Doing the assignment Essay Example | Topics and Well Written Essays - 6250 words

Doing the assignment - Essay Example This trend is exemplified by Mitsubishi Motors Corp. v. Soler 1 in which the United States Supreme Court held that antitrust disputes arising from international contracts are arbitrable. The court reached this conclusion against the background of a long line of U.S. cases that considered antitrust law fundamental to the ideological and economic integrity of the United States. 2 Underlying the Supreme Court’s decision in Mitsubishi was the presumption that the arbitrators in the case would respect the imperative provisions of the U.S. Sherman Act (which embodies U.S. antitrust principles), despite the fact that the applicable law in the case was Swiss Law. It thus seems that the increasing acceptance of international arbitration as a legitimate alternative to litigation implies an expectation on the part of States that arbitrators will, like judges, respect the basic notions of justice and in appropriate cases apply the mandatory provisions of relevant laws. It is one thing to grant parties the power to organize their dispute resolution process in a manner compatible with their objectives; it is a different matter to suggest that parties to an international arbitration are entirely free from the demands of public policy and fundamental provisions of relevant laws. 3 The integrity of international arbitration and its endurance as a viable alternative to litigation would seem to rest on arbitrators’ continual respect for public policy of States whose legitimate interests are implicated in arbitration disputes. Arbitrators therefore have to balance their respect for the autonomy of the parties’ will with the need to apply mandatory provisions of laws that are relevant to the dispute. In this chapter, we will examine the impact of mandatory rules in resolving the merits of a dispute before international arbitrators. The problem posed by mandatory rules in international arbitration will be put in perspective by

Forensic science paper Essay Example | Topics and Well Written Essays - 500 words

Forensic science paper - Essay Example From this article, it is clear that different knowledge and expertise of professionals in different disciplines can be used collaboratively to bring valid results. In trauma identification, physical anthropologists and forensic pathologists have different knowledge and expertise, though slightly related. The forensic anthropologists are trained in investigating age, sex, ancestry, and living stature of remains. They can also perform postmortem trauma identification. In as much as they can interpret trauma, forensic anthropologists are not fully responsible for the whole process. They collaboratively work with the forensic pathologists. Forensic anthropologists have the expertise in soft tissue wound interpretation, investigating death, and cause of death analysis; therefore, their results are integrated with those of forensic pathologists for a final interpretation. Forensic pathologists are the most influential in the whole process since they are responsible for determining the results and validity of the results. They are also in charge of interpreting the medicolegal aspects of a case. This instance indicates that in collaborative work, one group may be the most influential depending on the nature of the study undertaken. However, this cannot undermine the other less influential group, since its contribution to the study still matters. The article also brings out the impact of cross-disciplinary collaboration on other disciplines. The collaboration between forensic anthropologists and forensic pathologists in trauma interpretation is useful in the discipline of law, as the findings help in resolving medicolegal and crime cases. In these cases, forensic anthropologists can examine skeletal anatomy and taphonomic processes of human remains to determine cause and manner of death. Forensic pathologists do final pathological examination, interpretations, and the conclusions, before presentation to the court. To further prove the

Explain the factors to consider when planning a safe, but challenging environment for children.

Explain the factors to consider when planning a safe, but challenging environment for children. Explain the factors to consider when planning a safe, but challenging environment for children. The environment plays a major part in children’s safety, learning and development. Not only the material objects within an environment, but the emotional and social environment accounts also. â€Å"The health and safety of the environment is essential to ensure the safety and well-being of the children and in creating an enabling environment. In an enabling environment, babies and children will feel emotionally safe and secure, and will develop and learn most effectively.† Health and safety is one of the most important factors to consider when a practitioner provides an appropriate environment for learning and development. All staffs should have a responsibility for ensuring health and safety in their environment at all time. All staffs should meet minimum requirements for space within the room environments and staffs ratios. â€Å"These requirements will initially be calculated by ofsted when the setting is first registered, and they will provide a maximum number of children allowed in setting at any one time. This will also be broken down into how many children can be present in any one room at one time, depending on the age of the children.† â€Å"Children learn and develop well in enabling environment, in which their experiences respond to their individual needs and there is a strong partnership between practitioners and parents and carers† (EY – Development Matters Document) Meeting staff ratios is important because this ensuring the safety of the children by making sure children can be safety supervised whilst in their environment. â€Å"Failure to meet these ratios could cause accidents or injuries, as staff members would find it difficult to care for and surprise a larger number of children. â€Å" â€Å"Children from birth to two years require 3.5m ² space per child, at least half of the remaining staff members must be qualified to at least a recognised level two child care qualification. Child aged two to three years old require 2.5m ² space per child, at least one practitioner must be qualified to level three. Children aged three and above require 2.3m ² space per child, at least on practitioner must hold a level three qualification.† There are major pieces of health and safety legislations that play a role on the provision of an environment and must be followed by all employers. Explain the practitioners’ role within the wider, multi –agency environment. The role of the practitioner within a wider, multi-agency environment is to value and recognise the importance of this wider network for children. â€Å"Valuing this wider network demonstrates respect for the individual needs and characteristics of the child and family and enables all members of the community to work together.† Wider community plays role in children’s development and learning. â€Å"When a child has been identified as having additional needs, other professionals are a vital part of their care learning and development and will work in partnership with practitioners within the setting.† â€Å"The role of the practitioner has been identified as important in the provision of an enabling environment for children, with the practitioner holding an important role in the wider, multi-agency environment.† Describe the regulatory requirements that must be followed when organising an environment for children in the early years. The regulatory requirements that must be followed when organising an environment for children in the early years is the process of identifying any additional needs a child may have early in order to organise the best possible care and intervention for the children. â€Å"Practitioner has concerns around any area of a child’s development†. â€Å"The employer has overall responsibility for ensuring that health and safety is implemented†. All staff is responsible for ensuring health and safety at workplace is observed. â€Å"The building must be appropriately maintained and be suitable for purpose†. The environment should be clean, safe and appropriate for everyone in the setting. All equipments must be used safely. Accidents must be recorded and reported. The act also provides protection for employees is personal protection for employees is personal protective equipment must be provided free of charge and employees should be given instruction on its use, a safe working environment must be provided, first aid facilities must be provided. â€Å"COSHH is the law that all employers must follow in regards to harmful substances. All workplaces use harmful substances and the COSHH regulations are in place to ensure the safe use and storage of these materials†. All staff must carry out a COSHH risk assessment this because to identifying the potential risk of explosive to any harmful substance. All staff must ensure safety for the children by ensuring high levels of security across their premises, doors at the setting should be locked at all times. â€Å"Practitioners also need to make sure that the toys and resources they provide to the children are appropriate for their age and stage of development†. Evaluate the effectiveness of the environment in meeting children’s individual needs. Every setting should work closely with parents and multi-agencies. All setting should be aware of the support and services that other agencies provide, practitioners will support parents/carers to access these services. As a practitioner I should know that whenever I prepare environment for children or young people, I must know it’s important to consider their age and stage of development. I also need to ensure that the experiences and play opportunities offered carer the areas of development outlined in the EYFS. I also need to consider whether the environment meets the needs of the individual children. I should know children develop at different rates. As a practitioner I should know that some children will need more challenging activities while others may need a different type of activity or different resources. I should observe individual children to see how they engage with the environment will help me to plan appropriately. The most important activities during the day, such as playing, eating, sleeping, washing hands and going to the bathroom. â€Å"Children need to explore equipment and learn basic knowledge through direct experience†. Children with disabilities should be given the opportunity to take risks in their own play. As for with other children this will enable them to develop their self-esteem and confidence. â€Å"It is often difficult for parents to allow children with physical disabilities or medical conditions, such as epilepsy, to engage in physical play or ‘rough and tumble’ activities for fear of injury or seizure. They may therefore need reassurance to allow their children to participate.† â€Å"The emotional environment extends further than the furniture and resources contained within a space, and looks at feelings and emotions of the children within the learning environment†. The indoor environment have an immediate effect for children, this is when they will spend a large amount of their time. â€Å"The indoor environment should support the many different types of play that will support children’s learning and development†. â€Å"The EY values children’s independence and encourages child-initiated play and active learning. This needs to be reflected in the environment by organising toys and resources at child height to encourage children to access resources they wish to explore†. â€Å"The outdoor environment holds equal value to the indoor environment and provides many opportunities for learning and development. The outdoor environment provides a new context for learning to take place within and provides new opportunities†.

Freedom of the Press Essay -- The First Amendment

Freedom of the press is part of the five main freedoms represented in the first amendment of the constitution of the United States. The constitution was ratified in 1791 putting freedom of the press in full development. Since then many cases have evolved with this freedom, and the freedom had some role of developing future amendments and technology in modern day. Freedom of the press had a history even before its ratification, it helped to solve many court cases, and is used throughout modern times. First of all, this is the definition of freedom of the press from lawbrain.com. Freedom of the press guarantees the rights, â€Å"to gather, publish, and distribute information and ideas without government restriction or restraint†. Also it is guaranteed that Congress shall make no law abridging the freedom of the press. This means that one can post his own opinions in a newspaper or a magazine and no matter what the story is, unless it does not follow the laws of libel, obscenity, or sedition it is legal to post. There have been many critics that said there is no difference between freedom of speech and freedom of the press. It was a key issue and was not resolved until the late 20th century. According to Chief Justice Warren E. Burger in 1978, there is no difference between freedom of speech and freedom of the press unless; â€Å"the courts or the government determine who or what the press is and what activities fall under its special protection†( Burger). The history of the Freedom of the Press leads to the middle 18th century, especially the Stamp Act of 1865 and the events that followed. Samuel Adams, a radical used the colonial press to resist the Stamp Act and repeal it. He succeeded and soon after the Stamp Act was repealed. After ... ...inition, Court Cases, Articles, History - LawBrain." Legal Community | LawBrain - Making Laws Accessible and Interactive. Web. 01 June 2011. . Dictionary.com | Find the Meanings and Definitions of Words at Dictionary.com. Web. 01 June 2011. . Branzburg v. Hayes/ New York Times v. United States/ Schenck v. United States http://www.oyez.org/cases/1970-1979/1971/1971_70_85 / / http://www.oyez.org/cases/1901-1939/1918/1918_437. "First Amendment Resources Freedom of Press History." Free First Amendment and Constitution Day Education Materials. Web. 01 June 2011. . "Sedition Act of 1798." Index. Web. 01 June 2011. .

Compensation and Security for Employees

Discussed in this paper will be how employees are categorized and at what level they are categorized at. What the goals and expectations for each level are and how they can be reached. How compensation is dispersed and awarded and how the compensation is given. This paper will also discuss what kind of compensation is given, whether the compensation is monetary or in another form. This paper will also discuss what the incentives will be for reporting abuse of other employees or violation of company policies and procedures. The steps that the company will take to keep all incentives for the different categories and employees fair and equal. What kind of payouts for the different performances in each category. The paper will also include a section on why the compensation is awarded and how they will reward the employee or group (Snell, 2010). How to set the program to handout the incentive and when they will be awarded and how. It will also discuss whether the incentive is given yearly or if it is given quarterly. Also in the paper it will discuss how to motivate employees and how to keep employees motivated. Read this  Chapter 2 – Why Security is Needed Also being discussed will be putting in a compensation plan to attract new employees. Knowing how to manage unfairness and employees who think it is unfair to offer an incentive for a particular performance or for an organization. Putting the steps in categories will also help out the unfairness. Also being discussed is how the compensation will be presented. What steps will be taken to ensure that all employees are eligible for the compensation program. Giving the steps out so the employee knows what is to be expected. Compensation and Security for Employees Some companies have different levels of employees; some include entry level employees to executives. Categorizing employees is a little difficult, especially if there is a lot of turn over. Some employees that have been in the company for more than a year may still be in an entry level position, but deserve to be at a junior level position. The main purpose for this program is to ensure a low employee turnover. These employees should be compensated not for their position but how they perform in that position (Snell, 2010). Other companies may give a bonus or compensation for getting hired into the company. Bonuses are given mainly in monetary fashion; they are given also if the employee is at the company for six months or more. Categorizing employees is a big job, but also can save on money. Categorizing employees from entry level to CEO is difficult especially if there are several levels. The first step is to categorize employees is to know how many employees are in each level. Also included in the first step is a description of what each employee level is. How many employees there are in each level and how they get the incentive in the level. Level 1: entry level- fifty employees, these employees are the ones that have recently been hired, or have been with the company for six months to a year. Frequent turnover accrues with in the first two months of hire (Snell, 2010). That is why an incentive is give after the six month in the position. Level 2: junior level- thirty employees, these are the employees that have been with the company for a year or more a monetary incentive is usually given after the employee has given their commitment to the company for a year and a half. Level 3: lead level- twenty employees, these employees are the leads in their units or departments, they have been promoted from the junior level and have worked for the company for more the 2 years. The first incentive is the promotions; they also get an incentive for job performances in the first six months after becoming a lead. Level 4: supervisor level- fifteen employees, these employees have also been leads that have been promoted (Ederhof, 2011). Supervisors have worked for the company for four years or more. The incentive for this level is after a year of being a supervisor. The supervisory level compensation will be based on job performance, and the supervisors past performances. Level 5: manager level- forty employees, these employees are either hired for the manager level or they have been promoted from the supervisor level. These employees are committed to the company. Their incentive is for job performance, going above and beyond the call of their position. Level 6: Coordinator’s level-seventeen employees, these employees are listed as high as executives. These coordinators are budget coordinators, financial coordinators, company event coordinators. These employees are hired outside the company; they are hired for their skills of coordinating several departments. These employees know how to work through stress and deadlines. This level compensation is based solely on performance; there is still the six month compensation after hire. Compensation shows how they work through the stress and deadlines (Ederhof, 2011). Level 7: director’s level-ten employees, these employees are also hired outside the company; they have the skills and experience to do their job. These employees are responsible for several departments and the employees that work in those departments. The directors are higher than the managers. This is where deciding how the compensation will work for the remaining levels will get a little more difficult. They also are goal oriented and will make goals for the departments they run (Reh, 2013). Level 8: Administration Assistant’s level: five employees, these employees are usually hired outside due to unfairness of the other employees. The employees have four to five years’ experience in the field. Administrative assistants work directly with the CO’s and presidents. Their work is monitored above any employee in the company. Their stakes are higher when it comes to incentives and compensations. This is not an entry level position. Level 9: CO’s level- twelve employees, these employees have specific areas of experience. Some of the CO’s that would be in the company are: Chief executive officer (CEO) chief accounts officer (CAO), chief information officer (CIO), chief financial officer (CFO) to name a few. There is about eight to ten years’ experience in their field. Their goal is to keep things in their department running smoothly. Level 10: presidents level five employees; this level is the most difficult level to do incentives and compensations. They are the highest and most experienced in their areas. This level of employment makes all final decisions in the company. They work closely with directors in each department; knowing what is going on throughout the company is another objective that this level is kin on. Setting goals and expectations for the different levels is not as easy as it seems. The upper levels will have more difficult goals and expectations to achieve than the lower levels. This is the second step in the incentives and compensations plan. Anything that needs to be discussed about each level should be discussed with each level in a conference or a meeting (Super Jobs for You, 2009). Get the employees involved in their goals and expectations. Setting goals and expectations are very important, it keeps employees motivated and looking forward. Level 1: goals setting and expectations for the entry level positions. Sitting down with the level 1 employees the company found out that some of the goals are pretty similar. Having the employees set goals for themselves will help the employees achieve realistic goals and set short and long term goals (Goals and Expectations, 2011). Goals for entry level employees would include: to move up in the company, to have projects done on or before the deadline, being able to type 50 words per minute every day for a month. Bring job performance up to five percent in two weeks. Another goal would be win over customers that have not been in for a while. Achieving this goal would be for each level one employee. The goal would be to get back 3 customers within sixty days. Some personal goals for employees at level one is: being able to speak up in meetings, get along with co-workers better, to talk to their superiors a lot better without being terrified of being rejected. Level 2 employees have the same goals as the level one employee with some differences. Some goals that level two employees have set for themselves are as follows: wanting to move up in the company, get sales up to ten percent before the next quarter. The incentive for reaching the customer goal would be a hundred dollars and free lunch on the company for 3 employees of level one and three employees for level two. Some of the incentives for the level one employee, once they have achieved their goal, would be a promotion with a pay raise. For finishing a project before the deadline would be a fifty dollar bonus on their next check. Level two employees would be the same, a promotion and a pay raise. Once they achieve their goal of getting sales up the company will give incentive for the first three employees who reach the goal. The incentive will be a week vacation with pay. For level 3 employees the goal setting is a bit more complicated. Some goals could be: having their department reaches a team goal within thirty days. A team goal could be to increase communication through the entire department. Also getting employee feedback from the departments to reach the specific goal (Goals and Expectations, 2011). Giving out monthly progress reports to level one and two employees, telling the employees how they are doing and where they are to achieve their own personal and professional goals. Once the communication goal is reached by one department the entire department will get fifty dollars on their next paycheck and will get a free lunch to a great restaurant on the company. For the level three employees the incentives for reaching goals and expectations would be a week’s paid vacation from the company for achieving the progress report goal for the first 4 employees. This goal is also available to the level four employees also. For level 4 employees they will also make up goals for themselves as well. Some of the goals would be figuring out how to relieve the stress from their employees to increase productivity and performance. How to keep employees from going home early or calling in sick from work on Fridays. Some suggestions would be giving the employees free massage on their breaks, giving a longer lunch hour on Fridays. Setting and posting team goals that are simple and are seen everywhere. Level 5 employees personal goals could be to get out on the floor to help out lower level employees about sixty percent of the day for the next sixty days. The department goal could be to develop a plan to keep more employees from quitting and to lower turnover by fifty percent. Whichever level achieves this goal will get a twenty-five percent raise. The levels that will be competing will be levels four, five and seven. Levels 6 employees will have goals and expectations to fulfill. Some goals and expectations could be to stay up-to-date on advertising until the end of the year. Plan a company event three times a year. The big goal is to talk to customers about what they want out of the company, or what they want to see the company change and make it happen within six months. Achieving this goal would get the coordinator responsible a thirty percent raise and 2 weeks paid vacation. For the entire company goals would be an award of their choosing for working in the company for five, ten, fifteen and twenty and so on years. The awards would be for five years a plaque that says for five years of service in the company and would have the employees name on it. The ten year anniversary would be an award of their choosing, like a stereo or two hundred dollars cash. Every year would have an award that is a little more expensive and elaborate. For reporting violations and abuse to co-workers the incentive would be the same hundred dollars for reporting sexual harassment, reporting a violation of the code of conduct would award the employee with a free membership to the gym of their choice or ten free massages for two. For referring new employees the employee would get fifty after the new employee was hired and hundred after the new employee was at the company for six months. Steps that the human resource management will take to ensure that all compensation and incentives are fair and equal to all levels. Step one is to figure out different higher goals for each employee at each level. Keep goals short-term. Let all employees at the lower level know they have the potential to achieve all goals and expectations. Also let them know they lso have the ability to be promoted wit in the company. Also letting all employees know that they are valued in the company. Giving out â€Å"treats† to all employees at the end of a really long work day or work week. Company parties, picnics or celebrations, to let the employees know they are valued in the company. Celebrating the employees birthdays, to let them know that the company remembers them and that they are special. Conclusion In conclusion the paper discussed compensation and incentive for employees at all levels in the company. These employees should be compensated not for their position but how they perform in that position (Snell, 2010). Other companies may give a bonus or compensation for getting hired into the company. Bonuses are given mainly in monetary fashion; they are given also if the employee is at the company for six months or more. The steps that the company will take to keep all incentives for all the different categories and employees fair and equal. What kind of payouts for the different performances in each category. The paper will also include a section on why the compensation is awarded and how they will reward the employee or group (Snell, 2010). How to set the program to handout the incentive and when they will be awarded and how. Categorizing employees is a big job, but also can save on money. Categorizing employees from entry level to CEO is difficult especially if there are several levels. The first step is to categorize employees is to know how many employees are in each level. Also included in the first step is a description of what each employee level is. How many employees there are in each level and how they get the incentive throughout the time they spend in that level. For the entire company goals would be an award of their choosing for working in the company for five, ten, fifteen and twenty and so on years. The awards would be for five years a plaque that says for five years of service in the company and would have the employees name on it. The ten year anniversary would be an award of their choosing, like a stereo or two hundred dollars cash. Every year would have an award that is a little more expensive and elaborate.

JFK Inaugural Speech Essay Essay

Patriotic yet hopeful, John F. Kennedy urges the American citizens to act as a community with the rest of the world. Anaphora and abstract words aid him in highlighting his hopes for the pursuit of community in the world. Hortative and imperative sentences were also strongly delivered in his speech to justify what the citizens of America should be doing to make these hopes become a reality. With these devices, the pursuit of a sense of community between America and the rest of the world is desired amongst the American citizens and international audience. Claim) Kennedy reaches out to the citizens’ emotional sense through abstract words in his clever application of anaphora. Evidence) â€Å"To those old allies whose cultural and spiritual origins we share, we pledge the loyalty of faithful friends.† Kennedy delivers passionately these abstract words, such as â€Å"cultural† and â€Å"loyalty† to emotionally arouse the citizens in a positive way. He continues by elaborating about and creating pledges with anaphora to further appeal to the American citizens’ emotions. â€Å"To those old allies†, â€Å"To those new states†, â€Å"To those people in huts and villages†, â€Å"To our sister republics south of our border†, and â€Å"To that world assembly of sovereign states, the United Nations† tie the world together through the pledges that follow this anaphora that Kennedy makes in the name of America. â€Å"Let both sides explore†, â€Å"Let both sides, for the first time, formulate†, â€Å"Let both sides seek to invoke†, and â€Å"Let both sides unite† was declared by Kennedy shortly after to show how â€Å"both sides† should come together also in rhythmic, catchy application of anaphora. Insight) Kennedy was able to captivate the American citizens through their emotional convictions through these rhetorical devices. Anaphora is applied to put great emphasis on these pledges and shift the speech to its climax. Abstract words create an emotional arousal in the citizens that should cause them to act on those pledges. This gets them to pay closer attention and feel more involved. Claim 2) Kennedy exposes his earnest attitude on the matter of having the world come together through his sentence selection of hortative and imperative.

Free Essays on Death And Honor

â€Å"are you the Beowulf who competed with Breca, vied with him at swimming in the open sea when, swollen with vanity, you both braved the waves, r... Free Essays on Death And Honor Free Essays on Death And Honor The following will show how the characters from "Beowulf" perceived their deeds in life as the build up to the way their bodies would be cared for after death and how their people would remember them. Unlike modern times burial ceremonies were based on what a person accomplished rather then who the person was. In essence if you were a great hero you got a wonderful send off, if you were a peasant farmer you were luck if you got a stone cairn over the hole your body was in. In the Norse world, both gods and humans know their inevitable destiny is death. The heroic goal is fame after death... great and glorious deeds that inspire poets and singers are the only measure of immortality that a mortal can achieve. The Norse hero's greatness is measure by the quality of his life and the courage and dignity with which he faces his inevitable death. The characters of Beowulf cannot determine when they die, but they can try to determine how they live and die. Life is a tragic experience, and the best one can hope for is to live and die with dignity. It should be noted; the characters that rail against the inevitability of death are usually the ones who act with dishonor and treachery. First thing to note is the contrast between Beowulf and Unferth, the Danish warrior. Beowulf accepts death as inevitable and purposely seeks out deeds that will bring him glory while he lives and fame long after he is gone. He takes pride in himself and his accomplishments â€Å"in my youth I achieved many daring exploits† (400) and values relationships, and is willing to travel, â€Å"I have sailed here from so far†, (420) in order to help people because he is seeking to add to his fame. Unferth is afraid and jealous of Beowulf fame. Which is clearly shown when he speaks in the feasting-hall with these words â€Å"are you the Beowulf who competed with Breca, vied with him at swimming in the open sea when, swollen with vanity, you both braved the waves, r...