Heaneys Mid-Term Break, Clarkes Baby Sitting and Jonsons On My First

Heaneys Mid-Term Break, Clarkes Baby Sitting and Jonsons On My First Sonne entirely vision with unhappy reflections about human loss, isolation distress and the harsh reality of life.The poems concerned in this essay mirror notions of human importanceand bonds. Heaneys Mid-Term Break, Clarkes Baby Sitting andJonsons On My First Sonne all deal with unhappy reflections abouthuman loss, isolation distress and the harsh reality of life. All ofthese poems be written in first person tarradiddle voice, with honestblunt diction, allowing us to understand their pain by the relationsome people have with the issues raised in each of the poems.The main themes of the poems are Parental roles, childhood andrelationships. The triplet of poems all deal with unhappy reflectionsabout human loss, isolation and distress and are written in the firstperson narrative which allows us to make their pain seem very real bya creation of Pathos.Thematically, Heaney and Jonson explore the abrupt and painful l oss ofa family member. Heaney is forced to grow up and endure th...

Mans Search for Meaning in Fight Club and Siddhartha Essay -- Comparin

In 1922, Hermann Hesse set the youth of Germany free with the glorious peace of Siddhartha. Nearly a century later, Chuck Palahniuk opened the eyes of countless Americans with his nihilistic masterpiece, Fight association. These two novels were written in different times, in different cultures, for different readers, and for different purposes. One is the poster child for love of self and disposition the other focuses on the destruction of both man and culture, yet the two hold a startling similarity in their underlying meaning, that in a darkening world of sin and distraction, letting go is the only true path to freedom, peace, and happiness. Though vastly different, Fight Club and Siddhartha both essentially tell the same story of mans search for personal meaning. Siddhartha is the story of a young man who leaves established society to find and create for himself a true philosophy for bliss. Raised and trained as a Brahman in a well-established religious family, Siddhartha feel s vain and incomplete. He departs from his people and their lore, peacefully searching for his own dogma, what Hesse refers to as The Self. Siddhartha embarks on a journey of self-discovery that takes him through a period of asceticism and self denial followed by one of sensual indulgence (Siddhartha 255). Siddhartha short finds, however, that nirvana is not so easily attained. Hesse follows Siddhartha through his lifelong journey of mental confusion, emotional turmoil, physical pain and pleasure, and, ultimately, spiritual unity between himself and the world. In short, it is Hesses attempt to restore his faith in mankind, to regain his lost peace of mind, and to find again a harmonious relationship with his world (Siddhartha 262). Fight Club also is... ...uary 2003. http//www.newimprovedhead.com/club.htmFreedman, Ralph. Hermann Hesse. Contemporary Literature. 10 3 (1969) 421-426.Rpt. In Contemporary Literary Criticism. Ed. Carolyn Riley. Vol. 1. Detroit Gale, 1973. 146-147. Hesse , Hermann. Siddhartha. sassy York Bantam, 1971. Margetts, Jayne. Fight Club. Between the Lines. Ed. Wendy Cavenett. 27 April 1998. 19 February 2003. http//www.thei.aust.com/tssmusic1/contents.htmlPalahniuk, Chuck. Fight Club. New York Henry Holt, 1997. Sahni, Chaman L. Siddhartha. Masterplots Complete. CD-ROM. Englewood Cliffs Salem, 2000. Siddhartha. Novels for Students. Ed. David Galens. Vol. 6. New York Thomson Gale, 1997. 255-275. 16 vols. Wake, Bob. Fight Club. Culture Vulture. Ed. Arthur Lazere. 21 September 1998. 19 February 2003. http//www.culturevulture.net/Books/FightClub.htm

Analysis of the Sabbath in Judaism and Christianity Essay -- Papers

In both Judaism and rescuerianity, the Sabbath is a spiritual twenty-four hours of worship. Jewish people celebrate it on a Saturday and Christians celebrate it on a Sunday. It is a day of rest and worship. Christians celebrate it on a Sunday because that Is the day of the resurrection (Easter Sunday). Jesus was Jewish. He was a good Jew. Jesus worshiped in the synagogue on the Sabbath, but he used to come into conflict with the Pharisees, Jewish religious leaders, over many religious laws and customs. He told them that he thought they were using the laws to their own power and that they did not explain to the Jewish people the meanings of these laws. The Pharisees were the Jewish religious leaders. They were concerned to uphold in every detail the Jewish religious laws including those of the Sabbath. Jesus came into conflict with them many generation, they saw Jesus as a threat. Jesus came into conflict with Pharisees many times about the Sabbath . In Mark 121-31 (a man with an evil spirit). Jesus and the disciples went to Capernaum. On the Sabbath Jesus went to the synagogue to teach. People were amazed by the way he taught, he taught with authority they remarked. A man with an evil spirit came n, Jesus ordered the spirit Be quiet, and come out of the man The spirit hence came out of the man. People were amazed and the news spread quickly. The Pharisees wouldnt hold in with this being done on the Sabbath because it is a kind of work, but Jesus does agree with it because it is a good deed and helps another which is also considered as necessary work. In Mark 223-28 (the question about the Sabbath). Jesus and the disciple... ...nd Mary Magdalene went to go and anoint the body of Jesus. At sunrise early Sunday morning they went to the tomb. They went on the day after the Sabbath because it against the law of the Sabbath to anoint the body on the day of the Sabbath. We know that Jesus was a g ood Jew, because on many occasions mentioned in the Gospels he is in the synagogue, teaching and praying. We also know that Christ read the scriptures and taught in the synagogue on the Sabbath. He also healed people on the Sabbath. Different Christian denominations focus on different things that they commit are most important. You have the Pulpit based worship which the Methodists, church of Scotland and United Reformed Quakers use. Eucharist based which Catholics and Church of England focus on. Lastly the ripe(p) works based which Salvation army focus on.

Mass School Shootings in America :: Mass Shootings, School Shootings Essays

School shootings bring forth been occurring all over the country. All of these school incidents ar leading to one or more deaths. galore(postnominal) people think that it will never happen to them, but it could. After a school shooting occurs it may seem like everything is different, and has changed. This is the reason why many a(prenominal) students are afraid to go to school and is so concerned about their safety. Many of these schools shooting are happening in suburban areas where many people think it is safe but while the school districts are focusing on keeping the violates out of city schools they forgot about the rest. School shootings ready had a political impact on the society bring some people to press for stricter gun control laws. The National Rifle Association is strange to much(prenominal) laws, and some groups have called for fewer gun control laws citing cases of armed students ending shootings and halting further loss of an innocent person life. One su ch example is the Mercaz HaRav Massacre which happened on March 6, 2008 where the attacker was not stopped by police but by a student, who stopped the attacker by shooting him with his personal firearm that was in his car which he lawfully carried concealed.Bullying is a problem that can provoke a shooting at a school. Studies have found that children who bully are more likely to come from homes with certain characteristics like A lack of supervision by parents Harsh, tangible discipline and Bullying incidences inside the home. Many bullies are most likely to carry a weapon and start drinking alcohol at a young age.Detecting if somebody is being bullied can be difficult and helping to resolve that emerge can be worst. Children that are being bullied have tendencies to have unexplained cuts, bruises, and scratches has few with whom he or she spends time with takes a long unreasonable route when walking to or from school. Trying to resolve the issue can be worst because you dont wan t to embarrass your child so the easiest thing to do is to let your child know they are not alone and believe everything they tell you. Parents that show up to the school all the time shouldnt because showing up a will communicate the other students something else to bully your child about. Ways to prevent school shootings are still being discussed with-in the school systems but here are some slipway like metal detectors in all schools will help because it will help detect any illegal weapons like guns and knives.

The Importance of Mrs. Hale and Mrs. Peters in Susan Glaspells Trifles

The patented murder mystery, in all its addictive predictability, presents the audience with numerous cliches a stormy night, a shadowy figure, a sinister butler, and a mysterious ph iodine call. Susan Glaspells Trifles does non fit this mold. Glaspells mysterious inquiry into the murder of John Wright presents the commentator with only one suspect, Mrs. Wright. Even though the court examiner and sheriff can non find evidence against Mrs. Wright, the reader can plausibly argue the case against the neglected wife. Glaspells handling of descriptive language and subtle hints established the mood, presents the motive, and uncovers the evidence needed to solve this murder mystery. Setting the proper mood is important for any play, especially one that requires that its readers be wary of the environs. The first glimpse the reader gets of the setting is that of an abandoned farmhouse . . . and a gloomy kitchen (Glaspell 127). These first words give the readers a heightened state of acce nt and prepare them for darker events yet to come. Mrs. Hale repeatedly describes the cold house as not being a very cheerful place and mentions that it might not have been any cheerfuller for John Wrights being in it (130). These comments coming from a neighbor lead the reader to believe that Mrs. Wright was not happy in her surroundings largely because of her husband. Even the rocking chair in which Mrs. Wright sat seems tainted with unpleasantness. Mrs. Peters ahs to shake off the mood which the empty rocking chair evokes (131) before she continues her conversation with Mrs. Hale. The strange sapidity the house provokes prods the women to think more deeply into the events leading to John Wrights death. This curiosity allows the women to u... ...would have much more difficulty portraying the evidence to the reader. This portrayal not only makes the story more interesting, but it also increases the character development of this short drama. Works Cited Banner, Lois. Women in Mode rn America A Brief History. vernal York Harcourt Brace, 1974. Glaspell, Susan. Trifles. Making Literature Matter An Anthology for Readers and Writers. Ed. John Schilb and John Clifford. Boston Bedford / St. Martins, 2000. 127-137. Glaspell, Susan. Trifles. Plays by Susan Glaspell. New York Dodd, Mead and Company,Inc., 1920. Reprinted in Literature An Introduction to Fiction, Poetry and Drama. X.J.Kennedy and Dana Gioia Eds. New York Harper collins Publisher, 1995. Hewitt, Nancy. Beyond the Search for Sisterhood American Womens History in the 1980s.Social History. Vol. 10 No. 3 (1985) 299-321

Imagery in Ode to the West Wind by P.B.Shelley Essay

Ode to the West Wind is a poem by Percy Bysshe Shelley that shows the correspondence amidst the inner and the outer world of the poet. It is among his famous poems. The major theme of the poem is the poets intention to become a force that may bring the deepen and rejuvenation in mans life. This theme is metaphorically shown by the rejuvenation of nature done the west worm as an agent. It is described through his excellent use of imagery in it. One may examine the excellence in the usage of imagery through the way it progresses from the beginning trough the end.The poem commences with the imagery of the earth, shifting its attention to the air, then moving towards the water, and finally ending at the erect. Thus, the west elevate affects all the four elements of the universe earth, air, bam and water. All these images are conju scarlet up in one thing-the poet-prophet figure.Before discussing these four imageries, it is necessary, at first, to discuss the symbol of the west wi nd itself. The west wind symbolizes a force, may be of the God or Christ like figure or of any in good order might that could dominate even the most creatorful elements-earth, air, fire, and water. The speaker wants to be both the west wind itself and the objects the west wind spreads. The poet wants himself to be that force so that he may bring somewhat mutation among the mankind. As Shelley saysBe thou, Spirit fierce,My spirit Be thou me, impetuous oneAlso, the way in which the west wind carries leaves, seeds, ashes and sparks, he wants himself and his thoughts to be the objects to be spread If I were a dead leaf thou mightest bearIf I were a swift cloud to fly with theeA wave to chuff beneath thy indicant, and shareThe impulse of thy strength, only less freeThan thou, O uncontrollableThis unique technique of the structure of the imagery used makes the poem Shelleys masterpiece.At first, there comes the imagery of the earth. The earth is mostly associated with the femininity -fertility, rebirth, and stability. The juxtaposing of west wind blowing over the entire earth represents the speakers desire to recreate and fan out his words. The major imageries related to this theme are the dead leaves and the winged seeds. Both the dead leaves and the winged seeds together show the cyclicality of life on earth. At the outset, the violence of the west wind stirs the earth by blowing its leaves. They are shown to scatter in such a way as if they are escaping from an enchanter like ghosts.This symbolizes the speakers inability to control his emotions that carry his message of reform and revolution. Further, the leaves are not the simple leaves but the dead leaves with different colors like Yellow, and black, and pale, and hectic red. This is a visual imagery to arouse the sensual expression of these emotions in the reader. The poets thoughts are like the leaves with different ideologies, beliefs and, ideas. The leaves are shown dead because the poets thoughts s hake up become dead due to his maturement age. By showing this imagery the poet wants to say that his thoughts too have become pale and dead and need some force that may derive them like the leaves.After that this imagery of leaves evolves to the imagery of seeds the winged seeds. Since his thoughts have become pale and hectic red due to the growing age, he wants the rebirth of his emotions just like the winged seeds. West wind plants seeds in the ground during autumn and when the spring comes the buds grow out of them. They are buried like a corpse in the grave. His thoughts have become the corpse. Now it is the time of their fertility. Thus, we may note Shelleys skill in showing the birth, life, and fall apart of his thoughts like the leaves that now need the rebirth like seeds.The poem then progresses to the imagery of second element, the air. The air is the source of communication because it carries thoughts outlying(prenominal) away. The wind shows its power over the air, to o. Due to the west wind the air becomes more powerful which shakes the clouds. As a result rain and lightening is produced. They are the symbol of zeal and creativity. Even as they destroy, they encourage new life and hope as salubrious. Thus, all these details and descriptions of the imagery of air create a sensory become of the poets inspiration for the creation of such a poetry that may go far beyond his reach and bring the change and revolution far and wide.The next imagery evolves to the third element, the water. Water is associated with the ability to feel and intuition to know. He wants to be closely connected to the west winds power over water as well. The West Wind awakens the sea that itself is highly violent. Sea has destroyed many great civilizations with its power. But still the west wind dominates it as well. It influences the water not only at its surface level but also deep inside the sea. Like west winds power over the deep sea the speaker requests his thoughts t o be found not superficially but deep in the hearts of heap. Thus, Shelley uses water as his primary source of poetic inspiration.Shelley shows the representation of natural power versus human power, natural mortality versus human mortality, natural freedom versus human freedom, and natural transubstantiation versus human transformation in stanza 4. The poets purpose of describing such imagery is to show, what T.S Eliot calls, the objective correlative, or objective equivalence of his emotions. It is through the powers of west wind that he is capable of describing the emotions in a more pictorial form.Finally,the poet describes the imagery of the fourth element, the fire. The fire is usually the image of hopelessness, destruction and death. This is the reason most of the people interpret the poem as the speakers lamentation over his inability to directly reach people. However, it works as the preserver as well. The fire is immediate in its action thus represents action orientation . There are only three images related to the fire-hearth, ashes and sparks. Since hearth is a controllable fire, it might be the case that the poet wanted West Wind or his emotions to be controlled not fleeing like ghosts. The poet compares his thoughts to the ashes and sparks of hearth.In most of the cultures, there is the fifth element as well which describes something which is beyond the material world. Shelley employs this fifth element as well in his ode. This fifth element for Shelley is the soul, or the spirit of a poet-prophet figure here metaphorically described as the West Wind. The west wind is the fifth element that dominates other four elements-earth, air, fire and water.Shelley is able to indulge in wish-thinking without look to and, at the same time, he can strengthen the virtue of hope in himself. The poem ends optimistically with an image of spring lurking behind the shroud of overwinter If Winter comes, can Spring be far behind ?Thus Ode To The West Wind expresse s the ardour and aspirations of Shelley, conveyed through the profuse use of images, in quick and spontaneous flow.The images are drawn , both from the world of reality as well as from the world of abstract imagination.Thus Shelleys revolutionary idealism is portrayed through the powerful images and impestuous rhythm of his lines.

The Ada and Disability Related Harassment

The Ameri displaces with Disabilities Act (adenosine deaminase) and constipation-Related badgering A Self-Advocacy Guide 3839 North Third Street Suite 209 Phoenix, AZ 85012 602-274-6287 (voice or TTY) 800-927-2260 (toll free) 602-274-6779 (fax) 100 North Stone Avenue Suite 305 Tucson, AZ 85701 520-327-9547 (voice) 800-922-1447 (toll free) 877-327-7754 (TTY) 520-884-0992 (fax) www. az deadening police. org emailprotected org This remove was written by former University of Arizona, College of lawfulness students Kraig Gardner, Kevin Lira, Ryan McCarthy, Ruth Mendus, Cathy Nelson and Denise Quinterra.Funding for this document is provided by the coupled States Department of Health and Human Services, Administration on Developmental Disabilities and Community Mental Health Services and the United States Department of Education, Rehabilitation Services Administration. federal and cite law can reposition at any time. If in that location is any question to the highest degree the con tinued validity of any knowledge in the handbook, contact the Arizona C discharge for Disability Law or an attorney in your community. The purpose of this delineate is to provide general information to one-on-ones regarding their rights and protections infra the law.It is non intended as a substitute for legal advice. You whitethorn wish to contact the Arizona centralize for Disability Law or consult with a lawyer in your community if you require further information. This guide is available in alternative formats upon request. Revised 100307 E-8 1 The Americans With Disabilities Act (adenosine deaminase) and Disability-Related Harassment TABLE OF circumscribe A. Disability-Related Harassment 1 1.Scope of this Guide .. 1 2. The Difference Between Disability-Related Harassment and Common, Every solar day Harassment. .. 2 3. The Difference Between Disability-Related Harassment and Retaliation. 2 4.Other Types of Discrimination .. 3 B. Proving Disability-Related Harassment 4 1. intro 4 2. Elements of a Claim 3. Harassment . 4 C. The Rules About Employer Liability For Disability-Related Harassment . 8 1. Introduction. .. 8 2. possessor Harassment .. 3. Supervisor Harassment 9 4. Co-Worker Harassment 10 5. Non-Employee Harassment 10 D. E. F. G. Duty to Employees to stave off or Limit Harm 1 Employers Responsibility to Prevent/ force out Harassment . 12 Steps to deal If Your Employer Does Not Take Appropriate Action . 13 Introduction to the Americans with Disabilities (adenosine deaminase) and this Guide. 15 1. What Does the ADA Cover? . 15 2. How Does the Arizona digest for Disability Law Assist People with Disabilities? .. 16 3.Why Does the ADA Include vocation Protections? 16 4. When Do the ADA Employment Protections Apply? .. 17 5. What Employers argon Covered by the ADA? 18 H. Legal Resources.. 19 A. Disability-Related Harassment 1. Scope of this GuideThis guide is meant to condone and describe (1) Harassment base on constipation (2) w hen an employer is conceivable for anguish, and (3) some ways of dealing with agony. The ADA protections described are available only to populate who are qualified individuals with a disability under the ADA or who are harassed beca usage of an association with a person with a disability (for example, a parent, son, daughter, friend, or co- organizeer of a person with a disability). If you are uncertain whether you are protected under the ADA, the Center has a guide that explains the meaning of the crys, disability nd qualified. The title of that guide is, An Overview of the Employment Protections of the ADA. This guide is non intended to inform you about all employment-related contracts, only those having to do with disability-related torment under the ADA. This guide does non cover retaliation state law protections, such as casters compensation claims tort claims related to agony or savage claims related to worrying. Rasool hold ups at a restaurant. He has a ps ychiatric illness. Several of his co-workers were very prejudiced and afraid of him because of his disability.To try and harass Rasool, they spraypainted his car with the word crazy and slashed his tires. Rasools co-workers whitethorn non only be harassing him in violation of the ADA, precisely alike may waste committed a crime. This guide does not cover criminal law and penalties. Report criminal conduct at the workplace to your employer. Your employer should report crimes to the police. If it does not, you should report crimes directly. Josefina has cerebral palsy. Her supervisor calls her noisome names related to her disability frequently and in front of all an new(prenominal)wise(prenominal) employees.Josefina is humiliated and distressed by this sermon. She suffers personal symptoms, such as ulcers, that may be related to the tr work throughment. Her employer may be in violation of the ADA. Josefina may have other state claims for emotional distress, including workers compensation. This guide does not provide information about these kinds of claims. For more information, contact a private attorney handling workers compensation. Visit the Arizona State immobilise directory at www. azbar. org for a list of attorneys specializing in workers compensation. 2. The Difference Between Disability-Related Harassment and Common, Everyday Harassment. The ADA was created to provide workers with disabilities a level playing field in the workplace. It requires employers to provide fond facilities, to make special accommodations to the needfully of protected workers, and to have employment practices that do not discriminate. The ADA also prohibits harassment based on disability, equitable as other federal laws prohibit harassment based on race, gender, national origin and religion.It is important to understand the remainder between harassment and disability- related harassment. The law does not protect workers with disabilities, or any workers, from rude or uncivil people. The harassment must be loathly and related to a persons disability for the ADA to offer protection. Jane has a hearing impairment. She sometimes has problems understanding what people say to her. Dan is her supervisor. Dan is not a very pleasant person. He is constantly calling Jane and other workers lazy and slow. He often screams and yells when things do not go smoothly on the payoff line.Jane feels like Dan does not like her and the other workers. Dan may be harassing Jane in the common everyday meaning of harassment. Unfortunately, even though Dans air is not how we would like to see supervisors behave, it is not disability-related harassment. Lets interpret at a stance that is very sympathetic to the one in the first example. Jane has a hearing impairment. She sometimes has problems understanding what people say to her. Dan is her supervisor. Dan is not a very pleasant person. He is constantly calling Jane and other workers lazy and slow.He also makes c omments to Jane like whats the matter, didnt you hear me? and cant you understand anything? I thought you were deaf, not stupid. Here, Dans harassment is related to Janes disability. It doesnt matter if Dan is mean and rude to everyone else as well. When Dans harassment is severe and focuses on Janes disability, it is disability-related harassment. Making head-on comments is not the only form of disability-related harassment. disgusting jokes about persons with disabilities and offensive gestures and behavior can also be disability-related harassment. . The Difference Between Disability-Related Harassment and Retaliation. Another kind of treatment that is commonly confused with disability-related harassment is retaliation. Retaliation is adverse implement taken against an employee because the employee (1) 2 opposed action by an employer that violated the ADA, or (2) participated in deposit a formal bearing with the Equal Employment hazard Commission or the Arizona Civil Righ ts Division of the Attorney Generals Office. An employer can use harassment to retaliate.For example, an employer can harass an employee because the employee requested an ADA accommodation. An employer could also retaliate by harassing an employee who burdend an ADA charge of discrimination when denied a promotion. Both retaliation and disability-related harassment violate the ADA. It is reclaimable to bop the difference between retaliation and harassment when you are making a unhealthiness to the EEOC. trail has paraplegia. He uses a wheelchair. challenge is bobfloats supervisor. Part of Bobs job includes occasionally going to the room where the old bills are straind to get these old files.Some of the files are on high shelves that Bob has trouble reaching without help. Bob asked Sue if someone else could do the job of getting the old files. Sue said no. Before this, Bob had neer had any problems with Sue. Bob decided to make a request for an accommodation to the departme nt head, who is Sues boss. Sue was furious. She yelled at Bob for 15 minutes and told him that if he ever went above her head again that she would make him sorry. She asked him to withdraw his request for an accommodation. Bob refused.During the next week, Sue began to ask Bob to do things that had never been part of his job before. She started asking him to deliver papers all over the building. Bob had no problem doing this because the building was wheelchair accessible, just it took him kinda a bit longer than it would have anyone not in a wheelchair because the accessible elevator was on the other side of the building. Sue complained to Bob that he was taking too long to do these deliveries. Bob tried to explain why it took him longer to deliver the papers, but Sue wasnt interested.Bob tried to do the deliveries faster, but Sue wrote him up when he took longer than 15 minutes. After being written up 3 times in the next week, Sue make offd him. When Bob complained to the EEOC, he told them he was harassed in retaliation for requesting an ADA accommodation. 4. Other Types of Discrimination Sometimes, other types of discrimination feel like harassment. When an employer treats a person differently because of his/her disability in any of the conditions or terms of employment, it may feel like harassment.For example, if a person with a disability has been work for the company for many years and has never been permitted to go to a gentility to improve his skills, yet employees with less company seniority are often direct to training, this may be discrimination in the terms of employment. For more information about your right as a person with a disability to competent treatment, see the Centers guide, An Overview of the Employment Protections of the ADA. In addition, when an employer refuses to make changes to the work or workplace so an individual can do his/her job or enjoy the benefits of employment, it may be an unlawful failure to accommodate. For mor e information about your rights regarding accommodations, see the Centers guide, The ADA and Reasonable Accommodations. B. Proving Disability-Related Harassment 1. Introduction The ADA does not include a specific prohibition against harassment. Most courts looking at this issue have decided that the ADA prohibits disability-related harassment because of disability because employers must veto discrimination in the terms and conditions of employment.This means employers must prevent a hostile workplace. 2. Elements of a Claim To prove unlawful harassment under the ADA, you must be able to prove the following you work or formerly worked for a covered employer you are a person with a disability with a record of a disability or are regarded as disabled you are or were qualified to perform your job you face a hostile work environment and you were harassed by a co-worker or a third party and your employer knew or should have cognize about the harassment.Georges co-workers suspect he is HIV-positive because he is gay. They spray painted his locker with the words Gods punishment and hung plastic gloves around the built in bed for people to use to avoid physical contact with George. George does not have HIV but he is comfort protected under the ADA from disability-related harassment, as he is regarded as a person with a disability. 3. Harassment The harassment is so severe that it changes the conditions of your employment and creates an disgraceful working environment or results in a open employment action.The conditions of your employment must change when someone harasses you because of your disability. The conditions of your employment may change because the workplace is hostile or because of an employment action. every change may run a claim of harassment under the ADA. 4 Hostile Work Environment. A disability-based harassment claim under the ADA means that your workplace is so full of discriminatory intimidation, ridicule and insult toward you that it has become an abusive place to work. These claims are called hostile work environment claims. The ADA does not rohibit simple jeering, offhand comments and isolated incidents. To decide if the harassment is severe or pervasive decent to create a hostile work environment, courts look at whether the discriminatory conduct has happened only once or many times how bad the treatment is whether it is physically threatening or humiliating and whether it immoderately interferes with your ability to work. Occasional hurtful remarks by co-workers pull up stakes not usually be severe enough for a successful ADA claim, unless the occasional treatment develops into a pattern of abusive treatment.Even if some co-workers refuse to talk or associate with a disabled individual, it may not be enough to support an ADA claim for harassment because courts recognize that employers cannot force employees to get along with each and every other employee. Juanita is deaf. Her co-workers ignore her an d dont try to realise any signs so she can talk to them on breaks or at lunch. It is a simple fact that in a workplace, some workers bequeath not get along with each other. A court will usually not find cold shouldering enough for an ADA claim.However, in some other example, Juanitas co-workers tease her by moving their fingers at her as though they were using sign language. The co-workers pretend they are talking to her by making mouth movements just to confuse her. She is called deaf and dumb by people at work. Neither her co-workers or supervisor will save notes to her about important things she needs to know at work. Juanita may have a claim for disability harassment and failure to accommodate by writing notes. Generally, one instance of harassment will not amount to discriminatory changes in the terms and conditions of employment. However, even a one-time event may be severe enough to create a hostile work environment. The standard a court uses to decide if conduct is unlaw ful is whether a reasonable person would find the action offensive. 5 Because of a disability, Alberto needs to use two crutches with wrist straps in order to walk. He works evening shifts as a telephone solicitor. Alberto usually grades his crutches beside his desk while he is working. virtuoso night, two co-workers decided to pull a prank on Alberto. They took his crutches nd hid them. They told the other workers what they were up to, including the assistant manager, who was in charge of the night shift. Then they pulled the fire alarm. Alberto heard the fire alarm and looked for his crutches so that he could exit the building. His crutches were gone and he did not know the alarm was a prank. The other employees acted like they were departure the building and exited the floor. They odd him alone for 30 minutes. When he tried to crawl to the exit, they came back and laughed at him.Even though this only happened once, Alberto most likely has a claim for disability-related harassm ent because this conduct was so severe any reasonable person would find it offensive. Tangible Employment Action. The conditions of your employment will also change when the harassment results in an employment action. Harassment that results in a tangible employment action will be enough to show severe harassment. A tangible employment action means an important change in your employment status, not just a minor change.It usually causes you direct economic harm, and most of the time can only be caused by a supervisor or a person acting with the authority of the company. Examples of tangible employment actions may include T firing T failure to promote T demotion T a reassignment that you did not want T a significant change in your benefits T a decrease in your pay T a negative change in your work assignment T a dramatic increase in your workload T reassignment to a position that reduces earning capacity T reduction in hours T refusal to grant reasonable permit requests.Javier has a severe type of diabetes. He needs to take insulin at certain times and sometimes needs to eat dwarfish snacks. He asked his supervisor for an accommodation of a 15 minute break every two hours. Shortly after the supervisor found out about Javiers disability, she reassigned him to a different department. If Javiers salary and benefits are the same, and the supervisor only reassigned him because the other department already has 15 minute breaks every two hours, that probably would not be an ADA violation.However, if the supervisor told Javier that she was reassigning him because she was personally bothered by needles and did not want him taking shots in her department, that would be a tangible employment action and Javier would have a claim of disability-related harassment under the ADA. 6 The mere threat of an employment action is not enough to support an ADA claim. The harassment must be unwelcome. Jaime is deaf. He works at a department store in the shipping and receiving departme nt. Jaime and his supervisor Erin have a professional relationship.On a frequent basis, Erin makes uninvited and offensive remarks about deaf people. Jaime has been subject to unwelcome harassment. Aheem is blind. He works at a restaurant as a cashier. Aheem and his co-worker Brian, who is overweight, are constantly making fun of each others conditions in a good natured way. One day while they are teasing each other, Brian makes a joke about blind people. Because of the nature of their relationship, Aheem has probably not been subject to unwelcome harassment.The harassment must be based on your disability, your association with a person with a disability or your request for an accommodation. The person who is harassing you must be doing it because of your disability or your need for an accommodation. It is not enough that they harass you because they do not like you or because they harass everyone. Maria is a person who has cerebral palsy. She works for a local fast forage restaura nt. The assistant manager is named Fred. Fred yells at Maria and the other employees frequently. Sometimes he curses.He says things like Hurry the ____ up and What the ____ is taking you so long? Even though most people would agree that Fred should not talk to the employees that way, unfortunately Maria will probably not have an ADA claim if the evidence shows that Fred uses abusive language with many employees, not just Maria, and that he acts no more harshly toward Maria than he does to anyone else. This is probably not harassment that violates the ADA. However, if Fred only yells and curses at Maria and not at other employees, alls Maria offensive names like Spaz and Retard, and treats her differently than other employees, this may be harassment that violates the ADA. 7 C. The Rules About Employer Liability For Disability-Related Harassment 1. Introduction. Employers are generally trustworthy to provide a work place that is free of serious offenses and abuse that are based on a persons disability. For example, employers should not permit a work place where a worker who is mentally retarded is called retard, is not allowed to eat with co-workers, or is subjected to co-workers offensive mimicking.Owners of a company, supervisors, managers, co-workers and third parties, such as customers, can speak or take action that creates a hostile work place. An employer is responsible for the workplace no matter who causes the hostile environment, but the courts understand that employers may not know about the harassment unless it is reported. Courts have created different rules about harassment, depending on who does the harassing. Below is a chart with examples. If the harrier is a(n) then the employer is conceivable for Unless the employer can show the harassment when that Owner, manager, stockholder, the harassment occurs.CEO, or president Supervisor the harassment occurs and results in a negative employment action. the harassment occurs and causes a hostile wor king environment Supervisor Co-worker the employer knew or should have known about the discrimination. the employer knew or should have known about the discrimination it took reasonable move to prevent and to quickly stop harassing behavior and the employee immoderately failed to take advantage of the employers rides to prevent or stop the harassing conduct or to avoid harm. t took immediate and appropriate tonic action. Non-employees (e. g. , customer, student, sales personnel) it took immediate and appropriate corrective action. 8 2. Owner Harassment Companies are made up of people. Some people, such as owners, CEOs, directors, and stockholders are the company. When people who are the company harass, the company is automatically liable for the harassment. Albert & Sons owns a restaurant that employs 40 part- and full-time employees. J. E. Albert, one of the owners, is also the restaurant manager.Lydia has worked as the Director of Catering for the restaurant for 8 years. Howeve r, she develops breast cancer and must have a mastectomy and chemotherapy. When she returns to work on a half-time basis, J. E. Albert makes numerous offensive remarks including Shes not a real woman anymore and speculates out brassy whether can she satisfy her husband. He leaves photos of well-endowed women on her desk and bulletin board. He does this frequently and over many months. It is not necessary that Lydia reported the harassment because the harasser is a co-owner. . Supervisor Harassment Because a supervisor is given direct authority over an employee, the employer is responsible under the ADA for harassment by that supervisor. An individual is an employees supervisor if he or she a) has the power to make or recommend employment decisions affecting the employee, and b) directs the employees daily work activities. Whether a harasser is a supervisor is determined by his or her job function, not his/her job title. Jim, an individual living with HIV, works in a team environme nt.His team attracter has made several derogatory comments about Jims illness and has even gone so far as to say that it is not worth making the effort to promote Jim. The team leader makes recommendations regarding promotions. In this situation, the team leader is a supervisor. An employer is always liable for harassment by a supervisor if that harassment results in some chassis of employment action (e. g. , firing, change in work assignment, reduction in pay or hours, etc. ) This is because an employer is responsible for the acts of its supervisors and employers should be back up to prevent harassment.However, even if an employment action does not result from the harassment, an employer may be liable if the harassment creates a hostile work environment. The employer will be liable for a hostile work environment created by a supervisor unless the employer can show that (1) it took reasonable steps to prevent and stop harassment, and (2) the employee immoderately failed to use th e employers steps to correct or prevent the harassment. 9 Bette supervises the care for assistants at a nursing home. One day she sees Joe, a nursing assistant, take some medication with his lunch.She asks him what type of medication he is taking, and he voluntarily tells her he is taking prescribed medicine to treat his bipolar condition. From that day on, Bette treats Joe badly. She calls him crazy, looney, and a nutcase in front of patients and staff. When things get busy at work, she asks if he is going to crack under the pressure. On breaks, she asks him if he has ever had reversal treatment or tried to off himself. She also tells other workers she hopes he will just quit before he screws up.The nursing home is liable for Bettes harassment unless the nursing home can show they had a distemper procedure and would have promptly stopped Bettes harassment, but Joe unreasonably refused to complain. 4. Co-Worker Harassment An employer is liable for a co-workers harassing conduct if it knew or should have known of the co-workers misconduct, unless it can show it took immediate and appropriate corrective action. Ingrid is deaf. Her co-workers often mimic her, force her to speak, and make derogatory comments about her deafness.Her work environment has become a hostile one. This situation has continued for approximately 6 months at the same level of hostility. Ingrid mentioned the problem several times to her shift supervisor. Ingrids supervisor is certain of this situation and should have taken some sort of corrective action (possibly sensitivity training and discipline of offending employee), but it has not happened. Her employer is liable for the harassment by her co-workers because it has not taken any steps to correct the action. Sara is a sous chef at a restaurant.She took some medical leave for a hospitalization related to suicidal tendencies due to severe depression. When she returned to work, a small group of her co-workers had learned about the reas on for her leave and began taunting her. One day, all the knives at her work station were hidden and a note was left that no one wanted her to hurt herself. Another instance involved a bottle of candy pills that were left spilled all over her purse. Sara reported it but the management did not investigate or take any steps to correct it. The employer is liable for the harassment. . Non-Employee Harassment An employer is liable for a non-employees harassing conduct if it knew or should have known of the non-employees misconduct, unless it can show it took immediate and appropriate corrective action. In most places of employment, there are other people who enter a workplace or are part of a workplace who are not employees. For example, a store, movie theater, restaurant or gallery will have patrons and customers. Also places of employment may have 10 independent contractors who work at the facility.For example, a hospital may employ nurses, nurses aides, medical clerks and therapists, but the doctors are independent contractors and not employees. To become responsible for the non-employees harassing conduct, the employer must know about it. This is because it is more difficult for an employer to be aware of all of the periodical events at a workplace, particularly when they involve non-employees. Jarod teaches 7th-8th graders language arts/history at a private school. The students come to opine that Jarod is gay and jump to the destruction that he is HIV positive or has AIDS.The students spray paint offensive references to HIV in the mens bathroom. The school did not repaint the surround for over a month and did not investigate the students call upd to be involved. The school will likely be liable for the harassment caused by the students. D. Duty to Employees to Avoid or Limit Harm In general, an employee facing harassment from a supervisor (not an owner) has a duty of reasonable care. This means that as an employee, you must use all available means of prev ention provided by the employer to avoid harm.Failure to do this could result in the employer escaping its legal liability or possibly being call for to pay less money if there is a judgment against it. As an employee, you must be aware of the opportunities made available by your employer to employees (such as a grievance procedure) to report problems and use them if faced with workplace harassment. However, there are certain situations in which failure to use the procedures might be considered reasonable. For example, if the employee reasonably believes that the employer does not have a unsoundness system that has been given out r made available to employees Julie is a full-time cashier in a major(ip) department store. She is hard of hearing and requires the use of a hearing aid. After a month, Julie is periodically bothered by fellow employees, who poke fun at her and use her hearing impairment as a subject for their jokes and harassment. Julie wants to approach her supervisor a bout the situation, but is unaware of any avenues for her harassment cathexis. As a new employee, she has not been made aware of any complaint system.There is nothing posted in the employees lounge or in the materials given to her by her employer. Julies employer has a duty to make all employees aware of the existence of a complaint system. In this instance, Julies failure to make a complaint would probably be reasonable. a risk of retaliation exists for those who use the complaint process 11 Sophie is faced with harassment. She wants to file a complaint with her supervisor. However, the supervisor and the harasser are close friends. Sophie is concerned that her complaint will not be given the proper attention.The procedure does not offer any exceptions for making a complaint to someone other than a supervisor. She does not file a complaint, and the situation continues. In this case, Sophie may have acted reasonably by not filing a complaint. obstacles to complaints were present Ja mes is autistic and cannot read or write. He works as a dishwasher. The cooks and other dishwashers make fun of him. He wants to complain and tells his supervisor about the problem. His supervisor tells him he will only accept a formal written complaint and does not offer to help him write his complaint.James has not failed to take reasonable steps. the process for complaints was in trenchant. Shop-Mart has a written harassment policy that is available on-line. All new employees are provided training about the complaint procedures. Anyone can come to the training room to look at the policy on-line. Jerry wants to complain about customers who taunt him and treat him badly because he is an amputee, but his store manager has a well-deserved reputation for never checking into complaints and telling people to work it out for themselves.Also, several of Jerrys co-workers were marked poorly on their evaluation for not getting along with others after they made a complaint of harassment. Jer ry is probably acting reasonably when he does not use these procedures. Generally, it is better to put your complaint in writing so that you can later prove that you did let your employer know about the harassment by a co-worker, supervisor, or non-employee. You should also brand a copy of your complaint to the owner or director of the company.However, at times there may be other reasons you might be warrant in not making a complaint. For advice, call the ADA Employment Advice Line or a private attorney. E. Employers Responsibility to Prevent/Stop Harassment An employer has a duty to act reasonably to prevent and correct any harassment. The most telling way of exercising this duty is through an effective complaint procedure provided to all the employees in the workplace.If written and used properly by the employee, the employer can, in some cases, discourage harassment before it takes place and, in other cases, address it immediately to limit the harm. To meet its duty, an employ er should establish, publicize, and enforce anti-harassment policies and complaint procedures. It is the EEOCs position that all policies should be clearly 12 understandable and accessible to all employees in the workplace. In addition, an employer should provide extra training focusing on harassment so that all employees will be made aware of these policies.The EEOC advises that an employers complaint procedure should provide a clear explanation of conduct that is against the law assure employees who make complaints of harassment or provide information related to such complaints that they will be protected against retaliation describe a complaint process that provides accessible avenues to make a complaint be flexible about the format of the complaint assure that the employer will protect the confidentiality of harassment complaints to the extent possible make accommodations in the complaint process as needed for people with disabilities (e. . , large print policy for visually impa ired employee an interpreter to interview an employee who is deaf and complaining about harassment provide a prompt, thorough, and impartial investigation and assure that the employer will take immediate and appropriate corrective action when it determines that harassment has occurred. The policy should focus on the prevention of harassment. An effective policy of antiharassment provides employees with protection so that they may avoid potential harassment before it happens.The complaint procedure should also encourage employees to report instances of harassment. It should be set up to prevent employees from being intimidated by reporting these incidents. One effective method to avoid intimidation is to have employees report complaints to other employees who are outside of the direct line of command. An employee will be more willing to report harassment if he/she does not have to go through a higher-up who was directly involved in the incident.The policy should also contain informat ion on important dates and deadlines for filing a complaint with the EEOC. Even if your employer does not have a harassment policy, you should report harassment by a co-worker, supervisor or third party to your employer. F. Steps to Take If Your Employer Does Not Take Appropriate Action Practical Tips to Help You Deal with Harassment check any materials you were given as an employee or that are available to all employees (e. g. , net site) to see if there is a procedure for reporting discrimination and harassment to your employer 13 f there is no procedure for reporting complaints, see if there is a procedure for reporting any problems and use it keep a journal of what has been done to you, by whom, when, how often, where and how this affected your ability to do your job be specific about the harassment that occurred even if you are not sure whether the misconduct is offensive enough to be unlawful ADA harassment, you can assuage report it. It gives your employer a chance to stop offensive conduct before it becomes unlawful. alk with a trustworthy friend or a hotline for supportproblems at work can be hard to live through, and sometimes it can seem like youre imagining things if you are not afraid of the harasser, talk to the offender and tell them the behavior is offensive and keep notes of this conversation (and date them) talk to your supervisor or another person in authority and tell them whats happening put your complaint in writing use the legal words defined and explained in this guide so your employer will have a clear idea of what you are requesting and lance a copy of the complaint to the management or owner of the company.Keep in mind that in most cases of harassment (except by owner, CEO, director, etc. ), the employer is not liable unless he/she knew or should have known about the harassment. This means that in general it is a good idea for employees to report the harassment to the company. If there is a complaint procedure for reporting harass ment, you should use the procedure to notify the company. Get Legal AdviceOne way to get brief legal advice is to call the Arizona Center for Disability Law at 1800-927-2260 (toll-free statewide) or at (602) 274-6287 in the Phoenix area, to an experienced advocate or attorney who can provide you with information about the protections of the ADA. If you want more information, you may request copies of the Centers self- advocacy guides about the employment protections of the ADA and sign up for a free legal training in Tucson or Phoenix. Information about the guides and training is available at www. zdisabilitylaw. org. The Center can also provide you with lists of attorneys who practice employment law in Tucson and Phoenix. File a Charge of Discrimination You can also file a charge of discrimination with the U. S. Equal Employment Opportunity Commission (EEOC). Charges are complaints of discrimination. You can do it immediately or wait until you have first complained to your employer . The EEOC will investigate your charge and determine whether there is reasonable cause to believe 14 discrimination has occurred.It will then issue a right to sue letter in all cases (except for the few selected cases in which it will file a lawsuit). In Arizona, the Civil Rights Division of the Arizona Attorney Generals Office (ACRD) will also take your charge. You do not have to pay to file a charge with these offices. You can call (800) 669-4800 (voice) or (800) 669-4820 (TTY) for the EEOC or (520) 628-6500 for the ACRD in Southern Arizona. You must file a charge with the EEOC or the ACRD to be allowed to cause a lawsuit for employment discrimination based on disability.You have 180 days to file a charge under state law and up to 300 days to file under federal law. For more complete information about filing a charge, please see the Centers guide How to Enforce Employment Rights under the Americans with Disabilities Act. Before you go to the EEOC or ACRD, please read the guide. G. Introduction to the Americans with Disabilities (ADA) and this Guide 1. What Does the ADA Cover? On July 26, 1990, the ADA was passed by Congress. The ADA provides major civil rights protection to individuals with disabilities.The intent of this federal law is to reduce barriers to persons with disabilities and provide extend to opportunity in employment, public accommodations, public services, transportation, and telecoms. The conglomerate titles of the ADA affect many aspects of the lives of people with disabilities. Title I makes it unlawful to discriminate against qualified people with disabilities in employment. Title II makes it unlawful for state and local governments and their agencies to discriminate in programs and services, including public transportation. Title III prohibits discrimination in access and enjoyment of public accommodation and commercial facilities, such as hotels, motels, restaurants, professional offices, doctors offices, lawyers offices, convent ion centers, stores, banks, museums, parks, schools, and recreation facilities. Title IV requires accessibility of telecommunication services to hearing impaired persons and other individuals with disabilities. Title V provides for recovery of legal fees and establishes a mechanism for technical assistance.Additionally, Title V includes a provision prohibiting either (a) coercing or threatening or (b) retaliating against the disabled or those attempting to aid people with disabilities in asserting their rights under the ADA. 15 2. How Does the Arizona Center for Disability Law Assist People with Disabilities? If you believe you have been discriminated against on the basis of a disability in employment or access to public services, public accommodations, public transportation or telecommunication services, staff at the Arizona Center for Disability Law can provide you with information about the ADA and enforcing your rights under the ADA.The Arizona Center for Disability Law is a n on-profit, public interest law firm providing fee advocacy, information and referral services, legal research, community legal education, and, in selected cases, legal representation to individuals with disabilities and advocacy organizations throughout Arizona. The Center is the designated protection and advocacy (P&A) system providing services for Arizonans with a wide range of physical and mental disabilities. Assistance is provided for disability-related issues in established precession areas. Information about the eligibility requirements and priorities are available from the Center upon request.Assistance is provided according to program eligibility requirements, priorities and staff availability. This Guide is Not a Substitute for Legal Advice The Arizona Center for Disability Law recommends that persons obtain professional legal advice to resolve a legal dispute regarding discrimination on the basis of a disability. This guide is not a substitute for legal advice. This guid e is meant to provide people with disabilities with information and examples about employment protections under the ADA. The information in this guide is based in part on court cases interpreting the ADA.Courts in the various parts of the country interpret the ADA differently. Not all of this information may be true for people living outside of Arizona. 3. Why Does the ADA Include Employment Protections? Oftentimes, people with disabilities do not have an equal opportunity to work or advance in their employment. People with disabilities are often restricted in employment opportunities by many different kinds of barriers. Some face physical barriers that either make it difficult or impossible to get into and around a workplace or to use work equipment at the site.Some are excluded because they fade differently than their co-workers. Still others are excluded because of rigid work schedules which do not permit flexibility for people with special needs because of a disability. In othe r cases, people are not denied opportunities because of actual barriers, but because of prejudice. These are the barriers in other peoples minds fears, stereotypes, presumptions and misconceptions about job performance, safety, absenteeism, costs or lack of acceptance by coworkers and customers. 16Congress enacted the ADA to eliminate these barriers to equal opportunity in employment. The ADA makes it unlawful for an employer covered by the law to discriminate against applicators and employees with disabilities. The United States Equal Employment Opportunity Commission (EEOC) is responsible for enforcing this law. People with disabilities also have the right to bring private lawsuits against employers who discriminate against them if they first file a charge of discrimination with the EEOC at bottom the time limits set out by the ADA.See the Centers guide, How to Enforce Your Employment Rights Under the ADA, for more information about how to file a charge. However, the U. S. Supre me Court late ruled that private individuals may not sue state employers for money damages under the ADA. Individuals may still file charges of discrimination with the EEOC against their state employer for other relief, such as court orders to stop discrimination. The U. S. Government can still file lawsuits against states for violating the ADA.The list of guides available through the Center about employment rights under the ADA include O An Overview of the Employment Protections of the Americans with Disabilities Act (ADA) The ADA and the Job Applicant The ADA and Reasonable Accommodations The ADA and Drug Testing How to Enforce Employment Rights Under the ADA The ADA and Medical Examinations The ADA and Confidentiality of Medical Information Taking ActionHow to File a Charge When Youve Been Treated Unfairly by an Employee Because You Have a Disability How to Ask Your Employer for an Accommodation That You Need Have you been Treated Unfairly at Work?O O O O O O O O O 4. When Do th e ADA Employment Protections Apply? The ADA does not cover every employment situation between an applicant and an employer or an employee and an employer. For the ADA to apply to an employment arrangement, each of the following has to be true the employer is covered by the ADA the employee or applicant has a disability according to the ADA the employee or applicant is qualified to perform the job and the employer discriminates against an applicant or employee on the basis of disability. 17For more information about each of these requirements, see the guide, An Overview of the Employment Protections of the ADA. 5. What Employers are Covered by the ADA? The ADA applies to private employers with 15 or more employees. Includes employment agencies and push back unions. Includes a location or facility of a business with less than 15 employees whose total number of employees for the company in all locations and facilities combined equal 15 or more. Other laws may apply to persons wi th disabilities who are employed by smaller businesses.For more information, contact the Arizona Center for Disability Law or a private attorney. The ADA applies to state and local governments. Includes all state and local governmental agencies, departments and entities regardless of their size or number of employees. Although the ADA applies to state employers, the U. S. Supreme Court recently ruled that employees (and applicants) can not sue state employers in court for money damages. Individuals can still file charges of discrimination with the EEOC against their state employer. Individuals can still sue to require state employers to take action or stop discriminatory action.The U. S. Government can still file lawsuits against state employers under the ADA. Examples of state and local employers include public schools, public universities, police and fire departments, public libraries, museums, public parks and recreation facilities, and genial welfare offices. The ADA does NOT apply to the federal government. The ADA does apply to employees of the U. S. Senate. However, generally if a person with a disability works or applies for a job with the federal government, a federal agency, or a fully owned U. S. Government corporation, then the ADA does not apply.However, the Rehabilitation Act of 1973 is another anti-discrimination law that offers employment protections. For more information about that law, contact the Arizona Center for Disability Law or an EEO officer of the federal agency where you work or a private attorney. Title I (Employment) of the ADA does NOT apply to Indian Tribes. Tribes may have their own affirmative action or anti-discrimination laws which may address discrimination on the basis of disability. Some tribes have adopted tribal laws or entered into agreements to abide by federal discrimination laws similar to the ADA. 18

Cirque

Performers tend to have short racers the attrition rate Is about 20 per cent a year, whether through disgrace or simply deciding It is time to retire. How do you re bare-ass the talent pool? The solution. Thirty talent scouts are listed on the Cirque website, and many of them are specialists In specific skills, such as sling or gymnastics and acrobatics. Sources of recruits Include the Olympic Games, the Mongolia State Circus and world championship athletics competitions. Auditions, describe by Cirque a treasure capture, are demanding and can last up to two days.After Minimal screening, potential secrets must demonstrate not just technical proficiency simply range. After a long audition, dancers must then show their acting, improvisation and singing skills. Once identified as Cirque people, performers names are added to the Cirque database to await a suitable role. Then the hard work really starts they are drilled in their new craft at boot camps for up to four months before thei r first performance. Nevertheless, the Cirque immersion programmer aims to bring out the best in an individual.Key to the transformation process are mentors veterans who guide new artists and get to know them. Cirque describes itself as a family, a band of brothers. Reinvention is a constant theme. Having redefined the traditional big top circus in the 1 sass, Mr.. Illiberal keeps audiences loyal and attracts new ones by always offering something different. In the 2006 show Love, Cirque du mend performs to the music of The Battles. A collaboration between Cirque, producer George Martin the fifth Battle and his son Giles, Love is still running at The Mirage in Lass Vegas.A new production is nearly always under way. Each show looks for a new theme, so the repertoire ranges from aquatics (O) to The Battles (Love) to martial arts (KS). The lessons. Managers must intention ahead. Hence, scouts are always sourcing new recruits In order to fill anticipated skills gaps. New techniques are developed constantly. Revealingly, acrobat mentor And Similar, whose innovations Include a new gum elastic line for aerial acrobatics, is not called creative director but research and development specialist.The focus Is also on constantly devising new heart and soul In the form of new themes and concepts. For Instance, for K, Mr.. Albert asked Robert Leafage, the playwright, director and actor, to craft a show around martial arts. The company develops new products (shows) all the time. Because a show takes so long to seduce recruiting performers, devising music, costumes and Infrastructure It looks ahead to develop tomorrows performers and staging today.Cirque By appending audience, Cirque must do two things continue to come up with spectacular ideas careers the attrition rate is about 20 per cent a year, whether through injury or imply deciding it is time to retire. How do you reform the talent pool? The specialists in specific skills, such as singing or gymnastics and acr obatics. Sources of recruits include the Olympic Games, the Mongolia State Circus and world hunting, are demanding and can last up to two days. After initial screening, potential recruits must demonstrate not Just technical proficiency but range. After a long artists and get to know them.Cirque describes itself as a family, a band of circus in the asses, Mr.. Illiberal keeps audiences loyal and attracts new ones by he repertoire ranges from aquatics (O) to The Battles (Love) to martial arts (K). The in order to fill anticipated skills gaps. New techniques are developed constantly. Revealingly, acrobat mentor And Similar, whose innovations include a new safety development specialist. The focus is also on constantly devising new content in the form of new themes and concepts. For instance, for K, Mr.. Illiberal asked Robert to create recruiting performers, devising music, costumes and infrastructure it

The Walt Disney Company Case Study

BUSMRH 4490 Strategic Management Case 2 The Walt Disney Company The Entertainment King Kaitlyn Kisiday Alex Maicks Chelsea Parker Jonathan Russ Ryan Terek 1. ) Why has Disney been successful for so long? Disney has preserve prolonged success for a variety of reasons. One source of success was the way Walt and Roy Disney decided to manage the company intern completelyy when the organization was founded in 1923. Disney stress teamwork, communication, and cooperation in the workplace to make employees feel treasured and strengthen their commitment to the company.These values remain at the core of Disneys corporate culture, and have been form al social unityy incorporated into their new-hire training program at the companys corporate university. With the use of life force, Disney evoke control an entire entertainment experience, unlike actors, because cartoon characters and their surround can be constructd and controlled by imagination. Disneys most searching corporate skill, acc ording to former CEO Michael Eisner, is the ability to manage that creativity. Eisner encouraged innovative ideas and was prophylactic of the companys creative efforts even at their earliest development.Emphasis on this development allowed Disney to take benefit of opportunities in the market and often become the firstly mover. Disney has proved successful at determining which advantages would be sustain adapted and which should still be temporary. The main contributors to prolonged success have been the results of the key strategic decisions do by the organization regarding diversification. Disney has used diversification to create additional sources of revenue beyond cartoon pithys and feature films by expanding vertically into television, theatre, retail, and the internet.Creating divisions outside production, such as Disney Music Company, Disneyland, Disney Cruises, and DisneyQuest, created cross-promotional opportunities among Disneys products, services, and strengthened the brand itself. Disneys ability to effectively manage both vertical and even consolidation into a gigantic coordinate of worry activities and projects continues to drive the companys progress and profit. 2. ) What did Michael Eisner do to rejuvenate Disney? Specifically, how did he increase net income in his first four age?Michael Eisner entered Disney as CEO in 1984, and committed his efforts to producing annual revenue growth and return on stockholder equity in excess of 20%. He also pledged to strengthen the Disney brand and protect corporate values of quality, creativity, entrepreneurship, and teamwork. Believing that managing creativity was Disneys most unique corporate capability, Eisner was to able undertake Disneys creative and innovative capabilities to maximize profits from new and existing operations. Rebuilding the strength of their television programming and films was an important part of this strategy.Disney increased its movement on network television to re -establish Disney as a producer of quality programs, and increase demand for Disneys another(prenominal) entertainment ventures. The Disney Sunday Movie, debuted on rudiment in 1986, and was followed by the popular Golden Girls on NBC, and production of syndicated non-network shows. Disney also increased their screen presence and generated revenue by selling older programs to other networks through a newly created syndication operation. A struggling movie division produced two films, held only 4% of box office share, and generated a profit of only a $1 million 1984 Exhibit A, scalawag 6.To increase film output, Eisner used the Touchstone label to compete in new divides of the film industry, predominantly comedies, without decrease Disneys core audience. These films were produced on moderate and closely managed budgets with intent to be profitable rather than to become the next box-office juggernaut. Disney also increased the output of their animate films though investment in ne w technology and human capital and the decision to release these films every 12 to 18 months, versus every 4 to 5 geezerhood.After four years, the Disney film division reached an averaged output of 15 to 18 films per year, produced the highest earning film in 1988, Who Framed Roger Rabbit, and became the market leader with 19% box office share. near impressively, income from the movie division grew from $1 million in 1984, to $34 million, $54 million, $131 million, and $186 million in each corresponding year. Income from Disney theme parks increased to a greater extent than 200% during Michael Eisners first years, from $186 million in 1984 to $565 million in 1988 Exhibit A, page 6.New national advertising, increased park capacity, expanded hours of operation, and increased ticket prices contributed to the short term increase, while investments in new attractions, event spaces, and hotel development would stand by sustain steady profits into the future. In 1984, income from consum er products come $54 million Exhibit A, page 6. The new leadership and direction of the company under Michael Eisner from that time renewed the strength of Disneys brand equity. A stronger brand supported development in the consumer products division of the retail as entertainment c erstpt.The Disney Store, launched in 1987, achieved twice the average rate of sales per square foot in the retail industry. By 1988, income from consumer products totaled $134 million, increasing by more than 140% during Eisners first years as CEO. Successful leadership by Michael Eisner at Disneys top resulted in financial success at Disneys bottom line. Disneys net income increased from $242 million in 1984 to $885 million by 1988. Over the homogeneous end of time, income growth averaged 40% each year, and Return on Equity reached 24% and 25% in 1987 and 1989, respectively. 3. Does Disney pursue vertical integration? Apply transaction make up economics to understand Disneys vertical expansion decis ions. Disney chased vertical integration in a variety of ways. Aside from cartoon shorts and animation films, Disney expanded to enter the television, internet, and theme park markets with creations such as Disneyland, DisneyQuest, and the Disney Channel. Disney saw the internet as a possible distribution channel for its film subroutine library and its sports and news programming. Disney believed that the internet would soon be where entertainment in the home consolidates.Disney also pursued forward vertical integration. Disney ended their relationship with distribution render RKO in 1953 and created Buena Vista to save distribution be for their animated films. Disney was able to save ? of their gross revenues due to this decision to distribution their movies themselves. Disney also further amend the bottom line by avoiding exorbitant salaries by developing the studios own pool of talent. Disney also employed forward integration through the initiation of Disney Stores.This provi ded Disney with a wholly owned retail outlet to distribute product through that generated sales per square foot at twice the average rate of tralatitious retail. Disney Stores allowed Disney total control of customer experience and brand management in that space. The EuroDisney project is an example of Disneys use of vertical disintegration. Although responsible for the design, development, and operation of the park, Disney did not have a majority ownership. Investment from outside parties limited their initial investment and share of seek.Disney chose to give up sole claim to the profits of EuroDisney in exchange for a inflexible percentage of ticket sales and revenues. In many a(prenominal) a(prenominal) its operations, Disney employs a vertical integration strategy because it eliminates much of the transaction monetary values that come from working with the market, such as the possibility that the markets may fail. Creating contracts is another cost, as contracts take time and are difficult to form in a way that satisfies both parties involved, in an attempt to cover all possible contingencies. In addition, companies have their own, unique motives.When working in the market, there is always risk these other companies will work in their own favor as they come across opportunities that only advance them. Also, Disney is very committed to holding to their values. This may create another cost in the form of conflict because they may come across differing views and cultures with other companies that do not run their business the same way. 4. ) What corporate strategy does Walt Disney employ? Identify and explain all types of diversification/integration within Disneys overall corporate strategy.Disney employs both vertical and horizontal integration as part of their corporate strategy. The Walt Disney Company pursues a highly differentiated strategy, operating primarily in five distinct segments Theme pose and Resorts, Consumer Products, Media Networks, S tudio Entertainment, and Internet and Direct Marketing. Theme Parks and Resorts is Disneys second highest grossing segment. Included under this segment are all Disney Theme Parks, with the exclusion of EuroDisney, and all other resorts and resort activities.Sports teams, the Anaheim Mighty Ducks and the Anaheim Angels, as well as regional entertainment facilities like ESPNZone and DisneyQuest, are within this business line. Media networks, Disneys highest grossing business line, can be broken down into two subcategories Broadcasting and telephone line Networks International. Broadcasting consists of first rudiment Television and Radio Network along with associated TV and Radio stations. Cable Networks and International includes ESPN, Disney Channel, Toon Disney, and SoapNet. Various newspapers and periodicals acquired through the rudiment merger also fall into this business line.Studio Entertainment is a very diverse segment including Television, Film, Home Video, theatrical, an d euphony production, as well as, distribution and syndicated TV. Disney has created or acquired multiple movie production companies including Walt Disney Pictures, Touchstone, and Miramax, each company producing a very distinct product with a violate target audience. A similar pattern is identifiable with Disneys various music production companies each produces a distinct product with a distinct target market. Television production includes program development in the form of live-action, animation, and pay television services.Consumer Products consists primarily of licensing arrangements with various retailers, promoters, and publishers, where Disney allows third parties to use Walt Disney, Disney characters, and other impalpable properties for specific purposes. Consumer Products also includes Disney Stores, Disneys direct retail outlet. Finally, Disney also produces books, magazines, and audio and computer software for entertainment and educational purposes. Internet and Direc t Marketing includes all of Disneys online activities as well as the Disney catalogue. This includes entities such as the Disney catalogue, ESPN. om, Disney. com, GO. com, Etc. Aside from all the aforementioned business activities, Disney is or has been involved in many more projects and lines of business. Disney started an in-house travel company to work with travel agents and airlines to draw customers to Disney Parks and Resorts. Disney created the Disney Development Company to find the best way to utilize Disneys saucy acreage. Disney also has been involved in timeshares, night clubs, theatre operations, Disney On-Ice, and the Disney Parade. 5. ) Evaluate the benefits and cost of each type of diversification.From this analysis state and justify (through quantitative analysis) whether Disney is creating or destroying value via diversification? After analysis, Disney has an obvious benefit of diversification, mainly because it allows them to expand their initial business idea int o several different markets. Disney was able to take a relatable couch of characters and ideas in the film industry, and not only maximize the profits from those characters in the form of amusement parks, resorts, and other entertainment facilities, but also expand their business into other markets which may seem nrelated. While the initial start-up cost and recurring operating costs of theme parks, studios, and media networks are high, they have proven to be one of Disneys highest grossing business ventures. For example, in 2000 theme parks generated $6. 803 billion in revenue and operating income of $1. 62 billion Exhibit A, page 6. These theme parks help create and support much of the Disney brand that people think of today, which is one of their strongest sources of value. In the media networks, Disney earned $9. 615 billion revenue in 2000 and produced an operating income of $2. 98 billion. The benefit of this venture is that Disney is able to spread their brand across the cou ntry by reaching cable audiences with the Disney Channel and ESPN stations, as well as local viewers, afterward their purchase of ABC. Once again, the costs and risk of creating a channel and buying a major television channel comes with high cost, unless Disney is still able to make a profit from this segment of their business. While the film industry had revenues of $5. 994 billion, expenses for the segment are high as they only saw an operating income of $ cx million.This is one of Disneys original lines of business, but it appears Disney has peaked in this segment. Even though profits arent as high as other segments of their business, the benefits of this segment still outweigh their costs. Additionally, due to the relatively cheap cost of consumer products line, in 2000 Disney was able to record an operating income of $455 million and with revenues of $2. 622 billion. Disney benefits by selling products related to their highly desired brand, and for a relatively low cost.Unfor tunately for Disney, their internet and direct merchandising line saw an operating loss of ($402) during 2000, the fourth consecutive loss for this segment. Disney once again tried to carry success over from their well established brand into a new segment. However, the costs and demands of owning and running an internet and direct marketing line appear to be outside of Disneys core competencies. Even though they may have foresight to predict the importance of e-commerce in retail, Disney has yet to make a profit of this segment.Further supporting the benefits of Disneys diversification is Disneys Index on the SP 500, having reached over 1,000 for the last three years of data provided (1998-2000. ) These marks were the highest Disney has ever reached in this Index, according to the data provided, and achieved at the height of Disneys diversification. This upholds the position that Disney does produce value through its diversification into many different business ventures. 6. ) Which expansion modes have Disney utilized to implement its corporate strategy?Use facts from the case to identify the benefits and costs of each expansion mode. Disney has pursued three primary forms of expansion Vertical expansion, Horizontal expansion, and Geographic expansion. Vertical and Horizontal expansion refer to Disneys various product and business lines, and geographic expansion refers to Disneys physical presence. Disney owns or has licensed parks on three different continents. By expanding geographically, Disney has become one of the most recognized brands in the world, in large part due to their physical presence.By having operations in multiple counties in several parts of the world, Disney is able to gain expertise and association that can help it more closely connect it to its target market. Creating new parks, resorts, or other entertainment facilities carries huge initial start-up costs and recurring fixed costs. It also adds numerous employees and operations that can become difficult to manage efficiently. Expanding horizontally allows familys to take advantage of economies of scale by lowering the average cost per unit by spreading fixed costs over greater production.Another key advantage is the potential to gain new distribution channels. Following the ABC merger, Disney gained over 20 radio stations and many print media outlets. Seemingly, the primary motivation for Disney to integrate horizontally appears to be for economies of scope. Economies of scope is the utilization of a wider array of available resources to new create synergies. After Disney merged with ABC, they were able to utilize economies of scope through cross-promotion. They could advertise and tie-in Disney products on the acquired ABC media outlets and vice versa.Another advantage of vertical integration, made obvious through the merger with ABC, is the gain in market share. Though not stated explicitly, its not difficult to moving-picture show that Disney may have gained substantial power in negotiations with cable and satellite television providers after merging with ABC. A major cost of horizontal integration comes from a new, bloated company. Departments become redundant across the organization, and the company becomes inefficient. Acquisitions like this also are accompanied by months and months of paperwork that ultimately distracts from the companys primary operations.Disney and ABC were forced to mesh together two distinct corporate cultures. This can irritate and de-motivate employees, ultimately causing further inefficiency. Vertical expansion can create better coordination within the supply chain. When Disney created its own distribution company, Buena Vista, they were able to directly control all operations involved in the distribution of their media, eliminating the potential costs of negotiations and hold-ups. Another benefit captured by creating Buena Vista was the ability to capture downstream profit margin.Vertical expansion could eve ntually lead to Disney gaining more core competencies. Achieving lower unit cost, better coordination, and increase in core competencies create higher entry barriers for potential competitors. Vertical integration can also cause a firm to become too large and complex to efficiently manage. Owning and operating completely different business under the same corporation requires expertise in many different areas be successful, which can be a substantial cost. Exhibit AThe Walt Disney Company Financial Data, 1983 2000 ($ millions)

Drugs and their uses

Disappear Disappear is commonly used to treat a wide range of conditions. These include anxiety, panic attacks, insomnia, seizures, vim spasms, restless leg yeomen, alcohol withdrawal, Benedictine withdrawal, opiate withdrawal syndrome and miners disease. Sanitation sanitation is a hypodermic drug used to control elevated cholesterol or hyperventilations with exercise, diet, and weightless. Aspirin Aspirin is an antiparticle medicine. This means it reduces the risk of blood clots forming in your blood.Co-coda Co-coda is a compound analgesic which consists of a combination of codeine phosphate and perpetrator, used for relief for subdued to moderate pain. Postman Postman is a phosphate drug used for several bone diseases including osteoporosis. Brushfire (Lasso) Brushfire (Lasso) is a loop diuretic used in the preaching of hypertension, congestive heart failure and edema. Its also used for hepatic cirrhosis, renal impairment, nephritic syndrome, and in the management of severe hype rglycemia in combination with adeptest reiteration.Do you exist what these drugs are? Meteoroid (Cellophane, Reamer, Glummest, Forefeet ) Meteoroid is an oral antibiotic drug in the beguine class. This drug is for the treatment of type 2 diabetes, in overweight and obese individuals with dominion kidney function. Warfare (Minerva) Warfare is an anticoagulant normally used in the prevention of thrombosis ND thrombosiss, the formation of blood clots in blood vessels and their migration elsewhere in the body.Responding (Airspeeds) Responding is an antispasmodic agent drug mainly used to treat schizophrenia, specification disorder, the mixed and manic states of bipolar disorder and irritability in caustic individuals. Citizens Citizens is a second times antihistamine used in the treatment of hay fever, allergies, angiosperm and artistic. Together (carbonized) Together is an anticonvulsant and mood stabilizing drug used primarily to treat epilepsy and bipolar disorder as well as trigg ering neuralgia.

First Keystone Bank Essay

1. Prep ar a list of internal control mathematical operations that banks and other financial institutions have utilise, or should implement, for their ATM operations.Financial institutions should implemented the following internal control procedures. The first one is Risk Assessment, which fashion financial institutions management should identifies, analyzes, and manages risks that rear end affect the company. The second one is Control Environment, this procedure require management of the institutions attitude toward, awareness of, and actions concerning the internal control structure to in order to reduce the fraud and error. The third one is Control Activities, which means that institutions management should enact specific policies and procedures to achieve the management objectives.Whats more(prenominal), they should take necessary procedures to target the risks. The forth step is information and communications. Institutions should gather wholly necessary information to car ry out internal controls. Providing, sharing and obtaining information is also very important, which is called communication. The last step is Monitoring. Which is an ongoing process to evaluate controls and determine whether all the operations are as intended. They changed when operating conditions change.2. What general conditions or factors influence the visit approach or strategy applied to a bank lymph nodes ATM operations by its independent auditors?The auditor should consider the nature, timing, and extent of further audit procedures to make decision. The nature of an audit procedure accept its purpose and its type. So the purpose and the type of an audit procedure will influence the audit approach. The purpose of audit procedure determines whether it is a risk sound judgment procedure, a test of controls, or a substantive procedure. The types of audit procedures include inspection ofdocumentation, inspection of assets, observation , external confirmation, recalculation, reperformance, analytical procedure, s potning, and inquiry.Timing refers to when audit procedures are performed or the period or data to which the audit evidence applies. The higher the risk of material misstatement, the more likely it is that the auditor may decide it is more effective to perform substantive procedures nearer to the period end rather than at an earlier date. On the other hand performing audit procedures onwards the period end may assist the auditor in get winding significant matters at an early stage of the audit.Extent refers to the quantity of a specific audit procedure to be preformed. The extent of audit procedure is determined by the judgment of the auditor after considering the tolerable misstatement, the assessed risk of material misstatement, and the degree of pledge the auditor plans to obtain.3. Identify specific audit procedures that may be applied to ATM operations. Which, if any, of these procedures might have resulted in the discovery of the embez zlement scheme at First Keystones Swarthmore branch? Explain.Inspection of documentation, observation, recalculation, analytical procedures, scanning, and inquiry may be applied to ATM operations.I think the following procedures can resulted in the discovery of the embezzlement scheme. The first one is inspection of documentation. Auditors can examine a client document and compare it with the exact money they take over and take out from the ATM. The second one is observation. Looking the procedure of using the ATM to make sure whether it is used with authority. The third one is analytical procedures. Auditors can analyzing plausible relationships among both financial and nonfinancial data of the ATM. The forth one is scanning. Performing a type of analytical procedure which involves reviewing accounting data to identify unusual items. For example, the amount of money that put in the ATM is not match the money that actually take out by customers.

Persuasive Student Parking

Dear Principal, I am writing to let you know that I am completely happy with the recent constitution of numbered parking spaces. Parking at school is much more convenient now, and knowing the school has more information about parking lot bodily process is great. I am besides very pleased that I defy no longer been tardy or searched for an assailable space. It truly has been better with this observe in effect. First of all, the school should have knowledge about what is happening in the parking lot. Knowing where each disciples designated parking spots are prevents vandalism.It also prevents the students from skipping class because the faculty can check if your car is in the designated parking space. In the same way it is nice for the staff to know where each student car is, it is just as great for me to know exactly where im going. I no longer have to drive in circles around the lot, searching for an open space. Stepping into the crisp, bitter cold in the morning is bad enough , staying in it even longer than necessary is just plain awful. Which bring me to my last point. I have not been tardy since the new parking rules.The traffic has been cut down tremendously, allowing me to get to my parking space very quickly. I no longer tincture rushed or overwhelmed that i will be late, and that is a great way to start the day. As a result of reading the previous information, i urge you to please keep this rule enforced. I think the benefits you and the staff have recieved from knowing where each students car is just as great as the students starting off the morning going directly to their spot and getting to class on time Thank you for your time and attention

Critical Listening Paper Essay

Social psychologist Amy Cuddy presents a formal demonstrative language on trunk verbiage. The general excogitation of the idiom was to inform. Cuddys attire was formal. She was dressed in sinister high heels, black stockings, a black skirt, a long thin black cover-up, and jewelrya heavy necklace and hoop earrings. The loud vocalisers introduction by all odds captured my attention. She started her lecturing by stating that she would offer a free no-tech life hack surplus to a request that she made to the audience this definitely draws the audience into what she is about(predicate) to say. The speaker engages with her audience by asking them to perform a certain act, while also enticing them with a free life-hack. It certain did enhance the speakers credibility because she is offering some kind of valuable advice to her audience. The audience is loosely older in age (late 20s & up), there is a mix of males and females, and there seems to be a good diversity in races.Most ar e dressed semi-formally if not formally. The speaker definitely adapts her remarks to the audience by catering to the characteristics of their demographics ex. Relating her result to job interviews. The speaker establishes rapport with her audience through incessant eye contact, communicative conversational t oneness, fluency, hand/arm gestures, and personal stories. Cuddys dustup was about body language and how we see ourselves. The speakers thesis statement was the following Fake it until you become it. The briny points for this mother tongue are the following our non-verbals govern how we think and feel about ourselves (Power-posing), our bodies modify our minds (Testosterone/cortisol levels), and our bodies change our behavior and our behavior changes our outcomes. The speaker uses the topical organizational pattern to deliver her speech. It is definitely appropriate for the topic and speaking situation.Her organization makes it easier for the audience to logi jawy interpre t and understand the important points that she is trying to make. Additionally, the speaker uses language to improve the effectiveness of her speech. She is rattling conversational which exerts the audience to be more alert, responsive, and empathetic to her. The speakers speaking voice is not monotone and she definitely uses effective vocabulary in her speech as wellnot too difficult, but not too plain.Additionally, the Cuddy uses the right amount of vocal expressions. Amy Cuddy in general used images to support her worldly. Her short clip and images worked highly well in supporting her main points/argument. in any case the effective images on her slideshow, the speakers use of her personal experiences and stories definitely supported her points. She establishes her credibility by showing a story that ultimately establishes her educational level Cuddy is a professor at Harvard University.Cuddy concludes her speech by reiterating her thesis statement and reinforcing the speech s general and specific purpose. She ends her speech with a call to action. The conclusion that she makes calls the audience to 1.) try power-posing and 2.) to share the science. The speaker provides closure to show the audience that her speech was faultless with her call to action and thanking the audience. The speakers use of non-verbal elements of deliin truth was outstanding. Her arm and hand gestures were appropriate, she maintained meaningful eye contact/engagement throughout her entire speech, and her overall body language to her audience was one that really entices the audience to pay attention and be engaged. The speaker used presentation aids, and in my opinion, they were extremely effective and sweet.Moreover, it is clear to see that the speakers presentation aids were adequate supporting material through the audiences reactions ex. Laughter, applause. In my opinion, the strongest role of the speech was the speakers story about her personal experience. This was part of the body of her speech and it was her supporting evidence for one of her main points. She used feeling to appeal to her audience about her tragic accident and her journey to recovery and faking it until you become it. This was the strongest part of the speech because it is memorable and got a strong reaction out of the audience. Not only that, but it was great supporting material for the speakers thesis. On the other hand, there werent any weaknesses to Cuddys speech necessarily.If I had to choose one weak point however, it would be the transition from the body to the conclusion. This was the weakest part of the speech because it was difficult to concretely establish the concluding paragraph of the speech. I could not tell whether the ending was part of the speechs body and the conclusion was just extremely short, or whether the conclusion of the speech was very long. A better transition into the conclusion would make the speech better. The setting of this speech wasextremely forma l. The surface of the room was fairly largeit appeared like a theatre. Cuddy is atop a large stage and the blot is on her. The room is darker where the audience is. This kind of setting impacts the speech in a way that makes the speaker the center of attention. The audience gives supportive feedback to the speaker.They laugh at all the right times, and the Cuddy responds to this feedback by really engaging with the audience through her questions and affirmations in a non-overdoing way. At the end of her speech, the members of the audience stand up from their seating while giving her a big applause. On a scale of 1-10, I would rate this speaker a 10. This is because this speaker encompassed every characteristic that an effective speaker should portray. She obviously knows what she is doing and has had sufficient practice and experience. I would definitely enjoy listening to Cuddy again because not only was her topic very interesting and enjoyable to listen to and learn about, but she was a great speaker in general.I especially want the way that she catered her speech to her audience. In my opinion, there werent issues that the speaker should have addressed but did not. The speech was succinct and effective. The conclusion of the speech, however, was either too long or too short. I could not tell whether the ending was part of the body and the conclusion was just extremely short, or whether the conclusion was just very long.Works CitedCuddy, A. (2012, October). Your body language shapes who you are. Retrieved July 30, 2014, from TED http//www.ted.com/playlists/171/the_20_most_popular_talks_of_a