The Nuiances of Help with Academic Writing

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Crusade to Exterminate Vampires in Draculas Inferno by...

â€Å"For life be, after all, only a waitin for somethin else than what were doin, and death be all that we can rightly depend on† (73). Dracula, written by Bram Stoker, involves a small crusade to exterminate the threat of vampires, along with Dracula, the master. Throughout the book, Dracula is a cause for many of the problems, as his sins spread and cause other sins. The sins that are the foundation for the levels of Hell are represented through the negative actions of the characters in Dracula. Dracula represents the sin of Lust early in the novel. Jonathan Harker is at Carfax estate working out business of buying a house in London with Count Dracula. The Count informs him that bad dreams will haunt him if he sleeps outside of his room. Disobeying the Count’s information, Jonathan finds a room with a couch and falls asleep on it. He is awoken by three mesmerizingly beautiful women. All three had brilliant white teeth that shone like pearls against the ruby of their voluptuous lips. There was something about them that made me uneasy, some longing and at the same time some deadly fear. I felt in my heart a wicked , burning desire that they would kiss me with those red lips. It is not good to note this down, lest some day it should meet Mina’s eyes and cause her pain; but it is the truth (39). Jonathan committed Lust, one of the lighter offences in Dante’s Inferno, although it is still punishable by being in Hell. He was soon to be married to Mina, but had a yearning to be

French Terms for Ib Sl French B - 8316 Words

Vocabulary List General and Topic Areas 1 to 5 GCSE French OCR GCSE in French: J730 OCR GCSE (Short Course) in French Spoken Language: J030 OCR GCSE (Short Course) in French Written Language: J130 This Vocabulary List is designed to accompany the OCR GCSE French Specification for teaching from September 2009  © OCR 2010 Contents Contents French GCSE Vocabulary List French Vocabulary List General 2 3 5 12 12 21 28 28 31 36 36 37 40 40 42 48 48 51 Topic Area 1 Home and local area Life in the home; friends and relationships Local area, facilities and getting around Topic Area 2 Health and sport Sport, outdoor pursuits and healthy lifestyle Food and drink as aspects of culture and health Topic Area 3 Leisure and entertainment (includes†¦show more content†¦it doesnt matter however certain / sure luck thing from (a person) half so / therefore dozen equal equally / also, too still / yet again space sort / kind on purpose time much idea there is / are day thing / whatsit handle manner / way make / brand even / same thank you middle mixed less (than) / minus month half medium / average means / way (brand) new neither new Page 5 of 52 French Vocabulary List General nul numà ©ro occasion doccasion occupà © oui particulier pas pas encore pas mal de peut-à ªtre plein plupart plusieurs plutà ´t pointure presque pressà © principal(ement) privà © quand mà ªme quant à   quart quelque chose quelque part quelquefois raison / raisonnable rà ©el rà ©gulier (de) rien salut seconde semblable sembler seul seul / seulement si suffisamment suivant / suivre supà ©rieur sà »r surtout tant tant mieux tant pis tas tel / tellement tiers tous les deux tout le monde unique utile / utiliser vÅ“u voici voilà   volontiers vrai / vraiment y compris no good number opportunity second-hand occupied / busy yes particular step not yet a fair number of perhaps full majority several rather / quiteShow MoreRelatedAims of the Participants and the Peacemakers : Wilson and the 14 Points2334 Words   |  10 Pages11th Grade IB DP History (SL) | Research Paper | Aims of the participants and the peacemakers : Wilson and the 14 points. | Word Count: 1495 | I. Introduction On January 8, 1918, during the Joint Session of the American Congress, Thomas Woodrow Wilson, announced his Fourteen Points to try to ensure permanent peace, bring a speedy end to the World War I (WWI) avoid another cataclysmic conflict as such.[1A] The other allied powers tacitly and cautiously accepted Wilson’s plan as a template forRead MoreMathematical Exploration of The Tower of Hanoi1873 Words   |  8 PagesIB SL Mathematics Internal Assessment: Mathematical Exploration of The Tower of Hanoi Mathematical Exploration: Tower of Hanoi History of Puzzle The Tower of Hanoi was invented in 1883, by French mathematician, Edouard Lucas. Sometimes referred to as the Tower of Brahma, the creation of the puzzle was inspired by a Hindu legend, where the puzzle was used for the mental training of young priests. The priests were given a stack of 64 gold disks, each one a little smaller than the one beneathRead MoreHec Montrà ©al Admission4589 Words   |  19 Pagespour expliquer votre cheminement scolaire. Je suis en train de passer ma dernià ¨re annà ©e scolaire secondaire au lycà ©e Intisana à   Quito. Au mà ªme temps, je suis inscrit au programme du BI (Baccalaurà ©at International) dans les matià ¨res suivantes  : Anglais B NS, Histoire NS, Espagnol A1 NS, Économie NM, Mathà ©matiques NM, Systà ¨mes de l ´Environnement et Socià ©tà ©s NM, et Thà ©orie de La Connaissance TK. Expliquez comment le programme choisi devrait influencer votre carrià ¨re. Le programme B.A.A trilingue estRead Morepaul hoang answers72561 Words   |  291 Pagesfor the encouraging words that many of you have passed on from around the world. In the final installment, I have put together answers/solutions to all 217 case studies. I hope you will find these solutions as a useful starting point. As with all BM mark schemes, the solutions in this Answer Book should be used with caution and flexibility. Students who take an alternative approach to the suggested solutions should still be credited where appropriate; teachers should use their professional

Employee Discipline free essay sample

The disciplinary procedure should follow four rules: * The employee must know the nature of the problem. * The employee must know what he or she must do to fix the problem. * The employee must have a reasonable period of time in which to fix the problem. * The employee must understand the consequences of inaction. Employers must create a discipline policy that will not limit their right to enforce appropriate disciplinary measures. The law requires employers to match the discipline to the seriousness of the offense. The challenge for employers is how to reconcile being consistent in the application of discipline, but still take into consideration the specific facts which tend to make each disciplinary incident unique. Evaluate these 4 criteria when determining the most effective level of disciplinary action: 1. The severity of the offense. 2. The employee’s past performance record. 3. The employee’s length of service with the organization. 4. The organization’s past practice when dealing with this situation. Progressive Discipline Progressive Discipline is defined as a series of disciplinary actions or teps that are progressively more severe leading to improvement of performance or termination from employment. It is usually a set of circumstances or warnings – three strikes and you’re out. The primary purpose of progressive discipline is to assist your employees to understand that: * An opportunity exists for improvement or, * A severe performance problem may exist Companies should consider using the progressive discipline system. The progressive discipline system normally begins with the recruitment process and continues through orientation, training, performance evaluations and daily supervision. A progressive discipline system consists of the following: * A verbal warning * A written warning * Suspension * Termination Misconceptions about progressive discipline! There are many misconceptions concerning progressive discipline. Many employees feel they are entitled to disciplinary measures prior to being terminated. In most cases where at-will employment is the rule, progressive discipline is not a RIGHT; but an opportunity, offered by the employer, to correct performance on the job. It is not a RIGHT unless promised in an employee handbook, collective bargaining agreement or a public, municipal employer. â€Å"At-Will† is the law â€Å"At-will† is the law in every U. S. State (excluding Montana). Employment is at-will unless the employer has taken some type of action to introduce a different policy in the workplace of for a particular employee. An employment relationship for no specific duration may generally be terminated at any time, for any reason or for no reason at all, at the will of either the employer or the employee. The phrase at-will is just another way of saying at the will of either party. In other words, at-will employment means, the job will last as long as both parties wish it to continue and it will end when either party wants it to end. Accordingly, under at-will employment, the employee is not guaranteed a job for any specific period of time. The employment contract between the employer and the employee (any agreement regarding the job, pay, benefits, duties, etc. ) can end at any time. Simply put, the employer may terminate the employee at any time, and the employee may quit at any time. When employees are at-will employees, an employer does not need a reason to justify termination. These employees may be fired for any reason or for no reason. However, employees cannot be fired for an illegal reason, such as unlawful discrimination, refusing a supervisors sexual advances. While to following may differ from state, the below activities may be applicable: * Disclosure or refusal to disclose wages * Voluntary participation in alcohol or drug rehabilitation programs * Refusal to authorize disclosure of medical history or records * Jury duty Political activity * Military service * Volunteer firefighting * Refusal to patronize employer * Refusal to commit illegal activity * Absenteeism caused by attendance at childs school regarding a suspension * Absenteeism for a childs school or daycare activities * Domestic violence victim taking time off to obtain a restraining order, receive care or counseling, or to relocate * Refusal to disclose arrest records that do not lead to co nvictions * Refusal to take polygraph test * Enrollment in adult literacy program * Refusal to participate in abortions Consideration for employment without regard to results of blood tests for AIDS * Serving as election officer on election day * Healthcare workers exercise of statutory duty to report apparent victims of abuse or neglect, without suffering discharge or discipline Some employees are not at-will and are promised some type of job security. If employees have been promised that they will not be fired unless certain conditions are met, the employer must comply with these promises or face a claim for wrongful discharge. Similarly, a discharge may be wrongful when an employer violates an employees procedural rights. For instance, some employers promise employees a formal hearing, a certain number of written warnings, or some other process before they are finally terminated. If an employer fails to carry out these preliminary procedures before firing an employee, the firing may be considered a wrongful discharge. The courts also limit employers rights to terminate employees at-will. There are several instances where employers are not able to terminate an employee at will: * Discharges in violation of public policy. * Discharges that violate the â€Å"good faith and fair dealing† principle. * Discharges that involve breach of contract. Discharges for employee seeking rights under applicable law. * Discharges for cooperation with any investigation. * Discharges for testifying or future testimony in any action brought under appropriate law. Termination under these circumstances is wrongful and often results in a wrongful discharge suit. Each Employee Is Unique Each employee is unique and prog ressive discipline should not be used in a â€Å"cookie cutter† type approach. Progressive discipline should be used in a case-by-case basis, designed to fit each unique situation. Typical steps in a progressive discipline doctrine may include the following: Counseling employees about performance issues and obtaining feedback on the employee’s understanding of the requirements * Verbal warnings or reprimands * Documenting verbal warnings in an effort to improve performance * Provisions for suspensions, etc. After the above offers no resolutions to the problem terminate employment of an individual who refuses to improve. Be fair in all employment practices. Terminate with confidence by preserving the â€Å"at-will† employment status of employees. Termination Terminating an employee can be one of the greatest risks an organization faces. The vast majority of lawsuits filed against organizations are employment related, and the majority of these stem from improper discharge actions. Employment-related litigation is becoming more common, and employees are recovering larger and larger verdicts. Employers should regularly review all of their personnel policies and procedures, as well as employee handbooks and other written personnel documents, to ensure that no promises or statements are being made that could be construed as a binding employment contract. All employers should publish written disclaimers that preserve the employment-at-will relationship. Finally, when terminating employees, an employer should confirm that its action is uniform, consistent and fair. Whenever possible an employee should be given advance warning that particular behavior or continued misconduct could result in termination. Fairness, honesty, and candor with employees are the keys to defending against or successfully avoiding employment-related lawsuits. Conclusion The above is but a brief synopsis of the complex issues and potential risks that might arise when organizations decide to discipline and / or terminate employees. Obtain all the facts, plan before you act and be careful! Strong â€Å"At-Will† policies and careful pre-termination analysis go a long way in reducing the potential for privacy-based employment claims. Philadelphia Insurance Companies has created an alliance with yourHRdepartment (HRD). YourHRdepartment, Incâ„ ¢ provides HR training programs and other materials to all EPL Policyholders to assist the policyholders in reducing their exposure to employment practices liability. This can be accessed through www. losscontrol. com to find out more information. YourHRDepartment. com