...substitute II. III. IV. V. VI. VII. VIII. IX. Marang (Artocarpus ordorotissimus) peelings as hardiflex – like Ethyl alcohol from ripe banana peelings Rat killer extract from tuble roots Fuel briquettes from dried banana leaves and waste papers Coconut sheath substitute of abaca fiber Commercial glue from Talisay resin Butter derive from marang (Artocarpus odoratissima) seed Marang seeds as alternative source for commercial flour 02 Investigatory projects I. II. III. IV. V. Compendium of investigatory studies Basic geological concepts Maps and compass Rocks and fire Fungus Puccinia graminis as mycoherbicide 03 Investigatory projects I. II. III. IV. Sea cucumber (Cucumaria miniamata) as a potential source of leather Fiberglass from Apitong sap (Dipterocarpus grandiflorus) Rat killer extract from tuble roots Tetrodotoxin from bile of puffer (Sphoeroides maculates) as a potential source of stem borer pesticide V. VI. VII. VIII. Glue out of cigarette filer and acetone Roof sealant out of Styrofoam and gasoline Radical pesticide from garongin Chaetomorpha aerea a potential source of biogas 04 Investigatory projects I. II. III. IV. V. VI. VII. VIII. IX. Sawdust as an alternative source for corkboard Woodcraft from banana peduncle Lumber from carabao manure Herbal leaves produced herbal ointment The wonder of Cobong plant Cyperus Esculenta Cassaw-dustenta as decorative Newsaw – Casco as Décor The potential of black plastic bag as heat enhancer for guso solar dryer 05 Investigatory...
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...plant growth without harming the environment. The fertile soil is weed free and rich in organic matter. The recent technologic process to fertile soil that favor high yield is decomposing .This done to assure sufficient nutrients for plant. Likewise organic fertilizer can be produced easily Statement of the Problem The researchers aimed to compare the two different fertilizers namely Dried leaves and Bio waste materials as organic fertilizers for growing tomato plant. The researchers sought answers to the following specific questions: 1. How to produce Organic fertilizers? 2. Which treatment is/are the most effective organic fertilizers for growing tomato plant in terms of: a. Mean Height of plant b. Mean Size of leaves c. Mean Weight of Fruits d. Color of the Leaves 3. Is there any significant difference among the treatments in terms of: a. Mean Height of plant b. Mean size of leaves c. Mean Weight of Fruits d. Color of the Leaves 4. Is there a significant difference between organic and commercial fertilizer Significance of the Study The importance of organic gardening and farming has become increasingly popular. People have become more health...
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...How to Dehydrate Bananas Dehydrating bananas is a surprisingly easy and versatile process. Sticky or crispy, healthy or greasy, chips, wedges, or fruit leather — you can make all kinds of snacks using just about any heat source available. It might not be possible to get tired of this flavor, but just in case there are instructions for adding sweet or savory spices as well. Ingredients *Bananas (ideally just ripe, with a few brown speckles but no large spots or bruises) *Lemon juice or another acidic juice (optional) *Salt, nutmeg, or cinnamon (optional) Sun-Drying Chips 1. Check your area's weather forecast. To successfully sun dry fruit, you'll need at least 2 days of hot, dry weather and a clear sky (at least 90º F/32ºC with low humidity). Ideally you should allow for a full 7 days of drying, especially if the temperature is below 100ºF/38ºC. 2. Make or purchase an outdoor drying screen. All you need is a rectangular wooden frame with a food-safe mesh stretched across it. .Stainless steel or plastic are the best options for meshes. Do NOT use aluminum, hardware cloth, or fiberglass meshes (unless the fiberglass mesh is clearly labeled food-grade). 3. Prepare the bananas. Since you're using a much lower temperature than other methods, you may wish to slice them extra thin. Peel the bananas and slice them into 1/8 inch rounds (0.3 cm), or at least no larger than 1/4 inch (0.6 cm). If you want to prevent browning, dip the pieces in lemon juice 4. Add additional flavor...
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...Lecturer: Mr. Adrian Wee Student: Nguyen Thai Hang-s3258162 Course: International Business-BUSM3311 12/17/2012 Lecturer: Mr. Adrian Wee Student: Nguyen Thai Hang-s3258162 Course: International Business-BUSM3311 12/17/2012 Vinamit Joint Stock Company A strategy of internationalization into Germany Vinamit Joint Stock Company A strategy of internationalization into Germany RMIT International University Vietnam BP181 Bachelor of Commerce Program ASSIGNMENT COVER PAGE Your submission will not be accepted unless all fields below are completed Course Code: | BUSM3311 | Course Name: | International Business | Location where you study: | SGS Campus | Title of Assignment: | BUSM3311_s3258162_G4_Final assignment | File(s) submitted | 1 | Student name: | Nguyen Thai Hang | Student e-mail address: | S3258162@rmit.edu.vn | Learning Facilitator in charge: | Mr. Adrian Wee | Assignment due date: | December 17th, 2012 | Date of submission: | December 17th , 2012 | Number of pages including this one: | 23 | Word Count: | 2506 | Table of Contents Executive summary 3 Introduction 4 Company overview 4 Products 5 Country overview (PESTLE analysis) 5 Politics 5 Economy 6 Social 7 Legal...
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...Case Study – Paid Time Off Policies B6032 Human Resource Management & Talent Development Courtez Kirkwood Argosy University Paid time off is awarded to those that meet the selected criteria. Usually this is by being employed, attendance at work and working over time. Merging two companies with two different PTO policies is a difficult task as ultimately; there must be one newly created policy for all employees to follow. In addition, HR will need to further research each company for information to determine the newly formed paid time off policy once the companies have merged. Length of Employment * Usually it is important to know how long an employee has been with the company. Paid time off is accumulated over time and the length of an employee at a company can really alter their paid time off. This information is important to make sure paid time off is given fairly but also to protect the company from people who join the company just to receive paid time off. Attendance * Employees work different hours throughout the day, week, month and year. Some employees are required to work 40 hours a week; some are required to work more or less. This information is needed to help define the paid time off policy and help narrow down the qualifications Employee type * In most companies there are full time employees whom are entitled to all benefits and incentives. There are also outsourced and contractor employees within a company. The different types of employees...
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...Course No: EHRM-521 Course Title: Compensation Management Prepared for Abu Sayef Md. Muntaquimul Bari Chowdhuri Lecturer, Department of Management Studies Faculty of Business Studies Jahagirnagor University Prepared By: Md. Abu Rukana (Std. ID: 2011 3 122 ) Md. Hemayetul Islam (Std. ID: 2011 3 022) Mohammad Khalilur Rahman(Std. ID: 20122394) Ziasmin Akter (Std. ID: 20113286) Content…….. 1. 2. 3. 4. 5. 6. 7. Synopsis of mobile operator in BD Robi Banglalink Citycell Findings Recommendation Q/A Mobile Phone Subscribers in Bangladesh Operators Grameen Phone Ltd. (GP) Active Subscribers(Million) 39.293 Orascom Telecom Bangladesh Limited (Banglalink) 25.490 Robi Axiata Limited (Robi) Airtel Bangladesh Limited (Airtel) Pacific Bangladesh Telecom Limited (Citycell) Teletalk Bangladesh Ltd. (Teletalk) Total 19.211 6.734 1.699 1.358 93.788 Source: BRTA Website Company Overview ROBI… Axiata (Bangladesh) Limited is a dynamic and leading countrywide GSM communication solution provider It is a joint venture company between Axiata Group Berhad, Malaysia and NTT DOCOMO INC, Japan. Company Overview ROBI Cont. On 28th March, 2010 the company started its new journey with the brand name Robi. It has the widest International Roaming coverage in Bangladesh connecting 553 operators across 207 countries. Compensation plan of ROBI Salary & Benefit Monthly salary is transferred to employees bank account on 25th of each month Employee receives a monthly pay statement which...
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...and Medical Leave Act of 1993, states that all companies with 50 or more employees must offer an unpaid leave of absence to employees to take care of the birth or adoption of a child, personal, or family illness. An employee must have a minimum of 12 months of continuous employment or at least 1,250 hours on the job. Under the act, an employee may take up to 12 weeks off on an unpaid leave. In accordance to the act, the employee will be allowed to return to their previous job, at their previous rate. If for some reason their job was occupied, we must provide the employee with a different position at the same pay rate as their previous job. Our company currently employees over 75 workers; therefore, we must comply with act. We must also comply with The Family and Medical Leave Act of 1993 because the Employee A has been with the company for more than 12 months. The fact that his wife gave birth prematurely has no effect on the employee’s request. The request for Employee A to return to their previous job with their previous pay rate has been rightfully granted, because the employee meets the requirements stated in The Family and Medical Leave Act of 1993. If the position has been occupied, then we must give the employee a different position with the same pay rate. In regards, to Employee A’s request for the pay that was withheld from his leave of absence, the manager did the correct thing by denying the request of pay for the withheld salary. The Family and Medical Leave Act of 1993...
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...childcare, just to name a few. A legal, fair, and ethical approach to these matters is how these issues are handled. If these matters are not handled with caution and within the legal limitations, law suits are filed and companies face serious legal challenges. The Equal Employment Opportunity Commission (EEOC) is the legal voice for those individuals whom believe they have been discriminated. Laws were designed to protect employees from discrimination and to protect the jobs of employees who need to take time off work to take care of ill family members. The Family Medical Leave Act (FMLA) is designed to grant eligible employees up to 12 weeks of time off work during any 12-month period. As with anything, there are individuals who try to take advantage of this policy; therefore, employers have developed an internal “personal time off work” policy for protection. Most companies have personal leave to include limited vacation and sick days (accrued and earned), limitation on sick days taken per year and during probationary period, attendance policy, tardy policy, and separate accrual for personal days. These policies were designed to allow...
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...1. Explain if it matters that a parent literally had nothing to do with a biological child in order for the child to take advantage of the Family and Medical Leave Act (FMLA) to care for that parent. The employees can reasonably expect privacy in the workplace in places like restrooms, parking lots, lounges and in the kitchen area. But generally speaking it is really difficult these days to have complete privacy. 2- Explain whether the size of the business can have any effect on whether Tony is eligible for family leave under the FMLA. It makes a difference if employee is in an open area or in an enclosed office and courts have so held. See, for example, United States v. Lefkowitz, 464 F.Supp. 227 (C.D.Cal. 1979), aff'd, 618 F.2d 1313 (9th Cir. 1980) “Outside his or her own workspace, a corporate officer or employee has a reasonable expectation of privacy to challenge a search if he or she has a "possessory or proprietary interest" in the area searched and there is a connection between this area and his or her own workspace”. Both open area work spaces and enclosed private offices have their own benefits. Open space allows for better communication and exchange for information among co-workers. It is much easier to ask each other questions in an open environment. While on the other hand 90 percent of the participants reported that privacy is the number one benefit of a closed space environment. Employees feel more secure and reduced noise (O’Neill, 2008). After the introduction...
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...of twins. Based on these circumstances, the employee chose request a leave of absence from work, in which he was granted. The employee remained on leave for 11 weeks, at which time he requested to return to his previous role with his employer, and in addition he also requested 11 weeks of back pay for the time that he was out on leave. The employee’s previous manager left the company during the duration of the leave, and was replaced by a new one. The new manager allowed the employee to return to his place of employment as well as maintain his previous pay rate. Given the provisions stipulated in the Family Medical Leave Act of 1993 (FMLA), the following will provide supporting evidence as to how the FMLA relates to the facts outlined in this particular situation. The employee was rightfully granted leave based on FMLA, which states that an employee is entitled up to 12 weeks of leave, upon the completion of one consecutive year of employment, for the birth of a child and other domestic hardships. Considering that the employee returned to work within the 12 week timeframe, and was given his previous role with comparable pay, it is fair to say that this action aligns with the provisions of the FMLA. On the subject of back pay for the 11 weeks that the employee was on leave, nowhere in the FMLA provisions does it dictate that an employee is eligible for such reimbursements upon his or her return from leave. The fact that the original manager left the company and was replaced...
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...SITUATION A Issue For Review: Employee A requested to be paid for his 11 week LOA. Management denied request. The Family and Medical Leave Act of 1993 (FMLA) The Family and Medical Leave Act (FMLA) is a U.S. federal law which requires employers to provide eligible employees at least 12 weeks of unpaid, leave of absence (LOA) time for certain qualifying medical or domestic reasons. The mandates of FMLA guarantee that the returning LOA employee will be reinstated the same or equivalent position, job duties, rate of pay, and benefits they held prior to taking leave. Covered Employers Eligible Employees • Private Sector Employers - Any business with 50 or more employees who have worked for 20 or more work weeks within the current -or last- calendar year. • State/Federal Agencies • Labor Unions • Employment Agencies • Employee must work for a federally recognized covered employer. • Employee has a minimum 12 months of service for employer; prior to a LOA, employee must have accrued service hours which total 1,250 or more. • Employee reported to a main work location which has a minimum of 50 employees within a 75 mile radius. Qualifying Reasons For FMLA: Serious Medical Condition - The employee cannot perform their job duties due to serious health issues. Military Service - Hardship resulting from spouse, child, or parent who is an active member of the military and is called into active service / deployment. Family Health Condition - Employee must care for...
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...Task One Western Governors University Situation A: Family Medical Leave Act of 1993 FMLA entitles eligible employees up to 12 weeks of unpaid leave per year. An eligible employee must have been employed with the company for a minimum of 12 months. The company must have 50 or more employees. An eligible employee is entitled to FLMA for the the birth or adoption of his or her child, a serious health condition of employee, or the employee’s immediate family member. Immediate family members consist of one’s spouse, parent or child. Employee A is eligible for FMLA because his wife has just given birth to their twin newborn children. He has worked for the company for two years. He requested FMLA and it was granted. Employee A only used 11 weeks of FMLA. There was not a violation of the Family Medical Leave Act in situation A. Employee A was granted FMLA. He took an 11 week leave of absence to be with his wife after her giving birth of their newborn children. Employee A asked to return to work. He also to be paid for the 11 weeks he used FMLA. Management has that Employee A can to return to his previous job, at the same rate of pay. The new manager did not agree to pay Employee A for the eleven weeks that the employee used for FMLA. Under FMLA guidelines, he is not entitled to a paid leave, unless it was stated in a contract. In this case it was not. Situation B: ADEA of 1967 ADEA stands for Age Discrimination in Employment Act of 1967. It was enacted to protect people...
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...Situation A – Family and Medical Leave Act of 1993 (FMLA) is defined as: “The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.” (Department of Labor, 2015) The Family Medical Leave Act covers different types of situation for most critical events of one’s life. One specific event is “The birth of a child and to care for the newborn child within one year of birth” (Department of Labor, 2015) This would allow Employee A to take up to 12 weeks of unpaid but job protected leave. After reading about this situation with Employee A and the 11 weeks of salary that we would like to be repaid back to him Company X does not need to repay the 11 weeks of withheld salary to Employee A. The Family Medical Leave Act only is supposed to protect your job while you are on leave. If Employee A had any Paid Time Off (PTO) available or Sick Leave he could use that while he was away. But the company does not owe him for any other pay if the Employee has not accrued it. Situation B – The Age Discrimination in Employment Act of 1967 prohibits Employers from discriminating against people over the age of 40. (U.S. EOOC, 2015) The situation that is presented states that a person that is 68 years old and was trying to get a promotion with Company X. A fellow co-worker was awarded the promotion...
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...& Benefits During Leave This document either (1) integrates California and Federal law into one answer for the California library or (2) covers Federal law only for the National library, which applies to all states. The active profiles listed above show which library applies. For the National version, the federal laws set the minimum requirements for employee rights and employer obligations. However, your company may be subject to additional rules, depending on state and local laws, court decisions, or agency regulations. And, whether your company is in California or another state, if the company provides more generous terms through an oral or written contract, a collective bargaining agreement, or company policy, the company must comply with those terms. RELATED INFO/FORMS: Note: This document applies to all employees, whether exempt, non-exempt, full-time, part-time, temporary, new, or regular.1 GENERAL RULE ON PAY AND BENEFITS DURING LEAVE Employers must give employees time off from work for a variety of reasons (such as for jury duty and workers' comp injuries). Besides these mandatory leaves, many employers provide other, optional leaves (such as vacation, sick, and holiday leave). See Memo 2800 Employer's Duty to Provide Leave & Time Off. Note: If employees are entitled to take leave, employers generally must reinstate employees returning from leave to their prior pay and benefits. See Memo 2807 Employee's Rights Upon Reinstatement from Leave. Generally, employers...
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...FMLA and ADD Wendy Lavoie Rasmussen College Author Note This paper is being submitted on May 17, 2015, for Cregg McKinney’s Business Law course. FMLA and ADD The Family Medical Leave Act is an act put into place to help employees of covered employers to take a leave of absence to care for a person in their immediate family. The Family Medical Leave Act covers certain things such as; birth and care of the eligible employee’s child or placement for adoption or foster care of a child, care for an immediate family member (spouse, child, parent) who has a serious health condition, or care of the employees own serious health condition. In the event of Jeffery Perry needing to take a leave of absence to take care of his son Victor who had some disabilities, Victor’s disabilities were not serious and pose health threats. In order for Jeffery to get approved his son would have to be deemed serious like a life altering event. Since Victor’s disabilities were common manageable disabilities in which didn’t need extensive medical treatment it was not covered under the act. I do not feel that the Jaguar of Troy was out of compliance with the Family Medical Leave Act. It was looked at as if the case was not a serious case since the disabilities did not require frequent visits to the doctors then it was not considered to be serious. It would have been nice for the company to hold his job for him so that he could deal with child and get his child under control but since it was...
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