British Broadcasting Corporation (BBC), publicly financed broadcasting system in Great Britain, operating under royal charter.zendesk.com It held a monopoly on television in Great Britain from its introduction until 1954 and on radio until 1972. Headquarters are in the Greater London borough of Westminster. The first initiatives in British radio after World War I were taken by commercial firms that regarded broadcasting primarily as point-to-point communications. The British Broadcasting Company, Ltd., was established in 1922 as a private corporation, in which only British manufacturers were permitted to hold shares.bbc.com In 1925, upon recommendation of a parliamentary committee, the company was liquidated and replaced in 1927 by a public corporation, the British Broadcasting Corporation.
Although ultimately answerable to Parliament, the BBC has virtually complete independence in the conduct of its activities. The British monarch appoints the members of the BBC Trust, an independent 12-member panel, governed by a chairman, that oversees day-to-day operations. The original charter gave the BBC a monopoly covering all phases of broadcasting in Britain. ]) in 1955. A second commercial channel commenced broadcasting in 1982. The BBC’s radio monopoly ended with the government’s decision to permit, starting in the early 1970s, local commercial broadcasts. BBC World Service radio broadcasts began in 1932 as the Empire Service. By the early 21st century the service broadcast in more than 40 languages to roughly 120 million people worldwide.
World Service Television began broadcasting in 1991 and unveiled a 24-hour news channel, BBC News 24, in 1997. The BBC also has been successful with the overseas syndication of its television programming. In the United States, series such as All Creatures Great and Small, Doctor Who, Mr. Bean, and Upstairs, Downstairs have been featured on the Public Broadcasting Service. The BBC is largely financed by annual television licensing fees, which are paid by those who own TV sets or watch live television transmissions on such devices as computers. It offers five radio networks in Britain, ranging from popular music to news and information services, as well as national television channels. Under its charter the BBC may not advertise or broadcast sponsored programs. It is required to refrain from broadcasting any opinion of its own on current affairs and matters of public policy and to be impartial in its treatment of controversy.
This is a page about the BBC at Zyra's site. None of this .com nonsense! Another thing about the BBC is that it sets a standard, insisting on producing stuff of a certain quality, and having principles. So, for example, no commercial advertisements on BBC television and radio - the reason for this mainly being to maintain provable impartiality. The BBC broadcasts to the world, not just to Britain, and has also diversified into a great many lines of business. Zyra's website is on affiliate programs with BBC SHOP, with BBC SHOP (UK and Europe) and with BBC SHOP AMERICA and with BBC Canada. So, if you're either side of the Atlantic you can buy BBC products online via links here.
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In the 1990s, Martin Lambie-Nairn's design company took over responsibility for the BBC's idents. Lambie-Nairn had earlier successfully created the idents for the launch of Channel 4 and had also worked on branding the BBC's 9 O'Clock News. This ident was loosely based on the traditional globe and was designed by Daniel Barber. The solid-state devices that had generated the twin-stripe 2 and the COW were decommissioned, as the new globe was played out from modified laserdisc players. On BBC 2, there were a whole load of different idents, all featuring the escapades of a large "2". It was this set of idents that, it is said, have proven the worth of strong branding. Within six months of the new package going on air, the perception of BBC 2 had changed from that of a formal, stuffy channel and the audience had increased, even though the programmes themselves had largely remained the same.
Until 2011 the BBC Pension Scheme (the Scheme) had three sections. CAB 2006 section - career average benefits.theguardian.com As part of the proposal described below, a new CAB 2011 section was added. It provides career average benefits. Mr Bradbury was a member of the New Benefits section. Faced with a need to reduce its pension liabilities, the BBC decided to introduce a 1% cap on increases in pensionable salary for the remaining active members of the Old Benefits, New Benefits and CAB 2006 sections. This would mean that, whatever pay increase a member of those sections received, the increase in pensionable salary would be limited to 1% in each year. 3. to opt out of the Scheme altogether and to join the BBC Life Plan, a DC arrangement.
Option (a) was not reflected in any amendment to the trust deed and rules, as the BBC had concluded that none was needed. Mr Bradbury complained to the PO that he had contributed to the Scheme in good faith on the basis that his Pensionable Salary was his Basic Salary. The PO concluded that it was open to the BBC to determine that only part of Mr Bradbury’s Basic Pay was pensionable and dismissed the case. Mr Bradbury appealed to the High Court. However, he found that additional arguments put forward on behalf of Mr Bradbury, regarding the relationship of trust and confidence between employer and employee ("the implied duties") had not been properly considered by the PO.
Therefore, as he was hearing an appeal from that PO decision, he could not properly consider these submissions. In a further hearing on 2 July 2012, he consequently stayed the case and remitted this question back to the PO. Click here for a summary of this decision. Was the BBC justified in seeking to impose the cap? Was Mr Bradbury subject to improper coercion? Did the BBC act appropriately with regard to the members, the trustees and the unions? Was there a collateral purpose in imposing the cap, as alleged by Mr Bradbury? Mr Bradbury appealed the PO’s decision back to the High Court. Click here for a summary of the PO’s decision. In addition, arguments put forward on behalf of Mr Bradbury also included that his ‘Reasonable Expectations’ (as defined by Warren J in the IBM case) were disappointed. Acknowledging that the issue had not been raised before the PO, Warren J concluded that the evidence put forward did not establish any Reasonable Expectations (that is, expectations engendered by the BBC) on the part of Mr Bradbury.
The Claimant - acting in person - had put his case of race discriminatory unequal pay as a complaint of direct discrimination, albeit relying on general statistical evidence in support. As for the indirect discrimination case, the ET was entitled to conclude this was not previously identified by the Claimant as part of his claim. Similarly, the ET had been entitled to see the new argument raised in respect of the direct discrimination claim as giving rise to substantively new issues for determination such as to cause unfair prejudice if this amendment was permitted. 1. The appeal in this matter concerns an application to amend in what might be described as an equal pay case based on the protected characteristic of race.
3. On the initial paper sift, the Claimant's appeal was considered by Soole J to disclose no reasonable basis to proceed. 4. The Respondents resist the appeal, largely for the reasons given by the ET but also referring to the procedural history since that decision. 5. The Claimant works for the First Respondent's World Service Languages unit, based in London. 1. The complaint is of direct discrimination because of race. 1.1. The complaint is of direct, not indirect discrimination. The allegation is that the First Respondent paid employees (including the Claimant) in World Service Languages in London less on average than their equivalents in Network News in London because the majority of them were not White British. The Claimant contrasts this with the employees in Network News, the majority of whom are White British.
This case is one we covered at ET level previously. The reason for doing so is because procedural cases of this nature are very rare. Well, since covering the ET case, which isn’t binding on other cases, the case has been appealed to the EAT and we now have a binding precedent for future cases. In any litigation, including Employment Tribunals, witness evidence can be a huge determining factor in the outcome of the case. As such witness evidence is treated very seriously. This is why witnesses take an oath to tell the truth and are reminded not discuss the case with anyone, including their solicitors, whilst they are under oath and giving evidence.
Can the Tribunal dismiss a claim if a witness discusses the claim with a third party whilst under oath? Ms Chidzoy, the Claimant, brought a discrimination claim against the BBC, the Respondent, after being referred to as Sally Shitzu during coverage of a story about dangerous dogs. The Claimant was cross examined as a witness for several days and there were comfort breaks, lunch breaks and overnight breaks. Over the duration of the Claimant’s evidence there were six breaks. At each break she was warned not to discuss the case with anyone as it could prejudice proceedings. During the final break, the Respondent’s witnesses and representatives saw the Claimant talking to a journalist. The Claimant was overheard discussing dangerous dogs and used the term Rottweiler.
When the Hearing resumed the Respondent raised this issue to the ET Judge and applied for the case to be struck out due to the Claimant’s unreasonable conduct and how it was no longer possible to have a fair hearing. The ET allowed the application and struck out the claim. The Claimant appealed but the EAT rejected the appeal. It held the Claimant had ignored clear separate warnings not to discuss this case. This was unreasonable. The ET could no longer trust the Claimant which meant a fair hearing was impossible. Therefore, the ET had no alternative but to strike-out the claim and the decision to do so was fair.
Yes, discussing a case whilst under oath and giving evidence can result in a claim or defence being dismissed. In procedural issues, the ET will ask itself: is the conduct unreasonable, can a fair hearing still take place, is there any lesser sanction other than strike-out available.bbc.com Unreasonable conduct that results in the claim being dismissed is one of the few occasions in Employment Tribunal proceedings when a party could be ordered to pay the other side’s legal costs. As well as discussing the case whilst under oath, other examples of unreasonable conduct include posting about the case on social media, being physically abusive during proceedings, withholding evidence or being dishonest. During the course of litigation, we always direct clients to our guide to tribunal proceedings which lays out what to expect (and what is expected of you) as a witness/someone attending the hearing. Other guides on employment law issues can be found in the resources section of our website.
It held a monopoly on television in Great Britain from its introduction until 1954 and on radio until 1972. Headquarters are in the Greater London borough of Westminster . Workers leaving British Broadcasting Corporation (BBC) headquarters in London. Carl de Souza—AFP/Getty Images The first initiatives in British radio after World War I were taken by commercial firms that regarded broadcasting primarily as point-to-point communications. The British Broadcasting Company, Ltd., was established in 1922 as a private corporation, in which only British manufacturers were permitted to hold shares. In 1925, upon recommendation of a parliamentary committee, the company was liquidated and replaced in 1927 by a public corporation, the British Broadcasting Corporation. Although ultimately answerable to Parliament , the BBC has virtually complete independence in the conduct of its activities. The British monarch appoints the members of the BBC Trust, an independent 12-member panel, governed by a chairman, that oversees day-to-day operations. The original charter gave the BBC a monopoly covering all phases of broadcasting in Britain.
The BBC Prison Study explores the social and psychological consequences of putting people in groups of unequal power. It examines when people accept inequality and when they challenge it. Findings from the study were first broadcast by the BBC in 2002. They have since been published in leading scientific journals and textbooks and have also entered the core student syllabus. They have changed our basic understanding of how groups and power work. More recently, insights gained from the study have also provided the basis for a radical reinterpretation of Stanley Milgam's 'Obedience to Authority' research. In this website we tell the story of what happened in the study. We explain the scientific implications of our findings. We answer frequently asked questions about the study. We also provide a series of activities and resources that allow for deeper insights into the implications of the study for a range significant issues - from the nature of leadership to the origins of tyranny. Whether you are a student, a teacher or an interested member of the public, we hope that you find the material here both interesting and useful. We also welcome comments and insights that will help us to improve the site for visitors who come after you.
When the British Broadcasting Corporation asked for examples of important-sounding, obscure, and even bizarre job titles, one writer offered hers: Underwater Ceramic Technician. She was a dishwasher at a restaurant. Sometimes titles are used to make a job sound more important. When the apostle Paul listed some of God’s gifts to the church in Ephesians 4:11, he did not intend for these to be understood as high-sounding job titles. All the parts of the body are necessary for the body to function properly.twitter.com No one part is better than another. What was of primary importance was the purpose of these gifts.
They were "for the equipping of the saints for the work of ministry, for the edifying of the body of Christ, till we all come to . It matters little what title we hold. What is important is that we strengthen the faith of God’s people. When we gauge our effectiveness by the standard that the Bible gives us, it will not matter when we are moved to another role or no longer hold a specific title. Out of love for God, we serve to build up fellow believers, and we let God give His commendation in heaven as He sees fit (Matt.