...Selling Religion Door to Door Robin Jones February 2, 2009 HUM 130 Religions of the World Axia College of the University of Phoenix Abstract “The PURPOSE OF THE WATCHTOWER is to exalt Jehovah God as Sovereign Lord of the universe. It keeps watch on world events as these fulfill Bible prophecy. It comforts all peoples with the good news that God’s Kingdom will soon destroy those who oppress their fellow men and that it will turn the earth into a paradise. It encourages faith in God’s now-reigning King, Jesus Christ, whose shed blood opens the way for mankind to gain eternal life. The Watchtower, published by Jehovah’s Witnesses continuously since 1879, is non-political. It adheres to the Bible as its authority.” [ (The Watchtower Announcing Jehovah's Kingdom, 2007) ] Selling Religion Door to Door What do we truly know about Jehovah’s Witnesses? We have all avoided the door when we see them on the doorstep, but what do we know about their beliefs? Are their beliefs similar or different from our own? Why are they on the doorstep? What are they selling? These are the questions I have asked myself many times. This is also one of the reasons I chose to learn more about this religion. I have known a few Jehovah’s Witnesses in my life, and they both had drastically different ways of practicing the religion. Not all Jehovah’s Witnesses conform to the strict rules. In my journey to learn more, I found that more and more followers are becoming disassociated with the group;...
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...1.1: Background of the Report An employee has may a grievance. For this reason develop Dissatisfaction in employees mind. Grievance is a part of industrial Relation, since we are student of EVMBA, and this part of EVMBA program, our industrial relation course teacher Mr. Md. Arifur Rahman assigned us to prepare are port on Grievance handling procedure in a RMG sector of Bangladesh as related topic industrial relation course. We have selected our report topic as “Employee Grievance in the workplace and its remedies: A study on RMG sector of Bangladesh”. We have made a survey for required information in RMG Sector in Bangladesh in net. We have prepared our report on November 28, 2013 which will be submitted by November 29, 2013. 1.2: Objective of the Study We have prepared this report based on two purposes. Those are- 1) To develop our Knowledge in RMG sector of Bangladesh 2) And provide more Valuable Information gathered for who passionate employee to want to join in RMG sector. 1.2.1 Primary Objective: The report aims to provide information on suggest more valuable step follow grievance handling procedure effective of by the RMG sector through Management 1.3: Scope of the Study There is a certain boundary to cover this report. Our particular report only covers Training and Development in RMG sector. We mainly focus how to handling grievance procedure and what types of principles follow to Grievance handling procedures RMG sector. 1.4: Limitations of the...
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...5/11/2012 Permissions A grievance is generally defined as a claim by an employee that he or she is adversely affected by the misinterpretation or misapplication of a written company policy or collectively bargained agreement. To address grievances, employers typically implement a grievance procedure. The grievance procedure may also be part of a collective bargaining agreement. A grievance procedure is a means of internal dispute resolution by which an employee may have his or her grievances addressed. Most collective bargaining agreements include procedures for filing and resolving grievances. Within a union environment, the processes will typically involve the employee, union representatives and members of the employer’s management team. Grievance processes may differ somewhat from employer to employer and under various collective bargaining agreements. However, most will have certain general processes in common. Grievances are brought to the employee’s immediate supervisor. This may be either an informal process or the beginning of the formal process. Generally, there will be a requirement that the grievance be submitted in writing using a grievance form. Usually, the supervisor and the union representative will review the grievance to determine whether it is valid. Also, most grievance procedures will require that the submission occur within a specified timeframe following the event or incident. Three...
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...Grievance Handling Grievance is defined as ‘cause for complaint or annoyance’. Before the machine age, when a handful of workers worked directly for an employer, grievance handling was a one-step procedure : the worker directly approached his boss who gave a decision on the issue. The machine age has introduced a vast echelon of intermediary supervision between the principal employer and the rank-and-file worker. Increase in the number of workers and supervisors in a complicated industrial unit, has led to an increased number of grievances of varying types at different levels. No longer can an employer nonchalantly brush aside the problem of handling grievances as a trivial function. Those who have done so have reaped the whirlwind. A grievance is the embryo of more serious trouble to come, and whether real or imagincary, it is a canker in the organisation and calls for prompt and effective measures. If it is real, the need for curative action is obvious; if it is imaginary, the need to explain and clear up the atmosphere is all the more imperative. Prompt and effective handing of grievances is the key to industrial peace. In our country particularly, where illiteracy is high and people from villagers seek employment in the laien atmosphere of an industrial unit, grievances are many and varied. Operations, procedures and supervisory techniques are not easily understood and lead to grievances. An induction programme coupled with a well understood and sound grievance procedure...
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...industrial action prompted by the refusal of employees to work. Strike actions usually occur as a reaction to employee grievances. Strikes became relevant during the Industrial Revolution, when public labour became important in factories and mines. According to Black and Silver, “Strikes are the ultimate action available to unions as a means of trying to win gains for its members in collective bargaining”. The popular idea that strikes are “unreasonable, costly and not well founded” is a fallacy. Unionized workers are justified to engage in strike activities in order to defend their wages and benefits because it is legal for aggrieved unionized workers to take strike action, strike action affirms workers’ support for the bargaining position, the increasingly hostile political and economic climate and also because it asserts some form of seriousness on the part of unionized workers in their bid to defend their struggles for better wages and employment benefits. Unionized workers are justified to engage in strike activities in order to defend their wages and benefits because it is legal for workers to go on strike. The National Labor Relations Act (NLRA) grants employees the right to strike and if a collective bargaining agreement does not contain a “no-strike” clause. Unionized workers usually resort to strikes only in severe situations when their grievances are not properly sorted out with the employer. With the exception of doctors, nurses, firefighters, and the police; professional...
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...Regulation: As the proposed rule updates the provisions of existing regulation, changes are as follows: 1. 45 CFR part 1206, which deals with project suspension and termination, is moved to 45 CFR part 2556, subpart B with most substantive provisions remaining unchanged. Under the proposed rule the provisions for suspension remain unchanged, except that the provisions for summary suspension are eliminated and the provisions for suspension on notice are retained. This has the effect of giving notice to sponsors for all suspensions. Under the proposed rule the provisions for termination remain unchanged,except that a second CNCS review has been eliminated. Experience has shown that a lengthy termination review process is not beneficial to VISTAs at the project in question, unduly consumes the sponsor's staff time and other resources, creates uncertainty for project beneficiaries, and exhausts VISTA resources that could be put to use for the benefit of project beneficiaries. 2. 45 CFR part 1210, which deals chiefly with early termination of a VISTA, is moved to 45 CFR part 2556, subpart E and changed to improve the cost-effectiveness of the provisions and increase efficiency of VISTA program functions. The new provisions for early termination remain substantively the same in many respects. However, the early termination for cause process is modified. While the process retains more than sufficient due process in the form of written notification and appeals at two levels...
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...Grievance Handling Handbook Produced by: www.fairemployment.sg Printed in January 2011 All rights reserved. No part of this book may be reproduced in any form or by any electronic mechanical means, including information storage and retrieval systems without permission in writing from the publisher. CONTENTS 1. 2. 3. 4. 5. 6. 7. 8. 9. Introduction: Why a Grievance Handling Procedure is Vital Definition of Grievances and Complaints at the Workplace Work-related Grievance Types of Grievance: General vs Individual Handling of General Grievances Handling of Individual Grievances Making the Grievance Procedure Work Employee Counselling Handling Unexpected Scenarios 01 02 03 05 06 09 12 20 24 28 10. Going Beyond the Organisation 01 1. Introduction: Why a Grievance Handling Procedure is Vital There is a greater diversity in the Singapore workplace today, comprising employees from different age, nationality, gender, ethnic and religious background. In such work environment, miscommunication and misunderstanding are likely. If not managed properly, such misunderstandings will affect employees’ moral and productivity. With employees being more Internet savvy and the popularity of social media, such unhappiness may also be publicised on social media platforms such as Facebook or Twitter. Such negative publicity can affect the employers’ image and brand, causing unnecessary embarrassment to the management. In some cases, such grievances can also lead to expensive...
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...A COMPARISON OF CHRISTIAN BELIEFS TO THOSE OF JEHOVAHS WITNESSES A comparison of Christian beliefs to those of Jehovah’s Witnesses Dana A. Lambert Axia College of The University of Phoenix This small step into identifying and exploring the beliefs and practices of Jehovah’s Witnesses has been both interesting and challenging. Relatively young in years, the religion was founded in Pittsburgh Pennsylvania in 1879 by Charles Taze Russell. (Carmen 2005) Its current practicing members total an estimated 6.95 million people. Its current headquarters is in Brooklyn New York, where the governing body of elders is located. Although constantly under scrutiny by various other religions, Jehovah’s Witnesses have continued to grow over the past 200 years. (Willis 2006) For the purpose of this paper, I spoke in depth to Mr. Michael Campbell, an Elder of the Jehovah’s Witness Kingdom Hall located in Green Cove Springs, Florida. Mr. Campbell has been a Jehovah’s Witness for the past 35 years, and is a personal friend and neighbor to my family. There are approximately 75 members in the Green Cove Springs hall, being established in 2005. Being a friend, Mr. Campbell understands that my questioning of his religious practices is not to confirm or deny, interrogate or subrogate his beliefs or mine in any adversarial way. Actually he stated that it would give him a chance to “speak what he has been learning for the past 35 years from his family room recliner.” I...
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...WKFJBWSWKFWEParallel Verses New International Version One who oppresses the poor to increase his wealth and one who gives gifts to the rich--both come to poverty. New Living Translation A person who gets ahead by oppressing the poor or by showering gifts on the rich will end in poverty. English Standard Version Whoever oppresses the poor to increase his own wealth, or gives to the rich, will only come to poverty. New American Standard Bible He who oppresses the poor to make more for himself Or who gives to the rich, will only come to poverty. King James Bible He that oppresseth the poor to increase his riches, and he that giveth to the rich, shall surely come to want. Holman Christian Standard Bible Oppressing the poor to enrich oneself, and giving to the rich--both lead only to poverty. International Standard Version Whoever oppresses the poor to enrich himself and whoever gives gifts to the wealthy will yield only loss. NET Bible The one who oppresses the poor to increase his own gain and the one who gives to the rich--both end up only in poverty. Aramaic Bible in Plain English He that harms the poor increases his own affliction and he that gives to the rich suffers loss to his soul. GOD'S WORD® Translation Oppressing the poor for profit [or] giving to the rich certainly leads to poverty. Jubilee Bible 2000 He that oppresses the poor to increase his riches and who gives to the rich shall surely come to want. King James 2000 Bible ...
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...of a religion that is not of my own. The religion being discussed is Jehovah Witnesses. The following questions were asked during the interview, 1. Were you born into this religion? 2. If you converted, what was your previous religion? 3. Why did you choose this religion to convert too? 4. What do you think about other religions? 4. Why do you refer to God as Jehovah and not by the name of God? 7. How do you personal respond to individuals who claim that Jehovah’s Witnesses is a cult? 8. What are your thoughts and beliefs on afterlife? 9. Is it true that Jehovah Witness is not allowed to receive blood transfusions? 10. What is the most fulfilling thing about being a Jehovah Witness? The interview started off with introductions of both parties. I then preceded with the interview questions. I asked Amber “Was she born into this religion”? In response to my question she stated that yes, she was in fact born into this religion. In fact so we’re both of her parents. After asking this question, question number two or three were not needed to be asked. But also in response to question one, Amber stated that throughout her family’s history, including her ancestors, everyone was a Jehovah Witnesses. I then asked Amber questions four, “Why do you refer to God as Jehovah and not by the name of God”? Amber’s response was, “Jehovah-Jireh” is one of the many different names of God found in the Old Testament. Jehovah-Jireh means “The Lord Will Provide”. It is the name memorialized by Abraham...
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...Grievance procedure The Freedictionary.com defines grievance as “An actual or supposed circumstance regarded as just cause for complaint” A grievance procedure is a term to describe a formal way of dealing with issues between employer and the employee Employee has problems and is not happy Employee has problems and is not happy The Manager resolves the grievance and communicates the outcome to the employee. Decision is been given The Manager resolves the grievance and communicates the outcome to the employee. Decision is been given Raise a verbal complaint with immediate manager. Raise a verbal complaint with immediate manager. Employee Rep Employee Rep In the event of an employee having a complaint about his immediate supervisor, he or she must approach the next reporting level of his immediate supervisor directly for the purpose of resolving the grievance. UNRESOLVED? The matter will be re-investigated; findings and recommendations shall be discussed with employee The matter will be re-investigated; findings and recommendations shall be discussed with employee With a representative or not, a formal written grievance to supervisor With a representative or not, a formal written grievance to supervisor Worker Commitee Worker Commitee The committee shall in turn elect to invoke the Dispute Procedure outlined in the Recognition and Procedural Agreement. The committee shall in turn...
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...workplace mediation – A poll of business Ref: 08/11 2011 Matt Williams and Acas Research and Evaluation Section TABLE OF CONTENTS EXECUTIVE SUMMARY .................................................................................. 3 1. BACKGROUND AND METHODOLOGY ....................................................... 5 1.1 Background...................................................................................... 5 1.2 Methodology .................................................................................... 6 2. GRIEVANCE AND DISCIPLINARY PROCEDURES AND THE IMPACT OF THE ACAS CODE ............................................................................................ 7 2.1 2.2 Acas Code and guidance .................................................................. 10 2.3 3. Formal grievance and disciplinary procedures........................................ 7 Handling grievance and disciplinary issues .......................................... 21 MEDIATION ......................................................................................... 24 3.1 3.2 Organisations that had used mediation...
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...Grievance Vijayimpact @ CORD India Grievance According to Michael Jucius, “ A grievance can be any discontent or dissatisfaction, whether expressed or not, whether valid or not, and arising out of anything connected with the company that an employee thinks, believes, or even feels as unfair, unjust, or inequitable.” A grievance means any discontentment or dissatisfaction in an employee arising out of anything related to the enterprise where he is working. It may not be expressed and even may not be valid. It arises when an employee feels that something has happened or is going to happen which is unfair, unjust or inequitable. Thus, a grievance represents a situation in which an employee feels that something unfavorable to him has happened or is going to happen. In an industrial enterprise, an employee may have grievance because of long hours of work, non-fulfillment of terms of service by the management, unfair treatment in promotion, poor working facilities, etc. Nature of Grievance : Grievances are symptoms of conflicts in the enterprise. Just like smoke could mean fire, similarly grievances could lead to serious problem if it is not addressed immediately! So they should be handled very promptly and efficiently. While dealing with grievances of subordinates, it is necessary to keep in mind the following points: A grievance may or may not be real. Grievance may arise out of not one cause but multifarious causes. Every individual does not give expression to his grievances...
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...Responding to an Employee Grievance: As you know, company policy requires that employees smile at customers and make eye contact with them. In the past nine months, 12 employees have filed grievances over this rule. They say they are being harassed by customers who think they are flirting with them. A produce clerk claims customers have propositioned her and followed her to her car. Another says, “Let me decide who I am going to say hello to with a big smile.” The union wants us to change the policy to let workers not make eye contact with customers, and to allow workers to refuse to carry groceries to a customer’s car at night. My own feeling is that we want to maintain our image as a friendly store that cares about customers, but that we also don’t want to require behavior that leads to harassment. Let’s find a creative solution. As you know, company policy requires that employees smile at customers and make eye contact with them. In the past nine months, 12 employees have filed grievances over this rule. They say they are being harassed by customers who think they are flirting with them. A produce clerk claims customers have propositioned her and followed her to her car. Another says, “Let me decide who I am going to say hello to with a big smile.” The union wants us to change the policy to let workers not make eye contact with customers, and to allow workers to refuse to carry groceries to a customer’s car at night. My own feeling is that we want to maintain our image...
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...I’m not sure that I can write 300-500 words on this topic as I think it is pretty cut and dry. To the disdain of The Kroger Company I think they will have to suck the bit and pay Mr. Jennings the equivalent of 4 weeks of vacation time. In my past experience earned vacation time is actually a portion of the employee’s wages and unless an employee handbook specifically declares the employee is not entitled to the pay/time off and that this benefit is not earned until the actual anniversary date, or any specific date designated as the earned benefit period (some companies set a January 1 date as the day everyone earns their paid time off) then the employee is earning and accruing this “wage” throughout the year leading up to the anniversary date or eared benefit period. So, someone entitled to four weeks of vacation on December 31 (Mr. Jennings anniversary) would actually be entitled to two weeks of vacation on June 30. This is much like the pro-rated formula outlined in exhibit 8-2 of the text. Using this methodology a company could have to pay a terminated employee not only his accrued “wage” toward the benefit earned period but, also any unused vacation from the previous earned benefit period. This issue was not addressed in the minicase or in the collective bargaining agreement quoted and deserves no consideration regardless as Mr. Jennings was only one week past his anniversary date and not far enough into his next earned benefit period to have accrued any addition...
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