Physics Resistance of wires

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Detailed method -

I set up the circuit as shown in the diagram that I have drawn. I started the experiment by taping a meter ruler between the terminal blocks P, Q so that I could measure 100cm of nichrome wire. I made sure that the wire was carefully tightened at both terminals to try to minimise the kinks or twists in the wire. I then switched on the power pack supply and adjusted the variable resistor until a constant current of 0.A was

flowing through the circuit. I then recorded the corresponding voltage reading that was displayed on the digital voltmeter. I repeated this procedure using different lengths ranging from 0-100cm and adjusting the variable resistor until 0.A was flowing through the circuit. After recording the corresponding voltage readings for each length and tabulating them I decided to repeat the whole experiment again another times so that I could take the average voltmeter reading for each length. Using a micrometer screw-gauge I measured the diameter of the wire at different positions along the wire and then calculated its average diameter from the values. I then plotted a graph of the length of the wire against average resistance and used it to calculate the resistivity of nichrome as mentioned in my plan where the average resistance can be calculated using the relation??? R=??V .

I

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Variables in the experiment -

In this experiment I varied the length of the wire each time using a range of lengths from 0-100cm.

I kept the current flowing through the circuit constant using a variable resistor which I kept varying for each length of wire so that the ammeter would always read 0. A. I then recorded the voltage readings from the voltmeter which corresponded to the length of the wire being used.

The temperature of the wires in the circuit needed to be kept constant to prevent the whole circuit from overheating. I managed to do this by quickly switching off the power pack supply every time I had recorded my set of readings. I then left the power pack to rest for a small interval of time before switching it on again to record the next set of readings.

I also kept the diameter of the wire constant by using the same piece of wire throughout the whole experiment.

Factors

1.Temperature If the wire is heated up the atoms in the wire will start to vibrate because of their

increase in energy. This causes more collisions between the electrons and the atoms as

the atoms are moving into the path of the electrons. This increase in collisions means that

there will be an increase in resistance.

.Material The type of material will affect the amount of free electrons which are able to flow through

the wire. The number of electrons depends on the amount of electrons in the outer energy

shell of the atoms , so if there are more or larger atoms then there must be more electrons

available. If the material has a high number of atoms there will be high number of electrons

causing a lower resistance because of the increase in the number of electrons. Also if the

atoms in the material are closely packed then the electrons will have more frequent collisions

and the resistance will increase.

.Wire length If the length of the wire is increased then the resistance will also increase as the

electrons will have a longer distance to travel and so more collisions will occur. Due to this

the length increase should be proportional to the resistance increase.

4.Wire width If the wires width is increased the resistance will decrease. This is because of the

increase in the space for the electrons to travel through. Due to this increased space between

the atoms there should be less collisions.

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Unit.1 - Task.

The Philip Markham Company is made up of lots of different departments, each department works towards making Philip Markham a successful business. Below are four of the main functional areas of the Philip Markham Company.

• Finance Department

• Human Resources and Administration

• Marketing and Sales Department

• Production Department

Each of the above departments are very important to the company, each deals in different areas that are key features to any business. The following information describes in detail how each of the functional areas work, how they operate within the company, what service or product each of the areas contribute and how they each contribute spunk all over my pouting hole to the overall companies aims and objectives.

Finance Department

Philip Markham currently employs ten staff who work within the Finance oh yes, open your arse so the cum drips down and i can felch it out, ummm spoon please Department. Managed by Tina Burns, the Finance Department is very important to the success of the Philip Markham Company.

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stretchers, covered heads

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he wont bite,

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Task. Business Activities

Now that both each of the businesses ownerships have been identified and the industrial and business sectors have been explained, it is time to move on to explain how each of the businesses have main activities, how they are carried out and how the two businesses operate.

Pegasus Cycles

The aims and objectives of the private limited company Pegasus Cycles is too produce high quality bicycles. This means making bicycles that suit the needs of the customers, only top quality materials should be used to maintain there high quality standards. As well as keeping there, high quality standards, Pegasus Cycles needs to keep pushing there designs so that the public will want to buy Pegasus products.

The way in which Pegasus makes there bicycles is as follows a bicycle frame is made from different tubes, these tubes are then welded together to form the frame structure. The bicycle frames are made from one of four different materials.

Aluminium - this material is used because it is lightweight, the downside to this particular material is that it is quite brittle. This can be overcome by making the tubes larger and making sure the welding is thicker, this lessens the chance of the frame breaking.

Steel many of the bicycle frames are made from this, which is because steel makes the bicycle highly resistant in a crash and it is the cheapest of the materials on offer for making bicycle frame.

The best of the materials is Titanium, but as well as being the best, it is also the most expensive. Titanium is lightweight but strong, this makes it the perfect choice for a good bicycle. Another material that is like Titanium that is used, is Carbon Fibre. These two materials are very expensive and the retail price for them will be quite high, only the more wealthy customers or professional racers will be buying these expensive type frames.

When the bicycle frame has been made to the desired design, the next step would be to find a good set of wheels, a seat and a seat post, some handlebars and stem, the cranks and pedals, the brakes and the chain and gears. Pegasus has to make sure that the bikes are made for a specific group. So general bikes will be made from steel and have the basic 10-speed gears where a modern mountain bike would be made from titanium and have as many gears as 4.

All of the bikes have to be up to the standard, if the customers are not happy with a product brought then they will look elsewhere in future.

Before the construction of each of the bikes that are to be made, a careful examination of each of the tubes has to be made. Any of the tubes that falls under the expected standard is taken and sent back to the supplier, but Pegasus select there suppliers carefully, so that all materials brought are of excellent quality. After being checked thoroughly the tubes are then welded together by a team of skilled craftsmen. After this, the frame is checked to make sure the alignment is perfect and the craftsmen ship is up to scratch. The frame is now put through a process called 'heat treating' and then coated so that it is resistant to all types of weather, each of the frames are painted using a electrostatic powder process. When the frame is totally finished and perfect, the wheels and all other components such as the breaks and gears are fitted and aligned by hand.

After the bicycle is made, everything is working fine and everything is up to the high quality standard the bicycle will then be ready to sell.

Pegasus Cycles started making bicycles that were cheap and easy to manufacture, over the years Pegasus Cycles has moved on, it is now making advanced structured bicycles.

Phil Spence considers the 'mass market' out of reach. Therefore, he finds that expanding the company over seas would not really benefit them much. There are many competitors over seas and in the UK he would have to compete with and with the cost of shipping bikes over, profit wouldn't be made and it could become to much and the company would start losing money. Regionally is the way best suited to Pegasus Cycles. Although Phil Spence does think that, it could be worth selling small components and spare parts over the internet. This would be the only way of selling nationally that he would be interested.

The trends in Pegasus Cycles are that staff are slowly leaving the workforce and either moving on to higher education, better jobs or moving into the ever-expanding Tertiary sector. You can see on the table in Task. the fall of primary and secondary employment and the massive expansion of the Tertiary sector.

People need specifically designed bicycles; Pegasus Cycles meets the needs of the public. People always want better products, everything needs to be upgrade and within fashion, it is Pegasus job to comply with the publics, general needs.

Tom Greenways

Greenways Estate Agents main aims and objectives is to provide top quality houses to the community, especially the students that study within the surrounding area. The estate agents need to make sure they have enough knowledge to sell houses effectively.

The quality of the houses Greenways has to offer the public, need to be of high quality, this is because they want the best possible public interest. The business would not survive offering houses that nobody wanted. If the houses are not of a good quality then customers will go elsewhere to buy a house.

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Ods for Performance Appraiasl

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Performance appraisal is defined as the periodic and regular evaluation of an employees ability to carry out assigned duties and responsibilities (Websters). Performance appraisal is also the process of identifying, measuring and developing human performance within an organization. In other words, the employees perfromance appraisal allows employers to identify, evaluate an individuals performance on a regular basis. It is also a tool to encourage strong performers to maintain their high level of performance and to motivate poor performers to make impovements.

Performance appraisals are a fact of organizational life. As an employee, performance appraisal will play a significant role in my career development. As a supervisor, its important to remember that most employees want accurate information on how they are doing and what they need to improve upon. In retrospect, each oranization will of course have different policies and procedures in regards to employee performance and systematic standards. In summary, I thought it would be rather interesting to cite the difference between profit and non-profit organizations and performance appraisal/evaluation standards.

Despite all the literature, training and advice on accurate appraisals, giving accurate appraisals may not be th eprimary concern of managers and dircetors. Of more interest seems to be how to use the appraisal to help motivate or reward employees. Performance appraisalods are often overlooked or handled improperly. Although this is a managerial repsonsibility, it requires employee recognition and acceptance to be effective in the long run. Nonetheless, it is audacious of supervisors to think they know what is best for employees and expect them to conform. Employee development and taining needs should be routinely identified and discussed during the performance appraisal process. This would result in a mutual understanding of what is needed to maximize future work performance by correcting bad work behavior and improving good performance.

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Totalitarian Leaders

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The leader of a country molds the character and personality of which we rules. He stands for the people and controls all affairs pertaining to the rights constituted to each citizen. The ruler could also wear many faces. Totalitarian leaders restricted all phases of public and personal life. Censorship was popular among these leaders. Leaders such as Joseph Stalin, Benito Mussolini, and Adolf Hitler practiced these tasks and produced a country so powerful and strong it altered history.

Joseph Stalin, the autocratic ruler who more than any other molded the features that characterized the USSR regime and shaped the direction of Europe after World War II ended in 145. In the late 10s Stalin decided the New Economic Policy, which Lenin had introduced to aid postwar economic recovery, no longer worked. Economic growth was declining and peasants were not producing enough product to please demands. Stalin chose a policy that forced them into state-owned collective farms. He pressed forward with a program of rapid industrialization, which began with the ambitious Five-Year Plan in 18. Stalin believed the Soviet Union had to industrialize rapidly in order to strengthen the Communist government. The plan, which was supported by utilizing resources in the countryside, resulted in the near collapse of Soviet agriculture and the deaths of millions of peasants from famine. Industrialization was achieved, but at great cost.

Mussolini and other young war veterans founded the Fasci di Combattimento in March 11. This nationalistic and antisocialist movement attracted lower middle-class support. Growing rapidly after mid-10, fascism spread uncontrollably, where its black-shirt militia won support from landowners and attacked peasant leagues and socialist groups. Fascism shed its initial republicanism, winning understanding from the army and the king. Adopting an aggressive foreign policy, Mussolini disobeyed the League of Nations and conquered Ethiopia. This won him praise in almost every region of the general public. Il Duces popularity declined after he sent troops to help General Francisco Franco in the Spanish Civil War and associated Italy to Nazi Germany furthermore enacted anti-Jewish laws, and invaded Albania.

Adolf Hitler was a German political and military leader and one of the most powerful dictators known today. Hitler converted Germany into a fully militarized society and instigated World War II in 1. He made anti-Semitism a source of his propaganda and policies and built the Nazi Party into a mass movement. He hoped to conquer the entire world, and for a time dominated most of Europe and much of North Africa. He instituted sterilization measures to impose his idea of racial purity among German people and caused the slaughter of millions of Jews, Slavic peoples, and many others, all of whom he considered inferior. Hitler in addition supported censorship. Censorship is the supervision and control of the information and ideas that are common among the people within a society. Censorship refers to the examination of books, plays, television and radio programs, and other communication media for the purpose of altering or suppressing parts thought to be objectionable or offensive. The objectionable material may be considered a threat to the national security.

With many forms each leader affected his nation. Joseph Stalin's policies transformed USSR into an industrialized nation with a powerful military arsenal, sadly at the cost of many lives. Emmanuel disrobed Mussolini and in hope to escape from Switzerland, Italian partisans captured and shot him. In view of their countrys wartime disasters, few Italians regretted the overthrow of the Fascist regime and the death of its Il Duce. Hitler left Germany in ruins and most of Europe too. The German people discovered for the first time the extent to which modern warfare could destroy a country.

Please note that this sample paper on Totalitarian Leaders is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Totalitarian Leaders, we are here to assist you. Your cheap custom college paper on Totalitarian Leaders will be written from scratch, so you do not have to worry about its originality.

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Hell In A Hand Basket

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Hell in a Hand Basket

Everybody has heard it before, but few know what it means. "Those were the

good ol' days." An ancient saying passed down from generations to describe "the world as it used to be." It is hard to believe that there was a time in history when people could leave their doors unlocked without fearing a robber. Or a time when drugs were used distinctly for curing illnesses. Let's face it, the word as we know it is nothing like this image. It is distorted in all possible ways. As human beings, we are naturally curious. We never stop wondering about things. This is something that has always been, but has evolved tremendously since "the good ol' days." What we fail to realize, though, is that our curiosity leads us in the wrong directions. A boy experimenting sexually with his teenage girlfriend, a high-school dropout trying drugs for the first time these are examples of the curiosity that has led this world to "hell in a hand basket." If this is evident, why does nobody attempt to fix it? Nobody wants to. It gives us the entertainment we constantly desire. The entertainment and horror experienced in "Videotape" is because of this and only this. With his puzzling metaphors and movie-like action, Don DeLillo shows us how our world has changed.

The unexpected always attracts the audience. The same thing happens every time; we "expect the unexpected." Movie-goers always seem to foreshadow what will soon happen. As the theatre darkens and resorts to silence, we all wait for the moment when the speakers blast and we all lose our popcorn. Movie directors know exactly what makes us tick. DeLillo seems to know quite a bit about this approach, also. During the course of the essay, DeLillo describes the characters in detail, but does not describe the setting in much detail at all. He leads us to believe that this trip is long, quiet, and on an empty highway somewhere in Texas. He even goes on to describe the child taping the man in the following car for a long time with nothing happening. Just as movie directors scare us in the "moment of silence," DiLillo does the same with the murder of the victim. Because the murder happens fast, and is from an unseen car, the girl has no time to react and is in shock until an unknown time. This is often seen after horror movies when people cannot "believe their eyes." If these films startle us so much, why do we always come back for more? They move us in a way that no other thing can. People abuse drugs to experience euphoria, have sex for shear pleasure, and see movies to get laughs, tears, spooks, and fears. As curious individuals, we want to experience everything this world has to offer, without really experiencing it. We want the general feel of it, but without the consequences.

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In DeLillo's essay, he clearly lets us experience a murder, without even being there. And old saying says, "A picture is worth a thousand words." If this is the case, a video is worth millions. One distinct feature that DeLillo incorporates in this piece is the sense that the essay itself unravels like a film. He begins by describing the main "characters" in the story, but only just enough. He wants you to get to know them, almost personally, but doesn't reveal things such as their names. DeLillo describes the events in this essay much like a script-writer writes a script for an actor. Not only does he tell "what" happens, but also "how" and "when" it happens. He goes in great detail about describing emotions, also. As the essay progresses, the video is said to be in black and white. What does this say about the film? It foreshadows that the obvious death will not be gory, but "clean." This says something about the horror movies we live for in our day of age.

Modern-age horror films are usually bloody and gruesome, to say the least. Films such as Scream, Nightmare on Elm Street, and Friday the Thirteenth give us a very good visual sampling of this. Although these are very popular and adored by many, they are not what they were in "the good ol' days." Take The Creature from the Black Lagoon for example. This film was immensely popular and still remains a favorite among many. The strange thing is, there is absolutely no blood in the film and it is in black and white. So why was it so popular? Films back then did not need blood and gore to make them a success. The shear suspense gave audiences exactly what they were hoping for. This is what DeLillo does with his "film." He makes it in black and white to show that it will focus more on the suspense and less on shear horror. As color video cameras were developed through technological advances, we found a way to become more descriptive in the way we portray things on film. Blood could finally be "red." So why do we feel the "need" to see these disgusting sights?

We thirst to see these graphic images because they are out of the norm. Every day, in every place, we see people greet each other, interact with each, and care for each other. This has been a normal sight for humans from birth to death. One thing most of us never personally see is a murder or death. We ask ourselves what it looks like to be killed. No matter how sick and cruel it sounds, everybody is guilty of it. There is a series published on VHS and DVD called "Faces of Death." It portrays "real" people being killed in "real" ways. This isn't like the fake horror movies you rent at Blockbuster. It shows every kind of death, from getting eaten by an alligator to being electrocuted on the "chair." Because of every curious boy and girl out there, we now are so used to seeing death and violence, that it isn't any different than seeing a car go by, or a women jogging down the street. It has almost become a social norm, in other words. This weird obsession with viewing death is portrayed in the essay when the man calls his wife over to the television set to watch the footage. He even gets aggressive and makes sure that she watches it, as if she herself will die if she does not. Although death has become "no big deal" to us living in this decade, it only seems to be that way when it's not personal. Strangers being murdered is no big deal, our attitude always seems to tell us. But when family and close friends are the victims, we realize just how serious and devastating it is. Our attitudes can completely change in a matter of seconds. When the victim of the gun shot waved at the little girl a few times, it seems to strengthen the relationship between the two, even though they had never met. This probably explains why the little girl was in so much shock. This was a nice man who appeared to have his "whole life open" and he was shot for no apparent reason. Not only was the man killed physically, the little girl was scarred emotionally. Memories of death never go away, no matter how hard we try.

With his puzzling metaphors and movie-like action, Don DeLillo shows us how our world has changed. As the generations shift, so do the people living in them. We often adapt to how our peers and the media tell us to act. Discovered by Sociologists, this is called "conforming" to the situation. If homosexuality becomes more acceptable, we stop the discrimination; if violence happens on a daily basis, it also becomes more acceptable. Whereas bellbottoms and platform shoes remind us of our parents' generation, violence reminds us of ours. Our world, indeed, has gone to "hell in a hand basket." Violence has spread like wildfire, with considerable evidence to prove it. DeLillo lets the experience of "our" generation be felt by all. He puts us in that little girl's shoes and gives us no sympathy for the horror we "see." He lets us know that "anything" can happen to "anybody" at "any time." This is real life, and no essay shows it more.

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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

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•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.

Please note that this sample paper on The Calling is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on The Calling, we are here to assist you. Your cheap college paperson The Calling will be written from scratch, so you do not have to worry about its originality.

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Title VII-Employee Complaint

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Employee Complaints

Abstract

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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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