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]

The Article Aims To Assess Whether Data Is Consistent With Critics Cl

The article aims to assess whether data is consistent with critics' claims on the effects of talk show viewing on the social reality beliefs of adolescents. Critics hypothesize the following negative effects occur (on adolescents) as a result of talk-show viewing: 1) a incessant focus on bizarre behavior and social deviance leading viewers to accept distorted versions of reality, 2) desensitization to the suffering of others occurs due to (regular) viewer immunity to graphic discussions and guest outbursts, 3) the trivialization of important social issues due to the oversimplification of difficult issues. In order to test the three hypotheses, a survey was administered to 282 high school students ranging in age from 13-18. Students answered questions about their attitudes towards social issues and related media use and talk show viewing behavior. The study analyses was limited to daytime television talk shows featuring non-celebrity individuals discussing their personal lives and pro blems. The authors the study based on the interpretive theory of communication. They attempted, through the survey, to uncover the ways in which talk-shows do/do not influence adolescents in arriving at their general meaning of social reality. Interpretive theories "describe the process whereby the active mind [the adolescents] uncovers the meanings of experience [bizarre topics] in whatever form it may take [talk-show viewing]. The results of the survey provided support for the first hypothesis, disputed the second and proved contrary to the third, actually establishing a positive relationship between talk-show viewing and the importance of social issues. Although talk-shows have an effect on adolescents, the data did not suggest that adolescents are corrupted by watching them. Stacey Davis and Marie-Louise Mares, "Effects of Talk Show Viewing on Adolescents," Journal of Communication, (1988) p.69-85.

Music for Children essays

Music for Children essays Music is an important component for all people to posses in their lives. A child should be introduced to music at a very young age. The introduction of every type of music from classical all the way to modern rock is important. This gives a child the ability to form their own opinion to what they might like the best. Classical music can teach a child every aspect of music including, harmony, themes, dynamics, polymeters, and polyrhythms. These are the components that are scarce in modern music today. The three major components of variation are melody, rhythm, and meter. Variation is an important key to teach a child so that they understand the there are many different ways to approach music and life. The composer Lucien Caillet wrote many variations on the theme Pop Goes the Weasel. Most children have heard this tune in cartoons or songs at school not realizing the classical context. This is a wonderful piece for children because of the dramatic and calm instrumentals followed by the variations of the theme. The music has a whimsical cheerful feel to it and is a perfect example for an introduction, theme, five variations of the theme followed by a coda. These are all important parts of a piece for a child to recognize. Wolfgang Amadeus Mozart is a remarkable composer that all children should study. The piece, Ah, Vous Dirai-je, Maman is perfect for a child in that it resembles a well known nursery rhyme, Twinkle Twinkle Little Star. This piece is also an example of variations of theme. This begins as a simple melody transforming into a complex variation containing a difference in meter throughout the variations with in an increase in tempo. The composition has a very light and cheerful familiar sound to it and could easily attract the attention of a child. The use of sensory imagery in music, impressionism, is another form helpful to increase interest and make music enjoyable. Modest Petrov...

The Italians in Italy and the United States Research Paper

The Italians in Italy and the United States - Research Paper Example Many Italian immigrants and Italian Americans made contributions in various fields such as science, entertainment and the military. While the number of people immigrating to the United States from Italy has decreased in recent years immigrants that come are inspired by the opportunities offered. The population of Italy is expected to decrease dramatically due to the declining birth rate. This combined with the unstable economy of Italy may contribute to a loss of its identity. Many Italian American organizations fear that future generations will not know about the positive aspects of their heritage due to the negative stereotypes of Italians perpetuated by the media. The Italians in Italy and the United States The Italians in Italy and in the United States brought a rich heritage to both nations. In Italy and in America Italians made contributions in various aspects of society throughout history. However factors such as a slow population growth in Italy, a decrease in immigration fro m Italy to the United States, an unstable economy and negative stereotypes of this ethnic group threaten that heritage. Italians in Italy and in America are threatened with the loss of their identity and uniqueness. Italians are no longer the predominant immigrant group in the United States. The future of Italy is imperiled by its stagnant growth. The paper will discuss current and past immigration trends of Italians, contributions made by Italians in Italy and the U.S, the current state of Italy as well as negative stereotypes of Italians. In the 1880’s massive economic decline and an overpopulated nation resulted in a dramatic increase in Italian immigration to the United States. ... Some early Italian migrants were young men who wanted to work for brief periods and then return to Italy. Others would settle in America in predominantly Italian areas. The men mostly did physical labor which included building the communication infrastructure. â€Å"The Italian contribution to the refining of America also derives from the immigrant labor used to build reservoirs, streetcar lines, subways, railroads and buildings to pave streets and to install and repair sewage lines.† (Scarpaci & Mormino p.12) Italian immigrants brought with them an agrarian, family oriented culture that placed emphasis on hard work as a means to succeed and survive. They felt that during troubled times, they can always trust in family. Throughout most of the 20th century there was a gradually increasing influx of immigrants from Italy who would settle in America. During the 1920s most Americans were leading prosperous lives and many Italian American colonies received infusions of capital deri ved as a result of breaking Prohibition laws. Most Italian Americans were adversely affected by the Great Depression. As a result they became part of Franklin D. Roosevelt's Democratic coalition. From World War 2 to the 1950s and 1960s more Italian Americans were middle class due to ample employment opportunities. By the mid-1970s Italian American young people were attending college at the national average. According to Census Bureau data, Italian Americans have an average high school graduation rate, and a higher rate of college and post graduate degrees compared to the national average. (Scarpaci & Mormino, 2008)From 1998 to 2002 many college students throughout the United States took classes to learn Italian. It is the fourth most commonly taught foreign language in U.S.

Law of Business Associations Essay Example | Topics and Well Written Essays - 1000 words

Law of Business Associations - Essay Example James and Patrick also have the stakes of an accounting firm. This is the same accounting company that handles the accounts of Noosa Group. These three directors own the stakes of Noosa Company equally, each one of them owns 2000 shares, out of the total 6000 shares that the company holds. The company has not paid dividends to its shareholders. Instead they have invested their profits, back into other businesses of the company, with the aim of achieving their long term goals of the organization. Harris’ wife gets sick, and he needs some money to take her to hospital. He is unemployed, unlike the two other directors, who run an accounting firm. He does not have the money to treat her wife, and approaches the other directors to ask them if he company could start paying dividends to its directors. The other directors refuse, and when he decides to sell his shares, they refuse to buy him out. They force him to resign on the account that he is against the long term goals of the org anization. He is forced to resign, although he does it reluctantly. Issue This case has several issues: a) Disagreement between directors. b) Interference of Personal Interests in the Company. c) Company Responsibilities to the shareholders. The directors of Noosa Group are in disagreement. They have disagreed over the conflicting interest of the company. They are divided into two major groups. One side of the group wants the company to start paying dividends to its shareholders, while the other group has refused to approve that request, on claims that it will interfere with the long term goals of the organization. It is the responsibility of a company to declare dividends whenever they make profits. This means that the company is also in breach. The shareholders of the company should also be shown the company’s accounts, whenever they want to see them. The finance the company, and also make key decisions of the company. Therefore, they are entitled to knowing whatever is goi ng on, and how the company is spending their money. Noosa refused to disclose its books of accounts to Harris. Later, Harris discovers that the company has been overpaying the accounting firm that is in charge of managing Noosa. The company is directed by James and Patrick. This is another issue of personal interest interferes in the company. Rule The law gives shareholders and directors the power to make key decisions of the firm (Fu-Lai, 2007). They are the key stakeholders of the company, and hence should be given information about all the major operations of the company (Lui, 2005). They should see the audited accounts of the firm, whenever they demand to do so. Each shareholder has power to vote, in the decision making process of the company. The voting power is decided by the weight of their shares, which is dictated by the number of shares that one owns (Hamilton, & Gray,2009). The higher the number of shares, the stronger the vote becomes. The directors of the company are al so forbidden from running another business, whose interest and that of their company conflicts (Halwey, 2011). Application In this case, there is a breach of the company’s law. First, the company refused to show Harris their accounting records. Harris is an equal shareholder to the rest of the directors, and