

“We flew to Christchurch and went to Kaikōura. We were supposed to travel all over the South Island but the weather was bad on the West Coast and we thought it would be safer to come back this way to Queenstown.

“Fortunately we passed Ashburton, Geraldine, Hinds, but by the time we got here (Winchester) the road was closed.

* People urged to stay at home as floods continue to rage in southern Canterbury
* State of emergency declared in Timaru district
* A resident of Arowhenua evacuates himself as the river rises
* Residents of Geraldine’s nursing home evacuated
* Damage from ‘heartbreaking’ flooding in southern Canterbury
* Rubberneckers told to stay away from flooding in southern Canterbury

“Fortunately, we got accommodation. It was so hard to find yesterday. The community has been really great and kind in helping us.

Niar said accommodation was found at the Wolseley Hotel in Winchester.

“It was really nice of them because normally they only welcome truckers, but because of the situation they were trying to help other people.

“Oh my god, we were so grateful.”

Niar was still planning to travel to Queenstown when the roads reopened and return from Christchurch on Saturday.

“We still don’t know. We have canceled accommodation in Invercargill and Dunedin.

“Many things have changed.”

Niar said he lost money on accommodation bookings because Air BnB seats “don’t want to pay back”.

“Don’t worry about the money now, at least we’re safe … there are more people losing their homes than just a small amount of money.”

Source link

]]> 0
1,250 new student apartments in Exeter approved Sun, 30 May 2021 06:31:00 +0000

High density to replace existing premises (ECC / LDRS planning application) May 2021

They will replace existing housing on campus

Plans for an additional 1,250 student apartments on the University of Exeter campus have been approved.

The development of the village residences of Clydesdale, Nash and Birks Grange off Stocker Road has been overwhelmingly supported by the Exeter City Council planning committee.

Councilors approved the planning officers’ recommendation for approval, saying purpose-built housing on the college campus was the best way to reverse the trend of student occupancy of family homes.

Supporting the plans, Cllr Rachel Sutton said it was for the redevelopment of part of the campus that already accommodates students. She added: “Yes it is at a higher density, but I am quite sure there are residents in other parts of town who will welcome it because it means housing currently occupied by students revert to occupation by families.

Cllr Ruth Williams added: “The only way to turn the tide is to build more purpose-built student housing, so we have to recognize that if we are to end the loss of family homes in Exeter it is what we need to do to provide purpose built housing. student accommodation. “

But Cllr Michael Mitchell expressed concern about the density of buildings, the scale of the current proposals and their impact on residents. He added: “This is a massive increase in the floor space and the number of students in the region and up to 1,200 additional beds, on top of what already exists on site. I am not convinced that for local residents this would not be overwhelming and blackout and it needs to be reduced to get my support.

The outlines of the proposals were approved by 10 votes to 1, although councilors called for further discussions on the impact of light pollution.

Planning officials said: “Given the recent number of student housing projects submitted at off-campus sites, the proposal for such a large number of beds in a sustainable location on campus should be welcomed. It is accepted that the proposed development quantum is substantial, however, the parameter plans are considered to effectively limit the level of development to an acceptable scale.

“The building heights proposed to accommodate this would have a considerable impact on the character and appearance of the area, however, it is an accepted planning practice that when development is considered acceptable in principle, the most use. effective terrain must be sought.

“Furthermore, the Passivhaus approach to the project is to be welcomed and accepted, in some cases it will dictate the orientation, form and design of the resulting buildings.”

The application will see:

  • Demolition of existing two- and three-story buildings at Clydesdale and Nash Halls and replaced with new student accommodation ranging in height from three to eight stories. These buildings will include ancillary services such as shops, ground floor cafes and yard landscaping with associated hard and soft landscaping.
  • The demolition of the existing service center and the replacement with student accommodation buildings varying in height from three to four floors, with a replacement of the estates service centers which will be located in the northeastern part of the university campus
  • The demolition of the existing dining hall building at Birks Grange and the construction of a new six-story student accommodation building, with social and amenity spaces on the ground floor.
  • Renovation of the existing AE accommodation block at Birks Grange to reach equivalent Passivhaus standards to include external modifications to the walls, windows and roof to include solar panels The demolition of the refectory removes the dining rooms from this part of the campus, resulting in the need for new kitchens in each apartment and therefore reducing the total number of units.

Source link

]]> 0
Finding accommodations for mental health in the workplace Sat, 29 May 2021 13:57:00 +0000

Before COVID-19 hit, I felt extremely stressed at work and pushed to my limits emotionally, to the point that I thought I might have an anxiety disorder. I have regularly experienced panic attacks, feelings of dread, and difficulty concentrating, but have never spoken to a healthcare professional. I have had anxiety about the virus itself and am juggling high pressure work while taking care of two young children who are in school on Zoom. I think my symptoms are worse now than before the pandemic. I worry about how I will readjust myself once I am asked to physically return to the office and how my anxiety will affect my performance. Do I have any options that could facilitate my return to work?


Thank you for writing to us on this important and personal matter. Certainly, the COVID-19 pandemic can be described as a global traumatic event that has created unique strains on many people while exacerbating pre-existing mental health issues. This is especially serious in working mothers like you who suffer from anxiety.

The general stress and anxiety that we all feel from time to time regarding work, family life and, yes, even the pandemic, is not a handicap under California law. However, anxiety disorders, depression and related mental health issues can constitute disabilities under the law. If your employer employs five or more people and you are considered a qualified disabled person under the Employment and Housing Equity Act (Labor Cal. To be a “qualified disabled person” you must meet skills, experience, education and work requirements and be able to perform the essential functions of your job with or without reasonable accommodation.

If it turns out that you have a mental health problem that affects your ability to perform your essential functions, it is important to notify your employer as soon as possible if you wish to explore the possibilities of adaptation in the workplace. of work. This should be written down whenever possible.

Once an employer receives the notice, the California Fair Employment and Housing Act requires the employer to engage in an interactive process with the employee to explore reasonable accommodations that would help the employee perform the duties. essential to his work. The keyword is “reasonable”. What is considered reasonable? After the year we just had, the answer is not as clear as it once was.

The most obvious change is the organization of working from home. Statewide regulations surrounding the COVID-19 pandemic have forced employers to experiment with work-from-home arrangements. Some businesses failed, some prospered, and others were simply fixed. Each work environment is unique and each employer has had to adapt to the pandemic in their own way. While accommodations for working from home may have been impractical in early 2020, they can now be seen as a more reasonable option if an employer were able to successfully adopt a work-from-home business model. Work-from-home options after the pandemic won’t be achievable for all businesses, however, and you shouldn’t assume that work-from-home accommodation is necessarily reasonable for your employer. Employers cannot be forced to extend accommodations that would cause their business undue hardship or significantly disrupt operations.

While working from home part time or full time may be an option, reasonable accommodation can take many other forms. It may take a few experiments before you and your employer decide on something that is best for you. Common accommodations for mental health issues may include flexible hours, intermittent time off allowing the employee to attend health appointments, frequent breaks, removal of distractions, a task reminder system, and / or a quieter working environment. While you can suggest reasonable accommodations specific to your situation during the interactive process, employers are not obligated to make all the accommodations you may suggest. It can often be more difficult to find workplace accommodations that work for both employer and employee when dealing with a mental health disability versus a physical one, so it is important to remain flexible and open-minded when engaging in interactivity. treat.

It’s also important to know that even if they don’t choose to do so, employers have the right to seek medical clearance from healthcare providers, which should indicate existing medical restrictions. This will help employers determine what accommodations they can and cannot reasonably accommodate. The interactive process is a two-way street and both parties must engage in good faith. If you find that your employer willfully ignores your requests for reasonable accommodation, refuses to engage in the interactive process, or creates unnecessary obstacles for you during the interactive process, contact a lawyer to fully understand your rights.

Christopher B. Dolan is the owner of the law firm Dolan, PC. Vanessa C. Deniston is a Senior Partner in our Oakland office. We serve clients throughout the San Francisco Bay Area and California from our offices in San Francisco, Oakland and Los Angeles. Email your questions and topics for future articles to:

Source link

]]> 0
Failure to withdraw Section 20 claims and accommodations: YXA v Wolverhampton City Council Fri, 28 May 2021 19:34:22 +0000

Since the start of the year, three decisions have been issued in favor of the defendants as to how the decision in N vs. Poole BC [2019] UKSC 25, [2020] AC 780 concerns negligence claims against social services. The decision of Deputy Master Bagot QC in HXA vs. Surrey CC [2021] EWHC 250 (QB) was the first, and was discussed in an article I wrote and circulated in February when the decision was made [link]. On Tuesday of this week, Lambert J delivered his long-awaited judgment in DFX vs. Coventry CC [2021] EWHC 1382 (QB), in which she rejected the claims of four siblings after a trial. His decision is discussed in an article by my colleague and my fellow lawyers N vs. Poole, Katie Ayres, posted earlier this week [link].

A common feature of the non-elimination of claims is that claimants were admitted by local authorities at some point in history under section 20 of the Children Act 1989. Article 20 sets out important duties and powers with regard to the accommodation of children for whom the local authority does not have parental responsibility by virtue of a custody order. In short:

– Under subsection (1), the local authority must take in a child in need “in his area” who needs accommodation and who has no person with parental responsibility for him, has been lost or abandoned, or whose guardian has been “prevented (whether permanently or not, and for whatever reason) from providing adequate housing or care”.

– Subsection (3) requires the provision of housing to a needy child over the age of 16 whose well-being “is at risk of being seriously compromised” if housing is not provided.

– Subsection (4) gives the power to provide accommodation to a child in their area “if they consider that this would safeguard or promote the welfare of the child”.

Between them, these arrangements translate into the provision of housing for children in a wide variety of circumstances. At one end of the scale, children may be housed where there is no concern about a parent’s ability to care for them, but there is a temporary family emergency, such as when the parent is hospitalized and there is no family member or friend to care for them. for the child temporarily. Section 20 is also the ultimate source of the power to provide regular respite care to parents who need a break from caring for their children (see also, in the case of children with disabilities, paragraph 6 of the ‘Annex 2). In many other cases, Article 20 has been used to care for children in the medium or even long term in agreement with their parents. Courts have often criticized the use of section 20 by local authorities in this way; instead, they are expected to take the case to court to consider whether a placement order should be granted: see, for example, In re N (Children) (Adoption: Jurisdiction) [2015] EWCA Civ 1112, [2017] AC 167, s. 157-171.

The crucial distinction between children accommodated under section 20 and those accommodated under a placement order is that of parental responsibility. When a child is housed under Article 20, subsections (7) and (8) make it clear that the parent, or any other person with parental responsibility, may object to continued care for the child. any time. On the other hand, a custody order confers parental responsibility on the local authority and allows it to restrict the exercise by the parents of their parental responsibility: article 33 (3).

In “ non-displacement ” cases where a child has been accommodated under Article 20, it is often argued that the accommodation of the child gives rise to a duty of care by way of care. liability, even if other measures are taken by the local authority. do not do it. The cases decided to date have not had to address this question, which was examined for the first time by Master Dagnall in his judgment rendered this Wednesday of this week in YXA vs. Wolverhampton CC [2021] EWHC 1444 (QB).

The applicant is a severely disabled young man who suffered from epilepsy and autism spectrum disorders. He was born in 2001 and until 2007 lived in the London Borough of Southwark, which was originally the first defendant on his claim but against whom the proceedings were dropped. In 2007 the family moved to Wolverhampton. An early assessment was carried out after information was received from Southwark. Concerns were expressed by a pediatrician about over-medication by parents; she thought the provider should be taken care of. Since April 2008, the board has provided regular respite care for one night every two weeks and one weekend every two months. There were concerns about the use of physical punishment and the use by the parents of a known sex offender to babysit children in his stead. In December 2009, the provider was taken over by the full-time council in agreement with the parents. A care order was issued the following year.

Mr. Dagnall recorded in paragraph 24 of his judgment the two ways in which the case was presented for the plaintiff. First, it relied on the general involvement of the local family authority as part of its child protection functions. Second, it was said that a duty of care arose out of the provision of accommodation to the applicant and that he should not have been returned to his parents’ care at the end of each period of accommodation.

After a detailed review of the case law in paragraphs 27-69 and considering the concurrent submissions of Mr. Justin Levinson for the Applicant at paragraphs 70-71 and myself for the Respondent at paragraph 72, the Captain provided a helpful summary of the middle ground. between the parties.

At para 75, he rejected the Applicant’s argument that the decision D v East Berkshire Community NHS Trust [2003] EWCA Civ 1151, [2004] The QB 558 had been specifically approved by the Supreme Court in N vs. Poole. This is a statement frequently made in the “ models’ ‘which form the basis of many of the details of the claim produced by claimants’ representatives in this area since the ruling in N vs. Poole. As the Master said, the assertion is quite contrary to what N vs. Poole decided himself.

At para 76 he stated that Barrett vs. Enfield LBC [2001] 2 The IC 550 did not justify a broader proposition than that according to which a duty of care arose out of the assumption of responsibility when making a care order. In this case, the parents had retained parental responsibility.

In paragraph 78, he stated that he did not accept that the fact that a child was “dependent” on the local authority had to be equated with factual trust for the purpose of creating accountability.

Given the arguments based on the general involvement of the local authority, the captain concluded at para 82 that there was nothing to distinguish this case from N vs. Poole. He condemned the reasoning of HHJ Roberts in Champion against Surrey CC [2020] not reported, on June 26 as “unsatisfactory” and approved the decision in HXA. In particular, he adopted Deputy Chief Bagot QC’s rejection of arguments that the board had increased the risk to the plaintiff, failed to control the wrongdoers and prevented others from protecting the plaintiff: para. 83-88 and 100-101.

He then wondered if providing respite care made a difference. It was noted that a certain duty of care was probably owed in relation to the provision of care to the applicant, including return mechanisms, such as ensuring that he returned home safely: paragraph 90. argument based on two alternative propositions:

– An obligation arose to consider care procedures when respite care was provided.

– An obligation arose to determine whether the child should be returned to the parents at the end of the period concerned.

In paragraphs 93 to 95, he rejected the first proposal. The provision of accommodation did not alter the fact that the manner in which the case was presented implied a failure to confer a benefit. He gave detailed reasons for this and concluded that the fact that there was a legal obligation to return the child to the parents upon request made the suggested obligation incompatible with the legal regime. The wording of the legislation was not sufficient to give rise to an obligation where it would not otherwise exist: para. 97.

With respect to the second way of presenting the case, he considered the analogy of returning a child to a burning building or to a parent who clearly posed an immediate danger to the child. These dramatic examples were not presumed to be present in this case. It cannot be argued that the council “created” the danger by returning the child to its parents. All he did was return the child, in accordance with the law, to his parents as he was required to do: para. 98 to 99.

Finally, he considered that the common law claim should be struck out even if there was a parallel claim under the Human Rights Act 1998: para 103.

He therefore concluded that the claim should be struck out: para. 104.

The whole of this long considered judgment deserves careful reading. It is an important contribution to case law in this area. It remains to be seen whether the claimant will seek to appeal the captain’s decision. The call in HXA is currently listed for decision on July 7 and it may be possible to list the two cases together. It is understood that a call is unlikely DXF, so that expungement cases offer the highest likelihood of further High Court decisions in the near future.

The full judgment is available here

Download a copy of this article in PDF format

Source link

]]> 0