I am a law student at a tier 1 school in Ohio. I am trying to decide whether or not I should try out for law reiview. I really Don't want to actually be on law review but it seems so important in terms of getting hired. I am in the top half of my class, but not by much and am a very good legal writer. I would rather do Moot Court and maybe contribute to one of the other academic journals at my law school. The perfect situation for me after school would be working in a small to medium sized firm doing civil rights, employment, and/or real estate work.
SO it boils down to this, how important is Law Review on a young lawyer's resume?
Would merely being an Associate member of Law review be better than Moot Court+Editor in Chief of some other journal?
Law Review is pretty important, but if you have other journals you can join that is pretty much just as good, especially if you have a better chance of being published. Moot court is important too.
Review and/or Journal show research and writing skills.
Moot court shows advocacy skills, at least depending on which one you do.
I know plenty of people that did review and moot court.
George Kounoupis on American Law Journal: Males v. Females
Can a US company employ a foreigner telecommuting from abroad?
Is a US company allowed to employ a foreigner telecommuting from abroad? E.g. a Frenchman living in Ecuador? Without a greencard/visa/work permit, since he does not live in the US?
If no: Which is the law which interdicts it?
If yes: Under which circumstances? Does he have to open his own company?
How about taxes and customs duty? I think he does not have to pay US taxes if he spends less than 122 days per year in the US (see Wikipedia on "tax exile"). How can the US company handle this?
Which employment laws do apply? I have found this: http://www.gentrylocke.com/showarticle.aspx?Show=242
Hi virus, thank you for the answer. So if it is a multinational company with a branch in the foreign country, it is of course no problem. The branch adheres to local laws and pays local taxes. What if there is no local branch?
sure, it can
as the foreign employee (individual or company) works outside US, the american immigration, employment and tax laws do not apply.
Hijra/eunuch at Shivananda circle harass women - absence of police control
Driver's License AND State ID. Can one individual have both from two states?
Assume for argument that Mr Otto, is a homeowner in State A. He pays property taxes in State A and Votes in State A. His Operator's license in from State A.
Mr. Otto is employed in State B where he rents a small apartment within walking distance to his place of employment. To use the public library, rent a movie, et all he needs to show that he is a local.
He went to the agency in State B and using his lease of his apartment and his check from his employer --- he obtained an official State B ID.
Is Mr Otto violating any laws? If so which ones?
Using his ID could he legal purchase firearms in State B?
This is a very interesting question Mr B. I can conceive of a number of my friends who could fit into this situation. I not being a lawyer do not know the answer.
I do think you may get yourself into a BATFE catch-22 if you try to buy a weapon and you may have problems buying on in both states.
BATFE Form 4474 Q 13 asks for "State of Residence" it qualifies that you have to had resided in the state for 90 days.
This six page form de jour or form de caprice of the BATFE scares most FFL's to the point they may not wish to sell you a firearm.
Could an actual attorney-at-law provide a definition of "state of residence"?
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
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.
Sylvania Resources - Policy for Trading in Company Securities
Sylvania Resources - Policy for Trading in Company Securities Ashurst - Topical employment law newsletter (October 2009)
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The governor spoke about her predecessor during a Q&A session Thursday OBAMA PUSHES ANTI GUN TREATY!!! ALERT
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
[mage lang="" source="flickr"]employment law murray[/mage] 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.
[mage lang="" source="flickr"]employment law atlanta ga[/mage] 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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Fisher & Phillips Charlotte Attorney Shares Wage and Hour Law Guidance with Iredell Employers
Charlotte - J. Michael Honeycutt, partner at the Charlotte office of Fisher & Phillips LLP (www.laborlawyers.com) was the featured speaker at the Iredell Human Resources Association where he presented "Department of Labor Promises More Aggressive Enforcement of Wage Hour Laws - What Employers Need to Know to Avoid Compliance Problems." Sarah on BLR's 2009 National Employment Law Update
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[mage lang="" source="flickr"]federal employment laws and regulations[/mage] 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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I have a clause in my employment contract that states I cannot work for a direct competitor company within 6 months of my departure. This seems unenforceable to me because once your employment ends, so does the employment contract and thus the clause contained within it. Is that correct?
UK/English law.
http://en.wikipedia.org/wiki/Non-compete_clause
You can always get a job that has nothing to do with your previous job, but this contract was set up for a reason, so you will either have to sit it out for 6 months or find another job that has nothing to do with your prior job. Technically your contract you signed is in effect for 6 months, regardless if you work there or not.
Borg Knight Employment Solicitors
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[mage lang="" source="flickr"]employment law cases uk[/mage] Spending watchdog warns of slow economic recovery
• Andrew Sparrow with all today's political news, including George Osborne's 'autumn statement' on the state of the UK economy • Read Andrew Sparrow's evening summary 9.21am: Even though half the country is covered in snow and it feels as if we are in the depths of winter, George Osborne has decided that today's the day to deliver an " autumn statement ". He will be the first chancellor to ... EQUALITY ACT 2010 - OUTLAWS DISCRIMINATION DISABILITY IN EMPLOYMENT, HOUSING & EDUCATION...
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ITUC Spotlight interview with US Domestic Workers United
Brussels, 29 November 2010 (ITUC Online): As of 29 November this year, domestic workers in New York State finally have a number of rights recognised, following the enactment of a new Bill of Rights specifically protecting them. XpertHR valuable tool, by Fentons Solicitors
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[mage lang="" source="flickr"]employment law news 2009[/mage] 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.
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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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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What is the difference between employment law and labor law?
The two terms are often used interchangably or in connection with each other. For example, attorneys say they specialize in "labor and employment law." Labor law would mean all of the labor laws, such as the Fair Labor Standards Act, minimum wage, wage and hour laws, etc. Employment law would deal more with issues between individual employers and employees, in my understanding.
Good luck,
Dana (attorney with some labor and employment law experience)
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!
How i can get a helping hand from Donors for the rehabilitation of Special Persons in Pakistan?
We are Lawyers working for the rehabilitation of Disable Persons through employment under Secial law of the country. We provide them Legal Aid via taking/contesting their cases in the proper Courts of law. At preset we are facing difficulties in collecting DATA of Special persons, approaching them, convincing them, make them ready to avail their rights and contest their cases in the proper court of the country. Viewed in this direction we need financial aid from all the donor agencies in this humble task
Sounds like a scam to me!
Current Issues In Employment Law That HR Needs To Know About
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[mage lang="" source="flickr"]job employment law in texas[/mage] Would Texas fair better today as its own country, instead of an American state?
This is just a curiosity question and nothing against the U.S. I was wondering with Texas' business laws, taxes, natural resources, labor laws etc., would Texas fair better as its own nation, even if they had to make their own international treaties and print their own money, than remaining in the U.S.?
One thing that has sparked this question, is that Texas is growing fast and has become a major player like California but unlike California, this recent economic downturn hasn't brought Texas to its knees and in fact, Texas major cities are fairing the best in employment and job growth for the future. California (where I am from) is over $40 billion in the hole and begging Washington like a panhandler for handouts.
Texas, by itself, is the world's 15th largest economy. We'd do just fine.
US Border Patrol Job Fair
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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)
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
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
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
Need legal advice on CIVIL DISABILITY and Felony Conviction?
If a felony conviction is viewed by the US Department Of Justice, and The US Department of Labor as a CIVIL DISABILITY and a tax credit is given to employers who hire an ex-offender, the why can employers who claim to be an EQUAL OPPORTUNITY EMPLOYER and state on their job application that they DO NOT DISCRIMINATE AGAINST ANY RACE, RELIGION, OR DISABILITY, deny an ex-offender employment. That constitutes a violation of numerous disability acts and goes against federal law. The recidivism rate is high enough and without the ability to gain employment, what chance does an ex-offender have to gain a productive role in society?
I have that problem. I'm well qualified for the job that I apply for, but have felony convictions from over ten years ago and can't get hired. Can I collect disability from the government?
[mage lang="" source="flickr"]employment law free advice[/mage] What type of small gift can I give to a lawyer who provided some free legal advice?
I called up a law firm I hadn't dealt with before with a quick question about a particular area of law and faxed a document. One of the lawyers called back and verbally told me what he thought (it had to do with an employment contract). When I asked how much I owed, he said it was "on the house" and he was happy to help.
My question is what can I send him as a token of my appreciation? I thought it was nice of him not to bill me.
Hello,
i would like to get some advice on which modules to choice on my 2nd year law degree, so there is 3 modules that i can choice from and i need to pick two of them ,
individual employment law
company law and business client
offences against the person and property
i would like to add that i was really good at criminal law in1 year and contract law i didn't like human rights at all most of it because of the lecturer, how ever can someone give small review on those subjects so i could make my final decision ?
cheers
offences against the person and property will probably the most varied and intellectually engaging
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As political candidates from around the United States deliver their last stump speeches, air remaining TV ads and make final appeals before Election Day, voters are making up their minds on not only who to vote for, but when. Fiscal Commission Public Forum 5 of 7
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I actually was offered a "conditional employment" by the Washington State Patrol, and I must take my final medical exam and psychological exam. The officer who notified me said that I would need to have blood drawn to make sure I don't have any "weird diseases or drugs in my system", anyone know what they test for, so I can be relieved to know I don't have that "weird disease"? Also, what are some general questions asked on a law enforcement psychology screening? Any help would be appreciated, thanks guys!
I think that a lot of police forces will give the MMPI which is a sophisticated personality test. Hundreds of questions (600 or so), many of which will seem irrelevant. All I can say is to be honest when taking it.
religious practices such as wearing certain clothing:
a.) need not be accommodated by the employer.
b.) must be allowed only if the position does not involve interaction with the public.
c.) need not be accommodated if other employees object.
d.) must be accommodated y the employer unless it would cause undue hardship.
Must be accommodated.
Some examples for clothing might be jobs that require specific uniforms.
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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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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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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:
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):
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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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[mage lang="" source="flickr"]florida employment law services[/mage] Can my employer reduce my pay?
I work at a resort in the state of Florida. I am a supervisor of a bar at a restaurant. When I received the promotion to bartender supervisor, I was told I would receive $8.50 an hour plus service charge/tip. Also, any other time when I was not working as a bartender, but as the Manager On Duty (MOD) only, I would make $12.50 an hour only. Recently, I was told that the "supervisors" at only our restaurant would receive a $4 an hour pay cut, therefore, making only $8.50 an hour at all times, even when only having an MOD shift. Is it legal for them to do this? I have done some reading about state of Florida employment laws and almost all employees in Florida are considered at-will correct? Does this mean my boss can do whatever he wants? If further clarification is needed, please let me know.
And what are the elements of a written contract?
Unless you have a written contract, there is nothing preventing an employer from cutting your pay.
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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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I am an hourly manager at a restaurant and last week, I was put in the position of firing an employee. He had been repeatedly warned, written up, and spoken to for his conduct and non-performance. The firing came after he had been given (verbally & in written form) his last chance to improve. Backing me, the Kitchen Manager signed off on his termination.
I found out today that, while the General Manager is currently away on vacation and during the Kitchen Manager's days off, this employee was allowed to come back to work. Since this employee has worked two shifts after the termination, the Kitchen Manager is reluctant to do anything (even though he did not authorize the employee's continued employment, nor was he informed about it) for fear of breaking state/federal labor laws. Can someone provide an answer about the il/legality of re-terminating this employee in this particular instance?
He was fired...letting him come back to work constitutes a rehiring...meaning...you can refire him, but only if you have cause (Minnesota is the only state in the country that requires this). The cause will have to be based on conduct AFTER the most recent hiring...by hiring him back, you've waived the right to fire him for anything he did before that point.
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Where to find information on, and how do I change my affirmative action response to Latino from white male?
I would like to know how I go about changing my affirmative action response to Latino, from white male. Can I just start filling out employment forms, student loans paper, goverment grant papers as Latino? There is a good chance I fall under this class based what I have learned. What is the Goverment standards, is it like the Jim Crow Laws which is a one drop rule? I am very serious, and would like this knowledge.
wrong section
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[mage lang="" source="flickr"]online employment law help[/mage] 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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Bloom's Taxonomy In College Exams
BLOOM'S TAXONOMY
IN COLLEGE EXAMS
What is the instructor looking for on an exam (besides the right answer)? One way of organizing and developing our thinking skills so that we can devise better answers to exam questions is to be familiar with and use Bloom's Taxonomy. Sound scary? Well, it isn't.
Benjamin Bloom and his colleagues suggested that our thinking abilities can be organized into a step-by-step method of problem solving. These steps, like rungs on a ladder, will range from lower to higher levels of thinking.
Instructors will begin asking questions at the lowest (easiest) level and work to the highest (hardest) level on material that they have taught. The value placed on these questions will be based on how easy or hard the question is. These steps or levels of difficulty tell the instructor how well the class understands the material.
HOW TO DO BETTER ON TESTS
HOW TO DO BETTER ON TESTS
HOW TO DO BETTER ON TESTS
HOW TO DO BETTER ON TESTS
One way to earn better grades on tests, quizzes, and in class participation is to understand the levels of questions that the instructor is asking:
At the bottom of the ladder is the knowledge level, reflected in the skill of memorizing. Retaining information is an important part of nearly every college course. Unfortunately, we can memorize information incorrectly.
We can memorize information without it's making any sense to us. We don't necessarily learn what we memorize. Sometimes we can't use a memorized term because we don't remember what it means or the context in which to use it.
Cramming for an exam is an example of just memorizing information. Your instructor will know that meaningful learning depends on much more than memorized facts—you will be tested on how to use the information, not just what the information is.
When instructors ask questions at the knowledge level, they want the student to recall or recognize facts, terminology, problem-solving strategies, or rules.
Verbs used to write test questions at the knowledge level include the following:
The next level is comprehension. It emphasizes understanding the material that you are trying to learn. This is the rung on the ladder where you say, "Oh, I get it!" or "I need that explained better." Once you've found the material that you need to read, your challenge is to read, interpret, and paraphrase what the author says, so that you can use the information in your work. We want to understand what the author is thinking and be able to discuss the material, as well as show our understanding of it.
Instructors make questions requiring some degree of understanding at this level. Test questions at this level will require a student to translate (change the way the information is communicated), interpret (see relationships and connections) and infer (draw conclusions from the information).
The third level is application, or applying what you have learned in your coursework to different situations. Here you will be more involved in learning as you link your new knowledge to your life (or your previous knowledge). You might be able to identify an experience from your own life with that of a main character in a short story assigned in your English class. Your ability to see a parallel between the character and yourself is an example of application. Learning a new form of note-taking, and then beginning to use it in your classes is another example of application.
An instructor hopes to have a student use previously learned information in order to solve a problem. Verbs that an instructor might use are the following:
The fourth step on the ladder, analysis, requires you to take an example or problem and break it apart in meaningful ways. Analysis is a basic requirement for critical thinking in any subject.
By breaking apart a case, you narrow it down to symptoms that can be linked to important concepts that you learned in a course. An example might be in history class in which you look at assumptions and inferences in a famous speech. Instructors want their students to identify logical errors to differentiate among facts, opinions, assumptions, hypotheses, or conclusions. Questions at this level often require the student to draw relationships among ideas.
Verbs that instructors use at this level are:
analyze break down conclude deduce detect
diagram determine differentiate distinguish identify cause or
The fifth level, synthesis, involves the combination of different ideas or different information in order to create a new concept. Synthesizing requires you to survey your existing knowledge base (which is wider because of your experiences in class) and to now create new combinations of these ideas. You will make creative solutions.
Instructors aren't always looking for "the answer" at the synthesis level, because there can be more than one correct answer. The key word here is often "original." Verbs instructors writing synthesis questions might use are:
The sixth step is evaluation, which involves deciding how important or how good your evidence or facts are. In many cases of evaluation, the instructor won't give you information to make a decision. So part of critical thinking is to make you own standards for making a decision. In evaluation, you must reach a conclusion using appropriate material for judgment based on your own interpretation of evidence. An example might be to evaluate whether a painting is aesthetically pleasing. Another example might be to decide whether a social policy intended to provide adequate aid and assistance to poor people is accomplishing its mission.
Instructors want their students to form judgments about the value and worth of methods, ideas, people, or products that have a specific purpose. They are looking for the student to state the basis for their judgments. The verbs that instructors use for evaluation or judgment are:
appraise defend argue interpret compare
judge conclude justify contrast support
criticize validate
Each step of the ladder is more challenging than the previous steps. Each step takes the student toward the more difficult types of questions. Being able to anticipate what an instructor is looking for in an answer to his or her question is an important step toward providing a satisfactory answer.
Bloomsburg University Student Support Services 1998
BLOOM'S TAXONOMY IN OBJECTIVE EXAMS
Following are four sample textbook passages followed by questions on each passage. The questions are written at various levels of Bloom's Taxonomy as described above.
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THE HEART
The heart is a cone-shaped, muscular organ about the size of a fist. It is located between the lungs directly behind the breastbone and is tilted so that the pointed end (apex) is directed to the left. The major portion of the heart, called the myocardium, consists largely of cardiac muscle tissue. The heart lies within the pericardium, a thick, membranous sac that contains a small quantity of lubricating liquid. The inner surface of the heart is lined with endocardium, which consists of connective tissue and endothelial tissue.
Internally, a wall called the septum separates the heart into a right side and a left side. The heart has two chambers: two upper, thin walled atria, and two lower, thick walled ventricles. The atria are much smaller and weaker than the muscular ventricles, but they hold the same volume of blood.
The blood enters the heart through the superior and inferior venacava. These veins, carrying deoxygenated blood (low in oxygen and high in carbon dioxide), enter the right atrium of the heart. The right atrium sends blood through the atrioventricularvalve to the right ventricle. The valves in the heart function like doors that prevent the backward flow of blood through the heart. The right ventricle pumps blood through the pulmonary semilunarvalve into the pulmonary arteries to the lungs. In the lungs, the blood exchanges carbon dioxide for oxygen and then returns from the lungs to the left atrium. The left atrium sends this freshly oxygenated blood through an atrioventricularvalve to the left ventricle. The left ventricle then pumps blood through the aorticsemilunarvalve, into the aorta (the largest artery) and out to the rest of the body.
From this description, you can see that deoxygenated blood never mixes with oxygenated blood and that blood must go through the lungs in order to pass from the right side to the left side of the heart. In fact, the heart is a double pump because the right ventricle sends blood to the lungs, as the left ventricle sends blood to the body. The left ventricle has the harder job of pumping blood to the entire body, therefore, its walls are thicker than those of the right ventricle.
From: Human Biology, 1998. WCB/McGraw-Hill, Boston, 5th edition.
The Heart
Questions
Which blood vessel has the highest concentration of carbon dioxide?
pulmonary artery
pulmonary vein
aorta
renal vein
In the human heart, semilunar valves are located
between chambers of the heart
at the entrance of veins into the heart
at the exit of arteries from the heart
in systemic veins
In humans, the superior vena cava
carries blood to the right atrium
carries blood away from the right atrium
joins with the aorta
has a high blood pressure
Oxygenated blood enters the heart at the
left atrium
left ventricle
right atrium
right ventricle
The pulmonary semilunar valve prevents blood from entering the
right atrium
left atrium
right ventricle
left ventricle
pulmonary trunk
The heart is enclosed in the
myocardium
endocardial sac
pericardial sac
pleural cavity
Which of these is NOT true of the heart?
It is a double pump
It helps maintain blood pressure
It helps make red blood cells
It is composed primarily of muscle
It has an inner lining of endothelium
In general, values in the circulatory system
permit blood to circulate rapidly
prevent blood from moving too rapidly
prevent blood from flowing in the wrong direction
stop the circulation whenever necessary.
Which of the following statements is false?
The myocardium is within the pericardium
The endocardium is outside the myocardium.
The pericardium is outside the endocardium.
The endothelial tissue is within the pericardium.
Chemical Equilibrium
In chemical equilibrium, a chemical reaction and its reverse are occurring at equal rates. Theoretically, all chemical reactions are reversible--able to take place in either direction and therefore to come to equilibrium. If and how chemical equilibrium is actually established depends on a number of factors.
Heating limestone in masonry pits to produce lime for mortar was one of the first manufacturing processes carried out by settlers in the U.S. colonies. The CO2 gas escapes from an open pit and all of the calcium carbonate in the limestone can be converted to lime.
CaCO3 (s) V CaO(s) + CO2(g)
Calcium carbonate Calcium oxide Carbon dioxide
(limestone) (lime)
This reaction is reversible and establishes equilibrium if the gas cannot escape. When some dry limestone is sealed in a closed container and heated, the decomposition of calcium carbonate begins. As soon as CO2 accumulates in the container, the reverse reaction starts to occur. Once the concentration of CO2 reaches a specific point, the system has reached equilibrium.
CaCO3 (s) D CaO(s) + CO2(g)
If there aren't any changes in the reaction conditions (the pressure and the temperature), the forward and reverse reactions continue to take place at the same rates and the concentration of CO2 in the container remains the same.
Note that chemical equilibrium is dynamic--the CO2 concentration doesn't change, but CO2 is constantly being produced and reacting to form CaCO3.
If the container is opened briefly to let some of the CO2 out and then sealed again, the forward reaction will outpace the reverse reaction, and the CO2 concentration will increase until equilibrium is again established. This type of change illustrates a very important principle that applies to all systems at equilibrium: If a stress is applied to a system at equilibrium, the system will adjust to relieve the stress. Known as Le Chatelier's principle for the French scientist, Henri Le Chatelier, who first stated it in 1884, this principle means that whatever the disruption, the reaction will shift in the direction that re-establishes equilibrium. For a chemical reaction, the stresses might be adding or taking away a reactant or product, changing the temperature or, in some cases, changing the pressure.
om: World of Chemistry,2nd Edition, By Joesten and Wood. Saunders College Publishing, 1996, ISBN 0-03-004463-4. Pages 229-230.
Chemical Equilibrium
Questions
1. In the example given: CaCo3(s) D CaO(s) + CO2(g) what would you expect would happen if heat is removed ( i.e. the reaction is cooled)?
a. Reaction will move forward.
b. Reaction will move in reverse.
c. No change in the reaction.
c. Can not determine from given information
2-5 In the following questions determine what will happen in the following reaction:
N2(g) + 3H2(g) D 2NH3(g)
A. Move forward B. Move in reverse
C. No change D. Cannot determine
2. Decrease N2 concentration. (B)
3. Increase H2 concentration. (A)
4. Decrease NH3 concentration. (A)
5. Increase pressure. (A)
6. In chemical equilibrium a reaction and its reverse
a. occur if one of the products is a gas and is allowed to escape.
b. only occur under high pressure and temperature conditions
c. are occurring at equal ratio.
d. can only occur in the production of limestone.
7. The French scientist who first stated this principle of equilibrium was
a. LeCorBusies
b. Louis Pasteur
c. LeChatelier
d. Chevalier
8. Complete the following statement according to the principle of chemical equilibrium: If a stress is applied to a system at equilibrium, _____.
a. no change will occur under normal conditions.
b. the system will adjust to relieve the stress.
c. a change in the reverse direction will occur if one product is a gas.
d. the quality of the products will be affected.
Price Elasticity of Demand
The law of demand tells us that consumers will buy more of a product when its price declines and less when its price increases. But how much more or less will they buy? The amount varies from product to product and over different price ranges for the same product. . . .
The responsiveness (or sensitivity) of consumers to a price change is measured by theproduct's priceelasticity of demand. For some products—for example, restaurant meals—consumers are highly responsive to price changes. Modest price changes cause very large changes in the quantity purchased. Economists say that the demand for such products if relatively elastic or simply elastic.
For other products—for example, salt—consumers pay much less tattention to price changes. Substantial price changes cause only small changes in the amount purchased. The demand for such products is relatively inelastic or simply inelastic. (p. 356)
Determinants of Price Elasticity of Demand
A. Substitutability. Generally, the larger the number of substitute goods that are available, the greater the elasticity of demand. . . (p. 362).
B. Proportion of Income. Other things equal, the higher the price of a good relative to consumers' incomes, the greater the price elasticity of demand. . . . (p. 362)
C. Luxuries versus Necessities. . . . Bread and electricity are generally regarded as necessities; it is difficult to get along without them. A price increase will not significantly reduce the amount of bread consumed or the amount of lighting and power used in a household. . . . On the other hand, travel vacations and jewelry are luxuries which, by definition, can be forgone. . (p. 362).
D. Time. Generally, product demand is more elastic the longer the time period under consideration. Consumers often need time to adjust to changes in prices. For example, when the price of a product rises, it takes time to find and experiment with other products to see if they are acceptable. . . . Another consideration is product durability. Studies show that "short-run" demand for gasoline is more inelastic. . . than is "long-run" demand. . . . In the short run, people are "stuck" with their present cars and trucks, but with rising gasoline prices, they eventually replace them with smaller, more fuel-efficient vehicles. (362-363)
From:Economics, 16th Edition, by McConnell and Brue. McGraw-Hill, 2005. Excerpts from pages 356 to 363.
Price Elasticity of Demand
Questions
1 Response of consumers to price changes is measured by
a) percent of price decline in the product
b) percent of price increase in the product
c) price elasticity of demand
d) price elasticity of supply
2 If the demand for a product is inelastic,
a) Small increases in price will cause considerable increase in the demand for the product.
b) Large increases in price will cause little increase in the demand for the product.
c) Small increases in price will cause considerable decrease in the demand for the product.
d) Large increases in price will cause little decrease in the demand for the product.
3 The demand for insulin would be
a) Relatively elastic
b) Very elastic
c) Relatively inelastic
d) Very inelastic
4 In which case would the demand for a product likely be most elastic (Price increase would affect purchase decision).
a) A Harley Davidson before 1960 OR
b) A Harley Davidson today.
c) The price of motor oil increases because of cutoff of MidEast oil OR
d) An increase in the price of Quaker State motor oil
e) A 10% increase in the price of chewing gum OR
f) A 5% increase in the price of yachts to cover a new luxury tax.
5 In considering elasticity of demand of various products, on which product would the government most likely levy a tax.
a) Canned soda
b) Gasoline
c) Bathing suits
d) NFL tickets
6 The price of butter goes up, so more people switch to margarine. Which of the following is true?
a) The price of butter is elastic because of substitutability
b) The price of margarine is inelastic because of substitutability.
c) The price of margarine will likely go up.
d) The price of margarine will likely go down.
e) Both a and c
f) Both a and d
Know Your Blood Type
though there are at least twelve well known blood type identification systems, the ABO system and the Rh system are most often used to determine blood type.
ABO System is Common
Before the twentieth century, blood transfusions sometimes resulted in adverse reactions or even death. A concerned Viennese physician, Karl Lansteiner, began to study the matter by mixing different samples of blood and examining the effect under the microscope. In the end, he and his associates determined that there are four major blood groups among humans. They designated the types of blood as A, B, AB, and O (table 36.1). The types of blood are dependent on whether A antigen and/or B antigen is present on red blood cells. Type O blood has neither the A antigen nor the B antigen on red blood cells; the other types of blood have one or both of the antigen(s) present. A (or B) is not an antigen to an individual with blood type A, but it can be an antigen to a recipient with a different blood type.
Within the plasma of the individual, there are antibodies to the antigens that are not present on the red blood cells. Therefore, for example, type A has an antibody called anti-B in the plasma. Type AB blood has neither anti-A nor anti-B antibodies because both antigens are on the red blood cells. This is reasonable because if these antibodies were present, agglutination (L. agglutinin, glued together), or clumping of red blood cells, would occur.
For a recipient to receive blood from a donor, the recipient's plasma must not have an antibody that causes the donor's cells to agglutinate. For this reason it is important to determine each person's blood type. Figure 36.15 demonstrates a way to use the antibodies derived from plasma to determine blood type. If clumping occurs after a sample of blood is exposed to anti-A or anti-B antibody, the person has that antigen on the red blood cells. In the first example given, the individual's blood sample does not react to either anti-A or anti-B antibody; therefore, the blood type is O. The + and - are discussed in the next section.
From Biology, Fifth Edition (customized for Bloomsburg University), by Sylvia S. Mader, Wm. C. Brown Publishers, Dubuque, Iowa, 1996, ISBN 0-697-36676-6, p. 644.
ow Your Blood Type
Questions
What is agglutination?
a) a protein produced by the body in response to the presence of an antigen.
b) a component of blood that is necessary in blood clotting.
c) clumping of red blood cells due to a reaction between antigens
d) a process where white blood cells engulf foreign substances.
person's blood type is determined by the type of ______ present on red blood cells.
a) antibody
b) erythrocyte
c) anticoolon
d) antigen
If a person has blood type A, the type/s of blood that person can receive during surgery is/are?
a) type A only
b) type O only
c) type A or type O
d) type AB or type A
One of the blood types is considered the universal donor because
a) the donor blood has both A and B antigens on its red blood cells
b) the donor blood has neither A antigen nor B antigen present on its red blood cells
c) the recipient of the blood always has red blood cells that have both A and B antigens on his/her blood
d) the universal donor blood is Rh+
One of the blood types is considered the universal recipient because
a) the donor blood has both A and B antigens on its red blood cells
b) the donor blood has neither A antigen nor B antigen present on its red blood cells
c) the recipient of the blood has red blood cells that have both A and B antigens on his/her blood
d) the universal donor blood is Rh+
The universal donor blood type is:
a) type A
b) type B
c) type AB
d) type O
7. The universal recipient blood type is:
e) type A
f) type B
g) type AB
h) type O
If you needed elective surgery that would necessitate receiving blood, it would be best to
a) go to the blood bank at least two months before surgery and donate your own blood
to receive during surgery
b) send a family relative to the blood bank to donate blood you can receive during
surgery
c) use blood bank blood that has been tested after collection.
d) delay the surgery and investigate other treatments.
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Globalization; Challenges to the Equalization of Opportunities to the Disability Movement
INTRODUCTION
Human communities worldwide have tended to move gradually to develop closer associations over a long time. However, lately the speed of the movement appears to have considerably accelerated. For instance, the invention of the jet planes, the computer chip, and availability of electronic mail (email), cheap telecommunication services, huge but fast sea vessels, instantaneous financial transactions across national borders, all seem to contribute to the movement to make the globe even more mutually dependent than ever. The production and provision of branded goods and services by transnational corporations (TNCs) such as Coca- Cola, Colgate-Palmolive, Dulux Paints, Barclays Bank Gestetner, McDonalds, Kentucky Fried Chickens, Nandos, Dunlop, and Ford to name a few, marketed throughout the world, all seem to contribute to make the globe a more symbiotic place. The exchange of information and communication technological knowledge along with products and finances, ideas and cultures now seem to circulate more liberally. And this seems to be the current and future trend.
Globalization undoubtedly, appears to be one of the most prominent aspects of the present century. Consequently, laws, economies, and social engagements seem to now form at the global level. Professionals, politicians, intellectuals and journalists seem to treat the global trends as both predictable and generally welcome. And for some of the world's population, globalization has increasingly become a catchphrase or buzzword and may mean getting rid of the old ways of life and hostile livelihoods and cultures (Guinness, 2003).
However, signs of globalization of the past few decades are recent compared to at least four other major phases that appear to have shrunk the world throughout history. Historically, globalization can be viewed as having been signaled by;
The cross-oceanic European voyages of discovery from 1492 to about 1565 (Guinness, 2003).
The forced migration and translocation of Africans and Indians into slavery and indentured labour to the plantations in the West Indies.
The massive human migration of the 1930 from Europe and Asia to the Americas (Ingstad and Whyte, 1995).
The economic depression of the 1930s (Stiglitz, 2002).
While each of these earlier episodes of globalization saw rapid growth in world economy, Guinness (2003), contends that they tended to exert a heavy human toll especially on the less economically developed nation states. In addressing the challenges and opportunities of globalization, there currently appears to be increasing global concerns with both the positive and negative impacts of this phenomenon on the local, national and international levels of developments in all spheres be they social, political, or economic (Priestley, 2001). Of concern in this essay, is the area of disability and how globalization has impacted on the challenges or opportunities for disabled people.
lthough Lauder, Brown, Dillabough and Halsey (2006) note that most researchers on globalization have tended to focus on particular aspects, globalization, however, appears to be multi-dimensional (Waters, 1995; Cheng, 2004). Hence, perceptions on the phenomenon tend to be varied and accordingly, the definitions of the term so far postulated, appear "fuzzy". And indeed Lauder et al (2006) observe that there is no agreed definition as yet because it appears globalization represents a process that is never ending and cannot be thought of as either cyclic or evolutionarily progressing from simple to complex.
Indeed, with a new crop of writers such as Brown and Lauder (1996), Schirato and Webb (2003), Stiglitz (2002), Burbules and Torres (2000) and Bottery (2004), to mention a few, it appears a plethora of concepts which include, technological globalization, economic globalization and learning globalization, environmental globalization, demographic globalization, American globalization, (Nye, 2002) cultural globalization political globalization (Bottery, 2004) emerged, advancing new insights into the meaning of globalization. The list of the kinds of "globalization" appears endless and is on-going, as debate on the phenomenon continues to forge ahead. But according to Bottery (2004), some kinds of globalization are more pressing in their immediate effects than others. This paper examines and defines globalization from a general perspective and also explores how the globalization process has "pressed" on the creation of challenges and, or opportunities for disabled people worldwide. Other terms such as "disability" that are embedded within the globalization context will be defined as the discussion unfolds.
What is globalization?
While the terms "globe" and "global" appear to have been in English usage for over four centuries, the noun form "globalization" did not seem to be in common use until about 1960 (Guinness, 2003). According to Weekley (1967), in "An Etymological Dictionary of Modern English", the term "globalization" was first recognized in 1959 but remained dormant until the mid-1980s when its usage increased dramatically in academic language (Guinness, 2003). To some authors, the term seems to refer to the emergence of transnational organizations whose decisions tend to shape and constrain the policy options any particular nation state may wish to take (Burbules and Torres, 2000). To yet others, globalization may mean the "transition from national ‘walled' and regional economies towards global ‘free' trade and markets" (Lauder,et. al. 2006; 30). It may also, to yet others mean the impact of global economic processes that include production of standardized goods and services, consumption patterns and financial interdependence and "footloose" capital flows (Brown and Lauder, 1996). To still others, globalization means the appearance of new global cultural forms, media, information and communication technologies, which seem unrestricted by national borders (Held, 1991). It is perhaps, to political skeptics, where globalization can be viewed as a mental construct utilized by the state polity to garner support for or to squash opposition to reform resulting from mightier forces such as global trade competitions instigated by the World Trade Organization (WTO): or responses to structural adjustment programme (SAPs) demands of the Bretton Woods Institutes-the World Bank and International Monetary Fund) (Brown, 1999): or to obligations to fulfill agreements of intergovernmental organizations or regional economic blocs (Held, 1991) such as the European Union, The North American Free Trade Agreement (NAFTA), Economic Commission of West African States (ECOWAS), the Southern African Development Committee (SADC), or the Organization for Economic Co-operation and Development (OECD), that leave the nation state with no option but to play along an imposed set of global rules (Burbules and Torres, 2000).Guinness (2003; 3) posits that the nature of certain jobs tends to influence views when thinking of globalization. For instance, to Kofi Annan (the former United Nations Secretary General) globalization may mean "world inclusivity"; to depots and other like minded dictators, globalization may be perceived as meaning a threat to the national sovereignty of their nation states. While to Bill Gates of Microsoft Corporation, globalization may mean connecting the world virtually in cyberspace, by a world wide web. Thus, myriad views on globalization surfaced as the concept ignited across a wide range of intellectual interests with some views on the one end vilifying the concept and on the other, praising it (Stiglitz, 2002).
The use and popularity of the term "globalization" may be partly due to its vagueness and ability to assume different dimensions depending on the user and context. Held and Koenig–Archibugi (2003) and Schirato and Webb (2000; 1) concur and describe globalization as a word that is often used to designate the global power relations, practices and technologies that characterize, and help to bring into being the contemporary world. Robertson (1992) defines globalization as a concept that refers both to the compression of the world and the intensification of consciousness of the world as a whole. Waters (2001), in coining his definition argues that the most appropriate way of defining globalization would be to predict what a totally globalized world would appear to be like in the future. Waters (2001) therefore, visualizes globalization as being characterized by a single global society with a single culture, where there are no territorial boundaries which, in that status quo, seem to exist in principle for organizing social and cultural life and where there could be high regard for tolerance, diversity and individual choice. Waters (2001) also views the flow of trade as well as migration of people and ideas across national and political boundaries, as being interlinked and thus, forcing previously homogenous cultures to rationalize each other. Thus, globalization can be perceived s a process that simultaneously differentiates and homogenizes and consequently "pluralizing the world by recognizing the value of cultural niches" (Guinness, 2003; 2). From this vantage therefore, Waters (2001) defines globalization as;
A process in which the constraints of geography on economic, social and cultural arrangements recede, in which people become increasingly aware that they are receding and in which people act accordingly.
To an extent, Waters' definition of globalization seems to concur with Stiglitz's (2002; 9) description when he says globalization is fundamentally,
The closer integration of countries and peoples of the world which has been brought about the enormous reduction of costs of transportation and communication, and the breaking down of artificial barriers to the flow of goods, services, capital , knowledge and …people across borders.
To Waters (2001), globalization, not only is it a major historical process that impacts heavily on culture but is also, a central focus of attention of modern culture and economy. He contends that globalization has a tendency to take issues from the centre levels to the periphery. For instance, through the speedy and continuous transmission of the "so-called" western culture to peripheral communities, And vice versa, globalization has also tended to bring issues, from peripheral levels to the centre. For instance, the area of disability to be discussed below, has been taken seriously onto the agendas of supra national institutions such as the United Nations, International Labour Organization The Bretton Woods Institutes and the World Health Organization or to organizations that have merged with existing ones to function across borders. In this sense, it appears to me that the United Nations' programme of work on globalization is in response to the changing international context to promote effective development oriented disability policies and strategies. Accordingly, the aim of the United Nations through various arms such as the World Bank, World Health Organization, World Trade Organization, to name a few, is to ensure that disability policies and strategies and globalization function together to improve the health, welfare and rights of the poor as well as the disadvantaged population (World Health Organization, 2005).
Disability as a global concept: Historical background and definition of disability.
Disability is one socio-cultural issue that appeared to have remained in the periphery but has currently been brought to the centre of most global agenda. It is a term sometimes confused with two other terms "impairment and handicap. The terms "disability" "impairment" and "handicap" were often used interchangeably but in an unclear and confusing way, and may have tended to give poor guidance to policy-makers, for political action as well as for practical use. The terms used to be perceived from a medical and diagnostic angle (Shakespear, 2006).
What is a Disability?
Disability is a phenomenon that exists in all societies and tends to affect predictable proportions of each population (Metts, 2004). Although there are a number of definitions in use to describe disability, disability largely depends upon context. And apparently, universally, it appeared there was no agreed definition of disability until 1980. Historically, disability was on the one hand, viewed as a medical condition, with a medical problem located within the individual. Hence, some definitions tended to reflect this understanding that disability was an individual pathology; i.e. a condition grounded in the physiological, biological and intellectual impairment of an individual (Shakespear, 2006). The medical definitions gave rise to the idea that people were "objects" to be "treated", "changed" or "improved" and made more "normal" (Wolfensburger, 1972). The medical definitions tended to perceive the disabled person as having to "fit in" rather than about how society itself should transform. They did not seem to adequately explain the relationship between societal conditions or expectations and the unique circumstances of an individual. (A diagrammatic representation of the medical model is shown in the figure below).
The Medical Model of Disability
Disability can be viewed as a highly varied and complex condition with a range of implications for social identity and behaviour (Ingstad and Whyte, 1995). Therefore, a growing realization to articulate a definition of disability, which was in conformity with human rights values, principles and practices was needed. Whilst some disabled people may have medical conditions which impede them and which may or may not require medical treatment, current knowledge, technology and collective resources are already such that their physical or mental impairments need not prevent them from participating in community lives. According to Rieser and Mason (1990), it is society's unwillingness to employ these means to altering itself that causes disabilities. But, it seems at the centre of society, lies the values that respect the variation in human cultures and the appreciation that people are different on several considerations such as gender, race, class, sexuality, and disability (Lauder, et al, 2006; 29).
On the other hand , while the medical model seemed to be in vogue, it was challenged by disability activists who reconstructed disability as a social phenomenon (Shakespear, 2006). The social model of disability seems to draw a clear distinction between impairments, handicaps and disability, because society tends to ignore the imperfections and deficiencies of the surrounding environment which in turn tends to disable people by its failure to recognize and accommodate differences. And also, through the attitudinal and institutional barriers it erects towards people. Disability thus seems to arise from a complex interaction between health conditions, the social context in which they exist and the individual. To some, disability is a relative term with certain impairments becoming more or less disabling in different contexts. The figure below of the social model of disability serves to illustrate the disabling forces at work where the 'social model' is applied.
The Social Model of Disability
In 1980, the World Health Organization (WHO) classified the terms disabilities, impairments and handicaps, and suggested a universal, more precise and at the same time realistic approach to their definitions and use (Metts, 2004;3). The World Health Organization made a clear distinction between "impairment", "disability" and "handicap". However, there were concerns that the definition of the terms "impairment" and "handicap" may still be considered too medical and too centred on the individual, and may not adequately clarify the interaction between societal conditions or expectations and the abilities of the individual. Hence, the need to separate and clarify the meanings of these terms. By description, the term "disability" tends to summarize different functional limitations occurring in individuals anywhere in the world. People may be disabled by physical, intellectual or sensory limitations, medical conditions or mental illness. Such limitations or illnesses may be permanent or temporary (United Nations, 1993).
The term "handicap" tends to mean the loss or limitation of opportunities to participate in the life of the community on an equal level with others (Ingstad and Whyte, 1995). It may describe the encounter between the disabled person and their environment. The term emphasizes the focus on the shortcomings in socially organized environmental activities; such as, access to information, communication technology, health services and to education, which prevent disabled persons from participating on equal terms with everybody else (Ingstad and Whyte, 1995). Although the term continues in use, its technical use was, according to Stone (1997) discarded by the United Nations in 1993. During the 1970s there had been a strong rejection among representatives of organizations of disabled persons and professionals in the field of disability of the term at the time (Ingstad and Whyte, 1995). The term "impairment" can be defined to mean "any loss or abnormality of psychological, physiological or anatomical structure or function" (WHO, 1980). The distinction and clarification of the terms "disability" and "impairment" and "handicap" seemed to perch the views on the medical and social models of disability in opposition to each other. This seemed to pave the way for a new and seemingly acceptable disability model framed along Human Rights. In the light of modern society values, it was a model, appealing to both advocates of equal rights and the United Nations (Shakespear, 2006).
In 1975 the United Nations General Assembly made its first Declaration on the Rights of the Disabled Persons (Priestley, 2001). After the declaration, the United Nations proclaimed 1981 as the International Year of the Disabled Persons and commenced on the development of World Programmes of Action that led to the adoption of the Standard Rules on the Equalization of Opportunities for Persons with Disabilities in 1994 (United Nations, 1993). As a result of the experiences gained during the 1983-1992 Decade of Disabled Persons, in the implementation of the World Programmes of Action and of the general discussions that took place, there was a deepening of knowledge and understanding concerning disability issues and the terminology used. At the same time disability was more clearly defined (Priestley, 2001; Ingstad and Whyte, 1995). (Although multi-culturally, there still seemed to be problems in defining disability in a global context-for instance, how could imperfections of the body and of the mind be understood in different societies? Or how could a person's culturally defined identity be affected by one's disability? (Ingstad and Whyte, 1995). Hence, according to Haddad (2001), President of the Canadian Medical Association, the term, disability, tends to have various meanings depending on the context in which the term is used. However, for the purpose of this essay the World Health Organization (WHO) functional definition of disability shall be used. The World Health Organization definition of disability is framed on the model of the International Classification of Diseases and "because it attempts to categorize the consequence of disease, it includes a consideration of social contexts" and at the same time captures aspects of Human Rights (Ingstad and Whyte, 1995; 5). According to this classification, disability is defined as "any restriction or lack of ability to perform an activity in the manner or within the range considered normal for a human being" (Mett, 2004; 3)
However many governments and organizations appear to have adapted this definition and developed legislation to suit their own social and economic situations as evidenced by the definitions from the following country examples. The Israeli Equal Rights for People with Disabilities Law of 1998 notes a person with a disability;
as meaning "a person with a physical, emotional or mental disability, including a cognitive disability, permanent or temporary, as a result of which that person's functioning is substantially limited in one or more the major spheres of life. (Wolfgang, Preiser & Ostroff, 2003).
The United Kingdom Disability Discrimination Act of 1995 notes that "a person has a disability... if he has a physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities." (Department for International Development 2000).
In the Zimbabwe Disabled Persons Act of 1992 which was enacted after the war of political liberation a "disabled person" means
a person with a physical, mental or sensory disability, including a visual, hearing or speech functional disability, which gives rise to physical, cultural or social barriers inhibiting him from participating at an equal level with other members of society in activities, undertakings or fields of employment that are open to other members of society(Government of Zimbabwe, 1992).
Evidently, the few illustrations serve to show that the definition of disability seems to be framed along the individual circumstances and social contexts of particular nation states but also seems to imply an empowerment of disabled people through recognizing them along equality of rights.
The global extent of disability
To measure national regional and local disability populations, let alone the global population is according to Metts (2004) almost impossible. There is therefore a wide variation in the estimated disability rates reported by the developed and developing countries (Thomas, 2005). Most United Nations agencies, use estimates developed by the Rehabilitation International in the 1970s and by the United Nations Development Programme (1997) that approximately ten percent of any given population are born with a disability or acquire one during their lifetime (Disability World, 2003). This however, appears to have changed over time because in the United States of America as Stone (1997; 4) observed, the prevalence of disability, is about twenty percent of the population. In developing nations and elsewhere, especially in Africa, the percentage appears to be a lot lower that ten percent. The Zimbabwe Inter-Censal Demographic Survey of 1997 conducted by the Central Statistical Office established that out of a population of about twelve million, 218 421 persons were disabled (Government of Zimbabwe 1997). This figure is less than 2% of the population but in the developed countries, the percentages are higher. The SINTEF table below seems to give a sympnosis of the situation. This seems to be the trend globally. This is an irony, but not surprising, if the causes of disabilities were to be discussed. (Unfortunately this paper will not discuss these because it would be a detour from topic). However, at the global level, the United Nations note that the primary causes of disability are disease (51.2%e), malnutrition (20%), accidents, war and trauma 15.6$% and other causes and aging 13.2%. (Metts, 2004).
Apparently the variation in numbers in the different countries can also depend, to a large extent, on the definitions of disability used, which either expand or diminish the disability groups and also the difficulties in the data collection procedures and the different assessment systems used in the different countries. This may be a probable reason most data gathered by national governments of the developing states are perceived by organizations working in disability, as underestimating and downplaying the extent of disability in their countries. However, to me, it appears the research data may be representation of the real situation on the ground despite popular ‘western' wisdom that the contrary may be true. The census figures gathered by The Foundation for Scientific and Industrial Research (SINTEF) shown in the diagram overleaf seem to vindicate this representative scenario. The SINTEF report most probably reflects the correct perspectives in the light that the world seems to be experiencing a demographic evolution and also that the more sophisticated urban environments become, the more they tend to be disabling because they tend to erect barriers that limit or diminish human functioning; thus in a sense 'creating' disabled people (Harwood, Sayer and Hirschfield, 2004). (For instance a mentally challenged person in the unsophisticated agricultural farms of Africa is capable of productive activities in terms of demonstrating agricultural skills whereas if the same person were brought to an urbanized environment would become useless because the means of production in that situation differ and may present challenges to the individual)
Developed countries
Developing countries
Country
Year
%
Country
Year
%
Canada
1991
14.7
Kenya
1989
0.7
Germany
1992
8.4
Namibia
1991
3.1
Italy
1994
5.0
Nigeria
1991
0.5
Netherlands
1986
11.6
Senegal
1988
1.1
Norway
1995
17.8
South Africa
1980
0.5
Sweden
1988
12.1
Zambia
1990
0.9
Spain
1986
15.0
Kenya
1989
0.7
UK
1991
12.2
Zimbabwe
1997
1.9
Table 1; Prevalence (%) of disability in selected countries (The Foundation for Scientific and Industrial Research, SINTEF, 2004).
Another research by The Foundation for Scientific and Industrial Research (SINTEF) research done in Zimbabwe seems to reinforce this assertion as it found higher disability rates in urban than in rural areas, suggesting that ‘complex societies in a sense produce disability'(Arne, Nhiwathiwa, Muderedzi, and Loeb, 2003).
In the developed countries there also appears to be an increased life expectancy because of improved medical technology and health care meaning that more people will reach old age and experience age related disabilities (Harwood et al, 2004). Today, demographic statistics indicate that there are approximately more than half a billion people with disabilities globally. The World Health Organization predicts a huge increase in the global population which is set to rise dramatically between 2000 and 2050.and consequently, a proportionate increase in the global number of people with disabilities (Harwood et al, 2004). It is forecast that over the period, the Indian Sub-continent could have an increase in population of approximately 120%, China, 70%, the Sub-Saharan Africa, 257% and Burkina Faso, Congo, Liberia, Niger, Somalia, Palestine, Uganda, could have a combined increase of over 400%. (Harwood et al, 2004).
Disability in the Global Context
There is growing evidence that disability as an issue seems to have shifted significantly over the past few years from the periphery to the centre of the international human rights agenda (Mett, 2004;1), and also of numerous literature that disability policy agenda has risen to be a global policy issue (Barton & Oliver, 1987; Priestley 2001); and also that it has become a challenge to policy planners who map out development oriented policies and strategies for social and economic programmes for disabled people. The processes of globalization seem to be shifting not only the populations of person with disabilities but also their experience of disability. People with disabilities globally seem to be empowering themselves to assert greater involvement and equality in global challenges affecting them. Such claims are not only about control over individuals' lives, but also about greater influence over the societies and economies within which they live (Swain, Finklestein, French and Oliver, 1993). Thus, the observance of the International Day of Disabled Persons ( IDDP) declared in 1982 and commemorated on 3 December tends to focus on the active involvement of disabled persons in the planning of strategies and policies that affect their lives. The annual observance of the day, with the slogan "Nothing about Us without Us," seems to offer an opportunity to foster changes in attitudes towards disabled persons to eliminate barriers to their full participation in all aspects of life (Stone, 1997; Rowland, 2001; Swain, et al 1993).
The declaration of 1981 as the International Year of the Disabled Person (IYDP) further elevated disability onto the international human rights agenda (Priestley 2001). A major outcome of the International Year of the Disabled Persons was the formation of the World Programmes of Action concerning Disabled Persons, which the United Nations General Assembly adopted at its 37th regular session in 1982, by its resolution 37/52 (United Nations, 1982). Subsequent International Years were supposed to bring focus to a particular area and create new links and opportunities (Swain, et al. 1993).
In Southern African countries like Malawi, Zimbabwe, Botswana, South Africa, the motto has been "Disability is Not Inability" (Salmonsson, 2006). This slogan and motto tend to rely on the principle of participation, and has been used by disabled people's organizations throughout the years as part of the global disability movement, to achieve the full participation and equalization of opportunities for, by and with disabled persons (Watermeyer, Swartz, Lorenzo, Schneider & Priestley (2006). Therefore, to disentangle the lived experience of disability from the social context of disabling societies at the local, national, and global levels appears impossible.
Thus, the recognition of disabled people, to improve their lives has been demonstrated by the United Nations, as is implied in the active involvement of disabled persons in the on-going elaboration of the Convention on the Rights of Persons with Disabilities (United Nations, 2006), and in the Standard Rules for the Equalization of Opportunities for Persons with Disabilities (UNESCO, 1993). These conventions seem to have proved to be excellent examples of how the principle of full participation can be put into practice and how disabled people can contribute to the development of truly inclusive communities to shape a better future for all.
The United Nations' establishment of the World Programmes of Action, led to the UNESCO Framework for Action of the World Conferences on Education for All held in 1990 in Jomtien (Thailand), The Salamanca Statement and Framework for Special Needs Education (UNESCO, 1994) and the Dakar Framework on Education for All (UNESCO, 2002). To demonstrate the importance of placing disability on the global level, more than one hundred and fifty-five countries from all over the world were represented by leaders of government, international agencies, non-governmental organizations and professional bodies who committed themselves to recognizing the education of all disabled individuals, attended the Jomtiem conference (Ndawi, 1997). The Dakar World Education Forum conference, in April 2000 attracted more than 1,100 participants from one hundred and sixty four countries (UNESCO, 2002). Participants ranged from teachers to prime ministers, academics to policymakers, non-governmental bodies to the heads of major international organizations. They adopted the Dakar Framework for Action, Education for All (UNESCO, 2002). The Dakar Conference was complemented by earlier conferences which all addressed issues related to the challenges and empowerment of disabled people. These were namely, the Sub-Saharan Conference on Education for All held in South Africa in 1999; Asia and Pacific Conference on Education For All held in Bangkok in 2000; The Arab Regional Conference on Education for All held in Cairo; The Third Inter-Ministerial Review Meeting on the E-9 Countries held in Recife, Brazil; Conference on Education for All in Europe and North America held in Warsaw, Poland in 2000 and The Regional Education for All Conference in the Americas held in Santa Domingo, Dominican Republic in 2000 (UNESCO, 2002).
GLOBAL DISABILITY CHALLENGES TO THE EQUALIZATION OF OPPORTUNITIES
It appears disabled people are most challenged in four fronts, namely, by poverty, wars, access to education and work.
Poverty
With the disability policy agenda having reached the highest levels of global recognition, globalization seems to have constructed a universe that offers endless opportunities and new life patterns to all; for instance easy access to education, information and technology, health and social amenities and etcetera. But, according to Ghai (2001), the paradox is that on the one hand, globalization places emphasis on economic power to improve the livelihood of mankind but on the other, methodically marginalizes certain groups of people, in particular disabled people by its use of modern technology and its removal of these people from participating to contributing to the gross national product of individual nation states. And in this way, globalization seems to have created challenges to the equalization of opportunities to disabled people. More so, the apparent disparity in economic, social and technological developments between the different nation states has led globalization to seem to have a different meaning for disabled people and to challenge them differently in the different communities (Ghai, 2001); with some communities wealthier than others. Poverty seems to be afflicting the half a billion disabled people or so in the world today, According to Ghai (2001), more disabled people seem to be suffering on every continent, perhaps more than ever before. Most of them are on the lowest end of the socio-economic scale (Beresford, 1996; Frieden, 2002).
Consequently, disabled people have tended to be more vulnerable to, their incapability to combat poverty, exclusion, stigma and lack of access to basic education and services. Disabled people seem to experience poverty more intensely but have fewer opportunities to escape from it. A former President of the World Bank observed this and asserted that "unless disabled people are brought into the development mainstream, it will be impossible to cut poverty by half by 2015..." (Richler, 2005, 37). Hence, according to Beresford 1996), combating global poverty is a key issue in the disability movement.
Wars and political upheavals
Another aspect that appears to challenge the equalization of opportunities for disabled people is war and its associated political upheavals (Priestley, 2001). As Driedger (1987) observed, war and political upheaval have had adverse effects on disabled peoples' lives and their rights seem grossly violated in war times anywhere in the world; effectively excluding them from participating in the social and capital capacity building of affected nations. Priestley (1987) also notes that wars have resulted in millions of disabled refugees and displaced persons in and around war tone zones. Supposedly, in Central Africa, the Middle East, and Afghanistan and in Central America, war is perceived as a major cause of disability. War landmines have also massively contributed to causing disability of various sorts and thus the achievement of peace has become a global disability issue. The European Union's commitment to eradicate landmines on a global scale seems illustrative, but the role of the United Nations in this matter appears "invisible".
In a speech to the European Union parliament, the European Union's Commissioner for External Affairs noted that one hundred and forty four countries have so far ratified the Mines Ban Treaty (Waldner, 2005). Numerous other summits have been held to discuss the reduction of the number of people either killed or maimed by landmines. Waldner conceded that the annual number of landmine victims has dropped from 26 000 to below 15 000 (Waldner, 2005). The Disabled Peoples International (DPI, 1998) took issue with this matter at their World Assembly in 1998 in Mexico City and a subsequent visit by the DPI World Council to Hiroshima, the site of the Second World War atomic bomb, resulted in the International Peace Declaration by the global disability organizations.
However, war and political upheaval have ironically also, had a positive impact on the lives of disabled people. In countries where there were revolutions such as Vietnam, Kenya, Zimbabwe, South Africa, Namibia and Nicaragua, Ingstad and Whyte (1995) and Montero (1998), observe that disabled people, in the process were venerated and "practically considered national heroes and were given all the opportunities possible to develop and strengthen their organizations", and to access funding, education, jobs, and other services. War veterans seemed to experience disability in positively very different ways as compared to those disabled before the revolutions.
Work
For many disabled people, the demand for access to work may be perceived as a major signifier of independent adulthood and a crucial component to the struggle for equality. Yet, as Priestley (2001; asserts, disabled people globally "continue to be disproportionately unemployed, underemployed and underpaid…" This assertion is reflected in, for instance in the focus of the British Government's proposal to tackle oppression of disabled people on the work place (Barton and Oliver, 1997). The British Government cut back on the Access to Work scheme and the disabled people's organizations fought that decision asserting that the right to a job is a fundamental human right (Barton and Oliver, 1997). Such challenges for access to jobs by disabled people appear to have become common in many countries. Hence in 1983, the International Labour Organization adopted a Convention Concerning Vocational, Rehabilitation and Employment (Disabled Persons) (ILO, 1983) to ensure equality of opportunities and equalization of treatment of disabled people at work and social integration. However, despite much effort at the global level to include disabled people in the work world, at the local level, some would continue to be excluded by their impairments because some tend not to be capable of producing goods or services to contribute to the social and economic capital base. To this, Barton and Oliver (1997;35) comment that this is so "because in any society........certain products are of value and others are not regardless of the efforts that go into their production."
Education
Education occupies a unique position in modern society today because it tends to benefit both society and the individual as it is considered a public good (Psacharopoulos and Woodhall (1985). The advances in knowledge and scientific understanding seem to strengthen the optimism that society holds of education (Lauder et al.2006). Education offers optimism to influence the well being of people and nation state because according to Lauder et al. (2006), education is perceived by almost all people as the means by which to improve individuals' lives and an understanding of their place in the world.
.Typically, therefore, as global market trends and technologies continue to develop in new pathways, education tends to become commdified and free access to education seems to also become even more important for everyone. However, disabled people seem to continue to be challenged in their quest to access educational opportunities available. In their zeal to acquire knowledge and skills needed in the evolving world of work, Peters (1996) notes that the inequitable access to educational benefits results in the inaccessibility to work; thereby propelling further the creation of an impoverished community. In some societies, for instance the Pakistani, disabled girl children education is not considered important (Shah, 1990). And from a personal viewpoint, it appears this perspective is in existence among some religious communities in Southern Africa. Such barriers to access to education challenge many disabled people and compel them to be dependant upon their families in many countries (Priestley, 2001). In addressing these matters, the United Nations, through the various protocols such as the Salamanca Statement, the Dakar Framework, the Jomtien Conference and others, seeks to
Ensure equal educational opportunities at all levels for children, youth and adults with disabilities in integrated settings, taking into full account of individual differences and situations (World Summit on Social Development, Commitment 6, item f, 1995).Consequently, at the national level, governments the world over have had to formulate legislation and initiatives consistent with the vision of the United Nations.
However, in most African States, these policies and legislation were absent and a concerted effort was made to put them in place through the African Unions' Continental Plan of Action which is aimed at implementing priority activities on disability during the African Decade of Persons with Disabilities (1999-2009) (Secretariat of the African Decade, 2004). In order to create an equitable society in Africa, the Secretariat of the African Decade facilitates the development of highly progressive policies and legislation, which if properly used, can over periods drastically reform the social disadvantages experienced by all disabled persons. For example, Ghana adopted the Free, Compulsory and Universal Basic Education (FCUBE) (Sawyerr 1997), initiative in line with this United Nations vision. In Zimbabwe, the Basic Education Assistance Module (BEAM) was initiated cognizant of the same vision. The USA initially passed Public Law 92-142 (PL 92-142) Education for All Handicapped Persons Act (Gearheart, Weishahn and Gearheart, 1982). Then in 1975, the American Congress enacted the Individuals with Disabilities Education Act (IDEA) from which initiatives like the "No Child Left Behind" (NCLB) (Astoria 2007), were born. In the United Kingdom, the "Every Child Matters" Green Paper (The Stationery Office, 2003) is similar in principle to the American IDEA.
Several nations have put in place similar protocols to deal with equalization of educational opportunities to all people in their systems. To emphasize this, the United Nations Copenhagen Declaration on Social Development included specific pledges on equal educational opportunities for disabled children and young people. (World Summit on Social Development 1995).
A PERSONAL THOUGHT
It may be naïve to conclude that globalization alone has caused the challenges experienced by disabled people, or that nothing can be done to improve the equalization of opportunities in their situations. In real essence, it appears; the less developed countries have not been able to integrate disabled people within the global economic and social development as quickly as others, partly because of their chosen policies and partly because of factors outside their control such as imposed economic structural adjustment programmes (SAPs), debt burden caused by the Bretton Wood Institutes and wars and conflict. In my opinion however, it appears no nation state, least of all the poorest, can afford to remain isolated from the global social and economic capacity building initiatives. Every country should seek to provide for the needs and access to the basic services of all its citizens in order to reduce challenging situations and to increase equal opportunity initiatives to ameliorate suffering among its disabled people populations. The self organization of disabled people into groups seems to raise their values and voices, and is also a fundamental right that disabled people should continue to exercise. Through globalization principles, the international community should endeavour to invest in disabled people. On economic grounds, investment in disabled people is justified as long as the consequential capital investment does not exceed the cost of benefits derived. .
CONCLUSION
In conclusion, this essay discussed the concepts of globalization and disability. Descriptions and definitions of both terms were made. Within the globalization concept, disability was discussed. Then a historical framework of disability in the global context was suggested. It seems definitions of disability vary across communities. The challenges that face disabled people in their zeal to achieve full independence in the control of their lives and to contribute to the social and economic capacity were also highlighted. However, as globalization progresses; living conditions seem to improve significantly in virtually all countries. But that the economic disparities between developed and less developed countries seem to have grown wider and wars and political upheaval as well the incapability of escaping from poverty are matters of concern that seem to affect the majority of disabled people. The number of the world's citizens who are in poverty seems disturbing- let along among the population of the disabled people.
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Swain, J., Finkelstein, V., French, S. and Oliver, M., (eds), (1993), Disabling Barriers-Enabling Environments. London, Sage Publications.
The Foundation for Scientific and Industrial Research, (2003), "Living Conditions among People with Disabilities in Zimbabwe: A Representative Regional Study"SINTEF, Oslo.
The Stationery Office, (2003), The Green Paper; Every Child Matters, Norwich, The Stationery Office.
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UNESCO, (1995), "Disability Awareness In Action", New York, UNESCO.
UNESCO, (2002), "Education for All, Is the World on Track?" EFA Global Monitoring Report.
Waldner, B.F., (2005) "A World Without Landmines" Speech to the European Parliament Strasbourg, July 6th.
Waters, M., (2001), (2nd. Ed.), Globalization, Routledge.
Watermeyer, B, Swartz, L., Lorenzo, T., Schneider, M. & Priestley, M., (2006), Disability and Social Change; A South African Agenda, Human Sciences, Cape Town, Research Council.
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About the Author
Partson Musosa Phiri is a candidate for the Ed. D degree in Policy and Values at the University of Hull(UK).He also holds M.Ed. from the same University. Additionally, Partson M. Phiri also holds the following qualifications: B. Ed. (Planning and Policy)(U.Zim); Dip.Ed (Special Education); Cert.Ed. He won scholarships from the following bodies:. Canon Collins Education Trust for Southern Africa, Joint Japan World Bank Graduate Scholarship Programme Wakeham Trust, All Saints Educational Trust
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Minors Working For 85% Of Minimum Wage (CA) Question?
here
http://www.dir.ca.gov/dlse/faq_minimumwage.htm
it says for "learners" (Employees during their first 160 hours of employment working in occupations in which they have no previous similar or related experience. >>>A learner may be of any age.<<<)
(about the $8/hour minimum wage) There is an exception for learners, regardless of age, who may be paid not less than 85% of the minimum wage rounded to the nearest nickel during their first 160 hours of employment in occupations in which they have no previous similar or related experience.
so in california thats about $6.80/hour..(correct me if im wrong)
PLEASE ANSWER BOTH QUESTION
1) so that means that me (15) can work at anyplace that is hiring for 6.80 an hour?
2) and if i do work 160 hours i can then work for 8/hour?
3) and if i CAN do the above, what exactly does the "minors" labor law say.. because i thought you couldnt get a job until 16..or 18.. i dont know exactly..
thanks in advance
1) YES
if they will hire you,
if the job is NOT on the list of hazardous occupations,
and the job is NOT covered by FLSA.
and NO
if it is covered by FLSA they would have to pay at least $7.25 unless you met the requirements for the youth training wage see: http://www.dol.gov/elaws/esa/flsa/docs/ymwplink.asp
2) YES
3) it is legal in California to be gainfully employed at 12 if the business is NOT covered by FLSA otherwise the age is 14, there are limits on the number of hours and when they can be worked but it is totally legal for you to be employed..
see: http://www.youthrules.dol.gov
and
http://www.dir.ca.gov/DLSE/childLaborPamphlet2000.html
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I am a small business owner in Texas (one-man operation). I would like to hire some people as contractors to make cold calls for me. The salary would be commission only. What laws or guidelines do I need to know about? Because they'd be contractors, I don't have to worry about paying insurance or unemployment or anything else do I? And I would only pay taxes on their commission, right? Your help is greatly appreciated.
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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?
I am not sure whether this is correct, but I have been told that residents of Colorado, Massachusetts, Maryland, New Jersey, and Vermont are entitled under state law to one free report per year from a credit reporting agency. If you are a resident of Georgia, you are even entitled to more reports at two each year.
This is very useful especially if you have been denied credit on the basis of information in a credit report.
Who is eligible?
I am not a legal expert but I did find a statement on the web that said that based on the Fair Credit Reporting Act, sections 612 (b), (c), and (d), you are entitled to one free credit report per year directly from a credit reporting agency only if you certify that you are unemployed and seeking employment in the next 60 days, you are receiving public assistance, or you believe there are inaccuracies in your report due to fraud or have been denied credit because of information on your credit report. To get your free credit report, go directly to a credit reporting bureau and have proof of the criteria that entitles you to receive your free credit report.
Information here should not be construed as advice and it is offered without legal responsibility or liability. It must be emphasised that you should consult a professionally qualified individual or company (such as an accountant, financial adviser or solicitor for example) should you need advice on your financial situation, as they will be able to tailor their advice to your situation accordingly. About the Author
Find out the true Free Credit Report Secrets and know more than 95% of the public about what the lenders know about you! Or, for something completely different visit our Dog Breeds web site.
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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..
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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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
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Human Rights Strategies in the 21st Century
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Distance learning with an llb or a bachelors degree in usa?
Hi. I just got done with my AS levels (I live in Pakistan, where we study under the British system) and my family is planning to move to the States - California, for more accuracy. I am interested in pursuing a career in law, and want to get done within the shortest span of time possible. Going to a US college will mean using up 4 years on a bachelor's degree and THEN starting with J.D. Continuing under the British system with distance learning means I get my degree quicker, but no guarantee of proper employment.
Right now, I have 11 GCSE o levels, all A's, and an internship at a law office under my belt. I gave economics and maths AS levels, and am waiting for the result now. If I do have to pursue an undergraduate degree, what field would be suitable? Could my alevels possibly count as AP classes and hopefully knock an year off the bachelor degree? Do I get scholarships as an undergraduate permanent resident? Would love some advice, thanks =)
Unfortunately you will have to do the JD if you want to practice law in the US. Reason for this statement is about 50% of the states do not recognize foreign experience and they do not recognize the LLB. Those states that do recognize the LLB typically will require you to study an Additional 1 - 2 years at a law school in the US. Best advice in this situation is to contact the state bar association in the state you want to practice in order to find out their rules regarding admission of the LLB qualification.
Regarding your question concerning A-Levels you will have to ask the university because each university in the US is different and has different rules regarding admission of foreign students. Plus you will most likely have to take the ACT or SAT and most likely TOEFL. Again, the universities that you are most interested in will be in more of a position to guide you on that matter.
Finally your question regarding scholarship because you are a permanent resident and the answer is no. Scholarships are awarded based on academic achievement, financial need, or if you meet specific requirements. Being a permanent resident does not automatically qualify you for a scholarship and you will need to do some research to see which ones, if any, you qualify.
Readers call for charity for family of Phuket murder victim
PHUKET: In response to recurring suggestions from readers that a donation channel be set up to raise funds to help the mother and two young children of murder victim Chauncy on BLR's 2009 National Employment Law Update
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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).
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
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What Makes for a Quality Business Agreement - or a Contract?
The contract is the foundation of doing business. Does that sound too formal to you? Is a handshake agreement good enough for many? Well, even though it may not be as air tight as, say, a contractor agreement, a handshake deal is still a contract. The moment two people agree to terms when it comes to the exchange of goods and services for a price, they have entered into a legal contract. It's why knowledge of contracts and the issues involved should be important to all people in business, and why knowing the difference between a good and bad contract can protect your interests.
In fact, knowing more about contracts is like knowing more about life and history in general. Contract law is certainly not the creation of a few thoughtful individuals, nor is it part of any kind of grand design. Indeed, contract law has much of its roots in the common law foundation of American society.
That is, contract law is somewhat a textbook example of how common law developed in Britain and the United States. People engage in business transactions. Eventually, some of these become sources of disputes between various parties. Some laws already on the books may cover the dispute. Very often, they don't. So that's where a court needs to step in to cover so-called tricky cases and establish new laws. These are called precedents, which are then carried over to similar cases in the future.
It's the establishment of these precedents alongside legislated law that forms the foundation of common law in general, and contract law specifically. Although it's certainly not necessary to do extensive research in case law to gain a better understanding of things like legal contracts and the contractor agreement; contacting those specialists who do might be wise. They're called lawyers. Alternatively, just knowing that contract law isn't always written in stone should perhaps make it more imperative that good contracts can cover your interests in as many situations as possible.
It is the desire to avoid grey areas and matters of interpretation that creates the need to form contracts to protect your interests. In other words, a handshake can get you in trouble, since the specifics of such a contract can be a matter open to interpretation. What is less open to interpretation is a legal contract or contractor agreement that specifically states the obligations of all parties of a contract. The more the contract clearly outlines these obligations, the better off all parties will be, especially if there ends up being a dispute.
It's not just the simple exchange of goods and services for a fee that are subject to contractual arrangements, of course. There are numerous components of business and related activities that come under the umbrella of contracts.
If you want to outsource your activities to someone else, that's a contract. You hire people for a period of time, that's a contract. You hire people to fix something in your office, that's a contract. Almost any decision to form an arrangement with someone else, especially when money is involved, can form the basis of a contractual arrangement carrying with it all the duties and obligations of a legal contract.
Another way of putting it is this: If you're doing business with anyone to any degree, there's a contract involved there somewhere. And if it could potentially impact you and your business, you better get it down on paper. Some contracts may not need to be as formal as a contractor agreement, but the more specific a legal contract it is, the better position you can be in to protect your interests and that of your business.
Indeed, laying out as much specificity in the contract, while keeping it simple, goes a long way towards creating the good legal contract. It should lay out things like the parties obligated to the contract, the financial arrangements agreed upon, what circumstances would lead to the termination of the contract, what mechanisms can be used to resolve disputes, and what jurisdiction applies to the terms of the contract. The more that's outlined in the contract, while making it easy to understand for all parties involved, the less of a chance that a court will even be needed to sort it all out.
After all, one of the benefits of a good legal contract is that it discourages people to resort to the courts to try and settle disputes in their favor. If most applicable terms are laid out in a good contract, the temptation to try and score through a lawsuit will be mitigated. No one wants to waste time and resources disputing an air tight contract. If the terms are laid out properly, and each party knows specifically what their obligations are, then further difficulties down the road are that much more unlikely.
Perhaps nowhere is this more true than with respect to the contractor agreement. Companies are hired to do projects of all sorts for all kinds of clients. While it's great to answer the phone, learn that someone wants to contract for your services, and pay you a lot to do it, it really doesn't hurt if you already have prepared a contractor agreement that covers both your interests before getting started. It lets the client know what kind of people they're hiring, while also protecting you from somebody who plays loose with the notion of what a business contract is.
About the Author
James Cochran is the founder of ContractEdge, a provider of legal contracts and agreements designed specifically for IT professionals and contractors. Created by attorneys who specialize in Information Technology law, ContractEdge contractor agreements and legal contracts go beyond the standard provisions and include critical special provisions unique to the IT industry.
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[mage lang="" source="flickr"]employment law video surveillance[/mage] 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
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Do You Really Need New Labor Law Posters?
by Janet Attard
If you run a business and have employees, there are a slew of federal and state labor law notices you're required to post where employees can see them each day. These are often called labor law posters, or compliance posters. They include things like minimum wage laws, the federal USERRA, non-discrimination notices, and more.
Keeping up with everything that ought to be posted and making sure that the most current notices are posted in the workplace can be a real chore for big and small businesses alike. What's more, posting a collection of paper notices can make your office look messy.
To solve the problem, a number of companies sell labor law posters that combine all the state and federal regulations on one or two posters. The posters, in general, are a good thing. They tidy up offices and help businesses stay in compliance with labor laws.
But unfortunately, some of the companies that market labor law posters by mail use hard-sell marketing tactics to get you to replace your labor law posters before you really need to. In fact, some of the marketing materials that get sent in mail seem somewhat misleading and deceptive.
One ploy that's been used in various parts of the country is a mailing that has the word FINAL NOTICE in all capital letters on the top of the page of an official-looking document. Below the "Final Notice" headline was text stating that the employer must comply with the new labor posting requirements and that failure to do so could lead to government fines of up to $17,000 and other possible dire consequences.
Other tactics include mail-merging the name of the recipient company into the letter and using text in the letter such as a Notice Number, Reference Number, and a Reply By date designed to make recipients think the mail is somehow an official warning.
If your business gets a notice like that, take the time to look at who it really comes from. If you see the words poster service, or compliance service, or if you see an out-of-state address, you can be sure the official-looking "Notice" is just a sales letter. Another dead giveaway: the letter will tell you how to order labor law posters from a private company.
If you're unsure when labor law notices you need to post were last changed, check with the US Department of Labor and your state labor department to find out if there have been any changes in required postings. Remember, too, that no matter what the labor law poster companies tell you, you don't need to buy a new poster just because it's a new year. You only need to replace your posters when the state or federal laws listed on them change. For a list of the latest changes in state and federal labor law posters see http://www.businessknowhow.net/posters/updates.asp.
Online reprints of this article must include the author's byline, copyright and resource box. You must get permission from the author to reproduce the article in print publications.
About the Author
Janet Attard is a small and home business expert, author and founder and CEO of the Business Know-How small business website. The site provides business ideas, tips, hints and resources for starting a business, marketing, Internet marketing, and managing employees. For more free information to grow your business, visit http://www.businessknowhow.com.
Law Firm Marketing for Small Law Firms
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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. Santire Management and Employment Law Seminar
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. Employment Contracts after Rudd's new rules
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.”
what happens to accrued vacation time when you leave a job?
Is your employer legally required to pay you for accrued vacation time when you leave employment? Are the laws different per state, and can they be looked up somewhere?
I dont think so, it depends what the companies policy is. This is why most people schedule there vacation all at once. then quit as soon as they get back.
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: Drinking Age new law
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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.
Fradulent Activity by Los Angeles Bankruptcy Attorneys, Lawyers and Law Firms
***Avoid fraud by unethical bankruptcy attorneys in the Los Angeles Metro area. If you need a pre-screened bankruptcy attorney, you must call a CALBAR approved lawyer referral service by calling 661-310-7999 or by visiting1000Attorneys.com ***
San Fernando Valley: There have been many reported incidents in the San Fernando valley about unethical business practices by bankruptcy attorneys.
Specifically, these offices are violating rule 1-400 which prohibits lawyers from paying commissions to people who generate leads of potential clients. Moreover, these agents cannot act in behalf of any attorney to offer their bankruptcy services.
Anyone giving bankruptcy advise MUST be licensed with the California Bar Association.
Rule 1-400 from the California Bar Association clearly states:
(A) For purposes of this rule, "communication" means any message or offer made by or on behalf of a member concerning the availability for professional employment of a member or a law firm directed to any former, present, or prospective client, including but not limited to the following:
(1) Any use of firm name, trade name, fictitious name, or other professional designation of such member or law firm; or
2) Any stationery, letterhead, business card, sign, brochure, or other comparable written material describing such member, law firm, or lawyers; or
(3) Any advertisement (regardless of medium) of such member or law firm directed to the general public or any substantial portion thereof; or
(4) Any unsolicited correspondence from a member or law firm directed to any person or entity.
(B) For purposes of this rule, a "solicitation" means any communication:
(1) Concerning the availability for professional employment of a member or a law firm in which a significant motive is pecuniary gain; and
(2) Which is:
(a) delivered in person or by telephone, or
(b) directed by any means to a person known to the sender to be represented by counsel in a matter which is a subject of the communication.
(C) A solicitation shall not be made by or on behalf of a member or law firm to a prospective client with whom the member or law firm has no family or prior professional relationship, unless the solicitation is protected from abridgment by the Constitution of the United States or by the Constitution of the State of California. A solicitation to a former or present client in the discharge of a member's or law firm's professional duties is not prohibited.
(D) A communication or a solicitation (as defined herein) shall not:
(1) Contain any untrue statement; or
(2) Contain any matter, or present or arrange any matter in a manner or format which is false, deceptive, or which tends to confuse, deceive, or mislead the public; or
(3) Omit to state any fact necessary to make the statements made, in the light of circumstances under which they are made, not misleading to the public; or
(4) Fail to indicate clearly, expressly, or by context, that it is a communication or solicitation, as the case may be; or
(5) Be transmitted in any manner which involves intrusion, coercion, duress, compulsion, intimidation, threats, or vexatious or harassing conduct.
(6) State that a member is a "certified specialist" unless the member holds a current certificate as a specialist issued by the Board of Legal Specialization, or any other entity accredited by the State Bar to designate specialists pursuant to standards adopted by the Board of Governors, and states the complete name of the entity which granted certification.
(E) The Board of Governors of the State Bar shall formulate and adopt standards as to communications which will be presumed to violate this rule 1-400. The standards shall only be used as presumptions affecting the burden of proof in disciplinary proceedings involving alleged violations of these rules. "presumption affecting the burden of proof" means that presumption defined in Evidence Code sections 605 and 606. Such standards formulated and adopted by the Board, as from time to time amended, shall be effective and binding on all members.
(F) A member shall retain for two years a true and correct copy or recording of any communication made by written or electronic media. Upon written request, the member shall make any such copy or recording available to the State Bar, and, if requested, shall provide to the State Bar evidence to support any factual or objective claim contained in the communication.
[Publisher's Note:Former rule 1-400 (D)(6) repealed by order of the Supreme Court effective November 30, 1992. New rule 1-400 (D)(6) added by order of the Supreme Court effective June 1, 1997.]
Standards:
Pursuant to rule 1-400(E) the Board of Governors of the State Bar has adopted the following standards, effective May 27, 1989, unless noted otherwise, as forms of "communication" defined in rule 1-400(A) which are presumed to be in violation of rule 1-400:
(1) A "communication" which contains guarantees, warranties, or predictions regarding the result of the representation.
(2) A "communication" which contains testimonials about or endorsements of a member unless such communication also contains an express disclaimer such as "this testimonial or endorsement does not constitute a guarantee, warranty, or prediction regarding the outcome of your legal matter."
(3) A "communication" which is delivered to a potential client whom the member knows or should reasonably know is in such a physical, emotional, or mental state that he or she would not be expected to exercise reasonable judgment as to the retention of counsel.
(4) A "communication" which is transmitted at the scene of an accident or at or en route to a hospital, emergency care center, or other health care facility.
(5) A "communication," except professional announcements, seeking professional employment for pecuniary gain, which is transmitted by mail or equivalent means which does not bear the word "Advertisement," "Newsletter" or words of similar import in 12 point print on the first page. If such communication, including firm brochures, newsletters, recent legal development advisories, and similar materials, is transmitted in an envelope, the envelope shall bear the word "Advertisement," "Newsletter" or words of similar import on the outside thereof.
(6) A "communication" in the form of a firm name, trade name, fictitious name, or other professional designation which states or implies a relationship between any member in private practice and a government agency or instrumentality or a public or non-profit legal services organization.
(7) A "communication" in the form of a firm name, trade name, fictitious name, or other professional designation which states or implies that a member has a relationship to any other lawyer or a law firm as a partner or associate, or officer or shareholder pursuant to Business and professions Code sections 6160-6172 unless such relationship in fact exists.
(8) A "communication" which states or implies that a member or law firm is "of counsel" to another lawyer or a law firm unless the former has a relationship with the latter (other than as a partner or associate, or officer or shareholder pursuant to Business and professions Code sections 6160-6172) which is close, personal, continuous, and regular.
(9) A "communication" in the form of a firm name, trade name, fictitious name, or other professional designation used by a member or law firm in private practice which differs materially from any other such designation used by such member or law firm at the same time in the same community.
(10) A "communication" which implies that the member or law firm is participating in a lawyer referral service which has been certified by the State Bar of California or as having satisfied the Minimum Standards for Lawyer Referral Services in California, when that is not the case.
(11) (Repealed. See rule 1-400(D)(6) for the operative language on this subject.)
(12) A "communication," except professional announcements, in the form of an advertisement primarily directed to seeking professional employment primarily for pecuniary gain transmitted to the general public or any substantial portion thereof by mail or equivalent means or by means of television, radio, newspaper, magazine or other form of commercial mass media which does not state the name of the member responsible for the communication. When the communication is made on behalf of a law firm, the communication shall state the name of at least one member responsible for it.
(13) A "communication" which contains a dramatization unless such communication contains a disclaimer which states "this is a dramatization" or words of similar import.
(14) A "communication" which states or implies "no fee without recovery" unless such communication also expressly discloses whether or not the client will be liable for costs.
(15) A "communication" which states or implies that a member is able to provide legal services in a language other than English unless the member can actually provide legal services in such language or the communication also states in the language of the communication (a) the employment title of the person who speaks such language and (b) that the person is not a member of the State Bar of California, if that is the case.
(16) An unsolicited "communication" transmitted to the general public or any substantial portion thereof primarily directed to seeking professional employment primarily for pecuniary gain which sets forth a specific fee or range of fees for a particular service where, in fact, the member charges a greater fee than advertised in such communication within a period of 90 days following dissemination of such communication, unless such communication expressly specifies a shorter period of time regarding the advertised fee. Where the communication is published in the classified or "yellow pages" section of telephone, business or legal directories or in other media not published more frequently than once a year, the member shall conform to the advertised fee for a period of one year from initial publication, unless such communication expressly specifies a shorter period of time regarding the advertised fee.
(Amended by order of Supreme Court, operative September 14, 1992. Standard (5) amended by the Board of Governors, effective May 11, 1994. Standards (12) - (16) added by the Board of Governors, effective May 11, 1994. Standard (11) repealed June 1, 1997)
About the Author
To find pre-screened attorneys in the Los Angeles area call 661-310-7999.
Certified by the California Bar Association (Certification # 0128), 1000Attorneys.com is a single point of contact to find pre-screened attorneys in Los Angeles, California. The lawyer referral program complies with rules and regulations set forth by the Bar and the Supreme Court to provide unbiased lawyer referrals to Los Angeles residents
[mage lang="" source="flickr"]employment law gcse[/mage] 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.
State Inatitive Could Help with Changing Health Care Laws
West Virginia may have an edge over other states as the sprawling federal health care overhaul starts to take effect. Can I Fire Her? Employment Lawyer Dave Kaufman Answers
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. School of Paralegal Studies
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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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Scott Parks is the education columnist for the Dallas Daily News. He had some interesting items on his January 2007 wish list for the Dallas schools. Some are poignant and in dire need. Some are possibilities during this new year. Others are down right wishful thinking without much chance of succeeding, regardless of the need. Here are only a few items from his wish list for 2007:
• Bilingual Education Programs. Parks would like Governor Rick Perry and the Texas legislature to standardize the teaching of bilingual and “English as a second language” students. Currently, the bilingual education programs are different from district to district. All students should learn English as soon and as quickly as possible. Otherwise, the bilingual students are held back from succeeding only because of the language barrier.
• Dallas Schools Leadership. Parks cited several wishes from the Dallas schools leadership:
o Board of Trustees & Superintendent Hinojosa. Though the Dallas schools’ board of trustees is stronger now than in the past, Parks believes that Superintendent Michael Hinojosa is the district’s best hope for getting the Dallas schools back on track. Hinojosa also has the support of business leaders and the public. Parks was encouraged that trustees Edwin Flores, Jack Lowe and their board colleagues now are focused on education, rather than politics, as in the past.
o Texas Association of School Boards. The board of trustees should reject the TASB’s recommendations. Instead, board members regularly should visit individual Dallas schools, themselves, speaking with both teachers and staff. Then, they will know firsthand what is truly happening within the Dallas schools. Parks makes an accurate point that the Dallas schools’ superintendent and Dallas schools’ board are not a team. The Dallas schools’ board is the boss, and the superintendent is “a valued employee” — and the TASB is not part of the Dallas schools district.
o Special Education Students. Parents of these children have enough to do above and beyond the typical parent. Dallas schools’ administrators need to team with these parents to help them understand what the law requires the Dallas schools to do for their special needs children. The current attitude that parents of special needs children are the enemy, who may potentially bring lawsuits against the Dallas schools district, is only hurting the children and their education. As Parks noted, “It’s the right thing to do.”
o College Preparation. Somewhere along the line, someone decided that if a child did not attend college, he/she would not succeed in life. Not all children are meant to go to college. Some do very well in careers that began in high school vocational education programs. Neither my daughter nor my son graduated from college — their choice, even though we discussed at length the benefits of a college degree. They each earn more than $60,000 a year — one is self-employed and the other works for a computer-related company that nearly rivals Microsoft®. My children proved me wrong and proved Parks correct — not all children are meant to go to college in order to succeed. So, stop focusing only on college preparation and refocus some of the energy and resources to provide solid vocational education programs.
o Textbooks. The law requires that every student receive a textbook for the course they take. Some secondary Dallas schools fear too many children will lose or damage the books, costing them some of the precious funding they receive each year for their meager budgets. Children learn better, when they can take textbooks home to study — give them out.
Additionally, lawmakers continually advocate the replacement of textbooks with laptops. Stop it! I fully agree with Parks’ assessment of the situation. He believes a course in media literacy should be required for all high school students within the Dallas schools. They need to be able to analyze the barrage of advertising aimed at them now and in the future, as well as to understand current events and the unobjective biases built into the reporting of the news by the owners of the media.
o Freebies to School Leadership. Nothing should be taken from companies wishing to sell products or services to schools, even a free lunch. This should apply to administrators, superintendent and board members. As Parks cited, “It looks bad”.
• Teachers. It is understandable that teachers are under a lot of pressure to meet prescribed standards set by federal, state and Dallas schools’ officials, not just to meet funding requirements but also performance goals to keep schools open. Because of this, the Dallas schools are losing many excellent teachers to the business world, where they are amply compensated for the headaches. Parks wish is for these great teachers to focus on the challenges and rewards that first got them interested in teaching, continue teaching because so many children need them, and stop obsessing about those things that have little to do with the reason they became teachers in the first place.
• Parents. Too many times when a child gets into trouble at school or receives an undesirable grade, some parents conclude that the teacher is at fault or picking on their child. Like you, parents, the teachers have a hard job to do in seeing that your children obtain a valuable education. It is time for parents to team with the teachers to ensure each child works hard and receives an education that will take them far in life. I remember my son always complaining that a particular teacher was picking on him. When his report card arrived, he was failing English and reminded me that the teacher did not like him. Unfortunately for my son, I had this same teacher in seventh grade English and knew the integrity of the man. His next report card had a much better grade on it. So, parents, first assume the teacher is right and then discuss with them and your child how to resolve any problems with grades or discipline.
One of Parks’ best points concerns private sector companies and volunteers. Dallas schools’ students need as much encouragement to succeed as can possibly be given them. Presentations and mentoring by these private sector volunteers will give our Dallas schools students not only encouragement but ideas for opportunities that come from those who are there.
About the Author
Patricia Hawke is a staff writer for Schools K-12, providing free, in-depth reports on all U.S. public and private K-12 schools. Patricia has a nose for research and writes stimulating news and views on school issues. For more information on dallas schools visit www.schoolsk-12.com/texas/dallas/index.html
Holiday sales plummet for Blind Recording Artists: Access for Blind Net Surfers Blocked by CDBaby
When Mary Sten-Clanton (Dorchester, Mass.) went online in September, she planned to visit CDBaby and purchase "Unconditional" by Lisa Ostrow. Mary had often used the site to sample and buy new releases from the indie recording artists who pay CDBaby to sell their music. This time, she could no longer listen to samples of the songs. Mary, who is blind, uses a "screen reader." CDBaby was always accessible before. She decided to buy the CD anyway, but she couldn't.
Mary's e-mail to CDBaby went unanswered. She recently returned to the site, but the problems had not been fixed.
"I always find it particularly frustrating, and even hurtful," Mary says, "when a company whose Web site has always been perfectly accessible suddenly takes that access away."
CDBaby is the oldest and largest online outlet for indie recording artists. When musician Derek Sivers started the company in 1998, accessibility was part of his level-the-playing-field philosophy. He sold CDBaby, however, and the new owners redesigned the site in July without regard for blind customers and musicians.
Lisa Ostrow, a blind Harvard grad, is concerned about her blind fans as well as other blind CDBaby artists. She worries that this issue will cause blind fans to go elsewhere such as Amazon or CDUniverse. She believes that blind artists, now unable to easily update their CDBaby pages, will also lose valuable revenue because they won't be able to directly impact their own sales presence.
" It's not only the importance of our blind fans that should cause CDBaby to sit up and take notice," says Lisa, " the blind artists are also affected. It is the inaccessibility of sites like CDBaby that tie our hands and make it more difficult for us to get our jobs done. As for our blind fans, of which there are many, the level of frustration that they encounter when visiting inaccessible sites, is a guarantee that they won't be back."
Other blind customers have contacted CDBaby. A country and folk music fan from Buffalo, New York, who prefers to be known only as Cay, wrote to them in July.
"I first got a response that they had lost all their email and to re-submit," she says, "So I wrote again. They didn't respond to me. I really enjoyed the site. Many years back I recall there was a problem on the site where I couldn't access it and they were caring. Now they don't care about blind customers."
Music critic Ken Lawrence (New Jersey) recently received an e-mail from Girls on Film, an electronic/dance group, about their new release on CDBaby. Unable to preview the music, Lawrence, who is blind, wrote to the company.
CDBaby's response states, "I'm sorry our update removed the functional use for our blind customers. Our programmers are all in house and are looking forward to making it more friendly to the blind. Unfortunately, there are a few other programming issues they need to finish first."
A few other programming issues? When Sten-Clanton phoned the company in October, she learned that even sighted customers were affected.
"Apparently, people are trying to pay for their CDs and getting thrown back to a previous page," she says.
Mary wonders what "improvements" they were trying to make. Others like Ken are baffled that CDBaby's "in house" programmers haven't fixed this yet.
Lawrence is a member of the National Federation of the blind (NFB). NFB provides advocacy, rehabilitation services and conducts research through its Jernigan Institute in Baltimore. Ken, who hopes to go into radio one day, fosters friendships between sighted indie recording artists and the blind. His friend, a sighted CD Baby artist, singer-songwriter Jenifer Jackson, wrote on his behalf.
CDBaby's response raises more questions than it answers.
"We are aware that our website upgrade was actually a huge downgrade for the blind," the letter says, "Our site used to be VERY user friendly, and I think that it was overlooked by our programmers. It IS a priority though, and we are working on making a dial up site that will be readable. This isn't going to happen anytime in the next 2-3 months, … We were really proud of how accessible our site was before …"
One wonders how "really proud" they could have been. Apparently, not proud enough to remember it when their in-house programmers redesigned the site. Furthermore, a "dial-up site?" According to Sten-Clanton, whose husband is a computer programmer, it will likely be a separate text only site, accessible for mobile phones and screen readers. This concerns Mary. She once tried Amazon's text only site and found that many of the features were missing.
"In that case, I just went back to the regular Amazon," says Mary, "Since Amazon is accessible to begin with."
And, they've committed themselves to not fixing the problem for at least two or three months? Over six months from the new launch? This lag means no holiday purchases by blind consumers and no holiday revenue from those sales for struggling blind musicians.
Hit hard are artists with Christmas albums with an appeal to blind fans. Veronica Elsea of Laurel Creek Music Designs (Santa Cruz, Ca.) has her Christmas CD, "We Woof You a Merry Christmas," by The Guide Dog Glee Club, on CDBaby.
"I just can't understand," says Veronica, "what they think the actual gain is. I can't understand why having a mouse hover over something is an improvement over a standard link. My sighted friends don't get it either. Thank goodness I can at least tell blind customers to come to my web site to buy CDs, but I was really counting on CD Baby as the most accessible place to purchase the mp3 download version."
The holiday pinch also affects the NFB's Performing Arts Division (PAD), a volunteer-run non-profit. Revenue from "Sound in Sight," a multi-genre compilation of eighteen original tracks and covers donated by blind recording artists, helps fund PAD's projects. PAD's President, Dennis Holston, a blind Manhattan-based talent recruiter, wrote to CDBaby expressing his concern and offering to help them restore the accessibility which blind fans and recording artists have long enjoyed.
In their response, CD Baby ignored Holston's offer of help and encouraged him to have people use the company's toll-free number: 1 800 BUY-MY-CD. This only helps if the customer knows what they want, however.
CDBaby's response to Holston attributes the problem to flash technology," but they seem unaware of some important facts.
"Flash is a product of Adobe," says Wes Majerus, an access technology specialist with the NFB's Jernigan Institute, "It can be made accessible, if Adobe's accessibility guidelines are followed."
The Accessibility Issue in Context
Many blind people feel that CDBaby is treating them "like second-class citizens." To understand why this is such a big deal to blind consumers, we need to look at how the internet is used in modern society, internet access and the realities facing blind Americans.
People rely on the internet for everything from shopping and social networking to research and career advancement. According to Majerus, there are laws mandating that government web sites be accessible, but most sites are not under such obligations. Internet access is a major issue for blind computer users, because it places unfair and unnecessary limits on their ability to lead full, productive and independent lives.
The NFB's Access Technology Center has resources for sites trying to become accessible. Their Accessibility Web Certification program acknowledges sites which have made significant improvements. There is also a form to report inaccessible sites. Visit: http://www.nfb.org/nfb/Technology_Center.asp?SnID=326767672
According to Majerus, the majority of problems encountered by blind net surfers involve improperly labeled forms and images which don't have associated "alternate attributes" tags, which enable text-to-speech software to recognize them.
The CDBaby problem comes during a year in which blind people have lost many services and programs. Recording for the Blind and Dyslexic closed seven studios which produced student textbooks, and the American Foundation for the Blind closed the New York Talking Book Studios, the nation's oldest producer of recorded books for the Talking Book program of the National Library Service for the Blind and Physically Handicapped (NLS),. Also, the 100-year-old Matilda Ziegler Magazine for the Blind, which produced Braille and recorded compilations of selections from current periodicals, has been downsized into a social network for blind people with links to articles about blindness. To the horror of many, this measure was taken by the Ziegler's board in order to funnel large sums into vision research. NFB President Dr. Marc Maurer estimates that only 5% of all reading materials are available in formats which blind and low vision citizens can access.
In addition, the year began with the publication of a disturbing report about illiteracy among America's blind citizens and the devastating effect it is having on employment and income. Efforts to engage the public on the issue have had limited success.
The research finds a statistically significant link between Braille literacy and a blind person's likelihood of finding employment, obtaining post graduate degrees and earning over $50,000 a year. Even though blind people are successfully employed as lawyers, engineers, mechanics, chemists and in many other fields, the unemployment rate for blind Americans of working age is over seventy percent. Of those who work, however, over eighty percent read Braille. Nonetheless, Braille literacy is being neglected in the nation's schools.
Congress acknowledged the severity of the crisis by authorizing the Louis Braille Bicentennial Silver Dollar as part of its commemorative coin program which supports two non-profits each year. Proceeds from the sale of the Braille coins go to the Braille Readers are Leaders campaign: http://www.braille.org
Despite a PR campaign which included NASA launching the coin into space onboard the Atlantis, the Braille coins, unlike other commemoratives, have not sold out. Time is short. The coin is only available through the end of 2009. Currently, the program stands to receive far less than the $4 million maximum set by Congress.
Update from CDBaby
In a mid November phone interview, CDBaby representative Joel Andrew calls the accessibility issues a "total oversight" by the company. He explained that the new launch has had many problems not the least of which was that major glitches caused CDBaby to be in violation of its contract with its artists.
"For a while," he says, "They couldn't even tell if we owed them money."
Addressing these issues has been the company's main priority. According to Andrew, fixing the site has been like "trying to move a whale."
Mr. Andrew confirmed that the company is, indeed, considering a text-only site. He was not aware of the concerns blind customers like Sten-Clanton have about that. He also had no idea that there was a way to make flash accessible. He said that he would pass on the information, adding that he and the other people at CD Baby are activists.
"CDBaby has always been and continues to be a strong advocate for independent musicians. We are totally in support of the activism that is going on with regard to accessibility," he said, "the way people are organizing to bring their concerns to the forefront."
Some changes impacting sighted customers and artist have been addressed. Nonetheless, blind people cannot expect that their issues will be resolved soon and certainly not in time for the holidays.
Other blind CDBaby recording artists include Neal Ewers, Kevin Reeves, Sarah Alawami and the author of this article.
About the Author
Donna W. Hill is an author, singer/songwriter, speaker and avid knitter. A volunteer publicist for the Performing Arts Division, National Federation of the Blind, she works for improved opportunities for blind Americans.
http://www.padnfb.org
A breast cancer survivor, she promotes self-exam. Hear clips from The Last Straw at:
http://cdbaby.com/cd/donnahill
Pratighaat (1987)The year Hamas and Mental Health Act were Founded In India
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.
[mage lang="" source="flickr"]labor and employment law websites[/mage] 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.
Debate on state's climate change law hits home
AZUSA - Automotive engineer and hot rod aficionado Gale Banks pointed to various engines and cars in his shop last week and criticized state regulations for "bogging down" his ability to advance the clean, efficient diesel technology that won those engines awards. Rahul Gandhi in Wardha (Maharashtra),31-03-2009
[affmage source="amazon" results="5"]employment law by country[/affmage]
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
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.
[mage lang="" source="flickr"]texas employment law handbooks[/mage]
Deer hunting
International practices
New Zealand
See also: Hunting in New Zealand
New Zealand has had a number of deer species introduced and in the absence of predators became to be considered an animal pest due to its effect on native vegetation. From the 1950s the government employed hunters to cull the deer population. Deer hunting is now a recreational activity.[citation needed]
North America
The deer most sought after in North America, east of the Rocky Mountains, is the white-tailed deer. West of the Rockies, the mule deer is the dominant deer species. The most notable differences between the two, other than distribution, are the differences in ears, tail, antler shape(the way they each fork), and body size.[citation needed]
Whitetail Male Deer at night in Central Texas
The mule deer's ears are proportionally longer than the ears of a white-tailed deer, and resemble that of a mule. Mule deer have a black-tipped tail which is proportionally smaller than that of the white-tailed deer. Buck deer of both species sprout antlers; the antlers of the mule deer branch and rebranch forming a series of Y shapes, while white-tailed bucks typically have one main beam with several tines sprouting from it. White-tailed bucks are usually smaller than mule deer bucks. Both of the species lose their antlers in the spring time.[citation needed]
Moose and elk are also popular game animals that are technically species of deer. However, hunting them is not usually referred to as deer hunting, it is called big game hunting. They are considerably larger than mule deer or white-tailed deer, and hunting techniques are rather different.
In Canada and Alaska, reindeer (caribou) are hunted extensively.
United Kingdom
There are six species of deer in the UK : red deer, roe deer, fallow deer, Sika deer, muntjac deer, and Chinese water deer, as well as hybrids of these deer. All are hunted to a degree reflecting their relative population either as sport or for the purposes of culling. Closed seasons for deer vary by species. The practice of declaring a closed season in England dates back to medieval times, when it was called fence month and commonly lasted from June 9 to July 9, though the actual dates varied. It is illegal to use bows to hunt any wild animal in the UK under the Wildlife and Countryside Act 1981. Victorian era dramatist W. S. Gilbert remarked, "Deer-stalking would be a very fine sport if only the deer had guns."
While "deer stalking" is widely used among British and Irish sportsmen to signify almost all forms of sporting deer shooting, the term is replaced in North American sporting usage by "deer hunting" - an expression that in Britain and Ireland has historically been reserved exclusively for the sporting pursuit of deer with scent-seeking hounds, with unarmed followers typically on horseback.
Australia
In Australia, there are seven species of deer that are available to hunt. These are Fallow deer, Sambar deer, Red deer, Rusa Deer Axis Deer (Cervus timorensis russa and Cervus timorensis moluccensis), Chital Deer, Elk and Hog deer.
Deer were first introduced to Australia between 1800 and 1803. All States/Territories have populations of deer including many coastal islands. Deer hunting in Australia is mostly practiced on the eastern side of the country. Hunting access varies from state-to-state with varying classifications from pest to game animal with some species afforded the protection of hunting seasons and a requirement for a Game Hunting permit or license.
Method
North America
A New Hampshire Deer Hunt
There are five common methods of hunting deer: stalking, which consists of following signs and trails of deer; stand hunting, waiting where deer are likely to travel (including tree stands); still hunting, alternately walking quietly and waiting concealed in the pursuit of game; line drives, which consists of flushing deer toward a line of hunters; and spot and stalk hunting, which consists of spotting and then stalking the deer. Spot and stalk hunting is generally a method of hunting used in places where there are large visible areas, such as mountainous terrain where a person can see across canyons. The other four methods of hunting are used in places such as rolling hills or in country that is more level, where a hunter can hardly see over trees or bushes to spot and watch the deer. Scouting and stalking involves following deer sign. Common signs to pursue include deer rubs, scrapes, and tracks. Scrapes are places where bucks scrape the ground and urinate below low hanging branches on the edge of fields, bucks rub their faces on the low hanging branches leaving their scent. Bucks do this to mark territory and attract female deer. Deer tracks may reveal the size, age, and species of a deer. Rubs are marks on the trunks and low branches of trees which indicate where bucks have rubbed the velvet off their antlers; this leaves a tell-tale mark because it removes tree bark where the deer rubbed. Another purpose for this is to mark territory with a visual signpost.[citation needed]
Modern Hunting Methods
Deer hunting may be done from a stand which places the hunter above the line of sight of a deer. There are various types of stands including portable hunting stands, climbing hunting stands, ladder stands, self-made stands, and tripods each which can be used for different hunting methods.[citation needed]
Deer hunting for trophies may also take place from ground blinds. These can be natural blinds; like dead falls and brush; hay bails in open farm country, or specifically manufactured for this purpose.[citation needed]
United Kingdom and Ireland
Depiction of deer hunting with hounds from a 15th century version of The Hunting Book of Gaston Phebus, MS. f. fr. 616
The vast majority of deer hunted in the UK are stalked. The phrase deer hunting, however, has also been used to refer (in England and Wales) to the traditional practice of chasing deer with packs of hounds, now illegal under the Hunting Act 2004.
In the late nineteenth and twentieth centuries, there were several packs of staghounds hunting "carted deer" in England and Ireland. Carted deer were red deer kept in captivity for the sole purpose of being hunted and recaptured alive. More recently, there were three packs of staghounds hunting wild red deer of both sexes on or around Exmoor and the New Forest Buckhounds hunting fallow deer bucks in the New Forest, the latter disbanding in 1997.
The practice of hunting with hounds, other than using two hounds to flush deer to be shot by waiting marksmen, has been banned in the UK since 2005; to date, two people have been convicted of breaking the law.
There is one pack of stag hounds in Ireland and one in Northern Ireland, the former operating under a licence to hunt carted deer.
Norway
Most of the deer hunting in Norway is by hunters driving the game towards other hunters posted in strategic locations in the terrain, though there is also a fair bit of stalking.[citation needed]
Australia
The majority of hunting methods in Australia are similar to North America, except for Sambar Deer which are commonly hunted with hounds.
Equipment
A pop-up pack-in style blind
Many different weapons are permitted in various states of the USA during certain times of deer season. These include bows, crossbows, rifles, shotguns, pistols, and muzzleloaders.
Archery season usually opens weeks or months before a state or locality's gun season and usually is permitted for several weeks or months afterwards. Modern compound bows and recurve bows are used, as well as some primitive recurve and longbows by historical enthusiasts when permitted. Crossbows are often reserved for disabled hunters who are unable to draw a bow, but are allowed to be used in Alabama and Tennessee by anyone disabled or not[citation needed] and in Minnesota, Kansas, and some other states during firearm season. Most bows and crossbows offer an effective accurate range of 30-40 yards.
Rifles, shotguns, and pistols are all commonly used for hunting deer. Most regions place limits on the minimum caliber or gauge to be used; rimfire rifles and centerfires under .22 caliber are often prohibited due to ethical concerns, although they have been used to hunt deer and larger game in some cases.[citation needed] Some areas of the United States prohibit rifle hunting altogether.[citation needed]
Muzzleloader hunting is also practiced. Modern muzzleloading rifles equipped with synthetic stocks, telescopic and fiber optic sights, in-line ignition systems, advanced conical or sabot bullet designs, and black powder substitutes such as Pyrodex are much more effective than the muskets of generations past.[citation needed] However, many traditionalists still use wood stocked, iron sighted rifles with round lead balls and traditional black powder charges.[citation needed]
Hunting deer with edged weapons, such as the lance or sword, is still practiced in continental Europe, primarily in France. In such hunts, the hunters are mounted on horseback, and use packs of deerhound or greyhound dogs to track and drive deer. Only the hunt masters have the right to deliver the death blow, while other mounted hunters simply ride to the chase.[citation needed]
Alabama permits spear hunting of deer during its archery season.
Tools
Use of a Hitch-Haul platform to transport harvested game
Hunters employ many tools, among which are camouflage, tree stands/blinds, knives, vehicles, chainsaws, and handheld GPS units. Camouflage has been used for some time and while it is very important, it is not essential, especially during gun season when it is required that hunters wear blaze orange clothing.[citation needed] An industry of equipment suppliers and outfitters has grown to supply hunters with equipment.
Bighorn Sheep Black Bear Razorback Brown Bear Bison (Buffalo) Caribou Cougar (Mountain Lion) Elk Moose White-tailed deer Gray wolf Mountain goat Mule Deer Pronghorn Muskox Dall Sheep Polar Bear
Other quarry
American Alligator Bobcat Coyote Fox Squirrel Gray Fox Gray Squirrel Opossum Rabbit Raccoon Red Fox Snowshoe Hare
See also
Bear hunting Big game hunting Deer hunting Waterfowl hunting Wolf hunting Upland hunting
Categories: Archery | Dog sports | Hunting in the United Kingdom | Hunting in the United States | Survival skills | Deer huntingHidden categories: All articles with unsourced statements | Articles with unsourced statements from June 2009 | Articles with unsourced statements from December 2009 | Articles with unsourced statements from December 2007 About the Author
I am a professional editor from Chinese Manufacturers
, and my work is to promote a free online trade platform.
http://www.chinaqualitycrafts.com/ contain a great deal of information about
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"
In the old days the HR department was known as Personnel, and people who worked there were responsible for doing the paperwork for hiring and firings and leave and that was about it. Today not only is the role of the HR professional far more demanding than it's ever been before, its also now seen as essential to the success of the business.
Whereas before someone working in an HR position would have been viewed as a function of payroll, nowadays they're often regarded as a partner of senior management in devising growth strategies for the company.
Over the last 20 years the HR function has evolved into a dynamic and popular career choice and the role now encompasses a number of areas.
Today's HR professional will find themselves dealing with a range of issues, like time planning, pension, staff development and training, and occupational health and safety, among others.
The role has changed in response to progressive legislation that governs the relationship between employers and employee, which has grown complex in recent years. Legislation has evolved to reflect the contemporary culture of equity and human rights.
It's an exciting time to be an HR practitioner. The field has widened so much that human resources is now shedding its image of a little grey, back office, job and is now considered one of the hot careers for people entering the job market.
Why the HR role is important
Employees can make or break an organisation. Organisational success therefore depends on finding the best qualified people for a job and then nurturing and retaining their talent and skills and this is where a good HR practitioner can play a vital role. Equally, HR is important in communicating with employees that no longer fit the organisational profile or who no longer have goals that are congruent to that of the organisation.
Human organisation and relationships can be incredibly complex, more so when there is compensation and defined hierarchical structures involved. It needs specific expertise and skills to manage those relationships.
Demanding role
For a career in the field of human resources, you need to possess a range of personal qualities and skills including so-called 'soft skills' like integrity, fair-mindedness, and a persuasive, congenial personality. You should be able to cope with conflicting points of view, function under pressure, and be skilled at communication at all levels.
It needs a good level headed approach and it is important to remember that many of the responsibilities of the job are very confidential.
'Hard skills' are also necessary, which includes things like computer proficiency, strong written and oral communication, math, and principles of business.
Human resources managers are there to assist companies to utilise effectively the best of their employees' skills, to provide the appropriate training opportunities to enhance those skills, and to look for ways to boost the employees' satisfaction with their jobs and working conditions.
A good HR manager therefore should be able to bring a range of skills and experiences to the table that can be used to support the organisational team in achieving the appropriate goals. Any organisation can benefit from the focus that an HR professional brings to the company, but this relationship can be especially beneficial to large companies where employees and employers do not have many opportunities to meet with each other.
Whatever the size of the company, the choice of sectors and roles for an HR graduate is diverse.
Massive range of career choices
There is a substantial range of levels of human resource management positions with differing levels of responsibility. Because qualifications in this field can be employed in virtually every industry, the choices of where and how to work are enormous.
HR graduates can choose from a range of jobs that include roles such as personnel administrators, human resource managers and consultants, industrial relations officers, personnel managers, union representatives, management trainees and recruitment specialists.
Recent graduates will probably start off their careers by working in a some sort of a general capacity which will see them do a little bit of everything rather than focus in one area. Some people like working like this and will stay an HR generalist all of their working lives, especially if they prefer to work in a small company.
Others will find their interests drawn into one specific area and may choose to specialise in this area, for example as a compensation and benefits manager, an employee relations officer, a recruitment and procurement manager, or someone who spends time in helping others learn new skills and develop their own career.
Headquarters of companies with hundreds, if not thousands, of staff members are more likely to offer this level of specialisation in HR roles.
The future of HR
Although the HR profession is constantly evolving and adapting to the changing needs of the working environment, experts have identified several critical roles for the HR manager in the future.
The Financial Officer
A numbers based role, where the HR practitioner applies metrics to support the decision-making process in companies. How much do certain employees contribute to the bottom line? How much value does specific training add to the business? Which functions or programmes do not add value and should be eliminated?
The Internal Consultant
This role supports specific managers throughout the organisation by empowering them to recruit, interview, hire and retain the talent that they need. It also includes counselling line managers on key legal and ethical matters such as disability and age discrimination laws.
The Talent Manager
A role that is responsible for finding, developing and keeping the best talent and skills needed within the organization. The HR professional will manage learning and skills development as well as succession planning.
The Procurement Manager
A role that decides what jobs can be better handled by outsourcing. This professional monitors quality and costs, stays on top of trends in this business, and maintains a close working relationship with outsourcing firms and vendors.
The Self-service Leader
This person works with internal and external information technology specialists to establish and run web-based portals for various automated functions, such as benefits and pension administration, that support employees.
What is notable in the description of these roles is that the profession of HR has definitely moved away from a paper-shuffling, desk bound position towards a essential, strategic, forward thinking role. HR is attracting talented graduates and continues to evolve to best match a changing business environment.
About the Author
Gillian is a regular contributor of career advice and jobs
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Verify if there is such a thing as a Health card class issed by Health department in California?
QUESTION: Is there such a thing as a health card in California or not? There is some discrepancy and gray area due to different states having different laws, OK:
a Health card, being a card issued by the health department after taking a short class on clean +safe food/beverage handling procedures in the food industry for the purpose of obtaining employment (also requires a blood test for Hep.)
The health card DOES exist in Las Vegas and it is almost mandatory to work anywhere around food or drink, but does it exist in CA is my question, and is it something that may be to the benefit of a bartender to get.
Do you think the health department issues these, or the department of health services? If they even exist in CA.
One thing that I learned about requirements in California is that the requirements are not uniform through out the state. You would need to check with the Health Department for the county requirements. I can tell you that the blood test for Hep is usually not a requirement from the county, rather check with the employer to see if it is something that they require.
Sacramento Attorneys, California Lawyers, Bowman & Associates
So this is going to sound a little silly and a lot naive. I am from the United States and studied abroad at a university in Kingston upon Thames. When school finished I had a lot of free time so I then decided to get a side job at a pub. I set up a student account with Barclays and forwarded my deposit information to my manager. I worked roughly 90 hours before I had something to leave to go back to the states for a family emergency. I gave a weeks notice before my departure but still hadn't received my first pay check. Assuming it would be deposited to the account in which I set up because I didn't know as much as a should have known about payment and employment laws in the UK. After returning to the states I wasn't able to open my account to check the funds available because of lost log in information. Long story short, I finally am able to access the account online and have come to find I was never compensated for the time spent working. What do I do?
Most employers in the UK do pay directly to bank accounts and if they have your bank details, it is reasonable to assume that they should pay directly to your bank.
I guess what you should know, based on what you have written above, is:
- They have to pay you for every hour that you worked, even if you hadn't given any notice at all, and they should also pay for any annual leave which you had accrued but not yet taken
- They are only obligated to pay you on their normal pay day, which may be some time after you finish depending on how often they pay (e.g. a company which pays monthly could potentially pay you your final pay about four weeks after you actually leave, if that is when pay day happens to fall). However, I would imagine a pub would be more likely to pay weekly so there shouldn't be such a long delay
- Depending on how payroll works in that particular organisation, it could be possible that you would not get paid in your first month at all (you then get paid twice in your second month). For example, in my organisation, pay day is the last day of the month. But the deadline for managers to submit information to payroll is the first of the month. So, if you happened to start work on 2 May, you would be too late to have your details added to payroll for payment at the end of May, and you would receive your first payment at the end of June, when you would be paid for both May and June
So, all of this explains why there could potentially be a delay, but you don't say exactly how long you have been waiting. If you think it has been an unreasonable amount of time, then I would suggest that your first step would be to contact the pub directly. Remember there could be a perfectly innocent explanation - maybe they just took your bank details down wrong!
The next step, if that fails, would be to contact ACAS (see link below), who are an organisation who can help employees if they have disputes with their employer. They may advise, though, that since you are not in the country, it is not feasible for you to proceed with the next step, which would be taking the employer to a tribunal.
If/when you finally do get paid, make sure you get your pay slips! You will be entitled to claim back any tax which you have paid if you don't plan to return to the UK during this tax year (which ends in March 2010).
Stumpy - why do you assume that she was working illegally? It is perfectly legal for university students who are here on a student visa to take on part-time work, regardless of their country of origin.
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"DIVORCE LAW of INDIA NEEDS URGENT AMENDMENT" - LAW MINISTER OF INDIA
DIVORCE LAW of INDIA –
AMENDMENT AS PER LAW COMMISSION’S RECOMMENDATION IN 2009 –
NOT YET DONE
Another case of: - JUSTICE DENAIED when JUSTICE DELAYED
Groom: Aged about 40yrs, Bride: 41 yrs, Son: Aged about 12yrs
PAST
On or about 1984, I, at the age of 15 years proposed to a 16-year girl – and the story began. I forgot that I lost my father at the age of 11 years, had a sister aged 6 years and my widow mother. I had lots of responsibilities to carry out as the only son of my beloved father. In a romantic mood, I forgot the difference in financial status of the two families. The story could have been entirely different if the girl would have refused me then and there, but she accepted me. But her family was “matured” and they opposed it in every possible way. I had my first big exam (10+) just at door. In spite of broken heart I tried my best and got 70% in the exam.
Thereafter I could realise the real state of affairs, as the girl became totally silent. But I wanted to meet the girl at least once and finally found her in July 1988, in her college, 15 km away from her home. In between, the girl never informed me about her whereabouts. Again on that day the girl agreed to “CARRY ON” the romance for the time being.
In 1994, myself got married after lots of inside drama from her family. Her father could never accept me “from heart” as an eligible husband of his daughter and he did a “FAVOUR” to us; by managing to get a job for her, in a school 65 km away from her in-law’s house, just a month before the said marriage. Meantime I managed to make a house with the proceeds received from LIC, obtained after my father’s death. At that time, I was looking after the “small” business left by my father. But her father could never rely on my financial condition and his daughter continued with the service by ferrying daily up and down 130 km. She used to stay very often at her father’s house (close to workplace). She conceived in 1995, but had a miscarriage, and she had two more miscarriages after that in two consecutive years. I lost the joy of being a FATHER and the doctors told specifically that all these miscarriages happened due to her daily strenuous journey. In between, I have decided to take up a job. And my wife finally decided to leave her job, her father also agreed (after some drama again) to the decision. And just after that she became the “proud mother” of our only son. But she could never forgive me for that decision, although she made her own decision always.
I started feeling humiliated for the indirect responsibility for the cause of leaving her job. The misunderstanding began and it increased day after day. I concentrated on my job, and obtained recognition from my employer. I was earning enough to carry on my responsibilities. I built up another floor in the house, since my mother had a long desire for that. I performed my last pending duty by getting my sister married in 2006. I started realising slowly, that I am nothing but a moneymaking machine for my wife. Needless to say, in between, the marriage lost all its charm in all way. My wife became a “lady” by then and was reasonably satisfied with her monetary status, and I became a late 30’s gentleman and kept myself satisfied with my job with an understanding that for the sake of my son, we should stay together.
But from 2007, she started taunting me even in front of my son. I became mentally broke. My health was broken, started suffering from IBS, BP etc. (diseases from tension and mental unrest) and started thinking about separation and divorce. I had to take sedative regularly. At the same time I was worried about my son’s future. We were sleeping in different rooms from 2008. My wife stopped using Sindoor from 2006. I really wanted to forget all her past behaviours as bad dreams, but I couldn’t. I love my job; it has given me my own identity and before the situation affects my job performance, I wanted to end it. I was in a dilemma till April 2009 (on the death anniversary of my father); when she humiliated me about my parents and myself with some nasty words (“you have some problem in your blood, that’s why I am worried about my son’s future staying with you”). I have finally decided for DIVORCE. Previously, she said many times that she would also prefer the mutual application for Divorce. But this time she disagreed and after discussing with her father, they demanded huge ransom money as “compensation”. She also told me that as divorce is inevitable, one of us should leave the house. I wanted to provide my son at least the same house after separation, which I felt necessary for my son’s upbringing. I shifted to a rented apartment near my place of work in
asserts, disabled people globally "continue to be disproportionately unemployed, underemployed and underpaid…" This assertion is reflected in, for instance in the focus of the British Government's proposal to tackle oppression of disabled people on the work place (Barton and Oliver, 1997). The British Government cut back on the Access to Work scheme and the disabled people's organizations fought that decision asserting that the right to a job is a fundamental human right (Barton and Oliver, 1997). Such challenges for access to jobs by disabled people appear to have become common in many countries. Hence in 1983, the International Labour Organization adopted a Convention Concerning Vocational, Rehabilitation and Employment (Disabled Persons) (ILO, 1983) to ensure equality of opportunities and equalization of treatment of disabled people at work and social integration. However, despite much effort at the global level to include disabled people in the work world, at the local level, some would continue to be excluded by their impairments because some tend not to be capable of producing goods or services to contribute to the social and economic capital base. To this, Barton and Oliver (1997;35) comment that this is so "because in any society........certain products are of value and others are not regardless of the efforts that go into their production."
