Jealousy And Mistaken Identity In Shakespeare Essays -

Jealousy and Mistaken Identity in Shakespeare Jealousy and Mistaken Identity in Shakespeare William Shakespeare's life is somewhat of a mystery to scholars due to the fact that most information that is known is very scattered and sparse. No one knows the exact date of Shakespeare's birth, but his baptism occurred on Wednesday, April 26, 1564. His father was John Shakespeare, a tanner, glover, dealer in grain, and town official of Stratford. His mother, Mary, was the daughter of Robert Arden, a prosperous gentleman-farmer. William Shakespeare and his family lived on Henley Street. A bond dated November 28, 1582 stated that William Shakespeare and Anne Hathaway entered into a marriage contract. The baptism of their eldest child, Susanna, took place in Stratford in May of 1583. Hamnet and Judith, their twins were christened in the same church one year and nine months later. In May of 1597, Shakespeare purchased a residential property in Stratford called New Place. Due to the fact that his father had suffered financial problems prior to this date, it is assumed that Shakespeare must have achieved success by himself. On March 25, 1616 William Shakespeare revised his last will and testament. He died on April 23, 1616. There are certainly many things in which scholars cannot explain about the life of William Shakespeare, however the facts that do exist are enough to identify him as a real person. He was a writer who, for the last three hundred years, has continued to be a major influence on drama and poetry. Shakespeare wrote thirty-seven plays that are all very unique in their style and subject matter. The themes vary anywhere from extreme jealousy to silly humor. Two major themes that are apparent in a lot of Shakespeare's works are mistaken identity and jealousy. The idea of mistaken identity as a plot device in comedies dates all the way back to the writers, Menander and Plautus, in the Greek and Roman times. Shakespeare borrowed that device and used it to further his plots in his comedies. His artistic use of mistaken identity is brilliantly used in many of his plays. In Shakespeare's comedy, The Comedy of Errors, mistaken identity is the sole story line of the play. The idea of asking how one really knows who one is, is introduced, but the problems that will occur between appearance and reality are not totally realized. As Shakespeare begins to write more about mistaken identity, his comic style using this ploy begins to develop more and more. In a very simple form, mistaken identity is shown in Twelfth Night. The twins are mistaken for each other and this brings about a comic conflict throughout the play. This simple form of the plot device is extended when it becomes known that one twin is actually a girl who would not normally be mistaken for her brother. This is a result because she has resorted to a disguise. Viola disguising herself as Cessario is a beginning to the double meanings throughout the dialogue that Shakespeare uses as comedy within the playing of the words. When her twin brother, Sebastian, arrives her passive nature is mistaken to be his and he is married to Olivia who thinks he is his disguised sister. As an audience member, part of the fun of mistaken identity is the sole enjoyment of trying to keep who is who straight and knowing something that the actors do not. Disguise is one of Shakespeare's favorite devices, found in many of his works. Through it he alters the identity of an individual, which creates an elevated irony, a developed theme, and an enhanced comic element to the story. In As You Like It, Shakespeare, by having characters in disguise, creates an outlet for new ironies and comic twists throughout the work. The shepherdess who is in love with the "shepherd" Ganymede who is really a girl (Rosalind) is one of the comic twists, as well as Orlando sharing feelings of love to Ganymede who is really Orlando's love Rosalind in disguise. Once again the hidden and mistaken identity constructs this plot and furthers its comedy. The entire purpose of mistaken identity can only be accomplished when a disguise is shown in the way to say and experience things in the one identity that can only be accomplished by the altar identity: this is what composes the comedy within the words. For example, in Measure For Measure, the Duke uses disguise and mistaken identity to reveal the truth about Angelo, while simultaneously providing comic moments when Lucio speaks of the Duke to the Duke unaware of his true identity. Another re-occurring theme throughout Shakespeare's plays

DEFINITION OF A STAKEHOLDER Essays - Ethics, Applied Ethics

DEFINITION OF A STAKEHOLDER Essays - Ethics, Applied Ethics DEFINITION OF A STAKEHOLDER Sparked by the labor movement, the concept of Corporate Social Responsibility (CSR) has only been in existence since the 1950's. Society began to expect companies to accept additional social responsibilities outside of the fundamental business functi ons, including being profitable. Starting in the 1960's and 1970's, the civil rights movement and environmental protection agencies influenced the way consumers looked at businesses. Consumers believed that those with great power also had great responsibility to positively influence people, the environment, and society. Businesses were called on to help solve global problems, aimed at making the world a cleaner, safer, and more productive place. This view was based on the concept that businesses should extend beyond their required economic and legal responsibilities to accept ethical, moral, and discretionary responsibilities in order to improve society. This view became the foundation for what we know in today's business world as Corporate Social Responsibility. In order to completely understand the context of Corporate Social Responsibility, you must first understand the role of stakeholders for an organization. The next section will describe the role of stakeholders. There are several definitions. The most common ones are: Those groups without whose support the or ganization would cease to exist. Any group or individual who can affect or is affected by the achievement o f the organization's objectives. T he individuals or groups that have an interest in the organization and are affected by its actions . Stakeholders can: a ffect a business , b e affected by a business , b e both affected by a business and affect a business . We can see from these definitions that a lot of people can be a stakeholder to an organisation . The most common groups who we consider to be stakeholders include: Managers Employees Customers Investors Shareholders Suppliers Board of directors Owners Government agencies Unions Political groups The media and others Then there are some more generic groups who are often included: Government Society at large The local community Within the broad spectrum of stakeholders, stakeholders can be broken into two different groups: primary stakeholders and secondary stakeholders. Primary stakeholders have a vested interest in how the organization performs and the actions it engages in to conduct business. Examples of these types of stakeholders are customers, employees, suppliers, board of directors, owners, and shareholders . Primary stakeholders directly affect the success and failure of the company. Secondary stakeholders can influence, both positively and negatively, the actions of the organization. They indirectly affect the organization by taking actions to make it difficult for the organization to succeed or by supporting the organization's efforts. Examples of secondary stakeholders are government agencies, regulation agencies, trade unions, labor unions, political groups, social groups, and the media . One of the primary functions of a business is to serve the needs of its stakeholders, also known as stakeholder responsibility. However, more and more businesses are taking this responsibility one step further by seeking out ways to address global issues to ultimately make the world a better place. These actions are referred to as Corporate Social Responsibility (CSR). Many people consider that only people can be stakeholders to an organisation . Some people extend this and say that the environment can be affected by organisational activity. These effects of the organisation's activities can take many forms, such as: the utilisation of natural resources as a part of its production processes the effects of competition between itself and other organisations in the same market the enrichment of a local community through the creation of employment opportunities transformation of the landscape due to raw material extraction or waste product storage the distribution of wealth created within the firm to the owners of that firm (via dividends) and the workers of that firm (through wages) and the effect of this upon the welfare of individuals pollution caused by increased volumes of traffic and in creased journey times because of those increased volumes of traffic Thus many people also consider that there is and additional stakeholder to an organisation , namely: t he environment . As we will see in the next chapter the actions of an organisation have a big effect upon future possibilities. It

A Blessing in Blood

A Blessing in Blood A Blessing in Blood A Blessing in Blood By Maeve Maddox The English words blessing and blood are closely related. Old English blod came from P.Gmc *blodam, a word that in a still earlier form may have meant to swell, gush, spurt, or that which bursts out. The English word blood has cognates in several other languages: German: Blut Dutch: bloed Swedish: blod Danish: blod Norwegian: blod Yiddish: blut Old English bletsia, bledsian, bloedsian, meant to consecrate, make holy, give thanks. The P.Gmc form of the word was *blothisojan, mark with blood. The word bless is unique to English. Originally used for the act of sprinkling a pagan altar with blood, the word was adopted by Christian translators to render into English Latin benedicere and Greek eulogein which had been used to translate Hebrew brk, to bend (the knee) in the act of worship. Towards the end of the OE period, bledsian took on the meaning make happy because of the words resemblance to OE blià °s, bliss, merriment, happiness, grace, favor. Bliss comes from a P.Gmc. word meaning gentle, kind, as does blithe. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:Good At, Good In, and Good With50 Idioms About Roads and PathsHow Verbs Become Adjectives

The causes of obesity in childhood Essay Example | Topics and Well Written Essays - 2000 words

The causes of obesity in childhood - Essay Example This essay "The causes of obesity in childhood" describes the scale of the problem across the World and the factors that lead to it. The attention attracted by cases of obesity across the continent is great because of its alarming rates. Researchers reported an increase in the prevalence of the condition to a high-level raising eyebrow on the same. In the report by Anderson and Butcher, it was mentioned that 21% of school-age children on the European continent have the overweight condition. In that regard, a further drift into cases of obesity has risen to 5%. In addition, the US is a victim of the same menace recording 33% of overweight among the school going children with a 16% obesity level. Obesity is mythically associated with higher living standards yet among the developing countries, cases of obesity are on the increase and have resulted in the increase universal levels of the condition. The urban centers and suburban areas within the upcoming economies are the highest contrib utors to the levels of obesity in the world today because of their improved socioeconomic living status (Anderson and Butcher, 2006). That injects into the point that associates obesity with the influence and the wellbeing of modern families across the globe. I delve into an acknowledgment of the causes and risk factors that nutritionists and the medical profession include in their listing to be the contributors to the high levels of obesity in children. In that regard, they also grow up to becoming obese adults.

Increase Customer Retention Research Paper Example | Topics and Well Written Essays - 1250 words

Increase Customer Retention - Research Paper Example Type of business: The airline is considered to be the tertiary industry that offers its services to all the people, directly or indirectly. When tourism is promoted in the country, it is the airlines that improves the economy and in turn affect every member of the society (Southwest, 2011). Form the airlines industry, the paper discusses Southwest airlines in detail. Size: The total number of employees in the southwest airline is about 3500. In the year 2010, their net income was $ 459 million. Moreover, excluding the special items, their net income turns out as $550 million. Throughout the year on the airline, a total of 88 million people have travelled. The statistics report of 2010 shows that their operating revenue of the year 2010 was $12.1 billion (Southwest, 2011). Service provided: Southwest airline is considered as the United States’ most successful high frequency, low fare, and point to point carrier. Every day they offer more than 34000 flights coast to coast. This makes it one of the largest domestic passenger airlines of the states (Southwest, 2011). Market served: Southwest airline is the domestic airline; it flies to 37 states; 72 cities. They serve these cities by using 548 Boeing and 737 jets (Southwest, 2011). ... To achieve this goal they have divided this objective into a number of fundamental objectives. They want to provide their customers with safe, low price transportation with maximum convenience. Overall HR strategy: The HR strategy of the company is â€Å"recognizing that our people are the competitive advantage, we deliver the resources and services to prepare our people to be winners, to support the growth and profitability of the company, while preserving the values and special culture of Southwest Airlines† (Buller, 2006). Being a great place to work, the airlines is selective in hiring and looks out for the best employees that can satisfy the needs and wants of the company as well as the customers. Key strategies: The key strategy of the company includes being cost effective, so that they can capture greater number of customers. They are also specialized in short-haul flights to their customers. They tend to give their customers the best services in return of the price the y pay. This strategy is considered to be their core strategy (Southwest Airlines, 2011). Relevant Transfer of Training Theories Transfer of training is designed for the training procedures used on the job. It has three stages; positive, negative and zero transfer. Here the positive transfer is considered when improvement in the job is seen and the zero shows no effect on the job performance, whereas the negative transfer refers to the training that hinders efficient job performance. The strategy of the Southwest’s business starts with its workforce. They carefully select their workforce and train them so that they can reflect the image of the company. They start with hiring

The most important aspects of the human resource development Essay Example for Free

The most important aspects of the human resource development Essay We dedicate our report to our respected teacher Prof. E. Din, who taught us with the great affection and dedication and let us understand how to manage human resource at organizational levels in a proper manner and how to analyze the selection and recruiting processes. We feel proved to present this project in the hand of the scholar of the new modern era. He gave us a prestigious knowledge about the different aspects of human resources management, due to which we are able to write this report. PREFACE The primary objective of underlying the assessment review is to study the most important aspects of the human resource development and other activities and the human welfare in the result of such activities. This report is written on Shaukat Khanum Cancer Hospital and Research Centre. We will observe the human resource activities and the job analysis. ACKNOWLEDGEMENT We are very thankful to Prof. E. Din for his guidance and for giving us a project on Human Resource Management. We are grateful to Management of Shaukat Khanum Memorial Hospital for their cooperation. We would like to thank Miss. Amna, acting director HRD, who gave her precious time to provide us information on different aspects of the human resource development processes at SKMCHRC. We would not have been able to complete this project without her cooperation. SHAUKAT KHAUM MEMORIAL CANCER HOSPITAL AND RESEARCH CENTRE Shaukat Khanum Memorial Cancer Hospital and Research Centre (SKMCH RC) is a state-of-the-art cancer centre located in Lahore, Pakistan. It is a project of the Shaukat Khanum Memorial Trust, which is a charitable organization established under the Societies Registration Act XXI of 1860 of Pakistan. The institution is the brainchild of Pakistani cricket superstar, Imran Khan. The inspiration came after the death of his mother, Shaukat Khanum from cancer. The Hospital is a project of Shaukat Khanum Memorial Trust a non-profit legal entity established under the laws of Pakistan. The Board of Governors formulates overall policy and consists of bankers, researchers, businessmen and physicians. The hospital is managed by a professional team from clinical, administrative and nursing backgrounds. MISSION STATEMENT To act as a model institution to alleviate the suffering of patients with cancer through the application of modern methods of curative and palliative therapy irrespective of their ability to pay, the education of health care professionals and the public and perform research into the causes and treatment of cancer. Educational Programs Post-graduate training programs (recognized by College of Physicians and Surgeons of Pakistan) in the fields of: Nuclear Medicine, Radiation Therapy, Medical Oncology, Radiology, Pathology, Medicine Post-graduate training in Medicine recognized by the Royal College of Physicians (UK) Diploma Course in Oncology Nursing (recognized by the Nursing Council of Pakistan) Quarterly Basic and Advanced Cardiac Life Support Courses (BLS and ACLS) Course for Medical Technologists (EKG, PFTs and Respiratory technology) Electives for Medical Students and Physicians in training. JOB DESCRIPTION Occupational Summary: Direct and coordinate the preparation of the operational budget for Shaukat Khanum Memorial Cancer Hospital Administration; direct monitoring of fiscal operations for compliance with approved budget; implement University policies and guidelines as they relating to budget and payroll. Work Performed: Direct preparation of the annual budget for Shaukat Khanum Memorial Cancer Hospital Administration; consult with officials to determine policies, guidelines and program changes which may bear upon budget objectives; evaluate requests recommending changes, deletions and/or additions; prepare final budget for management review. Direct monitoring of revenues and expenditures for realization of and compliance with approved budget; consult with departments as necessary to deter-mine cause of major variances, remedial alternatives and effect on future operations; prepare reports for higher management with narrative explanation of deviations from approved budget. Direct financial analysis of major programs and capital projects. Review financial analysis and business plans prepared by analysts, department heads and Assistant Operating Officers for reasonableness. Provide data to Hospital Administration as necessary to assure accurate intra-institutional distributions of revenues and expenditures. Provide information to various federal, state, professional and University organizations or staff concerning Shaukat Khanum Memorial Cancer Hospital fiscal operations. Prepare various special reports for higher management. Plan and schedule departmental work, ensuring proper distribution of assignments and adequate manning, space and facilities for performance of duties. Direct departmental personnel functions including, but not limited to, hiring, rate recommendations, promotions, transfers and vacation schedules. Perform other related duties incidental to the work described herein. The above statements describe the general nature and level of work being performed by individuals assigned to this classification. This is not intended to be an exhaustive list of all responsibilities and duties required of personnel so classified. MINIMUM HIRING SPECIFICATIONS SKMCH RESEARCH CENTRE EDUCATION/TRAINING Work requires knowledge of accounting or business principles and practices generally obtained through completion of a bachelors degree program in an accounting or business-related field. Certified Public Accountant or Masters of Business Administration preferred. EXPERIENCE Work requires seven years related business or administrative experience to acquire competence in applying general accounting principles, personnel practices and coordination of major administrative functions. A masters degree in a related field, such as business or health administration, may be substituted for experience on a 1:1 basis. OR AN EQUIVALENT COMBINATION OF RELEVANT EDUCATION AND/OR EXPERIENCE SKILLS 1001 SUPERVISION 1003 BUDGET PROJECTIONS 1006 ANALYZE TRENDS 1007 INTERVIEWING SKILLS 1008 PERSONNEL PRACTICES 4105 ACCOUNTING/BOOKKEEPING 4106 DUKE PAYROLL SYSTEM 4108 OFFICE PROCEDURES 4109 DUKE ACCOUNTING SYSTEM 4112 BILLING/COLLECTIONS 4117 INSURANCE CLAIMS 4150 CORRESPONDENCE 6031 PC WORDPROCESSING SOFTWARE 6032 PC SPREADSHEET SOFTWARE 6033 PC DATABASE MGT SOFTWARE Human Resource Management Hiring Hiring Standards and Requirements Special attention should be given to hiring standards that reflect the norm of a communitys predominant group. The hiring unit must be prepared to demonstrate that its hiring standards do not automatically screen out applicants whose speech, dress, and personal work habits differ from those of the predominant group. It must be able to demonstrate that any employment tests or other job screening standards that are used, such as possession of a high school diploma, are reasonable measures of successful job performance. Hiring requirements not directly related to job performance, such as a height requirement in a position where height is not directly related to performance, are discriminatory. Employment Conditions The law against employment discrimination extends to virtually every aspect of the employer-employee relationship, including discrimination with respect to compensation, terms, conditions, or privileges of employment. Wages Discrimination with respect to compensation covers a variety of practices, such as: starting rates or merit increases based on race, color, sex, religion, or national origin rather than qualifications or performance, and different treatment of employees with respect to overtime pay opportunities when based on race, color, sex, religion, or national origin. Training and Promotion Employees of similar capabilities must be offered the same opportunities for training, promotion, transfer, and apprenticeship programs. Discriminatory Environment We maintain a working environment free of racial, sexual, or ethnic intimidation. This requirement includes positive action when necessary to redress or eliminate employee intimidation. If harassment of an employee by co-workers or a supervisor occurs, management is obligated to attempt to remedy the situation. Management must take steps to ensure that a strong non-harassment policy is observed at all levels. Work Assignments It is unlawful to give employees a disproportionately large share of the less desirable assignments or less favorable hours on the basis of race, color, sex, national origin, or religion. Facilities Facilities must be open on an integrated basis to all employees. Employer Reprisal We prohibit taking reprisals against employees who initiate, testify, or participate in proceedings against the employing institution. National Origin Discrimination Discrimination on the basis of the physical, cultural, or linguistic characteristics associated with a national origin group is prohibited. Job requirements such as fluency in English must be shown to be accurate measures of job performance and must fairly assess educational credentials from foreign institutions. In addition, a working environment must be maintained that is free from ethnic slurs, jokes, or other verbal or physical behavior which unreasonably interferes with an employees work performance. Religious Discrimination Religion is defined to include all aspects of religious observance, practice, and belief, such as: * grooming habits, * observance of mourning * Prohibition of medical examination. Reasonable accommodation may include practices such as prayer breaks, shift swaps, flexible scheduling, or change of job assignments which may differ from the employers or the potential employers requirements regarding schedules or other business-related conditions. SEX DISCRIMINATION Hiring standards are not permitted that prohibit women from: * carrying or lifting weights in excess of set limits, * working during certain night hours, * working more than a specified number of hours per day or week, or * Working for set time periods before or after childbirth. Rules that limit or restrict employment of married women but are not applicable to married men are not permitted. An employment policy that excludes applicants or employees (married or otherwise) due to pregnancy is not permitted. Testing Recruitment Policy No employee shall report to his or her work site impaired by drugs or alcohol, including drugs prescribed by a physician and over-the-counter medication. If an employee reports to his or her work site impaired by any drug or alcohol, this behavior shall be deemed unacceptable personal conduct, for which corrective action may be imposed, except that those impaired by a legally prescribed drug may be given appropriate work restrictions. Pre-Employment Testing Policy Testing for drugs and/or alcohol will be conducted on all applicants to whom an offer of employment has been extended. All offers of employment are subject to the terms and conditions of this policy. Failure to cooperate in such a test will result in a withdrawal of the offer of employment. Any applicant who refuses to submit to or tampers with a drug test shall be ineligible for hire. If the test is positive, the information will be forwarded to a Medical Review Officer for assessment. Unless satisfactory reasons exist for a positive test result (i.e. taking prescribed medications, false-positive result, etc.) the offer of employment will be withdrawn and the applicant may not reapply for employment for a period of 365 days. If the applicant suspects a false positive test result, the applicant may request a follow-up test to be administered within 48 hours. If satisfactory reasons appear for the false positive result, the individual may be subject to follow-up random testing for continued confirmation of appropriate use of medications. Test results will be reviewed in confidence by the HR Services Director or designee, (Manager of Employment), who will convey the results directly to those with a need to know. Refusal To Undergo Testing If the employee refuses testing, the supervisor should remind the employee that refusal may result in termination. If the employee continues to refuse, an immediate investigatory suspension (in accord with the Corrective Action Policy) until further notice should be implemented. If testing is accomplished, the employee should be placed on an investigatory suspension with pay until test results are received. Hiring Recruitment The Chief Executive Officer, the Chief Operating Officer, and Vice President for Human Resources are committed to hiring practices that are applied consistently and equitably, thereby demonstrating support for merit-based recruitment and selection. The Employment Office is responsible for recruitment, preliminary screening and referral to operating departments of applications for all vacancies. The Employment Office and the operating departments share responsibility for ensuring compliance with the Health Care System Equal Opportunity/Affirmative Action commitments and all applicable State and Federal policies, laws, and guidelines. The Employment Office advises departments regarding applicable policies and legal requirements. Employment counselors extend offers of employment only when department selections are consistent with policies and laws. In cases where an intra-department promotion is recommended, recruitment may be limited to current Health Care System employees. Such positions would be identified on the Employment Opportunities list as open to Health Care System employees only. The vacancy resulting from the promotion would then be open for recruitment, and subject to the priority considerations. Department of Nursing The Department of Nursing operates a separate nurse employment program for their Registered Nurses, Practical Nurses, and Nursing Assistants. Recruitment of Registered Nurses in other departments, as well as other non-licensed staff in the Department of Nursing is the responsibility of the Employment Office. The Department of Nursing is subject to all Health Care System personnel policies, including merit-based recruitment and selection. Advertising Each advertisement designed to attract candidates for staff employment must be approved in advance by the Assistant Human Resource Services Director Employment. This applies to any advertisement in any medium for any vacancy, Permanent or Temporary. Qualifications The employee or applicant must possess at least the minimum education and experience requirements, or their equivalent, as set forth in the class specification of the position for which the applicant has been hired. The candidate must possess the specific job-related qualifications, as stated by the hiring department, required for a particular open position. This shall apply in cases of new appointments, promotions, demotions, transfers, and reinstatements. The education and experience statements serve as indicators of the possession of identified skills know ledges and abilities and as guides to primary sources of recruitment; reasonable substitutions of formal education and job-related experience, one for the other, will be made. It is recognized that a specific quantity of formal education or number of years of experience does not always guarantee possession of the identified skills, know ledges, and abilities for every position in a class. Qualifications necessary to perform successfully may be attained in a variety of combinations. Exceptions There are two exceptions to this policy: * If an employee is demoted to a position in the same field of work the employee is automatically qualified for the lower class. * If an employee is reinstated without a break in service to a position of the same class or to a lower class in the same field of work, the employee is automatically qualified Employment Office Referrals Refers to the Employment Office any person making direct contact with the department as an applicant or as a transfer candidate from another department. The department does not grant an employment interview at the time of such direct contact. Choosing Interviews Chooses applicants to be interviewed only from those referred by the Employment Office as suitably qualified. Final Screening and Selection Conducts final screening of applicants or transfer candidates and selects the most suitably qualified candidate based upon specific job-related criteria, giving appropriate consideration to the Health Care System Affirmative Action goals and other preferences as stated below. Candidate Evaluations Completes Candidate Evaluations for all candidates whose applications are referred. Returns these forms to the appropriate Employment Counselor. Commitment Has no authority to make a commitment to any candidate for employment, classification title, salary, or salary grade. The Health Care System will not honor any such purported commitment, if made. EMPLOYMENT OFFICE RESPONSIBILITIES Posting Posts on the Employment Opportunities list all classification titles from recruitment requests (may also post working titles when doing so would clarify the type of job available). Posting shall be for a minimum of 7 working days. Forwards a copy of the list to the Workforce Resources Division of the Office of State Personnel. Applicant Selection Selects and refers to the operating department the applications of applicants who are most qualified, based on the job-related qualifications identified in the vacancy announcement. Identifies those who should receive priority consideration as required by State policy or by Federal or State laws or by the Shaukat Khanum Care System Affirmative Action Plan. Monitoring/Evaluation Human Resources staff will periodically review program data across the SKMCHRC to ensure that recruitment and selection activities are in compliance with this policy. Human Resources staff will compile an annual report of selection activity, to include analysis of the impact on demographic groups, exceptions to policy, and other relevant factors. Human Resources staff will also comply with the merit-based reporting. Trainee Appointment: * A Trainee appointment may be made to a permanent position when: * The job specification includes special provisions for a Trainee progression leading to regular appointment. * Recruitment efforts fail to attract qualified candidates. * The recommended applicant fails to meet minimum State education and experience requirements. * The Trainee appointment, like the probationary period, is also an extension of the selection process, and provides the time for effective adjustment of the new employee or elimination of those whose performance will not meet acceptable standards. Employees with a Trainee appointment receive leave, total state service credit, retirement, and health benefits. When applicable, trainees who have completed 6 months of service or who had a Permanent appointment prior to entering a Trainee appointment may receive severance pay and priority reemployment consideration. Permanent Appointment: A Permanent appointment is a permanent full-time appointment to a permanently-full-time established position when the incumbent is expected to be retained in the position on a permanent basis. A Permanent appointment shall be given when: * The requirements of the probationary period have been satisfied. * An employee in a Trainee appointment has completed all training and experience requirements. * A time-limited permanent appointment extends beyond 3 years. Individuals receiving initial appointments at the SKMCHRC must first serve in a Probationary appointment before being eligible for a Permanent appointment. Time-Limited Permanent Appointment A Time-Limited Permanent appointment is an appointment that has a limited duration to: * A Permanent position that is vacant due to the incumbents leave of absence and when the replacement employees services will be needed for a period of one year or less. A Time-Limited Permanent appointment is an appointment that has a limited duration to: * A Permanent position that is vacant due to the incumbents leave of absence and when the replacement employees services will be needed for a period of one year or less. * A Time-Limited Permanent position. If an employee is retained in a Time-Limited Permanent position beyond 3 years, he or she shall be designated as having a Permanent position. A Time-Limited Permanent position. If an employee is retained in a Time-Limited Permanent position beyond 3 years, he or she shall be designated as having a Permanent position. This type of appointment is distinguished from a Temporary appointment by the longer length of time, and from a regular Permanent appointment by its limited duration. Employees with a Time-Limited Permanent appointment receive leave, total state service credit, retirement and health benefits. They are not eligible for severance pay and priority reemployment consideration. Individuals receiving initial appointments to SKMCHRC must first serve in a Time-Limited Probationary appointment before being eligible for a Time-Limited Permanent appointment. Temporary A Temporary appointment is for a limited term, normally not to exceed 3 to 6 months, to a Permanent or Temporary position. When sufficiently justified, a longer period of time may be requested; but in no case shall the Temporary employment period exceed 12 consecutive months. Temporary employees do not participate in SKMCHRC benefits. Employees with a Temporary appointment do not receive leave, total state service credit, health benefits, retirement credit, severance pay, or priority reemployment consideration. Temporary employees are not subject to the corrective action policy and do not have access to the Grievance and Alternative Dispute Resolution procedure. Permanent Trainee or Time-Limited Part-Time An appointment of less than full-time to a Permanent or Time-Limited Permanent full-time position or to a Permanent or Time-Limited Permanent part-time budgeted position on a continuing basis. Employees with appointments that are 20-29 hours per week earn leave benefits (prorated), total state service credit, and, when applicable, severance pay and priority reemployment consideration. They do not receive retirement credit or health benefits; however, they may belong to the group health plan by paying their own premiums. Employees with appointments that are 30-39 hours per week for at least 9 months per year earn leave benefits (prorated), total state service credit, retirement credit, health benefits, and, when applicable, severance pay and priority reemployment consideration. Employees with appointments less than 20 hours per week earn no benefits. Part-Time Temporary An appointment of less than full-time for a limited term normally not to exceed 3 to 6 months. When sufficiently justified, a longer period of time may be requested; but in no case shall the Temporary employment period exceed 12 consecutive months. NEW APPOINTMENTS A new appointment is the initial employment of an individual to a position or the reemployment of an individual who is either not eligible for reinstatement or, at the option of the SKMCHRC, is not offered reinstatement. Probationary or Trainee Periods An employee who begins work in a permanent or time-limited permanent position shall be given a probationary or trainee appointment unless the employee is eligible for and the SKM Health Care System chooses to make reinstatement with a permanent appointment. The probationary and trainee appointment periods are intended to serve as an extension of the selection process and are used to determine whether the person will be able to meet acceptable performance standards for the work for which he or she is employed. The employee will earn all the benefits of an employee with a permanent appointment during this time. Probationary employees are not subject to the corrective action policy. Probationary employees may receive counseling following performance issues or may be terminated at will. Use of the corrective action policy on probationary employees will be voided by HR Services. Any formal corrective action documentation on probationary employees sent to HR will be returned unprocessed to the originating department. Moving To A Permanent Position When an employee is given a permanent or time-limited permanent appointment after the successful completion of either the probationary period or the trainee period. * If the initial salary is at the hiring rate or trainee rate, it shall be increased to the minimum rate of the range and may be increased to a higher rate if justified based on the employees qualifications, equity, and availability of funds. * If the initial salary is above the hiring rate, the SKMCHRC may elect to increase the salary by 5% or to a higher rate if justified based on the employees qualifications, equity, and availability of funds. Firing Employees Discontinuation Of Employment With Notice At-will appointments are subject to discontinuation at any time at the discretion of the Chief Executive, provided that such a discontinuation (as distinguished from a Discharge for Cause) shall be subject to advance timely notice as follows: * During the first year of service, 30 days prior to discontinuation of employment; and * During the second and all subsequent years of continuous service, 90 days notice prior to discontinuation of employment. Expiration Of Term Employment Term Appointments expire automatically at the conclusion of the stated term; such an employment may be renewed or extended at the SKMCHRCs option, by written notice. If the SKMCHRC chooses not to renew a Term Appointment, * With respect to a term of one year or less, no notice of intent not to renew shall be required. * With respect to a term of more than one year, notice of intent not to renew shall be transmitted in writing at least 90 days prior to the expiration of the term. Failure to provide written notice shall result in the automatic extension of employment for a period of 90 days beyond the scheduled expiration date of the term. Termination of Employment Due To Financial Exigency Employment within a Senior Administrative position for a stated definite term may be terminated prior to the expiration of the stated term because of: * Demonstrable, bona fide institutional financial exigency; or * Major curtailment or elimination of a program Financial exigency means a significant decline in the financial resources of the Health Care System that compels a reduction of the institutions budget. The determination of this situation and of major curtailment or elimination of a program shall be made by the Chief Executive, with advance notice to and approval by the Board of Directors. Discharge For Cause Causes for discharge shall include, but not be limited to: * Incompetence * Unsatisfactory performance * Neglect of duty * Misconduct that interferes with the capacity of the employee to effectively perform the requirements of his or her employment. Discharge for cause is to be preceded by written notice of the intent to discharge and is subject to the grievance procedure below. Suspension When a Senior Administrative employee has been notified of the intent to discharge him or her for cause, the Chief Executive may suspend his or her employment at any time and continue the suspension until a final decision concerning discharge has been reached. Suspension shall only be used in exceptional circumstances, and shall be with full pay. A Senior Administrative employee shall automatically be retired SKMCHRC employment (without notice) on July 1 coincident with or following his or her 60th birthday. Attendance Tardiness SKMCHRC is committed to providing the best patient care possible with its available staff. To attain this patient-oriented goal, it is important that all staff report to work as scheduled. This policy establishes standards for permanent employees, regardless of appointed hours, by which managers can determine that individual employee attendance has become a performance problem. The policy requires that supervisors maintain and regularly review attendance records. The policy assures that supervisors have consistent guidelines for the purpose of counseling, warning, suspending, demoting, or terminating an employee for unsatisfactory attendance. This policy applies to absenteeism, tardiness, and a combination of the two. Tardiness Tardiness is defined as an unexcused absence from the assigned work area of six (6) or more minutes but less than half the shift time. This includes reporting late at the start of a shift, upon return from meal breaks, and/or upon return from other breaks. This also includes leaving early prior to the end of a shift. Tardiness, for any reason, is recorded as tardiness. It is the managers obligation to assign meal breaks so that employees are aware of the appropriate meal time parameters Training Education Employee Orientation Purpose: First impressions have a profound influence on the way new employees support our mission, vision, and values. A well-designed orientation program provides a dynamic and effective way to prepare employees for work. During the orientation process, employees are introduced to essential information, including information on benefits that will continually assist them in being an active and productive part of the organization. Our most important asset is our people, and the ongoing success of the SKMCHRC is dependent upon well-trained personnel being employed in every position. SKMCHRC makes a commitment at the time of employment to welcome, inform, and train new employees. Most of this responsibility resides with the departmental manager or supervisor Orientation Program Components: There are two distinct parts to the comprehensive orientation program. The first involves a two-day orientation containing a series of general information sessions about the SKMCHRC. The second part concerns the specific job assignment, and begins at the time that any employee reports to work in a new department. Within the second part of the orientation program the employee is oriented to departmental procedures and issues. For new employees, this part of the Orientation Program is circumscribed by the Probationary Period. For transferring employees, departments may define the orientation period but it should not exceed six months. This continuum approach to orientation is designed to give the optimum number of opportunities for the new employee to learn not only about specific job duties and responsibilities, but also the way that proper job performance contributes to the overall success of the Employee, the Unit, the Department, and the SKMCHRC. General Session: All new employees attend the SKMCHRCs New Employee Orientation Program. Employees who are not eligible for benefits are not required to attend the parts of orientation related to benefit selection. New employee includes all new hires, reemployment and agency transfers. Employees involved in status change actions (i.e. change from Temporary appointment to Permanent, Part-Time to Full-Time or Full-Time to Part-Time) are not required to attend a second session of the Orientation. These employees are, however, required to make an appointment with the Benefits Office to complete the documents required to effect the change and to enroll in the desired benefits. HR Role in Orientation: The Human Resource Development (HRD) Office will coordinate the New Employee Orientation. All new employees are registered at the beginning of the orientation session. Attendance records are maintained in the HRD Office NEW APPOINTMENTS A new appointment is the initial employment of an individual to a position or the reemployment of an individual who is either not eligible for reinstatement or, at the option of the SKMCHRC, is not offered reinstatement. Probationary Or Trainee Periods An employee who begins work in a permanent or time-limited permanent position shall be given a probationary or trainee appointment unless the employee is eligible for and the SKMCHRC chooses to make reinstatement with a permanent appointment. The probationary and trainee appointment periods are intended to serve as an extension of the selection process and are used to determine whether the person will be able to meet acceptable performance standards for the work for which he or she is employed. The employee will earn all the benefits of an employee with a permanent appointment during this time. Qualifications The employee must possess at least the minimum education and experience requirements, or their equivalent, as set forth in the class specification. This applies to full-time and part-time permanent, probationary, trainees, time-limited permanent and temporary appointments. Salary Rate The hiring rate of pay for a class, or trainees rate where applicable, shall normally be paid a qualified new employee Trainee A Trainee appointment may be made to a permanent position when: the job specification includes special provisions for a Trainee progression leading to regular appointment; recruitment efforts fail to attract qualified candidates; operating needs warrant a trainee, or the recommended applicant fails to meet minimum education and experience requirements. The Trainee appointment, like the probationary period, is also an extension of the selection process, and provides the time for effective adjustment of the new employee or elimination of those whose performance will not meet acceptable standards. Employees with a Trainee appointment receive leave, total service credit, retirement, and health benefits. When applicable, trainees who have completed 6 months of service or who had a Permanent appointment prior to entering a Trainee appointment may receive severance pay and priority reemployment consideration. Competency Assessment A systematic, ongoing, organization-wide competency assessment program ensures that the right person is performing the right job in the right way to deliver optimal patient care. Competency assessment includes the determination of qualifications, competencies, and staffing necessary to carry out the mission of SKMCHRC. Competency assessment also includes developing and implementing processes to ensure that the competence of all employees is assessed, maintained, improved and demonstrated throughout their association with the Hospital. Competency assessment integrates the processes of Position Design/Classification, Hiring, Orientation/Training/Education, and Performance Management. An effective competency assessment program requires collaboration and cooperation from all levels of management. Human Resource departments assist department managers in position design/classification (Position Management) Hiring (Employment), orientation/training/education (Employee Benefits and Human Resource Development) and performance evaluation (Position Management). The Director of Human Resources provides an annual report with aggregate data that reflects levels of competence and competence maintenance activities to the SKMCHRC Board of Directors. Department managers are responsible for the following competency assessment activities: Recommending to their Division Director a sufficient number of qualified and competent staff to provide care/service. Providing current job descriptions to Position Management. Job descriptions include job functions, specific duties, knowledge set, skills and ability required to perform the duties and minimal education and experience required, including necessary licenses, certifications, or registrations. For patient care positions, job descriptions define the necessary competencies related to the special needs and behaviors of specific age groups with whom the employee will work. Job descriptions should be reviewed annually and revised as necessary. For examples of documentation for this function, see Appendices 5 and 6. Evaluating the competence of applicants for vacant positions according to pre-determined criteria for hiring. Orienting new employees, according to policies for Employee Orientation, and documenting department-level employee orientation and Initial Skills Verification. Develop and implement a plan for assessing the ongoing competency of department staff to perform required job functions. A priority for competency assessment may be high risk, problem-prone or seldom used skills. Provide continuing education and other staff development opportunities to maintain or improve performance. Establishing policies and procedures for safe and effective use of department equipment, training of employees to use equipment, and assessing the competency of employees to use the equipment according to policies, procedures and/or predetermined performance criteria. Education Any Full-time or Part-time Permanent (scheduled to work 20 hours per week or more) employee with at least 6 months of continuous service prior to the first day of classes is eligible for tuition assistance. Eligible employees must be continuously employed through completion of the course. Employees in temporary or probationary status are ineligible for tuition assistance. Courses from any accredited high school, business school, community college, technical institute, college or university, correspondence school, or other educational source may be approved for tuition assistance. Approved courses must be directly related to improving performance in the employees present job or must be directly related to the employees profession or field of work. Courses required for completion of a job or professional-related degree program may also be approved. Courses for personal enrichment do not qualify and must be taken by employees at their own time and expense. Courses considered to be a required prerequisite for a degree program are not eligible for reimbursement under the Tuition Reimbursement Program. These prerequisite courses are eligible for reimbursement under a departments Travel Reimbursement Program, and supervisors should be approached for information and approval on these types of reimbursements. The approved course must be taken on the employees own time unless the course is not offered after working hours. For a course taken during work time, it is up to the discretion of the Department Head or designee to determine work/non-work pay time. Regardless of the pay status, eligible employees may be granted time during work hours for not more than one course per term not to exceed 5 semester hours credit when the course is not offered after working hours. Approval to take a course during working hours must be received prior to starting the course. Revised work schedules should not adversely affect departmental services or employee job performance. Tuition Assistance Request forms must be signed and dated by the employee and supervisor prior to starting the course. Eligible employees may receive reimbursement for required academic costs not to exceed the maximum amount charged within the Hospitals University program for a similar course. Reimbursement is limited to a maximum of 10 semester hours per academic term, but not for more than 20 semester hours in a fiscal year, OR for more than 4 courses in a fiscal year. Members of the Division of Nursing should obtain approval from Nursing Education and Research. Transfer Promotion System Transfer The Transfer-Promotion System provides orderly procedures for an employee to move within a department and among departments and affords career and upward mobility opportunities on a hospital-wide basis. The system is provided to help employees realize their individual career potentials and respond to the needs of underemployed persons. This system is designed to facilitate the transfer, as feasible, of employees with satisfactory records of work performance and conduct, and who possess requisite qualifications. It is not used in lieu of appropriate corrective action. Responsibility for implementation of this policy is shared by operating departments and the Employment Office. Whether a Transfer can be effected is contingent upon the existence of an opening and the employees qualifications, ability, and work performance, length of Continuous Service, and overall competitive status compared to that of other employee candidates and, as appropriate, outside applicants. For a Transfer to be effected, the employee must be selected by the operating department as most suitable for the open position. Thus, it is not possible to guarantee a Transfer to every employee requesting one. Promotion Promotion is a change in status upward documented according to customary professional procedure, resulting from assignment to a position associated with a higher pay grade. Selection should be based upon demonstrated capacity, quality, and length of service (if applicants are equally qualified). The purpose of a promotional pay increase is to reward the employee for the assumption of duties more responsible and more difficult than those in the current position. Subject to the availability of funds, salary increases, not to exceed the maximum of the range, may be given in accordance with this policy. If the employee is promoted to a position within the same class series or occupational group, the salary * May be increased by up to 5% for each grade provided by the promotion; or * May be established in accordance with the New Appointments policy Temporary Promotions Temporary promotions may be made when an employee is placed in an acting capacity for a period of time. When an employee is placed in an acting capacity, at the discretion of management and in collaboration with the Assistant Human Resource Services Director Employment, one of the following may occur: * The employee may be placed in the higher level position (if vacant) with an understanding that he or she will return to the former position and salary when the position is filled. PROFESSIONAL BUSINESS ATTIRE Appropriate good taste, good grooming, safety, and consideration for others should govern the appearance of all employees, contract employees, residents, volunteers, students, Medical Staff of Shaukat Khanum Medical Centre Hospitals, and research personnel utilizing Shaukat Khanum Medical Centre HCS facilities. Neatness and cleanliness are evidence of concern for our patients, their families, the public, and each other. Shaukat Khanum Medical Centre Health Care System believes that personal neatness and appropriate attire provide an atmosphere of professionalism and inspire confidence in our ability to deliver services. The provisions of this policy apply to all personnel operating in the Shaukat Khanum Medical Centre HCS. Department policies may specify additional requirements as appropriate for employee and patient safety. All employees, staff members, volunteers, as well as visitors to the Shaukat Khanum Medical Centre HCS shall be required to wear appropriate identification as defined in the Identification of Employees, Staff Members, Patients and Visitors Policy in the Shaukat Khanum Medical Centre Health Care System Policy Manual. An employees name and picture must be visible at eye level at all times. Uniforms Employees for whom uniforms are required for the job must wear the appropriate uniform. Alterations to the uniform or alternatives to uniforms are allowed only if prior approval has been obtained from a Department Head and if the intent of this policy is not violated. Scrub Suits Scrub suits, masks, shoe covers, and gloves should be worn only in areas designated by relevant departmental policies and only by those designated to wear them as part of their personal protective equipment. Please refer to departmental policies regarding the use of scrub suits Non-Uniform Clothing Clothing should be clean, pressed, and in good condition. Shorts (or similar attire), denim, tank tops, midriffs, revealing apparel, and the wearing of patient garb over a uniform or outerwear are considered inappropriate for the work place and are not permitted under this policy. Hats should be worn only when part of an approved uniform. Logos which identify the SKMCHRC or units within the Hospital Health Care System is the only acceptable logos to be worn on collarless shirts. Safety As required by the Occupational Safety and Health Act, the SKMCHRC shall provide appropriate personal protective equipment for employees who perform hazardous work. The equipment will protect the face, eyes, head, and extremities. The Infection Control policies and the Employee Handbook must be used to guide departmental dress requirements where appropriate. Reference the SKMCHRC Infection Control Manual and the Employee Handbook for specific guidelines. Protective equipment, shields, and respiratory devices shall be used whenever the employee has the potential of being exposed to a hazardous environment, chemical, radiation, or mechanical irritant capable of causing injury or impairment in the function of any part of the body through absorption, inhalation, or physical contact. The use of protective glasses and shoes is covered in the Personal Protective Equipment Requirements Policy in the SKMCHRC Safety Policy Manual. For safety reasons, all employees must wear shoes which are appropriate to their jobs. Grooming Standard Cleanliness is an essential part of providing high-quality service to our customers. A neat, clean, business-like and professional appearance is a requirement for all jobs. In most instances, an employee may wear his or her hair the way he or she chooses while working, as long as it remains well-trimmed, well-groomed, and business-like in appearance. Other Considerations Supervisors will inform employees if business needs warrant additional requirements for the employees position. Chewing gum is not considered appropriate in the presence of patients, visitors, or guests. Hygiene Standards Good personal hygiene is required. Other employees, as well as patients and guests, have a right to expect general cleanliness and good dental hygiene from the staff. Employees must refrain from using body fragrances such as cologne, talc powder, and after-shave lotions, which may have an adverse effect on patient care, on co-workers and on visitors. Employee Health Safety The SKM meets its responsibilities regarding employee health and safety by constantly trying to improve the quality of the workplace and to provide a safe and healthful place of employment. The SKM is committed to complying with the law in spirit as well as in deed. It is, however, the responsibility of every employee and staff member to report any situation or condition that appears to be a safety, environmental, or health hazard. To report a hazard, an employee should advise his or her supervisor immediately or contact the Environmental Safety Department directly. Children in the Work Place Employees shall not bring children into clinical work areas at any time. Employees shall not bring children into non-clinical work areas except in extreme emergency situations. This will minimize interference with performance of job duties, minimize lost time due to exposure to communicable diseases, and maintain the SKM Health Care Systems professionalism. Exposure to communicable disease To the extent practicable, the SKM Health Care System protects patients and employees from exposure to communicable diseases. When such work-related exposure occurs, employees may be directed to take paid Administrative Leave by the Director of Operations of designated member of the Management Council. If illness results from on-the-job exposure, the Workers Compensation Policy applies. Family Practice Center The Center is staffed by faculty physicians and resident physicians in the SKM Department of Family Medicine. There is an enrollment procedure, and enrolled members and their families may use the Center for all health care requirements. Services available include routine and acute health care, health maintenance, obstetrics, counseling, and care for chronic problems Employee Recreational Services Employee Recreation Services offers a variety of activities within the following areas: athletics, wellness; hobbies, clubs, and classes; discounts and services; and travel for employees and their families. Some of these opportunities include: * Athletic leagues, tournaments, and classes; * Health promotion and exercise classes; * Clubs for photography, running, golf, musicians, and retirees; * Arts/crafts and special interest classes; * Vacation and resort discounts; * Discounted tickets for local and regional attractions; * Employee Privileges for SKMCHRC gyms/pool; * Faculty/Staff season pass for SKMCHRC home athletic events; * Employee Recreation Association; * Employee Discount Card. Workers Compensation SKMCHRC has a Workers Compensation Office dedicated to the administration of workers compensation claims. The injured employee or his representative is responsible for reporting all work-related illnesses, injuries, or exposures to occupational diseases to their immediate supervisor or the designee immediately following the incident. Neither medical payments nor compensation are payable before the employees written notice of injury is given. If thirty days has passed from the date of the accident or injury before notice is given by the employee, compensation is not payable unless a reasonable excuse for not giving a written notice is made to the satisfaction of the Industrial Commission. Medical Benefits The SKMCHRC provides payment of all medical, surgical, hospital, nursing, sick travel, prescription drugs, and rehabilitation services prescribed by the treating physician to treat the injury as it relates to the job. It is the employees responsibility to ensure that all bills and medical reports are forwarded to the Workers Compensation Office for consideration and payment. Leave Benefits If an employee is put off work more than 7 calendar days by the treating physician, the employee will receive Workers Compensation leave benefits. The leave benefit is equivalent to two-thirds of the employees average weekly wage and not above the maximum established by the SKMCHRC Commission. The maximum compensation rate is adjusted annually by the SKM. Employee Incident Report The injured employee and his supervisor or designee shall complete the Employee Incident Report. The report is then given to the health care provider who first examines the employee for medical information to be added. This health care provider may be in Occupational Health Services or in the SKMCHRC Emergency Room. Completed incident report forms not already there should be sent to Occupational Health Services for review and submission to the SKMCHRC Workers Compensation Office. The incident report form must state the following: * treatment rendered; * days employee placed off work; * any restriction to employees normal duty; * referral to a specialty area or to Occupational Health Service; * hospitalization; * Medication prescribed, etc. To avoid a delay or denial, the Employee Incident Report should be completed in full. It is the intent of the SKMCHRC to provide a workplace for all employees which is free from violence. The Health Care System is committed to working with its employees to maintain a work environment free from violence, threats of violence, harassment, intimidation, and other disruptive behavior. While this kind of conduct is not pervasive in our facilities, no hospital or clinic area is immune. Violence, threats, harassment, intimidation, and other disruptive behavior in our workplace will not be tolerated; that is, all reports of incidents will be taken seriously and will be dealt with appropriately. Such behavior can include oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm. Individuals who commit such acts may be removed from the premises and may be subject to disciplinary action, criminal penalties, or both. Group term life insurance The SKMCHRC makes a group term life insurance policy, underwritten by Metropolitan Life, available to eligible employees, their spouses, and their dependents. Participation is voluntary. Employees must pay the full cost of coverage through automatic payroll deductions. Supplemental Insurances The SKMCHRC provides access to an extensive selection of supplemental life insurance policies based on an employees needs. Enrollment in these programs is voluntary, and is paid by the employee. Carriers and programs may vary from year to year. Contact the Employee Benefits Office for more information on these policies. Supplemental Accident Insurance The SKMCHRC provides access to an extensive selection of supplemental accident insurance policies based on an employees needs. Enrollment in these programs is voluntary, and is paid by the employee. Carriers and programs may vary from year to year. Contact the Employee Benefits Office for more information on these policies. Supplemental Cancer Insurance The SKMCHRC provides access to a Cancer insurance plan. Enrollment in this program is voluntary, and is paid by the employee. Contact the Employee Benefits Office for more information on this policy. Supplemental ICU/CCU Insurance The SKMCHRC provides access to an Intensive Care/Coronary Care insurance plan. Enrollment in this program is voluntary, and is paid by the employee. Contact the Employee Benefits Office for more information on this policy Retirement System Benefits Cost of Participation Cost of participation is shared between the employee and the SKMCHRC. The employee contributes 6% of his or her gross salary automatically through payroll deduction. Contributions are tax-sheltered for Federal and State income tax purposes. The SKMCHRC contributes a larger share of the cost, based on the systems actuarial needs. Both of these contributions combine to provide funding for the Retirement System Pension Fund, the Death Benefit, the Disability Income Plan, and the Retirees Health Plan. Old-Age Benefit Plan SKMCHRC also has an old-age benefit plan running for its retired employees. Annual Benefit Determination The annual retirement benefit is based on a formula which takes into consideration a percentage of the members average salary during the highest-paid 48 consecutive months multiplied by years of creditable service. The percentage rate is set forth by the General Assembly and subject to change. (Currently the rate is under 2%) The average for the 48 consecutive months of highest earnings is the Average Final Compensation. Creditable Service Determination Creditable Service means any period during which a member contributed to the Retirement System. Unused sick or catastrophic leave and certain purchased service credits also are included as creditable service. For each 20 days (or portion thereof) of unused sick or catastrophic leave, one month of credit is allowed Death Benefit If a member dies while in active status after one year of contributing membership, the beneficiary will receive a single lump sum payment. This payment equals the highest 12 months salary in a row earned during the 24 months before death, but no less than $100,000 and no more than $2500, 000. The death benefit is paid in addition to the members retirement accumulation or, if applicable, the Survivors Alternate Benefit described below. Survivors Alternate Benefit If a member dies while in active status after completing 20 years of credit or reaching age 60 with 5 years of credit, the principal beneficiary named to receive a refund of retirement contributions may choose to receive a monthly benefit for life instead of a refund. Early Retirement A reduced monthly retirement benefit is available at age 50 with 20 years of creditable service, or age 60 with 5 years of creditable service Service Retirement An unreduced monthly retirement benefit is available after 30 years of creditable service, after age 60 with 25 years of creditable service, or after age 65 with 5 years of service. Retirement Payment Options A member may elect to receive the maximum retirement income or a reduced income through one of several payment options which provide payment to a beneficiary after the members death. Conclusion SKMCHRC is an equal opportunity employer. As such, SKM Health Care System offers equal employment opportunities without regard to race, color, religion, sex, national origin, age, or disability. To extend these opportunities, they shall: * Recruit, hire, train, and promote persons in all job classifications without regard to race, color, sex, religion, national origin, age, disabilities or political affiliation/influence. * Base selection, hiring, and promotion decisions upon valid requirements and criteria which are, reduction-in-force, terminations, and promotions objectively, without regard to race, related and necessary to perform the work * Administer all personnel actions including compensation, benefits, tuition assistance, training, transfers color, religion, sex, national origin, age, or disability

The Many Themes of William Gibsons Neuromancer :: Neuromancer Essays

William Gibson's Neuromancer is a complex story that deals with the future computer technology and the impact on the lives of the world citizens. There are themes of love, betrayal, trust, and forbidden knowledge within each of the story lines of the book. These story lines give a human quality to a world that is described as being controlled by computers and technology. Also throughout the book Gibson brings in the ethical and moral values of the debate over what cost humanity takes as technology advances. In the early 1900s when Henry Ford first used the automatic conveyor belt it came at the cost of hiring manual labor to do the job. The usage of the conveyor belt, however, redefined the factory assembly line. As with the previous example, technology comes with the advancement of a culture, but with those advancements come the decline of some part of the human aspect of the previous way of life. Sometimes this advancement is for the better and aids the next generation do more for their culture as well as the world, but there are those advancements that degrade humanity and cause more harm than good for the rest of society. Gibson deals with this debate and brings it into the modern era with creation of the Internet and World Wide Web in the late 1980s. Case as well as the other characters were faced with the underlying plot of if what they were doing for Wintermute was the right thing to do, and how would it effect the rest of society. Â   The underlying tension throughout the entire novel is the fear of who do you trust and who will betray me next. In the opening of the novel Case is trying to figure out why a drug lord is looking for him and what will the drug leader do with him. Case received a drug shipment from Wage, the drug lord, and has not paid Wage for the drugs. He goes to one of his friends, Julius Deane, to figure out what to do and what Wage is trying to do to Case, and later in the novel Deane becomes a leader in the mission to sabotage Tessier-Ashpool. There is an incident between Case and Jules as the story develops where Jules has been taken over by Wintermute, and revels to Case that he in fact killed Linda Lee, Case's love. The Many Themes of William Gibson's Neuromancer :: Neuromancer Essays William Gibson's Neuromancer is a complex story that deals with the future computer technology and the impact on the lives of the world citizens. There are themes of love, betrayal, trust, and forbidden knowledge within each of the story lines of the book. These story lines give a human quality to a world that is described as being controlled by computers and technology. Also throughout the book Gibson brings in the ethical and moral values of the debate over what cost humanity takes as technology advances. In the early 1900s when Henry Ford first used the automatic conveyor belt it came at the cost of hiring manual labor to do the job. The usage of the conveyor belt, however, redefined the factory assembly line. As with the previous example, technology comes with the advancement of a culture, but with those advancements come the decline of some part of the human aspect of the previous way of life. Sometimes this advancement is for the better and aids the next generation do more for their culture as well as the world, but there are those advancements that degrade humanity and cause more harm than good for the rest of society. Gibson deals with this debate and brings it into the modern era with creation of the Internet and World Wide Web in the late 1980s. Case as well as the other characters were faced with the underlying plot of if what they were doing for Wintermute was the right thing to do, and how would it effect the rest of society. Â   The underlying tension throughout the entire novel is the fear of who do you trust and who will betray me next. In the opening of the novel Case is trying to figure out why a drug lord is looking for him and what will the drug leader do with him. Case received a drug shipment from Wage, the drug lord, and has not paid Wage for the drugs. He goes to one of his friends, Julius Deane, to figure out what to do and what Wage is trying to do to Case, and later in the novel Deane becomes a leader in the mission to sabotage Tessier-Ashpool. There is an incident between Case and Jules as the story develops where Jules has been taken over by Wintermute, and revels to Case that he in fact killed Linda Lee, Case's love.

Psychoanalysis and the Treatment of Drug Addiction Essay

Drug addiction persists to present major challenge to serving psychoanalysts. There are different techniques used to treat drug addiction however this paper mainly discusses psychoanalysis as a mode of treatment for drug addiction. Even though media hype regarding the issue of drug addiction has augmented in the last few years, there has not been sufficient stress on different methods used to deal with it. Therapists, educationist, and the common public require information on the subject of treatment methods and means that are accessible to them. Gradually more, experienced psychoanalysts are getting employed in drug addiction programs (Hosie, West, & Mackey, 1997). In order to be successful, they should be aware of different methods used in drug addiction treatment and try to incorporate them into their daily practice and job. People who are in the field of drug addiction treatment, nonetheless, must try to have clear idea about using different methods of treatment (Schonfeld & Morosko, 1997). Among the various modalities used to treat drug addiction are the â€Å"twelve-step program† of Alcoholics Anonymous (AA), professional counselling and psychiatric care, family systems therapy, and therapeutic community treatment. In the past, these approaches have often been at odds with one another (Minkoff, 1995). Some of the debates have involved whether drug addiction is a disease in and of itself or is reflective of some underlying psychopathology. The proponents of the disease model have included AA (1995) supporters, who have tended to focus on abstinence as a way of controlling the disease. Adherents to the psychopathology model have mainly been mental health professionals who have advocated psychiatric and professional counselling treatment. Yeager, DiGiuseppe, Olsen, Lewis, and Alberti (1997) noted that therapeutic community treatment has become increasingly popular because traditional and more individually oriented psychiatric modalities have not been very effective. They echoed the argument made by Vaillant (1975) that clients suffering from drug addiction need milieu and group involvement with their peers. External control, containment, and structure from milieu-oriented treatment are needed before meaningful psychotherapy can begin. Stanton and Todd (2000) agreed that peer influence can play a role in less serious drug addiction problems however that long-term drug addiction generally has its origins in adolescence and that â€Å"serious drug abuse is predominantly a family phenomenon† (p. 8). They argued that family therapy is therefore the logical treatment of choice. Psychoanalysis And Drug Addiction To be exact, severe drug addiction is considered as being motivated by contradictory and unsettled relational kinematicsthat drawn from the premature systematizing relations in a individuals lives. As far as drug addiction is concerned, the terms of this disagreement discover solid look in distinguishing actions of using drugs that provide to spread it with the help of the mutual results of reinforcement and disguise. The objective of treatment is for patient and psychoanalyst to uncover the constituents of the relational ties that are embedded in the drug use, to reformulate these forces in figurative expressions, and tore-check them in the kinematics of the change, next to prospects for latest exchange. Seen this way, the treatment requirements of drug users can finely be convened by psychoanalysis, improved by other methods essential for dealing with addiction. In the past drug addiction has been shut out from psychoanalysis and this method of treatment, clearly in its insinuation, might appear merely to validate that standing. Doing psychoanalysis treatment of drug users, comparing with other treatment methods, educates awareness on these desire states and uses replacement as a remedial instrument. No matter what the stress of the theory or character of the foundation, every analysis of addictive disorder that represent on entity associations tacitly contribute to a common principle: that the action of drug use comes into view as a result of desire. Whilst created by a lot of dependent variables, an operation of severe drug use, if intra-psychically inspected, at all times corresponds to an attempt to bring about inner alteration, or outside reaction, in a exacting, approved method. Almond (1997) has described desire as â€Å"a personal condition—a feeling of total control or power—that the person endeavours to bring about with his action and/or fantasy† (p. 3). By these stipulations, an action of excessive drug use signifies a fundamental, desire condition and is a means to implement it, whether with regard to effects desired in the self or others in the outside world. Rik Loose discussed in his book â€Å"The Subject of Addiction† that psychoanalysis and addiction are counterparts of the world of science and techniques. Therefore, since, the logical dialogue centers on the issue and the drug user’s relationship to his reason of desire. In an intelligent approach, Rik Loose depicts the reason of globalization that requires our times and counters to it as a organization governed by desire and ideals. (Loose, 2002) Psychoanalysts who work with drug users know that the act of drug use is an indicative result of a procedure of previous changes. The language of diversity, acknowledged as a modern construction for intellect, allows us to spot the drug user as careworn into specific states of mind— comprising of particular influence, feelings regarding the person himself and others, feelings concerning the world—that augment the desires and cravings that are confined and apparently recognized in typical action of drug use. One might also say that, for a given drug consumer, the action of using the drug provides to intrepidly set the limits of a basic state of oneself. In fact, the preliminary investigative mission with the drug user comprises of extricating the user from attraction with the drug in order to divert the user in its place in the self-state that portends it. Astonishingly, the standing of desire in the addiction is for the most part uncared for in drug treatment. Drug users in this kind of situations are frequently encouraged to talk to other recuperating fellows when they believe themselves to be caught up in desire to take in drug. (Loose, 2002) This suggestion— regularly wielded by twelve-step companionship also, in the shape of a status offer to talk to one’s supporter every time sensing the urge to take drug—is evidently well planned (and, no doubt, useful at times). On the other hand this type of counselling is sightless to the internal truth of the state of desire that not just impels substance users presumptuous in their use of drugs, nevertheless in addition throw away understanding of other individuals in their lives to the periphery of their brain. Moreover, still as conventional treatment programs dedicate significant consideration to the issue of reversion— enlightening drug users in relation to surroundings stimuli and inner feelings (e. g. depression, loneliness) that could encourage desires to use drugs—they pay no attention to the desire aver that the course of reversion usually serve to perform. Due to this rationale, psychoanalysis has a lot to proffer the severe drug user: whilst the majority of drug treatments look forward to putting an end to drug addicting behaviour, the psychoanalytic attempt would take in this objective and stretch further to investigate the desire state that uncovers end result in drug use and in other prototypes of actions in his or her life. In effect, the methodical approach would be to treat the person’s drug use nevertheless look for to disengage such a symptomatic outburst from the original self-state, which has required to be conserved for its background and significance to the person and, for that basis, deserve consideration (Bromberg, 1998). â€Å"transformation come in an analysis,† Winnicott (1960) wrote, â€Å"when the traumatic factors enter the psycho-analytic material in the patient’s own way, and within the patient’s desire† (p. 37). This regulatory statement can also be functional to remedial work with drug users, whose desire intend, usually set free â€Å"out there,† requirement to be completely greeted into the methodical exchange. In fact, it is from the point of view of the functioning coalition— nevertheless effectively realizes with a drug user—that the analyst may sense another exchange transpiring in the transference. In it, the analyst is excluded from all events eventuating in the patient’s drug use and is left to feel helpless. Not only is the patient’s move to a state of emotional cut-off a marker of desire, so is the analyst’s helpless state. (Loose, 2002) For it is these feelings of helplessness in the analyst that point to the history of pain or trauma in the patient that may have showed the way to the user’s need for desire to start with, and to such severity. Nonetheless, certain new trends in investigative way and the significance of a relational viewpoint in understanding drug use, the ability of psychoanalysts, amplified by understanding of addiction, can be of utmost advantage to them. That is why a relational model of psychoanalytically based treatment has significance for severe drugs users. This statement may seem surprising on two accounts: psychoanalysis has often been considered useless for active drug users, and drug users have often been judged unsuitable for psychoanalysis. (Loose, 2002) Both assumptions are false, though accepted as truths in the mental health and drug addiction treatment worlds. Recent changes that have taken place in the understanding of the psychoanalytic process make relationally informed psychoanalysis an ideal therapeutic venue for drug users. These shifts in psychoanalysis have reversed its previous lack of fit for drug addiction. Any Psychoanalyst who has spent time working with drug users has heard, first-hand, accounts of the disrepute of psychoanalysis from the standpoint of addicted patients. (Loose, 2002) The traditional analytic stance that emphasized observation smacked of passivity to drug users, and the priority given to aetiology over symptoms often left patients’ drinking and drug use unattended to. However contemporary psychoanalysis has shifted its style of investigation; as Mitchell (1997) stated, it has moved away from reliance on interpretation and insight as the primary tools for achieving therapeutic change. Rather, psychoanalysis today places emphasis on an analyst’s ability to enter into a patient’s dynamics, mobilized in transference–counter transference form; together with the patient to arrive at an understanding of these experiences; and, in the process, to find new forms of relating for the patient to trust, in the place of old, constraining patterns (Mitchell, 1997; Bromberg, 1998). In short, today’s psychoanalyst is every bit an engaged participant. How does this development serve the substance-using patient? The drug user tends to be a do-er and act-er, and, on technical grounds alone, needs an active approach to feel meaningfully engaged, even adequately â€Å"gripped† by the therapeutic process. However, on another level, it is precisely the drug user’s recourse to action to express conflicting relational needs that is the target of treatment. (Loose, 2002) Reliance on action is a cornerstone of the drug user’s characterologic makeup (Wurmser, 1977, 1978). It is typically this reliance that has earned him disfavour with psychoanalysts, whose work depends so on reflection and delay. Action serves many purposes for the drug user, however it is usually its defensive function that has been highlighted by theorists. In this view, as articulated by Wurmser, action gives the drug user a powerful alternative to, or, more accurately, means of flight from, painful affects and inadequate tools of symbolic expression. Drug users are notable for limitations in their symbolic functioning: Wurmser termed their difficulties â€Å"hypo-symbolization,† describing deficits that range from a specific inability to recognize and label feelings to a more sweeping failure to engage in fantasy or exploration of their inner lives at all. In such a view, again elaborated by Wurmser, action serves as a special form of externalization, offering the person its magical, problem solving properties and the appearance of narcissistic control. However if, instead of emphasizing its defensive role, we view action as the vehicle drug users have for communicating un-symbolized experience, then it is to their actions we must look for the initial outlines of their conflicts. Drug use is then far from unwelcome in undertaking analytic treatment of a person taking drugs. It is the signature act of such a patient and, as such, contains the components of his unconscious and as yet un-symbolized life; it is the starting point of treatment. The intended course of that treatment would then be for analyst and patient to begin to uncover the relational deadlock embedded in the drug use. (Loose, 2002) Their aim is to discover that deadlock anew in the kinematicsof the transference, often at first still involving instances of drug use, and eventually to locate it within the organizing relationships of the patient’s early life, ultimately replayed and addressed free of reference to drugs, within the experience of the treatment relationship. In other words, the aim of therapeutic action would be to track, and deconstruct, the symptom from its extra-psychic form, concretized in drug use, to its intra-psychic life in the patient’s object relations (Boesky, 2000). It is here that the needs of the person consuming drug and the current state of psychoanalytic practice converge. Enactments, whereby patients draw their analysts into jointly realizing fantasized aspects of their object relations, play a recognized role in analytic practice today. Though theorists of various schools differ in their understanding of enactments, view of the analyst’s role, and sense of their therapeutic value, there is general agreement in the field that enactments are inevitable manifestations of transference–counter-transference forces at work in the analytic process (Ellman and Moskowitz, 1998). In relational theory, in particular, enactments are regarded not only as unavoidable, however also as the central medium of the work. They are the means through which patient and analyst are afforded the opportunity to revive old relational patterns jointly, as well as to reopen them to observation, understanding, and possibilities for change within the analytic relationship (Mitchell, 1997; Bromberg, 1998). By placing enactment at the heart of analytic work, relational practitioners have opened the door of psychoanalysis to substance using patients. This is so for several reasons: first, enactments provide drug users with a mode of communication tailor made to their needs to actualize, rather than reflect on, inner experience (Boesky, 2000). More important, enactments are a conduit for experience whose transitional properties uniquely serve the drug user—offering not only a bridge between the patient’s symptomatic behaviour outside the consulting room to his conduct within the treatment, however also, more generally, a bridge between action and meaning, drug and object, act of drug use and underlying relational needs. In theory and approach, then, the relational model provides the basis for the desired course of treatment for drug users. To be sure, no treatment of drug addiction could be effective by attending to the relational underpinnings of drug use alone. Severe drug use is a dangerous and potentially life-threatening problem; however derived, it nonetheless is sustained by the powerful pharmacological effects of drugs and the operation of the laws of conditioning on people’s behaviour. (Loose, 2002) Any Psychoanalyst working with a person taking drug must have a working knowledge of a range of ancillary treatment modalities commonly needed during the course of their treatment. Such approaches include use of cognitive-behavioural interventions, referrals to residential or intensive outpatient programs, support for participation in 12-step programs, use of toxicology tests, and use of pharmaco-therapies designed to counteract or inhibit drug effects (for example, disulfiram for alcoholics, naltrexone for opiate addicts). Purely speaking, then, any treatment of active drug user is, by force, integrative in practice, if, ultimately, psychoanalytic in design. However, if appropriately used, such supplementary therapies do not necessarily compromise the analytic task; in fact, it is my argument that the particular tools summoned during the course of any one patient’s treatment are—like his drug use—uniquely customized to fit his relational needs and are therefore best understood within a psychoanalytic framework.

Philippine Constitution †Article Iii Essay

Article III Bill of rights – declaration and enumeration of a person’s right and privileges which the Constitution is designed to protect against violations Basis: social importance accorded to the individual in a democratic or republican state Classes of rights 1) Natural rights – right possessed by every citizen without being granted by the State for they are given to man by God Ex. Right to life, right to liability, right to property, right to love 2) Constitutional right – rights which are conferred and protected by the Constitution; cannot be taken away 3) Statutory rights – rights which are provided by laws promulgated by the law-making body and may be abolished by the same body Ex. Right to receive a minimum wage, right to adopt a child Classification of constitutional rights 1) Political rights – rights of the citizens which give them the power to participate 2) Civil rights – rights which the law will enforce at the instance of private individuals for the purpose of their happiness 3) Social and economic rights – rights which are intended to insure the well-being and economic security of the individual 4) Rights of the accused – civil right intended for the protection of a person accused of any crime State authority and individual freedom 1) State, an instrument to promote both individual and social welfare – promote the happiness and welfare of both the individual and the group Liberty – blessing without which life is a misery Doctrine of laissez faire – â€Å"let people do as they choose† 2) Conflict between individual rights and group welfare – State as an instrument to enable both the individual and society together to attain their greater happiness 3) Balancing of individual and group rights and interests – there can be no absolute power and absolute liberty 4) Role of the Judiciary – balancing the interests of the individual and group welfare in the adjudication of disputes that is fair and just Supreme Court – arbiters of the limits of governmental powers Section 1. No person shall be deprived of life liberty, or property without due process of law, nor shall any person be denied the equal protection of the laws Due process of law – a person may be deprived by the State of his life, liberty, or property provided due process of law is observed; a fundamental principle of fairness in all legal matters, both civil and criminal, especially in the courts. Aspects of due process of law (has two-fold process) 1) Procedural due process – method or manner by which the law is enforced 2) Substantive due process – law should be â€Å"fair, reasonable, and just† Procedural due process 1) In judicial proceedings It requires: a) Impartial court b) Jurisdiction lawfully acquired over the person of the defendant c) Opportunity to be heard given the defendant d) Judgement to be rendered after lawful hearing 2) In administrative proceedings – an offender may be arrested pending the filing of charges or an officer/employee may be suspended pending an investigation for violation Substantive due process 1) Tax which is imposed for a private purpose constitutes a taking of property without due process as it is beyond the authority of the legislature to levy. The reason is that tax can be imposed only for a public purpose. â€Å"Ability to pay principle† 2) Taking of property for private use offends substantive due process. Persons protected – all persons within the territorial jurisdiction of the Philippines Life – something more than mere animal Liberty – right of man to use his faculties with which he has been endowed by his Creator as long as he does not violate the law or the rights of others Property – the right over a thing What constitutes deprivation 1) Deprivation of life – extinction of human existence and various physical and mental attributes 2) Deprivation of liberty – unreasonable restriction on the liberty of others 3) Deprivation of property – property’s value is destroyed or impaired Meaning of equal protection of the laws * all persons subject to legislation should be treated alike * prohibits â€Å"class legislation† (discriminates against some and favors others) Reasonable classification permitted * Persons/properties may be grouped into classes No denial of the protection where under the law- a) Foreign corporations are made to pay higher amount of taxes b) Certain professions are limited to persons of the ‘male’ sex c) Certain privileges for leaves to women are not extended to men d) Preference is given to Filipino citizens in the lease of public market stalls e) Different professions are taxed at different amounts f) Employment of children is prohibited Sec 2. Right of the people to be secure shall be inviolable; no warrant shall issue except determined personally by the judge Search Warrant – order in writing, signed by a judge; search for certain personal Property Warrant of arrest – a person is taken into custody Scope of protection 1) Persons – protection applies to everybody 2) Houses – the protection is not limited to houses but extends to a garage, warehouse, shop†¦ 3) Papers and effect – sealed letters and packages When search and seizure unreasonable – purely judicial question Requisites for valid search warrant or warrant of arrest 1) Issued upon probable cause 2) Probable cause must be determined personally by the judge 3) Probable cause must be made after examination 4) Warrant must particularly describe the place to be searched or persons/things to be seized Probable cause – there is a good reason for believing that the law has been broken or a crime has been committed Sufficiency of affidavit upon which warrant is based 1) Test of sufficiency affidavit – perjury could be charge for damages caused in case his declaration are found to be false 2) Basis of affidavit – must be based on personal knowledge or information Sufficiency of description 1) Place 2) Person – â€Å"John Doe† or â€Å"Jane Doe† (person is unknown) 3) Property – must be specific General warrant – not particularly describe the things to be seized Rights against unreasonable search and seizure, personal 1) Proper party to invoke right – the seizure can be contested only by the party whose personal rights were involved 2) Right subject to waiver – without proper search warrant, no public official has the right to enter the premises of another When search and seizure may be made without warrant 1) Where there is waiver 2) Search is incident to a lawful arrest 3) Forfeited goods are being transported to a verhicle 4) Articles prohibited by law is open to eye and hand When arrest may be made without warrant 1) Had committed 2) Is committing 3) Will be committing Sec 3. Privacy of communication shall be inviolable; evidence in violation shall be forbidden Right of privacy – right to be left alone Basis and purpose of the right 1) Right existing in the state of nature – person’s inherent right to enjoy his private life 2) Right designed to secure enjoyment of one’s private life – accorded protection to secure the enjoyment by a person of his private life Relationship with right against unreasonable searches and seizures 1) Aspect of right to be secure in one’s person – constitutional provision on the right of privacy implements the security of the citizen 2) Privacy of communication and correspondence Limitations on the right of privacy of communictions 1) Permissible interference – allowed interfering on privacy Conditions: a) Upon lawful order of the court b) Public safety or order requires otherwise as prescribed by law 2) Intervention of the court First limitation: issued search warrant Second limitation: right is subject to the police power of the State Evidence illegally obtained 1) Inadmissible – in any proceeding, judicial or administrative 2) Reason – exclusion is the only practical way of enforcing the constitutional guarantees 3) Right of owner – owner of evidence obtained illegally has a right to seize the articles Writ of habeas corpus – the right of a citizen to obtain a writ of habeas corpus as a protection against illegal imprisonment Purpose of the writ – completes the legal armory and remedy of a citizen against violations * Secures the privacy of an individual How writ operates – served upon the respondent who shall file an answer under oath with supporting affidavit (affidavit – a sworn statement in writing made especially under oath or on affirmation before an authorized magistrate or officer) Sec 4. No law shall be passed depriving freedom of speech Freedom of speech, of expression, and of the press – right to freely utter and publish whatever one pleases without previous restraint Scope of terms â€Å"speech†, â€Å"expression† and â€Å"press† 1) Speech and expression – oral utterances such as protests as expression of opinion about subjects of public concern 2) Press – every sort of publications Importance of the guarantee 1) Promotes growth of the individual and the nation – freedom of speech should be protected by the State 2) Makes possible, scrutiny of acts and conduct of public officials – public opinion must be enlightened 3) Insures a responsive and popular government – people must be able to voice their sentiments and aspirations so that they may become active participants Freedom of expression not absolute 1) Subject to regulation by the State – in order for it to not be injurious 2) Subject one to liability when abused – any one who slanders another may be penalized Justification for abridgement of freedom of speech and of the press 1) Clear and present danger rule – a speech will likely lead to an evil scheme 2) Application of rule Right of assembly – right on the part of the citizens to meet peaceably for consultation in respect to public affairs Right of petition – right of any person to apply to the appropriate branch of the government for redress of grievances Relationship with freedom of speech and of the press 1) Complement of right of free speech 2) Application of clear and present danger rule Sec 5. No law shall be made respecting an establishment of religion Religious freedom – right of man to worship God Religion – all forms of belief in the existence of superior beings exercising power over human beings Aspects of religious freedom 1) Separation of church and state 2) Freedom of religious prefession and worship Freedom of religious profession and worship 1) Freedom to believe in a religion 2) Freedom to act in accordance with such belief Right to disseminate religious beliefs 1) Relationship with right to believe – right to disseminate religious beliefs and information 2) Justification for restraint of right License fee or tax on sale of religious articles 1) Permission or condition for exercise of right 2) Imposition of financial burden after exercise of right Religious test prohibited 1) Meaning of terms a) Religious test – one demanding the affirmation or contradiction of certain religious beliefs before the performance of any act b) ‘civil’ or ‘political’ rights including the individual rights 2) Reason for provision – without prohibition, religious freedom becomes meaningless Sec 6. Liberty of abode and travel * Right of a person to have his home in whatever place chosen by him Limitations on the right 1) Permissible interference – lawmaking body may provide observance of curfew ours, commitment of mentally deranged persons to a mental institutions, confinement to a hospital, arrest and detention of the accused 2) Intervention of the court – a court order is not necessary Sec 7. Right of the people to information on matters of public concern shall be recognized 1) Access to official records for exercise of right 2) Arguments in support of right a) The sovereign people have the right of access to records of their government b) Enable the people to participate more effectively in governmental affairs c) It will make denunciation of government more factual, responsible, effective d) Provide a deterrent to the commission of venalities e) Reduce public suspicion of officials 3) Constitutionality or validity of implementing law Scope of the right 1) The right embraces all public records 2) It is limited to citizens only 3) Its exercise is subject to such limitations as may be provided by law Limitations on the right 1) Public records excepted – public records are declared confidential 2) Burden on government to justify withholding of information – healthy balance between the need to afford protection to vital secrets and safeguarding the basic right of the people Sec 8. Right to form associations – freedom to organize any group Purposes of the guarantee 1) Encourage the formation of voluntary associations 2) The needs of the social body seek satisfaction in one form or the other Limitation on the right – depriving of forming a group when it shows imminent danger Sec 9. Private property shall not be taken for public use without just compensation Essential or inherent powers of government 1) Totality of government power – contained in 3 great powers (power of eminent domain, police power, and power of taxation) 2) Similarities Eminent domain – right of the State to take private property for public use upon paying to the owner a just compensation Conditions for or limitations upon its exercise 1) Existence of public use – beneficially employed for the community 2) Payment of just compensation 3) Observance of due process of law in the taking Meaning of ‘taking’ 1) Actual physical seizure not essential – physical seizure or appropriation of the property, and destruction or impairment 2) The ‘taking’ must be direct Police power – power of the State to enact such laws in relation to persons and property as may promote public health†¦and convenience of the people Basis of police power – ‘the welfare of the people is the supreme law, so use your own as not to injure another’s property’ Illustrations of police power laws 1) Public health – medical profession 2) Public morals – punishing vagrancy and prostitution 3) Public safety – requiring a license for the right to drive motor vehicles 4) General welfare and convenience – requiring compulsory registration of lands Taxation – power of the State to impose charge or burden upon persons and property for the use and support of the government Theory and basis of taxation 1) Power: Government cannot continue without means to pay its existence, it has right to compel citizens and property within its limits to contribute 2) Basis: Protection and support between the State and its inhabitants Taxes – enforced proportional contributions from persons and property; financial burdens or charges imposed by the government Distinction among the three powers 1) As to authority which exercises the power – taxation and police power: government Eminent domain: public service companies 2) As to purpose – taxation: support for government Eminent domain: for public use Police power: purpose of promoting the general welfare 3) As to effect – taxation: money -> public funds Eminent domain: right -> property Police power: no such transfer 4) As to persons affected – taxation and police power: community Eminent domain: individual 5) As to benefits received – taxation: receives equivalent tax in the form of benefits Eminent domain: compensation Police power: compensation is not immediate Sec 10. No law impairing the obligation of contracts shall be passed Obligation of a contract – law which binds the parties to perform their agreement according to its terms Law – includes executive and administrative orders of the President Contract – obligation of which is secured against impairment under the Constitution Purpose of non-impairment prohibition 1) Protect creditors, to assure the fulfilment of lawful promises, and to guard the integrity of contractual obligations Sec15. Writ of habeas corpus shall not be suspended except in cases of invasion How writ operates Privilege of the writ – further order from the court to release an individual if it finds his detention without legal cause or authority