Sediment Grain Size Chart for Rocks

The grain sizes of sediments and sedimentary rocks are a matter of great interest to geologists. Different size sediment grains form different types of rocks and can reveal information about the landform and environment of an area from millions of years prior. Types of Sediment Grains Sediments are classified by their method of erosion as either clastic or chemical. Chemical sediment is broken down through chemical weathering  with transportation, a process known as corrosion, or without. That chemical sediment is then suspended in a solution until it precipitates. Think of what happens to a glass of saltwater that has been sitting out in the sun.   Clastic sediments are broken down through mechanical means, like abrasion from wind, water or ice. They are what most people think of when mentioning sediment; things like sand, silt, and clay. Several physical properties are used to describe sediment, like shape (sphericity), roundness and grain size. Of these properties, grain size is arguably the most important. It can help a geologist interpret the geomorphic setting (both present and historical) of a site, as well as whether the sediment was transported there from regional or local settings. Grain size determines just how far a piece of sediment can travel before coming to a halt.   Clastic sediments form a wide range of rocks, from mudstone to conglomerate, and soil depending on their grain size. Within many of these rocks, the sediments are clearly distinguishable--especially with a little help from a magnifier.   Sediment Grain Sizes The Wentworth scale was published in 1922 by Chester K. Wentworth, modifying an earlier scale by Johan A. Udden. Wentworths grades and sizes were later supplemented by William Krumbeins phi or logarithmic scale, which transforms the millimeter number by taking the negative of its logarithm in base 2 to yield simple whole numbers. The following is a simplified version of the much more detailed USGS version.   Millimeters Wentworth Grade Phi (ÃŽ ¦) Scale 256 Boulder –8 64 Cobble –6 4 Pebble –2 2 Granule –1 1 Very coarse sand 0 1/2 Coarse sand 1 1/4 Medium sand 2 1/8 Fine sand 3 1/16 Very fine sand 4 1/32 Coarse silt 5 1/64 Medium silt 6 1/128 Fine silt 7 1/256 Very fine silt 8 1/256 Clay 8 The size fraction larger than sand (granules, pebbles, cobbles. and boulders) is collectively called gravel, and the size fraction smaller than sand (silt and clay) is collectively called mud.   Clastic Sedimentary Rocks Sedimentary rocks form whenever these sediments are deposited and lithified and can be classified based on the size of their grains. Gravel forms coarse rocks with grains over 2 mm in size. If the fragments are rounded, they form conglomerate, and if they are angular, they form breccia.Sand, as you may guess, forms sandstone. Sandstone is medium-grained, meaning its fragments are between 1/16 mm and 2 mm.  Silt forms fine-grained siltstone, with fragments between 1/16 mm and 1/256 mm.  Anything less than 1/256 mm results in either claystone or mudstone. Two types of mudstone are shale and argillite, which is shale that has undergone very low-grade metamorphism.   Geologists determine grain sizes in the field using printed cards called comparators, which usually have a millimeter scale, phi scale, and angularity chart. They are especially useful for larger sediment grains.  In the laboratory, comparators are supplemented by standard sieves.

Common Job Interview Questions for ESL Learners

The first impression you make on the interviewer can decide the rest of the interview. It is important that you introduce yourself, shake hands, and be friendly and polite. The first question is often a breaking the ice (establish a rapport) type of question. Dont be surprised if the interviewer asks you something like: How are you today?Did you have any trouble finding us?Isnt this great weather were having? This type of question is common because the interviewer wants to put you at ease (help you relax). The best way to respond is in a short, friendly manner without going into too much detail. Here are some examples correct responses: Common Interview Questions -  First Impressions Interviewer: How are you today?You: Im fine, thank you. And you? OR Interviewer: Did you have any trouble finding us?You: No, the office isnt too difficult to find. OR Interviewer: Isnt this great weather were having?You: Yes, its wonderful. I love this time of year. OR Interviewer: Did you have any trouble finding us?You: No, the office isnt too difficult to find. Here are some examples of incorrect responses: Interviewer:  How are you today?You:  So, so. Im rather nervous actually. OR Interviewer: Did you have any trouble finding us?You: As a matter of fact, it was very difficult. I missed the exit and had to return via the highway. I was afraid I was going to be late for the interview. OR Interviewer: Isnt this great weather were having?​You: Yes, its wonderful. I can remember this time last year. Wasnt it awful! I thought it would never stop raining! OR Interviewer: Did you have any trouble finding us?You: No, the office isnt too difficult to find. Getting Down to Business Once the pleasant beginnings have finished, its time to begin the real interview. Here are a number of the most  common questions  that are asked during the interview. There are two examples of excellent replies given for each question. Following the examples, you will find a comment describing the type of question and important things to remember when answering that type of question. Interviewer:  Tell me about yourself.Candidate:  I was born and raised in Milan, Italy. I attended the University of Milan and received my masters degree in Economics. I have worked for 12 years as a financial consultant in Milan for various companies including Rossi Consultants, Quasar Insurance and  Sardi  and Sons. I enjoy playing tennis in my free time and learning languages. Candidate:  Ive just graduated from the University of Singapore with a degree in Computers. During the summers, I worked as a systems administrator for a small company to help pay for my education. Comment:  This question is meant as an introduction. Do not focus too specifically on any one area. The above question will often be used to help the interviewer choose what h/she would like to ask next. While it is important to give an overall impression of who you are, make sure to concentrate on work-related experience. Work related experience should  always  be the central focus of any interview (work experience is more important than education in most  English-speaking  countries). Interviewer:  What type of position are you looking for?Candidate:  Im interested in an entry-level (beginning) position.Candidate:  Im looking for a position in which I can utilize my experience.Candidate:  I would like any position for which I qualify. Comment:  You  should be willing to take an  entry-level  position in an English speaking company as most of these companies expect non-nationals to begin with such a position. In the United States, most companies provide many opportunities for growth, so dont be afraid to start from the beginning! Interviewer:  Are you interested in a full-time or part-time position?Candidate:  I am more interested in a full-time position. However, I would also consider a part-time position. Comment:  Make sure to leave open as many possibilities as possible. Say you are willing to take any job, once the job has been offered you can always refuse if the job does not appeal (not interest) to you. Interviewer:  Can you tell me about your responsibilities at your last job?Candidate:  I advised customers on financial matters. After I consulted the customer, I completed a customer inquiry form and  cataloged  the information in our database. I then collaborated with colleagues to prepare the best possible package for the client. The clients were then presented with a summarized report on their financial activities that I formulated on a quarterly basis. Comment:  Notice the amount of detail necessary when you are talking about your experience. One of the most  common mistakes  made by foreigners when discussing their former employment is to speak too generally. The employer wants to know exactly what you did and how you did it; the more detail you can give the more the interviewer knows that you understand the type of work. Remember to vary your vocabulary when talking about your responsibilities. Also, do not begin every sentence with I. Use the  passive voice, or an introductory clause to help you add variety to your presentation Interviewer:  What is your greatest strength?Candidate:  I work well under pressure. When there is a deadline (a time by which the work must be finished), I can focus on the task at hand (current project) and structure my work schedule well. I remember one week when I had to get 6 new customer reports out by Friday at 5. I finished all the reports ahead of time without having to work overtime. Candidate:  I am an excellent communicator. People trust me and come to me for advice. One afternoon, my colleague was involved with a troublesome (difficult) customer who felt he was not being served well. I made the customer a cup of coffee and invited both my colleague and the client to my desk where we solved the problem together. Candidate:  I am a trouble shooter. When there was a problem at my last job, the manager would always ask me to solve it. Last summer, the LAN server at work crashed. The manager was desperate and called me in (requested my help) to get the LAN back online. After taking a look at the daily backup, I detected the problem and the LAN  was  up and running (working) within the hour. Comment:  This is not the time to be modest! Be confident and  always  give examples. Examples show that you are not only repeating words you have  learned,  but  actually  do possess that strength. Interviewer:  What is your greatest weakness?Candidate:  I am overzealous (work too hard) and become nervous when my co-workers are not pulling their weight (doing their job). However, I am aware of this problem, and before I say anything to anyone, I ask myself why the colleague is having difficulties. Candidate:  I tend to spend too much time making sure the customer is satisfied. However, I began setting time-limits for myself If I noticed this happening. Comment:  This is a difficult question. You need to mention a weakness that is actually a strength. Make sure that you always mention how you try to improve the weakness. Interviewer:  Why  do you want to work for Smith and Sons?Candidate:  After following your  firms  progress for the last 3 years, I am convinced that Smith and Sons are becoming one of the market leaders and I would like to be part of the team. Candidate:  I am impressed by the quality of your products. I am sure that I would be a convincing salesman because I truly believe that the Atomizer is the best product on the market today. Comment:  Prepare yourself for this question by becoming informed about the company. The more detail you can give, the better you show the interviewer that you understand the company. Interviewer:  When can you begin?Candidate:  Immediately.Candidate:  As soon as you would like me to begin. Comment:  Show your willingness to work! The above questions represent some of the most basic questions asked  on any job interview  in English. Probably the most important aspect of interviewing in English is giving detail. As a speaker of English  as a second language, you might be shy about saying complicated things. However, this is absolutely necessary as the employer is looking for an employee who knows his or her job. If you provide detail, the interviewer will know that you feel comfortable in that job. Dont worry  about making mistakes  in English. It is much better to make simple grammar mistakes and provide detailed information about your experience than to say grammatically perfect sentences without any real content.

A Horrifying Story of Rape in the Military

Brigid Harry (not her real name) is a wife, mother, and co-owner of a small marketing communications company she runs with her husband. She earned her MBA after completing her military service and now lives in New York. After years of silence, shes decided to share her story. I was 20, had already worked for 3 years as a secretary at a major corporation in my hometown, and was impatient to grow. Id come into the company all starry-eyed and within months had absorbed the tasks of two co-workers whod been laid off, folks with years at the company and most with two-year degrees. I didnt get far, because I was 20...and a girl. Perhaps an immature, impatient girl as I look back on it, but I knew that a high school diploma was going to get me nowhere — unless I was happy staying a secretary, and I wasnt. A Decision to Enlist A few years earlier Id considered the military as an alternative to a career in the business world. The recruiters all focused on education in their pitches, so I took some tests which revealed I was very qualified for a program that the Marines had — a photojournalist. They offered a special one-year program: candidates would live as civilians and attend one of the countrys top journalism schools as part of their education. All I had to do was sign. A few months later I did. Boot camp was rough (9 weeks for the gals), and other than some minor back issues that developed from the daily PT (physical training), I did just fine. During this time, I took additional testing and earned a perfect score for Morse Code Intercept and languages, which meant they really wanted me to learn Morse Code, and then Russian. Even though Id passed all the tests for a photojournalist, I caved to their daily badgering and signed away my first option. Normal Conversations I was sent to my first duty station at the Naval Air Station at Pensacola, FL, where all 5 services were sent to learn Morse Code. A few months into service, my back problems got worse, and I developed daily headaches and migraines. The base doctor, a youngish Navy captain from Puerto Rico, assigned some physical therapy and then had me follow-up with him. In our meetings, wed chat — and I knew I had to be appropriate in my conversations because he was an officer and I was enlisted. However, I believed that he was reaching out to me, glad to have a normal conversation with someone who had interests outside of the base and the bars that ringed the base. He invited me out to dinner one evening as a  friend. Nothing romantic was implied, he assured me, and I mentioned that I did have a boyfriend back home, a young man Id met just before I left. He said that he enjoyed our talks about old movies and old music​ because everyone else on the base wanted to talk about getting drunk or war. Dinner and Movies He also assured me that it would be after hours, off the base, and that the officer/enlisted thing wouldnt be an issue. I hesitated, but I found him pleasant and believed what he said. We agreed to go to an old movie festival (I actually think it was Bogart films) that was running that evening nearby, and he arranged to pick me up. I dressed casually, which back then (and with my lack of fashion sense) was jeans, a jean vest, and some sort of shiny blue polyester shirt — a bit on the boyish side, as I think back, but as we were to grab a burger and then watch old movies in a darkened theater, fashion was the least of my concerns. Why Dont We Eat Here First? He was prompt. He drove a black Trans-Am Firebird. The car actually surprised me because he hadnt struck me as one of those kinds of guys. Nevertheless, I climbed in and we left to go to dinner. But then he stopped at his off-base apartment, saying he needed to pick something up, and I could certainly join him for a few minutes. Okay, I thought — naively. As I noticed a package of chicken on the counter, and spices, and potatoes, he casually suggested, Why dont we eat here first? We had a few hours before the movies started, and besides, they ran continuously through the night. I agreed, but with hesitation. He poured me a drink (the legal drinking age was at 18 at the time) and I consumed it, too quickly, which has always been my style. As he prepared dinner, I had another drink, and then a third. They were strong, and I hadnt eaten anything since lunch 6 hours earlier. The chicken went into the oven, and we sat on the couch to chat. I remember asking why he joined the service, as hed indicated he wasnt like the other military types on base. He said he just that he wanted to get out of Puerto Rico. An Officer, Not a Gentleman He poured me another drink and I hesitated, feeling buzzed and growing uncomfortable. I asked when dinner would be ready, and could we get to the movie festival in time. Thats when he leaned over to kiss me. I recoiled. I mean, he was an officer, I was enlisted, and I had a boyfriend. My mind raced. I didnt know what to do. I said I had to use the bathroom and he pointed to a door in the hallway. I headed in that direction, my face red, feeling really uncomfortable. When I opened the bathroom door to exit he was standing there with his pants off. He grabbed me in a huge bear hug and pushed me into the adjacent bedroom. I stiffened and said I wasnt interested — that I had a boyfriend, that I really felt sick to my stomach, that I didnt know about sex (all true). Please, I thought we were going to see old movies. Please let me go, I feel nauseous. Please stop. Please dont do this. Please, please, please. Please. He was stronger than me. He twisted my arms behind me and started pawing at my clothes — my boyish, unattractive clothes. He pulled until he created a burn between the denim and my thighs. He pulled at my underpants until they tore. He jumped on top of me as I pulled to turn sideways. His voice was angry now. Frozen It was over in a few moments — he was quick to come to completion. I was frozen in a curled position, with my clothes draped over me. He grunted, Get up, Ill take you back to the base. I didnt know what to do. Should I go with him? Should I get a cab? I said Id go with him. I pulled my clothes back around me and stood there trembling. He drove me to the base, and I jumped out of the car. My room was in a dorm-like setting, and I shared a bunk with an Army gal, African American, who outranked me. She wasnt home as she was on a date. I jumped into the shower and probably stood there for over an hour. I didnt cry. I tried, and couldnt. But I scrubbed and grew angry at myself, at him, at my life choices. Admitting I Had Been Raped Monday — three days later — I went to class. At noon, I went to the base chaplain, a Catholic priest, a Navy officer, and told him what happened. It wasnt easy, and I never looked up from my hands in my lap. Did I lose my virginity, he asked, or was that something I had already done prior to Friday evening? Well, I admitted, I dont think this did that because†¦oh, God – I remembered something — this man had a child-size penis. I knew what they looked like — I had two younger brothers and changed my share of diapers. No, I hadnt bled. Was there any chance I was pregnant, the Navy priest then asked. I finally looked up, still red from having stated aloud the miniscule size of the doctors penis. What? Could I be pregnant? He continued that if there was any chance of pregnancy, I could never consider an abortion. What? Pregnant? That was the least of my concerns, I mumbled. I was...yes, admit it†¦I had been raped. I mean, yes, I went in his car. Yes, I had drinks. Yes, I knew he was an officer and I was enlisted. But we were going to go watch old movies. But†¦ but†¦ Discouraging Guidance I waited a week, and my period came. One thing to NOT worry about, I suppose. Then I called my mom, who had a house full of little kids still. I told her what happened — and thats when I finally cried. She was audibly upset and asked what would happen. I had no clue, I told her. I promised I would go back to the chaplain Monday and seek guidance. Monday, I visited the chaplain — and told him I wasnt pregnant. He seemed relieved and then asked what next. I told him, I think the man should be punished. Would he help me through that process? He squirmed and said that since I hadnt filed a police report immediately — that since Id showered immediately after the incident — it would be a difficult case. A case of he said, she said. I said I was angry and that what he did was wrong – and I wanted to pursue it. He made an appointment with my commanding officer, and I met with the man Tuesday, who spoke a lot of legalese to me and said hed get back to me. There was a woman secretary, a high ranking enlisted Navy woman, taking notes. I couldnt tell if she was sympathetic or not to my story, as she was absolutely stone-faced. Perhaps shed heard it all before. Didnt Want the Mess Wednesday after class I was walking to my bunk to unwind, grab a bite, and try to do homework when I saw a black Trans Am approaching me. It slowed to a crawl, I stopped, and then it raced past me, spewing pebbles and dust. Obviously, the driver was pissed at me, and I felt afraid. Someone must have said something to him. I spoke to my mom again that weekend. She was crying and told me to drop charges — that I would be the one on trial, that my father had spoken to an attorney and they decided that they didnt want the mess dragged through the local papers back home, that Id have to find a way to move on. I met with the commanding officer and made him an offer; if theyd let me go into photojournalism, as Id originally signed up for, Id not pursue anything against the doctor. Within 48 hours, I had new orders: a week medical leave at home, and then Id join the next military journalism program starting in Indianapolis at an Army base. I had made no real friends at the base, and other than my roommate who was kind and considerate during my time of stress, the few folks I knew from boot camp didnt know how to treat me. I was happy to leave. Where the Men Were in Charge Of course, then there were more problems at home. My dads attorney suggested that I talk to a shrink, as my dad said — a profession my father had very little use for. I went, and the mental health professional wrote up a report and sent to my former commanding officer, and one to my upcoming commanding officer, that I was immature and really wasnt a good candidate for a life in the military. I joined the journalism program, came in second in my class, made friends, maintained a long-distance pen-pal relationship with the boy back home, but started struggling as I got to my new duty station in North Carolina. Back in a world where the men were in charge, despite the obvious women of rank around, I started getting angry and upset and lonely. I refused to work one day, and the shrink back home — per my dads attorneys advice — sent along his report. A higher ranking woman suggested that it would be a rough few weeks, but if I wanted to get out, that boycotting work was one way to do it. Honorable Discharge I met with the bases commanding officer, who had all my files — my episode in Florida, my decision not to press charges, my letters from doctors back home, and my test scores. He expressed concern that I chose not to honor my contract with the Marines, but as a dad to young daughters, he wished me well. He asked me to promise him that I would go back to school, even part-time, and try to contribute something positive. I received an honorable discharge a year and a day after I started boot camp. To this day, I cant remember the Navy doctors name — or his face, thank God. Im thankful that one man, my final commanding officer, treated me with some respect. Homecoming My boyfriend, whod stuck by me when I was away, proposed as soon as I returned home, but then started acting uncomfortable in my presence, and as I assumed he started seeing other girls, we broke up. I went back to my job, making up excuses for why I was home so soon. My cousins got wind of my seeing a psychologist and just last year I had to correct one of them as they were joking that I couldnt handle the service so my dad had to get me out. I finally looked one in the eye and said, Do you know that I was raped by an officer when I was there? That shut them up, but Ive lost interest in family gatherings. (Of course, these are the cousins who are right-of-center pro-military, never having served themselves). Questions Without Answers Ive never written this down, ever. Id told the story — to the chaplain, to my CO and his secretary, to the psychologist back home, a version to my bunkmate. As I type this right now my temples are throbbing, and my face and ears are burning and red. Ive looked back over the years and asked myself, Why did I say Id go to the film festival with him? Ive questioned my posture, my wardrobe, my jokes, my drinks. Of course, Ive questioned my timidity at the exact moment I shouldve turned into she-woman or something. I was a 20-year-old, non-sexually active moron. I was cornered, I got trapped, by a bigger man with a tiny penis. The priest could only care about abortion. My mom could only care about the local papers (although, as a mom now myself, I can imagine the pain she personally went through, trying to keep her anxiety from my younger siblings — but shes decided now, after all these years, that I made it up just to get out of the service — and I cant convince her otherwise. Ive decided not to bring it up again). No Knives, No Fists...But Still Rape I read stories of women who may or may not have been in relationships that got out of hand in the military, and I sometimes read about the young woman, beaten or worse, as she was raped. Me? Just bear-hugged overpowered and bruised – no knives, no fists. But I cant shake the sudden stomach pains I have this moment — that, and the reddened face.

International Marketing For Avantus Essay - 1664 Words

Introduction Information Technology (IT) is the fastest growing sector in the economy with a 68% increase in output growth rate projected between 2002 and 2012. Employment opportunities are expected to be good in the IT industry as demand for computer-related occupations increases due to rapid advances in computer technology, continuing development of new computer applications, and the growing significance of information security. For all IT-related occupations, technical and professional certifications are growing more popular and increasingly important. It has a tremendous growth in demand in the market and people are continuously upgrading themselves with the latest IT related knowledge. With the demand in knowledge, demand in†¦show more content†¦Definition in Training Training is being defined as a planned and systematic effort to modify or develop knowledge, skill, and attitude through learning experience, to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to enable an individual to acquire abilities in order that he or she can perform adequately a given task or job. The Three Countries Slate In order to survive and prosper, organizations in the private and public sectors will need to respond in a timely and flexible way to social, technological, economic and political change. This means that an organization’s survival and growth will depend on its ability to cope with the external and internal requirements that these changes will demand. This implies that existing and new staff will need to acquire new knowledge, skills, attitudes and perspectives on a continual basis. There is now a global economy to contend with, competition of such countries like China and India where there are low labor costs and where advantage is taken of the new market opportunities created by reductions in trade barriers and technological advances. Gaining or maintaining an edge over competitors has become the priority of organizations, and also for individuals wishing to pursue a fulfilling career. There are three countries in our selection and they are Indonesia, Thailand and Vietnam. [pic] [pic] Macro Environment Analysis –

Constructing Your Health Decisions Free Essays

Constructing Your Health Decisions Technology has overcome the population and few people are aware of various health issues it has caused. By simply sitting in an office behind a computer can cause problem from our backs and eyes to our balance. Office workers are the most at risk, and experts say it is important we monitor our workplace health. We will write a custom essay sample on Constructing Your Health Decisions or any similar topic only for you Order Now This can be avoided by going for a brisk walk at lunch, a stroll around the office every hour, and checking our posture by standing with your heels and back against the wall and seeing how far back you have to move your head until it touches the wall too. Also the television is one of the most popular forms of media all over the world. It can enhance ones appearance to have the viewer intrigued and question themselves like â€Å"why can’t I look like that†. Instead of getting up and going for a walk or hanging out with friends, television, has us caught up in our homes. Another major media downfall that influences one’s health is the internet. Let’s say I have symptoms of a common cold for weeks that does not go away, I can type in my symptoms on the internet and various options will come out. Now I can assume I have a major medical issue without even consulting with a doctor. A person has the responsibility of enhancing their health by choosing healthier foods and exercising more. They can choose to not be influenced by the media. Also by doing activities that Improve our self-esteem can lustily how we will portray ourselves to the world. How to cite Constructing Your Health Decisions, Papers

Response Improvisations based on The Woman in Black Essay Example For Students

Response Improvisations based on The Woman in Black Essay The text we were given was an opening to a typical ghost story, like The Woman in Black. . We were briefed and told to make the improvisation melodramatic, farcical and over the top. We were told to do this in order to make the audience laugh by acting challenging, extreme and weird characters in the setting of a ghost story. Our first response to the text of a ghost story was shown in a spider diagram here: These are the collective brainstorming of the entire group when we thought of what came into our head immediately after being given the text of a ghost story. We found over acting our characters extremely challenging. For example: we were supposed to over exaggerate the fact that someone sold evil hot dogs and we had to play it seriously and melodramatically in order to make the audience laugh. We found this challenging, and some of the group found it embarrassing to shout loudly and make their gesticulations larger than life. We found the prospect of using practically anything and making it scary into a very interesting idea. We loved inventing the scary story that all the locals knew too. The plot of our improvisation was an English family staying in an American motel in a mysteriously deserted town in Montana. They seek to stay there for a while, but are disgusted of the stories about a mysterious hot dog vender and some dastardly chewing gum chewers. They seek to flee from the motel, but leave behind the teenage girl who chews gum to forever be imprisoned in the American motel with the locals. The explorative strategies we used to explore the text were still image and marking the moment. We planned to use the explorative strategy of still image to emphasise the drama mediums of space and levels so it can show the relationships between the characters more clearly so the audience can see it for a longer amount of time. We used this to mark the moment and emphasise an important moment in the play. The explorative strategy of still image helped us convey the idea of the melodrama as we could pause in the most eccentric positions to make the scene seem crazier. It helped me understand the text by seeing how a ghost story was pieced together. Marking the moment emphasised the importance of suspense and silence and helped me understand the text in this way. If I were to stage the piece Id make the atmosphere very eerie. I would make the set extremely tacky as it would make the atmosphere scary and yet ridiculous at the same time. SECOND IMPROVISATION BASED ON THE SCENES FROM THE WOMAN IN BLACK The text we were given was an extract from The Woman in Black where Mr Kipps cannot find his dog, Spider. In this extract there is an eerie whistling on the misty moor and he desperately calls for Spider. We were to use this as a text to inspire our improvisation to make a ghost story that scares and mystifies the audience. Our initial response to the text was to identify important elements and then brainstorm what these meant to us. We chose: whistles, mist and losing something thats close to you. The spider diagram on the next page shows what we, as a group, have discussed in initial response to the text. When we were first asked to begin thinking about trying to create an improvisation we found the plot very challenging, as we wanted to include whistles, loss and mist into it because we deemed them all interesting elements which inspired us from the text. We wondered how we could get whistling into the improvisation and make it add to the atmosphere instead of hinder the plot. 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EssayWe decided to use the element of drama contrasts- to make it scary too, as it added to the tension in the end. The initial plot was a man walking a dog in a misty park, when the lead snaps he loses his dog in the dense mist. He calls for Spider, getting more and more agitated, then an eerie whistle taunts him and he runs around in desperate search where he bumps into figures representing his friends, they dont recognise him, but they make him recollect (by cross cutting) the last time he had seen them before. These happy memories contrast with the bad news the whistler brings. The whistler is a dead plane driver that informs him he had just killed his fiancie, best friend and boss in a plane crash. Then he finally realises that he has just seen ghosts all around him. The two explorative strategies we used were cross-cutting and hot seating. We chose to use hot-seating to help develop our characterisation by deepening our understanding of the roles that were playing, which would hopefully come across in acting in the improvisation. We used cross-cutting to build a relationship with the characters we had just introduced so the loss was more tragic to the audience. Hot-seating helped me understand the text by helping me understand the regret and fear in losing someone and being deserted and alone by putting me in the role of the character and having to ask questions I felt like the character who had experienced this loss and this will help us convey our ideas in the improvisation. Cross cutting helped us convey to the audience that the last instances he saw his loved ones were warm times that suggested a long bond of friendship, and helped us do this quickly, concisely and effectively. If I were to stage the piece I would hope to create a setting of foreboding throughout the piece as it builds up tension and the mystery through the improvisation.

Employment Contracts

Question: Outline and explain the contents of employment contracts and the legal liabilities of managers and directors. Demonstrate the ways in which European Union law affects the conduct of business in the United Kingdom. Identify and explain the main sources of law affecting businesses and policies relating to customers, related companies and employment. Answer: Employment Contracts Sources in an Employment Contract It is not necessary that employment contract should only be one document. There are various terms that can be incorporated into an employment contract from various sources and it can either be verbal or written. Terms which have been mentioned in a contract explicitly are express terms which can either be verbal or written and the parties have agreed upon them same. These include the description of the job, working hours, sick pay, wages, description of the job and notice. There are a number of different in which these terms may be found such as employment particulars written statement, Handbook of the staff, pay slip, advertisement of jobs and most obviously the employment contract in the writing itself (Honeyball, 2006). There are certain conditions and terms that are implied into an employment contract by way of common law, practice or custom. There, for example, exists a duty of confidence and trust between employee and employer in all relationships (Sella, 2015). If there is the breach of that fundamental trust, then a claim of action may follow. In the case of an employee, it would be the constructive dismissal claim. There are various other types of implied terms which can include in the decision of the employer for the payment of bonus each year or a redundancy that is enhanced in the pay; this could give rise to the practice and custom of receiving of these kinds of benefits (Levine, 2002). As an employee there exists a common-law duty of care (McClelland, n.d.). Meaning thereby that with respect to his relationship with his colleagues and the employer it is essential for the employee to exercise care and skill that is reasonable. The Health and Safety at Work Act 1974 in addition also requires that reasonable care has to be taken for the safety and health of the other people at work as well the employee himself. This also extends to co-operating with the employer to ensure that he is able to fulfill the legal duty that he has. Duties of Employee under Common Law Under the common law the duty of the employee, is to ensure that reasonable care of safety and health of his employees, as well as himself, is taken which can be affected by what they are doing or not doing during the course of employment. Cooperation with the employer on matters relating to safety and health are also important. The equipments that have been provided for the purposes of safety should not in any manner be misused. The instruction from the employer with respect to safety and health are required to followed and relevant training with respect safety and health to be attended. Any defects or hazards at the workplace is required to be reported. There should not be any obstruction or interference with what has been provided for the safety and health at the place of work (Dabscheck and Riley, 2006). There is an implied obligation under common law which is owed by the employee for obeying orders that are reasonable and the law of the employer. In the case of Barber v. RJB mining, it had been opined that there is statutory safety and health standards that the courts have accepted which may circumscribe the common law right of the employer for giving orders that have an effect that is endangering the employee. Duties of an Employer under Common Law The main duties under the common law of the employer are with respect to the safety and health of the employees. These include the duty of care which means that it is necessary for the employer to take care of the safety of the employee which is reasonable, avoiding the exposure of the person to risk that are not necessary to ensure that work system is safe (Worksmart.org.uk, 2016). The second is employers duty to maintain confidence and trust that is mutual. The employer must not without any proper and reasonable cause behave in a way which is likely or calculated for destroying or damaging seriously the relationship of confidence and trust with the employer. This duty, in particular, puts an obligation on the employers for ensuring that they are treated at work with dignity, and to deal with complaints of the employers in a manner that serious and fair. Lord Writght in the case of Wilson Clyde Coal Co Ltd v English [1938] AC 57 gave the duty's exposition which is a landmark. The p laintiff in this was a miner who had been injured in the coal mine of the defendant (Wilson Clyde Coal Co Ltd v English, [1938]). It was while traveling through the pit at the end of the shift for the say that a haulage plant which was in motion crushed him. During the time of traveling this equipment should ideally have been stopped. The employer of the defendant placed an argument that the duty had been discharging since they were providing a system of work that was safe by appointment of a qualified and competent managed. The employers it was opined by the Court were liable. There could not be avoidance of the duty of providing a system that is safe for working only by the appointment of an employee who is competent. There was three key area that was deduced by the House of Lords in this case which provides that the employer needs to provide staff that is safety conscious and competent, safe equipment and plant that is adequate and a system of work that is safe. Equality Act Scope and Structure of Equality Act There are a total 116 different legislation pieces that have been brought together by the Equality Act, and one single Act has been formed. This new act combined provides for a legal framework for the protection of individuals' rights and ensuring that equality of opportunity is advanced for everyone. The intent of the act is for strengthening, harmonizing and simplifying the legislation that is in existence at present and providing a new law against discrimination to Britain which will ensure that individuals are protected from treatment that is unfair and promote a society that is equal and fair. The main nine pieces of legislations that merged together are the Race Relations Act 1976, the Sex Discrimination Act 1975, the Disability Discrimination Act 1995, the Employment Equality (Sexual Orientation) Regulations 2003, the Equal Pay Act 1970, the Employment Equality (Age) Regulations 2006, the Employment Equality (Religion or Belief) Regulations 2003, the Equality Act (Sexual Orientation) Regulations 2007 and the Equality Act 2006, Part 2 (Wadham, 2010). The provision of employment of the Act reflects largely the present law and all workers have been covered under it. The scope of the Act as the present legislation is wide enough so as that it extends to those people as well who are not employees necessarily for protection against discrimination. The contract workers could be included in this and, even in few circumstances, the volunteers as well. The Equality Acts introduction harmonizes, brings together and in some ways extends the law of equality that is in existence. The aim of the Equality Act is to make the law more clear, consistent and easy to be followed so that the society can be made fair. The Equality Act also includes other provisions, including the new concept of dual discrimination, an extended public sector Equality Duty and a prohibition on age discrimination in services and public functions. The Act has two main purposes to harmonize discrimination law, and to strengthen the law to support progress on equality. The Act consists of 16 Parts and 28 Schedules (Legislation.gov.uk, 2016). Different Types of Discrimination There are seven main areas which have been detailed in the Equality Act to be discriminatory behavior (Gov.uk, 2016). The first being that of Direct Discrimination, this type of discrimination occurs when a person is treated in a manner that is less favorable as compared to other people because of the protected characteristics they are thought to have, or they have or because of their association with people who have protected characteristics (Butler, n.d.). The second being that of Associative Discrimination, this is already in the application for Religion, Sexual Orientation, and Race. This now extends under the Act to cover Disability, Age, Sex and Gender Reassignment. This would be against someone a direct discrimination if they are associated with a person who possesses characteristics that are protected. The third is that of Perspective Discrimination; this is already in the application for Race, Age, Sexual Orientation and Belief or Religion. This has been extended under this Act to Cover Gender Reassignment, Sex and Disability. This, however, is discrimination that is direct towards an individual because they are of an opinion that the person possesses particular characteristics which is protected. Even if a person does not actually possess such characteristics, this would still be applicable (Discrimination at work, 2010). The four is that of Indirect Discrimination, this type of discrimination is applicable already to Race, Age, Belief, Religion, Sexual Orientation, Marriage, Civil Partnership and Sex. However, under the Equality Act, it has been extended to cover Gender Reassignment and Disability. When there is the rule, condition, policy or even an organizational practice that is applicable everybody except for the people with protected for who it would be disadvantageous, then it would be indirect discrimination. Harassment is another type of discrimination that has been covered. It is a conduct that is unwanted and relates to the protected characteristics that are relevant, which has the effect or purpose of violation of the dignity of an individual or creating an environment which is intimidation, degrading, offensive or hostile for the individual. There can now be complain from the employee of any behavior which according to them is offensive even if the same has not been directed to them and it is not necessary for them to posses the characteristics that are relevant themselves. There is also protection of employees from harassment due to association or perception (Waughray and Dhanda, 2016). Another type of discrimination is Third Party Harassment; this is already applicable to Sex. However now it is expected to cover Disability, Age, Race, Gender Reassignment, Sexual Orientation, Belief or Religion. There is a potential liability on the employers under the Equality Act for the employees harassment by third parties who are not the companys employees, such as clients or customers. The final type of discrimination is victimization, this occurs when there is a bad treatment of the employee because of their supporting or making a complaint or raising under the Equality Act a grievance; or because they have been suspected of doing the same. There has been the amendment of victimization' definition under the Equality Act so that it does not any longer point towards a comparator (Griffith, 2010). Action of Employers to Ensure Compliance It is important for the employers to ensure that all their new and existing procedures and policies are compatible with the duties which have been assigned to them under the Equality Act 2010. For example, the equal opportunities and recruitment policy of the organization must state clearly that any discrimination either indirect or direct in recruitment or employment due to any of the protected characteristics mentioned under the Act would be unlawful. These characteristics would be that of disability, age, civil partnership and marriage, gender reassignment, maternity and pregnancy, belief or religion, race, sexual orientation and sex. Where it is relevant it is necessary to include the concepts of perspective and associative discrimination in the policies. With respect to drafting and reviewing of employment contracts, there must be awareness in the employee that a clause for pay secrecy which the employee's contract of employment contains would not been enforceable in the case wh ere there is pay discussion that is relevant which the employee is involved in (Griffith, 2010). It is essential for employers to ensure that there is awareness in the line managers for the requirement and need of preventing any kind of harassment of the employees. The recruitment or management staff that is involved in related procedure should be provided training with respect to the Act's main provision, and the process of recruitment should be reviewed and where necessary amended for ensuring that it is in compliance with the provisions of the Act. European Law Source of European Law The treaties are the primary source of European Law, which are European Unions bases. There are mainly three documents that are required to be considered, the Single European Act 1986, Treaty on European Union 1992 and also the 1997 draft Treaty of Amsterdam (Nentwich and Falkner, n.d.) and The Treaty of Rome 1957.there are European Committees Acts of 1972, 1986 and 1993 which are corresponding that ensure that as UK Law these treaties take effect (Panara and Becker, 2011). The sources of law that are secondary are the laws which have been made under these treaties, the Treaty of Rome especially. These comprise of: Regulations, these are applicable directly and binding meaning thereby that it is not required by the national legislations to implement them in all the states that are a member, they would apply to it directly. In the case of conflict between a national law which is in existence already, it would be the regulation that shall prevail. Directives, these are the member states requirement to change the law that is national within a period of time which has been stated so that effect could be given to the said directive. The Directives in the UK under the European Communities Act 1972 can be implemented by either delegated legislation or statute. Examples of these are the European Parliaments Directive 95/46/EC and on October 24th, 1995 the Councils on individuals protection with respect to personal data processing and such datas free movement and also the European Parliaments and of the Council on May 20th, 1997 Directive 97/7/EC on the consumer protection with respect to the Distance Contracts. Court of Justices Decisions, to whom these are addressed these would be binding on those parties, whether they are individuals or member states. For example the judgment in the case of Interporc v Commission, T-124/96 judgment of 1998-02-06 this was in connection with the laws that govern the institutions, Commission v SpainC-92/96, judgment of 1998-02-12 which was in respect to consumers and Environment. In the case of C-249/96Lisa Jacqueline Grant v South-West Trains Ltd(No 03/98) in which the court had opined that the equal pay rules of the treaty does not cover the discrimination that has been based on sexual orientation. Opinions and Recommendations, these do not have any force that is binding, but merely the institution's view is stated by it such as the commission which issues them. For example, the Advocate General Fennelly's opinion which was delivered on February 5th, 1998 in the case of Commission of the European Communities v Council of the European Union. Directives and their Impact on the Functions of Business in UK 92/85/EEC The primary objective which was there for the implementation of this directive was to ensure that safety and health of women who are pregnant and working are ensured or a worker who have given birth to a baby recently or a worker who already has a baby and is still breast feeding the baby. The pregnant woman under this directive is not supposed to work in any situation or place which can be termed as dangerous (Osha.europa.eu, 2016). The businesses in the UK were impacted due to the implementation of the new right on April 6th, 2003 which was introduced under the maternity and paternal leave (Amendment) Regulations 2002 under which a worker who is pregnant would be allowed to take a leave for 26 weeks even though they might not have worked for that long a period. If the situation wherein the woman has worked continuously for 26 weeks then in that case extra leave can be taken by her. However, she will not be paid for it. The statutory maternity pays regulations 2006 requires that all woman are allowed to take leave up to a period 52 weeks (Toshkov, 2008). 2000/78/EC This directive is an anti-discriminatory directive which relates to religion, belief, sexual orientation, age and establishing a framework in general for ensuring that in employment there is the equal treatment which is ensured. In this directive, 21 articles have been spread across 4 chapters. In this directive, Articles 4 to 8 are very important since they deal with requirements of the occupation and accommodating persons who are disabled. There has to be the justification of treatment based on grounds of positive action, age and requirements that are minimum for the worker in the place of work. The second chapter deals with the enforcement and remedies (Eur-lex.europa.eu, 2016). The impact that this directive has had on businesses is that the businesses now need to ensure that their work place adopts equal treatment for its employees, and there is protection fo employee's rights as well the employer's rights and to ensure that there is no discrimination either indirect or direct which is done. References Butler, D. (n.d.).Equality and anti-discrimination law. Commission v Spain[1988]C-92/96. Dabscheck, B. and Riley, J. (2006). Employee Protection at Common Law.Labour History, (91), p.227. Discrimination at work. (2010). LRD. Eur-lex.europa.eu. (2016).EUR-Lex - 32000L0078 - EN. [online] Available at: https://eur-lex.europa.eu/LexUriServ/LexUriServ.do?uri=CELEX:32000L0078:en:HTML [Accessed 4 Aug. 2016]. Gov.uk. (2016).Discrimination: your rights - GOV.UK. [online] Available at: https://www.gov.uk/discrimination-your-rights/types-of-discrimination [Accessed 4 Aug. 2016]. Griffith, R. (2010). The Equality Act 2010: further protection against discrimination.Br J Midwifery, 18(11), pp.732-733. Honeyball, S. (2006). Contract, Employment and the Contract of Employment.Industrial Law Journal, 35(1), pp.30-55. Interporc v Commission[1998]T-124/96 judgment-02-06. Legislation.gov.uk. (2016).Equality Act 2010 - Explanatory Notes. [online] Available at: https://www.legislation.gov.uk/ukpga/2010/15/notes [Accessed 4 Aug. 2016]. Levine, D. (2002). The New Employment Contract?.Employment Research, 9(1), pp.4-6. McClelland, J. (n.d.). Rediscovering the Contract of Employment for Non-Standard Workers in the UK Common Law.SSRN Electronic Journal. Nentwich, M. and Falkner, G. (n.d.). The Treaty of Amsterdam: Towards a New Institutional Balance.SSRN Electronic Journal. Osha.europa.eu. (2016).Directive 92/85/EEC - pregnant workers - Safety and health at work - EU-OSHA. [online] Available at: https://osha.europa.eu/en/legislation/directives/10 [Accessed 4 Aug. 2016]. Panara, C. and Becker, A. (2011).The role of the regions in the EU governance. Berlin: Springer. Sella, A. (2015). 2015/19 Successfully appealed pre-transfer dismissal revives employment contract retroactively, causing contract to transfer (UK).European Employment Law Cases, 0(0). Toshkov, D. (2008). Embracing European Law: Compliance with EU Directives in Central and Eastern Europe.European Union Politics, 9(3), pp.379-402. Wadham, J. (2010).Blackstone's guide to the Equality Act 2010. Oxford: Oxford University Press. Waughray, A. and Dhanda, M. (2016). Ensuring protection against caste discrimination in Britain: Should the Equality Act 2010 be extended?.International Journal of Discrimination and the Law. Wilson Clyde Coal Co Ltd v English[1938]AC 57. Worksmart.org.uk. (2016).What are my employer's common-law duties? | workSMART. [online] Available at: https://worksmart.org.uk/health-advice/health-and-safety/employee-rights/what-are-my-employers-common-law-duties [Accessed 4 Aug. 2016].