The Necessity Of War Of The Middle East With Islamist...

The Necessity of War War is ugly, no other way to state it, but it is also a necessity. War is an armed conflict between different nations or states (Merriam-Webster). Many say there is always a way around war. Is there really a way? When we look back at World War II, was there any way to avoid it? Do you think that we could have negotiated with Adolf Hitler? The answer is a resounding no. Hitler wanted to exterminate the Jewish race and any other race that weren t what he believed to be perfect (annefrank.org). A more modern example of this would be what is happening in the Middle East with Islamist Extremists. Could we have negotiated a deal with them to avoid war? No, there is no negotiating when they believe we are evil and must be†¦show more content†¦He led the Nazi party, which had an ideology of racial superiority, and a willingness to destroy anyone or anything that opposed them (worldwar2.org.uk). Adolf was able to seize power quite easily because Germany was struggling mightily after WWI in trying to rebuild and pay off its debts. Hitler quickly put his plan into action getting rid of all other parties and managed to recover their economy making him increasingly popular. After repairing the German economy, Foreign policy became his greatest interest. He wanted to expand Germany eastward towards Poland, Ukraine and the U.S.S.R. To make his move east possible he had to get rid of the treaty of Versailles. To do this he campaigned across Europe and insisted that he was a man of peace that only wanted to remove the unfair sanctions that the treaty put upon them. With all of Germany supporting him and the allied powers thinking he was a peaceful man he was able to move forward with his radical plan for European domination. WWII was a unavoidable and necessary war. Adolf Hitler wanted European domination and to wipe out the entire Jewish race. About 6 MILLION Jews were killed during the war, all at the hands of hitler (britannica.com). Wars like these where a country have intense hatred and all they want to see is the eradication and suffering of a country or race of people can only be stopped with force. Adolfo Hitler was going to take over Europe and destroy the Jewish race or he was going to die trying to

Essay on Prostitution in Japan A Young Body Worth a Profit

Prostitution in Japan: A Young Body Worth a Profit At a street corner, a young girl around the age of seventeen, dressed in a navy blue school uniform and white socks, stands looking vacantly into the street. After a few minutes a middle-aged man approaches the girl and offers to take her out to an expensive dinner; in addition, he offers her a satisfying amount of pocket money. With a shy, quivering glance and a sweet smile the girl graciously takes the man’s arm. On the corner of areas like Shibuya, a central Tokyo entertainment district, popular with Tokyo’s younger generation the scenario described has become a common and casual rendezvous (Moffett, Little Women 48). Japan, a country with the second strongest economy and highest†¦show more content†¦Other wise a man can stroll along the street of Shibuya, Ueno or other district areas that are favorite hangouts for teenagers and pick up a young girl. Then he may take her to a karaoke clubroom or somewhere private and start negotiating the price for the eveni ng. Japanese men can also find pleasure at image clubs, where they pay about $150 an hour to live out their wildest fantasies about schoolgirls (Kristof A6). In what are called telephone clubs, a man could pay a fee and then wait in a room for a call from a woman during which the two parties will make an arrangement to meet at another time for an enjo kosai. These clubs solicit women by advertising in magazines and newspapers, on subway trains, and by direct mail. Kleenex tissues with the club’s telephone number and address are even distributed at train stations (Morrison 3). These outlets, major promoters of sex for money, have had a significant impact on the numbers of teenage girls engaging in prostitution, aiding the teen prostitute with finding customers and aggressively luring new young girls into prostitution. Allowing women to call at no charge, telephone clubs are one of the most popular tools schoolgirls use to meet interested men. The number of teenage prostitutes began to climb around 1974. By 1984 the number reached alarming levels and is still increasing (Morrison 3). National Police Agency statistics for 1995 show that 5,841 female minors were involved inShow MoreRelatedUnderground Economy4900 Words   |  20 Pagesblack or underground economy is the economic activity which is not measured by government statistics. This can include a range of different economic activities not measurable by the government, such as: smuggling alcohol, tobacco and fuel,weaponry prostitution, copyrighted media,illegal drugs. 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Equal Employment Opportunity History and Laws Free Essays

Running head: Equal Employment Opportunity History and Laws Equal Employment Opportunity History and Laws Nickki LaCour Grand Canyon University: AMP-434 Human Resources December 1, 2011 Equal Employment Opportunity History and Laws Many of us have heard of or have been made aware of the phrase Equal Employment Opportunity (EEO). But how many of us genuinely comprehend the criterion of EEO and why it subsists? Equal Employment Opportunity laws are designed to give all workers fair consideration on the basis of job performance rather than any irrelevant personal factors. These laws are in place in order to prevent bias, prejudice, bigotry, and inequity against anyone due to physical abilities, race, religion, gender, or age. We will write a custom essay sample on Equal Employment Opportunity History and Laws or any similar topic only for you Order Now EEO strives to assure that all applicants, male and female alike and all ethnic groups have a fair chance in the hiring process, in competing for advancement, and each employee must have the same access to development probabilities. Equal Employment Opportunity is based on equality and it is encompassed by a series of statutes intended to proscribe workplace discrimination. History In the 1960s, Americans anticipated on the President, Congress, and the courts would implement the pledge of the 14th Amendment. In June 1964, the U. S. Senate passed the Civil Rights Act. Nearly a month later the U. S. House of Representatives passed the bill and President Lyndon B. Johnson signed the bill into law. Equal Employment Opportunity was established by Title VII of the Civil Rights Act of 1964, but its purpose has been fashioned by more than a solitary part of legislation (Youth at Work, 2011). The requirements of this civil rights act would allow the government to make a set of laws to help end discrimination on the basis of gender as well as nationality in employment, advancement, and dismissals. These laws became a self-governing body making it a key component in dealing with unfairness issues. Since its creation, Congress has progressively made other authorities available such as: investigatory mandates, setting up programs to bring disputing sides together, filing lawsuits, and managing charitable support programs (National Archives, 2011). Major EEO Laws Title VII and Pregnancy Discrimination Act Title VII makes it prohibits discrimination against anyone on the grounds of race, color, religion, national origin, or sex. The Pregnancy Discrimination Act is an amendment to Title VII. This law makes it illegal to single out women because of pregnancy, childbirth, or for any medical condition that may be related to pregnancy or childbirth. It is intended to protect female employees or prospective employees from being dismissed from a job or being passed over for promotion due to motherhood. In addition, Title VII also makes it necessary that employers reasonably allow for the religious practices of their employees, unless doing so would conflict with the needs of the business or cause adversity in the workplace (Laws Enforced by EEOC, 2011). Equal Pay Act of 1963 (EPA) The Equal Pay Act forbids gender discrimination in the form of wages paid to men and women doing the same type of work, in occupations that call for the same aptitude and accountability, with comparable working conditions, in the same organization (EEO is The Law, 2011). The Age Discrimination in Employment Act of 1967 (ADEA) â€Å"The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment† (EEO is The Law, 2011). Title I of the Americans with Disabilities Act of 1990 (ADA) Title I ADA forbids employers from discriminating against an experienced applicant with a disability in the private components of society and in civic and local governments. It also calls for employers to accommodate the bodily or psychological boundaries of a competent person with a disability who is an candidate for employment or a current staff member, unless providing modifications to the workplace would cause difficulty in the function of the company (Laws Enforced by EEOC, 2011). Sections 102 and 103 of the Civil Rights Act of 1991 â€Å"The Act authorizes compensatory and punitive damages in cases of intentional discrimination, and provides for obtaining attorneys’ fees and the possibility of jury trials. It also directs the EEOC to expand its technical assistance and outreach activities (Federal EEO Laws, 2011). Sections 501 and 505 of the Rehabilitation Act of 1973 This act is much like the ADA, the only difference is that the Rehabilitation Act is that it focuses on the federal government. â€Å"The Rehabilitation Act of 1973 was the first â€Å"rights† legislation to prohibit discrimination against people with disabilities. However, this law applied to programs conducted by Federal agencies, those receiving federal funds, such as colleges participating in federal student loan programs, Federal employment, and employment practices of businesses with federal contracts† (The Rehabilitation Act of 1973, 2011). Section 501 demands affirmative action and bans discrimination in employment by Federal agencies. Section 505 includes steps managing solutions and attorney’s expenditures under Section 501 (The Rehabilitation Act of 1973, 2011). The Genetic Information Nondiscrimination Act of 2008 (GINA) GINA makes it against the law to discriminate against employees or applicants because of genetic information. Genetic information includes: information about an individual’s genetic tests, genetic tests of an individual’s family, information related to any disease, disorder, or condition of an individual or their family members (Laws Enforced by EEOC, 2011). The Influence of EEO â€Å"Of all the influences, the direction and limitations imposed by Congress and by the Administration in power explain the major changes in EEOC’s enforcement operations over time. Thus, conciliation, education, outreach and technical assistance were the primary methods employed by EEOC at its inception because that was what the law permitted† (35 Years of Ensuring the Promise of Opportunity, 2001). The focus today is more on accomplishing an incorporated tactic that connects events in a diplomatic way in order to allocate the latest ground-breaking programs like ways to settle conflicts, such as arbitration. Arbitration is quickly becoming a successful resource in resolving debates. Equal Employment Opportunity also stresses an individual victim approach. This area of EEO is designed to improve personal damages involving one or more people. There is also a need to tackle specific issues within the functioning of the agency (35 Years of Ensuring the Promise of Opportunity, 2001). Impact of Title VII Title VII brought about the whole idea of affirmative action. Affirmative action deals with the guidelines that delve into race, color, religion, gender, or national origin. Each group is taken into consideration in order to benefit them, typically as a means to counteract the consequences of a history of discrimination. The impact of affirmative action is it has made certain that minorities are included in all programs, it aids in paying compensation for past acts of inequity, maltreatment or abuse, and it handles current claims of unfairness. This basically means that more jobs should be available to all races. Impact of the Equal Pay Act of 1963 (EPA) This act was established to assist women in receiving the same pay as a man doing the same job. Women may be earning more and have gained more lucrative positions, but even today women still earn less than men. â€Å"In 2007, women’s median annual paychecks reflected only 78 cents for every $1. 0 earned by men. Specifically for women of color, the gap is even wider: In comparison to men’s dollar, African American women earn only 69 cents and Latinas just 59 cents† (National Organization for Women, 2011). There has been no real impact from this act unless earning better positions with less pay is an impact. Impact of GINA GINA pro hibits employers from gathering, disclosing or otherwise using a person’s medical or genetic history to dismiss or discriminate against them. The reason the law was ratified was to dispel panic about the misuse of personal medical information. Conclusion Please keep in mind, with these laws in place it is illegal to retaliate against an employee or candidate for employment for filing a claim. If you or someone you know has been discriminated against please contact your nearest EEO office or call 1 800 669 4000. In conclusion, Equal Employment Opportunity’s strongest point has always been its ability to rise to any occasion. As time continues to pass EEO should continue to exemplify its core values of equality for all, efficacy and competence, making certain that it always stands as the nation’s foremost civil rights enforcement agency. References Equal Employment Opportunity is The Law (2009). Retrieved November 22, 2011, from http://www. eeoc. gov/employers/upload/eeoc_self_print_poster. pdf Federal Laws Prohibiting Job Discrimination: Questions and Answers: Federal Equal Employment Opportunity (EEO) Laws. Retrieved November 22, 2011, from http://www. eeoc. gov/facts/qanda. html National Archives: Equal Employment Opportunity Program. Retrieved December 1, 2011, from http://www. archives. gov/eeo/laws/ National Organization for Women: Women Deserve Equal Pay (2007). Retrieved December 1, 2011, from http://www. now. rg/issues/economic/factsheet. html The Rehab Act of 1973. Retrieved December 1, 2011, from http://www. bu. edu/cpr/reasaccom/whatlaws-rehaba. html U. S. Equal Employment Opportunity Commission: Laws Enforced by EEOC. Retrieved November 22, 2011, from http://www1. eeoc. gov//laws/statutes/index. cfm? renderforprint=1 Youth at Work: Timeline of Important EEOC Events. Retrieved December 1, 2011, from http: //www. eeoc. gov/youth//history. html 35 Years of Ensuring the Promise of Opportunity (2001). Retrieved December 1, 2011, from http://www. eeoc. gov/eeoc/history/35th/history/index. html How to cite Equal Employment Opportunity History and Laws, Papers

Lina Essay Example For Students

Lina Essay When President Clinton signed the Family Medical Leave Act in 1993, he created a brand new avenue for American workers to manage their work-life balance. Thus far, the act has helped thousands of families focus on spending time with their kids during the times in life when parents are needed most. New mothers now have the security of knowing that when they take a maternity leave, there will be a job waiting for them if they decide to return. The other major advantage is that it has allowed families with troubled children to play a more influential part in helping their children turn themselves around. Ever since the act took effect, numerous studies have taken place about its effectiveness. Employees and employers have also challenged it. State and local governments have taken the act and expanded upon it, making it ever more useful. This paper will examine some of these stories and discuss the possible ramifications of these events. A study in March of this year, conducted by Children Defense Fund of Minnesota, showed that only 4% of Minnesota employers offer paid leave for new parents. The federal law requires twelve weeks of unpaid leave at companies with fifty or more employees. The Minnesota law required only six weeks of unpaid leave at companies with twenty or more employees. The Childrens Defense Fund is proposing a voluntary program that would use state tax money to cover up to 1/3 of the salary of any parent on leave if the employer covers at least another third. If this legislation passes, it could make it much more realistic for parents to take the entire time allotted to them off. President Clinton said in February 2000 that he would like to expand the act to include twelve week paid vacations for new parents. He proposes allowing states to use excess employment funds paid for by business. The one major drawback of this proposal is that unemployment insurance is paid to states by business as a buffer against temporary economic downturn. Using these funds for more general purposes could cause these funds to bankrupt if a recession were to occur. 20 million employees out of an eligible workforce of 92 million have used the act at least once. Recently, Gov. Gray Davis vetoed a bill that would have allowed employees to use family leave to care for a domestic partner. This bill would have expanded leave to include care for siblings, adult children, and grandparents. Opposition to the bill stemmed from the possibility that people may apply the bill to care for their homosexual life partners. Jeff Sheehy, director of Equal Benefits Advocates stated in response to the governors decision Hes denying us our basic humanity. Hes saying our partners arent as important as his wife. In a state that has a high homosexual population, this is a move that may play a major role in Gov. Davis re-election campaign. As recently as May 10th of this year, the Family Medical Leave Act has been challenged. Gerard McDavitt, former Vice President of Hill Holliday Connors Cosmopulos, a Boston advertising agency, is suing his former employer for violations under the act. Mr. McDavitt was fired while on leave for cancer treatments and its related depression. The agency claims that McDavitt had taken four weeks more than the act had allowed, and thats why he was fired. McDavitt countered that his supervisor had told him to take as much time away as needed. McDavitt claims that he continued to work from home during that time. McDavitts leave was being fully funded by the company. .u802e249c2c8b2346859d6113cb36f8de , .u802e249c2c8b2346859d6113cb36f8de .postImageUrl , .u802e249c2c8b2346859d6113cb36f8de .centered-text-area { min-height: 80px; position: relative; } .u802e249c2c8b2346859d6113cb36f8de , .u802e249c2c8b2346859d6113cb36f8de:hover , .u802e249c2c8b2346859d6113cb36f8de:visited , .u802e249c2c8b2346859d6113cb36f8de:active { border:0!important; } .u802e249c2c8b2346859d6113cb36f8de .clearfix:after { content: ""; display: table; clear: both; } .u802e249c2c8b2346859d6113cb36f8de { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u802e249c2c8b2346859d6113cb36f8de:active , .u802e249c2c8b2346859d6113cb36f8de:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u802e249c2c8b2346859d6113cb36f8de .centered-text-area { width: 100%; position: relative ; } .u802e249c2c8b2346859d6113cb36f8de .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u802e249c2c8b2346859d6113cb36f8de .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u802e249c2c8b2346859d6113cb36f8de .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u802e249c2c8b2346859d6113cb36f8de:hover .ctaButton { background-color: #34495E!important; } .u802e249c2c8b2346859d6113cb36f8de .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u802e249c2c8b2346859d6113cb36f8de .u802e249c2c8b2346859d6113cb36f8de-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u802e249c2c8b2346859d6113cb36f8de:after { content: ""; display: block; clear: both; } READ: Smoking is the most important single preventable c EssayEven an act that is 198 pages long can be interpreted as vague. Seven years after its implementation, there remains a lot to be discussed and discovered. What comes first, a family or a career? The career track VS. the parent track. Do you build a family once you have securely established yourself in the workplace, knowing that you will be able to finance such a task? Or do you find a spouse who will support you and have children before you get to wrapped up in your career, since you could miss your childs adolescence? Isnt that why you wanted the child in the first place, to watch