Impact of homogeny and heterogeny on globalization Term Paper

Impact of homogeny and heterogeny on globalization - Term Paper Example It, however, equally suggests some form of commonality, albeit the imposed one. This, therefore, implies that English represents a similarity of thought and culture. In both cases, the notions tend to suggest some level of homogeneity occurring as a result of shared language. The alternative versions of spread of English globally proposes a heterogeneous versions, in which there are many worlds and Englishes. There has divergence views on the impact of homogeneity and heterogeneity on globalization, colonization and imperialism. For some studies, homogeneity and heterogeny impacts negatively on globalization and leads to colonization and imperialism, for some heterogeny and homogeneity impacts positively on globalization (MckaySanda 90). In this paper, we propose a research to ascertain the relationship between heterogeny, and homogeny. It seek to argue that the heterogeneous version has its flaws, based upon a supposedly pluralisation of Englishes that is based around new emergent n ational linguistic identities. The rest of the proposed research will deal with various issues from many perspectives. It will open up the understanding of current issues with regard to community of English speakers. It will argue that there can be no understanding of English without appreciating globalization as a local and global process, as both an oppositional and an impositional set of relations producing something new. Firstly, the paper will look at the current debate over the spread of English globally, looking at arguments over heterogeny and homogeny in the world.

How Technology is changing our online life Essay Example for Free

How Technology is changing our online life Essay It is hard to imagine life without email nowadays. The only efficient means of communication, with efficient meaning that the message is delivered within seconds, is either through the cellular phone or through email via the internet. It is even more impossible to imagine how people could work under circumstances that denied them access to the latest communication technologies or even technology at all. Yet somehow, there was really a time when people where not at the beck and call of their cellular phones and a time when nobody really felt the urge to keep checking the mailbox every five minutes for fear of missing an email. There was a time when people actually drove to the store or entered a store and talked with the attendants before buying something. Ordering shoes and bags or other electronic items was done by going to a shop and not by going online and surfing online as it is done today. Friends and lovers were met and made by going to social functions and parties instead of by checking out somebody’s myspace profile or advertising on online personals. While those practices are still being done by certain individuals, the growth of the internet and the wide array of services that it offers have dramatically altered the manner by which people interact with one another and also the manner by which individuals lead their daily lives. The convenience and accessibility that the internet offers makes it an ideal replacement for all the previous time and energy consuming endeavors. With the number of people who are connected to the internet growing everyday, it is but a natural consequence that more and more services are being offered online ranging from dating, shopping, research and entertainment. In understanding how this newfound online lifestyle has changed our lives, it is important to understand the lures that are online that make it such a tempting alternative to doing this the time consuming and energy expending tasks. The internet provides everything online. Everything a person can desire or want is available online. Romance can be found through chatting or through online personals while intrigue can also be found on popular blog spots. Food is readily available for order online and so are clothes and other items. In short, there is nothing that cannot be found online and all a person needs to do is point and click. This is the lure of the online life and this is the reason why more and more people are leading the online life. It is convenient. It is time saving. It does not require one to expend a lot of energy. In certain cases, it also allows a person to work more efficiently and become more productive. From the standpoint of privacy, the internet offers virtual anonymity to anybody who goes online. All of this is offered online thanks to the great improvements in electronic and communications technology. As the developments in the electronics and communications technology continues to improve and advance, it will no longer be far off to imagine a world where nobody is walking the streets and everyone is hooked up to their computers interacting with each other in a world where they can be their own gods and dictate their own destinies without even breaking a sweat. Instead of just seeing an image of another person online, it may actually be possible to experience the sensation of feeling and touching that person. This all may just be future talk but one thing is certain. Today’s society has become so dependent on the benefits that technology has brought in making online life possible that we have come to a point of no return where we can no longer imagine life without it. If you think otherwise, turn off your cellular phone and unhook the jack of your computer and see how long you can survive without it.

Significance of the Attire of Men and Women in the 18th Century Essay

Significance of the Attire of Men and Women in the 18th Century The attire of men and women in the eighteenth century cemented the roles they were supposed to play. The style of made dress belied his nature as somewhat more free from restrictions whereas the woman, bound by corsets and strict dress-codes found herself held back in clothing as in society. A sphere of influence, behavior and conduct was assigned to both sexes; each was valued for different qualities. These gender distinctions do not allow any overlap between the two sexes. (Marsden, 21) In light of this, society viewed cross-dressing (the practice of one gender dressing themselves in the attire of the other) as a threat to its own structure. For a woman to forsake the clothes and character of women for that of men sounded monstrous. Such a practice would create sexual ambiguity - a woman would assume the clothes of a man and thus the manner and actions of a man, yet her physical nature denied her that right. Cross-dressing creates monstrations - a woman ceases to be a woman after she has assumed male garb and can never hope to be a man. An aversion to cross-dressing has its roots in the Bible: "The women shall not wear that which pertaineth unto a man, neither shall a man put on a woman's garment; for all that do so are abomination unto the Lord thy God" (qtd. in Garber, 28). On August 13, 1597 Queen Elizabeth announced a sumptuary (dealing with attire) proclamation which defined the "separate categories for men's and women's apparel: each took the form of a long list of proscribed items of dress with an indication of who alone was permitted to wear them" (Garber, 26). This law sought to prohibit the rise in classes that was transpiring - ambitious ind... ...both may wear the prototypical shirt and pants}, the gender distinctions become blur. Men feared the idea of women as sexually aggressive as men - or perhaps worse, women who pursued other women. mite simply, the idea of 'gender-swapping' caused fear and anger. Individuals designed the practice to work outside of the uniform social structure; such actions were seen as threats to the social structure. Thus, society acted strictly towards those who thought themselves 'above' social gender laws. Works Cited Garber, Marjorie. Vested Interests: Cross Dressing and Cultural Anxiety. New York: Routledge. 1992. 21-41, 211-215. Marsden, Jean I. "Modesty Unshackled: Dorothy Jordan and the Dangers of Cross-Dressing." Studies in Eighteenth-Century Culture vol. 22. Ed. by Patricia B. Craddock and Carla H. Hay. East Lansing, Michigan: Colleagues Press Inc. 1992. 21-36.

The Ada and Disability Related Harassment

The Americans with Disabilities Act (ADA) and Disability-Related Harassment A Self-Advocacy Guide 3839 North Third Street Suite 209 Phoenix, AZ 85012 602-274-6287 (voice or TTY) 800-927-2260 (toll free) 602-274-6779 (fax) 100 North Stone Avenue Suite 305 Tucson, AZ 85701 520-327-9547 (voice) 800-922-1447 (toll free) 877-327-7754 (TTY) 520-884-0992 (fax) www. azdisabilitylaw. org [email  protected] org This guide was written by former University of Arizona, College of Law students: Kraig Gardner, Kevin Lira, Ryan McCarthy, Ruth Mendus, Cathy Nelson and Denise Quinterra.Funding for this document is provided by the United States Department of Health and Human Services, Administration on Developmental Disabilities and Community Mental Health Services and the United States Department of Education, Rehabilitation Services Administration. Federal and state law can change at any time. If there is any question about the continued validity of any information in the handbook, contact the Ariz ona Center for Disability Law or an attorney in your community. The purpose of this guide is to provide general information to individuals regarding their rights and protections under the law.It is not intended as a substitute for legal advice. You may wish to contact the Arizona Center for Disability Law or consult with a lawyer in your community if you require further information. This guide is available in alternative formats upon request. Revised 100307 E-8 1 The Americans With Disabilities Act (ADA) and Disability-Related Harassment TABLE OF CONTENTS A. Disability-Related Harassment †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1 1.Scope of this Guide †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1 2. The Difference Between Disability-Related Harassment and Common, Everyday Harassment. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2 3. The Difference Between Disability-Related Harassment and Retaliation. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2 4.Other Types of Discrimination †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3 B. Proving Disability-Related Harassment †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4 1. Introduction †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4 2. Elements of a Claim †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3. Harassment †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 4 C. The Rules About Employer Liability For Disability-Related Harassment †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 8 1. Introduction. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 8 2. Owner Harassment †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3. Supervisor Harassment †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 9 4. Co-Worker Harassment †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 10 5. Non-Employee Harassment†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 10 D. E. F. G. Duty to Employees to Avoid or Limit Harm †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1 Employer’s Responsibility to Prevent/Stop Harassment †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 12 Steps to Take If Your Employer Does Not Take Appropriate Action †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 13 Introduction to the Americans with Disabilities (ADA) and this Guide†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 15 1. What Does the ADA Cover? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 15 2. How Does the Arizona Center for Disability Law Assist People with Disabilities? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 16 3.Why Does the ADA Include Employment Protections? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 16 4. When Do the ADA Employment Protections Apply? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 17 5. What Employers are Covered by the ADA? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 18 H. Legal Resources†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 19 A. Disability-Related Harassment 1. Scope of this GuideThis guide is meant to explain and describe: (1) Harassment based on disability; (2) when an employer is liable for harassment, and (3) some ways of dealing with harassment. The ADA protections described are available only to people who are qualified individuals with a disability under the ADA or who are harassed because of an association with a person with a disability (for example, a parent, son, daughter, friend, or co-worker of a person with a disability). If you are uncertain whether you are protected under the ADA, the Center has a guide that explains the meaning of the words, disability nd qualified. The title of that guide is, An Overview of the Employment Protections of the ADA. This guide is not intended to inform you about all employment-related claims, only those having to do with disability-related harassment under the ADA. This guide does not cover: à ¢â‚¬ ¢ retaliation; †¢ state law protections, such as worker’s compensation claims; †¢ tort claims related to harassment; or †¢ criminal claims related to harassment. Rasool works at a restaurant. He has a psychiatric illness. Several of his co-workers were very prejudiced and afraid of him because of his disability.To try and harass Rasool, they spraypainted his car with the word â€Å"crazy† and slashed his tires. Rasool’s co-workers may not only be harassing him in violation of the ADA, but also may have committed a crime. This guide does not cover criminal law and penalties. Report criminal conduct at the workplace to your employer. Your employer should report crimes to the police. If it does not, you should report crimes directly. Josefina has cerebral palsy. Her supervisor calls her offensive names related to her disability frequently and in front of all other employees.Josefina is humiliated and distressed by this treatment. She suffers phy sical symptoms, such as ulcers, that may be related to the treatment. Her employer may be in violation of the ADA. Josefina may have other state claims for emotional distress, including worker’s compensation. This guide does not provide information about these kinds of claims. For more information, contact a private attorney handling worker’s compensation. Visit the Arizona State bar directory at www. azbar. org for a list of attorneys specializing in worker’s compensation. 2. The Difference Between Disability-Related Harassment and Common, Everyday Harassment. The ADA was created to provide workers with disabilities a â€Å"level playing field† in the workplace. It requires employers to provide accessible facilities, to make special accommodations to the needs of protected workers, and to have employment practices that do not discriminate. The ADA also prohibits harassment based on disability, just as other federal laws prohibit harassment based on race, gender, national origin and religion.It is important to understand the difference between harassment and disability- related harassment. The law does not protect workers with disabilities, or any workers, from rude or uncivil people. The harassment must be severe and related to a person’s disability for the ADA to offer protection. Jane has a hearing impairment. She sometimes has problems understanding what people say to her. Dan is her supervisor. Dan is not a very pleasant person. He is constantly calling Jane and other workers lazy and slow. He often screams and yells when things do not go smoothly on the production line.Jane feels like Dan does not like her and the other workers. Dan may be harassing Jane in the common everyday meaning of harassment. Unfortunately, even though Dan’s behavior is not how we would like to see supervisors behave, it is not disability-related harassment. Let’s look at a situation that is very similar to the one in the first exam ple. Jane has a hearing impairment. She sometimes has problems understanding what people say to her. Dan is her supervisor. Dan is not a very pleasant person. He is constantly calling Jane and other workers lazy and slow.He also makes comments to Jane like â€Å"what’s the matter, didn’t you hear me? † and â€Å"can’t you understand anything? I thought you were deaf, not stupid. † Here, Dan’s harassment is related to Jane’s disability. It doesn’t matter if Dan is mean and rude to everyone else as well. When Dan’s harassment is severe and focuses on Jane’s disability, it is disability-related harassment. Making hostile comments is not the only form of disability-related harassment. Offensive jokes about persons with disabilities and offensive gestures and behavior can also be disability-related harassment. . The Difference Between Disability-Related Harassment and Retaliation. Another kind of treatment that is comm only confused with disability-related harassment is retaliation. Retaliation is adverse action taken against an employee because the employee (1) 2 opposed action by an employer that violated the ADA, or (2) participated in filing a formal complaint with the Equal Employment Opportunity Commission or the Arizona Civil Rights Division of the Attorney General’s Office. An employer can use â€Å"harassment† to retaliate.For example, an employer can harass an employee because the employee requested an ADA accommodation. An employer could also retaliate by harassing an employee who filed an ADA charge of discrimination when denied a promotion. Both retaliation and disability-related harassment violate the ADA. It is useful to know the difference between retaliation and harassment when you are making a complaint to the EEOC. Bob has paraplegia. He uses a wheelchair. Sue is Bob’s supervisor. Part of Bob’s job includes occasionally going to the room where the old files are stored to get these old files.Some of the files are on high shelves that Bob has trouble reaching without help. Bob asked Sue if someone else could do the job of getting the old files. Sue said no. Before this, Bob had never had any problems with Sue. Bob decided to make a request for an accommodation to the department head, who is Sue’s boss. Sue was furious. She yelled at Bob for 15 minutes and told him that if he ever went above her head again that she would â€Å"make him sorry†. She asked him to withdraw his request for an accommodation. Bob refused.During the next week, Sue began to ask Bob to do things that had never been part of his job before. She started asking him to deliver papers all over the building. Bob had no problem doing this because the building was wheelchair accessible, but it took him quite a bit longer than it would have anyone not in a wheelchair because the accessible elevator was on the other side of the building. Sue complained to Bob that he was taking too long to do these deliveries. Bob tried to explain why it took him longer to deliver the papers, but Sue wasn’t interested.Bob tried to do the deliveries faster, but Sue wrote him up when he took longer than 15 minutes. After being written up 3 times in the next week, Sue fired him. When Bob complained to the EEOC, he told them he was harassed in retaliation for requesting an ADA accommodation. 4. Other Types of Discrimination Sometimes, other types of discrimination feel like harassment. When an employer treats a person differently because of his/her disability in any of the conditions or terms of employment, it may feel like harassment.For example, if a person with a disability has been working for the company for many years and has never been permitted to go to a training to improve his skills, yet employees with less company seniority are often sent to training, this may be discrimination in the terms of employment. For more information about yo ur right as a person with a disability to equal treatment, see the Center’s guide, â€Å"An Overview of the Employment Protections of the ADA. † In addition, when an employer refuses to make changes to the work or workplace so an individual can do his/her job or enjoy the benefits of employment, it may be an unlawful failure to accommodate. For more information about your rights regarding accommodations, see the Center’s guide, â€Å"The ADA and Reasonable Accommodations. † B. Proving Disability-Related Harassment 1. Introduction The ADA does not include a specific prohibition against harassment. Most courts looking at this issue have decided that the ADA prohibits disability-related harassment because of disability because employers must prevent discrimination in the terms and conditions of employment.This means employers must prevent a hostile workplace. 2. Elements of a Claim To prove unlawful harassment under the ADA, you must be able to prove the fol lowing: †¢ you work or formerly worked for a covered employer; †¢ you are a person with a disability; with a record of a disability; or are regarded as disabled; †¢ you are or were qualified to perform your job; †¢ you faced a hostile work environment; and †¢ you were harassed by a co-worker or a third party and your employer knew or should have known about the harassment.George’s co-workers suspect he is HIV-positive because he is gay. They spray painted his locker with the words â€Å"God’s punishment† and hung plastic gloves around the office for people to use to avoid physical contact with George. George does not have HIV but he is still protected under the ADA from disability-related harassment, as he is â€Å"regarded† as a person with a disability. 3. Harassment The harassment is so severe that it changes the conditions of your employment and creates an abusive working environment or results in a tangible employment action. The conditions of your employment must change when someone harasses you because of your disability. The conditions of your employment may change because the workplace is hostile or because of an â€Å"employment action. † Either change may support a claim of harassment under the ADA. 4 Hostile Work Environment. A disability-based harassment claim under the ADA means that your workplace is so full of discriminatory intimidation, ridicule and insult toward you that it has become an abusive place to work. These claims are called â€Å"hostile work environment† claims. The ADA does not rohibit simple teasing, offhand comments and isolated incidents. To decide if the harassment is â€Å"severe† or â€Å"pervasive† enough to create a hostile work environment, courts look at: †¢ †¢ †¢ †¢ whether the discriminatory conduct has happened only once or many times; how bad the treatment is; whether it is physically threatening or humiliating; and w hether it unreasonably interferes with your ability to work. Occasional hurtful remarks by co-workers will not usually be severe enough for a successful ADA claim, unless the occasional treatment develops into a pattern of abusive treatment.Even if some co-workers refuse to talk or associate with a disabled individual, it may not be enough to support an ADA claim for harassment because courts recognize that employers cannot force employees to get along with each and every other employee. Juanita is deaf. Her co-workers ignore her and don’t try to learn any signs so she can talk to them on breaks or at lunch. It is a simple fact that in a workplace, some workers will not get along with each other. A court will usually not find â€Å"cold shouldering† enough for an ADA claim.However, in another example, Juanita’s co-workers tease her by moving their fingers at her as though they were using sign language. The co-workers pretend they are talking to her by making mou th movements just to confuse her. She is called â€Å"deaf and dumb† by people at work. Neither her co-workers or supervisor will write notes to her about important things she needs to know at work. Juanita may have a claim for disability harassment and failure to accommodate by writing notes. Generally, one instance of harassment will not amount to discriminatory changes in the â€Å"terms and conditions of employment. However, even a one-time event may be severe enough to create a hostile work environment. The standard a court uses to decide if conduct is unlawful is whether a reasonable person would find the action offensive. 5 Because of a disability, Alberto needs to use two crutches with wrist straps in order to walk. He works evening shifts as a telephone solicitor. Alberto usually sets his crutches beside his desk while he is working. One night, two co-workers decided to pull a prank on Alberto. They took his crutches nd hid them. They told the other workers what the y were up to, including the assistant manager, who was in charge of the night shift. Then they pulled the fire alarm. Alberto heard the fire alarm and looked for his crutches so that he could exit the building. His crutches were gone and he did not know the alarm was a prank. The other employees acted like they were leaving the building and exited the floor. They left him alone for 30 minutes. When he tried to crawl to the exit, they came back and laughed at him.Even though this only happened once, Alberto most likely has a claim for disability-related harassment because this conduct was so severe any reasonable person would find it offensive. Tangible Employment Action. The conditions of your employment will also change when the harassment results in an â€Å"employment action. † Harassment that results in a tangible employment action will be enough to show severe harassment. A â€Å"tangible employment action† means an important change in your employment status, not just a minor change.It usually causes you direct economic harm, and most of the time can only be caused by a supervisor or a person acting with the authority of the company. Examples of tangible employment actions may include: T firing; T failure to promote; T demotion; T a reassignment that you did not want; T a significant change in your benefits; T a decrease in your pay; T a negative change in your work assignment; T a dramatic increase in your workload; T reassignment to a position that reduces earning capacity; T reduction in hours; T refusal to grant reasonable leave requests.Javier has a severe type of diabetes. He needs to take insulin at certain times and sometimes needs to eat small snacks. He asked his supervisor for an accommodation of a 15 minute break every two hours. Shortly after the supervisor found out about Javier’s disability, she reassigned him to a different department. If Javier’s salary and benefits are the same, and the supervisor only reassig ned him because the other department already has 15 minute breaks every two hours, that probably would not be an ADA violation.However, if the supervisor told Javier that she was reassigning him because she was personally bothered by needles and did not want him taking shots in her department, that would be a tangible employment action and Javier would have a claim of disability-related harassment under the ADA. 6 The mere threat of an employment action is not enough to support an ADA claim. The harassment must be unwelcome. Jaime is deaf. He works at a department store in the shipping and receiving department. Jaime and his supervisor Erin have a professional relationship.On a frequent basis, Erin makes uninvited and offensive remarks about deaf people. Jaime has been subject to unwelcome harassment. Aheem is blind. He works at a restaurant as a cashier. Aheem and his co-worker Brian, who is overweight, are constantly making fun of each other’s conditions in a good natured w ay. One day while they are teasing each other, Brian makes a joke about blind people. Because of the nature of their relationship, Aheem has probably not been subject to unwelcome harassment.The harassment must be based on your disability, your association with a person with a disability or your request for an accommodation. The person who is harassing you must be doing it because of your disability or your need for an accommodation. It is not enough that they harass you because they do not like you or because they harass everyone. Maria is a person who has cerebral palsy. She works for a local fast food restaurant. The assistant manager is named Fred. Fred yells at Maria and the other employees frequently. Sometimes he curses.He says things like: â€Å"Hurry the ____ up! † and â€Å"What the ____ is taking you so long? † Even though most people would agree that Fred should not talk to the employees that way, unfortunately Maria will probably not have an ADA claim if t he evidence shows that Fred uses abusive language with many employees, not just Maria, and that he acts no more harshly toward Maria than he does to anyone else. This is probably not harassment that violates the ADA. However, if Fred only yells and curses at Maria and not at other employees, alls Maria offensive names like â€Å"Spaz† and â€Å"Retard†, and treats her differently than other employees, this may be harassment that violates the ADA. 7 C. The Rules About Employer Liability For Disability-Related Harassment 1. Introduction. Employers are generally responsible to provide a work place that is free of serious offenses and abuse that are based on a person’s disability. For example, employers should not permit a work place where a worker who is mentally retarded is called â€Å"retard,† is not allowed to eat with co-workers, or is subjected to co-workers’ offensive mimicking.Owners of a company, supervisors, managers, co-workers and third pa rties, such as customers, can speak or take action that creates a hostile work place. An employer is responsible for the workplace no matter who causes the hostile environment, but the courts understand that employers may not know about the harassment unless it is reported. Courts have created different rules about harassment, depending on who does the harassing. Below is a chart with examples. If the harasser is a(n): then the employer is liable for Unless the employer can show the harassment when that Owner, manager, stockholder, the harassment occurs.CEO, or president Supervisor the harassment occurs and results in a negative employment action. the harassment occurs and causes a hostile working environment Supervisor Co-worker the employer knew or should have known about the discrimination. the employer knew or should have known about the discrimination it took reasonable steps to prevent and to quickly stop harassing behavior and the employee unreasonably failed to take advantag e of the employer’s efforts to prevent or stop the harassing conduct or to avoid harm. t took immediate and appropriate corrective action. Non-employees (e. g. , customer, student, sales personnel) it took immediate and appropriate corrective action. 8 2. Owner Harassment Companies are made up of people. Some people, such as owners, CEOs, directors, and stockholders â€Å"are† the company. When people who are the company harass, the company is automatically liable for the harassment. Albert & Sons owns a restaurant that employs 40 part- and full-time employees. J. E. Albert, one of the owners, is also the restaurant manager.Lydia has worked as the Director of Catering for the restaurant for 8 years. However, she develops breast cancer and must have a mastectomy and chemotherapy. When she returns to work on a half-time basis, J. E. Albert makes numerous offensive remarks including â€Å"She’s not a real woman anymore† and speculates out loud whether  "can she satisfy her husband. † He leaves photos of well-endowed women on her desk and bulletin board. He does this frequently and over many months. It is not necessary that Lydia reported the harassment because the harasser is a co-owner. . Supervisor Harassment Because a supervisor is given direct authority over an employee, the employer is responsible under the ADA for harassment by that supervisor. An individual is an employee's supervisor if he or she: a) has the power to make or recommend employment decisions affecting the employee, and b) directs the employee’s daily work activities. Whether a harasser is a supervisor is determined by his or her job function, not his/her job title. Jim, an individual living with HIV, works in a â€Å"team† environment.His â€Å"team leader† has made several derogatory comments about Jim's illness and has even gone so far as to say that it is not worth making the effort to promote Jim. The team leader makes recommend ations regarding promotions. In this situation, the team leader is a supervisor. An employer is always liable for harassment by a supervisor if that harassment results in some sort of employment action (e. g. , firing, change in work assignment, reduction in pay or hours, etc. ) This is because an employer is responsible for the acts of its supervisors; and employers should be encouraged to prevent harassment.However, even if an employment action does not result from the harassment, an employer may be liable if the harassment creates a hostile work environment. The employer will be liable for a hostile work environment created by a supervisor unless the employer can show that: (1) it took reasonable steps to prevent and stop harassment, and (2) the employee unreasonably failed to use the employer’s steps to correct or prevent the harassment. 9 Bette supervises the nursing assistants at a nursing home. One day she sees Joe, a nursing assistant, take some medication with his lu nch.She asks him what type of medication he is taking, and he voluntarily tells her he is taking prescribed medicine to treat his bipolar condition. From that day on, Bette treats Joe badly. She calls him â€Å"crazy,† â€Å"looney,† and a â€Å"nutcase† in front of patients and staff. When things get busy at work, she asks if he is â€Å"going to crack under the pressure. † On breaks, she asks him if â€Å"he has ever had shock treatment† or â€Å"tried to off himself. † She also tells other workers she hopes he will just quit before he screws up.The nursing home is liable for Bette’s harassment unless the nursing home can show they had a complaint procedure and would have promptly stopped Bette’s harassment, but Joe unreasonably refused to complain. 4. Co-Worker Harassment An employer is liable for a co-worker’s harassing conduct if it knew or should have known of the co-worker's misconduct, unless it can show it took immediate and appropriate corrective action. Ingrid is deaf. Her co-workers often mimic her, force her to speak, and make derogatory comments about her deafness.Her work environment has become a hostile one. This situation has continued for approximately 6 months at the same level of â€Å"hostility†. Ingrid mentioned the problem several times to her shift supervisor. Ingrid's supervisor is aware of this situation and should have taken some sort of corrective action (possibly sensitivity training and discipline of offending employee), but it has not happened. Her employer is liable for the harassment by her co-workers because it has not taken any steps to correct the action. Sara is a sous chef at a restaurant.She took some medical leave for a hospitalization related to suicidal tendencies due to severe depression. When she returned to work, a small group of her co-workers had learned about the reason for her leave and began taunting her. One day, all the knives at her work s tation were hidden and a note was left that no one wanted her to hurt herself. Another instance involved a bottle of candy pills that were left spilled all over her purse. Sara reported it but the management did not investigate or take any steps to correct it. The employer is liable for the harassment. . Non-Employee Harassment An employer is liable for a non-employee’s harassing conduct if it knew or should have known of the non-employee’s misconduct, unless it can show it took immediate and appropriate corrective action. In most places of employment, there are other people who enter a workplace or are part of a workplace who are not employees. For example, a store, movie theater, restaurant or gallery will have patrons and customers. Also places of employment may have 10 independent contractors who work at the facility.For example, a hospital may employ nurses, nurses aides, medical clerks and therapists, but the doctors are independent contractors and not employees. To become responsible for the non-employee’s harassing conduct, the employer must know about it. This is because it is more difficult for an employer to be aware of all of the day-to-day events at a workplace, particularly when they involve non-employees. Jarod teaches 7th-8th graders language arts/history at a private school. The students come to believe that Jarod is gay and jump to the conclusion that he is HIV positive or has AIDS.The students spray paint offensive references to HIV in the men’s bathroom. The school did not repaint the wall for over a month and did not investigate the students believed to be involved. The school will likely be liable for the harassment caused by the students. D. Duty to Employees to Avoid or Limit Harm In general, an employee facing harassment from a supervisor (not an owner) has a duty of reasonable care. This means that as an employee, you must use all available means of prevention provided by the employer to avoid harm.Failure to do this could result in the employer escaping its legal liability or possibly being required to pay less money if there is a judgment against it. As an employee, you must be aware of the opportunities made available by your employer to employees (such as a grievance procedure) to report problems and use them if faced with workplace harassment. However, there are certain situations in which failure to use the procedures might be considered reasonable. For example, if the employee reasonably believes that: the employer does not have a complaint system that has been given out r made available to employees; Julie is a full-time cashier in a major department store. She is hard of hearing and requires the use of a hearing aid. After a month, Julie is periodically bothered by fellow employees, who poke fun at her and use her hearing impairment as a subject for their jokes and harassment. Julie wants to approach her supervisor about the situation, but is unaware of any avenues for her ha rassment complaint. As a new employee, she has not been made aware of any complaint system.There is nothing posted in the employee’s lounge or in the materials given to her by her employer. Julie’s employer has a duty to make all employees aware of the existence of a complaint system. In this instance, Julie’s failure to make a complaint would probably be reasonable. a risk of retaliation exists for those who use the complaint process; 11 Sophie is faced with harassment. She wants to file a complaint with her supervisor. However, the supervisor and the harasser are close friends. Sophie is concerned that her complaint will not be given the proper attention.The procedure does not offer any exceptions for making a complaint to someone other than a supervisor. She does not file a complaint, and the situation continues. In this case, Sophie may have acted reasonably by not filing a complaint. obstacles to complaints were present; James is autistic and cannot read or write. He works as a dishwasher. The cooks and other dishwashers make fun of him. He wants to complain and tells his supervisor about the problem. His supervisor tells him he will only accept a formal written complaint and does not offer to help him write his complaint.James has not failed to take reasonable steps. the process for complaints was ineffective. Shop-Mart has a written harassment policy that is available on-line. All new employees are provided training about the complaint procedures. Anyone can come to the training room to look at the policy on-line. Jerry wants to complain about customers who taunt him and treat him badly because he is an amputee, but his store manager has a well-deserved reputation for never checking into complaints and telling people to work it out for themselves.Also, several of Jerry’s co-workers were marked poorly on their evaluation for not getting along with others after they made a complaint of harassment. Jerry is probably acting reaso nably when he does not use these procedures. Generally, it is better to put your complaint in writing so that you can later prove that you did let your employer know about the harassment by a co-worker, supervisor, or non-employee. You should also send a copy of your complaint to the owner or director of the company.However, at times there may be other reasons you might be justified in not making a complaint. For advice, call the ADA Employment Advice Line or a private attorney. E. Employer’s Responsibility to Prevent/Stop Harassment An employer has a duty to act reasonably to prevent and correct any harassment. The most effective way of exercising this duty is through an effective complaint procedure provided to all the employees in the workplace.If written and used properly by the employee, the employer can, in some cases, discourage harassment before it takes place and, in other cases, address it immediately to limit the harm. To meet its duty, an employer should establish , publicize, and enforce anti-harassment policies and complaint procedures. It is the EEOC’s position that all policies should be clearly 12 understandable and accessible to all employees in the workplace. In addition, an employer should provide extra training focusing on harassment so that all employees will be made aware of these policies.The EEOC advises that an employer’s complaint procedure should: provide a clear explanation of conduct that is against the law; assure employees who make complaints of harassment or provide information related to such complaints that they will be protected against retaliation; describe a complaint process that provides accessible avenues to make a complaint; be flexible about the format of the complaint; assure that the employer will protect the confidentiality of harassment complaints to the extent possible; make accommodations in the complaint process as needed for people with disabilities (e. . , large print policy for visually i mpaired employee; an interpreter to interview an employee who is deaf and complaining about harassment; provide a prompt, thorough, and impartial investigation; and assure that the employer will take immediate and appropriate corrective action when it determines that harassment has occurred. The policy should focus on the prevention of harassment. An effective policy of antiharassment provides employees with protection so that they may avoid potential harassment before it happens.The complaint procedure should also encourage employees to report instances of harassment. It should be set up to prevent employees from being intimidated by reporting these incidents. One effective method to avoid intimidation is to have employees report complaints to other employees who are outside of the direct line of command. An employee will be more willing to report harassment if he/she does not have to go through a â€Å"higher-up† who was directly involved in the incident.The policy should a lso contain information on important dates and deadlines for filing a complaint with the EEOC. Even if your employer does not have a harassment policy, you should report harassment by a co-worker, supervisor or third party to your employer. F. Steps to Take If Your Employer Does Not Take Appropriate Action Practical Tips to Help You Deal with Harassment check any materials you were given as an employee or that are available to all employees (e. g. , internet site) to see if there is a procedure for reporting discrimination and harassment to your employer; 13 f there is no procedure for reporting complaints, see if there is a procedure for reporting any problems and use it; keep a journal of what has been done to you, by whom, when, how often, where and how this affected your ability to do your job; be specific about the harassment that occurred; even if you are not sure whether the misconduct is offensive enough to be unlawful ADA harassment, you can still report it. It gives your e mployer a chance to stop offensive conduct before it becomes unlawful. alk with a trustworthy friend or a hotline for support†¦problems at work can be hard to live through, and sometimes it can seem like you're imagining things; if you are not afraid of the harasser, talk to the offender and tell them the behavior is offensive and keep notes of this conversation (and date them); talk to your supervisor or another person in authority and tell them what's happening; put your complaint in writing; use the ‘legal' words defined and explained in this guide so your employer will have a clear idea of what you are requesting; and send a copy of the complaint to the management or owner of the company.Keep in mind that in most cases of harassment (except by owner, CEO, director, etc. ), the employer is not liable unless he/she knew or should have known about the harassment. This means that in general it is a good idea for employees to report the harassment to the company. If there is a complaint procedure for reporting harassment, you should use the procedure to notify the company. Get Legal AdviceOne way to get brief legal advice is to call the Arizona Center for Disability Law at 1800-927-2260 (toll-free statewide) or at (602) 274-6287 in the Phoenix area, to an experienced advocate or attorney who can provide you with information about the protections of the ADA. If you want more information, you may request copies of the Center’s self-advocacy guides about the employment protections of the ADA and sign up for a free legal training in Tucson or Phoenix. Information about the guides and training is available at www. zdisabilitylaw. org. The Center can also provide you with lists of attorneys who practice employment law in Tucson and Phoenix. File a Charge of Discrimination You can also file a charge of discrimination with the U. S. Equal Employment Opportunity Commission (EEOC). â€Å"Charges† are complaints of discrimination. You can do it im mediately or wait until you have first complained to your employer. The EEOC will investigate your charge and determine whether there is reasonable cause to believe 14 discrimination has occurred.It will then issue a right to sue letter in all cases (except for the few selected cases in which it will file a lawsuit). In Arizona, the Civil Rights Division of the Arizona Attorney General's Office (ACRD) will also take your charge. You do not have to pay to file a charge with these offices. You can call (800) 669-4800 (voice) or (800) 669-4820 (TTY) for the EEOC or (520) 628-6500 for the ACRD in Southern Arizona. You must file a charge with the EEOC or the ACRD to be allowed to bring a lawsuit for employment discrimination based on disability.You have 180 days to file a charge under state law and up to 300 days to file under federal law. For more complete information about filing a charge, please see the Center's guide â€Å"How to Enforce Employment Rights under the Americans with Di sabilities Act. † Before you go to the EEOC or ACRD, please read the guide. G. Introduction to the Americans with Disabilities (ADA) and this Guide 1. What Does the ADA Cover? On July 26, 1990, the ADA was passed by Congress. The ADA provides major civil rights protection to individuals with disabilities.The intent of this federal law is to reduce barriers to persons with disabilities and provide equal opportunity in employment, public accommodations, public services, transportation, and telecommunications. The various titles of the ADA affect many aspects of the lives of people with disabilities. †¢ Title I makes it unlawful to discriminate against qualified people with disabilities in employment. †¢ Title II makes it unlawful for state and local governments and their agencies to discriminate in programs and services, including public transportation. Title III prohibits discrimination in access and enjoyment of public accommodation and commercial facilities, such as hotels, motels, restaurants, professional offices, doctor’s offices, lawyer’s offices, convention centers, stores, banks, museums, parks, schools, and recreation facilities. Title IV requires accessibility of telecommunication services to hearing impaired persons and other individuals with disabilities. Title V provides for recovery of legal fees and establishes a mechanism for technical assistance.Additionally, Title V includes a provision prohibiting either (a) coercing or threatening or (b) retaliating against the disabled or those attempting to aid people with disabilities in asserting their rights under the ADA. †¢ †¢ 15 2. How Does the Arizona Center for Disability Law Assist People with Disabilities? If you believe you have been discriminated against on the basis of a disability in employment or access to public services, public accommodations, public transportation or telecommunication services, staff at the Arizona Center for Disability Law can prov ide you with information about the ADA and enforcing your rights under the ADA.The Arizona Center for Disability Law is a non-profit, public interest law firm providing fee advocacy, information and referral services, legal research, community legal education, and, in selected cases, legal representation to individuals with disabilities and advocacy organizations throughout Arizona. The Center is the designated protection and advocacy (P&A) system providing services for Arizonans with a wide range of physical and mental disabilities. Assistance is provided for disability-related issues in established priority areas. Information about the eligibility requirements and priorities are available from the Center upon request.Assistance is provided according to program eligibility requirements, priorities and staff availability. This Guide is Not a Substitute for Legal Advice! The Arizona Center for Disability Law recommends that persons obtain professional legal advice to resolve a legal dispute regarding discrimination on the basis of a disability. This guide is not a substitute for legal advice. This guide is meant to provide people with disabilities with information and examples about employment protections under the ADA. The information in this guide is based in part on court cases interpreting the ADA.Courts in the various parts of the country interpret the ADA differently. Not all of this information may be true for people living outside of Arizona. 3. Why Does the ADA Include Employment Protections? Oftentimes, people with disabilities do not have an equal opportunity to work or advance in their employment. People with disabilities are often restricted in employment opportunities by many different kinds of barriers. Some face physical barriers that either make it difficult or impossible to get into and around a workplace or to use work equipment at the site.Some are excluded because they communicate differently than their co-workers. Still others are excluded because of rigid work schedules which do not permit flexibility for people with special needs because of a disability. In other cases, people are not denied opportunities because of actual barriers, but because of prejudice. These are the barriers in other people's minds: fears, stereotypes, presumptions and misconceptions about job performance, safety, absenteeism, costs or lack of acceptance by coworkers and customers. 16Congress enacted the ADA to eliminate these barriers to equal opportunity in employment. The ADA makes it unlawful for an employer covered by the law to discriminate against applicants and employees with disabilities. The United States Equal Employment Opportunity Commission (EEOC) is responsible for enforcing this law. People with disabilities also have the right to bring private lawsuits against employers who discriminate against them if they first file a charge of discrimination with the EEOC within the time limits set out by the ADA.See the Center's guide, Ho w to Enforce Your Employment Rights Under the ADA, for more information about how to file a charge. However, the U. S. Supreme Court recently ruled that private individuals may not sue state employers for money damages under the ADA. Individuals may still file charges of discrimination with the EEOC against their state employer for other relief, such as court orders to stop discrimination. The U. S. Government can still file lawsuits against states for violating the ADA.The list of guides available through the Center about employment rights under the ADA include: O An Overview of the Employment Protections of the Americans with Disabilities Act (ADA) The ADA and the Job Applicant The ADA and Reasonable Accommodations The ADA and Drug Testing How to Enforce Employment Rights Under the ADA The ADA and Medical Examinations The ADA and Confidentiality of Medical Information Taking Action–How to File a Charge When You’ve Been Treated Unfairly by an Employee Because You Have a Disability How to Ask Your Employer for an Accommodation That You Need Have you been Treated Unfairly at Work?O O O O O O O O O 4. When Do the ADA Employment Protections Apply? The ADA does not cover every employment situation between an applicant and an employer or an employee and an employer. For the ADA to apply to an employment arrangement, each of the following has to be true: †¢ the employer is covered by the ADA; †¢ the employee or applicant has a disability according to the ADA; †¢ the employee or applicant is qualified to perform the job; and †¢ the employer discriminates against an applicant or employee on the basis of disability. 17For more information about each of these requirements, see the guide, An Overview of the Employment Protections of the ADA. 5. What Employers are Covered by the ADA? The ADA applies to private employers with 15 or more employees. †¢ Includes employment agencies and labor unions. †¢ Includes a location or facilit y of a business with less than 15 employees whose total number of employees for the company in all locations and facilities combined equal 15 or more. Other laws may apply to persons with disabilities who are employed by smaller businesses.For more information, contact the Arizona Center for Disability Law or a private attorney. †¢ The ADA applies to state and local governments. Includes all state and local governmental agencies, departments and entities regardless of their size or number of employees. Although the ADA applies to state employers, the U. S. Supreme Court recently ruled that employees (and applicants) can not sue state employers in court for money damages. Individuals can still file charges of discrimination with the EEOC against their state employer. Individuals can still sue to require state employers to take action or stop discriminatory action.The U. S. Government can still file lawsuits against state employers under the ADA. Examples of state and local emplo yers include: public schools, public universities, police and fire departments, public libraries, museums, public parks and recreation facilities, and social welfare offices. The ADA does NOT apply to the federal government. The ADA does apply to employees of the U. S. Senate. However, generally if a person with a disability works or applies for a job with the federal government, a federal agency, or a fully owned U. S. Government corporation, then the ADA does not apply.However, the Rehabilitation Act of 1973 is another anti-discrimination law that offers employment protections. For more information about that law, contact the Arizona Center for Disability Law or an EEO officer of the federal agency where you work or a private attorney. Title I (Employment) of the ADA does NOT apply to Indian Tribes. Tribes may have their own affirmative action or anti-discrimination laws which may address discrimination on the basis of disability. Some tribes have adopted tribal laws or entered in to agreements to abide by federal discrimination laws similar to the ADA. 18 †¢

Meta-analysis

Meta-analysis was designed as a method of reducing the threats to validity that often arise as a result of small sample sizes. When sample sizes used for a particular experiment are too small, it becomes possible for errors to enter the data and cause it to become skewed or biased. Meta-analysis involves the survey and investigation of data from a number of related studies. Such analysis is usually advantageous in its ability to produce more accurate data. One of the problems that arise when conducting a review of studies comes from the methods chosen to analyze data. The usual methods of integrating research that has been previously done often prove unable to cope with the growing amounts of research with which some researchers have to deal. Meta-analysis helps eliminate this problem. It also delves into the quality of the research being evaluated, in order to reduce the problem of citing research without proper examination of the conclusions and the methods used to reach these. It also prescribes methods for researchers to weigh adequately all the evidence whether it is for or against their own preconceived ideas or preferences, thereby reducing the bias of research. Problems with internal validity arise as a result of such practices as non-randomization, small sample size, discontinuation of the studies by participants (drop-out), the occurrence of significant historical events during a study, lack of control groups, and the problem of extreme results versus the regression effect toward the mean (Losh, 2002). In order to improve the internal validity of research, meta-analysis covers a wide array of studies that serve to combat each of these problems in the following ways. Because meta-analysis deals with a large number of individual studies, problems regarding small sample size can be diminished as the number of participants within the study now becomes the aggregate of all those who participated in the individual studies. As a result, meta-analyses â€Å"have more power to detect small but clinically significant effects† (Davies & Crombie, n.d.). Biases in the data that arise from non-randomization and problems with lack of control groups can also be diminished because of the practices of meta-analysis experts in choosing carefully which studies to include in their research. When conducting this type of research, it becomes crucial to choose primary research that is â€Å"a complete, unbiased collection of original, high-quality studies that examine the same [†¦] question† (Davies & Crombie, n.d.). Researchers who adhere to this practice scrutinize the methodologies of the different studies and remove those that contain major contr ol and randomization flaws. The large number of studies used in meta-analysis also combats the problems or biases that may arise from such phenomena as regression toward the mean. When studies are done (or tests taken) it is often the case that a small percentage of participants score exceptionally high or low. It is often the case, too, that when/if retakes of these studies are done, these same exceptional scorers either increase or decrease their scores, taking them closer to the mean. With a large body of studies taken in meta-analysis, the effects of these exceptions and regressions can evened out, so that the study gives a more accurate and statistically valid picture of the problem/issue being examined. As external validity is related to the ability to generalize results across populations, though similar studies must be chosen for meta-analyses, the researcher may be careful to include ones that contain a wide variety of subject types. This will reduce the effects of population sensitization (familiarity with the processes of the test) as well as the likelihood of certain subject types to be (artificially) more inclined to one outcome or another based on the demographic of that particular group. The more inclusive the criteria for the participants, the more widely generalizable will the meta-analytic study become (Davies & Crombie, n.d.). References Davies, H.T.O. & I. K. Crombie. (n.d.). â€Å"What is meta-analysis?† Evidence-based Medicine.   Ã‚  Ã‚  Ã‚   Howard Medical Communications. 1(8). Losh, S. C. (2002). â€Å"Quasi-experiments, internal validity, and experiments II.† Methods of   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Educational Research.   Florida State University. Retrieved on January 29, 2007 from http://edf5481-01.fa02.fsu.edu/Guide4.html   

Is College Worth the Time and Money Essay Example

Is College Worth the Time and Money Essay Example Is College Worth the Time and Money Essay Is College Worth the Time and Money Essay Is College Worth the Time and Money? Steve Jobs, the founder of Apple, has been widely recognized for his talent in creating a company that totally revolutionized the computer hardware industry. There is no doubt that he is a very successful person and his net worth confirms this. Mark Zuckerberg, who designed and created the innovative social network Facebook, is another example of vision and talent coupled with effort that translated into success. What do these men have in common? They are brilliant, worth billions of dollars and they both dropped out of college. Even though these men did not complete their college education, they still achieved success. We love success stories. We love that in America we can start with nothing but an idea, out of the garage, and become one of the richest people in the world. These Cinderella stories however are not the rule but the exception, each is one out of a million, perhaps millions. These are they that the media likes to highlight because they are the rags-to-riches exception to the rule. There are young minds now conceiving of ideas that will make them successful beyond their dreams and we should encourage their development. However, the reality is that there are many times more young minds that need the education that our colleges and universities can provide. Most CEOs of fortune 500 companies may never have attained that kind of success without the education behind them. They possibly wouldn’t even have been given the chance without a college degree. Of the CEOs from the top 100 of the fortune 500 list, 95 have at least an undergraduate degree with nearly half earning an advanced degree. While many are very successful without a college degree, what are the consequences of getting or not getting a degree on potential income? Many people go to college, get into debt, work hard, and sacrifice other opportunities, but don’t end up getting the jobs they were hoping for after graduation. Earning a college degree does not guarantee a job. What are the consequences then of going to college and getting a degree? Why do people get into debt for something that does not give financial security? Is there something else that is beneficial to obtaining a college education? According to the Bureau of Labor Statistics the unemployment rate decreases on average as education increases. Additionally, earnings are also roportional to the level of education. The structural unemployment is not the entire problem that we see in our economy. Frictional unemployment accounts for a big part of the entire unemployment picture and that is because of voluntary decisions to work based on each person’s valuation of his own work and personal preferences. All things being equal, someone with a degree is more likely to be h ired than an individual who is without a degree. But even those with a four-year education couldn’t use their diplomas to ward off unemployment in the recent economic downturn. In fact, it was the educated financial and business industry that lost their jobs first. According to the most recent statistics from Bureau of Labor Statistics, however, college graduates have a lower rate of unemployment than those without a degree, with a rate of 4. 3 percent compared to 9. 5 percent for high school graduates and 13. 9 percent for those with less than a high school education (Farrell par. 8). With nearly 14 million unemployed workers in America, the Economist reports that many have gotten so desperate that they are willing to work for free. Even though this has many legal and economical implications, this clearly shows that the weak labour market favours those who are willing to work for free and it benefits the workers because they can maintain and improve their skills while networking with potential long-term employers. Of course a bachelor’s degree is not the golden ticket to a lifestyle of the rich and famous, but according to the Pathways to Prosperity Project at Harvard Graduate School of Education, â€Å"In 1973, a high school diploma was the passport to the American Dream†¦72% of the workforce of 91 million had no more than a high school degree. The study goes on to say that today’s reality is much different in that â€Å"workers with a high school education or less now make up just 41% of the workforce. † Today’s reality is much different when it comes to college as getting that education is becoming increasingly more expensive. Money is a factor, but what can someone hope to g ain outside of the classroom that can help the student in the future? The chance to meet and interact with a large variety of people is sometimes only found in a college environment. Many lifelong friendships are formed during one’s college career and the importance of networking for future opportunities cannot be overstated. Exposure to interpersonal relationships and learning how to work with others in a professional environment is very important. A college degree can say to a potential employer that you can commit to something until it is completed and that you have learned to work well and get along with others. Moreover, most four year degrees require proficiency in basic computer skills. I can’t tell you how many times over the years I have wanted to create colorful and eye-catching documents or complete a spreadsheet for   business and didn’t have the necessary time to go through the learning curve of teaching myself how to perform these basic skills. Students also have access to the college or university career center that can greatly assist students to prepare and to be aware of job possibilities. Many companies go straight to colleges and universities looking for employees. How would one who isn’t in school even know about jobs that are posted at colleges? Many job opportunities are not typically posted in the local newspaper, but instead companies will go straight to colleges and universities looking for individuals with the education to fill those positions. Furthermore, those that complete a four year college degree are more secure in their occupation as well as the income it provides. Those that enter the workforce with a Bachelors degree are more likely to keep their job even in times of economic downturn. In 2008 the unemployment rate was recorded at 2. 8 percent for those that completed a four year degree while those with only a high school diploma were recorded at 5. percent, two times greater (Hammond freebooks. uvu. edu). Moreover, those that didn’t finish high school are almost four times more likely to be laid off. This data was collected prior to the recession and the large increase in unemployment. Even with the recession those that had a degree only had an unemployment rate of 4. 6 and 4. 7 percent for 2009 and 20 10 respectively (Bureau of Labor Statistics). In the same two years, those that only graduated from high school reached an unemployment rate of 9. 7 and 10. 3 percent. This in itself is reason to not only attend but complete a degree (Bureau of Labor Statistics). As a college graduate there is more than just security in the workforce but security in your income, even in times of recession. Results show that in 2008 those that completed a degree received a monthly average income of about $3,900 as compared to just over $1,000 for high school graduates (Hammond freebooks. uvu. edu) . In 2009-10, during times of recession and then recovery, where the market was at its worst for offering laborers adequate income, college graduates received on average about $4,500 monthly while high school graduates brought in only $2,500 (Bureau of Labor Statistics). Earning a college degree takes at least four years and costs thousands of dollars. It also takes a lot of time and money when it is possible to be earning a living without one. While this is true, it is also true that there’s still value in higher education. According to Chris Farrell from Bloomberg Businessweek, â€Å"the median earning of a college graduate with a BA working full-time in 2008 was $55,700. † Even those with an Associate Degree earned $42,000 compared to $33,800 for workers with just a high-school diploma, and $24,300 for those without a high school education. The statistics show that college graduates earn more money, but it takes money to get a degree in the first place. Students and their families look at the price tag of education, an average of $15,213 at a public institution and $35,600 for private, and decide that the cost is too much (Strauss par. 3-4). When choosing to go to college or start out in the work force, it makes more sense to begin making money rather than go into debt. However, researchers at Georgetown University Center on Education estimate that the share of jobs requiring a postsecondary degree is 59 percent, and will rise to 63 percent in the next decade. The Public Policy Institute of California predicted that â€Å"the supply of college-educated workers won’t meet projected demand and that by 2025, â€Å"41 percent of workers in the state will need a bachelor’s degree† in the state of California. According to the predicted trends, it would be worthwhile for students to go to college. More and more workers with a college degree will be required in the work force, and if students regard an education as an investment, they will be prepared for the future. There are valid arguments for and against receiving a college education. The idea of so much time and money spent on a degree that may not result in a job is disheartening. But in a changing world where everything is uncertain, researchers and experts agree that it is better to have a degree than not. It’s harder to be successful today than in the past without a college education, and when considering the trends and what it means for the future, it makes sense to invest in yourself through education. Every parent should encourage their child to go to college and work hard for a degree, even though it means sacrificing time and money. Even parents who did not complete their college education and had lucrative careers have the responsibility to encourage their children to receive an education. Although a degree is not a guarantee against unemployment, it does provide a safety net and improves the chances of finding and keeping a job, even in rough economic periods. Right now, going to college seems like a daunting task, but down the road, children will thank their parents for encouraging them and for making the necessary sacrifices to enable them to earn their degree. Billitteri, Thomas J. The Value of a College Education. CQ Researcher 20 Nov. 2009: 981-1004. Web. 26 Mar. 2011. Bureau of Labor Statistics. â€Å"Usual Weekly Earnings of Wage and Salary Workers Fourth Quarter 2010. † News Release, 20 Jan. 2011. Web. 29 Mar. 2011. bls. gov/news. release/pdf/wkyeng. pdf Burnsed, Brian. â€Å"Where CEOs at America’s Largest Companies Went to College. † US News 15 Nov. 2010. Web. 29 Mar. 2011. Co wen, Tyler. â€Å"Jobs don’t pay what they used to. † The Economist. 28 Mar. 2011. Web. 28 Mar. 2011. Farrell, Chris. â€Å"A College Degree Is Still Worth It. Bloomberg Businessweek. 25 Mar. 2011. Web. 26 Mar. 2011. Hammond, Ron J. â€Å"What is the Relationship Between Education and Money. † Intro to Sociology, 2009. Web. 29 Mar. 2011. http://freebooks. uvu. edu/SOC1010/index. php/ch14-education. html. Strauss, Valerie. â€Å"Costs of Public vs. Private College. † Washington Post. 12 Jan. 2010. Web. 24 Mar. 2011. Symonds, William C. , Schwartz, Robert B. , Ferguson, Ronald. â€Å"Pathways to Prosperity: Meeting the Challenge of Preparing Young Americans for the 21st Century. † Harvard Graduate School of Education. Feb. 2011.

Construction Safety and Accidents in Latino Community

Construction Safety and Accidents in Latino Community Introduction Workplace safety has been an issue of regular discourse, especially in the building and construction industry, which normally entails several precarious engagements (Roelofs, Martinez, Brunette, Azaroff, 2011). American immigrants have persistently been complaining about social prejudice and workplace discrimination, with majority of them working in a more risk environment than the Native Americans do.Advertising We will write a custom research paper sample on Construction Safety and Accidents in Latino Community specifically for you for only $16.05 $11/page Learn More Similar to several other minority groups in the United States, Latino men have continued to engage in the construction industry as a construction workforce. According to Roelofs et al. (2011), research in the construction industry of the United States reveals that â€Å"Hispanic workers have higher rates of injury and death on construction worksites than workers of other ethnici ties† (p. 1). Based on the investigations of their research, Latino workers in the construction industry experience the most excellent rates of workplace-related injuries. Roelofs et al. (2011) state that approximately 3.7 incidents of these fatal injuries per 100,000 full-time workers are associated with the Latino workers, which is very high in the construction industry. Investigations into the rising workplace injuries among the Latino male constructors have unveiled several underlying factors that contribute to disparities in injuries between the Latino workers and non-Latino workers. Roelofs et al. (2011) assert that cultural disparities, language barriers, and Latino traditional values, contribute to construction workplace discrimination that further forces Latino men to engage in risky occupations in the United States. Pertaining to language barriers, Latinos frequently speak Spanish that creates language bias, as most of the top constructors are Native Americans who co mmunicate in fluent English (Roelofs et al., 2011). The construction workplace discrimination emerges because employers perceive Latino constructors as ‘hard’ and committed workers, and therefore, assign them dangerous and risky tasks to the working and job commitment, which predispose them to accidents. Additionally, Latino male constructors come from the minority groups with limited political and economic resources; hence, compelling them to perform dangerous and risky tasks in the construction industry as a means of survival (Roelofs et al., 2011). The economic instability of the Latino, coupled with limited political supremacy, influence their engagement in risky undertakings. Problem Statement Occupational health and safety in the United States is an issue that continues to attract workplace discourse, with employee safety continuing to be a controversial matter. According to Roelofs et al. (2011), construction workplace discrimination among the minority groups in the United States is still widespread notwithstanding the prevailing policies and regulations that prohibit such practices.Advertising Looking for research paper on engineering? Let's see if we can help you! Get your first paper with 15% OFF Learn More Construction workplace discrimination occurs because employers perceive Latino male constructors as ‘hard workers’ and assign them dangerous and risk duties in the construction industry. In recent research on the American construction industry, Roelofs et al. (2011) reveal that approximately 3.7 incidents of workplace fatal injuries per 100,000 fulltime constructors happen among the Latinos, when compared to 3.4 incidents and3.0 incidents that happen among White workers and Black American workers respectively. Moreover, medical records of the Latino men reveal that 30% of the medical conditions experienced by these men result from work-related injuries (Roelofs et al., 2011). While the American reg ulations forbid workplace discrimination and seek to promote socioeconomic justice, the case of Latino men constructors violates these regulations. Hence, to understand the underlying issues, it is essential to explore the issue of construction safety and accidents among male workers in the Latino community. Rationale for the Research Workplace safety and occupational health among organizations are universal concerns that continue to elicit incessant reactions from the public and workplaces. However, it is essential to understand that these issues are diverse and occur in different ways across the globe. Given the rising cases of workplace discrimination among Latino men, which puts them in the desperate situation by engaging in risky construction employment, there is need to explore this problem. Compared to other ethnic groups, occupational death rates among Latino constructors continue to augment, with labor authorities and their policies continuing to prove ineffective. Workplac e injuries and fatalities among Latino male constructors adversely affect the socioeconomic status of their relatives and families. This paper intends to examine the problem of construction safety and accidents among males in the Latino community, preferably from the perspective of those individuals working in the construction industry. In addition, it explores the prevailing status of the problem, examines predisposing factors that contribute to the reducing workplace safety among Latino male constructors, and provides possible remedies. Statement of the Research Objectives As the issue of construction safety and accidents among Latino men continue to raise concerns, this paper will use the following research objectives to inspect the problem comprehensively and expansively. The study seeks to: Examine the prevailing status of construction safety and accidents among male workers in the Latino community, especially in the construction industry. Investigate the underlying facts rega rding the notion that male constructors from Latino community are at greater risk for workplace accidents than other ethnicities. Explore the major assumptions about the predisposing factors that reduce workplace safety of Latino male constructors. Provide recommendations on how to improve the working conditions of the Latino male constructors as possible remedies to their workplace issues. Hypotheses of the study In examining the identified research problem, the study will assume the following hypotheses.Advertising We will write a custom research paper sample on Construction Safety and Accidents in Latino Community specifically for you for only $16.05 $11/page Learn More Safety issues and workplace-related accidents are common among Latino male constructors. Latino male constructors are more susceptible to construction accidents than non-Latino male constructors are. Major factors that predispose Latino male constructors to accidents include incompetent skills, poor education, traditional values, language barriers, and economic instability. Latino male constructors should embrace education, acquire safety skills, adopt English, and shun their traditional values. Definition of Terms Latino community Is an immigrant community that resides in the United States, which is considered as a minority ethnic group because it has limited political, social, and economic powers that compel them to perform risky jobs. Construction industry- It refers to a social economic sector that deals with construction, modification, and repair of houses, commercial buildings, roads, estate development, and other infrastructure. Construction safety – It is a condition of being free from any risks, hazards, accidents, and fatalities within the construction environment. Construction accidents – refers to unintentional events that cause injuries among workers during construction. Construction workplace discrimination – employers perceive Latino men as ‘hard workers’, and thus discriminate against them by assigning risky and dangerous tasks to them. Summary Workplace safety of employees in America is a critical issue that calls for immediate attention as people continue to incur injuries, while some accidents are resulting in serious fatalities. Although workplace discrimination remains an illegal practice in the workplace, the rising cases of injuries among Latino men working in the construction industry contrast the national public interest. The purpose of this study is to examine the issue of construction safety and accidents among Latino male constructors. To examine the problem objectively, the study wants to provide a deeper understanding of the prevailing situation of workplace safely among Latino male constructors.Advertising Looking for research paper on engineering? Let's see if we can help you! Get your first paper with 15% OFF Learn More The study also explores the conceptions that Latino men are at a higher risk for workplace injuries than other ethnic groups. Moreover, the paper will also investigate the predisposing factors that reduce safety of Latino male constructors and provide recommendations that would act as remedies to the problems experienced by Latino male constructors. Reference Roelofs, C., Martinez, L., Brunette, M., Azaroff, L. (2011). A qualitative investigation of Hispanic construction worker perspectives on factors impacting worksite safety and risk. Environmental Health, 10(84), 1-9.

Treating De Quervains Syndrome at Home

Treating De Quervains Syndrome at Home It is important to note that treating De Quervains syndrome, also known as gamers thumb, at home or without the direction of a doctor is possible, however, severe or chronic De Quervains syndrome should be evaluated by a qualified healthcare provider since, if left untreated, De Quervains syndrome can result in permanent injury and a loss of your range of motion and grip strength. Treating De Quervains syndrome should begin when symptoms first appear and continue as long as the symptoms persist or the cause is still relevant. Treatment should be done leading up towards a doctors appointment or during your data gathering activities while trying to determine the cause of your De Quervains syndrome. Treatments and their effectiveness should be noted within this data. The first step in treating De Quervains syndrome at home is taking care of your general health. Chronic inflammation affects a lot of people and can contribute to or hamper your recovery from most repetitive stress injuries, including De Quervains syndrome. General Health To make your De Quervains syndrome treatments the as effective as they can be you should be in good health and at a healthy body weight. Being overweight contributes to chronic inflammation and affects your circulation as well. And without good circulation, your body cant repair itself effectively. So maintaining a good circulatory system through cardiovascular exercise helps. Hydration Staying hydrated is important as well. A good rule of thumb to stay hydrated is to take your weight in pounds, slide the decimal to the left so you lose the ones column, and drink that many ounces of water. If you weigh 250 pounds then you should drink at least 25 ounces of water a day. Rest The best way to treat your De Quervains syndrome at home is to identify what activities are causing the repetitive stress and avoid doing them while allowing your wrist and thumb ample time to rest and heal. Being able to take a couple weeks off and not use your hand for much is almost always impossible. So at least try to reduce the length of time, the number of repetitions or strength required to perform the tasks causing the repetitive stress. If at all possible avoid repetitive motions of any type with the hand and wrist. Ice One of the most effective treatments for any inflammation, like De Quervains syndrome, is using ice. Ice reduces swelling and relieves pain. Use an ice pack regularly to reduce your inflammation following a 15 minute on - 15 minute off pattern. A cool pack, one that isnt as cold as frozen ice, can be kept on longer. Follow the manufacturers recommendation on these items. Over the Counter Medication The inflammation associated with De Quervains syndrome can be reduced with the use of over the counter anti-inflammatory medication such as ibuprofen or acetaminophen. They are also effective at managing pain. Liniments and pain relieving balms can help temporarily relieve your pain, but often do not reduce the inflammation. Whether you use a pill or a topical pain reliever it is important to remember that they are simply masking your pain. The problem is still there and if you continue to stress the area while the pain is masked you can further injure yourself. Stabilization/Immobilization When treating De Quervains syndrome at home you may want to consider wearing a splint to immobilize the wrist and thumb that is being afflicted. A splint will completely immobilize your thumb and/or wrist allowing it to heal without further stressing the area. If complete immobilization is not practical then stabilization may help. To stabilize the wrist and thumb for De Quervains syndrome a brace or compression wrap is used to support the wrist and thumb, especially when gripping. This provides more support to the area reducing some of the stress and range of motion you would normally receive. But it does not impede you from all repetitive stress or further injuring yourself. Exercise Physical therapy is a vital part of treating and recovering from De Quervains syndrome. A doctor or physical therapist can provide you with an exercise regiment to help your particular condition and instruct you in the proper execution of those exercises. A couple of easy stretches can be performed on your own, however. These stretches should only be done a couple of times a day and you should not experience any pain when doing them. If they are hurting it may be time to see a doctor for your De Quervains syndrome. Stretching the muscle between the thumb and the palm is a good exercise. The inflammation and irritation of the tendons in De Quervains syndrome often destabilize the base of the thumb. It becomes weak and difficult to properly use. You can help relieve the stress at the base thumb joint by stretching and massaging the muscles and tissues that hold it in place. To perform this stretch grab your afflicted thumb with your other hand and pull the thumb away from your palm. Hold the stretch for ten to fifteen seconds and then release. Let the sensation die down completely before stretching again. Perform this stretch with the hands below the level of your heart for better circulation during the stretch. Massaging the web of muscle and tissue between the thumb and palm is beneficial as well. Next stretch the tendons that control the thumb and pass through the wrist, the ones causing the problem. Hold your hand in a relaxed fist and flex your wrist downward much like in Finkelsteins test. Dont flex your wrist to the point of pain, however. Just give it a relaxing stretch for ten to fifteen seconds and then release. These stretches should be done once or twice a day and no more. The area has very small muscles that can easily be overworked. If you strain those muscles and your thumb starts hurting give it a day or two before you begin stretching again. The stretching will have a cumulative relaxing effect on your De Quervains syndrome over the course of a couple of weeks. It is important to note that you should not stretch any part of your body when it is cold. So do not stretch your thumb after icing it or when under the effects of a pain reliever since it is easy to overstretch things in those cases.

Contract Law Problem Question Essay Example | Topics and Well Written Essays - 1750 words

Contract Law Problem Question - Essay Example In this respect, clients can pay in full or incur partial payment processes to obtain the same products1. From this perspective, the willing buyer-seller technique relies on participant’s ability to come to an agreement on which method to apprehend a decision. When a debtor makes partial payment to a creditor, who has the right to end the agreement? In an event that both decide to settle before completion of the contract, who takes responsibility? The belief that the law binds a promisor to his promises raises many questions on the boundary of such aptitudes. Agreements are very important; nevertheless, the main question remains how to address disputes in contracts2. According to promissory estoppel, any creditor who formally or informally notifies a debtor of forgiving a commitment has no right to claim the same. In the case of Orlando and Kate, the latter chose a system of payment for buying a car worth $2500 by compensating in double instalments of $1250. Certainly, this pegged to her income that could not allow her pay a lump some for the same product. The mutual agreement between the two; however, did not materialize after Kate lost her job hence failing to pay for the second instalment. Worried about making losses, Orlando settled o n an additional $625 and a bottle of wine as a token of appreciation from Kate. Notably, this marked the end of their agreement of the sale and hence termination of the contract. Nonetheless, Orlando after hearing of Kate’s luck in finding another job intends to seek for the additional fee. Notably, Kate has no obligation to pay the remaining amount considering that Orlando agreed to new terms. The Law of promissory estoppel guards Kate against Orlando’s idea to demand more money. On the other hand, the doctrine of part payment debt assumes that partial payment of a debt does not hinder the creditor from fully enforcing the intention to settle. From this

The Concepts of Advertising and Public Relations Essay

The Concepts of Advertising and Public Relations - Essay Example The targeted public is not necessarily part of any given consumer base. However, the practice of influence, encouragement, or influence still plays a fundamental role as far as public relations are concerned. In essence, public relations work towards effective and efficient management of the underlying communication between an organization and its targeted publics (Wilcox, Glen, Philip, & Warren, 2003). In light of the above definitions, advertising and public relations are essentially intertwined, but they still have their operational differences in actual practice. Advertising, which makes use of marketing communication, strives to influence consumer behaviour and perceptions towards given products and/or services (Chia & Synnott, 2012). In so doing, the result is to sell and at the same time convince the consumer to buy. While modes of advertising vary from one consumer target to another, the common denominator is that advertising is designed to influence consumer attitude. According to Chia and Synnott (2012), Clow and Baack, Means-End theory, and Leverage Points are critical models upon which advertising is practised. Before buying, consumers move through progressive steps of decision making before choosing a product or service.  

Frankfurts Distinction between Bullshitting and Lying Essay

Frankfurts Distinction between Bullshitting and Lying - Essay Example Bullshit is one of the most salient features in our culture. Everyone knows and contributes to it but takes the situation for granted. The majority of people are confident in their ability to recognize bullshit and avoid being caught up in it (Frankfurt, 2005, p. 21). This phenomenon has not raised much inquiry so people fail to understand what it is, why it there or what functions it serves. We lack a conscious appreciation of its relevance to us. Frankfurt analyses three categories of dishonesty which are weaker from plain lies but not less harmful in distorting knowledge in a common setting. A lie is the utterance of statement from a speaker which he clearly knows not to be true. In our social life, it very common for people to make statement or talk of things they have no proper knowledge of. It usually out of curiosity or to appear knowledgeable even when one is not. This is termed as bullshit since one has no knowledge of correct information. With lies there is a negative relat ion to the truth whereas bullshit there is no connection of what the speaker says with the truth ... everyone is expected to be abreast with the current social and political issues even when one lacks time to be correctly informed on all important aspects. Most people make a living in professionals that target at generating, processing and providing data. Examples of this are lawyers, financial analysts, business consultant, journalists and scientist (Frankfurt, 2005, p. 22). In these professionals one is expected to be knowledgeable even in situations when he or she is not. When one simply fails to admit lack of knowledge, bullshit is generated. The third form of bullshit is dishonesty. The hearer is provided with correct information which one can use to make an incorrect inference. For example one can wish to persuade a friend to come for the weekend by claiming the newspaper predicts fine weather even though one knows weather forecast is reputably unreliable. The newspaper predicts good weather but telling a friend this information one makes an inference to what is untrue that th e weekend weather will most likely be fine. Deception is a form of dishonesty that one applies while talking the truth. Deception depends on monotonic reasoning where one provides information while withholding some to lead someone into the wrong conclusion. For example if someone says tweety is a bird not including it a penguin we inference it can fly while it cannot (Frankfurt, 2005, p. 22). Withholding information in a classical formalism leads to missing inferences whereas non-monotonic formalism results to wrong inferences. With deception, one uses the non-monotonic inference capabilities of another individual to implant wrong ideas without lying to him. In knowledge and argumentation, the possession of knowledge is a double fact. One has either information about a preposition or not