규둥규둥의 이글루 - あ~, ゴロゴロしたいなあ

御物の怪などいとがましういふほどに、長保二年十二月十五日の夜になりぬ。內にも聞しめしてければ、いかにいかにとある御使しきりなり。かかるほどに御子生れたまへり。女におはしますを口惜しけれど、さはれ平らかにおはしますを勝ることなく思ひて、今は後の御事になりぬ。額をつき、騒ぎ、よろづに御誦経とり(독경)出でさせたまふに、御湯などまるらするにきこしめし入るるやうにもあらねば、皆人あわてまどふをかしこきことにするほどに、いととしうなりぬれば、なほいといとおぼつかなし。＂御殿油近う持て來＂とて、帥殿御顔を見たてまつりたまふに、むげになき御氣色なり。あさましくてかい探りたてまつりたまへば、やがて冷えさせたまひにけり。

あないみじと惑ふほどに、僧たちさまよひ、なほ御誦経しきりにて、內にも外にもいとど額をつきののしれど、何のかひもなくてやませたまひぬれば、帥殿は抱きたてまつらせたまひて、聲も惜しまず泣きたまふ。さるべきなれど、さのみ言ひてやはとて、若宮をば抱きはなちきこえさせて、かき臥せたてまつりつ。＂日ごろものをいと心細しと思ほしめしたりつる御氣色もいかにと見たてまつりつれど、いとかくまでは思ひきこえさせじゃりつる。命長きは憂きことにこそありけれ＂とて、＂いかで御供に參りなん＂とのみ、中納言殿も帥殿も泣きたまふ。姬宮、若宮など、みな異方に渡したてまつるにつけても、ゆゆしう心憂し。この殿ばらの御をりに宮の內の人の淚は尽き果てにしかど、残り多かるものなりけりと見えたり。

　內にも聞しめして、あはれ、いかにものを思しつらむ、げにあるべくもあらず思ほしたりし御有樣をと、あはれに悲しう思しめさる。宮たちいと幼きさまにて、いかにと、尽きせず思し嘆かせたまふ。

It therefore continues to operate on a case-by-case basis, an approach which in its judgement (ibid) had 'succeeded'. None the less, in the majority of cases there was disagreement between the parties in the reference about the content and coverage of the negotiating group (ACAS, 1981, p.82) and in a number of cases a consensus could not be reached on this. Similar problem arose over the level of required support for the union. In the latter part of the 1970s these problems were only resolved by the introduction of vote taking within the Council, a move that ACAS reported (ACAS, 1981, p.87) as introducing 'strain into the decision making process'. The cases brought to ACAS decreased in the late 1970s (see table 1) and statistical analysis confirm that a union claim was significantly more likely to be support in the first 18 months of the system's life and significantly less likely in the last year of the statutory procedure, which reflects to some extent the fact that the unions would have brought the easier cases to ACAS earlier.

Recognition Processes

The actual recognition process consisted of three stages : consultation, conciliation and inquiry (Dickens, 1978, p.162). Of the 1,610 references that did not get to the final inquiry phase, the union was fully ir partially successful in securing recognition in 1,115 (ACAS, 1981, p.117), which is indicative of the importance of the conciliation role.

these were all factors stressed in the ACAS annual report in which it outlined its basic approach to Section 11 reference (ACAS, 1978, pp.21-22). four main criteria were presented: practice in the industry with regard to union recognition for particular categories of employees, trade union policies and any agreement which of the employees including their membership of union and wishes for collective representation: the nature of the work being done and associated require-policies, including working arrangement such as hours, shifts and payment systems. 

 

The emphasis given to potential support for representation and bargaining by the referring union when assessing employees' orientation was consistent with ACAS's statutory obligation to promote collective bargaining. It echoed the CIR's earlier view that union membership is likely to grow following recognition and acknowl-impediment to membership growth. In fact in less than 5% of the cases to reach the final stage of the procedure was the support for representation by the union making the reference less than annual union membership, and in several of these ACAS still made a positive recommendation. In one of cases ACAS explicitly attributed the differential between actual membership and support for bargaining to employer interference in the inquiry.

From the outset ACAS 'avoided any commitment to a single figure as determining whether or not to recommend recognition' (ACAS, 1978, p.47). The mean level of support for the claim for recognition was 65% in those cases where recognition was granted, as compared to 38% in those cases where it was not, while the level of union membership at the time of the inquiry was 51% in those cases where recognition was recommended, as compared with a figure of 27% in cases where it was not.

The use of additional criteria meant that in 33 cases where union support was below 50% and in 13 cases where it was below 40% ACAS still recommended recognition, while in 19 cases where support was over 50% it did not propose recognition (ACAS, 1981, p.83). Though decisions not to recommend recognition were normally based on insufficient employee support, the criterion of 'not-being-in-the interests-of-good-industrial-relations' was evoke in a number of cases. For example, the application for recognition from the United Kingdom Association of Professional Engineers, a non-TUC body, in an engineering firm, W.H. Allen, was rejected on the ground that recognition of a trade union in this company 'must be consitent with established [multi-employer] collective bargaining arrangement in the company and industry' (ACAS, 1981, p.84).

ACAS (1981, p.86) reported that attempts were made to agree upon operating criteria that involved the CBI and TUC, but 'the traditional views on recognition of the two bodies proved impossible to reconcile'.

御湯殿の儀式は、酉の時 (pm6) とのこと。燈火をともして、中宮職の下級の役人が、綠色の袍の上に、
下賜された白い衣服を着て、お湯を運び申し上げる。その桶や据えた台などは、みな白い覆いがしてある。
尾張の守近光と中宮職の侍長である仲信が（その桶を）担って、御簾のそばまで運び參らせる。
お水取り役の二人、（すなわち）淸子の命婦と播磨が、（桶のお湯を）取り次いで、湯加減をみつつ水を加え、
女房二人（すなわち）大木工と馬が、それを順に（御瓫に）汲み入れて、十六の御瓫に入り切らずに余ったお湯は
（湯槽に）入れる。（この女房たちは）羅の表着に、縑の裳·唐衣を着て、（頭には）釵子をさし、白い元結をしている。髮の樣子がひき立って、美しく見える。御湯殿（の役は）宰相の君、
その介添え（役は）大納言の君（がそれぞれ務める）．
（二人は）湯巻姿で、普段と趣がちがい、格別に見榮えがする。若宮は殿がお抱き申し上げなさり、
お守り刀は小少將の君が、虎の頭は宮の內侍が、それぞれお持ちして、（若宮の）先導をお務めになる。
（宮の內侍の）唐衣は松の実の紋樣で、裳は海賦を織り出して、大海の地摺り模樣になぞらえている。
（裳の）腰は羅で、（それに）唐草の刺繡がしてある。
小少將の君（の裳）は、秋の草むらや蝶·鳥などが銀糸で輝くばかりに刺繡してある。
織物の唐衣には（凝らす趣向にも）限度があって、各自の好みのままにもいかないので、
（裳の）腰のところだけを並みのとは違えているのであろう。

　殿のご子息お二人と、源少將などが、散米を大聲を上げて撒いて、自分こそ音高く鳴り響かせようと、
競い合って大騒ぎである。淨土寺の僧都が護身の法を行うために付き添っていらっしゃるのだが、
その頭にも目にも（散米が）当たりそうなので、（僧都は）扇をかざして、
（それを防ごうとするのを）若い女房たちに笑われる。

　讀書に奉仕する博士は、蔵人の充広業で、高欄の下に立って、『史記』の一卷を讀む。鳴弦の者は二十人、
五位が十人、六位が十人で、二列に立ち並んでいる。夕刻の御湯殿の儀といっても、
ほんの形だけを繰り返して奉仕する。儀式（の次第）は前と同じである。讀書の博士だけが交替したであろうか。
伊勢の守致時だとか、（いう）。（讀んだのは）いつものとおり孝經であろう。
また、挙周は、『史記』文帝の巻を讀むようであった。七日の間、（三人が）交替で奉仕した。

끓인 물전의 의식은, 서때 (pm6)라는 것.등화를 이라고 만약이라고,  중궁직의 하급의 공무원이, 색 포 위에,
하사 된 흰 의복을 입고, 더운 물을 옮겨 말씀드린다.그 통이나 자리잡은 받침대 등은, 모두 흰 덮개가 되어 있다.
오와리의 수근광과  중궁직의 시장인 중신이(그 통을) 담당하고, 발의 곁까지 옮겨 참등 다툰다.

오미즈토리역의 두 명, (즉) 아이의 오품 이상의 관리 부인과 하리마가, (통의 더운 물을) 전하고,
물의 뜨거운 정도를 보면서 물을 더해 뇨보 두 명(즉) 대목공과 말이, 그것을 순서에(어에) 참작해 넣고,
10의 어에 들어가 자르지 않고 남은 더운 물은
(탕조에) 넣는다.(이 방들은)의 표 착에, 의 상중국식 옷을 입고, (머리에는) 채 아이를 가리켜, 흰 상투를 하고 있다.가발의 양자가 끌어는, 아름답게 보인다.끓인 물전(의 역은) 재상인 너,
그 시중드는 사람(역은) 오노말의 너(가 각각 맡는다).
(두 명은) 속치마차림으로, 평상시와 정취가 차이, 각별하게 봐 영네가 한다.와카미야는 전이 안아 말씀드려 하셔,
부적 칼은 소소장의 너가, 범의 머리는 궁의 사무라이가, 각각 가져오고, (와카미야의) 선도를 맡으신다.
(궁의 사무라이의) 중국식 옷은 솔방울의 문양으로, 상은 해 부를 짜 내고, 대해의 지접모양을 모방하고 있다.
(상의) 허리는으로, (거기에) 당초의 회가 되어 있다.

소소장의 너(의 상)는, 가을의 풀숲이나 접조등이 은사로 빛날 뿐에 찔러 있다.
직물의 중국식 옷에는(집중시키는 취향에도) 한도가 있고, 각자의 취향대로도 가지 않기 때문에,
(상의) 허리의 곳만을 보통의 것과는 달리하고 있는 것일 것이다.
전의 아드님두 명과 원 소장등이, 산미를 대성을 올려 뿌리고, 자신이야말로 음높이구 울리게 하려고,
서로 경쟁해 큰소란이다.정토사의 승도(승관의 둘째 계급)이 호신의 법을 실시하기 위해서 시중들고 계시지만,
그 머리에도 눈에도(산미가) 맞을 것 같아서, (승도(승관의 둘째 계급)은) 부채를 가리고,
(그것을 막으려고 하는 것을) 젊은 방들에게 비웃음을 당한다.
두서에 봉사하는 박사는, 쿠란도의 미츠히로업으로, 고란아래에는, 「사기」의 일권을 두.명현의 사람은 20명,
고이가 열 명, 정도가 열 명으로, 2줄지어 있다.저녁때의 끓인 물전의 의식이라고 해도,
그저형만을 반복해 봉사한다.의식(의 나름)은 전과 같다.두서의 박사만이 교체한 것인가.
이세의 수치시라고, (말한다).(두응이라든가는) 평소의 통과해 효경일 것이다.
또, 거주는, 「사기」문제의 권을 두같았다.7일간, (세 명이) 교체로 봉사했다.