The CNN Effect - 2884 Words

The CNN Effect has been described in many positive and negative ways. Former UN Security General Boutros-Ghali described CNN as â€Å"the sixteenth member of the Security Council (Gilboa, 2005).† While Colin Powell saw the network’s effect as being that â€Å"live television coverage doesn’t change the policy, but it does create the environment in which policy is made (Gilboa, 2005).† These two statements show that the CNN Effect has an impact both domestically and internationally as a major part of the world’s political process. The CNN Effect may be seen as a positive or a negative but despite one’s opinion it has had the varying effects of being part of the agenda setting process and acting as an accelerant. Although the CNN Effect,†¦show more content†¦This historic event was marked by the fall of the Berlin Wall and with that came the end of a structured way of decision-making for US policy makers (Potter, et al., 2010). This la ck of structure was the result of the US no longer having the policy of containment to rely upon for policy direction as they had for the previous 50 years. CNN became more relevant through their ability to deliver coverage globally as they became â€Å"a center of gravity† for US foreign policy which caused US foreign policy to become very crisis oriented (Livingston, 2005). This new direction in foreign policy was in large part the result of coverage of the Persian Gulf War in the early 1990’s. During the Persian Gulf War CNN delivered the first live, 24/7 war news coverage and did so exclusively from Baghdad (Gunther, 2001). This live coverage affected not only the general population but the eye of political leaders as well. This was the case because CNN’s coverage allowed for a constant feed of updates on what was occurring on the ground so that people of all levels could stay informed. As stated by former US Congressman Markey, â€Å"CNN has provided insta ntaneous coverage that is watched by everyone from Saddam himself to analysts in the Pentagon (U.S Communications Policy, 1991).† This result not only was evident in the early 1990’s but carried over as this was seen in the 9/11 attacks. While theShow MoreRelatedThe CNN Effect: The Media and Crime Coverage911 Words   |  4 Pageswhich mainstream media depicts various aspects of American life has a correspond effect on how these events are perceived by the American public. When isolated media events are sensationalized, these depictions can result in misperceptions and fear, especially when they involve issues that have personal implications for viewers such as crime. To gain some fresh insights into these issues, this paper examines how CNN covers crime in its productions such as The Situation Room with Wolf Blitzer asRead MoreThe Cnn Effect : An Exploration Of How The International Media1732 Words   |  7 Pages THE ‘CNN EFFECT’: AN EXPLORATION OF HOW THE INTERNATIONAL MEDIA ‘DRAGGED’ AMERICA TO SOMALIA POST 1991 BACKGROUND Mass communication is the process which public messages are transmitted and are directed at large audiences with different values not found at a particular place but in different places. In the media arena globalisation refers to worldwide distribution of the same programme content and the distribution of special interest information that is aimed at a globally dispersed minority audienceRead MoreTime Warner: The Impacts of Acquiring Fox News Essays1590 Words   |  7 Pagescompanies to bolster earnings. This paper explores the impact created by the acquisition of Fox News by Time Warner to its news network line-up. The impact of complementaries, creations of anti-trusts, and the actually of a synergy taking place between CNN and Fox News. Introduction In January 2000, Time Warner, Inc. (TW) announced its plans to merge with America Online (AOL) and upon completion in 2001, it had become the largest merger in U.S. corporate history. AOL had a pre-merger value of $163Read MoreChallenges at Time Warner1633 Words   |  7 Pagescompanies to bolster earnings. This paper explores the impact created by the acquisition of Fox News by Time Warner to its news network line-up. The impact of complementaries, creations of anti-trusts, and the actually of a synergy taking place between CNN and Fox News. Introduction In January 2000, Time Warner, Inc. (TW) announced its plans to merge with America Online (AOL) and upon completion in 2001, it had become the largest merger in U.S. corporate history. AOL had a pre-merger value of $163Read MoreThe Flint Water Crisis Is A Public Health Emergency1398 Words   |  6 Pagesand identify when they are not performing their duties, so that future crisis such as this can be avoided. Flint, Michigan is a city located 70 miles north of Detroit with a population of 98,310 (CNN, 2017). The population is 56.6% African-American and 41.2% of residents live below the poverty line (CNN, 2017). (It is important to realize the high percentage of African-American residents, as it gave rise to racial issues following the event) After an audit projected a $25 million deficit in FlintRead MoreThe Effects Of Television On America During The 1980s1289 Words   |  6 Pages2016 The Important Effects of Television in America in the 1980s Television is one of the most popular ways to consume media. However, television wasn’t always the way it is today. Many changes took place in the television industry during the 1980s. Some of the important changes that took place in the 1980s were the new types of programming, the increase in the popularity of cable television, and new technology that was invented such as the remote control. Television had a huge effect on society throughRead MoreEssay On Hurricanes1082 Words   |  5 Pages helped develop the realization of the difference of coverage between Hurricane Harvey in Texas and Hurricane Maria in Puerto Rico. One question that was applied towards each online, tv, or newspaper article was whether the news was covering the effects of the specific hurricane or the plans for recovery of the hurricane. These two different ways of covering the hurricanes were predicted to be the way the majority of the news sources would cover the storms. But, as Puerto Rico faced an ab undanceRead MoreThe Massacre At Virginia Tech1522 Words   |  7 Pageshe studied english. On the 30,000 person campus Cho stood out as a, â€Å"silent loner who wrote gruesome poems, stories and plays† (Biography, 2014). He also referred to himself as â€Å"Question Mark† (Biography, 2014). Cho began going on a â€Å"mean streak† (CNN, 2016). One of Cho’s professor, poet Nikki Giovanni, told TIME magazine â€Å"there was something mean about this boy† and described Cho â€Å"a bully†. She had him removed from her class for distributing the other students (Biography, 2014). He would alwaysRead MoreTax Inversion And The United States Government1152 Words   |  5 Pagesimplementing policy firms will obey and follow (CNN, 2014). The Treasury Department policy is a first in effectively ending the â€Å"hopscotch† tax game. Hopscotch procedures is when a firm gets out of paying taxes on their foreign profits brought back to the United States. The firm simply takes the profits and in the form of a loan subsidy lends it to the new foreign parent company firm â€Å"hopscotch† over the taxes while the firm reaps the financial rewards tax free (CNN, 2014). The new policy will consider â€Å"hopscotch†Read MoreExample Of Using Deep Learning To Predict Distortion In Additive Manufacturing1092 Words   |  5 Pagesnetwork (CNN) and feed-forward network (FFN) used sequentially, will be developed to predict the distortion of a printed part with any geometry. The CNN will be used to identify variations within the thermal history during the printing process. The thermal history of the part is captured in image files, where each pixel represents the temperature; a CNN will be used because CNNs have been one of the best architectures, based on recent literature, for image recognition [5]. The output of the CNN will

Mother Thersa-Kind Hearted - 1039 Words

Mother Teresa 1910-1997 Albanian missionary Mother Teresa has dedicated her life to helping the poor, the sick, and the dying around the world, particularly those in India. introduction Mother Teresa is among the most well-known and highly respected women in the world in the latter half of the twentieth century. In 1948 she founded a religious order of nuns in Calcutta, India, called the Missionaries of Charity. Through this order, she has dedicated her life to helping the poor, the sick, and the dying around the world, particularly those in India. Her selfless work with the needy has brought her much acclaim and many awards, including the Nobel Peace Prize in 1979. She was born Agnes Gonxha Bojaxhiu in 1910 in Skopje, Yugoslavia†¦show more content†¦Doctors were not sure she would recover. Within days she was fully conscious, asked to receive communion, and requested that the doctors send her home. When she was sent home a few weeks later in early September, a doctor said she firmly believed, God will take care of me. In late November of that same year, Mother Teresa was again hospitalized. She had angioplasty surgery to clear two blocked arteries. She was also given a mild electric shock to correct an irregular heartbeat. She was released after spending almost a month in the hospital. In March 1997, after an eight week selection process, 63-year-old Sister Nirmala was named as the new leader of the Missionaries of Charity. Although Mother Teresa had been trying to cut back on her duties for some time (because of her health problems), she stayed on in an advisory role to Sister Nirmala. In April 1997 filming began on the movie Mother Teresa: In the Name of Gods Poor with actress Geraldine Chaplin playing the title role. The movie aired in the fall of 1997 on The Family Channel even though, after viewing the movie, Mother Teresa refused to endorse it. Mother Teresa celebrated her 87th birthday in August, and died shortly thereafter of a heart attack on September 5, 1997. The world grieved her loss and one mourner noted, It was Mother herself who poor people respected. When they bury her, we will have lost something that cannot be replaced. In

Discrimination Complaint Free Essays

Many employees, especially in America are faced with discrimination either in schools or in work places. The case at hand is about John. He, being a federal employee files a discrimination complaint with the Equal Employment Opportunity Commission (EEOC) against his employer, who heads the agency he is working for. We will write a custom essay sample on Discrimination Complaint or any similar topic only for you Order Now He takes this initiative because as per the Code of Federal Regulations, each employee has a right to file complaint for an equal employment opportunity with the agency. A charge filed with EEOC will also automatically be filled with Fair Employment Practices Agencies (FEPAs) since they work hand in hand to avoid effort doubling-up of charge processing. Moreover, it is determined within a short period of time (EEOC, 2009). In John’s case, since he is the aggrieved person, prior to his the case filing, he will first consult with an Equal Employment Opportunity (EEO) officer in an attempt to decide the discrimination matter casually. During the forty five days EEO process, John is mandated to have his own representative, probably an attorney. During this period, the counselor should be neutral to both the employer agency and John. The counselor will offer John a variety of the available legal choices. After having gone through his rights and responsibilities list provided by the counselor, John has to raise a counseling matter; otherwise the formal EEO complaint is discharged. If a concrete resolution is not realized, then this paves way for the aggrieved person, in this case John, to file a formal EEO complaint with a federal district court. This is because all the available administrative remedies have been exhausted. However, before John can file a formal complaint, he must have received a notice of final interview from the EEO counselor. Moreover, he must be provided with an apposite official of his employer agency. The right to file a formal complaint has to be effected within Fifteen days after receiving the aforementioned notice (Bernnett Hartman, 2007). When John is filing this complaint in person, he has to go to the meeting with any papers or information that will aid the EEOC figure out his case. This may include a letter or notice indicating his performance evaluations and also that he was kicked out of the job. Moreover, he will bring with him names of fellow employees, who have sufficient information of what went on with their contacts included. On the other side, he can send a letter containing his personal details, the employer’s details, a brief explanation of the proceedings that he believes were bigoted, the date when these discriminatory events took place and the number of the employees in the company. The inequitable dealings have to be unambiguous, for instance, John has to state whether he was fired, harassed or demoted. Additionally, he has to give the reasons as to why he believes he is facing discrimination such as sex, religion, genetic information or even age. Importantly, John has to make sure that he signs his letter to give EEOC the go-ahead for investigations. This information is assessed and a follow up questionnaire may be sent to John if additional information is required from him. John has to be timely and follow the aforesaid EEOC procedures so as to avoid from being dismissed off his complaint. Later on, the information is got into in a certified EEOC charge form. Both John and his lawyer are conducted to sign the form. In the acknowledgement letter issued to John by his employer, he (the employer), will be required to indicate the EEOC office’s address in which the complaint is to be heard, the time that the employer requires to conduct an appropriate and impartial investigation of the complaint filing by John and the employer’s right to appeal to the ultimate pronouncement arrived or dismissal of John’s grievance. In case John has more similar claims over or related to those of the earlier pending complaint, he has the mandate to add the same. This is referred to as amendment of the pending complaint. For John to be in a position to amend the complaint, he must write a letter addressed to the EEO director of his employer. In this letter, John has to explicitly give detailed information about the new occurrence(s). Furthermore, he is entitled to affirm his intend to amend the complaint by including the new incidents. On receiving the letter, John’s employer or his EEO director will carefully assess the amendment request with the aim of determining the handling correctness of the complaint amendment. However, if John’s existent claim offers adequate support to the additional claims and does not birth a new claim or if the arising claim is closely related to the former, there is no need for a new EEO counseling. John’s new claims qualify to be part and parcel of the investigation and the same is communicated to him. A comprehensive and inclusive investigation of John’s employer then commences. This ought to be developed without prejudice and must be factual in all its recordings. The aim of it being factual and impartial is to ensure that the conclusions to be drawn at the end will be reasonable as to whether John was discriminated by his employer or not. During this process, the investigators are consented to with oaths administrations, witness testimonies and proper documentation. Moreover, they must not have a conflict of interests with the aggrieved party during their investigation. Besides, they should congregate pertinent substantiation that will be employed as a fact-finder in determining whether or not the employer had been involved in a discriminatory act against John. Once the investigation process is over, the employer will provide John with a copy of file in which the complaint had been recorded, the investigation report and the notice of the right to ask for either the on the spot employer’s final decision or an EEOC hearing. The federal district court thus, after the EEOC resolves to file a civil action, handles John’s discrimination complaint entirely as a new case. Moreover, the assumption that arises is that no findings were conducted by the EEOC. The principal purpose behind the court’s take to handle the case as above mention is to ensure that no biasness during the process of issuing a judgment (Cornell, 2009). Moreover, new and more thorough investigations take place. Irrespective of EEOC denying John a right-to-sue-letter, he still bears this right to file a court case. However, John can fail to receive a satisfying resolution of his case or the judgment might not be to his favor. If he has sufficient basis to appeal his case, John may further opt to file his appeal with the U. S. Supreme court. In conclusion, although John is very conversant with the legal actions that he can follow in his complaint, he has to consider the expenses he will incur in this process. Besides, his employer agency has more resources than him. So long as EEOC helps protect employees from prejudice, the surety that he will receive a right-to-sue letter from the EEOC is only he is in a position to substantiate the earlier mentioned bases of discrimination. References Bennett-Alexander, D. Hartman, L. (2007). Employment Law for Business. New York: McGraw Hill Cornell, (2009). Employment Discrimination: An Overview. Retrieved on 24 July 2010 from http://topics.law.cornell.edu/wex/Employment_discrimination EEOC, (2009). The Digest of Equal Employment Opportunity Law. Retrieved on 24 July 2010 from   http://www.eeoc.gov/federal/digest/xx-1.cfm How to cite Discrimination Complaint, Papers

Contractual Aspects of Payroll Administration free essay sample

The department is responsible for the correct and timely administration of all payroll duties within the London office. This report will conclude with any findings, and a number of recommendations are made as to how the company can improve existing practises. 2. Legislation and Payroll â€Å"A contract is an agreement between two parties and is enforceable by law. A contract of employment is a contract of service and comes into being when an employee agrees to work for an employer in return for pay†. (Acas, 2012). The contracts used at Global contain start date, pay rate, pay method and date, notice of resignation or termination of employment, holiday entitlement and job title. These particulars must be included in all written contracts. (Gov. uk, 2013). The company only composes new contracts if there is a major variation in an employee’s circumstances, like change of role. Any other changes are confirmed via letter and filed, so the majority of original contracts are never modified. All starters are issued a contract before the start date which is signed by HR and sent to the new employee for signature. This is in line with the Employments Right Act 1996, where a written contract must be provided within 8 weeks of employment starting. (CIPD, 2012). Included with the contract is the company handbook, which contains all current terms and conditions and legislation that affects the employee whilst working at Global. (Employeradvice, n. d). These must be reviewed by the employee, signed and then returned to the company before commencement of employment. The employee at this point can raise any queries regarding any terms and conditions that are not clear. (ehow, n. d). As per the Employments Rights Act 1996, all employees at Global have access to an itemised payslip on or before pay day. (Carvel, 2012). The payslip must include all statutory deductions, gross salary and net amount payable. (HM Revenue Customs (HMRC), n. d). Payroll also includes all voluntary deductions on all payslips, all deductions on the payslip are itemised individually so that payroll does not need to provide a written statement. (CIPP 2012 p. ). HR performs various checks that are requested by law to comply with current legislation. (UK Border Agency, 2012). Once these checks are completed and approved the employee is fit for work at Global. Upon commencement the new employee is sent to HR and payroll to complete all necessary in-house paperwork. This starter pack includes employee personal information, bank and emergency details; all forms must be signed by both the employee and payroll/HR. The new employee must present a P45 as soon as possible to enable payroll to make the pay run deadline. If this not applicable or the employee does not possess one a P46 is completed. (HMRC, n. d) Due to the type of business and staff at Global, no employee is affected by the National Minimum Wage Act 1998 (Acas, n. d). All staff are employees and are paid in line with market rates which are above the minimum wage. Employees are advised that the first pay will be on the contractual pay date in line with the rest of the company. New employees have induction training with payroll and HR on day one of employment (Businessballs, 2010). The employee is taken around the company and informed of the company’s code of conduct, health and safety and where to find certain amenities. As part of the Asylum and Immigration Act 2006, Global is vigilant in its checks on employees from overseas. The company has numerous foreign workers and the appropriate paperwork is requested and received before the employee commences work. The relevant documents from approved and recognised lists (UK Border Agency 2012) are checked and copied for the payroll files. All new employees are entitled to company benefits which include, pension, season ticket loan, gym subsidy, BUPA and PHI. Employees who wish to participate in any of these schemes, fill in a form with the relevant details which the employee must sign to authorise payroll to make the deductions from monthly pay. The majority of employees are permanent staff; there are only two on fixed term contracts. All employees employed on either a fixed or permanent contract are entitled to all the staff benefits as per The Fixed Term Employees Regulations 2002 (Thompson Solicitors, 2013). Global also has ten staff that are employed on a part time basis; these employees also have entitlement to all benefits on a pro rata basis, as per The Part Time Workers Regulations 2000 (Compactlaw, 2013). Global has had to adopt additional aspects of the Employment Relations Act 1999 as there is a growing number of younger employees starting families. The company has had various parents taking time off for dependants when ill, and a couple of parents have been granted parental leave (Legislation, n. d). Payroll has to make manual adjustments to pay where there is unpaid time off. This has not had a major impact on the business as the tendency is that new mothers take the leave. (HM Government, 2012). Along with the aforementioned legislation, Global has had to update policies on the Employment Act 2002 and Work and Families Act 2006, (Legislation n. d) to coincide with the increasing number of new parents. All maternity and paternity leave and pay have been updated, along with adoption leave and pay as both areas have affected the company. Payroll has been proactive in updating the payroll system where necessary and changing the company in house forms used for maternity and paternity changes. Payroll and HR have also had to incorporate flexible working for parents. (Working families, 2012). This change has meant that payroll and HR need to draw up new contracts, change working patterns on the system and pro rata pay and benefits. Where there are any changes to legislation that affects Global, the staff handbook is updated and all employees are notified of these changes via email. 3. Processes The payroll department has written procedures in place which explains the processes the team complete for the pay run. â€Å"Documented procedures ensure a clear and defined approval process, efficient payroll activities, availability of forms and appropriate controls. † (ehow, 2013). Global operates a negative payroll for all staff (CIPP, 2008 p15). This means that no action is required for the payroll to be run every month. The small amount of manual input is overtime and any pay adjustments arising from change of employee circumstances. All contractual changes are only actioned once payroll have a copy of the signed confirmation letter by the HR manager. All paperwork that is copied and filed by payroll/HR is secured away in locked cupboards every day, and only the four members of payroll and HR have access to these files. In compliance with the Data Protection Act 1998 (Legislation, n. d. ), all employee’s paperwork are kept confidential and only senior management can request information from these files. Employees also have the right to gain access to any of the information kept on file relating to the individual. ICO, n. d. ) Payroll only deducts payments that are either required by law, payroll has had written instructions from the employee or HR manager, or it has been outlined in the staff handbook. (Emplaw, 2013). Payroll or HR will acknowledge these changes with a confirmation letter to the employee, of which a copy will be filed. In the event of any over or under payments, these are collected as inst ructed per the staff handbook. The same applies if an employee leaves with a season ticket loan balance, this will be deducted in the final pay in accordance with the handbook. In the event of an employee leaving the company either by resignation or termination of contract, for the majority of the time the rules and legislation are adhered to. Every employee has the notice period specified in the contract of employment, which are above the statutory requirements (Gov. uk, 2013). Every employee must tend written resignations, which are passed onto payroll for processing. Payroll manually calculate the prorated pay and benefits for the relevant month of leaving, along with any holidays due or overpaid which are paid or deducted from the final salary. This is stipulated in an exit letter from the HR manager; however there is currently no guidance on how a day’s pay is calculated. All leavers are paid the final salary and issued a P45 on the customary pay date. (HMRC, n. d). In the event of death in service, which has occurred twice at Global, the same procedures apply for notifying HMRC and the deceased box is completed. (HMRC n. d). Although Global performs checks before employing members of staff, there have been numerous staff employed that have not been satisfactory in performing the duties of the role. This has led to Global paying compromise agreements to certain staff to leave the company amicably. (MS-solicitors, 2013). Management and HR have not been thorough with background checks, and this has meant staff have been unexpectedly dismissed. There have been several redundancies over the years of varying ages and capabilities, all of which have resulted in different redundancy packages. Depending on pay scale and length of employment, this will determine what the company will pay out. (Citizens Advice, 2013). Generally Global pays the statutory minimum, however longer serving employees have been paid more. There are currently no terms and conditions in the handbook on how the company calculates redundancy pay. The final payment is usually paid on the last date of employment. Global generally has a period of consultations with the employees that are up for redundancy. (CIPD, 2013). When payroll calculate the final redundancy payment, the element of actual redundancy pay is tax and national insurance free up to ? 30,000. (HMRC, n. d). Any monies above this limit are deducted tax and national insurance, the pay that is taxable will be included on the P45 which is produced and given to the employee on the last day of employment. When employees decide to retire, the process is dealt with in the same manner as leavers. The employee is issued a P45 and the final salary is paid on the last day of employment. Global do not pay pensioners, it is payable by an external pension provider. (CIPP, 2012 p. 62) The payroll department notifies the providers with the relevant details so that payment can commence at the earliest opportunity. The company helps employees with the transition from full time employment to retirement with a number of resources; these include retirement seminars and reduced working hours. (Employee benefits, 2012). All leavers from Global are processed by payroll either on the contractual pay date or last day of employment, whichever has been mutually agreed. Every employee is issued a final P45 upon leaving the company, and the P60 is posted at the end of the tax year. External bodies are notified of leavers, HMRC are electronically sent P45’s (HMRC, n. d). Benefit providers are informed of employee’s last date of employment and all benefits are cancelled thereafter. To date Global has not been affected by any transfers to new ownership, so currently does not have any guidance in the staff handbook relating to Transfer of Undertakings Regulations 2008 (Legislation, n. d). 4. Special Cases Equal Opportunities 4. 1 Other payroll considerations Global encounters various situations where different considerations of payroll processing are applied. (CIPP, 2012 p66). Global is a multinational company which sees overseas and local staff being seconded to various branches of the company. The main reason for this is that a range of skills are required for certain projects. The company has had a few members of staff from the London office working abroad on secondment for up to six months. As per HMRC (n. d), the seconded employees are paid as per usual on the contracted pay date. Due to the employees working overseas for less than a year, the pay is processed no different than if the employee worked in the UK. A new contract is drafted for the period of secondment covering any new terms and conditions. The London office has also had a few employees from foreign branches working for several months. The employee completes a P46 (Ex-pat) and HMRC advice is sought for payment of employee depending on which country it relates to. (CIPP, 2012 p67). The company actively takes on student workers during holiday season, mainly on behalf of various members of staff. Every student completes a P38(S) upon commencement of employment. This form entitles all students to receive wages without income tax being deducted. (HMRC, n. d). All students are set up on the system as a new starter, issued a contract and are paid on the same date as all Global employees. The majority of the student workers are of school age, which means the company does not have to pay the minimum wage (Gov. uk, 2013). However, all students are paid ? 10 an hour whilst employed by Global, which is above the National Minimum Wage and means that all students are covered by legislation regardless of age. 4. 2 Equality Diversity Legislation states that it is unlawful for an employer to deny any potential applicants a job based on age, sex, gender, religion, race and disability. (Home office, 2012). Global has documented policies in the staff handbook elating to equal opportunities, and procedures if and when discrimination was to take place within the company and how to make a claim. The Equality Act 2010 covers a broad group of employees that are protected by any form of discrimination or harassment. (Acas, 2011). All areas of the Equality Act 2010 are addressed within the policies of Global, due to the ever increasing members of staff with varying ethnic backgrounds a nd religious beliefs joining the company. The Equal Pay Act 1970 which was replaced by the Equality Act 2010 (Equalpayportal, 2012), states that all men and women employed to do the same job are to be treated equal. Within the company there are no apparent differences between men and women doing similar roles, however payroll are aware that the pay structure and pay rates are not comparable with each other. Both areas need reviewing and updating. Redundancy is an area that could create a cause for discrimination. (Gov. uk, 2013). Employers cannot make an employee leave the company once retirement age has been reached. (Acas, n. d). This would be classed as age discrimination; all employees have the right to work passed retirement age. Payroll need to make sure that procedures are followed and the system is updated where employees are passed retirement age and tax and national insurance codes are changed where necessary. 5. Conclusion Recommendations The findings in this report conclude that Global is a relatively well managed company. Global has numerous procedures in place which are generally effective, but also have room for improvement. The main areas for concern are recruitment and employee dismissals. The findings and conclusion in this report support the following recommendations: TUPE procedures should be addressed and included in the staff handbook in the eventuality there is a change of ownership. †¢ The working day calculation should be included in the staff handbook. †¢ Employee contracts should be reviewed and updated on a regular basis, covering all aspects of employment legislation. †¢ Recruitment of staff should be processed more meticulously and all background checks and references should be scrutinised. †¢ When conducting the annual PRP reviews, any competency issues should be addressed along with possible disciplinary actions. Global and employees would benefit if the company had a probation period for new starters. Depending on the pay scale and role, there should be various lengths of probations. †¢ The company should include redundancy terms and conditions in the staff handbook. †¢ Revise pay scales and structure and ensure all are in line with current market rates. †¢ Treatment of student workers should be included in staff handbook. REFERENCES Acas (2012), Varying a contract of employment [Online], available at: http://www. acas. org. uk/CHttpHandler. ashx? id=316, [Accessed 20 January 2013] Acas (n. d. , National Minimum Wage [Online], available at: http://www. acas. org. uk/index. aspx? articleid=1902, [Accessed 20 January 2013] Acas (n. d. ), Age discrimination [Online], available at: http://www. acas. org. uk/index. aspx? article id=1841, [Accessed 20 January 2013] Acas (2011), The Equality Act 2010 [Online], available at: http://www. acas. org. uk/index. aspx? articleid=3017, [Accessed 20 January 2013] Businessballs (2010), Induction training and induction checklist [Online], available at: http://www. businessballs. com/inductiontrainingchecklist. htm, [Accessed 20 January 2013]