Abstract This paper examines how the press complaints commission (PCC) is an independent body that deals with complaints from members of the public about the editorial content of newspapers and magazines and how it is accountable for the way in which news is gathered and reported. It looks at the set-up of the PCC and stipulates the pros and cons of it being a self-regulator for British newspapers. It then analyses the PCC's code of conduct and discusses whether or not it is beneficial by examining PCC adjudications.
From the Paper "As a self-regulator, the PCC has a code of conduct that provides special protection to individuals within society (particularly vulnerable groups of people such as children, hospital patients and those at risk of discrimination). Within that code of practice are ethical standards that newspaper proprietors, editors and journalists have to apply to. These principles range from accuracy in newspaper reporting, individuals opportunity to reply, people's privacy not being invaded, members of society not being harassed and intruded on when in grief or shock, listening devices being used to hear unauthorised conversations, criminals nor witnesses being paid in criminal trials, protection of journalist's sources and no misrepresentation of information or photographs."
Abstract In this article, the writer outlines the steps of filing a discrimination complaint with the E.E.O.C. and corresponding federal lawsuit. The writer discusses the Federal law requirements. The information required for complaints is also discussed in this paper.
From the Paper "In the case where John wants to file a discrimination complaint against his employer, federal law requires that he must file the complaint with the E.E.O.C., the Equal Employment Opportunity Commission. To file a complaint at the E.E.O.C. John must write a letter to include the following information: His name address and telephone number, the name address and telephone number of the employer or employment ... "
Tags: discrimination, employment, Equal Pay Act, federal court, US District Court, appellate court, US Court of Appeals, US Supreme Court, civil litigation process, mediation process, dispute resolution, EEOC
Abstract This paper discusses the effectiveness of the Press Complaints Commission as a regulatory body over the printed press in the UK. It looks at the role and work of the PCC while exploring the efficiency of self regulation.
From the Paper "Newspapers and magazines are a primary source of information about the world for the general public and therefore accuracy is of a high importance when people frequently make social and political judgements from it. It is also argued that accuracy is important to protect individuals from the repercussions of inaccurate information . This can be a difficult task, when as John Solosky suggests "controlling the behaviour of journalists could be a difficult problem for the management of a news organisation, especially since reporters spend most of their time outside the newsroom" . The Press Complaints Commission (or PCC) attempts to keep printed publications in check through what is described as "self-regulation". This essay attempts to look at the role and work of the PCC, analysing whether or not self-regulation is an effective form of control."
Abstract This paper examines how there are many similarities between the two novels: Philip Roth's "Portnoy's Complaint" and Dorothy Parker's "Mr Durant". It looks at how not only are they are about self-obsessed men who treat women badly and who seem to choose women who are inferior to themselves, but also how they are very preoccupied with how others think of them. It analyzes how both offer an indictment of the American male's values and debates whether they can be considered typical stereotypes of the American male.
From the Paper "He is not only preoccupied with his image, but also with younger girls. There is of course Rose, who could be his daughter. The shabby girl he sees at the beginning of the story at the bus stop and the two girls he sees when he walks from the bus to his home. With all he notices how they look, how their legs are shaped. And there is Ruby, even though he is initially afraid that she tells the vice-president when it becomes clear that she probably will not tell on him he remarks: ?There was a sense of intimacy, of a shared secret binding them cosily together. A fine girl, that Ruby!? . Even if there is still the danger of her telling on him, that he might have misinterpreted her ?little upward glance, mischievous, understanding, with just that least hint of admiration in it.? , he sees his next prey."
Abstract This paper compares and contrasts the protagonists of Anita Loos' "Gentleman Prefer Blondes" and Philip Roth's "Portnoy's Complaint" and focuses on sarcasm, Freudian commentary and the question of whether one or both is liberated. It concludes both Lorelei and Alex are liberated sexually and morally by following their own set of values and ethics.
From the Paper "The nets of social convention and social respectability that often threaten to permanently entangle individual expression are the set of mainstream norms rejected by both Lorelei in Loos' Gentleman Prefer Blond .."
Abstract This paper explains the discrimination complaint and civil litigation process. The paper furthermore details how the complaint begins with the Equal Employment Opportunity Commission (EEOC) and proceeds through the civil litigation process from the state level up to the United States Supreme Court. The paper details and discusses each level of complaint.
Table of Contents:
Abstract
The Discrimination Complaint Progression of Employment Discrimination Complaints The Civil Litigation Process
Conclusion
From the Paper "The single most important U.S. legislation affecting employment law is Title VII of the Civil Rights Act of 1964 (Bennett-Alexander et al, 2003 p.1). The Equal Employment Opportunity Commission (EEOC) is the lead government agency for processing complaints associated with employment discrimination. This paper describes the process for filing a discrimination complaint and the civil litigation process."
"Under Title VII, an employer can not discriminate on the basis of religion, gender, race, color or national origin. Discrimination, as described in Title VII prohibits employers, labor and management committees and unions from discriminatory practices affecting the hiring, firing, discipline, training, classification, compensation and benefits of individuals."
Abstract This paper explores the impact of a complaint filed by Coach, Inc. against Louis Vuitton claiming that Vuitton is engaging in unfair competition. The author relates that the complaint alleges that Vuitton is preventing Coach from displaying its products in Japanese stores, thus engaging in a monopoly practice.
From the Paper "According to an article published on the Hoover's Online website, the U. S. luxury handbag maker Coach, Inc. and its Japanese subsidiary have lodged a complained in Japan with the anti-monopoly authorities claiming that its arch rival in Japan, the French luxury apparel manufacturer Louis Vuittton is engaging in unfair competition. Coach alleges that its efforts to get its products into more department stores in Japan in an effort to compete side by side with Louis Vuitton's products are being blocked by Louis Vuitton."
Tags: Coach lodges complaint of anticompetitive and monopolistic behavior against Louis Vuitton in Japan, impact
Abstract The paper presents Live Long & Prosper Life Insurance company's e-mail policy for their employees. The company relate that this e-mail policy was created because of multiple complaints related to e-mail use among employees and clients of the company. The paper explains that information revealed multiple problems associated with use of the corporate systems. This policy therefore details proper policies and procedures for the Live Long & Prosper Life Insurance Company, which currently employees 8000 employees with head offices located in Ottawa.
Outline:
E-Mail Use Policy Background
Current Systems
Issues
Introduction & Overview of Policy
User Acknowledgement & Agreement
Purpose
Scope of Policy & Audience
General Provisions & Recommendations
Specific Provisions
Restricted Uses
Privacy and Confidentiality
Complaints and Violations
From the Paper "At present the following issues have been identified as critical for Live Long & Prosper: (1) employees are using e-mail for personal activities including correspondence, lotteries and personal business functions, (2) incidents have occurred where threatening or aggressive language has been shared among employees and (3) multiple employees have suggested that e-mail is personal and nature and therefore private. Additionally a series of exchanged e-mail among senior managers recently resulted in release of sensitive and confidential information that was almost disclosed to the public."
Abstract This paper reviews and discusses employee relations and workforce management. The paper discusses the diverse modern workforce, the possible issues that could arise and proposes solutions to these problems.
Outline:
Introduction
The Common Complaints Design and Implementation of the Complaint Management System
Conclusion
From the Paper "Workforce management and maintenance of the over all human resource environment is not an easy task. It should be noted that today's current trend of organizational structure involves a diverse workforce wherein people of varying age, race, color, educational background and gender serve as the team for one company, aiming for just one common goal - and that is to achieve the desired level of productivity for the company. Having a diverse workforce has its sets of advantages. For one, it can provide competitive advantage for the company as there will also be diverse skills and knowledge offered by the members of the work force. At the same time, varied opinions and point of views can be solicited from the employees, which can be of significant value. "
Abstract The paper defines a grievance as an expression of dissatisfaction or a complaint about an employment or workplace situation by a staff member, a group of employees or a union. The paper then discusses formal and informal grievance procedures and details the steps involved in investigating a workplace grievance. The paper also looks at a grievance complaint filed by a Potts Point Deli employee and discusses the subsequent investigation and outcome.
Outline:
A Grievance
Formal Grievance Procedures
Informal Grievance Procedures
Steps Involved in Investigating a Workplace Grievance
Cost of Unresolved Grievance
The Potts Point Incident
From the Paper "A Grievance is an expression of dissatisfaction or a complaint about an employment or workplace situation by a staff member, or a group of employees or a union (NSW Department of Commerce 2007). It can be against the employer, a fellow employee, or may be related to perceived unfair treatment, health and safety issues, a workplace conflict, harassment, and/or bullying. In fact, such behaviors such as workplace bullying can garner "legal claims that may be initiated by bullied workers" (Cooper, Einarsen, Hoel, & Zapf 2002, p. 400). Additionally, Australia's federal Sex Discrimination Act 1984 prohibits sexual harassment in the workplace, defined as unwelcome sexual advances, or request for sexual favours, or unwelcome conduct of a sexual nature toward the harassed person (Cooper, Enarsen, Hoel, & Zapf 2002, p. 402)."
Abstract The paper evaluates a discrimination incident that occurred to John, a 50 year old employee who works for Clinica Sierra Vista as a behavioral health counselor. The paper analyzes the entire discrimination complaint and civil litigation process as it would potentially apply to John and his employer, beginning with the EEOC and proceeding through the civil litigation process. The paper illustrates how the filing and settling of discriminatory complaints is a time consuming and costly process, whether it is completed just through the EEOC, or all the way to civil litigation. The paper points out, however, that such a case serves as an example to organizations that age discrimination cannot be tolerated.
From the Paper "In today's business world, organizations do their best to ensure that they are legally protected by establishing policies and procedures, ensuring that management and employees abide by them, and making sure that their human resources department assists the company in adhering to all applicable employment laws. However, no organization is perfect, and the occurrence of legal issues is more possible than it may seem. Over the years, there has been a rise in reported cases of discrimination, mostly due to awareness, education, and availability of resources and laws that allow an employee to make a claim. Age discrimination is one that has experienced a rise since the early 1990s. In the year 2000, 16,000 age discrimination lawsuits were filed with the Equal Employment Opportunity Commission (EEOC), which was an increase of 2,000 from the previous year and the highest number since 1995 (Crampton & Hodge, 2003)."
Abstract This paper discusses Gulf War Syndrome (GWS), a representation of several medical and psychological complaints, which affect several men and women who had participated in the Gulf War which took place in 1991. It examines how these ailments include muscular pain, skin rash, sleep disturbances, peripheral numbness, memory loss, fatigue, respiratory illness, headaches, fever, spasms, low blood pressure and dizziness. It also analyzes how depleted uranium could be considered partly as a factor responsible for the Gulf War Syndrome since depleted uranium has produced long-term health problems in people who had contact with its usage. It was in the Gulf War that the depleted uranium weapons were used for the first time.
From the Paper "According to the study conducted in this area it has been found that individuals could inhale the small particles of burning Depleted Uranium and this is quite dangerous and poisonous. There could be a breakdown in the immune system as a result of having long-term contacts with the depleted uranium. There could also be other hazards to health in the form of infectious diseases. They could have serious effects and such cases have been steadily increasing. The infections are in the nature of Zoster infections and Herpes infections. There could also be found the symptoms of AIDS as a result of the breakdown in the immune system. There have been difficulties in the functioning of kidney and liver in many as a result of being affected by depleted uranium weapons."
This paper is review of the book, "Workplace Sexual Harassment", by Anne C. Levy and Michele A. Paludi (2001), a legal and psychological overview of the problem.
Abstract This paper explains that the authors of "Workplace Sexual Harassment" stress that this problem is a complex issue, marrying human psychology and human sexual and cultural assumptions with the daily demands of the business environment in which, to some degree, personal relations are always stressful. The author points out that Levy and Paludi's text offers case studies centering on the establishment and enforcement of an effective workplace policy statement prohibiting harassment and the enforcement of grievance procedures for investigating complaints. The paper relates that the book emphasizes that the law should not become the first and only recourse for those individuals experiencing forms of sexual harassment in the workforce; rather, companies should have a comprehensive education program for existing employees and a training program for new staff members to prevent sexual harassment even before it begins.
From the Paper "No CEO worth his or her salary would feel that the company was legally, ethically, or morally off the hook if someone came to his office and was told, ?Hey, I embezzled $10,000 from the company, but I'm planning to put it back in a couple of weeks, so don't tell anyone.? No one got hurt, right, so what's the trouble, even if the law was violated? However, similar complaints and concerns that raise the red flag of sexual harassment that is occurring in the workplace are often just as readily ignored."
Abstract This paper relates that sexual harassment, not a new explosive phenomenon, has brought many court cases and problems of liability to employers; therefore, human resources departments need to establish standards of behavior of which that all employers are cognizant. The author points out that "hostile environment harassment" is a situation in which the employer, a supervisor or co-worker, including both male-female and same-sex persons, does or says things, which makes the victim uncomfortable because of his or her sex. The paper stress that the first step an HR department must take is to create a written harassment policy, which is distributed and understood by every current employee, on every level including the CEO, and by every new hire before the hiring is finalized; this policy is then signed and retained in that employee's file.
Table of Contents
Overview
What Sexual Harassment Is and Is Not?
The Mine Field Employers Must Navigate
Some Harassment Statistics
Establishing a Harassment Policy
Handling Complaints Training
Quick Action
A Persistent Problem
Conclusion
From the Paper "Sexual harassment, therefore, seems to be a "growth industry" for some lawyers anxious to prosecute on the flimsiest provocation. It is, at the same time, a growing risk factor in the relationships within a work force. If a worker, especially a new one, comes to the workplace already fearful, the task she or he is hired to perform suffer because the team-work aspect of the job may fall below acceptable norms. Sexual harassment in the work place is like a virus that, unchecked and undetected, infects a total system. Steps must be taken, monitored and upgraded, so that there is no opportunity for anyone in the workforce to "get away with it"."
Tags: standards, same-sex, monitored, complaints, union
Abstract In this patient care study, the author looks at a 62-year-old female with complaints of lower abdominal pain, with hematuria and dysuria. The patient lives at home with her husband. She has seven grown children as well as grandchildren and admits to financial concerns. The author describes the patient's full medical history and all the medical tests and treatments she has undergone prior to this study. The paper gives the results of an intravenous pyelogram, cystoscopy, and biopsy as reported in patient history and gives a full summary of all of the laboratory results. Based on the information given in the tests and the patient's history, the author concludes that the patient has type II diabetes. He suggests that she needs to work on her lifestyle in order for recurring problems not to happen.
Table of Contents
Patient History
Laboratory Tests
Other Nursing Measures
Nursing Process and Care Plan
Nursing Diagnoses
Discharge Summary
Summary
From the Paper "An intravenous pyelogram produces an image of the kidneys, ureter, and bladder by administering a radiopaque contrast medium that is cleared from the bloodstream and concentrated by the kidneys. This part of the initial assessment of a suspected urologic problem provides a rough estimate of kidney infection. Pre-procedure nursing considerations include: assessment of patient for allergies, the use of laxatives for the elimination of feces and gases from the intestinal tract, liquid restriction 8 to 10 hours before test, and instructions concerning the procedure itself and sensations felt during the procedure. A cystoscopy is the direct visualization of the urethra and bladder using a cystoscope. Sedatives may be used prior to the procedure. A brush biopsy may be performed after a cystoscopic examination in order to obtain cells and surface tissue fragments for histologic analysis."
