...While most documentary films embrace a view that examines a person more or less from a biographical point of view, Robert Epstein and Richard Schiechen's documentary about the first openly gay elected official in the United States takes a somewhat different approach. The subject of the film, Harvey Milk, was elected to the San Francisco board of city supervisors in 1977, and proceeded to champion for the rights not only of homosexuals, but of underprivileged people in general, gaining popularity by appealing to minorities and working class folks. The story of Milk is one that demonstrates the power of the U.S. election system, one that serves the interest of the public when utilized to its fullest, and ultimately proves that anything is possible through perseverance and determination. Milk's story is truly fascinating. This openly gay man from New York state moved to San Francisco in the 1960s, becoming a figure in the counterculture and peace movements before expressing an interest in public office. While the majority of the public did not agree with some of his more outspoken views on the rights of gays and lesbians, Milk succeeded in winning over large portions of the public through his crusades for better representation in local government, interest in the livelihoods of average people, and dedication toward causes that he believed were in the best interest of all. In examining the legacy left behind by this pioneer of civil rights, Epstein and Schiechen's film...
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...Request page of the Transaction. If the Date of Birth appears in the Request, have the Agent rerun the Transaction. If the Date of Birth does not appear in the Request, have the Agent rerun the transaction by manually entering the ID # and Date of Birth.2. Look up the Customer File in the Admin Console.A. Verify that the Date of Birth appears on file. If the Date of Birth appears on file, have the Agent rerun the transaction by using the Customer ID #. If the Date of Birth does not appear on file, update if allowed according to the Customer Update Guidelines, and have the Agent rerun the Transaction. | Response Error Code: 102Primary Error Text: ID Type MissingDescription: Request is missing the ID Type (DL, SSN, CID, or ATL ID) | 1. Look up the Transaction in ASSIST.A. Verify that the ID # appears in ASSIST on the Request page of the Transaction. If the ID # appears in the Request, have the Agent rerun the Transaction. If the ID # does not appear in the Request, have the Agent rerun the transaction by manually entering the ID # and Date of Birth.2. Look up the Customer File in the Admin Console.A. Verify that the ID # appears on file. If the ID # appears on file, have the Agent rerun using the Customer ID #. If the ID # does not appear on file, update if allowed according to the Customer Update Guidelines, and have the Agent rerun the Transaction. | Response Error Code: 103Primary...
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...enjoy the convenience of viewing jobs before they are open to external applicants (with the exception of referrals). Hines has an intranet which only current employees have access to. On the Human Resources page, there is a link for Internal Job Postings. Here, employees can view job postings in the North American region of the company. When an employee applies for an open position, it is a simple process. They must fill out a quick query form and attach their resume. The most difficult or nerve wrecking aspect of the internal application process is that employees are required to inform their immediate supervisor that they are applying for the position. Of course this is required not only as a courtesy but also because the Human Resources Department will call the applicant’s supervisor for a reference. By requiring an employee to inform their supervisor from the beginning, the supervisor is not blindsided by a transfer or by a call from HR regarding the applicant. However, at the same token, this may deter applicants from applying for positions because they are afraid of repercussions that may arise for wanting to transfer to another position/office. If an employee is referring an external applicant, then the process is even simpler. There is a short query to complete with a resume attachment. Within a couple days of applying on line, the internal applicant will receive an email from HR asking for a time to meet for a phone interview. In the phone interview, the HR representative simply...
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...OVERVIEW This report is to layout how and why Riordan Manufacturing can benefit from role based access control system merged with a separation of duties control system. This new system will be more streamlined once implemented. The system will also provide better security and a much smoother means of checks and balances. The added security and control will not only serve to increase productivity but it will also decrease loss and waste. ACCOUNTING DEPARTMENT This report will start with the Accounting department as it is the easiest to see and understand the method we are using and why we are using them. The bare basics with be to form and accounting role which will be applied to all members of accounting. This role allows all member of accounting to perform the roles necessary to perform the basic shared duties of the Accounting department. This also prevents anyone who does not have the basic accounting role from performing accounting duties. Now that the basic accounting role has been addressed, the specialized roles need to be assigned. This report will do this first by defining the specialized Accounting roles that are needed. These roles are General Ledger, Payroll, Sales and Purchasing, Accounts Payable, Accounts Receivable, Order Entry, Procurement, Sales and Purchasing History, Invoice and Shipping, Financial Reporting, there are also EDI, Bar Code Reading, and Executive Decision Support Systems roles exclusive to the San Jose. These roles are best...
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...Two Business on our doorstep – Continued P3 and P4 I will carry on looking at the 2 businesses; Asda and RSPCA. I will be describing the business organisation, an explanation of the style of the organisation within the business and how it helps them to fulfil their purpose. An organisational structure enables a business to meet their purposes, it divides up the work and establishes lines of control and community. Dividing up work allows a clear understanding of who is doing what. The organisational structure is often a chain of command or line of control and sets out important aspects of how communication takes place. The organisational structure controls organisational activities to avoid conflict and individuals making decisions. The structure depends on the organisations objectives, purpose and strategy. The top layer of the structure usually has the most power and control of the businesses decisions.[1] There are several different organisational structures, these include flat, hierarchical and matrix. They all are in place to make sure that the business is set out in a clear way and is easier to see who is above who. The difference between hierarchical and flat structure is that there may only be two or three levels in a flat structure because they are designed for small businesses like a local hairdressers. [2]The matrix structure is where the employees have dual reporting relationships, generally to both a functional manager and a product manager. It is not set out...
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...resources departments are responsible for organizing or maintaining the Employee and labor relations, safety and the health of the environment within the organization or company, compensations and benefits for the employee’s, human resources developments, human resources planning, recruitment, and selection in that organization or company, EEO and affirmative action’s for that organization or company. Organizations and companies that use performance appraisals can help their employees grow and understanding the positive and negatives about their job performance within that organization or company. This also give the employee, the supervisor, the Vice President, and he Human Resources a critical feedback formal feedback mechanism on an annual basis, however these discussions should not be restricted solely to a formal annual review (www. wpi.edu./Admin/HR performance-apprasial.com). Organizations that use environmental scanning, labor market analysis –forecasting, internal analysis forecasting, gap analysis, developing HR plans-strategies, and HR strategy implementation- assessment can have positive or negative results when it comes to employee performance appraisal in an organization. The performance appraisal is a review and a discussion of an employee's performance of assigned duties and responsibilities. The appraisals are based on results obtained by the employee in his/her job, not on the employee's personality characteristics. The appraisal measures skills and accomplishments...
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...get them back on the road and mobile selecting the vendor based on pricing and ETA (estimated time of arrival). Our CSR’s are trained to use Google maps for roadside claims to locate the nearest vendor with the fastest estimated arrival time (ETA) as well as call local vendors with the best appointment time if instead the call was regarding a glass claim. The original location of ###### had two separate units in a strip mall with one being dedicated to the admin office and the other to the call center. This separation provided the lack of communication between departments which has now trickled over to the new location where we are all in the same suite. Many call center reps feel the admin team is a relaxed setting with less management and no one to regulate their daily task. The admin team, on the other hand, see the call center as being inconsistent with call dictations which causes many issues for billing and vendor calls when the admin receives them. Over the course of the day our call center depends on the admin to keep the vendors available for more job assignments which is done by timely payments. What I mean by this is our job is to bill our client in a timely fashion from the invoices we receive from our vendors in order to pay the vendors...
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...bank currently has Training and Development Department for each country and department management are responsible to recommend their staff for training. The T&D Department reporting system is Training A The bank current structure is lack of Regional Head of Training and Development as a reason current structure is not link with each country so that each country performs alone and they have no idea how other countries branches are performing. The bank is lack good communication with each country. So that the reason same customer has different experience when they dealing with other branches. Deposit department tellers are assisting in deposit and withdrawers by bank’s customers, some team of tellers are doing the supervision. The supervisors have to report to managers. In the Mortgage loans department, Loan officers are customers to help process loan application. And also the credit officers are to access the viability of each loan application and approve or reject them accordingly. Loan officers are report to their department managers and Department managers are report to the respective branch managers. As well as Credit officers are report directly to Country’s Chief Credit officer and he reports directly to Country Manager. The Credit card department is employed...
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...“Manager” and (“asses” or “Assessor” or “assessment”) and (“refer” or “referral” or “referring”) and (“Learning disabilities” or “LD” or “mental health” or “learning disability”) and (NVQ4 or “NVQ 4” or “NVQ level 4” or “NVQ IV” or NVQ3 or “NVQ 3” or “NVQ level 3” or “NVQ III” or QCF4 or “QCF 4” or “QCF level 4” or “QCF IV” or QCF3 or “QCF 3” or “QCF level 3” or “QCF III” or “Registered manager award” or RMA) and (care or “social care” or “health care” or “home care” or “care home” or “residential care”) (“referral manager” or “assessment manager” or “referral and assessment manager” or “referral and assessment manager”) and (“Learning disabilities” or “LD” or “mental health” or “learning disability”) and (NVQ4 or “NVQ 4” or “NVQ level 4” or “NVQ IV” or NVQ3 or “NVQ 3” or “NVQ level 3” or “NVQ III” or QCF4 or “QCF 4” or “QCF level 4” or “QCF IV” or QCF3 or “QCF 3” or “QCF level 3” or “QCF III” or “Registered manager award” or RMA) (“care manager” or “home manager” or “registered manager” or “branch manager” or “home care manager” or “service manager” or “domiciliary manager” or “dom manager”) and (domiciliary or “dom care” or “homecare” or “home care” or “care agency” or “community care”) and (NVQ4 or “NVQ 4” or “NVQ level 4” or “NVQ IV” or NVQ5 or “NVQ 5” or “NVQ level 5” or “NVQ V” or QCF4 or “QCF 4” or “QCF level 4” or “QCF IV” or QCF5 or “QCF 5” or “QCF level 5” or “QCF V” or “Registered manager award” or RMA) (“live in carer” or “live in manager” or “live-in manager”...
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...Hermes is the UK's leading consumer delivery specialist handling more than 160 million collections and deliveries each year. Hermes has 80 Depots throughout the country and 240 sub depots. Hermes provides a range of flexible and affordable delivery options to home, work, neighbour, safe place or ParcelShop. This multi-channel approach offers a convenient and hassle-free delivery experience that achieves high levels of satisfaction and ultimately creates brand value. Within the UK, Hermes operates a network of nearly 10,000 couriers that provides high-quality doorstep delivery. This flexible, friendly and local approach means that couriers understand the habits and preferences of individual customers, ensuring that up to 95 per cent of parcels are delivered first time. For the past 2 years running the company has received the unrivalled accolade of ECMOD Best Home Delivery Service - an award that is voted for by client side companies for the suppliers that 'really made a difference to their business in the past 12 months'. In Germany, the Hermes Logistik Gruppe (HLG) has become the country's largest independent home delivery service in the Business to Customer and Customer to Customer sectors. Hermes offer different types of delivery and service depending on the client/customer needs here is a list of the list of main services. · Standard –This is a fully tracked service over a 2 to 3 day delivery, with first time rate at 94%. This can be tracked online with a unique...
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... * Developed an Educational Interactive Software for Dyslexic Children. Technical Skills * Operating Systems: Windows XP/Vista/7,Unix * Microsoft Applications: Office 2010/2013, Visio, Project, Power Point * Database Systems : SQL Experience 2014 OCEANEERING INTERNATIONAL INC CHANDIGARH, INDIA Facilities Administrator Planned and coordinated essential central services such as admin, maintenance, security, reception, catering, transport, mail, waste disposal and cleaning. * Supervised a sixteen member team including admin and reception employees. * Worked alongside the IT department to ensure smooth functioning of systems and equipment. * Assisted in planning best allocation and utilization of space and resources for new office and reorganized the current premises. * Streamlined the admin audit process and ensured that facilities meet health, environment and security standards. 2012-2014 SURYA TELECOM PVT LTD PANCHKULA,...
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...National University of Computer and Emerging Sciences, Islamabad INTER OFFICE MEMO | | No. 31/14 | | January 22, 2014 | From | Registrar, NU | To | Directors, NU campuses | Cc: | HODs, Managers All, NU campuses | Subject | Revised Workload Policy-Spring 2014 | Dear All Issue of reduced workload of Final Year Projects (FYP) Coordinator was discussed in Directors meeting # 1/14 dated 16-Jan-2014. The following decision was approved by the Rector and to be implemented w.e.f Spring 2014 semester: One FYP Coordinator will be assigned 25 projects. The workload generated from 25 FYP’s shall be considered equivalent to the workload of one course. Each FYP group should normally comprise 2-3 students. In exceptional cases, a single student may be allowed FYP. 2. In view of above change, revised workload policy is enclosed at Annex-I for compliance at campuses. This supersedes this Office IOM # 7/14 dated January 4, 2014. Encl: As above (Annex-I: workload.policy.revised.14) Dr. Mohammad Latif Virk Annex-I to IOM No. 31/14 22.1.14/workload.policy.revised.14 Workload policy Spring 2014 Semester Dear All Workload policy was reviewed recently after 3 years of initial formulation. The review considered PEC recommendations and also consulted developed-world benchmarks such as Association of American University Professors (AAUP), given at Annex-A. 2. It was observed that NU policy was considerably relaxed in comparison. The unit based calculator...
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...BSBWOR501B – Manage personal work priorities and professional development |Name |Larissa-jay hardy | |Email address |rissajay@hotmail.co.uk | BSBWOR501B Case Study Please read through the following Case Study and complete and submit at least two of the following templates, with a final report containing recommendations. Please download these templates from eCampus, in the same area where this document is located. • A Training Needs Analysis (TNA) • Set a schedule for future training • Key Performance Indicators • Priority Matrix The report should contain a maximum of 450 words (approx. 1.5 pages) in total. Refer to your completed attachments and explain the processes you have undertaken to respond to this Case Study: • Identify current issues within this Case Study • Explain training/development strategies you are recommending for rectifying the situations • State the reasons for selecting the training/development you are recommending, and finally, • Provide some simple recommendations for the organisation to ensure core skills are maintained and built on in the future. |Situation | |An organisation...
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...Total Compensation and Benefits Package of UCBL Salary Structure Refer to the Salary & Remuneration Package Structure for Supervisors and Executive Staff of UCBL for details regarding the structure of salary and allowances for different units under UCBL Revision of Pay Elements The compensation structure may be revised, if necessary, with the approval of the Director, Admin/HR, and Head of the Dept., Finance and the Chief Executive. Employee Compensation Records Employee Pay Records are maintained by the Personnel & Admin Department for Workers and Supervisors and by the Human Resource Department for the Executives. These departments maintain personal file of all employees where all records in regards to the employee are kept in addition to any soft copy (in computer database) maintained by the departments. These records are confidential and should not be accessible to any unauthorized persons (authorization defined by HR or Personnel &Admin dept. head). Basic Employee Benefits for Permanent Employees Provident Fund The Company's Provident Fund is a funded scheme. All confirmed and permanent employees are entitled to be members of the Provident Fund. The employee contribution, equal to 10% of the basic salary, is deducted each month through the payroll. The Company's Provident Fund is a funded scheme. All long-established and enduring employees are at liberty to be members of the Provident Fund. In the Provident Fund Ledger, both the employee's and...
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...Working Together from Afar A Study on the Effectiveness of the Communication Strategies and Flow used in a Virtual Office By Patricia Camille C. Duremdes Submitted December 13, 2014 to Dr. Rosario M. Baria Abstract Communication is important in any group that has a common goal (Simon, 1976). It is a requirement in a situation where people with different tasks have to coordinate to work as one. While achieving effective communication is relatively easy in a traditional organization, organizations that exist in cyberspace have to find alternative ways to communicate effectively due to the limitations caused by the long distances between the members. This study was conducted to find out whether or not the communication within a virtual writing service of 14 workers is effective. The study used both qualitative and quantitative methods in gathering information. Information about the virtual office’s communication strategies and flow were obtained through first-hand observation, while the effectiveness of communication was determined through questionnaire results. The results indicated that the communication strategies and flow used in the office were effective, as a vast majority of the respondents had positive views on the communication within their office. TABLE OF CONTENTS CHAPTER I Introduction Importance of the Study Purpose of the Study Limitations of the Study Definition of Terms 1 2 2 3 3 CHAPTER II Review of Related Studies 5 CHAPTER III Methodology 9 CHAPTER...
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