Middle Class Wars Essay Example | Topics and Well Written Essays - 1750 words

Working Class Wars - Essay Example The ramifications of goals of American international strategy is that they have helped American white collar class individuals comprehend the significant certainties about the current world. Those goals have empowered white collar class individuals to acknowledge what they should attempt to achieve when they are abroad. The destinations upgrade and protect the freedom, thriving and security of white collar class individuals when they travel to remain abroad. The targets of the American international strategy advance worldwide governmental issues by empowering a global request which depends on human rights, popular government alongside free undertaking. The strategy keeps on expanding the level of flourishing and harmony the United States built up at some point back that American white collar class individuals living in Europe and different territories of the world appreciate. As it were, the United States had incorporated what the remainder of the world didn't have into a globalized advertise. Seeking after such an objective isn't simple. Making a worldwide

Hamlet: Hamlet Defeated By His Own Flaws :: essays research papers

Hamlet: Hamlet Defeated By His Own Flaws      In William Shakespeare's notable shocking play, Hamlet, the fundamental character Hamlet is vanquished by his own imperfections. These blemishes are the murdering of Polonius, the executing of Claudius, and above all else by Hamlet being deluded by the Apparition. The murdering of Polonius is a significant blemish of Hamlets since it got him executed by Laertes. Likewise the executing of his uncle Claudius was terrible, since he was his uncle and he drove Hamlet extremely crazy towards his mom. The last and most noted blemish of Hamlet's was him being deluded by the Ghost and taking part in his arrangement of frenzy.      The first of Hamlets blemishes is the executing of Polonius. The demise of Polonius was a mishap that shouldn't have occurred. Hamlet accepted the individual behind the drapery was for sure Claudius. After Hamlet draws his blade, runs it through the curtains, and murders Polonius. He inquires? "Is it the King?" He at that point he is brought into a warmed discussion with his mom, Gertrude, over the short hold up after old lord Hamlets passing for her to remarry. He says "Almost as terrible, great mother, As murder a ruler, and wed his brother". The significant impact of his slaughtering of, Polonius, was in reality his passing. This touched off Laertes' retribution on Hamlet which brought about Hamlet's passing.      Just as the slaughtering of Polonious was an unfortunate imperfection of Hamlets, so was the slaughtering of Claudius. This imperfection of Hamlets which was to be the performance vengeance of Claudius brought upon the passing of Gertrude, Polonius, and Laertes. The frenzy in Hamlet was to be released distinctly on Claudius. However Hamlet's way of pulverization murdered his mom, she was slaughtered by the toxic substance implied for Hamlet by Claudius. Laertes passing was welcomed on by the murdering of Polonius. The duel among Hamlet and Laertes, which was the masterminded vengeance on Hamlet, was the last remain of each.      Although the killings Hamlet did were imperfections he had, another significant blemish was his obliviousness in following the Ghost. Hamlet was cautioned not to follow the Ghost that there must be some detestable in him, however he didn't tune in. Both Horatio and Marcellus commandingly attempt to keep down the ruler, yet he won't be controlled.

Alcohol Screening Tests Ideal for Healthcare Settings

Alcohol Screening Tests Ideal for Healthcare Settings More in Addiction Alcohol Use Binge Drinking Withdrawal and Relapse Children of Alcoholics Drunk Driving Addictive Behaviors Drug Use Nicotine Use Coping and Recovery An alcohol screening test helps determine if you abuse alcohol  or have alcohol use disorder. An emergency room might use a short test that makes a determination based on the first question, while a mental health professional has time to administer a longer test with more questions. The reliability of shorter tests may not be as high as the longer ones. After the initial diagnosis, a longer test helps determine if your case of alcohol use disorder is mild, moderate, or severe. The CAGE Test One of the oldest and most popular screening tools for alcohol abuse is the CAGE test, which is a short, four-question test that diagnoses alcohol problems over a lifetime. CAGE Test C - Have you ever felt you should cut down on your drinking?A - Have people annoyed you by criticizing your drinking?G - Have you ever felt bad or guilty about your drinking?E - Have you ever had a drink first thing in the morning (eye-opener) to steady your nerves or to get rid of a hangover? Two yes answers  indicates a  problem with alcohol. The disadvantages of the CAGE test is its not very accurate for older people, white women, and African- and Mexican-Americans. The T-ACE Test The T-ACE test has four questions, including three from the CAGE test, but has proven  more accurate in diagnosing alcohol problems in both men and women. T-ACE Test T - Does it take more than three drinks to make you feel high?A - Have you ever been annoyed by peoples criticism of your drinking?C - Are you trying to cut down on drinking?E - Have you ever used alcohol as an eye opener in the morning (having a drink when you wake up to stave off a hangover, for example?). Two yes answers indicates possible alcohol abuse or dependence. The AUDIT Test One of the most accurate tests is the Alcohol Use Disorders Identification Test (AUDIT). Its accurate up to 94% of the time  across ethnic and gender groups. It has 10 multiple choice questions scored on a point system. A score over eight indicates an alcohol problem. The disadvantage is that it takes longer to administer and is more difficult to score than the shorter tests. The RAPS4 Test The Rapid Alcohol Problems Screen Test (RAPS) asks questions similar to the CAGE test, but from a different perspective. One yes answer indicates a possible alcohol abuse problem. The results are accurate across gender and ethnic groups. The MAST Test The Michigan Alcohol Screening Test (MAST) effectively diagnoses adults and adolescents. It has 22 yes or no questions, with six positive responses indicating a drinking problem. The disadvantage is the length and time required to score it.   The FAST Test The FAST test is a four-question quiz designed specifically for patients in urgent care or emergency room situations. The test is easy to score, but only detects 90% of alcohol problems detected by the AUDIT test. Paddington Alcohol Test The Paddington Alcohol Test (PAT) is for patients getting treatment for falls and accidents in the emergency room. This three-questions test is easy to score. The disadvantage is that it asks direct questions about how much alcohol the patient consumes, which patients tend to minimize or deny. The SAAST Test The Self-Administered Alcoholism Screening Test (SAAST) is a 35-question test that  asks questions about the patients loss of control, job performance, drinking consequences, and family history of alcoholism. One major advantage is that there is a version of the test a loved one can fill out. How a CDT Test Detects Dangerous Alcohol Consumption

Critically Comment on the Above Statement of Legislative Change Introduced by Labour Governments - Free Essay Example

Sample details Pages: 16 Words: 4661 Downloads: 8 Date added: 2017/06/26 Category Law Essay Type Critical essay Did you like this example? Critically comment on the above statement with reference to effect of legislative change introduced by Labour Governments since 1997 in relation to one or more areas of individual employment rights. I. Introduction On the back of four electoral defeats, the Labour party sought to get the party into power by introducing a new set of ideas. Branded as â€Å"New Labour†, and under new leadership, the Party moved to the middle ground of politics. Don’t waste time! Our writers will create an original "Critically Comment on the Above Statement of Legislative Change Introduced by Labour Governments" essay for you Create order The Party discarded policies that were perceived to be unattractive to the electorate, such as unilateral disarmament, extension of public ownership and restoring legal immunity for trade unions. Instead, the Party embraced reforms that had their origins in the late 1980s under the leadership of Neil Kinnock. Tony Blair, as the new leader, had no objections to policy when he found himself at the helm. He insisted upon putting a draft manifesto to a ballot of members in 1996, which was subsequently duly approved. This document later emerged as the 1997 general election manifesto titled: New Labour: Because Britain Deserves Better. (my italics) The Party made a number of bold assertions in the document, such as: Britain will be better with new Labour . The manifesto then set out the commitments and policy pledges that the Party promised to fulfil if elected. More specifically, the Party outlined a raft of ‘family friendly policies/commitments. In seeking to achieve this aim, the Partys mantra was, inter alia: ‘We will help build strong families and strong communities ‘We Will Strengthen Family Life ‘†¦..British men work the longest hours in Europe Work and Family ‘†¦..There must be a sound balance between support for family life and the protection of business from undue burdens a balance which some of the most successful businesses already strike. i. The Labour Partys Election Victory The Labour Partys won a landslide victory in May 1997, when it elected to office with a majority of 146 seats over its rivals. This victory was based, inter alia, on ‘New Labours ideology and the ‘10 commitments covering a range of policy pledges , as enshrined in the Party manifesto. It was evidently a manifesto designed to win votes. The distancing of Labour from its close Union ties was to be replaced by a commitment to ensuring that: ‘There will instead be basic minimum rights f or the individual at the workplace, where our aim is partnership not conflict between employers and employees. This work seeks to outline the legislative changes that have been introduced by the Government of the day since arriving in office in 1997. The focus of the work is specifically targeted towards aspects of those legislative provisions that have had the greatest impact on the balance between family and working life in the UK, namely: the National Minimum Wage (‘NMW) per se and Working Time Regulations and, more specifically, paid annual leave entitlement. II. Legislation in the Making i. The Case for a Minimum Wage 2006 marked the centenary for calls for the implementation of a NMW (Sanders 1906). These calls were finally realized on 31st July 1998, when the NMW Bill received Royal Assent. The system of minimum wage protection that was in operation in the UK hitherto was termed the Wage Councils (Metcalf 1981), which had been abolished in 1993. However, this system was far from perfect, inter alia, as it did not cover all sectors. The minimum wage policy has its roots in and is clearly tied to other areas of social welfare, such as: housing, health care and public assistance. The primary goal of such a policy was to improve the income of those at the bottom of the salary scale, with the objective of furnishing an improvement in the lives on those living in a state of poverty. This would also help to ‘reduce economic inequality and social unrest . The latter has proved to be one of the main causes of strikes and work stoppages. It accordingly came as no surprise when seeking to fulfil their ‘family friendly manifesto commitments that the Government of Tony Blair embraced the notion of a NMW by seeking to introduce legislation to achieve this end . On being elected to office, the ‘New Labour government promised to introduce the legislation as soon as possible in the Queens speech on 1st May 1997. On 26 November 1997, as promised, the NMW Bill was introduced before Parliament. The NMW Act 1998 acquired Royal Assent on 31 July 1998. Albeit the Act was placed on the Statue book, the Bills passage through parliament was not smooth sailing. Concerns about the impact of introducing such far-reaching legislation were made apparent during the debating sessions. Most prominent was the concern expressed about the legislations expected serious adverse implications for jobs in the UK. It was stated during a Standing Committee D debate by Mr Tim Boswell (Daventry), that experts had forecast ‘up a million job losses as a result of introducing the Act. These concerns were echoed on behalf of most industry sectors. The rationale for these concerns was largely based on the premise that a NMW would increase costs for business, which could only be avoided if this put up employment until the wages bill dropped: it would lead to people pricing themselves out of jobs. Moreover, there were fears that a NMW would result in instability in ‘local and regional economies and in job markets Irrespective of the concerns aired, the Government remained steadfast in defending its commitment to introducing a NMW. Following the introduction of the Act, the Low Pay Commission (‘LPC) was subsequently established as an independent statutory public body, which was established under the NMW Act 1998, in order to advise the Government about the NMW. Members of the independant LPC were appointed in July1997. Her Majestys Revenue and Customs was to play the role of enforcement by prosecuting o ffenders. In September – November 1998, a public consultation took place on the draft National Minimum Wage Regulations (‘NMW Regulations). On 6th March 1999, the NMW Regulations received Parliamentary approval, and came into force on 1st April1999. In July 1999, the Employment Relations Act 1999 (c.26) received Royal Assent. The Act contained two NMW provisions. At the inception of the NMW, the LPC set a minimum wage of  £3.60 per hour for adults (those aged 22 and above), which covered some 1.2 million jobs . A rate of  £3.00 per hour was set for those aged between 18-21 (development rate). A rate of  £3.00 per hour was introduced on 1st October 2004 for those between 16-17. On 1st October 2008, the NMW was set at  £5.73 for adults,  £4.77 for the development rate and  £3.53 for those between 16-17. ii Limits on Working Time The origins of the Working Time Regulations can be traced to the Fundamental Social Rights of Workers, which was ado pted at Strasbourg on 9th December 1989. Pertaining to the regulation of working time, the following declarations were made: ‘ Every worker in the EC shall have a right to a weekly rest period and to annual paid leave†¦..to ensure the safety and health of Community workers, the latter must be granted minimum daily, weekly and annual periods of rest and adequate breaks. Prior to the introduction of the Working Time Regulations, legislation had never been introduced restricting the number of working hours. Before to the introduction of the aforementioned legislation, the labour market operated under an industry-based system known as the Wages Council (see Dickens, Machin and Manning, 1999; Machin and Manning, 1994), which was abolished in 1993. As noted at the outset, however, the impetus for the legislation has its source in the European Union (‘EU). EU law became an increasingly more important source of employment rights in the 1990s. This stemmed from the agreement on the Social Charter in 1989 and as a result of European Court of Justice (‘ECJ) case law, albeit the UK opted out of the Social Charter until 1997. When Labour was handed over power, there were no nationwide legislative provisions regulating working time in the UK. Whilst that is the case, the Working Time Directive 93/104/EC should have been implemented by all Member States by 23 November 1996. The Directive was adopted pursuant to Article 138 (previously Article 118) of the Treaty of Rome, as amended by the Amsterdam Treaty. The Directive, which is strictly health and safety legislation, only required majority consent for its implementation. The legislation provided rights for workers of 4 weeks paid annual leave, minimum daily/weekly rest periods and a maximum 48-hour working week. The UK, however, failed to implement the Directive on time. In fact, the Conservative Government of the day, challenged the legality of the Directive (see United Kingdom v Council of the European Union (1997)). The UK did, however, eventually implement the Directive by introducing the Working Time Regulations 1998 (SI 1998/1833), albeit two years late. The original Regulations were subsequently amended by the Working Time Regulations 1999 (SI 1999/3372) to address a number of uncertainties in their original form. There have been successive amendments since in response to revisions, which have effectively broadened the remit of the legislation, inter alia. The Working Time Directive (93/104/EC) has now been repealed and replaced by the Working Directive (2003/88/EC), which came into force in August 2004. III. Impact of Legislative Changes i. National Minimum Wage Act 1998 (c.39) (‘NMWA 1998) The Act was introduced on 1 April 1999, and the National Minimum Wage Regulations 1999 (SI/1999/584) (‘NMW Regulations) was soon after adopted by virtue of s 2 of the Act. S 1(1) of the NMWA 1998 imposes an obligation on employers to pay workers in any pay reference period, at a rate no less than the NMW. Pursuant to Regulations 10(1) and (2) of the NMW Regulations, a pay reference period is one month, or a shorter period in cases in which workers are paid in shorter intervals. Under the Act, the entitlement of the NMW belongs to a worker in accordance with s 54(3) of the Act. The meaning of both â€Å"worker† and â€Å"employer† are given broad definitions under the legislation. All those qualifying as workers according to s 54(3) of the NMW Act 1998 are entitled to the NMW, providing s/he is working in the UK and is no longer of compulsory school age (see s 1(2) of the Act). A worker includes those working under a contract of employment and those under other applicable contracts . This also includes the likes of agency workers (see s 34 on the NMWA 1998) and home workers (see s 35 of the NMWA 1998) . An example of how the courts have approached this problem can be found in the case of Wolstenholme v Post Office Ltd [2003] ICR 546. In the Wolstenholme case, the Employment Appeal Tribunal held that a sub-postmaster and postmistress were not workers, because they had a choice whether or not to do the work themselves. Furthermore, in the notable case of Edmonds v Lawson [2000] ICR 587, the Court of Appeal held that a pupil barrister was not a worker. Following the decision in Carmichael v National Power plc [1999] ICR 1226, almost certainly the definition of worker applies to casual workers also. Ultimately, the definition of a worker in the NMWA 1998 can be analysed similarly to other definitions of a worker in employment law: See Bamford v Persimmon Homes N W L td UKEAT/006/06 (HH Judge Peter Clark presiding), and Green v St Nicholas Parochial Church Council UKEAT/0904/04 (Rimer j presiding). In the event of a complaint about minimum wage, the person responsible is regarded as the person providing the salary (see s 34 NMWA 1998). By virtue of s 28(1), there is a presumption that an individual who claims to be covered by the Act does fall within its terms. This in turn places the burden of proof on the employer to prove that the complainant is not a worker for the purpose of the Act. Those under 18 years of age were not covered at the outset (see Regulation 12(1) of the NMW Regulations 1999). However, these provisions were omitted by virtue of Regulation 3 of the National Minimum Wage Regulations 1999 (Amendments) (No.2) Regulations 2004 (SI 2004/1930), which were given effect from 1st October 2004. However, the NMW does not apply to self-employed people, volunteers, those between 16-17 on apprenticeships, those over 18 but under 26 during the first twelve months of their apprenticeships (see Regulation 2(5) and(8)), member of the armed forces and people working and living as part of a family unit (see Regulations 2(2) – (4) of the NMW Regulations 1999). In determining the rate of remuneration to be paid, the NMW Regulations 1999 define different categories of work: Time work; Salaried hours work; Output Work and Unmeasured Work (see Regulations 3 – 6). As to what qualifies as ‘working time, the case law has indicated that this is to be interpreted broadly. In Scottbridge Construction Ltd v Wright [2003] IRLR 21, the Court of Session found that time spent by a night watchman on the employers premises counted as working time, albeit he was entitled to sleep. Furthermore, in British Nursing Association v Inland Revenue [2002] EWCA Civ 194; [2003] ICR 19, time spent at home waiting to answer the telephone on employers night time service was deemed to be ‘working time. The procedure for determining the NMW is set out at Regulation 14 of the NMW regulation 1999. Essentially this is calculated by taking the remuneration for the pay reference period and dividing it by the number of hours worked. By virtue of s 17 of the NMWA 1998, the entitlement to a NMW is implied into the contract of employment. Accordingly, a failure by an employer to pay an employee at least the NMW for work carried out will give rise to a claim in the civil courts or the employment tribunal for a breach of contract, or more specifically an unauthorized deduction from wages, inter alia. A complaint can also be made to HM Revenue and Customs who actively enforce non-compliance with the legislation. Finally, a number of changes have been introduced by the Employment Act 2008, which came into force on 6 April 2009. These changes set out at sections 8 – 14 largely relate to non-compliance issues pertaining to the NMWA 1998. ii The Working Time Provisions a. The Definition of Worker As is the case for the NMW, the Working Time provisions apply to workers. The meaning of worker is given the same definition as that under the NMW legislation. In the case of Redrow Homes (Yorkshire)Ltd v Wright [2004] EWCA Civ 469; [2004] 3 All ER 98, a group of bricklayers who had sub-contracted to carry out work, were deemed to be workers for the purpose of this legislation because they were obliged to perform work personally. According to Pill LJs observation in the Redrow case, the issue is whether the person is contractually obliged to carryout the work in question (see [2004] 3 All ER 98, at para. 21). However, the remit of the legislation does not extend to children, as noted in Addision v Ashby [2003] ICR 667, where a paper boy was found not to be entitled to annual leave. All workers are covered by the legislation except: (i) jobs where you can choose freely how long you will work; (ii) the armed forces, emergency services and police are e xcluded in some circumstances; (iii) domestic servants in private houses; (iv) sea transport workers; and (v) mobile workers in inland waterways and lake transport workers on board sea going fishing vessels b. Paid Annual Leave Entitlement The significance of qualifying as a worker can not be under estimated, as pursuant to regulation 13(1)(c) of the Working Time Regulations (SI 1998/1833) (‘WTR 1998), a worker is entitled, inter alia, to 4 weeks paid annual leave each year. Any provisions within a contract, claiming that there is no entitlement to paid leave have been held to be void: The College of North East London v Leather, EAT (30/11/01). The paid annual leave entitlement has been extended by Regulation 13A, which was introduced by Regulations made under the Work and Families Act 2006. In effect, this will mean an extra 8 days leave for those working a standard 5 day week. This is aimed at giving workers leave on bank and public holidays in addition to the reg ular 4 weeks leave period. Also, pursuant to Regulation 13, part-time workers are entitled to leave, but on a pro-rata basis. Young people between the ages of 16-18 are not normally entitled to work more than 8 hours a day or 40 hours per week . The original qualifying period of 13-weeks was challenged in the European Court of Justice by the Broadcasting, Entertainment, Cinematographic and Theatre Union (BECTU). Many of BECTUs members work on short-term contracts, which resulted in complications about how to arrange paid annual leave on such contracts. The qualifying period was found to be inconsistent with the European Working Directive, and as such workers were found to have accrued paid leave entitlement from their first day at work: See R v Secretary of State for Trade and Industry ex parte BECTU [2001] ECR I-4881 Working Time (Amendment) Regulations 2001 (SI 2001/3256), which came into effect on 25th October 2001, introduced provisions implementing the Working Time Directive which provide employees with the right to paid leave upon immediately commencing employment, instead of after 3 months, as was hitherto the case. c. â€Å"Rolled Up† Rate A number of employers tried to overcome the aforementioned problem by inclusion of an element of holiday pay in their workers salary, or as it was commonly known â€Å"rolled up† rate. However, whilst this was regarded as a genuine attempt to combat the problem in some cases, in others, employers made spurious claims that the â€Å"rolled up† rate included holiday pay when it did not. This very point came before the European Court of Justice (‘ECJ) in the joined appeals of Robinson-Steele v RD Retail Services Ltd; Clarke v Frank Staddon Ltd; Caulfield and Others v Hanson Clay Products Ltd [2006] IRLR 386 ECJ. All the cases involved workers who had been paid so called â€Å"rolled-up† holiday pay. The Court of Appeal and the Scottish Court of Session differed in their opinions about the permissibility of this type of pay. The matter was accordingly referred to the ECJ for its ruling. In its judgment, the ECJ stated, inter alia: ‘†¦.By those questions the referring courts are asking, in essence, whether Article 7 of the Directive precludes payment for minimum annual leave within of that provision from being made in the form of part payment staggered over the corresponding annual period of work and paid together with the remuneration for work done†¦ The Directive precludes the payment for minimum annual leave within the meaning of that provision from being made in the form of part payments staggered over the corresponding annual period of work and paid together with remuneration for work done, rather than in the form of a payment in respect of a specific payment during which the worker actually takes leave. d. The New Rates With effect from 2 August 2004, the Working Time Directive 93/104/EC and 2000/034/EC were revoked and consolidated by Working Directive 2003/88/EC, which introduces new annual holiday entitlements. These new rates are being phased in from October 2007 to April 2009 by the implementation of the Working Time (Amendment) Regulation 2007 (SI 2007/2079). Whilst public holidays can be taken as annual leave entitlement, there is no automatic right for employees to have leave on public holidays, unless their contract so provides: see Campbell Smitth Construction Group Ltd v Greenwood (2001) IRLB, 667, 10. Furthermore, a rest period could not amount to annual leave as noted in Gallagher and ors v Alpha Catering Services Limited [2005] ICR 673 (CA). e. What Constitutes ‘Working Time? In so far as what amounts to ‘Working Time for the purpose of the WTR provisions, this is to be construed as time in which the worker is: (i) Working; (ii) at the employers disposal; and (iii) carrying out his duties. A notable case in which the ECJ considered this p oint is Sindicato de Medicos Consumo de la Generalidad Valenciana (Case C-303/98) [2001] ICR 1116. The question faced by the ECJ was whether or not time spent by doctors â€Å"on call† during which they were required to be present at the health centre was ‘working time for the purpose of the Directive. It was found that those doctors who were required to be present and available at the centre were working, whereas those who are only required to be contactable at all times but not physically present at the health centre are not deemed to be working, unless they were providing health care services. f. Complaints and Enforcement In the event that an employee alleges that s/he is denied the above rights, they must set out their complaint in writing and submit it to their employer in the first instance. If the complaint is not resolved satisfactorily, they may initiate proceedings in the employment tribunal, but such a claim must be made within 3 months of the ac t or omission complained of having first arisen. If successfully argued, a claimant could receive compensation and /or a declaration of their rights. Any award would be calculated according to what is just and equitable in the circumstances or, if the claim pertains to holiday entitlement upon termination of employment, what is owed to the claimant. IV. Conclusion The NMW and the WTR have undoubtedly been the most influential pieces of legislation of the current Governments legacy to date. In fact, the very electorate who voted them in office afforded the former the honour of being Tony Blairs greatest legacy before he left office . At least in relation to the NMW, it can be categorically stated therefore that irrespective of the stern opposition during the Bills passage through Parliament, the Partys decision to introduce the NMWA 1998, has largely proved to be a success without the concern about mass job losses manifesting. In fact, according to a study carried out titled the Impact of the National Minimum Wage on Profits and Prices: Report for Low Pay Commission, the effects of the NMW on employment have been tenuous, if not non-existent (Machin; Manning and Rahman, 2003; Stewart 2004). The focus of that particular study was placed on whether or not minimum wages priced workers out of jobs, one of the main concerns raised during t he legislations passage through both Houses. This particular concern was not unfounded however, as it had also been predicted by labour market theorists (Borjas, 2004; Brown, 2003). The focus of the same study also concentrated on whether there is any effect on employment at all, as emphasized in so-called ‘revisionist circles. (Cord and Krueger, 1994) Whilst the NMW is about to celebrate its eleventh anniversary, evidence of its success is axiomatic by concerns which arose about the perceived threat to NMW rules by the introduction of discriminatory legislation, such as the Employment Equality (Age) Regulations 2006 (SI 2006/1031). The Employment Equality (Age) Regulations 2006 came into force on 1st October 2006, and would permit tens of thousands of workers who are ‘fit and healthy to continue working past the age of 65, thereby prohibiting direct and indirect discrimination against them. In one article, it was claimed that the NMW, could be challenged as be ing discriminatory, given that workers under 21 can be paid less than their older counterparts . It was felt that this would result in job losses. On the whole, however, studies on the NMW suggest that the â€Å"minimum wage has not only significantly reduced the incidence of low pay, it has also helped to contain wage inequality† (Fitzner, 2006, p.14). The effects of the European Working Time Directive, on the other hand, are still being felt. Whilst the Directive applies to most sectors, the National Health Service is a sector which is currently in the process of trying to ensure that it meets the August deadline for doctors in training. The Directive currently applies across all clinical and staff groups. In relation to junior doctors, however, the 48 hour working week has been being introduced incrementally. In 2004, the hours were reduced to 58 per week, in 2007 they were reduced to 56, and the final shift is 48 hours per week by 1st August 2009. It is expected that by this date all services (bar 24-hour patient care) will work a 48 hour a week. The implications for failing to meet the deadline could be dire for the Trust, as this could mean penalties for non-compliance. These can be awarded by employment tribunals, or alternatively orders for compliance being issued by the Health and Safety Executive, and ultimately fines. It was suggested in April 2008 that â€Å"53.4% of junior doctors were estimated to be compliant†. If the deadline is missed, the UK could also face enforcement proceedings by the European Commission for non-compliance. On the whole, however, what is apparent is that the legislation introduced by the Labour Party since taking up office in 1997 has drastically changed the landscape of individual employment rights in the UK. Admittedly, in relation the Working Time Regulations, these changes were spearheaded and thrust upon the Government by the European Union. Whilst that may be the case, it cannot be den ied that the NMW and the WTR regulations have collectively worked in tandem to improve the working conditions for hundreds of thousands of workers in the UK, and ultimately contributed to providing workers with the discretion to decide on how to strike the right balance between their family and working life commitments. Bibliography Text Books: The City Law School, City Law School (London, England), Employment Law in Practice, 8th Edition, 2008, Oxford University Press US David Farnham, Employee relations in context, Institute of Personnel and Development, 2nd Edition, 2000, CIPD Publishing Gwyneth Pitt, Cases and Materials on Employment Law, 3rd Edition, 2008, Pearson Education Iain Dale, Liberal Party (Great Britain), Labour Party (Great Britain), Labour Party general election manifestos, 1900-1997, 2000, Routledge Jerold L Waltman, Minimum Wage Policy in Great Britain and the United States, 2007, Algora Publishing John Fairhurst, Law of the European Union, 6th Edition, 2007, Pearson Education Malcolm Sargeant and David Lewis, Employment Law, 4th Edition, 2008, Pearson Education Assortment of Cases: Addision v Ashby [2003] ICR 667 Bamford v Persimmon Homes N W Ltd UKEAT/006/06 British Nursing Association v Inland Revenue [2002] EWCA Civ 194 Campbell Smitth Construction Group Ltd v Greenwood (2001) IRLB, 667 Carmichael v National Power plc [1999] ICR 1226 Edmonds v Lawson [2000] ICR 587 Gallagher and ors v Alpha Catering Services Limited [2005] ICR 673 (CA) Green v St Nicholas Parochial Church Council UKEAT/0904/04 Jaeger [2003] IRLR 604 Mrs P James v Redcats (Brands) Ltd UKEAT/0475/061 R v Secretary of State for Trade and Industry ex parte BECTU [2001] ECR I-4881 Redrow Homes (Yorkshire)Ltd v Wright [2004] EWCA Civ 469 Robinson-Steele v RD Retail Services Ltd; Clarke v Frank Staddon Ltd; Caulfield and Others v Hanson Clay Products Ltd [2006] IRLR 386 ECJ Scottbridge Construction Ltd v Wright [2003] IRLR 21 Sindicato de Medicos Consumo de la Generalidad Valenciana (Case C-303/98) [2001] ICR 1116 The College of North East London v Leather, EAT (30/11/01) United Kingdom v Council of the European Union (1997) Wolstenholme v Post Office Ltd [2003] ICR 546 UK Statutes: Employment Relations Act 1999 (c.26) Employment Rights Act 1996 (c.18) Employment Act 2008 (c. 24) National Minimum Wage Act 1998 (c. 39) Work and Families Act 2006 (c. 18) Secondary Legislation: Employment Equality (Age) Regulation 2006 (SI 2006/1031) National Minimum Wage Regulations 1999 (SI/1999/584) National Minimum Wage Regulations 1999 (Amendments) (No.2) Regulations 2004 (SI 2004/1930) Working Time Regulation 1998 (SI 1998/1833) Working Time Regulation 1999 (SI 1999/3372) Working Time (Amendment) Regulations 2001 (SI 2001/3256), Working Time (Amendment) Regulation 2007 (SI 2007/2079) European Community Directives: Working Time Directive (93/104/EC) Working Time Directive (2000/034/EC) Working Directive (2003/88/EC) Young Workers Directive 94/33 Journals / Additional Materials Age Discrimination Threat to Minimum Wage Laws: Economic Experts Fear New Laws Will Lead to Job Losses, 29 September 2006, Journalonline.co.uk David Metcalf, Why has the British National Minimum Wage Had Little or No Impact on Employment?, April 2007, Centre for Economic Performance, CEP Discussion Paper No. 781. Department of Trade and Industry, National Minimum Wage: A Detailed Guide to the National Minimum Wage, Revised October 2004. Ingrid Torjesen, Working Hours Target Deadline Fast Approaching, 6 April, 2009, Health Service Journal (www.hsj.co.uk) Leanna Maclarty, Trainee was Paid Under Half Minimum Wage, 29 June 2009, The Press and Journal (www.pressandjournal.co.uk Mirko Draca, Stephen Machin and John Van Reenen, The Impact of the National Minimum Wage on Profits and Prices: Report for Low Pay Commission, February 2005 – Revised, Centre for Economic Performance, London School of Economics. National Minimum Wage Bill in Standing Committee D, Select Committee, first sitting, 13th January 1998 National Minimum Wage Bill in Standing Committee D, Select Committee, second sitting, 15th January 1998 Labour Election Manifesto, New Labour: Because Britain Deserves Better, 1997, https://www.labour-party.org.uk/manifestos/1997/1997-labour-manifesto.shtml Internet Sources: https://www.publications.parliament.uk https://www.berr.gov.uk https://books.google.co.uk https://www.employmentappeals.gov.uk https://www.lowpay.gov.uk https://www.opsi.gov.uk

Business Studies Customer Needs Essay - 925 Words

What is the most important way the small business you have chosen meets customer needs? In this project I aim to tell you all about the business I have chosen and identify the ways that it meets the needs of its customers. The business I have chosen to base my project on is called ‘Lees Heginbotham Sons Ltd’. The address of the business is: 59-61 George Street, Oldham, OL1 1JF. The business also has a website for its customers: leesheginbotham.co.uk. ‘Lees Heginbotham Sons Ltd’ is a Private Limited Company and therefore this tells me that it has limited liability. The business has 6 employees, the manager, a cleaner and four carpet fitters. * What does ‘Lees Heginbotham Sons Ltd’ do? ‘Lees Heginbotham Sons Ltd ’provide†¦show more content†¦As you can see, the shop is near to Manchester and has an excellent motorway link which can enable customers to travel to the shop conveniently. The satellite map above shows ‘Lees Heginbotham Sons Ltd’ via the green circle. It also shows ‘Spindles Shopping Centre’ by the red circle. The blue circle shows ‘Lees Heginbotham Sons Ltd’ competition ‘Roll End Carpets’. The map also shows the surrounding area of the shop and the local businesses of the shop. There are also a number of bus stops around the shop; this allows customers to travel to the business easily. There is also a tram link currently being made on ‘Union Street’ and this will then enable customers to travel to the shop easily and quickly. * The shop The picture above shows the front of the shop. As you can see the name of the business is clearly displayed all the way round it. This picture shows the inside of the shop. As you can see there are many rolls of carpets on display so the customers can experience the carpets before they buy it. This picture shows the rear of the shop. As you can see there is a car park for the customers. * The website This is a screen shot of the Google search I did to see how easy it was to find my business on the internet. As you can see it is the fifth business to come up on the search engine so it is very easy for the customers to find it. Here is a screenshot of the home page of ‘Lees Heginbotham Sons Ltd’. You can see easily one ofShow MoreRelatedStakeholder And Business Development Corporation Of Western Australia857 Words   |  4 Pagesgovernment, and competitors. In this essay, â€Å"stakeholder† will include not everyone to whom it may have a payoff (Bourne, 2007). If an entity is owned and operate by an individual and there is no way to distinguish property of the owner from the business, then it is called a sole trader. The business runner is in totally control of every aspect of it and is responsible for any potential risk of the business which may include loss, loans, and bankrupt. 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Alan Mulally, Ceo, Ford Motor Company Free Essays

Describe what is motivating Jim Goodnight. Discuss how these factors are similar or different to what may motivate you if you worked at SAS. What motivates Jim goodnight is that he has assembled a company with loyal employees that enjoy working in the organization. We will write a custom essay sample on Alan Mulally, Ceo, Ford Motor Company or any similar topic only for you Order Now Jim believes that† if you treat employees as if they make a difference to the company, they will make a difference† to the company. (Hellriegel Slocum, 2011) As stated in the case just having the ability to work in relax and stress free environment makes the job more productive which is a great factor in any job you work at. Jim offers great benefits to work at SAS. SAS has an on cite daycare center for kids is a great factor. Having the ability to have unlimited sick days to take off for family. Those are the most important factors when working because you never want to feel like you put your job in jeopardy for taking off a lot for sick days. Hellriegel, D. Slocum, Jr. J. (2011). Organizational behavior. Mason, OH Cengage Learning publishing Describe ethical problems associated with performance-based reward programs. Ethical problems associated with based performance reward programs are for example with DIRECTV as a CSR are incentives are base upon our yearly performance which our supervisor gets a percentage of that. I feel that supervisors shouldn’t be able to get a certain percentage of the employee’s earnings. This has been implemented from the job as a offer or incentive to supervisor as a benefit for the job. In your experience, explain any abuses you have seen. An experience I have seen at a previous job where I have worked, an employee has trained another employee for a supervisor position and once trained the employee made less money than the other employee that was trained. I find that to be ethical. Recommend how leaders can correct such abuses. Leaders need to design a better management that can be the over sea to correct the loop holes in the issues that are occurring. Employees shouldn’t train management. There should be a team of management trainers that train the managers for their jobs. How to cite Alan Mulally, Ceo, Ford Motor Company, Papers

Honour Killing free essay sample

HONOR KILLING| | What is Honour Killing? * An honour killing (also called a customary killing) happens when a person is murdered by a family member out of the belief or suspicion that the victim has brought shame to the family, clan or community. Murdering the person is believed to salvage the family’s honour. * An honor killing or honour killing(also called a customary killing) is the killing of a member of a family or social group by other members, due to the belief of the perpetrators that the victim has brought dishonour upon the family or community. Honour killings are directed mostly against women and girls. About Honour Killing:- â€Å"Honour killings† or horror killings — call them by any name, they are just one of many crimes born out of unholy traditions which survive on the blood of the innocent. Ironically, any law, no matter how severe it is, will be able to check these crimes. The reason: MINDSET. Cemented over the centuries by the feudal and patriarchal set-up, changing the mindset of the population today is tougher than the toughest thing is the world. A law might ban khap panchayats or at the most make â€Å"honour killing†, a non-bailable offence punishable with death penalty. But â€Å"honour killing† will continue to prevail till we convince people, be it the illiterate village folk or the highly educated city dwellers, that what they are doing is a sin and an immoral act. Let me illustrate my argument with some examples:.. Dowry is also one of the major factors behind corruption in government system. After globalisation, our desires and greed has increased with the increase in availability of products in the market. Accordingly, the amount of dowry has also increased. Now a groom with Rs 15,000 plus salary demands a car instead of a motorcycle. Those who cannot afford resort to female feticide or abandon the girl child. Further, despite a law prohibiting child marriage, a Unicef report says that over 47% girls (27% in urban and 56% in rural) in India are being married before the legal age of 18 years, leading to high maternal and neonatal mortality rate. One of the main reasons parents in rural areas marry their daughters at the early age (often misfit atch) is dowry. Further, the Domestic Violence Act 2005 was brought to protect women in the family from mental and physical violence but it has failed to make any impact. Studies reveal that over 95% of women don’t report domestic violence but still 81,344 domestic violence cases were registered in 2008 and 75,930 in 2007 in courts. The PCPNDT ACT prohibits female feticide but every year over one million girls are being killed before taking birth. The law has neither been able to deter people nor restrain doctors from indulging in the heinous crime. Killing the girl child before birth has today taken the shape of a multi-crore industry in states like Haryana, Punjab and Uttar Pradesh, where the child sex ratio has at many places has gone down below 750. Clearly, many things made illegal by the law are considered morally correct by society. the education system has also failed in inculcating moral values, be it rural or urban population. â€Å"Honour killing† also have a gender angle. Most killings are committed by the girl’s family while the boy’s family reconciles with â€Å"ladka hai sub chalta hai†, a girl carries the burden of family honour. If she elopes, her family is labelled to be lacking right â€Å"samskars†, hence unfit for â€Å"roti aur beti ka rishta†. For the girl’s family, killing becomes necessary for redemption. Besides killings, thousands†¦perhaps lakhs of girls are forced to marry against their wishes. Matrimonial columns show that the most families, even highly educated ones, prefer same-caste marriages. The youngsters have no freedom of choice. SOME CASES OF HONOUR/HONOR KILLING: * Zarghona 15 lies in U. P shelter killed by his father because she married to a BOY of lower caste. * Recent cases include a 16-year-old girl, Imrana, from Bhojpur who was set on fire inside her house in a case of what the police called ‘moral vigilantism’. The victim had screamed for help for about 20 minutes before neighbours arrived, only to find her still smoldering. She was admitted to a local hospital, where she later died from her injuries * In May 2008, Jayvirsingh Bhadodiya shot his daughter Vandana Bhadodiya and struck her on the head with an axe. In a landmark judgment in March 2010, Karnal district court ordered the execution of the five perpetrators of an honour killing, and imprisoning for life the khap (local caste-based council) head who ordered the killings of Manoj Banwala (23) and Babli (19), a man and woman of the same clan who eloped and married in June 2007. Despite having been given police protection on court orders, they were kidnapped; their mutilated bodies were found a week later in an irrigation REASONS OF HONOUR KILLING: The perceived dishonor is normally the result of one of the following behaviors, or the suspicion of such behaviors: * dressing in a manner unacceptable to the family or community * wanting to terminate or prevent an arranged marriage or desiring to marry by own choice * Being a victim of rape * Demanding a divorce , even in abusive relationship * Not following a strict dress code It is important to note that even the suspicion of a transgression is reason enough to justify a killing. Honour Killing – Some Key Facts The United Nations Population Fund estimates that 5,000 women are victims of honour killings every year * Honour killings are likely most pervasive in Pakistan and India, where they are known as karo-kari. Women are treated as property whilst honour is so deeply entrenched in society, that the government often turns a blind eye to these honour killings. Instead, the murders are reported as suicides or accidents. * In a study of female murders in Alexandria, India, 47% of the women were killed after the woman had been raped. * In some countries, men who carry out honour killings escape with lesser penalties. In India, honour killings are sanctioned by the law[2]. * Teenage brothers are often selected to be the executioner as their sentences are generally lighter than those handed down to adults. If it’s clearly a murder, why don’t the authorities stop it? Just like how bad habits are hard to break, it’s hard to realign deep-rooted beliefs. Officials in these countries often condone or ignore cases of violence against women, saying that it is a private matter. As a result, many honour killings go unreported and perpetrators face little, if any, punishment