Rankin And Richard Avedon Comparison

Rankin And Richard Avedon Comparison Richard Avedon and John Rankin Waddell (more commonly known as Rankin) have many similarities in their work and have also done many of the same things during their careers; this is not to say that there are no differences though. During this essay I am going to try to compare and contrast both the photographic work and the careers of two photographers. To do this I have researched both photographers, I have researched their lives and careers and also their images. I have looked at similarities and differences in the photographers work, in style, composition, elements and equipment. For my research I have used a mixture of books and the internet (using websites, online interviews, biographies and news articles) which are all secondary sources of information. A brief background of the chosen photographers Avedon was born in New York City, America in 1923. In 1942 after a short time at University Avedon dropped out to join the U.S Merchant Marine to study photography, he left in 1944 and began working as a professional photographer in a department store. Within a year Avedon had been spotted by an art director and was working as a staff photographer for Harper ¿Ã‚ ½s bazaar magazine. This was the start of a very busy and fulfilled photography career for Avedon which went on until his death in 2004 at the age of 81. Rankin was born in 1966 in Paisley, Scotland but was brought up in Hertfordshire, England. After being expelled from school Rankin tried studying Accountancy for a short while, realising this is not what he wanted to do he went on to study photography at London College of Printing. In 1991 he left college to go on and form Dazed Confused magazine with his friend Jefferson Hack. This was the beginning of Rankins career. Fashion Avedon always had an interest in Fashion and this was no surprise given that his Father owned a department store in Manhattan and he regularly had magazines such as Harpers Bazaar, Vogue and Vanity Fair delivered to their family home. Reading through magazines such as these gave Avedon the desire to try to recreate these images which were taken by photographers such as Steichen, Man Ray and Munkasci. Avedon started producing his own photos by the use of a Kodak Box Brownie camera and using his younger sister as a model. When Avedon became a professional fashion photographer, fashion models were not public celebrities, their work had no prestige, and their names were not generally known (Avedon and Hollander: 2005 : p238) This is a big difference between Avedon and Rankin. When shooting fashion it has always been common for Rankin to use famous models, this is not only due to choice but also due to a change in times. Fashion photography in the 1940s, when Avedon started out his photography career was different in many more ways than the fame or popularity of the models. Avedon created a name for himself within the industry by injecting life and colour into fashion photography that hadnt really been done before. His portraits contained smiles, laughter and action which completely went against the norm in photography for this period. This is something that obviously influenced Rankin and can still be seen in his work today. Images by both are usually very minimalist and clean looking. The first image is by Avedon and was used by Vogue for the front cover and the second is by Rankin. Portraits Avedon had always had an interest in portraiture and also a unique way of doing it. When taking portraits of people Avedon used to talk about uncomfortable subjects and asked them very probing questions. This caused reactions that gave Avedon a raw view of people that wasn ¿Ã‚ ½t very often caught by others. His style was very detectable from the subject posing in front of a plain white background and looking directly into the camera. All the pictures were very minimalistic and almost clinical looking. In 1985 he held an exhibition called American West; the exhibition consisted of 125 photos that he had taken between 1979 and 1984, he had photographed drifters, miners, cowboys and many other from the western United States. Avedon was attracted to working people and teenagers growing up in the west. This went on to be published as a book and even though it was criticised at the time from people saying it was giving a bad impression of America it is still seen today as a hugely important hallmark of 20th Century portrait photography. Most of Rankins portraits are done with the same look of plain white background and the subject looking squarely into the camera. Rankin also has a way of bring something very personal to his portraits and has a skill of really reflecting the models personality in the image but done in a different way to which Avedon did, usually by applying a quirky prop or pose. Examples of their portraits are below; the first is by Avedon and the second by Rankin. Documentary Avedons portraits from the American West exhibition are of a documentary style, the pictures are documenting the west of the United States the years of 1979 and 1981. Avedon was interested in showing the real people of this area and time, he chose to photograph workers such as oil field workers and miners in their dirty work gear. He also photographed unemployed travellers and teenagers that were growing up here. In 2008 Rankin, with Oxfam, did his own documentary photography exhibition entitled Cheka Kidogo. For this exhibition, travelling to the Democratic Republic of Congo in June 2008, Rankin took photos of people that were now living in refugee camps due to fleeing conflict in area. The exhibition was to show the reality and draw attention back to the forgotten conflict of the country. Rankin then donated all of the profits from his Rankin Live exhibition to Oxfam. Even though there arent many visual similarities between the two sets of photos, there is a big likeness in the reason behind both and what the photographers wanted to show with them. The main reason for both exhibitions is to show the reality of living in a certain place and time and then the life that this then creates for people. Both tried to capture and show the lives of their subjects through the people in their portraits. Erotica Both Avedon and Rankin have shot an Erotica collection. Even though Rankins seems to be a lot more extensive, you can still the similarities and influences from Avedons work. In the pictures below you can see that the similarities are that of composition, colour, contrast and style. On the below image you can see that Rankin has also added his own style to the picture with the way he has lit the shot and the addition of the snake. Avedons image is also very flat compared to Rankins image. The first is by Avedon, 1992, and the second by Rankin, 2007 A large amount of Rankins recent work falls into the Erotica category. He has published a book that is predominantly of this nature featuring Tuuli Shipster, who was previously his muse but is now his wife. The book is a collection of erotic images of her that he has entitled A Photographic Love Letter. Rankin has also published other books that contain more of his erotic images, probably his most famous one being called Cheeky, in 2002 he has released a book called Sofa Sexy which is slightly more adventurous and daring than his other erotica work . Colour Due to the time a lot of Avedons photos are black and white but even as time went on and colour photography became much more desirable and available, Avedon still shot much of his personal work in black and white. This doesnt mean that he never used colour though, quite the opposite, when shooting for fashion magazines during the 60s and 70s Avedon experimented a lot with colour photography. Avedons long relationship with fashion magazine Harpers Bazaar allowed him to try out color as much as or more than any experimental photographer of the period. His palette derived from trendy colors of the time, including hot pink, which helped spread the colours through the clothing and cosmetics industry.(Marien : 2006: p354) Rankin does occasionally produce black and white pictures but as a whole most of his work tends to be in quite vivid colour. Both photographers produced a lot of portraits on white backgrounds. Even though one uses mainly colour photography and the other black and white both generally produce very high contrast, high key pictures. Rankin 7 photographs that changed fashion For a BBC documentary Rankin tried to recreate what he thought were the  ¿Ã‚ ½7 photographs that changed fashion ¿Ã‚ ½. The photos were originally taken by photographers that had influenced and inspired him such as, Herb Ritts, Cecil Beaton, Guy Bourdin, David Bailey, Erwin Blumenfeld, Helmut Newton and Richard Avedon. During the program Rankin ¿Ã‚ ½s goal is to  ¿Ã‚ ½expose the ways in which fashion photography uses fantasy and beauty to communicate something about reality. ¿Ã‚ ½ (http://www.bbc.co.uk/programmes/b00gq75c) For one of the seven photographs Rankin recreated Avedon ¿Ã‚ ½s 1955  ¿Ã‚ ½Dovima With Elephants ¿Ã‚ ½ for this he used model Erin O ¿Ã‚ ½Connor. He said he chose her for her  ¿Ã‚ ½tall frame and demeanour ¿Ã‚ ½; this obviously matched that of model Dovima that Avedon had used for his image. Rankin produced the image in colour unlike Avedon ¿Ã‚ ½s original that was black and white. Even though Rankin produced a very good image I don ¿Ã‚ ½t think he managed to capture the atmosphere that Avedon did in his image. During the BBC documentary Rankin said about Avedon, Classic styling with energy and creative spirit. Daring, stylish and ambitious, his pictures reflected the optimism of 50s America and turned him into the first celebrity fashion photographer. ¿Ã‚ ½ (BBC : 2009 : The seven Photographs That Changed Fashion) Avedon 1955 Rankin 2008 Books and Magazines Both photographers have produced many books of their photography and many of Avedon ¿Ã‚ ½s have been produced after his death: Avedon:  ¿Ã‚ ½ Nothing Personal. Photographs by Richard Avedon and text by James Baldwin 1964  ¿Ã‚ ½ An Autobiography: The Photographs of Richard Avedon 1993  ¿Ã‚ ½ Evidence: 1944-1994 1994  ¿Ã‚ ½ In the American West: Richard Avedon Photographs 1979 1984 1996  ¿Ã‚ ½ The Sixties 1999  ¿Ã‚ ½ Richard Avedon Portraits 2002  ¿Ã‚ ½ Woman in the Mirror: 1945-2004 2005  ¿Ã‚ ½ Richard Avedon: Photographs 1946-2004 2007  ¿Ã‚ ½ Richard Avedon: The Kennedys: Portrait of a Family 2007  ¿Ã‚ ½ Performance 2008  ¿Ã‚ ½ Avedon Fashion 1944-2000 2009 Rankin  ¿Ã‚ ½ Snog 2000  ¿Ã‚ ½ Celebration 2000  ¿Ã‚ ½ Rankinworks 2000  ¿Ã‚ ½ Rankin Male Nudes 2001  ¿Ã‚ ½ Sofasexy turning a cheap sofa into an object of desire 2002  ¿Ã‚ ½ Breeding: a study of sexual ambiguity 2004  ¿Ã‚ ½ Visually Hungry 2007  ¿Ã‚ ½ Beautyfull 2007  ¿Ã‚ ½ Tuulitastic A Photographic Love Letter 2007  ¿Ã‚ ½ Heidilicious 2009  ¿Ã‚ ½ Alex Box 2009  ¿Ã‚ ½ Cheeky 2009 Both photographers were heavily involved in magazines during their careers and both predominantly about fashion, whether it be working for one or publishing their own. At the very beginning of his career Rankin, in 1991, with his friend Jefferson Hack started magazine  ¿Ã‚ ½Dazed and Confused ¿Ã‚ ½ this is still very popular and widely sold throughout the world. This was only the start for Rankin and he has gone on to produce magazines such as,  ¿Ã‚ ½RANK ¿Ã‚ ½,  ¿Ã‚ ½Another Magazine ¿Ã‚ ½ and  ¿Ã‚ ½Another Man ¿Ã‚ ½. Avedon was Art Director for  ¿Ã‚ ½Harper ¿Ã‚ ½s Bazaar ¿Ã‚ ½ at the beginning of his career and also worked for Vogue, Egoiste, The New Yorker and LIFE magazine.

Hr Management

I will look into the current employment legislation that organizations are faced with in regards to recruitment, (HOC) adopts, considering how I can make appropriate recommendations to improve the process as a whole as well as keeping the process compliant with the legislation. Investigate personnel requirements and undertake a Job analysis for an identified post. The importance of recruiting the right caliber of people for an organization is essential for many reasons, decreasing staff turnover, organizational costs, morale in existing workforce and the overall added value to organizational strategy and goals.Whilst I was researching which potential vacancy to use as the basis for completing this assignment, I immediately thought of a vacancy within the HER department that would be described as business critical to the HOC, the position is HER Pensions Administrator. The Requirements of the HER Pensions Administrator The post is the only resource allocated to pensions administration in the HOC, with a responsibility for compliance with legislative requirements, HEMP regulations and for compliance with the requirements of the Pensions Regulator.It is a standalone post, tit day to day responsibility for the administration of the pension agreements for over 1500 members, as well as liaising with the local Government Pension Schemes which we have inherited. They are also responsible for providing first line support to the Secretary of the Trustees, including day to day management of scofflaws, investment arrangements and liaison with the Scheme Actuary and other professional advisors. The peashooter is responsible for processing HOC Scheme joiners and leavers and is first point of contact for scheme members in relation to all ensign enquiries.They are also responsible for ensuring that all Scheme benefits (normal, retirements, Ill health retirements, death in service and other early retirements) are calculated accurately and paid in a timely manner. Taking the fin dings from the Job analysis and the information gathered by the different techniques used, I concluded that the reasons above explain why this specific post is business critical to the organization and that the post holder requires specific technical skills and experience needed to fulfill the entirety of the Job successfully.To investigate exactly what this post entails and to complete my Job analysis, I exercised a few different techniques to obtain the information required; Interview – I set up an informal interview with the post holder to capture a good background of the Jobs expectancies, who the main stakeholders/customers are and how stressful a job it is. This technique was the most helpful when putting together my Job Description and Personal Specification, as I was able to establish the main pinch points, as well as the most important requirements needed for this particular post.Observation – I thought shadowing the post holder would be way of attaining the J ob from a practical aspect. I found this to be an particularly worthwhile technique to gain more information I require for my Job analysis, you really get a feel of the day to day tasks involved, the conversation's you have with customers/stakeholder, the pressures of the Job and how this post fits in with the other departments within the organization.Diaries, Logs and Journals – This post requires an extremely organized proactive person, there are a number of ‘pinch' points that are critical to the post and low chart as an example of the type of tasks involved. (Please refer to Appendix 1). Job Description for HER Pensions Administrator and Personal Specification – Please refer to Appendix 2 For the Personal Specification I chose to use a well-known system known as ‘Rogers Seven Point Plan (1970)' as well as Hack's competencies to outline what the ideal person for the Job would be.Personal specifications have to be prepared and used carefully. In particula r, it is important to ensure that the essential or desired competencies do not lead to unlawful discrimination against potential applicants. Examine Employment legislation with regards to recruitment Evaluate current employment legislation as it affects recruitment and selection of personnel The Equality Act came into play on 1 October 2010, its main aim was to make the framework more efficient, simpler and more consistent at how employers can prevent discrimination.There have been recent changes to the act to make it much more streamlined and to strengthen the law on equality overall. The Equality Act covers the following groups of legislation * age * disability * gender reassignment * race religion or belief * sex * sexual orientation * marriage and civil partnership * pregnancy and maternity The list of groups above are now known as the ‘Protected Characteristics' I will now chose a selection of the groups above and explain how they impact the recruitment and selection in m y organization.Disability â€Å"Disability in employment terms refers to physical or mental impairment which has a substantial and long-term adverse affect on a person's ability to carry out normal day-to-day activities. † (CHIP Recruitment & Selection) As the HOC is a public sector odd, we as a HER department or even on a wider scale, the organization as a whole has a duty of care to be as compliant with all forms of law and legislation. If we are found that we are not compliant we would have to answer to the Unions as well as the Government itself.It would also leave us open for grievances and tribunals that can destroy an organizations reputation as an employer. The HOC are members of the ‘Two Ticks' Positive about Disabled People Scheme, this is where a disabled person is guaranteed an interview if they meet the minimum criteria for the Job. Its main aim it to stop the recruiting managers/employers using disability as a disadvantage to potential candidates. In our p rocess we incorporate into the short- listing stage so that the recruiting managers are aware of which applicants have with a note at the bottom to advising or should I say reminding them of best practice.If they do meet the minim criteria and therefore invited to interview, we then ask the candidate if there are any reasonable adjustments we need to make to accommodate them at the interview stage so no one is disadvantaged in any way. For example, we ad a candidate who was dyslexic, met the essential criteria and invited for interview. As it was quite a high profile Job, they we required to attend an assessment day. In order to make it a fair assessment we made reasonable adjustments to give the candidate more time when reading and completing certain tasks.I do think that HOC as an employer adheres to the scheme and certainly takes it very seriously. Although, I would go a step further and suggest that we (HER) keep the copy of the highlighted form and send the recruiting manager a short-listing form without the disabled antedates highlighted (if any). That way there will be no way the recruiting manager can indirectly discriminate or think they have a duty to short-list the disabled candidates even if the criteria has not been met.Age Discrimination The Age Discrimination Act is there to protect people of all ages. When advertising as an employer we have to take age discrimination into account, we make sure we avoid words such as young and dynamic' as this may indicate that we are looking for someone of a certain age. Even the placement of an advert needs to be Justified, if oh place an advert in a publication or website that only a certain age group look at that may be seen as indirect discrimination.Therefore, when writing Job adverts for the HOC we focus on the skills attributes needed to fulfill the Job. We use the same methodology through to the selection process, at no point to we ask the candidate their age or D. O. B or direct any question or referen ce to the subject. This is to ensure that all candidates are treated fairly as possible and to give every candidate equal opportunity for being selected. Pregnancy & Maternity This protects women during pregnancy and throughout her Maternity and to any statutory Maternity leave she is entitled to.An employer is not allowed to discriminate against you if pregnant or on maternity leave, examples of this type of discrimination are; * For asking to take time off to attend ante-natal classes * because you are unable to do your Job during your pregnancy for health and safety reasons * because you asked to take maternity leave or you are on maternity leave. * By not giving you what you are entitled to whilst pregnant or on maternity leave If n employee feels they have been treated unfairly because of being pregnant or on maternity leave they could raise a grievance or submit a claim too tribunal.In the few years of being in the HER profession, this is a subject that crops up more often tha n others and can be quite a delicate matter to deal with in some instances. The HOC has gone through a number of changes in the last 5 years, and we as HER professionals need to respond to any changes with internal and external factors that affect us, but most importantly legislation. In order for us to meet the expectations of he legislation we ensure the following; * Perform a Health & Safety risk assessment as soon as we are advised of the pregnancy * KIT days (Keep in Touch Days – 10 of which you are entitled to when on maternity leave). Advise and notify the and 32 weeks half pay with SMS * Flexi-time * Job protection during a restructure whilst pregnant or on maternity leave * Informs an employee of any training and development opportunities available * Full 33 holiday entitlement as well as any bank holidays added to the maternity leave To add to the situation there has been a new developments with The Children's and implies Bill. The Bill was presented to Parliament o n 4th February this year and has been selected to be will carried forward into 2014.The bill seeks to reform legislation such as; Statutory rights to leave and pay for parent's and adopters, time off work for ante-natal care and the right to request flexible working. There are many factors that the HER team need to consider that can affect the recruitment process and how effective it is, which meaner a good planned recruitment and selection system is very important to the employment of the right people. Hr Management Case Incident 1 MOTIVATION IN THE HONG KONG POLICE FORCE Would you be interested in working as a hong kong police officer ? why or why not? I would be interested in working as a hong kong police officer because the keenness to boost the morale and motivation through appreciation and encouragement. To how many examples in this case can you apply motivation theories? Grant the commissioner of police's certificate of academic merit1 internal and external award schemes that emphasize positive reinforcement instead of punishment. 3 Grant the bravery awards. One may argue that the recipients of the honors and awards are only a fraction of all police officers. Suggest other effective ways to motivate the police officers. Although pay is not the primary factor driving job satisfaction, it is a motivator. Establish a pay structure (Internal ; External Pay Equity). – Establish Variable-pay programs (Merit-Based Pay). Pays for individual performance based on performance appraisal results . If appraisals are designed correctly, workers performing at a high level will get more pay. Case Incident 1 TOYOTA'S TEAM CULTURE Do you think Toyota has succeeded because of its team-oriented culture, or do you think it would have succeeded without it? Indeed. This is because Toyota structures its work around team.They are not used only in the production process but also at every level and in every function: Sales and marketing, finance, engineering, design and executive level. Do you think you would be comfortable working in Toyota’s culture? Why or why not? Yes, Because. Toyota’s culture seems to excel with this strategy of team orienting. Apparently, the CEO has a culture where he is not the mega star behind the scenes, but by his employees working collectively in team efforts are achieving high level of outcomes if all the levels of the organization.In response to the recession and the firm's first-ever quarterly loss, Toyota's managers accepted a 10 percent pay cut in 2009 to avoid employee layoffs. Do you think such a response is a good means of promoting camaraderie? What are the risks in such a plan? Layoffs can lead to stress and guilt for employees who stick around. That means reduced productivity and higher health care costs for the company. And cutting is expected to increase the number of layoffs in the coming year. Hr Management I will look into the current employment legislation that organizations are faced with in regards to recruitment, (HOC) adopts, considering how I can make appropriate recommendations to improve the process as a whole as well as keeping the process compliant with the legislation. Investigate personnel requirements and undertake a Job analysis for an identified post. The importance of recruiting the right caliber of people for an organization is essential for many reasons, decreasing staff turnover, organizational costs, morale in existing workforce and the overall added value to organizational strategy and goals.Whilst I was researching which potential vacancy to use as the basis for completing this assignment, I immediately thought of a vacancy within the HER department that would be described as business critical to the HOC, the position is HER Pensions Administrator. The Requirements of the HER Pensions Administrator The post is the only resource allocated to pensions administration in the HOC, with a responsibility for compliance with legislative requirements, HEMP regulations and for compliance with the requirements of the Pensions Regulator.It is a standalone post, tit day to day responsibility for the administration of the pension agreements for over 1500 members, as well as liaising with the local Government Pension Schemes which we have inherited. They are also responsible for providing first line support to the Secretary of the Trustees, including day to day management of scofflaws, investment arrangements and liaison with the Scheme Actuary and other professional advisors. The peashooter is responsible for processing HOC Scheme joiners and leavers and is first point of contact for scheme members in relation to all ensign enquiries.They are also responsible for ensuring that all Scheme benefits (normal, retirements, Ill health retirements, death in service and other early retirements) are calculated accurately and paid in a timely manner. Taking the fin dings from the Job analysis and the information gathered by the different techniques used, I concluded that the reasons above explain why this specific post is business critical to the organization and that the post holder requires specific technical skills and experience needed to fulfill the entirety of the Job successfully.To investigate exactly what this post entails and to complete my Job analysis, I exercised a few different techniques to obtain the information required; Interview – I set up an informal interview with the post holder to capture a good background of the Jobs expectancies, who the main stakeholders/customers are and how stressful a job it is. This technique was the most helpful when putting together my Job Description and Personal Specification, as I was able to establish the main pinch points, as well as the most important requirements needed for this particular post.Observation – I thought shadowing the post holder would be way of attaining the J ob from a practical aspect. I found this to be an particularly worthwhile technique to gain more information I require for my Job analysis, you really get a feel of the day to day tasks involved, the conversation's you have with customers/stakeholder, the pressures of the Job and how this post fits in with the other departments within the organization.Diaries, Logs and Journals – This post requires an extremely organized proactive person, there are a number of ‘pinch' points that are critical to the post and low chart as an example of the type of tasks involved. (Please refer to Appendix 1). Job Description for HER Pensions Administrator and Personal Specification – Please refer to Appendix 2 For the Personal Specification I chose to use a well-known system known as ‘Rogers Seven Point Plan (1970)' as well as Hack's competencies to outline what the ideal person for the Job would be.Personal specifications have to be prepared and used carefully. In particula r, it is important to ensure that the essential or desired competencies do not lead to unlawful discrimination against potential applicants. Examine Employment legislation with regards to recruitment Evaluate current employment legislation as it affects recruitment and selection of personnel The Equality Act came into play on 1 October 2010, its main aim was to make the framework more efficient, simpler and more consistent at how employers can prevent discrimination.There have been recent changes to the act to make it much more streamlined and to strengthen the law on equality overall. The Equality Act covers the following groups of legislation * age * disability * gender reassignment * race religion or belief * sex * sexual orientation * marriage and civil partnership * pregnancy and maternity The list of groups above are now known as the ‘Protected Characteristics' I will now chose a selection of the groups above and explain how they impact the recruitment and selection in m y organization.Disability â€Å"Disability in employment terms refers to physical or mental impairment which has a substantial and long-term adverse affect on a person's ability to carry out normal day-to-day activities. † (CHIP Recruitment & Selection) As the HOC is a public sector odd, we as a HER department or even on a wider scale, the organization as a whole has a duty of care to be as compliant with all forms of law and legislation. If we are found that we are not compliant we would have to answer to the Unions as well as the Government itself.It would also leave us open for grievances and tribunals that can destroy an organizations reputation as an employer. The HOC are members of the ‘Two Ticks' Positive about Disabled People Scheme, this is where a disabled person is guaranteed an interview if they meet the minimum criteria for the Job. Its main aim it to stop the recruiting managers/employers using disability as a disadvantage to potential candidates. In our p rocess we incorporate into the short- listing stage so that the recruiting managers are aware of which applicants have with a note at the bottom to advising or should I say reminding them of best practice.If they do meet the minim criteria and therefore invited to interview, we then ask the candidate if there are any reasonable adjustments we need to make to accommodate them at the interview stage so no one is disadvantaged in any way. For example, we ad a candidate who was dyslexic, met the essential criteria and invited for interview. As it was quite a high profile Job, they we required to attend an assessment day. In order to make it a fair assessment we made reasonable adjustments to give the candidate more time when reading and completing certain tasks.I do think that HOC as an employer adheres to the scheme and certainly takes it very seriously. Although, I would go a step further and suggest that we (HER) keep the copy of the highlighted form and send the recruiting manager a short-listing form without the disabled antedates highlighted (if any). That way there will be no way the recruiting manager can indirectly discriminate or think they have a duty to short-list the disabled candidates even if the criteria has not been met.Age Discrimination The Age Discrimination Act is there to protect people of all ages. When advertising as an employer we have to take age discrimination into account, we make sure we avoid words such as young and dynamic' as this may indicate that we are looking for someone of a certain age. Even the placement of an advert needs to be Justified, if oh place an advert in a publication or website that only a certain age group look at that may be seen as indirect discrimination.Therefore, when writing Job adverts for the HOC we focus on the skills attributes needed to fulfill the Job. We use the same methodology through to the selection process, at no point to we ask the candidate their age or D. O. B or direct any question or referen ce to the subject. This is to ensure that all candidates are treated fairly as possible and to give every candidate equal opportunity for being selected. Pregnancy & Maternity This protects women during pregnancy and throughout her Maternity and to any statutory Maternity leave she is entitled to.An employer is not allowed to discriminate against you if pregnant or on maternity leave, examples of this type of discrimination are; * For asking to take time off to attend ante-natal classes * because you are unable to do your Job during your pregnancy for health and safety reasons * because you asked to take maternity leave or you are on maternity leave. * By not giving you what you are entitled to whilst pregnant or on maternity leave If n employee feels they have been treated unfairly because of being pregnant or on maternity leave they could raise a grievance or submit a claim too tribunal.In the few years of being in the HER profession, this is a subject that crops up more often tha n others and can be quite a delicate matter to deal with in some instances. The HOC has gone through a number of changes in the last 5 years, and we as HER professionals need to respond to any changes with internal and external factors that affect us, but most importantly legislation. In order for us to meet the expectations of he legislation we ensure the following; * Perform a Health & Safety risk assessment as soon as we are advised of the pregnancy * KIT days (Keep in Touch Days – 10 of which you are entitled to when on maternity leave). Advise and notify the and 32 weeks half pay with SMS * Flexi-time * Job protection during a restructure whilst pregnant or on maternity leave * Informs an employee of any training and development opportunities available * Full 33 holiday entitlement as well as any bank holidays added to the maternity leave To add to the situation there has been a new developments with The Children's and implies Bill. The Bill was presented to Parliament o n 4th February this year and has been selected to be will carried forward into 2014.The bill seeks to reform legislation such as; Statutory rights to leave and pay for parent's and adopters, time off work for ante-natal care and the right to request flexible working. There are many factors that the HER team need to consider that can affect the recruitment process and how effective it is, which meaner a good planned recruitment and selection system is very important to the employment of the right people.

The Age Of Criminal Responsibility - 1682 Words

Introduction The purpose of this report is to understand the age of criminal responsibility in both England and Singapore. The report will include a comparative study on both countries, whilst evaluating the impact each criminal system has on the child. The main focus will be upon the key policies and legal frameworks emplace to support the imprisonment and punishment of children and young people. The definition for the age of criminal responsibility is disputed worldwide, however according to the National Society for the Prevention of Cruelty to Children criminal responsibility is defined as when a child is considered capable of committing a crime and old enough to stand trial and be convicted of a criminal offence (NSPCC, 2015). In†¦show more content†¦This was then lowered to 7 by the fifteenth century, however, re-rose to the age of 8 under orders of the Children and Young Persons Act 1933. Finally in 1963 the age was returned to 10. Contrastingly, a ‘juvenile’ in Singapore is defined in legislation as ‘a male or female person who is 7 years of age or above and below the age of 16 years’ (Children and Young Persons Act: section 2), although this criminality age never existed until 1933. Though numerous adjustments to the criminal system were made. Although a Report of the Committee on the Rights of the Child, the UN (2008) defines that al l countries are encouraged to raise their minimum age of criminal responsibility to12 years of age, as this is seen as the absolute minimum age. Countries who currently have the recommended criminal age are urged to continue to increase it to a higher age level. Effects on child It is understood that facing the justice system at such a young age in both England and Singapore can have a long term impact on the child. In England it is recorded that approximately from 2013/14 there were 33,902 young people under the age of 17, sentenced in England and Wales (Youth Justice Board / Ministry of Justice Statistics bulletin, 2015). In Singapore this figure is considerably lower, it is understood that in 2014 there were 3,094 juveniles arrested, however the youth arrests

Effects Of Immigration Essay - 1623 Words

(Graphics not available) Immigration according to Merriam Webster dictionary is the act of entering a country in which one is not a native for permanent residence. With the exception of the American Indians, people living in America can trace their ancestry roots to a country outside of United States of America. According to Alan Allport, The United States has been a land of immigration for the past 200 years (Allport, 2005). Most of the original immigrants came from Europe especially the British Isles, the African slaves who were brought in to work the plantations and the Hispanic migrants from central and southern Americas. However, over the years, rules and regulations have been introduced to control the number of immigrants entering†¦show more content†¦Interested parties send their application electronically and if selected they are required to prove that they will not be a public charge and will contribute to Americas economic development then they are granted. It is a one-time only opportunity and hence the name lottery. Non-immigrants visa on the other hand is given to individuals who want to enter the USA on a temporary basis. The most common reasons for such temporary visits are; tourism, study and work on a temporary assignment. The visa has several restrictions. Visitors and students are not allowed to work at all. Those who are sponsored by American employers cannot work for any other employer therefore changing jobs is difficult. These visa holders are expected to return to their countries upon finishing their mission in America. If they need to apply for the immigrant visa, then they are required to do so in their country of origin. However, there are people who do not return after their papers expire and hence end up living here as illegal immigrants. The ministry of Ethnic facts reports that: Nearly 70,000 foreigners arrive in the United States every day. Most of these travelers are visitors, not settlers. More than 60,000 are tourists, business people, students, or foreign workers who are welcomed at airports and border crossings. About 2,200 daily arrivals are immigrants or refugees who have been invited to become permanent residents of the United States. Finally, about 5,000 foreigners makeShow MoreRelatedEffects Of The Immigration And Immigration Act1968 Words   |  8 PagesBackground The Immigration and Nationality Act of 1952 also known as the McCarren-Walter Act was designed to reform immigration law and naturalization procedures, putting them under one section of the federal code. It also removed race from the equation but limited to a person skill set and family ties. The act lifted restriction for Asian immigrates; it modified the national quota from 1924. The bill was vetoed by President Truman but was passed by Senate and the house. 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