Narratives and home: remembering an almost forgotten walk
- Authors: Bezuidenhout, Natasha Belinda
- Date: 2019
- Subjects: Home in literature , Home in art , Artists -- South Africa
- Language: English
- Type: text , Thesis , Masters , MFA
- Identifier: http://hdl.handle.net/10962/115039 , vital:34072
- Description: The title of my exhibition Bittersoet alludes to the self-exploratory nature of my practice, as I interrogate the personal memories associated with objects that characterise the relationship between myself and my mother (mamma). This supporting document, Narratives and Home: Remembering an almost forgotten walk, considers the key conceptual concerns informing my practice. In this mini-thesis, I address the question: ‘What is a home?’. Drawing from my own Fine Art Practice, I explore how home can be examined as a product of the imagination, rather than only as a physical place. I consider how ‘home’ is constructed as the primary objective within an ideological framework defined by history, memory and narrative. Engaging beyond the idea of ‘home’ as a fixed structure or place, I examine the idea of ‘home’ as something fluid that is negotiated and defined by the interaction between objects and language. It is concerned with dialectics of memory and narrative as they pertain directly to an experience of both searching for and reimagining home through metaphorical representations. In particular, I explore how home can be seen as equally familiar and unfamiliar, existing in-between, always changing, never fixed, rather in a constant state of flux. The concept of home is addressed in a dialogical process by using Afrikaans as my mother tongue, I narrate informal conversations between myself and my mother. These conversations transform and expand into hybrid words, memories and narratives to form a layered continuous dialogue between my practice and research. This notion relates to exploring oneself and the ‘fictions’ of the past. The self being fundamental to the individual comprehension of both ‘place’ and ‘space’.
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- Date Issued: 2019
These aesthetics are not new: Post-Internet conditions and their effect on contemporary ideas of representation in Painting
- Authors: Grecia, Callan
- Date: 2017
- Subjects: Art and the internet , Digital media -- Philosophy , Technology and the arts , Aesthetics , Painting -- Philosophy
- Language: English
- Type: Thesis , Masters , MFA
- Identifier: http://hdl.handle.net/10962/46333 , vital:25601
- Description: These Aesthetics Are Not New draws inspiration from the effect of digital technological progress on a consumer society. The Internet as a source of ubiquitous imagery reaffirms the idea that in a Post-Internet age there is nothing new, only conditions affected by a networked way of life. In this thesis I attempt to question contemporary ideas of representation and art making, specifically within the medium of oil paint, in a digitally consumed culture of instantaneous access. I interrogate the repetitive imagery that pervades our online experiences, and I speak about how I use my grasp of painterly knowledge and lexicon to replicate digital conditions in the real world to further cement my position that contemporary aesthetics, (digital, physical or both) are not new. I first introduce the reader to the idea of the Post-Internet, exploring the digital’s encroachment on our physical spaces and it’s relation to the politics of the medium of Oil Paint. I then address the concept of the Image-Object, and unpack this idea by comparing and contrasting emoji’s in relation to gestural mark making and the ascription of meaning through iconographic methods in Oil Painting. This culminates in an analysis of my physical practice in relation to these ideas, and concludes with my observations on the future of our ways of seeing, as affected by the Internet and technological progression.
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- Date Issued: 2017
Digital multimedia network with hierarchical parameter control protocol
- Authors: Gurdan, Robby , Foss, Richard
- Date: 2010
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/427083 , vital:72413 , https://patentimages.storage.googleapis.com/21/04/39/2266c533e05a46/US20100299421A1.pdf
- Description: The present invention relates to a digital multimedia network of apparatuses each comprising a control device, wherein a device parameter of an apparatus is controlled by sending a command message (CMD) to said control device of said apparatus containing a tree-structured hierarchical parameter address (HPA) which consists of parameter grouping identifiers each corresponding to a hierarchy level of a predetermined tree-structured parameter hierarchy used for addressing device parameters throughout said digital multimedia network.
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- Date Issued: 2010
Affirmative action in terms of the Empolyment Equity Act
- Authors: Mgcodo, Yolanda Thandile
- Date: 2004
- Subjects: Affirmative action programs -- Law and legislation -- South Africa , Discrimination in employment -- Law and legislation -- South Africa , South Africa. Employment Equity Act -- 1998
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: vital:11048 , http://hdl.handle.net/10948/356 , Affirmative action programs -- Law and legislation -- South Africa , Discrimination in employment -- Law and legislation -- South Africa , South Africa. Employment Equity Act -- 1998
- Description: The term affirmative action originated in the United States some 30 years ago to describe a process of liberating minority groups. The objective of affirmative action within an organisational context, is to democratise the workplace by enabling members of previously disadvantaged groups to progress higher up the ranks of the corporate world. The affirmative action drive only took off in South Africa when it became part of the democratisation process and the focus was directed towards liberating the historically disadvantaged black majority. Prior to 1994, the reasons for implementing affirmative action programmes were largely political because of the race-based discrimination. Historically disadvantaged people were a minority in senior positions, the reason being that although the blacks were given a chance to compete with their white counterparts, due to their poor education standards and lack of experience only a few was appointed. The Employment Equity Act 55 of 1998 aims to correct the demographic imbalances in the nation’s workforce by compelling employers to remove barriers to advancement of blacks, coloureds, Indians, women and disabled, and actively to advance them in all categories of employment by affirmative action. The Employment Equity Act consists of two main sections. The first replaces and refines the prohibition on unfair discrimination in item 2(1)(a) of Schedule 7 of the Labour Relations Act. The second aspect deals with imposing a duty to the employers to adopt affirmative action programmes. The Employment Equity Act places a positive obligation on all employers “to promote equal opportunity in the workplace by eliminating unfair discrimination in any employment policy or practice”. Where unfair discrimination is alleged, the onus of proving that discrimination is fair, or practice is not discriminatory at all, rests upon the employer. Disputes about unfair discrimination must be referred to the CCMA, and if not settled by conciliation, to the Labour Court, which has the power to order compensation or the payment iv of damages, or to direct the employer to take steps to prevent the same unfair discrimination or similar practice occurring in the future in respect of other employees. The second section of the Employment Equity Act deals with the imposition of the duty to designated employers to adopt affirmative action programmes. All employers with more than 50 employees, or which have annual turnovers equal to or above the annual turnovers for small businesses of their class, municipalities, organs of state, and those designated as such by collective agreement, must implement affirmative action measures for people from designated groups. This entails consulting with employers, conducting an analysis of employment policies, practices, procedures and the working environment to identify barriers, drawing up employment equity plans and reporting thereafter to the Director-General of the Department of Labour on progress made in implementing the plan. Any employee may bring alleged contraventions of the Act to the attention of the employer, another employee, or any trade union, workplace forum, labour inspector or the Director- General of the Employment Equity Commission. Labour inspectors appointed under the Basic Conditions of Employment Act may enter and inspect employer’s properties and documents, and are responsible for ensuring that the employer has consulted with employees as required, conducted the pre-equity plan analysis prepared its plan and is implementing it, submitted and published its reports, set up the necessary managerial infrastructure, and informed its employees of progress. Should employers be found not to have complied with these requirements, labour inspectors must request a written undertaking that they will do so. If an employer fails to give such an undertaking, the labour inspector can issue a compliance order setting out inter alia what steps the employer must take and when, and the maximum fine, if any, that can be imposed if the employer fails to comply. If the employer does not pay attention to the compliance order within the prescribed period, the Director-General may apply to have it made an order of the Labour Court. The Director-General may also conduct independent ad hoc reviews of selected designated employers. Failure by an employer to comply with the provision of the Act lead to the employer being liable for the contravention of the Act.
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- Date Issued: 2004
The consultation and other requirements of dismissal for operational reasons
- Authors: Dyakala, Maynard
- Date: 2004
- Subjects: Downsizing of organizations -- South Africa , Labor laws and legislation -- South Africa
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: vital:11040 , http://hdl.handle.net/10948/344 , Downsizing of organizations -- South Africa , Labor laws and legislation -- South Africa
- Description: Our employment law which originates from the common principles has in recent years undergone significant changes. Under common law the employers and employees capacity to regulate their relationship has always been limited. The recommendations of the Wiehahn Commission introduced amendments to the Labour Relations Act of 1956. The introduction of the unfair labour practice concept and the establishment of the Industrial Court was a direct consequence of the recommendation of the Wiehahn Commission. The Industrial Court together with the higher courts developed new principles regarding unfair labour practices. In the process, a wealth of unfair labour practice jurisprudence was developed by these courts. However, the unfair labour practice definition did not include dismissals. The coming into power of the democratic government played an important role in transforming our labour law system. After the Labour Relations Act 66 of 1995 was implemented on 11 November 1996, the old Labour Relations Act of 1956 was repealed. The law on retrenchment forms an integral part of our law of dismissals. The South African labour market has in the past years been characterised by restructuring and consequently retrenchment of employees. In most cases, employer’s decisions to retrench were challenged by the employees and unions in our courts. Section 189 of the Labour Relations Act of 1995 stipulates procedures to be followed by an employer when contemplating dismissal of one or more employees for reasons based on operational requirements. The employer does not only have to follow the procedures set out in section 189 to render dismissals for operational reasons fair, but there must also be a valid reason to dismiss. The courts have always not been willing to second-guess the employer’s decision to retrench provided that the decision is made in good faith. Whilst section 189 deals with small-scale retrenchments, section 189A applies to large-scale retrenchments. These are employers who employ more than 50 employees and who contemplate retrenchment of more than the number of employees provided for in section 189(1)(a) or (b). Section 189A also introduced a facilitation process to be conducted in terms of regulations made by the Minister of Labour. The amendments to section 189 should be seen as an attempt to tighten the procedural aspect of retrenchments. The new law on retrenchments is a product of tough negotiations between the social partners at NEDLAC in which compromises were reached. There are still certain areas of concern to both labour and business. In those areas in which uncertainty still exists, the courts will be required to provide some guidance.
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- Date Issued: 2004
SACTWU Memo
- Authors: SACTWU
- Date: Feb 1995
- Subjects: SACTWU
- Language: English
- Type: text
- Identifier: http://hdl.handle.net/10962/116983 , vital:34464
- Description: In July 1994 the Cabinet approved the appointment of a Ministerial Legal Task Team to overhaul the laws regulating labour relations and to prepare a negotiating document-in draft Bill form to initiate a process of public discussion and negotiation by organized labour and business and other interested parties. Its brief was to draft a Labour Relations Bill which would give effect to government policy as reflected in the Reconstruction and Development Programme (RDP);. give effect to public statements and decisions of the President and the Minister of Labour, which commit the government to International Labour Organisation (ILO) Conventions 87, 98 and 111, among others, and the findings of the ILO’s Fact Finding and Conciliation Commission (FFCC); comply with the Constitution; be simple and, wherever possible, written in a language that the users of the legislation, namely workers and employers, could ^understand, and provide procedures that workers and employers were able to use themselves; be certain and, wherever possible, spell out the rights and obligations of workers, trade unions, employers, and employers’ organizations so as to avoid a case-by-case determination of what constitutes fair labour practices; contain a recognition of fundamental organizational rights of trade unions; provide a simple procedure for the certification of trade .unions and employers’ organizations and for the regulation of specific aspects of these organizations in order to ensure democratic practices and proper financial control; promote and facilitate collective bargaining in the workplace; promote and facilitate collective bargaining at industry level.
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- Date Issued: Feb 1995
Rhodes University Graduation Ceremony 1994
- Authors: Rhodes University
- Date: 1994
- Language: English
- Type: text
- Identifier: vital:8128 , http://hdl.handle.net/10962/d1006753
- Description: Rhodes University Graduation Ceremonies Friday, 8 April 1994 at 10:30 a.m. [and] 08:15 p.m. [and] Saturday, 9 April 1994 at 10:30 a.m. in the 1820 Settlers National Monument. , Rhodes University East London Graduation Ceremony Saturday, 14 May 1994 at 11.00 a.m. in the Guild Theatre.
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- Date Issued: 1994