Posts Tagged ‘government’

The Truth Of The Matter As It Applies To » Employment Law Assistance

Saturday, December 25th, 2010

employment law assistance
New law passed: In Australia, anyone diagnosed with HIV automatically is eligible for a disability pension...?

Because HIV has no cure, Australia recognises the disease as a terminal illness that impairs your ability to work and maintain employment. So my question is this:
How does the USA financially support HIV+ people in finding accomodation, medical insurance, access to education and training opportunities? Can HIV+ people apply for ANY government assistance or are they left out in the cold?

In the US..we do have funing for HIV Positives...and for those who have sero-converted to AIDS
Ryan White funding...is avalible for HIV/AIDS infected...it is city/state/and federal funding..for health care and medications
there are other funds avalible
AICP- AIDS Insurance Continuation Program
ADAP - a Drug program for medications
HOPWA -Housing assistance for Poeple with AIDS
Some states have PAC Med-Waiver Programs that assist with funding and services designed to keep the ill , out of the hospital and comfortable at home
Bush is continually cutting the funding, and the GLBT have had to be inventive on how to keep raise and maintain funding
Ms World Leather 2002 Karen McGee...raised almost half a Million dollars in Funding for housing services for the HIV/AIDS community..her work is still making a diffrence in the HIV community

RMT - Legal Assistance for Members

Concerning » Employment Law Environment Coupled With Comparable Studies

Thursday, December 23rd, 2010

employment law environment
Would Mexico be better if the USA and Mexico become one nation?

Improvement of the Mexican people lives, Employment, Environment. Freedom of choice in Politics. More guarantees of education, security, more drug laws, less crime, less corruption.

Oh heck no if that was to happen it would be the ghetto of the USA. I read in an artitical a few week back where Vincente Fox of Mexico was talking to some people of Columbia saying that the Mexicans were going to over rule our government. Don't know how true the source really was but as daddy says talk is cheap.

Downington Pennsylvania Medical Malpractice Lawyers - Wusinich, Brogan & Stanzione, Attorneys

The Truth Of The Matter As It Correlates To » Employment Law Alerts

Wednesday, December 22nd, 2010

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Perdue addresses employment, budget, Easley
The governor spoke about her predecessor during a Q&A session Thursday
OBAMA PUSHES ANTI GUN TREATY!!! ALERT

The Truth Of The Matter As It Correlates To » Uk Employment Law Website Along With Comparable Studies

Saturday, December 18th, 2010

uk employment law website
Lawyer’s erotic tales of life in Moscow ‘based on colleagues’
A high-flying lawyer sacked after she wrote an erotic novel based her fiction on colleagues, a tribunal heard today.
Employment Law Specialist

An Important Simple Outline With Regards To » Employment Law Legislation Uk Along With Other Studies

Thursday, December 16th, 2010

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Employment Legislation?

Does anyone know if there is any kind of legislation within UK law, concerning time taken off work by a woman who needs to attend a hospital appointment for a mommogram.
One of my friends had to go for one and now is being asked to make the time up at work, or her pay will be docked.
Could anyone shed some light on this for me please and if possible provide me with link for written proof so that I can print it off for her employers.
Thanks.

I am afriad most of these answers are right - there is no written legislation to cover this - it is down to the employer. Most companies will stipulate that wherever possible medical appointments should be made outside of working time - if your friend is a full time worker then this would be pretty much impossible however her employer is not obliged to give her the time off with pay. One option is her for her to claim back any extra time she has worked recently? Good luck to your friend.

Drafting Employment Contracts

Another Simple Overview Involving » Employment Law Murray

Wednesday, December 15th, 2010

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Law and Legal Affairs: Legal update
• AWARDS DRIFT: The snow storms which affected most of central Scotland last Monday have led to a further extension to the deadline for entries in the Scott + Co Legal Awards
Mr. Murray, Seeker of EMployment.

The Reality As It Pertains To » Employment Law Atlanta Ga Coupled With Similar Analyses

Thursday, December 9th, 2010

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Best place to live in Atlanta for young family?

We will be a mid to late 20's family with one kid and one dog relocating from ft. benning, ga to Atlanta. Wife is an accountant, I will seek employment with local law enforcement depending on where we end up. Looking for a place that is relatively safe, good schools, house prices that match our jobs, diverse would be nice, close enough so I can take my son to some ballgames. Any help would be appreciated.

Northen Dekalb County, in the cities of Chamblee, Tucker, Dunwoody, and (to some extent) Doraville. They are very diverse neighborhoods, close to 285 and 85, and the schools are great. The only flaw may be that the property values are pretty high, possibly in the 200s +.

or

Southern Gwinnett County, in the cities of Lilburn, Norcross, Duluth, and Snellville. Again, good schools and neighborhoods, but a bit pricey.

If you want a lot of property for a little money, I would suggest Douglasville in Douglas County, and Conyers in Rockdale County. The areas are good, but much further from d-town ATL.

Litigation Lawyer / Attorney in Georgia - Overview

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A Quick Summary About » Federal Employment Laws And Regulations In Addition To Similar Research

Saturday, December 4th, 2010

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Why do Federal agencies REFUSE to regulate Federal employers?

Federal employer is actively violating numerous Federal Laws and regulations, yet "regulatory agencies" REFUSE to even conduct legitimate investigations. Much less take any action to bring to an end the violations of the employees' rights.

My Federal employer is a "unionized" place of employment (LOL), but the employer has taken steps to IMPROPERLY influence the union steward through unlimited absences and "illegal suspensions", so the employer can then PAY the union steward for NOT being present to represent the employees!

Law. The federal government is not always required to follow its own regulations which apply to private industry.

Carol Ann Swain Says Enforce Immigration Laws To Provide Jobs To Legal Workers

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Concerning » Employment Law Race

Tuesday, November 30th, 2010

employment law race
Anti-discrimination law reviewed in Haverford
HAVERFORD — A proposed anti-discrimination ordinance that would add provisions for sexual orientation and gender identity/expression sparked lively discussion at Monday’s work session, when it was reviewed in preparation for the Nov. 8 commissioners meeting.
Discrimination on the grounds of age, race, religion, sexual orientation

A Complete Simple Summary With Regards To » Employment Law News 2009

Saturday, November 27th, 2010

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How can this be from our beloved 0bama?

7 Months After Stimulus 49 of 50 States Have Lost Jobs
America Now Over 6 Million Jobs Shy of Administration's Projections
Wednesday, October 21, 2009

The table below compares the White House's February 2009 projection of the number of jobs that would be created by the 2009 stimulus law (through the end of 2010) with the actual change in state payroll employment through September 2009 (the latest figures available). According to the data, 49 States and the District of Columbia have lost jobs since stimulus was enacted. Only North Dakota has seen net job creation following the February 2009 stimulus. While President Obama claimed the result of his stimulus bill would be the creation of 3.5 million jobs, the Nation has already lost a total of 2.7 million – a difference of 6.2 million jobs. To see how stimulus has failed your state, see the table below.

http://www.republicans.waysandmeans.house.gov/News/DocumentSingle.aspx?DocumentID=150826

Funny, Not even1 trillion dollars can create jobs, when you give it to the Government ! Not that we gave it to them, they just stole it from our children and grand children !

Tamil Language mandatory in the State sector 26. 06. 2009- ITN News Sri Lanka

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A Short Overview About Application Of Federal Employment Laws Along With Other Analyses

Thursday, November 25th, 2010

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What does "your case is in the security office" mean? Is it sitting somewhere gathering dust or what?

I have an application pending with a federal law enforcement agency. This is my status.
Category Status Remarks
Pre-Employment Forms completed:All pre-employment forms have been received.
Qualificationscompleted:A review of your work experience and/or education has been completed and you have been found to be qualified at Grade 7
Medical Examcompleted:Medical requirements have been successfully completed.
Structured InterviewcompletedCongratulati... You have passed the interview process.
Drug Screeningcompleted:You have successfully completed the Drug Test requirements.
Background Investigation pending:Your case is in the security office.
Fitnesscompleted:Fitness test has been successfully completed
It has been 12 months since date of application.

They are waiting for the results of your background investigation to come back. Generally, this is the longest part of the process.

California Employment Laws & Labor Rights

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The Reality As It Correlates To » Employment Law In Uk Government Together With Similar Research

Wednesday, November 24th, 2010

employment law in uk government
UK Employment Law question. Please see below?

Is their a UK Government Body or Department that protects Employees? I think my wife's Employer is conning his staff and I wondered who I could report them too. There is NO head office to refer it to and the person doing the conning (in my opinion) is the Employer himself. I've already tried ACAS and they weren't much use.

I had a wry smile to myself when I read your question; the husband of an otherwise satisfactory employee of mine drove me close to dismissing her based on the amount of time he was wasting sending letters about how she wasn't being treated properly and how he was going to report me to ACAS, the police and Trading Standards - the whole incident based on the fact that she'd made a mistake with her NI number and a request had been made to her to provide her NI card or a document with the number printed to prevent the mistake being repeated.

All that by way of saying that your wife is an adult and that, while it's laudable that you're trying to protect her, you really shouldn't be creating an atmosphere in her workplace that she'll have to deal with while you're remote in the background and safe from fallout. If she's being 'conned' then there are avenues which your wife can pursue, perhaps with your assistance if she asks for it.

XpertHR: New UK Government

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A Quick Conclusion With Regards To Employment Law Decisions Along With Comparable Studies

Monday, November 22nd, 2010

employment law decisions
Do you think there is danger of our surrendering to a police state?

As I look around at the freedoms Americans have given up without much thought in the last few years, I have to wonder: are we poised, willing and ready to become a police state?

If arbitrary decisions by individuals in the law enforcement community can lead to your being spied upon, denied the right to travel, perhaps even being black-listed from gainful employment, and we are left with no meaningful appeal in the process... doesn't this strike you as an odd response to 9/11, which was conducted, it has been said by those very agencies who are eroding our rights, because 'they hate our freedom'...

This is a serious question, and I would ask you not to dismiss it, or respond with rancor.

I understand your fears after 9/11 phones tapped, photo radar etc I do not believe we are in a Police State yet the best thing you can do personally is study the candidates & VOTE!

Review Your Employment Decisions With Statistics

With Regards To Employment Law Nursing Coupled With Other Research

Saturday, November 13th, 2010

employment law nursing
E-books download?

Please tell me the name of any site from where i can dowmload e-books for free or copy the books available on those sites for free. I m specifially looking for books on topics like

1. Business Formation
2. Business and Corporate Law
3. Contracts
4. Copyright Services
5. Court Reporting Services
6. E-Filing Services
7. Environmental Law
8. Expert Witness
9. Immigration Law
10.Intellectual Property Law
11.Labor and Employment Law
12..Legal Billing
13.Legal Claims Processing
14.Legal Coding
15.Legal Nurse Consulting
16.Legal Research
17.Legal Transcription
18.Litigation Support Services
19.Paralegal Services
20.Patent Services
21.Property Law
22.Trademark Services

Download a bit torrent file before you download off of these sites. (found at download.com)

1. http://www.torrent-finder.com
1. http://www.torrentspy.com

Search through those sites.

Fazio DiSalvo Cannon Abers Podrecca Fazio & Carroll FL

About Employment Law Water Together With Similar Research

Thursday, November 11th, 2010

employment law water
Is there an employment law voilation?

My employer closed our office at the holidays to save on expenses (Electrical, labor, water,AC..ect), as we were very slow. We were asked to take vacation/sick days. However, this is becoming a once a month event now for 5-10 days at a time. We were told to us our vacation time once more or we would not get paid. Most of us do not have enough vacation or have already requested our vacation for the upcomming year and are now being bullied into not talking it. Are their any specific laws that would apply to assist the employees?

File for unemployment get your waiting week in they are saying use vacation so you get paid for the week. So now you have an option file and go without pay for that week, but the next time it happens you can collect

Arizona: A war on civil rights, new legislation and protests. -teaser

A Quick Net Summation Of Employment Law Central Together With Other Studies

Sunday, November 7th, 2010

employment law central
Good News!: Black Employment Picture Improved In October
*While African Americans continue to have the highest unemployment rate of any major population group, the overall situation appeared to have improved last month with Black unemployment falling from 16.1 percent in September to 15.7 percent in October. According to the monthly Labor Department report released on Friday, this improvement took place while the jobless [...]
Blackstone's Employment Law Practice 2010

A Simple Summary With Regards To » Federal Employment Law Summary As Well As Comparable Analyses

Saturday, November 6th, 2010

federal employment law summary
Can plaintiff's attorney be charged with aiding and abetting a fraud on the court by defense counsel.?

Is there any precedence where a plaintiff's attorney refuses to place in evidence proof of defense counsel's subornation of perjury and perjury of defendant’s witnesses, as a aiding and abetting a fraud on the court? The case involves wrongful termination for employment discrimination and retaliation for refusing to help the company win a $2 billion defense contract by using the competitors trade secrets and competition sensitive documents. Plaintiff's attorney would not even consider forwarding evidence of violations of federal law to the US District Attorney. Plaintiff's attorney did not object to 11th hour evidence and allowed defense counsel to submit material evidence that if known would have precluded summary judgment on all but one of the causes of action; this adds to the possible aiding and abetting a fraud on the court by defense counsel and his witnesses.

I don't think you will find your answer on YA.

Over-70 Exception Does Not Apply to Nonrenewal of Employment Contracts Based on Age

A Quick Conclusion About » Federal Employment Laws Overtime And Similar Research

Wednesday, November 3rd, 2010

federal employment laws overtime
Labor investigates vets' overtime issue
The U.S. Department of Labor will investigate alleged overtime pay violations at a suburban Cincinnati animal hospital run by a veterinarian and his daughter.
Definition of Sweat Shop: cut a stone with this old blade!

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The Latest Simple Outline In Regard To Employment Law United States Coupled With Comparable Analyses

Monday, October 18th, 2010

employment law united states
how many employment law cases happed in the united states in 2006?

how many employment law cases happed in the united states in 2006?

There's no way to tell. the first problem is the use of "happened" - what does that mean? Cases that resulted in demands? Cases that resulted in actual lawsuits being filed?

The easiest, indeed, probably the only statistic, you could find would be the number of lawsuits. You'd have to go state by state to see if the court systems track them by category... then get federal statistics, and do the math.

The problem is that here the category would most likely be contract - and few systems probably track by the word employment.

It's Your Law, Mike Kuborn

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A Simple Web Overview Of » Employment Law Weather

Friday, October 15th, 2010

employment law weather
Employment Law - Forced holiday?

Hiya

During the winter we get 2 weeks holiday, but due to the bad snow / weather, my boss called 3 days before we were due to go back to work and told us to take another week off work. He paid us for this extra week holiday.

Now it is time for our trade fort night holidays and he is saying we are only entitled to 1 week as we had an extra week in January.

To me, this is unfair, we didn't ask for the holiday and we didnt ask to be paid for it. There is only 3 of us at work, and no-one was out, that was my bosses decision, can he make us abide by his rule on this? We only allowed 1 week?

Contract says - 2 weeks Xmas, 1 Week Easter, 2 Weeks Summer and 3 Days September.. No mention of bad weather etc etc

We are a roofing company, if that helps any?

This really isn't an employment issue. This would be a contractual issue. You would have a very hard time fighting this and in the end, I can guarantee it would be more pain than what it is worth. Since he is offering you the same amount of paid time, I don't see a judge ruling in your favor despite what the contract says. You are still receiving the same paid time off. You didn't mention whether or not you disputed the bad weather paid vacation. If you have a documented dispute with your employer that states you disagreed with the extra paid week off, then you might have something. The fact that you accepted that extra week off will be construed as you agreeing to the new terms whether or not you verbally accepted it. Your act of not disputing the extra paid week off at the time will constitute acceptance of your summer week early. A contract isn't needed for that. Your boss would just need to prove that you willingly accepted the paid week with no dispute. Your lack of getting "the facts" and asking your boss how that week was going to be paid is your fault. Not your boss'. Consider it a change order, or amendment to your employment contract.

If you refuse to accept his interpretation, you can sue him, but what do you hope to gain? You technically are NOT losing anything. You are still receiving the same amount of paid days off. There is nothing to gain here. Take your one week and consider it a lesson for next winter.

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A Revealing Discussion And Synopsis About » Employment Law Labor Law

Wednesday, October 13th, 2010

employment law labor law
How do I comply with tax and employment laws when hiring a full time housekeeper?

My father-in-law needs to hire a full time housekeeper and he wants to know if there is a resource out there that can help him comply with all IRS tax laws and department of labor laws. Also, he's like to know if he needs insurance or any other things he should be concerned about. Thanks for the advice!

IRS Schedule H Instructions describe Household Employment Taxes:

http://www.irs.gov/instructions/i1040sh/index.html

Usually the person hired as you describe would be an employee, so your father would have to do as instructed on Schedule H. If your father hires someone from a service, he would just pay that service, no 1099 would be issued. It is unlikely that a full-time housekeeper would be considered an independent contractor/sole proprietor.

If your father needs a full-time employee to help him because of a medical condition, some of those expenses may be deductible as medical expenses. Read about medical expenses here (see Nursing Care, Home Care):

http://www.irs.gov/publications/p502/ar02.html#d0e1858

A Small Synopsis With Regards To » Hawaii Employment Law Health Insurance As Well As Comparable Studies

Monday, October 11th, 2010

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Microsoft, Boeing, Amazon Line Up Against New Washington Tax
Big employers say proposed state income tax on the rich would hurt state's economic competitiveness.
Massage therapist career outlook in Maui, Hawaii

A Revealing Debate And Synopsis Regarding » Employment Law Victoria Australia Together With Other Research

Monday, October 4th, 2010

employment law victoria australia
How does one become a Forensic Psychologist or Forensic Psychiatrist in Victoria, Australia?

I currently hold a Bachelor's Degree in Psychology (Interpersonal & Organisational) from Victoria University, and am attending the University of Melbourne doing a Graduate Certificate in Criminology (my subjects include criminological theories from graffiti to terrorism, Criminal Law, Policing, and societal structures in reference to crime) from which I hope to go on to do further studies.

I've got experience as an Interviewer in an informal counselling-type position (which can arise depending on the client) at a community information, crisis, and support service, and have certificates in Applied Suicide Intervention Skills Training (ASIST), and Assessing & Delivering Services to Clients with Complex Needs (CHCCS6B).

What kind of employment positions can I apply for at the end of my current degree?

And which employment positions could I apply for (which do not necessarily have to be Forensic, or Psychology-related) with reference to my experience and education?

Hi Oscar. In England, we study for the Master of Science MSc in Forensic Psychology. It is 2 years and involves allot of legal training. I thought it would be different than what it actually is and even though it is well paid, I choose not to do this now in the traditional sense. If I am honest, I found the people corrupt that I worked with and also I did not get any real satisfaction from helping anybody as my job was listening to criminals and paedophiles reason and blame others for their own horrendous crimes. You could go into the Police and probably do very well. Forensic social work or young offenders team work would also be an option for you

Spring Migration Gay & Lesbian Festival North East Vic

The Reality As It Relates To Employment Law News Uk

Sunday, October 3rd, 2010

employment law news uk
New Police Recruits Could Work For Nothing
Potential police officers in the UK's biggest force may be asked to work as volunteers for free for 18 months before being taken on.
Ignorant Landlords UK (Suzy Butler) 5

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Regarding » Texas Employment Law Websites Along With Comparable Studies

Saturday, September 25th, 2010

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In The Papers 22 September
Trintech receives takeover attention | Tyndall and Intel sign research agreement | Shared services centres to create jobs | HP, Oracle settle Hurd dispute | Twitter plans targeted ads
Goldman Sachs economic mafia ^^

A Quick Summation About » Employment Law Law School

Monday, September 20th, 2010

employment law law school
what are the job prospects like for someone graduating from columbia law school or nyu law school?

how difficult is it gain employment in the law field?

According to Bureau of Labor Statistics, USA, Employment of lawyers is expected to grow 11 percent during the 2006-16 , but Job opportunities often are adversely affected by cyclical swings in the economy.
The employment prospects for some one graduating from columbia law school or NYU law school are incredible

Sweaty dogs and Employment after law school

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A Meaningful Brief Summary Pertaining To » Employment Law Rules As Well As Comparable Analyses

Saturday, September 11th, 2010

employment law rules
what are the rules of self employment or sub contracted?

im a hair dresser . i pay own tax and ni. we dont get paid holidays and treated as self employed but have to work 9 to 5 even if we dont get clients in but then we dont get paid. we only get paid for the work we do. we are now told we are subcontracted to work those hours. what are the laws and where do we stand

This is a big con. If you HAVE to work the hours specified by the salon, you can't be self employed. Its a way of employer's not having to pay holiday pay and NIC, etc. I would contact your local tax office and ask to be put in touch with the status inspector and ask them to give a ruling on your status. It's shameful the way employers try to dodge their responsibilities.
The sub contract situation the previous answerer speaks of relates to the construction industry.

Internships: Know the Rules

An Exposing Discussion And Summary Regarding » Employment Law Italy

Wednesday, August 11th, 2010

employment law italy
How can I declare my employment to the UK government if my employer don't want to do so?

Hello all,

I'm working regularly (five days a week) and my income is less than £6000 per year. The trouble is that my employer (which is a private family) is not still declaring my employment to the government. I think that this is not fair (and maybe illegal too), so I would like to notify to the government that I'm working, in order to avoid any future problem. If my employer don't want to do her job, at least I will do my part.

Someone told me that there is a government website on which I can declair my job status. Does anyone know which one it is?

I don't really know how the law works in the UK, but if a situation like this happens in my country (Italy) both of us will be in trouble. I really want my peace of mind.

Thanks all for your kind help.

Get in contact with your local Customs & Excise

http://www.hmrc.gov.uk/index.htm

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Another Quick Overview With Regards To » Online Employment Law Help

Friday, August 6th, 2010

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Does an F-2 visa allow online business?

Hi,

I know that F-2 visa doesn't allow any kind of employment with a payroll, but what about having an online shop?

I'm currently living in the US on an F-2 visa (my husband is a student). I really have nothing to do since I'm not allowed to work and I'm thinking to start a small online shop selling my artwork. Is this OK? Will I break the law if I do this?

Is receiving a bank transfer or a check (but not payroll) lawful for my case? And what about using PayPal?

Please help me. I'm desperate.
Thank you.

If you are making your money in the United States, that is generally considered work, whether it's through a traditional employer or through self-employment. And, unfortunately, F-2s are not allowed to work.

You could try to retain an immigration attorney to see if there are any ways to do it where everything is handled overseas, but if you're in the U.S., I think that will be tough.

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A Quick World Wide Web Conclusion Of » Employment Law Expat As Well As Similar Research

Sunday, August 1st, 2010

[mage lang="" source="flickr"]employment law expat[/mage]
As an Expat contract worker in Norway, can I choose not to avail of any Health Insurances.?

In my first year working here in Norway as a consultant engineer, I was not required to pay for any Health Insurances by my employment agency. When my contract ended, I went back to my home country.

This is now my second time working here in Norway, after six months off.

I am now with a new employment agency, and I am bothered by this new system. According to my new agency, I need to pay for my Health Premiums, in which I did not choose to have.

My friends who are also working in Norway, in another agency aren't required to pay for any Health Insurances.

As an Expat contract worker in Norway, can I choose not to avail of any Health Insurances. Does the Norwegian Law say anything about this?
Is National Health Insurance covered by my tax payments?

You can get expat health insurance...search the web about it:)

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The Reality As It Correlates To » Employment Law Compliance Act In Addition To Comparable Studies

Wednesday, July 28th, 2010

[mage lang="" source="flickr"]employment law compliance act[/mage]
Event honors Disability Act
It was easy to identify people celebrating the 20th anniversary of the Americans with Disabilities Act on Sunday at the Town Common. Not because of their wheelchairs or other assistance devices, but because they wore bright orange T-shirts.
2009/10 Provincial Premier's Awards Finalist - Employment Standards Branch

A New Simple Overview Regarding Employment Law Free Advice Online

Friday, July 16th, 2010

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Where Can I Get My Free Credit Report and Other Questions Answered

You can get your free online Experian Credit Report at the FreeCreditReport web site when you sign up for a free trial of Triple AdvantageSM Credit Monitoring. Simply fill out your information for identification purposes, answer a few questions and your credit report will be available to you on-line, in no time at all, once your identity has been confirmed.

Your Username and Password will enable you to view your credit report on some of these services for 30 days over the Internet in the most secure environment that they can provide. You will also have access to an array of benefits located in services like - My Credit Center.

Getting your free Credit Report and Credit Score is the first step in knowing your credit. Monitoring your credit report allows you to stay on top of your credit on a daily basis.

You should do this to take the guesswork out of what/'s happening with your credit.

Your credit is one of your most important assets. Having good credit means you should have more options to borrow money at the lowest cost and from the best lenders. It also means that others who look at your credit such as landlords, insurance companies, or even prospective employers re less likely to turn you away or penalize you because you have poor credit.

Your personal credit report contains such information as your name, current and previous addresses, phone number, Social Security number, date of birth, and current and previous employers. Your spouse/'s name may appear on your version of the credit report, but it will not appear on the version that is provided to others. This information comes from your credit applications, so its accuracy depends on your filling out the forms clearly, completely and consistently each time you apply for credit.

Creditreport.imess.net is worth a try. Many people say they have used it to monitor their credit and some have said that they also cleaned off some bad items from their credit report. You can apply for a free initial plan and get your scores and reports for free.

In all your thoughts about credit reporting do keep in mind there are 3 reporting agencies. If you keep track of when you pull each of the three then you can spread it out to one every 4 months. That would be ideal if you could do that.

Freecreditreport.com, Experian, Transunion, Equifax are all in it to make some money from providing these reports. So many people are asking where they can get a genuine free credit report without having to give up my credit card information and sign up for some monthly membership or a dumb "identity theft monitoring alert" service?

Unfortunately, in order to get your credit report a lot of the websites ask for your credit card information. They do that so when you sign up for a free trial if you don/'t cancel within that time they can charge your account. Myfico.com is one of the best ones out there. I understand that users have reported that they signed up for there free 30 day trial and also cancelled it before the 30 days was up and indeed didn/'t get charged anything.

What is a free credit report?

The answer lies in the last three words of your question and is self-explanatory. A free credit report is when a credit bureau provides an individual a copy of their credit report without a charge.

It/'s exactly what it says it is. A free credit report.. in other words, you don/'t have to pay for it.

Am I entitled for a free credit report?

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Military Robots And Unmanned Vehicles Market Shares, Strategies, And Forecasts, Worldwide, 2010 To 2016-Aarkstore Enterprise

LEXINGTON, Massachusetts (January 22, 2010) Announces that it has a new study on Military Ground Robots and unmanned vehicles. The 2010 study has 513 pages, 190 tables and figures. Worldwide markets are poised to achieve significant growth as the military ground robots and unmanned vehicles are used globally. Growth comes as the nature of combat changes in every region while the globally integrated enterprise replaces nationalistic dominance.

Military robot automation of the defense process is the next wave of military evolution. As automated systems and networking complement the Internet , communication is facilitated on a global basis. The military charter is shifting to providing protection against terrorists and people seek to maintain a safe, mobile, independent lifestyle. Much of the military mission is moving to adopt a police force training mission, seeking to achieve protection of civilian populations on a worldwide basis.

According to Susan Eustis, the lead author of the study, ¡°the purchase of Military Robots s is dependent on budget constraints. The use of Military Robots s is based on providing a robot that is less expensive to put in the field than a trained soldier. That automation of process has appeal to those who run the military.

Robots are automating military ground systems, permitting vital protection of soldiers and people in the field, creating the possibility of reduced fatalities. Mobile robotics operate independently of the operator.

The innovation coming from all the vendors is astounding. No one innovation is more significant than another. One vendor, BAE Systems has an ant size robot useful for reconnaissance and networking robots in development. As soldiers take up secure positions behind a wall, they deploy a small reconnaissance team. The initial deployment is poised to be a very, very small reconnaissance team. Some hopping, some flying, the stealthy autonomous reconnaissance squad vanishes into a suspicious building for several minutes, then relays the all-clear back to its partners outside when that is the case.

What is good for a robotic unmanned ground vehicle is also good for an ummanned vehicle. Multiple technological, logistical, political and market forces share a quantum singularity that has brought mobile robotics to the point where robots are useful to every arm of the military services. This is a phenomenon that will have a major impact on the way we run the military and police societies.

Use of remote-control toys in Iraq started as improvised robots to check out possible roadside bombs. There has since been a flurry of activity on the robotic explosive ordnance disposal (EOD) front since that early beginning. Deliveries of smaller and cheaper Bots are anticipated.

The emergence of a market for intelligent, mobile robots for use in the field and the confined areas of city fighting presents many opportunities. Units used in public spaces and on the battlefield create a better, more flexible, more cost efficient military.

Technology is used to actuate the disparate robot types. Core robotics research and advances in robotic technology can be applied across a variety of robotic form factors and robotic functionality. Advances feed on and off of each other. With each new round of innovation, a type of technological cross pollination occurs that improves existing robotic platforms and opens up other avenues where intelligent mobile robots can be employed, effectively creating new markets.

Roboticists are more advanced in their training and in the tools available to create units. Military robots have evolved from units used in the field to manage different situations that arise. Robots save lives..

Defense security systems have an emphasis on causality reduction during combat. This has resulted in investment in robotics technology that is useful. Robotic research is on the fast track for government spending. Congress passed a law making it an Army goal that by 2015, one©third of the operational ground combat vehicles are unmanned. The US Navy and Marines have similar initiatives underway.

Military ground robot market forecast analysis indicates that vendor strategy is to pursue developing new applications that leverage leading edge technology. Robot solutions are achieved by leveraging the ability to innovate, to bring products to market quickly. Military purchasing authorities seek to reduce costs through design and outsourcing. Vendor capabilities depend on the ability to commercialize the results of research in order to fund further research. Government funded research is evolving some more ground robot capability.

Markets at $831 million in 2009 are anticipated to reach $9.7 billion by 2016.

Report Methodology

This is the 428th report in a series of primary market research reports that provide forecasts in communications, telecommunications, the Internet, computer, software, telephone equipment, health equipment, and energy. Automated process and significant growth potential are a priorities in topic selection. The project leaders take direct responsibility for writing and preparing each report. They have significant experience preparing industry studies. Forecasts are based on primary research and proprietary data bases.

The primary research is conducted by talking to customers, distributors and companies. The survey data is not enough to make accurate assessment of market size, so it looks at the value of shipments and the average price to achieve market assessments. Our track record in achieving accuracy is unsurpassed in the industry. We are known for being able to develop accurate market shares and projections. This is our specialty.

The analyst process is concentrated on getting good market numbers. This process involves looking at the markets from several different perspectives, including vendor shipments. The interview process is an essential aspect as well. We do have a lot of granular analysis of the different shipments by vendor in the study and addenda prepared after the study was published if that is appropriate.

Forecasts reflect analysis of the market trends in the segment and related segments. Unit and dollar shipments are analyzed through consideration of dollar volume of each market participant in the segment. Installed base analysis and unit analysis is based on interviews and an information search. Market share analysis includes conversations with key customers of products, industry segment leaders, marketing directors, distributors, leading market participants, opinion leaders, and companies seeking to develop measurable market share.

Over 200 in depth interviews are conducted for each report with a broad range of key participants and industry leaders in the market segment. We establish accurate market forecasts based on economic and market conditions as a base. Use input/output ratios, flow charts, and other economic methods to quantify data. Use in-house analysts who meet stringent quality standards. Interviewing key industry participants, experts and end-users is a central part of the study. Our research includes access to large proprietary databases. Literature search includes analysis of trade publications, government reports, and corporate literature.

Findings and conclusions of this report are based on information gathered from industry sources, including manufacturers, distributors, partners, opinion leaders, and users. Interview data was combined with information gathered through an extensive review of internet and printed sources such as trade publications, trade associations, company literature, and online databases. The projections contained in this report are checked from top down and bottom up analysis to be sure there is congruence from that perspective.

The base year for analysis and projection is 2009. With 2009 and several years prior to that as a baseline, market projections were developed for 2010 through 2016. These projections are based on a combination of a consensus among the opinion leader contacts interviewed combined with understanding of the key market drivers and their impact from a historical and analytical perspective. The analytical methodologies used to generate the market estimates are based on penetration analyses, similar market analyses, and delta calculations to supplement independent and dependent variable analysis. All analyses are displaying selected descriptions of products and services.

This research includes referencde to an ROI model that is part of a series that provides IT systems financial planners access to information that supports analysis of all the numbers that impact management of a product launch or large and complex data center. The methodology used in the models relates to having a sophisticated analytical technique for understanding the impact of workload on processor consumption and cost.

It has looked at the metrics and independent research to develop assumptions that reflect the actual anticipated usage and cost of systems. Comparative analyses reflect the input of these values into models.

The variables and assumptions provided in the market research study and the ROI models are based on extensive experience in providing research to large enterprise organizations and data centers. The ROI models have lists of servers from different manufacturers, Systems z models from IBM, and labor costs by category around the world. This information has been developed from research proprietary data bases constructed as a result of preparing market research studies that address the software, energy, healthcare, telecommunicatons, and hardware businesses.


Table of Contents :


MILITARY GROUND ROBOT EXECUTIVE SUMMARY ES-1
Military Ground Robot Market Driving Forces ES-1
Future Combat System (FCS) Program Transitions to
Army Brigade Combat Team Modernization ES-2
Robots Operate Independently ES-2
Military Robots Market Driving Forces 5
Military Ground Robot Market Shares ES-6
BAE Systems Ant Size Robot ES-7
Military Ground Robot Market Forecasts ES-8

1. MILITARY ROBOTS MARKET DESCRIPTION AND MARKET DYNAMICS 1-1
1.1 Delivering Robotic Capabilities to Combat Teams 1-1
1.2 Military Robot Scope 1-2
1.2.1 Military Robot Applications 1-3
1.3 Army's G8 Futures office 1-6
1.3.1 Delivering Capabilities to the Army's Brigade Combat Teams 1-8
1.3.2 Transition Between The Current Market And
Where The Market Is Going 1-9
1.3.3 Different Sizes of UGVs 1-10
1.4 Types of Military Robots 1-12
1.4.1 Telerob Explosive Observation Robot and Ordnance Disposal 1-12
1.4.2 QinetiQ North America Talon® Robots
Universal Disrupter Mount 1-15
1.4.3 General Dynamics Next-Generation
CROWS II Increases Soldiers Safety 1-17
1.4.4 Soldier Unmanned Ground Vehicle from iRobot 1-18
1.5 UGV Enabling Technologies 1-19
1.5.1 Sensor Processing 1-20
1.5.2 Machine Autonomy 1-21
1.6 Military Robot Bandwidth 1-22
1.6.1 UGV Follow-Me Capability 1-22
1.6.2 Communications Bandwidth 1-23
1.6.3 Battery Power 1-23
1.6.4 Combination Of Batteries Linked To
Onboard Conventional Diesel 1-24
1.7 SUGVs 1-25
1.7.1 Mid-Size Category UGV 1-25
1.7.2 Large UGV 1-26
1.7.3 U.S. Army Ground Combat Vehicle 1-27
1.7.4 TARDEC 1-28
1.7.5 Tacom 1-29

2. MILITARY GROUND ROBOT MARKET SHARES AND FORECASTS 2-1
2.1 Military Ground Robot Market Driving Forces 2-1
2.1.1 Future Combat System (FCS) Program Transitions to
Army Brigade Combat Team Modernization 2-2
2.1.2 Robots Operate Independently 2-2
2.1.3 Military Robots Market Driving Forces 2-5
2.2 Military Ground Robot Market Shares 2-6
2.2.1 General Dynamics Robotic Systems 2-9
2.2.2 Northrop Grumman Remotec Andros 2-10
2.2.3 Northrop Grumman / Remotec 2-10
2.2.4 Northrop Grumman Remotec UK Wheelbarrow Robots 2-12
2.2.5 iRobot Government & Industrial Robots 2-12
2.2.6 QinetiQ / Foster-Miller 2-15
2.2.7 Qinetiq / Foster-Miller TALON EOD robots 2-16
2.2.8 NAVEODTECHDIV Funds QinetiQ
Foster-Miller Talon Robots 2-17
2.2.9 Foster-Miller TALON Responder and EOD 2-17
2.2.10 Kongsberg CrowsII Military Robot System 2-18
2.2.11 BAE Systems Ant Size Robot 2-19
2.2.12 Telerob Rapid Response Vehicle 2-20
2.2.13 Boston Dynamics 2-21
2.2.14 Robotic Technology Robot 2-21
2.3 Military and First Responder Robot Market Shares 2-23
2.4 Military Ground Robot Market Forecasts 2-27
2.4.1 Mid Range Military Robot Market Forecasts 2-29
2.4.2 High End Military Robots 2-33
2.4.3 Mid Range Unmanned Vehicle UVV Market Forecasts 2-35
2.4.4 High End Unmanned Vehicle UVV Market Forecasts 2-38
2.4.5 SUGVs 2-40
2.4.6 Small Military Robots Used In Networks 2-42
2.4.7 Remotely Controlled Armed Robots Deployed In Iraq 2-45
2.4.8 Robots For Defense And Homeland Security 2-46
2.4.9 U.S. Army Small Unmanned Ground Vehicle (SUGV) 2-47
2.4.10 Defense Advanced Research Projects
Agency, or DARPA Tactical Teams 2-47
2.4.11 Application Scope 2-48
2.4.12 U.S. Military Robots Key to Iraq Surge Success 2-48
2.5 Military Robot Regional Market Analysis 2-50
2.5.1 iRobot Geographic Information 2-52

3. MILITARY ROBOTS PRODUCT DESCRIPTION 3-1
3.1 iRobot 3-1
3.1.1 iRobot® PackBot® 510 with EOD Kit 3-2
3.1.2 iRobot® PackBot® 510 with First Responder Kit 3-3
3.1.3 iRobot® Warrior™ 700 3-4
3.1.4 iRobot® PackBot® 500 with RedOwl Sniper
Detection Kit 3-5
3.1.5 iRobot® PackBot® 510 with FasTac Kit 3-8
3.1.6 iRobot® PackBot® 500 with ICx Fido®
Explosives Detection Kit 3-8
3.1.7 iRobot® PackBot® 510 with HAZMAT Detection Kit 3-10
3.1.8 iRobot® SeaGlider 3-11
iRobot® SeaGlider 3-11
3.1.9 iRobot® Ranger 3-12
iRobot® Ranger 3-12
3.1.10 iRobot Aware 2.0 Robot Intelligence Software 3-13
3.2 Northrop Grumman 3-14
3.2.1 Andros HD-1 : Compact, Lightweight Platform 3-14
3.2.2 Northrop Grumman Vehicle Data / Communication Links 3-17
3.2.3 Northrop Grumman F6A - Versatile Platform 3-17
3.2.4 Northrop Grumman Vehicle Data / Communication Links 3-20
3.2.5 Northrop Grumman Mark V-A1 - Highly
Versatile, Robust, All-Terrain Platform 3-20
3.2.6 Northrop Grumman V-A1 Features 3-22
3.2.7 Northrop Grumman Vehicle Data / Communication Links 3-23
3.2.8 Northrop Grumman Mini-ANDROS II - Compact,
Capable, Two-Man-Portable Platform 3-23
3.2.9 Northrop Grumman Mini Andros II Features 3-25
3.2.10 Northrop Grumman Vehicle Data / Communication Links 3-26
3.2.11 Northrop Grumman Wolverine - Outdoor,
All-Terrain Workhorse 3-26
3.2.12 Northrop Grumman Wolverine 3-28
3.2.13 Northrop Grumman Vehicle Data / Communication Links 3-29
3.3 General Dynamics 3-30
3.3.1 General Dynamics Next-Generation CROWS II
Increases Soldiers Safety 3-31
3.4 Kongsberg 3-33
3.4.1 Kongsberg CrowsII Military Robot System 3-33
3.4.2 Kongsberg Addresses Underwater Diver Incursion 3-34
3.4.3 Kongsberg Norwegian Mine Reconnaissance Program 3-34
3.5 BAE Systems 3-36
3.5.1 BAE Systems Ant Size Robot 3-36
3.5.2 BAE Personal Robots 3-38
3.5.3 BAE Systems Large UGV 3-39
3.6 Lockheed Martin 3-39
3.6.1 Lockheed Martin Multifunction Utility/
Logistics and Equipment Vehicle (MULE) 3-40
3.6.2 Lockheed Martin Large NUWC Manta UUV 3-42
3.6.3 Lockheed Martin Large NUWC Manta UUV
For The Offshore Oil Industry 3-44
3.6.4 Lockheed Martin AN/WLD-1 Remote
Minehunting System (RMS) 3-44
3.7 QinetiQ North America TALON® Robots 3-48
3.7.1 QinetiQ North America Talon® Robots
Universal Disrupter Mount 3-50
3.7.2 Qinetiq / Foster-Miller 3-52
3.7.3 Foster-Miller TALON Family of Military Robots 3-53
3.7.4 Foster-Miller New: Two-Way Hailer 3-54
3.7.5 Foster-Miller TALON Responder 3-54
3.7.6 Foster-Miller EOD Robots 3-56
3.7.7 Foster-Miller SWORDS Robots 3-58
3.7.8 Foster-Miller CBRNE/Hazmat Robots 3-60
3.7.9 Foster-Miller TALON SWAT/MP 3-61
3.7.10 Foster-Miller MAARS Robot 3-62
3.7.11 Foster-Miller Dragon Runner Field Transformable SUGV 3-64
3.7.12 Foster Miller TALON GEN IV Engineer 3-65
3.7.13 Foster Miller TAGS-CX Unmanned Vehicle 3-66
3.7.14 QinetiQ TAGS-CX Unmanned Vehicle 3-67
3.7.15 Combat Engineer Route Clearance Robot 3-70
3.7.16 Talon MAARS™ Robots 3-75
3.8 Telerob 3-78
3.8.1 Telerob - EOD / IEDD Equipment, EOD
Robots and Vehicles 3-78
3.8.2 Telerob TEODor Heavy Duty Explosive
Ordnance Disposal (EOD) Robot 3-80
3.8.3 Telerob Telemax High-Mobility EOD Robot 3-81
3.8.4 Telerob EOD / IEDD Service Vehicles 3-81
3.9 Versa / Allen Vanguard 3-86
3.9.1 Allen Vanguard VANGUARD® ROV 3-88
3.9.2 Allen Vanguard Defender Robot/ROV 3-97
3.9.3 Allen Vanguard ROV-Track CBRNE 3-102
3.10 Boston Dynamics 3-106
3.10.1 Boston Dynamic LittleDog - The Legged Locomotion
Learning Robot 3-107
3.10.2 Boston Dynamic PETMAN - BigDog gets a Big Brother 3-109
3.10.3 Boston Dynamic RHex Devours Rough Terrain 3-110
3.10.4 Boston Dynamic RiSE: Climbing Robot 3-112
3.11 Robotic Technology 3-115
3.11.1 RTI Military Memetics (Information Propagation,
Impact, and Persistence ¨C Info PIP) Project 3-116
3.11.2 RTI Humanoid And Legged Robots 3-116
3.12 Fujitsu Service Robot (enon) 3-118
3.13 Gostai SOS 3-119
3.14 Kairos Autonomi 3-121
3.15 Scripps Bluefin Robotics Spray glider UUV 3-122
3.15.1 Scripps Bluefin Robotics Spray Glider
Sensors, Navigation, and Communications 3-123
3.16 Boeing¡¯s AN/BLQ-11 Long-term Mine
Reconnaissance System (LMRS), 3-129
3.17 Boeing Advanced Information Systems 3-133
3.18 Sonatech 3-135
3.19 BAE Systems Underwater Systems 3-135
3.20 Gunsmith Jerry Baber 3-136
3.21 IVTT Program Intelligent Vehicle
Robot Hops Over Walls 3-137
3.21.1 Robotic Technology Precision Urban Hopper 3-139
3.21.2 Robotic Technology Robot 3-139

4. MILITARY ROBOT TECHNOLOGY 4-1
4.1 Military Robot Enabling Technology 4-1
4.2 Intel Integrated Circuit Evidence-Based Innovation 4-3
4.2.1 Open Robotic Control Software 4-5
4.2.2 Military Robot Key Technology 4-6
4.2.3 PC-Bots 4-10
Visual Simultaneous Localization & Mapping 4-10
4.3 Advanced Robot Technology: Navigation, Mobility,
And Manipulation 4-11
4.3.1 Robot Intelligence Systems 4-11
4.3.2 Real-World, Dynamic Sensing 4-12
4.4 User-Friendly Interfaces 4-12
4.4.1 Tightly-Integrated, Electromechanical Robot Design 4-13
4.5 Field Based Robotics Iterative Development 4-14
4.5.1 Next-Generation Products Leverage Model 4-15
4.5.2 Modular Robot Structure And Control 4-15
4.5.3 Lattice Architectures 4-16
4.5.4 Chain / Tree Architectures 4-16
4.5.5 Deterministic Reconfiguration 4-16
4.5.6 Stochastic Reconfiguration 4-17
4.5.7 Modular Robotic Systems 4-17
4.6 Intel Military Robot Cultivating Collaborations 4-18
4.7 Hitachi Configuration Of Robots Using The SuperH Family 4-18
Hitachi Concept of MMU And Logic Space 4-19
Robotic Use of Thin Film Lithium-Ion Batteries 4-23
4.8 Network Of Robots And Sensors 4-24
4.8.1 Sensor Networks Part Of Research Agenda 4-25
4.8.2 Light Sensing 4-26
4.8.3 Acceleration Sensing 4-27
4.8.4 Chemical Sensing 4-27
4.9 Military Robot Technology Functions 4-27
4.10 Carbon Nanotube Radio 4-28
4.11 Military Robot Funded Programs 4-30
4.11.1 Future Combat System (FCS) Program
Transitions to Army Brigade Combat Team Modernization 4-30
4.11.2 XM1216 Small Unmanned Ground Vehicle (SUGV) 4-32
4.11.3 UUV Sub-Pillars 4-33
4.11.4 Hovering Autonomous Underwater Vehicle (HAUV) 4-36
4.11.5 Alliant 4-36
4.11.6 ATSP is a Government-Wide Contracting Vehicle 4-38
4.11.7 Quick, efficient contracting vehicle 4-38
4.11.8 Facilitates Technology And Insertion Into Fielded Systems 4-38
4.11.9 Access to all Northrop Grumman sectors 4-39
4.12 iRobot Technology 4-39
4.12.1 iRobot AWARE Robot Intelligence Systems 4-39
4.12.2 iRobot Real-World, Dynamic Sensing. 4-40
4.12.3 iRobot User-Friendly Interface 4-40
4.12.4 iRobot Tightly-Integrated Electromechanical Design. 4-41
4.13 Evolution Robotics Technology Solutions 4-42
Evolution Robotics Example Applications 4-44
4.14 NASA Exploratory Robots 4-45
4.14.1 NASA Spirit Robot 4-46
4.14.2 NASA's Mars Exploration Rover Spirit 4-48
Sample NASA Sprit Sol-By-Sol Summary: 4-50
4.14.3 Opportunity Update 4-51
4.14.4 NASA Opportunity Sol-By-Sol Summary 4-52
4.14.5 NASA Opportunity Robot 4-54
4.15 Remote Controlled Robot Missions 4-55
4.15.1 Auto-Navigation System Takes Pictures
Of The Nearby Terrain 4-59
4.15.2 Mars Robotic Rovers Spirit And Opportunity 4-61
4.16 Self-Reproducing Machines 4-62
4.16.1 M-TRAN Modular Transformer 4-62
4.16.2 Attitude Control In Space By Control Moment Gyros 4-63

5. MILITARY ROBOT COMPANY PROFILES 5-1
5.1 American Reliance Inc. (AMREL) 5-1
5.1.1 Amrel Field Expedient Robot Controls Interoperability 5-2
5.1.2 Amrel Small-Footprint, Highly Integrated,
Rugged Mobile Computing Solutions 5-2
5.2 BAE Systems 5-2
5.2.1 BAE Systems Ant Size Robot 5-3
5.2.2 BAE Personal Robots 5-5
5.2.3 BAE Systems Large UGV 5-5
5.3 Boston Dynamics 5-5
5.4 Doosan Infracore / Bobcat Company 5-6
5.5 General Dynamics 5-7
5.5.1 General Dynamics Combat Autonomous Mobility
System (CAMS) 5-7
5.5.2 General Dynamics $60 Million Contract by U.S.
Air Force for Mission Operations Support 5-8
5.5.3 General Dynamics Revenue 5-9
5.5.4 General Dynamics Business Group Revenue 5-10
5.5.5 General Dynamics Combat Systems Awards 5-13
5.5.6 General Dynamics Land Systems $24
Million Contract To Supply Commanders Remote
Operated Weapons 5-13
5.5.7 General Dynamics Canadian Government¡¯s
LAV III Upgrade Program 14
5.5.8 General Dynamics U.S. Military Vehicle Business 5-15
5.6 Gostai 5-16
5.7 iRobot 5-16
5.7.1 iRobot Home Robots 5-17
5.7.2 iRobot Government and Industrial Robots 5-17
5.7.3 iRobot Locations 5-17
5.7.4 iRobot Military Programs 5-17
5.7.5 iRobot Revenue 5-19
5.7.6 iRobot Geographic Information 5-25
5.7.7 iRobot Significant Customers 5-25
5.7.8 iRobot Description 5-25
5.7.9 iRobot Industry Segment, Geographic Information
and Significant Customers 5-27
5.7.10 iRobot Home Robots 5-27
5.7.11 iRobot Government and Industrial 5-27
5.7.12 iRobot Geographic Information 5-32
5.7.13 iRobot Home Robot Division Revenue And Units Shipped 5-33
5.7.14 iRobot Government And Industrial Division 5-34
5.7.15 iRobot Strategy 5-36
5.7.16 iRobot Government and Industrial Products 5-38
5.7.17 iRobot Home Robots 5-42
5.7.18 iRobot Government & Industrial Robots 5-42
5.7.19 iRobot Partners and Strategic Alliance 5-43
5.7.20 iRobot / Boeing Company 5-43
5.7.21 iRobot / Advanced Scientific Concepts 5-43
5.7.22 iRobot / TASER International, 5-44
5.8 Kongsberg 5-44
5.8.1 Increased Scope of Kongsberg CROWS II
Framework Agreement 5-45
5.8.2 Kongsberg Ownership 5-45
5.8.3 Kongsberg Manufacturing locations 5-46
5.8.4 Kongsberg Operations Revenue 5-47
5.8.5 Kongsberg Employees 5-47
5.9 Lockheed Martin 5-48
5.9.1 Lockheed Martin Defense Department Positioning 5-49
5.10 Northrop Grumman 5-53
5.10.1 Northrop Grumman Remotec Robots 5-54
5.11 Qinetiq / Foster-Miller 5-55
5.11.1 QinetiQ UK MOD and the US DoD provide target markets 5-56
5.11.2 QinetiQ Revenue 2005-2009 5-58
5.11.3 QinetiQ North America 5-61
5.11.4 QinetiQ Revenue 5-64
5.11.5 QinetiQ UK 5-66
5.11.6 QinetiQ North America 5-66
5.11.7 QinetiQ Autonomy and Robotics 5-67
5.11.8 QinetiQ Group Revenues 5-68
5.11.9 QinetiQ Business Review Governance 5-70
5.11.10 QinetiQ Revenue By Customer 5-71
5.11.11 QinetiQ North America 5-73
5.12 QinetiQ North America / Foster-Miller 5-75
5.12.1 QinetiQ North America / Foster-Miller 5-77
5.12.2 QinetiQ Common Robotic Controller (CRC) 5-77
5.12.3 QinetiQ North America World-Class Technology 5-78
5.12.4 QinetiQ North America Technology Solutions Group 5-79
5.13 Robotic Technology Inc. 5-79
5.13.1 RTI Energetically Autonomous Tactical Robot (EATR) Project 5-80
5.13.2 RTI Intelligent Vehicle Technology Transfer (IVTT) Program 5-81
5.13.3 Robotic Technology Precision Urban Hopper 5-84
5.13.4 Robotic Technology Robot 5-85
5.14 Telerob 5-85
5.14.1 Telerob - EOD / IEDD Equipment,
EOD Robots and Vehicles 5-86
5.14.2 TEODor Heavy Duty Explosive
Ordnance Disposal (EOD) Robot 5-87
5.14.3 Telerob Telemax High-Mobility EOD Robot 5-88
5.14.4 Telerob EOD / IEDD service vehicles 5-88
5.14.5 Telerob¡¯s Electrical Force-Reflecting-Manipulators (FRMs) 5-91
5.14.6 American Crane and Equipment Corp
and Telerob Partnership 5-92
5.15 Versa / Allen-Vanguard 5-93
5.15.1 Allen Vanguard Trading Suspended on Stock 5-94
5.15.2 Allen Vanguard HAL® EOD/IEDD/
Search Tasks Hook and Line System 5-96
5.15.3 Versa / Allen Vanguard Equinox I 5-99
5.15.4 Versa / Allen Vanguard Field Test Set 5-100
5.15.5 Allen-Vanguard Revenue 5-100
5.16 VIA Technologies 5-103
5.16.1 VIA Technologies Complete Platform Provider 5-104
5.16.2 VIA Technologies Market Leadership 5-104
5.16.3 VIA Technologies Global Operations 5-105
5.16.4 VIA Technologies Meeting the Market Challenge 5-106
5.16.5 VIA Technologies Dynamic Fabless Business Model 5-107
5.17 Selected Manufacturers of Military Robots 5-107
5.18 Government Agencies and Other Organisations
Using Military Robots 5-111
5.18.1 RTI Intelligent Vehicle Technology Transfer (IVTT) Program 5-114


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3 of 3, Russell Brimelow

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A Quick Synopsis About » Irish Employment Law Information Coupled With Similar Research

Friday, July 9th, 2010

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History of the parole system

History of the parole system:

Introduction:

The origin of parole can be associated with the work of a number of individuals who headed prisons; they includeBrockway Zebulon in the year 1867, Alexander Maconochie in the year 1840 and Walter Crofton in the year 1854, Brockway Zebulon run the Elmira penitentiary in the New York while Alexander Maconochie was the governor of the Norfolk Island prison, Walter Crofton was the governor of the Irish prison. All the above contributed to the introduction of parole system in the prison system.

Paroles in the united states were introduced by Brockway Zebulon in the year 1876 as a way to reduce jail overcrowding and at the same time as a way to rehabilitate prisoners by encouraging them to win their way out of prison through good behavior, involves the supervision of a criminal after serving part of jail term and the convict is allowed to live in the community under supervision, the parole period is dependent on the decisions made by the board of parole, violation of parole will result into re imprisonment of the convict.

Brockway Zebulon was born in 1827 and died in the year 1920, he served as a prison warden in the united states where in later years he brought major reforms into prisons, he was in later years regarded as the father of prisons after he introduced major reforms in the prison institutions, he run the Elmira penitentiary in the New York from the year 1876 to the year 1900, however in the year 1912 he authored a book entitled fifty years of prison service.

The origin of parole however can also be attributed to the work of Alexander Maconochie and Walter Crofton, Maconochie was the governor of the Norfolk Island which is located off the coast of Australia, conditions in this penal colony were so bad especially for those who were serving life time imprisonment, Maconochie introduced a prison structure whereby prisoners who arrived in jail were first put under strict imprisonment, then through conditional release and finally freedom, the movement from one stage to another depended on the amount of points prisoners would earn.

Definition of parole:

Paroles are ways in which criminals are supervised in order to determine whether they are likely to commit the same crime or any other crime during this time period, if they do commit a crime during this period then they are sent back to prison to serve a jail term, both probations and paroles are set to determine the rehabilitation level of a convict and whether the convict is fully rehabilitated and whether he or she can live with the society without committing crimes.

Parole is a privilege where one is eligible to parole if the prisoner receives a minimum and maximum sentence and after serving the minimum sentence the parole board may decide to put him or her under parole after a consideration hearing, this is in contrast with probation where it's determined by the judge.

The roles of paroles were therefore to reduce prison term based on good behavior, to supervise the convict after being granted parole and grant freedom to those with uncertain sentences and therefore reduce indeterminate sentences and the major concepts underlying the parole process include the reduction of jail term after good and responsible behavior in prison, supervision of parolees and finally reduce indeterminate sentences.

Paroles are granted to convicts by the parole board, when the parole board feels that a certain individual who has served his minimum term is responsible and can join the community under supervision; on the other hand probations are imposed by the judge as part of the sentence.

Difference between parole and probation:

Paroles and probations are viewed by many people as the same, however exist differences between probation and parole, Probations were introduced by John Augustus, it is an order given by judge as an addition to jail term, probation allows a convict to live in the community under custody of a probation officer for a specified period of time in which the convict will be under supervision, in 1879 they were introduced by many American states.

Paroles and probations are usually used to refer to the same thing but the two play different roles in rehabilitating prisoners, probations are additional charges on prisoners by a judge which requires that the prisoner is supervised after leaving a prison and checked whether he or she can leave in the community without committing a similar offence, paroles on the other hand are rewards granted to prisoners for good behavior, they entail a reduction in the number of years and months one serves in prison.

Another difference is that the probation is administered by a judge before imprisonment depending on the seriousness of a crime committed, the parole is granted to a convict after serving all or part of his sentence in jail and these is granted by the board of parole in prisons depending on the behavior of the convict in jail.

Every one leaving prison is placed under parole for a certain period of time and he or she is required to regularly meet with the parole officer, however a convict does not go under probation after prison because the probation is determined by the judge during sentencing, however during probation it is also required that one meets with the probation officer regularly.

Parole is a privilege where one is eligible to parole if the prisoner receives a minimum and maximum sentence and after serving the minimum sentence the parole board may decide to put him or her under parole after a consideration hearing, this is in contrast with probation where it's determined by the judge.

Probation is a sentence which is imposed by a judge as a part of the sentence passed while parole is supervision after prison, paroles are a must for everyone leaving prison but for probations they are based on a judge's decision where it is imposed on a person as a part of the sentence.

Parole entails many condition which are set by a the board of parole, if a person under parole commits a crime or fails to regularly meet with the parole officer then the prison can return back to prison because of violating terms and conditions of parole, this will lead to the person being sent back to prison to serve the rest of his or her sentence.

Paroles are granted to persons by the parole board when the parole board feels that a certain individual who has served his minimum term is responsible and can join the community under supervision; on the other hand probations are imposed by the judge as part of the sentence.

History of parole in the United States:

Therefore the roles of paroles were to reduce prison term based on good behavior, to supervise the convict after being granted parole and grant freedom to those with uncertain sentences and therefore reduce indeterminate sentences.

In the year 1867 the department of justice in the united state was created, further there was the first statute created that would oversee the reduction of jail terms for convicts with good behavior, this statute was referred to as the good time statute which is what is referred to as parole today. The statute ensured that those chosen through showing responsible behavior in prisons would face a reduction of their jail term, in this year one month per year of the jail term would be reduced if the warden and secretary of interior approved that a convict deserved to be paroled after showing responsible behavior.

In the 1867 statute the warden in charge would observe the behavior of a prisoner and determine whether they deserved to be paroled, however the warden would not authorize the paroles and the interior secretary in a prison would authorize a parole after the warden had approved the parole.

In the early 1870's the statute on parole was amended which was referred to as the good time statute, however the duties of the interior secretary which related to the discharge of prisoners for parole were transferred and this duties were assigned to the department of justice in the united states, therefore the discharge of prisoners through parole were to be effected through authority from the attorney general and not by the interior secretary of a penitentiary.

In 1981 the attorney general was given the authority to reduce sentences but this was not to exceed two months, this was done through amendment of a legislature providing for the establishment of federal penitentiaries.

In the same year a revision on the good time credit was made which allowed all convicts an equal chance to be paroled, the revision ensured that the credits to good behavior would exceed with the length of the jail term whereby the more the number of years one was to serve in prison then the more the number of months one was likely to get.

In addition to these it was amended that prisoners in prison industries would gain a three day credit per month for the first year and five days each month in the other years in a penitentiary, therefore this made it possible for those in prison industries to be paroled for three days per month which would reduce the time spent in jail.

In the year 1902 the paroles were under control of the officers in prisons, the parole board was established which was to have three members where the deputy warden would act as the chair person, the parole board would determine the rules and regulations and expected behavior, prisoners would be called before the board and behavior analyzed to determine whether the convict deserved a parole, however incase of misconduct and a convict was denied credit the attorney general granted authority to restore credit to convicts if recommendations and evidence are provided to him by the warden.

The parole board established was to oversee the granting of paroles based on the convicts behavior, however other factors that they were to observe were the convicts criminal history, prior opportunities granted to the convict under supervision in the community, behavior in the prison for the jail term served and also the convicts release plan regarding issues such as accommodation, education and employment

In 1910 there was the amendment of the act that allowed all in mates who were sentenced and confined in any United States prison would have automatic and equal chance to parole laws set in those institutions. This act also provided that no parole would take effect until the attorney general approves it and that violation of parole the parole board had the power to return the parolee to prison, each prison was also required to employ a parole officer who would supervise the convict during the parole period and also assisting parolees to obtain employment.

In 1913 the rules that governed the parole board were formulated, there was also an amendment that allowed prisoners who were serving lifetime imprisonment to be paroled after serving fifteen years, from this year however no further amendments were made until the year 1930.

Major parole alterations were made in the year 1930's, and amendments to the parole systems were made, this include the following:

A single parole board was created and the three members of the parole were allowed to grant paroles without any further approval by the attorney general, the salaries for each of the three parole members in this year was 7,500 dollars per annum.[8]

Convicts who were sentenced for life in jail would be released on the basis of parole once they served 15 years in prison, other amendments were done in the year 1930 and years after which have overseen the current parole regime we have today.

During the years paroles have been governed by rules and regulations that are followed up to date, a parolee must:

  • Meet with parole officer
  • Obey rules and regulations
  • Must report to the parole officer in case of any arrests
  • Must inform the parole officer in case of any changes in residence
  • A parolee must not hold any harmful substance or own a firearm
  • Must refrain from any behavior that may result to an issuance of a restraining order[9]

History of parole in Australia:

Maconochie in the process initiated  the mark system whereby inmates would earn their way out of prison through good behavior and hard work, these marks earned by prisoners could be in a way be used to purchase goods or reduce the a jail term.

Conclusion:

Paroles were introduced to reduce jails terms to prisoners but not to all prisoners but to those who showed good and responsible behavior for the years in serve in prison. They were also introduced as a way to encourage responsible behavior in rehabilitating convicts and at the same time a way to reduce the level of prisoners in jail which were already over crowded and the paroles would solve the problem of over crowding and at the same time make room for more prisoners.

The roles of paroles were to reduce prison term based on good behavior, to supervise the convict after being granted parole and grant freedom to those with uncertain sentences and therefore reduce indeterminate sentences. Some of the major concepts that underlie the parole system include the reduction of jail term after good and responsible behavior in prison, supervision of parolees and finally reduce indeterminate sentences.

Paroles should not be confused with probations as the two stand for two different systems in the judicial system, probations are additional charges on prisoners by a judge which requires that the prisoner is supervised after leaving a prison and checked whether he or she can leave in the community without committing a similar offence, paroles on the other hand are rewards granted to prisoners for good behavior, they entail a reduction in the number of years and months one serves in prison.

Over the years since the introduction of the parole system by Brockway Zebulon in the year 1876 which acted as a way to reduce overcrowding in prisons and at the same time as a way to rehabilitating prisoners by encouraging them to win their way out of prison through good behavior, has faced many amendments in the system, a shift in the responsibility and power to grant paroles have shifted over the years, another change is the change in parole limits as to how many days or months a person will granted depending on the jail term of a convict. However the mode of granting of parole which is through good behavior has not changed and the assessment of who is to be granted parole depends on good behavior up to date.

Other initiators of the parole system include Alexander Maconochie who was an Englishman and the governor of the Norfolk Island and Walter Crofton who was an Irish and governor of the Irish prison.

Previously the parole board members were three in number but today the number has increased and in some states the board members even amount to 13 members, paroles have however become efficient in the recent past through improvement in the justice system all over the states, this has been made possible by the existence of amendments to provisions that govern the parole system.

References:

Edward M. (1996) Partners in Change; The twelve Steps Handbook for Probation Parole and Community Corrections, Hazel den publishers, New York

Free legal advice (2007) paroles and probation, retrieved on 5th July

The United States department of justice (2007) history of parole, retrieved on 6th August

Walter Cade (1961) The Crime Problem: Paroles and Probations Appleton Century Crofts publishers, California

Hoffman B. (2001) History of the Federal Parole System, Parts I and Part II, Federal Probation 61: 23-31

Beck J. and Hoffman B. (2000) Time Served and Release Outcome, Journal of Research in Crime and Delinquency 13: 107-112

 

 

 

 

 

About the Author

Author is associated with SuperiorPapers.us which is a global Research Papers and Term Papers Writing Company. If you would like help in Research Papers and Term Paper Help you can visit Buy EssaysCustom Term Papers and Custom Research Papers.

Human Rights Strategies in the 21st Century

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A Quick Summary Related To » Employment Law Moving House

Tuesday, June 29th, 2010

employment law moving house
Can I purchase a firearm in PA?

I was a born resident of PA and I moved to NY state for employment. I recently moved back to PA to my parents house but I still have a NY id. I plan on changing it back to PA eventually but I want to buy a firearm now before Obama modifies the laws. I also have a passport stating I was born in PA. Could I use the passport as an ID for purchasing a firearm in PA?

It doesn't matter where you were born, it matters where you are considered a legal resident right now. You have to be living in a state for at least one year before you can be considered a resident. That doesn't really matter though, because NY state residents can buy firearms in PA.

If there's some sort of special restriction on it because it's considered an assault weapon in NY then I would just say have your parents (or someone else you know) buy it and then once you become a PA resident you can buy it from them (they'll be grandfathered in and private sales can't be restricted).

Moving Forward on a New Foundation

A Good Brief Outline Related To » Employment Law Business Travel Coupled With Other Research

Saturday, June 26th, 2010

employment law business travel
I was fired for refusing work 'til sevrl mnths of unpd. ovrtime was reslvd. How do I handle this in an interv.

I worked for a Pennsylvaniia company in California and they refused to pay me for my overtime and travel pay. I won a settlement before the State of California Employment Commission. The company has since gone out of business and the President convicted of EPA violations and export law violations for dealings with Iran. How do I address this period of employment with this company in an interview coming up.

your explanation sounds fine to me
tell the truth

US Citizens Docket Standard Access For American CPS Victims Class Action Litigation Referral

A Quick Outline On The Topic Of » Texas Employment Law Disability Together With Other Research

Wednesday, June 23rd, 2010

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Spousal support in Texas?

We seperated shortly before our 6th aniversary. He is on Social Security Supplemental Income and has no job, he just does some self employment stuff (fleamarkets and garage sales with products he buys wholesale). He is unable to pay child support because he doesn't make enough money to cover his own bills (though he COULD get a job). He was granted SSI because of his bipolar and ulcerative colitis. Whenever we fight over things he throws up in my face that because he is on SSI he can get spousal support for up to 5 years. I thought you had to be on full disability (SSDI) to get spousal support based on a disability. Or, that you had to be married for 10 years. We have one child and I only make enough to scrape by with me and her, let alone have to give HIM money.

Can someone please let me know what the actual law is?

I'm in Angelina County. Married less than 10yrs, he is on SSI NOT SSDI. 1 child together who he cannot help support since he won't work (claims he can't).

Get a lawyer, I don't think he can get spousal support. And contact the Social Security Administration. If he is buying and selling at flea markets, then he is working, and if he makes more than $400 a month, he is not entitled to SSI benefits.

A Public US Citizens Controlled Docket Attracts Ethical Counsel for American CPS Victims Part 1

A Limited Summary About » Employment Law Video Surveillance

Sunday, June 20th, 2010

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Will Holder Prosecute the Leakers?
One of the mysteries of George W. Bush’s administration resulted from its too-apparent failure to investigate and prosecute the leaks of classified information most damaging to our national security.
Lanford & Associates Investigations

The Reality As It Relates To » Employment Law Subjects Coupled With Other Analyses

Saturday, June 19th, 2010

employment law subjects
Employment and training: e-learning
There are so many rules and regulations to navigate in today’s pub businesses that even training new staff in the basics can take up much of your valuable time.
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The Truth As It Pertains To » Employment Law Documents As Well As Similar Studies

Friday, June 18th, 2010

employment law documents
VA official gets big pay, little work
A senior Veterans Affairs official in Honolulu who has filed numerous discrimination complaints against his bosses now finds himself working in a small cubicle with no phone and no meaningful work to do -- as he draws an annual salary of about $120,000.
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An Exposing Discussion And Overview About » Employment Law Government Website

Thursday, June 17th, 2010

employment law government website

Employers Complain Swine 'Flu Advice Creating 'Skivers' Charter'

British bosses are complaining that measures designed to reduce the impact of swine ‘flu on the workplace are in danger of creating a ‘skivers’ charter’. 

More than a thousand companies across the country claim staff have been logging-on to an NHS self-diagnosis website to extend their Summer holidays. 

The National Pandemic Flu Service advises that individuals who appear to have symptoms associated with swine ‘flu should stay at home for up to seven days. 

However, Manchester-based Employment Law Advisory Services (ELAS) says it has been inundated with enquiries from managers who claim colleagues without any signs of illness are using the website and causing more disruption to the workplace than the ‘flu itself. 

Peter Mooney, ELAS head of consultancy, said his firm began receiving calls from angry managers as soon as the website became active at the end of last month. 

“They feel that some staff are simply taking advantage of current concerns about the transmission of swine ‘flu to take an extra few days off work. Because the emphasis has been on not going to your local GP but using services like this to assess the infection and the risk to others, those who stay at home aren’t going to need a doctor’s note or have too many people calling on them to see how they feel.

“Based on the volume – and the nature - of calls we’ve been taking, the number of deliberate false cases of the condition are having a significant impact on workplaces across the country, something bosses are keen to tackle.” 

Mr Mooney warned that additional short-term measures being considered by the Government to address the impact of swine ‘flu could exacerbate the problems being experienced by Britain’s bosses. 

The Cabinet Office is deliberating over proposals for a possible six-month extension for the length of time for which people can self-certify in order to get the country through the worst of the crisis. 

Those plans would allow individuals to take up to 14 days off work without having to get a doctor’s note.Mr Mooney added: “Employers believe that by doubling the self-certification limits, you are potentially multiplying the opportunity for untruthful individuals to kid the system. 

“The issue is about when and how they can tackle those individuals who they believe have not been ill. After all, they are being told not to return to work until all their symptoms have gone but that doesn’t mean suspicion about whether they really were under the weather won’t persist.”

Visit www.employment-law.uk.com for more information.

For HR Software to manage your absences, visit www.employersafe.co.uk

About the Author

Employment Law Advisory Services

www.employment-law.uk.com
www.employersafe.co.uk

New Mexicos Government Employment and Pension Problems with Scott Moody

A New Quick Outline In Regard To » Employment Law Legal Aid Together With Other Research

Tuesday, June 15th, 2010

employment law legal aid
Jean Chatzky: This week, we dip into the mailbag
I thought I'd dedicate some time to answering a few of the questions my readers have been sending in lately. I selected a few topics that I think will benefit a wide range of people. So let's get started:
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A Quick Web Synopsis Of » Florida Employment Laws And Regulations As Well As Other Studies

Sunday, June 13th, 2010

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Tips to buy affordable health insurance in Florida

Affordable health insurance is not a product offered by any company in Florida. It is, however, a concept or a criterion that can be followed to reduce health insurance costs, get maximum benefits, and enjoy financial security during medical care needs.

To achieve this target for affordable health insurance policy in Florida, some tips would be helpful:

•    Research the market

Researching the market is pretty necessary in order to get competitive prices. Apart from visiting agents or brokers, individual websites of insurers in Florida, it is okay to check some plans on some insurance portals and platforms. These portals/platforms also help in comparing different health insurance quotes.

•    Know your state laws

Before buying any health insurance policy, a consumer should get acquainted with the state laws of Florida. To know more about rules and regulations that govern the dynamics of health insurance industry in Florida, the Office of Insurance in Florida should be contacted.

•    Be careful leaving a plan

Remember that to exercise HIPAA rights, a consumer first has to exhaust all job-based coverage available, including COBRA, which allows the consumer to continue in its employer's plan for 18 months by paying the full cost plus two percent. Later on, the consumer will have to apply for an individual health insurance policy within 63 days after your old coverage ends.

•    Get adequate benefits

Health insurance becomes affordable if it provides adequate benefits and optimal coverage. A consumer should make sure that any health insurance policy it buys should provide coverage for everything that is "medically necessary" for any health problem.

•    Look beyond the Premium

Usually, Floridians would count premiums as the only cost involved in a health insurance policy that needs to be taken care of. However, deductibles, copays, coinsurance are some other terms that a consumer needs to take care of before buying any health insurance policy.

About the Author

Shaun Mike writes extensively on topics including how to find health insurance Florida and affordable health insurance florida. His articles are widely read on major websites.

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Another Simple Outline On The Subject Of » Employment Law Gcse Coupled With Similar Analyses

Friday, June 4th, 2010

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GCSE business exam query?

In a GCSE business exam there is a topic of employment and the law. There are so many different acts which protect workers and employers, so do you think I need to learn the years the act was introduced or just the name?
For example, could I just write Sex Discrimination Act, or should I write Sex Discrimination Act 1975?
Do you think I will get marked down for it?

Any help would be appreciated =)

You don't need to know the years, and you don't need to know all the laws as in the exam they usually state them or only ask you to explain a few of them. Don't bother with learning the years, and don't bother learning every act perfectly, just learn a few of them in detail so that if you get asked a question in the exam you can focus it on the ones you've learned. most of the acts are common sence really as you can tell what they are just by its name.

Hope this helps

An Exposing Discussion And Conclusion Related To » Employment Law For The Paralegal

Monday, May 31st, 2010

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State parks open on Friday’s furlough day
Although Friday is a furlough day for all state employees, all 42 Colorado State Parks, including the entry gates, visitor centers and campgrounds, will remain open.
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A Small Conclusion About » Employment Law Updates Uk

Friday, May 28th, 2010

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Understanding Social Care Policy and Law for Nvq and Svq Candidates and Assessors

When staff are just starting out on their NVQ and SVQ in Health and Social Care, or when new staff who have qualified from abroad start working in the UK they can be uncertain and confused by the different terms, such as policy, regulations, legislation, etc. NVQ and SVQ Assessors can also be uncertain of the differences.

In many ways the starting point to understanding the differences is actually Government policy.

The Government decides it wants certain things to happen in health or social care. Examples could include:

** more older people to be cared for at home, rather than in residential care

** more children, who are looked after by local authorities, to be cared for in foster care or adopted

** more adults with learning disabilities or mental health problems to be assisted into employment

Whatever the intention the Government’s aim becomes a policy. Sometimes this policy is a Green Paper or a White Paper.

The Government then has a choice as to how it pursues its policy. From the Government’s perspective it will rely on other organisations to actually apply the policy on a day to day basis. If the policy relates to health it is an NHS organisation. If the policy relates to social care it is likely to be local authorities that have to apply it or the local authority will have to make clear to organisations it contracts work to that various expectations need to be met.

The Government can get local authorities or NHS organisations to apply the policy in one of several ways. These include:

** by publishing the policy as ‘statutory guidance’. Local authorities have to follow statutory guidance issued by the Government. In England one example of this is the policy on protecting vulnerable adults titled “No Secrets”

** by offering lots of money! The Government says it will give local authorities lots of new money to be spent on certain policy initiatives. One example of this is the Sure Start and Children’s Centres initiative. When it started the policy was driven by money ** by introducing legislation that gives the local authority the power to do something or making it a duty to do something. A power means the local authority can do it if it wants to. A duty means the local authority must do it. An example of this is direct payments. The Government originally introduced direct payments as a power. But then the Government made it a duty so that local authorities must offer direct payments (since so few direct payments were offered when it was only a ‘power’)

Acts of Parliament

The Government may therefore decide to introduce legislation. This is the classic Act of Parliament.

In recent years legislation has got increasingly detailed and specific. Even with this detail, legislation can be quite cumbersome. It is also quite an involved process to introduce it. Therefore the Act of Parliament usually gives the Secretary of State (in England) or the Scottish Minister the power to make regulations and/or a code of practice.

Regulations (Also Known as Statutory Instruments)

Regulations are also called Statutory Instruments. Regulations are laid before Parliament but are not debated. They are considered law although not quite as strong as the original Act.

Regulations can be altered more quickly and are now extensively used (for example health and safety regulations).

Statutory Guidance

In addition the Secretary of State or Scottish Minister has the power to issue statutory guidance to local authorities. Local authorities are under a legal duty to follow this guidance. In other words the local authority social services or social work department must follow this ‘statutory guidance’.

Code of Practice

The Secretary of State (or Scottish Minister) could also issue a code of practice relating to an Act of Parliament. These codes do not have the full weight of law but they explain and clarify the law and offer guidance on good practice. They are often realistic and applied and can be very useful.

Good Practice Guidance

The Government department (either in England, Wales or Scotland) could also issue good practice guidance. This is not the same as statutory guidance. It is often meant to be read by social workers, first line managers (and others) since the guidance commonly gives case scenarios explaining how service users should benefit from any recent changes in the law.

One complicating factor in understanding the present legal framework in social care and children’s services is that often one Act of Parliament does not fully replace a previous Act. Commonly an Act of Parliament amends or alters an existing Act. Keeping track of this can be very difficult.

Therefore for social care staff (including staff working with children) who are NVQ or SVQ Assessors or are starting out on their Health and Social Care NVQ or SVQ some of the best resources are the law handbooks from Kirwin Maclean Associates.

These law handbooks are updated every year. They are focused and applied.

There are specific books for:

** staff who work with adults in England and Wales – called Social Care and the Law

** staff who work with children in England and Wales – called From Birth to Eighteen Years

** staff who work with adults or children in Scotland – called Social Care and the Law in Scotland

These books make clear the way laws have been amended and what new laws have been introduced. Social care staff working on their Health and Social Care NVQ or SVQ who are worried about questions from their NVQ or SVQ assessor need worry no more. If your assessor asks you about what national or European law or legislation you are working under you will find the answer in the book relevant to your area of work.

These books are equally useful for social workers or social care staff who have recently arrived in Britain from other countries. They give you an overview of social care and social work law.

Additionally one of the books (Law and the Management of Care Services) gives a synopsis of a whole range of Government policy initiatives that are shaping social care and social work services in England. If you hear a passing reference to a Government social care policy but don’t really know what it involves then this book will be able to help you.

About the Author

USA UNEMPLOYMENT @ 22% (+ a little Global rant)

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A Simple Synopsis About » State Employment Law Georgia Along With Other Research

Thursday, May 20th, 2010

state employment law georgia
GA Labor Laws: Where can I get a hard copy of GA Labor Laws?

I'm looking for a hard copy --a manual, etc.-- of Labor and Employment Laws for the state of Georgia. I've looked on the Dept. of Labor website, but I can't seem to find any links. Help please!

I would suggest going to the Georgia State Senate page and looking for a law index and then going to the website.

My second suggestion, would be to go to a labor attorney and ask him/her where they order there books from and then do the same.

Last suggestion is the Library of Congress.

Part 1: Georgia and feds not enforcing immigration/labor laws at Atlanta airport.

Another Short Overview With Regards To » Labor And Employment Law Websites

Wednesday, May 19th, 2010

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What do you know about labor and employment law in the public sector?

What are job conditions like? pay? benefits? social life? hours? I've only been able to find a minimal amount of information online. Links to any websites (besides Vault.com) with this kind of information would be much appreciated. Personal experiences much desired. (Particularly in the Washington D.C. metro area)

One of the biggest public section organizations is CSEA in Albany, NY. Over the years they have won excellent pay, benefits, and job protection for their members. Look them up.

NRTW Urges Obama Administration Uphold Ethics Pledges

The Reality As It Relates To » State Employment Law Legislation

Tuesday, May 18th, 2010

state employment law legislation
Abortion foes capitalize on health care law
WASHINGTON (AP) — Abortion opponents fought passage of President Barack Obama's health care overhaul to the bitter end, and now that it's the law, they're using it to limit coverage by private insurers.
Rural and Migrant Ministry lobbying

The Truth Of The Matter As It Pertains To » Employment Law Heat

Monday, May 10th, 2010

employment law heat
Is there laws to protect under age employees (under 18) from working in extreme heat when a heat advisory (VA)

I told my sons employer today that he would not be in at work due to the extreme heat advisory we are having in Richmond VA currently. He knows my son is overweight and smokes, yet he also knows my son is under the age of 18. What right do I have in say so since I would be held responsible for health costs, if any, should occur with heat related illnesses? What rights does my son have in an "employment at will state-Virginia?" Additional info: My son is a carpenter helper and his current job is tearing out burned debris from a burnt home where there is no power. A generator would have to be run to even run fans. I know my sons boss could be in big trouble for not providing water/containers/ etc. but the guys basically buy their own without saying anything? I need advice. I am tired of this guy thinking he knows it all with my son getting all the static about his not showing up.

There is something very wrong with this picture....

The fact that your son smokes is NOT your employer's problem and neither the fact that he is over-weight. Both of them are personal problems. If the job requires physical activity and he cannot do the job, then, he simply does not belong in the particular job. It will be wise to look elsewhere for employment.

If the employer is not providing adequate facility and/or forcing the employee to work in unsafe conditions, that is one thing, but I think you are bringing in totally different issue into this.

The issue is, is this work place unsafe to any and all workers. If you believe this is the case, you should contact OSHA. The employer will be in BIG trouble if he is found violating this federal regulation.

One other thing... You didn't say how old your son is, but assuming he is close to 18 or at least old enough to accept responsibility in the real world? Then, stop speaking on his behalf and let him handle his own affairs. Or at least coach him so that he can take care of himself. You should not be calling in "sick" for him.

Construction is a hard work. Not everyone is made up for it. I know I can not do it.

Fighting Professionally (Wise Flow Poetry)

A New Brief Summary Pertaining To » National Employment Law Project Conference

Wednesday, May 5th, 2010

national employment law project conference

Project Management for Event Management Industry

Project Management for Event Management Industry:

Event Management Projects is the process by which an event is planned, prepared, and produced. As with any other form of management, it encompasses the assessment, definition, acquisition, allocation, direction, control, and analysis of time, finances, people, products, services, and other resources to achieve objectives. An event project manager's job is to oversee and arrange every aspect of an event, including researching, planning, organizing, implementing, controlling, and evaluating an event's design, activities, and production.

Event Management Projects has been described as an "emerging profession" due to the fact that no academic, government-issued licensing, or private occupational certification credentials are required to practice this complex and responsibility-laden enterprise. Without such credentials, "professional" status is suspect and subject to degradation by the actions of untrained and inexperienced practitioners who are simply not aware of the scope of what needs to be learned in order to be qualified to work in this profession, as well as the scope of the legal and ethical responsibilities associated with such endeavors.

Event Management Projects encompasses a multitude of types of events. Although the Projects industry has delineated itself into various categories, all represent the planning and production of an event that brings people together at a particular time, in a particular place, for a particular purpose.  The event genres that may be considered as falling within the Event Management Projects profession for the purposes of this project are illustrated in Table 1.

Table 1

The Event Genre of Event Management Projects

Business & Corporate Events

Any event that supports business objectives, including management functions, corporate communications, training, marketing, incentives, employee relations, and customer relations, scheduled alone or in conjunction with other events.

Cause-Related & Fundraising Events

An event created by or for a charitable or cause-related group for the purpose of attracting revenue, support, and/or awareness, scheduled alone or in conjunction with other events.

Exhibitions, Expositions & Fairs

An event bringing buyers and sellers and interested persons together to view and/or sell products, services, and other resources to a specific industry or the general public, scheduled alone or in conjunction with other events.

Entertainment & Leisure Events

A one-time or periodic, free or ticketed performance or exhibition event created for entertainment purposes, scheduled alone or in conjunction with other events.

Festivals

A cultural celebration, either secular or religious, created by and/or for the public, scheduled alone or in conjunction with other events. (Many festivals include bringing buyer and seller together in a festive atmosphere.)

Government & Civic Events

An event comprised of or created by or for political parties, communities, or municipal or national government entities, scheduled alone or in conjunction with other events.

Marketing Events

A commerce-oriented event to facilitate bringing buyer and seller together or to create awareness of a commercial product or service, scheduled alone or in conjunction with other events.

Meeting & Convention Events

The assembly of people for the purpose of exchanging information, debate or discussion, consensus or decisions, education, and relationship building, scheduled alone or in conjunction with other events.

Social/Life-Cycle Events

A private event, by invitation only, celebrating or commemorating a cultural, religious, communal, societal, or life-cycle occasion, scheduled alone or in conjunction with other events.

Sports Events

A spectator or participatory event involving recreational or competitive sport activities, scheduled alone or in conjunction with other events.

 

The Proposed Knowledge Domain Structure

Professional knowledge, which consists of technical knowledge, specialized skills, and ethical standards used to function within a professional jurisdiction, must be transformed into formal knowledge systems combined with experiential or situational knowledge systems.

 

The Uses of the Domain Structure

The proposed domain structure can serve numerous purposes and uses, not the least of which is the illustration of the scope and complexity of this profession to internal and external constituents and stakeholders, current and future practitioners, and allied and supplier industries, thereby increasing respect and reverence for the profession of Event Management Projects and legitimizing and "expertizing" the functions of event management.

 

The Next Stage

Further development, improvement, expansion, and ratification of the Event Management Projects depends on the review and input of a broad variety of industry practitioners, experts, certification bodies, and academicians from the full spectrum of event genres and industries.

 

Event Management Projects is an intricate weaving of the process and the scope of management functions. As illustrated below, the functional units (grouped by domain) form the warp fibers—the foundation threads of the fabric of an event. The processes—or weft threads—are interwoven through these foundations for each event, with the evaluation thread from one event forming the research thread for the next event.  If you eliminate one of the threads, the fabric of the event is weakened, leaving holes or places where it may unravel.

 

 

The Design domain focuses on the artistic interpretation and expression of the goals and objectives of the event project and its experiential dimensions, and is often the area of Event Management Projects that draws individuals to the occupation due to its creative opportunities.

 

Many of the units and topics represent specific specializations, disciplines, or its own distinct industry, with its own body of knowledge and credentials, some requiring specific licenses in many jurisdictions, with which the event manager must interact or subcontract in order to plan and produce an event.

 

At this stage the knowledge domain structure represents a simple mapping of concepts. It is not practical to numerically quantify the units or topics contained in the various certification competency blueprints, vocational qualifications, guides, and texts because, as yet, standard units and terminology have not been adopted by the industry as a whole. This initial taxonomy of general Project Management will serve as a platform that will enable expert participants, from a variety of disciplines around the world, to continue its refinement and develop a shared understanding and interaction.


Table 2

The Taxonomy of the Administration Knowledge Domain for event project management

UNITS

TOPICS

Financial Management

Accounting / Auditing

Asset Management

Bid Preparation

Budget Development

Business Plans

Cash Flow

Cash Handling Procedures

Change Controls

Cost/Benefit Analysis

Cost Controls

Cost Estimating

Credit Policies

Economic Impact

Financial Reporting

Fixed / Variable Costs

Foreign Currency

Inventory Control

Investments

Payables & Receivables

Pricing Structures

Profit Objectives

Purchasing Controls

Rate Negotiation

Resource Definition

Human Resources Management

Behavior Policies

Benefits Management

Conflict Resolution

Discipline

Employment Regulations

Hiring / Induction

Job Analysis

Job Descriptions

Labor Relations

Leadership

Motivation

Organizational Structure

Orientation

Paid Staff / Employees

Payroll Management

Performance Evaluation

Professional Development

Recognition Programs

Recruitment

Seasonal Staffing

Succession Planning

Supervision

Team Building

Temporary / Casual Labor

Temporary Staffing

Termination

Training

Uniforms

Union Labor

Volunteers

Information Management

Briefings / Debriefings

Communication Equipment

Communication Planning

Communication Protocols

Confidentiality Agreements

Database Management

Documentation Procedures

Document Design

Evaluation / Analysis

Feedback Systems

Information Acquisition

Information Asset Protection

Information Distribution

Intelligence Gathering

Lead Retrieval Systems

Library / Archives

Monitoring & Reporting

Presentations

Photography / Videography

Privacy Policies

Record Keeping Procedures

Procurement Management

Bid Solicitation

Change Controls

Contract Management

Performance Evaluation

Procurement Policies

Purchasing Procedures

Quality Control

Reimbursement Policies

RFPs / Briefs

Specifications Definition

Source Definition

Source Selection

Systems Management

Bookkeeping Systems

Change Control Systems

Communication Systems

Database Systems

Decision Making Systems

Document Generation

Governance

Integration Management

Inventory Systems

Knowledge Management

Maintenance Systems

Procedural Manuals

Purchasing Systems

Reservation / Booking Systems

Routing Systems

Security Systems

Technology Management

Computers

Digital

Electronics

Email & Voice Mail

Internet / Intranets

Office Equipment

Telecommunications

Video

Web-based

Wireless

Time Management

Activity Definition

Activity Sequencing

Change Controls

Critical Path Analysis

Deadline Definitions

Duration Estimation

Gantt Charts

Planning Tempo

Production Schedules

Program Agendas

Running Order

Schedule Control

Schedule Development

Time Lines

Table 3

The Taxonomy of the Operations Knowledge Domain for event project management

UNITS

TOPICS

Audience Management

Access Controls

Admission Controls

Admission Systems

Arrival / Departure Modes

Credentialing Systems

Crowd Management

Group Movements

Guest Relations

Housing Systems

Manifests

Pedestrian Traffic Flow

Protocol Requirements

Queue Management

Registration Systems

Seating Systems

Ticketing System

Ushering Systems

Communications Management

Announcement Protocols

Briefings / Debriefings

Channel Distribution

Command & Control

Communication Equipment

Contact Lists

Delegation

Event Orders

External Connectivity

Guiding / Coaching

Interpreter Services

Notifications

On-site Communications

Production Book

Public Address Systems

Scoring Systems

Translation Services

Verification Documentation

Infrastructure Management

Emergency Services

Gas Services

Handicap Services

Housekeeping / Maintenance

HVAC Systems

Lighting Systems

Medical Services

Parking

Participant Equipment

Power Services

Power Distribution

Recycling

Seating

Sewage Services

Shipping Services

Telecommunications

Traffic

Transportation

Utilities Usage Fees

Waste Management

Water

Logistics Management

Action Plans

Ceremonial Protocol

Checklists

Contractor Coordination

Dismantling

Installation

Loading Dock Management

Move-in

Move-out

Precedence Order

Replenishing

Requirements Definition

Running Order

Scope Definition

Staging / Marshalling

Task Analysis

Task Assignment

Task Identification

Task Interdependence

Task Monitoring

Terminology Agreement

Program Design Management

Activities

Alcohol Management

Ancillary Tours

Catering Management

Celebrities / Performers

Ceremonial: Invocation

Certification Requirements

Children's Programs

Companion Programs

Competitions

Educational Objectives

Entertainment Management

Event Components

Exhibits

Feasibility Analysis

Gap Analysis

Learning Environments

Needs Assessment

Speakers / Participants

Sport/Recreational Activities

SWOT Analysis

Theme Development

Site Management

Ceremonial Equipment

Décor

Environmental Controls

Equipment Rentals

Furnishings

Maps

Mobile Facilities

Perimeter Controls

Signage

Site Development

Site Inspection Criteria

Site Plans / Diagrams

Site Selection Criteria

Site Selection / Contracting

Staging Equipment

Storage

Temporary Structures

Tenting

Stakeholder Management

Accountability

Authenticity

Client Management

Committees

Constituents

Cultural Differences

Economic Objectives

Facility Personnel

Government

Host Community

Media

Military

Officials & Authorities

Participants

Political Objectives

Prioritized Objectives

Protocol Management

Tourism / Convention Bureaus

Technical & Production Management

Audiovisual Services

Entertainment Equipment

Equipment Rentals

Lighting Equipment

Multi-Media

Performer Equipment

Projection Systems

Pyrotechnics

Sound Distribution

Sound Equipment

Special Effects

Stage Configurations

Staging Requirements

Technical Producers

Technical Rehearsals

Technicians / Engineers

Table 4

The Taxonomy of the Marketing Knowledge Domain for event project management

UNITS

TOPICS

Hospitality Management

Catering

Ceremonial Equipment

Client Entertainment

Dressing Rooms

Guest Services

Gifts / Amenities

Housing Services

Lounge Facilities

Ready Rooms

Reception Areas

Sponsor Benefits

VIP Services

Marketing Plan Management

Branding Requirements

Customer Intelligence

Customer Needs / Benefits

Customer Relationships

Database Building

Demographics

Differentiation

Image Enhancement

Loyalty / Affinity Programs

Marketing Objectives

Market Research

Market Segmentation

Marketing Mediums

Marketing Messages

Niche Marketing

Positioning

Product Definition

Product Pricing

Psychographics

Retention Marketing

ROI Evaluation

ROO Evaluation

Schedule Definition

Situation Analysis

Strategic Marketing

Target Market Definition

Materials Management

Advertising Specialties

Awards / Prizes

Badges / Passes / Credentials

Brochures

Coupons

Distribution

Flyers

Forms

Invitations

Media Kits

Newsletters

Posters

Printing Production

Printing Specifications

Programs

Registration Packets

Tickets

Videos / CD ROMs / DVDs / MP3

Merchandising Management

Brand Management

Collectables

Commemoratives

Concessions

Customer Service

Display

Distribution

Licensing

Logo Wear

Manufacture

Packaging

Souvenirs

Promotion Management

Advertising

Broadcasting

Ceremonies

Contests / Sweepstakes

Couponing

Cross Promotions

Direct Mail

Displays

FAM Tours

Giveaways

Internal / External

Internet / Intranet

Logo Management

Media Tie-ins

Narrowcasting

Networking

Pod-casting

Product Demonstrations

Product Sampling

Proof of Purchase Discounts

Sales Promotions

Special Appearances

Stunts

Trade Show Participation

Web-based

Public Relations Management

Disaster Recovery

Disaster Response

Media Conferences

Media Contact Lists

Media Kits

Media Previews

Media Relations

Media Releases

Photo Opportunities

Publication Articles

Requests for Coverage

Spokespersons

Sales Management

Box Office Operations

Cash Handling Procedures

Concession Sales

Coupon Redemption

Merchandise Sales

Proposal Delivery

Proposal Development

Proposal Packaging

Sales Techniques

Sponsorship Sales

Ticketing Operations

Web-based Sales

Sponsorship Management

Benefits Delivery

Benefits Packaging

Commercial Sponsorship

Cross Promotions

Donor & Patron Gifts

Grants & Underwriting

Image Management

In-kind Donations

Selling Sponsorships

Servicing Sponsors

Solicitation Proposals

Sponsorship Kits

Target Definition

Target Solicitation

Table 5

The Taxonomy of the Risk Management Knowledge Domain for event project management

UNITS

TOPICS

Compliance Management

Accessibility (ADA)

Alcohol / Liquor Laws

Antitrust Laws

Assembly Occupancy

Codes & Regulations

Consent Forms

Environmental Protection

Exemptions

Fire Safety

Food Service Codes

Intellectual Property

Licenses

Merchandise Licensing

Music Licensing

Permits

Releases

Safety Inspections

Sanctioning Bodies

Special Effects Codes

Union Jurisdictions

Waivers

Work Permits / Visas

Emergency Management

Audience Preparation

Civil Disorder

Command Structure

Communications Plan

Crowd Control

Disaster Preparedness

Emergency Action Plan (EAP)

Earthquake

Evacuations

Fire

Flood

Hazardous Materials

Medical Services

Mutual Aid Agreements

Power Loss

Response Accessibility

Response Equipment

Response Services

Severe Weather

Shutdown Procedures

Spokespersons

Terrorism

Threat Assessment

Training & Drills

Transportation Incident

Triage

Vehicles & Equipment

Warning Systems

Health & Safety Management

AED / CPR Certification

Chemical Hazards

Equipment Training

Fall Protection

Fire Safety Systems

Infectious Materials

Lighting / Visibility

Manual Handling Procedures

Noise Levels

Occupational Hazards

OSH Requirements

Pollution

Protective Equipment

Safety Meetings

Sanitation Systems

Slip & Trip Hazards

Structural Integrity

Waste Management

Insurance Management

Additionally Insured

Business Insurance

Cancellation

Certificates of Insurance

Contractually Required

Errors & Omissions

Event-Specific Insurance

Income Loss

Legal Requirements

Liability Exposures

Liquor Liability

Negligence / Liability

Property Loss / Damage

Workers Compensation

Legal & Ethics Management

Anti-Discrimination Laws

Attrition / Cancellation

Behavior Policies

Confidentiality

Contract Execution

Contract Management

Contract Negotiation

Dispute Resolution

Employment Laws

Equal Opportunity Policies

Fraud

Freedom of Information Act

Fundraising Laws

Gift Acceptance Policies

Liquor Laws

Not-for-Profit Laws

Perquisites

Privacy Laws

Public Assembly Laws

Public Safety Laws

Statutory Compliance

Taxation Laws

Terms & Conditions

Traffic / Transport Laws

Zoning Laws

Risk Assessment Management

Cause/Effect Analysis

Contingency Plans

Crisis Plans

Decision Tree Analysis

Documentation

Fault Tree Analysis

Hazard Mapping

Incident Reporting

Influence Diagram

Prevention Plans

Probability / Severity Analysis

Residual / Secondary Risk

Response Planning

Risk Analysis

Risk Avoidance

Risk Control

Risk Diffusion

Risk Documentation

Risk Fields

Risk Identification

Risk Mitigation

Risk Monitoring

Risk / Opportunity Analysis

Risk Resilience

Risk Retention

Risk Transference

Scenario Exercise

Walk-Through Inspections

Security Management

Access Control

Briefings

Command Center

Communications

Contracted Personnel

Credentials

Crime Deterrence

Crowd Control

Deployment

Detection Sweeps

Emergency Assistance

Equipment

Escorting

Guarding

Incident Reporting

Incident Response

Law Enforcement

Peer Security

Personal / VIP Protection

Private Security Personnel

Property Protection

Stewarding

Surveillance

Vehicles

Volunteer Personnel

 

 

 

 

Overview of Theme Design Management

The application of theme development principles and cultural iconography to communicate and integrate the purpose, message, image and branding of the event project.

Major Functions

Performance Elements

Theme Principles

·         Capture attention and create interest and involvement

·         Communicate and reinforce purpose and message

·         Establish a context and create attendee expectations

·         Integrate into a cohesive whole

Theme Development

·         Determine expectations through research and consultation

·         Identify core concepts, topics, and/or messages

·         Create multiple dimensions

·         Integrate essential characteristics of theme into a clear concept description

Cultural Iconography

·         Explore the cultural icon domains

·         Work from the familiar

·         Recognize and respect cultural and individual diversity

·         Distill the imagery

Creativity

·         Use a broad spectrum of stimuli

·         Conduct brainstorming and other idea-generating exercises

·         Remove restrictions of assumptions and tradition

·         Combine ideas in new ways and make connections between seemingly unrelated ideas

Theme Integration

·         Visualize all the event elements and link them to the theme

·         Incorporate the five senses

·         Integrate branding into all aspects of the event experience

·         Verify the operational and logistical practicality

 

The Case Study Analysis

 

Major Functions

Assessment

Theme Principles

  • Celebrate the history of the Games and Italy's rich contributions to theater, art, music, fashion, style, and sports heroes throughout the centuries
  • Showcase the city of Turin and the assets of the region
  • Meet IOC specifications for ceremonies
  • Create a spectacle for worldwide television coverage

Theme Development

  • Torino Games motto "Passion Lives Here"
  • Essential characteristics of "Rhythm, Passion and Speed"
  • Host objective to highlight and promote "all things Italian"
  • Portray the Olympic ideals

Cultural Iconography

  • Italian iconography

o        Film and theater; Fellini, Roberto Bolle of the La Scala Theatre

o        Art; Botticelli's "The Birth of Venus," Umberto Boccioni's sculpture "Unique Forms of Continuity in Space"

o        Music; Renaissance trumpeters and drummers, Luciano Pavarotti, Puccini

o        Fashion; Armani, Moschino, supermodel Carla Bruni

o        History; Medieval Sbandieratori flag wavers, Renaissance and Baroque acrobats and floats

o        Sports; Olympic medalist participants, Formula One race car

  • Olympic iconography

o        Double X symbol of the twentieth Olympiad

o        Olympic rings

o        Olympic colors of blue, black, red, yellow, and green

o        Olympic torch, cauldron, and flame

o        Torino Games logo

o        Dove as the symbol of peace

Creativity

  • Aerial acrobatics
  • Disco music for athlete parade
  • Dove formation with vertical choreography
  • Ferrari Formula One race car
  • Olympic Flag carried by women only
  • Olympic Flame ignition
  • Olympic Rings
  • Pavarotti Opera stage
  • Pulsing heart and giant skier choreography
  • Recessed piazza in stage for athlete seating
  • Sparks of Passion inline skaters with flaming helmets
  • Synchronized "swimmer" routines through spandex piazza cover

Theme Integration

  • Passion

o        Bronze flame-projecting anvil

o        Beating heart dance routine

o        Olympic torch entry and flame ignition

o        Pyrotechnics

  • Rhythm

o        Drums in opening segment

o        Disco music for athlete parade

o        Medieval Sbandieratori flag wavers

  • Speed

o        Sparks of Passion skaters with flaming helmets

o        Skateboarders and inline skaters

o        Giant skier formations

o        Ferrari Formula One race car

  • Peace

o        Honor Guard of the Carabinieri and the Alpini

o        Jacques Rogge speech

o        Acrobatic formation of dove

o        John Lennon's "Imagine"

Possible Discussion Topics

  • How "all things Italian" were highlighted and promoted
  • The iconic elements for:

o        Turin in specific

o        Italy in general

o        The Alpine region

o        The Winter Olympics

o        The Olympics in general

  • Historical origins of the various cultural icons and iconic elements used
  • The design benchmarks (highest, first, largest, etc.)

 

Integration Example — Speaker Selection

 

 

 

Integration, a Core Value of the framework, reflects the critical need to coordinate, synchronize and merge the variety and multitude of interactions, dependencies and interconnected elements included in an event project to ensure decisions incorporate all the factors influencing and influenced by those choices.

 

When you view the scope of the functional areas of the knowledge domains, as shown below, which illustrate the full scope of the responsibilities assigned to event organizers, it becomes clear that one item, one decision, or one element will be shaped by and will have an impact on every other aspect of the event project.

 

 

 

Let's look at one element: selecting a speaker for a conference. This function would be under Content Development (or Content Management) within the Design domain.

 

Factors regarding this one element will interact with every other domain's functional areas and decisions made about this speaker must be integrated throughout the scope of functional areas. For example, the chart below illustrates some of the questions and issues that must be considered for this single facet of the event project.

 

Keep in mind that this list is by no means exhaustive, nor does it take into account the fact that there are typically numerous speakers selected for even a small conference, and perhaps hundreds for a sizable convention. Also remember that when you answer any one of these questions, that answer must then be considered in the context of every other functional area.

 


ADMINISTRATION

Financial

  • What is the speaker's fee or the honoraria to be paid? How and when will that payment be handled?
  • If no fee or honoraria, is there any other form of compensation for which the variable costs need to be included in the budget?
  • Will we be paying for the speaker's airfare?
  • Will we be buying the ticket or reimbursing the speaker for it?
  • Are there contractual specifications for or limits on what fare we will pay for (economy, business class, first class)?
  • Will we be paying for the speaker's hotel accommodations?
  • Are there incidentals (meals, ground transportation, etc.) that we will or will not reimburse?
  • Will speaker thank you gifts need to be purchased?

Human Resources

  • Who is responsible for or has the authority to conduct speaker selection?
  • Who will serve as the pre-event liaison for the speakers?
  • Who will serve as the on-site liaison for the speakers?
  • Do we need someone to meet the speaker at the airport?
  • Do we need an escort for the speaker to the site and / or on site?
  • Who will give the introduction for the speaker's session?

Information

  • How will we collect session proposals or abstracts?
  • How will we handle correspondence with the speaker, e.g. session acceptance / denial, invitations, confirmations, thank you letters, etc.?
  • What forms will we need the speaker to fill out, e.g. AV requests forms, room set-up requests, session taping approvals, etc.?

Procurement

  • What types of speaker solicitation documents will we use, e.g. call for papers, call for abstracts, session proposal forms, etc.?
  • What specifications need to be included in solicitation materials, e.g. acceptable / suggested topics, session deliverables, target audience or content track, etc.?
  • What equipment or services will be need to be ordered for this speaker's presentation, e.g. projection equipment, audience response systems, staging, captioning services, etc.?
  • How will we handle on-site changes and other requests?

Stakeholders

  • Are there any controversial issues surrounding this speaker that might cause problems in connection with his/her appearance, e.g. opposition, potential protests, political affiliations, etc.?
  • Are there strategic economic or political alliances that may be developed or enhanced by selecting this speaker?
  • How will the performance of this speaker and the value of his/her appearance be evaluated? How will this be used in communications with various stakeholders or stakeholder groups?

Systems

  • How will the speakers selected be incorporated into database systems, e.g. registration, badge processing, membership, etc.?
  • Will we be using an abstract management system for online submissions, speaker communications, PowerPoint and handout collection, etc.?

Time

  • When do we need abstracts or session proposals submitted?
  • By when do sessions and speakers need to be selected and confirmed?
  • How and when will we schedule sessions and presentations, e.g. time slots, tracks, keynotes, etc.?
  • How long will sessions be, e.g. one hour, 90 minutes, half-day, etc.? How long will this speaker's presentation be?
  • How will we handle scheduling for speakers providing numerous different or repeat sessions?

DESIGN

Content

  • Has a needs assessment identified this topic or this speaker as suitable or desirable?
  • Has this topic been identified as necessary to meet educational requirements?
  • In what way is this speaker qualified to deliver this content?
  • What format will be used for this topic, e.g. keynote speech, facilitated interactive presentation, workshop, etc.?
  • How will we ensure speaker will deliver valuable content without blatant commercials for his/her products or services?

Entertainment

  • Will the speaker need a specific rehearsal time or period?
  • Will the speaker need a special room where he/she can organize or prepare for his/her presentation?
  • Will the speaker be expected to be part of or involved in any ancillary activities, e.g. golf tournament, exhibits, receptions, book signings, etc.?
  • Does the speaker need any coaching regarding presentation skills?

Environment

  • What type of seating configuration does the speaker desire / require, e.g. theater style, classroom, round table, etc.?
  • Does the speaker need special equipment, décor, or supplies procured and/or delivered?
  • Will the presentation include audience participation, and, if so, what will that require, e.g. steps onto stage, special aisles, etc.?

Food & Beverage

  • Will speaker be invited to or included in some / all meal functions for the conference?
  • Does the speaker have any dietary requirements?
  • Will exclusive water stations / bottled water be provided for speakers?
  • Will there be refreshments provided in a speaker ready room?

Production

  • Will the speaker be providing a PowerPoint and/or video presentation?
  • Does the room need special lighting for his/her presentation, e.g. darkened room, spotlighting, etc.?
  • What type of microphone(s) will be required, e.g. lectern, hand held, wireless, standing, etc.?
  • Will the speaker be using or demonstrating any special or theatrical effects, e.g. pyrotechnics, fog effects, sound effects, etc.?

Program

  • Where in the program agenda does this speaker appear, e.g. day, time slot, track, etc.?
  • Are there any scheduling conflicts that will affect attendance at this speaker's presentation?
  • Is this session required for specific credits or certificates, and, if so does this session meet educational requirements, e.g. duration, content level, etc.?
  • Can this session accommodate anticipated attendance, e.g. room capacity, repetition within agenda, etc.?

Theme

  • Is there linkage between this presentation and the theme of the conference?
  • Will conference branding need to be included on handouts and/or PowerPoint presentations?
  • Has speaker been advised of any cultural or corporate customs on what must be avoided or incorporated into his/her presentation, e.g. attire, jargon, current events, gestures, etc.?

MARKETING

Marketing Plan

  • Is this speaker appropriate for or affiliated with the conference's target market?
  • Does this speaker offer an entry into specific niche markets that could be exploited, e.g. track categories, exhibitors, etc.?
  • Has this speaker presented at previous conferences, and, if so, what were the satisfaction scores from previous evaluations?
  • Should this speaker be specifically highlighted in promotional activities?

Materials

  • What materials are needed from the speaker, e.g. handouts, PowerPoint presentation, etc.?
  • Will the speaker be providing additional handouts or amenities only at the session, e.g. checklists, workbooks, samples, etc., that need to be approved and/or promoted?
  • How will speaker be promoted in the program book, e.g. bio, photo, session description, etc.?
  • Will speaker presentations and/or handouts be provided to attendees in a handbook, CD, and/or on the web?

Merchandise

  • Will the speaker be allowed to sell own books or other products after his/her session?
  • Will audiotapes of the sessions be created for sale to attendees?
  • Will the speaker be asked to provide items for conference amenities or prizes, e.g. books, discount coupons, etc.?
  • Will speaker be given logo-imprinted items as thank you gift or in-room amenity?

Promotions

  • How, where, and when will speaker solicitation activities be conducted?
  • What materials do we need the speaker to provide for promotional activities, e.g. photo, bio, session description (including key words and/or deliverables), etc.?
  • In what format do we need these materials, e.g. digital photo and resolution, word count limits on bio and session description, minimum of three session deliverables, etc.?
  • Where will we include these materials, e.g. advance program, web site, blast e-mail and print advertisements, etc.?
  • Will speaker be offered personalized promotional materials for his/her own marketing activities or cross promotions?

Public Relations

  • Will speaker be suitable and available for interviews with the media?
  • Is speaker able to provide articles that may be submitted to industry publications in conjunction with the conference?
  • Are position statements and background information prepared for any controversial issues the speaker or his/her appearance may incite?

Sales

  • Will attendance at this speaker's presentation require an additional charge or ticket?
  • Will speaker's books and/or products be made available for sale by the conference before, during, and/or after the conference?
  • Will speaker allow the sale of audiotapes or videotapes of his/her presentation, and, if so, will there be any commission on sales paid to the speaker?

Sponsorship

  • Will this speaker's appearance or presentation be suitable for packaging as a sponsorship?
  • Will this speaker's appearance or presentation jeopardize any existing or potential sponsorship agreements?
  • Will the speaker be expected to make any special appearances or accommodations in conjunction with a sponsorship, e.g. hospitality functions, session introductions by sponsor, recognition of sponsor in presentation, etc.?

OPERATIONS

Attendees

  • Will attendees need to pre-register for this specific session in order to manage capacity limitations and/or minimums?
  • How will access to presentation be controlled, e.g. name badge, ticket, etc.?
  • How will CEU or other continuing education credits be tracked and reported?
  • Will expected or expressed popularity of this speaker or topic suggest repetition or expansion of this session or other crowd management strategies?

Communications

  • Has speaker been provided with contact name and numbers in case of travel problems or appearance cancellation?
  • Has speaker provided his/her contact information for conference updates and in case of program changes or cancellation?
  • When and with whom should speakers check-in to ensure their timely arrival?
  • Has speaker provided on site contact numbers, e.g. cell phone, hotel number, etc.?

Infrastructure

  • Does speaker need ground transportation provided?
  • If not, will speakers be provided with a designated parking area, or will parking fees be reimbursed?
  • Will this presentation generate any dangerous or hazardous waste, e.g. medical waste, chemicals, fire hazards, etc.?
  • Does this presentation or demonstration require any special utility hook-ups or services, e.g. Internet access, water, machinery, etc.?

Logistics

  • Does this presentation have extensive or unusual move-in / move-out requirements, e.g. length of set-up time, special displays, expansive AV requirements, etc.?
  • Does this presentation or session have any special machinery or equipment requirements, e.g. vehicles or apparatus, poster boards, waste containers, etc.?
  • Will speaker be charged for special room set-ups or services?

Participants

  • Are speakers given a complimentary registration package to the conference?
  • Will there be a separate registration desk for speakers?
  • Are speaker credentials (badges) different from other attendees, and, if so, how?
  • What instructions need to be provided to the speaker, in what form, and when?
  • Is the speaker bringing a guest or assistant who needs admittance credentials?

Site

  • In what room (location) will this session be held?
  • Will this session restrict use of the meeting room or adjacent areas, e.g. room clearing and cleaning, noise levels, pedestrian traffic limits, etc.?
  • Will speaker have an exhibit booth in the trade show?
  • If a speaker ready room or green room is to be provided, where will it be?
  • Will this speaker be housed in the headquarters hotel?

Technical

  • What staging will this presentation require, e.g. stage, platforms, display tables, lectern, etc.?
  • What AV equipment is required and will this speaker need technical assistance before the presentation?
  • Will technicians be required to operate any equipment during this presentation?
  • How will the speaker be advised regarding wireless microphone usage, e.g. turning it off during private conversations or when in the toilet?
  • What attendance tracking devices will be used and when, e.g. bar code scanners, RFID readers, etc.?

RISK

Compliance

  • How will we verify speakers are not using copyrighted materials other than their own?
  • What permissions do we need from the speakers to publish their copyrighted material?
  • Does this session include proprietary material that requires prohibition of recording by attendees?
  • What devices or services will be required to ensure this presentation is ADA compliant, e.g. assisted listening devices, captioning, sign language interpreters, etc.?
  • Does this presentation require any special permits, e.g. pyrotechnics, imported flowers, food preparation, etc.?

Decisions

  • How are speakers and session topics approved, e.g. peer review, program committee, etc.?
  • What do we do if complaints are received regarding a speaker's presentation or behavior?
  • What contingency plans do we need for speaker no-show, equipment malfunctions, etc.?

Emergency

  • Does this speaker have any medical conditions that we need to be prepared for?
  • Will the speaker be asked to take any role in emergency management, e.g. exit location announcements, attendee sign-in manifest, etc.?
  • How will speaker be advised of the communication protocols in case of a crisis, e.g. calling security to report incidents, referring all media inquiries to official spokesperson, etc.?

Health/Safety

  • Will the room capacity for this session accommodate the likely attendance?
  • If demand exceeds capacity, how will we control access and accommodate those turned away?
  • Will any equipment or activities in this session block any exits?
  • Will any potentially hazardous materials, supplies, or equipment be used in this session, and, if so, how will these be controlled?
  • Will any participatory activities be conducted in this session that could cause injury or illness?

Insurance

  • Is this speaker's participation in the conference covered in our current insurance policies?
  • Is loss of or damage to this speaker's equipment covered under our current policies?
  • Does this presentation require any special liability coverage?
  • Does this session require waivers of indemnity signed by participants?

Legal

  • Will we have speakers sign a contract regarding their appearance at the conference, and, if so, what will it need to include?
  • What consent approvals will we need in order to record (audio and/or video) the speaker's session(s) and make these available for sale or download?
  • What consent approvals (implicit or explicit) do we need in order to photograph the speaker and/or audience for print or electronic promotional materials and publications?
  • Are there any disclaimers needed in conjunction with this speaker or his/her presentation?

Security

  • Will security personnel be required to control access to this session?
  • Will security personnel be required to guard any equipment or materials used in this session?
  • Will security personnel be required to protect the safety and welfare of this speaker?
  • Will this speaker be providing his/her own personal protection personnel, e.g. Secret Service, bodyguards, etc.?
  • Will this speaker's appearance involve any special security protocols, e.g. canine room sweep, bag check and walk-through magnetometer, identification and/or background checks, etc.?

 

GAUTAM KOPPALA,

POME AUTHOR

About the Author

GAUTAM KOPPALA, With over ten years, track record of successful leadership, excellent results through strategic skills in driving revenue and profit growth. Demonstrated ability to identify and trouble shoot critical issues impacting productivity, cost, distribution, marketing, Strategic positioning, sales and financial operations, with innate ability to build and maintain strong client relationships in operations. Expert in distilling and managing processes, enhancing internal structures, and promoting multi-skilled team competencies via nurturing mentorship and inspirational leadership. Engagements have spanned operational, strategic, technological and change management roles. Academically, I am a cum laude graduate with a Bachelor of Technology degree in Electrical and Electronics Engineering (B-Tech E.E.E.) and a post graduate in Masters in Human Resources Management (M.H.R.M.) and Masters of Foreign Trade (M.F.T.). As you will see my Post Graduation's were been studied part-time, as well as working full-time as an Engineer. I feel that this demonstrates my ability to maintain dedication, motivation and enthusiasm for a project management over a long period of time. In addition, balancing full-time work with study has perfected my time-management and organizational skills. I believe that my college degrees and gamut certifications in combination with my extensive broad-based work experience along with my drive, resourcefulness and determination, would make me an excellent candidate for a senior management position with any company. Highlights of my background include Operations related Commercial, Supply chain, Sales with a magnificent experience in Project management, technically oriented towards Automation and Security Systems in Industrial and Building sectors. Presently, writing a book on Projects and Operations Management (comprise of 12 volumes, 6K pages), and awaited for the reputed publications. These books can be checked in Google books and scribd websites too.

Drug Policy Alliance New Mexico Victory "Ban the Box"

A Short Web Compendium Of » Employment Law Criminal Record

Sunday, April 18th, 2010

employment law criminal record
Labour and Employment
Conducting reference checks is a critical part of the hiring process. However, given the existence of privacy legislation that restricts employers' ability to collect, use, disclose and retain personal information, such checks are not always clear-cut.
Criminal History: Working Through Challenges and Dispelling Myths

A Revealing Dialogue And Summary Regarding » Texas Employment Law Information

Saturday, April 17th, 2010

texas employment law information
What site can I go to to find Employment and Payday laws in Texas?

I need to find out where I can go to to get information on how to fight to get a paycheck rightfully owed to me in the state of Texas. I turned in my two weeks and was promised the full two weaks pay (had I worked it) and they turned around that same day I turned it in and told me to make that day my last day. I was reassured to get that extra two weeks. Now, the same woman is saying that she never said that. It is her word against mine. Where to I go to find information and report so I can get my money back? I can't live on 200 bucks for the next few weeks while I wait for a new paycheck from a new employer. . .

Call the Texas Dept of Labor. They are usually quite helpful. But unless you got the two weeks severance in writing, you are probably hosed.

The Decline of Unions: Is Labor Law to Blame?

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About Us Employment Law Discrimination Coupled With Other Analyses

Thursday, April 15th, 2010

us employment law discrimination

Employment Law – How to Make it Work for You in a Recession!

As every media outlet in the UK and beyond has been repeatedly telling us for the past couple of months, we are already in a period of economic recession. As you will also be aware, this means a tough time for businesses small and large. A topic that might not immediately spring to mind when you think of this, however, is that of Employment Law and in particular the risks you are taking if you your employment procedures are not compliant.

For both employees and employers alike, this is an area that needs to be closely inspected in case the recession reaches the low point that it is forecast to reach. Yet it’s not just the consequences of the credit crunch which might lead you to look at Employment Law a little more closely. Over the past 20 years there has been a steady rise in the amount of employees taking their employers to court over decisions that they felt, after seeking legal advice, were not in accordance with Employment Law. This has particularly been the case over the past five years since the introduction of a huge amount of protective employment law and regulations that companies now have to comply with. Although much if it is the codification of simple good practice, there are a number of areas where companies continue to trip up – indeed, it can be a minefield.

It can be a traumatic experience for all parties involved, not to mention for those connected to parties involved, which is why knowledge in this field of law is especially useful. Good advice will reduce any stress and worry involved, so that you can rest assured that your procedures are watertight and potential claims are limited.

There are various reasons as to why an employee might take legal action against his former (or sometimes current) employer. Three of the most frequent reasons include Harassment, Discrimination, and Unfair Dismissal.

Discrimination is a common complaint, particularly since the instigation of the Human Right Acts, and it can take a number of forms. The grounds on which people are discriminated against comprise of anything including:

1. Sex
2. Race
3. Disability
4. Religious Belief
5. Age
6. Sexual Orientation

Instances in which it is unlawful for an employer to discriminate against you on the grounds of these include:

• Refusing to employ or consider you for a job
• Offering you a job on less favourable terms than others
• Refusing to promote or transfer you to another job
• Giving you less favourable benefits than a colleague
• Shortening your working hours
• Dismissing you or making you redundant

There is a huge amount of legislation relating to the different types of discrimination and it is imperative that your company complies rather than facing the consequences of not doing so. If a disabled person was to take legal action against their employer then they would do so upon the basis of the Disability Discrimination Acts of 1995 and 2005, for example. Another illustration of this would be the 1976 Race Relations Act, which makes it unlawful for your employer to discriminate against you on the grounds of your colour, nationality, ethnic or national origins.

Harassment on the grounds of sex, including sexual harassment, is considered to be direct discrimination and is strictly prohibited by law. In broad terms, harassment can occur where: Unwanted conduct on any of the areas covered by the discrimination laws is apparent; an intimidating, hostile, degrading or offensive atmosphere is created; or the person is the recipient of embarrassing jokes, offensive jokes, pranks, or unwelcome physical or sexual advances.

In addition to Discrimination and Harassment, there is the matter of Unfair Dismissal. If you are an employee and feel your employer has dismissed you unfairly then you might be able to make an unfair dismissal claim to an Employment Tribunal. However, in most instances you will need to have been employed for at least a year to make a claim. The onus is on you as an employee to show you have been dismissed and your employer to show they have a valid reason for dismissing you and acted reasonably in the circumstances. An important thing to note here is that (again, in most instances) a claim must be made within 3 months of the effective date of termination. Nevertheless, this may be extended to 6 months in some situations.

Ultimately, it can only be beneficial to stay abreast of Employment Law to make sure you are treated fairly and treat your employees fairly, and it is important to get professional legal advice on any matter that might lead to legal action. This knowledge, in turn, will reduce any stress on your part, which any employee or employer will admit is a welcome consideration regardless of the economic climate.

This article is free to republish provided the authors resource box below remains intact.

About the Author

John Mehtam is an experienced UK Employment Law Solicitor and specialises in UK Employment Law Advice from Shropshire based Employee SOS. The Employment SOS help line telephone number is 0845 293 2729.

Anthony Haller on American Law Journal: Discrimination Cases

An Exposing Dialogue And Conclusion Related To » California Employment Law Careers

Sunday, April 11th, 2010

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Am I settling or just afraid to try for what I went to school for?

I graduated law school 3 years ago. Almost immediately b/c my family moved I was forced to find whatever job I could to make ends meet. They moved to California and I didnt want to go with them b/c they are toxic to my mental welfare. So this job is in retail and its turned into 4 years of employment. I am a supervisor and make decent money for my area. I have since gotten married to a successful partner and now have the opprotunity to pursue a legal career. But I have become used to this job and this salary. The job is by no means a good one and borders on horrible. I am not respected and lesser iidividuals have been promoted. But I can't seem to quit despite the support from my wife to do so. Has this happened to anyone out there? What did you do? The years are adding up now and I fear its now or never. I feel I am meant for more than this, but I am sure everyone feels that way about thier lives. Any advice, admonishment or ideas welcome.

JUST QUIT. I know you're used to it, but if you need to you can always go back to retail. And now you have supervisor experience so if you do go back you'll probably get a decent spot. So, take the chance. and go for it!

What Fish and Game Wardens Do

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A Revealing Dialogue And Summary About » Free Employment Law Answers Along With Comparable Research

Saturday, April 10th, 2010

free employment law answers
2 TV debates might be the key to victory
A total of 14 candidates—from seasoned political veterans to first-timers—are on the ballot as voters begin selecting their choice to fill the vacancy in Hawaii's 1st Congressional District.
Legal Questions : What Is an Employment Background Check?

A Revealing Debate And Conclusion Related To » Employment Law Canada Ontario

Friday, April 9th, 2010

employment law canada ontario

Law school Q&A

I went to a terrible law school, how do I get law firms to hire me?
Even though I went to one of the worst law schools in the country (California Western), I scored in the 99% on my LSAT and have an IQ of 150 (1 in 300). I know I'm smarter than most attorneys regardless of school,.

If I want to be a lawyer, where is the best 4year college to start with before law school?
Now, the thing is I am not rich and I have a B-average. I live in KC Missouri and the closest school I will consider is MU. I want to stay in the USA and will go anywhere except Alaska.

if im a lawyer trying to help the plantiff sue what am i called?
a lawyer - I think 'council for the plaintiff' sounds pretty good. - Someone who shouldn't be an attorney, if you went through law school without learning this. - A shyster by any other name is still a shyster. - Plaintiff's attorney. We only.

if law school lasts 4 years, what does the frase 'pre law ' mean that is so often heard in movies?
law school is only 3 years pre law is 4 years for your under grade degree - pre law 4 years then 4 more years to become judge, or president - Pre law is a program or.

I'll be applying to law school next fall. should I get letter of reference from an employers or two from profs
I've been in the work force for 15 years and been getting my undergrad on a part time basis. You need at least two letters of recommendation and typically that's fulfiilled through profressors, but I think that a.

I'm 28. Am I too old to get my law degree?
it seems everyone else in law began when they were in their early twenties. I'm just about to start law school and am wondering if i should go into a different field. no you are not - I don't think that's too old to start. I went to.

I'm 35 with an associates degree. Is it too late for a law career?
No its not too late. In fact, in my law school experience, I found that the 'older' students were more successful since they mostly stayed out of the all the social nonsense because they had children, etc. Also, people who look 'older' as an.

im in highschool and i want to get started on taking classes at night time for law school?
I will be a Jr. in high school next year and i have wanted to be a lawyer all of my life sence i was little and i would love to have information sent to me at how i could get.

I'm starting law school, and I need a light, dependable laptop for under $1,200. What are my best options?
I'm going to be using the computer for taking notes in class and I will be dragging it everywhere, so I want something light that has a decent battery life and will not die, taking my notes and life with.

Is 35 too old to go to law school?
I recently saw on the news that a 99 year old man just received his high school diploma. If that old geezer can go back to school so can you! Check it out. - no, you are never too later or too old to learn something - Heck no,.

Is a correspondence law school a good idea or bad idea?
bad idea. it is best to go to a law school that is accredited by the american bar association (ABA). This will help you not only find a good job as an attorney, but will also allow you to take the bar exam. Going to law school.

is a JD from an online law school in California worthwhile?
I am thinkng of becoming an attorney down the road, but don't have the time for the traditional brick and mortar class room, not to mention the 100k tuition while trying to make ends meet. But I would really rather spend my golden years as an attorney/consultant than.

Is going to law school worth it, even if you are financially challenged?
I am graduating from university in April, and I live in Ontario Canada. It is worth it if it is something you know you really, really want to do. I do not have a lot of money so i am funding my law school entirely through.

is going to law school worth it?
of course if you wanna make bank - Only if you want to end up rich. - If your intentions are to practice law, of course it's worth it! The education is very expensive, but you will pay that off in no time after obtaining your degree. Good luck to you!.

are there any lawyers that can give me advice on how to prepare for law school?
You can contact me and I'll give you my two cents worth. I just graduated a year ago so it's still fresh in my mind. You can contact me through Yahoo. Just click on my profile. - I can. e-mail me with.

Is it worth it to go to law school? More details below?
If you spend the time and money to go, and you graduate and get a good job is it still worth it once you have been on the job? Are you just graduating to spend long hours working for and with the wealthy make good money but.

Is law school enjoyabe or too hard?
I am a sophmore in high school, and plan on going to a jc, then law school. Will it be very tough? How long must you attend before you can become a respectable lawyer? I am currently a 2nd-Year law student, called a 2L. Law school takes time, money, commitment, analytical skills,.

Is major in Philosophy good preparation for law school?
Did anyone major in Philosophy and went on to law school? Do you find that it was a waste of time or was it adequate preparation for law school? I like to hear someone's experiences because I am thinking of majoring in it as a possible second degree on my.

Is someone who went to law school and finished a lawyer even though they haven't taken the bar?
I have a friend who took offense that I didn't consider him a lawyer because he had not taken the bar exam; and every definition concerning American lawyers online state 'licensed to practice law.' or some variation to that effect. He.

Is there an online law school where a graduate student can get their law degree?
If you want to get a J.D. (Juris Doctor which is the American Law Degree), there are no places online to get one. Some of my collegues say they are going to drop out of law school and get their degree online, but.

Law school or travelling next year?
What shall I do! Without question travel. You can always delay law school by one year. When you finish law school, you will probably never have the time to take a year off to travel. This is probably the only opportunity in your life that will be able to do this. I travelled.

Lawyers or Law Schooler?
I'm applying to law school pretty soon and i was told when in law school there are only ONE test a semester, is this statement true? If so how are the test? Thanks! Very, very true. I've attended two different top tier schools (I transferred up after my first year to a better school) and,.

Looking for a new job?
I am a 26 year old single mom with a very low paying job. seriously after insurance and daycare you would cry. but anyways here is the thing i am trying to go back to school in the fall for my political science degree and then hopefully law school. so now we are talking.

As a lawyer looking for an alternative career path, what types of jobs/employers prefer candidates with JDs?
You aren?? the first new attorney to think about other options. The first year of employment after law school is frequently a disappointment for first year attorneys. Law school does not prepare lawyers for employment or the realities of the job.

becoming a lawyer..pros and cons?
I'm not sure if I want to go through the three years of law school. Is it worth it? Law school is not always 3 years it can take up to five years. I worked for my dad that was a lawyer till his passing and now im on the road to becomming one..

best way of getting into law school?
prereq classses? extra activities? Good undergrad grades, getting a good score on the GRE and LSAT. People with backgrounds in English Literature, History, Political Science or Philosophy tend to do well in law school. You might want to get a job in a law office as a secretary, law clerk, or paralegal.

Question for lawyers or people who are familiar with law as a career:?
I am a pre-law student who is very money-motivated and at the same time a little uneasy about the large amount of debt I will take on trying to finance law school. I'd like to know what are the most lucrative areas of law to concentrate.

Should I be ashamed of telling people that I want to be a lawyer when I grow up??
My dad's side of the family are so discouraging saying that I can't get into law school, when I'm a 4.0 student and an ASB president right now. They said that lawyers are just a bunch of selfish and wealthy people.

so it means I would have to finish college before even applying for law school?
No, you do not have to finish before applying to law school. You should be in your last year of school. Applying in your junior year will NOT get you accepted anywhere. Take the LSAT in JUNE, NOT in October. This gives you.

Starting a Long Distance Relationship and not knowing where you stand as in if you are a friend or daing?
A friend set me up with his best friend, a guy that i knew in law school, and I have been out on 2 dates w/ him. He has sent me 2 cards: one to wish me luck on.

to Lawyers: i'm going to retake the LSAT!!?
any suggestions? i'm going to retake it with Kaplan.any suggestion will help! thank u! Study harder. Get smarter. - A good study program will help but if you still dont like your score, you can always try and get into a night program at a law school since night student LSAT.

More Law school questions please visit : LawFreeFAQ.com

About the Author

LawFreeFAQ.com

Centennial College: Law Clerk Program

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A Simple Synopsis About » Employment Law Employees

Friday, April 2nd, 2010

employment law employees
Where can i find GA Employment laws for employees, not employers?

I need to know what i can do about my ex-supervisor disclosing my personal information after i left my job. People from the job are calling me (left job over 2 months ago) at home telling me my business, that this (B)witch has told them, from my company file. Its not so much what she told, but now i dont feel like my personal info is safe.

From the State Dept of Business Practices. Or contact a lawyer. Sounds like you have grounds for libel.

Employee Discipline - 12 Danger Zones

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A Brief Overview Related To » Employment Law Advice Free Online And Other Analyses

Friday, March 26th, 2010

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It's a Girl's World is today at Bay Village branch
• It’s a Girl’s World, 7-8 p.m. today. Girls are invited to bring an adult female friend for some fun. We will discuss a good book, share a snack and try a related project. Registration required. For girls grades 4-5.
When to Hire an Employment Laywer

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A New Brief Overview With Regards To » Employment Law Compliance Bill Together With Other Studies

Monday, March 22nd, 2010

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Employer Compliance to Ensure Silicosis Prevention

Silicosis is considered a highly preventable illness but invididuals who suffer from this condition are should take steps to protect themselves from further harm, especially if they contracted silicosis at the workplace. Employers are responsible for providing safe and healthy environments for workers, or, if this is not possible, providing a clear distinction of the threat of silica exposure and steps to prevent or lessen the risk.



What Should Employers Do?



Compliance with OSHA (Occupational Safety and Health Administration) and MSHA (Mine Safety and Health Administration) regulations is absolutely vital for employers. Both OSHA and MHSA have established guidelines for the safe amount of silica that workers may be exposed to in any given shift. However, given broad medical evidence for the dangers of silica exposure to workers, mere compliance is no longer enough for employers. Employers must be prepared to shoulder the burden of true silica precautions that protect their workers and minimize the chance of costly and lengthy silica litigation. For example, employers should be prepared to provide disposable or washable work garments and the proper washing facilities so that workers do not take toxic silica dust home with them. They should participate in surveillance and air monitoring programs to assess and evaluate the amount of silica dust workers are being exposed to. During the work period, employers must provide proper respiratory protection for employees at risk for exposure to silica dust.



Negligence and Silica Law Suits



Unfortunately, silicosis has a long incubation period and may not show up in exposed workers until years, even decades, after original exposure. The burden of proof is placed on an employer when silica litigation is developed, thus placing responsibility on the employer if negligence to an employee's health occured. If employers fail to prove that they provided the best possible protection against silica exposure or are found to have failed to fully follow health and safety regulations, they are responsible for damages and compensation to affected workers.



What To Expect In Silica Litigation



You've received medical attention for your silica-related illness. You've consulted with an experienced silica attorney who has verified that you could be eligible for compensation and damages for your occupational silica exposure. How do I to better understand silicosis lawsuits?



Expect the litigation process to be long and often exhausting. As a silica litigant, you will be required to disclose often sensitive medical information in the name of the lengthy discovery process. Be ready to undergo an Independent Medical Examination (IME) in which an independent doctor diagnoses your silica-related illness and evaluates your medical history. In addition, the discovery process may uncover your employment and other records. A jury trial will be the next step if a settlement is not reached.



Your attorney may hire an expert witness or two with experience in silica exposure and other occupational hazards. These experts will provide detailed testimony and reports for trial. In addition, your attorney may stage a mock trial or invest significant funds in exhibit and technological preparation for trial day. A jury of an individual's peers will listen to a victim's testimony, which, when using these measures, will be compelling. Individuals severely affected by silica exposure are advised to develop a silica lawsuit in which monetary compensation may be awarded, and this will provide relief from the costly medical bills often associated with this condition.


About the Author

For more information on silica exposure, visit http://silica.legalview.com/. Or for information on other legal issues such as the Singulair risks visit http://singulair.legalview.com/. Also use LegalView's site to navigate through an array of legal issues and information such as the Chantix side effects or potential for a levaquin class action lawsuit.

UKTI Doing business in China- A pot of Gold? Part 1

Regarding » Employment Law Medical Report Together With Comparable Research

Sunday, March 21st, 2010

employment law medical report
HIPPA/Employment law violation. Where do I report it to?

My coworker was recently let go from the medical group she worked for. Her supervisor had on numerous occasions looked into her medical records to see if she had infact gone to the doctor and looked at what she was seen for( we work for a large medical group she also doctors at). The supervisor got a 3 day with out pay slap on the wrist. I am wondering who she can report this to outside the company. I feel this medical info was used against her and got her fired. How would she get someone to investigate this?

Thank you for any help you guys can give.

If SHE, not you, wants to contact an attorney she can. A true violation could net her ALOT of money, and would more than likely be settled out of court since the supervisor already got hit for it.

The Law Offices of Harry Waddell - Medical Malpractice

An Important Quick Outline With Regards To » Employment Law Jobs Sydney

Saturday, March 20th, 2010

employment law jobs sydney
Most relevant experience for seeking to work in Govt Intelligence?

Hey there,

At the moment Im undertaking a degree in Social Science at a University here in Sydney, Australia.
Once I finish this I was intending to apply for a traineeship at ASIO, which is the Internal Intelligence Agency of Australia, equivalent to the FBI in the US.

In the 3 years until I finish this degree, I was hoping to get a job at the Defence Force (Reserve), but i cant decide which position would make the Employment Officer look more FAVOURABLY at my application?

I have 3 options...

Army - Infantry Officer - 'Combat skills'??
Army - Military Police Officer - 'Law Enforcement skills'??
RAAF - Intelligence Officer - 'Intelligence Analysis skills'??

But yes... I would appreciate it if people could share thoughts on this dilemma, that is, which of the above positions would be more relevant and appropriate for working in Internal Intelligence?

Cheers.

You never know what the people in that line of work are looking for. Sometime it isn't really a particular skill or background. Generally they want people that are non-discript, outwardly low keyed, and not particularly noticable. Guys that drive middle of the road cars, wear ordinary cloths, live in suburbia and can maintain that kind of cover because that's really them. On the other hand they need to have that certain 'inside' something that keeps them moving forward, playing the game, accumulating results with out making waves. Think in terms of a modern submarine.....nobody ever see it, yet its always there and always dangerous....they don't call them 'spooks' for nothing. Remember,.... the guy in the garbardine suit is a spy..Simon and Garfunkle!

Davos Open Forum 2010 - "Yes We Can?"

A New Quick Synopsis Involving » Employment Law Employee Rights

Monday, March 15th, 2010

employment law employee rights
Sheriff's captain involved in off-duty boat crash terminated from employment
LAKE COUNTY – A veteran member of the Lake County Sheriff's Office who became the focus of controversy following an off-duty fatal boat crash in 2006 has been terminated from his job.
Employee Rights Attorney Introduction

An Exposing Debate And Conclusion Regarding » Florida Employment Law Library

Sunday, March 14th, 2010

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The Internet and Enterprise Liability


Manageable liabilities are part of the cost of doing business; extraordinary liabilities such as hostile workplace suits, negative public relations and the negligent disclosure of personally identifiable information can go a long way towards sinking your business. So what new liabilities have you brought upon yourself since your company decided to connect to the ‘Net?




The term “hostile workplace” conjures up images of people coming to work with lead pipes or screaming supervisors hitting employees over the head with their staplers. All that has changed: Sally walks past Fred’s cubicle and Fred has the Pamela Lee video running on his screen. Then Fred, who has always had a weird sense of humor, email broadcasts an off-color joke that he thinks is a riot. Most of the recipients think Fred’s joke is marginally funny, if that, but Sally, who is miserable to begin with, is now sent over the edge and decides to retire by slapping a hostile workplace lawsuit on you. Sound like an exaggeration? The Internet has broadened the definition of sexual harassment. Edward Jones, the world’s ninthbiggest




brokerage firm, issued a memo demanding its workers disclose if they sent pornography or off-color jokes over the brokerage’s e-mail system. Forty-one employees who confessed were disciplined, but 19 who failed to come forward were fired. Dow Chemical fired 24 employees and disciplined hundreds of others for storing and sending sexual or violent images on the company’s computers. Twelve librarians in Minneapolis filed a complaint saying that library visitors were downloading porn, including bestiality and child molestation, and leaving it for librarians and patrons to see. The Equal Employment Opportunity Commission (EEOC) ruled against the library in favor of the librarians saying that the library "did subject the charging party to [a] sexually hostile work environment." Losing these lawsuits can be very costly. Recommended restitution for the librarians was $900,000. Chevron agreed to a $2.2 million settlement for a lawsuit brought against it for emails offending women. According to EEOC statistics, American businesses pay in excess of $50 million a year in judgments relating to sexual harassment charges. This bill doesn’t include monetary benefits obtained through litigation nor does it include legal fees and the totally unproductive time of defending these lawsuits. And this doesn’t just apply to blue chip companies. According to AIG insurance, the EEOC is fervently pursuing small to medium sized business with average awards on the order of $1 million. One customer of our Employee Internet Management software implemented our solution in her business because she suspected employees were wasting too much time on the Web and sending an inordinate amount of personal e-mail. Not only did her instincts prove correct, she also found one employee who was starting her own Internet adult Web site – while at work! While on the company dime, this employee was developing her web site including downloading porn to post on her website and creating lurid sex stories for her potential customers. Talk about a productivity hit combined with a potential hostile workplace claim – yes, men filed 14% of the charges of sexual harassment in 2005. The offending woman was summarily dismissed from the customer’s business before the situation worsened.




Public image and how customers perceive your company is crucial to any business’s success Goodwill is an intangible asset that adds significant value to the equity in your company. One need only think of Enron to realize the host of issues beyond the Internet that can negatively affect a company’s image forcing the company to fold or spend an inordinate amount of money to rebuild the way people perceive it. But the Internet brings a new dimension to potential PR nightmares. Nadine Hoabsh, an associate editor for Ladies Home Journal, decided to publish work details in her then anonymous and very popular Web Log (Blog), Jolie in NYC. She wrote about lavish perks given only to executives, detailed a "beauty hierarchy" within the organization and named names of favored employees. When Hoabash was outed as the author of the blog, her criticism of her employer was an embarrassment to Ladies Home Journal with its customers, agents and competitors. One of our company’s service industry customers is incisively concerned that his customer billable hours are correct and verifiable. Our customer feels that his credibility would be destroyed if a disgruntled employee were to lead customers to believe they were being charged for time his employees are spending on personal Internet use. Whether you’re a small or large organization, if you’re a company that spends time or money building an image, nothing can tarnish that image and erase the value of those advertising dollars quicker than being associated with child porn. One of our multinational manufacturing customers quickly dismissed an employee for intentionally downloading child porn and reported the individual to authorities. Our customer not only realized that they had to circle the wagons to protect their image but had a legal and moral responsibility to the community in which the offender resides.




In addition to image problems, lawmakers have piled on a host of laws and regulations that require the safeguarding of personally identifiable information. Violations of laws like HIPAA, SOX and GLB all contain stiff fines and even jail time for violations of their regulations. Regardless of these mandates, issues abound protecting privacy on the ‘Net. In 2005, Bank of America and Wachovia notified over 100,000 customers that their accounts and personal identity information were at risk because of a scheme by bank employees who allegedly sold the data to a middleman who then brokered it to collection agencies. In February of the same year, a Florida statistician working for the Palm Beach Health Department inadvertently sent a broadcast email containing a highly confidential list of the names and addresses of 4,500 Palm Beach County residents with AIDS and 2,000 others who were HIV positive. The email was sent to more than 800 county health department employees. In 2001, Eli Lilly sent an email to all registrants of its time-to-take-your-Prozac reminder service. But instead of sending an email individually to each customer, Eli Lilly broadcast the email to all recipients by placing all subscribers’ addresses in the “To:” field of the e-mail thereby unintentionally disclosing to each individual subscriber the e-mail addresses of all subscribers. Not exactly a cure for depression. Lilly received a slew of bad press and a slap on the wrist by the FTC requiring Lilly to strengthen and monitor their data security procedures.




please visit us at : http://www.pearlsw.com.



About the Author

Pearl Software provides Employee Internet Monitoring, filtering and control solutions to companies, schools, libraries and government agencies.

House Session 2010-04-14 (13:44:51-14:45:36)

A Limited Summary With Regards To » Texas Employment Law Government In Addition To Other Studies

Saturday, March 13th, 2010

texas employment law government
Letters: What constitutes an 'invasion'?
The indignant hysteria opposing the new Arizona statute directing state officers to enforce federal law raises some rhetorical questions. What if a Russian naval ship ran its prow onto the sands of, say, Oregon, and discharged a load of troops?
Texas Governor 2010 - No law requires you to pay taxes1 of 2

A Good Short Synopsis In Regard To » Employment Law Compliance In Addition To Similar Research

Friday, March 12th, 2010

employment law compliance

Employment Tax Compliance: IRS After 6,000 Businesses

In November 2009, the IRS launched a new National Research Program Initiative (the Initiative): an industry wide detailed random audit of employment taxes for 6,000 businesses over the course of the next three years. The purpose of the Initiative is two fold: (1) assess systemic employment tax compliance; and (2) collect assessments from delinquent employers.

With tax revenues dwindling from the recession, the U.S. Treasury Department is stepping up efforts to close the tax gap the difference between overall tax liabilities and taxes paid to the IRS. Auditing employment taxes is seen by the IRS as a crucial means of closing the tax gap. For tax year 2001 for example, the gross tax gap was estimated by the IRS at around $345 billion, with underreporting of employment taxes accounting for around 17% of the tax gap.

The IRS will audit businesses to ensure that Federal withholding taxes are deducted and paid over to the government from employees wages for Social Security and Medicare as well as Federal Unemployment taxes. An employer found to be in noncompliance could face stiff civil penalties and interest on unpaid taxes. These penalties could have a particularly severe impact on small business owners.

The IRS has prioritized four areas to focus their auditing efforts under the Initiative, including:

  • Worker classification: i.e. whether an employer properly classifies an employee as an employee or independent contractor for tax purposes. Determining which depends on the behavioral, financial and type of relationship the company has with the person performing the work.
  • Employee fringe benefits: A fringe benefit is a form of pay for the performance of services. i.e. benefits such as insurance coverage, company car or child care, etc. that are provided by employers tax free to employees but not to independent contractors.
  • Reimbursed business expenses: e.g. reimbursement for taking a client to lunch, purchasing office supplies: which requires a written business expense plan. I.E. You must have paid or incurred expenses that are deductible while performing services as an employee. You must adequately account to your employer for these expenses within a reasonable time period, and you must return any excess reimbursement or allowance within a reasonable time period.
  • Compensation of owners who are also employees of the company, whereby unpaid taxes may result in personal liability for the employer.

Now that the Employment Tax audit Initiative has started, it has been reported that the IRS has already begun the process of selecting businesses for audit of their employment taxes. Noncompliance with employment tax law can result in severe consequences for employers. To ensure that procedures are in place for Employment tax compliance with applicable tax law can save time, money and heartache in the event of an audit.

For example, the Internal Revenue Code requires a written reimbursement plan in order to take advantage of the tax benefits of legitimate business expenses. Employers should consider consulting with experienced counsel in preparation for the Initiative and in the event of an audit of their employment taxes.

About the Author

For more information on Employment Tax Compliance, please contact Mary Beth Rinladi at the Thorn Law Group in Washington, D.C.

Mary Beth Rinaldi is an experienced attorney who represents clients in civil and criminal tax litigation and in tax disputes before the Internal Revenue Service, the Department of Justice, state taxing authorities, and in federal court.

Cyndee on BLR's 2009 National Employment Law Update

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Regarding » Employment Law Defense Coupled With Other Research

Friday, March 12th, 2010

employment law defense
Which political issues need to be addressed that do not seem to ever make it to the headlines?

Moral Values? Lack of Employment Opportunities? Illegal Immigrations? The Environment? National Defense and Homeland Security? Health Care and Prescription Costs? The U.S. Budget Deficit? Educational enhancements?

Inflation? Illegal Drug Use and Availability? Legal Drug Use and Non-availability? Credit Card "Slamming"? Underage Pregnancy? STDs? Free Speech Impedments? Global Warming? NASA efforts? Poverty? Tolerated Discrimination? Gender Grouping? Threatening Situations in your "neck of the woods (or hoods)"? School Security? Non-professional conduct of those who should have some (got credentials...)? Ethics? Pollution? Irresponsible Parents? Irresponsible Children? Legal Issues? Law Enforcement Uncertainties? Leash Laws? Work Competition? College Costs (post-secondary)? Internet Porn? Smokers? etc...

If any of these issues (or others...just name it) are important and not receiving enough attention, I am interested in learning what it is.

I think the government needs to educate people on their constitutional rights.

Why is it that most Americans do not know the meaning of free speech? Why do many Americans believe that the freedoms in the constitution are limitless.

If the schools are not educating young Americans on their rights, then somebody needs to.

Anchorage - Employment and Criminal Defense Lawyer - Hugh W.

A Limited Web Summation Of » Employment Law Nevada

Thursday, March 11th, 2010

employment law nevada
What are the general laws regarding employment verification?

I live in Nevada and was wondering if anyone knew the general laws regarding what an employer can and cannot say about you when someone calls to verify employment. I know a reference can say whatever they want but what about a previous employer? Thanks.

If someone signs a release authorization for a background check to be done that means they are releasing former employer and educational institutions from liability for releasing truthful information about your employment with them or your education with them. They can release any and all truthful information about you. They can not make up things or discuss things not involving your employment - such as "she's a really bad driver" if your job did not involve driving.

Dara McGrath on BLR's 2008 National Employment Law Update

A Revealing Dialogue And Synopsis Regarding » History Federal Employment Laws

Monday, March 8th, 2010

history federal employment laws
Anderson: Tax laws, old buildings and cities’ memories
I spent a lot of time in the Minneapolis Public Library – the circa 1959 edition – when I was younger and stumbling my way toward a reporting career. I used its business and government documents departments to research stories.
Child Labour

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A Simple Summary Related To » Employment Law Local Authorities Together With Similar Studies

Monday, March 8th, 2010

employment law local authorities
Kuwait: Deliver Promised Rights Reform
Source: Human Rights Watch (Geneva) â€" Kuwait should accept recommendations on protecting the rights of migrant domestic workers and stateless persons made today by United Nations member countries, Human Rights ...
A presentation of the Committee of the Regions

Regarding Employment Law Government Legislation Together With Comparable Research

Friday, March 5th, 2010

employment law government legislation
Feds offer $5B to shore up early retiree health care coverage
Trying to entice employers to keep early retirees on their medical plans, the Obama administration announced Tuesday it's making $5 billion available until the safety net of the new health care law is in place.
Ottawa broke law in financing EI (Former Liberal Government)

A Meaningful Brief Summary Regarding » Employment Law Illinois References

Sunday, February 28th, 2010

[mage lang="" source="flickr"]employment law illinois references[/mage]
employment references in Illinois?

Does anyone know what a prespective employer can ask a previous employer about a person by law, and if the prespective employer has to disclose who said something negative about you that costs you the new job?

NOW for a correct answer.

a prospective employer can ask anything they wish of a former employer. There is no law in any state or federal statutes which limits the scope of questions allowed to be asked.

As for the previous employer, they can answer any way they feel like it. Again, nothing in law limits their response.

However, information that is actionable would fall under HIPPA and Protected Status regulations.

Again, however, if you are asking can a former employer answer that "I didn't think she was a very good employee. She was often late and left early and didn't do her job well..." then yes, that is allowed.

Petitioning for Executive Clemency

Another Simple Outline On The Topic Of » Employment Law Business Services

Saturday, February 27th, 2010

employment law business services

Definitions of Worker & Employee - Employment-law Rights

EMPLOYMENT LAW DISTINCTION BETWEEN 'EMPLOYEES' & 'WORKERS' AFFECT HOLIDAY & PAY RIGHTS

Affect who the employer is and who is responsible for one’s wage or salary, holiday pay, employer’s contribution to national insurance, pension rights, and employment protection, the legal distinction made between "employees" and "workers", and between those and "contractors" ~one's entitlements depend on whether in the eyes of the law one is an employee, or a worker, subcontractor, self employed contractor –or partly a freelancer.

Because of their different legal definitions an 'employee' or a 'worker' in the eyes of the law may be in fact a 'contractor' or a 'subcontractor', and vice-versa -and employment through an employment agency may or may not itself fall in different category. Definitions and categories affect entitlements.

Many employees lose out on entitlements, because their legal employment category, or because who the law regards as employer, is different than they think or have been told. When one is paid to do work for another it is important to know how the employment contract is formed, and one’s employment status.

Are you liable for your income tax or must the employer deduct it and attend to it at source, what are your holiday and pension entitlements and whose responsibility are they, are you entitled to employer’s part of your national insurance contribution –who is your employer at the workplace that you work, the business you work on the premises of, or an employment agency, or is it you whose responsibility those are, in the eyes of the law?

These affect liability, vicarious liability and the statutorily implied terms of any contract -as well as various other statutory requirements ~from equal treatment to employment protection under the employment laws -many have sued and lost because the employer was not in law the sued party but another.

Often these also affect 'pay' (in law defined as being what is received directly or indirectly in cash or kind for work done) ~an 'employee' gets full holiday pay, paid leave -a 'worker' does not.

In employment there is sometimes a company pension scheme; as the norm the employer must pay part of one's national insurance contributions (covering, e.g., unemployment, health-care, state-pension) if one is an 'employee'; but the entitlement is partial if one is a 'worker', and nil if one is in law a 'contractor' -one's employment status matters.

The following helps ascertain one's employment status in law, and who in law is one's employer.

Is one an 'employee' or 'self-employed contractor'? There are three tests that are applied to the question:-

The first is the 'Control Test' and is based on this that if the employer controls the job to be done but not how it is done than the person doing the job is an employee; but this test would not be satisfactory, because also to an employee with specialist knowledge, e.g. a company nurse, the employer would not tell how to do the job.

The second, 'Organisational Integration Test', seeks to ascertain whether the person paid is an integral part of the business: an anaesthetist was not a self-employed contractor in Cassidy -v- The Ministry of Pensions 1961 ~he was a resident of the hospital -an employee.

But this did not suffice: drivers who were paid for an agreed minimum number of jobs per year and had to wear company uniforms as well as to have the company colours on their lorries and who could not work for the competition without the employer's permission, but who could choose to do extra work and decided their own routes and used their own lorries and could use at their pleasure substitute drivers, in Ready Mixed Concrete -v- The Ministry of Pensions 1968 were self-employed contractors, not employees.

There is a third, the 'Multiple Test' to be applied: 'one is an employee if.. provides work or service for remuneration.. the business has some degree of control.. without any terms contrary to the employment relationship.'

This is the consideration in the case of those engaged or introduced by employment agencies:-

Who is the employer? Is one, as a specific individual, under the direct supervision and control of the business? If so, one is an employee of the client business -where one works...

Does the business where one works pay that agency and that agency itself pay one? If so, one is not an employee of the client business, but may be an employee or worker of that agency itself -agency staff.

Employees normally receive holiday pay, self employed contractors do not ~but what about the 'worker'-the casual worker who is not in self employment and yet is also not a regular employee?

Is one an 'employee' or 'worker'? There is a different 'worker' category for casual workers which was created under the Employment Rights Act 1996 s.230 (3) to deal with this question.

If a casual worker is genuinely on an ad hoc basis employed, that casual worker is, in law, an employee while he is employed, and for the period/s of such employment has employment rights -e.g., to receive wages and holiday pay.

A 'subcontractor' normally would be in the category either of employee or of worker on the same basis, but instead of the business where the sub contractor works, of the self employed contractor who engaged the sub contractor.

If there is a dispute about whether a contractor engaged a subcontractor as a self employed person, then the same three tests above are applied to ascertain the employment status of that subcontractor in relation to that contractor.

If that subcontractor receives a wage and is not self-employed in relation to that contractor, then if the subcontractor works regularly for that contractor he is an employee of that contractor, and if he works casually for that contractor he is a worker of that contractor.

Being a 'freelance-worker' is, to all intends and purposes, the same as being a self-employed contractor.

One can lawfully be both: an employee or worker, as well as a freelancer -self employed.

If one who is normally an employee or worker wants also to do some freelance work, then one officially is an employee or worker and one's entitlements in relation to ones normal status are not affected -but those entitlements do not extend to one's freelance work and employment.

If one normally self employed wants also to do some work as an employee or worker of a business, then one's official status as self-employed does not change -but one's entitlements for work done as an employee or worker are not affected to the extent of one's such work.

If one is not paid for holidays.. if a pension scheme depends on whether one is a freelancer or not.. if the employer is responsible for one's colleagues' taxes or pension contributions but not one's own.. if one is working for one business but is paid by another… one might need to ascertain one's employment status -the above are the legal tests.

(Laws change –always ascertain current law.)

About the Author

The author's favourite site is: Teacher of Teachers

San Jose Employment Law Attorneys, Employment Law Firm - Polaris Law Group LLP

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The Reality As It Pertains To » Employment Law On References Together With Similar Studies

Friday, February 26th, 2010

employment law on references
The employment at will states that any employer can fire an employee without reason. On the other hand, it?

also allows the employee the free will to quit at any time. However, I think this law sucks, especially given this tough economic times. The reason being, is because the employer can always look and get your replacement before he fires you unexpectantly. Meanwhile, you, the employee, is left without a job and is forced to find something quickly. Also if you quit without notice, then it is a sure bet that you will not get a reference from them, and no future employer would take a risk on hiring you. My question is, do you agree we need to get rid of this law? and what can be done to change it in your state.
Good Point Teekno....For some reason I didn't think about that. The moral of the story is that if you do plan to quit, then you better have another job lined up to replace it. In other words, it's always a bad idea to throw out the baby with the bathtub.

Well, you can also look for a new job before quitting your old one. It works both ways.

The only economic model that absolutely guarantees continued employment was outlawed by the 13th Amendment to the US Constitution.

Rental Property Advice : How to Check References of Prospective Tenants for Your Rental Property

A Complete Simple Synopsis Relating To » Texas Employment Law Basics And Comparable Analyses

Thursday, February 25th, 2010

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Special Education, Public School Law & Educational Laws and Policies, Dr. William Allan Kritsonis

 

William Alan Kritsonis, PhD

Professor

 

Public School Law & Educational Laws and Policies

 

 

 

 

FAPE

 

                                               

 

 

INTRODUCTION

 

The Individuals with Disabilities Education Act (IDEA) is the law that provides your child with the right to a free, appropriate public education (FAPE). The purpose of the IDEA is "to ensure that all children with disabilities have available to them a free appropriate public education that emphasizes special education and related services designed to meet their unique needs and prepare them for further education, employment, and independent living..." 20 U.S.C. 1400(d) (Wrightslaw: Special Education Law, 2nd Edition, page 20). The Board of Education v. Rowley case is significant because it established the principle that school districts are not required to maximize the potential of a child but provide some educational benefit to the child and how courts would examine future disputes under IDEA (Walsh, Kemerer, and Maniotis, 2005). 

 

 

 

Case One

 

United States Supreme Court

 

BOARD OF EDUCATION OF THE HENDRICK HUDSON CENTRAL SCHOOL DISTRICT, WESTCHESTER COUNTY,

v.

AMY ROWLEY, by her parents, ROWLEY et al.

No. 80 – 1002

 

LITIGANTS

 

Plaintiffs – Petitioners: Board of Education of the Hendrick Hudson Central School District, Westchester County, et al.

 

Defendant – Respondent: Amy Rowley, by her parents, Rowley, et., al.

 

BACKGROUND

 

The Education for All Handicapped Children Act of 1975 (IDEA), provides federal money to assist state and local agencies in educating handicapped children, and federally fund States in compliance with extensive goals and procedures. The Act represents an ambitious federal effort to promote the education of handicapped children, and was passed in response to Congress' perception that a majority of handicapped in the United States "were either totally excluded from schools or [were] sitting idly in regular classrooms awaiting the time when they were old enough to 'drop out.'" The Acts evolution and major provisions shed light on the question of statutory interpretation which is at the heart of this case.

                                                                                               

Congress first addressed the problem of education the handicapped in 1966 when it amended the Elementary and Secondary Education Act of 1965 to establish a grant program "for the purpose of assisting the States in the initiation, expansion, and improvement of programs and projects for the education of handicapped children. That program was repealed in 1970 by the Education for the Handicapped Act, Pub. L. No. 91-230, 84 Star, 175, Part B of which established a grant program similar in purpose to the repealed legislation. Neither the 1966 nor 1970 legislation contained specific guidelines for state use of the grant money; both were aimed primarily at stimulating the States to develop educational resources and to train personnel for educating the handicapped.

Dissatisfied with the progress being made under these earlier enactments, and spurred by two district court decisions holding that handicapped children should be given access to a public education, Congress in 1974 greatly increased federal funding for education of the handicapped and for the first time required recipient States to adopt "a goal of providing full educational opportunities to all handicapped children." Pub. L. 93-380, 88 Stat. 579, 583 (1974) (the 1974 statue). The 1974 statute was recognized as an interim measure only, adopted "in order to give the Congress an additional year in which to study what if any additional Federal assistance [was] required to enable the States to meet the needs of handicapped children." H.R. Rep. No. 94-332, supra, p.4. The ensuing year of study produced the Education for All Handicapped Children Act of 1975.

 

In order to qualify for federal financial assistance under the Act, a State must demonstrate that it "has in effect a policy that assures all handicapped children the right to a free appropriate public education." 20 U.S.C. 1412(1). The "free appropriate public education" required by the Act is tailored to the unique needs of the handicapped child by means of an 'individualized educational program" (IEP). In addition to the state plan and the IEP already described, the Act imposes extensive procedural requirements upon State receiving federal funds under its provisions. Parents or guardians of handicapped children must be notified of any proposed change in "the identification, evaluation, or educational placement of the child or the provision of a free appropriate public education to the child," and must be permitted to being a complaint about "any matter relating to" such evaluation and education. 1415(b)(1)(D) and (E).6 Complaints brought by parents or guardians must be resolved at "an impartial due process hearing," and appeal to the State educational agency must be provided if the initial hearing is held at the local or regional level. Thus, although the Act leaves to the States the primary responsibility for developing and executing educational programs for handicapped children, it imposes significant requirements to be followed in the discharge of that responsibility. Compliance is assured by provisions permitting the withholding of federal funds upon determination that a participating state or local agency has failed to satisfy the requirements of the Act, 1414(b)(A), 1416, and by the provision for judicial review. At present, all States except New Mexico receive federal funds under the portions of the Act at issue today.

FACTS

                                                                                   

Amy Rowley is a deaf student in New York.  Amy has minimal residual hearing and is an excellent lipreader.  During the year before she started attending Furnace Woods School, Amy’s parents and school administrators met and decided to place her in a regular kindergarten classroom to determine what supplemental services would be necessary to her education.  Several members of the administration took a course in sign-language interpretation, and a teletype machine was installed in the principal’s office to facilitate communication with her parents who are also deaf.  After Amy was placed temporarily in the regular classroom, it was determined that she should stay in that class, but be provided with an FM hearing aid to amplify words.  Amy successfully finished her kindergarten year.

 

Before Amy entered first grade, an Individualized Education Plan (IEP) was prepared, which provided that Amy should continue to receive her education in the regular classroom and use the FM hearing aid, she should also receive instruction from a tutor for the deaf for one hour each day and from a speech therapist for three hours each week.  The Rowleys agreed with parts of this plan, but insisted that Amy also be provided a qualified sign-language interpreter in all of her academic classes instead of the assistance proposed in other parts of the IEP.

 

An interpreter had been placed in Amy’s kindergarten class for a 2-week experimental period, but the interpreter had reported that Amy did not need his services at that time.  The same conclusion was reached by the school for Amy’s first grade year.  An independent examiner also agreed with the administrators’ determination that an interpreter was not necessary because Amy was achieving educationally, academically, and socially without such assistance.  Amy performs better than the average child in her class and is advancing easily from grade to grade.  However, she understands less of what goes on in the class than she could if she were not deaf and so she is not learning as much, or performing as well academically, as she would without her handicap.

 

DECISION

 

The Court stated that a “free appropriate public education” is one which consists of educational instruction specially designed to meet the unique needs of the handicapped child, supported by such services as are necessary to permit the child “to benefit” from the instruction.  If personalized instruction is being provided with sufficient supportive services to allow the child to benefit from the instruction, and the other items on the definitional checklist are satisfied, the child is receiving a “free public education.”  Absent in the statute is any substantive standard prescribing the level of education to be accorded handicapped children.

 

“By passing the Act, Congress sought primarily to make public education available to handicapped children.  But in seeking to provide such access to public education, Congress did not impose upon the States any greater substantive educational standard than would be necessary to make such access meaningful.”  Board of Education v. Rowley, 458 U.S. 176 at 192.  The Court says the intent of the act was more to open the

                                                                                                Higgins, Green, Reece

 

door of pubic education than to guarantee the level of education once inside.  The Court further states that whatever Congress meant by an “appropriate” education, it did not mean a potential-maximizing education.  It did not mean the State had to provide specialized services to maximize each child’s potential “commensurate with the opportunity provided other children.”  The basic floor of opportunity provided by the Act is access to specialized instruction and related services which are individually designed to provide educational benefit to the handicapped child.

 

DICTA

 

Implicit in the congressional purpose of providing access to a "free appropriate public education" is the requirement that the education to which access is provided be sufficient to confer some educational benefit upon the handicapped child. It would do little good for Congress to spend millions of dollars in providing access to public education only to have the handicapped child receive no benefit from that education. The statutory definition of "free appropriate public education," in addition to requiring that States provide each child with "specially designed instruction," expressly requires the provision of "such . . . supportive services . . . as may be required to assist a handicapped child to benefit from special education." 1401(17) (emphasis added). We therefore conclude that the "basic floor of opportunity" provided by the Act consists of access to specialized instruction and related services which are individually designed to provide educational benefit to the handicapped child.

 

IMPLICATIONS

 

The determination of when handicapped children are receiving sufficient educational benefits to satisfy the requirements of the Act presents a more difficult problem. The Act requires participating States to educate a wide spectrum of handicapped children, from the marginally hearing-impaired to the profoundly retarded palsied. It is clear that the benefits obtainable by children at one end of the spectrum will differ dramatically form those obtainable by children at the other end, with infinite variations in between. One child may have little difficulty competing successfully in an academic setting with nonhandicapped children while another child may encounter great difficulty in acquiring even the most basic of self-maintenance skills. We do not attempt today to establish any one test for determining the adequacy of educational benefits conferred upon all children covered by the Act. Because in this case we are presented with a handicapped child who is receiving substantial specialized instruction and related services, and who is performing above average in the regular classrooms of a public school system, we confine our analysis to the situation.

 

 

 

 

PUBLICE SCHOOL LAW

 

William Allan Kritsonis, PhD

 

                                               

 

LEAST RESTRICTIVE ENVIRONMENT

 

INTRODUCTION

 

An important provision of Public Law 94-142 (IDEA) is that all handicapped students be educated in the least restrictive environment (LRE) (Heron & Skinner, 1981).  Federal law expresses a strong preference for placing the child with disabilities in the setting in which that child would be served if there were no disability (Walsh, Kemerer, and Maniotis, 2005). However, these requirements continue to generate complex and interesting questions from the field. In particular, this report focuses on questions that have been raised about the relationship of IDEA's LRE requirements to "inclusion."  If the goal of IDEA is to mainstream students with disabilities, despite efforts made from administrators, specialists, and staff, how can this be achievable if the child has not made academic progress in the regular classroom? 

 

 

Case One

 

United States Court of Appeals,

Fourth Circuit.

950 F.2d. 156

18 IDELR 350

 

Shannon CARTER, a minor, by and through her father, and next friend, Emory D. Carter, et al., Plaintiffs-Appellee,

v.

FLORENCE COUNTY SCHOOL DISTRICT FOUR: Ernest K. NICHOLSON, Superintendent, in his official capacity; SCHOOL BOARD MEMBERS; Bennie ANDERSON, Chairman; Monroe FRIDAY, Jack ODOM; Elrita BACOTE; T.R. GREEN; James W. HICKS, in their official capacity

No. 91 – 1047

 

LITIGANTS

 

Plaintiffs – Appellees:    Mark Hartmann, et al.

 

Defendant – Appellant: Florence County School District Four, et., al.

 

BACKGROUND

 

Mark Hartmann is an eleven year old child with autism.  Autism is a developmental disorder characterized by significant deficiencies in communication skills, social interaction, and motor control.  Mark is not able to speak and has severed problems with fine motor coordination.  Mark’s ability to write is limited.  He types on a keyboard but can only consistently type a few words such as “is” and “at”.  Mark has had episodes of

                                                                       

 

Loud screeching and other disruptive conduct; including, hitting, pinching, kicking, biting, and removing his clothing.  The school district proposed removing Mark from the regular classroom and place him in a class structured for children with autism.  However, he would be integrated for art, music, physical education, library, and recess.  Mark would be allowed to rejoin the regular education setting as he demonstrated an improved ability to handle it.  The Hartmanns refused to approve the IEP, claiming that it failed to comply with the mainstreaming provision of the IDEA, which states that "to the maximum extent appropriate," disabled children should be educated with children who are not handicapped. 20 U.S.C. § 1412(5)(B). The county initiated due process proceedings, 20 U.S.C. § 1415(b), and on December 14, 1994, the local hearing officer upheld the May 1994 IEP. She found that Mark’s behavior was disruptive and that despite the "enthusiastic" efforts of the county, he had obtained no academic benefit from the regular education classroom. On May 3, 1995, the state review officer affirmed the decision, adopting both the hearing officer’s findings and her legal analysis. The Hartmanns then challenged the hearing officer’s decision in federal court.

While the administrative process continued, Mark entered third grade in the regular education classroom at Ashburn. In December of that year, the Hartmanns withdrew Mark from Ashburn. Mark and his mother moved to Montgomery County, Virginia, to permit the Hartmanns to enroll Mark in public school there. Mark was placed in the regular third-grade classroom for the remainder of that year as well as the next.

The district court reversed the hearing officer’s decision. The court rejected the administrative findings and concluded that Mark could receive significant educational benefit in a regular classroom and that "the Board simply did not take enough appropriate steps to try to include Mark in a regular class." The court made little of the testimony of Mark’s Loudoun County instructors, and instead relied heavily on its reading of Mark’s experience in Illinois and Montgomery County. While the hearing officer had addressed Mark’s conduct in detail, the court stated that "given the strong presumption for inclusion under the IDEA, disruptive behavior should not be a significant factor in determining the appropriate educational placement for a disabled child."

 

FACTS

 

Mark spent his pre-school years in various programs for disabled children. In kindergarten, he spent half his time in a self-contained program for autistic children and half in a regular education classroom at Butterfield Elementary in Lombard, Illinois. Upon entering first grade, Mark received speech and occupational therapy one-on-one, but was otherwise included in the regular classroom at Butterfield full-time with an aide to assist him.

After Mark’s first-grade year, the Hartmanns moved to Loudoun County, Virginia, where they enrolled Mark at Ashburn Elementary for the 1993-1994 school year. Based on Mark’s individualized education program (IEP) from Illinois, the school placed Mark in a regular education classroom. To facilitate Mark’s inclusion, Loudoun officials carefully selected his teacher, hired a full-time aide to assist him, and put him in a smaller class with more independent children. Mark’s teacher, Diane Johnson, read extensively about

                                                                                   

 

  1. autism, and both Johnson and Mark’s aide, Suz Leitner, received training in facilitated communication, a special communication technique used with autistic children. Mark received five hours per week of speech and language therapy with a qualified specialist,   Carolyn Clement. Halfway through the year, Virginia McCullough, a special education teacher, was assigned to provide Mark with three hours of instruction a week and to advise Mark’s teacher and aide.

Mary Kearney, the Loudoun County Director of Special Education, personally worked with Mark’s IEP team, which consisted of Johnson, Leitner, Clement, and Laurie McDonald, the principal of Ashburn. Kearney provided in-service training for the Ashburn staff on autism and inclusion of disabled children in the regular classroom. Johnson, Leitner, Clement, and McDonald also attended a seminar on inclusion held by the Virginia Council for Administrators of Special Education. Mark’s IEP team also received assistance from educational consultants Jamie Ruppmann and Gail Mayfield, and Johnson conferred with additional specialists whose names were provided to her by the Hartmanns and the school. Mark’s curriculum was continually modified to ensure that it was properly adapted to his needs and abilities.

Frank Johnson, supervisor of the county’s program for autistic children, formally joined the IEP team in January, but provided assistance throughout the year in managing Mark’s behavior. Mark engaged in daily episodes of loud screeching and other disruptive conduct such as hitting, pinching, kicking, biting, and removing his clothing. These outbursts not only required Diane Johnson and Leitner to calm Mark and redirect him, but also consumed the additional time necessary to get the rest of the children back on task after the distraction.

Despite these efforts, by the end of the year Mark’s IEP team concluded that he was making no academic progress in the regular classroom. In Mark’s May 1994 IEP, the team therefore proposed to place Mark in a class specifically structured for autistic children at Leesburg Elementary. Leesburg is a regular elementary school which houses the autism class in order to facilitate interaction between the autistic children and students who are not handicapped. The Leesburg class would have included five autistic students working with a special education teacher and at least one full-time aide. Under the May IEP, Mark would have received only academic instruction and speech in the self-contained classroom, while joining a regular class for art, music, physical education, library, and recess. The Leesburg program also would have permitted Mark to increase the portion of his instruction received in a regular education setting as he demonstrated an improved ability to handle it.

 

DECISION

 

To demand more than this from regular education personnel would essentially require them to become special education teachers trained in the full panoply of disabilities that their students might have. Virginia law does not require this, nor does the IDEA. First, such a requirement would fall afoul of Rowley’s admonition that the IDEA does not guarantee the ideal educational opportunity for every disabled child. Furthermore, when the IDEA was passed, Congress’ intention was not that the Act displace the primacy of

                                                                                   

 

States in the field of education, but that States receive funds to assist them in extending their educational systems to the handicapped." Rowley, 458 U.S. at 208. The IDEA "expressly incorporates State educational standards." Schimmel v. Spillane, 819 F.2d 477, 484 (4th Cir. 1987). We can think of few steps that would do more to usurp state educational standards and policy than to have federal courts re-write state teaching certification requirements in the guise of applying the IDEA.  In sum, we conclude that Loudoun County’s efforts on behalf of Mark were sufficient to satisfy the IDEA’s mainstreaming directive.

 

DICTA

 

The IDEA embodies important principles governing the relationship between local school authorities and a reviewing district court. Although section 1415(e)(2) provides district courts with authority to grant "appropriate" relief based on a preponderance of the evidence, 20 U.S.C. § 1415(e)(2), that section "is by no means an invitation to the courts to substitute their own notions of sound educational policy for those of the school authorities which they review." Board of Education of Hendrick Hudson Central Sch. Dist. v. Rowley, 458 U.S. 176, 206 (1982).  These principles reflect the IDEA’s recognition that federal courts cannot run local schools. Local educators deserve latitude in determining the individualized education program most appropriate for a disabled child. The IDEA does not deprive these educators of the right to apply their professional judgment. Rather it establishes a "basic floor of opportunity" for every handicapped child. Rowley, 458 U.S. at 201. States must provide specialized instruction and related services "sufficient to confer some educational benefit upon the handicapped child," id. at 200, but the Act does not require "the furnishing of every special service necessary to maximize each handicapped child’s potential," id. at 199.

 

IMPLICATIONS

 

The IDEA encourages mainstreaming, but only to the extent that it does not prevent a child from receiving educational benefit. The evidence in this case demonstrates that Mark Hartmann was not making academic progress in a regular education classroom despite the provision of adequate supplementary aids and services. Loudoun County properly proposed to place Mark in a partially mainstreamed program which would have addressed the academic deficiencies of his full inclusion program while permitting him to interact with nonhandicapped students to the greatest extent possible. This professional judgment by local educators was deserving of respect. The approval of this educational approach by the local and state administrative officers likewise deserved a deference from the district court which it failed to receive. In rejecting reasonable pedagogical choices and disregarding well-supported administrative findings, the district court assumed an educational mantle which the IDEA did not confer. Accordingly, the judgment must be reversed, and the case remanded with directions to dismiss it.

 

 

 

 

William Allan Kritsonis, PhD

 

 

SPECIAL EDUCATION

 

 

SPECIAL EDUCATION

 

INTRODUCTION

 

“Appropriate” education is one that goes beyond the normal school year. If a child will experience severe or substantial regression during the summer months in the absence of a summer program, the handicapped child may be entitled to year round services. The Education for All Handicapped Children Act (EAHCA) passed in 1975, this act provided support to state special education programs to provide free appropriate public education to disabled children. National precedent establishing the tests for determining the need for an extended school year for special needs children.

            For the purpose of this case we will determine if there is sufficient enough evidence of regression to justify requiring the district to provide summer services to the student.

Case One

 

United States Court of Appeals,

Fifth Circuit

 

 

Alamo Heights Independent School District-Plaintiff-Appellants

v.

State Board Of Education, et al., Defendants-Apelles

790 F .d 1153

 

 

LITIGANTS

Plaintiff –Appellant: Alamo Heights Independent School District

 

Defendants – Apelles: State Board of Education

 

Background

 

In the summer  1979, when Steven was seven, his mother moved into the Alamo Heights Independent School District. That school year Steven attended a special education program at Cambridge Elementary School. In the late spring of 1980, Mrs. G.

 

requested that the Alamo Heights Independent School District provide summer services for Steven.

For seven years prior to 1980 the Alamo Heights School District had offered a summer program to all special education students who were moderately or severely handicapped. The decision to offer the program was made on the administrative level, as a matter of district policy, and any moderate to severely handicapped child was eligible to

 

attend. In the summer of 1980, when Steven would have been eligible for this program, however, the School District changed its policy and offered only a half-day one-month program, without providing transportation. The decision to curtail the summer program was based on its cost and the apparent lack of interest on the part of teachers and eligible students in previous years.

No students from Steven's multiply handicapped class took advantage of the 1980 summer program, nor did Steven. It is not clear, however, whether Mrs. G. was not told of the program or whether the lack of transportation and the hours made it impossible for Steven to attend. During that summer, Steven stayed with a baby-sitter who had no training in special education. There was testimony that Steven's behavior deteriorated that summer and that he suffered regression in his ability to stand, point, and feed himself.

The next year Mrs. G.'s request for summer services and transportation was refused by school officials, without consultation with Steven's Admission, Review and Dismissal (ARD) Committee or with his teacher. The only caretaker Mrs. G. could find for Steven lived a mile outside of the district boundary, and even during the school year, the School District would not provide out-of-district transportation.

Mrs. G. then employed legal counsel and appealed the denial of services to the Texas Education Agency. The administrative hearing officer issued an interim order requesting a meeting of Steven's ARD Committee to consider the issue of summer services. The ARD Committee met and agreed only to provide some adaptive equipment for Steven and to request consultative services from the state during the summer of 1981. On August 21, 1981, the hearing officer issued a "proposal for decision" in which he found that the School District was required to provide summer services and related

transportation services during 1981, and also required the School District to make a decision regarding summer services for 1982 by March of 1982.

Facts

 

Without some kind of continuous, structured educational program during the evidence to conclude that Steven G. would definitely suffer severe regression after a summer without such a program, neither can it conclude that he would not and there is evidence that shows that Steven G. has suffered more than the loss of skills in isolated instances, and that he has required recoupment time of more than several weeks after summers without continuous, structured programming. A summer without continuous, structured programming would result in substantial regression of knowledge gained and skills learned, and, given the severity of Steven G.'s handicaps, this regression would be significant.

Decision

 

Mrs. G.'s efforts to obtain the appropriate provision of free educational services for her son were pursued within the administrative framework set up by the State of Texas pursuant to EAHCA guidelines. The success she achieved in requiring the School District to provide Steven with an appropriate individualized educational placement, including summer services, was obtained through and within the "elaborate, precisely

defined administrative and judicial enforcement system. Because we find that, whether or  denominated due process, the claims upon which Mrs. G. has prevailed are rights granted by the EAHCA, and because the EAHCA contains no provision for attorney's fees, we agree with the district court that no attorney's fees are to be awarded under Sec. 1988.

We also find that Mrs. G. is not entitled to attorney's fees under the Rehabilitation Act. In Smith, the Court stated, "Of course, if a State provided services beyond those required by the [EAHCA], but discriminatorily denied those services to a handicapped child, Section 504 [of the Rehabilitation Act] would remain available as an avenue of relief."

Mrs. G. asserts that the fact that the School District provided a summer remedial reading program, free of charge, to nonhandicapped children without providing an

analogous free summer program to handicapped children is a clear instance of discrimination on the basis of handicap in violation of Sec. 504.

 We do not agree. Under the EAHCA, the School District is required to provide handicapped children with a free, appropriate education geared towards their individual needs. If a handicapped child's IEP requires summer services under the EAHCA, he is entitled to summer services. The fact that the School District affords some nonhandicapped children remedial help during the summer does not mean that it is required to offer similar remedial summer guidance to handicapped children, irrespective of whether their individual IEP's provide for structured summer services. The school district's action in Steven's case has not been shown to constitute discrimination on the basis of his handicap distinct from the protection afforded under the EAHCA. Hence, Mrs. G. is not entitled to attorney's fees under 29 U.S.C. Sec. 794a(b), the attorney's fees provision of the Rehabilitation Act.

Finally, the School District argues that it was denied due process by the procedures employed by the State Board of Education during the administrative stage of this action. It contends that under Helms v. McDaniel, the hearing officer's initial proposed decision of August 24, 1981 should have been considered the final decision of the case and that the hearing officer's later adoption of the Commissioner of Education's decision was a direct violation of Helms. It contends that the failure of the hearing officer to adopt his initial proposed decision as the final decision of the case denied them due process. The School District does not favor us with any authority for the proposition that an adjudicative officer is prohibited by the due process clause from changing his opinion in the course of an orderly procedure. We find the district court did not err in dismissing the School District's due process claims against the state defendants.

 

Dicta

 

The district court carefully phrased its conclusion and, while it did not explicitly state that the educational program offered by the School District did not meet the "some

 

educational benefit" standard of Rowley, the district court showed that it was aware of that decision and its judgment is therefore tantamount to such a conclusion. Hence, we

 

hold that the district court applied the appropriate standard to the factual determinations supported by the record. The general injunctive relief granted by the court was

appropriate to ensure that Steven receives the summer programming to which he is entitled under the Act.

With respect to out-of-district transportation for Steven G., the district court found that transportation is included in the definition of "related service" under 20 U.S.C. Sec. 1401(a)(17) and that such transportation does not cease to be a related service simply because a parent requests transportation to a site a short distance beyond the district boundaries.

Implications

 

The evidence indicates that Todd was receiving benefit from the TISD special education program, and hence, the TISD special education program was an appropriate placement under IDEA. Equally important, the TISD special education program provided Todd with an opportunity to interact with nondisabled peers, and was a less restrictive environment than The Oaks. Thus, regardless of whether Todd extracted any academic benefit from the educational program at The Oaks, Todd's parents' unilateral decision to place him there remains their financial responsibility. For these reasons, the decision of the district court is AFFIRMED.

 

 

 

 

 

SPECIAL EDUCATION

 

 

Professor William Allan Kritsonis, PhD Program in Educational Leadership, PVAMU, The Texas A&M University System

 

 

SPECIAL EDUCATION

 

INTRODUCTION

 

In order to assure that all children are given a meaningful opportunity to

benefit from public education, the education of children with disabilities is

required to be tailored to the unique needs of the handicapped child by means of an individualized education plan (IEP). As a condition of federal funding, IDEA requires states to provide all children with a "free appropriate public education," with the statutory term "appropriate" designating education from which the schoolchild obtains some degree of benefit.

            This report focuses on parents rights to place their son in a unilateral placement despite the public school program and IEP. The parents by law have the right to request reimbursement for private placement.

 

Case One

 

United States Courts of Appeals,

Fifth Circuit

 

TODD L., Mr. and Mrs. L., Defendant-Appellants,

v.
TEAGUE INDEPENDENT SCHOOL DISTRICT, et al., Plaintiff-Appellee,

Docket No. No. 92-8427.

 

LITIGANTS

 

Plaintiffs-Appellant: Todd L., Mr. and Mrs. L., et.al

 

Defendant-Appellee: TEAGUE INDEPENDENT SCHOOL DISTRICT

 

 

BACKGROUND

 

As a condition of federal funding, IDEA requires states to provide all children with a "free appropriate public education," with the statutory term "appropriate" designating education from which the schoolchild obtains some degree of benefit. IDEA requires that children with disabilities be educated to the maximum extent possible with nondisabled children in the least restrictive environment consistent with their needs, a concept referred to as "mainstreaming." In order to assure that all children are given a meaningful opportunity to benefit from public education, the education of children with disabilities is required to be tailored to the unique needs of the handicapped child by means of an individualized education plan (IEP).

Complying with IDEA, Todd's local public school district (the Teague Independent School District, "TISD"), in collaboration with Todd and his parents, developed an IEP for Todd. Consistent with IDEA's requirement that special education services be tailored to the unique needs of the child, the IEP emphasized one-on-one instruction in specially equipped classrooms, and reduced the length of Todd's school day from seven hours to two hours. Todd's school day was reduced not for the convenience of school staff, but in response to Todd's inability to tolerate a longer school day without becoming unduly frustrated and discouraged, leading to regression rather than academic progress.

The school psychologist specifically found that a shortened school day would be necessary, at least temporarily, to assure that Todd's inability to tolerate frustration did not lead to his giving up on academics altogether and dropping out of school. Though Todd was educated separately from his nondisabled peers for part of the school day, the school arranged for Todd to have contact with nondisabled peers. The goal of Todd's four-year IEP was to provide him with a nonthreatening environment in which he could continue to make academic progress while gradually learning to tolerate a lengthened school day and increased stress. The record indicates that the authors of Todd's IEP fully expected that ultimately Todd would be reintegrated into "the mainstream" of regular classes at the TISD school, and would graduate.

 

Facts

 

             When Todd's parents sought reimbursement for the costs of Todd's institutionalization, the TISD refused on the grounds that Todd had been able to benefit from the TISD program and that The Oaks placement was more restrictive than necessary to provide Todd with educational benefit. Todd's parents appealed to a special education

hearing officer, who found that Todd's parents should be reimbursed. The special education hearing officer found that Todd's parents had established that Todd's local

public school was an inappropriate placement while The Oaks was an appropriate placement. According to the hearing officer, there was no evidence that Todd had obtained any benefit from special education at the TISD School. Contending that this factual conclusion was clearly erroneous, and that the hearing officer did not take into account the relative restrictiveness of The Oaks and the TISD School’s special education program, the school district appealed the hearing officer's decision to federal district court.

            Although the district court indicated that it gave "due weight" to the decision of the hearing officer, the district court concluded, after reviewing all the evidence from the administrative proceeding and hearing additional evidence, that the TISD public school placement was appropriate, and that The Oaks placement was inappropriate. Therefore, the district court reversed the hearing officer's decision to grant Todd's parents reimbursement for the cost of Todd's institutionalization at The Oaks. Todd's parents appeal the district court's decision. We affirm.

Decision

          Having decided that the district court did not err in subjecting the hearing officer's decision to a searching review, it remains only to decide whether the conclusions drawn by the district court were proper. We review de novo, as a mixed question of law and fact, the district court's decision that the local school's IEP was appropriate and that the alternative placement was inappropriate under IDEA. Christopher M. v. Corpus Christi Independent Sch. Dist., 933 F.2d 1285, 1289 (5th Cir.1991). We review the district court's findings of "underlying fact" for clear error. Id. See also Sherri A.D., 975 F.2d at 207. Findings of "underlying fact" include findings that the schoolchild obtained

any benefit from special education services or would be threatened by a longer school day. Christopher M., 933 F.2d at 1289.  If a parent or guardian unilaterally removes a child from the local public school system, the parent or guardian may obtain reimbursement for an alternative placement only if able to demonstrate that the regular school placement was inappropriate, and that the alternative placement was appropriate. School Comm. of Burlington v. Department of Educ., 471 U.S. 359, 373-74, 105 S.Ct. 1996, 2004, 85 L.Ed.2d 385 (1985). If Todd's IEP in the local public school district was appropriate, then there is no need to inquire further as to the appropriateness of The Oaks' program.

          Under IDEA, an "appropriate" placement is that which enables a child to obtain "some benefit" from the public education he is receiving; not necessarily maximization of his potential. See Rowley, 458 U.S. at 198-200, 102 S.Ct. at 3047. In addition to requiring that the child's placement be appropriate in the sense of providing some benefit, IDEA mandates that to the fullest extent possible, disabled children be educated with non-disabled children in the least restrictive environment. See 20 U.S.C. § 1412(5); Rowley, 458 U.S. at 202, 102 S.Ct. at 3048; Sherri A.D., 975 F.2d at 206 ("Even in cases in which mainstreaming is not a feasible alternative, there is a statutory preference for serving disabled individuals in the setting which is least restrictive of their liberty and which is near the community in which their families live"). A presumption exists in favor of the local public school district's plan for educating the child, provided it comports with IDEA. See Tatro v. State of Texas, 703 F.2d 823, 830 (5th Cir.1983). See generally Rowley, 458 U.S. at 207-08, 102 S.Ct. at 3051.

          There is ample evidence that Todd received significant benefit from his public school placement. Todd's teacher and school psychologist both testified that Todd made significant progress academically and behaviorally while in the TISD special education program. Not only did Todd advance in terms of grade level, he also became steadily more able to focus on particular tasks for longer periods without experiencing debilitating frustration. At the same time, the TISD special education program provided Todd with

some opportunity to interact with nondisabled peers, and the opportunity to participate in the affairs of the community in which he lived.

          Todd's one-on-one instruction at TISD was no more restrictive than necessary to assure that he would receive some academic benefit from special education at TISD. The school psychologist testified that while she would have recommended some sort of residential placement had the district not been able to provide Todd with one-on-one

instruction, she would never consider placing a child like Todd at a residential facility as restrictive as The Oaks without first exhausting the full range of less restrictive alternatives. She testified that even though Todd had serious behavior problems, she did not consider him so unruly as to require twenty-four hour supervision in a locked unit. In the school psychologist's opinion, The Oaks was a placement of last resort.

          By contrast to the unambiguous evidence that Todd benefitted from special education at the TISD school, the evidence that Todd benefitted from educational services at The Oaks is equivocal. The evidence Todd's parents produced to support their claim that Todd benefitted academically from educational programming at The Oaks compares Todd's performance before he received special education services at the TISD school with Todd's performance after he was institutionalized. Hence, it is difficult, if not impossible, to ascertain whether the source of the benefit Todd obtained was provided primarily by the TISD school, or by The Oaks. It is uncontroverted that The Oaks' focus was on behavior management, and that The Oaks devoted only the same or a little more time to Todd's educational programming than did the TISD school.

        Finally, Todd's placement at The Oaks involved more restrictions on Todd's liberty than any other potential placement, removed Todd from his home community, and completely precluded him from having any contact with nondisabled peers. There is exceedingly little evidence, other than the hospital's willingness to admit Todd, that he required such a restrictive environment. Although we can assume, based on Todd's admission to The Oaks, that a physician

ratified Todd's parents' decision to hospitalize their son, the great weight of the evidence indicated that he could not only cope, but thrive, in a less restrictive setting.

Dicta

  The evidence indicates that Todd was receiving benefit from the TISD special education program, and hence, the TISD special education program was an appropriate placement under IDEA. Equally important, the TISD special education program provided

Todd with an opportunity to interact with nondisabled peers, and was a less restrictive environment than The Oaks. Thus, regardless of whether Todd extracted any academic benefit from the educational program at The Oaks, Todd's parents' unilateral decision to place him there remains their financial responsibility. For these reasons, the decision of the district court is AFFIRMED.

Implications

 

The district court carefully phrased its conclusion and, while it did not explicitly state that the educational program offered by the School District did not meet the "some educational benefit" standard of Rowley, the district court showed that it was aware of that decision and its judgment is therefore tantamount to such a conclusion. Hence, we hold that the district court applied the appropriate standard to the factual determinations supported by the record. The general injunctive relief granted by the court was appropriate to ensure that Steven receives the summer programming to which he is entitled under the Act.

Dr. William Allan Kritsonis Inducted into the William H. Parker Leadership Academy Hall of Honor (HBCU)

 

Remarks by Angela Stevens McNeil

July 26th 2008

 

Good Morning. My name is Angela Stevens McNeil and I have the privilege of introducing the next Hall of Honor Inductee, Dr. William Allan Kritsonis. Dr. Kritsonis was chosen because of his dedication to the educational advancement of Prairie View A&M University students. He earned a Bachelor’s degree in 1969 from Central Washington University in Ellensburg, Washington.  In 1971, he earned his Master’s in Education from Seattle Pacific University.  In 1976, he earned his PhD from the University of Iowa. 

Dr. Kritsonis has served and blessed the field of education as a teacher, principal, superintendent of schools, director of student teaching and field experiences, invited guest professor, author, consultant, editor-in-chief, and publisher.  He has also earned tenure as a professor at the highest academic rank at two major universities.

In 2005, Dr. Kritsonis was an Invited Visiting Lecturer at the Oxford Round Table at Oriel College in the University of Oxford, Oxford, England.  His lecture was entitled the Ways of Knowing through the Realms of Meaning.

In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies. 

Dr. William Kritsonis is a well respected author of more than 500 articles in professional journals and several books.  In 1983, Dr. Kritsonis founded the NATIONAL FORUM JOURNALS. These publications represent a group of highly respected scholarly academic periodicals. In 2004, he established the DOCTORAL FORUM – National Journal for Publishing and Mentoring Doctoral Student Research. The DOCTORAL FORUM is the only refereed journal in America committed to publishing doctoral students while they are enrolled in course work in their doctoral programs. Over 300 articles have been published by doctorate and master’s degree students and most are indexed in ERIC.

Currently, Dr. Kritsonis is a Professor in the PhD Program in Educational Leadership here at Prairie View A&M University.

            Dr. William Kritsonis has dedicated himself to the advancement of educational leadership and to the education of students at all levels.  It is my honor to bring him to the stage at this time as a William H. Parker Leadership Academy Hall of Honor Inductee.

About the Author

Dr. Kritsonis Recognized as Distinguished Alumnus

In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies. Dr. Kritsonis was nominated by alumni, former students, friends, faculty, and staff. Final selection was made by the Alumni Association Board of Directors. Recipients are CWU graduates of 20 years or more and are recognized for achievement in their professional field and have made a positive contribution to society. For the second consecutive year, U.S. News and World Report placed Central Washington University among the top elite public institutions in the west. CWU was 12th on the list in the 2006 On-Line Education of “America’s Best Colleges.”

The Truth Of The Matter As It Applies To » Employment Law Uk Together With Other Research

Tuesday, February 23rd, 2010

employment law uk
What would you like to see on an employment law blog?

I've started a UK employment law blog. There are lots of people on here interested in their rights at work, and I know a fair bit about it. Have a look and tell me what you think, but what I'd really like people to do is suggest what subjects I should tackle.

http://www.usefullyemployed.co.uk/

Thanks, Ive bookmarked it and will return. Any stuff on managing the Capability process with a poor performing worker? want to give them the best possible chance of success.......just a thought

Testimonial www.EmploymentLawUK.org.uk

A Revealing Dialogue And Synopsis Regarding » Uk Employment Law Advice

Tuesday, February 23rd, 2010

[mage lang="" source="flickr"]uk employment law advice[/mage]

How much disciplinary investigation is necessary (UK Employment Law)

When considering whether to dismissal for misconduct, a question that often comes up is how much investigation should the employer carry out first? It's commonly known that under the ‘Burchell' test:

 

  • the employer must establish that he believed the employee was guilty of misconduct;
  • the employer must have had reasonable grounds for that belief;
  • the employer must have carried out as much investigation into the matter as was reasonable in all the circumstances.

 

In the recent Court of Appeal case of Salford NHS Trust v Roldan, Ms Roldan was a staff nurse, when a colleague complained that she had ill-treated a colleague, discarding cleaning wipes on a patients face and slapping his hand. She was suspended, and informed that serious complaints had been made. In the investigation the colleague was interviewed, as was Ms Roldan and her supervisor. The complainant's recollection was precise and consistent, but Ms Roldan's recollection was inconsistent and vague. Ms Roldan was dismissed following a disciplinary hearing, who then appealed saying amongst other things that the wipes had gone in the patients face by accident, but that the patient had assaulted her.

 

The appeal took the form of a re-hearing with all the witnesses giving evidence again. The appeal was rejected. The consequences for the appellant were very significant; not only did she lose her job, but in addition she lost her work permit and the right to remain in the United Kingdom, as well as being the subject of a criminal investigation by the police for which she was prosecuted but acquitted.

 

One of the grounds of appeal was whether the investigation was adequate.  On the facts, the Court of Appeal considered that further investigation should have been carried out:

 

  • The more serious the consequences of dismissal for the employee, the more careful an investigation is required. In this case, a more careful investigation was needed because the consequence of dismissal was that Ms Roldan could be deported; ‘This is particularly so given that here was a woman who had given service to the employers over 4 years, apparently without complaint, and there was a real risk that her career would be blighted by this dismissal. It would certainly lead to her deportation and destroy her opportunity for building a career in this country'. More could have been done to check the allegations made.
  • An employer faced with a conflict of evidence between two witnesses is not obliged to believe one employee and to disbelieve the other. If it is unable to resolve the conflict, it is perfectly proper to give the alleged wrongdoer the benefit of the doubt.

 

At first reading, the Trust's investigation and complete re-hearing at appeal seemed quite thorough. However employers would be wise to consider the full consequences of a disciplinary dismissal, and investigate as exhaustively as possible if deportation, prosecution or being placed on a barred list might follow. If in doubt, take legal advice, as not doing so could prove to be expensive!

About the Author

James Carmody is lawyer advising on UK employment law in Central London EC1 http://www.reculversolicitors.co.uk/ 0207 324 6271

Getting Fair Legal Advice - a video from Unbiased.co.uk

A Quick Online Conclusion Of » Employment Law Links

Thursday, February 18th, 2010

employment law links
Is it illegal not to have at least 15 minuets break for every 4 hours of employment?

I ask as i have heard many people say it is the law that employers should give 15 minuets break when you have worked over 4 hours. If it is does anyone have any links?
What can we do if an employer is breaking the law in the treatment of it's employees? If we were to raise any such points with the employer we would get the sack and be stiched up so is there any outside bodies that could help?
This is in the uk, thats why i ased on uk yahoo answers.

No it isn't illegal to not have a 15 minute break for every 4 hours of employment.Adult workers are entitled to a minimum 20 minute rest break if there working day is longer than 6 hours and this law is different for adolescent workers. It can also be different for shift workers and the type of work and the hours you are paid for.I have worked at an airport and with some companies you never got an official break, but didn't work for 8 or 12 hours straight through but were paid for the full shift and took your breaks as you could .Go to www.hse.gov.uk/workers or www.adviceguide.org.uk

Job Search. Find a Job

A Good Brief Outline On The Subject Of » Employment Law My Rights As Well As Other Studies

Monday, February 15th, 2010

employment law my rights
Employment Relations (Rest Breaks and Meal Breaks)
Tēnā koe, Mr Assistant Speaker, kia ora tātau katoa. Nā runga i te hiahia kia kōrerotia tō tātau reo Māori i roto i te Whare nei, kua kawe haerehia tēnei kōrero i roto i te reo Māori.
ALA Presidential Candidate Question Responses: Oliver on GLBT Employment Rights

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A Quick Summary Regarding » Employment Law Google Books As Well As Other Research

Wednesday, February 10th, 2010

employment law google books
Immigration’s History and Motivation
Years ago, when Jeffrey Kaye and I were both contributors to New West magazine, I happened to interview a Chicano activist who observed that Southern California is to the Mexican people what Israel is to the Jewish people — a homeland to which they enjoy a right of return.
Make 3000Pound in 4 weeks

The Truth Of The Matter As It Relates To » Employment Law Government Uk As Well As Comparable Research

Friday, February 5th, 2010

employment law government uk

Employers Get a Role in Immigration Control

Employers Get A Role In Immigration Control

Sean Kehoe, Senior Partner at personal injury law firm Advance Legal, has said:

"The problem of illegal migrant workers has pre-occupied ministers over the last few years and the result is a raft of new measures that could increase costs for employers and present some difficult legal dilemmas.

New penalties for employing illegal workers came into force on 29 February 2008. Employers could face a two-year jail term or a fine of up to £10,000 for each illegal worker they hire.

February 29 also saw the introduction of the new Australian style points based immigration system in which foreign workers from outside the EU will be categorised depending on their skills and qualifications.

Foreign workers wishing to work in Britain will be placed in five groups with highly skilled workers in Tier 1 and those with lower qualifications in tiers 2 and 3. Students and temporary workers will be in tiers 4 and 5. Applicants will need to achieve a certain number of points depending of their skills and suitability before they will be given clearance to remain in the UK.

Employers wishing to hire workers in certain tiers will need to have a sponsor licence. The fees are still being set but it’s proposed they should be between £300 and £1000 depending on the size of the firm. Sponsoring firms will then be expected to inform the Border and Immigration Agency if the sponsored employee fails to turn up for the first day of work or terminates his contract.

The agency says it will take compliance seriously and will be prepared to make robust checks on job roles, qualifications and salary. Breaches of the rules could lead to firms being prevented from employing migrant workers.

Even firms that don’t employ or intend to employ migrant workers are likely to be affected by the Government clampdown on illegal workers. The prospect of a jail term or a £10,000 fine for each illegal worker employed means firms need to be careful when taking on staff.

The present law provides employers with a statutory defence against hiring illegal workers if they check and record certain specified documents belonging to potential employees.

This will continue under the new system. However, if employers wish to retain the defence they will be required to undertake repeat document checks at least once a year for employees who have limited leave to enter or remain in the United Kingdom. As is currently the case, the defence will not apply where an employer knows that they are employing an illegal migrant worker.

The problem here is that in making such checks employers could leave themselves open to allegations of racial discrimination.

The Government recognises the dilemma and so the Border and Immigration Agency has offered the following advice:

"It must not be assumed that someone from an ethnic minority is an immigrant, or that someone born abroad is not entitled to work in the United Kingdom."

"Employers who refuse to consider anyone who looks or sounds foreign are likely to be unlawfully discriminating on racial grounds. If document checks are carried out only for prospective employees who by their appearance or accent seem not to be British, this too may constitute unlawful racial discrimination."

"Where complaints of racial discrimination are upheld by a Tribunal, employers can be ordered to pay compensation for which there is no upper limit. Employers have a legal duty under current race relations legislation to avoid unlawfully discriminating on racial grounds and are therefore advised to undertake document checks on every prospective employee. The best way for employers to make sure that they do not discriminate is to treat all job applicants in the same way at each stage of their recruitment process."

Employers could be forgiven for thinking they face a legal minefield whichever way they turn but with the potential penalties so high it is vital that correct procedures are followed."

About the Author

Advance Legal specialise in all kinds of employment and personal injury claims. Because they are qualified solicitors you can relax in the knowledge that you have a specialist law firm acting for you

ARK Schools, Academies and eugenics. The John Adam St Gang.

A Revealing Discussion And Conclusion About » Free Employment Law Guide As Well As Other Studies

Thursday, February 4th, 2010

free employment law guide

Article 2: Why Why is it of Paramount Importance to Self-employment?

WHY WHY WHY? part 2 [ Articles : ]

This is a sample book chapter'' the psychology of comprehension'' of the book ''The Psychology of Rapid Self-Employment Achievement Plan, Personal Development, Fitness & Diet Achievement Guide Under One Roof''

The Steps You Must Take to Escape the Rat Race Before You Get Fired or Pension Scammed

,the Neuroscience way''

Behavioural psychological components of success comprise many motivating factors that get results. However, there are short and long term results success.

Many people who enrol in self development program, quite often, even though they prepare themselves for long term and permanent success, they acquire the short term psychological tools to success, and unconsciously, bypass the long term psychological tools to permanent success.

The basic psychological components of success are as follow.

1. Intention

1. Attention

2. Love

3. Belief

4. Action

5. results

Your results are directly correlated intention attention balance

Energy flows where attention goes

Your intention carries energy

Your attention carries energy

Love carries energy

Belief carries energy

Action carries energy

Results carry energy

Unless you truly love your service, or your products, you wont make it to the finish line of success.

however, you will still need to ' comprehend' the function processes of ' energy of love' energy of belief' etc..

Arithmetic clearly shows us that 1+1=2 and not 3, if you want to reach 3, you will have to add a 1 to reach 3, so on and so forth

Imagine this,

intention + attention + love = unwavering belief + action = results

You cant have one without the others, they are correlated one after the other, so if you have a skill but not the love for that skill, you lose the skill, and vis-versa.

Once you understand how things work, you can consciously reproduce them mentally and physically. Until you comprehend the success behaviour, you leave it to chance, and leaving your intention to chance has high probability risk failure.

Now, you may become successful for a year, but how can you sustain your long-term success? It is important to prepare yourself to understand the law of sustainability.

You see that there are number of short-lived successful people around, and very few are long term successful, why is that? Because their psychological arithmetic is faulty, why do I think that?

Because despite understanding the correlation of intention, attention, and love and belief, which motivates the subject to take action and achieve results, however, the long term success is left to chance. many success enthusiasts try to get results from the concept of 1+1 = 3, rather than 1+1+1=3.

Now if you think about it, your intention attention , love, belief, action, and results, are triggered by neuro associative re-enforcement of pain and pleasure.

This is so important neurological science fact that you must understand. That is to say that our consciousness seems to be inherently representational.

consciousness seems to have representational content, for which it allows us to see things in certain way, such as our ideas of things, colour, shapes, and people.

Now to chunk this information into further explanation of consciousness, one may say that consciousness is part of a neural network, and that neurons having a representational content.

the neuroscience philosopher David Chalmers discusses it is as being "Neural Correlative Consciousness when it gets the content right, when that content represents the content of consciousness"

When you think about what Chalmers says, it seems that we are talking about one thing of the same with two different terminologies, or as it is suggested by Crick and Koch, that consciousness can be explained as access consciousness and phenomenal consciousness.

Take for example the ideas of water and H 2 0 are different ideas of the same thing existing in the brain.

If you are interested to investigate this further, you can look it up in some recent papers by Crick and Koch raise an interesting scientific and philosophic arguments.

However, our task here is to simplify our understanding of consciousness, that neuro associative mental events of pain and pleasure is what motivate the human race to take action, it is this neuro association of pain and pleasure that cause human behaviour.

without these two neuro psychological processes, we would not be able to function in our life.

Returning back to our concerns about future success sustainability, which can be secured by the understanding of our neuropsychology, and then put that understanding into practice.

How do we put our understanding into practice? Well, if you do understand the neural correlative consciousness, and neural association of pain and pleasure, you will unlock the mystery of what makes one person a success, and another a failure.

My current book ' The psychology of The Rapid Self Employment Plan, the Neuroscience Way", will reveal the truth about how to reach peak performance, excel, and win.

This book will surpasses all conventional success programs, because it is based on neuroscience research at the laboratory of the neuropsychology of achievement.

stay away from the hype of " become millionaire" books, cds and audio success program promises, get science facts, don't 'say I can' until you ' comprehend' the structure and function of what makes A gets to B = results.

we do not get results by thinking positive, or by having an 'intention' and take action, but by first ' comprehending ' if you are coached by success NLP coach, demand neuropsychology explanation.

imagine, you enroll in an academic course, you don t get your teacher telling you to be positive, have intention, have faith, have love, and start that company, and hey presto, you succeed, you are obliged to ' comprehend' and write an assignment, or dissertation, sit the exam paper, to justify you have understood the subject of your related business, vision and goal, then you will need the experience to make it in the big wide world of business.

if what I have just said is untrue, then Anthony Robbins, the father of success mind programming would not have bothered to send his children to private school to ensure that this children will get a first class education.

After all he is a success guru, why didn't he keep his children home, and motivated them to succeed by the teaching them the law of intention, belief, and positive thinking alone? think about it.

Freedom education is not so much about academic qualification, but it is so much about' comprehension' and you do not need a PHd to comprehend what makes 1+1=2, but you must ' endeavour ' to ' comprehend' a process of success before you can have an intention, positive belief and love, after all , many success lovers have the 'intention' the positivity, the passion, but don't ' comprehend' the function and structure that motivate the subject to become permanently successful.

I am not suggesting that you should sit an exam paper to become successful, I am saying that, you must do your home work, get educated about the subject of psychology of success.

When coached by success guru, demand a scientific explanation, that is backed by academic research, and be coached by an academic expert in the area of neuropsychology in the same way academic students are taught at universities. failure to 'comprehend' the elementary operations of thoughts & emotions, and how both interact and empower each other, lead to confusion, and you know where confusion leads to.

Your teacher or coach should be able to use a language that you understand, teachers are trained to meet your need, and not the other way around.

I remember back in the 90's before I overcame my illiteracy, no matter how much I have tried to be positive, have an intention, take action, love, be in a state of gratitude, things were simply wishy washy, and I lived in a wishful world, achieving zero results.

why?

because I have tried to implement the millionaire mindset, without understanding the function and structure of thinking, and what goes on in our brain.

if you follow the current hype of success gurus, and expect to achieve prosperity and transform your life in 3 months or 12 months, let alone in 3 days success seminars, you will be deeply disillusioned.

for me, overcoming illiteracy took me five years, gaining a philosophy degree, 4 years, qualifying as an FE teacher 2 years, gaining basic understanding of myself, my purpose, and mission in life, took me seven years, for which then I creating my own products, and only happened when I completed a basic education, not just academic, but also spiritual education.

I still have a lot of work to do during my life time learning. one can only say that one has come to understand, and realized that success leaves clues, that is to realize, and admit the infinite extent of one's own ignorance.

Please take care in your search for knowledge, wisdom and excellence.

Andre Zizi is a philosophy graduate,

Author - The Spiritual Psychology of the Science of Money-phology

Qualified teacher, and a writer

Independent neuroscience/ neuropsychology researcher

Mentor and counsellor with Neuro-Linguistic-Programming diploma

Feel free to contact me on 07999 579 135 if you have an interest in my products, service, of shared vision.

About the Author

Andre Zizi

Author - The Spiritual Psychology of the Science of Money-Phology

A Philosophy Graduate & Therapist. Philosopher/Mentor/Teacher

Marketing Tips for Lawyers Essential Guide

Regarding » New Employment Law Decisions

Tuesday, February 2nd, 2010

new employment law decisions
Life Glimmers Amid the Ruins of Greek Finances: Commentary by Suzy Hansen
A couple of months ago, around the time Greece passed new austerity measures to ward off economic catastrophe, Nicholas Papandreou , the very tall brother of Greece’s Prime Minister, George Papandreou , was riding the Metro in Athens. The Papandreous, now in the third generation of a Socialist political dynasty, live in rented houses, drive Priuses, and, apparently, take the subway, even during ...

A Short Summation In Regard To » Employment Law Leave

Sunday, January 31st, 2010

employment law leave

Employment Law Cases - Identifying Trends

Presently, there are a lot of changes occurring with employment law governing us. These changes may have dramatic impacts on us and other various areas. What the courts are handling down now can create a whole lot of different scenarios.


Although on a daily basis we will not exactly bother ourselves with employment laws and their implications, it will do well if we take a look at them. There are sites which offer an overview with these employment laws- they provide the necessary summary and meaning of these laws. Summaries can be very useful rather the official versions of these laws. They tackle the laws directly and provide the highlights on the matter.


Here we provide some of the highlights of some employment cases. For further details on the cases you could look for AARP v. EEOC (3rd Cir. 2007).


In reality, employers and employees should be able to create and make health plans for retirees and other rewarding programs for early retirement so that the retirees would be able to enjoy the Medicare benefits when they are still most suited to. This matter can be very important to anyone even you for the fact that more and more employers are providing benefits for retirees especially on health. Companies are resulting to this for higher profit. Health care costs are becoming increasingly expensive nowadays. The gist is that if they would be able to lessen these health benefits without stepping on some federal age discrimination laws.


There are many cases that are available are normally old and thrive more on ratio decidendi - meaning the precedents they set for case law across the nation. Ratio decidendi is the reason behind most of the decisions of a case.


Another major employment case that is now gaining attention is when key employees go up against the firm they left. There is a significant verdict in this area in this case: Aero Fulfillment Services, Inc. v. Tartar (Ohio 2007). This set for the rights as well as the limitations of employers have when these key employees leave. With this employers are granted steps where they can take when their employees leave. These steps are: company trade secrets, confidential information and customer retention/fishing. These cases can help you learn a lot when it comes with US labor laws and the likes. It may not be useful for this time but chances are you can would be able to make use of it in the future.

About the Author

Abhishek is a Career Counselor and he has got some great Career Planning Secrets up his sleeves! Download his FREE 71 Pages Ebook, "Career Planning Made Easy!" from his website http://www.Career-Guru.com/769/index.htm . Only limited Free Copies available.

Paternity Leave: The Ultimate Family Vacation

A Quick Web Conclusion Of » Employment Law Group Llc

Thursday, January 28th, 2010

employment law group llc
XOS Technologies Scores $37M - cbl
By citybizlist Staff NORTH BILLERICA -- According to a Reg D filing with the U.S. Securities and Exc...
Komninos Law Group LLC - Tampa, FL

The Truth As It Pertains To » Employment Law Handbooks And Similar Research

Tuesday, January 26th, 2010

employment law handbooks

Investing In China: Proposed Labor Contract Law

If you are considering setting up a company in the People's Republic of China (the "PRC") you should be aware that Chinese law is more protective of employees than the laws of many western nations, particularly the United States. The current PRC Labor Law was enacted in 1994; however, a new PRC Labor Contract Law, intended to supplement the Labor Law, is expected to come into force at the end of 2006. This new law contains both bad news and good news from the point of view of the foreign investor; however, in general it further strengthens the protection of employees.



The Bad News:



Severance Pay



Because it is difficult under the PRC Labor Law to terminate open-term labor contracts, employers usually prefer fixed terms. The Labor Contract Law will address this issue by requiring employers to pay severance compensation to employees on fixed term labor contracts if these contracts are not renewed at the end of the contract term. The proposed compensation is at least one month's salary for each year of service.



Company Rules/Employee Handbooks



No provision in the employee handbook or other rules affecting the employee's "personal interest" may be put into force absent consultation with the labor union or other employee representative body (under Chinese law, virtually all employees are required to be unionized).



A Shorter Probationary Period



Currently, the probationary period may be agreed between the employer and employee in the labor contract, but the maximum probation may not exceed 6 months. The Labor Contract Law shortens this period to one month for non-technical work and two months for most technical work (the six-month maximum is still retained for "senior technical work", probably because these highly skilled employees are seen as less vulnerable in the employment market. This is significant because it easier to fire an employee during the probationary period than afterwards.



Non-Competition Clauses



Foreign invested companies in particular have tended to insert post-employment non-competition clauses into labor contracts in order to protect their intellectual property rights in China's "wild west" business atmosphere. Although the Labor Contract Law allows post-employment non-competition restrictions, it will limit their enforceability to two years and restrict the geographical area of applicability to areas where actual competition is likely to occur. In this respect the reform will render Chinese law more similar to US law, since the current Labor Law does not impose any geographic restrictions at all (but does permits a maximum duration of up to three years). The Labor Contract Law goes even further, however, by requiring the employer "buy" a non-competition clause by paying a minimum compensation equal to the employee's annual salary upon termination of the labor contract. It is still unclear what, if any compensation will be due the employee if the period of restriction is less than a year.



Contract Interpretation



Any ambiguous term in a labor contract will be construed in favor of the employee. This rule does little more that codify what has long been the prevailing practice in PRC courts.



Representative Offices



The current Labor Law requires Representative Offices to go through designated agencies such as FESCO (similar to Manpower in the United States) in order to hire employees. The new Labor Contract Law offers Representative Offices greater flexibility by allowing them to directly contract with employees for their first year of employment.



In summary, the new Labor Law will restrict foreign investor's flexibility and make it more expensive for them to operate. The only good news is that Representative Offices will find it somewhat easier to operate. Typically, the new Labor Contract Law does not bother to define terms like "technical", "senior technical"; and "personal interest" However, foreign investors have long been used to waiting months and even years for ambiguous terms in Chinese law to be defined through the further issuance of "implementing regulations" to supplement the main law; meanwhile the government's actual implementation of the law in particular cases will be closely watched.

About the Author

David A. Carnes is a California attorney currently working as a legal advisor for California Industrial City (Zhengzhou) Development Co., Ltd. in Zhengzhou, China. His website is Start a Company in China.

Gordon Jackson: Best Selling Author, Attorney and Speaker

A Short Summation With Regards To » Employment Law Nonprofit

Saturday, January 23rd, 2010

employment law nonprofit
Nebraska May 'Ban the Box' on Employment Applications
Nebraska may become the fourth state to 'Ban the Box,' removing the criminal history box from initial application forms for public employment. 'Ban the Box' is a slogan for a nationwide initiative, launched independently in various states and cities, to enact legislation that would prohibit public employers from disqualifying ex-offenders based solely on their criminal history.
Pillsbury Law Partner Michelle Hallsten Speaks at SARTA.org Liquidity Event

A Good Simple Summation Regarding » Employment Law Issues In Texas

Tuesday, January 19th, 2010

employment law issues in texas
USD forum draws intense feelings on immigration
Benno Wymar learned that illegal immigration strikes a nerve in Vermillion, even though the city lies nearly 1,500 miles from the Mexican border. “I was putting up a poster for (Wednesday’s) forum, that said, ‘Too Many Immigrants?’” the retired University of South Dakota professor said.
Temp Agency - Employment Staffing - Dallas Houston Texas

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A Simple World-Wide-Web Compendium Of » California Employment Law Website

Tuesday, January 19th, 2010

[mage lang="" source="flickr"]california employment law website[/mage]
Can someone explain this to me please realating to LAPD Citizenship?

i want to join the lapd but i don't understand on joinlapd website

''The City of Los Angeles requires that a Police Officer candidate be a United States citizen, or that a non-citizen be a permanent resident alien who, in accordance with the requirements of the U.S. Citizenship and Immigration Services (USCIS), is eligible and has applied for citizenship.

During the selection process, each non-citizen is required to prove that USCIS accepted his/her application for citizenship prior to the date the Police Officer written test was taken.

California State law requires that citizenship be granted within three years after the employment application date. For information regarding citizenship requirements, contact the USCIS''

the part it say about you can join with out citizenship but would do you have to prove please could some explain it to all to me

Before you (a non-citizen) apply at the lapd you have to have a green card and have the receipt notice that you filed your N-400 (naturalization application) with USCIS. They will take you with a pending citizenship application, but they will fire you if you haven't received your citizenship within 3 years of hire.

Jack on the 2009 ERI California Employment Law Update

About » Uk Employment Law Maternity In Addition To Comparable Research

Tuesday, January 19th, 2010

[mage lang="" source="flickr"]uk employment law maternity[/mage]

Your Guide to Maternity and Paternity Leave

Article from: My Family UK

It is important to know what you are entitled to as a new parent or parent to be, but the rules and regulations can be hard to remember. Here's an introduction to the basics.

Statutory Maternity Leave

To qualify for the legal minimum requirement for maternity leave, you need to be an ‘employee’, as opposed to a worker or self-employed. If you are unsure of your employment status, find out at DirectGov.

How it works

  • All employees are entitled to 52 weeks of maternity leave no matter how long they have been working for their employer

  • This is divided into Ordinary Maternity Leave (the first 26 weeks) and Additional Maternity Leave (the last 26 weeks)

  • During the additional period, you have fewer contractual rights

  • You can take maternity leave from up to 11 weeks before the due date of your child

Statutory Maternity Pay (SMP)

Although it is any employee’s legal right to take maternity leave, you only qualify for SMP if you earn an average of more than £90 per week and have been employed by the same employer continuously for at least 26 weeks up to the 15th week before the due date.

How it works

  • You need to tell your employer at least 28 days before you want to start claiming SMP

  • You are entitled to 90% of your average weekly earnings for the first 6 weeks

  • This drops to a flat rate of £117.18 (£123.06 from 5 April 2009) for the following 33 weeks making 39 weeks in total

Contractual Maternity Pay

Some companies offer enhanced maternity leave and maternity pay, but if you don’t return to work after your maternity period is over, you may be required to pay some money back.

Paternity Leave and Paternity Pay

If you are having a child or adopting a child with your partner you will be entitled to two weeks paternity leave provided you have been continuously employed by the same employer for 26 weeks by the 15th week before the baby is due. The entitlement also applies to partners in same-sex relationships.

How it works

  • You need to inform your employer in or before the 15th week before the baby is due

  • You can take your leave in one week blocks or as two consecutive weeks

  • During your leave you are entitled to 90% of your average earnings or the flat rate of £117.18 (£123.06 from 5 April 2009)

Further information

Your entitlement to maternity leave and maternity leave pay varies according to your employment status. Use the Tiger Tool on Direct Gov to get a personalised statement about what you qualify for.

Other benefits

If you don’t qualify for SMP you may qualify for Maternity Allowance (MA) or other benefits. Contact your local JobcentrePlus for details.

Problems with your employer

If your employer refuses to give you leave and pay that you are entitled to, they are breaking the law. Clarify your rights by checking with your trade union official or your local Citizens Advice Bureau.

Further Information

For further information, and for more great ways to have fun with your family, log on to www.myfamilyuk.com. With a huge collection of articles covering everything from child safety to rainy day activities, you'll find all the help, guidance and entertainment you need to be a great parent. Go now!

About the Author

My Family UK is a brand new website that is turning the online focus back onto families. We're dedicated to supporting you and your family live the life you choose to the full, with games, tips, offers and articles on all aspects of parenting. If your family means the world to you, check out www.myfamilyuk.com.

Maternity leave

A Limited Conclusion About » Employment Law Election Day Coupled With Similar Analyses

Sunday, January 10th, 2010

employment law election day
Who is going to win this weekends Australian Federal Election?

Only 3 days to go so who would you choose:(A) Kevin Rudd ;Labour Party :polls have him at 42%,young idealistic and also declared his conservatism,might sign Kyoto but details hazy so he probaly wont ratify Kyoto,made an early bid to unroll new intrenet network but has gone silent recently can mean only one thing its been canned,will soften Howards radical employment laws if elected. (B) John Howard;Liberal Party: polls have him at 34%,Australias long serving Prime Minister over 10 long years ,introduced G.S.T. tax,radical rationalisation of employment laws,refuses to ratify Kyoto treaty,admits he might lose his own seat in this weekends election and said he will retire mid-term and hand over power to Peter Costello.So who would you choose?
I will vote for Kevin Rudd ,i find John Howard to be a mean old man completely out of touch after 11 long years in power.

I was watching Laurie Oakes, veteran political analyst who has a pretty good track record for his knack of predicting election outcomes, last night on Channel 9. He was sounding pretty darn sure than Labor could win as many as 20 seats, it would be an absolute landslide victory and Howard was almost certain to lose his own seat of Bennelong.

He explains how their ploys are failing and how Costello's reputation is getting quite a battering:
http://thebulletinelection.ninemsn.com.au/coalitions_interesting_times.htm

Prop 8 Trial Re-enactment, Day 3 Chapter 1 (re-edit)

A Limited World Wide Web Compendium Of » Employment Law Of Australia

Tuesday, January 5th, 2010

employment law of australia
In Australia, Is it legal to quit before the commencement day of a job after signing the employment contract?

It is not an AWA. It is a common law employment contract which includes a three-month probation period and the employment can only be terminated by either party given one month notice after the probation period. The contract is silent on the termination conditions required during the probation period and the period between signing the contract and prior to the commencement date. If you have the legal expertise or opinion please help me, the company is threatening to sue me for walking away one day prior to the start date saying my notice was too short and has caused detrimental effect to the business of the company. Do they have a case? Am I breaching the contract? Thank you heaps for your opinions

just call in every day sick (or say you dont feel like working today)they will give up & let you go or sack you

Pendlebury Workplace Law - employment law legal practice

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The Truth Of The Matter As It Correlates To » Employment Law October 2007

Sunday, January 3rd, 2010

employment law october 2007

One Step Ahead - UK Business Law Changes For 2009

So, business managers up and down the country are preparing to bid farewell to 2008 and usher in a whole new year. Over the last 12 months, we've seen changes to flexible working, dispute resolution and even how companies that cause a person's death are dealt with. What's in store for 2009? Well, here are a few changes to business law that we will definitely see occurring, so prepare to update all your employment contracts and business documents as necessary!


Redundancy and Unfair Dismissal Becomes More Expensive


At a time when there may be many thousands of redundancies, the cap for maximum redundancy and unfair dismissal payments have been increased. When it comes to calculating the weekly wage for statutory redundancy pay, the maximum has increased from £330 to £350. The maximum statutory redundancy payment or basic award is now £10,500, up from £9,900, and the maximum compensatory award for unfair dismissal has gone from £63,000 to £66,200.


Right to Time Off for Public Duties Expanded


In April 2009, the rights to time off for public duties will be extended to include membership of a wider range of roles including youth offender panels, court boards and probation boards. It's worth noting that although they will be given the time off, there is no obligation to pay them for this time.


Right to Request Flexible Working Expanded


Currently, the right to request flexible working hours in employment contracts is only open to parents with children under the age of six or who are disabled. In April next year, this right will be extended to parents of children all the way up to 16, opening up the option for some 4.5 million more parents. Under the legislation, employers won't be obliged to grant the request but they will have to have legitimate reasons to reject it.


Trainee Doctors get Reduced Maximum Working Hours


In August, the notoriously overworked trainee doctors will have their working hours reduced in the final stage of the phase-in to a 48 hour week. In 2004, the maximum was reduced to 58 hours, and in 2007 it was reduced to 56.


Tips no Longer Count Towards Minimum Wage


Under current rules, employers can process service charges and gratuities paid through the payroll as part of their obligation towards minimum wage. From 2009 this will no longer be allowed.


Minimum Holiday Time Increased to 28 Days


In 2007, the minimum days paid leave for most UK workers went up to 24 days including bank holidays. In April 2009, the second part of this act is passed and it is raised to 28 days including bank holidays. This will have no effect on those giving bank holidays in addition to the minimum holiday day allocation, but if you are only giving your employees 24 days in total at the moment, be sure to update your business documents and employment contracts to reflect the changes.


Acas Code of Practice for Discipline and Grievance Procedures


April also sees the revised Acas Code of Practice on disciplinary and grievance procedures introduced. This means that where there is a breach in the Code of Practice, a tribunal can change the award granted by 25% up or down.


Centralised Vetting System for Workers Dealing with Children and Venerable Adults


In October, the Safeguarding Vulnerable Groups Act will come into force, creating a centralised vetting system for those banned from working with both vulnerable adults and children. Employers will be able to make checks online using a constantly updated database and, where possible, employers will be informed if an individual in their employ is added. There will be fines of up to £5,000 for employers who either knowingly employ people from the list for these roles, or fail to make relevant checks.


Health and Safety Offences Act


At the very start of 2009, the Health and Safety Offences Act will come into effect. As long as you are doing everything that needs to be done with regards to health and safety already you can safely ignore this one, as it only changes the available punishments. From January 16th, a maximum 2 years imprisonment and/or a maximum £20,000 fine will be available to those who breach Health and Safety regulations. Additionally, while such offences were only available for prosecution in the Magistrates Court, from January they can be tried in the Crown Court. With such hefty punishments soon to be available, it might be a good idea to ensure your business documents pertaining to health and safety are fully in order, just in case!


These aren't the only laws and regulations changing in the next 12 months, but they are amongst the most important to most business owners. Make sure that you're aware of the upcoming changes that apply to you and get your business documents and employment contracts in order for wh