When I Was Searching For A Book To Review, After Several

When I was searching for a book to review, after several tries I came across this book and I was intrigued, because it was related in what career I wanted to do in the future. Since I am planning on working in a healthcare profession, I hoped this book would have benefitted me in a way that I could use these skills in real life. Working in a healthcare environment is something that I have always wanted to do. One of the skills that I hope to achieve the most is self-awareness, because working in a health profession can be stressful and can have an impact on other relationships. This book has two authors that I believe are credible because both have experience in the health care profession. One if the authors is Elaine Donnelly, who†¦show more content†¦(Pavord and Donnelly, 2). These values can benefit me going into the health profession in a way to better communicate with another colleague and or patient. For example, whenever I go with my brothers to go to the doctor, she tends to be compassionate and care for them in a way for my brothers to trust them and feel comfortable to tell them what is actually going on. A skill that I learned from reading this book is the usage of verbal and nonverbal communications. In verbal communication within a health profession is that one must be careful of the way something is being said because the other person may interpret the wrong way and can lead to something that is the opposite. With is being said, â€Å"if we start to create rules about how to communicate we are in danger of taking away the natural, warm, and genuine way that people communicate with those in their care† (Pavord and Donnelly, 40). Having the natural, warm, and genuine way we speak with people can be beneficial in a sense that one should comply with the 6 C’s that was stated. Regardless if we know the person or not we should not make a prediction of what someone is feeling or doing, but instead one should ask a simple non-objecting question in a way that is simple and bold. Within verbal and nonverbal communications lies paralanguage which means the way we speak with tone, pitch, rhythm, and timing (Pavord and Donnelly, 44). Paralanguage is important because the way I may say something in aShow MoreRelatedWho Stole My Cheese831 Words   |  4 PagesBook: Who Moved My Cheese? [pic] By: Spencer Johnson, M.D. Who Moved My Cheese is a book about the different ways people handle change in their life. The story begins as a group of friends meet after their high school reunion. The group was discussing how so many things have changed since high school, and then one of the young men in the group, began to tell a story about change that everyone could relate to. The story contains four fictional characters; Sniff and Scurry are mice, HemRead MoreThe Little Seagull Handbook, By Richard Bullock856 Words   |  4 Pagesfall. Personally, I have the most difficulty with conclusions, transitions, and comma usage. To address these issues I conducted research and found three effective sources; The Little seagull Handbook, Smart-words.org, and grammar.ccc.commnet.edu. These three sources assisted me in improving each of my three skills, which I struggle with. The Little Seagull Handbook, by Richard Bullock, Michal Brody, and Francine Weinberg, is a book full of advice on the writing process. The book is divided up intoRead MoreIdentifying The Connection Between Families And Identify Of The Family Communicate With One Another1164 Words   |  5 Pagesconnection between families and identify how members of the family communicate with one another. There are several types of genograms that created for many reasons such as ethical, career, and sexual. 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Back to HomepageRead MoreHamiltons Curse Book Review1464 Words   |  6 PagesBook Review: Hamilton’s Curse: How Jefferson’s Arch Enemy Betrayed the American Revolution- and what it means for America Today What kind of country is the United States of America? Is it really the land of the free or are the Americans controlled by an imperial presidency? Is America peaceful and prosperous? Is it possible to identify the source of America’s economic problems? Some people have a clear picture of how things really are; while others are never able to see the entire scope ofRead MoreThe Contents Of Act 1 - Gi Wook Song1057 Words   |  5 Pagesme to try it. I have changed my lifestyle a lot, after I read this book. In the next my own lists, I added my understanding and changed the order. 1. Defining actors (tasks). This is not in the book (own list), but the concept is from the book. For more effective use of my limited brain resources, I have to define my takes that I’m facing. 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The Consumer Privacy Bill Of Rights - 1600 Words

Abstract Identity theft is at an all time high in America. In fact, in 2012 alone victims throughout America suffered approximately $24.7 billion in both direct and in-direct losses (DiGangi, 2013). That amount of loss nearly doubled what was accumulated in other types of theft such as burglary, property theft, and auto theft. These cases of identity theft and data breaches have became so common today that most do not even pay close attention when a new case is mentioned. However, the effort to eliminate the threat before it occurs is ever important when dealing with a phantom like enemy. Thus, the demand for an establishment and improvement of security is also at an all-time high with consumers. These same citizens bear the right and†¦show more content†¦Existing Legislation In recent times, the American legislation has failed to focus on many of the important characteristics involved with consumer privacy protection. This is due in part to a great deal of pressure that has been placed on the government by civil rights groups, activists, and major industries. In fact, the United States and Turkey are two countries that have failed significantly with the establishment of consumer data protection (CDT, n.d.). Prior to the Consumer’s Privacy Bill, consumer data protection in the United States was governed by unproductive mixes of laws that were applicable to prudent economic sectors that provide protection for a small division of consumer personal data in lieu of establishing a precedence of protections through one single law (CDT, n.d.). These practices alone are inadequate for technological standards of the most recent times, where Americans rely on the internet to conduct very personal business. Section five of the Federal Trade Commission Act (FTC), which provides opposition to companies participating in unfair and illegal trading practice even provides a limited protection without the Consumer Privacy Bill providing stable security to consumers. However, with the establishment of the Consumer Privacy Bill of Right that single standard is established that extends protection to all data while providing grounds for regulations and laws reducing or even eliminating potential cyber attacks with enhanced

National Commission on Industrial Relations Free Essays

string(146) " and should also cover those in the administrative, managerial and other categories which have been excluded from the purview of the term worker\." INDUSTRIAL RELATION LABOUR LAWS Assignment Topic National commission on Industrial Relation Recommendation Submitted by J. Mary Smile MBA-Final Year NATIONAL COMMISSION ON INDUSTRIAL RELATIONS The first National   Labour Commission 1929, had promised lot in the direction of social security, social welfare, wages, social insurance, industrial relations, industrial adjudication, collective bargaining etc,. In sequel to the recommendations made in the report of the first national commission on labour series of labour enactments were passed. We will write a custom essay sample on National Commission on Industrial Relations or any similar topic only for you Order Now After the gap of almost 72 years the Second National Labour Commission has been   constituted and submitted its report in the year 2002 to the Government of India. At the outset the terms of reference to the commission are as under: 1. To suggest rationalization of existing laws relating to labour in the organised sector, 2. To suggest an umbrella legislation for ensuring a minimum level of protection to the workers in the unorganized sector. Methodology: Before penning down the report, the Commission followed the following methodology: * arranged consultation / conferences in the major cities of India to get the opinion of the Industry, public, educationalists   and so on institutions’; * circulated a questionnaire across the industry and the society in terms of the reference * surveys conducted both in organised and unorganised sector General Recommendations: 1. We recommend that the Central Government and the State Government should have a uniform policy on holidays, only 3 national holidays be gazetted – namely Independence Day, Republic Day and Gandhi Jayanti Day, two more days may be added to be determined by each State according to its own tradition and apart from these each person must be allowed to avail of 10 restricted holidays in the year, Government holidays should be delinked from holidays under the Negotiable Instruments Act. (5. 29) 2. Flexibility in the hours of work per week and compensation for overtime. 5. 32) 3. Attempt to change the basis of tenure in all jobs (permanent as well as non-permanent) to contractual and for stipulated periods, involves a basic change in attitude and notion. If transforming the basis of all   employment is a social necessity because it has become economic necessity for industrial and commercial enterprises, then, it is equally necessary to create social acceptability for the change and the social institutions that can take care of the consequences. (5. 34 ; 35). The fundamental change of this type has to be preceded by : i)    evolution of socially accepted consensus on the new perceptional jobs ii)   the evolution of a system of constant up-gradation of employability through training in a wide spectrum of multiple skills iii) the setting up of a system of social security that includes unemployment insurance and provisions for medical facilities; and iv) the institution of a mandatory system of two contracts – one, an individual contract and two, a collective contract with workers union. . The commission recommends that government may laid down list of highly paid jobs who are presently deemed as workman category as being outside the purview of the laws relating to workman and included in the proposed law for protection of non-workmen. Another alternative is that the Govt. fix a cut off limit of remuneration which is substantially high enough, in the present context such as Rs. 25,000/- p. m. beyond which employee will not be trea ted as ordinary   â€Å"workman†. 6. 19) wage ceiling of Rs. 25000/- 5. Further the Commission recommended that it would be logically to keep all the supervisory personnel, irrespective of their wages / salary, outside the rank of worker and keep them out of the purview of labour law meant for workers. All such supervisory category of employees should be clubbed along with the category of persons who discharge managerial and administrative functions. The Commission would also recommend that such a modified definition of worker could be adopted in all the labour laws. We expect management to take care of the interest of supervisory staff as they will now be part of managerial fraternity. (6. 20)   Modified definition of worker 6. Existing set of labour laws should be broadly grouped into   four or five groups of laws pertaining to: * Industrial relations * Wages * Social security * Safety * Welfare and working conditions and so on 7. The Commission is of the view that the coverage as well as the definition of the term ‘worker’ should be the same in all Group of laws subject to the stipulation that social security benefits must be available to all employees including administrative, managerial, supervisory and other excluded from the category of workmen and others not treated as workmen or excluded from the category of workmen I. APPROACHES IN DRAFTING THE LAW ON LABOUR MANAGEMENT RELATIONS Firstly, the Commission would prefer the gender neutral expression ‘worker’ instead of the currently used word ‘workman’. Secondly, the law will apply uniformly to all such establishments. Thirdly, we recognize that today the extent of unionization is low and even this low level is being eroded, and that it is time that the stand was reversed and collective negotiations encouraged. Where agreements and understanding between two parties is not possible, there, recourse to the assistance of a third party should as far as possible be through arbitration or where adjudication is the preferred mode, through Labour Courts and Labour Relations Commissions of the type be proposed later in this regard and not governmental   intervention. A settlement entered into with recognised negotiating agent must be binding on all workers. Fourthly, we consider that provisions must be made in the law for determining negotiating agents, particularly on behalf of workers. Fifthly, the law must provide for authorities to identify the negotiating agent, to adjudicate disputes and so on, and these must be provided in the shape of labour courts and labour relations Commissions at the State, Central and National levels. Sixthly, The Commission is of the view that changes in labour laws be accompanied by a well defined social secuirty package that will benefit all workers, be   they in ‘organised’ or ‘unorganised’ sector and should also cover those in the administrative, managerial and other categories which have been excluded from the purview of the term worker. You read "National Commission on Industrial Relations" in category "Papers" II. INDUSTRIAL RELATIONS AND TRADE UNIONS 1. It is necessary to provide minimum level of protection to managerial and other (excluded) employees too against unfair dismissal or removal. This has to be through adjudication by Labour court or Labour Relations Commission or arbitration. (6. 22) 2. Central laws relating to the subject of labour relations are currently the ID Act, 1947, The TU Act, 1926, Industrial Employment (SO) Act, 1946, Sales Promotion Employees (Conditions of Service) Act, 1976. There are State level legislation too on the subject. We recommend that the provisions of all these laws be judiciously consolidated into a single law called † The Labour Management Relations Law† or â€Å"Law on Labour Management Relations†. (6. 26) 3. Recommend the enactment of special law for small scale units. We have come to the conclusion that the reasonable threshold limit will be 19 workers. Any establishment with workers above that number cannot be regarded as â€Å"small. (6. 28) 4. The commission has avoided the term ‘Industry’   with a view that the persons engaged in domestic service are better covered under the proposed type of umbrella legislation, particularly in regard to wages, hours of work, working conditions, safety and social security. (6. 40) 5. Modification in the terms like ‘strikes’, ‘work stoppage’ etc. nd the terms go slow and work to rule must be regarded as misconduct under Standing Orders and Provisions relating to unfair labour practice. (6. 41) 6. Commission has recommended to the withdrawal of Essential Services Maintenance Act (6. 49). 7. The Commission has suggested to identify a bargaining agent on the basis of check-off system, with 66% entitling the Uni on to be accepted as a single negotating agent and if no union has 66% support, then Unions that have the support of more than 25% should be given proportionate representation on the college. (6. 6) 8. Check-off system in an establishment employing 300 or more workers must be made compulsory for members of all registered trade unions. (6. 73) 9. Commission also recommended that recognition once granted, should be valid for a period of 4 years to be co-terminus with the period of settlement. No claim by any other Trade Union / Federation / Center for recognition should be entertain till at least 4 years have elapsed from the date of earlier recognition. (6. 76) 10. Establishment employing 20 or more workers should have Standing Order or Regulations. There is no need to delimit the issues on which Standing Orders can or need be framed. As long as two parties agree all manner of things including multi-skilling, production, job enrichment, productivity and so on can also be added. The appropriate Government may prescribe a separate Model Standing Orders for units employing less than 50 workers. The Commission has drafted a draft Model Standing Orders in this regard. (6. 77). 11. Every establishment shall establish a grievance redressal committee consisting of equal number of workers and employers representatives. The said committee be the body to which all grievance of a worker in respect of his employment will be referred for decision within a given time frame (6. 80). 12. Commission’s view on Chapter V B (Special Provisions relating to Lay-off, Retrenchment Closure in the Establishments employing not less than 100 workmen) of the ID Act :   The Commission has felt that, in the new circumstances of global competition, it may not be possible for some enterprises to continue and meet the economic consequences of competition. In such cases, one cannot compel non-viable undertakings to continue to bear the financial burden that has to be borne to keep the concern going. They should, therefore, have the option to close down. In these circumstances, the commission came to the conclusion the best and more honest equitable course will be to allow closure, provide for adequate compensation to workers and in the event of an appeal, leave it to the Labour Relations Commission to find ways of redressal – through arbitration or adjudication. 6. 87). 13. The commission has recommended for maintenance of panel of arbitrators by the LRC concern, to settle the disputes. (6. 93). 14. The matters pertaining to individual workers, be it termination of employment or transfer or any other matter be determined by recourse to the Grievence Redressal Committee, conciliation and arbitration / adjudication by the Labour Court. Accordingly, Sec. 2 a of the ID Act may be amended. 6. 96) 15. The system of legal aid to worker s and trade unions from Public Fund be worked out to ensure that workers and their organisations   are not unduly handicapped as a result of their inability to hire legal counsel. (6. 98) 16. Strike should be called only by the recognised negotiating agent and that too only after it had conducted a strike ballot among all the workers, of whom at least 51% of support the strike. (6. 101). 7 Workers participation in management – the legislative teeth should be provided. (6. 102). 18. The provisions in respect of small establishments can be in the form of a separate law name Small Enterprises (Employment Relations Act) or be included in the general law as a separate chapter to ensure that the interest of the workers are fully protected, even while lessening burden on the management and providing them with vigilance in exercising managerial functions. 6. 106) III. CONTRACT LABOUR/CASUAL TEMPORARY WORKERS The Commission has recommended that contract labour shall not be engaged f or core production /   service activities. However, for sporadic seasonal demand, the employer may engage temporary labour for core production / service activity. As mentioned by the commission that off-loading perennial non-core services like canteen, watch and ward, cleaning, etc. o other employing agencies has to take care of three aspects – (1) there have to be provisions that ensure that ensure that perennial core services are not transferred to other agencies or establishments; (2) where such services are being performed by employees on the payrolls of the enterprises, no transfer to other agencies should be done without consulting, bargaining (negotiating) agents; and (3) where the transfer of such services do not involve any employee who is currently in service of the enterprise, the management will be free to entrust the service to outside agencies. The contract labour will, however, be remunerated at the rate of a regular worker engaged in the same organisation doing work of a comparable nature or if such workers does not exist in the organisation, at the lowest salary of a worker in a comparable grade, i. e. unskilled, semi-skilled or skilled. (6. 109). The Commission would recommend that no worker should be kept continuously as a Casual or temporary worker against a permanent job for more than 2 years. (6. 110) IV. WAGES i) The Commission recommends that every employer must pay each worker his one-month’s wage, as bonus before an appropriate festival, be it Diwali or Onam or Puja or Ramzan or Christmas. Any demand for bonus in excess of this upto a maximum of 20% of the wages will be subject to negotiation. The Commission also recommend that the present system of two wage ceilings for reckoning entitlement and for calculation of bonus should be suitably enhanced to Rs. 7500/- and Rs. 3500/- for entitlement and calculat ion respectively. (6. 113). ii) There should be a national minimum wage that the Central Government may notify. This minimum must be revised from time to time. It should, in addition, have a component of dearness allowance to be declared six monthly linked to the consumer price index and the minimum wage may be revised once in five years. The Commission also recommends the abolition of the present system of notifying scheduled employments and of fixing/revising the minimum rates of wages periodically for each scheduled employment, since it feels that all workers in all employments should have the benefit of a minimum wage. 6. 114) (iii) There is no need for any wage board, statutory or otherwise, for fixing wage rates for workers in any industry. (6. 118). V. WORKING CONDITIONS, SERVICE CONDITIONS ETC The Commission recommended enactment of a general law relating to hours of work, leave and working conditions, at the work place. For ensuring safety at the work place and in different activities, one omnibus law may be enacted, providing for different rules and regulations on safety applicable to different activities. The Commission have appended a draft indicative law on hours of work and other working conditions after this chapter, and an omnibus draft indicative law on safety in the chapter on Labour Administration). Such general law on working conditions etc OTHER  RECOMMENDATIONS * Recommendations on women child labour * Recommendations on skill development * Labour Administration * Workers participation in management * Employment scenario in the country * Review of wages and wage policy How to cite National Commission on Industrial Relations, Papers

Drinking And Driving Offences Essay Example For Students

Drinking And Driving Offences Essay My essay is on Drinking and Driving Offences. In myessay I will tell you the various kinds of drinking and drivingoffences, the penalties, and the defences you can make if you arecaught drinking and driving. Let me tell you about the different offences. There aresix offencesin drinking and driving. They are driving whileimpaired, Having care and control of a vehicle while impaired,Driving while exceeding 80 m.g., Having care and control of avehicle while exceeding 80 m.g., Refusing to give a breathsample, and refusing to submit to a roadside screen test. These are all Criminal Code Offences. Now lets talk about the penalties of drinking and driving. The sentence for refusing to give a breath sample is usuallyhigher than either of the exceeding 80 m.g. offences. Consequently it is usually easier in the long run for you to givea breath sample if asked. If, for example you are convicted ofRefusing ato give a breath sample for the first time, but wasearlier convicted of Driving while impaired, your convictionfor Refusing will count as a second conviction, not a first,and will receive the stiffer penalty for second offences. For the first offence here is the penalty and the defencesyou can make. Driving a vehicle while your ability to drive isimpaired by alcohol or drugs is one of the offences. Evidence ofyour condition can be used to convict you. This can includeevidence of your general conduct, speech, ability to walk astraight line or pick up objects. The penalty of the firstoffences is a fine of $50.00 to $2000.00 and/or imprisonment ofup to six months, and automatic suspension of licence for 3months. The second offence penalty is imprisonment for 14 daysto 1 year and automatic suspension of licence for 6 months. Thethird offence penalty is imprisonment for 3 months to 2 years (ormore) and automatic suspension of licence for six months. Thesepenalties are the same for the following offences. Having Care and Control of a Motor Vehicle while Impairedis another offence. Having care and control of a vehicle doesnot require that you be driving it. Occupying the drivers seat,even if you did not have the keys, is sufficient. Walkingtowards the car with the keys could be sufficient. Some defencesare you were not impaired, or you did not have care and controlbecause you were not in the drivers seat, did not have the keys,etc. It is not a defence that you registered below 80 m.g. onthe breathayzer test. Having care and control depends on allcircumstances. Driving While Exceeding 80 m.g. is the next offence. Driving a vehicle, having consumed alcohol in such a quantitythat the proportion of alcohol in your blood exceeds 80 miligramsof alcohol in 100 mililitres of blood. Some defences are thetest was administered improperly, or the breathalyzer machine wasnot functioning properly. Having Care and control of a Motor Vehicle whileExceeding 80 m.g. is the next offence I will talk about. Thisoffence means having care and control of a vehicle whether it isin motion or not, having consumed alcohol in such a quantity thatthe proportion of alcohol in your blood exceeds 80 miligrams ofalcohol in 100 mililitres of blood. The defences are the testwas administered improperly, or the breathalyzer machine was notfunctioning properly. To defend against breathalyzer evidenceyou must understand how the test should be administered. The proper procedure for a breathalyzer test is as follows. Warming up the machine until the thermometer registers 50 degreescentigrade. This should take at least 10 minutes. The machineshould then be turned to zero (by using the adjust zerocontrol) and a comparison ampoulel (of normal air) inserted. ifthe metre remains at zero, the test can proceed. An ampoule witha standard solution is then inserted. If the metre reads high orlow by more than .02% on two successive tests, the machine shouldnot be used. If the trial is valid, the machine should beflushed with room air and the pointer set at start. You willthen be asked to provide two breath samples, about fifteenminutes apart. Normally they will take the result of the lowestresult and use it as evidence against you. .ud92bb4103274a47d53920e042df3e745 , .ud92bb4103274a47d53920e042df3e745 .postImageUrl , .ud92bb4103274a47d53920e042df3e745 .centered-text-area { min-height: 80px; position: relative; } .ud92bb4103274a47d53920e042df3e745 , .ud92bb4103274a47d53920e042df3e745:hover , .ud92bb4103274a47d53920e042df3e745:visited , .ud92bb4103274a47d53920e042df3e745:active { border:0!important; } .ud92bb4103274a47d53920e042df3e745 .clearfix:after { content: ""; display: table; clear: both; } .ud92bb4103274a47d53920e042df3e745 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ud92bb4103274a47d53920e042df3e745:active , .ud92bb4103274a47d53920e042df3e745:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ud92bb4103274a47d53920e042df3e745 .centered-text-area { width: 100%; position: relative ; } .ud92bb4103274a47d53920e042df3e745 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ud92bb4103274a47d53920e042df3e745 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ud92bb4103274a47d53920e042df3e745 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ud92bb4103274a47d53920e042df3e745:hover .ctaButton { background-color: #34495E!important; } .ud92bb4103274a47d53920e042df3e745 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ud92bb4103274a47d53920e042df3e745 .ud92bb4103274a47d53920e042df3e745-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ud92bb4103274a47d53920e042df3e745:after { content: ""; display: block; clear: both; } READ: Judas Betrayer EssayRefusing to Give a Breath Sample means refusing withouta reasonable excuse to give a sample or refusing without areasonable excuse to accompany a polic officer, when demanded bythe police officer. Before demanding