OP-ED articles Essay Example | Topics and Well Written Essays - 750 words

OP-ED articles - Essay Example The USA president Obama has said that he will look to build consensus in the international community before intervening in Syria (Nicholas and Adam). This necessary means that all major western powers such as Russia , France and UK need to agree on the need for intervention. However whenever USA is asked to send its military to a foreign land in order to ‘liberate’ the people of the country, the voices of those who matter the most are never heard. In this article I will try to bring the spotlight on these voices – the average citizen of USA who pays for the military intervention, the soldier who has to lay down his life and the people of the country who are being ‘liberated’. ... So much amount of public money going down the drain is downright criminal when Congress is telling us that it does not have any money to spend on health, education and social security. How do the citizens of USA benefit by sponsoring these wars in distant foreign lands? What do we gain? No one has ever asked this question. It is time to do so. I think it should be made mandatory for a referendum to be held for intervening in wars which do not belong to us. The decision to bring democracy to distant lands should be a democratic one. If the people vote a yes in the referendum, then the President should be free to intervene in Syria. The people may make a wrong decision but at least it will be their decision, not the decision of NATO or a war hungry president. If we are paying for these wars, it is the USA soldiers who are dying in these wars.2220 USA soldiers have laid down their lives in Afghanistan (Icasualties.org.) and 4488 young soldiers have been killed in the Iraqi war (Antiwar. com.).As so many of them lay down their lives, it is just that they also have say in which wars to fight and which ones to avoid. Some people may say that as soldiers they have no right to have a say, it is the prerogative of the elected legislature. I agree that it is the prerogative of the legislature and the President of USA to declare wars; and I also agree that soldiers when they join the army agree to serve our nation without any question. But we have made an army to defend our country and fight our wars; not to liberate Syria or Libya. An army man will be more than happy to lay down his life for his motherland but why should he kill himself for people he has never met and who mean nothing to him. The death of our soldiers when there is no threat

The Role of the RN in operation room Essay Example | Topics and Well Written Essays - 1000 words

The Role of the RN in operation room - Essay Example To provide effective care, it is necessary to have some experienced and qualified nurses be placed, as the role is critical and complex. Having an inexperienced non-qualified nurse at this position may yield complexities and inconvenience as only basic education in nursing may not provide the level of experience that role of a registered nurse demands. The paper presents the role of registered nurses in the operation of health care organizations. RN is a registered nurse who has successfully completed the educational requirements to attain the competencies required for certified practice in nursing. A patient going for a surgery does not expect to have some inexperienced medical practitioner and health professionals in operation room. On the other hand, surgeons also get distracted by any kind of action irreverent with the surgical process and it may implore a freaked reaction in safety of the patient. These situations occur when operation rooms allow registered nurses to take places of licensed practice nurses or anesthesiologist (Lingard et al, 2004, 330; Riley, Manias, 2006, 1541). Operation room, also referred as Surgical Suite is generally an area in the hospital where surgeries takes place. These are special areas equipped with delicate and expensive apparatuses to provide sufficient support to the medical practitioners to perform their surgeries. The surgeries may range from minor cuts and sewing to major gun shots, transplants and deliveries. Therefore, the team required in an OR must be experienced and competent enough to deliver all phases of care to the patients, handle complications and change of patients’ status and procedures (Sneddon et al, 2006, 255). Simple surgeries require three key personnel in an OR that are: a surgeon, an experienced registered nurse and an anesthesiologist. Additional support and staff are required on the basis of the type and severity level of surgery. The registered nurse tasks

Post Partum Haemorrhage (PPH) Essay Example for Free

Post Partum Haemorrhage (PPH) Essay Introduction: Post partum haemorrhage (PPH) is an obstetrical emergency that can follow vaginal or cesarean delivery. It is a major cause of maternal morbidity and one of the top three causes of maternal mortality in both high and low per capital income countries, although the absolute risk of death in much lower in high income countries (1 in 100,000 versus 1 in 1000 births in low income countries). Furthermore, hemorrhage is the leading cause of admission of the intensive care unit and the most preventable cause of maternal mortality. The average blood loss following vaginal delivery, caesarean delivery and caesarean hysterectomy is 500 ml, 1000ml and 1500 ml respectively. Depending upon the amount of blood loss, post partum hemorrhage (PPH) can be- âž ¢ Minor (1L) âž ¢ Severe (10g/dl) so that the patient can withstand some amount of the blood loss. †¢ High risk patients who are likely to develop post partum hemorrhage (such as twins, hydramnios, grand multipara, APH, history of previous PPH, severe anemia) are to be screened delivered in a well equipped hospital. †¢ Blood groping should be one for all women so that no time is wasted during emergency. †¢ Placental localization must be done in all women with previous caesarean delivery by USG or MRI to detect placenta accreta or percreta. †¢ Women with morbid adherent placenta are at high risk of PPH. Such a case should be delivered by a senior obstetrician. A availability of blood or blood products must be ensured before hand. Intranatal: †¢ Active management of the third stage, for all women in labour should be a routine as it reduces PPH by 60%. †¢ Women delivered by caesarean section, oxytocin 5 IU slow IV is to be given to reduce blood loss. †¢ Exploration of the utero-vaginal canal for evidence of trauma following difficult labour or instrumental delivery. †¢ Observation for about 2 hours often delivery to make sure that the uterus is hard and well contracted before sending her to ward. †¢ During caesarean section spontaneous separation delivery of the placenta reduces blood loss (30%). Management of retained placenta: This diagnosis is reached when the placenta remains undelivered after a specified period of time (usually half to 1 hour following the baby’s birth). This is done to apply pressure to the placental site. The whole hand is introduced into the vagina in cone shaped fashion after separating the labia with the fingers of the other hand. the vaginal hand is clenched into a fist with the back of the hand directed posteriorly and the knuckles in the anterior fornix. The other hand is placed over the abdomen behind the uterus to make it anteverted. The uterus is firmly squeezed between the two hands. It may be necessary to continue the compression for a prolonged period until the (during the period, the resuscitative measures are to be continued). Manual removal of the placenta: The operation is done under general anaesthesia. The patient is placed in lithotomy position with all aseptic measures, the bladder is catheterized. One hand is introduced into the uterus after smearing with the antiseptic solution in cone shaped manner following the cord, which is made taut by the other hand. While introducing the hand, the labia are separated by the fingers of the other hand. The fingers of the uterine should locate the margin of the placenta. Counter pressure on the uterine fundus is applied by the other hand placed over the abdomen. The abdominal hand should steady the fundus guide the movements of the fingers inside the uterine cavity till the placenta is completely separated. As soon as the placental margin is reached, the fingers are insinuated between the placenta the uterine wall with the back of the hand in contact with the uterine wall. The placenta is gradually separated with a side ways slicing movement of the fingers, until whole of the placenta is separated. When the placenta is completely separated, it is extracted by traction of the cord by the other hand. The uterine hand is still inside the uterus for exploration of the cavity to be sure that nothing is left behind. i) Management of third stage bleeding: In this third stage of bleeding or hemorrhage, the bleeding occurs before expulsion of placenta. Principles âž ¢ To empty the uterus. âž ¢ To replace the blood. âž ¢ To ensure effective haemostasis. Steps of management: a) Placental site bleeding: âž ¢ To palpate the fundus and manage the uterus to make it hard. âž ¢ To start crystalloid with oxytocin at 60 drops /min and to arrange for blood transfusion if necessary. âž ¢ Oxytocin 10 units IM or methargin 0.2 mg. is given intravenously. âž ¢ To catheterize the bladder. âž ¢ To give antibiotics (ampicillin 2gm.and Metronidazole 500mg. IV). b) Traumatic bleeding: The utero vaginal canal is to be explored under general anaesthesia after the placenta is expelled. ii) Management of true post partum hemorrhage: In this true post partum hemorrhage the bleeding occurs subsequent to expulsion of placenta (majority). Management: âž ¢ Call for extra help involve the obstetric senior staff on call. âž ¢ Keep patient flat and warm. âž ¢ Send blood for diagnostic test. âž ¢ Infuse rapidly 2 litres of normal saline. âž ¢ Give oxygen by mask 10-15L/min. âž ¢ Monitor the pulse, blood pressure, urine output, drug type, dose and time. B. Secondary Post partum hemorrhage: Definition: Secondary post partum hemorrhage is bleeding from the genital tract more than 24 hours after delivery of the placenta and may occur upto 6 week later. The bleeding usually occurs between 8th to 14th day of delivery. Causes: The causes of late post partum hemorrhage are- 1. Retained bits of cotyledon or membranes (commonest) 2. Infection and separation of slough over a deep cervico-vaginal laceration. 3. Endometritis and sub involution of the placental site- due to delayed healing process. 4. Secondary hemorrhage from caesarean section wound usually occur between 10-14 days. 5. Withdrawal bleeding following oestrogen therapy for suppression of lactation. Clinical Manifestation: 1. The lochia are heavier than normal recurrence of bright red flow. 2. Offensive lochia if infection is a contributory factor. 3. Sub involution of uterus. 4. Pyrexia tachycardia. Diagnosis: The bleeding is bright red and varying amount. Rarely it may be brisk. Varying degree of anemia evidences of sepsis are present. Internal examination reveals evidences of sepsis, sub involution of the uterus often patulous cervical OS. Ultrasonography is usual in detecting the bits of placenta inside the uterine cavity. Management: Principle: âž ¢ To assess the amount of blood loss to replace it (transfusion) âž ¢ To find out the cause to take appropriate steps to rectify it. Management: i) Massage the uterus if it is still palpable to bring about a contraction. ii) Express any clots. iii) Encourage the mother to empty her bladder. iv) Give an oxytocic drug such as ergometrine by intravenous or intramuscular route. v) Save all pads lines to assess the volume of blood loss. vi) If retained products of conception are not seen on an ultrasound scan, the mother may be treated conservatively with antibiotic therapy and oral ergometrine. vii) Anemia is treated with iron supplement in severe cases, blood is transfused. Nursing management of PPH: Assessment: 1. Assess maternal history for risk factors, plan accordingly and communicate to the perinatal area. 2. Assess pulse pressure, recording consistently less than 30bpm are consistent with hypertensive crisis. 3. Assess intake output chart. 4. Assess location firmness of uterine fundus. 5. Palpate the bladder distension, which may interfere with contracting of the uterus. 6. Inspect for intactness of any parineal area. Diagnosis: i) Deficit fluid volume related to blood loss as manifested by looking pale, dehydrated decrease pulse rate. ii) Acute pain related to perineal discomfort from birth trauma and physiologic changes from births as monitored by wrinkled in forehead, restlessness irritability. iii) imbalance nutrition less than body requirement related to restriction in food intake as manifested by fatigue, weakness and lethargic. iv) Sleeping pattern disturbance related to pain bleeding as manifested by drowsiness, lethargic, irritated, etc. v) Risk for infection related to birth process maintaining poor hygiene as manifested by patient’s verbal complain, irritable discomfort. Goal: i) Monitoring for hypotension bleeding. ii) Minimize the pain. iii) Improve nutritional status. iv) Improve sleep pattern. v) Reduce the risk for infection. Intervention: âž ¢ For 1st diagnosis: i) Monitor vital signs every 4 hours during the first 24 hours. ii) Assess vaginal discharge for clots and amount. iii) Maintained IV line as ordered by the doctor. âž ¢ For 2nd diagnosis: i) Assess pain level, location, duration and type also. ii) Provide comfortable position (i.e. supine position) iii) Administered medicine as prescribed by the doctor. âž ¢ For 3rd diagnosis: i) Assess the nutritional status of the patient. ii) Patient is advised to take liquid diet from 3rd day solid from 4th day. iii) Weight in monitored daily. âž ¢ For 4th diagnosis: i) Sleep pattern is assessed. ii) Provide a neat and tidy bed to the patient. iii) Unnecessary procedures avoided during sleeping period. iv) Patient is advised to discourage day time sleeping. âž ¢ For 5th diagnosis: i) Assessed the level of infection, burning sensation and frequency of urination. ii) Washing hands wearing gloves can reduce the risk for infection before doing any procedure. iii) Advised the patient to maintain the personal hygiene and also should teach how to take care of perineal area. Evaluation: i) Bleeding is reduced than before. ii) Patients pain level might be minimized. iii) Nutritional status of the patient is improved. iv) Patients sleep pattern is improved. v) Infection is controlled. Conclusion: Post Partum hemorrhage continued to be a leading cause of maternal morbidity mortality. In this patient despite identification and attempt at correction of an identified clotting disorder, major obstetric hemorrhage was not avoided. However, these factors may be unavoidable and early surgical intervention as per local protocol is recommended to minimize maternal morbidity. After studying presenting the seminar on the topic of PPH, I got a thorough idea about this disease and I am thankful to ma’am for giving me opportunity of presenting this topic. I think I can be able to import some amount of knowledge to the group I will be able to provide proper care to such patient if I got in future. Bibliography: 1. C.D. Dutta â€Å"text book of obstetrics† 7th edition, new central book agency, page no- 410-418 2. Annamma Jacob â€Å"A comprehensive textbook of midwifery Gynecological Nursing†, 3rd edition, Joypee brothers medical publishers (p) Ltd. 3. â€Å"Myhes Tex book for midwives†, edited by V. Rith Bennett Linda K. Brown, 12th edition. Page No- 462-470 4. Dr. Parulekar Shashank V., â€Å"Text book for midwives†, 2nd edition, voramidical publication. Page No- 351-356. 5. B. Basavanthappa T. â€Å"Essentials of midwifery obstetrical Nursing†, 1st edition, Jaypee Brothers medical publishers. Page No- 544-555. 6. w.w.w.urmc.rochester.eduURMCHealth Encyclopedia âž ¢ w.w.w.birth.com.auLabour Birth. âž ¢ w.w.w.rcog.org.ukHomewomen’shealth idelinessearch for a guideline. âž ¢ Bmb.oxford journals.org/..205full. âž ¢ w.w.w.ncbi.nlm.nih.gov journal listcases J/V.J;2008

Human resource policies

Human resource policies Part A: Formal Human Resource Policies Introduction Human Resource (HR) policies can be defined as â€Å"continuing guidelines on the approach the organization intends to adopt in managing its people† (Armstrong, 2007). They are formal rules adopted by a business that define how to employ, train, assess, and reward the personnel, forming the philosophies of the organization, which lead to the principles which managers are supposed to practise when coping with HR matters. Consequently, HR policies help in the decision-making process concerning staff when HR practices are unfold. Part A of the assignment looks at a HR policies concept that promises to help organizations to manage various situations in working environment. The central statement that this part attempted to discuss and debate is: Literature Review According to Salinas O. in his Article â€Å"Other concepts and tools in Human Resources†Policies of recruitment, implementation, maintenance, development and control of Human Resource are vital for the proper performance of work force in the company. â€Å"In our opinion, the policies set by the company will never be unnecessary, just poorly developed or they have not been designed†. Advantages and Disadvantages of HR Policies The main claim made for HR policies is that when they are well-organized it can eliminate potential misinterpretations between employees and employers defining their rights and obligations within the firm. Ramey Sniffen (1991) claim that â€Å"sound human resource policy is a necessity in the growth of any business or company†. Authors believe that recognition of this necessity usually appears after the increase in time and money wasted on resolving human resource issues. These resources could be well spent on production, marketing, and planning for growth. Effective, consistent, and fair human resource decisions are often made more time consuming by a lack of written, standardized policies and procedures. The advantages of written HR policies may sound obvious, but there are also disadvantages. According to Armstrong (2007), formal policies can be inflexible, constrictive, and platitudinous. Moreover, policies are often expressed in abstract terms that may lead managers to get confused over abstractions. It appeared that even though HR experts tend to believe that written policies are a necessity, employees usually against it as written records may become dangerous and can be used against them in a lawsuit and vice versa, the organisation can become a subject to similar attacks. Organisational Analysis We can notice examples that show us the relationship between cause and effect of the poorly developed policies which further lead to organisational problems and low productivity. This can be reflected in following organisational examples analyzed below, however, some of the organisations mentioned have adopted some HR policies which brought a positive impact on the organisation. CAUSE # 1 →DIFFICULTIES IN PERFOMANCE EVALUATION Employees without self- assessment Effects The companys evaluation is not known by the areas Managers dont discuss the companys evaluation with employees CAUSE # 2 →COMMUNICATION PROBLEMS The company lacks of communication flow Effects Lack training for development of communicative skills Lack of spaces and technology in order to improve the communications transmission CAUSE # 3 →INSUFFICIENT TRAINING Lack of studies according to necessities of training Effects Resistance by employees to have training Few options to training CAUSE # 4 →LOW COMMITMENT TO DO TASKS Low motivation Effects Absolute ignorance of results achieved by the employees Low participation by the employees making decisions CAUSE # 5 →INADEQUATE SYSTEM OF SELECTION Poor pre-contract investigation Effects Deficiencies in the scheme of recruitment Gap in the call phase CAUSE # 6 →POOR STIMULATION SYSTEM Effects Insufficient Stimulation in items such as : salary, promotion, training and bonus Organisational Examples Wright et al. (2003) argues that companies start treating people as a human capital of competitive advantage which can be taken through the HR policies that best leverage of HR practices and its performance. Hilton Internationals UK hotels perceive this idea as being fundamenktally concerned with deployment of a service culture throughout the organization by paying special attention to line manager involvement in human resource practice (Maxwell Watson, 2006). HR policy also designed to address gender issues with emphasis on equal opportunities and efficiency concerns. Not taking these issues seriously usually lead to sexual discriminations particular among woman workforce sector. A study conducted by Standing (2000) describes the lack of reference to gender issues mostly in developing countries. It is exemplified that in Zimbabwe womens formal sector employment is mainly in the service sector and women stand at the lower end of the hierarchy and salary grades. It is also noted that in Uganda, only 3.7% women are employed in professional, technical, clerical and managerial occupations. LG Electronics India had come up with new and improved HR Policy by introducing the Joyful Working 5 (JW5) programme. To accelerate and strengthen the Culture at LGEIL as the survey was conducted within the company, which mainly focused on the monotony employees are facing at work and the boredom they are undergoing. Such policy created the platform for both the employees and employers in better understanding and pleasant work environment which not only helped the company creating the compelling future, but also build the culture of striving for number one position in the industry. (LG, 2009) NHS Direct were planning to redundant some of their employees in the next few months. With the formal company policies in place, the UNISON union committee had fought back with the statement that NHS Direct has breached policy for reasons which include failing to consult with UNISONs collective committee that there were plans to issue advance notice of redundancies. As a result, NHS Directs director of human resources said, If the proposal is accepted, we would, wherever possible, offer staff alternative employment at nearby NHS Direct sites and redundancies would only take effect as a last resort. (TheComet24, 2009) This is a case about Blue Cross Company; according to Larson (2007) Susan Baldwin working for Blue Cross Company claimed she was subjected to various profanities and sexual innuendo from her boss. Blue Cross immediately interviewed Scott Head, the alleged harasser, and three other employees, but no one substantiated Baldwins claims. Rather than terminating or disciplining the supervisor, Blue Cross gave him a warning and offered to hire an industrial psychologist to counsel both him and Baldwin. She refused. When Baldwin refused Blue Crosss subsequent offer to transfer her to another location, she was terminated. Her lawsuit followed quickly. The court found that Blue Cross was not liable for discrimination for terminating Baldwin because, Firing an employee because she will not cooperate with the employers reasonable efforts to resolve her complaints is not discrimination based on sex, even if the complaints are about sexual harassment. The court also found that Blue Cross was not liable for the alleged acts of its supervisor because it exercised reasonable care to promptly correct harassing behaviour as soon as it was reported, and Baldwin unreasonably failed to take advantage of the remedial actions Blue Cross offered. (Larson, 2007) A case about Sharon Coleman a former legal secretary in July 2008, won a legal battle in the European Court of Justice against her employers Attridge Law (now called EBR Attridge LLP), whom she accused of discriminating against her at the workplace and of having forced her into accepting voluntary redundancy. As Coleman had a 4-year-old son who was disabled, born with a medical condition that led to his having difficulties in breathing and hearing. According to Coleman, she was treated differently at work from other employees, who had normal children. By the law of Flexibility in the Workplace Discrimination by Association, Coleman sued the company and won her legal battle.(ICMR, 2008a) Eli Lilly Company (Lilly) worlds leading Pharmaceuticals Company, which claims to have a very good diversity program running at the company and was also widely regarded as a very good employer, faced a federal lawsuit regarding the companys human rights policies and practices. On April 20, 2006, a class action lawsuit was filed with the US District Court, Southern District of Indiana, by four black employees who had worked at Lilly. The lawsuit charged the company with being hostile and biased against them because of their race. Lilly was accused of discriminating against the black employees on the basis of race and denying them fair wages, promotions, performance evaluations and discipline. In terms of renovation, reinvention, transformation or redesign, General Electric, has done emphasis in having a good working relationship and keep the best atmosphere for their employees. According to Immelt J, people are the most important value in General Electric. Therefore, the ability to recruit the best people in the world is a competitive advantage without comparison. A strategic point into the management of RH is the communication chain, at the same time; the leaders must be able to represent employers and employees. Clear HR policies are essential so employees could understand their company and gain a sense of belonging. Harley Davison which has a human resources system based on formal training and learning management. The result of this is that their employees share a positive attitude that is associated with the development and competitiveness of this Company. Harley Davison institutionalises its commitment to learning and created the University of Harley with the aim if developing leaders, translating values into action with an emotional performance in which the value attached to learning applies and, the evaluation of individual performance shapes a new organization in which the learning is shared and it is the ingredient that binds employees. For the Swede Ingvar Kamprad founder of IKEA company, who started his idea in 1943, thinking in the basic necessities of the common people and nowadays his company has branch on 36 countries of Europe, Asia, North America and Oceania with more than 200 stores, the protection and careful of his employees, is and will be one of the most important policy, doing of them, a company with high social responsibility. Currently IKEA has more than 105.000 employees, for this reason their greatest concern for them is give to their employees a good balance between work and personal life, therefore, they have kept flexibility in their task and activities, suitable schedules, plans of professional development, support in different studies as college or universities and medical coverage; consequently of their policies in RH and programs for employees, IKEA has received several awards. WALMART, company which is into top 5 of the greatest companies in the world. It success is based mainly in â€Å"customers and employees†, In fact the policies created around the employees was essential in his goals, Sam Walson founder, offered their employees, benefits and gaining, in order to, they were part of the excellent results. In other words, Sam Walson wanted his employees were members, encouraging from cashiers to managers to think how owners, idea very successful, likewise, for him, was fundamental to have employees with new ideas, clear thoughts and positive mind without bad habits from their previous jobs. Nestlà © was a result of the merger in 1905 of the Anglo-Swiss Condensed Milk, founded in 1866, with (Farine Lactea) Nestlà © SA., Founded in 1867 by Henri Nestlà ©, who invented a product that continues to save the lives of children and newborn infant formula for babies whose mothers cannot breastfeed. its success is the sum of a long and distinguished history, part of its success is based on the thought that their partners should achieve a good balance between their careers and their privacy. Not only because it reinforces the loyalty, satisfaction and it improves productivity, also it has a positive impact on the reputation of the Company and to attract and motivate employees. According to the list of Best Workplaces 2007, Microsoft has been designated as the company with better working environment, the study include: credibility, respect, fairness, pride and camaraderie. According to it, the Microsoft executives are fulfilling their promises in creating career and training opportunities and properly assigning functions (promotions to worthy people), the company involves employees in decision-making takes into account their suggestions, recognizes his work and allows flexibility. Employee networks are a key element of American Express success in supporting diversity in the workplace. Currently, American Express has 10 networks open to all employees organized around topics of interest to African-American, Asian, Christian, Gay Lesbian, Hispanic, Jewish, and Native American employees, as well as for People over 40, People with Disabilities and Women. These networks provide support to American Express business objectives, including enhancing marketing efforts in targeted communities, supporting employee recruitment and retention initiatives, and participating in outreach and volunteer programs. These networks have also been instrumental in helping to introduce new policies and benefits to employees. For example, GLOBE, the companys gay and lesbian network, was instrumental in having domestic partner benefits introduced back in 1997. And WIN, the womens network, worked with management to introduce a customized companywide alternative work arrangements policy as well as a free backup childcare centers in several locations throughout the United States. A mishandling on the resources human policies, can lead to failure. Such as is the case of ENRON one of the seven biggest companies in United States, the problem was focused in a poor policy of recruitment and selection, due to, they chosen people with high qualification, but they were not suitable for the position, besides people hired by just friendship, taking wrong decisions in critical situations. Is the case of Cindy Olson who was HR Vice-President of ENRON. She did not have enough knowledge about United States laws regarding to employee benefits, giving wrong advices of investment over stock-options. The previous point represents a serious violation to the financial legislation in the United State of America. Conclusions Looking at the evidence provided, it seems that production and maintenance of formal HR policies record are applied in ways that assures that personnel management policies are in use. Companies typically have to make revisions to established HR policies on a regular basis otherwise there is a danger of those policies to become outdated as the company grows and as the regulatory and business environments in which it operates evolve. On the other side, Policies can be made today and changed tomorrow who can stop the management from doing that? Most research on human resource (HR) policies in the workplace suggests that formal policies can contribute to variation in discrimination by altering employers behaviours. We consider an alternative manner by which HR policies influence formal discrimination complaints. HR policies, especially those targeting employees, can raise employees rights awareness and encourage them to seek remedies for discrimination at work. PART B: BOYCOTTS, LOCKOUTS AND STRIKES Chapter 1. Introduction Industrial actions typically take place when a disagreement between the trade union and the management team of a business is not resolved through negotiation. The main forms of industrial action are: Strikes (workers refuse to work for the employer) and Lockouts (a work stoppage where the employer stops workers from working). These sorts of actions should be avoided because they are expensive for businesses and countries; actions must be taken by HR management and trade unions in order to solve the disputes at work, they have mechanisms such as: Mediation (A mediator, an impartial expert talks to both parties and gets a solution both can accept); Conciliation (Though similar to mediation but used to resolve legal dispute instead of general problems inside the company); Arbitration (An impartial person known as an arbitrator, decides between two claims).The last resource affirms by NI Direct, UK to solve a work problem is going to an Industrial Tribunal or a court Literature Review Not until the 1960s, Leopold, Harris, Watson (2005) claimed, â€Å"There was little in the way of legal intervention in the relationship between employer and employee. A growing concern about the impact of the countrys high level of industrial stoppages on the UKs economic performance led to the setting up of the Donovan Commission to investigate the countrys industrial relations problems. While the Commissions report (Donovan, 1968) supported the continuance of the voluntary system of bargaining it recommended reform based on ‘properly conducted, collective bargaining with a greater formalization of the process at company level which was to include the professionalization of personnel specialists. Certain individuals/organisations operate with a view of management and work organisations which academics often characterize as processual an approach which they contrast with a systems one (Watson, 2002). They see management as a process in which managers are ‘all the time negotiating and renegotiating compromises and achieving work agreements, rather than a ‘matter of resigning systems which sort everything out. They operate within a pluralist perspective: This always taking into account the fact that there is a plurality of interests, goals, wants and priorities among the variety of people involved in any given organisation. Other organisations see management and employment relations from Unitary Perspective: This assumes the predominance of common interests and shared priorities across the organisation†. Pages 412-414 Boycott Burnett (1891) defined boycott as â€Å"a means of moral offence used by individuals against each other, or by sections of a community against other sections or individuals differing from them on some matter of action or opinion. The industrial boycott almost invariably but not always or necessarily, is a phase of strike or lock-out, but it sometimes exists apart from either. It is generally used against an employer who refuses to concede the demands of his workpeople or of trade union, but it sometimes applied by one organisation of workmen against another. It may accompany or supplement and follow, an unsuccessful strike, or it may be wielded against an employer having no dispute with his employee, simply because they do not belong to a trade union†. Pages 163-173 Lock-Out According to DEWR, Australian Government, â€Å"Lockout is a weapon of an employer to thwart or enforce such change by preventing employees from working. Another measure is work to rule, when production is virtually brought to a halt by the strict following of union rules. This will depend on whether the lockout is â€Å"protected† (ie. lawful) or â€Å"unprotected† (ie. unlawful). Lockouts are protected if: They occur during a properly notified bargaining period There is a genuine attempt to reach agreement before the industrial action is taken; Employer gives at least three working days written notice to each party with whom they are negotiating (unless the lockout is a response to protected industrial action by employees). Guests (1995) fourfold classification of options for managing the employment relationship HRM PRIORITY High HRM PRIORITY Low IR PRIORITY High New Realism High emphasis on HRM ER Traditional Collectivism Priority to IR without HRM IR PRIORITY Low Individualised HRM High priority to HRM No IR The Black Hole No HRM No IR Guest identifies that there are a number of policy options that need to be considered when developing an employment relations strategy. He describes four options: The new realism a high emphasis on human resource management and industrial relations. The aim is to integrate human resource management and industrial relations. This is the policy of such organisation as Nissan and Toshiba. New collaborative arrangements in the shape of single-table bargaining are usually the result of employer initiatives, but both employers and unions are often satisfied with them. They have facilitated greater flexibility, more multiskilling, the removal of demarcations and improvements in quality. They can also extend consultation processes and accelerate moves towards single status. Traditional collectivism priority to industrial relations without human resource management. This involves retaining the traditional pluralist industrial relations arrangements within an eventually unchanged industrial relations system. Management may take the view in these circumstances that it is easier to continue to operate within a union, since it provides a useful, well-established channel for communication and for the handling of grievance, discipline and safety issues. Individualised human resource management high priority to human resource management with no industrial relations. According to Guest, this approach is not very common, except in North American owned firms. It is, he believes, essentially piecemeal and opportunist. The black hole no industrial relations. This option is becoming more prevalent in organisations in which human resource management is not a policy priority for management and where they do not see that there is a compelling reason to operate within a traditional industrial relations system. When such organisations are facing a decision on whether or not to recognise a union, they are increasingly deciding not to do so. THEORETICAL RECOMMENDATIONS FOR MANAGING UNION RELATIONS In general terms, various organisations/management employ different ways in resolving or managing conflicts with employees or trade unions. Leopold, Harris and Watson (2005) outlined the TraditionalStrategic Human Resourcing theory in managing Union Relations. Traditional Strategic Human Resourcing Options in Management-Union Relations One of the major ways in which employing organisations can manage conflicts and handle many of the potential differences that can arise between employer and employee has been through institutionalised arrangements of collective bargaining and Consultation with the Trade Unions. A key human resourcing strategic decision for the managers of any organisation is whether or not they are going to recognize, pr continue to recognize trade union(s) as a legitimate vehicle for the expression of employee interests Unions win the vast majority of pre-strike ballots, but in most cases, strikes do not occur because further negotiations to reach a final settlement occur (Labour Research Department, 1993). Thus Blyton and Turnbull (1998:301) conclude that strikes may be viewed as a sign of union weakness, not of strength, because a strong union is able to achieve a negotiated settlement through the threat of strike action backed by membership support in a ballot rather than actually conducting a strike. Union Recognition Although employers may be faced with demands for union recognition, the process of reaching agreement with the union (s) is likely to lead to a classification and codification of a number of key issues. Negotiations over recognition are also likely to confront a key issue. In the 1990s, there was a move towards the establishment of single-table bargaining where all the recognized unions in an organisation negotiated common pay and conditions agreements together rather than a series of separate agreements (Gall, 1994) The final area of decision-making in a recognition agreement is over which issues are to be part of the substantive agreements, that is, which areas of decision-making are to be subject to joint decision-making. These are likely to include basic pay and conditions of employment such as hours of work and pensions. Finally, a recognition agreement would also contain provisions for the resolution of disputes though conciliation or arbitration. Clauses would probably exclude the use of strikes or lockouts until these procedures had been exhausted, thus providing one of the key benefits to management of formal recognition The avoidance of informal or wild cat strikes while disputes are considered through the formal procedures. Substitution Strategic option Beaumont (1987) distinguishes between union substitution and union avoidance as approaches to staying or becoming non-union. In considering union substitution approaches, it might be useful to consider what unions have to offer employees and relate this to the chain of thought that employees might go through in deciding to join or not. The implication is that if management can intervene to influence any of these decisions then the outcome maybe that employees do not perceive any need to join a union as they do not believe that it would be able to improve the terms and conditions of employment or the nature of the employment relationship. Employers could seek to provide alternative channels ‘employee voice through such devices as open-door policies, employee-based works councils and individual-based employee participation mechanisms so that again employees do not feel that union channels of representation would significantly improve their situation at work. Many alternative providers of membership services exist through other membership and commercial organisations so that this is not likely to be the prime route into union membership for non-members (Whitston and Waddington, 1994; Waddington 2003). The essence of Beaumonts argument is therefore that employers can seek to introduce policies and practices that substitute for those which might follow from union membership and recognition. The Human Resource Management Approach to Employment Relations The human resource management approach to employment relations involves coordinating (or bundling) strategies to promote the psychological contract, improve involvement and communication. Armstrong (1999) suggests the following model for employment relations: a drive for commitment winning the hearts and minds of employees to get them to identify with the organisation, to exert themselves more on its behalf and to remain with the organisation, thus ensuring a return on their training and development; an emphasis on mutuality getting the message across that we are all in this together and that the interests of management and employees coincide (i.e. a unitarist approach); the organisation of complementary forms of communication, such as team briefing, alongside traditional collective bargaining i.e. approaching employees directly as individuals or in groups rather than through their representatives; a shift from collective bargaining to individual contracts; the use of employee involvement techniques such as quality circles or improvement groups; continuous pressure on quality total quality management; increased flexibility in working arrangements, including multi-skilling, to provide for the more effective use of human resources, sometimes accompanied by an agreement to provide secure employment for the core workers harmonisation of terms and conditions for all employees; and emphasis on teamwork. Organisational Examples Article written by Cary (2007) explains that Sears Holdings Corporation Canada and U.S October 1,2007 locked out 70 appliance repair technicians in Metro Vancouver, Canada. Sears said ‘the technicians could return to work under imposed terms that do not include any scheduled wage increases for four years. Sears scheduled work weeks without two consecutive days off, eliminated certain overtime premiums, and remove a pre-existing paid holiday. Sears also said ‘technicians returning to work would not pay union dues, almost four months the lockout continues. The lockout technicians are asking North American workers to boycott sears stores in order to get sears back to bargaining. Joe (2009) reports that, there is a chronic shortage of primary and secondary school places in Lewisham. The council of Lewisham proposes to demolish the school, currently for ages 3-

My Philosophy of Education Essays -- Education Reflective Writing Teac

Philosophy of Education Education provides people with the understanding and basis of life. It enables us to explore the world. Teachers are important in a child’s life because children are dependent for guidance, love and knowledge. It is up to us to provide these guidelines to the younger generations. As an educator, I am anxious to guide the pursuit of one’s goals and acquisition of knowledge. I believe in emphasizing the importance and value of an education that should carry beyond their high school years. I not only plan to teach the basic skills, but also provide students with knowledge of the world they will face outside the classroom. I lean towards the philosophy of progressivism. It enables students to relate decision making, creative thinking, and projects to their studies. Children will think that material at school is genuine if they can connect it to real life. Kids need to be engaged in higher level thinking skills. Therefore, I am a strong proponent of cooperative groups and active learning. Progressivism not only focuses of children’s academic needs but also their interests. I am a reflective teacher meaning that I take every characteristic of the class and students and plan around it. I love active learning which place children in an atmosphere where they feel safe and can participate in fun, learning activities. Children can learn from each other which also creates a positive, relaxing learning environment. If you walked into my classroom, you would very seldom see kids sitting at their desks in complete silence. It is all about maintaining control. I am not an essentialist. I understand that students need to take standardized tests, but i... ... Education reform is necessary for effective teachers and schools. The world is changing, curriculum changes and teaching strategies changes. I will not get set in one teaching style and refuse to change. I will be up for any type of constructive criticism and suggestions. All children are different and therefore every class will be different. Effective teachers can not teach the same way each year. I hope to further my education by going to graduate school. I would like to earn a master’s degree in Reading. After I get positioned in a school, I would like to become nationally certified. I also want to subscribe to journal magazines such as The Reading Teacher or organizations such as Reading Association. In accomplishing these goals, it will further my knowledge in which I can pass down to my students as well as doing it for myself. My Philosophy of Education Essays -- Education Reflective Writing Teac Philosophy of Education Education provides people with the understanding and basis of life. It enables us to explore the world. Teachers are important in a child’s life because children are dependent for guidance, love and knowledge. It is up to us to provide these guidelines to the younger generations. As an educator, I am anxious to guide the pursuit of one’s goals and acquisition of knowledge. I believe in emphasizing the importance and value of an education that should carry beyond their high school years. I not only plan to teach the basic skills, but also provide students with knowledge of the world they will face outside the classroom. I lean towards the philosophy of progressivism. It enables students to relate decision making, creative thinking, and projects to their studies. Children will think that material at school is genuine if they can connect it to real life. Kids need to be engaged in higher level thinking skills. Therefore, I am a strong proponent of cooperative groups and active learning. Progressivism not only focuses of children’s academic needs but also their interests. I am a reflective teacher meaning that I take every characteristic of the class and students and plan around it. I love active learning which place children in an atmosphere where they feel safe and can participate in fun, learning activities. Children can learn from each other which also creates a positive, relaxing learning environment. If you walked into my classroom, you would very seldom see kids sitting at their desks in complete silence. It is all about maintaining control. I am not an essentialist. I understand that students need to take standardized tests, but i... ... Education reform is necessary for effective teachers and schools. The world is changing, curriculum changes and teaching strategies changes. I will not get set in one teaching style and refuse to change. I will be up for any type of constructive criticism and suggestions. All children are different and therefore every class will be different. Effective teachers can not teach the same way each year. I hope to further my education by going to graduate school. I would like to earn a master’s degree in Reading. After I get positioned in a school, I would like to become nationally certified. I also want to subscribe to journal magazines such as The Reading Teacher or organizations such as Reading Association. In accomplishing these goals, it will further my knowledge in which I can pass down to my students as well as doing it for myself.

Comparing the Blues and Jean Toomers Cane :: comparison compare contrast essays

Comparing the Blues and Jean Toomer's Cane "The difference between the possibility of Black life and the Reality of Black Life is the Blues" (McKeever 196) Debate centers around the structure of Jean Toomer's introspective work Cane. Whether viewed as a novel or a collection of short stories and poems, the impressions are poignant and compelling. They are full of passion and depict a writer casting a critical eye towards himself and his surroundings. The work is often read as a "portrait of the artist as a young man" more specifically a black man making his way in the South. As such, Cane is suffused with quest imagery and on a number of levels the work functions as a young man's introspective search for himself, his race and his place within both. On the surface a discussion of the "blues" may seem a bit high-minded. How seriously can one take works entitled "Aggravatin Papa," "Need a Little Sugar in my Bowl," "Gimme a Pigfoot and a Bottle of Beer, "when placed next to a work of such literary boldness as Cane; a work that William Braithwhite gushingly refers to as "a book of gold and bronze, of dusk and flame, of ecstasy and pain, and Jean Toomer is a bright morning star of a new day of the race in literature" (Baker 16). A closer examination of both forms reveal startling similarities in theme, structure and content and that most important attribute - spirit.

LGUs Warned For Late Class Suspension Announcement Essay

MANILA, Philippines — Malacaà ±ang told local government units (LGUs) that the late announcement of class suspension in some areas on Tuesday should be the last time it should happen, reminding LGUs of their responsibility to announce class suspension as early as possible. Deputy presidential spokesperson Abigail Valte also asked the public to be more patient with LGUs because of the new system that transferred to the LGUs the responsibility of ordering the suspension of classes which was previously the function of the Department of Education (DepEd)â€Å"We are giving them a little more time to cope with the new system and we hope that this will be the last time,† Valte said. She said it would be up to the Department of Interior and Local Government (DILG) to impose sanctions on LGUs that failed to announce class suspension on time during inclement weather. According to Valte, local governments should make the announcement as early as 4:30 a.m. â€Å"We will be asking for a little bit of your patience because it is a new system and our LGUs would also need to get used to that system, but again we would like to remind them as well as a reminder from the DILG that the responsibility of suspending classes in your locality is now with your local chief executives,† she said. Valte said the responsibility of announcing class suspension was given to the local governments because the DepEd, which used to announce the suspension of classes, also gets information from LGUs whether or not to have class suspension in their respective areas. Valte said they had noticed the numerous complaints aired by the public in various media outfits on the late class suspension yesterday. She said DILG Secretary Jesse Robredo has vowed to remind LGUs of the new protocol.Valte said President Aquino is continuing to monitor the weather and flood situation, particularly in Metro Manila and nearby areas. Classes were suspended in most parts of the metropolis yesterday due to heavy rains which caused flooding in major thoroughfares. Valte, however, said there was no suspension of work in government offices. Based on the DepEd Order, Signal No. 1 will permit the suspension of classes in public and private pre-school and kindergarten classes in the affected areas while Signal No. 2 allows for the suspension of elementary and secondary classes. At Signal No. 3, classes in all levels are cancelled. LGU officials are supposed to announce cancellation of classes not later than 4:30 a.m. for whole-day cancellation and 11 a.m. for afternoon class suspension. Meanwhile, two dams in Luzon reached their critical water level due to continuous intense rains over the watershed areas yesterday, the state weather bureau said. Philippine Atmospheric, Geophysical and Astronomical Services Administration (PAGASA) hydrologist Max Peralta said one spillway gate of Ipo Dam in Norzagaray, Bulacan had been releasing excess water since yesterday morning. As of 11 a.m. yesterday, Ipo Dam’s level reached 100.75 meters, or 0.11 meters lower than its spilling level of 100.86 meters. â€Å"Before 10 a.m., two gates were opened. Only one gate remains opened due to less rains over the area,† Peralta said â€Å"Water released from the Ipo dam is at 48 cubic meters per second. This is quite minimal and may not flood the downstream communities near the Angat River,† he explained. Likewise, water level in La Mesa Dam in Quezon City remained critical at 79.52 meters, as of 11 a.m. yesterday. This was 0.63 meters short of the 80.15-meter spilling level Dam authorities have already issued a red alert for possible flash floods among communities near the Tullahan River. Communities that may likely be affected by flooding are Fairview, Forest Hills, Quirino Highway, Papri, Goodwill, Sta. Quiteria, and San Bartolome in Quezon City, Barangay Ligon along North Luzon Expressway in Valenzuela and Malabon.â€Å"We have recorded continuous rains over the watershed area until Tuesday noon. From 12 noon last Monday to 12 noon on Tuesday, 108 mm rains have been recorded, which is considered intense rains,† Peralta said. Meanwhile in Malolos, Bulacan, Liz Mungcal, Provincial Disaster Risk Reduction Management Office (PDRRMO) chief, reported to Bulacan Governor Wilhelmino M. Sy-Alvarado, that at around 7 a.m. yesterday, the Ipo dam began releasing water at 109 cms per second. Mungcal said as a result the Bustos Dam released 120 cms at around 9 am. Also yesterday, adding that this amount of water released was safe and tolerable and would not be felt by the community. PAGASA-Weather Branch assistant chief Rene Patient said light to moderate rains will continue to affect Western Luzon today, Wednesday. â€Å"Rains will be scattered and light to moderate as the low pressure area (LPA) continues to move away from the country. Improving weather condition can be expected this Wednesday but Bataan, Zambales, Cavite, Mindoro, Batangas, and Metro Manila will still experience scattered rains,† Paciente explained. â€Å"We have experienced moderate to heavy rains early morning on Tuesday until the afternoon, but we can expect that light to moderate rains will prevail on Tuesday evening. Rains will continue to subside until Wednesday,† he added. The LPA was estimated based on satellite and surface data at 60 km northwest of Ambulong, Batangas or 50 km west-southwest of Manila yesterday morning.Paciente pointed out that the heavy rains were caused by the LPA, â€Å"packing more rains than winds. â€Å"Because it does not have enough wind to enhance the southwest monsoon, it was just the LPA that brought rains over Luzon,† he pointed out. He cited that from 8 a.m. to 11 a.m. yesterday, rain monitoring stations recorded the highest rainfall in Infanta, Quezon at 48 mm, followed by San Jose, Mindoro (42 mm), Casiguran, Aurora (39 mm), Tanay, Rizal (25 mm), Science Garden in Quezon City (21 mm), and Baler, Aurora (20 mm).He said rains measuring 7.5 mm or above is considered heavy rains. A yellow warning signal was issued in Metro Manila on Tuesday that alerts authorities and residents of continuous light rains. The Quezon City government also suspended classes in the afternoon in the grade school and high school levels of both private and public schools. Greg Banacia, chief of the city’s Public Affairs and Information Service Office (Paiso), said that the city government has coordinated closely with the Division of City Schools and the 142 barangay disaster risk reduction coordination committee in recommending the suspension of classes throughout the city. However, some parents raised howls of protest, complaining that the city government and the barangay officials should have made the announcement much earlier. With the announcement being issued in the afternoon, the parents said their children would now have to wade on flooded streets and faced the risk of being afflicted with flu and similar diseases. â€Å"The rains were strong from 12 a.m. to 8 a.m. Classes should have been suspended the whole day. Now our children are soaking wet and may get sick,’’ one of the parents complained. Another parent who was passing by Quirino Elementary School in the city’s third district said she decided to let her four schoolchildren go home because of the strong rains and flooded streets. â€Å"I do not want to take the risk what with all the news of live electric wires falling onto innocent passers-by and having them electrocuted. I do not want that to happen to my children,’’ the parent said. Yesterday’s heavy rains also forced the cancellation of six domestic’s flight. The Media Affairs Division (MAD) of the Ninoy Aquino International Airport recorded three turn-around flight services out of Manila because of the weather disturbance, as of 12 noon yesterday; the MAD had recorded flight cancellations between Manila and Naga City as well as Mani la and Busuanga in Palawan. The management of Cebu Pacific cancelled a turn-around flight between Manila and Naga and a flight between Manila and Busuanga. At the same time, Air Philippines also cancelled a turn-around flight between Manila and Naga, with both airline companies citing bad weather as the cause of the cancellations. Meanwhile, the Department of Health (DoH) warned against the possible upsurge of leptospirosis as floods inundated parts of Metro Manila yesterday. Leptospirosis is an illness brought about by animal urine that enters the body through the eyes, nose, mouth and open wounds. Leptospirosis is characterized by flu, headache, red eyes, jaundice, and difficulty in urinating that may lead to acute kidney failure. Dialysis is usually given to those who are suffering from acute kidney failure. â€Å"Those who were exposed to contaminated flood waters get sick of leptospirosis one to two weeks later,† DoH Assistant Secretary Dr. Eric Tayag said. â€Å"Leptospirosis outbreaks after floods occur within a month and may continue for several months,† he added. According to the Disease Surveillance Report of the DoH, leptospirosis cases from January 1 to May 26 reached 1,728 which are 211.35 percent higher than cases recorded in the same period last year, 555. Cases were highest in Northern Mindanao and Western Visayas. There were 75deaths reported within the said period. â€Å"Ages of cases ranged from less than two months to 93 years old. Majority of the cases reported were males. Most of the cases belonged to the 21 to 30 years age group,† The surveillance said. â€Å"Leptospirosis has low case fatality rate. However, it changes with advancing age and may reach 20 percent more in patients with jaundice (yellowing of the skin) and kidney damage who have not been treated with renal dialysis,† the report added. Leptospirosis without complications can be treated with antibiotics for a week. Afternoon classes yesterday in Marikina City, Pasig City, Pateros and Taguig City, in both public and private elementary and high schools, have been suspended by local officials due to the continuous rains. In Marikina City, Paul Sison, chief of the city’s Public Information Office (PIO), said Mayor Del De Guzman ordered the suspension of afternoon classes in both public and private schools in pre-school, elementary and high schools in Marikina City, due to the prevailing bad weather. However, the suspension of classes in the college level was left by the local city government to the discretion of school officials. According to the PIO, there are a total of 17 public elementary schools 14 public high schools in the city. Private elementary schools numbered 50 while there are 29 private high schools in the city. The local city government added that despite the continuous rains, the water level at the Marikina River as of 9:15 a.m. Tuesday remained normal. According to the PIO, the water level at the river was 13.9 meters above sea level based on the data gathered from the alarm gauge located at Barangay Sto. Nià ±o. Meanwhile in Pasig City, classes in both elementary and high school levels were also suspended by the local city government due to rains. In Pateros and Taguig City, the schools division superintendent of public schools in both areas also declared the suspension of classes in both public elementary and high schools for the afternoon shift. Acting Malabon Mayor Antolin Oreta declared the suspension of afternoon classes in most areas brought by flooding that submerged all low-lying areas of the city yesterday. Oreta announced the suspension of classes in 16 elementary schools and two high schools in at least 14 barangays at 10 a.m. He likewise directed the local Disaster Risk and Reduction Unit to prepare for possible evacuation of families living along danger zones such as in West Riverside, Tullahan River, and Dona Juana Riverside all in Barangay Potrero.In Rizal province, the rains prompted local officials to suspend classes in schools in their respective localities yesterday. In Cainta, Mayor Ramon Ilagan ordered the suspension of afternoon classes from preparatory to high school levels for both public and private schools yesterday. The ACEM Montessori School located at Karangalan Village in Cainta suspended classes ahead of the local government’s announcement since the streets outside the school are flood-prone during heavy downpour. In Antipolo City, Mayor Danilo Leyble ordered the suspension of classes from preparatory up to high school, both private and public before noon yesterday due to heavy rains.Reli Bernardo, information officer of the Rizal provincial government, said flood-prone localities have been monitored for possible evacuation or assistance by the Provincial Disaster Risk Reduction Management Council upon the directive of Rizal Governor Casimiro â€Å"Jun† Ynares, III. The local disaster management teams of the respective localities have yet to receive reports of untoward incidents as a result of the heavy rains. Meanwhile, heavy rains that spawned floods in Metro Manila forced the Supreme Court (SC) yesterday to suspend work in all trial courts, the Court of Appeals, the Sandiganbayan and the Court of Tax Appeals starting at 1 p.mCourt Administrator Jose Midas P. Marquez said the suspension of work was based on a directive issued by Acting Chief Justice Antonio T. Carpio. The SC suspended its work starting at 3 p.m. According to Marquez, a 2010 administrative order issued by the SC â€Å"grants executive judges of trial courts outside Metro Manila to suspend work for their employees in the absence of an announcement from the national or local government and under certain circumstances so long as it is in line with existing rules and procedure. â€Å"He said judges have been instructed to report to the SC immediately any damage that may be wrought by the bad weather on court offices, equipment and records, and injuries that may be incurred by court officials and employees. The Senate was also forced to suspend work due to the heavy rains yesterday. Senate President Juan Ponce Enrile issued the order allowing employees of the upper chamber to go home early so as to avoid being trapped by floods that inundated most parts of the metropolis. Though there were no scheduled public committee hearings, Enrile advised those with transactions at the Senate to postpone their plans. The Senate also closed public assistance center yesterday. Last year, the Senate was also forced to temporarily stop work due to typhoon Pedring. —with reports from Ellalyn B. De Vera, Freddie C. Velez, Chito A. Chavez, Jenny F. Manongdo, Francis T. Wakefield, Ed Mahilum, Anjo Perez, Rey G. Panaligan, Hannah L. Torregoza, and Nel B. Andrade URL: http://www.mb.com.ph/articles/364509/lgus-warned-for-late-class-suspension-announcement#.URubrWphJpx