The Constitutional Convention Of Philadelphia Essay

55 delegates of twelve states wrote the Constitution at the Constitutional Convention in Philadelphia during the summer of 1787 and in 1788 the states ratified it. That gathering at Philadelphia’s Independence Hall brought nearly all of the nation’s most prominent men together, including Alexander Hamilton, Benjamin Franklin, James Madison and George Washington. Several of the men appointed had records of service in the army and in the courts and others were experienced in colonial and state government. When Thomas Jefferson found out who had been appointed he wrote â€Å"It is really an assembly of demigods† to John Adams. That summer in Philadelphia, the men, drew out a document defining the distinct powers for the the president, the federal courts and the Congress. This division of authority that was established is known as the principle of separation of powers, and it ensures that none of the branches of government can overstep their boundaries. One of the most important principles incorporated in the U.S. Constitution is separation of powers. The U.S. Constitution divided the central government into three branches and created a system of checks and balances as a way to prevent the concentration of power. â€Å"The accumulation of all powers, legislative, executive, and judiciary, in the same hands, whether of one, a few, or many, and whether hereditary, self-appointed, or elective, may justly be pronounced the very definition of tyranny.† In order to be sure that the mainShow MoreRelatedThe Constitutional Convention Of Philadelphia Signed The United States Constitution1107 Words   |  5 PagesDelegates to the Constitutional Convention in Philadelphia signed the United States Constitution on September 17, 1787. Designed to replace the weak Articles of Confederation previously in place, the Constitution delineates and outlines the powers of the different branches of government. The Constitution also includes the Bil l of Rights that states the rights of the citizens. As of this year, the Constitution is two hundred and twenty-nine years old. The Constitution continues to have an impact onRead MoreDecision Of Philadelphia The Constitutional Convention Of 1787 By Christopher Collier And James Collier1318 Words   |  6 PagesIn the book â€Å"Decision in Philadelphia the Constitutional Convention of 1787† by Christopher Collier and James Collier present an exclusive glance at the creating of the Constitution and the events that made the Constitution the way people know it today. Christopher and James Collier begin with historical events that led up to Constitutional creation and a brief summation of the events that were taking place in the country during that time frame. 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In conclusion, the Constitutional Convention and the ratification process were flooded with myriad of conflicts of interests between the delegatesRead More The Creation of the American Democracy Essay872 Words   |  4 PagesDemocracy When the Framers of the Constitution met in Philadelphia, they came together with one common purpose in mind. They needed to form a fair and solid system of government that would stand the test of time; one that was both fair for the people and would not involve a monarchy. Each of these men had their own ideas on what would constitute this system, however, so many compromises had to be made. Together, the men gathered in Philadelphia created a federal system of government and drafted aRead MoreA Delegate Of The Constitutional Convention1257 Words   |  6 PagesA delegate of the constitutional convention in Philadelphia made this statement about James Wilson Government seems to have been his peculiar study, all the political institutions of the world he knows in detail, and can trace the causes and effects of every revolution from the earliest stages of the Grecian commonwealth down to the present time. This statement describes James Wilson to a tee, he not only had how the gove rnment worked memorized but he also could take that knowledge and infuse itRead More George Mason Essay1019 Words   |  5 PagesLexington), in citizens rights, and a non-tyrannical central government (Miers 41). He was known as a great debater, the best that James Madison had ever seen. Mason spoke up many times during the constitutional convention, about different subjects he strongly believed in. 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The Experience That Sandra Arguelles Daire Has When...

The beginning of the article discusses the experience that Sandra Argà ¼elles Daire has when teaching mathematics. It continues with discussing the different activities you can do during pi week and different months of the year. Sandra shows us all kinds of activities that you can do with students to let them get excited and interested in math. Although, they cannot prove that these activities have helped students become more efficient in math their scores have increased and throughout the years the student’s participation has increased as well. Sandra tells us when she first started celebrating pi week in her classroom it was just her classroom that participated in the different activities but after students started becoming more interested she got the entire school to celebrate pi week with her. She would put a problem outside her room and the students who answered correctly would get a prize. Her very first question was â€Å"Divide the circumference of a music CD by its diameter. Round your answer to five decimal places† (Daire, 2010, p. 510). She remembered some students actually measuring CD’s in the hallway. All the prizes she gave away were donated by the community. The principal would even let student’s wear mathematics-themed shirts on March 14th to celebrate. The ceramics and technology teacher became involved and the celebration grew bigger each year. Due to the celebration growing each year she collected many activities that was too much for one week so they decided

Eleven Case and the Industrial Relations System

Question: Discuss about the Eleven Case and the Industrial Relations System. Answer: Introduction: 7-Eleven, the largest convenience store chain of Australia has been under the scanner for over seven years. The reason for this being the alleged systematic underpayment of wages to its employees mostly international students. Investigations have also given indications of rosters and time sheets being doctored, store financials having wage bills that are understated and explosive documents in relation to payroll compliance (Hobday, 2016). The store reviews have provided further evidence of deep rooted rot within the Australian empire of 7-Eleven (The Sydney Morning Herald, 2015). This essay will discuss a brief summary of the report that was released by Fair Work Ombudsman (FWO) in April, 2016 on the findings of the inquiry that it carried out on the franchisees of 7-Eleven in view of the above allegations of systematic non-compliance with federal workplace laws. Besides this, it will also explain the failings or gaps that are present in the industrial relations system which enabled the convenience store to underpay its employees. Finally, recommendations will be provided which will help in protecting the rights of the employees so that they are prevented from being exploited on the same lines in future. Brief Summary of the 7 Eleven Inquiry The Fair Work Ombudsman carried out an inquiry into the franchise network of 7 Eleven. This was prompted by allegations from the employees of 7-Eleven regarding the systematic non-compliance with the federal laws in relation to the workplace. It had also come to light that several franchisees were falsifying the records in a deliberate move for disguising the underpayment of wages (Australian Government, 2016). The FW Act permits inquiry into any practice or act which is in contradiction to the Act, an instrument of fair work or safety net contractual entitlement (Australian Government, 2015). Thus, the purpose of such an inquiry by FWO was identifying if the allegations had a basis within the store network of 7-Eleven, what factors were the driving forces for non-compliant behaviour, were these factors being disguised and in case yes, then how, how was it possible to expose them and who was responsible for it. The inquiry looked to access the role as well as the involvement of the companys head office and if the franchise operating model was in itself a contributing factor to the unlawful behaviour that certain franchisees demonstrated. The aim of the inquiry was also to find out if the workers themselves turned out to be in participants in the non-compliance either inadvertently or reluctantly. The inquiry for structured in a way that it included several major activity components particul arly investigations on the basis of the assistance requests from the individual employees, testing allegations that were anonymous, engaging with 7-Eleven and forensic auditing of a sample of the stores in an in-depth manner (Australian Government, 2016). Based on the continuous concerns of the employees as well as intelligence the strategic inquiry by FWO started in a sample of 20 stores of 7-Eleven throughout the provinces of Queensland, NSW and Victoria in June, 2014. The aim of the inquiry was to test the allegations by means of site inspections in a coordinated manner followed by an analysis of record keeping of a sample of 20 stores of the company. Several in-depth investigations were also undertaken which revealed concerning levels of non-compliance with both the Fair Work Regulations 2009 and the Fair Work Act 2009 and many instances of records being deliberately manipulated for disguising underpayment of wages. Three of the five stores were found to be underpaying their staff (Australian Government, 2016). The investigations of sample stores and other stores which were investigated as a result of wider inquiry led to several enforcement action comprising filing of seven matters in the Federal Circuit Court, issuance of 20 caution letters, one enforceable undertaking, issuance of 3 notices of compliance and 14 notices of infringement along with the recovery of more than $293, 500 for the employees (Australian Government, 2016). It was found out by the inquiry that the approach of 7-Eleven to the matters of the workplace promoted compliance ostensibly but it also did not detect in an adequate manner or address the issue of deliberate non-compliance. Consequently, it compounded the matter. In certain specific instances, misleading and false records were created by the franchisees for satisfying the auditing as well as payroll regime of 7-Eleven while they continued to underpay their workers (Briton, 2015). Despite the presence of such signs, 7-Eleven did not make any substantial alterations in either its store review processes or its payroll system for targeting the risks related to incorrect record-keeping. The inquiry also suggested that the records or store practices were not interrogated sufficiently by the payroll section for uncovering the signs of non-compliance where they were hidden by the franchisee even though a reasonable basis was present before 7-Eleven to conduct inquiry and take action (Austra lian Government, 2016). The Failings (Gaps) are in the Industrial Relations System that Enabled 7-Eleven to Underpay its Workers The formal allegations related to non-compliance led to the identification of certain themes as well as practices related to gaps in the system of industrial relations which led to the workers being underpaid. The workforce of 7-Eleven largely consisted of international students from the backgrounds that were non-English speaking. Although the international student visas permit them to work for 40 hours in a fortnight, several of the students were working in excess of this. They are paid correctly on paper but half their pay is taken back by blackmailing them, indicating the existence of a cash-back scheme (Cox, 2016). Thus, they were employed in breach of their visa conditions and threatened with deportation in case they complained. Their wage records are falsified to show that they were working as per the requirements of the visa. A common feature of these kinds of allegations was the training periods that were unpaid and ranged from one shift to 14 days of work(Nunweek, 2015). It thus came to light that the intersection between the visa framework as well as the workplace relations system was apparently multiplying the vulnerable situation in which the workers found themselves. The international students in Australia are permitted to work for only 20 hours in a week but they were forced to work for 40 hours by the franchisees and then paid only for 20 hours. Therefore, if their base wage per hour is $24, they effectively receive only $12 (Branley, 2015). As per the law in Australia, the minimum wages cannot be undercut by the employers, even though the employees might make an offer of accepting the low rates. The employees also have to maintain at all times, accurate records related to time-and-wages. There are minimum pay rates that apply to everyone in Australia and are not negotiable. The employer cannot take advantage of any worker especially an overseas employee who may have limited knowledge of English and their rights of the workplace but the student s were threatened that if they tried to complaint they will end up losing their visas or being deported due to the breach of the conditions in their own visas (Nunweek, 2015). This way the franchisees took advantage of the gaps and exploited the vulnerability of these students by catching them in a vicious trap. Recommendations Recommendations which will protect the rights of employees from being exploited along similar lines in the future should first of all recognise the need of balancing the range of regulatory as well as policy settings that every framework is looking to address. In light of this, it is recommended that companies implement arrangements for effective governance which ensure that all the federal workplace laws are complied with. The companies having franchisees can also establish a staff consultative forum which can have representatives of the employees from the different parts of the network and this should be separate from the franchisees. These companies should accept their ethical as well as moral responsibility to make sure that their stores meet the expectations of the society and the community for fair, safe and equal work opportunities for every employee. The corporates like 7-Eleven also need to review their operating models for ensuring periodic reviews of their financial viabil ity and also legal exposure with respect to their agreements of franchising. An independent external party may be engaged for self-auditing their compliance. Steps should be taken for improving the employment related practices of the franchisees by implementation of changes that are not only permanent but also sustainable for a franchise model for ensuring that workplace relations law like the Fair Work Act, 2009 and other instruments related to it are complied with in full for every employee in all the franchisees. Conclusion The FWO inquiry was conducted particularly for figuring out if 7-Eleven had a part to play in the alleged employment record falsification and wage underpayment by the franchisees. It also looked for identifying and addressing the non-compliance drivers, the motivations along with the actions of the workplace participants. Its aim was to understand in a better way the roles of 7-Eleven, its franchises as well as its employees respectively in the culture and operating model of the network. It found that 7-Eleven did not take steps for rectifying this incorrect act of the franchisees despite having the sufficient reason to do so. Advantages were taken of the gaps in law by employing vulnerable international students in breach of their visa conditions. They were underpaid, exploited and threatened with deportation in case they complained. For avoiding such kind of exploitation in future and protecting the employee rights, a sustained effort is needed for which resources have to be alloca ted for a longer time period. A sustainable behaviour change has to be driven top down and the culture of compliance has to be rebuilt by a strong leadership as false record-keeping has apparently been ingrained within each and every aspect of the network. References Australian Government. (2016). A Report of the Fair Work Ombudmans Inquiry into 7- Eleven: Identifying and addressing the drivers of non-compliance in the 7-Eleven network . Australia: Australian Government. Australian Government. (2015 ). Fair Work Handbook. Retrieved August 31, 2016, from Fairwork Ombudsman: https://www.fairwork.gov.au/ArticleDocuments/712/Fair-Work-Handbook.pdf.aspx Australian Government. (2016). Fair Work Obudsman: Statement of 7-Eleven. Retrieved August 31, 2016, from Australian Government: https://www.fairwork.gov.au/about-us/news-and-media-releases/2016-media-releases/april-2016/20160409-7-eleven-presser Branley, A. (2015 ). 7-Eleven staff work twice as long at half pay rate, investigation reveals. ABC News . Briton, B. (2015 ). 7-Eleven scandal: The tip of a low-wage iceberg. Guardian (Sydney) . Cox, D. (2016 ). 7-Eleven wage scam: Union says it has evidence cash-back scheme is 'still alive and kicking'. ABC News . Hobday, L. (2016 ). 7-Eleven wage underpayment claims taking too long: Allan Fels. ABC News . Nunweek, J. (2015 ). Lessons from 7-Elevens scam. Overland Literary Journal . The Sydney Morning Herald. (2015). How 7 Eleven is Ripping off its workers.. The Sydney Morning Herald .

Jaime Yap Dr. L. Robinson ENGL 1130.008 5 Aug 2015 Essays - Culture

Jaime Yap Dr. L. Robinson ENGL 1130.008 5 Aug 2015 The Role and Effectiveness of Social Media in Online Activism/How Your " Likes " Actually Affect Social Movements?/ More than just a Thumbs Up: How far a Like ' goes for social movements/ What your Like ' Really Means As you are mindlessly scrolling through Facebook to pass the time, you scroll past all the cat videos and boring status updates, but you notice a trend of people dumping ice water over their heads repeatedly showing up on your feed. You are intrigued and amused at the hilarity of their reactions, and you cannot help but to be drawn to the novelty of it all. The Ice Bucket Challenge has garnered a tremendous amount of media attention due to its viral nature with over 17 million people uploading their challenges on Facebook and plenty of celebrities joining in the social movement, all in the name of raising awareness and funds to find a cure for amyotrophic lateral sclerosis ( ALS). But what is the true motivator that drives people to participate in this challenge? Are they not deterred by the rules of the challenge: get drenched by a bucket of ice water and donate any amount of your choice or donate $100 to the organization? Is it just a test of bravery, a submission to peer pressure or a sincere act of support? How effective can social media be in social activism? Though it has been proven that social media acts as a platform for advocacy organizations to reach a wider range of audiences, faster communication speeds. In this paper, I will discuss the motivations behind participating in social activism, compare the methodology and results of the ALS Ice Bucket Challenge social movement and the #StopYulin2015 movement, as well as argue that though social media is effective in facilitating civic engagement and collective action from the public, it fails to make a difference in the outcome of the social issue or achieve the social campaign ' s goals . In a world of hashtags and viral videos, it is easy to share information with just a click of a mouse. This has given rise to the term slacktivism ' defined as " a ctions performed via the Internet in support of a political or social cause but regarded as requiring little time or involvement, e.g., signing an online petition or joining a campaign group on a social media website " according to the Oxford English Dictionary . These developments in the world of social movements are especially prevalent and important when considering the question of how personal engagement levels affect the effectiveness of social media in online activism . The cost of participation (Olson, 1968) in social movements has been generally accepted as a motivator or demotivat o r of potential activists. Lower participation in collective action has been tied to large time and financial commitments. However, t he Internet has dramatically lowered participation costs and even allows for individuals to make smaller contributions that, when aggregated, account for a much larger whole. Aggregation works on a number of different levels in modern social movements, perhaps most significantly in that it serves as a way to demonstrate support for a cause, as backing by large numbers of people is widely considered to be at the heart of any social movement s influence and ultimate success. One way aggregation occurs is through online social networks, which allow for individuals to quickly and without cost click their support, and, in essence vouch for a cause, often implicitly and sometimes explicitly asking for others within their networks to do the same. Civic engagement refers to the process of " moving an individual away from disinterest, distraction, ignorance, and apathy and towards education, education, understanding, motivation and action " (Obar, Zu be, Lampe 2). Civic engagement encompasses a variety of forms of political and non-political activities. Common forms of civic engagement are making donations, attending political talks, participating in community work or political campaigns (Hay, 2007, Putnam, 2000 and Shah et al., 2001), while online civic engagement includes posting civic messages and signing online petitions ( Lovejoy , Saxton 201 2). Collective action refers to the " pursuit