Evil Spirits - Short Story :: Papers

Evil Spirits - Short Story A number of years ago, as a poor student, I was renting the top 2 floors of a house with 7 other school friends. We thought ourselves lucky to get the house for such a low rent, plus all utilities paid for. With eleven of us, we each paid about $75.00 a month. The house had its fair share of windows facing east and west, so it should be a brightly lit house in the daytime, but, somehow, the house was always rather dark and dim. We could never figure this out. Often at night, we'd hear bumps and creaks; we always put it down as the old 100-125 year old Victorian style house settling down until one night... It was a Friday night, just around spring, exams were done with, and winter was almost over. We were all really overjoyed and happy. We felt that we did well in our exams. That evening, six of us went to the movies, had dinner. After the dinner, we headed home. The celebration continued. We were drinking coke; some of the guys were drinking beer. We were all laughing and joking in the kitchen, when we heard the door open, and footsteps coming up the stairs. We thought, Jenny and Sue were home, they had opted to go to a fellowship rather than join us at our celebration. We called out to the 2 sisters to join us, when we recieved no answer, Tom poked his head outside the kitchen, the dim hallway was empty. We figured, incredible as it sounds, they probably did not hear us, so, Tom went upstairs to the girls' room. A few minutes later, he came back downstairs looking very puzzled. The girls weren't home, yet, we heard someone open the front door and come up those stairs. We shrugged it off as the house settling down or a streetcar coming by shaking the house. A week later, as I was sleeping, I woke up quite suddenly. Unsure what woke me up, I switched on the light.

An Information Technology System For a School Essay

ANALYSIS: To aid in investigation of the problem, two interviews were carried out. One was with the school principal, and the other with the school administrator. In preparation of the interviews a list of topics for discussion was drawn up, and included these checkpoints: * What the new system hopes to achieve, exactly. * The problems in the current system. * The methods currently employed to input data into the system. * The information that is required per file, i.e., for each student what fields will have to be input. * The format of the required output. * The volume of data expected, e.g., how many students are expected to enroll, or how many new teachers will be required. * Any hardware or software constraints, such as the new system only being able to run with a particular operating system. Interview 1: This interview was with the school’s principal, Mrs. Monica Stakich. It took place in her office, on appointment, and was as follows: Q: Mrs. Stakich, your school has built up quite a reputation of excellence over the years as shown by its grades. How do you intend to maintain this? A: Well, the school has always prided itself on its academic achievements, and this is due to our students being dedicated in their studies, which shows itself in the superior grades. We will be fine if we can continue this trend. Q: You are shifting to new custom-built premises and are also expanding your range of activities offered. Why have you made this decision? A: We are changing our status to an authorized ‘A’ level Center. As such, we will need the appropriate facilities to meet the requirements for this standard. Also, the school expects a significant increase in enrolments at both ‘O’ and ‘A’ Levels, so the space is needed to provide for these new students. Q: How many students do you currently have in your institution? And how many do you expect to enroll in the future? A: The school currently caters to a population of around 2500 students, but we expect an influx of around 1000 students next year. Q: How do you access a file of a student or a teacher? Do you find it yourself on your computer or does the secretary do it for you? A: I can access files of both students and customers from my own PC, as well as any other file, such as stationery, electricity bills, etc. But I must also focus more on the task of running the school itself, so I usually let my secretary handle all the files. She herself gets these files from the school system administrator. I only check a file myself if we need to consider carefully the person, or file in question, for example a teacher for an important position. Q: Thank you very much for your time, Mrs. Stakich. A: You’re welcome. Analysis of the Interview: The interview, on analysis, showed the school to be result-driven, as indicated by the Headmistress’s comments. But more importantly, it also showed that she did not focus on the file input and retrieval system in particular herself, and on the school’s information system in general. The actual file control and handling was carried out by the system administrator, who could provide us with insight of the current system’s workings. Interview 2: An interview was arranged with Mr. Mark Glasse, the system administrator, in his office. It proceeded as follows: Q: How long have you been working here, Mr. Glasse? A: Its been around four years since I started wok for the school. Q: How many times has the system been updated since you started work? A: We’ve updated thrice so far. Q: What changes had been made during these updates? A: Well, once we had to increase our disk space to around 10 GB to cope with increased student information on Health Cards, as was required by a new Government law. Another time we had to modify our input procedure, it being too manual, with almost unnecessary paperwork involved, so we had to purchase new input devices. And there was also the time when we had to call in a professional security company to install anti-hacking programs when our database was actually hacked into. Q: What input devices do you work with? How is output shown? A: I use a keyboard, a mouse, a web-camera and a scanner as input devices. Output is displayed on a monitor, or on a plotter as is appropriate. And, of course, I often have to print out some files using a laser printer. Q: And your system configuration? A: I use a Pentium 2, 333 MHz Processor, with 32 MB RAM, 4 GB hard disk with Windows 98 as my operating system. I also have other software such as MS Visual Studio and MS Office 2000 installed on my computer. Q: Mr. Glasse, what is the general procedure that you follow if you were asked to, for example, update a file? A: First of all, I would have to get an approved notice from someone in an authoritative position, for example the Headmistress, or the Head Administrator. This note would be attached to a Modification Form showing details of the file that needs to be updated. The authorization slip has to be filed into a drawer in my desk, and I just have to access the file using the code given on the Form and change the required fields. I have the Menu on my Desktop, Mrs. Stakich and I are the only ones who know the Password so I’ve never thought about changing it, once in the records I go to the Search Command to call up the file in question, and make the changes required. On exiting the database, I go have to fill out another form, a Proof Form, as it is known as, to acknowledge my action. This form then returns to the top-level to the individual who initially authorized it. Q: How often do errors occur using this procedure? A: As you can see, the system is designed in such a way that carrying out the procedure makes it prone to errors. We’re still lucky to have a few students and teachers, basically small files is what I mean to say, which do not have to be updated too often, so they aren’t too many mistakes. Even if there are, they can easily be located and corrected due to the small size of our database. Q: OK, now what about the plus points of this system? For example, is it easy to use? Is it efficient? Do you feel that you yourself are performing at an optimum level with this system? A: Ill have to think this question over. Yes, for sure it is easy to use. I just have to type in an identifier code for each record, and the particular record is searched for and displayed. Its that simple. I don’t think its efficient though. As the number of files increases the system takes longer and longer to search the database to produce the results I was looking for. It only follows that I myself feel I am under-performing at my job, as some time will definitely be wasted in waiting for results. Q: Are you satisfied with the system performing only these functions? A: Yes, I am. I would like it to be faster though, and even up-to-date, technologically speaking. Q: Thank you, Mr. Glasse, for your cooperation. You’ve been a great help. A: The pleasure was all mine. Analysis of the Interview: This interview was more enlightening than the one with Mrs. Stakich, for we were able to focus on the technical side of the school’s database system. Certain glaring shortcomings of the current system came to light, such as a very limited database size, as indicated by the system being upgraded the first time. This further tells us that the system itself, with all its components, is out-of-date. In such a state, it may also be incompatible with other systems, should it be desired to connect to these for data exchange purposes. Another significant weakness is the fact that the third upgrade was for security reasons, which means that the Password Protection was initially low. Mr. Glasse also said that it takes longer to search for a required field if there are many records – this is only fair, but there aren’t too many records right now, so we can expect the system to have some sort of linear search function in operation, unsuitable for large databases. The program, although performing just a few main functions, is slow, again pointing to its near obsoleteness. Its low productivity has an effect on the human element involved, as Mr. Glasse himself feels as if he has not fully achieved his full potential. Lack of motivation could cause further falls in productivity. The system also has standard input devices (mouse and keyboard), as well as standard output devices (printer, scanner and plotter), needed to process data and produce the desired results. The system also runs on a fairly fast processor, as given by the computer’s configuration. However it is unlikely that the system uses any of the other software packages (apart from the Wi ndows 98 operating system) so these, as powerful as they are, aren’t being utilized. MAIN WEAKNESSES OF CURRENT SYSTEM: Based on the knowledge gained in these interviews, it is possible to finalize the main shortcomings of the system currently in use: * Small disk space. The disk space used for storage of data is relatively small as it needed to be upgraded beforehand. With all the new enrolments expected, as well as other related increases, such as electricity and water, teachers’ salaries, etc the available disk space will not be sufficient. * Poor security level. Security forms an important part of any system, and the fact that the database was hacked into shows just how weak security really is. The password used seems to be outdated and it is likely that people other than those authorized know it. Laxed security is especially important here as we are dealing with the personal records of students and teachers, not to mention important transactions such as total fees received, expenses, and so on. So security, despite being of paramount importance, isn’t given the priority it should be. * Inconvenience The normal procedure to accomplish a single task is lengthy and time-consuming. It also involves unnecessary paperwork. This would exhibit itself as delays in processing, as a single instruction would have to be passed through many stages before being received by the sender once again as feedback. * Basic obsoleteness. As seen from the interview, Mr. Glasse uses a relatively fast processor. Despite this speed, we still find that the speed of running the system is slow especially when new records are added. This means that the components of the system itself are slow and outdated. This weakness especially comes into focus when we consider the fact that nowadays systems are rarely independent. One system has to be connected to at least one more system, with data exchange taking place between these. However, if their speeds are not compatible they will not be able to function at their optimum level. If the system were to exchange information over the Internet then this incompatibility could become a problem. OBJECTIVES OF THE NEW SYSTEM: 1) To provide quick access to the files in the database. Many files will now be in the system and it is necessary that they be reached quickly. 2) To maintain a higher level of security. This ensures that the database is viewed and controlled only by those who have the proper authority to do so. 3) To minimize ‘red tape’ involved in making changes to the records. The previous system involved a lot of paperwork and proved to be costly in terms of time (therefore money), so this new system aims to reduce that by quickly and efficiently processing an instruction. 4) To be user-friendly. Step-by-step guidance ensures that the user can easily find his way around the database to perform the desired task. A Flowchart of how data would be passed along the new system is as follows: SYSTEM REQUIREMENTS: Standard input devices, such as a mouse, a keyboard, a scanner and a web-camera will be needed for this system to operate (the mouse and keyboard are the main ones, the others for inputting photos and such graphics). Output devices will be plotters and printers. Hardware: The CPU requirement for this system include at least 100 MHz Pentium processor and 16 MB RAM. Software: It is necessary to have an operating system such as Windows 98 as well as MS Visual Basic program installed, as this is the front-end program to be used for this system, with Access 7.0 being the back-end program. The user will be Mr. Glasse, and his computer already exceeds the requirements for this system to function efficiently. His IT skills will also be relevant: since he already has MS Office 97 installed he will already know the basics behind Access 7.0 and should find no problem in entering the data. It must be remembered that the system to be developed is intended to replace the outdated system in current use. The current system is slow, inefficient and incompatible. Its replacement will be better than it in all these respects, and should bring the database up to the level of technology today.

Bryn Mawr College Acceptance Rate, SAT/ACT Scores

Bryn Mawr College is a private womens liberal arts college with an acceptance rate of 34%. Founded in 1885, and located in Bryn Mawr, Pennsylvania, Bryn Mawr College is one of the original Seven Sisters  colleges. Bryn Mawr is a member of the Tri-College Consortium with  Swarthmore  and  Haverford colleges, where students can cross-register for classes. Students may also register for classes at the  University of Pennsylvania. Along with strong academics, Bryn Mawr is rich in history and traditions including Parade Night at the years start and May Day at the end of the spring semester. In athletics, the Bryn Mawr Owls compete in the NCAA Division III  Centennial Conference. The college fields eleven intercollegiate sports. Considering applying to Bryn Mawr? Here are the admissions statistics you should know, including average SAT/ACT scores of admitted students. Acceptance Rate During the 2017-18 admissions cycle, Bryn Mawr College had an acceptance rate of 34%. This means that for every 100 students who applied, 34 students were admitted, making Bryn Mawrs admissions process competitive. Admissions Statistics (2017-18) Number of Applicants 3,166 Percent Admitted 34% Percent Admitted Who Enrolled (Yield) 36% SAT Scores and Requirements Bryn Mawr is test-optional for applicants from the U.S. Applicants to Bryn Mawr College may submit SAT or ACT scores to the school, but they are not required to do so.  During the 2017-18 admissions cycle, 61% of admitted students submitted SAT scores. SAT Range (Admitted Students) Section 25th Percentile 75th Percentile ERW 660 730 Math 640 770 ERW=Evidence-Based Reading and Writing This admissions data tells us that of those who submitted scores during the 2017-18 admissions cycle, most of Bryn Mawrs admitted students fall within the top 20% nationally on the SAT. For the evidence-based reading and writing section, 50% of students admitted to Bryn Mawr scored between 660 and 730, while 25% scored below 660 and 25% scored above 730. On the math section, 50% of admitted students scored between 640 and 770, while 25% scored below 640 and 25% scored above 770. While the SAT is not required, this data tells us that a composite SAT score of 1500 or higher is competitive for Bryn Mawr. Requirements Bryn Mawr College does not require SAT scores for admission. For students who choose to submit scores, note that Bryn Mawr participates in the scorechoice program, meaning that the admissions office will consider your highest score from each individual section across all SAT test dates. The SAT writing section is optional at Bryn Mawr. ACT Scores and Requirements Bryn Mawr is test-optional for applicants from the U.S. Applicants may submit SAT or ACT scores to the school, but they are not required to do so. During the 2017-18 admissions cycle, 34% of admitted students submitted ACT scores. SAT Range (Admitted Students) Section 25th Percentile 75th Percentile English 30 35 Math 25 30 Composite 28 33 This admissions data tells us that of those who submitted scores during the 2017-18 admissions cycle, most of Bryn Mawrs admitted students fall within the top 11% nationally on the ACT. The middle 50% of students admitted to Bryn Mawr received a composite ACT score between 28 and 33, while 25% scored above 33 and 25% scored below 28. Requirements Note that Bryn Mawr does not require ACT scores for admission. For students who choose to submit scores, Bryn Mawr participates in the scorechoice program, meaning that the admissions office will consider your highest score from each individual section across all ACT test dates. The ACT writing section is optional at Bryn Mawr College. GPA Bryn Mawr College does not provide data about admitted students high school GPAs. Self-Reported GPA/SAT/ACT Graph Bryn Mawr College Applicants Self-Reported GPA/SAT/ACT Graph. Data courtesy of Cappex. The admissions data in the graph is self-reported by applicants to Bryn Mawr College. GPAs are unweighted. Find out how you compare to accepted students, see the real-time graph, and calculate your chances of getting in  with a free Cappex account. Admissions Chances Bryn Mawr College, which accepts just over a third of applicants, has a competitive admissions pool. However, Bryn Mawr also has a  holistic admissions  process and is test-optional for domestic applicants, so admissions decisions are based on much more than numbers. Strong  application essays  and  glowing letters of recommendation  can strengthen your application, as can participation in meaningful  extracurricular activities  and a  rigorous course schedule. The college is looking for students who will contribute to the campus community in meaningful ways, not just students who show promise in the classroom. While not required, Bryn Mawr strongly recommends  interviews  for interested applicants. Students with particularly compelling stories or achievements can still receive serious consideration even if their grades and scores are outside of Bryn Mawrs average range. In the graph above, the blue and green dots represent accepted students. The data show that the majority of successful applicants had high school grades of A- or better, combined SAT scores of 1200 or higher (ERWM), and ACT composite scores of 25 or better.   If You Like Bryn Mawr College, You May Also Like These Schools Swarthmore CollegeBoston UniversityUniversity of ChicagoYale UniversitySarah Lawrence CollegeWesleyan UniversityDartmouth CollegeVassar CollegeSmith CollegeBrown University All admissions data has been sourced from the National Center for Education Statistics and Bryn Mawr College Undergraduate Admissions Office.

Culture And Values Of New Zealand Essay - 1548 Words

FORMAL MEETING GUIDE TWO CULTURES This Report is about the multi culture of New Zealand SAHIL KUMAR 14075027b Submitted to ANIKA VATS Assignment no: 11647 Contents INTRODUCTION 3 MAORI CULTURE 3 OTHER CULTURE 3 ABOUT HUI 3 PROCESS OF MEETING 4 AGENDA 4 DATE AND TIME 4 BEHAVIOUR AND FORMAL 4 ROLES 4 PREPARE IN ADVANCE 5 COMMUNICATION SKILL 5 NOTICE OF MEETING 5 REGULATION OF MEETING 5 RECORD OF THE MEETING 5 COUNTDOWN 5 AGENDA 6 PLANNING AND PROCEDURES FOR MEETING 6 GLOSSARY 6 Reference 8 INTRODUCTION The Purpose of this report is to understand the culture and values of New Zealand culture in terms of their living condition, behaviour, society, aspect, ethics, rules, regulations, greetings, treating, food and environment. I will be focusing on the main cultures of New Zealand as it is a multi cultural society. MAORI CULTURE Maoris lifestyle is interesting society of New Zealand. By nature they are welcoming and reverence the other society. 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Within this evaluation, this essay will address the role of HRM strategy in creating competitive advantage and the applicability of such strategy to New Zealand firms. Ultimately, this essay argues that the case study of Hai Di Lao provides valuable insight as to how to achieve resource-based competitive advantage however New Zealand organisations ought to exercise caution in seekingRead MoreEducation Is Important For A Nation s Most Populous City With A Wide Demographic Of Multicultural Individuals Essay1621 Words   |  7 Pagesperception and engagement with Waitangi Day. Within the wider context of New Zealand, Auckland is the nation’s most populous city with a wide demographic of multicultural individuals. With significant external immigration to the city, future growth is to be expected. 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Poor Working Conditions in the Age of Industrialization

The age of industrialization brought many changes to American society. Industrialization had a huge impact in the development of the nineteenth century. Industrialization was important because it led to new technologies and inventions that tremendously improved every day life. The technical innovations and the inventions of railroads brought people into the cities. Due to this, industries grew and more jobs were available. The need for workers put women and children into the workforce, providing cheap labor, and resulting in poor working conditions. The texts â€Å"Modern America is Born† by Milton Meltzer, â€Å"Robber Barons and Rebels† by Howard Zinn, and â€Å"Hostile Employers See Yourselves as Others Know You† by Samuel Gompers, talks about poor working conditions that happened during industrialization. The working conditions in the late 1800s and the early 1900s were very poor. In 1869 the completion of the first transcontinental railroad was a new develop ment in America. The railroad was built mostly by immigrants that would work for low wages. The employers that then worked on the railroad had certain issues. In â€Å"Modern America is Born† the author states, â€Å"For decades both freight and passenger trains suffered from two devices that kept service slow and dangerous [†¦] The brakeman had to stand between the cars so he could slide the link into the socket and drop the pin to hold the cars together [†¦] An even worse part of the job was the manual braking of the cars to slow or stopShow MoreRelated2002 Ap Euro Dbq: Manchester Essay1067 Words   |  5 PagesThe Effects of Industrialization on Manchester, England 1750-1850 England in the 18th and 19th centuries changed dramatically as a result of the Industrial Revolution, which had many effects on the social structure of England and increased the gap between the rich and the poor. 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Cities grew and developed quickly, which caused women to work outside of their homes and farmers felt the difference in urban living. United State was changing because of industrialization. For example, the roles for women had changed greatly

Federation of Automobile Dealers Associations Report Free Essays

|Federation of Automobile Dealers Associations | | | | | |   | |Home   | | | |Truck Freightage Defies Trends in Economy: IFTRT Report | |   | |Defying the buoyant data being released by various agencies about the expansion of economic activities and soaring corporate profits, | |the trucking business, consisting of 3 million trucks, has failed to look up in last 4 weeks. The truck freightage has remained flat | |on most of the trunk routes despite increase in cost of operation due to 2 diesel price hikes (Dec 31 and Dec 15†² 03) totaling Rs. 2/- | |per litre (10%) and have, in fact, sharply declined on trunk routes passing through Uttar Pradesh due to resumption of overloading by | |trucks. We will write a custom essay sample on Federation of Automobile Dealers Associations Report or any similar topic only for you Order Now | | |On the other hand various State Governments had withdrawn Gold token/ passes/ cards, which permitted over-loading of trucks in excess | |of permitted weight, in order to get release of their share of Central Road Fund withheld since April 2003. The Central Government has| |stopped Central Road Fund to those State Governments, which were not only permitting but sponsoring overloading of trucks in | |contravention of Central Motor Vehicle Act, 1988 by issuing Gold Cards/ passes/ tokens to truckers against fixed monthly/ quarterly | |fee. The Central Government has taken a firm view that â€Å"over-loading of the vehicles cause significant damage to road surface†¦ | | | |Recently, the State Government of Uttar Pradesh withdrew the Gold Card scheme w. e. f. Dec. 15, 03 and a month later Rajasthan did the | |same w. e. f. 1, Jan 04. The subsequent stringent enforcement of CMV Act, 1988 by U. P. Transport Department by not permitting the | |entry/passing through of overloaded t rucks from the State resulted in sharp increase in truck freightage by 4% – 7. 5% during the | |fortnight (Dec 1, – Dec 15, 03) and unsettled the trucking business in region. However, this anti-overloading drive was short-lived | |and has collapsed in the U. P. State, by and large. Now, overloaded trucks are plying and passing through the State merrily. Thus, | |truck freightage once again is being dictated by the over-loading of vehicles that existed before Dec. 1, 03. In the last four weeks | |the truck freightage for the trunk routes passing through U. P. has dropped by 3. 5% – 6. 8%, according to the monthly update released by| |Indian Foundation of Transport Training Research (IFTRT). | | | |Union Government outsmarted by Rajasthan | | | |Followed by U. P. the Rajasthan Government, too, had withdrawn its Gold card/token scheme from 1, Jan 04 to get the Central Road Fund | |released immediately. However, the State Government, very smartly has replaced the earlier special Gold Token Scheme with another | |†AMNESTY SCHEME† by charging multi slab fee to permit unhindered over-loading of trucks in excess of prescribed weight limit. The 1st | |Jan. ’04 notification has been â€Å"modified† to pacify the Central Government, which had again refused to release the money from Central | |Road Fund. But, plying of over loaded commercial vehicles continues under the patronage of State Transport Department, points out the | |report. |   | | | |TRUCK (16. 2 TON GVW) Hire charges/rates (Rs. per round trip 21 Dec’03 – 21 Jan’04 | |Route / Round Trip |Period |Truck Hire charges |Diesel Price increase Impact | |9 ton pay load | |change/Round Trip/Period |(per round trip) 31 Dec’03 | | | |21 Dec’03 – 21 Jan’04 | | | Hire Charges |Hire Charges | | | | |21 Dec’03 |21 Jan’04 | | | | | | |Rs. |% |Rs. |% | |Delhi – Mumbai – Delhi |28,800/- |28,800/- |No Change |NC |(+) 620/- |(+) 5 | |Delhi – Nagpur – Delhi |28,400/- |28,400/- |No Change |NC |(+) 610/- |(+) 5 | |Delhi – Kolkata – Delhi |34,700/- |33,000/- |(-) 1,700/- |(-) 5. 0 |(+) 630/- |(+) 5 | |Delhi – Guwahati – Delhi |69,400/- |67,000/- |(-) 2,400/- |(-) 3. |(+) 850/- |(+) 5 | |Delhi – Hyderabad – Delhi |43,100/- |43,100/- |No Change |NC |(+) 770/- |(+) 5 | |Delhi – Chennai – Delhi |59,000/- |59,000/- |No Change |NC |(+) 870/- |(+) 5 | |Delhi – Bangalore – Delhi |44,800/- |45,000/- |(+) 200/- |(+) 0. 5 |(+) 770/- |(+) 5 | |Delhi – Ranchi – Delhi |33,300/- |31,300/- |(-) 2,000/- |(-) 6. 8 |(+) 620/- |(+) 5 | |Delhi – Raipur – Delhi |29,300/- |29,300/- |No Change |NC |(+) 630/- |(+) 5 | |Delhi – Kandla – Delhi |18,300/- |18,300/- |No Change |NC |(+) 340/- |(+) 5 | |Delhi – Bilaspur – Delhi |30,300/- |30,300/- |No Change |NC |(+) 620/- |(+) 5 | How to cite Federation of Automobile Dealers Associations Report, Papers

Andrea Castle v. Sage Direct Marketing Pty Ltd.

Question: Describe about Andrea Castle who was an employee with Sage Direct Marketing Pty Ltd. Answer: Andrea Castle was an employee with Sage Direct Marketing Pty Ltd. She was employed under an Enterprise Agreement. The enterprise agreements are the collective agreements that are made between employers and employees about the terms of the conditions of employment (Freedland, et al 2016). The Fair works commission approve the process of the enterprise agreements that are made. They also assess the terms of the contractual agreement. She witnesses a robbery in action in a social gathering. She sent out an email to the employees to stay safe and that she saw a colored arm reaching for a purse. The use of the term colored arm and sending out a personal correspondence using the office email was the reasons for her being fired from the job. The email policy of the company states that the emails sent by the employees should be based only for the business purpose and the content of the email should not be offensive to others. The use of the colored arm description was deemed to be offensive by the managers. The company states that she had violated the internal email policy and the terms of the enterprise agreement. Andrea was to sue the company was wrongful termination. She cites that she had posted the email for the welfare of the people and posted information that was what she had witnessed during the course of the robbery. Owing to this the action of the company was deemed unfair by Andrea. This is the reason for he r to consider seeking unlawful termination. The purpose of this analysis is to analyze the validity of Andreas claim by using common law action and Fair Work Act 2009. In the initial section there will be discussion of the actual terms of the common law action and Fair Work Act 2009 Terms of common law action and Fair Work Act 2009 In Australia, the employees and the company are bound by a common law contract or modern aware or enterprise agreement along with National Employment standards (Poole, 2016). When discussing about the issues of the employment law it is important to first understand the structure of the employment law in Australia. Statute and Common law. Statute law is the law that is created by the parliament. Common law is the rules that has been determined by the judges. The courts follow the mandates and the precedence of the previous cases. From the perspective of implementation, the parliament takes precedence. The courts interpret the laws and also the ambiguities based on the specific terms of the case. Employment law operates in the basic employment relationship that involves common law contract that has been regulated by the statute. Fair Work Act 2009: Unfair dismissal Unfair dismissal is when the employees are dismissed from the job in a harsh or unreasonable manners. Fair Work would analyze the claim if it was harsh or unjust and is the case was not a case of genuine redundancy. They would also look into the grounds for dismissal of the employee. The clauses that are considered if a particular case was harsh or unjust is based on the reason given by the company. The Fair Work commission will analyze if the action of the employee and the conduct (Freedland et al., 2016). The people who can apply for unfair dismissal are the people who have worked for the minimum employment period of one year and the people who have been forced to resign from their jobs. The eligible employees should be covered by the terms of the registered agreement and have an annual earnings of more than $138900. The employees have to apply within 21 days. The company that dismisses the employee should also prove redundancy. The redundancy occurs when the employer shows that they no longer need the work done by the employee. The employee redundancy needs to be proved. The issue with the Fair Work Act is that the dismissal claim cannot be resolves between the parties. The factors for determination if a case was fair or unfair is not clear (Freedland et al., 2016). The factors that are considered by the Fair Work Act is if the reason for dismissal was valid, if the person was notified of the reason, if the person was given opportunity to respond to a particular allegation, unreasonable refusal by the employer to have a person present, the factors that contributed towards unsatisfactory performance and the degree in which the employee were affected by the action of the dismissed employee and the impact of the dismissal on the company. The employee reason given to respond will be analyzed. The employed person should have a support person during the course of the dismissal. Previous warning to the employee will be analyzed. The history of conduct of the employee would be in purview. This has been detailed in Section 387 (Freedland et al., 2016). The re medies are either reinstatement or compensation by the company. Again this is based on the facts of the individual case. The legislative minimum rights of the employee are governed by the enterprise agreement or the modern awards and the common law contract along with the implied employment term. Legislative minimum rights Certain right and entitlements are created by the parliament to protect all the employees. and their rights. For example, the right to leave is mandated by the National employment service which is a part of the Fair Work Act 2009. The Fair Work act also discusses about the right to belong in unions or protect employees against discrimination. Added to this the federal and the state laws mandates the ways in which it can provide remedies for unfair dismissal. Enterprise agreement/modern awards provide detailed protections and regulations based on the specific industries and occupations. Enterprise agreements in general are the business specific agreements that is made by the groups of employees and their employer. The enterprise agreement is a contractual agreement that is approved by the Fair Work commission. Common law contracts are the basic relationship that exists between the employer and the employee in a civil contract. In this the employee agrees to work for the employer for exchange of payment. The employment contract is similar to the civil contract. The terms of the employment contract are based on each subjective cases. But according to the law they need to follow the legislative minimum rights and the modern aware or enterprise agreement. The courts will uphold the contract when the parties have willingly agreed to the terms of the signed contract. Another tricky aspect to the courts is the implied terms of the contractual agreement (Susskind, 2013). Implied terms are the reasonable notice of termination between the employee. The implied duty of mutual trust and confidence is considered in this analysis. The implied duty of trust and confidence is that the employee should work in good faith efforts and not in the manner of termination. Modern companies need to be registered after the implementation of the Fair Work Act 2009. These statutory requirements regulate the rules regarding employment. The employee and employer relationship are bound by the common law contractual requirements. The enterprise agreement has precedence over the common law contractual terms. All these terms form a part of the agreement. Analysis of the case According to the Fair Work 2009 act, the company that choses to dismiss an employee should ensure that there is redundancy by the employee. But this was not the case. The employee was fired for sending one email. She was not disciplined rather was dismissed. In the case of Anderson v Thiess Pty Ltd[2014] FWC 6568, Mr. Anderson was summarily dismissed for sending a work email that was offensive to the people belonging to the Muslim faith. In spite of the case being offensive and against the policy of Thiess Anderson was awarded compensation (Legg, 2014) . The dismissal was considered to be harsh because of only the previous verbal warning given to Anderson. He was above the age of 65 and he would have difficulty obtaining other employment. The Thiess also did not give Anderson enough time to accept the contents of the email or apologize to the people for offending them (Legg, 2014) . Based on this case, it can be argued that Andrea was not given any form of warning by the company. Under the clause of the Fair Work she should have been given some place to voice her opinion instead of firing her (McKendrick, 2014). She was not given the opportunity to express or take back the email. The company did not find any issues with the work conduct of Andrea. It can be argued that the company based on the case of Anderson that they should have given her some other means of disciplining instead of dismissing her. The redundancy aspect was also not addressed by the company to prove that her firing would not cause the company any considerable losses. In Wise v Mildura Aboriginal Corporation, the applicant lodged a complaint for unfair dismissal. The employment was terminated after the employer did a police check that determined the applicant was charged with possession of ecstasy and unlawful possession of explosives in 2012. But the conduct in question was minor hence the courts let him go with a small fine of 350$ (Moran and Mallman, 2015). The courts explained that the dismissal were harsh and unjust. The reason given by the courts is that the conduct of the employee was not so serious to repudiate the damage of the company. Andrea can argue using this fact that there was no damage done to the reputation of the company by sending out the email. She had only merely stated the events to protect other employees. There was no indication that she wanted to act in malice against the colored people or anyone in particular (Southey and Southey, 2016). She can use this argument to cite the reason for unfair dismissal. She could argue t hat her conduct did not breach any violations or cause the company any reputable or tangible damage. In the case of OKeefe v The Good Guys (2011), Good Guy company fired OKeefe because he had made derogatory comments on Facebook page about one of his colleagues and the company in general. He was dismissed from the company owing to the actions. OKeefe filed an unfair dismissal but the Fair Work Act deemed the dismissal to be unreasonable because he had posted the particular comment outside working hours and not used any names in the post. It was considered by the courts that the actions of the employee were to demean the company and the reputation of the company (Wilson, 2016). Hence it was determined to be a fair ground for dismissal by the company. The company can argue that the comments about the colored hand were abusive to some of the employees and that would be perceived as discrimination by these employees. Similarly, in the case of Serafini v Holcim (Australia) Pty Ltd (2011), the truck driver posted traffic accidents while driving and posted the pictures on You tube and his social media page. Shortly after he was fired for posting pics during the work hours (Wilson, 2016). The Fair Work deemed the dismissal to be valid. Since he was not working according to the prescribed mandates and posting on social media instead. Using this case, the company can state that Andrea was not working during the working hours instead she was posting unrelated content that was not towards the business purpose of the company. Citing this they can say that she was not working the companys work during this time instead was sending out emails with agenda. Deductions from this analysis The courts usually consider the intent and the complete reason behind firing of the employees in each of these cases. It is difficult to understand the precedence of the courts as the courts have ruled in many ways in the past cases. Certain common factors can be understood in these cases. In these cases, the intent of the employees is considered by the courts. The look at the reason behind the employees making a particular action. In Andreas case this factors that would work in her favor are the fact that she wanted to help the employees, there was no malice intended, she did not cause the reputation of the company to be affected as she was only citing the evidence she had witnessed and most importantly she was not given any opportunity to explain a stance. These factors could be argued as the factors that contributed towards the unfair dismissal of the employees. The company also did not show the ways in which she was redundant or her action had caused the company any considerable loss. The company wanted to maintain an appearance owing to which she was fired. But she had signed the contract and agreed to follow the mandates of the email policy. The contract law usually is considered when there is a contract that is signed between willing adults. She was also using company official mail for purpose other than business during working hours. The contract also claimed that the terms are bound to change. The terms related to determination of what is right and unfair is not very clear in the implementation of the Fair work act by the cases. These causes obscurity in the ways of implementation of the Act (Stewart, 2012.). The most important factor that would aid in the case of Andrea was that she was not given an opportunity to present her case and her intent would be considered by the Fair Work Act while making the determination. Conclusion Andrea Castle was fired for sending out an email warning the employees to be careful from a colored hand. She wants to file a suit for unfair dismissal. Common contract law is the ultimate law that is considered in the cases of the employee employer relationship. Apart from this she had sent an email during working hours that was not related to the business aspects of the company. These factors could work against Andrea. However, the Fair Work Act 2009 was implemented to protect the rights of the employees. Andrea can argue that she was not given any space to voice her opinion or take back the email that she had sent to the employee. She did not have any support system when this dismissal occurred. Andrea dismissal was not proved under redundancy clause. There have been previous cases where the Fair Work has considered reinstatement of the employee or providing the employer with a certain penalty for firing under unfair clauses that was harsh. The courts look into the subjective natu re of the cases and make determination. It has been considered in this analysis after weighing in on the positives and the negatives of the case that Andrea has a strong case to present to the courts. Reference: Freedland, M., Bogg, A., Cabrelli, D., Collins, H., Countouris, N., Davies, A.C.L., Deakin, S. and Prassl, J. eds., 2016.The Contract of Employment. Oxford University Press. Legg, M., 2014. Class action settlements in Australia-the need for greater scrutiny.Melb. UL Rev.,38, p.590. McKendrick, E., 2014.Contract law: text, cases, and materials. Oxford University Press (UK). Moran, A. and Mallman, M., 2015. Understanding Social Cohesion in Shepparton and Mildura: Literature. Poole, J., 2016.Textbook on contract law. Oxford University Press. Southey, K. and Southey, K., 2016. To fight, sabotage or steal: are all forms of employee misbehaviour created equal?.International Journal of Manpower,37(6), pp.1067-1084. Stewart, A., 2012. Australian labour law in transition: The impact of the fair work act.New Zealand Journal of Employment Relations (Online),37(1), p.3. Susskind, A., 2013. Unfair dismissal benchbook.Law Society Journal: the official journal of the Law Society of New South Wales,51(11), p.24. Wilson, J., 2016. Employment law: A balancing act: Effective management of workplace disrepute by employees.Ethos: Official Publication of the Law Society of the Australian Capital Territory, (239), p.38.