...recorded on the front of the Candidate Record Forms. Task Choices The most frequently attempted tasks were those based on Tourism (35% of work seen), Water on the Land (32%), the Coastal Zone (12%), Changing Urban Environments (7%) and the Living World (6%). Centres successfully contextualised the chosen task so that their candidates were able to produce valid investigations. There were some instances of centres attempting a task from the incorrect year of submission or deviating from the task, although not to a degree that invalidated the work produced. The Investigations Many investigations exceeded the guidance of 2000 words and some were far too long. This was particularly evident where very able candidates had access to ICT for the majority, or all, of the time allowed for the task. Centres are advised to ensure that all of their candidates keep to the guidance of 2000 words. Shorter and more succinct pieces of work tend to be more tightly focused, they are easier for centres to mark and they are more manageable from the candidates’ perspective. The more concise style has led, in some instances, to higher quality writing and more attention to detail. It has also been found that candidates who have produced excessively lengthy...
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...Acknowledgement: I have taken efforts in this project. However, it would not been possible without the kind support and help of many individuals and groups. I would like to extend my sincere thanks to these people: I would like to express my gratitude towards our parent for their kind cooperation and encouragement which help us in completion of this investigatory project. To my teachers: I would also like to thank them for their guidance and constant supervision as well as for providing the necessary information regarding the project and also for their support in completing the project. To our neighbours: I wanted to thank them because of developing our project and they are also willingly to help us out with their abilities. I would like to express my special gratitude and thanks to the hardware stores for giving me such time and attention. They also help us to find our needed materials in their store. To our principal, who gave us the golden opportunity to do this wonderful project which also helped us to do a lot of research and I came to know about so many new things. I am really thankful to her. To my group members, who help me to assemble the parts and gave suggestion about our investigatory project. To the panel, especially during the project presentation that has improved our presentation skill, thanks to their comment and advices. To our friends, who helped us a lot in finalizing this project within the limited time frame. To...
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...Analysis of Advice to a Friend on Choosing Mistress Advice to a Friend on Choosing Mistress is a letter written by Benjamin Franklin in June 25th 1745 to his friend. The speech of this letter is essentially communicated to single men. The author gave advices particularly to his friend on which type of woman he should date if he is not ready to get married. Franklin preceded his lustful consulting by an apology for the marriage, recalling his friend how much carnal pleasures are favourable in a legal and recognized union. In his message, Franklin advises his friend that marriage is the best solution not for only sexual desires but also the undisputable source of solid happiness. Having suspicions that his friend would not follow his guidance, Franklin recommends him to choose older mistresses instead of younger ones and lists eight valuables reasons to better support his argument. Franklin commences his essay by presenting advantages of the marriage. He says ‘’ I know of no medicine fit to diminish the violent inclinations you mention…Marriage is the proper remedy. It is most natural state of man and therefore the state in which you can are most likely to find solid happiness’’. Through those sentences, Franklin seems to estimate that from a masculine’ view, one of the main advantages of the marriage is to bring pacification toward requirements of the flesh. The recipient of the letter who was the friend of the author seemed to be looking for a situation in which he...
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...Module 1 assessment. 6 a) Outline each of the following organisations provide guidance for the use and handling of medicines. a) The registered person must protect services against the risk associated with the unsafe use and management of medicines, by means of the making of appropriate arrangements for the obtaining, recording, handling, using, safe keeping, dispensing, safe administration and disposal of medicines used for the purposes of regulated activity. People who use the services, will have their medicines at the time they need them, and in a safe way. When ever possible, will have information about the medicine being prescribed made available to them or others acting in their behalf. This is because providers who comply with the regulations will handle medicines safely, securely and appropriately. Ensure that medicines are prescribed and given by people safely and follow published guidance about how to use medicines safely. b) Nurses and midwifery need to apply in their practice, circulars should read in-conjunction with standard guidelines. The code is the foundation of good nursing and midwifery practice and a key tool in safeguarding the health and wellbeing of the public. The people in your care must be able to trust you with their health and wellbeing. This code should be considered together with the nursing and midwifery council rules which they must follow. The principles of safe practice responsibility and accountability when administering medicines. ...
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...| Payment: For Cash/Full Payment: P 20, 680.00.00 For installment Payment: P 22, 680.00.00 Down Payment: P 7, 880.00.00 Monthly Payment: P 3, 700.00.00 x 4 Payments: All bank payments are subject for verification. False bank reference number will render your Registration invalid and your schedule will be allocated to the next enrollee. *for policy on payment refunds, refer to your STI Student Handbook and assessment form Pre-requisites: All students must observe the course sequence prescribed by your curriculum. (Refer to your checklist for guidance on course sequence and pre-requisites)...
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...Short Paragraph on My Mother for Kids (382 Words) by Anushri Kapur My mother is the most important person in my life. Not only did she carry me for nine months but she continues to support and love me regardless of what I have put her through to bring me up. So far my mother has the greatest impact in my life. Many people have come and passed but she keeps by my side helping and advising me on all the important values of a good life. As I watch her struggle to bring all my three siblings and me up I can only hope to be such a strong and hardworking person myself. She diligently takes care of our family while still running her business. She has shown us that with hard work and determination anything is possible. My mother is patient and when she puts her heart on something, she doesn’t give up until she sees results. My mother runs several successful businesses and is able to juggle between her business and taking care of us. This is something I can only hope to have. My mother and I are close and I normally go to her for advice. She has taught me a lot and has helped me become a better person in life. She is intelligent and knows the solution to almost any problems I seek advice for. I have seen her struggle day to day to ensure we are all ok while still managing to run her demanding businesses. She is a strong woman and doesn’t let any setbacks hold her back. I remember a time when some burglars broke into one of her business and made away with almost everything...
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...Career Exploration Plan Worksheet Section 1: Introduction to the Phoenix Career Guidance System & Understanding the Career Milestones After reading each milestone description, complete the following table, by writing a 100-150 word statement about which two milestones seem the most interesting or useful to you based on your current career situation and why. |Milestone |Response | |1. #5 - Networking |Finding a mentor because having someone who has already completed| | |the course im taking, it would be exciting to converse with | | |someone who has interest in the same thing as me. Having a mentor| | |would really meana lot to me. | |2. #7 - Interviewing |I always get very nervous during interviews and I want to make a | | |positive impression. I will practice with these questions. | Section 2: Understanding your career dashboard After reviewing the descriptions of each milestone click on home button to go back to your career dashboard to explore this page further...
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...What is shared parental leave and why it is being introduced? Shared parental leave is a new way for parents to share statutory leave and pay on the birth of a child. It replaces the current additional paternity leave regime. However, it is separate from the right to unpaid parental leave and does not replace the current maternity leave and pay regime. Similar rights apply to adoptions. The intended parents in a surrogacy arrangement are also entitled to take advantage of shared parental leave. These rights also apply to partnerships of the same sex, so references in this factsheet to fathers should be taken as including women in same-sex partnerships. This introductory factsheet relates to the shared parental leave regime which applies to England, Wales and Scotland only. The right to shared parental leave only applies to employees who fulfil the relevant eligibility criteria which are explained below. The new right allows the mother to choose to bring her maternity leave to an end at any point after the initial two week compulsory maternity leave period following the birth of the child. The parents can then choose how to split up the remaining weeks of leave between them. Shared parental leave can be taken by each parent separately or at the same time. Shared parental leave will apply to parents of children due on or after 5 April 2015 and has been brought into effect by various sets of legislation. The Children and Families Act 2014 came into force on 13 March 2014 and...
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...CIPD ASSIGNMENT SUBMISSION DECLARATION To be completed by candidate: |Centre name: |ACACIA LEARNING | | |Candidate name: |Ali Yassen | | |CIPD Qualification undertaken: | |CIPD Membership No: | |Unit code(s): |3MER | |Unit title(s): |Supporting Good Practice in Managing Employee Relations | |Unit tutor: |Mr. Kevin | |Date due for assessment: |08-05-2016 |Date submitted: |05-05-2016 | |Word Count: |3490 | |State number of word used | | |Candidate declaration: ...
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...TIER 2 Version 11/15 Tier 2 of the Points Based System – Policy Guidance This guidance is to be used for all Tier 2 applications made on or after 19 November 2015 CONTENTS Contents PART 1: INTRODUCTION ................................................................................................... 5 Categories in Tier 2 ............................................................................................................. 5 Care Arrangements for Children .......................................................................................... 6 Private Foster Care Arrangements ...................................................................................... 7 Switching ............................................................................................................................. 7 Switching from a Tier 4 or Student category into Tier 2 (General), Tier 2 (Sportsperson) or Tier 2 (Minister of Religion) ................................................................................................. 8 Self-assessment using the points based calculator ............................................................. 9 PART 2: TIER 2 (INTRA-COMPANY TRANSFER) .............................................................. 9 Attributes ............................................................................................................................. 9 Minimum skill level ...................................................
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...GOOD PRACTICE IN MANAGING EMPLOYMENT RELATIONS GUIDANCE LEAFLET. Understand the impact of employment law at the start of the employment relationship Internal and external factors that impact on the employment relationship Internal: • Performance, pay and reward: employers should set clear and transparent targets in order to make it easier for employees to know what is expected of them. If these targets are followed employees can be rewarded and this should improve the relationship between employer and employee. • Management style: there are two types of manager: autocratic and democratic. Autocratic managers make decisions without involving the staff. This can be a good idea in some circumstances (for example the need to make a quick decision to avoid catastrophe or missing a deadline or target) but if this style is used all of the time it can be detrimental to staff motivation, commitment and well-being. Democratic managers involve staff with decision making as much as possible which means everything is agreed on by the majority of staff. This can lead to increased levels of motivation, commitment and well-being which subsequently could increase the profitability of the business. External: • Economic factors: slow economic growth or a downturn can make employees just thankful they have a job. This can put pressure on them because employers may decide to increase workload by making individuals do more work in the same time. With the fear of redundancy looming and...
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...Chartered Institute of Personnel and Development 3MER Supporting Good Practice in Managing Employment Relations Assignment and Content Activity Investigate resources and write a guidance leaflet which covers key points of the areas detailed below. The impact of employment law at the start of the employment relationship including: * 2 Internal and 2 external factors which can impact on the employment relationship * 3 different types of employment status and 3 reasons why it is important to clarify/determine an individual’s employment status Employee rights during the employee relationship including: * The importance of work life balance and related legislation concerning holidays, rest periods, working hours and night working * Family/parent related legal support, including maternity leave, paternity leave, adoption leave and dependents leave * 2 reasons why employees should be treated fairly in relation to pay * The main points of equalities legislation including the concepts of direct and indirect discrimination, harassment and victimisation * The concept of the ‘psychological contract’ and examples of policies and procedures which can underpin this Issues to be addressed at the termination of the employment relationship including: * The difference between fair and unfair dismissal * The importance of exit interviews to both parties * The key stages to be followed in managing redundancies and the impact of redundancy on the whole...
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...Tenpin Guidance Leaflet This is a guidance leaflet aimed towards Tenpin employees it will give you knowledge and understanding regarding HR policies, procedures and guidance on high standards of conduct. Internal factors These can impact on the employment relationship (over and above statutory minimum) Probation- All new employees must complete and be successful in a three month probation period (management six months). All employees are subject to meet set criteria by their final review sign off in areas of:- * CPL on line training. Training in basic skills such as Safety at Work, Food Safety and Fire Awareness. Subject to minimum pass levels within these courses. * Measurements against minimum levels of absence, lateness and conduct. * Satisfactory references Employees are offered training and support through mentoring and regular reviews during this period in order to understand and achieve minimum levels in the above. Pay and Reward- Tenpin offers staff benefits and training to exceed minimum pay, currently above statutory minimum wage. These include:- * Completion of one of four basic pins to achieve minimum requirement, however staff that become multi-trained achieve Higher Grade Duty (HGD) of 25p per hour once successful and signed off by training mentor and manager. * Bonus payments scheme of successful achievement of 9/10 or higher of customer satisfaction review (Mystery Bowler, MB) measured against engagement and...
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...A GUIDE TO SUPPORTING GOOD PRACTICE IN MANAGING EMPLOYEE RELATIONS CONTENTS Internal factors that impact employee relations | Page 3 | External factors that impact employee relations | Pages 3-4 | Employment status | Page 4 | Employee rights | Page 5 | Legislation relating to work/life balance | Pages 5-6 | Family/parent-related legal support | Pages 6-7 | Equal pay | Page 8 | Equalities Legislation | Pages 9-10 | The psychological contract | Pages 10-11 | Fair and unfair dismissal | Pages 12-13 | Exit interviews | Pages 13-14 | Redundancy | Page 14 | Impact of redundancy | Page 15 | The following information is a leaflet giving guidance to employee relations. The information details the impact that employment law has at the start of the relationship between the employer and employee. INTERNAL FACTORS THAT IMPACT EMPLOYEE RELATIONS The Factor | The Description | The impact on the employment relationship | Pay and Benefits | Annual salaries, private health care, annual discretionary bonus, free or subsidised lunch, early finish Friday, pension, travel insurance and childcare vouchers to name but a few. | These are key when seeking to recruit new employees. People are attracted to a salary that meets their needs and that they feel is worth the job they want to do. It is beneficial if there are attractive benefits to go alongside the annual salary as it encourages motivation and loyalty and good productivity from employees. If the organisation...
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...1) Which criteria need to be met by the claimant in a case involving wrongful dismissal? INTRODUCTION According to Ashgar Ali Mohamed (2004), "At common law, the employer-employee relationship is contractual; the employer may terminate the contract of employment by serving appropriate notice, as expressed in the contract or implied reasonable notice. Wrongful dismissal occurs when the employee is dismissed without notice or with inadequate notice". SUPPORTING CASE: MASSEY V CROWN LIFE INSURANCE CO (1978) According to HM Revenue and Customs UK, "Mr. Massey was the manager of a branch of the Crown Life Insurance Company of Canada from 1971 until 1973; he was an employee of the company. It paid him wages from which it deducted tax, NICs and graduated pension contributions. He also made contributions to the firm’s pension scheme". Moreover, in 1973 by mutual consent "the company engaged him on a self-employed basis under a new agreement. His duties under this new agreement were almost identical to those under his previous contract of service. The only real differences were that he no longer made pension contributions and the company paid him gross without any deductions for tax etc. This arrangement continued until 1975 when the company dismissed him. Mr. Massey then claimed unfair dismissal". DECISION OF THE CASE The Industrial Tribunal decided that Mr. Massey was not employed under a contract of service and therefore could not claim unfair dismissal. The EAT upheld...
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