Training and development Essay Example for Free

Training and development Essay Orientation Period All fresh and promotes employees take part in an orientation period. The reason of the orientation period is to greet employees to The Cornell Cooperative Extension Association and to publicize them with the Association and their fresh jobs and responsibilities. The beginning of the orientation period may comprise of a tour of the â€Å"facility, introduction to coworkers, distribution and review of the employee manual, and enrollment in benefits, if applicable. † Along with that, the employees manager will analyze the performance prospect of the job and program on-the-job training and development. During the complete orientation period, the Association will assess and supply on-going feedback comparative to the latest staff members presentation. The Association will then decide whether or not the new staff member will be kept hold of. The new staff member will have the chance to choose whether or not she/he wishes to continue with the service associated with the Association. The orientation period is not an agreement of service for any set phase of time. Exempt staff members provide a least orientation period of twelve months. Non-exempt staff members serve an orientation period of up to six months. All through the orientation period, the employees supervisor â€Å"monitors, provides feedback and coaching, and evaluates the employees job performance, work habits, attendance, cooperation, and potential for development in the position. † Staff members get a written notice if they are not to be kept held by the Association through the orientation or if the orientation period is to be lengthened. http://counties. cce. cornell. edu/tompkins/HRpolicy/310%20(A). htm. Performance Development Professional expansion prospects supply for the constant enlargement and knowledge of employees and, in turn, improve their involvements to the association. Successful proficient development strategies occupy the employee, his/her supervisor, the Association, and Extension Administration. Any staff member has the accountability to look for explanation of roles and responsibilities at any occasion when there is hesitation or perplexity surrounding performance prospects during the supervisor or Association. Promotions and Transfers. Cornell Cooperative Extension supports the career development and expansion of its employees by allowing employees for promotions and transfers to other places. It is the objective of the Association to utilize worthwhile workers whose documentations and knowledge go with the requirements of the situation. The Association normally employs both internal and external candidates for job opportunities. Program and administrative requirements of the Association may involve a worker being allocated latest â€Å"responsibilities, roles and accountabilities at any time. † http://counties. cce. cornell.edu/tompkins/HRpolicy/312%20(A). htm. Separating from Employment To guarantee an even change an employee who proposes to leave from service with Cornell Cooperative Extension is appealed to present a written notice to the employees supervisor at least two workweeks prior to the date of resignation is to be efficient. Supervisory staff is demanded to provide a minimum of four workweeks written notice. Retirement is a partition of service when the member of staff chooses to accept withdrawal advantages under his or her retirement benefit plan. A written exit interview form is supplied to the worker. In the exit interview form, the worker is encouraged to offer â€Å"suggestions, concerns, and constructive recommendations about the Association and its policies. † An employees final paycheck for all hours worked is given on the next habitually planned payday after the employees last day of work. http://counties. cce. cornell. edu/tompkins/HRpolicy/315%20(A). htm Substance Free Workplace It is Associations ambition to supply a â€Å"drug- and alcohol-free and smoke free, healthy, and safe workplace. † Employees are needed to account to work in a suitable mental and physical situation to carry out their jobs in a reasonable approach. An employee is banned from carrying, â€Å"using, selling, purchasing, storing, distributing, manufacturing, or having alcoholic beverages, illegal drugs, controlled substances, or narcotics present in the employees system when reporting to work, during working hours, or at any time while conducting official business-related activities. † An employee should account any troubles in the place of work that happen as a consequence of alcohol or drugs to the employees supervisor straight away. http://counties. cce. cornell. edu/tompkins/HRpolicy/905%20(A). htm. Compensation Worker’s Compensation Workers Compensation Insurance is a New York State-required agenda planned to defend the monetary steadiness and to cover medical bills of employees who experience an unintentional damage or sickness happening out of and in the route of service, as determined by the Workers’ Compensation Board. Any misplaced time must be recognized by a physicians certificate. Compensation payments are carried out by the State Insurance Fund as a repayment to the Association in agreement with the following salary persistence policy: â€Å"If the injury/illness lasts 7 calendar days or less: The employee will be paid at full salary and sick leave will not be charged against the employee. The Association is not reimbursed by the State Insurance Fund for the missed days. If the injury/illness lasts more than 7 calendar days, but not more than 14: Beginning with the eighth day, the association compensates the employee at 2/3 pay for missed days. The State Insurance Fund will only reimburse the association for up to 2/3 of the employees average weekly salary for those days missed beyond the first seven. The employee may elect to use accrued sick leave to supplement the 2/3 pay from the association. If the injury/illness lasts more than 14 calendar days: The Association will continue to pay the employee at 2/3 pay. The Association will be reimbursed by the State Insurance Fund for up to 2/3 of the employees average weekly salary (including the first 7 days). Again, the employee may elect to use 1/3 accrued sick leave to supplement the 2/3 pay from the Association. † http://counties. cce. cornell. edu/tompkins/HRpolicy/605%20(A).htm Position Classification and Pay Rates. The Association employs the Cornell Cooperative Extension System Classification Model. Each situation surrounded by the Association is allocated a classification payroll title thoughtful of the position’s position and responsibilities. Rates of pay are recognized by the Association in agreement with the Association Compensation Program. The Association’s goal is to pay each employee moderately supported upon presentation and monetary potential and dependable with job responsibilities. The payroll period begins on Thursday and ends 14 calendar days later on Wednesday for non-exempt. For Exempt, the first payroll period begins on the first day of the month and continues through the 15th of that month. The second payroll period begins on the 16th day of the month and continues through the last day of the month. Appraisal Benefits Administration The Association offer its employees a complete benefits parcel. Eligibility for benefits is reliant upon numerous factors, including employment classification and length of service. Benefits are administered according to appropriate administration guideline, â€Å"insurance carrier master policy, plan document, or Association policy. † In addition, the Association has the right to decide suitability for benefits and to understand the terms of each plan or Association policy. The Association reserves the right to put in, adjust, or finish benefits for all present, previous, and retired employees at any time. http://counties. cce. cornell. edu/tompkins/HRpolicy/801%20(A). htm References CCETC HR Policy Manual Code 101 http://counties. cce. cornell.edu/tompkins/HRpolicy/101%20(A). htm Accessed October 4, 2006 CCETC HR Policy Manual Code 301 http://counties. cce. cornell. edu/tompkins/HRpolicy/301(A). htm Accessed October 4, 2006 CCETC HR Policy Manual Code 302 http://counties. cce. cornell. edu/tompkins/HRpolicy/302%20(A). htm. Accessed October 4, 2006 CCETC HR Policy Manual Code 303 http://counties. cce. cornell. edu/tompkins/HRpolicy/303%20(A). htm Accessed October 4, 2006 CCETC HR Policy Manual Code 304 http://counties. cce. cornell. edu/tompkins/HRpolicy/304%20(A). htm Accessed October 4, 2006. CCETC HR Policy Manual Code 308 http://counties. cce. cornell. edu/tompkins/HRpolicy/308%20(A). htm Accessed October 4, 2006 CCETompkins. org | Your Page http://counties. cce. cornell. edu/tompkins/employment/staffDev. htm Accessed October 4, 2006 CCETC HR Policy Manual Code 310 http://counties. cce. cornell. edu/tompkins/HRpolicy/310%20(A). htm Accessed October 4, 2006 CCETC HR Policy Manual Code 312 http://counties. cce. cornell. edu/tompkins/HRpolicy/312%20(A). htm. Accessed October 4, 2006 CCETC HR Policy Manual Code 315 http://counties. cce.cornell. edu/tompkins/HRpolicy/315%20(A). htm Accessed October 4, 2006 CCETC HR Policy Manual Code 605 http://counties. cce. cornell. edu/tompkins/HRpolicy/605%20(A). htm Accessed October 4, 2006 CCETC HR Policy Manual Code 801 http://counties. cce. cornell. edu/tompkins/HRpolicy/801%20(A). htm Accessed October 4, 2006 CCETC HR Policy Manual Code 905 http://counties. cce. cornell. edu/tompkins/HRpolicy/905%20(A). htm Accessed October 4, 2006 CLA: About CLA CLA Position Statements: Human Resource Management Practices ttp://www. cla. ca/about/human.htm Accessed October 4, 2006 Compensation Internet Guide http://www. hr-guide. com/compensation. htm Accessed October 4, 2006 Cornell Cooperative Extension http://www. cce. cornell. edu/about_extension/ Accessed October 4, 2006 Human Resources Management ttp://www. managementhelp. org/hr_mgmnt/hr_mgmnt. htm Accessed October 4, 2006 Human resources Wikipedia, the free encyclopedia ttp://en. wikipedia. org/wiki/Personnel Accessed October 4, 2006 Office of Human Capital Management Homepage http://www. usda. gov/da/employ. html Accessed October 4, 2006.

The Issue of Casinos in South Florida Essay -- Social Issues

Casinos on the 2014 ballot? Political committee lays the groundwork â€Å"After failing to persuade the Florida Legislature to pass a bill to open South Florida to mega resort casinos, gambling interests have taken the first steps to bring the issue directly to voters in 2014. A political committee under the name of â€Å"New Jobs and Revenues for Florida† was created April 10 with the purpose of promoting a â€Å"statewide constitutional initiative re gaming.† The committee chairman is Tallahassee lawyer and lobbyist John French and its treasurer is a political committee consultant and accountant Nancy Watkins of Tampa. The petition process requires that the organization get petitions signed by eight percent of the voters in the last presidential election to put the constitutional amendment on the ballot. The proposal must then be approved by 60 percent of the voters† (Klas, M. E., 2012). â€Å"The third level of inputs is external political actors that significantly shape the purposes, processes and actions of the bureaucracy. Administrative organizations do no exist in a vacuum; that is, without some degree of this external public support or hostility exercised either directly upon the agency or through intermediaries such as lawyers and lobbyists† (Stillman II, R., 2004, pg. 91). â€Å"Malaysia-based Genting Group spent more than $400 million to assemble roughly 30 acres along the Biscayne Bay waterfront here, including spending $238 million to acquire the headquarters of the Miami Herald newspaper. Genting planned to build the $3.8 billion Resorts World Miami, which company officials had boasted would become a dramatic feature along the waterfront of downtown Miami, with 5,200 rooms over four hotels, creating 30,000 permanent jobs, attracting almo... ... Santiago, F. (2012, January 28). Is the Herald Building Historic?. Common Sense Miami. Retrieved from http://www.commonsensemiami.com/ Scott, J. C. (1998). Part.4 The Missing Link - Chapter 9 - Thin Simplifications and Practical Knowledge: Metis. In Seeing Like a State. (Pp. 309-341). Yale Agrarian Studies. Stillman II, R. (2004). The American Bureaucracy: The Core of Modern Government. (3rd ed.). (Pp. 91, 220). Belmont, CA, U.S.: Clark Blaxter. Stutz, H. (2012, February 19). Supporters Of Florida Casino Expansions Promise To Fight On. Las Vegas Review-Journal. Retrieved from http://www.lvrj.com/business/supporters-of-florida-casino-expansion-promise-to-fight-on-139622693.html Stutz, H. (2012, February 3). Florida Lawmakers End Casino Push. Las Vegas Review-Journal. Retrieved from http://www.lvrj.com/business/florida-lawmakers-end-casino-push-138663869.html

Introduction to Sociology Essay

1. The Philippines is one of the third world countries in the world. This means that the country belongs to some of the poorest countries compared to the United States and the United Kingdom. People who live in third world countries are not necessarily all poor. Some of them are also rich and have their own businesses. These people can eat more than three times a day, send their children to private schools, and enjoy the luxuries that their money can buy. However, majority of the people in third world countries are poor. Some are homeless. Many have no source of income and therefore cannot provide for their families. It is not surprising that many people choose to go to first world countries like the United States to work for better opportunities. For Vicky, there is no doubt that the decision to find work in a foreign country was hard. She has her own family with a husband and two children to take care of. She left her family to earn money for the family. Although she did have a job in the Philippines, this was not enough to take care of the family’s financial needs. She did not want to be separated from her family but she needed to travel because she knew that if she stayed in the Philippines, her family will suffer. Vicky is not alone in this kind of situation. The Philippines is one of the most known countries who have the greatest number of overseas workers because of the situation in their country. They try to find work not only in the United States but also in Australia, the United Kingdom, and the Middle East. Financial need is the number one reason for them to work outside the country. 2. Because Vicky is not a native of the United States, it is most likely that she will experience some difficulties while working here. First, she might encounter discrimination due to her color and race. Although the United States is a very diverse country, discrimination still exists in its society at some point. Vicky might be looked down upon because of her color and her nationality. She might be discriminated because she is not able to communicate in English as fluently as the natives can. The United States government tries hard to make sure that discrimination does not exist in its society today. However, there are still a few who think that they are better just because of their color and race. Vicky might feel discouraged when she experiences discrimination from the natives of this country. She might also have an impression that Americans are not hospitable and welcoming and that working here is not worth it after all. Secondly, Vicky might encounter problems with her immigran t status. There are many employers who do not like to hire people who are not natives of the country because they do not trust them and believe of what they can do as workers. She might also have problems when her visa expires. The United States embassy is quite strict in allowing people in their country because they want to avoid terrorist attacks and other unwanted situations that foreigners can bring in the country. Another difficulty that Vicky might experience is the competition for the employment opportunities. Aside from the competition with the locals, Vicky might also have to compete with the opposite sex for the job that she wants. Some employers prefer to hire males because they believe that males are stronger and much more capable of the work needed to get done. This lessens Vicky’s chances of choosing a job that suits her the most and the job that she thinks would reward her the most in terms of salary and income. These are only some of the setbacks that Vicky might encount er while working in the United States. When one looks at the situation, it can be seen that Vicky and all other overseas workers are the ones who suffer the most. They enter a foreign country without any familiar face. They have to adapt to certain rules and norms of the country’s society. They have to learn how to get along with strangers just to keep their jobs. They have to endure problems like discrimination and competition. Aside from these things, they suffer from being away from their home and families. They get homesick but do not mind this just to be able to send money to their homeland. They take care of other people’s families and children but are not able to take care of their own children. All these they have to endure just for their families have a better life back in their homeland. 3. People from third world countries will not be able to think of leaving their families to go to another country if there are no available jobs in these foreign countries. Â  In economic terms, there would be no supply of workers if there is no demand for them. Vicky would not have thought of going here if there were no couples who need her services. Americans are very success-driven people, which is why they work hard day and night even if this means having less time for their families. Work is very important for them. At times, one job is not even enough and they search for second jobs to earn for the family. This requires them to look for people who can take care of their children while they are at work. While they certainly can avail the services of day care centers, many parents do not want to leave their children in these centers because of overcrowding and fear of their children contracting diseases from other children. It is also better to hire a private nanny who can focus on their children on a constant basis. Day care centers have limited staff and there are times when the staff cannot attend to the needs of each child because there are just too much of them. Vicky, as a private nanny, can stay at home with them and do other household chores when the child does not need taking care of. Having one private nanny can also mean that the nanny can focus on the child’s growth and development at all times. The nanny can act as a second parent to the child when the parents are not at home. Her educational background and previous work experience might also contribute to her employment. Parents would want to hire people who know how to handle their kids and the household when they are gone. They want someone who can be trusted. Vicky’s experience as a school teacher can help her get employed because this means that she knows how to handle children. In addition, the fact that she is a mother of two children herself means that she has enough experience in taking care of children and rec ognizing their needs and wants. If these dual-career Beverly Hills couples choose to hire Vicky, they would certainly be lucky and benefit from it because of her qualifications. It is not everyday that school teachers from other countries apply for a housekeeper or a nanny. This would also be beneficial for the parents because hiring Vicky would cost less than enrolling their children in a day care center. 4. Transnational migrants are those people who belong to two or more societies at the same time. Although Vicky does not really own any property while in the United States, she can be considered as a transnational migrant because she belongs to two different societies at the same time. She is still a Filipino citizen and will most likely take vacations in the Philippines if her employers allowed it. She still practices the different cultures and traditions of the Filipino culture while in and outside of her home country. This may not be obvious but she nevertheless still does it. At the same time, living and working in the United States requires her to adapt to the customs of the country to fit in. She would learn the language, the government, and the people of the United States. She is employed here and is receiving monetary income, which makes her a part of the society. Even if she does not really want to, she still has to do it because this will make it easier for her to live in a foreign country.

Scutellosaurus - Facts and Figures

Name: Scutellosaurus (Greek for little shield lizard); pronounced SKOO-tell-oh-SORE-us Habitat: Woodlands of southern North America Historical Period: Early Jurassic (200-195 million years ago) Size and Weight: About four feet long and 25 pounds Diet: Plants Distinguishing Characteristics: Small size; long tail; bony studs on back About Scutellosaurus One of the persistent themes of evolution is that large, imposing creatures descend from small, mouselike progenitors. Although no one would think of comparing Scutellosaurus to a mouse (it weighed about 25 pounds, for instance, and was covered with bony spikes), this dinosaur was certainly rodent-sized compared to its multi-ton armored descendants of the late Cretaceous period, such as Ankylosaurus and Euoplocephalus. Although its hind limbs were longer than its forelimbs, paleontologists believe Scutellosaurus was ambidextrous, posture-wise: it probably stayed on all fours while eating, but was capable of breaking into a two-legged gait when escaping predators. Like other early dinosaurs, Scutellosaurus was anatomically very similar to the prosauropods and small theropods that roamed the earth during the late Triassic and early Jurassic periods.