...Ending Modern-Day Slavery: Using Research to Inform U.S. Anti-Human Trafficking Efforts by Maureen Q. McGough NIJ study examines the challenges facing the criminal justice system when combating human trafficking. T rafficking in persons is modernday slavery and exists in virtually every country in the world — and the United States is no exception.1 Almost 150 years after the 13th Amendment abolished slavery and involuntary servitude, there are still men, women and children enslaved into labor and commercial sexual exploitation in the U.S. (see sidebar, “Understanding ModernDay Slavery,” on page 27). In recent years the worldwide human trafficking problem has attracted significant political and social attention. Awareness-raising initiatives such as the United Nation’s Blue Heart Campaign2 encourage involvement and action to fight human trafficking on a global scale. In the U.S., the Department of Homeland Security’s Blue Campaign unites anti-human trafficking programs and offers resources for law enforcement and the public to help raise awareness and provide muchneeded training.3 Despite growing awareness of the issue and an influx of resources from such influential bodies as the United Nations and other intergovernmental organizations, foundations, nongovernmental organizations and the U.S. government, the field is still hampered by its inability to measure the size and scope of trafficking.4 The data used to estimate the prevalence of human trafficking in the U...
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...H-1B visa From Wikipedia, the free encyclopedia Jump to: navigation, search |[pic] |This article may contain original research. Please improve it by verifying the claims made and adding inline citations.| | |Statements consisting only of original research may be removed. (November 2009) | The H-1B is a non-immigrant visa in the United States under the Immigration and Nationality Act, section 101(a)(15)(H). It allows US employers to temporarily employ foreign workers in specialty occupations. If a foreign worker in H-1B status quits or is dismissed from the sponsoring employer, the worker must either apply for and be granted a change of status to another non-immigrant status, find another employer (subject to application for adjustment of status and/or change of visa), or leave the US. The regulations define a "specialty occupation" as requiring theoretical and practical application of a body of highly specialized knowledge in a field of human endeavor[1] including but not limited to biotechnology, chemistry, architecture, engineering, mathematics, physical sciences, social sciences, medicine and health, education, law, accounting, business specialties, theology, and the arts, and requiring the attainment of a bachelor’s degree or its equivalent as a minimum [2] (with the exception of fashion models, who must be "of distinguished merit and ability").[3] Likewise, the foreign worker must possess at least a bachelor’s degree...
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...A Case Study of China’s Commercial Pork Value Chain Jacinto F. Fabiosa, Dinghuan Hu, and Cheng Fang MATRIC Research Paper 05-MRP 11 August 2005 Midwest Agribusiness Trade Research and Information Center Iowa State University Ames, Iowa 50011-1070 www.matric.iastate.edu Jacinto Fabiosa is with the Center for Agricultural and Rural Development at Iowa State University. Dinghuan Hu is with the Institute for Agricultural Economics at the Chinese Academy of Agricultural Sciences, Beijing, China. Cheng Fang is with the Food and Agriculture Organization, Rome Italy. This paper is from the project “Cost of Production, Productivity, and Comparative Advantage of Feed and Livestock Industry: Comparison of Midwest of the United States and Six Regions of China,” Midwest Agribusiness Trade Research and Information Center (MATRIC). Available online on the MATRIC Web site: www.matric.iastate.edu. Permission is granted to reproduce this information for non-commerical purposes with appropriate attribution to the authors. Questions or comments about the contents of this paper should be addressed to: Jacinto Fabiosa, 579 Heady Hall, Iowa State University, Ames, IA, 50011-1070. Ph: (515) 294-6183; Fax: (515) 294-6336; E-mail: jfabiosa@iastate.edu. MATRIC is supported by the Cooperative State Research, Education, and Extension Service, U.S. Department of Agriculture, under Agreement No. 92-34285-7175. Any opinions, findings, conclusions, or recommendations expressed in this publication...
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...payment as an apology. In a recent study conducted by the American Psychological Association (2012), one third of the population is stressed out. This leaves people rushed and ready for instant results and short on listening skills. I also believe we live in a society where no one wants to take responsibility for their own actions, instead passing off responsibility to another person. Furthermore, with the advances in technology, people have grown accustomed to instant results. We have fast food restaurants, high speed internet, 4G cellphones, and instant access to just about everything. No one is willing to talk out problems or take the time to listen. One of the jobs of the human resource department is to help out and mediate in times of trouble with employees. Human resources is also there to guide employers in the legal regulations the United States government has set for the workplace. Employers are legally obligated to follow the guidelines set by the government on how employees are to be treated on the job. In the following paragraphs, I will explain why I believe that common sense and compassion in the workplace has been replaced by litigation. The United States government has developed several laws, regulations, and acts that set the guidelines for how employers are to treat their employees. These laws are regulated by several departments and commissions. The first such department is the U.S. Department of Labor....
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...Accounting management Case Study: WINDCATCHER LTD tufitri AIT ALI Case Study: WINDCATCHER LTD QUESTION N°1: Establish the essential cost of the order and state any assumptions that you have made in calculating this figure. To calculate the total cost of the order, we have to measure direct labor cost, direct materials cost and manufacturing overhead cost related to the job order so: First step: Measuring Labor cost: The manufacturing process was divided for supervisory purposes into three departments: the cutting shop, the machine shop and the inspection department. In fact, there is another department concerning the offices where the secretarial and the accounting functions took place employed two part-time workers at annual salaries of £10,000 each during the forthcoming year. So, we consider the secretarial salaries as fixed cost because it doesn’t depend on the activity or the command. We know that: Annual salaries per department = number of workers per department * annual salaries per production worker | | Annual salaries per prod worker (£) | number of workers | Annual salaries per department (£) | cutting shop | 19800 | 3 | 59400 | machine shop | 18000 | 5 | 90000 | inspection shop | 21600 | 1 | 21600 | | | | | 171000 | Cost per hour = Annual salaries per department / 1800. PS: During the forthcoming year it was expected that each production worker would work for 1800 hours. Total cost = Number of hours * cost per hour | | Number...
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...heartfelt gratitude to the intelligence and co-operation of those people who had been so easy to let us understand what we needed from time to time for completion of this report. We want to express our special gratitude towards Ma’am Rafia Ayub of Cost Accounting, for giving us such a unique project. CHAPTER O5: CLASSIFICATION OF COST Cost can be classified into two categories i.e. product cost and period cost. 5.1.1 Product cost Product cost includes; • Direct material • Direct labor • Factory overheads All elements of product cost are already stated above. 5.1.2 Period cost It consists of all the cost related to Marketing, Selling and Administrative...
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...Interpreting Laws and Court Decisions Interpreting labor and employment laws, as well as court decisions, can be a tedious task at best. The laws set in place are constantly changing and use language that is not easily deciphered by the average working American. The United States Labor laws cover the binding legal connection between the employers, their employees and the employee labor unions. Within the borders of the United States; it is generally know that employers and labor unions do not see eye to eye on most issues regarding labor and employment laws. Labor laws can address one of three different situations: “A union attempts to organize the employees of an employer and to get the employer to recognize it as the employees’ bargaining representative; (2) a union seeks to negotiate a collective bargaining agreement with an employer; or (3) a union and employer disagree on the interpretation and application of an existing contract between the two. Within these three situations, specific rules have been created to deal with rights of employees and employers.” (Labor Law, 2005) The third situation is often seen more times than not; thus creating an everlasting rift between the two parties. In the case study 1-1 of our text, Reinstatement and Back Pay Remedy for Illegal Discharge, it seemed like a common sense; open and shut scenario. My initial thoughts without any research had me thinking there was no way an employer would need to reinstate an unlawfully terminated...
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...A Look at Human Trafficking Nicole Kohrmann Liberty University Abstract There is a world full of passionate people that want to bring awareness to human trafficking. Human trafficking exists on a global level affecting many men, women and children, in a variety of countries. Although there are some case studies available that involve this criminal activity, the lack of recorded data complicates the continued progress forward on the awareness of the real existence of human trafficking. The lack of data has a lot to do with the covert nature of human trafficking and the hidden activity that it is. The government will need to continue to amend the laws that are already in place, in order to prevent and catch traffickers before they reach their victims. Strong training for our law enforcement, our healthcare providers and any other agencies that may be involved also needs to be put in place. Continuing to create awareness will bring human trafficking to the surface for a difference to be made in the lives of the victims. Introduction On a global level human trafficking is an issue that continues to gain increasing awareness, as agencies in human services, law enforcement and health care professionals become more involved and aware of the problem. Human trafficking, according to the United Nations convention, is defined as; “the recruitment, transportation, transfer harboring, or receipt of persons, by means of the threat or use of force or other forms of coercion, of...
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...months of graduation, up from 70.8 percent in 2009. It's Time to Earn Your MBA. Find the Right Business School Now. Think an MBA might benefit you? Join us as we explore seven MBA specializations that could help you climb the corporate ladder. In addition to required core courses, most business schools allow you to concentrate on one of these key disciplines: * Business Administration Health Care Administration Is An MBA Right For You? * * Management * Human Resources (HR) * Marketing/Communications * Technology * Accounting Keep reading to see if one of these MBA specializations is right for you. #1 - Business Administration Business administration is the meat and potatoes of business school, or what most schools call the core curriculum. In this program, you would take courses like accounting, communications, economics, HR, marketing, and technology. You'll also likely work independently and in groups, pouring over case studies and giving presentations to your peers. Potential career paths: Mastering business administration can help you develop a broad-based background that could help prepare you to move into any number of avenues in today's multi-faceted business world. An administrative services manager, as one example, has an average income of $81,530, according to the U.S. Department of Labor. Another position that many MBA students hope to rise into eventually is general manager, a position with an average yearly compensation of $110,550...
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...Analysis of Case Liquid Chemical Company Include a Brief Summary of Case Study ….. Questions and Problems for Consideration 1. Given the two alternatives do the work inside or subcontract it to Packages Ltd? 2. What are the advantages of one alternative over the other? 3. Which action would you favor? 1. Given the two alternatives do the work inside or subcontract it to Packages Ltd.? Two alternatives for Liquid Chemical Company to decide are keeping the container department of its company and signing the contract with Packages, Ltd. With helping Walsh to make an efficient decision, we’ll try to eliminate all sunk costs and costs that don’t differ between alternatives. |Cost of Operating the Container Dept. |Cost of Contract with Packages. Ltd. | | | | |Labor $100,000 |Contract--New $250,000 | |Rent: Plant 90,000 |Contr.--Maint. 75,000 | |Rent: Warehouse 170,000 | | |Other expenses 15,000 | | |Part...
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...Analysis of Case Liquid Chemical Company Include a Brief Summary of Case Study ….. Questions and Problems for Consideration 1. Given the two alternatives do the work inside or subcontract it to Packages Ltd? 2. What are the advantages of one alternative over the other? 3. Which action would you favor? 1. Given the two alternatives do the work inside or subcontract it to Packages Ltd.? Two alternatives for Liquid Chemical Company to decide are keeping the container department of its company and signing the contract with Packages, Ltd. With helping Walsh to make an efficient decision, we’ll try to eliminate all sunk costs and costs that don’t differ between alternatives. |Cost of Operating the Container Dept. |Cost of Contract with Packages. Ltd. | | | | |Labor $100,000 |Contract--New $250,000 | |Rent: Plant 90,000 |Contr.--Maint. 75,000 | |Rent: Warehouse 170,000 | | |Other expenses 15,000 | | |Part...
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...Introduction The Ready made garments (RMG) sectors emerged in late 1970s. The first Garments Industry named “DESH” Garment which was established in 1979s. By 1980s about 800 factories. There was very good growth in the 1990s; about 3400 factories came into operation. Today more than 4600 units exporting more than $5 billion an contribute about 48 percent of ours national export earning, 9.5 percent of GDP. The total number of workforce employed in this sector is 1.8 million, which is half of the total industrial workforce of the country. Besides this, more than 15 million people work in related industries from button-making to truckers to Insurance underwriters. Almost 85 percent of garments workers are women and most of them have come from villages. After introduction of the Multi Fibers Agreement (MFA). ASIA has become the world’s foremost exporters. Initially production was concentrated in the East Asian countries like Korea, Hong Kong, Singapore, and Taiwan, but by the middle of the 1980s others Asians countries become major producers like Bangladesh, Cambodia, Nepal, Haiti, Laos Madagascan and Myanmar emerge as major exporters of garments manufactures. Bangladesh is a good example of a country who was benefited from quota restriction on the countries export under MFA & General System of preferences (GSP) introduced in 1971 gave Bangladesh general access to European Union (EU), Canada and USA markets. BGMEA members export all kinds of woven, knit and sweaters...
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...burden attributable to the resulting population explosion is placing on the governments and citizens as well as legal residents of states and counties in the United States (Martin, 2008). The recent enforcement of U. S. Department of Homeland Security (U.S. DHS) laws, which started in 2006, is working (Camarota & Jensenius, 2008) but the enforcement is not reducing illegal immigration, especially on the United States’ Southern border (Ewing, 2008). Baker et al, in a U. S. Department of Homeland Security report show, from 2006 to 2007 the illegal immigrant population increased by 4% (Baker, Hoefer, & Rytina, 2008). Illegal immigrant population is declining because of border enforcement of immigration laws (Camarota & Jensenius, 2008). The loss of jobs due to economic downturn in the country can also account for declining illegal immigrant population (Grayson, 2008). Despite the declining population of illegal immigrants due to enforcement, illegal immigration is still a challenge (Ewing, 2008). The persistence of illegal immigration on the border implies that the countermeasures in use in fighting illegal immigration on the borders appear to need revisions (Ewing, 2008). Statement of the Research Problem Statement of the Problem According to a report by US DHS on estimates of illegal immigrants in the United States, the population of illegal immigrants in the state of Texas increased from about 1.1 million in 2000 to about 1.7 million in 2007, an increase of about 57% (Baker...
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...Information Visit Our Website ( https://homeworklance.com/ ) Email us At: Support@homeworklance.com or lancehomework@gmail.com 1. The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called ________. • employee selection • recruitment • performance appraisal • organizational development 2. The “S” in the acronym for SMART goals stands for ________. • straightforward • specific • strategic • support 3. Who is the primary person responsible for doing the actual appraising of an employee’sperformance? • the EEO contact person • the company appraiser • the employee’s direct supervisor • None of the above. 4. Because in most organizations there is a hierarchy of goals, employee performance standardsshould ________. • make sense in terms of the broader organizational goals • be standard • be decided by the top executive • All of the above. 5. Besides the supervisor, which of the following is available to managers as an alternative sourceof performance appraisal information? • the employee • rating committees • peers • All of the above. 6. Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluate Then, you indicate the better employee of the pair for each pair. Finally, you add up the number of positives for each employee. In this case, you have used the________ method of performance appraisal. • forced distribution ...
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...CASE STUDY 10 | SHRM Table of Contents EXECUTIVE SUMMARY ........................................................................................................................ 2 ANNEXURE ............................................................................................................................................ 3 INTRODUCTION ................................................................................................................................... 9 INTRODUCTION TO THE COMPANY ................................................................................................. 9 QUESTIONS ......................................................................................................................................... 10 QUESTION 01: ................................................................................................................................... 10 QUESTION 02 ................................................................................................................................... 12 QUESTION 03 ................................................................................................................................... 14 QUESTION 04 ................................................................................................................................... 16 CONCLUSION.....................................................................................................................................
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