5. Discrimination at work, prohibited conduct, and enforcement

2021 ◽  
pp. 72-88
Author(s):  
Michael Jefferson
Keyword(s):  
Recruitment Process ◽  
Minimum Period ◽  
Essential Information ◽  
Indirect Discrimination

Each Concentrate revision guide is packed with essential information, key cases, revision tips, exam Q&As, and more. Concentrates show you what to expect in a law exam, what examiners are looking for, and how to achieve extra marks. This chapter focuses on the provisions of the Equality Act 2010. Applicants for jobs must not be asked about their health or disability in the recruitment process. Prohibited conduct refers to direct and indirect discrimination, harassment, and victimisation. Segregation on racial grounds is also prohibited. In addition, there is no minimum period of employment needed before one can make a discrimination claim.

5. Discrimination at work, prohibited conduct, and enforcement

2017 ◽  
Author(s):  
Michael Jefferson
Keyword(s):  
Recruitment Process ◽  
Minimum Period ◽  
Essential Information ◽  
Indirect Discrimination

Each Concentrate revision guide is packed with essential information, key cases, revision tips, exam Q&As, and more. Concentrates show you what to expect in a law exam, what examiners are looking for, and how to achieve extra marks. This chapter focuses on the provisions of the Equality Act 2010. Applicants for jobs must not be asked about their health or disability in the recruitment process. Prohibited conduct refers to direct and indirect discrimination, harassment, and victimization. Segregation on racial grounds is also prohibited. There is no minimum period of employment needed before one can make a discrimination claim.

5. Discrimination at work, prohibited conduct, and enforcement

2018 ◽  
Author(s):  
Michael Jefferson
Keyword(s):  
Recruitment Process ◽  
Minimum Period ◽  
Essential Information ◽  
Indirect Discrimination

Each Concentrate revision guide is packed with essential information, key cases, revision tips, exam Q&As, and more. Concentrates show you what to expect in a law exam, what examiners are looking for, and how to achieve extra marks. This chapter focuses on the provisions of the Equality Act 2010. Applicants for jobs must not be asked about their health or disability in the recruitment process. Prohibited conduct refers to direct and indirect discrimination, harassment, and victimisation. Segregation on racial grounds is also prohibited. In addition, there is no minimum period of employment needed before one can make a discrimination claim.

Toward an alignment of the actin molecule within the actin filament

1983 ◽  
Vol 41 ◽  
pp. 450-451
Author(s):  
P.R. Smith ◽  
W.E. Fowler ◽  
U. Aebi
Keyword(s):  
Actin Filament ◽  
Diffraction Data ◽  
Quantitative Estimate ◽  
Molecular Model ◽  
Quantitative Comparison ◽  
Regulatory Proteins ◽  
Essential Information ◽  
X Ray ◽  
Maximum Resolution ◽  
Lack Of Information

An understanding of the specific interactions of actin with regulatory proteins has been limited by the lack of information about the structure of the actin filament. Molecular actin has been studied in actin-DNase I complexes by single crystal X-ray analysis, to a resolution of about 0.6nm, and in the electron microscope where two dimensional actin sheets have been reconstructed to a maximum resolution of 1.5nm. While these studies have shown something of the structure of individual actin molecules, essential information about the orientation of actin in the filament is still unavailable.The work of Egelman & DeRosier has, however, suggested a method which could be used to provide an initial quantitative estimate of the orientation of actin within the filament. This method involves the quantitative comparison of computed diffraction data from single actin filaments with diffraction data derived from synthetic filaments constructed using the molecular model of actin as a building block. Their preliminary work was conducted using a model consisting of two juxtaposed spheres of equal size.

For Those About to Rock

2012 ◽  
Vol 13 (1) ◽  
pp. 29-35
Author(s):  
Jennifer Tufts
Keyword(s):  
Hearing Loss ◽  
Cultural Landscape ◽  
Minimal Risk ◽  
Noise Induced Hearing Loss ◽  
Essential Information ◽  
Informed Decisions ◽  
Hearing Health ◽  
Loud Music ◽  
Protective Strategies

Loud music and noisy hobbies are part of our cultural landscape. These activities can be enjoyed with minimal risk to hearing if a few commonsense guidelines are followed. Educating clients about risks and protective strategies will empower them to make informed decisions about their hearing health that best reflect their values and priorities. In this article, the author covers essential information to avoiding noise-induced hearing loss, writing in easily accessible language to better help clinicians convey this information to their clients.

Handwriting Analysis and Personality Assessment

2000 ◽  
Vol 5 (1) ◽  
pp. 44-51 ◽  
Author(s):  
Peter Greasley
Keyword(s):  
Personality Traits ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Empirical Studies ◽  
Handwriting Analysis ◽  
Recruitment Process ◽  
Academic Literature ◽  
Personnel Recruitment ◽  
The Subject ◽  
Better Than

It has been estimated that graphology is used by over 80% of European companies as part of their personnel recruitment process. And yet, after over three decades of research into the validity of graphology as a means of assessing personality, we are left with a legacy of equivocal results. For every experiment that has provided evidence to show that graphologists are able to identify personality traits from features of handwriting, there are just as many to show that, under rigorously controlled conditions, graphologists perform no better than chance expectations. In light of this confusion, this paper takes a different approach to the subject by focusing on the rationale and modus operandi of graphology. When we take a closer look at the academic literature, we note that there is no discussion of the actual rules by which graphologists make their assessments of personality from handwriting samples. Examination of these rules reveals a practice founded upon analogy, symbolism, and metaphor in the absence of empirical studies that have established the associations between particular features of handwriting and personality traits proposed by graphologists. These rules guide both popular graphology and that practiced by professional graphologists in personnel selection.

Nighttime Blue Light Exposure and Breast Cancer

2021 ◽  
pp. 30-33
Author(s):  
David Jaynes ◽  
Paul Switzer
Keyword(s):  
Breast Cancer ◽  
Risk Factor ◽  
Blue Light ◽  
Shift Work ◽  
Light Exposure ◽  
Night Shift ◽  
Background Information ◽  
Common Disease ◽  
Essential Information ◽  
Night Shift Work

The purpose of this article is to provide background information and the current understanding of a less familiar cause of female breast cancer; exposure to ultraviolet light at night. Breast cancer is a common disease that causes significant morbidity and mortality in women. There are several risk factors for breast cancer, most of which are genetic and environmental in nature. An often-overlooked risk factor is exposure to blue light during night shift work, which decreases melatonin production. One of the many cancer-preventing properties of melatonin is to limit estrogen production. Increased lifetime exposure to estrogen is a well-known cause of breast cancer. Awareness of nighttime blue light exposure as a breast cancer risk factor by women doing night shift work and those exposed to nighttime light via smartphones and laptops, is essential information to know so that protective measures can be taken.

THE INSTRUMENT TO MEASURE ENGLISH PROFICIENCY OF THE PROSPECTIVE EMPLOYEES: BETWEEN TOEFL AND TOEIC

2018 ◽  
Vol 2 (01) ◽  
Author(s):  
Besin Gaspar ◽  
Yenny Hartanto
Keyword(s):  
University Students ◽  
Proficiency Test ◽  
English Proficiency ◽  
Job Applicants ◽  
First Year ◽  
University Graduates ◽  
Recruitment Process ◽  
New Employees ◽  
The University ◽  
Higher Institutions

Recently the university students are required by their institutions to have the TOEFL score in the fisrt year or in the last year of their study before graduation. Some other higher institutions require their students to submit TOEIC, not TOEFL, before graduation. Companies, in the recruitment process, require the applicants to submit TOEFL score to show their level of English proficiency. The first question is which one is more appropriate for job applicants in the compay: TOEFL  or TOEIC. Another question for university students before graduation is whether to have TOEFL  in the first year or in the last year before graduation. This article aims at answering the two questions raised. The first part will give an overview of various versions of TOEFL  and  TOEIC  and the second part proposes the appropriate English proficiency test  for the recruitment process for new employees and for the university graduates, that is, TOEIC for the company  and TOEFL  for universities  and  colleges. 

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