HOPE Program: 10 Years Later


first_img Related Articles The Best Markets For Residential Property Investors 2 days ago Servicers Navigate the Post-Pandemic World 2 days ago Sign up for DS News Daily October 9, 2017 1,602 Views HOPE Program 2017-10-09 Brianna Gilpin Governmental Measures Target Expanded Access to Affordable Housing 2 days ago Home / Daily Dose / HOPE Program: 10 Years Later Servicers Navigate the Post-Pandemic World 2 days ago The Best Markets For Residential Property Investors 2 days ago Share Save Data Provider Black Knight to Acquire Top of Mind 2 days ago Tagged with: HOPE Program  Print This Postcenter_img Data Provider Black Knight to Acquire Top of Mind 2 days ago About Author: Brianna Gilpin Photograph by John Vicory Courtesy of Seattle Magazine.The neighborhood of High Point, which lies on the southeast edge of West Seattle, looks to be a quaint, well-designed neighborhood at first glance, but 10 years ago, it was the product of the Clinton administrations HOPE IV program, aimed to remove the stigma associated with public housing projects.After the community’s development in World War II, the neighborhood was converted into low-income housing. By the 1970s, it had attracted enough gang activity that gunfire was considered normal. By 2000, the federal government pledged $35 million in HOPE VI program dollars to redevelop, demolishing all 716 units to rebuild to what it is today.High Point’s residents include everything from seniors living on Social Security to upper-middle-class homeowners, with approximately half of the 1,500 units devoted to low-income and a half for rent or sale at standard market rates. With the experiment being labeled as a success, High Point Master Planner Brian Sullivan said their new development, Yesler Terrace, will reflect many of the same principals as High Point.“The new Yesler Terrace, which is being built under a HOPE VI successor program called Choice Neighborhoods, will be denser than High Point, include about 3,500 units of market-rate housing (compared to High Point’s 800), and have 88,000 square feet of retail space and 900,000 square feet of office space when redevelopment is completed in about a decade,” the Seattle Magazine report said.Initially, the concern at High Point was whether the homes would keep their value, but according to Zillow data, High Point’s home values have risen, with some homes priced at $575,000.“Instead of putting all the low-income people over there and all the people buying houses over here, we consciously mixed them up,” Sullivan said to Seattle Magazine. “When you have people in different stages of their life and at different income levels living side by side, that helps toward a better understanding, rather than having this prejudice about low-income people.” Previous: Getting Involved and Staying Relevant in the Mortgage Industry Next: CIT Group Sells Reverse Mortgage Operation The Week Ahead: Nearing the Forbearance Exit 2 days ago Brianna Gilpin, Online Editor for MReport and DS News, is a graduate of Texas A&M University where she received her B.A. in Telecommunication Media Studies. Gilpin previously worked at Hearst Media, one of the nation’s leading diversified media and information services companies. To contact Gilpin, email [email protected] in Daily Dose, Featured, Government, Headlines, News Governmental Measures Target Expanded Access to Affordable Housing 2 days ago HOPE Program: 10 Years Later Subscribe Demand Propels Home Prices Upward 2 days ago Demand Propels Home Prices Upward 2 days agolast_img read more

Pressure to perform


first_imgRelated posts:No related photos. Comments are closed. Previous Article Next Article Pressure to performOn 1 Apr 2002 in Personnel Today Stress can be a difficult topic to deal with effectively despite the recentguidance from the Court of Appeal. Jonathan Maude outlines the right proceduresfor achieving a fair resolution for all concernedNon-disclosurePeter applies for a position as manager at Logg & Co, a freightlogistics company. Logg & Co anticipates winning a contract that is likelyto increase the work coming into its depot by 50 per cent and has decided torecruit someone to perform the managerial function at a local level. Peter’sapplication form and CV show he has a fair amount of experience. The answers hegives on the medical questionnaire do not disclose any significant medicalcondition. In fact, he has suffered from stress-related illness in the past.Following interview it is decided to offer him the position as it appears hewill need minimal guidance in undertaking the role. Is it wise to offer him thejob without further medical investigation or discussion? Jonathan Maude comments : Logg & Co has considered Peter’sapplication on the basis of his experience and his interview. In addition,Peter has completed a medical questionnaire that does not highlight anypre-existing issues that should concern HR. On 5 February 2002 the Court of Appeal, in the decision of Hatton vSutherland and others, considered four cases on appeal from four separatecounty courts. Each concerned awards of damages against employers after thelitigants concerned had stopped working due to stress-induced psychiatricillness. In essence, for the employer to be liable for negligence, the employeeneeds to show that the employer has breached a duty of care that it owes toemployees by allowing a practice to continue when it was reasonably foreseeableit would cause injury. The employer is obliged to provide a safe system ofwork; this amounts to an obligation to provide reasonable support to theemployee to perform his or her duties in a way that will avoid causingpsychological injury. This recent decision follows a number of cases in which employers have beenheld liable for psychiatric injury since the landmark case of Walker vNorthumberland County Council [1995] 1 All ER 737. The Court of Appeal used theHatton decision to give useful “practical propositions” that areintended to enable courts to consider claims in the future. One such “practicalproposition” is that an employer is entitled to take the informationbefore it at face value and is not required to investigate any medical issuesfurther unless it is put on notice that there is an issue that warrants furtherinvestigation. Logg & Co is therefore entitled to rely on the informationgiven by Peter. If Peter had disclosed he had suffered from stress-related illness, it wouldhave been necessary for HR to consider obtaining further details about thecircumstances that caused it. It would also have needed to ascertain whetherthere were steps it should take to reduce the possibility that Peter wouldsuffer a recurrence. This would also go some way to discharging any duty tomake reasonable adjustments that Logg & Co may owe to Peter under theDisability Discrimination Act 1995. AbsenteeismPeter has been in his job for six months. He has not complained to Logg& Co about any work-related stress, but there has been a noticeableincrease in his intermittent sickness absences during the past two months.Peter has now informed Logg & Co that he will be absent for two weekshaving been certified as suffering from stress-related depression by hisdoctor. What action should HR take? JM comments: HR will need to meet with Peter to discuss the absenceand the reasons for it. It would also be advantageous to obtain independentmedical evidence as to his condition and to consider steps the company mighttake when he returns to his position to alleviate factors that may beattributing to the condition. The important point to bear in mind is that Logg & Co will only beliable for breaching the duty to provide a safe system of work if the companycan be shown to have caused or materially contributed to any harm suffered byPeter. The Court of Appeal in Hatton suggested that if Logg & Co can show ithas taken steps to avoid breaching its duty it is unlikely to be found to havebreached it. If HR obtains independent medical advice about Peter’s problems and offerscounselling or other assistance, the company is unlikely to be found to beacting in breach of its duty. It must ensure that its contractual documentationprovides Logg & Co with the right to request independent medical advice ona specific employee. Clearly, if Peter refused to co-operate with any suchexamination it would not assist him in any subsequent claim brought againstLogg & Co. Other issues HR may need to discuss with Peter include the redistribution ofduties or demotion. Logg & Co will not be in breach of its duty if Peterwants to stay in the job rather than face demotion even if he subsequentlysuffers from illness through the pressures of the job. This is one of the majorissues to have come out of the Hatton decision: both employer and employee bearthe risk, so the employee needs to decide whether to risk any psychologicalbreakdown by staying in the job or consider dismissal or demotion. If Logg & Co took the view that a redistribution of duties or demotionwas not appropriate, it might be in a position to consider dismissal as thecourt would consider the size and scope of Logg & Co’s operation, togetherwith the demands faced by the company, to decide what is reasonable. Again, this is an interesting point to come out of the Hatton decision, asthe court considered practical issues that may benefit smaller employers.Previously, the courts have not been particularly sympathetic to arguments thatcost or lack of resources prohibited making certain adjustments. Reduced roleThe medical examination and discussions with Peter reveal that in hisprevious job he suffered from occupational stress and that he eventually lefthis former employer as a result of it. Logg & Co decides that as the volumeof work from the new contract is not as great as it originally anticipated,some of the managerial responsibilities will be run centrally and Peter willreturn to a non-managerial position. What are the issues HR now needs to consider? JM comments: It is for Logg & Co and Peter to agree his return toa non-managerial position. HR needs to be aware that it cannot simply imposechanges unless it has the contractual right to do so. As a result, it would besensible to ensure all discussions about Peter’s return are noted and anychange in status is agreed, in writing, with Peter. This will amount to a variation to Peter’s contract of employment and Logg& Co will not simply be able to allege, in defending a constructivedismissal claim for example, that it was acting in Peter’s best interests andin a way so as not to breach the duty of care it owed him. Logg & Co is now aware of the previous condition and that Peter did notdisclose it. Despite the fact it may be in a position to take action as aresult of this non-disclosure, it is aware of the condition and, accordingly,will need to ensure regular discussions take place with Peter to monitor hisprogress. If it becomes apparent that Peter is unable to undertake even the reducedrole then Logg & Co will need to consider alternatives with him and thismay include terminating his employment. If it does take the step of terminating the contract of employment, subjectto obligations that it may owe in connection with unfair dismissal rights andpossibly claims under the Disability Discrimination Act 1995, it is unlikely tobe found to be in breach of the duty of care. If Peter was successful in any claim against Logg & Co, the Court ofAppeal has indicated that any damages would take account of the pre-existingdisorder or vulnerability and of the possibility that Peter would havesuccumbed to a stress-related order in any event. In addition, Logg & Co would only pay for the proportion of harmsuffered as a direct result of its wrongdoing. In this event, the level ofcompensation should be reduced fairly dramatically. Jonathan Maude is a partner in Manches Employment PracticeKey points– The employer is obliged to providea safe system of work; this amounts to an obligation to provide reasonablesupport to the employee to perform his or her duties in a way that will avoidpsychological injury.– If an employee wishes to stay in a stressful job, bothemployer and employee bear the risk, so the employee needs to decide whether torisk any psychological breakdown by staying in the job or consider dismissal ordemotion.– If a person is unable to undertake even a reduced role andthe company takes the step of terminating the contract of employment, subjectto obligations that it may owe in connection with unfair dismissal rights andpossibly claims under the Disability Discrimination Act 1995, it is unlikely tobe found to be in breach of its duty of care.– In the event of a claim for constructive dismissal, damageswould take account of the pre-existing disorder or vulnerability and of thepossibility a person would have succumbed to a stress-related order in anyevent.last_img read more

3 helpful workplace distractions


first_img 6SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,John Pettit John Pettit is the Managing Editor for CUInsight.com. John manages the content on the site, including current news, editorial, press releases, jobs and events. He keeps the credit union … Web: www.cuinsight.com Details Every office is different. Some are super relaxed and some are very intense. In every office, there are distractions. But are these always bad? I dare say that some distractions can actually be good for a more relaxed culture. Here are three distractions that may not be as harmful as they once seemed…Smart devices: At one point, cell phones were really frowned upon in the workplace. But these days, with access to mobile apps, your employees are actually more connected to their job when they have their phone in their hand. If an employee leaves their desk for a few minutes, they can still stay connected to their email inbox. If you send a message to a colleague through a collaborative app like Slack or Workplace, they can stay within reach even if they’re away on a coffee run.Water cooler convos: You don’t want your employees spending half their day engaged in gossip, but a casual conversation at the water cooler can help your team engage each other and build stronger workplace relationships. While the convo might start off focusing on weekend plans, it’s probably just as likely to turn its focus to things happening in the workplace. Stronger work relationships can lead to better collaboration and cooperation.Ping-pong and pets: Not all offices are pet friendly, and not all offices have space for a ping-pong table. The point here is that your office can find something that will bring your employees joy. A happy workplace is a stress-free workplace and that’s great for morale and productivity.last_img read more

Traffic stop leads to multiple drug related charges


first_imgGreensburg, IN —A Greensburg woman was arrested recently on allegations of Possession of Methamphetamine, Obstruction of Justice, Possession of Marijuana, and Possession of Paraphernalia during a traffic stop. On February 28, Officers with the Greensburg Police Department initiated a traffic stop after an alleged infraction was observed.  During the stop, the officer began to develop information from the driver that led to a narcotics investigation.  The officer alleges to have found narcotics along with paraphernalia during a search.  A passenger, Susan Moore, 53, of Greensburg was then taken into custody and transported to the Decatur County Jail.  During the intake process at the jail, it was learned that Moore swallowed a bag that is alleged to have contained methamphetamine.last_img read more

Hughes gunning for Conor triumph


first_img With only two wins for the Emerald Isle in 20 years, it is one of only a handful of races at the Cheltenham Festival that Irish trainers have struggled to dominate. However, following an impressive victory over the previously unbeaten Diakali, Our Conor is sharing favouritism with most bookmakers along with Nicky Henderson’s Rolling Star. Dessie Hughes is hoping to improve Ireland’s record in the JCB Triumph Hurdle with the impressive Our Conor. “He has been brilliant from the first day he schooled over hurdles,” Hughes told the Daily Telegraph. “He coughed in December, which is why he missed running over Christmas. But he has done very well since his last win. I couldn’t be happier. “I’ve had Our Conor all the way through. He was rated mid-80s on the Flat and won a couple of races, but he was always destined for jumping. He schooled before he even ran on the Flat. “It’s hard to buy a good jumper off the Flat these days. Anything half-decent costs a fortune, so we decided to find one to race on the Flat ourselves, and we’ve been lucky to find Our Conor.” center_img Press Associationlast_img read more