The Calling

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The Calling

Johnny Micheal Bojinoff

440 SW th Avenue Apt#• Beaverton , Oregon 7005 • 50.646-677

HIGHLIGHTS OF QUALIFICATIONS

Order College Papers on The Calling

•Currently attending Le Cordon Bleu, Western Culinary Institute.

•Over 18 years experience in the hospitality and food service industry.

•Relate easily with all kinds of people.

•Trained and skilled in motivating by leading others to the successful completion of tasks..

• Able to work independently and as a cooperative team member.

• Excellent verbal and written communication.

• Punctual, dependable, positive, and hard working.

• Able to perform multiple tasks in a fast-paced environment.

• Possess current Oregon Food Handler's Certification and OLCC Permit.

SKILLS AND EXPERIENCE

Food Service

• Performed a variety of kitchen functions including prep, saut, line, and grill cooking.

• Cleaned and arranged work area to insure compliance with health and safety codes.

• Extensive experience in breads, pastries, and desserts.

• Expertise in baking and pastry, including quality scratch processes.

• Prepared and cooked entrees which appeared on the menu.

• Prepared foods according to special requests.

• Observed foods when finished to ensure quality product.

• Responsible for supplies and food ordering, receiving and inventory.

• Cleaned and arranged work area to insure compliance with health and safety codes.

• Performed as food and beverage server in a fine dining establishment.

• Utilized effective listening skills to understand the needs and concerns of customers.

• Explained policies and procedures to groups and individuals.

• Assisted customers in resolving issues and complaints.

Management Skills

• Provided training to employees both in the kitchen and on the floor.

• Performed as Relief Opening Manager in a full service fine dining restaurant.

• Coached employees to optimal performance.

• Established and promoted professional relationships with internal and external customers.

• Provided feedback to upper management regarding employee performance.

EDUCATION

Western Culinary Institute, Le Cordon Bleu Anticipated Graduation

Associate of Occupational Studies, Culinary ArtsMarch 004

WORK HISTORY

Food Production & Expo Bon Appetit , Portland, OR 00Chef De Cuisine Mallory's, Fort Wayne, IN 001/00

They say, "When you are no longer a child, you should put down childish things." Well, whoever said that never enjoyed playing with their food as a kid. Except now we bring vertically stacked food or fried rosemary sprigs stuffed in roasted garlic smashers to the table during valentines, prom, and every other night of the year. When you have had a culinary passion as long as I myself, one might say you have "The Calling".

A desire to learn new techniques, hone my existing skills, and assess my abilities brought me to Western Culinary Institute. After completion of WCI's Le Cordon Bleu Program I plan to continue my education through working and learning under premier chefs and industry professionals. Opening a restaurant where I can provide the customer with the highest quality ingredients using scratch methods of cookery would be an ultimate goal. Dedication has brought this childhood passion to the forefront of my life and before you now. I possess the soul of a chef and wish to bring people delight in their culinary experiences and turning them on to new and old flavors they may not have a familiarity with.

Participation in S. Pelligrino's "Almost Famous Chef" training and competition will help me focus on immediate and long-term goals as well as improve my contacts and relations within the culinary field, so with my creativity , and experience I believe I am the prime choice for WCI.

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Title VII-Employee Complaint

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Employee Complaints

Abstract

Help with essay on Title VII-Employee Complaint

Based upon the Civil Rights Act of 164 (Title VII), you may file a charge of discrimination with the U.S. Equal Employment Opportunity Commission (EEOC) if you feel you have been negatively discriminated against by your employer because of your gender, religion, age, disability, or race. There are timeframes in which you may file this claim.

We will serve as managers of ZYX Corporations Human Resource Department, which has received a complaint from an employee regarding, what he feels is a discriminatory based test, which is keeping qualified African American applicants, such as himself, from being promoted into the managerial level. Also addressed in this complaint are equal rights for males and females of the company regarding dress code, as well as personal grooming choices.

This paper will discuss, based upon this scenario, possible outcomes of these complaints, as well as the process for filing a claim with the EEOC, for both employer and employee.

Introduction

We have received a formal complaint from John Doe, one of this company's employees. "In this compliant, Mr. Doe claims that the company test he was recently given, to determine if an employee is qualified for promotion into management, is discriminatory." He claims it has a negative impact on African Americans. In addition, Mr. Doe feels it is discriminatory that while women are allowed to wear earrings, males are not, as well as the how the company code addresses the length of men's hair, but does not give equal assessment to the length of women's hair.

We will address this complaint by going over company policy, as well as addressing this situation with the company's legal staff, as, if the outcome of our decision is not favorable to Mr. John Doe, he may then seek to file a claim with the EEOC, under the claim of either Disparative Impact, Disparative Treatment, or Intentional Discrimination Against a Class. Under any one of these grounds, he may file a claim under Title VII.

Questions/Body

If an employee feels that he/she is a victim of discrimination where they work, they have the right to file a claim with the EEOC. Filing a claim is free for the employee. However, they do have to go to the local EEOC office and file a claim. The local office has an obligation to investigate the claim filed regardless of what it is. For government employees, a claim must be filed within 0 days of the alleged act of discrimination. For private sector employees, a claim must be filed within 180 days. This is to keep the incident fresh in the minds of potential witnesses and also to help make sure that those witnesses are still in the area.

Some states have their own enforcement offices of EEOC regulations. If this is the case and the state has contracted through the EEOC, it is known as a 706 agency. Claims that are made to the EEOC will be deferred to the 706 agency. Should the 706 agency not be able t get an agreement between the employer and the employee, the EEOC does an investigation. The EEOC has to notify the employer with-in 10 days that a claim has been filed against them. Potential interviewees will be made available for the purpose of the investigation. Investigators will interview personnel, review records, and attempt to find reasonable cause for the complaint.

The EEOC (or 706 agency) will set up a mediation process for the employee and employer in an attempt to settle the complaint prior to a full-scale investigation. This mediation process was started in February 1. It is voluntary for both parties and if they agree to mediation, it must be completed within 60 days if it takes place in-house, or 45 days if it takes place outside the workspace.

When both sides agree to the findings from the mediation process, then the claim ends. If one side or the other doesn't agree with the findings, then the process goes back to the EEOC for further investigation. After the investigation, if the EEOC finds that there isn't a cause (called no cause), then the employee is notified by the EEOC via a 'right to sue' letter. If the EEOC finds that there is reasonable cause, then they notify the employer of possible remedies to the claim. The employer then chooses to either accept the remedies or challenge the findings through an appeal process.

The employee will have to prove that he/she was discriminated against under the federal laws that fall under the realm of EEOC regulations.

Upon review of the management entrance examination with our legal staff, we uphold the validity of the exam. We, the company, do not feel it is discriminatory against African Americans. Reviewing the ratio of African American employees in the entry-level positions against the ratio of African American employees in the management level, there is reasonable consistency to back up the exams validity. There is currently a case of race discrimination,

similar to this complaint, which is awaiting appeal in the Supreme Court. Adams vs. City of Chicago, 4CV 577, which involves the 14 sergeants promotional test prepared for the Chicago Police Department. The plaintiffs were African-American and Hispanic Chicago

police officers who contend that the test has a disparate impact and is unlawful employment practice. They contend that proportionally fewer minorities were offered promotions, constitution discrimination. Again, our numbers show that the ratio is equal between the number of minority entry-level employees vs. minority management.

The second part of Mr. John Doe's complaint, which addresses the dress/grooming code, has also been upheld as valid by our legal staff. When Mr. Doe signed the contract to become a Full Time Employee with the company, he agreed to abide by our policies, which included the policy regarding earrings for men and hair length. Being a continually growing and prospering company, this is something that can be looked at in the future, to maintain if this is an outdated policy that may need reviewing. For now, however, we stand by the policy to which Mr. Doe was aware of before he accepted his position with the company.

Conclusion/Summary

The specific process for filing a claim with the EEOC is spelled out very clearly. An employee can file a claim without cost to them, which is very good because not all employees can afford assistance in dealing with such claims. Both the employee and the employer have choices along the way once a claim has been filed. They may take the claim to a full-blown investigation and then have the EEOC hand down their opinion. They also have the choice to go to mediation before the full-blown investigation. The ZYX Company had a claim filed with the EEOC against them by an employee John Doe. Mr. Doe's complaint stated that ZYX was unfair and discriminated against him because he was African American and a man.Company officials along with the company's legal representative looked into the claims brought forth by Mr. Doe. The company found that it believes the company is in the right. There are a proportionate number of African Americans in entry-level positions that resonates with the number in a management level. It was also found that Mr. Doe signed and did not complain about the dress code/hygiene policy when he signed on as a full time employee. ZYX has done an internal investigation and stands behind the decisions they have made in the past.

References

Dessler, G. (000). Human Resource Management (Eight Editions). [University of Phoenix

Special Edition Series]. Upper Saddle River, NJ Prentice Hall, Inc.

Ethan A. Winning, Frequently Asked Questions about Employee Relations

Copyright 16-00, (retrieved from World Wide Web on April 1, 00)

http//www.ewin.com/articles/faq.htm

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Glasgow's Hogmanay

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GLASGOWS HOGMANAY

Hogmanay is a special time for most people but it is especially important to the Scottish public. As representatives of Scotland's major city, Glasgow City Council have always seen Hogmanay as a major priority and a chance to develop events for the citizens of the city, and its visitors.

Hogmanay is the main attraction of Glasgow's Winter Festival with up to 100,000 people expected to attend all the different stages on the night. Hogmanay 00 offered different musical events based within George Square and the Merchant City running from pm to 1.0am.

The city centre was split up into three different zones and four different stages where people could enjoy a variety of music and comedy. The focal point, George Square was zone one and played host to the Ceilidh, Celtic and Comedy stage. Zone two had two different stages. In Wilson street there was the new music stage and in the Trongate there was the party stage. Lastly, zone three was held at the King street car park where top bands such as Toploader and McCalmont and Butler entertained thousands of fans.

The group asked a hundred people around the George Square zone about their feelings on the Hogmanay party. The group soon noticed that some of the answers that they collected were very similar. These included having alcohol available at one side of the square as it was forbidden to bring alcohol into it. Some people also felt that the ice rink still on George Square was an obstruction as the Hogmanay party was in progress.

In the past George Square has played host to some of the world's DJ's. This has always proved to be very popular and has attracted some massive crowds. Because of this some people felt that it would have been a better idea to have dance music making it all a more lively affair. The questionnaire that we asked the public put emphasis on asking questions about charging for the Hogmanay events remembering that they were all free. The group found that the majority of people would have been willing to pay to see the events and the full answers can be seen in appendix ….

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Antrhopology article review

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"Lake Creek A Woodland Site

in the Texas Panhandle"

by Jack T. Hughes

Jack Hughes wrote this journal to report the results of some initial investigations of an Indian campsite with probable Woodland affiliations in the Panhandle of Texas. Hughes reports this to help the reader better understand the existence and both lifestyles and habits of the Indians in this area. The site is located on the J.Evetts Haley Ranch in the eastern part of Hutchinson County in Texas. It is situated on the west bank of Lake Creek, which empties into the South Canadian River about 4 miles southeast of the site. For a better understanding of the background of the area, Hughes stated that this stretch in the Canadian Valley was a favorite wintering ground of the Comanche and their allies. Nearby, in a creek valley three miles east of Lake Creek are the remains of a fort built in 1840 by William Bent for trade with the Comanche.

As the excavation of the site progressed, it was noted that the first foot dug consisted of a brownish humic sand which turned yellowish towards the bottom. At this depth, some flint chip specimens were found which indicated that more was to come as the archaeologists dug deeper. They were right, as many artifacts were found, with 1 in all. The artifacts that were found consisted of projectile points, knives, scrapers, gravers, blades, choppers, chopper-hammers, cores, manos, grinding slabs, bone beads and animal remains. The existence of these particular artifacts suggests that the Indians of the time were both hunters and gatherers. The projectile points and knives were undoubtedly used for hunting and skinning purposes, as the grinding slabs and scrapers were probably used for crops and other food preparatory purposes. Most of the objects were composed of Alibates flint, which is a common stone of the area. This suggests that the Indians weren't as nomadic as other tribes.

Among these previously mentioned artifacts, pottery was also excavated at the site. The Lake Creek site produced about forty-eight sherds of two very different kinds of pottery, which may be characterized as corded ware and plain ware. Hughes entered this into the article to once again better get an idea of the way of life of the people. Pottery found also indicates that the tribe didn't relocate very often, as artifacts of this nature would have taken much time to produce.

Hughes puts such artifacts, as the knives and points into categories. There are three categories for the knives; beveled, plain and flake. Hughes describes a beveled knife as being a small tip fragment of a narrow-pointed, straight-edged knife. A plain knife is described as being a simple knife, with no bevels whatsoever. Many specimens of this type were found. The flake knife is a knife with bi-facially retouched edges. Near all of these were found to be comprised of Alibates flint. Hughes put this information about the differences in knives to help readers understand both the sophistication and technological advances of this Indian tribe. It is not clear whether or not the tribe invented the different knife varieties or if they were adopted, however, the artifacts were found fairly shallowly in the ground, suggesting a more recent tribe, which indicates a later existence in the area.

Hughes concludes the article with comments about the site, such as the suggestion that the Lake Creek Focus represents a group residing in the region, rather than passing through it. My conjecture about this was also verified when he mentioned that the traits found about the Indians gave further evidence of residences, such as the pottery and trading evidence. I think that Hughes did a very good job writing the article, supplying the reader with extensive details about the dig, which helps the reader visualize the excavation.

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Prejudice is Ignorance

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Prejudice is defined as hatred or unfair treatment of a particular group, such as members of a race or religion or nation , the dislike or distruct of a person, group,custom etc that is based on fear or false information or to make any judgment without having adequate informations. Prejudice can be defined as dictionstereotyping, racism and segregationary as hatred or unfair treatment of a specific group because of preconceived attitudes or opinions about other people. Prejudice is a preformed and unsubstantiated judgment or opinion about an individual or a group, eitherfavorable or unfavorable in nature. However, the term usually denotes to negative attitudes held toward others based solely on their membership in a specific group(social or ethnic).

The source of prejudice is ignorance or a persons unwillingness to understand others. This leads to discrimination and hatred. View or opinion that ones own group is the center of civilization; all other groups are merely a reflection of ones own group, and ones own way of life is the best way of life. These group can be defined by economics, race, religion, caste, or class; some degree of ethnocentrism is known in all societies and cultures; racism and extreme nationalism are also examples of prejudice.

Dehumanizing nature of racial prejudice is one of the major form of prejudice based on perceived physical differences and usually refers to unfavorable or hostile attitudes toward people perceived to belong to another race. Racism usually results in a belief in the superiority of one's own race. The cause of racical prejudice is the human tendency to form stereotypes and generalized beliefs that associate whole groups of people with particular traits. Racial stereotypes are exaggerated or oversimplified characterizations of the appearance, personality, and behavior of a group of people. For example, at one time or another, certain racial groups have been described as lazy, stupid, athletic, dishonest, violent, or miserly.

Throughout the developing world, ethnic and racial minorities experience prejudice from majority groups and have difficulty attaining an average standard of living. For example, under the system of apartheid, enforced in South Africa from 148 to 1, the government systematically denied rights, fair treatment, and educational and employment opportunities to nonwhites, leaving them in massive poverty. Migrants and refugees, who have left their native land and settled elsewhere, also experience high degrees of poverty. Migrants commonly lose the immediate economic support of their families and enter into societies in which they may have difficulty finding good work, especially if they do not speak the language

In Europe, throughout history, ties of minority peoples with their countries of ethnic origin have led to international disputes and wars, as in the case of the Sudetenland. In a heterogeneous society, cultural and class differences between diverse elements of the population can become more pronounced, causing inequalities through discrimination. So prejudice and racism refer to beliefs or attitudes about people, discrimination refers to actual behavior and action based on these attitudes. Another example, racial discrimination takes place when an African American couple is denied a bank loan for a house that a similarly qualified white couple would have received. In the United States prior to the 160s, a lack of federal laws permitted discrimination against black Americans in housing, employment, education, public accommodations, voting, and access to the judicial system. These forms of discrimination led to the civil rights movement in the United States, a movement by black Americans to achieve racial equality.

Relating to religion, prejudice is one of the most destructive animal held sacred, despair and terror completely overpowering reason. Religion is another name for fear in favour of those forms of worship which require the most bloody sacrifices considered most sacred to passion and imagination which are the most revolting to reason and common sense. the religious prejudices of Muslims and non-muslims roducing a mounting toll of bloody dead and injured and of property loss. The communal riots occurred in regions where the two great religious communities lived side by side ever in history. Religious intolrance an enlightened state in which the fires of greed, hatred, and ignorance have been quenched after the name of religion.

Minority Group, group of people sharing common ethnic, racial, or religious backgrounds, especially when constituting a comparatively small proportion of a given population. Minority groups often have fewer rights and less power than majority groups. Minority Group, group of people sharing common ethnic, racial, or religious backgrounds, especially when constituting a comparatively small proportion of a given population. Minority groups often have fewer rights and less power than majority groups.

What is the extent of this evil wickedness prejudice? How far will it go until the entire world realizes that it is wrong? Prejudice continues to infect and destroy the dreams and minds of many people. A human being is not born with prejudice. Prejudice is taught to children at an early age to make certain that their father's beliefs continue. By the time a child reaches adulthood, he or she might have the same hatred of their fathers. Prejudice has gone through many extremities promoting violance and anger towards the other who are different.

The weakness of spirits is one of the fundamental causes of prejudice, the person who has a strong spirit examines the facts before of extract the conclusions, thats so to say, judge after of knowing the thing, the weak person has a conclusion before of have exanmined the facts, thats to say, prejudice and fall in the prejudice. The biggest mistake that people commit is that they have not yet discovered the courage and meaning to act under their own ideas and thoughts and not for what the others do and say, and just for measure people for what they have and not for what they are, only, when they can realize this mistake only then we could achieve to finish with the prejudices that exist in the world.

There is no one reason for prejudice. Ignorance and hate contribute to that toxic thinking. Prejudiced behaviors in people is a response to a lifetime beliefs passed down generation to generation.

Presuming the genetic character of prejudice then thanks to selfishness, failure of moral imagination, hatred and ill-will. Infact human beings did not often have either an open mind or an open heart. This is not a hedrited trait but the only ignorance which is denial and promots prejudice as elitist.

The man is obviously an ignorant bigot. To defy prejudice let them know that you are learning and that you are trying to understand and to be whole hearted training their mind , charcter producing spirit of tolerance and art of co-existing. Enlightenment is man's leaving his self-caused immaturity. Immaturity is the incapacity to use ones intelligence without the guidance of another. Such immaturity is self-caused if it is not caused by lack of intelligence, but by lack of determination and courage to use ones intelligence without being guided by another.

Solutions include comparative knowledge of ones own and other cultures; concept does not involve only a preference for ones own way of life, but a prejudice against other ways of life. To eliminate the prejudice in society, people must be tolerant and examine their own beliefs and ways of thinking and operating in the world. They must look beyond their own histories and skin color and listen carefully to those who have been harmed. We as a society must learn from our mistakes. We require to make this world a better place. Our future and the future of those who follow us are counting on it.

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Association, break his favorite bat. Hillerich took Browning to the shop and turned out a bat, and next day Browning went three-for-three with it.

The growth of wooden bats only grew from the first bat ever made to where now Louisville Slugger, a bat manufacturing company out of Louisville, Kentucky, makes approximetly one million bats a year. The first wooden bats were long and heavy and many players had to adjust to the techniques .Although through the years many companies have created their own wooden bat and sold it from the factories, Louisville Slugger was the first company to distribute and manufacture bats to the public, and are well known for their bats durability and quality. Most of the bats that are manufactured are primarily made northern white ash. The best timber comes from parts of Pennsylvania, New York and other northeastern states where the terrain and climate are most favorable to its growth. Hillerich & Bradsby Co. owns some forests in that area. Some of the Major League players request bats made of maple, which is stronger than white ash, but also heavier. In the past, hickory was also a popular wood for bats, but it is too heavy for most of today's players to use.

The first wooden bats were long and heavy and many players had to adjust to the techniques Although through the years many companies have created their own wooden bat and sold it from the factories, Louisville Slugger was the first company to distribute and manufacture bats to the public, and are well known for their bats durability and quality.

As years go by the technologies that are used in creating the wooden bat may change but the evolution and history of the bats will always be the blueprint of what all of the bats are made after.

Although wood baseball bats are still required in the minors and major leagues, high-tech bats are being used by youth, high school and college teams across America and around the world. During the 180's, aluminum bats made their first appearance and became very popular for several reasons. In the early years of the aluminum bat people often thought that they would automatically increase the distance they could hit a baseball or softball or even that the bat would help you have better techniques and become a more 'professional' hitter. Mainly people wanted to try these bats out for the supposed increase in power. Many players have been put in the position of possibly switching from the wooden bats that have been around for centuries to the new aluminum bat. When looked at the aluminum bats match up with the wood bats but have qualities that a wooden bat will never have. Aluminum bats are completely stronger than wooden bats consisting of metals woven together to create the 'ping' sound metal bats are known for. Players in the northern states are the best examples to attest to the fact that hitting with a wooden bat in cold weather for the first time will teach a player to purchase a pair of batting gloves.

. Second, hitting a ball below the barrel of an aluminum bat did not sting as bad as a wooden bat. And another reason why people switched to aluminum bats when they came out was because they could produce bigger hits, which is what every batter is looking for. The reason why professional teams did not switch to aluminum bats was because they would make the relative distance to the fences a lot shorter. Yes, batting statistics would better than ever, but then teams would have to go and build new stadiums to make to game more challenging."

The technology put into baseball bats is constantly changing, and in order to keep up with this technology the bat producers have to raise the prices of the bats to pay for the materials needed to make them stronger. Many people argued that these bats are not breakable but when tested under the right conditions, researchers have discovered that there in certain temperatures these bats can be vulnerable to break. Professional baseball players are the only ones that cannot

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