Cultural Politics Sample Clauses

Cultural Politics. Class, Gender, Race and the Post- Modern World, Oxford: Xxxxxxxxx. Xxxxxx, X. et al. (2009) Networked politics: agency, power and governance. Nueva York: Cornell University Press. Xxxxxxxx, X.X. (1990) ‘The Anti-Politics of Identity’. Socialist Review, 20, pp. 67- 80. Xxxxx, X. y Xxxxxxxxx, X. (1991) `Policy Networks and Policy Analysis: Scrutinizing a New Analytical Toolbox' en Marin, B. y Xxxxxx, X. (eds) Policy Networks. Em- pirical Evidence and Theoretical Considerations, pp. 25-59. Frankfurt a.M./Boul- der: CO, Campus/Westview. Xxxxxxxxx, X. (2006) ‘Party Movements’ en Xxxx, X.X. x Xxxxxx, X., eds. Handbook of Party Politics, pp. 278-291. Londres: Sage Publications Ltd. Xxxxxxxxxx, X. (2010) ‘The Media Activism of Latin America’s Leftist Governments: Does Ideology Matter?’ GIGA Research Unit, Institute of Latin American Studies, No. 151. Xxxxxxxxxx, X. (2012) ‘The Media Politics of Latin America’s Leftist Governments’. Xxxxx, X. (2013) ‘Local Political Leadership: The Art of Circulating Political Capital’. Kliksberg, B. (1998) ‘Repensando el Estado para el desarrollo social: más allá de dog- mas y convencionalismos’. Reforma y Democracia, Vol. 008. Documento incluido dentro de la Biblioteca Digital de la Iniciativa Interamericana de Capital Social, Ética y Desarrollo – xxx.xxxx.xxx/xxxxx Xxxx, X. (2003) ‘Nongovernmental organizations as intermediaries for decentralization in Bolivia’. Environment and Planning C: Government and Policy, 21, pp. 317-331. Xxxx, X. y Xxxxxxxx, X. (2007) El bumerán Boliviano. La Paz, Bolivia: Plural Edito- res. Xxxxxxxx, X. (2011) El debate sobre el Control Social en Bolivia. Cochabamba, Xx- xxxxx: Centro de Estudios Aplicados a los Derechos Económicos Sociales y Cul- turales CEADESC. Xxxxxxxx, X. (2012) ‘Conflictos y desafíos políticos e institucionales del segundo go- bierno de Xxx Xxxxxxx’. Andamios, Boletín de Análisis y Perspectiva Política del Proyecto de Fortalecimiento Democrático de Organizaciones Políticas de Bolivia del PNUD, No. 6; Bolivia, Xxxxx-Octubre de 2012. Xxxxxxx, X. (2008) ‘Exploring the Concept of Governability’. Journal of Comparative Policy Analysis, 10 (2), pp. 171-190. Xxxxxxxx, X. (2004) ‘Movements and media: Selection processes and evolutionary dynamics in the public sphere’. Theory and Society, 33, pp. 367-391. Xxxxxxxx, X. (2001) Politics of the Vernacular. Nationalism, Multiculturalism and Citizenship. Oxford: Oxford. University Press.
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Cultural Politics. Some respondents had become involved in feminist activism through music or art and continued to pursue what they saw as cultural activism. So music was my way of finding out about lots of other things and so getting into bands like the Smiths and Xxxxxxxxx is one of the most famous vegetarians and so I’d find out a lot of stuff through being involved in, like, music and that is what kind of led me onto the whole kind of feminist activism around cultural involvement //…// And so there were bands that were having really positive messages. I didn’t know at the time that it was part of the Riot Grrrl movement. (Xxxxx) Riot Grrrl developed as a feminist response to the male-dominated music scene and took its inspiration from Punk and DIY activism (Monem 2007). Several respondents had become feminist activists through engagement with music or art that had a feminist message and continued to be involved in cultural politics. A lot of cultural stuff isn’t just cultural it’s creating kind of accessible routes in for people to discuss politics in a way which isn’t jargon, which isn’t that kind of like dergy Marxist, Leftist. It’s about creating, and this is totally was what was in my mind with Riot Grrrl, it gave you a new vocabulary and you could start to think through issues in your own way which I think as a young woman is really important because you feel like you are defining things for yourself even if you are perhaps not. (Roxy)
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Related to Cultural Politics

  • Health & Safety (a) The Employer and the Union agree that they mutually desire to maintain standards of safety and health in the Home, in order to prevent injury and illness and abide by the Occupational Health and Safety Act as amended from time to time. (b) A Joint Health and Safety Committee (JHSC) shall be constituted in accordance with the Act, which shall identify potential dangers, recommend means of improving the health and safety programs and obtaining information from the Employer or other persons respecting the identification of hazards and standards. The committee shall meet at least every three months or more frequently if the committee decides. The Employer agrees to accept as a member of its Joint Health and Safety Committee at least one (1) ONA representative selected or appointed by the Union from the Employer. Scheduled time spent in such meetings is to be considered time worked for which representative(s) shall be paid by the Employer at his or her regular or overtime rate. Minutes shall be taken of all meetings and copies shall be sent to the Committee members within two (2) weeks following the meeting, if possible. Minutes of the meetings shall be posted on the workplace health and safety bulletin board. (c) The Employer shall provide the time from work with pay and all related tuition costs and expenses necessary to certify the worker representative. Where an inspector makes an inspection of a workplace under the powers conferred upon him or her under the Occupational Health and Safety Act, the Employer shall afford a committee member representing workers the opportunity to accompany the inspector during his or her physical inspection of a workplace, or any part or parts thereof. Where a committee member is not available, the Employer shall afford a worker selected by a Union, because of knowledge, experience and training, to represent it, the opportunity to accompany the inspector during his or her physical inspection of a workplace, or any part or parts thereof. (d) Two (2) representatives of the Joint Health and Safety Committee, one (1) from management and one (1) from the employees, shall make monthly inspections of the work place and shall report to the health and safety committee the results of their inspection. The members of the Committee who represent the workers shall designate a member representing workers to inspect the workplace. Where possible that member shall be a certified member. The Employer shall provide the member with such information and assistance as the member may require for the purpose of carrying out an inspection of the workplace. Scheduled time spent in all such activities shall be considered as time worked. (e) The Joint Health and Safety Committee and the representatives thereof shall have access to Incident/Accident Report Form required in S.51, S.52 and S.53 of the Act and the annual summary of data from the WSIB relating to the number of work accident fatalities, the number of lost workday cases, the number of lost workdays, the number of non-fatal cases that required medical aid without lost workdays, the incidence of occupational injuries, and such other data as the WSIB may decide to disclose. It is understood and agreed that no information will be provided to the Committee which is confidential. This information shall be a standing item recorded in the minutes of each meeting. (f) The Union will use its best efforts to obtain the full co-operation of its membership in the compliance of all safety rules and practices. (g) The Employer will use its best efforts to make all affected direct care employees aware of residents who have serious infectious diseases. The nature of the disease need not be disclosed. Employees will be made aware of special procedures required of them to deal with these circumstances. The parties agree that all employees are aware of the requirement to practice universal precautions in all circumstances. (h) The parties further agree that suitable subjects for discussion at the Union-Management Committee and Joint Health and Safety Committee will include aggressive residents. The Employer will review with the Joint Health and Safety Committee written policies to address the management of violent behaviour. Such policies will include but not be limited to: i) Designing safe procedures for employees, ii) Providing training appropriate to these policies, iii) Reporting all incidents of workplace violence. (i) The Employer shall: i) Inform employees of any situation relating to their work which may endanger their health and safety, as soon as it learns of the said situation, ii) Inform employees regarding the risks relating to their work and provide training and supervision so that employees have the skills and knowledge necessary to safely perform the work assigned to them, When faced with occupational health and safety decisions, the Home will not await full scientific or absolute certainty before taking reasonable action(s) that reduces risk and protects employees. iii) Ensure that the applicable measures and procedures prescribed in the Occupational Health and Safety Act are carried out in the workplace. (j) A worker shall, i) Work in compliance with the provisions of the Occupational Health and Safety Act and the regulations, ii) Use or wear the equipment, protective devices or clothing that the worker's Employer requires to be used or worn, iii) Report to his or her Employer or supervisor the absence of or defect in any equipment or protective device of which the worker is aware and which may endanger himself, herself or another worker, and iv) Report to his or her Employer or supervisor any contravention of the Occupational Health and Safety Act or the regulations or the existence of any hazard of which he or she knows.

  • Cultural ceremonial leave may be taken as whole or part days off. Each day, or part thereof, shall be deducted from: a) the Employee's annual leave entitlements (where applicable); b) the Employee’s accrued long service leave entitlements, but in full days only; or c) accrued days off or time in lieu.

  • Data Portability Operator shall, at the request of the LEA, make Data available including Pupil Generated Content in a readily accessible format.

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