Employment Law Race Religion - Free Essay Example

Sample details Pages: 8 Words: 2432 Downloads: 4 Date added: 2017/06/26 Category Law Essay Type Case study Level High school Did you like this example? Employment law race religion Ben, Catriona, Amrit and Jenna all work for Styles For All Ltd Ben is an Orthodox Jew who currently works Mondays to Fridays. The company intends to introduce a shift system, and as a result he will have to work alternative Saturdays, which he does not feel able to do for religious reasons. His boss is not sympathetic. Don’t waste time! Our writers will create an original "Employment Law Race Religion" essay for you Create order It is pointed out to Ben that everyone else has agreed to the changes, and if he does not like it he should leave. Catriona is a single parent and she has applied for a job as a machinist. She has been turned down for the job because there are concerns that she will be unreliable because of her childcare commitments. Amrit has made a rather surprising job application to the company. He has applied for a job as a model to show the latest range of female swimwear. The company does not even bother to respond to the application and it was put straight in the bin. Jenna has been employed by the company as a secretary for three years. She has been diagnosed as being deaf but she is reluctant to tell anyone in case she is not treated equally. Her long hair conceals her deaf aids. Unfortunately her deafness has made her rather poor at taking dictation under pressure, as she finds it difficult to lip read and write at the same time. This can mean that the work is full of mistakes. As result of her poor work, the company has decided that this year Jenna will not be entitled to a performance related bonus. Advise Ben, Catriona, Amrit and Jenna of any claim for discrimination that they may have against Styles For All Ltd. Employment Law Essay i) Bens Case In accordance with the ruling in Seide v Gillette Industries [1980] IRLR 427, Ben, as a person of Jewish faith, is classed as a member of an ethnic group. This affords the protections offered under the pertinent legislation. Race Relations Act 1976 (RRA 1976). Firstly, s 1 of the RRA 1976 prohibits discrimination on grounds of race. Under s.3 of the Act, the definition of ‘race is given as follows: ‘colour, race, nationality or ethnic or national origins. It is accordingly apparent that Ben can rely on the provisions of the aforementioned Act for protection. It is an offence under s. 1(b)(1) of the Act to impose a requirement: ‘(i) which is such that the proportion of persons of the same racial group as that other who can comply with it is considerably smaller than the proportion of persons not of that racial group who can comply with it; It is also required that the employer is unable to justify such a requirement. In respect of the meaning of the wo rds: â€Å"can comply†, it was laid down by Lord Fraser in Mandla v Dowell Lee [1983] ICR 385 that the words ought to be read as meaning †can in practice† comply, or â€Å"can consistently with the customs and cultural conditions of that racial group.† Ben is therefore clearly able to satisfy this requirement due to his religious beliefs/customs. Further, by virtue of s. 1(A) of the Act an employer discriminates if he applies ‘a provision, criterion or practice which either places persons of the same race or ethnic origin ‘at a particular disadvantage when compared with other persons not of such a category of persons (see s.1(A)(a) of the Act), ‘which puts that other at that disadvantage'(s.1(A)(b)), and ‘he cannot show to be a proportionate means of achieving a legitimate aim'(s.1(A)(c)). Ben clearly has an arguable point under the above provisions due to the employers introduction of a shift system which includes Saturdays. I t is understandable that as a member of the Jewish faith, Ben, will find this objectionable. Therefore, irrespective of whether or not everyone else has agreed to the changes, it does not detract from the discriminatory impact on Ben and other members of the Jewish faith. Accordingly, based on the above reasoning, Styles For All Ltd decision to introduce a shift pattern compelling employees to work alternate Saturdays could effectively be indirectly discriminatory against members of the Jewish faith, given that Saturday is their holy day. In order to establish this point, however, Ben would be required to illustrate that the proportion of persons of Jewish heritage, who are unable to comply with the imposed requirement, is considerably smaller than the proportion of those not of the same faith who can comply. Anyone complaining that their rights under the Act have been violated ought to bring a claim within 3 months of the occurrence of the discrimination (see s. 68(1)). If Ben can establish his case, he may recover compensation (s.65(1)(b)) and / or the tribunal could make a recommendation under s.56(1)(c) of the Act to remove the adverse effect of the discrimination. Employment Equality (Religion or Belief) Regulations 2003 (SI 2003/1660) The above provisions are also pertinent to somebody in Bens situation. They provide protection for those in employment, as defined by regulation 2(3). Regulation 2(1) defines ‘religion as; inter alia, ‘any religion. Under the Regulations, ‘Direct and ‘Indirect discrimination are set out at regulations 3(1) (a) and (b), respectively. Whilst there is no defence of justification under the provisions for direct discrimination, the employer can justify indirect discrimination. An indication of how the Regulations ought to apply in practice can be found in the Government explanatory notes which state that if an employer refuses a break to a Muslim to pray at a particular time, this would not amount to direct discrimination if all employees are refused breaks at those times. Peculiar to Bens case, however, under Regulation 3(1)(b) indirect discrimination occurs if: ‘(1) A applies to B a provision, criterion or practice which A applies equally to other persons not of the same religion or belief as B, but (2) which puts persons of the same religion or belief as B at a particular disadvantage when compared with others, and (3) which also puts B at a disadvantage, and (4) A cannot show to be a proportionate means of achieving his or her legitimate aim. ECHR Ben can also raise a point under Article 9 of the European Convention on Human Rights, which provides, inter alia: ‘Everyone has the right to freedom of thought, conscience and religion. Under s.3 of the Human Rights Act 1998, the courts are obliged to read ‘primary and subordinate legislation in a manner which is compatible with ones Convention rights. Under s. 7(1)(b) the Convention r ight issue can be raised in any court/tribunal. The above points can therefore be raised in the employment tribunal (or county court) on grounds of discrimination. It ought to be borne in mind by Ben that a discrimination case has to be made within 3 months of the alleged discrimination occurring (see s. 68(1) of the RRA 1976). ii) Catrionas Case The ambit of the Sex Discrimination Act 1975 (‘DDA 1975) applies not only to employment, but also to the recruitment process. Part I, s.1 of the Act sets out circumstances in which Direct and / or Indirect discrimination can occur. Under s.1 a person discriminates against another if on the grounds of sex the person treats the other ‘less favourably than they would treat others of a different sex. In this instance, it is apparent that the imposition of a precondition that the successful candidate for a job ought to not have children is going to disproportionately discriminate against women per se. The test applied by the courts is the ‘but for test (see James v Eastleigh Borough Council [1990] 1990 IRLR 288.) In support of Catrionas case, in Thorndyke v Bell Fruit Ltd [1979] IRLR 1, it was found that a rule providing that the successful candidate for a job should not have young children was ruled to be discriminatory. This would present prima facie evidence that Catriona has been discriminated against. Procedurally, in order to establish her case, Catriona would be required to identify a pool of comparators in order to highlight that the proportion of females who are unable to comply with the requirement of having no children will be considerably smaller than the proportion of males who can comply. Further, pursuant to the Sex Discrimination (Indirect Discrimination and Burden of Proof) Regulations 2001 (SI 2001/2660), Catriona need only establish the facts of her case and the burden will then shift to Styles For All Ltd to rebut the presumption of discrimination. If they are unable to do so, Catriona will have made out her case and proved that she was a victim of discrimination. Based on the information available, Catriona has an arguable case for discrimination that she can either initiate in the county court or employment tribunal. In the event that the case is upheld, the potential remedies, pertinent to Catrionas case include th e following: an order that the discrimination ceases; a recommendation; declaration and / or award of compensation. Should Catriona be minded to bring an action, she is required under s.76(1) of the SDA 1975 to make a complaint within 3 months of the occurrence of the discrimination. iii) Amrits Case S. 2 states that the provisions of the SDA 1975 apply equally to men as it does to women. Also, the provisions of the Act apply not only to people in employment, but to those applying for jobs. Evidently, on the facts available, Amrit has been treated ‘less favourably, by not being considered for the position of model to display female swimwear. Given that the company failed to respond to his application and placed it in the bin, this would indicate that he was clearly the victim of discrimination in this regard. However, s.7 of the SDA 1975 provides a complete defence to an allegation of sex discrimination where there is a â€Å"genuine occupational qualification†. The tribunal is likely to find that modelling female swimwear qualifies as such an example. However, the provisions of the Sex Discrimination (Indirect Discrimination and Burden of Proof) Regulations 2001 (SI 2001/2000) do still apply. Therefore, once Amrit has established the facts of his case, the burd en of proof will shift to Styles For All Ltd to rebut the presumption of discrimination. That said, whilst the courts have a tradition of interpreting a â€Å"genuine occupational qualification† strictly (see Wylie v Dee Co. (Menswear) Ltd [1978] IRLR 103), it would appear entirely valid, in these circumstances, that Styles For All Ltd required a female to model their female swimwear. Therefore, it would appear, Amrit has no merits to establish a case on the basis of discrimination in this instance. Amrit ought to bear in mind, however, that an action in cases of discrimination ought to be brought within 3 months of the alleged occurrence of discrimination having first arisen.(see s.76(1) SDA 1975) iv) Jennas Case Pursuant to Part I, s.1(1) of the Disability Discrimination Act (‘DDA 1995) 1995, a ‘disability is defined as being: ‘ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.a physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities. Further, Part II, s. 4 (2) (b) states that it is: ‘ †¦unlawful for an employer to discriminate against a disabled person whom he employs— (b) in the opportunities which he affords him for promotion, a transfer, training or receiving any other benefit; Based on the above information, it would appear that Jenna has a prima facie case for discrimination against her employer, as a result of them not deciding not to award her a performance related bonus. This is due to the fact that her work is evidently impeded by her disability. However, according to s. 7(1) of the DDA 1995, companies with less than 20 employees are exempt from the provisions under Part II of the Act. Therefore, it needs to be ascertained whether or not Styles For All Ltd fall into this category. In addition, according to s.5(1), discrimination only occurs if: ‘(a) for a reason which relates to the disabled persons disability, he treats him less favourably than he treats or would treat others to whom that reason does not or would not apply; and (b) he cannot show that the treatment in question is justified. Implicit from wording at s.(5)(a) above is that for an employer to be placed in a position in which he can commit a breach of the Act, he must have advanced knowledge of the ‘disability in question. In fact, this very point was established in the case of ONeill v Symm Co. Ltd [1998] IRLR 23, in which the court found that there must a requirement that the employer knew or could reasonably have known. Therefore, the law stipulates that if it had been the case that Jenna notified her employer of her deafness, then Styles For All Ltd would have had a duty under s.6(1) to make necessary adjustments to cater for her disability. However, in the circumstances, Jennas concealment of her deafness means that the employer has no duty to take ‘reasonable steps (see s. 6(4)) to provide for a disability that they have no knowledge of. Jenna is accordingly advised to bring her condition to the employers attention forthwith. The employer would then be obliged under s. 6 of the Act to take ‘such steps as it is reasonable to ensure her disability does not place her at a ‘substantial disadvantage to those persons without such a disability. Given that Jenna has been employed with the company for 3 years, she ought not be concerned about the companys response, as she has served the requisite 1 year under s.108 of the Employment Rights Act 1996 in order to bring an action in the employment tribunal for unfair dismissal if she is threatened with termination, or relieved of her position due to the employer discovering her di sability. Further, under s. 76(1) of the SDA 1975 Jenna should issue proceedings within 3 months of any alleged discrimination occurring if she wishes the case to be considered by the employment tribunal. WORD COUNT: 2047 Bibliography Text Books: Sargeant, M. and Lewis, D. (2006) Employment Law, 3rd edition, Pearson Longman Bell, A.,C. and Desmond, H. Employment Law, 2nd edition, Thompson: Sweet Maxwell Duddington J.G. (2003) Employment Law, Pearson Longman Lewis, D. and Sargeant, M. (2004) Essentials of Employment Law, 8th Edn. Cipd UK Statutes: Employment Rights Act 1996 (c.18), London Sex Discrimination Act 1975 (c.65), London Race Relations Act 1976 (c.74), London Race Relations (Amendment) Act 2000 (c.43), London Disability Discrimination Act 1995 (c.50), London Secondary Legislation The Employment Equality (Religion or Belief) Regulations 2003 (SI 2003/1660) The Sex Discrimination Act 1975 (Amendment) Regulations 2003(SI 2003/1657) Race Relations Act 1976 (Amendment) Regulations 2003 (SI 2003/1626) EAT Cases: Mr. N J Alldred v The Chief Constable of West Midland Police, 28July 2006, Appeal No. UKEAT/0082/06/ZT Mrs Aileen Brown v McAlpine Co. Ltd, 22 Sept ember 2005, Appeal No. EATS/0009/05

Qualities I Look for in My Friend Free Essays

qualities I look for in friends Friends are an indispensable factor in our live, just as a main dish in a meal. Frankly, I have a lot of friends. Yet, I don’t know whether they are sincere or just hypocritical. We will write a custom essay sample on Qualities I Look for in My Friend or any similar topic only for you Order Now Sometimes, I can’t really figure out. But still, I or should I say everyone, wishes to have friends with good qualities. According to what William Penn says:† A true friend freely, advises justly, assists readily, adventures boldly, takes all patiently, defends courageously, and continues a friend unchangeably. † Penn tries to say that a real and a good friend have a tangible qualities, which every friend look for it on his/her friend. To be honest, trusted, attentive, and funny is qualities I look for when I choose my friend. First, I want a loyal friend. Someone who is honest enough with me. I mean is just tell me frankly what they think about me that can help me to change myself into a better person. Someone who stab me in the front. Who never lie at me and never drawn a second face. An honest friend lend me the confidence when I lost. Or even can help me to do the right thing not the wrong one. The honesty is a big deal to me in the friend I will choose. Second, trusted is also important as much as honesty in my friend quality. I mean someone who keeps my secrets. Or even can be my secret. However, It is not funny but ironic when someone that I used to trust and call her ‘good friend’ leave me or betray me when I needed her the most. It is extremely painful! It might make me feel like I have taken advantage of, deceived or backstabbed. In conclusion, being my friend mean be my secret. Third, a friend should have to be attentive as well. My friend should share his/her life with me as well as I will do. A friend should never weigh the benefits before helping someone. That is super good when a good friend lends a helping hand in times of need and the extra support gives us a lift spiritually. Related to above, I want to have such a good friend like this but in order to have one, I know I have to be one. In conclusion being attentive is an important quality I ordered in my friend. Last and not least, funny friend could also be important to me. In other meaning funny but good. Someone who see me in need to smile do anything to draw it on my face. Someone who smile a real smile not fake. Moreover, being funny is an unmistakable quality in a friend. friend who tells a funny jocks could also be a good one to have. Finally, I hope my friends will be able to listen of my joys and sorrows patiently and not give any judgments or comments. In conclusion, â€Å"Friendship is a single soul dwelling in two bodies†Ã‚  according to Aristotle. So that, the qualities should be matched to make that relationship. And for me being my friend mean having qualiti es I missed, so we can complete each other. Meanwhile, Not just anyone can be called your friend. A friend has to first meet several qualifications and have many outstanding characteristics to have the honor of holding such a prestigious title. How to cite Qualities I Look for in My Friend, Papers

Business Information Systems Legacy Technology

Question: Discuss about theBusiness Information Systemsfor Legacy Technology. Answer: Introduction VoIP2.biz deals with the voice communications from the legacy technology to the VoIP technologies. However, this business organization is facing few cash flow issues. Thu, this study is aimed to portray the options for which this organization can stay with the current plan. This report also specifies why the company is closing down or selling to another firm. Moreover, this study also portrays the significance of slowing down the rate of growth and illustrates the ways through which the expenses can be reduced. Staying with Current Plan VoIP2.biz has considered itself as the system integrator that is operated with the business consumers for helping them in terms of moving their voice interactions between the VoIP technology and legacy technology (Brown et al., 2012). The current plan of VoIP2.biz management is for continuing to gain the dominance in to Indianapolis market, expanding the organizational business activities throughout Indiana. Moreover, VoIP2.biz management also intends for opening up an extra sales offices over the entire Midwest by making the position of a first mover within the marketplaces covered by them. VoIP2.biz management also has the belief the fact that the strategic success would make them a significant target for acquisition within 2009-2010 timeframe. Closing Down the Company Milkowski and VoIP2.biz management were aware of the fact that at least few board members were concerned regarding the VoIP future as the feasible commercial venture provided the current history of the Vonage of the best known VoIP organization (Brown et al., 2012). Milkowski has recognized the fact that VoIP2.biz attacked the market of small and medium business whereas Vonage was initially a service for the market of residence. However, VoIP2.biz management believe that the enterprise could not be sold for the lack of a positive cash flow amount (Brown et al., 2012). Thus, the members of this board though that the enterprise should be closed. On the other hand, this organization also knows that closing down the service would cause huge disruptions for his 22 consumers. Selling the Company Instead of closing down the organization, Milkowski has the idea that the enterprise can be sold to another enterprise. Therefore, Milkowski had contacted two enterprises who had related businesses over the Indianapolis area. Thus, Milkowski knew that VoIP2.biz management needs to develop as well as justify a proposed sale price in terms of recommending this course of action (Brown et al., 2012). VoIP2.biz management also had the idea regarding price that should be fixed based on the future earning potential. VoIP2.biz management also aware of the fact that the earlier investors would like to at least recover their investments made till date (Castellanos-Lopez et al., 2014). Apart from that, VoIP2.biz management also knew that this firm should also be concerned in fixing the price for the enterprise that the obtained 22 contracts has already represented pretty specific cash flow for the life of contract. Slowing Down Rate of Growth Slowing down the growth rate or in other words the economic slowdown takes place while the rate of economic growth slows in a certain economy. The rate of growth of Milkowski has been slowed down due to few significant limitations of VoIP services (Brown et al., 2012). The VoIP services provided by Milkowski are annoying as well as its offers are comparatively limited. Moreover, the VoIP complaints can be tolerable usually if the callers can be capable of utilizing a free service (Azfar, Choo Liu, 2014). Apart from that, due to the issues of traffic and latency as well as loss of service during outages, the number of customers has been decreased and the amount of expense has also been enhanced, which ultimately lead to slowing down the growth rate of the company (Mazurczyk, 2013). Asking for a 90-day Extension to take Care of the Cash Flow Problem Due to the issues encountered within the VoIP services provided by Miskowski, VoIP2.biz management has taken a decision to ask for an extension period of 90 days in terms of taking care of the cash flow problem that has been taken place due to certain service issues of VoIP operations (Brown et al., 2012). The key reason of asking for this extension is to reduce the expenditure obtained due to improving the conventional VoIP services to transform it to the contemporary VoIP services. Reduce Expenses In order to reduce the business expenditure and to mitigate the cash flow problem within the 90 days of extension period, VoIP2.biz has to implement few significant advanced and cost effective technologies within their business operations (Azfar, Choo Liu, 2014). This organization should think and take decision by considering the business operations operated by its major competitors like Vonage. This organization should utilize the national IP transport network in term of offering their business customers long distance and most specifically low-cost distance (Brown et al., 2012). On the other hand, VoIP2.biz management can also take the significant step by outsourcing the business operations of VoIP2.biz and avoiding perpetual payments. Other Possibilities Milkowsky started to consider other possibilities for overcoming such negative scenario as he has thought regarding what he was going to present to the board. The first option or possibility was for moving forward with the Phase II Plan (Brown et al., 2012). VoIP2.biz has few accomplishments for the investment about $1 Million to date. These are as follows: Debugged and tested the technology, selecting based on the components to be incorporated in its set of solution (Brown et al., 2012). Completed the network technology installation for supporting deploying the VoIP solutions at the customer sites (Castellanos-Lopez et al., 2014). Conclusion After conducting the entire study, it can be seen that VoIP2.biz is suffering from few major cash flow problems due to the excessive expenditure. Due to such issues, VoIP2.biz has to take a decision of selling or closing down the company. Therefore, this report has successfully portrayed the way through VoIP2.biz can overcome such issue by taking an extension of 90 days so that VoIP2.biz does not need to close the business or sell the company. References Assem, H., Malone, D., Dunne, J., O'Sullivan, P. (2013, January). Monitoring VoIP call quality using improved simplified E-model. InComputing, networking and communications (ICNC), 2013 international conference on(pp. 927-931). IEEE. Azfar, A., Choo, K. K. R., Liu, L. (2014, January). A study of ten popular Android mobile VoIP applications: Are the communications encrypted?. InSystem Sciences (HICSS), 2014 47th Hawaii International Conference on(pp. 4858-4867). IEEE. Brown, C. V., DeHayes, D. W., Hoffer, J. A., Martin, W. W., Perkins, W. C. (2012). Managing information technology (7th ed.). Upper Saddle River, NJ: Pearson Prentice Hall. Castellanos-Lopez, S. L., Cruz-Perez, F. A., Rivero-Angeles, M. E., Hernandez-Valdez, G. (2014). Joint connection level and packet level analysis of cognitive radio networks with VoIP traffic.IEEE Journal on Selected Areas in Communications,32(3), 601-614. Le Blond, S., Choffnes, D., Caldwell, W., Druschel, P., Merritt, N. (2015, August). Herd: A scalable, traffic analysis resistant anonymity network for VoIP systems. InACM SIGCOMM Computer Communication Review(Vol. 45, No. 4, pp. 639-652). ACM. Mazurczyk, W. (2013). VoIP steganography and its detectiona survey.ACM Computing Surveys (CSUR),46(2), 20. Singh, H. P., Singh, S., Singh, J., Khan, S. A. (2014). VoIP: State of art for global connectivityA critical review.Journal of Network and Computer Applications,37, 365-379. Yousef, M., Fouad, M. (2014). Performance Analysis of Speech Quality in VoIP during Handover.International Journal of Computer Science and Information Security,12(9), 43.

Do Non

Non-human creatures do not have rights. A right gets defined as a valid claim that must come from a moral agent, under laws that direct both the claimant and defendants (Cohen 91). Animals cannot be said to have rights since the idea of rights is inherently human, and its foundations relate to the concept of a moral world.Advertising We will write a custom essay sample on Do Non-Human Animals Have Rights? specifically for you for only $16.05 $11/page Learn More Humans must deal with animals in a fair way, similar to how a chair cannot be said to have a dream. Besides, saying that animals have rights confuses groupings as this places them in a moral group that is only relevant to human beings. Again, animals do not have rights as God made them subordinate to human beings. This notion gets support from the Bible. In the time of creation, man became created last while other animals became created earlier. God then gave men control over all other creatures ( Regan par. 34). We can interpret this to mean that human beings have rights over animals. We can also argue that animals do not have rights, similar to human beings, because their moral stance is totally different. Contrary to the way animals feed on each other human beings behave differently. A lion may kill a zebra and no one will say that the lion does not have the right to kill the zebra, because this is how it obtains its food. This demonstrates that rights represent the greatest moral result. Besides, animals such as lions and zebras are amoral, which means that morality does not apply to them, and their acts can never be termed as wrong. Thus, no rights exist in the world of animals. While it is vital for researchers to practice humanity when handling animals, we cannot say that human beings violate their rights, since the idea of rights is not relevant to their situations. For instance, Nazi doctors used the Jews as subjects to advance their research in medicine some years a go. It is clear that this was not a moral approach as the Jews had rights that required respect. Several people think that animals have rights similar to those of the Jews, which involve protection against participation in medical research. While these people consider animals to have rights, they fail to remember that human beings also have rights that surpass those of animals.Advertising Looking for essay on ethics? Let's see if we can help you! Get your first paper with 15% OFF Learn More For instance, the United States reported over 50,000 polio related cases and almost 3, 000 polio related deaths in 1952 (Cohen 92). People became frightened due to this ailment, and the government called for polio vaccination among all citizens two years later. Presently, cases of polio are rare. What we need to remember here is that the polio vaccine could only be established through experimentation with animals. Malaria is also a killer disease that most researchers think that sho uld have a vaccine. While several vaccines have undergone investigation, none of them has emerged successful after trial with animals. This raises the ethical question on whether we need to protect children or animals. Medical experiments may have adverse effects when carried out using human beings, considering that they are only trials. Using children to test vaccine is awkward and results in death. Thus, we use rats and monkeys as this is the only available option. Vaccines must undergo tests, and such tests could be extremely dangerous when carried out using human beings as subjects. Thus, we do not have any other way of testing these vaccines apart from using animals. Defenders of human rights insist that animals have rights just like human children. These defenders term the act of medical scientists as morally wrong. However, they fail to recognize that unless animals get killed, medical scientists cannot advance most significant areas in medicine (Frey 97). Also, defenders of animal rights fail to recognize that animals do not have moral duties, similar to human beings. While we may consider some acts of human beings as crimes, this does not apply to animals. This is because criminal acts become determined by the moral state of mind of the offender. Similar to how an insane person cannot be said to have committed a crime, cows and rats cannot be said to commit crimes. This is because all these do not recognize moral duties that guide behaviors or consequences that follow certain actions.Advertising We will write a custom essay sample on Do Non-Human Animals Have Rights? specifically for you for only $16.05 $11/page Learn More In other words, animals cannot be incriminated as they do not have a moral state of mind that could be violated by other humans. Besides, animals do not have free will, which all moral agents must have. This becomes explained by the fact that they do not have control over their pathological impulses, wh ich makes them lack control over their actions. Hence, animals are not moral agents, and human beings do not have direct duties towards animals because they can only have such duties towards moral agents. This supports the thesis of this study that non-human creatures do not have rights. Works Cited Cohen, Carl. â€Å"Do Animals Have Rights?† Ethics and Behaviour. 7.2 (1997): 91-102. Web. Frey, Reagan. â€Å"Interests and Rights: The Case against Animals.† Journal of Medical Ethics. 7.2 (1981): 95–102. Web. Regan, Tom. Christianity and Animal Rights: The Challenge and Promise. n.d. Web. http://www.religion-online.org/article/christianity-and-animal-rights-the-challenge-and-promise/. This essay on Do Non-Human Animals Have Rights? was written and submitted by user Harrison I. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Ditchdigger daughter essays

Ditchdigger daughter essays  ¡Ã‚ °Along the young people ¡Ã‚ ¯s path ¡ In The Ditchdigger ¡Ã‚ ¯s Daughters by Yvonne S. Thornton, Thornton portrays the factors in life that young people take through writing about her family. Mr. Thornton, who starts out his family with nothing, raises a total of six children successfully. He works two full-time jobs both day and night to support his family. Though possessing an unusual manner of teaching and guiding his daughters, Thornton nevertheless succeeds. Yvonne, Thornton ¡Ã‚ ¯s third daughter, becomes a doctor. After establishing her career, Yvonne writes the book The Ditchdigger ¡Ã‚ ¯s Daughters. According to Mr. Thornton,  ¡Ã‚ °When you ¡Ã‚ ¯re grown, this society is gonna look at you as an ugly black female...But you are not light, so studyin ¡Ã‚ ¯ is the only way I can see you gettin ¡Ã‚ ¯ ahead of this ¡(34). The conversation between Mr. Thornton and his daughters takes place in this quote. As a result of his daughters being black females, Thornton believes that the daughters have to study in order to reach their goals. Mr. Thornton aids in Yvonne becoming a doctor. From The Ditchdigger ¡Ã‚ ¯s Daughters, the reader learns that there are three factors that affect the path to which young people take in life. One of the factors is that there was prejudice in the 1950 ¡Ã‚ ¯s. The Thornton family is black, which causes them to experience prejudice. Mr. Thornton has one job as a ditchdigger for a day and one more job for the night. Yet he has six children including one child that he adopts. From this background of the family, his daughters receive pressure that they have to be successful when they grow up. Their grades from school proves that they worked hard by receiving all A ¡Ã‚ ¯s. Because they spend most of their time on doing homework and studying, the daughters find playing musical instruments as hobbies. By taking lessons from professionals, they show talent through music. Further on in the novel, the daughters c...

STUDENT HOUSING PROJECT (AMSTERDAM) Research Paper

STUDENT HOUSING PROJECT (AMSTERDAM) - Research Paper Example g difficulty faced by students from the two main universities in Amsterdam by transfiguring the containers into apartments that accommodate thousands of students. Apparently, Keetwonen, the biggest container city, was created through an initiative closely backed by the Tempohousing contractors. The development created a new experience and lifestyle for students who flock the universities each year. The universities seldom provide accommodation for students while the strict Netherlands rent control system which requires that that private, non-profit housing conglomerates including Stichting DuWo and DeKey be accountable for renting houses to students in a bid to protect them from paying high rents, thus making it hard to cure the accommodation challenge (Kimberley 1). The project’s actual stacking speed was virtually 20 units daily, which goes into the record as the fastest constructed units. The project developer, Quinten De Gooijer, found square building designs to be ideal particularly when containers are used due to the superfluous structural veracity they offer. Architects added a special feature to the exterior of the units by fixing green tubes that hang as curtains that serve the decorative function (Caroline 55). Moreover, there are concrete pavements that were included to create a desirable atmosphere for students as well as improve the site’s persistence. In one of the floors, there is a central installation point that supplies natural gas used in heating the units. Initially, people feared that the units would be too hot, cold, noisy or small. However, they later realized that their fears were unsubstantiated after the units turned out to be well insulated, unobtrusive and spacious enough to offer value for the students’ money (Skaeve 1). Additionally, they contain exceptional facilities including detached sleeping and studying chambers, persona l kitchen (with a sink and stove), balcony, bathroom, a programmed ventilation system with capricious

Change Management of the Company Engaged in a Merger Term Paper

Change Management of the Company Engaged in a Merger - Term Paper Example Effective management of change process in an organization is vital as this determines and contributes to a successful implementation of the changes. Change implementation in an organization is a process which if well managed it can lead to a decrease in change resistance and higher productivity, competitiveness, and profitability of an organization. The management should come up with strategies to ensure that the change management process is successful. For effective change management to take place, the human resource must be highly involved it is the gear towards attaining a change in an organization. Change is naturally detested especially because of the uncertainty it leads to and as such, cases of resistance must occur. Effective management of resistance is vital in ensuring that the changing process runs smoothly and quickly. As mentioned, the management must ensure that the changes which are about to be implemented in an organization are highly appreciated by the workers. Manag ement should engage in dialogue with the workers so as to ensure changes are implemented. Training and counseling are also vital in enhancing change management in an organization (Johnson, 1992). ABC Company a high-tech company, being faced with hyper-competition decided to engage in a merger with two of its competitors. The merger required a major changing process, especially because the other two competitors were employing completely different management and production styles. This required implementation of a change management process which is explained below. Competition has been on the rise which is caused by globalization, dynamism in the technological environment and emergence of competitive companies in the market. This has necessitated constant changes in most organizations which are aimed at taking advantage of opportunities posed by the environment while at the same time minimizing costs and threats which the environment poses.