All My Life I Have Heard Just Say No To Drugs. You Hear

All my life I have heard just say no to drugs. You hear it from you parents, teachers, McGruff the Dog, and even people you do not know. Of course, they are talking about illegal drugs, and in most cases, they are right. Drugs are dangerous and should be used just for pleasure. That goes the same for prescribed drugs that are not yours. As for the case of marijuana, I don’t agree. I think marijuana is no more dangerous f than drinking or smoking regular cigarettes. I see marijuana as a recreational drug. A drug that is legal in some states and not in others sounds crazy to me. Just as we had, prohibition with alcohol will have with marijuana but I see it as a losing battle. I for one will be happy when marijuana is legal in all states.†¦show more content†¦That number comes from Jeffrey Miron, a senior lecturer at Harvard University who in 2010 studied the likely impacts of drug legalization, finding that about $8.7 billion would be saved on law enforcement and anoth er $8.7 billion would be generated from taxes on marijuana. Most of Americans support marijuana legalization, politicians seem to only just now be warming up to that proposition (unknown). That money could be used to fight more serious crimes or in drug education programs. I would image that are law enforcement agency would use their resources in other are. The medical factor. Ok we know that marijuana can help ease the pain of some medical treatments. . As a matter of fact states are passing laws that allow people to use medical marijuana to treat pain is the main reason people ask for a prescription, says Barth Wilsey, MD, a pain medicine specialist at the University of California Davis Medical Center. Medical marijuana has been known to help cancer patients with the side effects of chemotherapy. It is used in the treatment of seizures. It is used in the treatment of glaucoma and arthritis (something my mother suffers from and I keep tell her she needs to move somewhere and get her some marijuana. lol) just to name a few. If using marijuana can help people enduring painful medical processes, should it be available to all patients toShow MoreRelatedChristian Rap And The Music1163 Words   |  5 PagesAs I sat in my chair of the fancy hall (which name I cannot remember for the life of me) last spring when transferred to DBU for the sp ring SWAT I was tuning in to different conversations around the room. Everyone was having a good time, talking, laughing, and expressing concern about missing home. All was fine until one of the staff members put music on, but not just any genre they put on Christian Rap (gasp and pause for dramatic effect) I then heard the displeasure start arising from the groupRead MoreAnalysis Of The Des Moines Latino Center Where I Met Joe Gonzalez1210 Words   |  5 PagesFor the community engagement part of my project, I had reached out to the Des Moines Latino Center where I met Joe Gonzalez. Joe works with many Latinos and does a lot of community outreach to help people and help them get their stories shared with the right people. Joe is also a former Lieutenant for the Des Moines Police Department. After meeting Joe, I can say that he is a great person and just wants to help others out in any way possible. He directed me to a family that he has been working withRead MoreOh Give Me a Brea k1654 Words   |  7 Pageshandle each and every problem and oh my God they are so wild and bad now a days. They do so many drugs and alcohol and the crazy parties until all hours. Kids are having sex so very early. What are we saying? I am a mother in her forties and I have had so many experiences with not just my children but relatives and friends. I sat back the other night and my daughter just wanted to go to a party that had drugs and alcohol were be served and not one parent present. My daughter promised she didnt wantRead MoreCancer : Cancer And Its Effect On Life978 Words   |  4 Pagessound you will hear in any hospital room - that was the sound my family and I heard every Thursday morning for eight years. Cancer is a word that no one wants to hear. It is a word that brings hope, anger, denial, and fear. Cancer - cancer changes your life. You learn what is important, not to waste your time, and to tell people you love them. One week in August, my family and I spent countless hours at Stanford-Lucile Packard Child’s Hospital watching Edward suffering in pain and receiving all kindsRead MoreThe Book That I Read949 Words   |  4 PagesThe book that I read was How to Be Black by Baratunde Thurston. This book talked about African American and whites it was mainly on one man s experience of being African American Bartatunde Thurston. It pointed out that Black people are a diverse group of people and that there is no such thing as a post racial society it was inspiring. I was very surprised that Thurston can talk about race and have a sense of humor at the same time, with hope and forgiveness. From this book, you can get a realRead MoreAn Alcoholics Anonymous Group Meeting At St. Clare Hospital887 Words   |  4 Pages on Saturday, April 4, 2015, I attended an Alcoholics Anonymous group meeting at St. Clare Hospital in Baraboo, Wisconsin. It was the Area 75 Conference of the â€Å"Friends of Bill G roup†. It was a truly sobering and enlightening experience and it made me appreciate my own life much more. This is especially true after a talk I had with a member of the group who asked to remain anonymous, suffice it to say that his story was a very tragic one. I would like to report on my general reaction and afterthoughtsRead MoreA Rainy Day On September 1st1031 Words   |  5 Pagesâ€Å"Who would have ever thought, a rainy day on September 1st., technically it’s still summer and I’m trying to enjoy my last few days of no school, fun and sunshine, and Mother Nature is putting a dent in my program, but I guess two out of three isn’t too bad plus my dad always said look on the bright side of things, so that’s what I was trying to do. AS I continued to walk to the store I stop letting the rain annoy me and started to embrace my father words as I took a look at my neighborhood and realizeRead MorePrivacy in the Workplace1140 Words   |  5 Pagesemployee can reasonably expect to have privacy in the workplace. Privacy in the workplace is very hard to get. Advancements in technology have been made that allow companies to monitor every aspect of an employee use of their systems. This is very evident if you have a job that involves you to be on the telephones. Companies are able to listen to each phone that is made, see every website that you have visited and read any email you have received. For example, I used to work at AMEX call centerRead MoreThe Music of Generation X986 Words   |  4 Pagesthe beginning of time the human beings have adored the soothing sounds of music. Music has affected the way people have behaved and dressed throughout different periods of time. Different groups have been formed based upon their preference in music. Take for an example in the music of my generation, Generation X, there are several different groups oriented by music. In Generation X punks, gangs, alternative people, ravers, hippies, and pop rockers have all been labeled into groups by their preferenceRead MoreCase Analysis : Celebrity Crime Trials1111 Words   |  5 PagesKayleigh LaPar Herrera 4C Written Task 1 Rationale On July 20, 2017, O.J. Simpson was scheduled to have his parole trial after being in jail for armed robbery, assault with a deadly weapon, and kidnapping. Celebrities have been known to have less harsh punishments for crime compared to an everyday person. O.J. Simpson had already been acquitted of the two brutal murders of his ex-wife and another man. He also was granted parole after only serving close to nine years in prison for the previously

Persuasive Speech to Stop Smoking - 734 Words

Hello my name is ---------and here to persuade you to stop smoking. Smoking is not only bad for health it is also as bad for the people around you. Breathing other peoples smoke is called passive, involuntary or secondhand smoking. The non-smoker breathes side stream smoke from the burning tip of the cigarette and mainstream smoke that has been inhaled and then exhaled by the smoker. Secondhand smoke is a major source of indoor air pollution. How does this affect the passive smoker? Some of the immediate effects of passive smoking include eye irritation, headache, cough, sore throat, dizziness and nausea. Adults with asthma can experience a significant decline in lung function when exposed, while new†¦show more content†¦A Canadian study found that passive smoking reduced childrens ability to detect a wide variety of odors compared with children raised in non-smoking households. Passive smoking may also affect childrens mental development. A US study found deficits in reading and reasoning skills among children even at low levels of smoke exposure. Exposure to passive smoking during pregnancy is an independent risk factor for low birth weight. A recent study has also shown that babies exposed to their mothers tobacco smoke before they are born grow up with reduced lung function Parental smoking is also a risk factor for sudden infant death syndrome which is also known as cot death. Tobacco can cause diseases such as lung cancer and emphysema. According to the Journal of American Medical Association in 1996, the addition of prevalence of cigarette smoking marks the first time a behavior, rather than disease or illness, has been considered nationally reportable on the Centers for Disease Control and Prevention list and According to the American Lung Association, smoking-related disease claim an estimated 440,000 American lives each year. Thats about 1200 deaths a day! Why would you want to cut your life short several years because of smoking? Now that we know the problem, lets move on to the solution. I want you all to think about the next time you or a friend lights up a cigarette and how much better itShow MoreRelatedPersuasive Speech: Dangers of Smoking Essay629 Words   |  3 Pages      Persuasive Speech Dangers of Smoking Specific Purpose: To inform the audience of the dangers of smoking and persuade them not to.   Ã‚   Introduction: 1. Did you know that smoking is the number one preventable cause of death in the United States? 2. According to cancer.org there is 440,000 deaths a year caused by tobacco. 3. On average every smoker costs their employer almost 2,000 dollars a year in lost labor.    By the end of the speech, the audience will be informedRead MorePersuasive Speech Outline1028 Words   |  5 PagesPERSUASIVE SPEECH OUTLINE TOPIC: WHY YOU SHOULD GIVE UP SMOKING PROPOSITION: Give up smoking and you will save yourself and the others around you and live in a healthy environment. SPECIFIC OBJECTIVES/PURPOSES: I want to persuade my audience on how harmful smoking does to the body and giving up the habit is the right way to do because it will literally save their lives and the people around them and the environment as well. SPEECH PLAN ATTENTION STEP: Opening statement: Smoking†¦Read MoreRhetorical Analysis Of The Speech Why We Need End The War On Drugs 1433 Words   |  6 PagesRhetorical Analysis of TEDTalk In the speech â€Å"Why We Need to End the War on Drugs† given by Ethan Nadelmann, a drug policy reformist, Nadelmann gives a compelling and persuasive argument on how and why we should end the war on drugs. Nadelmann describes himself as the oldest son of a rabbi and a human rights activist who works to end the drug war. He urges that the drug war is very dynamic and what the United States is doing in relation to stop it is not effective. This helps launch into what heRead MorePersuasive Speech On Smoking1591 Words   |  7 PagesAbstract Smoking is the most preventable leading cause of death in the United States and causes many health risk such as lung cancer, and heart and blood vessel complication. My main purpose of this persuasive speech is to convince people that smoking is harmful for themselves, the people around them and their wallets. In 2015 and estimated of 36.5 million people were current smoker (Jamal, A., King, B. A., Neff, L. J., Whitmill, J., Babb, S. D., Graffunder, C. M., 2016). In addition smoking doesn’tRead MoreInformative Speech on Smoking1846 Words   |  8 PagesPersuasive Speech Outline General Purpose: To persuade Specific Purpose: To persuade the audience to stop anybody they know from smoking to prevent damage to their health. Organizational Pattern: Monroe’s Motivated Sequence. I. Attention step: You may wonder what our future generation may look like because of the effects of smoking. According to a study of teen smokers, young men who smoke may be both compromising their fertility and increasing their risk of fathering a child with genetic abnormalitiesRead MoreFear: The Potential of an Appeal Neglected by Marketing6082 Words   |  25 PagesMarketing Matiagement (Boston: Houghton Mifflin Co., 1967), p. 280. Considerable social psychology and communications research show that intelligent use of fear messages can have favorable effects on attitude change and action. Yet the unique persuasive possibilities offered by the fear appeal have been neglected by marketing. This is in sharp contrast to the creative pursuit of positive advertising appeals. This article presents a marketing-oriented discussion and summary of research on the fearRead MoreEssay about Advertising and Childhood Obesity2520 Words   |  11 Pagesconvince their parents to take them to McDonalds for a Happy Meal lunch. These advertisements are showing children â€Å"wants† instead of â€Å"needs.† These advertisements are promoting negative social consequences, such as obesity and health risks, including smoking and alcohol. Abstract Through an examination of the background of advertisement aimed at children, an explanation of each side of the argument, and an analysis of each side, it can be proved that a regulation of advertisement aimed at children shouldRead Morecommunications and positive relationships Essay3650 Words   |  15 Pagesthat I am interested and want to help. I will give him time to calm down. I will tell the class teacher so she is aware of the situation and can tell the appropriate people at the school to ensure the safety of the pupils. You ask Mohammed (5) to stop talking while the teacher is talking and he swears at you I will keep calm and not shout or get angry. I will condemn the behaviour and not Mohammed so he does not feel humiliated. I will explain to the class why using this kind of language is inappropriateRead MorePeer Pressure2910 Words   |  12 Pagesresulted from watching a violent film? Yes, violence has permeated the media but can we for once stop making it the staple fodder for all debate contests. I am sure that there is no lack of good debate topics that organizers and teachers can come up with and if there is, then here are some options that may be a welcome break from citing Mark Anthony s oft quoted, Friends, Romans, Countrymen... speech. A good debate topic does not necessarily need to be a political topic. It can be funny, informativeRead MoreFun with Literature10373 Words   |  42 PagesUse the words from the word bank to fill in the blanks below. 1. 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Employee Handbook Free Essays

string(57) " obligation to know and follow this â€Å"chain of command\." Martino Landscape Contractors, Inc. Employee Handbook for Field Personnel TABLE OF CONTENTS INTRODUCTORY STATEMENT 3 MISSION STATEMENT 3 LETTER FROM THE OWNERS 4 PURPOSE OF THIS HANDBOOK NOTICE 5 SUPPLEMENTS/CHANGES 6 DEFINITIONS 6 EXCEPTIONS 6 Section I: EMPLOYMENT Organization Chart 7 Employment-at-Will 7 Equal Employment Opportunity 8 Affirmative Action Plan 8 Immigration Reform Control Act of 1986 9 Americans With Disabilities Act (ADA) 9 Section II: PERSONNEL STATUS Employment Classifications 10 Tardiness and Absence 11 Personnel Records 12 Work Rules and Performance Standards 13 Section V: GENERAL INFORMATION Open Door Policy 26 Injuries/Accidents 26 Sexual Harassment 27 Alcohol, Drugs, and Controlled Substances 29 Prohibited Items 29 Drug Testing 30 Moonlighting (Outside Activities) or Conflict of Interest 32 Personal Credit References 32 Driving Records 33 Personal Loans and Pay Advances 33 Media Relations 34 Use of Company Vehicles, Property, Equipment, Etc. 34 ATTACHMENTS Employee Statement of Acknowledgment Substance Abuse Testing Consent and Release Overtime 24 Disciplinary Form 24 Performance Evaluations 25 Job Descriptions 25 INTRODUCTORY STATEMENT Welcome to Martino Landscape Contractors, Inc. We will write a custom essay sample on Employee Handbook or any similar topic only for you Order Now This Employee Handbook – Field applies to all employees of Martino Landscape Contractors, Inc. It is intended to provide guidelines and summary information about the company’s personnel policies, procedures, benefits, and rules of conduct. It is important that you read, understand, and become familiar with this Employee Handbook and comply with the standards that have been established. Please talk with your immediate supervisor if you have any questions or need dditional information. The rules set out in this Employee Handbook are as complete as we can reasonably make them. However, they are not necessarily all inclusive because circumstances that we had not anticipated may arise. Some currently unanticipated circumstances may warrant the application of discipline, including termination. In addition, Martino Landscape Contractors, Inc. reserves the right to modify, supplement, rescind, or revise any policy, benefit, or provision from time to time, with or without notic e, as it deems necessary or appropriate. MISSION STATEMENT The following is our mission statement at Martino Landscape Contractors, Inc. Martino Landscape Contractors, Inc. is committed to achieving the highest possible level of total customer satisfaction. Our goal is to make the environment safer and more attractive. All of our associates are dedicated, hard working people that have been equipped and trained to perform work in a correct and safe manner. We are committed to growth, stability, and providing meaningful employment. At Martino Landscape Contractors, Inc, we do the job ‘RIGHT. † LETTER FROM THE OWNERS Welcome to the Martino Landscape Contractors family! This Employee Manual answers some of the important and fundamental questions you may have about your employment with Martino Landscape Contractors, Inc. In it, you will find descriptions of Company policies and guidelines related to your employment. Should you have questions about your work here, please do not hesitate to discuss them with your immediate supervisor. We look forward to a long and mutually beneficial relationship. ______________________________ _____________________________ Roberto Martino PURPOSE OF THIS HANDBOOK This Employee Handbook is intended to be a communications tool to inform employees about the policies, guidelines, benefits, and work practices that affect their employment with Martino Landscape Contractors, Inc. It will help you to understand your responsibilities to Martino Landscape Contractors, Inc. and the Company’s responsibilities to you. This Employee Handbook is not intended to, and should not be interpreted as, creating a contract of employment. While Martino Landscape Contractors, Inc. elieves that one of the best ways to develop an employee’s trust and confidence in the Company is to perform in a consistent manner, it is important to realize that changes to our daily practices may occasionally be necessary. Therefore, Martino Landscape Contractors, Inc. reserves the right to change, modify, delete, or add to any of the policies and practices listed herein, in accordance with management’s best judgment. We require that you rea d all of this Employee Handbook carefully. You are also encouraged to take it home to your family so that they can also become familiar with it. You should refer to this manual first when you have any questions. If you still are not certain, please contact your immediate supervisor. NOTICE The policies in this Employee Handbook are to be considered as guidelines. Martino Landscape Contractors, Inc, at its sole option, may change, delete, suspend, and discontinue any part of its policies in this Handbook with or without any prior notice. Any such action shall apply to existing, as well as future, employees, with continued employment being the consideration between the employer and the employee. No one other than the President of Martino Landscape Contractors, Inc. may alter or modify any of the policies in this Employee Handbook. No statement or promise by a supervisor, manager, or department head may be interpreted as a change in policy, nor will it constitute an agreement with an employee. Should any provision in this Employee Handbook be found to be unenforceable and/or invalid, such finding does not invalidate the entire Employee Handbook, but only the subject provision. DEFINITIONS This Employee Handbook deals only with Field personnel. Field personnel include those employees whose work is performed principally in the Field. This includes the following: †¢ County Supervisors †¢ Tractor Operators or Crew Members †¢ Lawn Care Crew Members †¢ Weed Whacker Crew Members This Employee Handbook also covers Field personnel who are brought to the Main Office or the Shop on an as needed or temporary basis . EXCEPTIONS In some cases exceptions can be made to policies listed in this Employee Manual. In most cases exceptions will not be allowed. Only the President can make exceptions to stated Company policies. Exceptions are NOT automatically granted, and very few will be granted. If you request an exception, it is your responsibility to provide justification for the President to grant an exception. SECTION I: EMPLOYMENT ORGANIZATION CHART Martino Landscape Contractors has a formal, functional organization chart. This organization chart demonstrates the â€Å"chain of command† at Martino Landscape Contractors. It is your obligation to know and follow this â€Å"chain of command. You read "Employee Handbook" in category "Papers" † According to this chart, you have only one boss. Your boss is the individual who provides you with all work-related instructions. You should ask this individual, and this individual only, about all work related questions. If, after the conclusion of this discussion, you are not satisfied, let your immediate supervisor know that you would like to discuss this matter with their immediate supervisor. That individual will set the time for such a meeting after discussion with their immediate supervisor (See the Section on â€Å"Open Door Policy. †). You may discuss personal matters with the President, or any member of management, at your mutual convenience without first discussing these types of issues with your immediate supervisor. EMPLOYMENT-AT-WILL Employment is with the mutual consent of you and Martino Landscape Contractors. Consequently, Martino Landscape Contractors have the right to terminate the employment relationship at any time, with or without cause or advance notice. This employment-at-will relationship will remain in effect throughout your employment with Martino Landscape Contractors, unless it is specifically modified by an express written agreement signed by the President of Martino Landscape Contractors. All Field employees will have an Introductory Period of a minimum of 60 days. After the successful completion of this period, they may become considered as permanent employees. This employment-at-will relationship may not be modified by any oral or implied agreement. This Employee Handbook does not constitute an employee contract. TARDINESS AND ABSENCE You are part of a team. In most circumstances, the progress and productivity of the job depends on each of its team members acting together. Therefore, it is important that employees work their assigned schedules as consistently as possible. However, Martino Landscape Contractors understands that because of illness or emergency situations you may be unable to come to work. If you are unable to report to work for any reason, you must call in to your immediate supervisor before your scheduled time of arrival with the following information: †¢ If you will be late, you must state why and when you expect to be in. †¢ If you will be absent, you must state why and how long you expect to be out. If your immediate supervisor has a cell phone, you must call that individual directly. It is your responsibility to keep the Company informed on a daily basis during a short-term absence. Except in the case of an emergency, employees must have their supervisor’s permission to leave work before they are regularly scheduled to do so. Being late (tardy) or absent is considered â€Å"excused† only when you call promptly and the tardy or absence is for a compelling reason. The Company reserves the right, at its sole discretion, to determine what constitutes a compelling reason. A tardy or absence for a non-compelling reason, and failing to call in according to company policy, will be considered â€Å"unexcused. Furthermore, the Company recognizes that certain emergency situations would prevent you from giving advance notice. The Company will apply â€Å"the rule of reason† to all such situations Martino Landscape Contractors considers â€Å"unexcused† tardiness and absence to be a serious problem. Consequently, employees who are tardy or absent excessively or show a consistent pattern of absence, whether â€Å"excused† or â€Å"unexcused,† may be subject to disciplinary action, up to and including, possible termination. If you are late for work, or you are absent without an acceptable excuse, more than three (3) times within a year’s period (based on the date of the first occurrence), you will be subject to disciplinary action, up to and including, possible termination. If you do not call in and do not report to work for three (3) consecutive workdays, the Company will consider this to be a voluntarily resignation. WORK RULES AND PERFORMANCE STANDARDS It is not possible to provide a complete listing of every work rule or performance standard. As a result, the following are presented only as examples. You are responsible for understanding and following these standards and work rules. Employees who do not comply may be subject to disciplinary action, up to and including, possible termination. Job Performance – employees may be disciplined, up to and including, possible termination, for poor job performance, as determined by Martino Landscape Contractors. Some examples of poor job performance are as follows: †¢ Below average or what the Company defines as acceptable level of work quality or quantity; Failure to follow safety requirements and regulations, including the utilization of required safety equipment, clothing, gear, etc. ; †¢ Failure to attain established goals; †¢ Poor attitude, including rudeness, or lack of cooperation – this includes dealings with representatives of customers, vendors, co-workers, representatives of local, State or federal governments, etc. ; †¢ Excessive absent eeism, tardiness, or abuse of meal or break time privileges; †¢ Failure to properly use and care for all Company owned or rented equipment and vehicles; Failure to follow instructions or Company policies and procedures; †¢ Failure to perform all job duties, tasks ands responsibilities. Misconduct – employees may also be disciplined, up to and including, possible termination, for misconduct. Some examples of misconduct are as follows: †¢ Insubordination; †¢ â€Å"Badmouthing,† the spreading of rumors, half truths, untruths, etc. of customers, co-workers, vendors, outside professionals, governmental representatives, Martino Landscape Contractors personnel, etc. ; Abuse, misuse, theft, or the unauthorized possession or removal of Company property or the personal property of others; †¢ Falsifying or making a material omission on Company records, reports, or other documents, including payroll, personnel, expense reports, and employment records; â₠¬ ¢ Being rude, disrespectful, using abusive and/or foul language with any client/customer – actual or potential – vendor, co-worker, outside professionals, governmental representatives, competitor of the Company, etc. ; †¢ Divulging confidential Company information to unauthorized persons; Disorderly conduct on Company property – including fighting or attempted bodily injury, or the use of profane, abusive, or threatening language toward others, or possession of a weapon; †¢ Misconduct in company furnished motel rooms; †¢ Violation of any law adversely affecting Martino Landscape Contractors, or conviction in court of any crime which may cause the employee to be regarded as unsuitable for continued employment; †¢ Violation of Martino Landscape Contractors alcohol, drugs, and controlled substances policies; †¢ Violation of Martino Landscape Contractors harassment policies; Violation of safety rules, as may be established by Martino Lands cape Contractors †¢ Continuous misuse and/or unauthorized use of any company equipment or property. Attitude – Martino Landscape Contractors strives to be a positive company and to create a positive working environment for its employees and clients. We expect that you will at all times and with all employees, customers, co-workers, vendors, representatives of governmental agencies, outside professionals, etc. only make positive remarks about Martino Landscape Contractors. If you have any complaints they should be handled discreetly with your immediate supervisor. USE of COMPANY VEHICLES, PROPERTY, EQUIPMENT, ETC. Some Martino Landscape Contractors Field personnel are assigned Company vehicles. These are intended for conducting official business ONLY. You should NEVER allow anyone other than a current Company employee, with a valid Driver’s License, to operate a Company vehicle. Also, you should not allow anyone to ride in the vehicle that is not a current Company employee. Violation of this policy may result in disciplinary action, up to and ncluding, termination. SECTION II: PERSONNEL STATUS EMPLOYMENT CLASSIFICATIONS Introductory Period: All personnel hired by Martino Landscape Contractors will start off in a minimum 60-day Introductory Period. While classified in this status you are not eligible for any company benefits, unless required by law. The Introductory Period is a time for the Company to get to know its employees and their capabilit ies. It is also a time for you to get to know the Company and your job tasks and /or duties. Throughout this period we will be evaluating each other. At any point in time during this Introductory Period, the Company or you may decide to terminate the relationship. At the end of the period, your immediate supervisor will conduct a performance evaluation interview with you and will determine your status with Martino Landscape Contractors. This period may be extended beyond the initial 60-day period discussed above. However, throughout this period you are encouraged to discuss your performance and ask questions of your immediate supervisor regarding all tasks and duties assigned to you. Part-Time Employees: Employees scheduled to work less than 40 hours per week. If the position or job function is to be part-time, you will be notified at the time of your hiring. Seasonal Employees: Employees in non-supervisory, field positions. The length of time that any individual will be needed is dependent on the work volume and specific projects that are performed. Temporary Employees: Employees hired on a temporary basis. This may include the hiring of some individuals during the summer months. It may also include using temporary employment agencies to obtain this additional, short term, help that the Company requires. Hourly: These positions have an hourly wage rate. The individuals in these positions are paid for the actual hours they worked during the pay period. However, under federal law these individuals are paid time-and-a-half for all hours worked above 40 hours in a given pay period. Employment of Minors: The Company will not knowingly hire any individual who is considered to be under age for employment in any job classification as defined by State and federal laws. Generally speaking, this is 18 years of age to operate equipment and/or vehicles and 16 years of age for other positions. MEAL PERIODS All hourly employees who work more than six (6) hours in a given workday will receive an unpaid meal period of 30 minutes. In the field, it is up to you to determine the exact time of this break. You should consider your current location and the time it would take to get to a convenient spot for taking your meal break. Consequently, there is no exact time for taking your meal break on a daily basis. 30 minutes per day will be subtracted from your time sheet. Employees who do not work more than six (6) hours in a workday may not take a meal break without the expressed approval of their immediate supervisor. You are expected to be back at work within 30 minutes after you left for the start of your meal period. Leaving early and/or returning late is considered a serious offense and will lead to disciplinary action, up to and including, possible termination. SECTION IV: COMPENSATION WAGE and SALARY REVIEWS Wage and Salary increases are based upon performance only. Your length of service with the company has nothing to do with being granted a wage or salary increase. Martino Landscape Contractors considers your pay rate, salary, and/or your total compensation package to be highly confidential information. Under no circumstances should any part of your compensation package be discussed with anyone but your immediate supervisor, the Payroll Clerk, the Office Manager, the Controller, and the President. Violation of this policy is considered to be a very serious matter and may subject you to disciplinary action, up to and including, possible termination. WAGE ASSIGNMENTS or GARNISHMENTS On occasion, employees may have Wage Assignments or Garnishments filed against them. These are legal documents and require that Martino Landscape Contractors deduct a certain amount from your weekly paychecks. The Company will inform you regarding any such Garnishments against your wages as soon as possible after they have been received and processed in the Accounting Department. You will be provided with copies of any documentation that is given to the Company. If you disagree with the Garnishment, then it is your responsibility to handle this matter with the appropriate court and/or institution. The Company has no say whatsoever on these issues. They are strictly legal requirements with which the Company must comply by law. For each assignment or garnishment, the employee will be assessed an Administrative Fee of $3. 0 per transaction. PERFORMANCE EVALUATIONS All Field employees will receive a written performance evaluation annually, based on their anniversary dates. They may be provided more frequently. New employees will receive a written performance evaluation at the conclusion of their 60-day Introductory Period. The purpose of the performance evaluation is to let you know how well y ou are doing. Written performance evaluations may include commendation for good work, as well as specific recommendations for improvement. You will have the opportunity to discuss your performance evaluation with your immediate supervisor. This is a good time to ask questions and to clarify important points. Performance evaluations help Martino Landscape Contractors make important decisions about job placement, training and development, and pay increases. A satisfactory performance evaluation does not guarantee a salary increase nor does it alter, modify, or amend the at-will employment relationship between you and Martino Landscape Contractors JOB DESCRIPTIONS SECTION III: GENERAL INFORMATION INJURIES/ACCIDENTS All injuries while on company time must be reported as soon as possible to your immediate supervisor. PLEASE, ensure that medical attention is sought first in an emergency. Your supervisor will have a listing of emergency telephone numbers. If you witness or are present when an injury occurs, and the situation so calls, please call for help IMMEDIATELY. Your and your co-workers’ health and well-being are of prime importance. In addition, you are expected to immediately report any and all unsafe situations to your immediate supervisor. SEXUAL HARASSMENT Martino Landscape Contractors are committed to providing a work environment that is free of discrimination and harassment. In keeping with this commitment, Martino Landscape Contractors maintains a strict policy prohibiting harassment, including sexual harassment. Sexual harassment of employees by supervisors, co-workers, customers, representatives of governmental agencies, outside professionals, vendors, etc. is prohibited. Individuals who have been determined to have violated this policy will be disciplined, up to and including, possible termination. Martino Landscape Contractors makes the following commitments to all employees: Examples of sexual harassment include, but are not limited to, the following: Un-welcome sexual flirtations, advances, or propositions; †¢Verbal abuse of a sexual nature; †¢Using explicit or derogatory sexual terms in reference to any employee; †¢Subtle pressure or requests for sexual activities; †¢Unnecessary touching of an individual; †¢Graphic comments about an individual’s body; †¢A display in the workplace of sexually suggestive objects or pictures, including, but not limited to, magazines, posters, calendars, photographs, and drawings; †¢Sexually explicit or offensive jokes; †¢Physical assault; Retaliating in ANY way against an employee who has complained of, or reported, sexual harassment or who has participated in the investigation of such conduct. If you believe that you are being, or have been, harassed in any way, you MUST report the facts of the incident or incidents to your supervisor immediately, without fear of reprisal. If for ANY reason you are uncomfortable talking with this person, or this person is the one whom you believe is guilty of sexual harassment, you should immediately talk with the President. Do not wait to see if the behavior stops. To properly protect all of our employees, customers, vendors, business associates, Martino Landscape Contractors must be notified at the first opportunity. Any accusation brought to the attention of supervision and/or management MUST be brought up the chain of command of the organization or directly to President for investigation. It is a condition of employment at Martino Landscape Contractors that if it is deemed necessary to use an outside arbitrator to resolve any sexual harassment disputes, you hereby accept this condition and agree to abide by the judgment and determinations of this arbitrator. ALCOHOL, DRUGS, AND CONTROLLED SUBSTANCES Martino Landscape Contractors has adopted a policy on drugs, alcohol, and other prohibited items in order to help insure a safe, healthy, and productive drug-free environment for our employees and others on Company property, to protect Company property and assets, to maintain a favorable public image, and to assure efficient operations. It is the policy of Martino Landscape Contractors to maintain its property and to provide a drug-free working environment that is both safe for our employees, including others having business with the Company, or on Company property, or at work sites where Martino Landscape Contractors is performing work, and conducive to efficient and productive work standards. This policy restricts certain items and substances from being brought to work, being used while working or being present on Company property and/or Company work sites, and prohibits Company employees and all others from, reporting to work, working or being present on Company property and/or Company job sites, whether or not on duty, from having detectable levels or identifiable trace quantities of certain drugs and other substances, and prohibits the unauthorized possession, by employees or others, of property, equipment, materials, supplies, or proprietary information belonging to Martino Landscape Contractors or others. OUTSIDE ACTIVITIES) or CONFLICT of INTEREST Because of the possibility of a conflict of interest, employees are prohibited from holding a position with any competitor, governmental agency, and customer, outside professional entity, or vendor or any business entity working with Martino Landscape Contractors. Therefore, you are required to inform your immediate superv isor if you have any outside employment – with any company or any self-employment venture. Martino Landscape Contractors will be the sole judge as to whether that company or business venture falls into any of these categories. While you are free to have outside employment (a second job), it must not interfere with your ability to perform your duties and responsibilities for Martino Landscape Contractors. in a productive and safe manner. In addition, it must not limit your ability – on a regular basis – to be available for required overtime and/or weekend In addition, all employees are prohibited from engaging in outside employment, private business, or other activity, which might have an adverse effect on, or create a conflict of interest with, Martino Landscape Contractors and the type of work that the Company performs. DRIVING RECORDS Employees, whose job/position requires the ability to operate a motor vehicle, must present and maintain a valid driver’s license and a driving record acceptable to our insurer. You will be asked to submit a copy of your driving record to Martino Landscape Contractors from time to time. Any changes in your driving record must be reported immediately. Failure to do so may result in disciplinary action, up to and including, possible termination. If you are authorized to operate a Company vehicle in the course of your assigned work, or if you operate your own vehicle in performing your job, you will be considered completely responsible for any accidents, fines, or traffic violations incurred – other than those imposed on a Company vehicle for being overweight, unsafe, etc. Your immediate supervisor will advise you on what to say and do (and what not to say and do) in the event of a vehicular accident All drivers will be subject to investigation annually by the insurance carrier to verify the status of their driving record and to determine their insurability. Martino Landscape Contractors is not liable for any employee that is turned down for coverage. However, if our insurance carrier will not insure you, then you cannot hold a position that has a requirement for driving a vehicle. ONLY Martino Landscape Contractors employees may operate any vehicle or piece of equipment owned or rented by the Company. PERSONAL LOANS and PAY ADVANCES It is the policy of Martino Landscape Contractors, Inc. NOT to enter into any type of loans for any employee. Generally, it is the policy of Martino Landscape Contractors, Inc. NOT to provide a pay advance to any employee. However, under emergency conditions, an exception can be made to this policy. If such an exception is granted, the following conditions apply: 1. For salaried personnel, no pay advance can be made for a sum greater than 50% of salaried employee’s regular or base weekly salary. 2. For hourly employees, no advance can be made for sum greater than 20 hours pay (20 hours times the employee’s hourly wage rate. ). 3. There is a $3. 00 processing fee, per transaction, per week to cover the administrative time and effort involved in this process. 4. All advances granted must be paid back to the Company by the end of the last business paycheck of the year. 5. Employees are eligible for a pay advance only once within each calendar ear. 6. ONLY the Vice President, the Controller, or the President may grant exceptions. EMPLOYEE STATEMENT OF ACKNOWLEDGEMENT This is to acknowledge that I have been given information on accessing the website to read and review the Dixie Lawn Service, Inc. â€Å"Employee Handbook† and the â€Å"Safety Manual†. It is the employee’s responsibility to read and be aware of Dixie Lawn Service, Inc. policy and procedures that are kept up to date on this website. Printed copies may be available upon request. Employee Signature Date How to cite Employee Handbook, Papers

Andrew Jackson and Indian Removal free essay sample

Territory was declared in the Act of Congress in 1 830 with the Indian Removal Policy. Alias Button, Major Ridge, and John Ridge and their Corps accepted the responsibility for the removal of one of the largest tribes in the Southeast. Even though they were the earliest to adapt to European ways, they were still considered inferior to the white man. There was a war involving the Cherokee and the Chickasaws before the Indian Removal Policy was passed and the Cherokee were defeated. Chief Dragging Canoe was forced to sign a treaty in 1777 which split up the tribe.The portion f the tribe in Chattanooga, Tennessee became known as the Chicagoan and Chief Doubleheader became their chief. After a short period of time, Chief Doubleheader signed a treaty and gave away the land of his people. Since tribal law says Death to any Cherokee who proposed to sell or exchange tribal land, Chief Doubleheader was later executed by Major Ridge. We will write a custom essay sample on Andrew Jackson and Indian Removal or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Shortly thereafter, there was another treaty signed in December 29, 1 835 which is called The Treaty of New Echoed. It was signed by a party of 500 Cherokee out of about 17,000.Between 1785 and 1 902 twenty-five treaties were signed with white men and more and more tribal lands were given away. In 1838 General Winfield Scott collected the Cherokee Indians and took them from their homes. Along with their personal belongings, The Cherokee were placed in holding camps so none would escape. They were going to be moved in the fall of 1838. The journey did not occur in October, 1838 because of bad weather. They were now supposed to move 1 3,000 Cherokee in the spring Of 1 839 a distance of eight-hundred miles.The Cherokee were fed on meager rations and suffered malnutrition. They were badly looted for the spring and many caught diseases and died. Many Cherokee tried to escape and some succeeded. The Cherokee knew these woodlands and knew where to go. The white men couldnt find them without the help of other Cherokee and bribes. Most of the Cherokee hid in the mountains and could not be found. During the eight-hundred mile trek many children and spouses were separated from their families when the Government split up the Cherokee into groups of 1,000 for ease of removal.About one-third of the original Cherokee they collected died in the holding camps and on the trek room the Southeast section of the Union to Indian Territory. After they reached their new homes, they had to adjust to a new way of life. The Cherokee, who had been farmers, could not use their agricultural skills as the land of their new surroundings was infertile. The land was meant for cattle raising, which they didnt know how to do. They built a capital city called Tattletale and declared themselves a nation, in September 6, 1839. Even though the Cherokees had to adapt a new way of living, they still tried to maintain their own culture.John Ross was elected by the Cherokee as the President of he Cherokee nation in 1827. Along with the other seventy two tribes, they established their own schools so that their childrens education would continue. The first Cherokee school opened in 1 801 where their own language was being taught. Their written language which consists of 85 characters, was said to be created by Sequoia (1760-1843) , a Cherokee leader. Sequoia translated the Bible, wrote many books, and helped publish the newspaper, The Cherokee Phoenix. This was contradicted in Dialogue-Everyman Encyclopedia Story #1989130.It said the man who created he 85 character written language was George Guess. The Cherokee Phoenix was published in both languages-English and Cherokees. The Cherokee had mixed blood from the early British settlers and traders, therefore, the Cherokee were educated in both languages. For over half a century the Cherokee refused to become American Citizens until 1906, when the Unites States government declared all tribal members U. S. Citizens. A year later the Indian Territory was admitted into the Union as the state of Oklahoma. During this period many Cherokee started breaking away and married outside of heir group.In 1930 forty- five thousand two hundred thirty-eight Cherokee left Oklahoma and headed East from where they came. Many gave up their culture and even adopted other religions. The U. S. Census has shown that 293,074 Cherokee are living in more than 30 states in the United States. Now the Cherokee Nation is under control of the first woman chief. In November 1983 Wilma Manlier was elected to the office of the Cherokee Nation. The Cherokee survived the hardships of the Trail of Tears and the loss of their loved and their population continues to grow.

International Law Essays (30173 words) - , Term Papers

International Law ILP WP 05/01 PRINCIPLES OF INTERNATIONAL LAW ON THE USE OF FORCE BY STATES IN SELF- DEFENCE This publication contains: I Principles of International Law on Self-Defence II The list of participants III The responses to the Questionnaire Elizabeth Wilmshurst October 2005 Introduction The purpose of this study is to provide a clear statement of the rules of international law governing the use of force by states in self-defence. The rules are being challenged in the light of what are seen as new threats from terrorism and from the possession of weapons of mass destruction, and there has been controversy as to whether they need revision or redefinition. The study was prompted by various statements and actions by states, recent developments in the United Nations and by decisions of the International Court of Justice. In the resolution incorporating the Outcome of the World Summit in September 2005 the UN General Assembly affirmed that the relevant provisions of the UN Charter are sufficient to address the full range of threats to international peace and security, and has reaffirmed the authority of the Security Council to mandate coercive action to maintain and restore peace and security. But the resolution did not deal with the question as to when it is lawful for a state to use force in the exercise of its inherent right of self-defence. This study was undertaken because we believe that, in the light of current challenges, it is of importance to world order that there be clarity and understanding about the relevance and application of international law to the use of force by states. A questionnaire was sent to a small group of international law academics and practitioners and international relations scholars in this country, asking for their views on the criteria for the use of force in self- defence. At a meeting at Chatham House the participants discussed a paper which had been drawn up on the basis of the responses to the questionnaire. Following that meeting a set of Principles was prepared by the International Law Programme at Chatham House. They are put forward here with the intention of contributing to discussion and comment. Readers are encouraged to communicate any views and reactions. Depending upon the outcome of this stage of the study, further meetings may be held and the Principles further refined. While the Principles are intended to give a clear representation of the current principles and rules of international law, the law in this area is politically and legally contentious, and the interpretation of the Principles and their application to particular cases will rarely be without difficulty. The Principles do not necessarily represent the views of all the participants in the study. Comments are invited on the Principles. Any comments should be addressed to Iwona Newton at Chatham House ([emailprotected]). Participants Sir Franklin Berman QC is a barrister at Essex Court Chambers and Visiting Professor of International Law at the Universities of Oxford and Cape Town; formerly Legal Adviser at the Foreign & Commonwealth Office. Daniel Bethlehem QC is Director of the Lauterpacht Centre for International Law at the University of Cambridge, and barrister at 20 Essex Street, London. James Gow is Professor of International Peace and Security, and Co-Director of the International Peace and Security Programme, King's College London. Christopher Greenwood QC is Professor of International Law at the London School of Economics and Political Science, and a barrister at Essex Court Chambers. Vaughan Lowe holds the chair of Chichele Professor of Public International Law, is a Fellow of All Souls College, University of Oxford, and a barrister at Essex Court Chambers. Sir Adam Roberts holds the chair of Montague Burton Professor of International Relations and Fellow of Balliol College, University of Oxford. Philippe Sands QC is Professor of Law and Director of the Centre of International Courts and Tribunals at University College London, and is a barrister at Matrix Chambers. Malcolm Shaw QC is Sir Robert Jennings Professor of International Law at the University of Leicester, and is a barrister at Essex Court Chambers. Gerry Simpson is a Reader in the Department of Law at the London School of Economics and Political Science. Colin Warbrick is Professor of Law at the University of Durham. Nicholas Wheeler is Professor in the Department of International Politics at the University of Wales, Aberystwyth. Elizabeth Wilmshurst is senior fellow, international law, at Chatham House. Sir Michael Wood is the Legal Adviser at the Foreign & Commonwealth Office. PRINCIPLES OF INTERNATIONAL LAW ON SELF-DEFENCE The Charter of the United Nations prohibits the use of force against another state except where the Security Council has authorised the use of force to maintain or restore international

Savage Inequalities Essay

Savage Inequalities Essay Savage Inequalities Essay Savage Inequalities â€Å"’The Ultimate terror for white people†¦is to leave the highway by mistake and find themselves in East St. Louis. People speak of getting lost in East St. Louis as a nightmare. The nightmare to me is that they never leave that highway so they never know what life is like for all the children here. They ought to get off that highway. The nightmare isn’t in their heads. It’s a real place. There are children living here.’† (Kozol, 18). In the novel, Savage Inequalities, Jonathan Kozol describes the horrendous living conditions within five poverty-stricken areas in the United States. He is instantly able to put feelings of both shock and discomfort into his readers by describing the toxic wasteland that is considered East St. Louis. Actually having grown up in Fairfax County, I had no idea anyplace like this could still exist in our country, much less right in my backyard. If America is supposed to portray freedom and equality, then why are there still places like East St. Louis that could pass for a part of the third world? The main problems presented in this story were racist issues in the schools, differences between poor and affluent districts, and determining how to improve the public education systems. Most of the black communities Kozol visited were created when blacks moved north to work in factories, which were looking for cheap laborers. However, over time these factories moved to different locations, which caused massive unemployment rates in those areas. In my opinion, this is what caused the initial economic downfall and the result of predominately black neighborhoods. Kozol witnessed a few different versions of racism as he visited the various cities. Blacks mainly inhabited East St. Louis (also known as â€Å"The Bottoms†) while the wealthier white people resided on the adjacent hills (known as â€Å"The Bluffs†). Those who lived on The Bluffs made it clear that their black neighbors were not welcome, especially in their much nicer schools. On the other hand, some schools in the Bronx seemed to express racism in a different way. In a regular classroom there would be all white students, maybe with an exception to another black child. There were also s eparate classes set up for the â€Å"special† students, these were filled with primarily black or Hispanic students. This shows that even if a school is technically desegregated, administrators are still able to keep students separate because of their race. In 1876, the historic court case Plessy vs. Ferguson passed through the Supreme Court claiming that schools could be â€Å"separate but equal†. In my opinion, even though Brown vs. Board of Education went through the Supreme Court and cancelled out the previous ruling of Plessy vs. Ferguson, segregation issues nowadays are even worse than before. Now, because of Savage Inequalities, many more Americans know about these modern issues and see that some schools are treating minorities both separate and unequal. When comparing the schools Kozol visited in the inner city to the wealthy suburban ones nearby, the differences are tremendous. Du Sables High, where many of the poor blacks students attend, has a dropout rate of about fifty-percent. Along with the extremely high dropout rate, the majority of the students are illiterate (usually around a sixth-grade level) and can afford very few supplies and outdated books for those who try to stick with school. â€Å"’You don’t dump a lot of money into guys who haven’t done well with the money they’ve got in the past,’ says the chief executive officer of Citicorps Savings of Illinois. ‘you don’t rearrange deck chairs on the Titanic.’† (80). In contrast to Du Sables

Discuss the contributions of iron technology to the process of state Essay - 1

Discuss the contributions of iron technology to the process of state formation in Bantu Africa - Essay Example The Bantu community had the notion of a ‘big man’ who was enchanted with grasping of new opportunities. Such an idea led to the development of political establishments as chiefdoms regrouped. It is believed that three main kingdoms that inhabited the western savannas came into being through this method. They include the Kongo, Luango, and the Tio. Importantly, copper trade in the contributed to the development of major commercial market routes and major markets that expanded the territories of the existing political establishments. For instance, the Malebo Pool along River Zaire began through such a process. Furthermore, copper rich areas were regarded as ‘capitals’ headed by a ‘paramount chief’. The paramount chief was surrounded by a close circuit of a court of title holders who performed rituals and emblems within certain principalities. Archeologically, along the Zaire valley iron and copper deposits had been discovered. In areas such as Bok o Songho-Mindouli area, political establishments were related to the large deposits of iron and copper (Alimen). The emergence of these kingdoms in the 14th to 17th the century occurred more or less simultaneously as a result of iron technology. To begin with, the Mbundu Kingdom was established in the 16th century, and it controlled most economic resources and commercial routes in the south of the Kongo. As a sign of the political power they wielded, the Mbundu Kingdom used a piece of iron as an emblem and mark of their authority. This piece of metal was known as ‘ngola’. It is known that towards the end of the 15th century a holder of that emblem established a major kingdom. In subsequent centuries, the emblem played a significant role in the slave trade (Alimen). Towards the end of the 18th century, the Mbundu had organized a large commercial network of together with Portuguese immigrants whose trading caravans reached as far as the Lozi and Lunda Kingdoms. The kingdoms developed a royalty form of a