Charity shop vandalised twice in one week Advertisement 31 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Howard Lake | 22 January 2004 | News Tagged with: Trading The Cancer Research UK shop in the High Street, Rushden, Northamptonshire, has been attacked by vandals twice in one weekThe attacks have cost the charity about £300. Shop manager Mandy Martin says that since she took over 18 months ago the cost of repairs and security measures in the face of vandalism has cost about £6,000. About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving.
RSF joins other NGOs in amicus brief in WhatsApp suit against NSO Group NSO Group hasn’t kept its promises on human rights, RSF and other NGOs say News Receive email alerts RSF_en November 18, 2013 – Updated on January 20, 2016 Two years in prison and 100,000-euro fine for trial tweets RSF joins Middle East and North Africa coalition to combat digital surveillance Help by sharing this information April 28, 2021 Find out more Reporters Without Borders deplores the two-year jail sentence and fine of 500,000 dirhams (100,000 euros) that an Emirati court passed today on cyber-activist Waleed Al-Shehhi because of his tweets about the trial of 94 dissidents (the “UAE 94”) during the first half of the year.Only carefully chosen national media were allowed to cover the UAE 94 trial, in which the defendants were accused of links with the Muslim Brotherhood. Neither foreign media nor foreign observers were allowed to attend. “We firmly condemn this verdict, which flouts the UAE’s international obligations.” Reporters Without Borders said. “The sentence is both disproportionate and absurd, and coincides with the start of the trial of another 30 persons with alleged Muslim Brotherhood links, to which again only the national media have access.“The authorities are trying to make an example out of Shehhi in order to dissuade Emirati citizens from posting any information about the latest trial that strays from the official line. We call for Shehhi’s immediate release, the quashing of his conviction and the repeal of the cyber-crime law.”Shehhi was arrested on 11 May under articles 28 and 29 of Federal Legal Decree No. 5/2012, a cyber-crime law adopted in late 2012 that bans the use of information technology for activities that endanger national security and defame the government. He is the second Emirati citizen to have been convicted under this law for posting information about the UAE 94 trial. Abdullah Al-Hadidi, a netizen arrested on 22 March, received a 10-month jail sentence that was upheld on appeal on 22 May. He was finally released on 1 November. Reporters Without Borders also deplores the news blackout imposed on the latest trial of 30 persons (20 Egyptians and 10 Emiratis) over their alleged links to the Muslim Brotherhood and their alleged attempts to overthrow the government.As with the UAE 94 trial, the authorities are censoring coverage by carefully choosing the reporters allowed to attend. Two hearings have already been held, on 5 and 12 November, and a third is scheduled for tomorrow.Reporters Without Borders calls for the immediate lifting of this news blackout, which constitutes a grave violation of freedom of information. News News Organisation June 8, 2021 Find out more United Arab EmiratesMiddle East – North Africa News to go further United Arab EmiratesMiddle East – North Africa Follow the news on United Arab Emirates December 23, 2020 Find out more
Man arrested in Derry on suspicion of drugs and criminal property offences released Another security alert in Derry Twitter Google+ Facebook Google+ PSNI and Gardai urged to investigate Adams’ claims he sheltered on-the-run suspect in Donegal For the second time in less than a week, Bishop Street in Derry is closed because of a bomb alert. This morning, a motorist reported a suspect device to a carpark attendant, who alerted the police. It’s the same car park in which a viable 50kg bomb was found on Sunday evening last.Police have cordoned off an area Bishop’s Gate and Society Street, as well as a section of the city walls.A number of buildings, including the courthouse, have been evacuated, with all court proceedings have been suspended until Monday. WhatsApp Dail hears questions over design, funding and operation of Mica redress scheme RELATED ARTICLESMORE FROM AUTHOR Dail to vote later on extending emergency Covid powers Pinterest Pinterest News Twitter HSE warns of ‘widespread cancellations’ of appointments next week Previous articleOld Letterkenny Garda Station number no longer validNext articleThose responsible for security alert are anti-Derry says Foyle MP News Highland WhatsApp By News Highland – April 1, 2011 Facebook Man arrested on suspicion of drugs and criminal property offences in Derry
Top StoriesSC Refuses To Entertain MP Judge’s Plea Against Probe Report In Sexual Harassment Allegations; Asks Him To Move HC Sanya Talwar25 Jun 2020 3:57 AMShare This – xThe Supreme Court on Thursday dismissed a plea challenging the report submitted by the Internal Committee inquiring into sexual harassment allegations against a Judicial Officer in the state of Madhya PradeshA bench of Justices Indira Banerjee & Surya Kant refused to entertain the plea which challenged the decision taken by the Internal Committee (IC) averring that the report was…Your free access to Live Law has expiredTo read the article, get a premium account.Your Subscription Supports Independent JournalismSubscription starts from ₹ 599+GST (For 6 Months)View PlansPremium account gives you:Unlimited access to Live Law Archives, Weekly/Monthly Digest, Exclusive Notifications, Comments.Reading experience of Ad Free Version, Petition Copies, Judgement/Order Copies.Subscribe NowAlready a subscriber?LoginThe Supreme Court on Thursday dismissed a plea challenging the report submitted by the Internal Committee inquiring into sexual harassment allegations against a Judicial Officer in the state of Madhya PradeshA bench of Justices Indira Banerjee & Surya Kant refused to entertain the plea which challenged the decision taken by the Internal Committee (IC) averring that the report was “arbitrary” and “illegal” in terms of section 10 of the Sexual Harassment of Women (Prevention, Prohibition & Redressal Act), 2013 (the Act).The court stated that the Petitioner could not have invoked Article 32 of the Constitution and that he should approach the High Court instead.The plea had been filed by a a Judicial Officer through Advocate Sachin Sharma holding the post of Principal District Judge, and 7th Senior Most in the list of District Judges who are in Super Time Scale (STS) Cadre of the Higher Judicial Services (HJS) of the State stating that the consequential issue of show cause notice by the IC is illegal.”….the entire action is visited with arbitrariness, malafide and in complete violation of the principles of natural justice by holding enquiry and or recording statements behind the back of the petitioner at different stages without participation of the petitioner… This is a classic case where the facts are speaking for themselves as to how the Gender Sensitisation Internal Complaint Committee (“GSICC” for short), completely negated the provisions of Section 10 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, (hereinafter referred to as “the Act” for short) by rejecting the Application for conciliation submitted by the complainant i.e. Complainant”The plea contends that the committee did not follow the procedures laid down in the Act and neither have the provisions of Gender Sensitisation And Sexual Harassment Of Women At The High Court of Madhya Pradesh And Its Subordinate Courts (Prevention, Prohibition And Redressal) Regulations, 2015 [“Regulations of 2015” for short] been complied with while conducting the inquiry process against the petitioner.Further to this, the plea contended that the report of the IC is unsustainable in law for gross violations of “principles of natural justice” which are an essential aspect of the Act and applicable regulations.”In the present case, it is submitted that principles of natural justice have been violated with impunity throughout both by the GSICC and also prior to that in the conduct of the inquiries. That the action is also unreasonable and arbitrary for the simple reason that the foundation of the action in holding a preliminary enquiry against the petitioner, as also the subsequent action of the GSICC in recording partial statement of the complainant both were done behind his back and in complete violation of “audi alteram partem” rule i.e. that no person can be condemned unheard or in other words that ‘Justice should not only been done but seen to be done” – Extract of pleaIn light of this, the petitioner had challenged the recommendation of the Committee to initiate de novo inquiry proceedings against the petitioner and consequent follow up action to initiate disciplinary enquiry against the petitioner.”The Writ Petition therefore, raises interalia fundamental questions regarding guarantee of service tenure, guarantee of personal liberty and reputation in service, right to lead dignified life with status and guarantee against unwanted, unreasonable and arbitrary action of holding repeated investigation by four different enquiries, on the same issue, against a senior member of Higher Judicial Service, in complete violation of Article 14, 15, 19 and 21 of the Constitution of India as would be clear from the facts set out herein after”Next Story
Top StoriesSC Takes Note Of “Appalling Situation” And Directs Centre To Fill Up Vacancies At NGT At The Earliest [Read Order] Nilashish Chaudhary23 July 2020 5:35 AMShare This – xTaking note of the “appalling situation” regarding vacancies in the National Green Tribunal (Western Zone) [NGT], the Supreme Court on Thursday directed the Centre to expedite steps to ensure that all vacancies are filled at the earliest. A 3-judge Bench, comprising of Justices AM Khanwilkar, Dinesh Maheshwari and Sanjiv Khanna, had been apprised of the fact that the Tribunal…Your free access to Live Law has expiredTo read the article, get a premium account.Your Subscription Supports Independent JournalismSubscription starts from ₹ 599+GST (For 6 Months)View PlansPremium account gives you:Unlimited access to Live Law Archives, Weekly/Monthly Digest, Exclusive Notifications, Comments.Reading experience of Ad Free Version, Petition Copies, Judgement/Order Copies.Subscribe NowAlready a subscriber?LoginTaking note of the “appalling situation” regarding vacancies in the National Green Tribunal (Western Zone) [NGT], the Supreme Court on Thursday directed the Centre to expedite steps to ensure that all vacancies are filled at the earliest. A 3-judge Bench, comprising of Justices AM Khanwilkar, Dinesh Maheshwari and Sanjiv Khanna, had been apprised of the fact that the Tribunal was functioning at a mere strength of 7 judges, as opposed to the minimum statutory requirement of 10 judges. “The Tribunal is presently functioning with the strength of only seven judges (one chairman, three judicial members and three technical members) despite the mandate of the Act to ensure that the minimum number of members shall not be less than 10 (ten). This is an appalling situation concerning the premier institution such as National Green Tribunal, which is required to deal with environmental issues. That cannot be countenanced.” Recorded Supreme Court It had been brought to the Apex Court’s notice, through a petition filed by the Bar Association of NGT (Western Zone), that there existed 14 vacancies in the Tribunal at the moment. Accepting this fact, the Centre assured Court that a notification to fill up 9 of these vacancies would be issued by the end of this month (July, 2020). “That, in our opinion, is not enough”, observed the Top Court and directed the Centre to issue notifications for all existing vacancies in one go. Notifications, clarified the Bench, must be issued for all “anticipated vacancies” as well, i.e- those offices which will see members retiring in the next 6 months. The Court further instructed the Centre to issue all such notifications within 10 days from the day of the Order, after which the process for selecting appropriate candidates must also be accelerated. “We deem it appropriate to direct the Union of India to notify all the existing vacancies at one go (of seven judicial members and seven technical members), including the anticipated vacancies likely to take place in the next six months. That notification be issued not later than 10 days from today and whereafter the process for selection/appointment be expedited.” Reads the operative part of the Order In furtherance of its concern regarding the functioning of the Tribunal, the Top Court decided to extend the tenure of the members presently holding office in NGT, and are due to retire shortly, and directed them to continue discharging their functions till the time candidates are appointed against the said vacancies. “Until the proposed selection process culminates with appointment order(s) of the concerned candidates against the existing vacancies, the members presently in office as on this date but are likely to retire shortly, shall continue to hold office in terms of this order and discharge their functions accordingly.” The Centre is to comply with these directions and report the same before the Court on the next date of hearing, August 13, 2020.Click Here To Download Order[Read Order] Subscribe to LiveLaw, enjoy Ad free version and other unlimited features, just INR 599 Click here to Subscribe. All payment options available.loading….Next Story
Previous Article Next Article Related posts:No related photos. Anycorporation setting up shop in a developing country will need to recruit locallabour. Liz Hall looks at HR’s role in what can be a challenging processWhenthe Edinburgh-based marine service company BUE Marine moved into Azerbaijan’scapital Baku to take advantage of its natural resources, it faced a catalogueof HR obstacles from nepotism and theft to low skills levels and deceitful CVs.Theoil industry supplier was forced to make concessions to nepotism by employingat least one government-recommended worker per boat. On-the-spot anti-theftsearches became a necessary part of working life and a company freebie of aweek’s supply of oranges was hidden away within two minutes by impoverishedstaff, recalls Linda Kennedy, group sourcing manager at international miningcompany Billiton and former personnel manager at BUE Marine.”Itwas a complete culture shock. Nepotism was even more of a problem than it hadbeen in Latin America and we saw many dubious qualifications, as you can buyanything there. We had to work very hard to build trust,” says Kennedy.Asnew business opportunities, cheaper labour and alternative sources ofspecialist staff lure growing numbers of companies to developing countries,particularly to Central and Eastern Europe (CEE), Latin America and Asia, HR’sskills are increasingly being put to the test. Since moving to Billiton, a FTSE100 company, Kennedy’s experiences in Latin America and China have served tofurther underline the HR challenges inherent in sourcing and retaining staff indeveloping countries. Oncea company has its sights on a merger, acquisition or joint venture, one of thefirst steps is to examine costs and analyse the local labour force. “Whencompanies want a foothold in a developing country, they need to research labourcosts, cultural differences, benefits, legal jurisdiction and how to hirepeople locally. “InChina, for example, they would need to sign contracts through one of twogovernment agencies: the China Interlattec International Corporation (CIIC) orthe Foreign Enterprise Service Corporation (FESCO),” says Alan Tsang,managing director for Asia for search and selection firm Norman Broadbent.In-depthanalyses of local labour issues often make for lucky escapes. Already ensconcedin Chile, Peru and Colombia, Billiton tendered for a Venezuelan aluminiumoperation in Puerto Ordaz in 1999. “We found recruitment run down, highlevels of theft, gross over-manning, higher production costs than anywhere inthe world,” says Kennedy. “The operation was heavily unionised andall pay amendments had to be agreed with the unions and government, who had notpaid its workers full wages for two years. We would have incurred this debt.Plus the existing skills levels were not very high.”Billitonhired Latin American search firm Heindric & Struggles to look at theviability of hiring a local manager to head up the project – ideally arepatriate with local knowledge and widened horizons. But the choice waslimited and it also envisaged difficulties recruiting a CFO. HR problemscombined with the country’s unstable economy persuaded Billiton to abandon theproject.HRis increasingly involved in the planning stages, but levels of involvementstill vary: “I do a lot of work in the banking field and HR tends to comein later. But if a company is thinking of setting up a factory, say, HR isdefinitely brought into the process much earlier on,” says PatrickAlexander, vice president for executive search and selection firm Korn/FerryInternational.Tappinginto expert local knowledge is essential when moving into new territory andmany companies choose to work with consultancies like PricewaterhouseCoopers,Korn/Ferry International or Arthur Andersen.Kennedykicks off any expansion into new territory by identifying which are the bestheadhunting firms to get the top people in place. She benchmarks againstcompetitors and builds up an extensive database of all companies used.”You cannot expect to be an expert overnight and as a big internationalcompany, the key is to identify a good, well-established partner to supportyou. Doing a major fact-finding mission is fine if you have the time, but whyreinvent the wheel?” says Kennedy. Proximityto the European Union, availability of talent and relatively stable economiesmake CEE the fastest-growing market for European and US companies, with LatinAmerica not far behind, according to Dr Richard Croucher, lecturer in HR atUK-based Cranfield School of Management. “Companies can draw on a highlyskilled labour force with high standards of numeracy, computational capacityand linguistic ability,” he says.JeanYves Alquier, partner for CEE in French HR consultancy Arthur Hunt, whoseclients include telecommunications firm Alcatel, Deutsche Bank and IT firmBull, says: “All the important factors for moving into new territory comeout positive in CEE, including Bulgaria and Romania, which are theleast-developed countries in the area. In all these countries, even small oneslike Slovakia and Slovenia, there are high-quality people in most specialties,particularly the scientific, technical and engineering sectors.”Butthe lack of exposure to capitalism or wealth in developing countries can mean alack of commercial awareness. Training and development for locals, combinedwith some use of expatriates is advisable. “Although the potential ofgeneral and finance managers is high, they need to be educated in Westernnotions of profit, costs, budgets and exports,” says Alquier.Internationallogistics and distribution firm DHL, telecommunications company Nokia and carmanufacturer Audi are among those who have flocked to Eastern Europeancountries such as Hungary. Mark Loades, HR director for DHL Hungary, says:”The skills base is extremely high in Hungary with good marketing, IT,financial and economics skills, but the commercial acumen is fairly limited.People are not used to closing sales quickly. We have to train and develop,which is exciting, as people are very open to this here.”DrCroucher warns: “Companies need to get behind the talk, as although peopleknow the words to say, such as empowerment, they are not particularlybusiness-minded. They also need to explore connections into local networks ofinfluence in a region where who you know is still very important and there arehigh levels of corruption.”Gatheringinformation in CEE can be tricky, which Korn/Ferry’s Alexander attributes toinformation having represented power under communism in the absence of a pricemechanism. But local government bodies or organisations such as thePolish-American Chamber of Commerce can provide information.DHL’sLoades warns that employment law can be a minefield in Eastern Europe:”You have to be very careful to follow the labour code, which is very pro-employee.There are challenges, but you have to be creative.” However, he says thatrecruitment processes in Eastern Europe are highly sophisticated, withassessment centres, psychometric centres, recruitment agencies and so on beingvery much part of the culture. DHL uses the Budapest office of London-basedsearch company Antal, consultancy Neuman International and on-line job boardMonster.com. When34,000-strong Billiton expanded into Beijing in China, Kennedy used localrecruitment and cross-cultural training firm Nicholson International. As thecompany was awarded a high-profile government grant, it was deluged with CVsfrom locals. An ex-Shell expatriate helped build local contacts – as networkingis vital in China. Kennedywas impressed with the availability of skilled staff in China and turnover hasbeen low, but says there have been problems juggling Chinese and Western waysof thinking: “It is easy to go too one way or the other and you need to beaware of the Chinese’s emphasis on face, honesty and integrity without beingafraid to do things for profit. Also you need to employ more public/employeerelations people than anywhere else in the world.”AlanTsang agrees it is essential for employers to take cultural differences intoaccount, particularly in Asia. “Chinese people think differently and localstaff tend to cluster together whispering rather than say they are unhappy.This makes it difficult to motivate people and managers have to understand theculture,” he says.Salesand marketing people, programmers and other IT people are readily available inChina, even away from the big cities. But Tsang warns that general managers,finance people, senior managers and CEOs are not so easy to find.Recruitmentof locals in China tends not to be done directly, but through the CIIC orFESCO. Labour costs are low – with workers in China earning a tenth of themonthly average of $1,000 earned in Hong Kong. However, employers should watchout for hidden costs – in China, staff receive 13 months’ pay and bonuses, forexample.Elsewherein Asia, India is attracting many companies (see case study) because of itspool of skilled, quality IT people. Companies are basing operations here, suchas software development and outsourced customer services and financial centres.Cranfield’sCroucher attributes Latin America’s main attractions as its location – near tothe US – and its cost-effective talent pool: “In Latin America, there arewell-qualified people in the legal and healthcare fields and there are thebenefits of cheap labour and a good location.”DespiteColombia’s rate of foreign investment being slowed by the current unfavourablesocio-economic situation, it still attracts multinational companies from theservice industry, telecommunications, high-technology and e-business, accordingto Patricia Arenas, HR manager at management consultancy Arthur AndersenColombia. Arenassays that the state of the economy has prompted many Colombians to flee back tothe provinces and many companies are widening their recruitment nets away fromthe five main cities of Bogota, Cali, Medellin, Cartagena and Baranquilla tosmaller towns such as Armenia. “The level of education in Colombia isparallel to that of the US and we have a lot of well-qualified people, many of whomcan be found in the provinces again,” says Arenas in Bogota. Arenascites the example of her former employer Nortel Networks, a high-techtelecommunications firm, which successfully branched out its search forelectronic engineers from Bogota to the fairly remote Popayan, best reached byplane. Neitherthe Middle East nor Africa holds the same attractions for companies as Europe,Asia and Latin America. But the number of multinationals making an aggressivebid for locals in the Middle East is growing. Kraft, Jacob Suchard, PepsiCo,Coca Cola and Nestle are among the newcomers to the area.”Multinationalsare realising we have a growing population, with more than 50% aged between 18and 25. But demand outstrips supply so packages have to be verycompetitive,” says Korn/Ferry Middle East consultant Raed Sater, formerhead of HR at Unilever.Companiessuch as Unilever, Proctor & Gamble and Citibank have been in the area formany years and invest heavily in the training and development of locals.”They offer graduates training, as the education system does not preparethem for business life, for sales, marketing or finance positions, so that is areal challenge. IT professionals are still brought in from the Indiansubcontinent, while Egyptians and Lebanese are brought in for salespositions,” says Metin Mitchell, managing vice president for the MiddleEast at Korn/Ferry International. Fornatural resources companies such as Billiton, which has a strong presence inJohannesburg, Africa is an important market. South Africa is a good source ofIT specialists, particularly software developers, according to Chris Neale,director for European development at myOyster, the global technologyrecruitment arm of the Barkers Norman Broadbent group.Butfactors such as HIV have taken their toll on the African economy and jobmarket, with previous projections for numbers of job seekers being reviewedbecause of the disastrous impact of the HIV/AIDs epidemic, according to theInternational Labour Office’s (ILO) World Employment 2001 report. “Lossesare disproportionately high among skilled, professional and managerial workers.The epidemic will not only reduce the stock of such workers, but also reducethe capacity to maintain future flows of trained people,” says the ILO’sreport.Tipsfor moving into developing countries–Link up with the best local recruitment experts.–Build contacts with other firms and the government.–Examine the local skill set.–Weigh up labour costs.–Consider cultural differences.–Look at employment law.–Create teams with locals and expatriates.–Be patient and open-minded.Emergingmarket factsMostpopular emerging markets:–Latin America: Brazil, Mexico and Argentina–Asia Pacific: China, Korea and Taiwan–Africa and the Middle East: South Africa–South Asia: India–CEE:Romania, Hungary, BulgariaKeyindustries for emerging markets:–Telecommunications–IT–Financial servicesCasestudy: Hewlett-PackardVenturinginto AsiaWhenHewlett-Packard (H-P) recently assessed India as a possible growth site forsoftware development, research and business services, its HR professionalsplayed a prominent role.”Ourapproach when looking at new business ventures such as India is for HR to playa very critical role in the assessment process,” says Mike Nichols, headof H-P’s global staffing and workforce programmes.Aswell as involving HR at an early stage, H-P usually works with a consultingfirm with local knowledge to help carry out the initial assessment. ArthurAndersen Consulting was the choice for upfront assessment in India. Theconsultancy has also been used throughout Latin America, which continues to bean important growth area for sales and marketing, along with Eastern Europe andSouth East Asia.”Theylook at economic and political stability, the regulatory and legal framework,the technology and power infrastructure, and last but most significantly, theavailability of the skill set,” says Nichols.Thelabour force assessment involves drawing up a skills profile of the country –in this case India, by looking at local universities, the types of degreeobtained and whether they produce quality graduates – and examining theavailability of experienced professionals. “We then put a map togethershowing other similar operations, competitors and those outside the main areas,and examined the main options in India,” he says.”Ifyou look at the quality technical skill set, it’s immense. Last year, not longafter establishing in India, we were easily able to recruit 500 softwareengineers,” claims Nichols.RecruitmentstrategiesTraditionaladvertising, agency recruitment and employee referral were the main recruitmentchannels in India. Setting up shop in India proved easy, helped by H-P’slong-standing sales and marketing presence. H-P plans to continue to invest inthe country, attracted by its stability.Establishingin Latin America, one of the fastest-growing regions, was more challenging.Nichols was formerly the director for HR for Latin America – covering Colombia,Peru and Chile. Whenever H-P moves into a new area, it sets up a core group ofmanagers on foreign assignment with the aim of transferring to locals withinthree to five years. “We have found it beneficial to have a local HRperson with knowledge of employee relations, benefits, negotiations and legalrequirements. Once the move is on the table, we try to blend HR in with theknowledge of the consultancy.”Butin Peru, transferring the core team to the locals proved very difficult.”Putting together a core team of recruiting nationals by advertisinglocally was not working because they do things by word of mouth in Peru. So ourstrategy had to be to build a physical presence in the high-tech communityfirst. It took longer than I’d like to admit to set up our core group – sixmonths as opposed to 60 to 90 days,” says Nichols. Comments are closed. Talent mapped outOn 1 Apr 2001 in Personnel Today
House hunters faced with restricted choice could soon find that they have significantly more homes to choose from as the result of a post-Election surge in homes for sale, according to Righmove.The property portal is forecasting a sharp rise in the volume of residential properties set to come onto the market in the coming weeks, now that the Election uncertainty is over.In the three months after the May 2010 Election, the number of properties coming to market rose by 17 per cent compared to the previous three-month period, Rightmove said.“This is an election-driven price stall which gives some buyers only short-term relief from the back-drop of a long-term housing shortage, and many estate agents are now reporting a resurgence in interest following the surprise election result,” said Miles Shipside (left), Rightmove Director and Housing Market Analyst.He pointed out that the threat of Labour’s proposed mansion tax on homes valued at £2million-plus had “put a brake on the market”, but believes that “their removal gives a reason for a rebound in activity and prices.”Mr Shipside added, “Buyers should note that there is often a surge of property supply after an Election, as those who have held off coming to market decide to take the plunge.“Many potential sellers have held back expecting a period of hung-parliament uncertainty, but they could now decide to catch the late spring market.”A general housing shortage has been identified as the main problem holding back the property market by property professionals surveyed by myhomemove, the conveyancing firm.Some 90 per cent of those surveyed believe the market is being held back and a shortage of stock was cited as the prominent cause. This also suggests that improved confidence from sellers in the wake of the decisive Election result could ensure increased stability and predictability that will deliver more confidence, pushing up the number of property sales.It is widely agreed that significantly more new homes need to be developed annually to help alleviate the chronic shortage of properties available, with 38 per cent of respondents stating that a target of building 200,000 new homes per year was achievable.The decisive election result could provide a confidence boost to consumers that will mean more properties are put on the market,” said Doug Crawford (right), CEO of myhomemove.“The main housing policies outlined by the new Conservative Government in its manifesto are, for the most part, popular within the industry. The question now is whether the Government can deliver on its promises and how quickly it can do so,” he added.General Election housing market post-Election homes for sale May 19, 2015The NegotiatorWhat’s your opinion? Cancel replyYou must be logged in to post a comment.Please note: This is a site for professional discussion. Comments will carry your full name and company.This site uses Akismet to reduce spam. Learn how your comment data is processed.Related articles Letting agent fined £11,500 over unlicenced rent-to-rent HMO3rd May 2021 BREAKING: Evictions paperwork must now include ‘breathing space’ scheme details30th April 2021 City dwellers most satisfied with where they live30th April 2021 Home » News » Housing Market » Post-Election housing market activity set to improve previous nextHousing MarketPost-Election housing market activity set to improveAgents are expecting housing market activity to pick up following a decisive outcome to the General Election.PROPERTYdrum19th May 20150460 Views
Sadiq Khan, the new London Mayor, says that his biggest priority is to build thousands more homes every year. “Our capital needs more than 50,000 new homes a year – yet Boris Johnson built barely half that number.” He also vows to create a living rent and improve the private rented sector in the Capital. This sounds good, most property professionals would agree… but is it possible?Miles Gibson, Head of UK Research, CBRE UK said, There are key areas, specifically housing planning, investment in infrastructure and ensuring London’s placemaking continues to be world class, which must be capitalised upon if it is to prove a successful term in office.“To date there has been little detail on how the new Mayor’s manifesto will be funded, in particular the infrastructure investment and proposed surface transport improvements. It’s the detail behind these numbers which is most eagerly anticipated by the property industry.”Adam Challis, Head of JLL Residential Research, said, “Sadiq Khan has said he will introduce a 50 per cent affordable housing target for new developments, and use mayoral planning powers to stop ‘buy-to-leave.’ He also vowed to stop homes being sold off in advance to foreign investors. In reality, however, there is little evidence of ‘buy to leave’ actually happening, and restricting demand is a quick way to compromise the viability and deliverability of new developments. The industry is already signed up to the mayor’s ‘London first’ concordat for sales, which commits to give Londoners first option on new homes in the capital and which we wholeheartedly support.“Sadiq has a number of other plans revolving around creating a living rent, setting up a not-for-profit lettings agency and introducing a landlord licensing scheme. All of these policies may be beneficial, but cost, process and regulatory challenges would pose hurdles to overcome.”Shane Ballard, Director at Greene & Co. says, “The Capital sorely needs real and achievable solutions to solve its housing crisis. His manifesto prioritises housing, but it’s an ambitious target given that over the past eight years, Boris Johnson only managed an average of 23,840 homes per year.“At the heart of Sadiq’s manifesto is a focus on affordable housing and, he is looking to ensure that 50 per cent of all new homes built are truly affordable. While this is a laudable aim, it will be difficult to achieve as it will directly affect the profits of housebuilders. As a result, we may find they adjust their business plans and opt instead to develop homes outside of the Capital, further impacting the London crisis.“It is my hope that when we review Sadiq Khan’s effectiveness in 2020 we find that his fresh approach has indeed solved our housing crisis, but at present the jury is well and truly out.”Andrew F. Reeves, Managing Director of central London estate agents, Andrew Reeves, says, “London’s Private Rented Sector would have benefitted more from Zac Goldsmith’s policies and approach, than from Sadiq Khan’s. Firstly, I expect the supply side to suffer should Mr Khan propose any form of ‘rent control’; the UK moved away from that nearly 30 years’ ago with the 1988 Housing Act. The resulting recovery of the sector, with thousands more rental properties becoming available, has been plain for all to see, and has helped to lift the burden of housing provision off the shoulders of local and national government – until now.“Should the number of available rental properties now begin to decline because investor landlords are frightened off by talk of rent controls, private sector rents will inevitably rise even further.“There are several other ways of solving the Capital’s ever-growing housing problem, but attacking private landlords is crazy and would be totally counter-productive.”The National Landlords Association (NLA) welcomed Sadiq with a challenge: To use just a fraction of his £17bn budget to help support London’s PRS.“Private landlords provide more than 860,000 homes for the people of London, working in the Capital on wages which are unlikely to ever allow them to buy. Without the private rented sector the public services and businesses could not fill their vacancies.Despite this we have seen little from this election campaign that demonstrates anything but disdain for private landlords and the homes they provide. We call upon Mr Khan to work with the NLA to achieve a targeted crackdown on criminal landlords.Criminals will not sign up to costs licensing schemes, the Mayor’s priority must be funding targeted enforcement programmes resulting in tangible benefits for local communities.CEO Richard Lambert (left) said, “The NLA welcomes the election of Sadiq Khan as Mayor of London and looks forward to meeting him to discuss the crisis facing many Londoners seeking affordable, high quality accommodation.”London Mayor Housing policy Sadiq Khan 2016-05-11The Negotiator Related articles Calls for ‘green belt’ to be explained to public29th April 2021 Young entrepreneur launches UK’s first ‘modern’ land buying and selling portal15th April 2021 Retail and pub re-openings sparked newbuild sales homes surge yesterday13th April 2021What’s your opinion? Cancel replyYou must be logged in to post a comment.Please note: This is a site for professional discussion. Comments will carry your full name and company.This site uses Akismet to reduce spam. Learn how your comment data is processed. Home » News » Land & New Homes » London Mayor’s Housing policy London Mayor’s Housing policy11th May 20160596 Views