Governments did not build the Internet, they don't own it, and they cannot control it; they will have to learn to live with this. What's your view on Internet censorship.

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Nowadays, Internet is commonly regarded as the most widely used source and the fastest way to exchange information and knowledge all over the world. However, the freedom and democracy on Internet, being one of its greatest beauties and drawing features, is apparently abused by the population online. Pornography and hate literature are commonly used to lure Internet surfers' attention and to generate profits. Representing the rights of the public and the power of a country while owning and operating the Internet, the government has the absolute responsibility to censor the internet so as to protect its own citizens from harmful and false information, thus in order to prevent any possible decay of social and moral values, though the extent of censorship should be carefully measured to ensure the freedom of speaking of people.

Since the invention of ARPANET in 16 by the Department of Defenses Advanced Research Project Agency in United States, Internet has developed tremendously during the past half century with the improvement in modern technology with government sponsoring the researching program. It had formerly been made only for military and research purposes, where in 174, the general public gets its first vague hint of how networked computers can be used in daily life as the commercial version of the ARPANET goes online. Hence it is quite obvious that without the financial investment and political support from the government, Internet, being such a new technological invention at that time would never achieve as great a success as what it has achieved by today; it is apparently wrong to say governments did not build neither did they own the Internet. As a result, being counted as partially a property of the government, Internet should absolutely under government's control.

Besides to exchange information and knowledge and to facilitate communication, the most important role of Internet is to enrich people intellectually. This requires a clean and abundant source of information on the cyberspace that is provided to the public; it should be apparently free of indecency and obscenity that may cause any social problems, which eventually attributes to the decay of moral values. Human beings live in communities where easy access to indecency stimulates many people to adopt these lower moral values, as seemingly it is quite normal and perfectly okay to do so; the idea of Everybody does so... and Everybody says so... exerts a detrimental influence on people's minds and that is what people are libeled to believe when the exposure to indecency becomes so common.

What draws even more concerns of ours is of the children. We all know that children can easily be scarred and manipulated by all kinds of information. Parents can have some control over which books their children read as they can easily tell what the books are about; they do not have worry that their children will turn a page and be confronted with obscenities or other forms of indecency. While with the Internet, there is a whole different scenario. Anyone can flick a page and be presented with porn, denigration, discrimination, fraud and misinformation. As parenting is not only about chaining a child to a parental censor but about creating a safe environment for children to grow up in at the same time, an uncensored Internet is apparently not a safe environment for children.

Help with essay on Governments did not build the Internet, they don't own it, and they cannot control it; they will have to learn to live with this. What's your view on Internet censorship.Due to the above reasons, it is my opinion that the flow of information should be filtered from anything that contradicts any of the abovementioned reasonable purposes. This includes filtering indecent expressions and obscene materials from access to the Internet. As a result, only the government has the power to take such actions so as to ensure the Internet is not over polluted by indecent garbage.

However, it is very difficult to take modest steps in this sensitive issue of Internet censorship. Some people may say that certain information on the net, which might be viewed as obscene or indecent, are actually useful and helpful to people who are mature enough. This includes those obtained from adult sites. Though young people are not ready to get access to such information that may lead to their moral decay, mature adults certainly do not encounter the same problem. However they may be banned from acquire what they need from the net due to the possible existence of government censorship.

Moreover, as community standards vary from community to community, it is not possible to find a guideline for the decisions of what is acceptable to be made upon; neither is it easy to be implemented. Furthermore, nobody is able to take full responsibility on such issues. Some people may argue that teaching children to deal with indecencies may shield them better and prepare them for the real world. And that the rights of free speak should never be violated.

Yet that does not mean that we can do nothing about the existing and possibly occurring problems on net; government censorship is still necessary at this point of time and may have to go on for a certain period of time. In order to make sure desirable results can be seen, what seems to be necessary is the corporation and communication between the government and Internet surfers. General guidelines of censorship can be discussed and decided with efforts of both parties to reach a compromise. Feedback sites and forums can be set up to serve such purposes online.

Eventually, the issue of Internet censorship is always controversial as the interests and concerns of different persons can never be the same as others; it can only be eased with internet surfers carrying out their social responsibilities. I think for government to step into the problem currently and help censor the accessibility of certain websites containing things such as adult materials is a modest measurement of control over Internet.

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An explanation of the parts of an acoustic guitar

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The guitar is divided into many parts. When you look at the parts for the first time it looks very complex but it is actually very easy to understand.

The top part of the guitar is the head, it's function is to hold the turning pegs and lets the strings to be structured in the right place. The tuning pegs are used to change the pitch of the guitar's sound. It is very hard to find the right pitch for the guitar at the beginning but when you get used to it, it will be easy. The nut has two functions. The first function is that it helps to keep the strings in the right place. It also helps to raise the strings. Without the nut, the strings would be in the wrong place.

The longest part of the guitar is the neck. This part is where the strings are connected from the turning pegs to the bridge. Also, it is where you put your fingers on the strings which make up the chords to create different sounds; you wouldn't be able to play the guitar without this part. The fingerboards are placed in the neck. That is where you put your fingers. To play a chord, you put your fingers on the fingerboards you want so you can make a chord but you have to know that each fingerboard has its own pitch. The frets separate each fingerboard from another. They also help to raise the strings. The white or black dots that are on some fingerboards in the neck are called position markers. They help you so that you don't lose the position on the frets because there are about twenty-one.

One of the other important parts of the guitar is the body. The guitar's body is where all the echo is produced because there is nothing inside. You rest this part on your legs so you can play better. The sound hole is under the area of the strings that you strum. The sound from the strings goes through the sound hole so that it can make the sound of the chord. The bridge is where the strings are tied so that should be really tight; this part also helps to make the sound. One part that most acoustic guitars don't have is the pick guard. This helps to prevent the wood from getting damaged by the pick that guitarists like to use.

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The guitar looks complex when you don't know nothing about it, but now you understand what are the parts of the acoustic guitar and the function of each part has. Now that you have read this you have already made the first step to become a legend in history of guitar players.

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What Men Can Learn from Women

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Sometimes the similarities between men and animals are scary. The preconceived idea of getting a new dog is exciting. You imagine taking your dog for a walk through the park. He looks up at you with those attentive eyes waiting for your lead. His coat shines brighter than the sunlight off the ocean during summer's twilight, while his manicured nails reflect on the pride the owner takes. As you encounter friends or acquaintances, they remark on how attractive and well behaved your new dog is. The reality of this fairytale is that long hours of frustration, days of resistance, and months of training are required to make this dream come true. Even with all the blood, sweat, and tears poured into your new dog, there is no guarantee that the net result will replicate your original vision. Thus, there are many lessons a woman has to facilitate to assist a man to walk on his own two feet.

One night, I went over to the apartment of a fellow co-worker. We were going to have a few cocktails before going out to dinner with some friends. I thought that I rang the doorbell to Jay's apartment; however, the door slowly creaked opened to an urban jungle. I did not comment on the interior of the apartment since it took about three minutes to put my eyes back in their sockets. After exchanging pleasantries, Jay asked the question that no single man in the city should ask. "What do you think of my apartment?" he asked proudly. Since I have worked with him for a couple of years, I felt I could be honest with him. "I think it looks great!" I said with a deadpan look on my face. "Have you ever invited any of your dates up here?" Jay's look of confidence faded to Rodin's The Thinker. "Most women that I invite here seem to leave within a few minutes of sitting down," Jay answered. This was the first time that Jay made the correlation between his date's early end with his apartment's condition. Jay never knew that it was not appropriate for a male in his twenties to have dirty clothes sprinkled around the perimeter of his apartment, nor have a refrigerator were the only vegetable available is the mold growing on the "aged" cheese. I decided to make a project out of Jay's ignorance towards filth.

The next weekend we went to IKEA to help reshape his apartment. This experience opened my eyes. I looked around and noticed that most single men are in much need of some female attention. They do not seem to perceive how their surroundings look.

The more that I started hanging out with Jay, the more I started to notice more things about him that made it seem like men never grew out of the Stone Age. Although Jay's clothes found a new home called a closet, they seemed war torn. Amongst all the cleaning, Jay seemed to have lost his razor and comb. Whenever our group of friends went out, I would have to be ready an hour early so I could go over to Jay's apartment to assist him in his evening preparation. I remembered that my brother had this same problem in high school. We would have to remind him to take off his football uniform hours after the game. He did not care that he stunk and looked disgusting. I began to realize that most men did not truly care what they wore, clean or dirty it did not matter. I showed Jay some of the new age inventions such as an iron, dental floss, and bathing in soap rather than cologne. The results were astounding. Every time we went out, I noticed that more women started to talk to him, changing his attitude. Jay spoke in a positive tone, rather than his cynical manner.

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The toughest part of refurbishing Jay's apartment and his appearance was the reaction from his male friends and potential resentment that Jay could have towards me. Another time a group of us went out to dinner. While out, one of his friends made a comment about Jay's apartment and asked if I also picked out his clothes. I did not want to respond to his comment, but my friend Jessica inquired why he would ask such a thing. "It is always the case. Whenever a woman comes into a man's life they restructure everything about him until he loses his identity" another friend Tim answered. To my surprise, Jay spoke up and said that he welcomed the recommendations. "I have not changed one bit. People have been nice enough to show me a different perspective;" Jay responded back defensively, "I thought educated people are always eager for new ideas." It made me happy to hear Jay acknowledge that he was learning new things rather than mimicking my request.

Two weeks later, Jay's mother was rushed to the emergency room. While she was getting up there in age, a sudden terminal illness is always a shock. Jay was a trooper throughout the whole ordeal. Never once did I see him shed a tear and not even on the fateful day when his mother passed. His stone cold face seemed like it would never change expressions. Then one day, after work, I met up with Jay at the bar down the street. The cheers of "Norm" did not faze me as much as the amount of liquor that he consumed within the hour. Staggering towards the restroom, he dropped to the corner and started to cry. The tears seemed to be old and dated excited that they were now free and not pent-up inside. When I tried to ask what was wrong, a two-hour monologue ensued that covered the spectrum of life's inadequacies to how he never told his mother that he loved her. I just sat holding him and reassured him it was alright to cry; I was there for him.

We all know men are not supposed to show emotion. To do so is a sign of weakness. Therefore, when emotions came about, Jay suppressed them until the day his first breakdown occurred. I felt fortunate to be there to help Jay through it. I understand the fact that men display a front. My father and brothers are all the same way. So I listen to Jay. I consoled him for his loss of life in both the present and past tenses.

Several days later, he stopped crying. From there, we had the longest conversation we had ever had. He realized that there was no need to hold up a macho image .He started to dissolve the thought of gender roles. Jay started to become more self-sufficient. With his improved physical and emotional status, Jay started to enjoy a well-balanced life. If all men were able to feel that it was ok to express their emotions openly, they would have a lot less built up frustration.

I can remember the first time I truly know that I loved my new dog. It was several months after I brought him home. He tried to run to the door for me to let him out. Before I reach the handle, it was too late the floor was already wet. I sighed and the looked down. There were these beautiful brown eyes looking at me. He thought I was disappointed in him, but I was not. I was so proud of his attempt, because sometimes the learning process takes time. My dog appreciates my help and I appreciate the love he gives me in return. Like a proud teacher on graduation day, I see that some of the lessons were learned while others may never come. A woman can teach a man how to walk alone but cannot walk for him. Oh yeah, Jay is still working on keeping the toilet seat down, but I can tell that he feels bad when I look into his brown eyes.

Please note that this sample paper on What Men Can Learn from Women is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on What Men Can Learn from Women, we are here to assist you. Your research paper on What Men Can Learn from Women will be written from scratch, so you do not have to worry about its originality.

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Work and Life

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http//www.eeo.nsw.gov.au/family/flexible/about.htm

Flexible work practices provide employees with more flexible and different employment arrangements.

Flexible work practices aim for the best possible match between the interests of your organisation to deliver services to the community and your interests as an individual employee.

The benefits of flexibility

Cheap University Papers on Work and Life

For employees

· helps you meet responsibilities at both work and home,

· helps you keep your desired career and status,

· helps you maintain an income while meeting family responsibilities, and

· helps you enjoy the benefits of both work and personal life.

For agencies

· better meets client needs through offering services at times to suit clients,

· increases ability to attract and retain a better qualified, more diverse workforce including those who cannot work full time or within standard hours,

· reduces recruitment and training costs by retaining staff,

· allows greater variety in work organisation and job design,

· reduces absenteeism, and

· encourages more committed, motivated employees.

What are your options?

Part-time work

Working, on a continuing basis, for less than the full-time weekly hours of the job at mutually agreed times. For example

· full days per week,

· 5 x ½ days per week, or

· 8 days over four weeks.

See also the brochure Part-time work what you need to know.

Job sharing

Voluntarily sharing the duties and responsibilities of one job amongst part-time employees and/or full-time employees. This can be on a continuous basis or for a specified period.

Part-time leave

Leave taken by full-time employees to work part-time for a specified period. For example

· part-time leave without pay,

· part-time maternity leave, or

· part-time extended leave.

Working occasionally from home

A temporary or occasional arrangement which allows work commitments to be met.

Leave for family and community care responsibilities

Short-term leave of a number of hours or days to meet family or community needs. This can be available through paid family and community service leave, use of recreational leave or leave without pay.

Flexible working hours

The flexible working hours agreement in the award allows for flexibility in working hours beyond standard hours. For more flexibility in attendance patterns, enterprise agreements may provide for

· shortened core time,

· expanded band width, and/or

· increasing the number of hours which can be accrued and the number of flex days available.

Part year employment

An ongoing arrangement for leave without pay for a specific length of time for part of the year, such as school holidays.

For the convenience of staff, pay arrangements may be made over the full 1 months to allow a steady income throughout the year.

Career breaks

Leave without pay for an extended specified period with the right to return to a position at the same level.

For example

· full-time dependent care for an extended period,

· full-time studies, or

· overseas travel.

Variable year work

Planned unpaid leave taken for a year after a number of years of work.

Equal employment opportunity

Staff on flexible arrangements need to have equal opportunity with other staff for

· effective supervision,

· training and development opportunities,

· participation in project teams,

· acting in higher duties,

· access to all positions except those which have proved to be unsuitable to perform on a flexible basis,

· promotion to management positions,

· a good standard of accommodation and equipment,

· participation in office discussions and decision-making according to level of responsibility, and

· access to information, for example planned organisational changes, mediation and grievance procedures.

http//www.dir.nsw.gov.au/workplace/flexible/

To achieve and maintain a competitive edge in business it is essential to attain the best results from employees. Flexible work practices can assist in this process by supporting employees with managing their work and family responsibilities. Flexible work practices which assist employees with family responsibilities can increase productivity and reduce costs as employers interests and employees responsibilities are matched.

Balancing work and caring responsibilities

Many Australian workers have caring responsibilities which they balance with their working lives.

The main focus of care and dependency has tended to revolve around child care issues. However, many workers have responsibilities which extend across generations or encompass caring for disabled persons. These carers provide a significant economic and social contribution to the health and community care systems and to society in general.

Declining birth rates and longer life expectancies have meant an upward shift in the overall age of the population. The Australian Bureau of Statistics (ABS) has projected that by the year 01, there will be .7 million people in NSW in the 55 years and over age group, representing 1% of the population. People aged 65 years and over will account for a greater proportion of the dependent population (ABS Cat. No. 446.1).

A major repercussion of this continuing trend is that families will have even greater responsibilities for the care and support of older relatives. The care of aged and disabled relatives will therefore assume increasing importance in the work and family agenda.

Who are the carers and the cared for?

The diversity of Australian families is reflected in the range of workers caring responsibilities - for children, people with disabilities, older relatives, partners (including same sex partners) and members of extended family structures. Workers responses to the demands of caring also varies across the community as a result of cultural and other factors.

Women tend to assume the greater share of caring responsibilities, and are more likely than men to reduce or leave their paid employment in order to fulfill these responsibilities. The carers inability to participate in paid employment may add financial pressure to the other pressures associated with caring.

The ABS reported in 14 that in Australia

§ 1. million people provided unpaid home care assistance to relatives or friends. 70% of these people were also in paid employment

§ 58% of women who were parents and carers were in the labour force, compared with 8% of men

§ about 70,000 employed people provided personal care/home help to family members with a disability or long term illness.

(ABS Cat No. 44.0)

A 1 study by the Australian Institute of Family Studies (AIFS) found that among the study group

§ 14% of employees with parents or parents in law, had to take time off to look after them

§ 17% of employees had to take time off to look after a spouse or partner

§ 0% of employees missed work to look after someone other than a child.

A 1 ABS survey of families found that, of the 1.5 million Australians aged 15 years or older, 6% had received care because of a disability, long-term illness or old age in the preceding 6 months. In about 60% of these cases, family members were the main providers of care, and the carers were predominantly female. 7% of the care recipients lived in the same household as their carer. In only about 5% of cases the care was provided by someone other than a family member, such as a government or voluntary service.

(ABS Cat. No. 4418.0)

Caring and flexible work arrangements

Many employed carers opt to use flexible working arrangements to balance their work and caring responsibilities. A number of factors affect the usage of these arrangements, including gender, family structure and the type of care provided.

The ABS found in a 14 survey that the usage pattern of flexible work arrangements differed for fathers and mothers in couple families

§ mothers were three times more likely to use flexible working arrangements to care for sick children than fathers

§ about one quarter of both fathers and mothers worked at home to take care of sick children

§ 41% of mothers and % of fathers chose permanent part time work so they could care for children

§ 1% of fathers and 10% of mothers worked shift work so they could care for their children.

The survey also found that use of flexible working hours was the most popular choice among both women and men in couple families for attending to caring responsibilities. To a lesser extent, these carers used long service or recreation leave (1% of women and 7% of men) and sick leave (% of women and 7% of men).

(ABS Cat No. 44.0)

The 1 AIFS study found that 7% of the permanent employees and % of casual and contract employees used flexible work arrangements for caring purposes. Employees involved in the study identified workplace flexibilities which would assist them in meeting their work and caring responsibilities. 44% of employees nominated child care and others nominated a range of flexibilities around the organisation of work, including

§ flexible working hours (15%)

§ change to, or elimination of shifts (8%)

§ part time work or job sharing (6%)

§ shorter working hours (6%)

§ improved leave policies (17%).

Caring for children

In June 1, some type of flexible working arrangements were used by nearly 50% of couple families in NSW who had children under 1 years of age and at least one parent working, to balance work and caring for children.

(ABS Cat. No. 4107.1)

The needs of sick children can make it more difficult for working parents to balance their work and caring responsibilities. In June 1, there were 151,700 families in NSW who reported having sick children at some time in the preceding 6 months. Over 50% of these families used arrangements other than time off work to care for sick children. Of those families which used such alternative arrangements, almost 60% relied on care by relatives, 17% relied on some other carer, over 10% took the sick child to work. Other arrangements included working from home.

(ABS Cat. 4107.1)

The AIFS reported in its 1 survey that

§ 46% of parents with children have to take time off to look after sick children each year, with mothers being more likely to take time off work than fathers

§ the average time taken off work to care for sick children is about .8 days per year for mothers, and .5 days per year for fathers

§ 8% of sick children are at home alone.

Carers and work

Often when people think of caring responsibilities, they think of parents with young children. However, under new anti-discrimination legislation, caring responsibilities extend further to immediate family, guardians and those with parental responsibility for a child. For example it includes caring for a parent, a child, a foster child, spouse, defacto partner, same-sex partner, grandchild, grandparent, sibling or other family member in need of the particular persons care and support.

In many cases, family members need care and support because they are frail, or have a disability, chronic illness or mental illness. People who provide these supports are referred to here as carers.

In NSW, 1% of the population, or almost 800,000 people, are carers. In fact, most people will either need care or provide care at some stage in their lives.

Carers help family members with personal care, health care, communication, housework, meal preparation, mobility, paperwork, property maintenance, social needs and transport.

Most carers (5%) combine their caring role with paid work, and the majority of employed carers work full time (6%).

The proportion of employees with care responsibilities has grown, and will continue to do so, due to a number of factors. These include the ageing of the population, the growing preference of women to be in paid work and government policies that support people to live in the community.

Employers can respond to these trends by supporting employees with caring responsibilities. In addition, the NSW Government has introduced legislation that makes it unlawful to discriminate against such employees. Employers should reasonably accommodate the caring responsibilities of employees.

Juggling the competing demands of work and caring can be stressful for employees, but there is good evidence that the right supports in the workplace can make a real difference for the employee, and have benefits for the employer as well. For employers, apart from fulfilling their legal responsibilities, the benefits of supporting carers include

ï‚· Reduced costs through less employee turnover, lower absenteeism and sickness, and higher rates of return on investment in trained and experienced employees;

ï‚· Improved labour flexibility through the availability of a larger, more diverse labour pool, improved access to scarce skills, and a better ability to meet peaks in workload;

ï‚· Enhanced motivation of employees, including improved morale, greater staff loyalty and reduced levels of employee stress;

ï‚· Improved business performance; and

ï‚· Good corporate citizenship and enhanced corporate image.

Every caring situation is different. The kinds of assistance that carers provide to their family member will vary depending on factors such as the age of the person receiving care, the nature of their disability or illness, the length of time they have needed support, whether or not they live in the same household, cultural background, and the community supports that they receive.

Carers needs may be very simple, such as the ability to leave work on time, or access to a telephone so that they can check on the person they support. Some carers will benefit from ongoing flexible arrangements, while others will need them on a temporary or sporadic basis. Also, peoples circumstances and needs may change over time.

A full definition of who is covered by this legislation is available from the Anti-Discrimination Board.

Creating a carer-friendly workplace

It is vital that employers are aware of their obligations to carers and other people with family responsibilities under the Anti-Discrimination (Carers Responsibilities) Act 000 (NSW). This information is available from the NSW Anti-Discrimination Board (see key contact numbers below).

There is a wide range of practical strategies that employers can use to support their employees with caring responsibilities.

When planning how your workplace can better support these employees, start by asking them what they think would help them, and involve them in making decisions about what provisions would be most helpful.

Provisions work best when they are built into the organisations broader activities and goals.

The following strategies have been shown to be effective in helping employees balance their work and care responsibilities

ï‚· Build a supportive culture that recognises that employees have care responsibilities and seeks to accommodate them.

ï‚· Implement flexible work arrangements, such as flexitime, part time work, job-sharing, flexible rostering, and making time up later.

ï‚· Implement leave provisions such as paid family, personal or carers leave, allow flexible use of recreation leave and offer unpaid leave for single days or block periods.

ï‚· Allow working from home on a temporary or long-term basis.

ï‚· Inform employees of their entitlements and options.

ï‚· Inform supervisors of employees entitlements and options, and encourage them to promote flexibility.

ï‚· Provide information on community services that can assist carers and the person they support. This could be done though an identified contact person, a lunchtime seminar, staff newsletters and/or a bulletin board.

ï‚· Arrange access to free or subsidised counselling services.

ï‚· Assist employees with the cost of community services.

ï‚· Provide access to facilities such as a room where carers can leave the person they support in between attending an appointment and finishing work.

ï‚· Ensure that carers have access to a telephone so that they can check that all is well at home.

What some people say

My boss and the other staff are very supportive. I am able to arrive late or leave early when necessary with their full support. They know Ill make up the time later.

Ann, office assistant

I thought Id have to leave my job, but when I explained my situation to my supervisor he was great. Together we worked out the flexible arrangements I need. Its working really well. Trish, bank officer Balancing Work and Life is one of our corporate values. Helping our employees to meet their caring responsibilities fosters commitment to the organisation and helps us to retain and attract valued employees.

David Smith, General Manager

Human Resources, NRMA Insurance Group

Work and families

Introduction

The labour market has changed significantly in recent times. The increasing number of women participating in the labour force, the rise in part time and casual employment and higher levels and longer durations of unemployment are some of the key trends to have a dramatic impact on Australian families.

The move away from the traditional `male breadwinner/female carer model of family life means that workers, and women workers in particular, are more likely than ever before to be balancing family responsibilities with paid work. Work and family issues have therefore become a priority on the industrial relations agenda.

The successful management of work and family responsibilities is a key issue for both employers and employees. There is evidence to suggest that businesses which ensure that their workplaces are family-friendly can reap the benefits of improved productivity and profitability. However, where employees experience conflict between work and family demands, this can translate into higher rates of absenteeism and staff turnover and low employee morale.

Just as conflict between work and family responsibilities can cause stress in families, unemployment in families imposes its own burdens. Unemployment has a direct impact not only on the unemployed person but also on the wellbeing of children and other dependents in the family.

This information aims to provide a `snap shot of Australian families in the labour market context.

Families and employment

In Australia in August 15

§ among couple families with dependants

- 5% (1,750,400 families) had one or both partners in the labour force

- 6% (1,17,000 families) had both partners in the labour force

- % had the male partner in the labour force

- 64% had the female partner in the labour force

§ among single parent families

- 85% (564,400 families) had a female parent

- 4% had a parent who was not in the labour force

- 44% (1,00) had an employed parent

- 7% had an unemployed parent

§ 46% of mothers with children aged 0 to 4 years were in the labour force, compared with 6% of fathers

§ almost 450,000 parents with children aged 4 years and under were not in the labour force, but wanted a job

§ there were 48,400 families with one or both partners unemployed.

(ABS Catalogue No. 60.0)

In Australia in 14, . million children aged 0 to 4 years lived in a family with both parents or the single parent employed.

(ABS Catalogue No. 44.0)

In NSW in October 14, approximately 0% of the work force had children under 1 years of age.

(ABS Cat. no. 4107.1)

Couple families

In NSW at June 1, couple families represented more than 80% of families. Just over half of these families had dependants.

The employment patterns of couple families with dependants in NSW differs significantly from those families without dependants. In couple families with dependents, 5% had both partners employed and 6% had one partner employed. In total, 88% percent of these families had one or both partners employed, while in couple families without dependants, only 56% had one or both partners employed. In couple families, either with or without dependants, where there was only one partner employed it was usually the male partner (88%) rather than the female partner (1%).

(ABS Cat no 446.1)

Single parent families

In New South Wales in 14

§ % of all families were single parent families

§ only 5% of single mothers were in the labour force, compared to 71% of single fathers

§ 6% of single mothers were employed full time, compared to 4% of single fathers

§ only 44% of single mothers with dependent children were employed, compared to 55% of married mothers with dependent children. However, full time employment levels for both groups were about the same (approximately 5%).

(ABS Cat. no. 446.1)

Families and unemployment

In NSW in the period June 18 - June 1

§ the number of couple families with one or both partners unemployed increased from 65,00 to 108,500

§ the number of single parent families with the parent unemployed more than doubled between 18 and 1, reaching 1,500 in June 1

§ the number of couple families with dependent children where both partners were unemployed nearly doubled between June 18 and June 1, when the figure reached 7,500. This increase was comparable to the increase in unemployment for single families

§ the number of families with no dependents where neither partner was employed increased from 4% to 6%, to 6,000.

(ABS Cat no 446.1)

Flexible Work Practices

Introduction

To achieve and maintain a competitive edge in business it is essential to attain the best results from employees. Flexible work practices can assist in this process by supporting employees with managing their work and family responsibilities. Flexible work practices which assist employees with family responsibilities can increase productivity and reduce costs as employers interests and employees responsibilities are matched.

This section outlines the benefits of implementing flexible work practices and indicates the range of practices available. A list of steps is provided to assist in the process of implementing flexible work practices.

Benefits of Flexible Work Practices

Flexible work practices enable employees to work productively while meeting their family responsibilities. It allows employees choice and versatility in ordering their lives.

The results of a family-friendly workplace can include

§ a reduction in employee absenteeism, lateness and stress

§ greater availability in the workplace for overtime, travel, shift work and training

§ increased employee motivation and commitment to the workplace.

These improvements can translate into benefits for the business in the form of

§ increased employee productivity

§ reductions in recruitment and training costs as staff retention is increased

§ improvements in attendance rates and reduced sick leave costs

§ maintenance and enhancement of workplace skill levels

§ a motivated workplace with loyal, diligent and enthusiastic employees

§ ability to attract skilled, efficient labour encompassing a diverse range of workers

§ compliance with industrial and anti-discrimination legislation.

What are Flexible Work Practices?

Flexible work practices are patterns of work that allow organisations to operate more effectively. They can assist employees in effectively managing work and family care responsibilities.

The main examples of flexible work practices are

§ Flexible working hours

§ Part time work

§ Job sharing

§ Career break schemes

§ Working at home

§ Part year employment

§ Family leave

1 Flexible working hours

Flexible working hours allow employees to work an agreed number of hours spread over a set period of time. Some awards and enterprise agreements allow employees to accrue hours, take time off in lieu for overtime worked, and accumulate rostered days off as part of their flexible work arrangements. A personal/carers leave provision is now an entitlement for all NSW award-covered employees allowing current and accrued sick leave to be used to care for a sick dependant.

Part time work

Part time work provides the opportunity to work fewer than the full time ordinary hours. It provides employment opportunities to employees for whom full time work is not suitable, with the benefit of continuity of employment and pro rata accrual of benefits.

Job sharing

Job sharing is a voluntary arrangement in which one full time permanent job is shared between two employees, each working part time on a permanent basis.

4 Career break schemes

Career break schemes provide for longer periods of unpaid absence from work. Employers may allow an employee to take a career break for a fixed period of up to several years. Reasons that employees might take a career break include full time child rearing or dependant care, an extended overseas trip or for full time study.

5 Working at home

Home-based work arrangements, such as telecommuting, enable employees to spend part or all of their working time at home, on a temporary or permanent basis. Contact with the employer can be maintained via telephone, modem, facsimile or regular face-to-face meetings in the workplace.

6 Part year employment

Part year employment allows the employee to take a number of weeks of unpaid leave in addition to standard holiday or long service leave. It is most useful for employees who wish to spread their annual leave entitlements to match school holidays.

7 Family leave

Short-term leave to allow employees to meet family and community service responsibilities may be provided, for part of a day, a day, or for a number of days. Employers and employees can negotiate additional entitlements through enterprise agreements. Under the Industrial Relations Act 16 employees are already entitled to parental leave, including maternity, paternity or adoption leave. NSW award-covered employees can access sick leave entitlements to care for a sick dependant.

http//www.scu.edu.au/admin/equity/flexibility/how.html

Southern Cross University is committed to developing a University culture which supports staff with diverse needs. In the rapidly changing world of work women now comprise slightly greater than 50% of the workforce, and this change to the structure of family life has brought with it the need for considerable flexibility in the organisation of working time.

In the 10s, fewer than 5 percent of Australian families fit the traditional image of a dual parent family with a male breadwinner and female responsible for domestic matters. Around 60 percent of all families with dependant children have both parents working. Diversity is now a permanent and dynamic feature of Australian families and workplaces.

Other factors apart from work and family matters have also led to the rise and rise of more flexible employment practices. Technological change has meant that regular periods of career development and upskilling are necessary for many workers, who may require reduced working weeks for a period of time in order to accommodate study. People with chronic health problems and disabilities are another group for whom flexibility of work practice has allowed many opportunities in employment.

I encourage all staff to consider how they can create a more flexible, family-friendly environment in our workplace. In this way we will continue to attract and retain top quality staff who are committed to our University.

January 18

[ top ]

The Framework for Change

The University Plan

One of the major priorities listed in the University Plan is to develop strategies to improve the quality, depth and diversity of academic staff. The Plan also cites a number of pertinent values, ie including a caring attitude manifested in a well-developed nurturing response to others, and a sense of justice and fairness, involving a commitment to equity and access. The introduction of flexible working time arrangements will assist the University to achieve these staffing goals.

University Policy

In November 16 University Council approved a Family and Work policy to facilitate a more flexible working environment which supported the needs of workers with family responsibilities. The 17 enterprise agreements for general and academic staff introduced a deferred salary arrangement to enable staff to negotiate variable year employment.

ILO Convention

In March 10 the Australian Government ratified International Labor Organisation (ILO) Convention No 156 - Workers with Family Responsibilities. Article of the Convention provides that parties to it should make it an aim of national policy to enable workers with family responsibilities to engage in employment without being subject to discrimination and as far as possible without conflict between their employment and their family responsibilities.

Legislation

The federal Workplace Relations Act 16 requires the Australian Industrial Relations Commission to take account of the principles embodied in the ILO Convention. This means that employers should consider the needs of workers with family responsibilities and develop work practices which provide mutual advantages to both parties.

In addition, the University is bound by the federal Sex Discrimination Act (184) and the Affirmative Action (Equal Opportunity for Women) Act (186) which have been amended to include family responsibilities as grounds under which discrimination is unlawful.

[ top ]

What Are Flexible Work Practices?

Flexible work practices include various types of work arrangements that are different from the to 5, 5-day week model of working hours. The Vice Chancellors introduction to this booklet explains that the world of work has altered significantly, and as a result the ways that we work are also changing.

The types of flexible work practices now existing in many public and private sector organisations include

permanent fractional work

temporary variation to level of appointment

job-sharing

career break schemes

part-year employment with or without deferred salary

short absences from work.

In considering requests from employees to change to a more flexible work schedule, the University will take account of the requirements of the workplace, and will approve such requests if it is determined that the workplace will not be adversely affected.

[ top ]

Training for Managers and Supervisors

The Equity Office will conduct workshops for managers and supervisors entitled Managing Flexible Work Practices. These workshops will provide opportunities for the identification of problems and the exploration of solutions to maintaining service delivery while meeting employee requirements for flexible working hours and arrangements.

[ top ]

Principles of Flexible Work Practices

These principles apply to various types of fractional work offered by the University (ie fractional work, job sharing), part-year employment, variable-year employment and career breaks.

Status and Support Fractional employees are entitled to the same status, managerial commitment and University support as full-time employees.

Job Design The principles of good job design should be adhered to for all jobs, whether fractional or full-time. Fractional work should be designed so that the workload is commensurate with the number of hours worked, offers varied tasks and involves skill development.

Developmental Opportunities Fractional employees are eligible for the same developmental opportunities which are available to full-time employees eg. study time, job rotation, programs, special projects and training, with appropriate consideration as to location, duration and timing.

Relieving Allowance Employees who work fractional hours should be regarded as available to perform higher duties; the employee may decline if a change of work pattern is involved, but it should not be assumed that the employee will not be available.

Good Management Practice The duration of work periods and total hours worked should be sufficient to incorporate sound management practices which promote participation, development, training and promotional opportunities.

Agreement Fractional work may be initiated by employees or employers. Participation is by agreement.

Pro-rata Entitlements Fractional work attracts similar entitlements to full-time work, on a pro rata basis. Staff are advised to carefully consider the impact on Superannuation benefits if they are seeking to reduce their workhours.

Participation Opportunity to participate in activities such as employee meetings and other employee networking activities is important if fractional employees are to make their full contribution to the University. Fractional employees need to be consulted along with full-time employees on any proposed changes in the workplace.

Please note that this sample paper on Work and Life is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Work and Life, we are here to assist you. Your cheap custom college paper on Work and Life will be written from scratch, so you do not have to worry about its originality.

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Wal Mart

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Wal-Mart

Wal-Mart at a Glance

Wal-Mart Stores, Inc. is the worlds largest retailer, with $44.5 billion in sales in the fiscal year ending Jan. 1, 00, and is ranked as number one company on the FORTUNE 500 list. The company employs more than 1. million associates worldwide through more than ,00 facilities in the United States and more than 1,100 units in Mexico, Puerto Rico, Canada, Argentina, Brazil, China, Korea, Germany and the United Kingdom. More than 100 million customers per week visit Wal-Mart stores worldwide.

Retail Divisions

Guided by founder Sam Waltons passion for customer satisfaction and Every Day Low Prices, Wal-Marts four retail divisions -- Wal-Mart Super centers, Discount Stores, Neighborhood Markets and SAMS CLUB warehouses -- offer a wide variety of quality merchandise to consumers around the world.

Wal-Mart Milestones

16 first Wal-Mart in Rogers, Ark., opens.

16 company incorporated as Wal-Mart Stores, Inc.

170 first distribution center and home office in Bentonville, Ark. open; Wal-Mart goes public on the New York Stock Exchange.

17 annual sales top $1 billion.

18 SAMS CLUB warehouse concept introduced.

188 first Super center opens.

11 first international unit opens in Mexico City.

By the turn of the century Wal-Mart had been named Retailer of the Century by Discount Store News; made FORTUNE magazines lists of the Most Admired Companies in America and the 100 Best Companies To Work For; and was ranked on Financial Times Most Respected in the World list.

In 00, Wal-Mart became No. 1 on the FORTUNE 500 list and was presented with the Ron Brown Award for Corporate Leadership, a presidential award that recognizes companies for outstanding achievement in employee and community relations.

In 00, Wal-Mart was named FORTUNE magazines Most Admired Company in America.

Wal-Mart Involvement

Wal-Mart Stores, Inc. empowers its associates to serve the needs of their communities through its Good Works.

Initiative by Wal-Mart

Last year, Wal-Mart Stores, Inc., contributed more than $150 million to support communities and local non-profit organizations. Customers raised an additional $75 million with the help of our stores and clubs. Wal-Mart stock trades on the New York and Pacific Stock Exchanges under the ticker symbol WMT.

(http//www.walmartstores.com/wmstore/wmstores/Mainnews.jsp)

The Wal-Mart Story/ History [1]

Sam Walton, Founder

Sam Walton, the founder of Wal-Mart was born in Kingfish, Oklahoma on March , 118. After graduating from the University of Missouri in 140, he started his career by opening the first of several Ben Franklin franchises in Arkansas.

In 16 Sam Walton opened his first Wal-Mart in Rogers, Arkansas. His low price approach to retail soon became a model that all Wal-Mart stores would follow. Sell name brand merchandise at low prices.

By the 180s Wal-Mart had over 00 stores and had accumulated over 1 billion dollars in sales. Sam Walton had the idea of a unique decentralized distribution system that would help spur on further growth. By 11, Wal-Mart was the largest U.S. retailer with 1,700 stores nationwide.

Mr. Walton remained active in the company as CEO until 188 and chairman until his death in 1. Shortly before his death, he was awarded the Medal of Freedom from the President of the United States of America. When Sam Walton died, he was the worlds second riches man behind Bill Gates of Microsoft. The Wal-Mart Corporation was handed down to Mr. Waltons three sons, his daughter, and his wife. (http//people.moreheadstate.edu/students/jb/jdbent01/walmarthistory.html)

Benefits of working at Wal-Mart Inc.

With more than 1. million associates, Wal-Mart is the largest private employer in the world. To attract and keep the very best people, it offer competitive pay and benefits for both full-time and part-time associates, provide an exciting work environment, and operate every day according to three principles laid out by Wal-Mart Founder Sam Walton

1. Respect for the individual,

. Service to our customers, and

. Striving for excellence.

Specifically, Wal-Mart offers

• Competitive wages

• Profit sharing

• A 401(k) plan

• Stock ownership/stock loan program

• Paid vacation and holidays

• A discount card

• Medical and dental coverage

• Life insurance

• Accidental death and dismemberment coverage

• Short- and long-term disability insurance

• Free confidential professional counseling and assistance

• Scholarship bonuses

• Child-care discounts

Please note that this sample paper on Wal Mart is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Wal Mart, we are here to assist you. Your cheap custom college paper on Wal Mart will be written from scratch, so you do not have to worry about its originality.

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"Obsessions are so common as to almost be irrelevant" Useing Authur Miller's "The Crucible"Definition: Obsessions, in the context of the example, are being ignored because they are seen as being common.

If you order your research paper from our custom writing service you will receive a perfectly written assignment on "Obsessions are so common as to almost be irrelevant" Useing Authur Miller's "The Crucible"Definition: Obsessions, in the context of the example, are being ignored because they are seen as being common.. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality "Obsessions are so common as to almost be irrelevant" Useing Authur Miller's "The Crucible"Definition: Obsessions, in the context of the example, are being ignored because they are seen as being common. paper right on time.

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These days' obsessions can be from anything to everything. In the days of Abigail William, a character in the Arthur Miller play "the Crucible", obsessions were of power, authority and respect only. But, with all these obsessions in play over history, some have, been for one reason or another, been ignored. Obsessions with love in both today scene and "the Crucible" still follow this trend and have sometimes been ignored.

Abigail killed many people with her witch hunt, and for what? For her love of John Proctor, Abigail had many people imprisoned and others hanged. But, even though her love was so strong that people's lives were taken, her obsession was ignored by the common townsfolk. Even when her love was revealed in court the judge excused it and it was ignored. Here we see an obsession being ignored resulting in consequences that were huge. But, in the context, that particular obsession was not common. In the days of Salem in the 160's, obsessions were nothing except of ones social stature and religion. So here we see an uncommon obsession seen as being irrational and irrelevant. However, Abigail's obsession of witchcraft, although not as possessive as the obsession with love, was identified by Reverent Hale and also excused and ignored. Abigail clearly has an obsession with witchcraft as she so strongly believed that it would get back her loved Proctor. This obsession had the death penalty and still it was ignored at the time. In the context of "the Crucible" obsessions were not seen as they were today but were seen as either God's work or the work of Lucifer. Because Abigail's actions seemed Godly to commoners, her real obsessions were ignored.

People don't care these days if you have an obsession with love (to an extent). If you're wrapped in some guy you've just met at a concert, exchanged phone numbers and kept up to date with his personal life, will anyone find it abusive or stupid or even see it as being the wrong thing to do? No. Most people will not care about this love even if it becomes obsessive. These days you could sleep with a person that you've been committed to and the people of today will see it as being irrelevant and will ignore it. The story, the true story, of a girl, Jennifer Intermen, who turned 18 in 001 and lived in the western suburbs of Sydney, is something that touched the hearts of many people. Jennifer was raped at the age of and was abused during the early years of her life and at the age of 1 ran away to live with her boyfriends father. Some statistics state that when a child is raped or exposed to sexual intercourse at a young age, they are likely to have a need for sexual intercourse to make themselves feel better. This can be compared to when we take a Panadol for a headache to make ourselves feel more comfortable. Jen had an obsession with love or love making. She contracted several sexually transmitted diseases at the age of 16 and had slept with over 40 people, men and women, by 17. She had a mental disorder of a severer nature. Nevertheless, her obsession wasn't seen as a mental disorder, but was not thought of twice and her condition seemed was seen at a glance to be common obsession with love. December 001, the exact date is unknown; Jennifer killed herself by throwing herself off a bridge with bricks and rocks tied to her body. The reason was found early January when Police found a letter stating "that's four now that have stood me down. They don't like me anymore, they just don't love me." Her obsession was seen to be common and therefore ignored. This killed her. Abigail's obsession was ignored and this meant the death of many. Obsession with love is something that seems to be irrelevant with the examples provided.

It's not only obsession with love that goes unnoticed into the world. There are so many obsessions these days that we don't know about and don't care about. Some quick examples that can be seen in Deniliquin High are Lachlan Edward's obsession with his hair, Murray Evan's obsession with shooting, Mr Kalend's obsession with assignments or even me Howell's obsession with farting jokes. People who see these obsessions see them as being irrelevant and most ignore them, with the exception of Mr Kalend's students. Common obsessions throughout history have been recorded in novels, plays and other forms of literature. In Shakespeare's "Romeo and Juliet" a classic obsession of power, that both the Montagues and the Capulets had, was ignored to a point where one of the characters, Mercutio, was terminally injured. It wasn't until he was on his death bed that he realised the obsession with power that both houses had. He states he's plagued by both of the houses, which is exactly what their obsessions did to him. The obsessions that governed the mind of Rev Parris in "the Crucible" were also seen to be irrelevant to some. Proctor saw the obsession he had with power early in the play but other common townsfolk did not. Obsessions, big or small, can and will be ignored and can be seen as being irrelevant.

Buy "Obsessions are so common as to almost be irrelevant" Useing Authur Miller's "The Crucible"Definition: Obsessions, in the context of the example, are being ignored because they are seen as being common. term paper

The three main examples all ended with death as the consequences of ignoring the obsession. In some cases this is what can happen. In some cases the victim of the obsession can be unharmed and their life will continue for them. Nevertheless, common obsessions of the day are being made irrelevant and are being ignored. The consequences may not be death but for some it may be worse. Obsessions, in the context of the examples, are being ignored and are becoming irrelevant. To those with an obsession, pray you think of this is your obsession being seen as irrelevant?

Please note that this sample paper on "Obsessions are so common as to almost be irrelevant" Useing Authur Miller's "The Crucible"Definition: Obsessions, in the context of the example, are being ignored because they are seen as being common. is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on "Obsessions are so common as to almost be irrelevant" Useing Authur Miller's "The Crucible"Definition: Obsessions, in the context of the example, are being ignored because they are seen as being common., we are here to assist you. Your research paper on "Obsessions are so common as to almost be irrelevant" Useing Authur Miller's "The Crucible"Definition: Obsessions, in the context of the example, are being ignored because they are seen as being common. will be written from scratch, so you do not have to worry about its originality.

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My lif is grand

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my life is soBNC National Diploma In Sport

Body In Action

Epoc Test (Excessive Post-exercise Oxygen Consumption)

Scenario

Write my Essay on My lif is grand

Newly appointed as an exercise physiologist, investigate the mechanics of fatigue and its effects on exercise using the cycle ergo meter in laboratory testing. You are interested in the recovery rate of prolonged exercise, and the effects of fatigue. Follow the experimental procedures prescribed, and maintain the protocols required for the experiment.

Procedures

A pre test questionnaire was given to each participant to see if they were fit to do the test, whilst the questionnaire was being filled in all the equipment was checked for faults. I had to abide by the laboratory procedures, rules and regulations that were explained to me by the tutor.

Method

The first thing we did was to adjust the bike ergo meter for the individual participants, when the bike was adjusted the participant started a -4 minute rest period. Expired air samples were taken throughout the test, starting with x -6 minute resting samples, when all the resting samples had been taken, the participant began to pedal at 1050 kg.m.min-1 (70 rpm with a work load of .5kg on the cradle). A record of the VE, %O, then the VO was calculated for all of the minute samples. We recorded at least five scores of 'steady state' samples as the VO scores levelled off before the participant was allowed to stop peddling. We continued to take expired air samples as the subject recovered on the bike; we stopped taking samples when the subject reached his/her resting level.

Equipment

Participants

Bike ergo meter

Gas analyser

Gas flow meter

Douglas Bags

Stopwatch

Heart rate monitor

Results table

Pen

Paper

At least three assistants

Calculations

The following equations were used to produce my results

· Work intensity (Kg.m.min-1) = Workload (kg) x One revolution (6m) x cadence (rpm)

· Work intensity (watts) = Kg.m.min-1 x conversion factor (0.16)

· VE (ATPS) = Volume of expired air (STPD)

(Collection time (mins) = L.min-1

· VO = VE {FIO FEO}

100 = L.min-1

Definitions

· Resting VO is the average VO value taken before exercise commences.

· Oxygen Deficit is the highest initial deficit from resting levels to 'steady state' exercise levels.

· Steady state exercise is the average VO during exercise when the demand for oxygen is aerobically met & maintained.

· Oxygen debt is the volume of expired air & utilised oxygen in the time after steady state exercise during recovery over and above resting levels.

Equation

good it goes like this have a nice day.

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