The protest movement in Egypt

The Egyptian revolution succeeded the Tunisian revolution that saw Tunisian president Ben Ali end his twenty-five years regime and flee into exile (Chossudovsky, 2010).Advertising We will write a custom essay sample on The protest movement in Egypt specifically for you for only $16.05 $11/page Learn More In Egypt, the revolution started on 25th January 2011 with emphasis on peaceful protest in airing out their views on issues that have not been addressed in the county for a longer time with the participants comprising of civil society and the other citizens who organized a series of demonstrations, civil disobedience, marches as well as labor strikes demanding to overthrow the regime of Hosni Mubarak (Bengali, 2011). The protest took place in Alexandria, Cairo and other major cities of Egypt that resulted into resignation of the President Mubarak with their grievances focusing mainly on social, economic and political issues such as police brutality, free and fair elections, freedom of speech, state of emergency laws, and corruption in public sector among others with labor unions putting more pressure on government officials to join the demonstrators (Chossudovsky, 2010). The Egyptian revolution was caused by several factors, to start with, police force in Egypt were brutal to the citizens with constant corporal punishment regardless of the offence committed by an individual(Khalil,2011). This behavior of the law enforcing agencies caused panic among the citizens who were not able to report cases affecting them to the police for fear of victimization and corrupt dealings before the case is handled (Bengali, 2011). The human right agencies documented larger number of people to have been tortured to death by the police between 1993 and 2007 as multiple witnesses claimed many citizens have been killed by the police (Chossudovsky, 2010). Secondly, the .demonstrators blamed the government of much corruption within the public sector as a result of prolonged presidency power of Mubarak as several great business persons were close allies close to the president’s party National Development Party enjoyed monopoly of all the companies in the country (Roi, 2010). This created a picture â€Å"where wealth fuels political power and political power buys wealth†. Moreover, during the parliamentary elections of 2010, the opposition groups complained of serious harassments of individuals with information in regard to corruption cases in the country making citizens shy away and not able to give information to the law enforcing agencies (Bengali, 2011).Advertising Looking for essay on government? Let's see if we can help you! Get your first paper with 15% OFF Learn More Similarly, the Emergency law in Egypt that was enacted in 1967 and suspended in 1980 by President Sadat for eighteen month in 1981 continued to affect the lives of citizens as the law extended the power of police and gave the government power to imprison individual indefinitely without any reason (Roi, 2010). The law also bares any non-governmental organization from participating in political activity such as participating in street demonstration and giving financial assistance to the needy with government under President Mubarak citing terrorism as the major cause of extending the emergency laws claiming that groups such as Muslim Brotherhood are likely to incite citizens and be able to ascend to power (Balluch, 2011). This led to arrest of several members of the group between 5000and 10000 to serve long-term detention and media crackdown in December 2010 hence the protest. In addition, Egyptian revolution was caused by power rivalry between the various groups in Egypt who were against the power inheritance. From the year 2000, Hosni has been grooming his son Gamal Mubarak to be his successor when he retires making Gamal to enjoy media coverage as the next president of Egypt and even represented his father in nat ional functions since the country lacked vice president (Roi, 2010). This move was greatly opposed by various party groups most of which are non official parties, they campaign against aristocratic leadership in the country that does not give chance to other deserving citizens to lead (Balluch, 2011). However, both Mubarak and his son denied the claim as baseless and tailored to spoil their names. Moreover, the economic situation in Egypt promoted a move to the revolution .Egypt had a closed centralized economy under President Gamel Abdel Nasser that was opened up by Sadat and promoted by Mubarak who later postponed further economic reforms leading to a fall in economic growth in 2009 (Khalil, 2011). However, despite of high economic growth in the past years ,citizens continued living below average life with basic necessities difficult to come by with majority population being poor with unemployment rate of 10 making university and college graduates sort for other means of earning a living (Balluch, 2011).Advertising We will write a custom essay sample on The protest movement in Egypt specifically for you for only $16.05 $11/page Learn More In conclusion, the Egyptian revolution that was initiated and organized by the majority youths ended with the resignation of the long serving President of the republic. The international community led by USA appealed to the President Mubarak to accept the voices of the people so as to enhance peace to the nation after his resignation, several initiatives to improve the living standards of the people have been put in place under the leadership of former Prime Minister Ahmed Nazif (Khalil, 2011). References Balluch, M. 2011. The Protest movement in Egypt, Global Research Web. Available at:  http://www.peacealliancewinnipeg.ca/ [Accesed] 21st September 2011 Bengali.H. (2011).Day of departure’ ends with Mubarak still in power. Alexandria: Alexandria Publisher Chossudovsky, M. (2010).The pr otest movement in Egypt: â€Å"Dictators† do not dictate, they obey orders. Cairo. Cairo Printing press Khalil, M. (2011). Invisible Victims of the Protest Movement in Egypt. Cairo: Al Ahram Al Arabi Printing Press Roi, Y. (2010).From encroachment to involvement: a documentary study of Egyptian peace movement. Alexandria: Al Ahram Al Riyadi PublishersAdvertising Looking for essay on government? Let's see if we can help you! Get your first paper with 15% OFF Learn More Annotated Bibliography Three authors working independently, researched on the protest in Tunisia, Egypt and Libya to test the hypothesis that dictators obey orders of their subjects. They interviewed several citizens of Tunisia, Egyptian and Libya on one to one basis to ascertain his claim by interrogating investigating the activities of the security forces, provision of employment and the law making processes on how their government protect and listen to the views of the citizens. Chossudovsky found out that the hypothesis strongly supported the previous Egyptian regime of President Sadat and not the Mubarak regime. Due to the large number of years in service the President made himself an absolute law maker and did not listen to anyone’s opinion. Khalili cited below discovered that most of the dictatorial laws are made by the citizens themselves and rulers only ensure their implementation. To achieve this, more strict regulations laws are enacted to give room for dictatorshi p as they claim to implement what is according to their own citizens. In contrast, Bengali saw no relationship between the ruled and the rulers and claimed the rulers usually make and implement their own laws without the consent of the ruled who are forced to adhere to the needs of the rulers. The authors then concluded contrary to their hypothesis which had been approved earlier by Roy in his investigation. This essay on The protest movement in Egypt was written and submitted by user Kael Macias to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Campaign Finance essays

Campaign Finance essays For most of the twentieth century campaign finance has been dominated by political parties. This was mainly due to their control over the campaigns themselves. The parties managed every aspect of the campaign, much of it without the need for cash. Instead, the campaigning relied on services volunteered or bartered for some party-controlled favor. However, when the party needed cash it was raised, and more often than not, the cash came from the candidates. The candidates contributions were often expected when necessary, as a condition of receiving the party's nomination. However, the candidate could not be relied on for large sums of money. In this case the parties depended on the storied fat cats, or men of wealth. Insurance executive Clement Stone and his wife Jessie are the record-holding fat cats, giving $2.8 million to Richard Nixons first presidential victory. While some local campaigns did not use any fat cats, none were able to compete with major party campaigns. In 1928, 69.7% of the receipts of the Democratic National Committee, and 68.4% of the receipts of the Republican National Committee came from contributions of $1,000 or greater. The political dominance by the parties, and their big contributors, extended well into the 1950s and 1960s. But, a huge change in campaign finance was quickly become more and more evident. Throughout the 1950s and into the 1960s, the number of families with television sets rapidly increased to about 92% in 1964. Media involvement took a whole new importance in campaigning. Estimated spending in all American campaigns increased from $200 million in 1964 to $425 million in 1972. Throughout the rising importance of electronic campaigning, the big contributors, or fat cats, remained essential. In the late 1960s and into the 1970s, another change was taking place. The political parties were losing their significant role. The party organizations began to crumble, and ...

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Mutual Trust and Confidence (MTC) in an Employment Contract

Mutual Trust and Confidence (MTC) in an Employment Contract Sophie Canning   Mutual trust and confidence (MTC) is a central term in implied terms of an employment contract.[1] MTC is an implied term which dictates that the employer will not conduct himself in such a way as to destroy or seriously damage the relationship of confidence and trust between the employer and employee.[2] The common law development of MTC was influenced by legislation,[3] statutory procedure for unfair dismissal and also had an impact on the way judges view MTC. The foundations for the implied term of MTC were laid down by Addis v. Gramophone Co. Ltd[4] which set out that in wrongful dismissal cases, there was no compensation in common law action for 1) the manner of dismissal, 2) the injured feelings, or 3) losses sustained from post dismissal.[5] The notion of MTC was not established in this case, but this case later helped explore the implied term of MTC. Courtaulds Northern Textiles Ltd v Andrew[6] gave MTC a narrative formulation.[7] MTC also arose out unfair dismissal and constructive dismissal claims, where the claimant wished to establish constructive dismissal and had to show there had been a breach of contract.[8] However, this could not always been proved and therefore there was a shift and people started arguing the employers behaviour undermined the employment relationship.[9] The term of MTC was formally recognised in Malik v. BCCI,[10] where it was described it as a portmanteau obligation by Lord Nicholls[11] and also opened u p the opportunity to claim damages for undermining MTC.[12] Malik[13] ultimately contradicts the third limb in Addis[14] as it allowed compensation for stigma damage. The second limb from Addis[15] was also challenged in Gogay V Hertfordshire County[16] when a care worker was suspended following accusations of child abuse and, from this, suffered from a psychiatric illness. The care worker was awarded damages for the breach of MTC; going against Addis[17] which stated there was no remedy at common law for injured feelings. However, both Addis[18] and Malik[19] arose from claims during the course of employment. The question arises whether there can be a common law remedy for at the time of the dismissal. This is answered in Johnson v Unisys[20] where it was identified that in the common law of wrongful dismissal, there cannot be a remedy for a breach of MTC at the time of dismissal. This rule was fashioned into the Johnson Exclusion Zone which is where common law claims based on a breach of MTC were pre-empted by the statutory claim for unfair dismissal.[21] Some academics have showed contention towards the Johnson Exclusion Zone. Collins highlights that, in regard to unfair dismissal claims, the exclusion zone cannot be manoeuvred around, if the claim can be met by the statutory law of unfair dismissal or if the claim cannot be met by statutory law, the exclusion zone still applies.[22]It was also stated in Edwards v Chesterfield Royal Hospital NHS Foundation Trust[23] that the Johnson exclusion area h as been productive of anomalies and difficulties.[24] Furthermore, more recent cases such as Bournemouth University Higher Education Corp v Buckland [25] and Tullett Prebon Plc v BGC Brokers LP[26] have confirmed how fundamental MTC is, especially in the eyes of the court.[27]Buckland[28] demonstrated that apart from Johnson,[29] the statutory context of MTC cannot be invoked to dilute the impact of the common law regime.[30] Furthermore other cases have developed the law, in regard to constructive dismissal cases. Leeds Dental Team Ltd v Rose,[31] in consideration of Tullett,[32] required Tribunals to endeavour to find the employers intention; whether they had the intention to act in such a way as to destroy MTC with the intention to permit the employee to terminate the contract.[33] The values of public law have also had a role in the emergence of MTC. MTC aims to guard against an abuse of power by the employer and protects the employee from an imbalance of power and an undermining of the relationship, mirroring the public law principles of regulating the power of public bodies. Brodie highlights this, underpinning that the most notable impacts of the implied obligation has been the way in which it has restricted an employers discretionary powers public law also serves to regulate the powers and discretions of public bodies.[34] MTC also mirrors the values of public law as, as decided in Johnson,[35] the employers power to dismiss is unfettered by implied duty. The rationale for this, as highlighted by Barmes, is that judicial imposition of fetters on dismissal powers would unconstitutionally undermine the legislative prohibition on unfair dismissalà ¢Ã¢â€š ¬Ã‚ ¦ it would give a common law cause of action to claimants who had been excluded by Parliament from el igibility to bring a statutory claim.[36] Again, this stops an imbalance of power and an autocratic relationship between employer and employee. Natural justice also plays a role in MTC. Natural justice demands fairness and non-bias decisions and is a common law rule.[37] Natural justice fits in with MTC as there is an obligation of MTC that renders illegitimate decisions and behaviour adjudged to be unacceptable in the modern workplace,[38] trying to create a fair balance between the employers and employees. However the notion of natural justice within MTC is not entirely favoured. Neuberger stated that he does not consider it right to import the rules of natural justice, which are connected with judicial decisions and some administrative decisions, into the purely contractual relationship of employer and employee.[39] Although the notion of MTC is one which is instrumental to the employment contract, it does have limitations. Firstly, MTC is arguably too broad, it encompasses too many obligations. MTC was described as being an overarching obligation implied by law as an incident of the contract of employment.[40] However academics such as Cabrelli disagree with this statement and postulates that there is no evidence for the emergence of the implied duty of mutual trust and confidence as an umbrella principle.[41] Conversely, the broad nature of MTC could be considered a positive aspect. Irving maintains that MTC is a flexible and fundamental concept, is likely to retain its importance whilst evolving further with the changing nature of employment relationships.[42] The flexible of this term means it can change with and adhere to the needs of society. The Court of Appeal has sought to reduce the extensiveness of MTC.[43] In Johnson[44] injury arising dismissal was removed the overarching feature of MTC, although this did not extinguish its input when assessing damages.[45] Despite that this was removed from the extensive list of things MTC encompasses, the removal of this is also a limitation. The principal that came from this is called the Johnson exclusion zone and is a limitation as it does not allow employees to recover damages for injuries sustained from the way they were dismissed even if it ;rongful or unfair. Lord Nicholls identified three problems from this; 1) a duplication of proceedings, one for common law action and the other for statutory action, 2) the existence of a boundary line means that in some cases an ongoing course of conduct may have to be split, 3) boundary lines may cause strange results.[46] MTC, and the search for a boundary line in the Johnson exclusion zone, has also created tension between the common law and the statutory procedure. This was highlight in Eastwood,[47] where it was underpinned that the practical consequences of the boundary betwe en common law and statutory rights and remedies are unsatisfactory and merit urgent attention by the Government and the legislature.[48] There seems to be similar view from the judiciary concerning MTC. Lord Hoffman underpins that the statutory scheme of unfair dismissal does not allow parallel law development, as it would agonistic to Parliaments intention, and therefore further development of MTC would be impossible.[49] Brodie highlights that the view of the judiciary is that the appropriate mechanism for regulation is provided by the law of unfair dismissal; hence restricting the proper ambit of the term of mutual trust and confidence.[50] Brodie also underpins that not allowing statutory compensation limits to circumvent Parliaments intention has a wider public interest, and is not just about equitable remedies.[51] So on this; it seems that the courts view on MTC is that it should keep well within the ambit of Parliaments intentions, however in doing so, could prohibit the development of MTC. To conclude, it is therefore clear that the evolution of MTC has been influence by unfair dismissal legislation and Parliaments intention and has ties with Public Law values such as natural justice. The Johnson Exclusion Clause has brought with it a lot of limitations as well as the statutory procedures which limit the common law remedies and arguably MTC from further developing fully. Furthermore, the judges seem to be more concerned with providing a remedy in line with Parliaments intention rather than providing a common law remedy that is equitable which also could arguably be limiting the development of MTC fully and properly. Words 1479 Bibliography Primary Sources: Cases: Addis v. Gramophone Co. Ltd. [1909] A.C. 488 Bournemouth University Higher Education Corp v Buckland [2010] EWCA Civ 121; [2011] Q.B. 323 Courtaulds Northern Textiles Ltd v Andrew [1979] IRLR 84 Eastwood v Magnox Electric Plc [2004] UKHL 35 Edwards v Chesterfield Royal Hospital NHS Foundation Trust [2011] UKSC 58 Gogay V Hertfordshire County [2000] EWCA Civ 228; [2000] IRLR 703 Johnson v Unisys [2003] 1 AC 518 Leeds Dental Team Ltd v Rose [2014] I.C.R. 94 Malik v. BCCI [1997] I.R.L.R. 462 Mclory and Others v Post Office [1993] 1 All ER 457 Tullett Prebon Plc v BGC Brokers LP [2011] EWCA Civ 131; [2011] I.R.L.R. 420 Woods v WM Car Services [1981] ICR 666 Legislation: Employment Rights Act 1996 Secondary Sources: Books: Pitt, G, Pitts Employment Law (2016, 10th ed, Sweet Maxwell), Samuels, H and Webley, L, Public Law: Texts, Cases, and Materials (2015, OUP) 3rd Ed Journals: Barmes, L, Common Law Implied Terms And Behavioural Standards At Work [2007] ILJ 35 Barnard, C Cherries: one bite or two? [2006] CLJUK 27 Barnard, C and Merrett, L, Winners And Losers: Edwards and The Unfair Law Of Dismissal [2013] C.L.J 313 Brodie, D, Legal coherence and the employment revolution [2001] Law Quarterly Review 604 Brodie, D, Mutual Trust And Confidence: Catalysts, Constraints And Commonality [2008] ILJ 329 Brodie, D, Mutual Trust And Confidence: Further Clarification [2011] Employment Law Bulletin 2 Cabrelli, D, The Implied Duty of Mutual Trust and Confidence: An Emerging Overarching Principle? (2005, ILJ Vol 34) Collins, H, Compensation For Dismissal: In Search Of Principle [2012] ILJ 208 Irving, D, The role and development of mutual trust and confidence as an implied term of the contract of employment [2008] Coventry Law Journal 22 Julies Enterprise Limiteds (JEL) company handbook gave the company the right to change the contents of the handbook and introduce new policies, depending on the business. However, generally there cannot be a variation of terms unilaterally. Lord Justice Asquith stated on the matter of unilateral changes, that [a]n unaccepted repudiation is a thing writ in water[52] underpinning the need for a bilateral variation of terms. JELs right to change contents of the handbook and policies is analogous to Bateman v Asda[53]where Asda created an express term in the employees contracts that stated they reserved the right to change and amend their handbook unilaterally. Both the courts agreed that Asda could reserve the right to change the handbook unilaterally as long as the term is clear and it is not unreasonable manner so far as to breach the term of mutual trust and confidence. Therefore following this, JEL has the right to amend the handbook, however changing the handbook to incorporate ran dom full body searches could be seen as unreasonable and a breach of mutual trust and confidence. S95 of the Employment Rights Act 1996[54] (ERA) underpins the nature to which someone can be dismissed. An employee can be dismissed with or without notice if the contract has been terminated by the employer.[55] Commonly the dismissal is not effective until has been communicated by the employer and the employee had acknowledged it, as confirmed in Gisda Cyf v Barratt.[56]The verbal dismissal from Jeremy can be seen as being communicated and therefore it can be said that Lizzie acknowledged it. The dismissal must also be clear and explicit. If it is ambiguous the courts must enquire as to what the reasonable man would understand as a dismissal. In Futty v D and D Brekkes Ltd[57]the employer told the claimant if you do not like the job, you can fuck off and this was construed by the claimant as being equivocal to a dismissal. However, this was not construed as a dismissal but as a resignation as the complainant found another job. It also has to be established whether Lizzie can claim for unfair or wrongful dismissal. Wrongful dismissal is concerned with a dismissal in breach of contract. There are two conditions that need to be fulfilled to have a successful claim; 1) there was a termination of a contract without or with inadequate notice and 2) the employer was not justified in doing so.[58] On the other hand, unfair dismissal is concerned with a dismissal that is unfair and is statutory. Under the ERA it states that [a]n employee has the right not to be unfairly dismissed by his employer.[59] To claim for unfair dismissal, there must be a qualifying period of employment of at least one year, as her employment is prior to 6 April 2012.[60] As Jeremy had no good reason for dismissing Lizzie, or followed a disciplinary process, it can be seen as unfair.[61] There are aspects of Lizzies dismissal that were wrongful and unfair. Generally, the law on references is that there is no legal obligation to provide a reference; but if one is given it must be fair.[62] If Lizzie were to think the reference was unfair, she could claim for damages upon proving the unfair reference caused her to suffer a loss.[63] Jeremy stating not to bother asking for a reference was therefore neither unfair nor wrongful as Jeremy does not have to provide one. At common law, no damages can be awarded for matters that arise from it such as psychiatric injury. Lizzie has suffered panic attacks and depression since her dismissal. This is indicative of wrongful dismissal. However, the courts cannot award damages in regard to psychiatric injuries that arise as a result of the dismissal, as per Johnson v Unisys.[64]In this, the claimant had won a claim for unfair dismissal and tried to claim for wrongful dismissal, as the claimant had suffered a mental breakdown as a result of the way he was dismissed. However, the majority verdict was that there could be no claim as the judges could not justify developing a common law remedy to employees who suffered from psychiatric illnesses as a result of the way they were dismissed. Johnson[65]indicates that the judges are not prepared to extend the common law of wrongful dismissal in a way which would extend beyond that of unfair dismissal legislation.[66] However, as per Eastwood v Magnox Electric Plc[67] Lizzie could have claimed if the psychiatric injury arose before the dismissal; but this is not the case, so it is unlikely she could claim for psychiatric injury. Additionally, in Lizzies employment contract, it was an express term that she would receive 3 months notice. However Jeremy did not satisfy this and terminated her employment without notice. Under S86 ERA there is a statutory minimum notice period.[68] For each year of employment, there must be one week of notice; if the employment is continuous and more than two years but less than twelve.[69] Therefore, under this statutory minimum, Lizzie should be entitled to at least five weeks notice. However, Lizzies notice period was contractually 3 months and as she has not received this, there has been a breach of contract. Therefore it could be said that Lizzies dismissal was in fact wrongful as this is a breach of contract. Generally, there is no duty to give notice when the employee is in fundamental breach of contract. This is shown in Pepper v Webb[70] where the employees refusal to follow instructions and continued to be insolent was held to be a breach of implied duty and therefore t he dismissal was warranted, despite there being no notice. Lizzie should claim for unfair dismissal. There are three types of remedies, in regard to unfair dismissal: reinstatement, re-engagement and compensation. Reinstatement is governed under S114 ERA and means an employer has to treat the complainant as if he had not been dismissed;[71] effectively when the employee goes back to their job as if they had not been unfairly dismissed. However, it is unlikely she would want this. Moreover, re-engagement is governed under S115 ERA which states that the complainant will go back to the employer but to a different job.[72] Again, it is doubtful she would want this. Additionally, compensation is governed by sections 118 to 124 ERA. S119 underpins the basic award received; 1) Half weeks pay for every year of employment when the claimant is aged under 22, 2) Weeks pay for work between 22-40 and 3) Week and a half pay for every year over 41.[73] The Compensatory award is governed by S113 and conditions that the court must give an amount that is equi table[74] and includes losses of earnings and any future loss, subject to aggravating circumstances, such as if the complainant had contribute to their dismissal in any way.[75] Damages are subject to deductions; one of the most common deductions is the Polkey Deductions.[76] This deduction occurs when there has been an unfair dismissal as the employer has failed to follow the correct procedure.[77] If the claimant would have been dismissed anyway, the compensation would be reduced as to the likelihood as a percentage deduction.[78] If Lizzie claims for unfair dismissal, it would be unlikely she could claim for wrongful as well. However, if she wanted to claim for wrongful instead, as it is concerned with the breach of a contract, the purpose of the remedy would to put the claimant back in a position they would have been before the breach. Damages in regard to the inability to comply with the express notice period can only stretch as far as the money earnt in that period of employment if notice had been given. This is highlighted in Focsa Services (UK) Ltd v. Birkett[79]where Justice Clark stated that the fact [was] that Mr Birkett was dismissed. In so far as he did not receive his full notice, he is generally entitled to damages to reflect the pay during the notice period and no more.[80] Lizzie did not receive a notice, even though it was contractual that she should have one and therefore Lizzie could claim for pay she would receive in those three months if she received notice. When the courts are analysing th e amount to give in damages, the court also have to consider other relevant factors such as bonuses. Lizzie, as part of remuneration, received a discretionary bonus and received this bonus ordinarily every year, bar last year. Generally, there can be a claim for bonuses if they are contractual, however as Lizzies was discretionary there is no duty to give a bonus if not contractual. Moreover, the courts aim to return the employee to the original position before the dismissal. This is fortified in Lavarack v Woods of Colchester[81]where an employee had been wrongfully dismissed and did not receive a bonus after dismissal, despite being subject to sporadic discretionary bonuses, as the employers had cut bonuses and raised the wage. The Court of Appeal held that the employers only had to fulfil the contractual obligation as everything else, including bonuses and raised pay, was discretionary. Words: 1520 Total Words: 2999 Bibliography Primary Sources: Cases: Bateman v Asda [2010] IRLR 370 Eastwood v Magnox Electric Plc; McCabe v Cornwall County Council [2005] 1 AC 503 Focsa Services (UK) Ltd v. Birkett [1996] IRLR 325 Futty v D and D Brekkes Ltd [1974] IRLR 130 Gisda Cyf v Barratt [2010] UKSC 41; [2010] 4 All E.R. 851 Howard v Pickford Tool Co [1951] 1 KB 417, 421 (Asquith LJ) Johnson v Unisys [2001] UKHL 13; [2003] 1 A.C. 518 Lavarack v Woods of Colchester [1967] 1 QB 278 Pepper v Webb [1969] 1 W.L.R. 514 Legislation: Employment Rights Act 1996 Secondary Sources: Books: Gweneth Pitt, Pitts Employment Law (Sweet Maxwell, 2016) 10th ed Websites: ACAS, References: workers rights (gov.uk, 2016) accessed 20 December 2016 ACAS Understanding the Polkey deduction (ACAS, 2013) accessed 23 December 2016 Gov, Dismissal: Your Rights (gov.uk, 2016) accessed 16 January 2017 Gov, Dismissal: Your Rights (gov.uk, 2016) accessed 16 January 2017 Working Papers: Deakin, S, The Contract Of Employment: A Study In Legal Evolution (2001) ESRC Centre for Business Research, University of Cambridge Working Paper No. 203, 33 accessed 19 December 2016 [1] David Cabrelli, The Implied Duty of Mutual Trust and Confidence: An Emerging Overarching Principle? [2005] Industrial Law Journal, Vol 34, 284 [2] Woods v WM Car Services [1981] ICR 666; Malik v. BCCI [1997] I.R.L.R. 462 [3] Employment Rights Act 1996 [4] Addis v. Gramophone Co. Ltd. [1909] A.C. 488 [5] Ibid (Loreburn L.C.); Malik v. BCCI [1997] I.R.L.R. 462 (Lord Nicholls) [6] [1979] IRLR 84 [7] Lizzie Barmes, Common Law Implied Terms And Behavioural Standards At Work [2007] ILJ 35 [8] Gweneth Pitt, Pitts Employment Law (2016, 10th ed, Sweet Maxwell), 1554 [9] ibid [10] Malik v. BCCI [1997] I.R.L.R. 462 [11] Catherine Barnard, Cherries: one bite or two? [2006] CLJUK 27 [12] Gweneth Pitt, Pitts Employment Law (2016, 10th ed, Sweet Maxwell) [13] Malik v. BCCI [1997] I.R.L.R. 462 [14] Addis v. Gramophone Co. Ltd. [1909] A.C. 488 [15] ibid [16] [2000] EWCA Civ 228; [2000] IRLR 703 [17] Addis v. Gramophone Co. Ltd. [1909] A.C. 488 [18] ibid [19] Malik v. BCCI [1997] I.R.L.R. 462 [20] Johnson v Unisys [2003] 1 AC 518 [21] Catherine Barnard and Louise Merrett, Winners And Losers: Edwards and The Unfair Law Of Dismissal [2013] C.L.J 313 [22] Hugh Collins, Compensation For Dismissal: In Search Of Principle [2012] ILJ 208

Management Information Systems Essay -- essays research papers

Management Information System Statistical Research and Methods for Management Decision Abstract In this study, choices of respondent are evaluated to aid the Authority in preparing the scope of services to be used in an RFP for the selection of a Firm able to provide IT Management System services. Respondents participated in focus group as well as answer questions to a questionnaire that was tabulated that will aid in the sampling of data collection and data analysis. Problem Statement:   Ã‚  Ã‚  Ã‚  Ã‚  The Housing Authority of the City of Camden (HACC) needs to upgrade the Management Information Systems (MIS) to address the constant changes of the organization. Presently, HACC is using a system called Emphasys Flex Systems. Due to the requirement for a competitive procurement process, HACC is presently preparing to put together a Request for Proposal (RFP) to obtain a qualified firm to provide IT Technical Support to HACC’s MIS Department for maintaining the network system. In order to identify these needs, a questionnaire was developed and completed by staff in key areas. Our intention is to learn through this study the areas of deficiencies that are hindering the ability of the staff to use to the present system to full capacity as well as to determine future upgrades necessary to keep up with on going growth of the agency. Three main areas that were identified as a problem to staff were as follows: HACC Hardware is outdated: One of the main concerns expressed thus far, is that the desktops, server hardware and the software used by the agency are outdated and need to be replaced. Staff are not able to properly utilize the present system due to the current hardware infrastructure. Community Management offices do not have enough PC’S able to properly operate:   Ã‚  Ã‚  Ã‚  Ã‚  Staff offices at the Community Management Offices include the Community Managers, the Maintenance Supervisors, and community clerical staff. Currently, staff members must take turns using the only computer available for running Emphasys Flex. HACC staff is unable to get meaningful reports from Emphasys Flex System: HACC staff enters data into Emphasys System on a daily basis but the reports supplied do not provide the information needed. Method:... ...ning, research, and network and application security. A cursory review of the responses helped to identify critical issues that have been occurring within our information systems and more detailed questions may be necessary to draw statistical relevance. References Krishnamoorthy, K. & Thomson, J. (2002). Hypothesis testing about proportions in two finite populations. The American Statistician, 56(3), 215-222. Retrieved   Ã‚  Ã‚  Ã‚  Ã‚   on February 24, 2004 from ProQuest. Parkhurst, D. F. (2000). Statistical significance tests: Equivalence and reverse tests should reduce misinterpretation. Bioscience, 51(12), 1051-1057. Retrieved   Ã‚  Ã‚  Ã‚  Ã‚   on February 24, 2004 from ProQuest. Safir, A., Scheuren, F. & Wang, K. (2000). Survey methods and data reliability, 1997 and 1999. Retrieved on February 24, 2004 from the Urban Institute at http://www.urban.org/url.cfm?ID=310567. Sterne, J. A. C. & Smith G. D. (2001). Sifting the evidence--what's wrong with significance tests? Physical Therapy, 81(8), 1464-1469. Retrieved   Ã‚  Ã‚  Ã‚  Ã‚   on February 24, 2004 from ProQuest. Management Information Systems Essay -- essays research papers Management Information System Statistical Research and Methods for Management Decision Abstract In this study, choices of respondent are evaluated to aid the Authority in preparing the scope of services to be used in an RFP for the selection of a Firm able to provide IT Management System services. Respondents participated in focus group as well as answer questions to a questionnaire that was tabulated that will aid in the sampling of data collection and data analysis. Problem Statement:   Ã‚  Ã‚  Ã‚  Ã‚  The Housing Authority of the City of Camden (HACC) needs to upgrade the Management Information Systems (MIS) to address the constant changes of the organization. Presently, HACC is using a system called Emphasys Flex Systems. Due to the requirement for a competitive procurement process, HACC is presently preparing to put together a Request for Proposal (RFP) to obtain a qualified firm to provide IT Technical Support to HACC’s MIS Department for maintaining the network system. In order to identify these needs, a questionnaire was developed and completed by staff in key areas. Our intention is to learn through this study the areas of deficiencies that are hindering the ability of the staff to use to the present system to full capacity as well as to determine future upgrades necessary to keep up with on going growth of the agency. Three main areas that were identified as a problem to staff were as follows: HACC Hardware is outdated: One of the main concerns expressed thus far, is that the desktops, server hardware and the software used by the agency are outdated and need to be replaced. Staff are not able to properly utilize the present system due to the current hardware infrastructure. Community Management offices do not have enough PC’S able to properly operate:   Ã‚  Ã‚  Ã‚  Ã‚  Staff offices at the Community Management Offices include the Community Managers, the Maintenance Supervisors, and community clerical staff. Currently, staff members must take turns using the only computer available for running Emphasys Flex. HACC staff is unable to get meaningful reports from Emphasys Flex System: HACC staff enters data into Emphasys System on a daily basis but the reports supplied do not provide the information needed. Method:... ...ning, research, and network and application security. A cursory review of the responses helped to identify critical issues that have been occurring within our information systems and more detailed questions may be necessary to draw statistical relevance. References Krishnamoorthy, K. & Thomson, J. (2002). Hypothesis testing about proportions in two finite populations. The American Statistician, 56(3), 215-222. Retrieved   Ã‚  Ã‚  Ã‚  Ã‚   on February 24, 2004 from ProQuest. Parkhurst, D. F. (2000). Statistical significance tests: Equivalence and reverse tests should reduce misinterpretation. Bioscience, 51(12), 1051-1057. Retrieved   Ã‚  Ã‚  Ã‚  Ã‚   on February 24, 2004 from ProQuest. Safir, A., Scheuren, F. & Wang, K. (2000). Survey methods and data reliability, 1997 and 1999. Retrieved on February 24, 2004 from the Urban Institute at http://www.urban.org/url.cfm?ID=310567. Sterne, J. A. C. & Smith G. D. (2001). Sifting the evidence--what's wrong with significance tests? Physical Therapy, 81(8), 1464-1469. Retrieved   Ã‚  Ã‚  Ã‚  Ã‚   on February 24, 2004 from ProQuest.

Macbeth and R+J Essay

Shakespeare communicates many moods in Macbeth and Romeo & Juliet; the main moods are love, and hate fuelled betrayal, and in my work these are the themes I will analyse. In Romeo & Juliet and Macbeth, vital characters have had to betray in order to achieve love, for example; In Romeo and Juliet; Juliet has to betray the authority of her father in order to fulfil her affection for Romeo. In terms of love this would mean that: The Storge (unconditional love, shared amongst family) that Juliet once felt for her father was met by misogyny (Hatred for Women) upon his realisation of Juliet’s Eros (love between two people) towards Romeo. Despite her subdued character, Juliet is adamant on not marrying Paris and betraying her family for Romeo. A quote to support this is; â€Å"If all else fail, myself have power to die† – This signifies that Juliet would rather die than enter something that it not right. A quote from Juliet’s Father; â€Å"How now, how now, chop-logic! What is this? † – His use of repetition emphasises his fury in response to Juliet’s new found aggression in character, and his rhetorical question presents his dominance and highlights the hierarchy that was in place at the time to allocate superiority to male’s in a family, in this scene; the breakdown of Juliet’s Father and Mother’s relationship is most apparent. Furthermore this is a point where Juliet is most isolated from her family and becomes closer to Romeo. My alternate interpretation is that Juliet did not betray her family, but her family were betrayed by there own pride, Pride was the cataclysmic barrier between acceptance and condemnation. The most potent character development is Juliet’s, throughout the play she matures and becomes a lot more retaliant to authority and starts to become herself rather than obedient to thers, this process is strengthened because of the speed she has had to become responsible; due to the mandatory pressures she is expected to comply with and the swift 7 day time period in which the story is conveyed, this development in character gives her the willpower to betray her family; which also ultimately supports my point. The dramatic techniques used in Romeo and Juliet create a hastily strong impact due to the play being condensed into a week and an ambience of anxiety. In Macbeth there are several similarities that also support my point; Macbeth has to betray King Duncan despite his loyalty and Philia (The love of Friendship) has to betray him in order to acquire the Eros from the ever superior Lady Macbeth, this situation contradicts all convention as society was heavily patriarchal which suggests that women should be submissive to men; however in this occurrence Macbeth conforms with Lady Macbeths demands to murder King Duncan, this is the main contrast between Macbeth and Romeo & Juliet. A quote that coincides with this is; â€Å"But screw your courage to the sticking-place, and we’ll not fail† – Lady Macbeth challenges Macbeth to murder King Duncan, presenting her dominance and ambition over Macbeth. A quote from Macbeth after when placing the blame on the guards for King Duncan’s murder; â€Å"Here lay Duncan, his silver skin laced with his golden blood†¦ the murderers, steeped in the colors of their trade† – This illustrates the betrayal that Macbeth has committed, as his use of alliteration strengthens the deviation of this line and the fact that he is further betraying King Duncan post his death by laying the culpability on the guards; simultaneously justifying there execution. Additionally an alternative interpretation of betrayal is explained using this quote; â€Å"Who can be wise, amazed, temp’rate, and furious† – Macbeths use of antithesis (underlined) displays how he has slowly become contradictory since his brutal murder of King Duncan which I believe indicates he has betrayed his own nature. The main dramatic technique used in Macbeth is dramatic irony, dramatic irony is where something that is indicated at the start of the play will either become true or change at the end of the play or furthermore could mean the opposite of hat might happen. An example of this is that; â€Å"This castle hath a pleasant seat; the air nimbly and sweetly recommends itself unto our gentle senses. † – This is a significant use of dramatic irony, the description of the environment is pleasant; however unbeknown to King Duncan, this is where he will be murdered, and this also links in to betrayal. Moreover, at the start of the play, Macbeth describes Banquo to be a â€Å"Friend† however later in the play we know that Banquo becomes his enemy and has to be killed due to the fact he is a great threat to Macbeth’s throne; which is a further deception that Macbeth has carried out. Conclusively; I believe Shakespeare’s whole use of dramatic irony links in to betrayal directly, because the constant use of dramatic irony means that the plot keeps changing; effectively displaying that the plot betrays itself continually. This constantly conveys a mood of false anticipation and an eerie sense of the unknown. Reading more in depth into both plays, there are further comparisons; Such as the use of fate, when Romeo and Juliet fall in love we know that because of their backgrounds; it will lead to death, and similarly in Macbeth the witches tell a prophecy in which Macbeth becomes king and then dies both plays contain different forms of tragedy however both plays meet the same end. Evidence to support this in Romeo and Juliet is: â€Å"A pair of star-cross’d lovers take their life† – Meaning that two different sided (Montague/Capulet) lovers take their life. And for Macbeth: â€Å"All hail, Macbeth, thou shalt be king hereafter! † – This is the prophecy of Macbeth becoming king and then dying. Furthermore, in Romeo ; Juliet and Macbeth, death is a necessary price to be paid for peace, for example, Romeo and Juliet have to die in order for the Capulet’s and Montague’s to live in tranquillity, to support this, a quote from the beginning soliloquy: â€Å"What here shall miss, our toil shall strive to mend† – This means that where we have failed before we will strive to succeed now, signifying that Romeo and Juliet’s death were essential to the ‘Fair Verona’ achieving peace, likewise in Macbeth, Lady Macbeth and Macbeth’s death was also fundamental to harmony being restored to the ingdom, an additional quote to support this is: â€Å"The usurper’s cursed head: the time is free† – the quote is about Macbeth’s severed head, and diverts attention to the fact that with his death ‘the time is free’ which implies it is peaceful. However contrary there are many differences, for example the types of love/relationship between the two couples in each play; In Macbeth there relationship is very unstable and Lady Macbeth is very domineering over Macbeth; also there love for each other is not through passion; but through the lust for greed and power as Lady Macbeth is desperate for Macbeth to become king by killing King Duncan and betraying his loyalty to him: â€Å"And take my milk for gall, you murd’ring ministers† – This suggests she will do anything to become Queen and accentuates her ruthless nature; it also underlines the imbalanced relationship in which the position of superiority continuously changes dramatically. At the start Macbeth is a brave and noble hero and he is superior however as the play goes on and when Macbeth’s manhood is questioned by Lady Macbeth â€Å"are you not a man? † he then becomes submissive and is dictated by Lady Macbeth. In Romeo and Juliet

Consequences vs Punishment in Classroom Discipline

Consequences vs Punishment in Classroom Discipline Consequences are an important part of the behavior management plan for your classroom, whether it is a self-contained special education classroom, a resource room or a partnership in a full inclusion classroom. Behaviorist research has clearly shown that punishment does not work. It makes a behavior disappear as long as the punisher is not around, but will reappear. With disabled children, especially children on the autistic spectrum, punishment may only reinforce aggression, self-injurious behavior and aggression sublimated as self-urination or even fecal smearing. Punishment includes inflicting pain, removal of preferred food and isolation. Consequences are the positive or negative results of the behavior choices a person makes. Natural Versus Logical Consequences According to Adlerian psychology, as well as Jim Fay an author of Teaching with Love and Logic, there are natural consequences, and there are logical consequences: Natural consequences are the consequences that naturally come from choices, even bad choices. If a child plays with fire, he or she will get burned. If a child runs into the street, the child will get hurt. Obviously, some natural consequences are dangerous and we want to avoid them.Logical consequences are consequences that teach because they are related to the behavior. If you ride your bike into the street when you are three, the bike gets put away for 3 days because it is not safe for you to ride your bicycle. If you throw your food on the floor, you will finish your meal at the kitchen counter, because you dont eat nicely enough for the dining room. Classroom Routines and Consequences Why would you punish for failure to follow a classroom routine? Isnt your goal for the child to follow the classroom routine? Have him or her do it again until he or she does it right. This is not actually a consequence: it is over-teaching, and it is also truly negative reinforcement. Negative reinforcement is not punishment. Negative reinforcement makes the likelihood of a behavior to appear by removing the reinforcer. Kids will remember the routine rather than have to practice it over and over again, especially in front of peers. When over-teaching a routine be sure to stay objective and non-emotional. For example: Jon, would you please walk back to your seat? Thank you. When youre ready, Id like you to line up quietly, and keep your hands and feet to yourself. Thank you. That was much better. Be sure you practice your routines ad nauseum. Be sure your students understand that you expect them to follow the routines properly for the good of the class and because your class is the best, brightest and is learning more than anyone else on the planet. Consequences for Breaking School Rules In most situations, the principal is responsible for enforcing school-wide rules, and in a well-managed building, consequences will be spelled out clearly. Consequences may include: After school detention under the principal or dean of students supervision.Conference with parents.Loss of recess privileges.Suspension Consequences for Classroom Rules If you have successfully established routines through modeling, practice and relearning, you should have little need for consequences. Consequences should be kept for serious rule-breaking, and children with a history of disruptive behavior need to have a Functional Behavior Analysis administered, either by the special educator, a psychologist or a behavior specialist. In those situations, you need to think seriously about the purpose of the behavior and the replacement behavior you wish to see take its place, or replacement behavior. In most cases, post stepped consequences for infractions. Start every student at zero, and find a way to move children up the hierarchy of consequences due to the number of infractions. A hierarchy may go like this: One infraction: WarningTwo infractions: Loss of 15 minutes of recess.Three infractions: Loss of recess, a note home to be signed by the parent.Four infractions: After school detention, note home to be signed by the parent.Two consecutive days with 4 or more infractions: Conference with parents to discuss a plan of action, contract, or loss of privileges at home. Loss of Privileges Loss of privileges is perhaps the best consequence for infractions of rules, especially privileges related to the rules. If a child fools around in the bathroom, swinging on the stall doors or peeing on the floor. The child should lose independent bathroom privileges, and only be allowed to use the restroom when supervised. It is helpful to have a class agreement to cover the rules and consequences. Publish the rules and the consequence hierarchy, and send it home with a receipt to be signed by the parents. That way, if you use detentions, you can let parents know that it is a consequence. You may especially have problems with after-school detention depending on whether parents have transportation, or are free to walk their child home after school. It is always good to have alternate consequences Consequences should always be related to what is important to the children in your class. A teacher should take care that a child does not use the consequence system to get attention, for then it is counterproductive. For those children, a behavior contract might be a successful step before pursuing a Behavior Intervention Plan.

Conflict in The Age of Innocence and Manhattan Transfer

Conflict in The Age of Innocence and Manhattan Transfer Goldsmith, Arnold. The Contemporary American Urban Novel. Wayne State UP, 1991. Goldsmith examines various American novelists and the way these novelists present the American society. Goldsmith notes that these novelists have presented the conflicts that faced people as they encountered new ways. This book makes the reader understand the concerns that are raised in American literature.Advertising We will write a custom annotated bibliography sample on Conflict in The Age of Innocence and Manhattan Transfer specifically for you for only $16.05 $11/page Learn More Gray, Richard. A History of American Literature. John Wiley Sons, 2011. Gray gives the history of the literature of America, and he highlights the conflicts featured in this literature. A lot of American literature, according to Gray, arose form the cultural conflicts that Americans faced. Thus, cultural conflict is the root of most American literature. This theme is presented in the poetry of Whitm an, Poe and many American authors. Lee, Harry. Edgar Allan Poe: An Illustrated Companion to His Tell-Tale Stories. Metro Books, 2008. Harry introduces the concerns of Poe’s literature, and he shows that Poe deals with the conflicts in the American society. The American society is made up of people from different cultures, and there are lots of cultural conflicts. However, Poe suggests that formation of an American culture will solve this problem. Passos, John. Manhattan Transfer.  Houghton Mifflin Co., 2003. This novel is an expressionistic image of New York in the 1920s, and it reveals the lives of rich, power brokers and poor immigrants. Dos Passos records the lives of characters who are struggling to be a part of modernity before modernity destroys them. This novel gives the story of people who are struggling to fit in the new American society. People face a lot of challenges in this society. The novel also reflects themes of nationhood present in Whitman’s poetry . Reynolds, David. Walt Whitmans America: A Cultural Biography. Vintage Books, 1995. This book is indispensable in studying Whitman’s work. It gives themes that are recurrent in Whitman’s work and explains their relevance to American people. The conflicts presented in this book are relevant in understanding the conflicts that faced America during cultural integration. Wharton, Edith. The Age of Innocence. Forgotten Books, 1948. This is the primary text from which this essay will be constructed. The book gives the raw material for the future paper. There is a conflict in this book, and people are getting in to foreign ways. People respect the American Society of the time, and the family is very important. However, some new ways are starting to have influence, and the society is changing.Advertising Looking for annotated bibliography on american literature? Let's see if we can help you! Get your first paper with 15% OFF Learn More Goldsmith, Arno ld. The Contemporary American Urban Novel. Wayne State UP, 1991. Gray, Richard. A History of American Literature. John Wiley Sons, 2011. Lee, Harry. Edgar Allan Poe: An Illustrated Companion to His Tell-Tale Stories. Metro Books, 2008. Passos, John. Manhattan Transfer.  Houghton Mifflin Co., 2003. Reynolds, David. Walt Whitmans America: A Cultural Biography. Vintage Books, 1995. Wharton, Edith. The Age of Innocence. Forgotten Books, 1948.

Nebraska and the Safe Haven Law Essay Example | Topics and Well Written Essays - 750 words

Nebraska and the Safe Haven Law - Essay Example Only infants up to the age of three days can be dropped off at emergency rooms. Until the law goes into effect, Nebraska has teamed up with the United Way to with a help line for overwhelmed parents. prevent new mothers from feeling so despondent that they harm their own children. Some women do not want children due to age or marriage status. Others do not realize they are pregnant. After the trauma of birth, some women feel no way out. The law was supposed to save these babies. Instead of throwing their child in the trashcan, women had a better alternative of leaving them at a hospital. Most states have a no questions asked policy. Nebraska’s original law has allowed: At least 18 children, the youngest 22 months and many of them teens, have been abandoned since the law took effect in July. Nebraskas law doesnt define "child," so it has been interpreted to let anyone leave a child up to age 18 at a state-licensed hospital without fear of prosecution for abandonment. (Nebraska†¦, 2008) A disadvantage to this new law is the overwhelmed parents of all age children. Parents of teenagers, especially, can become overwhelmed by a child’s behavior. This can lead to child abuse, or even abandonment in unsafe places. The Nebraska law might have helped children of all ages to go into foster care without being exposed to abuse. One father that dropped off more than one child did not plan on dropping off his children, but the mother of the children died. This man had no other options. He loved his children, but just could not care for them. With the new law, a parent like this is stuck in their situation until something bad happens. Another disadvantage with Nebraska’s new law is the fear inspired. New mothers might be confused or frightened by the new law. New mothers do not think rationally until a couple of weeks after birth. These mothers might not realize their rights until it is too late.

Personal Financial Management Essay Example | Topics and Well Written Essays - 1250 words

Personal Financial Management - Essay Example Retirement plan is nothing but a plan which replaces our employment income after we retire. In terms of tax, retirement plan is defined by the Internal Revenue Service (IRS) code in US. Dream of leading a secured and comfortable retired life can come true only with proper retirement planning. A plan to transfer ones estate after death is known as estate planning. Estate includes all the personal properties like cash, land, houses, jewelry, investment accounts, etc. Estate planning is done to ensure and fulfill certain objectives like transferring most of the estate to ones beneficiaries, least payment of taxes for the estate, etc. Estate planning is a continuous process and should start immediately when a person has a measurable base of assets (Gitman, Joehnk & Billingsley, 2010, p.18). Estate plans should be in accordance with ones goals and objectives in life. Loved ones can face undue financial burden due to inadequate estate planning. Four Aspects of Retirement Planning Retiremen t planning can be thought of as a framework which includes four main aspects (Prudential Financial, n.d). They are: i. Social Security: Social Security is an insurance program that provides several benefits to individuals like, retirement benefits, disability benefits, etc. ii. Employment based plans: These are retirement plans provided by employers to the employees. It includes defined contribution and benefit pension plans. iii. Personal Savings: The returns on investments made by individuals that can add up to the Social Security Benefits or Employment based plans. It includes options like IRAs, Bank Deposits, Mutual Funds, Annuities, etc. iv. Retirement Choices: For retirement security, lifestyle and financial choices play a significant role. Lifestyle choices include choice of retirement age, place of retirement, etc. Financial choices include allocation of assets in retirement, conversion of assets to income and then protecting that income. The Retirement Planning Process and Personal Retirement Plan The retirement planning process constitutes several steps. These steps are discussed one by one and how it relates with my personal retirement planning is also discussed below. The first step in a retirement planning process includes setting own personal goals and objectives in life. Next these objectives have to be arranged in descending order of priority. Also these objectives should have the time horizon included in it. These objectives can be revised and changed in due course of time. Now this step can be related to my case in the following way: My personal objectives in life arranged in decreasing order of priority with time horizon mentioned along with it are: 1. Maintain the standard of living on retirement at the age of 50 after 20 years. 2. Buying an expensive motor car within 2 years. 3. Buying a home within 5 years. 4. To make a mortgage investment within 10 years. 5. Paying off all the mortgage bonds within 20 years. The second step is about calc ulating and determining the money required for fulfilling each of the objectives. All the household incomes and expenditures are to be calculated and the difference is also to be calculated. Present value of money should be considered while doing the calculations and the annual inflation rate should also be taken into account. This can be applied in my personal retir